At the May Governing Board Meeting, Roosevelt School District superintendent Dr. Dani Portillo delivered an update regarding the interim goals for Superintendent Guardrail #4.
Guardrail 3
In attaining the Board’s student outcome goals, the Superintendent shall not fail to implement and maintain effective strategies for the retention and development of teachers, including promoting from within, to ensure they have a positive impact on students as evidenced by data.
Interim Guardrail 1
By June 2026, develop and launch a "Grow Your Own" teacher program, partnering with parent, community organizations, community college and local universities to create a pipeline of qualified teachers from within the community.
Interim Guardrail 2
By June 2026, increase the retention rate of teachers with 1-5 years of experience who have a positive impact on students as evidenced by data, by 25% from the rate identified in June of 2025.
Interim Guardrail 3
By June 2026, reduce the turnover of teachers who have a positive impact on students, as evidenced by data, by 25% from the rate identified in June 2025.
Guardrail Progress
Since the summer 2025, HR has revised job descriptions, hosted multiple job fairs, interview skills clinics and collaborated with community partners to develop current and prospective employees for advancement and hiring.
To meet the 25% retention increase and turnover reduction goals, the Human Resources division revised salary schedules, teacher evaluation procedures and site extracurriculars while focusing on ensuring highly proficient, high-impact teachers signed their 2026-27 contracts.
Next Steps
Retention Insight Survey
A survey designed to capture why Roosevelt educators choose to stay — generating actionable data to strengthen our culture and support systems.Increased Campus Visibility
HR team presence on campuses to build direct relationships with teachers, provide real-time support, and better understand school-level needs.Professional Development Training Collaboration
Partnering with the Teaching & Learning Division to deliver meaningful professional development and training aligned to teacher growth goals.Trade Work Group Opportunities and Community Partnerships
Developing internship and apprenticeship pathways for trade work groups — the next phase of our growing partnership network. Collaborate with community partners for GED course completion.Employee Spotlight
Partnering with the Community Engagement Division to create a “Why RSD” video spotlight with employees from all workgroups. Years of Service Acknowledgement
Partnering with the Community Engagement Division to provide a token of appreciation five or more years of service with RSD.