Bog Rogers, Intel, Solutions Summit 2016
Absence Management, Conferences, Data & Tech, Human Resources, Professional Development, Teacher Hiring
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Solutions Summit 2016: Keynote Wrap-Up

By: Amy Vracar, Partnerships Manager

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.

Data in Screening and Hiring Teacher Candidates
Bob Rogers, Chief Data Scientist at Intel, led a panel discussion on the role of data in screening and hiring candidates in today’s tight labor market. Panelists included Don Fraynd, PhD, CEO and CoFounder at TeacherMatch; Jose Dotres, Chief Human Capital Officer at Miami-Dade County Public Schools; and Marsha Moyer, Education and Leadership Training Coordinator at the Oregon School Personnel Association.Bog Rogers, Intel, Solutions Summit 2016

The panelists discussed the three defining properties of big data, articulated by Bob Rogers as the three V’s: Volume, Velocity and Variety. Volume is the amount of data created, velocity is the speed at which data is created, stored and analyzed, and variety is the type of data created, such as structured data, unstructured data, and complex unstructured data. Today’s school districts utilize data in human resources (HR) processes during the screening and hiring of teachers, such as with the use of the  TeacherMatch Educators Professional Inventory (EPI®).

Marsha Moyer provided a fourth “V” as well: Value. Value, which represents all the available data that will create insight and HR processes for school district that are more efficient, flexible, and scalable to support today’s growing demands.

Substitutes: The Good, The Bad, and The Real Bad
Peter Ianniello, Executive Director of Human Resource Support at New York City Department of Education, provided attendees a look into the concerns and issues schools face with substitutes who perform poorly. Substitute Management, Peter Ianniello, Solutions Summit 2016Discussion points included the differences between day-to-day substitutes who consistently perform their duties in a professional manner, and the qualities of those whose performance is questionable. With students spending on average 1 year of their K-12 student lifecycle with a substitute teacher, Peter’s presentation was a timely topic that touched on the differences between filling a classroom with a warm body versus finding a substitute that will grow student learning.

The various trainings, disciplinary procedures and associated labor relations (union) used in New York City Schools were also discussed.

Every Student Succeeds Act – and the New World of School Improvement
With passage of the Every Student Succeeds Act (ESSA), the federal rules move from punishment based on a single measure to school improvement based on multiple measures. Matt Chapman, CEO of NWEA, described the “new world” and how districts can move to instructionally helpful, coherent systems that cross all areas of a district and focus on helping schools improve.Matt Chapman, NWEA, Solutions Summit 2016

Additionally, Matt shared with the audience the importance of “wrapping it up with professional development (PD)” for teachers. For every student to succeed, PD has to be much more than just exposing teachers to concepts at one-off workshops, or providing teachers basic subject knowledge. Instead, effective PD must increase teaching practices that will provide educators the skill sets that will grow student achievement.


Catch Bob Rogers and Don Fraynd in last year’s Intel panel discussion during the 50th anniversary of Moore’s Law and answered questions including:

  • When hiring, how does the quantitative data supplement the qualitative criteria? How do you balance the two?
  • How does the TeacherMatch system learn and provide iterative feedback over time?
  • How do you try to capture the insights that indicate who will be a good candidate for a teaching position?


Click here to watch full panel discussion. 

Stay tuned to our blog for the Solutions Summit 2016 keynote presentation videos!

 

Amy Vracar
With a B.A. from Northeastern Illinois University in Media Communications and English, Amy Vracar began her career in Illinois public libraries and colleges and held positions as a Marketing Assistant at Harper College and Marketing and Public Relations Associate at the Algonquin Area Public Library (APPL). At APPL, Amy successfully developed a three-year marketing plan based on board initiatives and constructed the library’s first style and branding guide. After almost ten years in public libraries, Amy joined Sikich, LLP as a Vertical Marketing Specialist. Amy drove the creation, execution and delivery of integrated marketing campaigns for the firm’s Enterprise Resource Planning Technology Services Division. She oversaw content development for the firm’s key technology markets and collaborated with partners and C-level executives. One of her content pieces was featured nation-wide and received approximately 120 million unique views per month.   Amy joined TeacherMatch in July 2014 to merge her love for education and technology environments, and brings her skills in marketing strategy, as well as developing first class relationships, to the TeacherMatch team.
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