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The Impact of School Leaders; Human Capital Management Central Carolina RESA March 5, 2019

We develop, support, and network human capital leaders in schools, districts, and states to drive measurable improvements in teacher and principal quality. Join us to learn about best practices and strategies for attracting, retaining, and developing highly effective educators.

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The Impact of School Leaders; Human Capital Management Central Carolina RESA March 5, 2019

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  1. The Impact of School Leaders; Human Capital ManagementCentral Carolina RESAMarch 5, 2019

  2. Who Are We? We develop, support, and network human capital leaders in schools, districts, and states to drive measurable improvements in teacher and principal quality Urban Schools Human Capital Academy, Founded 2011 Best Results Customer Service Best People Knowing Your Schools = Best Decisions Data and Information State Alliance NC RESA Session

  3. Why Do We Do This Work? Human Capital is the Key Lever in Schools • 1/3 of all HS graduates meet minimum college readiness criteria • Less than ¼ of African American graduates college ready • Only 20% of Latino graduates college ready Effectiveness Matters Difference between 3 consecutive yrs of effective teachers vs. ineffective = 52 percentage points Money Matters ~85% of school systems’ budgets = PEOPLE State Alliance NC RESA Session

  4. Who is in the Network? USHCA has worked with 30+ districts and 16 states Seattle Newburgh Rochester Boston Cleveland Pittsburgh • Philadelphia • Aurora Baltimore City Montgomery County • Indianapolis • Prince George’s County Denver • Jefferson • Fayette Los Angeles Guilford Charlotte-Mecklenburg Tulsa • OklahomaCity • Shelby Co. Atlanta • Duval Spring • Seminole Alumni Districts Current Districts Hillsborough • Osceola Houston • Pinellas • Miami-Dade Blue – Cohort 2 States Green – Cohort 1 States • Little Rock • North Little Rock • Jacksonville North Pulaski • Pulaski County State Alliance NC RESA Session

  5. The Itinerary • Welcome and Warm Up • Research Quiz • The “Puzzle Piece” Human Capital Framework Break • The Roles of School Leaders and Human Resources Lunch • Principal as Human Capital Leader • Attracting and Retaining Teachers • Action Planning State Alliance NC RESA Session

  6. Our Norms for Working Together • Put students first as we think about the work. • Tell your truth • Share your expertise, including “Wins” and “Losses” • Leave your title at the door and think enterprise-wide • Help us to figure out how to solve -- and not just identify -- the problems that we face (addressing and influencing) • Ask questions of us – and each other. • What is learned here, leaves here. Apply this to your own role. State Alliance NC RESA Session

  7. Warm Up State Alliance NC RESA Session

  8. Introduction to Strategic Human Capital Work

  9. Research Quiz Research-backed Best HC Practices State Alliance NC RESA Session

  10. Using Research Quiz Question 1 Candidates who have gone through a formal teacher training program (School of Education) are more effective teachers than those who have not. FALSE State Alliance NC RESA Session

  11. Using Research Quiz Question 2 Almost 80% of job seekers use social media in their job search. TRUE State Alliance NC RESA Session

  12. Using Research Quiz Question 3 Diverse teachers positively impact student learning and outcomes. TRUE State Alliance NC RESA Session

  13. Using Research Quiz Question 4 About ¼ of job applicants will quit in the middle of filling out online job applications because of their length and complexity. FALSE State Alliance NC RESA Session

  14. Using Research Quiz Question 5 Masters and PhD degrees correlate to improved student achievement results. FALSE State Alliance NC RESA Session

  15. Using Research Quiz Question 6 Increased teacher absenteeism has a significant correlation to lower student achievement. TRUE State Alliance NC RESA Session

  16. Using Research Quiz Question 7 Millennials will change jobs an average of four times in their first decade out of college and 10 to 15 times during their career. TRUE . State Alliance NC RESA Session

  17. Group Discussion Reflections on the Research • What surprised you about the research? • How does the research help focus your work? State Alliance NC RESA Session

  18. The Language of “HC” and “HR” 18 Human Capital Management Responsibilities Span the Entire Organization Human Resources Human Capital Personnel Talent Schools Central Offices: Principal Managers, Academics, etc.

  19. Strategic Human Capital Management The collective and individual knowledge, skills and abilities available to apply to an organization’s goals* USHCA’s 4 Principles of Strategic K-12 HC Work Contributes to the quality of the workforce, especially teachers and principals Aligns to instructional improvement needs Builds a culture of human capital leadership Measures key indicators for continuous improvement State Alliance NC RESA Session * Definition adapted from Teaching Talent: A Visionary Framework for Human Capital in Education

  20. Context that Influences “Right” Work Unions/Labor Agreements Budget Federal, State, Local Policies School Board Influence State Alliance NC RESA Session

  21. The “Puzzle Piece” Human Capital Framework

  22. Teacher Puzzle Pieces The “Right” Work State Alliance NC RESA Session

  23. What is the ABC Tool? USHCA created two separate but related Assess, Breakthrough, and Change (ABC) Tools – the Teacher ABC Tool and the Principal ABC Tool – that detail and measure HR’s functionality in the key work of HR The ABC Tools align with the components of the Teacher and Principal Puzzle Pieces Each component of the Teacher and Principals ABC Tools is backed by research, best practice, and measureable benchmarks that help district teams track current performance and improvements over time ABC Tools are focused on the actions and activities most critical for improving teacher and principal quality Diving Deeper into the Right Work of the Puzzle Pieces

  24. HR 101 Review Summaries of Teacher Puzzle Pieces with Key Outcomes and Look-Fors

  25. ActivityWhere is your district? State Alliance NC RESA Session After reviewing the HR 101 materials as a reference, looking at the Puzzle Piece Chart, use a dots to indicate: Red -This is a “pain point” and a high priority for progress Yellow – This is an area where we need to learn more and grow our expertise Green– This is an area that is not of immediate priority in my district.

  26. Central Carolina ABC Survey Results All Districts State Alliance NC RESA Session

  27. Central Carolina ABC Survey Results Power Metrics Only State Alliance NC RESA Session

  28. HR Bill of Rights & Assessment One-stop shopping HC data provided often on their staff Visits at least twice a year Collaboration between HR and Principal Manager Online access to pool of strong candidates 24/7 No forced placements All vacancies filled Streamlined processes all online Support to improve or exit low performers Annual satisfaction surveys to get feedback

  29. The Principal as a Human Capital Manager is at the center of the puzzle

  30. Activity: Where is your district? 1. Use the rubric to assess as a team where your district is on each of the components in the Principal as HC Manager section of the ABC tool. 2. Place dots on the wall chart rubric that reflect your assessment. 3. Discuss what is needed in your district in order to be highly functional in each component (think about root causes). Record in your note-taker. 4. Be prepared to share out. State Alliance NC RESA Session

  31. A Retention Scenario After You Recruit Them, How Do You Retain Them? He is Losing Them He Got Them He Needed Them • Discuss: • What happened here? • Chart: • What you see as Kevin’s role? • What you see as the “District’s” role? • Place post-its on the corresponding wall chart.

  32. Human Capital Best Practices;The Role of the School Leader

  33. What Is the Principal as HC Manager? Principal as HC Manager refers to a principal’s key role in actively managing the talent in their schools in service of student learning Principals are the key customer of an HR/HC team Principal as Human Capital Manager Summary

  34. Critical Roles in Talent Management Codifying What You Do Already

  35. Recruitment AND Retention Two sides of the same coin • To address shortages and fill open vacancies, districts often focus primarily on recruitment • Without a focus of retention too, you are simply filling a “leaky bucket” • Districts must focus on building both great recruitment AND great retention functions to maximize efforts to get and keep highly effective employees • Principals play a key role that HR cannot – and visa versa. Both are important.

  36. Roles in Retention Discussion - Questions? Confusion? Disagreement?

  37. Retention is Individual and Ongoing • No one-size-fits-all solution • Teacher and principal voice is important • Different people need different strategies • Retention is not one-and-done

  38. Lenses for Understanding Retention Insight into HOW to Retain Teachers Retention Lenses Subject

  39. What Would You Do? Rockstar A – Chemistry 45 years old Female African – American Prior career as a chemical engineer Career switcher Two High Performers What might a principal do to retain them? Rockstar B – Special Ed • 24 years old • Male • Caucasian • Strong tech skills • First job

  40. What We Know Principals Play a Key Role in Recruitment Great employees are seeking: • Great leaders to work for • Growth in their profession • Recognition for quality work done • Collaborative working environment The culture a principal creates impacts school-based recruitment. State Alliance NC RESA Session Source: Boyd, D., Grossman, P., Ing, M., Lankford, H., Loeb, S., & Wyckoff, J. 2009.

  41. Principal Actions to Attract and Retain

  42. Retaining High-Performing Teachers Count off by 6s Go to the poster that has your number and write the strategy at the top of the chart paper. Use the first chart paper to brainstorm actions aligned to your strategy that principals could do to build a school culture of retention (that will also attract!). What does it look like? Also note what will they need from HR. Use the second chart paper to create your presentation for share-out with the group. Sourcing and sharing our best ideas State Alliance NC RESA Session

  43. A Culture of Retention 1 –New teachers are supported 2 – Teacher input is sought and valued 3 – A supportive faculty community is cultivated 4 – There are opportunities for teacher leadership 5 – Explicit retention discussions - or “stay” conversations - are held (what is said, when is it said and to whom is it said?) 6 – Collaboration is meaningful, and there are structures that support it School-based strategies State Alliance NC RESA Session

  44. Unpacking a Human Capital Toolkit

  45. Human Capital Walkthrough Tool State Alliance NC RESA Session

  46. Planning Tool to Help Principals Become Great Human Capital Managers State Alliance NC RESA Session

  47. School-level HR Planning Tool State Alliance NC RESA Session

  48. Top Ten Principal Human Capital Actions State Alliance NC RESA Session

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