Report to the School Board · Phase I: Marketplace Compensation Comparison July – November 2015 • Comprehensive survey developed with consultants based on best practices Included

2015-16

Report to the School Board November 5, 2015

FCPS STRATEGIC PLAN

2015-16

THE FOUR GOALS ARE:

Student Success We commit to reach, challenge, and prepare every student for success in school and life.

Caring Culture We commit to foster a responsive, caring, and inclusive culture where all feel valued, supported, and hopeful.

Premier Workforce We commit to invest in our employees, encourage innovation, and celebrate success.

Resource Stewardship We commit to champion the needs of our school communities and be responsible stewards of the public’s investment.

FAIRFAX COUNTY PUBLIC SCHOOLS STRATEGIC PLAN

2

GOAL 3 PREMIER WORKFORCE We commit to invest in our employees, encourage innovation, and celebrate success.

“The only way to do great work is to love what you do.” Steve Jobs

2015-16

Recruit and retain high quality employees who are valued, respected, and rewarded for their efforts

OVERARCHING Strategy 8

Desired Outcomes Recruit, hire, and retain employees to achieve a premier workforce

Achieve and preserve a culture of equity and fairness that will be representative of the demographics of Fairfax County

FCPS will embrace and value innovation

Employees will benefit from competitive compensation packages

4

2015-16



Monitoring Metrics Benchmark report on FCPS compensation packages against area school divisions and applicable marketplace

Level of satisfaction with compensation as measured by employee exit and climate surveys

Retention rates for teachers at critical years

Hire rates in difficult to fill positions and high needs schools including length of time to fill these positions

Staff diversity goals and measures, overall staff demographics

Number of employees below living wage

Number of qualified applicants per vacancy

5

2015-16

Benchmark report on FCPS compensation packages against area school divisions and applicable marketplace



Compensation Study To develop a new compensation model designed to recruit

and retain high quality workforce

Two Phases

• Phase I – Marketplace Compensation Comparison

• Phase II – Strategic Compensation Model Design

6

2015-16




Phase I: Marketplace Compensation Comparison July – November 2015

• Comprehensive survey developed with consultants based on best practices

Included positions from teacher and instructional assistant scales and categories of positions from the unified scale

Included requests for all aspects of total compensation (salary and benefits)

Findings and results expected in November for presentation in early winter

7

2015-16




Phase II: Strategic Compensation Model Design Late winter/Early spring:

• Survey all employees on compensation models

• Conduct focus groups to further understand and clarify employee survey results

Mid/Late spring:

• Present report with recommendations

8

2015-16




Employee Exit Survey System generated email to employees separating from FCPS Initiated divisionwide in January 2015

• 43.5% response rate (577 received through 9/30/15) Key Findings

• 70% of respondents have fewer than 7 years of service • 89% of respondents were satisfied with their experience at

FCPS and would consider working for the organization again

Employee Climate Survey Working toward identifying a divisionwide climate survey for all

employees Areas to assess include: communication, shared values,

leadership, recognition and feedback, work environment, career & growth opportunities

9

2015-16




As of 9/30/15 10

44.4%

36.6%

48.1%

69.1% 56.9%

47.7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Burnout Commute LeadershipSupport

Personal Salary/Pay Workload

Top Reasons for Separation - Licensed Personnel

2015-16




As of 9/30/15 11

40.7%

56.8% 49.2%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Advancement Opportunities Personal Salary - Pay

Top Reasons for Separation - Support and IAs

2015-16

Retention rates for teachers at critical years



94% 86%

77% 70%

59%

90%

80%

71% 66%

61%

88%

77% 72%

63% 59%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Year 1 Year 2 Year 3 Year 4 Year 5

Perc

enta

ge o

f New

Tea

cher

s Ret

aine

d

Years from Hire Date

10-11 Cohort 06-07 Cohort National Average

New Teacher Retention Rate

As of 9/30/15 12

2015-16




Critical Field Areas Vacancies Filled/Vacancy Status

Critical Field Area Vacancies Filled

Year-to-Date Vacancies

as of 10/9/15 AAP 46 2 ESOL 145 14.5 Immersion 11 2 Latin 11 0.17 Librarian 20 3 Math 102 7 Occupational Therapist 25 1 Physical Therapist 6 0 Physics 19 0 Reading 6 1 Spanish 52 3.5 Special Education 470 54.67

Speech/Language Pathologist 48 3 Tech Education 10 2 13

2015-16




Project Momentum Schools – 18 Intensive Schools Early hires and priority staffing

Destaffed personnel not placed in intensive schools

As of October 9, 2015:

• 12 schools staffed at 98% or higher (8 schools fully staffed)

• 5 schools staffed between 95% and 97%

• 1 school staffed at 94%

14

2015-16




Recruitment Strategies: Offer early contracts and leverage the student teacher pool Recruit from multiple pathways

• Expand university partnerships for hard to fill areas • Explore alternative certification programs • Recruit non-education majors particularly in science, math and

computer science • Engage current employees to promote and recruit prospective

teachers Build an internal teacher pipeline from current pool of instructional

assistants Advocate for flexible certification requirements

15

2015-16




Targeted Recruitment Initiatives: Partner with universities to encourage minority students to choose

teaching as a profession Advertise FCPS vacancies more broadly to target diverse

communities Create and implement use of online toolkit for hiring managers to

help ensure consistency and fairness in the screening and selection process

Expand FCPS Teachers for Tomorrow program to include two additional schools with high populations of minority students

16

2015-16

Staff diversity goals and measures, overall staff demographics



17

2015-16

Number of employees below living wage



For FY 2016, the Living Wage is $13.13 for Arlington County, Alexandria City, and Fairfax County

As of 10/5/15

191

599

182

58

558

142

0

100

200

300

400

500

600

700

Custodian Food Services Worker Transportation Attendant

Living Wage Comparison

Below LW in '14

Below LW in '15

Employee Position

18

Num

ber o

f Em

ploy

ees

2015-16

Number of qualified applicants per vacancy



Work in progress… The HR applicant tracking system will be reconfigured to align with improved hiring practices to ensure:

Highly qualified individual applicants are captured only once

Minimally qualified applicants are delineated from highly qualified

Differentiation between internal and external candidates

Candidate pool is updated on a timely basis

19

2015-16

Invest in growth and leadership opportunities for all employees, encourage innovation, and celebrate success


Desired Outcomes Dynamic professional development opportunities will be available for all employees

FCPS will develop and maintain a performance evaluation process that is valued by all employees

20

2015-16



Monitoring Metrics Percentage of employees rated as highly effective on performance evaluations

Comprehensive program evaluation on professional development

Employee assessment of professional development opportunities and activities

21

2015-16



Percentage of employees rated as highly effective on performance evaluations

40.0%

50.2%

57.8%

49.0%

1.9% 0.4% 0.3% 0.4% 0.0

5.0

10.0

15.0

20.0

25.0

30.0

35.0

40.0

45.0

50.0

55.0

60.0

65.0

Teacher Final Rating Administrator Final Rating

Highly Effective Effective Devel./Needs Improv. Ineffective22

Performance Evaluations - School Year 2014-15

Perc

enta

ge R

ated

as

Hig

hly

Effe

ctiv

e

2015-16



Comprehensive program evaluation on professional development

Assessment of Professional Development To be completed by Office of Program Evaluation in

School Year 2016-17

• Delivery models and types of professional learning

• Effectiveness and appropriateness of professional learning

• Alignment to staff development initiatives

• Benchmarking best in class, like-in-size organizations – locally and nationally

23

2015-16



Employee assessment of professional development opportunities and activities

91.1% 87.9%

84.3%

93.3%

88.1% 85.5%

50556065707580859095

100

Relevance & Utility Access to QualitySupport

Skill Application &Knowledge

FY 2014FY 2015

24 Professional Development Outcomes

Perc

enta

ge o

f Fav

orab

le F

eedb

ack

Value of Professional Development Opportunities

2015-16 OTHER INITIATIVES Highlights:

Robust Employee Recognition Program Current Awards

Excellence Awards – Team and Individuals FCPS Honors Program FCPS Cares Service Award Retirement Ceremonies

• New award category being explored to recognize innovation and cost saving ideas

Regular Collaboration with Employee Advisory Groups Designing Annual Compensation Statements Developing Online Time Entry Hiring Enhancements

Enhanced online onboarding system Implementation of RapidHire Expedited hiring process

25

2015-16 CLASS SIZE UPDATE New elementary class size regulation

Additional funds approved for FY 2016

• $3.1 million in recurring funds • $0.8 million in one-time funds

107.5 teacher and instructional assistant positions ($6.5 million) allocated to address large class sizes as of October 2015

Before additional staffing is provided, review of:

• School staffing utilization

• Classroom configuration

• Alternative funding sources

26

2015-16 CLASS SIZE UPDATE Class Sizes (as of October 2015) Kindergarten classes should not exceed 28 students; all classes

allocated a teacher and an instructional assistant

27

Class Sizes Kindergarten

Total Classes Classes below

20 students Classes with

20-28 students 559 99 460

Grades 1-3 have a standard size of 27 students • Instructional assistants allocated for classes with 28-30

students • Teachers allocated for classes at 31 or above

Class Sizes Grades 1-3



20-27 students Classes with

28-30 students 1,899 425 1,410 64

2015-16 CLASS SIZE UPDATE

28

Class Sizes Grades 4-6



20-30 students Classes with

31-35 students 1,639 137 1,437 65

Grades 4-6 have a standard size of 30 students • Instructional assistants allocated for classes with 31-35

students • Teachers allocated for classes at 36 or above

2015-16 CLASS SIZE UPDATE Factors Influencing Class Size

Groupings of students at each grade level

State K-3 class size cap (ranges from 19 – 24 students per class)

Needs-based staffing

Program offerings

• Foreign Language Immersion • Advanced Academics

Limited building capacity in certain schools

Teacher vacancies

29

2015-16 CLASS SIZE UPDATE

1/ FY 2016 Budget includes the one-time funding to address large elementary class sizes

2/ Elementary schools within 5 students from qualifying for another position were able to retain position to meet additional growth during the school year

Staffing Reserve Balance as of October 2015

$ in millions Positions

FY 2016 Budget 1/ $ 19.62 283.00

Positions returned due to lower actual enrollment 2/ $ 10.31 156.76

Positions allocated due to higher actual enrollment ($ 10.94) (179.13) Positions allocated to address special education and unique needs ($ 3.51) (60.99)

Positions allocated to address class size requirements ( $ 6.46) (107.50)

Total positions remaining as of October 2015 $ 9.02 92.14

30

2015-16

QUESTIONS?

31

Documents

Report to the School Board · Phase I: Marketplace Compensation Comparison July – November 2015 • Comprehensive survey developed with consultants based on best practices Included