When you think about an educator’s career from its early beginnings of entering the profession to achieving the status of “seasoned veteran,” what components are in place to support him/her throughout? Together and as a state, we need to flesh out the details of a high-quality talent management system – the lifecycle of an educator – and would love your input as we wrestle with the best, most efficacious way to support our educator workforce each step of the way. Currently, we’ve identified these five “buckets” as the right pieces to comprise this talent management system:
Attract: Pathways into the Profession & Elevating the Status of the Profession
Prepare: Initial Certification and Licensure & Program Approval and Accreditation
Recruit/Hire: Recruitment, Selection, and Hiring (to a district and into a position)
Develop/Support/Grow: Induction and Mentoring, Evaluation and Professional Learning, and Career Advancement
Retain: Educator Environment, Assignment and Transfer, Compensation, and Career Advancement
Please join us on December 4, 2016 as we delve deeply into imagining a high-quality talent management system for Rhode Island’s educators that both supports and nurtures educators and ultimately, the students they serve.
Don Miller -