Most of you are probably aware that we held our kick-off meeting for the Classified Performance Management Advisory Committee on Monday, May 23, 2011. In case you have not been to the Supporting All Employees website on LAUSDnet, I have included the meeting agenda, presentation, and notes here. Our next meeting will not be until September, when most of our schools are back in session. However, that does not mean we have been idle this summer.
I have conducted some research on best practices in other public agencies, especially in the area of performance evaluation for non-teachers. I have also done some research, and met with several people that have been working in the area of competency-based models. My previous post has a link to an easy-to-understand, basic document on competency models.
I have also been working with a team in our classified personnel office to revise the job analysis process. Currently, LAUSD may go to subject matter experts (SMEs) two or three times in order to review the requirements of a job classification. One team collects information that they will use to develop the class description and minimum job requirements. A different team collects information to develop assessment tools. Yet another team may collect information in order to develop training programs. While these teams all have a different purpose, this process may seem redundant to the SMEs. We are developing a multi-purpose job analysis approach that will address all of these areas, as well as additional, relevant information. We have prepared a draft approach and are preparing to review it with the relevant stakeholders in classified personnel. We will post it here once we have vetted it.
I have also been working with a team in our classified personnel office to revise the job analysis process. Currently, LAUSD may go to subject matter experts (SMEs) two or three times in order to review the requirements of a job classification. One team collects information that they will use to develop the class description and minimum job requirements. A different team collects information to develop assessment tools. Yet another team may collect information in order to develop training programs. While these teams all have a different purpose, this process may seem redundant to the SMEs. We are developing a multi-purpose job analysis approach that will address all of these areas, as well as additional, relevant information. We have prepared a draft approach and are preparing to review it with the relevant stakeholders in classified personnel. We will post it here once we have vetted it.
In the meantime, please post your comments, suggestions, etc., so that we can all stay involved.
2 comments:
Great to hear that you are working on this! As an analyst at the Talent Acquisition and Selection Branch, I think this will streamline our work and ensure more consistency across PC functions. You may have already thought about this but an easy-to-use web based (or electronic) process would be helpful for both SMEs and analysts. Thank you for all that you are doing Heidi!
you could use a rubric to evaluate peoples' competencies. One program I have seen is Rubrix. It also has an app for IPhone and for Blackberry.
Post a Comment