Exit Survey Summary Recruiting and Hiring Update

Transcription

1 Exit Survey Summary Recruiting and Hiring Update Human Resources Richardson Independent School District September 9,

2 PURPOSE The RISD Department of Human Resources assesses employee attrition and the associated variables as part of our continuous improvement model, in accordance with DC (Local), and to develop a more comprehensive recruiting, hiring, and retention plan. The data gathered through this assessment assists the Board and Administration to develop and revise policies, practices and programs that may help increase retention. BACKGROUND/OVERVIEW In , the RISD Department of Human Resources replaced the paper-based Exit Survey and implemented a district-powered online survey. The process involves the voluntary, anonymous cooperation of exiting employees and the support of the Department of Accountability and Continuous Improvement. The Online Exit Survey supports several HR objectives which are: (i) to communicate to employees that their feedback is valued (ii) to ensure excellence in operations by improving overall efficiency in gathering and analyzing data related to exiting employees (iii) to gather quantitative and qualitative data about employees experiences in RISD that may speak to the reasons they leave (iv) to identify and implement change at the campus and/or district level that could make RISD employment more desirable Technical Notes In , 534 professionals and paraprofessionals left the district between August 1, 2012 and July 31, The information provided herein is a summary of the Exit Survey responses collected during that time period. 486 employees completed the survey for a response rate of 91%. The response rate was sufficiently high to provide confidence that the results accurately represent the opinions of the professionals and paraprofessionals who left RISD in Likert-type scales were used to respond to items in three categories, or dimensions. Attitude scale Very Positive, Positive, Neither Positive or Negative, Negative, and Very Negative Satisfaction scale Very Satisfied, Satisfied, Neither Satisfied or Dissatisfied, Dissatisfied, and Very Dissatisfied Each item included a Not Applicable option because not all items were relevant to all job positions. These responses were excluded from the analyses and from the accompanying summary charts. Respondents could select any or all of 24 reasons that were important in their decision to leave RISD. Exiting employees were not asked to rank order the reasons they left. The 1

3 summary chart reflects the total number of times each reason was selected, but may not reflect the importance of each reason to the employee s decision to leave. The number of exiting employees may not necessarily reflect the number of new hires for The percentages reported in the accompanying summary charts may not add to 100 due to rounding. FINDINGS Findings are discussed herein according to the questions that participants answered in the survey. Results from the are provided for comparison purposes. Only the three highest ranking positive and negative response rates for each dimension or question were identified in this report. Very small percentages may represent responses that are situational and may not be appropriate for generalization. The data gathered from August 1, 2012 July 31, 2013, generally indicate the following: Survey Response Rate of the 534 professional and paraprofessional employees who exited between August 1, 2012 and July 31, 2013, completed an exit survey, resulting in a survey response rate of 91%. The response rates by group: o Elementary and secondary professionals 97% o Paraprofessionals 65% o Central professionals 100% of the 517 professional and paraprofessional employees who exited between August 1, 2011, and July 31, 2012, completed an exit survey, resulting in a response rate of 83%. The response rates by group: o Elementary and secondary professionals 85% o Paraprofessionals 74% o Central 81% Overall Dimension Scores* The following scores represent the percent of positive and very positive or satisfied and very satisfied responses within each dimension. Overall Scores: o Dimension I: Working Relationships 91% o Dimension II: Facilities and Resources 85% o Dimension III: General Satisfaction 72% * Overall Scores were not reported in

4 Dimension One Working Relationships: Please rate your working relationships with each of the following individuals and groups (dimension includes 8 categories of persons with whom employees interact): Positive/Very Positive Responses Students 96% Colleagues 96% Office Personnel 96% Negative/Very Negative Responses District Personnel 9% Principal 7% Assistant Principal 5% Positive/Very Positive Responses Office Personnel 98% Students 96% Colleagues 96% Negative/Very Negative Responses Principal 7% Assistant Principal 5% Department Heads 3% Dimension Two Facilities and Resources: Please indicate your degree of satisfaction with each of the following facilities and resources [item listed 7 categories of facilities and resources]: Satisfied/Very Satisfied Responses Library Resources 92% Security Measures/Safety 89% Buildings 88% Dissatisfied/Very Dissatisfied Responses Textbooks 12% Technology Resources 8% Equipment/Supplies 7% Satisfied/Very Satisfied Responses Library Resources 93% Security Measures 90% Buildings 90% Dissatisfied/Very Dissatisfied Responses Textbooks 7% Security Measures 4% Classrooms 4% 3

5 Dimension Three General Satisfaction: I am satisfied with [item listed 15 choices of various elements of employment]: Satisfied/Very Satisfied Responses Communication within the district 84% Intellectual challenges of my job 84% District professional development 81% Dissatisfied/Very Dissatisfied Responses My clerical load 19% My extra duties 18% The respect my work receives 18% Satisfied/Very Satisfied Responses Intellectual challenges of my job 86% District professional development 84% Campus professional development 81% Negative/Very Negative My clerical load 20% My school s response to student behavioral problems 18% My treatment as a professional 16% General Question On Curriculum: Please indicate your opinion of the RISD curriculum: Not at all Restrictive or Appropriate Level of Restriction 85% Not Restrictive or Appropriate Level of Restriction 87% General Question On Leaving: Was there anything RISD could have done to have kept you from leaving? Nothing RISD Could Do 76% Something RISD Could Do 24% Nothing RISD Could Do 74% Something RISD Could Do 26% 4

6 Reasons for leaving: Which of the following reasons were important in your decision to leave RISD: Reason for Leaving RISD Taking position closer to home 19% Career advancement 17% Other Texas public school 17% Moving (combined) 21% (Participants who selected two or more moving reasons were only counted once) Reason for Leaving RISD Other Texas Public School 17% Career advancement 15% Regular retirement w/trs 14% Moving (combined) 23% (Participants who selected two or more moving reasons were only counted once) Demographics - Ethnicity, Race, Level, Years of Experience in RISD and Total Teaching Experience Largest Exiting Demographic Groups Ethnic group: Not Hispanic or Latino 85% Racial group: 84% Minority group: Black/ 8% Level: Elementary 56% Years of experience in RISD: 0 to 2 years 30% Total years of experience: 6 to 10 years 31% Ethnic group: Data not collected Racial group: 75% Minority group: Hispanic 9% Level: Elementary 57% Years of experience in RISD: 3 to 5 30% Total years of experience: 6 to 10 years 30% RECOMMENDATIONS The Department of Human Resources recommends: - Continue the Exit Survey process with ongoing assessment of its effectiveness. - Survey current employees through the Campus Climate Survey to determine the extent to which these findings generalize to current employees experience in RISD. 5

7 - Develop a strategic plan with individual campuses or departments as appropriate to increase retention. This process should occur as part of the evaluation process with the organization s supervisor. - Study year-to-year trends that occur at individual campuses and departments, across survey dimensions, etc. to further identify areas of concern. - Use the information that is captured through this survey in conjunction with additional data, including other survey data and formal or informal evidence, to determine where improvement is needed. NEXT STEPS The Human Resources Department will provide reports that disaggregate the data by work location (departments, campus, central offices, etc.) so that administrators may identify information that will assist them in building on successes and appropriately addressing areas in need of further attention. All supervisors will be asked to reflect on the data and identify strategies to improve employee retention within their Campus Improvement Plan. Over the past four years, the survey implementation has provided Human Resources with an opportunity to identify ways of improving the Exit Survey, as well as related processes. The following changes to the Exit Survey have been implemented (see attachment): 1. The Exit Survey is now operated by an external contractor, K12 Insight, to increase confidence in the survey s integrity. 2. Communication regarding the survey s integrity is communicated via a cover letter preceding the online survey. 3. Questions have been changed to capture whether exiting employees continued their career in the education field and where, if known, they intend to work and the single most important reason they left RISD. 4. Questions have been changed to capture whether exiting employees left the education field and the single most important reason they left RISD. 5. Employees are provided an opportunity to identify and comment on any secondary reasons they left RISD. 6. Employee names are captured to eliminate the possibility of duplicity in reporting. K12 Insight redacts any identifiable information from any report that is provided to RISD. 7. Reason codes have been adjusted to minimize ambiguity or overlap which allows RISD to capture the primary reason employees leave. 6

8 Recruiting and Hiring Update 7

9 PURPOSE The RISD Human Resources Department seeks to recruit, hire, and retain highly qualified, certified staff who embrace the vision of our district, champion our mission, espouse the RISD values, and commit to our focus on students. To this end, Human Resources staff continuously reflect upon recruiting strategies, analyze hiring data in relation to District goals, and utilize that data to develop a plan. The following report summarizes the results of the hiring season for the school year and provides snapshot data of the current RISD staff. BACKGROUND/OVERVIEW In an effort to secure high-performing, student-focused teachers, the Human Resources Department takes part in recruiting activities that span the calendar year. A primary strategy involves participation in job fairs at universities as well as professional conferences. An update regarding additional recruitment efforts and the recruiting schedule is provided. Administrative professional development and facts about new RISD employees will also be addressed. FINDINGS AND RATIONALE The hiring season for the school year presented a welcome challenge for the Human Resources Department. With the addition of teaching allocations and anticipation of a dynamic hiring season, Human Resources set about the task of ensuring administrators were equipped with the necessary tools for an expanded hiring season. Fortunately, RISD continues to maintain a strong, diverse pool of qualified candidates from which to choose. Findings are presented via current and historical data about new RISD employees and the promotion of existing personnel. NEXT STEPS The Human Resources Department will continue to analyze hiring and exit data, specifically looking for patterns or trends. These results and any recommendations will be shared with the appropriate campus and central administrators. Human Resources will also utilize results and research to plan relevant professional development designed to hone administrators employee selection skills, their support of new and returning staff, and their use of best practice in monitoring personnel performance for student and educator growth. Emphasis will be placed on implementation of a structured, districtwide mentoring program that provides support for every new-to-risd teacher. In collaboration with the Professional Development Department, Human Resources will conduct multiple program evaluations and use the results to refine new teacher support. As always, Human Resources endeavors to support administrators in their quest to hire, train, and retain a highly qualified, diverse, and dedicated staff in accordance with District goals. 8

10 A WELCOME CHALLENGE In support of our district s goal of maintaining state-mandated class size in grades K-4 and manageable class sizes in all other areas, the RISD Board of Trustees approved the addition of eighty-five (85) teaching positions. These positions were specifically allocated for classrooms to address past and anticipated growth in student enrollment. Upon learning of this unprecedented staff increase, the Human Resources Department implemented strategies designed to facilitate the selection process for administrators. Strategies included: Offering refresher training to assist in the search for qualified applicants Providing professional development on best practice for screening applications, interviewing candidates, and selecting a finalist Organizing the district s second, invitation-only Meet-and-Greet Conferencing with principals individually to address trends noted on exit survey data and their specific staffing needs (e.g., post positions, contact certification programs) Supporting department directors in hosting focused interview sessions for critical needs areas RECRUITMENT The Human Resources Department actively engages in recruitment activities throughout the year in an effort to ensure a deep candidate pool for administrators consideration. Recruiting efforts include: Hosting student teachers and other educational interns Maintaining a current, informative, appealing website Promoting education as a career choice Presenting open offers of employment to priority candidates Developing and maintaining collaborative relationships with university faculty and certification programs Posting positions on various websites (AppliTrack, Region 10, TASA, K12JobSpot.com, Indeed.com, and more) Attending university and professional job fairs Visiting with new teachers to follow up on their induction, obtain feedback on their recruitment into RISD, and solicit recommendations for additional recruitment Meeting with future teacher organizations Pursuing applicant referrals and maintaining communication with highly qualified prospective teachers Researching and developing innovative strategies to attract the best applicants. Involving administrators and staff in recruiting Collaborating with teachers, administrators, and Region 10 to develop a formalized districtwide mentoring program for new RISD teachers 9

11 Recruiting Schedule Date University Date University Fall 2012 April 2 *University of Texas at San Antonio October 24 Louisiana State University - Baton April 2 Trinity University Rouge October 25 *Southern University April 3 Texas State University November 2 *Grambling University April 3 Texas A & M University - Commerce November 7 University of Texas at Austin April 8 Texas A & M University - College Station November 7 November 12 Texas Woman s University/ University of North Texas Texas A & M University - College Station April 12 April 13 University of North Texas/ Texas Woman s University *Region 4 Job Fair - Puerto Rico November 14 Texas State University April 16 University of Texas at Austin November *National Alliance of Black School Educators Conference April 16 *Texas A & M University - Kingsville Spring 2013 April 17 *Texas A & M University - Corpus Christi January 16 *Texas Alliance of Black School April 17 University of Louisiana - Monroe Educators Conference January 18 *Southwestern Black Student April 18 Louisiana Tech University Leadership Conference February 7-9 *National Association Bilingual April 19 *Grambling State University Educators March 5 Baylor University April 19 *University of Texas at El Paso March 5 Texas Christian University April 22 University of Louisiana - Lafayette March 6-9 Texas Speech and Hearing April 23 Louisiana State University Association March 19 Texas Tech University April 24 *Southern University March 19 University of Texas at Arlington May 3 Stephen F. Austin University March 20 Angelo State University May 3 Region 10 Job Fair March 26 *Prairie View University May 4 RISD Meet & Greet March 27 University of Texas at Dallas May 13 North Central TASPA March 27 *Langston University May 18 Region 10 - Speech Pathologists * Indicates predominantly minority student enrollment 10

12 NEW HIRES FOR RICHARDSON ISD Each year, the Human Resources staff reflects upon the results of the District s recruitment efforts as we seek teachers who embrace the vision, mission, focus, and goals of RISD. While searching for teachers of integrity who are innovative, inspirational, and inclusive, central and campus administrators strive to exhibit those values in the hiring process. The data below summarize the results. Inclusiveness: Ethnicity/Race NEW-TO-RISD PROFESSIONAL EMPLOYEES (As of 8/26/2013) Ethnicity/Race Administrators Professional Support Elementary Teachers Secondary Teachers Total Percentage of New Hires Indian/ <1% Alaska Native % Asian Black/ % % Hispanic/Latino Native Hawaiian/ % Other Pacific Islander % Two or More Races % % Total of All Hires Total Percentage of Minority Hires 67% 19% 39% 37% 36% 36% Legend: Administrators = Principal, Assistant Principal, Central Administrator Other Campus/Central Support = Counselor, Librarian, Speech Therapist, Nurse, Program Specialist, Trainer, Instructional Specialist, Campus Reading Specialist, Campus Math Specialist, Diagnostician, LSSP, Testing Coordinator, Master Teacher, Collaborative Learning Leader Teacher = Teacher-of-record / Classroom teacher TOTAL NEW HIRES New Teachers 450 Other Professionals 61 All New Hires

13 Innovative: *Degree Level and Experience of New Teachers Degree Level Bachelor s Degree: 341 (76%) Master s Degree: 105 (23%) Doctorate Degree: 4 ( 1%) Teaching Experience 0 Years: 211 (47%) 1-5 years: 145 (32%) 6-10 years: 60 (13%) >10 years: 34 ( 8%) Percentage rounded to the nearest whole number. *As reported on teacher s application and subject to verification when service records and transcripts are received and reviewed. In addition to having varied years of experience, new RISD teachers have taught across the United States and internationally, including Japan, Kazakhstan, Spain, Haiti, Mexico, Zimbabwe, Germany, Honduras, and Tanzania. Inspirational: Returning To RISD and Advancing Within RISD RISD Graduates Sixty-four (64) RISD students returned as teachers, librarians, or counselors in the district. Fourteen (14) returning students participated in RISD Grow-Your-Own Programs: One (1) Top Ten Graduate One (1) SuperSAC member who also participated in the Early Teaching Internship (ETI) Program Eleven (11) Early Teaching Internship (ETI) One (1) Professional Internship Program (PIP) Paraprofessional-to-Professional Staff Six (6) paraprofessionals transferred to teaching positions. Former RISD Employees Thirty-five (35) teachers are returning to teach in RISD following a break in service. Classroom Teachers-to-Specialist Positions Thirty-eight (38) classroom teachers assumed campus or central teacher-leader positions. Mentoring Aspiring Educators Thirty-two (32) of one hundred (100) student teachers were hired as classroom teachers for

14 CENTRAL ADMINISTRATION: ADMINISTRATIVE HIRES AND PROMOTIONS Administrator Position Ethnicity/Race Hire/ Kimberly Carlton Ishmael Benjamin Trudy Clear Kelly Cogburn Dr. Matthew Gibbins Dr. Christopher Goodson Larry Hudson Nancy Kinzie Director English/Language Arts (Secondary) Manager I Operations Tech Engineer/Manager III Bond Program Management Grant Accounting Manager Accounting Executive Director Elementary Curriculum and Instruction Assistant Superintendent Elementary Curriculum and Instruction Director Transportation Executive Director Human Resources Two or More Races New Hire New Hire Rose Ann Martin Executive Director Child Nutrition Penelope (Penny) Mattson Dr. Fernando Medina Shruti Mehta Director Special Programs Assistant Superintendent Human Resources Tech Engineer/Manager III Information Systems Hispanic Asian Carrie Rambo Director Insurance Services Julie Spain Risk Manager Insurance Services *Darwin Spiller Executive Director Elementary Curriculum and Instruction Shannon Suess Director Curriculum and Instruction (Dyslexia Services) Joan Swim Director Secondary Curriculum and Instruction (AVID) Karol Truong Administrative Manager Tax Department Asian Rachel Walters Testing Coordinator Assessment Center Summary: Total Hired or Promoted 19 Total Minority 7 Total Percentage of Minority Hires/s 37% *Indicates returning employee New Hire New Hire 13

15 CAMPUS ADMINISTRATION: PRINCIPALS ADMINISTRATIVE HIRES AND PROMOTIONS Principal School Ethnicity/Race Hire/ Elementary: Jennifer Balch Dartmouth Elementary Mary Kellagher Northlake Elementary Secondary: Shannon Bennett Forest Meadow Junior High Charles Bruner Richardson High School Yolanda Jackson Apollo Junior High Farrah Smock Parkhill Junior High Two or More Races Summary: Total Promoted 6 Total Minority 3 Total Percentage of Minority s 50% CAMPUS ADMINISTRATION: ASSISTANT PRINCIPALS Assistant Principal School Ethnicity/Race Hire/ Elementary: Lori Deckard Mark Twain Elementary Lyndsey Dickinson Carolyn Bukhair Elementary Jill Hemme Merriman Park Elementary Jennifer Lewis Stults Road Elementary Katrina Nobles Forest Lane Academy Ishii Tavarez Aikin Elementary Hispanic Kijafa Tilford Northlake Elementary Secondary: Donna Anthony Pearce High School *Kristy Cage Richardson West Junior High Arts and Technology Magnet New Hire Morgen Crowder Berkner High School Angelia Lee Apollo Junior High Beth Wing Lake Highlands High School Summary: Total Hired or Promoted 12 Total Minority 5 Total Percentage of Minority Hires/s 42% *Indicates returning employee 14

16 COUNSELORS: COUNSELOR HIRES AND PROMOTIONS Counselor School Ethnicity/Race Hire/ Elementary: Jessica Bradshaw Spring Creek Elementary New Hire Timothy Brown RISD Academy New Hire Ashley Glass O. Henry Elementary New Hire Anita Sorensen Carolyn Bukhair Elementary Maria Welch Carolyn Bukhair Elementary Hispanic/Latino Secondary: *Marie Davis Richardson West Junior High Arts and Technology Magnet Hispanic/Latino New Hire *Heather Garrett Lake Highlands Junior High New Hire *Niky Howell Liberty Junior High New Hire *Brooke Scoggins Lake Highlands Junior High New Hire Summary: Total Hired or Promoted 9 Total Minority 3 Percentage of Minority Hires/s 33% *Indicates returning employee 15

17 ETHNICITY/RACE OF NEWLY-HIRED TEACHERS: HISTORICAL DATA School Year Am. Ind./ Alaska Native Asian Black/ Afr. Am. Hisp./ Latino Nat. Hawaiian/ Other Pac. Is. Two or More Races* Total Percentage of Minority Hires % % % % % % % % % * Not an option for selection before Percentage of Minority Hires

18 ETHNICITY/RACE OF NEWLY-HIRED TEACHERS: NINE-YEAR COMPARISON Indian/Alaska Native 1% 2% Asian 13% Black/ 77% 7% 0% 0% Hispanic/Latino Native Hawaiian/Other Pacific Islander Two or More Races 0% 4% Indian/Alaska Native Asian 15% Black/ Hispanic/Latino 62% 16% 0% 3% Native Hawaiian/Other Pacific Islander Two or More Races 17

19 ETHNICITY/RACE OF ALLOCATED RISD STAFF* Ethnicity/ Race Administration Professional Support Total Teachers Auxiliary Paraprofessional Total Staff Percentage of All Staff <1% Indian or Alaska Native Asian % Black or % Hispanic or % Latino Native <1% Hawaiian/Ot her Pacific Islander Two or More % Races % Total All Races Total Minorities Percentage of Minority Employees 35% 20% 25% 83% 45% 37% 37% *Data as of Legend: Administration = Principal, Assistant Principal, Central Administration Professional Support = Counselor, Librarian, Speech Therapist, Nurse, Program Specialist, Trainer, Instructional Specialist, Campus Reading Specialist, Other Central Support Staff Teacher = Teacher-of-record / Classroom teacher Auxiliary = Child Nutrition, Maintenance, Custodial, Grounds Paraprofessional = Secretary, Aide, Technical Assistant, Teacher Assistant, Clerk, Student Data Specialist Note: All data is subject to review and verification when service records and/or transcripts are received. 18