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?

Timeline
View a suggested timeline and arc of deliverables now through 2026.

Resources
View our curated list of resources and vendors to support implementation, periodically updated in real time.

Case Studies
See real-world illustrative examples demonstrating how others have put these recommendations into practice.

Research Base
Explore the national research fact base that is foundational to every element in our School Re-Centering Guide.