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Mecosta Osceola Personnel Cooperative “ Sit Down vs. Drive Through” NASB March 2008

Mecosta Osceola Personnel Cooperative “ Sit Down vs. Drive Through” NASB March 2008. Mecosta-Osceola ISD Curtis Finch, Ph.D. Superintendent Darlene Fuller, MOISD Board Member Ron Bongard, MOISD Board Member. Structure. Questions at any time!. ISD Info Description of Cooperative

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Mecosta Osceola Personnel Cooperative “ Sit Down vs. Drive Through” NASB March 2008

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  1. Mecosta Osceola Personnel Cooperative“Sit Down vs. Drive Through”NASB March 2008 Mecosta-Osceola ISD Curtis Finch, Ph.D. Superintendent Darlene Fuller, MOISD Board Member Ron Bongard, MOISD Board Member

  2. Structure Questions at any time! • ISD Info • Description of Cooperative • “Good to Great” Summary • Formation of Cooperative • Design of Cooperative • Methods of Operation • Rewards of Collaboration • Contact Information

  3. MOISD • 10,000 Students • Six (6) Districts – 5 Public and 1 Charter • Rural • 1100 Square Miles • As large as Rhode Island • Ferris State University • $18 million Operating Budget • 240 Employees

  4. What is an ISD/RESA? • 57 ISDs/580 local school districts • ISD Board Members elected by Local Boards • Mecosta-Osceola ISD • General Education • Technology • Early Childhood • Professional Development • Special Education Center • Career and Technical Education • Service organization designed to diffuse individual district “extreme” cost programming by consolidation

  5. MOISD Schools • Big Rapids (2300) • Chippewa Hills (2700) • Crossroads Charter Academy (625) • Evart (1150) • Morley-Stanwood (1600) • Reed City (1800)

  6. MOP Co-Op Services • Maintenance • Boiler Certification • Electrical Certification • General Education • Pupil Accounting • Title I Services • Early Childhood • Literacy Consultant • Technology • Computer Technicians • Network Technician • Data Coaches • Financial Services • Accounts Receivable & Payable • Budget Development 2007 Winner’s Circle Award

  7. Competing ISD Philosophies • Two Different ISD/RESA Philosophies A: “Here are the services we offer, which ones of these would you like to use?” B: “How can we change to deliver the services you want and need?” • 70% A – 30% B • Economics has magnified the different approaches

  8. Catalyst for Collaboration? • Fear of change • Fear of other school district’s strengths • School of Choice • MEAP/ACT/SAT Scores • You need SOMETHING to bring the districts together – You can not force real collaboration! • Personality? • Event? • Geography? • Common Needs? • Common Problems? • “Good to Great” was our catalyst!

  9. History of MOISD Shift • “Good to Great” by Jim Collins • Local Superintendents • Administrative Team • MOISD School Board • Grad Students analyzing top companies looking for “great” • Adopted Concepts & Principles • “Service” – Guiding Mission • Collaboration = Cooperation

  10. Good to Great

  11. Level 5 Leadership First Who ... Then What The Flywheel and the Doom Loop Confront the Brutal Facts(Yet Never Lose Faith) Technology Accelerators The Hedgehog Concept A Culture of Discipline

  12. First Who…Then What • Get the Right People on the Bus and Then Figure Out Where to Drive it • Not a Genius with a 1,000 Helpers • It’s Who You Pay, Not How You Pay Them • Rigorous, Not Ruthless • When in doubt, don’t hire, keep looking • When you know you need to make a people change, act • Put your best people on your best opportunities, not your biggest problems

  13. Great Quotes

  14. Confront the Brutal Facts(Yet Never Lose Faith) • Facts Are Better Than Dreams • A Climate Where the Truth is Heard • Lead with questions, not answers • Engage in dialogue and debate, not coercion • Conduct autopsies without blame • Build “Red Flag” mechanisms • Unwavering Faith Amid the Brutal Facts • The Stockdale Paradox

  15. Great Quotes

  16. The Hedgehog Concept(Simplicity within 3 Circles) • Hedgehog or Fox? • The Three Circles • Understand What You Can and Cannot Be Good At • Insight Into Your Economic Engine – What is Your Denominator? • Understanding Your Passion • The Triumph Over the Bravado

  17. Great Quotes

  18. A Culture of Discipline • Build a Culture Around an Idea of Freedom and Responsibility, Within a Framework • Fill That Culture with Self-Disciplined People Who Are Willing To Go Extreme Lengths to Fulfill Their Responsibilities. • Don’t Confuse Culture of Discipline with the Tyrannical Disciplinarian • Adhere to the Hedgehog Concept

  19. Great Quotes

  20. Technology Accelerators • Technology and the Hedgehog Concept • Technology As An Accelerator, Not a Creator, of Momentum • The Technology Trap • Technology and the Fear of Being Left Behind

  21. Great Quotes

  22. The Flywheel and the Doom Loop • Buildup and Breakthrough • Not Just a Luxury of Circumstance • The “Flywheel Effect” • The Doom Loop • The misguided use of acquisitions • Leaders who stop the flywheel • The Flywheel as a Wraparound Idea

  23. Great Quotes

  24. Characteristics of Level 5 • Humility + Will = Level 5 • Ambition for the Company: Setting up Successors for Success. • A Compelling Modesty • Unwavering Resolve…To Do What Must Be Done • The Window and the Mirror

  25. Great Quotes

  26. Secrets to Success • “Good to Great” vs “Deep Change” vs “The Tipping Point” vs? • Common Language/Vision • Relationships • Time and Timing • Trust • Results bring Customers • Commitment by Board(s) of Education • Commitment to goals despite movement in and out by participants

  27. GOOD TO GREAT APPLICATIONS

  28. Needs/Variables: • Resources shrinking • Internal expertise not keeping pace • Cost for expertise increasing • Collaboration opportunities are at all time high • Third party or ours? • How can we increase expertise and share costs without cutting local jobs?

  29. Philosophy: Sit Down vs. Drive Through • Roadblocks – “Sit Down” • Timing of districts to join the group • Retirements vary • Job losses • Financial & emotional risk up front • Whenever Ready – “Drive Through” • Spring board for more Collaboration • Demonstrate Commitment to Locals/Others • Don’t wait to start until the “timing is right”!

  30. Formation • Road Trip to Manistee ISD & Charlevoix RESA in Northern Michigan • Studied structure & concepts • Built upon Business Functions • Worked with Local Supers on needs • Designed Co-Op to meet needs • Worked with Dave Olmstead – Thrun Law Firm of Lansing, MI on legal formation document (517-374-8773 – available on-line)

  31. Basic Structure • Advisory Council made up of seven board members – one rep for each • Original Cooperative Agreement signed by all School Boards, MOISD, & Charter School (available on-line) • Advisory Council wrote “policy” and “procedure” manuals (available on-line)

  32. Organizational Structure

  33. Employees • All MOP Co-Op employees – • “At-will” • Built on “Market” value • Local and ISD “contacts/supervisors” • Covers areas of finance, maintenance, technology, and general education • MOISD responsible for unemployment, discipline, payroll, etc.

  34. Hidden Rewards • Employees are “family” vs. out-source • Expertise rises exponentially • Ability to share in emergencies • Cross Training • Lower Vulnerability • Program Alignment • Common Vision for Two Counties • Increase “Value” of ISD to Locals • Increase Trust with other systems

  35. Process • Superintendents/Boards discuss trends/needs • Districts have retirements/movement • Request an employee/part of one • MOP Co-Op Advisory Council recommends direction/hire • MOISD approves hire • Employee works in local district(s) for the MOP Co-Op • Evaluated/supervised cooperatively by both the ISD and the local

  36. MOISD Board Role • All employees come through Co-Op • All agreements signed together • MOISD responsible for Unemployment • Shape Co-Op Vision • Made Choices to “Front Load” Ideas • Approve Policy and Procedure Changes • Approves Annual Budget and Priorities • Promotes MOP Co-Op throughout districts and connections

  37. MOP Co-Op

  38. MORE REWARDS OF COLLABORATION • Common ISD Calendar • ISD Special Education Millage • Trimesters w/ Common Start Time • SuperTechs group • Pearson D.A.T.A. Project • Skyward SMS Purchase • Wide Area Network • Increase in Career Center use

  39. Access Documents • Access Website for “Good to Great” documents (www.moisd.org) • Under Administration and Superintendent Icon • “Vision” Document • Graphics

  40. www.moisd.org

  41. Good to Great Vision Documents

  42. Access Documents • Access Co-Op documents on MASA (www.gomasa.org) • PowerPoint • Co-Op Agreement • Policy and Procedure Manuals • “Resources/Archives” • “ISD Related” • At the bottom of the screen

  43. http://www.gomasa.org – Resources/Archives

  44. “ISD Related”

  45. MOP CO-OP Documents

  46. More Info?… • Call: 231-796-3543 • cfinch@moisd.org • Come Visit . . . Big Rapids, MI • Questions?

  47. To Be Great, Don’t Think of Yourself as Great! • The key driving force in greatness is to always look to do better.

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