Office of Human Resources
New Principal Institute
July 22, 2013
OHR agenda
Session I – 10:00am to 12 noon
10:00 am
Ann Chan, Assistant Superintendent for Human Resources - Overview
and Principal Contract
10:30 am
Ceronne B. Daly Director of Diversity Programs – Diversity Agenda,
Tomeka Cribb-Jones, Senior HR Network Liaison – Staffing and Hiring
11:15am
Judy Vance, Director of Recruitment and Workforce Development
Rochelle Valdez, Recruitment Manager
Session II – 12:30pm to 2:30pm
12:30pm
Ann Chan, Assistant Superintendent for Human Resources - Overview
and Principal Contract
1:00pm
Ceronne B. Daly Director of Diversity Programs – Diversity Agenda,
Tomeka Cribb-Jones, Senior HR Network Liaison – Staffing and Hiring
1:45pm
Judy Vance, Director of Recruitment and Workforce Development
Rochelle Valdez, Recruitment Manager
2
Over View and Principal
Contract
Ann H. Chan
Assistant Superintendent of Human Resources
617.635.6402
achan3@boston.k12.ma.us
3
OHR Overview
Labor
Relations
HR Liaison
Team
Assistant
Superintendent
of HR’s Office
Information
and Records
Mgmnt
Recruitment
and
Workforce
Planning
4
Principal Contract Highlights
• Contract Year – July 1 – June 30
• Salary is based on enrollment
• Work Year – Total of 223 workdays
- 185 days (180 school days plus 3 days and 18 hours of staff professional
development);
- 15 days prior to the start of school; and
- 23 additional days before, during, or following the school year, with all
work to be completed by June 30 of the school year (can include up to 4
professional development days, with prior of the Superintendent or
designee)
- Attendance Monitoring System – HRS-PP5
5
Questions
?’s
6
About Teacher Diversity
Ceronne B. Daly
Director of Diversity Programs
617.635.9114
cdaly@boston.k12.ma.us
7
Overview:
BPS Teacher Diversity
Guiding questions:
•What is the District Teacher Diversity Perspective?
•What is the district’s data?
•How are we meeting our diversity goals?
•What Is Our District Strategy?
•How does the district define Low Diversity Schools?
•What support can school leaders expect from the district?
o If you are a School Leader in a Low Diversity School?
•What support can school leaders expect from the district for teachers?
8
What is the District
Teacher Diversity Perspective?
Boston Public Schools and our school leaders are committed to building excellent
schools that prepare our students to compete and succeed in the 21st Century. In order
to cultivate world class global citizens, we commit to recruiting, retaining and promoting
a highly qualified and diverse workforce.
We recognize that diversity is not merely an add on to excellence, but, is, in fact, a
critical aspect of what it means to be excellent. Diversity of people and ideas is at the
very center of our core educational purposes. Different points of view that emerge from
diverse cultural heritages and ethnic backgrounds support our students by broadening
their perspective, challenging their interpretations and enriching their intellectual
discourse.
9
Current
Diversity
Data
WhatWorkforce
is the district’s
data?
(data source 12-28-13)
Asian
Teachers
Black
Hispanic
White
Total*
289
5.2%
1,208
21.9%
538
9.8%
3,457
62.7%
5,512
Principals/
Headmasters
3
2.3%
51
39.8%
16
12.5%
58
45.3%
128
School Administrative
Team
9
3.8%
79
32.9%
29
12.1%
122
50.8%
240
41
7.9%
172
33.3%
70
13.5%
233
45.1%
517
4,892
8.6%
20,774
36.4%
22,663
40.0%
7,419
13.0%
57,133
2012-2013 data
Central Office
Students
(as of 2-14-13)
• Total also includes American Indian and Pacific Islander individuals as well as those whose race is not specified
Workforce
Diversity
Data
How are weCurrent
meeting
our diversity
goals?
(data source 12-28-13)
•
Our diversity goals are guided by the federal court order requiring that we maintain a
minimum of 25% Black teachers and 10% “other minority” teachers.
Analysis based on 2012-2013 data. 2013-2014 data will not be finalized until October 2013
“Other
Minority”
Black
Teachers (as of 12-28-12)
21.9%
15.3%
Headmasters/Principals
39.8%
14.8%
School Administrative Team
32.9%
13.8%
Central Office
33.3%
21.7%
Key:
Meeting or Exceeding
Not Currently Meeting
Hispanic
•
We are also committed to increasing
our percentage of Hispanic educators
to better reflect our student population
Teachers (as of 12-28-12)
9.8%
Headmasters/Principals
12.5%
School Administrative Team
12.1%
Central Office
13.5%
11
What Is Our District Strategy?
The Charge
The Charge
The 2012-2013 Teacher Diversity Work Group (TDWG) convened monthly from
October 2012 to June 2013 and is comprised of stakeholders representing
central office, school leaders and external partners
The 2012-2013 TDWG was convened by the superintendent and charged with
the following:
• To guide the development of the Teacher Diversity Action Plan that
supports teacher diversity initiatives
• To coordinate the implementation of diversity initiatives
• To assess and report on the results of diversity initiatives
• To recommend improvements in diversity initiatives
12
What Is Our District Strategy?
The 2012-2013 Teacher Diversity Action Plan
Teacher Diversity Action Plan
•developed in collaboration with the 2012-2013 Teacher Diversity
Work Group in November 2012
•outlines a comprehensive approach to supporting the district’s
diversity goals
•supports the BPS Acceleration Agenda and aligns with the BPS
Achievement Gap Policy.
•Guided by 5 strategies: Recruitment, Pipeline Development, Hiring,
Staffing, and Retention
•Intended to support and develop policies and programs to recruit,
retain and promote a diverse, highly qualified workforce for the Boston
Public Schools
13
What support can school leaders
expect from the district?
Access to Data:
• All school leaders received their Teacher Diversity Data
prior to Probable Org
• All school leaders received a database of all available
teachers to support their Information-Rich Staffing
process directly after open posted positions were placed
on the career center
• HR liaisons are able to run reports to provide school
leaders with demographic data on all position applicant
pools
14
What support can school leaders
expect from the district?
Assess to People:
•OHR HR Liaisons – support in the hiring and staffing
•OHR – Recruitment Team – support in recruiting highly
qualified diverse candidates
•Low Diversity School Support Team comprised of members
from Office of Equity, Office of the Achievement Gap and
Office of Human Resources
•OHR - Director of Diversity Programs
15
What support can school leaders
expect from the district?
Director of Diversity Programs in the OHR:
•To work in collaboration with team members in the OHR to increase
the number of highly effective Teachers of Color in the BPS.
•To develop and administer policies and programs to recruit, retain
and promote a diverse workforce for the district that aligns with both the
BPS Acceleration Agenda and the BPS Achievement Gap Policy.
•To support/recommend solutions to Principals/Headmasters and
Network Assistant Superintendents in order to achieve the districts’
diversity hiring and retention goals and objectives.
•To monitor and report on BPS teacher diversity policies and
programs, and their impact on recruitment, hiring, staffing, development
and retention processes.
16
How does the district
Define Low Diversity Schools?
Sample Of Individual School Data
289
1208
538
2
4
HISPA %
Grand
Total
3
Other
Minority%
( includes
Hispanics)
WHITE
1
PACIF
14
1
NSPEC
( as of 12-28-12)
HISPA
2012-2013 Actual School District
BLACK
( as of 12-28-12)
ASIAN
AMIND
2012-2013 Eliot K-8 School
2012-2013 Eliot K-8 School Diversity Data
Black %
27
32
3.13%
12.50%
9.38
3457
5512
21.92%
15.33%
9.76%
Minimum
25%
Minimum
10%
Minimum
15%
(determined
by federal
court order)
(determined
by federal
court order)
(2013-2014
District
Diversity Goal)
2013-2014
School District
Diversity
Goals
Data Legend:
Red
Yellow
(Acutely Outside of acceptable range
(Outside of acceptable range)
Green
hiring restrictions may be in place)
Black %:
0-12.5%
12.5 - 25%
25%+
Hispanic %
0-7.5%
7.5-15%
15%+
0-5%
5-10%
10%+
Other Minority %:
17
If you are a School Leader
in a Low Diversity School?
The Low Diversity School Support Strategy was implemented this past year in
January 2013. It is part of the 2013-2014 Teacher Diversity Action Plan (TDAP).
The primary goal is to provide Low Diversity school leaders with technical
assistance in identifying and implementing strategies that result in increasing
their school’s teacher diversity
•Phase I: Sharing Diversity Data – January –February 2013
•Phase II: Customized Strategy and Action Planning - February – March 2013
•
Traditional schools were given permission to open post one of their position
•Phase III: Support in Hiring Candidates - March–August 2013
•
Low Diversity School Intent to Hire Accountability Form
The monitoring process with regards to hiring recommendations from LDS
principals/headmasters will be approved Network Assistant Superintendents and
in collaboration of the Office of Human of Human Resources
18
What support can school leaders
expect from the district for teachers?
For the retaining and developing educators of color
(BPS Provisional Teachers, Substitutes and Paraprofessionals)
In November 2012,OHR in collaboration with the OEE collaborated to support the
implementation of the 2012-2013 Teacher Diversity Action Plan by providing a
comprehensive initiative that focuses on the retention and pipeline development
of educators of color.
The Support Services are as follows:
•MTEL and Licensure Support
•ESL Training and Moderate Disabilities Licensure Training (as needed the
Pathways Program
•Networking / Mentoring
•Career Development Workshops
The district will be offering these programs in 2013-2014
19
Update on the
MTEL/ Licensure Support Services
All Participants
%
Total
11 4.5%
Applicant
91 37.6%
Paraprofessional
72 29.8%
Provisional
68 28.1%
Substitute
242 100.0%
Grand Total
MTEL/Licensure Support Programs 2012-2013
On-line Prep Workshops/Study Groups MTEL Tutoring
Vouchers
Total %
Total %
%
Total
Total %
6.7%
1
4.3%
7
5.4%
4
3.6%
4
5 33.3%
61 37.7%
28 37.8%
40 36.0%
4 26.7%
45 27.8%
18 24.3%
40 36.0%
5 33.3%
49 30.2%
24 32.4%
27 24.3%
15 100.0%
162 100.0%
74 100.0%
111 100.0%
20
Update on the Networking
and Information Sessions Pilot
(January to June 2013)
This monthly Networking and Information Pilot provides an opportunity for provisional
teachers to receive information on important topics related to their professional and
career development in Boston Public Schools (BPS).
The monthly sessions were co-sponsored by OHR, OEE and the BTU and designed by a
team of BPS teachers representing all levels.
Departments/ programs providing expertise and information:
•
•
•
•
Office of Educator Effectiveness
o New Teacher Developers
Office of English Language Learners
Office of Extended Learning
Office of Human Resources
Participant data:
• 420 provisional teachers of color invited
• 77 provisional teachers attended (18% of invitees)
• 22 male provisional teachers attended ( 29% of the attendees)
21
Programs Implemented and
to be piloted in support of BPS Teacher Diversity
Funded and launched in 2012-2013:
1.Designed and implemented the 2012-2013 Low Diversity Support Strategy provides
school leaders with technical assistance and strategies to increase their school’s teacher
diversity - Hiring and Staffing Strategies
2.A pilot comprehensive initiative to support the professional growth and
development of provisional teachers of color, Substitutes teachers of color,
Paraprofessionals of color with bachelor degrees. – Pipeline Development and Retention
Strategies
3.A pilot Networking and Information Session for provisional teachers of color –
Retention Strategy
Designing and secured funding to pilot in 2013-2014:
1.A BPS Paraprofessional To Teacher Program - Pipeline Development Strategy
2.An 18 month Teacher Education Master’s Program for Candidates of Color with the
Teach Next Year at UMASS Boston – Outcome - 30 licensed Educators of Color with
Graduate degree- Pipeline Development Strategy
3.A BPS Substitute To Teacher Program - Pipeline Development Strategy
4.A BPS Community Paraprofessional Program - Pipeline Development Strategy
5.Pre-Collegiate Teacher Development Program - 40 high potential BPS 9th grade
students of color - Pipeline Development Strategy
6.Male Educators of Color Network – Retention Strategy
22
Questions
?’s
23
About Staffing and Hiring
Tomeka Cribb-Jones
Senior HR Network Liaison
617.635.6582
tcribb@boston.k12.ma.us
24
HR Liaison
• HR Liaison Team (fax: 635-9672)
• Tomeka Cribb, Mgr.
tcribb@boston.k12.ma.us
Network H
5-6582
• Diane Daniels
adaniels2@boston.k12.ma.us
Network E & F
5-9088
• Lauren McLean-Britt
Network G
lmcleanbritt@boston.k12.ma.us
5-9646
• Earnest Offley
eoffley@boston.k12.ma.us
Network A & C
5-9610
• Michelle O’Neil-Turner
Network B & D
moneilturner@boston.k12.ma.us
5-1685
25
BPS Licensure Requirements
To be eligible for hire, teachers must meet licensure requirements
Acceptable types: Preliminary, Initial, Professional, Temporary or
Northeast Regional
Must be in the appropriate field
Must be in the appropriate level
Reflective of 80% of what the teacher will be teaching
Professional support personnel and other educator roles that may not require
licensure include:
Acting administrators
Cluster Substitutes
Paraprofessionals or Community Field Coordinators
26
Educator License Hardship Waiver
• Recently, MA DESE revised and strengthened the waiver request process.
• Under specific conditions, on a case-by-case basis, a hardship waiver may be
granted by the Department of Elementary and Secondary Education (DESE)
• It cannot be assumed that hardship waivers will be automatically granted. If a
waiver is requested, Principals, Headmasters will need to provide evidence of:
• An explanation why the unlicensed candidate is qualified for the position
• A list containing the names of each appropriately licensed candidate who applied for
this position
• Fully document and justify requests for waivers to be approved.
• Teachers without a license will need to provide evidence of:
• Passing MTEL scores for each required test
• Registration receipts for MTEL test dates
• Copy of licensure application for the appropriate type, field, and level for the position
The Office of Human Resources is prepared to assist as much as possible. Please
contact your Human Resources Liaison for questions about the waiver process.
Sample Staffing Template
BPS Hiring Process Overview
Posting a job
Screening
and
interviewing
Extending
an offer
Approval
and onboarding
of new hire
New
hire
begins
work
Posting a job
• Use correct PC number (using the
incorrect PC will delay approval and
posting).
• Indicate that “Position” is for the
2013-2014 school year” in job
description.
• Avoid using acronyms and
abbreviations that external
candidates may not know ( KDG, U4,
ESD, .5 FTE)
• Refer to Quick Reference Guide:
Future Force Postings
- Your HR Network Liaisons are prepared
to assist. Please contact with any
questions about the job posting process.
• JOB POSTING INFORMATION
On-Boarding New Hires
On-Boarding Process:
On-boarding requires five unique
steps including
1. Screening and Interviewing
2. Extending a formal offer
3. Completing new hire
paperwork
4. Approving for hire
― CORI check
―Certification, transcripts
5. Getting on payroll
Candidates cannot not start
work until CORI has cleared
& on-boarding process is
complete.
Search the more than 15,000 candidates who
have applications on the BPS career center
Candidates available for interviews include:
o Boston Teacher Residents
o Highly Recommended candidates prescreened by HR
Contact our Recruitment Team for a List of
qualified candidates in the subject areas you
need to fill.
Key Staffing Dates
July 30th – Excess teachers from the PTPP (Post Transfer Placement
Process) assigned
July – August 30th Paraprofessional Recall process
August 30th – Majority of new teacher hires completed
• New Teacher Institute at English High August 20-22nd
• Guild Secretarial Institute Madison Park August 20-22nd
September 3rd
• All teachers and Para's report
Questions
?’s
33
About Recruitment and
Workforce Planning
Judy Vance
Director of Recruitment and Workforce Planning
617.635.9240
jvance@boston.k12.ma.us
Rochelle Valdez
Recruitment Manager
617.635.9495
rvaldez@boston.k12.ma.us
34
Recruitment Team
Goal: To assist and provide hiring managers with highly
effective candidates to ensure that 100% of vacant positions
are filled.
• Judy Vance- Director of Recruitment and Workforce Planning
- jvance@boston.k12.ma.us
Extension: 5-9240
• Rochelle Valdez-Recruitment Manager
- rvaldez@boston.k12.ma.us
Extension: 5-9495
• Mora Owens- BTRP Alumni Placement Manager
- mowens@boston.k12.ma.us
Extension: 5-9629
• Lorraine Maryland- Recruitment Support
- lmaryland@boston.k12.ma.us
Extension: 5-9639
35
Where does BPS recruit from?
Recruitment Outreach

Facebook

LinkedIn

Twitter

BPS Website

BTU Website

Superintendent’s Newsletter

BNN-TV

National Black College Alliance

IBEW Billboard

Black Ministerial Alliance

Alianza Hispana

Teacher Diversity Work Group

Posse Foundation

National Black College Alliance

NAACP

Urban League

Boston City Councilor

Dudley Street Neighborhood Initiative

Office of New Bostonians

ACEDONE

Sociedad Latina

Black/Latino Fraternities & Sororities,
listserv

Prince Hall Mason, listserv
Career Fairs/Events


















National Alliance of Black School Educators Nashville 10/2012
*Howard University Career Fair- 01/30/13
Citizens School Career Fair-02/01/13
National Employment Minority Network Diversity Fair02/02/13
Vanderbilt University- 02/11/13
Nashville Area Teacher Recruitment Fair-02/12/13
(Aquinas College, Athens State U, Austin Peabody State U,
Belmont U, Cumberland U, Martin Methodist U, Tennessee
Tech U, Middle Tennessee State U, *Fisk U, Lipscomb U,
*Tennessee State U, Trevecca Nazarene U, Vanderbilt U)
*Spelman First Annual Education Studies Fair-includes
*Morehouse and *Clark-Atlanta- 02/20/13
BU School of Education Career Fair- 02/21/13
Harvard Graduate School of Ed PreK-12 Career Expo02/28/13
Teacher's College, Columbia University Ed Fair- 03/06/13
Boston College K-12 Ed Career Fair-03/13/13
Simmons College Ed. Career Networking Fair-03/15/13
Bridgewater State University Career Fair- 03/20/13
TopSchoolJobs Online ExPO-03/21/13
Salem State Career Fair- 03/25/13
College Career Centers of Western MA-03/28/13 (AIC,
Elms College, HCC,Bay Path, Westfield State, Springfield,
Western NE College
Lesley Educator Career Expo-04/11/13
MERC Ed Fair @ Northeastern University-04/17/13
*HBCU
36
How do I access candidates?
PeopleSoft
Recruitment Team
• PeopleSoft is our Career Center, all
candidates MUST apply to positions
in order to be officially hired.
Provisional Teachers
•Highly effective provisionals who have
been vetted by HR
• School leaders are able to log in and
look at candidates’ resumes who
have applied for their positions.
Teacher Prep Pipeline
•Boston Teacher Residency
•Wheelock Teach Boston
•Teach Next Year Umass Boston
•Teach for America
•Donovan Scholars
• HR can also compile resumes of
highly effective applicants and send
to school leaders.
• If you have any questions or need
additional support please contact
rvaldez@boston.k12.ma.us
College and Graduate Programs
•Boston College
•Boston University
•Bridgewater State
•Virginia State University
•Salem State
37
Sample Selection Process (Mattahunt)
Online
Application
Resume, Cover Letter, Licensure.
Video
Course
350+
applicants
screened
153
applicants
screened
Two Videos, Two Responses—
mindset and pedagogy
(observation/feedback).
Teacher
Demo Day
(TDD)
60
applicants
screened
Mini-Lesson, Informal
Discussions, Targeted
Questions, Case Study,
Data Analytic Exercise.
Recommend for
Hire by Principal
20 hires
38
Questions
?’s
39
Sub Central Facts
• How many Substitute Teachers does BPS employ?
• On a daily basis what is the average number of Subs requested?
• If a Principals identifies a candidate to be hired as a Sub they
should have them start work and then notify HR?
• If a Substitute arrives at your school and you decide you do not
need them, will they be paid for the entire day, half of the day or not
at all?
• Are Substitute Teachers part of The Boston Teacher’s Union?
• If you are unhappy with the performance of a Substitute Teacher
what action should you take?
• What happens to a Substitute Teacher who works the entire year
covering for one teacher who is out?
• Can Substitute Teachers be requested to help with lunch duties,
fundraising and field trips?
EDUCATION RESOURCE STRATEGIES, INC.
40
Sub Central-ESchoolSolutions
http://bostonps.eschoolsolutions.com
EDUCATION RESOURCE STRATEGIES, INC.
41
Principal Screen
EDUCATION RESOURCE STRATEGIES, INC.
42
Types of Substitute Teacher Pay
Daily Pay Scale
• Per Diem
$129.51
• Long Term $144.08 (11-25 days)
• Long Term $260.69 (26+ days) should be licensed in area of teaching
• Cluster
$157.67 pay stays the same all year-1 school
• Licensed Subs are paid an additional 3% on base salary
• Long Term Subs are allocated 1 sick day for every 20 days
• Bonus- Per Diem Subs who work 120 days
$1,000
150 days
$1,500
EDUCATION RESOURCE STRATEGIES, INC.
43
Sub Central Contact Information
• Janice Daley
jdaley@boston.k12.ma.us
• Robert Kelsey
Rkelsey@boston.k12.ma.us
• Gwen Cleckley
gcleckley@boston.k12.ma.us
• Email
bpssubcentral@boston.k12.ma.us
• Telephone
617-635-9380
• Hours of Operation
7:30 a.m.-6:00 p.m.
EDUCATION RESOURCE STRATEGIES, INC.
44