Appendix A - Task Force on School and District Climate

The climate of the District and its schools are major factors in the District’s ability to attract and retain quality employees.  The District and Association share a common desire to provide:

• a climate that enhances the opportunities for improved student achievement, and

• a climate that improves staff morale by honoring the efforts and contributions of individuals who have dedicated themselves to educating Denver’s children. 

Fundamental to this effort is our common belief that our best recruiters are current employees who will communicate to potential colleagues the values and benefits of working in Denver.

Therefore, the parties have agreed to convene a Task Force by September 15, 2002, that will meet frequently and on an ongoing basis.  The overall purpose of the Task Force is to improve District and school climate. The Task Force will develop a plan of action (including the appropriate accountability aspects) to accomplish this purpose.  To assist in this effort the District and Association have commissioned a comprehensive research study concerning the “Recruiting and Retaining of DPS Teachers”, conducted by Ciruli & Associates.  It includes a compilation and analysis of all known research within the District on teacher morale and job satisfaction issues gathered from 1998 to the present.

The Ciruli Study of March 2002, also includes the results and primary research including telephone surveys and focus groups of current and retired Denver Public Schools teachers as well as potential Denver Public Schools teacher candidates.  Additional national and statewide research on the subject has been incorporated into the analysis being done by the Ciruli Study.

The results of the Ciruli Study will be received by the Task Force as the baseline study within the District on teacher morale and school climate.  Working from this baseline, the Task Force will develop the formal plan of action involving all aspects of the District to address issues and concerns relating to the findings and recommendations and report to the Superintendent and Association President by January 15, 2003.  The approved plan will be assigned to the appropriate departments, building administration and association representatives by the Superintendent and Association President.

The plan of action should include in-depth recommendations concerning the following factors indicated in the Ciruli Study as contributors to good school and District climate. 

• Using the above referenced information determine the source of the fear of reprisal and retribution that seems to permeate the ranks of employees of the District. 

• Make recommendations to restore the atmosphere to one of professional pride, trust and respect.  

• Debunk myths that perpetuate negative and unwarranted stereotypes such as the dubious quality of unassigned teachers.

• Identify the factors and characteristics of a building leader that contribute to a school climate that will retain employees and attract new ones.  

• Design a plan for providing the professional development necessary to support the institution of these factors and characteristics. 

• Make recommendations concerning a system of professional support of teaching in every school (especially for teachers new to the profession) and, in particular, a system of supports that would attract and retain quality teachers in low performing schools such as reducing class size, more teaching resources, etc. 

• Review and assess the impact of the current school rating system the District’s ability to attract and retain teachers and design appropriate strategies for inclusion into the District’s public relations efforts.

• Serve as a sounding board for issues related to its charge and seek out situations that may provide helpful information such as an examination of troubled schools.  Field work and other affirmative efforts to delve into such problems are encouraged with reports made to the Superintendent and Association President as appropriate.

• Review and make recommendations regarding the Department of Human Resources policies and practices that could enhance District climate and employee morale. 

The composition of the Task Force will include teachers appointed by the Association President and principals and central administrators appointed by the Superintendent and parent/community representatives selected by both parties.  The Task Force will be supported in its work by the Department of Human Resources with assistance from the Association, the Community Relations Office, Public Information Office and other departments as needed.  

Following the completion of the action plan to support the Ciruli Study, the Task Force will continue to conduct and receive research information to assess, identify and track emerging employee morale and school climate issues as listed in the aforementioned factors. They will report back to the District and Association on an annual basis regarding action items pertaining to the District’s overall school climate.  The report will provide an update/progress report on employee morale and school climate as compared to the baseline findings.  The report will also identify interventions that have had a significant impact on the issues.  Additionally, the Task Force will identify continuing problem areas that remain to be addressed by the District and report back to the Board and Association on a periodic basis as required.

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