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In our last blog post, we noted that compensation ought to address the needs of teachers and staff, as well as to the organization’s own objectives. We recommend that you start with establishing a sense of just how competitive you want your compensation to be, and in what specific roles and markets.
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Allison Wyatt had a chance to speak with Zach Demby at Edsurge, who published this great piece on September 5th:
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Staffing is a critical ingredient for any education organization — and finding the right people has never been tougher. For decades, the supply of new teachers has been slowing down, particularly in critical subject areas such as math, science, and English language learning, as well as in high-need low-income schools. Enrollment has dropped in both traditional teacher preparation programs as well as alternative certification routes like Teach for America.
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Read More”Every company has two organizational structures: The formal one is written on the charts; the other is the everyday relationship of the men and women in the organization.” – Harold Geneen
Read MoreRecently, I was connected with an experienced nonprofit leader whose career trajectory had led her to higher education and international study abroad programs. But now she had children of her own, and wanted to do work closer to home focused on K-12 education and wasn’t quite sure how to find local opportunities that matched her new interest. We spent a lot of time talking about the ways she could participate in local education initiatives, volunteer her time for nonprofit organizations in her town, and network with leaders in her community to better understand the landscape of roles and organizations connected to her new interest.
Read MoreWhat job and career are the optimal fit for you, the one you’ll leap out of bed for (most days, at least) and enjoy contributing to all week long? As a recruiter, I encourage job-seekers to start with what they most value and love (see previous post) because it’s such an important frame to put around our options. Too many of us stumble into our jobs and careers, following a throughline from what our parents encouraged to what we studied in college to the connections we have formed since.
Read More"How we spend our days is of course how we spend our lives." -- Annie Dillard
As a longtime recruiter, I have multiple conversations with individuals each week about their current and future career path. For many of these folks, their work and skills are clear but their future feels opaque and uncertain. Even the most seasoned executives get stuck in what is expected or typical, and lose sight of new and potentially more fulfilling ways to put their talents and personal “superpowers” to best use.
Read MoreRachel Skiffer, the current Dean of Policy and Strategic Planning at Phillips Academy in Andover, MA, was named Head of School of Khan Lab School on March 21, 2018, following a unanimous agreement by the Board of Directors.
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Sure, hiring talent from organizations outside of education isn’t exactly a new phenomenon, nor a sure-fire cure for any challenge. But sector-switchers can be an indispensable asset to education organizations in pursuit of innovation, bringing sharp skills honed elsewhere. And with a fresher set of eyes on your challenges, a sector switcher’s biggest asset may actually be their limited education knowledge, which allows them to question, challenge, and often break through stale approaches that can come from only hiring from within or within education.
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