HR consultants look under NPS’ hood, suggest tune ups

Tatia Prieto, Ed.D., MBA, PMP, speaks to the Norwalk Board of Education, Tuesday via Zoom.

NORWALK, Conn. – Norwalk Public Schools needs to be more responsive to its employees and to its potential employees, two consultants said. The district’s website needs to highlight the “higher salaries” paid to teachers, as a recruitment tool.

Paul Tate and Tatia Prieto of Prismatic Services outlined steps NPS can take to attract and retain staff members, based on the work they’ve done since February. While some of the recommendations presented at Tuesday’s Board of Education meeting were aimed at increasing diversity hires, Human Resources Director Lissette Colon said NPS has already made progress in that area.

“I keep hearing we need to increase diversity,” she said. “Well, I think we’re doing phenomenal in comparison to the state average.”

Norwalk Federation of Teachers President Mary Yordon praised some recommendations but questioned the characterization of “high salaries.”

“It is true that when you look at our salary schedule, we have some of the top salaries around,” she said. “However, our for example, our doctoral candidates are on a salary with 33 steps, it is almost impossible to be on step 33… Although we have some of the top salaries in the state, very few are able to be paid those salaries.”


Survey draws criticisms

Tate, a former assistant superintendent for human resources in Mobile, Ala., said Prismatic spent five days in Norwalk. Prieto, Prismatic founder, said the visit included 35 in-person interviews, virtual interviews and focus groups. An electronic survey drew 585 responses.

Board of Education Chairman Colin Hosten questioned that rate, calling it “about 600 responses from about 2000 employees.”

Prieto said K-12 school staff nationwide have survey fatigue, in light of all the questions they’ve been asked during COVID-19. “These results are not bad,” she said. “They were enough for us to work with, especially since we did get a good breakdown in terms of different roles and length of employment in the district.”

Tate noted that NPS has challenges in meeting its contractual pay raises and “high turnover, especially among teachers, is a problem.”

“If we have difficulty attracting diverse candidates and we don’t keep them … then we are going to continue to have ‘minus direction’ in regard to our diversity hiring,” he said. But, “the principals told us, in focus groups, that they were 100% fully staffed on the first instructional day for students. And that is a plus-plus.”

Employees, “as a whole,” reported via the survey that “the responses that they got from a Human Resources were two kinds,” he said. “Number one, no response, and number two, responding after it was far too late.”

There’s been turnover in HR, which is a challenge, he said. But it’s “incredible” that NPS has a staff person in charge of human resources information services (HRIS) and “also unusual” to find in-house legal HR counsel. And, “We saw excellent examples of HR collaboration with finance and payroll.”

Prieto said HR is missing “what we would consider to be foundational elements.” She outlined seven high priority recommendations but said two have already been done, since Prismatic departed in April, and three are being worked on.

“It’s not uncommon in a district that is seeking to improve, or the wording I use in my head is always ‘on the move,’ we typically see that some of our recommendations are in the process of being implemented by the time we get to the reporting stage to the board. And that’s a good sign,” she said.

An employment opportunity button has been added to the NPS website opening page and the district needs to continue developing HR-rich content for its website, she said.

NPS is seeking to send its offer letters to recommended new hires quicker, she said. Nationally, there are less new teachers and, “one of the ways that we lose teachers is if we don’t get back to them quickly, especially new teachers who are, you know, just coming out of college need to land a job.”

Hosten asked how quick the letters should go out and Tate said, “The sooner the better.” It’s traditionally within a day but some Norwalk principals said it can take up to two weeks.

“Great teachers are hard to find and you need to remove every barrier to grabbing the great ones that you can, and this would certainly be one of them,” Prieto said. “If I were a teacher out looking for a job, and I had five interviews, but, you know, one district got back to me within 24 hours and said, ‘we love you so much we want you,’ I might not wait for the other districts to get back to me.”

That’s a “great goal,” Yordon said.

Board member Heidi Keyes asked about letters going to candidates who are turned down and Norwalk Superintendent of Schools Alexandra Estrella said those go out “within a few hours of that decision.”


Other recommendations, SpEd concerns; ‘too Black’

Tate and Prieto also spoke of a need to upgrade Munis, a program that handles government data functions.

“The Mayor and I have started conversations about upgrading the current version that we have because a lot of the things that you were talking about… can easily be addressed with the new versions of Munis,” Estrella said.

The consultants also spoke of upgrading job descriptions. Board member Suzanne Koroshetz offered “kudos” for that because “I think some of them are probably from the 1960s or 70s. So those folks are doing nothing like what’s on their paperwork.”

Estrella said that effort is underway.

Board member Erica DePalma asked about Special Education hiring, noting “a significant teacher shortage in the state.”

“In terms of creating a more diversified workforce?” Prieto asked. She said Norwalk needs to promote its diverse population because “You don’t normally think of a district in Connecticut as being highly diverse are in terms of student body. And I think that it needs to be part of the conversation in terms of hiring.”

Yordon said that according to the State Department of Education, “there were almost 2000 Special Education teachers who were not employed. And we have less of a shortage than a shortage of people willing to continue.”

She said “I think the more we continue to overwork and overwhelm our special educators, the more we’ll continue to have the problem that many districts have to recruit special educators.  These are highly litigious positions, sometimes in those environments, with much more pressure than others.”

Prieto also recommended “budgeting to hire people when we find them, versus when we actually have the need,” a practice in the private sector. A new hire could come onboard months before a retiring teacher has their last day, as an example.

Yordon said, “Although we do have a program to reward early notification of a retirement, the position is often posted very late due to the long budget process. So to the extent that we can settle school based budgets earlier, we can post positions earlier.”

She lauded the recommendation for exit interviews, predicting “a lot of information” will result. That’s directly related to the desire for a diversified workforce and “hiring committees should be diverse.”

“We really need to commit to retain individuals who have not only a diverse background, but a diverse set of opinions, attitudes, experiences, and reactions, that all fall within a range of professionalism and the definition of professionalism,” Yordon said. “We are losing people of color at a higher rate than we lose white individuals.”

She reported that an exiting teacher told her, “I think I’m just too black to be a Norwalk teacher.” Yordon said, “I think we can do better, I’m happy to hear the commitment from this Board.”


HR’s tactics

Colon played radio ads HR has been using to market NPS as a work place and showed ads on diner placemats. She spoke of billboards on Interstate 95, advertising for Norwalk teachers, and said it provoked a sense of pride from NPS who passed them as well as competition from other districts.

NPS has QR codes out there and a beautiful brochure on the way, Colon said. A job fair might feature Common Council members and realtors so potential hires can get a feel for Norwalk.

NPS had 17.5% of its staff as people of color in 2019-20 while the state had 9.6%, she said. In 2020-21, that was 19.5% in Norwalk compared to 10.1% statewide.

The HR staff had a goal of increasing the percentage by 1% every year so it would go up 5% over five years and “we superseded that already,” Colon said. “We’re so proud of that and the school year is not even over.”


7 responses to “HR consultants look under NPS’ hood, suggest tune ups”

  1. Bryan Meek

    NPS salaries are 3rd highest in the state, while median income isn’t even in the top quartile. I for one would like to pay teachers even more, but the union prevents this ensuring the lowest common denominator is taken care of equally with the high performers. And they get tenure after 3 years. Tenure, historically, was first used at colleges and universities so that researchers and professors like Albert Einstein could be free from the politics of the board of regents so that they could lecture and publish their own views on subjects. How that ever was transposed to K thru 12 is a mystery to me.

  2. piberman

    The responsibility for well managed and well functioning public schools rests with our BOE. If we want better results we need elect BOE members with significant business management skills. As do our surrounding towns where using professional search has long been used to hire senior administrators/Supts.

  3. victor

    Why is this teacher,saying I’m too black to teach in Norwalk schools! teaching in schools isn’t about color,school kids don’t see color in teaching,they just want to learn from the best qualified person!!

  4. Fact Checking

    I don’t think that many district employees believe that the NPS HR department understands how to support the educators and staff who work in NPS. If the department did have that reputation, it would be the best possible recruitment tool. Outside of those people who run the district, I don’t know anyone in NPS who believes that the department is well run or effective — or that it is moving in a positive direction.

    Radio ads? Seriously? Billboards? Laughable. Beautiful brochures don’t mean anything to the people who already work in the district, and these people are the best possible recruiters because people who don’t yet work in Norwalk want to know the experience of people who already work for the school system. The proper attitude is that the department should work to meet the needs of the district educators and staff, not the other way around.

    If Mr. Hosten wants to know why there was such a low response rate to the surveys, it may be that people believe that nothing would change anyway, and so they had better things to do with their time.

    Fact checking:
    1. The article mentions a new button on the district website. In fact, there has been such a button on the website for years.
    2. The state average for diversity is a meaningless standard because that average includes so many suburban and rural districts that are demographically dissimilar from Norwalk. Tell me how NPS is doing in comparison to demographically similar districts, and then we can have a conversation.
    3. The article credits the district for having legal counsel on its staff, but it hasn’t had an attorney since the last one left sometime earlier in the school year. The position has been posted for a long time. I don’t know much about the background of the person who is currently doing labor relations work, but I doubt that the person’s background includes much relevant experience in public education.
    4. It is “incredible” to have a staff person in charge of HRIS only if the department does something incredibly good with the data that the HRIS person provides.

    On another note, I checked the website, and I saw that it still boasts “Connecticut’s #1 City School District for 3 Years in a Row!” It should mention which 3 years because those were 3 years under a different superintendent.

  5. John O’Neill

    “In terms of creating a more diversified workforce?” Prieto asked. She said Norwalk needs to promote its diverse population because “You don’t normally think of a district in Connecticut as being highly diverse are in terms of student body. And I think that it needs to be part of the conversation in terms of hiring.”

    The above paragraph hit me as a little odd…I would think a potential candidate worth interviewing would know Norwalk’s demographics. Any candidate who’s so naive as to not understand our population is not someone we’d want to hire….AT least not in a meritocracy..

    Here’s a freebee — No charge for consulting

    1) Be honest about Principals who shouldn’t be Principals — Same goes for Ass’t Principals — Everyone knows who they are..Why would a good teacher want to stay at a horribly run school. Why didn’t that come up in your discussions?
    It seems to me that if a great teacher can work in Norwalk for a horrible Principal or in Stamford for a great Principal they’d obviously choose Stamford…Certainly Suzanne understands that.
    Maybe she should be consulted before the district actually pays a consultant for telling us something we already know.
    Is there no common sense to this process. I can’t understand why someone who’s doing a horrible job is allowed to keep doing a horrible job. It seems like something out of the Twilight Zone…

  6. George

    When will the accusations that Norwalk Public Schools is racist stop? Where is the data to prove this? What is the agenda here really? I love Norwalk, it is diverse, and no one I know has ever experienced racism in this city.

  7. nora king

    You know what NPS has to pay attention to???? The lack of parent involvement. Our voices are not heard nor factored in. Rilling campaigns time and time again on accomplishments with the BOE yet he is not funding it properly or supporting it with the right people.

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