The Role of HR

A strong STEM human capital strategy incorporates what we know about STEM teachers’ context and needs into goals and strategies to improve talent outcomes. And as a central part of their function, HR teams can step into a pivotal role to advance these goals by focusing on three key areas: setting the direction for STEM talent through actionable human capital goals, leveraging data to prioritize and track human capital goals, and developing meaningful partnerships within and beyond the school system to support human capital improvement.

With generous support from the Carnegie Corporation of New York, The Urban Schools Human Capital Academy has released a report entitled Reboot: Redefining Human Resources’ Role in Supporting Great STEM Teaching. The report provides specific recommendations and examples for school system leaders in building a strategic human resources function to best leverage STEM teacher talent in every school and classroom.

Full Report

Executive Summary

Brief Academics Instruction

Brief State Dept of Education

Brief Supintendents

Key Takeaways: How HR can redefine its role to support great STEM teaching

  1. Set the Direction for STEM Talent

    The goals of a strong STEM human capital strategy should take into account the specific context and challenges STEM teachers face to improve in the following areas:

    • Hiring the highest quality STEM teachers consistently HR can build and hire an effective, diverse, and robust pipeline of STEM teacher candidates, especially in high-need schools.
    • Growing STEM teachers’ skills quickly and continuously HR can also support the establishment of effective induction offerings that accelerate the effectiveness of novice STEM teachers while strengthening the knowledge and practice of all STEM teachers.
    • Deploying STEM teachers to schools and classrooms deliberately HR should consider designing policies and strategies to ensure that schools and students with the greatest needs receive equitable access to highly effective STEM teachers.
    • Retaining the best STEM teachers strategically HR can design system-level strategies and programs to keep great STEM teachers while supporting principals in implementing school-based retention strategies.
  2. Leverage Human Capital Data

    HR must bring data to the table. By collecting, analyzing and sharing key data on STEM teachers with principals, partners and stakeholders, schools can more effectively recruit, select, develop and retain highly effective STEM teachers.

  3. Develop Meaningful Partnerships

    HR teams should work with others to advance these goals as a critical component to their long-term success. HR can serve as a key partner to multiple stakeholders, such as teacher preparation programs and internal teams like Budget and Academics, but most importantly to school principals. As HR’s key customer, it is essential that HR teams meet the needs of principals and align systemic efforts to support principals and their instructional learning goals that impact student results.