Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Administration It Hr topic
No spam. Unsubscribe anytime.
District presents hiring approach, automation and Skyward conversion to Cumulative
Summary
Human resources staff described recruitment, retention, and new automated hiring processes; the district also outlined plans to convert Skyward to the new Cumulative system with a July go‑dark date, training plans and data-cleanup work.
Human resources staff and district administrators presented an update on recruitment, retention, automation of HR forms and the district’s planned conversion of Skyward to the new Cumulative system.
Daryl, representing human resources, summarized a multi-step hiring process the district used this year: the district created applicant pools in January to attract early candidates; screened hundreds of certificated applicants through short Zoom screening interviews; recommended 81 candidates for interviews; and placed 8 newly retained hires after in-person interviews. Daryl said automated forms and digital requisition, recommendation and reference-check processes have expedited hiring and reduced errors.
Daryl said the district has already held in-person onboarding meetings with 224 new hires so far this year and that the district’s certificated retention rate is “incredibly high.” He noted classified retention is lower and that turnover is concentrated in some special education support roles — a trend he described as consistent with national patterns.
On the software side, district staff described the planned conversion from Skyward to Cumulative, a WSIPC-supported upgrade. Staff said Skyward will “go dark” on July 1 and the Cumulative system is expected to come up in early July with schools converted shortly afterward. The district has created a training-and-learning account (sandbox) for user-group leaders and will deliver training to registrars, counselors, nurses, attendance staff, teachers and bookkeepers. The district contracted a project manager experienced with NWRDC/WSIPC conversions and plans staged training with additional sessions in August so staff can learn the system before students arrive.
Administrators told the board the district has been cleaning up data for months, that the conversion will require careful attention to payroll and budget timelines (July payroll and budget must be completed before the go‑dark), and that NWRDC staff will be on site for initial cutover days. Board members asked about family/parent communications; staff said they have not yet developed the parent outreach plan and will do so in coming months.
No formal action was required for the informational items. Board members thanked HR staff for improvements and recognized the workload and planning necessary for the upcoming conversion.
