Chris Sleight, former chief officer of the Greater Manchester Diagnostic Network and strategic director for diagnostics at Digital Workforce, writes that automation is how the NHS will retain its peop...

Board voted 6–0 to start pay increases for occupational and physical therapists and exceptional‑children teaching assistants beginning in December and to review retroactive pay in April to determine affordability without cutting services.

Strong teacher growth enhances staff retention, student outcomes and community trust, but first, schools need to monitor the practices that make a difference.

In a recent interview with GameSpot, Eiji Aonuma, producer of the Legend of Zelda series, discussed the advantages of maintaining long-term staff members at Nintendo. Aonuma emphasized that having experienced employees who have worked on multiple projects contributes significantly to the sense of continuity within the Zelda franchise. He explained that while it's important to bring in new talent, there needs to be a balance between integrating new staff and leveraging the knowledge of veterans. The veteran staff members help explain the 'why' behind development decisions, ensuring that new team members understand the reasoning rather than simply following procedures. Aonuma noted that this approach has been a part of Nintendo's culture since Shigeru Miyamoto's time, and it's a practice that differentiates Nintendo from other companies that may not value long-serving employees. The interview highlighted an example where the team behind the Ocarina of Time remake consulted the original artist who created illustrations for the N64 version, demonstrating how Nintendo's retention strategy allows for direct access to historical knowledge. This practice helps maintain the integrity of the franchise during remakes and sequels, as veteran staff can provide guidance that younger teams might lack. Aonuma's comments underscore Nintendo's commitment to preserving institutional knowledge, which contributes to the consistent quality and recognizable style of Zelda games across different eras. The company's approach contrasts with industry trends where veteran staff are sometimes dismissed, leaving newer teams without the benefit of historical context. This strategy has proven particularly valuable in projects like the upcoming Ocarina of Time remake for the Switch 2, where the team could directly consult the original artist. The interview also touched on how this culture of retention helps Nintendo maintain a cohesive development process that spans multiple generations of games.

Strong teacher growth enhances staff retention, student outcomes and community trust, but first, schools need to monitor the practices that make a difference.

As providers struggle to recruit workers, Vicky Haines, managing director of Kingsway Care, explains how a move away from default zero-hours contracts has helped the sector.

Multiple teachers and parents told the Preston Board of Education that late schedule changes, cuts to positions, and unclear communications have damaged staff morale, led to staff departures, and created extra workload for remaining employees.

District reported career ladder participation near 82% and an employee intent‑to‑remain score above the 5.0 target, but noted employees with 5+ years of service fell from 59% to 58%; board members requested retention data split by certified/classified staff and separation causes including retirement and FMLA.

District administration said it reached a tentative agreement with the Classroom Teachers Association that would add a $1,000 increase for returning staff, larger employer contributions to health insurance (about $810 single / $1,760 family), a four‑week paid family leave provision, and a $4,000 master's stipend; ratification is expected at the November meeting after the statutory waiting period.

What nonprofit staff can do when the path forward is blocked, and what organizations lose when they ignore the ceiling problem.

The Education Foundation of Eagle County presented local impacts of underfunding and asked Gypsum to adopt a pro-5B resolution; presenters said 80% of the proposed $10.1 million annual revenue would go to staff retention and local program restorations, but the council indicated the resolution vote would be left to voters and declined to adopt it this meeting.

The Audubon Education Association urged the board to halt plans to contract paraprofessional 1:1 special‑education positions, calling outsourcing costly and damaging to staff morale; Superintendent Allen said four agency hires are a short‑term measure to ensure students receive required 1:1 support while the district continues recruiting.

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Judge Meyer told Seneca County commissioners the juvenile court’s 2027 budget request is largely flat but asked them to consider raises as revenues allow, citing staff retention concerns and steady revenue forecasts. He also outlined equipment, attorney-fee and program funding trends that affect court operations.

The county attorney presented case volume data, said enforcement (charging) increased since 2024, described staffing needs and requested modest payroll increases to retain key staff; commissioners and finance staff reconciled submitted and approved budget lines and agreed to revisit a broader COLA later if additional revenue arrives.

Custodial and paraprofessional speakers told the Delano Public School District board that current contract offers — described in testimony as a 6¢ raise — are inadequate, warned of imminent custodial retirements, and urged the board to return to bargaining to secure competitive wages and benefits to retain staff.

Open Door's executive director told Travis County Judge Andy Brown the center adjusted its budget by about $100,000 after Raising Travis County funds began flowing, allowing raises for teachers and supporting staff retention; some teachers have worked at the center more than 30 years.

Trustees approved three labor tentative agreements and a set of contracts that include retro pay increases while public commenters and the union warned of widespread educator departures and urged long-term retention plans.

Union leaders, paraeducators and teachers told the committee that several EAW contracts have expired and urged members to attend bargaining sessions and to negotiate paid family medical leave and a 'thriving wage' to retain staff.

Superintendent's office summarized responses to a stakeholder survey (237 respondents) that highlighted leadership accountability, staff retention, classroom supports and communication; district leaders said the strategic plan will include quarterly updates and asked board members to help redirect concerns to appropriate staff.

Community Services leaders reported growing demand, rising placement and per-diem costs, staff shortages, and state policy changes (MNChoices redesign, CFSS, individualized home supports) that increase county workload and could affect the county's 2027 budget and levy planning.

Public-safety leaders described end-of-life equipment (bomb robot, radios, patrol vehicles), proposed merit-grid and stipend changes to stabilize retention, and discussed shifting staff or stipends into public-safety litigation (LIT) funds to cover positions vacated by grant cuts.