Office of Human Capital
Office of Recruitment, Cultivation
and Diversity (RCD)
Annual Hiring & Workforce Diversity
Update
Boston Public Schools
October 26, 2022
Raecia Catchings, Interim Chief Human Capital Officer
Megan Reed, Interim Deputy Chief Human Capital Officer
Dr. Charles Grandson, Chief of Equity and Strategy
Sharra Gaston, Acting Deputy Chief of Equity and Strategy
Rashaun J. Martin, Acting Director of Recruitment
Adriana Heady, Director of Data and Analytics
Investing in Holistic Student Support
2
Since the 2019-2020 school year, BPS has added:
356 Paraprofessionals
325 Teachers
159 Instructional Coaches
146 Social Workers
115 Family Liaisons
52 ABA Specialists
42 School Psychologists
26 Librarians
Between March 1 and October 1, 2022
● Filled 2,760 postings across the district
Posted
● 1,505 Teacher positions
● 652 Paraprofessional positions
● 784 Central Office positions
Remaining Vacancies: 838 (across the district as of 10/1):
● 152 Paraprofessionals (67 schools & central-budgeted)
● 91 Managerial positions
● 77 Cafeteria Workers
2022-2023 Unprecedented Hiring Volume
3
Teacher Hiring Updates by School Types
4
Data is as of 10/18.
School Type
# of
Vacancies
# Hire in
Progress
# of
Positions
Filled
#
Positions
Posted
% with at Least a
Hire Submitted
Early Elementary 3 1 52 56 95%
Elementary School 38 7 323 368 90%
Elementary-Middle
School
46 8 388 442 90%
Middle School 5 0 18 23 78%
High School 62 8 324 394 84%
Middle-High School or
K-12
22 2 186 210 90%
Total Teachers 176 26 1,291 1,493 88%
Overall Workforce Diversity SY22-23
5
Data is as of
10/1/22.
Total Staff 4,636 125 3,334 981 10,867
% Staff of Color 41.7% 54.4% 66.0% 57.1% 55.3%
Our overall
workforce is a
majority staff of color
Non-Garrity,
school-budgeted
staff are our most
diverse group of
employees
Total Garrity Educators 4,637 4,564 4,570 4,573 4,636
% Garrity Educators of Color 38.8% 38.5% 39.4% 40.6% 41.8%
Snapshot: Garrity Educators 2018-2022
Data is as of 10/1
each year.
6
The diversity of
Garrity educators
in the district
continues to
increase
compared to prior
years
BPS employs 7% of
the teachers in Massachusetts
BPS accounts for...
30% of the state’s educators of color
46% of the state’s
Black teachers.
20% of the state’s
Latinx teachers.
24% of the state’s
Asian teachers.
Based on DESE data for SY20-21. Data only reflects schools in the state-defined Boston School
District (i.e., excluding Horace Mann Charters and other independently reporting schools)
Overall Garrity Educator Hires 2018-2022
8
Data is as of 10/1
each year.
The 2022-2023
school year saw
a 66% increase
in the number of
Garrity educator
hires from the
prior year
Total Garrity Educators 969 931 944 810 1,347
% Garrity Educators of Color 44.4% 45.8% 47.0% 53.6% 49.5%
Garrity Educator Hires: External Candidates
9
Total External Garrity Educator Hires 338 277 263 238 346
% Garrity Educators of Color 39.4% 36.1% 48.3% 55.8% 44.2%
Data is as of 10/1
each year.
This school year,
we hired more
new-to-BPS
Garrity educators
than any year in
the past 5 years
Garrity Educator Hires: Internal Candidates
10
Total Internal Educators Hires 121 130 130 342
% Educators of Color 70.3% 44.6% 37.7% 63.2%
Data is as of 10/1.
Compared to last
school year, the
number of paras
and substitutes
who transitioned
into Teacher or
Guidance
Counselor roles
nearly doubled
Official BPS Languages:
● Arabic
● Chinese Cantonese
● Chinese Mandarin
● Cabo Verdean
Creole
● French
● Haitian Creole
● Portuguese
● Somali
● Spanish
● Vietnamese
Garrity Educator Hires: Linguistic Diversity
11
Data is as of 10/1
each year.
Garrity hires' self-reported fluency in a BPS language
declined for the 2022-2023 school year; however,
proficiency of hires remains above the 5-year average
Educators of
Color continue to
exit the district at
lower rates than
their White
counterparts
Garrity Educator Exits
(Retirements, Resignations, Non-Renewal, etc.)
12
Data is as of 10/1
each year.
Total Garrity Educator Exits
360 361 275 328 392
% Garrity Educators of Color Exits
39.4% 42.7% 43.6% 39.0% 36.7%
13
Appendix
▫ The Garrity Order requires BPS to achieve and maintain a
desegregated faculty and staff (teachers and guidance
counselors), “comprised of not less than 25% blacks and 10%
other minorities.”
▫ The Order expires when black and other minority teachers and
guidance counselors “have attained seniority to such an extent
that, were a RIF [reduction in force] to occur based on the seniority
provisions of applicable collective bargaining agreements reducing
faculty and staff by 3%, the racial/ethnic proportions of faculty and
staff would, in the written opinion of the Superintendent of Schools,
be substantially the same as those existing before it.”
Morgan v. Burke, 926 F.2d 90 (1st Cir. 1991).
14
Boston
Public
Schools
A background: Boston remains under the
Garrity Court Order
Recruitment Team
15
● Recruitment Efforts for 2022:
○ Early Hiring Pool (EHP) to support school-based hiring efforts yielding 539
candidates of which 194 were hired.
○ RCD hosted three (3) fairs specifically for candidates of color: A Diversity Fair, an
Latinx Educator Fair and a Multilingual Educator Fair
○ Hired two new Recruitment Managers to put more focus on our government,
non-profit and faith-based community partners and historically black colleges and
universities.
○ Hosted Experienced Educators Fair for the 3 closing schools and two additional fairs
in the Summer/September for Vacant positions.
○ 1 to 1 Coaching on Resume, Cover Letter and Interview skills
○ Partnered with the City of Boston on 4 City Wide Job Fairs in our most diverse
neighborhoods.
○ Increased presence of BPS opportunities through marketing and advertising
○ Held 7-six session ParaPro prep courses between March and August and served
164 candidates.
Total MTEL Prep Requests in SY 2020-2021: 800
Total MTEL Prep Requests in SY 2021-2022: 1,147
The Data Below Reflects Priority Focus of ESL MTEL Prep in Summer 2022
ESL MTEL Prep Requests by
Race
N=362
Summer 2022
Numbers
Black
38.7% 140
Latinx 16.6% 60
Asian 6.1% 22
White
27.9% 101
Decline to Identify
9.9% 36
ESL MTEL Prep Requests by
Position N=404
Summer 2022
Numbers
Paraprofessionals 18% 71
Substitute teachers 2% 10
School/District Staff 37% 150
Teachers and Teachers
on Waivers
43% 173
BPS MTEL Prep Requests SY 2021-2022
16
BPS MTEL Prep Progress
17
➢ Winter 2018 to Winter 2020:
199 Aspiring Educators of Color Passed an MTEL
➢ July 2020 to September 2022:
271 Aspiring Educators of Color Passed an MTEL
Between 2018-2022: 470 Aspiring Educators of Color Passed An MTEL
BPS TEACHER PIPELINE PROGRAMS
18
Teacher Cadet Program
We believe the next generation of BPS teachers is in our classrooms right now.
The Teacher Cadet (TC) Program last year served 63 Students from representing 11 schools in the
district. Of our graduating senior class, 100% of college applicants were accepted and now
attend college full time after completing our College Readiness Mentorship.
● First cohort of Cadets graduating from college in Spring 2023, will begin prep for their
licensure process before graduation
● Curriculum has been revamped to focus on critical thinking, developing communication
skills, social-emotional learning, and cultural responsiveness – all tenets of a well
rounded and effective educator
● Will be piloting our TC Ambassadors program in January 2023, getting high school
students hands-on experience working with kids in afterschool programs around the
city, in addition to our weekly Zoom sessions
BPS TEACHER PIPELINE PROGRAMS
19
George B. Cox Equity in Urban Education Fellowship
The George B. Cox fellowship was
designed to provide entry level positions
for early career professionals, specifically
those of color. The cohort of fellows will
have each other to learn from and
connect with as they develop into
seasoned professionals.
There a currently 2 active fellows:
● Bilingual Education Recruitment
Fellow
● Data Analyst Fellow
Expansion for 2022-23
● Teacher Cadet Fellow
● Retention Fellow
● RCD Office Fellow
George B. Cox Equity in Urban Education
Fellowship
is named in honor of a beloved educator, leader,
writer, mentor, and advocate for Boston’s children and families. In
memory, his college-mate, Charles Yancey, who later served as a
Boston City Councilor, remembered George Cox, as “a dedicated
warrior for human rights, high-quality integrated education, diversity,
and justice. He fought against racism, sexism, intolerance, and
discrimination. He was strategic in his approach and he was a strong
mentor to many young people in our country.
BPS TEACHER PIPELINE PROGRAMS
20
Bilingual Educators & Accelerated Community to Teacher
Program [BE/ACTT] for Preservice Teachers
Program Description
The BPS Bilingual Educators & Accelerated Community to Teacher
is an intensive 12-month program designed to prepare racially,
culturally and linguistically diverse Boston residents,
career-changers, or BPS paraprofessionals and substitutes who
hold a Bachelor’s degree and experience working with children in a
classroom setting to become novice BPS teachers with a
provisional license.
2022-2023 Cohort
● 41 Pre-service Candidates
● 6 Bilingual Candidates
● Demographics of Candidates :
○ Black % - 19
○ Latinx % -6
○ White % - 6
○ Asian % - 6
MIT Teaching Systems Lab, Partner
Study: “Teacher Moments and Beginning
Teachers’ Equity-minded Responses”
SY23-24 Targets:
● Increase ACTT from 36 to 659
● Increase BE/ACTT from 6 to 16
21
The BPS Teaching Fellowship
100% Endorsed in either ESL or Moderate Disabilities
100% Endorsed in Sheltered English Immersion (SEI)
100% Hired as Full-time BPS Teachers
75% Cultivated through our BE/ACTT program
92% of the Current Cohort are Educators of Color
The BPS Teaching Fellowship is an accelerated program that prepares in-service, culturally competent teachers within
the Boston community to lead our students to academic success. BPS is the only district in Massachusetts that has a
DESE-approved Initial Licensure in Elementary, Moderate Disabilities and ESL. Full year of coaching, dual certification
in either ESL or Moderate Disabilities
BPS TEACHER PIPELINE PROGRAMS
Retention Programs and Services
22
Degree Completion Partners
● Associates Degree
DUET/Southern New Hampshire University
● Bachelor's Degree
Boston College
DUET/Southern New Hampshire University
Excelsior College
Grand Canyon University
Merrimack College
Regis College
● Certificate Programs and Additional Licensure
Boston College - Certificate Programs
Endicott College - Moderate/Severe Disabilities/ESL
Emmanuel College - Moderate Disabilities/ESL
Grand Canyon University - Moderate/Severe Disabilities
Merrimack College - Moderate Disabilities/ESL license
● Master’s Degree & CAGS
○ B/U - Wheelock College
○ Emmanuel College
○ Endicott College
○ Merrimack College
○ Northeastern University
○ Regis College
○
● Doctorate
○ B/U - Wheelock College of Education
○ Grand Canyon University
○ Regis College
Retention Programs and Services
● Women Educators of Color (WEOC) Executive Coaching Leadership Program
● Male Educators of Color (MEOC) Executive Coaching Program
● Keith Love Educators of Peer Mentoring Program
● ALANA (African, Latinx, Asian, and Native American) Educators Program
● School Leaders of Color (SLOC) Network
● Affinity Group Gatherings (Central-Office/School-Based)
● Pathway Programs for Licensure and Professional Practice
● Educators of Color Monthly Newsletter
● Exit Interviews for School-Based and Central Office Staff of Color
23
Diversity Programs
Schools Set Ambitious Diversity Hiring Goals
24
For the second year, all schools were asked to set hiring goals for
the diversity of educators hired for the 2022-2023 school year
70% the average hiring goal set by our schools
101 schools set diversity hiring goals
30 schools met or exceeded their goals
School Leader Turnover and Hiring Demographics
25
Data is as of 10/1.
Nearly half of the
24 school leaders
who left their
positions at the
end of 2021-2022
did so for another
in-district position
