Human Resources module
The goal of the Masters in Governance eLearning program is to deliver a highly effective learning opportunity in a flexible and convenient format. The human resources module is the first complete on-line course. Featured in small video segments ranging in length from 12 to 31 minutes, board members and superintendents are taken through fast-paced overviews of the roles and responsibilities of the school board as it pertains to the area of human resources. In addition to the audio video portion, there are self-assessment quizzes at the end of each lesson.
This is a "stand-alone" course and does not fulfill the requirements of the Masters in Governance Program.
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Lesson descriptions
Lesson 1: The effective governance team
How the board and superintendent function as a governance team is a direct result of an established set of beliefs, norms and expectations. This lesson discusses the importance of developing a unity of purpose, establishing protocols, following proper operational procedures, and understanding the roles and responsibilities of the board and superintendent to establish a well functioning human resources system.
Lesson 2: Before hiring a new superintendent
This lesson discusses the importance of careful deliberation and planning prior to commencing a superintendent search. In addition to defining the roles and responsibilities of the board during the planning stage, it guides the board through the selection process for a search firm that fits the needs of the district. It also discusses the need for an inclusive process with opportunities for staff and community engagement.
Lesson 3: Superintendent hiring process
Hiring the superintendent is a major responsibility of the board. The first step in the process is identifying the qualities, knowledge, skills and professional experience desired in a new superintendent. The second step is incorporating community input in the process. How the board completes each step is further discussed.
Lesson 4: The superintendent’s contract
This lesson discusses the sequence of events leading up to the ratification of the superintendent’s contract, including developing the contract, the negotiations process, and typical contract clauses. In addition, the lesson explains the legal requirements for terminating the superintendent’s contract and the role of legal counsel in supporting the board.
Lesson 5: Preparing for a successful leadership transition
Now that a new superintendent has been hired, it’s time to prepare for the transition of leadership from one superintendent to another. In this panel discussion, learn how you can proactively prepare for a change in leadership to forge an effective governance team. Whether it’s a new superintendent or board member, one new person makes a whole new governance team.
Lesson 6: Superintendent evaluation
Superintendent evaluation is an important leadership tool for the board to use in fulfilling its governance responsibilities. This lesson speaks to the importance of conducting a superintendent evaluation and describes the required actions that the board must take to ensure an effective and meaningful process. The evaluation should meet the intent of the law and provide the superintendent with clearly defined expectations.
Lesson 7: Employment classifications
This lesson delineates the employment classifications within a school district. In addition, it discusses the roles and responsibilities assigned to the federal, state, county and local school district levels regarding specific laws and settlements that directly impact the quality of education and safety of children. Critical timelines related to teacher status, lay-offs and transfer of employees are also addressed.
Lesson 8: Roles & responsibilities
The board is responsible for setting the human resource goals for the district and approving policies that support the adopted goals. This lesson delineates the roles and responsibilities of the school board and those of the superintendent and other staff within human resources. In addition, it discusses conditions and parameters which may permit access to an employee’s personnel file.
Lesson 9: Legal requirements & accountability
This lesson describes the legal requirements and accountability responsibilities assigned to the trustees and the superintendent in the area of human resources. This lesson also discusses board-specific human resource responsibilities related to district policies, hiring procedures, evaluation design, resource allocation, staffing formulas and position control.
Lesson 10: Personnel policies & procedures
This lesson focuses on the board’s role in establishing personnel policies, procedures and programs related to hiring, dismissal, staff development, evaluation and recognition. In addition, this lesson addresses the topic of unlawful discrimination and the board’s role and responsibility in protecting the rights and privacy of all individuals.
Lesson 11: Board self-evaluation
This lesson illustrates the benefits of conducting a board self-evaluation on a regular basis. This process allows the governance team to assess their effectiveness, have candid conversations about their working relationships, review accomplishments, and set future performance expectations. A self-evaluation process serves to inform the board on how well they are working together in concert with the superintendent in an environment of trust and respect.
Lesson 12: Legal & ethical issues
ABSTRACT: The Ralph M. Brown Act, commonly known as the Brown Act, regulates how governing boards and other defined public entities conduct business. This lesson discusses the legal requirements related to complaint procedures, personnel files, first amendment rights, sexual harassment training, personal liability, financial conflict of interest, reduction in force procedures, mandatory leaves of absence, and the role of the board in judicial review.