Promising Practices for Managing Educator Talent
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1 CONNECTICUT STATE DEPARTMENT OF EDUCATION Promising Practices for Managing Educator Talent October 8, 2015
2 Session Objectives Introduce sample talent management frameworks; Reflect on current reality of regional and local commitment to talent management; Complete an inventory of your district s approach to talent management; and Identify talent management strategies that can be strengthened/enhanced within your district; begin to draft a plan that aligns to your district improvement plan and used to inform the Talent portion of the Alliance District application. 2
3 Today s Agenda I. Welcome/Introductions 10 minutes II. Overview of Talent Management Framework 20 minutes III. Activity IV. Discussion VI. Closing 30 minutes 20 minutes 10 minutes 3
4 Talent Management Frameworks 4
5 Talent Management What is educator talent management? Educator talent management is a system built upon the recruitment, preparation, hiring, induction, mentoring, professional growth, compensation, work environment, and performance management of all educators. Together, these are the building blocks of an educator talent management system that helps to attract, retain, and develop the best educators possible. American Institutes for Research 5
6 Talent Management Framework (General) Attract Prepare Support Retain/Extend Aspiration Prestige Pathways Selectivity Incentives Aspiration Standards for Initial Licensure Licensure Program Approval Data Systems Standards for continuing Professional Practice Assessment of Practice Continuous instructional improvement Aspiration Recognition of Excellent Practice Differentiated Roles Strategic Deployment of Talent (beyond curriculum) 6
7 CSDE Talent Office Continuum Attract/ Recruit Prepare & Hire Induct Evaluate & Support Retain & Extend Certification Leadership Development 7
8 o Designated Shortage Areas Attract/Recruit What are some attraction/recruitment strategies that your district is currently implementing? 8
9 Strategies to Increase Diversity in CT s Educator Workforce Strategies to Address CT s Designated Shortage Areas Explore new Pathway Programs o Paraprofessional Initiative o STEM (UTeach) Attract/Recruit Collaboration with Higher Education/ Alternative Route to Certification Programs (ARCs) o Supply and Demand o Designated Shortage Areas o Diversity in CT s Educator Workforce 9
10 Prepare and Hire What are some preparation program/partnership and/or hiring strategies that your district currently uses? 10
11 Prepare and Hire Approval of CT Educator Preparation Programs (currently, n=23) Educator Standards Educator Assessment Data Systems and Accountability Title II Higher Education Act (HEA) Leadership Development LEAD Connecticut Educator Preparation Advisory Council (EPAC) Network for Transforming Educator Preparation (NTEP) Collaboration with Higher Education/ARCs Regional K-12/IHE Collaboratives Supply and Demand Designated Shortage Areas Clinical Practice 11
12 Induct What are some induction strategies, including as part of or beyond TEAM, that your district employs? 12
13 Induct CT s Early Career Induction Program: the Teacher Education and Mentoring (TEAM) Program Explore School/District Leader Induction Program Explore New Models and Expand Existing Early Career Coaching/Mentoring Differentiated Levels/Types of Early Career Support 13
14 Evaluate and Support What are some evaluation and professional learning strategies being implemented in your district? 14
15 CT s Statewide System for Educator Evaluation and Support CT Common Core of Teaching and Associated Rubrics CT Leader Standards and Associated Rubrics Proficiency Collegial Calibrations High-quality Feedback CT s System for Professional Learning Evaluate and Support 15
16 Retain and Extend What are some approaches to retention and/or career advancement currently used in your district? 16
17 Retain and Extend Educator Recognition Programs Celebrating Excellence in Education CT Teacher of the Year Milken Family Foundation Presidential Awards for Excellence in Mathematics and Science Teaching (PAEMST) Leadership Development LEAD Connecticut Teacher Leadership CT Educator Network 17
18 Inventory Activity 18
19 District Talent Management Inventory ATTRACT/PREPARE/HIRE INDUCT EVALUATE & SUPPORT RETAIN & ADVANCE 19
20 Discussion 20
21 Questions for Discussion Is there a particular area of the inventory that would really help improve talent management within your district? Are there policies or practices in place that serve as a barrier to achieving talent management goals? What is the feasibility of addressing the areas of focus you have identified? Who will take the lead? What is a realistic timeline? What resources are needed? 21
22 Exit Ticket Which component of the Talent Management System Inventory would you be interested in addressing in future sessions? 22
23 CONNECTICUT STATE DEPARTMENT OF EDUCATION Contact Information: Sarah J. Barzee, Ph.D. Chief Talent Officer Tel: Shannon Marimόn Division Director, Talent Office Tel: Claudine Primack Education Consultant, Talent Office Tel:
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