Human resources administration : a school-based perspective

Provides information on how to recruit and select prospective teachers, implement programs for staff success, assist marginal teachers, handle employee conflicts, and use technology to enhance human resources management. Other subjects covered include supervision and evaluation, collective bargaining and contract management, continuity and legal issues, and the future of human resources. Includes chapter questions and activities. Smith teaches educational leadership at Seattle Pacific University. Annotation copyrighted by Book News Inc., Portland, OR

Acknowledgments	p. iii
About the Author	p. xii
1 Introducing Human Resources Administration	p. 1
Reasons for Studying Human Resources Administration	p. 1
Introduction	p. 3
Definitions of Human Resources Administration	p. 3
The Major Critical Elements of Human Resources Administration	p. 5
School-Based Leadership	p. 5
Planning	p. 6
Recruitment	p. 6
Selection	p. 7
Induction/Orientation	p. 9
Supervision and Evaluation	p. 10
Assisting the Marginal Teacher	p. 10
Staff Development	p. 11
Collective Bargaining	p. 11
Continuity and Legal Issues	p. 12
Technology and Human Resources Leadership	p. 12
A Glance into the Future	p. 12
Conclusion	p. 14
Comprehension Questions	p. 14
Extended Activities	p. 14
2 Strategic Human Resources Planning	p. 15
Reasons for Studying Human Resources Planning	p. 15
Introduction	p. 17
What Is Strategic Planning and Why Do We Do It?	p. 17
What Is Strategic Human Resources Planning?	p. 18
External Scanning	p. 20
National Demographic Trends	p. 20
Population Projections	p. 20
Special Education/Handicapped Enrollment	p. 21
Violence	p. 22
At-Risk (At-Hope) Students	p. 22
Ethnic Diversity	p. 23
School Choice	p. 24
Locating Local Demographic Data	p. 25
Implications for Human Resources Planning	p. 25
Strategic Planning	p. 27
Building-Level Operational Planning	p. 29
Strategic Human Resources Planning Checklist	p. 30
Surge and Flow or Surge versus Flow	p. 30
Conclusion	p. 33
Planning--Case Study	p. 33
Comprehensive Questions	p. 34
Extended Activities	p. 34
References	p. 34
3 Recruitment	p. 49
Reasons for Studying Recruitment	p. 49
Introduction	p. 51
Why Recruit?	p. 51
Before You Recruit	p. 53
Certificated Personnel Requisition	p. 56
Position Announcement	p. 60
Advertising the Position	p. 61
Sources of Recruitment	p. 64
Successful Recruiting Plan	p. 65
Recruiting	p. 66
Conclusion	p. 68
Recruitment--Case Study	p. 68
Comprehensive Questions	p. 69
Extended Activities	p. 69
References	p. 69
4 Selection	p. 71
Reasons for Studying Personnel Selection	p. 71
Introduction	p. 73
The Application Process	p. 77
Screening	p. 78
Screening Team	p. 87
Selection of Interviewees and Notification of Nonselected Applicants	p. 90
Preparing for the Interview	p. 90
Interview Team	p. 90
Selection	p. 90
Training of Team	p. 91
Interviewer Training Workshop	p. 93
Interview Logistics and Protocol	p. 94
The Interview	p. 95
Interview Protocol and Format	p. 97
A Special Case--Applicants with Disabilities	p. 106
Reference Checks	p. 107
Position Description	p. 107
Improving the Process	p. 111
Recommendation	p. 112
Conclusion	p. 113
Selection--Case Study	p. 114
Comprehensive Questions	p. 115
Extended Activities	p. 115
References	p. 115
5 Orientation and Induction	p. 117
Reasons for Studying Orientation and Induction	p. 117
Introduction	p. 119
Purposes of Induction Programs	p. 121
Implications	p. 123
Implementation	p. 124
Framework	p. 124
Definition Phase	p. 126
Development Phase	p. 128
Orientation Phase	p. 129
District Orientation Programs	p. 129
Principal's Role in the Induction Program	p. 132
Mentor Programs	p. 135
Operation Phase	p. 136
Evaluation Phase	p. 138
Recommendations	p. 139
A Comprehensive Year-Long Calendar of Induction Activities	p. 144
Conclusion	p. 149
Induction--Case Study	p. 150
Comprehensive Questions	p. 150
Extended Activities	p. 151
References	p. 151
6 Supervision and Evaluation	p. 155
Reasons for Studying Supervision and Evaluation	p. 155
Introduction	p. 157
The Preobservation Conference	p. 159
The Observation	p. 166
Analysis	p. 172
Postobservation Conference	p. 174
Postobservation Conference Check-up	p. 181
Peer Review	p. 181
Self-Evaluation	p. 182
Portfolios	p. 190
Conclusion	p. 190
Supervision and Evaluation--Case Study	p. 192
Comprehensive Questions	p. 193
Extended Activities	p. 193
References	p. 193
7 Assisting the Marginal Teacher	p. 197
Reasons for Studying the Marginal Teacher	p. 197
Introduction	p. 199
The Marginal Teacher	p. 199
Types of Remediation	p. 203
Planning	p. 203
Implementing the Plans	p. 207
Remediation Program	p. 209
Meetings with the Marginal Teacher	p. 214
Employee Assistance Program	p. 215
Definition	p. 215
History	p. 216
Structure of Employee Assistance Programs	p. 216
Program Framework	p. 217
Documentation	p. 221
Consultation and Referral to EAP	p. 222
Follow-up	p. 222
Assisting the Marginal Teacher--Case Study	p. 223
Comprehensive Questions	p. 224
Extended Activities	p. 224
References	p. 225
8 Staff Development	p. 227
Reasons for Studying Staff Development	p. 227
Introduction	p. 229
The Case for Staff Development	p. 229
How to Organize Staff Development	p. 230
Getting Started	p. 230
Staff Development Committee	p. 232
Personal Development of Teachers	p. 234
The Principal's Responsibility	p. 234
The Central Office's Responsibilities	p. 235
Collecting Data	p. 236
Planning	p. 237
Implementation	p. 242
Job-Embedded Learning	p. 244
Evaluation	p. 246
Incentive Programs	p. 248
Wellness Programs	p. 253
Conclusion	p. 254
Comprehensive Questions	p. 255
Extended Activities	p. 255
References	p. 255
9 Collective Bargaining and Contract Management	p. 259
Reasons for Studying Collective Bargaining and Contract Management	p. 259
Introduction	p. 261
Transition from Positional to Collaborative Bargaining	p. 262
Principal's Behaviors and the Collaborative Bargaining Model	p. 263
Collaborative Bargaining Principles and Assumptions	p. 263
Mukilteo School District: A Case Study of Collaborative Bargaining	p. 266
Steps to Success	p. 267
Communication Skills	p. 271
Productive Group Behaviors	p. 273
Conflict	p. 275
Compensation	p. 276
Grievances	p. 279
Marysville (WA) School District--Case Study	p. 280
Conclusion	p. 280
Comprehensive Questions	p. 283
Extended Activities	p. 283
References	p. 283
10 Continuity and Legal Issues	p. 285
Reasons for Studying Continuity and Legal Issues	p. 285
Legal Issues in School Human Resources Administration	p. 287
Introduction	p. 287
Legal Sources Documents	p. 287
Federal Law	p. 288
State Laws	p. 289
School Districts	p. 289
Local School Buildings	p. 290
Other Rules	p. 296
Case Law	p. 296
Administrative Rules	p. 296
Arbitration Decisions	p. 296
Attorney General Opinions	p. 296
Recruiting and Hiring	p. 297
Potential Problems	p. 297
How to Prevent Problems	p. 297
Legal References for the Principal	p. 300
Contracting	p. 300
Potential Problems	p. 300
Employee Qualifications	p. 300
Certification	p. 301
Written Contracts	p. 301
Supplementary Contracts	p. 302
How to Prevent Problems	p. 302
Legal References for the Principal	p. 303
Working with the Staff	p. 303
Potential Problems	p. 303
School Board Policy and Responsibility	p. 303
Handbooks and Training	p. 304
How to Prevent Problems	p. 308
Legal References for the Principal	p. 308
Dealing with Conflict	p. 309
Potential Problems	p. 309
Balancing Demands	p. 309
Lawsuits	p. 309
Collective Bargaining and Grievances	p. 310
How to Prevent Problems	p. 312
Legal References for the Principal	p. 312
Employee Discipline	p. 316
Potential Problems	p. 316
Progressive Discipline	p. 316
Due Process	p. 320
Just Cause	p. 321
How to Prevent Problems	p. 322
Legal References for the Principal	p. 323
Employee Evaluation and Dismissal	p. 323
Potential Problems	p. 323
Evaluation	p. 323
Status	p. 323
Dismissal Steps	p. 324
Uncommon Terminations	p. 326
How to Prevent Problems	p. 327
Legal References for the Principal	p. 328
Record Retention	p. 328
Conclusion	p. 328
Comprehensive Questions	p. 332
Extended Activities	p. 332
References	p. 333
11 Technology and Human Resources	p. 341
Reasons for Studying Technology and Human Resources	p. 341
Introduction	p. 343
Listing Systems	p. 343
Applications	p. 344
Resume Scanning	p. 344
Reporting Systems	p. 349
South Kitsap--An Example of Human Resources Record Management	p. 349
Positive Features of Technology	p. 350
Negative Features of Technology	p. 351
Minimize the Negative Impacts	p. 352
Conclusion	p. 353
Comprehensive Questions	p. 354
Extended Activities	p. 354
References	p. 354
12 A Glance into the Future of Human Resources	p. 357
Reasons for Studying the Future of Human Resources	p. 357
Introduction	p. 359
Trend 1 School-Based Leadership	p. 359
Trend 2 Proactive Leadership By the Principal	p. 359
Trend 3 Human Resources Development Exceeds Curriculum Development	p. 360
Trend 4 Pressure on the Principal to Eliminate Poor-Performing Teachers	p. 360
Trend 5 Induction Will Be More than Orientation	p. 360
Trend 6 Diversity of the Workforce Will Be Important for Schools	p. 361
Trend 7 Collaboration Between K-12 and Universities	p. 361
Trend 8 Child-Care Programs for Children of Staff Members	p. 361
Trend 9 Tuition to Be Paid by School District	p. 361
Trend 10 The Use of Technology Will Significantly Increase in the Human Resources Function	p. 361
Trend 11 Employee Assistance (EAP) and Wellness Programs Will Increase	p. 362
Trend 12 Legal Complaints in Human Resources Will Escalate	p. 362
Trend 13 Accommodations for the Disabled	p. 362
Trend 14 Differential Pay	p. 362
Conclusion	p. 362
Comprehensive Questions	p. 363
Extended Activities	p. 363
References	p. 363
Index	p. 365

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