LCAP UPDATE Diversity of Staff, Quality Teaching, Quality Leadership, and Quality Support Staff Human Resource Services and Leadership and Learning Divisions, and San Diego Education Association February 23, 2016

Overview This presentation will include: How we are incorporating feedback from communities and board directives Overview of immediate (short term) and developing (long term) plans to meet and sustain the diverse, quality staffing goals. Measurements and attainable targets 2

Voice of Our Community The benefits of a diverse workforce Teacher Pipeline Task Force Latino Advisory Committee Association of African American Educators- Blueprint to Accelerate the Achievement of African American and African Students LGBTQ+ (formerly Safe Schools) Advisory Committee San Diego UNIFIED through Diversity Committee Vision

Staffing Information Certificated New Hires by Ethnicity (% of total new hires) Teacher African American5% Asian9% Hispanic19% White66% Other identified groups1% Total Number of New Certificated Staff hired July 1, 2015 to December 31, 2015 = 498 4

Data from CTC Annual Report on Teacher Preparation Programs Example: Fall SDSU Enrollment by Ethnicity, College of Education Undergraduate Graduate Total 5 *Data from SDSU In Numbers, Analytic Studies and Institutional Research Enrollment in teacher preparation programs in the state of California has steadily declined in the past five years. Current Reality University programs lack diversity

Classified and Management Staff Support for all Employees Targeted recruitment to professionals Partnerships with the military, universities and trade schools Professional Development of current staff Total Number of New Classified/Management Staff hired July 1, 2015 to December 31, 2015 = New HiresClassifiedManagement African American7%6% Asian7%6% Hispanic37%33% White46%50% Other identified groups2%5% Not specified/blank1%0% 6

Recruitment of Diverse, Quality Staff Immediate (short term plans) include: National recruitment focused on programs with large numbers of diverse candidates enrolled in education programs University partnerships Partnerships with the military Offer early employment contracts for teachers and certificated staff Publicize the scholarship opportunities offered by the San Diego Education Fund Improve hiring practices Improve marketing 7

Development of a Teacher Pipeline Developing (long term plans) include: Reestablish the District Intern Program Establish an internal pipeline (grow your own) for teacher recruitment (Educators Rising, CCTE Pathways for Education, and Apprenticeships) University/community college partnerships for guaranteed admission and future employment with the district Utilize a strategic, systematic marketing program to maintain qualified candidates 8

Measures of achievement Recruitment: Qualified, diverse candidates via: ◦ National outreach ◦ Local programs ◦ Internship program Internal pipeline for SDUSD students : ◦ Increased participation in Educators Rising Clubs ◦ Increased participation in CCTE Educational Pathways ◦ Development of on the job/apprenticeship opportunities for students Measures beyond simple data collection: Commitment to professional learning will ensure all staff members receive resources needed to work this culturally diverse setting Commitment to strategic and systematic marketing of school district 9

Attainable Targets Outcomes include: Improve diversity hires by 5 percent on an annual basis. University partnerships will yield increased numbers of diverse candidates. An internship program will be reinstated. An internal pipeline for SDUSD students will be implemented that includes college entrance and hiring guarantees. A marketing program will be developed and implemented. Next steps to ensuring staff reflect the diversity within the community. 10