CBE Development Session Recruitment and Retention of Staff 1

CBE Development SessionCBE Development SessionRecruitment and Retention of StaffRecruitment and Retention of Staff

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• Context

• CBE Demographics

• Workforce Trends

• Challenges

• Strategies

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C.B.E.

• The largest school district in Western Canada

• One of 5 largest employers in Alberta (Not For Profit Organizations)

• One of 10 largest employers in Alberta (Private/Public)

• Serves over 100,000 students

• Employs - 10,726 employees

Teaching – 6,823*

Non-Teaching – 3,903*

• Calgary - dynamic community

*As of Oct 1, 2007

ContextContext

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CBE DemographicsCBE Demographics

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CBE DemographicsCBE Demographics

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Retention RatesRetention Rates

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Retention = Total Resignations

Total Workforce

Attrition = Total Retirements + Total Resignations

Total Workforce

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Attrition RatesAttrition Rates

Increasing:

• Retirements (Teaching/Non Teaching)

• Resignations (Teaching/Non Teaching)

• Maternity leaves (Teaching)

• Number of new employees

• Shifts in generational mix

Workforce TrendsWorkforce Trends

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CBECBE – Generational Mix (2007/2008 School Year)– Generational Mix (2007/2008 School Year)

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ChallengesChallenges

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Recruitment of qualified candidates to meet CBE needs

(Teaching and Non-Teaching)Teaching

• Languages – especially French, Spanish and Mandarin

• Special Education

• English as a Second Language

• Mathematics

• Science

• Career and Technology Studies – autobody, commercial foods, cosmetology

Non-Teaching

• Education Assistants

• Facility Operators

• Cleaners

• Lunchroom Supervisors

• I.T.

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Current Recruitment PracticesCurrent Recruitment Practices

Teaching (Source: 2007/2008 New Hires)

• Approximately 60% - Alberta University of Calgary

University of Alberta

University of Lethbridge

• Approximately 40% - Out of Province-University of British Columbia -University of Regina

-University of Saskatchewan -University of Victoria

-University of Western Ontario -University of Ottawa

-Lakehead University

Non Teaching• Majority of positions filled locally as vacancies are identified.

Teacher Assessment ProcessesTeacher Assessment Processes

• In depth CBE Screening/Interview process to determine suitability:

• Academic Success• Subject Area Expertise • Practicum Results• Alignment of Values• Skills and Interests

• Teacher Development and Certification Branch of Alberta Education is responsible for the evaluation of credentials and issuance of Teacher certification.

• The Alberta Teachers’ Association through the Teacher Qualifications Service (TQS), evaluates credentials for salary purposes.

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Support for New TeachersSupport for New Teachers

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Support for new teachers is provided in a number of ways. The level of support varies by school and may include:

• Professional development opportunities

• Mentors – mentoring for new learning environment

• Deployment into team teaching structure

• New teacher regular support meetings

• Learning Leader/Education Support Services Curriculum Team support

• Engagement in Professional Learning Communities

• Special Education/ESL Training Pilot Program (Spring 2008)

• Ability to compete for talent with limited resources within a competitive environment

• Comprehensive workforce data

• Forecast and identify future needs

• Managing mid-year leaves

• Timing of funding announcements (e.g. AISI)

• Technological proficiency

Additional ChallengesAdditional Challenges

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StrategiesStrategies

Short Term• Targeted recruitment to attract expertise/diversity – locally and

nationally

• Visiting teacher programs:

• Current – Spanish, Mandarin Sept. 08

• Future – German, French

• Offering early/Supply Teacher contracts

• Effective management of Education Assistant transfers

• eRecruit

• Effective marketing/branding

• Talent Referral Program (s)

• Differentiated sourcing - Job Fairs, Career Fairs, online recruitment

• “Grow Our Own” initiatives – Special Education/ESL

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StrategiesStrategies

Ongoing - Long Term

• Comprehensive workforce demographics – forecasting

• Ongoing evaluation of recruitment and retention strategies

• Job segmentation – training and development

• Partnering with key stakeholders (e.g. Alberta Education, Post Secondary Institutions)

• Alignment of CBE attraction and retention strategies with generational interests of employees

• Transition to Alberta Classrooms Program (TAC)

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“The future belongs to those who prepare for it.”

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Ralph Waldo Emerson