The missing link between Vision, School Improvement and Resourcing.
Principals and Boards must be able to:
- See workforce risk
- Have a strategy for mitigating workforce risk
- Respond to workforce risk
- …….. at every stage of the hire to retire lifecycle.
Thankfully we’re not struggling as mightily with staff shortages to the degree of many neighboring districts because we’ve had a strong culture for quite some time. Olmsted Falls is a desirable district and people want to work here. We are new to taking a more formal approach to this work and PeopleBench’s Resilience Tracker and Workforce Strategy Builder have been the catalyst in helping to build an even stronger attractive environment that prioritizes the needs of ALL of our staff and what’s important to them as a workforce.”
Dr. Jim Lloyd
Superintendent
If you’re looking for something that deals with your employees—the educators, the staff in your building—and you’re serious about focusing on what they need, [PeopleBench] is what’s out there. It’s the only thing that really addresses some of the core issues we need to work on as leaders in our school districts in terms of our workforce. This is a resource that we’ve not ever had before. There are a lot of resources on how to work with employees. But working with educators is very different.”
Kwamine Gilyard
Director of Classified Employment Services
… critical to any organizational change is that you have multiple points where you’re checking in to see if what we’re doing is working. And I think that’s one of the things that I really enjoy about PeopleBench. It’s continuous, so you can go back and find out if what you’re doing is working. It’s a continuous improvement model for staff and I think that’s just so powerful.
