Russell County School District in Alabama knows that talent management solutions play an important role in attracting, managing and developing teachers and staff … but proper implementation, training and support are key to maximizing the solutions’ effectiveness.
Faced with a paper-intensive performance management process that got in the way of meaningful evaluation conversations, Madison County Schools in Kentucky knew something needed to change — fast.
As a public charter school in Texas, Leadership Prep School’s enrollment depends on employing top teachers, administrators and staff so parents elect to send their children to the school.
To improve educator effectiveness, Comal ISD pairs continuous feedback with personalized professional development
Comal Independent School District in Texas has transformed professional development (PD) across the district by personalizing participants’ experiences, while simplifying processes for teachers and administrators.
Hiring teachers quickly is a top priority at rapidly growing Comal Independent School District (ISD) in Texas. But principals know they can’t sacrifice quality just to fill classrooms, so they rely on data to inform their teacher hiring decisions.
Many talent management solutions can deliver some initial value to schools and districts by simplifying basic workflows, but according to Del Mar Union School District (USD) in California, the right technology delivers increasing value and empowers continuous operational improvements.
In most K-12 districts, performance evaluations either provide powerful feedback and coaching that improve teacher effectiveness and job satisfaction, or add to the list of documentation-heavy administrative burdens. Framingham Public Schools (FPS) is transitioning from the latter to the former.
Hiring quality teachers empowers student success, and Niagara Catholic knows how to identify the best
To ensure Niagara Catholic schools consistently hire the best teachers, the school board recently implemented Teacher EPI® — that helps leaders identify top teacher candidates based on qualifications, teaching skills, cognitive ability and attitudinal factors.
As the end of the school year nears, the struggle to fill open positions before the next academic year is top of mind in many administrative offices. At Amarillo Independent School District (AISD) — leaders also emphasize the need to fill each position with a great educator, and they’re using first-of-its-kind technology to help them do it.
For many schools and districts, talent management processes — recruiting, new hire onboarding, records management, performance reviews — don’t change for years or even decades … until something goes wrong.