By David Lewin, Bruce E. Kaufman, Paul J. Gollan
Quantity 20 of Advances in business and exertions kinfolk (AILR) comprises seven papers that care for very important facets of employment relationships in quite a few industries, nations and examine contexts. the 1st 3 papers, each one of which analyzes the results of an exogenous variable (e.g., monetary adversity, globalization, and new expertise, respectively) on labor-management kinfolk, have particular industry/sector settings, specifically, pubic faculties (primary education), civil aviation and nursing houses (health care), respectively. the 1st and 3rd of those papers are set within the united states, the second one in Britain. the subsequent 4 papers, each one of which analyzes the consequences of enacted or pondered laws on particular facets of labor-management kinfolk and office dispute solution, are set in Canada, Australia, New Zealand and the united states, respectively. The examine designs featured in those papers comprise quasi-experimental, case reviews, interviews, surveys and simultaneous equation modeling.
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The deputy superintendent in charge of human resources has monthly formal meetings with the union, and is in frequent (often daily) informal communication to discuss issues, solve problems, and head off concerns long before they reach the grievance procedure. Administrators talk about teachers as professionals, and some even actively encourage new faculty to join the union in this right-to-work state, so they can be appointed to the vast array of committees that have planning and decision-making authority in the way the schools are run.
This climate has grown even stronger under the current superintendent, MaryEllen Elia, and union president, Jean Clements, with Yvonne Lyons serving as CTA Executive Director from 2000 until August 2009. Strategic Priorities There is clear recognition by the union and administration in Hillsborough that inclusion and collaboration in decision-making are powerful vehicles for educational reform. Both parties are committed to teacher excellence, to data-driven decision-making, and to student achievement, and both parties have demonstrated this commitment repeatedly by their willingness to innovate, change, and experiment on programs focused on improving the quality of education for all students.
Sustaining Factors One of the most striking features of the collaborative partnership between the union and administration at HCPS is the extraordinary stability of leadership. The district has seen only four superintendents since 1968. Further, most administrators have been hired from within the school system. The current superintendent, MaryEllen Elia, currently in her ﬁfth year in that position, has worked in the district for 23 years, and spent 19 years as teacher – most of that in Hillsborough.
Advances in Industrial and Labor Relations by David Lewin, Bruce E. Kaufman, Paul J. Gollan
Categories: Labor Industrial Relations