District says 20 new hires, drop in temporary positions but turnover persists

Churchill County School District leaders told the board they have recruited 20 new hires this year and reduced temporary positions roughly 50% compared with last year, but district staff and trustees said turnover among recently hired teachers remains a concern. Superintendent Darryl Parsons and human resources staff reported the district recruited “20 new hires this year and we also had about 10 long term subs become licensed over the summer,” and credited web postings, social media and word‑of‑mouth for most referrals. “Our recruiting efforts through social media…have shown to be effective,” a district human resources staff member said. The district gave several retention measures and figures: of eight special‑education teachers hired the previous school year, five returned and three did not; of 20 regular‑education hires, 15 returned and five did not. Staff described that as “a little over 25%” turnover among last year’s newly hired teachers. The district also reported its total number of licensed staff decreased by eight positions compared with the prior year. Human resources told the board the number of positions categorized as critical needs dropped from 12 to nine and long‑term substitutes fell from 18 to six this year. The district said several long‑term substitutes have completed licensure steps and three more were in process. Board members asked whether the district’s signing bonus program is improving recruitment and retention. The HR staff said the bonus has helped recruit some candidates but that its net effect on retention is mixed: newly hired teachers who leave before completing a second year do not collect the longer‑term bonus, and the district is examining other options and a stronger retention focus. District officials also described local “grow‑your‑own” licensing routes: two employees are in an apprenticeship licensure pathway through UNLV for candidates without a bachelor’s degree, and several staff are in Alternative Route to Licensure programs. Superintendent Parsons said the district will continue early and creative recruitment work to prepare for projected retirements over the next three years. Discussion — not decision: trustees asked the HR office for follow‑up data on whether hires are replacements or new positions, and for recommendations on retention strategies. The board did not take formal policy action during the report. Ending — officials said they will return with further data and retention proposals before the next hiring cycle.