Wake County schools approve new ombuds policy, aim to improve retention
The Wake County Board of Education approved moving forward with a new employee ombuds policy on December 2, 2025, with final approval slated for early next year. The policy creates a confidential, neutral resource for staff intended to address morale and retention concerns, and the board plans a pilot for employees before any expansion to students and families.
On December 2 the Wake County Public School System advanced a policy to create an employee ombuds position, signaling a shift in how staff concerns will be handled in the district. The board approved moving forward with the policy and will consider final approval and any associated budget and hiring steps in a meeting early next year. The policy was drafted by an attorney advising the board after an earlier hiring effort in 2022 failed to attract qualified applicants.
Under the proposed policy the ombuds would operate as a confidential and neutral resource for teachers and support staff. Responsibilities would include receiving concerns, providing information, supporting informal dispute resolution, and identifying recurring systemic issues for the board. The role would not conduct formal investigations or advocate for employees, and the ombuds would be prohibited from serving on committees where conflicts could arise. Board members described the position as a separate channel outside human resources that could help with retention and morale.
Practical and fiscal questions remain. Hiring the ombuds will require a later vote to authorize expenses and to approve an evaluation approach. The intended independence of the role complicates traditional performance reviews, which means the board must design alternative evaluation metrics and reporting structures that preserve confidentiality while delivering accountability. The board signaled support for piloting the role for employees first, with potential expansion to serve students and families if the pilot demonstrates value.
For Wake County residents the proposal has direct implications. A trusted, neutral channel for staff can reduce friction that otherwise contributes to turnover and classroom instability. For the district budget any reduction in teacher turnover would translate into savings on recruitment and training costs, fewer disruptions to instruction, and potentially lower spend on substitutes. Policy design choices in the coming months will determine whether the ombuds can deliver measurable improvements in staff morale and organizational performance.
Next steps include a formal budget proposal and a detailed plan for how the ombuds will report systemic issues to the board while protecting individual confidentiality. The board will vote on final approval early next year, and Wake County educators and families will be watching for evidence that the pilot improves workplace climate and student outcomes.
