Education Week - March 21, 2018 - 27

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TOP SCHOOL JOBS's K-12 TALENT MANAGER

How BIG Data Can Inform and Innovate HR in K-12 Education
In today's data-rich, technology-driven world, being a
"data nerd" is cool. Even Harvard Business Review has
said that "data scientist" is the sexiest job of the 21st century. Are we surprised? From who we engage with on social media to what clothes we purchase online to the
music we download, people around the world are collecting and analyzing massive amounts of data every day.
The exponential growth and availability of data is often
described as "big data"--and it has become a critical tool
for businesses, governments, and other organizations.
Why? As SAS® explains, "More data may lead to more
accurate analyses. More accurate analyses may lead to
more confident decision making. And better decisions can
mean greater operational efficiencies, cost reductions,
and reduced risk."
For example, data can help doctors to better diagnose
illnesses to save lives. Grocery stores use the data they
glean from various sources to reduce internal foot-traffic
jams. Marketing departments use data to target products
to customers based on their buying history. Police departments use data to uncover evidence that may help solve
cold cases. Even the airline industry uses big data to provide piece-of-mind that your baggage will make it to your
destination on time!

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Big data doesn't necessarily mean more data. It's
about being able to analyze non-relational data and draw
conclusions upon which to strategically act. If used in appropriate ways, HR data can teach us a great deal about
an individual's drivers and behavior, performance, needs,
and their potential.
There is tremendous potential for using big data to help
HR departments be proactive in hiring candidates who fit
the organization's culture, identifying the best benefit
package to meet employees' needs, managing employee
absences, and more.
If you're wondering how to assess the maturity of your
own big data use in HR, Bersin and Associates has built a
maturity model to support your analysis. They describe four
levels of maturity:
* Reactive
* Proactive
* Strategic Analytics
* Predictive Analytics

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The youngest stage is the Reactive stage--where organizations create reports for measuring efficiency and compliance. This is where many HR departments in K-12 education sit. We believe this is due to the availability of HR
data and integrated technology management systems in
K-12 organizations.
The next stage in maturity is the Proactive stage. This is
where reporting is done, and data are collected for
benchmarking and decisions making. Some organization
use dashboards to assist in these efforts. A handful of
K-12 organizations use scorecards and dashboards to
drive change and improvement.
The next step-up is Strategic Analytics. This is where
statistical analysis is done to identify root causes, commonalities, and correlations.
Finally, Predictive Analytics means the organization
uses big data and algorithms to create predictive models,
complete scenario planning, and mitigate risk. This level
of sophistication requires the right data, technology,
leader, strategy, and a data analytics team.
While many organizations see the benefits of using big
data, most organizations have a ways to go in to develop
a strong HR analytics strategy. According to a whitepaper
by the Harvard Business Review Analytics Services
Team, "The Big Data Opportunity for HR and Finance,"
71% of CEOs surveyed view their people as the top factor contributing to sustainable economic value. Yet, their
top ranked priorities were operations (73%), customers
(50%), sales (49%), and HR (43%). Further, when asked
where their organizations were making investments in big
data, sales and marketing were reported as receiving the

largest financial investments when it comes to big data
use. HR was the lowest of all 10 options.
For those interested in learning more about data mining
or data science, in additional to the mass amount of articles online, universities, such as Columbia, Johns Hopkins University, and the University of Illinois at UrbanaChampaign offer free online courses through platforms
like Coursera.
While the federal No Child Left Behind Act and other federal and state policies have placed a clear focus on capturing data to measure student performance, districts are
also seeing the value in using big data for talent management, process improvement, and customer service to improve educational opportunities for students. Tulsa Public
Schools (TPS) Human Capital department has been
using big data to foster improvement over the past two
years. The District's strategic plan laid out a vision for
shared accountability, which means that every department has a balanced scorecard with aligned measures
and data, a defined reporting schedule and structured
Board updates. The Human Capital department has measures around teacher and leader effectiveness, recruiting
and retention, and customer service. The department is
using this data to improve processes, increase the effectiveness of its hiring practices and provide exceptional
service to customers. Using this data-driven improvement
approach, the district has seen great success. For example, Talia Shaull, Chief Human Capital Officer, shares that
TPS, "has seen results, such as a reduction in support
staff turnover by 6% in the past year and a 38% reduction
in the number of complaints received in our HC department over prior year. Having data allows us to make informed decisions and proactively address issues as we
move forward down our path of continuous improvement."
For those who find Tulsa's working interesting and are
looking for resources, since 2008, the Harvard University
Strategic Data Project (SDP) has partnered with districts
and education organizations to "bring high-quality research methods and data analysis to bear on strategic
management and policy decisions." Their goal is to improve student achievement and growth by transforming
how individuals and districts use data. The SDP has identified strategic performance indicators and a diagnostic for
human capital focused on teacher recruitment, placement, development, evaluation, and retention/turnover.
Visit http://cepr.harvard.edu/sdp/ to access the SDP toolkit with step-by-step instructions on collecting, cleaning,
and analyzing data to run the analysis yourself! They
even offer a free "Strategic Use of Data Rubric" that provides districts the chance to assess their strengths and
weaknesses when it comes to using data.
Every day, teachers, principals, and district leaders collect
a large amount of data, including student performance,
bus-on-time statistics, staff retention, work order response
times, open positions. The list of data points seems to
keep on growing.
In summary, successful use of big data is not determined
by how much data you collect. Success happens when
data consumers understand the data and its appropriate
uses for improvement. While we are still years away from
HR departments in schools having the technology and
analytics engines needed to reach Predictive Analytics
maturity, we believe big data has a place in K-12 education HR departments. We can learn a great deal from innovators like Tulsa Public Schools and the Harvard Strategic Data Project as well as expert users in other
industries. Let's keep the conversation going!
Share and grow your K-12 HR and talent management
expertise via the #K12Talent Twitter chat. These chats
are free to participate in and occur the second and fourth
Monday of the month at 9 p.m. ET.
To read the complete blog post, visit http://blogs.edweek.
org/topschooljobs/k-12_talent_manager/.
The opinions expressed are strictly those of the author
and do not reflect the opinions or endorsement of Editorial
Projects in Education.

EDUCATION WEEK | March 21, 2018 | www.topschooljobs.org

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http://cepr.harvard.edu/sdp/ http://cepr.harvard.edu/sdp/ http://recruit.topschooljobs.org http://www.TopSchoolJobs.org http://blogs.edweek.org/topschooljobs/k-12_talent_manager/ http://blogs.edweek.org/topschooljobs/k-12_talent_manager/ http://www.TopSchoolJobs.org http://www.topschooljobs.org

Table of Contents for the Digital Edition of Education Week - March 21, 2018

Education Week - March 21, 2018
A Teachable Moment For 2nd Amendment
Student Walkout Taps Well of Anger, Sadness
Sick of Low Pay, More Teachers Prepare to Fight
Contents
News in Brief
Report Roundup
N.D. Districts Can Substitute ACT For State Test
Study: Don’t Use ACT, SAT to Gauge School Achievement
Spreading Social-Emotional Learning Across All Schools
Educators and Finance Officers Team Up for Better Budgeting
Schools Struggle to Use Data To Get Better
Upcoming March Could Draw On Walkout’s Momentum
Walkout Takes Aim at Gun Violence
FACT SHEET: Students With Emotional Disabilities
Response to Shooting Begins to Take Shape
lorida Extends Private-School Vouchers to Bullied Students
Surprise W.Va. Teachers Strike Emboldens Activists Elsewhere
DeVos Still Challenged In Delivering Message
Shakeup in Office Overseeing Student Privacy Rights
MARY BETH TINKER: I Stand With the Students
FRANK LOMONTE: Student Privacy Laws Should Protect Students, Not School Officials
KIRSTEN BAESLER: Yes, Betsy DeVos, Our Schools Are Innovating
Letters
TopSchoolJobs Recruitment Marketplace
LAWRENCE BAINES & JIM MACHELL: The War on Teachers Comes to Oklahoma
Education Week - March 21, 2018 - Sick of Low Pay, More Teachers Prepare to Fight
Education Week - March 21, 2018 - 2
Education Week - March 21, 2018 - Contents
Education Week - March 21, 2018 - News in Brief
Education Week - March 21, 2018 - Report Roundup
Education Week - March 21, 2018 - N.D. Districts Can Substitute ACT For State Test
Education Week - March 21, 2018 - Study: Don’t Use ACT, SAT to Gauge School Achievement
Education Week - March 21, 2018 - Spreading Social-Emotional Learning Across All Schools
Education Week - March 21, 2018 - 9
Education Week - March 21, 2018 - Schools Struggle to Use Data To Get Better
Education Week - March 21, 2018 - 11
Education Week - March 21, 2018 - Upcoming March Could Draw On Walkout’s Momentum
Education Week - March 21, 2018 - Walkout Takes Aim at Gun Violence
Education Week - March 21, 2018 - FACT SHEET: Students With Emotional Disabilities
Education Week - March 21, 2018 - 15
Education Week - March 21, 2018 - 16
Education Week - March 21, 2018 - 17
Education Week - March 21, 2018 - lorida Extends Private-School Vouchers to Bullied Students
Education Week - March 21, 2018 - Surprise W.Va. Teachers Strike Emboldens Activists Elsewhere
Education Week - March 21, 2018 - Shakeup in Office Overseeing Student Privacy Rights
Education Week - March 21, 2018 - 21
Education Week - March 21, 2018 - FRANK LOMONTE: Student Privacy Laws Should Protect Students, Not School Officials
Education Week - March 21, 2018 - KIRSTEN BAESLER: Yes, Betsy DeVos, Our Schools Are Innovating
Education Week - March 21, 2018 - Letters
Education Week - March 21, 2018 - 25
Education Week - March 21, 2018 - TopSchoolJobs Recruitment Marketplace
Education Week - March 21, 2018 - 27
Education Week - March 21, 2018 - LAWRENCE BAINES & JIM MACHELL: The War on Teachers Comes to Oklahoma
Education Week - March 21, 2018 - CW1
Education Week - March 21, 2018 - CW2
Education Week - March 21, 2018 - CW3
Education Week - March 21, 2018 - CW4
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