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District: Walllingford Public Schools
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Team Lead: Dr. Fran Thompson, Assistant Superintendent for Personnel
Approved - BOE 3/25/24
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Team members: D. Bellizzi, C. LaTorre, A. Turner, F. Thompson, D. Barone, J. Bondi, D. Bryant
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Vision: Wallingford Public Schools, in partnership with our families and community, will strive to employ and develop an educational staff that reflects the community it serves. We will do this through promoting equitable and inclusive procedures in our recruitment, hiring, and retention practices to support a learning community that ignites an an enduring passion for excellence in every learner, so that each becomes a life-long contributor to the local, national and global communities.
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Theory of Action: If the Wallingford Public Schools increase the racial consciousness and cultural responsiveness of district staff in positions responsible for talent management, professional learning, and talent recruitment/ development, then WPS will transform and implement policies, structures, and practices that result in hiring practices which increase access to diverse educators resulting in a more representative staff composition that reflects the community we serve.
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Goal (what is it we are trying to do?)Who manages the goal? (name and position)Strategies/ Key Activities (how are we going to do it?)Indicators of Progress (How will we know if we are on track for success?)Resources Required (What people, time, money and technology will be needed?)Risks and Mitigation (What could go wrong? How will you make that less likely to happen?)Communication/Engagement Efforts (What people need to be consulted/engaged? What needs to be communicated? To whom?)
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What?Who owns this?By when?
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RecruitmentPromote employment opportunities to a diverse, qualified candidate pool of potential candidates

The diversity pool of applicants for teaching positions will increase by 15% over the next three years		Dr. Fran ThompsonBOE Policy 411.3/4211.3

The Board recognizes the diversity of the people who live in this school district and believes that this diversity should have an important bearing on all aspects of the school system’s activities. It is especially important that this diversity of population be recognized in the recruitment, hiring, promotion, and assignment of personnel.

Design outreach programs to inform middle and high school students about the value of teaching and the need for teachers.

Recruit in our community (Grow Your
Own)
Parents/Community
Collaborate with and Promote TEACH CT

Other Programs such as Future Teachers of America, Teacher Cadets, Grow a Teacher, and Future Educators of America give students opportunities to work with experienced teachers as interns, to set personal goals, and to develop leadership skills.

Participate in the CCSU Pipeline
Program & NextGen at SCSU


Recruitment Plan presented to Wallingford Board of Education for approval


District Climate and Engagement Committee members

Administrative Council

Spring/Summer 2024 and ongoing- Increase in diversity of applicant pool

- Increase in partnerships with local community agencies to promote opportunities for employment within the district

- Increase collaborative opportunities with teaching preparation universities and look for avenues to explore partnerships (internships, student teaching, recruitment fairs)
Advertising Budget to promote employment opportunities

Recruitment Team for Job Fairs, College/ Career Fairs, other local community outreach opportunities






RISK:
Dearth of diverse applicants to positions

MITIGATION:
Continue review of data and action plan to seek qualified, diverse applicants for positions

RISK:
Language barriers in job posting and description/
expectation

MITIGATION:
Have translations for postings in Spanish and other dominate secondary languages, where applicable

Streamline recruitment processes

Develop comprehensive job descriptions and leverage various recruitment platforms such as online job boards, professional networks and social media.

Collaborate with teacher education programs and attend job fairs to engage with potential candidates.

Streamline the application and interview process to ensure a positive and efficient experience for candidates, reflecting the professionalism and dedication of the Wallingford Public Schools

Emphasize competitive compensation and benefits


Conduct regular salary benchmarking to ensure that compensation aligns with state and LEA districts

Communicate district’s comprehensive benefits packages that include health insurance, retirement plans, professional development opportunities, and work-life balance initiatives.
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Hiring and SelectionEnsure an a fair and equitable hiring process that recognizes the need for a diverse educational staff in our district

The selection and hiring of candidates will increase by 10% over the next three years



Dr. Fran ThompsonExpansion of hiring committees to include new and diverse members to assist in interview question creation and evaluation of candidates

Create an articulated hiring process
that includes an explicit Interviewing &
Selecting Protocol including questions,
task/demo protocols and rubrics to be
certain all applicants are considered in
an equitable & unbiased manner

Admin., Hiring Committees from a diverse representation pool


Building and Central Office Administrative teams
Spring/Summer 2024 and ongoing- Increase in the diversity of our district educator and staff composition; Residents placed in our
schools

Training plan developed;

Training completion sign-off




Training of hiring committees (including facilitators) on equity hiring practices



RISKS:
Lack of cohesive training to committee members (given the many different stakeholders and many different hiring committees)

MITIGATION: Ensure the facilitator of each committee has been given training		Implicit bias Training of Selection Committees

Multiple Measures as selection indices for interview process
- including performance-based
tasks—to evaluate the qualifications of applicants.
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Support and RetainEnsure a highly trained staff that not only feels supported and that their voices are heard but also has room for professional growth and upward mobilityDr. Fran ThompsonCreate training for all staff around equity and diversity in the workplace.

Foster climate building that celebrates diversity and inclusion in the workplace (as strengths for the district)

Hold focus groups and survey for all departments to access work climate

Create Affinity groups that create
belonging and build a shared
commitment to professional growth
and development to champion equity
efforts in district
Administrators. Central Office Leadership, DEP CommitteeOngoing - Retention rates of staff

- Leadership opportunities for existing staff within the organization
Personnel Staff to support focus groups for current staff

Time to analyze survey results and convene team to evaluate action plan and next steps for retention focus

RISK:
Opportunities for advancement are limited due to prerequisite qualifications/ certifications

MITIGATION:
- Provide leadership and growth opportunities that foster and support advancement in areas that are not solely based on certifications.
- Promote pathways for advancement to staff (including tuition assistance opportunities form state and local funding sources)

Build supportive mentorship programs

Pair new teachers with experienced mentors who can provide guidance, advice and support during the initial years of their teaching careers. I

Implement a structured mentorship program that includes regular check-ins, observation and feedback sessions, and opportunities for collaboration.

Foster a sense of camaraderie and community among teachers, creating an environment where knowledge-sharing and support are valued.


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