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Madison Metropolitan School District

MMSD Realizes Continued Improvements in Employee Retention, Substitute Fill Rates

MMSD Realizes Continued Improvements in Employee Retention, Substitute Fill Rates

The Madison Metropolitan School District (MMSD) is making significant progress in employee retention and substitute teacher and substitute special education assistant (SEA) fill rates (i.e., the percentage of time substitutes can be found when teachers are absent). 

Comparing data for the 2024–25 school year (through Dec. 31) to that of 2023–24, turnover declined among several key employee groups, including teachers (down from 12% to 7%), supportive education employees (down from 13% to 5%), food service workers (down from 17% to 9%) and bilingual resource specialists (down from 12% to 6%).

Salary enhancements and adjustments, including the hiring of a compensation analyst position, introduction of a substitute teacher bonus program and increased SEA pay rate; improved customer service; continued adoption of technology; and a streamlined hiring process have contributed to the notable impacts on recruitment and retention.

“Our work environment improvements are really focusing on performance feedback, using evaluations and making sure that supervisors are providing… professional growth opportunities,” said Jennifer Trendel, senior executive director of human resources.

Those opportunities include the Grow Your Own to Associate Degree program, which provides a path toward a career in education for current MMSD staff; the Accelerated Licensure in Special Education program, through which SEAs earn a master’s degree in special education with teacher certification; and the District Leadership Preparation Pipeline, through which participants earn a master’s degree in K–12 leadership and are eligible for a Wisconsin administrator license for principalship.

“We also offer competitive salaries and very robust insurances,” Trendel said. “Other benefits include voluntary retirement participation, in addition to the Wisconsin Retirement System, and staff recognition.”

Substitute fill rates have presented challenges to districts across the country since the onset of the COVID-19 pandemic. Compared to the first semester of the 2023–24 school year, fill rates for substitute teachers have improved from 75% to 84%; for substitute SEAs, the increase has been more significant, rising from 48% to 73%. 

“We’re definitely seeing the impacts of the budget approval, the increased rate of pay, and the bonus program,” Trendel said. “This also helps the classroom experience for our [full-time] teachers who are not having to do class coverage and not having to fill in for their colleagues because substitutes are available for them.” 

The importance of the community’s support of MMSD's operations referendum in November cannot be overstated in any discussion of improvements pertaining to human resources-related matters, including compensation, hiring and retention. Owing to the measure's passage, District staff received a full 4.12% wage increase – the maximum allowable under Wisconsin law – for the 2024–25 school year.

MMSD is the sixth-largest employer in Dane County. Candidates interested in pursuing a career with the District are encouraged to view available openings on the MMSD job board.