Human Resources Dept Overview. Kelly Bohl October 15, 2018

Transcription

1 Human Resources Dept Overview Kelly Bohl October 15, 2018

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3 Culture of Growth We believe when adults are learning and growing, students are learning and growing We see a need to shift from a culture of compliance to a culture of growth We see the opportunity to implement a Talent Development System

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5 Workforce Staffing Job Analysis What Knowledge, Skills, Abilities (KSAs) required for the job? Talent Acquisition What are our recruitment goals? Where, how and when will we recruit talent? Employee Selection What traits and characteristics are predicative of employee success? What process will we use to eliminate inherent bias? Onboarding How will we indoctrinate new employees into our mission, vison and purpose?

6 Workforce Development Training and Development Professional learning goals Self identified Cohort based Building/Team/Grade/Content Career Planning Career ladders & matrices Leadership Development Leadership roles in every classification Mentor opportunities Program Evaluation Efficacy of programs A-ROI

7 Workforce Management Performance Management Evaluation Process Compensation Alternative Pay Structures Workforce Planning What structures do we need? What roles do we need to support our organizational goals? Succession Planning Deep bench

8 Organizational Effectiveness Work Design Creating a high performance environment Employee Engagement Employees feel valued, respected and appreciated Team Effectiveness Collective Efficacy Change Management Implementation Science Initiative fatigue

9 Workforce Staffing Steps Taken What are we seeking? Profile of a Learner Danielson Rubric Where are we recruiting? Spring Job Fairs Consortium Pool How are we recruiting? OHRC NEW 2018 How do we select? Humanex Training for Administrators Next Steps Identified Expand recruitment efforts Diversify our workforce Target teachers first Layer onto the application process a talent assessment tool Continue professional growth on hiring the best applicants

10 120 Employees by Service Years Cabinet Operations Support Instructional Support Classroom Support Instructional < > 25

11 180 Employees by Age < > Building Administration Cabinet Classroom Support Instructional Instructional SupportOperations Support

12 Pupil to Staff Ratio

13 Employee Race & Ethnicity American Indian/Alaskan Native Asian Black Caucasian Hispanic Native Hawaiian/Pacific Islander 22 3

14 Teacher Race & Ethnicity Native Hawaiian/Pacific Islander Hispanic Caucasian Black Asian American Indian/Alaskan Native 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

15 Student Race & Ethnicity Two or More Races White Hawaiian Hispanic Asian African American 0% 10% 20% 30% 40% 50% 60% 70% 80%

16 Workforce Development Steps Taken Teacher Leader Positions Enhanced orientation for new hires All hires, not just teachers Culture and Climate focus Teacher Mentoring Program Global Compliance Network training modules In Process Next Steps Identified Use evaluation trends and student growth to identify internal experts Use our internal experts to build collective capacity Career Planning Program Evaluation A-ROI

17 BHS Teachers and Highest Degree Attainment Bachelors 5 Doctoral Masters Specialist 371

18 Organizational Size BHS has approximately 1,100 employees receiving regular paychecks. There are currently 1,174 employees filling Full Time Equivalent (FTE) positions.

19 Workforce Management Steps Taken Charlotte Danielson Evaluation Rubric Evaluation Committee established Redesigning of the evaluation process for teachers Next Steps Identified Digital Evaluation Platform Identify internal experts to build internal capacity Analyze trends for areas of growth

20 Teacher Evaluations Highly Effective Effective Minimally Effective BHHS Conant WHMS EHMS Eastover Way Wing Lake BHMS Lone Pine IA Bowers

21 Salaries per Staff FTEs

22 Compensation per Staff FTEs

23 Teachers Average Salaries

24 Organizational Effectiveness Steps Taken Qualtrics Employee Experience Module In process Will provide actionable insights to improve the employee experience Next Steps Identified Measuring key metrics Engagement Pulse Onboarding Training & Assessment Exit Surveys 360 Development Personal Experiences Move the dial!

25 Our Professional Associations - Partners in Leadership There are 8 collectively bargained agreements representing 737 employees: 1. Administrative Council (Field Administrators, 25 members) 2. AFSCME (Maintenance, Custodial, Transportation, 99 members) 3. Bloomfield Hills Education Association (BHEA) (Teachers, Ancillary Staff, 412 members) 4. Educational Interpreters and Interveners (BHAEii) (DHH program, 18 members) 5. Instructional Assistants (Wing Lake, 23 members) 6. International Academy (L of U, 15 BHS members) 7. Office Personnel Agreement (BHOPPA) (Clerical, 36 members) 8. Paraeducator Agreement (BHOPPA) (109 members)

26 Collective Bargaining We have 4 CBAs expiring at the end of this school year, June 30, 2019 BHEA (Teachers) Administrative Council (Field Administrators) Office Personnel and Paraeducators We have 1 expired CBA that is in negotiations BHAEii (Interpreters & Interveners)

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