ED 758 2010 Student Copy_Tentative

8/9/2019 ED 758 2010 Student Copy_Tentative

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VITERBO UNIVERSITY COURSE #758HUMAN RESOURCES DEVELOPMENT

OR

HUMANRESOURCES FORSTUDENTACHIEVEMENT

INSTRUCTOR: BRADFORD G.SARONWork: [email protected]

Home: #608-790-7314

Work: #608-654-5131 ext. 201

Text: Human Resources Administration, by Richard E. Smith

Course Outcomes: To understand the . . .1) principal as an instructional and management leader;2) importanceofhuman resources and human resources development;3) statutory responsibilitiesofschool districts and principals;4) collective bargaining implicationsforschool districts and principals;5) supervision and evaluation ofstaff; and6) factors involved in employee compensation.

Course Activities:1. Completion and submission ofall assignments by the next class

meeting unlessotherwisespecified.2. Completion ofadditional workthat may be assigned.3. Participation in group activities, such assimulated collective

bargaining.

4. Participation in casestudies both individually and as group work asassigned.

5. Thoughtful and thorough writing and dialogueon BlackboadDiscussion Board.

6. Completion ofportfolio developmentfor listed standards.Grading:

The grading system used is A, AB, B, BC, C, D, and F. The course grade is determined by

the quality ofthe worksubmitted and submitting the work promptly by the designated dates,participation in class discussion and activities including simulations and casestudies, class

attendance, thefinal test, and completed portfolio.

My definition ofThoughtfully:To complete an action in a way that indicates critical thinkingvia analysis, comparison, contracts, cause and/oreffect, extended definition, synthesis, etc.

Standards Assessed: As attached


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Tentative Daily Agendas

Monday, July 26, 2010 8:00 a.m. to 4:30 p.m.

y Casestudy introduction, overview ofclass, assignmentsy Introduction to Netvibesy Overview ofstandards:http://dpi.wi.gov/tepdl/standadm.htmly Web 2.0 Resources:http://cogdogroo.wikispaces.com/StoryToolsy Communicating Vision, Mission, and moral purposey Hiring ofStaff(Chapter 4-Selection)

1. Job Descriptions2. Postings

3. Applications4. Screening Applications

5. Preparing, Conducting, and Evaluating Interviews6. Legal Implications

7. Selecting the Best Candidate8. Afterthe Selection

y Wisconsin Fair Employment Law Brochures#1 Avoiding Loaded Interview Questionshttp://www.dwd.wi.gov/dwd/publications/erd/pdf/erd_4825_pweb.pdf

#2 Harassment in theWork Placehttp://www.dwd.wisconsin.gov/dwd/publications/erd/pdf/erd_7334_pweb.pdf

#3 Pregnancy, Employment and the Lawhttp://dwd.wisconsin.gov/dwd/publications/erd/pdf/erd_7550_pweb.pdf

#4 Persons with Disabilitieson the Jobhttp://dwd.wisconsin.gov/dwd/publications/erd/pdf/erd_7899_pweb.pdf

y Case Study- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

Assignments:1. Write your job description.

2. Write principals job description.3. Preparefor conducting an interview, group activity: Develop a seriesof10-15 questions

for a teacher interview and create a datespecific timeline demonstrating the process, fromjob description developmentto new stafforientation day.

4. Human Resources Administration Overview: Read Chapter 1 Introducing HumanResources Administration. Answer Comprehension Questions 1 and 2 on page 14 and


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post responsesto discussion board, and thoughtfully respond to at leasttwoother classmembers postings.

Tuesday, July 27, 2010 8:00 a.m. to 4:30 p.m.

y Review previous classsession.y Netvibes, Current Events, Leadership Theme Discussiony Conduct and CritiqueInterviewsy StaffDevelopment

1. New Teacher Orientation2. Continuing StaffDevelopment

3. Modeling Lifelong Learning4. Making Effective UseofStaffMeetings, StaffDevelopment Days5. Safety Plans and Procedures6. PreventingWorkplace Violence

y Supervision and Evaluation ofStaff1. Supervision ofInstruction

2. Motivation Modeling3. Personnel Policies

4. StaffEvaluations, Job Descriptions, Expectationsa. Teachers

b. Teacher Assistantsc. Secretaries

d. Custodians

e. Cooksf. Substitutesg. Co-Curricular

5. Review, Discuss Class Member Observations

y StaffDiscipline1. Employee Rights and Obligations2. District Rights and Obligations

3. Probation4. Just Cause

5. Termination, Non-Renewal

6. Grievance Procedure7. Arbitration Procedure8. Wisconsin Employment Relations Commission

y Case Study-Support Plan for a teacher who isfailing- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -


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Assignments:

1. Human Resources Administration, Read Chapter 6 Answer Comprehension Questions 1thru 4 on page 188 and post responsesto discussion board, respond to at leasttwoother class

members postingsORcompleteextended activity question 1 (within theframeworkofyour

dist

rictsex

ist

ingev

aluatio

nsyste

m). Fo

roptio

n 1,the

co

mpare/co

ntrast

element

must

beo

nepage, doublespaced, 12 pointsize, Times New Roman.

3. Outline Human Resources Administrator, Chapter 9 in no morethan two pages.

Wednesday, July 28, 2010 8:00 a.m. to 4:30 p.m.

ONLINE DAY THRU BLACKBOARD & INDIVIDUAL WORKTIME

Netvibes, Current Events, Leadership Theme Discussion

y Review Teachers Collective Bargaining Agreementfrom your District and find thefollowing (bring theseto classfor discussion):

1. T

he

numberof

daysempl

oyed.2. The numberofpaid holidays.

3. Length ofthe probationary period.4. Length ofthe workday.5. Breakdown ofthe work day (facetofacetimevs. prep time)..6. Eligible reasonsfortaking a day offduring theschool year.7. How teachertransfers are madeto another position in the district.8. Lay offdeadlines.9. Penalty for breaking a contract and when it applies.10.Steps in the grievance process.

yOn Blackb

oard, r

espo

ndto

thefo

llo

wing pro

mpt

andtho

ughtf

ully res

po

ndto

at

least

twoother class members postings:Of the ten collective agreement elements that you

have just researched, which is the most difficult to manage, implement, and/orapprove/reject? What factors make it so difficult? How could principal planning and

execution affect the effectiveness of the clause or rule?

y School Law, Employment Law1. Wisconsin Statuteshttp://www.legis.state.wi.us/rsb/Statutes.html#1 Chapter 111 Employment Relations

#2 Chapter 115 State Superintendent; General Classifications and Definitions;Children with Disabilities

#3 Chapte

r 118 General Sch

ool Op

eratio

ns#4 Chapter 120 School District Government

y Read all four Statute Chapters. Chooseoneofthefourtosummarizevia any Web 2.0tool. Fortheotherthree, be prepared to produceevidenceof reading through text

interaction.


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y Preparefor a negotiations activity by completing thefollowing:o Distinguish fiveelements within your districts master agreementthat you

would liketosee changed (from the union perspective). Write a justificationparagraph foreach oftheelements.

o Write rebuttal statementsforeach ofthefiveelements (from the SchoolDi

stric

tperspective

) challenging

each

elements

impo

rtanc

eand n

ecess

ity.

o Please havethis word processed, TNR, 12 pntsize, doublespaced.Thursday, July 29, 2010 8:00 a.m. to 4:30 p.m.-- Review previous classsession.

Netvibes, Current Events, Leadership Theme Discussion

y Collective Bargaining1. Review, Critique Contractsfrom Management, Union Positions

y Conduct Sample Negotiationsy Discuss, Critique Negotiations Processy Contract Management

1. Legal Implications

2. Statute, Contract, Policy3. Personnel Records

y Case StudyEmployee Compensation

1. Budgeting2. Review Salary schedulesfrom several districts (please bring the material fromyour districttoshare)

3. Review fringe benefits packages (please bring the material from your districttoshare)

4. Discuss leave requirementsy Employee Resignation and Retirement

1. Legal Implications

y Communications, Working with Peopley Case Study

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

Assignments:1. Reflecton what has been covered in this class. In what ways doestheframeworkof

negotiations interface with student performance and districtvision/purpose? Post a one pageOpinion/Editorial to Blackboard explaining the relationship between thesetwoentities,

thoughtfully respond totwo classmates postings.


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2. Postto discussion board waysthat a Principal can recognize and show employeestheyarevalued, thoughtfully respond to at leasttwoother class members posting.

3. Finalize portfoliofortheseven listed standards. Hand in paper copy during last day, ifpossible, with submission by email no laterthan August 18, 2010.

Note: Discussthetopics covered in this course asthey relatetothestandards; forexample,

discu

sswha

tyo

u learn

ed ab

out

ho

w and why an administ

rato

r meets

thest

andard.

Friday, July 30, 2010 7:00 a.m. to 4:00 p.m.

-- Review previous classsession.

Netvibes, Current Events, Leadership/ManagementTheme Discussion

y Final Discussion on Leadership Themesy LawsofLeadershipy Ethical Decisionsy Personnel Life, Style, Modelingy Human Resources Development and Wisconsin Administrator Standards


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ADMINISTRATIVE STANDARDS

ADMINISTRATORSTANDARDS PI34.03 To receive a license in a school administrator categoryunders. PI 34.32, an applicantshall complete an approved program in school administration and

demonstrate proficient performance in the knowledge, skills, and dispositions under all ofthefollowing standards:

1) The administrator has an understanding ofand demonstrates competence in theteacher

standards unders. PI 34.02.

2) The administrator leads by facilitating the development, articulation, implementation, andstewardship ofa vision of learning that isshared by theschool community.

3) The administrator manages by advocating, nurturing, and sustaining a school culture and

instructional program conduciveto pupil learning and staffprofessional growth.

4) The administratorensures managementoftheorganization, operations, finances, and

resourcesfor a safe, efficient, and effective learning environment.

5) The administrator models collaborating with families and community members,responding to diverse community interests and needs, and mobilizing community

resources.

6) The administrator acts with integrity, fairness, and in an ethical manner.

7) The administrator understands, respondsto, and interacts with the larger political, social,economic, legal, and cultural contextthat affectsschoolings.


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July 15, 2010

Name ______________________ Cohort _______________ Total Points ________Location & Year Grade ______________

Scoring Sheet for Portfolio Development and Assessment of Student Work

758 Human Resources(Refer to the Companion Rubric)

HD High Degree of Development - 4 SD Some Degree of Development - 3

LD Low Degree of Development -2 ND No Development 0

Standard 3 The Administrator manages by advocating, nurturing, and sustaining a school culture and

instructional program conducive to pupil learning environment.

(The Standard is also known as, The Culture of Teaching and Learning.)

S3f) Legal Issues State/Employment, Staffing from a District Perspective, Contracts (understanding

systems restrictions & operate within them)

HD SD LD ND

Reflection

Comment _____________________________________________________________________

S3g) Employment Recruiting, Hiring, Communications-Working with People, Responsibility &

Contributions, Diversity

HD SD LD ND

Reflection

Comment _____________________________________________________________________

S3h) Understanding Instructional Leadership StaffEvaluation, Mentoring, StaffDevelopment,Probation, Discipline, Recognition, Resignation, Retirement,

HD SD LD ND

Reflection

Comment _____________________________________________________________________

Standard 4 The administratorensures managementoftheorganization, operations, finances, and resourcesfor a

safe, efficient, and effective learning environment.

(The Standard is also known as, The Management of Learning.)

S4g) ManagementTheory Classical ManagementTheory, Human Relations, Organizational Behavior

(Enhance Positive & Minimize Negative), Movement, Human Resources Management

HD SD LD ND

Reflection

Comment _____________________________________________________________________


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Standard 6 The Administrator acts with integrity, fairness, and in an ethical manner.

(The Standard is also known as, Integrity, Fairness, and Ethics in Learning.)

S6g) Educability ofAll Special Education, Ethnic & Economic Diversity

HD SD LD NDReflection

Comment _____________________________________________________________________

S6h) Employee Relations Dignity, Respect, Legal & Contractual, Job Responsibilities, Conflict

Resolution both formal & informal, Wellness

HD SD LD ND

Reflection

Comment _____________________________________________________________________

Standard 7The administrator understands, respondsto, and interacts with the larger political, social, economic, legand cultural contextthat affectsschooling.

(The Standard is also known as: The Political, Social, Economic, Legal, and Cultural Context of Learning.

S7e) Contract Management Federal, State, Local, Contractual, Equitable, Dignity, Respect, Discipline,

Just Cause, Grievance, Arbitration, Lawsuits (communication with parents, supervisors,

po

litical l

ead

ers)

HD SD LD ND

Reflection

Comment _____________________________________________________________________


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Rubric for Course 758 Human Resources Development

Standards High Degree -4 Some Degree-3 Low Degree-2 No Development-0

S3f) Legal Issues

y State/EmploymentPerspective

y Stafffrom a DistrictPerspective

y Contracts

A good understanding

of laws, polices and the

contractthat influence

the dos and dont in K-

12 education.

An understanding

is present in regard

tothe laws,

policies and the

contract but needs

clarity and/or detail

Thestudentshowssome

insights intothe dos and

dontofthe process but

needsto demonstrate a

better grip on thesubject

Really quitesketchy

lacks depth, detail,

clarity and even a

clearoverview

S3g) Employment Practices

y Recruitingy Hiringy Employmenty Communications-

Working with People

y Responsibility &Contributions

y Diversity

Thestudentdemonstrates a solid

understanding ofthe

hiring procedurefrom

recruitment, through the

interview tostarting

and then growing in a

position

Thestudent has ageneral

understanding of

the processfrom

starttofinish but

lackssome clarity

needsto detail

may haveneglected a step in

the process

Thestudentonly partiallydemonstrates a clear

understanding and/or

knowledgeofthe process

from starttofinish

Limited to no qualitytotheexplanation of

the process and/or

lacks a

comprehensive

overview ofmostof

the process

S3h) Understanding

Instructional Leadership

y StaffEvaluationy Mentoringy StaffDevelopmenty Probationy Discipline

Progressive

y Recognitiony Resignationy Retirement

Thestudent has a goodunderstanding ofthe

processofproviding the

supp

ortnee

dedto

continuously improve

your workforce.

Ifcorrections are

needed, knowledgeof

the process is clear

Thestudentforthemost part isknowledgeableof

the

process

of

continuous

improvement has

a pretty clear

pictureofthe

processthat needs

to befollowed for

correction

Thestudent maygenerally understand the

processofmaintaining a

quality w

ork

force

butdoes not have a complete

picture and/or lack a

certain depth of

understanding.

Thestudent hasonlya vagueunderstanding or has

only limi

tedknowledgeofthe

process needed to

maintain a district

workforce and/or

how totake

correction action

S4g) ManagementTheory

y Classical Managementy Human Relationsy Organizational

Behavior Movement

y Human ResourceManagement

Students demonstrates a

good understanding thatManagement hasevolved overthe yearsand continuestoevolve

Students

demonstrate anunderstanding butthe detail and depth

ofunderstanding is

average.

Significant aspects about

the different management

theory is lacking - needsclarity and/orfurther

explanation

Limited

understanding ofthedifferenttheories isevidenced by the

student

S6f) Justice and Fairness

y Justice/fairnessfor ally Discriminationy Harassmenty Cultural Awareness

Student demonstrates a

good understanding &

knowledgeofthe

district responsibility inregard tospecial

education , & diversity

Student has an

understanding and

some knowledge

but it lacks depthand/or details

Student has a general

senseof all three

concepts but it is limited

and only partiallydemonstrated

Very vague

understand sketchy

overview lacks

significant amountofdetail

S6g) Employee Relations

y Dignityy Respecty Legal & Contractualy Job Responsibilitiesy Wellnessy EAPy Conflict Resolution

both formal andinformal

Thestudent has

demonstrated a goodunderstanding oflegal,

contractual sidesof

employment & uses

present day HumanResource Management

theories

Understandsthe

legal andcontractual sidesof

employment &

uses present day

Human ResourcesManagement

theories but lacks alittle depth and/or

thoughtless

Understandsthe concept

in general but it lacksinsight, depth and/or

clarity.

Articulation ofmainconcepts is missing or

much to general.

Limited to no

information presentedto be ableto make a

judgment in regard to

his/her understanding

in regard to legal andcontractual

employment.

S7e) Contract Management

y Federaly Statey Localy Contractual

A good knowledge base

and a solidunderstanding ofthe

legal natureofemployment in the K-

The understanding

and knowledge ispresent but may

lack a little clarityor maybe in places

The understanding and

knowledge was reallyquitesketchy needsfor

clarity and depth. Theskeleton possibly was

Littleto noevidence

ofa clearunderstanding ofthe

process involved inregard tothe legal


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y Equitabley Dignityy Respecty Discipliney Just Causey Grievancey Arbitrationy Lawsuits

12 Education system. it lacks a littledetail.

shaped correctly butthebody needed theorgansto

function.

natureofemployment

ED 758 2010 Student Copy_Tentative

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