EUSD HUMAN RESOURCES STAFFING, PROCESSES, AND THE ED- JOIN SYSTEM

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1 EUSD HUMAN RESOURCES STAFFING, PROCESSES, AND THE ED- JOIN SYSTEM KEVIN RUBOW ALICIA SCHLEHUBER NOVEMBER 14, /14/13 Board Presentations, Page 1

2 STAFFING Determine Staffing Needs: Attrition: Retirements and Resignations New Growth: IEP Requirements, Enrollment Projections, New Programs, Grants, Federal and State Regulations Budget Review/Cabinet Review 11/14/13 Board Presentations, Page 2

3 Steps in the Hiring Process 1. Review the Job Description (BP 4111): A. Minimum Qualifications Knowledge, Education, Experience (Including Licenses, Certifications, or Credentials) B. Major Functions and Essential Duties C. Physical Requirements D. Salary Salary classification based on internal equity and external comparability. Changes to the job description must be approved by the personnel commission (for classified positions) or the EUSD Board of Education (for certificated positions) 11/14/13 Board Presentations, Page 3

4 Steps in the Hiring Process 2. Filling Vacancies: A. Transfers Re-employment list: First rights to open positions Certificated Transfers Prior to School Start Site completes the re-assignment process for both employee initiated and district initiated transfers. First consideration given to on-site employees. (EEEA CBA XIII. A. and B.) HR posts remaining vacancies 3-5 days for inhouse staff transfers and submits transfer requests to sites for consideration. (EEEA CBA XIII. C. and D.) 11/14/13 Board Presentations, Page 4

5 Steps in the Hiring Process A. Transfers continued Mid year certificated vacancies Posted for subsequent school year after the site re-assignment process has been completed. The position is filled until then with a temporary employee. (EEEA CBA XIII. F.) Classified transfer HR posts vacancy notice for 6 days. Permanent unit members receive equal consideration with other applicants. (CSEA CBA Article 12) 11/14/13 Board Presentations, Page 5

6 Steps in the Hiring Process Classified open postings Internal candidates get service credit Classified promotional postings Only available to internal candidates Classified open/promotional postings Promotional/internal candidates are considered first If the vacancy still exists the process moves to the next step. Requests to fill certificated vacancies are made via the filing of a SPERS 14 form 11/14/13 Board Presentations, Page 6 (Personnel Requisition) with HR

7 Steps in the Hiring Process 3. Developing and Following the Recruitment Plan: A. Advertising/Promotion B. Posting Dates Classified Merit rule must post for 15 days Consider in-house or include outside candidates C. Screening Time set, screening team picked, secondary screening criteria established 11/14/13 Board Presentations, Page 7

8 Steps in the Hiring Process 3. Recruitment Plan continued D. Interviews/Testing Questions and answers developed. Scoring/Ranking methods established. Secondary Interviews? Panel members or raters chosen and trained. Dates and locations set. Classified Merit System: Tests used to create eligibility lists of candidates. Staff certify top three ranks on list. 11/14/13 Board Presentations, Page 8

9 Steps in the Hiring Process Classified Merit System continued: Fewer than 3 ranks, the hiring manager has a choice of selecting or waiting for a new list. Testing is based upon the knowledge, skills, and abilities needed to perform essential job functions as determined by subject matter experts. Types of exams include training and experience, performance testing, and qualification appraisal interviews. 11/14/13 Board Presentations, Page 9

10 Steps in the Hiring Process Classified Merit System continued: Benefits of having candidates who are assessed by a valid exam and an objective panel of subject matter experts are: Increased chances of chosen candidates passing probation Candidates know what is expected of them on the job District protection from discrimination claims 11/14/13 Board Presentations, Page 10

11 Steps in the Hiring Process 4. Check References: Supervising Administrator or HR 5. Certificated SPERS 180 Form (Recommend for Hire) or Classified Interview Records Sheet submitted to HR 11/14/13 Board Presentations, Page 11

12 Steps in the Hiring Process 6. HR Review HR reviews previous steps, top candidate applications, interview/test scores, and reference check results. 7. HR Offers the Position Contingent on signup completion and Board approval. Personnel Commission approval needed for commission staff 11/14/13 Board Presentations, Page 12

13 Steps in the Hiring Process 8. The Onboarding Process: Conditional contract, education/experience verification for salary placement and salary schedule, E-Verify, Credentials/Licenses/Certifications, fingerprinting, employment physical, TB clearance, and drug screening. Forms: Board Policies, Emergency Information, Retirement information (STRS/PERS Acknowledgement, verification, and booklet), Payroll Notification for 11/12 month, Direct Deposit, Oath of Allegiance, Code of Conduct, Beneficiary assignment, Employment verification and sick leave transfer, Workman s compensation information and Safety Rules(Packet and Acknowledgement Form), Substitute System login and use, Blood borne Pathogens, Immunization Election, Ethnicity, BTSA, Union deduction, Calendar..... Other: Benefits signup or election, POWERSCHOOL, , Payroll/Accounting data sheet, ESCAPE, SDCOE, EDD Unemployment Notification 11/14/13 Board Presentations, Page 13

14 11/14/13 Board Presentations, Page 14 The EDJOIN SYSTEM

15 EDJOIN FACTS National educational job search tool used by over 4000 school districts Contains over 4 terabytes of data Used by 2.5 million job applicants and growing Averages over 10 million visits per week in traffic EDJOIN 2.0 Redevelopment and Relaunch due this year 11/14/13 Board Presentations, Page 15

16 Overview Job Posting, Employee Profile, Applications Recruitment Management Testing, Security, Archives 11/14/13 Board Presentations, Page 16

17 Employee Profile Password Protected Application Resume Letters of Introduction Reference Letters Credentials Licenses Certifications Other Documents 11/14/13 Board Presentations, Page 17

18 11/14/13 Board Presentations, Page 18

19 11/14/13 Board Presentations, Page 19

20 Certificated Hiring Summary Classification Hires Hires 2013-Present Substitute Teachers Regular Ed Teachers (includes transfers) Special Education Teachers (includes transfers) Total /14/13 Board Presentations, Page 20

21 Classified Hiring Summary Test Sessions Test Sessions 2013-Present Classification Hires Hires 2013-Present All Special Ed Regular (includes transfers) All Non-Special Ed Regular (includes transfer) All Special Ed Subs All Non-Special Ed Subs Total /14/13 Board Presentations, Page 21

22 11/14/13 Board Presentations, Page 22 QUESTIONS?

23 11/14/13 Board Presentations, Page 23 Escondido Union School District November 14, 2013

24 School Year API Met API Net From Previous Year NA NA NA NA NA +8 11/14/13 Board Presentations, Page 24

25 Escondido Union School District History of the District Academic Performance Index /14/13 Board Presentations, Page 25

26 11/14/13 Board Presentations, Page 26

27 EUSD AYP ELA Trends Percent Proficient All Student English Learners Hispanic or Latino Socioeconomically Disadvantaged Students with Disabilities /14/13 Board Presentations, Page 27

28 11/14/13 Board Presentations, Page 28

29 11/14/13 Board Presentations, Page 29

30 11/14/13 Board Presentations, Page 30

31 Universal Student Achievement Exceptional Instruction in All Classrooms 11/14/13 Board Presentations, Page 31

32 Use of Common Core NWEA MAP Compass Learning Math Institute Focus on ELD Lvl 1 & 2 Power Literacy Adapted units for EL 1 & 2s Side by Side o Development of ELD Units of Study Curate Common Core Resources (My Big Campus) 11/14/13 Board Presentations, Page 32

33 Spring 2014 Smarter Balanced Field Test for English language arts (ELA) and math in grades 3 8, and grade 11 (and a select sample in grades 9 and 10) California Alternate Performance Assessment (CAPA) for ELA and math in grades 2 through 11 Science in grades 5, 8, and 10, including CST, CMA, and CAPA 11/14/13 Board Presentations, Page 33

34 FY13/14 Phase III Budget Decisions Expenditure Priority Approximate Cost Funding Range Recommended Amount Approved Amount Employee Compensation $4.0Mil $4.0Mil $4.0Mil $4.0Mil School Site Safety $1.8Mil $845K (high risk schools) $460K Facilities/M&O $75Mil + Immediate Needs $400K Deficit Spending Reduction *$2.1Mil Up to $1Mil OPEB Liability $23.4Mil $590K - $2.1Mil District Focus Goals? $250K - $1Mil $425K Technology $5.5Mil Up to $4.0Mil $375K Restructuring/ Restorations $0.55 Mil $550K $550K Total $112.35Mil? $6.2Mil $4.55Mil 11/14/13 Board Presentations, Page 34

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