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Teacher Hire, Assignment, and Transfer (HAT) Process Update 11/8/2010

Hank Harris, Executive Director of Human Resources Michelle Riddell, Assistant Executive Director of Human Resources. Teacher Hire, Assignment, and Transfer (HAT) Process Update 11/8/2010. Agenda:. PPS/PAT Teacher Hire, Assignment and Transfer (HAT) agreement and Recent History

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Teacher Hire, Assignment, and Transfer (HAT) Process Update 11/8/2010

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  1. Hank Harris, Executive Director of Human ResourcesMichelle Riddell, Assistant Executive Director of Human Resources Teacher Hire, Assignment, and Transfer (HAT) Process Update 11/8/2010

  2. Agenda: • PPS/PAT Teacher Hire, Assignment and Transfer (HAT) agreement and Recent History • 2. Report back on our Key Objectives: • Objective #1: Earlier Recruiting and Hiring of External Candidates • Objective #2: Maximizing Mutual Consent in internal teacher transfers • 3. Barriers to Meeting Objectives and Possible Solutions

  3. Definitions: • HAT: Hire, Assignment and Transfer of Teachers. • “Mutual Consent” vs. “Placement” Mutual Consent is when both the candidate and the hiring manager are mutually favorable toward this assignment. Placement is when a teacher is assigned into a vacancy without agreement from either party. Typically these terms are associated with internal transfers/hires, but they could also apply to external hires. • Phase I: Teachers with three of more years of experience may apply; these vacancies are posted for one week only • Phase II - Internal “Interview and Select”: Following Phase I all remaining vacancies (and new as they become open) are posted for five days; we ask unassigned teachers to apply so they can be interviewed and selected; all teachers are eligible to apply (temporary and substitutes may not). • Phase II - External: Vacancies are posted externally in areas where there are no unassigned teachers. Internal and external candidates may apply. Internal candidates have stronger consideration.

  4. PAT/PPS HAT Recent History • Prior to 2008, there was increasing concern that the then-current Hire, Assignment and Transfer (HAT) process was inefficient and problematic. • PAT and PPS met during 2007-08 and agreed to modifications to the HAT Process: • Monetary incentives for early notice of intent to retire or resign ($500 - $1250) • Rationale: More early notices provide better ability to conduct early external hiring • Change in the Process of “Placing” teachers • Rationale: “Mutual Consent” is a superior model to “Placement” • Agreement that after fifteen days prior to the school year, job openings would be filled through already existent candidate pools rather than through an open posting process • Rationale: Late postings encourage late internal transfers which create a destabilizing domino effect. • In 2009, the district had significant success in meeting Objective #2 and limited success in meeting objective #1, largely due to the delay in adopting the budget for FY 2009-10. • In 2010, the district did not experience success in either meeting Objective #1 or Objective #2, largely due to the delay in adopting the budget for FY 2010-11.

  5. Maximizing “Mutual Consent” in Internal Teacher Transfers. • “Placements” increased dramatically in 2010. In 2009, only 23% of our Unassigned Teacher assignments were Placements. This was a significant improvement over 2008. However, in 2010 this number jumped to 55%. • In 2009, 53% of teaching placements were “Mutual Consent.” In 2010 this number dropped to 17%. • “Other” includes Unassigned Teachers who returned to their former positions, took leaves, or left the district

  6. 09/10 vs. 10/11 Budget/Staffing Timeline

  7. Begin Recruiting Externally by May 1: External Postings by Month:

  8. Barriers to Meeting our Objectives • Budget delays. • HAT process is based on philosophy that mutual consent is advantageous in both external and internal hiring. • HAT process is based on philosophy that teachers in good standing internally should have some degree of precedence over external candidates in hiring. • District philosophy that prioritizes local decision-making regarding allocation of staff. • As in many large school districts, the “pre-staffing” process is much more complex than in smaller districts. (In PPS, the time required to move from budget recommendation to the first Job Postings can be four weeks.)

  9. Possible Solutions • Changes to the HAT Process. This requires negotiation with PAT. • Early offers to candidates not specific to a certain school. • Challenges: • Philosophy of mutual consent • Current economic challenges • Less localized decision-making regarding staffing.

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