The Teacher Incentive Fund (TIF) and Teacher and School Leader Incentive Program grants have encouraged and supported grantees to develop coherent and comprehensive human capital management systems (HCMS). The goal of such systems is to recruit, select, place, induct, develop, pay, and retain educators with the competencies they need to realize the organization's vision of instructional improvement. In a coherent and comprehensive system, the human capital management (HCM) practices are aligned so that they work together to attract, develop, motivate, and retain educators with the needed competencies. This brief focuses on tools developed by three TIF grantees to help the districts and schools participating in their projects assess and improve the alignment of their HCMS. While the argument for alignment can be compelling, achieving it can be daunting. When confronted with the need to consider the whole set of policies and practices that affect recruiting, placing, inducting, developing, evaluating, compensating, promoting, and retaining educators, it is hard to know where to start. Each of the grantees featured in this brief faced the challenge of working with districts or schools unfamiliar with the concept of alignment. Many partner districts had given little recent attention to their HCM practices. Each of the grantees leveraged TIF technical assistance to develop their tools, but since each also served multiple partners at different stages of HCMS development, the tools take different forms and emphasize somewhat different HCM practices. Overall, the tools should provide states, districts, and schools interested in examining the alignment of their HCMS with examples and ideas for developing their own tools.