Elevating Educator Growth & Retention at Cleveland Heights–University Heights CSD

Before Frontline	After Frontline
Manual LPDC processes: Tracking CEUs required paper, spreadsheets, and email. Staff constantly requested credit histories, and approvals were slow.	Digital portfolio tracking: Educators now register, log, and track CEUs online. LPDC committees access real-time records, cutting down on confusion.
Paper-based evaluations for classified staff: Inconsistent and difficult to manage, with no structured way to set goals or review performance.	Personalized, digital evaluations: Classified staff now engage in goal-setting and ongoing feedback. Supervisors and employees track progress throughout the year.
Limited visibility: HR and supervisors spent hours retrieving professional development histories or responding to last-minute requests.	Self-service transparency: Teachers and classified staff access their own portfolios. HR receives fewer inquiries and spends more time on strategic priorities.

The Before: Manual, Disconnected, and Time-Consuming Processes

Manual LPDC Processes

Before using Frontline, Cleveland Heights–University Heights tracked CEUs manually — through certificates, emails, and spreadsheets. With a 5-year renewal cycle, staff frequently contacted HR to reconstruct their professional learning history, creating inefficiencies and unnecessary stress. 

Disjointed Classified Staff Evaluations

Evaluations for classified employees lacked structure. Using Google Docs and paper forms, the district found it difficult to maintain consistency or encourage meaningful goal-setting conversations. Many staff didn’t receive developmental feedback until year-end, if at all. 

Moving to Frontline Professional Growth

The district wanted a solution that would digitize LPDC workflows and bring classified staff evaluations into a modern, trackable format. Already using Frontline for absence management and recruiting, Cleveland Heights–University Heights turned to Frontline Professional Growth to unify these efforts and create a seamless experience across the board. 

Dr. Paul Lombardo, Assistant Superintendent, led the shift.

The After: Empowered Staff, Streamlined Systems, Better Culture

Teachers now register for PD sessions directly in the system. Hours are automatically logged, and approvals are tracked digitally. Supervisors no longer hand out paper certificates, and LPDC committees view proposals and records in real time. “It’s night and day,” Dr. Lombardo shared. 

The system also reduced HR workload dramatically: staff now access their own records without needing to ask for history or proof. 

Classified staff now experience personalized development. Goal-setting conversations between supervisors and staff are not only possible — they’re tracked and encouraged. 

Digital evaluations allow for goal alignment, timely feedback, and visible progress. With everything stored in one place, both supervisors and employees have better insight into performance over time. 

The changes have improved morale and reduced stress. With better access to learning histories and transparent progress tracking, staff feel more supported and confident —especially during license renewal.  

Key Takeaways

• Efficiency & Compliance: Streamlined LPDC workflows save hours of admin time and ensure accurate, accessible licensure data. 
• Inclusion & Growth: All staff — certified and classified — participate in meaningful, personalized development. 
• Retention-Driven Culture: A transparent, organized, and human-centered approach to professional learning and evaluation boosts morale and keeps educators engaged.