1. DCPS Recruitment Strategy A teachers and principals as clients approach to attracting, selecting, cultivating and retaining top teaching talent to drive student achievement in DC Public Schools NYU – Stern Business School Debra-Ellen Glickstein Catherine Hirschman Vanessa Jackson Cindy Mino

4. Recruitment Strategy Key Challenges Recruitment strategy must provide two-pronged value proposition to district: (1) Attracts high-caliber teachers who get great results (e.g. marked gains in their students’ achievement); and (2) Promotes high levels of retention of top teachers, who stay in district, develop, improve and lead over time. RESULTS x LONGEVITY = MAXIMUM HUMAN CAPITAL NPV Recruit Select Develop Retain

8. Recruitment Strategy Value Proposition All decision-making around human capital functions services end goal of ensuring high levels of student achievement. Human Capital Team Teachers/ Principals Students Human capital team’s value chain integrates around teachers and principals as clients and students as end users. Budgeting Compensation Evaluation PD/ Ladders On-boarding Selection Recruitment Student Achievement

11. Recruitment Strategy (1) Human Capital Relationship Management HCRM Portfolios Structure Each HCRM will be responsible for recruiting, selecting and placing ~ 92 teachers/year. Chancellor: Michelle Rhee Dep. Chan. Human Capital: Director, Human Capital Cluster 1 HCRM Cluster 5/6HCRM Cluster 4 HCRM Cluster 3 HCRM Cluster 2 HCRM Cluster School Type # of Schools 1 Elementary Schools 30 2 Elementary Schools 28 3 Elem/K-8 32 4 Middle School/ SPED 18 5 High Schools 16 6 Other 8

21. Recruitment Strategy Break-Down of Budget-Forward Projected Fall 2009 Hiring Needs Budget New teachers Source New teacher hires 2008 Projected new teacher hires 2009 % of new teachers TFA Corp 55 60 13.3% DCTF 110 120 26.6% Traditional Ed School recent grads 291 80 17.8% Experienced teachers TFA Alums from other areas 30 7% DCTF Alums N/A Experienced Ed School Grads 160 36% TOTAL New Hires Needed 456 450 100%

22. Recruitment Strategy Proposed Budget 2009-2010 Budget With Director HC/SP Without Director HC/SP Director of Human Capital/Strategic Partnerships $ 100,000 $ - HCRM (5) $ 300,000 $ 300,000 Bonus $ 50,000 $ 50,000 Benefits $ 160,000 $ 120,000 OTPS (10% Administrative Costs) $ 40,000 $ 30,000 Recruitment Collateral Upgrade $ 60,000 $ 80,001 Reruitment Event Costs $ 14,250 $ 14,250 Candidate Travel $ 42,750 $ 42,750 Referral bonus program $ 75,000 $ 75,000 Upgrade of online recruitment platform $ 10,000 $ 10,000 TNTP/TFA Recruitment-Selection Fee $ 495,000 $ 495,000 Total $ 1,347,000 $ 1,217,001 Avg. Cost/Teacher $ 2,993 $ 2,704 TNTP/TFA Avg. Cost/Teacher $ 3,000 $ 3,000 DCPS In-house Recruiting Avg. Cost/Teacher $ 2,989 $ 2,533

23. Recruitment Strategy Questions?