Board considers new behavior‑analyst role and revisions to HR leadership job descriptions
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Summary
HR staff proposed a new behavior‑analyst job description to create a tiered behavior team, provide in‑house BCBA supervision, and help retain staff; the board also discussed revised chief of human resources and chief of operations job descriptions and the question of using outside search firms.
On Jan. 13 the Flagler County School Board reviewed a proposed job description for a district behavior analyst intended to create a career pathway, provide in‑house supervision for behavior specialists and reduce reliance on outside supervisors.
HR staff said the role is a new job description (not an additional allocation) that would be funded in part by IDEA; it would initially convert one of three current vacancies to the analyst pay lane, with potential for additional conversions later. Staff said many current behavior specialists are pursuing BCBA certification but leave when their credentials outpace pay; having an in‑house BCBA would allow the district to provide required supervision hours more affordably.
Board members pressed on qualifications, compensation and recruitment scope. One board member noted BCBA certification is difficult and asked whether internal specialists could apply; HR staff said current specialists could be eligible if they meet qualifications but the district will cap the number of analyst positions. Staff also said the role would relieve Dr. Halliday (lead of the department) of some program‑evaluation and supervisory burden and would fit into MTSS leadership work.
Separately, HR presented a revised chief of human resources job description with minor edits to align qualifications to current hiring trends. Board members debated whether to list specific credentials (for example, SHRM) or keep preferred qualifications broader to cast a wider net; staff said the preference toward flexibility is intentional so searches do not exclude candidates from related fields and that the district could support professional development post‑hire. Staff noted incumbents in some senior roles are expected to retire this year and the district could post the positions as soon as February.
No formal vote was recorded on the new job descriptions during the workshop; staff will return with final documents for board action.
Next steps: staff will refine job descriptions, consider listing preferred certifications, and return with final versions and posting timelines.