Lifestageorg-wide talent strategy & staffing models
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.
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Step
1
Track Progress
Track the success of both strategy and implementation of the staffing model by regularly checking in on actual staffing compared to the plan, as well as tracking progress to organization goals and staff sustainability as described in Define Success Metrics. Set a standing agenda item to review this data every three months in a recurring meeting with key stakeholders. No talent strategy is 100% perfect out of the gate; as you regularly review success metrics, any metrics that are not on target provide an insight into what may need to be adjusted.
DEIA Callout
Track the success of both strategy and implementation of the staffing model by regularly checking in on actual staffing compared to the plan, as well as tracking progress to organization goals and staff sustainability as described in Define Success Metrics. Set a standing agenda item to review this data every three months in a recurring meeting with key stakeholders. No talent strategy is 100% perfect out of the gate; as you regularly review success metrics, any metrics that are not on target provide an insight into what may need to be adjusted.
implement & monitor
Step
2
Schedule Equity Pauses
Schedule equity pauses to reflect how the talent strategy is impacting staff along lines of difference. Interviews, focus groups, and surveys are all good tools to understand staff perspectives. Additionally, use a collaborative decision-making process with a diverse set of stakeholders to make any staffing decisions rather than making them on your own.
DEIA Callout
Ensure representative engagement from key stakeholders during equity pauses. If the leadership team that reviews success metrics is not representative of staff, decide other channels to bring in a diverse set of voices. For example, standing staff working groups, reflection questions in team-wide meetings, or integration of the topic into manager check-ins can all be effective. Include opportunities to provide anonymous feedback; staff will often share more openly through an anonymous channel.
implement & monitor
Step
3
Assess Success Metrics
On an annual basis, comprehensively review your organizational chart against your talent strategy and assess your long-term success metrics. Gaps will highlight where additional support or consideration is needed to empower staff to meet organizational goals.
DEIA Callout
Plan for both who will be included in the analysis and how findings will be communicated to the broader staff. Before providing updates, ask a diverse group of stakeholders to review the communication with an eye toward inclusion. When running the analysis, hold all leaders accountable by incorporating stepback structures that require participation from everyone, not just key project staff.
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