DC Public Schools

1. DC Public Schools Recruiting Effective Teachers Increasing Student Achievement Northwestern - Kellogg School of Management Sarah Buhayar Piper Evans Chad kartchner Adam segal

2. Agenda • Understand Mission of DCPS Human Capital Team • New Recruitment Strategy • Align Competencies with Perceived Gaps • Steps for Implementing New Recruitment Strategy

3. Mission Statement: To increase student achievement by attracting and retaining effective teachers Hiring effective teachers will lead to greater retention and higher student achievement. Retention • In order to increase student achievement, DCPS must consistently identify and attract effective teachers. • By understanding a teacher’s needs and wants, DCPS can align those wants with its existing capabilities. Value High Student Achievement 1. Australia Bureau of Statistics. ~40% of the 15-24 male Australian population located in Sydney & Melbourne

4. Agenda • Understand Mission of DCPS Human Capital Team • New Recruitment Strategy • Align Competencies with Perceived Gaps • Steps for Implementing New Recruitment Strategy

5. Recruitment Strategy Direction Current DCPS Approach New DCPS Approach • Cast a wide net for experienced teachers • Market DCPS • Use TFA & DCTF for new teachers • Target effective teachers • Market individual schools, principals, teachers • Sustain TCA & DCTF relationships and consider a residency program

6. DCPS Target: Highly Effective Teachers • Believes in Each Student Unconditionally • Proven Results in the Classroom • Teaching in Surrounding Districts or Charter Schools • 2-4 Years Experience (or more) • Self-aware & Dedicated to Continuous Improvement • Willing to Embrace Challenges to Make an Impact in Children’s Lives

7. Obstacles • Experienced and effective teachers have higher switching costs than recruits from other sourcing channels. • Experienced teachers from surrounding districts understand the difficulties facing DCPS. • DCPS must overcome distrust in the minds of experienced teachers. • Experienced teachers are taking a risk when they switch to DCPS – they need evidence the district can and will achieve its stated goals.

8. Market Size

9. Agenda • Understand Mission of DCPS Human Capital Team • New Recruitment Strategy • Align Competencies with Perceived Gaps • Steps for Implementing New Recruitment Strategy

10. Recruiting Effective Teachers Requires Meeting a Diverse Set of Needs Supportive and Innovate Atmosphere Professional Growth and Accountability Recognition and Fulfillment

11. Recruitment Roadmap Needs of Effective Teachers How DCPS Fills Perceived Gaps Concrete Communication

12. Opportunity to Innovate Needs of Effective Teachers How DCPS Fills Perceived Gaps Concrete Communication Publicly available principal evaluations Autonomy Principal with Vision High Performing Peers Webcasts of effective teachers in action Open houses and shadow days

13. Professional Growth and Accountability Needs of Effective Teachers How DCPS Fills Perceived Gaps Concrete Communication Invite teachers from surrounding districts to PD Equitable and Fair Evaluations Professional Development Career Ladder Publishing rubric and measures Chat rooms with current DCPS teachers

14. Recognition and Fulfillment Needs of Effective Teachers How DCPS Fills Perceived Gaps Concrete Communication Challenging Social and monetary rewards Publish student testimonials about Teachers of Excellence Chancellor’s Advisory Committee publicized as experts *Contingent upon new union contract.

15. Summarizing the Message • Target is experienced teachers who have high switching costs. • Message has to be compelling enough to make teachers leave current position. • DCPS is the best place for effective teachers to challenge themselves and grow professionally.

16. Recruiting Effective Teachers Requires Meeting a Diverse Set of Needs  Supportive and Innovate Atmosphere   Professional Growth and Accountability    Recognition and Fulfillment Result: Increase student achievement and increase average teacher retention by 3 years.

17. Agenda • Understand Mission of DCPS Human Capital Team • New Recruitment Strategy • Align Competencies with Perceived Gaps • Steps for Implementing New Recruitment Strategy

18. Communication Channels Cause marketing promotions with teacher-friendly retailers Promotions with graduate schools of education TeachDC Comprehensive Website Targeted teachers attend DCPS high quality professional development Targeted teachers participate in school shadow days and open houses

19. Timeline Website Promotions PD PD Shadow Days Oct Jan Apr Jul Oct

20. Spillover

21. Proposed Budget

22. Marketing campaign will drive demand to DCPS and lead to two major indicators Hiring effective teachers will lead to greater retention and higher student achievement. Retention • Only by aligning the needs of effective teachers can we increase student achievement and teacher retention. • By addressing each issue in the recruitment strategy, DCPS will complement the remaining pieces of the Human Capital value chain. • The strategy is not contingent upon a signed union contract and revised compensation system; instead these complement the recruitment strategy. Value High Student Achievement 1. Australia Bureau of Statistics. ~40% of the 15-24 male Australian population located in Sydney & Melbourne