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Everett Public Schools reports growth in underrepresented staff but flags maintenance, transportation hiring gaps
Summary
Superintendent staff presented the district’s 2023–28 affirmative action utilization analysis showing increases in underrepresented staff overall but persistent underutilization in maintenance/trades and transportation roles; the district is pursuing targeted recruitment, retention and partnership strategies.
Everett — Human Resources presented the Everett Public Schools board with its five‑year affirmative action update on June 10, reporting district‑level gains in staff from historically underrepresented groups but identifying several classified job groups still underutilized.
“Once the percentage of females and underrepresented are determined to be available in the workforce…this is then compared to the statistically expected utilization,” Human Resources summarized, describing the five‑year utilization analysis that compares district staffing to Snohomish County availability data and an 80% rule used in federal guidance.
The presentation said underrepresented staff increased district‑wide from about 7.8% in 2018 to 13.5% among certificated staff in 2023, and from 11% to roughly 22.5% among classified staff. Out of 24 job categories, four remained underutilized: maintenance/trades (females), and food service, transportation, and professional technical roles for historically underrepresented groups. The district reported it had halved underutilization in food service and met its goal in professional technical roles; maintenance and transportation still show shortfalls of about one position each.
Human Resources described targeted responses including an annual classified job fair that draws more than 100 candidates, strengthened partnerships with universities and community organizations, and grow‑your‑own teacher pathways. The district also cited work with Kaiser Permanente and the Alliance for a Healthier Generation on staff wellness and affinity spaces to support retention.
Board members asked about hiring pipelines for classified roles and substitute and paraeducator pathways as entry points. Human Resources confirmed substitutes positions will open in July and emphasized ongoing efforts to deepen recruitment channels for trades and service roles.
No formal vote was required for the informational presentation. The board directed staff to continue monitoring and reporting on progress annually and to deepen partnerships and pathway programs for recruitment and retention.
