1694405 9.Human Resources

Chapter

9

Office

of

Human

Resources

Page

Office

of

the

Associate

Superintendent

for Human

Resources

....................................................................... 9-3

Employee

Assistance

Unit..........................................................................

9-3

Department

of

Recruitment

and

Staffing

....................................................... 9-9

Chapter

9 - 1

OBJECT OF EXPENDITURE

POSITIONS

Administrative

Business/Operations Admin.

Professional

Supporting Services

TOTAL POSITIONS

01

SALARIES & WAGES

Administrative

Business/Operations Admin.

Professional

Supporting Services

TOTAL POSITION DOLLARS

OTHER SALARIES

Administrative

Professional

Supporting Services

TOTAL OTHER SALARIES

TOTAL SALARIES AND

WAGES

02 CONTRACTUAL SERVICES

03

SUPPLIES & MATERIALS

04

OTHER

Staff Dev & Travel

Insur & Fixed Charges

Utilities

Grants & Other

TOTAL OTHER

05

EQUIPMENT

GRAND TOTAL AMOUNTS

Office

of

Human Resources

Summary

of

Resources

By Object

of

Expenditure

FY2009

FY2010

FY 2010

ACTUAL BUDGET CURRENT

15.000 15.000 15.000

2.100 2.100 2.100

36.000 34.375 34.375

53.100 51.475 51.475

$1,956,238 $1,924,594 $1,924,594

235,629 240,469 240,469

2,206,483 2,284,728 2,284,728

4,398,350 4,449,791 4,449,791

15,640 21,683 21,683

186,140 163,244 163,244

201,780 184,927 184,927

4,600,130 4,634,718 4,634,718

53,299 113,764 113,764

21,890 28,509 28,509

6,725 11,653 11,653

1,485,346 1,694,405 1,694,405

1,492,071 1,706,058 1,706,058

2,206 10,931 10,931

$6,169,596 $6,493,980 $6,493,980

Chapter

9·2

FY 2011 FY 2011

BUDGET CHANGE

15.000

2.100

34.375

51.475

$1,927,823 $3,229

241,973 1,504

2,213,130 (71,598)

4,382,926 (66,865)

21,683

163,244

184,927

4,567,853 (66,865)

113,764

28,509

11,653

1,694,405

1,706,058

10,931

$6,427,115 ($66,865)

n

=r

DI

""0

fij

...

\Q

I

W

Office

of

the Associate Superintendent for Human Resources

Associate Superintendent 1.0

Performance

Evaluation

Unit

Assistant to Associate Superintendent (N) 1.0

Employee

Assistance

Unit

Director

II

(Q)

Personnel Specialist (25) 1.0

1.0

Coordinator

(N)

1.0

A&S Personnel Assistant (23) 1.0

Employee

Assistance

Specialist

(8-0)

2.1

Investigation

Specialist

(25)

1.0

Administrative Services Manager 1(17) 1.0

Secretary

(12)

1.0

Administrative

Secretary

II

(15)

1.0

Administrative Secretary III (16) 1.0

Staffing

Assistant

(14)

2.0

Personnel

Assistant

III

(12)

2.0

Personnel

Assistant

I

(10)

0.875

Department of

Recruitment and Staffing

F.T.E.

Positions 17.975

FY

2011

OPERATING BUDGET

Office of Human

Resources-381/314

Dr.

Susan

F.

Marks,

Associate Superintendent

Mission

The

mission of the

Office

of Human Resources

(OHR)

is

to

provide

Montgomery

County

Public

Schools

with most

diverse,

highly

qualified

workforce

staff

in

every

position.

The

Office

of

Human

Resources

is

committed

to

recruiting,

selecting,

supporting

and retaining the highest

performing,

most

diverse

workforce

to

support success.

Major Functions

The

office

oversees

the

Department

of

Recruitment

and

Staff-

ing,

the

Performance

Evaluation

Compliance

Unit,

and

the

Employee

Assistance Program

(EAP).

The

office

recruits,

hires,

and

conducts

selection

and

assessment

processes

for

all

MCPS

staff,

monitors

employment

laws,

and

implements

the

strategic

plan

for

human resources.

The

OHR

strategic

leadership

team,

comprised

of administrative

and

supervi-

sory

staff

and

representatives

from

staffing,

supporting

ser-

vices,

certification,

and

performance

evaluation, has

aligned

the

OHR

strategic

plan

with

Our

Call

to

Action:

Pursuit

if

Excellence

and

the

Office

of

the

Chief

Operating

Officer

stra-

tegic

plan.

The

OHR

strategic planning

team

meets

monthly

to

review

performance

measures and reports progress at

monthly

staff

meetings.

The

office

manages

and

monitors

pre-employment

partner-

ship

budgets

and

oversees

the

supervisors of student

teach-

ers

process

and

allocations.

The

office

serves

as

the

MCPS

liaison

to

the

Maryland

State Department of

Education

for

matters

National

Board

for

Professional

Teaching

Standards

(NBPTS)

certification and

works

collaboratively

with

the

Montgomery

County

Education

Association

and

the

Office

of Organizational

Development

to

promote,

recruit,

and select

MCPS

teachers

to

pursue

NBPTS

certification.

Additionally,

the

office

arranges selected systemwide

rec-

ognition events and oversees

MCPS

employee

award and

recognition programs, including

MCPS

Years

of

Service,

Montgomery

County

Teacher

of the

Year,

Maryland

State

Teacher

of

the

Year,

and

The

Washington

Post

Agnes

Meyer

Outstanding

Teacher

award.

The

office

advises

all

MCPS

staff

on

human resources matters and takes leadership

in

ensuring that

all

policies

and regulations

human

resources

are

implemented

and

updated,

as

appropriate.

The

Office

of

Human

Resources

conducts

pre-employment

background

checks,

including processing

more

than

2,153

fingerprints

as

of the opening of

school,

and monitoring

litigation,

equal

employment

opportunity,

human

relations,

and

Americans

with

Disabilities

Act

issues that

are

raised

by

employees;

assists

in

adjudicating

grievances;

represents

principals

in

matters

of

discipline,

hearings, arbitrations,

and

grievances;

participates

in

the

collective

bargaining

process;

handles

all

employee

investigations;

oversees

the

employee

evaluation systems; provides counseling

and

consultation

services

through

EAP

to

intervene

in

and prevent

work

per-

formance

issues

and

processes

all

employee

dismissals

and

non

-renewals.

The

office

continues

to

focus

process

improvement

initia-

tives

around

technology.

Coinciding

with

the

development

and

implementation

of

the

applicant

tracking

system

is

the

301-279-3270

development

of

Human

Resources

Online

(HRO).

The

HRO

system

will

streamline and enhance the effectiveness of

currently existing databases

and

processes,

resulting

in

an

integrated human

resources

system

that spans

the

applica-

tion

process, hiring, and evaluation.

Continuous

improve-

ment activities also include improving the technology

to

process

employee

transactions, scanning the personnel

files

of

22,000

employees,

streamlining

resume

scanning,

imple-

menting the

employee

professional growth systems, and

working

with

MCPS

schools

and

offices

to

increase

diversity

in

the

workforce.

Trends and Accomplishments

The

Office

of

Human

Resources

fills

each administrative

position

with

the

most

qualified

and

productive

applicant

or

employee.

The

office

is

impacted

by

an

increasingly

veteran

work

force

that

is

eligible

for

retirement;

a student

popula-

tion

with

diverse

educational and

social

needs;

significant

nationwide shortages

in

teacher and administrative

appli-

cants;

increasing requests

for

services

and

information;

and

increased legislation and mandates at the federal, state,

and

local

levels.

Community

demands

for

higher

standards

of

accountability

for

all

personnel

and

the

need

for

student

achievement

and

safety

require

more

frequent

investigations

and

a greater

commitment

of

time

to

employee

evaluations.

The

office

continues

to

aggressively recruit a strong and

diverse applicant

pool

for

administrative vacancies.

For

the 2008-2009 school

year,

the

office

filled

15

principal

vacancies; 5 elementary schools, 7

middle

schools, and 2

high schools, and

one

special school with the following

diversity-27 percent African

American,

0 percent Asian

American,

0 percent Hispanic, and

73

percent

White.

All

new

principals

were

internal candidates.

The

office

filled

20

central

office

vacancies

with

the

following

diversity-40

percent

African

American,

0

percent

Asian

American,

0

per-

cent

Hispanic,

and

60

percent

White.

In

addition,

one

special

school

coordinator

position

and

3

magnet

coordinator

posi-

tions

were

filled.

The

ongoing collaborative effort

to

reach and train

more

internal candidates

for

assistant principal positions and

for

other leadership

roles

with

the

offices

of

Organizational

Development and

School

Performance has increased the

internal

pool.

For

the

2008-2009

school

year,

54

qualified

assistant principal candidates

were

processed

for

accep-

tance

into the assistant principal

(AP)

eligibility

pool;

50

assistant

principals

vacancies

were

filled

with

the

following

diversity-46 percent

African

American,

0 percent Asian

American,

0

percent

Hispanic,

and

54

percent

White.

Seven

new

assistant

school

administrators vacancies

were

filled

with

the

following

diversity-71

percent

African

American,

29

percent

Asian

American,

0

percent

Hispanic,

and

0

per-

cent

White.

The

professional

growth

systems

for

all

employees

are

fully

implemented.

Each

professional growth system has an

evaluation

component,

professional

development

plan,

and

a

peer

assistance

process

to

support continuous

improvement

of

employee

performance.

Ongoing

collaborative

meetings

Chapter 9 - 4

Office of Human

Resources-381/314

Dr.

Susan

F.

Marks,

Associate Superintendent

were

held

with

the

Office

of

School

Performance

(OSP)

and

the

Office

of Organizational

Development

(OOD)

to

clarify

the

evaluation

cycles

for

APls,

AP2s,

and

principal

interns.

The

office

is

responsible

for

assisting administrators and

supervisors with internal investigations and

all

facets of

disciplinary

action

of

employees.

One

hundred

and

thirteen

investigations

were

conducted

in

FY

2009.

All

legal

actions

employment and disciplinary actions

are

coor-

dinated through this

office.

The

quality of investigations

and

collaboration

with

employee

organizations has

led

to

a

decrease

in

the

number

of

grievances.

The

office

facilitates

the

return of

employees

from

leave.

The

Case

Management

Team

meets

regularly

to

review

employee

leave

status and

to

work

with schools,

offices,

and

employee

organizations

regarding

work

assignments.

The

Legal

Management

Team

meets

monthly with staff

and

county

attorneys

to

address

and take action

on

issues regarding

MCPS

practices and

procedures

involving

or

likely

to

involve

legal

ramifications.

Continuing services

to

employees

to

improve

work

force

excellence

have

been

provided

in

the

area

of

employee

assis-

tance.

Close

collaboration

between

employee

assistance staff

and

human

resources

staff results

in

fewer

legal

claims

and

greater

employee

productivity.

In

FY

2009,

654

individual

cases

were

handled through

the

Employee

Assistance

Pro-

gram,

and the unit conducted

36

auxiliary services; e.g.,

workshops,

crisis

responses,

and

orientation presentations,

reSUlting

in

a

more

supported

and

productive

work

force.

Major Mandates

The

Office

of

Human

Resources

is

the

major

office

respon-

sible

for

the

following:

• Implementing overall governance

policy

for

human

resources-Board

of

Education

Policy

GM,

Positive

Work

Environment

in

a

Self-Renewing

Organization.

•

Conducting

thorough investigations

the

Sexual

Harassment

Policy

and

the

Child

Abuse

and

Neglect

law

to

serve

as

a liaison

to

Child

Protective

Services,

the

MCPS

Department

of

School

Safety

and

Security,

the

Montgomery

County

Police

Department,

and

the

Mont-

gomery

County

State's Attorney's

Office.

• Administering

the

Equal

Employment

Opportunity

law

that requires

close

collaboration

with

legal

counsel

on

all

cases

and quarterly

reporting

to

the

Board

of

Education.

•

Providing

direct

assistance

to

help

facilitate

reasonable

accommodations

for

employees

with

disabilities

in

compli-

ance

with

the

Americans

with

Disabilities

Act

(ADA.).

In

FY

2009,

92

requests

were

referred

for

consideration

of

ADA

accommodations,

of

which

60

cases

were

closed.

• Ensuring that

the

Family

Medical

Leave

Act

(FMLA),

requirements

are

properly

executed

and

providing

careful

administration

of

leave

poliCies

for

all

employees.

• Ensuring that

the

Federal

Department

of

Transportation

drug

testing

rules

are

implemented.

•

Conducting

investigations of

employees

regarding

alle-

gations

of

inappropriate, unprofessional,

and

criminal

behavior.

301-279-3270

•

Overseeing,

collecting,

and

maintaining

the

evaluations

of

all

MCPS

employees.

•

Conducting

federal/state

mandated

criminal

background

checks

on

all

new

hires.

•

Ensuring

the

systemwide

compliance

of

federal/state

drug

testing

mandates.

• Maintaining the employment records

for

all

MCPS

employees.

•

Maintaining

authorization

documents

on

all

MCPS

alien

workers.

•

Monitoring

and increasing

customer

satisfaction.

•

Monitoring

all

milestones,

data

points,

and

performance

measures

the

MCPS

workforce

outlined

in

the

district strategic

plan.

Strategies

•

Expand

recruitment

efforts

targeting

diverse

and

bilingual

candidates

to

increase

the

diversity

of

the

administrative

pool.

•

Collaborate

with

the

Office

of

Organizational

Development,

the

Montgomery

County

Association

of Administrators

and

Principals

(MCMP),

and

stakeholders

to

support

the

Administrative

and

Supervisory

Professional

Growth

System.

• Collaborate with the

Montgomery

County

Education

Association

(MCEA)

and

MCMP

to

support

the

devel-

opment

of

a

teacher

career

lattice

to

provide

leadership

opportunities

for

lead

teachers

in

high

needs

schools.

•

Collaborate

with

the

Office

of

Organizational

Develop-

ment,

MCEA,

and

stakeholders

to

support the

Teacher

Professional

Growth

System.

•

Collaborate

with

SEIU

Local

500

and

the

Office

of

Orga-

nizational

Development

to

implement

the Supporting

Services

Professional

Growth

System

and

the

Supporting

Services

Orientation

Program.

•

Collaborate

with

the

Maryland

State

Department

of

Edu-

cation

(MSDE)

to

seek

additional

options

for

teachers

to

be

designated

"highly

qualified.

II

•

Collaborate

with

the

American

Productivity

and

Quality

Center

on

the

Open

Standards

Benchmarking

Collabora-

tion

for

Education

Project.

•

Conduct

seminars/workshops regarding investigation

protocol

and

evaluation

procedures

for

new

adminis-

trators

and

new

teachers

and

at various

meetings

and

conferences.

•

Collaborate

with

employee

organizations through the

labor/management

committees.

•

Collaborate

with

principals

and the

MCAAP

advisory

group.

Chapter 9 - 5

Office of Human Resources-381/314

Dr.

Susan

F.

Marks, Associate Superintendent

Performance Measures

Performance Measure:

Percent

of

employees

who

indicate

satisfaction after utilizing

employee

assistance

services.

FY

2009

Actual

99%

FY

2010

Estimate

98%

FY

2011

Recommended

98%

Explanation:

This

measure reports the percentage of

employees

who

report

satisfaction

on

Employee

Assistance

Client

Survey.

Performance Measure:

The

diversity

of

Board

of

Education

appointed administrators

new

to

the position

will

remain

above

30

percent

and

will

increase

by

1

percent

each

year.

FY

2009

Actual

36%

FY

2010

Estimate

37%

FY

2011

Recommended

43%

Explanation:

This

measure

highlights

the

percentage

of

Board

of

Education

appointed

administrative

new

hires,

which

includes

principals

and

central

office

administrators.

301·279·3270

Budget Explanation

Office

of

Human

Resources-381/314

The

FY

2011 request

for

this office

is

$3,510,665, an

increase of $65,952

from

the current

FY

2010 budget of

$3,444,713.

An

explanation

of

this

change

follows.

Continuing Salary

Costs-($22,925j

There

is

a

decrease

of

$22,925

in

continuing salary

costs.

Step

or

longevity

increases

for

current

employees

are

offset

by

reductions

for

staff

turnover.

Realignments-$88,877

There

is

a

realignment

of a

1.0

personnel

specialist position

and

$77,442

to

this

budget

from

the

Department

of

Recruit-

ment and Staffing.

Also,

$11,435

is

realigned

from

the

Department of

Recruitment

and

Staffing

to

this budget

for

office

supplies.

Chapter

9 - 6

Office

of

Assoc. Supt. for

Human

Res. -381/314

Dr.

Susan

F.

Marks,

Associate Superintendent

Description FY 2009 FY 2010 FY 2010

FY

2011

Actual Budget Current

Request

01

Salaries

&

Wages

Total Positions (FTE) 17.600 16.975 16.975 17.975

Position Salaries $1,464,478 $1,513,150 $1,513,150 $1,567,667

Other

Salaries

Supplemental Summer Employment

Professional Substitutes

Stipends

Professional Part Time 21,683 21,683 21,683

Supporting Services Part Time 118,965 118,965 118,965

Other 13,921 13,921 13,921

Subtotal Other Salaries 173,920 154,569 154,569 154,569

Total

Salaries

&

Wages

1,638,398 1,667,719 1,667,719 1,722,236

02

Contractual

Services

Consultants

Other Contractual 97,388 97,388 97,388

Total

Contractual

Services

45,961 97,388 97,388 97,388

03

Supplies

&

Materials

Textbooks

Media

Instructional Supplies & Materials

Office 16,276 16,276 27,711

Other Supplies & Materials 798 798 798

Total

Supplies

&

Materials

11,924 17,074 17,074 28,509

04

Other

Local Travel 4,971 4,971 4,971

Staff Development 255 255 255

Insurance & Employee Benefits

Utilities

Miscellaneous 1,646,375 1,646,375 1,646,375

Total

Other

1,443,502 1,651,601 1,651,601 1,651,601

05

Equipment

Leased Equipment 10,931 10,931 10,931

Other Equipment

Total

Equipment

2,206 10,931 10,931 10,931

Grand

Total $3,141,991 $3,444,713 $3,444,713 $3,510,665

Chapter

9-7

FY2011

Change

1.000

$54,517

54,517

11,435

$65,952

Office

of

Assoc.

Supt.

for

Human Res. -381/314

Dr. Susan F. Marks, Associate Superintendent

CAT

DESCRIPTION

I I

381

Office

of

Assoc. Supt.

for

Human Res.

11

1 Associate Superintendent

1 Q Director

II

1

11

I

~

11

I

~

I

11

I

N Asst. to Assoc Supt

N Coordinator

25 Personnel Specialist

25 Investigation Specialist

23 A&S Personnel Assistant

17 Admin Services Manager I

16 Administrative Secretary III

15 Administrative Secretary

II

14 Staffing Assistant

12 Personnel Assistant

III

10 Personnel Assistant I

I

Subtotal

I 314 Employee Assistance Unit

1 BD Employee Assistance Spec

1 12 Secretary

I

Subtotal

Total

Positions

10

Mon

FY

2009

ACTUAL

I

1.000 I

1.000

1.000 1

I

1.000 I

1.000 1

1

2.000

2.625

.875 1

14.500

2.100

1.000

3.100

17.600

FY2010

BUDGET

1.000

2.000

.875

13.875

2.100

1.000

3.100

16.975

Chapter

9-8

1

FY

2010

CURRENT

I

1.000 1

1.000

1.000 1

1.000

2.000 I

2.000

.875

13.875

2.100 I

1.000

3.100

16.975

FY2011

FY20t1

REQUEST

CHANGE

I

1.000 1

1.000

1.000 1.000

1.000

1.000 1

1.000 I

2.000

.875

14.875 1.000 I

2.100 1 1

1.000 1 1

3.100

17.975 1.000

t"'I

=-

QI

"0

:t

...

\0

I

\0

Department of Recruitment and Staffing

Director

II

(Q) 1.0

Administrative Secretary III (16) 1.0

I I

Substitute

Calling

Office

Certification

Team

Position

Management

I

Employment

Process

Coordinator

(17)

1.0

Coordinator

(N)

1.0

Personnel

Assistant

IV

(15)

2.0

Personnel

Assistant

III

(12)

1.0

Certification

Specialist

(24)

1.0

Certification

Assistant

(18)

2.0

Personnel

Assistant

IV

(15)

1.5

Staffing

Assistant

(14)

2.0

Personnel

Assistant

III

(12)

1.0

I I

.

Teacher

Level

Staffing

Team

Supporting

Services

Staffing

Team

Coordinator

(N)

8.0

Coordinator

(N)

1.0

Staffing

Assistant

(14)

3.0

Staffing

Analyst

(26)

4.0

Personnel

Assistant

IV

(15)

2.0

Staffing

Assistant

(14)

1.0

F.T.E.

Positions 33.5

FY

2011

OPERATING BUDGET

Department

of

Recruitment and

Staffing-382

Giles

R.

Benson, Acting Director

II

301-279-3278

Mission

The

mission

of

the

Department

of

Recruitment

and

Staffing

is

to

promote

workforce

excellence

by

recruiting,

hiring,

and

retaining

highly

qualified,

diverse

individuals

for

teaching,

supporting services, and substitute positions

to

support

student achievement through effective communication,

management

of

resources,

and

systematic

accountability

to

all

stakeholders.

Major Functions

The

department

recruits

nationwide

to

ensure that teacher

and supporting

services

positions

are

filled

from

a

broad,

diverse, and high-quality applicant

pool.

Applicants are

recruited

through visits

to

college

campuses

and

consortia,

job

fairs,

association

and

community

events,

university

part-

nerships, student

teachers,

career

awareness

programs,

and

employee

referrals,

and

by

advertising

in

various

newsprint,

publications,

radio,

E-recruiting

sources,

and

the

recruitment

website.

The

department,

in

collaboration

with other

OHR

staff,

man-

ages

MCPS

pre-employment

and recruitment partnerships

with

local

universities

that

increase

the

number

of

applicants

from

diverse ethnic backgrounds and

in

critical shortage

fields, specifically

in

the most challenging schools.

The

department collaborates with the

Office

of Organizational

Development

to

provide

support

to

new

teachers

to

increase

retention,

which

supports

recruitment

efforts.

The

department interviews and evaluates the credentials

of

all

candidates and works closely with school-based

administrators and program managers

to

hire the most

qualified

applicants

to

work

with

students.

The

department

ensures that

vacancies

are

filled

only

in

allocated

positions.

In

addition

the

department

works

to

ensure that there

are

a significant

number

of

highly

qualified

candidates

for

all

vacant

positions,

and

is

committed

to

balanced

staffing

and

a

diverse

workforce.

To

ensure

that

employees'

knowledge,

skills,

and

abilities

are

appropriately

matched

with

assigned positions,

the

depart-

ment

administers

processes

for

voluntary and involuntary

transfers,

promotions,

and

reassignments.

The

department

interviews

and

staffs substitute teacher positions.

The

department

supports

directors

and

supervisors

in

updat-

ing

job

descriptions;

conducts

position

classification

studies;

maintains position descriptions; recommends personnel

policies,

procedures,

and

regulations regarding

classification

issues;

conducts

classification

benchmarking

to

determine

MCPS

competitiveness; and participates

in

the

collective

bargaining

process.

The

Certification

Unit

ensures that

only

qualified instruc-

tional personnel

work

directly with students.

This

unit

evaluates

the

credentials

of

prospective

teachers,

processes

initial teaching

certificates

through

the

Educator

Informa-

tion System

(EIS)

which links with the Maryland State

Department

of

Education

(MSDE),

maintains certification

records

and

highly

qualified

designations

for

all

teachers/

profeSSionals,

monitors

and

informs

employees

of

require-

ments

to

renew

certificates, processes

certificate

renewals

through

EIS,

and

implements

the

Quality

Teacher

Incentive

Act.

Trends and Accomplishments

Increased competition

for

highly qualified teacher candi-

dates,

especially

with the current

nationwide

teacher

short-

age

in

special education, speech/language pathologists,

occupational therapists (OTs)/physical therapists

(PTs)

,

math, physics, chemistry, and foreign language, contin-

ues

to

require innovative recruiting and hiring, including

extensive use of the Internet.

To

remain

competitive

with

other

school

districts,

the

department,

in

collaboration

with

the

Office

of

Chief

Technology

Officer,

is

developing

a

new

applicant

tracking

system

(ATS)

and

human

resources

online

(HRO).

The

new

ATS

will

integrate

with

HRIS/Lawson

and

Fortis

Document

Management

System.

The

addition

of

Fortis

Powerweb

will

allow

hiring

managers

to

view

documents

of

employees

hired

from

2000

to

the

present

from

their

desk-

top.

The

ATS

Project

Team

developed

the

workflows,

profiles,

and

career

site

pages

to

automate

and

streamline

the

hiring

process.

With

ATS,

MCPS

is

moving

toward

an

automated,

paperless

hiring

process.

In

addition,

the

department

is

collaborating

with

the

Office

of

Organizational

Development

and

the

Department

of

Career

and

Technology

Education

on

a K-12 recruitment project

targeting

LatinolHispanic

students

in

the

Gaithersburg

High

School

Cluster

to

encourage

them

to

consider

teaching

as

a

viable

profession

and recruit

them

upon

high

school

gradu-

ation

into

a partnership

program

with

Montgomery

College

and

Towson

University.

Partnerships

with

George

Washing-

ton

University,

Johns

Hopkins

UniverSity,

and

University

of

Maryland

at

College

Park

also

support our

Grow

Your

Own

Teacher

initiatives

for

critical

staffing

areas.

To

provide

better customer service

to

schools and central

offices,

the

Elementary,

Secondary,

and

Special

Education

staffing

teams

have

been

eliminated

to

create

one

Teacher-

level

Staffing

Team

which

will

promote

greater

efficiency

and

improve

the

organizational

agility

of

the

department

through

increased emphasis

on

teamwork ready

to

fill

in

for

each

other

as

needed

to

address

the

staffing

needs

of

stakehold-

ers.

This

reorganization

also

will

promote

the

coordination

of

the

staffing

teams

in

schools,

offices,

and

OHR

to

establish

consistent

teacher

selection

criteria

to

recruit,

select,

and

hire

highly

qualified

candidates

to

meet

the

specific

needs

of

the

schools

and

offices.

The

department

began

the

2009-2010

school

year

with

the

majority

of

teacher-level

positions

filled

by

contracted

or

qualified substitute teachers,

and

3,633

transactions

were

completed

for

assignments

to

positions.

1\venty

percent

of

newly

contracted

teachers

are

graduates

of

MCPS

university partnerships and 19 percent

of

newly

contracted teachers are

MCPS

graduates.

As

a result of

an

aggressive recruitment

campaign

targeting historically

Black

colleges

and universities and other institutions and

organizations with high percentages of racial and ethnic

diversity

for

FY

2010,

on

the opening

day

of

school,

the

Chapter 9 -

10

Department of Recruitment and

Staffing-382

Giles

R.

Benson, Acting Director

II

301-279-3278

diversity

of

the

555

new

employees

hired

for

teacher-level

positions

are

as

follows-72 percent

White,

12.96

percent

African

American,

7.6

percent

Asian

American,

7.2

percent

Hispanic,

and

0.6

percent

Native

American.

The

department

will

continue

to

work

toward

increasing

the

diversity

of

the

teacher

workforce.

The

Supporting

Services

Team

collaborated

with

the

Depart-

ment of Transportation

(DOT)

to

develop a process

for

recruiting, Interviewing, hiring, and dismissing transpor-

tation staff

by

sharing responsibilities between

OHR

and

DOT.

For

supporting

services

positions,

more

than

228

new

permanent

employees

and

42

substitutes

were

hired,

and

more

than

979

employees

received

transfers

or

promotions.

Despite

the

high internal

mobility

rate,

98

percent

of

sup-

porting

services

jobs

are

fully

staffed throughout

the

year.

The

representation

of

diversity

is

well

served

with

the

fol-

lowing

demographics-28 percent African

American,

9.3

percent Asian American,

17

percent Hispanic, and 45.3

percent

White.

The

pool

of

available,

qualified

substitute

teachers

is

strong.

The

Substitute

Teacher

Unit

continues

to

use

the

enhanced

substitute calling system and

WebCenter

to

fill

teacher

absences.

The

FY

2009

rate

of

unfilled

teacher

absences

was

1.7

percent.

The

department

will

continue

to

work

to

further

reduce

the

unfilled

rate.

Strategies

to

keep

the

unfilled

rate

at 3

percent

or

lower

include

daily

and

monthly

monitoring

of

leave

and

monthly

substitute

teacher

orientation sessions

for

newly

hired substitute teachers. Staffers interview

all

substitute teacher applicants

to

ensure quality

control

in

the

hiring of substitute

teachers

and

as

a strategy

to

recruit

and

hire

certified

teachers.

During

FY

2009,

860

substitute

teacher

applicants

were

interviewed

and

approved

as

quali-

fied

substitute teachers. Substitute

teachers

were

surveyed

to

determine

how

many

hold

a

valid

Maryland

professional

eligibility

certificate

or

standard

or

advanced

professional

certificate.

Survey results indicate

717

substitute teachers

report

holding a

valid

Maryland

teaching

certificate.

Increased

accountability

for

the

federal

No

Child

Lift

Behind

legislation and state regulations, including professional

development plans, verified experience, and additional

course work, as

well

as the growing number of teacher

positions, has significantly increased

the

time

required

to

monitor

the

certificates

of

professional

employees.

MSDE

has

taken

an

aggressive

approach

to

higher

standards

and

moni-

toring

for

all

Maryland

teachers,

which

the

Office

of

Human

Resources

supports

and

implements.

The

mandate

for

highly

qualified

teachers and paraeducators

in

the No Child

Lift

Behind legislation requires significant

changes

in

federally

funded

TItle

I

schools

and

systemwide

by

July

I,

2006.

For

fiscal

year 2008, 100 percent of

TItle

I paraeducators

are

designated "highly

qualified"

with

the

opening

of

schools.

Major

Mandates

•

Federal

No Child

Lift

Behind

legislation

requires

federally

funded

TItle

I

schools

to

hire

only

highly

qualified

teach-

ers

and

paraeducators

and

all

teachers

and

paraeducators

to

be

highly

qualified

by

July

I,

2006,

with

a

grace

period

until

July

I, 2007.

MCPS

met

this

goal

for

FY

2008.

•

TItle

VII

of the

Civil

Rights

Act

prohibits

employment

discrimination based

on

race,

color,

religion,

national

origin,

or

sex.

The

department

ensures

equal

employment

opportunities

and

workforce

diversity

for

all

positions.

•

Adherence

to

the

employee

organization

contracts

involv-

ing staffing issues

is

essential

to

avoid

grievances

and

litigation

on

employment

decisions.

Strategies

•

Continue

collaboration

with

the

Office

of

School

Perfor-

mance

to

advance

the

staffing

calendar

one

month

so

that

schools

receive

staffing

allocations

in

early

March.

This

process

results

in

earlier

access

to

teacher

candidates

to

eliminate

the

loss

of

candidates

to

other

districts.

•

Expand

recruitment

efforts

targeting

diverse

and

bilingual

candidates

to

increase

the

diversity

of

the

workforce.

•

Collaborate

with

the

Office

of

Organizational

Development

to

provide

support

to

new

teachers

in

effort

to

increase

teacher retention rates.

•

Continue

joint

work

groups

to

implement

position

man-

agement and

to

monitor

allocations

and

placements.

•

Collaborate

with

SEIU

Local

500

and

schools

to

expand

supporting services positions

posted

on

the vacancy

database

and

to

support

the

SEIU

mentoring

and

career

pathways

program.

•

Streamline

the

supporting

services

application

process

with

the

creation

of

electronic

files

and

tracking

system.

Performance Measures

Performance Measure: Percent of filled vacancies for

teaching positions at

the

opening

of

school

will

increase

by

1

percent

annually.

FY

2009

Actual

94%

FY

2010

Estimate

95%

FY

2011

Recommended

96%

Explanation:

This

measure

reports

the

percentage

of

vacant

teaching

positions

filled

at

the

start

of

the

school

year.

Performance Measure:

The

percent

of

teachers

in

TItle

I

schools

designated

as

"highly

qualified"

will

increase

to

100

percent.

FY

2009

Actual

99.3%

FY

2010

Estimate

100%

FY

2011

Recommended

100%

Explanation:

This

measure reports the percentage of

teachers

in

TItle

I

schools

designated

"highly

qualified,"

as

required

by

the

No Child

Lift

Behind

legislation.

Chapter

9 -

11

Department of Recruitment and

Staffing-382

Giles

R.

Benson, Acting Director

II

301-279-3278

Performance Measure:

The

percent of unfilled rate

for

teacher absences

will

decrease

to

3

percent

or

lower.

FY

2009

Actual

1.7%

FY

2010

Estimate

1%

FY

2011

Recommended

.75%

Explanation:

This

measure reports the percentage of

unfilled

rate

for

teacher

absences.

Budget Explanation

Department

of

Recruitment and

Staffing-382

The

FY

2011

request

for

this

office

is

$2,916,450, a

decrease

of$132,817

from

the

current

FY

2010

budget

of

$3,049,267.

An explanation

of

this

change

follows

Continuing Salary Costs-($43,940)

There

is

a

decrease

of

$22,925

in

continuing salary

costs.

Step

or

longevity

increases

for

current

employees

are

offset

by

reductions

for

staff

turnover.

Realignments-($88,877)

There

is

a

realignment

of a

1.0

personnel specialist

position

and

$77,442

from

this

budget

to

the

budget

for

the

Office

of

Human

Resources.

Also,

there

is

a realignment of $11,435

for

office

supplies

to

the

Office

of

Human

Resources'

budget.

Chapter 9 - 12

Department

of

Recruitment and Staffing -382

Giles R. Benson, Acting Director

II

Description

FY

2009 FY 2010 FY 2010

FY

2011

Actual Budget Current

Request

01

Salaries & Wages

Total Positions (FTE) 35.500 34.500 34.500 33.500

Position Salaries $2,933,872 $2,936,641 $2,936,641 $2,815,259

Other

Salaries

Supplemental Summer Employment

Professional Substitutes

Stipends

Professional Part Time

Supporting Services Part Time 30,358 30,358 30,358

Other

Subtotal Other Salaries 27,860 30,358 30,358 30,358

Total Salaries & Wages 2,961,732 2,966,999 2,966,999 2,845,617

02

Contractual

Services

Consultants

Other Contractual 16,376 16,376 16,376

Total

Contractual

Services 7,338 16,376 16,376 16,376

03

Supplies

& Materials

Textbooks

Media

Instructional Supplies & Materials

Office 11,435 11,435

Other Supplies & Materials

Total

Supplies

& Materials 9,966 11,435 11,435

04

Other

Local Travel 6,427 6,427 6,427

Staff Development

Insurance & Employee Benefits

Utilities

Miscellaneous 48,030 48,030 48,030

Total

Other

48,569 54,457 54,457 54,457

05

Equipment

Leased Equipment

Other Equipment

Total

Equipment

Grand Total $3,027,605 $3,049,267 $3,049,267 $2,916,450

Chapter 9 - 13

FY

2011

Change

(1.000)

($121,382)

(121,382)

(11,435)

($132,817)

Department

of

Recruitment and Staffing -382

Giles

R.

Benson,

Acting

Director

II

10

FY

2009

FY2010

FY

2010 FY2011 FY2011

CAT

DESCRIPTION

Mon

ACTUAL

BUDGET

CURRENT

REQUEST

CHANGE

I

~

I~

Director

II

1.000 I 1.000 1.000 I 1.0001

Coordinator 10.000 I 10.000 10.000 I 10.0001

11 I 26 Staffing Analyst 4.000 1 4.000 4.000 4.000

11

1 25 Personnel Specialist 1.000 1.000 1.000 (1.000)

11 24 Certification Specialist 1.000 1.000 1.000 1.000

11

18 Certification Assistant 2.000 2.000 2.000 1 2.000 I

I

~

17 Employment Process Coordinator 1.000 1.000 1.000 1 1.0001

16 Administrative Secretary

III

1.000 1.000 1 1.000 I

11

15 Administrative Secretary

II

1.000

5.500 I 5.500 I

11

15 Personnel Assistant IV 5.500 5.500

1 1 14 Staffing Assistant 7.000 6.000 6.0001 6.000 I

1 I

12 Personnel Assistant III 1.000 I 2.000 2.000 I 2.000

1 10 Personnel Assistant I 1.000 1

I I Total Positions 35.500 I 34.500 34.500 I 33.500 I (1.000)

Chapter

9 - 14

1694405 9.Human Resources

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