On April 26, 2012, I posted a blog entry titled "HR Can Help Detect and Prevent Fraud" that discussed how HR departments and other school district leaders could create processes and policies to prevent fraud using resources from the Association of Certified Fraud Examiners, the Institute of Internal Auditors, the American Institute of Certified Public Accountants, and similar professional organizations. I explained that while cases of fraud in business often get much of the attention, school districts are not exempt from this crime. As an example, I referenced a past incident in the Wake County Public School System (WCPSS) where ...


Organizational change is complex. Success depends upon the extent to which the structure of the organization matches its practices, processes, people, measures, and messages. It is also important to understand the driving forces behind the need for change and the shifts that must occur for it to take hold. Businesses, non-profits, school districts, government agencies, and other organizations decide to change for a variety of reasons, including to increase flexibility, encourage innovation, tackle spending more effectively, meet the needs of employees and customers, outperform competitors, improve organizational effectiveness, and quickly adapt to a changing environment. They also choose different organizational ...


Last week, I had an interesting conversation with my coworkers about reviewing résumés that were excellent, poorly-written, and even inappropriate, and how important a résumé can be in making a good first impression with an employer. This inspired me to share some lessons for creating and maintaining a professional résumé. To start: Think like an employer. What are employers looking for in a résumé? Employers review dozens, sometimes hundreds, of résumés at once. They are looking for someone who "stands out" from the crowd using information that is accurate, concise, interesting, and professional in a clean, easy-to-read format. How do ...


CORRECTED CORRECTION: An example cited in this blog post about fraud that was discovered in the Wake County, N.C., school district back in 2004 included factual errors and may have misled readers. The district hired David Neter as its chief business officer in 2006, following the scandal, to incorporate better systems and processes to help safeguard the school system from future occurrences of fraud or other financial irregularities. He continues to be the Wake County district's chief business officer. In his comment, "Fraud happens everywhere," which was pulled from a lengthy article in District Administration magazine in 2009, Mr. ...


Return on investment, or ROI, has been a focus of businesses for decades, but rarely talked about in education. It *SHOULD* be in every HR professional or talent manager's lexicon. What is ROI? - Return on Investment The ROI calculation was developed in the 1970s by Dr. Jack Phillips and used by organizations in the US in the 80s. It then became popular worldwide in the 90s. The tool was originally designed for improvement, but many organizations today use it as a measure of performance when assessing the purchase of a product or service, or after implementation, if the product ...


I have gotten several questions lately about harassment and bullying in the workplace. Some think of bullying and harassment as synonymous, but there are actually some key differences. Actions are considered "harassment" when they call out an individual's protected class. More specifically, the U.S. Equal Employment Opportunity Commission (EEOC) defines harassment as any form of discrimination or unwanted conduct based on an individuals protected class, such as race or color, religion, sex (which includes pregnancy), national origin, age (40 or older), disability, or genetic information. While people can be bullied based on their protected class, bullying can include all ...


Jim Mahoney, Executive Director of Battelle for Kids, a not-for-profit organization in Columbus, Ohio that works with states and school districts across the country to improve educator effectiveness and accelerate student growth contributed to this post. There is a cartoon that often circulates in offices with the caption, "...the beatings will continue until morale improves." It would be funnier in education circles if it weren't quite so true. We are seeing more and more districts across the country release value-added data and teacher evaluation results. For example, recently, the New York City Education Department was forced to release individual teacher ...


Naima Khandaker, Battelle for Kids Human Capital Specialist, contributed to this post. Naima is a former teacher and current education policy nerd who believes that one day soon, education will be great for all kids. The ultimate goal of hiring is to bring to an organization or position high performing individuals who are a good fit. However, an organization's hiring practices have a number of implications that should be considered. A hiring process that is not efficient can cause an organization to miss out on high-quality candidates who have other job offers. I'd even go as far to say that ...


Since I began writing this blog back in October, I have gotten several interesting questions and comments from readers via social media, email, and through comments on K-12 Talent Manager. On occasion, I plan to use this space to respond to these questions as a learning and engagement opportunity for talent managers and educators across the country. Source: Master Isolated Images / FreeDigitalPhotos.net Recently, user "JPaz" asked, "In your opinion, how are leading HR departments contributing to the redesign and implementation of educator evaluation systems?" JPaz, thank you for your question! Over the past three years, I have had the ...


In my previous post, I discussed monetary and non-monetary rewards. One important take away from that piece is that while many people think non-monetary reward programs are cheaper or, at times, free, this is not always the case. Also, the best reward programs must be matched to the population you are serving. The best way for talent managers to know what rewards are attractive is to ASK their staff. Surprisingly, through my research for the blog, I came across lists of non-monetary rewards that included: • Treating staff with dignity and respect • Saying thank you to staff members • Providing...


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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