Survey Results: The K-12 Human Capital Management Journey
A rising number of district leaders are taking a strategic look at human capital management. With high turnover and teacher shortages, it’s more important than ever.
But it’s a journey! To find out just how far along most leaders are, we released a survey to education leaders. You can take it yourself here and find out if you’re an HCM rock star.
We’ve broken the most interesting findings into 3 main categories – along with resources to help guide your own strategy.
#1 – Goal-Setting in HCM
Without a goal, it’s difficult to know what success looks like. So, what does that look like in education human capital management?
A majority of education leaders (80%) said that there’s collaboration in setting organization goals, which is good news. Unfortunately, they were quite a bit less rosy about having clear goals and metrics defined for HCM – only 22% felt this was the case.
Are goals and metrics from HCM clearly defined?
A higher percentage, but still only a little over half (54%), felt they were continuously monitoring progress against district goals.
Do leaders continuously monitor progress against district goals?
Take the Next Step on the Journey:
Ready to set some goals? Here’s a post you might enjoy on Using Data to Set & Reach Your Teacher Hiring Goals.
Looking for more goals to get your started? Check out our brand-new HR New Year’s Resolutions Guide! Get the guide
#2 – Cross-Department Collaboration in HCM
Cross-department collaboration was highest around educator professional growth, including professional development and employee evaluations. However, collaboration slipped lower for recruiting and hiring, and even more for onboarding/induction and managing employee absences – all functions typically owned by HR.
Most concerning is that only about half (52%) said teams are collaborating around employee engagement and retention – perhaps one of the greatest keys to battling teacher turnover and the teacher shortage.
Do cross-departmental teams collaborate around the following?
Additionally, less than half of survey respondents (49%) felt that Human Capital Management was a shared responsibility across departments (versus “an HR thing”).
Who owns Human Capital Management at your district?
Without an all-hands-on-deck approach to human capital management, school districts will continue to operate in siloes while battling severe teacher shortages, turnover and engagement.
Thankfully, 86% of respondents agreed that all or most of their district’s teams share a commitment to a growth mindset… so there’s hope!
How can other teams collaborate with Human Resources? Check out one way, in our white paper on Managing Professionally-Related Absences.
Employee engagement and retention dropping off the radar? Listen to Blue Valley Schools’ success story on the Field Trip podcast: Hiring, Engaging & Growing Great Teachers.
#3 – K-12 Data Use in HCM
Data is the cornerstone to any human capital management strategy. It shows you where you’ve been, and where you’ve going.
Analysis of data was strongest in the HR-focused arenas, but surprisingly low (46%) around professional learning effectiveness. This aligns with findings from the Frontline Research & Learning Institute that a mere 8% of professional learning is data-driven.
Is your district analyzing any of the following types of data?
A key factor in successfully collecting and analyzing human capital management data is having the right software systems in place. Unfortunately, less than half (47%) reported that the data they need to drive HCM decisions is easily accessible. Many district leaders (38%) indicated data accessibility is limited – often dependent on manually manipulating spreadsheets. Another 7% are stuck with paper, providing almost no data access.
How easily accessible is data you need to drive HCM decisions?
Having connected school administration software systems is another key part of the puzzle, if districts are to easily access HCM data and begin to build connections across all areas of HCM, from hire to retire.
Districts are making progress – over half (56%) say their HCM software systems are somewhat connected. But with only 9% claiming “completely connected” systems, there’s room for improvement.
Are HCM software systems integrated to streamline data collection and reporting?
Take the Next Step on the Journey:
What types of data should you look at to answer key questions in K-12 HCM? Get a few suggestions on this interactive HCM questions guide.
What’s the benefit of connected school management software? Learn more in the Guide to K-12 Platforms.
Many district leaders are finding pockets of success in strategically managing human capital. Learn from their strategies and stories in our free eBook: The K-12 Human Capital Management Journey.
Allison (Ali) Wert is the Content Marketing Manager of the award-winning content team at Frontline Education. She has been writing about education topics for nearly 10 years and specializes in best practices for K-12 strategic human capital management. Under her leadership, the team at Frontline was recognized as the Winner of CMA’s 2017 Project of the Year and Best Content Marketing Program. Ali also helps to manage marketing for the Frontline Research & Learning Institute and The Line.