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This report analyzes the results of a teacher survey conducted at the CRPUSD Education Summit. It highlights themes, satisfaction levels, and areas for improvement.
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CRPUSD Instructional Update Education Summit April 6, 2017
Teacher Survey • Survey Creation • Results • Analysis • Themes • So What? • LCAP
Response Counts • 183 Complete Responses • 52 Partial Responses • 235 Total Participants • Tons of Raw Data
3. Please explain why you are satisfied with your overall experience working for CRPUSD. There is a lot of support at my school site. My principal and co-workers collaborate and work well together. We all have the same goal in mind…the well being of the students. I enjoy the people I work with, and I believe they are a talented group of people doing their best every day to educate children. CRPUSD was my first and will be my last teaching assignment. I have seen it grow and thrive yet not without pains and controversy at times. I have worked with many wonderful people in this district, kids, and adults. I have had an excellent career here.
4. Please explain why you are dissatisfied with your overall experience working for CRPUSD. Teacher input is not valued- Lack of trust-Too many meetings that don’t benefit curriculum planning, collaboration with colleagues, and student success/intervention. I feel like there are many wonderful people and many positive intentions, but the climate and historical hurt among the staff and leadership can be overwhelming and a bit defeating. There is a lack of respect for teachers. Teachers are not included in most of the decision making. There is little real collaboration and management is top down.
5. What is the one thing you like most about working for CRPUSD? • I believe most teachers are focused on supporting students in the learning journey. • Colleagues genuinely care for each other and are helpful overall. Most of the parents in my experience are also respectful of teachers. They trust us. • I love the staff I work with! We are like a family! The fact that turnaround in hiring has slowed down at our sight has helped us develop our bonds with each other. • I love the work ethic and passion among my colleagues.
6. What is the one thing the district could change to help you do your job more effectively? • More cross district collaboration. We need to be more consistent about what we are doing at each site. • I would love solid and effective curriculum, programs and resources. I’d like it if the curriculum programs, and resources would last for a while before starting something new if possible. • More openness about what is going on in the district and what is planned for the future-without us having to attend Board meetings. Regular visits from district leaders. • Focus in on one training for a couple of years. Check on the implementation after the training.
7. How are you implementing information from these professional development trainings to impact your instruction? • I have enjoyed most of the trainings but once again, until we have a set foundation it is hard to take away what we are taught and apply it to our everyday process because our everyday process changes often. • I haven’t seen a lot of implementation in the classrooms. Accountability and fidelity with implementation is questionable. What is the expectation? • It is challenging. Once training is finished, there is rarely time to work with others to fully implement curriculum. There is also little follow up or support. We need time and resources in order to really impact our instruction.
Communication • District administration needs to stop springing things on site administrators who then pass it on to teachers. The last minute notifications about tasks that are expected to be done is very unprofessional and does not respect teachers’ time. • More time and more trust. Less top down decisions. • More true collaboration between the DO and the teachers. There seems to be a great deal of division. There are too many teachers that don’t feel valued. • We all need to be upfront regarding the plan. How can we all be on board with decisions when some shareholders have no clue what is happening.
Everyone wants the school to succeed and will work to get to that goal. 56. Positive Employee Morale As far as my perception goes, there may be some issues here and there, but I feel as though there is always a productive method in place that addresses and in many cases solves the issue. As long as there is a venue for discussion I feel that morale will remain positive. It helps that we all have a common goal: to educate and improve the lives of children and adolescents. We work as a team. We come to work to teach and provide opportunities for success and betterment. Our morale is positive because we love our jobs.
57. Negative Employee Morale Teachers have been told what we will do and how we will do it, with little regard for our own opinions and years of experience/knowledge teaching our students. When we are isolated in our profession and made to feel we should always be doing more (though we are maxed out with trying our best), and when we aren’t given adequate time to plan or perform our tasks well, we lose morale. Colleagues are clicky, even myself. The lack of information of what’s going on (from the DO, site admin, or site faculty) leaves a vacuum for gossip and supposition. Social media also wears me down. The toxicity of a few negative/disgruntled faculty members is high. • Many teachers on my site are dissatisfied with administration, the lack of technology, and the inability to collaborate.
Relationships Themes • Curriculum Needs • Communication • Top Down Leadership • Focus • Teacher Participation • Consistency
