Agenda Item
2. Human Resources Assessment Findings and Recommendations Report by IBEX
Summary: Presented by: IBEX IT Business Experts, LLC
Draft Human Resources Assessment
Executive Summary Findings & Recommendations
August 8, 2024
Assessment Overview
Approach and Scope
HR Assessment Scorecard
Results
Recommendations
Next Steps
HR ASSESSMENT OVERVIEW
Vision
Strategy
Compliance Employment
• The Journey Connection
& separation Services
• Overview
HR
• Objectives
HRIS
Technology
Comp
Benefits • Team of Experts
Training &
Develop
HR Assessment
16-Factor
DCSD HR
Proprietary
Specialist
Tool
Approach
On & Off-
Document
Site
Review
Analysis
Scope High-
Stakeholder Quality
Conversation Observing
HR Assessment Scorecard Results
Strategic plan
Performance model
Strategy Silos and factions
Succession planning
Personnel file access Level up HR skills
Collaboration
Learning pathways Customer service SOP
Secure department access
Validate and verify
Recommendations
• Implement a billing reconciliation process for each benefit.
• Conduct leave of absence and paid time off training for people
managers.
• Define a process for maintaining compliance and monitoring
changes in Georgia law related to benefits and plan provisions.
12 - 15 months • Develop SOPs for Retirement and Wellness.
• Use central reporting in Infinite Campus and Frontline to capture
the performance remediation process.
• Develop a robust succession plan and process for the District’s
administrative support.
• Establish ongoing policy and procedure review and evaluation
processes and implement feedback mechanisms.
• Health, Safety, and Security departments should collaborate with
HR for the District’s administrative office training.
Recommendations
• Establish the approach and process for retaining, auditing
regularly, and disposing of personnel files.
• Ensure only authorized individuals have access to personnel files.
• Revise the employee relations progressive discipline.
6 - 9 months • Continue to enhance the learning pathway for early-career
teachers.
• Develop a formalized training program, integrate and harmonize
learning platforms.
• Update the employee separation process.
• Re-examine documentation safeguarding security protocols.
• Implement a document destruction process for records.
Recommendations
• Develop a comprehensive HR department strategic plan.
• Roll out the strategic plan to all HR department team members, including
change management training.
• Address leadership HR knowledge gaps within the department.
• Develop a recruitment and retention plan.
• Review and revise the employment application EEO statement to ensure it is in
0 - 4 months alignment with the most up to date EEOC guidelines.
• Develop a compensation philosophy and manual.
• Standardize job descriptions and the job description development process.
• Revisit the JAQs and ensure the accuracy of the data received.
• Perform FLSA exemption tests on all positions in question.
• Establish a customer service strategy that includes SOPs and Service Level
Agreements (SLAs).
• Prioritize the integration of critical HR IT interfaces.
• Develop API connectors between Frontline and Crosspointe/Munis.
Next Steps
Collaborate Phase 2 Implement
“Progress is impossible without change; and those who cannot change
their minds cannot change anything.”
~Georgia Bernard Shaw~
Thank You!
“Strength lies in differences,
not in similarities.“
~Steven Covey~