Hiring, Evaluation & Promotion

Recommended Initiative 3.2

Create a diverse and talented team through equitable hiring, evaluation, promotion, distributed leadership, and leadership pipeline practices.

Deliverables & Design Considerations

Click each deliverable below to expand its key design considerations.

TIMING: SPRING 2021

Conduct a talent needs assessment by examining current vacancies, retention/turnover rates, promotion patterns, and demographics trends

In which grade levels, content areas, and roles are there strengths and significant gaps related to anticipated vacancies?
Where are we seeing the highest retention and turnover rates?
What specific demographic trends are emerging across the needs assessment?

Determine 1-2 short-term strategies based on post-pandemic talent needs

Where can we leverage existing human capital resources to target the trends identified in the talent needs assessment?
What needs are priorities for Fall 2021 reopening, versus longer-term strategies requiring additional time, research, and resources?

Implement short-term strategies and track progress towards Fall 2021 reopening

What systems are in place to ensure time to progress monitor goals toward Fall 2021 reopening?
How will we ensure important stakeholders voices and concerns are heard? How will we update them on progress?

timing: SCHOOL YEAR 2021-22

Conduct a talent needs assessment by examining current and trend data, including those related to current vacancies, retention/turnover rates, promotion patterns, and demographics trends

In which grade levels, content areas, and roles are there strengths and significant gaps related to anticipated vacancies?
Where are we seeing the highest retention and turnover rates?
What specific demographic trends are emerging across the needs assessment?

Determine 1-2 long-term strategies for creating a diverse and talented team

Long term strategies could include:

A clear instructional leadership pipeline program, inclusive of trainings for teacher instructional coaches, grade level leads, assistant principals, and principals
An apprentice teacher program, potentially providing experienced teachers with opportunities to teach/mentor new teachers
Partnerships with school leader pipelines and professional learning opportunities
Recruitment, hiring, professional development, evaluation, and promotion practices that increase the racial diversity of the staff, including leadership

Design Considerations

Where can we leverage existing human capital resources to target the trends identified in the talent needs assessment?
What new resources should be considered and/or developed given additional funding?
How do we ensure we are centering equity and mitigating bias in current or future systems?

Develop an implementation plan for selected strategies

What are the detailed action steps, owners, and due dates?
How will we ensure important stakeholders voices and concerns are heard? How will we update them on progress?

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