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: –Task Force –District and State Reform Networks –Web site and Blog –Research and case studies –National Conference

SMHC Cross-Case Analysis 1.Boston 2.Chicago 3.Fairfax County 4.Long Beach 5.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.NYC-Teaching Fellows, Teach For America ii.Chicago-Teaching Fellows, Academy for Urban School Leadership, TFA b.“Grow your own” programs i.Boston-Boston Teacher Residency ii.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.All have strived to become more customer friendly ii.Welcome/Service Centers b.Use of technology to improve efficiency & accuracy i.Chicago, Fairfax, NYC-recruitment done electronically ii.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:

Our main presenter: Tim Daly, President of The New Teacher Project & Member, SMHC National Task Force