PEOPLE PRactices

Diverse pools of highly qualified candidates are intentionally and proactively recruited to fill all vacancies

Multiple methods - from referrals, social media postings, job board postings, and school-level events - are used to develop hiring pools

All candidates are treated with care and respect - from initial outreach emails through the hiring process

Hiring tasks, questions, and processes are efficient and intentionally screen for essential skills; bias is eliminated at each step

Excellent staff members, committed to serving all PBSA students and aligned to PBSA's vision of excellence, are hired to fill all vacancies

All new staff members build the relationships and receive the resources and supports needed to get off to a strong start at PBSA

New staff members receive clarity from their managers on expectations for their role, what excellence looks like, and how they will be supported

New staff members have reduced work loads wherever possible to create time to master the essentials of their role

New staff members have intentional onboarding plans that provide training on essential skills and knowledge

New staff members are assigned mentors to help them learn the organization and check-in on their well-being

Professional development is aligned to core skills essential for success and student outcomes and aligned to PBSA's unique vision of excellence (e.g., TIPS)

All teachers are coached bi-weekly and new/struggling teachers are coached weekly

Intentional coaching plans are developed to target essential skills

Professional development meets the needs of all staff members - via coaching, collaborative learning (e.g., PLCs), peer-to-peer (e.g., mentorship) and formal learning (e.g., external PD)

TKES goals are aligned to actionable student achievement goals and coaching plans

All staff receive beginning, mid-year, and end of year performance conversations that include feedback on progress towards goals and 2-way feedback between managers and staff

Evaluation is directly aligned to coaching and support plans

All leaders conduct talent reviews in January and May to reflect on performance, well-being, career paths, and support for all staff members; staff support and career pathways are adjusted accordingly

All leaders have regular conversations with staff on their well-being and satisfaction and provide aligned support and resources

All staff receive clear and transparent communication on teacher-leadership roles, leadership roles, and other opportunitiess for career advancement at PBSA

All leaders work towards making school environments and individual roles sustainable, acting boldly to restructure schedules, responsibilities, staffing, resource allocation, and other factors to make the work more sustainable and fulfilling