by Cornerstone OnDemand
Cornerstone OnDemand provides a set of tools that can be used together or independently to create a unified system for managing talent in a district. The three main parts of the system are Cornerstone Learning, Cornerstone Performance, and Cornerstone Recruiting. Each tool can be used alone or together as a suite. While each has its own core functions, the tools are all highly configurable and therefore end up looking different for each client that uses it.
Cornerstone Learning is a learning management system for district-wide professional development. Administrators can create their own content and/or integrate third-party content in order to build a bank of professional development resources. They can also create and attach assessments, assign content, and send out district-wide surveys. Teachers can search the repository for different types of content. They can register for courses (both in person or online), evaluate content, monitor their own progress, and track their credits.
Cornerstone Performance is a tool that allows teachers and administrators to set goals, create performance assessments, conduct observations, and monitor progress. When combined with Cornerstone Learning, it can prescribe a learning plan for teachers based on their evaluation data and professional teaching standards.
Cornerstone Recruiting is a tool that is used to manage the hiring process. Districts can create multiple custom recruitment homepages where they can post jobs. When applicants apply, they can immediately be filtered into the hiring process for the district, so that the right administrators can have access to and evaluate their applications. The tool can assign a “job match score” to each application that comes in and then filter them based on the district's requirements. All of an applicant’s information, including their job application is stored in a folder that also includes interviewer notes and email communication with the applicant.
Additional features for each product are are sold separately. These add-ons enable users to informally collaborate (i.e. Cornerstone Connect), track and manage courses of study (i.e. Cornerstone Certifications), develop career paths and plan for vacancies and promotions (i.e. Cornerstone Succession) adjust employee compensation (i.e. Cornerstone Compensation), and facilitate the onboarding process for new hires (i.e. Cornerstone Onboarding).
- Recruiting and interviewing potential candidates for employment
- Educator performance evaluations
- Content and assessment creation
- Content repository
- Professional learning management
Types of Schools Using It
The Cornerstone OnDemand suite has three main modules, with four additional modules that can be added on. It is configurable so the product can be sliced and diced to meet the needs of different districts. Therefore, K-12 customers include small, medium, and large districts, traditional public schools, charter schools, and nonprofits.
For example, large-sized districts like San Francisco Unified School District and Los Angeles Unified School District use Cornerstone to manage their professional development content and to differentiate training by creating PD pathways for individual needs. Medium-sized districts like KIPP Houston use it for performance evaluations as well as leadership development and succession planning. Education-based nonprofits like Teach For America use it for creating and assigning courses.
- Configure workflows and approvals
- Create content and integrate third-party content in a repository (content-agnostic)
- Create content assessments and evaluations
- Manage district-approved in-person trainings
- Assign content to individual users, groups, or to all users in the district
- Rate and review content
- Request and track credits
- Create multiple SMART goals, weigh them, and create action plans for them
- Create and administer performance assessments
- Perform teacher observations
- Monitor progress on goals and assessments
- Create multiple recruitment homepages with job boards
- Filter applications through job match scores
- Track interview status, communication, notes, and ratings for a candidate in one place
The Cornerstone OnDemand suite is highly configurable and has many features. District administrators can create their own workflows and turn features on and off themselves as they need. This flexibility and complexity is valuable for districts that have specific, detailed processes that administrators want to execute their own way.
In addition, the Cornerstone OnDemand suite captures a lot of data in each tool. The report builder allows district administrators to run complex reports on almost anything in the system. Also, if the district is using multiple tools, such as Cornerstone Learning and Cornerstone Performance, districts can compare data between the tools. This reporting feature opens the door for analysis of complex issues like which content is correlated with improved teacher performance.
Individually, Cornerstone Learning allows districts to integrate multimedia content such as videos and live webinars in the system so that teachers don’t have to leave Cornerstone to consume external content. In addition, the content creation tool includes assessments that can be attached to specific content.
When setting goals, Cornerstone Performance allows teachers to use a quantitative method for measuring the success of each goal (which can include student achievement data). Progress can be monitored on the individual action plans as well as the overall goals from a dashboard. It also allows administrators to create performance assessments and distribute those assessments to coaches and peers for a 360 evaluation. This feature enables a teacher’s overall performance to include the perspectives of their colleagues in addition to their self-evaluation and observation scores.
Lastly, Cornerstone Recruiting allows districts to post job openings on their own recruitment webpage as well as other job boards such as Edjoin. It can track the referral source so districts know from which sites most applicants are finding their job posting and can be more strategic with their recruiting. The district can also create thresholds to automatically discard or promote applicants based on their scores.
How It Works
To get set up, Cornerstone integrates with human resource information systems (HRIS) so that basic information such as user name and role, as well as official certificates or licenses can be automatically uploaded to each profile. Teachers and administrators can add additional characteristics to their profiles such as skills and interests.
The content repository in Cornerstone Learning is similar to Amazon.com. Amazon has a large online repository of products that customers can buy; some of the products are sold by Amazon, and some are sold by other companies. Similarly, the repository in Cornerstone Learning can include the district’s content as well as content from other companies that are district approved vendors.
District administrators can create their own online activities, upload their own catalog of in-person trainings, and create assessments to go with each one. To include their own activities, administrators upload an individual file, describe it, tag it based on the district’s teaching framework, and publish it to the repository. Districts can upload resources including media files, word processing files, presentation files, and embedded live webinars (i.e. videos, Word, PDFs, PowerPoint, GoToMeeting, and WebEx). Activities can be ordered individually or as part of a series of activities in a mandatory sequence.
In addition, administrators can enter the catalog of in-person trainings into the system. First, they configure the specific steps for registering, approving, and completing different trainings. Then, they manually add entries for each training including the date, location, description, cost, and the minimum and maximum available spots in the training. If the maximum number is met, a wait list is triggered. If the minimum number is not met, the training is automatically canceled.
Administrators can also create their own multiple choice or open response assessments for each piece of content. If the assessment is multiple choice, the system can grade it automatically. If it’s open ended, the activity facilitator can grade it manually. Grades are given as “pass” or “fail” and appear on a teacher’s “transcript” next to the assessment. Teachers may be required to retake an assessment until they receive a passing score. Teachers can also attach documents to assessments to provide additional evidence of their learning.
Permission rights govern who can upload and publish content. According to Cornerstone, most districts only allow district administrators and principals to create content. For example, Los Angeles Unified School District allows a group of about 300 district administrators to upload and publish content that teachers in the district can use.
If a district or an organization has a high volume of content that they want to upload (like Teach For America), Cornerstone can do it for them for an additional fee.
In addition to creating content, districts can integrate content from other providers into their repository (i.e. Edivation, Knowledge Delivery Systems). District administrators vet, approve, and pay for their own third-party content; Cornerstone works with the providers to integrate it. (The content chosen needs to be compatible with Cornerstone OnDemand. As of July 2014, the software is SCORM and AICC compliant.) Once Cornerstone integrates the third-party content into their system, district administrators tag each piece of content with any tags they want for filtering purposes.
Lastly, district administrators determine who can see published content based on each user's role in the district and the type of content. For example, administrators can allow math teachers to see only math content and IT staff to see only in-person IT trainings.
After district administrators add content to the repository, teachers can begin searching. When a teacher logs in, the teacher can search for any content that he or she has permission to view by sorting, filtering or using keywords.
The details include basic information like the date, location, description, registration deadline and cost. It also includes ratings and reviews submitted by other teachers.
If the content can be accessed anytime, such as a PowerPoint presentation or a recorded webinar, the teacher simply clicks “request” and it will automatically appear on his or her “transcript” to access immediately. If the content is an online or in-person activity such as a workshop or a live webinar, the teacher clicks “request” to register for it. The request is sent to an administrator for approval. When it’s approved, it appears on the teacher’s “transcript”. Administrators can configure all of these workflows to meet the approval process for their district.
The transcript is the teacher’s hub, where he or she can view all content and manage the status of his or her work.
Before a training, registered teachers receive an automated email reminding them about the date and time. Integrated content from other providers, including live webinars, are embedded into the platform so that teachers do not have to leave and go to an external website.
After completing content, teachers can take the assessment, attach artifacts, and submit it to the facilitator. Once the facilitator grades the assessment and marks the activity as complete, the teacher’s transcript is updated.
Teachers can rate and review content on a 5-point scale or through a written review to share their experiences and thoughts on how effective the training was.
The credits associated with each item are displayed and totaled. This list can be saved as a PDF and can be printed.
Moreover, teachers can request credit for and track content that’s not included in the repository, such as attending a national curriculum conference or external trainings. To do this teachers enter information on the event. The information that’s required is determined by administrators, but can include things such as cost, purpose, provider, and a detailed description. When a teacher has filled out all of the required information he or she clicks “submit” and the request is forwarded to an administrator for approval. If the credit is approved, the content will automatically appear on the teacher’s transcript.
Lastly, official certificates and licenses are automatically imported from the district’s HRIS. Automated reminders can be set up to let teachers know when their certification or licenses are about to expire so that teachers can make arrangements to renew them.
Administrators can assign content to teachers on an as-needed basis. Principals can assign specific content to a teacher, and district administrators can assign content to everyone in the district. The latter is often done to support district-wide initiatives and to distribute content required by law (i.e. safety, harassment etc.).
District administrators can also create multiple choice and open response surveys using the assessment creation tool and send them out to all users. Surveys are stand-alone assessments that appear as one piece of content in the transcript. Surveys have been used for needs assessments and feedback regarding the current professional development offerings.
Administrators also manage the operational tasks that go along with teacher professional development such as granting approval, grading, and providing teacher feedback. Depending on the workflow that the district sets up, administrators may be required to approve registration requests, mark individual activities as complete and approve credit requests. Administrators may grade individual teacher assessments and review artifacts. After grading the assessment as “pass” or “fail” the administrator marks the activity complete or incomplete for the teacher.
In addition, administrators can give individual teachers feedback in the form of “badges.” Badges are digital rewards or shout-outs for good work. District administrators predetermine the type of badges that will be available. Badges can either be simple affirmations (i.e. Way to Go!) or they can be affirmations with points attached. If points have monetary value, they can be accrued and cashed in for a reward. For example, a teacher might be able to cash in 20 points for a Starbucks gift card. (Cornerstone partners with an external organization to provide this feature.)
Lastly, administrators can run reports on many things including completion rates and attendance data. For required content (i.e. compliance content assigned to all users), administrators can receive a weekly email summarizing progress. See “Reports” for more information.
Cornerstone Connect is an additional product that allows teachers and administrators to informally communicate and share information in groups. Cornerstone Connect can be used by itself or as add-on to any product in the.
Administrators can set up groups of various sizes for many different purposes. For example, a group for the members of the School Decision Making Committee, a group for first year teachers, or a group for mentors and mentees. Group members can share web links, upload documents, and comment or “like” other members’ postings via a Facebook-esque news feed.
Teachers can also search for colleagues that are not in their groups by using a search field. Administrators can choose to keep the network school-based, or to expand it so that teachers from different campuses can connect.
Administrators can set various permissions, such as who can create groups, join groups or do mass sharing. According to Cornerstone, most school administrators are given administrator rights, but teachers are not.
Cornerstone Certifications (additional feature for Cornerstone Learning)
Cornerstone Certifications allows district administrators to build courses of study and accreditation plans. An administrator can design a series of pathways that teachers can follow in order to receive a specific certificate.
For example, to receive a certificate in “behavior management” teachers might be required to take courses on “setting expectations,” “positive feedback,” and “redirecting misbehavior,” and then to choose courses on either “student incentives” or “community influencers.” A certificate is awarded when the teacher completes the course requirements in the allotted amount of time.
Cornerstone Performance can be integrated with Cornerstone Learning and Cornerstone Recruiting as a tool for monitoring a teacher’s progress on their goals, performance assessments, and classroom observations.
When teachers and administrators login to Cornerstone Performance, one of the first things they do is create and assign goals. Goals are small, measurable targets that can be realistically achieved in one academic year. District administrators can create goals and assign them to all administrators and teachers in the district. Individual teachers can also create their own individual goals.
Goals can be created from scratch or modified from a bank of district-approved goals. After writing the goal, the user assigns a start date and an end date and aligns the goal to a “Goal Type.” Goal types are general categories determined by the district such as “Student Achievement” or “Teacher Professional Learning.”
After aligning the goal, it can be assigned a weight. This means that if a teacher has multiple goals for the year, some of them can contribute more to their overall goal completion score than others. For example, a goal about student achievement might be assigned a higher weight (i.e. 60%) and a goal about parental involvement might be assigned a lower weight (i.e. 10%).
Next, “tasks” and “targets” are added to each goal. This is much like a to-do list, or steps in a backward plan. Each task can be assigned dates and given a weight. These are like a teacher’s action plan for achieving a particular goal. Targets are the numeric measure used to track progress toward the goal. For example, a target might be receiving a 90% proficiency rating on one standard (i.e. student collaboration) on an annual performance evaluation.
Attachments can be added to goals, and student data from student information systems (SIS) can be integrated as targets. However, as of July 2014 no districts have integrated student achievement data with goals.
When a draft of the goal is complete, it is submitted to an administrator for approval. Teachers can track their progress on their dashboard which includes a progress bar showing what is complete and what still needs to be done. This is all self-reported.
Administrators can monitor the progress of school-wide goals and district-wide goals by running reports such as rate of progress and total completion. See “Reports” for more information.
In addition to goals, district administrators can create their own performance assessments. These are evaluations that can be filled out by specific individuals, groups of coaches, co-teachers, or by the teacher as a self-assessment.
Performance assessments are built differently for each role (i.e. teacher, assistant principal etc.) and are aligned to the district’s professional teaching standards or competency framework.
Once the assessment is built, it can be assigned in bulk to a large group of teachers by role, or individually. For a 360 evaluation on an individual teacher, the administrator distributes the assessment to that teacher’s colleagues. For example, a group of teaching assistants, classroom teachers, assistant principals and principals can all individually evaluate a teacher’s performance using the assessment created by the district.
District administrators can also create self-assessments.
When the assessments have been completed, teachers and administrators can see their average ratings for each standard or competency that was evaluated. The average rating includes all peer, manager, and self-assessment scores. Bar graphs are included for visualization.
Administrators can also perform teacher observations using a pre-made form to record their observations. The form is basically a set template with a checklist of professional teaching standards (chosen by the district). During an observation, the administrator checks the box next to each standard when evidence supporting the standard is seen. Then, the administrator adds his or her name, the date, and a proficiency rating from a drop down menu for each standard. An area for note taking is available and attachments can be uploaded. The template can be reduced for shorter observations such as a walkthrough.
If a district also has Cornerstone Learning, then Cornerstone Performance can generate a list of recommended content for teachers based on their competency rating. For example, if a teacher receives a low performance rating on “Standard 3: Differentiation,” Cornerstone Performance can create a list of recommended content that is aligned to “Standard 3: Differentiation” that the teacher can work through.
Each user has a “Snapshot” page in their profile for monitoring his or her progress at-a-glance. High level performance metrics such as a teacher’s latest assessment ratings, progress toward annual goals and learning plans are displayed (if they also have Cornerstone Learning). District administrators can configure the information that appears on this page. See “Reports” for more information about analyzing and comparing data.
Cornerstone Succession (additional product for use with Cornerstone Performance)
With Cornerstone Succession, users can actively identify career goals and administrators can plan for organizational promotions and vacancies. Succession has two components. One component, Career Center, allows educators to plan their career path. The other component, Succession Planning, allows district administrators to plan for vacancies and leadership development.
To use Career Center, the user must first choose his or her dream job. For example, a principal might want to be a superintendent or a teacher might want to be a curriculum specialist. Next, Cornerstone automatically aligns the user’s current credentials, responsibilities, and skills (from their profile) to the credentials, responsibilities, and skills required for their dream job. A profile match score is displayed. Activities that align to the user’s areas of growth are recommended, and if the district is using Cornerstone Recruiting, job opportunities are shown. If there are openings, the user can apply or refer a friend. This step takes the user to Cornerstone Recruiting if it’s being used by the district.
In addition, Succession Planning is a tool for reflection and strategizing around how to develop leadership opportunities for employees. The tool allows district administrators to label individuals with custom categories, then group them using interactive visual displays in order to evaluate them and plan for promotions and vacancies. This helps district administrators monitor and prepare for vacancies or promotions in a way that helps the district build capacity based on talent it already has.
Some districts have used this tool to monitor retention of top performers by labeling people as “high risk” of loss. Other districts have used this feature to plan for future school leaders by labeling people with degrees of potential (i.e. “high potential” or “medium potential”) and grouping them together.
Cornerstone Recruiting manages the interviewing and hiring process for a district.
Districts use Cornerstone Recruiting to help applicants find their job openings in two ways. The first is through a custom homepage with a job board. Applicants can go to the district’s main website and click on the link for jobs or careers. Districts configure these pages to look very similar to their main website (i.e. color, logo, font). The applicant can browse through the postings on the job board and click “apply now” if they are interested.
The second way an applicant can find a district’s job postings is through an external website such as LinkedIn or K12Jobspot. Cornerstone can integrate with external sites (i.e. Edjoin) so that when an applicant finds a job posting on another site and clicks “apply,” the applicant is sent to the district’s Cornerstone Recruiting homepage to login in and apply.
After applying for a job, the applicant’s completed application (i.e. cover letter, resume) is submitted and stored in Cornerstone Recruiting. In addition, if a district is using a screening tool such as Gallup or TeacherMatch, the results can be integrated into the applicant's profile (This is usually a step in the application workflow: the applicant clicks a link, goes to the site to take the assessment, and then returns to their application in Cornerstone Recruiting.) The district can determine a minimum score for these screening tools. If the applicant scores above or below the threshold, the tool automatically promotes the applicant to the next stage or dismisses the application.
Cornerstone Recruiting can also automatically calculate a profile match score and display this information visually with bar graphs. This score is a percentage of the criteria an applicant has (i.e. five) over the total criteria listed in the job description (i.e. 10). The score ranges are determined by the district.
Cornerstone Recruiting can be configured to reflect the district’s current interviewing process, selection process, and hiring process. Administrators can schedule interviews and communicate directly with candidates and colleagues through communication threads that are tracked and attached to an applicant's profile. They can also see where each candidate is in the interview process through a graphical representation of the candidate pool. After an interview, administrators can rate and write comments about each candidate in the candidate's profile so that all informal and formal communication is kept in one place.
Cornerstone Recruiting tracks and reports data on many things including:
- the number of available openings by job type
- the total applicant count for each opening
- the total number of candidates currently interviewing for each opening
- the target hire date
- the referral source (i.e. Edjoin)
How It Is Used
According to Cornerstone, as of summer 2014 most of their K-12 clients use one module, sometimes two, and rarely three. Cornerstone Learning is the most popular singular module used, followed by Cornerstone Performance. The least used module, Cornerstone Recruiting, is the newest and was released in the spring of 2012. The most popular combination of modules is Cornerstone Learning and Cornerstone Performance. Cornerstone Succession and Cornerstone Connect are the most popular feature add-ons.
With some financial support from the KIPP Foundation and Cornerstone OnDemand Foundations, KIPP Houston adopted Cornerstone’s Performance and Learning modules in 2010. KIPP Houston has around 1,500 employees serving about 10,000 K-12 students.
KIPP Houston chose to use Cornerstone Performance because they wanted to develop a common evaluation system that was digital, centralized (i.e. information all in one place), scalable, and could track performance data over time across their 21 Houston area schools.
Tracking skill and competency performance in one place, over time was important to KIPP Houston in order to identify district-wide trends and gather insights on talent retention strategies. In addition, having the entire workforce’s performance information over time in one system made succession planning more efficient. KIPP Houston uses Cornerstone Succession to make advanced plans for job openings at multiple levels, which can be common for a growing organization with a fairly mobile employee population.
KIPP Houston also uses Cornerstone Learning as a content repository and PD delivery system. Teachers and administrators work on courses and content that are aligned to their goals, skill gaps, competency, and compliance needs.
San Francisco Unified School District uses Cornerstone Learning and Extended Enterprise. Extended Enterprise is a feature that allows external users, such as private school teachers who are not employed by the district to use an externally-facing version of Cornerstone, which my include the ability for individual users to purchase content. SFUSD has a legal obligation to provide professional development for teachers in their county even if they’re not employed by SFUSD (i.e. private school teachers). Using Extended Enterprise is a way for the district to meet its obligation, efficiently integrate its content, and keep the data separate.
Teach For America uses Cornerstone Learning to deliver and track courses and professional development programs for new teachers. They used the Learning module to deliver an online program called “Round Zero” for their new teachers. They uploaded their instructional materials and sequenced them, created aligned assessments, and then assigned the curriculum to their new teachers as additional training and support before the school year started.
Green Dot, a charter school network in Los Angeles, was using Cornerstone Performance to evaluate teachers and perform observations. Originally, the network had set up the module to allow student data from their SIS system to be integrated into the performance rating of each teacher. However, during implementation the network decided not to move forward with the integration. The network also uses Cornerstone Learning to train non-teaching employees, and Cornerstone Performance to evaluate home office staff.
Reporting features are included within each module. There are two types of reports a user can run: standard reports and custom reports. Data integrated from other sources (i.e. HRIS, SIS, payroll data,) can be included in both types of reports. Reports can be scheduled, emailed, and exported to Excel.
Standard reports have a pre-made framework or template; only basic data sets from one single module can be compared. For example, a district administrator using Cornerstone Performance could run a report on the total number of observations that principals in the district completed within a month, or a principal could run a report on how many teachers at his or her school received a “proficient” rating on the last performance assessment. An administrator using Cornerstone Learning could run a report to find out which resources were favorites among teachers throughout the year, or which resources were used the most over the course of the year.
Custom reports allow administrators to build their own reports using more specific data sets to compare relationships. This includes pulling data across modules. Data from multiple modules, like Learning and Performance, can be compared. For example, an administrator could create a report to compare teachers with improved performance and the learning resources they used in order to determine trends in resource effectiveness. Moreover, if data from a district’s SIS is integrated, correlations with student achievement can also be compared.
Setup & Implementation
Cornerstone works with a team of district administrators to determine what is needed to get the tool setup for the district (i.e. content uploaded, HRIS integrated etc.). Next, Cornerstone trains a few dedicated district administrators on how to configure each feature within a module. These individuals become the district’s Cornerstone experts and the liaisons for training, configuration and support for the tool.
Districts can be responsible for designing and executing their own implementation plans and can choose to purchase additional setup and implementation services from Cornerstone. Setup and implementation typically lasts 8-12 weeks per module.
Cornerstone offers a menu of additional setup and implementation services for districts to purchase. These services can be either online, in-person, or both. Cornerstone also offers consulting services such as change management for a district-wide implementation that might include defining the process, scheduling tasks or organizing workshops.
According to Cornerstone, implementations that are most successful happen in districts where at least one district administrator’s time is partially allocated (i.e. 30%) to managing the tool and supporting users.
Cornerstone OnDemand has a support hotline where customer support specialists answer calls 24/7 in the order that they are received. The hotline has restricted access and only five to 10 district-approved administrators can call the number for help. Additional licenses are available for purchase. A premium support model is also available for districts that want a dedicated support team.
Cornerstone also assigns each district a Client Success Manager. These Managers are Cornerstone representatives that are out in the field and are available to help district administrators with configuration and answer general questions. Client Success Managers can provide services like trainings and software configuration support.
Cornerstone integrates data from other software providers that are willing and able to have their data integrated into the Cornerstone interface. Cornerstone wants to provide a platform and user experience that allows data from external sources to populate and enhance pre-existing Cornerstone software features.
Cornerstone has previously integrated with human resources information systems (HRIS) for employee information, financial software systems for compensation data, student information systems (SIS) for student achievement data, recruiting websites for job posting referrals, interviewing tools (such as HireVue and Gallup), and third-party content providers that are SCORM and AICC compliant.
Cornerstone will work with districts and other software providers to figure out a way to integrate their data into the Cornerstone system if it hasn’t been integrated before.
Cornerstone gives district administrators access to internal tools and rules, and then allows them to design their own experience by configuring the modules according to their needs.
In addition to workflow, administrators with permission can adjust the appearance of web pages, the types of data that appear on dashboards, the way data is displayed on dashboards, the characteristics of a feature or process, and more. These administrators can also set up the permission rights so that some features in the tool can be configured by people with restricted rights. For example, a district administrator can setup the permissions so that school administrators can configure their school’s dashboard.
If a district wants a feature that the software currently does not have or cannot do, a district can submit an enhancement request to their Client Success Manager to see if Cornerstone will build the feature for an additional fee. Enhancement requests that benefit the majority of Cornerstone users have a much higher probability of being built. Cornerstone does not regularly build custom features for individual districts or users.
Cornerstone Learning, Cornerstone Performance, and Cornerstone Recruiting are considered the basic product offerings. Each one is sold separately, but discounts apply when multiple modules are purchased together. For an additional cost the following tools can be added: Certification, Connect, Succession, Compensation and OnBoarding. Average annual license fees range from $5 to $25 per user, per module, depending on the size of the district and that type and number of modules purchased. The cost of implementation services vary based on the implementation model chosen.
Are you a teacher or administrator who has used this product? Be the first to share your experiences with others by writing a Case Study: