Millennials are rebooting the way we do business

Gilbert Public Schools shifted the paradigm and launched a talent management model in place of the traditional human resources system. Dr. Robyn Conrad-Hanson, past president, National Association Elementary School Principals and Dr. Suzanne Zentner, Chief Talent Officer, Gilbert Public Schools, shared the key components of the talent management framework - recruitment, engagement and retention - and why it is needed. Focused on the characteristics of millennial generation, which will make up 83 percent of the workforce by 2045, the framework targets work-life balance, wellness, distributed leadership and more.

Schechterle: find your burning shield

What is your burning shield?  What can you do to overcome that?

“We have two needs,” said retired Phoenix Policeman Jason Schechterle as he shared his harrowing experience of surviving a life-changing car accident while on duty that left his body over 40 percent burnt.  

“Human beings need two things.  The inherent need to be inspired.”  Schechterle continued that the one vice humans have is that we take things for granted.  Through sharing his story with the ASBA members, 

"Life is 10 percent of what happens to you and 90 percent how you react." Mr. Schechterle talked about the importance of the journey and made the connection that people do have control of their lives.

Beard: 'Our voice is stronger together'

“Our voice is stronger together,” said Miranda Beard, president of the National School Board Association.  “As leaders in public education, let us continue to work together regardless of our background.”

Beard kicked off the Annual Session talking about the state of education nationally and asked members to remember the sole focus of education: students.  “Our focus should always be on educating children.” Closing out her comments, Beard shared the importance of education professionals sticking together. Hoisting up her family quilt, she shared that like a quilt, there is a greater strength when people stick together.

At PV they're trying to avoid the drama

The Karpman Triangle contains a rescuer, a persecutor and a victim, and each person can assume another role during problem solving. Drs. Troy Bales and Kimberly Guerin from Paradise Valley Unified School District led a jam-packed, interactive session to give participants a chance to practice the skills.

They also shared the leadership characteristics to look for when hiring, saying leaders need to be effective communicators, open, precise, attentive, comfortable communicating with all types of people, friendly and relaxed. Characteristics to avoid are argumentative, dominant and dramatic.

Building leadership aim of Buckeye program

Rainbow Valley is a school with four programs to build leadership in grades one through eight. Students run monthly drives for a Buckeye food bank through competitions devised by them. Reward field trips to Disneyland and Astro Camp in California motivate students to achieve goals in attendance, behavior and grades, with good results according to Principal Dr. Theresa Matteson. Trips are funded through tax credit donations and scholarships sponsored by individuals. Teachers collaborate weekly to plan ways to re-teach and enrich students in academics. A wide variety of after-school clubs encourage students to "find your gift." Choices, led by all adults on campus, include art, extra band practice, chorus, dance, food, Kohl's Fit and bicycle repair, among others. Liberty School District provides snacks and a late bus to allow participation by more kids.

Osborn's PRIDE Program gives students responsibility and rewards

“This (PRIDE) program is so important to our school that it has to work. It makes the teachers happy,” said Marty Makar, Osborn Middle School Principal about the PRIDE program. PRIDE stands for Personal Responsibility in Daily Effort, and the program has literally flipped their homework completion percentages from 10 percent to 90 percent, as well as improved the numbers of students getting to class on time and bringing their supplies each day, things the teachers determined affects learning the most.

Students are required to carry their PRIDE cards with them at all times, and each teacher completes a portion of it for each student, to record a "yes" or a "no" if they met certain requirements each day. For completing homework, bringing their materials, being on time and participating in class, they earn PRIDE Bucks, and students can use these bucks to purchase items, pay for events or even a lunch “fastpass” to skip the long line at lunchtime.

Makar emphasized that PRIDE “is a responsibility program, not discipline,” so the discipline room is called a Personal Responsibility Center. Osborn found that after school detention didn’t work, so they adjusted to lunch time detention for students that have any “no” marks on their PRIDE chart. Students must work during their time in this "pin drop silent" time, which for them is in the gym and the library. The PRIDE Program has changed the focus at Osborn Middle School, from consequences to rewards, and as a result, the staff has noticed a huge change in how the students behave.

The Hitchhikers guide to employee benefits

Knowing the basics of insurance and how it works is the key to selecting the best plan for your school district, says Chuck Nelson of the ASBA Insurance Trust.  Nelson gave a detailed primer of how insurance plans work, including choices, deductibles, co-insurance and out of pocket expenses.  Calling it “the hitchhiker’s guide to employee benefits”, he encourages districts to reach their destination economically and safely.

He spent much time discussing fixed costs (10% of insurance expenses) vs. variable costs (90%) and how districts can manage the 90% which can translate into controlling their expenses, or  their insurance company’s profits.  Districts that are self-funded can take any surpluses and impact future costs.    

Nelson also explained Preferred Provider Organizations (PPOs), Health Management Organizations (HMOs) and Health Savings Account (HAS) plans, which he suggests are becoming more popular.  Also known as High Deductible Health Plans, the employee and often the employer contributes to the HSA account, which covers deductibles.  The employee owns the account and takes responsibility for his health costs.  Funds contributed are pre-taxed for the employee, surpluses roll over each year, and upon retirement or termination, the account stays with the employee.