How K-12 School Districts Leverage Data Analytics to Monitor Trends in Personnel, Attendance, and Professional Development

The Recruitment and Referral Analysis dashboard has been instrumental for tracking where our candidates are hearing about us. If we pinpoint that there’s a certain platform that is yielding the highest results, then we can look at how we can leverage that to increase and see if there are wasted resources on other platforms that aren’t yielding the results that we would anticipate.

For professional development, we really wanted to know who is taking what. What kind of teacher? What are they getting out of it? With Human Capital Analytics, now we’re having those bigger discussions.

What’s the number of postings? What’s the average applicant pool per posting? What’s the average fill rate? That is the stuff I’m able to grab immediately, versus having to go through myself, which is quite the strenuous, tedious, time-consuming process. In the past, I needed half a day to a full day to develop a spreadsheet.

[With Human Capital Analytics] we’re able to look at fill trends and teacher attendance. We have 3 high schools and over the summer we noticed one school was filling faster than the other two, and one was filling super slow. Well, how do we motivate substitute teachers to take those openings? To see the trends [in Human Capital Analytics], to know why. It’s helped us dig into that.

All of my KPIs center on data and how many people within different recruitment sources are we hiring? What is our percent vacancy rate for classified staff versus certified staff month over month? Are we staying steady, if not improving? Having that data to show what’s working and what isn’t triggers you to then make new action plans and decisions.