RICHARDSON INDEPENDENT SCHOOL DISTRICT. Human Resources Summary

Transcription

1 RICHARDSON INDEPENDENT SCHOOL DISTRICT Human Resources Summary 2012

2 Exit Survey Results

3 PURPOSE As part of our continuous improvement model and to develop a more comprehensive Recruiting, Hiring, and Retention plan, the RISD Department of Human Resources assesses employee attrition and the associated variables. The data gathered through this assessment has the potential to inform our district practices and programs such that retention is increased. BACKGROUND/OVERVIEW In , the RISD Department of Human Resources replaced the paper-based Exit Survey and implemented an online survey. The process involves the voluntary, anonymous cooperation of exiting employees and the support of the Department of Accountability and Continuous Improvement. The Online Exit Survey meets several HR goals which are: (i) to communicate to employees that feedback is valued and that in RISD staff is the focus of administration (ii) to ensure excellence in operations by improving overall efficiency in gathering and analyzing data related to exiting employees (iii) to gather quantitative and qualitative data about employees experiences in RISD that may speak to the reasons they leave (iv) to identify and implement change at the campus and/or district level that could make RISD employment more desirable FINDINGS Findings are discussed herein according to the questions that participants answer in the survey. Results from the are provided for comparison purposes. Very small percentages may represent responses that are situational and may not be appropriate for generalization. The data gathered from August 1, 2011 July 31, 2012 generally indicate the following: Question: Ethnicity, Level, Years of Experience in RISD and Total Teaching Experience Largest Exiting Group White 75% Largest Minority Exiting Group Hispanic 9% 6-10 Years Experience 30% Largest Exiting Group White 73% Largest Minority Exiting Group African American 9% 3-5 Years Experience 30%

4 Question: Please rate your working relationships with each of the following individuals and groups [item listed 8 categories of persons with whom employees interact]: Satisfied/Very Satisfied Responses Office Personnel 98% Students 96% Colleagues 96% Responses Principal 7% Assistant Principal 5% Department Heads 3% Satisfied/Very Satisfied Responses Office Personnel 97% Students 97% Colleagues 96% Assistant Principal 7% Principal 6% Department Heads 3% Question: Please indicate your degree of satisfaction with each of the following facilities and resources [item listed 7 categories of facilities and resources]: Satisfied/Very Satisfied Responses Library Resources 93% Security Measures 90% Buildings 90% Textbooks 7% Security Measures 4% Classrooms 4% Satisfied/Very Satisfied Responses Library Resources 93% Security Measures 93% Technology Resources 92% Classrooms 7% Equipment/Supplies 7% Textbooks 7%

5 Question: I am satisfied with [item listed 15 choices of various elements of employment]: Satisfied/Very Satisfied Responses Intellectual Challenge 86% District Professional Development 84% Campus Professional Development 81% Clerical Load 20% Response to Behavior Problems 18% Treatment as a Professional 16% Satisfied/Very Satisfied Responses Intellectual Challenges 87% District Professional Development 86% Communicatiion Within My School 84% Response to Behavior Problems 16% Clerical Load, Respect, Opportunity to Influence Decisions 15% Question: Please indicate your opinion of the RISD curriculum: Not Restrictive or Appropriate Level of Restriction 87% Not Restrictive or Appropriate Level of Restriction 83% Question: Which of the following reasons were important in your decision to leave RISD: Reason for Leaving RISD Other Texas Public School 19% Moving 25% Reasons for Leaving RISD Moving 32% Regular Retirement 20%

6 Question: Was there anything RISD could have done to have kept you from leaving? Nothing RISD Could Do 74% Something RISD Could Do 26% Nothing RISD Could Do 68% Something RISD Could Do 20% No Response 12% RECOMMENDATIONS The Department of Human Resources recommends: - Continuation of the Exit Survey process with ongoing assessment of its effectiveness. - Further analysis of why minorities leave the district and sharing of findings with direct supervisors. This assessment is critical in light of a shortage of minority teachers in general as well as a shortage of Bilingual teachers who are generally Hispanic. - The sharing of findings regarding Clerical Load and Behavioral Concerns with departments that have the potential to influence practices at the campus level. - Surveying existing employees to determine the extent that these findings generalize to their experience in RISD. NEXT STEPS The Human Resources Department will provide reports that disaggregate the data by work location (departments, campus, central offices, etc.) so that administrators may identify information that will assist them in building on successes and appropriately addressing areas which need further attention. All supervisors will be asked to reflect on the data and identify strategies to improve employee retention. The implementation has, over the past three years, provided Human Resources with an opportunity to identify ways of improving the Exit Survey, as well as related processes. Improvements include changing questions to gain more in-depth information. For example, rather than providing employees the opportunity to identify several reasons that they left, RISD is interested in knowing the most important reason that they left. Since approximately 30 individuals have responded to the existing survey, Human Resources will implement a revised survey in This timeframe would provide the department opportunity to research, develop, and design an improved version.

7 Recruiting and Hiring