Keys to teacher quality:

Transcription

1 Teacher Quality (Talent Management) Strategic HR Recruiting & Retention Teaching & Learning Prof Development Strategic Partnership Joint Challenges & Opportunities Action Research Data Planning The quality of an educational system cannot exceed the quality of its teachers. The only way to improve outcomes is to improve instruction. How the world s best performing school systems come out on top 2007, McKinsey & Co. Keys to teacher quality: Recruit the right candidates; Ensure strong preparation, p discerning selection, effective induction, and quality PD Retain those who do well; Make strategic decisions Integrate HR and T&L efforts Support the entire career continuum Internship, Recruitment, Hiring, Assignment, Induction, Advanced Certification, and Continuing PD Select for high payoff attributes Offer contracts early Diversity/high needs focus Cast a wide net Data Recruiting s silent partner Stable source of $ Long term vision Data 1

2 Learning Forward (formerly NSDC) New evaluation system Growth model Link PD to student learning Data What s wrong with teacher quality? The core of R&R and PD A strategic approach When reality strikes Research and data implications Recruiting Retention Professional Development Reality Strikes By the Numbers Teacher turnover In a hole? stop digging! Quality: Hard to fill and hard to replace Equality Equity HR as technician Just hanging out the shingle Not thinking strategically and in a recession Forgetting the core HQ Best Qualified Define The Core Strategies Build Around The Core Retention Recruiting Prof Development Prof Growth & Eval Retention ProTeach Endorsements Grow Your Own Recruiting Internships Out of state Recruiting Structured Interviews Diversity Outreach Teacher Cadre Instructional Rounds in Education Elmore et al R&R/PD Teacher System CORE CORE Content Learner Job Teacher 2

3 For recruiting What does it look like? Diversity Outreach Prof Growth & Evaluation Teacher Cadre Mentor Program Out of State Recruiting National Board Support Grow Your Own Endorsement Support Recruitment Strategies Structured Interviews ProCert Support Internship Retention Strategies Finding the talent Get the right people on the bus Internships ( Pool) Expand and enhance placements Greater focus on cooperating teachers Mentor training for cooperating teachers Partnerships between colleges and schools Group placement More time for college instructor Co teaching supports student learning Out of state Recruiting ( Pool) Willie Sutton where the money is Target universities with diverse student populations, math and science teachers in large numbers Recruit and sponsor outstanding teachers in hard to fill endorsements Combine several job fairs into a single trip and send one or two recruiters backed up by a team of second round interviewers Diversity Outreach ( Pool) Involve principals and other teachers of color Subcommittees assist in recruiting materials, contacting and sponsoring potential teacher of color candidates Intensive monitoring and tracking of minority candidates to ensure high visibility with principals. Recruit and sponsor outstanding teachers and H1B candidates in hard to fill endorsements. 3

4 Structured Interviews Selection Prescreen applicants for dispositions and behaviors most likely to be successful in the classroom Student centered vs. teacher centered Training of interviewers Online screener Teacher Cadre/Early Hiring Early hiring of teachers in shortage areas Based on structured interview, high probability of success Hired on continuing contracts ready to serve as substitutes until hired into regular classroom position. Principals can fill vacant positions quickly by selecting from the Teacher Cadre. Keeping the talent Recruiting s Silent Partner HR Strategies Grow Your Own Program Induction ($) Endorsement ($) Advanced Certification Support Grow your own Program Shortage area endorsements $ from the state Support to district employees Encouragement of community members Home grown candidates tend to stay Endorsement Support Elementary teachers adding math endorsements, improve math skills Focus on endorsements in special education, ELL, reading and mathematics $ from state, district Prof dev leads to retention 4

5 District Support to ProCert Candidates Partnership with SPU District cohort $425 toward tuition Retention payback Prof dev leads to retention Embedded in HEA Contract District Support to NBPTS Candidates $1,000 assessment fee payment Jump Start, Home Stretch Tuition free District Cohorts w/trained NBCTs Retention payback Prof dev leads to retention Embedded in HEA Contract R&R is everyone s business Structured interview is powerful Early/selective hiring Retention as the silent partner Internships support Induction support Endorsement support Advanced Certification support Recession 2009? Impact of Budget Reductions State budget for : $2.8B budget shortfall State budget cut education by $120M 65 70% of district budget comes from state District response: budget reduced by $3.4M (~4%) 20+ RIFs for 3 years Drastic reduction in recruiting budget from $50k in to $14k in Hunker down Slash travel & training &material costs Live off previous investments Entrepreneurial thinking Share costs Early hiring? 5

6 Setting Priorities Managing the Process Advertising Outreach Automation Travel Training Interviewing When life gives you lemons Make Lemonade! Research & Retention + Professional Development + Professional Growth & Evaluation = Teacher Advancement R&R Strategies PD Strategies In Combination Grow the talent Building Staff Capacity TL Strategies 3 yr Mentoring/Induction Program Advanced Certification Professional Development Professional Growth & Evaluation 6

7 PROFESSIONAL GROWTH CONTRIBUTION SERVICE LEADERSHIP YEARS OF TEACHING >6 Pre service Early Career Professional Advancement Leadership PHASE Internship Induction Professional National Board Teacher Leader R&R Early/selective hiring Professional development Prof Growth & Evaluation No one strategy is fully effective Combined, they have more potential Implementation has resource implications ACTIVITY Prepare Survive Thrive Excel Lead FOCUS Residency Management Strategies Instructional Strategies Prof Cert National Board Strategic Plan EVAL STD Teacher Ped Assessment Highline Instructional Frame (Basic) Highline Instructional Frame (Proficient) How well prepared are we for the rebound? Identify strategic change packages Travel, Purchases, Interviews Prepare for the recovery Out of state travel, job fairs, visits Structured interview effort Integrated PD Aligned w/prof Growth & Evaluation Research Focus Data Collection & Analysis What data do we have? What does the data say? Why (do we think) the data says that? What are we going to do about it? 7

8 PROFESSIONAL GROWTH CONTRIBUTION SERVICE LEADERSHIP YEARS OF TEACHING >6 Pre service Early Career Professional Advancement Leadership PHASE Internship Induction Professional National Board Teacher Leader ACTIVITY Prepare Survive Thrive Excel Lead Residency Management Instructional Prof Cert National Board Strategic FOCUS Strategies Strategies Plan Pre service 58% increase in placements partnerships with colleges/universities Early career Teacher turnover per yr down to 46 new teachers Mentor inductee ratio 1:30 60 (vs model 1:15) Teachers of color Professional advancement 90% success rate (ProTeach cohort) 120 NBCTs (top twenty districts in USA) 55 60% success rate Teacher leadership ELL, Math, Literacy, Special Ed, Science, Mentors, ProCert facilitators, NB facilitators EVAL STD Teacher Ped Assessment Highline Instructional Frame (Basic) Highline Instructional Frame (Proficient) SUMMARY OF HSD COMPLIANCE WITH NCLB ACT HQT REQUIREMENTS School Year School Year School Year Category * Percent HQT 95% 98% 99% Non HQ Teachers Conditional Certificates Emergency Certificates Significant improvement has been accomplished in the area of highly qualified teachers during the past year DELTA TOTAL STAFF RETIREMENT RESIGNATION OTHER REASONS TOTAL LOSS PERCENT TURNOVER 15.95% 14.59% Follow up on continuing contracts issued in May. Personal leave policy Non continuing contracts for new hires. Accountability associated with schools not meeting annual yearly progress. Retire/rehire teachers filling vacant positions Continuing contracts issued May 1 st due back May 15 th. Teachers on personal leave resigned. Accountability associated with schools not meeting annual yearly progress. Retire/rehire teachers filling vacant positions. The recruiting effort for SY was successful in replacing teacher losses with high quality, highly qualified teachers. The recruiting effort resulted in FTE new hires: 93.4 (59%) were first year teachers 20.0 were special education teachers 16.5 were teachers of color 15.8 were secondary math teachers 7.0 were secondary science teachers 7.0 were education staff associates SchoolYear began with only one vacancy (SPED). 8

9 Truly outstanding teachers with hard-to-fill endorsements are identified and hired immediately. Teachers are pre-screened and determined to be the best of the best. 65 teachers from Teacher Cadre hired into buildings by principals. Statistically Expected Utilization (SEU) # of people, by race and sex, who should be represented in the organization based on the # of people by race and sex who are in the available job market Affirmative action is warranted When the % hired for a particular group of people is < the % of that group in the available workforce. STATE REPORT 275 CATEGORIES M F T SEU PERCENT Comparison of TOC Population to Statistical Expected Utilization WHITE 4,690 13,195 17, % BLACK AFRICAN AMERICAN & AFRICAN % 14.00% 12.00% 10.00% 11.68% 9.63% 9.88% HISPANIC % ASIAN "ASIAN & PACIFIC ISLANDER" , % OTHER "AMERICAN INDIAN & ALASKAN NATIVE % 8.00% 6.00% 4.00% 2.00% 0.00% TOTAL TEACHER POPULATION 5,332 14,918 20, % SEU Teacher Quality Everyone s Business Recruiting is Everyone s Job Structured interview perhaps the #1 strategy Early hiring a close #2 Retention & PD is Everyone s Job No one strategy is singularly effective; Combined strategies are very effective; many strategies are designed to be fully integrated Implementation based on resources 9