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HR outlines recruitment, mentorship and retention work; district reports hiring roughly 200–225 educators annually
Summary
Human Resources leaders described recruitment pipelines, mentor programs for educators and paraprofessionals, enhanced employer branding, and an annual hiring rate of about 200–225 educators; staff identified special education as a persistently hard‑to‑fill area and described retention efforts.
Mike Friis, Executive Director of Human Resources, joined by Mai (Mya) Vang, provided an overview of HR priorities that align with the strategic plan. They described efforts to build teacher pipelines (partnerships with UW‑Green Bay, NWTC and other regional institutions), targeted marketing and recruiting campaigns, a walk‑up hiring event that drew about 100 attendees and produced several hires, and an expansion of mentorship and induction for paraprofessionals and administrators.
Officials said the district hires roughly 200–225 educators each school year and that approximately 191 current licensed educators hold licenses with stipulations that require ongoing support to remove. Staff emphasized retention as a multi‑faceted problem and said the strategic planning workforce domain will fold in actions to reduce churn (mentorship, clearer career pathways, professional learning and operational supports).
HR leaders also discussed platform choices for educator evaluation records and said the district recommends retaining the Frontline platform rather than adopting alternatives immediately to avoid disruption. They reported ongoing work on a Tyler enterprise HR/finance project for back‑office efficiency.
Next steps: HR to continue pipeline and retention work and to coordinate with teaching and learning on onboarding and professional development; trustees asked for continued assessment of retention drivers and outcomes.
