1. Human Resources and School Finance
Chapter 15
Human Resources and School Finance
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2. The Expanded Role of Human Resource Administration
administration of personnel—skill of leading and managing people
personnel administrators concentrate on
recruitment
salaries
benefits
certification
retirement
human resource administrator more of a “people expert”
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3. quality education program—three basic elements
quality of human resources within the system
productive human relationships are realized
development and utilization of existing human qualities
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4. The Expanded Role of Human Resource Administration
role of human resources covers a broad spectrum
factors leading to expansion of human resource role
increasing program needs
escalating government encroachment
changing accounting practices
changing student rosters
vacillating demographics
greater mobility of educators
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5. Teacher Compensation education—labor-intensive industry
chief costs of public education—salaries and benefits for instructional personnel (historically 65%-80%)
school finance closely related to school employment
public sector salaries not competitive to private sector professionals
teacher salary issues
salary schedules common
levels of rank
performance-based compensation
knowledge and skill-based compensation tied to accountability
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6. single-salary (equal pay with same qualifications and experience)
salary schedules
single-salary (equal pay with same qualifications and experience)
extension of single-salary—additional pay for experience and schooling
indexed schedule—graduating step and lane changes based on negotiated index
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8. Certification competency test requirement in some states
National Board for Professional Teaching Standards—first certificates awarded 1995
merit pay—renewed attention due to educational reform and accountability
challenge—agreement on scale and evaluation process
additional issues
No Child Left Behind Act—more stringent training requirements
teacher certification procedures—little information as to teachers are ready to teach
decentralized management programs
performance-based compensation models
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9. knowledge and skill-based pay post employment benefits
fear of losing benefits
early-retirement benefits
urban/rural problems with recruitment and retention
new testing demands
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10. Teachers and School Finance
teachers insisting on strong voice in decision making
teacher interest in seeking additional sources of school revenue
teachers need knowledge in school finance
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11. The Changing Assignments of Teachers
impact of technology—great influence on school district budgets
teacher turnover
low salaries
lack of socioeconomic status
apathy of students
little opportunity for advancement
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12. Administrative and Supervisory Salaries
superintendent salaries—determined by bargaining
training
past record
competition for position
administrative and supervisory staff salaries
higher certification requirements
knowledge and skills required
supervisory responsibilities
length of contract
non-tenured positions
sometimes salaries directed related to teacher salaries or teacher salary schedule
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13. Noncertificated Personnel Salaries
conditions have improved
large school districts-greater need for employees
increased job requirements
unionization
gradual abdication by school boards in nominating process
inflation and higher taxes
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14. Payroll Policies and Procedures
largest single classification of current expenditures—employee salaries
typically—80% of district expenditures salaries and benefits
generally accepted policies and procedures
guaranteed salary payments at specified, regular and acceptable time
salary payment convenience
employees have written copies of rules and policies
well-understood procedure for reporting relevant payroll information
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15. Governmental Influences
executive and judicial action
initiatives and referenda
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