This is the third part of a three-part blog series. If you missed the first two parts, read them here: Defining Talent Pipeline and What is Talent Pipeline Mapping and Why Do It?

Mapping talent pipelines can take various forms and the following are recommendations and questions to consider for yourself and your organization. Team Torace has created a complete suite of guides and tools to aid you in this process. Go to our Understanding Your Talent Pipeline resource to download them.

Who Should Be Involved?

This blog series was created specifically for human resources or personnel professionals but its utility is not exclusive to that role. This work can be done by a sole person, but we recommend collaborating with a team to help translate findings into actionable outcomes. Some questions to consider when assembling a team:

• Who is involved in hiring and promoting teachers, APs, and principals?

• Who has knowledge of internal and external pipelines?

Where Should This Work Be Done?

Team Torace has created various templates, tables, and diagrams to record the information you gather about your teacher, AP, and principal pipelines. You can download the PDFs to print and use them in paper and pen format or you can download the editable versions and use them digitally and/or as collaborative documents. All documents should be saved and shared with those involved in the process.

What Do You Need to Do?

1. Look at Your Internal Pipeline Landscape: Start by mapping your internal pipeline by looking at the big picture first, take an inventory of your active and inactive pipeline categories, then zoom into your active categories to provide a more detailed understanding, and then assess each pipeline category for visibility.

2. Assess Your Internal Pipeline: It is important to understand the equity of access to each pipeline category and stage of your pipeline. Then, you can assess the basic health of your pipeline from the perspective of yield, supports, and culture.

3. Look at Your External Pipeline Landscape: Now, map your external pipelines for teachers, APs, and principals and then assess the knowledge and visibility of each channel or agency that provides applicants.

4. Understand How Your Internal and External Pipelines Complement Each Other: You can better understand the whole picture by looking at basic numbers to get a better sense of how staff career interests, pipeline programming, and vacancies can work together, or occasionally be at odds. Although not necessary, this information can be valuable for informing your future programming.

Team Torace’s Talent Pipeline Tool can help you through each step of the way with detailed instructions and templates, you can access our resource here. If you would like more support in the form of consultative services, please reach out to us at [email protected].