The Importance Of Human Resources Leadership : Being A District

The Objective of this document is to outline a hiring procedures manual that a Human Resource Department for a school district might use to hiring an employee. Hiring is arguably the most important function of the HR Department and a set of procedures should be in place to make the steps move in an efficient manner.

The Houston R-I School District needs to focus on teacher quality. We need to be actively pursuing teachers with diverse backgrounds that can contribute to our goal of becoming a school with a pluralistic mindset. It is important that we look outside of our community for potential employees that can bring a unique and diverse perspective to our school.

In taking a brief look at the Oklahoma education system, one need not look far before issues of significant underfunding and understaffing come directly into view. Many different proposals regarding what Oklahoma needs to do to resolve this problem have been suggested in the past, but very few of these proposals outline an answer regarding how these fixes will be implemented. How Oklahoma's educational system can increase the effectiveness of its limited funding is something that can be addressed with simple cost-effective steps and strategies that have proven their effectiveness in other states. Additionally, the issue of understaffing can be looked at from a fresh perspective in order to understand what the Oklahoma education system can do to bring in new teachers and keep these teachers. Finally, in joining with national-level movements and interest groups such as the National Education Association which can help with budgetary issues and Teach for America which can help to bring in new, trained and enthusiastic teachers into areas of Oklahoma that have seen poor performance from students in the past.

or not rehired back. Knowing how many years of service each teacher has, I will

In regards to the faculty and staff, we consider ourselves as a family. We are a very high performing academic school. With a diverse group of individuals comes a vast mixture of needs. Employee needs are determined through a school level needs assessment process. The process begins with teachers completing a needs assessment form and taking a self-assessment of themselves

There are many ways to define leadership, but perhaps the most laconic as well as accurate definition is presented in Peter G. Northouse's Leadership: Theory and Practice book (Northouse, 2013, p.5): "Leadership is a process whereby an individual influences a group of individuals to achieve a common goal". Individuals, engaged in leadership, use influence to solve challenges, which the groups under their leadership face, in order to succeed in their common goals.

The main area of concern is the notification of violation of expectation, policy, and procedures of the school. With me being the new principal I would make sure that is address in the teacher’s handbook. Once that has been cleared I would check Mr. Flynn’s time sheet for verification to make sure this is not a hear say issue. After I have background knowledge of the issue I and Mr. Flynn’s appraiser will meet with Mr. Flynn to discuss this concern. This meeting will be between just us and the details of the meeting will stay between us and Mr. Flynn’s file. There is no need to go back and discuss this concern with anyone else. The corrected action should speak louder than words. After the conference Mr. Flynn can choose to react in a positive or negative way. A positive consequence that could come out of this is that there could be a new

Districts could also assist in recruiting academically strong minorities to go into teaching and help to increase enrollment of minorities in teacher preparation programs. This will help in diversifying teacher staff.

If and when the individual is ready to accept help it may be necessary to refer them to another agency that can better meet their needs. Where to “refer a consumer depends on the resources that are available in your community” (Halley et al.). Being involved in all the stages of a referral can be as simple as providing contact information and a follow-up, at times, though, much more is required. “People who have unmet needs will be fearful and confused and will need your assistance in understanding why they need help and what the help will do for them” (Halley et al.). Talking to them, as well as allowing them to collaborate in finding resources can empower an individual to take the first steps towards healing. Furthermore, explaining

Since its development in 1994 the standards of Educational Leadership have pursued promoting an understanding on what is expected from the educational administration field.1 The goal of this paper is to present a personal appraisal of a connection between the ELCC standards and my own experiences in district leadership and a reflection on my professional practice of the standards. It is implicit that an educational leader should promote the success of every student by advocating and effectively implementing the 6 standards of Educational Leadership. 2

Question-1: Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did that relationship have on the situation described by Newcombe?

Professional development principles Ben embraces are Rigor, Relationships, Relevance and Realness. Mr. Rhodes continually emphasizes that work needs to have relevance and rigor in assignments and that the relationships teachers build with students is essential for success. Specific content used for staff development goals are Glenn Singleton’s work (Equity), National Achievement Gap, High Performing Schools, 90/90/90 Studies, 21st Century Skills, Marzano’s Instructional Strategies, and Heidi Hayes Jacobs’ literacy work. A variety of activities for teaching new skills to teachers occurs throughout the year. These include study groups, guest speakers, ERO (staff development classes), open classroom visits, master teachers sharing best practices in literacy, differentiated instruction, , math, and culturally responsive teaching, conference opportunities, mentors, district content area inservices, building inservice days, monthly district content area meetings, partnerships with universities, Collaborative Action Research for Equity (C.A.R.E.) cadre, and monthly building equity meetings. Mr. Rhodes uses the district Teaching Learning Cycle (Plan-Teach-Monitor- Adjust) to evaluate and assess the learning goals and make improvements. Ben also meets with Ben and the leadership team about the goals and creates the timeline to provide training and analyze progress. Evaluation of the learning goals using the SIP (as a living document) and individual goals are important

Staff could work at other districts and make a bit more, but they want to work with the alternative education population, the high-risk group, and make a difference in their lives.

In the first year of teaching, four out of ten teachers quit. An educators job is not a walk in the park. In Kansas, we are facing a shortage of teachers. The most areas that are facing these shortages are Special Education, Adaptive and Functional Special Education, Early Childhood Handicapped, and hearing and visual impaired. It has been reported that Fewer students have chosen to major in education. There are many reasons that are causing the shortages, lack of

The school district of Philadelphia had been troubled with a chronically low academic achievement and a $200 million operating deficit. The relationship between the district and the Philadelphia Federation of Teachers union also caused turmoil, while the turnover rate of teachers was saddening. The offices of human resources also experienced a revolving door of leadership with three different executive directors serving in about a 2-year time frame. HR had been reluctant of change to meet the needs of the new economy. Tomás Hanna was hired on to improve HR’s effectiveness in the key challenges of strategic and operational issues, the relationship with the teachers’ union and the highly centralized teacher hiring process.