Lifestageorg-wide talent strategy & staffing models

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Best Practices in org-wide talent strategy & staffing models

In the continuously shifting education landscape, organizations need to regularly revisit staffing models to keep staff workload sustainable while continuing to deliver on the organization’s promises to students, parents, and staff.

Developing staffing needs by starting from the organization's mission, goals, and strategies is essential. This approach not only empowers staff in a way that promotes retention, but also ensures the right talent is in place to support student success and organizational goals.

Need more help with designing best practices in org-wide talent strategy & staffing models? Partner with us.
plandesignimplement & monitor
design
Step
1

Develop the Strategic Staffing Plan

Creating a strategic staffing plan is about identifying the roles, ratios, and staff numbers needed to accomplish your organizational objectives.

  • Start by deciding a maximum student-to-instructional staff ratio that aligns with your values and goals.
  • Evaluate your academic priorities to determine what instructional roles are needed.
  • Based on the previous two steps, calculate the number of instructional staff needed to achieve your goals.
  • Then, identify what and how many non-instructional staff are needed to support the number of instructional staff identified.
  • Iterate as needed based on financial modeling.

Your initial staffing plan will evolve as your student body grows or strategic priorities shift; plan to revisit this work every couple of years.

RESOURCES

DEIA

DEIA Callout

Your diversity values, student needs, and student demographics are essential inputs to this step; ensure your staffing plan is referring back to these frequently.
design
Step
2

Develop a Clear Communication Strategy

Develop a cascading communication plan to provide all stakeholders the information they need to implement the strategy effectively. Staff should understand what is changing, why, and how they will be impacted such that they feel empowered to help the organization reach its goals utilizing this new talent strategy.
DEIA

DEIA Callout

Plan for communication to be ongoing, not one-time, and build updates into existing communication platforms to ensure that all stakeholders are aware of the impact of the adjustments. Ask diverse stakeholders to review the communication plan to ensure that all stakeholder groups are receiving information in the manner that will be most effective for them.
design
Step
3

Train and Calibrate Stakeholders

Training materials should include key messages, support for managers and others who will deliver updates or receive questions from staff, an overview of what was considered in the strategy design, expectations of staff, and a preview of what to expect going forward. Leaders are often the ones who need the most training support, given the potential for both personal and team impact. Start training HR and Talent Staff first, then the most senior and most directly impacted staff, and progress in stages until all staff are aware of the strategy and equipped to help drive it forward in alignment with their role.
DEIA

DEIA Callout

Share materials with a diverse range of stakeholders before implementation to ensure that you have addressed all potential concerns or questions that may arise. Engage other team members to support training, with an eye to ensuring a diverse range of voices are representing the new strategy.

EdFuel can design org-wide talent strategy & staffing models systems and processes for you.

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