Designing Effective Policies and Practices for Recruitment and Retention May 27, 2016 What We Are Currently Doing for Recruitment What Else Could We Be Doing for Recruitment Rich Cultural History Conveyed Updated School Websites $1,000 Travel Stipend Comments from Existing Teachers Every Three Years - $1,000 Signing Partnerships with Universities Student – Bonus Teachers Provide Travel Stipends Good Options for Advancement Masters Grants/Loans for High Schoolers to Go Into – in Math, Special Education, or Leadership Teacher Education Supportive District Provide Professional Development Grants 3 4 Day Inservice Longevity Bonuses – Stipends for Travel Multiple-Year Contracts with Lots of Autonomy Incentives Expectations and Setting Well Explained Focus on Recruiting in Places with Good – Transparency Results in Retention Brochure, Salary Schedule. Housing, Cost of Living Disclosed Up during Recruitment Job Fairs Inside/Outside Alaska Communication with New Hires by Existing Staff Utilities, Water, Sewer Paid and Furnished Housing Provided Culture Camp for New Teachers Mentor Families for Teachers Community Building Job Fairs in Alaska Arctic Family Job Out of State Focus Significant Funding toward ATP Retention Instead of Just Recruitment Airfare to Site for Year Free/Cheap Housing Culture Camp Community Potluck Welcome from All $1,000 Travel Reimbursement Every Year Educating School Boards Bring in Student Teachers Partnering Potential Recruits with Staff Partnering with UAF to Local People as Partnering with a University for Student Teachers Teaching Signing Bonus Good Benefits Finders Fee Free Internet at Teacher Housing Institutional Expectations of Respect Surveys Why Are You Staying? – Financial Benefits Cost of Living Increase – Advertising Social Media Using Teacher and – Hiring Bonuses University Connections Job Fairs High School Funnel Program Retention Bonus Find a Way to Help with Child Care
Designing Effective Policies and Practices for Recruitment and Retention May 27, 2016 What We Are Currently Doing for Recruitment What Else Could We Be Doing for Recruitment Rich Cultural History Conveyed $1,000 Travel Stipend Every Three Years - $1,000 Signing Bonus Good Options for Advancement – Masters in Math, Special Education, or Leadership Supportive District 3 – 4 Day Inservice Stipends for Travel Lots of Autonomy Expectations and Setting Well Explained – Transparency Brochure, Salary Schedule. Housing, Cost of Living Disclosed Up during Recruitment Job Fairs Inside/Outside Alaska Communication with New Hires by Existing Staff Utilities, Water, Sewer Paid and Furnished Housing Provided Culture Camp for New Teachers Mentor Families for Teachers Job Fairs in Alaska Job Out of State ATP Airfare to Site for Year Culture Camp $1,000 Travel Reimbursement Every Year Bring in Student Teachers Partnering with UAF to Local People as Teachers Signing Bonus Good Benefits Finders Fee Free Internet at Teacher Housing Institutional Expectations of Respect Advertising Hiring Bonuses Job Fairs Retention Bonus Updated School Websites Comments from Existing Teachers Partnerships with Universities – Student Teachers Provide Travel Stipends Grants/Loans for High Schoolers to Go Into Teacher Education Provide Professional Development Grants Longevity Bonuses Multiple-Year Contracts with Incentives Focus on Recruiting in Places with Good Results in Retention Community Building Arctic Family Focus Significant Funding toward Retention Instead of Just Recruitment Free/Cheap Housing Community Potluck Welcome from All Educating School Boards Partnering Potential Recruits with Staff Partnering with a University for Student Teaching Surveys – Why Are You Staying? Financial Benefits – Cost of Living Increase Social Media – Using Teacher and University Connections High School Funnel Program Find a Way to Help with Child Care
ASLI%202016%20What%20Are%20We%20Doing_What%20Else%20Could%20We%20be%20Doing_HUMAN%20CAPITAL%20SUMMARIES%20-%20MAY%202016.docx