Fairfax County School Board
Operational Expectations Monitoring Report
GREEN= MEETS/EXCEEDS, YELLOW = WATCH/DEFER, RED = UNACCEPTABLE
(Rating of YELLOW or RED must include response under
Superintendent Statement of Condition or Board Comments)
HUMAN RESOURCES
Period Covered: November 1, 2009 to October 31, 2010
OPERATIONAL EXPECTATIONS
The Superintendent will recruit, select, and retain a high quality and diverse workforce
that enables FCPS to deliver a world-class education to every student in an environment
characterized by high staff morale and loyalty to the FCPS mission and goals and in
compliance with relevant laws and regulations.
Recruitment, Selection, and Retention. The Superintendent will:
1. Recruit and hire qualified employees of diverse backgrounds.
2. Retain a highly qualified and diverse workforce with a reasonable annual turnover
rate.
3. Ensure that all staff members are qualified to perform the responsibilities assigned to
them
4. Administer appropriate and thorough background inquiries and checks prior to hiring.
Staff Treatment. The Superintendent will:
1. Encourage full use of talents and energies.
2. Establish a culture of respect that treats all staff members in a fair and balanced
manner.
3. Establish an atmosphere of openness, civility, and responsiveness that seeks broadbased staff participation in identifying organizational needs and means of
implementing improvements; consider various viewpoints and reasoned dissent
while achieving sound decision-making.
Staff Evaluation. The Superintendent will:
1. Evaluate regularly all personnel based on job performance expectations aligned to
the Board’s goals and values, recognizing excellence and providing constructive
suggestions for improvement.
2. Recognize excellence and provide programs that celebrate outstanding contributions
to our workplace and student success.
Staff Compensation. The Superintendent will:
1. Develop compensation and benefit plans that are fair and equitable and consider the
minimum living wage in an effort to attract and retain the highest quality employees
competitive with the applicable marketplace.
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MISSION AND BACKGROUND
MISSION: To recruit, develop, and retain outstanding employees committed to fostering
educational excellence.
The Department of Human Resources (DHR) is responsible for all the human resource
functions to support a workforce of more than 25,000 employees. We are a strategic
partner, we find great people, we solve problems, we are responsive, and we care. DHR
delivers these services through a department wide commitment to effectiveness, efficiency,
and customer satisfaction. We achieve these objectives by:
Building relationships
Communicating
Being solution-oriented
Demonstrating commitment
Becoming experts
Evaluating ourselves
The DHR is a strategic partner for schools and central offices and works with our customers
to hire the best talent for each of our school system positions. In addition to hiring talent,
DHR provides a wide range of services and information to ensure that we support and retain
that talent. We want to be the employer of choice and services are delivered in the following
major areas: Recruitment, Employment, Equity and Compliance, Benefits, Compensation,
Performance, and Recognition.
MEASURES AND OUTCOMES
A.
EFFECTIVENESS MEASURES AND OUTCOMES
A.1.
Measure:
Ensure that over 98 percent of all full time teaching positions are filled by
opening of school.
A.2.
Measure:
Maintain a substitute filled rate over 92 percent.
A.3.
Measure:
Ensure that every candidate selected for hire has a full background check
and that all hires meet FCPS standards.
A.4.
Measure:
Ensure that principals and program managers are notified of all upcoming
evaluations due and that the completion rate for teachers and schoolbased administrators exceeds 90 percent.
A.5.
Measure:
Within given budget constraints, develop classification and pay structures
that are within five percent of the regional market for each position
classification.
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A.6.
Measure:
Ensure over 95 percent of FCPS teachers attain the State’s Highly
Qualified status.
A.7.
Measure:
Demonstrate progressive trends in overall workforce diversity in teacher,
school-based administrator, and nonschool-based administrator
categories.
A.8.
Measure:
Demonstrate progressive retention trends for teachers and bus drivers.
A.9.
Measure:
Develop and maintain outstanding HR practices.
A.10. Measure:
Demonstrate positive trends in teacher working conditions based on
FCPS working conditions survey.
A.11. Measure:
On an annual basis, provide and support a wide variety of staff
development opportunities for employees related to HR practices,
compliance, and career advancement in order to staff a knowledgeable
and highly-trained workforce.
A. EFFECTIVENESS
GREEN
YELLOW
RED
SUPERINTENDENT
SCHOOL BOARD
B.
EFFICIENCY MEASURES AND OUTCOMES
B.1.
Measure:
Compare FCPS HR staffing ratios to national and governmental
benchmarks.
B.2.
Measure:
Initiate activities that demonstrate continuous improvement and efficiency.
B.3.
Measure:
Health benefits cost per employee compared to local area benchmarks.
B. EFFICIENCY
GREEN
YELLOW
RED
SUPERINTENDENT
SCHOOL BOARD
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C.
CUSTOMER SATISFACTION MEASURES AND OUTCOMES
Customers are defined as principals, managers, employees, applicants, and
employee associations and advisory councils.
C.1.
Measure:
Achieve customer satisfaction results exceeding 4.0 on a 5-point scale
when the following groups are surveyed: new employees, principals,
applicants, and employee associations and advisory councils.
C.2.
Measure:
Achieve a call completion rate in the Welcome Center of over 94 percent.
C. CUSTOMER SATISFACTION
GREEN
YELLOW
RED
SUPERINTENDENT
SCHOOL BOARD
D.
INITIATIVES COMPLETED
E.
INITIATIVES IN PROGRESS
F.
ISSUES AND TRENDS
G.
BUDGET IMPLICATIONS FOR FUTURE INITIATIVES
H.
SUPERINTENDENT STATEMENT OF CONDITION
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