We all love data, and we all have so much of it! But huge volumes of data about students, faculty and staff can make it difficult for educational leaders to use data to guide decision-making that empowers positive change and supports district outcomes.
As a Title I district serving a large number of children from low-income families in the under-funded state of Arizona, leaders at Phoenix Elementary District #1 (Phoenix #1) face many challenges when it comes to placing a quality teacher in every classroom … but they refuse to let those challenges affect their students.
In Part 2, we discussed how to use technology to collect and analyze performance data that align with district priorities. But collecting and analyzing data isn’t enough. District leaders must use the information and insights gained to improve classroom instruction.
In Part 1 of this series, we explained that educators and students realize the true value of performance management when evaluations contribute to a culture of continuous improvement that ultimately advances student achievement … and that means collecting and analyzing meaningful performance data to empower decision-making.
It’s no secret that interviews aren’t always the most effective way to evaluate candidates. “Anybody can say anything in an interview,” said Sherry Christian, coordinator of human resources at Niagara Catholic District School Board in Ontario.
Education leaders’ primary responsibility during appraisals is to improve instructional quality between classrooms across a school system to affect student learning. Yet with state and federal requirements in constant flux ...
Filling teacher vacancies with quality substitutes is key to advancing student achievement, but ensuring those substitutes are prepared to effectively lead their classrooms is a process that begins well before those vacancies arise.
Melva Cárdenas, a PeopleAdmin strategic education advisor, shares how strategic onboarding processes that include cross-departmental collaboration and role-specific training help improve employee readiness, engagement and retention.
Absence management technology helps place quality teachers in every classroom, every day. Learn how leading districts use SmartFind Express to ensure instructional continuity and support student achievement.
To fulfill their role in advancing student achievement, K-12 talent management teams must effectively attract, identify, support and develop teachers from the time they apply, until they complete exit interviews. Here are three ways technology can support that goal.
New research suggests that typical subjective measures such as unstructured interviews, resumes and cover letters don’t reveal the most important factors in predicting candidates’ future success — and there’s a better way.
West Baton Rouge Parish Schools is a relatively small district, which means they have the same talent management needs of all K-12 schools and districts — recruiting top educators, screening, interviewing, onboarding, managing employees, etc. — without a lot of manpower.
The measure of success in every K-12 school or district is the growth and positive impact on the students and the community it serves … and every employee has a role to play in cultivating that success.
In performance reviews, student achievement and professional development are addressed independently, administrators and teachers don’t get the full story and aren’t able to maximize teaching outcomes.
Timing, as they say, is everything — But armed with the right tools and data, district leaders can accurately identify and quickly hire the teacher and principal candidates who will deliver the most student growth.
Researching customer reviews is a key strategy for making informed purchasing decisions. And for tools that can’t be effectively test-driven — such as K-12 talent management technology — reading reviews validated by a third-party institution can be the difference between making a good decision and a bad one.
The shortage of available teachers — combined with the challenge of objectively identifying who will have the biggest impact on student achievement — makes it harder than ever to hire the best and brightest educators.
More than just a trend of the modern digital age, implementing electronic talent management processes helps schools and districts correct inefficiencies and inaccuracies not previously identified, as leaders at Fort Zumwalt School District in Missouri discovered when implementing Records.
Onboarding has become a strategic priority for many K-12 schools, but to realize benefits such as employee retention, satisfaction and work quality, onboarding processes must be effective and strategic.
Employers who willfully or repeatedly violate the minimum wage or overtime pay requirements of the Fair Labor Standards Act (FLSA) are subject to a civil money penalty of up to $1,100 for each violation.
To understand which measurable characteristics most accurately predict teacher effectiveness, we assembled a research consortium of award-winning scholars, respected universities and highly regarded education experts.
Managing the entire employee life cycle is often a frustrating process, but it doesn’t have to be. Download “District leaders reveal 5 key HR process management features that save time, money and frustration.”
To more effectively manage contracts, personnel records, and forms, education leaders are replacing filing cabinets, Dropbox and Google Drive folders with automated recordkeeping solutions designed for K-12 schools and districts.
School and district leaders who decide to invest in PeopleAdmin’s talent management solutions find that decision quickly pays off. View the infographic below to see the return on investment (ROI) for an average K-12 institution.
Why should schools and districts facing budget restrictions consider an investment in K-12 talent management technology? The measureable return on investment.
Learn how Del Mar Union School District saves $60,000-$70,000 per year using an automated recordkeeping solution.
Managing the talent life cycle at K-12 schools and districts is no easy task, but with the right strategies and resources, it can be done … and done well. In these five resources, you’ll learn which tactics and tools will lead you to greater talent management success.
2016 is coming to a close, and it’s time to build your talent management strategy for the new year. Listen to these five podcasts to get advice on recruiting, onboarding, teacher shortages and more from experts in K-12 education.
By Dec. 1, all employers must comply with the updated Fair Labor Standards Act (FLSA), which exempts teachers from new compensation rules, but requires school- or district-level action to ensure other employees are compensated in compliance with the rule or properly documented as exempt.
School and district leaders know that to give students the best chance to succeed, they must identify and attract high-quality educators. But if your hiring process starts with posting open positions to your site and reading resumes to determine who to interview, you’re not hiring strategically …
Schools and districts are maximizing professional development (PD) investments — estimated at $18,000 per teacher in some districts — by using technology to manage and measure the impact of teacher evaluations, as well as tailor PD efforts.
Onboarding has stepped into the spotlight among K-12 leaders, and for good reason: Done right, this vital talent management process can position new hires — as well as the entire school — for greater success
To maximize student learning, school and district leaders are looking to data to help them identify and hire the best teachers in their applicant pools … before those teachers move on to other opportunities.
Onboarding is your chance to make a positive first impression with new hires, get them acquainted with your school or district, and prepare them for success — but if your “onboarding process” really means filling out paperwork, you’re missing a major opportunity.
For more than a decade, teacher evaluations have been strictly mandated with requirements and rubrics for observation and testing. But new federal guidelines under the Every Student Succeeds Act (ESSA) no longer require the use of prescribed teacher evaluation systems ...
Think about it: At the top is a CEO (superintendent), a Board of Directors (school board), and vice presidents (assistant superintendents). In many communities, the local school district is among the largest employers.
For more than a decade, teacher evaluations have been strictly mandated with requirements and rubrics for observation and testing. But new federal guidelines under the Every Student Succeeds Act (ESSA) no longer require the use of prescribed teacher evaluation systems, giving states and districts more say in the structure of their evaluation models.
If anything, those of us who work in K-12 education are flexible. Since K-12 education is highly regulated and dependent on what at times appears to be the whims of our elected officials, we understand that change is one of the few constants in the profession.
As a new year approaches, K-12 schools are gearing up for one of their toughest seasons: teacher and staff recruitment. With the U.S. Department of Education reporting teacher shortages in nearly all 50 states in 2015-2016...
After surviving conference committee meetings throughout the summer and fall, and passing the House and Senate, the Every Student Succeeds Act (ESEA/ESSA) was signed into law by President Obama yesterday.
While it’s no secret that the best educators help students reach their potential, attracting top teaching talent means school leaders should understand what teachers are looking for throughout their entire applicant experience.