Dr. Paul L. Vance, Superintendent
FOR IMMEDIATE RELEASE: Thursday, May 2, 2002
CONTACT: Linda Wharton Boyd - 202.442.5635
Wkends/Eves 202.727.6161 or
Barrington Salmon 202.442.5209
DISTRICT OF COLUMBIA PUBLIC SCHOOLS SUPERINTENDENT TRANSFORMS CENTRAL
ADMINISTRATION AND REDUCES WORKFORCE
"Transformation Saves School District $16.3 Million
Washington, DC - Today DC Public Schools (DCPS) Superintendent Dr. Paul
L. Vance and Board of Education President Peggy Cooper Cafritz announced
another phase of the DCPS Business Plan for Strategic Reform, the
transformation of central administration. In this new phase of reform, the
existing central administration structure will be replaced with a
transformed performance-driven organization that will be more supportive
and responsive to the local schools, parents and the community.
Superintendent Vance said, "I am excited about this new phase of
our transformation. It will provide us with a unique opportunity to chart
a new course in educational reform for the District and put into action
our vision to improve the school district and student achievement."
The new configured central administration will place children and
schools first by reinforcing a work environment of heightened support and
responsivessness to schools; enhancing the focus on academic improvement;
recruiting and retaining highly-qualified school-based and central office
staff; deploying managers who are proactive and forward thinking; creating
synergy among interrelated functions by eliminating duplication of
services; and improving performance and ocountability of central office
personnel. This move wilt yield District of Columbia Public Schools a
savings of $16.3 million annually.
The transformation process will be accomplished in three steps; (1)
Abolishment of the Existing Centrat Administration Structure, (2)
Announcement of the new Structure and the advertisement of new positions
and (3) Selection of new employees. Approximately 1,100 employees
currently holding positions in central administration will receive
Reduction-in-Force (RIF) notices. Middle and upper-middle managers hold
many of the positions.
This complicated transformation is a necessary process to move our
central administration to a performance-driven structure motivated by what
is best for our children, our schools and our community," said Board
President Cafritz. "The fact that an organization this complex is
able to arrive at this massive of an administrative restructuring in less
than two years is remarkable; and I am proud of the role that the Board
has played in supporting Dr. Vance in this process. Impediments are
certain, but the move is to make DCPS an educational system worthy of the
world's capital city."
DCPS employees currently working in positions to be abolished will
receive a Reduction-in- Force notification on May 3 indicating that their
current position will be abolished and that termination of service will
become effective June 30, 2002. Employees affected by the
reduction-in-force will have the option of applying for any newly defined
positions for which they are qualified.
Positions in the new structure will be announced and advertised
internally and externally May 3- 24, 2002. The positions will be
competitively filled after the vacancies are broadly advertised in
traditional and non-traditional markets across the country.
"We are looking for the very best candidates possible to fill
these new positions," Vance said. "We have one objective and one
objective only, and that is to provide an academically superior education
to our students and to be accountable to our parents and the
The selection of new employees in the new structure will begin June 3
and is slated for completion by June 24. Current employees selected for
positions in the transformed central office will be notified prior to June
DCPS is taking measures to ensure that all employees are fully informed
of the transformation process, their rights and their options. Central
office employees are receiving a notification letter from Superintendent
Vance informing them of what to expect. They are also receiving a
transformation frequently asked questions (FAO) pamphlet and information
will be posted on the DCPS website.
Beginning May 6, 2002, DCPS, in conjunction with the DC Department of
Employment Services (DOES) and US Department of Labor, will make available
career transition services. These services will offer assistance with
transitioning through the transformation process and help employees to
prepare their application for a new job or other job searches. Career
transition services will consist of one-day career transition workshops
and use of automated job search tools and resources at the DC Government
and US Department of Labor career assistance centers. Counseling services
will be available through the Employee Assistance Program (EAP).
Employee Transformation Briefing Sessions have been held to provide
employees with further details, to answer their questions and to address
any other concerns. Additional sessions are planned and a Transformation
Hotline and newsletter will be established, as well as a special website
designated for employee use.
Dr. Vance has tapped DCPS's Human Resources Director Patricia Lattimore
to head up his transformation effort.
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OFFICE OF THE SUPERINTENDENT
825 North Capitol Street, NE, 9th Floor
Washington, D.C., 20002-1994
(202) 442-5885 - fax: (202) 442-5026
May 1, 2002
Dear Central Office Employees:
For the past year, we have been developing and
implementing our Business Plan for Strategic Reform of which transforming
central office is a major task.. The transformation of central office
calls for the existing organizational structure to be replaced with a
newly transformed one that will be more supportive and responsive to the
local school and community. It will enhance our service delivery to
schools, heighten our focus on academic improvement and assure a more
performance oriented and accountable central office staff. We will also
realize a cost savings by eliminating service duplication and improving
This week, we will begin central office transformation.
The process will be accomplished in three distinct steps. The steps
- Step One - Abolishment of the Existing Structure and Current
Many of the current positions in the existing structure will be
abolished with the exception of those designated on the Exemption
List. On May 3, employees currently working in positions to be
abolished will receive a Reduction-in-Force (RIF) notification with a
termination date of June 30, 2002.
- Step Two - Announcement of New Structure and Advertisement of New
Applicants will be
evaluated against the qualification requirements of the positions.
Career transition services will be available to assist current employees
with career choices and with applying for positions in the new
structure. This service will not only be helpful as current employees
prepare applications for transformed positions, but also as employees
seek employment in other job markets.
Positions in the new structure will be advertised both internally and
externally and competitively filled with the best-qualified persons.
The new position vacancy announcements will be advertised May 3-24.
- Step Three - The Selection Process for New Employees
The selection of new employees will begin June 3 and is slated for
completion by June 24. Current employees selected for positions in the
transformed central office will be noted prior to the June 30, 2002 to
avoid a break in service.
As the steps are being implemented, we will take every
measure necessary to ensure that you are fully informed of the process,
your rights and your options. Several Employee Transformation Briefing
Sessions will be held to provide you with details, answer your questions
and address any of your concerns. In addition to a Transformation Hotline
and newsletter, information will be available on the DCPS website.
Finally, we recognize that change on a massive scale
can be disruptive for you as employees and for our school operations.
However, we will do everything possible to provide you with support
through this transformation process and maintain stable school operations.
We encourage you to apply for positions for which you are qualified.
The transformation of DC Public Schools into a
world-class school district requires the very best from each of us. Our
priority remains, "Children First" as we transform our school
district to provide quality education for all students.
Paul L. Vance
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DCPS CENTRAL OFFICE TRANSFORMATION
FREQUENTLY ASKED QUESTIONS
WHY IS THE CENTRAL OFFICE BEING TRANSFORMED?
As a major part of the DCPS Business Plan for Strategic
Reform, central office is being transformed to improve support to schools
and increase austerity. More specifically, the central office is being
reorganized to increase responsiveness to schools and the community;
heighten the central office's focus on academics; assure
performance-oriented and accountable central office staff; and save money
by improving central office efficiency.
WHAT CHANGES WERE MADE?
Several changes have been made in central office. The
central office reporting relationships have been realigned to maximize
support to schools. Funs have been restructured, streamlined, and/or
reconfigured to reach the desired improvements and efficiencies outlined
in the answer to the preceding question. A significant portion of the work
in central office has been redefined and the dues and responsibilities of
these new positions have been classified using the federal position
classification standards. Performance standards for each position have
been established and program managers will be held accountable for budget
management and for achieving DCPS' strategic goals and objectives.
WHAT IS THE PROCESS FOR TRANSFORMATION OF CENTRAL
All central office positions that are not specifically
exempted from the transformation process will be abolished and the
incumbents of those positions will receive a notice terminating their
service with DCPS, effective June 30, 2002. The new positions will be
filled through a competitive process from the applicant pool filled by
those responding to the DCPS vacancy announcement issued for each
transformed position. Internal and external applicants will be evaluated
against the qualification requirements that have been developed for each
position. Selections are to be completed no later than June 24, 2002.
AS A CURRENT DCPS EMPLOYEE, WILL I BE GIVEN PRIORITY
CONSIDERATION IN THE SELECTION PROCESS?
Yes, consideration will be given to current DCPS
employees. When employees apply and meet the minimum qualifications for a
new position at the same grade level as their abolished position, their
names will be added to the interview roster for that position, regardless
of the rank order scoring from the paper screening process. Employees not
qualifying for reemployment consideration will be evaluated on a
competitive basis. Interview rosters will be based on rank-order scoring
against the qualification factors for the position.
WHAT MEASURES WERE USED FOR THE CLASSIFICATION AND
Federal position classification standards and
comparable federal qualifications standards were used to define the grades
and qualification criteria for the new positions.
WHAT IS THE CRITERIA FOR ASSIGNING CENTRAL OFFICE ADMINISTRATION POSITIONS
TO THE EG vs. ET CATEGORY?
Within the Educational Service, teachers,
administrators and various service providers are assigned to the ET
category. Positions rendering educational, technical and administrative
support services are assigned to the EG category.
HOW WILL 1 KNOW IF I AM AFFECTED BY TRANSFORMATION?
The new organizational structure, staffing patterns,
and a list of positions that are exempted from the transformation process
will be shared with all central office employees. If you occupy a position
that is being abolished, you will receive a reduction-in-force (RIF)
notice on May 3, 2002, informing you that you service with DCPS will
terminate June 30, 2002.
WHAT AM I EXPECTED TO DO AFTER I RECEIVE A RIF NOTICE?
Employees are expected to continue performing their
respective duties for which they are being compensated and to work
cooperatively and professionally for an orderly separation process.
WHAT HELP WILL I RECEIVE DURING THIS RIF PROCESS?
Beginning May 6, 2002, DCPS, in conjunction with the
D.C. Department of Employment Services (DOES), will make available career
transition services. These services will offer you assistance with
transitioning through the reduction-in-force process and preparing your
application for a new position or other job searches. Career Transition
Services will consist of oneday career transition workshops, use of
automated job search tools and resources at D.C. Government and U. S.
Departmentof Labor career assistance centers. Counseling services are also
available through the Employee Assistance Program (EAP). EAP services can
be accessed by calling (202) 628-5240 or (800) 841-7406.
WILL I RECEIVE SEVERANCE PAY UPON SEPARATION?
Employees separated from DCPS as a result of the
central office transformation will receive severance pay as follows: a. if
you are eligible for optional retirement, you will receive a payment
equivalent to three ($) weeks pay; b. if you are not eligible for optional
retirement and have less than five (5) years service with DCPS, you will
receive a payment equivalent to two (2) weeks pay; c: if you are not
eligible for optional retirement, and have five (5) or more of DCPS
service, you will receive a payment equivalent to two (2) weeks pay for
every five (5) years of service, not to exceed the equivalent of ten (10)
weeks pay. If you will be eligible for retirement under any plan no more
than thirty calendar (30) days after the effective date of the RIF, (June
30, 2002), you can request the Office of Human Resources to defer the
effective date of your separation for thirty (30) days in lieu of a
HOW IS THE AMOUNT OF SEVERANCE PAY CALCULATED?
The computation of creditable service for severance pay
will include, in addition to time worked, four (4) years if qualified for
veterans' preference and three (3) years if considered a District
resident. Those entitled to residency preference in the calculation of
severance pay are: (1) a bona fide resident of the District of Columbia;
(2) a nonresident DCPS employee who was hired by the District government
prior to January 1, 1980, and has not had a break in service since that
date; or (3) a former employee of the US Department of Health and Human
Services at Saint Elizabeth's Hospital who accepted employment with the
District Government on October 1, 1987, and has not had a break in service
since that date.
WHAT IS DISCONTINUED SERVICE RETIREMENT?
If you receive a reduction-in-force notice and meet the
early retirement criteria, fifty (50) years of age with twenty (20) or
more years of service, or twenty-five (25) years of service at any age,
you are eligible for a discontinued service retirement annuity. Note that
the retirement annuity will be reduced by 2% penalty for each year short
of age fifty-five (55).
WHAT ARE MY OPTIONS IF MY SEPARATION IS EFFECTIVE BEFORE I AM ELIGIBLE TO
If you are in the Teachers Retirement and have less than five years
service, your accumulated contributions are available for refund. If you
have five or more years of school service, you could qualify for a
deferred pension payable at age 62. If you are in the Civil Service
Retirement Plan and have less than five years service your accumulated
contributions are available for refund. if you have completed five years
service you could qualify for a deferred pension payable at age 62. If you
are in the Defined Contribution Pension Plan 409 (a) there are no employee
contributions. The retirement account only becomes fully vested upon
completion of five years of creditable service. If you would be eligible
for retirement under any plan no more than thirty calendar (30) days from
the effective date of the reduction-in-force (June 30, 2002); you can
request the Office of Human Resources to defer the .effective date of your
separation for thirty (3d) days in lieu. of a severance pay.
WILL I BE ELIGIBLE FOR UNEMPLOYMENT COMPENSATION?
You may be eligible for unemployment compensation which
is administered by the Department of Employment Services (DOES).
Terminated employees will need to file with the applicable unemployment
compensation agency based on their place of residency. Residents of the
District of Columbia must file with the DOES, located at 609. H Street,
NE, Washington, DC 20002. DOES may, be reached at (202) 724-7000.
WHAT ARE MY APPEAL RIGHTS?
Appeal rights are set forth in Chapter 15 of DCMR §
1506. A copy of this document will be attached to your reduction-in-force
notice. An employee may file a complaint with the D. C. Superior Court
based on Title XV of the Comprehensive Merit Personnel Act; with the D.C.
Office of Human Rights, pursuant to the Human Rights Act; or with the
Office of Employee Appeals if contesting that the separation procedures of
§ 1503 and § 1505 were not properly applied.
WHAT IF I HAVE ADDITIONAL QUESTIONS?
If you have additional questions, they should be directed via email to DCPS-Transformation@k12.dc.us.
You will receive a response within 48 hours. If you do not have access to
email, please. call the Office of Human Resources on 202442-5083 or
202-442-5084. Your questions will be recorded and you will receive a
response call within 48 hours.
WHAT CENTRAL OFFICE POSITIONS ARE EXEMPT FROM THE
POSITIONS FUNDED BY LOCAL SCHOOL BUDGET (WSF)
CENTRALLY FUNDED, NON-MANAGERIAL/NON-SUPERVISORY POSITIONS
THAT PROVIDE DIRECT SERVICES TO STUDENTS
Citywide Attendance Counselor
Compliance Mediation Specialist
Early Childhood Teacher
Educational Aide, Bilingual
Educational Therapist Assistant
Food Service Worker, Non-Supervisory
Food Service Supervisory Staff assigned to schools
HIV Aids Education
Mental Health Specialist
Peaceable Schools Coordinator
Resource Center Aide
Social Services Worker
Special Education Teacher
Teacher, Special Education
POSITIONS THAT REMAIN UNCHANGED (but numbers may be
Air Conditioning Equipment Mechanic Supervisor
Boiler Plant Equipment Mechanic Supervisor (HVAC)
Boiler Plant Equipment Mechanic Leader (HVAC)
Boiler Plant Operator Supervisor II
Boiler Plant Operator Leader
Boiler Plant Operator 1
Carpenter Transportation Assistant
Cement Finisher Leader
Communications WAE Employees
Digital Computer Mechanic
EEO and ADA, Director
EEO/ADA, Legal Counsel
Electronics Mechanic Leader
Engineering Equipment Operator I
Engineering Equipment Operator II
Facilities Staff Assistant
General Electric Repairman
Hazardous Waste Disposer (Asbestos Inspector)
Heating Equipment Repairer (HVAC)
HIV Aids Education
HR WAE Employees
Industrial Equipment Repairer
Lead Service Center Representative (Computers)
Maintenance Mechanic Leader
Maintenance Mechanic Supervisor
Maintenance Worker II
Maintenance Worker Helper
Military Science Director
Mobile Equipment Servicer (Motor Vehicle Attendant)
Motor Vehicle Operator
Musical Instrument Repair
Office Appliance Repair
Offset Press Operator
Pest Control Leader
Pest Control Worker
Plumbing Worker (Roofer
Sheet metal Mechanic
Sheetmetal Mechanic Worker
Transitory Services WAE
Transportation Operations Specialist
Warehouse Leader/Materials Handler Leader
Warehouse Worker/Materials Handler
SELECTIONS COMPLETED IN CONJUNCTION WITH EXTERNAL
Chief Financial Officer
Director, Bilingual Education
Director; School to Careers
Director, State Education
Director, Career & Technical Education
EMPLOYEES OCCUPYING GRANT-FUNDED POSITIONS WITH
TEMPORARY APPOINTMENTS THAT TERMINATE WITH THE GRANT
ORGANIZATIONS TO BE TRANSFORMED PENDING COMPLETION OF
Office of Accountability, Academic Services
Office of Athletics
Office of Security
Office of TANF
SUPERINTENDENT'S TRANSFORMATION SELECTIONS
Chief, Academic Officer
Chief Operating Officer
Chief of Staff
Chief Communications Officer
Human Resources Director
Assistant Superintendent for School Support
Deputy Director, Planning, Design & Construction
Director, Academic Credentials
Executive Director of Facilities
Notice of non-discrimination. The DC Public Schools
does not discriminate in its programs and activities on the basis of race,
color, religion, national origin, sex, age, marital status, personal
appearance, sexual orientation, family responsibilities, matriculation,
political affiliation, disability, source of income or place of residence
or business. Discrimination will not be tolerated and persons engaging. in
such will be subject to disciplinary action. The following office has teen
designated to handle inquiries regarding non-discrimination policies:
District of Columbia Public Schools, Equal Employment Opportunity Office,
825 North Capitol St., N.E., 6th Floor, Washington, DC 20002. (202)
442-5424. For general information about DC Public Schools, call (202)
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District of Columbia Public
It isn't business as usual for the District of Columbia Public Schools.
Over the next three to five years, the DC Public School system plans to
transform its schools into some of the best in the nation.
An Overview of the Business Plan for Strategic Reform
Starting with a demanding mission statement, DCPS has developed a
detailed business plan that charts how the mission will be accomplished.
Crafted with care and with substantial input from educators, parents and
the community, the Business Plan for Strategic Reform outlines desired
goals and outcomes, and shows how progress toward those goals an outcomes
will be made in the near future.
This is a brief overview of the Business Plan for Strategic Reform.
Look for the entire plan on the DCPS web site: http://www.k12.dc.us.
It is also available in your local school and in each branch of the DC
We hope you will familiarize yourself with the plan, and we will be
happy to have your comments or input. Call, write or e-mail the DCPS
Office of Communications and Public Information:
825 North Capitol St., N.E., 7th floor
Washington, DC 20002
THE NEW MISSION STATEMENT
"To develop inspired learners who excel academicically and socially
in dynamic schools that instill confidence and generate enthusiasm
throughout the District's many, diverse communities and make DC Public
Schools the first choice of parents, youth and families."
THE SIX TRANSFORMATION GOALS
PRINCIPALS AND TEACHERS
CURRICULA, PROGRAMS, AND LEARNING ENVIRONMENTS
- Develop, attract and retain excellent principals and teachers
- Implement rigorous curricula, strong academic programs, accelerated
learning and extensive enrichment offerings
- Develop a service-oriented central administration that excels at
support to schools
- Maximize the dollars used to improve student achievement
PARENT AND COMMUNITY INVOLVEMENT
STRONG INTERAGENCY AND COMMUNITY PARTNERSHIPS
- Enable and energize parent and community involvement
- Strengthen the partnerships between DCPS, city agencies and
Community Based Organizations
Specific initiatives within each of the six goals will be implemented in
three focused, year-long phases.
Phase 1 (2001-2002)
Getting the Fundamentals Right
Focus on system basics, including quality instruction and development of a
core curriculum. Improve central administration support and
parent/increase community involvement. Also transformation of nine
Phase 2 (2002-2003)
Reaching for Excellence
Continue improvement of professional development and academic programs.
Raise levels of early education and special education services. Roll out
new procurement system. Also transformation of high schools.
Phase 3 (2003-2005)
Solidifying Changes and Improvements
Refine previous initiatives, monitor new accountability mechanisms,
develop improved student information databases. Continue modernization of
Guiding Principles for Implementing the Business Plan
HIGH EXPECTATIONS AND ACCOUNTABILITY
- Set high expectations for what our system and students can achieve
- Assign performance measures and accountable people for each
- Build clear monitoring systems that focus on results
- After providing support, take decisive action when accountable
people do not deliver
- Focus on specific reforms for a sustained period of time
- Prioritize initiatives that improve teaching and learning
- Address problems systemically
- Expand on best practices
- Work in partnership with many communities to reform the system and
Examples of measurable outcomes that represent attainment of our
mission and goals after 3-5 years are:
IMPROVEMENTS IN STUDENTS' ACADEMIC AND SOCIAL LEARNING
- 90% reading by start of third grade
- 25% successfully completing algebra by end of eighth grade
- 80% graduation rate
- 0.5% truancy rate
IMPROVEMENTS IN SCHOOLS' ABILITY TO SERVE ALL STUDENTS IN A DYNAMIC
- 100% of teachers certified in their content area and trained in new
- 90% attendance at parent-teacher conferences
- 100% of student records complete, accurate and used effectively
IMPROVEMENTS IN THE SCHOOL SYSTEM'S FOCUS ON EACH STUDENT'S EDUCATION
- Public reporting of school budget and expenditures
- 100% of new principals and teachers placed by June 30
- 99.5% accuracy in payroll
Published by DCPS, Office of Communications and PUblic Information
Linda Wharton Boyd, Ph.D., Chief Communications Officer; Kenneth L.
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The Transformation of Central Administration
Dr. Paul L. Vance, Superintendent
D.C. Public Schools
The transformed central office places children & schools first by.
. . . .
- Reinforcing a work environment of heightened support and
responsiveness schools to schools, parents and the community
- Recruiting and retaining "highly-qualified" school-based
and central office personnel
- Deploying proactive/anticipatory managers who are forward thinking
and out in front of issues
- Creating synergy among interrelated functions there by eliminating
duplication; improving relationships and communication within DCPS and
between DCPS other levels of governance
- Moving to a posture of definitive accountability for programmatic and
- Spending less as a result of increased efficiency and accountability
due to austerity measures to address the budget gap
State of the Transformed Structure....
- Central administration consists of 717 newly-classified positions
and a realigned structure, which addresses austerity with greater
- Transformation yields $16.3 million in annual savings and 126 few
Abolish existing central office organization and replace with
transformed structure, which incorporates required budget austerity
NEXT PRIORITY TASKS
Establish definitive performance standards for all central office
employees and ensure that performance monitoring and assessment occur
Build cohesive teams and infuse organizational effectiveness and
accountability for the new structures and their respective functions
Define, by the start of the next fiscal year, financial processes and
discipline to empower key managers to effectively plan for program
deliverables, while ensuring there are no expenditures that exceed their
- Brief employees, May 1 & 2
- Issue notices, May 2
- Transition Services Available, week of May 6th
- Recruiting/Advertising, May 3-24
- Selections announced, June 3-24
- Separations effected, June 30
Employee Information and Assistance
- The Superintendent will continue periodic communications to keep all
employees abreast of the transformation
- A FAQ Sheet (frequently-asked-questions) will be attached to the
Superintendent's employee informational notice and shared at employee
- Information will also be disseminated via website bulletins,
transformation newsletter and DC28
- Telephone and e-mail "hotline" will be set up in OHR to
accept employee queries and ensure responses via email or phone within
- Starting the week of May 6th transition assistance services will be
provided by DCPS in conjunction with DC Department of Employment
Services and the US Department of Labor -- seminars,
resume-writing/interviewing workshops, job leads, counseling, etc.
- Recruiting information will be made available to employees on May
- Mechanisms are in place to grant current employees priority
consideration consistent with the competitive hiring process