# data[].attributes.body
Marcomms routinely gets feedback from NeST and SLs that we are responsive and timely in our projects, hitting our deadlines.

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We get high marks on NPS and anecdotal feedback that we collaborate well with other teams. We try to work in service model where we serve each region's needs while balancing priorities.

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Our results are routinely high-quality, engaging, and visually-appealing. We get a lot of great feedback on our videos especially, and the inspirational stories we share internally and externally.

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Reactive & tactical approach to digital marketing this year

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Reactive & tactical approach to digital marketing this year

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In the 21-22 school year, digital marketing has been less strategic and more reactive. We're looking forward to having a fully onboarded Marketing Manager to spearhead these efforts in the year ahead.

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Struggle to Prioritize Long-Term Projects w/ Crises

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Struggle to Prioritize Long-Term Projects w/ Crises

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Our team has always had dual roles pushing long-term strategic projects forward while also dealing with the everyday crises of schools. This was compounded by COVID-19 and has taken more team capacity than anticipated. We're moving towards regions and schools handling crises comms and webinars, storytelling more themselves, but still get pulled in a lot.

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Need to publicize our work and resources more

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Need to publicize our work and resources more

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We often get asks for things that can be created easily from templates, or people think we are not supporting work that we are. We need to be more visible about sharing resources and showing schools how we support them with tools and training.

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CRM Implementation likely will require another pilot year before applying scalable network-wide system

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CRM Implementation likely will require another pilot year before applying scalable network-wide system

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Our pilot CRM for tracking the new family journey is finally moving families through the funnel, but has not yet implemented the powerful marketing integration tools we have to use. Recommending we do a second year piloting the software in DC and CA only.

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Adding Taylor to Marcomms as well as her hiring of a Marketing Manager, plus Nadine's new role has added capacity to our team to be able to increase our impact.

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Since shifting family recruitment to the Mar/Comm team, it feels like we have seen less in terms of communication and partnership. 

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Since shifting family recruitment to the Mar/Comm team, it feels like we have seen less in terms of communication and partnership. 

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There has been no communication about our enrollment and recruitment strategy and this is concerning given that all regions are currently not meeting enrollment targets.

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Appreciate the weekly OM emails and updates. 

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Appreciate the weekly OM emails and updates. 

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Inclusion of highlighting educators who are AAPI. We (students and staff) are nearly invisible in our work and dedication to the RPS network mission simply because our students don't all look like us. We are still here fighting the same fight for educational equity for ALL students. A lot of "awareness" around AAPI has appeared to be more performative and a means to simply "check the box" when no actual consideration is given. It is rare to see an AAPI family highlighted for anything. Keeping us invisible perpetuates the notion that AAPI people are without struggle or adversity.

# data[].attributes.subject
Inclusion of highlighting educators who are AAPI. We (students and staff) are nearly invisible in our work and dedication to the RPS network mission simply because our students don't all look like us. We are still here fighting the same fight for educational equity for ALL students. A lot of "awareness" around AAPI has appeared to be more performative and a means to simply "check the box" when no actual consideration is given. It is rare to see an AAPI family highlighted for anything. Keeping us invisible perpetuates the notion that AAPI people are without struggle or adversity.

# data[].attributes.body
What systems are in place are there to make sure that communication is vetted so that racial and culturally insensitive information is not being shared across our organization in staff facing communication?

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What is the MarComm strategy for a more culturally/racially representative MarComm team?

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Often there are written publication, that share some stories about families or staff. Interested in seeing more visual storytelling for students, families, leaders and teachers to really display the great things that we doing at Rocketship.

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Being a fairly big organization I would expect a bigger presence and impact on social media - how to get more people to see and hear the great work being done

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Disconnect with the Engagement team understanding communities outside of the Bay Area and acting with distance from students, their families, and school-based staff. Being defensive in receiving feedback makes it difficult to build relationships and connections.

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More members of the MarComm coming from an education background, specifically with Rocketship.