Caddo Hills Recruitment and Retention Plan from ArApp.xlsx

	B	D
1	Recruitment and Retention Portion of the ArApp
2	Quality Educational Workforce
3
4	Priority 3.1
5	Upon analysis of your district’s educator workforce and student outcomes, what staffing changes do you anticipate are needed to ensure that your most at-risk students are placed with your most effective teachers?
6	Limit: 1,250 characters, approximately 250 words
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8	In the past three years, special education has been an area of priority for highly effective teachers. K-4 was the need in FY24, Sped Self Contain K-8 was the need in FY25 and K-4 coupled with 4-8 were needs for Sped highly effective teachers in FY26. This year we lost both high school mathematics teachers. We were able to acquire a fully licensed Math teacher for high school and we are currently working to fill the second position. The district is also pushing toward having our Special Education Teachers dually certified in both content and special education.
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10
11	Priority 3.2
12	Upon analysis of your district's educator workforce and student outcomes, what subgroups has your district identified as a priority for needing the most effective teachers? Select the two groups that are your district's top priorities. [ESEA § 1112(b)(2)]
13
14		If a priority, select Yes
15
16	Economically disadvantaged	Yes
17	IDEA (Special Education)	Yes
18	Minorities	No
19	English Learners	No
20	Students scoring in the lowest quartile in Math, Science, or Literacy	Yes
21	Persistently low-performing in literacy	Yes
22	Accelerated Learners	No
23	Highly Mobile	No
24		No
25
26	Other
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28
29	How does the district identify and address any disparities that result in the above groups being taught at higher rates than other students by ineffective, inexperienced, or out-of-field teachers? [ESEA § 1112(b)(2)]
30	Priority 3.3
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33	Annual review of teacher qualifications and assignments to identify disparities	If a strategy, select YesYes
34	Annual review of student subgroups and assignments to identify disparities	Yes
35	Make strategic staffing decisions as necessary to alleviate disparities (hiring personnel, additional teachers, stipends, etc.)	Yes
36	Provide for additional professional development	Yes
37	Coaching to support teaching and learning	Yes
38	Teacher mentor programs, high-need stipends, etc.	Yes
39		No
40
41	Other
42
43
44	What is the district's plan for teacher retention? [ESEA § 2103(b)(3)(B)]
45	Priority 3.4
46
47
48	Teacher support personnel (e.g.Instructional Facilitator, Mentor Coordinator, PD Coordinator)	If offered, select YesYes
49	Structured teacher mentor program and coaching	Yes
50	Teacher retention bonuses (as defined by district policy)	No
51	Teacher stipends (mentoring, journeyworker, high-need areas, etc.)	No
52	Coordinated recognition programs	No
53	Tuition reimbursement	Yes
54	Master schedule for collaborative planning	Yes
55	Lead/Master Teacher (Career continuum opportunites)	Yes
56	Childcare assistance	No
57		No
58
59	Other
60
61
62	What is the district's plan for teacher recruitment? [ESEA § 2103(b)(3)(B)]
63	Priority 3.5
64
65
66	Faculty housing	If offered, select YesNo
67	Relocation assistance	No
68	Teacher incentive recruitment bonuses	Yes
69	Teacher stipends per district policy (mentoring, journeyworker, high-need areas, merit, etc.)n	No
70	Job fairs or career fairs	Yes
71	Tuition reimbursement	No
72	Grow Your Own: Pre-Educator program	Yes
73	Grow Your Own: Registered apprenticeship	No
74	Lead/Master Teacher	Yes
75	Matching funding for apprenticeship program for journeyman/mentoring	No
76	Childcare assistance	No
77		No
78
79
80
81
82
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84
85
86	Total number of educators on an Additional Licensure Plan (ALP).	3
87	Total number of educators on a Teacher Licensure Plan (TLP).	0
88	Total number of educators as a Long Term Substitute.	0
89	Total number of educators on a Provisional License.	1
90
91	Other
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95	Teacher Licensure Plan monitoring and Support	Yes
96	Priority 3.6Professional learning tied to professional growth plan	Yes
97	Enter the number of educators meeting each description below:Structured mentorship program (meets at least bi-weekly)
98	Content coaching	Yes
99	Licensure assessment preparation	Yes
100	Opportunities for peer observation	Yes