running an effective hr department using best practices for your school district aaee conference...
TRANSCRIPT
Running an Effective HR Department
Using Best Practices
for Your School District
AAEE Conference
November 9, 2015
Justin L. Schooley, Ed.D. Associate Superintendent of Human ResourcesBerkeley County Schools, 401 S. Queen St., Martinsburg, WV [email protected], 304.267.3500
Sponsored by:
AASPA The American Association of School Personnel
Administrators provides leadership in promoting effective human resource practices within education through professional development activities and a broad based resource network.
AASPA has been in existence since 1938, and is the only organization that specifically targets and represents school human resource professionals.
Vision: Mission: AASPA will be the school human resources association of choice.
AASPA will provide every member with services, resources, and information vital to successful school HR practices in the interest of students.
Purpose
Overwhelmed!!
Overwhelming!
When the flexible concept of HRM emerged in the 1980s, in the times of
Thatcherism and Reaganomics, it “could not help but look more desirable
than personnel management”
(Hope-Hailey).
From Personnel Management to Human Resource Management
HRM-type themes, including 'human capital theory' and 'human asset accounting' can be found in literature dating as far back as the 1970s.
Modern view: Human resource management first gained prominence in 1981 with its introduction on the prestigious MBA course at Harvard Business School. The Harvard MBA provided a blueprint for many other courses throughout North America and the rest of the world, making its interpretation of HRM particularly influential
These ideas spread to other countries in the 1980s and 1990s, particularly Australia, New Zealand, parts of northern Europe - especially the UK, Ireland and Scandinavia - and also South and South-East Asia and South Africa.
Today, the HRM approach is influential in many parts of the world.
Occurrence of Change
Personnel management is more administrative in nature
dealing with payroll, complying with employment law, and handling related tasks.
Human resources is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
Human resources is described as much broader in scope than personnel management:
incorporate and develop personnel management tasks create and develop teams of workers for the benefit of the
organization a primary goal of human resources is to enable employees to
work to a maximum level of efficiency
Difference between PM and HRMThe difference can be described as philosophical.
Difference Between PM and HRM
Personnel Management Human Resource Management more administrative in nature, dealing
with payroll, complying with employment law, and handling related tasks
include administrative tasks that are both traditional and routine
employee satisfaction provides the motivation necessary to improve job performance
responsible for managing a workforce as one of the primary resources that contributes to the success of an organization.
involves ongoing strategies to manage and develop
Human resource management holds that improved performance leads to employee satisfaction.
With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.
Professional change management The shift in the core values of employees to
empowerment, ownership, and accountability has created a work force that will embrace change as long as they are part of the process. With the introduction of today’s new business
values, employee resistance should be expected.
Business Today
Jack Welch: The Role of HR
Areas of Responsibility
Recruiting and screening applicants Staff selection and employment Personnel records and data systems Substitute employment Compensation administration Employee relations Benefits/risk management Staffing controls Staff development Other duties assigned
What are the responsibilities of your Personnel Department? Human Resources Department? Human Management Capital Department?
Compliance Issues
Think like an attorney Know what conforms to the law and what
does not Establish relationships Join interdepartmental teams and much, much, much more….
Information & Data
Gathers necessary information and keeps it updated
• Personnel Files• Human Resources Information System
Medical/HIPAA files
Investigation files
Recruiting Activities
College and career fair recruiting Vacancy advertising – internal and
external EEOC programs in place Recruitment plan Easily accessible application forms and
process
Student and Teacher Demographics
© 2015, Battelle for Kids.
Our students are diverse!•Students of color make up more than 40 percent of the public school population, while teachers of color make up just 17 percent of the profession (Boser, 2011).
•Racial and ethnic minorities comprise more than half of Americans under the age of five (U.S. Census Bureau, 2013).
•By 2050, no racial or ethnic group will constitute a true majority in the United States (U.S. Census Bureau, 2013).
•In the 2009–10 school year, more than 80 percent of bachelor’s degrees in education were awarded to non-Latino white students. Seventy-five percent went to women (American Association of Colleges for Teacher Education, 2013).
•Most states have a teacher diversity gap, and at least 20 states have a differential of 25 percentage points or more between students and teachers of color (Boser, 2011).
•Other demographic changes include shifts in religious affiliation, a growing number of students from low-income families, and more English language learners.
© 2015, Battelle for Kids.
1. Growing teachers and leaders
2. Expanded online recruiting efforts
3. Partnerships with alternative certification programs
4. Employee referrals
5. Recruitment stipends
6. Leadership training
7. Building and communicating a brand
8. Leveraging partnerships
Eight Strategies for Increasing Diversity through Recruitment and Hiring
Employment Activities
Staffing projections Position control New hire documentation Screening of candidates Interviewing of candidates Selection of candidates Teacher certification
Immigration Reform & Control Act – Verifying Legal Status
I-9s IRCA requirements State requirements What documents? Where do you keep
such documents? How long do you keep
these documents?
Employment Activities
Employment contracts Transfer requests Substitute coordination Letters of reasonable assurance Job description development Employee handbooks and procedure
manuals
Training and Development Activities
Orientation and induction of new employees
Performance appraisal management Tuition aid/scholarships Skills/supervisory training and
development
Compensation Activities
Wage and salary administration Payroll administration
Executive compensation Budget estimates for pay increases
Incentive pay plans Job analysis
Wage Payment Issues:Every state has a wage payment
statute in addition to FLSA
Benefits Administration
Leave policy administration Insurance benefits administration Retirement plan administration Unemployment compensation Flexible spending account administration Compliance with federal laws, i.e. COBRA,
FMLA
Employee Services Activities Employee assistance programs Counseling about employment issues Management of student teacher
assignments Pre-retirement counseling, retirement
planning
Reduction-in-Force procedures
Personnel Recordkeeping Activities
Personnel recordkeeping Promotion/transfer/separation processing
HR information systems Reports to school board State and federal reports
Employee and Community Relations Activities
Disciplinary procedures Exit interviews Complaint procedures Recognition programs Climate surveys Union/labor relations Periodic communications to employees
Negotiating & Policy Writing
Collective BargainingKnows the mandatory topics of bargainingNegotiates on behalf of the Board Knows the CBA Manages the CBA Trains others on the CBA
Board Policy Writes compliant Policy Knows the Policy Manages the Policy Trains others on the Policy
Discipline
Focus on the Facts Are your rules performance and behavior
published? Is there documentation to support the
disciplinary action? Is the discipline administered
consistently? Document, Document, Document…
Termination/Resignation:Keeping Out of Court or Staying Afloat IF you Can
Tell the truth on why employee was discharged
Document performance problems Follow and check your poilces Ensure accurate performance evaluation Suspend before discharge (due process) Carefully respond to EEOC and State Human
Right charges
Termination/Resignation:Keeping Out of Court or Staying Afloat if you Can
Be aware that whatever reason you provide the Bureau of Unemployment Compensation
Is it consistent with the reason given to the employee?
Ethics and HR Management
HR’s Role in Organizational Ethics: HR management plays a key role as the “keeper and voice” of organizational ethics.
What is Ethical Behavior? What “ought” to be done. Dimensions of decisions about ethical issues in
management: Extended consequences Multiple alternatives Mixed outcomes Uncertain consequences Personal effects
Ethics and HR Management
HR’s Role in Organizational Ethics: Responses to Ethical Situations
Are guided by values and personal behavior “codes” that include:Does response meet all applicable laws, regulations,
and government codes?Does response comply with all organizational
standards of ethical behavior?Does response pass the test of professional standards
for ethical behavior?
Decision-Making Cheat Sheet…
Resources
Your District’s:
US Department of Labor FMLA Wage and Hour JAN
EEOC
US DOJ/Civil Rights ADA
State Licensure/ Certification Site
Your District’s•Legal Counsel•CBAs•Board Policy Evaluation Plan(s)•Employee Handbook/ Manual(s)•An HR Mentor•State School Code•State Pension Sites
Resources -Professional
American Association of School Personnel Administrators (AASPA)
State-Level Organizations
Society of Human Resources Management (SHRM)
Questions?
American Association of School Personnel
Administrators913.327.1222 – Office / 913-327-1223 – Fax
11863 W. 112th Street, Suite 100 Overland Park, KS 66210
http://[email protected]
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Justin L. Schooley, Ed.D. Associate Superintendent of Human ResourcesBerkeley County Schools, 401 S. Queen St., Martinsburg, WV [email protected], 304.267.3500