Due to certification requirements or contractual agreements, teachers are generally required to participate in professional development (PD) programs, however, most teachers see professional learning as much more than completing an obligation. According to Professional Development and Teacher Change by Thomas R. Guskey, “they (teachers) see professional development programs as among the most promising and most readily available routes to growth on a job.”
Matt Chapman, CEO at NWEA and keynote speaker at this year’s Solutions Summit, shared with conference attendees the impact the Every Student Succeeds Act (ESSA) will have on K-12 school district human resources (HR) departments.
Attendees at this year’s Solutions Summit in Portland were treated to three unique and engaging keynote presentations, which included education and data leaders taking the stage to discuss innovative ways to invigorate K-12 human resource processes.
Keynote presenters included a panel discussion led by Bob Rogers, Chief Data Scientist at Intel; Peter Ianniello, Executive Director of Human Resource Support at New York City Department of Education; and Matt Chapman, CEO at NWEA.
Crunching the Numbers: Should Your School District HR Department Use an On-Premise or Cloud Solution?
If you are considering an HR talent management solution for your school district, it is important to consider your software options. In fact, one of your most important considerations will be deciding between a cloud-based solution or one that is locally installed. Which option is best for you functionally, as well as from a cost perspective?
We took the first step in helping you decide and spoke with our IT experts to crunch the numbers: What cost considerations should your district think about when choosing an on-premise vs. cloud solution?
Despite the multitude of new communication channels, such as Facebook, LinkedIn and Twitter, email is still one of the best ways to reach teacher candidates during the recruitment process. According to Andy Fercu, Product Manager at Monster Talent CRM, “Email is still important professionally, even to the youngest workers. Our own interns told us that it’s creepy to receive a text from an unknown recruiter.”
So take a page from real marketers, and discover email recruitment tips that will invigorate your teacher hiring strategy!
In a few weeks, TeacherMatch, SmartFind, and Thrive/ERO solution users will be arriving in Portland, Oregon at the Portland Marriott Waterfront Hotel, from April 20 – April 22, for Solutions Summit 2016 (
If you’ve already registered, we look forward to seeing you in Portland! If you haven’t registered yet – we understand, the first step can be the hardest. So, as part of the Solutions Summit planning committee, I’ve compiled an easy-to-complete 3-step list to get you registered and ready for SS16!
From Googleyness to Hired! – What K-12 School Districts Can Learn from Google When Attracting Top Teacher Candidates
Many think that tech titan Google has an overwhelming advantage in recruiting top talent. Whether true or not, your school district doesn’t need to be a world-famous brand to get top teacher candidates through the door. What you need is a titan-like hiring strategy. So here is what your district can learn from Google when attracting top teacher candidates this hiring season:
Solutions Summit 2016, from April 20 – April 22 in Portland, Oregon, is around the corner! This year’s Summit offers an unprecedented line-up of sessions — from recruiting, hiring, and onboarding to PD management and practices . . . as well as absence management and workforce planning.
Get ready for Solutions Summit 2016 by viewing our Official Agenda, and take a look at our list of 5 Things You Will Want to Do at Solutions Summit 2016:
Using Professional Development Management Tools to Empower Great Teaching, Develop Leaders, and Increase Student Achievement
Every teacher enters the classroom with a unique background, a different set of teaching skills, and various classroom strengths. And in addition to teaching a new set of students each year, they may have to meet a specific set of new or enhanced school or district requirements. With such complexity, it is essential for school districts to implement professional development (PD) management tools that meet the individualized learning needs of every educator.
In August 2015, The New York Times published “Teacher Shortages Spur a Nationwide Hiring Scramble.” The article stated that school districts across the U.S. are struggling to find and hire teachers and their applicant pools are “next to nothing.”