Part of Human Resources is tracking required training and paperwork and following up as needed. Employees are required to complete several pieces of training every year, and I work with administrators to ensure employees have completed it on time. Substitutes are also required to complete the same types of training and so this time of year many substitutes choose to not complete these and so are deactivated. With the reduction in substitutes it becomes important to follow-up as quickly as possible with any who apply, and so that is a big part of my time in this season, interviewing, completing references and processing new substitutes. This year so far we have hired 25 new substitutes. I am also doing an audit of the classified staff and classified substitutes because at the end of this year they must meet the minimum hiring requirements outlined by the state.
In an effort to continue to educate our employees Nicole and I spent several hours training our maintenance and custodial staff in using the Frontline program, AESOP, to put in their absences as well as making sure they are regularly checking their emails. This training will also help as we are moving to electronic timesheets in the near future and Frontline will also be used for that. Also, so much communication is done through email it is important for them to have this skill.
I also completed the School Information and Research Service (SIRS) report. This report collects data from school districts on employees in three different categories, Administrators, Classified and Teachers. A larger report is then generated from this information and shared with superintendents so they can make informed decisions on their staffing and compensations with comparisons of similar districts.