Analyze data and documentation of Action Steps for Year Two will consumer-expressed needs to develop action be developed by April 1, steps for years two & three 2017. Quality Staff Goal: To recruit, select and retain quality staff to promote services of excellence provided by CSDB. Action Steps Staff Members Outcomes Responsible Identify, evaluate, and implement possible Strategic Plan: Increase in student teacher recruiting strategies, to develop reliable sources Recruiting Team placements at CSDB. for attracting qualified applicants for Teacher / Special Service Provider positions Collaboration Increase in applicant interest / between Human applicant pool relative to Year One: Resources staff, employment with CSDB educational program Develop / expand relationships with (measured by yearly analysis administrators, appropriate educator prep programs of data obtained from on-line School / Community (Teacher of the Deaf, Teacher of the application system). Liaison, and other Visually Impaired, etc.), in order to recruit identified CSDB student teachers and viable applicants for A yearly evaluation of representatives (to CSDB positions recruiting strategies will be potentially include documented and analyzed to Consider participation in two career fairs CSDB students). per academic year; would require funding determine which strategies and development of recruiting materials are most effective in increasing applicant pools. Year Two: Identify possible options to foster relationships and increase local / community awareness that will support recruiting locally (in the Pikes Peak region) Year Three: Investigate options to increase awareness at the high school level (e.g., local schools, to include CSDB; ‘Educators Rising’ Association), relative to opportunities in the
Analyze data and documentation of consumer-expressed needs to develop action steps for years two & three Action Steps for Year Two will be developed by April 1, 2017. Quality Staff Goal: To recruit, select and retain quality staff to promote services of excellence provided by CSDB. Action Steps Staff Members Responsible Outcomes Identify, evaluate, and implement possible recruiting strategies, to develop reliable sources for attracting qualified applicants for Teacher / Special Service Provider positions Year One: Develop / expand relationships with appropriate educator prep programs (Teacher of the Deaf, Teacher of the Visually Impaired, etc.), in order to recruit student teachers and viable applicants for CSDB positions Consider participation in two career fairs per academic year; would require funding and development of recruiting materials Year Two: Identify possible options to foster relationships and increase local / community awareness that will support recruiting locally (in the Pikes Peak region) Year Three: Investigate options to increase awareness at the high school level (e.g., local schools, to include CSDB; ‘Educators Rising’ Association), relative to opportunities in the Strategic Plan: Recruiting Team Collaboration between Human Resources staff, educational program administrators, School / Community Liaison, and other identified CSDB representatives (to potentially include CSDB students). Increase in student teacher placements at CSDB. Increase in applicant interest / applicant pool relative to employment with CSDB (measured by yearly analysis of data obtained from on-line application system). A yearly evaluation of recruiting strategies will be documented and analyzed to determine which strategies are most effective in increasing applicant pools.
Strategic-Plan-2016-2019.docx