2023
Develop and implement a plan to actively recruit and retain a diverse workforce, including bilingual staff.
Objective:
Students will be educated by a high-quality and diverse workforce that supports continuous growth.
Evidence 2020 – 2021
Leveraged virtual hiring events to recruit teachers and employees during the pandemic.
Reassessed pay structures for critical shortage areas leading to extended contract hours for school nurses and the addition of signing and referral bonuses for transportation staff.
HCPS seeks out and awards incentive grants at schools experiencing difficulty recruiting highly qualified teachers. For example, STEM grants provide incentives for science and math teachers at identified schools upon completion of first, second and third years of teaching.
Created and budgeted for longevity adjustments for teachers with 10 or more years of service in HCPS.
Evidence 2021 – 2022:
Talent Ambassador position created in the Division of Human Resources to focus on recruiting a retaining a highly qualified and diverse workforce. Watch the Feb. 22 presentation to the school board on recruitment and retention.
HCPS salary and benefits packages are competitive with or slightly higher than most neighboring school districts.
HCPS compensates teachers for covering classes during their planning periods.
HCPS partners with Virginia Commonwealth University and the University of Richmond to cultivate teacher candidates through residency programs that provide on-the-job training for teacher candidates while they complete required coursework. Residency participants become HCPS new hires upon completion of their program.
HCPS supports “grow your own” programs (Teachers for Tomorrow, Teacher Scholars) to identify and encourage students who are interested in pursuing a career in education. These students are guaranteed a job with HCPS in one of the identified critical shortage areas after completing colleges.