Human Resources
Overview 1 Recruitment 2 Talent Acquisition 3 Talent Development 2
Talent Acquisition Talent Recruitment Development
Clinical and Student Teachers Then Now What’s Next ● ● ● School site based Centralized with Continued Recruitment expansion of AT Coordinator program ● ● Aspiring Teachers Additional (ATs) universities placing ● RU Pathway Students student teachers ● Streamlined onboarding process 4
University Partnerships ● Class visits ● Expansion of Aspiring Teacher program ○ Grand Canyon University, UIC, ISU ○ Secondary level candidates at NIU 5
Recruitment Events ● University education job fairs ● Attendance at HBCU-specific education fairs ○ Jackson State University 2016 ○ Nashville consortium 2018 ● Bilingual recruitment in Puerto Rico ● Teaching exchange program with Spain ● Mock interviews, panel discussions, etc. ● Community partnerships with local organizations 6
Recruitment Incentives ● Hard to fill positions offered $3,000 relocation assistance; $3,000 housing assistance; $3,000 sign-on bonus ● Rockford-area discount dining and membership card ● Guaranteed 6th assignment for eligible new hires
Talent Acquisition Talent Recruitment Development
Talent ● Postings & Placements Acquisition ● Job Offers ● New Hire Hiring Process Appointments 9
Job Offers Then Now What’s Next ● Paper Forms ● ● Electronic Forms Continued Process ● Manual Processes ● Offer Scripts and Improvement ● ● Inaccuracies Templates System Upgrades ● ● ● Slower Processing Faster Turnaround Improved New-Hire ● Greater Accuracy Experience 10
New Hire Appointments Then: ● Individual Appointments ● Inconsistent Communications ● Bottleneck in Process Now: ● Group appointments/presentations ● Security and Benefits included ● Electronic New Hire Forms ● System workflow routings
Talent Acquisition Talent Recruitment Development
● Onboarding Talent ○ Orientation ○ Training ○ Mentoring Development ● Career Pathway Development ○ University Partnerships ○ RPS 205 Pathways for Professional Development Onboarding, Development, ● Additional Support (PAR) Support, Retention 13
Onboarding: Orientation Then Now Welcome Guide Delay in preparation Devices/professional and lack of focus resources in advance Electronic training resources Fully prepared for New Teacher Training/Teacher Institute Supervisor Guide 14
Onboarding: Training Then Then Now Inconsistent with lack of Framework that shows focus purpose, focus, alignment and strategy with deliberate learning outcomes 15
What does Talent Development look like? 16
Mentoring Then Now Itinerant mentors Itinerant and in-building mentors (strategic pairing) 30 hours for first year teachers, 15 for second year 30 hours for first year teachers, 15 for second year 6 face-to-face sessions on varying topics 3 face-to-face Check and Connect sessions, aligned and in-depth 17
Mentor Program Standards https://newteachercenter.org/wp-content/uploads/the-big-picture_induction-brief.pdf https://newteachercenter.org/wp-content/uploads/the-big-picture_induction-brief.pdf 18
Mentoring Program Progression
Career Pathway Development 20
Career Pathway Development 21
Career Pathway Development Northern Illinois University: Masters of Science in Educational Administration Meets requirements for principal endorsement Rockford University: Masters of Science in Education Urban education focus Olivet Nazarene University: English as a Second Language (ESL endorsement)
Graduate Credit Approval Process 4. Course 5. Graduate Credit 2. Pre Approval 3. Approval 1. Application Completion Awarded Compliance Compliance REA Member Human Resources Department Department REA Member Submit Applitrack * Regional Accreditation *REA Member pays for Award dates 2x yearly Course/program aligns application course to position and/or * Not a repeated course professional goals *Complete course with a 3b. First Appeal passing grade Professional ISBE requires a grade of a Growth Team C or better/C- and below (Select Members) not accepted *Submit official transcript 3c.Final Appeal Superintendent Review application, HR and Professional Growth Team 23 recommendations
Additional Support Peer Assistance and Review - PAR Program Collaborative program for supporting growth in performance ○ Tenured teachers ○ Overall Performance Rating of Needs Improvement Minimum of 45 days, maximum of 90 days ○ Intense coaching ○ Classroom support ○ Identification of resources and strategies 24
52% of teachers exit PAR Proficient Then Now 1,840 students impacted in PAR 8,030 students impacted through Year 1 PAR Support Note: Calculations based upon the year of PAR support; does not include 25 compounded numbers for students beyond the initial year.
Moving Forward ● Enhance recruitment and retainment of diverse staff members ● Increase consistency of achieving the 48 hour offer window for applicants ● Ensure communication with applicants not selected ● Increase communication relative to available supports from the Talent Development Department ○ Bridging initial training to development and retention ○ Shift in preparation and development to become the most effective teacher 26
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