SNYDER, Texas - Snyder ISD is seeing encouraging progress in staff recruitment and retention, according to a recent human resources update at the July 9, 2026, Board of Trustees meeting. Dr. Kalum McKay, Director of Human Resources, reviewed turnover trends, staffing alignment, and employee support efforts across the district.
The update showed that overall staff turnover has declined significantly over the past five years. Snyder ISD’s total staff turnover count dropped from 140 in 2021-2022 to 72 in 2025-2026. That represents a reduction of approximately 49 percent since 2021-2022.
The district’s overall turnover has declined each year during that period, moving from 140 in 2021-2022 to 118 in 2022-2023, 107 in 2023-2024, 100 in 2024-2025, and 72 in 2025-2026. The most recent year showed the largest year-over-year improvement, with turnover dropping from 100 to 72, a decrease of 28 percent.
Teacher turnover has also shown notable improvement. After reaching a high of 68 in 2022-2023, teacher turnover decreased to 48 in 2023-2024, 32 in 2024-2025, and 33 in 2025-2026. That represents a reduction of approximately 51 percent from the peak year. The 2025-2026 count remained nearly level with the prior year, increasing by just one teacher compared to 2024-2025.
“Snyder ISD is focused on creating strong systems and an academic environment where people can thrive,” said Superintendent Dr. Jessica Gore. “Retention is about more than filling positions. It is about campus leadership teams supporting classroom cultures that prioritize students, their growth, and their learning.”
Professional staff turnover also declined from 78 in 2022-2023 to 40 in 2025-2026, a reduction of approximately 49 percent from the peak year.
The district also reviewed non-professional turnover trends, including aide and paraprofessional positions. Non-professional turnover decreased from 52 in 2024-2025 to 32 in 2025-2026, a reduction of approximately 38 percent in one year. Compared to 2021-2022, when non-professional turnover was 69, the 2025-2026 count reflects a decrease of approximately 54 percent.
Aide and paraprofessional turnover also declined, dropping from 28 in 2024-2025 to 14 in 2025-2026. That is a 50 percent reduction in one year. Compared to 2021-2022, aide and paraprofessional turnover has decreased by approximately 59 percent.
District leaders noted that aide and paraprofessional retention remains an important focus because these employees play a critical role in supporting students, teachers, and daily campus operations.
As part of its recruitment and retention strategy, Snyder ISD has made targeted investments designed to strengthen compensation, improve competitiveness, and support long-term employee stability.
Those supports include salary increases, continuation and expansion of the Teacher Incentive Allotment, a matching program, a principal incentive program, and certification cost reimbursements.
The Teacher Incentive Allotment, commonly known as TIA, provides an additional opportunity to recognize and reward effective teaching. Continuing and expanding TIA gives Snyder ISD another important tool to support teacher retention, celebrate strong instruction, and create meaningful compensation opportunities tied to student growth and teacher effectiveness.
Salary increases are intended to improve the competitiveness of the district’s compensation plan and support retention across employee groups. The matching program adds a long-term benefit that rewards employees who stay with the district and strengthens total compensation.
The principal incentive program is designed to support campus leadership stability and reinforce the connection between leadership, performance, and retention. Certification cost reimbursements help lower the financial barrier for staff pursuing certification and support Snyder ISD’s grow-your-own pipeline.
The district is also using staffing alignment as a fiscally responsible strategy. By reviewing staffing needs and aligning positions with enrollment, program needs, and campus priorities, Snyder ISD is able to absorb reductions through planning while creating salary savings.
Those savings allow the district to be thoughtful stewards of taxpayer dollars while still making targeted investments in the employees who serve students each day. Rather than relying on one single strategy, Snyder ISD is pairing cost savings from staffing alignment with compensation and retention supports designed to recruit earlier, retain stronger, and build internal capacity.
“Our continued priority is steady effort that leads to strong results,” Gore said. “Recruitment and retention are built over time through thoughtful planning, strong systems, supportive leadership, and a culture where people feel valued and connected each day.”
Snyder ISD will continue to prioritize recruitment and retention data while working to strengthen systems that support employees, promote campus stability, and ensure the responsible use of district resources.