SMARTIE Goals & Key Performance Indicators

What is a SMARTIE goal?

Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won’t produce better outcomes for marginalized communities, address disparities, or create belonging.

SMARTIE stands for Strategic, Measurable, Ambitious, Realistic, Time-bound, Inclusive, and Equitable. By incorporating an equity and inclusion component to your SMART goals, we're ensuring District 96's commitment to equity and inclusion is anchored by tangible and actionable steps.

What is a Key Performance Indicator (KPI)?

Key Performance Indicators (KPIs) are the critical (key) indicators of progress toward an intended result. KPIs provides a focus for strategic and operational improvement, create an analytical basis for decision making and help focus attention on what matters most.

Goal 3.2: The administration will alter current hiring practices to include seeking candidates with desired experiences that expand the diversity of experiences at the identified grade level and/or team.

Goal 3.3: The administration will review current certified and support employees recruitment practices and will implement strategies intended to have a positive impact on attracting a more diverse pool of candidates.

The demographic diversity of candidates (e.g., race, gender, and other protected classes) can only be tracked for candidates that provide this optional information.
The administration is working with our employment application submission service provider to determine how to best report this data.
This is more related to a process strategy rather than a SMARTIE goal.

Key Performance Indicator: Demographics / Diversity of Candidates

Goal 3.4: Eighty-five percent of all employees who voluntarily choose to leave the district will be invited to participate in an exit interview with a district office administrator.

Goal 3.5: The Superintendent will annually report the aggregate data for certified employees and the aggregate data for support staff employees that is collected from the exit interviews; as long as the number of exit interviews exceeds six participants (i.e., greater than six certified interviews or greater than six support staff interviews).

Key Performance Indicator: Employee Retention

Goal 3.6: The district will maintain a regionally competitive level of total compensation for both certified and non-certified employee groups.

Key Performance Indicator: Salary and Benefits

Goal 3.8: TBD - The baseline data and final process for administering the Baseline Pulse Check & End-of-Year Survey will be completed in 2022-2023. A SMARTIE goal using the initial survey data and the 5Essentials results may be written at a later date.