Skip to content

Blog

The Curse of the One-Day Workshop (and How Blended Learning Breaks It) 

The room was buzzing. Teachers were swapping ideas, energy was high, and for a moment, it felt like this professional development day might actually stick. Then the bell rang. 

A week later, the same challenges crept back in. The notes were buried, the pacing guides returned, and the new strategies? Quietly ghosted. 

That’s the curse of the one-day, sit-and-get workshop…when learning sparks excitement but fizzles before it takes root. Not because teachers aren’t engaged, but because some schools are still stuck with outdated, disconnected systems — one-off workshops, scattered spreadsheets, and tools that weren’t built for continuous professional learning. 

Breaking the Spell with Blended Learning 

That’s where Blended Learning changes the story. 

When in-person collaboration meets online flexibility, professional development stops being a one-day event and becomes an experience that continues long after the session ends. 

Picture it: 

  • Teachers leave a PD day with a clear next step — something meaningful they can try in their classrooms right away. 
  • A few days later, they log into your district’s professional learning management system to share reflections or complete a short virtual follow-up. 
  • Before their next coaching conversation or observation, you can review those notes and see how learning is taking shape in real classrooms. 

That’s how professional learning stays connected — to teacher evaluations, to growth goals, and most importantly, to teaching and learning. 

Districts using Frontline Professional Learning Management are already seeing that shift. They’re designing blended professional developoment experiences that evolve with their educators — giving leaders real-time visibility into engagement, attendance, and impact. 

Interested in Blended Learning?

Frontline Professional Learning Management brings a flexible way to create impactful learning for your staff.  

Read More

What to Look for in a Blended Learning System 

If you’re rethinking professional development (PD), look for tools that make it easy to build and sustain blended learning cycles: 

  • Flexibility: Deliver in-person, virtual, and self-paced learning all in one place. 
  • Reflection: Let teachers quickly capture how they applied learning and what they’d tweak next. 
  • Goal alignment: Link PD topics directly to evaluation or growth goals. 
  • Visibility: Use dashboards that tell a story — who’s learning, where support is needed, and how growth is trending. 

The right system should be able to track participation and make learning visible. 

The Real Trick: Keep Learning Alive 

The one-day workshop has “haunted” PD for years — a burst of inspiration that fades before it ever takes hold. 

Blended learning breaks that spell.   

By weaving together in-person collaboration, online follow-up, and reflection, it keeps professional learning alive and growing — connected to goals, teacher evaluations, and everyday practice.  

This Halloween, don’t let great PD vanish like a ghost.   

Keep it visible. Keep it continuous. Keep it blended. 

FAQ: Blended Learning & Professional Growth 

Q: What’s the difference between blended learning and traditional PD? 
Blended learning extends beyond a single event. It combines live collaboration with digital follow-ups, reflection, and data-driven feedback — keeping growth continuous. 

Q: How does blended learning connect to teacher evaluations? 
When professional learning ties directly to evaluation feedback, teachers see exactly how their growth areas translate into new learning opportunities — and leaders can track progress over time. 

Q: What makes a strong Professional Learning Management system? 
Look for one that supports multiple learning formats, encourages reflection, connects to evaluation goals, and provides actionable data — like Frontline Professional Learning Management. 

Q: How can I start moving from one-day PD to blended professional learning? 
Start small. Pair your next workshop with a short follow-up module or reflection task. Build the rhythm first; the results (and the buy-in) will follow. 

Ready to break the spell with Blended Learning? Learn more about Frontline Professional Learning Management.
Learn More

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

HB 2 Is Complicated. Your Payroll Doesn’t Have to Be. 

HB 2 Readiness Check 

Spend four minutes with our ten-question quiz to see whether your raise plan is on track for board approval. 

Start the Quiz

HB 2 in Brief

Funding StreamWho QualfiesAllotment Amount*
Teacher Retention Allotment (TRA) Classroom teachers (Staff Classification 087, FTE ≥ 0.50) Districts ≤ 5,000 students  
$4,000 (3-4 yrs)  
$8,000  (5+ yrs) 
Districts ≥ 5,000 students  
$2,500 (3-4 yrs)  
$5,000 (5+ yrs)  
Support Staff Retention Allotment (SSRA) All non-administrative staff not covered by TRA Roughly $45 per ADA  
*Final payments come from TEA’s FSP template. 

Key points: 

  • Raises may be issued as base-pay increases or flat-rate stipends. 
  • The TRS employer rate for 2025-26 is 8.25%. Be sure to budget fringe. 
  • TEA funds your district from the Fall PEIMS file, so Staff Class, Years of Experience, and FTE fields must be accurate. 

Why HB 2 Feels Heavy 

District teams must: 

  • Locate every eligible employee across multiple formulas 
  • Rework contracts after board deadlines 
  • Keep raises equitable from campus to campus 
  • Post a complete board packet within seven days (SB 413) 
  • File error-free reports to TEA with limited prep time 

Spreadsheets can handle it – until one wrong filter derails payroll. 

What an ERP System Should Deliver 

Use this checklist when you’re evaluating solutions: 

Eligibility in one report – no exports, no VLOOKUPs  

Batch raise updates for hundreds of employees in minutes

Clear HB 2 coding to separate allotment dollars from base pay 

Campus equity view – flag sites more then ±1 percentage point off the district average   

Three-year fund-balance forecast with low, medium, and high appraisal growth 

Single board packet ready to publish within the seven-day window  

State-file validations that catch PEIMS errors before submission 

Less manual work. Fewer spreadsheets. More confidence. 

WHAT TEXAS DISTRICTS SAY

“Frontline ERP’s Data Importer let us track HB 2 stipends without rewriting step schedules. Employees keep their allotment when they move, and annual reviews are easy.”

Nakesia Demming, Assistant Director of Compensation, Aldine ISD 

Need HB 2 to Run Smoothly? 

Take the quiz above, then fill out the form to book a short working session. We’ll walk you through how Texas districts are using Frontline ERP to handle HB 2 without late-night spreadsheet sessions. 

 

Ellen Agnello

Ellen is a graduate assistant at the University of Connecticut. She is a former high school English language arts teacher and holds a Master’s Degree in literacy education. She is working on a dissertation toward a Ph.D. in Educational Curriculum and Instruction.

What Your Toughest Days Say About Your Sub System 

Every district has those days. 

The Friday callouts. The midyear slump. The week after a long break when the sub list fills up before sunrise. 

Most leaders can sense the patterns – but can you actually see them? 

Without real-time data on when and where absences are hardest to fill, substitute management often turns into a guessing game. And every guess adds stress – more calls, more coordination, and more time spent scrambling instead of planning. 

That’s why we created the Sub-Fill Stress Test – a quick quiz that helps district leaders see how their current system stacks up. You’ll find out whether your sub-fill process is calm and covered, or ready for a little stress relief through automation and better visibility. 

Take the Sub-Fill Stress Test  

ON-DEMAND WEBINAR

How Can Staff Absence Data Help You Keep Classrooms Covered?  

This webinar shows school HR leaders how to use absence data to spot predictable trends, forecast staffing needs, and improve substitute coverage so they can make smarter resource decisions that support student learning. 

Watch Now

Because when you can see the patterns, you can plan for them – and every classroom stays covered. 

Ready to take the stress out of sub management? 

Fill out the form below and we’ll show you how Frontline Absence & Time can help you simplify substitute placement, boost fill rates, and keep every classroom covered. 

Ready to turn absence data into actionable insights?

Explore how Frontline’s Human Capital Analytics help districts predict and manage staff absences.

 

Frontline Education

Frontline Education provides school administration software partnering with over 12,000 K-12 organizations and millions of educators, administrators and support personnel in their efforts to develop the next generation of learners. With more than 15 years of experience serving the front line of education, Frontline Education is dedicated to providing actionable intelligence that enables informed decisions and drives engagement across school systems. Bringing together the best education software solutions into one unified platform, Frontline makes it possible to efficiently and effectively manage the administrative needs of the education community, including their recruiting and hiring, employee absences and attendance, professional growth and special education and interventions programs. Frontline Education corporate headquarters are in Malvern, Pennsylvania, with offices in Andover, Massachusetts, Rockville Centre, New York and Chicago, Illinois..

Unlocking Hidden Revenue: How Texas School Districts Can Maximize Medicaid Reimbursement 

Across Texas, school districts are facing tighter budgets and growing demands for student services. Yet many may be leaving significant Medicaid reimbursement dollars on the table, not because services aren’t being provided, but because districts aren’t fully confident in how to capture reimbursement for every eligible area. 

Understanding the Texas Medicaid Opportunity 

Under the School Health and Related Services (SHARS) program, Texas districts can receive federal reimbursement for health-related services provided to students with disabilities under the Individuals with Disabilities Education Act (IDEA). These dollars can help fund programs that support all students.  

But many districts only tap into a fraction of what’s possible. Some have even scaled back or “given up” on parts of their Medicaid billing because they worry they’re doing it wrong or lack clarity about what’s allowed. The opportunity isn’t just in doing more billing, it’s in doing smarter, more comprehensive billing. 

Why Districts Miss Out 

Several challenges prevent districts from maximizing their SHARS revenue: 

  • Complex Regulations: Medicaid rules are intricate, and Texas has its own unique layers of compliance that can intimidate even seasoned administrators. 
  • Fear of Noncompliance: Many districts hesitate to bill for certain services because they’re uncertain whether documentation or IEP references meet state standards. 
  • Knowledge Gaps Around Service Areas: Districts often understand speech, OT, and PT billing — but feel less confident about others, leading to selective participation. 
  • Limited Vendor Support: Some billing systems or service providers fail to provide proactive guidance, leaving districts to figure it out alone. 

The issue isn’t a lack of effort, it’s a lack of clarity and confidence. That’s where expert guidance and integrated systems can make a difference. 

The Overlooked Goldmines: Key Service Areas Districts Underbill 

Most Texas districts consistently bill for speech, occupational, and physical therapy. However, four other areas consistently go underutilized, often because of confusion, outdated processes, or fear of errors. 

1. Specialized Transportation 

Recent SHARS updates have made transportation one of the most misunderstood service types. Many districts backed away due to changes affecting how transportation aides are classified under personal care. But specialized transportation is not the same, and it carries significant reimbursement potential. Beyond interim claims, transportation drives large cost-report returns since districts can include expenses like vehicle maintenance, driver salaries, and fuel. 

2. Nursing Services 

Nursing is another area where schools frequently miss out. Because nurses often serve students outside of special education, districts assume these services aren’t reimbursable or worry about adding workload. However, with the right system integrations, for example, importing documentation from the student information system, nurses don’t have to double-document. With proper training and RMTS participation, this can become a seamless, high-value reimbursement area. 

3. Personal Care Services 

Recent SHARS changes have led to confusion about what counts as personal care and how to document it. Yet, aides and paraprofessionals often provide extensive daily assistance that qualifies. When correctly tracked and linked to the IEP, these services can deliver meaningful additional revenue. 

4. Speech Therapy 

Although widely billed, speech services are also evolving. Districts need to ensure documentation reflects the latest regulatory changes to remain compliant and avoid underclaiming. Speech remains one of the highest-value areas when optimized correctly. 

Although widely billed, speech services are also evolving. Districts need to ensure documentation reflects the latest regulatory changes to remain compliant and avoid underclaiming. Speech remains one of the highest-value areas when optimized correctly. 

Rebuilding Confidence and Capturing More Revenue 

The path forward isn’t about “doubling” reimbursement through shortcuts, it’s about educating your team, identifying gaps, and providing support to safely and confidently bill for every eligible service. 

 
Districts benefit from a guided review of their current processes to answer key questions: 

  • Which SHARS service areas are we currently billing for? 
  • Are there reimbursable services we’ve opted out of due to uncertainty? 
  • What’s the potential value of expanding into those areas? 
  • How can we streamline documentation to reduce staff burden? 

By combining data-driven insights with proper training and system support, districts can uncover significant untapped Medicaid revenue — without overburdening staff or compromising compliance. 

Let’s Uncover What’s Possible 

Whether your district currently bills Medicaid or has scaled back due to uncertainty, Frontline can help you identify missed opportunities, from transportation to nursing and beyond, and ensure every reimbursable service is accounted for. 

A Medicaid “checkup” with our experts can reveal how much potential revenue is waiting to be reclaimed, funds that can be reinvested directly into student success. 

Talk to a Frontliner today to uncover hidden Medicaid revenue and maximize your SHARS impact. 

Dr. Taylor Plumbee

Dr. Taylor Plumblee is an experienced education executive with demonstrated success in education management and marketing. She joined Frontline Education in 2021 and is the Manager of Product and Solution Marketing with a focus on Student & Business Solutions including School Health Management, Special Program Management, Student Information Systems, and Data & Analytics.

How K-12 HR Leaders Can Use Staff Absence Data to Improve Substitute Teacher Fill Rates 

When teachers are out of the classroom, learning gets interrupted, and substitute shortages don’t help. But what if absence data itself held the key to predicting and preventing coverage gaps? For many districts, the answer lies in putting staff absence metrics front and center on the HR dashboard. With the right insights, HR leaders can anticipate shortages, allocate resources wisely, and maintain continuity in classrooms. 

Substitute staffing remains one of the toughest challenges for K-12 districts. In fact, 53% of school leaders report substitute shortages as a major concern. At the same time, teacher absences have risen since the pandemic, creating a double strain on daily operations. The result: lower fill rates, burned-out teachers covering for colleagues, and interrupted instruction. 

The good news? With structured absence data, you can forecast patterns with surprising accuracy — and act before disruptions escalate. 

ON-DEMAND WEBINAR

How Can Staff Absence Data Help You Keep Classrooms Covered?  

This webinar shows school HR leaders how to use absence data to spot predictable trends, forecast staffing needs, and improve substitute coverage so they can make smarter resource decisions that support student learning. 

Watch Now

Why Staff Absence Data Belongs on Every HR Dashboard

Absence management is more than just a scheduling issue. It’s a strategic HR priority. And like recruitment and retention, it has a direct impact on student outcomes. 

Without active tracking, school districts face several pitfalls: 

Practical takeaway: Make absence data a standing agenda item in HR dashboards and leadership meetings. A clear view of fill rates, active substitutes, and absence trends helps ensure schools have the coverage they need. 

Metric Relevance/Impact Action 
Fill Rate % of teacher absences covered Monitor trends & adjust staffing 
Lead Time Time between entry & absence Encourage early reporting 
Sub Pool Accuracy Active vs. inactive subs Clean up inactive listings 
Seasonal Trends Spring > Fall Plan ahead for spikes 
Predictive Accuracy Up to 90% Use historical data for forecasts 

The Key HR Metrics: Fill Rate and Lead Time 

Fill Rate — The Benchmark for Classroom Coverage 

Most HR leaders already track fill rate — the percentage of absences that are successfully covered. It remains the single most important benchmark for ensuring learning continues smoothly. 

  • Why it matters: A low fill rate means students may go without instruction (disrupting learning) or classes may be combined (putting extra burden on other teaching staff). A high fill rate means coverage is reliable, minimizing disruptions. 
  • Ways to analyze: Fill rate becomes far more useful when broken down into meaningful slices. Looking across different levels helps reveal hidden gaps and opportunities for intervention. For example: 
    • District-wide fill rate trends show overall coverage health and whether staffing initiatives are working. 
    • School-level differences (e.g., elementary vs. high school) highlight where shortages hit hardest and allow leaders to target support. 
    • Absence type differences (illness vs. professional development vs. personal leave) uncover whether certain categories of leave are more prone to going unfilled. 

Actionable advice: Track fill rates monthly and compare them to seasonal or event-driven factors, such as flu outbreaks or district-wide PD sessions. 

Human Capital Analytics at Consolidated High School District 230

Dawn Rueter-Cox, Director of Assessment and Data, uses Frontline Human Capital Analytics to track attendance, fill rates, and professional development, helping refine how the district supports teachers and staff.

Watch Now

Lead Time — The Silent Driver of Fill Rate 

Lead time measures the gap between when an absence is entered and when it occurs. Earlier reporting gives subs more time to accept assignments and raises the likelihood of coverage. This metric often explains why some schools achieve consistently higher fill rates even when substitute pools look similar. Understanding not just the number of absences, but when they’re reported, helps HR leaders pinpoint where to intervene. 

  • Why it matters: Providing early notice will broaden the pool of available substitutes and allow time for administrators to adjust. 
  • How to analyze: Review reporting patterns across departments and schools. Look for hotspots where absences are routinely logged at the last minute. Compare early-entry vs. late-entry absences to see how lead time drives coverage success. 
  • Actionable advice: 
    • Encourage staff to enter known absences as early as possible, framing it as part of a shared responsibility for classroom stability. 
    • Automate reminders for staff with upcoming PD or personal leave so fewer absences slip through last minute. 
    • Recognize or reward employees who consistently log absences early, turning positive habits into a visible norm. 

Predictable Patterns in Teacher Absences 

Absences aren’t random. With the right data, HR teams can spot patterns and forecast coverage needs. Recognizing these rhythms makes it possible to prepare rather than react. 

Weekly Cycles 

You will likely spot patterns across each week, not just each season. Mondays and Fridays often see the highest absence rates, while Tuesdays and Thursdays remain the most stable. Wednesdays typically sit in the middle. When plotted, these trends form a recognizable “W-shaped” curve that districts can use to anticipate which days will require the most coverage. 

  • Mondays and Fridays: consistently the highest absence days, requiring extra planning. 
  • Wednesdays: moderate but elevated, deserving attention but not as urgent as bookend days. 
  • Tuesdays and Thursdays: lowest frequency of absences which can offer breathing room for scheduling PD or meetings. 

Absence levels also shift throughout the school year. Fall tends to be relatively steady, giving districts a chance to establish routines. In contrast, spring consistently brings an uptick. Fridays in April and May often show sharp increases due to testing stress, allergy season, and general burnout. Knowing this, you can predict when substitutes will be stretched thin. 

Predictive Accuracy 

Historical absence patterns are remarkably reliable. In fact, most districts can achieve around 90% daily prediction accuracy using 1–3 years of historical data — even without advanced algorithms. 

Actionable advice: Run forecasts on past absence data, flag the top predicted high-absence days, and plan extra coverage in advance. 

Turning Predictions into Classroom Coverage  

Having data is great, but that alone won’t solve the problem. What you really need is to use that data to take action. 

Incentivize Substitutes 

Motivating substitutes to pick up assignments on peak absence days requires more than availability. It calls for thoughtful incentives that make the role more attractive and sustainable. By taking proactive steps, districts can boost coverage when they need it most. Here are a few ideas: 

  • Offer extra pay for high-demand days. 
  • Provide perks such as free lunch, reserved parking, or public recognition. 
  • Have principals personally reach out to subs before predicted spikes. 

Smarter Scheduling of PD and Events 

Timing matters when it comes to professional development and district events. By aligning schedules with known absence patterns, you can prevent avoidable coverage gaps and keep classrooms fully staffed. 

  • Avoid pulling teachers for PD on historically high-absence days. 
  • Shift PD sessions to mid-week or fall months instead of peak spring periods. 
  • Coordinate with curriculum and building leaders to avoid overlapping events. 

Strategic Use of Building Substitutes 

Sometimes the best way to ensure consistent coverage is to dedicate substitutes directly to schools. With thoughtful placement and rotation, building subs can serve as a safety net where shortages are most severe. 

  • Place building subs in schools with historically low fill rates. 
  • Reassign coverage during high-risk periods, like spring Fridays. 
  • Use building-level data to optimize where you place substitutes. 

Communication with Teachers 

Open communication with teachers is essential for making absence strategies effective. Most educators already understand that their choices affect classroom coverage, but surfacing district-level trends helps them see the bigger picture. When staff recognize both the patterns and the impact of their leave decisions, they become active partners in improving coverage rather than passive participants. 

  • Share insights, such as “Fridays in April see the highest absence rates.” 
  • Encourage teachers to avoid taking leave on peak absence days. 
  • Involve union or teacher groups in awareness efforts. 

Dealing with Messy Data   

No district has perfect data. Incomplete records, inconsistent codes, or unusual events (like snow days or shutdowns) might skew the numbers. Even so, useful patterns will emerge if you focus on trends, not perfection. 

Start by focusing on practical clean-up steps that make messy data usable without overcomplicating the process: 

  • Ignore extreme outliers such as snow days or one-off emergencies that can distort the averages. 
  • Cross-check and clean up your absence codes so categories are consistent across schools and years. 
  • Compare relative highs and lows rather than aiming for perfect counts. What matters most is direction and trend, not absolute precision. 
  • Validate predictions against last year’s results to build confidence and show stakeholders that even imperfect data can point to reliable insights. 

First Steps for District HR Leaders 

  1. Gather Data: Begin by pulling at least one full year of daily absence data so you can spot baseline patterns. Be cautious with pre-2021 records, which may be distorted by pandemic disruptions. The goal is to establish a clean starting point that reflects current conditions. 
  2. Audit Your Substitute Pool: Numbers on paper can be misleading. Take time to identify inactive subs, reclassify disengaged ones, and confirm which individuals are truly available. This audit helps avoid a false sense of security. 
  3. Decide on Classroom Coverage Models: Consider the trade-offs between building substitutes (reliable but costly) and temporary ones (flexible but less predictable). Use your forecasts to decide whether to invest in more permanent staff or keep a larger flexible pool, depending on your district’s unique needs. 
  4. Predict and Plan: Once your data is organized, flag high-absence days in advance. Use these insights to adjust hiring strategies, offer incentives, or shift PD schedules. Share findings with school leaders so they can prepare and align resources accordingly. 

Absence data is a critical tool for keeping classrooms staffed and learning uninterrupted. By focusing on key metrics like fill rate and lead time, spotting predictable patterns, and translating forecasts into concrete actions, you can turn today’s substitute shortages into tomorrow’s staffing solutions. 

Ready to turn absence data into actionable insights?

Explore how Frontline’s Human Capital Analytics help districts predict and manage staff absences.

 

Ryan Estes

Ryan is a Senior Solution Marketer at Frontline Education who works closely with school district leaders across the country. Over the past decade in K–12 EdTech, he’s helped share the stories, strategies, and practical lessons districts use to improve staffing, compliance, and day-to-day operations. He’s especially interested in how thoughtful technology, including AI, can make everyday work in schools simpler and more sustainable.

The Principal’s Playbook: Strengthening Teacher-Administrator Relationships to Boost Retention 

Losing a great teacher stings. Not because they struggled in the classroom, but because somewhere along the way they felt unheard, unsupported, or disconnected from leadership. And when that happens, the loss ripples through staff morale, student learning, and the culture you’ve worked hard to build. 

That’s why strong teacher-administrator relationships matter so much. And they don’t happen by accident. They’re built in the small, everyday moments: a check-in that feels supportive, a decision where voices are heard, a clear plan that reduces uncertainty. 

This playbook pulls those moments into focus, offering practical strategies to strengthen trust, reduce stress, and keep your best educators in the building — without adding more to your plate. 

Why Leadership Matters in Retention 

Everyday leadership choices shape whether teachers feel committed to their school or begin looking elsewhere. From how feedback is delivered to whether their input influences policy, teachers notice. 

Research backs this up. A recent study of New York City schools found that principal leadership was the single strongest predictor of teacher retention, especially when administrators created supportive evaluation systems and encouraged teacher voice.  

For principals facing high turnover, the throughline is consistent: supporting K–12 educators with clear communication and shared decision-making strengthens trust, boosts instructional quality, and ties school leadership and retention together. 

By the Numbers

  1. Trust matters. Teachers stay longer when they feel supported by their principal. Research shows principal support is one of the strongest predictors of retention. (ERIC)
  2. Nearly 1 in 3 leave early. About 44% of new teachers leave within five years. Early support and mentoring make a big difference. (Learning Policy Institute)
  3. Leadership makes the difference. In high-poverty, hard-to-staff schools, the #1 reason teachers stay is strong, supportive leadership. (Virginia Tech)

The Hidden Costs of Poor Communication

When communication between teachers and administrators breaks down, the effects are easy to spot but costly to ignore:

  • Teacher disengagement: educators may stop contributing beyond the bare minimum.
  • Passive compliance: innovative ideas and energy give way to routine box-checking.
  • Early exits: teachers may begin seeking other opportunities, sometimes mid-year.

The root causes often lie in preventable missteps: a lack of visibility into decision-making, infrequent or one-way feedback loops, and check-ins that feel more like performance policing than authentic support.

REALITY CHECK: CLOSING THE LOOP 

At one high school, teachers were frustrated about scheduling changes. Instead of announcing a decision, the principal gathered staff input, explained the constraints, and showed how feedback shaped the final plan. Even though not everyone got what they wanted, teachers said they felt respected and included — and staff morale held steady through a tough transition. 

Moments like these prove it’s not just the decision itself, but whether teachers feel heard in the process. 

The Principal’s Relationship-Building Toolkit 

Here’s a set of strategies principals can put into practice immediately to build stronger educator support systems and create more collaborative school environments: 

1. Structured Check-Ins That Build Trust 

  • Schedule regular one-on-ones (weekly or bi-weekly). 
  • Use clear agendas to focus on growth, not just compliance. 
  • Keep shared notes and follow-up workflows so teachers see progress over time. 

HOW TECHNOLOGY HELPS: Observation and coaching tools make it simple to capture feedback during walkthroughs, track action items, and give teachers a clear record of their growth.

2. Inclusive Decision-Making Frameworks 

  • Invite teacher input on policies, scheduling, and curriculum. 
  • Use anonymous surveys and open Q&A sessions to surface honest feedback. 
  • Close the loop by highlighting where feedback drove change. 

HOW TECHNOLOGY HELPS: Link evaluation results directly to professional learning plans. That way, teachers can see how their growth areas connect to real professional development opportunities.  

3. Transparency Tools That Reduce Anxiety 

  • Share leadership goals, calendars, and professional development plans. 
  • Provide visibility into evaluation processes and growth opportunities. 
  • Maintain communication logs so teachers never feel “left in the dark.” 

HOW TECHNOLOGY HELPS: Streamlined digital tools give staff consistent access to information and reduce confusion, stress, and speculation.

Keep Great Teachers, Grow Great Teachers

Frontline Professional Growth connects professional learning, collaboration, and evaluations so principals can strengthen teacher relationships and keep talent in the building.

 

Leading During Stress and Uncertainty 

Crisis leadership isn’t new to principals — but it never gets easier. Teachers pay close attention to how you respond when budgets shift, policies change, or the community is under strain. In those moments, even small actions carry weight. 

  • Make space for well-being. Flexibility, when possible, shows you value teachers as people. 
  • Name the weight. A simple acknowledgment — “I know this is a lot” — can ease the pressure staff feel. 
  • Be steady, even when uncertain. Consistency matters more than having every answer. 

These aren’t dramatic moves, but they build trust. And in stressful times, trust is what keeps teachers anchored to your school community. 

PODCAST PICK

Improve First Impressions & Position Management: How to Empower Your Principals Lasting Retention

Listen Now

How Technology Simplifies Leadership Communication 

Some of the most meaningful leadership happens in quick moments…a hallway conversation, a classroom walkthrough, a check-in after dismissal. The challenge is making sure those moments don’t disappear once the day gets busy. 

Frontline Professional Growth helps principals bring structure to these interactions by: 

  • Organizing and tracking observations and coaching cycles so support conversations become part of a consistent process. 
  • Documenting feedback and coaching notes in one place, giving both principals and teachers a clear view of progress over time. 
  • Linking evaluation results to professional learning plans, so growth areas translate directly into development opportunities. 

The result: stronger educator support systems, streamlined communication, and accountability that supports teachers without adding more administrative burden. 

WHY FRONTLINE PROFESSIONAL GROWTH? Because it connects evaluations, coaching, and professional learning in one place — so support doesn’t get lost in the shuffle.

Putting the Playbook to Work 

Teacher retention doesn’t come from one initiative or a single “fix.” It’s built in the everyday interactions between principals and their staff — the check-ins, the decisions, the clarity you bring when things feel uncertain. 

Frontline Professional Growth helps make those interactions stick. By connecting evaluations, coaching, and professional learning in one system, it turns everyday support into a consistent structure teachers can count on. That consistency is what builds trust, strengthens culture, and keeps great educators in your school. 

See how Frontline Professional Growth can support school leadership and retention in your district.
Learn More

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

From Onboarding to Retention: Building a Culture of Support for New Educators 

Retention starts long before the first classroom bell. Arguably, it begins even before a teacher’s contract is signed. 

High teacher turnover often begins with overlooked or rushed onboarding. Districts should treat onboarding as a strategic, multi-year journey, not a one-week orientation. A comprehensive onboarding-to-retention strategy supports new teachers at every stage, from hiring to growth planning, and helps build a resilient, engaged educator workforce. 

The Learning Policy Institute reports that beginning teachers who do not receive mentoring or induction leave at more than twice the rate of those who receive comprehensive support. That links early support to retention in clear terms.

At-a-Glance: Phases, Goals, and Tools 

Phase Goal What Leaders Do Frontline Solution 
1. Hiring & Pre-Boarding Build trust before day one Personalize outreach;
set expectations;
preview culture 		Recruiting & Hiring 
2. Streamlined
Onboarding Logistics 		Remove friction and noise Automate forms; pace tasks; assign resources
by role/site 		Central 
3. Induction &
Culture Integration 		Make support visible
and trackable 		Pair mentors; set growth plans; track induction activities Professional Growth + Central 
4. Feedback,
Development, Retention 		Sustain coaching
through Year 3 		Coach, observe, document, recognize progress Professional Growth 

This phased approach strengthens teacher retention strategies, embeds teacher induction programs within broader educator support systems, and clarifies how school leadership and retention connect from day one. 

Extended Onboarding as a Retention Strategy 

Why a Longer Runway Keeps Teachers 

Turnover peaks early. Roughly one-third of new K–12 teachers leave within five years, with higher rates among those who felt underprepared or unsupported (see the Learning Policy Institute article linked above). Ending onboarding after week one misses the window when new teachers build habits, seek feedback, and decide whether they belong. Effectively onboarding new teachers should include sustained support through the first several years. 

The Cost of a Checklist Mindset 

Many districts still treat onboarding as a stack of logistics and forms. Research from Datia K12 highlights that too much onboarding still focuses on logistics and compliance rather than the deeper challenges new teachers face. Their analysis points to the need for human‑centered support — mentoring, coaching, and culture — alongside administrative requirements, and offers detailed recommendations for districts seeking to rebalance their approach. 

Engagement Signals Matter 

A 2022 education survey found 41% of teacher candidates said they would quit a job if they didn’t feel properly onboarded or trained. That ties onboarding quality directly to morale and a decision to stay or leave. Strong educator support systems make engagement visible and fixable. 

Two models, different outcomes: 

  • Extended, multi-year onboarding (recommended): 
    Builds belonging, clarifies expectations, aligns coaching to goals, tracks induction, supports reflection, and reinforces teacher retention strategies district-wide. 
  • One week of paperwork-heavy onboarding (avoid): 
    Achieves quick compliance but can overwhelm new hires, miss real needs, and signal low support. 

To move from compliance to commitment, start at the very first touchpoint (the offer letter) and carry support through Year 3. 

Reimagining the Educator Lifecycle: From Offer Letter to Year 3 

A coherent lifecycle model ties people, processes, and data together.  

Phase 1: Hiring & Pre-Boarding 

Tools: Frontline Recruiting & Hiring and Central 

Effective onboarding new teachers begins well before they ever set foot in their classrooms. Some district leaders emphasize treating the hiring process as the start of onboarding, with early, personalized communication so new hires feel welcome and informed. That early care helps newcomers learn the culture, meet the team, and arrive ready. 

Leadership playbook: 

  • Send a principal and mentor welcome within 48 hours of acceptance. 
  • Share a short “How we work” guide: instructional focus, collaboration norms, bell schedule, and who to ask for help. 
  • Set the first-month expectations: who observes, how feedback works, and what success looks like. 
  • Provide a single channel for questions to lower anxiety. 

How Frontline helps: 

  • Seamless transition from candidate to employee, reducing duplicate data entry. 
  • Digital offers and onboarding packets — sign and track pre-start steps. 
  • Centralized staff profile that flows into onboarding and growth systems so leaders can personalize support from the first day. 
  • Resource library where staff can access videos, help guides, trainings, and other materials unique to your district. 

With trust set before arrival, you can shift quickly from paperwork to people. 

SEE FRONTLINE CENTRAL IN ACTION

Watch how districts move from offer to onboarding, with automated forms, digital packets, and one centralized workflow.

See It In Action

Phase 2: Streamlined Onboarding Logistics 

Tool: Frontline Central 

Beyond the first day. Automate compliance forms, contracts, and handbook and policy acknowledgements. Assign the right resources to the right person at the right time: mentor pairing, required PD, site-specific procedures — and pace tasks so they land when needed. 

Don’t overwhelm new staff as they’re still trying to figure out where to park and where the lunchroom is, since no one can absorb everything at once. Pacing matters. A well-organized, supportive onboarding experience builds trust and professionalism from the start, while disorganized, compliance-only onboarding may erode confidence. 

Leadership playbook: 

  • Break onboarding tasks into weekly chunks for the first month. 
  • Tag tasks “critical,” “helpful,” or “later.” 
  • Name a human helper for each task (“If stuck, contact…”). 
  • Confirm completion via a simple dashboard. Send nudges sparingly. 

How Frontline helps: 

  • Central automates forms and workflows and supports role-based assignments. 
  • Status tracking gives HR and principals a single view of completion. 
  • Engagement monitoring (who is stuck, who is silent) flags early risks so leaders can intervene with support rather than continual prompting. 

This is where educator support systems begin to feel personal and where school leadership and retention link to daily practice. 

With logistics under control, move to what keeps teachers: mentorship, feedback, and culture. 

Interested in Professional Growth?

Frontline’s Professional Growth software brings professional learning, collaboration and evaluations together.

 

Phase 3: Induction & Integration into School Culture 

Tools: Frontline Professional Growth + Central 

What strong induction looks like. Comprehensive teacher induction programs (mentoring, coaching, and training) change outcomes. Datia K12 also found that schools building multi-mentor networks have cut new-teacher attrition nearly in half, and new teachers with well-trained mentors are about twice as likely to stay as those without mentorship. 

Clarity matters, too. The National Council on Teacher Quality shows that multi-day new-teacher orientations (culture, classroom management, and more) give novices a clearer sense of the role. If first-year teachers who don’t have clarity feel overwhelmed, tracking induction activities helps ensure no one “falls through the cracks.” 

Leadership playbook: 

  • Assign both a trained mentor and a content-area buddy. 
  • Schedule routine mentor meetings with a simple loop: Plan → Do → Check → Reflect. 
  • Set a growth plan with 2–3 goals aligned to district priorities. 
  • Track PD hours, observations, and coaching notes in one place. 

How Frontline helps (Phase 3): 

  • Professional Growth connects induction activities, professional learning, mentoring, coaching, and observations. 
  • Observation data flows into coaching plans so feedback becomes action. 
  • Induction tracking and engagement monitoring make progress visible and reveal who needs help — a core element of modern teacher retention strategies. 

With a year of deliberate induction, teachers seek growth — keep the momentum through Years 2 and 3. 

YOU MAY ENJOY THIS ON-DEMAND WEBINAR

Adapting Professional Learning in an Era of Teacher Shortages: Growing Certified vs. Non-Certified Staff, Mentoring Programs, and More!

Watch Now

Phase 4: Feedback, Development, and Retention at Scale 

Tool: Frontline Professional Growth 

Support cannot stop after Year 1. Many teachers hit a “second-year slump” if support fades. One Pennsylvania district assigns mentors for a full two years and closes with a capstone reflection at 24 months. Their onboarding lasts “from the minute the job is posted all the way to the end of the second year.” Consistent check-ins, coaching, and peer support raise the odds teachers stay and grow. 

When careers have room to grow (and when they do indeed grow), retention improves. 

Leadership playbook: 

  • Keep coaching cycles active through Year 3: plan → observe → feedback → reflect. 
  • Tie PD to classroom goals and avoid one-size-fits-all sessions. 
  • Recognize growth milestones publicly. 
  • Offer role pathways: mentor teacher, team lead, curriculum contributor. 

How Frontline helps (Phase 4): 

  • Longitudinal growth plans track goals and evidence across multiple years. 
  • Coaching documentation makes progress visible to teachers and leaders. 
  • Professional learning links to observed needs. 
  • Data-driven personalization recommends supports tied to each teacher’s goals — the practical heart of educator support systems. 
  • Collaborative video allows teachers to invite feedback and coaching on videos with time-stamped tags and comments. 
  • Professional Learning Communities provide sustained, job-embedded collaboration where educators share resources, exchange feedback, and track progress toward shared goals. 
  • Walkthroughs capture informal observations for feedback and coaching. 

Leadership’s Role in the Onboarding-to-Retention Journey 

Retention lives (and dies) with leadership. Teachers often cite a lack of administrative support as a top reason for leaving, and schools with supportive principals retain more teachers. In many cases, principal support outweighs workload in decisions to stay or leave. 

Behaviors that drive retention: 

  • Collaborative leadership. Principals who act as collaborators and facilitators tend to have lower attrition. Strong instructional leadership coupled with a trusting, collegial environment improves retention over time. 
  • Consistent, caring communication. Regular check-ins, quick help with resources, and visible interest in well-being increase commitment. 
  • Accountability with support, not surveillance. New teachers need feedback and structure — and trust. Build routines that surface needs quickly and respond with specific help.  

Frontline’s advantage for leaders: 

HR, principals, and instructional leaders can see where teachers thrive and where they struggle. Real-time insight enables timely, supportive intervention before small issues grow. That is where school leadership and retention meet practice. 

Example Pathway: A New Educator’s First Three Years 

Meet Jordan, a first-year middle school science teacher. Here’s what his experience looks like: 

Hiring & Pre-Boarding (Frontline Recruiting & Hiring) 

  • Jordan accepts the offer digitally and completes early forms online. 
  • The principal shares a welcome note and a short “How we teach science here” guide. 
  • Jordan meets a mentor who connects him with resources and answers questions on a brief video call. 

Onboarding Checklist + Cultural Welcome (Frontline Central) 

  • New teacher orientation tasks arrive in weekly batches: key forms, handbook highlights, technology setup. 
  • A dashboard shows progress; HR offers help when tasks stall. 

Mentorship + PD Alignment (Frontline Professional Growth) 

  • Jordan creates an Individual Action Plan aligned with inquiry labs. 
  • HR pairs Jordan with a mentor. Mentor meetings follow the Plan → Do → Check → Reflect loop. 
  • Jordan can align his Individual Action Plan with professional development activities offered in-person by his district, select online learning courses, or apply for workshops or events offered outside the district. 
  • Jordan is provided feedback to his Individual Action Plan by his principal, mentor, and peers through formal and informal observations. 

Year-2 and Year-3 Retention Supports (Frontline Professional Growth) 

  • After the first school year, Jordan completes a capstone reflection, and refines his goals for the next year. 
  • Jordan presents a lab-management mini-session to new hires. 
  • Coaching continues with fewer but deeper cycles. 

Outcome: Jordan meets goals, feels part of the team, and becomes a mentor in Year 4. That is what effective teacher induction programs look like inside modern educator support systems — and why they are central to teacher retention strategies. 

A Long-term Investment 

Onboarding is not a one-and-done task — it’s a long-term investment in culture, retention, and instructional quality. Comprehensive induction and support systems improve new-teacher retention, strengthen instructional quality, and even boost student learning outcomes. When districts guide educators from “hire to thrive” with connected, data-informed support, they build a resilient workforce and reduce turnover costs. It’s all in service of the end goal: confident veterans who mentor others and raise outcomes for students. 

See how districts track induction and monitor engagement in one place. Discover how Frontline Education helps districts build connected, data-informed support systems that guide educators from hire to thrive. 

Frontline Recruiting & Hiring
Frontline Central
Frontine Professional Growth

Ryan Estes

Ryan is a Senior Solution Marketer at Frontline Education who works closely with school district leaders across the country. Over the past decade in K–12 EdTech, he’s helped share the stories, strategies, and practical lessons districts use to improve staffing, compliance, and day-to-day operations. He’s especially interested in how thoughtful technology, including AI, can make everyday work in schools simpler and more sustainable.

#DearFuture: Harnessing AI to Elevate the Human Side of K-12 Education 

The future of K-12 isn’t somewhere far away. It’s taking shape right now in the choices we make, the challenges we take on, and the small, hard-earned wins that slowly add up to big change. Every school year brings its own mix of surprises and opportunities, and it’s the people leading our schools who keep it all moving forward. 

That’s why we’re launching #DearFuture — an open invitation for K-12 leaders to imagine what’s possible, share their hopes and ideas, and help shape the future of education together. 

Frontline’s AI Vision 

AI isn’t here to replace the human connection that defines great teaching and learning. It’s here to amplify it. 

Our vision for AI in K-12 education is simple yet powerful: 

Harnessing AI to elevate the human side of K-12 education — reducing complexity, revealing insights, and empowering the people behind every school day. 

  • Reduce complexity so educators and leaders can focus on what matters most. 
  • Reveal insights that help schools make better, faster, and more informed decisions. 
  • Empower the people behind every school day with tools that work seamlessly in the background. 

We’re committed to learning and leading alongside educators and district leaders — exploring, listening, and partnering so AI can become a trusted ally in the future of K-12 education. 

Be Part of the Future We’re Building Together 

  1. Write Your “Dear Future” Vision 
    What do you imagine for the future of AI in K-12? Use our interactive digital sticky-note to share your vision in a few short sentences — your hopes, your dreams, your ideas for how technology can serve students, schools, and communities. 
  2. Nominate Yourself for the K-12 AI Advisory Council 
    Help shape the future of AI in education. Our Advisory Council brings together forward-thinking K-12 leaders to explore opportunities, address challenges, and guide the responsible use of AI in schools. 

Ready to Join the Journey? 

Dear Future is about starting a conversation and imagining what’s possible together. It’s an open space for K-12 leaders, teachers, and staff to share ideas, explore new possibilities, and shape how technology can support the work that matters most. 

Dear Future is a love letter to what’s possible–and an invitation to help create it.

–The Frontline Education Team  

Dear Future, we’re ready

Frontline Education

Frontline Education provides school administration software partnering with over 12,000 K-12 organizations and millions of educators, administrators and support personnel in their efforts to develop the next generation of learners. With more than 15 years of experience serving the front line of education, Frontline Education is dedicated to providing actionable intelligence that enables informed decisions and drives engagement across school systems. Bringing together the best education software solutions into one unified platform, Frontline makes it possible to efficiently and effectively manage the administrative needs of the education community, including their recruiting and hiring, employee absences and attendance, professional growth and special education and interventions programs. Frontline Education corporate headquarters are in Malvern, Pennsylvania, with offices in Andover, Massachusetts, Rockville Centre, New York and Chicago, Illinois..

You Survived Back-to-School. Now Build Better Asset Management for Next Year.

Back-to-school season puts K–12 technology teams to the test. New student rosters. Device deployments. Repairs and returns. It’s a blur… and when it comes to education inventory management, if you’re relying on spreadsheets and goodwill to keep everything on track, things can get dicey. 

When you’re already stretched thin, chasing missing devices and fixing bad data takes time you can’t afford. But (and hopefully this won’t be a surprise) there’s a better way. 

Across the country, school districts are taking steps to build a stronger, year-round approach to asset management. They’re lowering burnout, reducing losses, and giving staff more breathing room, not just when students flock back to their buildings, but all year. 

Here’s how. 

Why Strong K-12 Inventory Management Systems Matter 

Manual tracking doesn’t scale. Like a server running Windows 95, it breaks under pressure (and back-to-school brings plenty). Technology staff in multiple districts told New York state auditors they “did not have time to conduct physical inventories” as workloads surged during the pandemic. And not much has changed. A 2024 national survey found K–12 IT leaders are still stretched thin by rising demands, without added resources. 

That workload crunch has real consequences. In some districts, tens of thousands of student devices have gone missing in a single year — amounting to over 10% of total inventory. Other audits have found even more severe gaps, with over 20% of devices unaccounted for in some cases. 

The cost of not knowing where your technology is extends beyond simply lost equipment. Districts risk wasting funds, misallocating resources, and over- or under-buying based on guesswork.  

When every dollar matters, it’s time for a better system. 

A Four-Part Framework for Smarter Asset Management 

1. Review & Debrief: Post-Mortem the Back-to-School Rush

The start of school is exhilarating — and yes, it can also be exhausting. But don’t move on too fast. Take time to ask: What worked? What didn’t? What surprised us? 

Postmortems help teams turn setbacks into progress. Experts see them as essential for learning and steady growth. By reflecting together after a project ends, teams can capture lessons while they’re fresh, share insights with others, and clear up any lingering frustration. One leadership blogger even urged schools to make postmortems a routine practice. These conversations help people understand what worked, what didn’t, and how to do better next time. 

Hold a structured debrief while memories are fresh. Capture what slowed you down and flag recurring issues. This will help you to find solutions before next year’s scramble begins. 

2. Consolidate and Clean Your Inventory Data

If your asset data lives in multiple places or includes outdated, incomplete entries, now is the time to clean house. 

Clean data isn’t just about knowing where your devices are — it’s the foundation of every strategic move your tech team will make. 

Many districts struggle with scattered or incomplete inventory records. Going back to that New York state audit, it found 15% of sampled IT assets were missing from official documentation, and thousands more lacked critical details like serial numbers, user assignments, or location info. Without trustworthy data, audits are painful, forecasting is guesswork, and requests for funding lack credibility. 

When your inventory data is clean, centralized, and consistently updated, you gain more than visibility — you gain leverage. You can: 

  • Accurately forecast refresh cycles and budget needs 
  • Build a stronger case for funding and grants 
  • Ensure your tech plan aligns with instructional goals and student needs 
  • Reduce staff time wasted hunting down devices or fixing spreadsheet errors 

Start by consolidating asset records into a single system. Standardize fields like serial number, assigned user, location, and purchase info. Eliminate duplicates and correct inconsistencies. Clean data won’t fix every problem, but it empowers every solution that comes next. 

ON-DEMAND WEBINAR

Is Dirty Data Keeping You from Conquering Your Physical Inventory?

How three school districts improved technology inventory accuracy and saved money by conducting physical asset audits that ensure reliable data, smoother audits, and smarter tech planning. 

Watch Now

3. Build Repeatable Processes

If every IT team member handles deployments their own way, you’re probably creating risk (to say nothing of time lost). 

Now is the time to document repeatable processes. Define how your team issues devices, logs repairs, tracks returns, and conducts audits. Spell out roles. Create templates. And make these steps visible to new team members. 

Consistency is your friend here. Documented processes reduce errors, help people know what they are responsible for, speed up training, and prevent knowledge loss when there is staff turnover. 

Your future self will thank you.

4. Motivate and Maintain Team Buy-In

Even the best systems fail if no one follows them, and that’s where culture comes in. 

People need recognition. And not just once a year. A national survey found that specific acknowledgment was the top way to boost morale in schools. The same holds true for technology teams. 

Some school IT departments gamify the work. If you’re interested in trying something similar, you could offer a prize for fastest audit completion, and celebrate milestones like lowest lost-device rate. Regardless, it helps to make wins visible across the district. 

You might think this is fluff, but that’s not the case. Organizations with strong recognition programs see 23% lower turnover than those without. When people feel seen and valued, they’re more likely to stick around, and more likely to keep the system working.  

Make K-12 Asset Management a Year-Round Practice 

If asset management only happens in August, you’re going to keep having August problems. 

District technology leaders need to make asset management routine. Schedule monthly spot checks and quarterly audits. Assign ownership for updates at each school. And most importantly, follow through. 

The difference is measurable. In the New York state audit, only the few districts with ongoing inventory procedures were able to locate 100% of their devices. The rest lost thousands of dollars’ worth of equipment due to missing or incomplete records. 

Make it part of your rhythm, not a one-time push. 

Reinforce Ongoing Improvement 

Lasting change doesn’t happen from a single effort. Just ask anyone who’s ever bought a gym membership on January 1. The real magic happens one incremental step at a time. 

Many districts face the same problems tracking assets year after year. Why? Because they treat inventory as a summer task instead of a cycle. IT leaders can break the cycle by setting the pace. Establish an annual debrief and a mid-year audit. Check progress. Adjust course and celebrate improvements. 

You’ll see fewer surprises, stronger audits, and your staff will be happier (higher retention!). Because when systems run smoothly, your team stays focused on what matters: supporting classrooms to make learning possible. 

Create Space for Strategic Work 

Most technology directors spend their days firefighting, juggling help desk tickets, password resets, and urgent fixes. But long-term impact comes from the projects you don’t have time for: upgrading infrastructure, piloting new tools, improving cybersecurity, and building systems that support classroom learning. 

A clean, consistent asset management practice doesn’t just reduce stress — it buys back time. It gives your team room to focus on what’s next, not simply what’s broken. With better data and smoother workflows, you can plan refresh cycles, anticipate funding needs, and pursue opportunities that make a difference for students and staff. 

Ready to Build Your Year-Round Asset Plan? 

  • Start small.
  • Start now.
  • Review what happened.
  • Clean your data.
  • Build your playbook.
  • Engage your team. 

Because a smoother back-to-school starts long before August. 

See how Frontline’s asset management solution can help.
Learn More

Ryan Estes

Ryan is a Senior Solution Marketer at Frontline Education who works closely with school district leaders across the country. Over the past decade in K–12 EdTech, he’s helped share the stories, strategies, and practical lessons districts use to improve staffing, compliance, and day-to-day operations. He’s especially interested in how thoughtful technology, including AI, can make everyday work in schools simpler and more sustainable.

U.S. Department of Education Releases Priorities for Integrating AI into Classrooms 

This article originally appeared on F3 Law’s Viewpoints. You can find it here. 

On July 22, 2025, the U.S. Department of Education released a Dear Colleague Letter detailing Secretary of Education Linda McMahon’s fourth priority for the U.S. Department of Education’s discretionary federal grants during her tenure: to improve outcomes for learners through the responsible integration of artificial intelligence (or, AI).   

This new priority augments the initial three supplemental grant priorities announced earlier this year: (1) evidence-based literacy, (2) expanding educational choice, and (3) returning education authority to the states (90 FR 21710, May 21, 2025).   

The Secretary proposes to use this new AI-focused priority in current discretionary grant programs and in any such federal grant programs that may be authorized in the future. The Secretary seeks to prioritize grant funding for the integration of AI into three key areas: instructional materials, high-impact tutoring, and career preparation and exploration. Specifically, the proposed priority outlines several areas of focus for future projects, including the following:  

  • Integrate AI literacy into teaching practices to improve student outcomes;  
  • Expand AI and computer science education in K-12 schools and higher education institutions;  
  • Support professional development for educators on teaching AI and computer science fundamentals;  
  • Encourage the offering of dual-enrollment course opportunities to earn post-secondary credentials and industry-recognized credentials in AI coursework;  
  • Build evidence of appropriate methods of integrating AI into education; 
  • Use AI to personalize learning and support differentiated instruction, such as for students with disabilities or students below grade level; and 
  • Promote efficiency in school operations by using AI to reduce time-intensive administrative tasks. 

Hear Gretchen Shipley, Partner at F3 Law break down the legal must-knows for AI in schools – from policy updates and data privacy to staying compliant with the latest federal mandates.  

Watch the Webinar

This new priority for the Department follows the April 23, 2025 presidential executive order,  Advancing Artificial Intelligence Education for American Youth, which established a national policy to promote AI literacy, and directed the Department of Education to integrate AI into grant programs, teacher training, apprenticeships, and K12 curricula to build an “AIready workforce.”  

The Department’s fourth priority, proposed by Secretary McMahon, with its related definitions, is now published in the Federal Register and is open for public comment at Regulations.gov until August 20, 2025, at 11:59 PM EST. 

What does it take to build a future-ready teaching force equipped for AI? 

Start with strategy-driven PD. Frontline Professional Growth helps districts lead the way – planning, tracking, and supporting learning that aligns with your goals. Already, 14,000+ educators in 500+ districts have used it to complete 700 AI-focused activities. 

Explore Professional Growth

F3 Law

F3 Law (Fagen Friedman & Fulfrost LLP) is a full-service education law firm dedicated exclusively to serving public and private educational institutions. With more than 100 attorneys, many of them former educators, superintendents, or in-house counsel, F3 Law provides expert legal guidance on special education, student data privacy, governance, litigation, and more. Known for its deep understanding of the education landscape and commitment to equity, the firm takes a proactive, sustainability-minded approach to helping schools and colleges navigate complex legal challenges and deliver high-quality education.

When the Signals Are There, But the System Isn’t: Rebuilding Retention by Connecting What Matters 

A New Inflection Point for K-12 Staffing 

After years of disruption, K-12 staffing is starting to stabilize. According to Frontline’s 2025 K-12 Lens Survey: 

  • 66% of district leaders report current staffing shortages (down from 81% the year prior) 
  • 46% say recruiting and hiring has become more difficult (down from 66%) 
  • 39% say retention has become harder (also down from 66%)  
  • The average teacher retention rate has climbed to 78%.   

While the trend is encouraging, it’s hardly a green light to relax.  

Instead, this is a moment to reassess.  

What’s working for teacher retention? Where are staff still stretched too thin? And how can districts create environments that not only attract new teachers but also retain their most experienced ones? 

HAND-PICKED CONTENT FOR YOU

Why Teacher Retention Should Be a Top Priority for K-12 HR Leaders

Read Now

The New Retention Challenge: No Raises, No Room for Error 

With tighter budgets limiting salary increases and incentives, districts face a pressing challenge: retaining educators without relying on financial levers. But this constraint can be a catalyst. When pay can’t be the differentiator, employee experience has to be.  

That means making teachers’ day-to-day working conditions a priority – scheduling, support, leadership, growth, and culture. The more meaningful the experience, the more likely teachers are to stay.   

Why Reducing Teacher Turnover Must Be a Systemwide Strategy 

Teacher turnover is a staffing disruption that affects everything from instructional quality to student relationships to team dynamics, and even long-term planning. Every resignation reflects a complex decision informed by unmet needs, often left unaddressed for too long. 

But it doesn’t have to be this way. Districts have the data to do something different. And it’s not just about big-picture trends. Subtle, granular signals often appear long before a resignation letter is written.  

Which Data Predicts Teacher Burnout? 

To understand and prevent turnover, districts must focus on the leading cause: burnout.  

Defined as a combination of emotional exhaustion, depersonalization, and reduced personal accomplishment (Maslach et al., 1996), burnout isn’t just a feeling. It’s a measurable risk factor. Teachers experiencing sustained burnout are significantly more likely to leave the profession.  

Research highlights three key drivers of teacher burnout:  

  1. Student Absenteeism
    A single student absence creates extra work and emotional strain for teachers, who must reteach content, adjust pacing, and provide added support. In today’s era of chronic absenteeism, these disruptions are frequent and compounding, resulting in heightened emotional exhaustion, a key component of burnout (Gottfried, 2019; Maslach et al., 2001; Attendance Works 2018; Garcia & Weiss, 2018).  
  2. Classroom Management and Student Behavior
    Managing disruptive behaviors is emotionally taxing and often erodes instructional time. Teachers may feel less effective and more stressed, undermining their motivation and sense of purpose (Skaalvik & Skaalvik, 2017; Aloe et al., 2014; Collie et al., 2012; Dicke et al., 2014; Chiu, 2010). 
  3. Student Academic Performance
    When students consistently underperform, teachers often internalize those results. Feelings of inadequacy and frustration, especially in high-stakes testing environments, can lead to burnout and attrition (von der Embse et al., 2016). 

DID YOU KNOW?

Frontline’s Teacher Retention Dashboard empowers school leaders to track burnout risk indicators – like student absenteeism, classroom disruptions, and student performance – at the teacher level, enabling earlier, targeted support.

Learn More

Spotting the Symptoms: Indicators of Teacher Disengagement 

Burnout builds slowly, but its symptoms are often visible. Beyond predictive drivers, there are early signs that suggest a teacher may already be disengaged:  

  1. Teacher Absenteeism
    Frequent absences may indicate school avoidance linked to burnout. When a teacher’s leave time exceeds the average, it’s time for a check-in.  
  2. Incomplete Professional Development
    When PD modules remain unfinished well past due dates, it can signal disengagement. Teachers who aren’t participating in growth opportunities may be losing connection to their role or the district’s mission.  
  3. Teacher Coverage Load
    When teachers are repeatedly asked to give up planning periods or breaks to cover for colleagues, resentment and fatigue can grow. It sends a message that their time and needs are secondary, fueling disengagement.  

Data Isn’t Just Insight – It’s Strategy 

Most districts already collect data on engagement, PD completion, leave patterns, and more. The challenge is integration. When these signals remain siloed, their value is lost. 

Districts with the most successful retention strategies:   

  • Use predictive analytics to flag burnout risk, drawing from student attendance, behavior, and academic performance data.  
  • Monitor lagging indicators, such as teacher absences and incomplete PD, to identify early signs of disengagement. 
  • Connect support to the data, offering mentoring, coaching, or targeted PD based on teacher-level trends.  
  • Respond in real time before burnout escalates, rather than relying solely on exit interviews.  

From Signals to Solutions: How Frontline Helps Districts Act on Burnout Risk  

The signs of burnout are often subtle, but when districts can connect the dots early, they have a real opportunity to intervene with support that matters. That’s where tools like Frontline Professional Growth, Absence Management, and Analytics come in. 

Designed specifically for schools, these solutions help leaders bring together the data and supports teachers need to stay engaged and thrive. Instead of reacting to attrition after the fact, districts can build proactive, personalized strategies that prioritize retention from every angle.  

With Frontline’s solutions, districts can: 

  • Disaggregate student data by teacher to identify staff at higher risk of burnout and attrition  
  • Tailor professional learning to individual needs so teachers at higher risk of burnout receive the support that’s most relevant.  
  • Create custom learning paths that reflect school priorities and teacher goals, keeping development connected to what’s happening in classrooms. 
  • Track coaching and development over time, ensuring that support isn’t just offered – but followed through. 
  • Monitor absences and leave patterns, helping leaders check in on staff who may be showing signs of burnout or school avoidance. 
  • Track coverage loads across staff, so no one teacher is routinely asked to give up planning time, preserving prep time and signaling that every teacher’s time matters. 
  • Simplify PD tracking and compliance, freeing up time for growth, not paperwork.  

Together, these tools help district leaders see what’s happening and act on it. That’s how retention becomes a systemwide effort, not a last-minute scramble. 

Ready to build a smarter retention strategy? 

Start turning insights into action. See how Frontline helps districts support, develop, and retain the educators who matter most.  

Explore Frontline Professional Growth

Ellen Agnello

Ellen is a graduate assistant at the University of Connecticut. She is a former high school English language arts teacher and holds a Master’s Degree in literacy education. She is working on a dissertation toward a Ph.D. in Educational Curriculum and Instruction.

Quiz: Is Your District Building Real Teacher Confidence?

Teacher confidence matters. A lot. 

It shapes how teachers perform, how students engage, and whether great educators stay…or burn out. 

But confidence doesn’t just appear. It takes trust, support, and a system that actually helps people grow…not just “tick boxes”. 

So, here’s the real question: 

Is your district truly set up to build and support teacher confidence? 

Take this quick quiz to find out where you’re strong, where there’s room to grow, and what you can do next. 

Why Teacher Confidence Matters — and How Your District Can Strengthen It 

Confidence doesn’t always show up in a spreadsheet — but you feel it in the classroom. 

When teachers feel confident, they try new strategies, connect more with students, and are more likely to stay. 

Here’s why it matters: 

  • Teacher confidence supports retention: confident educators are more likely to grow and stay in the profession. 
  • It drives better instruction and student engagement: when teachers feel prepared, students benefit. 
  • It makes professional learning more meaningful: growth sticks when it’s tied to real goals and feedback. 

Frontline Professional Growth helps make it all possible — by connecting evaluations, goals, and development in one place. 

Want to learn more about Frontline Professional Growth?
You Can Do That Here

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.