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The school may employ necessary employees who are not required to hold teaching licenses to perform duties other than teaching and may contract for other services. The school may discharge teachers and non licensed employees. FULTON-GA_1404579-EDWARD-JONES.jpg' alt='Edward Jones Employee Handbook' title='Edward Jones Employee Handbook' />The Department of Transportation, Infrastructure and Energy provides for essential transportation systems for the travelling public and the effective and efficient. A person, without holding a valid administrators license, may perform administrative, supervisory, or instructional leadership duties. Minn. Statues 1. 24. D. 1. 0, subd. 1. Human Resources management is a critical element to starting and operating a successful charter school. A charter school needs a strong director. It also needs talented, dedicated teachers, and a competent business staff. 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Fifty five percent of employment claims result in money awards to employees. Android Emulator For Pc 1Gb Ram. Obviously, it is important for you to build and judiciously maintain a human resource management system that meets the requirements of the law. At the same time, your HR practices, at their heart, must be based on a commitment to fair and just treatment of staff. Good HR practices should help you create a work environment that supports your mission and encourages employees to develop and thrive. Following is a guide to effective human resources practice. It is only a guide, and is not meant to replace competent professional advice. Your HR practices should include consultation with professionals, including experienced administrators and an attorney specializing in employment law. Advice should be sought not only during your start up phase, but also as part of an annual policy review and revision process. Board Responsibilities. The Board is responsible for setting policy in areas related to human resources management, including policies governing salaries and salary schedules, terms and conditions of employment, fringe benefits, leave, and in service training. In most schools, the Board hires the Director and delegates to that person the tasks of recruiting, hiring, evaluating, promoting, and disciplining staff in accordance with established board policy. Position Descriptions. Accurate position descriptions are the backbone of a good HR system. A well written position description clarifies the responsibilities of a job, and the necessary skills, knowledge, and experience for successful job performance. This information should be the basis for all recruitment, hiring, training, performance appraisal, and disciplinary decisions. Good human resource management decisions are job related. To develop an effective position description, start by thinking about the critical responsibilities of the job. What does this person need to do How often does heshe need to do these things daily, weekly, monthly, as necessary Do the tasks involve working with students, other staff, parents, or community members How will you know that the job is being done well Next, think about the education, skills, and experiences necessary for successful performance of these critical responsibilities. This may, for example, include a relevant bachelors degree, subject area licensure, knowledge of the UFARS accounting system, or fluency in a foreign language. Finally, think about the education, skills, and experiences that would be helpful but are not necessary critical to successful job performance. This might include additional years of teaching experience, a masters degree, or experience working in a charter school. Other information that you may want to include on the position description includes A brief descriptionhistory of the organization. Percentage and length of appointment for example, This is a full time, 1. Supervision Who supervises this positionThere are a number of different formats that can be used to organize and present this information. Examples of several position descriptions can be found in the appendix. Important things to remember about position descriptions Position descriptions should be viewed as living documents. In other words, to be effective, they need to be continually updated. At a minimum, review and revision should be done annually, as a standard part of the employee evaluation process. In this way, all position descriptions remain current, and employees are reminded that their job responsibilities can be changed. Individual position descriptions within an organization should fit together like a mosaic, creating a complete picture of staffing needs. Every critical task associated with operating your school should appear on at least one persons position description. Recruitment and Hiring. Hiring decisions are perhaps the most important decisions made by a school. Personnel costs are likely to claim the largest share or your budget. Accomplishing your mission is dependent on having the right staff. For these reasons, it is essential to include someone that has experience in making personnel decisions in the hiring process. You will most likely want to have a hiring committee of three or more people, to insure input from multiple stakeholders. Your committee might include, for example, the Director, teachers, parents, and students. Timing is important. If at all possible, the hiring process should be designed to ensure that staff is identified no later than June. Earlier is preferable. Where budgets allow, new schools should consider hiring staff several weeks before the school actually opens, allowing them adequate time to prepare. To accomplish this, the hiring process should begin in January. The basic steps involved in an effective recruitment and hiring process are 1. Develop the position description. Post andor advertise the position. Receive and screen applications. Interview applicants. Check references. Make a hiring decision. Establish an employment contract. Develop a position description. An accurate, well written job description forms the basis for the subsequent steps in the process. The position description helps you clarify the job skills, knowledge and experience that you hope to find in a new employee. Post andor advertise the position. Once you have an accurate position description, the actual search begins. This stage begs for creativity. Think about where and how you might find applicants with the desired skills, knowledge and experience. Also, think about how many applications you hope to receive. If you believe that the number of available candidates is low andor you would like to receive a large number of applications, you may want to use several posting and advertising venues. Some possibilities are The most obvious and overused is the major, local newspaper. You may want to place an ad in the classified section of one or more major newspaper.