Work Type
Talent Strategy, Academic Strategy, Leadership Coaching, Staffing
System Type
Charter School Network
2023 - 2026
Talent Support Summary
Over three years, Hendy Avenue Consulting has partnered with Hebrew Public through a critical period of talent team evolution and organizational transformation. The engagement evolved strategically to meet the organization's changing needs:
- Year 1: Foundation Building - Provided coaching and leadership development for Hebrew Public's talent leader, establishing core talent management practices and building leadership capacity.
- Year 2: Embedded Partnership - Transitioned to fractional talent leadership support for 3 months, providing hands-on team advising and strategic decision-making guidance during peak hiring season. This phase focused on operational efficiency while supporting the broader talent team.
- Year 3: Strategic Advisory - Shifted to a strategic guidance model, conducting external benchmarking research across multiple charter organizations and facilitating internal stakeholder conversations to support strategic decision-making. Delivered actionable recommendations on compensation and staff incentives strategy, KPI development, talent planning, retention practices, positioning Hebrew Public to implement data-driven talent systems moving forward.
Outcomes
- Talent calendar and strategic priorities map to support senior leadership planning for talent
- Talent philosophy statement that highlights core offerings and the employee value proposition for Hebrew Public Charter Schools
- Clear recommendations for people-facing policies to revise in the near and long term
- More competitive Referral Bonus Programming and Initiatives Plan
- KPIs are now tracked and reported out on in a cascading way, reaching all critical stakeholders
- Adjusted approach to talent team meeting scope and sequence
2020 - 2026
Academic Support Summary
Hendy provided strategic and responsive support to schools and network leadership, focusing on sustaining instructional health and school quality during periods of transition and program expansion. This work included:
- Strategic Leadership Coaching: Partnering with Heads of School and Instructional Leadership Teams to navigate network-level structural changes, define mission-aligned visions (e.g., the ideal graduate profile for a middle school expansion at HLA2), and lead the launch of new grade-level programming.
- Systems Establishment: Building systemic accountability through consistent leadership routines such as: school walkthrough cycles, formalized data-planning rituals, and aligned evaluation structures.
- Instructional Leadership Development: Strengthening leadership capacity through targeted coaching on walkthroughs, calibration, and observation-to-feedback cycles, ensuring teams can identify and address instructional challenges in real-time and plan and sustain coaching cycles that drive development.
- Data-Driven Decision Making: Facilitating regular data meetings to analyze instructional impact, refine curriculum alignment, and ensure that school-wide instructional monitoring is proactive and evidence-based.
Outcomes
From 2022 to 2025 the network’s New York schools grew from 46.5% proficient to 70% proficient in grades 3-8 mathematics on the NYS Math Exam. Read more about Hendy's work with Hebrew Language Academy on Hendy's blog.
2018 - 2020
Strategic Staffing Summary
Hendy supported the network with strategic staffing for leader and teacher roles. This support included:
- Creating and implementing a network-wide staffing strategy
- Creating hiring tools including interview rubrics, screening scripts, and scoring tools
- Designing and facilitating selection days for teacher hiring
- Training school leaders on recruitment and selection practices
- Supporting hiring managers to make strategic hiring decisions
Hendy also supported Hebrew Public with three priorities related to teacher and leader evaluation and development:
- Define high level 2018-2019 teacher and school leader evaluation expectations and timeline
- Partner with Hebrew Public educators to design and pilot a comprehensive teacher and school leader evaluation process, tools and communications to be implemented in the 2019-2020 school year
- Develop a cohesive, competitive and cost-effective compensation and staffing model for teachers and school leaders (not yet based on performance)
Outcomes
As a result of Hendy's partnership, the network team was able to establish structures for centralized staffing to ensure high quality candidates were available for school leaders to select from. The team also established systems for common screening, reference checking, and interview processes. Hebrew Public also developed evaluation forms for both groups of employees, as well as processes for implementation. The network created a revised approach to leader and teacher compensation that met current budget constraints. Hendy worked closely with the network to implement these new systems and make decisions based on changing operational context.