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District outlines recruitment and retention push as teacher and bus‑driver shortages continue
Summary
Human resources staff described expanded ‘grow your own’ programs, apprenticeship and cohort partnerships with local colleges, stipends for hard‑to‑staff schools, and proposed investments in mentors and instructional coaches to improve teacher retention.
District staff presented a multi‑pronged recruitment and retention strategy that includes grow‑your‑own pathways with local colleges, apprenticeship programs for paraprofessionals, cohort partnerships for tuition reductions, targeted stipends for hard‑to‑staff schools and an expansion of mentor and instructional coach capacity.
Staff said the district retained about 98% of total staff for the year in question but noted…
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