Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Human Resources topic
No spam. Unsubscribe anytime.
District HR reports staffing trends, classification work and ERP problems; consultant hired to assess systems
Summary
Chief HR Officer Steve Herron presented staffing numbers (roughly 2,100 employees), demographic trends and hiring metrics, described classification and compensation reforms (including consolidation of EA classifications) and said the district is working with consultant Plante Moran to assess ERP/HCM (UKG) issues that prevent systems interoperability.
Ben La Pine Schools’ chief human resources officer told the board the district employs roughly 2,100 staff (about 1,000 certified teachers, just under 1,000 classified staff and about 133 administrators) and summarized workforce demographics and hiring trends during the December board meeting.
Steve Herron said the staff population is approximately 31.5% male, 68.2% female and 0.3% non-binary and that the staff racial composition remains whiter than the student body (staff roughly 89% white versus students at about 78% white). He reported hiring actions as a proxy for turnover fell over five years from about 1,220 to roughly 650 and described newly established HR metrics and a formal new-hire orientation to systematize processes.
Herron outlined classification and compensation reforms: the district consolidated roughly 13 EA classifications into three consistent classifications and is building a replicable market-comparison model with Central Oregon and large districts for compensation analysis. He said bargaining and interim negotiations continue on multiple topics (special education, virtual instruction, Medicaid billing) and that successor bargaining will be needed ahead of contract expirations in 2027.
On enterprise systems, Herron said the district’s UKG modules have not been interoperable as promised, producing double-entry and operational risk; the district has engaged consultant Plante Moran (spelled 'Plant Moran' in the transcript) to assess processes and recommend systems and expects recommendations in 2026. Herron said the district is likely beyond a repair-only strategy for UKG and anticipates system replacement will be recommended.
Directors asked about retention strategies for bilingual and Latinx staff; Herron cited targeted recruitment (diverse job fairs, Spanish/Mandarin outreach materials), an alternative-pathways program prioritizing bilingual qualifications and a 50% increase in Latinx representation over recent years as progress. He also described risk-management work (campus walk-throughs, safety committees) and the ongoing ERP assessment timeline.
No board action was taken on HR items during the meeting; Herron invited follow-up questions and further data requests.
