Human Resources and School Finance Chapter 15 Human Resources and School Finance This multimedia product and its contents are protected under copyright law. The following are prohibited by law: any public performance or display, including transmission of any image over a network; preparation of any derivative work, including the extraction, in whole or in part, of any images; any rental, lease, or lending of the program. Copyright © Allyn & Bacon 2008

The Expanded Role of Human Resource Administration administration of personnel—skill of leading and managing people personnel administrators concentrate on recruitment salaries benefits certification retirement human resource administrator more of a “people expert” Copyright © Allyn & Bacon 2008

quality education program—three basic elements quality of human resources within the system productive human relationships are realized development and utilization of existing human qualities Copyright © Allyn & Bacon 2008

The Expanded Role of Human Resource Administration role of human resources covers a broad spectrum factors leading to expansion of human resource role increasing program needs escalating government encroachment changing accounting practices changing student rosters vacillating demographics greater mobility of educators Copyright © Allyn & Bacon 2008

Teacher Compensation education—labor-intensive industry chief costs of public education—salaries and benefits for instructional personnel (historically 65%-80%) school finance closely related to school employment public sector salaries not competitive to private sector professionals teacher salary issues salary schedules common levels of rank performance-based compensation knowledge and skill-based compensation tied to accountability Copyright © Allyn & Bacon 2008

single-salary (equal pay with same qualifications and experience) salary schedules single-salary (equal pay with same qualifications and experience) extension of single-salary—additional pay for experience and schooling indexed schedule—graduating step and lane changes based on negotiated index Copyright © Allyn & Bacon 2008

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Certification competency test requirement in some states National Board for Professional Teaching Standards—first certificates awarded 1995 merit pay—renewed attention due to educational reform and accountability challenge—agreement on scale and evaluation process additional issues No Child Left Behind Act—more stringent training requirements teacher certification procedures—little information as to teachers are ready to teach decentralized management programs performance-based compensation models Copyright © Allyn & Bacon 2008

knowledge and skill-based pay post employment benefits fear of losing benefits early-retirement benefits urban/rural problems with recruitment and retention new testing demands Copyright © Allyn & Bacon 2008

Teachers and School Finance teachers insisting on strong voice in decision making teacher interest in seeking additional sources of school revenue teachers need knowledge in school finance Copyright © Allyn & Bacon 2008

The Changing Assignments of Teachers impact of technology—great influence on school district budgets teacher turnover low salaries lack of socioeconomic status apathy of students little opportunity for advancement Copyright © Allyn & Bacon 2008

Administrative and Supervisory Salaries superintendent salaries—determined by bargaining training past record competition for position administrative and supervisory staff salaries higher certification requirements knowledge and skills required supervisory responsibilities length of contract non-tenured positions sometimes salaries directed related to teacher salaries or teacher salary schedule Copyright © Allyn & Bacon 2008

Noncertificated Personnel Salaries conditions have improved large school districts-greater need for employees increased job requirements unionization gradual abdication by school boards in nominating process inflation and higher taxes Copyright © Allyn & Bacon 2008

Payroll Policies and Procedures largest single classification of current expenditures—employee salaries typically—80% of district expenditures salaries and benefits generally accepted policies and procedures guaranteed salary payments at specified, regular and acceptable time salary payment convenience employees have written copies of rules and policies well-understood procedure for reporting relevant payroll information Copyright © Allyn & Bacon 2008

Governmental Influences executive and judicial action initiatives and referenda Copyright © Allyn & Bacon 2008