Car-roll W??sohools 2019 Diversity Recruitment Retention Report 5 ?u - I Together?It's Possible 2' I CCPS STRATEGIC PLAN Pillar III • Recruit and retain highly qualified employees reflective of our school system community. • Provide professional and leadership development to retain and promote an effective and culturally competent workforce. • Leaders promote a culture of continuous improvement of academic achievement, employee growth, and operations. 2 Minority Recruitment Benefits • • African-American students who have just one African-American teacher in elementary school are 13 percent more likely to enroll in college than their peers.1 A diverse workforce promotes and supports the mission of education that is multicultural for all students.2 – Equity & Diversity Inclusion – Student Preparation for a Global Economy – Confidence Builder – Promote Empathy and Reduces Prejudice – Improve Student Achievement – Foster Creativity Sources: 1. https://www.npr.org/2019/01/11/682194015/-black-teachers-helps-black-students-get-to-college 2. https://www.kickboardforschools.com/blog/post/5-benefits-of-teaching-classroom-diversity CCPS Teacher/Student Diversity Ratio Pacific Islander 0% Other Nationalities 0% Two or More Races 3% African American American Indian/AK 4% Native 0% Asian 3% Other Nationalities 0% African Pacific American Islander Two or 3% 0% More Races 0% Hispanic 0% American Indian/AK Native 0% Asian 1% Hispanic 7% Caucasian 96% Caucasian 83% STUDENT DIVERSITY 4 STAFF DIVERSITY Recruiting & Retaining Diverse Employees • Required by the State to work to develop a workforce that is “reflective of the composition of the population” • Current overall demographics: – Minority Students – 17% – Minority Employees – 4% • Retention rates: – Non-minority employees – 96% – Minority employees – 80% 5 Diversity of New Hires Annual Total Recruited Minority Staff Fiscal Year Educ. Cust. Clerk Cafe Admin ATSP Worker /Sup. Instr. Asst. Total Staff 21 18 2013/14 4 0 0 0 1 1 2 8 15 2014/15 10* 3 0 1 1 1 2 18 12 2015/16 4 1 0 1 0 1 0 7 9 2016/17 5 2 0 0 2 1 0 10 2017/18 5* 0 0 0 0 1 5 11 2018/19 8 0 1 2 1 0 1 13 6 3 0 2013/14 2014/15 2015/16 2016/17 2017/18 2018/19* *Includes school counselors & psychologist 6 Minority Educator Staffing Category 2014/2015 2015/2016 2016/2017 2017/18 2018/19 Minority Educators 8 10 4 4 8 Total # of New Hires 128 148 171 119 98 % of Minority Educators Hired 6% 7% 2% 3% 8% • • 2018/19 minority educator recruitment increased by 5%. Minority recruitment 5 year average remains at 5%. - Candidate demographics are unknown until self-identified by employee. - Reporting period is based on school calendar year. 7 2018/19 Minority Educator Regional Comparison 120 100 80 Carroll County Asian Black/African American India 8 2 Hispanic 4 1 Frederick County Asian Black/African American 41 7 India 21 1 1 Hispanic 12 Harford 29 Howard 103 Asian 6 Black/African American India Hispanic 22 1 0 60 40 20 0 Carroll 8 Frederick Harford Howard Data not available Continuous Recruitment Partnerships – – – – Bowie State Coppin State Morgan State University of Maryland Eastern Shore Partnerships Established in 2018-19 – – – – – – 9 Atlantic Regional Education Alliance Howard University LatPro National Society for Hispanic Professionals New Jersey Education Career Fair University of the District of Columbia Gender Disparity “All students benefit from diverse teaching perspectives, and gender roles are a big part of that.”* • Gender Distribution: – Female – 80% – Male – 20% • Lack of gender movement for the past decade. Source: https://www.usatoday.com/story/news/2017/07/22/male-teacher-shortage-affects-boys-who-need-rolemodels/103585138/ 10 Minority Recruiting Challenges • • • • • Number of minorities entering the field of education Percentage of male educators Reduction in funding designated for recruiting Reduction in regional minority educator recruiting events Limited regional staffing events for support staff. Recruiting Initiatives • Public Relations Program with Recruiting Focus • Enhance educator internships with a focus on a partnership between designated Professional Development Schools and minority educators • Professional Development for Recruiters 12 Diversity Leadership Retention Efforts Diversity Leadership Efforts Accomplishments  Hosted Minority “Welcome Home” Social Gathering.  “Spring Into Action” Social Event 14 Diversity Leadership Efforts • One-on-One School Site Visits • Implementation of Minority Climate and Engagement Survey • Creation of “PFF” – Professional Friend Forever Support Line 15 Diversity Leadership Growth & Opportunities Developing the next generation of CCPS leaders. • Equity & Diversity Conferences • CCPS Outreach Committee • Partnership with CCEA in support of their Minority Teacher Mentor Program 16 Diversity Leadership Cultural Proficiency Accomplishments • Diversity Training for CCPS Leadership • Carroll One Book Courageous Conversations Diversity Leadership Cultural Proficiency Expansion of the annual Culture EXPO Employee Statement 20 Minority Educator Retention Rate • 2015/16 – 100% attrition equivalent to the number hired during the previous hiring cycle • 2016/17 – 75% retention rate • 2017/18 – 100% attrition equivalent to the number hired during the previous hiring cycle • 2018/19 – 150% attrition over previous cycle 21 2018/19 Minority Departures Departures by Bargaining Units Instruction Support Food Service Worker Educators Custodian/Maintenance 0 Separation Categories: Leave of Absence – 1 Release/Termination - 2 Resignation – 7 Retirement – 2 (Data Period: 2/18 – 2/19) 1 2 3 4 5 6 7 Minority Retention Goals • Obtain an 2019 Minority retention rate of 70% or higher for all bargaining units. • By 2022-23 have the Minority retention rate equal to nonminority retention at approximately 95%. 23 Leadership Initiatives • Provide cultural proficiency training to additional staff. • Partner with Carroll Community College for Building Supervisors leadership training. • Developing training series to enhance clerical skills. 24 Employee Growth • Partner with Instructional Leadership Team to develop a career ladder program which promotes administrator leadership. • Generate a minority support program which assist in the development of future minority leaders within all bargaining units. 25 26