Human Resources A Gap Analysis Nancy Benincasa A

Human Resources A Gap Analysis Nancy Benincasa

A West Geauga Gap Analysis • The Process: SWOT • Resources: Texts, Articles, ELCC Standards, & OH Metworks (ODE) to analyze and organize the analysis

Recruitment Practices • Establish High & Unyielding Standards in Identifying Teacher Candidates • Emphasizing renewed expectations

Selection & Hiring • Develop Strong Processes • Align Hiring Tools & District Mission • Re-clarify roles & responsibilities • Will enable district leadership to clarify their vision in moving forward

Placement & Induction • Mentoring • Job Embedded Professional Development (specifically for beginning teachers) • Opportunity to develop teacher leaders • Alignment of district message and leadership vision

Staff Development • Job Embedded & Differentiated Professional Development • Use PD to Support the Work of PLCs • Opportunity to Align PD Options with District Goals • Balancing Teacher Driven PD desire with District Need • Alignment of PD expenditures to help align teacher PD and Development to District Goals

Performance Evaluation • Develop a fair, equitable • Transforming OTES in a system of evaluation workable district tool • Ensure that teacher • Continue establishing evaluators are properly common district trained expectations for teacher performance • Link teacher training to district pd

Compensation • Offer Competitive • Work in Progress Salary Policies • Offer incentives (high need subjects, performance based pay)

Collective Negotiations • Teacher & Staff Representation • Negotiations Center around Salaries, Fringe Benefits, & Working Conditions • Final Agreement Ratification • Equitable representation is extremely important at the next negotiation • Establish a formality to the process

Moving Forward • Starting at the beginning: Job Descriptions & Organizational Chart • Re-establishing Roles and Responsibilities • Aligning District Mission & Goals to the Work of Human Resources in Our Practices

Challenge Statement Given the history of “one and done” professional development which is not aligned to district goals, professional development opportunities for staff will meet professional development standards as established by the Ohio Department of Education and district goals in 2015 -16.

Solution: Part 1 PLCs • Primary district goal: Implement a district-led Professional Learning Community model in every building that addresses: State Standards, Pacing Guides/Instructional Practices, and Formative/Summative Assessments • The Ohio Standard 1 notes that healthy professional learning communities “engage in continuous improvement, develop collective responsibility and create alignment and accountability” (ODE Standards)

Solution: Part 2 Exposure to Best Practice • To Help Increase Educator Effectiveness • Gain Individual PLC Access to Best Practices by Content Area & Grade Level

Solution: Part 3 Monitoring Implementation and Outcomes • “Inspect What You Expect” • PLC Feedback Forms • District Performance Data