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Deck for PPD 545_PreFinal


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Deck for PPD 545_PreFinal

  1. 1. The Achievement NetworkA Human Capital Analysis of the Data-Driven Education Reform Org. 1
  2. 2. The US education system is broken US students consistently perform in the bottom tier of all industrialized countries in math, science, and reading “In these days, it is doubtful that any child may reasonably be expected to succeed in life if he is denied the opportunities of an education.  Such an opportunity, where the state has undertaken to provide it, is a right that must be made available on equal terms.” -  Chief Justice Earl Warren, Brown v. Board of Education (1954) 2
  3. 3. ANet is an education reform organization Mission, Vision and Core Values 3 Mission Helps schools boost student learning with great teaching that’s grounded in standards, informed by data, and built on the successful practices of educators around the country. Beliefs • Every student deserves opportunity in life. • Educators who devote their professional lives to this goal deserve support. • There are no silver bullets. All schools are different and need a tailored approach. But there's no reason to re-invent the wheel over and over: we should learn from each other. Values Advance Equity • Bold Thinking • Drive Results • Promote Leadership • Team First • People Matter
  4. 4. ANet focuses its resources on six areas ANet’s primary competencies 4 1 2 3 4 5 6 Assess ments Coachin g Reports Best Practic es Sharing Technol ogy
  5. 5. Quiz Break What percent of high school students graduate ready for college in English, reading, math, and science? 25 55 60 Only one in four high school students graduate ready for college in all four core subjects (English, reading, math and science), which is why a third of students entering college have to take remedial courses --ACT, 2011 ×
  6. 6. Our AnalysisWe interviewed a vice president, director, and manager, then conducted a SWOT analysis based on their answers
  7. 7. Our analysis revealed a strong, responsive org.Our focus, however, is only on weaknesses identified by the interviewees 7 • Core Values • Mission • Data- driven decision- making • Talent • Built to Change • Career Trajecto ry • Growth inefficien cies • Geographi c inflexibili ty • Variable manger quality • Strong, dynamic culture with fast response rate to recognize d isues • Allure of competiti on • Technolo gy outpaced S W O T
  8. 8. We identified four key areas that were response themes Employee Hiring. Manager Development. Line of Sight Career Path. Communication Systems 8 Geographic Flexibility Leveraging tools that allow employees outside of Anet’s office locations to work remotely Professional Development Developing the skills of managers and employees Line of Sight Career Path Developmen t a formal rewards systems; especially focusing on promotions as a reward Communication Systems Flattening the communicati on structure, so the organizatio n can more quickly make decisions
  9. 9. The recommendations must align with ANet culture ANet has a strong, data-driven culture 9 Cultural Fit Align with Core Values Sustainable Decisions must be viable long term Meauresable Survive rigorous analysis Because ANet has a strong culture, the recommendations must meet the following criteria to be acceptable
  10. 10. Quiz Break What percent of American students finish college? 56 46 70 The U.S. ranks last among 18 industrialized countries measured on this indicator. ×
  11. 11. 6 9 8 6 50% Geographically Flexible Work Environment:Develop Managers : Career Plans, Point- Driven Evaluation System:Develop Communication Efficiency: The average timeline for all proposals is nine months Because of their structure, can be rolled out simultaneously without conflict 11 All recommendations are simple and time efficient that they may be implemented at the same time
  12. 12. The recommendations have no financial cost The recommendations leverage ANet’s existing skill sets, so don’t require additional financial costs ANet is able to leverage all its six resource investments to achieve all recommendations Geographic Flexibility Develop Managers Lineof Sight Career Efficient Communicatio n $0 $0 $0 $0 12
  13. 13. Recommendations leverage ANet evaluation systems Every aspect of the recommendations are measureable; the majority leverage existing evaluation systems 13 • Line of sight career path (B and C) • Geographic flexibility (C) • Manager development (A) • Manager development (B) • Communication efficiency (B) Existing Org. Health Survey • Line of sight career path (A) • Geographic flexibility (B) • Communication efficiency (A) Existing Employee Exit Survey • Geographic flexibility (A) • Geographic flexibility (B) Other
  14. 14. All recommendations are aligned with core values Every stage of the recommendation, from beginning to end, gives deference to ANet values 14 Geographic Flexibility People Matter • Promote Leadership • Drive Results • Team First • Bold Thinking Promote Leadership • Drive Results People Matter • Promote Leadership People Matter Develop Managers Line of Sight Career Path Efficient Communication
  15. 15. Quiz Break A one year increase over average level educational attainment can reduce certain crimes by… 50% 69% 55% A one year increase in the average years of schooling completed reduces violent crime by almost 30 percent, motor vehicle theft by 20 percent, arson by 13 percent and burglary and larceny by about 6 percent. --American Economic Review ×
  16. 16. Create a geographically flexible environment Recommendation for Geographic Flexibility 16 Proposed Recommendations •Determine eligibility for flexible work arrangement •Telework/remote work training program •Teambuilding exercises •Streamline all-company check- ins and decision- making procedures Currently, ANet loses talented current employees and potential ones who don’t live near an office; culture is not supportive of telework “The challenge is…to scale so we all feel connected, but … not everyone has to be in the office.” - Director
  17. 17. Develop managers Recommendation for Professional Development 17 Proposed Recommendations •Implement a feedback system that allows direct reports to give group and individual feedback to their managers, twice a year •Based on the feedback, human capital arranges professional development curriculums for managers Currently, ANet a majority of ANet staff members cite their manager a as reason for their leaving ANet; no official managerial program exists “Folks cite their manager as a top-three reason for leaving.” - Vice President
  18. 18. Creation of a cohesive, point-driven rewards system Recommendation for Line of Site Career Path 18 Proposed Recommendations •Create Career Plans for every position •Leverage point system in evaluations • Special awards like Core Values Champion receives additional points Currently, ANet has no formal rewards system; a top three reason for employees leaving was no clarity of career trajectory“I don’t know; I don’t have an answer to that.” -Manager in response to the question, “What rewards does ANet offer its employees?”
  19. 19. Develop communication efficiency Recommendation for Communication Systems 19 Proposed Recommendations •Re-interpret People Matter Core Value •Encourage use of instant messaging system like Google Chat Currently, ANet culture encourages broad consensus building before a decision is made “We’ve gotten to a point where we are too big to do collaboration the way we’ve always done it.” - Director
  20. 20. Quiz Break About how many students a day drop out of high school? 3,000 7,000 600 This equals about 1.2 million each year; for African-American and Hispanic students across the country, dropout rates are close to 40 percent, compared to the national average of 27 percent ×
  21. 21. ClosingKeith shares how education has changed his life.
  22. 22. Questions & Thank YouThank you for your time and attention