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District reports improved morale and large gains in driver retention after staff surveys
Summary
Stacy Rush, the district’s employee relations specialist, told the board the district exceeded its 90% teacher survey participation goal (94%), saw teacher‑survey scores improve since 2022, and increased bus driver retention from 35% to 74% by the end of 2024–25; HR plans market analysis, supervisor expectations, and a May 2 employee wellness event.
Stacy Rush, the district employee relations specialist, presented employee‑morale and retention data at the Dec. 2 study session, saying the district met and in some cases exceeded targets set when the district began using the Upbeat employee survey.
Rush said teacher participation in the survey reached 94% this year, beating the district target of 90%, and that overall teacher scores have increased since 2022. She identified compensation and career pathway questions as among the lowest scoring areas, while supports for mental well‑being, workload, and perceived recognition showed measurable improvement: between fall 2022 and fall 2025 teachers reported a 15‑point rise in agreement about supports for mental well‑being and a double‑digit improvement in workload and compensation satisfaction.
On transportation, Rush said the district made marked gains: driver retention rose from 35% to 74% by the end of the 2024–25 school year and the district reduced open bus route vacancies from 41 in August 2022 to seven in August 2025. "A big kudos to that team," Rush said, crediting targeted morale and training efforts.
Rush reviewed programmatic changes tied to these results: the district piloted Upbeat in 2022, expanded department surveys in 2023, moved to internal coaching in 2024, increased HR school visits to provide timely support, instituted exit surveys and interviews, and replaced the old benefits fair with a Living Well Employee Wellness event. She said the next steps include a market analysis to ensure competitive pay, keeping the 90% survey completion target, requiring supervisors to share workplace climate feedback, and continuing supervisor support for retention.
Rush also announced the Living Well Employee Wellness event is scheduled for May 2 and will partner with 62 community vendors and the education foundation.
Next steps: HR will continue market analysis and follow up with school and department leaders on targeted improvement plans; the board did not take formal action during the study session.
