GROUP SUMMARIES Designing Effective Policies and Practices for Recruitment and Retention May 26, 2016 What We Are Currently Doing for Recruitment What Else Could We Be Doing for Recruitment Poaching Advertising on a national level PR that – Pre-screen interviews changes perception of the profession Job Fairs In and Out of State Internships/Pre-service – “visits” Incentive bonus to teachers to lure friends Career/Tech schools have education path up Expansion of loan forgiveness Travel reimbursement Partner with universities to promote Signing bonus education tracks State endorsed transitional programs Community partnerships with businesses Networking and organizing recruitment Look in other – Grow from within career areas Welcome wagon/induction ATP Videos Social networking LinkedIn Facebook – – Job Fairs Slide show Revamp website/Individual sites for site – Grow our Own (“Teach”) Career Path in recruitment More information and – H.S. and Associate Teachers Induction components Consider social – Student teachers from lower 48 media Word of mouth Bonus for referring a College students as online, then – friend tutors Teachers (Lake and Penn) – Someone to talk before Expand education career pathway (Start all “Greeter” – getting here the way back in middle school) Longevity bonus Need to the lifestyle” - Outdoorsmen “sell Shows Send current teachers and students to job fairs even via video/Skype Village – teachers Collaborate with other HR Departments within State Better job fit – Incentive to stay in bush (Keep good ones from going to the road system) Provide perks like internet and TV Job fairs Traditional circuit and virtual Teacher hand-holder – Reaching people before job fairs Career ladder implementation Making contact with colleges and Tribal grants for teacher candidates universities Going directly to UA system to get student Applitrack tutors Changed application system + Incentives for these students Using for certain positions “indeed”
GROUP SUMMARIES Designing Effective Policies and Practices for Recruitment and Retention May 26, 2016 What We Are Currently Doing for Recruitment What Else Could We Be Doing for Recruitment Poaching Pre-screen interviews Job Fairs – In and Out of State Incentive bonus to teachers to lure friends up Travel reimbursement Signing bonus State endorsed transitional programs Networking Grow from within Welcome wagon/induction ATP Videos Social networking – LinkedIn – Facebook Job Fairs – Slide show Grow our Own (“Teach”) Career Path in H.S. and Associate Teachers Student teachers from lower 48 Word of mouth – Bonus for referring a friend “Greeter” – Someone to talk before getting here Longevity bonus Job fairs – Traditional circuit and virtual Reaching people before job fairs Making contact with colleges and universities Applitrack Changed application system Using “indeed” for certain positions Advertising on a national level – PR that changes perception of the profession Internships/Pre-service “visits” Career/Tech schools have education path Expansion of loan forgiveness Partner with universities to promote education tracks Community partnerships with businesses and organizing recruitment – Look in other career areas Revamp website/Individual sites for site recruitment – More information and Induction components – Consider social media College students as online, then tutors – Teachers (Lake and Penn) Expand education career pathway (Start all the way back in middle school) Need to “sell the lifestyle” - Outdoorsmen Shows Send current teachers and students to job fairs even via video/Skype – Village teachers Collaborate with other HR Departments within State – Better job fit Incentive to stay in bush (Keep good ones from going to the road system) Provide perks like internet and TV Teacher hand-holder Career ladder implementation Tribal grants for teacher candidates Going directly to UA system to get student tutors + Incentives for these students
ASLI%202016%20What%20Are%20We%20Doing_What%20Else%20Could%20We%20be%20Doing_HUMAN%20CAPITAL%20SUMMARIES%20-%20MAY%202016.docx