Staff & professional development operations
The HR and PD management a school actually needs, built into the platform.
Running a school’s HR and professional development today means three or four systems that do not share a roster, a spreadsheet tracking renewal hours that someone has to remember to update, and an evaluation process conducted in email threads. This platform puts the staff record, the certification tracker, the PD course catalog, the observation workflow, the evaluation cycle, and the HR dashboard on one shared roster — so an administrator can see what is due, what is overdue, and what is next, in one place. Here is exactly what is built, who runs each part, and what is still being wired.
The HR compute engine and the PD course catalog are built. The persistence binding that connects the HR compute to a live database is in progress. We say so rather than presenting early work as finished, and money is honest-off — no price, no checkout, no card charged on this page.
What Educator Management is
Educator Management is the HR and professional-development operations product built into the platform: the staff roster with roles, the credential and certification tracker, the PD course catalog, the PD hours rollup toward renewal, classroom observations, the evaluation cycle, the staff cockpit, and the HR command-center dashboard — all on one shared staff roster. It is the operational side of managing the people who run a school, not a filing cabinet and not a career service.
The point is that these are not separate systems bolted alongside the school’s publication and communication tools. The same staff record that backs a yearbook adviser role also backs the credential file, the observation log, and the evaluation cycle. A staffer added to the roster appears in the credential tracker, the PD catalog, and the HR dashboard without a second update pass. The data is shared; the views are role-scoped.
Honestly, where the build is: the PD course catalog is backed by a built Prisma persistence layer today. The rest of the HR engine — the PD rollup, the evaluation dossier and worklist, the advance step, and the dashboard — runs today as a stateless compute surface, with its Prisma data models built and the live database binding being wired now. This page marks which pieces persist between sessions today and which do not, rather than presenting early work as finished.
The educator-ops loop, end to end
HR and PD are not a pile of unrelated screens; they are a loop the platform runs from onboarding through renewal. Here is the loop, each step grounded in a module that exists and runs.
1 Onboard the staffer
An administrator binds a new staffer to the roster by email and grades their role — administrator, adviser, or staffer, with the minor flag enforced. The change reflects everywhere the record is read; a departing employee is withdrawn the same way.
2 File the credentials
Each professional license and certification is recorded with its issuing body, the credential reference, the issue and expiration dates, and the renewal hours required. The tracker computes the current status and flags the credentials approaching expiration inside a configurable window.
3 Catalogue and register PD
An HR officer catalogues an offering — title, format, provider, credit hours, session date, and registration window. Staff register capacity-aware: an over-capacity registration is waitlisted, never dropped. The HR-only roster read shows seated versus waitlisted and seats remaining; registration closes at the window; a duplicate is refused.
4 Log the hours toward renewal
A completed PD activity is recorded with the hours, the date, the session title, and, optionally, the credential the hours count toward. The PD summary for any staff member reports the period hours, the per-credential progress toward the required renewal hours, and the renewal-due count — a deterministic, auditable report an HR officer can run at any time.
5 Observe and evaluate
An observation is recorded with the observer, the kind (formal, informal, walkthrough), the rubric domain scores, an evidence reference, and the date. The evaluation cycle then runs a closed status law — an evaluator opens it, drives it through review, the evaluatee signs, and an HR officer closes it — with each advance audited and the gate refusing an evaluatee who tries to self-advance to a complete status.
6 Watch the whole picture
The HR command-center dashboard aggregates the staff picture: headcount by employment status, credentials nearing expiration, PD hours in the current period, open evaluations, and pending postings and applications. Each section is independently sourced — an absent source yields a null section rather than a fabricated figure — and the credential that was flagged in step two reappears here, so the loop closes.
What is built today
The modules below are code that exists and runs. The ones marked “persistence binding in progress” have a built compute engine and a built Prisma data model; the live database binding that connects them to a school’s real records is being wired now.
The staff roster with roles
The official staff list for a school — with roles (administrator, adviser, staffer, and the minor flag enforced), hire dates, departments, positions, and assignments. An administrator can bind a new staffer by email, re-grade an existing role, and withdraw a departing employee — the change reflects everywhere the record is read. Shipped
The credential and certification tracker
Each staff member’s professional licenses and certifications are recorded with the issuing body, the credential reference, issue and expiration dates, and the renewal hours required. The system computes the current credential status and flags credentials approaching expiration within a configurable window — so an HR officer sees who is due for renewal before the state asks. This is the renewal-hours clock that drives PD, not the document scan store that lives on the records sibling. Shipped — persistence binding in progress
The PD hours rollup
Professional development activities are recorded with hours completed, the date, the session title, and (optionally) which credential the hours count toward. A PD summary for any staff member shows the period hours, the per-credential progress toward the required renewal hours, and the renewal-due count — a deterministic, auditable report an HR officer can run at any time. Shipped — persistence binding in progress
The PD course catalog
Administrators catalog their own PD offerings: the title, format, credit hours, provider, session date, and the registration window. Staff register (capacity-aware: over-capacity registrations are waitlisted, never dropped); the system tracks seated versus waitlisted counts and seats remaining. An HR officer reads the full offering roster. Registration closes at the window; duplicate registration is refused. Both create and list operations hit a built Prisma persistence layer. Shipped
Classroom observations
Observations are recorded with the observer, the kind (formal, informal, walkthrough), the rubric domain scores, an evidence reference, and the observation date. The evaluatee dossier shows the staff member their own observations, their evaluation history, their PD hours toward a credential, and the current evaluation cycle and due date — an honest view of where they stand, not a summary constructed from memory. Shipped — persistence binding in progress
The evaluation cycle
The evaluation engine runs a closed status law: an evaluator opens the cycle, drives it through review, the evaluatee signs, and an HR officer closes it. The evaluator worklist shows every open, in-progress, and overdue evaluation the viewer must act on. Status advances are audited (before and after states recorded). The relationship gate enforces who can drive each step — an evaluatee cannot self-advance their own evaluation to a complete status. Shipped — persistence binding in progress
The staff cockpit for advisers and administrators
The whole-program staff cockpit gives an adviser or administrator a view of every publication masthead, each staffer’s role, and a per-staffer accountability snapshot: how many spreads are assigned, how many are overdue, and how recently the staffer has been editing. A candidate pool shows school members not yet on a publication, for a bulk-onboarding picker. Shipped
The HR command-center dashboard
A read-only HR dashboard aggregates the staff picture for an HR officer: headcount by employment status, credentials nearing expiration, PD hours in the current period, open evaluations, pending job postings, and pending applications. Each section is independently sourced — an absent source yields a null section rather than a fabricated figure. Shipped — persistence binding in progress
What is in progress and what is planned
These are not presented as available. They are named so a school considering this platform can see where it is going and what the honest timeline looks like.
HR persistence binding (live database)
The pure HR compute engine — the PD summary, the evaluation dossier, the worklist, the advance step, the HR dashboard — is running today as a stateless compute surface. The Prisma data models and the persistence store interface are built. The live DataStore methods that bind them to a school’s real database rows are being wired now. When complete, a school’s credential records, PD activities, observation logs, and evaluation cycles will persist between sessions. In progress
Leave tracking
Leave balances (accrued and used days, not money) and leave requests (dates, leave type, days requested, approval status) are modeled in the persistence layer. The routes to record a balance and log a request are built. Surfacing them in the staff command center and the HR dashboard is the next step. In progress
Job postings and applicant tracking
Job postings with a role, a department, and a rich description attached to the platform’s document model; applicant tracking with an opaque candidate reference, a posting link, and a pipeline stage. The data model is built; the full hiring workflow surface is planned. Planned
E-signature for completed evaluations
The evaluation engine advances through a ‘signed’ status; the system is designed to accept an e-signature provider at that step. No provider is wired today. Evaluations close through the HR officer step while a signing provider connection is built. Planned
Benefits enrollment
The benefits engine is built — it enforces the open-enrollment window, life-event gates, the HR-or-self access rules, and the employee share computation. Elections record locally as ‘pending.’ No live carrier submission is wired; the carrier seam returns an honest 503 until a carrier partner is connected. Planned
Continuing education registry validation
The PD summary computes renewal hours toward a credential entirely from the school’s own activity records. A continuing education registry call that validates credit against an external issuing body is an honest-off seam; the architecture has the injection point, but no external registry is connected yet. Planned
Payroll
Payroll processing — running a payroll, disbursing funds — is deliberately outside the scope of this platform. The HR module records the employee record and the relevant HR facts; actual payroll processing belongs to a dedicated payroll provider. This is not a gap we plan to close: it is a boundary we hold on purpose, and it keeps the most sensitive pay data out of the system entirely. Not in scope
Three people who run this, three views
HR and PD are not one job. The platform gives each role the view it needs and gates the rest — by the engine, not by a policy paragraph a user might skip.
The principal
One read of the whole staff, and the evaluation close. A school administrator in the HR-officer role opens the HR command-center dashboard and reads the whole staff in one place: headcount by status, the credentials nearing expiration, the PD hours logged this period, and the evaluations still open. When an evaluatee has signed, the principal drives the cycle to its close. A representative or account-manager role is hard-denied at the gate — these surfaces never appear in a studio or photography rep session.
The instructional coach
Observations in, the evaluator worklist worked down. An evaluator records classroom observations — the kind, the rubric domain scores, an evidence reference — and works the evaluator worklist: every open, in-progress, and overdue evaluation they must act on, in one list. The coach drives each cycle forward through review, and every advance is audited with the before and after state recorded. The coach never edits an evaluatee’s signature step or an HR officer’s close; the gate keeps each actor to their part.
The department head
Accountability at a glance, and the department’s PD. An adviser or administrator over a group reads the staff cockpit: each staffer’s accountability snapshot (how much is assigned, how much is overdue, how recently they have been editing) and the candidate pool of members not yet placed. They catalog the department’s own PD offerings and read the seated-versus-waitlisted roster. And every staff member, coach or not, can open their own evaluatee dossier — their observations, their evaluation history, and where their PD hours stand toward a credential — their own record, and no one else’s.
Staff data, not student records
These surfaces carry staff employment facts — credentials, PD hours, observations, evaluations, and benefits elections — and no student education records. The HR module is staff-coupled and census-neutral: there is no student roster, no grade, and no guardian inside it, so there is no student personally identifiable information to protect here. The privacy wall that keeps a student record inside one school does not apply to this module because there is no student data in it; what it holds is staff PII, and that is held to the same standard.
Tenant isolation covers the staff record the same way it covers the rest of the platform: a school’s HR record is never visible to another school tenant. Access is role-scoped and enforced server-side, never by a client-supplied flag — the HR-officer surfaces are hard-denied to a studio or photography rep, and the evaluatee dossier is relationship-scoped, so a staffer reads only their own record and never a colleague’s. Evaluation status advances are audited with the before and after state recorded.
Staff data is never sold, rented, or handed to an advertiser. Benefits elections record locally as pending; no live carrier submission runs; and payroll is deliberately out of scope, so the most sensitive pay data never enters the system at all. This is not a “we hold no data” claim — a credential file and an evaluation record are real staff data. The honest claim is narrower and truer: staff data, held under the same tenant isolation as the rest of the platform, used only for the school’s own HR operations.
Where this sits in the educator suite
Educator Management is one of the educator.* front doors, and it is the staff-and-PD operations one. It shares a staff spine with its siblings, so it is worth being plain about where it stops and a sibling begins.
educator.systems is the records-and-compliance side — the credential file cabinet (the document scans), licensure tracking, and the staffing data a district carries liability for. Educator Management runs on the same shared staff spine but is the operations layer above it: the PD course catalog, the observation-and-evaluation cycle, the accountability cockpit, and the HR dashboard. Systems keeps the record and raises the compliance flag; management runs the PD-and-evaluation loop. The credential tracker here is a renewal-hours clock that drives PD, not the document store that lives on the records sibling.
educator.services is the individual teacher’s career side — certification guidance, resume and portfolio help, and coaching for a teacher’s own arc. Educator Management is the school-side HR system: it tracks a staff member’s credentials for the institution; it does not coach a teacher through their own licensure. educator.tips is the classroom teaching-tips library, the short practical moves a teacher uses to run a room. Educator Management publishes no such tips; it is a tool for the people who run the staff, not classroom content for the teacher in it.
educator.center rounds out the near siblings with the resource shelf — lessons, templates, and tools a teacher can pick up on Monday morning. Each of these is a separate surface with a separate job; this page cross-links them below and re-implements none of them.
What is live, what is early access, and what money does — plainly
Live modules, honest seams, and money kept off
Built today: the staff roster with roles, the PD course catalog (create, list, register, complete, cancel, roster), the staff cockpit, the evaluation status engine, the credential tracker, the observation record, the HR dashboard, and the PD hours rollup. The PD course catalog is backed by a built Prisma persistence layer; the rest of the HR engine runs as a stateless compute surface, and its persistence DataStore binding is in progress.
Named, not hidden: leave tracking is in progress; job postings and applicant tracking are planned; e-signature finalization and live benefits carrier submission are planned seams — elections record locally as pending until a carrier partner is connected, and the carrier seam returns an honest 503. A continuing education registry validation call is a planned injection point, not a live connection. Payroll processing is deliberately out of scope: the module records the HR facts, and running a payroll belongs to a dedicated payroll provider.
Money is honest-off. There is no published price, no checkout, and no card is charged on this page. The CTAs are to get in touch or reserve early access, not to buy. Educator Management is a Stanley Studios LLC product — a for-profit software tool, not a school and not a nonprofit; nothing here is legal advice. There are no invented adoption numbers, testimonials, or named schools anywhere on this page.
Common questions
Which parts persist between sessions today?
The PD course catalog is backed by a built Prisma persistence layer, so an offering, a registration, and the seated-versus-waitlisted roster persist today. The rest of the HR engine — the PD rollup, the evaluation dossier and worklist, the advance step, and the dashboard — runs as a stateless compute surface right now; its Prisma data models are built and the live database binding is being wired. We mark that on the page rather than presenting it as finished.
Can an evaluatee move their own evaluation to complete?
No. The evaluation cycle runs a closed status law: an evaluator opens it and drives it through review, the evaluatee signs, and an HR officer closes it. The relationship gate enforces who can drive each step, so an evaluatee cannot self-advance their own evaluation to a complete status. Every advance is audited with the before and after state recorded.
What happens to an over-capacity PD registration?
It is waitlisted, never dropped. The PD course catalog is capacity-aware and waitlist-aware: staff register within the window, an over-capacity registration goes to the waitlist, a duplicate registration is refused, and the HR-only roster read shows seated versus waitlisted counts and seats remaining.
Does this touch student data?
No. The HR module is staff-coupled and census-neutral — there is no student roster, grade, or guardian inside it, so there is no student personally identifiable information to protect here. It carries staff employment facts only, held under the same tenant isolation as the rest of the platform, and a school’s HR record is never visible to another school tenant.
How is this different from educator.systems?
educator.systems is the records-and-compliance side — the credential file store, licensure tracking, and staffing data a district carries liability for. Educator Management runs on the same shared staff spine but is the operations layer above it: the PD catalog, the observation-and-evaluation cycle, the accountability cockpit, and the HR dashboard. Systems keeps the record and flags the compliance gap; management runs the PD-and-evaluation loop.
Does the platform run payroll?
No, and not by accident. Payroll processing is deliberately out of scope: the module records the employee record and the relevant HR facts, but running a payroll and disbursing funds belong to a dedicated payroll provider. It is a boundary we hold on purpose, and it keeps the most sensitive pay data out of the system entirely.
What does it cost?
Money is honest-off on this page: there is no published price, no checkout, and no card is charged here. The CTAs are to get in touch or reserve early access. Educator Management is a for-profit Stanley Studios LLC software product — not a school and not a nonprofit.
Is benefits enrollment live?
The benefits engine is built — it enforces the open-enrollment window, the life-event gates, the HR-or-self access rules, and the employee share computation — but elections record locally as pending. No live carrier submission is wired: the carrier seam returns an honest 503 until a carrier partner is connected. We name it as a planned seam, not a live capability.
What this page is and is not claiming
The staff roster with roles, the PD course catalog (create, list, register, complete, cancel, roster), the staff cockpit, the evaluation status engine, the credential tracker, the observation record, the HR dashboard, and the PD hours rollup are built today. The PD course catalog is backed by a built Prisma persistence layer; the rest of the HR engine runs as a stateless compute surface, and the persistence binding that connects it to a live database is in progress. Leave tracking is in progress; job postings and applicant tracking are planned. E-signature finalization and the live benefits carrier submission are planned seams — elections record locally as pending until a carrier partner is connected. Payroll processing is deliberately out of scope. A continuing education registry call is a planned injection point, not a live connection. This is the staff-and-PD operations side of the educator suite — a separate surface from the educator.systems records side, the educator.services career side, and the educator.tips classroom library. Money is honest-off: no published price, no checkout, no card charged. There are no invented stats, testimonials, or named schools here. Educator Management is a for-profit Stanley Studios LLC software product, not a school and not a nonprofit; nothing here is legal advice. We name these plainly rather than hiding them.