So what did we accomplish in the FY17 budget? Provided minimum 2% across the board salary increases Improved teacher pay scale with starting pay at $42,238 Aligned health care benefits with market in shared effort with local government Adopted market-based compensation model for maintenance and technology staff, establishing market entry as initial goal Implemented elementary class size standards, reducing class size Implemented new financial management system
So what is different about FY18 budget development? Non-compensation budget built in MUNIS Reviewed 3-year adopted/actual with every fund manager Implemented new budget codes, effectively implementing zerobased budget Established new budget code baselines
MUNIS Reporting
School Board Budget Goals: Baseline Direct resources to support staffing and training to assist students in meeting basic Virginia standards and requirements Support C 5 W work and training for staff Fund 5 Diagnosticians Continue targeting professional development and compensation for critical need areas Continue implementation of the School Board approved staffing plan as it relates to class size reduction Fund VRS mandated increase Provide 1% increase to all employees not subject to teacher contract adjustment Establish paraprofessional, bus driver, and nurse compensation models based on market-driven data to enhance pay scales Continue to support market median compensation model for teachers
Recommended 2017-18 FY17 Adopted Budget $269,152,658 FY18 Recommended Budget $282,239,030 Increase $ 13,086,372 The 4.86% increase uses the Governor s proposed budget; assumes 5% increase in health care covered by division; uses a projected increase in average daily membership (ADM) of 701 students; assumes a 2% increase in local revenue; and requires $5,884,348 in additional revenue. The County obligation for school debt service is projected to decrease.
FY18 Projected Revenue
Funding Gap ~$5.9M
Proposed FTE Increase: 68 Position Number Teachers 35.50 (includes 11.5 added after FY17 adoption) Paraprofessionals 17 (includes 2.0 added after FY17 adoption) Educational Diagnosticians 5 Counselors 2.5 ABA Therapist 1 Family Service - VPI 1 Math Specialists 2 Computer Technician Trainer (CTT) 1 Head Start Custodians (2) Accountability Specialist 1 (added after FY 17 adoption) World Language/Culture Facilitator 1 VRS Specialist 1 Demographics Planner 1 ERP Systems Analyst 1
Total Rewards Compensation Benefits Work Life Recognition Professional Development
Total Investment in Employee Example
Compensation and Benefits Highlights Area Amount Maintain additional ~1% for teachers $1,101,454 Extend 1% increase to all employees $626,236 Enhance scale $1,100,000 Fund VRS rate increase $2,514,802 Offset projected health insurance increase $985,412 Establish merit pool $61,088 Provide bonuses TBD
Bus Driver Turnover
Comparison Data: Bus Driver School District Starting Mid High *Albemarle $12.80* $16.83 $20.88 Chesapeake $14.28 $17.82 $22.82 Chesterfield $15.65 $21.18 $26.72 Fauquier $13.89 $17.58 $21.26 Hanover $14.70 $21.41 $28.11 Henrico $14.69 $19.46 $26.41 Loudoun $14.07 $18.61 $26.58 Prince William $15.46 $23.09 $34.44 Spotsylvania $17.85 $25.47 $29.05 Average $14.82 $20.16 $26.25 *Stafford $13.69* $19.83 $29.00 Note: Rates adjusted to include index for cost of living
Bus Driver Data Current Pay Scale Start Mid Max Drivers $13.69 $19.83 $29.00 Stafford Pay Band Hourly Rates Bus Driver Market Data Min Mid Max Start Mid High A008 $12.13 $14.86 $20.02 A009 $13.33 $16.33 $22.00 A01 $14.65 $17.95 $24.17 $14.82 $20.16 $26.25 A02 $16.11 $19.75 $26.58 $14.82 $20.16 $26.25 A03 $17.39 $21.71 $28.67 A04 $19.10 $23.90 $29.61
Compensation Plan: Drivers* Bus Driver 1 Pay Band A01 First year drivers Bus Driver 2 Pay Band A02 One year satisfactory service Defensive Driver Training Behavior Management Training Lead Bus Driver/Trainers Pay Band A03 *Maintain support for attendance bonuses
Transportation Employees in Current Proposal Total Employees Below Minimum Bus Drivers 178 115 Bus Monitors 43 41
Health Insurance Project 5% Increase
2016 Climate Survey Results (n=2,576) Leadership: 2015 2016 Difference Treats me with respect. 81% 86% +5% Is effective. 65% 75% +10% Facilitates communication effectively. Is effective in helping us reach our mission and vision. 60% 68% +8% 66% 72% +6%
Professional Development and Growth Continued support for New Teacher Institute Continued support for course/conference reimbursement Funding for year 2 of the Teaching and Learning Summit Funding for realignment of the Office of Learning and Organizational Development
Additional Expenditure Considerations Replacement Cycles Technology On schedule to maintain current inventory Transportation 15 buses included Staffing Differentiation Additional elementary clerical funds based on enrollment Additional 5 diagnosticians Redirection of Savings Budgeted salary attrition/lapse - $1M Operational savings of $850k Contingency Unfunded contingency - $1M New funded contingency - $500k
Capital Improvement (Infrastructure) Needs Exceed $6M: Fund $2M with Current Year Savings Description Estimated Cost Fire alarm repair - RES $154,000 Upgrade fire alarm panel AGWMS/GES $245,000 Replace wheel chair lifts AGWMS/GES $35,000 Repair track - CFHS $700,000 Repair roof (kitchen) - HOES $110,000 Design repairs GMC, HES, NSHS, PRES, WES $250,000 Upgrade 911 duress system all schools $150,000 Repair roof - GMC $370,000
What s Next? January 21 Budget Books Distributed January 24 School Board Work Session 5:00 p.m. January 24 Public Budget Hearing 7:00 p.m. February 11 School Board Work Session 9:30 a.m. February 14 School Board Work Session 5:00 p.m. February 28 School Board Consideration and Approval of the FY18 Budgets