Written by: Danielle Pickens and Avni Gupta-Kagan
A District in Distress:
In the 2020-21 school year, Clarke County Schools faced a daunting challenge: a pandemic overlaid on an HR department ripe for improvement. New Chief HR Officer, Selena Blankenship, knew immediate action was necessary. Lengthy hiring times (1-2 months!), a need to boost morale, and a lack of diversity in the teaching staff were hindering the district’s ability to effectively support students and staff.
Partnering for Success:
Recognizing the need for external expertise, Clarke County Schools partnered with USHCA. Our team brought a comprehensive approach, starting with a thorough assessment of their HR landscape. Together, we identified key areas for improvement and set measurable goals for the 2021-2022 school year. We spent the year working through those goals and then also supported specific work related to staff compensation.
- Compensation Clarity: The District was committed to competitive salaries and worked to double classified staff pay and raise new teacher salaries by 24%. Staff needed to understand the new pay structures, and we worked together to streamline complex salary charts into clear and concise formats and to develop supporting resources so staff understood their compensation and its rationale.
- Strategic Recruitment: Clarke revamped its recruitment strategies, focusing on building relationships with Educator Preparation Programs and cultivating existing talent pools like paraprofessionals and substitute teachers. A renewed focus on attracting a more diverse teaching staff was also prioritized. This resulted in a 10% increase in diversity among new hires, enriching the learning experience for students.
- Organizing for Talent Management: By clearly defining roles and responsibilities for talent management at all levels, collaboration and alignment across the district improved. The team reorganized to align with principal supervisor roles and team members were able to support each other more effectively, leading to improved relationships with schools.
- Using Data to Drive Decisions: Leveraging HR data effectively became a key priority. The District improved its HR systems, working with vendors to ensure that key data points would be easily accessible, allowing the team to be more efficient and effective..
The Power of Collaboration:
The results of these efforts were impressive:
- Few Vacancies at School Opening: Where Clarke previously started with significant vacancies, they opened the 2023-24 school year with 98.5% of positions filled.
- Increased Efficiency: Hiring times were slashed from months to a remarkable 2 weeks, ensuring classrooms were staffed with qualified teachers.
- Enhanced Staff Satisfaction: Overall satisfaction with HR services soared, jumping from the low 3s to a strong 4.2 on a 5-point scale.
- Stronger Teams: Collaboration and clear communication fostered a more cohesive and supportive HR department, reflected in their impressive net promoter score of 89, placing them among the top 5 departments across the district.
- Competitive Compensation: Increased salaries for both new and veteran teachers, along with a nearly doubled classified staff pay, demonstrated the district’s commitment to attracting and retaining top talent.
Beyond the Numbers: Impacting Student Success
Research shows us that HR improvements directly translate to a more positive learning environment for students through:
- Reduced Staffing Shortages: Faster and earlier hiring means fewer disruptions and more stability for students.
- Empowered Educators: A streamlined HR department frees up time for teachers to focus on what matters most: inspiring young minds.
- A Diverse Role Model Pool: Students seeing themselves reflected in their teachers fosters a stronger sense of belonging and connection.
The Journey Continues:
Clarke County Schools’ success story is a testament to the power of collaboration. While they’ve made significant strides, their focus now shifts to developing a pipeline of strong school leaders, further enhancing the positive impact on student outcomes.
Are You Facing Similar HR Challenges?
Clarke County Schools’ journey is just one example of how USHCA can work with you to transform your HR department. Let us help you achieve similar results:
- Reduce hiring times and ensure classrooms are staffed with qualified teachers by streamlining HR processes and improving your candidate experience.
- Attract and retain top talent by analyzing all aspects of your talent functions like recruiting and hiring, compensation, and beyond for strengths and gaps.
- Promote a more inclusive learning environment where students see themselves reflected in their teachers by implementing research-backed strategies to recruit and retain diverse staff.
- Boost HR team morale and satisfaction by helping your team focus on the core work of supporting schools, not compliance and administrative tasks.
- Ultimately, create a more effective learning environment for all students by aligning all of your HR functions with what students in your system need.
Contact USHCA today to discuss your unique needs and unlock the potential of your HR department.