Investing in Staffords Future: A Child Centered Budget Built on - - PowerPoint PPT Presentation

Scott Kizner, Ph.D. January 28, 2020

Investing in Stafford’s Future:

A Child Centered Budget Built on Equity with Excellence for All

Stafford County Public Schools Fiscal Year 2020-2021 Proposed Operational Budget

Division Accomplishments

• Opening two new schools
• School renovation projects
• Elementary redistricting
• Navigating new growth and changing

demographics

• 5% salary increase for all staff
• Targeted tiered intervention
• Read 180 reading program
• Computer science and after-school

grants

• Firefighter program and expansion of

biomedical STAT program

• Expansion of technology and

implementation of data dashboard

• And more…

2

Above all, the division has focused on ensuring equity & high expectations for all.

3

Goals and Priorities

Develop a multi-year plan for increases to the per- pupil expenditure, to enhance and provide a competitive educational experience for all students. Fund an across-the board salary increase, with additional targeted increases to alleviate compression in the salary scale. Improve staffing ratios and differentiate the distribution of resources based upon the unique needs and sizes of the student bodies.

School Board Budget Goals and Priorities

5

Additional School Board Goals and Priorities

Student Achievement Student Achievement Attract, Develop, and Retain Exceptional Professionals Attract, Develop, and Retain Exceptional Professionals Community and Family Engagement Community and Family Engagement School Safety School Safety Organizational Efficiency and Effectiveness Organizational Efficiency and Effectiveness Funding Funding

6

SCPS Continuous Improvement Model

7

Superintendent’s Budget Expectations

Equity and Excellence for All Students

Staff Compensation Model for Long Term Benefit Attract, Retain, and Develop the SCPS Workforce Promote a Safe and Positive Learning Experience for Each Child Meet the Social and Behavioral Needs of our Students Expand Learning Opportunities for Students and Staff

8

Additional Objectives

Address Growth Close Achievement Gaps and Improve Attendance Meet Required Needs of Children with Disabilities and English Learners Improve the Learning Experiences for Middle School Students Support Staffing Initiatives Expansion of CTE Offerings

9

The focus is on the academic, social, and emotional needs of ALL children

10

State of the Division

Quality Academics

• Fully accredited with on-time graduation and

drop out rates are better than the state average

• K-12 focused Continuous Improvement Model

with measurable goals

• Students earned over 3,900 CTE Industry

credentials

Dedicated Professionals

• 56% of teachers hold a master’s degree or above
• Every teacher has had the opportunity to attend

professional development

• 10 professional development events from January

2019 to December 2019

12

Parent Engagement

• Professional Development with Karen

Mapp and Steve Constantino

• Schools are developing

comprehensive family engagement plans

• Family Engagement Committees at

schools and division-level

• Pilot of strategies in 6 schools

13

Established Student Chromebook Equity at All Schools Take Home Internet and Chromebook Pilots at All Schools Cybersecurity Infrastructure Auditing by Department of Homeland Security Expanded Cybersecurity Student Learning Opportunities

Technology Leader

Threat Assessment and Handle with Care Training Safety and Transportation Audits Mental Health Trainings Responsive Classroom and Restorative Practices

Keeping Safety a Priority

Equity Audit Summer Institute on Equity, Diversity, and Social-Emotional Needs Expansion of Tiered Intervention Support On-site Leadership Graduate Program Strengthen Higher Education Partnerships Expansion of Dual Language Enrichment

New and Upcoming

14

Average Daily Membership (K-12)

*Projected 24,000 25,000 26,000 27,000 28,000 29,000 30,000 31,000 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020* 2021*

15

16

Per Pupil Expenditures for Operations

Fiscal Year 2018

State average: $12,171 State median: $11,517 $10,245.00 $10,908.00 $11,652.00 $15,357.00 $12,891.00 $0.00 $2,000.00 $4,000.00 $6,000.00 $8,000.00 $10,000.00 $12,000.00 $14,000.00 $16,000.00 $18,000.00 Stafford Spotsylvania Prince William Fairfax Fauquier

17

Per Fiscal Year 2018, Stafford ranked 122 out of 133 Virginia divisions in per pupil expenditures (PPE).

18

If Stafford County were to reach the Spotsylvania County PPE, the division would have an additional $19,245,133. If the division were to reach the Prince William County PPE, the division would have an additional $40,841,481.

19

Increase the teacher salary scale to the mean of Prince William and Spotsylvania Fully fund the service staff compensation study Provide a bus attendant for every bus (160) Improve counseling ratios with 35 additional school counselors Add 7 reading specialists to ensure there is one at each school Provide a behavior specialist for each elementary school (17) Have 504/student support coordinators at every school (33) Have 5 full-time translators Have 5 mentor teachers to support new teachers Adopt 1:1 technology Increase the number of school psychologists from 1:1500 to 1:1000 Have a full-time paraprofessional in each kindergarten class

$25,500,000 $518,000 $5,000,000 $1,560,000 $330,000 $804,000 $1,506,000 $3,760,000 $1,224,000 $2,420,000 $4,308,000 $367,000

What would additional funding mean for kids?

If Stafford County were to reach the state average, the division would have an additional $55,674,457. This would allow the division to:

20

Percent Turnover of Licensed Staff

for the Past Three Years

2017 2018 2019

11.1% 15.5% 14.4%

21

Licensed Staff Departures by Competitor

(Since 2017)

5 10 15 20 25 30

Northern Virginia (excluding PWCS) South or West (excluding Spotsy) Prince William Spotsylvania

2018-19 2017-18 2016-17

22

There are currently 59 vacant teaching positions.

23

Top of the Scale in Comparison Divisions

School Division Top of the Scale Step Top of the Scale Salary Fairfax Step 24 $90,039 Loudoun Step 30 $95,230 Prince William Step 32 $118,830 Spotsylvania Step 41 $96,020 Stafford Step 39 $90,583

24

Students with Disabilities

0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 14.00% 500 1000 1500 2000 2500 3000 3500 4000 2015 2020 Total Students with Disabilities Percent of Student Population

as Percentage of Total Student Population

25

100 200 300 400 500 600 2013 2014 2015 2016 2017 2018 2019

Autism

50 100 150 200 250 2013 2014 2015 2016 2017 2018 2019

Emotional Disability

200 400 600 800 1000 1200 2013 2014 2015 2016 2017 2018 2019

Other Health Impairment

200 400 600 800 1000 1200 2013 2014 2015 2016 2017 2018 2019

Specific Learning Disability

26

Significant 504 Plan Growth

571 824 934 1327 1640 200 400 600 800 1000 1200 1400 1600 1800 2015 2016 2017 2018 2019

27

Diverse Student Population

Demographic Changes 2015-2020 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% American Indian Asian Black Hispanic Pacific Islander Two or More White

28

Diverse Student Population

Breakdown of This Year’s Student Population

Asian Black Hispanic Two or More White

21% 8% 46% 20% 4%

29

Students Identified as English Learners

as Percentage of Total Student Population

0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 2019 2020 EL EL

30

Economically Disadvantaged Students

as Percentage of Total Student Population

31.70% 34.40%

0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% 2018-2019 2019-2020

26.80% 29.50%

0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 2018-2019 2019-2020

Free and Reduced Free

31

School Funding Context

Budget Impacts

• Increased VRS Compensation Rates
• Higher Composite Index (.347%)
• Increased Enrollment
• SCPS Staffing Standards and CSR Schools
• Changing Demographics and Challenging Student Needs
• New Accountability System and Persistent Achievement Gaps
• New State Staffing Requirements
• Competitive Employment Market

33

Key Provisions Proposed in the Governor’s Budget

Increased Average State per Pupil Direct Aid Re-benchmarking 3% Salary Increases for SOQ Positions in FY22 SOQ School Counselor Ratio Changes:

• Elementary- currently 455:1; will go to 375:1
• Middle- currently 370:1; will go to 325:1
• HS- currently 325:1; will go to 300:1

34 34 34

“Comparing the introduced 2020-2022 budget to the current budget” The Commonwealth Institute- January,2020

Key Provisions Proposed in the Governor’s Budget

SOQ EL Teacher Ratio Change from 17:1000 to 20:1000 VPI increased state funding and expand student access to programs At-risks add-on driven by low income family formulas Assist school divisions in reducing or eliminating costs of meals for students eligible for reduced price meals

35 35 35

“Comparing the introduced 2020-2022 budget to the current budget” The Commonwealth Institute- January,2020

State Funding Represents a Larger Share

• f the Budget

20.00% 25.00% 30.00% 35.00% 40.00% 45.00% 50.00% 55.00% 60.00% 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021*

State Funds Local Funds

*Projected if fully funded.

36

School Budget Dollars: Local and State Funds

• 20,000,000

40,000,000 60,000,000 80,000,000 100,000,000 120,000,000 140,000,000 160,000,000 180,000,000 200,000,000 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021*

State Funds Local Funds

*Projected if fully funded.

37

Total Adopted Operating Budget Since 2011

3.7% Increase 3.5% Increase 3.1% Increase 1.8% Increase 1.9% Increase 4.0% Increase 1.5% Increase 6.2% Increase

• 50,000,000

100,000,000 150,000,000 200,000,000 250,000,000 300,000,000 350,000,000 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020

4.0% Increase 1.9% Increase 1.5% Increase 6.2% Increase 1.8% Increase 3.1% Increase 3.5% Increase 3.7% Increase 5.4% Increase

38

Tier 1: Department & School Requests

Seven Stages of Adjustment

Tier 1 Tier 1 Tier 2 Tier 2 Tier 3 Tier 3 Tier 4 Tier 4 Tier 5 Tier 5 Tier 6 Tier 6 Tier 7 Tier 7

40

Tier 1 Department & School Requests

Highlights:

• Compensation:
• 3% for all employees
• Enhancing and condensing of teacher scale: $4

million

• Compensation study: $5 million
• VRS increase for current employees: $1.7 million
• Non-compensation Increase: $12,730,143

Total Expenditures: $362,855,540 Total Increase: $57,473,719 (18.82%) Total new position requests: 456 FTEs

41

Tier 7: Superintendent’s Funding Request

Fiscal Year 2021

Tier 7 Revenue Assumptions

Other/Misc. Revenue: $4,068,145 Increase: $39,532 (0.98%) Federal Revenue: $2,550,000 Increase: $397,000 (18.4%) State Revenue: $188,865,142 Increase: $16,649,738 (9.7%) ADM: 30,050

43

Tier 7 Revenue Assumptions

• SCPS’ budget assumes 699 ADM increase
• Increased State Basic Aid driven by at-risk

focus and PPE increases

• Funds additional counselors and EL teachers

State Revenue (Governor’s Proposed Budget)

44

Superintendent’s Request Expenditures

Counselors address students’ emotional needs, work with families, & support college/career readiness Staff need to meet the demographic and unique characteristics of our students and families Additional staff for middle school to address learning gaps, opportunities, and growth Additional staff to meet the needs of children with disabilities and English Learners Additional school buses, drivers, and funds for maintenance improvements Implementation of a more competitive teacher compensation model that recognizes experience

45

Superintendent’s Request - Expenditures

• Minimum of 3% for All Teachers, Support Staff, & Administrators
• Compensation Study Phase II: $1.5 million for Service Employees
• Enhancing and Condensing of Teacher Salary Scale: $3 million
• Proposed teacher scale:
• Level 0: $47,000; Level 36 at $93,300
• Results in an additional .2% to 8.6% for those impacted

Compensation

• No Major Changes Anticipated (Industry Avg. 9-10% increase)
• Annual Anthem Renewal Meeting Scheduled in February

Health and Dental

• Contractual Increases (e.g., software licenses)
• Funds for Buses
• Facilities Repairs and Maintenance

OtherIncreases

46

Superintendent’s Request Staffing & Resources

Special Education:

• Assistant Director – 1.0 FTE
• 504 Coordinator - 1.0 FTE
• Teachers – 9.0 FTEs
• Paraprofessionals – 15.0 FTEs
• Speech Pathologist – 1.5 FTEs
• OT/PT – 0.5 FTE

Counselors:

• Across all grade levels – 14.4 FTEs
• Social Worker-Attendance - 1.0 FTE

Program/Growth/Class Size Initiative:

• Teachers – 44.0 FTEs
• Elementary – 7.0
• Middle – 16.0
• High – 12.0
• Alt Ed – 1.0
• ESOL Teacher – 8.0 FTEs

Safety:

• Safety and Security Supervisor - 1.0 FTE
• Safety and Security Specialist - 1.0 FTE
• Security Officer - 2.7 FTEs

Transportation:

• Drivers - 10.0 FTEs

Support Positions:

• Coordinator On-Line Instruction – 1.0 FTE
• ESSA Interpreter – 1.0 FTE
• Family Engagement Liaison - 2.0 FTEs
• Teacher and Talent Development – 1.0 FTE
• Chief Accountant– 1.0 FTE
• Technology – 2.0 FTEs
• Central ITRT Coordinator
• VOIP Engineer
• Middle School Athletic Trainer – 1.0 FTE

47

Reductions

Reinvested Compensation & Benefits: $327,296 Increase in Budgeted Salary Lapse: $250,000 Reinvested Miscellaneous Non- Compensation Adjustments

48

Superintendent’s Request Summary

Total Expenditures: $329,329,248 Increase: $23,947,427 (7.84%) Total New Positions: 111.1 FTEs Increase in County Funding: $6,861,157 (5.4%)

49

Operating Fund Expenditures

$128,851,615 3.5% Increase 3.1% Increase 1.8% Increase 1.9% Increase 4.0% Increase 1.5% Increase 6.2% Increase 3.7% Increase $- $50,000,000.00 $100,000,000.00 $150,000,000.00 $200,000,000.00 $250,000,000.00 $300,000,000.00 $350,000,000.00 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 Projected 6.2% Increase 4.0% Increase 4.0% Increase 1.9% Increase 1.5% Increase 1.8% Increase 3.1% Increase 3.5% Increase 3.7% Increase 5.4% Increase 7.8% Increase

50

Local Funding

38.00% 39.00% 40.00% 41.00% 42.00% 43.00% 44.00% 45.00% 46.00%

$- $20,000,000.00 $40,000,000.00 $60,000,000.00 $80,000,000.00 $100,000,000.00 $120,000,000.00 $140,000,000.00 $160,000,000.00

2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021* Dollars Percentage

*Projected if fully funded.

51

84%

• f the Stafford County

Schools Budget is Compensation and Benefits

52

• f the Stafford

County Schools Budget is Instruction

76%

53

Future Budget Challenges & Considerations

Attract & Retain Talent

Maintain experienced teacher and leadership workforce Develop exceptional talent by investing in professional development, leadership

• pportunities, and educational

attainment Create an internal student to teacher pipeline in collaboration with our higher education partners Review and adjust regulations that could be adversely affecting employees Staff wellness initiative

Meet Student Needs

Ensure high expectations and access for all students Address all “gaps” and system wide disparities Target professional development to address the demographic changes of our students Meet students’ unique needs Expand CTE offerings to reflect changing opportunities Greater parent/community

• utreach and partnerships

Growth Considerations

Improve organizational efficiency and support critical infrastructure upgrades Seek clarity of operational versus capital budget needs Develop long term and predictable funding strategy Examine alternative instructional delivery models and usage of instructional space

55

“The fact is that given the challenge we face, education does not need to be reformed- it needs to be

• transformed. The key to this

transformation is not to standardize education, but to personalize it, to build achievement on discovering the individual talents of each child, to put students in an environment where they want to learn and where they can naturally discover their true passions”

Sir Ken Robinson, The Element

56

Thank You

Kate Gilliam Rebecca Towery Chris Fulmer All of the administrators that worked to reduce their requests, look for savings or alternatives, and revisit their priorities.

57

58