Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Staffing topic
No spam. Unsubscribe anytime.
Lewiston schools say staff turnover is down; special‑education techs remain hard to fill
Summary
Superintendent Jake Langley told the Lewiston School Committee on Oct. 6 that turnover has fallen for a third consecutive year and that the district aims for turnover below 10%. He said special‑education paraprofessional vacancies remain a key staffing challenge and that apprenticeship and training programs are part of recruitment plans.
Superintendent Jake Langley told the Lewiston School Committee on Oct. 6 that district turnover rates have improved for the third straight year and that leaders now view “anything under 10%” as a good target for retention.
Langley said the district still has “vacancies, and we are looking to hire those,” singling out special‑education (special‑ed) technicians as the area with the largest shortfall. He told the committee substitute teachers and paraprofessionals are covering many assignments while the district pursues recruitment and training options.
“Special ed in general is a challenging area to hire,” Langley said, noting the district is using apprenticeship efforts and adult‑education training to expand the pool of candidates. He added that retention efforts — small gestures of recognition and supports for staff — also help: “I think if we can have a little bit of funding to do those kinds of things, I think we can support it.”
Committee members pressed for specifics. Phoenix McLaughlin asked whether the district tracks comparable rates in other systems; Langley said he had not done a systematic comparison but reiterated the district’s goal. An unidentified member suggested creating a special‑ed coach to mentor staff; Langley said the director of special education has that on a budget list and he expects it could appear in the coming budget cycle.
Langley and HR representatives described supports for employees facing substance‑use or medical issues: the district provides an employee assistance program with up to six free counseling sessions and benefit‑specialist support to navigate FMLA and other leave options. HR also noted federal and state FMLA rules and recent changes to Maine paid‑leave eligibility that affect employees’ access to job‑protected leave.
The committee did not take formal action on staffing at the meeting; the item was presented for information and committee members asked staff to return with more granular data if desired.
