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?
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.
– Dr. John Patten, Assistant Superintendent Education Services & K-12
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2018 was a year of change for K-12 education at both the state and federal levels. With continued financial constraints…continue reading
Social-emotional learning (SEL) skills have been shown to positively impact students’ classroom performance and college and career readiness, and a…continue reading
Successful program evaluation requires a comprehensive approach to planning, implementation, and efficacy review to ensure fidelity of the program and…continue reading
Overview District/School: Douglas County School District Enrollment: 68,000 Location: Castle Rock, CO Website: www.dcsdk12.org Research Methodology: School Start Times Survey…continue reading
CHALLENGE Virginia Beach City Public Schools (VBCPS) is the second-largest school district in Virginia and one of the 50 largest…continue reading
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K-12 education efforts to close achievement gaps are increasingly shifting away from policies of educational equality and toward ones that advance…continue reading
Overview District/School: New Albany-Plain Local School District Enrollment: 5,050 Location: New Albany, OH Website: www.napls.us Research Methodology: Social-Emotional Learning Survey…continue reading
Overview District/School: Lake Forest Academy Enrollment: 430 Location: Lake Forest, IL Website: www.lfanet.org Research Methodologies: Student Perception Survey Academic…continue reading
Teacher retention is an increasingly significant but complex issue for K-12 districts. More teachers are choosing to leave the profession,…continue reading
Teacher shortages are a significant issue for school districts across the country. 90% of open teaching positions are created by…continue reading