AP 471 - Superintendent of Human Resources
Directly Reports to: Director of Education/CEO
Responsibilities and Duties:
The Superintendent of Human Resources position shall perform such duties and responsibilities as may be assigned including but not limited to the following:
The Superintendent of Human Resources position shall perform such duties and responsibilities as may be assigned including but not limited to the following:
1. Student Well-Being
Role Expectations:
RE 1.1 Provides support to ensure the safety and welfare of students.
Role Expectations:
RE 1.1 Provides support to ensure the safety and welfare of students.
Quality Indicators relative to student well-being:
QI 1.1 Ensures that student safety takes pre-eminence in all human resources decisions and actions.
QI 1.2 Ensures that staff and volunteers have a Criminal Record Check and/or Vulnerable Sector Search completed prior to their work with students.
QI 1.1 Ensures that student safety takes pre-eminence in all human resources decisions and actions.
QI 1.2 Ensures that staff and volunteers have a Criminal Record Check and/or Vulnerable Sector Search completed prior to their work with students.
2. Educational Leadership
Role Expectations:
RE 2.1 Ensures students in the Division have the opportunity to meet the standards of education set by the Minister.
RE 2.2 Provides exemplary supervisory oversight for Human Resources, Driver Education, and Occupational Health & Safety (OH&S).
Role Expectations:
RE 2.1 Ensures students in the Division have the opportunity to meet the standards of education set by the Minister.
RE 2.2 Provides exemplary supervisory oversight for Human Resources, Driver Education, and Occupational Health & Safety (OH&S).
Quality Indicators relative to educational leadership:
QI 2.1 The Superintendent of Human Resources identifies trends and issues based on data related to student achievement to inform the setting of yearly priorities and outcomes.
QI 2.1 The Superintendent of Human Resources identifies trends and issues based on data related to student achievement to inform the setting of yearly priorities and outcomes.
3. Fiscal Responsibility
Role Expectations:
RE 3.1 Operates in a fiscally responsible manner, in areas of assigned responsibility.
RE 3.2 Monitors the areas of responsibility and makes recommendations to the Director of Education, regarding continuous improvements for effectiveness and efficiency.
Role Expectations:
RE 3.1 Operates in a fiscally responsible manner, in areas of assigned responsibility.
RE 3.2 Monitors the areas of responsibility and makes recommendations to the Director of Education, regarding continuous improvements for effectiveness and efficiency.
Quality Indicators relative to fiscal responsibility:
QI 3.1 All collective agreements and employment contracts are being developed, administered, and interpreted within legal guidelines and Division standards as set by the Director of Education/CEO.
QI 3.2 The Director of Education/CEO is informed about incurred and potential liabilities and informed immediately regarding pending litigation.
QI 3.3 Monitors and reviews expenditures on an annual basis to ensure continuous improvement in terms of value for money in assigned areas of responsibility on an annual basis.
Personnel Management/Human Resources Responsibilities
4. Role Expectations:
RE 4.1 Staffs the Division with the best personnel available to ensure the greatest possible success for every student.
RE 4.2 Ensures effective appraisal and supervisory processes are developed and implemented to provide for growth and accountability.
RE 4.3 Provides exemplary supervisory oversight for assigned personnel.
RE 4.4 Develops performance metrics for the purpose of monitoring and evaluating operational performance areas of assigned responsibility.
RE 4.1 Staffs the Division with the best personnel available to ensure the greatest possible success for every student.
RE 4.2 Ensures effective appraisal and supervisory processes are developed and implemented to provide for growth and accountability.
RE 4.3 Provides exemplary supervisory oversight for assigned personnel.
RE 4.4 Develops performance metrics for the purpose of monitoring and evaluating operational performance areas of assigned responsibility.
Quality Indicators relative to personnel management/Human Resources responsibilities:
QI 4.1 High quality recruitment, selection, induction, staff development, disciplinary, appraisal, and supervisory processes are developed and effectively implemented.
QI 4.2 High standards of instruction and professional improvement are fostered.
QI 4.3 Effective development of administrators is provided.
QI 4.4 Ensures personnel policies are followed.
QI 4.5 Administers intern teacher placements in a manner which ensures high-quality supervision and attracts high quality teacher candidates with due regard for preserving instructional time.
QI 4.6 Ensures the accountability for reporting professional development activities for the division within areas of responsibility.
QI 4.7 Conducts regular formative and summative appraisals of assigned staff.
QI 4.8 Ensures optimum utilization of assigned staff.
QI 4.1 High quality recruitment, selection, induction, staff development, disciplinary, appraisal, and supervisory processes are developed and effectively implemented.
QI 4.2 High standards of instruction and professional improvement are fostered.
QI 4.3 Effective development of administrators is provided.
QI 4.4 Ensures personnel policies are followed.
QI 4.5 Administers intern teacher placements in a manner which ensures high-quality supervision and attracts high quality teacher candidates with due regard for preserving instructional time.
QI 4.6 Ensures the accountability for reporting professional development activities for the division within areas of responsibility.
QI 4.7 Conducts regular formative and summative appraisals of assigned staff.
QI 4.8 Ensures optimum utilization of assigned staff.
Board Policy and Administrative Procedures
Role Expectations:
RE 5.1 Makes recommendations within areas of assigned responsibility, to the Director of Education/CEO, to ensure related Administrative Procedures are kept current and are in compliance as they relate to the Director of Education/CEO’s responsibilities as outlined in Board Policy.
RE 5.2 Ensures Administrative Procedures are kept current and are in compliance with the intent of Board Policy within assigned areas of responsibility.
Role Expectations:
RE 5.1 Makes recommendations within areas of assigned responsibility, to the Director of Education/CEO, to ensure related Administrative Procedures are kept current and are in compliance as they relate to the Director of Education/CEO’s responsibilities as outlined in Board Policy.
RE 5.2 Ensures Administrative Procedures are kept current and are in compliance with the intent of Board Policy within assigned areas of responsibility.
Quality Indicators relative to Board Policy and Administrative Procedures:
QI 5.1 Recommendations of required revisions to administrative procedures are made to the Director of Education/CEO in a timely manner with due regard for legislation, contracts, and Board Policy.
QI 5.2 Ensures compliance with Administrative Procedures as required in the performance of duties.
QI 5.1 Recommendations of required revisions to administrative procedures are made to the Director of Education/CEO in a timely manner with due regard for legislation, contracts, and Board Policy.
QI 5.2 Ensures compliance with Administrative Procedures as required in the performance of duties.
6. Superintendent of Human Resources/Director of Education/CEO Relations
Role Expectations:
RE 6.1 Establishes and maintains positive professional working relations with the Director of Education/CEO.
RE 6.2 Honours and facilitates the implementation of the Director of Education/CEO’s roles and responsibilities as defined in Board Policy.
RE 6.3 Provides the information which the Director of Education/CEO requires to perform their role.
Quality Indicators relative to Superintendent of Human Resources/Director of Education/CEO relations:
QI 6.1 Submissions to meeting agendas are made in a timely comprehensive manner and in accordance with the prescribed format. Such submissions shall contain balanced, sufficient, concise information and, where appropriate, clear recommendations.
QI 6.2 Ensures the Director of Education is informed about Division operations within areas of responsibility.
QI 6.3 Interacts with the Director of Education/CEO in an open, honest, proactive, and professional manner.
QI 6.4 Implements the Director of Education’s directions with integrity and in a timely fashion, in order for the Director of Education to perform their duties in an exemplary fashion.
QI 6.1 Submissions to meeting agendas are made in a timely comprehensive manner and in accordance with the prescribed format. Such submissions shall contain balanced, sufficient, concise information and, where appropriate, clear recommendations.
QI 6.2 Ensures the Director of Education is informed about Division operations within areas of responsibility.
QI 6.3 Interacts with the Director of Education/CEO in an open, honest, proactive, and professional manner.
QI 6.4 Implements the Director of Education’s directions with integrity and in a timely fashion, in order for the Director of Education to perform their duties in an exemplary fashion.
7. Strategic Planning
Role Expectations:
RE 7.1 Provides leadership in the strategic planning process, including the annual reporting of results.
Role Expectations:
RE 7.1 Provides leadership in the strategic planning process, including the annual reporting of results.
Quality Indicators relative to strategic planning and reporting:
QI 7.1 Staffs the Division in an effort to achieve the key results identified in the Division and provincial plans.
QI 7.1 Staffs the Division in an effort to achieve the key results identified in the Division and provincial plans.
8. Organizational Management
Role Expectations:
RE 8.1 Ensures Divisional compliance with all Ministry mandates and legislative and contractual requirements.
RE 8.2 Develops performance metrics for the purpose of monitoring and evaluating operational performance in areas of assigned responsibility.
Quality Indicators relative to organizational management:
QI 8.1 Acts in accordance with Board Policy, Administrative Procedures, and contractual requirements.
QI 8.1 Acts in accordance with Board Policy, Administrative Procedures, and contractual requirements.
9. Communications and Community Relations
Role Expectations:
RE 9.1 Takes appropriate actions to ensure positive external and internal communications are developed and maintained in accordance with Division strategy and expectations.
Quality Indicators relative to communications and community relations:
QI 9.1 Represents the Division in a positive, professional manner.
QI 9.2 Manages conflict effectively.
QI 9.1 Represents the Division in a positive, professional manner.
QI 9.2 Manages conflict effectively.
10. Leadership Practices
Role Expectations:
RE 10.1 Practices leadership in a manner that is viewed positively and has the support of those with whom one works most directly in carrying out assigned duties.
Quality Indicators relative to leadership practices:
QI 10.1 Provides guidance and clear directions.
QI 10.2 Provides effective service and leadership within areas of responsibility.
QI 10.3 Prepares and communicates decisions within areas of responsibility.
QI 10.4 Establishes and maintains positive, professional working relationships with staff.
QI 10.5 Unites people towards a common sense of purpose and alignment with Divisional goals in the provision of services within areas of assigned responsibility.
QI 10.6 Demonstrates a high commitment to the needs of students and staff.
QI 10.7 The Superintendent of Human Resources builds trust.
QI 10.8 Effectively solves problems.
QI 10.9 Continuously reviews and improves practice, based on performance data.
QI 10.10 Works collaboratively with other departments to ensure the sharing of information as required within areas of responsibility.
QI 10.11 Exhibits a high level of personal, professional, and organizational integrity.
QI 10.12 Models a commitment to personal and professional growth.
QI 10.13 Empowers others.
QI 10.14 Models high ethical standards of conduct.
QI 10.15 Maintains confidentiality at all times.
QI 10.16 Demonstrates punctuality and appropriate dress for a professional setting.
QI 10.17 Maintains currency with required technology to effectively execute assigned duties.
Note: Direct reports and a representative sample of principals will be asked to complete an online questionnaire using the questions outlined below. A summary report provided to the Director of Education/CEO and Superintendent of Human Resources.
LEADERSHIP PRACTICES INTERVIEW GUIDE
Perceptions of a representative sample of Principals and all Direct Reports
1. What evidence can you cite to support or refute the following:
3. What does the Superintendent of Human Resources do, if anything, that makes doing your job more difficult?
1. What evidence can you cite to support or refute the following:
- The Superintendent of Human Resources provides clear direction?
- The Superintendent of Human Resources provides effective educational leadership?
- The Superintendent of Human Resources establishes and maintains positive, professional working relationships with staff?
- The Superintendent of Human Resources unites people toward achieving the Board's goals?
- The Superintendent of Human Resources demonstrates a high commitment to the needs of students?
- I trust the Superintendent of Human Resources.
- The Superintendent of Human Resources empowers others?
- The Superintendent of Human Resources effectively solves problems?
3. What does the Superintendent of Human Resources do, if anything, that makes doing your job more difficult?
January 5, 2023