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8/20/2019 Administrative Effectiveness HR
http://slidepdf.com/reader/full/administrative-effectiveness-hr 1/43
Administrative Efectiveness& Human Resources
Management
William Kritsonis, PhD
Professor of Educational Leadership
The University of Texas of the Permian Basin
College of EducationSummer 20!
8/20/2019 Administrative Effectiveness HR
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Presented to"
Charter College of Education
California State University, Los Angeles
#y"
William Allan Kritsonis, PhD
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The diference between retaining and
losing quality employees is LEAER!H"#(Lynch, 2003)
Administrative Effectiveness
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Recent studies have shown that pay,
benefits, rewards, and recognition are
inadequate tools to effectively retainemployees
(Lynch, 2003)
What Does Research Say About Employee Retention?
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Reasons iven !or "taying#
$ !air treatment$ %&citing wor' and challenge
$ are and concern
$ or'ing with great people and relationships
$ *rust
$ areer growth, learning and development
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hat +oes n %ffective Leader +o-
$ .ire well
.iring the right people is the first step to
retaining great talent/ hen hiring be
certain that the applicant understands
the ob, organi1ation, and culture/
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haracteristics n %ffective Leader "ee's#
$ nnovation 4eing innovative
maginative
reative
5erceptive
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haracteristics n %ffective Leader "ee's#
$ !acilitation
"haring nformation !reely
4eing "upportive
5raising ood 5erformance
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haracteristics n %ffective Leader "ee's#
$ *eam 6rientation !le&ibility
daptability
ollaborative
.onesty7ntegrity
*eam 6riented
ooperative
*rustworthy
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haracteristics n %ffective Leader "ee's#
$ Reliable
Reliable
onscientious
*horough ooperative
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haracteristics n %ffective Leader "ee's#
$ or' 6rientation
%nthusiasm
%mphasis on 8uality
Recognition for 5erformance
*a'ing nitiative
.igh 5erformance
%&pectations
%nthusiasm ctive
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haracteristics n %ffective Leader "ee's#
$ "'ills
6ral omprehension
6ral %&pression
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hat +oes n %ffective dministrator +o-
$ 9se preemployment assessments
hen used properly, assessments
provide insight into an individual:stendency to perform
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hat +oes n %ffective dministrator +o-
$ onsistent and proactivecommunication with valued staffmembers
ommunicate openly; candidly andoften/
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hat +oes n %ffective dministrator +o-
$ ssign a mentor
mmediately upon arriving, assign a
mentor or <buddy= to a new employee/
Develop a mentoring program.
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hat +oes n %ffective dministrator +o-
$ 9nderstand the needs of your team
reate a culture in which your employees
feel valued/
Develop a core purpose and set of
principles.
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hat +oes n %ffective dministrator +o-
$ 6pen>door policy
.ave an open>door policy whereby
employees are encouraged to stop byand tal' or as' questions, etc
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hat +oes n %ffective dministrator +o-
$ Reward and recogni1e
Rewards and recognition are tools
intended to help retain employees/
Make an art of recognition.
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hat +oes n %ffective dministrator +o-
$ nstill accountability
5rovide the training needed to help
them be accountable
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hat +oes n %ffective dministrator +o-
<.igh>performance and high>retentioncultures succeed in creating an
environment in which everyone is
pulling in the same direction for thecommon good of the organi1ation/=
(4ufe and @urphy, 200A)
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Results-
$ .igher staff morale
$ 4etter teamwor'
$ Lower turnover
$ .appier clients (i/e/ children, parents, etc)
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.uman Resources @anagement
all for improved organi1ational
5erformance B
C state testing and accountability systems
C <adequately yearly progress=
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.uman Resources @anagement
<@ost policyma'ers are immediately
drawn to ma'ing changes in the
instructional program to improve
teachingD
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.uman Resources @anagement
t is thought that .R managementpractices affect organi1ational
performance through employee
performance competencies (.eneman E Fudge, 2003; "hippman, GHHH)
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.uman Resources @anagement
THERE$%RE building an .Rmanagement system to support the
teacher performance competencies
that define teacher quality requires
developing or adapting a model that
specifies these competencies/ (.eneman E @ilanows'i, 200A)
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.R lignment @odel
n a large urban school district that
employs A000 classroom teachers,
they refer to this model as the
District Scorecard /
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omponents of the lignment
$ Recruitment# pplicant 5ools
Sources of applicants based on
knowledge, skills, and abilitiesnecessary for performance
competency
f h li
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omponents of the lignment
$.iring "tandards# nterview "core ERequirements
Method of assessing likely teacher performance competency based on
the interview questions asked and the
responses given by the applicant.
t f th li t
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omponents of the lignment
$"election# *eacher ertification
Teacher certification/licensing
requirements required for employment
t f th li t
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omponents of the lignment
$ ssessment# *eacher %valuation
rovide last two years of teacher
performance evaluation !D"S#
t f th li t
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omponents of the lignment
$ nduction 5reservice
"ssistance and information provided
to all new teachers hired during thethree$day %ew Teacher &nduction
"cademy held prior to the start of
school.
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t f th li t
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omponents of the lignment
$ @entoring#
'very teacher is provided either a mentor or
teacher buddy for the entire school year.
'ach district campus has a mentor program
coordinator who coordinates the program
and serves as the liaison for new teachers.
t f th li t
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omponents of the lignment
$ 5rofessional +evelopment
rofessional development opportunities are offered
daily/weekly throughout the year.
"ttendance is highly encouraged and is part of the
Teacher(s end$of$year assessment.
t f th li t
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omponents of the lignment
$ ompensation#
)ffer competitive salaries.
)ffer supplemental pay for critical
needs teaching fields* grade or
department chair* e+tracurricular
activities sponsor* etc.
t f th li t
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omponents of the lignment
$ .iring pac'ages#
)ffer other financial inducements,
such as loan forgiveness, tuition
reimbursement, tuition assistance for " teacher candidates.
-ecommend housing assistance.
t f th li t
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omponents of the lignment
$ *raining#
System for appraising teacher(s performance
nowledge and skill building given inhow to conduct and improve teacher
evaluation and performancemanagement
omponents of the lignment
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omponents of the lignment
$ 5erformance @anagement#
"ppraisal, feedback, coaching, goal
setting, performance planning,
discipline, termination
References
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References
4aldiga, I/ R/ (@ay 200J)/ 6pportunity and4alance# s ?our 6rgani1ation Ready to 5rovide
4oth- ournal of "ccountancy, 011!2#, 31$44.
4uffe, 4/ and L/ @urphy (+ec 200A)/ .ow to Keep*hem 6nce ?ou:ve ot *hem/ ournal of
"ccountancy, 015!6#, 27$60.
References
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References
.eneman, ./ / / nd / @ilanows'i/ (+ec 200A)/
lignment of .uman Resource 5ractices and
*eacher 5erformance ompetency/
eabody,ournal of 'ducation 71!4#, 085$092.
L/ F/ Lynch/ (+ec 2003)/ Keeping the 4est/ "ssoc
Manage, 22!03#, 447$460.