human resources division recruitment update
Post on 17-Nov-2021
2 Views
Preview:
TRANSCRIPT
Regular Board MeetingSeptember 9, 2021
Nadine Jones, Chief Human Resources OfficerDemetrius Johnson, Executive Director, Recruitment & Development
Steven Flak, Director, Recruitment: Diversity & High-Need Areas
Human Resources DivisionRecruitment Update
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Nadine Jones September 9, 2021 Page 1 of 19
Reference 5.03
FOCUS: 2024
Teachers, Principals, and Staff
Highly Effective Teachers, Leaders,
and Staff
Recruit Qualified Teachers, Principals,
and Staff
Implement a Targeted
Recruitment Plan
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 2 of 19Reference 5.03
ANNUAL PROGRESS MEASURES
Goal Baseline 2019-20 2020-21 2021-22Target
2021-22 Actual
FOCUS 2024 Goal
% licensed teachers in classrooms 97% 95.4% 97.5% 100% 95.7% 100%
Critical labor support professional vacancies (Bus Drivers)
317 128 187 0 240 0
Critical labor support professional vacancies (SPTA’s)
218 -- -- 0 134 0
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 3 of 19Reference 5.03
Recruitment and Diversity Initiatives
School and Department Recruiting
Recruitment and
Retention Commission
Diversity and
Inclusion Work Group
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 4 of 19Reference 5.03
School and Department Recruiting
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 5 of 19Reference 5.03
Targeted Recruitment Plan Progress
Program/Pipeline Goal Hired 20-21*(Full SY)
Hired 21-22*(Partial SY)
Pending Hire*
CLS 50 51 13 0
J1 Foreign Teachers 150 69 43 0
Recruiter Direct Contact 500 224 279 29
Alternative Route Licensure
400 385 136 5
Preservice Teachers 200 142 210 0
Other hires (advertising)
700 709 567 20
Total 2,000 1,665 1,248 54* As of 8/25/2021
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 6 of 19Reference 5.03
Recruiting Updates
New Strategies and Tools● Recruiters provided tools and trained to engage passive
candidates.● New Candidate Relationship Management (CRM) system.● Support executive recruiting with existing staff.
Increasing Work Force Diversity
● Initiated contact with 40 HBCUs that offer degrees in education to establish student teaching memorandums of agreement; 2 universities have responded. Process is ongoing.
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 7 of 19Reference 5.03
Recruiting Updates
● Attended 25 virtual career fair focused on diverse teachers andlicensed professionals. 149 candidates sourced and applied.
● Direct Campaigns with 26,153 messages to diverse licensedprofessionals (HBCU, HSI, and self identified as a diverseteacher/licensed professional)
● When diverse candidates self identify they are presented toprincipals and hiring managers as being a diverse candidate.
● Recruiting with diversity focused job boards - DiversityInED andHBCU Careers
Increasing Work Force Diversity - Continued
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 8 of 19Reference 5.03
Recruitment and Retention Commission
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 9 of 19Reference 5.03
Recruitment and Retention Commission Updates
Highlights
● Created a new position focused on recruiting and marketing through Social Media.
● Developed a program for early offers to begin hiring sooner in the season.
● Launched Exit and Transfer Surveys.● Developed and implemented a new principal
mentor program.
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 10 of 19Reference 5.03
RecruitmentUrgent Improvement #1
Action Step Status
Attract and engage potential candidates through a more substantial digital presence.
Further engage local university and partner programs to market CCSD roles to local teacher candidates and grow our own teaching force.
Identify and expand high-quality and diversity focused alternate route to teacher prep/certification programs
Grow new, quality, and diverse teacher pipelines and maximize existing ones.
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 11 of 19Reference 5.03
RecruitmentUrgent Improvement #2
Action Step Status
Begin teacher hiring in December. This will give CCSD one of the earliest hiring starts and thus an advantage in finding and contracting with more high-quality teachers.
Design a streamlined system to ensure principals have time and access to candidate pools to conduct teacher interviews.
Create a faster, more streamlined hiring process
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 12 of 19Reference 5.03
RetentionUrgent Improvement #1
Action Step Status
Identify a third party vendor to administer Climate Surveys and Exit Surveys to all teachers and staff.
Better understand teacher and administrator culture and resources to act on improving them over time.
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 13 of 19Reference 5.03
RetentionUrgent Improvement #2
Action Step Status
Implement a new administrator mentoring program, focusing on creating a positive climate and culture.
Audit current mentorship practices and research emerging best practices to expand and enhance mentorship of first-year and experienced teachers to ensure teachers get the type of mentorship they need to be successful.
Ensure Learning Strategists are in teacher support/coaching roles in schools.
Enhance mentoring and coaching for administrators and teachers at every level of the teaching experience.
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 14 of 19Reference 5.03
15
Diversity and Inclusion Work Group
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 15 of 19Reference 5.03
Work Group Priorities
District Vision and Belief Statements
Diversity Goals and Objectives/Data Analysis
Incentive Programs and Legislative Priorities to Increase Teacher PathwaysStandardization of Recruitment, Application, and Hiring ProcessJob Descriptions and Job Postings with Diversity Focus
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 16 of 19Reference 5.03
Updates and Progress
Work In Progress
● Drafted Diversity and Inclusion Vision and Belief Statements.
● Drafted goals and objectives for demonstrating the value of adiverse workforce on student achievement and school success.
● Received approximately 1,500 responses from SupportProfessionals interested in becoming teachers.
● Expanded mentorship program to assist Support Professionals incompleting coursework necessary to become classroom teachers.
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 17 of 19Reference 5.03
CLOSING COMMENTS andQUESTIONS
HUMAN RESOURCES DIVISION RECRUITMENT UPDATE
Page 18 of 19Reference 5.03
top related