Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Human Resources topic
No spam. Unsubscribe anytime.
Portland schools reorganize HR, reduce certification delinquencies and speed hiring ahead of 2025–26
Summary
The district reorganized HR with new hires and role changes, reported a sharp drop in CHRC (background/certification) noncompliance from 41 to 4 employees, and said it has 75 job postings and active recruitment ahead of the 2025–26 school year.
At the May 12 committee meeting, Portland Public Schools updated the board on a structural HR reorganization, progress on certification compliance and the district’s recruitment outlook for 2025–26.
Jennifer Slabing, the district’s executive director of human resources, described staff changes completed in late February and early March and introduced new HR team members: Gavin Pat (HR project manager), analysts Aaron Tosi, Elizabeth Redwood and Bridget Wheeler, and coordinators Adam Greenwood and Liz Vaughn. Slabing said analysts now handle end-to-end onboarding, post-hire follow-up and data reports, while coordinators manage postings, requisitions, leave tracking and routine mailboxes.
Slabing reported a marked improvement in compliance: "back in October, we reported we had 41 remaining staff out of compliance with their CHRC... That number is now down to 4 employees," she said, and noted that many remaining issues are account- or renewal-related. On certification generally, the count of staff out of compliance fell from 57 in October to 39; most are not substantive violations and include cases such as J-1 visa holders or staff working toward dual certification.
On staffing and recruitment, Slabing said the district had recorded 47 retirements and resignations effective at the end of the current year (as of May 7) and has 75 active job postings. She said special education, custodial and transportation remain harder-to-fill areas and that the district has hired more than 50 substitutes this school year and recently added another 15. The HR team has been attending job fairs and conducting targeted outreach; Slabing credited the communications team for actively promoting vacancies.
Board members asked about exit interviews and leave administration. Slabing said exit interviews are inconsistent and that she had done several personally; she said Gavin provides oversight of leaves while Adam is taking the lead on leave administration. The committee praised progress and emphasized continued system building and cross-training to create sustainable processes.
