Strategic Plan Goal Area 3 Recruit, Develop and Retain Talent

Strategic Plan Update
Goal Area 3: Recruit, Develop, and
Retain Talent
February 10, 2025
                                     1
Implementation Chart - Goal Area 3
Performance Objective 1: Recruit and hire a diverse and highly                                        Implementation Years
qualified workforce that reflects a world-class, innovative talent                            2024-    2025-   2026-   2027-   2028-
pool.                                                                                         2025     2026    2027    2028    2029

3.1.a: Implement a comprehensive recruitment plan to secure a pool of qualified candidates.
This plan should identify target audiences, utilize various recruitment channels, and
streamline the application process.                                                             I       R       R       R       R

3.1.b: Increase investment in recruiting pipelines by marketing and communicating through
all social media platforms.                                                                     I       R       R       R       R

3.1.c: Strengthen partnerships with traditional and non-traditional universities.
                                                                                                I       R       R       R       R

3.1.d: Offer a competitive compensation structure and employee incentive program.
                                                                                                I       R       R       R       R

3.1.e: Enhance the diversity, stability, and quality of the teaching workforce through the
IGNITE Residency Program.                                                                       I       R       R       R       R




                                                                                                                                    2
Implementation Chart - Goal Area 3
 Performance Objective 1: Recruit and hire a diverse and highly qualified workforce that reflects
 a world-class, innovative talent pool.


 • Partnership developed with United Education Institute (UEI) to fill Moderate Intellectual Disability (MOID),
    Severe and Profound Intellectual Disability (SID/PID) paraprofessional and nursing vacancies by 2/13
    (nurses)
 • Visiting Colleges of Education at multiple universities to recruit and forge partnerships.
 • Interview/hire 17 clinicians/Certified Nursing Assistants to fill the nursing vacancies
 • Recently added LinkedIn Recruiter and Indeed recruitment platforms to enhance the digital footprint of job
    postings within the district
 • Partnering with the Clarkston Community to explore employment opportunities within DCSD
• Develop detailed job descriptions that speak directly to the work to be performed to ensure that we hire
   the right people for the right roles
• Maintain market competitiveness with the Compensation structure to aid in attracting candidates




                                                                                                                  3
Implementation Chart - Goal Area 3
Performance Objective 2: Develop high performing staff to                                    Implementation Years
ensure quality teaching and learning outcomes, an innovative
                                                                                     2024-    2025-   2026-   2027-   2028-
workforce, and visionary leaders                                                     2025     2026    2027    2028    2029

3.2.e: Ensure all newly hired leaders receive mandatory training in engagement and     I       R       R       R       R
performance management practices.



• Conducted workshops for teachers on waiver and provisional certificates to assist in identifying their
  certification options.

• Provide Teacher Keys Effectiveness System (TKES) and Leader Keys Effectiveness System (LKES) training and
  credentialing to newly appointed principals and assistant principals.

• Provide training to all leaders in implementing the DeKalb Keys Effectiveness System(DKES)




                                                                                                                              4
Implementation Chart - Goal Area 3
Performance Objective 3: Retain highly effective staff in critical                              Implementation Years
needs positions to ensure the sustainability and efficiency of                          2024-    2025-   2026-   2027-   2028-
integral district programs and services.                                                2025     2026    2027    2028    2029

3.3.a: Implement a comprehensive employee retention plan.                                 I       R       R       R       R

3.3.b: Develop and implement programs that elevate, celebrate, and recognize employee     I       R       R       R       R
experience.

• Transfer window opened allowing teachers who have been at locations one year to transfer. HR sponsored
  fair for waiver and provisionally certified teachers.

• Meet with all teachers on waivers and provisional certificates to determine next steps/employability for
  2025-2026 school year.

• Ensure that we are compensating our employees through an effective and efficient compensation
  structure.




                                                                                                                                 5
Implementation Chart - Goal Area 3
Performance Objective 4: Develop employee pipelines for key                                     Implementation Years
staff positions to ensure the long-term viability of essential                          2024-    2025-   2026-   2027-   2028-
programs and services.                                                                  2025     2026    2027    2028    2029

3.4.d: Empower current and future high-quality employees to design their professional     I       R       R       R       R
learning aligned with their career aspirations.


• Para-to-Teacher Apprenticeship Program - Two-year program that supports paraprofessionals in earning
  their bachelor’s degrees in Elementary Education or Mild to Moderate Special Education while continuing
  in their current roles.

• IGNITE Teacher Residency Program - One year program that supports individuals with Bachelors in non-
  education fields to obtain Masters of Arts in Teaching.




                                                                                                                                 6
March 2025!

Goal Area 4: Culture & Climate

                                 7