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Evaluating Non-Certified Staff: The Key to a Stronger Support System 

You’ve likely already got a solid teacher evaluation system in place—but what about the rest of your team? Paraprofessionals, administrative assistants, custodians, and support staff are the backbone of your district’s daily operations. Yet, they’re often overlooked when it comes to feedback and professional growth opportunities. So how can you ensure that they feel valued and aligned with your district’s goals? 

Implementing a consistent, research-based evaluation system for non-certified staff isn’t just a formality—it’s a way to boost job satisfaction, elevate performance, and ensure your team is working toward shared district goals. Ultimately, evaluating your non-certified staff goes beyond checking boxes—it’s about building a culture of growth and support, where every team member thrives. 

With human capital management taking center stage in K-12, there’s no better time to reflect on how your entire support system—certified and non-certified staff—can work together to strengthen your school community. 

“Supporting all staff—certified and non-certified—is key to building a thriving school community. Learn how evaluations can boost engagement and growth. #K12 #Education #HumanCapital”

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Why Evaluating Non-Certified Staff in K-12 is Essential 

In many schools, evaluations primarily focus on certified teaching staff. But non-certified staff are just as vital to creating a thriving learning environment—and evaluating them is a powerful way to increase engagement and build your district brand. 

Here are four key reasons why evaluating non-certified staff can make a real difference: 

  1. Clarifying Roles and Expectations 
    A formal evaluation process helps non-certified employees clearly understand what’s expected of them. It also highlights how their roles contribute to the success of the school and the students they support every day. 
  1. Driving Growth with Actionable Feedback 
    Regular, meaningful feedback allows non-certified staff to grow in their roles. With clear, actionable insights, they can make improvements that align their work with district priorities and continue to develop professionally. 
  1. Boosting Engagement and Job Satisfaction 
    Recognizing and valuing the contributions of non-certified staff through evaluations helps keep them engaged and motivated. When employees feel supported and appreciated, they’re more likely to stay committed, reducing turnover and creating a more stable workforce. 
  1. Fostering a Culture of Continuous Improvement 
    When both certified and non-certified staff are part of a comprehensive evaluation system, it builds a culture where growth and improvement are part of the everyday experience. This approach strengthens school operations and helps ensure every staff member is contributing to the district’s success. 

Hand-picked content for you:

[Webinar] Building a Strong(er) Evaluation System for Your Entire Staff.

Watch On-Demand

The Importance of Comprehensive K-12 Staff Evaluation Systems 

A well-designed K-12 staff evaluation system—covering both certified and non-certified staff—fosters consistency, accountability, and growth across the district. Such systems ensure that every employee receives meaningful feedback and professional development opportunities, contributing to a stronger, more resilient workforce aligned with district goals. 

To ensure evaluations are effective, districts should focus on: 

  • Transparent: Clear standards and criteria help all staff understand how they’re evaluated. 
  • Consistent: Fair, uniform evaluations build trust and ensure that all employees are assessed equally. 
  • Actionable: Evaluations should provide clear steps for growth, helping staff develop professionally and contribute more effectively to the district’s success. 

Hand-picked content for you:

[Case Study] Greater Transparency in Teacher Evaluations at Marshall Public Schools.

Read Now

How Employee Evaluation Systems Support Non-Certified Staff 

For districts looking to implement a consistent, research-driven evaluation process, a comprehensive solution that supports all staff—from certified teachers to non-certified employees—can make a significant impact. By adopting a centralized, growth-focused evaluation system, districts can create alignment across roles, ensuring that every employee, regardless of their role, receives meaningful feedback and professional growth opportunities. 

Key features of such evaluation systems include: 

  • Growth-Focused Evaluations for All Staff 
    A robust evaluation system supports all district employees—teachers, administrators, counselors, and non-certified staff—allowing for performance reviews tailored to each role. This inclusive approach helps ensure that every member of the team is working toward district goals. 
  • Collaborative Feedback 
    Encouraging collaboration between evaluators and staff creates an ongoing dialogue focused on growth. Again, feedback isn’t just a formality; it becomes part of the process for improvement, ensuring staff feel supported and engaged. 
  • Data-Driven Insights 
    By moving away from inefficient spreadsheets and using a centralized platform, districts can access customized dashboards and reports that provide real-time insights. Leaders can use these insights to make informed decisions that shape the future direction of the district. 
  • Alignment with District Rubrics 
    Comprehensive evaluation systems allow flexibility in applying district-specific rubrics. This ensures evaluations are aligned with local performance standards, highlighting areas of strength and opportunities for development. 
  • Streamlined Process Management 
    Centralized platforms offer an overview of the entire evaluation process, from observation to reporting, allowing administrators to oversee progress and stay on top of action items efficiently.  

These features help districts not only conduct evaluations more effectively but also foster a culture of continuous growth, collaboration, and accountability. By leveraging evaluation data, schools can ensure every staff member is contributing to student success and aligned with district goals. 

Hand-picked content for you:

[Webinar] Growing Certified vs. Non-Certified Staff, Mentoring Programs, and More!

Watch On-Demand

Ready to get started with a comprehensive evaluation system for all your staff?  

Learn more about Frontline Employee Evaluation Management here. We partner with leaders in teacher development like Charlotte Danielson and James Stronge to support effective teacher evaluations for better student outcomes. 

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.

Device Loss in Schools: How Big of a Deal Is It? 

Now that 90% of school districts in the U.S. provide 1:1 devices for every middle and high school student (nearly as many do the same for elementary students), the financial investment in that technology is substantial. 

Beyond the costs of replacing aging technology, many school districts are increasingly concerned about asset loss: devices being damaged or going missing outright. Frontline recently polled 26 school business and technology leaders about their views on asset loss in their districts, and what concerns them the most. 

Respondents represented districts across 14 states, covering a mix of rural, suburban, and urban areas, and ranged in size from fewer than 600 students to over 10,000. 

Here are some of the most interesting findings: 

Concerns About Asset Loss 

When asked about the risk of losing student-issued devices like laptops and tablets, only 5 respondents indicated low or no concern. More than half said they were “Very Concerned” or “Extremely Concerned.” 

How concerned are you about the loss of devices issued to students in your district?

Device loss among staff members seems to be less of an issue, though still noteworthy: nine respondents said they were “Moderately Concerned” (5), “Very Concerned” (2), or “Extremely Concerned” (2) about losing devices issued to staff. 

What contributes most to that asset loss? Overwhelmingly, respondents said “Damage,” with only a handful pointing to theft or device misplacement as their primary cause of loss. 

Just how much device loss a district experiences varies, and the financial impact can be significant. More than half of respondents reported annual loss rates of 6% or more. 

For devices (laptops, Chromebook, tablets) that are checked out to students and staff,
what are the typical loss/damage rates per academic year?

That’s no small thing. For a district with 2,000 students and a 1:1 program in which each student is issued a Chromebook (at $300 per device), a 6% rate of loss would cost the district $36,000. Even that is a conservative estimate: many Chromebooks cost more than $300, and a substantial percentage of districts reported loss rates of more than 10%. 

Reducing Device Loss 

The fear of losing or having to replace expensive devices certainly has many district officials thinking about better ways to safeguard those assets. 

This begins with physical inventory audits, which are crucial for giving school districts an accurate picture of the assets assigned to people in each school building and the confidence that their records are correct. Additionally, districts that have purchased technology using certain federal funding sources will have to demonstrate those devices are being used in certain ways. For example, a district that used ESSER funds to purchase special education technology must ensure those devices are used to directly support students with disabilities. In the event of a federal audit, non-compliance could result in financial penalties. 

All respondents said their school districts conduct physical inventory audits, at least from time to time. The vast majority (18) said they conduct them annually, though six noted that physical inventory audits are done “Rarely (less frequently than every three years).” 

How frequently does your district conduct physical inventory audits?

Fees, Fines, and Consequences 

Consequences for asset loss vary. Some respondents indicated that discretion is applied based on factors such as the number of devices someone has lost or damaged and whether the damage was intentional. Most districts, however, take action of some kind: issuing fines or replacement fees was the most common response, followed by disciplinary measures or additional training on device care. Interestingly, seven respondents said their district takes no action in response to asset loss, though it is unclear whether this is a deliberate policy or a reflection of insufficient asset tracking capabilities. 

What are the consequences for students responsible for asset loss in your district?

Use of Asset Management Software 

Managing hundreds or thousands (or hundreds of thousands) of assets is no simple task. While some districts may still be tracking assets using paper records or spreadsheets, the majority (20 out of 26) said they use some form of asset management system. It’s unclear if these are systems purpose-built for K-12, like Frontline’s Asset Management, or whether districts are using something else. Some may try to make do with their library system or even their ERP software, which is unlikely to provide the kind of campus-level visibility that school districts need. Nevertheless, it is encouraging to see that so many districts recognize the need for such systems to track assets. 

Case Study:

How Norfolk Public Schools Streamlined Asset Tracking and Reduced Losses.
Wyatt Binkley, Networking & Engineering Services Administrator, explains how Frontline’s Asset Management helps his department track devices, enforce accountability, and plan and budget for the future. 

Read Now

These systems are used for more than just laptops and Chromebooks. Respondents indicated they also track tablets, projectors and interactive whiteboards. Some also track musical instruments, sporting equipment, and special ed assistive equipment. 

What types of assets does your district track with asset management software?

From the use of asset management software to the implementation of regular audits and the establishment of clear policies, there are many strategies that districts can use to better manage their assets. 

Asset management is an ongoing process that requires the cooperation of district staff, students, and parents. By fostering a culture of responsibility, investing in the right tools, and ensuring proper training, districts can minimize asset loss and maximize the value of their technology investments. Ultimately, this helps create a more effective learning environment, where technology can have the greatest impact without the constant worry of loss or damage. 

Would you like to see how Frontline can help you improve your inventory processes and reduce asset loss? 
Schedule a Consultation

Ryan Estes

Ryan is a Customer Marketing Manager for the global award-winning Content Team at Frontline Education. He spends his time writing, podcasting, and talking to leaders in K-12 education.

Exploring Different Payment Models for Medicaid Billing Vendors in K-12

Medicaid’s implications for your school’s bottom line make it one of the most consequential programs for K-12. It’s also a funding source that many schools are not fully tapping into. That’s why having support from a Medicaid billing vendor can make such a big difference for schools. And with so many different vendors to choose from, schools are faced with decisions that feel just as consequential as the Medicaid programs themselves.
 
One of the first differences you’ll encounter as you begin to research Medicaid vendors is the way they bill your district for the software. And that’s exactly what we’ll be discussing today.

Hand-picked content for you:

Vendor Transparency: Is It Time for a Change?

Take The Quiz

Traditional Software as a Service (SaaS) Billing

In traditional SaaS billing, your Medicaid billing vendor will bill you on an annual basis as well as bill for initial implementation of the software as a one-time cost. Larger districts often benefit most from this payment model.
 
The Pro’s: This payment model provides an up front, reliable cost that allows your finance department to incorporate in long-term planning. Additionally, if your district’s reimbursements increase, you won’t be expected to pay your vendor more. Instead, you’ll get to keep that entire reimbursement.
 
The Con’s: The upfront cost for this style of service may be larger at first.
 

Contingency Fee-Based Billing

Another option is one in which your vendor bills your district based on your reimbursement amount. It’s likely that there is still an implementation cost associated with this option.
 
The Pro’s: This model can have a smaller up-front cost. As long as you have a strong relationship with your chosen vendor, this format can be mutually beneficial for your district and your vendor: as you receive a higher reimbursement, your vendor will also make more. And if your district historically hasn’t received a lot of revenue from reimbursements, you’ll pay your vendor less.  
 
The Con’s: The actual payment amount that your vendor bills you on can be harder to plan for, which can be harder for your finance department. Also, this option requires a high level of trust between you and your chosen vendor. Since your vendor only makes money based on what is billed to Medicaid, there is a chance that they will bill Medicaid for services that don’t actually qualify.
 
The Centers for Medicare and Medicaid Services released a comprehensive guide to claims, and page 72 of the guide discusses contingency fee-based billing in some detail.
 

Your Choice, Your Reimbursement

Regardless of your choice in Medicaid billing vendor and how they bill you for the software, you should have visibility into your claims, and there should be transparency around what happens to your claims. If you’re unsure about how transparent your current vendor is, you might enjoy this quiz.
 
Beyond billing, you should be able to turn to your vendor for support with your cost report, and you should be able to feel confident that your claims will withstand a potential audit.
 
Frontline is here to help you maximize your reimbursement and ensure that every claim can withstand an audit.

See it in action here

Elise Ozarowski

Elise is a writer and member of the award-winning content team at Frontline Education. A former member of Frontline’s events team, she is passionate about making connections, whether that be in person at events, online via social media or directly in her writing.

The 5 Scariest HR Nightmares in K-12 (and How to Avoid Them) 

As Halloween approaches, it’s not just ghosts and goblins that can send shivers down your spine. For K-12 HR professionals, there are real-life nightmares lurking in the shadows—ones that can haunt your workday if you’re not prepared.  

Let’s dive into the five scariest HR nightmares in K-12 education and, more importantly, how to avoid them! 

1. The Phantom of Paper Applications 

Let’s face it, in a world where nearly everything has gone digital, paper applications often feel like ghosts from the past (and not the friendly ones like Casper). They linger in your HR office, slowing down hiring processes, piling up paperwork, and creating unnecessary bottlenecks. Each misplaced form or delayed response adds days or even weeks to your hiring timeline, leaving key positions unfilled and increasing the burden on your existing staff. 

How to Avoid It: Don’t let this phantom linger in your office. Digital tools like Frontline’s Recruiting & Hiring can streamline your hiring process, automating tasks such as posting jobs, tracking applicants, and scheduling interviews. By going digital, you’ll speed up recruitment and ensure that paperwork doesn’t stand in the way of getting great candidates into classrooms quickly. 

“It made the hiring process way more efficient.
It can be done in minutes, literally.”

— Jill Britt, Director of Human Resources, Franklin Township

2. The Haunting of Compliance Deadlines 

Staying compliant with state and federal regulations can feel like a never-ending nightmare. Tracking certifications, background checks, and training deadlines is crucial but overwhelming, especially when done manually. Miss a deadline, and you’re faced with costly penalties or even legal action. 

How to Avoid It: Stop the hauntings by using automated compliance tracking tools. With Frontline’s solutions, you can easily monitor key compliance requirements, ensuring that nothing slips through the cracks. Automated alerts and dashboards keep you updated, so you can rest easy knowing compliance is always under control. 

Hand-picked content for you:

How to Support Compliance with The Complete View of Employee Absence and Time.

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3. The Ghost of Unfilled Positions 

In today’s competitive job market, recruiting and retaining staff has become one of the most challenging—and spooky—tasks for K-12 HR. Unfilled positions lead to increased workloads, stressed staff, and potential burnout. The longer positions remain vacant, the more challenging it becomes to deliver quality education to students. 

How to Avoid It: To banish this ghost, focus on recruiting and retaining top talent by highlighting your district’s benefits, culture, and mission. Tools like K12JobSpot can help you connect with qualified candidates faster and provide the insights you need to refine your recruitment strategies. Proactively managing retention with professional development opportunities also helps to keep your staff engaged and less likely to leave. 

“The number of applicants increased typically by 25% than in years past, including hard-to-fill teaching positions.”

— Chris Sadler, Director of Human Resources, Sun Prairie Area School District

4. The Curse of Manual Data Entry 

If you’re manually entering data into spreadsheets and managing mountains of paperwork, you might be familiar with the “curse” of inefficiency. Manual processes are prone to errors and eat up valuable time that could be spent on more strategic initiatives. 

How to Avoid It: Break the curse with automation! By automating tasks like attendance tracking, payroll management, and data entry, you’ll save time and reduce the risk of errors. Automation frees up your team’s time to focus on what matters most: supporting students and staff. 

“It was all paper driven. I have six buildings, and literally a piece of paper would go from one building to the next building by courier. It was a nightmare.”

— Christie VanWey, Business Manager, Marion ISD

5. The Monster of Inefficiency 

Managing multiple, disparate HR systems is like taming a monster with one-too-many arms. Each system requires separate logins, updates, and data entry, leading to inefficiency and frustration. The more systems you juggle, the more time you waste on low-value tasks. 

How to Avoid It: Tame the monster by consolidating your HR processes into a single, unified platform. Frontline’s Human Capital Management (HCM) suite was designed with educators in mind and has everything your K -12 district needs to keep your people connected, compliant, and growing. With everything in one place, you’ll streamline operations, improve data accuracy, and free up time to focus on supporting your district’s goals. 

“There are systems that will work and do things, but when I talk to the people at Frontline, we talk people and what is going to make things most efficient for us and for our employees.”

— Sue Keffer, CHRO, Fredericksburg City Schools 

K-12 HR doesn’t have to be filled with spooky nightmares. By leveraging digital tools and automation, you can eliminate inefficiencies, stay compliant, and build a more effective HR strategy.  

Ready to banish your HR nightmares? Explore how Frontline’s Human Capital Management suite can help you face your fears and succeed. 

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.

Join Frontline Education at AASPA 2024

Every district’s journey to attract, engage, and retain top educators is unique. At Frontline, we’re here to walk alongside you, supporting your district’s unique needs with the right tools to streamline processes, improve retention, and empower continuous educator growth.  

This October, join us at AASPA 2024 in Seattle for an unforgettable event filled with learning, networking, and innovation. 

Come See Us at Booth 415!

How to Connect with Us at AASPA 2024 

You’ll find us at Booth #415, where we’ll explore all the ways we can build our journey together:  

  • Recruit and onboard top educators: Discover the tools to attract and hire the best talent in K-12. 
  • Retain educators: Learn how to support and retain your employees. 
  • Streamline HR processes: Explore advanced forms and workflows designed for K-12. 
  • Blended learning for educator growth: Implement blended learning initiatives to foster continuous professional development. 
  • Employee time tracking: Get a comprehensive view of your employees’ time, all in one place. 
Reserve your time to chat with a Frontliner here!
Ask an Expert

Special Events You Won’t Want to Miss 

We’re excited to meet you in Seattle and have a few special events planned throughout the conference: 

Ask an Expert 

Have burning questions? We’ve got answers! Meet with our Frontline experts to get personalized advice tailored to your district’s needs. Whether you’re interested in chatting about our products our want to explore innovative strategies, we’ve got your back. 

Session: Driving HR Excellence

Date: Wednesday, October 16 

Time: 3:30 – 4:30 PM 

Best Practices Session:

“Driving HR Excellence” 

Join us for an insightful session where Superintendent Dr. Isaacson will share cutting-edge strategies for attracting, onboarding, and retaining talent.  

Dr. Isaacson, Superintendent, Hillsboro R-3 School District

Collin Osburn, Solutions Director, Frontline Education

Mitchell Welch, Solutions Director, Frontline Education

Susan Walters, Solutions Director, Frontline Education

Event: DE&I/EmpowerED Reception

Date: Thursday, October 17 

Time: 7:00 – 10:00 PM 

DE&I/EmpowerED Reception  

Celebrate and network with peers at the DE&I/EmpowerED Reception, which we are proudly sponsoring! Enjoy an evening of great conversation and community building. 

Location: Palisade Restaurant (Transportation provided)

Event: Frontline Flex Pay 2nd Birthday

Date: Thursday, October 17 

Location: Booth 415  

Frontline Flex Pay 2nd Birthday Party   

Stop by Booth #415 to celebrate the 2nd birthday of Frontline FlexPay and pick up some goodies!

What is Flex Pay? Flex Pay provides district employees the freedom to access a portion of their earned but not yet paid wages anytime, enhancing their overall well-being and focus on their passion: education.  

Explore Seattle 

While you’re in town for AASPA 2024, take some time to enjoy the sights and sounds of Seattle. Here are a few fun things to do while you’re there: 

  1. Pike Place Market – One of Seattle’s most iconic destinations, Pike Place Market is home to fresh seafood, artisan goods, and local crafts. Don’t miss the flying fish! 
  2. Space Needle – Experience breathtaking views of the city and beyond from this famous landmark. Perfect for a quick visit between sessions. 
  3. Chihuly Garden and Glass – Explore stunning glass sculptures and immersive art at this one-of-a-kind museum. 
  4. Seattle Waterfront – Take a leisurely stroll along the waterfront and enjoy the sights, or hop on a ferry for a scenic ride. 
  5. Museum of Pop Culture (MoPOP) – Dive into exhibits showcasing music, film, video games, and more. A must for fans of pop culture and innovation! 

We can’t wait to connect with you in Seattle. Whether you’re attending one of our sessions, joining us for a celebration, or simply stopping by Booth #415, we’re looking forward to building the next step in your HR journey together. See you at AASPA 2024! 

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.

The Hidden Costs of Silence: How Financial Transparency Can Help Districts Save More 

In the world of K-12 finance, silence can be costly. With tightening budgets and growing demands, clear communication is more essential than ever. As educator union negotiations grow tenser and more costly, addressing teacher satisfaction isn’t just about boosting morale—it’s a strategic financial decision. The recent rise in K-12 labor actions underscores the urgent need for proactive engagement and transparent financial dialogue. 

The Opportunity in Negotiations 

In 2024, K-12 districts have seen a notable number of labor actions, revealing key areas where district leadership and staff can align:  

  • Actions varied from single-day demonstrations to 17-day strikes.  
  • Core issues included compensation, staffing, working conditions, and work-life balance. 

These events are more than temporary disruptions; they reflect systemic challenges and opportunities for districts to engage in collaborative problem-solving. Over the past 16 years, K-12 labor actions have affected 11.5 million students and led to 3,403 canceled school days. The data below offers a closer look at the specific labor actions that have taken place this year, sourced from the University of Illinois Urbana-Champaign’s School of Labor & Employment Relations.  

Labor Action Tracker – Teacher Strikes in the United States in 2024 

Details of Selected K-12 Labor Actions in 2024 

Location # of Participants Duration Worker Demands 
Newport, RI 150 1 dayAvoid reorganization of specialized instructors, avoid budget cuts 
Houston, TX 3001 dayStaffing 
Durham, NC 171 dayPay, school funding 
Madison, WI Not Reported1 dayPay, staffing 
Port Angeles, WA 3527 dayPay
Urbana, IL 501 dayHealth and safety 
Flint, MI 1191 dayPay, staffing 
Newton, MA 1,90017 daysPay, staffing, hire more social workers, increase parental leave 

Financial Implications for School Business Officers 

For school business officers, the financial impact of labor actions extends far beyond immediate negotiations. A study of over 500 teacher strikes from 2007 to 2019 found that affected districts saw an average increase of $670 in per-pupil spending within three years—a 6% rise compared to typical expenditures. This increase often reflects improved salaries and benefits, but the financial repercussions don’t end there. Strikes can drive significant shifts in district budgets, from immediate operational costs of closures to long-term spending driven by new contracts. 

Moreover, these disruptions often amplify education funding as a critical issue in local and state politics, affecting districts beyond those directly involved. In 2019, at least 36 governors identified school finance as a top priority in their State of the State addresses, underscoring the broader financial and political ripple effects of labor actions.  

Strategies that Leverage Transparency to Build Trust 

Financial transparency is a powerful strategy for mitigating the financial risks associated with labor actions. By clearly sharing how budgets are allocated—especially regarding salaries, benefits, and staffing—districts can foster trust, reduce misunderstandings, and address potential conflicts before they escalate. School business officers can use various strategies to make financial data more accessible and understandable:  

Provide Comparative Context 

  1. Pay Transparency 
  • Share how your district’s pay scales compare to peer districts. 
  • Use clear visualizations to show where your salaries fall within the range of similar districts. 

Example: “Our starting teacher salary is $52,000, which is 3% above the median for districts of similar size and cost of living in our state. This puts us in the top quartile for teacher compensation in our region.”  

  1. Staffing Ratios 
  • Compare your full-time equivalent (FTE) to student ratios with similar districts. 
  • Break down staffing by category (teachers, support staff, administrators) to provide a comprehensive view. 

Example: “Our current student-to-teacher ratio is 18:1, allowing us to  maintain competitive salaries while keeping class sizes smaller than the state average of 22:1.”   

Break Down Operating Expenditures 

Provide a clear infographic showing your district’s total operating cost and the proportion of spending on: 

  • Staff salaries and benefits 
  • Utilities, building maintenance, and security 
  • Student transportation 
  • Extracurricular activities 
  • Curriculum and training 
  • Supplies and aides 
  • Library 
  • Administration 

Highlight how much goes directly to personnel costs. 

Example: “70% of our budget is allocated to staff salaries and benefits. This is a 5% increase from five years ago, reflecting our commitment to prioritizing competitive compensation for educators.”    

  • Create a multi-year chart showing budget increases over time. 
  • Compare your district’s salary growth to peer districts and state averages. 
  • Highlight factors that have influenced salary and personnel changes, such as cost of living adjustments, enrollment, or state funding shifts.   

Example: “Over the past five years, our average teacher salary has increased by 15%, outpacing both inflation (10%) and the state average increase for teacher salaries (12%). 

Sharing their district’s financial story:

Lake Zurich Community Unit School District 95 uses Frontline Analytics to quickly and easily share financial data with their community to increase transparency and support. 

Read Now

Present Financial Forecast Scenarios  

  • Develop and share multiple budget scenarios based on various factors including enrollment projections, potential changes in state funding, and proposed salary increases. 
  • Publish interactive dashboards on your district’s internal website, allowing staff to explore different scenarios. 

Example: “If enrollment increases by 3% and state funding grows as projected, we could potentially offer a 4% salary increase next year. However, if enrollment remains flat, we may be limited to a 2% increase to maintain our current staffing levels.” 

Engage in Regular, Proactive Communication 

  • Schedule regular salary and benefits updates throughout the year, not just during contract negotiations. 
  • Use multiple channels: website, email newsletters, staff meetings, and union communications. 
  • Create a “Compensation FAQ” section on your district’s internal website to address common questions. 

Example: Host quarterly “Compensation Conversations” where finance leaders and HR representatives explain current salary structures, future projections, and answer staff questions. 

Educate on the Budgeting Process 

  • Offer workshops or webinars to explain how school budgets work, with a focus on salary determinations. 
  • Create infographics or short videos that break down complex financial concepts related to compensation. 
  • Involve staff representatives in budget advisory committees to build understanding and buy-in. 

Example: Develop a “Salary Structure Explained” course for all staff, helping them understand how steps, lanes, and other factors influence their compensation over time. 

Embracing Transparency for Financial Stability 

In today’s environment, where prolonged negotiations and labor disruptions can greatly affect both educational outcomes and district finances, transparent financial communication is more critical than ever. By adopting the strategies outlined above, K-12 finance leaders can build trust, provide context for financial decisions, potentially mitigate the risk of labor disruptions, and foster a culture of openness and collaborative problem-solving. 

However, it’s important to acknowledge that preparing all the data we’ve outlined is no small task, especially for K-12 business officials who are often managing complex financial data using spreadsheets. The process can be time-consuming, prone to errors, and challenging to update regularly. But it doesn’t have to be this way. 

Frontline Analytics is Designed to Help District Leaders Communicate About Finances Transparently 

Our business analytics tools significantly streamline this process, helping districts: 

  • Automate data collection and analysis 
  • Create interactive visuals and dashboards for easy visualization 
  • Generate real-time reports for stakeholders 
  • Provide scenario modeling capabilities for budget forecasting 

By leveraging these tools, K-12 finance leaders can save time, reduce errors, and focus more on strategic financial planning and communication rather than data management. 

Ultimately, the investment in both transparent communication practices and the tools to support them can lead to more stable labor relations, better financial outcomes, and a stronger focus on what matters most: providing quality education to students. As we navigate the complex landscape of K-12 finance, let’s remember that transparency isn’t just about sharing numbers—it’s about telling the story of our district’s financial health in a way that engages and informs all stakeholders. With the right approach and tools, we can turn financial transparency from a challenge into an opportunity for building trust and collaboration within our educational communities. 

Discover Frontline Analytics today
Learn More

Ellen Agnello

Ellen Agnello is a former teacher, educational researcher, and university instructor in teacher preparation. She critically examines key issues impacting K-12 teachers and administrators. Through a research-driven lens, she explores and writes about the evolving challenges in education, offering insights to help both educators and school leaders thrive.

Front & Center: Michell McNeill 

Michell McNeill is the District Media Specialist for Harnett County Schools in North Carolina. Her mission? To use her extensive knowledge to elevate the media program and enhance educational experiences for students across the district. 

We’re excited to feature Michell for our “Front & Center” Q&A series, in which we shine the spotlight on school administration superstars. 

Michell specializes in integrating technology and advancing digital literacy. As an ISTE Certified Educator and a Google Level 1 Certified Educator, she brings a wealth of expertise and commitment to fostering a forward-thinking learning environment. She also handles the behind-the-scenes aspects of the district’s libraries and oversees inventory management for technology and other assets throughout the district. 

Michell says she’d love to be a professional travel blogger (“I may have missed my calling — I love to travel, but don’t get to do enough of it”) and is the published author of a children’s book: The Pawsome Adventures of Duramax the Rescue Pup. 

What does a district media specialist do? 

I do all the behind-the-scenes stuff for the libraries in our district. We have 28-ish schools with libraries. I handle all the professional development and trainings, and I also manage the databases for inventory for the district: books, patrons, devices. 

We have around 20,000 students, approximately 55,000 devices like laptops, desktops, Chromebooks, iPads, Apple TVs — those are the biggest part of our inventory that we manage using Asset Management. 

What was your first job in education? How did you get to your current role? Where did you begin, and how did you wind up where you are now? 

I like to take the long road. I started out as a teaching assistant, then left education. My bachelor’s degree is in accounting, so I came back as a career and technical education teacher. I taught accounting, multimedia, web design, business law, sports marketing — lots of fun, business-related classes. 

One day, a friend of mine posted that they had a library position open at their school. That has always interested me, and I absolutely love books. So, I applied and ended up as a school librarian. From there, I became the district librarian. 

Looking back to the beginning of your career, if you could speak to young Michell as she was just getting into education, what advice would you give to yourself? 

“Stick with it. You’re going to do fine. Never stop learning.” It has served me well so far. 

“‘Never stop learning.’ It has served me well so far.”

— Michell McNeill 

What would you say is one skill that every media specialist should have in a district? 

Organizational skills. If you are not organized, it’s detrimental to the success of your library. 

The other thing is to embrace customer service. You have to be ready to serve others, be interrupted millions of times, and never get your to-do list done. 

What would you say is the single biggest challenge you have in your role? 

That changes every day. Today, the single biggest challenge is that I have nearly 30 schools — every day, people are being hired, retiring, or leaving — and keeping an accurate account of what they have and where everything is located. It was what led me to Frontline to begin with. 

How does Frontline help you manage inventory? 

Oh my goodness, it is amazing. The integration with Jamf and Google Admin Console — those two things are lifesavers. Just being able to see who logged into a device, when it was last logged into, and when it last pinged on our system — those are huge. They really help keep a handle on your inventory. So, I may not see the device physically, but I can see that it’s here in our location and who last had it. 

Looking back over the couple of years, what would you say was your biggest win? And how did you achieve it? 

Looking back over the last couple of years, I would say my biggest win was being offered the position of District Media Specialist. This role has provided me with so many opportunities for growth. One of the highlights has been the chance to become ISTE certified. Although the certification process was long and challenging, it was an incredible learning experience that allowed me to connect with educators not just locally, but worldwide. It also deepened my understanding of how to best utilize technology to create meaningful, inclusive, and engaging learning experiences, helping students build essential digital skills. 

The ISTE Certification Program focused on pedagogy rather than just using technology, which made it especially relevant for me when delivering Professional Development to educators in different roles. To receive the certification, I had to complete a 10-week online course and submit a portfolio that demonstrated my understanding and ability to apply the ISTE standards in real-world teaching and learning. The portfolio included evidence of lesson planning, student work, and other artifacts that showcase how technology enhances learning. I’m truly honored to be one of about 2,000 educators worldwide — and less than 100 in North Carolina — who have earned this certification. I feel that this opportunity allowed me to grow in my instructional technology leadership in ways that I would not have otherwise. 

What would you say is the best creative idea you’ve had that has made a difference in how you do your job? 

A big part of my job is professional development, so any ideas related to making professional development better and more engaging for staff are always helpful. Anytime the state offers sessions or conferences, I try to attend and really get a good handle on ways to engage staff and students. 

I’ve been part of a book study group that is reading The Art of Gathering, and that has given me a lot of insight into when we gather, why we gather, and what is the most effective way to have a meeting that leaves a lasting impact. 

How have advancements in technology changed how you approach your job? 

AI. Need I say more? Our state is one of I believe six states that have AI guidance when it comes to schools, and we led the way on that. Our county is also putting together guidance for our schools. I’m part of our county’s Media Technology Advisory Committee, shaping how staff and students are introduced to, educated on, and using artificial intelligence — generative AI specifically. 

It has given me a lot of good ideas. If I’m drawing a blank, I can use it as my thought partner to get the juices flowing again and come up with good ideas for professional development, lesson plans, or whatever I’m working on. 

What do you think is going to change the most in education over the next 10 years? 

A lot has to change in education. We have got to create an environment that engages and encourages our students. We have a huge divide. When we are one-to-one with devices, that helps bridge the digital divide. But if one school is teaching AI and another is not, that creates another divide. We’ve got to bridge that divide somehow, and there are so many divides that it’s hard to figure out which one to tackle first. 

What are you most hopeful about for the future of education? 

I see us going more toward hands-on, project-based, problem-based learning. That excites me because students need that relevancy. If they can see how something is relevant to them, they are more engaged. If they can see ways they can make a difference, they’re more engaged as well. I see that happening a lot. 

I see a lot of focus on STEM education and doing more hands-on learning. We are even seeing it in our standards; the new science standards include the engineering design process, which is important. It teaches students to think through something rather than just choosing the right answer from a set of options. It’s open-ended, where they learn to fail successfully — because we all fail. We fail daily. Learning to fail successfully and saying, “Okay, that didn’t work; now what do I try?” without getting upset — that’s important. I see that happening more in education every day. 

Teaching Your Financial Story 

In the fast-paced world of K-12 education, making sound financial decisions can make or break a district. Yet, financial data is often complex and easy to overlook—until a crisis arises. For district leaders, it’s not just about knowing the numbers; it’s about teaching others what those numbers mean. Financial literacy in K-12 education goes beyond technical skills—it’s the foundation of decision-making that affects students, taxpayers, employees, and the entire community. Effective financial leadership is about teaching your financial story to those who need to hear it. 

Sharing their district’s financial story:

Lake Zurich Community Unit School District 95 uses Frontline Analytics to quickly and easily share financial data with the community to increase transparency and support. 

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Simplify Your Message for Greater Impact 

Like any good teacher, communicating financial concepts is about ensuring others truly understand the message. When your team understands the financial data, they’re more likely to trust the information and use it to make informed, realistic decisions. Just as in the classroom, striking the right balance between too much and too little information is key to successful communication. The graph below clearly conveys the big picture but – the rest of the story is equally as important.

Historical and Projected Operating Fund Balance

Start with the Right Questions

Great teaching begins with asking the right questions, and financial communication is no different. For instance, many K-12 leaders today are grappling with tighter budgets. A key question they’re asking is: Why are our budgets shrinking? Often, the answer lies in the reduction of federal funding. Framing financial discussions around these core questions helps stakeholders focus on the issues that matter most and creates a starting point for understanding.

Guide Your Team to Answer Questions with Data Visuals

In today’s data-driven world, visualization is an essential tool for teaching complex financial concepts. Just as visuals in a classroom help students grasp difficult topics, financial leaders can use visual aids to clarify intricate data for stakeholders. For example, a visual representation of revenue trends, such as the one below, clearly shows a district’s decline in revenue for the current year (2025) and the projected trend going forward. This type of visual answers the question—less revenue leads to a smaller budget—and highlights the primary cause: a decrease in federal funding. It also demonstrates how the district is becoming more reliant on local revenue sources, even as taxpayers face financial strain.

Visual Example: Declining Revenue Leading to Tighter Budgets

When financial leaders teach the connection between cause and effect in their data, they empower their teams to collaborate more effectively in addressing budget challenges. Just as a good lesson fosters understanding, clear financial communication fosters shared responsibility. By helping others understand the story behind the numbers, districts can make smarter decisions that benefit students and stakeholders alike.  

Frontline Analytics is Designed to Help District Leaders Teach Their Financial Story

At Frontline, our Analytics team provides K-12 leaders with software tools that create custom visuals like the one displayed here—all with the ease of a point-and-click interface. These tools make it easier to communicate complex data, helping you teach your financial story with confidence and clarity.

Discover Frontline Analytics today
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Ernie Strawser

Ernie Strawser is a Senior Analytics Advisor at Frontline Education, specializing in financial forecasting, data analytics, and strategic planning for school districts. With over three decades of experience, including roles as a school CFO and financial consultant, Ernie provides his district partners with valuable insights to drive effective decision-making and communication. He delivers tailored training, webinars, and software solutions to help educational leaders leverage data for improved outcomes.

Interested in partnering with Ernie? You can reach him here: estrawser@frontlineed.com

Vaccines: Compliance & Protecting Health Professionals 

As a K-12 school nurse or nurse director, your role in safeguarding student health is paramount. One of your critical responsibilities is ensuring compliance with vaccination requirements, which can often feel like a legal and logistical maze.  

Understanding the liability surrounding vaccines, how to navigate exceptions, and the impact of state and federal laws is essential to protect both students and school health professionals. Especially in the wake of the pandemic, misinformation around school nurses’ roles in student vaccinations has occasionally created tension for school health professionals. In this post, we’ll explore key topics such as public vs. private school regulations, tracking tools, communication strategies, and how school nurses can best protect their licensure. 

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Everything You Need to Know About Immunizations

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State vs. Federal Vaccine Requirements 

The authority for vaccine requirements in schools lies at the state level. Each state sets its own immunization laws for school attendance, which typically mandate vaccines for diseases such as measles, mumps, rubella, and pertussis. While federal laws such as the Individuals with Disabilities Education Act (IDEA) and Section 504 of the Rehabilitation Act protect students with disabilities and special needs, they do not set vaccine mandates. 

The Centers for Disease Control and Prevention (CDC) provides recommendations for school immunization schedules that many states follow, but the CDC does not have authority to set legal requirements for schools. States can take the recommendations set by the CDC, but there is no requirement to do so.  

The risk of non-compliance with state requirements for school entry is the student’s exclusion from school. In most states, this will impact the funding their school receives. Of course, school nurses themselves are not the ones administering vaccines. They are required to report on the vaccine status of their students, but students never receive vaccines in the nurse’s office. If a nurse falsifies vaccination statuses, they can face fines and even those their license, so it’s critical that the vaccine status information reported to the state is accurate. 

Exceptions to Vaccine Requirements 

Regardless of a state’s requirements for vaccinations, there are always exemptions for students who meet some criteria. Those exemptions fall into two categories: 

  1. Medical Exemptions: These exemptions are typically granted when a child has a medical condition (e.g., immune deficiency or severe allergic reaction to a vaccine component) that prevents them from safely receiving a vaccine. Medical exemptions must often be certified by a healthcare provider. 
  1. Non-Medical Exemptions: Some states allow parents to claim religious or philosophical exemptions, which can pose challenges for schools aiming to maintain high vaccination rates. A small minority of states have eliminated non-medical exemptions. You can find a map of state vaccination requirements here. 

Public vs. Private School Requirements 

Vaccination mandates often differ between public and private schools. Public schools are typically required to follow state vaccination laws more rigidly. Private schools, depending on their governance, may have more flexibility but are generally expected to adhere to state laws as well. However, private schools may have stricter policies and, in some cases, may not offer exemptions for religious or philosophical reasons. 

Tracking Vaccine Compliance: How Software Can Help 

Keeping track of immunization records manually can be overwhelming, especially as requirements change. School nurses increasingly rely on electronic health record (EHR) systems to streamline this process.  

These tools can: 

  • Automatically flag students who are non-compliant or approaching deadlines for booster shots. 
  • Provide reminders to both parents and school staff about upcoming vaccine due dates. 
  • Generate reports for state health departments with a few clicks, ensuring compliance with reporting requirements. 
  • Track exemptions and maintain necessary documentation for audits or health inspections. 
  • Sync with a single click with your state’s immunization registry to alleviate all of the manual parts of vaccine tracking. 

Hand-picked content for you:

Investing in the right software can reduce the risk of errors, save time, and ensure that your school meets all legal obligations regarding vaccinations. 

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How Vaccine Compliance Impacts School Funding 

Non-compliance with vaccine requirements presents a significant challenge for school nurses. Some states have strict “no shots, no school” policies, meaning students who are not vaccinated or do not have approved exemptions must be excluded from school until they comply. This creates a delicate balance between enforcing public health policies and respecting parental concerns. 

Public schools may face funding challenges when excluding students from attendance, as school funding is often tied to attendance rates. However, failing to enforce immunization laws can expose schools to legal liability. Private schools, which may have more financial flexibility, still face reputational and legal risks. 

Parent Communication: A Key Component 

Open and proactive communication with parents is critical to maintaining vaccination compliance and managing liability risks. Parents may have concerns or misconceptions about vaccines, and as a school nurse, your role includes educating them on the importance of vaccinations while ensuring their children meet the requirements. 

Here are some tips for effective parent communication: 

  • Clear Deadlines and Policies: Ensure parents are aware of vaccination deadlines and the consequences of non-compliance. 
  • Resources for Assistance: Direct families to resources for free or low-cost vaccines if cost is a barrier. 
  • Educational Materials: Provide parents with easy-to-understand information from reputable sources like the CDC or state health departments to address concerns about vaccine safety. 

Conclusion 

Navigating the legal and logistical aspects of vaccine compliance in schools is no small task. School nurses and nurse directors must balance state laws, parent concerns, and student safety, all while protecting themselves from potential legal consequences. By staying informed about state requirements, investing in efficient tracking software, and fostering open communication with parents, school health professionals can ensure they are both protecting students and minimizing liability risks for themselves and their schools. 

Elise Ozarowski

Elise is a writer and member of the award-winning content team at Frontline Education. A former member of Frontline’s events team, she is passionate about making connections, whether that be in person at events, online via social media or directly in her writing.

The Teacher Shortage: Challenges and Long-Term Solutions 

The teacher shortage continues to challenge K-12 school districts across the country, with many struggling to fill vacant teaching positions. According to our latest K-12 Lens Survey, which collected responses from over 700 administrators across the U.S., 81% of respondents are experiencing staffing shortages, and 67% report that recruiting and hiring has become more difficult in the last year.  

While these national statistics emphasize the scope of the issue, the reality in your district may vary. That’s why it’s critical to explore district-specific data alongside broader national trends when addressing the teacher shortage. Effective solutions require not only immediate fixes but also strategic, long-term approaches to build a sustainable teacher pipeline.  

In this post, we’ll explore how K-12 administrators can combat teacher shortages by focusing on teacher retention, leveraging data analytics, implementing Grow-Your-Own teacher programs, and more. 

The Current State of the Teacher Shortage 

The teacher shortage has intensified over recent years, but its roots run deeper. Research estimates there are currently 55,000 vacant teacher positions, though the actual number may be even higher. Additionally, the National Education Association (NEA) survey revealed that 55% of teachers are considering leaving the profession earlier than planned, citing burnout, low pay, and lack of support as key reasons. This combination of high turnover and a shrinking pool of candidates has created a pressing need for innovative, long-term solutions. 

“There are too few teachers entering the profession. We are short staffed, so teachers are covering multiple classrooms at a time. Each and every day there is a coverage plan as we lack the staff needed to provide the level of instruction and staff-to-student ratio recommended. Teachers are constantly being asked to do more for low pay. They’re getting burned out and leaving the profession.”

– Anonymous respondent, K-12 Lens Survey 

key stats at a glance:

  • 81% of districts are experiencing staffing shortages 
  • 67% of respondents reported recruiting and hiring has become more difficult
  • There are an estimated 55,000 vacancies for teacher positions 
  • 55% of teachers are considering leaving the professional earlier than planned 

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Analyzing the Teacher Shortage by Region

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Retention Through Support and Professional Development 

One of the most effective solutions to the teacher shortage is to retain the talented educators already working in schools. Research shows that high teacher turnover exacerbates the shortage, costing districts both time and resources. Here are some key retention strategies that administrators can implement: 

  • Mentorship Programs: Nearly 80% of districts agree that mentoring is the most effective PD offering for supporting teacher retention. In fact, 92% of teachers who have a mentor are more likely to stay in their district for a second year. Mentorship programs provide invaluable support to new teachers, offering guidance and connection that significantly reduce the risk of early burnout, helping them thrive in their first critical years. 
  • Personalized Professional Development: Our K-12 Lens Survey revealed 96% believe professional development will lead to greater retention. By offering tailored learning opportunities based on classroom performance and teacher evaluations, districts can foster growth, motivation, and a sense of purpose among educators. 

“Want to retain more teachers? Personalized professional development and mentorship programs can reduce teacher turnover and make a lasting impacting. #K12Leadership #TeacherShortage”

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  • Blended Learning: Offering Blended Learning for PD provides teachers with more autonomy in their professional growth. Giving educators voice and choice—the ability to select from various PD opportunities based on their interests, needs, and schedules—leads to greater engagement and satisfaction 
  • Teacher Wellness and Recognition: Teacher wellness programs and formal recognition can decrease burnout and increase job satisfaction. Simple initiatives like mental health resources, teacher recognition, and flexible schedules can positively impact retention. 

key stats at a glance:

  • 80% believe mentoring is the most effective form of PD 
  • 92% of teachers with a mentor are more likely to stay a second year 
  • 96% believe PD will lead to greater retention 

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How One of the Nation’s Largest 50 School Districts Built a Successful Mentor Program

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Grow-Your-Own Programs: Building a Sustainable Pipeline 

Grow-your-own (GYO) programs recruit future educators from within the district, targeting high school students, paraprofessionals, and community members. 

  • Partnerships with Higher Education: Collaborating with local colleges to create teacher education programs for high school students has proven successful. Educators Rising’s GYO program found that 81% of students in the program remained in the professional for at least three years.  
  • Diversity, Equity, and Inclusion (DE&I): Programs like Illinois’ Grow Your Own Teachers are making strides in diversifying the educator workforce. Over 70% of the program’s participants identify as people of color, compared to fewer than 30% of Illinois’ overall teacher candidates. By fostering a more diverse teacher pipeline, districts can better reflect and serve their student populations, while also contributing to long-term retention and equity in education. 
  • Career Pathways for Paraprofessionals: Establishing clear career pathways for paraprofessionals to transition into teaching roles is another way to strengthen your pipeline. In Georgia, paraprofessionals can receive up to $6,000 in grant funds from the GaDOE to help cover costs of pursuing a degree in education. 

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How to Grow Your Own Teacher Pipeline

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Leveraging Data for Informed Decisions 

Data-driven decision-making is essential for creating targeted strategies to address the teacher shortage. By analyzing workforce trends, districts can develop proactive retention and recruitment initiatives. 

  • Workforce Analytics for Predicting Attrition: Data tools that track teacher performance, job satisfaction, and risk of turnover allow administrators to identify at-risk teachers and intervene early. Districts using predictive analytics will likely experience a reduction in turnover after implementing data-driven retention strategies. 
  • Strategic Staffing and Resource Allocation: Data can help administrators identify which schools and subjects face the most significant challenges, allowing them to allocate resources strategically. According to our K-12 Lens Survey, Special Education has been the hardest role to fill in the past year, highlighting the need for targeted staffing solutions in critical areas. 

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Community Engagement and Financial Flexibility 

Teachers who feel supported by their communities are more likely to remain in their roles, while strategies like flexible access to pay can improve long-term retention. 

  • Community Partnerships: Districts that engage local businesses, parents, and organizations in supporting teachers often see improved retention. Initiatives like classroom sponsorships or volunteer programs foster a sense of belonging.  
  • Financial Wellness Opportunities: Offering daily access to earned wages for all district employees, Solutions like Frontline Flex Pay removes the wait for traditional payday, enhancing financial security and empowering employees to manage their finances with ease. This flexibility can lead to greater job satisfaction and long-term retention by reducing financial stress for educators. In fact, nearly 60% of employees report they’re less likely to search for new employment when offered flex pay options. 

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How Marion ISD Competes for Talent with Frontline Flex Pay

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By focusing on retaining current staff, building internal pipelines through Grow-Your-Own programs, and using data to make informed decisions, K-12 administrators can create a resilient teaching workforce. These strategies not only help fill vacancies but also create a positive work environment where educators feel valued, supported, and empowered to thrive. 

Ready to combat the teacher shortage in your district? Learn more about Frontline Recruiting & Hiring today. 

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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.

The Cost of Health-Related Student Absences

The Financial Implications of School District Clinic Operations 

Health care offered in schools is a critical part of increasing access to excellent health care for all children. And because of the link between student health and achievement, the role of healthcare in schools is crucial. School-based health clinics provide a comprehensive array of services to students from vaccinations and care for chronic conditions to sports physicals and mental health care. 

When you think about the nurse’s office in your district, you might not think about the financial benefits of offering excellent student health care. Hopefully after reading this blog post, you’ll consider the connection between a school based health center, student achievement, operational costs, and even cost saving benefits for schools. 
 

Although it’s not a line item in your district budget, there is a cost associated with students missing school. 

Illness is one of the top reasons that students miss school, and one article estimates “the total loss of funding associated with student absenteeism each year is $10.7 billion dollars in the US.” 
 
In the wake of COVID-19, school nurses have found themselves in an interesting role at school. Tasked with school safety, school nurses had to exercise extreme caution around symptoms, and for many students, that’s translated to going home at the first sign of illness.  

But we’re living in different times now, and school nurses have an uncanny ability to determine whether a student should stick it out with a runny nose and head back to class, or if further examination is needed. 
 
One district in Texas goes as far as creating reports to see which students are absent on a regular basis due to illness. Health data can be easily aggregated and shared to help the school board make decisions as well.

“The way that the data is collected, it can be presented at a board meeting, or it can be presented at a district advisory board meeting where they can see the data: ‘This is what our data is showing us, and this is the direction that we need to go.’”

– Linda Rivero – District Registered Nurse 

In Their Words:

A Legacy of Better Student Health Care 

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The Benefits of School-Based Health Outcomes 

Chronic absenteeism and student health are, according to research, intricately connected. And for public schools, funding is based on student attendance. In California, for instance, funding is based on the Average Daily Attendance, not enrollment. That means that school districts with higher average rates of chronic absenteeism, which often statistically correlate with lower-income communities, may be losing out on school funding at higher rates than other communities. 

Students who are chronically absent are more likely to engage in risky health behaviors, are more likely to have poor health outcomes in adulthood. According to the Academy of Pediatrics, teenage pregnancy is the leading cause of dropouts among adolescent girls. Great healthcare in schools can help students stay on track to graduate from high school. That’s beneficial simply for the sake of student success. 
 
You might have heard one perspective that it’s not the role of the school to offer health care, but to educate. And while on the surface that may seem true, that perspective overlooks an important factor: when students aren’t in the classroom learning, that costs the district more money. 
 
To put it in the simplest terms: students who are healthy are less likely to be absent, and since funding is tied to attendance and enrollment, students who are healthy and present mean more revenue for your school district. 
  

How Great Health Support in School Helps the Community 

If you’re feeling like every year you’re trying to do more with less, you’re not alone. Many districts across the country are facing shrinking budgets, making access to funds to support school health clinic operations more challenging. As you engage in conversations with school district leaders and your school board about funding for health clinic operations, you might want to keep the following facts at the ready: 

  1. With robust health services at school, students are less likely to visit an emergency room for care. Students who are uninsured or are eligible for Medicaid are more likely to visit an emergency doctor because they are more likely to encounter more challenges in seeing regular healthcare providers. 
  1. Students with chronic conditions like asthma and diabetes are less likely to need emergency care if their chronic conditions are under control. 
  1. Great school health care keeps students in the classroom, which helps reduce health-related grade retention. 
  1. Sick students cost districts money, and with higher rates of poor health outcomes later in life, students who go untreated and experience illnesses can cost communities money, too. 

How School Health Providers Can Benefit from Medicaid Reimbursements 

While Medicaid has long been associated with special education, with Medicaid expansion and Free Care, your district might have an opportunity for greater revenue for health services.  

The School District of Pickens County in South Carolina is rural, so many students see a school nurse for care long before they see a primary care physician. When they started using an electronic health records system, they were able to reallocate school staff away from focusing on Medicaid and back to their intended role: school nurse. Additionally, rather than prioritizing notes for students who qualify for Medicaid, the district found themselves keeping more detailed notes for all students. 

“Not only did it save money, it made money for us…Medicaid billing is the huge part that has been the most beneficial for us.”

– Angela Watson, Director of Health Services, The School District of Pickens County in South Carolina

In Their Words:

Why the School District of Pickens County uses Frontline to keep electronic health records and simplify documentation for Medicaid billing.  

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Mental Health Support to Keep Kids in School 

With the increase in mental health challenges impacting students across the country, school avoidance has become a bigger challenge for districts. Whether it’s anxiety, depression, or another diagnosis, it can be incredibly hard for students living with mental illness to attend school. And even if they make it to class, their mental illness can make it hard to be an active participant, and that takes a toll on student outcomes. 

According to the Department of Education, students with disabilities are 1.5 times more likely to be chronically absent from school than students without disabilities. 

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Supporting students with mental health resources can make a real difference in keeping students in school. And having visibility into data around students’ health can help health professionals provide better, more personalized support. 

What You Can Do 

If know you want to amp up your health program to keep students in the classroom, here are a few actions you can take.  

  1. Take stock of your current health program: Do you have access to reliable data you can use to understand why students are absent, or if there’s an influx in health-related absences? 
  1. Consider whether your staffing model is sufficient for students’ needs. Do students have enough mental health support? 
  1. Are providers spending an excessive amount of time keeping up with documentation for compliance? Consider if your providers are being tasked with duties that take them away from supporting students. 
  1. Evaluate the tools your staff is using: software like school-based EHRs are purpose-built with school nurses in mind. 
Interested in additional information about Frontline’s software for school health management?
See it in action

Elise Ozarowski

Elise is a writer and member of the award-winning content team at Frontline Education. A former member of Frontline’s events team, she is passionate about making connections, whether that be in person at events, online via social media or directly in her writing.

Cultivating a Positive School Culture Through Hiring & Onboarding

Have you ever worked in a school with an amazingly positive, supportive culture? The type where relationships are characterized by respect, trust and transparency; where mistakes are seen as opportunities for growth; where individual successes are recognized and celebrated. If you’ve been lucky enough to work in such a place, you know that a positive school culture has a certain magic to it — you can’t see or touch it, but there’s no denying that it’s there, uplifting staff and students alike.

While strategic leadership is vital to cultivating that kind of culture, building and maintaining it involves effort from everyone in the school — including your newest hires. So, it’s crucial that your school’s mission, vision and values are clearly communicated (and actively modeled!) in your hiring and onboarding processes.

Here’s how to do it.

Align Hiring with School Culture

School culture starts with hiring professionals who believe in and connect to your organization’s mission, vision, and values.

To achieve this:

  • Get specific about culture: Are you relying too heavily on a gut feeling about “culture fit“?
  • Examine your hiring process: Does your school culture shine through?
  • Reflect on interviews: Are you discussing school culture as a part of the discussion?

School culture starts with hiring staff who believe in the organization’s mission and vision, and are closely aligned with the school’s values.

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At one school, the tagline “Dedication. Collaboration. Innovation guides administrators in hiring candidates who are likely to be a good fit.

Communicate and Model the School’s Values

There’s no single set of characteristics that define whether a school’s culture is positive or not. But you know what it is that makes your school a wonderful place to be — and you know your values aren’t just words on a wall. Take a close look at what you think are the most important qualities that contribute to your school culture … and shout them from the rooftops!

  • Are they clearly communicated in job postings?
  • Are they laid out front and center in new hires’ welcome packets?
  • If you had to describe your district’s brand as an employer, could you?

These practices help you move towards hiring “culture carriers” — highly qualified professionals who will be models and champions of your school culture.

Make sure your school’s values are intentionally modeled throughout the hiring and onboarding process. For example, if collaboration is a key part of your culture, don’t let new hires feel isolated. Plan networking activities to welcome new employees into the school’s community and consider setting up more coaching or mentoring programs. Likewise, if your schools prize innovation, don’t make new hires slog through an inefficient, old-fashioned paper-laden onboarding process — find an onboarding system that makes the process easier.

Focus Oon What Matters in Onboarding

Onboarding and induction should inspire new hires to be enthusiastic stakeholders in the school’s culture. But in many school districts, employee onboarding is focused on paperwork and process — not supporting new hires and ensuring their success.

It’s understandable how this happens: the sheer volume of paperwork necessary to bring a new employee into the district can be overwhelming. But it’s necessary to “tame the paper beast” in order to focus on what really matters in onboarding: setting the stage for each employee’s success.

So, don’t let paper or process distract you (or new hires) from building relationships and being a present, positive force in the organization. Obviously, you can’t just let onboarding paperwork go by the wayside — the information collected during onboarding is crucial to actually employing someone to work in the district. But the paperwork itself shouldn’t be the focus on onboarding, it should be an administrative task that doesn’t take up too much of anybody’s time. When you’re able to automate paperwork and process necessary to onboarding new employees, you can find time for celebrating culture. You’re able to look for opportunities to maximize the human element of employee onboarding whenever possible:

  • Answering new hire’s questions
  • Building relationships
  • Wholeheartedly welcoming them into the community

That’s when you can really show what your school culture is all about.

Ready to learn how you can create an outstanding hiring and onboarding process?
Frontline Human Capital Management