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Ka Pi'ina Education Workforce Framework Project
- 1. Ka Pi‘ina Education Workforce Capacity Building Project Framework
- 2. What is it? Framework developed to improve: Recruit Retain reward
- 3. Ka Pi‘ina Started in 2005 as a system wide project KSK, KSM, KSK CBECE LIS EES Pilot 2009-2010 Field Test – 3 years (2010-2013)
- 4. Four Main components Transparent career paths & opportunities Performance management and evaluation system Professional growth and renewal Compensation and rewards process
- 5. Recruit Recruitment 2009 – 30% retirement eligible 2014 - 43% 2019 – 56% Millenial Generation Proactive in hiring (pre-planning, foresight) Hard to Hire positions
- 6. Retain Professional Development Opportunities Advancement Opportunities
- 7. Reward Hard Work Leadership Teacher as mentor/coach, leaders
- 8. Project Work
- 9. High quality teaching is the single most important factor for raising student achievement.
- 10. Support Team KSH – Liana K Iaea Honda, Sulma Gandhi KSM – Andrea Hajek KSK – Ronnie Kopp, Laurie Seto, Laura Noguchi CBECE – Tina Wainwright EES – KeʻalaAlama LIS – Miki Maeshiro HR – BJ Mau,Charlene Choy, LiuoneFaagai
- 11. Core Project Team KSH Liana Iaea Honda Sulma Gandhi Wendell Davis Toni Kaui
- 12. Important Tasks Job families w/in Education Administrators/Management Faculty Education Support Other?
- 13. Important Tasks Recruitment 2009 – 30% retirement eligible 2014 - 43% 2019 – 56%
- 14. Important Tasks Fine tuning the performance review process Inter-rater reliability Online tools Observations
- 15. Important Tasks Rubrics Work Librarians Counselor – ASCA Athletic Directors Principals and other leaders Observation Process Formal Observations Mini Observations Inter-Rater Reliability
- 16. Important Tasks Compensation? (decoupled for at least 3 years) Administration/Management Hard to Serve Growth SLiP Implementation Faculty Student growth Advanced Degrees Professional Development
- 17. Support Team Work at KSH Provide support to principals and Ka Piʻina Field Test Participants Workshops/trainings Meetings (beginning of year, mid, end) Success Factors Blackboard
- 18. 3 Year Plan
- 20. Key Events & Activities August/September SMART Goals Training Success Factors training and Upload Rewards and Recognition October/November Blackboard training and upload Counselor rubric work Librarian rubric work Denver Pro Comp visit
- 21. Key Events & Activities December/January Blackboard Uploads Success Factors mid year comments Looking Ahead Submit 3 year plan updates Work on Athletic Directors rubric Principals’ rubric End of Year Blackboard Success Factors Final Review
Hinweis der Redaktion
- The Education Workforce Capacity Building Project was established to develop aframework—now known as Ka Pi‘ina—to improve the way Kamehameha Schools recruits,retains, and rewards its education workforce.
- Included all the education related divisions w/in the organization
- 1. Transparent career paths and opportunities that provide career progression and professionalgrowth with both explicit and implicit leadership roles and functions such as coach andmentor.2. An enhanced performance management and evaluation system that focuses on continuousdevelopment of key organizational and professional core competencies with anappreciation and sensitivity for both Hawaiian cultural and Christian values.3. An enhanced professional growth and renewal program that consists of activities andexperiences integrated into professional practice, including time embedded in dailyschedules, which reflects an investment in staff member skills, abilities and personalgrowth on the part of KS and the staff members themselves to enhance effectiveprofessional practices and improvements in student learning, growth, and achievement.4. An integrated compensation and rewards process designed to support and rewardthe development and application of skills that maximize student learning throughcompetitive base salary, variable pay, recognition and quality of work life.
- Generation Y, born between 1976-1995 or 1988-2001 depending on the sourceMillenial - increased use and familiarity with communications, media, and digital technologies. Millennials have too great expectations from the workplace.Studies predict that Generation Y will switch jobs frequently, holding far more than Generation X due to their great expectationsMillennials assertively seek more feedback, responsibility, and involvement in decision making.