• It’s Time to Host LIFT Mid-Year Performance Conversations!

    Host mid-year performance conversations now for the 2020-21 performance year.  Mid-year is a time to formally check in on performance and reflect on LIFT/CCE behaviors, personal development, and goals. 


    Step 1 Schedule time for each of your mid-year conversations.  Complete them by February 12th

    Step 2:  Review and share the LIFT Mid-Year Checklist or the CCE Mid-Year Checklist with your team members

    Step 3:  Comment on LIFT goals in Infor HR to document progress to date and Inactivate or put on hold any goals that are no longer relevant.  Add new goals as needed.


    Watch this Performance Conversation Screencast and utilize the following resources

    Keep in mind that mid-year is not the only time to provide feedback; feedback should be ongoing and timely to help team members grow.  Employees/Managers are encouraged to engage in 2-way feedback.  Feel free to use this two way feedback form for mid-year or at any time during the year. 

    Comments (-1)

Leadership Investment Framework for Talent (LIFT)

  • DPS has established a strong commitment to finding, growing and keeping great leaders across the organization who are committed to helping us achieve our vision that every single one of our students thrives - not by accident, but by design. The Leadership Investment Framework for Talent (LIFT) is a tool that supports team members in their own development.  In LIFT, all team members are leaders, even when not leading people. The framework provides a shared vision and language for leadership across DPS, clarifies expectations and helps team members achieve goals through accountability, and fosters ongoing performance discussions to highlight successes and define growth opportunities. 

    The LIFT framework consists of two main areas (goals and competencies) in which team members are evaluated on each performance year. Each area is weighted equally with goals at 50% and competencies at 50%.  


    Goals are aligned to district and team priorities, provide a road map for the work we are engaged in and set deadlines and milestones for completion.

    Each goal is assigned a weight (to help prioritize work and efforts) and is rated

    The outcome of those ratings determines 50% of the overall appraisal rating. 


    Competencies are the knowledge, skills and abilities, and other requirements that are needed to perform our roles successfully and how we go about doing it. 

    The Framework includes five broad Competency Groups of leadership focus:               

    • Personal and Values Leadership
    • Vision and Strategy Leadership
    • Operational and Organizational Leadership 
    • People and Culture Leadership
    • Community and Equity Leadership          


      Logo        50 50   


    The competency groups are weighted equally and team members are rated on each competency group.  The ratings received for each competency group are averaged and worth 50% of the overall appraisal rating.

    What is your LIFT Level of Leadership?

    Click on the modules below to help you identify your LIFT level.

    Managing Performance with LIFT

    Leader of Self        Leader of Others        Leader of Programs       Leader of Teams

    Leader of Leaders       Leader of Functions        Leader of the Organization



Are you new to your role or to LIFT?

  • Information sessions are held monthly for new hires or those new to LIFT. To register for an information session, login to the Learning Space and register for an upcoming session.

    New employees and those new to their role should set goals within their first 60 days. Make sure to talk to your Manager about your goals during your next one-on-one.  

    If you are new to your role and have a year-end appraisal to complete, reflect on your progress to date and what you want to focus on moving forward. Although you are new, the appraisal process is a great time to check-in and level set on your performance.