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Navigating Student Data in the Senior Year: Strategies for Graduation Success and Beyond

Scrambling to Determine Graduation Eligibility 

As the school year races to the finish line, school personnel are narrowing in on student data to make sure seniors are ready for graduation and beyond. For many districts, this means carefully auditing student data, like attendance rate, credits earned, grade point average, and assessment scores to make sure that each student has met state and district graduation criteria. But with student data in different systems and managed by different people, this can be a tall order. With just a handful of weeks left, the pressure is on to make sure that all the right boxes are checked. Missing just one state graduation requirement, like an attendance rate above 90%, could result in graduation ineligibility as was the case for almost all students in this district. Keeping an eye on key data points, standing by with ready-to-go interventions, and planning for every scenario is vital at this time in the year. 

Managing Senior Students’ Data Throughout the School Year  

Increasing pressures during senior year, like applying to college or finding a job, combined with dwindling motivation, especially in the fourth quarter, can create the perfect storm for data surprises. This can be especially true for students who have had irregular attendance, behavior, and academics in the past. So how can districts shore up their data processes to prevent students from falling through the cracks in the final hour? Look at the guide below which provides strategies to monitor and engage students in each quarter of their senior year. 

Guide to Senior Student Data Management by Academic QuarterQ1Q2Q3Q4
Identify each student’s post-graduation pathway to guide academic planning and figure out graduation requirements.  
Identify all student data sources. 
Join data to create holistic picture of student performance. 
Select indicators to track, like chronic absence, disciplinary referrals, D’s and F’s, extracurricular involvement, etc. 
Set thresholds for high, medium, low, and no risk of graduating on time. Example: high risk students attend less than 90% of school days while medium risk students attend between 90% and 94%, and low risk students attend more than 94%.  
Check half-year course performance and attendance. 
Update data. 
Pull lists of students flagged by indicator threshold(s) and share with leadership teams. 
Work with teachers, students, and families to plan intervention strategies. 
Intervene and progress monitor. 
Check year-end course performance and attendance. 
Audit state and district-mandated graduation requirements. 
Check indicator threshold accuracy by comparing the list of students who did not graduate to the list of students who were flagged by the indicators. Then, adjust indicator thresholds. For instance, if attendance high-risk was set to <90% of school days, but some students who attended 92% of days did not graduate, adjust the high-risk threshold to <93%. 

How Districts Can Intervene in the Final Weeks 

While student data and best practices should always guide intervention decisions, they are especially important to consider when time is of the essence, to make sure that intervention efforts are hitting the right target. An important and timesaving first step is figuring out which indicator is flagged and why. For instance, a student may be chronically absent because they are missing school to work so that they can help financially support their family, they have unreliable school transportation, or they have school anxiety. Each root cause requires a different intervention approach. Similarly, a student may have poor grades because they are chronically absent, have low self-efficacy in the subject, need more support because of language learner or special education status, or are lacking essential resources at home like internet access.  

Table 1 displays a mutli-tiered system of support (MTSS) targeting the three indicators that research suggests most impact school completion: attendance, behavior, and coursework. Tier 1 activities can be embedded into core programming for the benefit of all students. Tier 2 activities are standardized, small group interventions delivered to students who have not responded well to tier 1 activities and need more support developing skills related to the essential indicators. At tier 3, students who have not responded to tier 2 interventions and for whom academic, social, emotional, and/or behavioral needs persist receive more intense and personalized intervention. Each activity can be implemented in the fourth quarter. 

Table 1 – Intervention Strategies Targeting Essential Indicators

 Tier 1 
Universal, Core  		Tier 2 
Small Group, Standardized 		Tier 3 
Individualized, Intensive 
AttendanceProvide detailed and prompt information to caregivers about student’s absences.  
Provide clear communication about school transportation to students and caregivers.  
Provide universal screening for social, emotional, and behavioral health.		Co-create evening and morning checklists to streamline students’ routines. 
Implement a school-based mentorship program where mentors meet with students regularly to discuss the importance of attendance and help resolve issues. 		Provide modified school schedules, like night school, Saturday school, and/or half-days. 
Provide virtual or at-home tutoring. 
BehaviorEstablish a positive behavior support system that rewards good behavior and following school rules. In homeroom, study hall, or after school offer small group sessions for social skills training to help students manage their emotions and improve interactions with peers and teachers. Provide individualized behavior plans developed with a counselor for students with ongoing disciplinary issues. 
AcademicsEngage students with course content and assignments by giving them real audiences, purposes, and tasks. Provide peer tutoring or after-school help sessions. Collaborate with external educational services for intensive tutoring and academic support, especially in subjects needed for graduation. 
Assign to a credit-recovery program. 

Alternative Plans for Students Who May Not Graduate on Time 

It is essential to remind seniors who are facing the possibility of not graduating on time that there are alternative paths to achieving their academic goals. While the traditional timeline may not be possible, there are several options worth considering:   

  1. Summer School: Students can attend a summer program to catch up on credits and graduation requirements. 
  1. Credit Recovery Courses: These courses, often available online, can provide students with the chance to make up for failed or incomplete coursework. 
  1. GED (General Educational Development): Students can take the GED test which measures proficiency in course academic areas and serves as a recognized equivalent to a high school diploma. 
  1. Adult Education Programs: Many communities offer adult education programs tailed to individuals looking to complete their high school education. These programs often provide flexible scheduling and personalized support to help learners earn their diplomas at their own pace. 
  1. Dual Enrollment Programs: Offered by local community colleges and technical schools, students can enroll to earn high school credits while also gaining college credits.  
  1. Gap Year with Purpose: Students can take a structured gap year to focus on academic improvement and personal growth. In this time, students can explore their interests by working, enrolling in educational programs, or volunteering in areas of interest. When ready, they can re-enroll with renewed focus and purpose. 

Monitoring Student Data to Maintain Engagement Through Graduation 

It is crucial to monitor student data throughout the entire K-12 journey to identify students who may need more support to ensure their success. By using a variety of support strategies and offering alternative pathways, districts can help every student stay on track to earning an essential credential that will set them up for future success.  

Q&A: Adapting Professional Learning in an Era of Teacher Shortages

The current shortage of certified teachers has created a pivotal challenge for school districts: how to effectively develop and administer professional learning programs amidst this scarcity.

In a recent webinar, four K-12 experts explored how districts are rethinking teacher placement, tailoring professional learning content to diverse experience levels, optimizing limited resources, and securing funding.

In this post, we’ll summarize their conversation, provide you with actionable takeaways, and more. 

Interested in a preview? Check out this snippet!  

Webinar Speakers: 

Frontline Education 

  • Susan Walters, Solutions Director 
  • Jaclyn Harvey, Education Solutions Executive 

Jenks Public Schools 

  • Randy Williams, Director of Professional Learning 

Brevard Public Schools 

  • Lynnette Thorstensen, PD Specialist, Brevard Public Schools  
  • Lisa Stanley, Professional Learning & Development  
  • Bridget Reed, Learning & Development 

Webinar Topics:  

  • Strategies for effective placement and support of non-certified teachers within the professional learning framework.  
  • Innovative approaches to maximizing limited resources and funding for professional learning in districts facing teacher shortages.  
  • Best practices for sustaining high-quality education for students when navigating the challenges of teacher shortages and non-certified teaching staff. 
  • And more! 

Best Practices for Providing Support to Alternate Certification Teachers  

Webinar Q:  What advice would you give to leaders who need to be able to support alternate certification teachers who started on their own journey? 

A: Check out our summary from Jacyln below! 

  • Intentional Placement: School districts and principals need to be deliberate and strategic about where they place teachers with alternative certifications. It’s crucial to consider the team dynamics and the subject area to ensure that these educators are set up for success, rather than being positioned in environments where they might struggle due to a lack of support or alignment with their skills. 
  • Peer Observation Opportunities: Creating opportunities for alternatively certified teachers to observe their peers is essential. This exposure allows them to learn practical teaching strategies and classroom management skills firsthand. Facilitating peer observation can involve administrative efforts to cover classes, thereby freeing up teachers to engage in these valuable learning experiences. 
  • Frequent Classroom Observations by Leaders: Administrators and leaders should frequently observe classrooms, especially those of new and alternatively certified teachers. These observations are not only for evaluation purposes but also to provide constructive feedback and support. Regular walkthroughs by various leaders ensure a comprehensive understanding of a teacher’s progress and challenges. 
  • Structured Mentor Programs: Establishing a well-defined mentor program is critical. New teachers, particularly those who are alternatively certified, benefit immensely from having a mentor who can offer guidance, support, and feedback from a place of experience. It’s important that mentors are adequately trained to address the unique needs of these educators, fostering a nurturing environment that encourages growth and confidence. 

“Being a first-year alternatively certified teacher with no experience is super, super overwhelming. It’s just nice to know that you have somebody that has your best interest at heart.”
– Jaclyn Harvey 

The Importance of Cultivating a Culture of Learning in School Districts  

District Spotlight: Jenks Public Schools 

Webinar Q:  What’s the importance of cultivating a positive climate and culture for learning and growth?  

A:  Check out our summary from Randy below:  

  • People-Centered Approach: It’s so important to prioritize a culture that is both people-centered and student-centered, recognizing that support for teachers directly impacts student outcomes. This involves understanding the unique needs of each teacher and providing tailored support. 
  • Layered Support Systems: Be sure to implement layers of support that adapt over time and recognize that the needs of teachers change as they progress through their careers. This includes providing the right resources and professional development opportunities at the right times. 
  • Building Relationships: Foster strong relationships within your educational community, between teachers, administrators, and peers. It’s critical to create social learning spaces and opportunities for informal learning and relationship-building. 
  • Continuous, Adaptive Learning: Ensure professional learning and support are continuous and data-driven, and that they’re adapting to the evolving needs of teachers and the educational landscape. Offer choices in professional development to tap into teachers’ intrinsic motivations to help ensure they are competent and confident in their roles. 

“It’s about being people-centered, it’s about being student-centered… being able to cultivate and foster relationships… that’s where sometimes we need to just connect with people, have that understanding that yes, I understand what you’re going through.”
– Randy Williams 

The Critical Role of Mentor Programs in K-12 PD 

District Spotlight: Brevard Public Schools 

Webinar Q:  How do you support educators at various stages of their career through mentor programs? 

A: Check out our summary from Lynette, Lisa, and Bridget below! 

  • Comprehensive Support for Diverse Educator Needs: Be committed to supporting both new teachers, including those with alternative certifications, and seasoned leaders. This dual focus ensures that all educators, regardless of their experience level or certification pathway, receive tailored professional development and mentorship opportunities. 
  • Robust Induction and Orientation Programs: Consider implementing targeted induction programs for new teachers, focusing on crucial areas like classroom management and lesson planning. These programs are designed to prepare educators practically for the classroom environment, addressing the specific challenges faced by teachers with temporary certificates. 
  • Strategic Mentorship Initiatives: Do you emphasize the importance of on-the-ground support in your district? Your mentoring program, spanning both school-based and district-wide efforts, should aim to provide continuous, practical guidance to educators, thereby enhancing their teaching effectiveness and well-being. 
  • Continuous Feedback and Adjustment: Regular surveys and communication channels enable the identification of educators’ needs in real-time, allowing for timely adjustments to the support provided. 
  • Emphasis on Mental and Emotional Wellness: It’s important to recognize the challenges and stresses of the teaching profession. Consider incorporating wellness initiatives into support programs. This focus on mental and emotional health is crucial for sustaining educators’ long-term engagement and success. 
  • Celebration of Successes: Host annual events to celebrate the achievements of mentors and mentees. These events not only acknowledge the hard work of educators but also reinforce the value placed on their growth and contribution to the educational community. 

“Real mentoring really starts with getting that mentee to be able to see the things that they want to change in their classroom and then providing that feedback to the mentor. And the mentor is just there to be the cheerleader in that support.”  

– Lynette Thorstensen

“We evolve through the year, depending on what the needs of our new teachers are and the feedback that we’re continually receiving.”

– Lisa Stanley 

“Right now, we’re at 96% of our new teachers have said they feel supported and I’m telling you, we go in with that other 4% to find out, okay, where are we going wrong? What more can we do here to support you, to keep you here.”   

– Bridget Reed 

Adapting Professional Learning in an Era of Teacher Shortages

The takeaway: By fostering a community of continuous learning, providing structured mentorship, and focusing on the well-being of educators, districts can navigate the challenges of teacher shortages and ensure that all educators, regardless of their certification path, are prepared to offer high-quality education to their students.  

Watch the full on-demand webinar here. 

Looking to learn more about Frontline Professional Growth? Learn more here.  

Financial Wellness: What is it and why does it matter?

In the bustling corridors of your schools, where education and growth are paramount, there lies an often-overlooked aspect that significantly impacts both educators and the educational environment: financial wellness. At its core, financial wellness transcends the simplicity of having enough money to meet immediate needs. It encompasses a comprehensive approach towards managing financial stress, planning for the future, and ensuring a stable, worry-free existence that allows individuals to focus more fully on their professional and personal lives. For K-12 school districts, understanding and nurturing the financial wellness of employees isn’t just a perk; it’s a critical component of operational success.

What is Financial Wellness?

Financial wellness is a holistic approach to managing one’s finances in a way that minimizes stress and promotes a healthy financial future. It encompasses several key components:

  • Effective income management, which ensures that employees are living within their means
  • Strategic financial planning, aimed at future security and goals
  • Accessible emergency funds to cover unforeseen expenses
  • Informed investment decisions for long-term growth and stability

In the context of K-12 school districts, financial wellness also includes understanding and maximizing the benefits available through employment, such as retirement plans and health insurance.

Significance of Financial Wellness in the Workplace

The significance of financial wellness within the workplace cannot be overstated. Financial stress is a prevalent concern among employees across all sectors, including education. It can lead to anxiety, decreased mental health, and a lack of focus, all of which adversely affect job performance. In the educational environment, where the well-being of staff directly impacts student experiences and outcomes, the stakes are even higher. Educators and support staff who are financially secure are more likely to be engaged, motivated, and satisfied with their jobs, creating a positive ripple effect that touches every aspect of school operations.

Financial Wellness and Employee Retention

The link between financial wellness programs and employee retention rates is becoming increasingly clear. A comprehensive financial wellness program can be a deciding factor for educators contemplating their career paths. In the face of challenges such as salary schedules that do not always reflect the rising cost of living, and the unique financial pressures faced by educational staff (like planning for summer months without pay), financial wellness support can make a substantial difference. These programs demonstrate an institution’s commitment to its employees’ overall well-being, fostering loyalty and reducing turnover rates. In turn, this stability within the workforce enhances the quality of education and supports a district’s long-term operational goals.

Bellevue Public Schools recently began offering Frontline Flex Pay, powered by Wagestream: a holistic financial wellbeing solution. It’s a free benefit that allows employees to access earned wages without waiting for payday. The response has been overwhelmingly positive among classified and certified staff.
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For K-12 school districts, integrating financial wellness into the fabric of their operations goes beyond offering a paycheck. It’s about empowering employees with the knowledge, resources, and support systems needed to make informed financial decisions. By addressing financial wellness, districts can alleviate one of the most common sources of stress, thereby improving the workplace atmosphere and enhancing the educational experience for both staff and students alike. 

DID YOU KNOW?
Frontline Education offers a Free financial wellness program for K-12 Districts? Learn more here.

Building Trust in Teacher Compensation with Data and Analytics

“if you fail to plan, you’re planning to fail.”

Planning with Purpose 

Planning is at the core of every district’s operations, especially as staffing shortages continue to challenge schools. But these days, planning alone isn’t enough. To navigate the  complexities of teacher compensation, district leaders need data-driven insights that allow for transparent, fair decision-making—building trust at every level.  

Using Data to Drive Transparency in Compensation

Transparency is key when it comes to teacher compensation. By using advanced analytics tools, districts can break down salary structures and start honest conversations. These tools can provide a clear view of pay within the district and compared to neighboring districts, helping ensure that compensation is competitive and equitable.  

Navigating Teacher Market Value with Data 

District administrators know that teacher salaries depend on several factors: location, experience, subject expertise, and market conditions. In times of staffing shortages, the ability to attract and retain top talent becomes critical.  

FROM THE K-12 LENS

According to the K-12 Lens, a survey of nearly 700 K-12 administrators, staffing shortages are widespread, especially in high-demand areas like special education, substitute teaching, and paraprofessionals.

Read the Full Report

The real challenge is knowing how to navigate these complexities and act. Here’s a hint: data analytics can help. 

  1. Supply and Demand: Identify subject-area trends to allocate resources where they’re most needed. 
  1. Location and Cost of Living: Map staff residences to see if salaries align with local living costs, ensuring pay stays competitive.  
  1. Experience and Specialized Skills: Analyze compensation patterns based on experience and expertise to adjust where necessary.  
  1. Economic Pressures: Use comparative analytics to anticipate economic trends, ensuring your compensation remains competitive and sustainable.  
  1. Community and Union Advocacy: Transparency in teacher pay builds trust. Sharing your district’s data story with community partners helps set realistic expectations and prevents misinformation.   

Making Teacher Compensation Transparent with Data 

So, how can district leaders make teacher compensation more transparent? With tools, like Location Analytics and Comparative Analytics, you can get a comprehensive view of teacher pay, helping you make informed, data-driven decisions and communicate clearly with your staff.  

Visualizing Teacher Pay with Analytics Tools  

Imagine a map that shows teacher salaries across your district—or even across neighboring districts. With Frontline Education’s Comparative and Location Analytics you get that level of visibility. These tools enable district leaders to make informed, transparent decisions about compensation.  

This geovisual displays the home locations of staff members who work at a single elementary school. The different colored pins correspond to staff members’ level of education. The orange rings indicate the mile-radius from the school.

Here’s how Location Analytics can help:

  • Cost-of-Living Insights: By mapping where your staff live, you can assess if pay reflects local living costs, helping ensure fairness.
  • Commute Considerations: Long commutes can lead to burnout. Geolocation data can highlight where commute times are highest, allowing you to explore flexible options, like remote professional development or blended learning.  
  • Targeted Recruitment: Identifying where veteran teachers live can guide recruitment efforts, helping balance your workforce and boost retention.
  • Housing Affordability: Compare teacher pay to local property values to explore housing initiatives that make living closer to school more affordable for staff.  

Comparing Compensation Across Districts

By comparing salary schedules from peer districts, leaders can walk into negotiations well-prepared. Showing how your compensation packages stack up against peers helps build trust and ensures your offering competitive pay.

Understanding how your district’s salaries compare to others is essential for attracting and retaining top talent. Comparative Analytics gives you the insights you need to stay competitive in both hiring and negotiations.

Here’s how comparing compensation can benefit your district:

  • Stay Competitive: Matching or exceeding the pay rates of peer districts helps you retain and attract top talent.  
  • Retention Strategies: If other districts are offering better compensation, it might be time to rethink your pay structure.  
  • Informed Budgeting: Comparing pay scales, allows district leaders to set realistic financial goals while maintaining competitive teacher salaries.   
  • Strengthen Negotiations: With solid data on regional pay scales, district leaders can confidently navigate union negotiations.  

Getting Strategic About Salaries with Comparative Analytics

Kenneth Miller, Director of Human Resources, uses Analytics to compare personnel data to peer districts.
He explains, “It is one of the single most important tools that I have when it comes to recommending salary increases.”

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Leading with Data-Driven Transparency

Data-driven decision-making around teacher compensation doesn’t just ensure fiscal responsibility—it builds trust among teachers, staff, and the community. Transparent compensation opens the door to honest conversations, fostering stronger relationships and a sense of fairness.

By using tools that visualize and compare teacher pay, district leaders can plan with confidence, offer fair compensation, and create a workplace where educators feel valued and supported.

Embrace data, and you’ll be equipped to address staffing shortages, retain top talent, and make your district an even more attractive place to work.

Frontline Analytics tools like Location Analytics and Comparative Analytics Provide K-12 Leaders With the Data They Need to Build Trust in Teacher Compensation

Map personnel data, like salaries, years of experience, or level of education to identify within-district trends or compare key metrics to peer districts to show district and community partners how your district stacks up.

Discover Frontline Analytics today
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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.

Celebrating Women’s History Month

March isn’t just about the arrival of spring; it’s also a time to honor and celebrate the countless achievements, contributions, and resilience of women throughout history.
 
As we delve into Women’s History Month, what better way to pay tribute to the indomitable spirit of women than with music? In this blog post, we’ve curated a vibrant playlist of upbeat songs that not only celebrate women but also inspire empowerment, strength, and joy.
 
From anthems of empowerment to catchy tunes that resonate with the essence of femininity, let’s embark on a musical journey that honors the past, celebrates the present, and uplifts the future of women everywhere.
 

 

In Case You Missed It

Are you ready for a roundup of valuable insights and practical tips straight from our blog? We’ve been curating a collection of recent posts tailored just for you, covering everything from [streamlining administrative processes to fostering a positive school culture].
 
So, grab your favorite beverage, find a comfortable seat, and let’s explore together the wealth of knowledge waiting for us in this roundup of our own blogs.
 

The Role of AI in K-12 Professional Development

AI has been everywhere in the news, and education is no exception. This blog post dives into AI’s place in education now and in the future.
 
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Getting Started with Early Warning Indicators

This post has 3 tips for you to get started with early warning indicators, the helpful bits of data that can make all the difference in student success.
 
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Shaping Future Leaders: Mastering Succession Planning in K-12

Dive into one of the best ways you can plan for the future for your district: succession planning. You’ll get best practices along with ideas for how software might be the key to your succession strategy.
 
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Book Recommendations for Black History Month and Beyond

As we approach the end of February, it’s a great time to remember to embrace diversity all year round. This blog post offers some book recommendations for Black History Month and beyond.
 
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Why Every School Needs an EHR

Among the expectations, pressures, and responsibilities placed on school nurses, documentation might be one of the most important, yet tedious, of all. Compliance requirements like those associated with FERPA and HIPAA make proper documentation more complex. And with a mounting mental health crisis in addition to the impact of the pandemic, managing student health along with the data it brings is no easy task.
 
One additional factor? A shortage of school nurses and mental health professionals.
 
Retaining your school health professionals is crucial at the precise moment that their jobs have only gotten more difficult and demanding.

What is an EHR system?

The National Association of School Nurses (NASN) describes an electronic health records system (EHR) for school nurses as a “software platform for student electronic health records that includes nursing language/medical terminology and complies with standards of confidentiality, security, and privacy.”
 

But an EHR system by itself doesn’t automatically mean better care for students, or a better work day for school nurses. Meaningful use (MU) of an EHR is the key differentiator.

 
The Centers for Medicare & Medicaid Services defined meaningful use after the passage of the Health Information Technology for Economic and Clinical Health (HITECH) Act in 2009.
 

Meaningful use is “the utilization of a certified EHR system to improve quality, safety, efficiency, and reduce health disparities, improve care coordination, improve population and public health, engage patients and their families in their own health, and ensuring that patient privacy and security is maintained according to the Health Insurance Portability and Accountability Act (HIPAA) Privacy Rule.”

 

What can an EHR system help you do?

When used properly, EHRs have the potential to “maximize quality, decrease cost, and prevent errors, as well as promote the interoperability of school health records with providers in other care settings.”
 
School nurses might use an EHR for:

  • Tracking student health trends
  • Ensuring health documentation is secure and compliant
  • Managing regular health screenings and immunization tracking
  • Administering medication
  • Making Medicaid claiming easier for everyone

 
Secure and compliant documentation is not simply in the district’s interest — interoperable, thorough documentation is critical for excellent student care. That’s in part because students often move between buildings or districts, and many receive care from a diverse array of sources in and outside the district. Family physicians, emergency room doctors, school counselors, psychiatrists, and others need secure access to health data.
 
An EHR built for schools is a big step toward ensuring your school nurses can do their best work.
 

How can district administrators utilize EHR data?

School administrators are responsible for so many moving pieces at a school district. They have to report to stakeholders, keep student data safe, and often have to communicate with parents.
 
Having the right systems in place can go a long way in making a district — and everyone’s day-to-days — run smoother. A solid EHR system should be role-based, allowing administrators to determine what different users in different roles can see to keep staff and student data secure. Ideally, it should help everyone in the district — across different buildings and grade levels — document services in a standardized way.
 
And while a traditional EHR might not include mental or behavioral health integrated with students’ physical health records, the ongoing student mental health crisis has made it clear that it’s critical to have an understanding of mental health patterns and trends across your student population.
 
You might not be the person treating a student in the nurse’s office, but implementing an EHR can help you support and retain the staff who need a system designed for their unique documentation, workflows, and reporting needs. And it can make it easier for you to work across departments to understand how health and safety trends are impacting academic performance.
 
If your school health professionals have asked about an EHR, you might want to consider how an EHR system could benefit everyone in your district: students, school nurses, counselors, administrators, and more.
 

Hand-picked content for you:

A Buyer’s Guide to K-12 Electronic Health Records Systems
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What should you look for in an EHR?

If you’re ready to start looking for an EHR, it might feel overwhelming to think about all of the questions you’ll ask potential vendors. Here is a list to get you started.

  • Are the software’s workflows designed for school nurses?
  • What kinds of reports can we create? Can we track trends by school across the district?
  • How does documentation work in the system? Is it intuitive for end users?
  • Will we be able to track and report on vaccinations with the software? Can we import staff and student vaccine information from our state’s immunization registry?
  • How secure will student data be in this software? Where is student data stored, and who at the company has access to it?
  • Does the software allow us to manage prescription inventory and keep controlled substances safe?
  • Does the software help us take a holistic approach to student health?
  • Can I manage staff certifications with the system?
  • How will the EHR integrate with our other, existing software?
  • Does the system give us a secure way to communicate with parents?
  • Will the system make Medicaid claiming easier?
  • Does the system help us maintain FERPA and HIPAA compliance?
  • Can the system help me support students’ mental health, too?
  • Will the system allow me to monitor compliance with COVID-19 testing, mask mandate exemptions, contact tracing, and other COVID-19 specific needs?

 

You may enjoy this hand-picked content:

3 Ways Districts Can Better Handle Student Health Records

 

EHRs vs. SIS health modules

In some ways, comparing a SIS to an EHR is like comparing apples and oranges. Most student information systems are very good at making sure student data is entered in the right format. They’re linear, following students from enrollment to graduation. Completing state and federal reporting each year without a SIS might be unthinkable.
 
But a SIS is not the standard for health records outside of schools. That means that any health provider outside the district may not have the information they need to properly care for that student. A SIS also falls short on HIPAA and FERPA compliance and doesn’t focus solely on health data, so school nurses might struggle to accurately document services in a way that makes Medicaid reimbursement easy.
 

You may enjoy this hand-picked content:

SIS vs. EHR: The Differences Between These Systems (and Why You Need Both)
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Student mental health in crisis

Mental and behavioral health are crucially important pieces of holistic student health care. Although EHRs are generally designed for physical health documentation, they often have an accompanying mental health module to provide more detailed insights on student wellbeing.
 
When a school identifies a student’s mental health need, that school is responsible for providing care for that child. At the same time, schools often face resource constraints that make it difficult to hire enough mental health professionals to support the student body.
 
An EHR’s mental health module can make it easier for fewer mental health professionals to support students at scale. With built-in flags for concerning patterns of behavior, it’s one simple way to help your mental health providers care for students.
 

You may enjoy this hand-picked content:

Student Mental Health in Crisis: Are Schools Ready?
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The school nurse shortage

Only 40% of schools have a full-time registered nurse on staff. How does that number relate to EHR systems? While software is not a quick fix, implementing systems that help nurses avoid administrative work can increase job satisfaction.
 
While you face many challenges in K-12 in any given school year, it seems like the next few years will be especially taxing for school health professionals and administrators. You owe it to yourself to set your team up for success, and an EHR is certainly a step in the right direction.
 

Get the tools to help school nurses and their colleagues assess and address individual student needs and population trends. Learn about Frontline’s EHR & School Nursing Management software

 

Book Recommendations for Black History Month and Beyond

In celebration of Black History Month and in alignment with our core value “Embrace Inclusion and Belonging”, we’re thrilled to present a curated list of must-read books. Each title in this collection offers a profound exploration of the Black experience, covering historical narratives, personal journeys, and critical societal insights. From Clint Smith’s thought-provoking “How the Word is Passed” to Antonia Hylton’s insightful “Madness: Race and Insanity in a Jim Crow Asylum,” these books provide a diverse range of perspectives that are essential for understanding and appreciating the complexities of Black history and culture.
*Book descriptions are adapted from the publisher.

Join us in delving into these powerful works that celebrate, educate, and inspire!

How the Word is Passed – Clint Smith

Non-fiction
A deeply researched and transporting exploration of the legacy of slavery and its imprint on centuries of American history, How the Word Is Passed illustrates how some of our country’s most essential stories are hidden in plain view—whether in places we might drive by on our way to work, holidays such as Juneteenth, or entire neighborhoods like downtown Manhattan, where the brutal history of the trade in enslaved men, women, and children has been deeply imprinted.

Informed by scholarship and brought to life by the story of people living today, Smith’s debut work of nonfiction is a landmark of reflection and insight that offers a new understanding of the hopeful role that memory and history can play in making sense of our country and how it has come to be.
More Details Here

The Nickel Boys – Colson Whitehead

Fiction
When Elwood Curtis, a black boy growing up in 1960s Tallahassee, is unfairly sentenced to a juvenile reformatory called the Nickel Academy, he finds himself trapped in a grotesque chamber of horrors. Elwood’s only salvation is his friendship with fellow “delinquent” Turner, which deepens despite Turner’s conviction that Elwood is hopelessly naive, that the world is crooked, and that the only way to survive is to scheme and avoid trouble. As life at the Academy becomes ever more perilous, the tension between Elwood’s ideals and Turner’s skepticism leads to a decision whose repercussions will echo down the decades.

Based on the real story of a reform school that operated for 111 years and warped the lives of thousands of children, The Nickel Boys is a devastating, driven narrative that showcases a great American novelist writing at the height of his powers and “should further cement Whitehead as one of his generation’s best” (Entertainment Weekly).
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The Beauty in Breaking – Michelle Harper

Memoir
An ER doctor shares her journey of self-healing through serving others. Michele Harper, an African American woman in a male-dominated field, reflects on her life, marriage, and career. The Beauty in Breaking explores how each patient encounter taught her about healing, letting go of fear, telling the truth, and finding compassion. Amidst systemic challenges, Harper learns to make peace with the past and embrace support for the future, offering invaluable lessons in this moving memoir.
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Homegoing – Yaa Gyasi

Fiction
Homegoing follows the parallel paths of these sisters and their descendants through eight generations: from the Gold Coast to the plantations of Mississippi, from the American Civil War to Jazz Age Harlem. Yaa Gyasi’s extraordinary novel illuminates slavery’s troubled legacy both for those who were taken and those who stayed—and shows how the memory of captivity has been inscribed on the soul of our nation.
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Heavy – Kiese Lamon

Memoir
In Heavy, Laymon writes eloquently and honestly about growing up a hard-headed black son to a complicated and brilliant black mother in Jackson, Mississippi. From his early experiences of sexual violence, to his suspension from college, to his trek to New York as a young college professor, Laymon charts his complex relationship with his mother, grandmother, anorexia, obesity, sex, writing, and ultimately gambling. By attempting to name secrets and lies he and his mother spent a lifetime avoiding, Laymon asks himself, his mother, his nation, and us to confront the terrifying possibility that few in this nation actually know how to responsibly love, and even fewer want to live under the weight of actually becoming free.

A personal narrative that illuminates national failures, Heavy is defiant yet vulnerable, an insightful, often comical exploration of weight, identity, art, friendship, and family that begins with a confusing childhood—and continues through twenty-five years of haunting implosions and long reverberations.
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We Love You, Charlie Freeman – Kaitlyn Greenidge

Fiction
The Freeman family–Charles, Laurel, and their daughters, teenage Charlotte and nine-year-old Callie–have been invited to the Toneybee Institute to participate in a research experiment. They will live in an apartment on campus with Charlie, a young chimp abandoned by his mother. The Freemans were selected because they know sign language; they are supposed to teach it to Charlie and welcome him as a member of their family. But when Charlotte discovers the truth about the institute’s history of questionable studies, the secrets of the past invade the present in devious ways.

The power of this shattering novel resides in Greenidge’s undeniable storytelling talents. What appears to be a story of mothers and daughters, of sisterhood put to the test, of adolescent love and grown-up misconduct, and of history’s long reach, becomes a provocative and compelling exploration of America’s failure to find a language to talk about race.
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Madness: Race and Insanity in a Jim Crow Asylum – Antonia Hylton

Nonfiction
In Madness, Peabody and Emmy award-winning journalist Antonia Hylton tells the 93-year-old history of Crownsville Hospital, one of the last segregated asylums with surviving records and a campus that still stands to this day in Anne Arundel County, Maryland. She blends the intimate tales of patients and employees whose lives were shaped by Crownsville with a decade-worth of investigative research and archival documents. Madness chronicles the stories of Black families whose mental health suffered as they tried, and sometimes failed, to find safety and dignity. In Madness, Hylton traces the legacy of slavery to the treatment of Black people’s bodies and minds in our current mental healthcare system. It is a captivating and heartbreaking meditation on how America decides who is sick or criminal, and who is worthy of our care or irredeemable.
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Do you have any DE&I book recommendations? Mention us on Twitter @FrontlineEdu!

Shaping Future Leaders: Mastering Succession Planning K-12

When we talk about ‘Succession’ in the educational sector, we don’t mean the hit TV show, although we all might enjoy a bit of drama and intrigue! In K-12, succession planning isn’t just a strategy; it’s a necessity to prepare for the future and ensure the baton of leadership is passed on smoothly and effectively.
 
This blog post delves into the importance of succession planning and how to execute it successfully in your school district, minus the dramatic soundtrack and cliffhangers!
 

What is Succession Planning?

At its heart, succession planning is about identifying and nurturing new leaders to take over when existing leaders retire or leave the role. The objective is clear: to maintain a pipeline of qualified and diverse candidates ready to fill leadership roles, thereby guaranteeing leadership continuity and district stability.
 

6 Best Practices for Human Resources in Succession Planning

For K-12 HR and administrators, effective succession planning is about foresight, strategic alignment, and a commitment to nurturing future leaders. By adhering to these best practices, you can ensure that your school district is well-prepared for leadership transitions and are poised for continuous success!
 

  1. Forecast Leadership Needs Early: Are you starting your process well in advance of anticipated leadership changes? Are you continually analyzing your district’s long-term goals to determine future leadership requirements? Be sure to work closely with administrators ahead of time to identify critical positions and potential internal candidates.
  2. Develop Training and Professional Development Programs: Does your professional development program to include learnings for leadership development? Do you have a mentorship program in place? A key part of succession planning is fostering an environment where continuous learning and development are valued. You can also consider offering opportunities for your employees to work in different departments or take on varied roles to enhance their understanding of the district.
  3. Implement Succession Planning Policies: Do you have clear, documented policies and procedures? Define your process for identifying and nurturing talent and ensure these practices are aligned with not only your overall HR strategy (including recruitment, retention, and employee engagement) but also your district’s broader goals.
  4. Ensure a Smooth Transition: When transitions have occurred in the past, were they smooth? Everything from communication strategies to the handover of responsibilities should be seamless.
  5. Emphasize DE&I: Does the system you have in place allow you to actively seek a diverse pipeline of candidates? Ensuring a diverse leadership pipeline is crucial. This effort should be intentional and woven into every aspect of the succession planning process. Ultimately, by emphasizing DE&I, you can foster a more diverse leadership team, mirroring the communities they serve and inspiring a broad spectrum of students.
  6. Integrate Tech Tailored for K-12: Are you managing the succession process in spreadsheets? Integrating tech tailored for K-12 will help you successfully track and manage succession planning activities efficiently. See below for specifics!

 

Mastering Succession Planning with Frontline HRMS

  • Effective Dating for Staffing Needs: With Frontline HRMS, you can organize and control staffing needs, not just for the present but for the future as well, ensuring that your district is always prepared for leadership transitions.
  • Digital Workforce Planning and Forecasting: With digital tools for workforce planning, you can visualize and forecast your district’s leadership needs, helping you to identify potential gaps and plan for future recruitment and development.
  • Organizational Mapping and Pay Structures: Keeping security and budget accountability in focus, organizational mapping creates a clear visualization of your district’s hierarchy and pay structures, aiding in more strategic decision-making regarding leadership development.

 

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[Case Study] Why the Iron County School District
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“I needed everything in one spot to be able to look at all aspects of an employee, from the day that they apply for a position all the way through the evaluation and support process till they retire.”

Jannette Stubbs, Human Resources Director, Iron County School District

 
Ready to master succession planning in your district? Get started with Frontline HRMS.
 

The ‘Heart’ of Education: Finding Your Perfect Match with Retention-focused Recruiting

As Valentine’s Day inspires thoughts of lasting partnerships and perfect pairings, it’s a perfect time for school districts to think about not only finding top talent, but also retaining that talent. Of course, this extends beyond just simply reviewing qualifications and credentials, it ventures into the category of compatibility and long-term commitment.
 
One strategy you might consider implementing to help optimize this process is a retention-focused recruiting strategy. Why? Retention and recruitment go hand in hand! By focusing on these two elements at the same time, you’ll be on your way to attracting and growing educators that align with your mission and values, placing the employee at the center of the hiring process, and boosting retention rates.
 

Finding ‘The One’: Strategic Recruiting

Recruiting in education is more than simply filling a vacancy; it’s about finding a candidate who aligns with your school’s ethos, goals, and community.

Can you check these boxes off your recruiting list?

  • Clear Communication: Just as good relationships are built on clear communication, effective recruiting requires transparent and honest job descriptions. Let candidates know exactly what to expect and what is expected of them.
  • Cultural Compatibility: Look for candidates who not only have the qualifications but also fit well with your school’s culture. A teacher who aligns with your school’s ethos is more likely to be satisfied and effective in their role.

 

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The Art of Keeping the Spark Alive: Effective Retention

Once you’ve found great educators, the focus shifts to retention – keeping the spark alive, so to speak.
This involves:

  • Professional Development: Invest in your staff’s growth. Continuous learning opportunities keep teachers engaged and passionate about their profession, much like how shared goals and experiences can deepen personal relationships.
  • Recognition and Appreciation: Just as we appreciate recognition from our loved ones, teachers value acknowledgment of their hard work and achievements. Regular appreciation can significantly boost morale and job satisfaction.
  • Supportive Environment: Providing a supportive and collaborative environment is key. Just as in any lasting relationship, feeling supported and understood fosters a deep sense of belonging and loyalty.
  • Cultivate Lasting Relationships: Like any good Valentine’s story, the tale doesn’t end with finding the perfect match. Nurturing and supporting your new educator is key to a long and fruitful partnership. Encourage their growth and make them feel valued within the school community to turn a new hire into a dedicated, long-term asset.

 

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The Perfect Match: When Recruiting Meets Retention

The magic happens when recruiting and retention strategies align.
This perfect match creates a cycle where:

  • Engaged Teachers Attract More Talent: Passionate and satisfied teachers become advocates for your district, attracting similar-minded professionals.
  • Retention Improves Recruiting: A low turnover rate is a green flag for potential candidates; it signals a supportive and fulfilling work environment.
  • A Strong Reputation is Built: Over time, this harmony enhances your district’s reputation, making it a desirable destination for top talent.

 

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Retention-focused Recruitment in K-12
Download Your Free Guide

 
Recruiting and retention are two halves of a whole, much like the “perfect match”! This Valentine’s Day, take a deep dive into your recruiting and hiring strategy and consider how you may better align your process with retention. By focusing on both attracting and growing quality teachers, your school district can foster a positive, productive, and passionate environment.
 
Here’s to finding and keeping ‘the one’. Happy Valentine’s Day!
 
Ready to bring “the perfect match” in your district? Get started with Frontline Recruiting & Hiring.
Chat with an expert today.
 

Progress Monitoring: Your Action Plan for Success

School districts must monitor student progress not only for assessing outcomes but also for state and federal reporting and Medicaid reimbursements. Beyond compliance, progress monitoring can identify staffing needs and professional development gaps.
 

Here 9 ideas to help you improve progress monitoring:

 

  1. Define Concerns Clearly:
    • Use specific language
    • Identify alterable target behaviors
    • Specify when and how long the behavior occurs
    • Make it observable and measurable

  2. Measure Progress Consistently:
    • stablish common rubrics or rating scales
    • Include data on assistance provided
    • Use standardized procedures for efficiency

  3. Set Baseline and Goals
    • Establish baseline using average data points
    • Set specific, measurable, attainable, relevant, and timely goals
    • Track progress with charts connecting baseline and goal points

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  4. Utilize Data for Decision-Making:
    • Regularly collect and review data
    • Adjust strategies based on data
    • Determine service frequency and duration

    Want to dive deeper?

    Check out this article (with a link to a downloadable eBook!) for a more detailed look at progress monitoring.

  5. Fiscal and Regulatory Impact:
    • Demonstrate fiscal responsibility with a progress monitoring system
    • Improve Medicaid reimbursements by systematically implementing progress monitoring
    • Regular progress monitoring data is required for reimbursable services
    • Streamline data collection for compliance, state reporting, and Medicaid reimbursement

  6. IDEA Impact:
    • Ensure progress summaries are completed every three months
    • Report on IEP goals as often as non-disabled students’ progress

  7. Evaluate Your Service Tracking System:
    • Ensure your system works for you
    • Standardize procedures for entering progress monitoring data
    • Benefit from improved visibility, parent engagement, and audit protection

  8. Focus on Student Achievement:
    • Choose a system that aligns with best practices
    • Evaluate intervention strategies’ impact on student progress
    • Ensure goals are appropriate and adjustable

    Optimizing progress monitoring involves clear definitions, consistent measurements, goal setting, data-driven decision-making, fiscal responsibility, and choosing the right system. Prioritize student achievement by evaluating and improving your current practices.
     

Analytics in Action: Innovative Approaches to Attract, Engage, Grow and Retain Top Talent in K-12

Are you facing challenges in attracting, engaging, or retaining top talent in your district? Do you want to gain valuable insights into leveraging data to overcome the teacher shortage?
 
In a recent webinar, two K-12 industry experts dove into a discussion on techniques for leveraging data to attract, engage, and retain top-tier professionals, focusing on unique approaches that foster employee growth and increase retention rates.
 
This blog post aims to summarize their conversation, provide district leaders with actionable takeaways, and answer any lingering questions you may have about data analytics and Human Capital Management.
 
Watch the full webinar here!
 

Webinar Speakers:

  • Kevin Agnello, Product Manager, Frontline Education
  • Keegan Bassett, Director of Human Resources, Queen Creek Consolidated School District

Webinar Topics:

  • Strategies for dealing with recruitment challenges in a rapidly growing district.
  • National data trends in K-12 recruiting and hiring
  • How to analyze your district’s data to identify top talent and boost retention rates. 

  
About Queen Creek Consolidated School District:

  • Phoenix Metro Area
  • 14,000 students
  • A rapidly growing district: six new schools in the past eight years

 

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The Teacher Shortage: National Data vs. District Data

Before diving into innovating hiring strategies and techniques, Kevin set the stage for the webinar by analyzing trends in the teacher shortage, using a nationally representative data set of 1,500 school districts. At the highest level, the data revealed a noticeable decline in the number of applicants per posting, indicating a supply-side issue in the teacher shortage.
 
Though this trend may also hold true in certain areas across the U.S., it’s not always the exact case. When we analyze these metrics at a regional or even at the district-level, they tend to vary, stressing the importance of district-level data analysis. Why? It’s not just about recognizing broad trends; it’s about understanding the unique dynamics at play within your educational community. Such nuanced insights are crucial for developing targeted, effective strategies to address your specific challenges in teacher recruitment and retention.
 
(If you’re interested in hearing Kevin speak more in depth about these trends, tune in at the 8:30 marker!)
 

 

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Kevin Agnello
Q: What do you think these trends are like in your district? How have you been combatting dwindling applicant pools?

Keegan Bassett
A: “The reality is your data likely doesn’t align perfectly with national trends or state trends. You have to dig into what your district’s data says and that is what will drive your first action steps. We look at what we’re experiencing at Queen Creek, not the Phoenix Metro Area or the State of Arizona. We leverage our data that we access through Human Capital Analytics to map out our short-term and long-term goals.”
 

ROI & Effective Recruiting Strategies: Digging into Referral Sources

After delving into the nuances of regional and district-level data trends in K-12 recruitment, Kevin and Keegan segway into a discussion of adopting a data-driven mindset and the importance of “zeroing in” on successful recruiting channels.
 
Kevin Agnello
Q: How do you know you’re getting an ROI on your recruiting strategies? What sort of data are you using to get a deeper understanding?

Keegan Bassett
A: “Within the Human Capital Analytics platform, we’re able to pull what percentage of our applicants are coming from different referral sources. Last year we were short probably 50% of our overall allocated bus driver department. We did print media ads around town, hung banners, handed out cards at career centers…and we would list these referral sources to see where we were getting the best ROI. We found out our banners that listed hourly rate, full-time benefits, and overtime paid training, generated the most applicants out of all the referral sources.”
 

8 Best Practices for Recruiting and Hiring in K-12

As the webinar continues, Kevin and Keegan discuss innovative and successful approaches to recruiting and hiring in Queen Creek Consolidated School District. The list below summarizes the essence of their conversation, distilling it into eight best practices. From streamlining the application process and leveraging local partnerships with universities to harnessing the power of data analytics, these key strategies are here to help district leaders transform the way they attract and retain top talent.
 

  1. REDUCE THE TIME BETWEEN APPLICATION TO HIRE:
    “You see all the different advertisements from major retail stores and fast-food restaurants where they promote ‘apply today, work today, get paid today’. We can’t do all that in the public education sector so what we do focus on is what we can control and the timeline that it takes to get people through the hiring process. Focus on what areas in your process you can really trim down to be as competitive as possible.” –Keegan Bassett
  2. DON’T BE AFRAID TO GET CREATEIVE
    “[We have] internal brainstorming sessions, we talk to colleagues in other districts, and we even look at a different perspective of how organizations like Walmart or Amazon are hiring drivers. You’ve got to modify strategies and adjust based off the position type. How we engage classified staff is going to be entirely different than what we would do for an administrative level position.” –Keegan Bassett
  3. PARTNER WITH LOCAL COLLEGES:
    “We try to connect with colleges and their career centers to gather as many lists as possible of students that are going to be graduating with the required certification and approved endorsement areas that we need.” –Keegan Bassett

    4.  

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  4. MAKE IT EASY FOR APPLICANTS TO KNOW WHAT YOUR ACTIVE OPENIGS ARE:
    “The more we can feed out what our active openings are and push that onto the applicants, the better. They [shouldn’t be] required to go dig through our job board to see what’s available and out there.” –Keegan Bassett
  5. ESTABLISH A DEDICATED POINT OF CONTACT FOR PROSPECTIVE CANDIDATES:
    “We have an HR recruiter that we shield away from the other day-to-day HR operations so that their number one job is to just regularly engage with applicants. I can’t stress enough the success that we’ve experienced. We have our own specific recruitment phone number and email to help guide people through the process, and to cast the widest net possible for applicants, to and then allow our hiring managers to select the highest quality applicant for the position.” –Keegan Bassett
  6. GEAR UP FOR HIRING SEASON WITH PROFESSIONAL DEVELOPMENT:
    “We do an “all team” PD as we gear up for hiring season. [We go over] a hiring timeline and expectations for all departments within our district. Everything from the Transportation Department, Nutrition, the Community Education Department…we make sure to engage everyone in the same process so that we can be successful during each hiring season.” –Keegan Bassett
  7. SPEED IS THE NAME OF THE GAME:
    “If we delay interviews after an applicant has applied by two or three weeks, that person likely already has two or three different job offers. If we don’t move quickly and aggressively, somebody else is going to take them up. So, from the time a job has posted to the time that an employee has accepted and been scheduled for onboarding, it should really be between 21-28 days on average.” –Keegan Bassett
  8. CONTINUALLY ANALYZE AND REFINE YOU HIRING PIPELINE:
    “Once an applicant is submitted, we look at how many days it takes our hiring managers to review those applicants. Has our hiring team set up a timeline for when they plan to conduct screening of applicants? When do they plan to conduct interviews? How quickly are we reviewing the applicant credentials? How quickly are we generating a job offer, confirming acceptance, and going through the background checks?” –Keegan Bassett

 

Analytics in Action Webinar: The 3 Main Takeaways

As we wrap up our exploration of the “Analytics in Action” webinar, it’s clear that the integration of data analytics into recruitment and hiring practices isn’t just a “nice-to-have”, but a transformative tool for K-12 HR leaders. The insights shared by Kevin and Keegan underscore the power of data-driven strategies in identifying, attracting, and retaining the best talent for school districts.
 
If you’re eager to dive even deeper into these strategies, check out the full webinar. But in the meantime, if you’re hoping for a couple of quick takeaways to implement or share with your team, look no further:
 

  1. Know your data: Don’t rely on national trends, regional trends, state level trends and assume they apply directly to your district. The best data is your data, and what’s happening in your district.
  2. Clean data is king: You can’t analyze data to improve your outcomes if data is poor. So first, evaluate your data-logging practices. Consider this: are you creating and maintaining data in such a way that it can be analyzed for change?
  3. Evaluating data and hiring practices: Of course, it’s critical to evaluate data on your applicants during the hiring processes, but so is evaluating your own HR practices and hiring processes.

Questions to consider:

  • Is your application too long or complicated?
  • Are your pipelines too slow?
  • Do you have too many pipelines?
  • Are you collecting data to be able to answer those questions?

 
Your school district collects a ton of data. It’s just a matter of using and analyzing the data that’s already there. Learn more about Human Capital Analytics here.