November 2021

Robert Abel has been named acting chief of Human Capital Management. As deputy chief of HCM, he has overseen several areas of Dallas ISD’s human resources, such as central and campus staffing, employee relations, benefits, HRIS, background checks, certification, employee records, and substitutes. Abel has also served as one of the leads in the district’s ESSER Implementation and Improvement Committee, overseeing the allocation of millions in federal funds. Abel brings more than 20 years of experience in education to his role as acting chief.

During his four-year tenure with the district, Abel has served on a variety of local and regional committees and task forces. Prior to coming to Dallas ISD, Abel was division director of High Schools/Support Services at Irving ISD, where he supervised all aspects of the district’s five high schools, newcomer center, alternative education programs, career development center, and other areas. He earned a bachelor’s degree in cell and molecular biology from Oklahoma State University and a Master of Education from The University of Texas at Arlington.

Abel steps in as acting chief upon the recent retirement of Cynthia Wilson, who has served as chief of Human Capital Management for Dallas ISD for several years.

In Dallas ISD, we transform student lives, we have urgency for all, we strive for the yes, and we make memorable moments. These phrases make up the district’s organizational culture and guide the everyday tasks and actions of our work.

Whether it’s working with families to help them help their students be successful or assisting another department or school in resolving an issue, the district’s organizational culture—based on principles of customer service—provide a guide for behavior and expectations.

When it comes to students, in Dallas ISD we believe that students thrive, and every child, family, and employee is essential. We are solely concerned with what matters most—supporting students’ academic growth and overall well-being. That means communicating with parents and guardians about their students’ progress and providing support for families so they can be part of the student success team.

Whether providing a safe ride to school, nutritious meals, or ensuring access to benefits, timely information and competitive compensation, in Dallas ISD, we will do whatever it takes to meet the needs of our students, families and employees,

This can be accomplished with a sense of urgency, which means that whether we work on a campus or in central administration, we are responsive, accurate and accountable to each other. We seek timely solutions for all that support the district’s goals, mission and vision.

By working every day under our organizational culture to build respectful relationships grounded in professional communication, embracing the positive and expecting the best of each other, we can achieve the district’s vision and mission of being a premier urban school district that educates all students for success.

We are getting closer to the end of the year and the issuance of W-2s. Dallas ISD recommends that employees set up their W-2 form to be retrieved online.

This is faster and more secure than receiving a paper form, especially considering recent delays in mail delivery service. The guidelines to update your delivery for the form can be found on the Payroll Services website under Resources.

If you are already set up for online delivery, there is no need to do anything. You will be notified via email as soon as the forms are ready for access.

If you need help in updating your Oracle preferences, please send an email to notifypayroll@dallasisd.org and make sure you include the request in the subject box. Also include your contact information so you can receive the assistance you need.

With COVID-19 vaccines readily available and the majority of district employees being fully vaccinated against the virus, employees are reminded that Dallas ISD is making changes to its quarantine procedures. Starting Nov. 15, the district will no longer offer paid quarantine leave for unvaccinated employees who have had close contact with someone who tested positive for the virus.

Employees who have had close contact with someone who tested positive must still follow established reporting procedures. Depending on individual specifics of the COVID exposure, if an employee who is not vaccinated comes into contact with someone who has tested positive for COVID-19 and is required to quarantine, the time used will be deducted from the employee’s paid time off (PTO) balance.

Unvaccinated staff who are deemed a close contact are required to be quarantined and will be unable to report to the work environment for at least 7 days with a negative COVID test on day 5, 6 or 7.

Employees who are fully vaccinated against COVID-19 are not required to quarantine after a close contact with someone who has tested positive unless otherwise directed by a medical professional, Health Services Department or government agency. Employees who are symptomatic or experiencing a breakthrough infection can apply for local EPSL in which they may receive up to 10 paid days of leave.

Prior to the wide availability to the COVID-19 vaccine, quarantining exposed, symptomatic, or COVID-positive individuals was the main course of action for mitigating the spread of COVID-19.  This resulted in a large loss of human capital both in the classroom and in campus support services such as Central Operations and Central Business Services.

During the height of the pandemic and in the best interest of the safety and health of students and staff, quarantine periods of 10 or 14 days were approved based on CDC guidance. During the 2020-2021 school year, data shows that over 7,100 employees were quarantined for at least one time and almost 1,200 employees quarantined multiple times, resulting in almost 55,000 days of quarantine. Many of the close contacts that led to the quarantine outside of the work setting at night, weekends and holidays.