FY20 Superintendents Proposed Budget Presented to the LCPS School - - PowerPoint PPT Presentation

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Loudoun County School Board

FY20 Superintendent’s Proposed Budget

Presented to the LCPS School Board January 8, 2019

Empowering all students to make meaningful contributions to the world

LCPS Mission & Goals LCPS Mission & Goals

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• Promotes personalized, project based learning of math, science,

Social Studies, English Language Arts and other disciplines, e.g. textbooks and digital resources; professional learning; Instructional Facilitators; an elementary Performing Arts design school.

• Accommodates student enrollment growth by adding teachers

to maintain average class sizes.

• Expands emphasis on computer science and computational

thinking.

• Supports teaching and learning for ALL students, e.g. more

special education and gifted education staff; increased differentiated staffing for schools with higher proportions of English learners/students eligible for free-and-reduced price meals; the addition of an Equity & Cultural Competence Specialist; further diversity recruitment activities.

• Maintains 100% full day kindergarten (FDK).

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• Accelerates ongoing efforts to increase the competitiveness of

teacher compensation to support efforts to recruit and retain excellent teachers for every student.

• Enhances the competitiveness of compensation for staff

members paid through the classified, administrative, and auxiliary salary scales. Continues the multiyear classification review cycle with associated changes in compensation. Provides a 1.5% market adjustment to compensation for employees on the classified, administrative, and auxiliary salary scales (the second across-the-board adjustment in five years).

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• Expands support to students from families with low-income by

providing full-time Parent Liaisons instead of part-time positions at Title I schools.

• Bolsters school security by providing additional Safety and

Security Specialists, Security Patrols, contracted security

• fficers, a Director of Safety and Security, and further external

review of safety and security practices.

• Supports the whole child and promotes positive mental health

by improving the ratio of school counselors to students.

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FY20 Total Operating Budget FY20 Total Operating Budget

Comparison $ in millions FY19 School Board Adopted Budget (Current)* $1,189.8 FY20 Superintendent’s Proposed* $1,284.4 Proposed Increase (7.9%) $94.6

*Includes Operating Fund; excludes Grant Fund, School Nutrition Fund, Lease Fund, Central Vehicle Maintenance, and Self-Insurance Fund.

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FY20 Revenue Changes FY20 Revenue Changes

REVENUE INCREASES BY CATEGORY $ in millions Carryover/Beginning Balance ($3.5) Proposed County Transfer* (9.6% increase) $76.3 State Funding (Governor’s Introduced Budget) $21.8 Total $94.6 *No gap exists between the County transfer recommended by the superintendent and the County transfer (based on the equalized tax rate) reflected in the fiscal guidance provided by the Board of Supervisors to the county administrator.

Scenarios Fiscal Guidance from BOS to Co. Administrator December 11, 2018 County Transfer Increase per Guidance Supt Proposed County Transfer Increase (Gap)

1 (Equalized Rate) @$1.05 (66% of real estate tax revenue) $76.3 $76.3 $0.0 2 (Equalized plus 2₡) @$1.07 (66% of real estate tax revenue) $87.6 $76.3 $11.3 3 (Equalized minus 2₡) @$1.03 (66% of real estate tax revenue) $64.9 $76.3 ($11.4)

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FY20 Potential Gap Scenarios ($ in millions) FY20 Potential Gap Scenarios ($ in millions)

The current tax rate is $1.085 per $100 of assessed value.

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Source: U.S. Bureau of Labor Statistics through 2018. Data for 2019 -2020 were forecasted using an Exponential Smoothing algorithm (ETS).

County Transfer Per Pupil FY09 & FY20 County Transfer Per Pupil FY09 & FY20

County Transfer FY09 FY20 % Change County Transfer Per Pupil, unadjusted for inflation $9,202 $10,431 13.4% County Transfer Per Pupil, adjusted for inflation in FY20 $9,202 $8,656

• 5.9%

Adjusted for inflation, our proposed County Transfer per pupil for FY20 is 5.9% lower than the contribution for FY09.

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Local & State Revenue as a Percentage of Total Budget Local & State Revenue as a Percentage of Total Budget

24.5% 24.3% 28.2% 29.7% 30.4% 30.6% 30.5% 29.6% 30.8% 30.6% 30.6% 30.1% 72.0% 68.6% 63.7% 66.2% 65.8% 65.6% 65.9% 67.1% 67.4% 67.2% 67.0% 68.0% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 FY20 Proj

State Local

57,009 60,096 63,220 65,668 68,289 70,858 73,461 76,263 79,001 81,622 83,105 82,485 83,762 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 FY19 FY20 11

FY20 Projected: 657 additional students from FY19 Adopted (0.8% increase) 1,277 additional students from FY19 Actual (1.5% increase)

FY09 to FY20 Enrollment Growth FY09 to FY20 Enrollment Growth

Budgeted Projected Actual

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The population of students with special needs has grown considerably faster than the rate

• f total enrollment.

It requires significantly more resources to serve students in these populations.

Growth in Students with Special Needs (Duplicated Count) FY09 to FY20 Projected

Source: LCPS State Report FY09 – Projected FY20

Enrollment Growth & Changing Demographics Enrollment Growth & Changing Demographics

99.0% 83.2% 124.5% 47.2% 0.0% 20.0% 40.0% 60.0% 80.0% 100.0% 120.0% 140.0% English Learners (EL) Special Education (SPED) Economically Disadvantaged (FRL) Total Enrollment

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Projected Enrollment Growth of English Learners & Special Education Students Projected Enrollment Growth of English Learners & Special Education Students

• The English learner

population is projected to grow by 7.9% in FY20.

• The Special Education

population is expected to grow by 1.6%.

9,400 9,600 9,800 10,000 10,200 10,400 10,600 English Learners Special Education

9,792 10,275 776 165

FY19 Budget Projected Growth for FY20

10,568 10,440

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Growth in School Buildings Growth in School Buildings

LCPS will open Waxpool Elementary School and Independence High School totaling 94 school buildings in FY20.

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FY20 Expenditure Changes FY20 Expenditure Changes

PRIMARY CHANGES FTE $ in millions % Increase Slide# Enrollment Growth 178.4 $17.8 1.5% 17-24 Salaries & Benefits

• $45.9

3.9% 26-48 Enhancements, Restorations, Reallocations 137.5 $17.8 1.5% 50-65 Other Operations & Maintenance

• $13.1

1.1% 67 Total 315.9 $94.6 7.9%

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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FY20 Expenditure Changes FY20 Expenditure Changes

PRIMARY CHANGES FTE $ in millions % Increase Slide# Enrollment Growth 178.4 $17.8 1.5% 17-24 Salaries & Benefits

• $45.9

3.9% 26-48 Enhancements, Restorations, Reallocations 137.5 $17.8 1.5% 50-65 Other Operations & Maintenance

• $13.1

1.1% 67 Total 315.9 $94.6 7.9%

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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FY20 Enrollment Growth FY20 Enrollment Growth

PRIMARY CHANGES FTE $ in millions Staffing Standards Driven 105.5 $9.5 New Schools Staffing 55.0 $4.4 Other Growth Staffing 17.9 $2.4 Other Growth Operating

• $1.5

Total 178.4 $17.8  These expenditures are needed to sustain excellence by maintaining the present service levels to our students.

FY20 Enrollment Growth FY20 Enrollment Growth

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Enrollment Growth & Staffing Standard Expenditures Enrollment Growth & Staffing Standard Expenditures

FY20 Enrollment Growth FY20 Enrollment Growth

3.4% 3.8% 3.8% 1.8% 0.8% 3.0% 3.3% 2.0% 2.2% 1.0%

0.0% 1.0% 2.0% 3.0% 4.0% 5.0% FY16 FY17 FY18 FY19 FY20

Enrollment Growth Increase in Budget due to Staffing Standards

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FY20 Staffing Standards Driven Changes FY20 Staffing Standards Driven Changes

PRIMARY CHANGES Grant FTE Operating FTE Teachers, Elementary 10.8 Teachers, Middle 19.8 Teachers, High 26.0 Teachers, English Learners (EL) 15.3 Teacher, Special Education 17.0

• Teacher Assistant, Special Education

10.0 6.0 Other School-Based Positions (Assistant Principals, Nursing, Teacher Assistants, Clerical, Maintenance, Contingency Reload, etc.) 27.6 Total 105.5

FY20 Enrollment Growth FY20 Enrollment Growth

Given increasing student enrollment, these additional positions are needed simply to maintain current class sizes & services for students.

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FY20 New School Staffing Non-Teaching Positions FY20 New School Staffing Non-Teaching Positions

CATEGORY FTE $ in millions Waxpool Elementary 11.0 $0.8 Independence High School 39.0 $3.0 Lightridge HS Pre-staff 5.0 $0.5 Total 55.0 $4.4

• New positions are needed for additional facilities opening within the

school division that support increasing student enrollment.

• These positions are listed as “growth new schools” positions on pages

316-318 of the budget book in the sections pertaining to Instruction, Pupil Services and Support Services.

FY20 Enrollment Growth FY20 Enrollment Growth

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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FY20 Other Growth Staffing FY20 Other Growth Staffing

DEPARTMENT FTE $ in millions Instruction 2.0 $0.2 Digital Innovation* 4.0 $0.4 Human Resources & Talent Development 6.0 $0.7 Pupil Services 5.0 $0.6 Support Services 5.0 $0.4 Charter Schools (4.1) ($0.2) Part-time for EL program, Safety and Security operations center, and increase in HRTD teacher mentors

• $0.3

Total 17.9 $2.4

*3.0 FTE are due to Proposed Staffing Standards set forth on pages 370 to 388 of the

budget book. The chart on these pages includes a column that lists new or enhanced standards and the related costs.

FY20 Enrollment Growth FY20 Enrollment Growth

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Non-School Based Staffing Non-School Based Staffing

• The growth of students and schools requires additional non-

school based staffing.

• The number of non-school based positions will have grown by

32.0% from FY09 to FY20, in comparison with a 46.9% increase in enrollment.

• LCPS’s percentage of non-school based staffing (6.8% per the

FY19 WABE Guide) remains one of the lowest in the region.

FY20 Enrollment Growth FY20 Enrollment Growth

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Special Education Organizational Structure Special Education Organizational Structure

• 18 Supervisors currently report to the Director of Special

Education.

• With the new structure, 2 Assistant Directors (Procedural Support,

Specialized Instruction) and 1 Supervisor of Programs & Services would report to the Director of Special Education. See p. O-26 in appendix of budget book for organizational chart.

• A second Procedural Support Coordinator would be created.
• These changes would enhance the department’s capacity to

provide leadership, support, and accountability in multiple areas.  specialized programs and services  school-level IEP teams  compliance and consistency

FY20 Enrollment Growth FY20 Enrollment Growth

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Other Growth Operating Other Growth Operating

$ in millions Digital Innovation – data circuits, increase in maintenance contract renewals, and technology requests related to new positions district wide $0.5 Support Services – operating costs for new schools $1.0 Total $1.5

FY20 Enrollment Growth FY20 Enrollment Growth

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FY20 Expenditure Changes FY20 Expenditure Changes

PRIMARY CHANGES FTE $ in millions % Increase Slide# Enrollment Growth 178.4 $17.8 1.5% 17-24 Salaries & Benefits

• $45.9

3.9% 26-48 Enhancements, Restorations, Reallocations 137.5 $17.8 1.5% 50-65 Other Operations & Maintenance

• $13.1

1.1% 67 Total 315.9 $94.6 7.9%

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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Salaries & Benefits Salaries & Benefits

PRIMARY CHANGES $ in millions Salaries $60.8 Benefits ($14.9) Total $45.9

FY20 Salaries & Benefits FY20 Salaries & Benefits

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FY20 Salaries FY20 Salaries

PRIMARY CHANGES $ in millions 1.5% Market Adj. for Admin., Classified & Auxiliary $4.2 Step Increases (All Scales – 2.2% Average) $17.6 Restructuring of Teacher Salary Schedule $41.6 Adjustments Related to FY19 & FY20 Classification Reviews $6.1 Contract adjustments, Curriculum development training, Substitute rate increase, and Other adjustments $0.8 Lapse/Turnover ($9.5) Total $60.8

FY20 Salaries & Benefits FY20 Salaries & Benefits

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LCPS Progress in Teacher Salaries Master’s Degree LCPS Progress in Teacher Salaries Master’s Degree

50,000 60,000 70,000 80,000 90,000 100,000 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Loudoun FY14 Loudoun FY15 Loudoun FY16 Loudoun FY17 Loudoun FY18 Loudoun FY19

FY19 FY18 FY17 FY16 FY15 FY14

FY20 Salaries & Benefits FY20 Salaries & Benefits

FY19 Salary Schedules MA Compared FY19 Salary Schedules MA Compared

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Source: FY19 School Division Published Salary Schedules

50,000 70,000 90,000 110,000 130,000 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

FY19 MA LCPS MA FX MA PW MA

FY20 Salaries & Benefits FY20 Salaries & Benefits

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FY19 Teacher Career Earnings-Master’s FY19 Teacher Career Earnings-Master’s

FY20 Salaries & Benefits FY20 Salaries & Benefits

50,000 60,000 70,000 80,000 90,000 100,000 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

LCPS FX

 Across a career, a teacher with a Master’s degree who works for LCPS for 30 years will make about $182k less than a teacher who works 30 years for Fairfax.  The gap is $18k larger than last year.

FCPS LCPS

30 year market gap = $182k

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Competitive Starting Salaries Help Attract & Retain Excellent Teachers Competitive Starting Salaries Help Attract & Retain Excellent Teachers

FY20 Salaries & Benefits FY20 Salaries & Benefits

• LCPS ranks #1 of 5 in Northern

Virginia school divisions in terms of starting salaries for teachers.

• We hire more than 800 teachers per

year.

• Challenges are anticipated in Virginia

and nationally relating to filling anticipated teacher vacancies with high performing teachers in coming years.

DIVISION FY19 BA Step 1 Loudoun $50,171 Fairfax $50,000 Alexandria $48,894 Arlington $48,228 Prince William $47,725 DIVISION FY19 MA Step 1 Loudoun $55,941 Alexandria $55,813 Fairfax $55,000 Prince William $53,353 Arlington $53,173

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Making Progress with Salaries for Mid-Career Teachers but Work Remains Making Progress with Salaries for Mid-Career Teachers but Work Remains

FY20 Salaries & Benefits FY20 Salaries & Benefits

• LCPS ranks #4 of 5 in Northern Virginia school

divisions in terms of salaries for mid-career teachers (as measured by salaries for teachers with a Master’s degree on step 10.)

• Compensation for teachers on steps 10 to 16
• n the salary scale was increased 3.5% and

5.8% on average in FY18 and FY19, respectively.

• The gap between Loudoun and Fairfax County

for Master’s degree, step 10 compensation increased from $1,261 last year to $3,437 this

• year. The gap was $2,260 in FY17.
• Vision 20/20 strategic plan goal is to move

from #4 in fiscal year 2016 to #3 in fiscal year 2020 in pay for mid-career teachers.

DIVISION FY19 MA +10 Arlington $77,093 Alexandria $76,979 Fairfax $72,658 Loudoun $69,221 Prince William $63,739

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Scale Restructure Principles for FY20 & Beyond Scale Restructure Principles for FY20 & Beyond

• Provide teachers greater compensation earlier in their careers.

 Give teachers more choices sooner (buying a home, saving for retirement, disposable income).  Increase likelihood of attracting new teachers.  Increase likelihood of attracting teachers with some experience at the time of their careers when they are more likely to leave their current employer.  Increase likelihood of retaining teachers at the time of their careers when they are most likely to leave teaching.

• Improve consistency of increases between steps.

 Promote retention by working towards providing teachers with a stable annual increase throughout their careers, even in years without scale adjustments.

FY20 Salaries & Benefits FY20 Salaries & Benefits

50,000 60,000 70,000 80,000 90,000 100,000 110,000 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 LCPS FY19 Sample Future 34

FY19 LCPS and Sample Future Master Scales FY19 LCPS and Sample Future Master Scales

FY19 LCPS Sample Future

FY20 Salaries & Benefits FY20 Salaries & Benefits

50,000 60,000 70,000 80,000 90,000 100,000 110,000 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 LCPS FY19 Market Average FY19 LCPS FY20 Proposed Sample Future 35

FY19 LCPS, FY19 Market Average, Sample Future and FY20 Proposed Master Scales FY19 LCPS, FY19 Market Average, Sample Future and FY20 Proposed Master Scales

FY19 Market Average FY20 Proposed FY19 LCPS Sample Future

FY20 Salaries & Benefits FY20 Salaries & Benefits

Market average is the average of the four market comparators.

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Greater Compensation Earlier Greater Compensation Earlier

FY20 Salaries & Benefits FY20 Salaries & Benefits

FY19 Master's FY20 Proposed Master's Sample Future Master's Step Sum of Step Increases Sum of Salary Amounts Sum of Step Increases Sum of Salary Amounts Sum of Step Increases Sum of Salary Amounts 1-5 4,859 290,995 6,000 312,500 4,000 378,850 6-10 8,421 328,698 10,000 357,499 5,000 403,850 11-15 5,383 362,399 5,000 392,499 5,000 428,850 16-20 4,139 385,668 5,000 417,499 5,000 453,850 21-25 9,880 422,106 5,000 442,501 5,000 478,850 26-30 12,518 480,467 10,692 481,194 5,000 503,850

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Consistency of Increases Between Steps Consistency of Increases Between Steps

FY20 Salaries & Benefits FY20 Salaries & Benefits Step FY19 Master's FY20 Proposed Master's Sample Future Master's 1

• 2

1,107 1,500 1,000 3 921 1,500 1,000 4 1,271 1,500 1,000 5 1,560 1,500 1,000 6 1,314 2,000 1,000 7 1,906 2,000 1,000 8 1,852 2,000 1,000 9 1,600 2,000 1,000 10 1,749 2,000 1,000 11 1,066 1,000 1,000 12 1,175 1,000 1,000 13 1,038 1,000 1,000 14 1,047 1,000 1,000 15 1,057 1,000 1,000 16 1,067 1,000 1,000 17 726 1,000 1,000 18 737 1,000 1,000 19 590 1,000 1,000 20 1,020 1,000 1,000 21 1,356 1,000 1,000 22 2,141 1,000 1,000 23 2,199 1,000 1,000 24 2,265 1,000 1,000 25 1,919 1,000 1,000 26 2,389 1,000 1,000 27 2,459 2,000 1,000 28 2,532 2,600 1,000 29 2,835 2,800 1,000 30 2,303 2,292 1,000

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FY20 Proposed Scale Adjustments, Step, and Employee Increase FY20 Proposed Scale Adjustments, Step, and Employee Increase

* Step 30 Employees are eligible for a one-time payment of 1% of the annual salary.

The overall average teacher salary increase of both step increases and salary scale adjustments is $6,033.

Number of Teachers Scale Adjustment Range FY20 Proposed Scale Step Range Average FY19 to FY20 Increase Steps 1-5 1,716 $3,559 - $4,761 $1,500 - $1,500 $5,701 6-10 1,522 $5,386 - $6,279 $2,000 - $2,000 $7,444 11-15 1,215 $5,896 - $6,213 $1,000 - $1,000 $7,097 16-20 1,009 $5,829 - $6,777 $1,000 - $1,000 $7,194 21-25 879 $1,877 - $6,401 $1,000 - $1,000 $6,055 26-30 254 $29 - $488 $1,000 - $2,800 $2,637 30* 168 NA $952 - $1,072 NA

FY20 Salaries & Benefits FY20 Salaries & Benefits

FY20 Proposed Salary Comparison BA/MA Steps 2, MA Step 10, & Average FY20 Proposed Salary Comparison BA/MA Steps 2, MA Step 10, & Average

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FY20 Salaries & Benefits FY20 Salaries & Benefits

DIVISION MA Step 1 Loudoun $59,500 Alexandria $57,487 Fairfax $56,320 Prince William $53,353 Arlington $53,173 DIVISION MA +10 Alexandria $79,673 Fairfax $79,415 Arlington $77,093 Loudoun $75,500 Prince William $69,667 DIVISION BA Step 1 Loudoun $53,730 Fairfax $52,050 Alexandria $50,605 Arlington $48,228 Prince William $47,725 DIVISION Average Loudoun $62,910 Fairfax $62,595 Alexandria $62,589 Arlington $59,498 Prince William $56,915

FY20 Strategic Plan Goals  BA maintain 2nd ranking or better  MA maintain 2nd ranking or better MA+10 3rd ranking or better  Avg. 3rd ranking or better

*Estimates for neighboring jurisdictions based on FY18 to FY19 change.

Scale can be restructured to meet MA+10 goal, but would result in less consistent step increases.

50,000 60,000 70,000 80,000 90,000 100,000 110,000 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 LCPS FY19 Market Average FY19 LCPS FY20 Proposed 40

FY19 LCPS, FY19 Market Average, FY20 Proposed Master Scale FY19 LCPS, FY19 Market Average, FY20 Proposed Master Scale

Market average is the average of the four market comparators.

FY19 Market Average FY19 LCPS FY20 Proposed

FY20 Salaries & Benefits FY20 Salaries & Benefits

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FY20 Salaries FY20 Salaries

FY20 Salaries & Benefits FY20 Salaries & Benefits

PRIMARY CHANGES $ in millions 1.5% Market Adj. for Admin., Classified & Auxiliary $4.2 Step Increases (All Scales – 2.2% Average) $17.6 Restructuring of Teacher Salary Schedule $41.6 Adjustments Related to FY19 & FY20 Classification Reviews $6.1 Contract adjustments, Curriculum development training, Substitute rate increase, and Other adjustments $0.8 Lapse/Turnover ($9.5) Total $60.8

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Fiscal Year Levels & Types of Positions Reviewed Examples of Positions Reviewed FY17 some of Level 4 and Levels 5-7, administrative Principals, Directors FY18 Level 3 and remainder of Level 4, administrative; Levels 5-11, classified High School Assistant Principals, Supervisors; Custodians, Cafeteria Workers FY19 Level 1 and 2, administrative; Level 16 and 17 Elementary and Middle School Assistant Principals and Specialists; School Nurses and various technology positions

Classification Reviews Classification Reviews

• Multi-year classification review cycle focuses on the level and step placement

practices associated with classified, administrative, and auxiliary positions.

• The level and step placement practices (and thus compensation) MAY be adjusted

for external competitiveness and/or internal equity following the review for a particular position.

FY20 Salaries & Benefits FY20 Salaries & Benefits

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Fiscal Year Levels & Types of Positions to be Reviewed Examples of Positions to be Reviewed FY20 Level 12-15, classified; auxiliary scale; co-curricular stipends Secretary III, HVAC Technician, various transportation positions; Educational Diagnostician, Social Worker; Coach, Department Chair, Club Sponsor

FY20 Classification Reviews FY20 Classification Reviews

• The review for the positions in the row above would be completed in FY20. Some
• r all recommended changes in levels and/or placement practices would be

implemented starting in FY20, based on available funding.

• The multi-year cycle would start again in FY21 with the aim of every position

being reviewed once every four or five years, on average.

FY20 Salaries & Benefits FY20 Salaries & Benefits

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School Psychologists School Psychologists

• Analysis demonstrates the need for improved compensation.

Fairfax County Public Schools improved compensation for school psychologists greatly in FY19, with an average change per step of almost $9,000. LCPS currently has the lowest compensation for psychologists among local comparators at every step. 7 of 43 psychologists left employment with LCPS between October 1, 2017 and September 30, 2018. This attrition rate is more than double the previous year’s attrition rate for LCPS psychologists and more than double the rate of LCPS licensed attrition overall in each of the last three years. 8 candidates for psychologist positions have declined offers for the FY19 school year related to compensation.

FY20 Salaries & Benefits FY20 Salaries & Benefits

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School Psychologists School Psychologists

• Psychologists’ compensation would be improved no later than July 1, 2019.

2 new School Psychologist salary lanes would be created on the Auxiliary Salary Scale (208 day, 12 month) with 20 steps rather than 25 steps. The average step adjustment would be 21.3% or $16,536. For example, step 5 for the 208 day scale would be $69,403 rather than $57,643 and step 10 would be $82,367 rather than $65,745. Even with these improvements, we still would not lead all the comparators. The FY20 budgeted amount for improved compensation for psychologists is $977,000.

FY20 Salaries & Benefits FY20 Salaries & Benefits

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FY20 Salaries FY20 Salaries

FY20 Salaries & Benefits FY20 Salaries & Benefits

PRIMARY CHANGES $ in millions 1.5% Market Adj. for Admin., Classified & Auxiliary $4.2 Step Increases (All Scales – 2.2% Average) $17.6 Restructuring of Teacher Salary Schedule $41.6 Adjustments Related to FY19 & FY20 Classification Reviews $6.1 Contract adjustments, Curriculum development training, Substitute rate increase, and Other adjustments $0.8 Lapse/Turnover ($9.5) Total $60.8

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Daily Substitute Teacher Salary Rate Daily Substitute Teacher Salary Rate

• The “fill rate” (the percentage of requests for substitute teachers that are

successfully filled) decreased in LCPS from 97% in FY16 to 93% in FY18, leaving

• ur fill rate closer to the national rate that is below 90% and declining.
• The proposed budget increases the daily substitute salary rate from $110.00

per day to $112.75 per day.

• Fairfax County pays $106.73 per day except for licensed retirees who receive

$114.98 per day.

• Prince William County pays $101.78 per day to employees with no degree and

$112.50 per day to employees with a degree.

• The budgeted FY20 cost of $328,000 is distributed across accounts in multiple

departments.

• The salary rate increase complements the request for additional positions to

assist with employment processing, including for substitutes.

FY20 Salaries & Benefits FY20 Salaries & Benefits

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FY20 Employee Benefits FY20 Employee Benefits

PRIMARY CHANGES $ in millions Health Insurance* ($14.9) Total ($14.9)

FY20 Salaries & Benefits FY20 Salaries & Benefits

*Reflects no LCPS employer or employee premium increase for all health insurance plans and two health premium holidays.

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FY20 Expenditure Changes FY20 Expenditure Changes

PRIMARY CHANGES FTE $ in millions % Increase Slide# Enrollment Growth 178.4 $17.8 1.5% 17-24 Salaries & Benefits

• $45.9

3.9% 26-48 Enhancements, Restorations, Reallocations 137.5 $17.8 1.5% 50-65 Other Operations & Maintenance

• $13.1

1.1% 67 Total 315.9 $94.6 7.9%

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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FY20 Enhancements, Restorations, Reallocations & Transfers FY20 Enhancements, Restorations, Reallocations & Transfers

PRIMARY CHANGES FTE $ in millions Enhancements 140.5 $17.9 Restorations

• $1.6

Reallocations (3.0) ($1.7) Total 137.5 $17.8

• Additional teachers would participate in professional learning relating to

PBL, personalized learning, and performance assessments.

• Teachers would receive support for implementing personalized learning

from 7 additional division Instructional Facilitators, 3 Math Facilitators, and 4 Specialized Instructional Facilitators - Math.

• An additional $1.6 million would be spent annually on digital resources

and textbooks.

• An elementary performing arts design school would promote deeper

learning of content and competencies through the study of music, dance, voice and theatre arts.

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Personalized, Project Based Learning (PBL) Personalized, Project Based Learning (PBL)

FY20 Enhancements FY20 Enhancements

• More special education staff members will expand staff capacity (6

Specialized Instructional Facilitators - Behavior; 4 Specialized Instructional Facilitators - Math; 2 Special Education Consulting Teachers).

• 5 additional teachers of gifted students will support the transition to a

school-based gifted model.

• 4 additional teachers will be allocated to schools with relatively high

proportions of English learners and students eligible for free-and- reduced price meals.

• The Equity and Cultural Competence Specialist will focus on instructional

practices, curriculum and resources for teachers in all grade levels and collaborate across departments.

• Outreach to students often underrepresented in gifted or specialized

programs like the Academies will be provided by the Academies Admissions Outreach Specialist.

• Additional recruiting activities will support the recruitment of a diverse

staff of teachers.

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Teaching & Learning for ALL Students Teaching & Learning for ALL Students

FY20 Enhancements FY20 Enhancements

• In FY20, Technology Assistants will be renamed Digital Experience

Specialists working within the Department of Digital Innovation.

• The position is a considerably more advanced technical role.
• The Digital Experience Specialists will focus on maintaining robust,

reliable digital learning environments that meet students’ instructional needs.

• FY19 is a year of transition. Technology Assistants are completing a

series of comprehensive professional learning experiences to further develop their capacity. They are also fulfilling increasingly more technical responsibilities.

• In FY20, Digital Experience Specialists will be level 13, 11-month, 8-hour

positions, rather than level 11, 10-month, 7-hour positions. The cost of this market-based reclassification and contract expansion is $1.9 million.

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Digital Experience Specialists Digital Experience Specialists

FY20 Enhancements FY20 Enhancements

Vision: Every elementary school student develops and demonstrates computer science skills and computational thinking as they learn math, science, social studies, and reading/writing.

• Computer Science instruction would be delivered by core teachers and

reach every student.

• The curriculum would include block-based coding, robotics, and text-

based coding.

• 20 schools would participate in FY20, with another 20 in FY21, and the

remaining schools joining in FY22.

• The schools would focus on K-2 in the first year of participation and K-

5 in subsequent years.

• 1 Computer Science Facilitator (instructional coach) would be provided

per 10 schools, starting with 2 facilitators in FY20.

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Computer Science Integration Elementary Schools Computer Science Integration Elementary Schools

FY20 Enhancements FY20 Enhancements

• Elective Computer Science courses will be offered at every middle and

high school, including courses new in FY19 and FY20. Future course

• fferings will be reviewed in FY20.
• 5 Middle Schools would integrate computer science and

computational thinking across content areas. Block-based coding would be integrated with science, math, English Language Arts, and Social Studies. Additionally, robotics and text-based coding would be integrated with science. Integration would focus on 6th grade in FY20, adding 7th grade in FY21, and 8th grade in subsequent years. 1 Computer Science Facilitator (instructional coach) would support the 5 schools.

• Experiences with these schools would inform next steps with other

schools.

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Computer Science Secondary Schools Computer Science Secondary Schools

FY20 Enhancements FY20 Enhancements

• The proposal converts 8 Parent Liaisons in the Title I schools from part-

time positions without benefits to full-time positions with benefits. 6 elementary schools (Forest Grove, Guilford, Rolling Ridge, Sterling, Sugarland, and Sully), Sterling Middle School and Park View High School.

• The community school initiative is expanding from Sterling Elementary

School to all 6 Title I schools. To support the whole child and academic achievement, this initiative strengthens partnerships connecting school, family, and community. By leveraging partnerships, the initiative features an integrated approach to academics, youth development, family support, mental health, as well as health and social services. Loudoun Education Foundation is paying for a full-time Social Worker for three years to provide a ratio of 1 Social Worker per 2 Title I elementary schools instead of 1 to 3. The Social Workers provide guidance to Parent Liaisons regarding connecting families to community resources.

• The net cost of the full-time Parent Liaisons is $321,800.

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Parent Liaisons in Title I Schools Parent Liaisons in Title I Schools

FY20 Enhancements FY20 Enhancements

• Adds Director, Safety and Security to provide additional oversight to the

Safety and Security program.

• Accesses external expertise to strengthen security even more through a

review of security practices.

• Provides additional Safety and Security Specialists and after hours security

measures. Contracted security officers to provide assistance to schools, particularly high schools.

• Adds four security patrols to report to schools on an as-needed basis during

the day, e.g. security system and access system issues, unauthorized visitors, calls and duties for elementary and middle schools similar to responsibilities fulfilled by specialists at high schools.

• Sets up a Security Operations Center staffed by Safety and Security Specialists

rather than transportation employees.

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Proactive School Security Proactive School Security

FY20 Enhancements FY20 Enhancements

Strategic Action: Student Safety

58

FY20 Enhancements FY20 Enhancements

PRIMARY CHANGES FTE $ in millions Strategic Staffing Standard Changes 90.5 $10.4 Other Enhancements 50.0 $4.3 Other Operations & Maintenance

• $3.1

Total 140.5 $17.9

FY20 Enhancements FY20 Enhancements

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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Strategic Changes to Staffing Standards Strategic Changes to Staffing Standards

PRIMARY CHANGES FTE $ in millions Book Page# Digital Innovation Positions 3.0 $0.3 142 Technology Assistant Reclassification & Contract Extension

• $1.9

145 Dean 5.0 $0.5 166 Teacher, Grade 1-5 Differentiated 4.0 $0.4 166 Teacher, Douglass School 0.5 $0.1 170 Admissions Outreach Specialist–Academies of Loudoun 1.0 $0.1 170 Teachers – Academies of Loudoun 14.5 $1.4 170 Instructional Facilitator 7.0 $0.8 174 Athletic Trainer 5.0 $0.4 184 Psychologist – Douglass 1.0 $0.1 206 Educational Diagnosticians 2.0 $0.2 206

FY20 Enhancements FY20 Enhancements

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Strategic Changes to Staffing Standards cont. Strategic Changes to Staffing Standards cont.

PRIMARY CHANGES FTE $ in millions Book Page# Parent Liaison Title I 8.0 $0.5 218 School Counselors 27.5 $2.7 218 Social Workers 3.0 $0.3 218 Safety and Security Specialist 7.0 $0.5 248 Transportation Positions 2.0 $0.1 254 Total 90.5 $10.4

FY20 Enhancements FY20 Enhancements

Proposed staffing standards are set forth on pages 370 to 388 of the budget book. The chart on these pages include a column that lists new

• r enhanced standards and the costs related to enhancements.

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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FY20 Other Enhancements Changes FY20 Other Enhancements Changes

PRIMARY CHANGES Grant FTE Operating FTE $ in millions Book Page# Data Modeler 1.0 $0.1 142 Teacher, Dance and Theatre Arts 1.0 $0.1 166 Teacher, Gifted for Transition Program 5.0 $0.5 174 Computer Science Facilitator 3.0 $0.3 188 Equity and Cultural Competence Specialist 1.0 $0.1 188 Instruction, Math Facilitator 3.0 $0.3 188 Specialist, Social-Emotional Learning 1.0 $0.1 206 Teacher, Consulting - RTI 1.0 $0.1 206 Teacher, Special Education Consulting 2.0 $0.2 212 Specialized Instructional Facilitator – Behavior (Ad Hoc Committee recommendation) 4.0 2.0 $0.2 212 Specialized Instructional Facilitator – Math 4.0 $0.4 212 Program Assistant 1.0 $0.1 218

FY20 Enhancements FY20 Enhancements

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FY20 Other Enhancements Changes cont. FY20 Other Enhancements Changes cont.

PRIMARY CHANGES FTE $ in millions Book Page# Custodians (assigned as needed) 18.0 $1.0 234 Director, Safety and Security 1.0 $0.2 248 Security Patrol 4.0 $0.3 248 Routing Specialist 2.0 $0.2 254 Total 50.0 $4.3

FY20 Enhancements FY20 Enhancements

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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FY20 Enhancements – O&M FY20 Enhancements – O&M

PRIMARY CHANGES $ in millions Book Page# Public Information Office (School and Classroom Communication System) $0.1 123 Digital Innovation (Increase Bandwidth, Computer Science Robotics Kits for ES & MS) $0.5 146 Instruction (Digital Instructional Resources, Textbooks, Curriculum Management System Software, Computer Science Integration, HS English/Language Arts Classroom Libraries, Performing Arts design school) $1.6 $0.3 $0.4 168,173,182 177 190 Pupil Services (Social Emotional Learning Curriculum) $0.2 208 Total $3.1

FY20 Enhancements FY20 Enhancements

64

FY20 Restorations FY20 Restorations

PRIMARY CHANGES FTE $ in millions Book Page# Classroom computers

• $1.6

146 Total

• $1.6

FY20 Restorations FY20 Restorations

65

FY20 Reallocations FY20 Reallocations

FY20 Reallocations FY20 Reallocations

• In response to the question, “How might funds be spent differently

to yield greater benefits?”, $1.7 million was reallocated to fund other priorities.  The elimination of 4.0 positions in Instruction, Support Services and Public Information Office generated $0.3 million for reallocation to support an Admissions Specialist at the Academies, a Security Operations Center staff member, and a Director of Communication and Community Engagement.  The change to full-time Parent Liaison support at Title I Schools reduced part-time costs by $0.1 million.  Approximately $1.3 million in non-salary costs were reallocated towards:

• $0.9 million towards Department of Digital Innovation’s

Technology Assistant reclassification and contract extension

• $0.4 million towards Department of Instruction textbook

and digital resources.

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FY20 Expenditure Changes FY20 Expenditure Changes

PRIMARY CHANGES FTE $ in millions % Increase Slide# Enrollment Growth 178.4 $17.8 1.5% 17-24 Salaries & Benefits

• $45.9

3.9% 26-48 Enhancements, Restorations, Reallocations 137.5 $17.8 1.5% 50-65 Other Operations & Maintenance

• $13.1

1.1% 67 Total 315.9 $94.6 7.9%

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

67

FY20 Other Operations & Maintenance FY20 Other Operations & Maintenance

PRIMARY CHANGES $ in millions Digital Innovation – Refresh of wireless access, the network, computer equipment, and interactive white boards; Computer Contractual Services $6.6 Instruction, Materials and Supplies $1.3 Pupil Services – Materials and Supplies for Special Education and Minor Equipment for Assessment Services $1.1 Support Services – Repair work from removal of obsolete technology, Safety and Security consultant, Materials, Supplies and Equipment and Contractual Services $3.8 Charter Schools $0.3 Total $13.1

FY20 Other O&M FY20 Other O&M

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FY20 Expenditure Changes FY20 Expenditure Changes

PRIMARY CHANGES FTE $ in millions % Increase Slide# Enrollment Growth 178.4 $17.8 1.5% 17-24 Salaries & Benefits

• $45.9

3.9% 26-48 Enhancements, Restorations, Reallocations 137.5 $17.8 1.5% 50-65 Other Operations & Maintenance

• $13.1

1.1% 67 Total 315.9 $94.6 7.9%

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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Cost Per Pupil (CPP) Cost Per Pupil (CPP)

The budget cost per pupil calculation is: (School Operating Fund) + (Entitlement Grants) – (OPEB) – (Summer School) – (Adult Education) – (Health Services) (Total Budgeted Enrollment including pre-k)

WABE Methodology

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Cost Per Pupil (CPP) FY09-FY20 Cost Per Pupil (CPP) FY09-FY20

The projected FY20 CPP is $15,266; 19.5% above the CPP of 2009 – ten years ago – without adjusting for inflation.

$12,780 $11,997 $10,833 $11,014 $11,770 $11,638 $12,195 $12,700 $13,121 $13,688 $14,260 $15,266 $0 $2,000 $4,000 $6,000 $8,000 $10,000 $12,000 $14,000 $16,000 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 Budgeted FY20 Projected

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Inflation-adjusted Cost Per Pupil (CPP) FY09 & FY20 Inflation-adjusted Cost Per Pupil (CPP) FY09 & FY20

FY09 FY20 % Change Cost Per Pupil $12,780 $15,266 19.5% Adjusted Cost Per Pupil in FY20 $12,780 $12,669

• 0.9%

Source: U.S. Bureau of Labor Statistics through 2018. Data for 2018 - 2020 were forecasted using an Exponential Smoothing algorithm (ETS).

With the Superintendent’s Proposed Budget, LCPS would spend $111 less per pupil in FY20, adjusted for inflation, than in FY09. This is a decrease of 0.9%.

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 The LCPS projected FY20 CPP (not inflation-adjusted) is $15,266; if neighboring school divisions at least maintain their CPP , LCPS will remain near the bottom in per pupil expenditures.

Source: FY19 WABE Guide

FY19 Cost Per Pupil (CPP) Comparison FY19 Cost Per Pupil (CPP) Comparison

DIVISION RANK CPP Arlington $19,348 Alexandria $17,606 Fairfax $15,293 Loudoun $14,260 Prince William $11,633

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FY20 CPP by State Category FY20 CPP by State Category

Instruction $12,115 Operation & Maintenance $1,180 Pupil Transportation $831 Administration, Attendance & Health $527 Technology $547 Facilities $66 Total Projected FY20 CPP $15,266

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School Board Work Sessions Regarding FY20 Budget School Board Work Sessions Regarding FY20 Budget

Date Time Meeting Topic Tues., Jan. 8, 2019 4:00 pm FY20 Superintendent’s Proposed Budget Overview Tues., Jan. 15, 2019 6:30 pm School Board Work Session Staffing Standards, Salary/Healthcare, Instruction Tues., Jan. 22, 2019 4:00 pm School Board Work Session Pupil Services, Support Services Thurs., Jan. 24, 2019 6:30 pm School Board Public Hearing & Work Session Digital Innovation, Human Resources & Talent Development Thurs., Jan. 31, 2019 6:30 pm School Board Work Session Central Office, Other Funds, Business & Financial Services Tues., Feb. 5, 2019 6:30 pm School Board Work Session & Adoption  All budget work sessions and public hearings will be held in the School Board meeting room at the Administration Building.

75

Board of Supervisor FY20 Budget Process Board of Supervisor FY20 Budget Process

Date Time Meeting Mon., Feb. 11, 2019 6:00 p.m. SB and BOS Joint Work Session Presentation

• f FY20 SB Proposed Budget

LCPS Admin. Building Wed., Feb. 13, 2019 5:00 p.m. County Administrator Presents FY20 Proposed Budget Wed., Feb. 27, 2019 3:00 p.m. BOS Public Hearing, BOS Meeting Room Wed., Feb. 27, 2019 6:00 p.m. BOS Public Hearing, BOS Meeting Room Sat., March 2, 2019 9:00 a.m. BOS Public Hearing, LCPS Admin. Bldg. Tues., April 2, 2019 5:00 p.m. Board of Supervisors approves FY20 Budget, including LCPS Appropriation

76

Loudoun County School Board

FY20 Superintendent’s Proposed Budget

Presented to the LCPS School Board January 8, 2019