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District reports improvements in recruitment and onboarding; HR launches employee recognition program
Summary
Farmington Public Schools HR presented new talent-development steps — ARC recruitment model, extended onboarding with 30/60/90 check-ins, an MVP recognition program, and pipeline efforts (teacher academy, pair-of-professionals) — aimed at improving recruitment and retention.
Assistant Superintendent for Talent Development Brad Paddock and HR specialist Gazelle Watkins outlined the district's talent-development strategy at the May 5 board meeting, highlighting new recruitment pipelines and retention-focused onboarding.
The talent-development committee uses an ARC model (Attract, Recruit, Keep) and has introduced an extended onboarding experience with 30, 60 and 90‑day check-ins to support new hires. Watkins said staff feedback drove an expansion of targeted training (for secretaries, paraprofessionals and others) and that the district is increasing efforts to recruit from local pipelines, including student teachers and paraprofessionals who pursue certification through partnerships with Oakland County and the state.
Brad Paddock described a new employee recognition program, Most Valuable Professional (MVP), open to all district employees to nominate colleagues who reflect district values; the HR team will synthesize MVP nominations to build an employee value proposition for recruitment. The district is also working on competency‑based job descriptions to align hiring with the desired staff culture.
Trustees asked about recruiting a more diverse teaching force. Paddock said national advertising (EdWeek), participation in educator pipeline programs and local academies are part of the approach, and emphasized that a district's reputation and culture are key to attracting diverse candidates.
What's next: HR will continue pulse checks, report back on MVP data, and further integrate competency-based job descriptions into recruitment materials.
