HR Measurement at the Burton Elementary School District

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HR Measurementat theBurton Elementary School
District

• Maxx Garris
• Tito Rwamushaija
• Eric Santos
• February 3, 2003

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AGENDA

• Overview
• HR Professional Interview
• Organization
• Recruitment / Hiring Process Map
• Strategic Goals
• How the Process is Measured
• Costs Related to Process
• Conclusion

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Interviewed HR ProfessionalJohn Lollis

• Administrative Assistant for Personnel Burton
  School District
• Responsible for Entire District (5 Schools)
• All HR Functions
• Duties
• Legal, Credentialing, Benefits, Negotiations
• Evaluations, Hiring / Recruiting . . . . . . . .

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Burton Elementary School District

• Porterville, CA
• Population 40,625
• 2350 of students
• 280 employees
• 48 certified
• 42 classified
• 10 management

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Process Map for Hiring a Teacher
Initial Evaluation
Hiring Orientation
Files
Decision
BUDGET
Initial Screen
Identify Need
Job Opening
Approval
Reference Check
Panel Interviews
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Personnel Request
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Quality is Priority

• Will not Sacrifice Quality for Budget concerns
• 1-Year Probation Period
• Certificated Classified Employees
• 4-Month notice to Teachers

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Relation to Strategic Goals

• Current plan expansion of school
• Strategic goals
• Literacy
• Quality of Education
• Lifelong learning
• Paperless in 5 years
• Annual review of plans

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Organizational Chart
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Performance Measurement Matrix
Fig. 3 A New Vision for Human Resources,
Fitz-en Phillips, 1998
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• COST
• Quantifiable
• Recruitment costs
• Opportunity lost
• Replacement cost
• Non Quantifiable
• A school years worth of education
• Adverse effect of termination
• TIME
• 6 weeks average - hiring process for a teacher
• To include Time spent on searching
• - demographics
• Panel interview Teachers involvement
  (volunteer basis)

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• VOLUME
• Relative to needs of the district
• Expansion phase
• Needs more teachers
• Personnel involved
• ERRORS
• Quality of Education measurement of success
• Cannot be measured immediately
• Rely on surveys, reactions from parents
• HUMAN REACTIONS
• Based on the output of the new hire
• Performance reflect success of hiring process
• Peer evaluation

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Conclusion

• Structured hiring process
• Strict Requirements
• Budget Approval
• Time Frame
• Measure Objective vs. Subjective
• Long-term effects

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QUESTIONS?