Board hears plan to attract and retain staff, debates pay-range adjustments

District officials presented the ‘‘attract and retain’’ pillar of the strategic plan and outlined steps intended to reduce turnover and strengthen hiring and onboarding.

Mr. Parker (presenting) described six strategies—staff recognition, new teacher support, equitable staffing, diverse recruitment, professional growth and competitive compensation—framing those efforts as a systems-level response to staffing pressures. He said the district has worked to streamline hiring and onboarding and launched a LEAD (Leadership Exploration and Development) program with roughly 40 participants; more than 75% of those participants have elected to continue.

Officials noted that roughly half of new teachers nationally leave within three years, and the district is developing a year-long new teacher academy to support early-career staff. The presenter also said 83% of hires from other districts have taken higher salaries at Southwest than at their previous districts, and staff are studying classified wage scales and possible benefit enhancements (including discussion of a 401(a) match to 403(b) offerings).

Board members asked questions about handbook edits and comparative salary information. Dr. St. John said minor handbook edits (table of contents, title changes) were in the packet and that administrative salary-range adjustments aim to compress disparities and align pay more consistently across positions; a comparison of current ranges and recommendations was provided to board members.

No formal action was taken on salary ranges at the meeting; staff said the handbook and compensation items will return for vote on the June 16 agenda.