The Assistant Superintendent of Human Resources shall be responsible to the Superintendent of Schools for the performance of all duties.

Transcription

1 ASSISTANT SUPERINTENDENT OF HUMAN RESOURCES A. QUALIFICATIONS: 1. The Assistant Superintendent of Human Resources shall have the general qualifications of a teacher as prescribed by the State Department of Education. 2. The Assistant Superintendent of Human Resources shall have earned at least a master degree from an accredited college or university and hold a valid administrator s certificate. 3. The Assistant Superintendent of Human Resources shall have had at least five (5) years of successful teaching, administrative, and/or supervisory experience. B. APPOINTMENT: The Board of Trustees shall appoint the Assistant Superintendent of Human Resources upon the recommendation of the Superintendent of Schools for a term of not more that two (2) years, and the contract will be considered for extension at the regular February meeting each year. C. REPORTS TO: The Assistant Superintendent of Human Resources shall be responsible to the Superintendent of Schools for the performance of all duties. D. SUPERVISES: The Assistant Superintendent of Human Resources shall supervise the Human Resources Department. E. JOB PERFORMANCE STATEMENTS: 1. Instructional Management a. Promotes and supports district goals as they apply to instructional improvement. b. Is aware of the district s curricular and instructional strategies and needs and the overall ways that the functions of the human resources office support instruction. c. Works cooperatively with principals and staff to define personnel needs and select applicants who will best implement goals of the instructional programs. 2007

2 2. School/Organizational Climate a. Demonstrates high expectations and high regard for supervised staff. b. Models behavior that promotes positive organizational climate. c. Uses practices that promote goal directed behavior. d. Demonstrates openness to staff suggestions for improving office effectiveness. e. Fosters collegiality and team building among staff and encourages their active involvement in decision-making. f. Provides a positive, caring environment. g. Works harmoniously with all administrators and teaching personnel. 3. School Improvement a. Recommends the employment of applicants who will make a difference in the academic performance of students. b. Focuses on school improvement through the applicant interview and hiring process. c. Communicates effectively the district s mission, goals, policies, and programs. d. Promotes a positive image that supports the school district mission. e. Demonstrates through goal setting a clear-cut sense of direction or purpose in daily activities. f. Focuses the personnel division operations of the district towards the accomplishment of the district s mission and attainment of district stated goals and objectives. g. Recommends policies and procedures pertinent to the effectiveness of the department to the Superintendent of Schools. 4. Personnel Management a. Plans, implements, and evaluates the screening, interviewing, recruiting, and selecting processes for applicants for employment. b. Makes sound and effective recommendations relative to personnel placement, transfer, retention and dismissal. c. Maintains personnel records as required by Texas Education Agency, State Board of Educator Certification, and board policies

3 d. Supervises the certification status of all professional employees in the district. e. Performs appropriate research and technology updates to increase effectiveness of the human resources offices. 5. Administration and Fiscal/Facilities Management a. Is prompt and thorough in completing assignments and attending to details accurately and efficiently. b. Is responsible for the implementation of policies established by federal and/or state law, state board of education rules, and the local board policy. c. Assists in the recommendation of budget items for the district s personnel services. d. Assists with recommendations regarding employee salaries. e. Is responsible for the budget and allocation of funds. 6. Student Management a. Encourages the selection of employees who model appropriate behavior. b. Encourages the selection of employees who can implement effective discipline management procedures. c. Supports district and campus rules for conduct. 7. School/Community Relations a. Articulates the school s mission to the community and solicits their support in making that mission become a reality. b. Demonstrates awareness of school/community needs and initiates activities to meet those identified needs. c. Emphasizes and nurtures two-way communication between the school and community. d. Projects a positive image to the community. 8. Professional Growth and Development a. Uses information provided through assessment instruments, the district appraisal process, and evaluative feedback from supervisors to improve performance

4 b. Strives to improve leadership skills through self-initiated professional development activities. c. Utilizes information and insights gained in professional development programs for self-improvement. d. Disseminates ideas and information to other professionals; provides leadership in addressing the challenges facing the profession. 9. Other a. Acts in a consultatory and advisory capacity to the Superintendent of Schools on matters pertaining to the formulation and execution of policy, and performs other duties as assigned by the Superintendent of Schools. F. EVALUATION: 1. The job performance statements shall constitute the criteria for an evaluation form with an evaluation code as follows: N/A Measure Not Being Taken. 1 No Measurable Progress. 2 Progressed Toward The Goal. 3 Met The Goal. 4 Exceeded The Goal. 5 Significantly Exceeded The Goal. 2. The evaluation form shall contain a place for comments and general observations made by the evaluating person. These comments shall constitute additional criteria for evaluation. 3. The Assistant Superintendent of Human Resources evaluation is a responsibility resting with the Superintendent of Schools. An evaluation shall be completed in writing at least once during the course of the school year. 4. The Superintendent of Schools shall appraise each Assistant Superintendent at the time stipulated by the Superintendent of Schools

5 5. Administrators will be appraised according to the following calendar: Action Plan and Goal Setting Conference Data Collection and Analysis Contract Recommendation Summative Conference July-August September-May January May/June G. SALARY: The salary of the Assistant Superintendent of Human Resources shall be based on the schedule adopted by the Board of Trustees for this position. H. EXAMINATION: The Assistant Superintendent of Human Resources shall be required to have a physical examination annually. A copy of the report shall be filed with the personnel office. Source: Local Approved: Revised: Reviewed: