Part 1: Regional Activity Plan

• Item 1.11 – Establish Regional Aspiring Teacher and Leader Cohorts
• Item 1.12 – Develop a Future Educators Pipeline Initiative
• Item 1.13 – Coordinate Regional Guidance & Civil Service Education Campaign
• Item 1.14 – Establish an In-District Leadership Identification and Mentorship Model
• Item 1.15 – Create an Equity-Focused Metrics Dashboard

Item 1.11 – Establish Regional Aspiring Teacher and Leader Cohorts

Activity

Establish regional cohorts for aspiring teachers and school leaders, focused on equitable recruitment pipelines and leadership capacity-building. Timeframe: Annual cohorts with ongoing mentorship. Anticipated outcomes include a stronger pool of qualified candidates and increased diversity in educational leadership.

Rationale

Regional cohorts create pathways for talented educators to advance into leadership positions, while also addressing gaps in representation and leadership readiness.

Participants

Including but not limited to: Teachers, instructional coaches, and prospective administrators.

Non-School District Partners

Including, but not limited to:

• Higher education institutions
• Leadership development organizations
• Teacher preparation programs

 

Item 1.12 – Develop a Future Educators Pipeline Initiative

Activity

Develop a Future Educators Pipeline Initiative by supporting high school Future Teacher Academies, paid student employment in educational settings, and partnerships with teacher preparation programs. Timeframe: Ongoing. Anticipated outcomes include increasing the number of students entering the teaching profession and strengthening community-based recruitment.

Rationale

Early exposure to the teaching profession supports recruitment efforts, particularly in shortage areas, and fosters homegrown talent who are more likely to remain in the region.

Participants

Including but not limited to: High school students, guidance counselors, and teacher mentors.

Non-School District Partners

Including, but not limited to:

• Colleges of education
• BOCES (Board of Cooperative Educational Services)
• Local teacher association

Item 1.13 – Coordinate Regional Guidance & Civil Service Education Campaign

Activity

Coordinate a regional guidance and civil service education campaign to raise awareness about career opportunities in education, including instructional, support, and non-instructional roles. Timeframe: Annual campaign. Anticipated outcomes include broader understanding of the variety of careers in education and increased applicant pools for hard-to-fill positions.

Rationale

Many students and community members are unaware of the range of education-related careers available. This campaign can increase recruitment, especially in high-need areas.

Participants

Including but not limited to: High school students, job seekers, and career changers.

Non-School District Partners

Including but not limited to:

• Civil Service departments
• Workforce development boards
• Community organizations

Item 1.14 – Establish an In-District Leadership Identification and Mentorship Model

Activity

Establish a model for identifying and mentoring in-district leadership candidates, creating pathways for teachers and staff to advance into leadership positions. Timeframe: Ongoing. Anticipated outcomes include stronger internal pipelines and reduced reliance on external hires.

Rationale

Internal leadership development helps districts retain top talent, sustain institutional knowledge, and maintain leadership continuity.

Participants

Including but not limited to: Current teachers, instructional coaches, and building administrators.

Non-School District Partners

Including but not limited to:

• Leadership development consultants
• Higher education leadership programs

Item 1.15 – Create an Equity-Focused Metrics Dashboard

Activity

Create an equity-focused metrics dashboard to track progress, representation, and outcomes of educator pipeline programs, disaggregated by demographics. Timeframe: Initial development in Year 1 with continuous updates. Anticipated outcomes include transparent data for decision-making and accountability in equity goals.

Rationale

A centralized dashboard enables districts to monitor the effectiveness of recruitment and retention strategies, identify gaps, and adjust programs to meet equity targets.

Participants

Including but not limited to: District HR teams, leadership, and data specialists.

Non-School District Partners

Including, but not limited to:

• Data analytics consultants
• BOCES (Board of Cooperative Educational Services)
• State education data services