Report to Board of Education October 2007

1. Moving the Superintendent’s Goal of Diversity Forward Report to Board of Education October 2007 RCSD Human Resources Department

2. Decrease of 2% Remained Stable Increase of 4% 2,648 258 165 482 63 40 36 41 212 RTA Workforce Total: 3,428 RTA New Hires 06-07: 372RTA New Hires 07-08: 245 RCSD Human Resources Department

3. Decrease of 1% Remained Stable Decrease of 1% 170 19 12 88 14 9 20 5 3 ASAR Workforce Total: 282 ASAR New hires 06-07: 39 ASAR New Hires 07-08: 25 RCSD Human Resources Department

4. Increase of 17% Increase of 5% Decrease of 4% 63 2 3 10 2 4 1 1 4 ASAR (CS) Workforce Total: 83 ASAR (CS) New Hires 06-07: 6 ASAR (CS) New Hires 07-08: 8 RCSD Human Resources Department

5. Increase of 19% Increase of 4% Decrease of 9% 38 423 29 19 234 24 26 621 23 BENTE Workforce Total: 1,429 BENTE New Hires 06-07: 90 BENTE New Hires 07-08: 84 RCSD Human Resources Department

6. Increase of 17% Decrease of 1% Decrease of 10% 352 35 79 108 24 20 179 37 55 RAP Workforce Total: 693 RAP New Hires 06-07: 104 RAP New Hires 07-08: 156 RCSD Human Resources Department

7. Recruitment Efforts 2007-2008 • Created a Recruitment Team of 32 members. Membership consists of administrators and teachers who are representative of our diversity initiative. • All members of the Recruitment Team were trained in the Haberman Interview Process for the identification of STAR teachers for urban teaching. • Expanding advertising for RCSD in the following publications: Teachers of Color, The Black Collegian, Career Opportunities for Minority College Graduates 2007, About Time Magazine, Democrat and Chronicle Special Editions Black History Month and City Living. • Continued to identify area colleges and colleges throughout the country focusing on those with education programs with a high representation of students of diverse backgrounds • Establishing relationships with colleges visited for the purpose of recruiting highly qualified candidates in all tenure and shortage areas. • Recruitment and hiring is an on going process for all HR Directors. • Out of town recruitment included: Buffalo, Boston, Illinois, Pennsylvania, Maryland, Ohio, Puerto Rico, Alabama, Louisiana, Mississippi and New York City RCSD Human Resources Department

8. Recruitment Efforts Continued… • Partnerships that support the Diversity Initiative include: Urban Teachers of Tomorrow with Roberts Wesleyan and Empire State College, Urban Teacher Leadership with University of Rochester, Teacher Opportunity Corps of Nazareth College, CIMP with SUNY Brockport a one year Masters program in urban education. Think About Teacher Consortium with area High Schools and colleges to encourage diversity student to pursue a career in education. • Continued to analyze teacher diversity by school and by subject • New contractual language on the teacher transfer process allows for earlier recruitment and hiring • Early identification of leave of absences, resignation, retirements, also allows for early recruitment and hiring • Building administrators complete STAR teacher recommendations annually. • Student teacher recruitment orientations held in December, January and March. • Review of applications with the purpose of identifying diverse candidates is also an on going process • Held second annual RCSD In-District Job Placement Fair which facilitated the early placement process for new probationary teachers. • The early identification of new hires allowed for both early activation of mentors and back filling of vacancies in a timely manner. RCSD Human Resources Department