Leadership magazine Jan/Feb 2016 V45 No 3 | Page 12

have completed the program participate in an After Action Review (AAR). This is a brief, focused professional dialogue designed to provide feedback on intended and actual results. In other words, did the onboarding program produce the results the participants envisioned? How can the district improve the program? During this activity, the “graduates” answer three questions: 1.) What did you just experience in the onboarding program? 2.) What did you learn from those experiences? 3.) Based on your experiences and learning, what can the district do to improve the onboarding program? The purpose of the AAR is twofold. First, it is an opportunity to model an effective group process for improvement participants can use with their school staff. This promotes sharing and learning for continuous improvement. Second, it gives the district an opportunity to enhance the onboarding program by incorporating feedback and suggestions given by participants. The aim is to be the best at getting better, continuously. The resource “The change handbook” by Holman, Devane and Cady (2007) describes the AAR 12 Leadership process, as well as many other methods for genuinely engaging small and large groups. Consideration: Who will coach and mentor your new school leaders to ensure they have a leadership plan and the resources for success? Next steps for onboarding The SBCUSD Onboarding Program is still in its early stages of development. So far, we have piloted the program only with newly appointed principals. The ultimate goal is to extend onboarding incrementally to all new district employees, including certificated and classified staff. We have to conduct large-scale implementation, especially in a district with nearly 8,000 employees, in a deliberate and strategic manner. When the program is in full swing, all new hires will completely know, understand, and support the district’s core values and beliefs. This, in turn, will lead to increased productivity, engagement, and retention of employees. Most important, it will ultimately produce greater student outcomes. Resources • Holman, P., Devane, T. & Cady, S. (2007). The Change Handbook: The definitive resource on today’s best methods for engaging whole systems. San Francisco, CA: Berrett-Koehler. • Sun, C. (2011). School leadership: Improving state systems for leader development (NASBE discussion guide). Retrieved from National Association of State Boards of Education website: http://nasbe.org/wpcontent/uploads/DG_School_Leadership_August_2011.pdf • Watson, M. (2003). The first 90 days: Critical success strategies for new leaders at all levels. Boston: Harvard Business School Publishing. Perry Wiseman is the assistant superintendent of Human Resources in San Bernardino City Schools and author of the books “Reviving Professional Learning Communities” and “Strong Schools, Strong Leaders.” Gordon Amerson also works in San Bernardino and serves as an HR director. For further information on the SBCUSD Onboarding Program, send an email to perry. [email protected].