Tool: Staffing Plan Template

Tool: Staffing Plan Template

Overview

This template will help school design teams think creatively about their own long-term staffing plans, and to provide a starting point for schools to think about how they might use such configurations or others to create a cohesive, schoolwide design that meets school goals and design parameters.

Staffing plans should follow the five Opportunity Culture Principles.

For more help, see the example staffing plans in this toolkit from pilot elementary, middle, and high schools.

Section 1: Note your Reach Goal

Has your district set a goal at full implementation for the percentage of students for every school to reach with excellent teaching? Note that percentage here (you may aim higher, but no lower). (Early-implementing schools generally have set 75 percent as a target, understanding that 100 percent is unrealistic initially.)

Reach goal:

Section 2: Develop Your School’s Staffing Plan

1. Sketch current year staffing

Using the template on page 3, start with “Current Year.” Create a visual outline of your current staffing using your rosters and allotments. Include only roles that have instructional responsibilities (e.g., classroom teachers, assistants, facilitators). (See staffing plan examples on the Phase 4 webpage.)

2. Sketch staffing Full Implementation

Complete the “Full Implementation” column. Create a visual outline of how your ideal school will look with a schoolwide, cohesive staffing model that makes the vision statement you created in Phase 1 real. Use the tables below to break up your school’s staffing plan by grade(s) or subject(s) or both, depending on what format will most easily enable you to visually represent how teachers will work together the most.

3. Consider implications of Full Implementation staffing, and revise

Pause to think through the bullet points below that ask you to consider the implications of the Full Implementation staffing. Check to ensure that the staffing plan enables your school to meet its goals. Make revisions based on how you answer these considerations.

Think about how your draft staffing for Full Implementation affects the following:

* Teacher time (planning/collaborating/coaching other teachers vs. teaching students)

* Teacher reach (how many students for teachers of record)

* Student time spent with teachers each day

* Student time spent learning in another way (e.g., with a paraprofessional, digitally)

* Implications for instructional group sizes – with teachers and with multi-classroom leaders; and with paraprofessionals.

* Your school’s ability to meet your goals and priorities

4. Consider transition to Full Implementation

Think about how fast you want/are able to make changes. Could you adopt your Full Implementation plan next year? If not, why not? Use this rationale to focus your planning for transitional years.

Also consider:

* If the need for change is urgent for large numbers of students in your school, you may want to implement faster. This may involve staggering implementation in priority grades and/or subjects.

* A slower transition may give some teachers and staff more time to adjust. In some cases, the pace of change may depend on the need to exchange out-of-classroom instructional roles for reach roles to be feasible.

Move on to fill in the “Transition Years” (Year 1, Year 2) as needed to visually outline a transition of your staffing from current to full implementation.

Grades /Subj. / TRANSITION YEARS
CURRENT YEAR / YEAR 1 / YEAR 2 / FULL IMPLEMENTATION
Grade/Subject Area:
# of Students:

5. Estimate your school’s reach percentage

What percentage of students will have an excellent teacher accountable for learning in each subject? Check this against your reach goals; adjust final goals as needed. For “current year,” insert same numbers as on page 2.

Subject/Grade / Current Year / Year 1 / Year 2 / Full Implementation
(Insert grade and/or subject)

After you have documented your entire school’s staffing plan from Current Year to Full Implementation Year, count and record the number of each position (e.g., Multi-Classroom Leader II) you will need each year. For this, use the Financial Sustainability Tool. Use the Staffing Plan Checklist to check your staffing work.

Additional Notes/Questions: