Entry Plan Deirdre Hargrove-Krieghoff 9/25/14
Entry Plan Table of Contents Introduction 3 Guiding Principles 4 Goals 6 Entry Plan Phase I 7 Entry Plan Phase II 8 Entry Plan Phase III 9 Conclusion 10
Introduction I know that our district is focused on striving for a culture of excellence and equity for all students and all educators, and I am honored to join that work. My role as executive director will be to develop and implement a proactive human resources strategy to ensure that the district is able to recruit, develop and retain top talent; with a specific focus on meeting one of our district priorities of creating a thriving workforce. My team and I will be dedicated to providing quality and timely service to all customers with integrity, fairness, sensitivity and reliability, with a focused emphasis on equity. I look forward to connecting with many of you, and thank you in advance for helping to shape our plan. Sincerely, Deirdre Hargrove- Krieghoff
The Principles that will guide the work of the Human Resource Team It is important to share, that as the HR team embarks on this journey of refinement and change, that there are principles that I believe to be important components of a successful work environment. The following will guide our work as individuals and as a team: Diversity and Equity We will commit to engage in discussions, solutions and plans that place a strong emphasis on creating an equitable department and district. We will understand the business case for diversity and equity and know that they directly improve engagement and innovation across all disciplines throughout the district; and absent this focus will leave us vulnerable to providing thriving schools. Continuous learning and improvement We will commit to be courageous when implementing change, we will not be afraid to try and we will promote learning by doing, refining and hardwiring. We will consistently look for ways to get better. Service Excellence We will commit to having a deep understanding of our internal and external customers; we will listen to the voice of our customers and deliver exceptional service that is aligned to our customer needs. Teamwork We will commit to work collaboratively to solve problems and address the work in our department Transparency We will communicate directly and timely, and be as transparent in our communication as possible to all, We know that our stakeholders will be essential to success, so we will seek their feedback and share our successes and OFIs Systems and processes We will promote efficiency by taking a deep, comprehensive look at our current systems and processes and identify and build on current efficiencies to provide faster, easier, reliable service to all of our customers.
Results/outcome focused We will be realistic with our outcomes and results, but maintain a high level of accountability for meeting and exceeding our benchmarks. Decisions based on fact We will use data, research and best practices to inform before making decisions.
Goals for the first 90-120days The entry plan is designed to meet the following goals: Review of the budget, technology needs/capabilities and organizational structure of the Human Resources team to begin the creation of a plan to efficiently meet the service expectations of the District. Understand the current state of the District s recruitment process, specifically the challenges, opportunities, and best practices for hiring and retaining a high quality diverse workforce. Define the Teacher screening and selection process. Create a talent management framework that addresses advancement of current and future workforce at all occupational levels within the District.(Grow Your Own)
Entry Plan Phases Phase I: Stakeholder Engagement (Sept-Oct.) During this phase, I will be meeting one on one and in focus groups, with key internal and external stakeholders. These meetings will be designed to help me gain a complete understanding of challenges, best practices, work flows and opportunities to that will assist in cultivating a work environment that attracts, develops and retains top talent. Key Activities: One on one meetings with: o District Senior Leadership o HR Team o Principals o Key Community Leaders o Union Leaders Focus group meetings with o HR Team o Teachers o Staff Analysis of data included but not limited to demographics, recruitment and financials.
Phase II: Planning (Oct-Nov.) During this phase it will be critical to take the information from the listening and learning meetings and create a plan to address improving our selection process of diverse and high quality candidates, in addition to expanding our Grow your Own Program. Key Activities: Review and analyze results from meetings and focus groups Review existing refinements to the Principal screening and selection process and update the implementation plan to reflect changes With the assistance of a cross functional team, develop the new teacher screening and selection process Convene a cross functional workgroup to discuss a talent management framework
Phase III: Implementation (Nov-Dec.) During this phase I will be convening various workgroups to assist in: Implementing the refinements and recommendations to the existing Principal screening process Implementing the teacher screening and selection process Implementing the appropriate next steps our grow your own program to be reflective of a comprehensive talent management system that includes district positions at all levels, with a focused emphasis on equitable staffing. Key Activities: Implement the refinements and recommendations to the existing Principal screening process Implement the teacher screening and selection process Expand the concept of our grow your own program to be reflective of a comprehensive talent management system that includes district positions at all levels, with a focused emphasis on equitable staffing.
Conclusion Again, thank you for your input and support in shaping the work of the District s HR team. We are committed to cultivating a district that attracts, develops and retains the top talent, and look forward to an amazing school year!