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).
Marketing Plan
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.
Questions:
Can you recommend incentives to recruit candidates in high needs areas?
What can we do to portray the teaching profession in more positive
ways?
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