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how are the instructional pathway and nonprofit pathway competencies different?

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will we be engaging in shared learning and processing spaces together as managers? to me that is very different than just being told about things before the rest of the staff does. there's procedural stuff to be trained on, but then there's the practice of management. i hope we will have trainings on the latter.

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I know we are not pivoting to focusing on competencies, but it is still unclear of how the performance goals will play in, bc i know they aren't going away.

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do a very short, simple 360 survey asking people to identify the competency of greatest strength and area of greatest needed growth. No overall evaluation, no relative evaluation, just identifying areas for attention. This could be helpful in identifying blindspots and open up opportunities to go deeper, without the downsides of the weird political stuff and the admin burden.

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I like the competencies and the exercise we did today noting where we have more growth. These are very helpful. I do believe in the spirit of continuous improvement, there will always be growth opportunities in each competency.

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I see and understand the competencies. I don’t think I grasp a suggested process.

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How can we start moving the process into Hibob to make it easier for staff members to use!

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If these are the new competencies, how are we supporting staff to develop these competencies? PD opportunities? I don't think we should rely on people to use their piggy bank. What systems/structures are we creating to ensure that people are learning/growing in their competencies?

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I would like more clarity on how school transformation would be connected to performance evaluation

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How will we help each other grow in these competencies in deep and diverse ways? I worry sometimes about performative competencies, or a certain "type" that does well on a rubric (as Erick spoke to in his introduction).

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I appreciate the thoughtfulness and intentionality apparent throughout – all leading to improvements over past iterations. Having an ongoing, regularly occurring check in would be helpful to share what’s working, what feels stuck, etc. would be helpful in building managers’ muscle memory.

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I appreciate the rubric—both in terms of content as well as layout. I also appreciate that it is broken down by role.

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Going through the process for myself was very emotional and inspiring. Our work is so urgent and I appreciate getting to reflect on my own growth!

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Feeling a little overwhelmed. As a newer employee I appreciate the background info. I like the rubric and I'm wondering a) at what point does this get introduced to new employees and b) can there be a focus on some instead of all. Can we measure growth around areas identified by both the individual and their manager?

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Feeling a little overwhelmed. As a newer employee I appreciate the background info. I like the rubric and I'm wondering a) at what point does this get introduced to new employees and b) can there be a focus on some instead of all. Can we measure growth around areas identified by both the individual and their manager?

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I like the competencies and the way they are described

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I'm really excited about the competencies. I feel like we are focusing on the right areas. And they will help me be a better leader and manager. - Alice

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This framework feels like the right foci, for the organization of now- big improvement on the culture we want vs the culture we had to found the org and get us here.

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Clear on what the competencies are and appreciate them.
Not clear on what the expectations are with direct reports on goal setting, developing and working through a growth plan, etc., and what the systems for that are (one of the big things that was missing this year and has a direct impact on promotions, salary increases, etc.) - Karin

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I like the rubric but would like to explore and understand how qualitative information will be measured

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I like the rubric but would like to explore and understand how qualitative information will be measured

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clear about the competencies; unclear about how "evaluate" in a way that feels fair.

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I am interested in follow-up conversations to build shared language, practices, & tools to support our collective learning on the competencies. I am excited about the competencies.

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I am interested in follow-up conversations to build shared language, practices, & tools to support our collective learning on the competencies. I am excited about the competencies.

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I'm feeling excited about the potential to support my growth and the growth of others in the org, including in areas that aren't always prioritized. AND I think it will take some support to help us transition, including some of the suggestions we heard today -360s, examples of what the competencies look like in practices, guides/resources for how to grow in each area, etc. (Adam)

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What are the unintended consequences of this shift in our competencies that we should work to counteract?

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In the past no matter what was tried, the process took hours and hours and frustrated people. I wonder what the process steps will be, what meetings included, etc so we can forecast the total time commitment (even though it seems like an excellent use of time) -Claire

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I appreciate the rubric and all the competencies and the simplistic process of reviewing them and evaluating myself.
Grateful for the thinking!!!

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I like the new competencies and detailed descriptions. I wonder about how we get feedback on how we're doing.

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Would like to explore more into action terms like "Models" & "Fosters" that show up in each competency level.

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Seem like thoughtful, quality competencies

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Seem like thoughtful, quality competencies

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I still worry about how we continue to measure growth and student outcome data. Feels missing.

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feeling good about the competencies, think it's absolutely the right move. they are well done. and i see these as one piece of a larger puzzle, which is the Learning and Growth Plan. did we focus on the larger puzzle today? if so, i missed.

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I really like the new rubric. Very fresh, relevant, differentiated by level = all so helpful. -Claire

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I like the added descriptions by level. It makes it helpful and instructive.