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Pillar #2 - PEOPLE

Pillar #2: People

GOAL: Build a dedicated workforce by recruiting, developing and retaining accomplished professionals

Objective A: Enhance recruitment and hiring processes

Measures

  • Increase the number of applicants participating in the district job fair each year
  • Increase the number of applicants applying for positions

Activities

  • Refine recruitment and hiring plan
  • Implement a job-specific training plan for employees new to their positions or new to the district
  • Develop a plan to offer competitive salary and benefits for all positions
  • Hold information sessions in partnership with colleges for cohorts in Educational Leadership to recruit aspiring leaders
  • Find additional methods to publicize vacancies (expand social media, etc.)
  • Conduct a compensation study to determine competitiveness with similar positions/locations

Objective B: Build leadership capacity at all levels

Measures

  • Increase participation in the Aspiring Administrators Academy by 1% annually
  • Increase the number of qualified applicants for leadership position vacancies

Activities

  • Provide quality professional development for all levels
  • Develop comprehensive professional development plan for all employees
  • Strengthen mentoring and coaching
  • Expand the current programs for aspiring leaders
  • Provide opportunities for administrators to participate in the Brian Dassler Leadership Academy to develop leadership skills to provide targeted feedback for teacher growth
  • Provide opportunities for administrators to participate in the National Institute for School Leadership (NISL) to increase sharing of the latest best practices with other staff

Objective C: Increase the employee retention rate of qualified personnel

Measures

  • Improve retention rate by 0.5% annually
  • Reduce the percentage of classroom instructional vacancies on September 1st by 0.5% annually

Activities

  • Conduct employee engagement surveys
  • Conduct surveys regarding the satisfaction with the hiring process
  • Review number of applicants by position type to determine areas that need to be targeted
  • Analyze the number of days to fill positions to identify critical shortage areas
  • Analyze use of substitute and long-term substitute data to determine if there are patterns and to identify critical shortage areas
  • Review data collected from exit interviews to identify areas in need of improvement
  • Evaluate policies and procedures to identify potential barriers for attracting and retaining employees
  • Develop and implement an employee engagement plan to help increase employee retention