teacher recruitment and retention - collier county public ... 21, 2015... · draft recruitment...

DRAFT

Teacher Recruitment and Retention

School Board Work Session

April 21, 2015

DRAFT

Teacher Recruitment – Our Need

DRAFT

Teachers Matter

• Research shows that teachers have greatest impact on student achievement, more than any other factor controlled by school systems, including class size or the school a student attends¹

• There are 3,100 teachers which represents almost half of the total workforce

• Most direct contact with students and parents

• Critical to recruit and retain the best

3 ¹Rivkin, S.G., Hanushek, E.A., and Kain, J.F., “Teachers, Schools, and Academic Achievement,” Econometrica,

Vol. 73, No. 2 (March 2005), pages 417–458.

DRAFT

Need for Recruitment Strategies

Teacher Turnover Rate District Average = 9.1%

National Average = 13%¹

*Turnover Rate = # of Instructional Separations # of Instructional Allocations

4

School Year Separations Total #

Teachers *Turnover Rate

2008-09 257 2944 8.73%

2009-10 276 2898 9.52%

2010-11 254 3023 8.40%

2011-12 341 3180 10.72%

2012-13 230 3168 7.26%

2013-14 309 3161 9.77%

¹U.S. Department of Education, National Center for Education Statistics, The Condition of Education 2010 (2010-028) (Washington, DC: Government Printing Office, 2010); A.

Keigher and F. Cross, Teacher Attrition and Mobility: Results from the 2008–09 Teacher Follow-up Survey (NCES 2010-353), Table 1 (Washington, DC: National Center for

Education Statistics, Institute of Education Sciences, August 2010).

DRAFT


Retirement 26%

Family/ Personal Reasons

29%

Relocation 20%

Other Employment

8%

Other Reasons

17%

Separation Reasons FY09 - FY14

5

DRAFT

Teacher Recruitment – Strategies

DRAFT

Recruitment Strategies

7

DRAFT


• Marketing materials • Created brochures and videos in collaboration with

Communications Department to highlight teaching and internship opportunities

• Digital Brochure • CMU Intern Video • Guide of Things To Do and Places to Visit

• Grow your own • Human Resources participation at all High School

Career Fairs to make students aware of career opportunities with Collier County Public Schools (CCPS) both as teachers and in other fields 8

http://www.collierschools.com/hr/brochureHR/index.html

http://youtu.be/dz5gfizC7vo

Things Not to Miss.pdf

DRAFT


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Recruitment Brochure Guide of Things to Do and Places to Visit

DRAFT


• Mid-year Hiring • Secure best candidates immediately upon finishing

student teaching internship and graduating mid-year

• Hire as guest teachers to start until degree is conferred

• Provides these new teachers with a semester to be oriented to CCPS

• Pool teacher hiring • Hiring the best candidates for high needs areas when

available and then shifting into vacancies and to fill long-term absences

• Provides quality certified teacher to meet student needs

• Co-teaching with experienced teachers assists in transition

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DRAFT


• Use of contingency contracts to secure the best candidates early in the hiring season

• Contingency contract = offer of employment contingent upon satisfactory background screening, application, and certification for position

• Research shows the best candidates are available in April, May, and June

• Advertisement for 15-16 vacancies on website

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DRAFT


Contingency Contracts Offered by Year

0

10

20

30

40

50

60

70

80

2011-12 2012-13 2013-14 2014-15

42 43 44

79

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DRAFT

Recruitment Strategies - Florida

• University/College Partnerships in Florida

• Attend general and education career fairs • School administrators attend events at their alma mater

when available

• Examples of administrators who have attended recruitment events:

• Kevin Saba/Principal – University of Florida

• Ollie Phipps/APC – Florida A&M University

• Sharon Wheeler/APC – Florida State University

• Rhoderica Washington/AP – Bethune-Cookman University

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DRAFT


Universities/Colleges with Affiliation Agreements

Ave Maria Baptist College Columbia International

University

Central Michigan

University Florida A&M University FGCU

Florida Southwestern

State College Grand Canyon University Keiser University

Liberty University Nova Southeastern

University Oakland University

University of Central

Florida University of Phoenix

University of the

Southwest

University of West Florida Western Governors

University

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DRAFT


• Regular meetings with Deans at local universities/colleges

• Participate in employer panel discussions at Florida Southwestern State College (FSW) and Florida Gulf Coast University (FGCU)

• Work closely with Career Services offices at FSW and FGCU

• Helped FGCU school of education with creation of first education career fair

• Recruited education majors to student teach in CCPS and interviewed graduates later in the day

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DRAFT


• Interview and offer contingency contracts to university/college interns in CCPS schools prior to completion of internship during Fall and Spring semesters

• Work with Ave Maria as they move toward accreditation for College of Education – increase future availability of interns

• University of Central Florida (UCF) advertisement for College of Education Facebook page

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DRAFT

Recruitment Strategies - National

• Partnership with Central Michigan University (CMU)

• Host interns every year in Immokalee

• High percentage of interns are hired by CCPS

• Marketing internship opportunity for other universities/colleges

• Discussing opportunity with the following: • Oakland University, Grove City College, Otterbein University

• Virtual (Skype/FaceTime) interviews with Northern/Midwestern university students set up through schools of education

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DRAFT

Recruitment Strategies - National

• Employee email campaign

• Started in Spring of 2014

• Employees receive an annual email from HR encouraging to contact alma mater to inform that CCPS is interested in partnering for student teaching and employment opportunities

• Advertise on Teachers-Teachers.com and several other university job boards regularly

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DRAFT

Recruitment Strategies - Diversity

• District Annual Educational Equity Update – Annual Report

• Prepared annually to comply with the Florida Educational Equity Act and other federal and state legislation

• Reporting tool to monitor compliance with the law

• AdvanceED (SACS CASI) recommended that employee demographics should mirror student demographics during its accreditation review

• Recommendation provided in 2012

• Meeting with Collier Activists for Student Achievement (CASA) and Coalition of Concerned Citizens

• Developed catalog of resources

• Delta Sigma Theta Sorority chapter in Collier

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DRAFT

Recruitment Strategies - Diversity

• Focus on attending recruitment events with diverse candidates

• SWFL Hispanic Career Fair

• Miami Bilingual Career Fair

• Bethune-Cookman Career Development

• Florida A&M University Teacher Interview Day

• Florida International University

• Florida Memorial University

• Florida Fund for Minority Teachers Symposium

• Advertising in minority publications (Diversity and National Minority Update)

• Include members of local organizations when participating in recruitment events

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DRAFT

Teacher Recruitment – Challenges and Opportunities

DRAFT

Recruitment Challenges

• Changing landscape in education due to new laws in Florida

• New teacher evaluation system requiring instructional practice and student growth (2011)

• Eliminated professional service contracts – also referred to as “tenure” (2011)

• Adopted performance salary schedules which tie salary increases to teacher evaluation (2014)

• Changes to state accountability system (ongoing)

• New state assessments (2015)

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DRAFT

Recruitment Challenges

• Cost of living

• Proximity to other areas in the country

• Southwest tip of Florida

• Difficult to easily visit friends/family in other states

• Lack of major/large city entertainment or cultural experiences

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DRAFT

Recruitment Opportunities

• Beautiful weather

• Plentiful outdoor recreation opportunities year round – golf, tennis, water sports, cycling, etc.

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DRAFT


• Safe community/schools

• Partnership with law enforcement

• Access to technology in the classroom

• Outstanding school facilities and resources

• Healthy living – Blue Zones Initiative

*Based on 2013 data from CCSO website

*Lowest crime rate of any

metropolitan county in Florida!

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DRAFT


• Compensation – Fourth highest starting teacher salary in Florida (FDOE FY14) - $40,400

• Employer paid health insurance premium for employees

• Access to additional voluntary products through payroll deduction

• Opportunity for supplemental pay • Instructional leadership - team leader/department

chair • Athletic coaching • Class sponsor, club sponsor, yearbook,

speech/debate • Working in Immokalee or Everglades City schools

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DRAFT


• Opportunity to work in summer school programs

• Numerous professional learning opportunities

• iLearnU Professional Development and Learning Catalog available to employees

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http://www.collierschools.com/prolearning/PDLbrochure/index.html

DRAFT

Teacher Recruitment – Shifting Approach

DRAFT

Shifting Approach

• Prior to 2003

• Most of the recruitment budget was spent for state and national recruitment events

• A total of one or two teachers would be hired from all the events

• Not a good return on the investment

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DRAFT

Shifting Approach

• 2003 - 2013 • CCPS sponsored an annual recruitment fair in Naples

• Naples Hilton and The Strand

• Started out as an open event • Anyone who registered was allowed to attend ~ 400+ candidates

• Many candidates were not the caliber the principals were expecting

• Unproductive time for administrators

• Hired 50 – 75 candidates per year

• 2008 it became an invitation only event • Candidates had to meet the district needs

• Certification

• Experience

• Even though fewer candidates they were high quality

• Hired between 100 – 150 teachers per year

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DRAFT

Shifting Approach

Decrease in Annual Recruitment Fair Registration

0

100

200

300

400

500

600

2010-11 2011-12 2012-13 2013-14

578 585

377

209

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DRAFT

Shifting Approach

• 2003-2013 • Mini recruitment fairs held during the summer in Immokalee

and Naples separate from annual Recruitment Fair

• 2011-13 • Priority was given to the Title I schools at annual

Recruitment Fair

• 2013-14 • Decided to significantly increase the number of targeted mini

recruitment fairs rather than holding one major event • Principals with vacancies interviewed the candidates

• Aggressively targeted universities and colleges in Florida

• Smaller, targeted recruitment events are proving to be more successful in meeting hiring needs of schools

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DRAFT

Shifting Approach

Number of Instructional Vacancies on First Student Day

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DISTRICT MEMBERSHIP 5-YR AVERAGE*

ESCAMBIA COUNTY 40,753 5.5

COLLIER COUNTY 44,410 6.4 MARION COUNTY 42,109 19.25

LAKE COUNTY 41,801 21.8

SEMINOLE COUNTY 64,831 26

LEE COUNTY 87,422 32.8

OSCEOLA COUNTY 58,147 37.8

PASCO COUNTY 68,107 39.8

ST. LUCIE COUNTY 39,462 41.5

SARASOTA COUNTY 41,398 54.4

VOLUSIA COUNTY 61,226 66.4

BREVARD COUNTY 71,224 98.5

PALM BEACH COUNTY 182,899 125.6

MIAMI-DADE COUNTY 356,241 157.2

*Based on data reported by FDOE

DRAFT

Teacher Retention – Our Need

DRAFT

Need for Retention Strategies

Number of Teacher Separations by Year (Avg. = 278)

0

50

100

150

200

250

300

350

2008-09 2009-10 2010-11 2011-12 2012-13 2013-14

257 276 254

341

230

309

35

DRAFT


Retirement 26%

Family/ Personal Reasons

29%

Relocation 20%

Other Employment

8%

Other Reasons

17%

Separation Reasons FY09 - FY14

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DRAFT


Annual Teacher Retention Rate

District Average = 90.9%

National Average = 87%¹

*Retention Rate = # of Instructional Staff Retained

# of Instructional Allocations

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School Year *Retention Rate

2008-09 91.27%

2009-10 90.48%

2010-11 91.60%

2011-12 89.28%

2012-13 92.74%

2013-14 90.23%

¹U.S. Department of Education, National Center for Education Statistics, The Condition of Education 2010 (2010-028) (Washington, DC: Government Printing Office, 2010); A.

Keigher and F. Cross, Teacher Attrition and Mobility: Results from the 2008–09 Teacher Follow-up Survey (NCES 2010-353), Table 1 (Washington, DC: National Center for

Education Statistics, Institute of Education Sciences, August 2010).

DRAFT


• Significant amount of time invested in developing new employees, so advantageous to keep, support, and develop existing talent

38

DRAFT

Teacher Retention – District and Building Level

Strategies

DRAFT

Retention Strategies – Two Areas

• District retention

• Focus on keeping teachers in CCPS

• Know the system; evaluation, Data Warehouse, instructional tools, classroom technology, etc.

• Building level retention

• Focus on keeping teachers in the same school

• Maintain continuity of collaborative teams and school-based initiatives

• Deep knowledge of students, families, individual school needs

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DRAFT

Retention Strategies - District

• Created cohort “class of ____” for each new group of teachers that enter CCPS each year

• Held new teacher event at Botanical Gardens on March 23

• Guest speakers included Dr. Patton, Ron Jamro (Collier County Museum), John Cox (Naples Chamber), and Allen Weiss (NCH)

• Provided new teachers with overview of CCPS Strategic Plan, history of Collier County, overview of business initiatives, and information on Blue Zone initiative

• Free access to the gardens for new teachers

• Opportunity to connect with other teachers and community

• Expansion to include NCH employees next year; common need to connect new employees with community

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DRAFT


• SERVS (Support, Encouragement, and Resources Vital to Success) mentor program

• Partnership with FGCU • Provides experienced educators as mentors for new

teachers – especially alternative certification teachers

• Teacher mentors (paid supplement) • All new teachers are assigned a mentor teacher

within their school building • Key relationship; orientation to building expectations

• The mentor receives a paid supplement to acknowledge time spent supporting the new teacher outside of their normal work day

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DRAFT


• iRecognitions

• Birthday greeting

• Employee recognition – Superintendent Goal

• Website recognition of school/district events

• Superintendent emails to all employees • Opening/closing of school, holidays, major events

• iNews – Shares great news about district with community

• CCPS Teacher of the Year Award • Elementary, Middle, High, Post-Seconday

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DRAFT

Retention Strategies - Building

• Since school conditions are so important to teacher retention, building level leader plays most significant role

• Research by Richard Ingersoll shows that most teacher turnover is driven by school conditions; salary is important, but not the main factor

• One of the main factors is not having a voice or input into the key decisions in the building that affect a teacher’s job

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DRAFT


• Collier Leadership Evaluation Model (CLEM) • Evaluation system contains elements focused on school

climate and shared decision-making

• Examples of what school leaders must demonstrate: • School leader has trust of faculty and staff that his/her actions

are guided by what is best for all students

• School leader acknowledges success of the whole school, as well as individuals within the school

• School leader ensures teachers have formal roles in decision-making process regarding school initiatives

• School leader ensures all stakeholders have formal ways to provide input regarding the optimal functioning of the school and delegates responsibilities appropriately

• Inclusion of these elements in our research-based evaluation model further emphasizes the significance of maintaining optimal school conditions

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DRAFT


• Examples of general building level strategies • Provide teachers with opportunity to give input; seek

their feedback regularly when making decisions • Forming personal relationships and connections • Professional development focused on needs • Support from academic coaches, administration,

mentors • Recognize accomplishments • Thank teachers for their efforts

• Handwritten notes, faculty lunches

• Systematic support structure for new teachers • Celebrating success

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DRAFT

Summary

• Recruitment strategies are proving successful

• Continuous monitoring of effectiveness and efficiency of existing recruitment efforts

• Overall teacher retention rate is higher than national average

• Outstanding building level administrators and district staff work to create an optimal work environment

• Focus on continuous improvement of recruitment and retention strategies

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teacher recruitment and retention - collier county public ... 21, 2015... · draft recruitment...

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