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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
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