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Recruitment Strategy
1. DCPS Recruitment Strategy A teachers and principals as clients approach to attracting, selecting, cultivating and retaining top teaching talent to drive student achievement in DC Public Schools NYU – Stern Business School Debra-Ellen Glickstein Catherine Hirschman Vanessa Jackson Cindy Mino
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4. Recruitment Strategy Key Challenges Recruitment strategy must provide two-pronged value proposition to district: (1) Attracts high-caliber teachers who get great results (e.g. marked gains in their students’ achievement); and (2) Promotes high levels of retention of top teachers, who stay in district, develop, improve and lead over time. RESULTS x LONGEVITY = MAXIMUM HUMAN CAPITAL NPV Recruit Select Develop Retain
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8. Recruitment Strategy Value Proposition All decision-making around human capital functions services end goal of ensuring high levels of student achievement. Human Capital Team Teachers/ Principals Students Human capital team’s value chain integrates around teachers and principals as clients and students as end users. Budgeting Compensation Evaluation PD/ Ladders On-boarding Selection Recruitment Student Achievement
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11. Recruitment Strategy (1) Human Capital Relationship Management HCRM Portfolios Structure Each HCRM will be responsible for recruiting, selecting and placing ~ 92 teachers/year. Chancellor: Michelle Rhee Dep. Chan. Human Capital: Director, Human Capital Cluster 1 HCRM Cluster 5/6HCRM Cluster 4 HCRM Cluster 3 HCRM Cluster 2 HCRM Cluster School Type # of Schools 1 Elementary Schools 30 2 Elementary Schools 28 3 Elem/K-8 32 4 Middle School/ SPED 18 5 High Schools 16 6 Other 8
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21. Recruitment Strategy Break-Down of Budget-Forward Projected Fall 2009 Hiring Needs Budget New teachers Source New teacher hires 2008 Projected new teacher hires 2009 % of new teachers TFA Corp 55 60 13.3% DCTF 110 120 26.6% Traditional Ed School recent grads 291 80 17.8% Experienced teachers TFA Alums from other areas 30 7% DCTF Alums N/A Experienced Ed School Grads 160 36% TOTAL New Hires Needed 456 450 100%
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