Loading...
HomeMy WebLinkAbout18 Human Resources Report 5, 5 Jun 2000/ /. OTTAWA - CARLETON DISTRICT SCHOOL BOARD REPORT NO. 5. HUMAN RESOURCES COMMITTEE TO: Board of Education DATE: 5 June 2000 A meeting of the Human Resources Committee was held this evening in the Trustees' Committee Room, 133 Greenbank Road, Nepean, commencing at 7:30 pm with Trustee Alex Getty in the Chair and the following in attendance: MEMBERS: Trustees Andrew Lam, Jim Libbey, and Sheryl MacDonald ALSO PRESENT: Trustee Lynn Scott STAFF: Bonnie Viney, Superintendent of Human Resources & Business & Learning Technologies Judith Hoye, Superintendent of Schools Dan Mason, Superintendent of Program, Staff Development & Quality Assurance Janet Beer, Labour Relations Officer Carol Murphy, Labour Relations Administrator Brenda Cooper, Committee Coordinator REPRESENTATIVES: Tony Pearson, Ontario Secondary School Teachers' Federation Cynthia Pohran, Ottawa - Carleton Assembly of School Councils 1. Avvroval of Agenda On a motion by Trustee Sheryl MacDonald, the agenda was approved as presented. 2. Public Ouestion Period There were no questions from the public. Supervision for Professional Growth of Teachers Your Committee had before it for consideration staff report 00 -147 providing an update on the status Supervision for Growth of Teachers, and recommending approval of the revised performance appraisal process and additional training for principals. The four areas of performance for the teacher evaluations are based on the standards of practice from the College of Teachers, and criteria have been developed for each area of performance. Superintendent Hoye recalled that, in concert with approval of the associated policy (Board minute 99 -263 -a refers), the Supervision for Growth process was implemented across the system as a pilot project last fall. Initially it had been intended to pilot a much smaller group of schools, but response was so positive, that the pilot was extended to all schools. The response has remained positive and the performance appraisal process was well received throughout the Board. The committee which developed the Teacher Supervision for Growth process recently reconvened to address changes resulting from the pilot project. Superintendent Hoye reviewed the minor changes which were made. Human Resources Committee -1- 5 June 2000 FAMI Formal and informal workshops for principals and vice - principals have been held throughout the past school year. Superintendent Mason reported that Staff Development continues to work with principals on the implementation of performance appraisal for teachers, and a new series of supervision workshops will start next fall. He noted that supervision for growth and performance appraisal have been built into the training for interns. There will also be an increased number of workshops for teachers regarding portfolios, and information sessions regarding the appraisal process. Trustee Libbey moved the recommendation in the staff report, and expressed pleasure that such an excellent process for the performance appraisal and supervision for growth of teachers has been developed. He suggested that the documents be sent to the Minister of Education as an exemplary model of the best kind of teacher development/ assessment process. Other trustees concurred, and expressed particular appreciation of the emphasis on supervision for growth. Tony Pearson echoed these remarks, remarking that it is important that it be empha- sized to the provincial government that the most important work teachers do is in the classroom. He noted how time consuming the supervision/ appraisal process is, and asked how principals are faring tinder the time constraints, especially with the requirement to assess each new hire by November. Superintendent Hoye advised that although principals have found the process time- consuming and demanding, they can see the beneficial results of a strong and consistent performance appraisal process in schools. In response to a query about the portfolios for new hires, this forms part of the discussion between mentors and new teachers. Superintendent Mason reported that in response to requests from principals, Staff Development is looking at ways to decentralize workshops, especially where there is an emphasis on portfolios. With respect to the use of the two appraisal forms, form A is always used for probationary teachers, and is always used for a teacher's second assessment. After two successful appraisals using Form A, Form B is used. Teachers can request an appraisal at any time, and principals can use the process any time they believe there are performance issues which need. to be addressed. The motion was carried. On a motion by Trustee Libbey, therefore, your Committee recommends: A. THAT THE BOARD APPROVE THE REVISED DOCUMENTS AND PROCESS FOR THE APPRAISAL AND SUPERVISION FOR GROWTH OF TEACHERS; AND B . THAT THE BOARD DIRECT STAFF TO OFFER ADDITIONAL TRAINING OPPORTUNITIES IN THE SUPERVISION FOR GROWTH PROCESS FOR PRINCIPALS, THROUGH THE STAFF DEVELOPMENT OFFICE. 4. Report on Review of Plant Department Your Committee had before it for consideration staff report 00 -139, providing the staff response to KPMG's review of business practices in the Plant Department. Superintendent Batley noted that this was a preliminary response without details on actions, and that some clarifications and corrections are required to the audit report, e.g., the number of employees, and the work carried out. Human Resources Committee -2- 5 June 2000 ft, She reported that as directed by the Board, staff had divided the report between the Human Resources and Business Services issues when it went to Director's Council (DCS). DCS found that the report did not make sense: it was fractured, and difficult to follow. Director's Council therefore felt that for this preliminary response, the non - personnel items should go to the public session of the Human Resources Committee, and the personnel items to the in camera session. Superintendent Batley recalled that she had requested that the Audit Committee undertake the Plant audit. The result was an excellent report from KPMG, which was timely, and contained no real surprises for Board staff. It was good to have an outside perspective, and although action plans will be presented later, some of the changes are already underway. Trustee Lam moved the recommendation, and accepted friendly amendments from Trustee Scott regarding sending action plans to the appropriate committee, and eliminating the receipt of the report. It was clarified that system initiatives such as communications strategy and information systems, which are not identified by a responsibility centre or a timeline, are not addressed by the motion. Accordingly, it was agreed to add wording to indicate that the action plans would be in accordance with the timelines and responsibility centres identified in the report. The motion was carried. On a motion by Trustee Lam, therefore, your Committee recommends: (W THAT STAFF BE DIRECTED TO PREPARE THOSE ACTION PLANS REQUIRING APPROVAL IN RESPONSE TO THE KPMG RECOMMENDATIONS IN THE PLANT AUDIT REPORT, AND REPORT BACK TO THE APPROPRIATE COMMITTEES IN ACCORDANCE WITH THE TIMELINES AND RESPONSIBILITY CENTRES OUTLINED IN THE STAFF RESPONSE TO KPMG, STARTING IN JANUARY 2001. 5. Administrative & Support. Suvervision for Growth process Your Committee had before it for information staff report No. 00 -141 presenting the draft document and pertinent materials for implementing an appraisal and supervision for growth process for administrative and support staff. Superintendent Mason noted that the process and documentation are consistent with the ones developed for teachers, principals and vice - principals, and with the intended direction for the remaining staff groups (e.g., department heads, supervisors, etc.). There are about eight or nine areas to be done, including non - classroom teachers and occasional teachers. It is expected that two areas will be completed each year. Introduction of the process will be accompanied by appropriate inservice. Inservice will be mandatory for principals and vice - principals, and optional for support staff. In response to questions from Tony Pearson, staff advised that the Education Support Professionals (ESP) and Plant Support Staff Union (PSSU) had withdrawn from the committee developing the process near the end of the committee's tenure. That is, the committee met from December to May, and the ESP and PSSU representatives withdrew in April. Most of the work had been done at that point and while these representatives supported most of the process, they did not support the professional growth plan or the "under review" language. Human Resources Committee -3- 5 June 2000 ®R# Even though it was explained that the plan and the under review language were consistent with the processes for other groups, the representatives still chose to withdraw. In response to a further query, Superintendent Mason expressed conviction that both these items belong in the process. He noted that there can still be further discussion as to language. Superintendent Viney pointed out that because they can lead to dismissal, the steps and the language for an employee who is under review were determined with the assistance of legal counsel. She noted that up until they left, the ESP and PSSU representatives were very participatory, helping to create the criteria, etc. Only at the end did a dispute arise. Trustees were pleased to see a consistent approach to evaluation for administrative and support staff. 6. New Business There was no new business The meeting went into the in camera session at 8:20 pm and later adjourned at 8:55 pm. Alex Getty, Chair Human Resources Committee BLC /cb HR- 000605 Human Resources Committee -4- 5 June 2000