1. Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises Tony Milanowski Westat NEFEC/Gilchrist HCM Systems Technical Assistance Meeting November 20, 2013 More on the HCM Alignment Assessment Process

2. HCM Practice Alignment Steps Select focal educator group (e.g., teachers, principals) Form study team Identify competencies Develop knowledge of HCM practices Assess vertical alignment Assess horizontal alignment Brainstorm ideas for improving alignment Prioritze & recommend changes 2

3. 3 Select Focal Group Teachers, principals most likely groups ▪ Size ▪ Centrality to meeting district goals May be easier to start with principals ▪ Fewer, more management flexibility Could also start smaller ▪ Teacher leaders ▪ Assistant principals

4. 4 Form Study Team ▪ Members HR director/staff member PD director/staff member Curriculum/instructional program director or representative Principal Teacher/union representative? ▪ Time Commitment Depending on depth and staff time available to collect information, could take 3 to 6 months Weekly or biweekly meetings recommended to keep process going

5. 5 A Note on Union Involvement Union contract & union-management relationship may influence key aspects of vertical & horizontal alignment For example, evaluation systems, compensation, layoff, tenure, may all be subjects of bargaining Overall union-management relationship is also a critical context factor in achieving alignment Which is why consideration should be given to inviting the union to participate in all or some of the alignment assessment process

6. 6 Identify Competencies ▪ Top down approach Start with district strategies to meet its performance goals (from strategic plan, descriptions of current initiatives, interviews with program managers) Ask program managers & subject matter experts to identify what focal educators need to know and be able to do to implement strategies ▪ Middle out approach (what if you can’t find a strategy?) Start with performance evaluation system esp. rubrics Review for fit with key drivers of performance (ask experts, look at descriptions of current high profile initiatives, reflect on district culture & vision of effective instruction) Distill key drivers from the performance evaluation system ▪ Run list by key stakeholders for approval/modification  End result: competency model or competency list (10- 20 essential aspects of effective performance)

7. 7 Develop Knowledge of HR Practices ▪ Organize by HR Practice Area Recruitment Selection Induction/Mentoring Assignment Performance management (including performance evaluation) Professional development Compensation Tenure/termination/layoff

8. 8 Within Each Practice Area Review our suggested guiding questions to determine what information to collect (see handout) Add you own additional guiding questions (e.g., based on root cause analysis, working backward from a problem, or theory of action, based identifying causal factors that result in a desired state) Review sources of HR information (manuals, websites, union contracts, PD catalogs, interviews with HR and other staff). Use own knowledge. Using guiding questions, describe HR practices in a few paragraphs. Be honest. Include key documents or have them available

9. 9 Assess Vertical Alignment ▪ Go area by area ▪ Person responsible for researching area presents description; members ask questions; have expert from area available to answer questions and provide additional information ▪ For each area, identify: If some competencies that could be supported are not supported If some practices within the area don’t support the competencies at all Overall, how well does this practice area support the competencies? (use suggested rating scale) ▪ Overall rating ▪ What competencies are missing?

10. 10 Vertical Alignment Profile

11. 11 Brainstorm Ideas for Improving Alignment ▪ Guiding questions ▪ Cause & effect diagrams, process flowcharts ▪ Crowdsourcing ▪ Don’t edit yet

12. 12 Assess Horizontal Alignment Need to understand all HR practices first, which is why the process should start with vertical alignment Use horizontal alignment guiding questions (see handout) Rating is sum of question scores Brainstorm ideas for improving horizontal alignment ▪ To some extent improving vertical alignment improves horizontal alignment ▪ But still need to check to ensure practices and process changes will work together

13. 13 Hypothetical Horizontal Alignment Profile

14. 14 Prioritize & Recommend Changes ▪ Begin with lists from brainstorming sessions ▪ Review HCM practice area profiles Which practice areas are least aligned? ▪ Consider how long it might take to implement suggested change ▪ Judge relative impact ▪ Consider who has to approve change & what other policies are affected

15. 15 Readiness for HCMS Alignment Do you have a competency model? ▪ How seriously did you take the TIF priority that the educator evaluation system reflect the district vision for instructional improvement? ▪ Does it really reflect the key competencies and behaviors that produce high levels of student achievement? Are you willing to examine alignment & make changes? Will district stakeholders support redesigning the HCM system to impact performance? Do you have staff with the ability & motivation to do the assessment, then design & implement changes?