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Flagler Schools reports vacancy rates below targets; district highlights recruitment, onboarding and retention strategies
Summary
Staff told the board March 25 the district has reduced instructional vacancies to 2.8% (first semester) and 1.6% (second semester), below the district's target; non‑instructional vacancies were 4.4% and 1.7%. Presenters described recruitment tactics (job fairs, SchoolSpring), apprenticeship and mentorship programs, and plans to shorten onboarding
Flagler County School District staff on March 25 presented progress on Strategic Plan Goal 4 (talent), reporting that instructional vacancy rates for the 2024–25 school year stood at 2.8% for the first semester and 1.6% for the second semester — figures staff said exceed their goal. Non‑instructional vacancy rates were reported at 4.4% and 1.7% for the two semesters.
Justin Walker and colleagues said the district’s strategy combines broader recruitment (job fairs, partnerships with colleges, SchoolSpring and DOE job board integration) and targeted retention initiatives such as professional learning cohorts (PLCP), mentoring, leadership development, and expanded onboarding supports. Walker said SchoolSpring has expanded the district’s applicant reach and that an April 25 instructional job fair is scheduled to draw more candidates.
Retention programs described at the workshop include a state‑funded PLCP grant to support alternative certification candidates in cohorted training aimed at increasing full certification completion; expanded mentoring and instructional coaching at school sites; professional learning communities; and pathway programs with Daytona State College for paraprofessionals and apprentices seeking teacher certification. Walker also highlighted an upcoming Marathon Wellness Center partnership that will allow the district to conduct on‑site drug screens and reduce turnaround time, removing a current barrier to faster onboarding.
Board members pressed staff for retention outcome data and asked about midyear teacher departures and paraprofessional onboarding. Staff acknowledged the district can supply more detailed retention metrics by tenure and by month, and said paraprofessional onboarding and compensation issues are partially subject to bargaining with employee groups. Staff discussed other contingency options mentioned in the workshop: virtual teaching supplements and exploring visa programs for critical shortages if necessary, though no district decision to pursue either approach was made.
Staff said that while vacancy percentages are improved overall, targeted staffing shortages remain in some subject areas. They recommended continued emphasis on mentoring, targeted professional development, and community incentives to strengthen local retention; board members volunteered ideas such as community business discounts for teachers and local recognition programs.
