Lessons from the Field
Districts across Ohio are implementing innovative strategies to find, grow, and keep excellent staff. These strategies feed into a larger, comprehensive human capital management system that will help the district deliver on its vision for all students.
If you have a story you’d like to share, please contact hcrc@education.ohio.gov.
DREAM
A group of leaders from Southwest Ohio joined together to help launch DREAM (Diversity Recruitment Educators Association for Miami Valley). DREAM received a $70,000 grant from the Ohio Department of Education and Workforce to help close the gap in diversity among educators. Read this success story including interview responses from four officers serving DREAM.
Key Areas: Diversifying the Workforce; Grow Your Own; Mentoring; Recruitment; Retention
CAMERA
CAMERA (the Cleveland Area Minority Educators Recruitment Association) includes 32 Northeast Ohio educational organizations working to “hire teachers who are sensitive and responsive to student needs in a culturally diverse school environment.” Read their success story featuring lessons about building a diverse educator workforce over the past 30 years.
Key Areas: Diversifying the Workforce; Grow Your Own; Mentoring; Recruitment; Retention
Princeton City Schools
The best human capital systems in schools are committed to their vision for students and have aligned their people system – how they find, grow, and keep talent– to deliver on that vision. Princeton City Schools is a standout district in promoting a diverse workforce. Hear from district leaders and learn more about the district’s work.
Key Areas: Diversifying the Workforce; Grow Your Own; Branding; Recruitment; Retention
Anthony Wayne Local Schools
Historically, Anthony Wayne Local Schools (AWLS) was able to rely on reputation alone to attract many applicants across all positions. Like many districts, they began seeing a decrease in applicants and needed a focused approach to recruit and retain staff. Hear from district leaders and learn more about their solutions.
Key Areas: Comprehensive Human Capital Management System; HCMS Alignment to District Vision; Partnerships for Recruitment; Retention
Milford Exempted Village Schools
A district team from Milford engaged in a year-long human capital cohort experience where Employee Engagement was a focus in terms of its impact on organizational outcomes, ways to measure engagement and utilize the results, and strategies to foster highly engaged employees. It was at that point where the Milford team decided to ramp up their efforts. Hear from district leaders and learn more about their solutions.
Key Areas: Employee Engagement; Grow & Support; Staff Recognition; Employee Wellness
Washington Local Schools
As a result of retention and recruitment data, Washington Local Schools launched its New Staff Academy – a year-long experience for all new staff, including both certified and classified/support staff positions. This new onboarding approach complements other key strategies at WLS to grow and retain staff. Hear from district leaders and more about their solutions.
Key Areas: Onboarding - Certified & Classified Staff; Employee Wellness; HCMS Alignment to Strategic Plan