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Staff survey shows high overall commitment but flags pay, professional development and autonomy
Summary
District presentation on an Upbeat employee survey showed roughly two‑thirds participation (about 800 of 1,200 employees), strong scores for satisfaction and purpose, and areas of concern including compensation and career paths, professional development and autonomy; superintendent and HR will review open‑ended responses and bring next steps.
Superintendent Amy Kordermeyer presented results of an employee climate survey the district used to inform retention and professional development planning, reporting strong participation and a mix of positive results and improvement areas.
The survey (administered by the vendor referenced as Upbeat) covered three employee groups — teachers, school‑based staff and department employees — with teachers answering 68 questions across 21 categories, school‑based staff 49 questions across 18 categories, and department employees 48 questions across 18 categories. About two‑thirds of the district’s roughly 1,200 employees completed the survey — roughly 800 responses.
Highlights: the superintendent said teachers reported a 93% positive response on future commitment to the district, a figure the presentation linked to the district’s retention goal of raising certified‑staff retention from about 90% to 93%. Across employee groups, top‑scoring categories included satisfaction and purpose, care and commitment, and equal opportunities (for teachers and school‑based staff); department employees rated self‑efficacy and work‑life balance highly.
Areas for improvement: teachers and classified staff identified compensation and career paths, professional development, and work‑life balance as lower‑scoring categories. Open‑ended responses emphasized concerns about salaries not keeping pace with cost‑of‑living increases, limitations on autonomy related to curriculum pacing and implementation, difficulty accessing materials and printing, and requests for more time and varied opportunities for professional development. The district’s HR chief Carla was unable to present; the superintendent presented the report and said the leadership team will review open‑ended feedback with building principals and supervisors to develop possible solutions.
Next steps: the superintendent said administrators will analyze open‑ended responses, meet with building leaders to brainstorm solutions and explore resources to address compensation, PD and autonomy concerns; board members asked for a follow‑up presentation in the spring to share planned actions. A board member confirmed the teacher salary schedule is negotiated in contract bargaining.
