Provide nonmonetary incentives (e.g., reduced class size, teacher aides, increased autonomy, career ladders) for teachers who work in high-need schools.
Build the capacity of principals and coaches in high-need schools to use evaluation frameworks and results to provide actionable feedback and tailor professional learning for individual teachers. Help them leverage educator evaluation results to identify targeted, job-embedded professional development.
More effectively compete with other districts for talent by accelerating hiring timelines. One way to do this is to identify vacancies early by providing a monetary incentive for early notification of resignation or retirement, and a monetary penalty for late notice.