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Natomas Charter board holds public hearing on staffing vacancies, outlines recruitment and retention plans
Summary
At a public hearing under AB 2561, Natomas Charter District officials detailed vacancies for 2026–27, credentialing projections, compensation adjustments and staff‑retention efforts and committed to targeted recruitment, including filling instructional vacancies by the first day of school when possible.
The Natomas Charter District Board of Directors held a public hearing May 11 to fulfill AB 2561’s requirement to report on staffing vacancies and human resources plans for the 2026–27 school year. Administrators framed the discussion as part of Strategic Goal 1 (LCAP Goal 4): attracting, retaining and developing highly qualified professionals focused on student success.
Anita, presenting the HR update, said the district is aiming to fill “all positions the first day of instruction and all vacancies within one month,” noting that the work is ongoing and depends on applicant availability. She read a list of posted and open positions across academies, including a finance and budget director (application window closing May 18), part‑time custodial and campus support roles, grade‑level teachers (seventh and eighth grade science and English language arts at Leading Edge), a contracted part‑time occupational therapist for special education and additional special‑education assignments tied to incoming students.
The presentation explained credentialing categories used by the district: provisional permits for hires who have a qualifying degree but have not yet begun a credential program; interns enrolled in credential coursework while teaching; induction for teachers completing preliminary credentials; and fully qualified designations for those with a preliminary or clear credential. Administrators projected a small number of interns and candidates in induction programs for next year and no provisional permits at the time of the report.
Anita highlighted culture and retention metrics from the district’s spring staff survey: staff reported a high sense of belonging (89%), leadership opportunities (89%) and satisfaction with recognition (74%); the meaningful evaluation system score was lower (68%). She said the district will consider expanding survey questions and adding a comment field to surface more detail about declines.
On compensation, presenters noted the board approved salary schedules earlier this year that provide a minimum 2% increase plus steps that together average roughly a 4.5% increase over the current year. The district will continue its annual compensation study to align pay with neighboring districts and address minimum‑wage impacts.
Board members asked about breakdowns in the survey results (certificated versus classified staff), what specific actions will follow from the recognition and evaluation findings, and how the district will track candidates from job fairs and compensation outreach. Anita said HR will continue exit and entrance interviews, follow‑up with applicants, and a fifth annual charter‑school collaborative career fair planned for March 2027. She also noted the payroll specialist maintains a turnover spreadsheet and that teacher retention remains high but has declined slightly year‑over‑year.
The hearing was opened and closed during the meeting; no formal policy action was taken at this hearing beyond the informational report. Board members asked that follow‑up items include more granular survey breakdowns and periodic HR updates to the board.
