IGNITE A SCHOOL ADMINISTRATOR S GUIDE TO DESIGNING DISTRICTS THAT MOTIVATE TEACHERS

Size: px
Start display at page:

Download "IGNITE A SCHOOL ADMINISTRATOR S GUIDE TO DESIGNING DISTRICTS THAT MOTIVATE TEACHERS"

Transcription

1

2 IGNITE A SCHOOL ADMINISTRATOR S GUIDE TO DESIGNING DISTRICTS THAT MOTIVATE TEACHERS Chett Daniel, M.S. Founder k12hrsolutions 2014 k12hrsolutions All rights reserved. No portion of these materials may be copied, reproduced in any media, or distributed for any reason without written permission of the author, Chett M. Daniel, M.S. or k12hrsolutions. Both can be reached at info@k12hrsolutions.com For more information about how k12hrsolutions can assist your district visit

3 Making Your School District an Engagement Incubator So what is an ideal environment that promotes engagement? A 2006 Dutch study found levels of engagement were highest among employees who work in complex professional jobs with high levels of job control as compared to less skilled workers in the service industry. Teaching would seem to meet the criteria of being a professional job that is complex in nature so we have already won half the battle of having a career that lends itself to an engaged workforce. Potentially meaningful work? Check. Complex work environment? Check. Now that was the easy part. Creating an engaged school district does not happen by accident. Sure, there are pockets of engaged teachers scattered throughout schools in every district, but it is far more common when engaged teachers, who work in a disengaged; distant; and cold school buildings, are either changed by their environment (for the worse), or leave the profession due to frustration. Work psychologists have identified six common factors that can help predict an engaged workplace. i 1. Job demands 2. Job control 3. Rewards and recognition 4. Community of support 5. Fairness 6. Compatibility between job requirements personal principles Several other work factors, such as task variety, challenge, autonomy, personality, and leadership have shown relationships to motivation and an engaged workforce.

4 In all, eleven factors that can affect engagement have been cited in the last few paragraphs. Ten of those factors are dependent upon the job environment, or school district. The only engagement factor dependent upon the employee is personality. Earlier, when you read the onus of creating meaningful and engaging work environments is the responsibility of the district, this is what was being alluded to. When teachers have challenging work, ample resources, and task variety they are more likely to be engaged. Clear expectations, fair treatment from leaders, autonomy in decisions, and recognition for superior performance are additional job environment factors school districts should establish to promote an engaged corps of teachers. Ignite Engagement through Onboarding Getting teachers engaged starts with the first day of employment. School districts should establish effective onboarding programs to help ensure new teachers are being developed in an environment that fosters engaged educators. Researchers have found that dispositions related to engagement are more malleable earlier, rather than later an employment life cycle. ii Further research contends that individuals with a stronger understanding of expectations, organizational goals and values, and organizational history indicated strong and significant relationships with outcomes such as career involvement and job satisfaction. Don t hope you hire effective teachers who become engaged in your district s goals. Rather, create an environment that is likely to produce motivated teachers and engaged teachers and they will surpass the goals set before them. Onboarding can also help provide meaning to tasks. Turnover among new teachers is a challenge for nearly all school districts. If districts don t have a system to support new teachers, track their job satisfaction, engagement, intentions to stay (or leave), and factors related to these issues, they will find themselves offloading as fast as they are onboarding. Engagement and onboarding strategies have been linked to turnover, customer satisfaction, safety, and productivity. New employees often ask themselves three basic questions that influence initial feelings of engagement: 1. How meaningful is it to bring myself into this performance?

5 2. How safe is it (physically and psychologically) for me to do so? 3. How available am I (due to demands) to do so? Onboarding and new staff member development programs should attach meaning to frequent tasks, outline organizational norms, policies, and methods of communication. The school district should also have a climate of honesty and openness. Ignite Engagement through Open Communication I recently became aware of a school district that strives for a climate that promotes honest communication. Twice a year the superintendent asks staff members to share what they believe to be the most effective efforts and initiatives coming from the central office as well as the dumbest initiatives they ve been asked to work on. The superintendent says this exercise helps him understand potential problems, bad decisions, or issues that were communicated poorly to the staff. If the leadership team in the school district asks to be made aware of their dumbest decisions and then is willing to speak about and potentially change those that are brought up most frequently, they don t just preach about an open door, they hold it open for their staff. Districts can also create an environment of openness through relating to feelings availability. The district should try to ensure that the workload and demands for new staff members is relative to their current ability. While more information about demands will come later, it is important to remember that demands can help encourage engagement, but demands should not exceed available resources and feelings of efficacy to successfully complete tasks.

6 i Eean Crawford, Jeffery LePine, & Bruce Rich, Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test, Journal of Applied Psychology 95 (October, 2010): ii William Macey & Benjamin Schneider, The meaning of employee engagement, Industrial and Organizational Psychology 1 (2008): 3-30.

How to Design an Employee Engagement Survey

How to Design an Employee Engagement Survey How to Design an Employee Engagement Survey WITH BEST PRACTICES AND SAMPLE CONTENT by Sarah Marrs, Jordan Menzel Qualtrics Employee Insights SM What will this guide tell me? If you re looking to run an

More information

Driving Customer Satisfaction Through HR: Creating and Maintaining a Service Climate

Driving Customer Satisfaction Through HR: Creating and Maintaining a Service Climate A Research Collaboration Between SHRM and the Society for Industrial and Organizational Psychology (SIOP) Driving Customer Satisfaction Through HR: Creating and Maintaining a Service Climate Benjamin Schneider

More information

for Sample Company November 2012

for Sample Company November 2012 for Sample Company November 2012 Sample Company 1800 222 902 The Employee Passion Survey Passionate employees are focused, engaged and committed to doing their best in everything they do. As a result,

More information

Just Ask: Strategies for Engaging and Retaining Help Desk Professionals

Just Ask: Strategies for Engaging and Retaining Help Desk Professionals Just Ask: Strategies for Engaging and Retaining Help Desk Professionals by Beverly Kaye and Sharon Jordan-Evans Help Desk leaders want their talent to stay. And not just stay, but be satisfied, engaged,

More information

50 EMPLOYEE ENGAGEMENT. IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT

50 EMPLOYEE ENGAGEMENT. IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT 50 EMPLOYEE ENGAGEMENT IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT ! 50 EMPLOYEE ENGAGEMENT IDEAS and TIPS: 50 EMPLOYEE ENGAGEMENT IDEAS AND TIPS 1 2 3 4 5 BE A BETTER BOSS! Immediate manager

More information

Essential Guide to Onboarding Analysis

Essential Guide to Onboarding Analysis Essential Guide to Onboarding Analysis About Onboarding The onboarding process, which is also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary

More information

MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT A FORESEE WHITE PAPER

MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT A FORESEE WHITE PAPER MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT A FORESEE WHITE PAPER 2014 ForeSee 2 MEASURING EMPLOYEE EXPERIENCE TO DRIVE POSITIVE EMPLOYEE ENGAGEMENT TABLE OF CONTENTS All Employee

More information

Succession Planning and Career Development

Succession Planning and Career Development Succession Planning and Career Development Succession Planning and Career Development All trademarks are the property of their respective owners. IAAP claims no ownership interest in the trademarks. Table

More information

Individualized Program Statement Sample Passages

Individualized Program Statement Sample Passages Individualized Program Statement Sample Passages Background After working as a graphic designer for four years, I decided I needed a new direction. I missed the direct connection and satisfaction of working

More information

Section Three: Ohio Standards for Principals

Section Three: Ohio Standards for Principals Section Three: Ohio Standards for Principals 1 Principals help create a shared vision and clear goals for their schools and ensure continuous progress toward achieving the goals. Principals lead the process

More information

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS Vd.11ETS YOUR GATEWAY TO VA CAREERS Supervisor Guide to Onboarding Veterans and Military Service Members I U.S. Department ofveterans Affairs Message from the Veteran Employment Services Office (VESO)

More information

Best Practices in Employee Engagement White Paper

Best Practices in Employee Engagement White Paper Best Practices in Employee Engagement By Robert E. Lewis, Ph.D and Melissa Harrell, Ph.D. Engagement is a multi-dimensional concept that includes employee satisfaction and commitment to the organization.

More information

Business leaders are asking for more from

Business leaders are asking for more from HR s Role in Talent Management and Driving Business Results Business leaders are asking for more from everyone in their organizations. They want increased revenue and productivity. They need to reduce

More information

Get On Board with Onboarding

Get On Board with Onboarding Get On Board with Onboarding White Paper TalentKeepers is celebrating 15 years of providing award-winning employee engagement and retention solutions to help companies around the globe increase their performance.

More information

Talent Management A Holistic Approach to Managing your Workforce

Talent Management A Holistic Approach to Managing your Workforce Talent Management A Holistic Approach to Managing your Workforce Robyn Warren and Stacy Edwards-Adrian Los Angeles Unified School District Successful organizations, both public and private, are recognizing

More information

Strategic Human Resource Management The Value to Your Board

Strategic Human Resource Management The Value to Your Board Strategic Human Resource Management The Value to Your Board Saskatchewan School Boards Association Spring General Assembly April 20, 2012 Presented by: Janice Decelles, BA, CHRP & Daniel Kasun, B.Comm,

More information

Ideas for Nebraska s Behavioral Health Workforce. Retention Toolkit

Ideas for Nebraska s Behavioral Health Workforce. Retention Toolkit Ideas for Nebraska s Behavioral Health Workforce Retention Toolkit March 2015 Retaining the workforce Once you ve gone to all of the work to find, interview and hire someone, it d be nice if they stuck

More information

Employee. Turnover THE REAL COST OF

Employee. Turnover THE REAL COST OF THE REAL COST OF Employee Turnover In any business, employee turnover can be a real problem. Not only does it affect the productivity and continuity of the organization, but it can also reflect badly on

More information

OCDE New Employee Onboarding Manual

OCDE New Employee Onboarding Manual OCDE New Employee Onboarding Manual Prepared by: OCDE Academy October 1, 2007 1 Introduction Onboarding is the process of interviewing, hiring, orienting and successfully integrating new employees into

More information

Creating a Culture of Employee Engagement

Creating a Culture of Employee Engagement Creating a Culture of Employee Engagement Presented by Mila Cosgrove, HR Director City & Borough of Juneau Alan Sorum, Prince William Sound Citizen s Regional Advisory Council, AK What is Employee Engagement

More information

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM

A PeopleFluent Product Brochure. PeopleFluent Mirror Suite TM A PeopleFluent Product Brochure PeopleFluent Mirror Suite PeopleFluent Time to Build Your Talent Management Solutions Around Your Talent Today people work differently, are motivated differently and are

More information

A Brief Guide to Executive Onboarding

A Brief Guide to Executive Onboarding Career Transition Series A Brief Guide to 2011 Bill Holland 1 Contributors Bill Holland Bill Holland is President of a leading Executive Search firm and founder of numerous businesses in Human Capital

More information

15 Most Typically Used Interview Questions and Answers

15 Most Typically Used Interview Questions and Answers 15 Most Typically Used Interview Questions and Answers According to the reports of job seekers, made from thousands of job interviews, done at 97 big companies in the United States, we selected the 15

More information

We HAVE to do Performance Reviews We GET to do Career Development

We HAVE to do Performance Reviews We GET to do Career Development We HAVE to do Performance Reviews We GET to do Career Development Engaging Employees through Career Development NCCI 2014 Conference Presentation Dr. Kathy Burkgren Chris Halladay Employee Engagement:

More information

Samples of Interview Questions

Samples of Interview Questions Human Resources/Payroll Introductory/Warm-Up/Rapport Building How did you find out about this job opening? What attracted you to this position? What do you know about our organization? Why are you considering

More information

Career Opportunities in Industrial/Organizational Psychology

Career Opportunities in Industrial/Organizational Psychology Career Opportunities in Industrial/Organizational Psychology Faculty Presenters: Lori LaCivita, Ph.D. Donna DiMatteo-Gibson, Ph.D. Stephen Lifrak, Ph.D. Alumni Panelist: Brigit Olsen, Ph.D. Career Services

More information

PI WorldWIde recruitment and retention trends survey Q2 2015

PI WorldWIde recruitment and retention trends survey Q2 2015 PI Worldwide Recruitment and Retention Trends Survey Q2 2015 Respondent Details Industries Variety of industries, with the majority of respondents from Business Support and Logistics, Education, Finance

More information

interview irwin siegel agency, inc. risk management services

interview irwin siegel agency, inc. risk management services interview irwin siegel agency, inc. risk management services interview Contents Introduction............................................. 1 The Importance of an Exit Interview............................

More information

INDUSTRIAL-ORGANIZATIONAL (I-0) PSYCHOLOGY

INDUSTRIAL-ORGANIZATIONAL (I-0) PSYCHOLOGY INDUSTRIAL-ORGANIZATIONAL (I-0) PSYCHOLOGY Nurcan Ensari, Ph.D. Associate Professor Management I-O Psychology - An Overview What is I-O Psychology? What do I-O Psychologists Do? What are typical I-O Psychology

More information

The Onboarding Story. The Business Case Research Models New Employee Needs. The University of Arizona Human Resources

The Onboarding Story. The Business Case Research Models New Employee Needs. The University of Arizona Human Resources The Onboarding Story The Business Case Research Models New Employee Needs The University of Arizona Human Resources What is Onboarding? Onboarding is a long term process of bringing new employees into

More information

Are They the Same Thing? An ADP White Paper

Are They the Same Thing? An ADP White Paper Employee Satisfaction vs. Employee Engagement: Are They the Same Thing? An ADP White Paper Executive Summary There continues to be a lot of confusion in the HR industry around employee satisfaction and

More information

EMPLOYER BRAND. THREE EMPLOYER BRAND IMPERATIVES TO STRENGTHEN YOUR EMPLOYER BRAND. strengthen employer brand engage people cut the cost of talent

EMPLOYER BRAND. THREE EMPLOYER BRAND IMPERATIVES TO STRENGTHEN YOUR EMPLOYER BRAND. strengthen employer brand engage people cut the cost of talent EMPLOYER BRAND. THREE EMPLOYER BRAND IMPERATIVES TO STRENGTHEN YOUR EMPLOYER BRAND. strengthen employer brand engage people cut the cost of talent Authenticity is the new paradigm. Authenticity is the

More information

Employee Engagement & Health: An EAP's Role & Perspective. Insights from the Shepell fgi Research Group

Employee Engagement & Health: An EAP's Role & Perspective. Insights from the Shepell fgi Research Group Employee Engagement & Health: An EAP's Role & Perspective Insights from the Shepell fgi Research Group Employee Engagement & Health: An EAP's Role & Perspective EXECUTIVE SUMMARY Employee engagement has

More information

What s the Difference Between Organizational Culture & Employee Engagement?

What s the Difference Between Organizational Culture & Employee Engagement? What s the Difference Between Organizational Culture & Employee Engagement? Daniel Denison CEO & Founding Partner Lindsey Kotrba Director of Research & Development What s the Difference Between Organizational

More information

CURRICULUM STUDIES GRADUATE HIGHLIGHTS (2014-2015)

CURRICULUM STUDIES GRADUATE HIGHLIGHTS (2014-2015) CURRICULUM STUDIES GRADUATE HIGHLIGHTS (2014-2015) JACKIE BACH, PH.D. Elena and Albert LeBlanc Associate Professor of Education, Louisiana State University Year of Graduation: 2006 I m currently teach

More information

HIRING MANAGER ONBOARDING GUIDE

HIRING MANAGER ONBOARDING GUIDE HIRING MANAGER ONBOARDING GUIDE Helping a new employee feel comfortable and welcome not only on the first day, but also through the first three - five months of their employment, is one of the keys to

More information

WHAT DRIVES EMPLOYEE ENGAGEMENT AND WHY IT MATTERS

WHAT DRIVES EMPLOYEE ENGAGEMENT AND WHY IT MATTERS WHAT DRIVES EMPLOYEE ENGAGEMENT AND WHY IT MATTERS Dale Carnegie Training White Paper Copyright 2012 Dale Carnegie & Associates, Inc. All rights reserved. driveengagement_101512_wp WHAT DRIVES EMPLOYEE

More information

The Impact of Rewards Programs on Employee Engagement. research. Dow Scott, Ph.D., Loyola University Tom McMullen, Hay Group WorldatWork June 2010

The Impact of Rewards Programs on Employee Engagement. research. Dow Scott, Ph.D., Loyola University Tom McMullen, Hay Group WorldatWork June 2010 The Impact of Rewards Programs on Employee Engagement research Dow Scott, Ph.D., Loyola University Tom McMullen, Hay Group WorldatWork June 00 Media Contact: Marcia Rhodes 00 N. Northsight Blvd. Scottsdale,

More information

Attracting, Onboarding and Retaining Employees within the Healthcare Industry

Attracting, Onboarding and Retaining Employees within the Healthcare Industry Attracting, Onboarding and Retaining Employees within the Healthcare Industry By: Nadia Gruzd As we face global unprecedented demographic, economic and competitive challenges, and other industries experience

More information

Strategic Aspects Of The Importance Of Employee Management Dean R. Manna, (Email: manna@rmu.edu), Robert Morris University

Strategic Aspects Of The Importance Of Employee Management Dean R. Manna, (Email: manna@rmu.edu), Robert Morris University Strategic Aspects Of The Importance Of Employee Management Dean R. Manna, (Email: manna@rmu.edu), Robert Morris University INTRODUCTION Emerging Importance Of Employee Management A ccording to the Herman

More information

ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION

ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION O.C. Tanner Company White Paper ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION Why Today s Best Companies are Using Recognition to Foster New Hire Engagement and Lower Turnover In today s competitive

More information

Making the Transition to Management

Making the Transition to Management Making the Transition to Management Overview Advice on making the move to a management or supervisory position. Mistakes new managers often make The pressures and challenges new managers face Tips for

More information

Prepared for: Your Company Month/Year

Prepared for: Your Company Month/Year Prepared for: Your Company Month/Year Insightlink Communications 80 South Lake Ave., Suite 680 Pasadena, California 91101 USA T: 866-802-8095 E: info@insightlink.com Web: www.insightlink.com 1 WHAT TO

More information

Hiring Challenges and Solutions

Hiring Challenges and Solutions TALEO RESEARCH BRIEF Hiring and Onboarding: The New Business of Business Leaders In the new millennium, leading business organizations have been capturing data about people, turning it into actionable

More information

THE EVOLUTION of Talent Management Consulting

THE EVOLUTION of Talent Management Consulting Talent management consulting is the giving of professional, expert advice to executives who are put in charge of handling, directing, or managing those who have a capacity for achievement or success. THE

More information

THE BEHAVIORAL-BASED INTERVIEW

THE BEHAVIORAL-BASED INTERVIEW THE BEHAVIORAL-BASED INTERVIEW When interviewing candidates for a position at your facility, it is important to remember that it is important to ask questions beyond what can be found on a Curriculum Vitae.

More information

Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES

Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES What is employee satisfaction? Employee satisfaction is the individual employee s general attitude towards the job. It is also an employee

More information

Onboarding and Engaging New Employees

Onboarding and Engaging New Employees Onboarding and Engaging New Employees Onboarding is the process of helping new employees become full contributors to the institution. During onboarding, new employees evolve from institutional outsiders

More information

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage

More information

Employee Engagement Survey

Employee Engagement Survey Research-based // Valid // Reliable Sample Items The DecisionWise contains a subset of research-based anchor questions that are designed to measure overall engagement. The other questions measure the factors

More information

Improving on a Good Idea from Employee Survey to Measurecom tm

Improving on a Good Idea from Employee Survey to Measurecom tm Improving on a Good Idea from Employee Survey to Measurecom tm Theresa M. Welbourne, Ph.D. Associate Professor of Organization Behavior and Human Resource Management University of Michigan Business School

More information

Embedding our Values. Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay)

Embedding our Values. Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay) Embedding our Values Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay) Making a Difference Together Here at UCLH we are clinically excellent, consistently in the

More information

ONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY:

ONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY: ONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY: ? HOW WOULD YOU DESCRIBE YOUR NEW HIRE TRAINING? WHAT WE HOPE YOU LL LEARN What is strategic onboarding 5 Best practices to accelerate

More information

2012 Allied Workforce Mobility Survey: Onboarding and Retention

2012 Allied Workforce Mobility Survey: Onboarding and Retention About the 2012 Research The 2012 Allied Workforce Mobility Survey, conducted in March 2012, captures the voice of HR professionals on critical topics relating to workforce mobility, which is defined as

More information

PSY 4680, Industrial Organizational Psychology Course Syllabus. Course Description. Prerequisites. Course Textbook. Course Learning Objectives

PSY 4680, Industrial Organizational Psychology Course Syllabus. Course Description. Prerequisites. Course Textbook. Course Learning Objectives PSY 4680, Industrial Organizational Psychology Course Syllabus Course Description Provides an analytical understanding of industrial/organization (I/O) psychology, one of the major applied areas of psychology.

More information

Motivation and Retention: HR Strategies in Achieving Quality of Work Life

Motivation and Retention: HR Strategies in Achieving Quality of Work Life Global Journal of Management and Business Studies. ISSN 2248-9878 Volume 3, Number 7 (2013), pp. 763-768 Research India Publications http://www.ripublication.com/gjmbs.htm Motivation and Retention: HR

More information

Career Advancement in Genetic Counseling: Perceived Opportunities and Barriers Among Practicing Genetic Counselors. Conflict of Interest Disclosures

Career Advancement in Genetic Counseling: Perceived Opportunities and Barriers Among Practicing Genetic Counselors. Conflict of Interest Disclosures Career Advancement in Genetic Counseling: Perceived Opportunities and Barriers Among Practicing Genetic Counselors Natalie Poullard, MA, MS Melanie Hardy, MS, MS, CGC Edward Williams, MS, CGC Nancy Callanan,

More information

THE CALL CENTER S NUMBER ONE DILEMMA - Profit Erosion:

THE CALL CENTER S NUMBER ONE DILEMMA - Profit Erosion: THE CALL CENTER S NUMBER ONE DILEMMA - Profit Erosion: Is Workforce Attrition Eating Away at Your Profitability? A WHITE PAPER FROM WWW.TELECORPPRODUCTS.COM THE CALL CENTER S NUMBER ONE DILEMMA - Profit

More information

Superintendent Effectiveness Rubric*

Superintendent Effectiveness Rubric* Public Document 3 Purpose: Outlines the standards that are the foundation for the evaluation. Name of Superintendent: Date: Performance Rating Scale: Distinguished (4) Accomplished (3) standards for most

More information

Perspectives. Professional service firms. Re-engaging and retaining employees

Perspectives. Professional service firms. Re-engaging and retaining employees Perspectives Professional service firms Re-engaging and retaining employees Re-engaging and retaining employees in professional service firms An engaged workforce one that is fi ring on all cylinders and

More information

GOAL: Perform Current Job Tasks Better

GOAL: Perform Current Job Tasks Better GOAL: Perform Current Job Tasks Better Contributed by Tom Wright Escondido Public Library Introduction Job performance refers to the way people do their jobs and the results of their work. There is an

More information

Douglas County School District. Human Resources. Strategic Plan 2014-17

Douglas County School District. Human Resources. Strategic Plan 2014-17 Douglas County School District Human Resources Strategic Plan 2014-17 Introduction About the Strategic Plan About the Department Human Resources is passionately dedicated to those who are impacting the

More information

The Path to Change How Campus Communities Worked to Change Non-Tenure-Track Policies and Practices

The Path to Change How Campus Communities Worked to Change Non-Tenure-Track Policies and Practices The Path to Change How Campus Communities Worked to Change Non-Tenure-Track Policies and Practices A resource created by The Delphi Project on the Changing Faculty and Student Success www.thechangingfaculty.org

More information

LONG-RANGE STRATEGIC PLAN SUPERIOR COURT OF CALIFORNIA COUNTY OF EL DORADO

LONG-RANGE STRATEGIC PLAN SUPERIOR COURT OF CALIFORNIA COUNTY OF EL DORADO INDEPENDENCE AND ACCOUNTABILITY LONG-RANGE STRATEGIC PLAN SUPERIOR COURT OF CALIFORNIA LONG-RANGE ISSUE: 1. TO PROVIDE FOR ADMINISTRATION OF PROGRAMS FOR WHICH THE COURT HAS ASSUMED RESPONSIBILITY. Issue

More information

1 CITY OF BARTOW 2007 EMPLOYEE SURVEY RECEPTION, ADMIN SUPPORT, PERSONNEL, CLERKS, BUIILDING DEPARTMENTS COMPILATION N=7

1 CITY OF BARTOW 2007 EMPLOYEE SURVEY RECEPTION, ADMIN SUPPORT, PERSONNEL, CLERKS, BUIILDING DEPARTMENTS COMPILATION N=7 1 CITY OF BARTOW 2007 EMPLOYEE SURVEY RECEPTION, ADMIN SUPPORT, PERSONNEL, CLERKS, BUIILDING DEPARTMENTS COMPILATION N=7 A RATING SCALE TO ASSESSEMPLOYEE SATISFACTION Criteria 1. Cooperation: Team members

More information

8 Tips to Engage Your Employees. Brought to you by TNS Employee Insights

8 Tips to Engage Your Employees. Brought to you by TNS Employee Insights 8 Tips to Engage Your Employees Brought to you by TNS Employee Insights Tips 01 Get to Know Your Employees...4 02 Provide Basic Training for Your Employees...6 03 Develop Your People...8 04 Recognize Your

More information

SMART Conversations / Overview Building Cultures of Authenticity, Respect and Trust

SMART Conversations / Overview Building Cultures of Authenticity, Respect and Trust SMART Conversations / Overview Are your employees and managers afraid of change and lack the relationship building skills needed to support change? Is your organization struggling with integrating an intergenerational

More information

Positive Practice Environments

Positive Practice Environments Positive Practice Environments We are immersed in a global health workforce crisis one marked by critical imbalances. Many countries are faced with the challenge of underemployed and unemployed nurses

More information

REPORT NO. 4, HUMAN RESOURCES COMMITTEE. TO: The Board DATE: 01 November 2011

REPORT NO. 4, HUMAN RESOURCES COMMITTEE. TO: The Board DATE: 01 November 2011 REPORT NO. 4, HUMAN RESOURCES COMMITTEE TO: The Board DATE: 01 November 2011 A meeting of the Human Resources Committee was held this evening in the Trustees Committee Room, 133 Greenbank Road, Ottawa,

More information

2015 Smithsonian Employee Perspective Survey Highlights

2015 Smithsonian Employee Perspective Survey Highlights 2015 Smithsonian Employee Perspective Survey Highlights Background The Smithsonian has been conducting annual Smithsonian Employee Perspective Surveys (SEPS) since 2007 Survey was administered by Office

More information

An Overview of Magnet Designation. Cheryl Cioffi, MSN, RN, ANP-BC, OCN Director, Nursing Professional & Clinical Development

An Overview of Magnet Designation. Cheryl Cioffi, MSN, RN, ANP-BC, OCN Director, Nursing Professional & Clinical Development An Overview of Magnet Designation Cheryl Cioffi, MSN, RN, ANP-BC, OCN Director, Nursing Professional & Clinical Development Learning Objectives At the conclusion of the presentation, the learner will:

More information

Lecture 5 Part II (Chapter 13 of textbook) Incentive Compensation

Lecture 5 Part II (Chapter 13 of textbook) Incentive Compensation 1 Lecture 5 Part II (Chapter 13 of textbook) Incentive Compensation Learning Objectives Explain the concept of incentive compensation and why its use is spreading. Identify the key objectives of incentive

More information

Pursuing Magnet Designation

Pursuing Magnet Designation WHITE PAPER Pursuing Magnet Designation Nursing Excellence Retains Nurses and Communicates Quality to Patients As an aging population and an aggressive rise in chronic diseases create an increasing demand

More information

Why managers are crucial to increasing engagement

Why managers are crucial to increasing engagement Ray Baumruk, Hewitt Associates An interview by Bob Gorman Jr., Robert E. Gorman Communication Why managers are crucial to increasing engagement Identifying steps managers can take to engage their workforce

More information

INTERVIEW QUESTIONS GUIDE

INTERVIEW QUESTIONS GUIDE INTERVIEW QUESTIONS GUIDE Prepared by MBA Career Services USC Marshall School of Business March 2016 1 Table of Contents GENERAL QUESTIONS3 TOP TEN MOST ASKED QUESTIONS... 3 CAREER DIRECTION... 3 CORPORATE

More information

IMPROVE YOUR ODDS OF FINDING THE RIGHT OUTSOURCING PARTNER Product No. 10049

IMPROVE YOUR ODDS OF FINDING THE RIGHT OUTSOURCING PARTNER Product No. 10049 IMPROVE YOUR ODDS OF FINDING THE RIGHT OUTSOURCING PARTNER Improve Your Odds of Finding the Right Outsourcing Partner Abstract Customer contact outsourcing can be a complex and challenging task. Are you

More information

20 Customer Service Best Practices SELL. SERVICE. MARKET. SUCCEED.

20 Customer Service Best Practices SELL. SERVICE. MARKET. SUCCEED. 20 Customer Service Best Practices SELL. SERVICE. MARKET. SUCCEED. We are firm believers in putting the customer back in customer service. It can be easy for customer service departments to continue doing

More information

Employee Work Passion Connecting the Dots

Employee Work Passion Connecting the Dots PE R S PECTIVE S Employee Work Passion: Volume 3 Employee Work Passion Connecting the Dots By Drea Zigarmi, Dobie Houson, David Witt, and Jim Diehl For years, researchers, organizations, and leaders have

More information

Category 5 Workforce Focus

Category 5 Workforce Focus Category 5 Workforce Focus October 16, 2012 Kathy Oswald SVP and Chief Human Resources Officer Panelists Noel Baril VP, Talent Selection and Rewards Laurie Jensen Director, Organizational and Human Resources

More information

White Paper Achieving Peak Performance - Six Steps for Effective Talent Management

White Paper Achieving Peak Performance - Six Steps for Effective Talent Management White Paper Achieving Peak Performance: Six Steps for Effective Talent Management By Theresa J. Rice Talent Management Strategist, Ciber Achieving Peak Performance: Six Steps for Effective Talent Management

More information

Learning and Development Hiring Manager Guide For Onboarding A New Manager

Learning and Development Hiring Manager Guide For Onboarding A New Manager Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation

More information

The Global State of Employee Engagement: A 2014 Study

The Global State of Employee Engagement: A 2014 Study The Global State of Employee Engagement: A 2014 Study The Global State of Employee Engagement: A 2014 Study In May of 2014, BPI group partnered with research firm BVA to survey the state of employee engagement

More information

Colorado Professional Teaching Standards

Colorado Professional Teaching Standards Colorado Professional Teaching Standards Standard I: Teachers demonstrate knowledge of the content they teach a. Teachers provide instruction that is aligned with the Colorado Academic Standards and their

More information

How To Create A Community Partnership School

How To Create A Community Partnership School MEMORANDUM OF AGREEMENT BETWEEN THE MINNEAPOLIS FEDERATION OF TEACHERS AND MINNEAPOLIS PUBLIC SCHOOLS, SPECIAL DISTRICT No. 1 MPS / MFT COMMUNITY PARTNERSHIP SCHOOLS WHEREAS, Minneapolis Public Schools

More information

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)

More information

The Secret Sauce to Using Employee Engagement Strategy that Drives Customer Loyalty

The Secret Sauce to Using Employee Engagement Strategy that Drives Customer Loyalty W E B C A S T S E R I E S The Secret Sauce to Using Employee Engagement Strategy that Drives Customer Loyalty February 26, 2015 2:00 pm to 3:00 pm EST Featured Speakers Tim Weyland Vice President Human

More information

How To Create A Knowledge Enabled Organization

How To Create A Knowledge Enabled Organization Losing Your Minds: Capturing, Retaining and Leveraging Organizational Knowledge bill Kaplan Published by In association with Losing Your Minds: Capturing, Retaining and Leveraging Organizational Knowledge

More information

Recruiterpowered by CloudCords

Recruiterpowered by CloudCords Recruiterpowered by CloudCords Improve Quality of Hire Reduce Turnover with Higher Job Satisfaction Increase Speed of Hire Increase Revenue and Cost Savings How are We Different? Configure custom recruiting

More information

Curriculum Development for Doctoral Studies in Education

Curriculum Development for Doctoral Studies in Education Curriculum Development for Doctoral Studies in Education Irine BAKHTADZE * Abstract Profound changes in high education which started in 1996 in Georgia have to be continued. We have to explore potentially

More information

Focus on Industrial and Organizational Psychology Master s Programs: Benefits and Challenges

Focus on Industrial and Organizational Psychology Master s Programs: Benefits and Challenges Focus on Industrial and Organizational Psychology Master s Programs: Benefits and Challenges Sylvia Roch University at Albany Graduate programs focusing on educating master s students have become increasingly

More information

Certified Human Resources Professional Competency Framework

Certified Human Resources Professional Competency Framework Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the

More information

Effective Employee Incentive Programs Bring Out The Best In Your Firm

Effective Employee Incentive Programs Bring Out The Best In Your Firm Effective Employee Incentive Programs Bring Out The Best In Your Firm By Lisa A. Rozycki 2006 All Rights Reserved An incentive program is a planned activity designed to motivate people to achieve predetermined

More information

6 STEPS TO IMPROVED EMPLOYEE ENGAGEMENT

6 STEPS TO IMPROVED EMPLOYEE ENGAGEMENT 6 STEPS TO IMPROVED EMPLOYEE ENGAGEMENT Engagement. It s quite a buzzword when it comes to employees these days. But what does it really mean? At CAEL, we speak with employers frequently about the concept

More information

1. The Director of Human Resources (Staffing) shall have the general qualifications of a teacher as prescribed by the State Department of Education.

1. The Director of Human Resources (Staffing) shall have the general qualifications of a teacher as prescribed by the State Department of Education. DIRECTOR OF HUMAN RESOURCES (STAFFING) A. QUALIFICATIONS: 1. The Director of Human Resources (Staffing) shall have the general qualifications of a teacher as prescribed by the State Department of Education.

More information

IT TALENT MANAGEMENT FOR MID-MARKET COMPANIES

IT TALENT MANAGEMENT FOR MID-MARKET COMPANIES IT TALENT MANAGEMENT FOR MID-MARKET COMPANIES FOR IT DEPARTMENTS, CONNECTING WITH TOP TALENT IS CRITICAL In the rapidly evolving world of business, hiring and maintaining a competent IT department is essential

More information

20 CUSTOMER SERVICE BEST PRACTICES HOW TO DELIVER EXCEPTIONAL SERVICE

20 CUSTOMER SERVICE BEST PRACTICES HOW TO DELIVER EXCEPTIONAL SERVICE 20 CUSTOMER SERVICE BEST PRACTICES HOW TO DELIVER EXCEPTIONAL SERVICE We are firm believers in putting the customer back in customer service. The world has changed. People and devices are more connected,

More information

Employee Motivation and Recognition

Employee Motivation and Recognition Employee Motivation and Recognition Supervisory Development Core Minnesota Management & Budget Question 1: Question 2: April 2008 Motivation is a hidden force within us that causes us to behave in a certain

More information

Rubric for Evaluating Colorado s Specialized Service Professionals: School Social Workers

Rubric for Evaluating Colorado s Specialized Service Professionals: School Social Workers Rubric for Evaluating Colorado s Specialized Service Professionals: School Social Workers Definition of an Effective School Social Worker Effective school social workers are vital members of the education

More information

ASSESSMENT RECORD FOR DEPARTMENT OF. Organizational Leadership

ASSESSMENT RECORD FOR DEPARTMENT OF. Organizational Leadership ASSESSMENT RECORD DEPARTMENT OF (OL) (Academic Department Name) August 2012-July 2013 (RESPONSE) August 2013 Includes Assessment Reports for those Instructional Programs listed below: Title of Instructional

More information