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Unveiling K-12 Financial Realities: Key Findings from the K-12 Lens Survey

As guardians of K-12 resources, district business leaders strive to ensure that K-12 schools have what they need to teach without interruption. However, in recent years, fiscal responsibility and district financial stability have grown increasingly complex, leading K-12 business leaders to question if their budgeting challenges are widespread, or unique to their districts and local economies. 

This school year, Frontline’s Research and Learning Institute launched the K-12 lens, an annual survey that explores trends in district operations, like school funding availability and other factors impacting budgeting. Almost 700 K-12 employees, including business leaders, weighed in on important topics impacting the K-12 setting. This post leverages the data to provide a portrait of the K-12 business leader’s experience in the average district.  

Less is the Norm 

FROM THE K-12 LENS

Q: What is the most concerning barrier to student
success in your district? 

A: Lack of funding and resources, meaning adequate staffing, materials, and time for planning.

Although districts have recently seen influxes in funding through waves of federal programs, when asked how school funding-related legislation has impacted their budgets in the past year, almost half of K-12 Lens respondents said that it has led to funding decreases. See the data in Figure 1, below. 

Figure 1. Impact of Legislation on Available Funding 

It has led to significant decreases in our available funding It has had minimal to no impact on our available funding It has led to significant increases in our available funding 
45% 31% 24% 

Why Decreases Despite Federal Funding Surges?  

Recent upticks in federal and state mandates have required districts to spend more. For instance, as of April 2024, 38 states and DC have passed “Science of Reading Laws.” These laws require districts to change the way they teach reading, which has led to a spending ripple effect. To comply, many districts have had to purchase new materials, pay for staff training, and in some cases create new positions to support teachers and students. The bottom line is that districts are having to shell out thousands of dollars to comply with this new law, which is just one of many.  

The Top 3 Funding Concerns 

The business leaders surveyed expressed concern over three major challenges impacting K-12 finances:

  1. Cybersecurity;
  2. Maintaining the tech assets currently in district, and;
  3. Budget forecasting to meet future tech needs. See the sections that follow.  

#1 Cybersecurity 

FROM THE K-12 LENS

Q: Explain what challenges exist to managing cyber risk. 

A: We are doing pretty well with the basics, like making sure we have enough devices in hand and making sure those devices are working properly. The next level will require investment in money, resources, expertise and also a huge change in expectation of the staff and leadership of how the technology department works. Because the next level is such a jump we have been focusing one step at a time which, at times, is slower than we want to be.

The average school spends less than 8% of its IT budget on cybersecurity. However,  with a 275% growth in cyber-attacks on K-12 organizations in 2023, many district business leaders are questioning that line item. Districts are often forced to spend more to recover from cyber-attacks than they would have spent upfront on prevention measures. Shutting down networks, recovering sensitive data, and strengthening weak systems to prevent future attacks are all costly. K-12 Lens respondents are aware of these associated costs, which is why cybersecurity topped the list of technology challenges and concerns, with almost two-thirds ranking it as their number one or two concern. See the data in Figure 2. 

Figure 2. Ranked Tech Challenges and Concerns 

#2 Technology Maintenance and Forecasting to Meet Future Tech Needs 

Over half of K-12 business leaders (55%) indicated that maintaining current district technology is a top priority.  In recent years, districts have made significant investments to enable 1:1 tech programs. According to an Edweek survey, by 2021, 90% of middle and high schools surveyed provided one digital device per student, marking a 31% increase from the previous year.  

However, many of these devices, such as Chromebooks, were not designed for longevity and come with built-in expiration dates. Despite efforts to prolong their lifespan through software or hardware updates, some will inevitably stop working. A report form the U.S. Public Interest Research Group Education Fund claimed that the Chromebooks purchased by districts at that time had a projected four-year lifespan.  

With these digital devices now deeply embedded in teaching and learning practices, K-12 business leaders face the challenge of ensuring their continued functionality or securing the funds to purchase replacements as their expiration dates draw near. Many lack confidence in their ability to do the latter. See below. 

K-12 Business Leaders Are Least Confident in Ability to Forecast Budgets to Meet Future Technology Needs 

#3 From Data to Action 

Based on our findings, the average district business leader faces reduced funding and concerns about various tech challenges, notably cybersecurity, digital device maintenance, and budget forecasting for future technology needs. Be sure to check out the full K-12 Lens Survey Report for more insights that matter to K-12 business leaders, like enrollment and staffing trends.  

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.

Equity and Academic ROI

This article originally appeared in the May 2024 School Business Affairs magazine and may be reprinted with permission of the Association of School Business Officials International (ASBO). The text herein does not necessarily represent the views or policies of ASBO International, and use of this imprint does not imply any endorsement or recognition by ASBO International and its officers or affiliates.

Equity and Academic ROI

In the ever-evolving landscape of education, equity and Academic Return on Investment (ROI) have emerged as critical factors in shaping successful and inclusive educational systems. This article delves into the intricate relationship between these two elements, exploring how school business officials can effectively balance them to enhance educational outcomes. Through a comprehensive examination of equity versus equality and strategies for equitable resource distribution, this article provides insights into how school business officials can be agents of change. The goal is to equip school business officials with the knowledge and tools needed to foster an educational environment where every student can thrive, irrespective of their background. 

Before delving into the journey of Academic Return on Investment, a district must establish its priorities and define the metrics for success. The initial step involves preparing the district’s strategic plan, which should serve as the guiding document for determining the aspects to be measured. Moreover, incorporating the district’s goals and vision is essential. These elements will offer detailed guidance on the strategies the district will employ to achieve these objectives. 

The Connection Between Academic ROI and Equity 

The connection between Academic ROI and equity is pivotal. When schools focus on equitable distribution of resources and opportunities, they lay the foundation for all students to succeed, which in turn maximizes the academic ROI. Investing in equity means allocating resources in a manner that addresses disparities and supports underrepresented or disadvantaged groups. This approach ensures that investments in education yield the highest possible return in student achievement and success. By closely linking academic ROI with equity, school business officials can drive systemic change, leading to more effective and fair educational systems where investments are financially sound and morally and socially responsible. 

Equity in the Educational Context 

Importance of Equity in Education 

Equity and equality are often used interchangeably, yet they represent distinct ideas. Equality in education means providing every student with the same resources and opportunities. It is a uniform approach that does not account for the varied needs, backgrounds, and challenges different students face. In contrast, equity is about fairness and justice in allocating resources, support, and opportunities. It involves recognizing each student’s unique circumstances and providing what they specifically need to achieve academic success. Equity aims to level the playing field so that all students, regardless of their starting point, have an equal chance to succeed. It allocates resources in a way that addresses these differences. Equity is essential in education because it influences students’ ability to learn, grow, and achieve their full potential. 

Key Components of Equity in Education 

  1. Access to Quality Resources: Ensuring all students have access to high-quality teachers, learning materials, technology, and facilities. 
  2. Inclusive Curriculum and Pedagogy: Developing curricula and teaching methods reflecting and respecting students’ diverse backgrounds and experiences. 
  3. Personalized Support: Providing tailored support services, such as tutoring, counseling, and language assistance, to meet individual student needs. 
  4. Safe and Nurturing Environment: Creating a school climate that is physically and emotionally safe, where students feel valued and respected. 
  5. Equitable Funding: Allocating funds in a way that prioritizes the needs of students who may require more resources to achieve parity with their peers. 

Impact of Inequity on Student Outcomes 

Inequity in education can have profound and long-lasting effects on student outcomes. Students from underprivileged backgrounds or those facing systemic barriers often experience lower academic achievement, higher dropout rates, and limited access to advanced educational opportunities.1,2 Inequity can lead to achievement gaps where certain groups of students consistently underperform compared to their peers.1 It also impacts the socio-emotional well-being of students, contributing to lower self-esteem and higher stress levels.2 Over time, educational inequity perpetuates cycles of poverty and social inequality, as students who do not receive equitable educational opportunities are less likely to succeed in higher education and the workforce.3 Addressing inequity is thus a matter of educational justice and a critical step toward building a more equitable society. 

Academic ROI: Understanding the Metrics

Academic ROI

Academic Return on Investment (ROI) is a metric that evaluates the effectiveness of educational investments in terms of student learning outcomes and achievements. Unlike traditional financial ROI, which concentrates solely on monetary gain, academic ROI quantifies the educational value from investment in school programs, technologies, and teaching methodologies. This metric helps identify which educational strategies yield the highest impact on student learning and development, guiding better decision-making in resource allocation. This measurement is vital for ensuring that investments in education are financially prudent and effectively enhance student learning and prepare them for future success. It guides educators, administrators, and policymakers to make informed decisions that optimize fiscal resources and educational outcomes. 

This calculation is measured through the following formula:

Measuring Academic Success and ROI 

Measuring academic success and ROI involves a combination of qualitative and quantitative assessments. Key factors include: 

  1. Student Achievement Metrics: Standardized test scores, graduation rates, and college readiness indicators. 
  2. Program Evaluation: Analysis of specific educational programs and interventions, assessing their impact on student performance and engagement. 
  3. Cost-Benefit Analysis: Comparing the costs of educational initiatives with the benefits of improved student outcomes along with number of students served.  
  4. Opportunity Costs:  By selecting to fund certain programs, you may be choosing not to fund others. It’s important to consider what those other opportunities may bring.  
  5. Long-term Outcomes: Evaluating the long-term impact of educational investments on students’ career success and societal contributions. 
  6. Stakeholder Feedback: Incorporating feedback from students, teachers, and parents to understand educational strategies’ perceived value and effectiveness. 

Linking Academic ROI to Resource Allocation 

The concept of Academic ROI is closely tied to resource allocation within educational settings. By understanding the return on educational investments, school business officials can make more strategic decisions about where to allocate resources. The goal is to increase effectiveness while benefiting the greatest number of students. You can use the visual below to identify programs in the upper left that may be abandoned, while programs in the upper right and bottom left are opportunities to evaluate, and programs in the bottom right are opportunities to possibly expand.  

Seek Greatest Benefit

This process involves:

  • Prioritizing High-Impact Investments: Directing funds towards programs and initiatives that have demonstrated a high ROI in terms of student achievement and well-being.
  • Equity-Focused Spending: Allocating resources in a way that addresses educational disparities and supports underrepresented or disadvantaged student populations.
  • Data-Informed Decision Making: Utilizing data and metrics to inform resource allocation decisions ensures that investments are effective and equitable.
  • Continuous Evaluation: Regularly assessing the impact of resource allocation decisions on academic ROI to refine and improve future investment strategies.

By effectively linking academic ROI to resource allocation, school systems can maximize the impact of their financial investments and foster a more equitable and successful educational environment for all students.

The Role of School Business Officials in Promoting Equity

Importance of Financial Decision-Making

School business officials play a pivotal role in shaping the educational landscape through their financial decision-making. Their decisions directly impact the quality of education and the level of equity within the school system. By prioritizing equity in their financial planning and decision-making, school business officials can help bridge the gap in educational opportunities and outcomes, especially for underserved and marginalized student populations. Their role extends beyond mere budget management; it encompasses advocating for equitable educational practices and ensuring that every financial decision aligns with the broader goal of providing fair and inclusive educational opportunities.

Strategies for Equitable Resource Distribution

  1. Needs-Based Funding Models: Adopting funding models that allocate more resources to schools and students with greater needs.
  2. Targeted Investments: Investing in programs and initiatives specifically designed to support disadvantaged and underrepresented groups.
  3. Collaborative Planning: Engaging with educators, parents, and community members to understand the unique needs of all student groups and tailor resource allocation accordingly.
  4. Transparent Reporting: Maintaining transparency in financial decisions and reporting to build trust and ensure accountability for distributed resources.
  5. Regular Assessment and Adjustments: Continuously assess the effectiveness of resource allocation strategies and adjust to serve all students better. Some buckets of programming may fall into the following categories:
  • Expand the programs that are working well
  • Keep it as is and continue to monitor
  • Different programs may work at different schools
  • Fix bad implementations and what is not working
  • Sunset programs that are not serving your needs

Emerging Technologies and Tools for Equity and ROI

The future of educational equity and ROI is closely tied to the advancement of technology. Emerging tools like artificial intelligence and data analytics are revolutionizing how educational resources are allocated and utilized. These technologies offer unprecedented opportunities for personalized learning, enabling educators to tailor instruction to meet the unique needs of each student. Additionally, data analytics tools can provide deeper insights into the effectiveness of educational programs, helping allocate resources in a way that maximizes A-ROI while promoting equity. Integrating these technologies into education systems promises a more efficient, effective, and equitable educational landscape.

Call to Action for School Business Officials

School business officials are encouraged to prioritize equity in their financial and policy decisions. This involves adopting a data-driven approach to identify and address disparities, ensuring equitable resource allocation, and advocating for policies that support underrepresented groups. Embracing innovation and staying informed about emerging trends and technologies will also be crucial in adapting to the evolving educational landscape. School business officials should view themselves as catalysts for change with the power to impact the future of education significantly.

The interplay between equity and academic ROI is complex but integral to the success of educational institutions and, more importantly, to the success of students from all backgrounds. The path toward a more equitable educational system is a continuous journey requiring commitment, innovation, and collaboration. By focusing on equity, we enhance academic outcomes and contribute to building a more just and inclusive society.

Resources and Further Reading

  1. “The Equity and Excellence Commission’s Report to the Secretary” by the U.S. Department of Education.
  2. “The Effects of School Spending on Educational and Economic Outcomes: Evidence from School Finance Reforms” by C. Kirabo Jackson, Rucker C. Johnson, and Claudia Persico.
  3. The Education Trust (edtrust.org) – Focuses on educational justice and closing opportunity gaps.
  4. The Collaborative for Academic, Social, and Emotional Learning (casel.org) – Offers research and best practices on holistic education approaches.
  5. Levenson, N (2011, December 1) Academic ROI: What Does the Most good? ASCD Academic ROI: What Does the Most Good? (ascd.org)
  6. Kavanagh, S, Levenson, N (2017, November) Academic Return on  Investment: Foundations and Smart Practices.
  7. Leach, S, Yan, B: Academic Return-on-Investment (AROI) and Budget Decision-Making:  https://files.eric.ed.gov/fulltext/ED624469.pdf

Dr. Taylor Plumblee

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.

5 Things to Consider Before Purchasing a Help Desk System for Your K-12 School District

Technology specialists and technicians are unsung heroes in school districts — and often wear many hats in the course of a day. As 1:1 programs have proliferated, the need for tech support has increased exponentially. 

If it seems like your support staff is stretched thin, it might be time to consider implementing or upgrading your help desk system. 

There are many choices out there, so when evaluating help desks, here are some factors to consider: 

1. Select a Help Desk with Staff and Students in Mind

When choosing a help desk system for your school district, it is important to consider the end users: students and staff.

Adding a help desk with a few with a few essential features to make the experience as streamlined as possible will help alleviate stress and promote adoption in your technology department. 

Customizable Problem Types 

Select a help desk with customizations that fit your district’s needs. With customizable problem types and sub-problem types, you can filter information to easily find tickets, minimize steps, and help resolve issues quickly. 

Empower Users to Resolve Issues Differently 

Ensure the help desk you select has the ability to create a knowledge base. By creating searchable FAQ articles, you can empower customers to troubleshoot issues on their own. 

Ideally, the system will automatically present knowledge base articles to the individual by identifying keywords when creating a ticket. Reducing simple, common queries frees up your team and gives them more time to focus on complex projects while also providing timely support to staff and students. 

Maximize Visibility with Integrations 

Choose a help desk system that integrates with other systems. By building a platform where asset management and help desk systems work together, users can easily submit tickets with device information prepopulated, helping technicians resolve tickets even faster. 

If a student is experiencing an issue with their Chromebook, they can submit a ticket to the IT department for assistance. With an integrated help desk system and asset management platform, the ticket immediately includes information such as the assignment information, serial number, location, and any outstanding fees. 

Prioritize Service Level Agreements 

A help desk with SLA targets will inspire confidence in your staff and students. An SLA, or Service Level Agreement, is a defined agreement between the service team and the end user to outline expectations. 

Opt for a help desk that enables your school district administrator to create and assign priorities that outline how quickly each ticket should be addressed and, ultimately, how quickly it can be resolved. Designating a specific time for each priority level allows your technicians to spend less time interpreting incoming tickets. Instead, they will have a realistic expectation of how much time a ticket will take to resolve, leading to easy prioritization. 

Faster Help Desk Ticket Resolution Times, Enhanced Asset Tracking and Accountability 

Read how Jacksonville City Schools bid adieu to clunky device repair processes and introduced easy-to-use help desk ticket submissions and asset tracking, leading to faster ticket resolution times, easy reporting, and enhanced accountability.

2. Select a Solution That Sets Your Support Team Up for Success 

While it is essential to consider your staff and students’ needs, it is also important to select a help desk solution with your technicians in mind. 

Reporting and Insights Designed for K-12 

Select a solution that can generate important insights to monitor the health of your school district’s assets. Prioritize options that allow customizable reporting that provides visibility into department performance, team workflows, and trends.

Once Again: Integrations That Maximize Visibility 

Yes, this is called out above, but it is worth mentioning again. A help desk solution that integrates with other essential systems will create a powerful platform to support your technology team. Asset management and Single Sign-On integration enables efficient data centralization, decreasing the need to gather information from multiple systems. Integrations help the team to resolve issues efficiently and effectively. 

End-of-Case Surveys 

A help desk should allow visibility and oversight into department service. With end-of-case surveys, administrators can gather feedback from staff and students who work with service providers to monitor satisfaction levels.  

3. Ensure Your Solution Has These Essential Features 

When considering your future help desk options, be sure the system you select checks all of the following “essential features” boxes — not just nice-to-have options. Consider your school district’s needs when prioritizing features. 

Some examples of “must-have” instead of “nice-to-have” features include: 

4. Schedule a Demo with Core Users 

When you are ready to explore help desk options, schedule a demo with your core stakeholders. 

Consider which department personnel will be on the call. Make sure to include individuals who will utilize the product and stakeholders responsible for gaining buy-in and communicating implementation. 

5. Develop an Implementation Plan 

Even before you’ve made a final decision regarding a new ticketing system, you will want to have a plan in place for the switch. 

Your team’s next challenge is to successfully communicate new mindsets, processes, and responsibilities to school district staff to ensure a smooth user and project adoption. 

This guide to evaluating K-12 help desk systems will help you confidently approach vendors with key questions, so you can determine which system is right for you. 

Simpler Device Tracking and Easier Ticketing

Hawkins County Schools uses Frontline Asset Management and Help Desk Management to track and support thousands of devices. Here’s how they went from paper work orders to customized workflows and an easier system for students, staff, and technicians alike.

Read More

Frontline Help Desk Management is Designed to Meet the Needs of K-12 School Districts 

As technology plays a greater role in instruction, the need to address support requests quickly only grows. Frontline Help Desk Management makes it easy to manage the influx of work orders to spend less time managing tickets and more time resolving them. 

Teachers, staff, and students can submit help desk tickets through an online portal with built-in shortcuts for any assets already assigned to them in Frontline Asset Management. By integrating your platform with other systems, such as your SIS, you can simplify workflows with even further automation. Integrating Help Desk Management with Asset Management, providing customizable workflows, and maximizing the visibility of your school district’s asset health can help you save time, money, and resources. 

Discover Help Desk Management today
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7 Tips for Principals to Boost End-of Year Teacher Engagement

As the school year draws to a close, it’s important for K-12 principals to find ways to keep teachers engaged and motivated. The end of the school year can be a stressful and overwhelming time for educators, but with the right strategies, principals can boost teacher morale and retention. Here are seven tips to keep your teachers engaged as the academic year winds down. 

1. Recognize and Celebrate Year-End Achievements 

Recognition and appreciation go a long way. Host an end-of-year celebration to acknowledge the hard work and accomplishments of your teachers. This can be a formal awards ceremony, a themed luncheon, or a casual after-school gathering. Taking the time to celebrate their successes can boost morale and foster a sense of community. 

Tips: 

  • Create personalized certificates or awards for achievements throughout the year. 
  • Highlight individual and team accomplishments, including student success stories influenced by their teaching. 
  • Encourage peer recognition by having teachers nominate each other for various awards. 

2. Offer Relaxation and Stress Relief Activities 

The end of the school year can be particularly stressful. Plan activities that help teachers unwind and de-stress. This could include wellness activities like yoga sessions, mindfulness workshops, or even simple social gatherings like coffee breaks or potluck lunches. 

Tips: 

  • Schedule yoga or meditation sessions during lunch breaks. 
  • Organize a “Stress Relief Day” with activities like massages, aromatherapy, and quiet time in a relaxation room. 
  • Set up a gratitude wall where teachers can leave positive notes for each other. 

3. Provide Targeted Professional Development 

Invest in professional growth opportunities that focus on reflecting on the past year and preparing for the next. Offer workshops that help teachers review their experiences and plan for improvements. This not only keeps them engaged but also helps them feel prepared and supported. 

Tips: 

  • Host a “Year in Review” workshop where teachers can share what worked and what didn’t. 
  • Offer sessions on innovative teaching strategies they can implement next year. 
  • Provide opportunities for teachers to attend conferences or webinars during the summer. 

Handpicked Content:

Teacher Retention Strategies: Ideas to Keep Great Educators

4. Facilitate Meaningful Reflection and Feedback Sessions 

End-of-year reflections are crucial for growth. Schedule one-on-one meetings with teachers to discuss their experiences, challenges, and successes over the past year. This shows that you value their input and are committed to their professional growth. 

Tips: 

  • Use a structured reflection template to guide the conversation. 
  • Focus on both positive feedback and areas for development. 
  • Set collaborative goals for the next school year based on these reflections. 

5. Organize End-of-Year Team Building Activities 

Strengthen your team with fun and engaging activities. Plan team-building events that foster camaraderie and a sense of belonging. These activities can help teachers relax and build stronger relationships with their colleagues. 

Tips: 

  • Organize a staff field day with fun, competitive games. 
  • Plan an off-campus retreat or picnic to unwind and bond. 
  • Host a themed party or social event to celebrate the year’s end. 

Handpicked Content:

Innovative Approaches to Attract, Engage, Grow, and Retain Talent

6. Provide End-of-Year Support and Resources 

Ensure teachers have the resources they need to wrap up the year efficiently. This can include administrative support, access to necessary materials, and clear communication about end-of-year procedures. 

Tips: 

  • Provide checklists and templates for end-of-year tasks, like report cards and classroom clean-up. 
  • Offer additional administrative support to handle paperwork and other time-consuming tasks. 
  • Ensure clear communication about deadlines and expectations for end-of-year activities. 

7. Involve Teachers in Planning for the Next School Year 

Engage teachers in the planning process for the upcoming year. Involving them in curriculum planning, setting goals, and preparing for new initiatives can keep them motivated and excited about the future. 

Tips: 

  • Host planning sessions where teachers can share their ideas and collaborate on new projects. 
  • Involve teachers in developing new curriculum materials or instructional strategies. 
  • Set up committees to work on specific goals or initiatives for the next school year. 

A committed and motivated teaching staff is essential for the success of any school, and these strategies can help ensure that your teachers feel valued and supported as the school year comes to a close. Keeping teachers happy and engaged not only enhances their job satisfaction but also strengthens the overall school community, paving the way for continued success in the years to come. 

Learn more about how Frontline supports K-12 Principals.
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How K-12 Districts Can Use Location Data to Increase Equity over Summer Break

Summer: Not a “Vacation” for Every Student 

 

Mrs. Johnson’s third grade students file into the classroom, take their seats, and open their notebooks to start their bell work. Projected on the whiteboard, a prompt reads: “Summer break is coming soon! Write about a fun trip you might go on, a cool activity you want to try, or a special holiday you will celebrate.” Most students get started right away. Shane writes about attending basketball camp at the local university and meeting his favorite college players. Tracey writes about a family trip to the beach. Mark writes about celebrating his birthday with presents, cake, and a bounce house. Jade doesn’t write anything at all because, unlike her peers, her summer plans are less certain. With school closed for the summer, she worries about where and when she will eat. With her parents away at work all day, she worries about how she will fill her time.

The Summer Care Gap 

But Jade isn’t alone in her uncertainty. More than 10% of American children live in food insecurity. Additionally, in about two-thirds of American households with children, both available parents work and must arrange care for their children when school is out of session. For many, this means piecing together summer camps, programs, and care that costs a good chunk of their earnings. This model is financially and logistically unsustainable for many American families, and some, like Jade’s are left with only one option: leaving their children home alone. Without reliable meals and more capable peers or adults to provide academic enrichment activities, many American children begin the new school year with decreased abilities in essential skills like reading and math. 

Challenges K-12 Districts Face as they Try to Bridge the Gap 

K-12 districts do their best to address summer gaps including providing consistent access to healthy food through federally funded, state-administered summer nutrition programs. The National School Lunch and Breakfast Programs provide nutritious meals to kids who participate in qualifying summer school programs. SUN Meals, another summer food service program, allows agencies to distribute food at eligible locations including schools, churches, and parks. However, states report challenges with meal sites, participation, and program administration.  

One of these challenges is selecting an accessible site for the students who most need it. About 20 million pre-high school students live too far to walk or bike to school and about 20% of economically marginalized families do not own a vehicle. So, without bus availability, the optimal site is one that is safely walkable. However, manually mapping all qualifying students’ home addresses, identifying highly concentrated areas of students who receive free and reduced priced lunch, and then selecting a site within walking distance of that location is tedious and time-consuming work.  

Using Student Location Data To Make Faster and Smarter Decisions 

Committed to serving all students, including those who are most in-need, some district leaders have integrated student location data with other student-level data points that they regularly track. Using a comprehensive mapping tool, administrators can load and visualize data so that they can more easily identify trends and make the right decisions, like which neighborhood to select for the site of their summer nutrition program. 

The map below shows a district’s geography with black lines marking school boundaries. Each person icon represents a student’s home location. The fill color indicates free or reduced priced lunch eligibility (See the legend in the top left corner of the map). Notice the concentration of blue in the center of the map – this might be the ideal location for summer meal support and academic enrichment. 

Users can select this area to drill down into the data and see the socio-economic, grade level, and school breakdown of the students who reside within it (See the map below). This information can help school leaders and program administrators rest assured that the location is suitable for a summer food service program. 

By utilizing data analytics software, district leaders can easily identify patterns and make smarter decisions to help students, like Jade, have a worry-free summer.  

How RFID Can Make Physical Inventory Management Easier

Physical inventories can be so daunting. Countless mundane hours of touching every single asset across your district, manually inventorying mobile devices, projectors, access points, server rooms, and everything in between is dull, time-consuming, and leaves room for human error.

Imagine if you could magically inventory everything within 14 feet of you in just a few seconds.

With Radio Frequency Identification (RFID), it’s possible, allowing you to speed up your inventory audit. (Sorry for the mislead there — it’s not actually magic.)

“Any sufficiently advanced technology is indistinguishable from magic.”

— Arthur C. Clarke, Profiles of the Future: An Inquiry into the Limits of the Possible

What is RFID? 

What do tollbooths, concert wristbands, and your favorite retail store have in common? RFID! 

RFID, or Radio Frequency Identification, is a technology that utilizes radio frequency waves to transfer data and information. RFID tags can uniquely identify and track inventory and assets. And unlike barcodes, the RFID tags do not require direct line of sight or proximity to successfully confirm the location of an asset while performing a physical inventory. 

RFID technology works by transmitting radio waves between an RFID scanner (sometimes called an RFID interrogator) and an RFID tag, which is made up of a microchip with an antenna. When a scanner sends out electromagnetic waves, the RFID tag attuned to receive the waves sends a unique signal back to the scanner. The microchip on the RFID tags holds information on the tag and relays the electronic product code (EPC) and asset tag number to the RFID scanner.  

There are three essential elements involved in this transaction: 

RFID Tags 

RFID tags can be affixed to assets to be read by the reader. You can tag items that are mounted to ceilings or walls, stacked in carts or cabinets, and stored out-of-sight. 

  • There are two types of RFID tags: 

Passive tags don’t require their own power source — rather, the tag is powered by the scanner. They are affordable, have a long life (with no need for battery power), a shorter communication range and have a smaller profile as a thin and flexible tag. Cost varies $1-$5 per tag, depending on what assets you are going to tag and how many tags you are purchasing. 

Active tags use a battery to power the tag, which continuously broadcasts a signal. Active tags have a greater read range, but the battery generally lasts for 3-5 years and requires replacement. Cost: $15-$100 per tag. 

Barcode scanners and QR codes are other options for scanning assets. While RFID inventory management has significant advantages such as better security and the ability to scan multiple items at the same time from a greater distance without a direct line of sight, there is also a higher up-front cost. While you can print barcodes and QR codes yourself, the same is not true for RFID tags. But it is worth noting that the RFID tags offered by Frontline include a barcode for manual scanning as well. 

  • RFID Scanner/Reader 
    RFID tags can be read simultaneously and automatically by the RFID scanner. You don’t have to physically scan each asset, instead, the RFID scanner will read RFID tags within 14 feet. 
  • Software 
    What use is important data read from the tags without a way to store and understand it? Software enables you to collect and understand the information in order to manage inventory across your district. 

Make Inventory Audits Easier with RFID 

RFID technology makes it possible to scale your device inventory audits by addressing the challenges that strain your current processes: limited staff resources, increased inventory purchases, and an overwhelming number of building locations. 

Not only can RFID inventory management save your technicians valuable time, but it can also immediately sync audit results into Frontline’s Asset Management. By automatically updating your database, your team can make real-time decisions based on accurate data. 

Here are a few ways that RFID can help you manage assets more effectively:  

  • Tag Your District’s Assets with RFID 
    RFID tags can be read simultaneously and automatically by the RFID scanner. You don’t have to physically scan each asset — instead, the RFID scanner will read RFID tags within about 14 feet. This means that you can instantly inventory your assets and mobile devices that are hard to reach. You’ll be able to inventory projectors mounted to ceilings, tablets or laptops in storage or on a cart*, and routers and switches overhead, simply by being in the same room as they are. 

* Materials such as metal or water (or people) can interfere with RFID frequencies. When using RFID to scan for assets in a room, ensure that computers are not stacked directly on top of one another and open doors to storage closets and technology carts. 

  • Make Confident Decisions Based on More Accurate Data 
    Not only does RFID give your technicians the capability to reduce manual data entry, save time, and increase accuracy, it also immediately syncs audit results with an asset management system. When you reconcile inventory, your team can make real-time decisions based on accurate data. With a clear picture of what you have and where it is, you can make smarter purchasing decisions, saving your district time and money.
  • Cut Time Spent on Physical Inventory in Half  
    Depending on the size of your district, inventory at each school can take several days. With RFID capability, you can trim that to just a few hours. By cutting down the time spent performing audits and making the process easier, you can conduct inventories more often and more easily, helping discover underutilized inventory, improving your data accuracy and making better use of the inventory you have. 

Is RFID Right for Your District? 

While RFID is remarkably effective and can save K-12 technology departments significant time, be wary of claims that it will solve all problems for all districts everywhere. If your school district is considering RFID, performing a physical inventory is highly recommended. 

Learn how Frontline’s Asset Management software can help you track your district’s assets with RFID and/or other scanning methods. 

From Staffing to AI: Presenting Key Trends from Frontline’s K12 Lens Survey

Like so many in the K-12 space, we read constantly about the many challenges that school leaders face. Among the list include staffing shortages, increasing student needs, enrollment fluctuations, inconsistent funding, and major technology shifts, including the latest player to the game: generative AI.

We always have questions and are committed to answering them and developing more nuanced understandings of these important issues, which often are not as simple as they seem. Our latest effort to get some answers involved surveying about 700 K-12 personnel.

Check out our key findings in the infographic below and for even more insights be sure to read the K12 Lens.

Quiz: Have You Outgrown Your Inventory Spreadsheets? 

We talk to school districts every day about their inventory management needs and challenges. These conversations have taught us that there are several key signs that indicate when a district’s inventory control spreadsheet days are (or should be!) over.

Are you in that boat? Take our quiz and find out. 

K-12 HR End-of-Year Checklist: Ensuring a Smooth Transition to Summer and Beyond

We know that K-12 Human Resource staff have a lot on their plates, especially as the school year winds down. Between managing staff, updating records, and planning for the next academic year, it can often feel like a juggling act. But don’t worry, we’re here to help make the end of the year as smooth as possible with our K-12 HR end-of-year-checklist.  

This guide is designed to keep all your ducks—or should we say, school buses—in a row, helping ensure a seamless transition to summer and setting the stage for a triumphant return in the fall.

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11 Steps to Wrap Up Your School Year 

1. Complete Performance Evaluations 

End the school year by conducting thorough performance evaluations for all staff. This is a crucial step in recognizing achievements, addressing areas for improvement, and planning professional development opportunities.

2. Update Staff Records and Certifications 

Ensure all staff records are current, including contact information, emergency contacts, and professional certifications. Verify that any required certifications are up to date and schedule reminders for renewals due in the upcoming school year.

3. Conduct Exit Interviews

For staff not returning in the next academic year, schedule and conduct exit interviews. These can provide valuable insights into the working conditions and potential areas for organizational improvement. 

4. Staffing for Summer and the New School Year 

Review staffing needs for summer programs and the upcoming school year. Begin recruitment early to fill any anticipated vacancies and ensure a smooth start to the new school year. 

5. Review and Update HR Policies 

Stay compliant with changes in labor laws and educational policies. Review your HR policies and update them as necessary to reflect any new regulations or district initiatives. 

Hand-picked Content: The Balancing Act of K-12 HR

How many hats do you wear? Read Now –>

6. Plan and Schedule Professional Development 

Professional development doesn’t stop when the school year ends. Whether it’s technology integration and digital literacy or social-emotional learning (SEL), plan and schedule summer training sessions to enhance your staff’s skills and prepare them for new challenges in the upcoming year. 

7. Enhance Employee Engagement and Wellness Programs 

Evaluate the effectiveness of your current employee wellness and engagement programs. Summer is a great time to introduce new initiatives or enhance existing programs to boost morale and support staff well-being. 

8. Prepare for Onboarding New Hires 

Did you know only 28% of districts have digital onboarding processes? The end of the year is the perfect time to streamline your onboarding process for new hires. Ensure that all onboarding materials are updated and that your process is ready to welcome new staff effectively. 

Hand-picked Content: The Onboarding Opportunity

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9. Utilize Data & Analytics for HR Decisions  

Analyze data from performance evaluations, surveys, and other HR metrics to inform staffing decisions, professional development plans, and employee engagement strategies. Use this data to identify trends, address issues, and enhance overall organizational effectiveness. 

10. Budget Review and Resource Allocation 

Conduct a thorough review of the past year’s budget and make adjustments for the upcoming fiscal year. Ensure that resources are allocated efficiently to cover all necessities, from staffing to professional development.  

11. Communicate with Staff and Stakeholders 

Keep the lines of communication open. Provide regular updates about any changes or important dates for the upcoming school year through newsletters, emails, and staff meetings. 

This comprehensive K-12 HR end-of-year checklist ensures that HR administrators can manage their responsibilities effectively, allowing them to focus on what truly matters—supporting the educators who nurture our students’ growth.  

As we move forward into summer and the next academic year, preparation today can pave the way for success tomorrow. 

Ready to ditch all that paper? Learn more about Frontline Human Capital Management.

Webinar Recap: Cultivating Exceptional Mentor Programs in K-12

In one of our recent power-packed webinars, the Professional Development team from Brevard County Public Schools joined us to discuss the importance of mentorship in K-12 and its impact on teacher retention and effectiveness. 

This post gives you a quick summary of the session, a closer look on Brevard County mentor programs, and best practices for HR and C&I teams to take back to their school districts. 

Interested in a preview? Check out this snippet! 

Webinar Speakers:

  • Susan Walters, Solutions Director, Frontline Education  
  • Bridget Reed, Learning & Development, Brevard Public Schools 
  • Lisa Stanley, Professional Learning & Development, Brevard Public Schools 
  • Lynnette Thorstensen, PD Specialist, Brevard Public Schools 

Webinar Topics: 

  • Identifying and developing core mentor qualities 
  • The blueprint to becoming a mentor 
  • Strategies for a conducive mentorship dynamic 
  • Setting your mentor program apart

Brevard County: Enhancing Teacher Induction and Mentoring  

Brevard County Public Schools is one of the top 50 largest districts in the United States, with 8 schools, over 73,000 students, and 5,000 teachers. They’ve seen a dramatic increase in the hiring of teachers on temporary certificates—from 50 to 300 over four years. This created an urgent need for the C&I team to create and establish a robust support system for their educators without formal teaching credentials. 

Brevard County: A Closer Look 

  1. Mentoring for New Teachers on Temporary Certificates: 

Approximately 52% of Brevard’s new teachers are on temporary certificates. This high percentage underlines their strategic focus on mentoring as a critical support structure to help these educators transition successfully into their teaching roles. 

  1. Evolution and Data-Driven Adjustment of the Mentoring Program: 

The team at Brevard continuously refines their mentoring program based on ongoing data analysis. This approach allows the district to adjust its strategies to better meet the needs of new teachers and ensure that the program remains effective and responsive. 

  1. “College of Education” Approach: 

The team adopted what they refer to as a “College of Education” approach, where new teachers are provided with the necessary training from day one, akin to handing them the keys to their new profession. This method involves intense initial training and ongoing support to mimic the structured learning environment of a traditional college of education. 

  1. Characteristics of Effective Mentors: 

Not all excellent teachers are effective mentors. The Brevard team emphasized the importance of selecting mentors who are not only skilled teachers but also empathetic, supportive, and capable of acting as advocates and role models for new teachers. Effective mentors should also be well-versed in the systemic and cultural aspects of the school and district, to better guide new teachers through their early years. 

Handpicked Content:

The Guide to Nurturing New Teachers for Growth and Retention

Learn More

Strengthening Educational Support through Innovative Mentoring 

Throughout the duration of the webinar, Bridget, Lisa, and Lynnette take a deeper dive into mentoring, and discuss strategies and best practices. From training modules and mentoring meetings to the use of technology to manage and improve the mentoring process, this team covers it all. 

The main takeaways: 

  1. Adaptive Training Methods: 

Educational organizations should offer flexible training delivery methods, including nighttime and virtual sessions. This flexibility accommodates diverse schedules and learning preferences of new teachers, helping them integrate more effectively into their roles without compromising their existing commitments. 

  1. Monthly Mentoring Meetings: 

It’s beneficial for lead mentors to organize monthly mentoring meetings that cover a variety of educational topics. These sessions should be tailored to address current educational needs and challenges, providing continuous support to mentors. This structure ensures that mentors are equipped to guide new teachers through the dynamic landscape of modern education. 

  1. Comprehensive Communication: 

Implementing a monthly newsletter that reaches all stakeholders involved in the mentoring process, from principals to administrative staff, can significantly enhance the visibility and effectiveness of mentoring programs. Such communications not only inform but also engage and rally support across the organization, fostering a collaborative environment. 

  1. Feedback and Continuous Improvement: 

Regularly collecting and analyzing feedback from mentoring program participants is crucial. This process helps identify areas for improvement and ensures that the program adapts to meet the evolving needs of mentors and mentees. Effective feedback mechanisms can lead to timely and significant enhancements in the mentoring process. 

  1. Cultural and Personal Integration: 

Addressing the personal and cultural integration needs of new teachers, especially those relocating from different areas, is essential. Providing information and support regarding local amenities, housing, and community engagement can ease the transition for new teachers, enhancing their satisfaction and overall well-being, which contributes to better job performance and retention rates. 

Handpicked Content:

Creative Ways to Encourage, Motivate, and Support Your Teachers

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Cultivating Exceptional Mentorship in K-12 Education 

The key takeaway: Effective mentor programs not only facilitate ongoing professional development through tailored training sessions and mentoring meetings, but they also address the personalized needs of new educators. This holistic strategy ensures that new teachers receive the necessary support to succeed professionally and adapt personally, significantly enhancing their ability to thrive in their new roles and environments. 

Watch the full on-demand webinar here. 

Looking to learn more about Frontline Professional Growth?
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Teacher Appreciation Week #ThankATeacher

It’s Teacher Appreciation Week!

It’s no secret teachers are the backbone of our education system. Their hard work, dedication, and unwavering commitment is invaluable, and we are continually grateful for all that they do each and every day.

We want to take a moment to express our gratitude to those who work tirelessly to educate and inspire the next generation of leaders, thinkers, and innovators.

So, to all teachers, past and present, thank you for the impact you’ve had on our lives here at Frontline and the lives of countless others.
#ThankATeacher

#ThankATeacher: Mrs. Jameson

I am delighted to recognize Mrs. Jameson – my sophomore US Government Teacher. A rigorous & demanding teacher who challenged us daily! Walking into her classroom you could not help but notice that all 8 chalkboards were completely filled with notes for that day’s lessons. Because of her, I majored in political science and became a social studies teacher! All before the digital age, she had us put together a portfolio with bios and pictures of our representatives, cabinet members, and supreme court justices. A fun fact – she received a letter from the Supreme Court after so many of her students wrote to them asking for a picture of all the justices! The letter asked her to please refrain from asking her students to write to them requesting a group picture. Their offices simply do not have the staff to handle so many requests!

Alfredo Loredo

#ThankATeacher: Mr. Swirsky

One of the fondest teacher memories I have is that of my 5th grade English teacher, Mr. Swirsky. Mr. Swirsky not only took a keen interest in ensuring I was academically prepared for middle school, but also served as a mentor for several years into high school. He sometimes had a “tough love” approach to learning which I appreciate now (but perhaps not at the time!). One specific instance is the time that he made all of his students line up at the doorway to his classroom. He would not permit anyone to enter until they recited EVERY auxiliary verb in under 20 seconds. To this day, I would confidently challenge anyone to a race in reciting these! Thank you, Mr. Swirsky!

Bill O’Shea

#ThankATeacher: Miss Erickson

From my youngest memories, I genuinely loved school, and my teachers were a primary reason. I could write about many of them, but one that I’ve rarely shared publicly was Miss Erickson. She was my 3rd grade teacher and I think only a year or two out of college, and her energetic enthusiasm in the classroom was infectious. She had the privilege (or challenge?) of having my two best friends and me in her class, and all three of us loved art. Our favorite “special” was Art Class, we took private art lessons together, and we were constantly drawing anything and everything during class. Rather than discourage the incessant doodling of three eight-year-olds as a distraction to academic learning, Miss Erickson embraced it and gave us something productive to focus on during second semester: she arranged for the three of us to put on our own art show in the elementary school lobby. We each worked on new drawings and paintings for months, curated our collection, matted and framed our pieces, and finally, one Saturday afternoon, filled that corridor with a pretty impressive (imho) art exhibition of our own creation. The show stayed up for weeks, was one of my proudest elementary school memories, and was the first of numerous art shows and exhibitions I would participate in as I eventually pursued a career in art and design. One of the many threads I can trace from the career success I’ve enjoyed goes back to Miss Erickson’s outside-the-box encouragement of my creative talents.

Rand Habegger

#ThankATeacher: Mr. Daniel

I wanted to recognize Mr. Daniel. He was my Finance Magnet teacher in the National Academy of Finance magnet program I attended in high school. His passion for business and finance education inspired me in so many ways. I pursued degrees in Business Administration and Economics in college as a result of his classes and after working in sales/marketing for about 5 years after college, I decided to take further inspiration from Mr. Daniel and I helped open the first Junior Achievement-sponsored Business & Entrepreneurship Magnet Program in Florida, which was a life-changing experience for me. I still talk to Mr. Daniel a few times a year and never miss an opportunity to remind him what a difference he made in my life and all the ways he has inspired me. PS – He is still leading that program and my daughter is starting high school there next year. I am hoping and praying she will be able to take his classes as well.

Taylor Plumblee

#ThankATeacher: Ms. Barry

In high school the teacher who made a lasting impact on me was Ms. Barry. Initially I switched into her Shakespearean Reading class to hang out with my friends, but I quickly learned that Ms. Barry was unlike any teacher I’d ever met. Once you were in her class you became one of her “kids” and she fostered an environment where each of us could learn, grow, make mistakes without judgement and navigate some of the most complex years of young adulthood. Whether it was a great or awful day we could all count on Ms. Barry. She made learning about Shakespeare in High School engaging and fun. She was our greatest supporter and I still feel comfort when I think back to the energy of her classroom. She helped set me on a path to become who I am today and I’m eternally grateful for that!

Nichelle Smith

#ThankATeacher: Mrs. Pope

My mom was a teacher that impacted my life beyond measure. She was my 7th & 8th grade English teacher and a teacher for 20+ years. I don’t really have one story because she was a teacher not only at school but at home as well. She constantly pushed me in my classes and made sure I was doing my best. If I didn’t understand something she would take the time to sit down and help me. She grew up on a farm and was incredibly hard working and taught my brother and I to be the same. Her passion for education and hard work made her a wonderful teacher and role mode. While she is no longer with us the impact she had on the lives of her students and myself will last forever.

Jon Pope

#ThankATeacher: Mr. McGrath

I want to recognize my high school gym teacher Mr. McGrath. I had some pretty miserable experiences in gym class in middle school, so I really dreaded gym class going into high school. I was lucky enough to land in Mr. McGrath’s class. For fitness testing, he made everything feel low pressure, and encouraged us to focus on our strengths rather than our weaknesses. When we did a test to see how fast we could run 200 meters, he asked if I’d try one more time because he thought I could push myself harder. That second try was the first time I felt the rush that comes with a really great run. I didn’t fall completely in love with running until much later (about 2 years after college), but looking back, I appreciate that he saw something in me that I couldn’t yet see in myself, and he never made assumptions about someone’s athletic ability based on how they look.

Elise Ozarowski
Do you have a teacher you want to thank?
Mention us on Twitter @FrontlineEdu and use the hashtag #ThankATeacher!

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Position Management: Moving from Transactional to Strategic Thinking

In our latest webinar, we explored the intricate details of position management and its critical role in the strategic planning and staffing of K-12 school districts. If you couldn’t attend, or are simply looking for key takeaways, you’re in the right place! 

This blog post summarizes the main points discussed during the session to ensure you walk away with a comprehensive understanding of how effective position management can transform your district’s HR processes. 

Interested in a preview? Check out this snippet! 

Webinar Speakers:  

  • Jen Lodovico, Strategic Consultant, Frontline Education 
  • Maria Bird, Compensation Program Specialist, York County 
  • Mitch Welch, Solutions Director, Frontline Education 

Webinar Topics: 

  • Understanding the difference: position management vs. position control 
  • Effective dating and its impact on strategic planning 
  • Navigating the movement of positions and people across the district 
  • Empowering principals with data to drive decision making 

What is Position Management in K-12? 

Position management is a strategic approach that goes beyond simply filling vacancies as they arise. As explained by our experts, it involves strategic planning and visibility to align staffing decisions with the organization’s broader goals and budget constraints, ensuring that each position not only fills a vacancy but also contributes effectively to the organization’s overall objectives. 

Check out how our webinar speakers define position management: 

  • “A lot of times, it differs from what an administrator might think because they focus on the people aspect. When someone leaves, the immediate thought is that we need to replace that person. However, in the HR and Finance world, the focus is on determining what positions are necessary to handle our business needs at the end of the day. It’s not just about the numbers.” – Maria Bird 
  • “Position management provides visibility and transparency into everything you’re doing. With this visibility and transparency, you can make the correct staffing decisions for the children, as these positions ultimately impact them directly. So, what are we doing? How are we evaluating these positions?” Jen Lodovico 
  • “Position management involves more than just filling the ‘chair’; it also encompasses the movement of positions, changes within positions, position notifications, contract renewals, and campus visibility. You really have to consider how you manage positions across our entire division, rather than just replacing someone who has left.” – Mitch Welch 

Hand-picked Content:

The Guide to Mastering Position Management and Employee Data in K-12   
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Webinar Takeaways: Position Management Best Practices  

To summarize, position management is not just about filling vacancies; it’s a strategic approach to defining and managing roles within various departments or schools. Below are five best practices for position management, as outlined by Jen, Maria, and Mitch throughout the webinar.  

By implementing these tips, you’ll be well on your way to ensuring that your district’s staffing is aligned with operational and strategic goals, rather than simply replacing outgoing staff. 

  1. Enhancing Visibility and Transparency: 

A key benefit of robust position management is the increased visibility and transparency it provides. This clarity allows for more informed staffing decisions, ensuring that personnel align with the organization’s needs and objectives, which is crucial for maintaining efficiency and staying within budget. 

  1. Leveraging Technology for Efficiency: 

Integrating advanced HR systems can significantly streamline position management processes. These systems facilitate real-time updates on staffing changes, simplify the tracking of vacancies, and enhance the overall efficiency of the hiring process, moving away from outdated methods such as manual tracking and spreadsheets. 

  1. Maintaining Data Integrity: 

Consistency in job titles and role responsibilities across different departments is essential for data integrity. This uniformity helps prevent confusion and inefficiencies, underscoring the need for standardized position management processes that support accurate staffing and budgeting. 

  1. Proactive Strategic Staffing: 

Effective position management requires a proactive approach, anticipating future staffing needs based on trends and projections. This foresight allows organizations to strategically recruit and fill positions, rather than reactively scrambling to address unexpected vacancies. 

  1. The Crucial Role of HR: 

HR’s role in position management extends beyond filling positions; it involves ensuring that each role is strategically aligned with the organization’s goals. This includes managing the movement of positions within the organization, filling roles appropriately, and adapting to both internal changes and external factors. 

Position Management: Moving from Transactional to Strategic Thinking 

The key takeaway: Position management is a dynamic and crucial aspect of organizational strategy. By adopting a structured, technology-driven approach, organizations can enhance their operational efficiency, reduce staffing challenges, and better align their human resources with strategic objectives.  

We hope these insights from our recent webinar help you understand the importance of strategic position management and inspire you to implement or refine your own practices. 

Watch the full on-demand webinar here. 

Looking to learn more about Frontline HRMS? Learn more here.