hired
Human Capital Update Presentation to School Committee June 24, 2015
BOSTON PUBLIC SCHOOLS
Office of Human Capital’s Work Recruitment
Staffing & Hiring
Professional Development
Evaluation
2
BOSTON PUBLIC SCHOOLS
Goal: A great teacher in every classroom
In schools, teacher quality is the single most important variable impacting student learning.
3
BOSTON PUBLIC SCHOOLS
Transformation Human Resources • Broken hiring system – Late – Perverse Incentives
• Unequal Autonomies • Persistent Achievement Gap
Human Capital • Innovation – Early Hiring
• Equity – Expanded Autonomy
• Investment – Mutual Consent
• Diversity
4
BOSTON PUBLIC SCHOOLS
Teachers are NOT Interchangeable
5
BOSTON PUBLIC SCHOOLS
Black educators are retiring faster than we can hire replacements. Retirements by Ethnicity 100% 90% 80%
37% 47%
50%
2%
3.4x
SY 13-14
2.3x
14% 6% 8%
40% 30% 20%
SY 12-13
Educators over the age of 50 are 1.5x more likely to be black.
70% 60%
Rate of Retirement of Black Educators compared to White
47%
Last year, we lost 73% more black educators through attrition than we were able to hire externally.
37%
10% 0% SY12-13 Black
SY13-14 Latino
Asian
White
Based on current demographics, we anticipate continued disproportionate rates of retirement for years to come. 6
BOSTON PUBLIC SCHOOLS
Candidate vs. Hire Diversity Hiring external candidates is critical to moving the dial on Diversity. Ethnicity by Candidate Population 100%
8% 0%
90%
8% 1%
14% 0%
80%
Hire Ethnicity by Population 100% 90%
8% 1%
13%
45%
40%
7% 0%
0%
80%
70%
46% 47%
60%
51%
60%
73%
50%
70%
50%
40%
10%
10%
30%
4%
40%
15%
17%
30%
6%
2%
7%
8%
20%
10%
20%
6% 4%
10%
31%
23%
8%
0%
External (n=2779) Black
Asian
30%
25%
22%
10% 0%
Internal nonexcessed (n=1018) Latino
White
Excessed (n=278)
Other
Decline
External (n=144) Black
Asian
Internal nonexcessed (n=264) Latino
White
Excessed (n=108)
Other
Decline
7 Data for current hiring season, as of 6/17/15.
BOSTON PUBLIC SCHOOLS
Early hiring is critical to our ability to increase our diversity. Diverse Hires by Month 45%
40%
35%
30%
25%
20%
15%
10%
5%
0% March (n=18)
April (n=145)
May (n=160)
Black (n=130)
Latino (n=75)
Asian (n=31)
Linear (Black (n=130))
Linear (Latino (n=75))
Linear (Asian (n=31))
June (n=193)
8 Data includes both internal and external hires for the current hiring season as of 6/17/15.
BOSTON PUBLIC SCHOOLS
Suitable Professional Capacity Engagement in Hiring Process 40%
35%
35%
Educators who received SPC placements were more than twice as likely to have NOT applied.
30% 25% 20%
(2014-15)
17%
15% 10% 5% 0%
% NOT Applied Initial Pool
Only 54% of this year’s pool have applied compared to 67% of the pool at this time last year.
SPC Pool
More Engagement = More Success Those who were hired applied to 53% MORE jobs on average. Of those who applied 78% were hired.* 9 *Based on the number who applied and didn’t subsequently retire or resign.
BOSTON PUBLIC SCHOOLS
Professional Development
• Lead teachers • Peer Assistance & Review and Peer Assistance • New Teacher Developers stipends – NTD programming • Anti-bias training • Observation and Feedback • Cultural competence 10
BOSTON PUBLIC SCHOOLS
Formative & Summative Evaluation Completion Rates 100% 90%
84%
82%
77%
80% 70% 60% 50% 40% 30% 20%
10% 0% % Completed SY 12-13
SY 13-14
SY 14-15
We experienced significant technical issues this year around submission deadlines, causing some paper evaluations to be released in lieu of electronic submissions, which may be a contributing factor to the drop in completion rates. 11
BOSTON PUBLIC SCHOOLS
Percent of Proficient or Exemplary educators has increased; Needs Improvement have declined.
80.0%
75.5%
78.8%
90.0%
76.0%
Overall Rating Distribution on Formative and Summative Evaluations
70.0% 60.0% 50.0%
1.1%
1.1%
1.3%
3.5%
10.0%
4.6%
5.3%
19.9%
20.0%
14.7%
30.0%
18.2%
40.0%
0.0% Exemplary
Proficient SY 12-13
Needs Improvement SY 13-14
Unsatisfactory
SY 14-15
Based on most recent Formative or Summative evaluation between 9/1 and 6/30 of each respective school year.
12
BOSTON PUBLIC SCHOOLS
Proportionality of Under-Performing Rating by Ethnicity 3.50
3.00
2.98 2.60
2.50
2.28
2.00
1.73
1.76
1.74 1.48
1.50
1.57
1.70
1.00
0.50
0.00 SY 12-13 Black
Latino
SY 13-14 Asian
Linear (Black)
SY 14-15 Linear (Latino)
Linear (Asian)
Despite proportionality remaining high, the number of educators across all three ethnicities who 13 received an underperforming rating declined each subsequent year.
BOSTON PUBLIC SCHOOLS
Early Hiring Mutual Consent Autonomy Support & Development • Diversity • • • •
Investing in the Future 14
BOSTON PUBLIC SCHOOLS
Appendix: – Recruitment – Staffing & Hiring – Professional Development – Evaluation
Photo Credit: Mark Pijanowski
15
BOSTON PUBLIC SCHOOLS
APPENDIX: Recruitment
Exceeded Recruitment Goals for District Priority Pools District Priority Pool Candidate Diversity 264 250
192
116
118
97
Black 2013-2014
Latino Goal 2014-2015
Actual 2014-2015
16
BOSTON PUBLIC SCHOOLS
APPENDIX: Recruitment
BPS is building our own pipelines because the diversity of educators state-wide and nationally is not diverse enough to our needs. Race Demographics of Teachers
BPS Pipelines, Programs, & Partnerships
Boston Mass. U.S. MA Ed. Program Diversity 100% 93%
90%
•
82%
80%
•
70%
62%
•
60% 50%
• • • •
40% 30% 20%
10%
21%
3%
7% 6%
0% Black
10%
1% 2%
Asian
8%
2%
Hispanic
0% 1% 2%
White
Other
• •
Community to Paraprofessional Development Program (CPDP) Accelerated Community to Teacher (ACTT) program High School to Teacher Program Partner Programs MTEL/Licensure Support ALANA Male Educators of Color (MEOC) BPS Aspiring Principals BPS-Lynch Fellowship 17
* Data for SY 2012-13 from Mass. DESE, & NCES.gov
BOSTON PUBLIC SCHOOLS
APPENDIX: Recruitment
Marketing & Advertising
18
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
We are losing more black educators to retirement than we have been able to hire. District Diversity (Teachers & Guidance Counselors)
16.4%
16.4%
16.5%
20.8%
21.5%
22.5%
15.9%
20.0%
16.3%
22.6%
25.0%
22.5%
30.0%
15.0%
10.2%
10.0%
10.2%
5.0%
10.2%
10.1%
10.0%
0.0% Oct. '10
Oct. '11
Oct.'12
Black
Latino
Total "Other"
Garrity Mandate (Other)
Linear (Black)
Linear (Total "Other")
Oct. '13
Oct. '14
Garrity Mandate (Black)
19 Data based on Oct. 1, time stamp of each school year.
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Workforce Diversity – last year’s data
20
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
New Principals are more generally more diverse than candidate pools. New Principals 60% 53% 50%
48%
40%
37%
30% 30%
20%
9%
10% 5%
4%
5%
0% Asian
Black % Candiates (n=243)
Latino % Hires (n=19)
White
21
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Proportionality by Attrition Type (SY 13-14) Black educators were 2.3 times more likely to retire, but 30% less likely to resign last year (compared to white educators).
Retirements Ethnicity
Resignations
Provisional Contract Exp.
Count
Proportionality
Count
Proportionality
Count
Proportionality
Black
41
2.3
22
0.7
33
1.1
Latino
9
1.1
17
1.2
11
0.8
Asian
7
1.5
8
0.9
7
0.7
White
52
1.0
90
1.0
84
1.0
TOTAL
109
137
135
22
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Over half of the 443 permanent teachers without positions found jobs through competitive hiring 500 450
Number of Teachers
400 350 300 250 200 150 100 50 0 Pool of Permanent Teachers without Positions
Hired
Source: BPS Office of Human Capital - TNTP 4/29/2015
Exited before Suitable Exited after Suitable Current Suitable Professional Capacity Professional Capacity Professional Capacity Placement Placement Pool
23
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Projected composition of permanent teachers seeking positions for the 2015 hiring season 600
Number of Teachers
500 400
Over 40% of the projected permanent teachers entering competitive hiring were from new Level 4/5 schools, schools that closed, or returned from long-term leave
300 200 100
0 Long-Term Leave New L4/L5 Schools School Closure
Excessed from Previous Position
Current SPC Teachers
Total Permanent Teachers without Positions Entering Competitive Hiring
*Includes three additional teachers who were placed in SPC roles at the start of the year, but have since taken leave. These teachers will return from leave and become part of the Hiring Season 2015 pool of Permanent Teachers without Positions. Source: BPS Office of Human Capital – TNTP 4/29/2015
24
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Despite a larger pool of permanent teachers seeking position this hiring season, we project the SPC pool be of comparable size 600
Number of Teachers
500 400 300 200 100
0
Projected Pool of Permanent Teachers without Positions
Hired
Source: BPS Office of Human Capital – TNTP 4/16/2015
Exit before SPC
SPC Entering SY15-16
Exit after SPC
Projected SPC April 2016
25
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Projected permanent teachers seeking positions for the 2015 hiring season by reason
Voluntary New L4/L5 School Current SPC Source: BPS Office of Human Capital – TNTP 4/29/2015
Autonomous School School Closure
Licensure/SEI Position No Longer Available
26
BOSTON PUBLIC SCHOOLS
APPENDIX: Professional Development
SPC/Excess Supports SY 15-16 Hiring Season: • 1 in 4 hires from the excess pool
Likelihood of excess teacher being hired compared to…
Average Candidate
3.2x
External Candidate
10x
Resume writing Interview practice Phone interview by recruitment fellows Candidate Fairs
27 Data based on hires to date as of 5/19/15 for SY15-16.
BOSTON PUBLIC SCHOOLS
APPENDIX : Professional Development
Participation in the Male Educators of Color (MEOC) cohort increased retention by 10-12% 100.0%
96.0%
90.0%
83.8%
85.1%
85.8%
Comparator Group*
All Males of Color
All Males
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
MEOC Particpants
28
BOSTON PUBLIC SCHOOLS
A similar pattern exists over time, but is becoming less pronounced. The number of underperformers between 50-59 has dropped by one third and the number in the 60+ group has dropped by one half since SY12-13. Proportionality of Under-performing Ratings by Age Range
1.78
0.78
0.71
0.71
0.80
0.62
0.82
1.44 0.74
0.63
0.80
1.50
1.00
1.55
2.00
1.62
1.92
2.15
2.50
0.50
0.00 SY 12-13
SY 13-14
BOSTON PUBLIC SCHOOLS
Office of Human Capital’s Work Recruitment
Staffing & Hiring
Professional Development
Evaluation
2
BOSTON PUBLIC SCHOOLS
Goal: A great teacher in every classroom
In schools, teacher quality is the single most important variable impacting student learning.
3
BOSTON PUBLIC SCHOOLS
Transformation Human Resources • Broken hiring system – Late – Perverse Incentives
• Unequal Autonomies • Persistent Achievement Gap
Human Capital • Innovation – Early Hiring
• Equity – Expanded Autonomy
• Investment – Mutual Consent
• Diversity
4
BOSTON PUBLIC SCHOOLS
Teachers are NOT Interchangeable
5
BOSTON PUBLIC SCHOOLS
Black educators are retiring faster than we can hire replacements. Retirements by Ethnicity 100% 90% 80%
37% 47%
50%
2%
3.4x
SY 13-14
2.3x
14% 6% 8%
40% 30% 20%
SY 12-13
Educators over the age of 50 are 1.5x more likely to be black.
70% 60%
Rate of Retirement of Black Educators compared to White
47%
Last year, we lost 73% more black educators through attrition than we were able to hire externally.
37%
10% 0% SY12-13 Black
SY13-14 Latino
Asian
White
Based on current demographics, we anticipate continued disproportionate rates of retirement for years to come. 6
BOSTON PUBLIC SCHOOLS
Candidate vs. Hire Diversity Hiring external candidates is critical to moving the dial on Diversity. Ethnicity by Candidate Population 100%
8% 0%
90%
8% 1%
14% 0%
80%
Hire Ethnicity by Population 100% 90%
8% 1%
13%
45%
40%
7% 0%
0%
80%
70%
46% 47%
60%
51%
60%
73%
50%
70%
50%
40%
10%
10%
30%
4%
40%
15%
17%
30%
6%
2%
7%
8%
20%
10%
20%
6% 4%
10%
31%
23%
8%
0%
External (n=2779) Black
Asian
30%
25%
22%
10% 0%
Internal nonexcessed (n=1018) Latino
White
Excessed (n=278)
Other
Decline
External (n=144) Black
Asian
Internal nonexcessed (n=264) Latino
White
Excessed (n=108)
Other
Decline
7 Data for current hiring season, as of 6/17/15.
BOSTON PUBLIC SCHOOLS
Early hiring is critical to our ability to increase our diversity. Diverse Hires by Month 45%
40%
35%
30%
25%
20%
15%
10%
5%
0% March (n=18)
April (n=145)
May (n=160)
Black (n=130)
Latino (n=75)
Asian (n=31)
Linear (Black (n=130))
Linear (Latino (n=75))
Linear (Asian (n=31))
June (n=193)
8 Data includes both internal and external hires for the current hiring season as of 6/17/15.
BOSTON PUBLIC SCHOOLS
Suitable Professional Capacity Engagement in Hiring Process 40%
35%
35%
Educators who received SPC placements were more than twice as likely to have NOT applied.
30% 25% 20%
(2014-15)
17%
15% 10% 5% 0%
% NOT Applied Initial Pool
Only 54% of this year’s pool have applied compared to 67% of the pool at this time last year.
SPC Pool
More Engagement = More Success Those who were hired applied to 53% MORE jobs on average. Of those who applied 78% were hired.* 9 *Based on the number who applied and didn’t subsequently retire or resign.
BOSTON PUBLIC SCHOOLS
Professional Development
• Lead teachers • Peer Assistance & Review and Peer Assistance • New Teacher Developers stipends – NTD programming • Anti-bias training • Observation and Feedback • Cultural competence 10
BOSTON PUBLIC SCHOOLS
Formative & Summative Evaluation Completion Rates 100% 90%
84%
82%
77%
80% 70% 60% 50% 40% 30% 20%
10% 0% % Completed SY 12-13
SY 13-14
SY 14-15
We experienced significant technical issues this year around submission deadlines, causing some paper evaluations to be released in lieu of electronic submissions, which may be a contributing factor to the drop in completion rates. 11
BOSTON PUBLIC SCHOOLS
Percent of Proficient or Exemplary educators has increased; Needs Improvement have declined.
80.0%
75.5%
78.8%
90.0%
76.0%
Overall Rating Distribution on Formative and Summative Evaluations
70.0% 60.0% 50.0%
1.1%
1.1%
1.3%
3.5%
10.0%
4.6%
5.3%
19.9%
20.0%
14.7%
30.0%
18.2%
40.0%
0.0% Exemplary
Proficient SY 12-13
Needs Improvement SY 13-14
Unsatisfactory
SY 14-15
Based on most recent Formative or Summative evaluation between 9/1 and 6/30 of each respective school year.
12
BOSTON PUBLIC SCHOOLS
Proportionality of Under-Performing Rating by Ethnicity 3.50
3.00
2.98 2.60
2.50
2.28
2.00
1.73
1.76
1.74 1.48
1.50
1.57
1.70
1.00
0.50
0.00 SY 12-13 Black
Latino
SY 13-14 Asian
Linear (Black)
SY 14-15 Linear (Latino)
Linear (Asian)
Despite proportionality remaining high, the number of educators across all three ethnicities who 13 received an underperforming rating declined each subsequent year.
BOSTON PUBLIC SCHOOLS
Early Hiring Mutual Consent Autonomy Support & Development • Diversity • • • •
Investing in the Future 14
BOSTON PUBLIC SCHOOLS
Appendix: – Recruitment – Staffing & Hiring – Professional Development – Evaluation
Photo Credit: Mark Pijanowski
15
BOSTON PUBLIC SCHOOLS
APPENDIX: Recruitment
Exceeded Recruitment Goals for District Priority Pools District Priority Pool Candidate Diversity 264 250
192
116
118
97
Black 2013-2014
Latino Goal 2014-2015
Actual 2014-2015
16
BOSTON PUBLIC SCHOOLS
APPENDIX: Recruitment
BPS is building our own pipelines because the diversity of educators state-wide and nationally is not diverse enough to our needs. Race Demographics of Teachers
BPS Pipelines, Programs, & Partnerships
Boston Mass. U.S. MA Ed. Program Diversity 100% 93%
90%
•
82%
80%
•
70%
62%
•
60% 50%
• • • •
40% 30% 20%
10%
21%
3%
7% 6%
0% Black
10%
1% 2%
Asian
8%
2%
Hispanic
0% 1% 2%
White
Other
• •
Community to Paraprofessional Development Program (CPDP) Accelerated Community to Teacher (ACTT) program High School to Teacher Program Partner Programs MTEL/Licensure Support ALANA Male Educators of Color (MEOC) BPS Aspiring Principals BPS-Lynch Fellowship 17
* Data for SY 2012-13 from Mass. DESE, & NCES.gov
BOSTON PUBLIC SCHOOLS
APPENDIX: Recruitment
Marketing & Advertising
18
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
We are losing more black educators to retirement than we have been able to hire. District Diversity (Teachers & Guidance Counselors)
16.4%
16.4%
16.5%
20.8%
21.5%
22.5%
15.9%
20.0%
16.3%
22.6%
25.0%
22.5%
30.0%
15.0%
10.2%
10.0%
10.2%
5.0%
10.2%
10.1%
10.0%
0.0% Oct. '10
Oct. '11
Oct.'12
Black
Latino
Total "Other"
Garrity Mandate (Other)
Linear (Black)
Linear (Total "Other")
Oct. '13
Oct. '14
Garrity Mandate (Black)
19 Data based on Oct. 1, time stamp of each school year.
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Workforce Diversity – last year’s data
20
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
New Principals are more generally more diverse than candidate pools. New Principals 60% 53% 50%
48%
40%
37%
30% 30%
20%
9%
10% 5%
4%
5%
0% Asian
Black % Candiates (n=243)
Latino % Hires (n=19)
White
21
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Proportionality by Attrition Type (SY 13-14) Black educators were 2.3 times more likely to retire, but 30% less likely to resign last year (compared to white educators).
Retirements Ethnicity
Resignations
Provisional Contract Exp.
Count
Proportionality
Count
Proportionality
Count
Proportionality
Black
41
2.3
22
0.7
33
1.1
Latino
9
1.1
17
1.2
11
0.8
Asian
7
1.5
8
0.9
7
0.7
White
52
1.0
90
1.0
84
1.0
TOTAL
109
137
135
22
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Over half of the 443 permanent teachers without positions found jobs through competitive hiring 500 450
Number of Teachers
400 350 300 250 200 150 100 50 0 Pool of Permanent Teachers without Positions
Hired
Source: BPS Office of Human Capital - TNTP 4/29/2015
Exited before Suitable Exited after Suitable Current Suitable Professional Capacity Professional Capacity Professional Capacity Placement Placement Pool
23
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Projected composition of permanent teachers seeking positions for the 2015 hiring season 600
Number of Teachers
500 400
Over 40% of the projected permanent teachers entering competitive hiring were from new Level 4/5 schools, schools that closed, or returned from long-term leave
300 200 100
0 Long-Term Leave New L4/L5 Schools School Closure
Excessed from Previous Position
Current SPC Teachers
Total Permanent Teachers without Positions Entering Competitive Hiring
*Includes three additional teachers who were placed in SPC roles at the start of the year, but have since taken leave. These teachers will return from leave and become part of the Hiring Season 2015 pool of Permanent Teachers without Positions. Source: BPS Office of Human Capital – TNTP 4/29/2015
24
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Despite a larger pool of permanent teachers seeking position this hiring season, we project the SPC pool be of comparable size 600
Number of Teachers
500 400 300 200 100
0
Projected Pool of Permanent Teachers without Positions
Hired
Source: BPS Office of Human Capital – TNTP 4/16/2015
Exit before SPC
SPC Entering SY15-16
Exit after SPC
Projected SPC April 2016
25
BOSTON PUBLIC SCHOOLS
APPENDIX: Staffing & Hiring
Projected permanent teachers seeking positions for the 2015 hiring season by reason
Voluntary New L4/L5 School Current SPC Source: BPS Office of Human Capital – TNTP 4/29/2015
Autonomous School School Closure
Licensure/SEI Position No Longer Available
26
BOSTON PUBLIC SCHOOLS
APPENDIX: Professional Development
SPC/Excess Supports SY 15-16 Hiring Season: • 1 in 4 hires from the excess pool
Likelihood of excess teacher being hired compared to…
Average Candidate
3.2x
External Candidate
10x
Resume writing Interview practice Phone interview by recruitment fellows Candidate Fairs
27 Data based on hires to date as of 5/19/15 for SY15-16.
BOSTON PUBLIC SCHOOLS
APPENDIX : Professional Development
Participation in the Male Educators of Color (MEOC) cohort increased retention by 10-12% 100.0%
96.0%
90.0%
83.8%
85.1%
85.8%
Comparator Group*
All Males of Color
All Males
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
MEOC Particpants
28
BOSTON PUBLIC SCHOOLS
A similar pattern exists over time, but is becoming less pronounced. The number of underperformers between 50-59 has dropped by one third and the number in the 60+ group has dropped by one half since SY12-13. Proportionality of Under-performing Ratings by Age Range
1.78
0.78
0.71
0.71
0.80
0.62
0.82
1.44 0.74
0.63
0.80
1.50
1.00
1.55
2.00
1.62
1.92
2.15
2.50
0.50
0.00 SY 12-13
SY 13-14
