Human Resources Division Recruitment Update

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 of 19

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FOCUS: 2024

Teachers, Principals, and Staff

Highly Effective Teachers, Leaders,

and Staff

Recruit Qualified Teachers, Principals,

and Staff

Implement a Targeted

Recruitment Plan


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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


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Recruitment and Diversity Initiatives

School and Department Recruiting

Recruitment and

Retention Commission

Diversity and

Inclusion Work Group


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School and Department Recruiting


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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


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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.


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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


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Recruitment and Retention Commission


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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.


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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.


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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


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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.


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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.


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15

Diversity and Inclusion Work Group


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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


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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.


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CLOSING COMMENTS andQUESTIONS


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Human Resources Division Recruitment Update

Documents

Transcript of Human Resources Division Recruitment Update