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.
Due to budget cuts, Barbara Burke works on an HR team with only one other staff member. Learn how she and four other district leaders use technology to avoid duplicate work and keep costs low.
For many schools and districts, talent management processes — recruiting, new hire onboarding, records management, performance reviews — don’t change for years or even decades … until something goes wrong.
Mark Frost, Ed.D., regional strategic advisor at PeopleAdmin and former assistant superintendent for HR at Park Hill School District, explains what 28 years in education taught him about effectively managing contract renewals.
Leaders at Park Hill School District (Park Hill) in Missouri currently enjoy an efficient contract renewal management process. But managing contract renewals wasn’t always that easy.
TalentEd’s solutions are designed to offer the functionality K-12 schools and districts need to overcome talent management challenges, and built with dozens of customization options so each individual school or district can meet its unique needs.
Managing talent at K-12 schools and districts is a time-consuming, documentation-heavy process that demands much from administrative staff … often leaving them frustrated or working overtime ...
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.
The updated Fair Labor Standards Act (FLSA) goes into effect Dec. 1, so schools and districts that wish to successfully defend against potential audits and lawsuits must prepare now. Watch the webinar recording to learn how to develop a culture of compliance.
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.