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Charlotte County Public Schools details midyear staff professional learning update and reports 93% retention
Summary
District leaders outlined expanded professional learning offerings, a new induction plan for new hires, recruitment for alternate certification pathways and a support-staff pathway with FGCU; staff retention was reported at 93% at midyear.
Charlotte County Public Schools presented a midyear update on its Priority Two initiative — professional learning for staff — highlighting new induction supports for new hires, expanded training offerings (including Spanish-language options for transportation staff) and active recruitment for alternate certification programs. Bruce, a district staff member presenting midyear data, said the district’s staff retention rate was 93% as of data pulled in January.
The update matters because the district ties professional learning and induction programs to teacher recruitment, certification and staff retention. The Presenter said the district added “another induction plan to support our new hires” and emphasized a broad set of training opportunities for administrative assistants, custodians, food service, paraprofessionals and transportation staff drawn from vendors including Beacon, Educational Impact and Vector.
Presenter described efforts to reach employees across roles and languages, saying the district was “excited to see that we could add that were in Spanish particularly for our transportation department” to address access issues. The district also worked with its support staff union in developing the offerings.
On performance targets, Presenter said one of the midyear KPIs is survey participation after professional learning sessions, with a midyear goal of 95% completion; the district provided partial survey results in the packet. The district also cited a 56-hour professional learning target for the year for certain certification pathways and discussed an alternate certification program the district has been running. Presenter said the district is "hovering 17th out of 19" from the program’s first year, noted one participant left the district, another is struggling to pass exams, and staff are meeting directly with potential candidates to boost recruitment.
Presenter outlined a support-staff pathway operated in partnership with Florida Gulf Coast University (FGCU), reporting 11 teachers of record retained from last fall and a new cohort of eight participants that began in spring; Presenter called the "grow your own" approach successful because participants are already working in schools and familiar with school roles.
Bruce presented the midyear retention figure: “right now with the staff retention we’re at 93%,” he said, citing data pulled in January. The session did not record any formal motions or votes on the items discussed. The district said it will continue monitoring KPIs and hold another Priority Two meeting in mid-April to complete the year’s meeting schedule.
Details from the update — including the English- and Spanish-language offerings, the partnership vendors (Beacon, Educational Impact, Vector), the FGCU pathway and the 56-hour target for certain certification participants — were presented to the committee and posted in the packet.
