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Board approves one-year Penmac contract; discussion highlights substitute fill rates and training
Summary
The Camdenton R-III board approved a one-year renewal with Penmac Educational Staffing and heard extended discussion on substitute fill rates, training, data-sharing with Frontline and potential district-run alternatives.
The Camdenton R-III School District on April 14 approved a one-year contract with Penmac Educational Staffing to provide substitute teachers and paraprofessionals for the 2025–26 school year.
Board members and Penmac representatives described the agreement as a continuation of a multi-year relationship. District staff said the contract terms are unchanged from recent years, and the company confirmed its markup for services remains about 31 percent.
Penmac representative David Stewart and district staff reviewed operational details: the district sets substitute pay (the district’s current substitute rate was discussed), Penmac handles payroll taxes, workers’ compensation and compliance trainings, and Penmac provides a local staffing team and a consultant who visits buildings to observe and report on substitute performance.
Board members asked about two recurring issues: day-to-day fill rates and training participation. District staff said the district’s fill rate varies by season and was roughly 75% on the day of the meeting, with about 12 positions unfilled that day. Penmac noted long-term assignments can be harder to fill because they require a multiyear commitment from substitutes and carry fixed costs; Penmac said some onboarding and compliance trainings are mandatory, others are optional and can be encouraged by districts.
Trust and logistics also surfaced: Penmac confirmed it will share records of which substitutes complete required trainings with the district; district administrators noted they no longer circulate daily consultant reports directly to buildings because of personnel issues and instead route reports through central office.
Board members and administrators discussed potential long-term alternatives, including hiring a district sub-coordinator, weekly pay for subs, and directly hiring retired teachers. The board approved a one-year contract while directing staff to continue exploring multi-year options and internal staffing models.
Penmac’s rate schedule was presented as an exhibit during the meeting; district officials said a multiyear agreement could yield a small reduction in Penmac’s markup but recommended a one-year renewal while the district develops a transition plan if it chooses to move away from an agency model.
