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Human Resources seeks new time‑tracking and recruiting software and multiple staff additions
Summary
Human Resources unveiled proposals to implement Timepiece (time & attendance) and SchoolFront/Recruitfront (HR/recruiting) and requested several enrollment‑driven and programmatic hires; presenters said tech would improve overtime accuracy under new federal rules.
The Human Resources presentation centered on two proposed software investments and a set of staffing requests driven by enrollment and program changes.
Vaughn Taylor told the board the HR budget includes Timepiece, "a real time software system designed to track employee time and attendance," and SchoolFront's Recruitfront to expand recruiting reach and move onboarding to an electronic platform. Taylor said the Recruitfront setup carries an upfront cost and recurring annual fees; he cited an $11,500 initial setup and training line for the recruiting system.
Taylor said Timepiece would be used for unit groups that already sign in and out (security, custodial, maintenance and clerical) and that the software would reduce manual errors while providing multiple approval stages to improve overtime tracking and payroll compliance under new federal overtime rules. "By tracking time and attendance, it definitely would pay for itself," Taylor said when asked about cost savings.
Staffing requests: the presentation listed enrollment‑driven needs — an additional kindergarten teacher and assistant to support seven sections (roughly 130 kindergarten students), three special‑education aides (CSE‑driven), additional building aides to support increased recess, and a part‑time special‑education teacher to convert to full‑time ICT coverage. Wants included a 0.5 elementary music teacher, raising a 0.2 math coach to full time, a full‑time literacy coach (already in the budget but not filled this year) and a proposed science specialist.
Board questions focused on return on investment, whether new hires were replacements, and how the technology costs compare to labor savings; Taylor said some hires are new additions (not replacements) and that while exact dollar savings for technology were not available, improved overtime accuracy and streamlined onboarding reduce administrative burden and compliance risk.
Next steps: Taylor and staff will refine cost estimates and present iterations of the budget with multiple levy scenarios; no formal votes were taken on the HR items during the workshop.
