How does Human Resources Department help increase students achievement?

 

      In 2009, President Obama launched the “Race to the Top” initiative. He stated “I am issuing a challenge to our nation’s governors and school boards, principals and teachers, businesses and nonprofits, parents and students: if you set and enforce rigorous and challenging standards and assessments; if you put outstanding teachers at the front of the classroom; if your turn around failing schools- your state can win a Race to the Top grant that will not only help students outcompete workers around the world, but let them fulfill their God-given potential.” (Learning Module). He emphasized the importance of providing students with high quality education. It is crucial for the school district to find, attract, select, and keep the excellent teachers. The recruitment and selection procedures assist the district in checking and verifying the candidates’ qualification, such as  credentials and references, background check, and TB test. The HR administrator prepares and presents the data of the rank ordering by scores obtained using the selection criteria of the interviewees. The scores provide the reference and base for the superintendent to select the best candidates who are most qualified (Rebore, 2015). 

       The school district hires the best possible classified candidates by the procedure of examination and ranking. The candidates who earn the highest score are hired. The best certificated candidates are selected through paper screening and call references. 

       In my opinion, the teacher candidate’s demo lesson is very helpful and important for the interview committee to assess the candidate’s teaching ability in the subject matter and grade level. The demo lesson in the classroom with students can demonstrate the candidate's mastery of the subject standards, classroom management,  and methods to help students to learn with equity. It also provides the candidates to get the feel of teaching in the classroom at this school. 

       Hiring the best candidates is to provide schools with the most qualified, prepared, educated employees with the best understanding of the content. The hiring procedure identifies the candidates whose values align with the school and district mission, through interview questions and contacting references. The HR department recruits and retains the most qualified  employees with the determination and drive to create a positive and effective 21st century learning environment for students. Teacher recruitment directly impacts student success. Nurturing, inspiring, and supporting student learning ultimately comes down to having skilled and dedicated educators leading classrooms. 

Resources:

2021. Learning Module. CUI Class material.

Rebore, R. W. 2015. Human Resources Administration in Education. Pearson. 

Who are stakeholders? What do they think about culturally-sensitive environment?

1. General introduction of my school.

       I have been teaching at a public high school in southern California. According to its 2019-2020 School Accountability Report Card (SARC), out of 1,635 students, 95.2% are Hispanic or Latino, 3.9% African Americans, 0.4% White, 0.2% Native Hawaiian or Pacific Islander, and 0.1% Asian. 93.2% are Socioeconomically Disadvantaged, 17.5% English Learners, 11.9% Students with Disabilities, 4% homeless, and 0.7% Foster Youth. One of the real situations in my school environment is that it would be better if students are exposed to more cultures. There are various reasons for this situation, such as the dominant Hispanic or Latino culture, disadvantaged socioeconomic condition, family issues, and the pandemic. My hypothesis is through communication with stakeholders, we can jointly increase students’ cultural awareness.      

2. Who are stakeholders?

The clientele and stakeholders are the ones who invest in the success of students of my school, including administrators, teachers, parents, school district, community members, church, and business. Stakeholders work closely for students, for example we jointly develop school-wide approaches involving all staff to improve attendance due to large numbers and truancies impacting the learning process.  

3. What does culturally-diverse environment mean to stakeholders?

       I interviewed stakeholders regarding their perception of the culturally-sensitive environment. Their feedback makes me realize we need to work together to motivate students and promote a successful culturally-diverse school climate. It is interesting to find the similarities and differences of the perception of a culturally-sensitive environment from different stakeholders. As the below chart shows, the assistant superintendent, principal, director of human resources, instructional coach, psychologist, teacher, student, and parents/guardians all think the culturally-sensitive environment should be inclusive to all people from diverse backgrounds. However, a teacher argued that sensitivity to the diverse culture can be a “two-edged sword”. I discussed it with her and found she thinks sometimes people are too sensitive to other people’s opinions and that can cause many unnecessary troubles. I agree with her that a balanced cultural sensitivity with mutual respect is helpful for the learning and working environment. I also noticed that parents/guardians would like to list the detailed case such as they hope the school will require students to wear uniforms, inform them about children’s attendance daily, and hold workshops for parents. It is essential for me to hear their voice and see the detailed needs. I will share it with my principal to find ways of offering them with needed support. 

	Stakeholders	The perception of a culturally-sensitive environment
1	Assistant superintendent	The culturally-sensitive environment values and promotes diversity and cultures.
2	Principal	The culturally-sensitive environment should be inclusive and equitable to all students from different races, ethnicities, gender identification, sexuality, etc. Differences should not be ignored.
3	Director of Human Resources	The culturally-sensitive environment is inclusive to everyone who are from different races, genders, and backgrounds.  It is a safe learning environment for both students and teachers.  Cultural sensitivity is being able to meet the needs of all the diverse students in a school socially, academically and emotionally. It provides an environment where everyone can successfully achieve their best.
4	Instructional coach	Holidays and celebrations could be starting points to recognize cultural diversity.
5	Clinical psychologist	The culturally-sensitive environment provides an equal opportunity for all students to succeed regardless of their faith, beliefs, background, upbringing, language, gender, or unique learning styles or needs.
6	Teachers	A culturally sensitive environment exists in any country. But it is more prominent in the diversified United States. This is a double-edged sword. Diversity gives us the chance to learn about multiple cultures. The culturally sensitive environment is good for us to be asked to stay sensitive at all times to offer the equal and diversified opportunities for kids to study at the school, and people to work at the company. At the same time, the environment becomes more sensitive than usual. We must always pay attention and be careful not to touch the taboos of other cultures. We should show our respect to others, but in daily work, study, and life, a common trivial matter may be magnified into an abnormally serious event. Also it is necessary to distinguish which seemingly inadvertent pranks are actually caused by disrespect for this culture. It is the other edge of the sword.        The principal must be cautious in his/her words and deeds at all times, respecting all cultures, and avoiding huge culturally sensitive events that may be caused by a momentary negligence.
7	Student	The culturally-sensitive environment should be a diverse school site. I feel that schools should make posters and flyers on how the school is supporting different races.
8	Parents/Guardians	The culturally-sensitive environment should be aware of the existence of the cultural differences or similarities among each other. Teachers and students in this environment should be able to freely express their interest in the ethnic background. People should get to know others.        Having a healthy environment, with respect and tolerance for all cultures or traditions, is a harmonious lifestyle.        The school should have a workshop that shares the importance of diversity. Parents should talk with our children about the diversity of cultures and respect them so the students will also have that acceptance.        As a parent, it is very important that school requires students to wear uniform to avoid or decrease bullies on clothes and help students concentrate on study.

       I also interviewed the director of the human resources department, in my school district, about how to address school culture and the implementation of change in diverse learning environments. He states “Hiring individuals that understand the community they serve and providing professional development for all staff to promote culturally responsiveness and understanding implicit bias”. In addition, the human resources department works with principals in what they can require teachers teaching in a diverse learning environment. In order to improve the school, the change should start from the teachers in the classroom.

Resources: 

2019-2020 School Accountability Report Card (SARC).

How does the school district recruitment procedures support the success of all students and the school/district's mission?

       Hiring the best candidates is to provide schools with the most qualified, prepared, educated employees with the best understanding of the content. The hiring procedure identifies the candidates whose values align with the school and district mission, through interview questions and contacting references. The human resources department recruits and retains the most qualified  employees with the determination and drive to create a positive and effective 21st century learning environment for students. Teacher recruitment directly impacts student success. Nurturing, inspiring, and supporting student learning ultimately comes down to having skilled and dedicated educators leading classrooms. But recruiting teachers during a nationwide shortage isn’t easy. And meeting the demand for teachers gets more difficult each year (2020). 

       The mission of my school district, the model urban school district, is to ensure that each student achieves their highest academic and personal aspirations while contributing to a diverse, global society through an evolving system. My school district recruitment procedure of classified and certificated employees provides the opportunity to find the qualified candidates who can provide safe and clean environments, high quality education, inspire and motivate students, from diverse backgrounds. My school district is committed to the goal of fair and equitable employment practices in the effort to hire the most qualified educational support staff assisting in the education of my school district students.

Resources:

2020, Improving the Teacher Recruitment Process, Powerschool

https://www.powerschool.com/resources/blog/improving-the-teacher-recruitment-process/

The personnel commission rules and regulations for the classified service of school district

How does the school district encourages cultural diversity in recruitment and select the best candidates?

 How does the school district encourages diversity in the recruitment process and utilizes culturally-sensitive procedures?

        My school district's human resources department director introduced that the district respects an individual's cultural background and does not arrange the interview on someone’s cultural event date. The school district plays the role of the equal opportunity employer. The job position is open to everyone with different backgrounds, values, language, race. The candidates are selected through the process of paper screening. The hiring committee balances the pool of candidates from diverse backgrounds to benefit students to have a comprehensive educational system. 

       The statement is stated on the job post: It is the policy of the Board of Education that students and employees in the school district shall not be subjected to discrimination, harassment, intimidation, and bullying based on the person’s actual or perceived race, creed, color, ethnicity, national origin or nationality, religion, age, parental status, family status, marital status, pregnancy, physical or mental disability, medical condition, genetic information, veteran status, gender, gender identity, gender expression, sex or sexual orientation, ancestry, political affiliation, or any other basis protected by federal law, ordinance or regulation, in its educational program(s), recruitment process, application acceptance, testing, selection, and hiring process and employment.  For any equal right or opportunity concerns or complaints, employees please contact the Assistant Superintendent of Human Resources. The HR departmental goal is to build a foundation of employee excellence through performance standards, staff development and a diverse and dedicated work force which supports the mission and goals of the district. As a Merit district, the school district hires and promotes employees based on ability, with open competition in initial employment, provides for equitable compensation, retains employees based on performance, assures fair treatment of all applicants and employees in all aspects of personnel administration without regard to political affiliation, race, color, national origin, gender or religious creed, and with proper regard for their privacy and constitutional rights as citizens, and protects employees against political coercion..

How does the recruitment and selection procedures will assist the district in hiring the best possible candidates?

       In 2009, President Obama launched the “Race to the Top” initiative. He stated “I am issuing a challenge to our nation’s governors and school boards, principals and teachers, businesses and nonprofits, parents and students: if you set and enforce rigorous and challenging standards and assessments; if you put outstanding teachers at the front of the classroom; if your turn around failing schools- your state can win a Race to the Top grant that will not only help students outcompete workers around the world, but let them fulfill their God-given potential.”  He emphasized the importance of providing students with high quality education. It is crucial for the school district to find, attract, select, and keep the excellent teachers. The recruitment and selection procedures assist the district in checking and verifying the candidates’ qualification, such as  credentials and references, background check, and TB test. The HR administrator prepares and presents the data of the rank ordering by scores obtained using the selection criteria of the interviewees. The scores provide the reference and base for the superintendent to select the best candidates who are most qualified (Rebore, 2015). 

       The school district hires the best possible classified candidates by the procedure of examination and ranking. The candidates who earn the highest score are hired. The best certificated candidates are selected through paper screening and call references. 

       In my opinion, the teacher candidate’s demo lesson is very helpful and important for the interview committee to assess the candidate’s teaching ability in the subject matter and grade level. The demo lesson in the classroom with students can demonstrate the candidate's mastery of the subject standards, classroom management,  and methods to help students to learn with equity. It also provides the candidates to get the feel of teaching in the classroom at this school. 

Resources:

2020, Improving the Teacher Recruitment Process, Powerschool

https://www.powerschool.com/resources/blog/improving-the-teacher-recruitment-process/

2021, Evaluation of Certificated Employees, Learning Module, 2021, CUI Class material 

Education Code - EDC - California Legislative Information,

https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=EDC&division=3.&title=2.&part=25.&chapter=5.&article=1

Rebore, R. W. (2015). Human Resources Administration in education. Pearson. 

The personnel commission rules and regulations for the classified service of the school district

Yeh, John R. (2021). Deciphering the Education Code, Translating the law into sound personnel practices for certificated and classified employees. Burke, Williams & Sorensen, LLP

Compare the recruiting procedures of certificated and classified employees

 What are the recruiting procedures of certificated employees?

       According to Yeh (2021), classified employee position is the one “not requiring certification requirements” (Ed. Code 45103 a). It includes classified management, noon aides, confidential employees, excludes substitute and short-term employees: defined as less than 75% of the school year in Ed.Code 45103 b1. Also excludes temporary apprentices/ experts and students (Ed.Code 45103 b2). Certificated employee position refers to any position “requiring certification qualifications” (Ed. Code 44830). It includes: teachers, administrators, counselors, nurses, psychologists, librarians, and CDC staff (Ed. Cod 8366).

       In 2002, Congress amended ESEA and reauthorized it as the No Child Left Behind (NCLB) act. This law imposed Federal minimal requirements for teachers to become “highly qualified” in order to address the continuing dismal performance of students in public schools. Teachers were immediately required to demonstrate proficiency in their subject matter area in new and rigorous ways (Learning Module, CUI, 2021).        

       Nowadays most of school districts post the hiring procedure of classified and certificated employees requiring all applications shall be submitted online​, www.edjoin.org, completed as directed, and filed on or before the filing deadline as specified.

       In the school district, when it is necessary to fill existing or anticipated vacancies in the classified service and an appropriate eligibility list does not exist , the Personnel Commission shall direct that an examination be held to provide an appropriate list of eligibility. At least fifteen working days in advance of the date of the first part of the examination, public notice of such examination shall be given. Competitive examinations for positions in the classified service are open to all applicants who meet the minimum qualification requirements. I interviewed the director of the Human Resources and he told me that in the school district the examination for the classified applicants is the written test. Following completion of a selection process, the names of participants are arranged on a list in the order of the examination score. The eligibility list becomes effective for a period of one year upon approval by the Human Resources Director.      

       The document of California Legislative Information states that the governing board of a school district shall employ for positions requiring certification qualifications, only persons who possess the qualifications for those positions prescribed by law (Ed.Code 44830 a). The hiring procedures of certificated employees requires the applicants to submit the proof of the credential required for the position, transcript, application to the California Commission on Teacher Credentialing or your transcripts. Human Resources posts the position for a certain number of days. Candidates apply for the position with resume, letters of recommendation, credential, transcript and other documents listed in the job listing.  HR will have a paper screening to  determine the applicants’ qualification, then select the candidates for the interview on the phone, online or in person.  The interview team evaluates the interviews and informs them of the result of the interview. 

What are the differences and similarities of the recruitment of certificated and classified employees?

       According to Yeh (2021), classified employee position is the one “not requiring certification requirements” (Ed. Code 45103 a). It includes classified management, noon aides, confidential employees, excludes substitute and short-term employees: defined as less than 75% of the school year in Ed.Code 45103 b1. Also excludes temporary apprentices/ experts and students (Ed.Code 45103 b2). Certificated employee position refers to any position “requiring certification qualifications” (Ed. Code 44830). It includes: teachers, administrators, counselors, nurses, psychologists, librarians, and CDC staff (Ed. Cod 8366).

       There are some similarities between the procedures of recruiting the classified and certificated candidates. The candidates all need to submit the application with the required documents such as background check, TB test, Covid verification, and references, receive the notification of interview, and attend the interview. Typically, the principal recommends the candidate, the superintendent determines the successful candidates. Fiscal usually helps with budget and ensures the district can afford or sustain the position and where it is being funded from. Unofficial documents/transcripts will be accepted for initial consideration. If a job offer is extended and accepted, official documents /transcripts will be required. HR files the position for a certain number of days and a screening is done by HR and selected candidates are called for interviews. The differences between these two groups are also depending on the position, whether it is internal or external application, whether it is management or not. Unlike classified applicants, the certificated applicants are required to hold the credential required for the position. 

       In addition, classified and certificated employees belong to different unions. For example, my school district currently has two unions representing and serving the needs and interests of classified employees: California School Employees Association (CSEA) and Service Employees International Union (SEIU). These unions gain rights and benefits for the classified employees. The Teachers Association, the Teacher’s Union, is the exclusive representative of the non-management certificated employees, such as teachers and other educational support staff. It helps its members to reach a fair contract settlement with the District.

Resources:

2020. Improving the Teacher Recruitment Process. Powerschool

https://www.powerschool.com/resources/blog/improving-the-teacher-recruitment-process/

2021. Evaluation of Certificated Employees, Learning Module, 2021, CUI Class material 

Education Code - EDC - California Legislative Information.

https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=EDC&division=3.&title=2.&part=25.&chapter=5.&article=1

Rebore, R. W. (2015). Human Resources Administration in education. Pearson. 

The personnel commission rules and regulations for the classified service of the school district

Yeh, John R. (2021). Deciphering the Education Code, Translating the law into sound personnel

practices for certificated and classified employees. Burke, Williams & Sorensen, LLP