Certificated and Classified Layoff Considerations. February 28, 2012

Transcription

1 Certificated and Classified Layoff Considerations February 28, 2012

2 Where are we now? SFUSD needs to budget based on an immense amount of uncertainty at the State level: If Governor Brown s Tax Initiative on Nov. ballot passes, The District will be $35.5M in the red at the end of and $83.3M at the end of If Tax Initiative fails, budget shortfall will be $53.6M and $119.4M in Both of the above projections do not include Rainy Day funds or economic concessions from labor groups We need to proceed with layoff notifications to maintain flexibility to budget for either scenario 2

3 Overview Certificated K-12 Early Education Department Classified- Paraprofessionals K-12 Early Education Department 3

4 Certificated/Classified Workforce Certificated Employees Category Current PKS Notices % Noticed Total Certificated Employees (K-12) * 5.1% Classroom Teachers (K-12) % Non-Classroom Teachers (K-12) (includes social workers, counselors, nurses) % Early Education Department Teachers % Total Administrators % School Based Administrators % Non-School Based Administrators % Classified Employees Total Classified Employees 3149 Paraprofessionals (Includes EED reductions) % Civil Service 1565 unknown unknown TOTAL Employees Noticed 582 *Figure includes 70 teachers in the Superintendent s Zone 4

5 Early Education Department Reductions This year, EED has faced $4M in contract reductions from the California Department of Education Anticipated $8M deficit by the end of the year Governor s Budget proposal contains an additional 10% reduction in subsidies for EED next year Proposed PKS Notices for EED: 35 5

6 Certificated Staff 6

7 Certificated Staff Layoff Recommended Timeline May or may not renew Certificated/Classified Administrators with expiring contracts March 5, 2012 Board Meeting for authorization of March 15 notices February 28, 2012 March 15 notices mailed to certificated employees who may be subject to layoff March 8, 2012 Layoff Hearings April 3-9, 2012 Administrative Law Judge Decision May 7, 2012 Board votes on proposed layoff decision May 8, 2012 Final layoff notices or rescissions of teacher layoff notices May 9,

8 Implementing the Layoff Process Release temporary teachers Give consideration to known and projected attrition 8

9 Attrition Total # of non-reelects 34 Total # retirements as of 2/24/12 (includes 14 administrators) Total # of teacher resignations: (resignations/relocations/back to school, etc.) Projected attrition for * *positively assured attrition information is not currently available 9

10 Order of Release Released according to seniority within their classification and/or subject. Exceptions: 389 Math, Science, Special Education, and Bilingual teachers 70 Superintendent s Zone K-12 certificated staff* *With Board approval and validation from Administrative Law Judge 10

11 Superintendent s Zone Skip Alignment to District s Strategic Plan Goals of Access, Achievement, and Equity The Superintendent s Zone was created to acknowledge and address the achievement gap that has historically persisted among certain subsets of students in our district. 9 out of the 14 schools in the Superintendent s Zone received 3-year School Improvement Grants from the CDE Significant investments have been made in recruiting, selecting, and developing employees in the Superintendent s Zone, including $1.3 million in professional development, nearly $6 million in support teachers, and provided 8 hours per month of early release days. Layoffs would disproportionally affect schools in the Superintendent s Zone (without skipping, 1 out of 3 teachers district-wide who would receive notices are in these 14 schools). 11

12 Superintendent s Zone Skip Legal Justification and Procedure The Education Code allows the District to skip certain employees if they have special training and experience and skips must be based on specific need The District s specific need is to achieve equitable educational results among all the District students The District will ask the Judge to allow skipping of employees assigned at Superintendent s Zone schools Doing so will allow the District to preserve significant investments in the human capital at those sites 12

13 Certificated Non-Permanent Teachers Type Order of Release Total Projected Skips Projected Layoffs Probationary Zeroes Probationary Ones Probationary Twos Projected probationary layoffs = 222* Skip clause: math, science, bilingual, special education, and Sup. Zone. *Figure higher than number of PKS notices because of cases where teachers have the same seniority date. Notices determined by lottery in this instance. 13

14 Salary Information K-12 Teachers Salary Benefit Total Lowest Salary with Benefit $38, % $57,273 Lowest fully credentialed with benefit $46, % $66,077 Average salary with benefits $60, % $84,468 Administrators Salary Benefit Total Lowest Salary with Benefit $69, % $94,764 Highest Salary with Benefit $290, % $368,327 Average Cert Administrator Salary (All) Average Cert Administrator Salary (unrepresented) $97, % $129,497 $130, % $171,061 14

15 Re-employment Process Laid-off certificated staff are placed on a district re-employment list for a period of 39 months Re-Employment will be offered according to seniority, in the inverse order of release Laid-off teachers will be offered employment as substitutes 15

16 Paraprofessionals 16

17 Paraprofessionals - Anticipated Noticing Number of paraprofessionals: 1581 Special Education: 939 General Education, Early Education Department, Community Outreach & Security Aides: will be noticed if Board Resolution is approved: 91 will be noticed of a reduction of hours, including 79 from Special Education 17

18 Paraprofessionals Layoff Comparison Total # paraprofessionals: 1584 Total # paraprofessionals: 1581 District layoffs presented to Board: 194 (03/01/2011) Layoff notices delivered: 121 (04/12/2011) District layoffs presented to Board: 240 (02/28/12) Layoff notices to be delivered: TBD (04/12/2012) 18

19 Conclusion Uncertainty: Two State budget scenarios, one with potential reductions in funding and the other with even deeper reductions District flexibility to confront worse case scenario is necessary 19