Equitable Teacher Distribution
The Centennial Public School District makes every effort to hire highly qualified candidates for open teaching positions. With the exception of hard to staff subject areas and schools, the district is successful. For the 2015-2016 school year, only 9.5% of the teaching force had less than three years of experience; the average for region 11 (the seven-county metropolitan area) was 14.4%. Additionally, the percentage of classes taught by teachers not fully licensed in core subject areas was 1.2%; region 11 average was 1.78%. Lastly, the percentage of classes taught by teachers not licensed in their field was 2.68%; region 11 average was 2.82%.
Analyzing Equitable Teacher Distribution & Access to Diverse Teachers
WBWF Plans must now include a process to examine the equitable distribution of teachers and strategies to ensure low-income and minority children are not taught at higher rates than other children by inexperienced, ineffective, or out-of-field teachers. Additionally, WBWF Plans must now also include a system to periodically review and evaluate students' access to effective teachers who are members of populations underrepresented among the licensed teachers in the district or school and who reflect the diversity of enrolled students.
The director of human resources will conduct a review of the licensed teacher demographic distribution across the district every three years in conjunction with the required Pay Equity Implementation Report. This review will consist of a statistical analysis test comparing the racial composition of teaching staff to the racial composition of the student body for each school. A second analysis test will compare the teaching qualifications and experience levels of teachers assigned to each building paying special attention to the distributions for schools with larger populations of low-income and students of color.
Ensuring Highly Qualified Teaching Professionals
- Administrators review strengths and needs of staff compositions at each grade level and subject area. Teachers are assigned or reassigned positions as necessary.
- Teachers can also apply for assignment to open positions in the district.
Rigorous Hiring Process
- Open positions are posted on a variety of job message sites to attract a wide pool of qualified candidates.
- Administrators screen candidates for teaching qualifications and experiences.
- Candidates go through at least two rounds of interviews.
- Administrators check references and work histories of top candidates.
- The director of human resources reviews licensure and preliminary background check for each top candidate prior to offering the position.
Each fall and spring the director of human resources collects and reviews licensure data prior to submitting the Star Report to the MN Department of Education.
Professional development and mentoring
Each new teacher is assigned a mentor to cover the professional support and learning needs during the three-year probationary period. During this time administrators and the district mentor coordinator also conduct observations and engage in reflective conversations regarding improvement strategies. Lastly, each teacher participates in professional learning communities to further support their professional development and met their learning goals connected to school-wide improvement efforts.