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					          DC Public Schools

Recruiting
Effective
Teachers
                        NORTHWESTERN -
Increasing Student          KELLOGG
Achievement          SCHOOL OF MANAGEMENT
                         SARAH BUHAYAR
                           PIPER EVANS
                        CHAD KARTCHNER
                           ADAM SEGAL
                     Agenda

 Understand Mission of DCPS Human Capital
 Team

 New Recruitment Strategy


 Align Competencies with Perceived Gaps


 Steps for Implementing New Recruitment Strategy
 Mission Statement: To increase student achievement by attracting
                 and retaining effective teachers
          Hiring effective teachers will lead to greater retention and higher student achievement.

                                                                                                 Retention

      In order to increase student achievement, DCPS
       must consistently identify and attract effective
       teachers.
      By understanding a teacher’s needs and wants,
       DCPS can align those wants with its existing
       capabilities.

                                                                                                        Value

                                                                                                                High Student Achievement




1. Australia Bureau of Statistics. ~40% of the 15-24 male Australian population located in Sydney & Melbourne
                     Agenda

 Understand Mission of DCPS Human Capital Team


 New Recruitment Strategy


 Align Competencies with Perceived Gaps


 Steps for Implementing New Recruitment Strategy
        Recruitment Strategy Direction

Current DCPS Approach    New DCPS Approach


 Cast a wide net for     Target effective
  experienced teachers     teachers
 Market DCPS             Market individual
                           schools, principals,
 Use TFA & DCTF for       teachers
  new teachers            Sustain TCA & DCTF
                           relationships and
                           consider a residency
                           program
    DCPS Target: Highly Effective Teachers


 Believes in Each Student Unconditionally
 Proven Results in the Classroom
 Teaching in Surrounding Districts or Charter Schools
 2-4 Years Experience (or more)
 Self-aware & Dedicated to Continuous Improvement
 Willing to Embrace Challenges to Make an Impact in
 Children’s Lives
                        Obstacles

 Experienced and effective teachers have higher switching
 costs than recruits from other sourcing channels.

 Experienced teachers from surrounding districts
 understand the difficulties facing DCPS.

 DCPS must overcome distrust in the minds of experienced
 teachers.

 Experienced teachers are taking a risk when they switch to
 DCPS – they need evidence the district can and will
 achieve its stated goals.
          Market Size

                                   Number of Teachers

DC Charter Schools                 1,373

Montgomery County                  11,398

Prince George County               9,840

Fairfax County                     14,072

Prince William County              5,459

Loudon County                      4,722

Arlington County                   1,942

Alexandria City                    1,208

Total                              50,014


DCPS Effective Hire Target         292
Percent of surrounding districts                   1%
                     Agenda

 Understand Mission of DCPS Human Capital Team


 New Recruitment Strategy


 Align Competencies with Perceived Gaps


 Steps for Implementing New Recruitment Strategy
Recruiting Effective Teachers Requires Meeting a Diverse Set of Needs


                                                         DCPS        DC Charter     Surrounding
                   The Needs of Effective Teachers     Perceived       School         District
                                                      Capabilities   Capabilities   Capabilities

   Supportive               Good principal                                              
  and Innovate
  Atmosphere            High performing peers                                           

                              Autonomy                                    




                       Professional development                                         
   Professional
   Growth and                Career ladder
  Accountability
                     Equitable and fair evaluations                                    



   Recognition
                      Social and monetary rewards                                     
       and                                                                
                        Challenging opportunity             
   Fulfillment
                     Recruitment Roadmap
     Needs of
Effective Teachers    How DCPS Fills Perceived Gaps   Concrete Communication
                     Opportunity to Innovate
     Needs of
Effective Teachers    How DCPS Fills Perceived Gaps            Concrete Communication

   Principal                 Defined vision for school
   with Vision                Principal evaluation and
                                   accountability


                                                                Publicly available
                                                                principal evaluations
   High
   Performing           Access to excellent teachers at DCPS
                                                                Webcasts of effective
                            Opportunities to collaborate
   Peers                                                        teachers in action

                                                                Open houses and
                        Good principals encourage teacher       shadow days
                                   leadership
   Autonomy
                       As schools improve, they earn greater
                                    autonomy
   Professional Growth and Accountability
     Needs of
Effective Teachers   How DCPS Fills Perceived Gaps          Concrete Communication

   Professional
   Development                  School-based PD
                          Individual, differentiated PD



                                                             Invite teachers from
                                                             surrounding districts to PD
   Career
   Ladder              Increased leadership opportunities
                               Hybrid positions              Chat rooms with current
                                                             DCPS teachers


                                                             Publishing rubric and
   Equitable                  Multiple Measures
                                                             measures
   and Fair                     Growth Model

   Evaluations                Multiple Evaluators
                            Principal Accountability
                           Recognition and Fulfillment
          Needs of
     Effective Teachers                How DCPS Fills Perceived Gaps            Concrete Communication




          Social and                     Teacher of Excellence at each school
          monetary                        Chancellor’s Advisory Committee
                                                                                 Publish student testimonials
          rewards                               Performance Bonus*               about Teachers of Excellence



                                              Serve high needs students          Chancellor’s Advisory
                                                                                 Committee publicized as
                                         Opportunity to be part of a national    experts
          Challenging                       model for urban education




*Contingent upon new union contract.
            Summarizing the Message

 Target is experienced teachers who have high
 switching costs.

 Message has to be compelling enough to make
 teachers leave current position.

 DCPS is the best place for effective teachers to
 challenge themselves and grow professionally.
Recruiting Effective Teachers Requires Meeting a Diverse Set of Needs


                                                            DCPS          DC Charter      Surrounding
                     The Needs of Effective Teachers      Perceived         School          District
                                                         Capabilities     Capabilities    Capabilities

   Supportive                  Good principal                                                 
  and Innovate                                               
  Atmosphere               High performing peers                                             

                                                                               
                                 Autonomy                    

                          Professional development                                            
   Professional
   Growth and                   Career ladder                
  Accountability
                        Equitable and fair evaluations                                       


   Recognition
                         Social and monetary rewards                                         
       and                                                                     
                           Challenging opportunity             
   Fulfillment

         Result: Increase student achievement and increase average teacher retention by 3 years.
                     Agenda

 Understand Mission of DCPS Human Capital Team


 New Recruitment Strategy


 Align Competencies with Perceived Gaps


 Steps for Implementing New Recruitment
 Strategy
         Communication Channels

           Cause marketing      Promotions with
           promotions with     graduate schools of
           teacher-friendly        education
               retailers




              TeachDC Comprehensive Website



 Targeted teachers                     Targeted teachers
 attend DCPS high                     participate in school
quality professional                   shadow days and
    development                           open houses
                  Timeline



                         Website
            Promotions
                                PD   Shadow Days    PD


Oct   Jan                 Apr                 Jul        Oct
Spillover
                              Proposed Budget

Costs                          Estimated Costs        Funding and Sponsorship               Cost to DCPS
Website Design                 $       30,000                                           $          30,000
 Video
 Blog
 Chat Room
Principal Evaluations                   50,000   Foundation                   25,000               25,000
Teacher Discount Promotion
  Adverstising                          35,000   Corporate (i.e. Borders)     20,000               15,000
  Database                              10,000                                                     10,000
PD Advertising                          20,000                                                     20,000
Teacher Excellence Awards
  1 per school                          10,000                                                     10,000
  Local advertisements                 300,000   Corporate Sponsor           100,000              200,000
  Chancellor's Panel                     5,000                                                      5,000
Federal Employees' Partners                                                                             0
  Adverstising                          35,000                                                     35,000
  Fair                                  10,000                                                     10,000
Residency Program                    3,500,000   Higher Ed Act              3,500,000                   0
  Adverstising                          35,000                                                     35,000
Total                          $    4,040,000                                           $         395,000
                     Marketing campaign will drive demand to DCPS
                            and lead to two major indicators
          Hiring effective teachers will lead to greater retention and higher student achievement.

                                                                                                 Retention

          Only by aligning the needs of effective teachers can
           we increase student achievement and teacher
           retention.
          By addressing each issue in the recruitment strategy,
           DCPS will complement the remaining pieces of the
           Human Capital value chain.
          The strategy is not contingent upon a signed union
                                                                                                        Value
           contract and revised compensation system; instead
           these complement the recruitment strategy.                                                           High Student Achievement




1. Australia Bureau of Statistics. ~40% of the 15-24 male Australian population located in Sydney & Melbourne

				
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