TSD Systems Alignment

Professional DevelopmentResults of Preliminary Design

May 2010

DRAFT – Need to verify PD info

Project Overview

• Background– PD varies widely between the

three employee groups in terms of expectations, budget, support and delivery

– Old model – what are you interested in?

– New model – what skills (and PD) do you need to carry out the mission of the organization?

• Key Issues– Access, quality, alignment of

skill sets and expectations

• Objectives– Create a conceptual /

preliminary design for a District-wide PD system for all employee groups

– Enable modeling of 21st Century skills by District personnel

– Increase the effectiveness and efficiency of workforce

• Scope– District-wide PD system

for all employee groups– Focus especially on APT

and Classified needs 2

Project Phasing

• Project Approach– Phase I – Conceptual/Preliminary Design (Fall ’09 / Spring ‘10)– Phase II – Detail Design and Development (Fall ’10 / Spring ‘11)– Phase III – Pilot (Fall ‘11)

• Phase I – Conceptual / Preliminary Design Approach Details1. Documented current PD processes and identified issues

2. Performed research on best practices

3. Identified core competencies across the entire organization

4. Design a new PD process

5. Developed Project Plans for Phase II (in process)

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Major PD Process Issues Identified

• Non-systemic PD Policies and Practices

• Inconsistent Culture to Support PD

• Lack of budgets for PD for some employee groups

• Lack of access to PD• Missing Career and Skill

Development Paths• Course availability not

consistently communicated• Links with other HR systems • Lack of systemic PD

registration, tracking and reporting systems 4

Best Practices Considered

• NSDC- Standards for Staff Development• NCREL- Adult Learning Theory• Diane Lauer- Coaching Model• Lieb- Principals of Adult Learning• Council for Exceptional Students- Teacher Competencies

for Inclusive Practices• . . . . Special Learning Communities - ___• Classified Skills Development - Douglas County• St. Vrain Classified PD Model – St. Vrain• Professional Learning Models - NCCRESt• Leading for Equity – Montgomery Schools• Teaching Learning Cycle – Cherry Creek School District

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Preliminary Design for Professional Development at TSD

6

• PD master used by all groups

• Clear policies

• Career and skill track clearly defined courses

• Stakeholder driven PD

• Consistent PD plan

• Schedules published and communicated

• Link to dept/school effectiveness plan

• PD defined for specialists and specialty groups

• New employee orientation

• Internal/external

• All groups use same scheduling and reporting system

• Coaching, mentoring and learning community practices employed

• Common data base

• Great tool for career planning/performance evaluations

Provide PDInfrastructure

Annual PD Plan

Orient New Employees

Provide Ongoing PD

PD Reporting

What Are the Big Ideas in the New Process?

1. PD is driven by instructional / service delivery needs

2. Common system to be used across all employee groups

3. Required skill sets will be driven and aligned with mission and vision

4. PDCA embedded - continuous improvement of both individuals and processes

5. Technology will be utilized to support the volumes

6. Leadership needed to ensure systemic implementation

7. Linkages to HR processes– Hiring, Staffing, Recognition, Compensation, Retention,

Performance evaluation

7

Organizational Skill Sets Identified

• Communication• Collaboration• Technology and Information Literacy• Critical Thinking• Differentiation• Commitment to Excellence• Technical / Professional Training• Flexibility / Adaptability

• This information has been shared with the PET teams (verify)

8

What Are the Anticipated Benefits?

1. Inclusive of all employee groups

2. Consistency1. Common language

2. Awareness

3. Cross-group articulation

4. Equitable opportunities for continuous improvement

3. Enrichment1. Skills aligned with district goals

4. Skilled and satisfied employees1. Career paths: meaningful motivated

2. Quality improves student achievement

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Preliminary Measures Were Identified

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Objective Possible Measure1. Increase student achievement & close gaps

Achievement scores

2. Align PD with district (vertical, student needs)

Schematic describing stated needs and what is offered % of courses offered that are mapped to district goals

3. Increase employee satisfaction

Employee satisfaction scores- culture and climate survey

4. Increase employee skill base

# of courses/hrs. completed# of certifications% of employees with PD plan

5. Decrease employee turnover

Turnover %

6. Increase PD efficiency Possible surveyOnline delivery and combining/coordinating efforts

7. Increase PD effectiveness

PD evaluationWalk-through evidence

8. Increase access for all groups

* % of courses available to allAttendance by employee groups

9. Documentation PET processesPD dollars per person by groupConfidence in PD expenditures% of build out of specialty group

Moving Forward -- Next Phase

• Project Approach– Phase I – Conceptual/Preliminary Design (Fall ’09 / Spring ‘10)– Phase II – Detail Design and Development (Fall ’10 / Spring ‘11)– Phase III – Pilot (Fall ‘11)

• Scope of Phase II – Detail Design and Development1. Infrastructure elements of the PD process

2. Classified and APT employee groups

3. Collaboration with the licensed employee groups (e.g., LPET Team, Differentiated Instruction Team)

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Deliverables for Phase II

Leadership• A target culture to support new PD

practices.• Leadership across the District for

PD across all employee groups

Process and Standards• Policies for PD for APT and

Classified groups• Definitions of competencies for in-

scope employee groups• Detailed PD process to support all

employee groups. • Supporting PD curriculum for in-

scope employee groups

Process and Standards (cont)• Tools to implement Professional

Development Plans (PDP) • Linkages established with major

external sources of PD (e.g., universities)

Technology• A centralized and shared

catalogue of internal instruction available

• Scheduling, delivery and tracking software

Other• Suggested PD budgets for APT

and Classified personnel• District-wide system for tracking

PD expenditures12

Phase II Approach

1. Organize Project

2. Document Detail Requirements

3. Evaluate and Select Software Tools

4. Design and Develop Components

5. Develop Pilot Approach

6. Develop Cost / Benefit Analysis and Plan for Next Phase

7. Review with Cabinet and other Groups

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Next Steps

• Confirm leadership • Finalize project plans• Recruit team leads and team members• Kickoff project in August

14

TSD Systems Alignment

Professional DevelopmentResults of Preliminary Design

May 2010

DRAFT – Need to verify PD info