Strategic Human Resource Alignment: The Context for

Changing Teacher Compensation

Herb Heneman & Tony Milanowski Consortium for Policy Research in

EducationWisconsin Center for Education

ResearchUniversity of Wisconsin-Madison

Focus teacher effort on expected performances

Stimulate and enable performance improvement

Provide monetary rewards for performance improvement

 

Background: Roles of Performance Pay for Teachers

School based performance award programs

Knowledge and skill-based pay programs - Skill blocks- Standards-based teacher evaluation

 

Background: CPRE Research on Performance Pay

Effectiveness and acceptance depends on total HR systems

HR systems can focus teacher effort, stimulate and enable performance improvement

HR systems must be aligned to desired teacher performance competencies

 

Background: Key Findings

Figure 1M odel o f H um an R esource M anagem ent System s A lignm ent

Student Achievem ent G oals

Teacher Perform ance Com petency

Instructional Policy &Practice

Hum an Resource Policy &Practice

R ecru itm ent

Applicant PoolsIn form ation

SelectionC ertification

Assessm entsS tandards

Induction

Pre-serviceO n-the-job

C om pensationBase Pay

Variab le PayH iring Packages

M entoringC ontent

Partic ipants

P rof. D evelopm ent

C ontentT eacher P lanning

Instructiona lLeaders

SelectionT ra in ing

Perf. M gm t.

Perform anceM anagem ent

T eacher EvaluationFeedback ,C oaching

G oalsettingR em ediation

Comments on HR Alignment Model

Focus on teacher performance competency student achievement

Instructional and HR policy & practice work together HR policy & practice

- 8 major areas- 21 sub-areas

Teacher performance pay is under compensation: variable pay

Numerous other HR practices influence teacher performance competency

HR Alignment

Vertical: HR practices reflect and convey teacher performance competencies

Horizontal: HR practices reinforce and support each other

What Needs to Be Done?

Assess HR alignment in the District

Summarize the degree of alignment of HR practices

Suggest changes in practices to improve HR alignment

Example HR Alignment Analysis

Setting: large southwestern US school district

- 60,000 students, 3,500 teachers- Combination of centralized and

decentralized HR practices- Teacher association & labor contract- Support from superintendent

Teacher Performance Competencies

TEACHER PERFORMANCE STANDARDS(Four Domains of Teaching with 23 Components and 68 Elements)

Domain 1: Planning and Preparationa. Demonstrating Knowledge of Content and Pedagogyb. Demonstrating Knowledge of Studentsc. Selecting Instructional Goalsd. Demonstrating Knowledge of Resourcese. Designing Coherent Instructionf. Assessing Student Learningg. Assessing Student Learning

Domain 2: The Classroom Environmenta. Creating an Environment of Respect and Rapportb. Establishing a Culture for Learningc. Managing Classroom Proceduresd. Managing Student Behavior e. Organizing Physical Space

Domain 3: Instructiona. Communicating Clearly and Accuratelyb. Using Questioning and Discussion Techniquesc. Engaging Students in Learning d. Providing Feedback to Studentse. Demonstrating Flexibility and Responsivenessf. Using Student Assessment Data

Domain 4: Professionalism a. Reflecting on Teachingb. Maintaining Accurate Recordsc. Communicating with Familiesd. Contributing to the School and Districte. Showing Professionalism

HR Alignment Study GroupMembers:

- Asst. Supt for HR- President of Teacher Association- Middle School Principal- PD Coordinator- Staffing Coordinator- Labor Relations Manager, Mentoring & Induction Coordinator

Facilitators:- Heneman- Milanowski

HR Alignment Study Group ProcessEight 2 hour meetings over six monthsActivities

- Develop understanding of HR alignment- Develop descriptions of HR practices in each area & sub-area- Surveys of users (principals)- Determine degree of vertical HR alignment- Determine degree of horizontal alignment- Suggest ways to improve alignment

Vertical Alignment Results - 1

HR Practice Percent Vertical Alignment

RecruitmentApplicant PoolsInformation

372848

SelectionLicensureAssessmentHiring Standards

53556045

InductionPre-serviceOn-the-job

8570

100

MentoringContentParticipants

929390

Vertical Alignment Results - 2

HR Practice Percent Vertical Alignment

Prof. DevelopmentContentTeacher Planning

475538

CompensationHiring PackagesBase PayVariable Pay

32252545

Performance Mgmt.Teacher EvaluationFeedback/Coaching/Goal SettingRemediation

831006585

LeadersSelectionTraining & DevelopmentPerformance Mgmt

47386835

Horizontal Alignment Results

HR Practice Percent Alignment

Recruitment 52

Selection 52

Induction 65

Mentoring 71

Prof. Development 52

Compensation 39

Performance Mgmt. 52

Leaders 45

For each HR practice area:

suggest ways to improve alignmentdiscuss suggestionsadopt, modify, or reject suggestionsprioritize suggestions (impact, timing)record & approve final list of suggestions

 

Developing Suggestions for Improvement in HR Alignment

High Impact Suggestions – Do Now Have top management become more proactive in

performance management and accountable for being effective performance managers (Leadership)

Inform all applicants about the teacher standards, teacher evaluation system based on the standards, and professional development opportunities related to the standards, on the district web site and during site visits (Recruitment)

Example Suggestions

High Impact Suggestions – Do Within One Year Develop standard interview questions and answer rubrics

based on the teacher standards for use at the site level (Selection)

Communicate and market to teachers and principals the professional development courses and in-service activities that are relevant to the standards; make links to standards explicit (Professional Development)

Example Suggestions

High Impact Suggestions – Study Further Allow movement between lanes of the salary schedule

only for approved course work relevant to the teacher standards (Compensation)

Lengthen the probationary period for new hires (Performance Management)

Example Suggestions

Facilitators draft and study group approves final report and recommendations

Report presented to school board

School board approves recommendations

Final Report & Recommendations

HR Alignment Assessment & ProcessesDesign of Teacher Performance Pay PlansEvaluation of Teacher Performance Pay Plans

Implications