RECRUITMENT, TRAINING, AND SUPPORT OF ALTERNATIVE CERTIFICATION TEACHERS FOR HIGH-NEED NYC SCHOOLS

1. Introduction:

The Office of Teacher Recruitment and Quality (TRQ) is responsible for the recruitment of high-quality teachers to meet the staffing needs of New York City Public Schools (NYCPS), as well as for developing initiatives to promote the equitable and quality distribution of teachers across all schools.

1. Background:

Ensuring equitable access to high-quality instruction is a key priority for NYCPS. NYCPS has worked to strengthen teacher pipelines to address staffing challenges in high-need subject areas and hardest-to-staff districts. Still, gaps remain as schools face persistent shortages, and class size mandates increase hiring needs. To close these gaps, NYCPS must expand recruitment efforts and grow the pool of qualified teacher candidates.

1. Objective:

The purpose of this RFI is to gather information on recruiting, training, placing, and supporting certified alternative certification shortage area teachers in New York City’s hard-to-staff schools and early childhood education centers. The responses should address the comprehensive continuum of services to ensure teacher effectiveness, retention, and alignment with NYCPS’s equity and inclusion goals.

1. Scope of Information

The responses shall address the following:

1. 1. Recruitment and Selection
      1. Identify and recruit diverse candidates with strong academic backgrounds, leadership potential, and commitment to educational equity.
      2. Prioritize candidates from underrepresented backgrounds, including individuals of color, first-generation college graduates, and local New Yorkers.
      3. Conduct rigorous selection processes to ensure high-quality candidate pools.
   2. Pre-Service Training

1. 1. 1. Deliver a six-month pre-service training program including asynchronous onboarding, centralized virtual learning, supervised teaching practicum, and coaching.
      2. Prepare candidates to teach in high-need subjects (e.g., special education, early childhood education, STEM).
      3. Support candidates in developing culturally responsive pedagogy and inclusive classroom practices.

1. 1. Certification and Graduate Education
      1. Facilitate enrollment in accredited graduate programs leading to a master’s degree in education and Transitional B certification.
      2. Provide financial support and resources for certification exams and tuition offset.
      3. Coordinate with graduate institutions to ensure tailored coursework and instructional coaching.
   2. Placement and Hiring
      1. Collaborate with NYCPS and early childhood centers to place candidates in hard-to-staff schools and priority neighborhoods.
      2. Support candidates through the hiring process, including interview preparation and logistical assistance.

1. 1. Ongoing Support and Development
      1. Provide two years of differentiated coaching, professional development, and leadership training.
      2. Establish peer learning communities and affinity groups to promote resilience and retention.
   2. Alumni Engagement
      1. Support alumni educators through leadership development, networking, and career advancement opportunities.
      2. Partner with NYCPS to retain high-performing alumni in school-based roles and leadership pipelines.

1. 1. Deliverables
      1. Place certified shortage area teachers in designated high need schools at a scale required by the district.
      2. Ensure all requirements are met for eligibility to begin teaching under a Transitional B certification.
      3. Biannual reports detailing recruitment metrics, placement outcomes, and teacher performance.
      4. Alumni engagement strategy and programming.
   2. Performance Metrics

1. 1. 1. Percentage of teachers recruited in shortage areas
      2. Percentage of teachers placed in high need schools
      3. Percentage of teachers retained through two-year commitment.
      4. Improvement in student achievement in partner schools.
      5. Diversity benchmarks met in recruitment.
      6. Satisfaction ratings from school administrators and teachers.
      7. Number of alumni remained in NYCPS beyond initial commitment.

E. Submission Requirements:

Response should address the following components:

1. 1. Vendor Profile - Provide a brief overview of your organization.
   2. Program Plan - Clearly outline how your organization will deliver the required services and include a timeline for each.

1. 1. 1. Recruitment and Selection - Describe strategies for identifying and recruiting diverse candidates, prioritizing underrepresented groups, and conducting rigorous selection processes.
      2. Pre-Service Training - Detail the six-month training program, including onboarding, virtual learning, practicum, coaching, and preparation for high-need subjects. Emphasize culturally responsive pedagogy.
      3. Certification and Graduate Education - Explain how you will facilitate enrollment in graduate programs, provide financial support for certification, and coordinate tailored coursework with institutions.
      4. Placement and Hiring - Outline collaboration with NYCPS schools for candidate placement, interview preparation, and logistical support.
      5. Ongoing Support and Development - Describe two years of coaching, Professional Development, leadership training, peer learning communities, and wellness resources.
      6. Alumni Engagement - Present strategies for leadership development, networking, and retention of alumni in NYCPS roles.

1. 1. Qualifications :
      1. Prior success in similar teacher pipeline programs.
      2. Work in NYC public schools or large urban districts.
      3. Documented improvements in teacher quality, retention, and student achievement.
   2. Organizational Capacity
      1. Staffing and resources for recruitment, training, placement and support
      2. Resumes of key personnel

1. 1. 1. Infrastructure for reporting and compliance

1. 1. Performance Metrics & Reporting
      1. Recruitment and placement in shortage areas
      2. Retention rates over two years
      3. Diversity benchmarks
      4. Student achievement improvements
      5. Satisfaction ratings
      6. Alumni retention beyond initial commitment.

F. Submission Instructions

All responses must be submitted in PDF format using the online submission form: https://survey.alchemer.com/s3/8626566/rfi-i-1869-new-york-city-department-of-education-request-for-information-rfi-recruitment-training-and-support-of-alternative-certification-teachers-for-high-need-nyc-schools

• Detailed proposal
• Relevant supporting documentation (e.g., case studies, compliance certifications, team bios)
• Submission Due Date and Time: Friday, January 23, 2026, 4:00 PM EST

G. SecurityAdherence and ERMA Compliance

Vendors must adhere to all applicable security standards and protocols to ensure the protection of sensitive data and the privacy of students and staff. All systems and solutions must comply with the Citywide Cybersecurity Requirements for Vendors & Contractors and NYCPS Data Privacy and Security Policies as set forth by the NYC Public Schools. Vendors should familiarize themselves with the NYCPS Data Privacy and Data Security Compliance process and ensure that their solutions are fully compliant with these standards. For detailed information on NYCPS Privacy and Data security polices and related resources, please visit the NYCPS Data Privacy and Security Policies.

H. Disclaimer

This RFI is issued solely for informational and planning purposes and does not constitute a solicitation or commitment to purchase. Responses to this RFI will not result in any contractual obligations between the NYCPS and any responding vendor. This RFI does not guarantee that solicitation will follow or that a vendor will be selected for contract negotiations.

We look forward to reviewing your responses and appreciate your interest in partnering with the NYCPS to enhance classroom environments for our students and staff.