How some schools are changing staffing styles due

While it seems likely that the end of ESSER funding in September will engender a(nother) seismic shift in the school staffing conversation, education leaders are—for the moment—still talking about teacher shortages, long-term vacancies, hard-to-staff specialties, burnout, dissatisfaction, and attrition. On top of that, they seem interested in talking about how they’ve staffed their schools in light of these realities. A new report from the Center on Reinventing Public Education (CRPE) synthesizes lessons learned from dozens of interviews of school leaders practicing what is termed “strategic staffing.”

At its base, “strategic staffing” is

About moving away from the traditional Georgia Phone Number List one teacher, one classroom model and implementing strategies like establishing new pathways into the teaching profession, creating new structures for differentiated professional development and pay scales, and rethinking the daily work of teachers and support staff. CRPE analysts interviewed forty-two leaders (principals, superintendents, etc.) and technical assistance providers working in six different school systems. All the systems are anonymous in this write-up and little description or differentiation is provided, except to say that the list includes both traditional districts and charter management organizations, and that some systems are in right-to-work states, while others are in collective-bargaining states.

Interviewees were

Phone Number List

Already well-versed in the tenets Lebanon Phone Number List of strategic staffing, and were able to answer researchers’ questions regarding the origins and growth of their models, their implementation efforts, stakeholder support and opposition, barriers and enabling factors, and outcomes. The analysis does not say when the interviews were conducted, though most leaders report that they’d been implementing strategic staffing for “more than three years” at the time of the interview. Several leaders report using federal Covid-relief funds to support their strategic efforts, though that’s not the only funding source noted, and there is no specific discussion of pandemic-era staffing. The overwhelming sense is that these new protocols for recruiting, deploying, supporting, and retaining talent are responses to persistent staffing concerns that predate the pandemic.

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