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2018 Staff Selection Program Evaluation

• Pattonville participated in 15 certified staff off-campus recruiting events that took place during the spring of 2018. Eight certified staff candidates identified at 2018 recruitment events were recommended and board approved for hire from these events:

• Pattonville has an excellent reputation in Missouri and is viewed as a desirable place for

educators seeking an opportunity to work with a diverse high-achieving student population. The human resource department has developed and maintains positive working relationships with area universities. Presentations on staff selection and best practices were provided to pre-service teachers on behalf of Pattonville School District at local universities such as Fontbonne and Missouri State. The assistant superintendent for human resources and the director of human resource are actively involved with the Missouri Association of School Personnel Administrators. This group includes representatives from area university career centers.

• Support staff candidate recruitment took place at the St. Louis Community College Career

and Employment Services Career and Networking Fair on March 21, 2018, and October 3, 2018. We also recruited candidates at community events including St. Ann Days. The human resources department took the opportunity to promote bus driving opportunities

Goal 1: Recruit Highly Effective Staff Members Targets Indicators A. Participate in off-campus candidate recruitment opportunities for both certified and support staff.

Recruitment events attended, candidates interviewed, candidates hired, etc.

B. Emphasize minority staff recruitment. Minority candidates interviewed, minority recruitment efforts, and minority candidates hired.

C. Ensure adequate substitute certified and support staff coverage.

Number of substitutes board approved, absence coverage, etc.

Recommendations made from December 2017: • Recruit highly effective staff members • Interview and recommend highly effective staff members • Implement effective human resource related practices

A. Participate in off-campus candidate recruitment opportunities for both certified and support staff.

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during bus stop weather segments on Fox 2. Flyers and brochures regarding specific employment opportunities and the benefits of working in the Pattonville School District have been developed and are utilized for recruitment.

• Positions are regularly advertised in the district news folder, on the Pattonville web page,

K12 JobSpot, indeed, MOREAP, SimplyHired, university position boards, Facebook and Twitter.

• Some hard to fill positions have been promoted as paid Facebook advertisements, directly emailed to parents, advertised on billboards, and in the community using yard signs.

• In Missouri, Pattonville is ranked No. 7 among the Best Public School Districts

on Niche.com’s 2019 Best Districts in America list. Nationally, Niche ranks Pattonville in the top three percent of districts (No. 301 out of 10,758). The district is also ranked number one in Missouri for Most Diverse School Districts, number four for Best Places to Teach and number eight for Districts with Best Teachers.

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• For the fourth year in a row, the Pattonville School District was named to the St. Louis Post-Dispatch's Top Workplaces list for 2018. The district was ranked 10th among the Top 25 large employers (500 or more employees) in the St. Louis area. Pattonville was the highest-ranked school district in its category.

• The district currently employs 36.38 (FTE) certified minority teachers. This represents

approximately 7.5% of the certified teaching staff. o Since December 26, 2017, three new certified minority staff members have been

hired. o Minority certified staff represents 11.05% of the new certified staff members

hired between December 26, 2017 and December 25, 2018.

• The Human Resource Center works with Pattonville High School to support students interested in pursuing a career in the educational field. Strategies include presenting to and working with high school students involved with Educators Rising at Pattonville High School. Students in the organization participate in job shadowing with Pattonville and Special School District educators to learn more about various teaching roles.

• A strategy to maximize the recruitment of minority candidates is being implemented with the 2019-20 certified staff hiring cycle. This will involve the assistant superintendent for human resources making a limited number of candidate recommendations directly from human resources to the board of education for some teaching positions. This strategy will be implemented in areas that typically have multiple openings such as for elementary teaching roles.

• We continue to partner with Missouri State University to showcase careers in the field of education to minority students at our high school. Participating minority students had the opportunity to participate in a summer academy at Missouri State University during the summer of 2018 where they completed ACT preparation courses, met with advisors, met with students majoring in education, met with admission representatives, toured the campus, stayed in the dorms, and toured the city of Springfield. A DRAFT timeline for the 2019 Missouri State program has been developed.

B. Emphasize minority staff recruitment.

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• During the second semester of the 2018-19 school year, the human resource department will host a series of Google Hangouts for 2017 and 2018 Pattonville graduates pursuing careers in the field of education. Topics planned for the hangouts include resume and application materials development, applying and interviewing for positions, Q&A regarding teaching and learning best practices for new teachers.

• The assistant superintendent for human resources and director of human resources met with the district’s cultural diversity committee on 11/29/18 regarding minority staffing. Additional strategies such as the development of materials that highlight various pathways to certification, building awareness of support staff tuition reimbursement opportunities, development of marketing video regarding why staff members choose to work in Pattonville, and minority teacher mentorships with students involved with Educators Rising.

• Partnering with the St. Louis County NAACP regarding educational programming and job postings.

A sample of the certified staff demographic applicant pool for some of the positions posted this hiring cycle is included in tables 1-8.

Charts 1A & 1B Pattonville School District High School Chemistry Applicant Demographics Charts 2A & 2B Pattonville School District High School Mathematics Applicant Demographics

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Charts 3A & 3B Pattonville School District High School English Applicant Demographics Charts 4A & 4B Pattonville School District Middle School Language Arts Applicant Demographics Charts 5A & 5B Pattonville School District Middle School Mathematics Applicant Demographics Charts 6A & 6B Pattonville School District Kindergarten Applicant Demographics

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Charts 7A & 7B Pattonville School District Grades 1 -5 Applicant Demographics Charts 8A & 8B Pattonville School District Early Childhood Special Education Applicant Demographics Chart 9 2017 Missouri Department of Higher Education Bachelor’s Degree Completions in the Field of Education by Ethnicity

Data Provided by the Missouri Department of Higher Education

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Chart 10 2017 Missouri Department of Higher Education Bachelor’s Degree Completions in the Field of Education by Gender Data Provided by the Missouri Department of Higher Education The district currently employs 105.65 (FTE) minority support staff members. This represents approximately 28.31% of the support staff.

• Since December 26, 2017, 19 new minority support staff members have been hired. • Minority support staff represents 32.75% of the new support staff hired between

December 26, 2017 and December 25, 2018. A sample of the support staff demographic applicant pool for some of the positions posted this hiring cycle is included in tables 11-17. Charts 11A & 11B Pattonville School District Bus Driver Applicant Demographics

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Charts 12A & 12B Pattonville School District Nurse Applicant Demographics Charts 13A & 13B Pattonville School District Athletic Trainer Applicant Demographics Charts 14A & 14B Pattonville School District Custodian Applicant Demographics Charts 15A & 15B Pattonville School District Secretary & Clerk Applicant Demographics

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Charts 16A & 16B Pattonville School District Cook Applicant Demographics

Charts 17A & 17B Pattonville School District Paraprofessional Applicant Demographics

• High-quality substitute employees continue to be in high demand in all areas. We remain focused on providing a sufficient number of substitute staff to cover absences and vacancies on a day-to-day basis. Starting in November 2018, a monthly substitute forecast regarding known substitute needs has been developed to encourage staff to avoid planned absences on days when substitute coverage is increased due to district professional development. New substitute orientation sessions are held on a regular basis to prepare substitute employees for district positions.

C. Ensure adequate substitute certified and support staff coverage.

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Chart 18A Certified Staff Substitute Data Chart 18B Certified Staff Substitute Data

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• Certified Staff: The information gathered and analyzed regarding each candidate during

the screening process includes academic performance, certifications, previous experience, academic honors, organizational involvement, professional recommendations, community service, grade point average, and educator certification assessment performance. For candidates who meet the screening criteria, a recorded structured interview is conducted. To assist in interscorer reliability, videos of candidates who are to receive further consideration are reviewed by the assistant superintendent for human resources. Human resources provides additional information to administrators regarding the candidates selected for building/department level interviews. Certified staff candidates recommended for full-time positions routinely interview with the superintendent of schools. Candidates selected for hire are required to undergo an electronic fingerprint background check and Missouri Department of Social Services review. This process helps Pattonville obtain a thorough background check on all new certified staff employees.

• Support Staff: The information gathered regarding each candidate during the screening

process includes the skill area(s) of expertise, educational background, community activities, special interests, awards, employment history, references, and licenses. For candidates who meet the screening criteria, a recorded structured interview is conducted. To assist in interscorer reliability, videos of candidates who will receive further consideration are reviewed by the assistant superintendent for human resources. Human resources provides additional applicant information to administrators regarding the candidates selected for building/department level interviews. Candidates selected for hire are required to undergo an electronic fingerprint background check and Missouri Department of Social Services review. This process helps Pattonville obtain a thorough background check on all new support staff employees.

Goal 2: Interview and Recommend Highly Effective Staff Members Targets Indicators A. Implementation of effective interview process.

Quality of candidates provided for building/department interview consideration. Components considered during the interview/selection process (e.g., online screening component, candidate application file, evaluation components). Candidate evaluation of interview process.

B. High quality of staff hired. Education, experience, grade point average, Praxis score, achievements, community service, extracurricular activities, etc.

C. High performance of staff hired. Evaluation data and supervisor feedback, student performance, continued education, etc.

D. Ensure recommended certified staff members are appropriately certified/qualified.

Evaluation of teacher certification(s) areas/qualifications.

A. Implementation of effective interview process.

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Candidate feedback is collected using an online exit survey after each district provided interview. Based on a five-point scale, candidates indicate that they had a positive experience during the application and interview process.

Chart 19 Certified & Support Staff Human Resource Candidate Interview Feedback Survey Chart 20 represents the steps that certified staff progress through during the hiring process. Certified staff meet with the superintendent as part of the hiring process. Chart 20 Certified Staff Selection and Interview Process

Application Screening

District Interview

Building/Department Interview

Interview with Superintendent (certified staff)

Recommendation to Board of Education

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All 26 new certified staff members were asked to provide feedback regarding their onboarding process. Based on a five-point scale, newly hired certified staff reported a positive onboarding experience. A similar survey is being developed for second semester implementation to collect feedback from newly hired support staff regarding their onboarding experience. Chart 21 Certified Staff Onboarding/Orientation Experience Survey Results

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Certified Staff: Twenty-six (26) new certified teachers were board approved between December 26, 2017 and December 25, 2018 (does not include continuations of employment).

• Number of first-year certified teaching staff: 12 • Average number of years’ experience: 3.92 • Average grade point average: 3.54 • Obtained Master’s Degree: 11

Chart 22 Summary of New Certified Staff Hired by Position

B. High quality of staff hired.

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Chart 23 Undergraduate University Summary of New Certified Staff

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Chart 24 Summary of New Support Staff Hired by Position

• Support Staff: Sixty-one (61) new support staff were board approved between December 26, 2017 and December 25, 2018 (does not include continuations of employment)

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Observation data collected during the first semester indicate that new teachers are engaging students at a high level based on evaluation feedback. The level of student engagement during specific instructional strategies is identified during certified staff observations. Chart 25 Levels of Student Engagement During Teacher Evaluation

• All 26 new certified staff members possess a valid Missouri teaching certification for the subject area(s) they were board approved for.

C. High performance of staff hired.

D. Ensure that 100% of recommended certified staff members are appropriately certified.

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The human resources department is in the process on digitizing employee files and records utilizing YellowFolder digital filing software. Digitizing employee records enables efficient access to the various portions of employee files utilizing district provided technology resources. Employee records are stored by YellowFolder utilizing 256 Bit AES encryption technology at four data centers located in the United States.

2019 Program Evaluation Areas of Focus

Goal 3: Implement Effective Human Resource Related Practices Targets Indicators A. Implementation of electronic employee

records filing system. Identification of product that meets implementation timeline and meets industry standards.

Goal 1: Recruit Highly Effective Staff Members Targets Indicators A. Participate in off-campus candidate recruitment opportunities for both certified and support staff.

Recruitment events attended, candidates interviewed, candidates hired, etc.

B. Emphasize minority staff recruitment. Minority candidates interviewed, minority recruitment efforts, and minority candidates hired.

C. Ensure adequate substitute certified and support staff coverage.

Number of substitutes board approved, absence coverage, etc.

Goal 2: Interview and Recommend Highly Effective Staff Members Targets Indicators A. Implementation of effective interview process.

Quality of candidates provided for building/department interview consideration. Components considered during the interview/selection process (e.g., online screening component, candidate application file, evaluation components). Candidate evaluation of interview process.

B. High quality of staff hired. Education, experience, grade point average, Praxis score, achievements, community service, extracurricular activities, etc.

C. High performance of staff hired. Evaluation data and supervisor feedback, student performance, continued education, etc.

D. Ensure recommended certified staff members are appropriately certified/qualified.

Evaluation of teacher certification(s) areas/qualifications.

A. Implementation of electronic employee records filing system.