November 2012 Archives

Over the past six months, I have had the extreme honor of working with the Ohio Department of Education, four Ohio County Educational Service Centers, and the American Institutes for Research, as well as teachers, union leaders, principals, HR employees, and central office staff from 21 Ohio public and charter school districts to create guiding principles for local and state education leaders who wish to explore, design, and implement an alternative compensation system (ACS). After sharing the group's report at Ohio's Annual Statewide Education Conference earlier this month as well as through presentations at other events outside the state, I ...

Andrew Ansoorian contributed to this blog. Andrew is a 15 year human capital practitioner and is currently the Director of Human Resources for Shenandoah County Public Schools in Virginia. Andrew believes the "true test of one's character isn't how one handles adversity, but how one handles power." (Quote, Mike Petrilli, Stanford) Human capital professionals strive to attract and retain "smart" people who are the "best and brightest" as we conduct our talent searches. However, is there a part of being "smart" or "bright" that we may not be effectively assessing and identifying? For decades, many talent management strategies have focused ...

Naima Khandaker, Battelle for Kids Human Capital Specialist, authored 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. I'm going to ask you to think back to your college Psychology 101 class; specifically, to the concept of Theory X and Theory Y. Ring a bell? Developed in the 1960s by Douglas McGregor, these theories describe two approaches to motivating employees. The Theory X manager believes employees inherently dislike working, and must be closely monitored and controlled. The Theory Y manager believes employees are ...

"By failing to prepare, you are preparing to fail." --Benjamin Franklin About a month ago, I had an interesting conversation with a chief human resource professional about succession planning. Her school district had seen a great deal of change in senior level staff members for a variety of reasons, and she was looking for great examples, policies, and practices around how other districts have overcome similar situations to quickly and effectively fill integral positions. Her concern was that if the district did not think through staff growth and replacement, it may fail to provide the best services possible to students ...




Recent Comments

  • 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