Human Resources

CPS SY22-23

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Agenda

• HR Team Introduction
• Our Why: CPS Students
• Part 1: Data Overview
• Part 2: Recruitment & Retention Strategies

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• Part 3: Educator Pathway Programs

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• Questions & Answers

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Human Resources Department

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Our Why:

Our Students

Cambridge Public Schools �serves a population of diverse students and families.

Our work in HR is grounded �in student outcomes.

It is our responsibility to ensure that our students see themselves in the educators in their school communities.

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Student Data Race/Ethnicity/Language

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90

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different languages spoken;

most common languages below:

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Spanish

Amharic

Arabic

Bengali

Chinese

Haitian Creole

Hebrew

Japanese

Portuguese

Somali

Korean

Part 1: Data Overview

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Teachers

�Paraprofessionals

Principals/APs

�Students

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Current K-12 Landscape

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According to the NEA (National Education Association):

• 55% of educators now indicate that they are ready to leave the profession earlier than planned.
• This is even higher among Black (62%) and Hispanic/Latino (59%) educators, who are already underrepresented in the teaching profession.
• CPS: Teaching has overall become a less sought after profession and we are facing job shortages across all positions within �the district.

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Source: NEA survey: Massive staff shortages in schools leading to educator burnout; alarming number �of educators indicating they plan to leave profession

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SY21-22 Teacher Turnover = 10.3%*

Turnover by Ethnicity/Race

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Types of Turnover

SY22-23 Teacher Applicant Data

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70% of Teaching applicants held one �or more DESE �teaching license.

Posted over 130 Teaching Positions �for SY22-23

We received over 6000 applications �for our SY22-23 Teaching positions

SY22-23: High-Need Hiring

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On average, our General Elementary positions received more applicants per posting than any other licensure area/grade level. Averaging 60-100 applicants per posting during recruitment season.

Our particularly hard �to hire areas include:

SpEd, ESL, STEM

These licensure areas averaged 15-30 applicants during recruitment season.

However, given the current K-12 landscape it has been exceptionally challenging to find diverse talent across all grade levels and subject areas.

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SY22-23 Teacher Hiring Data

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Hiring by Department

Majority of SY22-23

Teacher hires

were for OSS

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33%

Key Data Takeaways

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Turnover Data

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Diversity of SY22-23 Applicants & New Hires

High-Need Hiring

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Our Students & Staff

Part 2: Recruitment and Retention Strategies

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• Departmental Changes

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• Capture Ongoing �Data Regarding �CPS Employee Experiences

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• Broaden Recruitment Outreach

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• Further Develop �and Grow our �Pathway Programs

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Departmental Changes

• Departmental Reorganization & Expansion
• Goal: Make HR hiring systems more efficient & create positive experiences for new hires and current employees.
• Streamlining Hiring Workflow:
• Soft launch: February ‘23
• Full launch: March ‘23 �(Beginning of Recruitment Season)

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• Analyze employee retention and turnover.
• Provides perspective into why employees leave CPS.
• Option for Exit Interview.
• 1st step in developing long-term offboarding strategy.

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• Identify gaps between ‘the promise’ and ‘the experience’.
• Help us better understand our recruitment practices.
• Key in developing comprehensive onboarding strategy.

• Allows us to learn what we’re doing well.
• Helps us have a pulse on employee experience and intentions to return the following school year.
• Allows for proactive retention support.

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New Hire Survey (November ‘22)

Stay Surveys �(February ‘23)

Exit Surveys �(Ongoing)

For all new:

• Paras, Teachers, Administrators & Directors

For:

• Paras, Teachers, Administrators & Directors

For all CPS Staff

Capturing the Employee Experience

Expanding Our

Outreach

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• Year-Long Proactive Recruitment & Retention Efforts
• Branding: Revising our website to the ‘applicant/candidate experience’.

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• Partnering with local organizations that serve and support diverse talent
• Hosting CPS Job Fairs (OSS, ESL, etc)
• Further grow and develop our pathway programs

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• Expanding our outreach nationally by attending recruitment fairs and developing partners across the country
• Specifically, targeting institutions that serve diverse populations (HBCUs)

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Attracting Local / Internal Talent

Attracting �National Talent

Outreach Overview

Part 3: �Relaunching our Para Pathway Program

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The Educator Pathway Program is a CPS pilot program intended to celebrate, grow and cultivate the talent �within our current school communities. EPP is a part of �a larger strategic effort to recruit and retain a significant �number of effective educators who represent the diversity within our community. Currently, EPP consists of the �The Teacher Pathway Program.

The Teacher Pathway Program is a two-year program designed for current CPS employees to pursue their teaching licenses and Masters in Education in either ESL or SpEd. TPP will be accepting applicants for Cohort 2 this winter.

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Program Criteria:

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• Strategic University/College Partnership: Cambridge College, Lesley University
• Licensure areas: SpEd, ESL
• Cost Effective
• Adult Learner Friendly
• Flexible Learning Options
• MTEL Support
• Tailor to specifically to CPS:
• CPS Teachers as Professors (Retention*)
• Coursework should include best instructional practices for the �diverse students we serve.

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Objective:

Remove barriers for licensure acquisition for diverse educators within our district and directly support our hiring needs as a district.

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Current CPS employee: Instructional-Aide, Teacher on Provisional �or Emergency License

December 2022�Information �Sessions, Recruit �for Program, Application Launches

January 2023 Establish Cohort 1, MTEL Workshops,

Spring Semester

Summer 2023 - Winter 2025 M.Ed Classes (Licensure depending on background)

Spring 2025 M.Ed Completion

Timeline:

Eligibility

Committed to working �in CPS for 2 years upon completion of program.

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Interested in pursuing a teaching license in either: �ESL K-5, Moderate Disabilities K-8.

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Key Takeaways

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1

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Department Reorganization & Streamlining Hiring Workflow

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Collect Ongoing Data to Capture Employee Experiences

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Diversify Our Applicant Pools by Broadening �our Outreach

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Develop and Further Grow our Pathway Programs to Support District Hiring Needs

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Thank you!

Questions and Answers

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