Transcript Slide 1

SMHC WEBINAR
RECRUITING & STAFFING FOR EFFECTIVENESS
IN TOUGH ECONOMIC TIMES
Allan Odden, Co-Director SMHC
1:00 p.m. EDT
May 21, 2009
What is SMHC?
• Talent in Education Project: Strategic
Management of Human Capital (SMHC)
launched in early 2008
• Dramatically improve student achievement by
recruiting, developing, retaining and rewarding
top-teacher and administrator talent
• Tools and Networks:
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Task Force
District and State Reform Networks
Web site and Blog
Research and case studies
National Conference
SMHC Cross-Case Analysis
1.
2.
3.
4.
5.
Boston
Chicago
Fairfax County
Long Beach
New York City
In addition, SMHC produced case studies of The
New Teacher Project, Teach For America,
New Leaders for New Schools, and the
Minnesota QComp program
Five Principal Findings
1.
Urban districts can recruit top quality teachers and principals by deploying a
multi-faceted human resources strategy.
2.
Urban districts that have developed systems to recruit and retain high quality
teachers and principals and improve student performance have restructured
many of the human resources transactional processes.
3.
Even in urban districts that have solved their core staffing problems, processes
for strategic management of teacher and principal talent have barely begun to
address the need to develop valid and practical measures of teaching
performance and student achievement, and use them to manage all HR
decision making.
4.
Stable leadership from the school district, often buttressed by strong support
from city officials, is necessary to build and sustain an effective system for
strategic management of human capital.
5.
Union-management collaboration is requisite to many SMHC advances.
First Finding
1. Urban districts can recruit top-quality teachers
and principals by deploying a multi-faceted
human resources strategy.
a. New pipelines
i.
ii.
NYC-Teaching Fellows, Teach For America
Chicago-Teaching Fellows, Academy for Urban School
Leadership, TFA
b. “Grow your own” programs
i.
ii.
Boston-Boston Teacher Residency
Long Beach-CSU teacher & administrator prep programs
c. Relationships with Universities
i. NYC-City University
ii. Chicago-Recruit within 500 mile radius
iii. Long Beach-Partners with CA State University
Second Finding
2.
Urban districts that have developed systems to
recruit and retain high quality teachers and
principals have restructured many of the
human resources transactional processes.
a.
Service orientation
i.
ii.
b.
All have strived to become more customer friendly
Welcome/Service Centers
Use of technology to improve efficiency & accuracy
i.
ii.
Chicago, Fairfax, NYC-recruitment done electronically
Long Beach-principals are trained to use the Haberman
STAR teacher interview tool (online screener + follow up
face-to-face interview)
SMHC Cross-Case Analysis
For more information, please visit our website:
www.smhc-cpre.org
Our main presenter:
Tim Daly, President of The New Teacher Project
&
Member, SMHC National Task Force