Richardson ISD Recruiting, Hiring, and Promotions Report November 14, 2016
PURPOSE The Richardson Independent School District seeks to become a Destination District and an Employer of Choice by prospective employees. To support this goal, the Human Resources department works to ensure a diverse applicant group exists from which supervisors can choose. Supervisors are able to select high performing, student focused staff that reflect the RISD Teacher Profiles, as well as embrace the RISD Vision, Mission, and Goals, and Values. In this update, Human Resources will highlight strategies used this hiring season to address Goal 3 within the District Improvement Plan. Details within this report include: Recruiting efforts Hiring and promotions RISD staff ethnicity Strengths and challenges Next steps RECRUITING EFFORTS The Human Resources department actively engages in varied recruitment activities throughout the year to ensure a deep candidate pool for administrators consideration. Recruiting efforts included the following: Rebranding the RISD experience for prospective employees, including new recruiting materials, website, banners and tablecloths Provided specialized training to all RISD recruiters emphasizing the strategy to Sell the City, Sell the District, Seal The Deal RISD representatives interacted with applicants from forty nine (49) universities and professional job fairs Recruited from among RISD student teachers and other educational interns Utilized various websites (Applicant Tracking, Region 10, TASA, K12JobSpot.com, Indeed.com, LinkedIn, Twitter and more) HR served on The Professional Educator Preparation Program Advisory Committee, Southern Methodist University HR Served on the Teacher Development Advisory Committee, University of Texas at Dallas Presented Open Offers of Employment to priority candidates Promoted education as a career choice among our Grow-Your-Own program students at all four high schools Enhanced the EdLine Richardson Promotes Mentoring Program curriculum and Mentor Lead training Increased Bilingual educator stipend Initiated the Differentiated Compensation Model Implemented Career Pathways Model 1
FALL 2015 RECRUITING SCHEDULE Date University/Organization City/State 30-Sep Huston Tilotson Austin, TX 27-Oct University of Louisiana Lafayette, Louisiana 28-Oct Louisiana State University Baton Rouge, Louisiana 3-Nov University of Texas Austin, Texas 3-Nov Texas State University San Marcos, Texas 5-Nov University of North Texas Denton, Texas 5-Nov Texas Woman s University Denton, Texas 6-Nov University of Texas Tyler Tyler, Texas 9-Nov Texas A&M University College Station, Texas 13-Nov Houston Area Teacher Job Fair Houston, Texas 13-Nov University of Texas El Paso El Paso, Texas SPRING 2016 RECRUITING SCHEDULE Date University/Organization City/State 1-Mar Baylor University Waco, Texas 2-Mar National Association of Bilingual Educators Chicago, Illinois 4-Mar Midwestern State University Wichita Falls, Texas 4-Mar TASBE Frisco, Texas 10-Mar Texas Speech/Hearing Association Fort Worth, Texas 22-Mar Texas Christian University Fort Worth, Texas 22-Mar Texas Tech University Lubbock, Texas 23-Mar Texas A&M University - Commerce Commerce, Texas 29-Mar Prairie View A&M University Houston, Texas 2
Date University/Organization City/State 29-Mar Sam Houston State University Huntsville, Texas 29-Mar Texas State University San Marcos, Texas 30-Mar Huston-Tillotson University Austin, Texas 30-Mar University of Oklahoma Norman, Oklahoma 31-Mar University of Texas at Dallas Richardson, Texas 2-Apr Bilingual Education Student Association San Antonio, Texas 4-Apr RISD Bilingual Meet and Greet Richardson, Texas 4-Apr Texas A&M University College Station, Texas 5-Apr University of Texas at San Antonio San Antonio, Texas 5-Apr Northwestern State University Natchitoches, Louisiana 6-Apr Louisiana State University Baton Rouge, LA 6-Apr University of Texas Austin, Texas 6-Apr University of Louisiana at Monroe Monroe, Louisiana 7-Apr Louisiana Tech University Rustin, Louisiana 7-Apr West Central Texas Consortium Abilene, Texas 7-Apr Oklahoma State University Stillwater, Oklahoma 8-Apr Texas Woman s University/University of North Texas Denton, Texas 9-Apr RISD Meet and Greet Richardson, Texas 9-Apr Bilingual Education Association Symposium Dallas, Texas 11-Apr University of Texas at Arlington Arlington, Texas 13-Apr Texas A&M University at Corpus Corpus Christi, Texas 15-Apr University of Texas at El Paso El Paso, Texas 18-Apr New Mexico State University Las Cruces, New Mexico 27-Apr Dallas Baptist University Dallas, Texas 28-Apr NCT School Personnel Association Arlington, Texas 28-Apr Trinity University San Antonio, Texas 6-May Stephen F. Austin State University Nacogdoches, Texas 10-May University of Arkansas Fayetteville, Arkansas 3
STAFFING TRENDS TOTAL NEWLY HIRED PROFESSIONAL STAFF Teachers 407 Professional Support 26 Administrators 46 All New Hires 479 *as of 8/22/2016 Note: 18 new allocations approved by the Board of Trustees for 2016-2017 school year. Teacher allocations: 4 elementary classroom teachers 4 high school classroom teachers 8 junior high language arts block classroom teachers 2 nontraditional classroom teachers (Memorial Park Academy) 2 high school coaches (.5 per school) RETURNING TO RISD RISD Students Fifty Eight (58) RISD graduates returned as teachers, librarians, or counselors, and twenty two of these (22) graduates participated in an RISD Grow Your Own program. Ten (10) Early Teaching Interns (ETI) Eleven (11) paraprofessionals transferred to professional teaching positions One (1) member of Super SAC (Student Advisory Council) RISD Teachers Twenty Three (23) teachers returned to RISD following a break in service. 4
RISD Student Teachers Fourteen (14) RISD student teachers were hired as classroom teachers. In addition to having varied years of experience, new RISD teachers have taught across the United States. Additionally, we have new teachers to the RISD who have taught in Japan, Korea, Abu Dhabi, Indonesia, Italy, Spain, Venezuela, Dubai and The Netherlands. 2016-17 Newly Hired Employees: DEGREE LEVEL AND EXPERIENCE OF NEW TEACHERS/PROFESSIONAL SUPPORT Degree Level* Experience Level* Bachelor s Degree: 320 (73.9%) 0 Years: 286 (66.1%) Master s Degree: 106 (24.5%) 1-5 Years: 79 (18.2%) Doctoral Degree: 7 (1.6%) 6-10 Years: 37 (8.5%) >10 years: 31 (7.2%) *As reported on Employee s application and subject to verification. Percentages rounded to the nearest whole number. RISD STAFF ETHNICITY (New Hires) Ethnicity/Race American Indian/ Alaska Native Administrators Professional Support Elementary Teachers Secondary Teachers Total Percentage of New Hires 0 0 1 4 5 1% Asian 1 0 6 5 12 2.5% African American 7 2 16 23 48 10.1% Hispanic/Latino 5 7 47 15 74 15.5% Native Hawaiian/ Other Pacific Islander 0 0 0 0 0 0% Two or More Races 0 0 0 0 0 0% White 33 17 159 131 340 70.9% Total 46 26 229 178 479 100% Percent Minority Hires 28.3% 34.6% 30.6% 26.4% 29.1 29.1% Data as of 8/22/2016 5
Legend: Administrators = Principal, Assistant Principal, Central Administrator Professional Support = Counselor, Librarian, Speech Therapist, Nurse, Program Specialist, Instructional Coach, Campus Reading Specialist, Diagnostician, LSSP, Testing Coordinator, ARD Facilitator, Athletic Trainer Teacher = Classroom Teacher/ESL/Special Education Teacher, Dyslexia Teacher HISTORICAL NEW TEACHER DATA School Year Am. Ind./ Alaska Native Asian African American Hisp./ Latino Nat. Hawaiian/ Other Pac. Is. Two or More Races White Total Percentage of Minority Hires 2007-08 2 8 55 43 0 0 299 407 26.5% 2008-09 1 7 34 25 1 0 276 344 19.8% 2009-10 1 9 35 24 0 0 230 299 23.1% 2010-11 1 11 39 27 0 0 181 259 30.1% 2011-12 2 7 26 41 1 0 144 221 34.8% 2012-13 1 14 63 64 0 6 252 400 37.0% 2013-14 1 18 69 73 1 12 276 450 38.4% 2014-15 1 11 61 37 1 5 330 446 26.0% 2015-16 0 13 32 67 0 1 366 479 23.6% 2016-17 5 11 39 62 0 0 290 407 28.7% *Teacher = Teacher-of-record/Classroom Teacher/ESL/Special Education Teacher/Dyslexia Teacher 6
2016-2017 RISD STAFF Ethnicity/ Race Administration Professional Support RISD STAFF ETHNICITY Total Teachers Auxiliary Paraprofessional Total Staff Percentage of All Staff American Indian or Alaska Native 1 4 6 5 16 0.31% Asian 4 22 63 178 9 276 5.37% African American 39 75 253 176 146 689 13.42% Hispanic or Latino 24 81 346 291 277 1019 19.84% Native Hawaiian/ Other Pacific 0 0 1 0 0 1 0.02% Islander Two or More Races 6 13 38 3 7 67 1.30% White 162 537 1891 94 384 3068 59.74% Total All Races 235 729 2596 748 828 5136 Total Minorities 73 192 705 654 444 2068 40.26% Percentage of Minority Employees 31.06% 26.34% 27.16% 87.43% 53.62% 40.26% Legend: Administration = Principal, Assistant Principal, Central Administration Professional Support = Counselor, Librarian, Speech Therapist, Nurse, Program Specialist, Trainer, Instructional Coach, Campus Reading Specialist, Other Central Support Staff, ARD Facilitator Teacher = Teacher-of-record/Classroom teacher/esl/special Education Teacher Auxiliary = Child Nutrition, Maintenance, Custodial, Grounds Paraprofessional = Secretary, Aide, Technical Assistant, Teacher Assistant, Clerk, Student Data Specialist 7
STRENGTHS AND CHALLENGES The data shared in the Recruiting, Hiring and Promotions Report provides Human Resources with valuable information regarding trends. The following areas were identified as strengths and challenges: Strengths: The District s marketing plan to Brand RISD as a Destination District proved to be a an attractive recruiting tool The District maintains an aggressive recruiting schedule and high level of visibility with an increased online presence UTD Partnership exposed an increased number of aspiring teachers to the RISD student teaching model Stipends to address high needs areas increased applicant interest The number of teachers hired this school year compared to the 2015-16 hiring season decreased by seventy-two (72) The percentage of minority professional support promotions increased by 16.1% The percentage of minority elementary teacher hires increased by 6.5% The percentage of minority secondary teacher hires increased by 3.7% The new campus and central allocations support the District s mission to serve all students and support instructional best practices Challenges: Attracting and hiring teachers for high-need areas (e.g. CTE, Bilingual, English Language Arts, LOTE, Math and Science) continues to require resourcefulness, creativity, and collaboration The percentage of minority administrative promotions decreased by 15.5% Securing minority teacher candidates Ineficient onboarding system/process NEXT STEPS Continue work with the Human Resources Advisory Committee. Continued cultivation of the UTD/RISD partnership to increase the Teaching Intern pipeline from high school to college. Define high-performing teacher under the Career Pathways Model Increase marketing strategies to attract minority staff and administration 8