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Staffing report: turnover trending down; special-education techs remain a hiring priority
Summary
Superintendent reported a third consecutive year of improving turnover and said the district is aiming for turnover under 10%, but acknowledged ongoing vacancies—particularly among special-education technicians—and outlined recruitment, apprenticeship and training efforts and employee support services.
District leadership told the committee Oct. 6 that staffing turnover has improved for a third consecutive year and that the district aims for an annual turnover rate below 10 percent, while continuing targeted recruitment for hard-to-fill roles such as special-education technicians.
Superintendent Jake Langley said, "anything below 10% would be really exciting" as a benchmark for the district and cited retention efforts such as targeted appreciation activities, apprenticeship programs and partnership trainings. Members asked whether the recent decline reflected a post-pandemic normalization or specific local initiatives; Langley pointed to multiple factors including better supports for staff and state-level shifts in certification pathways.
Committee members pressed on special-education staffing, and one member suggested creating a dedicated special-education coach to support on-site staff and improve retention and role transfers. Langley said the idea is under consideration and may be part of the upcoming budget discussions.
HR staff described employee supports available for staff seeking treatment or assistance: the district provides an employee assistance program (EAP) free to all employees, offering up to six counseling sessions and referrals to longer-term care and treatment resources, and staff can be evaluated for FMLA or state paid-leave eligibility as appropriate.
No formal motions were made on staffing; members asked staff to continue exploring coaching support and training pathways to address vacancies.
