JCPS reports 211 teacher vacancies; HR outlines recruiting steps and retention rate
November 19, 2025 | Jefferson County, School Boards, Kentucky
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Jefferson County Public Schools reported on staffing Nov. 18, telling the board the district’s teacher pipeline shows improvement but still includes more than 200 vacancies.
Chief of Human Resources Dr. Grama said, as of the Nov. 6 data cutoff, the district had 211 total vacancies, with roughly 192 of those in classroom roles when excluding resource and nonclassroom positions. Dr. Grama described steps to reduce vacancies, including recruitment fairs (about 47 events this year), an aspiring educator fair with approximately 128 attendees, veteran recruitment initiatives and partnerships with university programs.
The presentation showed vacancies have moved from earlier months (examples given for prior reporting periods) and staff noted a hiring pause to prioritize critical positions that requires superintendent approval. The district reported a retention rate of about 95.8%.
Board members asked whether the vacancy total includes long-term substitutes; Dr. Grama confirmed it does. Members also pressed for more automation in HR systems to speed hiring and asked what the district needed to accelerate recruitment. Dr. Grama said better automated systems and earlier access to external candidates during transfer windows would help.
Board member questions flagged that roughly 35% of vacancies are in early childhood education (ECE) roles, which are hard to recruit. The board requested clarification and follow-up materials; one board member asked for an executive summary of recent canister testing earlier referenced in the meeting (related to environmental agenda items) and staff agreed to provide the requested documents.
No formal action was taken on staffing at the Nov. 18 meeting.
Chief of Human Resources Dr. Grama said, as of the Nov. 6 data cutoff, the district had 211 total vacancies, with roughly 192 of those in classroom roles when excluding resource and nonclassroom positions. Dr. Grama described steps to reduce vacancies, including recruitment fairs (about 47 events this year), an aspiring educator fair with approximately 128 attendees, veteran recruitment initiatives and partnerships with university programs.
The presentation showed vacancies have moved from earlier months (examples given for prior reporting periods) and staff noted a hiring pause to prioritize critical positions that requires superintendent approval. The district reported a retention rate of about 95.8%.
Board members asked whether the vacancy total includes long-term substitutes; Dr. Grama confirmed it does. Members also pressed for more automation in HR systems to speed hiring and asked what the district needed to accelerate recruitment. Dr. Grama said better automated systems and earlier access to external candidates during transfer windows would help.
Board member questions flagged that roughly 35% of vacancies are in early childhood education (ECE) roles, which are hard to recruit. The board requested clarification and follow-up materials; one board member asked for an executive summary of recent canister testing earlier referenced in the meeting (related to environmental agenda items) and staff agreed to provide the requested documents.
No formal action was taken on staffing at the Nov. 18 meeting.
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