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

2. 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

3. 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

4. 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

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

6. 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

7. 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 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

8. 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

9. Research - Best Practices in Selection
Principals often hire teachers based on intuition (Kersten, ); 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

10. DMPS & City of Des Moines
Anne

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

12. 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

13. 2016 Educator Career Fair
Maureen

14. 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

15. BLUE Contract Partnership with Drake University
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

16. 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

17. 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

18. 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

19. 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

20. 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.

21. 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

22. 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

23. Human Capital Leaders in Education Training (HCLE)
Offered June 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

24. Chief of Human Resources, DMPS
Thank you!
Dr. Anne Sullivan, 
Chief of Human Resources, DMPS
Anne