PERSONNEL MANAGEMENT
This chapter examines Glen Rose Independent School District (GRISD) personnel management functions in four sections:
- A. Organization and Management
- B. Recruitment and Retention
- C. Salaries and Employee Compensation
- D. Employee Relations
Employees are a school district's most important resource. To successfully accomplish its mission, a district must effectively manage its personnel. Successful personnel management requires complying with numerous state and federal laws; establishing fair and flexible policies; providing clear standards for performance; and training employees to meet expectations.
BACKGROUND
The city of Glen Rose's proximity to the Dallas-Fort Worth metroplex has created both challenges and opportunities for recruiting and retaining qualified staff in GRISD. School districts are service organizations that depend on personnel to deliver their product-education. On average, personnel costs are approximately 80 percent of a school district budget. Effective personnel management is key to ensuring the money is well spent.
GRISD has adopted the philosophy that a quality education comes from a quality, experienced staff. Quality applicants must find the district an attractive place to work if the district is to find the right level of education and experience it desires in its personnel. GRISD's compensation philosophy encourages retention of experienced staff and rewards teachers who obtain post-secondary degrees. As a result SRISD teacher skills and experience are higher than the state average (Exhibit 3-1).
Exhibit 3-1 Source: Texas Education Agency (TEA), Academic Excellence Indicator System (AEIS) 2000-01.
Comparative Teacher Skills and Experience Profiles
2000-01
Comparison Teachers with Less than
5 Years of ExperienceAverage Years
of ExperienceTeachers with
Advanced DegreesStaff
TurnoverGlen Rose ISD 14.9% 15.7 26.5% 10.1% Texas 35.2% 11.9 23.9% 16.0%