HUMAN RESOURCE MANAGEMENT
1. Demonstrate knowledge of effective personnel recruitment, selection, and retention;
2. Demonstrate an understanding of staff development to improve the performance of all staff members;
As the administrative representative on our District's Staff Development Committee, I worked with two sub-committees to develop significant pieces during the 2015-2016 academic year. As Superintendent, I will need to continue to ensure that staff employed in all areas is continually learning to develop as professionals.
End of the year Staff Development Survey - Survey
Updated St. James Staff Development Policy - Policy
3. Demonstrate the ability to select and apply appropriate models for supervision and evaluation;
One of the strengths of my leadership is to assure that all employees are formally evaluated in a timely and reasonable manner. As Superintendent it will be one of my priorities to keep the administrative team on task and target in this important work. I keep meticulous notes and schedules about evaluating employees' job performance. They deserve nothing less.
Observation spreadsheet - Observations
4. Describe and demonstrate the ability to apply the legal requirements for personnel selection, development, retention, and dismissal;
5. demonstrate an understanding of management responsibilities to act in accordance with federal and state constitutional provisions, statutory and case law, regulatory applications toward education, local rules, procedures and directives governing human resource management;
6. Demonstrate an understanding of labor relations and collective bargaining;
Negotiations with union and non-union entities is a integral part of a Superintendent's work. I was privileged to have a seat at the table during the Educational Assistants (Paras), Food Service and Custodians bargaining unit negotiations process. While a teacher, I was part of the EdMN bargaining unit. It was intriguing to sit on the other side of the negotiating table during this process. Below are documents that show my work with this process: notes from meetings and budget spreadsheets outlining the financial commitment of the district if agreement is met (listed under Competency 7).
Bargaining unit negotiations notes - Notes
7. Demonstrate an understanding of the administration of employee contracts, benefits, and financial accounts.
Bargaining unit negotiations spreadsheet Year 1 - Spreadsheet1
Bargaining unit negotiations spreadsheet Year 2 - Spreadsheet2
1. Demonstrate knowledge of effective personnel recruitment, selection, and retention;
2. Demonstrate an understanding of staff development to improve the performance of all staff members;
As the administrative representative on our District's Staff Development Committee, I worked with two sub-committees to develop significant pieces during the 2015-2016 academic year. As Superintendent, I will need to continue to ensure that staff employed in all areas is continually learning to develop as professionals.
End of the year Staff Development Survey - Survey
Updated St. James Staff Development Policy - Policy
3. Demonstrate the ability to select and apply appropriate models for supervision and evaluation;
One of the strengths of my leadership is to assure that all employees are formally evaluated in a timely and reasonable manner. As Superintendent it will be one of my priorities to keep the administrative team on task and target in this important work. I keep meticulous notes and schedules about evaluating employees' job performance. They deserve nothing less.
Observation spreadsheet - Observations
4. Describe and demonstrate the ability to apply the legal requirements for personnel selection, development, retention, and dismissal;
5. demonstrate an understanding of management responsibilities to act in accordance with federal and state constitutional provisions, statutory and case law, regulatory applications toward education, local rules, procedures and directives governing human resource management;
6. Demonstrate an understanding of labor relations and collective bargaining;
Negotiations with union and non-union entities is a integral part of a Superintendent's work. I was privileged to have a seat at the table during the Educational Assistants (Paras), Food Service and Custodians bargaining unit negotiations process. While a teacher, I was part of the EdMN bargaining unit. It was intriguing to sit on the other side of the negotiating table during this process. Below are documents that show my work with this process: notes from meetings and budget spreadsheets outlining the financial commitment of the district if agreement is met (listed under Competency 7).
Bargaining unit negotiations notes - Notes
7. Demonstrate an understanding of the administration of employee contracts, benefits, and financial accounts.
Bargaining unit negotiations spreadsheet Year 1 - Spreadsheet1
Bargaining unit negotiations spreadsheet Year 2 - Spreadsheet2
