Human Resources interview custom essay

• How does your school district determine its direction and priorities with respect to the human resources department? Ever evolving and changing depending on the current superintendent and financial situation. As of now (current superintendent) the HR is strictly hiring and firing of personnel. What kinds of data and information are essential for the successful completion of the HR tasks and responsibilities; such as how much of the district budget is spent on recruitment? on induction? on orientation? on mentoring? on fees and dues to professional HR organizations? on travel to conferences? 5 years ago the district had a 17 million dollar shortfall/deficit, because of the money restraints and cuts there currently is no official budget for recruiting/hiring/orientation through the HR department
• How does your district attract highly qualified individuals for possible employment? Bedrock is an impressive suburb close to Denver. We offer competitive pay with the larger city districts. The small town feel and competitive pay attracts highly qualified individuals without having to recruit. Jobs are posted on a regional educational site and the district website. The districts normally receives over 200 applicants for each teaching position. What data indicates your district’s instructional staff is as diverse as its student population? It is not nearly as diverse as our student population. The district has grown from 1200 students in 1998 to over 9000 in 2015. The growth has brought a much more diverse student population. The district is currently 60% white, 23% Hispanic, 13% African American and 4% other. The district currently has 3 African American campus level administrators and none at the district level. The district is able to stay within compliance regulations because of the large number of minority employees in maintenance, custodial, aide, grounds and transportations positions.
• How does your district maintain a viable work-force over a long period of time? Good reputation, close to Denver, competitive pay, strong academics, these make Bedrock is an attractive place to work. The teacher turnover ration is normally less than 8%.
• What are the characteristics of successful HR administrators? (See the AASPA Statement of Ethics and Standards for Ethical Administration) people person, friendly, strong technology, knowledge of subject, fair minded
• What are the board policies regarding teacher dismissal? Teacher in need of classroom assistance need to be given the opportunity to improve in areas that need improvement such as lesson planning/preparing, classroom management etc… Teachers may be fired for serious offenses such as felonies, excessive us of force or inappropriate relationships/contact. Classified employee dismissal? Classified employees are at will and technically may be dismissed at any time but because of threats of lawsuits the district prefers documentation of appropriate reasons prior to dismissal. Who handles due process issues and hearings in your district? Bob Johnson Executive Director of Support Services. Discuss the due process rights of probationary staff and non-probationary staff.
• Discuss the conditions under which your district may be liable for the actions of its employees? Excessive use of force/discipline, transportation issues (wrecks etc..) inappropriate student teacher relationships. What policies does your district have in place to protect itself from legal issues related to employee mis-conduct. Trainings, employee handbook/policies and procedures and approved practices