Fairfield Suisun Unified School District

Transcription

1 Fairfield Suisun Unified School District Comprehensive Recruitment and Retention Plan Updated February 2016 Fairfield Suisun Unified School District (FSUSD) Vision and Mission Statements Vision FSUSD is a premier learning community that empowers each students to thrive in an ever changing world. Mission In a safe, welcoming and supportive environment, we provide innovative educational opportunities to develop resilient students who are inspired to succeed I. Recruitment and Retention Plan Summary and Purpose The Fairfield Suisun Unified School District (FSUSD) is a highly diverse and a technologically progressive school system with 17 elementary, 4 middle, 5 high schools 3 theme schools, 1 adult school, and 3 early learning centers. The FSUSD is the largest school district in Solano county and provides educational services to approximately one third of all students enrolled in the county. The District personnel count (as of March 2015) is as follows: 1090 Teachers, 78 Certificated Management, 43 Classified Management, 664 Support Employees, 195 Clerical Employees, 17 Supervisors, 21 Psychologists, 4 Child Development Center Teachers, 8 Nurses, a Total of 2,120 employees. The new hire retention rate for FSUSD at the conclusion of the school was _%. The FSUSD recruitment plan must be strategic in order to not only hire highly qualified and effective staff who are an excellent match for the District, but to also develop pipeline of candidates for hard to fill areas. In the following sections, Human Resources will clearly define the ideal characteristic of an ideal FSUSD candidate as will as the parameters we will use to expand the current hiring practices of the search for those candidates. Although this is a flexible recruitment plan that can adapt to changing circumstances, it is meant to drive our recruitment efforts over the next three years. a. The FSUSD Candidate The FSUSD Governing Board Goals support the hiring practice of Highly Qualified Teachers/Staff. In meeting this Goal, FSUSD will hire highly qualified teachers and an effective staff that represents the community and will respond to our changing needs and an Assistant Director of Human Resources has been hired to help improve practices, procedures, and programs designed to attract, maintain, and retain high quality teachers and District sponsored career fairs. In addition, the District must further develop and expand its current recruitment and hiring practices in order to hire only highly qualified teachers and staff. The District s focus is to seek and actively recruit highly qualified, effective candidates for every vacancy. Every, candidate, upon hire, must hold the appropriate certification, and endorsement for the position for which he/she is hired. Furthermore, the desired candidates must have a commitment to practices that reflect 21st century teaching and learning and a willingness to actively participate in high quality professional development. Among other characteristic, administrators must be instructional leaders who have the skills and passion to guide their staff through implementation of the Common Core State Standards and the new evaluation system, Evaluat d. Certificated staff must be solution focused and work effectively as as teacher. Classified staff must have a commitment to continuous improvement as they support the operation and instructional needs of the system. A new hire must have a capacity and a commitment to using and fostering technology.

2 It is important that FSUSD continues to hire across the spectrum. The FSUSD workforce must be composed of various levels of experiences and background. The common denominator among all candidate is an unwavering commitment to the success of all students, as well as a dedication to meeting the differentiated needs of student groups, including, but not limited to, students with special needs, English language learners, and highly capable gifted and talented student. b. The Search for Candidates The FSUSD recruitment effort will focus on building a diverse body of highly qualified candidates, not just for current vacancies, but also for future opportunities. The Forums and venues where the District will seek those candidates will vary, but the screening process will be consistent and rigorous for all candidates. The District will continue the using a screening tool (VENTURES) that will help identify the characteristics noted above; the District will interview each candidate before offering him/her a letter of intent or conditional offer of Employment. the letter of intent and the unsigned conditional offer of employment contract will hold a stipulation that satisfactory references are required before a candidate may be hire. Because the recruitment effort affects every District office and school, principals and central office staff are key participants in the screening and interviewing process. Their participation on trips, their feedback on the candidates and the recruitment process, and their commitment to the characteristics of the ideal FSUSD candidate are fundamental to the success of this recruitment plan. In addition, it is essential that the District continue to include community and business partners in recruitment efforts, they know the needs of this area and have access to many qualified candidates. Human Resources is excited to continue to work with the stakeholders to build a highly effective and diverse workforce for the FSUSD. c. Pipeline Building a pipeline of qualified candidates, with whom FSUSD can build relationships is an essential recruitment strategy. The District will build and expand pipelines with the community colleges, private industry, military, and new community members moving to the area. The District will also foster current pipeline with colleges, universities,fsusd employees, and FSUSD students. Human Resources will include information about District initiatives, awards, and programs in targeted s to potential candidates to ensures effective and regular communications. d. Cohorts With the growing need for interns to fill classroom positions in FSUSD, the District will partner with local Teacher Intern Program Partners who are willing to provide collaborative Cohorts for intern eligible candidates. The purpose of the Intern Program is to recruit, educate, and support teachers Teacher interns are the Teachers of Record in their classrooms while they compete their California Preliminary Teacher Credential. In FSUSD, we have a small group of 25 intern eligible candidates are currently working for FSUSD on Short Term Staff Permits, endorsed by the California Teaching Commission for one year of service. By providing our 25 intern eligible candidates with the targeted teacher credential program courses that they will need to become an intern qualified teacher candidates next school year, we will retain a new group of 25 newly qualified teachers who will be ready to teach in the school year and beyond. II. Advertising Positions Human Resources will actively recruit for positions through a wide range of advertising venues. EDJOIN, a system that enable the District to post open position (including job descriptions and salary ranges), track candidates from career fairs, and enhance the overall hiring process. HR Personnel Specialists will post all vacancies with a close date or an initial screening date to notify candidates of deadlines when applying for position per the association agreements, Edjoin will post all applicable vacancies for continuing position for a minimum of 5 days internally.

3 Using EDJOIN, HR will work with Information Technology Team to roll out a recruitment video that will highlight the benefits of working for the FSUSD. The video will highlight the characteristics that make Solano County desirable, and the successes of the District. The video will be posted on the FSUSD website, with a link embedded in FSUSD recruitment materials. In addition, HR will revise its brochures, flyers, and print ads as needed. HR will continue to share these resources with FSUSD community, business partners, university partnerships, and educational foundations. Finally, HR will advertise vacancies in print publication as appropriate; these sources include, The Daily Republic, The Reporter, Education Week, Association of California School Administrators (ACSA) and utilize the Human Resources page of the FSUSD website to post upcoming recruitment events, the characteristics of the ideal FSUSD candidate, instructions on how to apply for a position, and other pertinent FSUSD information. To reach out to potential candidates and millions of global users, HR will use these networks as recruiting tools.. FSUSD has a reputation as a network partner; actively uses social media as a system of connecting to communities near and far. In addition, FSUSD will build on current professional education networks and continue to add more networks, leading to larger pipelines for the District. HR will continue to develop relationships with large private business in the Solano County as well. These connections will provide the opportunity to share employment opportunities with spouses of relocating personnel from Travis Air Force Base, Genentech, new home communities, or health care industries. In addition, to capture the times when big organizations have fluctuating employment needs, FSUSD will advertise with their HR offices during potential layoff period to assist those at risk of unemployment. III. Recruiting for Positions a. Administration For the school year, FSUSD can expect to hire central office administrators, principals, and assistant principals. In addition to the current applicant tracking system postings, the District continues to advertise monthly for administration positions in national publications such as ACSA. The majority of recruitment trips will focus on seeking certificated and classified staff. The assistant director of recruitment and retention will establish and nurture contracts who may have access to promising administrator, such as universities liaisons, community organizers, and education foundation directors. The District will also utilize the internal pipeline of administrative interns. The FSUSD process for completing an administrative internship is very rigorous; as the DIstrict further build the capacity of these administrators, it is possible that very few assistant principal vacancies would need to be filled externally. Beginning in February, HR will post principal and assistant principal pool opportunities of EDJOIN and HR will coordinate interviews teams to initially screen promising administrators for future administrative positions. b. Certificated Certificated staff members by far represent the greatest number of he hires for FSUSD each year. The key to hiring effective certificated staff is to advertise, interview, and hire early. In terms of new teachers, many are finishing their teachers preparation program in June. Given this, it is beneficial to interview and screen in early spring and offer these promising teachers intent to hire or conditional offer of employment contracts. Most of the recruitment trips in this plan are scheduled during January, February. March, April, and May to facilitate this process. In addition, HR Personnel Specialists IIs will continue to develop relationships with university contacts to gain access to qualified candidates as early as possible. Because the FSUSD current student population is so diverse, it is essential for the District to maintain contact with FSUSD graduates who are in teacher preparation program. More than likely, after graduation, they will see to move back home, and they will be familiar with the FSUSD core values. Obtaining names from high school principal of students who are entering teacher education programs will assist the District in Growing Our Own teachers. An additional strategy will be to identify strong student teachers in the District and offer these student teachers letters of intent or conditional offers of employment contracts after completion of their practicum. In addition, the assistant director of human resources will

4 continue to nurture relationships with other human resources educational recruiters and directors as these connections may yield information about qualified and experienced teachers seeking to live closer to home, desire a change of teaching assignment, or seek to work in a more diverse district. The District will host a FSUSD university placement coordinator luncheon and a university meet and greet dinner party organized in partnership with students interns in teacher preparation programs. In addition, Human Resources will continue to increase the pool of certificated substitutes. Superintendent has implemented monthly Open Forums to assist interested substitute candidate with the hiring process. The department has enlisted current FSUSD employees to refer quality potential substitute teachers candidates. This effort had may prove valuable, with more than new referrals. In addition, The Human Resources Coordinator will work with STEDI to develop a substitute professional development series to ensure substitutes are equipped with the needed skills to provide quality instruction. c. Classified Classified staff members will continue to be hired on a continuous basis throughout the year, although school based positions should be hired on the same timeline as certificated staff. In the classified area, FSUSD has particular need for professional technical positions; paraeducators, especially special education, child nutrition, administrative assistants, and nurses. EDJOIN is utilized to post all of the advertising methods mentioned above for recruitment efforts and will continue to recruit for these positions at the scheduled job fairs. A Human Resources representative will attend job fair events at Solano Community College with Information Technology representatives. In addition, the District will develop a military pipeline of transitioning military personnel retiring from the military or seeking their second career. Human Resources will host a Classified Employee Career Fair in to assist classified managers with hiring needs.

5 Recruiting for Hard to Fill Positions According to current data regarding the length of time that a vacancy is posted and filled, the positions hardest to fill are in the certificated and classified levels. The caused for the difficulty include a lack of quality candidates, a lack of candidates with the appropriate endorsements, competition for candidates with competing district ord a lack of preparation programs for the type of candidate. needed. The strategies outlined below directly address these root causes. a. Special Education, Mathematics, Foreign Language, and Science Teachers Special education, math, Foreign language and science teacher are in high demand throughout California. Coordinated of Human resources has contacted universities and colleges in California and neighboring states to seek and recruit recent graduates who have completed a special education teacher pool that will be open throughout the recruitment season. In addition, the Human Resources Coordinator will prepare letters of intent and conditional offers of employment contracts specially for special education positions for the school year. Representative from the District, including staff form including education services will bring these letters to job fairs. As they interview promising candidates, they will provide them with a letter of intent or conditional offers of employment contracts at the time of the interview. b. Occupational Therapists, Nurses, School Psychologists, Speech Language Pathologists Available applicants who are qualified as occupational therapists, nurse, school psychologists, or speech language pathologists are in such high demand that often school district, including FSUD are forced to contract with agencies to obtain employees with this certification. Our personnel specialist has scheduled at least two recruitment events specially focus on seeking and recruiting candidates in these areas. Representative from the District will specifically recruit candidates who have an ESL background/and or who are bilingual. Representatives will present qualified candidates with a letter of intent or conditional offers of employment contracts and personnel specialists will open pools for these jobs on the applicant tracking system. All pools will be screened on a continuous basis. In addition to the recruiting events, FSUSD personnel specialist will work with information specific to create a recruit video for the educational staff associate. FSUSD Personnel Specialists will work with current high school students to ensure they are aware of the current and future career opportunities. FSUSD currently has intern from partner college around the country.it is essential to use these interns to fill next year s vacant positions. The District will offer letters of intern or conditional offers of employment contracts to the interns that show strong knowledge in their areas of expertise. c. English Language Learner Teacher FSUSD is diverse and includes a vast number of English Language Learners; It is essential that any teacher working with ELL students have the ELL endorsements. In order to build the cadre of teachers with this endorsement, the District has collaborated with University of California, Davis to provide current FSUSD teachers with the opportunity to earn their endorsement in this area. In addition, FSUSD has recently developed a partnership with University of California, Davis to support our Dual Immersion Program for current FSUSD employees. Participants in this program will earn endorsements Bilingual Education or a Bilingual California Language Acquisition Development (BCLAD) Credential. Human Resources is seeking additional partnerships to build hiring pipelines for a combination of hard to till area. Human Resources has gathered data indicating that approximately 10% of FSUSD certificated employees have the opportunity to work with ELL students; thereby, potentially reducing the number of ELL teachers the District needs to hire each year. For the recruitment season, the District is seeking new hires that hold the California Language Acquisition Development (CLAD) endorsement and plan to provide letters of intent or conditional offers of employment contract a candidate who successfully interview at areas recruitment events. The District is attending recruitment events Northern California, Southern California, Arizona, and Texas where CLAD endorsement is required or more popular to attain, and adding targeted approaches to dual language and CLAD endorsed teacher through association, a variety of websites and listservs.

6 d. Informational Technology Although representative for information Technology (IT) have attended recruitment events on their own for their unique hiring needs, Personnel Specialist seeks to collaborate more closely with this department, Personnel Specialists will meet with IT regularly to clearly identify their hiring needs, review open positions, and determine possible venues where they may find promising candidates. The recruitment calendar contains at least three job fair opportunities that the District believes will yield connections with strong IT candidates; Human Resources has extended an invitation to IT staff to attend these events and directly recruit. Because many of the IT candidates do not come from the education world. Personnel Specialist will be working with IT to ensure that advertisement language is clear and free of terms that may be unclear to non educator. IV. Pre Recruitment Personnel Specialists will complete all pre employment work during November and the first two weeks of January. The work will include the following: Finalize recruitment trip details Post list of trips of the FSUSD website Revise and publish recruitment brochures, fliers, and videos Revise and finalize all screening material and data tools Finalize letters of intent and conditional offers of employment contracts Share opportunites to serve as District representatives and hiring managers; Register administrators and hiring managers for recruitment trips; Provide a required, comprehensive training for those serving as recruitment representative Personnel Specialists will ensure each recruitment trip as a cross presentation of administrators from each school level and from appropriate District office. V. Recruitment Fairs/Interviews The recruitment trips listed on the attached chart (Attachment B) are designed and interview candidates for vacancies in the school year. All of the trips are focused on assisting the District in finding candidates for all three types of employees: administrators, teachers, and classified staff. In addition, trips that duplicated from the hring season have been planned to assist the District in hiring for hard to fill areas and all were selected based on the past data showing that the trips were successful and yielded high quality candidates. Specific trips have been added to assist FSUSD in finding more diverse pool of candidates to match the diverse student population. In developing this recruitment calendar, Personnel Specialists utilized zero based budgeting to first identify areas of need, than to identify the trips that would most efficiently meet those needs. Finally, Personnel specialists costed the price of each trip to provide an an overall cost for recruitment efforts. However, it may be essential, as HR continues to build a recruitment program based on need, to request additional funds for future years. The intended outcome of all recruitment trips is to not only find qualified candidates, but also to offer letters of intent or conditional offer of employment contract to outstanding candidates who meet all District needs/requirements. The letter of intent or conditional offer of employment contract will be contingent on satisfactory references and will be written specifically for the area in which the candidate has been interviewed and is needed by the District. In other words, if a candidate is endorsed in special education and is interviewed in that area, FSUSD will offer a letter of intent or conditional offer of employment contract for a special education position only. Human Resources is seeking authorization to distribute up to letters of intent and conditional offers of employment contract during the recruitment season.

7 VI. FSUSD Career Fair The FSUSD Career Fair will be held in May at the conclusion of the voluntary transfer reassignment process and after June 15???. It is essential that the Involuntary process occurs before hiring a candidate from a career fair, so that all vacancies advertised at the FSUSD Career Fair are actual vacancies that are open to internal and external candidates. It is the goal of Personnel Specialists that all vacancies are filled by the end of July; if an internal candidate seeks another position within FSUSD, he or she may apply and interview for that vacancy by August 1. after that date, there will be no internal transfers (???). This deadline will also guide the filling of central office positions. VII. Measures of Effectiveness The assistant director and Human Resources coordinator will gather data during each recruitment trip that will include the following: Number of candidates Race and gender percentages of candidates Areas of specialty Interviews Scores Follow up plans (i.e., obtain resume, interview, check references, etc.) Data chart for each trip. At the conclude of the recruitment season, the coordinator of Human Resources will work with the assistant Director of Human Resources to review the data and collate it into a chart that synthesizes the information developing an analysis of the overall effectiveness of the recruitment plan and timeline, as well as an individual analysis of each recruitment trip season. VIII. Evaluation The HR leadership team will review the analysis during the summer and will make suggestions for revision periodically throughout the summer and the fall. These suggestions will be incorporated into the next recruitment plan. In addition, the assistant director of recruitment of retention will work with central office and the school based administrator and hiring managers to gather feedback about the recruitment efforts of the plan their new recruitment season. The feedback will be used to reside the upcoming recruitment plan. Since the job market is very competitive, and since in our District we wish to recruit highly qualified staff, we must ask the candidates that we were unable to retain take a survey on, What went well and what went wrong so that we can improve our practices and provide our candidate with the best experience available in FSUSD. To that end, a final important strategy is to develop an exit survey (Survey Monkey) for those leaving the profession or exiting our District. The survey will include questions such as: What position did you hold in FSUSD? How did the position match your expectations? Did you have the tools and resources you needed to effectively do your job? Would you recommend FSUSD as a great place for a friend to work?

8 Attachment A: FSUSD Advertising Websites Fairfield Suisun Unified School District EDJOIN Top Jobs ACSA Want to Teach National School Board Association ACSA Personnel Association Association of Latino Administrator & Superintendent American Association of Employment in Education American Association of School Administrators American Association of School Personnel Administrators Latino Careers Daily Republic The Reporter Sociarty HR Management Craigslist Indeed Association for Bilingual Education CABE Post Jobs National Clearinghouse for English Language Acquisition Language Immersion in the American Acquisition Latin American Teachers Association Social Media Facebook Twitter LinkedIn Instagram You Tube Print Option The Reporter Daily republic Education Week Posters in the community Teacher Intern Program Partners Brandman University California State University, Sacramento National University University of Phoenix

9 Touro University Fortune School of Education Attachment B: Recruitment and Hiring Plan Month October Recruitment & Hiring Activity Prepare for recruitment trips Determine recruitment trips/locations Share upcoming opportunities to serve as District administrators and hiring managers with FSUSD admin Order materials for recruitment trips. develop open PO Amsterdam (TIME SENSITIVE time) Revise and publish recruitment materials, brochures, fliers, and videos Finalize letters of intent, conditional offer of employment, out state credential information (cheat sheet) screening materials (Ventures), and data tools, devices Seek board approval for out of state travel to recruitment fairs/job expos see past Board docs Review list of Ventures trained Survey Monkey District administrators & hiring managers interested in recruitment fairs Seek approval of out of state travel Mondo (Check presentation) internet routers.ipads laptops..google survey November Finish preparation for recruitment trips Finalize individuals willings to serve as district administrator and hiring managers for recruitment trips Register administrator and hiring managers for recruitment trips provided the required, comprehensive training for those serving as recruitment representative train administrator on new recruitment system, Edjoin print advertisements for upcoming school year, including virtual recruitment fairs and local sources seek Board approval for out of state travel, letters of intent & unsigned contract s December January Pack materials for recruitment trips & trips Confirmation Confirm District administrators & hiring managers recruit choices Post list of trips on FSUSD website Review over hire number by program Post principals and assistant principal/administrative pool Review Teacher Screening Programs Begin Recruitment Trips; interview as available; distribute letters of intent/unassigned contract; gather data for each trip FSUSD, Winter Recruitment Fair

10 February Continue recruitment events interview as available; distribute letters of intent/unassigned contract;gather data for each trip 2/6 Brandman University Teacher & Substitute Hiring Fair 2/25 Cal Poly Teacher Education Job Fair March April Continue recruitment events interview as available; distribute letters of intent/unassigned contract;gather data for each trip; Consider Displaced placed teachers list 3/2 Black Hill State University, Teacher Fair 3/4 Alabama State University, Teacher Fair 3/7 3/8 Grand Valley State University Out of State Teacher Fair 3 /8 Millersville University, Teacher Recruitment Day 3/29 Texas State University Teacher Job Fair 3/30 UC Davis Teacher Networking Fair 3/31 Missouri State University Missouri Education Day Continue recruitment events interview as available; distribute letters of intent/unassigned contract;gather data for each trip 4/5 4/6 Oregon Professional Educator Fair 4/7 4/8 University of Northern, Spring Teacher Employment Days 4/9 UC Davis Teacher Job Fair 4/12 Michigan State University, Teacher and Administrator Fair 4/15 Sonoma State University, Educator Job Fair 4/18 University of Montana Multi state Educator s Career Fair 4/18 New Mexico State University 4/19 Sacramento State University, Educator s Career Fair May Continue recruitment events interview as available; distribute letters of intent/unassigned contract;gather data for each trip Distribute contracts to existing employees finish recruitment events In district Teacher assignments place Finish recruitment events 5/21 FSUSD, Recruitment & Hiring Fair June July August Administrators and hiring managers post, interview and fill position with internal and external candidates Administrators and hiring managers post, interview and fill position with internal and external candidates Finish all school based hiring by July 30 Collect recruitment data and development.analysis and make recommendations for recruitment year

11 Attachment C Recruiting Before and After College I.Cadet Programs Educating of our Youth Inviting young people that currently live in the FSUSD communities is another strategy for Growing Our Own. Developing a Cadet Program that is designed to give high school students insight into what it means to be a teacher can improve our chances of hiring highly qualified teachers committed to our District. Designed a Cadet Program so that student at the secondary level by offer courses targeted toward high school students who show in interest in teaching. II. Local Community Colleges Working with local community colleges who have articulated agreements and well organized programs that teach students how to be a successful teacher and that allow students to transfer into a four year college missing any credits can help recruit and retain teachers in Solano county.