STRATEGIC STAFFING: RURAL CHALLENGES & OPPORTUNITIES November 12, 2013

© 2013, Battelle for Kids. All Rights Reserved.  National, not-for-profit organization that provides strategic counsel and innovative solutions for today’s educational-improvement challenges  Our approach: The Right People—Developing and Aligning Human Capital Systems The Right Measures—Measuring Educator and Employee Effectiveness The Right Practices—Researching and Supporting Effective Educational Practices The Right Messages—Engaging Stakeholders for Strategic Improvement What is Battelle for Kids?

© 2013, Battelle for Kids. All Rights Reserved. We have worked with school districts, state departments of education, and education-focused organizations in:  Arizona  California  Colorado  District of Columbia  Florida  Georgia  Hawaii  Hong Kong  Illinois  Indiana  Iowa  Mississippi  Missouri  New York  North Carolina  Ohio  Oklahoma  Pennsylvania  South Carolina  Tennessee  Texas  Wisconsin Partnerships

© 2013, Battelle for Kids. All Rights Reserved. Battelle for Kids Presenters Tony Bagshaw; Managing Director of Human Capital & Tennessee Race to the Top Lead; Cell, ; Brad Mitchell; Senior Director, Battelle for Kids, & Director, Ohio Appalachian Collaborative; x121 Tracy Nájera; Senior Director, Ohio Teacher Incentive Fund & Ohio Appalachian Collaborative; x165; Twitter:

© 2013, Battelle for Kids. All Rights Reserved. Today’s Learning Targets  Strategic Staffing: Sourcing, HR Branding, Recruiting, and Selecting  Examples of Promising Practices  Specific Challenges and Opportunities in Small and Rural Districts

© 2013, Battelle for Kids. All Rights Reserved. If we want to impact the 95%, we must…  Improve our talent pool via enhanced hiring practices  One can make the argument that hiring talent is the most important thing any leader does  No amount of “leadership” or “professional development” overcomes a mediocre hiring decision

© 2013, Battelle for Kids. All Rights Reserved. BFK Human Capital Strategy

© 2013, Battelle for Kids. All Rights Reserved.  Sourcing: Uncovering the sources of high- potential candidates by reviewing information on current successful employees.  HR Branding: Defining and developing an awareness of the key values, beliefs, and commitments associated with an organization and community that can attract high-potential individuals.  Recruiting: Attracting high-potential candidates to the organization.  Selection: Repeatedly selecting high-quality candidates by using multiple data points. Strategic Staffing

© 2013, Battelle for Kids. All Rights Reserved. Sourcing

© 2013, Battelle for Kids. All Rights Reserved. Sourcing  Sources of talent that have the greatest probability of producing quality candidates:  Do a significant number of high-performing teachers in a school or district come from a certain university?  Are they traditionally or alternatively certified?  Did they have similar prior work experiences?  Are there specific universities or other organizations that consistently provide high-quality minority or non-traditional candidates?

© 2013, Battelle for Kids. All Rights Reserved. Sourcing Strategies 467 Student Enrollment 90% Economic Disadvantage Relationship with Shawnee State University

© 2013, Battelle for Kids. All Rights Reserved. Branding

© 2013, Battelle for Kids. All Rights Reserved. HR Branding When potential applicants visit a district’s website, hear about the organization, or interact with employees or recruiters:  What do they see, think, and feel?  Do they get an accurate depiction of the district’s mission, values, priorities, and culture?  Do they understand the benefits of working there and living in the surrounding community?  Do they feel the district is a place they would like to work?

© 2013, Battelle for Kids. All Rights Reserved. HR Branding Strategies

© 2013, Battelle for Kids. All Rights Reserved. Recruiting

© 2013, Battelle for Kids. All Rights Reserved. Recruiting  Shortage of research around the effectiveness of specific recruitment strategies, such as job fair participation, online job postings, or university or community partnerships.  Research suggests that success in recruiting may be significantly impacted by:  financial incentives,  levels of compensation  district’s selection process (slow or inefficient selection processes)

© 2013, Battelle for Kids. All Rights Reserved. Recruitment Strategies  Do district policies and timelines support effective recruitment?  How do you compare with your peers in terms of pay and benefits?  What “benefits” beyond salary exist?  Federal or state programs for loan forgiveness, mortgage assistance, etc.

© 2013, Battelle for Kids. All Rights Reserved. Selection

© 2013, Battelle for Kids. All Rights Reserved. Selection  Goal: to identify and hire the most promising candidates from the applicant pool.  Research suggests that using multiple measures may help select high potential candidates with greater accuracy.  One way to ensure the selection process remains efficient and manageable is through a method known as “funneling”

© 2013, Battelle for Kids. All Rights Reserved. Selection: Funneling

© 2013, Battelle for Kids. All Rights Reserved. Selection

© 2013, Battelle for Kids. All Rights Reserved. Small and Rural Districts  Some districts are at a greater disadvantage in attracting highly effective educators for a variety of reasons Funding (State and Local) Professional Development Support Facilities & Technology Community Amenities

© 2013, Battelle for Kids. All Rights Reserved. Examples: Supportive State Policies  School funding formulae that include certain “disamenities” as resource lever. Ohio (education challenge factor) and Indiana (complexity index).  Funding for School Facilities  Affordable Housing Programs for Rural Districts  Examples from the audience?

© 2013, Battelle for Kids. All Rights Reserved. Resources to Support Efforts

© 2013, Battelle for Kids. All Rights Reserved. Resources to Support Efforts