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OJ Roberts HR forecasts heavy hiring; board presses for stronger outreach to diversify staff
Summary
HR presented hiring volumes and recruitment channels, forecasting about 125 hires April–July and showing applicant demographics skewed majority white; board members pressed for expanded outreach to HBCUs, retention pathways and promotion of paraprofessionals into certificated roles.
The Owen J. Roberts School District’s HR team briefed the board on April 6 about recruiting, hiring and retention, reporting recent hiring volumes, expected near‑term hires and demographic breakdowns that prompted questions about workforce diversity.
HR director Kristen described the district’s recruitment workflow (Frontline Recruit & Hire and VidCruiter screening), onboarding process and a quarterly new‑hire orientation launched in 2024–25. From July through March HR reported 113 approvals for REA/Teamster/project/confidential positions, 39 part‑time/casual approvals, 34 supplemental/extracurricular roles and 98 new hires processed; HR anticipates approximately 125 hires between April and July including roughly 60 regular and 60 part‑time/casual positions.
The presentation included applicant and staff demographic tables. Board members highlighted a disparity between applicants (about 74% white in HR’s slide) and district staff (roughly 93% white per HR’s staff data), noting the gap and asking HR to increase outreach to Historically Black Colleges and Universities and to explore strategies to convert paraprofessionals into certificated teachers. One board member asked whether the district had tracked why candidates decline offers; HR said that most offers are accepted and that tracking non‑applicants is difficult but could be explored.
HR detailed recruiting channels—district website, state professional job boards, Chester County recruiting consortium and local universities (examples cited included West Chester and Millersville)—and said many applicants come from internal referrals. HR said it reaches out to local universities and county partners for hard‑to‑fill roles and maintains standing interview times for paraprofessional and custodian positions.
The board discussed retention and promotion pathways, tuition reimbursement limits for some support staff, and the potential to encourage/paraprofessionals to pursue certification opportunities. HR said it can re‑engage outreach to colleges such as Lincoln University and noted county‑level challenges tied to regional demographics and housing costs.
HR also described wellness programming (monthly staff newsletters, nutrition and step challenges, a ninth‑grade self‑care fair and other supports) and said wellness grants help fund activities.
Committee members asked HR to follow up with more detailed retention metrics, outreach plans to diversify the applicant pool, and a report on promotional pathways for paraprofessionals.
