Volusia HR reports 166 hires since August, new applicant system and expanded teacher-mentoring programs; board raises ParaPro testing barrier

Volusia County Schools HR leaders told the board Oct. 28 that recruitment and retention efforts have intensified this school year, with more hiring events, a new applicant-tracking system and expanded new-teacher supports and wellness services.

Stephanie Workman, executive director for human resources, said the office has run 29 recruiting events this semester and processed more than 700 applicants since August; the district reported about 166 hires in that period and had roughly 42 instructional vacancies at the start of quarter two. Workman said the district is supporting hiring managers with more than 1,000 candidate leads and has moved to a new applicant-tracking platform (Focus) intended to provide clearer, differentiated application flows by role.

Tiffany Fuller and Meg Rowe described expanded new-teacher supports: a New Teacher Academy that includes a Volusia Mentors program (two-year mentor commitments, book studies and monthly mentor meetups), classroom-management courses (Classroom Management 101/102 developed by district teacher leaders), peer classroom visits (Showcase Classroom) and a Volusia Leads teacher-leadership pathway. Rowe said the program is serving 300-plus new instructional hires this year and reported high engagement in the mentor program (approximately 80% third-year mentors at elementary, ~92% at secondary). The district said the teacher-leadership pathway and short-format professional learning ("Mini Lesson Mondays" and podcast PD) are intended as retention strategies and as career-growth options that keep teachers in the classroom.

Workman also described recruitment pipelines: teacher-apprentice and alternative-certification pathways, the BATS program targeted at ESE teacher shortages, and expanded internship partnerships (38 interns this semester, including 16 district alumni and 8 para-to-teacher interns). The HR team noted continued outreach to colleges and second-career candidates to replenish the teacher pipeline.

Lauren Meinelt, the district wellness specialist, described a staff-focused mental-health push including a new wellness logo and an internal wellness tile with a booking link for one-on-one consultations, extended support sessions and on-site wellness clinics. Meinelt also announced a staff/family 5K at Gemini Springs on Nov. 16 (free to staff).

Board members asked detailed hiring questions. Jessie Thompson and others asked whether the district's reported 42 vacancies were instructional only (Workman confirmed they were) and requested a total vacancy count; Workman estimated roughly 70 paraprofessional vacancies and said she would provide an exact number later in the day. Commissioners pressed HR about a recent change to the ParaPro paraprofessional test (administration by ETS) that removed district proctoring and requires candidates either to take the exam at ETS-approved sites or to arrange supervised at-home testing; the fee rose and a laptop/camera requirement may block candidates who lack equipment. Workman said the district would research whether it can provide equipment or space and would explore staffing-agency partnerships to fill immediate needs. Board members emphasized the testing change had created a new, material barrier to hiring para professionals.

Workman and her team also described differentiated application forms (for support vs. certified roles), training materials for hiring managers and candidates, and the district's ongoing recruitment calendar and partnerships (job boards, community job fairs and targeted outreach for niche positions). HR representatives said they will continue to report updated vacancy counts and to seek solutions for ParaPro access issues.