From Student Attendance to Staff Wellness: A Conversation We Need to Have

 

A while back, I wrote about student attendance and its vital role in academic success. Today, I find myself on the other side of that conversation — this time as an adult, navigating what feels like the granddaddy of all sinus infections. It took me a few days just to muster the strength to look at a computer screen. While I don’t have a classroom or office waiting for me, many educators don’t have that luxury. For them, the balancing act of health and professional responsibility is constant and complex.

We know student attendance is critical, but what about staff attendance? How do we support the adults in our schools who show up every day, even when they might not be feeling their best? And how do we, as administrators, navigate the very real logistical and financial challenges of covering those inevitable absences?

When Staff Are Out, Everyone Feels It

When a teacher calls in sick, the ripple effects are immediate. Substitutes step in — and let’s be clear — they can only do so much when it comes to maintaining continuity for students. Lesson plans don’t always translate perfectly. Relationships with students take time to build. And in today’s hiring climate, many districts are scrambling just to fill those substitute roles, let alone cover additional gaps.

Support staff absences, like counselors, paraprofessionals, or office personnel, add another layer of disruption. For central office administrators, the task of juggling staffing shortages, fielding parent concerns, and ensuring compliance with district and state policies is a daily high-wire act. We know the stakes are high, but the solutions aren’t always simple — or cheap.

Realistic, Research-Based Strategies

Supporting staff attendance isn’t just about filling the gaps; it’s about addressing root causes and creating environments where staff feel cared for. Here are some ideas, backed by research, that schools and districts are trying:

  1. Flexible Sick Leave Policies That Work
    Teachers and staff shouldn’t feel like they have to choose between their health and their paycheck. Research from the Learning Policy Institute underscores the importance of flexible sick leave policies. Central offices can support this by advocating for budgets that prioritize adequate leave days and by promoting a culture where taking a sick day is seen as responsible — not a sign of weakness.
  2. Access to Healthcare Resources
    On-site or virtual healthcare options are game-changers. Schools that partner with local clinics or offer telemedicine options see fewer prolonged absences, according to a 2021 study in Educational Leadership. For central office teams, this can mean negotiating contracts, reallocating funds, and managing partnerships — all easier said than done, but incredibly impactful.
  3. Investing in Wellness Programs
    A 2019 study in the Journal of Workplace Wellness found that staff wellness programs reduce absenteeism by up to 25%. While it may not be easy to justify the upfront costs in tight budgets, the long-term benefits to both morale and attendance can make these initiatives worthwhile.
  4. Using Technology to Bridge Gaps
    Technology isn’t a cure-all, but it can help. Shared lesson plans, online learning tools, and consistent communication systems ensure that when absences happen, learning doesn’t grind to a halt. For central office teams, implementing these tools means finding funding, training staff, and ensuring equity of access — no small feat, but the payoff can be enormous.

Balancing Attendance with Wellness

One of the toughest lessons we’ve had to learn as educators is that “perfect attendance” isn’t always the goal. Sometimes, staying home is the best choice — for staff and students alike. That said, no one feels the pressure of absences more than school leaders trying to keep the ship afloat.

Administrators know this struggle intimately. Balancing the immediate need for coverage with long-term strategies for staff well-being requires a juggling act of budgets, policies, and people. But when we prioritize health and wellness, we’re not just supporting our staff — we’re creating the kind of schools where everyone can thrive.

As I sit here, grateful for the chance to rest, I can’t help but think about the many educators who don’t have that option. Addressing staff attendance isn’t easy. It’s messy, complex, and often constrained by the realities of funding and staffing shortages. But if we want to build strong school communities, this is a conversation we need to keep having.

Read more brief articles about public education from a former teacher, administrator, and recently retired superintendent on LinkedIn, Medium, WordPress, Substack, Blogger, Wix, X, or Instagram.

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