Human Resources

Goal: Promote and support the physical, emotional, and mental well-being of all school district staff in a respectful and safe working environment.

Actions

  • Implement strategies that address violence in the workplace and ensure safe working and learning conditions:
    • Provide Ukeru training for all staff by June 2022.

    • Creation of and training in communication/flowchart/expectations for administrators and educational staff to follow when violent incidents occur as per the Administrative Procedure by September 2021.

    • Implement District Complex Care Team by September 2021.

Performance Indicators

  • Violent Incident Report data
  • Adherence to Safety Plans
  • WorkSafeBC Claims
  • Students with Safety Plans Achievement

 

Goal: Promote the Mental Health in Schools Strategy, through embedding positive mental health in all aspects of the education system, including culture, leadership, curriculum and learning environments.

 

 Actions

  • Implement a Health and Wellness Support Plan throughout the District by September 2021.
  • Survey employees for engagement and satisfaction by November 2021.

Performance Indicators

  • Employee engagement and satisfaction survey results.
  • Reduced mental health claims.

 

Goal: Remain competitive and proactive in attracting and retaining exemplary staff.

 

Actions

  • Continue to enhance recruitment strategies:
    • Expand university outreach

    • Enhance behavioural interviews

    • Create recruitment video

    • Improve employee induction

Performance Indicators

  • Ability to staff vacant positions.
  • Employee retention.

 

Goal: Continue to enhance retention rates of all employees.

 

Actions

  • Create groupings for all on-call employees to increase their feeling of belonging.
  • Provide enhanced training opportunities.
  • Provide job shadowing for employees (where possible).
  • Continue mentorship programs.
  • Implement recommendations from the Partner Group Wellness Report.

Performance Indicators

  • Exit Interviews
  • Employee Engagement and Satisfaction Survey Results
  • Partner Group Wellness Report (action item)

 

Goal: Effectively communicate with staff.

 

Actions

  • Develop strategies for management to improve coaching and feedback processes in all departments:
    • Create an HR Toolkit by September 2021.
    • Develop coaching and feedback series for exempt managers by January 2022.
  • Increase management’s ability and skillset to engage effectively and confidently in feedback and coaching conversations:
    • Provide coaching and feedback series by February 2022.
    • Continue Administrative Practice in Langley (APiL) sessions for new administrators.
  • Continue Management Growth Plans.

Performance Indicators

  • Employee Engagement and Satisfaction Survey Results
  • Use of HR Toolkit

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