Human Resource Management

The process of developing cohesive student/family handbooks for the Success program highlighted the need for the program to have a staff handbook.  The purpose and subsequent use of this handbook is three fold: 

First, it serves as a road map for all those new to the program to understand WHAT we do, WHY we do it the way we do, and HOW we do it, or what it looks like.

Second, it serves as an assessment tool for Success staff to evaluate their strengths, weaknesses and identify areas for development.

Lastly, it serves as a tool to refer to and have open, honest conversations with staff regarding improvement planning, when necessary.  

During the Operations and Personnel Administration course, I was able to develop a plan for "empowered staff development".  This included the creation of a cross-sectional planning team, which would identify "resident experts" who would develop training presentations in one of the four development areas; teacher, classroom, district, and instructional.  Prior to staff development day, attendees would be provided a Guidebook link to personalize the sessions they will participate in.  This approach allows staff to get to know fellow staff as resources and have input on their learning - both approaches benefit students of every age in learning.

The National Policy Board for Educational Administration (NPBEA) in their second standard regarding Ethics and Professionalism calls on school leaders to "understand and demonstrate the capacity to reflect on, communicate about, cultivate, and model professional dispositions and norms that support the educational success and well-being of each student and adult."  During Legal issues in School Administration, I created this presentation outlining procedures for teacher reprimand and dismissal.  In all of these scenarios, school leaders must balance conscience with protocols.