The Englewood Board reviewed its staff goal for 2025–26 — to increase employee retention and satisfaction by 10 percent through targeted recruitment, professional development and recognition — and debated whether to add a sentence explicitly requiring the superintendent to be personally involved in recruiting senior‑level personnel.

Board Member David proposed adding: “The superintendent shall be personally involved in recruiting high‑level administrative and classroom teaching personnel.” Some board members expressed support for the superintendent’s direct involvement in recruiting senior leaders; others said recruitment is a shared responsibility of HR, administrators and board referrals, and that micromanaging operational hiring is inappropriate in a goals document.

After amendments were discussed (an edited phrasing limiting involvement to "senior‑level administrative positions" was proposed), the board took a straw poll. The poll ended in a tie and the chair announced the language would not be added; the staff goal remained as originally worded.

Board members also discussed measurable targets tied to staffing: some suggested adding a metric to reduce open positions or shorten time‑to‑fill, while others warned that rigid time targets risked hiring underqualified candidates. Board Member Jason asked for baseline retention and vacancy data; the administration agreed to provide benchmarks and the human resources openings spreadsheet. Board members discussed pay competitiveness and starting salaries as drivers of retention; one board member cited a district financial scale with the words, "This is an $86,000,000 corporation," when arguing for active recruitment and compensation review.

The board agreed to keep the existing staff goal language and directed administrators to bring retention and vacancy data and suggested measurable options to the next meeting for the board to consider.