Leadership Investment Framework for Talent (LIFT) NEW

  • With the implementation of The Denver Plan, DPS established a strong commitment to finding, growing and keeping great leaders across the organization and in each role that are committed to helping us achieve our vision, Every Child Succeeds. The Leadership Investment Framework for Talent (LIFT) is the next generation of EPMP; everyone who participates in EPMP aligns to a leadership role in LIFT. LIFT is a tool that will support employees in their own development as a leader while narrowing the scope of leadership to what is meaningful and achievable for DPS today. The program clarifies expectations and helps achieve goals through accountability by fostering ongoing performance discussions to highlight employee successes and define growth opportunities.

    Who is eligible for LIFT?

    Employees that are exempt from overtime, centrally managed (not reporting to a School Leader) and not part of an employee association/bargaining unit are eligible for LIFT. 

  • Now is the time to have Mid-Year Performance Conversations.

    Managers should host mid-year performance conversations with employees Dec. 3-Jan 31. Consider hosting a second conversation in early February with LIFT leaders who receive CollaboRATE results or delay mid-year conversations until CollaboRATE results are available. 

    Mid-year is a time to formally check in on performance:

    Examine the competencies and discuss demonstration of behaviors and the impact. Discuss progress towards achieving goals and adjust plans and goals as needed. Celebrate accomplishments. Address barriers and roadblocks. Target development opportunities for the remainder of the year.

    Employees should come prepared to discuss accomplishments, barriers, solutions, opportunities for improvement and plans moving forward. Remember to comment on goals in Infor HR to document the results of conversations and progress to date.   

    Prepare yourself for conversations using these resources:

    Employees:  Employee Guide

    Managers:  Manager Guide  Strategies  Template   Template Guide  Performance Conversation Screencast

    LIFT Mid-Year Checklist

New LIFT Process: Comment on LIFT Behaviors throughout the Performance Year

  • We heard you when you asked for a way for you and your Manager to comment on and track your LIFT behaviors throughout the performance year.  We’ve created a place for you to do this!  You will find this placeholder in your Manage Goals section in Employee Space in Infor HR.  Look for the goal titled “Comment on LIFT Behaviors Here,” open it and use the comment function to comment on and track your LIFT behaviors. 

    Why should you do this?  It supports a culture of continuous, ongoing feedback and it will make the year-end process easier!

    Check out the following user guides to help with this.

    Manager Guide: Comment on a Goal

    Employee Guide: Comment on a Goal

    FAQ - Comment on LIFT Behaviors in Infor HR

It's time to set your goals in Infor HR for the 2018-19 performance year.

  • Work with your Manager to set meaningful SMART goals to align your work and ensure we are all achieving results with impact.

    The LIFT framework works in tandem with your goals so that performance ratings reflect our shared leadership expectations and support a comprehensive view of performance. At the end of the performance year, the overall rating you receive is based on achievement of goals (50%) and LIFT performance indicators (50%).

    All LIFT eligible employees should have three to five SMART goals approved by their Manager in Infor HR by September 30th.  The earlier goals are set, the better to allow maximum time to achieve the goals.



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.