The MCS Induction Program follows a strict anti-discrimination policy and is committed to hiring and retaining diverse faculty. In order to attract a pool of diverse individuals, Modesto City Schools’ Human Resources Department purposefully casts a large net to attract administrative candidates including, but not limited to:
Ensuring that job postings are shared using several avenues
Edjoin.org
Social Media (e.g. LinkedIn)
Professional Job Boards (e.g. indeed.com, glassdoor.com)
Created an objective, structured, and merit-based interview process that minimizes the effects of bias to ensure that only the most qualified individuals are considered for administrative positions.
Increased our relationships with colleges and universities in the local area and those whose demographics are similar to Modesto City Schools, creating talent pipelines from the following universities:
UC Merced
Sacramento State
Fresno State
CSU, East Bay
University of the Pacific
CSU, Bakersfield
CSU, Stanislaus
Modesto City Schools has developed a community advisory group to advise on diversity practices. We continue to cultivate relationships with local diversity groups, (NAACP, Hispanic Chamber of Commerce), to share job opportunities and pathways to employment and increase recruitment opportunities.
District also actively searches for a diverse pool of candidates as shown in the recruitment events schedule, recruitment flyer and brochure.
Human Resources targets hiring efforts by guest lecturing on college campuses and supporting aspiring leaders within the District.
Research shows that quality mentoring supports retention of novice leaders. Mentors engage in consistent mentor training that includes equity training to better support AC. MCS aims to recruit and keep a large diverse mentor pool which the program draws upon to make quality mentor matches. All eligible administrators are encouraged to apply.
A district focus is professional development and recruitment (See LCAP highlighted passages). To support retention of quality, administrators and mentors, these employees are given the option to earn 0.5% of their base salary if they attend six or more hours of professional development. Administrators get to choose from a diverse menu of professional development to meet their individual growth goals including a third-party vendor which focuses on equity training.
To promote retention and excellence, MCS has two exit surveys for employees who leave district employment. Data is used to improve practices and promote excellence.