SPHR Certification

An experienced New York educational administrator, Nadine Eiring has served tenures as an Assistant to the Superintendent at Plainview-Old Bethpage Central School District in Plainview and Clinical Director of three special education schools in Queens. Among her other credentials as a school administrator and supervisor, Nadine Eiring holds a Senior Professional Human Resources (SPHR) designation. 

Administered and overseen by the HR Certification Institute, the SPHR designation identifies human resources professions who have demonstrated proficient skill in areas that include employee relations, workforce planning, compensation benefit programs, and overall HR development, business strategy, and risk management. To qualify as an SPHR candidate, individuals must first accrue between four and seven years of professional human resources work experience depending on their level of accredited industry education. 

After submitting an application for HR Certification Institute approval, candidates must pass a 3-hour assessment exam of 150 questions. To maintain ongoing SPHR certification, candidates must either retake the exam or earn a total of 60 re-certification continuing education credits every three years.

Conflict Resolution for School Administrators

Nadine Eiring is a New York City Department of Education principal candidate. In the course of a career spanning 25 years, Nadine Eiring has served in leadership roles with a range of schools, both public and private. School leadership requires strong management skills, including in the area of conflict resolution.

In the case of a style or personality conflict between faculty or staff, administrators should adhere to the following practices:

1. Make all elements of the situation clear. Administrators need teachers and paraprofessionals to be on the same page, in terms of both the problem and the expectations. If a conflict causes difficulties in the classroom, teachers need to know that improvement is expected.

2. Encourage those involved in the conflict to solve the problem themselves. While administrators can serve as mediators and sounding boards for potential solutions, the onus is on those party to the conflict to find an agreeable solution.

3. Maintain confidentiality. Any decisions or conversations must be kept on a need-to-know basis.