1. From Outsourcing to Insourcing
Clarksville-Montgomery County School System
Clarksville, Tennessee
Jeanine Johnson, Chief Human Resources Officer Melissa Izatt, Classified Employee and Substitute Coordinator

2. Clarksville, Tennessee
5th Largest city in TN
Population 193,500 (Montgomery County/Clarksville 2015)
Located within 10 miles of Ft. Campbell army base

3. Clarksville-Montgomery County School System
8th Largest district in TN
39 Schools
32,600 Students
4,757 Employees
(2015/16 School Year)

4. Substitute Program Outsourced
CMCSS outsourced substitutes
Initial success vs. prior practice
Decreasing fill rate over years
Approximately absences unfilled per year
Hiring/training at discretion of agency

5. Substitute Program Insourcing
2014/15 first year of insourcing
Approximately $300,000 cost savings in first year of implementation
Increased fill rate
Approximately 450 active substitutes on staff

6. Advantages of CMCSS Insourcing
Training/Hiring Capabilities
Hiring process and expectations in line with district (Interviews, Orientation, In-processing)
District specific training (Annual Employee Training, Safety, Bullying Awareness, Suicide Prevention)
Additional training opportunities focused on SPED needs, Instructional best practices, Classroom Management

7. Advantages of CMCSS Insourcing
Cost Savings
Employee inclusiveness (CMCSS ID, , etc..)
Opportunity to individualize a program designed to meet the needs of our district
Policy development and implementation

8. Advantages of CMCSS Insourcing
Quality Measurements
Substitute Observations
Substitute/Employee Feedback
Probationary Period/Review
Accountability- Reporting, Involvement, Awareness

9. Potential challenges of CMCSS Insourcing
ACA Requirements
Substitute Calendar
Program Management
Team of 4: Program Manager, Staffing Representative, 2 Admin Assistants- Scheduling and SPED
School trained personnel

10. Sub to Perm Benefit
Over 300 hired from the substitute pool for full time positions across the district
Prepared for expectations of hard to fill positions
Gained experience in various capacities while serving as a sub
Provides hiring supervisors/administrators with an opportunity to observe the potential candidate on the job prior to making a selection

11. CMCSS Substitute Program
Partnership with schools, teachers, and administrators
Communication with schools on high absence volume days
Internal coverage plans
Training with school staff: bookkeepers, office assistants, etc…
District wide Substitute Folder expecations and information
Substitute observations conducted daily by Sub Program Staff

12. CMCSS Substitute Program
Accountability Data (Provided to principals annually)
Feedback reports and average ratings
Absence numbers by reason (year over year comparison)
Estimated portion of total program cost based on absence data

13. CMCSS Substitute Program
Substitute Pay Tiers
Tiers place value on teaching experience
Long term certified= increased tier pay for placement duration
Eligible for tier advancement annually if specified criteria is met
Eligible for transfer rights after meeting set criteria

14. CMCSS Substitute Program
Annual Substitute Eligibility Review
Each substitute’s performance regarding set criteria is reviewed annually to determine eligibility for following school year
Notified of status in June: Eligible, Provisionally Eligible, Not Eligible
Accountability

15. CMCSS Substitute Program
Substitute Incentives/Ownership
Substitute Quality Points
Substitute Mentor Program
Substitute assisted job fairs and trainings
Substitute Zones- Emergency and Preferred
Priority Pre-K Substitutes

16. Creating the identity

17. CMCSS Substitute Program