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Board Update: Survey Feedback and Action Planning

McMinnville School District, February 2024

FEBRUARY 15, 2024

studereducation.com

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We Are Huron Studer Education

Huron Studer Education partners with organizations across the country to support system-wide continuous improvement and performance excellence.
Our coaches work with organizational leaders to focus on strategic priorities, create organizational alignment and consistency of leadership practices, and apply tools and tactics to help leaders lead their teams to achieve organizational excellence.
Our services including strategic planning; leadership training and development; survey research, development and administration; coaching to support continuous cultural improvement and high-quality, sustainable execution of strategic plans.
Our coaches are former teachers, principals, district-level academic and operational leaders, and superintendents.

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Why Did We Survey?

To assess how employees experience their workplace
To be accountable to stakeholders
To enhance communication at all levels
To recognize and reward success

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Achieving Continuous improvement

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Baseline Results

Roll Out for Input

Action Plan to Improve

Continuous

Improvement

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Data are not blunt instruments for imposing sanctions and offering rewards; they are resources used to deepen understanding of current operations and to generate insights about where to focus efforts to improve.

Bryk, Gomez, Grunow, LeMahieu

Learning To Improve:

How America’s Schools Can Get Better at Getting Better

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Parent Survey Measurements

15 “School Level” Items
2 Net Promoter Items
3 Open-Ended Questions

What exactly are we asking?

These 15 items are used to calculate the benchmark (overall) mean

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Parent Experience Results - District

966 participants
10% took the survey in Spanish
District Overall Mean = 3.90

Greatest Strengths	Areas for Opportunity
I am treated with respect at this school. I believe the school is clean and well maintained. I believe my child has the necessary classroom supplies and equipment for effective learning.	I receive positive phone calls, emails, or notes about my child from the school. I regularly receive feedback from school staff on how well my child is learning. I believe school administration make decisions that are in the best interest of children and families.

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Parent Experience Results - District

Board Items

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Parent Experience Results - District

What’s working well?

Appreciation for supportive and caring teachers: dedication, care, support, engage
Varied and challenging academic opportunities: diverse academic pathways, advanced classes, extracurricular activities, specialized programs, challenging and engaging
Effective communication and engagement: teacher responsiveness, superintendent weeklies
Safe, inclusive, and respectful school environment: children are valued, respected, supported
Positive learning experiences: positive impact, engaging in academics, extracurriculars and social interaction

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Parent Experience Results - District

What could be improved?

Communication: lack of timeliness around events and activities, including topics like bullying, behavioral concerns, and academic progress. Be more proactive in communication.
Equity and inclusion: greater representation of diverse cultures and communities at school; more racial diversity at PTA; support for BIPOC students and families to increase cultural responsiveness
Student support and engagement: more individualized support especially behavioral needs, academic challenges, and language barriers; improved counseling and mental health support
Curriculum and teaching practices: more engaging and challenging academics for high achievers, more effective methods and resources

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Employee Survey Measurements

10 “Immediate Work Environment Items
4 “Organization” Items
4 “Communication” Items
2 “Why/Culture” Items
2 Net Promoter Items
3 Open-Ended Questions

What exactly are we asking?

These 20 items are used to calculate the benchmark (overall) mean

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Employee Experience Results - District

541 participants
District Overall Mean = 3.59

Greatest Strengths	Areas for Opportunity
I believe my work positively impacts those we serve. (4.30) I have a clear understanding of my expectations as an employee. (4.03) I feel a sense of pride when I tell people where I work. (3.99)	I feel that organization-level resources are allocated to maximize effectiveness across the organization. (3.01) I believe organization-level information is communicated in a timely manner across the organization. (3.20) I see progress being made to create a culture of success for employees across the organization and for those we serve. (3.26)

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Employee Experience Results - District

What’s working well?

Collaboration and teamwork are evident in the positive interactions between colleagues, grade level teams, and departments. Staff members work well together, support each other, and contribute to a cohesive work environment. This collaborative spirit extends to problem-solving, curriculum planning, and student support, ultimately benefiting the students.
Employees appreciate the support, guidance, and open communication provided by their supervisors and administrators. This support enables staff to feel valued, heard, and empowered in their roles, leading to a sense of trust and respect within the organization.
Staff members express a genuine commitment to serving students, creating meaningful connections, and providing necessary support for academic and behavioral needs.
Improved communication between staff members, administration, and district offices has led to better collaboration, problem-solving, and decision-making processes.
A sense of community and belonging is emphasized as a significant theme within the organization. Staff members feel supported, respected, and valued by their colleagues and administrators.

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Employee Experience Results - District

What could be improved?

Improved Support for Students with Challenging Needs: Staff emphasize the importance of having adequate support systems in place for students with challenging needs, such as those with disabilities or behavioral issues.
Diversity and Cultural Awareness Among Staff: Employees highlight the importance of promoting inclusivity, understanding different cultural backgrounds, and fostering a welcoming environment for students from diverse backgrounds to thrive.
Communication Issues at Various Levels: Employees express frustration with communication breakdowns at various levels within the school system: unclear directives, lack of feedback, and ineffective channels for sharing information.
Lack of Training and Professional Development Opportunities: Staff feel that there is a lack of adequate training and professional development opportunities to enhance their skills and keep up with evolving educational practices.
Need for More Resources and Staff Support: Additional resources and staff support to address the diverse needs of students and manage their workload effectively. They call for increased staffing, access to educational materials, and support systems to ensure the well-being of both students and educators.

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Survey Rollout Process

The superintendent rolls out the results at a meeting, in a video, or in other communication
All principals and department leaders rollout survey results with teams
After reviewing the feedback and brainstorming potential actions for improvement, each school will determine 1-2 actions
Leaders and the Superintendent will report out on those action items

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Next Steps

Leaders and teams will engage in the rollout process
Superintendent [and Coach] will check in to debrief the rollout process and collate learnings
Principals will embed improvement actions into immediate practice (for quick wins) and improvement planning for 2024-2025
All leaders will embed improvement actions for the employee survey
We will survey again in the same time periods in 2024-2025