PRINCIPLES OF ORGANIZATION

The Principles of Organization are designed to provide direction, meaning, and significance to our work of improving the achievement of all District students. These Principles of Organization apply to all District staff. It is important to explicitly define these core principles from which we develop our culture and organizational thinking.

A. All individuals consider the following when making decisions:

B. All individuals consider doing “no harm to others” when making decisions.

C. All individuals know the results for which they are responsible, take ownership of those results, and understand how the attainment of the results contributes to the achievement of the District’s purposes.

D. All individuals have only one supervisor who, through mutual cooperation, is responsible exclusively for:

1. Setting Objectives

2. Allocating Resources

3. Directing/Supporting/Coaching

4. Evaluating Performance

E. All individuals commit to transparency and timeliness.

F. Authority for decisions is delegated as close as possible to the individuals affected by the decision. Authority can be delegated, but responsibilities cannot.

G. Only those individuals accountable for the results can direct or reverse a decision associated with the achievement of those results.

H. Practices, rules, and regulations are created when necessary and should not be created on the basis of preventing replication of mistakes made by an individual or a small group of individuals.

I. All individuals promote and behave with integrity in their relationships with colleagues, students, parents, the community, and when representing the District.

J. All individuals actively promote and maintain a relationship of mutual trust, confidence, and respect among all District staff.

K. All individuals are responsible for maintaining an understanding of the issues in the District and are responsible for information they disseminate inside and outside the District.

L. Each individual seeks to understand the basis for decisions and demonstrates commitment to that decision once it has been made.

THE PRINCIPLES OF ORGANIZATION IN ACTION:

To illustrate the Principles of Organization in action, below are examples of how they apply in practice and, more importantly, how each violation could be solved. While each example may touch upon several of the Principles of Organization, those most significantly impacted are referenced. The examples are theoretical and are not intended to be indicative of the actual practices of any given school or department:

Example #1: A department has identified a new software system for implementation which is estimated to increase the speed and quality of information schools receive. The department further finds that the new software system will also save money and time in the long run compared to the current software and workflow. The department, however, did not account for the funding needed to provide school staff with training on the new software system. Through the lens of the management purposes, the department develops a training plan and includes cost as part of the proposal for implementing the new software. (Principle A)

Example #2: A school has determined that by moving their start time 30 minutes earlier in the morning, they will be able to implement an innovative schedule that will allow students to earn more credits, increasing graduation rates. Staff at the school was surveyed and is supportive of the change. There is only a minimal cost of implementation. The school, however, did not survey parents regarding their support for the start time change. Through the lens of the management purposes, the school develops a survey and hosts information/input meetings regarding the proposed schedule change. (Principle A)

Example #3: A program has been in place for a long time and both staff and parents are openly supportive of the program. There is a cost to continuing the program. Even though the program shows no impact on student learning, administration wants to continue the program rather than have a difficult conversation with stakeholders. Through the lens of the management purposes, the program administration prepares data regarding student learning and costs to share with staff and parents to engage in a dialogue as to the best course of action for the program moving forward. (Principle A)

Example #4: School administration was told by a department that they were mandated to divide a classroom. When administration indicated they did not want it divided, they were told, "You know, the Superintendent has the authority to divide the room.” Through the lens of the Principles of Organization, the department staff should explain the basis for the decision positively and respectfully. (Principles J, L)

Example #5: A school submits a shopping cart for equipment, but, not hearing anything regarding its status, places a phone call to a department and finds out the shopping cart is on hold and a rationale for the hold cannot be provided. Through the lens of the Principles of Organization, the department staff should be transparent, explain the reason for not taking action, and ensure timely, clear communication in the future. (Principle E)

Example #6: A principal has an employee who is underperforming. Even though the position is vital to school operations, the principal decides to delete the position from their budget for the following year so that the employee can be transferred to another location. Through the lens of the Principles of Organization, the principal should take an alternative action that does not harm others and promotes integrity in relationships with peers. (Principles B, I)

Example #7: In conversations with parents, a staff member voices disapproval of a recent decision made at their school. The staff member, however, did not seek out information to understand why the decision was made. Through the lens of the Principles of Organization, the staff member seeks out and speaks to a member of the School Organizational Team to find out more about the issue to ensure that information being shared with parents is reflective of the context of the decision. (Principle K)

Example #8: A school wishes to use a particular reading curriculum as a supplement, but was overruled and told they cannot use it by a central department. Through the lens of the Principles of Organization, the central department can provide recommendations to the Superintendent, but the decision is left up to school supervisors and the principal. A school cannot be overruled by a central department. (Principles F, G)

Example #9: A new procedure requiring multiple signatures for approval of vending machine contracts is implemented because a principal at one school entered into a contract that resulted in loss of funds at that school. Through the lens of the Principles of Organization, a new practice should not be created unless necessary and not on the basis of preventing repeated mistakes. (Principle H)

Example #10: A department received funding through a grant for a limited number of math specialists and made decisions regarding which schools should receive the positions. Through the lens of the Principles of Organization, this is a violation. The School Associate Superintendent is responsible exclusively for resource allocation for their schools. (Principle D)

Further detail regarding Principle C, results, is included under Roles and Responsibilities.

Supervision for schools is maintained through a number of Assistant Chief Student Achievement Officers, who interact with the principalship and the superintendency as well as with Central Support and Services.

SCHOOL-CENTERED ORGANIZATIONAL MODEL

Central Support and Services may interact and communicate directly with schools and the principalship to provide requested services. Central Support and Services can provide advice and assistance; however, direction can only be provided by the School Associate Superintendent.