HUMAN RESOURCES ANNUAL PLANNING CALENDAR

January
Prepare Budget Request for Personnel
Services Office and for System-wide
Personnel Needs
Finalize Recruitment Calendar and Make
Reservations
Prepare Recruitment materials
Mail letters to Applicants Re. continuing
interest
Update Substitute Teacher List and
distribute to Schools
Complete any salary studies so that
figures will be available for budget
Distribute propose tenure lists and
contract conditions for principals
confirmation
NCEES Monitor/Turn-in
Begin updating Employee Handbook
1042S for VIF teachers

May
Assist Payroll with Annual Supplement
List
Begin receiving and processing
terminations to occur at the end of the
school year
Conduct a final check of license renewal
activities, especially in regard to renewal
of contracts
Finalize tenure list, probationary contract
list, nonrenewal list, and administrative
contracts list for Board of Education (May
1 Admin Nonrenewal notification; May 15
teacher nonrenewal notification)
Get out renewal letters, probationary
contracts, career contracts, and
administrative contracts
Begin processing New Hires for next
school year
Continue following up with recruits from

February
Schedule a formal session with principals
regarding teachers who may be in trouble
Purge certified applicant files and inactivate
computer files
Shred old applicant files
Attend Job Fair and follow-up appropriately
Prepare Winter Athletic Supplement list for
Payroll
Board Retreat-Prepare for and attend
Textbook orders
Begin Teacher of Year(TOY) selection and
recognition process; name TOY by end of
May; TOY portfolio due to State by end of
September each year
Per capita distribution letter to be completed
and submitted to NCDPIs School Business
Services Division, Student Accounting
Consultant

June
Work up information for Board of Education
to recognize retirees since last year
Continue processing retirements and
terminations of employees
Continue hiring and inducting for next school
year
Work up summer payroll information
Prepare for fall induction week for new
employees
Plan Mentor and New Teacher Calendar for
entire upcoming school year
Three Days-Leadership Team Retreat-Attend
and Prepare for
Final planning for Induction Days
Complete checking &updates for Employee
Handbook
June 1: Board Notification to Administrator(s)
of non-renewal

March
Redistribute proposed tenure lists and
contract conditions for principals
confirmation
Receive & verify evaluation information for
all non-tenured teachers
Develop enrollment projection for next
year & develop plan for teacher allotments
after receiving State Planning Allotments
Begin processing June 1 Retirement
applications
Continue license renewal activities
Be sure employment process is in place
for the next school year (adequate forms,
hiring checklists issued, contract offer
format & procedures)
Meet with Flexible Benefits agents
Complete Annual Teacher Turnover Report
NCDPIs Graduate Data Verification
system is opened for graduate intention
submissions, questions may directed to
School Business Services Division, School
Financial Reporting
July
Update to new salary schedules; develop
local schedules for employee groups as
needed
Continue hiring new employees
Continue planning for Fall Induction Week
and Orientation of New employees;
conduct induction at the end of the month
New licenses go into effect; complete
moving out-of-date renewal credits to
history file; organize and recode paper
files
Close monitoring with principals of
enrollment, watching for unanticipated
growth or decline with respect to teacher
allotment. Alert maintenance of potential
needs for additional classrooms
Update and Print Employee Handbook
for Induction Days prepare other induction
materials

April
Distribute teacher allotments and other
allotments to schools (if not done in March)
Finalize tenure list; publicize it as required by
law
Finalize nonrenewal list
Attend Spring PANC Meeting
Heavy Out-of-State Recruiting
Organize Administrative Team Work sessions
to Screen Applications
Begin Staffing for Next Years Vacancies
Continue processing retirement applications
Begin updating license information to
authorize license extensions, clear
provisions, and send a final alert to
employees that employment will be
terminated if conditions or not met
Ensure that all form Gs are submitted to
Licensure for employees where the form G
approval is required for Masters degree pay
level
August
Bill agencies that sponsor teaching positions
Purge &update substitute teacher list and
distribute to schools
Continue conducting orientation sessions for
new employees
Obtain from-and follow up with-new
employees for benefits information
Provide lists of all employees and new
employees for groups and newspapers
Set up computer records and payroll for new
school year-final step of balancing
employees hired against 40 or more
allotment categories
Conduct annual training and open enrollment
programs such as DFWP, BBPs, flexible
benefits, health insurance, etc.
Obtain opening days enrollment and class
size information during first 10 days of
school; monitor for Issues and make

HUMAN RESOURCES ANNUAL PLANNING CALENDAR

job fairs
Summer School Staffing and Payroll
Information
May continued
Teacher of Year recognition & event
Complete the Missed days Survey and
submit to NCDPIs School Business
Division, Student Accounting Consultant

June 15: Deadline to notify teachers of

employment status for next school year
Update EDDIE with School Information for
new school year, questions may be directed
to School Business Services Division,
Internal Systems Consultant

FBS Summer Conference

Webpage updates (duties, personnel,
salary, hiring incentives, etc)

September
Work with DPI Licensure to get remaining
license in process
Continue to hire and process new
employees
Continue to follow-up with new
employees to get correct paperwork for
the benefits they have
After Board approval, ask Superintendent
to sign new contracts. Return a signed
copy to employee
Update DFWP Random Screening List
with vendors
Begin Teacher Advisory Committee
meetings
Key information about New Hires into
HRMS if not completed as they were
hired
Tuition Reimbursement
Praxis payment or reimbursement
TOY Portfolio due to State

October
Begin work on next years school calendar
Schedule formal sessions with principals
regarding employees who may be in trouble
Prepare Fall Athletic Supplement list for
payroll
Attend Fall PANC meeting
Work with new teachers to obtain any
documents still needed to finalize applying
for NC licensure; hold checks as necessary if
process not completed at this time
Prepare several annual reports: full-time staff
(gender, race, funding resource, and
position); local supplement report (funding
source and amounts or average)
Complete for compliance with NCEES
timelines, completeness of forms, etc;
communicate findings
Share Turnover Report Information with
Principals
VIF FICA notifications
VIF Tax Treaty Information
October Vacancy Survey due
Expect 90 day notice letters for salary audit
exceptions from NCDPI, questions should be
directed to NCDPIs Salary Analyst, School
Business Services Division

November
Correspondence to teachers who hold
provisional licenses or who lack renewal
units; send all teachers an update on
status of renewal credits
Assist payroll with annual supplement list
Distribute Personnel Directories, ASAP
after completing
Plan to spend time recruiting teachers for
January vacancies
POY portfolio due to State
NBPTS results provided; salary changes
retroactive to July 1; renewal credits to be
applied
Request for individual class-size waivers is
due to NCDPIs School Financial
Reporting, Student Accounting Consultant

adjustments as necessary
Obtain information to update Personnel
Directory
Update random drug testing list
Determine payroll information for Induction
pay for new teachers and mentors and
Monthly pay mentors
Update training for HRMS
VIF Arrivals
Begin POY process; State portfolio due end
of November
HQ Reports due (HQ Teachers,
Paraprofessional, and Professional
Development); data reports in HRMS; input
data through LicSal website
December
Finalize next years school calendar, obtain
Board approval and distribute copies as
appropriate
Clean up offices and reorganize files
Prepare mailings to check with applicants
regarding whether they wish to stay active
Anticipate time to plan and attend Holiday
parties
Schedule induction activities for January New
Hires
Salary audit exceptions must be cleared to
avoid penalties, questions may be directed to
NCDPIs Salary Analyst, School Business
Division Services

HUMAN RESOURCES ANNUAL PLANNING CALENDAR

Daily and/or Monthly Duties of HR Assistants

Compute, complete paperwork, and send to Payroll information for Disability income
and Workers Compensation Payrolls
Work up requests for leaves of absence and communicate with HR Administrator,
Principal, and Payroll
Verify, compute, record and send to Finance information for Tuition Reimbursement
Program and Praxis payments
Order and stock supplies needed for Department
Verify budgets against Finance records monthly
Prepare and distribute Vacancy Announcements; prepare lists of applicants for each
vacancy
Update vacancy information for Internet sites and Channel 21 and departmental use
Open, sort, respond to daily mail, including e-mail and voice mail
Transfer information about employees to their new school system
Fully implement HRMS and enter changes as they occur
Monitor HRMS for licensure changes daily
Prepare personnel list and attachments for Board meetings Correspondence
Filing
Customer Service: Walk-ins and Telephone
Mail out applications
Receive application and file lots of applicant documents; key data into computer
Answer numerous phone calls and questions
Generally correct lists for drug testing vendors to use for random drug testing
Update data base, benefits and payroll as Bus Drivers employment (route fluctuation)
changes and as Child Nutrition Operators training changes
Communicate as needed to arrange for, and follow up on, random drug tests Balance
Insurance Bills Monthly (Health Insurance, Flexible Benefits, ext)
Keep a check on audit exceptions and resolve them as they occur
Check newly issued license for correctness; update files, BT information, and payroll
as appropriate
Verify correctness of renewal units, post them and distribute to licensed employees
Acknowledge letters of resignation
Acknowledge and process requests for transfer
Acknowledge and process requests for leave

Daily and/ or Monthly Duties of HR Director

Plan and ensure Implantation of monthly activities for new teachers and mentors
As monthly changes in new teachers and /or mentors occur, notify Payroll as needed to
ensure people paid correctly
Review and approve all Hire Checklists
Review, direct, approve, and support work of Personnel Assistants
Salary Studies
Ad-Hoc Reports
Policy Review
Attend and prepare materials for Staff Meetings (monthly)
Attend Execute Staff Meetings (weekly)
Attend Regional School Personnel Administrators Meetings (Bi-Monthly)
Attend and prepare materials for Board of Education meetings (monthly)
Constantly update HR information o web site
Review systems and HR objectives monthly to check progress and implement new
strategies
Monitor NCEES, Licensure, Recruiting activities
Monitor LicSal for Form G approvals/updates
Monitor and respond to Unemployment Claims online

HUMAN RESOURCES ANNUAL PLANNING CALENDAR

Follow-up on information needed for new hires

In-process and complete the I-9 E-Verify process within 3 days of an employees first
work day
Complete Monthly New Hire Report for Dept of Health and Human Services, Division of
Social Services Child Support Enforcement (Some Finance departments may do this)