Future-Ready Workforce Vision: To be a world class school system - - PowerPoint PPT Presentation

HUMAN RESOURCES DIVISION

Future-Ready Workforce

Vision: To be a world class school system Mission: To ensure that each student achieves his/her highest personal potential

Executive Secretary Coordinators

Chief Human Resources Officer

Leadership, Professional Development and Recruitment Compensation and Labor Relations Insurance and Benefits Professional Standards Staffing and Talent Management Professional Development Recruitment

HUMAN RESOURCES LEADERSHIP TEAM

Vis ision 2030

Family and Community Engagement Workforce Success Continuous Improvement

Objective 3.1. Ensure that all schools are led by Highly Effective principals and assistant principals. Objective 3.2. Attract and hire highly qualified and effective teachers, administrators, and support staff. Objective 3.3. Retain and support the growth of high-performing teachers, administrators, and support staff. Objective 3.4. Ensure that all staff members have access to health and wellness opportunities.

Strategic Plan Benchmarking Identified Key Processes

Use Six Sigma Tools and Project Management Methodology

Establish HR Priorities Aligned Department Goals Metrics Selected Deployed Action Plans Projects and Metrics Monitored

STRATEGY

Continuous Improvement

CSI Lee/Sterling Challenge Feedback Administer Employee Benefits Investigate Misconduct Recruiting

Open Enrollment Investigations Minority Recruitment Committee Wellness Classes Fingerprint Reports Recruitment Events

Employee Performance Evaluations Job Descriptions

STAR Program Open and Closing Evaluations/Walkthroughs Job Classification management Talent Reservation VAM Standardize Terms of Employment Transformation Teacher

Employee Remuneration Monitor/Support Appropriate Employee Certification/Licenses Support and Develop Leaders

Bargaining FTE Principal Pool Career Ladder Individualized Out of Field Plans Assistant Principal Pool Competitive Compensation Out of Field Coursework Enrollment Summer Leadership Summit

Hiring Provide and Monitor Professional Development

Additional Leadership Trainings Teacher Leader Pool APPLES Level II Guest Teacher Gust Teacher Orientation Instructional Pool/Executive Hiring New Teacher Orientation and New to Teaching Academy Onboarding Peer Collaborative Teachers

Our Mission To ensure that each student achieves his/her highest personal potential Our Vision To be a world-class school system

KEY WORK PROCESSES

KPIs and HR METRICS

PERSONAL PASSIONATE PROGRESSIVE

ENVISION 2030 Workforce Success and Continuous Improvement

Electronic Workflow Grow Your Own SPALC Evaluation Executive Leadership Program Market Rate Comparison Improve Customer Service Exempt Salary Schedule NEO Upgrade Innovation Project – Hiring Reading Endorsement – District Plan

PROJECtS AND INITIATIVES

Recruitment Goals

STM Goals PD Goals

Comp & Labor Goals

PSE Goals I & B Goals

Target 1: Decrease turnover for school-based instructional personnel. Measure/Source: Percent of turnover for school-based instructional personnel/ SDLC Annual Retention Report FY 18 FY 19 Goal FY 20 Goal FY 21 24.9% 26.2% 18.9% 16.9%* *Target percentage based on research by the NCES – National Center for Education Statistics, The Condition of Education 2016. Target 2: Maintain retention rate for instructional personnel averages years 1 – 5 at or above median for similar districts. Measure/Source: Percent retention rate for instructional personnel average year 1 – 5 / ActPoint KPI FY 18 FY 19 Goal FY 20 Goal FY 21 58.7% 58.0% 63.7% 65.1% Target 3: Maintain the percentage of unfilled positions on the first day of school to .5% or less. Measure/Source: Percent of unfilled positions on the first day of school / SDLC Annual Hiring Report FY 18 FY 19 Goal FY 20 Goal FY 21 >.5%* >.5%* >.5%* >.5%* Target 4: Increase the percentage of connects to offers. Measure/Source: Percentage of connections made to offers / ADLC Recruitment Report FY 18 FY 19 Goal FY 20 Goal FY 21 33% 38% 43% 48% Target 5: Increase the percentage of employees attending Health Screenings. Measure/Source: Percentage of employees attending District Health Screenings / Annual Screenings Report FY 18 FY 19 Goal FY 20 Goal FY 21 53% 58% 63% >63

T A R G E T S

Target: Decrease turnover for school-based non-instructional personnel. Measure/Source: Percent of turnover for school-based non-instructional personnel/ SDLC Annual Retention Report Current: 1.7 % YTD: 7.1% Target: Maintain percentage of HR Division staff trained in LSS and/or Innovation methodologies at or above 95%. Measure/Source: Percentage of HR staff trained in LAA methodologies and/or Innovation Methodologies Current: 95% YTD: N/A – Not cumulative Target: Increase the percentage of key process measures that meet or exceed established standards. Measure/Source: Percent key process measures meeting, or exceeding standards set by the HR Division for each key work process. Current: TBD YTD: TBD

FY20 ADDITIONAL TARGETS

KEY HUMAN RESOURCES PROCESSES

a) Administer Employee Benefits Programs b) Employee Performance Evaluations c) Employee Remuneration d) Hiring e) Investigate Misconduct f) Job Descriptions a) Monitor/Support Appropriate Employee Certification/Licenses b) Provide and Monitor Professional Development c) Recruiting d) Support and Develop Leaders

MEASURES a b c d e f g h i j

• 1. Decrease turnover for school-based instructional personnel.

X X X X X X X X

• 2. Maintain retention rate for instructional personnel average years 1-5 at or above median for similar districts.

X X X X X X X X

• 3. Maintain percentage of unfilled core areas teaching positions on the first day of school below .5%.

X X X X X X X X

• 4. Decrease turnover of non-instructional personnel (NONINS).

X X X X X X X

• 5. Increase the percentage of connects to offers.

X X X X X X X

• 6. Increase the number of employees attending health screenings.

X X

• 7. Maintain percentage of HR Division staff trained in LSS and/or Innovation methodologies at or above 95%.

X X

• 8. Increase the percentage of key process measures that meet or exceed established standards.

X X

HR FY20 PROJECTS and PRIORITIES Objective 1 Objective 2 Objective 3 Objective 4 Electronic Workflow X Executive Leadership Program X X X Exempt Salary Schedule X X Innovation Project - Hiring X X X Grow Your Own X X Market Rate Compensation X X X NEO Upgrade X X Reading Endorsement – District Plan X SPALC Evaluation Upgrade X Improve Customer Satisfaction X X X X

HR FY20 PROJECTS AND PRIORITIES

State of Teacher Retention Report

Measure 1: Overall Instructional Turnover at Schools

Overall Turnover Rate of School-based Instructional Personnel (terminations & transfers)

Measure 2: Average Instructional Retention Rate

Average Retention Rate for Instructional Personnel in Their First 5 Years with SDLC (ActPoint KPI)

Drivers of Teacher Turnover – Statistical Analysis

• Beginning teacher (0-2 years)
• Temporary certificate
• Late hire (after first day of school)
• Title I school assignment

Survey Items Most Related to Teacher Dissatisfaction

• My school or department administrators provided adequate support

for me to be an effective teacher

• My school or department administrators show concern for the

teachers at my location

• My school or department administrators help teachers carry out our

duties effectively

• My input and opinions were valued by those in decision making roles

at my school or department

• Teachers have a voice in matters related to school or department

improvement

Recorded Reasons for Terminating Employment

Exit Survey: Reasons Given for Termination

Exit Survey: Reasons Given for Transferring

Support for School Leaders - Examples

• School Climate Reports (Annual Instructional Survey)
• Summer Leadership Conference
• Crucial Conversations
• NISL
• Onboarding Protocols
• Hiring the Lee County Way

Direct Support for Teachers - Examples

• Revised APPLES
• Welcome Aboard
• Revised Mentor Teacher Training
• New Teacher Networking Opportunities
• Career Changer Academy
• General Knowledge Exam Tutoring
• FCTE Training and Support
• Individualized Certification Plans for New Teachers
• Level II Guest Teacher Position

Next Actions for Reducing Instructional Turnover

• Focus on:

○ School/Department Culture ○ School/Department Leadership ○ General Working Conditions

• Partnership with Academic Services Division

○ Shared Strategic Plan Goal ○ Innovation Projects to Identify and Address Root Causes

• Revised Annual Instructional Survey
• Support for School with Highest Increase in Turnover
• Revised Exit Survey

Professional Development Support

Teacher Leaders

• Clinical educator training to include video coaching

component

• Cooperating teacher role
• Teacher Career Bridge:
• PD facilitator
• Peer collaborative teacher
• Learning and Leadership teacher
• Transformation teacher

Certification Assistance

• Priority enrollment
• AlternativeLEE Certified (District PDCP Program)
• Endorsement programs:
• Autism endorsement
• ESOL endorsement
• Gifted endorsement
• Reading endorsement
• Florida Teacher Certification Exam (FTCE) assistance

Leaders

• Level II principal certification program
• School based PD request form for one on one coaching

support and customized professional development offerings

• Summer Leadership Summit
• Title II funds to support site-based PD initiatives

Recruitment

College and University Outreach

Presence at events is based upon:

• Historical SDLC recruitment trends
• Career market analysis

College and University Outreach

Opportunities to change the narrative in Education:

• FGCU: Veteran Networking Event , Coffee and Careers,

Recruitment Wednesdays (once per semester)

• UF: Student Engagement Session, Resume Building and

Interview Practice workshops

• Appalachian State University in NC: Coffee Break with

students, Administrator Panel

• Slippery Rock University in PA: Administrator Panel,

Roundtable Discussion

Minority Teacher Recruitment and Retention

Recruitment

• Strategic events targeting teachers from

diverse backgrounds

• Developing a purposeful partnership with

community organizations, such as the Southwest Florida Hispanic Chamber of Commerce

Retention

• Continue partnering with the Foundation

for Lee County Public Schools to host the New Teacher Social

• Provide networking opportunities for our

teachers to connect

Guest Teacher Recruitment

Make connections with various communities to advertise guest teaching opportunities

• Attended Volunteer Fair at Heritage Palms Golf and Country Club on

November 4, 2019. We had several residents who signed up to receive information on next steps

School Messenger outreach

• 70 candidates were interviewed by Recruitment staff in three days

Scholarship Opportunities

FY20 Grow Your Own Teacher Scholarship Program

• Tier I: Graduating High School Teaching Academy Students
• 4-year scholarships; students must acknowledge they will teach in the SDLC

for three years after graduation

• Tier II: Florida SouthWestern State College (FSW) & Florida

Gulf Coast University (FGCU) students transitioning to the College of Education

• 2-year scholarships; students must acknowledge they will teach in the SDLC

for three years after graduation

Scholarship Opportunities

FY20 Grow Your Own Teacher Scholarship Program

Tier I Scholarships (FSW) Graduating Teaching Academy Seniors (4) 4-year scholarships* $83,256.48 Tier II Scholarships (FSW) Transitioning College of Education students (6) 2-year scholarships* $62,442.33 Tier I Scholarship (FGCU) Graduating Teaching Academy Seniors (4) 4-year scholarships* $120,647.72 Tier II Scholarships (FGCU) Transitioning College of Education students (6) 2-year scholarships* $90,485.82 Grow Your Own Teacher Scholarship Program Total $356,832.35

*Number of scholarships may change depending on interest.

Paraprofessionals to Teachers

• Provide opportunities for paraprofessionals to continue

their education

• Sessions hosted by Wiley Education
• First cohort will graduate in Spring 2020

Workforce Success Future-Ready Workforce

• Mrs. Betsy Vaughn, District 6