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Human capital presentation: retention slips to 67.3% as district expands teacher‑pipeline programs
Summary
Human Capital Management told the board overall staff retention fell to about 67.3% amid budget reductions and turnover; district leaders described substitute strategies, a 133‑member teacher‑in‑residence program and Grow Your Own pathways aiming to stabilize staffing.
Deputy superintendent Dr. Berryhill and human‑capital presenters gave the board a quarterly update on recruitment, retention and HR metrics, warning retention has declined while outlining programs meant to grow and keep staff.
Dr. Berryhill said district retention currently stands at about 67.3% and pointed to budget reductions and resulting personnel changes as contributors to a drop from roughly 72% in earlier years. "Teacher retention remains a challenge for the Crowley ISD family," he said, noting the district sits roughly 6 percentage points behind a cohort average of about 73%.
Administrators described substitute arrangements with contractor ESS, a new 'base subs' program that assigns a pool of subs to campuses daily, and multiple pipeline programs: 3‑60 educator alumni recruitment, a Paraeducator‑to‑Teacher Advancement pathway (7 participants currently), and a teacher‑in‑residence program that now includes 133 residents district‑wide (up from ~120). The district said teacher‑in‑residence candidates are typically bachelor‑degree holders without certification and that progress checks aim for module completion milestones and eventual certification.
