DIRECTOR OF HUMAN RESOURCES (STAFFING)
A. QUALIFICATIONS:
1. The Director of Human Resources (Staffing) shall have the general qualifications of a teacher as prescribed by the State Department of Education.
2. The Director of Human Resources (Staffing) shall hold at least a master degree from an accredited college or University and a valid administrator's certificate.
3. The Director of Human Resources (Staffing) shall have at least five (5) years of successful teaching, administrative, and/or supervisory experience.
B. APPOINTMENT:
The Board of Trustees shall appoint the Director of Human Resources (Staffing) upon the recommendation of the Superintendent of Schools for a term of not more than two (2) years, and the contract will be considered for extension at the regular February meeting each year. C. REPORTS TO:
The Director of Human Resources (Staffing) shall be responsible to the Assistant Superintendent of Human Resources for the performance of all duties.
D. SUPERVISES:
The Director of Human Resources (Staffing) shall supervise the human resources paraprofessional staff.
E. JOB PERFORMANCE STATEMENTS: 1. Instructional Management
a. Is aware of the district's curricular and instructional strategies and needs and the overall ways that the functions of the personnel office support instruction.
b. Works cooperatively with principals and staff to define recruitment needs and recruit applicants who will best implement goals of the instructional program.
c. Works cooperatively with principals and staff to define personnel needs and select applicants who will best implement goals of the instructional programs.
2. School/Organizational Climate
b. Models behavior that promotes positive organizational climate. c. Uses practices that promote goal-directed behavior
d. Demonstrates openness to staff suggestions for improving office effectiveness. e. Fosters collegiality and team building among staff and encourages their active
involvement in decision-making.
f. Provides a positive, caring environment.
g. Works harmoniously with all administrators and teaching personnel. 3. School Improvement
a. Promotes school improvement through the applicant interview and hiring process. b. Promotes a positive image that supports the school district's mission..
c. Assists in the day-to-day personnel operations that contribute to the attainment of district goals and objectives.
4. Personnel Management
a. Assists in the recruitment, interviewing, evaluation, and screening of applicants for professional and paraprofessional positions.
b. Assists in maintaining personnel records required by the Texas Education Agency and the school district.
c. Assists in maintaining an application process that facilitates the recruitment and selection process.
d. Ensures compliance with federal personnel statutes (Equal Employment Opportunity compliance,
Title IX, Fair Labor Standards Act) as it relates to the selection process. e. Assists in the preparation of reports pertaining to personnel.
f. Assists in working with the Texas Education Agency and colleges and universities in the area of teacher certification so that the district's certification requirements are kept current and accurate.
5. Administration and Fiscal/Facilities Management
a. Assists in the implementation of the policies established by federal law, state law, and the State Board of Education rules and local board policy.
b. Is prompt and thorough in completing assignments and attending to details accurately and efficiently.
6. Student Management
a. Encourages the selection of employees who model appropriate behavior consistent with school rules for student conduct.
b. Encourages the selection of employees who can implement effective discipline management procedures.
c. Supports the district and campus rules for conduct. 7. School/Community Relations
a. Articulates the school’s mission to the community and solicits their support in making that mission become a reality.
b. Demonstrates awareness of school/community needs and initiates activities to meet those identified needs.
c. Emphasizes and nurtures two-way communication between the school and community.
d. Projects a positive image to the community. 8. Professional Growth and Development
a. Uses information provided through assessment instruments, the district appraisal process, and evaluative feedback from supervisors to improve performance. b. Strives to improve leadership skills through self-initiated professional development
activities.
c. Utilizes information and insights gained in professional development programs for self-improvement.
9. Other
a. Performs other duties as may be assigned by the Superintendent of Schools. F. EVALUATION:
1. The job performance statements shall constitute the criteria for an evaluation form with an evaluation code as follows:
N/A Measure Not Being Taken.
1 No Measurable Progress.
2 Progressed Toward The Goal.
3 Met The Goal.
4 Exceeded The Goal.
5 Significantly Exceeded The Goal.
2. The evaluation form shall contain a place for comments and general observations made by the evaluating person. These comments shall constitute additional criteria for evaluation.
3. The Director of Human Resources (Staffing) evaluation is a responsibility resting with the Assistant Superintendent of Human Resources. An evaluation shall be completed in writing at least once during the course of the school year.
4. The Assistant Superintendent of Human Resources shall submit to the Superintendent of Schools or the staff person designated by the Superintendent of Schools, the completed evaluation of the Director of Human Resources (Staffing) at the time stipulated by the Superintendent of Schools.
5. Administrators will be appraised according to the following calendar: Action Plan and Goal Setting Conference July-August
Data Collection and Analysis September-May
Contract Recommendation January
G. SALARY:
The salary of the Director of Human Resources (Staffing) shall be based on the schedule adopted by the Board of Trustees for this position.
Source: Local Approved: 7-17-2001
