Human Capital Management Systems
Human Capital Management Systems
How is a Human Capital Management System (HCMS) different from the typical Human Resources model? Essentially, HCMS takes many of the components from HR of old, then adds a plethora of human-centered processes to create a well of staff-wide opportunity. Within the REIL-Extend work, an HCMS uses a comprehensive framework focused on attracting, placing, retaining, and sustaining a high-quality workforce. The operative word here is System, meaning optimal function occurs when all of the different components are working together in a more complex whole.
So, what does it look like? Here are some best practices and functions of HCMS that can help you build a high-functioning, fully integrated system for your most essential resources—your staff!
Evaluation Instruments
Educators are observed in multiple settings during multiple cycles using the REIL Observation Instruments. The REIL Observation Instruments are six separate, yet related, tools that describe effective classroom instruction, instructional leadership, and professional development. Each contribute to a rigorous, fair, and transparent evaluation system aimed at recognizing excellence and supporting the professional growth of teachers, teacher-leaders, and building-level administrators.
Leading Observation Instrument (LdOI)
Coaching Observation Instrument (COI)
Power Learning Observation Instrument (Power LOI)
Multi-Classroom Leader Observation Instrument (MCLOI)
Reach Associate Observation Instrument (RAOI)
Human Capital Management System (HCMS) Self-Assessments
The Human Capital Management System (HCMS) Self-Assessments were designed to help guide HCMS leaders in examining their human capital practices with a critical eye toward improvement. These instruments identify activities, tasks, processes, and collaborations that, when implemented consistently, result in a high-quality HCMS leading to an improved workforce and improved student outcomes. These instrument include 56 indicators (district level) and 36 indicators (school level) addressing six areas of HCMS functions.
Job Description Redesign Toolkit
It’s time to elevate job descriptions to the prominent position they deserve! The job description is a tool that can be utilized throughout the employment lifecycle. Compelling job descriptions catch the attention of promising candidates, increase employee engagement, inform hiring, selection, and placement processes, inform training opportunities, and serve as a foundational tool related to compensation and performance management. Job descriptions also set a tone for a school district and are opportunities to communicate about culture, vision, mission, and goals. Finally, job descriptions are a great way to communicate performance competencies required to be successful in each position.
Recruitment Toolkit
As one of the cornerstones of a high-quality HCMS, Strategic Staffing is the practice of analyzing and strategically responding to the workforce needs of your organization. For the most successful staffing, consider Recruitment as not just a season but a year-round strategic focus. Use this guide to create your annual action plan—including branding, developing a value proposition, using social media effectively, and building long term talent pipelines—so you’ll never be without a school fully staffed with excellent educators again!
Onboarding Toolkit
The first year of an employee’s experience is the foundation on which their future with an organization is built and plays a major role in the decision about whether to return the following year. A thoughtful and comprehensive approach to employee onboarding can have a significant impact on engagement, which leads to better team and student outcomes, lower turnover, and higher performance and productivity. Onboarding also sets a tone for a school district and provides opportunities to communicate about culture, vision, mission, and goals. Check out this guidebook for an overview and help planning your next new-hire’s first year.
Stay Interview Toolkit
Implementing Stay Interviews as part of your HCMS is a great way to foster an open and communicative environment with your most effective staff. Where an Exit Interview is reactive, a Stay Interview is proactive. By scheduling a dedicated time for these conversations each year, you can identify trends and key in on the factors that keep your best people coming back year after year. You can also begin to learn about the pain points and opportunities for improvement that might be driving them away.
Social Media Content Calendar
Effective branding and consistent communication are vital for engaging your district’s community and attracting top talent. This Social Media Content Calendar offers a practical guide to crafting impactful social media posts throughout the year. By following its structured templates and best practices, you can enhance your district's presence online, showcase your commitment to excellence, and create meaningful interactions that support recruitment and retention efforts. With tools to help you strategize, organize, and stay consistent, this resource empowers you to highlight your district's values, celebrate diversity, and foster a strong connection with stakeholders.
HCMS Website Audit Toolkit
Your websites will often be the first place someone goes to learn about your district or school and is a hub of information for current stakeholders. A well-aligned website will demonstrate key messages consistent with branding, build employees’ capacity to serve as ambassadors of the organization, ensure consistent messaging across targeted communication channels, and connect users with the information they need to champion the cause of your organization. This tool can be used as an annual review, or as a spot-check according to focus area.
Strategic Compensation Models and the Innovation Configuration (IC) Map
We’ve all heard the sentiment that “No one goes into teaching for the money.” However, even the most altruistic educators still have bills to pay! Salaries and benefits can play a significant role in the employee life-cycle—from recruitment to retention and rewards—particularly in high-needs schools. This is where a differential compensation model like the one used in the REIL-Extend grant comes into play.
The Innovation Configuration Map provides an in-depth rubric for monitoring alignment with the specific HCMS pillars of Strategic Staffing, Talent Management and Development, and Strategic Compensation. Note that in this tool, a rating of “1” indicates High Fidelity and a rating of “4” is reserved for cases of Non-Use.