A district staff member identified in the meeting materials as Andrew presented the annual staffing report on Oct. 9, noting a healthy cohort of new hires this year and continued turnover in paraprofessional roles. "The other area I would say that is an area of concern and vulnerability is our continued goal of staff diversity," Andrew said, noting the district's diversity percentage fell from about 5% last year to about 4.7% this year.

Why it matters: Staffing levels and workforce composition affect class sizes, program continuity and the district's ability to deliver services. Administrators said the district is watching paraprofessional churn, substitute availability and recruitment for bus drivers and other roles.

Key findings: The presentation described a mix of new hires across elementary and high school positions, six newly certified positions, steady retirements and a small increase in caseload and intervention positions. The district has more hires at early-career salary steps, which the presenter said helped recruitment while allowing competitive offers to attract veteran teachers where needed.

Exit survey: The district began an exit survey for departing certified staff last spring and presented aggregated themes: reasons for leaving included retirement, family moves and, for some, concerns about working conditions and financial instability in the profession. Positive themes included appreciation for colleagues and students. The presenter said two retirees specifically cited professional challenges in recent years as part of their timing decision.

Diversity and retention: The presenter said staff diversity remains a challenge and the district continues to explore recruitment strategies. Committee members asked for comparable-district data; the presenter said he could investigate that. Committee members additionally requested a regular "stay" survey or more proactive measures beyond exit surveys to gauge current staff sentiment.

Budget and staffing trends: A multi-year staffing table showed classroom teaching positions decreased in proportion with prior classroom reductions, while special education caseload positions rose. Administrators cautioned that limited operational staffing cannot be cut indefinitely without affecting district functions.

Next steps: The district will continue to monitor staffing categories, follow up on the exit-survey responses in bargaining discussions and explore proactive staff engagement surveys. The presenter said the administration will provide additional analysis on comparable districts and the causes for turnover at specific schools.