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District unveils recruitment and retention plan focused on pipelines, wellness and data
Summary
Dr. Shute presented an initial recruitment and retention strategy that emphasizes targeted recruiting, wellness and ‘grow your own’ pipelines such as AUSL, BloomBoard cohorts, and use of HR systems to report fill rates and retention metrics.
District staff presented a multi-faceted recruitment and retention plan May 5 aimed at attracting and keeping teachers and other certified and noncertified staff.
Dr. Shute (presenter) said the plan aligns with district strategic goals and lists four key focus areas: targeted recruitment (including virtual job fairs and partnerships with universities and minority-serving institutions), strategic retention and staff wellness (a wellness committee, wellness captain and coaching), internal pipelines and talent development (grow-your-own programs such as the Academy for Urban School Leadership — AUSL — and BloomBoard endorsement cohorts), and equity-driven practices including salary and benefits benchmarking. The plan also calls for better digital outreach and staff-referral incentives and for using Skyward and Red Rover software to pull workforce metrics.
Board members asked how metrics could be reported to the board; Dr. Shute said staff will work with the HRIS and Red Rover integrations and expects a report back in the fall. Members also asked about loan-forgiveness publicity and substitute (guest teacher) recruitment; staff said loan-forgiveness paperwork is processed through the district and could be publicized and that guest-teacher recruitment may include tiered incentives, flexible scheduling, and reimbursing certification fees.
