Goal 2: School and District Culture - Hopkins Public Schools

School and District Culture text and white connection icon on a light blue background

Under the School and District Culture goal area of the Hopkins Strategic Plan, as a district, we will increase wellness by building a workplace culture that is safe and caring. We will experience wholeness by increasing trust, sharing power, and ensuring people are of equal worth.

There are two objectives of the School and District Culture goal area: Living into Core Values (Authentic Inclusivity, Intentionally Adventurous, Optimistic Innovation, Humility of Heart, Vigilant Equity, Love) and Optimal Talent Management.

Using the tabs below, browse the objectives and deliverables of each of the projects.

Living Into Core Values
Optimal Talent Management

Living Into Core Values

The objectives and deliverables that will help us achieve Living Into Core Values (Authentic Inclusivity, Intentionally Adventurous, Optimistic Innovation, Humility of Heart, Vigilant Equity, Love), includes:

Objectives	Deliverables
Optimistically Cultivate Innovation	Lab Operating System Student-led innovation and voice systematized
Pursue Vigilant Equity	Anti-racist behaviors and action demonstrated reflected by all staff (including anti-racist training) District-level anti-racist accountability team Anti-bias / equity ombudsperson and accountability measures Equity at center of all district policy
Create Safe and Welcoming Schools that are Authentically Inclusive	Holistic safety model Increased student wellness & mental health support Increased staff wellness & mental health support Restorative practices & adult SEL practices
Foster Collaboration Between Teachers, Schools, and Families	6th & 9th grade teacher collaboration process implementation School and family collaboration systemization

Optimal Talent Management

The objectives and deliverables that will help us achieve Optimal Talent Management, includes:

Objectives	Deliverables
Workplace Culture Development	Create a flattened hierarchy with shared power (including negotiations and collaborative solutioning) Recognition and engagement of critical support service roles (including nutrition, drivers, clerical, custodians, etc.)
Pipeline, Recruitment and Selection Improvements	Reimagined recruitment for candidates of color and specialized positions Implement multiple pathways for teacher licensing and hiring (teacher prep academy or pipeline)
People Engagement, Development & Retention	Make improvements to staff induction & onboarding Reimagined personal and professional learning for all staff Reimagined teacher growth & evaluation tool that is anti-racist and centers student voice