Human Resources Update

Transcription

1 Human Resources Update

2 Agenda Salary Comparison Hiring Demographics Staffing Trends Turnover Rates

3 Agenda continued HR Hot Topics Update on Initiatives Strengths Opportunities

4 Salary Comparison Teacher Pay Administrator Pay Substitute Pay Stipends

5 Salary Comparison RISD Beginning Teacher Salary - $50,865 District Beginning Teacher Salary Arlington ISD $51,500 Clear Creek ISD $51,500 Garland ISD $51,500 Houston ISD $51,500 Hurst-Euless-Bedford ISD $51,500 Keller ISD $51,500 Lewisville ISD $51,475 Mesquite ISD $51,200 Irving ISD $51,000 Plano ISD $51,000 McKinney ISD $50,900 Richardson ISD $50,865 Carrollton-Farmers Branch ISD $50,750 Allen ISD $50,000 Frisco ISD $50,000 Spring Branch ISD $50,000 Dallas ISD $50,000 Highland Park ISD $49,181 Austin ISD $46,810

6 Salary Comparison Administrator Pay Pay range based on experience Benchmarking data available December 5 Substitute Pay $75 Paraprofessional $100 Teacher $125 Long Term Teacher $225 Counselor $250 Nurse Secondary Math, Science, Languages other than English $2,000 supplement - classroom teachers in grades 7-12

7 Supplements/Stipends Bilingual $4,000 - bilingual teachers $3,000 - bilingual campus administrators Special Education $2,000 - special education teachers and ARD facilitators Career Pathways Designated positions throughout district

8 Hiring Demographics Ethnicity/Race Administrators Professional Support Elementary Teachers Secondary Teachers Total Percentage of New Hires American Indian/ Alaska Native % Asian % African American % Hispanic/Latino % Native Hawaiian/ Other Pacific Islander % Two or More Races % White % Total % Percent Minority Hires 28.3% 34.6% 30.6% 26.4% % *As of August 22, 2016

9 Staffing Trends Turnover Rates Teachers Total # Separations Turnover % % Teachers Total # Separations Turnover % % Turnover Turnover Elementary Totals 17.01% 15.25% Junior High Totals 15.66% 14.65% High School Totals 13.78% 16.85% *As of October, 2016

10 HR Hot Topics Fair Labor Standards Act (FLSA) Effective December 1, 2016 Ensure employees correctly classified and compensated Leaves and Absences Process for acquiring approved leave Hard to Fill Positions CTE Bilingual Special Education Before December 1, 2016 $455/week $913/week

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12 HR Advisory Committee Transition the Retention Task Force (RTF) to the Human Resources Advisory Committee (HRAC) Met on November 2, 2016 Two to three additional meetings planned Goal: Review the recommendations of the RTF and continue to support the district in creating and maintaining a thriving and positive work environment.

13 Initial Feedback Paraprofessional salary Professional development requirements Insurance contributions Next Steps Review Retention Task Force action plans Gather feedback on High Performing Teacher designation

14 Texas Teacher Evaluation & Support System (TTESS) Planning Instruction Learning Environment Analytics Calibration Communication Professional Practices and Responsibilities

15 TTESS Post- Conference Goal-Setting and Professional Development Plan Conference One announced 45 min. observation Minimum of one documented walkthrough Pre- Conference (Required for all first year teachers and those new to RISD)

16 Texas Principal Evaluation & Support System Instructional Leadership Human Capital Executive Leadership Analytics Calibration Communication McRel 21 Leadership Responsibilities School Culture Strategic Operations

17 Career Pathways Positive Feedback Result of RTF Work Examples of Identified Career Pathways Teacher Leader Campus Specialist District Specialist Administration

18 Marketing

19 What Did You Hear? Relationships Support Love What You Do Personal Connections Team Passionate Diversity People

20 Strengths Percentage of minority professional support promotions increased by 16.1% Percentage of minority elementary teacher hires increased by 6.5% Percentage of minority secondary teacher hires increased by 3.7% Campus and central allocations support the District s mission to serve all students and support instructional best practices

21 Strengths continued Improved branding supports recruiting Aggressive recruiting schedule High level of department visibility Partnerships Decrease in the number of teachers hired Stipends to address high needs areas Focus on Mentoring

22 Opportunities Provide more campus and central support Increase hiring for high need areas Increase percentage of minority administrative promotions Research more efficient onboarding/ paperless system Utilize social media

23 Opportunities Cultivate partnerships to increase the Teaching Intern pipeline from high school to college Evaluate plans for High-Performing teacher Training and education of current staff on cultural proficiencies Consider pathways for paraprofessional staff

24 Questions?