Human Capital Strategy Every Student Shapes a Successful Future - PowerPoint PPT Presentation

Human Capital Strategy Every Student Shapes a Successful Future

Human Capital Strategy “School systems traditionally reduce human capital issues to basic human resource functions, e.g. hiring, evaluations, compensation. To develop and manage human capital in a systemic way requires the leadership of the teaching and learning side of the house, finance, the people who supervise principals, information technology, and the superintendent. ” - The Aspen Institute Every Student Shapes a Successful Future 2

What is Human Capital? Fundamentally, human capital includes: • Our people • The work people do • What people know • How people interact • How committed people are to the organization A human capital strategy determines the right mix of people for the short-term, the projected needs of the organization based on the workforce planning data and talent management systems and programs, and can be categorized into three interrelated areas: • Talent Acquisition • Talent Development • Talent Utilization Every Student Shapes a Successful Future 3

Human Capital APS Theory of Action & Vision Theory of Action: When we recruit, identify, develop and retain team members who lead, then every student will shape a successful future. Vision: All APS team members who lead will be purpose driven, take action, contribute their best and demand the best in others, and demonstrate professionalism and expertise in order to support every APS student to shape a successful future. Program Goals: Goal 1 - Talent Acquisition: Recruit high potential and/or effective candidates to accelerate the learning of every APS student, every day. Goal 2 - Talent Development: Identify and develop individuals who demonstrate the ability and passion to be team members who lead. Goal 3 - Talent Utilization: Retain effective employees who demonstrate a commitment to APS, its students and the Aurora community. Every Student Shapes a Successful Future 4

Human Capital Components 2018-19 Areas of Focus Talent Acquisition Talent Development Talent Utilization Engagement and Retention Coaching and Mentoring Recruitment Processes Employee Recognition Induction Pipeline Development Employee Engagement Teacher Leadership Selection, Hiring and Strategic Retention Onboarding School Leadership Marketing and Advertising Cultural and Linguistic Diversity Leadership Social Media Urban Schools Focus Support Employee Referral and Incentives Performance Management Succession Planning Compensation Professional Development APS Organizational Structure Budget Development and Resource Allocation Methodology Human Resources Organizational Structure Enterprise Resource Planning Infrastructure Policies, Practices and Collective Bargaining Agreement Every Student Shapes a Successful Future 5

Human Capital Plan Metrics Metric SY 16/17 to 17/18 SY 17/18 to 18/19 Target Teacher retention 75.29% 81.89% 88% rate Vacancies filled N/A 80% by July 1 of each 83.57% year Licensed vacancies filled by N/A 99% 82.17% August 1 of each year Every Student Shapes a Successful Future 6

Pillar I: Pillar I: Talent Acquisition Objective Talent Acquisition Objective Over the next three years, expand recruitment efforts to ensure APS is hiring the most qualified teachers and leaders available with the following goals: ✓ Increase the percentage of “high potential” new hires ✓ Reduce average number of school-site vacancies ✓ Increase the number of high caliber applicants per vacancy for teaching positions ✓ Increase the number of high caliber applicants per vacancy for leadership positions Every Student Shapes a Successful Future 7

Pillar I: Talent Acquisition Strategies Strategy Expand recruitment efforts to ensure APS hires the most effective teachers and leaders through: • Enhanced and proactive outreach to applicants • Targeted recruitment for hard to fill positions and diversity • Consistent and uniform hiring practices • Expanded university partnerships Employ historical hiring data as well as data analytics to make more informed recruitment and hiring decisions Create and implement targeted recruitment effort to include: • Renewed branding of APS – Teach, Lead, Inspire • Update and relaunch the Human Resources website • Increased marketing via social media and traditional outreach (print and electronic media) • Specialized hiring fairs • Partnerships with post-secondary institutions to encourage applicants to work in APS Enhance the use of Alternative Licensure Programs to include a greater level of candidate support and development Enhance the selection, development and retention (hiring) of student teachers and interns in APS Create “academies” of learning to further develop APS’ Licensed employees interested in leadership opportunities. Leverage the use of technology to interact with and attract applicants. Every Student Shapes a Successful Future 8

Pillar II: Talent Development Objective Beginning in 2018-19 and continuing on a consistent basis, train principals and district leaders on best practices in human capital (including interviewing, hiring, evaluation, retention, and dismissal) to provide clear expectations and a shared vision of the role of human capital management in school/district improvement. This training will result in: ✓ Reduced employee turnover. ✓ Increased number of new hires rated as effective/highly effective. ✓ Increased retention of effective/highly effective employees. ✓ Increased ability to exit low performers in a timely manner. Every Student Shapes a Successful Future 9

Pillar II: Talent Development Strategies Strategy Clarify roles and responsibilities of district Human Resources and Equity in Learning leaders in support of school leadership, teachers and staff. Implement professional development programs for principals and district administrators to build leadership capacity and train on best practices in human capital management. Professional development offerings will include: • Scaled Leadership training • Principal and Assistant Principal Induction Academies • Methods to motivate and retain high performing employees • Procedures for dismissal of ineffective employees • Deployment of staff • District policies and Master Agreement articles Provide ongoing training to school-site administrators for the evaluation of instructional personnel to ensure that the terms “Effective” and “Highly Effective” are consistent, clear and accurate reflections of performance Develop and refine data systems and processes by which to review and analyze human capital data for ongoing analysis and continued improvement. Every Student Shapes a Successful Future 10

Pillar III: Talent Utilization Objective Support an intentional district culture of openness, respect, trust and accountability for all members of the APS community resulting in: ✓ Reduced employee turnover ✓ Increased retention of effective/highly effective employees ✓ Increased satisfaction of APS staff Every Student Shapes a Successful Future 11

Pillar III: Talent Utilization Strategies Strategy Implement professional learning programs for principals and district administrators to build leadership capacity and train on best practices in human capital management. At both the district and site level(s), respond to feedback obtained through the administration of exit surveys. At both the district and site level(s), respond to feedback obtained through the administration of retention focus groups. Develop and refine data system and processes by which to review and analyze human capital data for ongoing analysis and continuous improvement. Every Student Shapes a Successful Future 12

Pillar IV: Support Structures Objective Examine and revise existing district constructs to better align with the overall human capital strategy and create operational efficiencies. Every Student Shapes a Successful Future 13

Pillar IV: Support Structures Strategies Strategy Further develop and implement data systems that will allow human capital outcomes to be measured at the school/department level Further develop and employ data-driven constructs of talent development, management, and sustainability. These analyses will support the ability to determine areas of need for recruitment, placement, development, and retention resulting in decreased time to fill positions and increased hiring manager satisfaction APS’ Assess the viability of maintaining Enterprise Resource Planning (ERP) infrastructure (Oracle) and other business technology systems to determine the necessity of replacement system(s) Continue to assess existing Human Resources processes, protocols and structures to identify efficiencies that results in increased customer satisfaction Every Student Shapes a Successful Future 14

A PPENDICES – W ORK P LANS Every Student Shapes a Successful Future 15