The document summarizes the reorganization and transformation of the Human Resources department of the Fairfield-Suisun Unified School District. Key points include: - The HR department underwent a reorganization to improve efficiency, effectiveness, and customer service. - Changes included restructuring staff and the physical workspace, increasing cross-training, and advancing technology usage. - The goals were to improve recruitment, retention, and support of employees from hire to retirement.

1. Classified Educational Leaders
February 28, 2014

2. 

Marylou Wilson, Ed.D.,
Assistant Superintendent of Human
Resources
◦ marylouw@fsusd.org


Robert A. Martinez, Ed.D.,
Director of Human Resources
◦ robm@fsusd.org, @DrRobM_FSUSD

3. 
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Transformational leadership approach to
change
Share our process, challenges and success
Engage, enlighten, and elicit conversation
regarding transformational change

4. The mission of the Department of Human
Resources is “dedicated to the District’s mission of
creating a data driven, research based, student
centered, learning community through the
recruitment, retention and advancement of highlyqualified employees to achieve those goals and
objectives defined by Fairfield-Suisun Unified
School District in its role as the leader in public
education in Solano County”.

5. 
Review of long-standing goals:
◦ Whom do we serve?
◦ How do we provide services to those we serve?
◦ Is there a need to transform our Human Resources
Department in our district?
◦ What is the best course of action to take to realize
the expected improvement?
◦ What did the collected data demonstrate?

6. 
Department analysis & reorganization
◦ Principal and other department
perspectives
◦ Examination of workflow, efficiencies,
effectiveness
◦ Recommendations & feedback
◦ Reorganization
 Staff
 Building structure

7. Advancement of Technology
ESCAPE/AESOP conversion
Expansion of EdJoin for recruitment
Implement “Evaluat’d” to monitor,
promote effective evaluation for all
employees
Electronic storage of documents
Integration of electronic practices

8. 
Table Talk: Characteristics of
Transformational Change

9. 
A shift in the business culture of
an organization resulting from a change in
the underlying strategy and processes that
the organization has used in the past. A
transformational change is designed to be
organization-wide and is enacted over
a period of time.

10. 
“You as a manager, must accept full
responsibility for the success of failure
for your employees.
You are the greatest influence over the
success or failure of your employees.”
Ferdinand Fournies,
Coaching for Improved Work
Performance

11. 
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Shared Goals
Shared Values
Shared Plans
Clear Leadership
Continuous Evaluation and Appraisal

12.  Renew
 Refresh
 Rebuild
 Reenergize
 Improved
Customer Service

13. 
Building Relationships

Conversation

Collegial Inclusion

14. 
Transformational Leadership, a discussion:
◦ Definitions Provided
◦ Inclusive Design Process
◦ Communication Was Essential

Free Think, let the ideas flow:
◦ No Idea Is A Bad Idea

15. 
World Café and Appreciative Inquiry:
◦ Begin a conversation

16. 
Overall Systems Review:
◦ What’s working, needs to be changed, can’t do
without?

Innovative Technologies:
◦ How do we make things easier for us all?
◦ Will these ideas help or create confusion?

Review the growth, change, and reassess our
direction:

17. 
Let The Ideas Cook, Provide time to:
◦
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◦
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Reflect
Consider
Rethink
Create
Examine
Analyze
Re-group
Adjust
Plan
Act
React
Grieve
Repeat

18. 
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Change was needed!
Our processes needed to be redesigned
Our physical space needed to be modified
We needed to become paperless
We needed to improve our customer service
We needed to increase our cross-training
We needed to increase our efficiency
We needed to be creative and flexible
We needed a new identity throughout the
District.

19. 
Silos:
◦
◦
◦
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Task Specific Jobs
Limited Cross-Training
Limited Personalization
Routine and Mundane Duties
One-Stop Model:
◦
◦
◦
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Personal Touch
Increased Cross-Training
Support For Employees From Hire to Retire
Variety of Assignments

20. Responsible for, and provide support services in
the areas of, recruitment, retention, and
advancement of highly qualified employees.
Dedicated
Personnel Specialists to assist our employees:
◦Hire
◦New Employee Induction
◦Address Changes
◦Change Pay Cycles
◦Employment Verifications
◦Leaves of Absence
◦Timesheets
◦Professional Growth
◦Salary Credit
◦Retirement

21. 
District Branding
◦ Customer service is priority one!
◦ Expunge the “Black Hole” tag!

Recruiting
◦ Targeted and early identification of needed
positions
◦ Edjoin-Use it at full capacity

Employee Induction
◦ Personal Touch: Marylou or Rob personally meet
with every certificated hire for a final interview

22. 
Ed-Join:
◦ Recruitment, Interviewing

Evaluat’d:
◦ Certificated Evaluations
◦ Classified Evaluations
◦ Administrative Evaluations
 Tracking is simplified
 Accessibility-iPads, desktop, secure servers
 Analytics

Document Scanning:
◦ Clear the clutter

23. 
Sub-Finder Management

Risk Management
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Employee Assistance Program
Reasonable Accommodation
Training
Wellness
We-Tip Program
Workers Compensation
Investigations, Employee Discipline

24. http://www.youtube.com/watch?v=LGxMpimf1
pg&feature=em-share_video_user

25. 2013
-0322 12.06. 58 mov
.

28. “Provide an uncommon experience for your
students, your employees, your colleagues,
and they will reward you with an uncommon
response, effort, engagement and attitude”
Dave Burgess
“Teach and Lead Like a Pirate”

30. 
FSUSD Web Site www.fsusd.org
◦ Board Policies
◦ Contracts
◦ Professional Development Request Forms

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FSUSD Facebook Page:
www.facebook.com/fsusd
FSUSD Human Resources Twitter Account:
@FSUSDHR

31. 
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Personal Conversations
Professional Expectations
Oath & Affirmation
Child Abuse Laws/Mandatory Reporting
Drug/Alcohol-Free Workplace
Sexual Harassment
Anti-Discrimination
Technology Acceptable Use

32. BP 4119.21, 4219.21, 4319.21

Professional attire, appropriate to position

Appropriate interactions with students

Technology

33. BP 4112.3, 4212.3, 4312.3
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Public employees are disaster workers
Subject to disaster service activities as
assigned by supervisor
Administer Oath
Acknowledgement form signed/returned

34. Penal Code Section 11166

Mandatory Reporter

Provide/review mandated reporter booklet

What happens when you don’t report

How to report & to whom

Acknowledgement form signed/returned
◦ What to look for

35. BP 4020
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Zero Tolerance

Applies anywhere on premises at all times,
even in your car

Read Board Policy

Acknowledgement form signed/returned

36. BP 4119.11, 4219.11, 4319.11
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Video
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District policy and brochure

Complaint Procedure

Acknowledgement form signed/returned

37. BP 4030, AR 4032
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District policy
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Reasonable accommodation

Complaint Procedure

38. BP 4040
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Review Board Policy
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Review process for getting e-mail

Acknowledgement form signed/returned

39. 
Employee Benefits

Reporting Absences

Workers’ Compensation

Pre-Designation of Personal Physician

40. Contact Benefits Technician at 399-5095 for:
 Medical
 Dental
 Vision
 Life Insurance
 Section 125
 Retirement information

41. 
Sub-Finder
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Leave requests

Medical verification of injury/illness

42. 
Reporting workplace injuries:
◦ Company Nurse: 877-778-2567
◦ Provide Company Nurse Card

Incident only vs. Medical care

Medical provider network
◦ Occupational Health/NorthBay
◦ Kaiser Occupational Health: Vacaville or Vallejo

43. 
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Complete form if you want your doctor to
treat work-related injuries
Form must be complete and on file in HR
prior to injury to be valid
Doctor must be DO or MD; no chiropractor or
acupuncturist
Acknowledgement form signed/returned

44. 
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Injury & Illness Prevention Program
Bloodborne Pathogens
Ergonomics
Fire Safety
Emergency Procedures/Preparedness
Indoor Air Quality

45. 
What is it?

Where is it?

Key components of the program
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How to report a safety hazard
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Safe work practices
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Acknowledgement form signed/returned

46. 
Video
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Exposure Control Plan
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Hepatitis B Vaccination
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Declination Form

47. 
General Office Ergonomics
◦ Distribute educational materials
◦ Tips for adjusting workstation

How to request a workstation evaluation

48. 
Key practices
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Electrical

Exits
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Protective devices

49. 
Site-specific plans
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Drills
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Roles/Responsibilities

50. 
IAQ – Tools for Schools
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Authorized cleaning agents only
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Impact of air fresheners
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Reporting air quality concerns

51. 
Recycling

Energy Conservation

52. 
APA: Ancillary Professionals Association
◦ President: Bill Pasichow
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CSEA: California School Employee Association - Clerical
◦ President: Sandi Fallon,

Vice President: Anastacia Duncan-Hall
CSEA: California School Employee Association - Support
◦ President: Sandi Fallon, Vice President: Michael O’Brien

F-SUTA: Fairfield-Suisun Unified Teachers Association
◦ President: Laurel Salerno-White

MOS: Mutual Organization of Supervisors
◦ President: Troy Smith

53. Our Mission is to Provide a Quality Educational
System that Assures Opportunities for Every
Student to Learn and Meet the Challenges of
the Future.

54. We Believe:
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All students are capable of achieving excellence through hard work
and persistence.
All students must be challenged to meet the highest educations and
behavioral standards.
All students have inherent value and deserve to be members of
classrooms and schools that affirm their worth.
All students have the right to be served by competent and caring
adults who are provided the resources and the professional
development to meet clear performance criteria.

55. We Believe:
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All students benefit from positive communication and healthy
relationships among members of the school community
All students are inspired by a positive image of our school system.
All students deserve the close involvement of parent/guardians in
their education.
All students are to be regularly assessed for continuous learning and
are due educational programs that are evaluated for their
effectiveness.