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![Page 1: Strategic Human Resource Alignment: The Context for Changing Teacher Compensation Herb Heneman & Tony Milanowski Consortium for Policy Research in Education.](https://reader030.fdocuments.in/reader030/viewer/2022032802/56649de55503460f94add1b5/html5/thumbnails/1.jpg)
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
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Focus teacher effort on expected performances
Stimulate and enable performance improvement
Provide monetary rewards for performance improvement
Background: Roles of Performance Pay for Teachers
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School based performance award programs
Knowledge and skill-based pay programs - Skill blocks- Standards-based teacher evaluation
Background: CPRE Research on Performance Pay
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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
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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
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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
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HR Alignment
Vertical: HR practices reflect and convey teacher performance competencies
Horizontal: HR practices reinforce and support each other
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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
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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
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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
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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
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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
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Vertical Alignment Results - 1
HR Practice Percent Vertical Alignment
RecruitmentApplicant PoolsInformation
372848
SelectionLicensureAssessmentHiring Standards
53556045
InductionPre-serviceOn-the-job
8570
100
MentoringContentParticipants
929390
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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
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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
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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
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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
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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
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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
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Facilitators draft and study group approves final report and recommendations
Report presented to school board
School board approves recommendations
Final Report & Recommendations
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HR Alignment Assessment & ProcessesDesign of Teacher Performance Pay PlansEvaluation of Teacher Performance Pay Plans
Implications