1. This multimedia product and its contents are protected under copyright law. The following are prohibited by law: Any public performance or display, including transmission of any image over a network; Preparation of any derivative work, including the extraction, in whole or in part, of any images; Any rental, lease, or lending of the program. Human Resources Administration in Education Chapter 2: Human Resources Planning Ronald W. Rebore

2. Copyright © Allyn & Bacon 2007 Assessing Human Resources Needs Human Resources Inventories Enrollment Prediction Commonly Asked Questions about Enrollment Predictions Reviewing School District Objectives Human Resources Forecasting The Supply of Human Resources Matching Needs with Supply

3. Copyright © Allyn & Bacon 2007 Human Resources Inventories Development of profile indicating status of H.R. Job classifications developed from this profile can be used to determine available skills, develop new programs and support services, and identify areas for growth and improvement

4. Copyright © Allyn & Bacon 2007 Commonly Asked Questions about Enrollment Predictions: What prediction method is most reliable? Why is there an enrollment decline? What is a demographic survey and the advantages and disadvantages of one? What kind of district would benefit from a demographic survey? What factors should be considered when evaluating enrollment predictions?

5. Copyright © Allyn & Bacon 2007 Reviewing School District Objectives: Future objectives determine future human resource needs. Establishing objectives should be the prerogative of the Board of Education Reviewing current objectives is a cooperative task that involves several key people. Reviewing objectives should be a continual process. Objectives should be established for a five year period and if necessary revised every fifth year. Objectives should always be in effect for a set period of time.

6. Copyright © Allyn & Bacon 2007 Human Resources Forecasting: Accepted Methodologies: Expert Estimates Historical Comparison Task Analysis Correlation Modeling

7. Copyright © Allyn & Bacon 2007 Reduction in Force Alternatives to reduction in Force The Role of the Principal Commonly Asked Questions about Reduction in Force Federal Influences on Human Resources Planning Social Justice and Human Resources Administration A Theory of Justice

8. Copyright © Allyn & Bacon 2007 The Supply of Human Resources Increase in Labor Supply: New Hires and Absence Returnees Decrease in Labor Supply: Deaths, Resignations, Dismissals, Retirement, Leaves of Absence Matching Needs with Supply Ensures the appropriate number and mix of employees to meet the future needs of the district.

9. Copyright © Allyn & Bacon 2007 Affirmative Action Definition Brief History of Affirmative Action Equal Employment Opportunity commission The EEJOC Administrative Process The Charge of Discrimination Investigation of the Discrimination Charge The Determination The Process of Conciliation The Litigation Division Bona Fide Occupational Qualification Judicial review of Affirmative Action

10. Copyright © Allyn & Bacon 2007 Civil Rights Legislation Civil Rights Act, 1991 Equality for People with Disabilities Reasonable Accommodation Employment Criteria Preemployment Inquires Organizational Action Required The Americans with Disabilities Act, 1990 Title I Title II Title III

11. Copyright © Allyn & Bacon 2007 Civil Rights Legislation Continued The Americans with Disabilities Act, 1990 cont. Title IV Title V Jurisdiction and Scope of ADA Who is protected by ADA? The Selection Process under ADA Undue Hardship Accessibility Damages for Noncompliance with ADA

12. Copyright © Allyn & Bacon 2007 Civil Rights Legislation Continued AIDS and Discrimination Vietnam Era Veterans Readjustment Assistance Act Mobilization of Military Reserves and National Guard into Active Duty The Omnibus Transportation Employee Testing Act, 1991 Family and Medical Leave Act, 1993 Quality for Women Potential Areas of Employment Discrimination Concerning Women Maternity as a Particular Form of Discrimination Recruitment and Selection Promotion and Training

13. Copyright © Allyn & Bacon 2007 Civil Rights Legislation Continued Sexual Harassment Policy of Nondiscrimination on the Basis of Sex The Equal Pay Act Equality by Age Provision of the Age Discrimination in Employment Act Exceptions to the Age Discrimination in Employment Act Enforcement of the Age Discrimination in Employment Act Conclusions

14. Copyright © Allyn & Bacon 2007 Social Justice Social Justice and Human Resources Administration Three types of Justice: 1. Distributive 2. Legal 3. Commutative A Theory of Justice John Rawls Principle 1: Each person has a right to a system of liberties that is compatible with a similar system of liberties that is available to all people. Principle 2: Social and economic equalities must benefit not only the least advantaged but also everyone and that equal opportunity to secure offices and positions must be open to all.