Strategic Plan 2008-2009 - Eastern Suffolk BOCES

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ADDRESSES BOCES GOAL(S): XI. Staff Recruitment and Retention Eastern Suffolk BOCES Related Operational Action Plan IV.C: Recruitment and Retention of a Culturally and Racially Diverse Workforce RESPONSIBLE ADMINISTRATORS: Assistant Superintendent, Human Resources Director, Communications, Research and Recruitment COLLABORATOR(S): Communications Program Assistant Administrative Council Bargaining Units RELATED OPERATIONAL OBJECTIVE: By June 2008, the Department of Human Resources will assess the methods and practices of the agency that are used to target, recruit, and retain a diverse workforce. Where necessary, improvements to the system will be implemented. ESBOCES component school districts have also expressed a need for support in recruiting a diverse teacher workforce that is reflective of the region’s student population, as well as support in recruiting teacher candidates with diverse skills and backgrounds, particularly those holding certification in difficult to fill subject areas. The department will work with these school districts to develop a larger pool of teacher candidates to address immediate workforce needs in the ESBOCES region. DESCRIPTIVE NARRATIVE: There are inconsistencies within the agency’s recruitment and hiring practices when vacancies occur in both classified and non-classified areas. The Department of Human Resources will look to gather data with regard to the methods by which the various divisions within ESBOCES recruit, hire and retain new staff. The Department will then work with divisional leaders to create a unified system that will successfully recruit, hire and retain a diverse staff in a timely fashion. In supporting the recruitment efforts of component school districts, the department will assess the need for a service providing assistance in improving the quality of teacher candidates available to the region. ACTIVITIES 1. Human Resources will gather data that will illustrate current staff diversity in relation to ethnicity, race, and gender. 2. Conduct and implement a thorough screening of the recruitment, hiring and retention processes. Target Date for Completion Responsible Person/Group Ongoing Asst. Supt., Human Resources Dir., Comm., Research & Recruitment 2008 Asst. Supt., Human Resources Dir., Comm., Research & Recruitment Divisional Representatives Status/Outcome Ongoing Hiring Practices Manual revised- 2008 Strategic Plan 2008-09 104
ACTIVITIES Eastern Suffolk BOCES Related Operational Action Plan IV.C: Recruitment and Retention of a Culturally and Racially Diverse Workforce 3. Assess the effectiveness of the recruitment and hiring processes. 4. Identify areas impacting the Agency’s ability to recruit and retain new employees with a particular focus on maintaining a diverse workforce (using an external reviewer). 5. Analyze and implement external reviewer’s report, findings and recommendations. 6. Revise, plan and implement New Employee Orientations that address diversity training and agency expectations. 7. Investigate the need for a recruitment consortium serving the region. a. Needs-assessment survey administered to component school districts b. Based on survey outcomes, develop service addressing the recruitment needs of the school districts. Target Date for Responsible Person/Group Completion 2008 Asst. Supt., Human Resources 2009-2010 Dir., Comm., Research & Recruitment Asst. Supt., Human Resources Dir., Comm., Research & Recruitment Divisions June 2010 Asst. Supt., Human Resources Dir., Comm., Research & Recruitment Communications Program Assistant Ongoing Asst. Supt., Human Resources Dir., Comm., Research & Recruitment 2008 Dir., Comm., Research & Recruitment Communications Program Assistant Status/Outcome Ongoing Audit study to begin 2009. Outcomes based on report. Audit study to begin 2009. Outcomes based on report. Orientation program is revised bi-annually. Completed- Listserv established. Director will attend regional career fairs on behalf of the districts. Database of candidates will be shared via the Extranet site. RESOURCES REQUIRED: • Cooperation of bargaining units • Time to meet • Involvement of stakeholders • Involvement of external groups (Urban League, Eastern Long Island NAACP, Eastern Long Island Black Educators Association, Adelante of Suffolk, Black Faculty and Staff Association of Suffolk Community College, 100 Black Men of Long Island, 100 Black Women of Long Island, Suffolk County African American Advisory Board, higher education institutions; i.e., Dowling, Adelphi, St. Josephs, Stony Brook University, Hofstra University and Suffolk County Community College.) Strategic Plan 2008-09 105
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“A Decade of Planned Achievement
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Introduction: The ESBOCES Journey
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Mission of Eastern Suffolk BOCES Ea
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EASTERN SUFFOLK BOCES GOALS In orde
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EASTERN SUFFOLK BOCES PARAMETERS Ea
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Title I.A Improving the Educational
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Title II.A Assuring Equitable Facil
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STRATEGIC ACTION PLANS FOR IMPROVED
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Title V.A BOCES Communication Initi
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Title VI.D Research Performance and
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Title Publish or Re-Publish Rules,
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Title VIII.E RIC Project Management
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Title Annual Student Profile Goal D
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Title Develop Website Content Manag
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Title Assessing the Feasibility of
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Title Developing a New Summer Servi
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Title Data Mining Service Enhancing
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Action Plan Milestone Recruitment a
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Action Plan Milestone Enhancing Sta
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ACTIVITIES Eastern Suffolk BOCES St
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Eastern Suffolk BOCES Strategic Act
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Eastern Suffolk BOCES Related Opera
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Eastern Suffolk BOCES Board and Adm
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Strategic Plan 2008-2009 - Eastern Suffolk BOCES

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