Staff Development and Retention
Staff will be prepared and supported in our efforts to retain high quality employees.
| Strategic Priority Two Action Plan | Staff Development and Retention click link for progress/update |
|---|---|
| Why is this important? | Staff development and retention are crucial because investing in employees’ growth leads to improved performance and student outcomes. |
| Action steps related to the priority | By June 2027, Ignacio School District will improve the retention rate by an average of 5% per year of instructional staff, with the ultimate goal of maintaining an 85% or higher retention rate. -Conduct surveys two times a year to check on staff morale and climate, as evidenced by the TLCC survey -Recruit effective instructional staff with emphasis on grow-your-own and diversity, as evidenced by a close relationship with Fort Lewis College Teacher Education Program and and practices of empowering paraprofessionals to become licensed teachers. -Work towards being competitive in compensation for instructional staff, as evidenced by Board approval of $7,000 salary increases for all certified staff and a $4/per hour wage increase for classified employees. -Provide effective mentoring and guidance to new staff members, as evidenced by the development of an in-house Induction program, as well as District and Building mentors. -Offer and advertise top notch benefit packages to new staff members |
| Evidence of Implementation | -Board approved 10% raise for all employees, effective for the 23-24 school year. -4 day work week -TLCC survey adminstered to staff 2x per year -District leaders attended job fairs and advertised on job boards -Improvements to Induction program, creation of district and building level mentoring team |
| Evidence of Impact | -Less turnover among staff |