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However, improving how children experience school is possible when we work together to ensure they have a great teacher and school leader, and our educator workforce reflects the rich diversity of our community. Schools that work demonstrate that all kids, including those who face significant barriers, can succeed: In Minneapolis, 56% of students on Free and Reduced-price Lunch who graduate from high-performing schools persist into their third year of college, while less than 15% of students graduating from low-performing schools do.  \nWe’re committed to more schools that work for students of all ethnicities, means and origins. And as we support and invest in building on schools’ promising practices, school leaders have asked for deeper guidance on strategies for building and sustaining effective talent management systems. This Talent Playbook provides a guide on what works. We have studied and learned from nearly 20 high-performing, single-site leaders and talent experts across the country to distill the most-important activities leaders should take to recruit and retain great people.  \nWe created the Talent Playbook for leaders who have flexibilities and decision-making authority in their building, but who have fewer resources (capacity, time, money) than school leaders within a larger district or charter management organization context. In the charter sector, single-site leaders represent 65% of all charter schools across the country and nearly 60% of all charter school students. While single-site leaders were the impetus for us to create this resource, much of the guidance provided in this Talent Playbook is relevant for leaders of most schools, regardless of school governance context. This guide provides clarity on critical actions to help you hire, develop and retain the best people to advance student learning.  \nIn the first section, we offer a short Talent Diagnostic to pinpoint where you are and where to get started.  \nIn the second section, we highlight how the best school communities prioritize diversity, equity and inclusion.  \nFinally, in the third section, we offer Five Key Plays and resources that can make an immediate impact:  \n• Play 1: Create a Talent Calendar  \n• Play 2: Decide What You Have to Do and Delegate the Rest  \n• Play 3: Track and Aggressively Manage Toward Retention  \n• Play 4: Build Your Brand (EVP)  \n• Play 5: Get Hiring Right  \nThe Key Plays are listed sequentially and designed to offer a play-by-play roadmap to talent success. We invite you to read in sequence; however, we have designed each section to be stand-alone, so that you can navigate to the areas relevant to your needs. In addition, we have compiled all resources and templates in a shared Google Drive folder.  \n• If you only have five minutes to read today, start with the Quick Play for a Big Payoff (p. 35)  \n• If you have more than a few minutes, start with the Talent Diagnostic (p. 5) and pick a place to begin (we recommend Key Play \\#1)  \nWe are excited for you to get started.  \nGreat MN Schools  \nSingle-Site Talent Playbook 2  \nAuthors  \nThe Single-Site Talent Playbook was created in a partnership between EdFuel, Great MN Schools and New Schools for New Orleans in response to the needs of constrained single-site leaders in New Orleans, Minnesota and across the country. Our hope is that by implementing these best practices or five Key Plays, leaders will be better positioned to attract and retain high-quality, diverse teacher talent in a more efficient and effective way.  \n\n| | EdFuel is a mission-driven, national non-profit that empowers education organizations to effectively recruit and retain div","cbCaidOLUTevI0j4","https://ap.wps.com/l/cbCaidOLUTevI0j4","pdf",10738840,38,"English","# Introduction\n## Talent Diagnostic\n## Diversity, Equity and Inclusion Priorities\n## Five Key Plays\n### Play 1: Create a Talent Calendar\n### Play 2: Delegate What You Don’t Need to Do\n### Play 3: Track and Aggressively Manage Toward Retention\n### Play 4: Build Your Brand (EVP)\n### Play 5: Get Hiring Right\n## Quick Start Guidance\n## Authors and Partnership Overview","[{\"question\":\"这份 Talent Playbook 主要面向谁？\",\"answer\":\"面向单校点领导者以及同样关心人才但行动能力受限的其他人员，尤其是资源（容量、时间、资金）较少的情境。\"},{\"question\":\"Playbook 的核心结构包含哪些部分？\",\"answer\":\"包含三部分：第一部分提供 Talent Diagnostic 定位起点；第二部分强调社区如何优先推进多元、公平与包容；第三部分给出 Five Key Plays，并提供可复用资源与模板。\"},{\"question\":\"Five Key Plays 分别是什么？\",\"answer\":\"包括：创建人才日历、决定需要亲自完成的工作并委派其余事项、追踪并为留任进行激进管理、打造品牌（EVP）、以及让招聘做对。\"}]","Talent Playbook - Single-Site Talent Playbook | PDF",1790216038,13]