Quick Links

Human Capital

Goal 1: Staff Retention

Reduce turnover rates for all classifications

Goal 2: Staff Recruitment

Improve overall recruitment processes to attract top talent in all classifications

Goal 3: Staff Care and Well-Being

Create a comprehensive human capital plan that focuses on the staff experience

Indicators of Success:

Systems for yearlong induction and professional learning experiences for staff in all classifications that provide personalized support and that align with the core beliefs and values of the district
Stay interview and focus group baseline data
Monthly recognition of staff

Action Items for 2025-2026

Offer induction and growth cohorts for staff based on their needs and aspirations
Provide support to district and building leaders for staff retention and staff engagement efforts

Indicators of Success:

A recruiting process that aligns with the core beliefs and values of the district
A workforce that more closely reflects the diversity of the student and community population
Staff progress towards educator licensure
Data showing increased applications based on social media and website engagement

Action Items for 2025-2026

Consistently utilize all marketing and communication tools to share vacancy information
Host a regional classified staff job fair for Licking County districts

Indicators of Success:

Needs Assessment survey and baseline data for staff experience
Positive staff experience that indicates a sense of belonging and empowerment, where staff feel physically, psychologically, and emotionally safe
Data analysis from implementation of the exit interview process
Data showing an increase in utilization of Employee Assistance Program

Action Items for 2025-2026

Establish a council of staff members to support staff care and well-being and staff engagement efforts
Support staff care and well-being by creating accessible, organized, and supportive pathways into the education profession for both current staff and interested students