Dominic Maniscalco, the district's chief human resources officer, briefed the board on progress addressing recommendations from the Council of Great City Schools HR audit. He said the district filled roughly 99% of certified roles at the start of the school year and that HR is working to shorten time to hire by removing unnecessarily restrictive requirements (for example accepting unofficial transcripts temporarily) and by implementing multiple career fairs each month.

Maniscalco outlined a three‑phase HR plan (listen/learn, stabilize/align, transform) and described compensation work to address internal‑equity and compression issues. Using 'accountant 4' as an example, he said market baselines from earlier district analysis suggest a midpoint around $95,000 for that role and that the district plans market adjustments and tenure‑based adjustments designed to raise staff below baseline. He also described potential processes to reduce inequities arising from previous salary formulas that anchored offers to applicants' prior pay.

Board members requested time‑to‑fill metrics and were told HR has them and will provide that information. The district also reported a year‑round staffing strategy, partnerships with regional universities, and potential early contracts to strengthen recruitment.