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Human Resources presents annual report

Highlights: Turnover increases slightly, Retention of highly effective teachers remains high, Additional funding needed to retain best employees

CASTLE ROCK – The Douglas County School District Human Resources (HR) department presented its annual report to the Board of Education on Tuesday night.

As usual, the presentation included discussions on everything from benefits and recruitment to turnover and retention.

WATCH: See the presentation in its entirety on Livestream.

 

New Hires: Staffing for the 2016-2017 School Year
With the beginning of the new school year, the hiring season is coming to a close. Below is a breakdown of how many employees were hired by the District.

Number of new hires (external sources only)*: 899

  • Licensed: 452
  • Classified: 377
  • Administrative/Professional/Technical: 19
  • Licensed Substances: 51

*Does not include internal employees who accepted a new job role type, i.e., a DCSD substitute who accepted a regular teaching position.
 

The following graphs show where these teachers came from:

Incoming Teachers – National Source

STATE

# 16/17

Texas

18

California

17

Arizona

13

Florida

11

Illinois

10

Missouri

10

Kansas

10

Michigan

9

Nevada

7

 

Compensation
The Human Resources team reported that more teachers were rated highly effective last year and that the block salary system is working to rectify inequities caused by the pay freezes a few years ago.

Below is a full breakdown by rating, as well as where the employee sits in their salary band. 

 Teachers in the 12 Block (‘14-15 & ‘15-16) (excludes Charters)

 

Highly Effective*

Effective

Partially Effective

Ineffective

 

14-15

15-16

14-15

15-16

14-15

15-16

14-15

15-16

1st Third

6.8%

8.9%

34.1%

34.1%

7.5%

4.0%

0.2%

0%

2nd Third

6.2%

9.0%

18.1%

16.7%

1.8%

1.0%

0.1%

.03%

3rd Third

7.4%

9.24%

16.0%

16.8%

1.5%

.6%

0.0%

.03%

TOTALS

20.4%

27.1%

68.2%

67.3%

10.8%

5.6%

0.3%

.06%

 

Incoming Teachers – Colorado Source

Former District

# 16/17

First Year Teacher

46

DCSD other role

40

Denver Public Schools

28

Aurora Public Schools

25

Cherry Creek School District

25

Jeffco School District

21

Littleton Public Schools

13

 

As a part of the process, DCSD asked these teachers why they decided to come to DCSD. Below are their top answers:

 

Teachers New to DCSD

  • 19% Relocation
  • 18% DCSD Philosophy
  •   9% Better Opportunity
  •   8% Recommendation by employee
  •   7% Kids in DCSD
  •   4% DCSD Graduate

 

Turnover increases slightly
During the presentation the HR team spoke about turnover in the organization, reporting that it has increased .5 percent over the past year to 17.8 percent.

Below are a series of breakouts regarding turnover:
 

Historical Turnover All Employee Groups

 

2012 – 2013

2013 – 2014

2014 – 2015

2015 – 2016

Licensed

12.8 %

(403 / 3157)

13.1%

(430 / 3287)

13.3%

(439 / 3301)

14.9%

(511/3430.5)

Classified

17%

(415 / 2433.5)

19.6%

(558 / 2850)

21.6%

(621 / 2873)

21.4%

(610/2854)

All DCSD

14%

(842 / 5976.5)

16.2%

(1051 / 6468)

17.3%

(1127 / 6525)

17.8

(1178/6657)

Turnover is calculated as # of terminations divided by average headcount
Calculations do not include Charter, 110, One-Year Only, or Seasonal employees

 

Licensed Turnover by Evaluation Rating

 

Highly Effective

Effective

Partially Effective

Ineffective

Overall

Licensed 2014-2015

4.9%

(33 / 675)

10.9%

(249 / 2283)

37.4%

(112 / 299.5)

146.2%

(19 / 13)

13.3%

(439 / 3301)

Licensed 2015-2016

7.9%

(62/784.5)

12.1%

(257/2130)

34.3%

(78/227.5)

67.7%

(4/6)

14.9%

(511/3430.5)

Turnover is calculated as # of terminations divided by average headcount
Calculations do not include Charter, 110, One-Year Only, or Seasonal employees
Not all of the Terminations had a final evaluation rating the ratings represent 401/3148

 

DCSD Turnover by Employee Type

Classification

14-15

15-16

Admin

Combined at 19.1%

Combined at 17.2%

12.2%

Professional

22.4%

Technical

28.1%

Classified

21.6%

21.4%

All Employees (including Licensed)

17.3%

17.8%

 

Licensed Retention

 

Highly Effective

Effective

Combined

Licensed

92.1%

87.9%

89.1%

 

While Chief Human Resources Officer Brian Cesare notes that the turnover has not significantly increased in the past year, he does believe that the District must do more to retain its best employees – including seeking additional money for compensation.

“We have to drive down turnover. I think there are four or five different categories that we need to be focusing on and bringing more money into the system is certainly one of them,” Cesare said.

The following are the top reasons that our teachers said they were choosing to leave DCSD at the end of last school year.

Licensed Resignation Reasons 2015-2016 (Highly Effective ’16)

Controllable (17)
  7 – Want to work for another District
 4 – Pay
  5 – Career Advancement
 1 – Better Benefits

Uncontrollable (45)
14 – Moving outside of DC
13 – Retirement
 9 – Family
 5 – Personal
 3 – Career Change
 1 – Commute Time
 

All Teachers Who Left DCSD

  • 17% Relocation
  • 16% Personal
  • 12% Retirement
  • 11% Family
  •   9% Career Opportunity
  •   7% Better Pay
  •   7% Work for another district
  •   4% Career Advancement
     

During the presentation, Board members asked whether HR can ask additional exit questions to teachers who leave the District. Cesare says the new recruiting software will provide that opportunity, plus to chance to track employees all the way through the process from recruitment to resignation.

“That is one of the reasons we are moving to Workday Recruiting. Now we can have a ‘wing-to-wing’ look,” Cesare said. “We can ask, ‘where did we talk to them?’ ‘How did they apply?’ ‘How long did they stay with us?’ ‘How did they perform?’ ‘Why did they leave?’”
 

READ MORE: 2016 Human Resources Update Presentation

September 20, 2016 | By rmbarber | Category: Human Resources

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