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Share with your neighbor. Participants will be able to evaluate their current recruitment and retention strategies to determine their effectiveness.

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Presentation on theme: "Share with your neighbor. Participants will be able to evaluate their current recruitment and retention strategies to determine their effectiveness."— Presentation transcript:

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2 Share with your neighbor.

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4 Participants will be able to evaluate their current recruitment and retention strategies to determine their effectiveness and identify new opportunities.

5 Use as many complimentary strategies as you can to be sure you are reaching the most effective educators.

6  No competitive advantage -  Lost in volume – never stand out  Active only sources Quantity does not equate to quality!

7 Start with the screening process: - Online application to include attestation form - Digital screening and position tools that compliment your current ‘Human Capital Management System’

8  Advertising: › TV, radio, billboards, movie theater ads › Go where they go!!  Recruit at non-recruiting events – conferences, etc…..  Non-traditional media: Youtube, Facebook, LinkedIn, Twitter  Online communities – teacher forums rather than all inclusive job boards

9  Contract with online providers  Special Education – New to the Profession Attestation and HOUSSE Rubric  REAP – Rural Education Achievement Program Attestation and HOUSSE Rubric

10  Fees for Teach for America and Arizona Teaching Fellows teachers  Recruitment stipends-teachers & principals (new hires & transfers)  Internal recruitment – building capacity  Partnerships with IHEs  Career placement centers  Job fair registration/travel & website fees  HR involvement in planning with federal programs staff

11  On-the-spot contracts offered  Advertise more than salary and benefits  Guidance about AZ teacher credentialing  Opportunities for professional growth › Induction and mentoring programs  Housing assistance  Transportation in rural areas – vehicles  National Board Certification fee subsidy  Student loan forgiveness tied to placement

12 Turn to your neighbor and :  Discuss one successful recruitment strategy that you have been using.  Discuss one new recruitment opportunity that you would like to try.

13 Broadcast the many opportunities available in your district to new teachers once they are hired!!

14 --Retention stipends – tied to student achievement…..with caution --New teacher assistance– facilitate immersion of new teachers into community --Welcoming school environment – pair up for support --Induction and mentoring programs

15 Opportunities for: --Collaboration and quality professional development --Participation in decision making LEA policy/curriculum committees --Professional Career Planning – principal mentoring program, department chairs, coaching, interventionists, etc…..

16 Do you evaluate the effectiveness of your recruitment and retention strategies yearly??

17 --Establishing hiring goals – tie evaluation measures to those goals --Collect data related to strategies utilized --Assess the quality of teacher candidates? --Attrition rates and exit interviews/surveys – determine reason for leaving --Measures of effective staffing/placement tied to student academic achievement

18 -Rate and reason of transfer requests -Analyzing the time to fill positions -Vacancy rates/duration of substitutes in positions

19 Turn to your neighbor and spend 5 minutes: --Discuss one successful retention or evaluation strategy that you have been using. --Discuss one new retention or evaluation opportunity that you would like to try.

20 We invite you to consider: --How streamlined and powerful are your recruitment and retention strategies? --Whether your strategies compliment one another? --Whether your strategies are the best ones to address local LEA needs?

21 Effective Teachers and Leaders Unit Marilyn Gardner – Rosemary J. Gaona –


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