H R Toolbox – Roles and Functions to Reach Your Destination Presenter: Dr. Donna Patrick – Consultant Pivot Learning Partners This workshop will provide the personnel tools necessary to equip the HR administrator with the knowledge, skills and instruments to function successfully in meeting monthly personnel responsibilities Creating Success for the HR Department with the Right Tools

 Update Personnel Budget  Update Seniority Lists – Classified and Certificated  Select Employees and Oversee Reference Checks – send out regret letters*  Issue Appropriate Teacher Contracts (Samples and Codes) *  Determine Classified Layoffs ( 60 day notification if not done in April or May)  Reminders to Administrators about Classified Vacation Planning – be firm on submitting advance calendars.  Engage in New Teacher Induction Planning with Educational Services  Prepare for Collective Bargaining* * A hard copy sample is included in the handouts during the session.

 Finalize Staffing – (enrollment decline – 3 month temp contract; temps to probs; prepare site checklist of teachers & classified)  Complete Substitute Teacher Training/Handbook*  Finalize Substitute Teacher Lists and Conduct Substitute Workshop*  Conduct New Teacher Training*  Remind Administrators About Sexual Harassment Training for All Employees  Finalize Credential Auditing for Board Authorization for Secondary Teachers

 Finalize Welcome Back Activity  Prepare District Directory – Some counties maintain official lists  Update New Teacher Lists  Plan CPR/1st Aid Training  Oversee Extra-Duty Assignments  Finalize TB Assessments for All Employees  Determine Teachers to be Evaluated  Select Long Term Substitutes  Update Job Descriptions – with essential functions

 Send Out Evaluation Timelines – classified and certificated  Visit New Teacher Classrooms  Initiate Teacher Transfers - based on enrollment  Introduce New Teachers to Board of Education  Revisit Salary Posting  Finalize 8/30 or 9/30 Payroll  Schedule Leadership Meetings with Union Presidents and Job Stewards  Check that all Employee Information has been Updated

 Oversee Completion of Employee Data Entry  Complete CALPADS Reporting  Assign Master Teachers  Conduct New Supervisor Training - CSEA Contracts, Discipline, Sexual Harassment  Conduct New Administrator Training* -Union Contracts -Administrator, Teacher, Classified Evaluations -Discipline Procedures – Recommend FRISK training* -Dismissal Procedures – Ed Code* -Sexual Harassment Investigations -Board Policies – Personnel series*  Monitor Probationary Classified Evaluations

√ Plan for Probationary Teacher Monitoring √ Review Evaluations of Classified Probs √ Conduct Substitute Teacher Workshops (if more substitutes are needed for second semester) √ Complete Annual Credential Report √ Plan Retirement Workshops for Classified and Certificated √ Sunshine Board’s Contract Proposals

æConsider Certificated Layoffs (Timeline) * æConsider Non-Reelection of first and second year probationary teachers (check Induction progress of new teachers) æMonitor Permanent Classified Evaluations æSelect Long -Term Sub.-2nd Semester æReview 1st Semester Certificated Evaluations æAudit Classified Vacation Days æNegotiate District Calendar - Committee

©Finalize Certificated Layoffs ©Determine Certificated Transfers/Reassignments - Based on Layoffs and Leaves ©Prepare Non-Reelection Lists ©Review Classified Evaluations ©Survey Salary Schedules of Like Districts ©Assemble Employee of the Year Committee ©Post Vacancy Announcements – offer incentive for early resignations?

§Take Board Action: Certificated Layoffs §Take Board Action: Non-Reelection of Probationary Teachers and May Notify Temps §Take Board Action: Transfer/Reassignment or Release of Administrators §Initiate Enrollment Projection for the Next Year §Determine Facilities and Staffing: Work with CBO §Issue Continuing Employment Temp Contracts

 Determine Classified Layoffs - based on lack of funds or lack of work – 60 day notification  Open Transfer Requests – Keep for 2 Years  Reminder about Certificated Evaluations – Due 30 days before the end of school  Assist with Teacher Improvement Plans  Post Summer School Vacancies  Finalize Calendar Committee Work  Recruit, Interview and Hire New Administrators -if possible conduct visitations (Feedback Scale) *

 Recognize Day of Teacher & Week of Classified  Plan Retirement Recognition – short paragraph  Issue Reasonable Assurance Letters – Subs, 9-11 Month Employees  Conduct On-Campus Teacher Recruiting (screening sheet) *  Finalize Certificated Layoffs  Review Certificated Evaluation Deadline – 30 days  Send Certificated Commitment Letters  Release Temporary Teachers (checklist and script) *

ûFinalize Transfer/Reassignment of Administrators ûMonitor Credential Expiration ûComplete Contract Signing for New Teachers – determine site ûComplete Mandated Cost Forms ûPlan New Teacher Staff Development ûUpdate Teacher/Classified Handbooks ûRecognize Retirees and Longevity Recipients – Board Meeting ûObtain Board Approval for District Calendar ûStart reviewing TB Records and Send Out Notices ûDevelop Annual Goals of Department

A Digest of Selected A Digest of Selected CA Best Practices for CA The Collective Bargaining CA LAWS related to LAWS related to HR Administrators Manual: A Guide for Certificated Personnel Classified Personnel Binder Education Leaders (CD Rom) $25 $25 $45 $80