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What Superintendents Should Expect from the HR Department

What Superintendents Should Expect from the HR Department. TASA Midwinter Conference 2012 Dr. Bret Champion, Superintendent, Leander ISD Karie Lynn McSpadden, Assistant Supt.HR, Leander ISD Cindy Clegg, TASB Director HR Services. Why HR has evolved. from Personnel Administration

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What Superintendents Should Expect from the HR Department

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  1. What Superintendents Should Expect from the HR Department TASA Midwinter Conference 2012 Dr. Bret Champion, Superintendent, Leander ISD Karie Lynn McSpadden, Assistant Supt.HR, Leander ISD Cindy Clegg, TASB Director HR Services

  2. Why HR has evolved from Personnel Administration ….. to Human Resource Management ….. to Strategic Management of Human Capital

  3. What is “Strategic Management of Human Capital”? Human Capital– The collective knowledge and skills which employees acquire that increase value. Human Capital Management – Aligning all systems to maximize effective recruiting, selection, development, appraisal, retention, and rewards to enhance employee talent.

  4. 10 Things A High-Performing HR Department Can Do For Your District • Improve staff quality through strategic recruiting and rigorous screening • Coach and develop principals to be effective people managers • Improve employee retention through turnover analysis, exit surveys, and strategic interventions • Keep personnel policies and practices compliant with laws and regulations

  5. 10 Things A High-Performing HR Department Can Do For Your District 5. Accurately project and control staffing levels and help principals solve staffing problems 6. Conduct background checks and internal investigations 7. Keep compensation competitive, controlled, and internally equitable 8. Resolve conflicts effectively and avoid lawsuits and grievances

  6. 10 Things A High-Performing HR Department Can Do For Your District 9. Monitor teacher absences and provide quality substitutes for students 10. Influence district culture through customer service, “walking the talk”, and positive communications

  7. HR As a Strategic Partner in LISD Leander ISD Superintendent Assistant Superintendent Instruction Assistant Superintendent Human Resources Assistant Superintendent Finance

  8. Guiding Documents

  9. What the Superintendent ExpectsFrom HR • Building relationships • Coaching principals • Constructive conflict resolution • Focus on continuous improvement • Data-based decisions • Helping LISD remain an “employer of choice”

  10. What HR Leaders Need From the Superintendent • A seat at the table • Support and backup • Accountability with authority • Technology support and investment • Quality face time with principals • Building a collaborative team culture • Clear expectations

  11. Using Dashboards in Leander ISD • Accountability for all departments • Using data for continuous improvement • Measurable indicators for • Recruiting • Hiring • Retaining • Conflict resolution

  12. AUDIENCE Q & A

  13. THANK YOU FOR COMINGhrservices.tasb.orgleanderisd.org

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