What may human resources development mean in context of your school. How can it be done
Answers
law. Advice should be sought not only during your start-up phase, but also as part of an annual policy review and revision process.
Board Responsibilities
The Board is responsible for setting policy in areas related to human resources management, including policies governing salaries and salary schedules, terms and conditions of employment, fringe benefits, leave, and in-service training. In most schools, the Board hires the Director and delegates to that person the tasks of recruiting, hiring, evaluating, promoting, and disciplining staff (in accordance with established board policy).
Position Descriptions
Accurate position descriptions are the backbone of a good HR system. A well-written position description clarifies the responsibilities of a job, and the necessary skills, knowledge, and experience for successful job performance. This information should be the basis for all recruitment, hiring, training, performance appraisal, and disciplinary decisions. Good human resource management decisions are “job related.”
To develop an effective position description, start by thinking about the critical responsibilities of the job. What does this person need to do? How often does he/she need to do these things (daily, weekly, monthly, as necessary)? Do the tasks involve working with students, other staff, parents, or community members? How will you know that the job is being done well?
Next, think about the education, skills, and experiences necessary for successful performance of these critical responsibilities. This may, for example, include a relevant bachelor’s degree, subject area licensure, knowledge of the UFARS accounting system, or fluency in a foreign language.
Finally, think about the education, skills, and experiences that would be helpful but are not necessary critical to successful job performance. This might include additional years of teaching experience, a master’s degree, or experience working in a charter school.
Other information that you may want to include on the position description includes:
A brief description/history of the organization
Percentage and length of appointment – for example, “This is a full-time, 12-month position.”
Supervision (Who supervises this position?)
There are a number of different formats that can be used to organize and present this information. Examples of several position descriptions can be found in the appendix.
Important things to remember about position descriptions:
Position descriptions should be viewed as “living documents.” In other words, to be effective, they need to be continually updated. At a minimum, review and revision should be done annually, as a standard part of the employee evaluation process. In this way, all position descriptions remain current, and employees are reminded that their job responsibilities can be changed.
Individual position descriptions within an organization should fit together like a mosaic, creating a complete picture of staffing needs. Every critical task associated with operating your school should appear on at least one person’s position description.
Recruitment and Hiring
Hiring decisions are perhaps the most important decisions made by a