# data[].attributes.headline
Always important: Meet all core hiring goals for school year before start of PD in difficult hiring environment

# data[].attributes.subject
Always important: Meet all core hiring goals for school year before start of PD in difficult hiring environment

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Always important: Continue to increase diversity of educators and leaders to meet or exceed regional representative leadership goals (by ensuring diverse pool of candidates and equity in process, emphasis on partnerships)

# data[].attributes.subject
Always important: Continue to increase diversity of educators and leaders to meet or exceed regional representative leadership goals (by ensuring diverse pool of candidates and equity in process, emphasis on partnerships)

# data[].attributes.headline
Increase quality of candidate pool by building brand as employer of choice and enhancing advertising strategy

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Increase quality of candidate pool by building brand as employer of choice and enhancing advertising strategy

# data[].attributes.headline
Enhance systems and strategy to support hourly staff and NeST hiring

# data[].attributes.subject
Enhance systems and strategy to support hourly staff and NeST hiring

# data[].attributes.headline
Made highest volume of school staff hiring ever in fall despite difficulty of hiring market (377 school staff hires in fall 2021 v. 288 in next highest year - 2018)

# data[].attributes.subject
Made highest volume of school staff hiring ever in fall despite difficulty of hiring market (377 school staff hires in fall 2021 v. 288 in next highest year - 2018)

# data[].attributes.headline
Staffing vacancies and absences this school year (hard for all school systems right now, but still a delta)

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Staffing vacancies and absences this school year (hard for all school systems right now, but still a delta)

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Increased diversity of teacher hires in focus regions (+7% in CA and +17% in MKE)

# data[].attributes.subject
Increased diversity of teacher hires in focus regions (+7% in CA and +17% in MKE)

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Strong start to 22-23 AP Hiring (8 hires made to date, 3 offers pending --> over 30% of projected AP hiring complete)

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Strong start to 22-23 AP Hiring (8 hires made to date, 3 offers pending --> over 30% of projected AP hiring complete)

# data[].attributes.headline
Added support for NeST hiring mangers (1:1 support, sourcing, training, resources)

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Added support for NeST hiring mangers (1:1 support, sourcing, training, resources)

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Internal transfer and promotion opportunities still not clear and transparent to all stakeholders

# data[].attributes.subject
Internal transfer and promotion opportunities still not clear and transparent to all stakeholders

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Hiring high quality, licensed, experienced educators a persistent challenge in some regions and roles

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Hiring high quality, licensed, experienced educators a persistent challenge in some regions and roles

# data[].attributes.headline
Continue to build systems and communication to create transparent career pathways and opportunities

# data[].attributes.subject
Continue to build systems and communication to create transparent career pathways and opportunities

# data[].attributes.body
We had multiple candidates that declined due to lack of child care options and accepted offers where there was a child care option at the District level. I wonder if there is a way for Talent to connect candidates with resources in the community or provide child care centrally in each region.

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Strong candidates for SL hires for 22-23 school year 

# data[].attributes.subject
Strong candidates for SL hires for 22-23 school year 

# data[].attributes.headline
More assistance with onboarding Ops Specialist. 

# data[].attributes.subject
More assistance with onboarding Ops Specialist. 

# data[].attributes.headline
Recording and making interviews available at a later time for SLs unable to attend an interview has been extremely helpful

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Recording and making interviews available at a later time for SLs unable to attend an interview has been extremely helpful

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Items need to be in Spanish so that all our candidates can access them.

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Items need to be in Spanish so that all our candidates can access them.

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Competitive pay, especially for hourly staff.

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Follow through from our cluster recruiter is inconsistent with both candidates and school leadership team

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Follow through from our cluster recruiter is inconsistent with both candidates and school leadership team

# data[].attributes.headline
Follow through from our cluster recruiter is inconsistent with both candidates and school leadership team

# data[].attributes.subject
Follow through from our cluster recruiter is inconsistent with both candidates and school leadership team

# data[].attributes.body
More alignment between the model lesson that is taught and the candidate's expected placement. A candidate should teach the grade and content for which there is an opening, and should do so in person as much as possible.

# data[].attributes.headline
More help with the differentiated onboarding requirements for our regions. Example, in Nashville employees must complete certain MNPS trainings, but they need an MNPS employee username and password. How are we reporting new hires to MNPS to gain login credentials. Who do we turn to when we need help with region specific new hire requirements. 

# data[].attributes.subject
More help with the differentiated onboarding requirements for our regions. Example, in Nashville employees must complete certain MNPS trainings, but they need an MNPS employee username and password. How are we reporting new hires to MNPS to gain login credentials. Who do we turn to when we need help with region specific new hire requirements. 

# data[].attributes.body
We need to find ways to make our roles more appealing for hourly staff. Offering an opportunity to get a degree through Rivet isn't reasonably feasible if their hourly rate and wages are already well below the cost of living.

# data[].attributes.body
Lots of focus and help for recruiting instructional roles, but almost nonexistent for operations

# data[].attributes.body
More support and follow through with the onboarding process of any staff. Clearance and trainings need to be walked through at a higher level so that the start date given can be as true as possible.

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Create Pipelines with local universities

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Create Pipelines with local universities

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Develop more concrete talent acquisition (student teachers -> our future teachers)

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Why are we not talking about the Great Resignation? People want to leave and we need to get really clear and be open to innovation if we want to cultivate and retain solid talent at all levels

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Why are we not talking about the Great Resignation? People want to leave and we need to get really clear and be open to innovation if we want to cultivate and retain solid talent at all levels

# data[].attributes.body
Not sharing opportunities as openly and investing in talent that are school based wanting more opportunities to make a larger scale of impact. It's difficult for teachers and SLs to gain hard skills to have a chance at other roles when the only PD is Rising Leaders which is coaching/management content.

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Executing all the priorities and responsibilities with just 2 APs is not effective and does not set up our leadership teams for success. We need 3 APs to deliver coaching to quality and still operate with excellence in ISE, MTSS, PBIS, Parent Engagement, Coaching, and all the other responsibilities.

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suggestion from groups: recruitment team support of ops specialist hiring

# data[].attributes.subject
suggestion from groups: recruitment team support of ops specialist hiring