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We have made fantastic progress on both filling staffing projects and the development/design on a more fluid regional staffing approach. This directly impacts our ability to move at the pace of our clients, enhancing client experience.

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Surprised to learn that we do not have any contracts in the West with diverse educator goals and grade appropriate goals. I think there is definitely an opportunity to think about why and what pivots we might be able to make this year.

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There is an opportunity for intentional planning leading up to goal dates to ensure we have updated goals each quarter. Moving forward, I plan to put time on my calendar in the week leading up to due dates to ensure they are on time.

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The foundation for FY22 footprint expansion is in place and provides a laser focus on where to prioritize (ID & UT). This will also help us start to plan for FY23 and FY24

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I'm surprised we don't have any current contracts around diverse educator goals and grade-appropriate assignments. I wonder what is the hurdle or holdback? Are there others in this space that do this or have a reputation for this type of work that TNTP is not yet known for out here?

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I know why my contracts don't have these goals, all for varying reasons. 1- Where we are in the scope of the work/foundation-setting; and/or 2- the work is all concentrated far from classrooms; and/or 3-there is not access or resources to create and collect the data. I think there's a good conversation to have NOW as we write extension proposals about what's realistic and what to prioritize.

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Do the staffing forecasts include potential extensions, or only likely new opportunities?

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It seems like there may be the need to collaborate around business development in some key areas in order to reach revenue target.

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How are our current costs mapping to our revenue target? And are there adjustments we may consider on the cost end to alleviate the gap should we get to that place in the future (e.g. not hiring)?

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Agree that there is opportunity in how we craft proposals to consider how we will collect more impact measures. But/and there also has to be more flexibility and ease in tracking impact beyond just observations with certain tools or rating handfuls of assignments

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Similar to previous comets, given our types of academic engagements, it seems like we should have more impact measures

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We have made some good progress around staffing West contracts (And with staff who live in the West)

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We have a limited timeframe for FY22 business development effort - both in terms of when districts will be able to take anything on and when we will have staff capacity for any new engagements - will need some careful planning and fairly quick action

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While we might not be at goal yet, our current ~7mil is the highest the West has ever seen

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We need to act fairly quickly to meet our FY22 revenue goals and will need some concentrated business development in the next few months. Unfortunately, per our recent convo, we are coming out of an extraordinarily challenging period and I don't know if school/system leaders can see the forest through the trees still...

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Since we have yet to find a big bet around talent in the West, I wonder how we might attach ourselves to more centralized initiatives or large scale grants focused on talent (ie SEED)

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What defines a community in our target of 50 communities? On the West Community Tracker, cities and counties are used interchangeably.

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The West region has made significant growth and is well poised to continue growing. The regional staffing structure fosters knowledge sharing and enables the cultivation of meaningful relationships. The footprint expansion recommendations will provide focus for continuing growth.

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Planning is happening to spend currently underutilized grant funding. If not timely exhausted, grant funds may need to be returned.

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I found surprising that there are no contracts with grade appropriate assignments or diverse educator goals. The current Alliance contract does have a teacher diversity goal. They also signed up for TNTP's Fellowship for Black Teacher Talent / Salesforce Workforce Diversity Project.