Human Capital Board Work Session

Goals for the Session

• Explain the move from HR to HC

• Articulate our human capital strategy and how it fits into the district’s strategy– Profile of MNPS educators– Data-informed strategies

From HR to HC

Evolution of HR – Why Human Capital?

Payroll and Benefits

Personnel Department

Human Resources Department

Human Capital Department

Payroll, Benefits, Compensation, Recruiting and Qualifications

Payroll, Benefits, Compensation,

Recruiting, Selection, Qualifications, Performance

Management, Development,

Retention

From transactional… …to transformational

Chief Human Capital Officer

Talent Strategy

Strategic Compensation

Strategic Operations

Acquisition Evaluation Benefits Employee Relations

Substitutes

Leadership and Professional

Development

MNPS Human Capital Strategy

Human Capital Theory of Change

If then

If MNPS recognizes, values and increases highly effective educators and staff, then student achievement will improve.

HC Theory of Change and MNPS Strategy

1. Focus on high student achievement2. Graduate all students college- and career-

ready3. Build a pipeline of great teachers and leaders4. Provide effective data to guide decision-

making5. Turn around low-achieving schools

Culture of Support

Efficient Systems

HC Theory of Action

Attract and Select

Evaluate and

Develop

Retain and Grow

HC Theory of Action: Two Foundational Strategies

• Build a culture focused on quality performance at all levels

• Implement efficient systems for attracting, onboarding and retaining effective educators and staff

HC Theory of Action: Three Transformational Strategies

• Attract the best teachers and leaders

• Make data-informed decisions regarding talent

• Retain the best teachers and leaders

Strategy: Build a Culture of Quality

Build a Culture of Quality: Focus on the Talent We Attract and Services We Provide

Culture is the DNA of any organization.

Culture is the DNA of any organization.

Strategy: Streamline Processes

Transitioning from a paper

process to electronic data management

Strategy: Attract Great Teachers and Leaders

Ethnicities of Students and Educators

White71%

African

American27%

Latino1%

Other1%

White34%

African American

46%

Latino16%

Other4%

EducatorsStudents

New Hires (634 last year)Feeder Preparation Programs

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Source for Preparation Program Qual-ity: Tennessee Higher Education Com-mission, Report Card on Tennessee Preparation Programs

@MNPSTalent #callingallrolemodels

Strategy: Make Data-Informed Decisions Regarding Talent

TEAM Evaluation Components

35%

15%

50%

Student Growth (TVAAS)Other Student Achievement MeasureObservation Rat-ings

Evaluation DistributionsComposite Scores

1 2 3 4 5

3.22%

17.66%

23.59%26.55%

28.98%

Evaluation DistributionsObservation Scores Only (50% of Total)

1 2 3 4 50.37%

3.41%

27.92%

47.31%

20.99%

Evaluation DistributionsGrowth Scores – School-wide (35%)

1 2 3 4 5

29.37%

5.98%

13.82%

8.52%

42.31%

Evaluation DistributionsGrowth Schools – Teachers with Individual TVAAS (35%)

1 2 3 4 5

20.24%

10.02%

24.56%

11.46%

33.66%

Evaluation DistributionsAdditional Achievement Measure (15%)

1 2 3 4 5

10.40%8.24%

13.78%17.99%

49.59%

State Distribution of TVAAS Individual Teacher Effect and Observation Scores

1 2 3 4 5

16.5%

8.1%

24.5%

11.9%

39.1%

0.2% 2.2%

21.5%

53.0%

23.2%

TVAAS Individual Teacher EffectObservation

MNPS Distribution of TVAAS Individual Teacher Effect and Observation Scores

1 2 3 4 5

20.2%

10.0%

24.6%

11.5%

33.7%

0.4%3.4%

27.9%

47.3%

21.0%

TVAAS Individual Teacher Effect Observation

Actions: Make Data-Informed Decisions Regarding Talent

Now:• Enhance observer training• Review leadership development strengths and

areas for development• Up Next:

Enhance training for principals

around observations

and feedback

Strategy: Retain Great Teachers and Leaders

Educators’ Years of Experience

<1 year 1-5 years 6-10 years 11-20 years >20 years

11.5%

30.3%

21.3%23.6%

13.3%

Implement career

pathways

Provide strategic compensation

Draft Timeline – Year 1 (January 2013 - December 2013)

Area of focus Winter 2013

Spring 2013

Summer 2013

Fall 2013

Winter 2014

CultureStreamlined systemsBrandingStrategic recruitmentQuality of dataPrincipal developmentStrategic compCareer pathwaysNew teacher induction

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