EUSD HUMAN RESOURCES
STAFFING, PROCESSES, AND THE ED-JOIN SYSTEM
KEVIN RUBOW ALICIA SCHLEHUBER NOVEMBER 14, 2013
STAFFING
Determine Staffing Needs:
• Attrition: Retirements and Resignations
• New Growth: IEP Requirements,
Enrollment Projections, New Programs,
Grants, Federal and State Regulations
• Budget Review/Cabinet Review
Steps in the Hiring Process
1. Review the Job Description (BP 4111): A. Minimum Qualifications –
Knowledge, Education, Experience (Including Licenses, Certifications, or Credentials)
B. Major Functions and Essential Duties C. Physical Requirements
D. Salary – Salary classification based on internal equity and external comparability. Changes to the job description must be
approved by the personnel commission (for classified positions) or the EUSD Board of Education (for certificated positions)
Steps in the Hiring Process
2. Filling Vacancies: A. Transfers –
Re-employment list: First rights to open positions
Certificated Transfers Prior to School Start Site completes the re-assignment process for both employee initiated and district initiated transfers. First consideration given to on-site employees. (EEEA CBA XIII. A. and B.)
HR posts remaining vacancies 3-5 days for in-house staff transfers and submits transfer
requests to sites for consideration. (EEEA CBA XIII. C. and D.)
Steps in the Hiring Process
A. Transfers continued
Mid year certificated vacancies
Posted for subsequent school year after the site re-assignment process has been
completed. The position is filled until then with a temporary employee. (EEEA CBA XIII. F.)
Classified transfer
HR posts vacancy notice for 6 days.
Permanent unit members receive equal
consideration with other applicants. (CSEA CBA Article 12)
Steps in the Hiring Process
Classified open postings – Internal candidates get service credit
Classified promotional postings – Only available to internal candidates
Classified open/promotional postings – Promotional/internal candidates are
considered first
If the vacancy still exists the process moves to the next step.
Requests to fill certificated vacancies are made via the filing of a SPERS 14 form (Personnel Requisition) with HR 11/14/13 Board Presentations, Page 6
Steps in the Hiring Process
3. Developing and Following the Recruitment Plan:
A. Advertising/Promotion
B. Posting Dates – Classified Merit rule must post for 15 days
Consider in-house or include outside candidates
C. Screening – Time set, screening team picked, secondary screening criteria established
Steps in the Hiring Process
3. Recruitment Plan continued
D. Interviews/Testing – Questions
and answers developed. Scoring/Ranking
methods established. Secondary
Interviews? Panel members or raters
chosen and trained. Dates and locations
set.
Classified Merit System: Tests used to
create eligibility lists of candidates. Staff
“certify” top three ranks on list.
Steps in the Hiring Process
Classified Merit System continued:
Fewer than 3 ranks, the hiring manager has
a choice of selecting or waiting for a new
list.
Testing is based upon the knowledge, skills,
and abilities needed to perform essential
job functions as determined by subject
matter experts.
Types of exams include training and
experience, performance testing, and
qualification appraisal interviews.
Steps in the Hiring Process
Classified Merit System continued:
Benefits of having candidates who are
assessed by a valid exam and an objective panel of subject matter experts are:
Increased chances of chosen candidates passing probation
Candidates know what is expected of them on the job
District protection from discrimination claims
Steps in the Hiring Process
4. Check References: Supervising
Administrator or HR
5. Certificated SPERS 180 Form
(Recommend for Hire) or Classified
Interview Records Sheet submitted to HR
Steps in the Hiring Process
6. HR Review
HR reviews previous steps, top candidate
applications, interview/test scores, and
reference check results.
7. HR Offers the Position
Contingent on signup completion and Board
approval. Personnel Commission approval
needed for commission staff
Steps in the Hiring Process
8. The Onboarding Process:
Conditional contract, education/experience verification for salary placement and salary schedule, E-Verify,
Credentials/Licenses/Certifications, fingerprinting, employment physical, TB clearance, and drug screening.
Forms: Board Policies, Emergency Information, Retirement
information (STRS/PERS Acknowledgement, verification, and booklet), Payroll Notification for 11/12 month , Direct Deposit, Oath of Allegiance, Code of Conduct, Beneficiary assignment, Employment verification and sick leave transfer, Workman’s compensation information and Safety Rules(Packet and
Acknowledgement Form), Substitute System login and use, Blood borne Pathogens, Immunization Election, Ethnicity, BTSA, Union deduction, Calendar. . .
Other: Benefits signup or election, POWERSCHOOL, E-mail,
Payroll/Accounting data sheet, ESCAPE, SDCOE, EDD Unemployment Notification
The
EDJOIN
SYSTEM
EDJOIN FACTS
• National educational job search tool used
by over 4000 school districts
• Contains over 4 terabytes of data
• Used by 2.5 million job applicants and
growing
• Averages over 10 million visits per week
in traffic
• EDJOIN 2.0 Redevelopment and
Re-launch due this year
• Job Posting, Employee
Profile, Applications
1
• Recruitment
Management
2
• Testing, Security,
Archives
3
Overview
Employee Profile
• Password Protected • Application • Resume • Letters of Introduction • Reference Letters • Credentials • Licenses • Certifications • Other Documents 11/14/13 Board Presentations, Page 17http://www.edjoin.org
http://www.edjoinadmin.org
Certificated Hiring Summary
Classification Hires 2012-2013 Hires 2013-Present
Substitute Teachers 189 93 Regular Ed Teachers (includes transfers) 93 93 Special Education Teachers (includes transfers) 31 41 Total 313 227
Classified Hiring Summary
Classification Hires 2012-2013 Hires 2013-Present
All Special Ed Regular (includes transfers) 95 39 All Non-Special Ed Regular (includes transfer) 123 67
All Special Ed Subs 56 13
All Non-Special Ed Subs
136 30
Total 410 149
Test Sessions 2012-2013 Test Sessions 2013-Present
155 45
Q
UESTIONS
?
Escondido Union School District November 14, 2013
School Year API Met API Net From Previous Year 2012-13 758 NA -4 2011-12 762 NA +12 2010-11 750 NA +15 2009-10 735 NA -7 2008-09 742 NA +8
718 725 734 742 735 750 762 758 500 550 600 650 700 750 800 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 2012-13
Escondido Union School District
History of the District Academic Performance Index
2008 2009 2010 2011 2012 2013
All Student 42.1 44.6 43.8 45.7 48.7 45.3
English Learners 25.9 29.8 30.3 33.8 35.9 33.7 Hispanic or Latino 30.6 34.3 34.6 36.7 40.1 38.4 Socioeconomically Disadvantaged 30.5 34.1 34.7 36.9 40.6 38.2 Students with Disabilities 20.5 25.3 29.1 33.4 34.5 34.0
20 25 30 35 40 45 50 55 P e rc e n t P rof ic ie n t
EUSD AYP ELA Trends
Exceptional Instruction
in All Classrooms
Universal Student Achievement
Use of Common Core NWEA MAP Compass Learning
Math Institute
Focus on ELD Lvl 1 & 2 Power Literacy
◦ Adapted units for EL 1 & 2s
Side by Side
o Development of ELD Units of Study
Curate Common Core Resources (My Big
Campus) 11/14/13 Board Presentations, Page 32
Spring 2014 Smarter Balanced Field Test for
English–language arts (ELA) and math in grades 3– 8, and grade 11 (and a select sample in grades 9 and 10)
California Alternate Performance Assessment
(CAPA) for ELA and math in grades 2 through 11
Science in grades 5, 8, and 10, including CST, CMA,
and CAPA
Expenditure
Priority Approximate Cost Funding Range Recommended Amount Approved Amount
Employee
Compensation $4.0Mil $4.0Mil $4.0Mil $4.0Mil School Site Safety $1.8Mil $845K (high risk
schools) $460K Facilities/M&O $75Mil + Immediate Needs $400K Deficit Spending
Reduction *$2.1Mil Up to $1Mil OPEB Liability $23.4Mil $590K - $2.1Mil
District Focus Goals ? $250K - $1Mil $425K Technology $5.5Mil Up to $4.0Mil $375K Restructuring/
Restorations $0.55 Mil $550K $550K Total $112.35Mil ? $6.2Mil $4.55Mil
