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STRATEGIC MANAGEMENT OF HUMAN CAPITAL IN Boston. Overview: Sarah Archibald SMHC/CPRE Univ. of Wisconsin Panel: Carol Johnson, Superintendent, Boston Public Schools Craig Chin, Assistant Chief Operating Officer, BPS November 18, 2008. Boston’s Story. Prioritize HR reform - PowerPoint PPT Presentation
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STRATEGIC MANAGEMENT OF
HUMAN CAPITAL IN Boston
Overview: Sarah Archibald SMHC/CPRE Univ. of Wisconsin
Panel: Carol Johnson, Superintendent, Boston Public Schools
Craig Chin, Assistant Chief Operating Officer, BPS
November 18, 2008
Boston’s Story
• Prioritize HR reform
• Improve HR’s transactional processes
• Reform teacher contract as needed
• Strategic recruitment of teachers and principals
• Train your own teacher and principals
• Build a system of induction and mentoring
Prioritizing HR Reform
• Former Superintendent Payzant, with full support of mayor and school council, made HR reform a priority– Power to hire/fire head of HR– Made head of HR part of cabinet– Full fiscal support from the city/district
• Partnership with Boston Plan for Excellence– Brought in more dollars and spotlight
Improving Transactional HR Processes
• Switched to customer service perspective and fired those unwilling to change – Red carpet treatment for new teachers– Focus on accountability and responsiveness
to principals– Cross-training for HR staff
• Computer systems needed updating– Acquired grant funds to help pay for this
Reforming the Teacher Contract
• Ended voluntary excesses and blind bids
• Compressed hiring timeline
• Start of open postings to give principals more control over hiring process– Also the ability to keep provisional teachers
after one year by principal choice
Recruiting New Talent
• Early Hires (particularly for high-need)
• More strategic recruitment of minorities and high-needs positions (ESL, Math, Science, Special Ed)
• Competitive wages
• Strategic advertising and outreach for those who want to make a difference in urban schools
Growing New Talent
• Boston Teacher Residency (BTR)– District-based program run in conjunction with
the Boston Plan for Excellence– 1 year, pre-service program to train top talent
specifically to teach in Boston Public Schools• Highly selective entrance criteria• Accept enough minorities to mirror the ethnicities
of the district’s students• Began with 12 teachers in 2003-04• At its maximum it will train 100 teachers per year
Growing New Talent (cont.)
• Exploring School Administration in Boston (ESA)– 10 after-school seminars focusing on one aspect of
the role of school leader– Intended for those with an interest (but no experience)
in school administration
• Boston Principal Fellows Program– Highly selective yearlong residency in BPS (receive
100 applications and take 8-12)– Fellows receive comparable wages for the year– 4 days/week in the school, 1 day in the classroom
Induct and Mentor New Talent
• State law requires mentors for new teachers – Union has had 5 year lawsuit to get the district to provide mentoring
• District is working toward a comprehensive system for inducting and mentoring new teachers that includes:– Three day summer training institute– Monthly seminars for new teachers– New teacher developers– Networkers (for low-performing schools)– Less formal mentoring (buddy mentors in schools)
Enabling Factors in Boston
• Continuity of leadership
• Talent capacity
• Labor-management relationship
• Fiscal capacity– Strong economic times– Infusion of private funds
• Personal relationships