Des Moines Public Schools Managing the Educator Talent Pipeline: Grow Your Own Strategies Anne-Intro

Basic Demographics Location: Des Moines, Iowa DMPS has 15% of Iowa’s student population Largest district in Iowa by 2 Des Moines’ 6th largest employer Number of Students: 32,582 Free and Reduced Lunch: 74.8% Our Schools: Elementary Schools - 38 Middle Schools - 10 High Schools – 5 Special Schools/Programs – 10 Among DMPS schools are: •10 International Baccalaureate World Schools •5 Turnaround Arts schools •1 Montessori school •Central Academy (Advanced Placement and IB Diploma) •Career & Technical Institute Sheila

Student Demographics Minority-Majority District White – 42.0% Hispanic – 25.0% African American – 18.3% Asian – 7.7% Mixed Race – 6.4% Native American – 0.5% Pacific Islander – 0.1% 21% ELL Over 100 languages spoken 15% special education Sheila

Certified Staff Demographics Total number of Certified Staff: 3,190 Breakdown: Female: 78% Male: 22% White: 94% African American: 3% Hispanic: 2% Asian: 1% POC: 6% Sheila

Current Work Force (6/1/2016) Current Workforce Numbers by Employee Group- Sept. 1, 2015 Current Work Force (6/1/2016) Sheila

Where we started… No recruiting plan No hiring philosophy or district system No consistency or equity No hiring data No equity plan with measurable hiring goals Sheila

Equity/Affirmative Action Plan Quantitative Goal Progress on Goal *Goal for June 16, 2016 Increase the number of total minority employees from 17% to 20% (Increase by 118 employees) We increased the number of minority employees by 71 employees (for a total of 801 minority employees). *Hire an additional 47 minority employees Increase the percentage of total minority teachers from 8.5% to 10% (Increase by 44 teachers) We increased the number minority teachers by 20 (total of 178 minority teachers). *Hire an additional 24 minority teachers for the 2016-2017 school year Increase the percentage of total minority administrators from 14.5% to 20% (Increase by 9 administrators)   We hired 2 additional minority administrators; 1 minority administrators took a position outside of DMPS. *Hire an additional 8 minority administrators Sheila

Research - Best Practices in Selection Research has determined that the teacher is the most influential factor in student learning (Gentry, 2007, Goldhaber, 2002, Hanushek, Kain, O'Brien, & Rivkin, 2005, Leithwood, Seashore Louis, Anderson, & Wahlstrom, 2004, Schmoker, 2006). Hiring quality teachers is a critical performance responsibility as teaching quality has a direct impact on student performance and the success of schools (Stronge, 2007). Principals have an extraordinary opportunity to influence instructional practice and student learning in the teacher selection process (Mertz, 2010). Tiffany

Research - Best Practices in Selection Principals often hire teachers based on intuition (Kersten, 2010); other psychological influences such as attractiveness and likability (Delli & Vera, 2003); or on candidates who have characteristics similar to them (Greenberg & Baron, 2008). Research suggests that a greater focus on teaching characteristics (teaching behaviors) in hiring can lead to high levels of achievement for all students (Goe, 2007). Tiffany

DMPS & City of Des Moines Anne

Our Focus “Grow Your Own” Teacher Preparation Targeted Recruitment Practices Pipeline Leadership Hiring Practices Maureen Central Campus Teacher Academy

Employee Recruitment Equity plan data drove the focus for our recruitment plan. AASPA, Council of Great City Schools, Urban district visits, colleagues, research/best practice Our team identified Historically Black/Brown Colleges and Universities that meet our recruitment criteria. Within 500 miles of DMPS Reputation for colleges of teacher preparation and education In state: Drake, UNI, ISU, U of I Out of state HBCU: Bradley, Pine Bluff, Harris Stowe, Central State, North Eastern, Langston Maureen

2016 Educator Career Fair Maureen

Recruiting Incentives 18 month contract for December hires in shortage areas (SPED) Hiring bonus: $3000-$6000 (over 3 years) Alternative Teaching Contract Full family health Administrators: 13.5% TSA Relocation: Up to $6,000 Maureen

BLUE Contract Partnership with Drake University 2013-2014 Alternative Teacher Contract Regular Contract   Professional Development Master’s Degree Tuition Paid! Master’s degree in effective teaching offered through DMPS in cooperation with an accredited institution of higher education. No options sponsored by DMPS Mentor Team Three member support team for first three years. One teacher mentor for first two years. Evaluation Team Team of 3 administrators observing, evaluating and coaching; a minimum of 5 times per year for first 4 years; annually in years 5-8. Building Administrator; 3 times the first year, once second year, then once every 3 years. Learning Opportunities Seminars, small groups, webinars, or selfguided study for an additional 90-minutes per week. No required additional professional development. Transfer Opportunities May request one transfer during the first 8 years. May request a transfer to another building each year. Compensation About $1500 more Maureen

Grow Our Own Promising Educators Dream to Teach is a program that works with minority students in middle and high school interested in becoming teachers. Mentorship Programming College/Career guidance Tuition assistance Help during first years of teaching.  Tracking & Outreach Anne

3 D Program Des Moines Public Schools; ongoing meetings, assistance with application, resume, interviewing, etc. DMACC; tuition free Drake; reduced tuition Regular meetings Paid time off for practicum and student teaching

Building Pipelines for Diverse Leadership DMPS partners with the Wallace Foundation to support the development of leaders. The focus of the leadership pipeline is to provide training to promising teacher-leaders in the school district, who may go on to attain their certification in Educational Leadership. An emphasis on a diverse teacher-leader pool is part of this plan. Anne

Who We Are Recruiting Hiring work with Battelle for Kids Survey all stakeholders and gather district data to identify critical student needs. Some skills we know our DMPS hires must possess include: ELL Strategies Cultural Competency Skills Diverse Experiences K-3 Teacher: Reading Endorsement Relational Skills Anne

Focused on Relationships In our event planning, we identified event coordinators on our Human Resource team. Anne These individuals are key in planning, and establishing contacts and relationships on each recruitment visit.

Iowa BOEE Supports Changed Iowa requirements for administrators; Iowa Board of Educational Examiners Revised experience requirements for principals out of state Total years Conditional licensure Removed “hoops” for military spouses to teach in Iowa Alternative pathways to teaching and leadership National Human Resources Standards (HCLE) Anne

Future Pre-hiring data; leading indicators drive recruiting, interviewing, hiring process Purposeful placement of diverse staff, most skilled staff in highest need schools Purposeful and timely tracking of pipeline students, practicum/student teachers, potential leaders; Ongoing communication Determine, develop most robust partnerships Offer a model for Iowa school districts; DMPS responsibility to Iowa school colleagues Anne

Human Capital Leaders in Education Training (HCLE) Offered June 13-15 at SAI (online component also) 2 Re-licensure credits; Counts for Evaluator III ! National HR Standards; Content Focus (tentative): Strategic Staff: Selection & Placement; Branding Talent Management & Development Comprehensive Evaluation Career Ladders & Succession Planning (Iowa TLC Component) Onboarding Organizational Climate Rewards & Recognition Compensation & Benefits Stakeholder Engagement Performance Excellence Strategic Planning & Visioning

Chief of Human Resources, DMPS Thank you! Dr. Anne Sullivan,  Chief of Human Resources, DMPS Anne.sullivan@dmschools.org Anne