Board Presentation Recruitment, Induction And Retention

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Cohort 2 - Group 2's Presentation for Assignment 1 of Changing Organizations - Spring 2010
This PowerPoint proposes an action plan that might be offered to a school district to handle some of their deficiencies, as well as outlines some of our rationale in proposing the plan.

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  • Rosetta
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  • Robin
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  • Board Presentation Recruitment, Induction And Retention

    1. 1. Proposal for developing a Recruitment, Induction and Retention (RIR) ProgramQSAC Group Presentation:Blue Ocean Bay Public Schools<br />Julie Benavides, MaggyHanna, Robin McLean and Rosetta Treece<br />
    2. 2. Good to Great<br /><ul><li>Are the right people on the bus?
    3. 3. Intrinsically motivated
    4. 4. Focused on larger objective </li></ul> of organization<br /><ul><li>Persevere through problems</li></li></ul><li>Statement of Problem - Personnel<br /><ul><li>QSAC found:
    5. 5. Score of 38 out of 100
    6. 6. Note: 80% is passing
    7. 7. Inconsistent hiring practices
    8. 8. Lack of delineation of roles and responsibilities
    9. 9. High administrative turnover
    10. 10. Lack of sustainable leadership</li></li></ul><li>ISLLC Standards<br /><ul><li>Standard 1
    11. 11. 1.3 – Implement a vision
    12. 12. Standard 2
    13. 13. 2.4 - Design professional growth
    14. 14. Standard 3
    15. 15. 3.1 - Manage organization
    16. 16. Standard 4
    17. 17. 4.1 – Collaborate with family and other community members</li></li></ul><li>Additional Evidence of the Problem<br /><ul><li>Community forum where 60 people have indicated concern
    18. 18. Three critical administrative vacancies:
    19. 19. Director of Bilingual/ ESL
    20. 20. Director of Curriculum
    21. 21. Middle School Principal</li></li></ul><li>Vision Statement<br /><ul><li>The Recruitment, Induction, and Retention Program (RIR) was born out of an ideal to recruit a dynamic and diverse community of employees that are proficient in supporting our programs and policies. As a way of demonstrating our commitment to our employees, we will provide an induction program that will support, coach, and offer resources for new staff members. We also will promote staff retention through ongoing and meaningful professional development opportunities that will encourage constructive dialogue, productive inquiry, and continued growth.</li></li></ul><li>Recommendations for Personnel Committee<br /><ul><li>Restructure to include:
    22. 22. Administrators
    23. 23. Parents
    24. 24. Board Members
    25. 25. Community Members
    26. 26. Teachers
    27. 27. Committee size 5-10</li></li></ul><li>Personnel Committee Roles and Responsibilities<br /><ul><li>Communicate vision to school and community
    28. 28. Revisit job descriptions and titles
    29. 29. Establish uniform hiring practice
    30. 30. Develop:
    31. 31. Recruitment plan
    32. 32. Induction program for school leaders
    33. 33. Retention strategies using ongoing professional develop programs</li></li></ul><li>Proposed timeline – 10 years<br /><ul><li>Benchmarks (determined by committee) at:
    34. 34. Year 3
    35. 35. Ex. Establish clear delineation of roles and responsibilities
    36. 36. Year 5
    37. 37. Ex. Have in a place a coherent, sustained professional development program
    38. 38. Year 7
    39. 39. Ex. Revisit and reassess original goals</li></li></ul><li>Encourage Emergent Leadership<br /><ul><li>Develop a climate of:
    40. 40. Trust
    41. 41. Open communication
    42. 42. Nurture and develop talents
    43. 43. Promote sustainable leadership</li></li></ul><li>Celebrate Success<br />
    44. 44. Are you ready for greatness?<br />
    45. 45. The Research Behind the Report<br />Project Analysis<br />
    46. 46. Bolman & DealHuman Resource Assumptions<br />Organizations exist to serve human needs rather than the reverse<br />People and organizations need each other. Organizations need ideas, energy, and talent; people need careers, salaries, and opportunities<br />When the fit between individuals and system is poor, one or both suffer<br />A good fit benefits both<br />
    47. 47. Applying Kotter<br />Eight Step Process<br />Establish a sense of urgency<br />Creating a guiding coalition<br />Develop a vision and strategy<br />Communicate the change vision<br />Empowering broad-based action<br />Generating short-term wins<br />Consolidating gains and producing more change<br />Anchoring new approach in the culture<br />
    48. 48. 1. Establish a sense of urgency<br />QSAC is coming !!!<br />
    49. 49. 2. Creating a guiding coalition<br /> The Guiding Coalition: Personnel Committee <br />Administrators, teachers, support staff, board members, community members, and parents<br />
    50. 50. 3. Develop vision statement & Strategy<br /> The Recruitment, Induction, and Retention Program (RIR) was born out of an ideal to recruit a dynamic and diverse community of employees that are proficient in supporting our programs and policies. As a way of demonstrating our commitment to our employees, we will provide an induction program that will support, coach, and provide resources for new staff members. We also will promote staff retention through ongoing and meaningful professional development opportunities that will promote constructive dialogue, productive inquiry, and continued growth.<br />
    51. 51. 4. Communicate vision<br />Press/Media<br />Department and Faculty Meetings<br />District Website<br />Parent/community forums<br /> Newsletters and bulletins<br />
    52. 52. 5. Empowering Employees<br />Creation of committee <br />On-going PD<br />Structure of support <br />Development of PD committee<br />
    53. 53. 6. Generating Short-term wins<br />Retention of good people<br />Creation of committee representative of all stake-holders<br />Delineating roles/responsibility<br />
    54. 54. 7. Consolidate gains and produce more change<br />
    55. 55. 8. Anchor new approaches in the culture<br />Maintain clear focus, <br />Respect resistors<br /> Honesty, listening, and perseverance<br />Change takes time<br />
    56. 56. Questions<br />

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