Teacher & Administrator Hiring Plan 2019-2020

1. Teacher & Administrator Hiring Plan 2019-2020 Presentation to School Board March 14, 2019

2. Teacher Hiring Process and Timeline Hiring Timeline based on policy and SOPs Hiring Meetings - January/February • Specific to school hiring practices • Reviewed minority hiring practices and plan • Goals/ commitment to matching student demographic Staffing Meetings - February • Number of FTE allocated - General Ed, Special Ed, ESOL • Identification and rationale for reduced positions.

3. Teacher Hiring Process & Purpose Screening Interviews to date • 448 applications total (264 last year) • 269 have been screened • 83 have a screening scheduled within the next two weeks • 92 waiting to be screened Vacancy Announcements • 58 Active Postings for Teachers Hiring Decisions • Recall • Transfer • External

4. Focusing on our Students’ Needs From Dr. Haas’s First 100 Day report: Within four years, I want the diversity of our teaching workforce to greater represent the diversity of our system. Currently - • 90% white teaching staff • 65% white students Goal - Align the demographic Challenge - • Approximately 135 teachers to align • Hire 150ish teachers per year • How do we shrink the change?

5. The Benefits of Diversity in the Teaching Workforce Teachers of color boost the academic performance of students of color, including improved reading and math test scores, improved graduation rates, and increases in aspirations to attend college. Students of color and white students report having positive perceptions of their teachers of color, including feeling cared for and academically challenged. -Learning Policy Institute

6. Minority Recruitment & Hiring Strategies Key Observations from EAB Research • Communicate goals for teacher diversity and promote accountability for goal achievement through diversity, equity, or strategic plans. • Implement both short-term and long-term strategies to increase teacher and staff diversity. • Incorporate a diversity statement and cultural competency requirement into job descriptions and interview questions. • To create a pipeline for current students to become teachers within the district, develop grow your own programs. • Utilize the same programs to increase diversity and to cultivate applicant interest in hard-to-fill positions within the district.

7. What We’ve Done...so far • Developed initial hiring plan • Diversity statement in postings • Earlier postings of vacancies • Blind screening interviews • Casting a wider net around minority recruitment • Developing relationships with interested candidates • Early contracts • Albemarle Fellows partnership • Deliberate and on-going conversations with school leaders

8. Shrinking the Change Back to the Challenge - • 135 Teachers to completely align • Hire 150ish teachers per year Strategy - Develop plan to prioritize certain schools to support their hiring needs to increase the number of teachers of color in their school. Starting Point - Determined Initial Priority Hiring Order • Started with 3 year trends of teacher demographics in each school • Looked at relationship between student and teacher demographic • Determined number of teachers needed to meet either school or ACPS student demographic - identified goal • Determined 3 year average hiring opportunity • Added weight - currently no teachers of color • Assigned point value based on averages and range • Identified Priority Order

9. Job Postings Diversity Statement Albemarle County Public Schools is committed to providing all students the opportunity to learn from talented, diverse teachers who represent the varied cultures and experiences of our community. We seek to hire educators who demonstrate the ability to work with culturally diverse students, and who see themselves as lifelong learners – always willing to learn new things to best meet the ever changing needs of our students.

10. What’s Still to Come? • Partnerships with HBCUs and other institutions • Develop and implement robust Grow Your Own program • Update of job descriptions • Mentoring Opportunities • Exit Interviews • Formalize a Minority Recruitment, Hiring and Retention Plan • Leadership Opportunities • Continue research and implementation of best practices.

11. Administrator Hiring Active Vacancies - • Director of Educator Quality • School Procurement Officer • Principal - Jack Jouett Middle School • Assistant Principal - Agnor-Hurt Elementary School Anticipated Vacancies • Director of Safety and Security (Budget) • Lead Coach (vacant) • Backfill of positions as necessary Hiring Goal - All in place by July 1 • Internal and External Postings • Multiple Interview Rounds • School-based positions - Community and staff input through survey and interview participation • Advertising in multiple arenas • Inclusion of admin vacancies at recruitment fairs • Succession planning • Transition and development of new administrators

12. Questions?