Please log in to the Cornerstone (CMS) platform: http://dallasisd.csod.com
CMS Training Session Objectives
By the end of today’s session, you will be able to:
• Describe the components of the 2016-2017 CMS appraisal cycle
• Articulate the core competencies as defined by the Dallas ISD Leadership Rubric
• Navigate the CMS web platform
Impact of Effective Performance Management
Consistent standards and accountability are established and communicated to ensure success
Leaders are developed intentionally and in alignment with district needs
Regular reviews provide employees with opportunities for meaningful feedback on areas of strength and areas for growth
Emerging leaders have the tools and development they need to manage their careers and successfully negotiate role transitions
Transition 2015-2016
Phase One2016-2018
Phase Two2018-2019
Phase Three2019-2020
Central Staff Excellence: Where are we going?
Introduce online platform for appraisal
Focus on growth and development
Collect baseline data Provide opportunity
for feedback from multiple levels
Launch Dallas ISD Leadership Rubric
Provide calibration and certification training for managers
Integrate Learning Management System
Provide overall rating with breakdown of goals/competencies.
Sunset of 3R
Integrate all existing Excellence Initiatives with Cornerstone platform
Incorporate modules for career planning and succession
Implement system-wide succession planning
Connecting Performance to Learning
LMS is the acronym for Learning Management System
The LMS will help manage your learning. This includes online learning, instructor led training (ILT) and blended learning. The LMS can be used for all kinds of learning activities.
Register for LMS training online through CMS platform
Who is Appraised on CMS?
All full- and part-time Central Staff Professional and Support employees not on an existing Excellence Initiative
All full- and part-time Central Staff Operations employees
All full- and part-time Campus-based Custodial and Food-Service staff
Campus-based professional and support staff not on an existing EI will remain on 3R for 2016-2017
2016-2017 Annual Appraisal Cycle*
Phase Actions or Tasks
Phase I: Beginning of Year Goal-Setting
Online Goal Entry Face-to-Face Conference with Appraiser
Phase 2: Mid-Year Review** Online Self-Review (Formative) Online Appraiser Review Mid-Year Conference (Formative)
Phase 3: End of Year Review and Rating
Online Self-Review Online Appraiser Review, End of Year Conference, and Ratings
*As described by DN-Local**Optional, unless employee performance is Below Expectations
Components of 2016-2017 CMS
Individual Goal Accomplishment20%
Leadership Rubric/Core Competencies80%
Components of 2016-2017 CMS: Competencies
Individual Goal Accomplishment
(20%)
Leadership Rubric
Competencies
(80%)
OVERALL EVALUATION
Developed in Spring 2016 in partnership with HCM, Chief of Staff’s office, and stakeholder feedback from cabinet-level positions
Best practices from other districts, corporate, and non-profits
Key learning: to improve student outcomes, we must cultivate leadership at all levels of the organization
2016-2017 Dallas ISD Leadership Rubric
Stephen Drotter: A Note on Leadership
Each employee within an organization should demonstrate leadership behaviors, even if individuals do not directly manage
other employees.
2016-2017 Dallas ISD Leadership Rubric Domains
1234
Shaping Culture
Developing Talent
Driving Impact
Engaging Stakeholders
Role Impact
Leader ofOrganization
Leads change; builds culture; grows leadership capacity in others
Leader of Teams
Implements best-practices; achieves results by leading at least one team
Leader of Others
Leads the work; coaches direct reports
Leader of Self
Doing the work; Leading projects or programs in collaboration with others
Leadership: Degrees of Accountability
Leader of Teams
Leader of Others
Leader of Self
Leadership: Degrees of Accountability
Leader of The Organization
Implemented for 2016-2017 CMSAppraisal Cycle
Rubric Description
Leader of Self
12 indicators across the four core domains Applied to all employees evaluated under CMS Focus placed on individual contribution to
overall work
Leader of Others
Expands on LoS rubric to include 10 additional indicators across the four core domains
Emphasis on individual contribution and work done to manage effective teams
Digging in: Leadership Rubric
Digging in: Leadership Rubric
Domain 1: Culture1.1 Understands the Organizational Vision, Mission, and Values• Demonstrates commitment to educational excellence for all students
• Holds peers and self-accountable to high standards
• Uses values to guide performance, conduct, and decisions
• Adheres to district policies and procedures
• Demonstrates appropriate professional behavior in public and in the workplace
1.2 Adapts to Change• Discerns the need to adjust behavior and/or actions
• Adapts to new information, changing conditions, or unexpected obstacles
• Supports change and assists peers, when appropriate, as they embrace change
1.3 Creates Positive Environment for Change• Demonstrates flexibility and adapts appropriately to changes• Proactively familiarizes team members with context and rational for change• Implements new initiatives or processes when appropriate
Lead
er
of
Self
Lead
er
of
Oth
ers
Scoring Performance Indicators
Score Rating Description
1 UnsatisfactoryEmployee has consistently failed to demonstrate these behaviors and requires targeted intervention to ensure improvement.
2Needs
ImprovementEmployee demonstrates these behaviors irregularly, limiting overall impact. They would benefit greatly from targeted development on this particular skill.
3 ProgressingEmployee demonstrates these behaviors often, but is capable of improving their performance in this area to expand their positive impact.
4Meets
ExpectationsEmployee consistently demonstrates these behaviors. This is an area of strength for this employee.
5Exceeds
Expectations
Employee demonstrates all of these behaviors without exception and frequently goes above and beyond. Employee performance is a model for others to follow
Scoring Performance Indicators
Performance indicators on a 1-5 scale
Competencies assessed during the Mid-Year and End of Year Reviews
Scores are only visible during EOY
If progress mid-year is deemed “below expectations” intervention plan should be developed
Components of 2016-2017 CMS: Goals
Individual Goal Accomplishment
(20%)
Leadership Rubric
Competencies
(80%)
OVERALL EVALUATION
An effective approach to goal setting includes five facets:
Individual and Team goals should align to your team or department’s goals.
Goals should not duplicate skills/behaviors assessed in the Leadership Rubric
Goals should address both professional results and personal development.
At least one goal should be created for all employees in CMS.
Goals should be, at a minimum, SMART.
Pillars of Effective Goal-Setting
By October 15, 2016, deliver introduction to CMS/Goal-setting training to 95% of supervisors/appraisers in the District.
Specific
Measurable
Actionable
Relevant
Timely
Deliver introduction to CMS/Goal-setting training
95% of supervisors/appraisers
Develop training materials; arrange for training spaces; assign trainers; communicate training times; deliver training; audit attendance
By October 15, 2016
HCM Goal: Define, Support and Reward excellence to increase retention of highly effective staff
CMS Online Goal-Entry: 2016-2017 Updates
Streamlined goal-entry screen does not require tasks or targets
Goal-entry is tied to a Goal-Setting and Conference Task for both employee and appraiser
Updating goal progress not required; progress assessed during Mid-Year
Scored during EOY
Goals may be assigned by supervisor/appraiser
Goal ScoringSCORE RATING DESCRIPTION
1 UnsatisfactoryThe employee failed to set rigorous and relevant goals or did not take action
to accomplish goals or targets.
2Made Some Progress
Toward Target
The employee made some progress toward achieving the goal, but did not
achieve them in the specified timeframe or lacks meaningful evidence.
3Made Significant
Progress Toward Target
The employee made significant progress toward rigorous and relevant goals,
but did not achieve them in the timeframe specified.
4 Met TargetThe employee accomplished rigorous and relevant goals in the timeframe
specified and can support goal accomplishment with meaningful evidence.
5 Exceeded Target
The employee exceeded expectations by accomplishing exceptionally rigorous
and relevant goals or achieving positive outcomes beyond the target set in the
original goal. The employee is able to demonstrate goal accomplishment and
substantial positive impact with meaningful and compelling evidence.
Overall Appraisal: Scoring Competencies
Each indicator scored from 1 (Unsatisfactory) to 5 (Exceeds Expectations)
Indicators are averaged to produce an overall Leadership Rubric score
Maximum of 20 points awarded
Domain 1:
Culture
(Max 5)
Domain 2:
Talent
(Max 5)
Domain 3:
Impact
(Max 5)
Domain 4:
Stakeholders
(Max 5)
Leadership Rubric Score
(Max 20)
Overall Appraisal: Scoring Goal Accomplishment
Each goal entered is scored from 1 (Unsatisfactory) to 5 (Exceeds Expectations) scale
Scores for each goal are averaged to produce an overall score for goal accomplishment
Maximum of 5 points awarded
2016-2017 CMS Appraisal: Overall Evaluation Score
OVERALL RATING SCORE RANGE
Unsatisfactory* ≤ 9.99
Below Expectations 10.00-14.99
Proficient 15.00-21.99
Exceed Expectations 22.00-23.99
Exemplary*$ 24.00 +
All users will receive notifications through the Cornerstone platform when a task is assigned
Appraisers may be formally updated at any point during the evaluation cycle through the Oracle DISD Evaluation Supervisor portal
Individual Intervention Plan templates are available on the CMS website and are required for any employee whose performance is below expectations at Mid-Year Review.
Nuts and Bolts for Appraisers
Appraisal Cycle Non-Negotiables
PHASE APPRAISAL CYCLE COMPONENT TIMELINE FOR COMPLETION
Phase 1: Goal SettingGoal-Setting and Online Goal Entry
September 2016Planning/Goal Setting Conference
Phase 2: Mid-Year
Review
Online Employee Self-Review
December 2016 – January 2017Online Appraiser Review
Mid-Year Review Conference
Phase 3: End of Year
Review
Online Employee Self-Review
June – August 2017* Online Appraiser Review
End of Year Review Conference
System notifications for required steps
Bi-weekly communication to managers/appraisers
Ongoing trainings and supporting documents
Internal and external resources to support employee growth
Training and Support
Support Online resources: http://www.dallasisd.org/careermanagement
Performance Appraisal Guide Quick Reference Guide (QRG)
Frequently Asked Questions (FAQs) Upcoming Trainings
SMART Goals Setting Model and Template
Email: [email protected]
Technical issues: http://remedyforce.dallasisd.org
Phone: (972) 925-4074
Survey: http://tiny.cc/1617CMS
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