[{"_1":2,"_99":-5,"_100":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75,87],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":44,"_46":47,"_48":49,"_50":51,"_52":53,"_54":55,"_56":57,"_58":59,"_60":61,"_62":63,"_64":65,"_66":67,"_68":69,"_70":71,"_72":73,"_74":73},"mediaId",6469142,"mediaKeyId","5781156-af4c3bc2224b811156fc61af0138277c","parentId",5781156,"title","Board sets District 8 vacancy timeline; applications due end of October, prospective swearing in set for Dec. 2","audioSeconds",0,"startMs",7696000,"endMs","viewUrl","/Search/View?dp=1&key=5781156-af4c3bc2224b811156fc61af0138277c&start=7696&end=7696","thumbnailUrl","https://assets.pipeline.soar.com/5781156-af4c3bc2224b811156fc61af0138277c/thumbnail_7696000.jpg","articleUrl","/articles/6469142/North-Carolina/Board-sets-District-8-vacancy-timeline-applications-due-end-of-October-prospective-swearing-in-set-for-Dec-2","mediaUrl","https://secure.pipeline.soar.com/6469142-82ca7af48291382f01a718424d8e0e20/orig.mp4?Expires=1773283676&Signature=LcI-ZnI~32cRUL7DbUYwwV200J4q~TvXB~abLYqL5oiHjeZ4bB05EW7iGMJaBOlZsOvm3OunjAkcntw1TyaO3zORL3Uh2wVLHO2Tj6Ny454Sy9~gtITk8qWH7xE-GgWZnM93OSeXL~HJrwnZX0qH4skMx5epQac47neote-dlDSh9vaCnptpyEjDbIOwZP6hCiEg6huWvMGMCbZyCk4R9ULu1ZLLqj0uI9HjOJPub~tWQujKM1akU-0yMLNVMlx0fpHKCe1rNgEaDu0w0I04FWlLwxBsJxR~uXnYiISkuMw7a7U5P8VfvdtGIs4qGd~IaM5zTPIYxy7a6WD~7tbVOQ__&Key-Pair-Id=KUT5TJCACFTXG","author","Wake County Schools","date","2025-09-16T21:35:34Z","article","Board leadership presented and the board discussed a timeline and process to fill the District 8 vacancy at the Sept. 16 work session. The plan balances public notice, candidate review and the board's fall calendar.

Key elements of the timeline presented by board chair pro tem Allen:
- Public ad: District staff will release a vacancy advertisement on the district website and run digital advertising for a full 30 days. A limited print run in the News & Observer is possible on the newspaper's available print days.
- Application deadline and compilation: staff will compile all applications by Oct. 31 for board review and will provide candidate counts at October work sessions.
- Document deadline for proof of domicile: applicants domiciled in the district who cannot provide immediate utility proof may email the District 8 vacancy address with supporting information by Oct. 17 (5:00 p.m.) to allow staff time to verify materials.
- Candidate interviews and selection: the board discussed possible interview dates in mid‑to‑late November; the timeline presented allowed for candidate interviews before Thanksgiving. Board members discussed scheduling constraints and committee meeting conflicts and agreed on a mid‑to‑late‑November interview date range to be held during a single day of interviews.
- Swearing in: the selected candidate would be sworn in at the Dec. 2 board meeting, after the board's fall agenda activity.

Procedure and transparency: board members asked that candidate interview questions be sent to the board in advance (the draft questions will be provided to members the week of Oct. 31) and that staff provide regular applicant status updates at October and November work sessions. The district posted a dedicated vacancy email and webpage for questions and document submission.

Ending: the board approved releasing the advertised timeline as an informational and public process; staff will return with the candidate list and interview plan in advance of interviews. No formal ballot or recorded roll‑call vote was taken at the work session; the plan was presented and accepted for next steps.","mediaType","Video","parentTitle","2025-09-16 Work Session","oneSentenceSummary","The Wake County Board of Education released a public timeline to fill the District 8 board vacancy: the vacancy ad will run digitally for 30 days (with limited print placement), applications are to be compiled by Oct. 31, and the appointee is scheduled to be sworn in at the Dec. 2 board meeting.","taxTitle","Wake County Schools, School Districts, North Carolina","taxId",14083,"location","North Carolina","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_46":81,"_48":82,"_50":83,"_52":84,"_54":55,"_56":57,"_58":85,"_60":61,"_62":63,"_64":86,"_66":67,"_68":69,"_70":71,"_72":73,"_74":73},6469147,"Wake County reports 98.75% teacher fill rate; district prioritizes special‑education and transportation recruitment",2827,4994000,7821000,"/Search/View?dp=1&key=5781156-af4c3bc2224b811156fc61af0138277c&start=4994&end=7821","https://assets.pipeline.soar.com/5781156-af4c3bc2224b811156fc61af0138277c/thumbnail_4994000.jpg","/articles/6469147/North-Carolina/Wake-County-reports-9875-teacher-fill-rate-district-prioritizes-specialeducation-and-transportation-recruitment","https://secure.pipeline.soar.com/6469147-03f1d61830bf5c88b5d2f11f56cb6b99/orig.mp4?Expires=1773283676&Signature=Pz6gBA1fO5XwNElpQAaJmIkBeaBZ8-7aH~wn2gqtcUY6pbRJB-ftmqxcbtnQDcgE9MV-dXbflsDSki--da~jQJ9BanncbnWTj2hQt1KAEQwmVhIRpFx5l~ObGsg3ce7DhIPTSpcUJzponLx5h6jMG6bos52ZiRqMPGNPYgFm5bn0uORdcSsnQoLWsRj3bzmU03zz-oj9-ZnG78zDhy7dpTJ261uhVuA0jjNfZHpRTEdeGbuo5QdGcPMNHb4nmxt5X0nTlzAHqqPQkFQcoUv9bY8v5xcaHV2awTfFfU1q7GbDFKIa-o4rthr3uDoJT2qGo2HSOPOH~a09NTSLEg6w8w__&Key-Pair-Id=KUT5TJCACFTXG","Wake County Public School System human resources staff presented staffing and recruitment data to the Wake County Board of Education at the Sept. 16 work session, reporting strong overall hires this year alongside continuing shortages in special education and transportation.

Ajene Manolo, assistant superintendent for human resources, introduced the staffing update and turned the presentation to Christy (senior director for talent acquisition) and Crystal Gregory (director for recruitment). Christy and Gregory described recent recruitment strategies, pipelines and metrics and answered board questions.

Key figures and findings (as reported to the board):
- Teacher fill rate: 98.75% for the 2025 school year, equal to about 11,700 teaching positions and roughly 148 vacancies districtwide, a net improvement of about 22 fewer vacancies compared with the previous year.
- General education vacancies decreased by 27 compared with the prior year.
- Special education vacancies: 66 positions (an increase of 5 compared with the previous year); HR identified sped teachers and sped instructional assistants as priority areas.
- Instructional assistants: approximately 116 vacancies, 93 of which are in special education.
- Transportation: bus driver vacancies were down by 30 from September the previous year, though the district reported a bus‑driver fill rate near 65% of its ideal staffing level.
- New hires since July 1: more than 3,200 employees, including over 2,000 teachers; 149 internal promotions; 61 newly hired international teachers from more than 20 countries (about 240 international teachers working across 41 schools).
- Teacher pipelines: the future‑teachers program has hired 95 participants since 2019, with 130 students actively engaged in the program at the time of the update; 136 student teachers were hired into permanent roles this year (about 50 more than last year).

Recruitment strategies and tools discussed:
- A refreshed, mobile‑friendly careers site and targeted advertising for hard‑to‑fill roles.
- Expanded recruiter staffing that provides candidate care and hiring‑manager liaison functions.
- Use of tools in the ASIMS platform described as \"talent match,\" \"talent discovery\" and \"role fit\" to identify and convert candidates into hires.
- Increased outreach to HBCUs, regional universities and community groups; district job fairs and resume drives; three district job fairs and attendance at 35 college/university recruitment fairs in the past year.

Board members asked about the district's efforts to grow teachers from instructional assistants and college pipelines, the use of exit surveys to analyze departures (noted as newly implemented or improved), and whether onboarding and retention practices offer targeted supports for high‑need schools.

HR leaders described partnerships with universities to reduce barriers for IAs to earn certification and cited master's pay supplements and program partnerships as helpful recruitment incentives. They also said the district is formalizing onboarding: virtual onboarding through ISense and voluntary informational sessions for new hires, with plans to enhance those processes.

Operational priorities: HR identified special‑education staffing and transportation as top recruitment and retention priorities. The board discussed succession planning for senior central‑office roles and asked HR to report on upper‑level vacancy and succession planning in future updates.

Ending: HR staff said they will continue the district's targeted recruitment efforts, deepen successful pipelines and refine onboarding and exit‑survey analysis. The presentation was informational; no formal board vote was taken during the session.","Human resources staff updated the Wake County Board of Education on recruitment and vacancy data for September 2025, highlighting a 98.75% teacher fill rate, growth in future‑teacher pipelines, increased international hires and ongoing challenges filling special‑education roles and bus drivers.",{"_33":88,"_35":36,"_37":38,"_39":89,"_41":90,"_43":91,"_45":92,"_46":93,"_48":94,"_50":95,"_52":96,"_54":55,"_56":57,"_58":97,"_60":61,"_62":63,"_64":98,"_66":67,"_68":69,"_70":71,"_72":73,"_74":73},6469152,"AWS team briefs Wake County board on generative AI, urges data-first, use-case approach",4194,796000,4990000,"/Search/View?dp=1&key=5781156-af4c3bc2224b811156fc61af0138277c&start=796&end=4990","https://assets.pipeline.soar.com/5781156-af4c3bc2224b811156fc61af0138277c/thumbnail_796000.jpg","/articles/6469152/North-Carolina/AWS-team-briefs-Wake-County-board-on-generative-AI-urges-data-first-use-case-approach","https://secure.pipeline.soar.com/6469152-93b8d458bd09eddaaf66eac22be169d5/orig.mp4?Expires=1773283676&Signature=fzQ4IGBkPAT6Uapq8T7dqW~NINPd6~kHWp5YnxCURfNZ~v5Bd-UGNGPevkE~fZBHzuyfbNEcuhxlG02gONfFZKMW3egthTiqyFsprNt7o9O2niUpCy4L9k3EX9ZNfnHnBH83hToUsdMfblYMzuucOrST7hCV29rrxC5uYMSMXoG~e8z5IdCwPbiMsKvnt-0a2wtHhRD6~~9904pAnsQ7-AkN00~BTlrrMxW1kG1YeShQLD5xMprLLgbgrye09Z6oxkuilikOkFTONKjBtqptOKAO1tBKAo-tvGKTKaJjJ2aEYKfz5~BBYp-zXz9OSSvI9g8CKQYHhpBEnmsBmTCVxw__&Key-Pair-Id=KUT5TJCACFTXG","Amazon Web Services staff delivered a briefing on artificial intelligence and machine learning to the Wake County Board of Education during the Sept. 16 work session, framing generative AI as a rapidly adopted technology that boards should approach with clear use cases, robust data practices and ethical guardrails.

\"My name is Ann Marie Lehner and I'm from Amazon Web Services. And I'm the K‑12 strategy leader at AWS,\" said Ann Marie Lehner, introducing the AWS team and its educational specialists before turning the presentation to Mary Strain, AWS's AI and machine learning strategist for education.

Strain summarized how generative AI differs from earlier AI work and emphasized its reliance on very large, unstructured data sets and foundation models. \"Artificial intelligence has reflected terrible bias,\" she said, adding that those biases typically come from the data used to train models. She told board members that generative AI can produce useful automation and productivity gains — but that districts must plan for hallucinations, privacy and equity concerns.

Why it matters: presenters said generative AI adoption has outpaced other consumer technologies and that districts face choices about embedding vendor products, building custom tools, or combining both approaches. Mary Strain urged Wake County Public School System (WCPSS) leaders to begin with problems to be solved rather than technology for its own sake, and to prioritize data access, security and flexible tooling.

Key points from the briefing:
- Pace of adoption: Strain noted ChatGPT reached 100 million users in 2 months; by contrast, many other widely used platforms took years. She said dozens of new foundation models are published monthly, and districts should plan for rapid change.
- Data and knowledge graphs: Strain described knowledge graphs (she cited a University of Delaware example) as a way to link disparate student, course and operational data to generate insights that a human would not easily see. She emphasized that good outcomes depend on accessible, well-governed data.
- Technical choices and guardrails: AWS presenters recommended flexibility to swap or combine foundation models, use secure customization to improve accuracy, and adopt guardrails for bias mitigation, privacy, transparency and explainability.
- Pragmatic use cases: presenters outlined three broad buckets of k‑12 use: teaching and learning (tutor bots, personalized professional learning, automated classroom observation support), operations and community engagement (translation, meeting summaries, enhanced access), and administration (HR onboarding, document processing, enrollment automation). Strain highlighted intelligent document processing — for example, extracting data from registration PDFs — as a high‑ROI, \"boring AI\" use case.
- Agents and workflows: the team described agents (semi‑autonomous software that completes tasks) as the next wave of value beyond single chat interactions: agents can ingest uploaded documents, extract data, route items to staff, and complete end‑to‑end workflows such as registration or IEP document handling.

Presenters also identified risks and mitigations. They listed common failure modes — hallucinations and inaccurate outputs, gaps in language coverage (five primary language groups dominate many models), copyright and intellectual property disputes, and data security concerns for student information. They recommended alignment with responsible‑AI frameworks (presenters cited EU frameworks, the UN commission guidance and U.S. Department of Education guidance) and suggested the Council of the Great City Schools' generative AI assessment as a self‑diagnostic tool.

Board members asked how the district should balance adoption and classroom integrity. Board member Rice said she supports AI but stressed the district must teach students to use it responsibly. Superintendent and other board members raised concerns about customer service and the effect of automation on human interactions.

Next steps presented: AWS offered follow‑up sessions focused on technical implementation and data security, and recommended that WCPSS (1) identify a small number of high‑value, measurable pilot use cases, (2) inventory and modernize data sources needed for those pilots, and (3) create governance aligned to district values.

The presentation closed with an offer of tools and open‑source pilots AWS and partners use with districts and higher education institutions. The AWS team said they will continue the conversation in subsequent sessions already scheduled with district staff.

Ending: presenters and board members said the topic will inform forthcoming policy work. No formal action or policy adoption occurred at the session; the briefing was informational.","Amazon Web Services staff gave a 90-minute overview of artificial intelligence and machine learning to the Wake County Board of Education, outlining benefits, technical guardrails, common k‑12 use cases and next steps focused on data, governance and targeted pilots.","actionData","errors"]

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Board sets District 8 vacancy timeline; applications due end of October, prospective swearing in set for Dec. 2

Wake County reports 98.75% teacher fill rate; district prioritizes special‑education and transportation recruitment

AWS team briefs Wake County board on generative AI, urges data-first, use-case approach