[User Guide] Leadership Development App and Reporting

The Leadership Development app is where teammates participating in Leader Performance Management to enter notes and ratings regarding the competencies, domains, and goals assigned to them based on role.  

Quick Links

• Leader Performance Management Guidelines and FAQs
  • What do I need to do, and by when for the MOY Round?
  • Scoring Guidelines
  • FAQs
• For Leaders and their Managers
• Adding Someone to Leader Performance Management
• Removing Someone from Leader Performance Management
• Direct link to the app
• Direct link to dashboard showing completion rates and results

Key Dates

Milestone	Miami	New Jersey
BOY Self Evaluation	During Summer PD	During Summer PD
BOY Conversations	8/26 - 9/06	8/26 - 9/06
MOY Self Evaluation	1/06 - 1/13	1/06 - 1/13
MOY Manager Eval + Norming	1/27 - 1/31	1/27 - 1/31
MOY Conversations	2/03 - 2/14	2/03 - 2/14
EOY Self Evaluation	4/28 - 5/09	5/12 - 5/23
EOY Manager Eval + Norming	5/12 - 5/16	5/26 - 5/30
EOY Conversations	5/19 - 5/30	6/02 - 6/13

 

Leader Performance Management Guidelines and FAQs

What do I need to do, and by when for the MOY Round?

WHO: ALL Leaders  [if you manage people or strategic projects]
WHAT: Complete Self Evaluations
By January 13th On January 14th, self evaluations become visible to your manager	In the leadership app under the Self tab  Update status of all goals Self rate on all 10 competencies & any listed domains Comments are not required- we suggest providing commentary for any ratings of 4 or 1-2 Answer the summary questions: “What are your aspirations for your career over the next 3 years? What resources or development do you believe you need to align towards that goal?” “What has not gone as well as you’d hoped, related to your performance goals? What will you do differently to address this in the coming half of the year?” “What are your greatest accomplishments/contributions to your team/school/the organization thus far this year? What contributed to these accomplishments?” “What is one critical area of growth to focus on now? How can you leverage your current strengths to make this growth?” Resource: Interactive Guide for Navigating the App

 

WHO: 2nd-line Leaders [if you manage a leader]
WHAT: Draft initial scores
By January 24th	In the leadership app under the My Team tab For each direct report, provide a rating for all 10 competencies & any listed domains Comments are not required- we suggest providing commentary for any ratings of 4 or 1-2 Resource: Interactive Guide for Navigating the App
WHAT: Discuss and norm with leadership teams
Jan 27th - 29th	Senior leadership teams meet to norm on equity and shared definitions of rubrics
WHAT: Finalize scores and supporting comments + narrative responses
By January 31st	For each direct report… Finalize ratings for all competencies + any domains Comments are not required- we suggest providing commentary for any ratings of 4 or 1-2 Answer the summary questions: “What are your direct’s greatest accomplishments/contributions to their team/school/the organization thus far this year?” “What are their areas in need of most improvement?” “What will you do to support their growth in this area?”
WHAT: Hold MOY conversations with each direct report
Feb 3rd-14th	Resources for prep: Sample conversation agenda template Clips from a model conversation training module: Opening Goals Competency- specifically discussing a mismatched score Synthesis/Closing

 

Scoring Guidelines

This year we are in flux with scoring guidelines as we now have OneKIPP rubrics for the competencies and rubrics for some but not all role-specific domains. So, the following guidelines should be followed for scoring:

• Leadership Competencies should be numerically scored 1-4 in alignment with the competency rubrics; 4=Exemplary, 3=Proficient, 2=Approaching, 1=Emerging
• Role-specific Domains (for Instructional and Ops roles) are scored based on role:
  • School Leader roles are scored based on the OneKIPP rubrics for principal skills; 4=Exemplary, 3=Proficient, 2=Approaching, 1=Emerging
  • Head of School roles are scored based on the OneKIPP rubrics for HoS skills; 4=Exemplary, 3=Proficient, 2=Approaching, 1=Emerging
  • AP/DSO roles are scored based on the same scale we used in years past since there are not new rubrics:

FAQs

FAQ	Management Advice from Leader Dev and ER Teams
What if my direct has a significant mismatch in perception from what I’ve seen as their manager? (e.g. they put all 3s and 4s, you landed on 1s and 2s)	First and foremost, check your biases and audit yourself- have you based your ratings on a holistic perspective rather than recency? Have you over relied on your interpretation of evidence rather than the evidence itself? If you feel confident in your ratings after your audit, that’s okay. You’ll need to lean into being honest with your direct while balancing care. Be prepared to name the tension upfront and prepare multiple probing questions and data points to lift as you facilitate a conversation to surface both of your perspectives.
What if my direct has been significantly underperforming and I’ve already brought up growth areas multiple times in O3s?	First and foremost, reference the guidance from above- check your biases. Ask your own manager to check your perspective and ensure you are pulling on evidence, rather than interpretation, to back up your analysis.  However, if your biases are checked and there’s consensus between you and your manager (or other dotted-line partners where applicable), you’re right to consider this formal evaluation an opportunity to draw a clear line about your concern over their performance. You should engage the ER team to talk through the components of a PIP or pre-PIP type of conversation to ensure that you are clear, concise, and supportive during this meeting.
What if my direct is “meeting some expectations” because they’re on track with most of their goals but they struggle with their adaptive competencies?	You can make the call to alter the proportions of the meeting to ensure you both spend adequate time reflecting on the most important feedback components. We suggest acknowledging, and still celebrating, their goal progress and then shifting to help them make a connection to their competencies- probe how these may get in the way of further gains or supercharging their achievement if not prioritized. Consider how to extrapolate strengths from their ability to accomplish goals and help them see how those skills are a jumping off point to strategize around tackling some of their competency-aligned skills.
What if my direct is “meeting some expectations” because they seem to meet the competencies as defined but they aren’t on track with a lot of their goals?	You can make the call to alter the proportions of the meeting to ensure you both spend adequate time reflecting on the most important feedback components. Celebrate their competency success and then push them to make a connection to their struggle in meeting goals. Probe around how they can leverage their strengths to better plan for or execute towards goals.
What if I am really split between two score options for a competency?	Reflect on the notes and evidence the direct includes in their self-evaluation. While managers should not wait to receive these finished evals to begin their own manager side (that creates a LOT of urgent work for you), you are being responsive by considering what someone brings up in their own evaluation to lend additional context to your perspective.  If you are still stuck, consider what lands best with this person. Some people are most motivated by hearing their gap named explicitly and setting a goal to improve (consider rounding down while naming the wins); others are most motivated when they are buoyed by positive affirmation followed by a specific call to action (consider rounding up and naming the push).

 

For Leaders and their Managers

• Use this app only if you are participating in Leader Performance Management. Ask your School Leader or manager if you are participating if you are unsure or do not see any assigned goals when you log in to the app.
• Always refresh the browser tab for the app before you enter data. The app is web-based and updates happen overnight. Entering data into an unrefreshed version of the app might cause you to lose your work.

 

Adding Someone to Leader Performance Management

This section is for users with additional access (typically School Leaders, DSOs, and MDSOs) who can adjust rosters and add/exempt teammates from Leader Performance Management.

Removing Someone from Leader Performance Management

This section is for users with additional access (typically School Leaders, DSOs, and MDSOs) who can adjust rosters and add/exempt teammates from Leader Performance Management.