Why is this contract needed?
The School District has selected Alma Advisory Group to conduct a comprehensive talent/human resources staffing data audit and analysis. The broad goal of the review is to identify and assess strengths, opportunities, and priorities related to the Talent Office and its departments, the District’s talent/human resources policies and practices, and the Strategic Actions listed in the strategic plan (Accelerate Philly). Specifically, this contract will operationalize Strategic Action 4.3: Audit and analyze staffing data to make recommendations to address long-term District staffing needs. By leveraging external expertise, the District can support a robust/well-equipped assessment process, minimize potential biases, and elevate research-based best practices that correspond to our most acute staffing needs.

How is this work connected to the District’s plan to achieve Goals & Guardrails?

This work connects directly to Guardrail 1. Our commitment to maintaining Safe and Welcoming Schools hinges on the effective recruitment, assignment, onboarding, development, evaluation, engagement, support, and retention of diverse and highly effective cadre of educators, administrators, and school-based staff. These stakeholders play a pivotal role in shaping our District’s academic landscape and cultivating a positive school climate for our students. This external review will provide us with invaluable insights, enabling the development of context-specific staffing strategies rooted in proven methodologies that help us attract and retain top-tier talent. The outcomes of this assessment will also contribute significantly to positioning us as the employer of choice in the region.

How will the success of this contract be measured?

The success of this contract will primarily be evaluated through two dimensions: stakeholder engagement and the impact of the recommendations.

(1) Stakeholder Engagement:

The volume of stakeholder engagement will serve as a primary metric. Specifically, we will measure the number of stakeholders actively participating in the auditing process. The vendor will solicit input from a diverse range of external and internal stakeholders who can provide valuable perspectives on this topic. A robust level of engagement during the auditing process is indicative of the contract's success in fostering collaboration and inclusivity.

(2) Impact Assessment:

The perceived value of the final set of recommendations will be a key factor in evaluating the contract's success. To gauge this, we plan to conduct surveys among external and internal Talent Office stakeholders. These surveys will seek to determine the extent to which stakeholders agree that the findings and recommendations will reasonably contribute to improving talent data quality within our current systems.

When applicable, is this an evidence-based strategy? If so, what evidence exists to support this approach?
The diagnostic process will be based on a clear, coherent, research-aligned talent management framework, leverage national and state benchmarks, and reference case studies in the field with proven results.