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RISD reports teacher turnover down to 11.54% and highlights expanded benefits, TIA growth
Summary
Human Resources reported a drop in teacher turnover to 11.54%, cited expanded benefits (child‑learning academies, on‑site clinics), and noted growth in Teacher Incentive Allotment participation and National Board certifications; trustees asked about scaling and program costs.
Dr. Goodson, presenting the annual Human Resources update, told trustees the district’s teacher turnover rate declined from 17.4% to 11.54% over a two‑year period and highlighted programs and benefits staff say contributed to the improvement.
"Over a 2 year period, we've gone from 17.4 to 11.54 teacher turnover rate," Dr. Goodson said, noting that the district has also boosted teacher experience levels and remains competitive on starting salaries. The presentation cited several retention supports: child learning academies serving 221 children across three locations, more than 500 visits to the Methodist Richardson acute‑care clinic this year, 456 mental wellness clinic sessions through an East Texas A&M partnership, and 522.5 days used from an expanded sick leave bank. Dr. Goodson emphasized these supports reduce barriers to staying employed with the district.
Trustees discussed the Teacher Incentive Allotment (TIA) and National Board Certification pathways. Staff said TIA participation has expanded beyond the initial pilot campuses and that the district has worked with TEA‑approved vendors and external researchers for data validation. National Board certified teachers doubled in two years, and the district has a local model that allows teachers to keep up to 90% of their allotment; fund allocations and validation processes were reviewed. Trustees asked about workload and time commitments for the National Board process; staff said cohorts and substitute/pd days are provided to support applicants.
Staff also described recruitment strategies and noted early evidence that the district’s salary and benefit investments have increased application pools and reduced vacancies at the start of the school year. The report was informational; trustees asked for continuing updates and the HR team said it will return with more detailed applicant‑pool and implementation timelines as requested.
