Since starting on this work a few months ago, we had determined a plan of action for moving forward. We were going to be looking at performance management by working with one classification, or a small group of similar classifications, at a time. With over 1,100 classifications in the non-teaching service of LAUSD, we realized that this would take us a long time. So, we’re taking a step back and looking at things from a different perspective.
We are starting by asking the question: What does it mean to be a supported employee? We align to the Superintendent’s core strategy of Supporting All Employees so that seems like a good place to start. Employees will understand that we are looking at performance and building a performance management and evaluation process, but we want to ensure that the proper supports are there for employees once they, with the help of their supervisors, determine their career path through LAUSD.
We have started to look at the various supports that are available through our human resources department as they apply to non-teaching (classified) staff. But, we realize that we need to find out what employees want/need. We are exploring ways to gather that information in a systematic manner.
In the meantime, how about sharing with us what you think it means to be a supported employee. Please be sure to include some background information about yourself so that we can help determine how to best use the information – are you an LAUSD non-teaching employee? are a community member who has some ideas in this area? are you an employee of another organization and have strong feelings regarding what it means to be a supported employee? are you a parent with a student in one of our schools and you see the work that our non-teaching staff do and have some ideas about how to support them? We welcome all input!
1 comment:
I, for one, would like to have better "follow up" from several of the District's branches. The lack of follow-up, whether by phone call or email, is very frustrating at times. The District should lead by example if it wishes for its employees to practice good customer service and follow up. Take for example, the Employee Service Center. Several times over the years, and most recently just last week, I or my unit have had to follow up with the center on tickets because there is little to no follow-up done by the service center. The ticket we opened up last month was not worked on because most of the information was "lost" yet no one called us to follow up or get more information even though our contact name and number was still available.
Also, I've noticed that many of our lower-level staff (and even some of our higher level staff) could use help with their grammar. I think it would benefit all to require employees to take refresher courses in English grammar (vocabulary, comprehension, accent reduction, etc.) every 2 years or so. I know I would appreciate help in this area.
Thanks for listening.
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