Human Resources Update Jennifer S. Lepre December 13,2017 Human Resources Update

Goal #3 - Growing a Strong Workforce Goal is to foster and maintain a diverse workforce that is supported and engaged Increase staff engagement and attendance Design a management training program to support improved culture Create a targeted recruitment strategy for teachers with a focus on reflecting the diversity of our student population.

Setting the Foundation for Success Automation of Data HR office restructure

Automation of Data Before After Need No way to identify and cull EEO data No written hiring practices Verbal personnel action requests Paper-driven and ad hoc systems After EEO Information is automatically updated Codified hiring practices Personnel Action Requests (PAR) system Coordination with AESOP (in process) Need HRIS system to link with the other systems in order to run meaningful, automated reports vs the manual process

HR Office Restructure Hired an Equal Employment Opportunity/Recruitment Officer Validated the integrity of internal EEO data Identified baseline data Developing an EEO Plan/Affirmative Action Plan Staff Shifts Staff cuts and position downgrade Created 2 new management positions Performance Management Professional Development Creation of one HR job title for all clerical positions Continuity of HR information

HR Office Restructure (continued) Cross training of HR staff Creates efficiency Eliminates bottlenecks and silos Audit of internal workflows Will improve internal (HR) and external communication Better informed staff with clearer expectations Better attendance; faster returns to work Examples: doctor notes; better tracking

Increase staff engagement and attendance Requires a culture shift from a transactional to a relational organization in order to rebuild trust Better HR office responsiveness and follow-through Staff engagement listening tour Results Improved attendance among Bus Monitors and Crossing Guards Shift in training and support for administrators Use of SLA; partnership with Teaching and Learning More consistent use of Progressive Discipline; better supports for staff Winning cases – Workers’ Compensation; Labor Relations; Grievances Improved teacher evaluation Enhanced role of consulting teachers – support to new/struggling staff Instructional rounds Facilitate training “Stay” interviews

Design a management training program to support improved culture Hire Human Resource Manager for Professional Development Create a competency-based Management training program Survey November 2017 Creating a reward/recognition program Additional training for all staff include: Cultural Competency Training Social-Emotional Training for staff On boarding training Alternate certification English Language Learners RIDE approval pending

Create a targeted recruitment strategy for teachers with a focus on reflecting the diversity of our student population Nationwide teacher shortage 17.9% of all certified teachers nationally are minorities 5.16% of all certified teachers in Rhode Island are minorities 21.4% -- Percentage of minority teachers working at PPSD Four times higher than current educator workforce in Rhode Island PPSD employs 50% of all RI certified working minority teachers

Create a targeted recruitment strategy for teachers with a focus on reflecting the diversity of our student population (continued) What we are doing Negotiated posting teaching positions earlier than ever (April 28, 2016) Creation of pipelines for Teachers and Teacher Assistants “TA to BA” program Partnering with community organizations i.e., Dorcas International Partnering with DLT Holding/attending multiple job fairs Partnering with colleges and universities re: teacher-prep programs and student teaching Tuition reimbursement

Create a targeted recruitment strategy for teachers with a focus on reflecting the diversity of our student population (continued) What we need to do Succession planning Partner with RIDE reciprocity and review of certifications Entrance requirements into teaching programs Contract negotiations – “free up” full-time positions for new teachers Partner with Historically Black Colleges and Universities Partner with the state to re-brand teaching as a profession Incentive Programs

Thank You! to the entire HR Team