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Chancellor outlines teacher recruitment and retention strategies
1:08:01
·
150 sec
Chancellor Melissa Aviles-Ramos addresses the staffing shortages highlighted by Council member Brooks-Powers, outlining the Department of Education's strategies for teacher recruitment and retention. She emphasizes the importance of both attracting new teachers and keeping experienced ones.
- Mentions the need to recruit 700 teachers to comply with class size requirements
- Highlights successful programs like New York City Teaching Fellows and New York City Men Teach
- Discusses the importance of recruiting teachers who reflect the communities they serve
- Outlines strategies such as working with superintendents, expanding programs like Future Ready, and offering early commitment incentives for hard-to-staff districts
Melissa Aviles-Ramos
1:08:01
Thank you.
1:08:01
And so we mentioned earlier that there are already 700 teachers in order to comply with class size need to be recruited.
1:08:09
And as we talk about teacher recruitment, we also need to talk about teacher retention because what we don't want is to lose excellent teachers and have a revolving door in every year.
1:08:17
We need to recruit thousands and thousands of teachers.
1:08:20
And so we rely on programs that have really successful rates historically, like New York City Teaching Fellows.
1:08:27
I turned out pretty okay.
1:08:28
I was a teaching fellow.
1:08:30
I think I've been here for a while.
1:08:31
I applied for that too.
1:08:34
Councilmember Dinovitz.
1:08:36
And also have New York City men teach, understanding how important it is to not only recruit teachers, but recruit male teachers, recruit more teachers of color, and quite frankly, teachers who reflect the communities that they serve in and teachers who are deeply invested in these communities.
1:08:54
Quite simply, council member, one of the things that we are doing is strategizing with our superintendents on a case by case basis.
1:09:00
Marketing and recruiting go hand in hand, and so many of the gems that sit in communities are strategically with superintendents to get the word out on certain schools.
1:09:13
We've also expanded programs.
1:09:14
Future Ready is a game changer in terms of recruiting for students, and so that's why we didn't reserve amazing programs like that just for your elite areas.
1:09:26
We wanted to make sure that some of our underserved communities are really benefiting from these programs, and we know that that is also going to help with recruitment.
1:09:35
So in terms of the specific districts that you listed, we are happy to set up a briefing with you, which would include the superintendent, and we can talk to you specifically about what's being done in those districts, but we look very specifically at the communities and work with the superintendent to identify the challenges, and then not only relying on some of these programs like teaching fellows and New York City Men Teach and university partnerships, but really try to figure out what is it that we're solving for so people can understand the great programs and offerings.
1:10:04
We also, the last thing I will mention is making sure that we are incentivizing for of the districts to interview early on.
1:10:17
We want to have early commitments in some of our harder to staff districts so that way those districts can secure great teachers early on.
Selvena N. Brooks-Powers
1:10:24
And then in terms of the accessibility?
1:10:29
And I can repeat it if
Melissa Aviles-Ramos
1:10:30
you need me to.