Agenda Item
c. Update on Human Resources Systems ~ Updated 5.11.2026
Summary: Presented by: Mr. Jason Kennedy, Deputy Chief Human Resources Officer, Division of Human Resources, and
Mrs. Tasha Davis Mills, Chief Human Resources Officer, Division of Human Resources
From Fixer to
Strategist:
Transforming the Employee
Experience in DCSD
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The Shift in Human Resources
The work in HR is no longer just about solving problems—it’s about preventing them and
improving the entire employee experience.
Jason Kennedy
Deputy Chief, Human Resources
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Customer Service Call Center &
Incident IQ Ticketing System
From Fixing Complaints → Managing the Employee Experience
• Centralized employee support model
• Improved response time & consistency
• Data tracking to identify trends
o HR Call Center Team
o Fielded over 31,000 calls for FY26
IQ Ticket System
• IQ Ticketing System – Centralized HR inquiries through Call Center and Incident IQ
• Simplified Requests – Cut down multiple submission channels for employees
• Fast Progress – Reduced existing tickets by 74% in just one week
We are moving from responding to issues to identifying patterns and preventing them.
Wanda Ngote
Sr. Manager, Employee Services
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Gallup Data: Employee Voice
Understanding Gallup Engagement Data
What is Gallup Engagement Data? Why It Matters
Gallup is no longer just a survey for us. It is our system for continuous employee listening, learning, and
improving.
Janitrea Sebree-Kelly
Director, HRIS
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Gallup Data: Employee Voice
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Gallup Data: Employee Voice
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Pay Challenges
From Correcting Issues → Building Pay Integrity
▪ Review of historical pay inconsistencies
▪ Standardization of processes
▪ Increased transparency in compensation practices
24 to 26 Pay Cycle:
▪ Alignment with Industry Standards
▪ Improved Budget Accuracy
▪ Consistency and Predictability
Our goal is not just to fix pay issues. We are ensuring they do not happen again.
Rhonda Mapp
Director, Total Rewards
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Employee Onboarding
From Orientation → Experience Design
Current Focus: Proactive, systems-driven
▪ Streamlining onboarding processes
▪ Improving new hire readiness
▪ Ensuring consistency across departments
987 employees have participated in virtual onboarding since the rollout in October.
A NEW Leader-driven onboarding framework
Onboarding is the first impression of our organization, and we are designing it intentionally.
Tracy Harris
Director, Talent Acquisition
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HR Employee Experience Office
From Programs → Culture Strategy
• Central focus on employee experience
• Career Pathways
• Coordinated strategy across not only HR but district functions
Onboarding Employee's Beyond HR: A Managers Roadmap Manual
Career Pathways' Projects
L.E.A.D. (Leadership Excellence & Advancement Development):
We are institutionalizing employee experience as a core function, not an initiative.
Dr. Nikki Champagnie
Sr. Manager, Employee Experience
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DCSD HR Transformation Framework
Employee - Experience - Excellence
3 Pillars:
• Systems & Structures – Modernizing how we operate!
• Employee Voice – Listening with Intention & acting with accountability
• Culture & Engagement - Designing experiences where employees feel valued, supported and
inspired.
This work represents a fundamental shift in how Human Resources operates in DCSD, from fixing
individual problems to building systems that improve the experience for every employee.
Tasha Davis Mills
Chief, Human Resources
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Thank You!
Show Up, Rise Up,
Answer the Call to Change
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