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Board designates critical-need positions to qualify for AB 398 recruitment funds
Summary
Trustees approved designating several open teaching positions as 'critical needs' so the district can qualify for AB 398 retention and recruitment funding; staff said it preserves options but does not require immediate hiring under the designation.
The Churchill County School District Board unanimously approved a PERS critical-shortage designation of selected open positions on May 1 to preserve eligibility for AB 398 recruitment and retention funds.
Darryl Parsons and human-resources staff explained the designation process. The board was told designating positions as critical needs is a procedural step required to qualify for state funds; it does not force the district to hire under critical-need contracts if other filling options are available. “This is simply to provide that designation to do that,” Parsons said, adding the board retains authority and the PERS process requires a follow-up submission.
Staff said the district currently has about 20 open positions across levels and explained that some positions (for example certain elementary vacancies, TOSA openings, ag/CTE and a Spanish teacher) have been posted since the start of the school year. The district reported receiving $357,000 this year via the related application process and expects approximately $352,000 next year if the state approves the application.
Board members pressed for specifics on vacancy counts and how long positions have been open; human-resources staff said they would provide a vacancy list and historical posting dates and return with a fuller comparison in June. Trustees confirmed the designation gives the district the option to offer incentives under AB 398 but reiterated their expectation to continue active recruitment through regular licensure and long-term substitutes when possible.
Trustee McFadden moved to adopt the PERS critical-shortage designation; Trustee Whitaker seconded. The motion carried unanimously. The board will revisit pay-structure options at a future meeting to align any incentive strategy with district hiring goals.
