top of page

Shift 2

Design comprehensive human capital management systems.

While a lack of proper resources can lead to increased job dissatisfaction, piling on additional perks won’t improve employee engagement. Instead, organizations should treat talent management as a high-level strategic issue and develop a coherent set of policies and practices to attract, develop, and support employees throughout their time with the organization. In addition, organizations need to invest in preparing managers to be stewards of their most valuable resource: employees. Gallup estimates that managers account for 70% of the variance in employee engagement (Gallup, 2015), so this investment can make the difference in an employee’s decision to leave or stay with the organization.


High-Level Recommendations

Organizational People Strategy

Develop comprehensive strategies to recruit and retain educators. Unpack your organization’s competitive advantages and leverage them appropriately.


Ensure leaders are empowered, strategic decision makers accountable for organizational outcomes.


Select and develop people who manage others to be inclusive human capital managers.


Find, attract, and hire qualified educators.


Foster employee learning and growth through feedback, interaction, and job-specific training and development.

Blue Surface
Blue Surface


Research demonstrates that administrative support, strong instructional leadership and equitable leadership practices can positively influence teachers’ perception of school working conditions, which can increase retention.  

Promising Practices

The following examples are shared strategies and practices that are working to address the educator shortage. Partnerships between PK-12, higher education and Departments of Education and Labor were encouraged. To read summaries of all Promising Practices, please click the button below.

Sample Stakeholder Actions

Organizational People Strategy

  • Support states and local education agencies through funding, programming, and high-quality technical assistance to develop, implement, improve, and expand human capital management systems. This can be similar to the support currently offered through the Teacher and School Leader (TSL) Incentive Program.

Talent Acquisition & Development

  • Assist education organizations with understanding how existing federal funding (e.g., Title I, ESSER) can be used to attract and retain educators. 

- Highlighted Promising Practice -

Talent Acquisition & Development

The Ohio Department of Education (ODE) created the Human Capital Resource Center ( to provide state-level resources for establishing comprehensive, human capital management systems grounded in Ohio’s policies and practices. To guide the development of the Resource Center, ODE gathered feedback from Ohio PK-20 stakeholders and assembled a statewide Human Capital Advisory Team that included representatives from Ohio schools, professional associations, institutes of higher education, and educational service centers. Their goals through this resource center are to:

  • Promote the importance of improving human capital management systems (HCMS) in education

  • Move beyond isolated policies and actions to a comprehensive approach to human capital management

  • Help all educators recognize their responsibilities as human capital leaders

  • Develop meaningful partnerships across the state and within local districts and schools


bottom of page