How J.O. Combs USD Digitized HR and Built a More Personal Hiring Experience

Before Frontline	After Frontline
Disorganized hiring process: Hiring relied on emails, phone calls, and hallway conversations, leading to confusion, lost approvals, and miscommunication.	Clear, documented workflows: Frontline’s structured forms and approval routing created full visibility for HR, the business office, and the superintendent—eliminating hallway handoffs and guesswork.
Paper-heavy onboarding: New hires physically submitted documents like birth certificates, and HR staff spent hours scanning and filing paperwork.	Digital onboarding freed up time for people-focused work: With documents handled through Frontline Central, HR staff could focus on welcoming and supporting new hires rather than chasing paperwork.
Limited recruiting reach: Job postings on the district website only reached local candidates, constraining applicant pools amid a statewide teacher shortage.	Expanded recruiting reach through K12JobSpot: Frontline broadened visibility to candidates nationwide, helping the district attract more applicants and begin the school year fully staffed.

J.O. Combs Unified School District sits in Arizona’s East Valley, serving about 3,600 students from pre-K through grade 12. HR Director Dr. Josh Middleton, a longtime superintendent who joined J.O. Combs a year earlier, describes it as a place where relationships come first. “The thing that I really love about J.O. Combs is you’re never too far away from my position, or the superintendent, or anyone in the district office,” he said. “There aren’t too many layers between us and a classroom.” 

That closeness drives both pride and practicality. With a small HR team — just four full-time employees plus part-timers — Dr. Middleton balances multiple roles, including facilities and transportation oversight. As the district seeks to provide stellar instruction, he’s focusing on how to attract and retain educators in a shrinking talent pool. “There are certainly fewer people going into education,” he explained. “Whether you wear a superintendent hat or an HR hat, the question is always: how do we encourage more people to consider us?” 

Paper, Phone Calls, and Hallway Handoffs

When Dr. Middleton arrived, he found hiring processes that depended more on memory than systems. “When I first got here, there were a lot of emails, a lot of phone calls, and — this is where you get into trouble — hallway conversations. ‘Oh, remember you were going to post that.’ ‘Remember we were going to hire for that.’ That’s not happening any more,” he said. Without a formal trail for requests or approvals, miscommunications were common. 

The district’s onboarding process was equally paper-heavy. “Even when I got hired, I was bringing in copies of my birth certificate and actually handing papers in, and our department was scanning them in,” Dr. Middleton recalled. Each new hire meant physical files, manual scanning, and hours of clerical time. While J.O. Combs had Frontline Absence Management in place, other HR workflows lived in disconnected systems or in people’s inboxes. 

With hiring season looming and limited staff capacity, Dr. Middleton knew the district couldn’t keep pace with growth without a major systems shift. 

Bringing Proven Tools to a New District

Dr. Middleton had previously worked in a Washington district that relied on Frontline Education’s connected HR suite. “We had a number of components from Frontline in that school system, and it just worked so well,” he said. When J.O. Combs began exploring digital HR solutions, his firsthand experience helped accelerate buy‑in from the superintendent, cabinet, and business office. 

The priority was clear: unify hiring, onboarding, and evaluation under one connected system. “Frontline Central was key. It is the one piece where everything that the employee brings or owns lives right there,” Dr. Middleton said. The district adopted Frontline Central, Recruiting & Hiring, and Professional Growth, building toward a fully digital HR hub. 

“We said, ‘Let’s get out of the paper business we’ve been overwhelmed with here.’” 

From July Start Date to October Go‑Live

Dr. Middleton began at J.O. Combs on July 1. Within two months, the district had made the decision to go forward with the new systems. The first rollout — Frontline Professional Growth — launched by October 1 to replace the district’s makeshift Google‑Form evaluation process. “The days of the one‑ or two‑page evaluation, especially for certified staff, are long gone,” he said. “Ours are closer to 12-16 pages as you look at all the different components.” 

While Professional Growth served the immediate need for structured evaluations, the Teaching & Learning team expanded its use to track professional development hours and PLCs. “It’s very robust for them, and they’ve just run with it,” he said. 

Recruiting & Hiring came next, just in time for the district’s peak recruitment window. The once‑informal posting process was replaced with structured forms, clear approval routing, and automatic documentation, giving the business office and superintendent full visibility. The new platform also dramatically expanded their recruiting reach through K12JobSpot. “When you’re just posting it on your own website, you have to rely on people looking at that site,” Dr. Middleton said. “With Frontline, it reaches so many people across the country.” Meanwhile, the team began using Frontline Central for onboarding and digital documentation, setting the stage for future automation of contracts and forms. 

From Paperwork to Personal Connections

Digitizing HR was about efficiency but also reclaiming the human side of the job. With new‑hire paperwork flowing through Central, HR staff could focus on relationships instead of scanning files. “The byproduct of this is my staff have more conversations with their prospective hires that are richer and even more welcoming,” Dr. Middleton said. “Instead of chasing paper, they’re now on the phone, and it’s just more welcoming. That’s because of the time saved, because what a person needs to put in or submit is all right there.” 

New‑hire orientation also became more intentional. Small groups of new hires now meet at the district office for benefits reviews, pay discussions, and system logins. It creates a personal contact point, and people know who to call when they have questions. 

Fully Staffed, Cleaner Workflows, Faster Year‑End Wrap

In the first year, J.O. Combs saw immediate gains. “We’re reaping the benefits right away. And I feel like we’re just scratching the surface,” Dr. Middleton said. Despite statewide staffing challenges, the district began the year fully staffed — something that hadn’t happened before. “This is at a time when it’s really tough to recruit and get people, but it worked really well,” he added. “The people in my department have been here for a few years, and when all was said and done, they said, ‘You know what, this was our first year, but we wouldn’t trade it for how we did it in the past.’” 

Evaluation management also transformed. “The efficiency comes in a couple of areas. One is that all parties have access to see the evaluation. When you sit down, everyone signs off, and we’re done,” he explained. “The person who is responsible for evaluations — managing that system — was amazed at how quickly it went. In the past, it was much more difficult to roll over to the next year, but she said this time she was done so quickly.” 

With HR operations running smoothly, even as Dr. Middleton split time across facilities and transportation, the payoff was clear. “If we hadn’t brought on Frontline in year one, I don’t think our operations would be working as smoothly this year,” he said. 

Four Parallel Wins

• Professional Growth: Expanded evaluations into more detailed 12–16‑page forms. Principals and teachers have greater transparency and can now review and sign everything online, and wrapping up at the end of the year takes a fraction of the time. 
• Recruiting & Hiring: Clear, structured posting and hiring requests replaced hallway check‑ins. The district now reaches a much wider pool of applicants through K12JobSpot. 
• Frontline Central: New‑hire forms went digital, freeing HR staff to spend more time connecting with people instead of chasing paperwork. Onboarding is now both consistent and personal. 
• Absence Management: Fine‑tuned settings improved accuracy and ease of use, and the team is planning to add Time & Attendance next. 

Looking ahead, J.O. Combs plans to deepen its use of Frontline Central for contracts and outbound documents and continue exploring Time & Attendance to complete its connected HR ecosystem. 

The Result

One year after implementation, J.O. Combs Unified has not only modernized its HR operations but also reinforced the district’s culture of personal connection. The tools freed the team to spend more time welcoming people and less time chasing paper. “We’ve become an even more customer‑friendly department.”