San Diego Unified School District San Diego Education Association Vision 2020/Quality Schools in Every Neighborhood District Accountability Report LCAP Goal 3. Quality Teaching, Leadership, and Support Staff December 13, 2016 Human Resource Services and Learning and Leadership Divisions

Overview This presentation will include updates on the following: Teacher Pipeline Implementation Educator Effectiveness and Evaluation (E3) Teacher Career Pathways

Commitment to Attracting and Retaining the Best Staff for Students Investments: Induction Educator Effectiveness and Evaluation (E3) Peer Assistance and Review Leadership Development The teacher workforce is the lifeblood of any educational system The district is committed to proactively combating the recruitment issues associated with the nationwide teacher shortage to ensure high quality teachers are in every school. Retention of effective teachers and leaders ensures the district can obtain the Vision 2020 goals of ensuring a quality school in every neighborhood.

Teacher Pipeline Development Update Since the Teacher Pipeline Taskforce Final Report was presented to the board in October 28, 2014, the following sustainable strategies have been implemented based on the report recommendations: National recruitment focused on programs with large numbers of diverse candidates enrolled in education programs. University partnerships to interview candidates before they graduate. Partnerships with the military that provide increased numbers of diverse candidates. Offering early employment contracts for teachers and certificated staff. Publicize the scholarship opportunities offered by the San Diego Education Fund to recruit San Diego Unified’s own graduates into the field of education. Improve hiring practices and marketing to ensure the best candidates select employment with the district. Teacher Pipeline Advisory Committee Early recruitment allows the district to hire for ethnically diverse/culturally proficient staff; 43% of new hires identified themselves as ethnically diverse.

Development of a Teacher Pipeline Build interest in and capacity for the teaching profession Educators Rising Clubs, CCTE Pathways Classified Employee to Teacher Grant (County Office of Ed. Consortium) Utilize a strategic, systematic marketing program to maintain qualified candidates Identify supports to students entering the profession San Diego Teacher Academy (apprenticeship) Reestablish the District Intern Program San Diego Education Foundation Cushman/National University Project

Educators Rising Educators Rising Clubs (or participants through CCTE Child Dev/Education pathway) at Crawford, Hoover, Morse, Point Loma, Scripps Ranch, and Serra high schools (participation at Hoover and Scripps Ranch is new this year.) The focus for this year is working on participation and excitement. Building capacity from 5 to 8 schools. Some schools have deadline for clubs. Goal is to build capacity and build the programs Fun Run/Walk on November 12 – Over 100 participants – Raised funds to support clubs and build awareness about professions in education Educators Rising hosting a regional conference in San Diego for first time. Partnership with district, Grossmont/Cuyamaca College, and SDSU. February 3, 2017.

E3 Educator Effectiveness and Evaluation On-Going Collaboration with SDEA and SDCOE Educator Evaluation System to Educator Growth System Educator Input 2016/17 - Prototype 2017/18 - Pilot 2018/19 - New Educator Growth System

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