Highly Effective, Culturally Responsive Workforce

Hire, support, and retain a highly effective, culturally responsive, and diverse workforce.

What We Will Do

Realign hiring processes to implement a strategy for recruiting and retaining minority and bilingual staff.
Establish an innovative Grow Your Own program aimed at increasing the number and diversity of educators from among FCPS students, employees, and those entering/considering education as a second career.
Implement high quality onboarding, induction, and retention programs to support those new to Team FCPS.

How We Will Do It

Evaluate and strengthen recruitment and retention efforts, especially as they pertain to minoritized, bilingual, and underrepresented staff.
Reimagine and institute a highly effective hiring process from application to onboarding to support new hires through the first year of employment.
Survey new employees about the hiring and onboarding process.
Collect participant evaluations at job fairs, new employee programs, and other Human Resources events.
Provide high-quality induction programs for all new staff, teachers, and administrators.
Support a culture of mentorship between and among professionals in the district.
Consistently conduct exit surveys.
Improve the employee experience based on feedback gleaned from annual staff surveys and exit surveys.
Build an employment pipeline that creates opportunities for FCPS students to prepare for and enter the district workforce.
Create a career ladder that supports employee development and advancement.
Evaluate and eliminate current practices and processes that act as barriers for classified employees to become certified educators in FCPS.
Establish a robust pathway that supports those interested in teaching as a second career.
Define the desired competencies of FCPS principals and administrator.
Create a leadership pipeline, with appropriate systems of support to help FCPS employees become successful leaders in FCPS.
Develop meaningful programs to support the improvement of underperforming teachers, leaders, and staff.
Explore incentives to encourage high-performing educators to work with our most vulnerable student populations.

How We Will Know

Demographics and diversity of applicants and candidates for certified and classified positions
Demographics and diversity of FCPS employees
Retention rates of certified and classified staff
Employee feedback on their sense of belonging
Percentage of staff trained in culturally responsive and trauma-informed strategies
Average years of experience of teachers working in schools with high concentrations of low-income students and students of color
Number of Grow Your Own partnerships with colleges, universities, and cooperative education agencies
Participation, placement, and completion in Grow Your Own initiatives
New employee satisfaction surveys on onboarding and induction
Percentage of bilingual staff
Retention programs
Leadership definition

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Highly Effective, Culturally Responsive Workforce

What We Will Do

How We Will Do It

How We Will Know

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