nais trendtalk webinar · developing “red shirt” relationships: an important recruitment tool...
TRANSCRIPT
NAIS TrendTalk Webinar:The Changing Workforce
Donna Orem, NAIS Chief Operating Officer
A Few Reminders
• Have questions?
You are on mute, but you can still pose your
question by typing it on the right side of your screen.
I will answer questions at the end.
• Participate in the poll.
Periodically, I will poll the audience. Participate in
this anonymous poll on the right side of your screen.
• We are recording this webinar.
And we’ll send you a link!
• The Workforce Forecast
– National Trends
– The Changing Teacher Workforce
– Generational Opportunities and Challenges
• Building Internal Capacity
– Creating a Talent Management Plan
– Developing Leaders
Agenda
Some Thoughts on Change
https://www.youtube.com/watch?v=QaDLEgcPc8k
Audience Poll
• Of the following issues, which most concerns you in
regard to your current school workforce? (Select
only one.)
– Baby Boomer teachers retiring
– Being unable to fill certain positions (e.g., math or
science teachers)
– Increased competition for skilled faculty/staff
– Creating a culture conducive to the
wants/needs of a new generation of employees
– None of the above
Audience Poll
• Of those issues, which are you currently experiencing?
(Select all that apply.)
– Baby Boomer teachers retiring
– Being unable to fill certain positions (e.g., math or
science teachers)
– Increased competition for skilled faculty/staff
– Creating a culture conducive to the wants/needs
of a new generation of employees
– None of the above
Workforce Forecast 2015
• As more economies improve, organizations will
recruit the people they need to grow. There’s a
challenge to find talent in technical fields,
particularly STEM.
• Workforce shortages will increase. Reluctance to
invest in training and development has resulted in
severe shortages of trained, experienced workers in
many fields.
• Increasing use of technology and automation will
shift talent needs. People with higher tech skills will
not only be more difficult to recruit, but may be
impossible to find. Source: Herman Trend Report
Workforce Forecast 2015 (cont.)
• Re-engineering will continue to
increase. Organizations will continue to eliminate
positions and hire other workers creating much
churn in the marketplace.
• Organizations worldwide will focus on fostering
healthy cultures. Recognizing the relationship
between employee culture and organizational
success, more employers will invest in improving
employee engagement.
Workforce 2.0
“We’re moving to a more competency-based
world where there will be less interest in how you
acquired the competency — in an online course,
at a four-year-college, or in a company-
administered class — and more demand to prove
that you mastered the competency.”
— Tom Friedman
Workforce 2.0: What Matters
• “Assets”
– Time, attention, ideas, skills, knowledge, passion,
energy, and social networks will be valued in the
marketplace.
• Leadership Value
– Leaders will be held accountable for their
employees’ growth.
The Future of the Teaching Workforce
• Bureau of Labor Statistics predicts that half a million
new K–12 teachers will be needed between 2010
and 2020.
• BLS ranks elementary school teachers and teacher
assistants among the 30 occupations with the
largest projected employment growth between
2010 and 2020.
Attributes of Next Gen Teachers
• The generation of teachers now retiring is perhaps
the last to make teaching a lifelong career.– Today’s teachers compare a teaching career with many other
opportunities.
• Nearly one-third of today’s teachers have worked in
another field first and prepared in nontraditional
programs.
• Today’s cohort are more likely to be less satisfied
with professional isolation, standardized pay,
undifferentiated roles, and lack of opportunities for
influence and advancement.– Project on the Next Generation of Teachers, Harvard University
• Teacher job satisfaction has plummeted to its lowest
level in 25 years, from 62% in 2008 to 39% in 2012.
• Teachers reporting low levels of satisfaction were
more likely to be working in schools with shrinking
budgets and
– have few professional development
opportunities, and
– have little time allotted for teacher collaboration.
(Source: MetLife Survey of the American Teacher)
What Drives Teacher Satisfaction?
Why Does Retention Matter?
• Improving teacher retention is important because
evidence suggests that the number of years of
teaching experience may be positively related to
student achievement.
Why Does Teacher Development Matter?
• U.S. Department of Education’s What Works
Clearinghouse
– Research shows that teachers who receive
“substantial” professional development — an
average of 49 hours — can increase their
students’ achievement. (Yoon et al., 2007)
Mentoring New Teachers
• High-quality mentoring programs address teacher
quality by:
– Reducing the high rates of attrition among new
teachers
– Building the capacity of new teachers to provide
quality instruction
(Moir et al., 2010)
Attributes of Effective Mentoring Programs
• High-quality mentoring programs have:
– Skilled mentors
– Dedicated time for mentoring
– A focus on classroom and student data
– Engaged stakeholders
– Alignment with instruction
– A supportive school culture
From Millennial Compass Report
• Millennials are ambitious…more than 40% expect to
be in a management position within two years.
• Loyalty is not a particularly strong value…nearly 50%
say they plan to leave their employer after 2 years.
• Millennials want to view their boss as their “friend,”
viewing them more as a peer, coach, or mentor.
Audience Poll
• If you currently employ millennials, which of these
trends are you currently seeing? (Select all that
apply.)
– Desire for more collaboration time
– Frustration with compensation system
– Need for continual performance feedback
– Little loyalty to the school
– None of the above
Audience Poll
• Have you instituted any new initiatives to deal with
differing generational needs?
– New approach to compensation
– Efforts that promote collaboration
– Schedules that allow for more work/life balance
– New performance evaluation process that
incorporates continual feedback loops
– Don’t know
Developing “Red Shirt” Relationships:
An Important Recruitment Tool
• Having talent waiting "on the bench"
– Recruiters find dozens of prospects to fill an
opening—those candidates would be terrific
applicants for later openings.
– Instead of abandoning candidates, "a growing
number of employers are now leveraging them
into enduring relationships".
• Expect to see growing emphasis on the importance
of Red Shirt Relationships and sustainable talent
pipelines.
Source: Herman Trend Alert
Begin Addressing Needs of Emerging Leaders
From Emerging Leadership in Nonprofit Organizations,Center for Creative Leadership
• Professional Development Opportunities: Individuals may be more willing to stay if there are development opportunities.
• Distributed Leadership: Recognize the importance of distributed leadership rather than leadership by a single person, and of having leaders who are diverse in multiple ways.
• Career Paths: Schools need to expand how they think about talent development to include support and training at various career levels.
Illuminating Career Paths: Encourage Staff
to Take Personal Ownership
Ask them to…
Identify the kinds of roles where they have created greatest value. Where have they thrived in the past?
Identify experiences that will help them stretch, grow, & be agile. Studies show that 70% of leadership growth happens through new experiences.
Connect with key stakeholders & mentors. Connect them with bosses, peers, and direct reports to better understand the school’s needs.
Do You Know What Motivates Your Teachers?
• Top 5 Reasons for Teaching in Independent School
Instead of Public School
– Small class size
– More autonomy
– Don’t have to teach to test
– Students more engaged
– Less red tape
Source: NAIS Teacher Satisfaction Survey
Do You Know Your Teachers’ Future Plans?
• 37% of respondents to NAIS survey plan to leave
teaching or retire by 2016.
• Respondents who plan to leave independent
education but do not plan to retire cited:
– Low pay
– Heavy workloads
– Parenthood
– A desire to help disadvantaged students
Source: NAIS Teacher Satisfaction Survey
Understand What Drives Engagement:
Gallup’s 12
• Do I know what is expected from me at work?
• Do I have the right materials and equipment I need
to do my work right?
• At work, do I have the opportunity to do what I do
best every day?
• In the last seven days, have I received recognition
or praise for doing good work?
• Does my supervisor, or someone at work, seem to
care about me as a person?
• Is there someone at work who encourages my development?
Gallup’s 12 (cont.)
• At work, do my opinions seem to count?
• Does the mission/purpose of my company make
me feel my job is important?
• Are my co-workers committed to doing quality
work?
Do I have a best friend at work?
• In the last six months, has someone at work talked
to me about my progress?
• This last year, have I had opportunities at work to
learn and grow?