Strategic Actions

• Develop and implement a multi-year plan to increase middle school and high school pathway programs that are geared towards increasing the number of future educators.
• Develop and execute a strategic recruiting and marketing plan to generate interest, create awareness, and attract diverse applicants to the Allentown School District.
• Enhance and increase participation in programs that allow current non-certified staff to further their education, including obtaining teaching certificates, with an emphasis on recruiting educators of color.
• Develop partnerships with international institutions of higher education, Historically Black Colleges and Universities, Hispanic-Serving Institutions, colleges/universities, and recruitment firms to increase exposure and attract diverse educators.
• Strengthen partnerships with local colleges and universities to increase the number of practicum and student teachers. 

Strategic Actions

• Invest in teacher development and provide time and protocols for peer collaboration to enhance instructional effectiveness for long-term success.
• Create pathways for teachers and staff to advance their careers within the District through credential, certificate, credit acquisition, mentorship, and leadership programs.
• Establish Individualized Leadership Plans to promote personal growth and encourage every Allentown School District employee to cultivate and develop leadership qualities.
• Ensure new teachers participate in a comprehensive, rigorous induction program with mentorship and ongoing professional learning.

Strategic Actions

• Develop and implement a plan to improve the climate and culture for staff across all schools and departments.
• Systematize the use of climate surveys and exit interviews to identify trends that can be positively impacted to improve retention rates.
• Establish competitive salary schedules across all employee groups.
• Develop and implement a social-emotional and mental health wellness support system for all staff.
• Explore ways to incentivize staff to stay, with a particular emphasis on hard-to-fill positions and vacancies across all schools.
• Create staff recognition programs centered around criteria that highlight effective instructional practices and staff commitment.
• Provide a structured and supportive onboarding experience that fosters a sense of belonging, clarity, and professional growth from the first day of employment.
• Provide staff with opportunities to actively contribute to the continuous improvement and inclusivity of the learning community.

• Annual retention rates by school with demographic breakdown; exit surveys and interview feedback; staff conditions surveys; data on the number of individuals enrolled in teacher pipeline programs; the number of individuals enrolled in leadership pipelines; the number of highly qualified teachers, the demographics of our highly qualified the number of applicants by position/posting; and staff participation in professional development opportunities.