Priority 3 Diverse Talent Pipeline

Diverse Talent Pipeline

“Working for Cabarrus County Schools is truly just working with family. The atmosphere of our school district is supportive, encouraging, and innovative. We are all connected and invested in the interest of the students that we serve by supporting their social, emotional, and academic well-being. CCS has been my home since 2007 and has provided me with many opportunities to flourish as an educator. CCS is truly the place to be! ”

Angie McClain

2022-23 Teacher of the Year “ Cabarrus County Schools has encouraged and supported me as I moved from a student, to a classroom teacher, to Lead Teacher, to Assistant Principal, and now as a Principal at Concord Middle School. Our county may be one of the larger counties in NC but it has not lost the “small town” feel when it comes to the supportive relationships that you will encounter in each building across our district. ”

Tonya Williams

2022-23 CCS Principal of the Year

Priority 3 Diverse Talent Pipeline

GOAL: Continue to build a culturally diverse talent pipeline which is essential for student leadership potential and growth.

OBJECTIVE 1: Foster innovative recruitment, retention, and mentorship policies and strategies to attract and develop a diverse talent pipeline, drawing from both internal and external candidate pools.  Review data from 2021-22 hiring season to determine diversity and areas for growth; develop a priority list of areas in which to grow.  Implement a tiered beginning teacher mentorship support program based on school and teacher needs.  Begin the first group of the revised Teacher Leader Cohort to include targeted leadership realms.  Seek feedback from employees to develop a retention plan aligned to strategic goals.

OBJECTIVE 2: Ensure job postings and interview protocols have been systematized to support the vision and goals.  Review and revise current job descriptions and screening interview protocols to ensure alignment with district strategic plan and goals.  Develop a district profile document based on current and projected data about the district and community.

Teacher Attrition Rates

 Cabarrus County  North Carolina

OBJECTIVE 3: Support continual growth by monitoring data, collecting feedback from staff, and intentionally developing professional learning designed to create a culture of belonging.  Review current data collection methods to determine alignment to the strategic goals.  Prioritize strengths and areas for growth in data collection methods.  Review current professional development to determine alignment to strategic goals.

OBJECTIVE 4: Collaborate with local universities and institutions on articulated goals and strategies for educator talent, eliminating barriers for all potential educators.  Review current partnerships to determine alignment to strategic goals, including diversity initiatives, and faculty effectiveness and retention.  Initiate conversations with potential partners, particularly those who can assist in diversifying the talent pool, based on the review of partnerships and research.