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District presents human-capital and job-description audits; board asks for building-level class-size snapshots and staffing roadmap
Summary
Richland district staff presented drafts of a human capital audit and job-description review, prompting directors to request building-level October snapshots, histograms separating traditional and non-traditional class counts, and a strategic roadmap of staffing recommendations tied to student outcomes.
District staff presented a draft human capital audit and a parallel job-description audit, highlighting the use of OSPI data as a common foundation and asking the board for design input on reports and next steps.
Matt, who led the human capital briefing, said the draft uses state (OSPI) data to create a historical baseline and that future drafts will include histograms, categorical-funding breakdowns and building-level snapshots of student population, FTE staffing and class-size distributions. "I want to make sure I'm meeting your expectations as we try and move forward," he said, and asked the board for feedback on separating non-traditional classroom funding from prototypical comparisons.
Directors pressed for clearer building-level information. Dan said the averages presented (for example an 18-student average cited in the draft) can be misleading when non-traditional classes are mixed with standard classrooms; he asked for histograms and a median/mean breakdown so the board can compare apples to apples. Jill and other directors requested an October enrollment snapshot by building (the OSPI reporting snapshot the district uses) to ground staffing comparisons. Board members also asked staff to include program lists (Home Link, River's Edge, ALA offerings) and a recommended short-, mid- and long-term strategic roadmap tied to student outcomes and fiscal impact.
On job descriptions, staff reported audits completed across HR, principals, assistant principals and multiple teacher categories. Directors said job descriptions should reflect new workload realities—more IEP work, SEL/MTSS responsibilities and technology needs—and asked staff to propose operational efficiencies that could shift administrative burdens away from building leaders.
What’s next: Staff will refine the human capital audit with building-level October snapshots, class-size histograms that separate traditional and non-traditional classes, program-level staffing and an explicit staffing roadmap with recommended next steps and timelines.
