Human Resources Presentation at AP Leadership Meeting

1. Human Resources Presentation at AP Leadership Meeting December 3rd, 2013 BY GLENN MALEYKO, Ph.D Executive Director of Staff and Student Services A few of the slides are based on a presentation by Jim Gullen Oakland Schools at the MIEM conference in Lansing on February 29th, 2012. The video protocol is based on work by Wendy Zdeb-Roper MASSP. Some of the Slides are also based on the Danielson iobservation training (Pam Rosa) from WCRESA on April 3rd and 4th.

2. Presentation Topics • HR website and service orientation “The Covey model HR Blog and Website http://blog.dearbornschools.org/humanresources/ • Employee Discipline • District Hiring Procedures • Teacher Evaluation

3. Discipline and Due Process

4. We have an entire presentation on the website • http://blog.dearbornschools.org/humanresources/ • We also have a page designated for employee rights

5. Due Process There are Rules to be followed and rights to be respected.

6. Effective Discipline • Correct inappropriate behavior and prevent reoccurrence • What will it take to Accomplish Effective Discipline?

7. Effective • Appropriate • Timely • Motivation to Improve • Not Demoralizing – Does not do more harm than good • Not Too lenient – promoting, encouraging or rewarding inappropriate behavior

8. Due Process • Weingarten Rights – Allows a Union employee a representative from the union to observe and assist in an investigatory interview where the employee may face disciplinary action • Loudermill Rights – Requires that notice of charges and an opportunity for the employee to address the charges prior to the issuance of Time off or Discharge Discipline. 5th Amendment Constitutional Right

9. Bullard Plawecki Employee Right to Know ActIntroduction  • Employees have a right to know what is in their file • They may review their file two times per year. • You must let them know when something is being placed in their file.

10. Appropriate Coaching & Teaching(Informal Discipline)vsFormal DisciplineA Disciple is a A FollowerShow Leadership

11. Progressive Discipline • Teacher Evaluation Based (Plan 3) • Awareness • Assistance • Discipline • Incident Based • Coaching • Verbal Warning • Written Reprimand • Time Off • Discharge

12. Progressive Discipline • The Punishment should fit the offense • Consider past record – both Good and Bad • Consider extenuating circumstances – Known or Discovered in the investigation • Some offenses may result in immediate discharge – You’re Fired!

13. Dearborn Hiring Practice • Process outlined on the website. • Applicants apply through applicant central website • Principals have a vacancy and fill out a requisition. • Principals conduct interviews. All potential teacher candidates must be observed teaching a lesson.

14. Questions

15. Hiring Continued • Recommendations come into Human Resources • We conduct a final interview process which includes ability to legally work, criminal checks, background checks, and other new hire documents. • All teachers complete a writing samples • We also go to job fairs to recruit teachers.

16. Administrative Hiring • Get involved at the building level, district level and beyond. • People on the committee should know you already • Give presentations before colleges • Go above and beyond the call of duty to be recognized.

17. Admin Hiring Process • 1. Posting and Applying • 2. Screening committee • 3. 1st Set of committee interviews and written portion (Usually 3-4 committees)

18. Admin Hiring Continued • 4. Second level of interviews (Superintendent level). • Recommendations to the board of education. • Process subject to changes and modifications.

19. Sick Leave Use • You may be deceived if you Trust to much, but you will live in torment is you don’t Trust enough. Frank Crane (1861 - 1928)

20. Sick Leave Use • The Benefit of the Doubt • Employee Privacy • Customer Friendly Doctors • District Wide Consistency • Contractual Rights • Performance Reviews • Attendance Impacts Effectiveness and Student Achievement.

21. FMLA – Information on HR Web Site Federal protections for up to 12 weeks (60 days) Unpaid time off Continuation of Health Insurance Right to return to job Cannot take adverse action for approved use Sick Leave Use

22. Sick Leave Use • Right to Verify • Serious Health Condition (3 or more continuous days) under FMLA • Employee may not request FMLA Rights • DFSE – after 4 or more consecutive days or in the sole judgment of the employer… • DFSE – after 5 or more consecutive days or in the sole judgment of the employer…

23. Sick Leave Use • Pattern of use that indicates potential abuse • More than 10 total days in year (DFT contract) • Days in conjunction with weekends and holidays • High Use over a period of years with little of no explanation – Earn and Burn • Data more than 7 years old should not apply

24. Dearborn Teacher and Administrator Layoff, Recall, and Placement Policies

25. Legislative Changes • During the Summer of 2011 the State of Michigan Passed Legislation that impacts Teacher Tenure, Evaluations, and Prohibited Subjects of Bargaining. • We are now required by law to pass policies that include layoff, recall, and placement of teachers and administrators.

26. Formation of the Policies • The formation of the proposed policies started in December 2012 as we began to study what other districts were doing. • However, this is totally new so there were not a lot of models to follow. Thus we created our own model. • The DFT and ADSA were given an opportunity to provide input into the formulation of these polices.

27. Policies Continued • All potential policies were reviewed by our attorney • The Board Policy Committee met on April 25th to discuss and review the potential policies. • The entire Board of Education had a discussion regarding this at the April 29th Board Meeting.

28. Changes Continued • We believe that our model is on the cutting edge with regards these policies. • It is good for our students and the Dearborn Educational Model.

29. Proposed Policies and Guidelines: • 1. DFT Layoff and Recall 3131 • 2. DFT Placement 3130.10 • 3. ADSA Layoff and Recall 3131.10 • 4. ADSA Placement 3130.20

30. DFT Layoff and Recall Formula (A new policy that we developed) • There is a sequential order to the ranking system • 1.  Evaluation ratings. (Ineffective, minimally effective, effective and highly effective).

31. Layoff and Recall Formula Continued • 2. Plan III teacher level of implementation (only applies to teachers plan III Improvement Plan). • 3. Discipline-suspension over 5 days. • 4. Employees with severe attendance problems on step 6 of the absence verification procedure.

32. 5. Attendance calculation over a two-year period.    • 6.  Attendance at Professional development.  • 7.  Discipline involving less than five days of suspension. • 8. Seniority

33. DFT Placement Policy and Guidelines • Teachers can apply for transfers • Administrators will review resumes for potential candidates • There will be several performance and qualification criteria for selection of specific assignments

34. DFT Placement Policy and Guidelines Continued Teachers will have to interview for potential transfers and will need to be accepted by building administrators/ interview committees The Superintendent has the right to realign staff in the best interest of students and the school program

35. Any employees rated ineffective will not have recall rights. • Summer School Placement will now be based on a formula that involves performance and attendance

36. ADSA Layoff, Recall, and Placement Formula Not much has changed from the contract. We kept most of the language.  There are criteria when considering layoff similar to the policy with the DFT but they are evaluated as a whole vs. a sequential process. This is similar for the placement policy and guidelines for administrators.

37. Questions?

38. Thank you to the following individuals/groups for their support • The Board of Education Policy Committee • The Board of Education • Mr. Whiston, Superintendent • Union Leadership for their input.

39. Teacher Evaluation

40. Legislation Requires • Rigorous, transparent, and fair performance evaluation systems • Evaluations based on multiple rating categories • Evaluation based in part on student growth: as determined by multiple measures of student learning including national, state or local assessments or other objective criteria as a significant factor.

41. Evaluation ComponentsObservation Protocol • 1. The measurement of practice (what an educator does) based on a definition of practice that is clear, observable, commonly accepted, and supported by transparent measurement methods and instruments that are technically sound and validated against desired outcomes.

42. Evaluation Components Student Outcomes • 2. The measurement of student outcomes based on a definition of desired student outcomes that is clear commonly accepted, and supported by transparent measurement methods and instruments that are technically sound and validated against desired outcomes.

43. Defining Effective Teaching Two basic approaches: Teacher practices, that is, what teachers do, how well they do the work of teaching Results, that is, what teachers accomplish, typically how well their students learn Assessing Teacher Effectiveness, Charlotte Danielson

44. Observation Protocol has been the predominant focus, however that will shift soon Currently calls for 25% based on student growth and assessment.

45. Evaluation Focus Shift: What does this mean?

46. Winston Churchill • True genius resides in the capacity for evaluation of uncertain, hazardous, and conflicting information.

47. Governor’s Council will • Make specific recommendations to the Governor and Legislature regarding this by April 30, 2012 • They Shall submit a growth and assessment tool (MCL) 380.1249(5)(a)

48. They Shall submit a growth and assessment tool (MCL) 380.1249(5)(a) • That is value-added (MCL) 380.1249(5)(a) (I) • Has at least a pre and post test (MCL) 380.1249(5)(a) (IV) • It must be based on 3 years of data if the data is available. (MCL) 380.1249(2)(a) (II)

49. MCEE Council Recommendations • Michigan Council for Educational Effectiveness Report was released July 2013.

50. Growth-Achievement Measurement Options • 1. State Tests (MEAP/MME/MiAccess) • 2. Other third party assessments (Tera Nova, Iowa, etc) • 3. Locally Created Assessments -common assessments ? - unique assessments (SRI, DRA, Writing prompts, other).