Clover district reports steady retention, outlines recruitment and career-ladder plans
June 24, 2025 | York 02, School Districts, South Carolina
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Clover School District Superintendent Dr. Quinn invited Chief Human Resources and Strategic Planning Officer Miss Salls to present the district’s annual personnel report, which highlighted recruitment, retention and development efforts ahead of the 2026–27 school year.
Salls told the board the district has processed about 74 new-hire recommendations and currently has three certified vacancies she expects to fill before school starts. “We are excited to welcome those folks in,” she said, describing induction and alternative-certification recruits and a pipeline that includes experienced teachers coming from other districts and states.
The presentation stressed that the district employs roughly 1,500 total staff, with certified (licensed) staff representing about 55% of that total and a workforce that is about 76% female, consistent with statewide educator demographics. Salls said the district has a mix of early-career teachers and mid-career teachers (roughly 0–10 and up to 15 years’ experience) and that five recent hires are retirees returning to the classroom.
Salls described specific recruitment and development efforts: job-fair outreach, district tours for prospective hires, partnerships with universities including Winthrop and USC (and mention of Grand Canyon University as a recruiting partner), an internship pipeline, a classified‑to‑certified (TA‑to‑teacher) pathway, and an “aspiring administrators” cohort of roughly 10 teachers that provided mock interviews and resume coaching. She also described a formal onboarding touch point led by Mrs. Rivera and district use of Vector for compliance and customized training.
On retention and safety metrics, Salls said the district’s retention rate has held near 94% for the most recent school year, exceeding the district’s 90% goal. She said about one-third of recent workers’-compensation claims were “report only” incidents that required no medical treatment or cost. Salls said the district will continue targeted training for higher‑risk roles to reduce incidents and maintain safe environments.
Salls noted continuing emphasis on career ladders and teacher leadership to give teachers advancement opportunities without leaving the classroom and said the district will expand employee-engagement activities (in partnership with Clover Harvest) and continue participation in the South Carolina Teachers Working Conditions Survey to inform improvements.
Board members thanked Salls for recruiting efforts and suggested revisiting retention goals; Dr. Quinn and board members asked staff to continue work on staffing and assignments ahead of upcoming openings.
The presentation concluded with Salls asking for questions and the board moving on to other agenda items.
Salls told the board the district has processed about 74 new-hire recommendations and currently has three certified vacancies she expects to fill before school starts. “We are excited to welcome those folks in,” she said, describing induction and alternative-certification recruits and a pipeline that includes experienced teachers coming from other districts and states.
The presentation stressed that the district employs roughly 1,500 total staff, with certified (licensed) staff representing about 55% of that total and a workforce that is about 76% female, consistent with statewide educator demographics. Salls said the district has a mix of early-career teachers and mid-career teachers (roughly 0–10 and up to 15 years’ experience) and that five recent hires are retirees returning to the classroom.
Salls described specific recruitment and development efforts: job-fair outreach, district tours for prospective hires, partnerships with universities including Winthrop and USC (and mention of Grand Canyon University as a recruiting partner), an internship pipeline, a classified‑to‑certified (TA‑to‑teacher) pathway, and an “aspiring administrators” cohort of roughly 10 teachers that provided mock interviews and resume coaching. She also described a formal onboarding touch point led by Mrs. Rivera and district use of Vector for compliance and customized training.
On retention and safety metrics, Salls said the district’s retention rate has held near 94% for the most recent school year, exceeding the district’s 90% goal. She said about one-third of recent workers’-compensation claims were “report only” incidents that required no medical treatment or cost. Salls said the district will continue targeted training for higher‑risk roles to reduce incidents and maintain safe environments.
Salls noted continuing emphasis on career ladders and teacher leadership to give teachers advancement opportunities without leaving the classroom and said the district will expand employee-engagement activities (in partnership with Clover Harvest) and continue participation in the South Carolina Teachers Working Conditions Survey to inform improvements.
Board members thanked Salls for recruiting efforts and suggested revisiting retention goals; Dr. Quinn and board members asked staff to continue work on staffing and assignments ahead of upcoming openings.
The presentation concluded with Salls asking for questions and the board moving on to other agenda items.
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