Agenda Item
c. Strategic Plan Update ~ Goal Area #3 ~ Recruit, Develop and Retain Talent ~ Updated 11.10.2025
Summary: Presented by: Mr. Jason E. Kennedy, Deputy Chief Human Resources Officer, Division of Human Resources,
Mr. H. Eric Hilton, Chief of Legal Services, Division of Legal Services
Strategic Plan Update
Goal Area 3: Recruit, Develop, and
Retain Talent
November 10, 2025
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
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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 Teach for America, where 54 teachers were hired across the district in multiple
content areas and grade bands.
• Visiting Colleges of Education at multiple universities to recruit and forge partnerships.
• LinkedIn Recruiter and Indeed recruitment platforms to enhance the digital footprint of job postings within
the district.
• Developed detailed job descriptions that speak directly to the work to be performed to ensure that we hire
qualified people for the right roles.
• Revisiting job description requirements for staff in the Operations Division to create a pipeline for growth
within the organization.
• Maintain market competitiveness with the compensation structure to aid in attracting candidates.
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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.
• Provide SuperEval training to district-level leaders.
• 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)
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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.
• Honor 40 employees across the district through the Difference Maker Campaign by recognizing 10
employees per quarter.
• Sponsor a Provider Fair for all teachers on waivers and provisional certificates to provide information on
teacher education programs and GACE preparation. This will aid in retaining staff and assist in determining
next steps/employability for the 2026-2027 school year.
• Ensure that we are compensating our employees through an effective and efficient compensation
structure.
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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 a Bachelor's in non-
education fields to obtain a Master's of Arts in Teaching.
• ASPIRE Program – Teacher pipeline focused on graduating seniors interested in education.
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