Matt Chapman, CEO at NWEA Shares How ESSA Impacts School District HR Departments
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.
What is ESSA?
ESSA was signed by President Obama on December 10, 2015 and replaced No Child Left Behind (NCLB), which represented a significant step forward expanding educational opportunity and improving outcomes for every student. ESSA goes a step beyond NCLB and incorporates college and career-ready standards, student performance targets and school rankings, as well as accountability, interventions, and support for struggling schools.
During the presentation, Matt shared the three key elements of ESSA as well. These include: States must measure grade level proficiency for grades 3 – 8 and once in high school; states can design the accountability system and measures with limited federal constraints, and states determine what needs to happen if a school fails accountability.
How will ESSA impact school district HR departments?
According to the U.S. Department of Education, for the first time, it is required that all students in the U.S. be taught to high academic standards that will prepare them to succeed in college and careers. Charlotte Danielson, author of Enhancing Professional Practice: A Framework for Teaching, tells us, “High-level learning by students requires high-level instruction by their teachers.”
Matt stated within every system there are drivers to the system and the system affects what you do, and, without a doubt, teacher quality remains the number one determinant of student success. As such, ESSA will directly impact district HR departments as they recruit and hire high-quality teachers to deliver student growth.
How will today’s K-12 HR departments recruit and the best teachers?
Matt encouraged the audience to design systems of school improvement, and more specifically, systems that involve HR’s role in student growth and achievement. This begins with recruiting and hiring high-quality teachers.
No small task, for sure. To add complexity to the process, there are several products designed to support school districts in their hiring practices. But not all screening and selection instruments are the same.
For instance, many teacher selection instruments have approached teacher effectiveness exclusively from an attitudinal perspective, though a combination of other success indicators contribute to identifying highly effective teachers, such as cognitive ability and teaching skills. For insight into the critical factors schools should consider before deciding which instrument will best support them in hiring the best teachers, download our guide: 4 Factors to Consider Before Purchasing a Teacher Selection Instrument.
P.S. Don’t forget to wrap it up with professional development.
Matt stated it is important to acknowledge that almost half of today’s teachers leave the profession within their first five years in the classroom, and recognize that every good teacher needs the support to become an even better one. Clearly, HR’s role does not stop after the hiring process.
To retain top teachers, district HR departments need to offer professional development (PD) opportunities that allow educators to identify their individual strengths and areas of growth – for a workforce that feels supported as they develop their own careers, while mastering skills that will ultimately improve student achievement.
PD tools, such as Thrive IPI®, bring in all aspects of professional learning into alignment and optimize the return on investment in the growth of every educator in a district. To learn more about how Thrive IPI can help your school district, take a look at our eOverview