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The 2025 HR Effectiveness Audit: 12 Questions to Drive Impact

Every district has one common goal: to support students by empowering great educators. But behind the scenes, there’s a lot that goes into making that happen—recruiting the right teachers, simplifying onboarding, and creating a culture that makes people want to stay. 

This HR Efficiency Audit is here to help you tackle the processes that power your district. It’s not about overhauling everything but making small adjustments that lead to big improvements. From leveraging digital tools to celebrating your staff’s contributions, this resource is here to help you kick of 2025 with confidence and a clear plan for success.   

Ready to Make 2025 Your Most Efficient Year Yet? Start with These 12 Questions 

1. Is Your Recruitment Strategy Year-Round? 

Teacher shortages don’t pause after the hiring season. Does your district have a year-round recruitment calendar or outreach plan to consistently attract top talent? 

  • Yes: Excellent! You might explore targeted digital campaigns to reach passive candidates. 
  • No: Consider building a year-round recruitment strategy to reduce staffing gaps and stay ahead of hiring challenges. Small steps, like creating a seasonal hiring calendar, can make a big impact. 
Need a Jumpstart? Check out our “Month-by-Month Guide to K-12 Staffing Excellence
Get the Guide

2. Does Your Credential Tracking Process Support Compliance? 

Credential renewals can be time-consuming, especially when managed manually. Does your system provide clear visibility and automated reminders? 

  • Yes: Great work! Regularly review your system to ensure all staff credentials are tracked effectively. 
  • No: Exploring automation for credential tracking can save time, reduce compliance risks, and ease administrative burdens. 

3. Is Your Onboarding Process Ready for Growth? 

Does your onboarding process reduce paperwork, ensure compliance, and prepare new hires for success quickly? 

  • Yes: Fantastic! Gathering feedback from recent hires can help refine the experience. 
  • No: Digitizing even part of your onboarding process—like automating forms or compliance tracking—can ease workloads and create a great first impression for new staff.

“Frontline Central cut our onboarding time from one hour to 15 minutes.”

Helen Romios, Director of Human Resources, Elmhurst School District 205

4. Are You Tracking Recruitment and Retention Metrics? 

Do you have insight into key data like time-to-hire, retention rates, and vacancy trends? 

  • Yes: Keep it up! Use your data to fine-tune strategies and focus on areas with the greatest impact. 
  • No: Tracking these metrics doesn’t have to be overwhelming—start with one or two focus areas and build from there. 

5. Is Time and Attendance Tracking Automated? 

Does your system minimize errors and reduce the administrative time spent managing time sheets and payroll? 

  • Yes: Awesome! Take a moment to ensure your tools integrate seamlessly with payroll processes. 
  • No: Automating time tracking can free up valuable time for HR teams while improving accuracy. 

“We did away with paper timesheets, so that’s been a huge time saver. I just can’t imagine how long it would take me now if we were still with paper timesheets with 600 employees to process.”

Melissa Potter, Payroll Specialist, Clear Creek Amana 

6. Does Your Substitute Management Process Support Classroom Continuity? 

Can your district quickly and effectively fill teacher absences? 

  • Yes: Great work! To prepare for peak seasons, consider focusing on building a stronger substitute pool and regularly analyze substitute fill rates to assess its capacity and effectiveness 
  • No: Tools like substitute management systems can help you quickly find qualified substitutes and ensure student learning remains uninterrupted. 

7. Are Professional Growth Opportunities Accessible and Flexible? 

Do your professional development (PD) programs offer in-person and online options to meet teachers where they are? 

  • Yes: Well done! Blended learning models can expand access and improve engagement. 
  • No: Providing flexible PD opportunities can strengthen teacher retention and promote growth. 

Hand-picked content for you:

Effective Professional Learning Strategies (That Actually Work)

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8. Is Your HR Technology Integrated? 

Do your HR tools and systems work together to reduce repetitive tasks and create a seamless experience for your team? 

  • Yes: Fantastic! Regularly review your tech stack to ensure it meets evolving needs. 
  • No: Start small—integrating one or two systems can make a noticeable difference in efficiency. 

9. Does Your District Celebrate Staff Contributions? 

Do you have a consistent way to recognize and celebrate your staff? 

  • Yes: Excellent! Personalizing recognition efforts can make them even more impactful. 
  • No: Simple actions, like thank-you notes or public shoutouts, can build morale and improve retention. 

10. Do You Have Regular Feedback Loops with Staff? 

Is there a process for staff to share feedback about workplace culture, HR processes, and professional development? 

  • Yes: Wonderful! Using this feedback to drive meaningful changes strengthens trust and engagement. 
  • No: Even informal feedback opportunities, like surveys or listening sessions, can provide valuable insights. 

“Retention is our number one goal, so we do a lot of surveys to get feedback. We truly do take that information and tweak our programs and what’s being offered.“

Bridget Reed, District Peer Mentor Lead, Brevard County

11. Is Your HR Team Prepared for Mid-Year Hires? 

Does your team have a plan in place for unexpected hiring needs? 

  • Yes: Awesome! Communicating your process clearly to hiring managers helps ensure everyone is on the same page. 
  • No: Having a ready-to-go mid-year hiring plan can reduce delays and keep things running smoothly. 
Need a Jumpstart? Check out our Year-Round Recruitment Guide for Building a Robust Teacher Pipeline
Read Now

12. Are You Ready for the Next Recruitment Push? 

Does your district have a strategy for the upcoming hiring season? 

  • Yes: Excellent! Consider exploring additional recruitment channels to expand your reach. 
  • No: Start planning now to ensure your district is positioned to attract top talent. 

Download Your Checklist 

We’ve turned these 12 questions into a downloadable HR Effectiveness Checklist to make this process even easier. Use it to evaluate your district’s processes, celebrate what’s working, and prioritize changes for 2025. 

Download Now

Why Efficiency Matters for K-12 HR Leaders 

From digitizing onboarding to building year-round recruitment strategies, improving efficiency in K-12 HR processes is about finding solutions that fit your district’s unique needs. Small changes can reduce administrative burdens, improve staff satisfaction, and create better outcomes for students. 

Take the Next Step 

Explore our Human Capital Management software to see how we can support your district’s goals in 2025 and beyond.
Explore Frontline’s HCM

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

Beyond Spreadsheets: Empowering School Boards Through Strategic Data Comparisons 

School boards shape the future of education in your district—from policy setting to budgeting and superintendent selection. But to make decisions that truly benefit students, teachers, and the community, they need data that’s clear, strategic, and actionable. Unfortunately, the information they require, from student performance metrics to funding and staffing, often feels like it’s buried in a maze of disconnected sources. This is where your role as a K-12 leader becomes indispensable. 

By providing school boards with concise, meaningful data, you’re helping them see the full picture—enabling them to make informed choices that move your district forward. With the right insights, school boards can make strategic, well-informed decisions. To help you simplify this process, here are four essential types of data comparisons that bring clarity to complex questions in areas like enrollment, staffing, spending, and student performance. 

Using Peer Comparisons to Justify Pay Increases:

See why Kennith Miller, Director of Human Resources at Oswego Community School District 308, says that peer district comparisons are essential to recommending salary increases.  

Learn More

Four Essential Data Comparisons for Effective Decision-Making 

Enrollment numbers impact nearly every aspect of district planning, from staffing and facilities to budgeting. But numbers alone don’t tell the whole story. What trends underlie these numbers, and what do they say about your district’s future? By analyzing changes in enrollment over time and comparing them to state benchmarks, you can help your board answer questions like:  

  • Are our district’s challenges unique, or part of broader trends? 
  • How do these trends affect resource allocation, facility planning, or staffing? 

Key Data to Watch: 

  • Year-over-year enrollment shifts compared to peer districts  
  • Changes in student demographics, like special education needs or English learners, that have budget implications 

Example: Compare your district’s enrollment trend to regional peer districts to contextualize the need for additional staff, facilities, or programs. The chart below shows the percentage change in student enrollment across thirteen districts from 2023 to 2024. 

2. Staffing Ratios in Context 

With staffing as one of your largest investments, your board needs to understand how your district’s ratios compare to similar districts. Staffing directly affects student outcomes, teacher satisfaction, and overall district efficiency, making it crucial for decision-making.  

Key Data to Watch: 

  • Teacher-to-student ratios compared to peer districts to assess instructional adequacy  
  • Support staff levels, including counselors, paraprofessionals, and custodial staff, to determine if students and teachers have the support and resources they need. 
  • Specialized staff ratios, such as special education or English learner educators, to ensure these populations receive the support they need. 

Example: Show the board how your teacher-to-student ratio stacks up against peer districts, helping them decide whether to adjust hiring to meet student needs more effectively. The chart below compares the average number of students per full time educator (FTE) across thirteen districts in 2024. 

3. Spending and Revenue Patterns 

Is your district using its resources as effectively as possible? Comparing operational spending across peer districts can offer valuable insights. By breaking down costs into instructional and administrative categories, you provide clarity on resource allocation and help the board see where strategic adjustments might lead to better outcomes.   

Key Data to Watch: 

  • Instructional versus noninstructional spending to understand how resources are being prioritized. 
  • Administrative costs in comparison to instructional spending to determine alignment with district goals and student needs. 

Example: Present a chart contrasting instructional spending per student across comparable districts, allowing the board to gauge whether your spending aligns with district goals. The chart below compares the actual dollar spent per student across four districts. 

4. Student Performance and Spending Impact 

Understanding student performance, and its relation to spending, is crucial for evaluating educational outcomes. Proficiency rates and subject-specific scores offer a window into how well your district’s resources support its academic goals. By comparing your district’s performance with peer districts, you’re giving the board essential context for assessing whether investments are driving results.    

Key Data to Watch: 

  • Proficiency rates by grade and test area to identify strengths and areas needing improvement. 
  • Correlations between spending and performance to determine if higher investments lead to better outcomes.  

Example: Use a performance chart showing proficiency in math and reading against similar districts to identify strengths and areas needing improvement. The chart below compares the percentage of students scoring in each performance band (Below Basic, Basic, Proficient, and Advanced) on the Math subtest of the Pennsylvania System of School Assessment (PSSA) scores across thirteen districts. 

With these data comparisons, you can support school board members in making decisions that have a lasting impact on your district. By transforming complex data into strategic insights, you’re helping them focus on what truly matters—improving student outcomes and strengthening the school community.  

Discover the Power of Comparative Analytics – Empowering K-12 Leaders with the Context they Need to Make the Best Decisions  

Frontline Comparative Analytics helps K-12 leaders make sense of data with ease. Drawing from State Departments of Education, this tool offers pre-built and customizable analytics to compare your district’s performance on key metrics—like enrollment, financials, staffing, and student outcomes—against peer districts and groups. 

With rich visuals and ready-to-use insights, Comparative Analytics takes the heavy lifting out of data analysis. Spend less time crunching numbers and more time driving transparency, improving communication, and making informed decisions that move your district forward. 

Discover Frontline Analytics today
Learn More

Eric Eggan

Eric Eggan, M.Ed. is a Client Services & Enablement Lead at Frontline Education. He has a proven track record of guiding leadership teams in driving operational improvements through data-driven decisions. An expert in comparative analytics, he helps districts identify peer groups and create customized benchmarks across enrollment, staffing, finance, and student performance. By providing valuable context for critical decisions, Eric enables district leaders to make strategic, evidence-based choices that boost efficiency and support community and district goals  

Want to work with Eric?  You can reach him here: eeggan@frontlineed.com

5 Metrics K-12 HR Must Track for Recruitment and Retention 

For K-12 HR leaders, closing out the year is more than just wrapping up tasks—it’s a chance to reflect, recalibrate, and set a strategic course for the future. As teacher shortages persist and competition for top talent grows fiercer, leveraging key hiring and retention data is essential to staying ahead.   

The end of November is the perfect time to dive into your district’s hiring metrics. By identifying what worked (and what didn’t), you can fine-tune your approach, attract top-tier candidates, and create a school environment where educators thrive.  

Let’s explore five crucial metrics every K-12 HR administrator should review to drive better hiring outcomes in 2025.   

1. Time-to-Fill Positions 

What It Measures: The average number of days it takes to fill a vacancy from the moment a job is posted to when an offer is accepted.  

Why It Matters: Long hiring timelines can lead to classroom disruptions, increased workloads for existing staff, and missed opportunities to secure top talent. They can also signal inefficiencies in your hiring process or challenges in attracting candidates.  

DATA SPOTLIGHT:

67% of districts report greater difficulty recruiting and hiring candidates. 

How to Take Action:  

  • Break down time-to-fill by position type (e.g., classroom teachers, paraprofessionals, administrative roles) to identify where delays are most common.   
  • Start the hiring process earlier for high-need roles to get ahead of peak recruitment competition.   

PRO TIP: Look for patterns. Are certain job types consistently taking longer to fill? That might indicate systemic issues, like uncompetitive salaries or insufficient recruitment outreach.  

2. Applicant-to-Hire Ratio 

What It Measures: The number of applicants needed to make one hire.   

Why It Matters: A high ratio could indicate a mismatch between the candidate pool and your hiring needs, unclear job descriptions, or overly restrictive screening criteria. Conversely, a low ratio might suggest strong alignment between your district’s outreach and the candidates you’re attracting.    

DATA SPOTLIGHT:

81% of districts face staffing shortages.

How to Take Action:  

  • Audit your job descriptions to ensure they’re clear, concise, and appealing. Avoid jargon that might deter qualified candidates.   
  • Evaluate whether your recruitment channels are targeting the right audiences—consider partnerships with local colleges or job fairs for broader reach.   
  • Use pre-screening tools to efficiently identify top candidates while maintaining diversity and equity.   

PRO TIP: Compare applicant-to-hire ratios across job boards and recruitment sources to pinpoint which channels are delivering the best results.    

3. Retention Rates  

What It Measures: The percentage of employees who stay with your district for a set period, such as one year or five years.   

Why It Matters: Retention is just as critical as recruitment. High turnover not only drives up hiring costs but also disrupts student learning and team morale. Identifying retention trends can help you design programs to support and retain your best educators.      

DATA SPOTLIGHT:

Most districts have a retention rate between 81% – 90%.

How to Take Action:  

  • Analyze retention rates by department, role, or school to uncover specific areas of concern.   
  • Use exit interviews or surveys to understand why employees leave and identify patterns in responses.   
  • Invest in mentoring programs for new hires and professional development opportunities for all staff to boost engagement and satisfaction. 

PRO TIP: Consider introducing wellness initiatives, such as flexible professional learning schedules or financial wellness support, to improve staff satisfaction.     

Hand-picked content for you:

Teacher Turnover Calculator: Find out how much teacher turnover costs your district. 

Read Now

4. Cost-per-Hire 

What It Measures: The total cost of hiring, including advertising, interviewing, onboarding, and training.   

Why It Matters: Keeping cost-per-hire manageable ensures your district can stretch its HR budget further while maintaining quality hiring practices. High costs may indicate inefficiencies that can be addressed through smarter resource allocation.     

DATA SPOTLIGHT:

On average, replacing a teacher costs $11, 860 to $24,930, depending on the district size.

Read More

How to Take Action:  

  • Identify the most and least cost-effective recruitment channels by tracking costs and outcomes for each.   
  • Transition to digital onboarding systems to reduce paper use, streamline processes, and lower administrative costs.   
  • Monitor turnover rates alongside cost-per-hire to ensure you’re getting a return on your recruitment investments.   

PRO TIP: Invest in employer branding initiatives—strong branding can reduce recruitment costs by attracting highly aligned candidates who are eager to join your district.  

5. Diversity in Hiring   

What It Measures: The percentage of new hires who come from underrepresented groups.   

Why It Matters: Building a diverse workforce creates a richer school community, fosters cultural competence, and positively impacts student outcomes. Districts that prioritize diversity can better meet the needs of their students and community.   

“With [Grow Your Own], even the first year when we kicked this program off, our diversity hiring went through the roof in terms of results.”

— Jason Olson, Director of Human Resources, Verona Area School District 

How to Take Action:  

  • Assess your recruitment materials and interview processes for unconscious bias.   
  • Partner with organizations and universities that promote diversity in education careers.   
  • Offer targeted professional development opportunities that showcase your district’s commitment to inclusivity.   

PRO TIP:

  1. Implement a “Grow Your Own“ program to cultivate future educators from within your community—supporting long-term retention and diversity.  
  2. With Human Capital Analytics, you can explore trends in the applicants your district attracts, and how they align with your DE&IB initiatives. 

Looking Ahead to 2025   

Reflection is the first step toward improvement. By focusing on these five metrics, K-12 HR leaders can gain actionable insights to optimize their recruitment and retention strategies for 2025. Whether you’re refining your time-to-fill processes or enhancing diversity initiatives, the data you review today can drive the success of your district tomorrow.   

Great schools start with great people. Use this end-of-year reflection to ensure your district is attracting, hiring, and keeping the educators who make a difference in students’ lives.   

Ready to boost recruitment and retention in 2025? Learn more about Frontline Recruiting & Hiring today.
Learn More

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

Projecting Credibility: How to Build Trust in Your Financial Forecasts 

No CFO wants to be wrong—especially when it comes to financial forecasting. One misstep can spark anxiety, damage credibility, and strain relationships with key partners. The pressure to deliver precise projections can feel overwhelming, but here’s the truth: financial forecasting isn’t about perfect accuracy. It’s about mastering three critical elements that build trust—trend, disclosure, and materiality.  Focusing on these principals can enhance transparency and confidence in your financial reports. Let’s explore how. 

Enhancing the Clarity and Impact of Financial Reporting:

Leaders at Dieringer School District use Frontline Analytics to make clear financial decisions and garner school board support. 

Read More

Trend: Spotting Patterns to Strengthen Credibility 

Want to boost the credibility of your financial forecasts? Start by looking at the bigger picture. Comparing your current forecast with previous ones can quickly reveal where things are heading. For instance, if your projections show a steady trend towards a revenue shortfall, that’s your cue to dig deeper and find out why.  

This kind of comparison helps you identify where assumptions may have gone off track and which areas need extra attention. When you spot consistent trends, it reinforces confidence in your forecast. But don’t ignore the red flags—those discrepancies are where the real insights live. Addressing them not only strengthens your current forecast but also provides valuable intel for smarter decision-making down the road. 

Transparency Through Disclosure: Building Trust in Your Forecasts 

Let’s face it—variances are inevitable. Every financial forecast will have some discrepancies when compared to the next one. Why? Because assumptions change, whether due to internal shifts, like staffing costs, or external factors, such as funding changes or economic conditions. But here’s the good news: being upfront about these changes builds trust. 

When you clearly explain why the numbers have shifted, you not only gain credibility but also help your team and community understand the bigger picture. Highlighting the biggest contributors to these variances—whether it’s enrollment dips or unexpected expenses—helps you stay ahead of the curve. By researching and explaining these changes, you make your forecast a tool that everyone can confidently rely on for critical budget and operational decisions.  

The visual below highlights the forecasted decline in days cash on hand, which mirrors the trend seen in the prior forecast. This signals a consistent pattern that requires attention for long-term planning.  

Materiality: Focusing on What Really Matters 

It’s easy to get caught up in dollar variances—after all, $2.7 million sounds like a big deal. But in the context of a large school budget, focusing on that number alone can cloud the bigger picture. What really matters is understanding the factors driving those changes. By clearly explaining these underlying influences, you help everyone—from your board to your community—gain the right perspective. 

As shown in the graph below, while there is a variance, the overall trend remains consistent. This emphasizes an important point: staying focused on the most material impacts, rather than just the dollar figures, is key to building credibility in your forecasts and making more strategic decisions. 

By focusing on trends, transparency, and materiality, you can turn financial forecasting from a stress point into a strategic asset. Credibility isn’t about being flawless—it’s about delivering clear, actionable insights that inspire confidence and guide decision-making. With these principles, your forecasts become a powerful tool to build trust, foster support, and drive long-term financial success for your district. 

Frontline Financial Planning Analytics Provides CFOs With The Analytics They Need to Build Trust in Their Financial Forecasts 

At Frontline, our Analytics team provides K-12 leaders with software tools that create custom visuals like the one displayed here—all with the ease of a point-and-click interface. These tools make it easier to communicate complex data, helping you focus on trend, disclosure and materiality—the key elements that boost financial forecast credibility.   

Discover Financial Planning Analytics today
Learn More

Ernie Strawser

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

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

Ryan Ghizzoni

Ryan Ghizzoni is the National Senior Director of Business Analytics at Frontline Education, where he empowers school business officials make data-driven decisions that strengthen financial transparency and operational effectiveness. With over two decades of experience in K-12 financial management, Ryan has held several leadership roles, including Senior Analytics Advisor at Forecast5 Analytics and Treasurer/CFO at various school districts across Ohio, such as Austintown, Berea, and Fairview Park. 

Ryan continues to deliver insights and solutions that help districts in leveraging data to make informed, strategic decisions. Interested in partnering with Ryan? You can reach him here: rghizzoni@frontlineed.com 

Why Are Teachers Leaving? What K-12 Leaders Can Do to Keep Them 

Staffing America’s classrooms has always been a challenge, but we’re at a critical juncture. While K-12 districts have long struggled to fill critical roles like special education, the real crisis is the increasing number of teachers leaving the profession.  

FAST FACTS:

In the 2021-2022 school year, teacher turnover hit 10% nationally—a 4 percentage-point increase from pre-pandemic levels, meaning an additional 114,000 teachers left their classrooms. 

Read the Research

The issue is especially concerning in urban and high-poverty districts, where turnover rates have climbed to 14%. Now is the time for bold, data-driven leadership to stabilize the teaching workforce and better support your educators.  

Hand-picked content for you:

The Teacher Shortage: Challenges and Long-Term Solutions

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The Real Cost of Teacher Turnover: More Than Just Dollars 

Replacing a teacher is expensive—around $25,000 per teacher in a large district accounting for hiring, training, and lost productivity. But the true cost is more than just financial. Teacher turnover disrupts learning, especially in urban and high-poverty schools, where students are already facing significant challenges. For district leaders, the message is clear: understanding why teachers are leaving and identifying those at risk of leaving is critical to keeping classrooms stable and ensuring consistent, high-quality education for all students.  

Teachers Are Sharing Their Challenges Online—Here’s What You Need to Know 

Teachers are increasingly turning to social media to vent frustrations and seek support, and the conversations happening there offer a glimpse into why so many are leaving. On Reddit and Instagram, communities of educators are candidly discussing their reasons for burnout and career transitions. One Reddit group, “Teachers in Transition,” has over 37,000 members, while Instagram’s @TeacherMisery account has over 540,000 followers, surpassing the follower counts of both Education Secretary Miguel Cardona and former Secretary Betsy Devos combined and multiplied by twelve.  

These stories are tough to read but important to understand.  

  • “I left because of the constant chaos in my classroom with no real support. I was left to handle everything on my own I was dealing with frequent physical fights between students, and the most they got was a 10 to 5 minute time-out. I was left to handle everything on my own—there were no consequences. The stress made me physically ill, and my anxiety became unbearable.”  
  • “I’m looking for a way out because the expectations are crushing. In a class of 30 students, 11 are English language learners, 5 have IEPs, and there’s no teacher assistant. I’m juggling individual needs with no real support. When you’re set up to fail, it’s impossible to feel like you’re making a difference and that loss of purpose is devastating.” 
  • “Attendance is worse than ever before. Kids are coming to school 40 out of 180 days with no repercussions. I had a student who missed 18 days of a semester-long class and didn’t show up for the final. But they still passed! What’s the point of having rules if they aren’t enforced? Chronic absenteeism adds to the workload, and it’s demoralizing when there are no consequences for the students—or support for the teachers.” 
  • “I have kids in my class who are five years behind academically. How am I supposed to catch them up—or help them access the curriculum?” 
  • “In the age of Tik Tok, Fortnite, and whatever else has grabbed their attention…it’s a lot tougher to get them excited about learning.” 
  • “I’d add the fentanyl epidemic and the expectation that we literally save these kids’ lives to the list. As soon as we were asked to keep Narcan handy, I was out.” 

These are more than personal anecdotes—they’re a warning. If district leaders want to get ahead of teacher attrition, understanding these frustrations is key. 

The Power of Supportive Leadership: Administrators as the Key to Teacher Retention 

While the challenges of teacher burnout and turnover are real, the positive impact of strong, supportive leadership cannot be overstated. Many teachers choose to stay in the profession—not because the job is easy, but because they feel valued, supported, and fulfilled in their roles. School leaders who foster a culture of trust and collaboration create environments where educators can thrive, even in the face of difficulties. 

One hundred and fifty people commented in response to the question on a Reddit thread: “What’s keeping you from quitting?” Many pointed to the critical role that administration plays in their decision to stay: 

  • “I have an absolutely incredible admin team, and I love my kids. When it’s hard, I know I feel way more fulfilled doing this than anything else.” 
  • “I love my job…My coworkers support me, enough of my students adore me. 90% of my experience with my administration has been positive over the last 10+ years.” 
  • “I make decent money, have good health benefits, and my admin team and colleagues are awesome. I plan to stay for the long haul.” 
  • “I do not want to quit. I have supportive admin, interesting content to teach, and nice students. We see the negative on this sub but not the positive.” 
  • “One of the reasons I’ve stuck with my current school for five years is that I teach my 8th graders three full novels, a Shakespeare play, and John Hersey’s Hiroshima, cover to cover, a year. They’re novels written for adults. We read them anyways. We have great discussions. I’ve put up with a LOT because I know my principal will never make me teach chopped up books…which I’ve been made to do in the past.” 

These stories offer a powerful reminder: teachers are more likely to stay when they feel like they are part of a supportive team. Administrators who actively listen to their teachers, provide meaningful feedback, and address challenges in the classroom create a culture of respect and collaboration that helps prevent burnout.  

By stepping up as leaders and ensuring that teachers have the support they need, whether through professional development, classroom resources, or simply knowing that someone has their back, district administrators can be the heroes that stabilize their schools and reduce turnover. 

Beyond Anecdotes: Using Data to Predict and Prevent Teacher Burnout  

While personal stories shared on social media provide valuable insights, they don’t capture the larger, systemic factors that lead to teacher burnout and attrition. Research shows that teacher stress is often linked to three key predictors: student absenteeism, disruptive behavior, and low academic performance.  

  • Student Absenteeism: When students are frequently absent, teachers must invest additional time and energy to help them catch up, leading to emotional exhaustion. Chronic absenteeism disrupts the flow of instruction, creating stress that can quickly lead to burnout (Gottfried, 2019). 
  • One study found that emotional exhaustion is closely linked to feelings of frustration when teachers are constantly forced to modify lesson plans due to irregular student attendance (Skaalvik & Skaalvik, 2017). 
  • Disruptive Behavior: Teachers who are regularly dealing with disruptive behavior often report feeling drained, as they struggle to maintain classroom order while also meeting academic expectations (Aldrup et al., 2018). The constant need to manage disciplinary issues wears down teachers’ emotional resources, making them more vulnerable to burnout and more likely to consider leaving the profession.  

Educators who responded to a 2024 RAND survey indicated that managing student behavior tops the list of factors contributing to increased job-related stress. See the full results below. 

  • Low Academic Performance: Teachers working with students who are consistently underperforming—especially in schools with high rates of failing grades—often experience a sense of professional inadequacy. The pressure to boost student achievement, especially in high-stakes environments, can be overwhelming and lead to heightened stress and dissatisfaction (Steinhardt et al., 2011). Teachers may begin to question their effectiveness, which further erodes their motivation and increases the likelihood of burnout.  

By paying attention to these predictive factors, district leaders can identify which teachers are most at risk and act before burnout leads to attrition. A data-driven approach allows administrators to intervene early, providing targeted support and reducing the likelihood that teachers will leave the profession.  

Hand-picked content for you:

How to Combat the Teacher Shortage with Student Data

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Taking Action: Five Steps to Support Teachers Before They Reach a Breaking Point 

District leaders have the power to address the underlying causes of teacher stress and burnout by taking a proactive, data-driven approach. Research from RAND shows that teachers experience higher levels of stress and burnout compared to the general population (see figure below). 

This data highlights the urgent need for targeted actions that address the unique challenges teachers face. Here are five steps you can take to support your educators. 

  1. Foster a Supportive School Culture
    Create a strong, positive environment by actively listening to teachers, recognizing their contributions, and encouraging collaboration across teams. When teachers feel valued, they’re more likely to stay engaged and committed. 
  2. Provide Targeted Professional Development 
    Offer professional development that addresses the specific challenges teachers face in the classroom, such as behavior management strategies, mental health support, and instructional techniques for diverse learners. 
  3. Address Disruptive Behavior 
    Implement consistent behavior policies that support both teachers and students. Ensure that teachers have the resources and training to manage classroom behavior effectively, while also reinforcing a safe and respectful learning environment. 
  4. Focus on Student Absenteeism and Academic Support 
    Develop strategies to address chronic absenteeism and offer extra academic support for students who are falling behind. This reduces the burden on teachers to constantly catch up students and minimizes the stress causes by frequent disruptions in learning. 
  5. Use Data to Identify Teachers at Risk of Burnout 
    Leverage student data aggregated at the teacher level to monitor key indicators of teacher stress, such as student absenteeism, disruptive behavior, and low academic performance. By analyzing this data, district leaders can identify teachers at greater risk of burnout and intervene with the right support before it’s too late. 

Student Analytics Lab Helps You Identify At-Risk Teachers Before It’s Too Late 

What if you had a tool that could automate this process? Student Analytics Lab makes that possible, providing the insights you need to help retain your teachers and build a more stable, supported learning environment.  

Ready to start using your data to protect your district’s most valuable asset—your educators? 
Talk to a Frontliner

Ellen Agnello

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

A Tool for Equity: Electronic Health Records 

No matter the make up of your district, you likely have students with diverse backgrounds and health needs. No matter the make up of your district, you likely have students with diverse backgrounds and health needs. You might have a high percentage of students with a chronic illness, or students who rely on the school nurse for most of their health care. As the health needs seen at school evolve, the tools that school nurses require evolve, too.  

A 2022 survey from NASN showed that only 42% of school nurse respondents reported billing Medicaid. With Free Care expanding, districts have an opportunity to tap into a funding source that can make a tangible difference on the bottom line. 

It boils down to this simple truth: if school nurses are expected to offer the kinds of care that is normally offered in a private practice or hospital setting, they should have the same tools that those settings offer.  

Every School Campus Is Unique 

Each campus in your district has its own landscape of economic statuses, chronic illnesses, and acute needs. What works for one school may not fit another. While we often look at districts as a whole, it’s essential to recognize the nuanced situations within each campus. And it’s critical that the tools you use allow you to serve individual students while also providing insight into what’s happening across campuses at the district level.  

Diversity of Needs 

An EHR can benefit different communities in different ways.  

For example, in rural areas, school nurses play a multi-faceted role in staff and students’ lives. They might even help with oral health and education which, for students who don’t have regular dental check-ups (and about half of school-aged kids don’t). In general, children in rural areas are statistically more likely to miss check-ups with health providers outside of school. An EHR in these communities is crucial in maintaining accurate health records. 

But that’s not to say EHRs are any less needed in urban or suburban communities. 

Over half of school based health centers are located in urban areas, and for school based clinics, it’s critical to have a purpose-built tool due to the level of care offered in these settings. We talk a lot about purpose-built tools, but what does that mean for health professionals working in school environments? It could be workflows that make regular office visits or daily medication administration easier. In other cases, it might be the ways that you track students’ immunization statuses. 

It’s a bit like trying on a pair of pants that are the wrong size. You might initially think why can’t I fit in these? They fit perfectly a couple years ago. The problem isn’t you. It’s the pants…or, in this metaphor: it’s the tool.  

With evolving student needs, you might want to pull new kinds of reports, or start to bill Medicaid for health services. If you’re still using your SIS for health documentation, you might wonder why it’s so hard to accomplish these goals. But it’s not you. It’s the tool. 

Students with Medicaid may require additional services—think dental care, mental health support, or immunizations. An EHR can help track these needs efficiently, ensuring that no child slips through the cracks. By reporting on vaccination delinquency rates, for example, you can pinpoint areas within your district that need extra support and mobilize resources accordingly. 

Data-Driven Insights 

In any community, being able to spot trends can be critical. If you have students with diverse backgrounds and health needs, data might feel even more important. It allows you to target the specific needs of your students more effectively.  

For instance, let’s say you notice a spike in absenteeism. With EHR data, you can identify patterns—maybe a significant number of those absences are related to health issues. This insight enables you to implement tailored interventions rather than a one-size-fits-all approach. 

Or perhaps your district has a health clinic and want to dig into which communities need more encouragement to get their immunizations. Data can help you pinpoint what kinds of health education might be most beneficial to your community.  

Healthy Kids Stay in School 

Let’s not forget: healthy kids are more likely to stay in school. According to Attendance Works, there’s a strong correlation between health and attendance.  

When we can track health data effectively through EHR, we can create a more supportive environment for our students. This is especially crucial in low-income areas, where a child’s ability to learn can often hinge on their health. According to a study from the CDC, “as family income increased, the percentage of children with chronic school absenteeism for health-related reasons decreased.”  

And according to Attendance Works, “children living in poverty are two to three times more likely to be chronically absent—and face the most harm because their community lacks the resources to make up for the lost learning in school. Students from communities of color as well as those with disabilities are disproportionately affected.” 

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The Cost of Health-Related Absences 

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Mobilizing Your Health Clinic 

57% of school health clinics are based in urban areas, so those communities may be especially interested in how an EHR can help. One of the best parts of having an EHR is that it empowers your school-based health clinic. Because the kinds of care offered at school-based health clinics is more robust than the traditional office visit, it’s paramount for providers to have a tool that’s built for them.  

Imagine being able to pull up data that tells you exactly which families need outreach, whether for immunizations or other health services. This isn’t just about providing care; it’s about meeting families where they are. For instance, some clinics even provide immunizations on-site, making it easier for students to receive essential health services without missing school. 

The Medicaid Opportunity 

Billing Medicaid for health services is a crucial strategy that can significantly benefit all districts, especially those who serve as the main source of healthcare to their students. With many students relying on school nurses for their healthcare needs, the ability to bill Medicaid not only enhances the financial sustainability of school health programs but also improves access to essential services for underserved populations. 

Medicaid reimbursement allows schools to offset the costs associated with providing health services, which is especially beneficial in districts where funding may be limited. By billing Medicaid for services such as mental health support, immunizations, and routine health screenings, schools can secure additional financial resources. This funding not only supports the health needs of students but also contributes to the overall financial stability of the school health program. 

Conclusion: A Tool for Equity 

The importance of an EHR in all communities cannot be overstated. It’s more than just a record-keeping tool; it’s a means to ensure equity in healthcare access for our students. By leveraging data, we can address the unique challenges each campus faces and ensure that every child has the opportunity to thrive both in and out of the classroom. 

Elise Ozarowski

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

Tackling Help Desk Overload as December Approaches 

Supporting technology needs in a school district is no easy task. Every day, IT departments face a mountain of support tickets, ranging from broken student devices to network connectivity problems. These challenges aren’t just about keeping technology running — they’re about supporting teachers, students, and staff so they can focus on learning. 

When the holiday season rolls around, the pressure intensifies, with last-minute tech needs cropping up and a push to wrap things up before the new year. Steve Vande Walle, Operations Supervisor at Green Bay Area Public Schools (GBAPS), shared insights into how his team manages high volumes of help desk tickets, balances competing priorities, and works to keep everything running smoothly even during the busiest times. 

Keep reading for a deep dive into some of the key problems school districts face when it comes to managing help desk systems, and, more importantly, the solutions that have worked for the GBAPS team. From reducing repetitive tickets to improving team coordination, these strategies are aimed at helping IT departments make the most of their resources while providing the best possible support to students, teachers, and staff. 

Problem 1:

An Overwhelming Number of Help Desk Tickets 

Help desk tickets just keep coming, and whether it’s broken devices, password resets, or network outages, IT teams can quickly become buried in work. Most technology departments are constantly trying to close out tickets and manage the workload. However, when you’re short on staff, it’s hard to keep up, and small issues can pile up while critical ones go unaddressed. 

To handle the volume of tickets, Steve’s team follows a few key strategies: 

  • Service Level Agreements (SLAs): By setting clear priorities for tickets, they ensure that urgent issues are dealt with first. For example, a network outage might be classified as “critical,” while a broken student device is marked as “medium” priority. 
  • Ticket Follow-up Rules: The team follows a rule where technicians check in on tickets within two days of leaving a response to ask for additional information. If the user hasn’t replied, the team marks the ticket resolved unless the person reaches out again. This keeps their queue moving and ensures tickets don’t sit idle for weeks. 
  • Hold a “Flip the Queue” Day: Sometimes, they work on the oldest tickets first, ensuring long-standing issues are addressed before anything else. Teams are generally good at jumping to the most important or urgent tasks, which means that less critical issues can sometimes be overlooked for extended periods. By intentionally focusing on older tickets, they ensure that those less urgent tickets receive attention, maintaining a balance and keeping all users satisfied. This approach helps prevent frustration among users who have been waiting a long time for resolution, even if their issue is not classified as a high priority. 

By implementing these rules and focusing on priorities, the team can better manage the flow of work. 

Problem 2:

Miscommunication or Misrouting of Tickets 

When tickets aren’t assigned to the right people, it slows down the whole system. Sometimes, end users mislabel their problems, causing confusion for IT staff. For example, someone might submit a ticket as a “network issue” when it’s really a “Wi-Fi issue,” causing the ticket to go to the wrong technician. 

This misrouting wastes valuable time and can delay critical repairs or solutions. 

Here are a few tips on how you can improve routing: 

  • Routing Rules: Using automated rules based on the category, school site, or issue type ensures tickets are assigned to the right person or team as soon as they come in.  
  • Use Problem Types Effectively: Create clear categories like “device repair,” “software issue,” or “network problem,” so users can better describe their issues. 
  • Regularly Review Problem Types: As your district’s needs evolve, keep reviewing your ticket types to make sure they’re still relevant. Sometimes you may need to adjust your system, like adding or removing a problem type based on ticket trends. But be careful: too many problem types may create additional issues. If you don’t need to report on a specific problem type or assign those issues to a new team, perhaps you don’t need an additional category. 

Problem 3:

Repetitive and Common Issues 

Teams often deal with the same types of issues over and over again. Password resets, printer problems, and broken screen repairs are common across all school districts, and they can eat up a huge amount of time. They also take up time that could be spent on more critical problems. 

The best way to reduce these types of tickets is to create self-service options. By building a library of Knowledge Base articles, IT departments can empower users to solve basic issues on their own. Steve’s team uses their help desk system to create articles that answer common questions like “how to connect to Wi-Fi” or “how to reset a password.” This can lead to a 25% reduction in tickets created for these kinds of problems. 

Here’s how you can create an effective Knowledge Base: 

  • Identify Common Issues: Look at your help desk trends. What problems are popping up the most? These are the ones to focus on. 
  • Create Step-by-Step Guides: Write simple, easy-to-follow instructions for users. Include screenshots and highlight common mistakes. 
  • Automate Article Suggestions: Some help desk systems will suggest Knowledge Base articles when users start entering their ticket details. This can prevent tickets from being submitted in the first place. 

With a well-built Knowledge Base, you can reduce the number of repetitive tickets, freeing up your team to focus on bigger problems. 

Problem 4:

Poor Organization and Lack of Team Coordination 

In a school district, especially a large one, IT teams may struggle with organization. There might be multiple departments — technology, operations, maintenance, and more — all working on different types of tickets. Without proper coordination, it’s easy for teams to step on each other’s toes or overlook tasks. 

When teams don’t communicate well, tickets can get lost or take longer to resolve. 

The technology department in GBAPS has implemented several strategies to improve organization and teamwork: 

  • Assign Tickets to Teams: This helps prevent one person from being overwhelmed by unrelated issues and involves creating teams that handle similar types of issues collectively. This approach encourages collaboration and flexibility, allowing technicians to support each other, even across different buildings. Although implementing this strategy is challenging, especially with a small team covering many sites, the goal is to pool resources and knowledge to foster teamwork and shared responsibility. 
  • Use Flowcharts: Steve’s leadership team created flowcharts to outline the proper process for handling tickets, as part of a broader effort to keep everyone on the same page, especially when multiple teams are involved. The flowchart clarifies responsibilities and improves efficiency. For instance, the first step is always to assign yourself to a ticket, ensuring no two technicians are working on the same issue simultaneously. The goal is to maintain clear communication, reduce redundancy, and make sure every technician knows their role in advancing each ticket to resolution. 

These strategies help ensure tickets are handled smoothly, even when multiple teams are involved. 

Problem 5:

High Ticket Volume During Critical Times 

The holiday season can bring added pressure for IT teams. With staff taking vacations and the end of the year fast approaching, tickets can pile up quickly. Additionally, teachers might need support during their time off for lesson planning or technical issues. 

When your team is short-staffed, it becomes even harder to keep up with urgent issues. 

Here are a few ways to manage high ticket volumes during busy seasons: 

  • Encourage Early Vacation: Steve encourages his team to take vacation earlier in the year to avoid an empty help desk during the summer or holiday rush. Historically, staff would often take vacation in June or July, resulting in half the team being unavailable at once. When staff members do need to be out, tickets are visible to everyone but filtered by individual responsibilities. This way, if someone goes on vacation, others can step in and handle their tickets without confusion.  
  • Focus on Critical Tickets: Prioritize critical tasks, like network outages or device repairs that affect multiple users. Low-priority tickets, like how to save a document, can be addressed when there’s more time. 
  • Pre-Holiday Cleanup: Before the break, try to clear as many tickets as possible. This can make returning to work in the new year less stressful. 

Next Steps 

Managing a school district’s help desk is no small task, but with the right strategies in place, it becomes manageable. By setting clear priorities, improving communication, and creating self-service options, IT teams can streamline their workflows and reduce stress. Implementing SLAs, creating Knowledge Base articles, and improving ticket routing can go a long way toward increasing organization and tackling help desk overload. 

If your district is facing similar challenges, take the time to evaluate your help desk system and processes. A few small changes could make a big difference in keeping your tickets under control and your team running smoothly. 

Ryan Estes

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

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

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

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

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

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

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

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

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

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

Hand-picked content for you:

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

Watch On-Demand

The Importance of Comprehensive K-12 Staff Evaluation Systems 

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

To ensure evaluations are effective, districts should focus on: 

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

Hand-picked content for you:

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

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How Employee Evaluation Systems Support Non-Certified Staff 

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

Key features of such evaluation systems include: 

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

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

Hand-picked content for you:

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

Watch On-Demand

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

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

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

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

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

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

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

Here are some of the most interesting findings: 

Concerns About Asset Loss 

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

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

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

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

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

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

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

Reducing Device Loss 

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

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

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

How frequently does your district conduct physical inventory audits?

Fees, Fines, and Consequences 

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

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

Use of Asset Management Software 

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

Case Study:

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

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

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

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

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

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

Ryan Estes

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

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

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

Hand-picked content for you:

Vendor Transparency: Is It Time for a Change?

Take The Quiz

Traditional Software as a Service (SaaS) Billing

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

Contingency Fee-Based Billing

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

Your Choice, Your Reimbursement

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

See it in action here

Elise Ozarowski

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

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

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

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

1. The Phantom of Paper Applications 

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

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

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

— Jill Britt, Director of Human Resources, Franklin Township

2. The Haunting of Compliance Deadlines 

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

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

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3. The Ghost of Unfilled Positions 

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

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

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

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

4. The Curse of Manual Data Entry 

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

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

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

— Christie VanWey, Business Manager, Marion ISD

5. The Monster of Inefficiency 

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

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

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

— Sue Keffer, CHRO, Fredericksburg City Schools 

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

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

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

Join Frontline Education at AASPA 2024

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

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

Come See Us at Booth 415!

How to Connect with Us at AASPA 2024 

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

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

Special Events You Won’t Want to Miss 

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

Ask an Expert 

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

Session: Driving HR Excellence

Date: Wednesday, October 16 

Time: 3:30 – 4:30 PM 

Best Practices Session:

“Driving HR Excellence” 

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

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

Collin Osburn, Solutions Director, Frontline Education

Mitchell Welch, Solutions Director, Frontline Education

Susan Walters, Solutions Director, Frontline Education

Event: DE&I/EmpowerED Reception

Date: Thursday, October 17 

Time: 7:00 – 10:00 PM 

DE&I/EmpowerED Reception  

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

Location: Palisade Restaurant (Transportation provided)

Event: Frontline Flex Pay 2nd Birthday

Date: Thursday, October 17 

Location: Booth 415  

Frontline Flex Pay 2nd Birthday Party   

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

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

Explore Seattle 

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

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

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

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.