Ed. Leadership Update
STATE OF THE TEAM - June
Work Ethic - What It Looks Like
A strong work ethic is vital to an organization achieving its goals. Every employee, from the CEO/President to entry-level workers, must have a good work ethic to keep the organization functioning at its peak. A work ethic is a set of moral principals an employee uses in his/her job. Certain factors come together to create a strong work ethic.
Integrity stretches to all aspects of an employee's job. An employee with integrity fosters trusting relationships with coworkers and supervisors. Coworkers value the employee's ability to give honest feedback. Clients trust the employee's advice. Supervisors rely on the employee's high moral standards, trusting him not to take advantage of the organization or create problems.
Sense of Responsibility
A strong sense of responsibility affects how an employee works and the amount of work he/she does. When the employee feels personally responsible for his/her job performance, he/she shows up on time, puts in his/her best effort and completes work to the best of his/her ability.
Emphasis on Quality
Some employees do only the bare minimum, just enough to keep their job intact. Employees with a strong work ethic care about the quality of their work. They do their best to produce great work, not merely churn out what is needed. The employee's commitment to quality improves the organization's overall quality.
It takes a certain level of commitment to finish your tasks every day. An employee with good discipline stays focused on his/her goals and is determined to complete assigned work. These employees show a high level of dedication to the organization, always ensuring they do their part.
Sense of Teamwork
Most employees have to work together to meet stated goals and/or objectives. An employee with a high sense of teamwork helps a team meet its goals and deliver quality work. These employees respect their peers and help where they can, making collaborations go smoother.
High Five Fridays
Team Lead Corner
DRF Concept Clarification - Work Processes & Work Systems
Work processes are INTERNAL and UNDER THE AUTHORITY OF THE SCHOOL PRINCIPAL. They have a limited scope as they are made up of internal resources; these include personnel, time, money, etc.
- If a school has a van, the principal might provide transportation to a small group of students as part of the school’s dual enrollment program.
Work systems are BOTH INTERNAL AND EXTERNAL and are NOT UNDER THE AUTHORITY OF THE SCHOOL PRINCIPAL; they might involve resources that are both internal and external to the school. These resources include personnel, time, money, etc.
- Providing transportation from students’ homes to the school and back to their homes is a work system. Providing dual enrollment services, even though teachers might be under the principal’s supervision, is a work system.
The Pitfalls of PDF
Unless you have a full version of Adobe, you may not have the ability to use an automated grammar/spell checker. During a revision or spot check, I have noticed that there are many grammatical/spelling/mechanical errors that do not get flagged. When you have a PDF document, please pay special attention to articulation.
Team Goals for 2017
Accurate: Provide accurate evaluations of student work.
Indicators of Success: QA reviews, I-RAs, appeals, appropriate referrals, and student surveys
Fair (Consistent): Determine competency using fair judgment, consistent with the other evaluators on the team.
Indicators of Success: EV effect (within +/-5%), QA reviews, I-RA results, and the team score on the student survey data
Helpful (Robust): Provide helpful feedback on the evaluation rubric to guide the student to demonstrate the student’s own competency.
Indicators of Success: QA reviews and student survey data
Quick: Provide evaluation of performance assessments within our service level agreement.
Indicators of Success: 72-hour turnaround, 48-hour internal turnaround goal with appropriate time management and productivity; reduction in total evaluations later than 72 hours for the team
Great Place to Work: Ensure WGU is a great place to work for ourselves and our colleagues.
Indicator of Success: Contributes to a work culture of trust, respect, and safety
Perspective - Don't Let the Negative Take Over!
Personnel & Performance Reviews
We certainly want to extend a welcome, as many of you have, to our newest team member, Bryan Matera.
Performance Reviews are just around the corner and you should be hearing about the process in the near future. Please be thinking about this as you will need to provide, as in previous years, a self-review of your work performance.
- Team Passing Rate: 70%
- Team Resubmission Rate: 30%
- Average Team Turnaround: 24 hours
- Average Team Efficiency: .94 (Goal - .8 to 1.2)
- Total Evaluations Addressed: 1,582
- Evaluations Addressed within 48 hours - 99.8%