#K12Talent chat is for K-12 HR professionals or any school leader interested in learning more about human capital leadership. Topics include: rewards/recognition, recruiting, hiring, interviewing, difficult employees.
A1: Jackie Brown here from Texas; operations and HR and joining ya from the Hair salon so will be in and out but ready to learn! #k12talent#cheesyphoto#idolovecheese
A1: Daniela Fountain, Assistant Superintendent at Lemont 113A, excited to chat after learning so much @_AASPA_ bootcamp in Chicago last week #k12talent
A2: having a mentor is a win for us; hooking up our new employees w someone who looks out for them, shows them the ropes & lets them know/see our culture #Onboarding#k12talent
Thanks for the mention! _AASPA_: Schoolhouse21 EmilyDouglasHC jonbartelt bcwhite esc11hr DaleFisherEdD ndbowhuntergirl Mschroeder6 HRTiffany drkerryparker JLiewehr JustinLSchooley JRChambersD87 BethDalton096 Welcome Schoolhouse21! Thank you for chatting with us tonight #K12Talent
A2: Because we primarily work with new teachers with little to no experience, we place our newbies with our appointed school leader, and also accompany them on a “Meet the Principal” day. We’ve gotten positive feedback from that simple gesture. @AmyHunt899#K12Talent
A3: we’ve just implemented and r in the process of getting everything in place. It’s more than just orientation. And we want our On-boarding to be engaging and long term. We want to imbed them into our culture while also focusing on why we are here and how we serve #k12talent
A1: Former Business Office & HR Manager for Dennis-Yarmouth Regional and soon to be Business Manager for West Bridgewater both in Massachusetts! #K12Talent
Paperwork we require back 5 days prior to start date (game changer), starting in July ➡️set hire dates 🙌🏻and first morning with us is onboarding...has to be continuous #nofirehose#k12talent
A3: #K12Talent Two years of hands-on instructional coaching, as well as some pretty awesome team-building opportunities. We teach our folks how to function as a team FIRST.
A5 #K12Talent we have a combination of doing work together in a central location and breaking new hires out to spend time in with their fellow content /grade level peers and with their own school buildings
Both! All new hires get a mentor and also a two day orientation focusing on district and building based practices. We also write a handbook and do monthly meetings. #k12talent
A4: both at a central location and within the buildings…blending back and forth between the multi-day orientation and establishing a relationship among the new district-wide cohort and building based partnerships #k12Talent
A4: both at a central location and within the buildings…blending back and forth between the multi-day orientation and establishing a relationship among the new district-wide cohort and building based partnerships #k12Talent
A5 #K12Talent we have a lunch with second year teachers who can share wisdom with the newcomers. Also, we schedule time for the new people in their own buildings with their Principals
A5. Various leaders present and share at our New Staff Academy. Staff help with building orentation, mentorship, and acting as building buddies. #K12Talent
Onboarding is a consistent WIP excited to have our leaders kick off the morning and love @pamelbrown talent to utilize our rockstars to support our new hires #teamworkmakesthedreamwork#k12talent
A5: Each school we serve have a School Leader that is named. SL’s from the previous year present during our kickoff training. Returning teachers also get into the hype by welcoming new members. We allow our staff to do some of the training sessions as well. #K12Talent
A5: Onboarding is a consistent WIP excited to have our leaders kick off the morning and love @pamelbrown talent to utilize our rockstars to support our new hires #teamworkmakesthedreamwork#k12talent
A5: The ownership of On-boarding belongs to everyone & not just day 1 but always; be part of the welcoming crew as well as periodic checkins; it’s great to have people from all areas to b involved #k12talent
A6: Our union leadership is involved and instrumental in the process. They bring goodies, a warm welcome, and gather specific needs for new hires that are shared with mentors and buildings to tailor and target individual needs in the process! #K12Talent
A6: I invite the Eboard to come and speak an hour after lunch. Talk a little about the 'gasp' grievance process and how to get help from their reps! Sets the tone for cooperation early on! #K12Talent
Q7: How have you utilized technology in the onboarding process? How do you use this technology and still maintain a personal touch for your new employees? #K12Talent
A7: it’s gotta b a combined online and F2F concept. We r using @CanvasLMS for our online platform. We’ve got some online modules, some videos and some F2F portions #k12talent
A7: IT comes in and sets up everyone on email and log in for all district programs . Demos are done on smart boards and chrome charts. We also schedule days during all staff training for IT to come down to each building for specific training on classroom tech apps. #K12Talent
Q7: How have you utilized technology in the onboarding process? How do you use this technology and still maintain a personal touch for your new employees? #K12Talent
A7: IT comes in and sets up everyone on email and log in for all district programs . Demos are done on smart boards and chrome charts. We also schedule days during all staff training for IT to come down to each building for specific training on classroom tech apps. #K12Talent
Q7: How have you utilized technology in the onboarding process? How do you use this technology and still maintain a personal touch for your new employees? #K12Talent
A7. We have just started using some electronic forms for new hire paperwork, but are still learning. At new staff academy some PowerPoint, some video, some kahoot, and a little bit of Twitter’ #K12Talent
A7: IT comes in and sets up everyone on email and log in for all district programs . Demos are done on smart boards and chrome charts. We also schedule days during all staff training for IT to come down to each building for specific training on classroom tech apps. #K12Talent
Q7: How have you utilized technology in the onboarding process? How do you use this technology and still maintain a personal touch for your new employees? #K12Talent
A7: All paperwork is submitted digitally; however, during our New Hire training, employees have an opportunity to practice using their emails, mobile app time clock, and their Google and Workplace tools. #K12Talent
A7. We have just started using some electronic forms for new hire paperwork, but are still learning. At new staff academy some PowerPoint, some video, some kahoot, and a little bit of Twitter’ #K12Talent
A7: First welcome 👋🏻 is via a welcome video prior to start date➡️ F2F day one onboarding ➡️We moved our intranet to @CanvasLMS loaded with info for newbies and current staff #checkitout#k12talent
Q8: human error - personality classes, style meshes, hard to match specialists like our one OT whom we may pair with our one SLP! Paperwork wise is chasing IDs and getting them to use actual legal names. #k12talent
Q8: one challenge has been on boarding positions that are specific and unique, with no other similar staff represented among the new hires. Challenge in partnership, connections, and professional development #K12Talent…solutions anyone?
A8 after the beginning of the year onboardig, we do one every 2 weeks for new employees. THAT was our biggest challenge - all the new hires AFTER the initial one! #K12Talent
A8: challenge is making & keeping On-boarding a priority; however w a team approach of @pamelbrown & @vickidarrington who r leading the charge, they r keeping it a focus #k12talent
A8. Some challenges are different levels of comfort with technology, different learning style preferences, and time constraints to fit it all in! Be solution is that we solicit feedback from new staff at the 6 month mark to make changes to next New Staff Academy #K12Talent
A8: biggest challenge➡️employees starting on any day + too much lag time before onboarding session. Solution➡️set hire dates 1st and 3rd Monday of each month and dedicated first day morning to friendly welcome and in the know onboarding #WIP#alwaysimproving#k12talent
Q8: Keeping the excitement and momentum going (being able to replicate the initial “over the top”) activities with new hires who are hired after school starts. We had to change our mindset to ONGOING onboarding for all. #K12Talent
We ran into that too! But we do monthly meetings with mentees to follow up on concerns and focus on a topic. Allows us to catch up with those "lost" in the shuffle. #K12Talent
A8 after the beginning of the year onboardig, we do one every 2 weeks for new employees. THAT was our biggest challenge - all the new hires AFTER the initial one! #K12Talent
A9. Onboarding starts with the recruitment and interview process. It’s the start of how new employees will feel about your district, connect, and learn your culture. It can also set them up for disappointment if your recruitment does not match reality! #K12Talent
A9: Reach out to those Admin you might not go to! They are eager to help and often can provide insights you would miss to avoid problems later on. Get copies of everything online for instant access too. #K12Talent
A9: biggest resource is your people ➡️ especially your newbies (they know what to change/improve) and rockstars that this is their zone of genius. Who are those people who excite your staff? Let them excite your newbies @pamelbrown#energyfordays#tapintoothers#k12talent
