MMSD details recruitment, ‘grow your own’ programs and sub‑fill gains

District human‑resources leaders updated the board Jan. 12 on staffing metrics and retention initiatives, highlighting improved substitute fill rates, the building‑based substitute pilot, and multiple 'grow‑your‑own' workforce programs designed to diversify and stabilize MMSD staffing.

John Zalowski reported teacher fill rates of about 90% and SEA (educational assistant) fill rates around 80% for the first quarter of the 2025–26 school year and said the district has filled 737 positions since its April 'mega post.' He described the building‑based substitute pilot — placement of subs at high‑need schools — as receiving “overwhelmingly positive” principal feedback.

Talent‑development programs were highlighted as core retention strategies. Presenters described a Grow Your Own to associate‑then‑bachelor pipeline run with Madison College and the UW–Madison School of Education (31 participants to date; cohorts with high BIPOC participation), and an accelerated licensure and special‑education master’s program (about 80 participants across cohorts with high completion and multi‑year service commitments). Jorge Covarrubias and Jen Shepke said a new dual‑credit math certification partnership with Edgewood University will let district teachers deliver transferable college math credits in‑school, increasing access for underserved students.

Board members asked for further details on program costs and mechanics. Presenters said the ALSI program budget for 25–26 was $272,000 and the Grow Your Own to associate budget was about $1,200,000 for 25–26; they noted some figures were approximate. Board members also pressed whether participation in these programs could correct salary compression for participants; presenters said placement on salary schedules follows standard HR practices and program stipends are prorated, so program completion does not automatically restore continuous‑service salary placement.

What happens next: HR said it will provide more granular data on time‑to‑fill by job type, security‑staff breakdowns and longer‑term metrics linking applicant sources to hires as part of an evolving recruitment/retention strategy.