MEEKER | During the 2023-2024 school year, the Meeker School District gathered survey data through a community survey developed by the school district and through a school staff survey developed by the Colorado Department of Education. Data collected resulted in the development of an action plan that can be accessed on the district’s website: www.meeker.k12.co.us
The most significant concern expressed by community members was the recruitment and retention of quality staff. This challenge is not unique to the Meeker School District. Across Colorado, just under 12% of vacant positions for instructional staff in schools have remained unfilled. Additionally, just under 17% of vacant positions have been filled by a “shortage mechanism” (alternative licensure, emergency authorizations, long-term subs, etc…). These percentages are higher in Colorado’s small rural school districts like Meeker. Additional state level data regarding educator shortages can be found here: www.cde.state.co.us/educatortalent/2023-24educatorshortagereport.
Despite these challenges, Meeker School District RE-1 is fully staffed for the 2024-2025 school year. Though the district has reduced some instructional positions, those reductions were in response to smaller class sizes, not because of an inability to hire quality candidates. The district has also utilized alternative hiring methods as described above which have resulted in several individuals working in our school district who have become outstanding educators.
To address recruitment and retention challenges, the district has implemented five key strategies over the past few years:
1. Competitive salaries and benefits: The school district prioritized budget allocations to enhance salaries and benefits. Since the 2016-2017 school year, paraprofessional salaries have increased by 50.59% and teaching salaries by 31.71% (salaries for other staff members have also increased by similar amounts). Teacher salaries have increased by 18.5% in the past two years. The investments made in salaries keeps the Meeker School District competitive for a small school district in Northwest Colorado, but continued investment in compensation is necessary to attract quality staff.
2. Salary step placement: The district removed limitations on salary step placement for new hires. Limitations were previously capped at step 11 (honoring 10 years of experience). This change aims to attract veteran educators who may consider relocating or commuting to Meeker.
3. Enhanced recruiting tools: Engagement with students and staff led to the creation of recruiting tools that better showcase the Meeker community and school district to potential hires. The school district’s improved recruiting tools can be found at: https://www.meeker.k12.co.us/page/employment-opportunities
4. Housing partnerships: To address rental property shortages in Meeker, the district partnered with local rental property owners to help facilitate adequate housing options for prospective employees. Doing so removed one of the most significant barriers for relocation to Meeker.
5. Grow your own: When possible, the district recruits Meeker High School graduates as well as promotes from within. This type of “grow your own” program has proven to be a valuable tool for attracting and retaining educators committed to the Meeker community.
Recruitment and retention of quality educational staff will continue to be a challenge in the foreseeable future. Participation in traditional teacher preparation programs is not keeping pace with the number of teachers leaving the profession. Nevertheless, the Meeker School District remains committed to providing an excellent education and will continue pursuing strategies that enhance the district’s ability to attract quality educators.
By CHRIS SELLE
MSD Superintendent