Atascadero Unified reports teacher hires, ongoing vacancies; HR outlines recruitment and retention efforts

Trustees at the Atascadero Unified School District meeting received a human resources staffing update that reported recent hires and continuing vacancies across certificated and classified positions.

Mrs. Aragane, a district human-resources staff member, told trustees the district had hired "21 certificated teachers, an assistant principal for the middle school, 3 new speech pathologists, 6 counselors, and 2 psychologists" from February through June, and that classified hires numbered about 35 across clerical, maintenance and grounds, custodial, transportation, instructional aides and food service.

She provided a snapshot of openings as of June 10 and said staff were actively recruiting. "We do have some openings. We are working very hard in accomplishing, those, vacancies to be filled," Aragane said. She identified special-education teacher openings and special-services vacancies including speech pathologists and a behavioral specialist.

Board members pressed for specifics about paraprofessionals who support special-education students. "We have about around 121 snips positions in the district," said Mrs. Darnell, a district staff member; the meeting record shows that corresponds to roughly a 25% vacancy rate when factoring current contracted coverage. Aragane clarified that, for some roles, contracted agencies were used this year to ensure students continued to receive services: "Those positions were filled this year and those students were receiving their services. They were just filled through, contracting agencies. So now we're attempting to fill internally."

Aragane summarized exit-interview data gathered by HR this year: she conducted 10 in-person exit interviews and three by telephone, and noted 16 retirements. She said exit interviews showed two principal reasons for staff departures: competitive pay in neighboring districts and the increasing challenges of the profession, particularly for certificated teachers. "There's challenges in education and I feel that we continue to give the support we can to those new teachers...and there's challenges that come with all of that," she said.

On recruitment, HR staff described outreach efforts: two certificated job fairs and a classified job fair held at Cuesta College, plans for an August job fair with on-the-spot interviews, and partnerships with universities that offer support and coursework for staff seeking credentialing. Aragane said the district is advertising open positions on EdJoin and using ParentSquare and site administrators' communications to reach candidates.

Trustees asked about turnover data for SNPs and paths for advancement. Aragane said she would gather formal turnover-rate data, acknowledged turnover was high, and described county programs and university partnerships that can provide financial or mentoring support for classified staff who seek credentialing or higher education to move into certificated roles.

Board members and staff emphasized the regional nature of the hiring market: candidates often move to neighboring districts or out of area for higher pay or other opportunities. Trustees asked staff to continue fact-finding about SNP retention and to develop ideas for recruitment and retention strategies ahead of the new school year.

The human-resources update concluded with a summary of the district's next steps: continue recruiting for open certificated and classified positions, plan an August job fair, follow up on background checks for candidates in process, and return to the board with turnover data and further recommendations for retaining SNPs and other high-turnover classifications.