Chapter 15 Human Resources and School Finance This multimedia product and its contents are protected under copyright law. The following are prohibited

Chapter 15

Human Resources and School Finance

This multimedia product and its contents are protected under copyright law. The following are prohibited by law: any public performance or display, including transmission of any image overa network; preparation of any derivative work, including the extraction, in whole or in part,of any images; any rental, lease, or lending of the program.

Copyright © Allyn & Bacon 2008

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”


•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


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


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


•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


Income TaxDeductions

Severance Pay

Tax Shelters

Worker’sCompensation

InsuranceBereavement

Leave

Leaves ofAbsence

Personal Leaves

Sick Leave

SocialSecurity

Retirement

Summary ofBenefits


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 modelsCopyright © Allyn & Bacon 2008

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


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


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


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


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


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


Governmental Influences

•executive and judicial action

•initiatives and referenda


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Chapter 15 Human Resources and School Finance This multimedia product and its contents are protected under copyright law. The following are prohibited