Office of Human Resources New Principal Institute July 22, 2013

1. Office of Human Resources New Principal InstituteJuly 22, 2013

2. OHR agenda Session I – 10:00am to 12 noon 10:00 am Ann Chan, Assistant Superintendent for Human Resources - Overview and Principal Contract 10:30 am Ceronne B. Daly Director of Diversity Programs – Diversity Agenda, Tomeka Cribb-Jones, Senior HR Network Liaison – Staffing and Hiring 11:15am Judy Vance, Director of Recruitment and Workforce Development Rochelle Valdez, Recruitment Manager Session II – 12:30pm to 2:30pm 12:30pm Ann Chan, Assistant Superintendent for Human Resources - Overview and Principal Contract 1:00pm Ceronne B. Daly Director of Diversity Programs – Diversity Agenda, Tomeka Cribb-Jones, Senior HR Network Liaison – Staffing and Hiring 1:45pm Judy Vance, Director of Recruitment and Workforce Development Rochelle Valdez, Recruitment Manager

3. Over View and Principal Contract Ann H. Chan Assistant Superintendent of Human Resources 617.635.6402 achan3@boston.k12.ma.us

4. OHR Overview Labor Relations HR Liaison Team Assistant Superintendent of HR’s Office Recruitment and Workforce Planning Information and Records Mgmnt

5. Principal Contract Highlights • Contract Year – July 1 – June 30 • Salary is based on enrollment • Work Year – Total of 223 workdays • 185 days (180 school days plus 3 days and 18 hours of staff professional development); • 15 days prior to the start of school; and • 23 additional days before, during, or following the school year, with all work to be completed by June 30 of the school year (can include up to 4 professional development days, with prior of the Superintendent or designee) • Attendance Monitoring System – HRS-PP5

6. Questions ?’s

7. About Teacher Diversity Ceronne B. Daly Director of Diversity Programs 617.635.9114 cdaly@boston.k12.ma.us

8. Overview: BPS Teacher Diversity • Guiding questions: • What is the District Teacher Diversity Perspective? • What is the district’s data? • How are we meeting our diversity goals? • What Is Our District Strategy? • How does the district define Low Diversity Schools? • What support can school leaders expect from the district? • If you are a School Leader in a Low Diversity School? • What support can school leaders expect from the district for teachers?

9. What is the District Teacher Diversity Perspective? Boston Public Schools and our school leaders are committed to building excellent schools that prepare our students to compete and succeed in the 21st Century.  In order to cultivate world class global citizens, we commit to recruiting, retaining and promoting a highly qualified and diverse workforce.  We recognize that diversity is not merely an add on to excellence, but, is, in fact, a critical aspect of what it means to be excellent.    Diversity of people and ideas is at the very center of our core educational purposes.  Different points of view that emerge from diverse cultural heritages and ethnic backgrounds support our students by broadening their perspective, challenging their interpretations and enriching their intellectual discourse.

10. Current Workforce Diversity Data(data source 12-28-13) What is the district’s data? • Total also includes American Indian and Pacific Islander individuals as well as those whose race is not specified

11. Current Workforce Diversity Data(data source 12-28-13) How are we meeting our diversity goals? • Our diversity goals are guided by the federal court order requiring that we maintain a minimum of 25% Black teachers and 10% “other minority” teachers. Analysis based on 2012-2013 data. 2013-2014 data will not be finalized until October 2013 • We are also committed to increasing our percentage of Hispanic educators to better reflect our student population

12. What Is Our District Strategy? The Charge • The Charge • The 2012-2013 Teacher Diversity Work Group (TDWG) convened monthly from October 2012 to June 2013 and is comprised of stakeholders representing central office, school leaders and external partners • The 2012-2013 TDWG was convened by the superintendent and charged with the following: • To guide the development of the Teacher Diversity Action Plan that supports teacher diversity initiatives • To coordinate the implementation of diversity initiatives • To assess and report on the results of diversity initiatives • To recommend improvements in diversity initiatives

13. What Is Our District Strategy? The 2012-2013 Teacher Diversity Action Plan • Teacher Diversity Action Plan • developed in collaboration with the 2012-2013 Teacher Diversity Work Group in November 2012 • outlines a comprehensive approach to supporting the district’s diversity goals • supports the BPS Acceleration Agenda and aligns with the BPS Achievement Gap Policy. • Guidedby 5 strategies: Recruitment, Pipeline Development, Hiring, Staffing, and Retention • Intended to support and develop policies and programs to recruit, retain and promote a diverse, highly qualified workforce for the Boston Public Schools

14. What support can school leaders expect from the district? • Access to Data: • All school leaders received their Teacher Diversity Data prior to Probable Org • All school leaders received a database of all available teachers to support their Information-Rich Staffing process directly after open posted positions were placed on the career center • HR liaisons are able to run reports to provide school leaders with demographic data on all position applicant pools

15. What support can school leaders expect from the district? • Assess to People: • OHR HR Liaisons – support in the hiring and staffing • OHR – Recruitment Team – support in recruiting highly qualified diverse candidates • Low Diversity School Support Team comprised of members from Office of Equity, Office of the Achievement Gap and Office of Human Resources • OHR - Director of Diversity Programs

16. What support can school leaders expect from the district? • Director of Diversity Programs in the OHR: • To work in collaboration with team members in the OHR to increase the number of highly effective Teachers of Color in the BPS. • To develop and administer policies and programs to recruit, retain and promote a diverse workforce for the district that aligns with both the BPS Acceleration Agenda and the BPS Achievement Gap Policy. • To support/recommend solutions to Principals/Headmasters and Network Assistant Superintendents in order to achieve the districts’ diversity hiring and retention goals and objectives. • To monitor and report on BPS teacher diversity policies and programs, and their impact on recruitment, hiring, staffing, development and retention processes.

17. How does the district Define Low Diversity Schools? Sample Of Individual School Data 2012-2013 Eliot K-8 School Diversity Data Data Legend:

18. If you are a School Leader in a Low Diversity School? • The Low Diversity School Support Strategy was implemented this past year in January 2013. It is part of the 2013-2014 Teacher Diversity Action Plan (TDAP). • The primary goal is to provide Low Diversity school leaders with technical assistance in identifying and implementing strategies that result in increasing their school’s teacher diversity • Phase I: Sharing Diversity Data – January –February 2013 • Phase II: Customized Strategy and Action Planning - February – March 2013 • Traditional schools were given permission to open post one of their position • Phase III: Support in Hiring Candidates - March–August 2013 • Low Diversity School Intent to Hire Accountability Form • The monitoring process with regards to hiring recommendations from LDS principals/headmasters will be approved Network Assistant Superintendents and in collaboration of the Office of Human of Human Resources

19. What support can school leaders expect from the district for teachers? • For the retaining and developing educators of color • (BPS Provisional Teachers, Substitutes and Paraprofessionals) • In November 2012,OHR in collaboration with the OEE collaborated to support the implementation of the 2012-2013 Teacher Diversity Action Plan by providing a comprehensive initiative that focuses on the retention and pipeline development of educators of color.   • The Support Services are as follows: • MTEL and Licensure Support • ESL Training and Moderate Disabilities Licensure Training (as needed the Pathways Program • Networking / Mentoring • Career Development Workshops • The district will be offering these programs in 2013-2014

20. Update on the MTEL/ Licensure Support Services

21. Update on the Networking and Information Sessions Pilot (January to June 2013) • This monthly Networking and Information Pilot provides an opportunity for provisional teachers to receive information on important topics related to their professional and career development in Boston Public Schools (BPS). • The monthly sessions were co-sponsored by OHR, OEE and the BTU and designed by a team of BPS teachers representing all levels. • Departments/ programs providing expertise and information: • Office of Educator Effectiveness • New Teacher Developers • Office of English Language Learners • Office of Extended Learning • Office of Human Resources • Participant data: • 420 provisional teachers of color invited • 77 provisional teachers attended (18% of invitees) • 22 male provisional teachers attended ( 29% of the attendees)

22. Programs Implemented and to be piloted in support of BPS Teacher Diversity Funded and launched in 2012-2013: Designed and implemented the 2012-2013 Low Diversity Support Strategy provides school leaders with technical assistance and strategies to increase their school’s teacher diversity - Hiring and Staffing Strategies A pilot comprehensive initiative to support the professional growth and development of provisional teachers of color, Substitutes teachers of color, Paraprofessionals of color with bachelor degrees. – Pipeline Development and Retention Strategies A pilot Networking and Information Session for provisional teachers of color –Retention Strategy Designing and secured funding to pilot in 2013-2014: A BPS Paraprofessional To Teacher Program - Pipeline Development Strategy An 18 month Teacher Education Master’s Program for Candidates of Color with the Teach Next Year at UMASS Boston – Outcome - 30 licensed Educators of Color with Graduate degree- Pipeline Development Strategy A BPS Substitute To Teacher Program - Pipeline Development Strategy A BPS Community Paraprofessional Program - Pipeline Development Strategy Pre-Collegiate Teacher Development Program - 40 high potential BPS 9th grade students of color - Pipeline Development Strategy Male Educators of Color Network – Retention Strategy

23. Questions ?’s

24. About Staffing and Hiring Tomeka Cribb-Jones Senior HR Network Liaison 617.635.6582 tcribb@boston.k12.ma.us

25. HR Liaison • HR Liaison Team (fax: 635-9672) • Tomeka Cribb, Mgr. Network H 5-6582 tcribb@boston.k12.ma.us • Diane Daniels Network E & F 5-9088 adaniels2@boston.k12.ma.us • Lauren McLean-Britt Network G 5-9646 lmcleanbritt@boston.k12.ma.us • Earnest Offley Network A & C 5-9610 eoffley@boston.k12.ma.us • Michelle O’Neil-Turner Network B & D 5-1685 moneilturner@boston.k12.ma.us

26. BPS Licensure Requirements • To be eligible for hire, teachers must meet licensure requirements • Acceptable types: Preliminary, Initial, Professional, Temporary or Northeast Regional • Must be in the appropriate field • Must be in the appropriate level • Reflective of 80% of what the teacher will be teaching • Professional support personnel and other educator roles that may not require licensure include: • Acting administrators • Cluster Substitutes • Paraprofessionals or Community Field Coordinators

27. Educator License Hardship Waiver Recently, MA DESE revised and strengthened the waiver request process. Under specific conditions, on a case-by-case basis, a hardship waiver may be granted by the Department of Elementary and Secondary Education (DESE) It cannot be assumed that hardship waivers will be automatically granted. If a waiver is requested, Principals, Headmasters will need to provide evidence of: An explanation why the unlicensed candidate is qualified for the position A list containing the names of each appropriately licensed candidate who applied for this position Fully document and justify requests for waivers to be approved. Teachers without a license will need to provide evidence of: Passing MTEL scores for each required test Registration receipts for MTEL test dates Copy of licensure application for the appropriate type, field, and level for the position The Office of Human Resources is prepared to assist as much as possible. Please contact your Human Resources Liaison for questions about the waiver process.

28. Sample Staffing Template

29. BPS Hiring Process Overview Posting a job Screening and interviewing Extending an offer Approval and on-boarding of new hire New hire begins work

30. Posting a job Use correct PC number (using the incorrect PC will delay approval and posting). Indicate that “Position” is for the 2013-2014 school year” in job description. Avoid using acronyms and abbreviations that external candidates may not know ( KDG, U4, ESD, .5 FTE) Refer to Quick Reference Guide: Future Force Postings Your HR Network Liaisons are prepared to assist. Please contact with any questions about the job posting process. JOB POSTING INFORMATION

31. On-Boarding New Hires On-Boarding Process: • Search the more than 15,000 candidates who have applications on the BPS career center • Candidates available for interviews include: • Boston Teacher Residents • Highly Recommended candidates pre-screened by HR • Contact our Recruitment Team for a List of qualified candidates in the subject areas you need to fill. • On-boarding requires five unique steps including • Screening and Interviewing • Extending a formal offer • Completing new hire paperwork • Approving for hire • CORI check • Certification, transcripts • Getting on payroll Candidates cannot not start work until CORI has cleared & on-boarding process is complete.

32. Key Staffing Dates • July 30th – Excess teachers from the PTPP (Post Transfer Placement Process) assigned • July – August 30th Paraprofessional Recall process • August 30th – Majority of new teacher hires completed • New Teacher Institute at English High August 20-22nd • Guild Secretarial Institute Madison Park August 20-22nd • September 3rd • All teachers and Para's report

33. Questions ?’s

34. About Recruitment and Workforce Planning Judy Vance Director of Recruitment and Workforce Planning 617.635.9240 jvance@boston.k12.ma.us Rochelle Valdez Recruitment Manager 617.635.9495 rvaldez@boston.k12.ma.us

35. Recruitment Team Goal: To assist and provide hiring managers with highly effective candidates to ensure that 100% of vacant positions are filled. • Judy Vance- Director of Recruitment and Workforce Planning • jvance@boston.k12.ma.us Extension: 5-9240 • Rochelle Valdez-Recruitment Manager • rvaldez@boston.k12.ma.us Extension: 5-9495 • Mora Owens- BTRP Alumni Placement Manager • mowens@boston.k12.ma.us Extension: 5-9629 • Lorraine Maryland- Recruitment Support • lmaryland@boston.k12.ma.us Extension: 5-9639

36. Where does BPS recruit from?

37. How do I access candidates?

38. Sample Selection Process (Mattahunt) Online Application Resume, Cover Letter, Licensure. 20 hires Video Course Two Videos, Two Responses—mindset and pedagogy (observation/feedback). Teacher Demo Day (TDD) 350+ applicants screened Mini-Lesson, Informal Discussions, Targeted Questions, Case Study, Data Analytic Exercise. 153 applicants screened Recommend for Hire by Principal 60 applicants screened

39. Questions ?’s

40. Sub Central Facts • How many Substitute Teachers does BPS employ? • On a daily basis what is the average number of Subs requested? • If a Principals identifies a candidate to be hired as a Sub they should have them start work and then notify HR? • If a Substitute arrives at your school and you decide you do not need them, will they be paid for the entire day, half of the day or not at all? • Are Substitute Teachers part of The Boston Teacher’s Union? • If you are unhappy with the performance of a Substitute Teacher what action should you take? • What happens to a Substitute Teacher who works the entire year covering for one teacher who is out? • Can Substitute Teachers be requested to help with lunch duties, fundraising and field trips? EDUCATION RESOURCE STRATEGIES, INC.

41. Sub Central-ESchoolSolutionshttp://bostonps.eschoolsolutions.com EDUCATION RESOURCE STRATEGIES, INC.

42. Principal Screen EDUCATION RESOURCE STRATEGIES, INC.

43. Types of Substitute Teacher Pay Daily Pay Scale • Per Diem $129.51 • Long Term $144.08 (11-25 days) • Long Term $260.69 (26+ days) should be licensed in area of teaching • Cluster $157.67 pay stays the same all year-1 school • Licensed Subs are paid an additional 3% on base salary • Long Term Subs are allocated 1 sick day for every 20 days • Bonus- Per Diem Subs who work 120 days $1,000 150 days $1,500 EDUCATION RESOURCE STRATEGIES, INC.

44. Sub Central Contact Information • Janice Daley jdaley@boston.k12.ma.us • Robert Kelsey Rkelsey@boston.k12.ma.us • Gwen Cleckley gcleckley@boston.k12.ma.us • Email bpssubcentral@boston.k12.ma.us • Telephone 617-635-9380 • Hours of Operation 7:30 a.m.-6:00 p.m. EDUCATION RESOURCE STRATEGIES, INC.