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Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
4 Croll Willoughby 1/13/2019 Why is there not a forecasted increase in McKinney Vento funds, but EL growth is forecasted very high at 7.9%? This question is being worked on. 11 Hornberger Ellis 1/15/2019 [Update] Regarding the staffing standard for MATA and 1.0 FTE per program, how do you define a "program"? Monroe Advanced Technical Academy (MATA) is one of three academies within the Academies of Loudoun. As mentioned in the DOI budget presentation, there are 27 separate programs in MATA. These programs are more accurately referred to as pathways within Monroe Advanced Technical Academy. 1.0 FTE per pathway course, with the following exceptions:
Biotechnology, .5 FTE Cosmetology, 2 FTE (There are two sections of Cosmetology that run simultaneously in
two separate labs) EMT, 0.5 FTE Environmental Plant Science, 0.5 FTE Firefighter, 0.5 FTE Health Informatics, 0.5 FTE Practical Nursing, 3.5 FTE (The Virginia Board of Practical Nursing has additional
parameters for student-to-instructor ratios for classes and clinicals for Practical Nursing courses in Virginia)
Note: The Biotechnology course is an existing pathway in MATA. The enhancement of 1.0 FTE listed below is for a new Biomedical Technology pathway approved by the School Board in December 2018. Following is the revised proposed staffing standard for these pathways to clarify exceptions. This revised standard will be listed on a change sheet that will be referenced in the School Board’s base motion when adopting the Superintendent’s Proposed Budget.
1
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
11 Cont.
21 Morse Hough 1/15/2019 Please provide a current list of all vacant positions. Please include how long the positions have been vacant. Attached is the list of current vacant FTE’s and the date in which the position most recently became vacant. Since recruiting and staffing is ongoing and at various states for many of these positions, staff have reviewed and added additional details regarding the current posting status and recruitment status of each position on this list. In addition, those position with active hiring requests in process have been removed. Please note the following:
Active Posting indicates that the position is currently posted for applicants to apply for the position.
Active Posting Pool indicates that the position is currently posted, but it is a position that is initially hired for as an hourly, trainee, position before being hired into a specific location position. Examples include custodian, school nutrition worker, and school bus driver.
FTE Criteria FTE Criteria Criteria FTE Cost
Teacher ‐ Monroe Advanced Technical
Academy1.0 per Pathway 1.0 $ 99,227
Except for: Environmental
Plant Science,
Biotechnology, EMT,
Firefighter, Health
Informatics, Cosmetology
and Practical Nursing.
Environmental Plant Science
Biotechnology 0.5 per Pathway
Health Informatics
EMT
Firefighter
Cosmetology 2.0 per Pathway
Practical Nursing 3.5 per Pathway
MONROE ADVANCED TECHNICAL CENTER STAFFING STANDARDS
Position
LCPS Staffing Ratio State Staffing Requirement Enhancement/New
2
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
21 Cont.
Pending with Hiring Manager indicates that the hiring manager (principal/supervisor) is engaged in actions such as reviewing applications, assessing if they want to proceed with posting at this time or utilize a long-term substitute, etc.
Pending indicates that the hiring manager may have determined that the position is not needed at this time, but may be needed in the future.
Budget Office - Not allocated to specific school. These positions are not assigned to specific schools, but can be assigned based on enrollment changes or other needs.
The Vacancy Report is on the following pages.
3
Job
Tit
leL
oca
tio
n N
ame
Vac
ant
FT
Es
Vac
ancy
Dat
eC
urr
ent
Po
stin
g S
tatu
sR
ecru
itm
ent
Sta
tus
Cus
todi
anA
cade
mie
s of
Lou
doun
3.75
07/0
1/20
18A
ctiv
e P
ostin
g | P
ool
Act
ivel
y R
ecru
iting
Tea
cher
Ass
ista
nt, S
peci
al E
duca
tion
Aca
dem
ies
of L
oudo
un1
12/1
0/20
18P
endi
ngP
endi
ngB
ehav
iora
l Ass
ista
nt, S
peci
al E
duca
tion
Bal
l's B
luff
Ele
men
tary
108
/20/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Sch
ool N
utrit
ion
Wor
ker
Bal
l's B
luff
Ele
men
tary
108
/21/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngS
choo
l Nut
ritio
n W
orke
rB
elm
ont R
idge
Mid
dle
107
/01/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngT
each
er, S
ocia
l Sci
ence
& G
loba
l Stu
dies
Blu
e R
idge
Mid
dle
112
/01
/201
8P
endi
ngP
endi
ngC
usto
dian
Bra
mbl
eton
Mid
dle
112
/27/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngT
each
er, S
peci
al E
duca
tion
Bria
r W
oods
Hig
h1
08/1
0/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngA
dvan
ced
Inte
rpre
ter
for
Dea
f &
Har
d of
Hea
ring
Bro
ad R
un H
igh
0.5
03/2
2/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngS
choo
l Nut
ritio
n W
orke
rB
road
Run
Hig
h1
08/2
1/20
18A
ctiv
e P
ostin
g | P
ool
Act
ivel
y R
ecru
iting
Tea
cher
Ass
ista
nt, S
peci
al E
duca
tion
Bro
ad R
un H
igh
109
/26/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Tec
hnol
ogy
Ass
ista
ntB
road
Run
Hig
h0.
511
/01/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Beh
avio
ral A
ssis
tant
, Spe
cial
Edu
catio
nB
udge
t Off
ice
- N
ot a
lloca
ted
to s
peci
fic s
choo
l4
11/0
1/20
18N
/AN
/AC
usto
dian
, Ele
men
tary
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
3.5
07/0
1/20
18N
/AN
/AD
ean
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
101
/17/
2018
N/A
N/A
Hea
lth C
linic
Spe
cial
ist
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
108
/01/
2018
N/A
N/A
Sch
ool N
utrit
ion
Man
ager
, Mid
dle
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
107
/01/
2018
N/A
N/A
Tea
cher
Ass
ista
nt, G
rade
s 1-
5B
udge
t Off
ice
- N
ot a
lloca
ted
to s
peci
fic s
choo
l2
08/2
0/20
18N
/AN
/AT
each
er, E
LLB
udge
t Off
ice
- N
ot a
lloca
ted
to s
peci
fic s
choo
l0.
506
/16/
2018
N/A
N/A
Tea
cher
, Gra
des
9-12
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
1.7
07/0
1/20
18N
/AN
/AT
each
er, L
ibra
rian
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
0.5
07/0
1/20
18N
/AN
/AT
each
er, M
usic
-ES
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
0.82
07/0
1/20
18N
/AN
/AT
each
er, P
hysi
cal E
duca
tion
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
108
/15/
2018
N/A
N/A
Tea
cher
, Phy
sica
l Edu
catio
nB
udge
t Off
ice
- N
ot a
lloca
ted
to s
peci
fic s
choo
l1
07/0
1/20
18N
/AN
/AT
each
er, P
hysi
cal E
duca
tion-
Itine
rant
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
0.7
07/0
1/20
18N
/AN
/AT
each
er, S
peci
al E
duca
tion
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
2.7
07/0
1/20
18N
/AN
/AT
itle
I-S
ite-B
ased
Inst
ruct
iona
l Fac
ilita
tor
Bud
get O
ffic
e -
Not
allo
cate
d to
spe
cific
sch
ool
308
/15/
2018
N/A
N/A
Sch
ool N
utrit
ion
Wor
ker
Buf
falo
Tra
il E
lem
enta
ry1
09/2
4/20
18A
ctiv
e P
ostin
g | P
ool
Act
ivel
y R
ecru
iting
Tea
cher
, Lib
raria
nB
uffa
lo T
rail
Ele
men
tary
0.5
06/2
2/20
18N
ot P
oste
dP
endi
ng w
ith H
iring
Man
ager
Tea
cher
, Phy
sica
l Edu
catio
nB
uffa
lo T
rail
Ele
men
tary
107
/01/
2018
Not
Pos
ted
Pen
ding
with
Hiri
ng M
anag
erS
ecre
tary
IIB
usin
ess
& F
inan
cial
Ser
vice
s1
07/0
2/20
18N
ot P
oste
dP
endi
ng w
ith H
iring
Man
ager
Sen
ior
Bud
get A
naly
stB
usin
ess
& F
inan
cial
Ser
vice
s1
12/2
7/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngS
ecre
tary
IIC
ardi
nal R
idge
Ele
men
tary
112
/05/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Tea
cher
, Spe
ech
The
rapi
stC
atoc
tin E
lem
enta
ry0.
506
/16/
2018
Not
Po
sted
Pen
ding
with
Hiri
ng M
anag
erC
usto
dian
Coo
l Spr
ing
Ele
men
tary
107
/01/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngS
choo
l Nut
ritio
n W
orke
rC
ool S
prin
g E
lem
enta
ry1
02/1
2/20
18A
ctiv
e P
ostin
g | P
ool
Act
ivel
y R
ecru
iting
Tea
cher
, Gift
edC
ount
rysi
de E
lem
enta
ry1
08/1
5/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngT
each
er, S
peci
al E
duca
tion
Cou
ntry
side
Ele
men
tary
108
/15/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
4
Job
Tit
leL
oca
tio
n N
ame
Vac
ant
FT
Es
Vac
ancy
Dat
eC
urr
ent
Po
stin
g S
tatu
sR
ecru
itm
ent
Sta
tus
Aud
io V
isua
l Tec
hnic
ian
Dig
ital I
nnov
atio
n1
09/1
5/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngC
ompu
ter
Tec
hnic
ian-
Ser
vice
Des
kD
igita
l Inn
ovat
ion
112
/01/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Tea
cher
, Spe
cial
Edu
catio
nD
isco
very
Ele
men
tary
108
/15/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Beh
avio
ral A
ssis
tant
, Spe
cial
Edu
catio
nD
omin
ion
Hig
h1
09/1
5/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngT
each
er, S
peci
al E
duca
tion
Dom
inio
n H
igh
108
/17/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Tea
cher
, Spe
cial
Edu
catio
nD
omin
ion
Tra
il E
lem
enta
ry1
08/1
0/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngS
choo
l Nut
ritio
n W
orke
rD
ougl
ass
110
/04/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngT
echn
olog
y A
ssis
tant
Dou
glas
s0.
511
/01/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Sec
reta
ry I
Eag
le R
idge
Mid
dle
101
/02/
2019
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Ass
ista
nt P
rinci
pal
Eve
rgre
en M
ill E
lem
enta
ry1
01/0
2/20
19A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngT
each
er, S
peci
al E
duca
tion
Far
mw
ell S
tatio
n M
iddl
e1
08/0
1/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngT
each
er, G
ifted
For
est G
rove
Ele
men
tary
106
/16/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Adv
ance
d In
terp
rete
r fo
r D
eaf
& H
ard
of H
earin
gF
ranc
es H
azel
Rei
d E
lem
enta
ry1
07/0
1/20
18N
ot P
oste
dP
endi
ng w
ith H
iring
Man
ager
Tea
cher
, Spe
ech
The
rapi
stF
ranc
es H
azel
Rei
d E
lem
enta
ry1
08/1
5/20
18P
endi
ngP
endi
ngN
urse
, Spe
cial
Edu
catio
nF
rede
rick
Dou
glas
s E
lem
enta
ry1
09/1
7/20
18
Pen
ding
Pen
ding
Sch
ool N
utrit
ion
Wor
ker
Fre
deric
k D
ougl
ass
Ele
men
tary
108
/21/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngS
choo
l Nut
ritio
n W
orke
rF
reed
om H
igh
107
/01/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngT
each
er, S
peci
al E
duca
tion
Fre
edom
Hig
h2
08/1
5/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngS
choo
l Nut
ritio
n W
orke
rG
oshe
n P
ost E
lem
enta
ry1
07/0
1/20
18A
ctiv
e P
ostin
g | P
ool
Act
ivel
y R
ecru
iting
Beh
avio
ral A
ssis
tant
, Spe
cial
Edu
catio
nH
arpe
r P
ark
Mid
dle
101
/02/
2019
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Libr
ary
Ass
ista
ntH
arpe
r P
ark
Mid
dle
101
/10/
2019
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Tea
cher
, Wor
ld L
angu
ages
& C
ultu
res
Har
per
Par
k M
iddl
e0.
407
/01/
2018
Not
Pos
ted
Pen
ding
with
Hiri
ng M
anag
erT
each
er, W
orld
Lan
guag
es &
Cul
ture
sH
arpe
r P
ark
Mid
dle
0.4
07/0
1/20
18N
ot P
oste
dP
endi
ng w
ith H
iring
Man
ager
Hea
lth C
linic
Spe
cial
ist
Hill
sbor
o C
hart
er A
cade
my
107
/01/
2018
Hir
ed a
s H
CA
Em
ploy
eeN
/AT
each
er, R
eadi
ngH
illsb
oro
Cha
rter
Aca
dem
y0.
507
/01/
2018
Hire
d as
HC
A E
mpl
oyee
N/A
Tea
cher
, Spe
ech
The
rapi
stH
illsi
de E
lem
enta
ry1
07/0
1/20
18P
endi
ngP
endi
ngS
peci
alis
t-A
uditi
ng a
nd A
naly
tics
Hum
an R
esou
rces
& T
alen
t Dev
elop
men
t1
11/2
6/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngT
each
er A
ssis
tant
, Spe
cial
Edu
catio
nH
utch
ison
Far
m E
lem
enta
ry1
11/2
1/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngC
oord
inat
or-F
amily
& C
omm
unity
Eng
agem
ent-
Titl
e III
Inst
ruct
ion
0.5
08/0
1/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngIn
stru
ctio
nal C
oach
-EL,
Titl
e III
AIn
stru
ctio
n1
07/0
1/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngIn
stru
ctio
nal F
acili
tato
rIn
stru
ctio
n1
12/2
1/20
18N
ot P
oste
dP
endi
ng w
ith H
iring
Man
ager
Tea
cher
, ELL
J.L.
Sim
pson
Mid
dle
1.5
08/1
5/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngT
each
er, L
ibra
rian
J.L.
Sim
pson
Mid
dle
108
/13/
2018
Not
Pos
ted
Pen
ding
with
Hiri
ng M
anag
erS
choo
l Nut
ritio
n W
orke
rJ.
M. L
unsf
ord
Mid
dle
108
/29/
2018
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngS
ecre
tary
IJ.
M. L
unsf
ord
Mid
dle
110
/18/
2018
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
Tec
hnol
ogy
Ass
ista
ntJ.
M. L
unsf
ord
Mid
dle
0.5
07/0
1/20
18N
ot P
oste
dP
endi
ng w
ith H
iring
Man
ager
Cus
todi
anJo
hn C
ham
pe H
igh
101
/02/
2019
Act
ive
Pos
ting
| Poo
lA
ctiv
ely
Rec
ruiti
ngT
each
er A
ssis
tant
, Spe
cial
Edu
catio
nJo
hn C
ham
pe H
igh
101
/07/
2019
Act
ive
Pos
ting
Act
ivel
y R
ecru
iting
5
Job
Tit
leL
oca
tio
n N
ame
Vac
ant
FT
Es
Vac
ancy
Dat
eC
urr
ent
Po
stin
g S
tatu
sR
ecru
itm
ent
Sta
tus
Tea
cher
, Rea
ding
Lees
burg
Ele
men
tary
0.5
08/1
5/20
18A
ctiv
e P
ostin
gA
ctiv
ely
Rec
ruiti
ngT
echn
olog
y A
ssis
tant
Lees
burg
Ele
men
tary
0.5
08/2
0/20
18P
endi
ngP
endi
ngS
choo
l Nut
ritio
n M
anag
erLi
ncol
n E
lem
enta
ry1
06/1
4/20
18P
endi
ngP
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8
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
24 Hornberger Ellis 1/15/2019 Regarding the Gifted Staffing Standard at the Elementary level - the staffing standard does not show a need to add, however we are adding. Shouldn't this be recorded as an enhancement? The 5.0 FTE Gifted Education Teachers that are needed to support the transition to a new model are listed on page 316 of the Budget Book as Enhancement Other. This is separate from the teachers that are generated by the staffing standard. The following information is provided as context as we transition the elementary gifted model from a center-based FUTURA program to a school-based collaborative model. The Gifted Education Department currently has 55 elementary FTEs. The projection for the number of elementary gifted resource teachers needed in FY22, by the end of the program transition, is 70 FTEs. This number includes Waxpool elementary school opening in FY20 and two additional elementary schools (ES-23 and ES-29) scheduled to open in FY21. Tentatively, this would be an increase of 15 FTEs over three years (5 FTEs each year). This tentative projection is based upon school enrollment and the number of schools, as well as current plans for the transition. Note that there are additional teachers needed during FY20 and FY21 as we will have to maintain some FUTURA centers while also adding school-based FTEs. We are only halfway through Phase 1 of the transition, so a staffing standard for the new model in FY22 has not yet been finalized. We do not believe it is necessary to revise the staffing standard given the transparency about the additional FTEs that are included in the proposed budget. However, if the School Board wishes to revise the standard for FY20, it could be clarified with the addition of a footnote referencing the additional 5.0 teachers required for FY20 for the transition period. This option is shown below. It does not specify the additional FTEs needed for the transition in FY21 and FY22 because LCPS staff plans to reassess staffing prior to the presentation of the Superintendent’s Proposed Operating Budget for each of those years.
FTE Criteria FTE Criteria Criteria FTE Cost
Gifted Education Teacher‐SEARCH8 1.0per 900 K‐ 5th grade students with FUTURA
students excluded
Gifted Education Teacher‐FUTURA8 1.0
per 110 4th & 5th grade students
This is a "pull out" program in which FUTURA
students are transported to regional
"centers" one day per week.
1.0 1,000 students
8Staffing standard +5.0 FTEs (between both programs) for FY20 during transition period.
Position
LCPS Staffing Ratio State Staffing Requirement Enhancement/New
9
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
26 Hornberger Willoughby 1/15/2019 What is the cost to implement a full class size reduction at all levels? Elementary implementation would be the priority. At the elementary school level, the average class size for grades 1-5 for FY19, FY20 Superintendent’s Proposed and the Alternative is shown in the table below along with associated FTEs and costs. All class size calculations are based upon WABE methodology.
The Alternative is .9 less than the FY19 average class size instead of 1.0 due to using a consistent approach to distribution. This is .4 less than the Superintendent’s Proposed. The resulting FTEs and costs for classroom, art, PE, and music teachers is 25.7 FTEs and $2,550,134. Further breakdown of the average class size is provided by planning district in the following table.
10
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
26 Cont. At the middle school level, similar information is provided. The second column shows the current FY19 average class size followed by the FY20 proposed. The 4th column shows the resulting average class size, additional FTEs and costs if the target class size in the staffing standard formula is reduced by 1. The last column shows same data if the resulting average class size is reduced by 1 from the FY19 average class size.
At the high school level, similar information is provided. The second column shows the current FY19 average class size followed by the FY20 proposed. The 4th column shows the resulting average class size, additional FTEs and costs if the target class size in the staffing standard formula is reduced by 1. The last column shows same data if the resulting average class size is reduced by 1 from the FY19 average class size.
11
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
26 Cont. For reference, the FY19 WABE comparison of average class size is presented.
30 Hornberger Hough 1/22/19 There are a limited number of positions on the Auxiliary Salary Scale. What are the degree requirements and certifications required for these positions and why are they not included on the “Teacher” (aka Licensed) Salary Scale? Has there been significant thought to consolidating the two scales or possibly doing so for some positions, as appropriate, with the Classified Salary Scale? Below are the minimum degree requirements of all the positions on the Auxiliary Salary Scale:
Coordinator, Head Start- Masters’ degree in Social Work Specialist, Student Assistance-Masters’ degree in Social Work or Counseling Athletic Trainer-Bachelors’ degree, National Athletic Trainer Association Certification,
Athletic Trainer Virginia Board License Educational Diagnostician- Masters’ degree in Special Education or related field,
Postgraduate Professional License School Psychologist-Masters’/Specialist or Doctoral degree in school psychology,
Virginia Pupil Personnel Services License School Social Worker-Masters’ degree in Social Work, Virginia Pupil Services License
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Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
30 Cont. An exploration of shifting positions currently on the Auxiliary Salary Scale to the Teacher Salary Scale would be part of the compensation study for these positions, but the primary goal would be to ensure each position has competitive compensation within the market. This is likely not a recommended solution for all positions because it will result in some positions being undercompensated compared to surrounding school divisions. Competitors differ in the pay scale to which the positions are assigned. While having fewer pay scales would offer some advantages, having competitive pay for each position would offer more advantages in terms of recruitment and retention. Some considerations that would need to be studied include the following:
First, the Teacher Salary Scale has several more step steps than the Auxiliary Salary Scale. There are 30 steps on the Teacher Salary Scale and 25 steps on the Auxiliary Salary Scale. This difference in steps means employees could lose compensation in association to their experience. A potential conversion would require a salary adjustment for employees on Steps 18 and above to prevent this.
Secondly, hours per day is associated with the placement of these employees. Currently, positions on the Auxiliary Salary Scale are paid on an 8 hours per day schedule. Positions on the Teacher’s Salary Scale are paid on a 7 hours per day schedule. The only exception to this would be the School Counselors that are paid on a 7 hours per day schedule and work 7.5 which is a contractual covenant. Additionally, there are policies associated with hours per day requirements which would need reviewed.
Third, there is the consideration of the educational lanes. Currently positions on the Auxiliary Salary Scale are paid on a standard salary lane. The Licensed Salary Scale has multiple lanes associated with varying degrees/educational requirements. Employees on the Auxiliary Salary Scale do not have a reason to submit additional documentation of additional degrees earned. Therefore, there is not an accurate record of degree levels of these employees beyond minimum requirements of the position.
The Auxiliary Salary Scale allows LCPS to implement a change on limited positions to be market competitive without impacting all positions on the Teacher’s Salary Scale. This targets funding and may be important for hard-to-fill positions. The Auxiliary Salary Scale allows for the flexibility to propose a new salary lane to be market competitive. The goal is to use a compensation strategy that will allow LCPS to recruit and retain the most qualified candidates to support LCPS initiatives and our student population.
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Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
31 Hornberger Hough 1/22/19 What is the cost of placing the Social Worker position on the Teacher Salary Scale or at the proposed salary level of the Psychologists on the Auxiliary Salary Scale? What is the comparative analysis of Social Worker salaries with comparator school divisions? Are there any signs of competitive disadvantage in the current salary rates for Social Workers? The preliminary estimated cost associated with shifting the Social Workers to a new proposed psychologist salary lane on the Auxiliary Salary Scale is $1M. A full review is not complete. A preliminary review of the social worker position compared to market comparators revealed that LCPS’ current salaries are not competitive. Based on this preliminary review, it is anticipated that the social worker position may result in a similar increase to that of the proposed psychologist salary adjustment. An estimated cost to shift social workers to the teacher salary scale is $500,000, but all degree levels and lanes are not known. This option is not recommended because it is likely to result in under compensation compared to the market for this position. If LCPS continues its strategy of reviewing every position on a 4-5 year cycle, undercompensating a position when it comes up for review and then not reviewing it for another cycle would not be favorable to recruitment and retention efforts for that position. 32 Rose Jones 1/22/2019 Justify adding 2.0 FTE Attendance Officers. What is our absentee rate? What else can be done within current practices to push out more information to parents? The existing 6 attendance officers meet regularly with parents to discuss attendance concerns and provide resources about importance of attendance. Attendance awareness letters are sent to parents when students accrue excessive tardies, are chronically absent, or when absences are not excused. When students reach certain thresholds for unexcused absences, the team must first develop a plan with the parent and next schedule a conference with parent and student to discuss attendance concerns. Specifically, the requirements apply to thresholds related to unexcused absences:
At five unexcused absences, the school is required to have contact with parent(s) and develop an attendance improvement plan;
At six unexcused absences, the school is required to schedule and hold an attendance conference with parent(s) and student; and
At seven unexcused absences, the school is required to report whether legal charges were initiated against the student, parent(s), or if legal charges were not initiated because the attendance improvement plan is in place and successful.
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Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
32 Cont. For state accreditation, chronic absenteeism is measured by the “All Students” subgroup. The state accreditation target for level one for the chronic absenteeism indicator is 15%. For the 2017-2018 school year, two high schools exceeded the rate of 15%. This is a reduction from four high schools exceeding the 15% rate the previous year.
2017-2018 School Chronic Absenteeism Rate
Park View High School 17.48% Potomac Falls High School 16.18%
2016-2017 School Chronic Absenteeism Rate
Loudoun Valley High School 16.29% Park View High School 20.45%
Potomac Falls High School 15.94% Tuscarora High School 15.41%
Federal Accountability includes chronic absenteeism as a measure of school quality or student success. Student subgroups are measured with targets set for each subgroup. The targets adjust from year to year with the goal of having all subgroups at or below the target of 10% by the year 2023-2024. As a division, there were four subgroups that did not make the target for the 2017-2018 school year.
All Asian Black Econ Dis
EL Hispanic SWD White
Target 9 5 9 13 8 9 14 9 LCPS 7.25 6.42 6.85 13.28 10.64 10.57 11.69 6.5 Met
Target Yes No Yes Yes No No Yes Yes
There were 62 schools that had at least one subgroup that did not meet the 2017-2018 target for chronic absenteeism. The total number of subgroups across all schools that did meet the federal accountability target for the 2017-2018 school year was 174.
15
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
32 Cont. The attendance rates are listed below:
School Year 2014-2015 2015-2016 2016-2017 2017-2018
All Students 96.25 96.21 95.65 96.02
33 Turgeon Jones 1/22/2019 Looking at three-year comparisons, please provide more justification for adding 2.0 FTE attendance officers. Similar to question 32, the existing 6 attendance officers meet regularly with parents to discuss attendance concerns and provide resources about importance of attendance. Attendance awareness letters are sent to parents when students accrue excessive tardies, are chronically absent, or when absences are not excused. When students reach certain thresholds for unexcused absences, the team must first develop a plan with the parent and next schedule a conference with parent and student to discuss attendance concerns. Specifically, the requirements apply to thresholds related to unexcused absences:
At five unexcused absences, the school is required to have contact with parent(s) and develop an attendance improvement plan;
At six unexcused absences, the school is required to schedule and hold an attendance conference with parent(s) and student; and
At seven unexcused absences, the school is required to report whether legal charges were initiated against the student, parent(s), or if legal charges were not initiated because the attendance improvement plan is in place and successful.
For state accreditation, chronic absenteeism is measured by the “All Students” subgroup. The state accreditation target for level one for the chronic absenteeism indicator is 15%. For the 2017-2018 school year, two high schools exceeded the rate of 15%. This is a reduction from four high schools exceeding the 15% rate the previous year.
2017-2018 School Chronic Absenteeism Rate
Park View High School 17.48% Potomac Falls High School 16.18%
16
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
33 Cont.
2016-2017 School Chronic Absenteeism Rate
Loudoun Valley High School 16.29% Park View High School 20.45%
Potomac Falls High School 15.94% Tuscarora High School 15.41%
Federal Accountability includes chronic absenteeism as a measure of school quality or student success. Student subgroups are measured with targets set for each subgroup. The targets adjust from year to year with the goal of having all subgroups at or below the target of 10% by the year 2023-2024. As a division, there were four subgroups that did not make the target for the 2017-2018 school year.
All Asian Black Econ Dis
EL Hispanic SWD White
Target 9 5 9 13 8 9 14 9 LCPS 7.25 6.42 6.85 13.28 10.64 10.57 11.69 6.5 Met
Target Yes No Yes Yes No No Yes Yes
There were 62 schools that had at least one subgroup that did not meet the 2017-2018 target for chronic absenteeism. The total number of subgroups across all schools that did meet the federal accountability target for the 2017-2018 school year was 174. The attendance rates are listed below:
School Year 2014-2015 2015-2016 2016-2017 2017-2018
All Students 96.25 96.21 95.65 96.02
34 Turgeon Jones 1/22/2019 Please provide a breakdown of services for social emotional learning provided at each level, comparing how LCPS is addressing mental health at the three levels? This question is being worked on.
17
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
35 Croll Jones 1/22/2019 Page 68 - What is Special Education – Regional Tuition revenue? What is Special Education in Jails revenue? The new Special Education Regional revenue line is reimbursement funding for expenses related to providing services for special education students. Previously, this funding stream was limited for regional programs, however VDOE has moved towards a new funding methodology and more equitable distribution of the funds. The Special Education in Jails revenue line is for reimbursable expenses related to the instruction of providing special education and related services to children with disabilities in regional or local jails. 36 Croll Jones 1/22/2019 Slide 21 of presentation – Regarding the 3.0 FTE additional counselors for Academies. Are these students also counted in their home schools or are they only counted in staffing standards for Academies? Yes, Academies students are also counted in their home schools. For the teacher staffing standard, each student is counted as 0.5 student, however for the counselor staffing standard, each student is counted as 1.0 student. 37 Rose Lewis 1/22/2019 Has there been consideration of technologies available in market place to detect vaping? DPS, DOI, and Support Services are collaborating on these efforts as LCPS tackles vaping in schools as a priority concern. Anti-vaping technology is being evaluated to determine feasibility and potential practical application within the school environment. 38 Rose Lewis 1/22/2019 Are there technologies that could alert parents in real time as to what is taking place during a lockdown that would provide better experiences to students and parents? DPS, DOI, PIO and Support Services will continue to collaborate on ways to expand communication methods to parents, students, staff and community members during emergency situations. Staff is currently exploring emergency messaging systems and features available to determine feasibility and potential practical application as new systems or improvements to existing systems are identified and tested.
18
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
39 Hornberger Lewis 1/22/2019 Please provide comparative data for staffing of security patrol positions? This question is being worked on. 40 Croll Lewis 1/22/2019 Food Service - Please provide historical data on number of meals served. Following is chart showing number of meals served from FY14.
41 Morse Lewis 1/22/2019 Why does the department organization chart, in the appendix of the budget book page 0-28, identify the addition of 8.0 FTE Safety and Security Specialists, whereas on Slide 17, of the presentation, there were only 7.0 FTE identified? The Appendix and Organizational Chart are correct in adding 8.0 FTE. One additional Safety and Security Specialist was earned within the existing staffing standard by the opening of Independence HS, identified on Slide 13, as New School Staffing. The other 7.0 FTE, identified on Slide 17, are due to an enhancement causing a staffing standard change. 42 Morse Lewis 1/22/2019 Are the Safety and Security Specialist provided vehicles? The Safety and Security Specialists are not provided vehicles. The 4.0 FTE patrols added will receive vehicles within the proposed Department of Lease Purchase.
19
Loudoun County Public Schools FY20 School Board Questions
January 24, 2019
Item Board Staff Date of Number Member Assignment Request
43 Hornberger Willoughby 1/24/2019 What is the budgeted savings of the two proposed health insurance premium “holidays” from the proposed LCPS FY 2020 Budget?
The budgeted savings of the two proposed health insurance premium holidays in the FY20 Superintendent’s Proposed Budget is $8.6m.
44 Hornberger Willoughby 1/24/2019 What is the estimated impact of the two proposed health insurance premium “holidays” on the health insurance fund reserve, reflected as a change percentage?
The projected FY20 health insurance fund reserve with 2 premium holidays included is 34.7% and without 2 premium holidays the fund reserve is projected at 41.0%.
45 Hornberger Willoughby 1/24/2019 What would be the estimated impact of the institution of another health insurance premium “holiday” on the proposed budget and health insurance fund reserve over the next few years?
An additional holiday would save $4.3m and result in the following health insurance reserve percentages over the next few years. The projected FY22 reserve level was not initially presented to the School Board but given the significantly reduced reserve level it provides important context for not recommending more than 2 premium holidays.
FY20 FY21 FY22
With 2 Premium Holidays 34.7% 29.0% 16.7%
With 3 Premium Holidays 31.6% 26.0% 14.0%
The consultant that advices LCPS on the self-insurance fund recommended that we raise premiums for calendar year 2020 by six-tenths of one percent. The consultant recommends caution in terms of taking steps that would result in reduced revenue for the self-insurance fund. As recently as FY15, the health self-insurance fund was in the negative and in FY16 at 14.3%. The rationale behind our recommendation for two premium holidays included a plan to benefit from observing additional claims history in order to have greater confidence regarding projected reserve levels. If the projected reserve levels remain at or higher than the current projected levels, staff would anticipate recommending as part of the FY21 budget process steps that would reduce revenue for the self-insurance fund.
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