Strategy and Progress Report

Goal Three: Maintain a highly effective workforce.

UPDATE 4/6/2011 

Strategy 3.1: Increase diversity among staff and developing greater multicultural understanding.

Person(s) Responsible: R. Martinez, HR/Diversity Administrator and T. Pierantozzi, Superintendent

Upcoming

This is one of the District's Long Range Goals.

Nothing to report this quarter. 

Milestones Met

Goal of increasing the percentage of staff self-identifying as racial or ethnic minorities was 13% in 2010-2011. The actual percentage, as shown on the EEO report, is 11.6%. This is up from 8% in 2009-2010.

Progress

  • We continue to ensure that interview committees are representative of our student population and community.
  • New hire employees receive informational materials to support and encourage diversity in the classroom.
  • We continue to be successful in diversifying our workforce at all levels, including instructional positions, administrative positions and support personnel. This year, 4% of our new hires have reported themselves as individuals of color.  We look forward to having all of our new hires join us this new school year and we encourage all of them to share their experiences and ideas with their school leaders and supervisors so that we may all learn and improve together.  
  • SPS participates in the Massachusetts Partnership for Diversity in Education Recruitment Fair.
  • Somerville is a member district of the Massachusetts Partnership for Diversity in Education consortium.
  • Somerville's statements on its advertisements encourages minorities and bilingual candidates to apply.

 

Strategy 3.2: Maximize staffing plan.

Person(s) Responsible: J. Tringale, Director of Operations, P. Durette, Finance Director and R. Martinez, HR/Diversity Administrator

Upcoming

  • Commenced collective bargaining with school employee unions with strategies to support District goals and objectives and maximize quality and efficiency of Staffy Plan
  • Apply FY 2012 budget decisions/transactions to the Staffing Plan

Milestones

  • Oct 1 Staffing plan to School Committee

Progress Update:

  • Continue to maintain Staffing Plan and apply staff transactions and budget changes as they occur and as appropriate
  • Continue to maintain systems of checks, balances, validations and edits to ensure accuracy of Plan and validity of salary budget to actual

Strategy 3.3: Continue to improve staff recruitment efforts.

Person(s) Responsible: R. Martinez, HR/Diversity Administrator

Upcoming

  • Somerville will participate in Educator Job Fairs during the spring of 2010-2011 to recruit for FY 2012.

Progress

  • Use of technology to enhance our application database has improved the efficiency of the job posting process and the ability for hiring managers to review application materials accurately.
  • New application database allows hiring managers to follow up with applicants easily and provide them with updates on searches.
  • District recruitment strategies and advertisements target the audience that is more likely to be qualified for the position (ie: positions in Adult Education, Vocational Education, School Administration, etc.)
  • Using new, low- or no-cost resources for advertising open positions, decreasing reliance on costly Globe ads.
  • Selectively participating in recruitment fairs, data and experience shows, where there is a majority of qualified and licensed educators in attendance.

Strategy 3.4: Continue to improve staff retention efforts.

Person(s) Responsible: R. Martinez, HR/Diversity Administrator and V. McKay, Assistant Superintendent

Upcoming

  • Planning for implementation of Framework for Educator Evaluation in collaboration with the Somerville Teachers Association.
  • Planning for revised and improved teacher mentor program using new data.

Progress

  • Continually provide PD opportunities for administrative leadership team members to update skills in staff evaluation processes and guidelines for addressing job performance. 25 administrators completed intensive course (35 hours) in supporting skillful teaching.
  • Instructional coaching for new staff at middle grades;
  • Planning for negotiations is in progress with four unions. Proposals will include strategies to support all School Committee goals.
  • District’s mentor program for new hires includes

Strategy 3.5: Strengthen alignment of Professional Development program and new teacher mentoring program with District and School improvement goals.

Person Responsible: V. McKay, Assistant Superintendent

Upcoming

  • Release of revised PD Plan based on current professional development goals

 Milestones Met

  • District Improvement Plan-aligned PD plan created and communicated to faculty and other staff
  • Literacy Plan implemented this year, which provides support for teachers, differentiated by experience.
  • Principals addressing school culture in a systematic way using staff survey (My Voice) data and other sources of information.
  • Administered teacher Professional Development survey, online, March 2011.
  • Instructional coaching, on the job professional development, for new staff at middle grades, aligned with school and district improvement goals.

Progress 

  • State and federal grants with PD component (e.g. Title IIA - teacher quality grant) submitted on time to support PD plan.

Data
See attached Title IIA needs assessment document submitted to the DESE in August 2010