Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Human Resources topic
No spam. Unsubscribe anytime.
Marysville HR outlines shift to proactive recruiting, mentorship and retention
Summary
The district's new human resources director, Scott Fillivan, told the Board of Education the HR office will move from reactive hiring to proactive recruitment, expand mentorship and analyze compensation to retain staff amid regional labor shortages and enrollment growth.
Scott Fillivan, director of human resources for Marysville Exempted Village School District, told the school board Sept. 18 that the district will shift HR away from a compliance-centered model and toward proactive recruiting and retention supports to address staffing shortages. "When our staff feel supported and valued, our students will benefit directly," Fillivan said.
Fillivan said HR processed more than 150 exits, transfers and new hires over the past year and currently faces shortages in special education teachers, related services and bus drivers. He said the district's low unemployment in Union County and a decreased pipeline of education graduates contribute to the problem. The presentation identified three priorities: staffing, enrollment-driven caseload growth and system-strengthening for onboarding and licensure compliance.
The HR director described several near-term strategies: building recruitment pipelines with Ohio universities and job fairs, using the Handshake platform to reach college students, developing "grow your own" pathways for paraprofessionals to become teachers, and increasing HR visibility at community events. On retention, Fillivan proposed mentorship programs for new hires, career-pathway planning, wellness supports and a compensation analysis to compare pay with peer districts and private employers.
Board members asked for practical steps and timelines. Fillivan said mentorship would pair new employees with a trusted building or department colleague and could include modest compensation for mentors. He said he has not yet completed a compensation analysis for special-education aides but expects to work on it in the coming months. On measuring morale, Fillivan proposed stay interviews and exit interviews plus informal, regular visibility in buildings to gather concerns that staff might not put in writing.
The presentation also listed operational needs: improved HR data dashboards to track turnover, applicant pools and exit reasons, and a move from passive job postings to active outreach. Fillivan emphasized the district aim to make Marysville a competitive and supportive workplace.
Direction: Fillivan said HR will introduce an "HR pulse" communication to staff and will prioritize mentorship, recruitment events and compensation benchmarking in the coming months. The board did not take formal action on the presentation.
