District Climate Survey Presentation PPt

Report
Summary of Results from Spring 2014
Presented: 11/5/14
Context
In an effort to gauge the current climate of the district community with
regard to our schools and organization a survey was commissioned in Spring
of 2014.
The National Center for School Leadership (www.ncfsl.org) performed the
survey.
The survey addressed various stakeholder groups: students, parents, faculty
and staff. Results were compiled into 4 areas: School Climate, Parent
Engagement, Student Engagement, and Teacher Attitudes.
Each area was reported out from varying perspectives:
School Climate:
by ethnicity, by tenure, by position, by location
Parent Engagement:
by grade level, by school performance, by location, by source
Student Engagement:
by job status, by extra-curricular status, by location, by grade level
Teacher Attitudes:
by grades taught
by tenure
by position
Process Overview
 Survey Stakeholders
 Review the data and follow-up with discussions where the data
suggests more clarification is needed
 Summarize the priorities
 Share the results
 Develop a team (district/school leadership) and conduct strategy
sessions
-delve deeper into the varying perspectives
-create focus groups to delve deeper where appropriate
 Develop Action Plan(s)
 Implement and evaluate the progress
Notes for Interpreting Survey Scores
Remember, throughout this process it is critical that national trends are
eliminated from district data and likewise, district trends are eliminated
from building specific data. This enables the organization to focus in on
those critical elements that they will be able to most effectively address.
Additionally, the protocols we are going to share with you are based on
the assumption that each location has a significant sample of at least 30
respondents per category. While breakdowns in the data for groups of
less than 30 can be interesting, this data must be considered anecdotal.
As you will see, we have numerous categories where sample size does
not lend itself to statistical significance.
Strengths
 Review the top 10 highest rated items for your location. Identify those
that are not among the top 10 highest rated items for either the
national and/or district sample. These tend to be significant strengths
of your organization/location.
 Scores of 67% favorable are generally considered strengths.
 Scores of 75%+ favorable are generally considered real strengths.
 Compare favorable percentages for your location to a district or
national average. Five (5%) percent above is a relative strength while
ten (10%) above is a very positive strength.
Opportunities (areas for growth)
 Review the 10 lowest rated items for your location. Identify those that are
not among the 10 lowest rated items for either the national and/or district
sample. These tend to be significant areas for growth within your
organization/location.
 Scores of 20%-30% unfavorable are generally considered an area for
improvement.
 Scores of 30%+ unfavorable are generally considered an area for immediate
improvement.
 Compare unfavorable percentages for your location to a district or national
average. Five (5%) percent below is an opportunity for improvement while
ten (10%) percent below is a significant risk that should be explored further.
High Neutrals
High neutral scores can indicate one of several things. Most notable high
neutrals indicate a degree of apathy or ambivalence related to the topic. High
neutrals are typically thought to be either an opportunity in that organization
that can sway the thinking of a large percent of the population by addressing
the topic or a threat if the topic remains unaddressed (and the stakeholder
group becomes less satisfied).
For Example
National Highest Rated:
District Highest Rated:
I am committed to seeing my school/district
succeed 97%
I am committed to seeing my school/district
succeed 95%
I know what is expected of me at work 91%
I feel safe at work 87%
I feel safe at work 87%
I know what is expected of me at work 86%
The people I work with care a great deal about
the quality of their work 86%
Considering everything, I am satisfied working
at my school/department 83%
The people that I work with cooperate to get
the job done 84%
I would recommend my school/school district to
a family member seeking school for their
children 81%
Considering everything, I am satisfied working
at my school/department 82%
I have the freedom I need to do my job 81%
The people that I work with care about each
other on a personal level 81%
I would recommend my school/department to a
friend seeking employment 80%
I am satisfied with the level of supervision I
receive 81%
Overall, my school/department does a good job
of meeting my needs 79%
I am given fair opportunity to succeed in my
school/department 80%
I am able to share my ideas and opinions with
school/department leadership 78%
My peers exhibit a strong belief that all students
can excel if we all do our jobs well 79%
I am satisfied with the level of supervision I
receive 78%
Example 2
Lowest Rated National:
Lowest Rated District:
Many parents volunteer time to assist in my
school 38%
Many parents volunteer time to assist in my
school 40%
I have time available during school/work to
collaborate with my peers… 29%
I am satisfied with the PD opportunities that are
available to me 30%
The parents at my school are very involved in
their child’s school life 28%
The people that I work with care about each
other on a personal level 26%
Parents at my school are very engaged in the
learning of their child 25%
The parents at my school are very involved in
their child’s school life 23%
School-wide/dept. meetings are a good use of
my time 23%
I work in a positive, professional work
environment 23%
I am satisfied with the PD opportunities that are
available to me 22%
The people that I work with trust and respect
each other 23%
Staff development opportunities at my
school/district are very relevant to my work
21%
The students in my school/district show respect
for our teachers 23%
Teachers at my school are well-supported by
the parents with respect to discipline issues
20%
I am involved in the decisions that affect my
work 19%
I am clear about how performance will be
evaluated 23%
School/department leadership keeps me well
informed about what is going on 23%
School-wide/dept. meetings are a good use of
my time 22%
Climate and Culture Survey
Parent Engagement and Satisfaction
Survey
Student Engagement Survey
Teacher Climate Survey

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