Rochester City School District Department of Human Capital Initiatives
|
|
- Melvin Robertson
- 6 years ago
- Views:
Transcription
1 Rochester City School District Department of Human Capital Initiatives OPERATING PLAN School Year November 6, 2008 Dr. Michele Hancock 1
2 Rochester City School District Priorities and Core Values Vision Ensuring that every child in Rochester has access to world class content taught by world class teachers in schools led by world class leaders Core Values Achievement Improving student achievement through a laser-like focus on teaching and learning with an emphasis on results. Equity - Equitable distribution of resources based on the needs of schools and students. Accountability Use of data to ensure that we hold adults accountable for the success of all students. 2
3 Priorities 1. Goal: Increase academic performance of all students literacy and mathematics curriculum with embedded assessments) Priority Activities: Create first ever Principals Leadership Academy with assistance from SED through a Wallace grant District-wide literacy intervention plan Secondary School reform plan Enhanced summer school Enhanced afterschool program Better service delivery for English Language Learners (ELLs) and students with disabilities Redesign alternative education Metrics: Aggregate ELA scores grades 3-6 will increase by X% over Aggregate ELA scores grades 7-8 will increase by X% over Aggregate math scores grades 3-6 will increase by X% over Aggregate math scores grades 7-8 will increase by X% over Cohort high school graduation rate will increase by 5% over Goal: Move from Compliance to Performance at the school and Central Office level -Focus on Accountability Metrics: Create a performance management system for district Create benchmark performance for each school and each cluster 3
4 Priorities 3. Goal: Create Higher Quality School Options to provide a portfolio of choice for students and to Better Compete with Surrounding Districts Metrics: TBD 4. Goal: Devolve Additional Decision Making and Resources to Principals while holding them accountable for student achievement and providing high quality service Priority Activities: Restructure human resources to human capital management Move to school-based budgeting 5. Goal: Raise parental involvement and participation Metrics: TBD 6. Goal: Improve Safety and school tone Metrics: TBD 4
5 Operating Plan - Contents I. Department Overview II. Department Accomplishments / Objectives III. Accountability / Performance Management IV. Organization Chart CONFIDENTIAL DRAFT 5
6 Operating Plan - Contents I. Department Overview The Department of Human Capital Initiatives is comprised of three interrelated components (administration, management, initiatives). HC administration component consists of compensation, benefits, employee assistance, research and information systems. HC management functions include selection and staff, planning and performance management systems. HC initiatives consists of training and development, organizational and career development. The two key operating principles are to: 1) invest in people to maximize value while managing risk to increase performance capacity of RCSD employees; and, 2) align policies to support the RCSD s shared vision that is, the mission, vision for the future, core values, goals and objectives, and strategies by which the district has defined its direction. II. Department Accomplishments / Objectives To develop strategies that enhance the value of its employees and focus their efforts on RCSD s shared vision. To integrate HR functions through workforce planning that explicitly links to the district s core practices to human capital approaches, i.e., knowledge-sharing within the department and across the organization. To foster committed leadership among HCI employees who act as drivers of continuous improvement and whose styles and substance are in accord with the district s mission and its own character. To recruit, hire, develop, and retain employees with the character, multidisciplinary knowledge and skills to embrace and act on the district s core values and equipped to achieve the district s mission. To assist in building a performance culture that empowers and motivates employees while ensuring accountability and fairness in the workplace. Accomplishment: Initiate the restructuring process of HR management to function as the Human Capital Initiatives Department through execution of policies and practices reflective of strategic planning & alignment, leadership & knowledge management, talent management, and accountability in support of a resultsoriented performance culture. CONFIDENTIAL DRAFT 6
7 Operating Plan - Contents III. Accountability / Performance Management Measure and assess all human capital administration, management, and initiative systems for mission alignment, effectiveness, and efficiency. Review and evaluate audit information to execute recommendations. Implement actions to improve human capital programs and processes and correct deficiencies. Ensure results are analyzed and reported to senior level management. IV. Organization Chart (See next page) CONFIDENTIAL DRAFT 7
8 Organizational Structure HCI Departmental Organizational Structure Word Processing Operator Position Control Specialist Chief Human Capital Officer Confidential Secretary Certification Specialist CIT Coordinator (Clerk II Typist) Exec. Dir. Of Coaching & Diversity Sr. Personnel Analyst Sr. Personnel Analyst HCI Director (South Zone Liaison) HCI Director (Northwest Zone Liaison) HCI Director (Northeast Liaison) Recruitment Director (Front Desk Receptionist Benefits Director CONFIDENTIAL DRAFT 8
9 DEPARTMENT ROLE WITHIN RCSD Department Overview The Department of Human Capital Initiatives is responsible for strategic planning and organizational alignment of human capital best practices through development of a talented diversity-centered leadership workforce exemplifying a results-oriented performance culture of accountability and empowerment. HOW WE DEFINE OUR WORK Strategic Planning and Organizational Alignment 1. Develop integrated human capital work teams to facilitate workforce planning and analysis. 2. Develop a performance plan and budget to include human capital activities and investments for prioritization. Leadership and Knowledge Management 1. Execute and document competency-based career development programs, including various development activities and learning opportunities are being used by employees. 2. Restructure HCI infrastructure that facilitates indexing, processing, and retrieval of information to support knowledge sharing through use of shared technology networks and communities of practices. Performance Culture 1. Expand the diversity outreach plan to increase training and execute innovative approaches to advance employee participation. 2. Design, communicate and implement awards programs aligned with organizational goals, based on clear criteria, tailored to the interests and priorities of the district s workforce. Talent Management Attract, hire and retain applicants who possess needed critical mission competencies utilizing flexible compensation strategies. Accountability Implementation efforts are documented, outcomes reported, and key leaders have one performance element related to HC outcomes. 9
10 Department Overview SERVICES OVERVIEW BY FUNCTION FUNCTION SERVICE(S) DESCRIPTION Integrated Work Teams 1. Assessment Checklist on Team Effectiveness Principals provide feedback assessment on quality of service from integrated work teams. Performance Plan & Budget Career Development Programs Professional Learning Opportunities 2. Design performance plan and budget 3. Execute existing and new programs, i.e. Principals Leadership Academy Dream School Transformation PD 4. Job-embedded, careeroriented training and development Technology Networks/Community of Practices, Principal Autonomy 5. Implement network system for principal selection & hiring of new teachers Diversity Outreach Plan 6. Increase compositional diversity of the teacher workforce 7. Forums and activities to provide ways to communicate with the workforce about the importance of diversity, Work with HCI employees to develop performance plans and budgets to support department effectiveness and efficiencies. Program candidates assess the effectiveness of existing and new programs via surveys. Employees engage in learning opportunities, i.e., orientation activities, employment seminars, etc. Principals will exercise the responsibility for staffing their schools. HCI will function in a support role. Tracks and analyzes workforce diversity trends HCI Department develops and implements diversity programs to address inclusiveness across all levels of the organization. Awards Program Performance Elements 8. Provide incentives for performing at an exemplary level HCI Department design, communicate, and implement an awards program aligned with RCSD goals, based on a clear criteria, and tailored to the interests and priorities of the workforce. 9. Evaluate human capital A measurement tool to access the five human capital systems, results using scorecards SA/OA, L&KM, R-O PC, TM, and Accountability. CONFIDENTIAL DRAFT 10
11 II. Division Operations Department Accomplishments / Objectives OBJECTIVES AND ALIGNMENT WITH SUPERINTENDENT PRIORITIES Objective Description Alignment with Superintendent s Priority 1 To develop integrated work teams Work teams collaborate to provide customer-oriented services to schools and the public. Performance Management 2 To develop performance plans and aligned budgets Work units have documented performance goals and objectives linked to the district s mission and objectives. Performance Management 3 To execute and document competency-based career development programs Continually assess effectiveness of existing programs, i.e. TLC, RTAP, STARS, and implement new programs, i.e., Principals Leadership Academy, Orientation and Training Events, and DS Transformation Leadership Program Performance Management 4 To restructure the HCI infrastructure HCI employees share knowledge across all levels of the organization in a systematic and systemic manner. Performance Management 5 To expand the diversity outreach plan Increase training and implement innovative approaches to advance employee participation. Performance Management 6 To design, communicate and implement awards programs Include a wide range of awards, giving supervisors a wide range of tools to recognize performance Performance Management 7 To attract, hire and retain a diverse workforce Use appropriate hiring flexibilities and tools for forecasting and workforce analysis results. Performance Management 8 To analyze, revise and monitor HCI policies, programs, and activities HCI practices are clearly documented, including description of outcomes, measures, milestones, and results Performance Management 11
12 Department Accomplishments / Objectives SCHOOL YEAR OBJECTIVES: CONSTRAINTS AND RISKS OBJECTIVE CONSTRAINTS CROSS- FUNCTIONAL DEPENDENCIES EXECUTION RISK 1 To execute and document competency based programs Decision- making (partnerships) Teaching and Learning SED Colleges & Universities 2 To analyze, revise and monitor HCI policies, programs, and activities Union negotiations Distrust of the Department All Other Departments Superintendent s Office Board of Education 3 To restructure the HCI infrastructure Resistance to Change Superintendent s Office 4 To expand the diversity outreach plan Politics (Assumptions, Coalitions) All Other Departments Community Board of Education 5 No Risk High Risk 0% 25% 50% 75% 100% CONFIDENTIAL DRAFT 12
13 II. Division Operations Department Accomplishments / Objectives SCHOOL YEAR OBJECTIVES: MILESTONES / KEY DATES Objective Milestones Key dates 1 To attract, hire and retain a diverse workforce Recruitment from October April Recruitment Fair held in May, 2009 ON-GOING 2 To develop performance plans and aligned budgets Template design by mid September Writing of plans by end of October October 30, To execute and document competencybased career development programs Dream School Transformation Program Rochester Leadership Academy Rochester Teachers Assistance Program Teacher Leadership SJFC June 30, To create a work-friendly environment. To expand the diversity outreach plan Organize files and systems to be more user-friendly. Alter the physical layout, i.e. display of student art, sitting areas for visitors, open doors to be accessible to employees Written plan by end of December Activities June 30, 2009 December 30, 2008 On-going 6 To design, communicate and implement a recognition awards program for all employees Written plan by end of January Activities winter, spring, summer June 30, To develop integrated work teams Grouping of work teams by mid September October-April, May, To monitor and analyze HCI policies, programs, and activities ON-GOING ON-GOING CONFIDENTIAL DRAFT 13
14 Operating Plan - Contents I. Department Overview II. Department Accomplishments / Objectives The section includes a review of the key accomplishments, gap areas, and objectives of the department for the first term and FY 2009 III. Accountability / Performance Management The section includes an analysis of the department s performance, including a self evaluation IV. Organization Chart 14
15 II. Division Operations Department Accomplishments / Objectives SCHOOL YEAR ACCOMPLISHMENTS ACCOMPLISHMENTS Supervised elementary principals and supported decentralizing Extended Day and Saturday programs to promote school ownership of design model given specific parameters. Provided information and resources to schools to seek out and use diversity consultants (ROOTS, Teaching and Learning by Design, Dr. Sonia James- Wilson) to improve, and to reach understanding among constituents o how to develop cultural competency and humility. 15 administrators (principals and APs) attended the National Principal s Institute Continued collaboration with Narazeth College to implement the Rochester Teachers Assistance Program focused on preparing teachers of color to take and pass the NTE (LAST, ATSW, and CST). Continued collaboration with the U of R to implement Year 2 of the Urban Teacher Leadership Academy. Collaborated with James-Wilson and SJFC to establish an Urban Center for urban studies. Facilitated the 3 day Summer Leadership Institute Continued the collaboration with Geneseo College in implementing the Geneseo Young Scholars Academy. SUPPORTING DATA 30 schools participated in the design and implementation of Extended Day or Saturday Programs designed by school faculty. 12 elementary schools increased student achievement. Principals attributed having autonomy to design the learning played a role to increase in student achievement. 8 elementary schools significantly reduced suspensions that can be tracked to students participation with ROOTS and teacher professional development targeted on cultural competence. Three tutorial sessions were offered school year. Twenty teachers enrolled. Thirteen passed the exams. 28 educators completed two-year training on equity, social justice, and collaboration to successfully implement EBSIP based on school improvement needs. School leadership teams began the work on updating their school improvement plans to reflect align with professional development. 60 secondary students participated in a two-week college camp focused on the study of archaeology. 15
16 Department Culture EXCUSES --> ACCOUNTABILITY OVERALL TEAM RANK Accountability/Performance Management EXPLANATION COMPLIANCE --> PERFORMANCE UNIFORMITY --> DIFFERENTIATION SCALE: 1 10 Excuse-oriented Compliance-driven Uniformity-focused Accountability-oriented Performance-driven Differentiation-focused Comments Box The Department of Human Capital Initiatives 16
17 Accountability / Performance Management Performance Management Metrics and Indicators OUTCOME INDICATOR ESTIMATE OUTCOME - Outcome indicators are measures of the effectiveness of service delivery. They are not measures of customer satisfaction, but rather measures of the ability of the department to successfully fulfill its mandate. Examples include the percent of special education students who graduate, or the percent of teacher vacancies at the beginning of the school year. VOLUME VOLUME - Volume indicators capture the gross number of customers, service units, end-users that are the beneficiary of the services. Examples include number of students riding the bus, number of new employees hired, or the number of meals served. 17
18 Accountability / Performance Management Self Evaluation SCALE: 1=Low Quality, 5=High Quality FUNCTION SELF- RANK SERVICE SELF- RANK STRENGTHS OPPORTUNITIES FOR IMPROVEMENT Development and Production of Scorecard 4 Scorecard delivery 3.5 Strong input model from stakeholders for tool development Communication of tools Managing trade-offs between benefits of complexity and simplicity CONFIDENTIAL DRAFT 18
Review of Whitnall School District Goals
Review of 2016-17 Whitnall School District Goals Student Achievement & Readiness: Engage students as active participants in quality learning experiences to prepare students for all opportunities both within
More informationPrincipal Selection Process. Office of Human Resources. October 2016
Principal Selection Process Office of Human Resources October 2016 1 Strategic Goals Leadership transitions provide opportunities for organizational growth and development. In the field of education, choosing
More informationPortland Public Schools Board of Education 501 N. Dixon Street Portland, Oregon
Portland Public Schools Board of Education 501 N. Dixon Street Portland, Oregon Performance Appraisal: Superintendent Carole Smith June 2009 to September 2010 In May 2008, the Portland Public Schools Board
More informationImproving Teacher and Principal Effectiveness. Self-Assessment and Reflection Tool
Improving Teacher and Principal Effectiveness Self-Assessment and Reflection Tool In K-12 education people are our most important resource. Improvements in teacher effectiveness and principal effectiveness
More informationRaymore-Peculiar School District. Strategic Plan Executive Summary
Raymore-Peculiar School District Strategic Plan Executive Summary 2013-2017 Revised November 20, 2014 Raymore-Peculiar School District Mission Preparing EACH student for a successful and meaningful life
More informationThis assessment is currently under development for use in the redesigned Educational Leadership Program Implementation Summer 2010
DRAFT DRAFT This assessment is currently under development for use in the redesigned Educational Leadership Program Implementation Summer 2010 Assessment 5 (required) Assessment of Ability to Support Student
More informationIPMA-Canada Certification Program
Program IPMA-CP (In Training) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE International Personnel Management Association Canada 3333 333 Program IPMA-Canada is a national human resource management association whose
More information1. Is your campus engaged in a thoughtful and deliberate planning process to address your campus workforce needs now and for the future?
D. Faculty and Staff Recruitment and Retention Please respond to the following questions: 1. Is your campus engaged in a thoughtful and deliberate planning process to address your campus workforce needs
More informationProgress Report to the
Division of Human and Organizational Development Progress Report to the Board of Trustees May 5, 2009 Presenter: Denys Blell Vice Chancellor for Human and Organizational Development Human and Organizational
More informationNDSBA SUPERINTENDENT EVALUATION TEMPLATE
NDSBA SUPERINTENDENT EVALUATION TEMPLATE INSTRUCTIONS TO BOARDS: 1. Customize this template to reflect the roles and responsibilities of your superintendent. 2. Take notes at each board meeting to assist
More informationHuman Resources BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART. Operating $ 8,664,661 Capital $0 FTEs 29.25
BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART Operating $ 8,664,661 Capital $0 FTEs 29.25 Lori Gentles Department Director Administration Employee Relations/Benefits Recruiting & Classification
More informationChief Schools Officer Aspire Public Schools Location: Flexible within Oakland, CA, Los Angeles, CA, Central Valley CA, and Memphis,Tennessee
SUMMARY operates 40 high-performing, college-preparatory public charter schools serving 16,000 students in underserved communities across California and in Memphis, Tennessee. Founded in 1998, Aspire is
More informationK-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services
K-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services 1. What are your Major Unit s mission and vision and how does your organization contribute to achieving the University
More informationAd Hoc Report (Ad Hoc Report on Recommendation 1) Prepared for The Northwest Commission on Colleges and Universities
Ad Hoc Report (Ad Hoc Report on Recommendation 1) Prepared for The Northwest Commission on Colleges and Universities March 1, 2017 Table of Contents Introduction... 3 Update on Recommendation 1... 3 Upcoming
More informationDIRECTOR OF CRIMINAL JUSTICE INSTITUTE Job Description
CATEGORY: Administrative/Professional/Technical POSITION STATUS: FULL TIME FLSA STATUS: EXEMPT SALARY CODE: 15 The incumbent in this job is expected to assist the College in achieving its vision and mission
More informationINSTITUTIONAL ASSESSMENT PLAN
INSTITUTIONAL ASSESSMENT PLAN PENINSULA COLLEGE 2009-2010 1 CONTENTS I. ASSESSMENT PHILOSOPHY 3 II. DESCRIPTION OF ASSESSMENT PROCEDURES 3 A. RELATIONSHIP TO MISSION & GOALS 3 B. DESCRIPTION OF INSTITUTIONAL
More informationBELLEVILLE PUBLIC SCHOOLS Director of Operations/Chief Talent Officer
Department: Central Office Reports to: Superintendent of Schools Number of Days: 12 Months Security Access: District Current Date: 2016 Overtime Status: Exempt Overview: BELLEVILLE PUBLIC SCHOOLS Director
More informationGoals Presentation Monday, September 18, 2017
WILSON Area Intermediate School WILSON Area School DISTRICT 2017-2018 Goals Presentation Monday, September 18, 2017 Wilson Area High School 2017-18 DISTRICT GOALS 1. Establish a clear vision for District-wide
More informationGena W. Jones, DM, SPHR, SHRM-SCP
Gena W. Jones, DM, SPHR, SHRM-SCP ADDRESS 5105 Amherst St, Lubbock, TX 79416 ` Contact 505 228-5126 (cell) gjones3053@aol.com SENIOR HUMAN RESOURCES EXECUTIVE / STRATEGIC BUSINESS PARTNER Visionary, proactive
More informationHead of Hartlepool Sixth Form College
Head of Hartlepool Sixth Form College External Vacancy Post Ref: 5916 Full Time, 37 hours per week. Permanent, Attractive Salary and Benefits Hartlepool Sixth Form College is on schedule to merge with
More informationConcordia University Portland College of Education Professional Education Plan (PEP) Professional Administrator Certificate
Concordia University Portland College of Education Professional Education Plan (PEP) Professional Administrator Certificate High-quality, informed district-level leadership for our public school districts
More informationManagement Plan Rubric for Priority Improvement and Turnaround Schools & Districts
Management Plan Rubric for Priority Improvement and Turnaround Schools & Districts This rubric is intended to guide planning for Priority Improvement and Turnaround schools and districts pursuing the management
More informationStrategic Plan Development. LaToya W. Harrison Assistant Superintendent, Curriculum & Instruction
Strategic Plan Development LaToya W. Harrison Assistant Superintendent, Curriculum & Instruction 2018-2023 School Board Goals 1. Ensure all students demonstrate academic growth and acquire skills to become
More informationBay District Schools
Bay District Schools is seeking certificated candidates who have demonstrated strengths in the Bay District Schools Administrative Success Profile. In order to identify such candidates, our application
More informationBay District Schools
is seeking certificated candidates who have demonstrated strengths in the Administrative Success Profile. In order to identify such candidates, our application process involves four components. 1. Application
More informationIPMA-CANADA INTERNATIONAL CERTIFICATION PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE
IPMA- Canada INTERNATIONAL PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE INTERNATIONAL PROGRAM is a national human resource management association whose mission is to promote excellence
More informationK-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services
K-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services 1. What are your College s/major Unit s/department s mission and vision and how does your organization contribute
More informationStrategic Monitoring Tools and Techniques for Successful Strategic Plan Implementation
Strategic Monitoring Tools and Techniques for Successful Strategic Plan Implementation An ECRA White Paper 2016 ECRA Group All Rights Reserved Strategic Monitoring 0 :. 1 :. Strategic Monitoring 1 :. Introduction
More informationGoal 1: Prepare Students for Leading Roles in an Innovation-driven Economy and Global Society
Goal 1: Prepare Students for Leading Roles in an Innovation-driven Economy and Global Society Objective 1.1 Enroll more high-ability students from all societal segments. Strategy 1.1.1 Enhance marketing
More informationH U M A N R E S O U R C E S M A N A G E R
DESCRIPTION OF WORK: H U M A N R E S O U R C E S M A N A G E R Employees in this banded class provide leadership and supervision to professional/technical staff in the delivery of a contemporary human
More informationHuman Resources RECOMMENDED BUDGET & STAFFING SUMMARY & BUDGET PROGRAMS CHART. Operating $ 8,511,700 Capital $0 FTEs 25.25
RECOMMENDED BUDGET & STAFFING SUMMARY & BUDGET PROGRAMS CHART Operating $ 8,511,700 Capital $0 FTEs 25.25 Lori Gentles Department Director Administration Employee Relations/Benefits Recruiting & Classification
More informationMoving Forward COATESVILLE AREA SCHOOL DISTRICT DR. CATHY L. TASCHNER, SUPERINTENDENT. Year Two End of Year Review
Moving Forward Year Two End of Year Review COATESVILLE AREA SCHOOL DISTRICT DR. CATHY L. TASCHNER, SUPERINTENDENT The Big Picture The Vision What is the purpose of education? Democracy Further justice
More informationSTRATEGIC PLAN BUREAU OF HUMAN RESOURCES
INTRODUCTION In conjunction with the Office of Management and Finance, the Bureau of Human Resources began its strategic planning process in the spring of 2001. Over the last decade, but particularly in
More informationTHE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION
THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION SBBC: B-002 POSITION TITLE: CONTRACT YEAR: School Principal Twelve Months PAY GRADE: School-based Administrators Salary Schedule Category C,
More informationDivision of Human Resources Annual Report Aurora Public Schools
Division of Human Resources Annual Report 2007-2008 Aurora Public Schools Division of Human Resources Annual Report 2007-2008 Aurora Public Schools is committed to increase student achievement and one
More informationPacific Grove Unified School District Superintendent s Goals & Objectives 2017/18
Context: Strategy One - Develop and implement a comprehensive and standards-based educational program with respect to curriculum, instruction, course offerings, class size, support programs and facilities
More informationPORTAGE COMMUNITY SCHOOL DISTRICT 1000/page 1 of ADMINISTRATION District Organization 1110 Assessment of District Goals
PORTAGE COMMUNITY SCHOOL DISTRICT 1000/page 1 of 1 1000 1100 District Organization 1110 Assessment of District Goals 1210 Board - District Administrator Relationship 1220 Employment of the District Administrator
More informationDiablo Valley College Professional Development Plan (Approved by College Council December 16, 2015)
Diablo Valley College Professional Development Plan (Approved by College Council December 16, 2015) This plan is a response to the DVC Strategic Plan Goal 4, Objective 3 to offer a professional development
More informationJOB DESCRIPTION PATERSON BOARD OF EDUCATION. SECRETARIAL and CLERICAL. Systems Analyst. Page 1 of 5. Director of Staff Development
Page 1 of 5 JOB TITLE: REPORTS TO: Systems Analyst Director of Staff Development NATURE AND SCOPE OF JOB: A systems analyst in the department of Staff Development will be responsible for serving as a liaison
More informationDr. Mychele Rhodes, Superintendent McDuffie County School System Superintendent Evaluation Instrument
Dr. Mychele Rhodes, Superintendent McDuffie County School System Superintendent Evaluation Instrument 2017-2018 The McDuffie County School System Governance Team (school board and superintendent) have
More informationCertified Human Resources Professional (CHRP) Competency Framework
Certified Human Resources Professional (CHRP) Competency Framework 11.15 Table of Contents About the CHRP... 3 Application of the Competency Framework... 3 Path to Obtain the CHRP... 4 Maintaining the
More informationNational Defense University. Strategic Plan 2012/2013 to 2017/18 One University Evolution
National Defense University The Chairman s University: Inspiring Creative, Critical and Collaborative Thinkers For Leadership Through Academic Excellence Strategic Plan 2012/2013 to 2017/18 One University
More informationStrategic Initiatives for Roadmap to Educational Excellence
Strategic Initiatives for 2018-2019 Roadmap to Educational Excellence Mission Statement The Bethlehem Area School District in partnership with the home and community is committed to providing a safe and
More informationVice Chancellor, Human Resources District Office Kern Community College District JOB DESCRIPTION
Vice Chancellor, Human Resources District Office Kern Community College District JOB DESCRIPTION Definition Under the direction of the Chancellor, the Vice Chancellor, Human Resources provides leadership
More informationThe superintendent routinely considers school or corporation goals when making personnel decisions.
1.0 Human Resource Manager The superintendent uses the role of human resource manager to drive improvements in building leader effectiveness and student achievement. 1.1 The superintendent effectively
More informationSUPERINTENDENT GOALS ASSESSMENT
SUPERINTENDENT GOALS ASSESSMENT GOAL 1 SUPERINTENDENT SELF-RATING Description of goal: Achieved Satisfactory Superintendent Comments/Remarks Supporting Rating GOAL 1 BOARD MEMBER RATING Achieved Satisfactory
More informationGuidance on Establishing an Annual Leadership Talent Management and Succession Planning Process
Guidance on Establishing an Annual Leadership Talent Management and Succession Planning Process INTRODUCTION OPM is providing this guidance to help agencies implement an annual talent management and succession
More informationYCCD Strategic Goals with Objectives, Key Predictive Indicators (KPIs), and Strategies Draft 10/2/2014
YCCD Strategic Goals with Objectives, Key Predictive Indicators (KPIs), and Strategies Draft 10/2/2014 1. Increase student success and maximize the student experience through learnercentered programs and
More informationChapter 7E: Nurturing Human Capital/Focus on Staff
Chapter 7E: Nurturing Human Capital/Focus on Staff Starting Points The following points made by Jim Collins (author of the bestseller Good to Great; Why Some Companies Make the Leap And others Don t) are
More informationPosition #: Org/Dept/Sub-dept #: 01/0035/00000
Office of the President/Center for Diversity & Enrichment/ TRIO Upward Bound Upward Bound Project Director Classification: Program Manager UI Job Code: PAD2 Pay Level: 5A Job Function: Administration Job
More informationCERTIFICATIONS IN HUMAN RESOURCES. SPHRi TM Senior Professional in Human Resources - International TM SPHRi. Exam Content Outline
CERTIFICATIONS IN HUMAN RESOURCES SPHRi TM Senior Professional in Human Resources - International TM 2018 SPHRi Exam Content Outline SPHRi Exam Content Outline At-a-Glance: SPHRi Exam Weighting by Functional
More informationRegion One Incentive Strategies for Educators
Region One Incentive Strategies for Educators Promoting Educator Effectiveness through HCM and PBC Systems MAY 26, 2017 USDOE 13 Successful Grantees Region One Education Service Center Texas Cross Country
More informationDepartment of Communications
Clayton County Public Schools Department of Communications Communications Plan 2013-2017 Mission, Vision, Belief Statements and Goals Clayton County Public Schools Vision Statement The vision of Clayton
More informationMission-Driven Leadership at CREC
Mission-Driven Leadership at CREC Inspiring Greatness in All Employees Introduction We are proud that you are a member of CREC s Leadership Team. You were selected because you demonstrate the attributes
More informationJOB DESCRIPTION. PERSONNEL EVALUATION RESPONSIBILITY: Professional and non professional personnel if delegated by the principal
JACKSON PARISH SCHOOL BOARD JOB DESCRIPTION TITLE: Administrative Assistant QUALIFICATIONS: 1. Shall be at least the minimum requirements as stated in Bulletin 746 revised - Louisiana Standards for State
More informationSalt River Schools Progress Report
Salt River Schools Progress Report A report to the Community by the Education Board and Interim Superintendent/Director Official Public Release Monday, April 18, 2016 Reporting Period: January 1 March
More informationHLC Criteria and Core Component Crosswalk with AQIP Portfolio Processes
HLC Criteria and Core Component Crosswalk with AQIP Portfolio Processes General Guidelines for Using this Crosswalk The crosswalk below gives the connections between HLC Criteria/Core Components and AQIP
More informationStrategic Plan
Strategic Plan 2017-2019 Prepared by DCBDD Leadership Team, Board, and Individuals receiving supports from DCBDD With assistance from Mel Marsh, Acorn Consulting November 2016 Contents INTRODUCTION...
More informationManaging Director, Learning and Development. Philadelphia, PA. Search conducted by Development Resources, inc.
Managing Director, Learning and Development Philadelphia, PA 1 45 Years of Re-Imagining Public Health Public Health Management Corporation (PHMC) is a non-profit public health institute that builds healthier
More informationPROGRAM COORDINATOR JOB DESCRIPTION
PROGRAM COORDINATOR JOB DESCRIPTION JOB TITLE: Program Coordinator JOB CODE: STATUS: Exempt DATE: DIVISION: Programs REVISION NO.: REPORTS TO: Director of Programming REVISION DATE: 7.27.17 POSITION SUMMARY:
More informationExecutive Director. Tacoma, Washington ORGANIZATIONAL PROFILE
Executive Director Tacoma, Washington ORGANIZATIONAL PROFILE Peace Community Center (PCC) is rooted in faith and Tacoma s Hilltop Neighborhood and believes that education is an integral part of a strong
More informationExecutive Director. Tacoma, Washington ORGANIZATIONAL PROFILE
Executive Director Tacoma, Washington ORGANIZATIONAL PROFILE Peace Community Center (PCC) is rooted in faith and Tacoma s Hilltop Neighborhood and believes that education is an integral part of a strong
More informationTeacher and Leader Effectiveness Assessing the Effectiveness of a Teacher Induction Program
Teacher Roles & Responsibilities Proficient Level Data Collection Notes and Examples of Evidences Overview: The induction guidance domains collectively provide for an effective induction program and require
More informationHuman Resource Management (HRM)
Human Resource Management (HRM) 1 Human Resource Management (HRM) Courses HRM 5051. Human Resources Management Strategies. 3 Credit Hours. The effective management of HR practices has an enormous effect
More informationPacific Grove Unified School District Superintendent s Goals & Objectives
Context: Strategy One - Develop and implement a comprehensive and standards-based educational program with respect to curriculum, instruction, course offerings, class size, support programs and facilities
More informationMinnesota Literacy Council AmeriCorps VISTA. New Project Application
Minnesota Literacy Council AmeriCorps VISTA New Project Application 2017-18 The online application form is located at www.tfaforms.com/452761. You may reference the content of the online form in this document,
More informationFounding Executive Director Citizens of the World Charter Schools, Washington, DC
SUMMARY The of Citizens of the World DC Public Charter School (CWCDC) is a visionary instructional and operational leader who will lead and grow our region of schools to build a pre-k to 12th grade continuum
More informationNicholls State University Human Resources 2014 Annual Plan Assessment
Nicholls State University Human Resources 2014 Annual Plan Assessment Nicholls State University Vision: Nicholls State University will be the institution of choice for students in the service region and
More informationSTRATEGIC HUMAN RESOURCES
Strategic Human Resources 1 STRATEGIC HUMAN RESOURCES Office: University College Student Support Center Mail Code: 2211 S. Josephine St., Denver, CO 80208 Phone: 303-871-2291, 800-347-2042 Email: ucolsupport@du.edu
More informationACADEMIC DIVISION ENTERPRISE RISK MANAGEMENT (ERM) GARY NIMAX ASSISTANT VICE PRESIDENT FOR COMPLIANCE AND ENTERPRISE RISK MANAGEMENT
Meeting of the Board of Visitors Audit, Compliance and Risk Committee June 12, 2015 ACADEMIC DIVISION ENTERPRISE RISK MANAGEMENT (ERM) GARY NIMAX ASSISTANT VICE PRESIDENT FOR COMPLIANCE AND ENTERPRISE
More informationOffice of Human Resources Courage. Compassion. Commitment.
Office of Human Resources Michelle Lamb Moone, SPHR Assistant Vice Chancellor and Chief Human Resources Officer mlmoone@uncg.edu; (336) 334-5167 Agenda for Today 90-Day Assessment The Role of the Human
More informationRESPONDING TO THE CHALLENGE
RESPONDING TO THE CHALLENGE Re-Imagining the Role of Special Education Local Plan Areas The Local Control Funding Formula (LCFF) creates a fundamental shift in the focus and delivery of public education
More informationVision Transforming the learners of today into the leaders of tomorrow.
Decision Unit: Human Resources Administration [A070] Address: One Kingsway 2018-2019 Profile DU Administrator: Angela Anderson Vision Transforming the learners of today into the leaders of tomorrow. Mission
More informationStrategic Priorities Division of Continuing Studies Strategic Priorities
Strategic Priorities 2016-2021 Division of Continuing Studies Strategic Priorities 2016-2021 1 The Division of Continuing Studies, University of Victoria Strategic Priorities 2016-2021 The University of
More informationROCKLIN UNIFIED SCHOOL DISTRICT JOB DESCRIPTION
ROCKLIN UNIFIED SCHOOL DISTRICT JOB DESCRIPTION JOB TITLE: SUMMARY: The Alternative Education Principal directs and coordinates educational, administrative, and counseling activities of multiple programs.
More informationPersonnel Systems and Benefits
Summary The Hernando County School District is using 9 of the 11 personnel systems and benefits best practices. The district has successful training programs for teachers and those interested in becoming
More informationSuccession Management/Planning Talent Management. EBMUD Human Resources Employee and Organizational Development
Succession Management/Planning Talent Management EBMUD Human Resources Employee and Organizational Development Today s Agenda Overview of Succession Systems Development Programs New Leadership Support
More informationOur Values are: Social Justice ~ Inclusion ~ Empowerment ~ Integrity ~ Respect ~ Courage ~ Commitment
Position Title: Division: Reports to: Award Classification: Supervises: Time Fraction: Hours: Locations: Trainer Education, Employment & Training RTO Leader Labour Market Assistance Industry Award None
More informationBACKGROUND KEY FINDINGS
Improvement Opportunities for Administrative and Support Services The McKinsey Report Executive Summary April 25, 2006 BACKGROUND In the summer of 2005 President James Wright invited McKinsey & Company,
More informationFrancis Howell School District Strategic Plan Update January 21, 2016
Francis Howell School District 2011-2016 Strategic Plan Update January 21, 2016 Mission Preparing students today for success tomorrow Vision Every student will graduate with college and career readiness
More informationPerformance Management Professional Keys Effectiveness System (PKES)
Performance Management Professional Keys Effectiveness System (PKES) Growth & Opportunity What is Performance Management? Performance Management = The process of maintaining or improving employee job performance
More informationOperational Plan
2013-2014 Operational Plan Goal 1 Student learning and Success: Ensure student learning and success by promoting an innovative and supportive learning environment. 1.1 Offer and promote a variety of programs
More informationFY2018 FY2021 Strategic Plan
FY2018 FY2021 Strategic Plan It is the mission of the City of Virginia Beach Emergency Communications and Citizen Services operations and administration to provide efficient, accurate, professional processing
More informationMetropolitan College of New York School for Business
Metropolitan College of New York School for Business Healthcare Management Purpose 6 Handbook Managing Human Resources In Healthcare Contents OVERVIEW OF THE PURPOSE Purpose deliverables, competencies
More informationDEAN, HUMANITIES AND SOCIAL SCIENCES
DEAN, HUMANITIES AND SOCIAL SCIENCES Board Approved March 8, 2017 FLSA: EXEMPT DEFINITION Under the administrative direction and oversight of the Vice President, Instruction, the Dean, Humanities and Social
More informationMott Community College Job Description
Title: Director - Financial Aid Office Department: Student Success Reports To: Vice President of Student Success Date Prepared/Revised: February 9, 2010 / March 25, 2013, November 15, 2017 Purpose, Scope
More informationGovernment-Wide Diversity and Inclusion Strategic Plan 2011
Government-Wide Diversity and Inclusion Strategic Plan 2011 Our Nation derives strength from the diversity of its population and from its commitment to equal opportunity for all. We are at our best when
More informationDEPARTMENT SUMMARY. Human Resources
Human Resources DEPARTMENT SUMMARY Human Resources Mission Statement Human Resources provides leadership in creating effective relationships among the employees, the City and the community through professional
More informationEQUITABLE HIRING TOOL. Racial Equity & Social Justice Initiative
EQUITABLE HIRING TOOL Racial Equity & Social Justice Initiative Racial Equity & Social Justice Initiative Equitable Hiring Tool Introduction This tool is a checklist and guide to ensure each hiring decision
More informationSUPERINTENDENT BALANCED GOVERANCE EVALUATION MANUAL
APPENDIX Superintendent Evaluation Manual Adopted: 11/13/03 Revised: 04/14/05; 03/11/10; 09/22/16; 05/25/17 Board of School Trustees CLARK COUNTY SCHOOL DISTRICT SUPERINTENDENT BALANCED GOVERANCE EVALUATION
More informationBREAKTHROUGH CHARTER SCHOOLS CHIEF FINANCIAL OFFICER JOB DESCRIPTION
BREAKTHROUGH CHARTER SCHOOLS CHIEF FINANCIAL OFFICER JOB DESCRIPTION THE BREAKTHROUGH NETWORK Breakthrough Charter Schools ( Breakthrough ) is a nationally recognized network of high-performing, free,
More informationROLE OF CEO IN AN EDUCATIONAL INSTITUTION ASHOK KUMAR CEO INDIAN HIGH SCHOOL (GROUP OF SCHOOLS) DUBAI
ROLE OF CEO IN AN EDUCATIONAL INSTITUTION ASHOK KUMAR CEO INDIAN HIGH SCHOOL (GROUP OF SCHOOLS) DUBAI ROLE OF THE CEO Chief executives play multifarious roles in an educational institution These tasks
More informationCITY OF CORNER BROOK CAREER OPPORTUNITY. MANAGER OF HUMAN RESOURCES (Permanent/Full Time)
CITY OF CORNER BROOK CAREER OPPORTUNITY MANAGER OF HUMAN RESOURCES (Permanent/Full Time) The City of Corner Brook is currently accepting applications for the position of Manager of Human Resources. This
More informationJOB DESCRIPTION. School Site Director Sunshine Gardens Elementary Clubhouse SUPERVISOR: South San Francisco Area Director CLASSIFICATION: Exempt
JOB DESCRIPTION TITLE: School Site Director Sunshine Gardens Elementary Clubhouse SUPERVISOR: South San Francisco Area Director CLASSIFICATION: Exempt HOURS: 40 hours/week ABOUT US: Boys & Girls Clubs
More informationState College of Florida, Manatee-Sarasota Job Description
Job Description Job Title Reports to: Director, Enrollment Services FLSA Status: Exempt Level: 212 Position Class: Job Summary: The supports the Director, Enrollment Services in the overall operations
More informationOUR PEOPLE STRATEGY
OUR PEOPLE STRATEGY 2017-2020 Front cover inset image Daniel Overturf PEOPLE STRATEGY 3 INTRODUCTION The Historic Environment Scotland (HES) Corporate Plan sets out our ambition to be the lead Public Body
More informationUpdate on Effective Teachers Core Initiative
Update on Effective Teachers Core Initiative HISD Board of Education Board Workshop August 19, 2010 HISD Executive Sponsors: Julie Baker, Chief Major Projects Officer Ann Best, Chief Human Resources Officer
More informationVACANCY ANNOUNCEMENT: CHIEF ADVANCEMENT OFFICER
VACANCY ANNOUNCEMENT: CHIEF ADVANCEMENT OFFICER Morehouse College invites applicants for the position of Chief Advancement Officer. The Chief Advancement Officer is responsible for leading a team to cultivate
More informationTERRI ANN KRONZER EDUCATON
TERRI ANN KRONZER EDUCATON William Mitchell, College of Law, Juris Doctor, May 1992 Activities: Minnesota Justice Foundation Client Counseling Competition Negotiations Competition University of Minnesota,
More informationJOB DESCRIPTION. Evaluation Type Assistant Principal. FLSA Exempt. Date Revised May 2018
IMPORTANT NOTE: Interested applicants should first apply to the AP P2P Pipeline posting, after which successful applicants will be admitted into the AP P2P Pipeline. Upon admission into the AP P2P Pipeline,
More information