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Human resources reports modest turnover declines, outlines recruitment and PeopleSoft priorities
Summary
HR presented a strategic update showing turnover metrics, recruitment improvements and ongoing PeopleSoft optimization work; the district reported progress on a new teacher training camp and higher staffing fill rates through a vendor partnership.
The Lee County School District's human resources team presented outcomes and short‑ and long‑term priorities Feb. 4, highlighting retention work, recruitment initiatives and ongoing PeopleSoft system improvements.
Angela Montemarano, representing HR, said fiscal‑year 2024 turnover rates were 15.6% for teachers, roughly 15% for support staff and about 8% for administrators. She said the district hired 624 instructional staff in FY24 but experienced 801 instructional separations; the increase in transfers contributed to elevated turnover figures. HR reported a successful new teacher training camp that yielded an 88% retention rate among first‑year teachers who attended.
Montemarano said the district completed phase 1 of an Evergreen compensation study and improved staffing fill rates through an ongoing relationship with Kelly Services, raising fill rates from 69.1% to about 93.5% in the stated period. HR removed TB tests and physicals as pre‑employment obstacles, accepted electronic transcripts and restructured certain HR functions (talent management and field operations under HR) to improve school‑level support.
Board members asked for more precise data. Board member Persons requested average turnaround times from application to placement; HR said complex credentialing and background checks can take up to two months and that HR is working to shorten that interval via onboarding improvements. Board member Fisher pressed for better culture metrics and broader exit/stay interview participation; HR said it has redesigned exit‑interview instruments, begun piloting stay interviews and will produce quarterly data once participation stabilizes.
On PeopleSoft, HR said it is working with internal staff and an outside vendor after an earlier consultant engagement did not deliver expected results. HR listed PeopleSoft optimization as a continuing priority — necessary to improve hiring data and retention analytics.
Ending: HR leaders said recruitment and retention will remain high priorities and that they will provide further metrics (turnaround time, exit/stay interview results and PeopleSoft progress) to the board.
