2. Share with your neighbor.

4. Participants will be able to evaluate their current recruitment and retention strategies to determine their effectiveness and identify new opportunities.

5. Use as many complimentary strategies as you can to be sure you are reaching the most effective educators.

6.  No competitive advantage -  Lost in volume – never stand out  Active only sources Quantity does not equate to quality!

7. Start with the screening process: - Online application to include attestation form - Digital screening and position tools that compliment your current ‘Human Capital Management System’

8.  Advertising: › TV, radio, billboards, movie theater ads › Go where they go!!  Recruit at non-recruiting events – conferences, etc…..  Non-traditional media: Youtube, Facebook, LinkedIn, Twitter  Online communities – teacher forums rather than all inclusive job boards

9.  Contract with online providers  Special Education – New to the Profession Attestation and HOUSSE Rubric  REAP – Rural Education Achievement Program Attestation and HOUSSE Rubric

10.  Fees for Teach for America and Arizona Teaching Fellows teachers  Recruitment stipends-teachers & principals (new hires & transfers)  Internal recruitment – building capacity  Partnerships with IHEs  Career placement centers  Job fair registration/travel & website fees  HR involvement in planning with federal programs staff

11.  On-the-spot contracts offered  Advertise more than salary and benefits  Guidance about AZ teacher credentialing  Opportunities for professional growth › Induction and mentoring programs  Housing assistance  Transportation in rural areas – vehicles  National Board Certification fee subsidy  Student loan forgiveness tied to placement

12. Turn to your neighbor and :  Discuss one successful recruitment strategy that you have been using.  Discuss one new recruitment opportunity that you would like to try.

13. Broadcast the many opportunities available in your district to new teachers once they are hired!!

14. --Retention stipends – tied to student achievement…..with caution --New teacher assistance– facilitate immersion of new teachers into community --Welcoming school environment – pair up for support --Induction and mentoring programs

15. Opportunities for: --Collaboration and quality professional development --Participation in decision making LEA policy/curriculum committees --Professional Career Planning – principal mentoring program, department chairs, coaching, interventionists, etc…..

16. Do you evaluate the effectiveness of your recruitment and retention strategies yearly??

17. --Establishing hiring goals – tie evaluation measures to those goals --Collect data related to strategies utilized --Assess the quality of teacher candidates? --Attrition rates and exit interviews/surveys – determine reason for leaving --Measures of effective staffing/placement tied to student academic achievement

18. -Rate and reason of transfer requests -Analyzing the time to fill positions -Vacancy rates/duration of substitutes in positions

19. Turn to your neighbor and spend 5 minutes: --Discuss one successful retention or evaluation strategy that you have been using. --Discuss one new retention or evaluation opportunity that you would like to try.

20. We invite you to consider: --How streamlined and powerful are your recruitment and retention strategies? --Whether your strategies compliment one another? --Whether your strategies are the best ones to address local LEA needs?

21. Effective Teachers and Leaders Unit Marilyn Gardner – 602-524-5343 Rosemary J. Gaona – 602-364-3452