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
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