The Recruit Working Group has 13 members from both SCSU and all six of our Partner Districts. The Recruit Working Group had meetings at the SCSU Welcome Center in October, November, and December. A summary of our work from fall is provided below.
Recruiting, Retaining, Graduating, and Supporting Teachers of Color with Diverse Cultural Backgrounds & Growing High Needs Teacher Programs
Our current focus is on two proposals: (1) Recruiting, Retaining, Graduating, and Supporting Teachers of Color with Diverse Cultural Backgrounds, and (2) Growing High Needs Teacher Programs. Both proposals originated in Focused Teams and were brought to the working group for review and further development. First, both proposals relate to preparing diverse candidates and better alignment between market demands and the number of graduates completing our programs. Next, both proposals address a need for Alternate Pathways to licensure, financial incentives, and improved mentorship to retain teacher candidates. Finally, efforts to portray the teaching profession in a more positive light are essential to the success of recruiting candidates in high needs areas (e.g., special education, teaching English as a second language (ESL), science, technology, and mathematics).
The Bush Foundation, in conjunction with Haberman, a Minnesota-based marketing firm, delivered a Recruitment Road Map to each of its 14 institutions of higher education in 2013. The Recruit Working Group has been developing a Marketing Plan to improve our recruitment practices. We will align the Marketing Plan with the Recruitment Road Map delivered by Haberman to identify gaps in the plan and move toward implementing new methods and strategies to reach a diverse pool of candidates.
The Marketing Plan consists of three strands: (1) Media, (2) Face to Face Messaging, and (3) Incentives. Media includes effective use of Websites, social media, and new technology. Face to Face Messaging includes activating internal resources and partnerships to build capacity and foster a culture of recruitment. Incentives includes scholarships and other financial resources to increase candidates in high needs areas. The Recruitment Roadmap delivered by Haberman includes an Implementation Guide; it will certainly guide the efforts of the Recruit Working Group. The roadmap has been presented to our leadership and generated support. Next, we will need to extend this buy-in to all faculty and professional staff and develop internal relationships that support recruitment. We will need to delegate responsibilities, determine priorities, identify resources, and develop a specific implementation timeline for recruitment practices.
Can you recommend incentives to recruit candidates in high needs areas?
What can we do to portray the teaching profession in more positive ways?