Goals

Welcome  to  Pine  Crest  School  

Faculty    Recruitment,  Evaluation,  Contracts,  and  Retention  

 Wednesday,  January  16,  2013  

Thank  you  to  Bryan  Miller,  Director  of  Educational  Technology  and  Ginny  Berdan  for  their  assistance  and  patience  with  the  Nearpod  and  Powerpoint  portions  of  this  presentation.    

Ø  Ask  questions  of  those  with  whom  you  work  with……  

OFTEN!  

Ø  You  are  not  expected  to  know  everything.  

Which  topic  do  you  anticipate  you  will  learn  the  most  about  today?    

How  I  became  an  administrator.  

Administrative  titles  I  have  held:  

Ø  Assistant  Headmaster  (CA)  Ø  M.S.  Principal  (BRA/PCS)  Ø  Middle  School  Head  (PCS)  Ø  MSH  and  Assistant  Head  of  School  (PCS)  Ø  MSH  and  Choose  My  Own  Title  (PCS)  Ø  Head  of  School,  Boca  Raton  Campus  (PCS)  

I.  Recruitment  

II.  Evaluation  

III.     Contracts  

IV. Retention    

Ø  Most  administrative  tasks  have  a  rhythm  to  them  

Ø  Find  the  rhythm  and  stay  ahead  of  the  curve!  

Ø  3  Year  Plan  

I.    Recruitment      

It  is  the  most  important  thing  we  do!  

                 Where  do  we  obtain  our  Faculty?    

Ø  Our  sister  campus  Ø  Carney  Sandoe  ($)    Ø  Local/HR  Ø  Referrals  (parents/faculty)  Ø  FCIS  Website  Ø  NAIS  Website  Ø  Specialty  Websites  (ex.  Fine  Arts/Athletics)  Ø  Substitute  Teachers  Ø  Parents  Ø  Alumni  

                               Recruitment  Steps    

Ø  Write  a  job  description  Ø  Complete  a  PAF  for  HR  Ø  Post  position  on  FCIS/NAIS  Specialty  Websites  Ø  Post  position  with  Carney  Sandoe  Ø  Ask  Human  Resources  for  Resumes  Ø  Post  on  Pine  Crest  HR  Tab  on  Blackboard  Ø  Read  Resumes  Ø  Invite  3  Candidates  in  for  Interview  Ø  Have  Candidate  Teach  Lesson  Ø  Have  Candidate  meet  Administrators  &  Grade  Level  Team  Ø  Candidate  Completion  of  Background  Check  Ø  Make  an  Offer  Ø  Have  Contract  signed  by  candidate  and  return  to  school    Ø  President  Executes  Contract  after  candidate  signs.    Ø  HR  sends  copy  of  Contract  to  Payroll                                                Ø  HR  begins  New  Employment  Process    

Ø  Employment  Application  Ø  Drug  testing  Ø  Educational  Background  Ø  Fingerprinting    Ø  Certifications    Ø  Employment  Verification  

Pre-­‐Employment  Process    (HR  Background  Check)  

Ø  Cover  Letter  Ø  Resume  Ø  3  References  from  Direct  Supervisors  

Ø  Statement  of  Educational  Philosophy    Ø  Transcripts    

Candidate  Submits….  

1.  6  seconds  2.  30  seconds  3.  1  minute  4.  2  minutes  5.  5  minutes  

How  Much  Time  Does  It    Take  to  Read  a  Resume?  

Job  Recruiters    

Ø  6  (six)  seconds  Ø  Eye  Tracking  Technology  Ø  Spend  80  percent  of  time  looking  for    

1.  Company  you  work  for  2.  Previous  Employment  3.  Start  and  End  Dates    4.  Current  Position    5.  Educational  Background    

Contracts  

 Where  do  Pine  Crest  Teachers    

come  from?    

Questions  on  New  Faculty?    

Review  Resumes    

Ø  Always  eat  a  meal  with  a  candidate  

Ø  Check  Resume  and  Candidate  Statements  with  References  –  looking  for  factual  accuracy  

Reference  Checking  

Ø  Do  not  allow  someone  to  begin  before  they  complete  all  aspects  of  Pre-­‐Employment  Process    

Ø  Once  a  year  Ø  Many  informal  visits    Ø  Not  just  teaching  Ø  Job  Description    

II.    TEACHER  EVALUATION  

Ø  Ideally  a  time  for  faculty  member  and  administrator  to    discuss  and  celebrate  the  work  of  a  faculty  member  over  the  past  year.    

Ø  How  many  positive  encounters  does  it  take  before  a  person  will  accept  one  criticism?    

Ø Contract  Issued  Ø Contract  Issued  with  Addendum  *  Ø Contract  Withheld*    Ø No  Contract  *    

*  HR  Involvement    

Performance  Outcomes    

Ø  Dialogue  trumps  demands    

…but  sometimes    demands  trump  dialogue    

Intersection  of  Academics,  Business  Office,  Human  Resources  and  Legal  Counsel    

III.    Contracts  

Ø  Create  a  timeline  with  all  aspects  of  the  task    

SET  UP  –  EXECUTE  –  EVALUATE    

Ø Oct.    HR  Reviews  Contract    SET  UP    

Ø Nov.    Send  Contract  to  Attorney  Ø Dec.    Budget  Approved  

Ø Receive  Contract  from  Attorney  Ø  Jan.    Begin  Preparation  for  over  350  Contract  Ø  Feb.      Contracts  Released  

                 EXECUTE  

Ø Mar.      Contracts  Returned                  EVALUATE  

Ø  April  –  Aug.  Hiring  Continues  

Contract  Rhythm  

Ø  What  percent  of  the  annual  Pine  Crest  budget  goes  to  faculty  salary  and  benefits?    a.  33  percent  b.  43  percent  c.  53  percent  d.  63  percent  e.  73  percent    

“Adopt  and  fund  “3Rs”  talent  strategies  that  position  the  school  to  recruit,  retain  and  reward  the  best  and  brightest  teachers,  school  leaders  and  board  members.  “      Patrick  F.  Bassett,  President  –  NAIS    

IV.    RETENTION  

Review  responses  to  Dana’s  Question:    Ø  How  do  we  attract  and  retain  the  

best  faculty?    

Mini  Workshop  

Blended  Salary  Step  Plus  Bonus    

Thank  you  for  participating  in  this  GOAL  workshop.  

 You  may  always  contact  me  at:  

 561.852.2807  

or    scott.wing@pinecrest  .edu