Strategy 1 - Develop a long-term, sustainable, and competitive total compensation plan to promote recruitment and secure retention of high-quality staff.

Strategy 2 - Expand the role of school leaders in the recruitment process.

Strategy 3 - Maximize alternative pathways to teaching access such as the Career Switcher program and paraprofessional to teacher opportunities.

Strategy 4 - Expand access to and promotion of local and regional job fairs.

Strategy 5 - Increase enrollment in Teachers for Tomorrow Academy to further cultivate student interest in the teaching profession. 

Strategy 6 - Continue to utilize K-12 retirees to bolster classroom, school, and division support.

Strategy 1 - Evaluate current retention incentives and determine areas for enhancement, such as increasing tuition reimbursement.

Strategy 2 -Create additional opportunities to recognize and celebrate employee excellence, such as First Year Teacher of Year and Support Employee of the Year.

Strategy 3 - Reimagine employee advisory committees to include and empower teachers in the problem-solving and decision-making process.

Strategy 4 -Systematically collect employee feedback and analyze trends for continuous improvement, including data from exit and “stay” interviews.

Strategy 1 -Develop a professional learning plan aligned with student learning goals and perceived needs of licensed and support staff.

Strategy 2 -Provide updated training in the implementation of Professional Learning Communities (PLCs).

Strategy 3 - Structure and customize the staff evaluation process to ensure SMART goal-setting and growth-producing feedback. 

Strategy 4 - Enhance and expand Mentor/Mentee Program to include adding a financial stipend.

Strategy 5 - Enhance and expand new teacher/employee orientation and on-boarding.