Posted July 17, 2015
Provide great tools, partnership and training, and then get out of their way.
When the Madison Metropolitan School District began an effort to overhaul teacher recruitment, screening and hiring, they had their work cut out for them. An internal assessment of the district’s human capital management practices by an advisory group determined that significant changes were needed to support the district’s goal of building a thriving workforce. When Cross & Joftus partnered with the district in 2013, our initial assessment confirmed and identified a number of issues that were working against the district’s goals:
- In a survey of principals, 96% overwhelmingly stated that they were not able to select from a diverse pool of teachers to meet the needs of their students.
- Two-thirds of principals felt that they did not have sufficient time to hire new staff before the start of the school year.
- Two-thirds of principals felt that central office pre-screening did not help select teachers with the skills needed to drive student achievement.
- Most external offers were made in August and September, costing the district great candidates who were hired by neighboring districts earlier in the year.
Over the last school year, C&J had the honor of supporting Madison as the district worked to rethink teacher recruiting, screening and selection. Now in its first hiring cycle under a newly created process, the district is already a full month ahead of schedule in hiring for the 2015-2016 school year. Principals report that they have the tools and support they need and that they are getting candidates that are better suited to meet the needs of their students. As one principal shared, “We’re now spending our time… finding and hiring the best candidate[s] instead of defending our decision not to hire less qualified candidates.” Teachers report that they are participating in a process that allows them to represent their best skills.
So how did Madison do it?
The district began by listening to principals and teachers.
Principals and teachers raised critical issues with internal transfer and surplus processes that slowed down hiring. Madison gathered principals’ input on the surplus process and streamlined the internal transfer process, shifting from a seniority-based system to a more performance-based system. Principals and teachers now have the opportunity to interview before a final surplus decision is made.
Stakeholders then identified what skills mattered most for Madison teachers.
For Madison principals and teachers, eight competencies were found to be critical for new hires, including the need for high expectations for every student, quality instructional practice and cultural competence. District leaders realized that it was important for teachers to be willing to address matters of race, language acquisition and unique student learning needs, and to value and welcome student home culture and language as assets for teaching and learning.
TEACH Madison was launched to attract a diverse pool of teachers to the district.
The HR team also engaged diverse leaders and staff in schools to support recruitment and serve as points of contact for high-potential candidates.
HR completed Customer Needs Assessments.
They completed one with every school principal early in the hiring season. Principals were able to sit down with their HR Analysts to share their anticipated openings and staffing needs well before the hiring season began. This allowed HR to forecast trends in openings and adjust recruitment plans based on the needs of schools.
HR provided an initial screen and built a customized slate of candidates.
Each specifically tailored to the needs of each school. Initial feedback from principals has been overwhelmingly positive that candidates are a much better fit for their individual school needs.
Hiring toolkit and screening tools
We created a hiring toolkit and screening tools for principals to use to screen candidates using the specific Madison context, needs and competencies as the foundation for performance-based screening. These tools included:
- Interview question banks
- An observed lesson plan activity
- A data review and analysis activity
- A school walkthrough activity
Principals have the flexibility to use the tools in the way that works best for their unique context, engaging other teachers, community members and even students as part of the interview process. Tools have been designed to enable schools to apply their unique context within each activity, so the same interview will feel different in each school but maintains the integrity of a rigorous and competency-driven interview.
Technology has been updated to allow principals to access rich candidate information.
Including structured competency-based references and interview summaries from other principals so that principals don’t have to recreate interviews if another school has already interviewed and recommended a candidate.
By shifting the role of HR to be true thought partners, and by providing principals with best-practice screening tools, Madison was able to substantially improve principals’ abilities to fill teaching positions with the most qualified candidates that fit their students’ needs. In the process, the district eliminated time-intensive processes that did not support these goals and greatly reduced the time it takes to fill an open position.
Madison has made significant strides in this work, and we believe the district is well on its way to serving as a national model for school-based screening and selection. We look forward to following their continued progress in this great work and to watching Madison’s students flourish as they benefit from a strong cohort of incoming teachers next school year.