Human resources consulting for education
In the rapidly changing world of education, it is sometimes a challenge to manage the personnel in your district, regional school district or school administrative unit. We are here to help — short term or long term.
We bring experience in investigations, HR organization, employment law, collective bargaining, policy development, contract interpretation, grievances, discrimination matters, teacher retirement, supervision and evaluation, and benefits administration.
When you have an HR problem, you need answers and support 24/7. We are here.
02 / INVESTIGATIONSIndependent, thorough review of employee conduct and workplace concerns, with attention to a fair process and clear findings.
03 / LABOR RELATIONSPreparation, proposal analysis, costing, negotiations, and a practical approach to solving problems at the bargaining table.
04 / COMPLIANCEHelp navigating federal and Massachusetts requirements affecting leave, accommodations, wages, and educator employment.
05 / ORGANIZATIONAssess staffing structures, roles, classification, compensation, and the effect of proposed changes on district operations.
06 / WORKPLACEReview practices, train managers, evaluate risk, and assist with responses to employment discrimination complaints.
07 / RETIREMENTIndividual consultations and group seminars to help Massachusetts educators understand retirement options and plan ahead.
08 / CONTRACTSExamine agreement language, past practice, grievances, arbitration exposure, and impact bargaining obligations.
09 / EDUCATOR PRACTICEReview educator evaluation practices and identify changes that can better support teaching and student learning.
10 / BENEFITSEvaluate benefits programs and cost-saving opportunities while keeping recruitment and employee needs in view.
11 / DISPUTE RESOLUTIONGuidance on resolving disputes early and assessing the cost and likely outcome of arbitration.
When you have an HR problem, you need answers and support 24/7. We are here.
When an HR issue arises, school leaders need timely answers and a trusted partner to help them decide what to do next. We provide responsive guidance on personnel questions, employee concerns, contract issues, and urgent situations, helping you assess the facts, understand your options, and take a sound next step. When you need support, we are here.
Back to areas of practice ↑Ninety-nine percent of school employees are focused, committed, driven and completely dedicated to job No. 1 - the young people in our classrooms. One percent require too much of our time managing behavior inconsistent with the vision, mission, values, goals and direction of the school community. Employee investigations are on the rise and few school districts have the resources and expertise to effectively investigate and successfully bring potential misconduct to a satisfactory conclusion. Unions? They have a job to do and that is to protect the members - at all cost. Their resources are unlimited and often bring a powerful arsenal to the table. Let us re-balance the scale to bring a fair, responsible and expert analysis to the situation.
Back to areas of practice ↑Human capitol is the most costly part of any school budget. In many cases, personnel makes up 80 -90% of all expenses. If the overwhelming majority of a multi-million dollar budget is salary and benefits, can you afford not to bring in a strategic partner with extensive experience in contract negotiations? We can help you to design proposals, interpret long term implications of contract language and move the CBA out of 1970. We know how because we have served as chief negotiator for countless contracts involving teachers, administrators, paraprofessionals, food services staff, clerical staff and those who are not represented. It is entirely possible to get the change you seek. The two questions are: “What is your strategy?” and “What is the administration and school committee’s tolerance to be uncomfortable?” We can help you to evaluate both questions.
The hallmark of our work in negotiations are the three P’s: Planning, planning and planning.
Complex? To say the least. Confusion? No doubt. Overwhelming? Alphabet Soup? You said it.
Labor law is all of the above. The Federal Department of Labor and applicable state law dealing with labor relations can be tricky and overlap each other making it difficult to understand and ensure compliance. We are here to help untangle the mandates to ensure you are making the right decisions. A deep understanding of these laws and regulations will help guide decision making to ensure that your district is protected against future claims. The best defense is a good offense - but only if you understand the play. Let us help you understand each of these important laws which will position your district for the best outcome. Ignorance has never been a good or acceptable defense.
Back to areas of practice ↑How do you rethink your current resources? Is this the time to ask taxpayers to fund additional positions? How do collective bargaining agreements dictate how you can eliminate or add positions? Are your students receiving the best possible services? Are the wages and benefits aligned with your comparable districts? Do you have your employees classified correctly as exempt and non-exempt? Who is an employee versus and independent contractor? We can help you to navigate all of these questions because we have done it before and can add expertise and experience to evaluate all the angles and then help to explain the reasons why. Can you afford not to do this right?
Back to areas of practice ↑It is quite easy and takes very little time to file a claim of discrimination based on a protected class. It can take years to litigate and cost a significant amount of taxpayer and insurance money to defend. We know because we have defended claims filed with the Massachusetts Commission Against Discrimination or the Equal Employment Opportunity Commission. Whether providing training to managers, evaluating your risk, reviewing policy/practice, or sitting with you at the MCAD or the EEOC, our experience will help limit your liability. You simply cannot afford not to.
Back to areas of practice ↑Teachers work a majority of their lifetime in public service. The pension system provides a lifetime benefit that most private sector employers have eliminated. We consult with individuals to help evaluate their retirement position and provide education to cut through the complexity of the system and maximize their pension benefit. We love working 1:1 with teachers because we make it personal to understand your position and help you to make good decision. Your pension is for the rest of your life. Why would you not make sure you are getting everything you are entitled to receive?
We also provide group education seminars to school districts and present to audiences of up to 50 teachers.
Back to areas of practice ↑Collective Bargaining Agreements are left to interpretation, which is why arbitration exists as part of the grievance process. Arbitration is expensive and time consuming and will take over your life for a period of time (with better than average odds that you won’t be successful). We can help you to make good decisions. When a grievance is filed, we can review the contract language and help you to evaluate past practice and the likelihood of being successful. It is important to resolve grievances at the lowest level but it is more important to forecast the likely response and outcome at each step of the grievance process.
Impact bargaining occurs when the Union believes you have added or changed something in the CBA. They right to demand to bargain and you have a duty to respond and bargain in good faith. We can help guide you or sit at the table to help resolve the issue.
Of course, the best strategy is to change the culture of the relationship with the Union where problems are solved collaboratively. This takes time, often years, of building trust. We have done it - going from grievances filed without warning to a phone call from the Union President saying, “I think we might have a problem. Can we set up a time to talk about it?” We have changed the face of bargaining from long tables facing opposite of each other with 35 union members to sitting around a square table with eight union members. From attorneys and MTA representatives doing all the talking to neither sitting at the table. From articulating demands because they want them to presenting problems that need to be solved. From asking for 15% over three years to an initial offer that is much more realistic without the games. From 1950 to the 21st century. Labor-management relations are far different than decades ago and it is time to change.
Back to areas of practice ↑The Massachusetts Department of Elementary and Secondary Education mandates a state-wide model for evaluation. What components of the model evaluation system should you emphasize because of the impact for change versus those components that offer little by way of improving teacher practice? We can evaluate the model used in your district and help you to negotiate meaningful change leading to meaningful impact on student achievement.
Back to areas of practice ↑A strong benefits program is a tool for recruitment, but it can be very expensive. The cost of health insurance alone has soared over the past decade. A family plan can cost in the neighborhood of $30,000 a year. We can help you to strategize and evaluate cost saving measures that can slow the pace of growth.
Back to areas of practice ↑The grievance and arbitration process provides a formal pathway to solve problems. Building a collaborative, trusting relationship with the union helps to foster a practice of solving problems before a grievance is filed. This takes time.
If faced with a grievance, we can help to resolve it at the lowest level. Arbitration is costly and time consuming, yet provides a forum for resolution. Most problems can and should be resolved before arbitration if you have the right team to provide guidance.
Back to areas of practice ↑For a specific personnel matter or broader HR planning, contact Thomas F. Campbell, Ed.D.