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The Florida Teacher Table

Innovative Strategies for

Teacher Recruitment and Retention

  • Excelling as the 4th largest school district in the nation
  • Servicing over 400 schools and 350,000 students Pre-K through 12th grade
  • Employing over 40,000 staff members
  • Recruiting and retaining over 20,000 instructional professionals

TEACH

M-DCPS

Our Challenges

  • Recruiting teachers for fragile and hard-to-staff schools

  • Identifying broader teacher candidate pools for critical shortage areas

  • Retaining a higher percentage of early career (years 3-5) teachers

Teacher Labor Market?

Teacher Talent Pool Market?

Promising Strategies

  • Enhanced and specialized recruitment efforts

  • Strengthened partnerships with local colleges and universities

  • Established internal and external teacher candidate pipelines

  • New teacher induction design

  • New teacher mentor development focus

  • Growing our own teacher candidates

Urban Schools Human Capital Academy (USHCA)

  • M-DCPS HR staff participated in the USHCA.
  • USHCA focused on the following:
  • Expanding the candidate pool
  • Increasing diversity
  • Improving the applicant experience
  • Ensuring best matches between the candidate and available positions

Grow

Where Do We Begin...

Cultivating the Teaching Profession

Growing Our Own

  • Promoting Future Educators of America (FEA)

  • Expanding High School Teaching Academies

  • Substitutes Re-envisioned

Recruit

Building Bridges to Amplify the Teacher Talent Pool

Education Majors

Internal and External Career Changers

Teacher Candidate Pipelines

Teach for America

Citi Year

TEACh Strong

Non-Education Majors

Multiple Pathways to Teaching in M-DCPS

  • Career Changers
  • Teach for America Partnership
  • TEACh Strong - MDCPS
  • Citi Year Partnership
  • Troops to Education
  • Paraprofessional to Teacher
  • Clerical to Teacher

Pre-service to Induction

Touch Points

College Professors

University Supervisors

Supervising Teachers

New Teacher Mentors

School Leaders

Teacher Leaders

Develop

Mentoring and Induction for New Teachers

MINT 2.0

MINT

An Evolution of Mentoring and Supporting New Teachers

2007- 2008

2017- 2018

The Power of Teacher Mentors - Game Changer

  • Intensive mentor training sessions
  • Use of NTC protocols
  • Lesson Planning
  • Analyzing Student Learning
  • Observation Cycles
  • Infield coaching cycles with lead mentor
  • Feedback conversations with school leaders

Teacher Mentor Model = 84% Retention

MINT Model = 80% Retention

New Teacher Center Partnership (NTC) - i3 Scale-up Grant

Instructional Mentor Development

Retain

Why a Career Lattice for Teachers?

M-DCPS Teacher LEADership Academy

Launched Summer 2017

Leading from the Classroom

The Principal as the Catalyst

  • Make critical entry hiring decisions

  • Support new and early career teachers

  • Retaining high impact teachers

  • Empower mentors and other teacher leaders

  • Promote cultures of collaborative learning

Teach & Lead

The Growth of Our Teaching Profession Depends On Our

Human Capital Investments

  • New Teachers

  • Skilled Teacher Mentors

  • School Leaders

  • Growing the profession as early as possible

Jose L. Dotres, Chief Human Capital Officer

Miami-Dade County Public Schools

Tricia M. Fernandez, Assistant Superintendent

Office of Human Capital Management

jdotres@dadeschools.net

@jldotres

Jose L. Dotres

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