Hr model: More human side 

Social norms dictate production

Salary isn't only incentive for doing good work

Emphasises relationship between leadership and employees in a democracy 

informal leaders may be more influential 

Announcement... public disclosure of both positions in collective bargaining

BEFORE any negotiations take place, must be posted for 24 hours 

Letting people know position by providing aggressive action

Ex:  strike, work slowdown, letter writing campaign, picketing 

Due Process of Employee rights

Using the power of persuasion in

Interest Based Bargaining

Focus on interests (not positions)
Attack issues (not people)
Satisfy the other’s party’s interests as well as your own (mutual gain, win-win)
Yield to principle (not pressure)
Focus on possibilities and opportunities
Team relationship between the two parties

Against ERA covering union Practice

Rodda Act Violation

Involves negotation process

PERB decides 

To avoid issues as admin, Never at a site level...

negotiate

engage in collective bargaining 

allow yourself to be intimidated

abandon principles to avoid conflict 

Volation of contract

(probable site connection)

against superior

Internal steps to resolve

arbitration will decide 

just cause for discipline

insubordination

assignment process violation

evaluation

misapplication of conduct

1975 replaced Winston act

Set scope of collective bargaining

Estabilshed EERB

Educational Employment Relations Board

later called PERB

unit determination, confidential employee rights, right to form a bargaining unit as exclusive representatives

Any rights not specified in contract as labor rights in edcode, Scope of Anaheim Contract

These rights can include...

educational goals

budget priority

evaluation content

safety

staff direction

Hiring

interpret and implement the agreement 

Facts

Rules

Impact

Suggestions/Directives for Improvement

Knowledge of right to respond 

Collective bargaining includes...

Doesn't include... 

salary

benefits

Working conditions

terms of employment 

doesn't include

Public Employee Relations Board gets involved during Impass

Provides authority to bargain, administer statutes, conduct elections, binding agreements. at impass appoints mediator

Leads to mediation in 2 different rooms

Leads to Fact finding

Arbitration that may be unilateral or strike 

Step 1:  Mediation

Sep 2:  Fact -Finding (EACH PARTY APPOINTS A PANEL MEMBER AND THEY CHOOSE A PERB REP 

Issues advisory report

Either party free to accept, reject or modify recommendation

If not 2nd impass is reached and employer may unilaterally impose it's last best offer.  The union is able to engage in concerted activity. 

dividing jobs into increments

using incentives to reward increases in productivity

punishing decreases 

underlying gears and mechanisms of how beaurocracy works

work factors judged by social norms

salary not only incentive

intensified need for personnel dep't 

Progressive

discipline 

incremental steps of disciplining employees

Step 1: Informal notice... written or verbal

Step 2:  Formal written reprimand placed in working file on site w/90 days to improve

Step 3:  Further formal written reprimand... all documentation goes to Personnel file

Step 4:  Unsatisfactory evaluation w/Disciplinary action, well documented deficiencies

HR rep speaks to employee about options during steps 3 or 4

4 factors to consider

offense

length of service

prior disciplinary record

employee's last performance record 

magnitude of severity

appropriate and proportionate response to problem 

influenced by business and industry 

Deming:  Total Quality Management 

designed to value the input of employee

Teamwork

Empowering employees to serve customers 

Better tomorrow than what we did today

Workforce Development in all aspects of HR

Balancing employee ratio for each school by specific formula

Key concept:  fairness 

avoids subjective allocations based on principal's perceived needs. 

McGregor

Seek Responsibility 

like work 

Employees will exercise autonomy w/out threat of punishment

Most indiv seek out responsibility 

Anaheim Test

*know criteria 

expanded scope of bargaining

based on previous PERB rulings

salary, benefits and working conditions 

Criteria:

procedures are contract negotiated,

but standards to be judged are edcode

Edcode requires a system of eval

Prob eval 1x per yr

Perm 1x every other year

all evals must be provided 30 days prior to end of yr

if unsatisfactory; include written notice and recc.

must then be eval at least 1x per yr until satisfactory 

adhere to curriculum objectives

suitable learning environment

admin certified to measure employee competence 

Personnel Files

Formal district vs informal site 

Site files

contain oral warnings, complaints, contract references

Should be kept chronologically

Wrap up memo can provide summary info from site

 District Personnel files

right to comment and placed in files w/in 10 days

protects against arbitrary and prejudiciary decision

avail only to employee and those w/official access

can't be forwarded to another agency 

political powerplay focused on winning, adversarial

flexing muscle

refers to management resonableness

don't...

make indiv agreements w/employee

Interfere w/STA mtg

encourage 1 organization over another 

no such thing as "off the record" 

fair notice of impending action

opportunity to be heard

The notice: follow prescribed procedure from edcode including timelines

The Hearing:  Before a board/panal w or w/out witnesses

"Once permanent, your job is your property"

Substantive due process: gov't seizure caused by unfair criteria or insufficient evidence

Liberty interest:  freedom to work w/out stigma of unjust through denial of claim and public disclosure 

Grounds for Dismissal:  show progressive discipline, provide assistance, and stay in compliance w/law 

good

Bad

uses performance achievement data analysis of student achievement

Long term 

connects w/school plan

individual student needs

followed by in class experience and then more follow up

respects leadership dev't of teachers

refines and expands skills

continued inquiry and reflection

2-way

accountability and feedback

uses data to determine effect

Ask if anyone else saw/ heard

Ask whether the victim knows of anyone else who has been victimized

Seek HR help for full investigation

Inform victim they won't be retailated against for complaint

Do not promise confidentiality 

Contract confrontations (Grievances)

how to handle

Log events.. keep notes

meet w/ employee

consult contract

notify next level of mgmt

decide on interpretation

notify employee 

engage in meeting

impolse or threateen repriasals

Discrimminate against employee

Intervere w/ employee who chooses to exercise any right

Contribute financial or other support

Encourage employyee to join one over another 

1.  no action

2.  Private reprimand

3.  Reprimand cc to employer

4.  All Points bulletin

5.  Revolke certificate 

Baby Boomers will retire

20% leave 1st 3 yrs

50% leave in urban district 

8% decrease in # of newly credentialed teachers

Emergency credentials are now obsolete

Class sizes are 20% higher than nat'l average

Salary ranks 32nd when purchase power included 

Career: take on more jobs

Merit:  superior evals, improved test scores, improved student achievement

NEA opposed

Difficult to justify because definition of teaching is vague

many variables in student performance

differential pay may divide staff, discouraging collegial excellence

Prob- ends 1st day after 6 months

If sub works 60 days, entitled to position

Compensation is decided by

surrounding districts

analysis of fringe benefits

internal consistancy

45 day notice for lay off

39 month rule; entitled to reemployment