Teacher-to-teacher postings Career ladder – Grow Your Own Job Fairs $1500 moving allowance Build your own program Scholarship students to become teachers Provide teacher training Incentivize anyone to recruit Cultural instruction Opening student-teacher positions (experienced) Welcome in Anc. C3 Camp Targeting teachers from outside who ne more “needy” Job Fair Internship Welcome Wagon Incentive package Long term subs – January on Dec Grads. Growing our own teachers Website, media, videos Professional development Culture Camp Follow-Up – Outreach Job Fairs Advertising On-Line communication Finders’ Fees Signing bonus + Make inroads with teacher prep programs + Summer course onsite in rural hobs + UA students attend Culture for credit Incentive pay for in-district teachers who find others Increase partnering @ job fairs to fell everyone’s slots Increase use of social media and early communication Internship - $20 per hour, housing, travel, mid-year grads Partnering – Universities – AK Native Teacher Prep program Collaborate – build higher capacity, Career pathway, develop a statewide network Expand definition of a “teacher” – (Associates) LKSD, Experts in classroom Qualities – Culture bearers, Customary and traditional lifestyle, Hale and hearty. Community based Alternative Teacher Prep – Who is already hear who may want to become a teacher? Reciprocity – Praxis, Certification, be simpler Use of visual promotional – Like in AK Who do we want? – Need a vision of who stays and target our efforts – Some are local, some are adventurous, some are mission-based Strategic plan for grow your own – partnerships with NSEDS, NW Campus Tutors to teachers Loan forgiveness programs Retirement ANSEP Model FEA – Dual Credit program – Mentorship program Sell what we have to offer Support our student when in college Expand future teacher programs Classified to certified programs Career pathways to teaching Flexibility to certification
GROUP SUMMARIES Designing Effective Policies and Practices for Recruitment and Retention May 26, 2016 What We Are Currently Doing for Recruitment What Else Could We Be Doing for Recruitment Poaching Pre-screen interviews Job Fairs – In and Out of State Incentive bonus to teachers to lure friends up Travel reimbursement Signing bonus State endorsed transitional programs Networking Grow from within Welcome wagon/induction ATP Videos Social networking – LinkedIn – Facebook Job Fairs – Slide show Grow our Own (“Teach”) Career Path in H.S. and Associate Teachers Student teachers from lower 48 Word of mouth – Bonus for referring a friend “Greeter” – Someone to talk before getting here Longevity bonus Job fairs – Traditional circuit and virtual Reaching people before job fairs Making contact with colleges and universities Applitrack Changed application system Using “indeed” for certain positions Advertising on a national level – PR that changes perception of the profession Internships/Pre-service “visits” Career/Tech schools have education path Expansion of loan forgiveness Partner with universities to promote education tracks Community partnerships with businesses and organizing recruitment – Look in other career areas Revamp website/Individual sites for site recruitment – More information and Induction components – Consider social media College students as online, then tutors – Teachers (Lake and Penn) Expand education career pathway (Start all the way back in middle school) Need to “sell the lifestyle” - Outdoorsmen Shows Send current teachers and students to job fairs even via video/Skype – Village teachers Collaborate with other HR Departments within State – Better job fit Incentive to stay in bush (Keep good ones from going to the road system) Provide perks like internet and TV Teacher hand-holder Career ladder implementation Tribal grants for teacher candidates Going directly to UA system to get student tutors + Incentives for these students
Teacher-to-teacher postings Career ladder – Grow Your Own Job Fairs $1500 moving allowance Build your own program Scholarship students to become teachers Provide teacher training Incentivize anyone to recruit Cultural instruction Opening student-teacher positions (experienced) Welcome Wagon in Anc. C3 Camp Targeting teachers from outside who ne more Job Fair Internship Welcome Wagon Incentive package Long term subs – January on Dec Grads. Growing our own teachers Website, media, videos Professional development Culture Camp Follow-Up – Outreach Job Fairs Advertising On-Line communication Finders’ Fees Signing bonus + Make inroads with teacher prep programs + Summer course onsite in rural hobs + UA students attend Culture for credit Incentive pay for in-district teachers who find others Increase partnering @ job to fell everyone’s slots Increase use of social and early communication Internship - $20 per hour, housing, travel, mid-year grads Partnering – Universities – AK Native Teacher Prep program Collaborate – higher capacity, Career pathway, develop a statewide network Expand definition of a “teacher” – (Associates ) LKSD, Experts in classroom Qualities – Culture bearers, Customary and traditional lifestyle, Hale and hearty. Community based Alternative Teacher Prep – Who is already hear who may want to become a teacher? Reciprocity – Praxis, Certification, Could/Should be simpler Use of visual promotional – Like in AK Who do we want? – Need a vision of who stays and target our efforts – Some are local, some are adventurous, some are mission-based Strategic plan for grow your own – partnerships with NSEDS, NW Campus Tutors to teachers Loan forgiveness programs Retirement ANSEP Model FEA – Dual Credit program – Mentorship program Sell what we have to offer Support our student when in college Expand future teacher programs Classified to certified programs Career pathways to teaching Flexibility to certification
Designing Effective Policies and Practices for Recruitment and Retention May 27, 2016 What We Are Currently Doing for Recruitment What Else Could We Be Doing for Recruitment Rich Cultural History Conveyed $1,000 Travel Stipend Every Three Years - $1,000 Signing Bonus Good Options for Advancement – Masters in Math, Special Education, or Leadership Supportive District 3 – 4 Day Inservice Stipends for Travel Lots of Autonomy Expectations and Setting Well Explained – Transparency Brochure, Salary Schedule. Housing, Cost of Living Disclosed Up during Recruitment Job Fairs Inside/Outside Alaska Communication with New Hires by Existing Staff Utilities, Water, Sewer Paid and Furnished Housing Provided Culture Camp for New Teachers Mentor Families for Teachers Job Fairs in Alaska Job Out of State ATP Airfare to Site for Year Culture Camp $1,000 Travel Reimbursement Every Year Bring in Student Teachers Partnering with UAF to Local People as Teachers Signing Bonus Good Benefits Finders Fee Free Internet at Teacher Housing Institutional Expectations of Respect Advertising Hiring Bonuses Job Fairs Retention Bonus Updated School Websites Comments from Existing Teachers Partnerships with Universities – Student Teachers Provide Travel Stipends Grants/Loans for High Schoolers to Go Into Teacher Education Provide Professional Development Grants Longevity Bonuses Multiple-Year Contracts with Incentives Focus on Recruiting in Places with Good Results in Retention Community Building Arctic Family Focus Significant Funding toward Retention Instead of Just Recruitment Free/Cheap Housing Community Potluck Welcome from All Educating School Boards Partnering Potential Recruits with Staff Partnering with a University for Student Teaching Surveys – Why Are You Staying? Financial Benefits – Cost of Living Increase Social Media – Using Teacher and University Connections High School Funnel Program Find a Way to Help with Child Care