Josh Chambers, Assistant Supt. for HR, Glenbard 87, I have really started to grow my #PLN with the guidance of pros like @DaleFisherEdD and @Mschroeder6#IASPAchat
Good morning! Mike Johann -Director of HR LaGrange SD102, Executive Director IASPA. My #PLN expanded as I joined #IASPAChat, and followed more HR professionals.
Josh Chambers, Assistant Supt. for HR, Glenbard 87, I have really started to grow my #PLN with the guidance of pros like @DaleFisherEdD and @Mschroeder6#IASPAchat
#IASPAchat A1: The SOD list in a large high school is unwieldy when it comes to certifications. With almost 600 names on the list we work create a basic version and concentrate detail for areas where we predict possible RIFS.
Josh Chambers, Assistant Supt. for HR, Glenbard 87, I have really started to grow my #PLN with the guidance of pros like @DaleFisherEdD and @Mschroeder6#IASPAchat
Good morning! Mike Johann -Director of HR LaGrange SD102, Executive Director IASPA. My #PLN expanded as I joined #IASPAChat, and followed more HR professionals.
A1The best tool was given to me by @DaleFisherEdD to track all of the SOD info.He created a Google sheet to store all the necessary info: seniority, eval. ratings, group, categories, & includes each staff member's email to send them an individual letter using Autocrat. #IASPAchat
A1: I made the leap from using Microsoft Office tools to Google Apps 4 years ago. The ability to share data in real time with admin colleagues was a major game changer for me. It allowed for more efficiencies in my work. #IASPAchat
A1 Start thinking about what you need well before time to create the list. Communicate regularly with teachers to insure data is accurate and up to date. #IASPAChat
A2: In my district, the dialogue comes early and often. Our eval system requires interspersed timelines be met for informals and formals so we work hard to try to know the quality of our probationary T's early in the eval cycle. #IASPAchat
#IASPAchat A2: Our non-renewal process for probationary staff starts in November. Principals start talking to DC's at that time.
Principals meet with any probationary teacher in danger of non-renewal the first week in December. They give them a heads up and areas to work on.
A2.We issue Concern Forms for any teacher who present a concern significant enough to result in a final rating of less than proficient in any domain. Since these are issued prior to the summative, I am aware of issues & I provide support to the admin along the way. #IASPAchat
A1 Start thinking about what you need well before time to create the list. Communicate regularly with teachers to insure data is accurate and up to date. #IASPAChat
A2.We issue Concern Forms for any teacher who present a concern significant enough to result in a final rating of less than proficient in any domain. Since these are issued prior to the summative, I am aware of issues & I provide support to the admin along the way. #IASPAchat
A2 We meet with principals as a group beginning in January to review the progress of probationary teachers. As a teacher gains experience the bar moves. A "proficient" at year 2 should be based on growth towards addressing the year 1 identified areas of improvement.
#IASPAchat
A2: Unless glaring issues exist, have convos w/ T to remediate before any dismissal. If Q's still exist by year 3, then maybe best to move on #IASPAchat
#IASPAchat A2: Our non-renewal process for probationary staff starts in November. Principals start talking to DC's at that time.
Principals meet with any probationary teacher in danger of non-renewal the first week in December. They give them a heads up and areas to work on.
A2: Early identification and effort to improve with coaching. Continued informals with areas of improvement. Work with Instructional coaches. As a district we can improve on our common expectations. #IASPAchat
#IASPAchat A2: Our non-renewal process for probationary staff starts in November. Principals start talking to DC's at that time.
Principals meet with any probationary teacher in danger of non-renewal the first week in December. They give them a heads up and areas to work on.
#IASPAchat A2: Our non-renewal process for probationary staff starts in November. Principals start talking to DC's at that time.
Principals meet with any probationary teacher in danger of non-renewal the first week in December. They give them a heads up and areas to work on.
A2 We meet with principals as a group beginning in January to review the progress of probationary teachers. As a teacher gains experience the bar moves. A "proficient" at year 2 should be based on growth towards addressing the year 1 identified areas of improvement.
#IASPAchat
A2: Early identification and effort to improve with coaching. Continued informals with areas of improvement. Work with Instructional coaches. As a district we can improve on our common expectations. #IASPAchat
A2 We meet with principals as a group beginning in January to review the progress of probationary teachers. As a teacher gains experience the bar moves. A "proficient" at year 2 should be based on growth towards addressing the year 1 identified areas of improvement.
#IASPAchat
A2: Early identification and effort to improve with coaching. Continued informals with areas of improvement. Work with Instructional coaches. As a district we can improve on our common expectations. #IASPAchat
A3: Always face to face with a lot of time built in for questions that can be answered. Use honesty at all times but also acknowledge the reality that there may be a limit on what can be shared. #IASPAchat
A3 I ask the building leaders to present this info. in person & remind them to conduct these convos in a private place & provide enough time for the person to ask questions. Aim for the end of the day or during a period of time that allows him/her to regain composure. #IASPAchat
#IASPAchat A3: I am honest and I get to point very quickly. The teacher typically knows something is not good and I have found that being succinct and definitive leads to the greatest clarity.
A3 Probably one of the most difficult responsibilities of the HR role. Been doing this for a long time and it doesn't get easier. I try to put myself in the teacher's position and deliver the message the way I would like to hear it. #IASPAchat
If you're not clear on what you're trying to say, then it leads to the misinformation and a belief everything will be okay in the end. Stay on point and have the difficult conversation. #IASPAchat
#IASPAchat A3: I am honest and I get to point very quickly. The teacher typically knows something is not good and I have found that being succinct and definitive leads to the greatest clarity.
A3: They are hard conversations to have so beating around the bush is not a choice. Direct and to the point. End of the day as much as possible and towards the end of the week. #IASPAchat
A3: Be prepared for the emotion that will come whether it's tears or anger. Be steadfast in the decision and do not react to the emotion other than to be empathetic and help employee move forward. #IASPAchat
I'm with you @Mjohann51! These conversations are tough for both people. It's important to treat people with dignity and respect throughout these discussions. #IASPAchat
A3 Probably one of the most difficult responsibilities of the HR role. Been doing this for a long time and it doesn't get easier. I try to put myself in the teacher's position and deliver the message the way I would like to hear it. #IASPAchat
A3: Be prepared for the emotion that will come whether it's tears or anger. Be steadfast in the decision and do not react to the emotion other than to be empathetic and help employee move forward. #IASPAchat
@DaleFisherEdD taught me long ago that sharing concerns should include defining what your "concern" means."I have significant concerns w/ regard to __ and you should interpret that concern as there may be a strong likelihood of nonrenewal" #IASPAchat
I agree with you @EMelnyczenko! Keep your emotions in check. This isn't about "you." Think about the receiver of the information and listen. #IASPAchat
A3: Be prepared for the emotion that will come whether it's tears or anger. Be steadfast in the decision and do not react to the emotion other than to be empathetic and help employee move forward. #IASPAchat
#IASPAchat A4: We have a transparent allocation process that is based on student population. We are very collaborative and have a staffing norm that every employee is a district employee not "Central" employee first.
@DaleFisherEdD taught me long ago that sharing concerns should include defining what your "concern" means."I have significant concerns w/ regard to __ and you should interpret that concern as there may be a strong likelihood of nonrenewal" #IASPAchat
#IASPAchat A4: We have a transparent allocation process that is based on student population. We are very collaborative and have a staffing norm that every employee is a district employee not "Central" employee first.
A4: Our staffing plan is based upon enrollment projections calculated for the following year. We use an outside demographer and also do cohort survival methods internally.#IASPAchat
A4: A robust spreadsheet, that has multiple tabs on it, with access to key decision makers in the district, is a must. We have also found that tracking details of "what" was communicated "when" on the spreadsheet is powerful. #IASPAchat
A4 "Go-to" resources are the 6th day, current, & projected enrollment (including projected K), Google sheet of current FTE & projected FTE, SOD, current & projected master assignment list inclusive of impending retirements, resignations, LOAs, & Jeff Goelitz (attorney) #IASPAchat
A4: It all starts with knowing section sizes and the constraints associated with building scheduling models. Principals need to know how all of the variables articulate so they can provide accurate information to the HR team #IASPAchat
A4: Our staffing plan is based upon enrollment projections calculated for the following year. We use an outside demographer and also do cohort survival methods internally.#IASPAchat
I couldn't agree with you more @JRChambersD87 that a consistent reiteration of we are all employees of XXX organization is a must as we develop staffing plans. #IASPAchat
#IASPAchat A4: We have a transparent allocation process that is based on student population. We are very collaborative and have a staffing norm that every employee is a district employee not "Central" employee first.
HR always appreciates accurate data that is updated and accessible. Although numbers drive the decisions, these are still people we are dealing with. #IASPAchat
A4: It all starts with knowing section sizes and the constraints associated with building scheduling models. Principals need to know how all of the variables articulate so they can provide accurate information to the HR team #IASPAchat
A4: Our staffing plan is based upon enrollment projections calculated for the following year. We use an outside demographer and also do cohort survival methods internally.#IASPAchat
Thanks for the mention! KathleenKColgan: A3.2: Feeling more confident about my approach since I have elements in place already that mirror the pros Mschroeder6 JRChambersD87 DaleFisherEdD Mjohann51! #IASPAchat
Thanks for the mention! _IASPA_: KathleenKColgan Mschroeder6 JRChambersD87 DaleFisherEdD Mjohann51 You're well on your way KathleenKColgan! I have no doubt!!! #IASPAchat
Thanks for the mention! Mschroeder6: I couldn't agree with you more JRChambersD87 that a consistent reiteration of we are all employees of XXX organization is a must as we develop staffing plans. #IASPAchathttps://t.co/fgfzHPELER
#IASPAchat A4: We have a transparent allocation process that is based on student population. We are very collaborative and have a staffing norm that every employee is a district employee not "Central" employee first.
A4: Our staffing plan is based upon enrollment projections calculated for the following year. We use an outside demographer and also do cohort survival methods internally.#IASPAchat
A4:"Go-to" resources are the 6th day, current, & projected enrollment (including projected K), Google sheet of current FTE & projected FTE, SOD, current & projected master assignment list inclusive of impending retirements, resignations, LOAs, & Jeff Goelitz (attorney) #IASPAchat
#IASPAchat A5: We start with a rolling 5 year financial projection. We then look at enrollment projections for the following year in November. Once the projections are completed we begin to work with Special Education and ELL to make sure our neediest populations are resourced.
A4:"Go-to" resources are the 6th day, current, & projected enrollment (including projected K), Google sheet of current FTE & projected FTE, SOD, current & projected master assignment list inclusive of impending retirements, resignations, LOAs, & Jeff Goelitz (attorney) #IASPAchat
A5: Mid-December is a key point for us. We usually have a strong indication on the status of probationary teachers and also the framework/staffing for any programming changes proposed will laid out by then. #IASPAchat
A5 I started the process in Dec. because I wanted to give myself enough time to pull the staffing plan together in order to give me time to review the plan w/ cabinet, principals, & our attorneys multiple times prior to the implementation of the anticipated RIF process.#IASPAchat
A5: Our staffing plan for the next yr starts with 6th day enrollment. It is used to calculate enrollment projections for the coming year. District depts need to provide their proposed staffing changes by Feb 1 I present the staffing plan to the Board in early March.#IASPAchat
A4:"Go-to" resources are the 6th day, current, & projected enrollment (including projected K), Google sheet of current FTE & projected FTE, SOD, current & projected master assignment list inclusive of impending retirements, resignations, LOAs, & Jeff Goelitz (attorney) #IASPAchat
A5 I started the process in Dec. because I wanted to give myself enough time to pull the staffing plan together in order to give me time to review the plan w/ cabinet, principals, & our attorneys multiple times prior to the implementation of the anticipated RIF process.#IASPAchat
A4 "Go-to" resources are the 6th day, current, & projected enrollment (including projected K), Google sheet of current FTE & projected FTE, SOD, current & projected master assignment list inclusive of impending retirements, resignations, LOAs, & Jeff Goelitz (attorney) #IASPAchat
A5: Started in November with first round of performance discussions on building level...then projection and budget based convos in December - February #IASPAchat
#iaspachat I try to start over winter break when it is quiet in the office. I "roll" the general education sections and then double check it agains the demographic projections. It is a process!
Finding quite time is key @LaurieMCampbell! I find myself working on the staffing plan in my kitchen on late nights or the weekends when I'm not meeting with principals to gather their input too. #IASPAchat
#iaspachat I try to start over winter break when it is quiet in the office. I "roll" the general education sections and then double check it agains the demographic projections. It is a process!
#iaspachat I try to start over winter break when it is quiet in the office. I "roll" the general education sections and then double check it agains the demographic projections. It is a process!
#IASPAchat A5: We start with a rolling 5 year financial projection. We then look at enrollment projections for the following year in November. Once the projections are completed we begin to work with Special Education and ELL to make sure our neediest populations are resourced.
#IASPAchat A5: We start with a rolling 5 year financial projection. We then look at enrollment projections for the following year in November. Once the projections are completed we begin to work with Special Education and ELL to make sure our neediest populations are resourced.
#IASPAchat A6: Our principals know by late December if we are losing enrollment. Student enrollment drives allocation. We went thru 7 years of RIFs as our population dropped 800 students.
A6.A timeline of the process early on (Dec.), copies of the BOE presentation: https://t.co/ZWqKTTIDNV, individual mtgs to review & discuss potential changes to current staffing, talking points for conversations w/staff impacted by RIFs, & FAQs to give impacted staff. #IASPAchat
A6: Decisions are not made in isolation. Building leaders are aware of enrollemnt numbers on a weekly basis and this typically drives staffing needs, in addition to the status of probationary teachers. We prepare them by keeping them in the loop throughout the process. #IASPAchat
I need to connect with you @JRChambersD87 about this topic. It's very emotional for me & our staff. It's so tough because these aren't just numbers, they're people behind our work. #IASPAchat
#IASPAchat A6: Our principals know by late December if we are losing enrollment. Student enrollment drives allocation. We went thru 7 years of RIFs as our population dropped 800 students.
#IASPAchat A6: Our principals know by late December if we are losing enrollment. Student enrollment drives allocation. We went thru 7 years of RIFs as our population dropped 800 students.
Frequent conversations are key @DaleFisherEdD! I also have many voluntary meetings with staff to explain SB7 because it's a tough process to understand. #IASPAchat
A6: Decisions are not made in isolation. Building leaders are aware of enrollemnt numbers on a weekly basis and this typically drives staffing needs, in addition to the status of probationary teachers. We prepare them by keeping them in the loop throughout the process. #IASPAchat
Q6: this year building leaders have been involved in the process since the start so they are aware of RIFs. I give them a script for when they deliver the news. 😥 #IASPAchat
Frequent conversations are key @DaleFisherEdD! I also have many voluntary meetings with staff to explain SB7 because it's a tough process to understand. #IASPAchat
A6: Decisions are not made in isolation. Building leaders are aware of enrollemnt numbers on a weekly basis and this typically drives staffing needs, in addition to the status of probationary teachers. We prepare them by keeping them in the loop throughout the process. #IASPAchat
Thanks for the mention! Mschroeder6: I need to connect with you JRChambersD87 about this topic. It's very emotional for me & our staff. It's so tough because these aren't just numbers, they're people behind our work. #IASPAchathttps://t.co/j1yQIGwc2O
#IASPAchat A6: Our principals know by late December if we are losing enrollment. Student enrollment drives allocation. We went thru 7 years of RIFs as our population dropped 800 students.
It's always a good idea to make sure all levels of leadership understand the process and it's implications. I also think it's wise to prepare them with some ideas of how they should formulate the conversations. #IASPAchat
Q6: this year building leaders have been involved in the process since the start so they are aware of RIFs. I give them a script for when they deliver the news. 😥 #IASPAchat
Q6: this year building leaders have been involved in the process since the start so they are aware of RIFs. I give them a script for when they deliver the news. 😥 #IASPAchat
It's interesting to hear some of the local challenges and solutions that come into play with issues that #K12Talent leaders are facing all over the country. Always great ideas you can "borrow" no matter where you are. #IASPAchat
A7 Plan to host 2 voluntary mtgs w/payroll, insurance, & me to answer questions in person after they're notified.Leadership team will also host a series of 4 volunteer work sessions to assist w/reviewing cover letters, resumes, & to provide tips for upcoming interviews.#IASPAchat
A7: We work with the bargaining unit to discuss options and inform them of the contract language regarding RIF's, this includes timelines for potential rehire and also benefit/salary implications. #IASPAchat
It's interesting to hear some of the local challenges and solutions that come into play with issues that #K12Talent leaders are facing all over the country. Always great ideas you can "borrow" no matter where you are. #IASPAchat
I have to say, our @_IASPA_ are the best! @drpaulhertel and @ThumLori have both agreed to send a team of people to meet and screen our staff who are RIF. We'll be hosting a series of work sessions and these districts will be joining us on 4/16. So thankful! #IASPAchat
I find that it's also important to keep the union reps up-to-date on law, code, and procedures in the district. Can be a tremendous asset in the process. #IASPAchat
Thanks @DaleFisherEdD! Our goal is to help them find jobs. As we've mentioned RIF isn't the same as non-renewal. These people will lose their jobs because of reductions not performance. #IASPAchat
Sorry to miss the @_IASPA chat this morning with @Mschroeder6 and @DaleFisherEdD. I am at the District Management Group Roundtable in Elmhurst learning about “Managing Time: Your Scarcest Resource” with Barrington 220 colleagues @jbruesch1 & Beth Jones https://t.co/r6Cfnpn2v9
Josh Chambers, Assistant Supt. for HR, Glenbard 87, I have really started to grow my #PLN with the guidance of pros like @DaleFisherEdD and @Mschroeder6#IASPAchat
#IASPAchat A2: Our non-renewal process for probationary staff starts in November. Principals start talking to DC's at that time.
Principals meet with any probationary teacher in danger of non-renewal the first week in December. They give them a heads up and areas to work on.
I have to say, our @_IASPA_ are the best! @drpaulhertel and @ThumLori have both agreed to send a team of people to meet and screen our staff who are RIF. We'll be hosting a series of work sessions and these districts will be joining us on 4/16. So thankful! #IASPAchat
Thanks for the mention! Mschroeder6: I couldn't agree with you more @JRChambersD87 that a consistent reiteration of we are all employees of XXX organization is a must as we develop staffing plans. #IASPAchathttps://t.co/fgfzHPELER
#IASPAchat A4: We have a transparent allocation process that is based on student population. We are very collaborative and have a staffing norm that every employee is a district employee not "Central" employee first.
Thanks for the mention! Mschroeder6: I need to connect with you @JRChambersD87 about this topic. It's very emotional for me & our staff. It's so tough because these aren't just numbers, they're people behind our work. #IASPAchathttps://t.co/j1yQIGwc2O
#IASPAchat A6: Our principals know by late December if we are losing enrollment. Student enrollment drives allocation. We went thru 7 years of RIFs as our population dropped 800 students.
A8: I've learned to tap into your #PLN. There is too much to try and learn on your own. Everyone goes through this process and you should embrace the knowledge your colleagues have so you don't reinvent the wheel. #IASPAchat
A8 Plan ahead! Start early & create a timeline to work backwards from. Use your colleagues & ask for help! TY @KocandaT Jeff Goelitz @DaleFIsherEdD for providing me tons of support early on in my career. #IASPAchat
A8: I have learned to ASK the experts in the same role thanks to @_IASPA_ and to plan plan plan ahead and give a lot of time - this cannot be rushed because we are talking about impacting children's learning and the livelihood of adults. #IASPAchat
It's interesting to hear some of the local challenges and solutions that come into play with issues that #K12Talent leaders are facing all over the country. Always great ideas you can "borrow" no matter where you are. #IASPAchat
