Agenda Item
d. Human Resources (HR) Update (Updated 4.17.2024)
Summary: Presented by: Dr. Tekshia Ward-Smith, Administrator, Division of Human Resources
RETAINING QUALITY
EMPLOYEES
Retaining Quality Employees
Board of Education Retreat
April 2024
Presented by the
Dr. Tekshia Smith, Interim CHRO
New Hire Data
• 2020-2021 1076
• 2021-2022 1673
• 2022-2023 2266
• 2023-2024 2921
Total Hired in last 4 Years-7,936
Total Hired in last 2 years-5,187
14,607 Total Employees
Our 2024 New Hires
• 1016 Teachers
• 92 Bus Drivers
• 303 Paraprofessionals
• 169 Custodians
• 154 Food Service Employees
• 363 Substitutes
• 25 Nurses
Total Overall Resignations
CERTIFIED CLASSIFIED TOTAL
2021 649 459 1108
2022 852 618 1470
2023 894 651 1545
2024 398 296 694*
Total 2793 2024 4817
Reasons Employees Leave
Over the course of the last 4 years, more
than 2500 teachers have exited the
DeKalb County School District. From a
cursory review of separation data:
• 16.9% retired
• 9% left for an involuntary reason
(Termination, certification issues,
assignment complete)
• 74% left for a voluntary reason
Teacher Retention Incentives
Districtwide Employee
• 2% Supplemental Retirement employer matched 403(B)
Appreciation Events: A step increases for all after 5 years of consecutive employment (TRS/ERS)
A 6% raise for all eligible full
Employee Appreciation Day, eligible employees employed
and 2 New Employee Mixer
and part time District
at least 63% of the calendar • 2% Supplemental Retirement employer matched 403(B)
employees
(one in Oct and one in year for their position. after 2 years of consecutive employment (PSERS)
February)
• Districtwide Professional Development Days
• New Teacher Induction Program (NETwork Program)
$2500 new hire incentive for
$2000 retention incentive for
Bus Drivers and School
$3000 -$4,000 new hire • Free Gifted and ESOL Endorsement Programs
full-time employees who incentive for Teachers who
Resource Officers who join
return to DCSD in FY24
the DCSD family in FY24
join the DCSD family in FY24 • DCSD’s TAPP Program-DCSD’s in-house Teacher Certification
Program
• DCSD Partnerships with Program Providers
Meritorious Attendance
Employee Referral Program of
up to $450 per new applicant
Recognition Program of up to
Substitute and Part-time
• DCSD Teacher Residency- Launched January 2024
$1000 per year for full-time
($300 from district/plus an
additional $150
employees who are employed
Employee Attendance
Incentive- $500 per year
• GACE Reimbursement for eligible teachers/paras-Exam
Transportation)
at least 90% of their workday dates: Sept 1 – Aug. 31, 2024
calendar
• Employee Assistance Program
• Districtwide HR Open House- accessibility/communication
People are
loyal to
leaders...
Game Changers vs.
Game Managers
• "Game Changers" performs at a high-
level despite being on bad teams in
a way a "Game Manager" simply
can't. A game-changer significantly
alters the way things are done. Game-
changing individuals often use their
personality traits and attitude to
spark change.
• "Game Manager" is a not a difference
maker. Their style that has a higher
performance ceiling, when on good
teams, than a "Game Changer"
Game Changers vs. Game Managers in the Principalship
Game Changers Game Managers
Collaborative Controlling
Engaging Supervises and maintains status quo
High level of caring Maintains distance/Non-interactive
Accessible beyond school hours Doesn't intentionally connect with
the staff/community
Inspires Compliance focused
Encourages/Motivates Evaluator
Develops Relationships (shared trust & Transactional
respect)
A Dive Into the Data
• Resignation Data Last 3 Years
• Request for Transfer Data (2023)
• Gallup Q-12 Results
• Review by school and Identify trends
• Breakdown certified and classified
• 14/60 vs. 14/120
Plan for Retaining Staff
• Written Action Plan -July 1, 2024
• Please Stay Conversation
• Support of New Area Office-
Impact on Retention
• Districtwide and School Based
Employee Retention Events
• Accountability for actions/results
• Different students/Different staff
• Goal 85%- “Strive for 85”
What’s to Come
• 2025-2026- Site Engagement Specialist
• Leadership Development Collaboration
• Incentives- Show Me The Money
• Retention Tool Kit
• Focus Groups
• Action Plan July 1, 2024
• What gets monitored and measured- gets
done
Recruitment and
Retention Requires
Intentionality and
Effort
Strategically- What's to come?
• Create and implement Employee Satisfaction Surveys
• Review overarching themes found in exit surveys data and use
feedback to update policies and procedures that may influence staff
members to stay.
• Partner with Professional Development to create job embedded
professional learning for all staff- Motivational Mondays; Talent
Screening Thursdays.
• Our goal is to create and invest in a diverse and highly qualified
workforce to ensure DCSD is the place where employees CHOOSE to
work and GROW.
Additional HR Updates
• Job Fair April 27, 2024 at Miller Grove High School 9-12
• Employee Wellness Program
• Sick Leave Bank- Restored August 2024
• IGNITE Teacher Residency Program
• Cohort I- Middle Ga State University- 50 Residents ( Secondary Math, Science, ELA) January 2024
• Cohort II- Kennesaw State University- 25 Residents ( Special Education)
• Cohort II- TBD- 25 Residents ( Elementary Education) June 2024
• Para Apprenticeship Program-
• Cohort I- Bloomboard/Point Park University – 18 Residents March 2024
• Cohort II- Bloomboard/Point Park University – 18 Residents September 2024
Questions