District outlines recruitment and retention push as teacher and bus‑driver shortages continue

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 year‑one to year‑two teacher retention had fallen to about 76% for newer teachers — a trend the district wants to reverse. Specific tactics described to recruit teachers included attending regional job fairs (George Fox, Eastern, Central Oregon), expanding partnerships with KCC, SOU and Grand Canyon University, and using student teachers and district licenses to create pathways into classrooms.

Retention measures discussed included a comprehensive mentor program, two instructional coaches with plans to grow that capacity, tuition reimbursement programs that provide up to $2,000 to new hires, building‑specific retention stipends (for Gilchrist, Chilquin and other hard‑to‑staff sites), housing and mileage assistance in isolated communities, and district childcare to support working staff who are also parents.

Board members pressed staff on bus driver shortages and daily sub coverage; staff said routes are being combined when subs are not available and the district has temporarily used hotel accommodations for long‑term substitute drivers in remote communities. Staff indicated they may propose wage adjustments for bus drivers before the next negotiation cycle. No new compensation package was adopted at the meeting; staff said recruitment and retention measures are ongoing.