HomeMy WebLinkAboutPresentations - R. Harding 2011 Recruitment StrategyWestlake Academy
Recruiting and Retention Strategy
“Westlake Academy is a nurturing, community-owned International
Baccalaureate charter school whose mission is to achieve academic
excellence and to develop life-long learners who become well-balanced
and responsible global citizens.”
Westlake Academy
Recruiting and Retention Strategy
The purpose of Westlake Academy’s Recruiting and Retention Strategy is to attract,
select, cultivate, and retain top teaching and administrative talent to achieve the
school’s mission.
Westlake Academy needs teachers and administrators who:
• create a positive and professional environment
• maintain worthwhile relationships with students and staff
• posses creativity within classrooms
RESULTS
LIFE-LONG LEARNERS ACHIEVE ACADEMIC EXCELLENCE
The recruiting strategy supports Westlake Academy’s Strategic Plan.
Westlake Academy
Recruiting and Retention Strategy
The teacher appraisal process by Section Principals and Coordinators
in the three IB programs determines how well a teacher’s students are
able to demonstrate characteristics of the IB Learner Profile.
The appraiser uses the following domains on the effectiveness of the
attitudes and skills imparted to students:
Planning and Preparation for Learning
Classroom Management
Teaching Methodology
Monitoring, Assessment and Follow-up
Family and Community Outreach
Professional Responsibilities
4 Highly Effective
3 Effective
2 Improvement necessary
1 Does not meet
Rating Scale
Westlake Academy
Recruiting and Retention Strategy
• Attracts high -caliber teachers who get great results (e.g. marked gains in
their students’ achievement); and
• Promotes high levels of retention of top teachers, who stay at Westlake
Academy to develop, improve and acquire leadership skills over time.
RESULTS x LONGEVITY = MAXIMUM HUMAN POTENTIAL
Recruit Select Develop Retain
Westlake Academy
Recruiting and Retention Strategy
Key Challenges
• Resource capacity at WA to recruit a wider range of candidates.
• Adequate staff resources to research quality teachers.
• Existing traditional teacher training and certification programs to provide
adequate preparation for successful teaching.
• Rewarding Legacy Teachers for high-performance through Fund 100,
creates a lack of professional culture in recruitment.
• Adequate resources for evaluating predictors of success during the
recruiting process.
• Providing adequate incentives for recruiting international teachers.
• Enhance a professional culture that supports and rewards great
teaching based on results.
• Resources to invest in professional development and attractive career
ladders and opportunities.
• Resources to invest in retention of top performers.
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Recruiting top talent
requires resources
Demand > supply for
high-performing
candidates
Value performance in
real terms
Westlake Academy
Recruiting and Retention Strategy
Key Challenges: Attracting and Retaining Top Talent
Overcoming Recruiting Challenges: What we can do
• Maintain an attractive and competitive salary and benefits package
• Establish teacher internship programs
• Establish a national and international marketing program
• Implement succession planning for high-performing staff, preserving legacy knowledge
• Commence the recruiting process earlier in the school year
Overcoming Retention Challenges: What we can do
• Ensure proper leadership and support is given to teachers by the principal
• Provide professional growth and career enhancement opportunities for our employees
• Annual one -time performance compensation for top performers
Westlake Academy
Recruiting and Retention Strategy
• To be and feel well supported
• To be and feel valued
• To have opportunities for growth and significant leadership opportunities
• To feel that they are part of a successful team and their opinions matter
• To achieve and maintain balance among personal and professional priorities
• To be adequately compensated
What do teachers value?
INTRINSIC AND EXTRINSIC REWARDS
Westlake Academy
Recruiting and Retention Strategy
The Human Resources Department’s role requires
partnership and interaction with internal and
external stakeholders
HR Principals Candidate
Profiles
Westlake Academy
Recruiting and Retention Strategy
The Bottom Line
• The Human Resources Department and Section Principals are committed to
finding the right person for every classroom
• Investment of time and resources around recruitment -selection -placement
phase for candidates to ensure higher levels of continued teacher success
Compensation
• Maintain a competitive base salary scale and benefits package
• Provide relocation packages for international teachers, as needed (proposed
from Fund 100)
• Implement annual one-time performance pay for high performing employees to
support Legacy teachers (proposed from Fund 100)
• Provide one-time recruiting incentives, as necessary (proposed from Fund 100)
•Implement an Internship Program that provides
onsite training and mentorship
Westlake Academy
Recruiting and Retention Strategy
•Develop an going in -school mentoring program
•Promote Professional development for all teaching
staff
Ongoing support and professional
development: what we can do
Westlake Academy
Recruiting and Retention Strategy
The Legacy Teacher
Definition: “Legacy teachers are those educators who affect a
positive and lasting difference in the lives of the students they teach”.
Legacy Teachers are not defined by tenure, but by high performance and
demonstrated success both inside and outside the classroom. The
development and retention of Legacy Teachers increases our effectiveness
and add value to the organization.
Recruit Develop Evaluate Reward
How do we reward those who add great value to the organization?
Attract
Westlake Academy
Recruiting and Retention Strategy
The proposed Fund 100 Legacy Teacher Reward System
1.Eligibility for the Legacy Teacher Reward System begins with earning the
designation of being “Highly Effective” on their annual performance evaluation.
2.Section Principals determine “Legacy Teachers” using the following criteria:
- Teaching Style & Passion in the classroom
- Implementation of curricula
- Creation and influence of school -wide initiatives
- Assumption of leadership roles
- Impact on student achievement
A Legacy Teacher is determined and rewarded using following steps:
Legacy Teacher designations are made on an annual basis, and are rewarded
from the proposed Fund 100 Legacy Teacher Reward System.
Westlake Academy
Recruiting and Retention Strategy
The Westlake Academy Foundation’s “Fund 100” grants for academic
initiatives were established to support the following mission:
“To provide funds that will be used exclusively in ways that will promote
Legacy teachers who exemplify, embody and inspire the IB philosophy,
principles and standards. Specifically, funds will be used to attract,
retain and develop Legacy teachers.”
The Proposed Fund 100 Legacy Teacher Reward System
Pending Board of Trustees approval of this system, grant applications
would be submitted to the Westlake Academy Foundation to fund one-
time performance payments on an annual basis for employees designated
as a “Legacy Teachers”. This designation would be determined each
year, and is not automatically recurring.
Westlake Academy
Recruiting and Retention Strategy
Action Plan and Timeline
Action Timeline
HR advertises positions internationally (approved and proposed) October - January
Principals inform Superintendent of non-renewal of contacts for
faculty for coming academic year
January 2012
Initial advertisements for positions are posted in local papers and
posted on recruitment websites
January 2012
Superintendent/Principals attend recruitment fairs (Funding?) January 2012
Firm vacancy list determined by section principals February 2012
Local interviews begin February - March 2012
All budgeted positions filled March - April 2012