Priority V: Exceptional Workforce: Talent Management & Development

Allentown School District Strategic Plan: Lighting the Way-A Blueprint for Innovation and Excellence 2030

Priority 5: Exceptional Workforce: Talent Management & Development

Develop the workforce for superior performance.

Why is this urgent?

The Allentown School District strives to be a diverse workplace that attracts highly qualified individuals rich in experience and unique perspectives who value collaborative learning. We prioritize investing in the professional development of all of our team members, ensuring everyone has the opportunity to strengthen their skills and continue to grow in their capacity to be in service of the instructional core.

Equity Commitment

We seek to actively attract and retain a dedicated staff that mirrors the diversity of our student body to ensure all students feel a strong sense of belonging and a commitment to inclusive learning experiences for everyone.

Goals & Strategic Actions

Goal 1: Increase the percentage of highly qualified and certified diverse educators in teaching and leadership positions across the District to reflect the demographics of the Allentown School District community.

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.

Goal 2: Increase the professional learning and growth opportunities for staff in all positions across the District.

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.

Goal 3: Increase retention rates of instructional and noninstructional staff members across the District.

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.

How will we measure our progress towards these goals?

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.