MISD Reports Employee Retention and Lowest Separation in Four Years

MISD Reports Employee Retention and Lowest Separation in Four Years

Strategic staff development opportunities lead to increased retention and success

August 6, 2025 – Midland ISD has reported its lowest staff separation numbers in the last four years, highlighting the district’s continued progress in strengthening employee retention and support. This summer, year-to-date resignations and retirements totaled 342, a decrease of 44 from the previous year’s total of 386. These numbers reflect all certified, non-certified, and professional contract staff members across the district.

This positive trend is the result of intentional work to invest in people, which is in alignment with the district’s Strategic Plan that was rolled out 2.5 years ago. Midland ISD has made significant strides in supporting and developing staff through leadership development, strategic staffing practices, and targeted coaching. The most common reasons cited for separation remain retirement and transitions to other educational employment opportunities, but more employees are choosing to stay in Midland ISD due to the district’s supportive culture and focus on professional growth.

One of the most encouraging signs of progress is the district’s high principal retention rate—now the strongest it has been in several years. That success is tied to focused leadership initiatives such as the district’s partnership with The Holdsworth Center, which is designed to strengthen the leadership pipeline and ensure that campus leaders are equipped to succeed. Principal supervisors also play a critical role in this work, providing ongoing coaching and mentorship to principals across the district. This support ensures that school leaders have the tools and feedback they need to thrive in their roles and create strong campus environments for both staff and students.

Vacancy planning has become a key part of Midland ISD’s staffing model. By identifying needs early and preparing for potential transitions, the district is better equipped to maintain stability and ensure continuity. These efforts have contributed to improved hiring results, with a teacher fill rate of 95 percent and a bus driver fill rate of 99 percent as of June 2025.

Dr. Stephanie Howard, Superintendent of Midland ISD, noted that the numbers reflect more than just hiring success—they demonstrate a cultural shift. “This year’s staffing data reflects the intentional work we’ve done to make Midland ISD not just a place to work, but a place to grow,” she said. “We’re proud of the systems we’ve built to support our educators and staff, and we’re excited to see that work paying off—not just in retention, but in outcomes for students.”

Midland ISD remains committed to building a culture of excellence, where staff are supported, developed, and valued. 

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Media Contact:

Jasmine Huerta

Communications Specialist

jasmine.huerta@midlandisd.net

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