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80% of new consultants attend intro to talent services 

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80% of new consultants attend intro to talent services 

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Is this course included as a requirement in onboarding plans right now? I think it's a worthy goal, but we may need to be clear (in partnership with Org L&D) that this is worth prioritizing for all staff and not just those who will be immediately working on talent work. Easy to deprioritize given the rapid rate at which we are bringing folks on for immediate project needs.

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I'd love for us to build a regular progress monitoring cadence into our group calls so we can understand where we are towards meeting these goals and respond accordingly.

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Wondering if one of the indicators should also be around using our national voice to broadcast key learnings/highlight work in the field in this year. Could be something like a blog post/webinar. I have seen this happening more on the policy side, but think this would be a great opportunity to demonstrate how we're approaching this work today to prospective clients or those in the field tackling similar challenges.

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How has COVID impacted the talent landscape and shaped current LEA approaches?

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In what ways do our current talent services and supports meet the need in the field and where do we have gaps that are worth exploring that we are positioned to respond to?

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How is our talent work disrupting inequity and what are we learning from? Where are we making progress? And when we're not, what's holding us back?

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I wonder when relevant if we can cluster some of these by project teams that would likely benefit from regular collaboration anyway and could provide real-time insight on key questions from our learning agenda.

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Given their higher level view into the work, maybe they collaborate as a group to identify trends and learnings on a regular cadence and seek out additional insights from other staff beyond MTs as clear themes, ideas, and questions emerge

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I think until we get clear on how we pull/classify "talent projects/contracts", it's going to be tough to track progress towards these indicators. We should get clear on that early.

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Simply wondering what the scope of our talent work is right now across each region - how much do we have S&C for FY22 in each region right now? What are the projects? Where?

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Minor point TSWG Representative referenced in the last indicator the Regional Talent Ambassador. If so, we should be consistent in what we call this.

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We have gone heavy on the self-directed materials in onboarding. If one of the goals is focused on this for new staff, the TSWG should lead actual conversations or sessions whereby questions can be answered and new staff can make real connections around the strategy.

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What are the big recs we're going to give around teacher shortages this year? Doesn't seem like our shorter term improvements/suggestions will work unless we do something dramatic for pipeline and retention

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We could possibly help with codifying learnings and updating resources so that we can have clear and concise updates to share out at the end of the FY