access to references EVSC provided expedited processing of candidates recommended for hire who were likely to receive competing offers from other schools/districts. For example, on more than one occasion, EVSC HR moved high-priority candidates in hard-to-staff subject areas to the top of the list for background checks and processing. EVSC HR paid for a subscription to www.Teachers-Teachers.com, where the OTS was able to post for individual positions and review search a broader candidate pool of thousands of candidates. TZ/OTS-specific support: OTS pre-screened applications for over 400 candidates OTS made referrals for and supported over 275 school-based interviews for teaching and LTS positions OTS continued to support recruitment and selection for non-FTE teaching positions throughout the first semester OTS conducted reference checks for over 100 candidates (including LTS and positions), taking a significant amount of work off and principals’ plates also expediting the process OTS coached principals around developing key marketing messages to “sell” potential candidates and candidates who received offers on their school in addition to working with MIE to set up opportunities for recruitment with many regional universities (within a 3 hour driving distance.) OTS and school principals have worked with other stakeholders such as HR, the Superintendent, and ETA to be intentional about staff placements/transfer practices in its Priority TZ schools. For example: All teachers must successfully complete TZ Team Training to teach within the TZ. If there is not mutual agreement of appropriate placement, the current CBA allows for Superintendent Directed Transfer, which has been utilized in the TZ Priority Schools. X EVSC's Transformation Zone has very robust 7. District staff has a process for supports in place for school improvement monitoring and supporting the planning as well as robust performance implementation of the selected monitoring processes for the schools it manages improvement model.
access to references EVSC provided expedited processing of candidates recommended for hire who were likely to receive competing offers from other schools/districts. For example, on more than one occasion, EVSC HR moved high-priority candidates in hard-to-staff subject areas to the top of the list for background checks and processing. EVSC HR paid for a subscription to www.Teachers-Teachers.com, where the OTS was able to post for individual positions and review search a broader candidate pool of thousands of candidates. TZ/OTS-specific support: OTS pre-screened applications for over 400 candidates OTS made referrals for and supported over 275 school-based interviews for teaching and LTS positions OTS continued to support recruitment and selection for non-FTE teaching positions throughout the first semester OTS conducted reference checks for over 100 candidates (including LTS and positions), taking a significant amount of work off principals’ plates and also expediting the process OTS coached principals around developing key marketing messages to “sell” potential candidates and candidates who received offers on their school in addition to working with MIE to set up opportunities for recruitment with many regional universities (within a 3 hour driving distance.) OTS and school principals have worked with other stakeholders such as HR, the Superintendent, and ETA to be intentional about staff placements/transfer practices in its Priority TZ schools. For example: All teachers must successfully complete TZ Team Training to teach within the TZ. If there is not mutual agreement of appropriate placement, the current CBA allows for Superintendent Directed Transfer, which has been utilized in the TZ Priority Schools. 7. District staff has a process for monitoring and supporting the implementation of the selected improvement model. X EVSC's Transformation Zone has very robust supports in place for school improvement planning as well as robust performance monitoring processes for the schools it manages