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

2. 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.

3. Setting the Foundation for Success
Automation of Data
HR office restructure

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. Thank You!
to the entire HR Team