Article #4 in a Series >>>>> Departments and Offices of the Minneapolis Public Schools >>>>> Division of Human Resources

As I complete the final draft of my new book, Understanding the Minneapolis Public Schools:  Current Condition, Future Prospect, I am conducting a final review for updating mission statements and staff composition.  I have in the last days and weeks listed and made comments on many offices and departments, with an emphasis on staff members and effectiveness.  In the current series of articles I will be emphasizing departmental function and mission statements, but I will give staff listing updates as I deem useful to my readers and will give staff composition in cases for which I have not previously done so.

 

Here I give information for the MPS Human Resources Division, drawn from the pertinent portal on the MPS website:

 

About Human Resources at Minneapolis Public Schools Our Mission   To ensure high academic achievement of all MPS students by recruiting, selecting, retaining and supporting a diverse and highly talented staff. Our Vision   To become a dynamic, forward-thinking HR Division that models accountability and exemplary service. What We Do   Talent Acquisition's responsibilities include developing a strategic approach to identify, attract and on-board top talent and effectively meet the District's dynamic staffing needs. Employee Relations areas of work include: Discipline, Grievances, Contract Administration, and Contract Negotiations Talent Management Performance Management includes all evaluation systems in MPS.  Human Capital Data Analysis will help us use all the performance information we collect to make smarter decisions on staff hiring, professional development and retention. Quality Compensation (Qcomp) is a state funded grant program that provides nearly $92 million annually to fund annually to fund programs that support teachers to advance student achievement. Human Resources Information Systems (HRIS) Instructional Specialists (IS) conduct secondary observations (including pre- and post-observation conferences) utilizing the Standards of Effective Instruction (SOEI) as part of the MPS teacher evaluation model. In addition to secondary observations, IS also coach and connect teachers to resources, co-teach and model teaching strategies, design and deliver professional development modules to schools based on needs, and help facilitate Profession al Learning Communities or data cycles.  Peer Assistance and Review (PAR) mentors includes new teacher induction and mentoring, tenured teacher mentoring, professional development process and professional services support. PAR Mentors assist teachers with development of Professional Development Plan (PDP) and team, connect teachers to resources, support with implementation of Focused Instructional materials and resources, share teaching strategies and best practices. Human Resources Division Staff Maggie Sullivan Chief Human Resources Officer Mary Ihlen Executive Assistant   Kristine Morshead Executive Director, Human Resources Kristine Morshead Executive Director, Human Resources Daniel Glass Special Projects & School Leadership Hiring Jaimee Bohning Director of Talent Acquisition Candra Bennett Interim Director, Employee Relations Keenan Shelton Director, Talent Management Scott Weber Director, Human Resources Information Systems Andrea Skiba, Lead Instructional Support Chris Ramadan Lead Peer Assistance & Review Julie Tyler Lead Peer Assistance & Review