Department of Facilities Services - Prince William County Public ...

Department of Human
Resources
Description
The Department of Human Resources plans,
organizes, and manages the School Division’s
program of recruitment, selection and staffing,
compensation, compliance, placement and
evaluation of personnel. It is also responsible
for the overall administration of employee
benefits including health insurance and
retirement plans.
Critical Functions and Activities
• Recruiting, hiring, inducting, and retaining
highly qualified personnel for schools and
central offices to include tracking and
monitoring of transfers, reassignments and
promotions
• Monitoring the evaluation process of all
employees
• Monitoring the Retirement Opportunity
Program (ROP) for the School Division
• Implementation and monitoring of No
Child Left Behind (NCLB) standards
• Maintaining a competitive Benefits
program
• Ensuring compliance of federal, state and
local mandates involving employment
Budget Changes for Fiscal Year 2009
• Funding for Classified Professional
Development Program
• Establishment of the Office of Equity and
Compliance coordinating Title IX, Civil
Rights, Section 504, EEOC and ADA
compliance as well as the Grievance
Process for all employees
• Proposed increase in Tuition
Reimbursement Program to include funds
for teaching assistants pursuing coursework
leading to teaching degree
• Proposed outsourcing of Flexible Benefit
Program Administration
Major Accomplishments (Past Five Years)
• Implementation of Winocular Applicant
Tracking System and training program
• Implementation of Today’s Students,
Tomorrow’s Teachers Program (TSTT) to
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recruit students of color and economically
disadvantaged students into the teaching
profession.
• Enhanced data collection and tracking of
recruitment, retention and hiring data,
transfer patterns, certification and
evaluation issues
• Development of Workforce Housing
partnerships
• Implementation of professional growth
plans for classified employees
• Facilitation of two Summer-hire Job Fairs
• Design and oversight of biannual Teacher
Enhancement and Accountability Meetings
(TEAM) and Support Staff Accountability
Meetings (SSEAM) with principals and
program managers
• Implementation of a long term disability
program with Employee Assistance (EAP)
benefits for full-time employees
• Administration of tuition reimbursement
program for certificated personnel
• Design and implementation of sexual
harassment training for division personnel
• Implementation of a Roth 403(b) and
employee match of 15% after one year
service for all 403(b) contributions.
Significant Challenges (Next Five Years)
• Critical need to offer competitive salary and
benefits to attract, recruit and retain highly
qualified teachers in a period of teacher
shortage
• Increased hiring and retention of minority
teachers
• Participation in the development of the
Professional Performance Process (PPP), a
revision of the current evaluation and
supervision system for all personnel
• Provision of qualified and well trained
substitute teachers to meet the needs of
schools on a daily and long term basis
• Establishment of a paperless personnel
department
Proposed Budget for Fiscal Year 2009
Budget FTE
FY2008 $2,677,135 29.0
FY2009 $3,057,600 30.0
Change $ 380,465 + 1.0