Performance Management at DPS and Performance Management Toolkit
Performance Management at DPS
Performance Management at DPS is committed to supporting all of our leaders and employees with the proper tools, coaching and development necessary to ensure success for our students and staff. We understand that the growth and development of our people is incredibly important to the success of our schools and central office, and are here to work in collaboration with you to support your performance management needs.
The performance management office supports:
- Coaching and development of leaders and staff
- Plans of support and improvement
- Non-renewal and discontinuance
- Grievances and appeals
Performance Management Toolkit and Resources
Performance Management 101: What to do when you encounter someone that is showing performance concerns
School Leader Options: Performance Concerns: What to do when you encounter someone that is showing performance concerns.
Teacher Options: Disagreement with Overall Scores: Do you know the rights that teachers have when they disagree with the overall evaluation ratings? Be sure to use this cheatsheet to keep you "in the know"!
School Leader and HRSP Guide to Growth and Performance Supports for Teachers: This guide will help ensure you have put strategic supports in place for all of your teachers, which will result in accuracy in data, documentation and Overall Ratings.
Setting up Your School for Success:
Growth and Performance Guide 2020-21 School YearPurpose of Growth and Performance Conversation Guide
In order to best support our students, it is important to engage in growth and performance conversations throughout the year with our teachers .
Successful growth engages teachers in these important conversations through many forms. This guide was built to support your conversations throughout the year so that Mid-Year and End of Year Conversations are not a surprise, but rather a more formalized checkpoint to reflect and discuss a teacher’s practice, including their career aspirations.
It requires craftsmanship on the part of each educator to make conversations throughout the year purposeful and impactful. This guide is designed to support leaders in this effort from scheduling and analyzing data to facilitating the conversations and documenting the results.
Checklist: School Leader Responsibilites: Is your ILT prepped and ready for conversations? Have you communicated your plan to your ILT and staff? Use this handy checklist to backwards plan and make sure you are ready!
Checklist: Evaluator Responsibilites at Mid Year: If you have any teachers on your caseload, this is the checklist for you! This is for ILT's and School Leaders.
Guided Conversation Templates for MY and EoY: Sample structure, talking points and suggestions for your conversations.
Email Templates: Emails are recommended (and Best Practice!) for all teachers as a follow up to the conversation but most important for any teachers at risk of non-renewal, losing NP status or at risk for earning a NM or A rating. As always, feel free to personalize as you see fit and/or use agreed upon templates from your ILT.
End of Year Ratings Guidance
Overall Ratings Characteristics:The data collected throughout the entire year is used to calculate a teacher’s Overall Rating. review the Ratings Characteristics to become familiar with them. The characteristics that you see in this reference should define the teacher’s consistent behaviors and match their overall rating at the End-of-Year. Best practice when recommending a renewal or continuance is that the teacher exhibits the characteristics of having a record of strong student growth, solid instructional practices (including planning, classroom practice and utilization of student data) and consistent demonstration of positive contributions to the school community.Decision Band Rationale Statements:ILTs should norm on each rating decision using the LEAP Decision Guidance so you have consistent practices within your school. Once the rating decisions are made, it’s critical for you to communicate the basis of your decision with a rationale so the teacher understands the decision. Writing and recording this rationale, even when you’ve had the in-person conversation, supports you and the teacher having an understanding to reference and leverage going forward.
Performance Management Advisor
Quick Links for Performance Management