Board of Education members,
I am so glad to stand here before you today. Recently, there was a proposal that recommended the elimination of the Associate Superintendent of Human Resources position. I understand that this is a cost-savings effort; however, I encourage the Board to look into alternative recommended savings options, as this position is extremely valuable and necessary in our district.
The Associate Superintendent of Human Resources is responsible for a variety of tasks throughout the year. Without this position, central office staff members, including myself, would be overwhelmed with the numerous tasks and responsibilities the Associate Superintendent position currently holds.
The legal responsibilities of the Associate …show more content…
Often, human resource managers serve as the coordinators for hiring, personnel discipline, and termination. From advertising of certified and classified positions to ensuring hiring documents are obtained and maintained, the Associate Superintendent must oversee all personnel issues. Often when personnel issues reach the district office, there are major concerns or issues. These issues must be handled efficiently and effectively according to Board policies. It is important to have a human resource manager readily available and capable of fulfilling such an important need. Authority of the Associate Superintendent of Human Resources also covers managing benefits and coordinating contracts and employee classifications. Additionally, there is a moral autonomy that is required of any human resource manager. The ethical dimension of the field must be considered and upheld. When the Associate Superintendent of Human Resources is responsible for coordinating programs such as the workers compensation program and monitoring sick leave banks, it is imperative that the person who holds that job is well versed in programming and responsibilities and is willing to follow such virtuously. This person must pay attention to details, such as nepotism policies and employee criminal records, with equal responsiveness and
I am so glad to stand here before you today. Recently, there was a proposal that recommended the elimination of the Associate Superintendent of Human Resources position. I understand that this is a cost-savings effort; however, I encourage the Board to look into alternative recommended savings options, as this position is extremely valuable and necessary in our district.
The Associate Superintendent of Human Resources is responsible for a variety of tasks throughout the year. Without this position, central office staff members, including myself, would be overwhelmed with the numerous tasks and responsibilities the Associate Superintendent position currently holds.
The legal responsibilities of the Associate …show more content…
Often, human resource managers serve as the coordinators for hiring, personnel discipline, and termination. From advertising of certified and classified positions to ensuring hiring documents are obtained and maintained, the Associate Superintendent must oversee all personnel issues. Often when personnel issues reach the district office, there are major concerns or issues. These issues must be handled efficiently and effectively according to Board policies. It is important to have a human resource manager readily available and capable of fulfilling such an important need. Authority of the Associate Superintendent of Human Resources also covers managing benefits and coordinating contracts and employee classifications. Additionally, there is a moral autonomy that is required of any human resource manager. The ethical dimension of the field must be considered and upheld. When the Associate Superintendent of Human Resources is responsible for coordinating programs such as the workers compensation program and monitoring sick leave banks, it is imperative that the person who holds that job is well versed in programming and responsibilities and is willing to follow such virtuously. This person must pay attention to details, such as nepotism policies and employee criminal records, with equal responsiveness and