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Data Driven Dialogue

Phase I: Predictions (1m private think time)

Starters: I wonder…, I predict…, I assume, My questions/expectations are influenced by…, some possibilities for learning that this data may present…

Phase II: Review Data - Observations (5m private review, 5m share out)

Keep note of only the facts that you observe in the data
Starters: I observe…, Some patterns/trends I notice…, I can count…, I am surprised to see…

Phase III: Inferences (3m private reflection, 7m share out)

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Who Took the Survey?

49 Survey Respondents Total (79% of 62 New Employees)

Who Took the Survey?

49 Survey Respondents Total

6.1%

Who Took the Survey?

49 Survey Respondents Total

6.1%

10.2%

Overall Satisfaction

Feeling Welcomed & Included

Feeling Supported

Feeling Supported

Feeling Valued

Overall Experience: Glows

I feel comfortable
Knowing what my position entails, what is expected and getting to know the community.
Lodestar K5 site admin team and teaching team and my program manager have been so supportive so far in the midst of challenges.
I believe the community has really carried me and the PD has been very supportive.
Collaboration and coaching, also teacher moves training.
Principal and HR team were very supportive
Connection and training from person who previously held position.
Constant communication with manager…comfortable to ask questions.
Tech and Ops team
Help from colleagues/seasoned staff
Strong community of new staff

Overall Experience: Grows

Having more access to curriculum… getting notes, forms completed by teacher… as Ed Specialist working across grades.
Navigating building and finding students because all rooms don’t have numbers, T names, working phones and Aeries doesn’t list room # for K-5.
Missing, or not enough books to support student learning in ELA classes.
Lack of consistency with rules.
Planning time and role out of new ideas
Lots of moving parts and systems
Jumped in and still waiting for orientation.
More communication between staff in same role across campuses.
Navigating having multiple supervisors re: role clarification

Overall Experience: Ideas to improve

Hiring process too long leading to loss of candidates - more communication with candidates needed along the way.
Provide a “What to expect the first week as a Teacher” training book.
More concrete training on curriculum/how to run crew/RJ and more time to internalize/process.
Setting up tech before school starts.
Starting new teacher cohort earlier in the school year.
Up to date & easily available handbooks/ manuals/ processes and procedures/links to forms for collab time between teams/ resources/trainings/mentoring for certain subjects
More lesson planning time.
Bulk order commonly used supplies so teachers don’t have to order.
Weekly check in by HR team until onboarding complete.
Clarity around role/ Ensure get training on all aspects of the position
For TiT - help with structuring prep period.
Working space for staff during prep periods
Additional training time for online platforms
More/better team bonding.
Orientation for midyear hires.

Phase II: Observations

Phase III: Inferences

Phase II: Ops X Functional Observations

# of shared service overall satisfaction low (smaller N=6)
Tech before school starts - schology or across the board.
Lodestar has highest satisfaction (75%) vs 62% at LH. No one was a 1.
80% across all welcome/included responses 4 or 5 level.
Support split - high scores from people, materials/info/resources was less than half scoring ⅘.
Is there a pattern with who is responding low - site, role, years teaching.
Engaged new staff.
Lodestar MS/HS retention high retention
High reports of feeling there is a 2nd person to go to beyond manager
Training, team bonding, better community building stood out as areas to improve- how much on Talent/HR vs school leaders?
Staff feel supported, have someone other than manager,
Don’t feel like they have materials or training to do their job, early in career teachers.

Phase III: Ops X Functional Inferences

Is there onboarding tech that can support with a more positive onboarding experience
What makes someone score a 5- what is a 5 experience. Next step: mine high scorers for their experience and how can we replicate.
Next step: sharing with academic team and site based leaders tso they can unpack and make meaning.
Some low hanging fruit that can impact positive experience next year.- Talent/HR team not holding many aspects of.
Hub - continues to be challenges in accessing info and resources. There’s an info gap for new staff that can be bridged by HUB.