Imagine stepping into a school district radiating with pride and a mission-driven team ready to make a difference. That's exactly what Dr. Michael Irizarry, the Assistant Superintendent of Academic Services in the Olean City School District, does every day, and he's here to share the playbook on how to recruit and retain the cream of the crop in education. In our latest Husky Huddle episode, we go behind the scenes of what it takes to create a thriving educational team. Dr. Irizarry, in his inaugural year, has not only woven the district's values into his strategy but also ensured that each new educator is met with unwavering support, much like the mentorship program enhanced by Sarah Morris.
As we celebrate the induction of new Huskies into our pack, we reflect on the exceptional culture that makes our district stand out in a sea of red and gold. Dr. Irizarry's insights, coupled with the vibrant community spirit, underscore the importance of a supportive environment where both educators and students flourish. Joining this episode, he leaves us looking forward to the future with anticipation for continued collaboration and shared successes. So, sit back and listen to how the Olean City School District is not just recruiting teachers but nurturing leaders and innovators for a brighter educational future.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:04):
Well, thank you for joining me on my most recent and
most latest podcast of LaHacienda.
I am so excited to finally pindown our assistant
superintendent from the OleanCity School District, dr Mike
Irizarry, who is here in personand looking happy to be here to
(00:30):
talk to us today.
So, without further ado,michael, can you please tell us
a little bit about yourself andthen you can tell us why you're
here.
Speaker 2 (00:42):
Well, I am here today because it had to happen.
Yes, it did.
I need to be here.
I just wanted to make sureeveryone else had the first
trial runs to do this, and then,of course, you know, save the
best for last, so to speak.
Right, a little bit aboutmyself.
So I'm enjoying my first yearhere, about 10 months in.
(01:03):
I really enjoy being theassistant superintendent and one
of the things that's uniqueabout this position is that it
really integrates a lot of humanresources into the
instructional side ofprogrammatic development and
planning and where we're goingand always looking down the
horizon while we work to bettertoday in the school.
(01:26):
And so I come from Marilla, newYork, which is a little past
East Aurora, so it's about anhour 20 minute drive, not too
far from there.
Yeah, the country store.
So people, if they go up thatway, they know where the Marilla
Country Store is.
Speaker 1 (01:46):
Not the Toy Store.
Speaker 2 (01:48):
Not the Toy Store, but not too far from
Fisher-Price.
And yeah, it's a nice ruralcommunity.
It provides some extra time onthe drive for some podcasts and
calls from the wife and you know, add to the list and this
podcast and this podcast, yes.
Speaker 1 (02:06):
Nice, good answer, good answer.
Speaker 2 (02:10):
So I enjoy it.
So, yeah, I enjoy being here.
Speaker 1 (02:13):
Awesome, and how would you describe your first
year?
Speaker 2 (02:18):
So there's a learning curve.
So I'm always studying andreviewing and reading practices
and policies.
But Olean has been verywelcoming and the stakeholders
they want to work, they want topartner.
There's a lot of pride here andpeople take pride in wanting to
(02:39):
better the school.
They want to better theprograms, they want to provide
more opportunities for studentsand I'm happy to be a part of
that tradition.
Speaker 1 (02:48):
Awesome, all right, well, thank you.
So you are here to discusssomething very, very specific
with our listeners, who may beexisting Huskies or may want to
be a Husky.
What is that topic?
Speaker 2 (03:04):
So I'm going to talk about recruitment and retention.
Speaker 1 (03:09):
Okay, awesome.
Well, the floor is yours.
Speaker 2 (03:12):
All right.
So here we go.
My role in the hiring andrecruitment process is really
multifaceted.
Each year as the academiccalendar draws to a close, I
find myself deeply involved inthe intricate dance of finding
the right educators to join ourdiverse community.
It all begins with acomprehensive review of our
(03:34):
staffing needs for the upcomingschool year.
Working closely with principalsand our business administrator,
we assess our current staffcomposition, projected
enrollment and any programmaticchanges that may impact staffing
requirements for Olean.
Then, once we've identified ourneeds, we embark on a strategic
recruitment campaign.
(03:54):
We embark on a strategicrecruitment campaign.
This involves posting jobopenings through various
channels, attending jobrecruitment fairs and leveraging
our network of educators andalumni, and this is especially
strong here in Olean.
I believe in casting a wide netto attract a diverse pool of
candidates who not only possessthe requisite skills and
qualifications, but also embodythe values and ethos of our
(04:18):
district.
Speaker 1 (04:19):
So how do you find the right Husky?
Speaker 2 (04:22):
Well, there's a lot of different ways.
We have newspaper ads, we'regoing to have ads in the radio,
we are talking to collegesthrough affiliations, talking to
graduates through alumni,through professors so there is
really truly a wide net throughaffiliations here that I'm not
(04:44):
used to and it's really great tosee that we've even added to
those lists of collegeaffiliations this year and from
all those differentopportunities to meet people and
talk to potential candidates.
When those applications startpouring in, each one is
meticulously reviewed and we payclose attention to candidates'
(05:06):
experiences, references andalignment to our district's
mission and vision and vision.
We're not just looking foreducators, but we're seeking
individuals who are passionateabout making a difference in the
lives of students here in theOlean City School District.
Speaker 1 (05:22):
Awesome.
And who liked to wear red andgold?
Speaker 2 (05:26):
Has to be Right and they get to choose a tumbler red
or gold.
Speaker 1 (05:30):
Right, right, that's important.
Speaker 2 (05:32):
Yeah, tumblers are a big deal.
And after we talk to them weinvite them in for interviews.
And interviews are a verycrucial step here, and we take
great care in conductingthorough interviews.
And each interview committee isvery professional and they take
the confidentiality veryseriously in their work.
(05:54):
And we assess candidates'professional abilities.
But we also gauge theirinterpersonal skills and the
cultural fit within our schoolcommunity, and we believe here
that a harmonious workingenvironment is essential for
fostering collaboration andstudent success.
(06:14):
One aspect of our recruitmentprocess that I'm particularly
proud of is our mentorshipprogram.
Recognizing the challenges thenew teachers often face,
especially in their first year,we pair each new hire with an
experienced mentor.
These mentors provideinvaluable support, guidance and
encouragement as their menteesnavigate the joys and challenges
(06:36):
of teaching in our district,whether it's right out of the
gate from college or they haveexperience.
But it's their first year hereat Olean.
Throughout last summer Ioversaw the orientation sessions
for new hires, where theyintroduced a new curriculum,
instructional practices anddistrict practices.
(06:58):
It's also time for them toconnect with their mentors and
build relationships that willsustain them throughout the year
.
One of the things we've alsodone in our staff retention
efforts was to add a mentortraining to the established
mentor program in the fall.
Staff retention efforts areessential for Olean because
(07:22):
increasing the likelihood ofpositive educational outcomes
prioritizes the well-being andsuccess of both students and our
new staff members.
Speaker 1 (07:32):
Yes, yes.
Speaker 2 (07:36):
So Sarah Morris, who's a Washington West second
grade teacher, Was already beenon the podcast.
Yes, ahead of me making sureeverything was working fine.
She is currently working on heradministrative internship and
(07:59):
she has taken a crucialleadership role in terms of
planning, agenda development andevent coordination to make our
new mentee meetings meaningfulfor our new staff and we've
already had one earlier thisyear and Sarah partnered with
Rachel Schreiber, who is thepresident of the Olean Teacher
Association, to lead the firstsession and there were pictures
from the session and you cantell teachers they were enjoying
(08:20):
themselves.
They were able to discusstrials and tribulations and
successes of their first yearwith their peers and you know, I
heard that it was a really goodevent and one of the things
that I believe in that we'vepartnered with the Teachers
Association is on is that it'sreally led by the teachers for
(08:42):
the teachers and they really buyinto that.
We have another one coming up.
We do.
May 8th is our next one.
In looking ahead to this summer, we're working to add a second
day to our new teacherorientation.
This additional time willprovide opportunities for
additional presentations for ournew staff as well as essential
(09:04):
time for our mentors and menteesto collaborate and prepare for
the start of the 24-25 schoolyear.
And you're hearing it first onthis podcast, but one of Olean's
own, mr Mike Martel, has agreedto be the tour guide for our
first tour that we're going toincorporate for our new staff.
Speaker 1 (09:24):
Will there be a Husky mobile?
Speaker 2 (09:27):
We're going to try to arrange for a Husky mobile.
Speaker 1 (09:29):
Will the Husky be present?
Speaker 2 (09:32):
I'm working on the Husky next.
She doesn't know it, but I'mgoing to be knocking on her door
about the Husky.
We need to have the Husky.
We may have to keep the Huskyin air conditioned in the Husky
mobile.
Speaker 1 (09:45):
I'm looking forward to this.
Speaker 2 (09:47):
Absolutely.
And then, as we look for theacademic year to keep unfolding,
our teacher mentors areactively involved in supporting
new teachers and monitoringtheir progress.
I've had several meetings withsome of them.
The mentors are also writingdown notes to update the
(10:08):
onboarding book they used as aguide for talking points and
activities and discussions withtheir new mentees.
They conduct regular check-insand talk about professional
development opportunities withtheir mentees to ensure they
have the tools and resourcesthey need to thrive in their new
roles as colleagues here in thedistrict.
(10:28):
So, looking back at my time inOlien so far, I do find immense
satisfaction in seeing ourmentor plan efforts come to
fruition.
The careful selection of mentorteachers who share their values
, expertise and who provide longhours of ongoing support is
especially strong here at Oleanand I look forward to continuing
(10:51):
that with our year one menteeswill be provided another year of
mentorship next year, as wellas introducing the next year one
cohort for the 24-25 schoolyear.
Speaker 1 (11:05):
Fantastic.
Speaker 2 (11:07):
So the last plug-in I can say is we're very busy with
hiring right now and as thehiring season continues, I'll
remain committed to upholdingthe standards of excellence and
investing in the continuedgrowth and development of our
staff here at Olean City SchoolDistrict Awesome.
Speaker 1 (11:25):
If someone wants to join our team.
Where do they go?
How do they do it?
Speaker 2 (11:31):
They can go to our website.
Our website on the HR page willdirect them either to
Schoolfront, which is updating,or to the One Eric site which is
also updating their platformfor ease of navigation to apply
and then also for the onboardingprocess that we're looking to
update that electronically toreally meet our candidates where
(11:53):
they are and have a lot of thepreparation in terms of
paperwork done ahead of time sowe can onboard them quicker.
Speaker 1 (11:59):
Okay, and there's lots of different roles
available, lots of differentways.
You can become a Husky now,right.
Speaker 2 (12:08):
Yes, we've filled some roles, but we're currently
looking for elementary andsecondary special ed teachers,
school psychologists.
We'll be interviewing for mathand English teachers, a social
studies teacher.
We need an athletic trainer.
That's very important.
And for civil service, we dohave some openings in an
(12:31):
informational tech specialist aspart of our IT department who's
really a computer tech, a firstlevel responder to technical
needs within the district.
And we also, through civilservice, have some keyboard
specialists or secretarypositions.
One is in the CSC office,another one is in our Eastview
(12:54):
Elementary that we are lookingto fill.
Speaker 1 (12:57):
Fantastic, and we are open to people relocating
coming here if they would like.
Speaker 2 (13:05):
Absolutely, and one of the neat things that we're
going to have soon is thatthere's a group that is putting
together what makes Olean greattype of video, and once that
video is done, I want to get aQR code to that so that we can
direct candidates at job fairs,job events earlier this year who
(13:30):
may not know the area maybejust St Bonaventure specifically
about all the great reasons whysettling here in the local area
is good and what there is to doand what the area has to offer.
Speaker 1 (13:44):
Yeah, because it's a great treasure.
Once you come here, you'regoing to love it.
So we'll take any goodeducators who want to be part of
our Husky team.
Now you know how to join ourHusky team.
You know we have the mostawesome colors red and gold and
(14:05):
we've got the best students,staff and faculty, and we are so
happy to have anybody who isreally truly dedicated to our
district join our team.
So well.
Thank you for finally coming onour Husky Huddle.
(14:26):
I appreciate it.
I am so happy that now everyoneknows how they can join our
wonderful team.
I'm thankful to have you on ourteam.
You're welcome we hope that youwill be on here several times
more in the future.
Speaker 2 (14:42):
Absolutely, I promise .
Speaker 1 (14:44):
Well, thank you so much, Thank you.
Well, thank you for joining me on my most recent and
most latest podcast of LaHacienda.
I am so excited to finally pindown our assistant
superintendent from the OleanCity School District, dr Mike
Irizarry, who is here in personand looking happy to be here to
(00:30):
talk to us today.
So, without further ado,michael, can you please tell us
a little bit about yourself andthen you can tell us why you're
here.
Speaker 2 (00:42):
Well, I am here today because it had to happen.
Yes, it did.
I need to be here.
I just wanted to make sureeveryone else had the first
trial runs to do this, and then,of course, you know, save the
best for last, so to speak.
Right, a little bit aboutmyself.
So I'm enjoying my first yearhere, about 10 months in.
(01:03):
I really enjoy being theassistant superintendent and one
of the things that's uniqueabout this position is that it
really integrates a lot of humanresources into the
instructional side ofprogrammatic development and
planning and where we're goingand always looking down the
horizon while we work to bettertoday in the school.
(01:26):
And so I come from Marilla, newYork, which is a little past
East Aurora, so it's about anhour 20 minute drive, not too
far from there.
Yeah, the country store.
So people, if they go up thatway, they know where the Marilla
Country Store is.
Speaker 1 (01:46):
Not the Toy Store.
Speaker 2 (01:48):
Not the Toy Store, but not too far from
Fisher-Price.
And yeah, it's a nice ruralcommunity.
It provides some extra time onthe drive for some podcasts and
calls from the wife and you know, add to the list and this
podcast and this podcast, yes.
Speaker 1 (02:06):
Nice, good answer, good answer.
Speaker 2 (02:10):
So I enjoy it.
So, yeah, I enjoy being here.
Speaker 1 (02:13):
Awesome, and how would you describe your first
year?
Speaker 2 (02:18):
So there's a learning curve.
So I'm always studying andreviewing and reading practices
and policies.
But Olean has been verywelcoming and the stakeholders
they want to work, they want topartner.
There's a lot of pride here andpeople take pride in wanting to
(02:39):
better the school.
They want to better theprograms, they want to provide
more opportunities for studentsand I'm happy to be a part of
that tradition.
Speaker 1 (02:48):
Awesome, all right, well, thank you.
So you are here to discusssomething very, very specific
with our listeners, who may beexisting Huskies or may want to
be a Husky.
What is that topic?
Speaker 2 (03:04):
So I'm going to talk about recruitment and retention.
Speaker 1 (03:09):
Okay, awesome.
Well, the floor is yours.
Speaker 2 (03:12):
All right.
So here we go.
My role in the hiring andrecruitment process is really
multifaceted.
Each year as the academiccalendar draws to a close, I
find myself deeply involved inthe intricate dance of finding
the right educators to join ourdiverse community.
It all begins with acomprehensive review of our
(03:34):
staffing needs for the upcomingschool year.
Working closely with principalsand our business administrator,
we assess our current staffcomposition, projected
enrollment and any programmaticchanges that may impact staffing
requirements for Olean.
Then, once we've identified ourneeds, we embark on a strategic
recruitment campaign.
(03:54):
We embark on a strategicrecruitment campaign.
This involves posting jobopenings through various
channels, attending jobrecruitment fairs and leveraging
our network of educators andalumni, and this is especially
strong here in Olean.
I believe in casting a wide netto attract a diverse pool of
candidates who not only possessthe requisite skills and
qualifications, but also embodythe values and ethos of our
(04:18):
district.
Speaker 1 (04:19):
So how do you find the right Husky?
Speaker 2 (04:22):
Well, there's a lot of different ways.
We have newspaper ads, we'regoing to have ads in the radio,
we are talking to collegesthrough affiliations, talking to
graduates through alumni,through professors so there is
really truly a wide net throughaffiliations here that I'm not
(04:44):
used to and it's really great tosee that we've even added to
those lists of collegeaffiliations this year and from
all those differentopportunities to meet people and
talk to potential candidates.
When those applications startpouring in, each one is
meticulously reviewed and we payclose attention to candidates'
(05:06):
experiences, references andalignment to our district's
mission and vision and vision.
We're not just looking foreducators, but we're seeking
individuals who are passionateabout making a difference in the
lives of students here in theOlean City School District.
Speaker 1 (05:22):
Awesome.
And who liked to wear red andgold?
Speaker 2 (05:26):
Has to be Right and they get to choose a tumbler red
or gold.
Speaker 1 (05:30):
Right, right, that's important.
Speaker 2 (05:32):
Yeah, tumblers are a big deal.
And after we talk to them weinvite them in for interviews.
And interviews are a verycrucial step here, and we take
great care in conductingthorough interviews.
And each interview committee isvery professional and they take
the confidentiality veryseriously in their work.
(05:54):
And we assess candidates'professional abilities.
But we also gauge theirinterpersonal skills and the
cultural fit within our schoolcommunity, and we believe here
that a harmonious workingenvironment is essential for
fostering collaboration andstudent success.
(06:14):
One aspect of our recruitmentprocess that I'm particularly
proud of is our mentorshipprogram.
Recognizing the challenges thenew teachers often face,
especially in their first year,we pair each new hire with an
experienced mentor.
These mentors provideinvaluable support, guidance and
encouragement as their menteesnavigate the joys and challenges
(06:36):
of teaching in our district,whether it's right out of the
gate from college or they haveexperience.
But it's their first year hereat Olean.
Throughout last summer Ioversaw the orientation sessions
for new hires, where theyintroduced a new curriculum,
instructional practices anddistrict practices.
(06:58):
It's also time for them toconnect with their mentors and
build relationships that willsustain them throughout the year
.
One of the things we've alsodone in our staff retention
efforts was to add a mentortraining to the established
mentor program in the fall.
Staff retention efforts areessential for Olean because
(07:22):
increasing the likelihood ofpositive educational outcomes
prioritizes the well-being andsuccess of both students and our
new staff members.
Speaker 1 (07:32):
Yes, yes.
Speaker 2 (07:36):
So Sarah Morris, who's a Washington West second
grade teacher, Was already beenon the podcast.
Yes, ahead of me making sureeverything was working fine.
She is currently working on heradministrative internship and
(07:59):
she has taken a crucialleadership role in terms of
planning, agenda development andevent coordination to make our
new mentee meetings meaningfulfor our new staff and we've
already had one earlier thisyear and Sarah partnered with
Rachel Schreiber, who is thepresident of the Olean Teacher
Association, to lead the firstsession and there were pictures
from the session and you cantell teachers they were enjoying
(08:20):
themselves.
They were able to discusstrials and tribulations and
successes of their first yearwith their peers and you know, I
heard that it was a really goodevent and one of the things
that I believe in that we'vepartnered with the Teachers
Association is on is that it'sreally led by the teachers for
(08:42):
the teachers and they really buyinto that.
We have another one coming up.
We do.
May 8th is our next one.
In looking ahead to this summer, we're working to add a second
day to our new teacherorientation.
This additional time willprovide opportunities for
additional presentations for ournew staff as well as essential
(09:04):
time for our mentors and menteesto collaborate and prepare for
the start of the 24-25 schoolyear.
And you're hearing it first onthis podcast, but one of Olean's
own, mr Mike Martel, has agreedto be the tour guide for our
first tour that we're going toincorporate for our new staff.
Speaker 1 (09:24):
Will there be a Husky mobile?
Speaker 2 (09:27):
We're going to try to arrange for a Husky mobile.
Speaker 1 (09:29):
Will the Husky be present?
Speaker 2 (09:32):
I'm working on the Husky next.
She doesn't know it, but I'mgoing to be knocking on her door
about the Husky.
We need to have the Husky.
We may have to keep the Huskyin air conditioned in the Husky
mobile.
Speaker 1 (09:45):
I'm looking forward to this.
Speaker 2 (09:47):
Absolutely.
And then, as we look for theacademic year to keep unfolding,
our teacher mentors areactively involved in supporting
new teachers and monitoringtheir progress.
I've had several meetings withsome of them.
The mentors are also writingdown notes to update the
(10:08):
onboarding book they used as aguide for talking points and
activities and discussions withtheir new mentees.
They conduct regular check-insand talk about professional
development opportunities withtheir mentees to ensure they
have the tools and resourcesthey need to thrive in their new
roles as colleagues here in thedistrict.
(10:28):
So, looking back at my time inOlien so far, I do find immense
satisfaction in seeing ourmentor plan efforts come to
fruition.
The careful selection of mentorteachers who share their values
, expertise and who provide longhours of ongoing support is
especially strong here at Oleanand I look forward to continuing
(10:51):
that with our year one menteeswill be provided another year of
mentorship next year, as wellas introducing the next year one
cohort for the 24-25 schoolyear.
Speaker 1 (11:05):
Fantastic.
Speaker 2 (11:07):
So the last plug-in I can say is we're very busy with
hiring right now and as thehiring season continues, I'll
remain committed to upholdingthe standards of excellence and
investing in the continuedgrowth and development of our
staff here at Olean City SchoolDistrict Awesome.
Speaker 1 (11:25):
If someone wants to join our team.
Where do they go?
How do they do it?
Speaker 2 (11:31):
They can go to our website.
Our website on the HR page willdirect them either to
Schoolfront, which is updating,or to the One Eric site which is
also updating their platformfor ease of navigation to apply
and then also for the onboardingprocess that we're looking to
update that electronically toreally meet our candidates where
(11:53):
they are and have a lot of thepreparation in terms of
paperwork done ahead of time sowe can onboard them quicker.
Speaker 1 (11:59):
Okay, and there's lots of different roles
available, lots of differentways.
You can become a Husky now,right.
Speaker 2 (12:08):
Yes, we've filled some roles, but we're currently
looking for elementary andsecondary special ed teachers,
school psychologists.
We'll be interviewing for mathand English teachers, a social
studies teacher.
We need an athletic trainer.
That's very important.
And for civil service, we dohave some openings in an
(12:31):
informational tech specialist aspart of our IT department who's
really a computer tech, a firstlevel responder to technical
needs within the district.
And we also, through civilservice, have some keyboard
specialists or secretarypositions.
One is in the CSC office,another one is in our Eastview
(12:54):
Elementary that we are lookingto fill.
Speaker 1 (12:57):
Fantastic, and we are open to people relocating
coming here if they would like.
Speaker 2 (13:05):
Absolutely, and one of the neat things that we're
going to have soon is thatthere's a group that is putting
together what makes Olean greattype of video, and once that
video is done, I want to get aQR code to that so that we can
direct candidates at job fairs,job events earlier this year who
(13:30):
may not know the area maybejust St Bonaventure specifically
about all the great reasons whysettling here in the local area
is good and what there is to doand what the area has to offer.
Speaker 1 (13:44):
Yeah, because it's a great treasure.
Once you come here, you'regoing to love it.
So we'll take any goodeducators who want to be part of
our Husky team.
Now you know how to join ourHusky team.
You know we have the mostawesome colors red and gold and
(14:05):
we've got the best students,staff and faculty, and we are so
happy to have anybody who isreally truly dedicated to our
district join our team.
So well.
Thank you for finally coming onour Husky Huddle.
(14:26):
I appreciate it.
I am so happy that now everyoneknows how they can join our
wonderful team.
I'm thankful to have you on ourteam.
You're welcome we hope that youwill be on here several times
more in the future.
Speaker 2 (14:42):
Absolutely, I promise .
Speaker 1 (14:44):
Well, thank you so much, Thank you.
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