Great Falls Public Schools (GFPS) is confronting significant challenges in recruiting and retaining staff amid a competitive labor market. As one of the largest employers in Great Falls, with nearly 1,903 employees spread across 21 schools, GFPS supports the educational needs of about 10,000 students. Despite extensive efforts, staffing shortages continue to be a persistent issue for the district. These shortages reflect broader national trends affecting educational institutions, where recruitment and retention have emerged as major hurdles. In addressing these challenges, GFPS is implementing a range of innovative strategies aimed at building and maintaining a robust and effective workforce.
Job Fair Initiative
In an effort to address these challenges head-on, GFPS has organized a job fair at the Paris Gibson Education Center set for October 23rd. This event aims to facilitate the hiring process by answering applicants’ questions, assisting with applications, and potentially hiring candidates on the spot, pending necessary background checks and reference verifications. Potential applicants are encouraged to fill out applications beforehand on the GFPS website. Hosting job fairs is part of a broader strategy to mitigate staffing shortages. These fairs provide an excellent opportunity for both the district and prospective employees to engage directly, fostering a better understanding of mutual needs and expectations. The initiative underscores GFPS’s proactive stance in building a robust workforce.
Traditionally, job fairs offer a platform for rapid interaction between employers and job seekers, allowing for immediate, face-to-face engagement, which can significantly streamline the hiring process. For GFPS, this means not only expediting the recruitment process but also ensuring that the organization can swiftly fill essential positions critical for maintaining educational quality. Beyond immediate hiring needs, such fairs also serve as an important tool for long-term relationship building between the institution and the labor market, enhancing GFPS’s reputation as an employer of choice within the community.
Ongoing Staffing Challenges
Staffing shortages have plagued GFPS for some time, reflecting a larger national trend across educational institutions. According to Luke Diekhans, the human resources director, about 85 percent of the district’s budget is allocated to personnel, yet employee turnover remains high, with significant fluctuations in staffing levels throughout the school year. The 2023-2024 school year saw 55 retirements and 242 resignations, covering roles from teachers and aides to clerical and food service workers. Additionally, the district terminated 14 employees. Filling these gaps promptly is crucial for maintaining the quality and functionality of the educational environment.
The high turnover rates pose significant challenges beyond just filling vacancies. Each departure disrupts the stability of the educational environment, necessitating adjustments from remaining staff and impacting student support and learning continuity. Furthermore, the repetitive cycle of hiring and training new employees imposes additional financial and administrative burdens on the district. Consequently, addressing these issues requires not only aggressive recruitment but also effective retention strategies that can foster a more stable and committed workforce. GFPS’s efforts to mitigate these challenges involve a focused approach on both immediate hiring needs and long-term strategic planning.
Recruitment Strategies
GFPS has adopted several innovative recruitment strategies over the past four years, enhancing their online presence, organizing multiple job fairs, and leveraging social media marketing. They have also sourced resumes from career sites and organized targeted events like the High Voltage Weekend in Great Falls specifically for teacher candidates. Despite these efforts, critical vacancies persist, especially in roles vital to classroom support and special education. These ongoing challenges highlight the need for continual adjustment and innovation in recruitment strategies to attract the needed talent.
To attract a wider range of candidates, GFPS has amplified its digital outreach efforts, utilizing social media platforms to connect with potential applicants who might not be reached through traditional recruiting channels. Additionally, the district’s events, such as High Voltage Weekend, are aimed at creating engaging and memorable experiences for prospective teachers, highlighting GFPS as an attractive and supportive employment option. While the strategies in place have led to several successful hires, the persistence of key vacancies signals the necessity for ongoing and adaptive recruitment efforts. Creativity and flexibility in recruitment strategies remain essential to meet the educational needs of the community effectively.
Retention Efforts
With high turnover rates complicating staffing efforts, GFPS is also focusing on retention strategies. Recognizing and rewarding employees, hosting social events for new teachers, and conducting exit interviews to understand the causes of departures are all part of these efforts. Upcoming projects at Malmstrom Air Force Base pose potential competition for employees, compounding the urgency for effective retention programs. GFPS is committed to creating a supportive and rewarding work environment to keep its staff engaged and satisfied. These retention efforts are critical not just for maintaining staffing levels but also for ensuring that experienced, qualified professionals remain within the school district to support student success.
Understanding the underlying reasons for employee departures through exit interviews allows GFPS to address potential issues proactively. By identifying common themes—such as workload, compensation, workplace culture, or career advancement opportunities—the district can implement targeted measures to improve job satisfaction and retention. Recognizing and rewarding staff members for their contributions, as well as fostering a collegial and supportive work environment, can significantly enhance employee loyalty and reduce turnover. Thus, retention strategies are as crucial as recruitment efforts in building a stable and effective workforce.
Long-Term Hiring Approaches
Given nationwide declines in educational program enrollment, fewer graduates are entering the teaching profession, exacerbating workforce shortages. GFPS’s response includes adapting their approach to marketing and recruitment. They have utilized digital marketing and out-of-area advertising to attract candidates who might not be reached through traditional media channels. Special recruitment events in locations like Missoula and Bozeman were effective in drawing new teacher candidates, previously funded by federal COVID relief dollars. With those funds now depleted, GFPS is exploring alternative, cost-effective methods to sustain these efforts on a smaller scale.
The shift towards digital marketing allows GFPS to reach a broader audience at a relatively lower cost, tapping into a pool of potential candidates who might not have considered a career in Great Falls. By strategically placing advertisements and using data analytics to target specific demographics, the district can more effectively attract qualified candidates. Additionally, the success of targeted recruitment events, despite the depletion of federal funds, highlights the importance of innovative and cost-efficient approaches in long-term hiring strategies. Maintaining a diverse range of recruitment tactics ensures that GFPS can continually adapt to the ever-changing labor market dynamics.
Analyzing and Adapting
Great Falls Public Schools (GFPS) faces significant challenges in hiring and retaining staff in an increasingly competitive labor market. As one of the largest employers in Great Falls, GFPS employs nearly 1,903 people across 21 schools, serving the educational needs of about 10,000 students. This staffing dilemma is part of a larger, nationwide issue impacting educational institutions, where both recruitment and retention have become major difficulties. The district has made considerable efforts to address these ongoing shortages but they remain a persistent problem. To tackle these challenges, GFPS is adopting a variety of innovative strategies aimed at building and sustaining a strong and effective workforce. These measures include enhancing professional development opportunities, offering competitive salaries and benefits, and creating a supportive work environment. By focusing on these areas, GFPS hopes to not only attract new talent but also keep its current staff motivated and committed to their roles.
