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Ka piina update jan 2011
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Ka piina update jan 2011

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Ka Pi'ina update presented by Liana Iaea Honda on 2/1/2011 to KSH Elementary faculty and staff

Ka Pi'ina update presented by Liana Iaea Honda on 2/1/2011 to KSH Elementary faculty and staff

Published in: Education

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  • The Education Workforce Capacity Building Project was established to develop aframework—now known as Ka Pi‘ina—to improve the way Kamehameha Schools recruits,retains, and rewards its education workforce.
  • Included all the education related divisions w/in the organization
  • 1. Transparent career paths and opportunities that provide career progression and professionalgrowth with both explicit and implicit leadership roles and functions such as coach andmentor.2. An enhanced performance management and evaluation system that focuses on continuousdevelopment of key organizational and professional core competencies with anappreciation and sensitivity for both Hawaiian cultural and Christian values.3. An enhanced professional growth and renewal program that consists of activities andexperiences integrated into professional practice, including time embedded in dailyschedules, which reflects an investment in staff member skills, abilities and personalgrowth on the part of KS and the staff members themselves to enhance effectiveprofessional practices and improvements in student learning, growth, and achievement.4. An integrated compensation and rewards process designed to support and rewardthe development and application of skills that maximize student learning throughcompetitive base salary, variable pay, recognition and quality of work life.
  • Generation Y, born between 1976-1995 or 1988-2001 depending on the sourceMillenial - increased use and familiarity with communications, media, and digital technologies. Millennials have too great expectations from the workplace.Studies predict that Generation Y will switch jobs frequently, holding far more than Generation X due to their great expectationsMillennials assertively seek more feedback, responsibility, and involvement in decision making.
  • Transcript

    • 1. Ka Pi‘ina
      Education Workforce Capacity Building Project Framework
    • 2. What is it?
      Framework developed to improve:
      Recruit
      Retain
      reward
    • 3. Ka Pi‘ina
      Started in 2005 as a system wide project
      KSK, KSM, KSK
      CBECE
      LIS
      EES
      Pilot 2009-2010
      Field Test – 3 years (2010-2013)
    • 4. Four Main components
      Transparent career paths & opportunities
      Performance management and evaluation system
      Professional growth and renewal
      Compensation and rewards process
    • 5. Recruit
      Recruitment
      2009 – 30% retirement eligible
      2014 - 43%
      2019 – 56%
      Millenial Generation
      Proactive in hiring (pre-planning, foresight)
      Hard to Hire positions
    • 6. Retain
      Professional Development Opportunities
      Advancement Opportunities
    • 7. Reward
      Hard Work
      Leadership
      Teacher as mentor/coach, leaders
    • 8. Project Work
    • 9. High quality teaching is the single most important factor for raising student achievement.
    • 10. Support Team
      KSH – Liana K Iaea Honda, Sulma Gandhi
      KSM – Andrea Hajek
      KSK – Ronnie Kopp, Laurie Seto, Laura Noguchi
      CBECE – Tina Wainwright
      EES – KeʻalaAlama
      LIS – Miki Maeshiro
      HR – BJ Mau,Charlene Choy, LiuoneFaagai
    • 11. Core Project Team
      KSH
      Liana Iaea Honda
      Sulma Gandhi
      Wendell Davis
      Toni Kaui
    • 12. Important Tasks
      Job families w/in Education
      Administrators/Management
      Faculty
      Education Support
      Other?
    • 13. Important Tasks
      Recruitment
      2009 – 30% retirement eligible
      2014 - 43%
      2019 – 56%
    • 14. Important Tasks
      Fine tuning the performance review process
      Inter-rater reliability
      Online tools
      Observations
    • 15. Important Tasks
      Rubrics Work
      Librarians
      Counselor – ASCA
      Athletic Directors
      Principals and other leaders
      Observation Process
      Formal Observations
      Mini Observations
      Inter-Rater Reliability
    • 16. Important Tasks
      Compensation? (decoupled for at least 3 years)
      Administration/Management
      Hard to Serve
      Growth
      SLiP Implementation
      Faculty
      Student growth
      Advanced Degrees
      Professional Development
    • 17. Support Team Work at KSH
      Provide support to principals and Ka Piʻina Field Test Participants
      Workshops/trainings
      Meetings (beginning of year, mid, end)
      Success Factors
      Blackboard
    • 18. 3 Year Plan
    • 19.
    • 20. Key Events & Activities
      August/September
      SMART Goals Training
      Success Factors training and Upload
      Rewards and Recognition
      October/November
      Blackboard training and upload
      Counselor rubric work
      Librarian rubric work
      Denver Pro Comp visit
    • 21. Key Events & Activities
      December/January
      Blackboard Uploads
      Success Factors mid year comments
      Looking Ahead
      Submit 3 year plan updates
      Work on Athletic Directors rubric
      Principals’ rubric
      End of Year
      Blackboard
      Success Factors
      Final Review
    • 22. Any questions?
      http://apps.ksbe.edu/kapiina/