Operational Expectations
While the Mission and Student Achievement Goals are the major drivers of what happens in the school system, the Board also has concerns about how the system operates. These operational expectations express those concerns to the Superintendent and staff. Continuous monitoring by the Board will provide the means for judging whether compliance with the operational expectations has been achieved.
The Superintendent will recruit, select, and retain a high quality and diverse workforce that enables FCPS to deliver a world-class education to every student in an environment characterized by high staff morale and loyalty to the FCPS mission and goals and in compliance with relevant laws and regulations.
A. Recruitment, Selection, and Retention. The Superintendent will:
- Recruit and hire qualified employees of diverse backgrounds.
- Retain a highly qualified and diverse workforce with a reasonable annual turnover rate.
- Ensure that all staff members are qualified and trained to perform the responsibilities assigned to them.
- Administer appropriate and thorough background inquiries and checks prior to hiring.
B. Staff Treatment. The Superintendent will:
- Encourage full use of talents and energies.
- Establish a culture of respect that treats all staff members in a fair and balanced manner.
- Establish an atmosphere of openness, civility and responsiveness that seeks broad-based staff participation in identifying organizational needs and means of implementing improvements; consider various viewpoints and reasoned dissent while achieving sound decision-making.
C. Staff Evaluation. The Superintendent will:
- Evaluate regularly all personnel based on job performance expectations aligned to the Board’s goals and values, recognizing excellence and providing constructive suggestions for improvement.
- Recognize excellence and provide programs that celebrate outstanding contributions to our workplace and student success.
D. Staff Compensation. The Superintendent will:
Develop compensation and benefit plans that are fair and equitable and that attract and retain the highest quality employees competitive with the applicable marketplace.
Reasonable Interpretations and Indicators
The Board expects the Superintendent to apply reasonable interpretations to its statements of Student Achievement goals and Operational Expectations, and to present those interpretations to the Board as part of the monitoring process. The Board recognizes that strategic choices will be based upon those interpretations, and therefore the interpretations of the Superintendent must be reasonable. The Board further recognizes that there may be serveral potential interpretations to the Student Achievement Goals and the operational Expectations, all falling within the relam of "reasonable." The Board will accept any interpretation made by the Superintendent, as long as the Board considers it to be reasonable.
February 22, 2007 - Human Resources Reasonable Interpretations and Indicators
The Board has established an annual calendar and work plan for its work, which includes scheduled monitoring throughout the year of each stated student goal, and scheduled monitoring of each operational expectation. The Superintendent will provide thorough and detailed monitoring reports as prescribed in the annual calendar. The Board will respond to each monitoring report indicating one of the following: 1.) acceptance of the report as evidence of satisfactory performance; or 2.) expectation for improvement based on the conclusion of a majority of the Board.
January 12, 2009 - Human Resources Monitoring Report | Executive Summary
December 10, 2007 - Human Resources Monitoring Report | Executive Summary
April 23, 2007 - Human Resources Monitoring Report | Executive Summary