Policies and Practices – Challenges to Human Capital Reform Strategic Management of Human Capital Conference March 24-25, 2009

3/25/09Strategic Management of Human Capital Conference 2 Where does our work fit in?  Recruitment  Training and Development  Everything else

3/25/09Strategic Management of Human Capital Conference 3 Scoping the Task  Work that requires official actions or negotiated agreements Board policies and regulations Union contracts and agreements State law and regulations examples  Work that Human Resources can change internally or spearhead a new process to impact teacher quality examples: – change the process for assigning surplussed (excessed) teachers - provide principals electronic access to all applicants 24/7

3/25/09Strategic Management of Human Capital Conference 4 The Value of Process Redesign  Pain points for Principals/employees  Pain points for Applicants  Staff mired in transactions  Supports ultimate goal of human capital management

3/25/09Strategic Management of Human Capital Conference 5 Pain Points for Principals  Excessed (surplus) teachers  Absenteeism and leaves of absences  Underperforming Teachers, others  Grievances/appeals/complaints, etc.  Lack of access to applicants  On-boarding  Other ?

3/25/09Strategic Management of Human Capital Conference 6 Pain Points for Applicants  Lack of visibility into the process  Lack of access to vacancies  On-boarding

3/25/09Strategic Management of Human Capital Conference 7 Focus for SMHC – What is most helpful?  Finding resources  Best Practices and Benchmarking  Networking  Support for Process Redesign Work  Other ?

3/25/09Strategic Management of Human Capital Conference 8 Contact Information Elizabeth Arons NYC: Senior Human Resources Policy Advisor Labor Support Unit 65 Court Street – 900 Brooklyn, NY M-T-W Gates Foundation: Consultant – Human Capital Management Th-F