Hanover’s Talent Management Solutions help K-12 administrators attract and retain the best staff by evaluating the new teacher experience and ongoing employee professional development needs, identifying models for effective teacher evaluations, and uncovering reasons for staff departures.

We help you answer key questions and deliver strategies for success:

  • How do we recruit the best teachers to our schools?
  • How should we prioritize our educator and staff professional development needs?
  • Which teacher evaluation models are most effective for us in developing instructional leaders?
  • Why do our employees leave and how can we prevent unwanted departures?

Hanover’s Talent Management Solution

Hanover will leverage the experience and methodology expertise of our team to deliver a comprehensive, mixed-methods strategy to support your goals.

New Teacher Engagement and Experience Assessment

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Improve the new teacher experience

Analyze the new teacher experience to understand reasons for joining the organization and experiences with training within the first year.

Professional Development Needs Survey

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Strengthen teacher supports

Evaluate current and potential professional development programs to optimize spend and identify unmet needs and weaknesses in existing offerings.

Teacher Evaluation Model Benchmarking

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Develop effective evaluations

Compare evaluation metrics and processes in peer and aspirant organizations to highlight evaluation models associated with strong student achievement.

Employee Experience Exit Survey

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Enhance retention efforts

Understand trends in the drivers of employee attrition, as well as overall levels of satisfaction and feedback on key programs or initiatives, to reduce overall attrition.

Outcomes

  • Improve new teacher recruitment, training, and retention
  • Give staff a voice in professional development priorities and budgetary decisionmaking
  • Create an effective teacher evaluation model
  • Improve retention efforts and reduce teacher churn

A Word from One of Our K-12 Education Clients:

Alpine School District’s vision for learning states, ‘Our students acquire the essential knowledge, skills, and dispositions in each content area and the fundamental capacities of collaboration, critical thinking, communication, creativity, citizenship, and character.’  Our pursuit of that vision led us to focus resources on 21st century/deeper learning.  This project—providing extended, job-embedded professional development for teachers and principals and providing instructional coaches—will have a larger impact on teaching and learning than any other initiative to date. We expect this impact to be seen in unprecedented student engagement K-12 and in developing skills for success beyond high school.

We believe Hanover will help us in both our student academic goals and teacher and administrator goals by examining our practices, and then providing us with validation of the effective work we do, as well as identifying areas that do not align with best practices for teaching and learning for 21st century/deeper learning. When contemplating engaging with an external partner, I recommend school district leaders ask themselves and their constituents two questions.  First, what is it that we most want our students to know and be able to do when they exit our school system?  In other words, what kind of graduate do we hope to produce?  Next ask, how can we know whether our current professional services are aligned to achieve those ends? A serious pursuit to measure our effectiveness likely leads to an external partner, like Hanover, who can help us see what we on the inside cannot.

Alpine School District Logo

– Dr. John Patten, Assistant Superintendent Education Services & K-12

Whatever your goals, Hanover will partner with you to create a custom approach to support your needs.

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