TROUP COUNTY SCHOOL SYSTEM. Employment Trends June 2017

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1 TROUP COUNTY SCHOOL SYSTEM Employment Trends June 2017

2 Does Troup County School System have a crisis with our employment trends?

3 TEACHER RETENTION In Georgia, 47% of teachers leave the profession within five years.

4 GEORGIA SURVEY RESULTS 1. Number and emphasis of mandated tests 2. Teacher evaluation method 3. Level of teacher participation in decisions related to profession 4. Non-teaching school responsibilities/duties Georgia s Teacher Dropout Crisis A Look at Why Nearly Half of Georgia Public School Teachers are Leaving the Profession Stephen J. Owens Georgia Department of Education December 2015

5 GEORGIA SURVEY RESULTS 5. Level of benefits/compensation 6. Level/quality of ongoing support, resources and professional learning 7. School level/district level leadership 8. Level of preparation when entering the profession Georgia s Teacher Dropout Crisis A Look at Why Nearly Half of Georgia Public School Teachers are Leaving the Profession Stephen J. Owens Georgia Department of Education December 2015

6 TCSS EXIT SURVEY RESULTS REASONS Retirement 41% Relocation of Family 13.8% Increased Salary 6% Moving out of the Area 6% School Climate 6% Further Education 4.5%

7 TCSS EXIT SURVEY RESULTS 2015 Satisfied with position 87% Satisfied with location (school, department, etc.) 76% Generally satisfied with coming to work 82% Felt supported by supervising administrator 76% Areas for improvement based on comments

8 FACTORS IMPACTING EMPLOYEE DATA Decrease in Staff Budget and Application of RIF ( ; ) School Closures Increase in Staff ARRA Funded Additional Staff ( ) Additions due to enrollment and program evaluation

9 EMPLOYEES BY THE NUMBERS October CPI All Employees Highest 2012 employees Lowest 1741 employees

10 ADDITIONAL FACTORS IMPACTING EMPLOYEE DATA Significant changes in certification requirements Reduction of students entering field of education Salary and financial compensation National Economy and reduction of force locally, regionally, statewide and nationally

11 Based on analysis of CPI data comparing October 2016 with October 2017 Data changed from previous data presented by J. Lanier

12 2017 Comparing CPI data from October 2016 and October 2017

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14 No significant difference between TCSS and GA

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16 Elementary Resignation, Retirement, and Termination WRES 3.5 WPES 3.5 RES LCES 2 3 Average 3.59 Highest 5 Lowest 2 HHES 3.5 HES 4 HCES 5 FFES 3 EKES 3 CES 4 BWES

17 WRES WPES Elementary Resignation, Retirement, Termination Average 3.82 Highest 6 Lowest - 2 RES 4.5 LCES 3.5 HHES 5.5 HES 4 HCES 2 FFES 6 EKES 4 CES 3 BWES

18 Elementary Resignation, Retirement, Termination WRES 5 WPES RES Average Highest 8 Lowest - 1 LCES 5 HHES 4 HES 4 HCES 4 FFES 8 EKES 2 CES 1 BWES

19 Elementary Resignations, Retirements, & Termination WRES 4 WPES RES 3 4 Average 4.36 Highest 8.5 Lowest -.5 LCES 1 HHES 2 HES 7.5 HCES 0.5 FFES 8.5 EKES 7 CES 4.5 BWES

20 Elementary Resignation, Retirements, & Terminations WRES 1 WPES RES 3 4 Average 3.73 Highest 10.5 Lowest 0 LCES 2.5 HHES 3 HES 2 HCES 5 FFES 0 EKES 4 CES 6 BWES

21 Elementary Average BWES CES EKES FFES HCES HES HHES LCES RES WPES WRES

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28 Elementary Schools with Highest Attrition Rate Average 0 BWES CES FFES HES HHES

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32 Total % of Resignation, Retirement, & Termination 12% 11% 15% 14% 12% 13% Average 6

33 Total % of Resignation, Retirement, & Termination 18% 16% 15% 14% 12% 12% 11% 14% 12% 13% 10% 8% 6% 4% 2% 0% Average

34 Does Troup County School System have a crisis with our employment trends? No, I don t think so!

35 What we have are pockets of opportunities

36 THE DATA IS SAYING During periods of district, state and national economic hardship, fewer people left secure positions During periods where the economic state improved, more people left the district Some schools showed an increase in attrition more than others Many of these campuses had changes in leadership, student population, and the staff reached the retirement age

37 NOTICEABLE CONCERNS Paraprofessionals School Nutrition Transportation Teachers (particularly those with less than 3 years experience) Middle Schools across the board Berta Weathersbee Elementary

38 What do we do with this information?

39 MOVING FORWARD. Reflect on past practices & celebrate successes Dig deeper in school data with administrators Continue to conduct and analyze exit interviews & surveys Continue to conduct and analyze stay survey data Implement Employee Engagement Initiative Revise recruiting and onboarding plan Provide Professional Learning for administrators

40 Culture trumps strategy Create Employee Experiences That Lead To Success For All! Adapted from Dr. Bill Daggett

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