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Clerks and HR warn staffing shortages strain device distribution and special education services
Summary
Clerical staff and the district's HR office told the board that reduced media tech clerk staffing created significant device-distribution challenges at the start of the school year, and HR reported persistent vacancies in special education and grounds positions.
Heather Budzanowski, who identified herself as the district technology secretary and president of the clerical unit, told the board the decision to reduce media tech clerk staffing left staff with an "nearly impossible timeline" to prepare for the start of school. "Media tech clerks returned to work on August 18. Students returned just 1 week later on August 25," Budzanowski said.
Budzanowski described the scope of work: one high school staffer covering two buildings prepared and distributed about 800 Chromebooks; middle-school coverage of four buildings required distributing another roughly 800 Chromebooks; and elementary clerks—"only 4 and a half clerks"—were responsible for preparing and distributing approximately 3,900 iPads in about four and a half days to meet NWEA testing deadlines. Budzanowski said clerks were "overwhelmed, frustrated, and in tears" and raised concerns about fines for missing or damaged chargers, including parents seeking a $38 payment plan.
HR Director VanCamp reported district staffing gaps across several areas. He said the district is short about four general education teachers but is actively interviewing; special education positions (teachers and paraprofessionals) remain especially difficult to fill and the district is pursuing rapid outreach to applicants. Grounds staffing is short two positions from a typical seven-person crew; VanCamp said the district requires pesticide certification and a commercial driver's license for many grounds roles and is willing to train candidates.
Board members asked whether pay or qualification standards were affecting recruiting. VanCamp and other administrators said several districts are competing for a limited candidate pool and that retention incentives and partnerships with local universities are among approaches being explored. Superintendent Howell noted efforts to recruit student teachers and a planned partnership discussion with Wayne State aimed at creating a pipeline of future teachers.
Ending: Board members and staff agreed to continue exploring recruitment, retention and alternative solutions—such as temporary community service support for grounds work—and to follow up with more detailed proposals to address special education and clerical workloads.
