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Human Resource Development Plan EDU662

Submitted to:

Dr. Elaine Omann Graduate Studies in Education School of Educational Services Saint Leo University

Submitted by: Jennifer Blasi Jacksonville, FL

June 17, 2010

(Intro) The Human Resource Development Plan begins with the school’s mission statement. The mission statement serves as a foundation for the human resources division. It provides a purpose, goals and guidelines for the school. It directs the school system toward academic achievement and success for all students. In order to reach gains in academia, the operational entity of the school system must complement the mission statement. “To accomplish any of the instructional activities, logistic support is required and is provided by the operation division of a pubic school system (Young, 2008, p. 34).” The following plan will focus on the human resources processes needed to maintain and promote a successful operational system using best practices and state and federal policies. The processes include recruitment/selection, induction/orientation, professional development, performance appraisal and retention (Young, 2008).

(Recruitment/Selection)

(Induction/Orientation)

(Professional Development) (Performance appraisal)

Policies and Procedures for Performance Appraisals

Purpose: A formal evaluating system can help the employer identify and correct performance problems, plan for career development, assess transfers and promotions, determine compensation, improve productivity, communicate expectations and goals. The performance appraisal process for new and experienced teachers is intended to support and promote teacher growth and development in accordance with section 1012.34(3)(a), Florida Statutes, an assessment must be conducted for each instructional employee and school administrator at least once a year. The assessment must be based upon sound educational principles and contemporary research in effective educational practices. The Teacher Performance Appraisal process for New Teachers is designed to: The Teacher Performance Appraisal process for experienced teachers is designed to:
 * assess new teachers' skills, knowledge and attitudes
 * identify strengths and areas for growth
 * Plan next steps for improvement.
 * Every new teacher will have two formal evaluations during the first year.
 * foster teacher development
 * provide meaningful appraisals that encourage professional learning and growth
 * Identify opportunities for additional support where required.
 * Every experienced teacher will have a formal evaluation once every year.

The Florida Legislature and the State Board of Education, respectively, passed Florida Statute 1012.34 and State Board of Education Rule 6B-4.0042(e). These rules require each of Florida’s public school districts to develop and implement a locally relevant, research-based system for assessing the performance of the duties and responsibilities by instructional personnel. The procedural aspects of the appraisal process must be sound if the appraisal is to be both compelling and meaningful. Within the process, principals and teachers collaborate to contribute to a positive outcome. The procedures can hold promise for bringing about improvements in teaching practice and student achievement. The professional dialogue between principals and teachers supports teachers’ understanding of what they are to do to fulfill the requirements to successfully complete the performance appraisal process.

Procedures for a Teacher Performance Appraisal:
The report includes: Individual Professional Development Plans provide additional support which may be needed depending on outcomes of appraisals. However, **e**** very teacher should have an Individual Professional Development Plan (IPDP). The plan ** provides a meaningful vehicle for teachers, in consultation with principals, to identify strategies for growth and development for the teacher's evaluation year. Principals must follow a timeline to ensure compliance with the reappointment process and to ensure due process for the employee. The key to substantiating decisions about the competence of an employee is documentation. Remember, the purpose of the TAS is to collect and interpret data related to the job performance of an instructional employee; to assist the employee in improving performance where needed; and to make appropriate personnel decisions regarding re-appointment, transfers, promotions or dismissal.
 * 1) **Conduct an initial orientation** for all instructional staff to be evaluated during pre-planning that includes an overview of procedures and forms, description of competencies and their indicators, and schedule for observation activities.
 * 2) **Pre-arrange** with the employee at least one instructional session to be formally observed.
 * 3) **Pre-Observation Meeting** to promote professional dialogue between the principal and teacher. A principal must arrange a pre-observation meeting with the teacher in preparation for the classroom observation.
 * 4) **Classroom Observation** to assess the teacher’s skills, knowledge and attitudes. This is only one component of the assessment.
 * 5) **Post-Observation Meeting** after the classroom observation. These meetings provide opportunities for reflection and collaboration to promote growth and improvement. Close conference by having employee sign necessary documents.
 * 6) **Summative Report** to document the appraisal process. The report is used to assess new and experienced teachers' overall performance and provide feedback about strengths and areas for growth. Teachers use this feedback when developing their Professional Development Plan and identifying opportunities for growth.
 * ** Teacher Assessment Instrument ** this form has indicators that focus the appraisal on the immediate skills, knowledge and attitudes that reflect the indicators described in the Florida Performance Measurement System.
 * ** Evaluation of Professional Growth of Teacher ** ** that consists of a rating scale with the following: High Performing, Satisfactory, Needs Improvement and Unsatisfactory. **
 * ** P **rincipals can also recognize performance through comments on the Teacher Assessment Instrument and the Evaluation of Professional Growth of Teacher.

(Retention)

Resources Young, P.I. (2008). //The Human Resource Function in Educational Administration (9th//

//Edition)//. Columbus, Ohio: Pearson.

Resources

Discrimination against Students and Employees, Florida Statutes § 1000.05. (2009). Retrieved June 6, 2010 from []

Duval County Public Schools. (2008). //School board policy manual chapter 6.00: Human resources// [Electronic version]. Retrieved June 6, 2010 from []

Duval County Public Schools. (2009). //Teacher assessment system// [Electronic Verison]. Retrieved June 15, 2010 from __ http://www.fldoe.org/profdev/pdf/pa/Duval.pdf. __

Florida Department of Education. (2006b). //Florida’s revised plan for meeting the highly// //qualified teacher goal// [Electronic version]. Retrieved June 6, 2010 from []

Florida Department of Education. (2007). //Professional development policy manuel//. Retrieved June 14, 2010 from http://www.fldoe.org/profdev/pa.asp

Lau, K.F., Dandy, E.B., & Hoffman, L. (2007). //The Pathways program: A model for increasing the number of teachers of color// [Electronic version]. Teacher Education Quarterly, 34(4), 27-40.

Ontario Ministry of Education. (2009). //Performance Appraisals of experienced teachers technical// //requirements manuel// Retrieved June 15, 2010 __ http://www.edu.gov.on.ca/eng/teacher/technicalRequirementsManual.pdf __

Smith, V. (2008). //Selecting and developing an A+ staff// [Electronic version]. National Association of Secondary School Principals Bulletin, 92(1), 44-60.

Teacher Recruitment and Retention, Florida Statutes § 1012.05. (2009). Retrieved June 6, 2010 from [|http://www.leg.state.fl.us/Statutes/index.cfm?App_mode=Display_Statute&Search_String=&URL=Ch1012/SEC05.HTM&Title=->2009->Ch1012->Section%2005#1012.05]

U.S. Department of Education. (2004). //New No Child Left Behind flexibility: Highly qualified teachers// [Electronic version]. Retrieved June 6, 2010 from []