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Strategic Human Resource Alignment: The Context for Changing Teacher Compensation

Strategic Human Resource Alignment: The Context for Changing Teacher Compensation. Herb Heneman & Tony Milanowski Consortium for Policy Research in Education Wisconsin Center for Education Research University of Wisconsin-Madison. Background: Roles of Performance Pay for Teachers.

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Strategic Human Resource Alignment: The Context for Changing Teacher Compensation

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  1. Strategic Human Resource Alignment: The Context for Changing Teacher Compensation Herb Heneman & Tony Milanowski Consortium for Policy Research in Education Wisconsin Center for Education Research University of Wisconsin-Madison

  2. Background: Roles of Performance Pay for Teachers • Focus teacher effort on expected performances • Stimulate and enable performance improvement • Provide monetary rewards for performance improvement

  3. Background: CPRE Research on Performance Pay • School based performance award programs • Knowledge and skill-based pay programs • Skill blocks • Standards-based teacher evaluation

  4. Background: Key Findings • Effectiveness and acceptance depends on total HR systems • HR systems can focus teacher effort, stimulate and enable performance improvement • HR systems must be aligned to desired teacher performance competencies

  5. Comments on HR Alignment Model • Focus on teacher performance competency  student achievement • Instructional and HR policy & practice work together • HR policy & practice • 8 major areas • 21 sub-areas • Teacher performance pay is under compensation: variable pay • Numerous other HR practices influence teacher performance competency

  6. HR Alignment • Vertical: HR practices reflect and convey teacher performance competencies • Horizontal: HR practices reinforce and support each other

  7. What Needs to Be Done? • Assess HR alignment in the District • Summarize the degree of alignment of HR practices • Suggest changes in practices to improve HR alignment

  8. Example HR Alignment Analysis • Setting: large southwestern US school district • 60,000 students, 3,500 teachers • Combination of centralized and decentralized HR practices • Teacher association & labor contract • Support from superintendent

  9. Teacher Performance Competencies

  10. Members: • Asst. Supt for HR • President of Teacher Association • Middle School Principal • PD Coordinator • Staffing Coordinator • Labor Relations Manager, Mentoring & Induction Coordinator • Facilitators: • Heneman • Milanowski HR Alignment Study Group

  11. Eight 2 hour meetings over six months • Activities • Develop understanding of HR alignment • Develop descriptions of HR practices in each area & sub-area • Surveys of users (principals) • Determine degree of vertical HR alignment • Determine degree of horizontal alignment • Suggest ways to improve alignment HR Alignment Study Group Process

  12. Vertical Alignment Results - 1

  13. Vertical Alignment Results - 2

  14. Horizontal Alignment Results

  15. Developing Suggestions for Improvement in HR Alignment For each HR practice area: • suggest ways to improve alignment • discuss suggestions • adopt, modify, or reject suggestions • prioritize suggestions (impact, timing) • record & approve final list of suggestions

  16. Example Suggestions High Impact Suggestions – Do Now • Have top management become more proactive in performance management and accountable for being effective performance managers (Leadership) • Inform all applicants about the teacher standards, teacher evaluation system based on the standards, and professional development opportunities related to the standards, on the district web site and during site visits (Recruitment)

  17. Example Suggestions High Impact Suggestions – Do Within One Year • Develop standard interview questions and answer rubrics based on the teacher standards for use at the site level (Selection) • Communicate and market to teachers and principals the professional development courses and in-service activities that are relevant to the standards; make links to standards explicit (Professional Development)

  18. Example Suggestions High Impact Suggestions – Study Further • Allow movement between lanes of the salary schedule only for approved course work relevant to the teacher standards (Compensation) • Lengthen the probationary period for new hires (Performance Management)

  19. Final Report & Recommendations • Facilitators draft and study group approves final report and recommendations • Report presented to school board • School board approves recommendations

  20. Implications • HR Alignment Assessment & Processes • Design of Teacher Performance Pay Plans • Evaluation of Teacher Performance Pay Plans

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