[00:00:05]
WE DO HAVE A QUORUM WITH SIX MEMBERS PRESENT.FIRST ITEM ON THE AGENDA IS COMMUNICATION TO AND FROM THE BOARD, INCLUDING PUBLIC COMMENT.
I DON'T BELIEVE WE HAVE ANY COMMUNICATION AND WE DIDN'T HAVE ANYONE SIGN UP FOR PUBLIC COMMENT.
THEN WE WILL MOVE ON TO ITEM NUMBER 2, ACT ON CHILD NUTRITION BUDGET TRANSFER FROM 240 FUND BALANCE.
[2. Act on Child Nutrition Budget Transfer from 240 Fund Balance]
WHO'S PRESENTING ON THAT? OKAY, SCOTT.ANY QUESTIONS FOR SCOTT? IF NOT, I'LL LOOK FOR A MOTION.
MOVE TO APPROVE THE CHILD NUTRITION BUDGET TRANSFER FROM 240 FUND BALANCE.
SECOND. SECOND BY MS. GILLESPIE. ALL IN FAVOR.
[3. Discussion regarding Human Resources Department Update]
DR. LINTON. AWESOME.GOOD MORNING JUST HR FUN FACTS.
ECONOMISTS ARE CALLING THE RECENT PHENOMENON OF VAST NUMBERS OF EMPLOYEES QUITTING THEIR JOBS WHAT? GREAT DEPRESSION, GREAT RESIGNATION, THE YEAR OF THE QUITTER OR THE GREAT REGRET? [LAUGHTER] ALL RIGHT.
EXCELLENT. ALL RIGHT. NEXT QUESTION.
DON'T LEAVE THE SITE. STEPHANIE'S IN FIRST.
WAY TO GO. ALL RIGHT. A TOTAL OF BLANK MILLION AMERICANS QUIT THEIR JOBS IN 2021.
CHECK OUT THE MEME GAME. IT'S PRETTY STRONG TODAY.
KIND OF A TRICK QUESTION. THEY'RE ALL CORRECT.
YES. SO YOU ALL GOT POINTS FOR THAT.
SCOTT'S STILL IN FIRST. SLACKER'S MOVING ON UP.
HERE WE GO. WHICH UNIVERSITY DID WE HIRE THE MOST TEACHERS FROM THIS HIRING SEASON, TWU, TECH, A&M OR UNT? ALL RIGHT. UNT IS TRADITIONALLY OUR NUMBER ONE UNIVERSITY FOR RECRUITS, BUT A&M WAS SECOND.
[00:05:03]
TEXAS TECH WAS THIRD AND TWU WAS ACTUALLY FOURTH.SO THOSE ARE ALL GREAT LOCAL SCHOOLS OR TEXAS SCHOOLS THAT WE GET A LOT OF CANDIDATES FROM.
WHICH STATE OUTSIDE OF TEXAS DID WE HIRE THE MOST NEW EMPLOYEES FROM THIS HIRING SEASON? OKLAHOMA, LOUISIANA, FLORIDA OR CALIFORNIA? YOU WOULD THINK IT WOULD BE OKLAHOMA, RIGHT? WELL THIS YEAR IT WAS FLORIDA.
THE LAST COUPLE OF YEARS HAS BEEN CALIFORNIA.
OKLAHOMA IS TRADITIONALLY OUR NUMBER ONE.
ALL RIGHT. NO CHANGE AT THE TOP.
WHICH NON-TEXAS UNIVERSITY DID WE HIRE THE MOST TEACHERS FROM? OU, ARKANSAS, ALABAMA OR LOUISIANA TECH? ALL RIGHT.
ALL RIGHT. LAST YEAR, WE RECRUITED A BLANK DIFFERENT COLLEGE AND UNIVERSITY JOB FAIRS.
AND SOME OF THOSE ARE REPEAT, LIKE WE GO TO A&M TWICE, ONCE IN THE FALL AND ONE IN THE SPRING.
COUPLE MORE QUESTIONS. OUTSIDE OF INFECTIOUS DISEASES, THE TOP REASON OUR EMPLOYEES GO ON LEAVE THE PAST TWO YEARS IS WHAT? PREGNANCY, MUSCULAR SKELETAL, BEHAVIORAL MENTAL HEALTH OR CARDIOVASCULAR ISSUES? ALL RIGHT.
WHICH OF THE FOLLOWING IS NOT A FUNCTION OF OUR HR DEPARTMENT? COMPENSATION, BENEFITS, PAYROLL, OR CONFLICT RESOLUTION? ALL RIGHT. PAYROLL.
PAYROLL IS OUTSIDE OF HR'S PURVIEW, BUT WE DO WORK WITH THEM QUITE OFTEN.
LAST QUESTION. WHICH OF THE FOLLOWING IS A FUNCTION OF HR, WELLNESS RETENTION, CERTIFICATION, SUPPORT AND DEVELOPMENT? AGAIN, KIND OF A TRICK QUESTION, BECAUSE THOSE ARE ALL FUNCTIONS OF HR.
EVERY ONE OF THOSE. SO LET'S SEE WHO OUR CHAMPION IS TODAY.
[APPLAUSE] SECOND PLACE, SCOTT W.
I'M THINKING SLACKER MIGHT BE FIRST.
I'M NOT SURE. MR. CLASSE. THEY WANT TO BE ANONYMOUS.
HERE WE GO IN THE CORNER [LAUGHTER].
IT IS AN ABSOLUTE PLEASURE TO BE HERE TO TALK WITH YOU ABOUT HUMAN RESOURCES.
WE HOPE TO PROVIDE YOU WITH SOME CONTEXT BECAUSE THE THING THAT WE KNOW IS NUMBERS.
WITHOUT ANY KIND OF CONTEXT, IT'S HARD TO PROVIDE ANY MEANING TO THOSE.
AND SO WE WANT TO BE ABLE TO PROVIDE THAT TO YOU SO THAT IT CAN HELP AS YOU MAKE YOUR DECISIONS AND AS YOU INTERFACE WITH OUR COMMUNITY AND LOOK AT WAYS THAT WE CAN WORK TOGETHER TO RECRUIT AND RETAIN.
WHEN WE THINK ABOUT OUR GOALS WITHIN THE HUMAN RESOURCES DEPARTMENT, YOU CAN SEE THOSE FOR CUSTOMER SERVICE, THAT IS ALWAYS FIRST AND FOREMOST FOR US, AND WE SEE OUR CUSTOMERS AS ANYONE WITH WHOM WE COME INTO CONTACT.
[00:10:04]
SO WHETHER THAT'S APPLICANTS, WHETHER IT'S CANDIDATES ON THE RECRUITING TRAIL, TEACHERS, CUSTODIANS, PRINCIPALS, DIRECTORS, COMMUNITY MEMBERS, ALL ARE OUR CUSTOMERS.AND OUR GOAL IS TO PROVIDE THAT EXCELLENT CUSTOMER SERVICE.
EMPLOYEE AND APPLICANT SUPPORT.
RECRUITMENT, DEVELOPMENT AND RETENTION.
I ALMOST SAID DETENTION, HOPEFULLY NOT DETENTION.
SO RECRUITMENT, DEVELOPMENT AND RETENTION, OUR GOAL IS TO RECRUIT THE BEST, TO HAVE A PIPELINE SO THAT EVEN WHEN THINGS GET LIKE THEY DID THIS SUMMER, WE STILL HAVE PEOPLE WHO ARE IN THAT PIPELINE FOR POSITIONS AND THAT WHEN PEOPLE ARE HERE, THEY HAVE OPPORTUNITIES TO GROW AND ADVANCE SO THAT WE ARE ABLE TO RETAIN STRONG STAFF.
AND OUR GOAL IS ALWAYS TO RETAIN 100%.
THERE'S NO ONE WHO WALKS IN THE DOOR WE THINK, YOU KNOW WHAT, THAT'S ONE THAT WE WANT TO RECRUIT, PAY TO TRAIN, SPEND TIME WITH, GIVE SUPPORT, HELP TO GROW AND THEN HAVE THEM WALK OUT THE DOOR.
SO OUR GOAL IS ALWAYS 100% WHEN IT COMES TO RETENTION.
AND THEN, OF COURSE, COMPLIANCE AND PROCESSES.
THAT'S NOT THE MOST FUN PART OF THE JOB, BUT IT'S A NECESSARY PART OF THE JOB, ENSURING THAT WE'RE IN LEGAL COMPLIANCE, THAT WE ARE AWARE OF AND COMMUNICATE POLICIES AND SUPPORT PEOPLE IN WORKING WITH THOSE.
SO LOOKING AT WHAT CAN WE DO, WE WILL HAVE THE CONTEXT, WE WILL HAVE THE DATA BECAUSE WE'RE GOING TO SHARE DATA WITH YOU ABOUT OUR HIRES AND THOSE PEOPLE WHO RESIGNED AND THEN WE'RE GOING TO TALK ABOUT WHAT CAN WE DO TOGETHER MOVING FORWARD SO THAT WE RECRUIT AND RETAIN GREAT STAFF.
I'M GOING TO ASK IF YOU GUYS WILL JUST STAND WHEN I CALL YOUR NAME.
DR. DUANA KINDLE AND CHASTITY JOHNSON.
THE TWO OF THEM WORK WITH ELEMENTARY STAFFING, SO THEY SUPPORT ALL THINGS PERSONNEL FOR ELEMENTARY FROM ALLOCATIONS TO CONCERNS THAT MAY BE RAISED ON THE CAMPUS TO QUESTIONS THAT MAY COME FROM STAFF, ALL THE THINGS ELEMENTARY.
NKRUMAH DIXON AND JENNIFER REDDEN, WHO WORK WITH SECONDARY STAFFING.
THEY DO THE SAME THING ON THAT SIDE.
AND THEN EACH MANAGING DIRECTOR ALSO HAS A DEPARTMENT OR DEPARTMENTS THAT THEY SUPPORT AS WELL.
AND THAT'S ASIDE FROM COMPENSATION, SALARIES, ALL OF THOSE THINGS THAT COME INTO PLAY TOO.
OK. AND I WOULD LIKE TO INTRODUCE YOU TO OUR NEW BENEFITS MANAGER.
THIS IS [INAUDIBLE] IS JOINING US FROM THE PRIVATE SECTOR.
SHE HAS 12 YEARS OF EXPERIENCE IN HUMAN RESOURCE LEADERSHIP.
SHE HAS WORKED WITH INFORMATION SYSTEMS, BENEFITS AND PAYROLL.
AND MOST IMPORTANTLY, SHE'S A PARENT OF KIDS IN OUR DISTRICT AS WELL.
AND YOU'LL HEAR FROM HER A LITTLE BIT LATER.
AS PAM SAID, WE ARE GOING TO SHARE A LOT OF INFORMATION WITH YOU THIS MORNING.
SO WE HAVE THREE STAFF MEMBERS THAT WORK SOLELY WITH FRISCO ISD AND SUPPORT FRISCO ISD CAMPUSES, TEACHERS AND ULTIMATELY THE STUDENTS. AND SOMAR CROWDER IS OUR ACCOUNT MANAGER AND SHE JUST HAS A BRIEF VIDEO MESSAGE FOR YOU.
I'M THE ACCOUNT MANAGER FOR ESS.
I ALSO CONDUCT A BIWEEKLY TRAINING MEETING FOR SECRETARIES NEW TO THE ASSET MANAGEMENT SYSTEM.
OKAY AND I WILL SAY HER TEAM USUALLY STARTS THEIR DAY ABOUT 6 A.M.
STARTING TO LOOK AT WHO HAS PUT IN ABSENCES AND TRYING TO GET THOSE FILLED FOR THE DAY.
ONE OF THEIR LARGE GOALS IS OVERALL, THERE WE GO, IS ENSURING STRONG FILL RATES.
[00:15:08]
AND EVEN WITH ALMOST DOUBLING THAT AS WELL AS THE GREAT RESIGNATION, AND IF YOU RECALL JANUARY BEING A HIGH COVID MONTH AS WELL, WE STILL HAD A STRONG FILL RATE OF 85% AS WELL FROM THE YEAR BEFORE.THEY DO PAY DAY INCENTIVES AS WELL AS GIFT CARD DRAWINGS, ESPECIALLY FOR THOSE SUBSTITUTES WHO ARE ABLE TO PICK UP FRIDAYS, ARE A TOUGH DAY SOMETIMES TO FILL BECAUSE WE HAVE HIGH VOLUMES AND THEY'RE ALSO ABLE TO OFFER THE EMPLOYEES BENEFITS, RETIREMENT AND SOME OF THOSE OTHER PERKS AS WELL.
THE SECOND GOAL THAT THEY HAVE IS ONGOING RECRUITING.
SO LAST SCHOOL YEAR THEY ATTENDED OVER 90 RECRUITING EVENTS AND THEY HOST TWO DIFFERENT ORIENTATION SESSIONS EVERY SINGLE WEEK TO BRING ON NEW ESS STAFF MEMBERS. AND BESIDES THOSE ORIENTATIONS AND RECRUITING, ENSURING THAT WE HAVE ESS SUBS IN THERE, YOU CAN ALSO SEE THAT WE HIRE A LOT OF THOSE ESS EMPLOYEES AS FRISCO ISD EMPLOYEES.
SO LAST YEAR WE HIRED 240 ESS EMPLOYEES AS TEACHERS OR PARAPROFESSIONALS.
OKAY. SO I DO WANT TO SHARE SOME GREAT NEWS THAT'S KIND OF HOT OFF THE PRESSES.
SOMAR IS HERE. SOMAR WILL YOU STAND UP SO WE CAN CELEBRATE YOU? [APPLAUSE] SO, CONGRATULATIONS.
THANK YOU. SO SOMAR IS GOING TO CONTINUE TO SUPPORT FRISCO AS WELL AS DISTRICTS AROUND US.
SO THANK YOU FOR ALL YOUR WORK SOMAR.
THANKS, DR. LINTON FOR THE INTRODUCTION.
SO WHEN YOU THINK BENEFITS, I THINK THE THING THAT YOU THINK OF ALWAYS IS HEALTH INSURANCE.
BUT THERE'S SO MUCH MORE THAT OUR TEAM DOES.
IN ADDITION TO THAT, WE ALSO PROCESS ALL OF OUR MEDICAL LEAVES, OUR ACCOMMODATION REQUESTS, WE OVERSEE OUR RETIREMENT, AND THEN ALSO OUR WELLNESS PROGRAM, INCLUDING OUR FISD CLINIC.
WHEN AN EMPLOYEE IS GOING TO BE OUT FOR FOUR OR MORE DAYS, WE DO REQUEST THAT THEY SUBMIT AN OFFICIAL LEAVE OF ABSENCE, AND AT THAT POINT THAT'S WHEN THE REAL FUN STARTS FOR OUR DEPARTMENT. WE VERIFY THEIR ELIGIBILITY TO SEE IF THEY'RE ELIGIBLE FOR FML OR TDL.
WE TALK WITH THEIR MEDICAL PROVIDER TO MAKE SURE THAT THEY GET A MEDICAL CERTIFICATION FOR THEM.
WE WORK AND COLLABORATE WITH THE PAYROLL DEPARTMENT TO MAKE SURE THAT ALL OF THEIR PAY AND BENEFIT DEDUCTIONS ARE DONE PROPERLY AND WE REALLY FOLLOW THE CASE UNTIL THEY HAVE THAT RETURN TO WORK CERTIFICATION BACK FROM THEIR DOCTOR SAYING THAT THEY CAN RESUME THEIR DUTIES.
NOW, IF YOU LOOK AT OUR LEAVE CASES OVER THE LAST FEW YEARS, THEY'VE STAYED PRETTY MUCH THE SAME.
AND THE TOP THREE REASONS HAVE ALSO PRETTY MUCH STAYED THE SAME, WITH THE NUMBER ONE REASON BEING PREGNANCY, NUMBER TWO BEING MUSCULAR SKELETAL AND NUMBER THREE BEING BEHAVIORAL HEALTH.
HOWEVER, LAST YEAR WE DID HAVE CANCER, UNFORTUNATELY KIND OF CREEP UP THE NUMBER OF CASES.
THE OTHER TYPE OF LEAVE THAT WE'VE OBVIOUSLY BEEN WORKING ON IS THE COVID LEAVE.
LAST YEAR WE DID HAVE 2,331 REQUESTS.
YEAR TO DATE WE HAVE HAD A LITTLE UNDER 400 REQUESTS.
AND AS YOU ALL MAY KNOW, FOR EMPLOYEES THAT WORK MORE THAN 20 HOURS A WEEK, WE DO OFFER SOME ADDITIONAL PAID SICK LEAVE DAYS WITH A POSITIVE COVID TEST.
AND I THINK THAT'S SUCH A GREAT THING FROM NOT ONLY A PUBLIC HEALTH PERSPECTIVE, BUT I THINK WHEN WE TALK ABOUT RETENTION AND RECRUITMENT, THAT'S THE KIND OF THING THAT HELPS OUR DISTRICT, YOU KNOW, OUTSHINE ALL OF THE OTHER DISTRICTS.
[00:20:01]
SO THANK YOU FOR THAT.AND I THOUGHT WHEN I CAME ON HERE, I THOUGHT THIS WAS SUCH A GREAT THING THAT WE EMPLOYEES CAN OPT TO DONATE THREE OF THEIR LOCAL DAYS AND THEN IF THEY HAVE ANOTHER TYPE OF CERTIFIED LEAVE, SUCH AS FML OR TDL, THEY CAN CONCURRENTLY USE THE SICK LEAVE BANK DAYS AND THEY GET 30 DAYS OF PAID LEAVE TO USE WITH THEIR OTHER LEAVE.
AND I THINK THAT'S JUST GREAT.
LAST YEAR WE HAD 54 OF OUR SICK LEAVE BANK MEMBERS USE ABOUT 1150 DAYS AND THIS YEAR OUR MEMBERSHIP IS UP TO A LITTLE OVER 2000 MEMBERS.
SO EMPLOYEES ARE UTILIZING THAT.
AND SO THIS IS JUST SOME OF THE, YOU KNOW, WE'RE JUST FOCUSING ON LEAVE AND THE DATA.
BUT WHAT I THINK IS GREAT IS THAT WE'RE ABLE TO COLLECT SOME OF THIS DATA AND REALLY MAKE SOME DATA DRIVEN DECISIONS AND WHEN IT COMES TO BENEFITS SO WE KNOW WHERE TO FOCUS OUR EFFORTS. WE KNOW WHAT THE EMPLOYEES WANT.
AND DR. DIXON WE'LL TALK A LITTLE BIT MORE ABOUT THAT.
GOOD MORNING. SO WE ARE DISCUSSING ABOUT OUR WELLNESS.
FRISCO ISD HAS REALLY PUT A FOCUS TO ENHANCE THE EXPERIENCE FOR THE EMPLOYEES.
SO THERE HAS BEEN A LOT OF FOCUS TO MAKE SURE THAT EMPLOYEES ARE UNDERSTANDING THE RESOURCES THAT ARE AVAILABLE TO THEM, THAT EMPLOYEES UNDERSTAND THAT WE HAVE DIFFERENT THINGS IN ORDER TO MAKE SURE FROM A MENTAL HEALTH, FROM A BEHAVIORAL HEALTH, FROM A PHYSICAL HEALTH, THAT WE FRISCO ISD ARE FOCUSED TO MAKE SURE THAT WE ARE ENHANCING THEIR MOVEMENT AS EMPLOYEES.
SO THESE ARE SOME OF THE CURRENT AND UPCOMING EVENTS.
THE BENEFITS FAIR THAT WE HAD IN AUGUST AS A RESULT OF OPENING THE ONSITE CLINIC AND ALSO SHOWCASING EXACTLY ALL OF THE DIFFERENT ITEMS AND DIFFERENT PACKAGES THAT EMPLOYEES ARE ABLE TO RECEIVE FOR THOSE EMPLOYEES THAT ARE PAYING FOR AND THEN THOSE EMPLOYEES THAT IT COMES FREE WITH BEING A FRISCO ISD EMPLOYEE.
SO AS YOU CAN SEE ON THE NEXT SLIDE, THE AMOUNT OF INDIVIDUALS THAT HAVE HAD THE OPPORTUNITY TO VISIT OUR ONSITE CLINIC, VIRTUAL AND ONSITE, CONTINUES TO INCREASE.
ONE OF THE OTHER TRENDS [INAUDIBLE] EXPLAINED IS ABOUT BEHAVIORAL HEALTH, AND SO ONE OF OUR PROVIDERS, MD LIVE, HAS ALLOWED INDIVIDUALS EMPLOYEES TO PURCHASE.
SO THESE ARE JUST A FEW OF THE STRATEGIES THAT WE IN HR THAT OUR WELLNESS IS REALLY TRYING TO FOCUS TO ENHANCE THE EMPLOYEES AND THEIR EXPERIENCE AND MAKE SURE WE ARE MEETING THEIR NEEDS.
SO WE DID SEE THAT BEHAVIORAL HEALTH NEED INCREASE.
NOW IT'S BACK TO REASON NUMBER THREE.
LAST YEAR, IT WAS REASON NUMBER TWO FOR PEOPLE REQUESTING LEAVE.
THE OTHER THING WE WANTED TO DO WITH THE RISING COST OF MEDICAL CARE AND THE RISING COST OF BENEFITS, WE KNOW THAT THAT IS AN ISSUE AND OF CONCERN TO EMPLOYEES. WE ALSO KNOW THAT THERE'S ONLY SO MUCH WE CAN DO AS A DISTRICT WITH HOW MUCH WE CONTRIBUTE.
SO OUR GOAL IS THAT WITH THE WELLNESS PROGRAM AND HAVING THAT EMPHASIS ON WELLNESS, THAT WE CAN HELP PEOPLE IN BEING MORE PROACTIVE SO THAT THEY'RE NOT HAVING TO GET SOME OF THOSE ADDITIONAL, MORE COSTLY MEDICAL SERVICES BECAUSE THEY'VE BEEN ABLE TO BE PROACTIVE WITH THEIR WELLNESS.
SO I JUST WANTED TO POINT THAT OUT.
THAT CAN LOOK LIKE SOMEONE COMING IN AND ASKING, HOW DO I GO THROUGH A NAME CHANGE? WHAT PROCESS OR STEPS DO I NEED TO TAKE, TO SOMEONE COMING IN AND SAYING, I REALLY HAVE A PROBLEM AND I NEED TO TALK THROUGH IT?
[00:25:06]
I FEEL LIKE I NEED SUPPORT.THOSE ARE DAILY INTERACTIONS THAT WE ARE WORKING DILIGENTLY TO MAKE SURE THAT WE'RE RESPONSIVE TO.
ALSO, WE WANT TO ENGAGE IN PROACTIVE EMPLOYEE EFFORTS.
EACH TIME THAT WE HAVE AN OPPORTUNITY TO INTERACT WITH AN EMPLOYEE IS A TIME FOR US TO LEARN ABOUT WHAT WE COULD DO DIFFERENTLY, WHAT CAN WE DO SO THAT THAT EMPLOYEE AND OTHERS DON'T NECESSARILY HAVE TO ASK THAT QUESTION THE NEXT TIME BECAUSE THEY HAVE THAT RESOURCE MORE READILY AVAILABLE TO THEM? OR IF WE SEE SOME OTHER TREND THAT WE CAN START TO RESPOND TO THAT.
AND THAT LEADS US TO IMPLEMENTING STRATEGIES THAT WILL BENEFIT THE EMPLOYEES.
EVERY TIME WE GET AN EMPLOYEE IN, THERE'S AN OPPORTUNITY FOR THEM TO HAVE A DIFFERENT NEED.
AND SO WE WANT TO MAKE SURE THAT WE'RE CONSTANTLY EVOLVING AND RESPONDING TO THOSE NEEDS.
NOW, WHEN YOU LOOK AT EMPLOYEE AND YOU LOOK AT PERSONNEL, YOU'RE THINKING, WELL, THOSE ARE PEOPLE.
AND WHEN WE'RE TALKING ABOUT EMPLOYEE, THAT'S MORE OF JUST THE DIRECT EMPLOYEE BECAUSE WE REALIZE THE IMPORTANCE OF ENSURING THAT OUR SUPERVISORS ARE PREPARED TO DO WHAT THEY NEED TO DO FROM AN HR STANDPOINT AT THE CAMPUS LEVEL AND AT THE DEPARTMENT LEVEL.
SO ONE OF THE THINGS THAT WE DO IS OUR PERSONNEL CONFERENCES.
THIS IS AN OPPORTUNITY FOR US TO GO OUT, MEET WITH OUR CAMPUS ADMINISTRATORS, MEET WITH OUR DEPARTMENT LEADERSHIP TO TALK ABOUT WHAT'S GOING ON WITH THE PERSONNEL THAT YOU ARE RESPONSIBLE FOR LEADING.
THAT COULD INCLUDE THINGS ARE THAT ARE CHALLENGES FOR THEM THAT WE CAN POSSIBLY COME IN, INTERVENE, PROVIDE SUPPORT, DRAFT A PLAN, TO THINGS THAT ARE GOING GREAT THAT WE NEED TO CELEBRATE AND FEED BACK TO US AS A DEPARTMENT AND AS A DISTRICT.
IN ADDITION TO THAT, WE ENGAGE IN HR RELATED PROFESSIONAL DEVELOPMENT.
AND WHAT THAT MEANS IS WE PROVIDE TRAININGS, WE CALL THEM BOOT CAMPS, POWER HOURS, VARIOUS PROFESSIONAL DEVELOPMENTS THAT WE OFFER TO THE DIFFERENT LEADERS THROUGHOUT THE DISTRICT. THIS GIVES THEM THE TOOLS TO RESPOND TO IMMEDIATE NEEDS AT THE CAMPUS.
AS WE TALKED ABOUT EARLIER, THERE ARE TIMES THAT EMPLOYEES DO HAVE CHALLENGES.
SO WE WANT TO MAKE SURE THAT SUPERVISORS ARE GEARED AND PREPARED TO DO SO.
THE OTHER IS RESPONDING TO CHALLENGES AND ISSUES IN GENERAL AS A DEPARTMENT.
WE REALIZED WITH OVER 8000 EMPLOYEES, SOMEBODY IS PROBABLY NOT GOING TO GET ALONG.
SOMEBODY IS NOT GOING TO LIKE SOMETHING THAT SOMEBODY ELSE HAS CHOSEN TO DO.
AND SO WE WANT TO MAKE SURE THAT WE ARE PREPARED TO DO THAT.
SO THOSE ARE THE THINGS THAT WE REALLY FOCUS ON AS WE GO THROUGH OUR DAY TO DAY.
WHEN YOU'RE LOOKING AT THIS NEXT SLIDE, I WANT TO POINT OUT WE HAVE ELEMENTARY AND SECONDARY.
THIS IS MORE OF OUR STAFFING CONSIDERATIONS.
IT IS IMPORTANT THAT EACH TIME, EACH YEAR, RATHER, THAT AS WE'RE LOOKING AT OPPORTUNITIES FOR OUR STAFFING, THAT WE'RE CONSIDERING A NUMBER OF FACTORS. THAT COULD INCLUDE, OVER HERE YOU CAN SEE PRINCIPAL DIRECTOR INPUT.
SO WE DEFINITELY WANT TO CONSIDER THAT.
WE ALSO FOCUS ON CLASS NUMBERS, MAKING SURE THAT THEY DON'T EXCEED THE RATIOS.
THOSE ARE IMPORTANT THINGS AS WELL.
THIS IS TO GET OUR STAFFING FOR OUR CAMPUSES.
AND IT DOESN'T JUST HAPPEN WHEN THE SCHOOL YEAR STARTS.
AND SO STAFFING IS A CONTINUOUS PROCESS.
ALTHOUGH IT'S HEIGHTENED IN THE SPRING, IT'S A CONTINUOUS PROCESS FOR US THROUGHOUT THE YEAR.
AND BEFORE JENNIFER GETS UP TO TALK ABOUT RETAINING EMPLOYEES.
IS SET APART AND DOES JUST VERY SPECIFIC PERSONNEL KINDS OF THINGS.
WE WORK SO CLOSELY WITH ALL THE DEPARTMENTS WHEN WE LOOK EVEN AT THOSE STAFFING CONSIDERATIONS.
WHY IS THERE NOT ANOTHER TEACHER? WHAT'S HAPPENING? I KNOW IT'S SUPPOSED TO BE 22 TO 1 AND THESE ARE SOME OF THE THINGS THAT COME INTO PLAY.
[00:30:03]
LIKE WHAT IF THERE'S NOT A GREAT TEACHER THAT'S OUT THERE? DO YOU WANT TO DIVIDE THAT CLASS WHEN THAT'S HAPPENING? OR WHAT IF THERE'S NOT ENOUGH SPACE ON THAT CAMPUS FOR ANOTHER CLASSROOM? SO IT'S HAVING THOSE CONVERSATIONS WITH THE PRINCIPALS, BRINGING IN OUR MDS OF SCHOOLS, TALKING WITH STUDENT SERVICES ABOUT OTHER KINDS OF CIRCUMSTANCES ON THE CAMPUSES.SO IT'S NOT JUST A SINGULAR DECISION.
IT SEEMS LIKE IT WOULD JUST BE, YOU'VE GOT A NUMBER, DIVIDE IT BY 22 AND THERE YOU GO.
IT'S JUST NOT QUITE THAT SIMPLE ALL THE TIME.
SOMETIMES IT IS, BUT SOMETIMES IT'S NOT.
THANK YOU. GOOD MORNING, EVERYBODY.
WE'RE GLAD TO SEE YOU HERE TODAY.
AS DR. LINTON AND MY COLLEAGUES HAVE SHARED WITH YOU, MOST OF WHAT WE DO IN HR IS RELATED TO THE GOAL OF RECRUITMENT AND RETENTION, AND MANY OF YOU HAVE BEEN HERE WHENEVER WE HAD THE HUGE GROWTH SPURT HERE IN FRISCO ISD.
AS A PREVIOUS CAMPUS PRINCIPAL, I KNOW THAT EMPLOYEES WERE CONSTANTLY COMING INTO MY OFFICE TO SHARE THEIR EXPERIENCES, AND WE WOULD SHARE THAT WITH THE DISTRICT LEVEL PERSONNEL BECAUSE WE ALWAYS WANT TO DO OUR VERY BEST TO ENSURE THAT WE HAVE QUALITY TEACHERS, TO PROVIDE OUR STUDENTS WITH THE BEST EDUCATION.
AND SO THE PURPOSE OF THAT WAS TO GET ACTUAL LIVE FEEDBACK FROM OUR TEACHERS.
BUT IT COULD ALSO JUST BE A STRONG TEACHER LEADER ON THE CAMPUS FOR OTHER VARIOUS REASONS.
AND SO WITH THE PRINCIPALS, THEY SET UP TO FOUR NAMES AND WE WERE ABLE TO REACH OUT TO 238 TEACHERS.
SO WHAT THAT LOOKED LIKE IS WE HAD EACH OF OUR MANAGING DIRECTORS LEAD ONE OF THOSE SESSIONS, AND DURING THAT SESSION WE FIRST STARTED OUT WITH MAKING SURE THEY KNEW THAT THIS WAS A SAFE PLACE.
FROM THERE WE WENT INTO AN ICEBREAKER TO SEE WHO WAS IN THE ROOM.
SO THEY NEVER KNEW WHO THEY WERE GOING TO BE PARTNERED WITH.
WE DID SOME INTERACTIVE QUESTIONS WITH THEM.
THEN WE BROKE THEM OUT INTO THE MAJORITY OF THEIR TIME, WHICH WAS SPENT ANSWERING SOME QUESTIONS ABOUT JUST WHY THEY'RE IN FRISCO ISD, WHAT THEY ENJOY ABOUT IT, THE CHALLENGES, BUT THEN ALSO WHY THEY CONTINUED TO STAY.
AND SO BASED OFF OF THOSE QUESTIONS, WE TOLD THEM THAT WE WOULD BE SHARING THE INFORMATION WITH OUR FRISCO ISD LEADERSHIP, AND THEN WE ASKED THEM TO COMPLETE AN EXIT TICKET. WITH THE EXIT TICKET, WE HAD QUESTIONS ABOUT THE PROCESS IN GENERAL, BUT THEN ALSO ASKED THEM TO SHARE ANY ADDITIONAL INFORMATION THAT MAYBE WE DIDN'T TALK ABOUT DURING THE SESSION. SO WHAT DID WE GLEAN FROM THIS WHOLE PROCESS? SO THE FIRST THING I JUST WANT TO BRING UP ARE THE CHALLENGES THAT WE LOOKED AT.
LOOKING AT THE WORKLOAD THEME AND AT THE WORK LIFE BALANCE, I DON'T THINK THAT THAT'S UNIQUE TO FRISCO ISD, NOR IS IT UNIQUE TO EDUCATION AND MAYBE JUST HOW OUR WORLD IS RIGHT NOW. BUT SOME OF THE FEEDBACK THAT WE RECEIVED AS FAR AS WORKLOAD IS JUST THE AMOUNT OF WORK THAT IS REQUIRED ON TEACHERS RIGHT NOW.
[00:35:04]
BILL 4545, CAMPUSES HAVE TO BE VERY INTENTIONAL ON THEIR INTERVENTION STRATEGIES TO MAKE SURE THAT WE'RE MEETING THE NEEDS OF THAT.WE ALSO HAD READING ACADEMIES, SO ON TOP OF ALL THE OTHER PLANNING MEETINGS, SUPPORTING 504 STUDENTS, SPECIAL EDUCATION STUDENTS AND PARTICIPATING IN THOSE MEETINGS, CONFERENCES THAT WE ATTENDED, PROFESSIONAL LEARNING, THEY'RE ALSO DOING ABOVE AND BEYOND.
AND SO THAT WAS PART OF THAT FEEDBACK.
AND THEN ALSO TIME, RIGHT? WE ALWAYS NEED MORE TIME.
SO THAT WAS A BIG PART OF THEIR WORKLOAD.
AND THEN ALSO LET'S THROW ON TOP OF THAT FAMILIES, KIDS AND AND JUST HAVING SOME TIME FOR YOURSELF.
SO AS YOU CAN TELL, THERE'S A LOT FOR THEM TO HANDLE.
THE OTHER THING THAT EMERGED WAS THE CLARITY OF COMMUNICATIONS AND EXPECTATIONS.
WHAT WE GLEANED FROM THIS DATA IS THAT OUR TEACHERS REALLY WANT TO DO A GREAT JOB.
THAT IS THEIR GOAL. AND SO THEY REALLY WANT TO BE CLEAR ON THOSE EXPECTATIONS.
SO THEY'RE REALLY HAVING TO TO STAY ON TOP OF THAT CHANGE, BUT THEN SOMETIMES HAVING THAT CLARITY OF EXPECTATIONS WHEN WE'RE STILL TRYING TO FIGURE OUT IN THAT TIME CAN MAKE IT REALLY DIFFICULT AS WELL.
SO AT THE BOTTOM YOU CAN SEE DOWN THERE SOME THINGS THAT WE HAVE DONE ALONG THE WAY.
THERE WAS A LOT OF CURRICULAR AND INSTRUCTIONAL NEEDS.
AND SO WE BACKED OFF ON THE NUMBER OF REQUIRED WALKTHROUGHS.
BUT IT MIGHT NOT HAVE BEEN AS FORMAL AS IN A FORMAL WALKTHROUGH FORM.
SO WE LOOK AT THOSE ADJUSTMENTS ALONG THE WAY.
AND THIS HAS BEEN A GREAT PROCESS IN ORDER TO REALLY HAVE ALL OF OUR DEPARTMENTS STREAMLINE WHAT WE'RE DOING IN FRISCO ISD AND HAVE A BETTER IDEA OF HOW WE'RE GOING TO PRIORITIZE THOSE NEEDS.
AND SO THAT IS ALSO HELPED WITH WHAT WE'RE LOOKING AT FOR OUR TEACHERS.
SO JUST KNOW THAT THAT'S SOMETHING THAT HAPPENS THROUGHOUT THE YEAR, LIKE DURING THE TIME OF COVID.
I REMEMBER DR. CUNNINGHAM COMING IN AS WELL AS MR. MCCLENDON SAYING THEY'D BEEN ON CAMPUSES AND PEOPLE WERE OVERWHELMED BY GRADING.
AND SO DR. CUNNINGHAM SPOKE WITH HIS STAFF TO SEE IF THERE'S SOMETHING WE CAN DO ABOUT THAT.
JUST MAKE SURE THAT YOU HAVE ENOUGH GRADES SO THAT YOU CAN PROPERLY ASSESS STUDENTS.
BECAUSE WE HAD KIDS WHO WERE OUT FOR COVID, WE HAD TEACHERS WHO WERE OUT WITH COVID.
WHEN WE HEARD THAT, IT WAS JUST PEOPLE WERE OVERWHELMED.
AND YOU SUPPORTED THAT AND WE KNOW THAT MEANT A WHOLE LOT.
SO JUST KNOW WE TRULY ARE ALWAYS LISTENING.
SURVEYS ARE ONCE OR TWICE A YEAR.
WE KNOW THAT PEOPLE GO THROUGH SURVEY FATIGUE AS WELL.
SO IT'S REALLY LOOKING AT ALL OF THE DATA THAT WE CAN MAKING ADJUSTMENTS WHERE WE CAN, BUT ALSO KNOWING THAT THERE ARE SOME TIMES THAT WE HAVE TO SLOW DOWN, RIGHT? WE CAN'T ALWAYS MAKE SOMETHING.
SO MOVING ON TO WHAT TEACHERS ENJOY ABOUT FRISCO ISD.
HANDS DOWN, THE MOST OVERWHELMING RESPONSE WAS THE RELATIONSHIPS WITH COWORKERS AND COLLEAGUES.
BUT THOSE RELATIONSHIPS THAT YOU HAVE ALONG THE WAY, WHEN PEOPLE SCATTER TO DIFFERENT CAMPUSES TO OPEN UP NEW CAMPUSES, BUT THEN YOU SEE THEM AT CONVOCATION, IT'S LIKE A FAMILY REUNION. SO IT'S REALLY FUN IN ORDER TO SEE ALL OF THE COLLEAGUES THAT YOU'VE MET ALONG THE WAY AND THOSE PEOPLE THAT HAVE MADE AN IMPACT IN YOUR LIFE.
[00:40:09]
THEIR ADMINISTRATORS, BOTH CAMPUS AND DISTRICT.THEY SAID THOSE ARE VERY SUPPORTIVE RELATIONSHIPS AND WHICH ALSO KIND OF LEADS INTO THAT CULTURE.
AND SO WHILE WE HAVE A SAME UMBRELLA FROM WHICH WE ALL OPERATE WITH FRISCO ISD, BECAUSE THE CAMPUS HAS ITS OWN CULTURE, IT'S ABLE TO CHOOSE THE TEACHERS AND TEACHERS ARE ABLE TO CHOOSE THE CAMPUSES THAT ARE THE BEST FIT, WHICH IS REALLY IMPORTANT AS WELL.
WE KNOW THAT WITH THE INFLATION RATE OF 10%, THAT WAS THAT WAS DIFFICULT FOR EVERYBODY TO ABSORB.
HOWEVER, THE FACT THAT THE BOARD PASSED A 4% RAISE FOR THEM WAS TREMENDOUS AND THEY WERE EXTREMELY GRATEFUL FOR YOU LISTENING AND DOING THE BEST THAT WE COULD WITH WITH WHAT WE HAD THERE. AND THEN LASTLY, THEY REALLY APPRECIATE THE GROWTH IN OPPORTUNITIES FOR DEVELOPMENT.
DR. HILL WILL FOLLOW ME, BUT HE WILL TALK MORE ABOUT HOW WE DEVELOP OUR TEACHERS AND EVEN FUTURE LEADERS AT ANY LEVEL, BUT THE OPPORTUNITIES THAT THEY HAVE FOR GROWTH AND HOW WE SUPPORT THEM ON THEIR NEXT STEPS AND WHAT THEIR NEXT POSITION OR NEXT GOAL PROFESSIONAL GOAL IS, IS REALLY IMPORTANT.
AND SO OUR TEACHERS LEARN A LOT.
AS YOU KNOW, DR. WALDRIP HAS REALLY TAKEN THE INITIATIVE AND CHARGE TO KEEP US MOVING FORWARD.
AND SO OUR DEPARTMENTS HAVE SUPPORTED THAT AND OUR TEACHERS AND STUDENTS ARE BETTER FOR THAT.
SO WHAT DOES THIS MEAN? SO WHAT THIS MEANS IS, ONE OF MY FAVORITE QUOTES BY BRENÉ BROWN, WHICH IS CONNECTION IS WHY WE'RE HERE, IT'S WHAT GIVES PURPOSE AND MEANING TO OUR LIVES.
IT'S THE SAME THING THAT WE WANT FOR OUR TEACHERS.
SO WHAT WE FOUND FROM THE EXIT SURVEYS AND FROM THE THE STATE SURVEYS THAT WE DID IS THAT THE TEACHERS REALLY ENJOYED HAVING THAT OPPORTUNITY TO TALK WITH PEOPLE ACROSS DISTRICT, BUT THEN ALSO ACROSS GRADE LEVELS.
SO HAVING THAT CONNECTION, WE DECIDED TO CONTINUE THAT INITIATIVE OR THAT PIECE OF THE INITIATIVE.
AND SO WE HAVE NOW CALLED THAT GROUP TEAM FOCUS.
AND SO OUR GOAL IS TO CONTINUE THOSE EFFORTS SO THAT WE DO HAVE MORE CONNECTIONS WITH OUR STAFF.
I DO WANT TO POINT OUT TOO, IS THAT WE STARTED WITH TEACHERS, BUT IN THE FUTURE WE SEE THIS BRANCHING OUT TO DIFFERENT ASPECTS AS WELL FOR PARAPROFESSIONALS, ADMINISTRATORS AND GOING DOWN THAT BRANCH. SO THIS IS JUST THE BEGINNING.
AND WHAT'S NEXT? HERE ARE A COUPLE OF THINGS I KIND OF ALREADY DISCUSSED WITH YOU SO THAT YOU CAN KIND OF SEE.
SO AS A REMINDER, THE TEAM FOCUS IS THE SMALL TEAM OF 238 TEACHERS THAT WERE INVITED AND TEAM FISD IS FOR EVERYBODY TO BE ABLE TO ATTEND.
THAT'S WHAT I HAVE. THANK YOU.
OKAY. I'M GOING TO TALK TO YOU A LITTLE BIT ABOUT OUR RECRUITING EFFORTS.
THE FIRST THING I WANT TO TALK TO YOU ABOUT IS I DID AN INFORMAL SURVEY OF SOME OF OUR BRAND NEW TEACHERS THAT WE HIRED, THAT WE RECRUITED, AND I ASKED THEM, WHY DID YOU CHOOSE US OVER ALL THE OTHER DISTRICTS THAT YOU COULD HAVE GONE TO? BECAUSE THEY HAD A LOT OF CHOICE.
AND IT'S A VERY TOUGH MARKETPLACE.
SO I WANT TO KNOW WHAT SET US APART.
SO THESE WERE THE FOUR THINGS THAT THEY CAME UP WITH.
BUT WHAT DO YOU FEEL LIKE IS THE NUMBER ONE THING THAT DREW THEM HERE? ANYBODY? LOCATION.
YES. DISTRICT REPUTATION WAS NUMBER ONE.
SO THEY TOLD ME A COUPLE OF THINGS.
ONE, YES, WE'RE IN A VERY COMPETITIVE MARKET AND OUR REPUTATION IS EXTREMELY IMPORTANT.
BUT IT CAN BE DIMINISHED IN A MATTER OF MINUTES.
AND OUR EMPLOYEES FEEL WELL SUPPORTED AND THAT THEY'RE THRIVING AS WELL.
SO IT'S SO IMPORTANT THAT WE CONTINUE TO GROW THAT REPUTATION.
NEXT. SO OUR RECRUITING EFFORTS REALLY ARE KIND OF IN TWO PARTS, RIGHT? SO WE HAVE OUR IN DISTRICT RECRUITING EFFORTS AND THEN WE HAVE OUR OUTSIDE OF OUR DISTRICT RECRUITING EFFORTS.
SO INSIDE WE CALL IT GROWING OUR OWN.
[00:45:02]
WE DO THESE PROGRAMS IN CONJUNCTION WITH OUR MDS OF SCHOOLS AND WITH OUR PROFESSIONAL DEVELOPMENT DEPARTMENT AND WITH OUR STUDENT SERVICES AS WELL.SO IGNITE IS OUR PROGRAM TO HELP GROW OUR ASSISTANT PRINCIPALS INTO FUTURE PRINCIPALS.
IT'S A PIPELINE PROGRAM AND WE'VE BEEN VERY SUCCESSFUL WITH THAT.
WE'VE HAD, THIS IS OUR THIRD YEAR OF THAT AND WE'RE VERY PROUD OF IT.
AND THEN WE HAVE OUR FUTURE TEACHERS PROGRAM, WHICH IS HELPING OUR PARAPROFESSIONALS AND NON-TEACHING STAFF BECOME TEACHERS, AND THAT SOMETIMES LOOKS LIKE HELPING THEM GET INTO ALT CERT PROGRAMS OR FINISH THEIR COLLEGE DEGREE.
AND WE ALSO WORK WITH OUR ED PREP PARTICIPANTS, WHETHER THEY BE IN ALT CERT PROGRAMS OR IN TRADITIONAL UNIVERSITY PROGRAMS, AND WE MEET WITH THEM TO ENCOURAGE THEM TO APPLY WITH US AND WE PROVIDE THEM INFORMATION ABOUT ALL THE THINGS THAT WE CAN OFFER THEM.
ALL RIGHT. NEXT SLIDE, PLEASE.
THESE ARE SOME OF OUR TRADITIONAL RECRUITING EFFORTS.
I'M GOING TO POINT OUT A COUPLE OF THEM.
SO WE DO SEVERAL UNIVERSITY VISITS.
WE TALKED ABOUT WE DID 71 DIFFERENT JOB FAIRS LAST YEAR.
NOW, AS FAR AS UNIVERSITIES GO, WE REVIEW THOSE EVERY YEAR.
WE LOOK AT THE ONES THAT WE'VE BEEN MOST SUCCESSFUL AT AND WE CONTINUE TO GO TO THOSE AND THE ONES THAT WE HAVEN'T BEEN AS SUCCESSFUL, WE'LL TAKE THEM OFF THE LIST AND WE'LL RESEARCH OTHER UNIVERSITIES THAT HAVE STRONG EDUCATIONAL PROGRAMS. WE MIGHT ADD THOSE.
WE DON'T WANT THEM TO COME IN AND BE ONE YEAR IN AND OUT.
RIGHT. SO WE PROVIDE THEM RESOURCES AT THE BEGINNING WHEN THEY START, SUCH AS WE HAVE SOME CONTACTS WHERE THERE'S APARTMENT COMPLEXES THAT WILL GIVE DISCOUNTS TO OUR NEW TEACHERS COMING IN. BUT WE ALSO FOLLOW UP WITH THEM THROUGHOUT THE YEAR, CHECKING ON THEM TO MAKE SURE THEY'RE OK AND IF THERE'S ANYTHING THAT THEY NEED.
SO IT'S NOT, LIKE I SAID, A ONE AND DONE THING.
WE GET YOU IN HERE, WE FORGET ABOUT YOU.
AND 365, WE ALLUDED TO EARLIER, THAT RECRUITING IS ALL YEAR LONG.
HIRING SEASON IS THE MOST BUSY, BUT WE'RE CONTINUALLY LOOKING FOR GREAT EMPLOYEES.
ALSO, WE DID TWO DISTRICT JOB FAIRS LAST YEAR.
SO THIS YEAR, THESE ARE SOME OF OUR EFFORTS THIS YEAR.
SO WE ARE LOOKING AT LEVERAGING OUR COMMUNITY EVEN MORE THAN WE HAVE IN THE PAST.
SO SOME OF OUR EFFORTS WE ARE ADVERTISING IN COMMUNITY IMPACT NEWSPAPER.
WE'VE ALSO ADVERTISED AT OUR LOCAL THEATERS AS WELL.
AGAIN, I TALKED ABOUT WE'RE NOW GOING TO HAVE FIVE RECRUITING EFFORTS THIS YEAR.
TWO OF THEM ARE WHAT WE CALL PRIORITY CANDIDATE DAYS, AND THAT'S WHEN WE INVITE TOP CANDIDATES FROM OUR UNIVERSITIES INTO OUR DISTRICT AND WE KIND OF SHOWCASE THE DISTRICT, TAKE THEM ON TOURS OF OUR BUILDINGS AND REALLY SELL THEM ON ALL THE THINGS THAT WE CAN BENEFIT THEM ON AND HOW WE CAN SUPPORT THEM.
SO WE'RE WIDENING OUR SOCIAL MEDIA REACH.
AND AGAIN, WE ALSO OFFER EARLY OFFERS OF EMPLOYMENT.
SO THOSE ARE OPEN CONTRACTS THAT WE'LL OFFER THEM.
OF COURSE, THEY HAVE TO PASS THE BACKGROUND CHECK AND BASED ON THE REFERENCES AND ALL THAT, BUT WE'LL OFFER THEM OPEN CONTRACTS BEFORE WE KNOW WHICH POSITIONS ARE AVAILABLE, BUT WE'LL OFFER THEM A JOB AND THEN THEY CAN STILL INTERVIEW WITH THE DIFFERENT SCHOOLS THAT HAVE OPENINGS.
OF COURSE, OUR COMMUNITY IS AWESOME.
IT'S BEEN NAMED THE SAFEST PLACE IN AMERICA TO LIVE, THE BEST PLACE IN AMERICA TO LIVE.
WE OFFER A LOT OF SUPPORT FOR OUR NEW TEACHERS, INCLUDING THE NEW TEACHER ACADEMY.
THEY'RE PART OF COLLABORATIVE PLANNING SO THEY DON'T HAVE TO PLAN ON THEIR OWN.
WE OFFER A WELLNESS PROGRAM, THE FREE EMPLOYEE HEALTH CLINIC.
OF COURSE WE'RE IN A GREAT LOCATION.
NEXT. OK, SO AGAIN, I TALKED ABOUT EARLIER, IT'S ALL OUR RESPONSIBILITY TO BE RECRUITERS AND IT'S IMPORTANT THAT OUR PRINCIPALS AND OUR TEACHERS ARE THRIVING AND THEY FEEL WELL SUPPORTED SO THAT THEY'RE IN THE COMMUNITY TALKING ABOUT THE GREAT THINGS THAT FRISCO ISD IS ACCOMPLISHING.
THE NEXT SLIDE, WE'RE GOING TO GIVE YOU A LITTLE BIT OF TIME TO GO BACK TO DO A LITTLE GALLERY WALK, IF YOU WOULDN'T MIND LOOKING AT SOME OF OUR RECRUITING MATERIALS WE'VE PUT OUT FOR YOU AND SOME OF THE POSTERS.
THE GIVEAWAYS, TAKE SOME OF THOSE.
IT'S A PASSION OF MINE TO RECRUIT GREAT CANDIDATES, BUT WE'RE ALWAYS LOOKING FOR A GOOD IDEA.
SO IF YOU HAVE ANY IDEAS THAT WE COULD USE, PLEASE SHARE THOSE WITH US.
SO IF YOU'LL GO TO THE QR CODE AND JUST GIVE US ANY IDEAS THAT YOU MIGHT HAVE, BUT ALSO PLEASE WALK AROUND AND CHECK OUT THE MATERIALS THAT WE HAVE AND TAKING THE GIVEAWAYS THAT YOU MIGHT HAVE. SO WE'LL GIVE YOU ABOUT A TEN MINUTE BREAK.
[00:50:07]
THANK YOU. THANK YOU SO MUCH.HOPEFULLY YOU HAD AN OPPORTUNITY TO HAVE A LITTLE BREAK, BUT ALSO TO SEE SOME OF THE THINGS THAT WE OFFER WITH REGARDS TO BENEFITS, WHICH I KNOW YOU KNOW, BECAUSE YOU APPROVED MOST OF THEM. AND THEN LOOKING AT RETENTION STRATEGIES, RECRUITMENT STRATEGIES THAT WE HAVE, AND THAT YOU HAD AN OPPORTUNITY TO PROVIDE SOME INPUT.
NOW, ON THIS SECOND PART, WE'RE GOING TO TALK ABOUT STAFFING.
WHEN YOU LOOK AT MAKING DECISIONS, WHEN YOU LOOK AT ASSISTING US WITH RECRUITMENT AND RETENTION AND WHEN YOU THINK ABOUT MAKING FUTURE DECISIONS, WHETHER IT'S ABOUT BUDGET OR APPROVING POSITIONS AND THOSE KINDS OF THINGS.
SO JUST KNOW THAT RIGHT NOW I'M GOING TO GIVE YOU A LOT OF INFORMATION AND HOPEFULLY IT WILL HELP THE DATA TO HAVE SOME MEANING AND THEN HELP US TO MOVE TO THE THINGS THAT WE WANT TO DO NEXT.
CONTEXT. I'LL LET YOU READ THAT TOO.
THANK YOU. WITHOUT CONTEXT, DATA IS USELESS.
USING DATA WITHOUT KNOWING ANYTHING ABOUT IT OTHER THAN THE VALUES THEMSELVES IS LIKE HEARING AN ABRIDGED QUOTE SECOND HAND AND THEN CITING IT AS A MAIN DISCUSSION POINT IN AN ESSAY. NATHAN YAU.
AND SO THAT'S SOMETHING THAT WE ALWAYS THINK ABOUT IS CONTEXT.
YOU'LL NOTICE THERE ARE TIMES THAT WHEN YOU MAY ASK QUESTIONS OR ASK FOR DATA, YOU MAY GET SOMETHING THAT'S FROM ME OR FROM US, AND IT'S GOT SOME BULLET POINTS BECAUSE I ALWAYS WANT YOU TO HAVE SOME CONTEXT.
IF I LOOK AT YOU AND SAY, ONE, IS THAT GOOD, IS THAT BAD, WHAT DOES IT MEAN? SO THAT'S WHAT I'M HOPING TO PROVIDE FOR YOU TODAY.
OKAY. NEXT, PLEASE. THERE WE GO.
BACK ONE. ALL RIGHT, LET'S JUST TALK ABOUT THE STATE OF THINGS.
IT WAS EVEN MORE CHALLENGING THAN USUAL, I WOULD SAY.
SO WHEN WE LOOK AT THE EMPLOYMENT STATE OF THE NATION AND I'M NOT GOING TO READ ALL OF THESE THINGS TO YOU, THE MOST IMPORTANT THING TO KNOW IS WHEN WE'RE THINKING ABOUT EDUCATION AND WE'RE THINKING ABOUT OUR EMPLOYEE SOURCING, WE ALREADY KNOW ABOUT THE GREAT RESIGNATION.
WE KNOW THAT THINGS ARE CHALLENGING.
SO AS MUCH AS WE WANT TO KEEP OUR PEOPLE, AND WE WANT TO KEEP EVERYONE WHO'S DOING A GREAT JOB FOR KIDS, WHO WANTS TO GROW WITH US, WE ABSOLUTELY WANT TO KEEP THEM.
SO WE ARE GOING TO TRY OUR BEST TO RETAIN AND TO GET THOSE GREAT RETENTION STRATEGIES IN PLACE.
WE ALSO HAVE TO BE PREPARED FOR THE FACT THAT THIS IS HAPPENING.
PEOPLE WILL STAY PROBABLY ABOUT FIVE YEARS.
THE OTHER THING TO NOTICE IS THERE'S A JOBS REPORT AND IT SHOWS THAT TEXAS HAS AN OVERALL TURNOVER RATE OF JOBS OF ABOUT 52%. RIGHT.
AND THAT SOUNDS EXTREMELY HIGH.
WHAT IS OF NOTE TO US, THOUGH, IS THE FACT THAT THERE ARE FOUR REGIONS.
TEXAS HAS THE HIGHEST TURNOVER BY REGION OR TEXAS IN THE SOUTH REGION, WHICH HAS THE HIGHEST TURNOVER RATE AND IT'S HIGHER BY ABOUT 5% TO THE NEXT REGION.
WHEN WE LOOK AT EDUCATION, AND THIS IS ANNUAL SEPARATIONS FOR THE COUNTRY, AND THIS IS ALL OVER.
IT HAS NO SEASONAL ADJUSTMENT AND IT HAS NO REGIONAL ADJUSTMENT.
AND THE REASON WHY THAT'S IMPORTANT, YOU THINK ABOUT EDUCATION.
[00:55:03]
WE DO HAVE A SEASON, LIKE WE'RE NOT HIRING AS MUCH DURING THE SUMMER, WE ARE HIRING FOR THE FALL DURING THE SUMMER, BUT WE'RE NOT HIRING AS MANY PEOPLE OR HAVE AS MANY STAFF ON DURING THE SUMMER.SO THIS DOES NOT ACCOUNT FOR THAT.
SO WHEN WE LOOK AT EDUCATIONAL SERVICES, IT SHOWS THAT FOR EDUCATIONAL SERVICES IT'S ABOUT 26%.
FOR EDUCATION ITSELF, IT'S ABOUT 16%.
THE REASON I MAKE THOSE DISTINCTIONS EVERY YEAR.
WHAT'S THE BIGGEST AREA, WHEN WE THINK ABOUT CLASSROOMS, WHAT'S THE BIGGEST AREA WHERE WE HEAR ABOUT TURNOVER? SPECIAL EDUCATION.
AND POOR GARRETT, EVERY YEAR IT'S LIKE WHAT CAN I DO WITH THESE LSSPS AND SLPS? I'M DOING EVERYTHING I CAN AND HE AND HIS TEAM ARE DOING EVERYTHING THEY CAN AND THINGS THAT WE'D NEVER THOUGHT OF THAT THEY'RE TRYING TO DO.
BUT YOU LOOK AT THIS, THEY ARE AN EDUCATIONAL SERVICE.
SO ALREADY ACROSS THE NATION, 25% OF THEM ARE TURNING OVER ON A REGULAR BASIS.
AND KEEP IN MIND, THEY CAN GO ANYWHERE.
IT'S NOT SPECIFIC TO EDUCATION.
PEOPLE NEED SPEECH LANGUAGE PATHOLOGISTS IN HOSPITALS, REHABILITATION CENTERS.
OK. SO JUST WANT YOU TO KEEP THAT IN MIND.
AND THEN WITH LOCAL EDUCATION, TURNOVER RATE ABOUT 16%, THAT'S NATIONAL.
KEEP IN MIND THAT TEXAS IS AT LEAST 5% HIGHER THAN OR ABOUT 5% HIGHER THAN THE NEXT REGION.
AND STEPHANIE, I THINK YOU WERE JUST TALKING ABOUT THIS PARTICULAR SURVEY.
THERE WAS A 2022 TEXAS TEACHER POLL AND THEY TALKED ABOUT, THEY SURVEYED TEACHERS.
THEY SENT OUT, I THINK ABOUT 35,000 SURVEYS.
THEY GOT A RESPONSE OF ABOUT 2000 TEACHERS.
AND HERE'S WHAT TEACHERS HAD TO SAY ABOUT BEING IN EDUCATION RIGHT NOW AMIDST A GLOBAL PANDEMIC, POLITICAL TENSIONS AND IMMEASURABLE CHALLENGES, 77% HAVE SAID THAT THEY ARE SERIOUSLY CONSIDERING LEAVING THE PROFESSION.
77%. TWO YEARS AGO, THAT WAS 58%, WHICH IS HARD ENOUGH.
BUT THREE QUARTERS, ALMOST 4/5 OF TEACHERS, THAT JUST BREAKS MY HEART.
JUST BREAKS MY HEART. AND THEN OF THOSE WHO ARE SERIOUSLY CONSIDERED, BECAUSE USUALLY YOU HEAR, WHEN THERE IS A SURVEY PEOPLE WILL SAY I'M THINKING ABOUT LEAVING, BUT, YOU KNOW, THEY'RE PROBABLY NOT LIKELY TO LEAVE EITHER FOR FINANCES OR BECAUSE OF THE CALENDAR, BECAUSE OF FAMILY REASONS.
BUT IN THIS CASE, 93% OF THOSE PEOPLE HAVE ALREADY TAKEN AT LEAST ONE STEP TOWARDS LEAVING, MEANING THAT THEY HAVE APPLIED SOMEWHERE.
THEY HAVE UPDATED THEIR RESUMES.
OKAY. SO THAT'S WHY THAT POINT IS IMPORTANT.
THE REPORT GOES ON, AND YOU CAN ACCESS THAT REPORT ON TEA'S WEBSITE.
YOU CAN GOOGLE THE NAME OF IT, AND IT'S IN THERE.
SO I WON'T READ ALL OF THOSE THINGS TO YOU.
BUT JUST TO KNOW THESE ARE THINGS THAT TEXAS TEACHERS ARE SAYING, MORE THAN HALF OF THEM WHO SAID THAT THEY'RE CONSIDERING LEAVING ACTUALLY WANT TO LEAVE EDUCATION ALTOGETHER. IT'S NOT JUST ABOUT LEAVING THE CLASSROOM; JUST NEED TO DO SOMETHING ELSE.
AND THE LAST BULLET HERE IS ALMOST A DIRECT QUOTE FROM THE REPORT.
SO IT'S A THING, TEACHERS ARE NOT FEELING THAT THEY ARE VALUED.
AND THAT'S YOU SEE ACROSS THE STATE, THAT'S HAPPENING IN THE NATION.
AND SO IT'S NOT UNUSUAL AND WE SHOULD NOT BE SURPRISED THAT WE'RE HEARING IT TOO.
WE'VE GOT TO LOOK AT IS WHAT WE CAN DO ABOUT IT.
ALL RIGHT. THERE WAS ANOTHER SURVEY, THE TELL TEXAS SURVEY.
AND PRETTY MUCH HONESTLY, IT FOUND ABOUT THE SAME THING, ABOUT 70% CONSIDERING LEAVING.
NEXT ONE. TEACHERS PERCEPTION OF VALUE.
AND I'M JUST GOING TO STEP OUT OF THE WAY AND LET YOU LOOK AT THAT.
JUST KNOW THAT ON THE RIGHT YOU HAVE 2020, ON THE LEFT YOU HAVE 2022.
IS THERE ANYTHING THAT STICKS OUT TO YOU ABOUT IT?
[01:00:16]
AND I'M GLAD YOU MADE THAT CONNECTION, BECAUSE IT GOES TO SHOW, I MEAN, OUR TEACHERS REALLY, LOOK HOW CONSISTENT THAT DATA IS.WHEN JENNIFER REDDEN WAS ACTUALLY TALKING WITH TEACHERS, BECAUSE WE GET SURVEY RESULTS BUT YOU DON'T HEAR PEOPLE AND THEIR REASONING WHEN YOU GET THOSE SURVEY RESULTS.
LIKE THEY WOULD TELL US A WORKLOAD, WHAT DOES WORKLOAD MEAN? SO BEING ABLE TO SIT AND TALK WITH THOSE 212 TEACHERS AND FOR THEM TO SAY SOMETIMES IT'S NOT THAT IT HAS MORE TO DO AT WORK, IT'S BECAUSE MY HOME LIFE NEEDS MORE. SO ANYTHING MORE THAT I HAVE TO DO AT WORK IS MORE.
HOW THEY FELT FROM THEIR ADMINISTRATORS, FROM THE PARENTS, FROM THE COMMUNITY, FROM TEXAS AS A WHOLE, FROM 44% TO 17, AND THEN FROM ELECTED OFFICIALS, FROM 20% TO 5%.
AND THE FACT THAT WE ARE SEEING IT ACROSS THE BOARD, THAT PERCEPTION IS THEIR REALITY.
SO WE'VE GOT TO DEAL WITH THAT.
NEXT ONE. BUT WE'RE GOING TO GET TO HAPPY STUFF TOO.
WE'RE GOING TO GET HAPPY. YES, WE'RE GOING TO GET HAPPY.
[LAUGHTER] I HAVE TO GET YOU TO THE POINT WHERE ONCE YOU GET TO THE HAPPY STUFF, YOU'RE LIKE, YES.
YOU KNOW, IN THE SPRING, WE DID AN OPEN ENDED SURVEY AND THERE WERE SOME RESPONSES TO WHICH TEACHERS COULD GIVE THEIR RESPONSE. AND THEN IT WAS OPEN ENDED.
WE HAD MORE PEOPLE RESPOND TO OUR SURVEY THAN THE TEXAS FOLKS HAD WHEN THEY SENT OUT 35,000.
SO, YES, OUR TEACHERS WANT TO BE HEARD.
AND I KNOW YOU MAY HAVE HEARD THAT THERE WERE SOME TEACHERS WHO HAD CONCERNS THAT, WAIT, YOU SAY IT'S ANONYMOUS, BUT YOU'RE ASKING ME TO TELL EITHER MY GRADE LEVEL OR MY AGE OR THE NUMBER OF YEARS.
YOU'RE TRYING TO FIND OUT WHO I AM? IT'S NOT THAT.
IT'S HARD FOR US TO TARGET ANY TYPE OF RESOURCES OR RESPONSES IF WE DON'T KNOW WHERE THE ISSUE IS.
AND SO LIKE WITH ELEMENTARY, WE ASK ABOUT LUCY CALKINS.
IF YOU ARE HIGH SCHOOL, DO YOU EVEN KNOW WHO LUCY CALKINS IS? SO THAT IS THE REASON.
SO IT HAD NOTHING TO DO WITH TRYING TO FIND OUT WHO IT IS.
WE'RE JUST TRYING TO SOLVE THIS PROBLEM AND LOOK AT STRATEGIES AND RESOURCES.
SO WE LOOKED AT IT FROM THE ELEMENTARY, MIDDLE AND HIGH SCHOOL AND THEN LOOKING AT IT IN AGGREGATE.
AND AMONGST THE QUESTION, ONE IS WHAT DO YOU LOVE ABOUT YOUR POSITION? AGAIN, NO SURPRISE.
THE RELATIONSHIPS I HAVE WITHIN MY BUILDING, MY TEAM, MY COWORKERS AND MY ENVIRONMENT.
WE ASKED THE QUESTION, WHAT WITHIN YOUR CURRENT POSITION WOULD MAKE YOU OR HAS MADE YOU CONSIDER LEAVING THE DISTRICT OR LEAVING THE PROFESSION? NO SURPRISE: WORKLOAD, LACK OF RESPECT, NOT FEELING VALUED WITHIN THE SCHOOL COMMUNITY.
AND THEN WHAT KEEPS YOU IN FISD? AND IT WAS SO INTERESTING FOR ELEMENTARY AND MIDDLE SCHOOL, THOSE TOP TWO REASONS HAD TO DO WITH BUILDING RELATIONSHIPS AND THE KIDS. THAT THAT ABSOLUTELY KEPT THEM GOING.
IT WAS OVERWHELMINGLY THE TOP.
SO THE SUPPORT FROM THEIR ADMINISTRATORS.
SO I'VE GIVEN YOU, WE TALKED ABOUT CONTEXT, WE TALKED STATE OF THE NATION, STATE OF THE STATE.
WE'VE TALKED ABOUT WHAT OUR TEACHERS ARE SAYING.
YOU HEARD FROM JENN, WHAT TEACHERS SAID DURING OUR STAY INTERVIEWS.
AND SO I WANT YOU TO BE ABLE AGAIN TO HAVE CONTEXT FOR IT.
TURNOVER. TWO TYPES OF TURNOVER, GOOD TURNOVER, BAD TURNOVER.
[01:05:05]
GOOD TURNOVER.MR. [INAUDIBLE] TELL US WHAT A GOOD TURNOVER IS.
WHO'S INVOLVED WITH GOOD TURNOVER.
WHEN IS IT OKAY THAT PEOPLE ARE LEAVING? WITH GOOD EMPLOYEE TURNOVER YOU CAN INCLUDE EMPLOYEES WHO LEAVE THE COMPANY FOR A MAJOR PROMOTION AND EMPLOYEES WHO WERE ON PERFORMANCE IMPROVEMENT PLANS.
OKAY. THANK YOU. AND MS. DAVIS, CAN YOU TELL US THAT EMPLOYEE TURNOVER.
CAN YOU SEE THAT? [LAUGHTER] SORRY ABOUT THAT.
BAD TURNOVER IS WHEN MODERATE OR HIGH PERFORMING EMPLOYEES ARE LEAVING FOR LATERAL POSITIONS.
THEY'RE MOVING TO WORK AT A DIFFERENT PLACE DOING THE SAME THING.
BUSINESS.COM DOT COM AND IT'S BASED ON RESEARCH THAT THEY HAVE DONE.
WITH THE GOOD EMPLOYEE TURNOVER, I HAD TO KIND OF SMILE AND CRY AT THIS ONE.
IN OUR DEPARTMENT, HUMAN RESOURCES, WE HAVE SEVEN LEADERSHIP POSITIONS.
RIGHT. BETWEEN AUGUST 31ST OF 2021 AND AUGUST 31ST OF 2022, WE TURNED OVER FIVE OF THOSE POSITIONS.
SO WITHIN OUR DEPARTMENT, WE HAVE A 71% TURNOVER RATE IN OUR LEADERS.
BUT I WILL TELL YOU TWO OF THEM, ONE RETIRED AFTER 30 YEARS IN EDUCATION, OVER 15 YEARS IN HUMAN RESOURCES, AND STILL COMES BACK TO ASSIST US, BUT IS ABLE TO TRAVEL AND WORK ON HOUSES AND DO THOSE THINGS THAT HE IS LOVING TO DO.
THE SECOND ONE, RETIRED AFTER 22 YEARS WITH THE DISTRICT, IS ABLE TO TAKE CARE OF PARENTS, TRAVEL WITH HER FAMILY, HAVE TIME WITH HER GRANDKIDS, WHICH IS A WONDERFUL THING FOR HER.
THE OTHER THREE RECEIVED PROMOTIONS.
TWO ARE LEADING HUMAN RESOURCES DEPARTMENTS FOR OTHER DISTRICTS.
THEY ARE ME IN OTHER DISTRICTS.
[LAUGHTER] OH, I'M AFRAID YOU'LL SEE YOU.
SO WHILE I WOULD LOVE TO HAVE THOSE PEOPLE, IT'S ALL GOOD TURNOVER.
WELL, GUESS WHAT HAPPENS WHEN THEY START TO HAVE OPENINGS WHEN THEY'RE STARTING TO RECRUIT? GUESS WHERE THEY'RE GOING TO RECRUIT.
SO WE'VE GOT TO BE PREPARED FOR THAT.
MY DAD USED TO SAY, I TAUGHT YOU EVERYTHING YOU KNOW, I MAY NOT HAVE TAUGHT YOU EVERYTHING I KNOW.
THEY ARE ACTIVELY RECRUITING, THEY ARE ACTIVELY MAKING PHONE CALLS.
THEY ARE ACTIVELY SAYING, WHEN YOU COME, CAN YOU BRING THREE MORE? WE KNOW THAT NEXT YEAR IN THIS AREA, THERE WILL BE SIX NEW SCHOOLS OPENING.
THAT COMPETITION IS GOING TO GET REALLY, REALLY STIFF.
AND SO THERE ARE PEOPLE THAT THEY WILL CONTACT.
SO I WILL TELL YOU, I ANTICIPATE, AND NOT BEING A DOOM AND GLOOMER AND I DON'T HAVE A CRYSTAL BALL, BUT I WOULD IMAGINE PROBABLY AT LEAST FOR THE NEXT COUPLE OF YEARS, WE'RE GOING TO SEE THIS.
SO THE BEST THING WE CAN DO IS LOOK AT IT, PUT IT IN CONTEXT, AND PREPARE AS BEST WE CAN.
WE'RE GOING TO TALK ABOUT SOME THINGS WE CAN DO.
BUT NOT A JOKE. THERE ARE INCENTIVES AND THINGS THAT WE CAN DO THAT WE CAN CERTAINLY CONSIDER.
[01:10:03]
ALL RIGHT, NEXT ONE.ALL RIGHT. WE'LL KEEP ON WITH CONTEXT.
I KNOW YOU'RE JUST LOVING THIS.
ALL RIGHT. AS YOU LOOK AT TURNOVER RATES, BECAUSE WE ARE GETTING TO WHERE WE'RE GOING TO TALK ABOUT OUR TURNOVER RATES AND THEN WE'RE GOING TO END WITH TALKING ABOUT HIRING, ALL THAT [INAUDIBLE]. THIS YEAR WAS SO CRAZY DIFFERENT, BUT FOR REALLY, REALLY DIFFERENT REASONS.
LIKE WITH THE TEACHER SHORTAGE, THE FOLKS, MY COLLEAGUES AND I, WE WEREN'T SURPRISED BY THAT.
WE'VE BEEN TALKING ABOUT THE FACT THAT WE CAN SEE IT'S COMING.
IT'S ABOUT TIME FOR IT TO HAPPEN AGAIN.
THAT MEANS THEY DID AT LEAST FOUR YEARS OF SCHOOLING.
THEY DID THEIR STUDENT TEACHING, THEY TOOK THEIR TESTS AND THEY SAID, YOU KNOW WHAT? I DON'T WANT TO GET CERTIFIED.
THAT'S JUST SOMETHING LIKE WE'VE NEVER REALLY SEEN BEFORE.
RIGHT NOW, JUST THINK ABOUT ALL THE PLACES YOU GO WHERE YOU SEE OPENINGS.
I THINK I WAS AT PANDA EXPRESS AND THEY WERE PAYING 17 AN HOUR AT PANDA EXPRESS.
SO NOW PEOPLE HAVE OTHER OPTIONS.
YOU THINK ABOUT WHAT A TEACHER DOES AND CAN DO.
TEACHERS ARE GREAT COLLABORATORS.
THEY KNOW HOW TO PLAN. THEY KNOW HOW TO ANALYZE DATA.
THAT CAN GO TO ANY INDUSTRY AT ANY TIME.
OUR HIGH SCHOOLS HAVE 150, SOMETIMES 175 STAFF MEMBERS.
THEY HAVE HAD TO RECRUIT, THEY HAVE HAD TO RETAIN, THEY'VE HAD TO DOCUMENT STAFF.
THEY HAVE HAD TO WORK THROUGH EMPLOYEE ISSUES.
THEY'VE HAD TO HELP WITH CONFLICT RESOLUTION.
THEY HAVE HAD TO MANAGE A BUDGET.
THOSE KINDS OF SKILLS TRAVEL WELL AND THEY CAN GO INTO ANY KIND OF AN ORGANIZATION AND DO REALLY, REALLY WELL. WE'RE BACK IN THE SAME TREND THAT WE WERE IN BETWEEN LIKE 89 AND 91.
IT WAS WHAT WE'RE EXPERIENCING NOW.
YES. COMING BACK INTO THE FIELD.
SO WOULD YOU SAY THAT IT'S THE SAME CYCLE? THAT'S EXACTLY RIGHT.
THERE YOU GOT IT. THE EDUCATION CYCLE, WHEN YOU SEE IT, IT HAPPENS.
AND I'LL SHOW YOU A PIECE OF DATA THAT SHOWED 20 YEARS AGO.
YOU'LL SEE WHAT THE TURNOVER RATE WAS.
AND HERE JUST WERE SOME OTHER REASONS.
ALL THOSE THINGS CONTINUE TO HAPPEN.
PLUS ALL OF THIS OTHER STUFF HAPPENED.
I FOUND OUT I DIDN'T NEED AS MUCH.
SO YOU HAD THOSE KINDS OF THINGS, THOSE KINDS OF THINGS HAPPENING.
AGGRESSIVE RECRUITMENT, I'VE TALKED ABOUT COMPETITION I'VE DISCUSSED.
WE'VE TALKED ABOUT THE TEACHER SHORTAGES, GRANT FUNDING, FEDERAL FUNDING DISTRICTS AROUND US AS WELL AS US RECEIVED FEDERAL FUNDS, AND THAT WAS TO COMBAT THE LEARNING LOSS FROM COVID AND TO DEAL WITH EMPLOYEE BEHAVIORAL HEALTH.
[01:15:09]
TO MOVE AND GO PLACES AND DO THINGS THAT THEY HADN'T DONE BEFORE.WE'LL TALK A BIT MORE ABOUT THE EDUCATION CYCLE, TALKED ABOUT THE CAREER ADVANCEMENT OPPORTUNITIES.
WHEN YOU HAVE TEN SUPERINTENDENTS IN ONE AREA WHO RESIGNED.
THINK ABOUT WHAT THAT DOES, WHAT THE DOMINO EFFECT OF THAT IS.
AND THEN WHAT HAPPENS? THERE'S THAT DOMINO OF I'M EITHER PULLING FROM PEOPLE THAT I KNOW OR I'M ADJUSTING WHAT THE STRUCTURE LOOKS LIKE IN MY LEADERSHIP TEAM.
SO I'M PULLING IN THESE PEOPLE.
ALL OF THAT HAS AN EFFECT ON US.
AND THEN GENERATIONAL PRIORITIES.
AND I WAS TALKING WITH SOMEONE.
I TOLD THEM MY DAD WORKED AT ONE JOB FOR 42 YEARS, GOT HIS WATCH AND THEN SET OUT SIX MONTHS AND WORKED ANOTHER 15 YEARS AND RETIRED AGAIN.
WITH GENERATIONS NOW, THAT'S JUST NOT THE PRIORITY.
IT'S NOT A BIG DEAL TO STAY IN ONE COMPANY FOR YOUR ENTIRE LIFE AND GET THE WATCH.
SO THOSE ARE JUST THINGS WE HAVE TO KEEP IN MIND.
ALL OF THOSE CONTRIBUTED TO WHAT WAS HAPPENING THIS YEAR.
OK. AND THE TWO OF YOU HIT UP ON ABOUT JUST THE CYCLE THAT HAPPENS WITH EDUCATION.
YOU LOOK AT THIS, 20 YEARS AGO, THIS GUY WAS PROBABLY HAVING THE SAME CONVERSATION, 20% TURNOVER RATE, 20%, AND 20% IS 20%.
THERE WAS ABSOLUTELY AN IMPACT.
AND THEN YOU CAN SEE TEN YEARS LATER WE WERE AT 10%.
TEA DOES CALCULATE TEACHER TURNOVER RATE.
YOU HEAR ABOUT IT USUALLY IN JANUARY WHEN WE GET THE TAPR REPORT.
I'M GOING TO TELL YOU RIGHT NOW AND I'LL REMIND YOU IN JANUARY WHAT TEA HAS WILL BE DIFFERENT THAN WHAT WE HAVE AND IT'S OFTEN HIGHER THAN WHAT WE HAVE. THE REASON FOR THAT IS TO CALCULATES TURNOVER AS ANY TEACHER WHO IS NO LONGER IN A CLASSROOM TEACHING POSITION THE FOLLOWING YEAR. SO IF THE TEACHER BECOMES AN ASSISTANT PRINCIPAL, TO TEA THAT'S TURNOVER.
TEACHER BECOMES A COUNSELOR, THAT'S TURNOVER.
BUT YOU CAN SEE EXACTLY WHAT HAPPENED.
AND IT'S FUNNY BECAUSE 20 YEARS AGO IT WAS AT 20%.
WHAT DO YOU THINK IT WAS THAT FOLLOWING YEAR? JUST TAKE A WILD GUESS.
IT MAY HAVE BEEN HIGHER. OKAY.
AND MY POINT IN SAYING THAT IS JUST, NOTE, IT TAKES A BIT.
BUT I THINK WHEN I LOOKED THREE YEARS LATER, IT WAS 14%, SO IT WAS ALREADY DOWN BY 6%.
I TELL YOU THAT BECAUSE I WOULD ANTICIPATE, AGAIN, NO CRYSTAL BALL, JUST LOOKING AT PATTERNS.
I WOULD ANTICIPATE FOR PROBABLY THE NEXT YEAR OR TWO, WE'RE GOING TO SEE SIMILAR TURNOVER RATES.
AND THEN EITHER THE ECONOMY WILL ADJUST, STRATEGIES WILL ADJUST, PIPELINES WILL ADJUST.
WE WERE TALKING AT SMU A COUPLE WEEKS AGO ABOUT SIMMONS SCHOOL OF EDUCATION.
I MEAN, FROM UNDERGRAD ALL THE WAY THROUGH DOCTORAL WORK.
IT'S A VERY FEMALE DRIVEN INDUSTRY, AS WE ALL KNOW, TEACHING.
AND THEY QUOTED SOME REALLY INTERESTING STATISTICS.
BACK IN THE SEVENTIES, 40% OF UNDERGRADS, 40% OF FEMALE UNDERGRADS MAJORED IN EDUCATION.
WOW. AND SO, JUST I MEAN, WE'RE 40 YEARS PAST THE HEIGHT OF THAT NUMBER.
WHEN YOU LOOK AS AN INSTITUTION, AND THERE ARE HIGHER EDUCATION INSTITUTIONS ALL OVER THE COUNTRY THAT HAVE CLOSED, OR THEY'RE ELIMINATING EDUCATIONAL UNDERGRADUATE PROGRAMS BECAUSE THERE'S JUST, THE NEED IS NOT THERE ANYMORE.
AND SO THEY'RE DOING THEIR ADJUSTMENTS.
WELL THAT TRICKLES DOWN TO AFFECT OUR DISTRICT IN MONUMENTAL WAYS.
WHEN YOU LOOK AT THAT NUMBER, 6% OF WOMEN, I MEAN, IT'S GREAT AND IT'S NOT GREAT, RIGHT? IT'S GREAT THERE'S SO MANY OTHER OPTIONS, THAT WOMEN ARE REALLY EXPANDING THEIR CAREER PATHS AND WHAT THEY WANT TO DO.
BUT WHEN YOU LOOK AT HOW THAT IMPACTS THEM, THAT'S SO FEMALE DRIVEN.
[01:20:02]
IT'S REALLY HARD TO MAKE UP THAT DELTA.SO WE WERE ALL SITTING THERE ON THE EDGE OF OUR SEATS LIKE, WHAT'S GOING TO HAPPEN? WOW. AND I'VE NOT HEARD THAT.
ALL RIGHT. I HAD A CHANCE TO TALK WITH SOME OF MY COLLEAGUES IN DIFFERENT DISTRICTS.
AND I KNOW THAT THEY'RE HAVING THE SAME CONVERSATIONS WITH THEIR BOARDS AND THEIR SUPERINTENDENTS AND THEIR LEADERSHIP TEAMS. SO I'M NOT GOING TO OUT WHICH DISTRICT IS WHICH, BUT THEY WERE KIND ENOUGH TO SHARE THEIR TURNOVER RATES.
SO YOU CAN SEE FROM 18 TO 30% OR ACTUALLY CLOSER TO 19 TO 30%.
ANY GUESSES ON WHERE WE ARE? 18.
YES. OKAY, WE'LL KEEP GOING AND I'LL SHOW THAT TO YOU NEXT ONE.
AND AGAIN, THOSE ARE SELF REPORTED.
ALL RIGHT. I'M ABOUT TO GIVE YOU THE STAFFING OVERVIEW PARAMETERS I WANT YOU TO KEEP IN MIND.
OF COURSE, RESIGNATIONS OCCUR THROUGHOUT THE YEAR.
YOU WILL SEE ON SOME SLIDES TWO NUMBERS.
ONE IS FOR THE FULL YEAR, ONE IS FOR THE HIRING SEASON.
THE REASON THAT THOSE TIMES WHEN YOU SEE THE DISTINCTION, THE REASON FOR THAT IS TURNOVER DURING THE YEAR IS SOMETIMES DIFFERENT THAN TURNOVER THAT HAPPENS AS YOU'RE GETTING CLOSER TO THE BEGINNING OF A SCHOOL YEAR.
YOU SEE THAT A LITTLE BIT MORE WHEN IT HAPPENS DURING THE COURSE OF THE YEAR.
THEY'RE NOT TALKING ABOUT EVERYTHING THAT HAPPENS DURING THE COURSE OF THE YEAR.
SO I'M GOING TO PROVIDE YOU WITH BOTH THOSE NUMBERS.
TYPICALLY, WE DO THIS PRESENTATION FOR YOU IN OCTOBER, AND THAT IS VERY PURPOSEFUL BECAUSE YOU MAY NOT KNOW THIS, BUT WE ANNUALIZE SALARIES AND COMPENSATION IN THE EDUCATION WORLD AND WITHIN OUR DISTRICT.
THAT MEANS THAT PEOPLE ARE PAID OVER THE COURSE OF 12 MONTHS.
SO BECAUSE WE'RE STILL PAYING THEM THROUGHOUT THE SUMMER, EVEN IF THEY'VE TOLD US THAT THEY'RE RESIGNING IN MAY AND THAT THEIR LAST DAY IS GOING TO BE AFTER THEY FINISHED TEACHING, THEY ARE STILL CONSIDERED OUR EMPLOYEES THROUGH THAT AUGUST PAYCHECK BECAUSE WE'RE STILL PAYING THEM.
THAT'S THE OTHER REASON LIKE WHEN YOU ASK FOR CERTAIN PIECES OF INFORMATION, I CAN GIVE IT TO YOU, BUT IT'S LIMITED BECAUSE WE STILL HAVE PEOPLE LISTED AS EMPLOYEES WHO WE KNOW WILL BE LEAVING, BUT THEY'RE STILL IN THE SYSTEM BECAUSE THEY'RE OUR EMPLOYEES, BECAUSE WE HAVE TO PAY THEM.
AND WE CAN'T TERM THEM FROM THE SYSTEM UNTIL WE PAY THEM.
SO THERE ARE SOME WHO ARE NOT EVEN ENTERED INTO THE SYSTEM UNTIL CLOSE TO THAT TIME.
IF SOMEBODY DOESN'T GET A CHECK, THEY WILL CALL AND SAY, HEY, I'M WORKING.
LATE CHECK. OR THE SALARY THAT WE HAVE IS INCORRECT.
WE HAVEN'T HAD THAT TO HAPPEN.
BUT SEPTEMBER 15TH IS USUALLY WHEN WE KNOW THAT EVERYONE'S IN BECAUSE WE'VE HAD TO PAY THEM.
SO GENERALLY WE PULL IT AFTER THAT.
SO JUST KNOW THAT WHEN IT COMES TO REPORTS THAT YOU'RE GETTING, WHEN IT COMES TO THE INFORMATION THAT I SHARE WITH YOU AND THE REASON WHY YOU ALWAYS HAVE SOME EXPLANATION THAT GOES WITH TYPICALLY THOSE THINGS THAT I SHARE.
THERE YOU GO. AND I'LL JUST LET YOU LOOK AT IT.
SO TEACHERS, THIS IS EVERYBODY.
BUT KEEP IN MIND, AGAIN, YOU TALK ABOUT SKILLS AND THINGS THAT TRAVEL.
SO WE TALK A LOT ABOUT TEACHERS, BUT WE'RE LOOKING ACROSS THE BOARD.
AND LATER ON, I CANNOT SAY ENOUGH ABOUT THE WORK OF OUR TRANSPORTATION, CUSTODIAL, CNP, M & O.
I HONESTLY DON'T KNOW HOW THEY'VE DONE IT.
[01:25:03]
60 PLUS THOUSAND KIDS ARE GETTING FED AND EVERYBODY'S GETTING TO SCHOOL.THEY'VE GOT OPEN POSITIONS THAT WE JUST COULDN'T FILL.
OH, BUT I ANSWERED YOUR QUESTION.
SO WHOEVER SAID 18ISH YOU WERE RIGHT.
YES. 14 MADE ME FEEL A LITTLE BAD ABOUT MYSELF.
I WOULD NEED TO LOOK TO SEE, BECAUSE WE ALSO HAVE, IT'S ONE OF THE GREAT THINGS ABOUT US, BUT IT'S SOMETHING THAT CAN BE A CHALLENGE FOR US TOO, THE FACT THAT WE HAVE SUPPORT POSITIONS AND WE DO THAT TO HELP WITH THAT RETENTION.
LIKE WE'VE GOT INSTRUCTIONAL COACHES ON EVERY SINGLE CAMPUS.
AT THE ELEMENTARY LEVEL THEY DON'T HAVE A TEACHING LOAD.
WE'VE GOT DIGITAL LEARNING COACHES, WE HAVE GOT LANGUAGE COACHES.
SO WE'VE GOT THESE TEACHER TYPE POSITIONS THAT COME IN TO SUPPORT OTHER TEACHERS AS WELL.
SO IT MAY BE BEST TO WAIT UNTIL WE GET IT FROM THEM.
BUT IF THAT'S SOMETHING THAT YOU'D LIKE EARLIER, WE CAN TRY IT.
WILL SOMEONE MAKE NOTE AND LET'S SEE IF THAT'S SOMETHING WE CAN CALCULATE.
SOMEBODY WHO'S. THANK YOU, CHASTITY OK.
AND NONE OF THIS SHOULD BE A SURPRISE.
OUR PROFESSIONALS, YEARS OF EXPERIENCE.
YOU CAN SEE THE MAJORITY HAD THAT 1 TO 5.
WHERE HAVE YOU HEARD ABOUT FIVE YEARS IN THE TURNOVER BEFORE? YOU SAW THAT IN THE NATIONAL DATA AND YOU SAW IT FOR OUR REGION.
YOU CAN SEE NEXT, OF COURSE, WAS THE SIX THROUGH TEN.
REASONS FOR RESIGNING, AND I'LL GIVE YOU A CHANCE TO LOOK AT THAT.
YOU CAN SEE OUR TOP TWO REASONS ARE JOB WITH ANOTHER DISTRICT AND PERSONAL REASONS.
JOB OUTSIDE OF EDUCATION IS NEXT TO THAT.
WHEN EMPLOYEES COMPLETE THEIR RESIGNATION FORMS, WE ASK THEM FOR THEIR REASON.
IF THEY INDICATE THAT IT'S A JOB WITH ANOTHER DISTRICT, WE HAVE ANOTHER SUBSET WHERE WE ASK THEM, WHY ARE YOU GOING TO THAT OTHER DISTRICT? SO IF YOU'LL GO TO THE NEXT ONE.
I'M SORRY. THERE'S THE AUXILIARY.
THE NEXT SLIDE SHOULD BE THE ONE.
REMEMBER I TOLD YOU ONCE THEY SELECT JOB WITH ANOTHER DISTRICT, WE ASK THEM, WHY ARE YOU GOING TO ANOTHER DISTRICT? JUST SO THAT WE KNOW.
AND YOU CAN SEE HERE, [INAUDIBLE] WHAT'S THE REASON THAT MOST ARE GOING TO ANOTHER DISTRICT? CLOSER TO HOME.
AND THIS YEAR, BECAUSE THINGS WERE SO, SO TOUGH, I KNOW YOU HEARD OVER AND OVER AGAIN, OH, MY GOSH.
IT'S JUST SO HARD TEACHING AT FRISCO.
THEY'RE ASKING TOO MUCH OF ME.
AND FOR THOSE PEOPLE, THAT IS REAL.
AND WE KNOW THAT PEOPLE'S PERCEPTION IS THEIR REALITY.
AND YOU MAY NOT HAVE NOTICED ON THE LAST SLIDE, WHAT WE STARTED DOING IS WE STOPPED PUTTING MOVING AS A SINGULAR REASON BECAUSE WE WOULD HAVE PEOPLE WHO THEY WERE MOVING TO AN APARTMENT NEXT DOOR AND SAY THEY'RE MOVING.
AND THEN YOU'D HAVE THE PERSON WHO MOVED TO HOUSTON WHO SAID JOB WITH OTHER DISTRICT.
[01:30:01]
221 OF THE PEOPLE WHO RESIGNED INDICATED THEY WERE MOVING.ALL RIGHT. SO ABOUT 20%, 20 TO 25% INDICATED THEY WERE MOVING.
BUT THOSE ARE THE ONES THAT IF WE CAN AFFECT IT, WE CERTAINLY WANT TO.
ALL RIGHT. YOU SEE THE REASONS FOR OUR AUXILIARY STAFF AND IF YOU'LL NOTE, JOB WITH ANOTHER DISTRICT IS NOT EVEN IN THE TOP THREE.
NEXT. AND JUST ADDITIONAL INFORMATION.
I TOLD YOU THIS YEAR WAS JUST A QUIRKY YEAR.
SO WHAT THEY DID IS THEY CAME TO US.
WE INTERVIEWED THEM. WE DID ALL THE STUFF, ALL THE THINGS, WE GAVE THEM STUFF.
WE HAD THEM IN THE SYSTEM AS AN EMPLOYEE.
AND BEFORE THEY EVER, EVER, EVER STARTED WORKING WITH US, THEY RESIGNED.
SO THEY ARE ACTUALLY IN OUR COUNT FOR BOTH HIRES AND RESIGNATIONS.
AND THAT WAS SOMETHING THAT WAS RAMPANT THROUGHOUT THE AREA.
DID YOU FIND OUT WHY THOSE EMPLOYEES CHANGED THEIR MINDS? WHAT'S THE NUMBER ONE? THE NUMBER ONE REASON WAS I GOT A DIFFERENT OFFER AND I WANT TO TRY THAT.
IT'S LIKE NOTHING WE'VE EVER SEEN.
THERE ARE SOME WE WOULD SAY, YOU SIGNED A CONTRACT, OKAY.
YOU REALIZE WE CAN REPORT YOU? SURE. BY THE TIME YOU REPORT ME AND IT GETS THERE AND IT WORKS ITS WAY THROUGH THE SYSTEM, I LOOK GONE.
SO I'D NEVER SEEN ANYTHING LIKE THAT.
I CAN HONESTLY SAY I'D NEVER SEEN ANYTHING LIKE THAT, BUT IT HAPPENED.
I MENTIONED ABOUT THAT PREPARATION PROGRAM.
I JUST HAD TO HAVE THAT NOTE IN THERE ABOUT CUSTODIAL, CHILD NUTRITION, TRANSPORTATION.
M &O. THEY'VE HAD MULTI YEAR SHORTAGES AND HAVE JUST MADE IT WORK.
THE REPORT YOU RECEIVED THIS SUMMER HAD RETIREMENTS LISTED ON THERE.
KNOW THAT FOR PAYROLL, IN OUR DISTRICT, RETIREMENTS ARE CONSIDERED THOSE WHO RETIRE THROUGH TRS.
FOR THE PURPOSES OF HR WE WANT TO KNOW, PEOPLE MAY SAY THAT THEY'RE RETIRING WITH THE MILITARY, THEY'RE RETIRING WITH AN EDUCATIONAL SYSTEM OUTSIDE OF THE STATE. BUT WHAT YOU SEE ON THIS LAST LINE ARE JUST STRAIGHT TRS RETIREMENTS.
75 IN THE 2021 SCHOOL YEAR, THAT INCREASED TO 120 LAST YEAR, 122.
TOLD YOU WE'D GET TO SOME GOOD NEWS.
JANUARY 1ST FROM LAST YEAR TO CURRENT, 138 PEOPLE WHO RESIGNED FROM US AFTER JANUARY 1ST OF 2021 ALSO CAME BACK TO US.
IN WORKING WITH THE FINANCE DEPARTMENT AND OUR HR STAFF THIS YEAR, WE WERE ABLE TO OFFER A 13TH PAYCHECK AND NO THAT DOESN'T MEAN THAT THEY GOT EXTRA MONEY.
WHAT THEY DID, IS WE WERE ABLE TO HAVE THEIR PAY OVER 13 PAYCHECKS INSTEAD OF 12.
AND FOR THOSE PEOPLE WHO ARE JUST MOVING HERE, FOR THOSE PEOPLE WHO JUST FOR WHATEVER REASON NEEDED THE FUNDING, 276 NEW EMPLOYEES WERE ABLE TO TO TAKE ADVANTAGE OF THAT. SO WE'RE REALLY EXCITED ABOUT THAT.
OUR HR DEPARTMENT. HERE WE GO, NEXT.
AND YOU'VE ALREADY TALKED ABOUT IT.
HOW CAN WE SECURE OUR STRONG CANDIDATES REALLY, REALLY EARLY? ONE OF THE THINGS WE'VE TALKED ABOUT IN OUR DEPARTMENT IS ONCE WE KNOW THAT SOMEONE IS COMING, WE'VE GOT PEOPLE WHO ARE DEDICATED TO, ON A WEEKLY BASIS OR EVERY OTHER WEEK, REACH OUT TO THEM.
SO IT'S NOT A YOU'RE HIRED IN MAY AND YOU DON'T HEAR FROM US AGAIN UNTIL AUGUST.
[01:35:02]
IMPLEMENT STRATEGIES TO ENHANCE RETENTION WHILE KNOWING THAT PEOPLE ARE STAYING ON AVERAGE FOR FIVE YEARS.WANTING TO RETAIN YOU, BUT BEING PREPARED.
SEEKING ADDITIONAL PIPELINE OPPORTUNITIES.
WE'RE GOING TO ASK YOU FOR, WE'VE ASKED YOU FOR YOUR INPUT ON RECRUITMENT, WE'RE GOING TO ASK YOUR INPUT ON RETENTION AND WHAT WOULD REALLY HELP US A LOT, WE HAVE GOT AN AWESOME COMMUNITY. WHAT WE WOULD LIKE TO KNOW IS HOW CAN WE BETTER LEVERAGE OUR FRISCO COMMUNITY? SO HOW CAN WE LEVERAGE THEM IN HELPING US WITH RECRUITMENT, BUT ALSO HOW CAN WE GET OUT INTO THE COMMUNITY, WHETHER IT'S BEING VISIBLE AT COMMUNITY EVENTS, WHETHER IT'S HAVING A TABLE OR A BOOTH, ANY OF THOSE THINGS.
I JUST KNOW IT. I JUST ABSOLUTELY KNOW IT.
AND THE OTHER, COMMUNICATING EARLY AND OFTEN WITH STAFF.
WHAT WE HEARD FROM STAFF IS SOMETIMES IT'S NOT EVEN ABOUT THE THINGS THAT ARE BEING DONE.
IT'S JUST WE DON'T KNOW THE WHAT'S, THE WHYS, AND THE HOW'S.
AND IF WE KNOW THAT WE CAN WORK BETTER WITH THESE THINGS.
SO THAT'S SOMETHING THAT HAS BEEN A GOAL.
AND DR. WALDRIP MENTIONED THIS, THAT INTERNAL COMMUNICATION.
SO WE NOW HAVE A PERSON WHO WORKS WITH INTERNAL COMMUNICATIONS, WE'VE GOT A STAFF INSIDER TYPE OF PORTAL SO THAT STAFF CAN HAVE ACCESS TO INFORMATION BECAUSE THE LESSON THAT WE'RE LEARNING IS THERE ARE THINGS WE'RE DOING THAT WE THINK ARE ABSOLUTELY GREAT.
BUT IF WE NEVER TELL PEOPLE, HEY, THIS IS WHAT WE'RE DOING AND THIS IS WHY IT'S HAPPENING.
SO THOSE ARE LESSONS THAT WE'VE LEARNED AND CONTINUE TO LEARN.
THAT OVERVIEW IS THE SAME THING, THAT HIRING TAKES PLACE ALL THROUGHOUT THE YEAR.
IT GIVES YOU THE DATES THAT WE USE FOR THE FULL YEAR VERSUS THE HIRING SEASON.
YOU SEE THERE FOR OUR AUXILIARY STAFF.
JUST SHOWS YOU WHO WE HIRED AND IN WHAT POSITIONS.
HERE'S SOMETHING THAT'S REALLY INTERESTING.
TO START THE SCHOOL YEAR, WE HIRED 254.
FOR THE WHOLE YEAR WE HIRED 532.
THERE TYPICALLY IS QUITE A BIT OF TURNOVER IN THOSE POSITIONS.
THAT IS SIGNIFICANT BECAUSE THAT IS DIFFERENT FOR US.
THERE I'LL JUST LET YOU SEE WHO ARE THE FOLKS WE HIRED.
AND AGAIN, THE REASON WHY I DIFFERENTIATE IS MOST OFTEN WHEN YOU'RE ASKED QUESTIONS, ESPECIALLY WHEN IT GETS TO BE AUGUST OR SEPTEMBER AND THEY'RE SAYING, HOW MANY PEOPLE DID YOU HIRE? MOST OF THE TIME THE QUESTION YOU'RE ASKING IS HOW MANY DID YOU HIRE FOR THE BEGINNING OF THE SCHOOL YEAR? SO THAT'S WHAT THAT IS.
CENTRAL ADMINISTRATION POSITIONS.
WELL, THESE ARE THE POSITIONS THAT WERE ADDED.
40 OF THEM WERE DIRECT SERVICES TO KIDS.
AND AGAIN, THAT WAS A RESULT OF A RESTRUCTURE.
SO IT DIDN'T CHANGE OUR BUDGET OR ANYTHING.
IT WAS JUST A NEW POSITION FOR OUR DISTRICT.
WE HAD SOME ESSER FUNDED POSITIONS.
SO THAT'S THE LIST THAT'S THERE.
WHERE WE GOT OUR NEW TEACHERS, OUR NEW PROFESSIONALS.
35 STATES AND CANADA, CROATIA, INDIA, IRAN, SOUTH KOREA AND TAIWAN.
[01:40:04]
YES. SO IF YOU HEAR THAT, OH, MY GOODNESS, PEOPLE ARE NOT WANTING TO BE IN FRISCO ANYMORE.FOR THE LONGEST TIME, OUR TOP STATES WERE THOSE STATES THAT BORDERED US.
I'VE NEVER SEEN WASHINGTON ON THE LIST.
MORE ABOUT OUR NEW PROFESSIONALS.
ABOUT A THIRD OF THEM CAME TO US WITH GRADUATE DEGREES.
ABOUT 60% THIS YEAR ARE NEW TO THE PROFESSION.
AND THAT'S IMPACTFUL BECAUSE ONE, WE KNOW WHAT COULD HAPPEN WITHIN THE FIVE YEARS, BUT ALSO FOR OUR TEACHING AND LEARNING DEPARTMENT, THAT'S A DIFFERENT THING WHEN YOU KNOW THAT 60% OF FOLKS COMING IN HAVEN'T DONE THIS BEFORE AND THEN I LOVE THIS BOTTOM STAT, 70% OF THEM, WE ASK THE QUESTION, HOW DID YOU HEAR ABOUT US? WHY ARE YOU HERE? 70% OF THEM, IT EITHER HAD TO DO WITH FRIENDS OR EMPLOYEES OF THE DISTRICT.
THEY LIVE IN THE AREA OR IT'S OUR REPUTATION.
SO ONCE AGAIN, IT'S WHAT WE DO WHEN WE TALK ABOUT OUR DISTRICT, AND THAT GETS THEM APPLYING TO US.
ALL RIGHT. YOU SEE OTHER DEMOGRAPHICS, ETHNICITY, RACE AND GENDER.
GENDER. IT'S JUST ALWAYS 80-20.
WE HAD A LITTLE MOMENT OF 78, BUT THAT MAY BE TEN PEOPLE.
ALL RIGHT. AND WE CONTINUE TO HIRE DIVERSE ETHNICITIES AND RACES.
LET'S KEEP GOING. COLLEGES AND UNIVERSITIES.
I'LL JUST GIVE YOU A MOMENT BECAUSE SOME PEOPLE LIKE TO GLORY IN THIS.
I JUST WATCH MINE SLIP LOWER AND LOWER.
BUT WE'RE GOING TO GET GEORGE BACK.
WE ARE STILL QUITE AN ATTRACTIVE DISTRICT.
SO YOU'LL SEE PLANO, RICHARDSON, KENNY LUBBOCK SNUCK IN THERE.
I'M NOT SURE HOW THAT HAPPENED.
AND TUSCALOOSA CITY WITH NUMBER FIVE.
NEXT. AND FINALLY, GROWING OUR OWN.
AND THESE SUBS THAT YOU SEE, WE GAVE YOU NUMBERS FROM ESS.
KEEP IN MIND THAT ESS IS ITS OWN COMPANY AND THOSE SUBS ARE THEIR EMPLOYEES.
SO THANK YOU. WHAT YOU DO MAKES SUCH, SUCH, SUCH A DIFFERENCE.
REMEMBER I TOLD YOU WE WOULD END ON A HIGH.
OF COURSE, YOU CAN ALWAYS REACH OUT TO ME OR ANYONE IN THIS ROOM.
I KNOW IT WAS A LOT. THANK YOU.
THAT WOULD BE GREAT. WHY DON'T WE DO THAT? OKAY. I CAN DO THIS ALL DAY.
THIS SCHOOL YEAR, THE 22-23 SCHOOL YEAR? WHAT DO YOU THINK IS REASONABLE FOR TEACHERS AS WELL AS OVERALL? [LAUGHTER] I HAVE TO LAUGH BECAUSE WHAT I'M GOING TO TELL YOU IS MY GOAL IS ALWAYS TO KEEP EVERYONE THAT WE CAN.
ALWAYS, ALWAYS, ALWAYS, ALWAYS, ALWAYS, ALWAYS, ALWAYS, ALWAYS, ALWAYS, ALWAYS.
BECAUSE IT HELPS US AS AN ORGANIZATION TO BE STRONGER.
WHAT I KNOW IN REALITY IS THAT AT A MINIMUM YOU'VE GOT 10 TO 12%.
[01:45:02]
JUST WITH LIFE HAPPENING FOR PEOPLE.I WOULD IMAGINE THAT IF I LOOK AT PATTERNS AND TRENDS, THAT IT WOULD BE ABOUT THAT.
I KNOW THAT WE'VE GOT PEOPLE WHO HAVE BECOME PRINCIPALS IN OTHER DISTRICTS.
WE'VE GOT PEOPLE WHO HAVE BECOME ASSISTANT SUPERINTENDENTS FOR HUMAN RESOURCES IN OTHER DISTRICTS.
SO I KNOW THAT THOSE KINDS OF THINGS HAVE AN IMPACT.
BUT I KNOW THAT WE AS A DISTRICT WILL GET IT DONE.
ALL LAST YEAR I TOLD THEM, WE SEE THIS COMING, BUT WE WILL BE FINE AND WE WILL BE FINE.
I CAN THINK OF SEVERAL THINGS, JUST EVEN IN TALKING WITH YOU ALL.
LOOKING AT INCENTIVES FOR EARLY HIRING.
BUT I KNOW WE HAVE TO BALANCE LOOKING AT SALARIES WITH ALL THE OTHER NEEDS THAT WE HAVE AND REALLY JUST BEING POSITIVE ABOUT OUR DISTRICT. WHEN YOU GO OUT, YOU SELL IT FOR US, YOU ABSOLUTELY SELL IT FOR US.
WHEN WE TELL PEOPLE OUR BOARD GAVE COVID LEAVE WHEN OTHER PEOPLE WEREN'T GIVING COVID LEAVE.
YOU GUYS APPROVED RETENTION INCENTIVES WAY BEFORE ESSER CAME INTO BEING.
AND WHEN ESSER GOES, THEY'RE NO LONGER DOING IT WHERE YOU'VE ALREADY COMMITTED TO IT.
OKAY I SEE YOU GUYS NODDING. IS THERE ANYTHING YOU WANTED TO ADD? BUT I WOULD SAY THAT'S PROBABLY EVEN MORE THAN ANYTHING ELSE.
WHEN YOU GO OUT AND YOU'RE POSITIVE ABOUT OUR DISTRICT AND WHAT WE'RE DOING, WE GET THOSE CALLS.
JAMES GOT A TEXT THE OTHER DAY FROM SOMEONE IN NEBRASKA, AND IT WAS BECAUSE OF THE INTERACTION THEY HAD WITH HIM AND THEN READING AND LEARNING ABOUT OUR DISTRICT IN NEBRASKA, IN NEBRASKA.
AND WE'VE HAD AT LEAST A COUPLE OF PEOPLE FROM THERE WHO HAVE ASKED A STUDENT TEACH HERE.
THAT SAYS A LOT BECAUSE THEY'RE PAYING THEIR MONEY TO COME HERE, LIVE HERE WHILE THEY STUDENT TEACH.
THEY'RE NOT EVEN GUARANTEED A JOB OR ANYTHING.
THANK YOU, DR. LINTON. THANK YOU GUYS SO MUCH.
WE APPRECIATE YOU ALSO. WE KNOW THIS IS A TON OF WORK.
BUT I KNOW THAT Y'ALL ARE ARE SLAMMED RIGHT NOW.
SO AS A BOARD, WE REALLY APPRECIATE THE DEDICATION AND THE TIME TO PROVIDE US INFORMATION SO THAT WE CAN BETTER ADVOCATE FOR OUR DISTRICT, AND FOR YOUR DEPARTMENT IN MEANINGFUL AND SUBSTANTIVE WAYS.
BOARD, WE NEED TO TAKE ACTION TO RESCIND WHAT WE VOTED ON AT THE TOP OF THE MEETING.
APPARENTLY THERE WAS SOME MISINFORMATION OR SOME INFORMATION THAT JUST IS NOT CORRECT IN BOARD BOOK REGARDING THE BUDGET TRANSFER FROM THE 240 FUND BALANCE FOR CHILD NUTRITION.
THE LANGUAGE IS JUST NOT CORRECT AND WE GOT TO FIX IT.
SINCE I MADE THE INITIAL MOTION, UNLESS ANYBODY'S GOT A QUESTION, I'LL JUST MOVE TO RESCIND THE PRIOR APPROVAL OF THE CHILD NUTRITION BUDGET TRANSFER FROM THE 240 FUND BALANCE.
AND WE WILL RECONSIDER THAT IN OCTOBER AT OUR REGULAR BOARD MEETING.
SO IF THERE ARE NO OTHER QUESTIONS, IT IS 1:07 AND WE ARE ADJOURNED.
* This transcript was compiled from uncorrected Closed Captioning.