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Human resources reports 83% compliance on personnel administration; board to review proposed indicator changes
Summary
Chief Human Resources Officer Adrienne Carey reported the district met 10 of 12 indicators (83%) in the OE‑4 personnel administration monitoring cycle; the district flagged two indicators—rehiring eligibility and annual evaluation benchmarks—as candidates for revision and proposed lowering unattainable 100% targets.
Adrienne Carey, Racine Unified chief human resources officer, told the board on Oct. 6 that the district met 10 of 12 indicators in the 2024–25 monitoring cycle for Operational Expectation 4 (personnel administration), an 83% compliance rate matching the prior year.
Carey said sections 4.1 and 4.2 (background checks) were in compliance. The district fell short in aspects of section 4.3 related to rehiring‑eligibility indicators and in section 4.9 that requires annual evaluations of all staff; Carey said staff turnover, leaves, and midyear hires make a 100% evaluation benchmark unrealistic and proposed revising targets (for example, to 95%).
Carey reported incremental progress on workforce diversity, with staff of color increasing from 29% to 31%, and highlighted programs such as the RISE licensing program and partnerships with the Institute for Urban Education to recruit and develop educators of color.
On compensation, Carey said teacher salaries remain competitive (in the top third regionally/statewide) and that assistant principal salaries fall in the top third regionally, while principal/directing principal salaries are competitive statewide but less so regionally, suggesting labor market pressures for building leaders.
Carey outlined next steps: reduce emergency permits, increase fully licensed staff, revise monitoring indicators for realism, and adopt a new evaluation platform that better serves business/operations staff as well as school‑based educators. The monitoring report will be placed on the upcoming consent agenda for the business meeting.
