Connecting the Dots in HR at Norwalk Community School District

Before Frontline	After Frontline
Paper-heavy processes: HR stored mountains of paper applications and employee files, which caused confusion and lost records.	Digital records management: Norwalk keeps forms and applicant data in one place, reducing lost paperwork and speeding record searches.
Manual back-and-forth: Employees waited on snail-mailed forms and phone calls, slowing the hiring cycle.	Automated workflows: Online packets let new hires complete paperwork anytime, and automated reminders keep everyone on track.
Fragmented data: Multiple spreadsheets caused double entry, errors, and difficulty comparing accessing employee information.	Integrated HR platform: Recruiting & Hiring syncs with Central, sharing applicant information and credentials in one system for quick reporting.

Norwalk Community School District (NCSD) sits ten minutes south of the Des Moines airport. The town’s population is growing, and so is its school system, which currently serves about 3,500 students. NCSD has five instructional buildings, plus sites for transportation, nutrition, and grounds. Around 500 employees work in the district, along with a roster of roughly 100 substitutes. Over the past few years, Norwalk has added around 250 employees. With that growth came a steady rise in HR responsibilities. 

In 2017, the district began using Frontline Recruiting & Hiring and Frontline Central. The superintendent had used these systems in his former district and wanted to modernize Norwalk’s HR approach. 

Today, Tiffany Yacovazzi and the HR team at Norwalk rely on Frontline Recruiting & Hiring to handle job postings, application workflows, and quick communication. They use Frontline Central to track employee records, manage credentials, and send out electronic forms. Their growth spurred them to pursue more efficient ways to staff classrooms, keep track of data, and ensure smooth onboarding. 

District Challenges 

High Paper Volume

Before Frontline, Norwalk managed most paperwork by hand. Paper applications arrived in person. File cabinets overflowed with folders and documents. HR staff faced questions about lost forms or incomplete records. That led to back-and-forth phone calls and hours of data searches. Tiffany recalls, “A lot of paper applications — oh my gosh, there were just stacks of folders. We have to retain records for so many years, and the amount of paper was like, ‘Wow.’” 

She also describes the hassle of looking for missing pieces. “You could spend days looking and maybe never find it. It was a lot of tedious work and time spent.” 

Slow Communication 

Exchanging paper forms with applicants took days, and HR staff often had to chase down replies by phone or email. Sometimes applicants dropped off materials in person, which could still leave the district missing certain credentials. “There’s so much that can get lost with paper,” Tiffany said. “And there’s a lot more back and forth. Someone might just drop it off, and you’re not seeing the whole picture.” 

Data Silos and Spreadsheet Overload 

Norwalk employees relied on many spreadsheets. Data scattered across different files, each stored in distinct places. Because these records did not connect to one another, duplicate data entry was the order of the day. As the district grew, more credentials to track for teachers, paraprofessionals, and substitutes only added to the administrative load. 

Moving to Frontline Recruiting & Hiring and Frontline Central 

Although Norwalk already used Frontline in a basic form when Tiffany arrived in 2019, over time they expanded their use of these systems. They wanted to end the paper chase, reduce manual steps, and keep data consistent. 

Tiffany describes how they post a new position. “It starts with the job posting rec that we receive from hiring managers. Once everything is approved, we get it posted online. … Once we’ve decided on someone, I archive [the posting] and close it down, and then I’ll get the employee applicant pushed over into our Frontline Central.” 

That transition from “applicant” in Recruiting & Hiring to “employee” in Central saves time. The new hire’s core details flow into an electronic record, which includes forms, onboarding tasks, personal information, and more. “I don’t have to copy all these forms, staple them, send out a packet, mail it, and wait three days for it to get to them—then wait for them to respond. It’s immediate now.” 

Because the new hire fills out many items online, HR sees less human error and fewer repeated steps. 

Frontline Recruiting & Hiring in Action

Frontline Recruiting & Hiring helps Norwalk post jobs on its own website and beyond. The district no longer needs to share openings manually with state and local boards because the system sends them out. This saves time and widens the candidate pool. “I don’t have to go to each platform and post it anymore. That’s been really huge for us. It just automatically uploads it.” 

Candidates can apply online, view other open positions, and receive quick updates. Once the district settles on a hire, the system closes the job posting at a chosen date. That prevents extra applications from flowing in and speeds final decisions. Tiffany notes, “I can even put in, ‘This job is closing on April 1st.’ If I don’t want anyone to see it after that, it immediately closes down. That way, we’re not wasting other people’s time by leaving it lingering out there.” 

By sending reminders in batches, Tiffany saves extra hours. “If there are five applicants I need credentials from, I can send them all the same email with one click, and it communicates to them immediately.” 

Frontline Central’s Form Automation

Frontline Central manages forms and employee data. It is the digital “paperwork hub” for the district. Tiffany can issue a packet of forms to a new hire in a few clicks. That packet could include acknowledgments, background checks, or direct deposit details. Employees see their tasks in one portal. If they forget something, the system emails them an automatic reminder. 

“If we have things that employees still need to sign off on, I can send reminders. They get an email saying, ‘You still need to complete this…’ and I don’t have to constantly go through my spreadsheet. That has saved a lot of time on my end.” 

The district also uses Frontline Central to store digital records. Past positions, job transfers, and new credentials become part of one file. “When we look back at employment history, we can see all the positions someone has had in the district.” 

This central record makes it easier to track compliance. If a teacher’s credentials are about to expire, Frontline Central alerts them so they can then renew in time. And if an unemployment call comes in, Tiffany can open the file at her desk – no more rummaging in file cabinets. 

Absence Management and Time & Attendance Connections

Norwalk also relies on other Frontline products: Absence Management and Time & Attendance. Absence Management gathers requests for time off and routes them for approval. Principals see who is out, and the system can alert substitutes to open slots. These connected workflows reduce friction. Substitutes set availability, and the district has a clear record of who filled each vacancy. 

Meanwhile, Time & Attendance integrates with the district’s payroll software. In a single report, payroll sees everyone’s hours. “Our payroll person can just run a report, and it goes right in. It’s been very efficient.” 

Impact on Speed and Efficiency 

Norwalk uses Frontline to hire faster. Previously, the district aimed for a 14-day turnaround from job posting to a final hire. That window now shrinks when managers find a strong candidate. Communications happen online, and new hires can send forms or data back within minutes. “If they’re on top of it themselves, they could have it submitted back to me within 15 minutes. … It almost steps up the game for them, even more than the old way of doing things.” 

This keeps momentum. Principals can lock in a new teacher, paraprofessional, or sub without waiting for paper forms. Those immediate actions help in a climate where special education and foreign language positions can be tough to fill. 

Tiffany also sees improvements in record searches. She explains that if an auditor or the district office needs details, those documents sit in one secure place. She can open a digital file, click a few times, and share what’s needed. That shift has cut down on “lost paper” stress. 

Improved Reporting 

As Norwalk faced COVID-related staffing challenges, Frontline’s reporting features became invaluable. The district could see sub fill rates in real time. They could track how many people were out, how many subs had taken assignments, and how many spots still needed to be filled. Tiffany says, “The board was meeting probably every week or every other week. They’re looking for quantifiable data. So just being able to put in the dates, enter the times, and generate quick reports, pie charts, and all of that information… it’s all right there in the system.” 

By leveraging the Report Writer in Frontline Central, they can share stats with the school board. This type of data helps with budget decisions and long-term planning. 

Better Experience for Employees

Employee satisfaction and trust matter. Frontline’s digital approach helps new staff get going on day one. Returning staff can also update records online. And if someone has a new address or revised emergency contact, they can fix it in the system. 

“I send staff packets and ask them to sign off on forms: trainings, handbook, non-substance district requirements, all the things we need to communicate and have them acknowledge. That’s really slick, because once they’ve created their account, they can fill out and update their personal info … That saves a lot of time — for HR and the business office.” 

The Road Ahead

Frontline Central has more capabilities that Norwalk hopes to tap. Tiffany would like to see them use it for contract renewals, which would let them abandon paper contracts. She envisions a scenario where employees e-sign these documents and see them stored in their files, all in the same day. 

They are also exploring deeper use of Professional Growth, another piece from Frontline that tracks trainings and license renewal credits. Tiffany and the HR manager want to unify more of these efforts so each department has a single source for employee data. 

Norwalk Community School District’s move to Frontline Recruiting & Hiring and Frontline Central freed staff from piles of paper and time-consuming manual tasks. They needed a modern way to recruit new talent, bring them on board, and maintain up-to-date records. They gained a system that connects the entire employee lifecycle. That includes job postings, candidate communication, onboarding forms, payroll integration, and absence tracking. 

Tiffany values the speed and accuracy. “Frontline gives us a snapshot of our district quickly, but also thoroughly, because all the information we need is stored in Frontline. And the communication is quick when we need to work with our employees.” 

Norwalk continues to grow, which demands a strong HR infrastructure. By expanding how they use Frontline, the HR team saves time, lowers error rates, and responds to their board with real numbers. They also create a better experience for teachers and staff, who need transparency and support. 

“I’m really excited about Frontline. I’m passionate. In our district, we have so many options for using it.” 

Norwalk’s case underscores the potential for districts of all sizes. Through connected software and fewer paper trails, administrators get to focus more on people and less on back-office tasks. That means a smoother process for applicants, a faster route to hiring the right talent, and more energy devoted to student success.