While researching compensation data last week, I stumbled upon some interesting information from the Bureau of Labor Statistics about the relationship between degrees, earnings, and employment. It is no surprise to see in the chart below that educational attainment is a strong predictor of employment and earnings. However, I dug deeper into the BLS data to find that 47 percent of individuals with a master's degree, professional degree, or doctoral degree currently work in the "education and health services" industry. The "professional and business services" industry is the second highest in educational attainment with only 17 percent of workers earning ...


The latest findings from the Gallup Poll offer some interesting insight around teacher well-being and the work environment for educators across the country. Based on telephone interviews conducted between January and December 2012 of more than 172,000 people--9,370 of whom identified themselves as K-12 teachers--Gallup found that out of 14 major career categories, teachers rank second in overall well-being, behind only physicians. As Brandon Busteed, Executive Director of Gallup Education, and Dr. Shane Lopez, Gallup Senior Scientist, note in their recent blog post, "Teaching May Be the Secret to a Good Life," teachers' high well-being is related to ...


As any talent manager knows, having satisfied, engaged, and loyal employees leads to a more productive, efficient, effective, and positive workplace. According to a 2010 survey of executives from around the world conducted by Boston Consulting Group and the World Federation of People Management Associations, "enhancing employee engagement is one of four most critical HR topics to focus on in volatile times--along with managing talent, leadership development, and strategic workforce planning." Specifically, the findings show that high levels of engagement significantly affect productivity, retention, loyalty, brand or reputation, and stakeholder or customer satisfaction. There are a number ways organizations can ...


It is important for K-12 talent managers to stay up-to-date with state and federal legislation impacting labor, human resources, and education. Since passage of the Americans with Disabilities Act Amendments Act (ADAAA) by Congress in 2008, there has been a dramatic increase in claims and settlement amounts. But, why is the ADAAA making headlines five years later? In his February 2013 article "ADA Statistics Show Reinvigorated Law," Allen Smith of the Society of Human Resource Management discusses a recent report by the U.S. Equal Employment Opportunity Commission (EEOC) indicating that some of the largest increases in mental and physical ...


A man of realities. A man of facts and calculations. A man who proceeds upon the principle that two and two are four, and nothing over, and who is not to be talked into allowing for anything over. --Charles Dickens, Hard TimesImage courtesy of FreeDigitalPhotos.net user, Stuart Miles In HR, we talk a lot about goals--organizational goals, department goals, individual goals--and how they should align. This alignment allows employees, teams, and departments to move in the same direction to help organizations succeed. While it may seem simple to set goals, in practice, this can be more difficult than one ...


In my last blog post, I explained why K-12 Talent Managers should have an understanding of value-added analysis and student growth models. There are many districts across the country using value-added in a variety of ways, but there continues to be a misconception that value-added is simply a measure of student achievement. In actuality, value-added measures estimate the influence that districts, schools, and individual educators have on the academic growth of students. Achievement vs. Progress Achievement and progress are often used interchangeably, but their meanings are actually very different. Achievement is a point-in-time measure that evaluates how well students perform ...


Denette Kolbe, Assistant Director of Schools in the Putnam County School System in Cookeville, Tennessee contributed to this post. Denette has been an educator for 19 years as a classroom teacher, assistant principal, principal, and Data & Accountability Supervisor at the district level. Denette is a value-added expert who has given numerous presentations on value-added to teachers, principals, and administrators across the state of Tennessee and nationally. It's the beginning of another school year. As Mrs. Taylor welcomes her new fourth grade class of 24 students, she knows the differences among them are likely profound. Some will already be reading at ...


In 2010, the Ohio Department of Education and 23 Ohio school districts joined forces to carry out the goals of a five-year, $52.7 million Teacher Incentive Fund (TIF) grant from the U.S. Department of Education. These districts are recognizing educators for their impact on student achievement, enhancing educator effectiveness, and focusing on all students graduating from high school college- and career-ready. This work includes designing and implementing bonus systems for teachers and principals. Each model contains support structures for professional learning, incentives, and processes of communication and collaboration ensure stakeholder engagement and involvement. From the beginning, Ohio TIF ...


In previous posts, I've written about the importance of having satisfied, engaged, and loyal staff to maximize organizational effectiveness. Talent managers and other business, education, and nonprofit leaders can also learn a lot by examining how disengaged employees can damage an organization's culture and bottom line. According to research from Gallup, "actively disengaged employees--the least productive--cost the American economy up to $350 billion per year in lost productivity." CareerBliss also works to collect and report information on employee satisfaction and engagement. Every year, the organization releases their "50 Happiest Companies in America," which is based on an analysis of independent ...


Reviewing and updating job descriptions can be an afterthought in many organizations. Some may even view it as a waste of time. What many leaders don't realize, however, is that job descriptions are not only essential to the recruiting and hiring process, but should be linked to employee evaluations, compensation, and development programs. They can also serve as protection against any legal or compliance issues. In the January 2013 issue of the Society of Human Resource Management magazine, an article by Kathryn Tyler called, "Job Worth Doing: Update Descriptions" talks to the importance of keeping updated job descriptions. Tyler interviewed ...


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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
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