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DoDEA Community Strategic Plan 2006-2011
Foreword Goal 1 Goal 2 Goal 3 Goal 4 Appendix Glossary
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GOAL THREE

The DoDEA workforce will be motivated, diverse, and committed to continuous professional growth and development resulting in exemplary performance and optimum student achievement.

Objective ONE: In order to retain a highly motivated, committed and diverse workforce in support of student achievement, DoDEA will continually recruit, hire, support, evaluate, reward and/or recognize employees.

spacer imageStrategy ONE: Diversified and culturally responsible recruitment.

spacer imageStrategy TWO: Employee tracking system.

spacer imageStrategy THREE: Supported, evaluated, and rewarded employees.

Objective TWO: Systemic and sustained professional development to promote individual effectiveness to achieve organizational goals.

spacer imageStrategy ONE: Equitable on-going professional development aligned to the mission and to DoDEA's priorities.

spacer imageStrategy TWO: Leadership Development.



Objective ONE

In order to retain a highly motivated, committed and diverse workforce in support of student achievement, DoDEA will continually recruit, hire, support, evaluate, reward and/or recognize employees.

spacer imageStrategy ONE: Diversified and culturally responsible recruitment
ACTION POC. DATA

By January 2009, recruitment plan is developed and implemented in response to:

  • Management Directive 715 Affirmative Employment Plan
  • Demographic changes in personnel
  • High demand subject area vacancies
  • Diverse pool of applicants for educators, non-educators, and administrators

Headquarters

  • Human Resources
  • Diversity Management Equal Opportunity (DMEO)
  • Recruitment data
By June 2010, DoDEA-wide applicant tracking system is developed and utilized.

Headquarters

  • Human Resources
  • Recruitment tracking system in place

spacer imageStrategy TWO: Employee tracking system
"The CSP contains a strategic direction for DoDEA that we believe better clarifies the connection between the strategies, actions, and measures we will use to achieve our goals and objectives."
ACTION POC. DATA
By August 2008, a computerized DoDEAwide system for teacher certification, and recertification is developed and utilized.

Headquarters

  • Human Resources
  • Tracking system in place
By June, 2010, DoDEAwide applicant/employee tracking system for noneducators is developed and implemented.

Headquarters

  • Human Resources
  • Data analysis of applicants and employees

spacer imageStrategy THREE: Supported, evaluated, and rewarded employees.
"The CSP is a roadmap for keeping DoDEA at the forefront in advancing the Department of Defense's agenda for education, and as a leader in the nation for raising student performance and achievement."
ACTION POC. DATA
By June 2009, DoDE-wide exit surveys are developed and implemented.

Headquarters

  • Human Resources

Analysis of exit surveys and employee rewards at all levels, which will include:

  • Selection for promotion or key positions
  • Selection for specialized or career-enhancing training
  • Assignment to key or strategic planning or oversight committees
  • Honorary recognition such as Teacher of the Year or Principal of the Year, etc.
  • Letters of commendation or appreciation
  • Performance evaluations
  • Pay pool shares for NSPS employees
  • Time-off awards for NSPS employees
By June, 2009, professional educator appraisal systems and non-educator performance appraisal systems are evaluated.

Headquarters

  • Human Resources
  • Professional Development
  • Analysis of evaluation results
By August, 2010, professional advancement opportunities within the teaching profession are designed (e.g., Master Teacher designation, incentive for National Board Certification (NBC), career ladders).

Headquarters

  • Human Resources
  • Professional Development
  • Description of opportunities

children play



Objective TWO

Systemic and sustained professional development to promote individual effectiveness to achieve organizational goals.

spacer imageStrategy ONE: Equitable on-going professional development aligned to the mission and to DoDEA's priorities.
ACTION POC. DATA
By June 2009, professional development modules are prepared for teachers and administrators on data-driven decision making, to include development of training plans and schedules.

Headquarters

  • Professional Development
  • Assessment
  • Research and Evaluation
  • Professional development modules complete with training plan and schedule

By June 2010, a system-wide, web-enabled, professional development data system with access to human resources' data system is developed or procured and implemented to provide reports for:

  • Employees' history of courses/trainings
  • Costs
  • Universal listing of all professional development offered in DoDEA
  • Sources/venues of Training

Headquarters

  • Professional Development
  • Human Resources
  • Reports analyzed
By September 2010, an electronic evaluation component for all professional development is in place and includes change in practice.

Headquarters

  • Professional Development
  • Human Resources
  • Course Evaluation Summary

spacer imageStrategy TWO: Leadership Development.
ACTION POC. DATA
By June 2009, a DoDEA educator leadership development plan is designed and implemented.

Headquarters

  • Professional Development
  • Director
  • Associate Director
  • Area Directors and District Superintendents
  • Pre/Post Analysis
  • Analysis of performance appraisals/evaluations
  • Student performance data
By June 2010, a budget for advancement opportunities to build leadership capacity is provided.

Headquarters

  • Professional Development
  • Human Resources
  • Completion of coursework
  • Employee records
By July 2010, leadership capacity to meet the organizational goals and needs is built.

Headquarters

  • Professional Development
  • Human Resources
  • Employee records
Foreword Goal 1 Goal 2 Goal 3 Goal 4 Appendix Glossary
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