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Vision, Mission and Role

Our Vision

The Department of Human Resources is a dynamic organization which responds to the needs of ACPS employee in a fair, just, equitable and consistent manner, utilizing systems and procedures that keep pace with technological advances.

Our Department is staffed with training Human Resource Professionals who recognize people as the Division's most valuable asset, and are committed to their effective recruitment, development and utilization.

Our Mission

The Department of Human Resources is in the business of providing effective Human Resources management, leadership and support for a vibrant, world class workforce.

Five Goals

The Department for Human Resources ensures full, life-cycle management of the workforce to support the Division with these goals:

  1. Select and employ the highest quality personnel who believe and support the Division mission, values and goals within the framework of local policies, school needs and available resources
  2. Maintain active recruiting and search efforts to ensure that the applicant pool is diverse and representative of the student population and community
  3. Provide effective orientation programs for all personnel so that they enter the ACPS workforce with confidence and knowledge of the Division and of their job responsibilities
  4. Maintain sensitivity to ethical and legal issues and administer personnel regulations, policies and procedures in an effective, efficient and confidential manner
  5. Ensure competitive employee salaries, benefits, and incentives in an effort to recruit and retain the most highly skilled staff in all areas of service

Our Role

The core functions of the Department of Human Resources are:

1. Organization Planning - to work as a change agent by providing ACPS with well-designed and flexible organizational and employment policies.

2. Workforce Staffing and Planning - to provide advice and support to staff the current workforce and plan the future workforce to ensure alignment of organizational structures and staffing strategies to the Division plan.

3. Employment - to provide day to day advice and support on the application of fair and timely employment processes that assist the Division to attract, appoint, and retain competent staff.

4. Training and Development - to provide optimum training and development for all employees to empower them to excel professionally in the delivery of services to customers.

5. Compensation Management - to design, dvelop and administer suitable and competitive compensation packages that are aligned with the Divsision objectives and capacity to pay.

6. Workplace Integration - fostering a workplace climate that promotes good working relationships and a sense of loyalty to the organization by building teams and surveying employee needs.

7. Employee Relations - Providing forums and forming relations with employees, employee representatives and/or employee associations and ensuring cohesive management of the organization by ensuring the needs of employees are met. Subjects include terms and conditions of service, legal representation, grievance management, advocacy, bargaining, mediation, employee discipline, encouragement of employee involvement.

8. Employee Services - to positively impact the lives of employees by providing meaningful intervention, confidential counseling, recognition of excellence and to offer programmes that will enhance employees' job performance and overall wellness.

9. Performance Management - to ensure that the employees' performance is monitored, assessed and developed.

10. Employee Recognition - to identify and reward outstanding performance with recommendations for monetary and non-monetary awards.

11. Occupational Health and Safety - to provide awareness and services that assist mangers and employees in creating a safe work environment, which is supportive of health and safety education, accountability and prevention.

12. Policy Advice and Development - to provide advice on emerging human resources issues, design and integrate best practices to improve human resources management and services.

13. Strategic Succession Planning - to advise on career development and the advancement of all employees to sustain the Division through equitable, effective and transparent succession planning.

14. Technological Advancement and Support - to continually research, select and implement advancements in technology to improve our Human Resources Information Systems (HRIS).