001Hello, my name is Nick Reichoff. I serve as the assistant superintendent of operations for the Sun Prairie Area School District. And I'm here today presenting on operational result 4, human resources as a part of the yearly monitoring of uh operational results and uh operational expectations and student results policies. Operational results four will be the one of the last reports of the 2425 school year and this will be uh forwarded to the board for consideration and discussion on February 9th, 2026. As a reminder, operational result 4 does focus on human resources. Uh it talks about how we recruit, retain, and engage a diverse and exceptional talent pool for our positions in the district. uh building, fostering and maintaining an organizational culture where our staff and volunteers feel valued and respected and a focus on a culture
002of care of our staff. And so the the policies uh the policy language in this uh O really focus on measures that uh speak to whether or not those things are happening. Uh just a reminder, this is only the second time that the board will be monitoring O4. O4 was created in March of 2024 in order to separate out measures that had previously all been combined in the operational expectation compliance policy. We moved speci specific uh measures around retention and attrition of staff uh demographic measures of our job applicants and employee satisfaction measures to O4 in order to uh recognize the difference between a measure that focuses on compliance either it was or was not done to um measures that are more focused on progress. And this O is really focused on measuring progress towards
003uh an incre and continuous improvement to increase the measures found on this report that indicate uh global indic uh global measures of uh employee satisfaction and um recruitment and retention. You can see an additional measures were also added in the lower set of bullets into this O policy and we'll go through some of those here now. uh there are 10 measures uh of reasonable progress in O4 and reasonable progress was achieved in eight of those 10 measures. So in terms of recruitment uh our uh position fill rates by the first day of school uh were at 98.6%. Uh when we look at retention the retention of our new staff was at 91.1%. Uh in fact mirroring maybe just slightly better than some of our um overall retention rates by group. Uh and looking at professional
004development and onboarding uh 94.3% of employees felt value during the onboarding process. We know that's a critical measure uh that ensures staff stay uh during those critical first years in an organization. And then looking at 4.3 organizational culture and engagement, we did have an overall retention rate of 92.5% and uh that met our goal of uh retaining staff at 90% or higher in all of our employee groups and among employees of color. We saw high uh staff satisfaction measures. 93% of employees agreed that all things considered the district is a good place to work. Uh we also had 95.7% of employees agree that they utilize feedback they receive uh as a part of a culture of feedback from their supervisor or from colleagues. Our participation rates increased on the survey and uh a measure of
005employee wellness the clinic utilization increased from 61% to 79%. We do have a couple uh measures or a measure here that um did not make reasonable progress. Um and that was related to the number of applicants and new hires that uh would identify as people of color. Uh we had two groups that decrease slightly and two groups that increase slightly. So remember we have four employee groups in the district. We have support staff, professional educators, administrative support and administrators. So because this measure was split by employee group, we marked this as reasonable progress with exceptions noted. Uh some things that the HR team and our overall district uh leadership will will um approach to increase this measure will be to continue building relationships with uh career placement offices at universities. Uh particularly those that have
006uh higher numbers of students of color that we can use to recruit to the district. We will continue to participate in job fairs, use word of mouth through our referral program where existing employees can refer new employees and uh ensure that um we are supporting employees as they're onboarded and uh work in the system to retain them. We did also have one measure that failed to meet uh reasonable progress and that was in uh 4.2 measure 2. Uh when this O was created, we thought that a good way to document professional development was to make a goal that professional development hours would increase every year. Uh now after doing this for the second year uh we realize that the PD hours are highly contingent on the compensation uh structure for each employee group and uh
007given that there is a diminishing return on um the the benefit or value that uh employees receive for increasing uh indefinitely each year uh PD hours. um this doesn't seem to be the greatest measure after all and we'll look at uh finding a measure that better relates to the spirit of 4.2 um for the coming year. Some areas of continued focus for uh improvement in 2526 in the area of feedback will be building off the successes of uh focusing on a culture of feedback to one another, integrating core values and behaviors into the evaluation and supervision process. We'll continue that focus on applica applicants and um recruiting applicants of different backgrounds uh in a variety of positions. uh continuing to utilize the referral program uh for existing employees. Uh we want to continue to build
008our award-winning wellness program uh by focusing on uh getting into schools and ensuring that all staff are aware of the benefits of our dean SSM clinic and our other benefit uh other benefits that are included in um the wellness program. And then we're going to work to ensure that uh more staff participate in a structured onboarding process. Uh we have a structured onboarding process for all professional educators and for support staff in the um kickstart program and we want to make sure that every position in the district has a great way to step into the district and become a part of the Sun Prairie family. So uh overall we are noting that this report is uh making progress with exceptions noted. We thank the support of uh everybody who makes this a great place to
009work uh for all of our employees and uh look forward to answering questions and having discussion at the board meeting uh on February 9th. Thank you.