Leaders in education strive to improve the opportunities offered to today’s students. With those students rapidly becoming tomorrow’s adults, education reform carries a constant sense of urgency – but when the zeal to offer our students the best leads to frequent shifts in focus, those very efforts at improvement may undercut success. When this difficulty is compounded by a shortage of teachers, as is the case in many districts today, leaders may struggle to optimize their resources in ways that truly benefit both students and teachers.

Reflecting on the lessons of many reform efforts, our research suggests that a committed focus on human capital management may be key in producing real improvement both in the short term and over time. But how are district leaders to know which metrics to monitor and how to benchmarks for growth?

Leveraging data from thousands of schools and millions of users, the Institute has compiled a recommended set of KPIs for human capital management – from teacher absences, to recruiting and hiring, to professional learning management and employee evaluation management. With multiple human capital metrics in one location, district leaders can consider benchmarks for their own talent management programs and focus on a strategic, sustainable approach to the teacher shortage.

Read the full report to learn more about:

  • Concrete examples of how district leaders can harness local data as they implement strategic initiatives
  • Benefits of continuing human capital investment over time, in conjunction with reliable data about what is effective in your district
  • Identifying and employing key metrics in order to establish complete theories of action, measure progress and make course corrections that ultimately lead to radical improvements
  • Using the ESSA criteria to bridge the gap between current realities and ideal achievements
  • The effect of timing, sourcing and bias in hiring on the teacher shortage
  • Developing engaged, well-equipped educators despite budget limitations and a climate of increasing dissatisfaction among teachers
  • Managing teacher absences and professional learning opportunities to optimize teacher effectiveness
  • Meeting the urgency of improvement for today’s students with the benefit of long-term commitment to a plan of action, especially in human capital management