Human Resources

An Administrators Most Valuable Asset

Types of Employees

• Classified – non-certificated support staff• Certificated – credentialed teaching staff• Tenure – a permanent credentialed teacher• Hourly – wages accrued by the number of hours

worked• Salary – wages paid by the month or year

regardless of number of hours worked• Exempt – salaried employees no eligible for

overtime• Probation – period of time, usually 90 days,

during which an employee can be let go without cause

Teaching Continuum

Intern or preliminary credential

BITSA

Beginning teacher & support and assessment

Clear Credential

Considerations

• A DS credentialed teacher hired for an ROP program is not eligible for tenure with the exception of regular education teachers transferred to teach ROP

• The idea that all salaried employees are ineligible for overtime is false. Only exempt employees are ineligible. Eligible salaries employees’ overtime are based on the salary prorated on a hourly basis

• Probationary and salaried employees are contract employees, but tenure requires documentation to let go

• Hourly employees are non-contract employees and can be let go any time without cause

Recruiting Techniques

• Place simple ads in newspapers and on-line job banks

• Networking and personal knowledge of qualified individuals

• Professional organizations• Referrals and district sub lists• Local AARP for retired professionals who wish

to be productive• Personnel office and employment departments –

least effective

The Interview: Question Design

• Develop questions that reveal teaching potential• Dimensional Interviewing: Ask questions that

relate to personal experience• Tell about a time you worked with high school

age youth and how.• Explain how your handled a problem with your

supervisor.• Tell us about a time you reported to more than

one supervisor and how you handled it.• Tell us about a time you had difficulty getting

your point across and how you handled it.

The Interview cont’

• Develop questions the reveal a balanced personality and well-being

• What do you do in your spare time?

• What do you do to relax?

• How do you stay current in your field?

• How do you handle conflicting priorities? Give an example and how you handled it.

The Interview cont’

• Develop scenario-based tasks

• Present a situation and ask applicant to respond without preparation

• Ask applicant to perform an industry task without preparation

• Ask applicant to prepare and deliver a short lesson and 30 minutes prep time

The Interview cont’

• Give applicant the opportunity to ask questions & be prepared to answer

• Assess the applicant’s questions for work ethics• Were their first questions about money, benefits,

and time off (breaks & lunches)?• Did they ask about duties and responsibilities?• Did they ask about training and instructional

support?• Did they ask about advancement and continuing

education?

Hiring Timeline

1. Request for position (HR Dept) 2 wks

2. Advertise position 2 wks

3. Screen applications 1-2 wks

4. Schedule interviews

5. Schedule call-back interviews

6. Schedule orientation

7. Obtain paperwork

8. Implement 1-year plan

Memorandum of Understanding

• Usually provided by district• Component includes

– District, teacher, academic year

– Percentage of contract time required

– Teaching duties and reporting

– Non-platform duties and responsibilities

– Student orientation

– Staff and regional meetings

– Advisory board and student counseling

– Relevant signatures

Memorandum of UnderstandingI, ________, agree to do the things listed below in order to maintain good standing in my ROP __________ program. I understand that this is MY responsibility to comply with each item in this contract.1. I will not be absent without a valid excuse (illness or doctor appointment). I understand that my parent must call my ROP instructor to verify my absence. 2. I will be in the classroom and ready to work at the beginning of each class period with all necessary materials. I will not be tardy to my work site.3. I will report back promptly to class after any break during class. 4. I will never leave class without permission.5.______________________________________________________________________6.______________________________________________________________________

I understand that my failure to comply with any of the above may result in being dropped from my ROP class. I also understand that if I am dropped, I will loose credit for the class

_______________________________ ___________________________Student Signature Date Parent Signature Date

Memorandum of UnderstandingThe Regional Occupational Program with the Riverside County Superintendent of Schools will contract with _________________________ for instructional services with the following instructor during the ____________ school year.

______________________ ___________%The above instructor will be required to participate in the following ROP activities:• Attendance at Fall Orientation• Attendance at Regional Meetings, times may vary, but are normally scheduled from 3:30 – 5:30 p.m. Three times per year.• Participate in the Advisory Council Process as required by State law.• Completion and submission of reports and attendance based on prescribed timelines.________________________ _________________________District Representative High School Principal________________________ _________________________ROP Director ROP Coordinator/Principal

New Teacher 1-year Plan

Winning Year One

A Survival Manual For First Year Teachers

Carol L. FurySanibel Sanddollar Publications, Inc

Captiva Island Florida 33924

(800) 330-3459

New Teacher 1-year Plan cont’

Leadership and the One-minute Manager Minute Manager

Ken BlanchardWilliam Morrow and Company Inc.

1350 Avenue of the AmericasNew York, NY 10019

www.williammorrow.com

Personnel Files

• District files

• Local site files

• Document good and unsatisfactory behavior

• Growth and development plan

• Meet objectives

• Merit Raises

General Supervision Challenges

• Team teaching difficult to evaluation – look for structure

• Supervising multi-site programs difficult to observe – schedule several at same site on same day

• Staff meetings– If you don’t need one, don’t have one– Develop agenda relevant to staff– Provide opportunity for feedback

• Parental complaints – document and diffuse if possible

• Train assistant when to call you and when not to call you

Evaluation Procedures

• Pre-evaluation conference with teacher– Set date

– Plan lesson and objectives

– Identify purpose of observation

– Discuss classroom management issues

– Agree on what you will be looking for

• Do evaluation• Post observation conference• Document observation• Know policy and procedures for evaluation

FRISK Model

• Documenting unsatisfactory performance is unpleasant

• Usually avoided by implementing proactive strategies

• Must follow strict procedures when required

• The FRISK model provides guidelines to meet legal, ethical, and union compliance

FRISK Model cont’

• F – Facts – Pinpoint specific conduct– Include factual foundation– Record accurate facts

• R - Rule– Describe the rule– Include prior “same rule” violations

FRISK Model cont’

• I – Impact– Include impact to demonstrate seriousness– Connect impact to remote conduct

• S – Suggestions/Directions– Draft suggestions and directions for

compliance

• K – Knowledge– Ed code Section 44031– Personnel file procedures

References

•CAROCP Operational Handbook•Guide to Disabilities Rights Law•CAROCP Resource Links•Winning Year One excerpts, Carol L. Fuery•Learning How to Teach:  A Quick Start Guide for Vocational-Technical Education Teachers Neil A. Edmuns, Clifton L. Smith

References cont'

• The Vocational Instructor's  Survival Guide, Neil A. Edmuns, Clifton L. Smith

• Effective Phrases for Performance Appraisals, Neal Publishing Inc.

• Supervisor's Guide to Documentation and File Building for Employee Discipline, Ronald L. Ruud, Joseph J. Woodford

• The Vocational Instructor's Survival Guide, Neil A. Edmuns, Clifton L. Smith

References cont'

• Effective Phrases for Performance Appraisals, Neal Publishing Inc.

• Leadership and the One Minute Manager, Ken Blanchard

• Management of Organizational Behavior: Utilizing Human Resources, Paul Hersey, Ken Blanchard (Situational Leadership model)