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MASPA 2010 Winter Conference

MASPA 2010 Winter Conference. Pre-Conference December 1, 2010. MASPA 2010 Pre-Conference. Effectiveness and accountability from the HR Office Intentionally building a culture Contract management. MASPA 2010 Pre-Conference. Culture: Focused on our core mission of educating all children

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MASPA 2010 Winter Conference

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  1. MASPA 2010 Winter Conference Pre-Conference December 1, 2010

  2. MASPA 2010 Pre-Conference • Effectiveness and accountability from the HR Office • Intentionally building a culture • Contract management

  3. MASPA 2010 Pre-Conference • Culture: • Focused on our core mission of educating all children • Allocation of resources aligned with this mission • Our most vital and scarce resources are • Dollars • Instructional Time • Therefore our priorities must begin with protecting or enhancing instructional time and cost containment

  4. MASPA 2010 Pre-Conference • Culture: Focus on instructional time and cost containment • One place to start: • Determine and communicate real costs of everything • Sick Leave, Sick Bank, Personal Leave • School Business Leave, IEPC’s, Professional Development Leave, Paid Sabbatical, etc. • Union meetings, grievances, negotiations, etc. during the work-day • Efficiency issues (class size, non-mandated aides, bus runs, alarm call-ins, event set-ups and take-downs)

  5. MASPA 2010 Pre-Conference • Culture: Focus on instructional time and cost containment • Align decisions and communications with these priorities • Example: Length of school-year in negotiations • Example: Fund balance and long-range strategy for it • A culture of shared accountability for the success of our District

  6. MASPA 2010 Pre-Conference • A culture of shared accountability for the success of our District • Attendance: • A sense of ownership for getting the job done • A commitment to maximizing resources • Evaluation: • A results-driven commitment to deliver quality services • Maximize return on the largest outlay of resources • What gets talked about and measured gets done.

  7. MASPA 2010 Pre-Conference Contract Management • Sick Leave / Sick Bank: Adhere to your rules, laws, and stick to your contract’s limitations. • Monitor and address all provisions which allow for the absence from teaching • Account for attendance abuses and follow-up progressively • Accurately calculate pro-rations and FTE down to the minute

  8. MASPA 2010 Pre-Conference Contract Management • Schedule B: • Does the role serve a valued purpose • Accountability for quality of the services provided • Professional Development funds and priorities • Repayment of Unemployment Compensation • Add a Termination of Agreement Clause

  9. Handbook Creation and Policies-- HR Office - Do we have a problem??

  10. Is it necessary to have a Handbook? • The employee handbook is an excellent place to bring together employment and job-related information which employees need to know, such as holiday arrangements, company rules and disciplinary and grievance procedures. • It provides a useful source of information to new staff as part of the induction process. • A written employee handbook gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently.

  11. Policies to include: • At Will employment statement • Non discrimination Statement • Americans with Disabilities Act • Equal Employment Opportunity Statement • Freedom of Information Act • Harassment • Sexual Harassment • Family and Medical Leave Act • Technology Usage • Workers Comp Procedures

  12. Example of an index:

  13. Good Practice: • Each year a new handbook is given to employees on opening day – they sign that it was received and the sheet is put in the personnel files. • Design the handbook to complement the master agreement and it is relevant to all. • In discipline situations, the handbook is used in the absence of a contract and even in groups with contracts – maybe it has more clarity. • Technology usage form is also in the personnel file and addresses the social network issues.

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