District investment in employees paying off
JACKSON, Tenn. - Jackson-Madison County Schools has made strategic moves in recruiting and retaining employees, and the results of those decisive measures are beginning to show. Superintendent Dr. Marlon King and Board members are pleased with the impact of the individualized investment plan announced last fall which influenced school culture and student achievement.
“Teacher retention is a problem nationwide; teachers are leaving the classroom at higher rates, and the candidate pool is getting smaller,” says School Board Chairman James “Pete” Johnson. “Our investments allow us to meet the challenge.”
Last fall, the district unveiled its Individualized Investment in Every Employee Progression Plan (IEP2), which pledged a historic $6.2 million toward employee recruitment and retention efforts. The plan included an increase in starting salaries that moved JMCSS to the top 25% among school districts statewide. Additionally, the system’s first longevity pay designation was instituted.
Over the last three years, beginning teacher pay for JMCSS has risen a staggering $7,705, from $38,545 to $46,250. In addition to increasing starting pay, all employees will get a raise this year. Teachers will receive anywhere between 6% and 10% based on experience and education while support staff such as transportation and nutrition will gain between $2-$3 per hour.
Says Chief Human Resource Officer Dr. Diane Watkins, “The salary increases have definitely made it easier to recruit people. Positions are easier to staff, and we don’t have as high a turnover rate as in the past. The district is giving people more incentives to come and to stay.”
The benefits of increasing teacher pay are now unfolding. There are currently only 13 teacher vacancies districtwide. Nine of the current vacancies are in Special Education, which is a challenging area to staff nationwide.
Longevity pay was implemented as an additional way to attract talent and retain experienced employees. Employees will receive $100 per year for each year of service in the district. For those employees who have many years with the district, that could add up to a substantial bonus.
“Not only are employees coming, they are staying. In 2022, a total of 72 employees, both certified and non, retired from the district. Comparatively, in 2023, only 27 employees decided to retire. The longevity plan has been an influential factor in the decision of several employees not to retire,” states Deputy Superintendent Dr. Ricky Catlett.
The strategic investments the district continues to put in place are crucial for attracting, retaining, and motivating talented employees. These measures can lead to a more stable and experienced workforce, improved student outcomes, and a positive impact on the overall educational environment.
