Recruiting, Hiring, and Promotions Summary

Transcription

1 Recruiting, Hiring, and Promotions Summary Human Resources Richardson Independent School District September 8,

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3 PURPOSE The Richardson Independent School District (RISD or the District) Human Resources Department seeks to recruit, hire, and retain highly-qualified, high-performing, student-centered staff who reflect the RISD Teacher Profile, embrace the RISD Vision, Mission, and Goals, and espouse the RISD values. To this end, Human Resources staff continuously reflect upon recruiting strategies, analyze hiring and promotion data, and utilize that data to develop a plan that aligns with the District Improvement Plan. BACKGROUND The Human Resources Department analyzed hiring data from the hiring season, specifically looking for patterns and trends. Human Resources utilized the data to plan relevant professional development that addressed employee selection and support for new staff. A renewed emphasis was placed on implementing a structured, districtwide mentoring program known as Performance-based Academic Coaching Team (PACT). Human Resources, in collaboration with the Professional Development Department and the Department of Accountability and Continuous Improvement, conducted a mentor program evaluation in and used the results to develop the new mentor program, Richardson Promotes Mentoring (RPM), which will be implemented in The hiring season school year presented a welcome challenge for the Human Resources Department as new graduation requirements led to a need for uniquely qualified teachers. On recommendation of the CTE Task Force, District administration collaborated to create a strategic plan to address the growing need for CTE teachers. Human Resources ensured that administrators were equipped with the necessary tools for an expanded hiring season. Although RISD continues to maintain a strong reputation that attracts qualified candidates, growing needs will continue to provide a challenge. Other areas of high need included Bilingual Education, English Language Arts, LOTE, Math, and Science. FINDINGS In general, the number of newly-hired teachers decreased from 450 in to 446 in Of the 446 newly-hired teachers, 32 of these represent additional allocations approved by the RISD Board of Trustees. Data shows that the percent of newly-hired minority teachers decreased from 38.4% to 26%. The most significant drop in minority hiring was seen among the Hispanic/Latino ethnic group. When compared to , the percentage of teachers with graduate-level degrees hired in increased by 15 teachers (4%), and the number of teachers with 0-year experience declined by 60 teachers (13%). The following report summarizes recruiting, hiring, and promotion results. 2

4 Technical Notes: New allocations (70.2) were approved by the Board of Trustees for the school year which increased hiring needs. Teacher Allocations: 32 Special Education Diagnosticians: 15 Paraprofessional Allocations: 8 Central Dyslexia Teachers: 5 Campus Administrative Allocations: 4 Counselors: 2.2 CTE Advisors: 2 Chief Executive Director for Curriculum and Instruction: 1 Executive Director for Recruitment, Retention and Leadership: 1 New employee s education and experience level are self reported by applicants and are subject to review and verification when service records and/or transcripts are received. RECRUITING The Human Resources Department actively engages in varied recruitment activities throughout the year to ensure a deep candidate pool for administrators consideration. Recruiting efforts include: Attending university and professional job fairs Mentoring and recruiting among RISD student teachers and other educational interns Posting positions on various websites (AppliTrack, Region 10, TASA, K12JobSpot.com, Indeed.com, and more) Pursuing applicant referrals and maintaining communication with highly-qualified prospective teachers Developing and maintaining collaborative relationships with university faculty and certification programs Presenting Open Offers of Employment to priority candidates Visiting with new teachers to follow up on their induction, obtain feedback on their recruitment into RISD, and solicit recommendations for additional recruitment meeting with future teacher organizations Collaborating with teachers and administrators to develop a formalized districtwide mentoring program for new RISD teachers Maintaining a current, informative, and appealing website Promoting education as a career choice among our Grow-Your-Own program students Researching and developing innovative strategies to attract the best applicants Involving administrators, staff, and community in recruiting efforts 3

5 SCHEDULE OF RECRUITING EVENTS October 9 Date University Date University Fall 2013 March 30 New Mexico State University Texas Association of Bilingual Educators - Houston March 31 October 29 University of Texas at Austin March 31 October 30 Lousiana State University at Baton Rouge* April 1 Universtiy of Texas at Arlington University of Lousiana at Lafayette Oklahoma University October 31 Southern University* April 2 Southeastern University November 4 Texas A&M University April 2 University of Lousiana at Monroe November 6 Texas State University April 2 Trinity University November 14 Feb. 6-9 Feb March Texas Woman s University/University of North Texas April 3 April 3 Spring 2014 April 3 Texas Association of Students in Bilingual Education - Grapevine Texas Speech Language and Hearing Association - Houston April 3 April 4 Louisiana Tech University Lousiana State University at Baton Rouge* University of Texas at San Antonio* University of Texas at Brownsville* Texas Woman s University/University of North Texas March 1 Bilingual ESL Education Associaton of the Metroplex - April 4 University of Texas - Pan Am* Dallas March 3 Kansas State University April 5 RISD Meet and Greet March 6 Baylor University April 5 Bilingugal Education Student Organization - San Antonio March 19 University of Texas at Dallas April 7 Texas A&M University March 19 Angelo State University April 8 University of Texas at Austin March 19 Sam Houston State April 9 Texas A&M University-Corpus Christi* March 25 Prairie View A&M University* April 10 Texas State University March 25 Texas Tech University April 11 Grambling University* March 26 Texas Christian University April 16 Dallas Baptist University March 26 Langston University* May 2 Region 10 March 28 East Texas Teacher Fair Stephen F. Austin State May 2 (University of Texas at Tyler) University March 28 University of Texas at El Paso May 12 North Central Texas Association of School Personnel Administrators * Indicates predominantly minority student enrollment 4

6 NEW HIRES FOR RICHARDSON ISD TOTAL NEWLY HIRED PROFESSIONAL STAFF Teachers 446 Non-Teaching 64 All New Hires 510 Inclusiveness: Ethnicity/Race Newly Hired Employees: Ethnicity/Race Administrators Professional Support Elementary Teachers Secondary Teachers Total Percentage of New Hires American Indian/ % Alaska Native % Asian Black/African % American % Hispanic/Latino Native Hawaiian/ % Other Pacific Islander % Two or More Races % % Total Percentage of 0% 19.67% 21.31% 32.44% 25.1% 25.1% Minority Hires Note₁: Data as of 8/22/2104 Note₂: Auxiliary positions are not included. Legend: Administrators = Principal, Assistant Principal, Central Administrator Professional Support = Counselor, Librarian, Speech Therapist, Nurse, Program Specialist, Trainer, Instructional Specialist, Campus Reading Specialist, Campus Math Specialist, Diagnostician, LSSP, Testing Coordinator, Master Teacher, Collaborative Learning Leader Teacher = Teacher-of-record / Classroom Teacher/ESL/Special Education Teacher 5

7 ETHNICITY/RACE OF NEW TEACHERS Historical Data: School Year Am. Ind./ Alaska Native Asian Black/ Afr. Am. Hisp./ Latino Nat. Hawaiian/ Other Pac. Is. Two or More Races Total Percentage of Minority Hires % % % % % % % % % % Teacher = Teacher-of-record / Classroom Teacher/ESL/Special Education Teacher Ethnicity/Race of New Teachers American Indian/Alaska Native 0% 3% 14% Asian 74% 8% 1% 0% Black/African American Hispanic/Latino Native Hawaiian/Other Pacific Islander Two or More Races 6

8 Innovative: *Degree Level and Experience of New Teachers Degree Level* Bachelor s Degree: 325 (72%) Master s Degree: 114 (27%) Doctorate Degree: 7 (1%) Experience Level* 0 Years: 151 (34%) 1-5 years: 150 (34%) 6-10 years: 104 (23%) >10 years: 41 (9%) *As reported on teacher s application and subject to verification. Percentages rounded to the nearest whole number. In addition to having varied years of experience, new RISD teachers have taught across the United States and internationally, including Brazil, China, Columbia, Costa Rica, England, Haiti, Israel, South Korea, and Sweden. Inspirational: Returning to RISD RISD Students Forty-five (45) RISD graduates returned as teachers, librarians, or counselors and Twelve (12) of these former graduated participated in an RISD Grow-Your-Own program. Three (3) Top Ten Graduates One (1) SuperSAC member Eight (8) Early Teaching Internship (ETI) RISD Employees Twenty-Seven (27) teachers returned to RISD following a break in service. RISD Student Teachers Twenty-three (26) of ninety-four (94) student teachers returned to RISD as classroom teachers. 7

9 CENTRAL ADMINISTRATION/SUPPORT: PROMOTIONS Name Position Ethnicity/Race Debra Atchison Director of Instructional Technoloy Staff Development Jacob Cortez Director of Student Performance and Program Evaluation Hispanic Peggy Dillon Executive Director of Instruction and Leadership for High Schools Melody Grieg Director of Purchasing Jennifer Malaniuk Energy Manager/Analyst Brenda Payne Chief Executive Director of Curriculum and Instruction Brian Pruitt Technology Manager I and Network Support Stephen Executive Director of Human Resources for Quisenberry Secondary Schools Kelly Sellers Director of Health and Physical Education Angela Vaughan Executive Director of Elementary Curriculum, Operations and Leadership Jerry Walker Director of Special Education Summary: Total Promoted 11 Total Minority 1 Percentage of Minority Promotions 9% CAMPUS ADMINISTRATION/PRINCIPALS: Name Position Ethnicity/Race Elementary: Helena Lopez Math Science Technology Magnet Principal Hispanic Frank Patranella O. Henry Elementary Principal Secondary: Philip Bates J.J. Pearce High School Principal Josh Eason Richardson North Junior High Principal Doug Planey Liberty Junior High Principal Summary: Total Promoted 5 Total Minority 1 Percentage of Minority Promotions 20% 8

10 PROMOTIONS CAMPUS ADMINISTRATION/ASSISTANT PRINCIPALS: Name Position Ethnicity/Race Elementary: Chanda Ash Forestridge Elementary Assistant Principal Lauren Bolack.5 Rock Elementary/.5 Wallace Elementary Assistant Principal Grant Bortnem Skyview Elementary Assistant Principal Tricia Buoy RISD Academy Assistant Principal Asian Beth Crisp.5 Dover Elementary/.5 Northrich Elementary Assistant Principal Marcy Poton Lake Highlands Elementary Assistant Principal Hispanic Carrie Saunders Forest Lane Academy Assistant Principal Michael Thomas Aiken Elementary Assistant Principal African American Lin Wall Northlake Elementary Assistant Principal 2 or more races Jennifer Wills Richardson Heights Elementary Assistant Principal 2 or more races Emily Gruninger Math, Science, Technology Magnet Assistant Principal Secondary: Susan Burt Forest Meadow Junior High Assistant Principal Chris Choate Richardson High School Assistant Principal David Esparza Richarson West Junior High Assistant Principal Hispanic Celiese Jackson Apollo Junior High Assistant Principal Intern African American Katie Motram J.J. Pearce High School Assistant Principal Bill Parker Richardson High School Assistant Principal Matt Walker Westwood Junior High Assistant Principal Summary: Total Promoted 18 Total Minority 7 Percentage of Minority Promotions 38.9% CAMPUS SUPPORT/COUNSELORS: Name Position Ethnicity/Race Elementary: Jeni Dillingham Richland Elementary Counselor Marsha Hardin RISD Academy Counselor Kenitres Wiley 6 th Grade NLE/TGM/FRE/RLE Counselor African American Secondary: Kate Gonzales Lake Highlands High School Counselor Patty Mckay Lake Highlands High School Counselor Kelly Mountjoy Parkhill Junior High Counselor Summary: Total Promoted 6 Total Minority 1 Percentage of Minority Promotions 16.7% 9

11 CAMPUS SUPPORT/SPECIALISTS/TEACHER LEADERS: Name Position Ethnicity/Race Elementary: Christie Barrick Thurgood Marshall Elementary Campus Reading Specialist Stephanie Bowling Richland Elementary/ Rock Elementary Campus Reading Specialist Monica Chavez Dover Elementary Campus Reading Specialist Hispanic/Latino Maria Ethetton RISD Academy Outreach Program Specialist Hispanic/Latino Tara Fitzgerald Merriman Park Elementary Instructional Specialist Lynn Guion Richland Elementary Instructional Specialist Amy Hebert Stults Road Elementary Math Specialist Amadi Heyliger Stults Road Elementary Instructional Specialist African American Lydia Johnson RISD Academy Math Specialist African American Alison Kuhlke Northlake Elementary Math Specialist Sonya Leonard Northrich Elementary Instructional Specialist African American Kara Massey RISD Academy Instructional Specialist Robynn Moore Wallace Elementary Campus Reading Specialist African American Lisa Palazzetti Northwood Hills Elementary Science/Enrichment Specialist Happy Schwieterman Northlake Elementary Math Specialist Esbide Silva Carolyn Bukhair Elementary Campus Reading Specialist Hispanic/Latino Tangella Spencer Thurgood Marshall Collaborative Learning Leader African American Jocelyn Varghese O. Henry Elementary Instructional Specialist Asian Jennifer Wills Wallace Elementary Campus Reading Specialist Secondary: Elizabeth Brown Central CTE Advisor Aurora Everett Central IT Specialist Colivian Greene Forest Meadow Junior High Collaborative Learning Leader African American Laura Hering Liberty Junior High Collaborative Learning Leader Jane McGinty Central CTE Advisor Sylvia Newhouse Forest Meadow Junior High Collaborative Learning Leader African American Rosalynn Petrutsas Westwood Junior High Instructional Specialist Hispanic/Latino Sue Sweeny Central PBL Specialist Summary: Total Promoted 27 Total Minority 12 Percentage of Minority Promotions 44.4% Inspirational: Advancing within RISD Paraprofessional to Professional Staff Position Two (2) paraprofessionals transferred to professional teaching positions. 10

12 STRENGTHS AND CHALLENGES The data shared in the Recruiting, Hiring and Promotions summary provides Human Resources with valuable information regarding trends this past hiring season. To ensure administrator best practices support goals within the District Improvement Plan the following areas were identified as strengths and challenges: Strengths: The District maintains an aggressive recruiting schedule and high level of visibility. The District s mentoring program is an attractive recruiting tool. All CTE positions that address new graduation guidelines were filled. The number of experienced newly hired teachers increased compared to the previous hiring season. The number of newly hired teachers with advanced degrees increased compared to the previous hiring season. New campus and central allocations support District goals: o K-12 restructuring and alignment o Increasing new teacher support and overall retention o Reducing class sizes and the need for waivers o Reducing the number of students who were overflowed o Providing CTE staff that address students course selections The number of minority teachers who were promoted to support positions increases the District s pool of future leaders. Challenges: The percent of newly hired and promoted minority staff decreased compared to the previous hiring season. Attracting and hiring teachers for high-need areas (e.g. CTE, Bilingual, English Language Arts, LOTE, Math and Science) will require resourcefulness, creativity, and collaboration. Projections of staffing needs must be accurate to address student endorsement choices. 11

13 RECOMMENDATIONS AND NEXT STEPS Campus principals play a key role in selecting teachers whom they believe will best meet student, school, and community needs. To further support administrators in hiring, developing, and retaining a highly-qualified, diverse, and dedicated staff in accordance with District goals, Human Resources will initiate the following actions: Enrich the mentor program to attract high-performing student-centered teachers Meet with campus principals to communicate the Disrict s commitment to diversity among the staff and to further understand the challenges experienced this hirng season Collaborate with principals to identify and develop minority leaders at the campus level Continue to improve screening processes that identify teachers in high-need areas to increase the pool of candidates Establish flexible guidelines that provide competitive stipends for CTE teachers Inventory and update current RISD employee certifications, certificates, licensures, and qualifications to recruit for hard-to-staff areas within our own employee base Collaborate with departments to project staffing needs influenced by new graduation requirements 12