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HR update: Princeton City Schools reports improved one-year retention, wellness uptake and threat-assessment training
Summary
Human-resources presenter Dr. Jamieson told the Princeton Board of Education the district chieved an 83% one-year teacher retention rate this year, increased staff participation in WellWorks from 26% to 38%, and maintains about 75 staff trained in threat-assessment protocols; board asked for separation data to distinguish involuntary from voluntary exits.
Doctor Jamieson, the district human-resources presenter, gave the board an academic and human-resources update focused on recruitment, retention, wellness and safety.
Since 2021, Jamieson said, 16 people have participated in the district—uild/"Grow Your Own" teaching-licensure pathway: 11 via Mount St. Joseph and four via Ohio State University, with some participants later hired by Princeton City Schools or, in some cases, by other districts. Jamieson said the Ohio Department of Higher Education supported scholarships for six participants and four others remain wait-listed pending the state's budget decisions.
Jamieson reported wellness-program participation rose from 26% to 38% since program implementation in 2022, and that CuraLink quarterly reports show increased use of counseling and supports. "We've been able to increase our utilization from 26% of staff to 38 of staff, who are participating in the WellWorks program," Jamieson said.
On staffing and retention, Jamieson said the district's one-year teacher retention rate in the most recent (levy) year is 83% and that a three-year retention measure for the district is 67% (the presenter cited a study reference for comparison). Jamieson also described exit-interview activity: 152 completed surveys over the last five years and a variety of reasons provided by departing staff (moving to another district, promotion, personal reasons, etc.).
Board members asked whether the resignation numbers shown in the presentation included involuntary separations. Jamieson clarified that the specific slide under discussion recorded volunteer resignations but said she could expand the data to show involuntary separations tied to disciplinary actions. "In terms of this specific slide, those are all volunteer," Jamieson said.
Jamieson described the district's threat-assessment work and training: the district follows a five-step model (attributed in the presentation to Dewey Cornell) and maintains about 75 staff trained in the protocol; refresher training will be offered through the Hamilton County Educational Service Center because the training cycle reached the three-year mark.
When asked, Jamieson agreed to provide the board with additional separation-data breakdowns (voluntary vs. involuntary) and with working links to the presentation materials.
What happens next: HR will provide expanded separation and involuntary-separation figures on request and will coordinate threat-assessment refresher training and continued wellness-program outreach.
