Business Office SWOT Analysis 2016/2017

Transcription

1 Business Office

2 Business Office SWOT Analysis 2016/2017 Strengths (E.g., what do we do well?) 1. Internal Communication 2. Members of the Department are Team Players 3. Members of the Department are fully committed to the Normandy Schools Collaborative. Weaknesses (E.g., what areas do we need to improve?) 1. The Business Department consists of only three people. Internal controls and checks and balances processes can be a challenge. 2. There is a need to develop consistent processes and standard practices. Opportunities (E.g., what technology will help us do our job better?) 1. Job specific training, both on-site and online 2. Networking with colleagues in other school districts would be helpful. 3. Membership in SLASBO and other professional organizations. Threats (E.g., what obstacles does your team face?) 1. Communication with other departments 2. SISFIN Support from Tyler Technologies 3. Receiving inaccurate, incomplete or last minute information from others.

3 Business Office 2-Year Roadmap Members of the Business Department will: work with members of the Human Resources Department to strengthen communications and cooperation between departments. work collaboratively to develop consistent procedures and guidelines to be implemented within the department. work collaboratively with members of other departments, especially the Human Resources Department, to develop consistent guidelines and procedures to complete tasks that affect multiple departments. seek opportunities to secure improved IT Support (e.g., time clock, Tyler) for Business Office functions. Members of the Business Dept will: build upon improved communication and cooperation through joint, future planning and goal setting. review and revise newly created procedures while continuing to develop additional procedures as needed. work with members of the Human Resources Department to develop electronic procedures and processes, when possible, to streamline inter-departmental tasks. seek opportunities to upgrade technology and software to make departmental processes more efficient and reliable.

4 Communications

5 SWOT Analysis 2016/2017 Strengths (E.g., what do we do well?) 1. Responsive, support for other departments/buildings 2. Resourcefulness 3. Flexibility Weaknesses (E.g., what areas do we need to improve?) 1. Planning/Time management 2. Emphasis on quality AND response time 3. Parent Outreach Opportunities (E.g., what technology will help us do our job better?) 1. Training 2. Maintenance of technology, software 3. Improved cooperation/response from staff Threats (E.g., what obstacles does your team face?) 1. Staying abreast of latest technology, tools of the trade (training) 2. Budget reductions 3. Disengaged public/community

6 Communications 2-Year Roadmap Real, sustainable change is evolutionary, not revolutionary Continue Stabilization of Culture Develop uniform, branding standards for the Collaborative Seek opportunities to increase parent & community engagement Develop comprehensive communications plan Increase frequency of internal communications messaging Select new website vendor/host Progress Toward Steady State Continue community engagement/outreach initiatives Streamline communications processes and procedures Improve culture of supplier risk awareness throughout the enterprise Projected Maturity N/A Projected Maturity N/A

7 Facilities

8 Facilities SWOT Analysis 2016/2017 Strengths (E.g., what do we do well?) 1. Prompt 2. Flexible 3. Aim to please 4. Take pride in our work Weaknesses (E.g., what areas do we need to improve?) 1. Attitudes 2. Hiring experienced staff 3. Employee turnover rate 4. Quality of custodians and pay Opportunities (E.g., what technology will help us do our job better?) 1. Continuous Training 2. Updated equipment, maintenance vehicles, and forklift Threats (E.g., what obstacles does your team face?) 1. Employees not understanding 2. Lack of collaboration

9 Facilities 2-Year Roadmap Real, sustainable change is evolutionary, not revolutionary Continue Stabilization of Culture Continue developing and establishing sound operational procedures Offering relevant and stimulating professional development opportunities Continue to streamline custodial products Provide green cleaning products and procedures Ensure all schools are safe and secure Long-term planning for facilities (e.g., buildings, systems, etc.) Progress Toward Steady State Monitor maintenance of facilities Evaluate professional development opportunities, determine if need to expand/alter, etc. Improve culture of supplier risk awareness throughout the enterprise Monitor Preventative Maintenance time frames Projected Maturity 3.4 Projected Maturity 3.75

10 Food Service

11 Food Service SWOT Analysis 2016/2017 Strengths (E.g., what do we do well?) 1. Manage our cafeterias 2. Menu planning 3. Cooking 4. Work together as a team - to solve any problems Weaknesses (E.g., what areas do we need to improve?) 1. Hiring the experienced staff 2. Following the recipes 3. Uniform constant Opportunities (E.g., what technology will help us do our job better?) 1. New computers - haven t had new computer since Updated cafeteria equipment ex: dish machine, stove Threats (E.g., what obstacles does your team face?) 1. Some staff not willing to listen during training 2. We need staff leader to help cafeteria manager

12 Food Service 2-Year Roadmap Real, sustainable change is evolutionary, not revolutionary Continue Stabilization of Culture Monthly taste test on new items (1st 8/19/16 & 2nd 9/1/16) Spice bar for NHS & NMS Give students the menu items the want Offer new recipes to menu Warmed packaged items Progress Toward Steady State PTO - Food Show Continue to implement new recipes Continue to implement taste testing on new items Presentation of food Projected Maturity 3.4 Projected Maturity 3.75

13 Human Resources

14 HR SWOT Analysis 2016/2017 Strengths (E.g., what do we do well?) 1. Hold each candidate to the applicable process in terms of hiring, salary assignments, policies and procedures of the district. 2. Human Resource Customer Service Open door policy EAP One-on-One consultations Weaknesses (E.g., what areas do we need to improve?) 1. Directives given by others that deviate from HR processes Salary assignment, transfer of staff, staff mediation 2. Misalignment of policy with practice: Holiday pay for part-time staff Employee benefits Hiring and termination Employee compensable leave 3. High staff turnover Opportunities (E.g., what technology will help us do our job better?) 1. Seek effective Professional Development and training 2. Increase staff retention rate 3. Add Employee Incentives Years of service recognition Performance incentives for all staff Salary increases Bonus pay develop criteria Vendor discounts Health and Wellness opportunities Exercise facility on site Medical facility on site Align with insurance to provide massages for employees Attendance bonus Threats (E.g., what obstacles does your team face?) 1. Legal cases filed against NSC Not included in some decisions so that HR can act accordingly, yet held responsible for outcomes. Legal ramifications of actions in which HR was not included 2. No accountability for credentialed staff breaking contracts 3. Other school districts salary schedule with yearly raises

15 HR 2-Year Roadmap Real, sustainable change is evolutionary, not revolutionary Continue Stabilization of Culture Continue developing and establishing sound operational procedures Offering relevant and stimulating professional development opportunities Conduct Employee satisfaction surveys, now and year-end Align with various vendors to provide more substantive employee discounts on community services. Progress Toward Steady State Systematic review of all HR policies to bring to current practices and determine need for additional policies to be completed by end of 2017/18 school year. Evaluate professional development opportunities, determine need to expand/alter, etc. Continue to monitor employee satisfaction. Continue to improve overall employee retention rate. Perform survey of TalentEd database for current retention benchmark and repeat at year-end. Review results by department/facility. Projected Maturity 3.4 Projected Maturity 3.75

16 Superintendent s Office

17 Supt s Office SWOT Analysis 2016/2017 Strengths (E.g., what do we do well?) 1. MEES Principals Evaluation Model is established 2. Strategic Planning Model is implemented 3. Executive Leadership Evaluation model is established 4. Board Policy Monitoring and Management is established 5. All required Executive Level tasks have been delegated appropriately 6. Effective communication occurs with the Joint Executive Governing Board related to Board meetings, Agendas, and other Board related functions 7. Principals are supervised by the Superintendent with input from Assistant Superintendent for Academics and Support and the Director of Human Resources 8. Wraparound Services Comprehensive Model is implemented Weaknesses (E.g., what areas do we need to improve?) 1. MEES Principals Evaluation Model does not adequately account for both growth and progress toward re-accreditation, and therefore is not as informative or effective as necessary. 2. Embedded Professional Development model for Principals is required as a part of compliance for Focus and Priority Schools 3. While a Policy Review Committee exists, the Superintendent needs to do a better job of reviewing legislation and policies recommended by MSAB as well as provide the JEGB with more background material on proposed policies. Opportunities (E.g., what technology will help us do our job better?) 1. Googledocs for shared documents in professional learning articles, dialogue. 2. Accessing the National Center for Education and the Economy (NCEE) and National Institute for School Leadership resources 3. Partnering with external experts in each of the areas related to our Accountability Plan, district Literacy Initiatives Threats (E.g., what obstacles does your team face?) 1. Budget restraints may impact access to high-quality professional learning opportunities. 2. Ineffective policies related to discrimination and Title IX could impact overall culture of the district as well as set the district up for legal challenges. 3. Ineffective implementation of the MEES model will have a negative impact on school leadership.

18 Superintendent s Office 2-Year Roadmap Real, sustainable change is evolutionary, not revolutionary Continue Stabilization of Culture Develop and standardize MEES fundamentals for Principals. Pilot year one of a two-year evaluation model based on the MEES. Design an embedded professional development 2-year model for Principals Year one focuses upon deepening understanding of instructional leadership. Develop procedures and processes for policy management and monitoring Progress Toward Steady State Monitor, review and modify MEES two-year model. Focus Executive Functioning for Principals Review and monitor policy management procedures Projected Maturity 2.75 Projected Maturity 3.25

19 Technology

20 Technology SWOT Analysis 2016/2017 Strengths (E.g., what do we do well?) 1. Desire to do the job (we work with pleasant people) 2. Intrinsic motivations (we really enjoy helping kids) 3. Teamwork focus on continuous improvement 4. Mobility (we are using apps on Phone) 5. Helpdesk system keeps us focused on active requests Weaknesses (E.g., what areas do we need to improve?) 1. On-time arrivals (we need better time management) 2. Power Issues (we need battery back-up systems) 3. Sense of Urgency (we need to complete requests fast) 4. New Staff (we are still getting to know the environment) 5. Communication in the ticketing system (not using it well) 6. Collaboration Getting on the same page (lack of time?) Opportunities (E.g., what technology will help us do our job better?) 1. Use Prop-T funds to reconfigure our network (10 GB) 2. Change AP s to correct VLANs 3. Expand the use of Chromebooks 4. Deploy unused equipment for best use Threats (E.g., what obstacles does your team face?) 1. Rabbit holes (distractions or low-priority puzzles) 2. Frustrated Individuals Who Misrepresent Progress 3. Culture of apathy for vandalism (not reported quickly) 4. Theft of equipment (staff and student laptops) 5. Do not know some of our predecessors logins and passwords (Apple IDs)

21 Technology 2-Year Roadmap Real, sustainable change is evolutionary, not revolutionary Continue Stabilization of Culture Introduce Chromebooks Switch from 1Gb backbone to 10Gb backbone Update/Simplify the VLAN Structure Upgrade outdated desktops Thin client deployment (or abandonment) Improve 2-Way Communication through Helpdesk Recover ipads and Apple IDs Progress Toward Steady State Upgrade to Gigabit Internet Technology Strategic Planning Refresh Cycles Collection & Redistribution of Equipment Reimaging everything with everything already included Protected wireless for district devices Implementation of Learning Management System Consider Take-Home 1:1 Initiative Projected Maturity 3.75 Projected Maturity 4.5