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2017 Diversity Recruitment
&
Retention Report
Vision 2018 Plan
Develop & Maintain an Effective Workforce
CCPS will have a more diverse work force, more
reflective of the diversity in the Carroll County community.
• Attract and retain qualified, effective, and diverse
employees by offering competitive pay and benefits
• Promote a culture of diversity in the workplace
22/6/2017
Diversity Leadership Goals
Goal 1
• Recruit, retain, and expand the diversity of
our instructional staff as well as our support staff
32/6/2017
Diversity Leadership Goals
Goal 1 Accomplishments:
• Hosted a New Minority Teacher Luncheon;
• Identified the need for Minority Teacher
Mentors; looking into developing 3 Tiered
Mentoring structure…
42/6/2017
Diversity Leadership Goals
3 Tiered Mentoring Structure:
– Prong #1- Continued social networking opportunities
– Prong #2- Chat & Chew work related topics and
discussions
– Prong #3- Chat & Chew opportunities with
administrators regarding best practices, etc.
52/6/2017
Diversity Leadership Goals
Achievements
• Hosted a Minority Teachers Social Gathering
at the Green Turtle
• Partnering with CCEA with the development
of the Minority Achievement Committee
2/6/2017 6
Diversity Leadership Goals
Future Projects
• Will be developing a communication support
system for minority employees
72/6/2017
Goal 2
Develop and enhance partnerships with colleges and
universities to expand the diversity of our instructional
staff and to ensure their ability to thrive as valued staff
members.
8
Diversity Leadership Goals
2/6/2017
Goal 2 Accomplishments:
Enhanced partnerships with colleges and universities
• Market CCPS to minority candidates
• Mentor minority students within educational programs
• Partner with HBCU Connect with professional
development
9
Diversity Leadership Goals
2/6/2017
Goal 2 Accomplishments:
Recruitment Efforts
• National Association of Black School Educators
Future Projects
• Create student teaching opportunities for students
attending HBCU’s
• Establish relationship with National Indian Education
Association10
Diversity Leadership Goals
2/6/2017
Goal 3
To build the capacity of administrators to
provide an environment to increase and
retain minority educators and other
support staff.
11
Diversity Leadership Goals
2/6/2017
Goal 3 Accomplishments:
• Encourage/Increase the minority teacher participation
in Aspiring Leaders courses;
• Continue to provide on-going professional
development to school administrators using Gary
Howard’s “We Can’t Lead Where We Won’t Go.”
12
Diversity Leadership Goals
2/6/2017
Goal 3 Accomplishments:
• Assist administrators with developing
cultural support plans that will address
issues involving diversity and discriminatory
practices in the workplace.
13
Diversity Leadership Goals
2/6/2017
Maryland’s Diversity
By 2020, the state of Maryland’s population is projected to
grow by 9% to approximately 6.34 million.
• During this period the minority population in the state will
grow to approximately 24%
• Carroll County’s population is expected to grow by 14.3%
to approximately 197,000 residents
2/6/2017
Source:
1. Department of Legislative Services: www.dls.state.md.us/data
2. msa.maryland.gov/msa/mdmanual/01glance/html
Statistics
15
Source: Carroll County Resident Demographics -U.S. Census Bureau, Maryland Department of Planning Student Demographics – 2016 MSDE Report Cards
Ethnic Group
Carroll County Resident Demographics
CCPS Student Demographics
CCPS Staff Demographics
African American 6,321 973 83
American Indian/AK Native 52 58 18
Asian 2,526 596 14
Caucasian 155,328 22,276 3,288
Hispanic 3,050 1,299 12
Other Nationalities 1,895 0 5
Pacific Islander 11 40 7
Two or More Races 37 637 0
Total 169,220 25,879 3,427
Minority Percentage 8.20% 14% 4.10%
1515
2/6/2017
CCPS Diversity Hiring
16
*Includes registered nurses
Fiscal Year (July 1 - June 30)
Teachers Custodians Clerk Cafeteria Worker
Administration ATSP Instructional Assistant
Total Staff
Percentage of Change
(Compared to Previous Year)
2012/13 12 0 0 0 0 1 1 14 50%2013/14 4 0 0 0 1 1 2 8 43%2014/15 10* 3 0 1 1 1 2 18 125%2015/16 4 1 0 1 0 1 0 7 39%2016/17 5* 2 0 0 2 1 0 10 30%Total 35 6 0 2 4 5 5 57 5%
2/6/2017
Minority Educator Retention Rate
• 2012/13 - We hired 11 minority educators during this period. 90% of the educators remain active.
• 2013/14 - We retained 80% of the five minority educators hired. Non-minority retention rate was 96%.
• 2014/15 – 80% of the minority educators hired during this period remain active.
• 2015/16 – Four minority educators were hired. The system received notification of resignation from four minority educators by the end of the 2016 school year.
• 2016/17 – We were able to hire four minority educators.
17
0
2
4
6
8
10
2012/13 2013/14 2014/15 2015/16 2016/17
Active
Termed
LOA
2/6/2017
Educator Hiring Data
During this period CCPS hired an average of 146 educators each year.
Minority educators average 5% of the newly hired staff members.
18
Category 2012/13 2013/14 2014/15 2015/16 2016/17
Hired Minority Educators 11 8 10 4 4
New Hire Total 152 128 148 171 119
% of Minorities Hired 7% 6% 7% 2% 3%
Demographics of candidate profiles are not available until the candidate has accepted the position.
2/6/2017
CCPS Staff Age Distribution
19
Total Employees Jan-2012 Jan-2017 Increase/Decrease Percentage of Change
Age Bracket25 or Younger 64 111 47 42.34%
25 to 29 367 252 -115 -45.63%30 to 39 673 652 -21 -3.22%
40 to 49 1069 1020 -49 -4.80%50 to 59 1074 998 -76 -7.62%
60+ 402 394 -8 -2.03%Total Employees 3649 3427 -222 -6.48%
2/6/2017
Gender Distribution
20
Jan-2012 Jan-2017 Number/Percentage of Change
Total Employees 3649 3427 -222
Female 2832 2734 -98
Male 817 693 -124
Gender %
Female 78% 78% 0%
Male 22% 22% 0%
Teacher - Total 2228 2071 -157
Female 1781 1673 -108
Male 447 398 -49
Gender %
Female 80% 81% 1%
Male 20% 19% 1%
Administration – Total 198 182 -16
Female 120 111 -9
Male 78 71 -7
Gender %
Female 61% 61% 0%
Male 39% 39% 0%2/6/2017
Ethnicity Distribution
21
Jan-2012 Jan-2017 Increase/Decrease Percentage of Change
Minority Teachers 58 69 11 15.94%
Administrative 12 21 9 42.86%
Classified 62 52 -10 -19.23%
Total Minority 132 142 10 7.04%
2/6/2017
Next Steps – Where Do We Go From Here?
• 2017/18 Hiring and Retention Goals
– Minority retention rate to mirror the
rate of non-minority retention
• Minority Employee Employment
Satisfaction Survey
• Diversity Training for Administrator Staff
2/6/2017 22
Questions
232/6/2017