NAIS TrendTalk Webinar:The Changing Workforce

Donna Orem, NAIS Chief Operating Officer

orem@nais.org

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• 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

The Workforce Forecast

Potential Shortages and Changing Motivations

The Workforce Is Becoming More Social

Four Generations Are Now Working Together

Work/Life Balance Is Becoming an Expectation

One Career Is No Longer an Aspiration

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.

Current Independent School Teaching Workforce

by Years of Experience

Source: NAIS DASL

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

By 2025 Millennials will make up 75% of the workforce.

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

Building Internal Capacity

Recruiting, Retaining, and Developing Your Workforce

Source: Bersin by Deloitte

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

Why Employee Engagement Matters

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?

Let’s Hear from You

Do you have any questions?

Thank You for Attending!

• Please complete a very brief survey at

the end of this presentation.

• Read more about trends in the NAIS

Trendbook, available in the NAIS online

bookstore at www.nais.org/bookstore.