• Leadership Rubric: Overview
     
    In 2016, Dallas Independent School District’s Board of Trustees adopted new District goals that prioritize measurable improvement of student outcomes. While this work will rely heavily on the dedication and performance of the District’s instructional leaders and staff, central staff and campus support team members play a crucial role in reaching these goals by supporting the work of our teachers and school leaders and creating the organizational conditions for success.
     
    Non-instructional staff members impact the student experience in a variety of ways, from ensuring the safety and cleanliness of the District’s campuses to connecting talented educators to District employment opportunities. To raise student achievement in Dallas ISD, each of the District’s 20,000 employees, including the 10,000 non-instructional staff members, must be working toward a shared vision, focused on the same outcomes, and striving for excellence. In addition, with current budget constraints, it is imperative to become leaner – and more efficient in supporting schools with limited resources. The Career Management System (CMS) is designed to grow Dallas ISD Central Staff toward the exemplary performance that our students deserve. As a critical component of CMS, the Dallas ISD Leadership Rubric is a tool that supports employees in their development as employees and leaders, while tying their work to what impacts Dallas ISD today.
     
    The Leadership Rubric assists employees at all levels of the organization clarify expectations for job performance, support meaningful growth and feedback, and guide professional learning. To ensure leaders experience growth throughout the performance cycle, the Leadership Rubric is incorporated into professional growth plans, mid-year review conversations, and end of year ratings. Drawing from past evaluation systems, stakeholder input, and current best practices in performance management, the District’s Leadership Rubric was developed as a means of setting expectations for employee performance around four core domains: Culture, Talent, Impact, and Stakeholders.
    • Culture refers to the employee’s commitment to the success of the organization
    • Talent refers to the employee’s or team’s professional growth
    • Impact refers to the effectiveness in day-to-day job responsibilities
    • Stakeholders refers to the individual’s commitment to others inside and out of the district

    Rubric

     

     

     
     
     
     
     
     
     
     
    The Leadership Rubric adapts its valuation of excellence by layering additional responsibilities onto employee expectations depending on the requirements of their position. 
    • Employees on CMS who do not supervise others are evaluated under the Leader of Self category
    • Employees on CMS who formally manage or supervise at least one individual, team, department, or division, are evaluated under both the Leader of Self and the Leader of Others categories
    • An additional category of Leader of Teams has been introduced to include the widening sphere of impact at all levels of the organization.
     
    To access the Leadership Rubric, click here.