HR Connection - November 2023 by taspa

NOVEMBER 2023

TEXAS ASSOCIATION OF SCHOOL PERSONNEL ADMINISTRATORS

TASPAHR Connection Your HR Quarterly Newsletter

The Never Legislative Ending Update Session Also in this issue: • Onboarding is More than Orientation • Teacher Incentive Allotment • Title IX and Sexual Identity in Your Classrooms

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Table of Contents TASPA Staff, Executive Board & Committees

President’s Message

TASPA President Al A. Rodriguez

Calendar of Events

2023-2024 TASPA Events

Regional District Meetings

2023-2024 Meeting Dates

Welcome New TASPA Members

New TASPA Members

The Never Ending Session Legislative Update

Kate Kuhlmann, HillCo Partners

Onboarding is More than Orientation

Chad Teague, McKinney ISD

Board Member Spotlight

Jose Barraza, TASPA District VI

New Member Spotlight

Demetrio Garcia, ESC Region 20

Legal Redecorating

Emma Darling, Eichelbaum Wardell Hansen Powell & Muñoz, P.C.

Teacher Incentive Allotment Expanding our Supports for Rewarding Teachers

Matthew Holzgrafe, Director of District Talent Systems, TEA

Navigating the Legal Landscape Title IX and Sexual Identity in Your Classrooms

Joe Benavides, Associate Attorney, J. Cruz & Associates

Where are They Now?

Sharon Fuery, 1999 TASPA President

Committee Corner

TASPA Committee Updates

Diamond Sponsor Spotlight

Frontline Education

TASPA 2023 Fall Support Staff Conference Recap

4 | HR Connection

Staff & Executive Board TASPA STAFF Chandelle Crane, Executive Director Jeannie Tomasek, Director of Programs & Membership Kathy Cervantez, Director of Communications & Professional Development

TASPA EXECUTIVE BOARD Al Rodriguez, President, Elgin ISD Kimberly Rich, President-Elect, Dickinson ISD Johjania Najera, First Vice President, Keller ISD Chris Bailey, Second Vice President, Abilene ISD Craig Lahrman, Secretary, Ysleta ISD Max Flores, Immediate Past President, Lubbock ISD

TASPA DISTRICT REPRESENTATIVES Ben Muir, District I, Northside ISD Dr. Tyrone Sylvester, District II, Goose Creek CISD Dr. Tamey Williams-Hill, District III, Manor ISD Theresa Burkhalter, District IV, Waxahachie ISD Chris Tatum, District V, Amarillo ISD Jose Barraza, District VI, Canutillo ISD

TASPA Committees TASPA LEGISLATIVE COMMITTEE Ben Muir, District I, Northside ISD Brian Kroeger, District II, Splendora ISD Bob Mabry, District III, Jarrell ISD Jason Liewehr, District IV, Denton ISD Heath Simpson, District V, Frenship ISD Bobbi Russell-Garcia, District VI, Ysleta ISD

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TASPA Committees TASPA NOMINATIONS COMMITTEE TBD, District I Barbara Ponder, District II, Barbers Hill ISD Kris Reyes, District III, Pflugerville ISD Greg Gaston, District IV, Carrollton-Farmers Branch ISD Paul Kimbrough, District V, Canyon ISD Christopher Smith, District VI, El Paso ISD

TASPA SCHOLARSHIP COMMITTEE Charity Salinas, District I, Southside ISD Marcus Higgs, District II, Texas City ISD Sue Pfleging, District III, Waco ISD Asheley Brown, District IV, Little Elm ISD Paige Anderson, District V, Amarillo ISD Celina Stiles, District VI, Socorro ISD

TASPA CONFERENCE PLANNING COMMITTEE **Includes President, President-Elect & District Representatives TBD, District I Dr. Nkrumah Dixon, District II, Huntsville ISD Eddie Curran, District III, Round Rock ISD Kendra Hancock, District IV, Dallas ISD David Manchee, District V, Amarillo ISD Fernando Garnica, District VI, Anthony ISD

TASPA SBEC COMMITTEE Melissa Aguero-Ramirez, District I, Pharr-San Juan-Alamo ISD Shay Sincinski, District II, Bryan ISD Tammy Nobles, District III, Victoria ISD Danielle Copeland, District IV, Malakoff ISD Robin Fawcett, District V, Ector County ISD Jiovana Gutierrez, District VI, Ysleta ISD

6 | HR Connection

President’s Message AL A. RODRIGUEZ 2023 TASPA PRESIDENT

importance of your dedication to these causes. Moving forward, I know you will continue the fight. Rest assured that your association will fight along your side.

YOUR IMPACT:

Year of Resilient Advocacy: Thank You, TASPA! Dear Colleagues,

s we near the close of a remarkable year, I want to extend my heartfelt gratitude to each one of you for your unwavering commitment to our association’s mission, and your outstanding advocacy efforts on behalf of our noble profession, throughout my presidential term. Over the past year, we’ve faced unique challenges, including a legislative session and not one, but three special sessions, and now going into a fourth! Through it all, your dedication to public education and Human Resources has been nothing short of inspiring.

A YEAR OF ADVOCACY: Our advocacy efforts in the realm of public education and Human Resources have been nothing less than remarkable. As the state continues to face unprecedented challenges, you continue to step up and make your voice heard. During the legislative session and the subsequent special sessions, your tireless advocacy efforts became a beacon of hope for countless students, professionals, families, and communities alike. 1. **Legislative Session**: TASPA held its first ever Day on the Hill and, although not all of us could be there in person, we engaged with lawmakers, held discussions, and championed the cause of public education and Human Resources with an unparalleled spirit. Your collective strength was instrumental in shaping policies that support these vital sectors in helping to interject TASPA into the conversation and take a seat at the table. 2. **Special Sessions**: The three special sessions presented unique hurdles, but you rose to the occasion, demonstrating resilience and determination. Your continued efforts during these sessions underscored the

It is through your advocacy that we have achieved significant milestones. Whether it was influencing legislation, securing resources, or raising awareness, your efforts will directly translate into tangible improvements for public education and Human Resources. We’ve seen changes that will benefit students, educators, and HR professionals alike. We know that more challenges are to come but I know that we as an association will not waver in our moral imperative to bring the best and brightest into our schools and districts.

LOOKING AHEAD: As we move into the future, I challenge you to remain committed to our mission. The challenges may continue to evolve, but our unity and unwavering dedication will be our guiding force. Together, we will continue to advocate for the betterment of public education and the support of HR professionals but, always in the best interests of our great state’s youth. I want to express my deepest appreciation for your incredible efforts throughout this year. Your passion, engagement, and resilience have not only made my presidency meaningful but have also created lasting positive change in the lives of many. I am deeply grateful for the honor of serving as your president during this pivotal year. May the coming year be filled with new opportunities, renewed purpose, and continued success in our collective endeavors and your personal hopes and aspirations. I have no doubt that with your dedication, TASPA and the Texas public education system will continue to achieve great things. Thank you once again for being the driving force behind TASPA. With renewed hope and determination, Respectfully,

Al A. Rodriguez Al A. Rodriguez is the 2023 TASPA President. He is the Assistant Superintendent of Human Capital & Public Information in Elgin ISD.

8 | HR Connection

Calendar of Events For more information and updates, please visit our website at taspa.org or call 512-494-9353. DATE

EVENT

LOCATION

December 6-7, 2023

pHCLE Blended Learning Cohort

Kalahari Resort, Round Rock

December 6, 2023

Winter Law Conference

Kalahari Resort, Round Rock

December 6-8, 2023

Winter Conference

Kalahari Resort, Round Rock

January 10, 2024

HR Webinar Series (TBD)

Zoom

January 16, 2024

Understanding Special Education HOUSSE

Eagle Mountain-Saginaw ISD

January 25, 2024

Understanding Special Education HOUSSE

Goose Creek CISD

February 14, 2024

Understanding Special Education HOUSSE

Northside ISD

February 28, 2024

HR Webinar Series (TBD)

Zoom

March 21-22, 2024

East Texas Mini-Conference

Holiday Inn-Tyler Conference Center Tyler, Texas

April 10, 2024

HR Webinar Series (TBD)

Zoom

May 15, 2024

HR Webinar Series (TBD)

Zoom

July 17, 2024

Summer Law Conference

The Worthington Renaissance Hotel Ft. Worth

July 17-19, 2024

Summer Conference

The Worthington Renaissance Hotel Ft. Worth

9 | November 2023

Regional District Meetings For more information and updates, please contact your District Representative.

DISTRICT

DATE

LOCATION

District I (ESCs 1, 2, 20) Ben Muir SAAPA

December 13, 2023

Schertz-Cibolo-Universal City ISD Marion Dolford Learning Center 200 Schlather St. Cibolo Main Room

District II (ESCs 4, 5, 6) Dr. Tyrone Sylvester GCASPA

February 23, 2024

TBD

January 9, 2024 February 13, 2024

TASBO

District IV (ESC’s 7, 8, 10, 11) Theresa Burkhalter NCTASPA

November 30, 2023 January 26, 2024 February 23, 2024

Forney ISD Terrell ISD Lewisville ISD

District V (ESC’s 9, 14, 16, 17) Chris Tatum WTASPA

February 21, 2024

Lubbock ISD

District VI (ESC’s 15, 18, 19) Jose Barraza PAR 19

November 15, 2023 December 15, 2023 January 12, 2024 February 23, 2024

El Paso ISD Ysleta ISD San Elizario ISD Socorro ISD

District III (ESCs 3, 12, 13) Dr. Tamey Williams-Hill CTASPA

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12 | HR Connection

Welcome New TASPA Members New TASPA Members (August 10 - November 6) Melody Almaraz Admin Assistant Cert and Staff Bryan ISD

Dr. Chaney Curran Assistant Director of HR Eagle Mountain-Saginaw ISD

Debbie Anderson Ex. Director of Recruitment and Staffing Austin ISD

Amy Dawson District Sales Consultant EduStaff

Nancy Arana Benefits Specialist Lockhart ISD

Dr. Maggie De La Rosa Chief of Strategic Initiatives Carrollton-Farmers Branch ISD

Jennifer Atchley Payroll Specialist Gladewater ISD

Michelle De Leon Director of Human Resources Pearsall ISD

Lisa Barraza Administrative Assistant Dayton ISD

Rosie Escobar Executive Assistant for HR Robstown ISD

Cynthia Bills Director of Advanced Academics and CCR Boerne ISD

Stephanie Fletcher Director of Human Resources Waller ISD

Erin Brock Human Resources Specialist ESC Region 7 Ashley Broughton HR and Compensation Consultant TASB HR Services Dr. Carole Buhr Human Resources Director Ector County ISD Tracey Cain HR Assistant Peaster ISD Angie Campbell Pulido Chief Human Resources Officer Waller ISD David Canales Associate Superintendent of HR United ISD Sheri Cantu Coordinator of Personnel Services Magnolia ISD Dr. Daniel Ceballos Executive Director for Human Resources Gregory-Portland ISD Cameron Curran Human Resources Coordinator Gregory-Portland ISD

Missy Gillit Clerk Lubbock ISD Lacye Goad Assistant Director of Human Resources Mansfield ISD Lizett Gonzalez Human Resources Coordinator Hurst-Euless-Bedford ISD Amy Gonzalez HR Specialist Killeen ISD Dr. Aronda Green Associate Superintendent Peaster ISD Dr. Adam Grinage Employee Relations Officer Carrollton-Farmers Branch ISD Deboah Heineman HR Specialist Prosper ISD Jaclyn Hemmila HR Coordinator Hurst-Euless-Bedford ISD Hannah Jefferies HR Specialist Sealy ISD

Veronica Johannsen Chief of Administration, Communications and Safety Gonzales ISD Jennifer Johnson Manager-Substitutes Mesquite ISD Claire Kelly HR Administrative Assistant Dripping Springs ISD Starr Kennedy HR Specialist Belton ISD Melanie Kibodeaux Human Resources Coordinator Carroll ISD Heather King HR/Payroll Coordinator Rice ISD Brad Koskelin Deputy Superintendent Ennis ISD Barbara Lau Staffing Coordinator Lewisville ISD Michele Lewis DSB Receptionist/HR Weatherford ISD Daniela Lopez Supprt Staff Recruiter Round Rock ISD Blanca Martinez Human Resources Executive Assistant San Marcos CISD Dr. Dewayne McGary Director of Human Resource Texas City ISD Bella Mestoeva Exec Director of Total Rewards & HR Leander ISD Kimberly Mitchell Director Of Instructional Resources Aldine ISD Terry Morphis HR Secretary Lampasas ISD

13 | November 2023

Monica Morse HR Specialist Aubrey ISD

Robbie Phillips Superintendent Stamford ISD

Araceli Sarabia Certification Specialist Pearland ISD

Amanda Muha HR Specialist San Marcos CISD

Tracie Phillips Executive Director for Human Resources Copperas Cove ISD

Dana Sidle Director of Human Resources Lockhart ISD

Michelle Mull Director of Human Resources Denver City ISD

Dariel Ramirez Human Resources Coordinator United ISD

Jordan Smith Human Resource Coordinator San Angelo ISD

Rosa Orosco Mitchell Director of Talent Acquisition & Org Development Irving ISD

Taylor Ratliff Coordinator, Staffing Round Rock ISD

Dr. Nicole Taguinod Chief of Communications &Talent Management Judson ISD

Brooke Parker Assistant Director Cypress-Fairbanks ISD Dr. Tracey Patton Executive Director of HR Mansfield ISD Melissa Patton HR Benefits & Leave Specialist San Marcos CISD Ben Peacock Human Resources Comal ISD Darla Peters HR Coordinator of Staffing & Systems Hays CISD

Rick Rios Principal Floresville ISD Elizabeth Rivera HR Professional Specialist Judson ISD Anabelle Ruiz-Ramos Human Resource Coordinator/ Recruiter United ISD Amelie Sanchez Director of Secondary Staffing and Talent Acquisition Stephany Sanders HR Secretary Lubbock ISD

Natasha Tillman Project Director of Opportunity Culture Spring ISD Armando Torres Recruiting and Staffing Partner Austin ISD Jennifer Unwin HR Specialist Judson ISD Ryan Venegas Assistant Director El Paso ISD

14 | HR Connection

The Never Ending Session Legislative Update

made it clear by this point that a special session on at least vouchers was looming. Later, he stated that he’d call multiple special sessions to tackle the oday is Tuesday, November 7, and the third special session of the 88th Legislature is ending. issue if necessary and would engage in the 2024 primary elections so that voters could elect a voucher As you read this, the fourth called session of candidate if a deal wasn’t reached. the 88th Legislature, which followed immediately, is likely still underway. While things may change When the Governor issued his call for the third between when this was written and when it is read, special session to begin October 9 at 1pm, the conversation is still very likely to include public it was no surprise that among a list of seven school funding, educator compensation, and private items was one asking the legislature to consider school vouchers; not as conversations based on the “providing education savings accounts for all Texas merit of each individual issue, but as one discussion schoolchildren.” Absent on that initial list were two dependent on the success of vouchers. items that were later added: public school finance Kate Kuhlmann, HillCo Partners

The first called special session of the 88th Legislature began at 9pm on May 29, the same day the regular session of the 88th Legislature adjourned Sine Die. The primary issue on the call involved property taxes. The legislature did not come to an agreement on how to provide property tax relief to Texans during the regular session and it ultimately took two special sessions to reach a deal. The Governor

and educator compensation.

While the initial absence of additional education issues on the call did not limit the ability of the Senate to swiftly pass its two priority bills largely covering a voucher and educator compensation, respectively, the House situation was different. The House parliamentarian concluded that an omnibus education bill by the House education chairman

15 | November 2023

could not move forward due to House rules that prevented bills covering issues not listed on the call from advancing through the chamber. This led to the Governor expanding the call three weeks into the special session to include public school funding, educator compensation, and other education items like special education and school safety. It became increasingly clear during the regular session, over the summer, and especially as the third special session call was issued that these issues were a package deal for Governor Abbott – public school issues such as funding and teacher pay did not have a path forward unless a voucher deal was reached. That maintained strategy has led to a stalemate to date, even as select legislators continue to navigate the potential to cut a deal. So, on this day when the fourth called session of the 88th Legislature kicks off on the same day the third called session ends, yet another session has passed without any movement on school funding and teacher pay because a voucher deal stands in the way. This despite a $32 billion state spending surplus, a rise in inflation that would require a projected $1100 increase to the basic allotment for schools to regain the purchasing power of 2019 (no proposals to date have contemplated this level of increase in school funding), and a narrowing teacher workforce that led to an historic high of almost 30% of new teachers in 2022 entering the classroom uncertified. Time will pass between when this article is written and when it is read, but all indications point to vouchers or bust for the Governor in special sessions and the 2024 elections.

How does a special session work? Here are some key facts: • The Governor may convene the legislature outside of required regular sessions, which occur every odd numbered year and last 140 days beginning at noon on the second Tuesday in January, for a called special session at any time and as many times as he or she wishes. ◦ According to the Legislative Reference Library of Texas, the most special sessions ever called was by Governor Bill Clements. He called six special sessions of the 71st Legislature between 1989-1990 covering over 100 items. • The Governor must include in each proclamation calling a special session the identified items he or she would like addressed. The Governor can amend the proclamation as he or she wishes. ◦ The items listed in a proclamation do not limit what bills can be filed, just what issues and bills can be considered (although this is subject to interpretation of the constitution and chamber rules). • All special sessions are limited to a maximum duration of thirty days, and there is no minimum amount of time specified for the duration of a special session. ◦ According to the Legislative Reference Library of Texas, the shortest session is history was the 1st Special Session of the 38th Legislature in 1923, which lasted only one hour.

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18 | HR Connection

Onboarding is More than Orientation

had to stop our initial orientation for her to take a phone call about cafeteria workers getting into an argument that became physical when they started throwing frozen broccoli at each other. Apparently projectile frozen broccoli can be painful. It was at that point I Chad Teague Mckinney ISD thought to myself, what am I doing o you remember your first here? My previous experience onboarding experience in was as a classroom teacher, Human Resources? Did you assistant principal, and principal. come in the first day wondering I was sold on the thought of HR what you got yourself into with because I would get to work with no clue where to begin? Perhaps principals. Little did I know I would you had a general idea of the be investigating fights involving expectations but were unfamiliar adults and frozen produce. The with the new processes and main lesson I got from Mrs. West procedures. Maybe you walked is to invest in your people and in and knew everyone and exactly build relationships. For my first what needed to be done and hit year she spent the time to explain the ground running. I have been all aspects of HR processes and fortunate to experience all three. procedures and provided me opportunities to learn how to My first position in HR was with Brenda West, currently in Highland handle different situations. Park ISD. First day on the job we

I showed up for orientation for my second position in HR and the outgoing HR director greeted me at the door. She was genuinely excited to meet me and after a few months I realized why. She walked me in to orientation and found me a seat on the front row. As the orientation for me and about thirty other new employees were about to begin, she leaned down and said, “You may want to take notes because you are doing this tomorrow.” Here I am in a new district, and I knew no one. I didn’t know the procedures, although I was about to learn them, and had zero idea of what my true responsibilities were at the time. The supervisor who hired me was out on leave for six months so this orientation was my only direction. Needless to say, I took copious notes and on a daily basis I appreciated the time Brenda spent with me in my

19 | November 2023

prior position. My onboarding for this position stopped after the initial orientation and much to my chagrin, I discovered that onboarding had essentially stopped that day for everyone in my new hire orientation. Onboarding is much more than a single orientation. There are four components to onboarding: pre-employment, orientation, implementation, and support. Onboarding begins with the initial contact through the interview process with a campus or supervisor and includes the follow up to that process. Onboarding continues after their initial orientation and should extend through the first and second year of employment as needed. It is not a one and done. Onboarding is building relationships and providing information and support for all employees to better serve the district, community, and ultimately the students.

people don’t answer their phones, but everyone answers an email or text. The email also provides us with a time stamp in the event we need to transfer a teacher based on seniority. After the applicant accepts the position, we send a second email with links to all of the forms required for employment. As soon as the forms have been completed, the third email is automatically sent with instructions on how to set up their email and register for orientation. Behind the scenes, we receive the recommendation to hire, check the application, certifications, backgrounds, Do Not Hire Registry, and position control. All the applicant sees is a job offer within minutes of receiving it and two emails as soon as they complete their part of the process. It doesn’t get much more efficient. ORIENTATION

Over the last few years, we have surveyed all our new hires PRE-EMPLOYMENT to determine what they need to be successful. Our surveys The initial contact with an have included questions about employee sets the stage for that recruiting, new hire orientation, employee’s journey with your mentor preparedness, and needs district. The initial contact may be of first year teachers. Based on at a job fair, through an email or these surveys, we discovered that at a job interview. That is where there was a disconnect between the onboarding process begins. what the campuses believed HR The future employee needs to be was providing at orientation and informed about the position in what HR thought new hires were which they are interested and the receiving at the campus level. The environment in which they may be disconnect was with technology, working. My daughter interviewed curriculum, and special education for a library assistant position in so we increased orientations another district and by her first from three hours to a full day day of employment she was placed this past summer. Orientations in a behavior class. That position begin with getting wet signatures, didn’t last long. turning in official transcripts and service records, taking ID Your pre-employment process badge pictures, logging into their should be well organized and technology, and uploading a photo efficient for the new employee. to Google Slides. Our Director for If your district has not gone Recruitment and Retention uses paperless with your workflow these slides to get to know our there are many options for new teachers and we share these software to help facilitate this with curriculum and instruction. process. Once we receive a recommendation to hire, we issue Our new hire orientation presentations include benefits, three emails. The first email is education foundation, childcare, a job offer which includes the technology, payroll, and special position, location, start date, and education. Human Resources tells salary. True, an email is not as personal as a phone call, however, them how to not get fired, how to access the curriculum and lesson we have discovered that most

plans, provides T-TESS training, and shares strategies for work-life balance. We also have a separate segment for paraprofessionals where we provide an overview of office staff expectations, day to day campus operations, and a more in-depth overview of special education. IMPLEMENTATION In order to support our new employees, we have created a First Year Teacher Academy, Second Year Teacher Academy, and Mentor Academy. As an HR department we also make ourselves accessible and reach out to all new employees as support. We categorize our new hires in a variety of ways. We determine if they are a first- or second-year teacher. If they are a first-year teacher, we determine if they are in an alternative certification program or if they graduated with the traditional route of university certification. To an extent, this helps us determine how much support to provide. We create a Google Sheet with this information and we provide these lists to our curriculum and instruction department, instructional coaches, and campus administrators. Human Resources uses these lists for our Mentor program, First Year Teacher program, and Second Year Teacher program. We allow our campus administrators to determine the mentors for first year teachers and teachers new to the district. Human Resources trains mentors using Paul Bambrick-Santoyo’s book, Get Better Faster. Mentors are given instruction on how to work with new teachers planning conversations, building trust, providing observation feedback, and differentiating their support. We also provide mentors with feedback from the previous year’s First Year Teacher program. We have used a variety of books with our first-year teachers including Your First Year by Todd, Madeline, and Katherine Whitaker and The Classroom Management Book by Harry and Rosemary Wong. During our first-year

20 | HR Connection

teacher meetings we sit them with teachers from their same campus, grade level, or department. This allows them to have conversations with someone experiencing the same issues, deadlines, and concerns. Part of the comfort for a first-year teacher is realizing that other people going through the exact same things they are, and they can get through this together. We currently meet with first-year teachers four times a year and half of the agenda is fluid to meet their needs and concerns. Our agenda items include classroom management, building classroom culture, structures, and expectations, parent communication, instructional strategies, work life balance, and day to day operations. We also provide each first year with a substitute at some point in the first semester so they can go observe veteran teachers. Our Second Year Teacher program works with our returning first-year teachers and teachers new to the district who may be in their second year. The program continues the work of the First Year Teacher program with a greater focus on curriculum and instruction, positive behavior supports, accommodation tracking, engaging starters, and being a champion for kids.

is decreasing rapidly and the most effective way to remedy this situation is to invest in our current employees. We need to take advantage of everyday situations and make them memorable as described in Chip and Dan Heath’s book, The Power of Moments. We need to provide our employees with opportunities to network and build relationships within the district when possible. We need to continually ask them what they need to be successful and provide that support long after they arrived for their new hire orientation. So often we get caught up in our daily responsibilities and projectile frozen broccoli that we forget to make the time to take care of the employees who are doing the work to support and educate our students. Onboarding is not a single event, but building relationships through interactions and providing information and support for all employees to better serve the district, community, and ultimately our students.

SUPPORT Ask any student about their favorite teacher and it most likely won’t be the teacher who taught statistics standing at the front of the room with a stoic face like my college professor. They remember the teachers who took an interest in them and made learning fun. The same thing goes for adults. Adults are more likely to stay with a district that has taken a personal interest in them and their success. As a human resources department, we meet with firstyear teachers quarterly and second-year teachers and teachers new to the district once a semester. It is important that these visits are supportive in nature. At our First Year and Second Year meetings we ask teachers to complete a Google Form letting us know their class schedule and classroom number so we can walk onto a campus and go straight to their classroom without having to trouble the front office or show up while they are not available. The Google Sheet is also used to document our visits with teachers so that all of HR is aware of concerns and to make sure we touch base with everyone. We have an agenda when we show up based on the time of year. Obviously, we start the conversation asking how they are doing and then we ask about time sensitive topics. There have been many times that we don’t get to the second question and we are just there to listen and provide feedback if warranted. There are many times during these discussions when teachers need support that we do not provide so we will follow up with curriculum and instruction or the campus administration to provide additional supports. The number of teachers entering the profession

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22 | HR Connection

TASPA Board Spotlight JOSE BARRAZA TASPA DISTRICT VI

Jose Barraza is in his ninth year in HR and presently directs his skills and knowledge as the Assistant Director for Human Resources and Safety at Canutillo ISD. He oversees crucial aspects like employee relations, risk management, safety, and employee wellness, all while proudly being a SHRM-certified Professional. Jose’s road to HR might have been accidental, but today it’s a chosen path filled with challenges and rewards that he wouldn’t exchange for anything else. His philosophy revolves around the principle of “the whole child,” which considers all factors of a child in learning and development. Through stormy and eventful days, Jose believes that the HR Profession and its Practitioners stand as a pillar of success and positivity, steering the helm with transformative leadership and innovative creativity. MY ADVICE TO THOSE WHO ARE NEW TO HR: For those stepping into the HR realm, Jose emphasizes that it’s a hands-on field where you’ll don multiple hats. Staying abreast with legislative and employment laws is paramount. His pivotal advice: “Never give up and always ask questions.” The journey might be complex, but the learnings and impact are immensely rewarding. CURRENT CHALLENGES IN YOUR DISTRICT: The path isn’t always smooth, as the district faces its set of hurdles such as obtaining adequate funding for personnel and expansive public district programming, and maintaining a persistent interest in sustaining classroom teachers, especially with the lingering echoes of the COVID pandemic. But with challenge comes opportunity, and the journey is all about progressing forward despite the odds. HOW HAS TASPA BENEFITED YOU: TASPA is not just a resource but a community, benefiting both the new and savvy HR practitioners. The wealth of networking, year-round training on varied relevant topics, and the establishment of invaluable contacts and relationships have not only enriched Jose’s practice but also substantiated critical information and best practices in the field.

23 | November 2023

New Member Spotlight DEMETRIO GARCIA ESC 20

Demetrio D. Garcia is a Coordinator for Educator and Leadership Pipelines for the Region 20 Education Service Center (ESC-20) in San Antonio. He received his Bachelor of Science in Interdisciplinary Studies, his Master of Education in Administration and Supervision, and his Principal and Superintendent Certifications from the University of Houston-Victoria. After serving the education profession for eleven years as a school principal, Demetrio joined the ESC-20 family as part of the Leadership Development Team in November of 2016. As a Coordinator for the Federal, State, and Local Initiatives Component, he leads and supervises a team of leadership consultants that provide training, support and technical assistance to district and campus school leaders and administrators across the Region 20 area. An educator for 22 years, Demetrio is now in his 13th year as a Board trustee for Kenedy ISD and currently serves as the Board President.“Public education is under attack, and it is ever more important to ensure that we can retain and recruit highly qualified staff to serve the children of Texas. Our students deserve the best foundation for success, and in human resources, we have the privilege and responsibility of ensuring our districts have the right people to provide it.” WHAT SIZE IS YOUR DISTRICT/ESC? ESC-20 supports 58 school districts and 40 charters in 19 counties. The training, support, and technical assistance provided to the 760 campuses in the ESC20 area impacts over 440,000 students. WHAT CHALLENGES ARE YOU CURRENTLY FACING IN YOUR REGION? The ESC-20 Educator and Leadership Pipelines team was created to support the pathways that lead to the recruitment and retention of high-quality teachers and leaders for the students in the Region 20 area. The team that I lead provides support for Teacher Incentive Allotment, National Board certification, strategic staffing for teacher residencies, the alternative certification program for school principals, and human capital services.

ATTENDANCE BENEFITED YOU?

WHAT ARE YOU HOPING THAT TASPA WILL PROVIDE YOU AS A MEMBER AND HOW DO YOU FEEL YOUR RECENT CONFERENCE/WORKSHOP

I joined TASPA to connect with like-minded individuals in the field and to build my capacity in public school human resources so that my team could provide better support to our clients. Attending the 2023 TASPA Summer Conference allowed me the opportunity to experience first-hand the wealth of knowledge and benefits this organization has and provides to its members. I returned from the conference feeling energized and refreshed from the timely and relevant sessions facilitated from a variety of experts in the field.

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25 | November 2023

Legal Redecorating

Making Sure Your Posters are Up to Date

Emma Darling, Senior Associate

e’re finally into the new 2023-2024 school year, and with all the new laws from the 88th legislature it’s time to redecorate our walls. New year, new décor! There are quite a few labor-related posters that have been updated, so make sure you have up the most accurate posters with the legal updates. EEOC The EEOC “Know Your Rights” poster was updated on June 27, 2023. This poster was updated again to include the Pregnancy Worker Fairness Act (PWFA) and discuss that reasonable accommodations may be discussed with a supervisor. The new poster can be found here – https://www. eeoc.gov/poster.

to give employees information regarding their rights to pump breastmilk during reasonable break times for one year after a child’s birth. The update to the poster includes the language that the location to pump may not be a bathroom. The previous versions, including the August 2016 version, no longer fulfill the posting requirement and should be replaced. This updated poster can be found here – https://www.dol. gov/agencies/whd/flsa. FAMILY MEDICAL LEAVE ACT (FMLA)

FAIR LABOR STANDARDS ACT (FLSA)

The FMLA poster was updated in April of 2023 and is now version WH-1420. The April 2016 and February 2013 versions still fulfill the posting requirements for now, but it is wise to update this poster. This poster can be found here – https://www.dol.gov/agencies/ whd/posters/fmla.

The FLSA poster for Fair Labor Standards was updated in April 2023. In addition, the PUMP Act has been added to the poster

All employers participating in the Texas workers’ compensation system must post the “Employer’s

OMBUDSMAN PROGRAM

Notice of Ombudsman Program” poster in the personnel office and in the workplace where each employee will regularly see the notice. This poster was updated in 2022, so be sure your copy is up to date. This poster is available here – https://www.oiec.texas.gov/ resources/employernotice.html. UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT Also known as the “USERRA,” this law protects the job rights of those who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. The poster goes into detail about how this law also protects veterans from discrimination, describes reemployment rights, and explains health insurance protections. This poster, which is also available on the DOL website, was last updated in May 2022, and should be displayed. It can be found here: https://www.dol.gov/agencies/ vets/programs/userra/resources.

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KEEP ON YOUR RADAR! While the individual posters discussed above are available for free on government websites, various vendors, including TASB, offer “all-in-one” posters for sale that may prove to be easier to deal with. Actually, the TASB Store offers one poster that covers state laws and one that covers federal laws, so they are more accurately called “all-in-two” options. ALL-IN-ONE OPTIONS While the individual posters discussed above are available for free on government websites, various vendors, including TASB, offer “all-in-one” posters for sale that may prove to be easier to deal with. Actually, the TASB Store offers one poster that covers state laws and one that covers federal laws, so they are more accurately called “all-in-two” options. If you have any questions about labor law posters, or you just want some tips on redecorating, contact your school attorney. Some of them have quite the flair for design.

Thank you to our 2023 Conference Diamond Sponsors:

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Teacher Incentive Allotment Expanding our Supports for Rewarding Teachers

Matthew Holzgrafe, Director of District Talent Systems, TEA

he Teacher Incentive Allotment (TIA) provides a pathway for high-performing teachers to earn six-figure salaries while enabling districts in rural and high-needs areas to recruit and retain highly effective teachers on their campuses. Human Resources, Academic, and Finance professionals are essential partners to work around TIA. This past year, districts received over $145 million from TIA for over approximately 12,500 exceptional teachers across the state – more than doubling the funding awarded the previous year. These funds went

to 346 districts. Since 2019, TEA has awarded $284 million through the Teacher Incentive Allotment. “My dream is to make six figures within the teaching profession,” said San Antonio ISD teacher Adriana Abundus, “and to make it become a reality is proof to me and my community that we can remain in the fields we are passionate about and still be compensated in a manner that we deserve.” Districts can expand their systems by including more subject areas, grade levels, and campuses allowing them the opportunity to designate more teachers. Of the 378 districts participating in TIA, 77 districts have TIA systems that include all teachers.

29 | November 2023

The TIA program has shared strategies for districts to include more teachers within their local designation system, including by planning for and integrating teachers of special education students. The following resource shares strategies and district highlights on how a district can include more teachers in their system: Integrating Special Education Teachers in the TIA Local Designation System. For districts implementing TIA, the TIA Planning Guide for Data Capture Year is a resource developed by the TIA Team to provide clear guidance to LEAs around how to collect, record, and analyze teacher-level data aligned with local designation systems, to prepare for annual TIA Data Submission each fall. The guide includes the following success criteria, each with additional key practices: • Data Collection Timelines • Data Systems • Data Coordination and Cross-Department Communication • Data Analysis and Problem Solving • Building a TIA Data Culture As an example, from Waco ISD, they shared success and growth related to the implementation of a TIA Scorecard: “The first TIA Scorecard was issued without a data warehouse for student growth and T-TESS, so the initial scorecard was a surprise for most teachers. The following year, we implemented the data warehouse, and it made a significant difference in teachers using their data throughout the school year to adjust and grow professionally.” As more districts implement TIA, the program remains committed to providing support for district professionals doing this critical work. If your district is not participating in TIA, we would encourage you to review our website and reach out to our inbox (tia@tea.texas.gov) to share interest in applying or learning more.

31 | November 2023

Navigating the Legal Landscape Title IX and Sexual Identity in Your Classrooms

Joe Benavides, Associate Attorney

n this ever-developing legal landscape, it is important, and often difficult, to stay up to date on all the hot-pressing legal issues affecting school districts today. In recent years, the spotlight has turned to the legal rights of transgender students under Title IX. From high school athletics to preferred pronouns and restroom facilities, the LGBTQ+ community is relying on Title IX to challenge alleged discriminatory policies being implemented by school districts in classrooms across Texas. Enacted in 1972, Title IX was a watershed moment for gender equality in education. Title IX ensures equal opportunity to educational programs, regardless of the individual’s sex. Sex-based discrimination is prohibited by any education program that receives federal funding, such as public schools. Traditionally, Title IX interpreted “sex” to mean male and female

on the basis of their biological sex assigned at birth. Today, however, the U.S. Department of Education has confirmed, and multiple circuit courts have held, that “sex” includes gender identity and sexual orientation. While Title IX provides important protections, enforcement can vary, and there have been legal debates and challenges over the years regarding its application to transgender students. Let’s take a closer look at cases where LGBTQ+ students sounded the alarm on alleged discrimination across the country and how federal circuit courts have responded. 4TH CIRCUIT – GRIMM V. GLOUCESTER COUNTY SCH. BD., 972 F.3D 586 (4TH CIR. 2020). In 2020, the U.S. Court of Appeals for the Fourth Circuit held that Title IX covers gender identity or expression in G.G. v. Gloucester Cty. Sch. Bd. Gavin Grimm was born female. He began presenting himself as a boy in high school. The School Board, acting on parent complaints, passed a regulation

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that access to changing rooms and bathrooms “shall be limited to the corresponding biological genders, and students with gender identity issues shall be provided an alternative appropriate private facility.” After considering the policy, the Fourth Circuit held that, in light of the U.S. Supreme’s Court’s decision in in Bostock v. Clayton County, Title IX covers gender identity or expression.

constitutional principles. WHERE DOES TEXAS STAND?

To date, the Fifth Circuit—the Court with jurisdiction over Texas—has yet to rule on how a district must respond when a transgender student asks to use a bathroom that aligns with their gender identity. With the uncertainty created by the 11th Circuit in Adams, 6TH CIRCUIT – DODDS V. UNITED STATES DEP’T OD there is no definitive answer in Texas, unless the Fifth Circuit or the Supreme Court take up the issue. EDUC., 845 F.3D 217, 221 (6TH CIR. 2016). Until then, the Department of Education will enforce In 2016, the U.S. Court of Appeals for the Sixth the law according to its stated policy to all districts Circuit ruled in favor of a transgender student, receiving federal funding. Remember to review your affirming their right to access facilities consistent district’s policies with your legal counsel before with their gender identity. Highland Local School attempting to navigate these murky issues alone. District brought legal action against the Department of Education (DOE), challenging the DOE’s investigative finding that the school district’s policy of not permitting a transgender girl to use the girls’ restroom impermissibly discriminated against the student on basis of her sex in violation of Title IX. The Court of Appeals held that the student had the right to use facilities consistent with her gender identity and that discrimination against transgender students is a form of sex discrimination and is prohibited by federal law. 7TH CIRCUIT – WHITAKER V. KENOSHA UNIFIED SCHOOL DISTRICT NO. 1, 858 F.3D 1034 (7TH CIR. 2017). In 2017, the Seventh Circuit Court of Appeals held that Title IX requires public schools to permit transgender students to use restrooms corresponding to their gender identities. Ash Whitaker, a transgender high school student, brought action against the school district’s policy that required Whitaker to use a separate restroom from his peers, inconsistent with his gender identity. The court determined that this policy violated Title IX and the Equal Protection Clause of the Fourteenth Amendment. The judgment affirmed that a “policy that requires an individual to use a bathroom that does not conform with his or her gender identity punishes that individual for his or her gender non‐ conformance, which in turn violates Title IX.” 11TH CIRCUIT – ADAMS BY AND THROUGH KASPER V. SCH. BD. OF ST. JOHNS CNTY., 318 F. SUPP. 3D 1293 (M.D. FLA. 2018). In 2022, the Eleventh Circuit Court of Appeals ruled that a Florida district’s policy for transgender students did not violate equal protection or Title IX. In this case, the district’s policy stated that no student would be required to use the bathroom that corresponded with their biological sex, and the district provided gender-neutral bathrooms as an alternative to accommodate transgender or nonbinary students. The Eleventh Circuit ruled that the policy did not discriminate against transgender students on the basis of sex (because it was not intentional), and thus did not violate Title IX and

33 | November 2023

Where Are They Now? Executive Director of HR for ten months. In October 2015, I went to Southside ISD to assist in their HR Department for six months. In February 2016, I became the Interim Director of HR at Southside and in June 2016, I was named Executive Director of HR. I served in that position for six years, leaving in June 2022. In August 2022, I was called to serve as Interim Executive Director of HR at South San ISD (after Max Flores moved to Lubbock). I served in that position for six weeks; however, I am still working part-time with South San ISD assisting with various projects. I am also currently working as an HR Contractor at Judson ISD. HOW HAS HR CHANGED SINCE YOU WERE ON THE TASPA BOARD? SHARON FUERY 1999-TASPA PRESIDENT

haron Garrett Fuery served on the TASPA Board from 1997-2000 and was the TASPA president in 1999. In 2022, she received the TASPA Honorary Membership Award. Sharon is currently working as Consultant for the TASPA conducting Documentation Basics and Personnel Skills for Supervisors of NonExempt Staff Workshops.

The most significant changes have been the utilization of digital and technological resources, and the shift from university trained teachers to alternative certification training to address major teacher shortages. In addition, TASPA is truly a resource for HR staff and offers much more in training and services. WHAT DID YOU FIND THE MOST REWARDING WORKING IN HR?

I love people and HR is a people business. Working in Northside ISD’s HR Department for thirteen years IT HAS BEEN OVER was a wonderful 20 YEARS SINCE YOU opportunity to WERE THE TASPA meet people. The HR Staffing Team at Northside used PRESIDENT, TELL US IN WHAT WAYS YOU ARE to conduct face-to-face screening interviews for every STILL INVOLVED IN HR? applicant prior to the principals and department After 32 years in education, I retired in 2010. In 2012, leadership having access to the candidates. As the district grew, we were hiring anywhere from 800I worked part-time as the Interim Director of Human 1,000 teachers each year. It is my opinion that we Resources for Donald Mooney Enterprises (Nurses, hired top quality educators due to that process and Etc. Staffing). This was my first experience in HR had less issues with grievances, non-renewals and outside of the school district arena. The company terminations. I have also developed some amazing is a government contracting company that provides professional partnerships with HR administrators medical staff for military medical facilities. At the time, they had contracts in twenty-six different states. across the state. It was a great experience; however, it was extremely challenging. In January 2015, I returned to Judson ISD as Interim

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TASPA Committee Corner

LEGISLATIVE COMMITTEE: Brian Kroeger, Committee Chair Governor Greg Abbott has called another special session of the Texas Legislature after wrapping up the Attorney General Impeachment Trial. Governor Abbott is again making “School Choice” the main priority of the upcoming session. It is worth noting that the 88th Legislature wrapped with almost no benefit to public education. What the 88th Legislature did ensure was that all other public employees received pay raises, including the lawmakers. With no new money to school districts, many school districts were forced to adopt deficit budgets while the state of Texas sits on top of a $32.7 billion dollar surplus. While the state’s top leaders will once again push school choice, they continue to underfund their public schools and responsibilities as established in the Texas Constitution. Another interesting note is the growing number of school districts joining the lawsuit again TEA regarding the timeliness of the accountability system and the ratings released from state assessment performance. One of the main arguments against TEA is that the Commissioner of Education Mike Morath skipped many key timelines in the new A-F ratings release, and that there was a lack of fairness and transparency in how schools can fix a problem when the data is released one year later. NOMINATIONS COMMITTEE: The committee members are busy reviewing the nominations received in October for TASPA Administrator of the Year, TASPA Honorary Member and the TASPA Distinguished Service Award. These awards will be given during lunch at the TASPA Winter Conference.

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SBEC COMMITTEE: Melissa Aguero-Ramirez, Committee Chair The State Board for Educator Certification met on September 29, 2023. There was a lot of discussion regarding the proposed repeal of 19 TAC Chapter 228 Requirements for Educator Preparation Programs and the new 19 TAC Chapter 228. Ms. Marilyn Cook did an excellent job of walking us through the proposed changes which included the following: • Training of mentor/cooperating teachers ◦ 228.93 – the cooperating teacher must be trained by the EPP within a specific window (12 weeks before or 3 weeks after being assigned to a clinical teacher) ◦ 228.97 - the mentor teacher must be trained within a specific window (12 weeks before or 3 weeks after the candidate’s assignment start date) • Mentor teacher duties ◦ 228.97 - The mentor must provide written report of candidate’s progress to the field supervisor at least 3 times per semester • Pre-service field-based experiences (FBE) for classroom teacher candidates ◦ 228.41(a) – increased the field-based experiences hours from 30 clock hours to 50 clock hours ◦ 228.43 – allows for up to 25 of the 50 clock-hours of FBE to be satisfied by serving the equivalent hours as a substitute teacher after the candidate’s admission to the educator preparation program. (definition of Substitute Teacher: An individual who has served in place of a teacher of record in a classroom in an accredited public or private school). SCHOLARSHIP COMMITTEE: Paige Anderson, Committee Chair Asheley Brown, Sue Pfleging, Charity Salinas, Marcus Higgs, and Paige Anderson all served on the Scholarship Committee to determine the 2023 TASPA Scholarship recipients. The duty of the Scholarship Committee is to review each applicant’s application, which includes references, transcripts, area(s) of certification, work experience, honors, and extracurricular activities. Each committee member reviews and uses a tally sheet to determine a score for each applicant. All committee member scores are then combined to determine the ranking of applicants and the top five applicants. From the top five applicants, the committee determines if all five will receive a scholarship based on the merit of each applicant. TASPA awards up to five scholarships each year. This year, five deserving recipients will receive a $2000 scholarship, granted in two installments of $1000 each per semester. One semester being the semester in which the recipient is Student Teaching. The scholarships will be awarded at the TASPA 2023 Winter Conference. CONFERENCE PLANNING COMMITTEE: The conference committee will meet in-person in January to research, identify, and solicit topics, presenters, and keynote speakers for TASPA events in 2024. The committee reviews all previous conference surveys and feedback and utilizes TASPA member suggestions in making future conference decisions.

Diamond Sponsor Spotlight ................................

The Effects of Inefficiencies on School Administrators Missing a few hairs on your head? You might be spending time pulling out your hair dealing with a temperamental printer.

Relentless compliance deadlines can induce brain fog.

Struggling to recruit for open positions may lead to a heavy heart.

Work-life balance might feel out of reach — an ever-increasing workload induces a feeling of walking along an endless tight rope.

Thanks to late nights at the ofﬁce and early mornings, administrators rarely get the recommended 8 hours of sleep — and wake up feeling like they have bags under their eyes.

Aches and pains pop up due to the physical strain of lugging around heavy piles of paper.

Endless manual data entry induces soreness in ﬁngers and hands.

Constant dull aches in the pit of your stomach are common when every season brings a fresh set of challenges.

What would your day-to-day look like if you could make inefﬁciencies a thing of the past? With only so many hours in a day, you need to be able to make the most of your time — not only for the sake of your district, but also for your own sake.

There’s a better way! FrontlineEducation.com/HCM

......................................................................... Teacher Retention Strategies Ideas to Keep Great Educators The teacher shortage isn’t anything new — and neither are the day-to-day challenges that come alongside it. This widespread issue has become even more glaring in recent years. School districts are experiencing high turnover rates — which can lead to a massive interruption of student learning. Because these struggles are so rampant and far-reaching, it’s essential to take steps, big or small, toward improving staff retention. You may be asking yourself, “But how do we get our staff to stay?” If that question makes your head spin, you can breathe easier, because we have a list of ideas. Answering the “how” will not only improve instruction and impact student achievement, but it will also help your staff feel continuously supported and heard. After all, when teachers feel respected, taken care of, and have the support of leadership, they are far more likely stay. You likely already implement parts or all of the following strategies to increase teacher retention. Below are some additional ideas and resources to supplement your efforts.

Promote growth opportunities While there are many ways in which you can promote teacher growth, if it’s not ongoing and continuous your teachers may not feel fully supported. • Create personalized growth plans: Collaborate directly with your teachers to create a plan for their future. When you work with your educators to hear their unique needs and goals, you are not only establishing an open dialogue, you’re also building a relationship. • Give teachers voice and choice: One of the simplest ways to both establish an atmosphere of supportive trust and implement effective professional development is to involve teachers in choosing their own PD. Rather than taking a one-size-fits-all approach, consider whether professional learning opportunities are meeting each teacher’s individual needs, providing learning that evolves over the course of a teacher’s career.

Support Teacher Wellness Throughout the pandemic, the notion of “normalcy” didn’t really exist. Although the dust has begun to settle and more normalized routines have returned to classrooms, the weighted impact of the last few years still lingers. With a rise in anxiety and depression, it’s critical to support and promote mental health in your district. Prioritizing your staff’s mental health will ultimately help them avoid burnout.

Cultivate a positive school culture Establishing a school culture where teachers feel they have a voice and are being listened to creates a better environment for student growth and achievement. Keep in mind this doesn’t just happen by checking off a list and saying, “Okay, we did it!” Cultivating a positive school culture is an ongoing process. Remember, teacher appreciation isn’t confined to one week — it’s important to remind your teachers they are supported year-round: • Provide continuous and relevant feedback • Offer a mentor program to new teachers • Give acts of kindness — perhaps it’s snacks, supplies, or free lunch on Monday!

Teachers who feel supported are teachers who stay Whether it’s prioritizing your staff’s mental well-being or implementing personalized professional development, combatting teacher attrition starts with supportive leadership. Districts that ensure their teachers have a voice and feel continually listened to are on track to increasing retention rates. So, take the first step in getting your employees to stay by surrounding them from all directions with consistent, year-long support. Interested in more content? Check out our data-driven blog post on hire rates

FrontlineEducation.com/HCM

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Keeping Texas classrooms fully staffed— and students learning. At Kelly® Education, we’re passionate about connecting people to meaningful, life-changing work. As the nation’s largest provider of education talent, we supply and support the people who make learning happen. From substitute teachers and paraeducators to custodians and nurses, we’re the only staffing provider who can fill critical roles across every level of the education continuum with qualified talent. kellyeducation.com An Equal Opportunity Employer © 2023 Kelly Services, Inc. All rights reserved MT2347

We’re here to help your district: • Address the teacher vacancy crisis. • Recruit, hire, onboard, and manage substitute talent. • Prevent disruptions to teaching and learning. • Reduce administrative burden. • Create cost savings and operational efficiencies.

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40 | HR Connection

2023 Fall Support Staff Conference Recap

he 2023 TASPA Fall Support Staff Conference was held on October 2-3 at the Kalahari Resort and conference Center in Round Rock, TX. There were 168 attendees at the conference this year.

During the two-day conference, TASPA hosted three general sessions and 26 breakout sessions. 41 speakers participated in the conference including those from law firms Eichelbaum Wardell Hansen Powell & Munoz, P.C. and J. Cruz and Associates. Keynote speaker Vickie Hitzges started the conference off with a rousing session titled “Baby Take Off Your Stress! You Can Leave Your Hat On!”. We also heard from speakers from TEA, TRS, TASB HR Services and DPS, as well as Amarillo ISD, Dickinson ISD, Hays CISD, and Round Rock ISD. The second General Session included a panel of TEA Directors from the Division of Educator Preparation and Certification and the Division of Educator Quality. Panel members included: Marilyn Cook, Senior Director of Educator Preparation & Certification, Jessica McLoughlin, Senior Director of Educator Quality, DeMarco Pitre, Director of Educator Standards & Test Development, Alissa Rhee, Director of Strategic Staffing Models, Jennifer Rivera, Director of Customer Support & Service, Melissa Yoder, Director of Quality Preparation & Staffing. The panel gave an overview of the recent SBEC meeting and reviewed other topics currently on slate at TEA. The conference concluded with the third General Session, “Unleashing HR Wizards”, presented by Shannon Burns and Lauren Wurman of TASB HR Services. We appreciate all the presenters who contributed to the breakout and general sessions at the Fall Conference. We are especially grateful to our Fall Conference Sponsors. Diamond Sponsors: Gulf Coast Educators FCU, ESS/ Proximity Learning, Frontline Education, iteachTEXAS, Kelly Education, Red Rover and Teachers of Tomorrow. Thank you to our Gold Sponsors: PowerSchool and Teachworthy; Silver Sponsor: Edustaff. And finally our Bronze Sponsors: Swing Education, 240 Tutoring, Skyward, Insgroup/Baldwin Risk Group and Upbeat. With their support, we are able to continue to serve our TASPA members. Thank you to TASPA board members, TASPA staff and TASPA members who helped make this conference a huge success! We look forward to seeing you at our Winter Conference December 6-8 during our last event at the Kalahari. We hope you will join us at our new home for the next three years, The Worthington Hotel in Fort Worth, for the TASPA Summer Conference July 17-19, 2024!

41 | November 2023

PROFESSIONAL HUMAN CAPITAL LEADER IN EDUCATION (pHCLE) Blended Learning Cohort | Dec 6-7, 2023 Attract, Grow, & Retain Top Talent in PK-12 Education

The Blended Cohort prepares participants to become a Certified Professional Human Capital Leader in Education (pHCLE). All learning aligns to the updated pHCLE standards. The professional-level standards outline the competencies that leaders in PK-12 and related organizations need to strategically manage human capital processes at the department, team, or individual level.

Who should participate?

The pHCLE certification is appropriate for anyone who has a stake in improving people practices in education systems, including: • HR department staff • Building leaders—Principals, Assistant Principals, Head of Schools • Public, private, and charter school executives including Superintendents, Assistant Superintendents, Chiefs, and Department Directors • School board members • Educator preparation faculty • State departments of education and other education-related government employees

pHCLE Certification Exam

AASPA Members..……………………………….…………….$300 Non-members…………………………………………………...$550 To become a Certified Professional Human Capital Leader in Education, you must obtain a passing score on the certification exam. The pHCLE certification exam, which is managed by AASPA, is an additional cost. Learn more and register for the exam at HCLeader.org.

Format

Blended Learning: 2 days in-person + self-paced online learning with 12 months access

Contact Hours

50 hours (certificate of completion provided upon finishing coursework)

Prerequisites None

Cost

$1,000

Includes TASPA Winter Conference participation (conference meals, receptions, after-hours events and Friday conference sessions)

Scan the QR code or visit taspa.org

Questions? Contact us learn@exmi.org. This professional learning opportunity is brought to you in partnership with the Texas Association School Personnel Administrators.

exmi.org