The Achievement NetworkA Human Capital Analysis of the Data-Driven Education Reform Org.

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The US education system is brokenUS students consistently perform in the bottom tier of all industrialized countries in math, science, and reading

“In these days, it is doubtful that any child may reasonably be expected to succeed in life if he is denied the opportunities of an education.  Such an opportunity, where the state has undertaken to provide it, is a right that must be made available on equal terms.”

-  Chief Justice Earl Warren, Brown v. Board of Education (1954)

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ANet is an education reform organizationMission, Vision and Core Values

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MissionHelps schools boost student learning with great teaching that’s grounded in standards, informed by data, and built on the successful practices of educators around the country.

Beliefs• Every student deserves opportunity in life.• Educators who devote their professional lives to this goal deserve

support.• There are no silver bullets. All schools are different and need a tailored

approach. But there's no reason to re-invent the wheel over and over: we should learn from each other.

ValuesAdvance Equity • Bold Thinking • Drive Results • Promote Leadership • Team First • People Matter

ANet focuses its resources on six areasANet’s primary competencies

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1 2 3 4 5 6

Assessments Coaching Reports Best Practices Sharing Technology

Quiz BreakWhat percent of high school students graduate ready for college in English, reading, math, and science?

25

55

60

Only one in four high school students graduate ready for college in all four core subjects (English, reading, math and science), which is why a third of students entering college have to take remedial courses --ACT, 2011

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Our AnalysisWe interviewed a vice president, director, and manager, then conducted a SWOT analysis based on their answers

Our analysis revealed a strong, responsive org.Our focus, however, is only on weaknesses identified by the interviewees

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• Core Values• Mission• Data-driven

decision-making• Talent• Built to Change

• Career Trajectory• Growth

inefficiencies• Geographic

inflexibility • Variable manger

quality

• Strong, dynamic culture with fast response rate to recognized isues

• Allure of competition

• Technology outpaced

S WO T

We identified four key areas that were response themesEmployee Hiring. Manager Development. Line of Sight Career Path. Communication Systems

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Geographic Flexibility

Leveraging tools that allow

employees outside of Anet’s office

locations to work remotely

ProfessionalDevelopment

Developing the skills of managers and

employees

Line of Sight Career PathDevelopment a formal rewards

systems; especially focusing on

promotions as a reward

Communication SystemsFlattening the

communication structure, so the organization can

more quickly make decisions

The recommendations must align with ANet cultureANet has a strong, data-driven culture

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Cultural FitAlign with Core

ValuesSustainableDecisions must be viable long term

MeauresableSurvive rigorous

analysis

Because ANet has a strong culture, the recommendations must meet the following criteria to be acceptable

Quiz BreakWhat percent of American students finish college?

56

46

70

The U.S. ranks last among 18 industrialized countries measured on this indicator.--OECD.org

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6

9

86

50%

Geographically Flexible Work Environment:

Develop Managers:

Career Plans, Point-Driven Evaluation System:

Develop Communication Efficiency:

The average timeline for all proposals is nine monthsBecause of their structure, can be rolled out simultaneously without conflict

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All recommendations are simple and time efficient that they may be implementedat the same time

The recommendations have no financial costThe recommendations leverage ANet’s existing skill sets, so don’t require additional financial costs

ANet is able to leverage all its six resource investments to achieve all recommendations

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Recommendations leverage ANet evaluation systemsEvery aspect of the recommendations are measureable; the majority leverage existing evaluation systems

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• Line of sight career path (B and C)

• Geographic flexibility (C)

• Manager development (A)

• Manager development (B)

• Communication efficiency (B)

Existing Org. Health Survey

• Line of sight career path (A)

• Geographic flexibility (B)

• Communication efficiency (A)

Existing Employee Exit Survey

• Geographic flexibility (A)

• Geographic flexibility (B)

Other

All recommendations are aligned with core valuesEvery stage of the recommendation, from beginning to end, gives deference to ANet values

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Geographic Flexibility People Matter • Promote Leadership • Drive Results • Team First • Bold Thinking

Promote Leadership • Drive Results

People Matter • Promote Leadership

People Matter

Develop ManagersLine of Sight Career PathEfficient Communication

Quiz BreakA one year increase over average level educational attainment can reduce certain crimes by…

50%

69%

55%

A one year increase in the average years of schooling completed reduces violent crime by almost 30 percent, motor vehicle theft by 20 percent, arson by 13 percent and burglary and larceny by about 6 percent.--American Economic Review

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Create a geographically flexible environment Recommendation for Geographic Flexibility

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Proposed Recommendations•Determine eligibility for flexible work arrangement

•Telework/remote work training program

•Teambuilding exercises

•Streamline all-company check-ins and decision-making procedures

Currently, ANet loses talented current employees and potential ones who don’t live near an office; culture is not supportive of telework

“The challenge is…to scale so we

all feel connected, but …not everyone has

to be in the office.”

- Director

Develop managersRecommendation for Professional Development

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Proposed Recommendations•Implement a feedback system that allows direct reports to give group and individual feedback to their managers, twice a year

•Based on the feedback, human capital arranges professional development curriculums for managers

Currently, ANet a majority of ANet staff members cite their manager a as reason for their leaving ANet; no official managerial program exists

“Folks cite their manager as a

top-three reason for leaving.”

- Vice President

Creation of a cohesive, point-driven rewards systemRecommendation for Line of Site Career Path

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Proposed Recommendations•Create Career Plans for every position

•Leverage point system in evaluations• Special awards like Core Values Champion

receives additional points

Currently, ANet has no formal rewards system; a top three reason for employees leaving was no clarity of career trajectory“I don’t know; I

don’t have an answer to that.”

-Manager in response to the question, “What rewards does ANet offer its

employees?”

Develop communication efficiencyRecommendation for Communication Systems

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Proposed Recommendations•Re-interpret People Matter Core Value

•Encourage use of instant messaging system like Google Chat

Currently, ANet culture encourages broad consensus building before a decision is made

“We’ve gotten to a point where we are too big to do collaboration the

way we’ve always done it.”

- Director

Quiz BreakAbout how many students a day drop out of high school?

3,000

7,000

600

This equals about 1.2 million each year; for African-American and Hispanic students across the country, dropout rates are close to 40 percent, compared to the national average of 27 percent--Broadeducation.org

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ClosingKeith shares how education has changed his life.

Questions & Thank YouThank you for your time and attention