While surveys of students and staff done by Qualtrics (with a $110,000 contract) reveal a poor culture and climate within Hartford’s schools, a recently completed internal survey by Attuned Education Partners (with a $486,000 contract) reveal the “toxic” environment that exists at HPS’ leadership level as the beautiful and capable folks in Central Office (CO) paint a picture of failed leadership.

Taking his little hall pass from Superintendent Torres-Rodriguez, chief propaganda specialist Jesse Sugarman will skip off to the Hartford Courant to spin the survey report, which, when unspun, reveals that 20% of CO folks surveyed (nearly a third of CO employees did not take the survey; p.7) feel that they do not have the information and resources needed to do their jobs effectively (p16-17).  Another 20% feel that opportunity for professional development and growth does not exist in the district (p.17).

It is, however, when we get to the survey’s open-ended responses that the real picture of Torres-Rodriguez’s attempts to catch smoke with a net become evident.  The following responses were submitted by those working directly under Torres-Rodriguez and within the largest central office of any school district in Connecticut:

• Staff are being asked for “ways to improve,” but their opinions” are ignored or dismissed (p36)

• “We work in silos…in an antiquated hierarchical manner” and only “Chiefs” communicate between levels (p36); “it’s always been done this way” (p24)

• Schools are “separated” from work of Central Office (p36)

• “We need better management” of people (p27).

• There is a lack of consistency among EDL’s in following district policies (p27)

• “A way to recruit, hire, and retain staff” is required (p27)

•  “That innovation is what I WANT to be doing and wouldn’t be considering leaving if we were but we are so far from that in actions” (p26)

• Missed deadlines, lack of communication, ineffective practices (p26)

• “We don’t center voice in our decision making and its shows in our creation of programs and processes that don’t actually meet our community needs.” (p26)

• Student voices not being heard or listened to (p26)

• “The district does not care about academics.” (p25)

• Central Office operates “with a lack of strategic clarity and clear division of roles and responsibilities” (p25).

• There is a lack of or inconsistency in accountability in Central Office (p25)

• Lack of communication (p24)

• Procedures are created “on the fly” (p24)

• Lack of collaboration (p24)

• Lack of “professionalism, relationships, and communication” (p24)

• “We are casualties of broken leadership” (p24)

•  “Stop making people feel scared for sharing their opinions” (p24)

• Remove “the stigma of retaliation” (p24)

• Organization structure exists “in theory” but “not application” (p37)

• “Higher level managers do not understand the work” (p37)

• “Chain of command culture” creates “bottlenecks” for problem solving (p37)

• Low satisfaction, happiness, and sense of empowerment (p37)

• Lack of reflection on the impact and goals of “events” held; “too many initiatives without proper follow through” (p38)

• “It’s clear we need to make change” (p38)

• “Leadership” does not hold itself accountable for district issues and practices, but puts the “blame” on others

• Policies demonstrate a “lack of trust in employees” (p39)

• “There is a toxic culture at central office” (p39)

• “Currently, central office is not an environment that has created a welcoming and equitable environment.  If we cannot figure out how to treat each other as adults, how can we model this or expect equitable treatment and outcomes for our students.” (p39)

• “Take the responses from the many surveys and [put] them to use” (p39)

• Ideas are shot down and silenced (p40)

• “People are afraid to complain for fear of retaliation” (p40)

• “Non-managerial staff in CO feel largely unheard and don’t feel empowered to propose change” (p40)

• Staff retention is not prioritized (p40)

• Office of Talent Management website sucks (p40). 

The internal Attuned survey was conducted in order for district leadership to get on the same page with individual schools in order to facilitate the superintendent’s education innovation program.  The survey results reveal there is much work to be done; CO is not even in the same book, never mind on the same page!

I was going to end with a joke (as if I needed to), but some people may be offended by my poll-ish jokes.