Page 13 - BPS Strategic Plan 2016

Employee Excellence
Objective E:1
Description
Strategies:
Build Principal
Capacity to Devel- op and Promote Highly Effective Practices
Fa
G
cilities & Capital Al
Expanding the capacity of the principal is
critical to developing a highly effective learn-
ing culture for both teachers and students.
The time and attention spent on developing
vernance
principals through professional development,
coaching and mentoring, while focusing on clear expectations, is essential to maintain the status of a highly effective school system.
ocations
• Identify needs and differentiate the level of district support to
develop principal’s capacity
• Training model for building principal capacity
• Create a strong mentorship program
• Strengthen the administration pipeline
• Employtheskillsofdistrictleadershiptobuildthecapacityofleadprincipals
Objective EF:2i
Develop and Im- plement Effective and Ef cient G Hiring Practices to Ensure an Excellent and Diverse Workforce
naImpnrovce tehe process and speed of service for
recruitment, screening, selection, on-board-
ing, and monitoring of new employees in
order to ensure a high quality and diverse
vernment & Comm
workforce which will meet our students’
needs.
• Centralized on-boarding process
• Expand recruitment opportunities
• Change processes for position allocation
unity Relations
• Improved electronic system for managing job vacancies • Collaborate with local minority associations
Objective E:3
Equitably Allocate Resources and Support to Adequately Meet the Differentiated Needs of Schools and Departments
Establish a career ladder that offers opportunities for excellent employees to assume leadership roles within the district to increase employee engagement, build collective capacity and recognize the bene ts of a high quality, diverse workforce.
• Research job responsibilities for all employees
• Build capacity in schools and departments with district master staff
• Leadership training for non-instructional employees
• Provide shared leadership training
• Strengthen the administration pipeline
• Expand use of advisory councils from all employee groups
• Systemic approach to consistent employment standards
• Template for examining all job descriptions
• Review each job category and establish a job description timeline for review
Objective E:4
Annually Negotiate Fair and Competitive Sal- aries and Bene t Options for All Employee Group
Annual and quarterly review of staff allocations and vacancies, along with annual review of school and department needs, will ensure that human resources, representing 84% of the school district’s budget, are appropriately and equitably allocated to best serve our students and community.
• Annual review of current allocations and vacancies • Differentiated staf ng adjustments
• Adapt human capital planning
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