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Human Capital Update

Presentation to School Committee

June 24, 2015

BOSTON PUBLIC SCHOOLSBOSTON PUBLIC SCHOOLS

Office of Human Capital’s Work

2

Recruitment

Staffing &Hiring

Evaluation

ProfessionalDevelopment


Goal: A great teacher in every classroom

In schools, teacher quality is the single most

important variable impacting student learning. 3

BOSTON PUBLIC SCHOOLS

Transformation

Human Resources• Broken hiring system

– Late

– Perverse Incentives

• Unequal Autonomies

• Persistent Achievement

Gap

Human Capital• Innovation

– Early Hiring

• Equity

– Expanded Autonomy

• Investment

– Mutual Consent

• Diversity

4


Teachers are NOT Interchangeable

5


Black educators are retiring faster than we can hire replacements.

6

47%

37%

14%

8%

2%

6%

37%

47%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

SY12-13 SY13-14

Retirements by Ethnicity

Black Latino Asian White

Rate of Retirement of Black

Educators compared to White

SY 12-13 3.4x

SY 13-14 2.3x

Educators over the age of 50 are

1.5x more likely to be black.

Last year, we lost 73% more black educators through attrition than we were able to hire externally.

Based on current demographics, we anticipate continued disproportionate rates of retirement for years to come.


22%25%

30%

8%7% 2%

17%15%

10%

45% 40% 51%

1%0%

0%8%

13%7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

External (n=144) Internal non-

excessed (n=264)

Excessed (n=108)

Hire Ethnicity by Population

Black Asian Latino White Other Decline

8%

23%31%

4%

6%

4%

6%

10%

10%

73%

47%

46%

0%

0%

1%8%

14%8%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

External (n=2779) Internal non-

excessed (n=1018)

Excessed (n=278)

Ethnicity by Candidate Population

Black Asian Latino White Other Decline

Candidate vs. Hire Diversity

7

Data for current hiring season, as of 6/17/15.

Hiring external candidates is critical to moving the dial on Diversity.


8

Data includes both internal and external hires for the current hiring season as of 6/17/15.

Early hiring is critical to our ability to increase our diversity.

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

March (n=18) April (n=145) May (n=160) June (n=193)

Diverse Hires by Month

Black (n=130) Latino (n=75) Asian (n=31)

Linear (Black (n=130)) Linear (Latino (n=75)) Linear (Asian (n=31))


Suitable Professional Capacity (2014-15)

Only 54% of this year’s pool

have applied compared to

67% of the pool at this time

last year.

9

17%

35%

0%

5%

10%

15%

20%

25%

30%

35%

40%

% NOT Applied

Engagement in Hiring Process

Initial Pool SPC Pool

More Engagement = More Success

Those who were hired applied to 53% MORE jobs on average.

Of those who applied 78% were hired.*

Educators who received SPC placements were more than twice as likely to have NOT applied.

*Based on the number who applied and didn’t subsequently retire or resign.


Professional Development

• Lead teachers

• Peer Assistance & Review and Peer

Assistance

• New Teacher Developers stipends

– NTD programming

• Anti-bias training

• Observation and Feedback

• Cultural competence 10


11

82% 84%

77%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

% Completed

Formative & Summative Evaluation Completion Rates

SY 12-13 SY 13-14 SY 14-15

We experienced significant technical issues this year around submission deadlines, causing some paper evaluations to be released in lieu of electronic submissions, which may be a contributing factor to the drop in completion rates.


12

14

.7%

78

.8%

5.3

%

1.3

%

18

.2%

76

.0%

4.6

%

1.1

%

19

.9%

75

.5%

3.5

%

1.1

%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

Exemplary Proficient Needs Improvement Unsatisfactory

Overall Rating Distribution on Formative and Summative Evaluations

SY 12-13 SY 13-14 SY 14-15

Percent of Proficient or Exemplary educators has increased; Needs Improvement have declined.

Based on most recent Formative or Summative evaluation between 9/1 and 6/30 of each respective school year.


13

2.98

2.28

2.60

1.73

1.48

1.761.74

1.571.70

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

SY 12-13 SY 13-14 SY 14-15

Proportionality of Under-Performing Rating by Ethnicity

Black Latino Asian Linear (Black) Linear (Latino) Linear (Asian)

Despite proportionality remaining high, the number of educators across all three ethnicities who received an underperforming rating declined each subsequent year.


Investing in the Future

• Early Hiring

• Mutual Consent

• Autonomy

• Support &

Development

• Diversity

14


Appendix:– Recruitment

– Staffing & Hiring

– Professional

Development

– Evaluation

15Photo Credit: Mark Pijanowski


Exceeded Recruitment Goals for District Priority Pools

16

192

97

250

116

264

118

Black Latino

District Priority Pool Candidate Diversity

2013-2014 Goal 2014-2015 Actual 2014-2015

APPENDIX: Recruitment


BPS is building our own pipelines because the diversity of educators

state-wide and nationally is not diverse enough to our needs.

MA Ed. Program Diversity BPS Pipelines, Programs, &

Partnerships• Community to Paraprofessional

Development Program (CPDP)

• Accelerated Community to

Teacher (ACTT) program

• High School to Teacher

Program

• Partner Programs

• MTEL/Licensure Support

• ALANA

• Male Educators of Color

(MEOC)

• BPS Aspiring Principals

• BPS-Lynch Fellowship17

21%

6%10%

62%

0%3% 1% 2%

93%

1%

7%

2%

8%

82%

2%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Black Asian Hispanic White Other

Race Demographics of Teachers

Boston Mass. U.S.

* Data for SY 2012-13 from Mass. DESE, & NCES.gov



Marketing & Advertising

18



19

Data based on Oct. 1, time stamp of each school year.

22

.6%

22

.5%

22

.5%

21

.5%

20

.8%

10.1

%

10.2

%

10.2

%

10.0

%

10.2

%

15

.9%

16

.3%

16

.4%

16

.4%

16

.5%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

Oct. '10 Oct. '11 Oct.'12 Oct. '13 Oct. '14

District Diversity(Teachers & Guidance Counselors)

Black Latino Total "Other" Garrity Mandate (Black)

Garrity Mandate (Other) Linear (Black) Linear (Total "Other")

We are losing more black educators to retirement than we have been able to hire.

APPENDIX: Staffing & Hiring


Workforce Diversity – last year’s data

20



21

4%

30%

9%

48%

5%

37%

5%

53%

0%

10%

20%

30%

40%

50%

60%

Asian Black Latino White

New Principals

% Candiates (n=243) % Hires (n=19)

New Principals are more generally more diverse than candidate pools.



Proportionality by Attrition Type (SY 13-14)

Retirements Resignations Provisional Contract Exp.

Ethnicity Count Proportionality Count Proportionality Count Proportionality

Black 41 2.3 22 0.7 33 1.1

Latino 9 1.1 17 1.2 11 0.8

Asian 7 1.5 8 0.9 7 0.7

White 52 1.0 90 1.0 84 1.0

TOTAL 109 137 135

22

Black educators were 2.3 times more likely to retire, but 30% less likely to resign last year (compared to white educators).



Over half of the 443 permanent teachers without

positions found jobs through competitive hiring

23

0

50

100

150

200

250

300

350

400

450

500

Pool of Permanent

Teachers without

Positions

Hired Exited before Suitable

Professional Capacity

Placement

Exited after Suitable


Placement

Current Suitable


Pool

Nu

mb

er

of

Tea

ch

ers

Source: BPS Office of Human Capital - TNTP 4/29/2015



Projected composition of permanent teachers

seeking positions for the 2015 hiring season

24*Includes three additional teachers who were placed in SPC roles at the start of the year, but have since taken leave. These

teachers will return from leave and become part of the Hiring Season 2015 pool of Permanent Teachers without Positions.

Source: BPS Office of Human Capital – TNTP 4/29/2015

0

100

200

300

400

500

600

Long-Term Leave New L4/L5 Schools School Closure Excessed from

Previous Position

Current SPC

Teachers

Total Permanent

Teachers without

Positions Entering

Competitive

Hiring

Nu

mb

er

of

Tea

ch

ers

Over 40% of the projected

permanent teachers

entering competitive hiring

were from new Level 4/5

schools, schools that closed,

or returned from long-term

leave



Despite a larger pool of permanent teachers

seeking position this hiring season, we project the

SPC pool be of comparable size

25Source: BPS Office of Human Capital – TNTP 4/16/2015

0

100

200

300

400

500

600

Projected Pool of

Permanent

Teachers without

Positions

Hired Exit before SPC SPC Entering

SY15-16

Exit after SPC Projected SPC

April 2016

Nu

mb

er

of

Tea

ch

ers



Projected permanent teachers seeking

positions for the 2015 hiring season by reason

26Source: BPS Office of Human Capital – TNTP 4/29/2015

Voluntary Autonomous School Licensure/SEI

New L4/L5 School School Closure Position No Longer Available

Current SPC



SPC/Excess Supports

Resume writing

Interview practice

Phone interview by

recruitment fellows

Candidate Fairs

27

SY 15-16 Hiring

Season:

• 1 in 4 hires from the

excess pool

Data based on hires to date as of 5/19/15 for SY15-16.

Likelihood of

excess teacher

being hired

compared to…

Average

Candidate

3.2x

External

Candidate

10x

APPENDIX: Professional Development


Participation in the Male Educators of Color (MEOC)

cohort increased retention by 10-12%

96.0%

83.8% 85.1% 85.8%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

MEOC Particpants Comparator Group* All Males of Color All Males

28

APPENDIX : Professional Development


A similar pattern exists over time, but is becoming less pronounced. The number

of underperformers between 50-59 has dropped by one third and the number in

the 60+ group has dropped by one half since SY12-13.

29

0.8

0

0.8

2

0.7

1

0.6

3

0.6

2

0.7

1

0.7

4

0.8

0

0.7

8

1.4

4 1.5

5

1.6

2

2.1

5

1.9

2

1.7

8

0.00

0.50

1.00

1.50

2.00

2.50

SY 12-13 SY 13-14 SY 14-15

Proportionality of Under-performing Ratings by Age Range

<30 30-39 40-49 50-59 60+


Disproportionality by Gender has decreased and is almost

non-existent this year.

30

0.820.87

0.98

1.55

1.40

1.06

0.00

0.20

0.40

0.60

0.80

1.00

1.20

1.40

1.60

1.80

SY 12-13 SY 13-14 SY 14-15

Proportionality of Under-Performing Ratings by Gender

Female Male


31

58%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

A B C D E F G District-wide

Principal Evaluation Completion Rates

human capital update - amazon s3 · source: bps office of human capital –tntp 4/29/2015 0 100 200...

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