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GROUP SUMMARIESDesigning Effective Policies and Practices for Recruitment and RetentionMay 25, 2016What We Are Currently Doing for RecruitmentWhat Else Could We Be Doing for RecruitmentPoachingPre-screen interviewsJob Fairs – In and Out of StateIncentive bonus to teachers to lure friends upTravel reimbursementSigning bonusState endorsed transitional programsNetworkingGrow from withinWelcome wagon/inductionATPVideosSocial networking – LinkedIn – FacebookJob Fairs – Slide showGrow our Own (“Teach”) Career Path in H.S. and Associate TeachersStudent teachers from lower 48Word of mouth – Bonus for referring a friend“Greeter” – Someone to talk to/Guide before getting hereLongevity bonusJob fairs – Traditional circuit and virtualReaching people before job fairsMaking contact with colleges and universitiesApplitrackChanged application systemUsing “indeed” for certain positionsTeacher-to-teacher postingsCareer ladder – Grow Your OwnJob Fairs$1500 moving allowanceBuild your own programScholarship students to become teachersProvide teacher trainingIncentivize anyone to recruitCultural instructionOpening student-teacher positions (experienced)Welcome Wagon in Anc.C3 CampTargeting teachers from outside who ne more “needy”Job FairInternshipWelcome WagonIncentive packageLong term subs – January on Dec Grads.Growing our own teachersWebsite, media, videosProfessional developmentCulture CampFollow-Up – OutreachJob FairsAdvertisingOn-Line communicationFinders’ FeesSigning bonusMoving expensesHome grown programsVideos about districtLiving incentivesAcademic/cultural orientationBD Members/Local help with recruitingPeace Corps messagingAdvertising on a national level – PR that changes perception of the professionInternships/Pre-service “visits”Career/Tech schools have education pathExpansion of loan forgivenessPartner with universities to promote education tracksCommunity partnerships with businesses and organizing recruitment – Look in other career areasRevamp website/Individual sites for site recruitment – More information and Induction components – Consider social mediaCollege students as online, then face-to-face tutors – Teachers (Lake and Penn)Expand education career pathway (Start all the way back in middle school)Need to “sell the lifestyle” - Outdoorsmen ShowsSend current teachers and students to job fairs even via video/Skype – Village teachersCollaborate with other HR Departments within State – Better job fitIncentive to stay in bush (Keep good ones from going to the road system)Provide perks like internet and TVTeacher hand-holderCareer ladder implementationTribal grants for teacher candidatesGoing directly to UA system to get student tutors+ Incentives for these students+ Make inroads with teacher prep programs + Summer course onsite in rural hobs + UA students attend Culture Camps for creditIncentive pay for in-district teachers who find othersIncrease partnering @ job fairs to fell everyone’s slotsIncrease use of social media and early communicationInternship - $20 per hour, housing, travel, mid-year gradsPartnering – Universities – AK Native Teacher Prep programCollaborate – build higher capacity, Career pathway, develop a statewide networkExpand definition of a “teacher” – (Associates) LKSD, Experts in classroomQualities – Culture bearers, Customary and traditional lifestyle, Hale and hearty. Community basedAlternative Teacher Prep – Who is already hear who may want to become a teacher?Reciprocity – Praxis, Certification, Could/Should be simplerUse of visual promotional – Like in AKWho do we want? – Need a vision of who stays and target our efforts – Some are local, some are adventurous, some are mission-basedStrategic plan for grow your own – partnerships with NSEDS, NW CampusTutors to teachersLoan forgiveness programsRetirementANSEP ModelFEA – Dual Credit program – Mentorship programSell what we have to offerSupport our student when in collegeExpand future teacher programsClassified to certified programsCareer pathways to teachingFlexibility to certificationOverseas recruitmentGROUP SUMMARIES – ADDRESSING RETENTION CHALLENGESDesigning Effective Policies and Practices for Recruitment and RetentionMay 25, 2016Challenge: Lack of Communication Principals to TeachersGroup Prioritization – VisionStructural routines and proceduresExplicit expectationsMonitoring and re-teachingBuilding relationshipsProviding feedbackChallenge: Lack of mentoring and coaching for need school leadersProfessional development – Collaboration, Leadership, Building RelationshipsRefocus SSOS to be principal coachesRequire classroom experience for leadersTraining in prioritizationTraining for principals coaches and mentorsChallenge: Skills and VisionCommunicate clearly from district to building with meaningful dialogue to ensure integrity to visionConsistent training/mentoring and monitoring of progressDevelop robust education programs that offer mentoring and are responsive to the needs of he districts, schools, communitiesDevelop a culture of frequent and meaningful feedback at every levelHigh expectancy for all staff – Art and science of teachingChallenge: School and District Conflicts with LeadershipLack of leadership and interpersonal skills – Rely on positional authorityMentorsTraining/Seminars – Organizational change, effective leadership, team buildingInduction Process – Culture, School SystemChallenge: School ClimateA sustainable, systemic approach (Foundations, CHAMPS, Connected Schools, etc…)The staff is vestedOn-going professional developmentTransparency – No hidden agendaShared leadershipChallenge: Multi-grade and multi-subject teaching assignmentEstablish and maintain a curriculum focus. You can’t teach everything in a multi-grade, and multi-subject assignment. Focus expectations and Think multi-yearIntegration of technology resources to support curriculum and instruction (Example: CSI Brain Honey) Technology SupportVTC solutions for larger groups of students (Efficiency) Issues of how many students can we serve. Use Google Hang-Outs as an alternative.How do we ensure equity across schools?GROUP SUMMARIESDesigning Effective Policies and Practices for Recruitment and RetentionMay 26, 2016What We Are Currently Doing for RecruitmentWhat Else Could We Be Doing for RecruitmentPoachingPre-screen interviewsJob Fairs – In and Out of StateIncentive bonus to teachers to lure friends upTravel reimbursementSigning bonusState endorsed transitional programsNetworkingGrow from withinWelcome wagon/inductionATPVideosSocial networking – LinkedIn – FacebookJob Fairs – Slide showGrow our Own (“Teach”) Career Path in H.S. and Associate TeachersStudent teachers from lower 48Word of mouth – Bonus for referring a friend“Greeter” – Someone to talk to/Guide before getting hereLongevity bonusJob fairs – Traditional circuit and virtualReaching people before job fairsMaking contact with colleges and universitiesApplitrackChanged application systemUsing “indeed” for certain positionsTeacher-to-teacher postingsCareer ladder – Grow Your OwnJob Fairs$1500 moving allowanceBuild your own programScholarship students to become teachersProvide teacher trainingIncentivize anyone to recruitCultural instructionOpening student-teacher positions (experienced)Welcome Wagon in Anc.C3 CampTargeting teachers from outside who ne more “needy”Job FairInternshipWelcome WagonIncentive packageLong term subs – January on Dec Grads.Growing our own teachersWebsite, media, videosProfessional developmentCulture CampFollow-Up – OutreachJob FairsAdvertisingOn-Line communicationFinders’ FeesSigning bonusMoving expensesHome grown programsVideos about districtLiving incentivesAcademic/cultural orientationBD Members/Local help with recruitingPeace Corps messagingAdvertising on a national level – PR that changes perception of the professionInternships/Pre-service “visits”Career/Tech schools have education pathExpansion of loan forgivenessPartner with universities to promote education tracksCommunity partnerships with businesses and organizing recruitment – Look in other career areasRevamp website/Individual sites for site recruitment – More information and Induction components – Consider social mediaCollege students as online, then face-to-face tutors – Teachers (Lake and Penn)Expand education career pathway (Start all the way back in middle school)Need to “sell the lifestyle” - Outdoorsmen ShowsSend current teachers and students to job fairs even via video/Skype – Village teachersCollaborate with other HR Departments within State – Better job fitIncentive to stay in bush (Keep good ones from going to the road system)Provide perks like internet and TVTeacher hand-holderCareer ladder implementationTribal grants for teacher candidatesGoing directly to UA system to get student tutors+ Incentives for these students+ Make inroads with teacher prep programs + Summer course onsite in rural hobs + UA students attend Culture Camps for creditIncentive pay for in-district teachers who find othersIncrease partnering @ job fairs to fell everyone’s slotsIncrease use of social media and early communicationInternship - $20 per hour, housing, travel, mid-year gradsPartnering – Universities – AK Native Teacher Prep programCollaborate – build higher capacity, Career pathway, develop a statewide networkExpand definition of a “teacher” – (Associates ) LKSD, Experts in classroomQualities – Culture bearers, Customary and traditional lifestyle, Hale and hearty. Community basedAlternative Teacher Prep – Who is already hear who may want to become a teacher?Reciprocity – Praxis, Certification, Could/Should be simplerUse of visual promotional – Like in AKWho do we want? – Need a vision of who stays and target our efforts – Some are local, some are adventurous, some are mission-basedStrategic plan for grow your own – partnerships with NSEDS, NW CampusTutors to teachersLoan forgiveness programsRetirementANSEP ModelFEA – Dual Credit program – Mentorship programSell what we have to offerSupport our student when in collegeExpand future teacher programsClassified to certified programsCareer pathways to teachingFlexibility to certificationOverseas recruitmentGROUP SUMMARIES – ADDRESSING RETENTION CHALLENGESDesigning Effective Policies and Practices for Recruitment and RetentionMay 26, 2016Challenge: Isolation (Social Support)Team bonding activitiesCommunity potluckNew Teacher Night with CommunityFree internetPeer Social MentorsChallenge: Lack of CommunicationCreate communication structures and protocols+ District+ School+ InclusiveCommunication of purpose/rationale for policy, paperwork, etc…Establish job-alike networksAccountability for communicationTwo-way communicationChallenge: Misconceptions of the JobClear and complete job descriptionsClear and complete staff expectationsMentorship with experienced principalsShadowing opportunities post-assignmentVisits to successful sitesOutside support to help maintain positive school culture/climateChallenge: Job SatisfactionSolid behavior managementStaff input to increase satisfaction with village lifeDevelop teacher leadersPD for ongoing curriculum supportContinuous feedback on all four above.Challenge: Lack of CommunicationEstablish normsIdentify as a problem (survey people)Ask all stakeholders for input and commitmentProvide protocols and flowchartsOffer PD and TrainingMid-Year assess and redirectChallenge:GROUP SUMMARIESDesigning Effective Policies and Practices for Recruitment and RetentionMay 27, 2016What We Are Currently Doing for RecruitmentWhat Else Could We Be Doing for RecruitmentRich Cultural History Conveyed$1,000 Travel StipendEvery Three Years - $1,000 Signing BonusGood Options for Advancement – Masters in Math, Special Education, or LeadershipSupportive District3 – 4 Day InserviceStipends for TravelLots of AutonomyExpectations and Setting Well Explained – TransparencyBrochure, Salary Schedule. Housing, Cost of Living Disclosed Up Front during RecruitmentJob Fairs Inside/Outside AlaskaCommunication with New Hires by Existing StaffUtilities, Water, Sewer Paid and Furnished Housing ProvidedCulture Camp for New TeachersMentor Families for TeachersJob Fairs in AlaskaJob Fairs Out of StateATPAirfare to Site for First YearCulture Camp$1,000 Travel Reimbursement Every YearBring in Student TeachersPartnering with UAF to Local People as TeachersSigning BonusGood BenefitsFinders FeeFree Internet at Teacher HousingInstitutional Expectations of RespectAdvertisingHiring BonusesJob FairsRetention BonusAdjustment BonusHousing StipendFlight ReimbursementCulture Camp – New HiresExtra Inservices for First/Second YearState Mentor (Changing)Building MentorReferral BonusGoing to Job FairsGrowing Our Own – Encouraging Locals to Become TeachersATP Job Listings/CraigsListIncentives for Changing/Additional EndorsementsFree HousingTargeting Student Teacher ProgramsCulture Camp for New HiresMoving StipendBring Teacher and Their Family to See VillageGoing to Job FairsTaking Some Principals to Job FairsTeacher Contact for New (or Potential) HiresAsk New Teachers to Call Their FriendsReferral Bonus (If We Hire Someone You Recommend)ATPGrow Your Own ProgramWebsites Have Intro Pages/Videos on SiteWelcome Wagon to Help AcclimatePre-Hiring (General Positions before Specific Site Known)Tapping into December GraduatesSigning Bonus/Moving Expenses/Flight CostsHosting Student Teachers/InternsShort Term Intros to Rural ExperienceLong-Term Subs (Young Rather that Retired)Updated School WebsitesComments from Existing TeachersPartnerships with Universities – Student Teachers Provide Travel StipendsGrants/Loans for High Schoolers to Go Into Teacher EducationProvide Professional Development GrantsLongevity BonusesMultiple-Year Contracts with Added IncentivesFocus on Recruiting in Places with Good Results in RetentionCommunity BuildingArctic FamilyFocus Significant Funding toward Retention Instead of Just RecruitmentFree/Cheap HousingCommunity Potluck Welcome from AllEducating School BoardsPartnering Potential Recruits with StaffPartnering with a University for Student TeachingSurveys – Why Are You Staying?Financial Benefits – Cost of Living IncreaseSocial Media – Using Teacher and University ConnectionsHigh School Funnel ProgramFind a Way to Help with Child CareImprove HousingConnection with Current TeachersIncentive to Give Notice of Resignation EarlyIntro to Education for High School Students – Get Students to Pass Their Para-ProAides Getting Paid for CertificationPartnerships with Alma MatersMake and Advertisement/CommercialAdvertise Federal Loan ForgivenessIncentives for Multiple Years in DistrictIncentives for Higher Education/Additional CertificationsSigning Bonus Attached to ResigningFree 4 Wheeler/Snow Machine after Third YearOffer some Kind of “future teacher” Pathway for our High SchoolersTarget Second-Career Candidates+ Fast Track Programs (University Ties)+ Business PartnershipsUnemployed SpousesFind out where “stayers” are from and then Recruit More ThereFind Out Why our Teachers Come from Other Places to Teach here – If Adventure Seeking, Make an Activity for ThatGROUP SUMMARIES – ADDRESSING RETENTION CHALLENGESDesigning Effective Policies and Practices for Recruitment and RetentionMay 27, 2016Challenge: Clarity of Roles and ResponsibilitiesBrainstorm to Establish NormsDefine RolesTrust Building ***Communication + Visualization+ Two-way/Multi-WayChallenge: Administrator Issues – Inexperience/Poor Administrative PerformanceGrow Your Own with Proper Skill SetMentor with OthersState-Principal MentorPrincipal CollaborationProfessional Learning/TrainingTimeSurveys Challenge: Isolated from Traditional Support SystemsMentor FamiliesSurveys/Social Media/Connections for Village School InformationEncouragement (Financial/Partnership) to “go to town”Best of Anchorage RecommendationsPet Friendly PoliciesStrong Internet Presence Challenge: Lack of Sense of CommunityA Mentor FamilyCulture CampSchool/Community Planned EventsDistrict Teacher Communities with Common JobTeacher Social EventsChallenge: Overloaded/OverwhelmedCommunity and Staff MentorsLimit Extra Duties (Draw Instead from Community)Help Focus/Prioritize (Share local priorities)Set Healthy Work ParametersUse Protocols/Structures at Meeting to Have Equal Voice (Hear from Them More)Challenge: ................
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