edison 09 detail 6
TRANSCRIPT
-
8/12/2019 Edison 09 Detail 6
1/113
FY15 Organization Chart Company Confid
August 1, 2014
Leadership
Thom JacksonPresident & Chief Executive Officer
Maureen RyanChief Financial Officer
Tim NashManaging DirectorUK &International Enterprises
Jodi MastronardiSVP, Strategic Operations &
Charter Schools
Chris WilberdingSVP, Alternative Education
Mike WilliamsChief Information Officer
Kathy BassilloOffice Administrator
Laura HayesChief Academic Officer
Natalie WilliamsVP, Strategic Alliances
Arlene DoveSVP, Virtual Education
Solutions (Interim)
Darryl Wash
AscendVentures
Sue Levy WarnerSVP, Strategic HR &
Communication
-
8/12/2019 Edison 09 Detail 6
2/113
FY15 Organization Chart Company Confid
August 1, 2014
Gretel MunozDirector, Operations
Charter Schools
Jodi MastronardiSVP, Strategic Operations &
Charter Schools
Sabrena DavisDirector of Achievement
Leadership
Sandi HansenDirector of Achievement -
Leadership
Drew LaskowskiController -Managed
Ken PorterDirector of Achievement
Leadership
Thom JacksonPresident & Chief Executive Officer
TBDBusiness Development
Resource
-
8/12/2019 Edison 09 Detail 6
3/113
FY15 Organization Chart Company Confid
August 1, 2014
TBHDirector of Achievement -
CurriculumSpecial Education
Laura HayesChief Academic Officer
Jennifer ParkerDirector, Product
Development & Training
Education
Thom JacksonPresident & Chief Executive Officer
Sue GormanDirector of Achievement
CurriculumMath
Aundrea WaltonDirector of Achievement
CurriculumReading
Ted MarrLead Data Analyst
Lee PhillipsDirector, Product
Development & Training
-
8/12/2019 Edison 09 Detail 6
4/113
FY15 Organization Chart Company Confid
August 1, 2014
Benefits Manager
Recruiters
Director,
Human Resources
Director,
Communication
Sue Levy WarnerSVP, Human Resources &
Communication
VP, Total Rewards
and Risk
Management
Director, Talent
Acquisition
Human Resource
Payroll Analyst
Retirement Analyst
Payroll ManagerPayroll Analyst
Payroll SupportAnalyst
Payroll Analyst
Thom JacksonPresident & Chief Executive Officer
-
8/12/2019 Edison 09 Detail 6
5/113
FY15 Organization Chart Company Confid
August 1, 2014
Maureen Ryan
Chief Financial Officer
Finance
Director, Financial
Planning & Analysis
Director, Accounts
Receivable
Director, Financial
Systems
Staff Accountant
Corporate Controller
VP, Strategic
Sourcing & Grants
Grants & FRL
Manager
Thom JacksonPresident & Chief Executive
Officer
AP Specialist
AP Specialist
Buyer
Buyer
Contracts Specialist
Contract Specialist
Travel & Procurement
Specialist
Accounting Specialist
VP, Accounts
Payable
Kylie Sachs
AscendVentures
-
8/12/2019 Edison 09 Detail 6
6/113
FY15 Organization Chart Company Confid
August 1, 2014
Mike WilliamsChief Information Officer
Sr. Director, School
Technology
Ryan BrogneriTier 2 Product Support
Supervisor
Virtual Support
Technician
Application Support
Virtual Support
Technician Tier 1
(eSw)
Virtual Support
Technician Tier 1
(eSw)
Virtual Support
Technician Tier 1
(eSw)
Service Desk
Specialist Level 1
SIS Specialist
SIS Specialist
Virtual Support
Technician Tier 1
(eSw)
Virtual Support
Technician Tier 1
(Operating Systems)
Virtual Support
Technician - Tier 1
(eSw)
Virtual Support
Technician -Tier 1
(eVal)
Thom JacksonPresident & Chief Executive Officer
Technology
Java Engineer
Jr. Production Support
Engineer
Jr. Production Support
Engineer
DBA
VP, Infrastructure &Enterprise
Applications
Manager, ERP
Systems
Salesforce & eSource
& Business Analysis
Sr. Network
Administrator
Sr Systems Engineer
Sr Linux System
Administrator
Telecommunications
Manager
Application Developer
Service Desk
Specialist Level 2
Manager, Software
Development
Virtual Support Tech
App Support (eSW) /
QA
Java Enineer
Business Analyst
Virtual Technology
Specialist
Virtual Technology
Specialist
Virtual Technology
Specialist
Sr. Project Manager
Online Technical
Manager
-
8/12/2019 Edison 09 Detail 6
7/113
Charter School Board
SVP, Strategic Operations & Charter
Schools
Director of Achievement - Leadership
School Principal
School
Operations
Manager
Literacy /
Math
Coaches
Special
Education
Coordinator
Special
Education
Teachers
Lead
Teacher
House 1
Lead
Teacher
House 2
Lead
Teacher
House 3
Lead
Teacher
House 4
Lead
Teacher
House 5
*
* Note 1: Actual number of houses may vary in number and size dependent on tot
enrollment and enrollment configurations.
Note 2: Kindergarten aides would be linked to teachers they are aide to or to the
Literacy Coach.
Note 3: School Leadership Team includes Principal, SOM, Guidance Counselor,
Literacy Coach, SpEd Coordinator, Tech Mgr, and all Lead Teachers. Othe
members will vary depending on school size, needs, and funding variables
Note 4: Four teacher positions are of the senior teacher rank with those teachers
serving as the schools Curriculum Coordinators, content experts for math
science, social studies and writing.
Teacher Teacher Teacher Teacher Teacher
Teacher Teacher Teacher Teacher Teacher
Teacher Teacher
School
Secretary
Other
Admin.
Support
Nurse
Library
Media
Specialist
Library
Aide
Guidance
Counselor
Tech
Manager
Teacher Teacher Teacher
Primary Academy Elementary Academy
Lead
Teacher
House 6
Teacher
Teacher
Teacher
Junior Academy
-
8/12/2019 Edison 09 Detail 6
8/113
Issued By: Job Title: Revised Date: Page 1 of 3Human Resources Director of Achievement - Leadership 2012-08-01
Director of Achievement - Leadership
A World-c lass Education for Every Child
Reports to: Senior Director of Achievement
Direct Reports : Managed School Principals
Job Summary:The main responsibility of this position is managing Edisons primary focus of student achievement inschools. The role also ensures excellence in service delivery of all Edison products by collaboratingand partnering with district and charter school boards, driving consistently superior achievementgains and profitability within assigned sites. As required, this role will manage client relationships aswell as the operational/financial/budgetary/legal management of the schools.
Main Responsibilities:
Achievement Management
Monitor student achievement data (Benchmark analysis, formative and summativeassessments, teacher created tests) to ensure students are performing highly
Supervise, observe, evaluate and assess principals from an instruction, school culture andschool operations perspective.
Work collaboratively with local district superintendents and assistant superintendents toleverage influence in supervision and evaluation of the principals in schools where theprincipal reports to the district.
Formalize and execute customized professional development training modules specific to clienteleand work closely with district officials to create a plan and set measurable goals for programimplementation
Support and monitor professional development plans of teachers, house teams andcurriculum coordinators
Lead Professional Learning Communities in the schools Develop and annually adjust the school's support plans (mid-year for intensives); identify
areas of focus and improvement for particular schools and codify how Edison will supportschools to make improvements in these specific areas
Develop, conduct and participate in all Edison Achievement Conferences (HQ QuarterlyMeetings, Summer Institutes, Edison Leadership Development Academy, InstructionalLeadership Conferences, Client Conferences)
Prepare academic reports and attend board meetings in order to provide academic andfinancial updates on the sites. Ensure monthly academic and financial reports are submittedto headquarters. Prepare reports for specific school boards when requested
Develop and facilitate regional principal meetings by putting together the agenda andproviding professional development
Attend regional meetings called by Senior Director of Achievement or SVP Operations inorder to provide updates and keep the Sr. DoA and SVP, Ops informed of developmentswithin school achievement management
Participate in monthly HQ Update Call, providing back-up and support to the Senior Directorof Achievement where needed
Client Relationship Management
-
8/12/2019 Edison 09 Detail 6
9/113
Issued By: Job Title: Revised Date: Page 2 of 3Human Resources Director of Achievement - Leadership 2012-08-01
Work with schools and Senior Director of Achievement to ensure that charters and allcontracts, and client contracts are renewed as directed by the business
Prepare reports for school boards when requested, keeping clients informed of academic andfinancial results in schools
Attend school district meetings when requested, staying abreast of local issues and buildingrelationships with client
Operations / Financial/ Budgetary/ Legal Management
Participate in HQ Meetings that supplement the monthly calls to build morale and schoolculture while developing short and long-term school plans
Supervise and support principals implementation of financial and operating activities,including supervision of School Operations Manager (Managed schools only)
Proactively resolve school operational issues in conjunction with the School OperationsManager
Maintain awareness of requirements dictated by teachers unions for specific school districts(i.e. contractual requirements, process for grievances, school policies, etc.)
Supervise principals ongoing budget and financial planning processes to ensure revenue,enrollment and expense targets are met (Managed Schools only)
Key Relationships:Internal: Supervises, observes, assesses and supports principals to effectively manage achievementin schools. Utilizes the Education Department for support when needed. Works with the FinanceManager and School Operations Manager to manage the operational and fiscal aspects of theschools.
External: Manages relationships with Edisons customers and constituency groups for their assignedsites (District Superintendents, District Boards, Charter Boards)
Key Behavioral Competencies:
Demonstrated ability to collaborate with team members located across multiple geographiesand organizational levels
Strong written and oral communication skills, extensive experience building clientrelationships
Adept at leading the change process
Demonstrates drive and commitment that inspires others to achieve results
Anticipates and creatively addresses obstacles to achievement of goals
Adept at dealing with changes in work schedules and assignments caused by developmentsthe external environment
Identifies and gains the support of key people by understanding and addressing their needsand concerns; builds strong working relationships; shares information and seeks input ofothers where appropriate
Creates opportunities to bring teams and/or cross-functional teams together to collaborate on
Edison initiatives
Requirements:
Mastery level knowledge of Standards-Based Instruction and Assessment; knowledge andexperience with what makes good school organizations, familiarity with state and federalstandards
Experience identifying good instruction, diagnosing problems and making effectiverecommendations in a school setting
-
8/12/2019 Edison 09 Detail 6
10/113
Issued By: Job Title: Revised Date: Page 3 of 3Human Resources Director of Achievement - Leadership 2012-08-01
Familiarity with assessment methods and data analysis
Administrative certification
Minimum 10 years experience in K-12 education (3 or more years in 9-12 education)
Masters Degree in Curriculum and Instruction or in a specialty area such as ElementaryEducation, Secondary Education or Educational Administration & Supervision
Proficient in Microsoft Office (i.e. Outlook, Word, Excel, and Power Point) Candidate must live in the region in which he/she will work or relocate to that region
Preferences:
Minimum 3 years experience as a building administrator (principal/assistant principal) orcomparable educational supervisory position
Demonstrated knowledge of budget management, finance, and operating procedures tosupport P&L of up to $10 million
-
8/12/2019 Edison 09 Detail 6
11/113
Issued By: Job Title: Revised Date: Page 1 of 3Human Resources Director of Achievement - Curriculum July 1, 2013
Copyright 2013 EdisonLearning, Inc. All rights reserved.
Director of Achievement - CurriculumLocation:Region
Division/Department:Regional Operations
Reports to: SVP Operations / Senior Director of Achievement
Professional Supervision Strand Lead
Direct Reports : n/a
Job Summary:
The Director of Achievement - Curriculum (DoA-C) in conjunction with a Director of Achievement Leadership(DoA-L), support student achievement by providing direct support to principals and teachers of schools in theirregion. They provide pre-service and ongoing training to staff at both national conferences and at school sites.They are in schools approximately 80% of the time during the school calendar year. A DoA-Curriculum worksclosely with regional and central instructional support staff and assists in monitoring the implementation of coreprograms in classrooms. They develop materials and establish protocols that support their work.
Main Responsibilities:
The items outlined below identify a number of tasks and responsibilities that cover the key areas of the Educationdepartments expectations for the job of a DoA - Curriculum. Some of the roles and responsibilities may changeand additional responsibilities may be assigned throughout the course of the school year.
Working with principals and teachers for schools in their regions, a DoA-Curriculum supports student achievementby:
1) Assisting schools with their understanding of student achievement goals consistent with EdisonLearningsexpectations and available baseline and historical testing data
a. Analyze all assessment data with the regional team in order to create individual student and/orteacher intervention plans.
b. Assist schools with planning and preparing for appropriate, effective and timely administration ofstandardized tests
c. Assist schools with identifying, planning and undertaking appropriate next steps teaching forgroups of students as indicated by the assessment process
2) Assisting schools with their understanding and effective implementation of effective Pedagogicalapproaches consistent with EdisonLearnings expectations and milestones.
3) Developing and monitoring a school site support plan in coordination with the regional DoA-Leadershipa. Work with the regional team members in planning for all schools success.b. Become familiar with the program area standards and the materials that are core to instruction in
the contracted schools
4) Assisting teachers to differentiate instruction and support services in order to meet individual student needs
-
8/12/2019 Edison 09 Detail 6
12/113
Issued By: Job Title: Revised Date: Page 2 of 3Human Resources Director of Achievement - Curriculum July 1, 2013
Copyright 2013 EdisonLearning, Inc. All rights reserved.
a. Conduct site support visits in conjunction with members of the team, observing instruction in orderto assess program implementation and future professional development needs.
b. Model effective instruction for staff during site support visits.
5) Monitoring the implementation of the Student Achievement Plan and EdisonLearning Benchmarksa. Analyze monthly benchmark results in reading in order to evaluate students progress and set
instructional goals and coaching needs with each schools staff.b. Embed norm-referenced and criterion-referenced test expectations and formats into regular daily
instruction and periodic assessment
6) Provide ongoing professional development that supports all elements of the Student Achievement Plana. Deliver all or part of the curriculum area professional development modules during summer and fall
professional development conferencesb. Conduct in-service training as needed as part of the program support visit.
Work with the Education department to develop and revise professional development training modules forreading/writing
Key Relationships:
Internal: Close liaison with the Strand Leads, as well as other regional team members
External: School teachers, Principals, and other school based education staff
Key Behavioral Competencies:
Demonstrated ability to collaborate with team members located across multiple geographies and organizationallevels
Strong written and oral communication skills, extensive experience building client relationships
Demonstrates drive and commitment that inspires others to achieve results
Anticipates and creatively addresses obstacles to achievement of goals
Adept at dealing with changes in work schedules and assignments caused by developments the externalenvironment
Identifies and gains the support of key people by understanding and addressing their needs and concerns;builds strong working relationships; shares information and seeks input of others where appropriate
Creates opportunities to bring teams and/or cross-functional teams together to collaborate on Edison initiatives
Background:
Masters Degree in specialty area (Reading/Language Arts, Math, Special Education or ELL) or ten+ yearsexperience teaching the subject area in K- 12
Excellent knowledge of Curriculum programs in area of specialism and of pedagogical approaches that haveimpact on student achievement and engagement.
Minimum of two years experience as a Curriculum Coach (or similar position) required
Must possess excellent research, written, and oral communication skills
Must be self-motivated and directed
-
8/12/2019 Edison 09 Detail 6
13/113
Issued By: Job Title: Revised Date: Page 3 of 3Human Resources Director of Achievement - Curriculum July 1, 2013
Copyright 2013 EdisonLearning, Inc. All rights reserved.
An Equal Oppor tuni ty EmployerIt is the policy of EdisonLearning, Inc. to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or conviction(except as provided by law), sexual orientation, gender (sex), and to maintain an environment free of discriminatory harassment,including sexual harassment, or retaliation as required by civil rights law.
-
8/12/2019 Edison 09 Detail 6
14/113
Issued By: Job Title: Revised Date: Page 1 of 2Human Resources Controller July 29, 2014.
Controller
Primary Function:
This role serves as the regional finance leader, performing regional performance analyses and advisingthe Director of Achievement on financial matters to drive operating performance to deliver projected P&Land cash results across all clients within the multi-state region. The Controller is a hands-on contributorwho balances detailed financial and operational responsibilities, training and problem-solving against thedevelopment of financial and operational strategies. This person has a functional (dotted line) reporting
to the Chief Financial Officer and functional oversight of each clients School Operations Manager (SOM).
Principal Duties and Responsibilities:
Compliance and Reporting
Prepare quarterly financial reports in statutory formats in each state of operation tosatisfy authorizer and bond trustee requirements
Ensure that all reporting requirements are met for each EdisonLearning product line ineach state within the region through regional expertise in Federal, State and Districtfunding streams and restrictions
Establish process for billing and collecting client funding from District or State sources. Coordinate with EdisonLearning HQ and client to collect on amounts due to
EdisonLearning and resolve disputes or discrepancies Review and approve purchases to ensure compliance with budgets, contractual terms,enrollment, grant restrictions and Title funding
Client Support / Process Improvement Provide financial information to sales development team for contract renewals and new
business opportunities. Contribute financial assumptions and contractual terms andreview for achievability and reasonableness as needed.
Oversight of financial processes performed at sites such as payroll, AP, procurement,food services, and facility maintenance.
Establish and implement internal controls in accordance with EdisonLearning policies,statutory guidance, and external auditor recommendations; including authorization,receipt of goods and spending limits.
Ensure development of timely and accurate annual budgets, monthly forecasts and
monthly analysis through the oversight and monitoring of the School OperationsManagers.
Budget Management Drive the annual budgeting process in collaboration with the RGM, EdisonLearning HQ,
and Principal. Collaborate with EdisonLearning and client personnel to identify
-
8/12/2019 Edison 09 Detail 6
15/113
Issued By: Job Title: Revised Date: Page 2 of 2Human Resources Controller July 29, 2014.
operational improvements to remain within budget, and to comply with statutory andcontractual boundaries.
Evaluate and prepare proposals for major capital expenditure projects, including NPVcalculations. Collaborate with RGM, VPES and EdisonLearning HQ.
Analyze and provide analysis of financial activities upon request of client, regulators orHQ with the assistance of the SOM.
Lead the monthly close process for each client. Manage each SOM through reportreview, accruals and adjustments.
Present monthly and year-to-date financial results to regional team and client. Provideanalysis to HQ monthly.
Ensure monthly P&L forecasts are prepared and adjusted as needed. Take primary responsibility to ensure timely completion of audit. Coordinate efforts of
external auditors, SOM, HQ Finance and client board, and gather/prepare necessarydocumentation.
Minimal Qualifications:
CPA with a national public accounting firm
Private accounting or finance experience
Experience managing financial process in a multi-location environment, and ability to manage dotted-line reports (up to 10).
Training and developing people at various levels of financial proficiency.
Hands-on budget development and managing costs throughout the year to remain within budget.Experience in developing strategies to take corrective budgetary actions when necessary.
Financial analysis experience, including budget to actual analysis, and ability to identify trends toreforecast.
Experience in establishing policies, procedures and controls.
Translating financial reports into multiple formats, and presenting financial information to non-financialaudiences or regulatory bodies.
Have an understanding of grants, in order to budget grant revenues and manage eligibleexpenditures effectively.
MBA preferred
Knowledge of Lawson preferred Computer proficiency in use of accounting software and Excel
Behavioral/Competency Skills
Organizational Awareness
Commercial Awareness
Technical Expertise
Service Orientation
Integrity
An Equal Opportuni ty EmployerIt is the policy of EdisonLearning to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest orconviction (except as provided by law), sexual orientation, gender (sex), and to maintain an environment free ofdiscriminatory harassment, including sexual harassment, or retaliation as required by civil rights law.
-
8/12/2019 Edison 09 Detail 6
16/113
Issued By: Job Title: Revised Date: Page 1 of 3Human Resources Hr Business Partner November 4, 2009
Copyright 2009 EdisonLearning, Inc. All rights reserved.
HR Business PartnerRole: HR Business Partner
Location:NYC / Within region
Division/Department:Human Resources
Reports to: Head,HR Regional Management
Direct Reports: None
Job Summary:
The HR Business Partner serves as the HR generalist for external and internal clients, providing strategic andoperational support for the clients Human Resource needs. This position will proactively work with regional, siteand divisional leadership to develop human resource strategies to meet the region, site or divisions talent needs.The HR Business Partner will manage all aspects of the implementation of the plan, from org design andrecruitment, through talent management and employee relations, to meet the identified goals. The HR BusinessPartner will also ensure the effective deployment of EdisonLearnings strategic HR objectives in conjunction withbusiness initiatives and requirements.
Main Responsibilities:
Strategic HR Planning
Develop strategic partnerships with clients (site, regional and divisional) with a goal of developing strategichuman resource plans that support the clients current and future needs
Working with clients, review critical HR areas, including staffing design, recruitment, performancemanagement, and professional development, to develop & implement specific plans to achieve goals
Regularly review and revise strategic HR plans
Provide counsel to clients on HR perspectives and requirements related to all HR issues
Effective Implementation of HR Strategies and Processes
Provide small group and one-on-one training to clients, to ensure they are knowledgable about and able toimplement HR practices and policies
Regularly visit clients to support the implementation of strategic HR plans, conduct file audits, interviewcandidates, and handle other HR specific needs (investigations, terminations, etc.)
Review and advise on staffing changes to ensure proposed changes are in compliance with all company,
state and federal laws and policies Assist with termination decisions, discussions and ensure all appropriate termination documentation and
payments are prepared as necessary
Serve as the main HR contact for all regional startups, ensuring all HR-related tasks are completedaccurately and on time
Manage the annual contract renewal process for sites
Ensure sites have current documentation (handbooks, contracts, code of ethics, etc.)
Stay current on all state and federal employment laws
-
8/12/2019 Edison 09 Detail 6
17/113
Issued By: Job Title: Revised Date: Page 2 of 3Human Resources Hr Business Partner November 4, 2009
Copyright 2009 EdisonLearning, Inc. All rights reserved.
Manage Employee Relations
Provide counsel to clients on all employee relations issues
Conduct formal investigations and provide reports/determinations on all HR related issues
Recruitment
Manage the recruitment process, with the support of the HQ recruitment support team, for all client
positions, including sourcing, posting, pre-screening, interviewing, tracking applicant status, and makingoffers
Provide recruitment related data to key stakeholder (HQ, regional staff, boards, etc.)
Define, follow and assess current recruitment practices to look for improvements to client service andefficiency
Ensure High Quality HR Service Delivery
Serve as the liaison to corporate Human Resources departments (HR Ops, Benefits, Recruitment) toensure quality service delivery; serve as path of escalation when clients are not receving high qualtyservice
Partner with other corporate Human Resources departments to maintain open communication, stay currenton processes and information, and determine best path to provide clients with high quality service
Key Relationships:
Internal: Principals, SOMs, RGMs, VPESs, RCs, Division Heads, Department Managers the HR Business Partnerwill serve each of these clients in slightly different capacities, but the overall goal is the same to provide strategicplanning and implementation support related to all employment processes; Law department, to work through legalissues.
External: School Boards; Vendors HR Business Partners that support schools may need to establish relationshipswith school boards in their regional, as well as vendors for recruitment support
Key Behavioral Competencies: Customer Service Orientation - Demonstrates concern for meeting internal and external client and stakeholder
needs in a manner that provides satisfaction for the customer, (within the resources that can be madeavailable). Shows a passion for improving service delivery and a commitment to continuous improvement,including:
Makes frequent and regular contact with clients to keep them informed of and to learn of any new issues orchallenges that can impact expected outcomes
Makes clients needs a top priority; takes any and all actions to meet these needs.
Resolves requests and complaints in a timely manner, demonstrating a high level of commitment tomeeting requirements within policy and compliance guidelines
Relationship Building - Establishes rapport with people easily, develops and maintains a network of contactswho can provide information, help and access to others, including:
Identifies and gains the support of key people in potential client organizations by understanding andaddressing their needs and concerns.
Proactively approaches others with a view to engaging in dialogue and building strong workingrelationships.
Courageous Leadership - Addresses difficult issues; puts self on line to deal with important problems; standsfirm when necessary, including:
Critically evaluates risk associated with various courses of action and makes calculated decisions, withcontingency plans to mitigate risk
Leads initiatives to change the structure, system or talent mix of the organization to more effectivelysupport the business strategy. Addresses the causes and not just symptoms of problems
-
8/12/2019 Edison 09 Detail 6
18/113
Issued By: Job Title: Revised Date: Page 3 of 3Human Resources Hr Business Partner November 4, 2009
Copyright 2009 EdisonLearning, Inc. All rights reserved.
Personal Accountability - When commits to do something, does it decisively, responsibly and with urgency.Can be relied on consistently.
Assumes personal accountability for ensuring everything is done to achieve results; does not blame othersfor mistakes, oversights or omissions
Consistently delivers on agreed goals and tasks and can be relied upon to meet or exceed expectations
Background:
7 - 10 years HR generalist experience required, including combination of employee relations, recruiting, talentmanagement, and planning
Experience in education arena preferred Strong employee relations experience and knowledge of employment laws preferred Superior interpersonal and relationship building skills, including excellent verbal and written communication
B.A. in Human Resources or related field required, Masters degree a plus skills Proficiency in MS Office required, comfortable using web-based tools Ability to travel up to 75%
The EdisonLearning VisionA world-class education for every child.
The EdisonLearning Mission At the heart of all of EdisonLearning partnerships, services, and programs is a set of core values to which allmembers of the EdisonLearning community subscribe. By actively promoting and embracing these values, weprovide a clear reference point that encourages a positive ethos and guides all that we do. This is true for allmembers of the EdisonLearning community including teachers, administrators, support staff and students.
The EdisonLearning Schools Core ValuesWisdom; justice; courage; compassion; hope; respect; responsibility; and integrityprovide the basis for ourcharacter and ethics curriculum and student management system that contribute to building a positive learning
environment. Helping students develop into responsible citizens is an integral part of the EdisonLearning program.
An Equal Oppor tuni ty EmployerIt is the policy of EdisonLearning, Inc. to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or conviction(except as provided by law), sexual orientation, gender (sex), and to maintain an environment free of discriminatory harassment,including sexual harassment, or retaliation as required by civil rights law.
-
8/12/2019 Edison 09 Detail 6
19/113
Issued By: Job Title: Revised Date: Page 1 of 2Human Resources Principal July 31, 2014
Copyright 2014 EdisonLearning, Inc. All rights reserved.
Principal
Role: Principal
Location: Site Based
Reports To: School Board and EdisonLearning DoA-Leadership
Direct Reports : Academy Directors, Teachers, School Operations Manager
Job Summary:
An EdisonLearning principal is responsible for providing the instructional, operational and administrative leadershipnecessary to ensure the success of the managed school including primary responsibility for achievement andfinancial performance. The Principal is the overall leader of the school, with a dominant focus (estimated at 75% oftime spent) on instructional leadership. The partnership school principal will be held accountable for the continuousimprovement of the school and its staff and for increased student achievement.
Main Responsibilities:
Achievement Management
Implement School Organizational Structure including culture, staffing, scheduling, and Student ManagementPlan
Ensure teachers receive training in curriculum, learning environment, benchmarks and assessment Monitor student achievement (Benchmark analysis, Scholastic, teacher created tests, and DIBELS)
Implement Student Achievement Planning and Execution including annual adjustment in the school'sinstructional plans
Recruit select and hire school staff (teachers and school-based support staff)
Ensure effective implementation of student support systems
Engage parents in a collaborative effort for implementing and planning of school programs (parent meetings)
Complete and present the annual school progress report to EdisonLearning, district and/or charter board andschool community
Support and monitor PD plans of teachers, house teams, curriculum coordinators (works w/ AD andcoordinators)
Observe instruction of all teachers and tutors regularly Supervise and evaluate staff to ensure quality instruction and student achievement
Financial Management
Ensure revenue, enrollment and expense targets are met (profit and loss)
Ensure facility and operational services are effective
Steward of company assets
-
8/12/2019 Edison 09 Detail 6
20/113
Issued By: Job Title: Revised Date: Page 2 of 2Human Resources Principal July 31, 2014
Copyright 2014 EdisonLearning, Inc. All rights reserved.
Relationship Management
Build/maintain client relationships (i.e. Board leadership, superintendents, authorizers, community leadership,political leaders, etc.)
Develop and maintain positive community and parent relationship
Compliance Management
Oversee compliance to federal, state, local and contractual requirements
Key Relationships:Internal: Regional Finance Manager, Regional General Manager, Education Centers of ExcellenceExternal: EdisonLearnings customers and constituency groups, Charter Boards and Districts, Parents
Key Competencies:
Uses different behaviors as necessary to achieve desired outcomes; able to amend own behavior to influenceand gain acceptance
Shift priorities to address changes in events or assigned goals
Inspires groups of individuals to work together to achieve a common purpose; promotes a culture of opencommunication and respect
Actively establishes and promotes best practices for EdisonLearning work processes and standards
Analyzes reasons behind results, takes actions to address failures and seeks to improve outcomes
Never accepts excuses for breaches of ethics, values or regulations and confronts potentially unethicalbehavior in others
Develops and uses subtle strategies to influence others in order to achieve organization objectives; anticipatesreactions and works hard to find common ground between stakeholders within opposing views
Coaches employees and team members on ways to enhance their level of performance and develop their skills
Encourages constructive feedback and a culture that provides opportunities for development. Attracts,assesses, develops, motivates and retains a diverse workforce that drives results
Background:
Masters Degree in Curriculum and Instruction or Masters Degree in a specialty area such as ElementaryEducation or Secondary Education or Masters Degree in Educational Administration & Supervision
Minimum of 5 years teaching experience
Minimum of 5 years experience in instructional leadership including at least two years as an assistant principal
Administrative Certification
Ability to recognize good instruction based on current teaching methods
Knowledge of teacher evaluation and observation methods
Knowledge of various instruction and teaching methodologies
Excellent organizational, planning and implementation skills
Proficiency in Microsoft Excel, PowerPoint, Word and Outlook
An Equal Oppor tuni ty EmployerIt is the policy of EdisonLearning, Inc. to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or conviction(except as provided by law), sexual orientation, gender (sex), and to maintain an environment free of discriminatory harassment,including sexual harassment, or retaliation as required by civil rights law.
-
8/12/2019 Edison 09 Detail 6
21/113
Issued By: Job Title: Revised Date: Page 1 of 2Human Resources Academy Director June 2009
Academy DirectorA World-Class Education for Every Chi ld
Location:Regional within geographic proximity of assigned EdisonLearning siteReports to: Principal and School Operations Manager
Direct Reports : Direct Reports: No direct reports; acts as proxy for principal in observation and supervision
of teachers as assigned by principal as well as for the following positions:
Nurse/Wellness staff
Student Support Manager
Librarian
Job Summary:
Under the supervision of the Principal, the Academy Director assists in providing the instructional leadership,administrative duties and operational responsibilities necessary to ensure the success of the school. TheAcademy Director participates in decision making as part of the leadership team and assumes theresponsibilities of principal when the principal is not on site.
Main Responsibilities:
Administ rat ive Support Regularly observing classroom instruction of all teachers monitoring their effectiveness and success
in implementation of EdisonLearning curriculum, processes and tools (e.g., Companion Guides,
Benchmarks); coach and assist teachers where needed
Managing extracurricular activities (i.e., before/after school programs, sports, science fairs, school
plays, picnics, etc.)
Dealing with discipline issues, including ensuring compliance with district/state regulatory processes,
investigating issues, determining consequences, communicating with parents and entering discipline
information into the Student Information System
Supporting and monitoring the professional development plans of lead teachers, house teams and
curriculum coordinators to continuously improve instruction and build site capacity
Preparing required reports and maintaining complete and accurate records for the school including
compliance in testing
Reviewing/approving lesson plans
Managing the Student Learning Contract process
Participating in the screening and selection of staff members for the school
Managing the schools daily substitute teacher needs
-
8/12/2019 Edison 09 Detail 6
22/113
Issued By: Job Title: Revised Date: Page 2 of 2Human Resources Academy Director June 2009
Compliance Management
Oversee compliance to federal, state, local and contractual requirements
Key Relationships:
Internal: Frequently communicates with teachers and other staff to foster achievement and smoothfunctioning of schools. Supports student endeavors and applies discipline to facilitate a positive schoolenvironment and school culture.
External: May communicate with parents to maintain positive relationships and address any student issues.Builds rapport and fosters relationships with community members by attending group meetings orparticipation in community activities.
Key Behavioral Competencies: Demonstrates a drive, commitment and sense of urgency that inspires others to achieve results Shift priorities to address changes in events or assigned goals Never accepts excuses for breaches of ethics, values or regulations and confronts potentially
unethical behavior in others Coaches employees and team members on ways to enhance their level of performance and develop
their skills Turns everyday situations and challenges into learning opportunities for self and others Proactively approaches others with a view to engaging in dialogue and building strong working
relationships Finds areas of agreement when working with conflicting individuals or groups Sources and listens to all points of view and respects differing opinions when developing solutions Takes the time to get to know other teams and their priorities to build good rapport and establish a
common bond
Background: Minimum of a Bachelors Degree Minimum of 2- 3 years teaching experience Administrative Certification in state of schools location Experience in leadership role i.e., department chair, lead teacher Ability to recognize good instruction based on current teaching methods Knowledge of teacher evaluation and observation methods
Knowledge of various instruction and teaching methodologies Excellent organizational, planning and implementation skills Proficient at documentation and report writing
Proficiency in Microsoft Excel, PowerPoint, Word and Outlook
An Equal Opportuni ty EmployerIt is the policy of EdisonLearning to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest orconviction (except as provided by law), sexual orientation, gender (sex), and to maintain an environment free ofdiscriminatory harassment, including sexual harassment, or retaliation as required by civil rights law.
-
8/12/2019 Edison 09 Detail 6
23/113
COMPANY CONFIDENTIAL
Issued By: Job Title: Revised Date: Page 1 of 3Human Resources School Operations Manager 05.07.2008
School Operations Manager
A World-c lass Education For Every Chi ld
Role: School OperationsManager
Reports to: Principal and the Regional Controller
Direct Reports :Administrative staff, non-instructional staff (Facilities, Front Office, Lunchroom)
Job Summary:
Oversees operational performance at a specific operating site, through undertaking, or managing,finance, administration and general school operations, in order to support site achievement and financialsuccess by allowing the Principal to focus on education related aspects of school performance. TheSchool Operations Manager is a member of the sites leadership team. This is a year round position.
Main Responsibilities:
School Operations
Responsible for site level procurement of supplies, materials, equipment, and inventory management
Local manager for Transportation, Food Services, Facilities Maintenance, and other 3rd party servicecontracts, ensuring ongoing monitoring and implementation of contracts
Manage all aspects of Free and Reduced Lunch program/process, including managing the entire
application process Site level responsibility for managing school security
Implement enrollment campaign for students (new, Intent to Return, etc.) including engagement inlocal marketing initiatives, demographic analysis, coordination with local/regional communicationsspecialists
Oversee enrollment at school site and, as required, drive the enrollment process by working with theschool leadership, secretaries, teachers and central enrollment department/advertising to meetenrollment targets
Work with school personnel to maintain integrity and accuracy of Student Records, includingmaintenance and tracking of attendance and retention
Work with school staff to manage reporting and data tracking for all Special Education programs
Prepare reports on site operations and attend board meetings
Act as lead in all operational and logistical projects for start-up operations
Respond to and resolve routine internal and external inquiries with parents, employees and schoolorganizations
-
8/12/2019 Edison 09 Detail 6
24/113
COMPANY CONFIDENTIAL
Issued By: Job Title: Revised Date: Page 2 of 3Human Resources School Operations Manager 05.07.2008
Financial Administration
Responsible for site level budget monitoring and management, with some input into budgetdevelopment
Review monthly financial reports and update monthly financial estimate templates
Coordinate with the HQ grants team for all Federal, State, Local grant applications and reporting
Prepare drawdown requests for state funds (charter schools only)
Manage and reconcile schools authorized bank accounts and petty cash funds
Provide financial oversight including invoice approval and developing the substitute budget
Manage AP and payroll processes
Oversee, in coordination with the Regional Controller, year end audits as well as any site audits fromState or Federal agencies
People Management/HR responsibil ities
Manage day to day activities of designated non-instructional staff
Partner with HR to implement policies and procedures at school site (e.g., compensation;vacation/sick days; all aspects of recruitment - screening, background checks, etc.)
Oversee the processing of all new hire paperwork
Responsible for maintenance of personnel files for all employees
Lead in orientation of new hires
Lead annual performance reviews for non-instructional staff
Key RelationshipsInternal: Work collaboratively with colleagues including Vice President, Educational Services, RegionalGeneral Manager, Regional Controller, Corporate Finance and Accounting Department and Site ServicesDepartment to ensure that site operations follow organization protocols and to report on site operationalperformance.
External: Develop and maintain a strong working relationship with District Superintendents, DistrictBoards, and/or Charter Boards to ensure that site finances and reporting are managed effectively, as wellas managing compliance issues related to the use of the District facilities. Work with vendors on a regular
basis to ensure service delivery in line with agreed contracts (when applicable). Support the Principal byworking with teacher unions to facilitate any issue resolution as necessary. Handle routine parent queriesand filter issues for the Principal.
Key Behavioral Competencies:
Demonstrates persistence in overcoming and removing obstacles that impact goal achievement
Demonstrates a drive, commitment and sense of urgency that inspires others to achieve results
Implements and monitors relevant work procedures in line with defined internal and externalstandards
Proactively approaches others with a view to engaging in dialogue and building strong workingrelationships
Recognizes people who may be of critical importance to achievement of ones objectives and
involves them to get their input Requests input from others to work towards a more effective outcome
Holds employees/colleagues accountable for achieving results and publicly acknowledges effectiveperformance
Proven experience multitasking
-
8/12/2019 Edison 09 Detail 6
25/113
COMPANY CONFIDENTIAL
Issued By: Job Title: Revised Date: Page 3 of 3Human Resources School Operations Manager 05.07.2008
Background:
Demonstrated success in monitoring budgets of $5 million
Demonstrated success in managing contracts of up to $500,000
Experience in educational arena a plus, particularly in educational administration
Previous exposure to staffing processes and general HR procedures
Independently and effectively manage operations and facilities
Knowledge of financial modeling and cost analysis techniques
Skilled in interpreting and managing Service Level Agreements and contracts for outsourced services
Skilled in use of MS Excel or other financial and organizational modeling software
Demonstrated ability to manage staff of up to 5-10 exempt and nonexempt employees
BS in Business, Accounting or Finance
An Equal Opportuni ty EmployerIt is the policy of EdisonLearning to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or
conviction (except as provided by law), sexual orientation, gender (sex), and to maintain an environment free ofdiscriminatory harassment, including sexual harassment, or retaliation as required by civil rights law.
-
8/12/2019 Edison 09 Detail 6
26/113
Page 1 of 2
AUNDREA R. WALTON8439 Dorchester Rd Apt 514, North Charleston, SC 29420 (843) 364.9529 [email protected]
Educational AdministratorEXECUTIVE PROFILEA dedicated and highly motivated organizational leader and advocate for the effective use of resources. Over 20 years
experience in educational leadership, and project management. Take-charge professional with a Bachelor of Science Degree in
Business Administration and Master of Education Degree with expertise in developing training programs/curriculum in support
of strategic educational needs and operational excellence. Results-oriented innovator of human resources designed to meet
specific organizational objectives for desired outcomes and an expert in research and fact gathering to facilitate course andprogram design serving diverse student bodies.
*Director of Human Resources Operation *Educator/Reading Specialist
*Behavioral Interventionist *Educational Administrator
Dynamic senior-level management career that demonstrated leadership, teaching abilities, organizational operations facilitation,
and team-building skills.
PROFESSIONAL EXPERIENCE
GCU Faculty Site Supervisor ____________________________ August 2010-Present__ An adjunct faculty member entrusted with oversight responsibility for the development, implementation, and evaluation of
the Principal and Teacher candidates
Work as a liaison between mentors, candidates, program chair, and the college of education; successfully ensure quality and
integrity of the student teaching experience as per universitys standards
Foster professional working relationship among key stakeholders, including the cooperating school Observe performance of Principal and Teacher candidates to identify critical strengths and areas of improvement
Provide formal counseling to the Principal and Teacher candidates based on observation
Superintendent May 2009 August 2011KINGDOM PARTNERSHIP FOR EMPOWERMENT AND DEVELOPMENT (KPED)
Manage administration activities including developing and implementing budget plans for the academy
Manage all functions including staffing, compensation, and performance evaluation in non-profit academy
Provide leadership development for academy to assist students in retaining academics knowledge
Successful development and implementation of program, curriculum, assessment, and polices
Ensure smooth work environment for all by providing adequate resources to sustain successful program
Responsible for staff training and development
Consultant (Education & Business) September 2008 - May 2010
Employed as consultant with various organizationsWorked with various organizations providing consulting in the areas of Human Resources Management, and business start-up
Provided consulting services for a non-profit organizations in educational after-school programming and school start-up
Director of Human Resources July 2005 - August 2008NELSON COUNTY SCHOOLS | Bardstown, KY
A leadership position in Human Resources entrusted with managing all HR functions
Ensured continuous improvement in Human Resources operations through internal and external communication
Successfully managed all key undertakings of Human Resource department, including Recruitment, Training and
Development, Performance Evaluations, Compensation and Benefits, and managing employee relations
Restructured the department and completed District Development Plan and Country Strategic Plan.
Handled responsibilities for budgets, allocations, community relations, and regulatory compliance along with oversight of
operational matters
As a business leader, ensured risk mitigation and protection through fiscal and operational controls
Facilitated local schools in various Human Resources related activities particularly in the areas of Performance Evaluationand Training and Development
Represented the district at mediations, legal hearings, grievance meetings, and arbitrations. Served as liaison for the
Kentucky School Board Association on district policy updates
Kentucky DOE Minority Superintendent/Program/ Assistant Superintendent 2004 - 2006NELSON COUNTY SCHOOLS | Oldham Provided leadership to all schools within 2 districts in complete development and management of district educational
programs
Facilitated the strategic financial management tasks of forecasting, budgeting, and fiscal reporting while working closely
with the Director
Was responsible for the implementation of district policy on Curriculum & Instruction Development
As a senior resource, provided mentorship to school principals and staff while overseeing schools operations
mailto:[email protected]:[email protected] -
8/12/2019 Edison 09 Detail 6
27/113
Page 2 of 2
Managed a collaborated effort with internal district departments to create the District Improvement Plan and develop a
comprehensive community relations plan
Facilitated the renewal of the Nelson County Strategic Plan
Educational Specialist 2002 - 2004
Sons of Issachar after School Academy
CANAAN COMMUNITY DEVELOPMENT CORPORATION (CCDC) Managed performance evaluation of each instructor and volunteer to ensure regulatory compliance
Researched, reviewed, and recommended academic materials while maintaining a comprehensive inventory
Administered successful grant application for afterschool program. 100% success student improvement
Fostered relationship among teachers, staff, students, and parents ensuring a positive educational environment
Created an internal system for designing programs according to learning ability and grade levels of students
Accountable for the development, training, and monitoring the performance of all required curriculum programs Managed staff workload distribution for clerical personnel and trained staff
Fort Knox Community Schools Administrator 2000 - 2004
DEPARTMENT OF DEFENSE SCHOOLS
Successfully demonstrated strong organization techniques for scheduling, curriculum development, budgeting, teacher team
building, and school administration management. Exceeded all goals and objectives Department of Defense Schools
Maintained oversight over facilities maintenance, teacher development, student programs, and public relations
Prepared and managed the annual school budget, human resources, records management, and fiscal reports
Worked directly with teachers and staff on development of curriculum and instructional plans to exceed standards
Supervised disciplinary actions, counseling programs, special education, and after-school activities
Developed and coordinated a systematic review of operations to identify and rectify internal issues
Project Manager 1999 - 2000
EDISON SCHOOLS INC
Managed daily operations of the newly established Kansas City-Missouri District Office. Effectively built successful teams
to implement short and long term initiatives based on company goals
Was accountable for planning and maintaining start-up activities for several new Kansas City and Missouri school sites and
the district office, including budgets, inventories, supplies, staffing, and facilities management
Established the policies and the directive to the new entities regarding student selection, enrollment, meetings, as well as
marketing, student applications processes, curriculum development, and professional development programs
Created a coalition of key constituents and other education advocates, government, business, and community leaders
Supervised a team from the ground up to lead, plan and implement the customer service needed sustaining successful
relationships
EDUCATIONPhoenix, AZ, Ed. D. Organizational Leadership (ABD) 2013
Grand Canyon University
Supervisor of Instruction and Director of Pupil Personnel Certification 2004Western Kentucky University, Bowling Green KY
Superintendent Certification, 2000; M.Ed. Educational Admin 1993
University of North Texas, Denton TX
B.S. Business Administration 1986
Texas Southern University
CERTIFICATIONS Minority Superintendent Intern Program, 2006
Kentucky First Year Superintendent Training Module, 2005
University of North Texas: Superintendent, Mid-Management Administrator, Elementary 1-8, 1986
PROFESSIONAL AFFILIATIONS & COMMUNITY ACTIVITIES (Selected)Actively engaged with different associations and initiatives in leadership position to proactively contribute my expertise and
experience
Kentucky Association of School Human Resource Managers | Kentucky Superintendents CEO Network; American
Association of School Personnel Administrators |Kentucky Association of School Administrators; Kentucky Association of
School Superintendents | American Association of School Administrators |Nelson County/Bardstown Chamber of Commerce;
Radcliff Chamber of commerce | Campbellsville University Chair of Teacher Educator Advisory Board | KASA Conference
Committee member | NELCO Industrial Consortium, President | Nelson County United Way Board Member | Governors
Task Force on the Economic Status of Kentuckys Women Kentucky Commission on Women-Committee on Education and
Leadership
References Available Upon Request
-
8/12/2019 Edison 09 Detail 6
28/113
SUSAN E. GORMANPhone: (309) 657-6504 5621 N. Rosemead Drive
Email : [email protected] Peoria, Illinois 61614
OBJECTIVETo secure a position that utilizes my skills, experience, and expertise in education, curriculum, instruction,
mathematics, the Common Core Standards of Mathematics, professional development,
and assessment
CAREER SUMMARY
Educational Consultant in curriculum, mathematics, professional development, and assessment
Administrative Manager of district technology team including scheduling, evaluation, management,and professional development
Technology Director for K-8 school district focused on technology integration, support, and
professional development
Classroom teacher in mathematics for grades 5-8, science for grades 5-8, Title I reading/math forgrades 1-8, and all subjects for grade 4
Member of professional organizations to gain knowledge of new innovations and strategies
PROFESSIONAL EXPERIENCE
EDISONLEARNING, INC.,Knoxville, TN
Director of Achievement in Curriculum 2004-2007 and 2010-Present
Provided on-site and remote support and training for schools in California, Colorado, Illinois,
Indiana, Iowa, Louisiana, Michigan, Minnesota, Missouri, Nevada, Ohio, Pennsylvania, and
Wisconsin Produced increased proficiency in mathematics evidenced on high-stakes tests in many states
Conducted classroom observations during on-site visits to identify teachers strengths and assesstheir need for support and professional development
Supported on-site key math leaders as they work with teachers on pacing, alignment, curriculumimplementation, student engagement, and data analysis to increase student achievement
Worked with on-site math leaders and administrators to build site capacity in the areas of curriculum
and mathematics
Planned, created, and conducted professional development on such topics as rigorous math
instruction, the Common Core Standards, Eight Standards of Mathematical Practice, assessment,
differentiation, and data analysis for teachers and administrators
Aligned math curriculums with math standards in different states and the Common Core Standards
Worked jointly with EdisonLearning achievement teams for all schools to improve student
achievement and support all parts of the Student Achievement Plans
Analyzed data to determine student need, to plan adjustments in instruction, and to develop skill-
focused instructional plans for all grade levels
Created intellectual property to be implemented into schools for improved math achievement
Provided training and ongoing support for non-EdisonLearning schools who use the eValuate onlineassessment system
-
8/12/2019 Edison 09 Detail 6
29/113
Director of Elementary Teaching and Learning 2007-2010
Created and provided professional development on-site, via webinars, in online courses, and atconferences
Monitored the quality of instruction and the implementation of K-8 curriculum through site visits
Planned, coordinated, and regularly monitored the Certified Trainer program that built site capacityin schools and regions
Developed training modules on elementary curriculum, learning environment, and quality classroominstruction
Managed ordering of math materials for all EdisonLearning schools
Previewed curriculum programs and intervention software programs for possible implementation
Created and monitored use of online professional development courses
Reviewed and evaluated online e-courses for virtual schools
Planned and developed the logistics and content of key EdisonLearning conferences
Provided curriculum and instructional information for charter applications
Community Technology Manager 2000-2004
Served in administrative position to supervise, manage, and evaluate technology personnel for four
EdisonLearning schools in Peoria, Illinois
Planned and implemented all technology initiatives in the schools Provided professional development and support for all staff on utilizing technology during
instruction, implementing technology into students learning experience, online assessments, anddata analysis
Provided technology training for parents
Served on leadership team in each school
PRINCETON ELEMENTARY SCHOOL DISTRICT 115, Princeton, Illinois 1987-2000
District Technology Coordinator
Provided technology support for six buildings
Trained all staff on implementing technology into instruction
Maintained all equipment in six computer labs
Elementary and Junior High Teacher
Taught 5thgrade mathematics
Taught 4thgrade self-contained classroom
Taught 7thgrade mathematics
Served on county math consortium to create grade-level assessments
VALLEY COMMUNITY SCHOOL DISTRICT 45, Wyoming, Illinois 1980-1987
Math and Science Teacher in grades 5-8
Taught math and science for all junior high grades
Taught remedial reading and math for grades 1-8
EDUCATIONILLINOIS STATE UNIVERSITY, Normal, Illinois May, 1998
Administrative CertificationIllinois Type 75 Certificate General Administrative
-
8/12/2019 Edison 09 Detail 6
30/113
-
8/12/2019 Edison 09 Detail 6
31/113
ANDREW J. LASKOWSKI
16 Sheffield Lane
Turnersville NJ 08012
Home Phone: (856) 227-0499 Cell Phone: (856) 952-9451
A seasoned Accounting professional with over 15 years of managerial experience, overseeing all Finance departments, as well as
conducting timely monthly, quarterly, and yearly accounting closes. Proven record of maintaining positive actual to budget
results, as well as budget development, in manufacturing and school facility settings. A mentor to staff and peers, innovative
problem solver, and results oriented. Outstanding interpersonal skills at all company and client levels. Proficient with MicrosoftPrograms (Excel, Word, and PowerPoint) and QuickBooks.
CORE COMPETENCIES
Budget Development & Management Capital Budgeting
Financial Analysis & Reporting Procurement/Vendor Negotiations
Operations Management Procedure/Process Reviews
Staff Management, Training, & Development Planning & Cash Flow Forecasts
PROFESSIONAL EXPERIENCE
EDISONLEARNING October 2003 to Present
Jersey City, NJ
REGIONAL CONTROLLER
Primary responsibility is to ensure that all schools within region are compliant with client-board approved fiscal budgets, and
ensuring growth in net assets from year to year, while supervising the School Operation Manager (SOM) at each school and working
with Principal and School Administration. The Regional Controller serves as the primary financial relationship manager between
EdisonLearning and Client School Boards.
- For the Year Ended June 30, 2014, managed eight site budgets totaling $65 Million.
- Review and approve all monthly site financial statementbefore submission to Client School Boards.
-
Oversee development of site annual fiscal budgets (Operating and Asset), working with SOMs, Principals, and School
Administration.
- Presentation of monthly financials and annual budgets to Client School Boards during monthly meetings.
-
Ensured successful fiscal year audit outcomes for nine years in a row.
- Present recommendations for client debt reduction and strategic planning, including Five Year plans.
-
Played significant role in developing current client financial structure with EdisonLearning and its Clients.
COUNTRY FRESH BATTER
King of Prussia, PA November 2001 to October 2003
CONTROLLER
The Controller had complete responsibility for the day-to-day financial and administrative operations of the company.
- Preparation of monthly financial statements, oversaw annual audit.
- Supervision of Accounts Payable, Account Receivable, and Human Resources associates.
- Implemented cost savings methods with raw material purchases and health care coverage.
- Played major role in resolution of several Workers Compensation claims, without litigation.
Previous work experience and references available by request.
EDUCATION
Rutgers University, B.S., Accounting, 1990, Camden NJ
-
8/12/2019 Edison 09 Detail 6
32/113
CONSOLIDATED STAFFING SUMMARY
POSITION # OF FTEs
Instructional:
Alternative Education Teacher 2.0
Teacher 160.0
ELL Teacher 30.0
Reading Specialist 7.0
Instructional Aide (Paraprofessional) 83.0
Math Specialist 7.0
Specials Teacher 66.0
Building Substitute 14.0
Special Education Teacher 51.0
Total Instructional 420.0
Technology:
Community Technology Manager (CTM) 1.0
User Support Technician (UST) 8.0
Data Owner 7.0Library/Media Specialist (LMS) 7.0
Total Technology 23.0
Administ rat ive:
Principal 7.0
Academy Director 15.0
Administrative Assistant 14.0
Registrar/Enrollment 7.0
Guidance Counselor 16.0
Security 2.0
School Operations Manager 7.0
Food Service Coordinator 1.0
Nurse 7.0Lunch Aides 29.0
Total Administrative Staff 105.0
OVERALL TOTAL 548.0
-
8/12/2019 Edison 09 Detail 6
33/113
School Name
Employee Handbook
-
8/12/2019 Edison 09 Detail 6
34/113
Dear Name of School Employee:
We are pleased to welcome you to a partner school of EdisonLearning, Inc. As an
employee of an EdisonLearning partner school, you are part of a talented, dynamicteam of individuals who have dedicated themselves to improving both the academicperformance and the educational experience of students in EdisonLearning partnerschools around the country. Your individual contributions to this team will allow us toimprove the quality of public education in the months and years to come.
EdisonLearning recognizes individual as well as team excellence. We offer thepotential for growth, a comprehensive program of employee benefits and a trulystimulating work environment. We hope that you will enjoy your association withEdisonLearning and that you will find continuing sources of inspiration and motivation inthe important work you do each day.
This Employee Handbook will provide you with an overview of the Schools employeebenefits and policies and procedures. If you have any questions about the Handbook,please contact the Principal or your Human Resources Business Partner.
Again, welcome to Name of School. We look forward to working with you.
Sincerely,
President and CEO
-
8/12/2019 Edison 09 Detail 6
35/113
2014 All rights reserved 3
TABLE OF CONTENTS
Table of Contents
TABLE OF CONTENTS ................................................................................................................................................ 3
Introduction .............................................................................................................................................................. 8
At-Will Employment .................................................................................................................................................. 9
1. EQUAL EMPLOYMENT AND ANTI-HARASSMENT POLICY ................................................. 10
1.1. Equal Employment Opportunity Policy ......................................................................................................... 10
1.2. Anti-Harassment Policy ................................................................................................................................. 11
1.2.1. Sexual Harassment ........................................................................................................................................ 12
2. COMPLAINT PROCEDURE ............................................................................................................. 13
2.1 Complaint Procedure ..................................................................................................................................... 13
2.2 Non-Retaliation .............................................................................................................................................. 13
2.3 Open-Door Policy ........................................................................................................................................... 14
3. COMMENCEMENT AND SEPARATION OF EMPLOYMENT .................................................. 15
3.1. Employee Performance Evaluations .............................................................................................................. 15
3.2. Employment Records/Personnel Files ........................................................................................................... 15
3.3. Medical Records ............................................................................................................................................ 16
3.4. Pre-Employment Background Investigations ................................................................................................. 16
3.5. Salary Adjustments ....................................................................................................................................... 16
3.6. Separation of Employment ........................................................................................................................... 16
3.7. Exit Interviews .............................................................................................................................................. 16
3.8. Staff Transfers ............................................................................................................................................... 17
3.9. Verification of Employment Requests ........................................................................................................... 17
4. CONDUCT AND OTHER WORKPLACE RULES ......................................................................... 18
-
8/12/2019 Edison 09 Detail 6
36/113
2014 All rights reserved 4
4.1. Appearance ................................................................................................................................................... 18
4.2. Attendance and Punctuality .......................................................................................................................... 19
4.3. Drug-Free Workplace .................................................................................................................................... 20
4.4. Employment of Relatives .............................................................................................................................. 20
4.5. Inclement Weather and Emergency Conditions ............................................................................................ 20
4.6. Personal Relationships .................................................................................................................................. 21
4.7. No Smoking Policy......................................................................................................................................... 21
4.8. No Solicitation/Distribution .......................................................................................................................... 21
4.9. Public Relations/Statements to the Media.................................................................................................... 22
4.10. Rules of Conduct ......................................................................................................................................... 22
4.11. Code of Ethics ............................................................................................................................................. 25
4.11.1. Overview .................................................................................................................................................... 25
4.11.2. Employee Responsibilities.......................................................................................................................... 25
4.11.3. Reporting Violations; Non-Retaliation ........................................................................................................ 26
4.12 Nondisclosure of Confidential Information .................................................................................................. 26
4.13. Use of Social Media ..................................................................................................................................... 27
4.13.1. Use of Social Media for Business Purposes ................................................................................................. 27
4.13.2. Personal Use of Social Media ...................................................................................................................... 28
4.13.3. Employer Monitoring .................................................................................................................................. 30
4.13.4. Enforcement and Discipline ........................................................................................................................ 30
4.14. Second Jobs................................................................................................................................................. 30
4.15. Immigration Compliance ............................................................................................................................. 30
4.16. Pay Practices/Work Hours ........................................................................................................................... 31
4.17. Non-Exempt Staff Pay Associated With Travel and Training ........................................................................ 33
4.18. Visitors ........................................................................................................................................................ 34
4.19. Investigations of Current Employees ........................................................................................................... 34
4.20. Breastfeeding Policy.................................................................................................................................... 34
-
8/12/2019 Edison 09 Detail 6
37/113
2014 All rights reserved 5
4.21 Staff Transporting Students ......................................................................................................................... 34
5. USE OF ELECTRONIC AND OTHER RESOURCES ..................................................................... 36
5.1. Prohibited Activities ............................................................................................................................... 37
5.2. Passwords .............................................................................................................................................. 39
5.3. Portable Storage Devices ....................................................................................................................... 40
5.4. Viruses ................................................................................................................................................... 40
5.5. Personal Electronic Devices .......................................................................................................................... 40
5.5.1. Third Party Devices ....................................................................................................................................... 41
5.6. Email Usage .................................................................................................................................................. 41
5.6.1. Prohibited Email Usage ................................................................................................................................. 42
5.6.2. Email Best Practices ...................................................................................................................................... 43
5.6.3. E-mail Disposal .............................................................................................................................................. 44
5.6.4. Drafting E-mails ............................................................................................................................................. 44
5.7. Phones and Phone Systems ........................................................................................................................... 44
5.7.1 Voicemail ....................................................................................................................................................... 45
5.7.2. Use of Cell Phones While Driving .................................................................................................................. 45
5.8. Other (Non-Electronic) School Resources and Equipment ............................................................................. 45
5.8.1. Stationery and Mail Services ......................................................................................................................... 46
5.8.2. Bulletin Boards .............................................................................................................................................. 46
5.9. Miscellaneous ............................................................................................................................................... 46
6. SAFETY, SECURITY AND COMPLIANCE ISSUES ...................................................................... 48
6.1. Health and Safety .......................................................................................................................................... 48
6.2. Policy Against Workplace Violence ............................................................................................................... 48
6.2.1. Prohibited Acts .............................................................................................................................................. 48
6.2.2. Enforcement ................................................................................................................................................. 49
6.3. Mandatory Abuse Incident Reporting Policy ................................................................................................. 49
-
8/12/2019 Edison 09 Detail 6
38/113
2014 All rights reserved 6
6.4. Security ......................................................................................................................................................... 50
6.5. Weapons ....................................................................................................................................................... 51
7. EMPLOYEE BENEFITS .................................................................................................................... 52
7.1. Employee Benefits Summary ........................................................................................................................ 52
7.2. Holidays ........................................................................................................................................................ 54
7.3. Vacation Time ............................................................................................................................................... 54
7.3.1. Vacation Accrual Rates ................................................................................................................................. 54
7.3.2. Vacation Carry-Over ...................................................................................................................................... 55
7.3.3. Vacation Scheduling ...................................................................................................................................... 55
7.3.4. Illness or Injury Before Vacation ................................................................................................................... 55
7.3.5. Vacation Credit Upon Termination ............................................................................................................... 55
7.3.6. Payment In Lieu Of Vacation ......................................................................................................................... 55
7.3.7. Breaks In Service/Rehires ............................................................................................................................. 55
7.4. Personal Days ............................................................................................................................................... 56
7.5. Sick Time ....................................................................................................................................................... 56
7.6. Short-Term Disability Policy .......................................................................................................................... 57
7.6.1. STD Benefit Accrual Rate .............................................................................................................................. 57
7.6.2. Applying For STD Benefits ............................................................................................................................. 58
7.6.3. Recertification Requirements During Course Of Leave ................................................................................ 58
7.6.4. Treatment of Health & Welfare Benefits While On STD Leave ..................................................................... 58
7.6.5. Cessation of STD Benefits ............................................................................................................................. 59
7.7. Family and Medical Leave ............................................................................................................................. 59
7.7.1. Coverage ................................................................................................