The National Council on Teacher Quality (NTCQ) recently released "State of the States 2012: Teacher Effectiveness Policies," which offers a glimpse into changes in K-12 teacher evaluation policy across the country this year. The brief builds off a similar report NTCQ completed in October 2011, "Trends and Early Lessons on Teacher Evaluation and Effectiveness Policies" that I discussed in a previous post. I also provided an update on educator evaluation legislation in January. Here are some of NCTQ's latest findings: Teacher Evaluation NCTQ's State of the States report cites: • Since 2009, 37 states have updated their teacher evaluation policies. Alaska,...


Performance-based compensation has been a hot topic in K-12 education as hundreds of districts across the country explore the strategy through Race to the Top, the Teacher Incentive Fund, and other federal, state, and local initiatives. However, some in the higher education community are also receiving attention for their compensation efforts. The University of Texas (UT) was in the news recently after their Board of Trustees approved a strategic compensation plan for the university's six health centers, 11 system administrators, and nine campuses. Just as many K-12 organizations make graduation rates a priority, UT has made improving the university's four-year ...


Human Resources should exist to help an organization attract, place, develop, grow, evaluate, reward, and retain its most valuable asset: people. However, many organizations face challenges in converting their HR department from the traditional transactional body to an office that is better equipped to meet the strategic needs of the organization. Based on my experience as well as trends in healthcare; nonprofits; technology, research, and innovation organizations; consumer retail; entertainment; power; industrial materials and supplies; consulting firms; government groups; successful international education systems such as Singapore, Finland, and Hong Kong; and successful American K-12 education systems, it is evident that ...


Today, the U.S. Department of Education announced the recipients of round four of the Teacher Incentive Fund. The TIF 4 competition has two components: the General TIF Competition and the TIF Competition with a Focus on STEM. The districts and states that secured awards include: General TIF Competition• Maricopa County Education Service Agency (AZ) - Total (5-year) Project Cost: $57,876,323 • Alliance College-Ready Public Schools (CA) - Total (5-year) Project Cost: $8,951,090 • Aspire Public Schools (CA) - Total (5-year) Project Cost: $27,851,000 • Green Dot Public Schools (CA) - Total (5-year) Project Cost:...


I have been invited to lead or participate in presentations around selection, strategic compensation, and performance management at the American Association of School Personnel Administrators (AASPA) 74th Annual Conference in Chicago, Illinois October 31 through November 3. AASPA is the only HR-education focused organization, providing resources, networking, and professional development opportunities. There are more than 1,600 AASPA members across the world. Last year I attended the conference in Reno, Nevada, and as a Talent Manager and HR Professional in education, it was one of the most useful experiences I have had! Hundreds of HR professionals from districts and state ...


Most Americans have heard about the Americans with Disabilities Act and the importance of being ADA compliant. But, what does that mean for employees and organizations, and how does the law impact school districts? Following is information about the ADA that all K-12 talent managers should know. Brief History In 1990, Congress passed and President George H. W. Bush signed into law the Americans with Disabilities Act (ADA). The purpose? To "provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities." The ADA covers local and state governments as well as employers with more ...


Stakeholder engagement, accountability, transparency, trust, alignment, sustainability, and ongoing communications are all critical to building a strategic human capital system that transcends the transactional existence of many district HR departments. This transformation is essential to creating an environment that promotes the improvement of all processes and employees and provides the best opportunity for students to succeed in college and career. Do you know an organization, HR leader, or talent manager who has successfully implemented a project, program, or process around: • Sourcing; • Recruiting; • Selection; • HR or personnel branding; • Onboarding; • Evaluation; • Professional or personal development; • Organizational development;...


The Chippewa County Department of Human Services (CCDHS) in Wisconsin works like most other government human services groups, providing child protection services, foster and respite care, elder abuse care, and more. However, they recently launched an innovative plan to gather customer feedback and use the data they collect to support improvement. From September 1-15, CCDHS is asking residents of the county to complete a short survey about the department's strengths and weaknesses as well as what services they need from the human services group. This is the first time the county has conducted such a survey. Pauline Spiegel, consumer service ...


According to a recent American Psychological Association (APA) Workforce Retention Survey of more than 1,200 Americans with full-time and part-time jobs, "despite uncertainty in the job market, the top reasons working Americans say they stay with their current employers are work-life fit and enjoying what they do." Specifically: • 59 percent of respondents noted that they remain with their current employer because of the pay; • 60 percent of participants said that they stay in their job due to benefits; • 67 percent of people believe their jobs fit well with the other aspects of their lives; • 67 percent of those...


A few weeks back, a tweet from @BigThink caught my eye. In 140 characters, they summed up how organizations are utilizing big data to create a stronger workforce. The post linked to a video of Haig Nalbantian, a Senior Partner at Mercer and well-known authority on Human Capital Measurement and Management, discussing the use of workforce analytics. Deloitte, one of the largest consulting organizations in the world, notes that, "workforce analytics involves using statistical models that integrate internal and external data to predict future workforce and talent-related behavior and events. These models help companies focus limited resources on critical talent ...


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  • Brian Hansen: Great explanation of the flipped classroom! I'm starting to flip read more
  • Donte Kiryakoza: As usual, another great write up. Keep up the good read more
  • Leoma Dastrup: I don't actually concur with you on this, but still read more
  • Joshua: So, what are the solutions? I often see people decry read more
  • Jules Witherite: Great Job. fantasticread keep up the great work :) read more