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District 6 reports faster hiring, higher applicant pools and retention gains under Innovation 2030
Summary
At its Sept. 22 meeting Greeley‑Evans School District 6 presented Innovation 2030 recruitment and retention data showing more applicants per posting, a shorter time‑to‑hire and targeted retention steps for paraprofessionals and other hard‑to‑fill roles.
GREELEY, Colo. — Greeley‑Evans School District 6 staff told the school board on Sept. 22 that recruiting and retention metrics improved under the district’s Innovation 2030 plan and outlined next steps to strengthen pipelines for teachers and classified staff.
Human resources director Scott Gray said the district expanded outreach last year and attended 18 recruiting events, reaching more than 2,000 candidates and logging 355 direct interactions. “These events spark interest, build relationships, and position District 6 as an attractive place to work,” Gray said.
District presenters reported measurable changes: the average number of applicants per job posting rose from about five two years ago to 7.2 this year, and the average time from job posting to onboarding fell to 33 days. Staff said shorter hiring timelines reduce staffing gaps and help the district “secure top candidates before they accept other offers.”
The district also pointed to rising engagement on social media (reach up 29 percent, link clicks up 24 percent, page follows up 13.5 percent) and stepped‑up partnerships with higher education and future‑educator programs. Examples presented included a teacher job‑shadow program with 26 students, 30 teacher volunteers and participation from 15 schools, and a paraprofessional pathway funded through a District 6–UNC partnership that enabled three paraprofessionals to pursue a master’s degree in special education.
Retention data showed District 6’s overall retention rate has remained above 80 percent and outperformed the state average for four years. Presenters said stay and exit interviews guided actions that lifted favorable responses on several survey measures: training (64% to 74%), communication (60% to 84%), supervisor feedback (56% to 84%), workplace safety (36% to 85%) and clarity of expectations (73% to 97%).
District staff identified recurring “hard‑to‑fill” areas — science, math, career and technical education, world languages, special education, preschool and school support positions — and said they negotiate incentives and identify those positions each spring with the Greeley Education Association (GEA) MOU.
Board members asked about housing and mentorship. Human resources and recruiting staff described local partnerships and real‑estate contacts to advise incoming employees on relocation and said they are strengthening mentor training and school‑level supports to improve first‑year teacher retention.
Next steps listed by presenters included enhancing mentor training, refining the new‑employee “employee basics” session, broadening higher‑education recruiting targets, continuing targeted pay increases for paraprofessionals and special‑education support staff, and piloting additional talent‑pipeline initiatives across district sites.
Board President Natalie Mash and other board members thanked staff for the presentation and asked clarifying questions about timelines and specific programs. Staff said follow‑up updates will come as initiatives are implemented and new data are available.
