Part A: Department Improvement Planning HUMAN RESOURCES % 100% 100%

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1 Part A: Department Improvement Planning HUMAN RESOURCES Strategic Goal(s): Goal 1 Goal 2 Goal 3 Goal 4 Goal 5 DIP Goal: DIP Objective (SMART Specific, Measurable, Attainable, Realistic, Timebound): PLAN Supporting Data / Gap Evidence: Anticipated Obstacles: Key Performance Indicators (Measurable Outcomes): KPI Data (Quantitative Using a number or percentage) Indicating Progress Towards DIP Goal: 1. Develop relationships with colleges and universities to work with students in the teacher education program. 2. Develop and schedule presentations on 'tips for obtaining jobs' or other topics that will benefit prospective applicants. 3. Monitor applications to determine if presentations are attracting additional applicants Q1 KPI Data Q2 KPI Data Q3 KPI Data Q4 KPI Data 100% 100% 100% 100% Enter Actual Number or % Here STUDY 1

2 4. Preliminary interviews will be conducted, resulting in a pool of at least 25 diverse or locally grown applicants who are considered ready for hire. 5. Members of the HR Department will have worked with ACPS staff members at their work site. Key Q1 Progress on Q2 Progress on Q3 Progress on Q4 Progress on 1. DO & STUDY & 4. ACT 2

3 Department Scorecard Department s Progress on Division KPIs Part B of Department Improvement Planning Goal 3: Recruit, retain, and develop a diverse cadre of the highest quality teaching personnel, staff, and administrators Priority 3.1: Review and align human capital management systems to support workforce development and enhance diversity throughout the Division. KPI 3.1a: Teacher applicant pool is representative of the community, as indicated by those self-identifying in the application process (the metric indicates the percent of minority applicants). **17% of the community residents are minority Q1 Q2 Q3 Q4 (Enter department progress towards Division-level performance 17% 9% 7% indicator for each quarter.) KPI 3.1b: The cumulative applicant pool for exempt positions is representative of the community, as indicated by those self-identifying in the application process (the metric indicates the percent of minority applicants). **17% of the community residents are minority Q1 Q2 Q3 Q4 (Enter department progress towards Division-level performance 22% 18.6% 9% indicator for each quarter.) 3

4 From: Human Resources Re: KPIs-Quarterly Report Building Relationships in recruitment is designed to align with our strategic plan to attract and to retain quality teacher candidates to our Division. Several key colleges and universities are chosen based on the reputations and rankings of their teacher education programs. We build relationships by offering opportunities to present to classes, participate in and co-host programs with colleges and universities academic and career services offices. In an effort to increase diversity in our schools, particular emphasis is placed on recruiting racial minority and hard-to-fill content teachers. Coupled with the fact that there are few minorities entering the education field and that minorities typically receive multiple offers, there is a strong need to be creative and to nurture relationships with candidates. Connecting candidates with hiring managers, selling our schools and sharing why we are the best Division to work and a great community in which to live is paramount. This program allows the Division to learn more about the candidates and to build networks with the professionals working with those students on the most professional intimate level. Event Sponsor Date Action 40 th Annual Career Fair Virginia State HBCU Career American Small Development Business Alliance Marketplace Career Fair only Career Fair and Facilitator of a Panel Discussion, What it takes to Succeed From Backpack to Briefcase Virginia State Diversity Career Day of Virginia November, 2010 Career Fair and Panel Participant, Career Fairs What Do YOU Bring to the Table? program Multicultural Employers Panel, Center for Multicultural Student Services November, 2010 Resume Marathon of Virginia November, 2010 Program Only On-site Interviews Virginia Tech January, 2011 Interviewed math and science candidates 2011 Teacher Recruitment Fair First Impressions Teacher Recruitment Day Old Dominion Fair Only Career Fair Only 4

5 HBCU College Fair Alfred Street Baptist Church College Fair, Grow your Own (MHS, MoHS, AHS) 10 th Grade Career Fair Local School Div, PVCC March, 2011 Grow your own-all high Education Recruitment Day schools Longwood March, 2011 Career Fair Only of Virginia March, 2011 Career Fair and Presentation, First Educators EXPO Impressions Teacher Education Fair Hampton March, 2011 Career Fair March, 2011 Career Exploration and Planning Spring Career Fair Avid Program Western Albemarle High North Carolina Central March, 2011 Presentation only, Grow your own Fair Only 5