Education Week - May 16, 2018 - 27
Openings on One Website!
Lawrence Township Public Schools, NJ
Setup an account today and start
getting alerts for jobs that meet your
3,900 PK-12 students
Stafford County Public Schools, VA
28,000 PK-12 students
Curriculum Associates, MA
Chief People Officer
Montessori Intercultural Language School, IL
Executive Director - 300 students
Norwalk Public Schools, CT
Chief Academic Officer - 11,400 PK-12 students
Widener Partnership Charter School, PA
Principal/CEO - 400 K-8 students
1475 E.Woodﬁeld Rd., 14th Fl.
Schaumburg, IL 60173 847.318.0072
East Coast Jersey City, NJ | West Coast Palo Alto, CA
AUDIENCE IS YOUR
SOURCE FOR TOP TALENT
Put Education Week's audience to
work for you! Winning strategies for
your recruitment efforts include:
* 24/7 Web-based print and online ad placement at http://recruit.topschooljobs.org
* Cross-posting to TopSchoolJobs.org from
your Web site or Applicant Tracking System
* Special bulk pricing for cost-effective
recruitment throughout the school year
* E-mail blasts and banner ads to fill your
hiring pools and promote your job fairs
An Equal Opportunity Employer
centraL schooL District
Locust Valley, Long Island, New York
An outstanding school district located on
Long Island's north shore seeks experienced,
accomplished professionals for the following positions:
HIGH SCHOOL PRINCIPAL
Effective: August 13, 2018
SALARY: Highly Competitive
The successful candidate will have documented experience and proven
ability to provide exemplary leadership, support high levels of student
achievement for diverse learners, promote high levels of social and
emotional well-being for students, improve instructional programs, including
International Baccalaureate and Advanced Placement, and support
professional growth, develop and oversee fiscally responsible high school
budgets, knowledge of scheduling, staffing, and program and facility
needs, and work collaboratively, multi-task effectively, and adapt well to
CERTIFICATION: School Building Leader and/or School District Leader
DIRECTOR ATHLETICS, HEALTH
AND, PHYSICAL EDUCATION
Effective: July 1, 2018
The successful candidate should have demonstrated successful
leadership in the role as Director of Athletics, Health and Physical Education
for at least five years, the ability to lead and improve comprehensive athletic
program, the ability to foster positive relationships with all stakeholders,
the ability to communicate effectively, the ability to continue the tradition of
excellence including NYS School of Distinction recognition, successful
leadership of a highly qualified group of teachers and coaches, experience
developing and overseeing a budget and managing facilities effectively.
CERTIFICATION: NYS School District Administrator and Physical Education
Teacher certification required
DEADLINE: May 18, 2018 Former applicants need not apply
TO APPLY: Go to our website at www.lvcsd.k12.ny.us
and click on the Departments and Programs tab, scroll to Human
Resources, then click on "click here to view and apply for a certified job."
This will take you to our On Line Application System (OLAS), where
you can view job opportunities within the Locust Valley Central School
District and complete an application.
Locust Valley CSD is an Equal Opportunity Employer
A Service of Nassau BOCES
TOP SCHOOL JOBS's K-12 TALENT MANAGER
7 Steps for a Balanced Recruitment AND Retention Strategy
There is rightly a major focus nowadays on recruiting and hiring
the best educator talent in our schools. However, an equally
important, and often overlooked issue, is how districts can effectively retain their best teachers and school leaders. Educator
turnover costs school districts in the U.S. about $2.2 billion annually, according to a recent study. It also impacts learning
opportunities for students, particularly those in urban and rural
settings which face the biggest challenges in growing and keeping effective educators.
educator and principal talent?
* What type of candidates are applying for job openings in
An analysis of teacher attrition data, job vacancies, exit interview notes, etc. can help answer some of these questions. Districts that lack exit interview information may consider reaching
out to former teachers for an informal interview about why they
chose to leave.
Last week, my colleague Tony Bagshaw and I had a chance to
present at the Equitable Access to Excellent Teacher and Leaders Meeting hosted by the Council for Chief State School Officers (CCSSO) and the Center on Great Teachers & Leaders at American Institutes for Research (GTL). Building on
experiences working with the Ohio Teacher Incentive Fund
and rural districts across the country, we had a great discussion
with attendees about challenges and promising solutions for
improving teacher retention in our rural communities.
Step 2: Audit Your Practices
Evaluate your district's current approach to finding and keeping
To ensure equitable access to excellent educators for all our
students--regardless of their zip code--we need a balanced
approach to talent management in education focused
on recruiting, developing, and retaining the best and
How can districts effectively onboard new teachers and
How can districts provide meaningful mentoring and feedback
to support educator growth?
What leadership opportunities are available for new staff to advance in their career?
Below are 7 steps for developing and implementing a balanced
recruitment and retention strategy:
Step 1: Examine Your Data
Use multiple data sources to determine trends, opportunities,
and challenges with recruiting, developing, and retaining educators in your district.
* Is your district losing its best teachers to neighboring districts?
* Are educators leaving the profession altogether?
* How does your district's salary schedule compare with other
districts in the region or other organization's competing for
* What strategies does your district currently use to recruit and
retain teachers and school leaders?
* How much do these efforts cost in terms of people, time, and
* How successful have they been?
There are several free tools available to help districts audit their
recruitment and retention practices, including this free human
Step 3: Engage Your Staff
Research shows that poor working conditions are one of the
main reasons why people in all professions--not just teachers-leave their job. What is the current environment in your district?
How engaged are teachers and principals at work? There are
many resources available to help leaders measure and improve
organizational culture and employee engagement. Many organizations use the Gallup's Q12 Employee Engagement Survey.
Dr. Wayne Hoy from The Ohio State University also offers various school/organizational climate surveys at not cost. School
districts should collect this data at least once a year to help nurture a positive climate for teaching and learning that not only
attracts educator talent to the district but makes people
want to stay...
To read the complete blog post, visit http://blogs.edweek.org/
The opinions expressed are strictly those of the author and do
not reflect the opinions or endorsement of Editorial Projects
EDUCATION WEEK | May 16, 2018 | www.topschooljobs.org