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Certification and clock hours night. Can we do that earlier and more proactively?

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What processes are available for updating endorsements?

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1. Displaced staff are aware of own seniority: CBA requires HEA seniority report is posted for min. 14 days (window for correction)
2. Principal announces excess positions, asks for volunteers for displacement
3. Staff either volunteer for displacement or least senior non-provisional staff member is told they are displaced
3a. Staff are first told by their building leader *and* hand deliver formal letter from HR.
3b. Staff are asked to complete preference survey, which is linked on the letter.

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Post HEA Seniority List for revision

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Are there other ways to communicate to HEA staff besides HEA email?
- Highline insider
- HR visit schools (credentials/endorsements)

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Update the letter template to include information about meet and greet process (timeline expectations).

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Teacher profile!

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Displaced staff have varying levels of information about vacancies. How do we provide information about vacancies transparently.

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1. Candidates apply to pool as early as December.
2. Cadre screening started in February through May.
3. Candidates invited to interview in March.
4. Candidates are either: recommended to cadre, to site-based, or not recommended.
5. If recommended to cadre, they are issued a contract.
6. Cadre hires are notified of meet and greet placement process.
7. Cadre hires completed a placement preference form after attending the third meet and greet event.

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Change the pacing of hiring for cadre candidates.

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Keep a virtual option for meet and greet to accommodate out of state cadre hires.

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Ask desired or preferred grade for cadre candidates. Ask for more information from cadre candidates in the application.

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Note in Frontline after a cadre has been hired that they have been hired as a cadre candidate. This will tell hiring managers who has already been issued a contract.

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Need to change the way site-based hiring "competes" with cadre candidates. How do we mitigate for this? Ex: experience cadre candidate had with a secondary school - feeling "promised" a position that later gets filled.

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Expectations management with leaders in the system. Cadre is intended to fill 80% of projected vacancies.

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Screening- would like to start in January

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Look at data for individual schools or programs

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How to support candidates' experience around "waiting" for matches to be confirmed.

Schools wanted site-based postings.
Cadre contracts were being issued.

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1. Early February allocations are shared: BEA and categorical.
2. Through Feb, developing master schedule with student input (secondary) and class configurations (elementary).
3. Preparing for my RAM, determining which resources to continue funding based on data and outcomes.
4. Share my SIP/AAP and resource alignment at RAM. Includes identifying excess and vacant FTE due to programmatic change and/or enrollment.
5. Following RAM, submit requisitions for known vacancies.
6. Look in admin packet and get notification about staffing timeline.
7a. If school has vacancies, HR asks them to complete a teacher profile for their position(s).
7b. If school has excess staff, leaders work with HR to identify displaced staff members and lead communications to impacted staff.
#. Leaders support on cadre interviews or teaching demos.
#. If student teacher in school, conduct observation of intern.
8. If vacancies, then attend Meet and Greet event(s) based on my vacancies.
9. Complete Recommendation form following Meet and Greet event. Wait on HR to know whether "matches" happen.

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ECS needed to update a number of trackers and systems when confirming "matches".

- Staffing Tracker
- Frontline
- Business PLUS
- Cadre Tracker
- Excess & Vacancy Tracker

what is duplicative? what can be streamlined? how can we better leverage our systems to meet our collective needs and understand our workforce data?

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With a timeline and projected vacancies

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Training on site-based hiring: process overview, screening, interviewing, selecting, recommending, onboarding

Training on HR personnel management through multiple staffing processes during the spring. Share tools and talking points for leaders when working with staff.

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Role clarity for staff in HR who they will work with.
Clarity on the teacher profile artifact: offer workshops/drop in time on this?

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Intentional time built into RAM sessions that are offered, focus on strategic staffing

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Open to current leaders as well
Asset mapping for new leaders can connect with strong leaders

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RAM Training Meeting- be a part of the training meeting

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(Pre: projections for hiring based on turnover data and allocations)
Pre: developing spring staffing timeline in relationship to the "budget manual" and business services timeline that ILEDs shared
1. RAM training meeting with principals where we review staffing model and resource alignment.
2. RAM: identify staffing plans/needs, confirm vacancies with REQ immediately following. Noting there were multiple places where data/notes were shared.
3. Synthesis of excess/vacancy information (partner with ECS)
4. Began planning for Meet and Greet processes, teacher leaders, hard to fill. Determining the timeline for Spring Staffing (displacements, matches). *want to be more intentional about the dates we select.
5. Developing resources for profile development and coordinating events/invites/messages to hiring managers.
6. Shifts into more technical process primarily overseen by ECS team re: cadre match, displacement match.
7. 1:1 vacancy check-ins during the spring (let's include the ECS partner!!), also did summer check outs.

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Create training opportunities targeted toward new administrators to cover topics like budgeting, displacement, etc.

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RAM- one way to track vacancies or if we didn't have to track vacancy and building leaders were responsible for it

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Timeline- include Recruiting as part of timeline discussion

Be more intentional about dates.

Too early for meet and greet date?

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Change how transfer information is shared

- What content are we asking for? Asking for more information. What information is useful for screening?
- Have all building leaders have access? Or maybe that all vacancies are transparent.
- Trade off between confidentiality and transparency

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1. Created Cadre Pool posting in late fall (October).
2. Throughout Feb-May, Recruiting was advertising Cadre program and attending events, job fairs, external marketing. Active recruiting.
3. Begin cadre screening (goal to start screening earlier next year, screening in January and possibly start interviewing in February).
4. Conduct cadre interviews and coordinate with candidates and hiring managers
5. Communicate with candidates and convert into contracts/hiring.
6. Support meet and greets and match process.
#. Ongoing recruitment and continual sourcing for candidates into hard to fill positions.
#. Goal: focus on outreach and events in the fall leading into the winter for cadre pool and screening.
#. Goal: host a fall event with HPS where it's more high level information targeted on hard to fill positions. Retention (internal) to learn about Professional Growth (ex: Actfl, adding endorsements).

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Fall Open House

More high level information- knowledge sharing
Language learning spotlight
Special Education spotlight
CTE

Retention connection-
Internal staff- ACTFL testing info, professional growth
Pathway work?

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1. Begins with teasing out staffing changes that are being discussed in RAM: excess & vacancy information and recorded on the spreadsheets.  Continues throughout the spring as employees resign - record on ECN tool.
2. Ongoing back and forth to clarify information about excess and vacancies.
[goal was to have ECS take in the information and document in tracker to then have analysis take place].
3. ECS worked with Alan (who identified analysis) to reach out to confirm vacancies.
4. Identify displaced employees based on excess and seniority list (Alan verified this information).
5. Communicating with principals?
6. Confirming placement matches for displaced teachers *and* cadre. Different processes: transfer went through RTH, cadre went through placement ranking forms (from Heber on tracker), displacements went through recommendation match or forced placement. Recording in BPLUS, Frontline (if applicable), Staffing Tracker, *and* Excess and Vacancy Tracker, *and* Cadre Tracker.