USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY - PowerPoint PPT Presentation

Oklahoma City Public Schools Human Capital Review and Assessment Overview Urban Schools Human Capital Academy October 2017 USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ Outline 2 n Background and Project Methodology n Current State Key Findings n RecommendaFons n Next Steps and Discussion USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

3 3 Background and Project Methodology

+ USHCA Background 4 Established in 2011, the Urban Schools Human Capital Academy (USHCA) is a naFonal nonprofit helping urban districts become great managers of teacher and principal talent. USHCA develops, supports, and networks human capital leaders in urban school districts to drive measurable improvement in teacher and principal quality. Through a range of services, we help transform a district’s human capital management funcFon into a more strategic and integrated component of a district’s overall approach to improve student achievement. USHCA has worked in over 30 urban districts across the United States. USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ Where Do We Work? 5 National Perspective Seattle Newburgh Rochester Boston Hartford Aurora Cleveland Pittsburgh Bal2more City Denver Maryland Indianapolis Colorado Prince George’s County Kentucky Tennessee Los Angeles Guilford New Mexico Charlotte Shelby Oklahoma City Atlanta South Carolina Tulsa Oklahoma Florida Spring Seminole Pinellas Osceola Houston Alumni Districts Hillsborough Palm Beach USHCA Current Districts Best People Best Results State EducaFon Departments URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ Human Capital is a Critical Key Lever 6 to Student Success Effec2veness MaIers School-based Factors Difference between 3 consecuFve years Impac2ng Student Achievement of effecFve teachers vs. ineffecFve = 52 percentage points Money MaIers ~80-85% of school systems’ budgets = Principal Other Salary and Benefits 25% 42% More Effec2ve Principals: • A`ract and select higher-quality Teacher teachers. 33% • Help teachers improve pracFce more rapidly. • Retain higher-quality teachers and remove less-effecFve teachers. USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

What Drives Our Work? + 7 A strong commitment to student achievement with an effective educator in every classroom and leader in every school; enabled by a focus on: Tracking Human Capital Trends and Emerging PracFces • Keeping abreast of latest research findings Best Prac2ces • Tracking and collecFng data from USHCA network Rigorous tracking and leveraging of key human capital metrics Data • Measures progress toward goals and objecFves • Provides direcFon and focus in support of planning A comprehensive approach to strategic human capital management that Strategic HC focuses on the “Right Work” Management SupporFng HR divisions and teams to move from compliance/transacFonal Execu2on: work to strategic and supporFve work Strategic HR Principals are “responsible for translaFng district management acFons that Focus on the Key become what teachers experience as human capital management. Thus, the Customer principal is a key link in district strategic talent management effort.” 1 USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY 1: Odden, Milanowski & Kimball, Center on Reinven8ng Public Educa8on. Strategic Management of Human Capital Project. 2010.

+ Strategic Human Resources Work 8 USHCA’s 4 Principles of Strategic HR Work 1. Contributes to the quality of teachers and principals 2. Aligns to instrucFonal mission and iniFaFves 3. Provides schools/principals more autonomy and builds their capacity as Human Capital leaders 4. Measures for conFnuous improvement USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ 9 A Comprehensive Approach to Human Capital Management Principal Puzzle Pieces Teacher Puzzle Pieces USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ 10 Why Join the Academy? -- A strong network of Human Resources/Human Capital leaders across the USA -- A team of experienced, knowledgeable HC Partners to support onsite results and Academy participation -- Access to up-to-date research, data and practical tools to speed reform USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ 11 Some Results for our Districts n Los Angeles Unified (CA) School District opened fully staffed in 2017 – previously would open with hundreds of teacher vacancies n Denver Public Schools (CO) HR received a 93% approval raFng by Principals for support and service aier reorganizing using our HR Partner model n Prince George’s County (MD) Public Schools saved considerable money by increasing their teacher a`endance rate using a number of our strategies n Seminole County (FL) Public Schools reduced the length of Fme conducFng invesFgaFons by 66% using our process redesign support USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ 12 Sample Project Highlights n The School District of Palm Beach County (FL) uFlized our team to create a central office Performance Management system with training and implementaFon support n USHCA created Human Capital Training Modules for Principals in Shelby County (TN) n USHCA created mulFple, online training modules for new School Board Members throughout the state for The North East Florida EducaFonal ConsorFum (NEFEC) n Montgomery County (MD) Public Schools redesigned their interviewing and hiring process uFlizing USHCA’s tools to maximize speed in finding and hiring great teachers. n USCHA supported Prince George’s County Public Schools HR reorganizaFon and redesign efforts to develop new roles and teams along with revised job descripFons and performance goals USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ 13 USHCA’s Curriculum and Tools www.hrined.org USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ 14 The Urban Schools Human Capital Team USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY

CONFIDENTIAL – MAY NOT BE DISTRIBUTED + 15 USHCA’s review focused on the following areas: Review Component What we looked for Understand the current state of • Do the district’s funcFons best support schools’ core Human Capital funcFons efforts to drive student achievement? Assess processes and • Are current processes and procedures designed procedures that affect Human for staff to provide high quality customer service Capital service delivery in an accurate, efficient, and Fmely manner? Assess data integrity issues • How reliable is the data that is integral to supporFng the district’s human capital efforts, drives decision making, and supports day-to-day operaFons? Conduct a quanFtaFve analysis • What does the data indicate with regard to the of Human Capital impact district’s ability to a`ract, hire, and retain high quality educators? USHCA Best People Best Results URBAN SCHOOLS HUMAN CAPITAL ACADEMY 15

16 16 Current State Findings

+ In every area of the Teacher Puzzle Pieces, 17 OKCPS has significant strengths to build on Early Hiring – new teacher hiring begins in March Urban teacher preparaFon Hiring qualificaFon academy with UCO flexibility through Emergency cerFficaFon Staffing decisions not enFrely based on Teacher Puzzle Pieces TFA pipeline of 60+ seniority (exempFons) new core members per year Supports and training to Principals around budget and staffing planning for the coming school year HR has doubled in HR Generalists structure size with extensive provides direct support corporate HR to Principals background Bilingual teacher Marzano Teacher pathway program EvaluaFon Model ConFnuous learning Professional development opportuniFes for USHCA Best People Best Results school calendar viewed emergency cerFficaFon teachers to support as a benefit by teachers cerFficaFon pathway requirements URBAN SCHOOLS HUMAN CAPITAL ACADEMY

+ Even with many strengths to build on, there are 18 signiNicant challenges that hinder OKCPS’ human capital efforts n Low salaries for teachers and principals, when compared to neighboring states n Teacher shortage challenges across the state (year-over- year increases in demand are larger than the corresponding projected increases in supply * ) n HR department staff buildup with HR private sector experience has brought improvements in professionalism (i.e. improved focus on invesFgaFons); however, the need for human capital strategies and reform efforts have been idenFfied as focus area USHCA Best People Best Results *. American InsFtutes for Research. “Oklahoma Study of Educator Supply and Demand.” (2015). URBAN SCHOOLS HUMAN CAPITAL ACADEMY