Berkeley County Middle College High School issued the following announcement on March 22.
Under the new leadership of Superintendent Deon Jackson and the Berkeley County Board of Education, Berkeley County School District recently engaged consulting and accounting firm Mauldin & Jenkins to conduct an objective and independent assessment of the central office’s operations.
With more than 100 years of experience in providing invaluable feedback to government agencies, private companies, educational systems and more, Mauldin & Jenkins representatives met with multiple central office team members to identify strengths and areas of improvement. Key findings will assist Berkeley County School District in developing an operations model that optimizes efficiency and effectiveness while maximizing direct school support and the learning experience for all BCSD students, parents and employees.
The assessment evaluated organizational structures, staffing, business processes, use of technology, and risk areas. Numerous recommendations were provided along with a strategic roadmap to help with the implementation of the recommendations.
“BCSD is committed to always look for areas of improvement,” said Superintendent Deon Jackson. “Strategic thinking, transparency, stakeholder feedback and accountability will help us build the environment needed as the county’s second-largest employer. We believe the work with Mauldin & Jenkins and the actions we will take with their findings will demonstrate our commitment to quality and process improvement.”
Just as the District’s Vision Statement is to “create a future where we dare to imagine – and make a positive difference,” the Mauldin & Jenkins assessment allows BCSD to rethink certain operational components and make positive change for the good of the District’s students, parents, employees, and stakeholders.
General Findings and Observations
Need to be less reactive and more strategic - District Office is operating lean – key leaders are functioning in the weeds due to resource constraints. Need to operate as “business partners.”
Need additional staffing - District Office staffing is currently at a 9-year low (2020 and 2021) even though students, schools, teachers, and the general fund have all experienced significant growth.
Need better alignment and accountability - Specific roles and responsibilities are tailored to individuals’ competencies resulting in misalignment of positions and uneven workloads.
Need enhanced communication - Many District Office employees believe that communication within the District Office and with the schools needs to be more clear, frequent, and timely.
Employees need growth opportunities - Many District Office employees have no defined career paths and limited opportunities for growth.
Need more professional development - Many District Office employees do not have professional development programs and/or have limited dedicated time due to job demands.
Original source can be found here.
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