HR Connection August 2021

AUGUST 2021

TEXAS ASSOCIATION OF SCHOOL PERSONNEL ADMINISTRATORS

TASPAHR Connection Your HR Quarterly Newsletter

BACK TO SCHOOL IN TEXAS Texas Prepares Schools for InPerson Classes Amid Delta Variant Surge

Also in this issue: • COVID 19’s Impact on Employee Policies • What’s New in the World of HCLE

Table of Contents TASPA Staff, Executive Board & Committees

04

President’s Message

06

TASPA President Martha Carrasco

Calendar of Events

07

2021 TASPA Events

Welcome New TASPA Members

08

New TASPA Members this quarter

The Return to School Amidst the Delta Variant

10

Provided by Lisa Paul, J Cruz & Associates, LLC

Changing the Leopard’s Spots

12

COVID 19’s Impact on Employee Policies

Get to Know Your New Board Member

16

Featuring Brandon Chandler, Gregory-Portland ISD

New Member Spotlight

17

Featuring Dr. Elena Hillje, Boerne ISD

Diamond Sponsor Spotlight

20

Featuring Frontline Education

What’s Happening in the World of HCLE/pHCLE in 2021?

24

Provided by Kelly Coash Johnson, AASPA Executive Director

Summer Conference Recap

26

4 | HR Connection

Staff & Executive Board TASPA STAFF Dr. Lolly Guerra, Executive Director Mary Torres, Program Director Chandelle Crane, Marketing & Communications Manager

TASPA EXECUTIVE BOARD Martha Carrasco, President, Canutillo ISD Max Flores, President-Elect, La Vernia ISD Al Rodriguez, First Vice President, Elgin ISD Kimberly Rich, Second Vice President, Dickinson ISD Bernadette Gerace, Secretary, Prosper ISD Rick Rodriguez, Immediate Past President, Lubbock ISD

TASPA DISTRICT REPRESENTATIVES Brandon Chandler, District I, Gregory-Portland ISD Dr. Tyrone Sylvester, District II, Goose Creek CISD Dr. Tamey Williams-Hill, District III, Del Valle ISD Johjania Najera, District IV, Keller ISD Chris Halifax, District V, Abilene ISD Craig Lahrman, District VI, Ysleta ISD

TASPA Committees TASPA LEGISLATIVE COMMITTEE Sharon Fuery, District I, Southside ISD Dr. Casey O’Pry, District II, Clear Creek ISD Bob Mabry, District III, Liberty Hill ISD Dr. Philo Waters, District IV, Eagle Mountain-Saginaw ISD Brett Beesley, District V, Dumas ISD Bobbi Russell-Garcia, District VI, Ysleta ISD

5 | August 2021

TASPA Committees TASPA NOMINATIONS COMMITTEE Melissa Aguero-Ramirez, District I, Region One ESC Barbara Ponder, District II, Barbers Hill ISD Michele Gilmore, District III, Burnet CISD Dr. Loraine Marazzano, District IV, Grand Prairie ISD Paul Kimbrough, District V, Canyon ISD Elvia Moreno, District VI, Canutillo ISD

TASPA SCHOLARSHIP COMMITTEE Charity Salinas, District I, Southside ISD Kelly Gabrisch, District II, Humble ISD Krista Marx, District III, Elgin ISD Monica James, District IV, Waxahachie ISD Paige TeBeest, District V, Amarillo ISD Celina Stiles, District VI, Socorro ISD

TASPA CONFERENCE COMMITTEE **Includes President, President-Elect & District Representatives Brandon Chandler, District I, Gregory-Portland ISD Dr. Nkrumah Dixon, District II, College Station ISD Krista Marx, District III, Elgin ISD Sandy Garza, District IV, Our Lady of the Lake University Tori Adams (Para Rep), District IV, Keller ISD John Forbis, District V, Canyon ISD Rosa Ramos, District VI, El Paso ISD

TASPA SBEC COMMITTEE Melissa Aguero-Ramirez, District I, Pharr-San Juan-Alamo ISD Cyndy Pullen, District II, Columbia-Brazoria ISD Rene Eakins, District III, Round Rock ISD Pamela Linton, District IV, Frisco ISD Rhonda Dillard, District V, Frenship ISD Jiovana Gutierrez, District VI, Ysleta ISD

6 | HR Connection

President’s Message attendees for the summer conference.

We enjoyed seeing all of our colleagues throughout the state and sharing our ideas and experiences. We received many favorable reviews regarding the conference space at the Kalahari Resort and Convention Center. Moving forward all conferences through 2023 will be held at this location. I also would like to take this opportunity to thank our many exhibitors who contribute to the success of our conferences.

W

elcome to the 2021-2022 school year! We are thrilled to welcome back our teachers, staff, and students to our campuses across the state.

We missed the bustling hallways filled with smiles, sounds of laughter, and the minds hungry for knowledge. We are committed to working together to ensure that we provide our students with a premier education and opportunities that will prepare tomorrow’s best today.

However, we are still today dealing with the complexities associated with the pandemic.

Understanding that there seems to be a lack of consensus and that we are still in a fluid and dynamic situation in our districts, we should continue to rely on medical expertise and science to show us the way. While we cannot currently require mask wearing or vaccinations, we encourage faculty, staff, and students to take the necessary steps to ensure their personal wellbeing and the health of others.

I am happy to report that our first in-person 2021 TASPA Law and Summer Conferences were a success! We had over 194 attendees for the law conference and over 248

Just as a reminder the TASPA Fall Support Staff Conference will be held on October 4-5, 2021. The Eichelbaum/TASPA Title IX Conference will be October 19 at the Marriott North Hotel. The TASB/TASPA HR Academy will be held on November 1-2 in Round Rock at the Marriott North Hotel.

The TASPA Winter Conference will be on December 8-10. Please mark your calendars and make your arrangements early to attend!

The TASPA staff works hard to keep TASPA at the forefront of public education in Texas.

Therefore, I encourage everyone interested in being up-to-date on guidance provided or changes made in Texas public education to obtain or renew their TASPA membership. It is imperative that we keep ourselves abreast of the rapidly changing environment in public education during this crucial time.

Hope to see everyone soon at our next conference. Stay healthy and safe!

Martha Carrasco Martha Carrasco is the 2021 TASPA President. She is the Chief Human Resources Officer in Canutillo ISD.

7 | August 2021

Calendar of Events For more information and updates on post-poned or virtual meetings due to COVID-19, please visit our webiste at taspa.org or call 512-494-9353.

DATE

EVENT

LOCATION

September 15, 2021

TASPA Documentation Basics

Lubbock ISD

October 4-5, 2021

Fall Support Staff Conference

Kalahari Hotel, Round Rock, TX

October 19, 2021

Eichelbaum/TASPA Title IX Conference

Austin Marriott North, Round Rock, TX

November 1-2, 2021

TASB/TASPA HR Academy

Austin Marriott North, Round Rock, TX

November 4, 2021

TASPA Documentation Basics

Floresvill ISD

December 8-10, 2021

TASPA Winter Conference

Kalahari Hotel, Round Rock, TX

January 25, 2022

Certification Fundamentals

ESC Region 20

February 16, 2022

Certification Fundamentals

ESC Region 15

February 22, 2022

Certification Fundamentals

ESC Region 17

Thank you to our 2021 Conference Diamond Sponsors:

8 | HR Connection

Welcome New TASPA Members New TASPA Members (May 15 - August 15) Alexandra Anderson Senior Associate Director Southwestern University

Shannon Jedlicka Assistant Superintendent Needville ISD

Sidney Pounds General Counsel Midland ISD

Cynthia Barbosa Secretary Lubbock ISD

Keri Johnson HR & Payroll Specialist Blue Ridge ISD

Michelle Rinehart Assistant Superintendent Rankin ISD

Luis Camarillo HR Specialist Cypress Fairbanks ISD

Holly Keown Chief of Staff Crandall ISD

Jose Rivera Benefits Supervisor Donna ISD

Danielle Copeland Human Resource Director Malakoff ISD

Candice Land Director of HR New Caney ISD

Katie Savage Central Office Administrator Marble Falls ISD

Eric Craig Hearing Officer Northside ISD

Paige Lopez Supt Administrative Assistant Rankin ISD

Samantha Schwenke Talent Acquisition Coord.

Austin ISD

Barbara Drayer Administrative Assistant Farmersville ISD

Annetta Modest Lindsay Slaten SR Manager/Prof. Development Director of HR Houston ISD Hallsville ISD

Carla Dupree Assistant Superintendent Pleasant Grove ISD

Mellissa Montemayor Human Resources Assistant Alvin ISD

Sylvia Smiley HR Manager Texans Can!

Edna Gandy Talent Acquisition Coord. Lead Intern’l Leadership of Texas

Debbie Orosco Secretary Lubbock ISD

Scott Spaulding Strengths Coordinator Denton ISD

Jen Green-Gast Shannon Orsborn Human Capital Dev. Coordinator Director of Human Resources Bastrop ISD Edgewood ISD

Devin Thomas Support Services Specialist Weatherford ISD

Jessica Hernandez Onboarding Manager Little Elm ISD

Christine Ortiz Secretary Lubbock ISD

Kathryn Thompson Executive Admin Assistant Little Elm ISD

Elena Hillje HR Coordinator Boerne ISD

Ashley Penner Associate Director Texas Tech University

Tiffany Toomey HR Support Lake Travis ISD

Valerie Holloway Data Specialist Lubbock ISD

Jacob Perez Director for Human Resources Kingsville ISD

Sammy Wyatt Superintendent Rankin ISD

William Jardell CTE Director Nederland ISD

Gina Pierce HR Secretary Alvin ISD

Dawn Wyatt Business Manager Rankin ISD

9 | August 2021

10 | HR Connection

The Return to School Amidst the Delta Variant and emotional development of children. However, the differences in guidance issued by these entities are related to face mask recommendations; in the case of the TEA, the differences lie in face mask requirements.

Lisa Paul, Associate Attorney

TEXAS PREPARES SCHOOLS FOR IN-PERSON CLASSES AMID DELTA VARIANT SURGE

T

he Delta variant sweeping across the country is presenting new challenges for Texas public school systems preparing for the return of inperson instruction. Both the CDC and the American Academy of Pediatrics (AAP) have updated their guidance based on recent data regarding the highly transmissible Delta variant. As schools open, Texas public school administrators will be grappling with confusing and conflicting guidance issued by the CDC, AAP, and the Texas Education Agency (TEA). While Texas Governor Greg Abbott encourages citizens to wear face masks and to get vaccinated, his most recent Executive Order, GA-38, strictly

The CDC has wavered in its mask guidance which has caused confusion and even anger.

Between April 3, 2020 and May 13, 2021, the CDC recommended the use of face coverings for all individuals (except for those with conditions that prevented the use of face masks). During the Spring of 2021, several Governors prohibits governmental entities, began removing mask mandates, including school districts, from including Governor Abbott who mandating face coverings. Texas removed the State’s mask mandate school administrators providing on March 2, 2021. On May 14, in-person learning will need to 2021, the CDC revised its mask be prepared for COVID cases on guidance providing that fully their campuses when unvaccinated vaccinated individuals could forgo and unmasked individuals return masks. Since some states had to campus. It will be important already removed mask mandates, for school administrators to stay many people, vaccinated or not, abreast of guidance issued by their began returning to their prelocal public health authorities, pandemic lives, traveling, going the CDC, TEA, and AAP, so they to parties, restaurants, and bars may provide the most accurate and without masks. The CDC’s May timely information to their school 14th guidance did little to change communities. the behavior of Texans, they had already been freed from mask WHAT ARE THE CDC, AAP, AND TEA RECOMMENDING FOR THIS requirements, vaccinated or not.

The CDC’s May 14th guidance UPCOMING SCHOOL YEAR? was largely viewed as a way to Starting with the positive, the CDC, encourage more people to get AAP, and TEA all acknowledge vaccinated. The message was get what school officials and parents vaccinated and you can leave your have been saying for more than mask at home. Unfortunately, it a year: students benefit from indidn’t work and vaccination rates person learning and the on-campus across the country continued to environment supports the social wane.

11 | August 2021

On July 9th, the CDC updated its school guidance recommending masks be worn indoors by all individuals (ages 2 and up) who are not fully vaccinated. On July 27th, the CDC updated its general guidance recommending that fully vaccinated individuals wear masks indoors in public if in an area of substantial or high transmission. The CDC says you live in an area with substantial or high transmission if your county has 50 or more new cases per 100,000 people over the past week or your county has an 8% positivity rate or higher.

In a nutshell, the CDC’s current masking guidelines recommend all individuals wear a mask indoors in public places in communities with substantial or high transmission of the virus. Presumably, the vaccinated may forego masks if they are in communities with low or moderate virus transmission. The AAP takes a simple no-nonsense approach. Its updated COVID-19 school guidance advocates universal masking for all persons ages 2 and up, vaccinated or not, and regardless of community transmission.

Both the CDC and AAP recommend implementing coordinated strategies that include social distancing, COVID testing for students and staff, ensuring school buildings are well ventilated, encouraging frequent hand washing, and using enhanced disinfection and sanitizing practices. Additionally, both entities recommend eligible individuals get vaccinated against COVID-19 however, the AAP goes a step further with its guidance stating schools should consider requiring students and staff to get vaccinated.

Although TEA’s most recent guidance recommends school districts follow CDC guidelines, Texas public school districts may not require a student, employee, or visitor to wear a face mask. TEA’s brief guidance, less than 300 words in total, reiterates a district’s obligation to report COVID-19 positive cases to the local public health authority and the Texas Department of State Health Services but fails to address quarantine protocols. Thus, at least for now, school districts should work with their local public health authorities to draft quarantine policies consistent with CDC recommendations.

While there is data suggesting young children may not transmit the virus as readily as adults and some children may experience only mild illness, school

districts should be prepared to deal with student and personnel absences. Whether the illness is mild or severe, campus personnel must be prepared to address employee and parent concerns about maintaining the safety of in-person learning if an outbreak occurs.

Whether the surge of new cases and the Delta variant will impact Texas’ prohibition against mask mandates is uncertain. School officials should, however, expect to see positive cases on their campuses when unmasked and unvaccinated students and school personnel return to campus.

Once a positive case has been found, school administers will need to address the same questions and concerns they faced last year: (1) whether the school or the health authority will notify “close contacts”; (2) which individuals should quarantine; (3) how long must an individual quarantine; and (4) what documentation if any, must a COVID-19 positive individual present before returning to campus.

CDC’s current recommendations for quarantine after an exposure are based on vaccination status and whether the person is symptomatic. TEA’s June 5th guidance while silent on quarantine protocols, recommends school officials review CDC protocols and recommends school officials consult with their local public health authority and their legal counsel when implementing its guidance.

School administrators will face many of the same issues they faced last year. Teachers, principals, custodians, bus drivers, and district administrators will be expected to keep students safe. School superintendents will have the added responsibility of ensuring the safety of district personnel. Schools may recommend and encourage the use of face masks but may not require students and personnel to wear them. Schools may recommend and encourage eligible persons to get vaccinated but may not require them to do so. Stay tuned. The guidance and public health orders are subject to change.

Lisa Paul is an Associate Attorney with J. Cruz & Associates, LLC. Lisa is a resolute litigator with 25 years of experience in the areas of employment law, school law, and contractual proceedings.

https://www.jca-law.com/post/the-return-to-school-amidstthe-delta-variant

12 | HR Connection

Changing the Leopard’s Spots COVID 19’s Impact on Employee Policies

An overview of the Emergency Family and Medical Leave Expansion Act (EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA)

the newest version of the FFCRA: the American Rescue Plan Act eading into the new school (ARPA). These programs were an year, many districts have incentive to many employees to employment questions in report symptoms or close contact, the age of COVID-19. As we learn but now if an employee misses what the new normal is, there are work to quarantine, to recover many areas where issues remain from COVID-19, or to care for a unsettled. This article attempts to family member with COVID-19, answer some of the most common it will be on their own time. Much questions and to alert personnel like the flu, strep throat, mono, or administrators about possible any other highly contagious and pitfalls going forward. troubling condition, anyone ill from COVID-19 will have to use their One of the biggest changes between leave to recuperate. Parents will last school year and the 2021have to use their leave to stay home 2022 school year is the December with sick kids. Leave now that 31, 2020 lapse of the Families the federal programs have lapsed First Coronavirus Response Act returns to pre-COVID-19 practices, (FFCRA). There is no longer the with the usual suspects (local leave, paid leave unless yours is one of the sick leave, FMLA, etc.) applying few school districts participating in

Heather Rutland, Shareholder

H

to any request for employee time off. What about the employee running a fever who claims it’s just allergies? The same rules that allow you to send a feverish employee home due to suspected flu apply for COVID-19. Similarly, the ADA permits requiring a doctor’s clearance (or negative COVID-19 test) before allowing the employee to return to work.

If your district is not participating in ARPA, which expires without additional board action on September 30, 2021, be sure to make that very clear to returning employees. Understanding leave was hard enough before COVID-19; many employees will have heard about employers participating in ARPA or remember

13 | August 2021

the FFCRA and not realize that these programs are not available to them.

Vaccines continue to be a lightening rod in some communities, and Governor Abbott has addressed this through issuing Executive Orders GA-35 and GA-38, prohibiting districts from requiring employees, students, parents, or visitors to get one of the COVID-19 vaccines or to show proof of vaccination before entering a building. Districts can, however, encourage vaccination, and even offer incentives to employees to get vaccinated.

The EEOC issued guidance on May 29, 2021 on offering vaccination incentives. Incentives cannot be coercive – no threats to fire people who do not get vaccinated. Similarly, districts need to be mindful of offering especially large amounts of money as incentives, since according to the EEOC (who clearly does not realize public schools are not in the habit of issuing big checks willy-nilly), a large incentive may be coercive in that an employee may not feel they can refuse the possibility of a financial windfall.

It is important to remain sensitive to these concerns, but not to let them overwhelm the reason we are all here: to educate children.

Many of you have no doubt received employee requests for various accommodations. Some requests have likely been more exotic than others, and there is no reason to believe that employee creativity will decrease anytime soon. Some disability claims that may prompt requests for accommodations postCOVID-19 include disabilities related to respiratory and cardiac conditions, fatigue or decreased stamina, mental fog or “COVID-19 brain.” Other claims that have prompted accommodation requests include social anxiety and other mental health concerns prompted by re-entry into the workplace, GuillianBarre Syndrome, COVID-19 “long haulers,” as well as plantar fasciitis and other podiatric conditions (ostensibly from not wearing shoes for over a year while working remotely). In addition, be prepared to reject requests to work from home or other accommodations because an employee may live with or care for an immunocompromised relative. Moving Ideally, any vaccine incentive programs will be based forward, any accommodations should be directly on employees getting the shot from someplace other related to the employee’s own disability. than the school district. The EEOC is also concerned about an employee’s having to reveal otherwise Happily, the analysis for an employee’s COVID-19 protected medical information to a district nurse, and related accommodations is exactly the same as any counsels against pressuring employees to disclose other request for accommodations. You will need health information as part of a vaccine incentive. to engage in the process to determine if there is a disability-related need for the accommodation, gather What about the employee who can’t seem to observe information from the employee and their physician, your district’s social distancing requirements – either and determine whether a reasonable accommodation because they do not think it necessary or because can be provided without posing an undue hardship on they keep forgetting? No matter the reason for such the district. lapses, the employee is still disobeying a district directive. Treat that employee the same as you Inquiring about an employee’s health information or would any employee who violated a directive: (1) disability status remains prohibited, however, there make sure the employee is aware of the expectation; is nothing that prevents you from asking about an (2) document any reprimands or future directives; (3) employee’s travel plans. An employee taking a cruise take appropriate disciplinary measures. It may also over a break may have very different implications be useful to expect higher numbers of grievances than it once did, so it is natural to be concerned if as some employees return to campus for the first an employee is traveling to a COVID-19 “hot spot.” time in several months and struggle with in-person You cannot limit an employee’s travel plans, no instruction and generally being around colleagues matter how ill-advised you believe they might be. who may or may not share their views on the You can, however, require evidence of a negative virus. In order to keep your sanity and to avoid any COVID-19 test after international travel. Currently, backlogs, deal with any such grievances promptly the U.S. requires a negative COVID-19 test within 3 and according to district policy. days before re-entry to the country, so the employee should have such a test handy to present upon Everyone handles life in the Age of COVID-19 request. While the CDC advises an additional test differently and employees will have varying comfort 3-5 days after returning to the U.S. (even if the levels as they return to campus – comfort levels that employee is vaccinated), that is not easily enforced. may change daily depending on the latest headline.

14 | HR Connection

Your district is not able to require anyone – employee or student – to get a COVID-19 test. There is no longer a mandatory quarantine required after returning from outside the country, which may come as a surprise to employees who were hoping for a few extra vacation days after their Caribbean cruise. Currently, the regular rules for employees apply: if you are showing signs or symptoms of COVID-19, notify your employer, and plan to stay home.

The status of mask-wearing and mask mandates is much more in flux at the time of drafting this article than at the TASPA state conference. Governor Abbott’s executive orders remain in place, notably, GA-36 and GA-38, which prohibit school districts, among other government entities, from requiring masks be worn by anyone as a condition of entry. With COVID-19 cases rising statewide, many school districts have chosen to require masks on campuses and classrooms in contravention of the executive orders. There are courts weighing in, local health authorities issuing mask mandates, restraining orders being granted, bills being introduced during the Legislative Special Session, and ongoing questions about the enforcement of the $1,000

fine contained in the executive orders. Nearly every day brings new developments in this area, so please consult your legal counsel to determine the best way forward for your school district.

Regardless of how the issue of mask mandates shakes out, anyone who wants to wear a mask – student, employee, visitor – may do so without fear of reprisal. Similarly, other mitigation measures such as prohibiting/limiting visitors on campus, increasing social distancing measures, temperature checks, and enhanced handwashing and sanitation efforts are still permitted and should be encouraged.

The 2021-2022 school year promises to be full of new challenges. Fortunately, some things will start to look familiar again, particularly concerning employee leave and requests for accommodations. As with all matters, know your board policies, stay current with the laws and other guidance, and stay in touch with your district’s attorney as the year unfolds.

Any questions concerning these materials can be addressed to hrutland@edlaw.com.

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www.edlaw.com | (800) 488-9045 | information@edlaw.com

16 | HR Connection

Get To Know Your New Board Member BRANDON CHANDLER GREGORY-PORTLAND ISD TASPA DISTRICT I REPRESENTATIVE

Brandon Chandler is in his 22nd year in education and began his career as a junior high teacher in Richardson ISD. He earned a Bachelor’s degree in Music Education from the University of North Texas and a Masters in Educational Administration from Lamar University. He served as an orchestra director for 9.5 years before moving into campus administration as an Assistant Principal in Grand Prairie ISD. After serving as an Assistant Principal for 2.5 years he served as an Elementary school Principal for 6 years in Tyler ISD and Arlington ISD. After taking a campus from low performing to meeting standard with distinctions, he sought out a position in Human Resources because he saw the impact hiring quality staff had on an organization and student achievement.

ADVICE TO THOSE NEW TO HR? He is currently in his 4th year as Chief Human Resources Officer for Gregory-Portland ISD and has found his passion. He loves the challenges HR offers each day as well as the ability to build positive relationships with staff at all levels of the organization. If people are thinking about Human Resources as a career option, Brandon highly recommends it. The advice he offers to those thinking about a career in HR is to learn as much as they can about leaves and absences – particularly FML and always look to policy! “Policy is definitely your friend and will usually provide clarity and give you direction.”

CURRENT CHALLENGES IN YOUR DISTRICT? While HR work is very rewarding it does come with challenges and right now the major challenge facing HR professionals is finding high quality staff to fill vacancies. While this is a challenge currently, it is also an opportunity for us to find alternative ways to meet the needs within a district.

HOW HAS TASPA BENEFITED YOU? I think TASPA has provided a forum for HR professionals to come together to brainstorm and solve problems across the state that effect schools when it relates to staffing. I remember speaking to an HR professional (Johjania Najera) when I was considering a move to HR and she recommended I get connected through TASPA. It has been one of the best pieces of advice I have received because the network I have been able to form with others in TASPA has been invaluable. When I have had questions, there is always someone willing to help. If Dr. Guerra doesn’t know the answer, she will get you connected to someone that can help. I am excited about serving District I and TASPA overall.

If anyone ever has questions, Brandon is willing to help!

17 | August 2021

New Member Spotlight ELENA HILLJE, ED.D BOERNE ISD

With 16 years’ experience in the education field, Dr. Hillje has served as a bilingual teacher in Alvin ISD, instructional coach in North East ISD, campus assistant principal, and most recently as district COVID-19 Administrator in Boerne ISD, Dr. Hillje currently serves as HR Coordinator in Boerne ISD. Dr. Hillje received her undergraduate degree in Business Administration from the University of Houston, and her Master’s in Educational Administration and Doctorate of Educational Leadership from Lamar University in Beaumont, TX. Although new to the HR world, Dr. Hillje is passionate about serving students, their families and all community stakeholders with professionalism, empathy and dignity.

She looks forward to using her leadership skills as she develops her knowledge and skills in the HR field.

Dr. Hillje and her husband Mark live in San Antonio, TX and have two children, Matthew and Cristina who attend Texas State University and University of Nebraska Kearny respectively.

ABOUT YOUR DISTRICT Boerne ISD has an enrollment of over 10,000 students and over 1,300 faculty and staff as of August 2021.

Boerne ISD is composed of 7 elementary campuses, 3 middle schools and 2 high schools.

WHAT CHALLENGES ARE YOU CURRENTLY FACING IN YOUR DISTRICT? Nestled in the scenic Texas Hill Country, Boerne ISD is a “destination district” for families who enjoy Boerne’s small-town atmosphere and easy access to the large thriving city of San Antonio, TX. A challenge Boerne ISD currently experiences is unprecedented rapid growth (growing approximately 5% annually) while striving to maintain academic excellence for every student.

WHAT ARE YOU HOPING THAT TASPA WILL PROVIDE? Being new to the HR area, attending my first TASPA Summer Conference was an exciting experience!

Although I enjoyed learning new content in all the sessions I attended, the Legal and Legislative Update proved to be one of the most pertinent and practical to me in my role as HR Coordinator. Additionally, the session on COVID-19, covered topics of high interest to me as the district’s COVID-19 administrator.

Transitioning from instruction and campus administration to Human Resources has been exciting as it provides a whole new area for personal and professional growth. Attending the TASPA Summer Conference provided me the opportunity to learn new and practical information. It also offered me the opportunity to connect, network and learn from seasoned HR professionals.

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20 | HR Connection

Diamond Sponsor Spotlight

The Case for Strategic Human Capital Management in Education What is strategic human capital management (HCM)?

Depending on where you look, you’ll see different definitions: • People Managing People defines HCM as “the collection of organizational practices related to the acquisition, management, and development of the human workforce.”

• Oracle distinguishes HCM from HR by the workforce rewards (compensation, benefits, and payroll) and talent and workforce management (the HR functions related to positive and negative time management) that go beyond traditional HR. Of course, you know how important it is to consider the differences between HCM in other industries versus “Faceptati omnim volupti ullorumeni rem. education.

Potentially the sibiggest Ut ventur, consequam iumquam, dolorer difference? Students. itatur res etur ut omnietur.”

HCM in K-12 is still about people, but the impact on student outcomes in the classroom, finite financial and Harit, sent. Ihillupta sequamand quid complex quo ex workforce resources, compliance requirements make K-12 HCM feel different. ex eate etum quisquid ellacerum estibus

Effective HCM allows and your fellow administrators to better attract, retain, and professionally develop nonsequassit utatur, ute dityou harunt es aut undandi volorum quunte ped. making HR interactions as effective and efficient as possible. teachers and staff while The result? You and your team are better able to make the most of limited resources and ensure that every student has access to excellent teachers — the single biggest factor impacting their education. It may not be a surprise to educators that teachers have a larger effect on student performance than any other factor, including services, facilities, leadership, prior ability, socioeconomic status, and even positive home/family dynamics.

Why now?

After enduring one of the most difficult times in the history of U.S. education, what makes now the best time to examine your current approach to human capital management (HCM) and opportunities to improve?

With an effective strategy for HCM, you can feel more prepared to take on these challenges: • The teacher shortage is likely to continue: more teachers will retire, and demand for new teachers, substitutes, and staff will continue to outpace supply for years to come.

• Shifting regulations around HR, compliance, and privacy threaten to complicate daily operations.

• COVID-19 added new wrinkles to meeting state requirements for personnel recordkeeping, leave management, teacher evaluations, professional development, certification, and other processes.

• Teacher morale has suffered throughout the pandemic and has much ground to make up.

The need to attract, engage, and support teachers is as great — or greater — than it has ever been.

Want to learn more about what strategic HCM could do for you? Learn about Frontline’s HCM suite here.

The Effects of Inefficiencies on School Administrators Missing a few hairs on your head?

You might be spending time pulling out your hair dealing with a temperamental printer.

Relentless compliance deadlines can induce brain fog.

Struggling to recruit for open positions may lead to a heavy heart.

Work-life balance might feel out of reach — an ever-increasing workload induces a feeling of walking along an endless tight rope.

Thanks to late nights at the office and early mornings, administrators rarely get the recommended 8 hours of sleep — and wake up feeling like they have bags under their eyes.

Aches and pains pop up due to the physical strain of lugging around heavy piles of paper.

Endless manual data entry induces soreness in fingers and hands.

Constant dull aches in the pit of your stomach are common when every season brings a fresh set of challenges.

What would your day-to-day look like if you could make inefficiencies a thing of the past?

With only so many hours in a day, you need to be able to make the most of your time — not only for the sake of your district, but also for your own sake.

There’s a better way!

FrontlineEducation.com/HCM

TO YOUR DISTRICT’S SUBSTITUTE STAFFING STRUGGLES.

TO THE SUBSTITUTE COVERAGE YOU NEED.

Discover why 21 Texas school districts partner with ESS to provide the substitute coverage they need during the pandemic. We tailor recruiting strategies to your community, advertise district safety measures and testimonials from current substitutes, and train substitute teachers, paraprofessionals, and support staff to succeed in virtual and hybrid classrooms.

Contact us today and let ESS provide your District the support you need this school year.

Fred Bentsen, Vice President of Business Development FBentsen@ESS.com | 832.244.5015 | ESS.com

24 | HR Connection

What’s Happening in the World of HCLE/pHCLE in 2021?

Kelly Coash Johnson, AASPA Executive Director

W

ith 2021 comes many changes and updates to AASPA’s Human Capital Leaders in Education (HCLE) program and the Professional Human Capital Leaders in Education (pHCLE) Certification.

I am excited to share the information with Texas one our premier states for pHCLE Certification and look forward to growing the profession and certification of more school personnel leaders.

WHAT IS THE BIGGEST CHANGE HAPPENING WITH HCLE AND PHCLE IN 2021?

Being a part of the development of the HCLE Standards over six years ago was a huge honor and opportunity for AASPA. We enjoyed working with Battelle for Kids, who had started the process with articles, research and best practices. It was a natural fit for us to bring the practitioner side to the table and really focus on HR leadership, communications, compliance and change management practices in schools. No one can argue that we have seen a great deal of change in human capital leadership over the past few years. We are excited to announce that we are revisiting the HCLE Standards in 2021 for revision and additional competencies. In addition to updating the standards, AASPA has embarked on a journey to provide additional study support and guidance for those eager to take and pass the Professional Human Capital Leaders in Education (pHCLE) Certification test through our Virtual Study Groups.

WHAT IS THE PHCLE VIRTUAL STUDY GROUP AND HOW DOES IT DIFFER FROM THE PREVIOUS TRAININGS THAT WERE OFFERED? The pHCLE Virtual Study Groups are designed to assist individuals who are interested in sitting for the pHCLE Certification and who have already completed professional development geared towards the HCLE Standards. This program is not meant to replace the previous training, it is designed to assist in studying for the pHCLE exam. Study groups will be held the month prior to each of the four annual pHCLE testing windows.

TELL US WHAT IS IN STORE FOR UPDATE PHCLE 2.0 TRAININGS With updated HCLE Standards we will begin the process of supporting new pHCLE trainings to both provide in-depth professional development as well as prepare individuals to take and pass the pHCLE Certification exam. Starting October 2021, there will be two options for pHCLE exam preparation. Trainings will be offered in a virtual platform as well as through some of our state affiliates in an in-person/virtual hybrid opportunity. AASPA will still offer study groups and continue to manage the exam, certification, and recertification process. TASPA will be partnering with Region 10 for an upcoming training course in January 2022. Check the TASPA events page for updates on this course.

AASPA’s 83rd Annual Conference October 12 - 15, 2021 Washington, DC

REGISTER NOW! Register and learn more at www.aaspaconference.com

26 | HR Connection

Summer Conference Recap

TASPA was pleased to host our in first in-person conference in over 19 months on July 14-16 at the Kalahari Hotel & Convention Center in Round Rock, TX. The Summer Law and Summer Conferences were a huge success. We had 194 attendees for the Law Conference and 248 attend the Summer Conference. The beautiful and spacious event center allowed many attendees to bring their families to enjoy the adventure!

During the 3 day combined conferences, TASPA was able to host 5 general sessions and 48 breakout sessions.

We also provided opportunities for all 6 TASPA districts to hold meetings. We had over 63 speakers that included law firms: Eichelbaum Wardell Hansen Powell & Muñoz, P.C.; Walsh Gallegos, Treviño, Russo & Kyle, P.C.; J.Cruz & Associates, LLC; & Abernathy, Roeder, Boyd & Hullett, P.C. We also had presentations from TEA, TRS, TASB HR Services, and many others. Thank you to our speakers, TASPA board members, TASPA staff and TASPA members to help make this conference a huge success!

We are grateful to our sponsors and exhibitors who hosted a booth in the Exhibit Hall. A special thank you to our 2021 Diamond Sponsors: ESS, Frontline, iteachTEXAS, Kelly Education, and Texas Teachers of Tomorrow. With their support, we are able to provide YOU, our TASPA members, with continued services and professional development.

We hope you will join us for again at the Kalahari for the Fall Support Staff Conference October 4-5 and Winter Conference December 15-17!