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4041 N. Central Ave., Ste. 1200
Phoenix, AZ 85012



Human Capital Management System (HCMS)

How is a Human Capital Management System (HCMS) different from the typical Human Resources model? Essentially, HCMS takes many of the components from HR of old, then adds a plethora of human-centered processes to create a well of staff-wide opportunity. Within the REIL-Extend work, an HCMS uses a comprehensive framework focused on attracting, placing, retaining, and sustaining a high-quality workforce. The operative word here is System, meaning optimal function occurs when all of the different components are working together in a more complex whole.

So, what does it look like? Here are some best practices and functions of HCMS that can help you build a high-functioning, fully integrated system for your most essential resources—your staff!  


Behavior Event Interviews

The objective of any hiring panel is to learn whether a given candidate is the right fit for the organization. However, time and research have shown that typical interviews simply aren’t producing a holistic enough view to make an educated determination to that end. Add in the complexities of the teaching profession and the national teacher shortage, and you end up with some fairly difficult decisions—is anybody better than nobody? “You can’t out-train a bad hire.”

BEIs elicit perceptions, feelings, and details that reveal competencies in a way that the line-of-hypothetical-questions interview simply cannot. For more information, check out this article on Interview Edge and this toolkit from Public Impact.  


Stay Interviews

Implementing Stay Interviews as part of your HCMS is a great way to foster an open and communicative environment with your most effective staff. Where an Exit Interview is reactive, a Stay Interview is proactive. By scheduling a dedicated time for these conversations each year, you can identify trends and key in on the factors that keep your best people coming back year after year. You can also begin to learn about the pain points and opportunities for improvement that might be driving them away.

Click here to read more about how to accomplish this. 


Human Capital Leaders in Education

We have partnered with Battelle for Kids to offer a training and AASPA-backed certification focused on key competencies of Human Capital Management: Culture and Total Rewards, Performance Excellence, Talent Management and Development, and Strategic Staffing. In each of these blended online and in-person modules, principals, administrators, and human resources staff delve into research, strategy, and implementation planning. This enables a highly diverse group to glean understanding from one another while applying learning to each of their unique contexts.  

For more information, visit the BFK website here.

Strategic Compensation Models

We’ve all heard the sentiment expressed that “No one goes into teaching for the money.” However, even the most altruistic educators still have bills to pay! Salaries and benefits can play a significant role in the employee life-cycle—from recruitment to retention and rewards—particularly in high-needs schools. This is where a differential compensation model like the one used in the REIL-Extend grant comes into play. 

For more information on how this aligns with our common vision of instructional improvement, check out the Innovation Configuration (IC) Map here.