LM April 2024

Vacancy ... cont’d.

the teacher to repay the tuition reimbursement. We plan to reinvest our investment in another educator. Through local district funds, we will continue the classroom supplies to new and district teachers. Team building is something we do now; we know if we invest in our teachers, we build a team that will teach and require learning. District funds will continue team-building activities throughout the year. The one-day-a-week free lunch bar incentives and monthly appreciation days will be something that have become so popular we must sustain both of these for our staff using local funds. Trying to find ways to improve wages and benefits will help our recruitment and retention. In our planning three years ago, we reviewed our school’s salaries and gave an increase of 6 percent for three years to our teachers. This year is the last 6 percent, and we return to the bargaining table this spring. We know the monetary investment in our staff has helped; we had only two teachers leave the district last year. Background on Teacher Vacancy Grants The state of Illinois awarded $45 million in teacher vacancy grants to 170 school districts in FY 24. The districts are participating in a three-year pilot program that is subject to appropriation each year. Gov. Pritzker has proposed allocating an additional $45 million in FY 25 to the 170 school districts. At this time, no more applications are being accepted by ISBE for the grant program and it will not be extended beyond the 170 initial districts.

established a formal mentoring program in the district. Resources are created for the active engagement of mentees/mentors; the Teacher Mentor Leader is accountable for both mentors and mentees by the Teacher Mentor Leader through monthly meetings and weekly meetings with mentors, with reports filed with the Teacher Leader. Possibly, 6–8 paraprofessionals are working toward their PEL. (A list of universities our paraprofessionals attend is pre-approved based on acceptable tuition costs.) Currently, we have 6 Mentors with one mentee each and two mentors with two mentees. Longevity of Current District Teachers: All first year and veteran teachers hired into the district received $500 for classroom supplies to retain district teachers. All teachers in the district received $250 for classroom supplies. We have planned teachers’ mental and physical health activities, such as field trips for team building for the entire staff (movie, bowling, escape room, etc.). Weekly teacher appreciation is provided through a free lunch bar to staff one day a week. (e.g., Potato Bar, salad bar, taco bar, etc.) Monthly teacher appreciation days (classroom supplies, school memorabilia) and monthly drawings for teachers and paraprofessionals to earn incentives. (gift cards to local restaurants, oil changes, tire rotation, school supplies, massages, and other incentives.) This school year has been a very productive year where everyone feels needed and appreciated. How will your district sustain the programming beyond the term of the grant? The formal mentoring program has been established successfully. We see the benefits of a positive and supportive work environment that we have provided to our newest and veteran teachers due to the relationship building between the mentors and mentees and the improved working conditions where teachers can teach, and students can learn. The lead teacher and mentors pass their knowledge to the next generation of Gallatin County CUSD #7 teachers. The young teachers who benefit from this mentoring training will keep this established program alive. District funds, Title II, or 21st-Century grant funding could continue to sustain this program. Being able to reimburse tuition to “our own” paraprofessionals, who are community members, will allow us a pool of up to 6–8 teachers when all finish their programs. Those paraprofessionals receiving tuition reimbursement have signed a 4-year contract to stay with the district. Leaving before the contract ends will cause

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LM April 2024