In a recent government meeting, Gary Manuel, the Director of Human Resources, provided an overview of the HR department's structure and ongoing initiatives aimed at improving recruitment and retention within the district. With over 33 years of experience, Manuel emphasized the critical role of HR in managing employee processes from recruitment to onboarding, benefits, and payroll.

Manuel highlighted the department's current focus on addressing staffing challenges, particularly in filling high-need positions such as bus drivers and teachers. He noted that the district is facing a \"perfect storm\" of fewer students entering the teaching profession and an increasing number of teachers leaving, creating significant vacancies. To combat this, he proposed exploring nontraditional recruitment strategies, including targeting individuals seeking career changes.

The discussion also touched on the importance of metrics in understanding employee turnover and retention. Manuel advocated for \"stay interviews\" to gather insights from high-performing staff to identify factors that might lead them to leave the district. He expressed optimism that recent improvements in compensation for paraeducators would enhance retention rates.

In response to inquiries about the substitute teacher pool, Manuel acknowledged the challenges in recruiting substitutes, suggesting that targeted advertising could help raise awareness of the need for substitute teachers. He clarified that becoming a substitute does not require the same certification as a full-time teacher, which could alleviate misconceptions that deter potential candidates.

Overall, the meeting underscored the district's commitment to becoming an employer of choice in Rapid City, with a focus on innovative recruitment and retention strategies to address ongoing staffing challenges.