Recruitment Strategy
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The document outlines a recruitment strategy for DC Public Schools to attract and retain top teaching talent. Key points of the strategy include: 1) Establishing human capital relationship managers who are responsible for recruiting, selecting, and placing teachers to ensure a good fit between teachers and schools. 2) Creating a value proposition for teachers that focuses on support, leadership opportunities, and being part of a successful system aimed at closing achievement gaps. 3) A multi-pronged approach including performance pay, strategic partnerships to reward teachers, and investing in professional development pathways. 4) An implementation plan and budget to roll out the new recruitment structure and initiatives over the next year.
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Recruitment Strategy
- 1. DCPS Recruitment Strategy A teachers and principals as clients approach to attracting, selecting, cultivating and retaining top teaching talent to drive student achievement in DC Public Schools NYU – Stern Business School Debra-Ellen Glickstein Catherine Hirschman Vanessa Jackson Cindy Mino
- 4. Recruitment Strategy Key Challenges Recruitment strategy must provide two-pronged value proposition to district: (1) Attracts high-caliber teachers who get great results (e.g. marked gains in their students’ achievement); and (2) Promotes high levels of retention of top teachers, who stay in district, develop, improve and lead over time. RESULTS x LONGEVITY = MAXIMUM HUMAN CAPITAL NPV Recruit Select Develop Retain
- 8. Recruitment Strategy Value Proposition All decision-making around human capital functions services end goal of ensuring high levels of student achievement. Human Capital Team Teachers/ Principals Students Human capital team’s value chain integrates around teachers and principals as clients and students as end users. Budgeting Compensation Evaluation PD/ Ladders On-boarding Selection Recruitment Student Achievement
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- 22. Recruitment Strategy Proposed Budget 2009-2010 Budget With Director HC/SP Without Director HC/SP Director of Human Capital/Strategic Partnerships $ 100,000 $ - HCRM (5) $ 300,000 $ 300,000 Bonus $ 50,000 $ 50,000 Benefits $ 160,000 $ 120,000 OTPS (10% Administrative Costs) $ 40,000 $ 30,000 Recruitment Collateral Upgrade $ 60,000 $ 80,001 Reruitment Event Costs $ 14,250 $ 14,250 Candidate Travel $ 42,750 $ 42,750 Referral bonus program $ 75,000 $ 75,000 Upgrade of online recruitment platform $ 10,000 $ 10,000 TNTP/TFA Recruitment-Selection Fee $ 495,000 $ 495,000 Total $ 1,347,000 $ 1,217,001 Avg. Cost/Teacher $ 2,993 $ 2,704 TNTP/TFA Avg. Cost/Teacher $ 3,000 $ 3,000 DCPS In-house Recruiting Avg. Cost/Teacher $ 2,989 $ 2,533