Allen ISD District Effectiveness Reports. August 27, 2007

Transcription

1 Allen ISD District Effectiveness Reports August 27, 2007

2 Human Resources (HR)

3 Program

4 General Function "To provide the highest quality applicant to applicable campuses/departments in a way that easily benefits both campus/department leaders, provides competitive salary and benefits for applicants, provides ongoing support for employees and ensures policies regarding personnel are followed So that every child shall be educated at the highest level leading to academic success and unparalleled personal growth. "

5 Structure The Division of Human Resources is made up of three departments. These departments include the Human Resources Department, the Benefits Department, and the Payroll Department.

6 Staffing The Division includes the Executive Director and an administrative assistant. The Department of Human Resources includes a Director of Human Resources, two staffing specialists, a criminal history specialist, one records manager, one certification specialist, one substitute manager, and two receptionists. Payroll consists of a payroll manager and three payroll technicians. Finally, the Benefits Office consists of a benefits manager, a workers compensation specialist and a benefits clerk.

7 Students Served Guided by the mission of the Allen ISD, the 16,400 students of the Allen ISD are served by the highly qualified personnel in the Human Resources Department.

8 Quality Effectiveness Indicators

9 Effectiveness The teaching staff of the Allen Independent School District is 100% Highly Qualified. Our district continually maintains a low teacher turnover rate. This is accomplished primarily due to our commitment to outstanding customer service as well as a strong Recruitment, Induction, and Retention plan. Our department provides "New Teacher Traditions" (a week long orientation to new staff) to promote the Allen Way.

10 Effectiveness Human Resources employees are motivated and are therefore more effective They are experts in their field with the knowledge, foresight, and understanding that allows for all new employees to have a complete understanding of the benefits available to them. We use the Ventures for Excellence screening tool for achieving the standards of excellence in the teacher selection process. In conjunction with an effective school board, a quality working environment, leadership skills, a competitive salary schedule, and staff knowledge, the Human Resources Department of the Allen ISD operates as an effective division of the school district.

11 TEACHER TURNOVER RATE COMPARISON DISTRICT Allen ISD 17.7% 11.3% 14.9% 15.0% Plano ISD 15.9% 12.6% 17.6% 14.1% Frisco ISD 14.4% 16.7% 16.4% 17.2% McKinney ISD 17.8% 21.1% 20.9% 17.7% Richardson ISD 20.9% 15.6% 20.8% 19.1% State of Texas 15.6% 14.3% 16.1% 14.6%

12 Efficiency Facing growth and budget limitations, we maintain high expectations with a staff of 18 while serving 2200 employees. We work together as a team to accomplish the goals of the Human Resources Department. Federal Monies (Title Money) is used for some recruitment as well as reimbursement for current staff members' certifications. The Foundation for Allen Schools assists the local budget in Advanced Degree Scholarships for teachers pursuing advanced degrees. The Foundation also assists in providing opportunities for teachers in the Aspiring Administrators Leadership Academy (AALA). Vendors who attend our job fair and our new teacher orientation pay a fee which helps offset costs for the district.

13 Efficiency In order to improve efficiency, a goal for our payroll department for the school year is to implement an online employee access management system. This system will enable employees to review basic payroll information in a paperless environment at the employee's discretion.

14 Compliant We are in compliance with Federal, State, and Local Board Policies and all Allen ISD teachers have met the federal requirements of 100% Highly Qualified.

15 Compliant THE NO CHILD LEFT BEHIND HIGHLY QUALIFIED REQUIREMENT FOR ALL TEACHERS The No Child Left Behind Act of 2001 requires each local district to achieve 100% Highly Qualified (HQ) of its teachers by the end of the school year. HQ status is achieved by passing a subject area test, by having an academic major in the subject taught, or by having a total of 24 points awarded for years of service, college courses, and staff development.

16 Highly Qualified Report All Allen ISD Campuses have 100% Highly Qualified Teachers District: 100% Highly Qualified Report All Allen ISD Campuses have 100% Highly Qualified Teachers District: 100%

17 Safe The Human Resources department provides for a safe working environment for all employees through sexual harassment prevention training and criminal history background checks. The training is required for all new employees upon their employment and then updated every three years. Substitutes receive this training at the substitute orientation. Criminal History checks occur at the time of hire and annually thereafter. Volunteers and substitutes are checked annually. Workers compensation safety training and risk management training for employees occurs periodically depending on job assignment.

18 Continuous Improvement Guided by our mission, the Human Resources Department directs programs which include mentors for new teachers, mentors for new administrators, Aspiring Administrator Leadership Academy, and workshops for ancillary improvement. Our vision is to create a knowledge base of campus operations so that we may better serve the campus. Methods include Veteran Teacher Focus Groups and New Teacher Focus Groups.

19 Continuous Improvement The Advanced Degree Scholarship Program awarded 83 advanced degree scholarships last school year. Our department sponsors a Spanish for Educators course; a course which focuses on conversational Spanish for our employees. The members of the Department annually set goals for the improvement of the department as well as participating in group book studies. The theme of the book studies focuses on customer service as we are in the people business.

20 HR Department Goals for Maintain district s turnover rate at or below the state average Expand Winocular online application system to include electronic submission of recs to hire/reassignments Offer conversational Spanish classes for educators Expand employee services such as wellness, financial planning, etc. Explore screening tool for paraprofessional/auxiliary applicants Continue to provide outstanding customer service to all parties

21 Core Beliefs

22 Core Beliefs We believe that every child deserves the finest in educational guidance, therefore, it is the philosophy of the Human Resources Department to recruit, induct, and retain employees of the highest quality. We believe we accomplish that vision as a result of our commitment to our philosophy beginning with teacher recruitment, New Teacher Traditions and the Allen Way, and providing quality customer service with competitive salary and benefits.

23 Core Beliefs 2007/08 New Hire Staffing Total Number of New Hires: 188 (all professionals including administrators) Elementary 94 Secondary 83 Administrators 11

24 Core Beliefs 2007/08 New Hire Staffing New Hires by Years of Experience Experience Total % 0 years 39 21% 1-5 years 69 37% 6-10 years 37 19% 11 + years 43 23%

25 Core Beliefs 2007/08 New Hire Staffing Degrees 137 have Bachelors degrees 73% 49 have Masters degrees 26% 2 have Doctorate degrees 1% There are 69 universities represented across the United States. 27 of the universities represented are from Texas.

26 Core Beliefs 2007/08 New Hire Staffing 169 White Ethnicity 4 African American 11 Hispanic 1 American Indian 3 Asian

27 Core Beliefs 2007/08 New Hire Staffing Out of State New Hires 6 New Hires in Alternative Certification Programs 22 AISD Paraprofessionals Hired as Teachers 4 Former Ready, Set, Teacher Interns Hired 4

28 Core Beliefs Recruitment Ventures for Excellence Screening Tool for Teachers and Support Staff Grow Your Own Program and the Aides to Teachers Program Recruiting Incentives to teachers University Partnerships with Job Fair and Student Teachers

29 Top 10 Universities for Allen ISD Teacher Recruitment for (New Allen ISD teacher graduates within the last 5 years) University of North Texas Texas A&M University Commerce Texas A&M University Texas Women s University Stephen F. Austin State University University of Texas Dallas Texas Tech University Texas State University Baylor University Midwestern State University 68 graduates 44 graduates 32 graduates 28 graduates 25 graduates 25 graduates 23 graduates 18 graduates 16 graduates 14 graduates

30 Core Beliefs Recruitment Expanded Job Postings and Online Application System

31 Core Beliefs Induction Mentor Programs: The mentor program for our school district provides every new teacher with a mentor, or partner, a veteran teacher, who assists with the trials and tribulations of entering into a new life experience. These mentor teachers aid in supporting new teachers when they encounter stressful situations by providing assurance that all will turn out okay. The mentor is the "go to" person for the new teacher with questions regarding operations, classroom management, parent conferences, and any other responsibilities as may be assigned. The mentor is a peer, a non intimidating person, a friend who provides necessary guidance and support New Teacher Traditions

32 Core Beliefs Retention Competitive Salary and Benefits Teacher Focus Groups: The Veteran Teacher Focus Group and the New Teacher Focus Group is a means for our Department to listen to the needs of the teachers at the campuses. The groups meet monthly and agenda's are formulated around the requests of the members. This has proven to be a tremendous communication tool for the district. Organizational Health Inventory (OHI) This process allows for the staff to provide input on the climate of the campus. Results provide campus leaders a clear picture on the health of the organization and areas in need of attention.

33 Core Beliefs Retention WOW: The commitment of the district with the Working On The Work philosophy has allowed numerous opportunities through WOW conferences for teachers to develop engaging activities for children. Not all children learn the same way and good teachers have always provided opportunities for children to be successful. WOW is a tool to assist teachers with new learning opportunities for children. Job Sharing Wellness Program HR Newsletter Advanced Degree Scholarship Employee Recognition Program

34 Core Beliefs Vision for the Future: Guided by our mission, we will strive for excellence by creating an environment where Effective leadership will be provided The collaboration of the members of the department will be encouraged Direction will be provided resulting in a quality working environment Staff will create an atmosphere of respect through dedication, and commitment to outstanding customer service.

35 Core Beliefs Vision for the Future (Cont d): Staff will create an atmosphere of cooperation and collaboration in the responsibilities and demands of the overall operation of the department. Staff has a clear understanding of expectations and is given the opportunity to successfully meet those expectations through a safe, supportive, cooperative, and pleasant environment. Staff will have the opportunity to visit campuses and gather input on how our department may better serve the needs of the campus.

36 Core Beliefs Vision for the Future (Cont d): Our Department envisions the following: Employee Resource Management Assistant (ERMA) will be a beneficial addition allowing our employees online viewing capability of payroll functions. Open enrollment of the Employee Benefits System totally electronic, with streaming video and FAQ links, allowing for a user friendly environment for employee enrollment to benefit options. Ventures for Excellence videos to be digital and available electronically for campus principals to view from their desk.

37 Core Beliefs Vision for the Future (Cont d): Continued commitment to 100% highly qualified teaching staff; stepping up the recruitment of critical need areas in our school district and expanding the process of reimbursement for successful completion of certification exams. Continued commitment to district diversity plan in order to recruit and retain diverse staff members. Promote the Ready, Set, Teach program with emphasis on areas of anticipated critical needs. Provide for collegial dialogue among teaching staff in horizontal positions which could provide assistance with stress reduction. Increase our involvement in the wellness program for all employees with possible incentive programs for campuses.

38 Human Resources (HR)