CLYMER — Clymer Central School has been studying gaps found in some areas of the district that are also reflecting national trends, specifically in student performance, substitute shortage and staff recruitment.

All three areas are struggles being shared by schools nationwide after the pandemic. The school has been looking into each area on its own and seeing what can be done to help each problem.

As far as student performance goes, Superintendent Beth Olson said plans are being created to assess where Clymer’s students need help the most.

“Through monthly data meetings, teachers and principals regularly analyze student data to identify trends and develop action plans to address identified student needs or deficiencies,” Olson said. “Andrea Bryant, our shared curriculum coordinator with Sherman, has co-facilitated these conversations with our principals and teachers. Addressing these gaps is not going to be solved with a quick fix, but we will continue to dedicate the necessary resources to this issue. In addition, we have also dedicated two teachers to remedial services in ELA and Math for students who need extra assistance to recover from these COVID-created gaps.”

A large challenge that has been noticed is students moving at a slower pace with a lack of stamina in their ability to focus.

The nationwide substitute shortage also continues to present an issue.

“All schools are experiencing substitute shortages,” Olson said. “We have been lucky to have a solid list of qualified, good people.”

Additionally, Olson said current faculty and staff have been willing to help out when needed.

“However, we have been also proactive to get the assistance of our teachers to help cover individual periods as their schedules allow through a memorandum of agreement,” Olson said. “Our non-instruction personnel already had a clause in their agreement providing additional compensation for working out of their title. Our staff has been very cooperative and willing to help out when coverage is tight.”

Clymer’s faculty and staff have also been helping out in a similar area — recruitment.

“The district has struggled these past few years in recruiting qualified workers through our normal advertising procedures,” Olson said. “As a result, we turned to our staff and their individual networks of people to promote and refer candidates for any part-time, full-time, or per diem position. Any staff member is eligible for up to a $500 bonus if their referral is hired and retained. Our staff has a vested interest in the people we hire, therefore it makes sense to engage them in the initial process.”