Human Resource Management: What You Need to Know

1
Human Resource Management What You Need to
Know

• December 13 15, 2006
• Bonnie Yee, Administration-Fiscal Specialist

2
Agenda

• Welcome Introductions
• Overview of Human Resource Management
  Requirements
• Systems Concepts and Effective Human Resource
  Functions
• Assess Current Systems and Practices to Support
  Staff Development and Training Technical
  Assistance Planning

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Objectives

• Participants will
• Become more knowledgeable of the Human Resources
  regulations under HS Grant Administration and HS
  Performance Standards
• Using systems concepts, be able to describe
  effective Human Resource management functions
• Using a competency-based approach, be able to
  assess current program systems/practices for
  staff development, and training and technical
  assistance (T/TA) planning.

4
Systems Concepts

• Effective Head Start/EHS systems support highly
  quality services and outcomes for children and
  families
• Highly performing programs have
• System-to-System Integration
• System-to-Service Integration
• Service-to-Service Integration

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Head Start Services and Partnerships
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Head Start Systems

• 1304.50 Program Governance
• 1304.51 Management Systems
• (a) Planning
• (b-f) Communication
• (g) Record-keeping
• (h) Reporting
• (i) Program Self-Assessment Monitoring
• 1304.52 Human Resources
• 45 CFR Part 74 Part 92 Fiscal Management
• Part 1305 Eligibility, Recruitment, Selection,
  Enrollment and Attendance (ERSEA)

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Overview of Human Resource Regulations

• Part 1301 Head Start Grants Administration,
  Subpart D Personnel and General Administration
• Part 1304 Head Start Program Performance
  Standards
• 1304.52 Human Resources Management

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1301.30 General Requirements

• shall conduct the Head Start program in an
  effective and efficient mannerfree of political
  bias or family favoritismprovide reasonable
  public access to informationrecords pertaining
  to the Head Start program.

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1301.31 Personnel Policies

• (a) Written Personnel Policies
• (b) Staff Recruitment and Selection Procedures
• (2)(i-iii) Signed declarations
• (c) Declaration exclusions
• (d) Probationary Period
• (e) Reporting Child Abuse or Sexual Abuse

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1304.52 Human Resources Management

• (a) Organizational Structure
• (b-f) Staff Qualifications
• (g) Classroom Staffing Home Visitors
• (h) Standards of Conduct
• (i) Staff Performance Appraisals
• (j) Staff and Volunteer Health
• (k) Training and Development

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Human Resource Management System Concepts
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Essential ComponentsRecruitment, Interview,
Selection Hiring Process
13
New Employee Orientation Tips Timeline
Discuss organizational structure, relationships
and practices Review job description and
expectations
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Essential ComponentsManaging Evaluating
Performance

• FORMAL
• JOB DESCRIPTION
• Responsibilities
• Standards of job performance
• PERFORMANCE
• APPRAISAL
• Meet, discuss assess performance (at least
  annually)
• Identify training or development needs
• Set future goals for job performance
• Update position description
• INDIVIDUAL DEVELOPMENT
• PLANNING
• Coaching Plan
• Training Plan

• INFORMAL
• ONGOING SUPPORT
• Employee Orientation Process
• Ongoing Feedback
• Learning, as an ongoing process is valued
• Supportive Supervision
• Linking employees job to program goals
• Access to information
• Collaborative work relationships
• Delegate appropriately
• Recognize accomplishments
• Communication and more communication

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Coaching Model ForImproving Performance
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Essential ComponentsTraining Development
Analyze the Need
Design and Develop the Plan
Evaluate the Results and Benefits
Implement the Training
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Five Levels to Evaluate Training
Results beyond 2-3 years, cost-benefit analysis
Performance records, quality assurance
financial reports
Observations, work samples, supervisors reports
Pre and Post training activities, observations,
demonstrations
Workshop evaluations, participant feedback,
surveys
Based on Kirkpatricks Evaluation Model
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Ways to Ensure Transfer of Training
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Benefits of Continuous Improvement
Professional Development

• Successfully achieve program goals
• Learning and improvement prepares for new
  challenges and changes
• Strengthens benefits of HS/EHS in the community
• Increases staff morale and performance
• Contributes to staff retention and succession
  planning

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SAMPLE Employee Training Development Action Plan
Name ____________________ Date _________________ J
ob Title __________________ Supervisor
________________ Approved by___________ Job or
career goal ___________________________________ __
__________________________________________________
________________________________________________
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T/TA Planning Framework

• Results of Federal Monitoring
• Community Assessment
• Program Goals Objectives
• Results of Ongoing Monitoring
• Program Self-Assessment
• PIR Program Information Report
• Mandated Child Outcomes - NRS
• Teacher Qualifications
• Enrollment Level
• Identified training needs of Board, PC, parents,
  volunteers, partners
• Identified needs from performance appraisals and
  staff surveys
• Mandated trainings Performance Standards, other
  regulations
• Evaluation of prior years training plan

Sample questions are available in the attached
table for assistance in analyzing program data.
Use the results of the analysis to identify T/TA
priorities, strategies, the budget needed to
support them and the outcomes to be achieved. The
plan may include other resources such as the use
of additional program funds and in-kind.

• A comprehensive T/TA plan should include
• Approach/philosophy
• Description of process used to develop the plan
• Priorities
• Strategies including key roles
  responsibilities
• Outcomes/results expected
• Cost
• Implementation timelines
• Monitoring evaluation

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Resources

• Early Childhood Learning Knowledge Center
• www.eclkc.ohs.acf.hhs.gov
• American Society for Training Development
• www.astd.org
• Society for Human Resource Management
• www.shrm.org
• Head Start T/TA Network