fy20 supt proposed budget presentation · 1/8/2019 · fy20 total operating budget comparison $ in...

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Loudoun County School Board

FY20 Superintendent’s Proposed BudgetPresented to the LCPS School Board

January 8, 2019

Empowering all students to make meaningful contributions to the world

LCPS Mission & GoalsLCPS Mission & Goals

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• Promotes personalized, project based learning of math, science, Social Studies, English Language Arts and other disciplines, e.g. textbooks and digital resources; professional learning; Instructional Facilitators; an elementary Performing Arts design school.

• Accommodates student enrollment growth by adding teachers to maintain average class sizes.

• Expands emphasis on computer science and computational thinking.

• Supports teaching and learning for ALL students, e.g. more special education and gifted education staff; increased differentiated staffing for schools with higher proportions of English learners/students eligible for free-and-reduced price meals; the addition of an Equity & Cultural Competence Specialist; further diversity recruitment activities.

• Maintains 100% full day kindergarten (FDK).3

• Accelerates ongoing efforts to increase the competitiveness of teacher compensation to support efforts to recruit and retain excellent teachers for every student.

• Enhances the competitiveness of compensation for staff members paid through the classified, administrative, and auxiliary salary scales. Continues the multiyear classification review cycle with

associated changes in compensation.Provides a 1.5% market adjustment to compensation for

employees on the classified, administrative, and auxiliary salary scales (the second across-the-board adjustment in five years).

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• Expands support to students from families with low-income by providing full-time Parent Liaisons instead of part-time positions at Title I schools.

• Bolsters school security by providing additional Safety and Security Specialists, Security Patrols, contracted security officers, a Director of Safety and Security, and further external review of safety and security practices.

• Supports the whole child and promotes positive mental health by improving the ratio of school counselors to students.

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FY20 Total Operating BudgetFY20 Total Operating Budget

Comparison $ in millions

FY19 School Board Adopted Budget (Current)* $1,189.8

FY20 Superintendent’s Proposed* $1,284.4

Proposed Increase (7.9%) $94.6

*Includes Operating Fund; excludes Grant Fund, School Nutrition Fund, Lease Fund, Central Vehicle Maintenance, and Self-Insurance Fund.

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FY20 Revenue ChangesFY20 Revenue Changes

REVENUE INCREASES BY CATEGORY $ in millionsCarryover/Beginning Balance ($3.5)Proposed County Transfer* (9.6% increase) $76.3State Funding (Governor’s Introduced Budget) $21.8Total $94.6

*No gap exists between the County transfer recommended by the superintendent and the County transfer (based on the equalized tax rate) reflected in the fiscal guidance provided by the Board of Supervisors to the county administrator.

Scenarios

Fiscal Guidance from BOS to Co.AdministratorDecember 11,

2018

County Transfer Increase

per Guidance

Supt Proposed County Transfer Increase

(Gap)

1 (Equalized Rate)@$1.05

(66% of real estate tax revenue)

$76.3 $76.3 $0.0

2 (Equalized plus 2₡)@$1.07


$87.6 $76.3 $11.3

3 (Equalized minus 2₡)@$1.03


$64.9 $76.3 ($11.4)

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FY20 Potential Gap Scenarios ($ in millions)FY20 Potential Gap Scenarios ($ in millions)

The current tax rate is $1.085 per $100 of assessed value.

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Source: U.S. Bureau of Labor Statistics through 2018. Data for 2019 -2020 were forecasted using an Exponential Smoothing algorithm (ETS).

County Transfer Per PupilFY09 & FY20

County Transfer Per PupilFY09 & FY20

County Transfer FY09 FY20%

ChangeCounty Transfer Per Pupil, unadjusted for inflation $9,202 $10,431 13.4%County Transfer Per Pupil, adjusted for inflation in FY20

$9,202 $8,656 -5.9%

Adjusted for inflation, our

proposed County Transfer

per pupil for FY20 is 5.9%

lower than the contribution for

FY09.

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Local & State Revenue as a Percentage of Total BudgetLocal & State Revenue as a Percentage of Total Budget

24.5% 24.3%28.2% 29.7% 30.4% 30.6% 30.5% 29.6% 30.8% 30.6% 30.6% 30.1%

72.0%68.6%

63.7%66.2% 65.8% 65.6% 65.9% 67.1% 67.4% 67.2% 67.0% 68.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 FY20 Proj

State Local

57,009 60,096

63,220 65,668

68,289 70,858

73,461 76,263

79,001 81,622 83,105 82,485 83,762

FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 FY19 FY20

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FY20 Projected: 657 additional students from FY19 Adopted (0.8% increase)1,277 additional students from FY19 Actual (1.5% increase)

FY09 to FY20 Enrollment GrowthFY09 to FY20 Enrollment Growth

Budgeted

Projected

Actual

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The population of students with

special needs has grown considerably faster than the rate of total enrollment.

It requires significantly more resources to serve students in these

populations.

Growth in Students with Special Needs(Duplicated Count) FY09 to FY20 Projected

Source: LCPS State Report FY09 – Projected FY20

Enrollment Growth & Changing Demographics

Enrollment Growth & Changing Demographics

99.0%83.2%

124.5%

47.2%

0.0%

20.0%

40.0%

60.0%

80.0%

100.0%

120.0%

140.0%

English Learners (EL) Special Education (SPED) EconomicallyDisadvantaged (FRL)

Total Enrollment

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Projected Enrollment Growth of English Learners & Special Education StudentsProjected Enrollment Growth of English Learners & Special Education Students

• The English learner population is projected to grow by 7.9% in FY20.

• The Special Education population is expected to grow by 1.6%.

9,400

9,600

9,800

10,000

10,200

10,400

10,600

English Learners Special Education

9,792

10,275

776

165

FY19 Budget Projected Growth for FY20

10,568

10,440

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Growth in School BuildingsGrowth in School Buildings

LCPS will open Waxpool Elementary School and Independence High School totaling 94 school buildings in FY20.

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FY20 Expenditure ChangesFY20 Expenditure Changes

PRIMARY CHANGES FTE$ in

millions%

Increase Slide#Enrollment Growth 178.4 $17.8 1.5% 17-24Salaries & Benefits - $45.9 3.9% 26-48Enhancements, Restorations, Reallocations 137.5 $17.8 1.5% 50-65Other Operations & Maintenance

- $13.1 1.1% 67

Total 315.9 $94.6 7.9%

The sum listed in the total row does not exactly equal the sum of the preceding rows because of rounding.

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millions%


- $13.1 1.1% 67

Total 315.9 $94.6 7.9%


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FY20 Enrollment GrowthFY20 Enrollment Growth


millionsStaffing Standards Driven 105.5 $9.5New Schools Staffing 55.0 $4.4Other Growth Staffing 17.9 $2.4Other Growth Operating - $1.5Total 178.4 $17.8

These expenditures are needed to sustain excellence by maintaining the present service levels to our students.


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Enrollment Growth & Staffing Standard Expenditures

Enrollment Growth & Staffing Standard Expenditures


3.4%

3.8% 3.8%

1.8%

0.8%

3.0%3.3%

2.0%2.2%

1.0%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

FY16 FY17 FY18 FY19 FY20

Enrollment Growth Increase in Budget due to Staffing Standards

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FY20 Staffing Standards Driven ChangesFY20 Staffing Standards Driven Changes

PRIMARY CHANGESGrant FTE

Operating FTE

Teachers, Elementary 10.8Teachers, Middle 19.8Teachers, High 26.0Teachers, English Learners (EL) 15.3Teacher, Special Education 17.0 -Teacher Assistant, Special Education 10.0 6.0Other School-Based Positions (Assistant Principals, Nursing, Teacher Assistants, Clerical, Maintenance, Contingency Reload, etc.) 27.6Total 105.5


Given increasing student enrollment, these additional positions are needed simply to maintain current class sizes & services for students.

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FY20 New School StaffingNon-Teaching Positions

FY20 New School StaffingNon-Teaching Positions

CATEGORY FTE $ in millionsWaxpool Elementary 11.0 $0.8Independence High School 39.0 $3.0Lightridge HS Pre-staff 5.0 $0.5Total 55.0 $4.4

• New positions are needed for additional facilities opening within the school division that support increasing student enrollment.

• These positions are listed as “growth new schools” positions on pages 316-318 of the budget book in the sections pertaining to Instruction, Pupil Services and Support Services.



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FY20 Other Growth StaffingFY20 Other Growth StaffingDEPARTMENT FTE $ in millionsInstruction 2.0 $0.2Digital Innovation* 4.0 $0.4Human Resources & Talent Development 6.0 $0.7Pupil Services 5.0 $0.6Support Services 5.0 $0.4Charter Schools (4.1) ($0.2)Part-time for EL program, Safety and Security operations center, and increase in HRTD teacher mentors

- $0.3

Total 17.9 $2.4*3.0 FTE are due to Proposed Staffing Standards set forth on pages 370 to 388 of the budget book. The chart on these pages includes a column that lists new or enhanced standards and the related costs.


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Non-School Based StaffingNon-School Based Staffing

• The growth of students and schools requires additional non-school based staffing.

• The number of non-school based positions will have grown by 32.0% from FY09 to FY20, in comparison with a 46.9% increase in enrollment.

• LCPS’s percentage of non-school based staffing (6.8% per the FY19 WABE Guide) remains one of the lowest in the region.


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Special Education Organizational Structure

Special Education Organizational Structure

• 18 Supervisors currently report to the Director of Special Education.

• With the new structure, 2 Assistant Directors (Procedural Support, Specialized Instruction) and 1 Supervisor of Programs & Services would report to the Director of Special Education. See p. O-26 in appendix of budget book for organizational chart.

• A second Procedural Support Coordinator would be created.

• These changes would enhance the department’s capacity to provide leadership, support, and accountability in multiple areas. specialized programs and services school-level IEP teams compliance and consistency


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Other Growth OperatingOther Growth Operating

$ in millionsDigital Innovation – data circuits, increase in maintenance contract renewals, and technology requests related to new positions district wide

$0.5

Support Services – operating costs for new schools $1.0Total $1.5


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millions%


- $13.1 1.1% 67

Total 315.9 $94.6 7.9%


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Salaries & BenefitsSalaries & Benefits

PRIMARY CHANGES $ in millionsSalaries $60.8Benefits ($14.9)Total $45.9

FY20 Salaries & BenefitsFY20 Salaries & Benefits

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FY20 SalariesFY20 Salaries

PRIMARY CHANGES $ in millions1.5% Market Adj. for Admin., Classified & Auxiliary $4.2Step Increases (All Scales – 2.2% Average) $17.6Restructuring of Teacher Salary Schedule $41.6Adjustments Related to FY19 & FY20 Classification Reviews $6.1Contract adjustments, Curriculum development training, Substitute rate increase, and Other adjustments $0.8Lapse/Turnover ($9.5)Total $60.8


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LCPS Progress in Teacher SalariesMaster’s Degree

LCPS Progress in Teacher SalariesMaster’s Degree

50,000

60,000

70,000

80,000

90,000

100,000

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

Loudoun FY14 Loudoun FY15 Loudoun FY16 Loudoun FY17 Loudoun FY18 Loudoun FY19

FY19FY18FY17FY16FY15FY14


FY19 Salary Schedules MA ComparedFY19 Salary Schedules MA Compared

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Source: FY19 School Division Published Salary Schedules

50,000

70,000

90,000

110,000

130,000

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

FY19 MA LCPS MA FX MA PW MA


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FY19 Teacher Career Earnings-Master’sFY19 Teacher Career Earnings-Master’s


50,000

60,000

70,000

80,000

90,000

100,000

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

LCPS FX

Across a career, a teacher with a Master’s degree who works for LCPS for 30 years will make about $182k less than a teacher who works 30 years for Fairfax.

The gap is $18k larger than last year.

FCPS

LCPS

30 year market gap = $182k

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Competitive Starting Salaries Help Attract & Retain Excellent Teachers Competitive Starting Salaries Help Attract & Retain Excellent Teachers


• LCPS ranks #1 of 5 in Northern Virginia school divisions in terms of starting salaries for teachers.

• We hire more than 800 teachers per year.

• Challenges are anticipated in Virginia and nationally relating to filling anticipated teacher vacancies with high performing teachers in coming years.

DIVISIONFY19 BA Step 1

Loudoun $50,171Fairfax $50,000Alexandria $48,894Arlington $48,228Prince William $47,725

DIVISIONFY19 MA

Step 1Loudoun $55,941 Alexandria $55,813 Fairfax $55,000 Prince William $53,353 Arlington $53,173

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Making Progress with Salaries for Mid-Career Teachers but Work Remains

Making Progress with Salaries for Mid-Career Teachers but Work Remains


• LCPS ranks #4 of 5 in Northern Virginia school divisions in terms of salaries for mid-career teachers (as measured by salaries for teachers with a Master’s degree on step 10.)

• Compensation for teachers on steps 10 to 16 on the salary scale was increased 3.5% and 5.8% on average in FY18 and FY19, respectively.

• The gap between Loudoun and Fairfax County for Master’s degree, step 10 compensation increased from $1,261 last year to $3,437 this year. The gap was $2,260 in FY17.

• Vision 20/20 strategic plan goal is to move from #4 in fiscal year 2016 to #3 in fiscal year 2020 in pay for mid-career teachers.

DIVISION FY19 MA +10

Arlington $77,093

Alexandria $76,979

Fairfax $72,658

Loudoun $69,221

Prince William $63,739

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Scale Restructure Principles for FY20 & Beyond

Scale Restructure Principles for FY20 & Beyond

• Provide teachers greater compensation earlier in their careers. Give teachers more choices sooner (buying a home, saving

for retirement, disposable income). Increase likelihood of attracting new teachers. Increase likelihood of attracting teachers with some

experience at the time of their careers when they are more likely to leave their current employer.

Increase likelihood of retaining teachers at the time of their careers when they are most likely to leave teaching.

• Improve consistency of increases between steps. Promote retention by working towards providing teachers

with a stable annual increase throughout their careers, even in years without scale adjustments.


50,000

60,000

70,000

80,000

90,000

100,000

110,000

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

LCPS FY19 Sample Future

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FY19 LCPS and Sample Future Master ScalesFY19 LCPS and Sample Future Master Scales

FY19 LCPS

Sample Future


50,000

60,000

70,000

80,000

90,000

100,000

110,000

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

LCPS FY19 Market Average FY19 LCPS FY20 Proposed Sample Future

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FY19 LCPS, FY19 Market Average, Sample Future and FY20 Proposed Master Scales

FY19 LCPS, FY19 Market Average, Sample Future and FY20 Proposed Master Scales

FY19 Market Average

FY20 Proposed

FY19 LCPS

Sample Future


Market average is the average of the four market comparators.

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Greater Compensation EarlierGreater Compensation Earlier


FY19 Master's FY20 Proposed Master's Sample Future Master's

StepSum of Step Increases

Sum of Salary

Amounts Sum of Step Increases

Sum of Salary

Amounts Sum of Step Increases

Sum of Salary

Amounts

1-5 4,859 290,995 6,000 312,500 4,000 378,850

6-10 8,421 328,698 10,000 357,499 5,000 403,850

11-15 5,383 362,399 5,000 392,499 5,000 428,850

16-20 4,139 385,668 5,000 417,499 5,000 453,850

21-25 9,880 422,106 5,000 442,501 5,000 478,850

26-30 12,518 480,467 10,692 481,194 5,000 503,850

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Consistency of Increases Between StepsConsistency of Increases Between Steps


Step FY19 Master's FY20 Proposed

Master's Sample Future

Master's 1 - - -2 1,107 1,500 1,000 3 921 1,500 1,000 4 1,271 1,500 1,000 5 1,560 1,500 1,000 6 1,314 2,000 1,000 7 1,906 2,000 1,000 8 1,852 2,000 1,000 9 1,600 2,000 1,000 10 1,749 2,000 1,000 11 1,066 1,000 1,000 12 1,175 1,000 1,000 13 1,038 1,000 1,000 14 1,047 1,000 1,000 15 1,057 1,000 1,000 16 1,067 1,000 1,000 17 726 1,000 1,000 18 737 1,000 1,000 19 590 1,000 1,000 20 1,020 1,000 1,000 21 1,356 1,000 1,000 22 2,141 1,000 1,000 23 2,199 1,000 1,000 24 2,265 1,000 1,000 25 1,919 1,000 1,000 26 2,389 1,000 1,000 27 2,459 2,000 1,000 28 2,532 2,600 1,000 29 2,835 2,800 1,000 30 2,303 2,292 1,000

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FY20 Proposed Scale Adjustments, Step, and Employee Increase

FY20 Proposed Scale Adjustments, Step, and Employee Increase

* Step 30 Employees are eligible for a one-time payment of 1% of the annual salary.

The overall average teacher salary increase of both step increases and salary scale adjustments is $6,033.

Number of Teachers

Scale Adjustment Range

FY20 ProposedScale Step Range

Average FY19 to FY20

IncreaseSteps

1-5 1,716 $3,559 - $4,761 $1,500 - $1,500 $5,701

6-10 1,522 $5,386 - $6,279 $2,000 - $2,000 $7,444

11-15 1,215 $5,896 - $6,213 $1,000 - $1,000 $7,097

16-20 1,009 $5,829 - $6,777 $1,000 - $1,000 $7,194

21-25 879 $1,877 - $6,401 $1,000 - $1,000 $6,055

26-30 254 $29 - $488 $1,000 - $2,800 $2,637

30* 168 NA $952 - $1,072 NA


FY20 Proposed Salary Comparison BA/MA Steps 2, MA Step 10, & Average

FY20 Proposed Salary Comparison BA/MA Steps 2, MA Step 10, & Average

39FY20 Salaries & BenefitsFY20 Salaries & Benefits

DIVISION MA Step 1Loudoun $59,500Alexandria $57,487Fairfax $56,320Prince William $53,353 Arlington $53,173

DIVISION MA +10Alexandria $79,673Fairfax $79,415Arlington $77,093

Loudoun $75,500


DIVISION BA Step 1Loudoun $53,730Fairfax $52,050Alexandria $50,605Arlington $48,228Prince William $47,725

DIVISION AverageLoudoun $62,910Fairfax $62,595Alexandria $62,589Arlington $59,498Prince William $56,915

FY20 Strategic Plan Goals BA maintain 2nd ranking or better MA maintain 2nd ranking or better

MA+10 3rd ranking or better Avg. 3rd ranking or better

*Estimates for neighboring jurisdictions based on FY18 to FY19 change.

Scale can be restructured to meet MA+10 goal, but would result in less consistent step increases.

50,000

60,000

70,000

80,000

90,000

100,000

110,000

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

LCPS FY19 Market Average FY19 LCPS FY20 Proposed

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FY19 LCPS, FY19 Market Average, FY20 Proposed Master Scale

FY19 LCPS, FY19 Market Average, FY20 Proposed Master Scale

Market average is the average of the four market comparators.

FY19 Market Average

FY19 LCPS

FY20 Proposed


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Fiscal Year Levels & Types of Positions Reviewed Examples of Positions Reviewed

FY17 some of Level 4 and Levels 5-7, administrative Principals, Directors

FY18Level 3 and remainder of Level 4,

administrative;Levels 5-11, classified

High School Assistant Principals, Supervisors;

Custodians, Cafeteria Workers

FY19Level 1 and 2, administrative;

Level 16 and 17Elementary and Middle School Assistant Principals and Specialists; School Nurses

and various technology positions

Classification ReviewsClassification Reviews• Multi-year classification review cycle focuses on the level and step placement

practices associated with classified, administrative, and auxiliary positions.

• The level and step placement practices (and thus compensation) MAY be adjusted for external competitiveness and/or internal equity following the review for a particular position.


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Fiscal YearLevels & Types of Positions

to be ReviewedExamples of Positions

to be Reviewed

FY20Level 12-15, classified;

auxiliary scale; co-curricular stipends

Secretary III, HVAC Technician, various transportation positions; Educational Diagnostician, Social Worker; Coach,

Department Chair, Club Sponsor

FY20 Classification ReviewsFY20 Classification Reviews

• The review for the positions in the row above would be completed in FY20. Some or all recommended changes in levels and/or placement practices would be implemented starting in FY20, based on available funding.

• The multi-year cycle would start again in FY21 with the aim of every position being reviewed once every four or five years, on average.


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School PsychologistsSchool Psychologists• Analysis demonstrates the need for improved compensation.Fairfax County Public Schools improved compensation for school

psychologists greatly in FY19, with an average change per step of almost $9,000.LCPS currently has the lowest compensation for psychologists among

local comparators at every step.7 of 43 psychologists left employment with LCPS between October 1,

2017 and September 30, 2018. This attrition rate is more than double the previous year’s attrition rate for LCPS psychologists and more than double the rate of LCPS licensed attrition overall in each of the last three years.8 candidates for psychologist positions have declined offers for the FY19

school year related to compensation.


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School PsychologistsSchool Psychologists• Psychologists’ compensation would be improved no later than July 1, 2019.2 new School Psychologist salary lanes would be created on the Auxiliary

Salary Scale (208 day, 12 month) with 20 steps rather than 25 steps.The average step adjustment would be 21.3% or $16,536. For example,

step 5 for the 208 day scale would be $69,403 rather than $57,643 and step 10 would be $82,367 rather than $65,745. Even with these improvements, we still would not lead all the comparators.The FY20 budgeted amount for improved compensation for psychologists

is $977,000.


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Daily Substitute Teacher Salary RateDaily Substitute Teacher Salary Rate• The “fill rate” (the percentage of requests for substitute teachers that are

successfully filled) decreased in LCPS from 97% in FY16 to 93% in FY18, leaving our fill rate closer to the national rate that is below 90% and declining.

• The proposed budget increases the daily substitute salary rate from $110.00 per day to $112.75 per day.

• Fairfax County pays $106.73 per day except for licensed retirees who receive $114.98 per day.

• Prince William County pays $101.78 per day to employees with no degree and $112.50 per day to employees with a degree.

• The budgeted FY20 cost of $328,000 is distributed across accounts in multiple departments.

• The salary rate increase complements the request for additional positions to assist with employment processing, including for substitutes.


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FY20 Employee BenefitsFY20 Employee Benefits

PRIMARY CHANGES $ in millionsHealth Insurance* ($14.9)Total ($14.9)


*Reflects no LCPS employer or employee premium increase for all health insurance plans and two health premium holidays.

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millions%


- $13.1 1.1% 67

Total 315.9 $94.6 7.9%


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FY20 Enhancements, Restorations, Reallocations & Transfers

FY20 Enhancements, Restorations, Reallocations & Transfers


millionsEnhancements 140.5 $17.9Restorations - $1.6Reallocations (3.0) ($1.7)Total 137.5 $17.8

• Additional teachers would participate in professional learning relating to PBL, personalized learning, and performance assessments.

• Teachers would receive support for implementing personalized learning from 7 additional division Instructional Facilitators, 3 Math Facilitators, and 4 Specialized Instructional Facilitators - Math.

• An additional $1.6 million would be spent annually on digital resources and textbooks.

• An elementary performing arts design school would promote deeper learning of content and competencies through the study of music, dance, voice and theatre arts.

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Personalized, Project Based Learning (PBL)Personalized, Project Based Learning (PBL)

FY20 EnhancementsFY20 Enhancements

• More special education staff members will expand staff capacity (6 Specialized Instructional Facilitators - Behavior; 4 Specialized Instructional Facilitators - Math; 2 Special Education Consulting Teachers).

• 5 additional teachers of gifted students will support the transition to a school-based gifted model.

• 4 additional teachers will be allocated to schools with relatively high proportions of English learners and students eligible for free-and-reduced price meals.

• The Equity and Cultural Competence Specialist will focus on instructional practices, curriculum and resources for teachers in all grade levels and collaborate across departments.

• Outreach to students often underrepresented in gifted or specialized programs like the Academies will be provided by the Academies Admissions Outreach Specialist.

• Additional recruiting activities will support the recruitment of a diverse staff of teachers.

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Teaching & Learning for ALL StudentsTeaching & Learning for ALL Students


• In FY20, Technology Assistants will be renamed Digital Experience Specialists working within the Department of Digital Innovation.

• The position is a considerably more advanced technical role.

• The Digital Experience Specialists will focus on maintaining robust, reliable digital learning environments that meet students’ instructional needs.

• FY19 is a year of transition. Technology Assistants are completing a series of comprehensive professional learning experiences to further develop their capacity. They are also fulfilling increasingly more technical responsibilities.

• In FY20, Digital Experience Specialists will be level 13, 11-month, 8-hour positions, rather than level 11, 10-month, 7-hour positions. The cost of this market-based reclassification and contract expansion is $1.9 million.

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Digital Experience SpecialistsDigital Experience Specialists


Vision: Every elementary school student develops and demonstrates computer science skills and computational thinking as they learn math, science, social studies, and reading/writing.

• Computer Science instruction would be delivered by core teachers and reach every student.

• The curriculum would include block-based coding, robotics, and text-based coding.

• 20 schools would participate in FY20, with another 20 in FY21, and the remaining schools joining in FY22.

• The schools would focus on K-2 in the first year of participation and K-5 in subsequent years.

• 1 Computer Science Facilitator (instructional coach) would be provided per 10 schools, starting with 2 facilitators in FY20.

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Computer Science IntegrationElementary Schools

Computer Science IntegrationElementary Schools


• Elective Computer Science courses will be offered at every middle and high school, including courses new in FY19 and FY20. Future course offerings will be reviewed in FY20.

• 5 Middle Schools would integrate computer science and computational thinking across content areas.Block-based coding would be integrated with science, math,

English Language Arts, and Social Studies.Additionally, robotics and text-based coding would be integrated

with science.Integration would focus on 6th grade in FY20, adding 7th grade in

FY21, and 8th grade in subsequent years.1 Computer Science Facilitator (instructional coach) would support

the 5 schools.

• Experiences with these schools would inform next steps with other schools.

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Computer ScienceSecondary SchoolsComputer ScienceSecondary Schools


• The proposal converts 8 Parent Liaisons in the Title I schools from part-time positions without benefits to full-time positions with benefits. 6 elementary schools (Forest Grove, Guilford, Rolling Ridge, Sterling,

Sugarland, and Sully), Sterling Middle School and Park View High School.

• The community school initiative is expanding from Sterling Elementary School to all 6 Title I schools. To support the whole child and academic achievement, this initiative

strengthens partnerships connecting school, family, and community.By leveraging partnerships, the initiative features an integrated

approach to academics, youth development, family support, mental health, as well as health and social services.Loudoun Education Foundation is paying for a full-time Social Worker

for three years to provide a ratio of 1 Social Worker per 2 Title I elementary schools instead of 1 to 3. The Social Workers provide guidance to Parent Liaisons regarding connecting families to community resources.

• The net cost of the full-time Parent Liaisons is $321,800.

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Parent Liaisons in Title I SchoolsParent Liaisons in Title I Schools


• Adds Director, Safety and Security to provide additional oversight to the Safety and Security program.

• Accesses external expertise to strengthen security even more through a review of security practices.

• Provides additional Safety and Security Specialists and after hours security measures.Contracted security officers to provide assistance to schools, particularly

high schools.

• Adds four security patrols to report to schools on an as-needed basis during the day, e.g. security system and access system issues, unauthorized visitors, calls and duties for elementary and middle schools similar to responsibilities fulfilled by specialists at high schools.

• Sets up a Security Operations Center staffed by Safety and Security Specialists rather than transportation employees.

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Proactive School SecurityProactive School Security


Strategic Action: Student Safety

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millionsStrategic Staffing Standard Changes 90.5 $10.4Other Enhancements 50.0 $4.3Other Operations & Maintenance - $3.1Total 140.5 $17.9



59

Strategic Changes to Staffing StandardsStrategic Changes to Staffing Standards


millionsBook Page#

Digital Innovation Positions 3.0 $0.3 142Technology Assistant Reclassification & Contract Extension - $1.9 145Dean 5.0 $0.5 166Teacher, Grade 1-5 Differentiated 4.0 $0.4 166Teacher, Douglass School 0.5 $0.1 170Admissions Outreach Specialist–Academies of Loudoun 1.0 $0.1 170Teachers – Academies of Loudoun 14.5 $1.4 170Instructional Facilitator 7.0 $0.8 174Athletic Trainer 5.0 $0.4 184Psychologist – Douglass 1.0 $0.1 206Educational Diagnosticians 2.0 $0.2 206


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Strategic Changes to Staffing Standards cont.

Strategic Changes to Staffing Standards cont.


millionsBook Page#

Parent Liaison Title I 8.0 $0.5 218School Counselors 27.5 $2.7 218Social Workers 3.0 $0.3 218Safety and Security Specialist 7.0 $0.5 248Transportation Positions 2.0 $0.1 254Total 90.5 $10.4


Proposed staffing standards are set forth on pages 370 to 388 of the budget book. The chart on these pages include a column that lists new or enhanced standards and the costs related to enhancements.


61

FY20 Other Enhancements ChangesFY20 Other Enhancements Changes

PRIMARY CHANGESGrant FTE

Operating FTE

$ in millions

Book Page#

Data Modeler 1.0 $0.1 142Teacher, Dance and Theatre Arts 1.0 $0.1 166Teacher, Gifted for Transition Program 5.0 $0.5 174Computer Science Facilitator 3.0 $0.3 188Equity and Cultural Competence Specialist 1.0 $0.1 188Instruction, Math Facilitator 3.0 $0.3 188Specialist, Social-Emotional Learning 1.0 $0.1 206Teacher, Consulting - RTI 1.0 $0.1 206Teacher, Special Education Consulting 2.0 $0.2 212Specialized Instructional Facilitator –Behavior (Ad Hoc Committee recommendation)

4.0 2.0 $0.2 212

Specialized Instructional Facilitator – Math 4.0 $0.4 212Program Assistant 1.0 $0.1 218


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FY20 Other Enhancements Changes cont.FY20 Other Enhancements Changes cont.


millionsBook Page#

Custodians (assigned as needed) 18.0 $1.0 234Director, Safety and Security 1.0 $0.2 248Security Patrol 4.0 $0.3 248Routing Specialist 2.0 $0.2 254Total 50.0 $4.3



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FY20 Enhancements – O&MFY20 Enhancements – O&M

PRIMARY CHANGES$ in

millionsBook Page#

Public Information Office (School and Classroom Communication System)

$0.1 123

Digital Innovation (Increase Bandwidth, Computer Science Robotics Kits for ES & MS)

$0.5 146

Instruction (Digital Instructional Resources, Textbooks, Curriculum Management System Software,Computer Science Integration, HS English/Language Arts Classroom Libraries, Performing Arts designschool)

$1.6$0.3$0.4

168,173,182177190

Pupil Services (Social Emotional Learning Curriculum) $0.2 208Total $3.1


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FY20 RestorationsFY20 Restorations


millionsBook Page#

Classroom computers - $1.6 146Total - $1.6

FY20 RestorationsFY20 Restorations

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FY20 ReallocationsFY20 Reallocations

FY20 ReallocationsFY20 Reallocations

• In response to the question, “How might funds be spent differently to yield greater benefits?”, $1.7 million was reallocated to fund other priorities. The elimination of 4.0 positions in Instruction, Support Services

and Public Information Office generated $0.3 million for reallocation to support an Admissions Specialist at the Academies, a Security Operations Center staff member, and a Director of Communication and Community Engagement.

The change to full-time Parent Liaison support at Title I Schools reduced part-time costs by $0.1 million.

Approximately $1.3 million in non-salary costs were reallocated towards:• $0.9 million towards Department of Digital Innovation’s

Technology Assistant reclassification and contract extension• $0.4 million towards Department of Instruction textbook

and digital resources.

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millions%


- $13.1 1.1% 67

Total 315.9 $94.6 7.9%


67

FY20 Other Operations & MaintenanceFY20 Other Operations & Maintenance

PRIMARY CHANGES$ in

millionsDigital Innovation – Refresh of wireless access, the network, computer equipment, and interactive white boards; Computer Contractual Services

$6.6

Instruction, Materials and Supplies $1.3Pupil Services – Materials and Supplies for Special Education and Minor Equipment for Assessment Services

$1.1

Support Services – Repair work from removal of obsolete technology, Safety and Security consultant, Materials, Supplies and Equipment and Contractual Services

$3.8

Charter Schools $0.3Total $13.1

FY20 Other O&MFY20 Other O&M

68



millions%


- $13.1 1.1% 67

Total 315.9 $94.6 7.9%


69

Cost Per Pupil (CPP)Cost Per Pupil (CPP)

The budget cost per pupil calculation is:

(School Operating Fund) + (Entitlement Grants) – (OPEB) –(Summer School) – (Adult Education) – (Health Services)

(Total Budgeted Enrollment including pre-k)

WABE Methodology

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Cost Per Pupil (CPP) FY09-FY20Cost Per Pupil (CPP) FY09-FY20

The projected FY20 CPP is

$15,266; 19.5% above the CPP of 2009 – ten years

ago – without adjusting for

inflation.

$12,780

$11,997

$10,833 $11,014$11,770 $11,638

$12,195$12,700

$13,121$13,688

$14,260

$15,266

$0

$2,000

$4,000

$6,000

$8,000

$10,000

$12,000

$14,000

$16,000

FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19Budgeted

FY20Projected

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Inflation-adjusted Cost Per Pupil (CPP)FY09 & FY20

Inflation-adjusted Cost Per Pupil (CPP)FY09 & FY20

FY09 FY20 % Change

Cost Per Pupil $12,780 $15,266 19.5%AdjustedCost Per Pupil in FY20 $12,780 $12,669 -0.9%

Source: U.S. Bureau of Labor Statistics through 2018. Data for 2018 - 2020 were forecasted using an Exponential Smoothing algorithm (ETS).

With the Superintendent’s Proposed Budget, LCPS would spend $111 less per pupil in FY20, adjusted for inflation, than in FY09. This is a decrease of 0.9%.

72

The LCPS projected FY20 CPP (not

inflation-adjusted) is $15,266; if neighboring school divisions at least

maintain their CPP, LCPS will remain near

the bottom in per pupil expenditures.

Source: FY19 WABE Guide

FY19 Cost Per Pupil (CPP) ComparisonFY19 Cost Per Pupil (CPP) Comparison

DIVISION RANK CPP

Arlington $19,348

Alexandria $17,606

Fairfax $15,293

Loudoun $14,260


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FY20 CPP by State CategoryFY20 CPP by State Category

Instruction $12,115Operation & Maintenance $1,180Pupil Transportation $831Administration, Attendance & Health $527Technology $547Facilities $66Total Projected FY20 CPP $15,266

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School Board Work SessionsRegarding FY20 Budget

School Board Work SessionsRegarding FY20 Budget

Date Time Meeting TopicTues., Jan. 8, 2019 4:00 pm FY20 Superintendent’s

Proposed BudgetOverview

Tues., Jan. 15, 2019 6:30 pm School Board Work Session Staffing Standards, Salary/Healthcare,

InstructionTues., Jan. 22, 2019 4:00 pm School Board Work Session Pupil Services,

Support ServicesThurs., Jan. 24, 2019 6:30 pm School Board Public Hearing

& Work SessionDigital Innovation,

Human Resources & Talent Development

Thurs., Jan. 31, 2019 6:30 pm School Board Work Session Central Office, Other Funds, Business & Financial Services

Tues., Feb. 5, 2019 6:30 pm School Board Work Session& Adoption

All budget work sessions and public hearings will be held in the School Board meeting room at the Administration Building.

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Board of Supervisor FY20 Budget ProcessBoard of Supervisor FY20 Budget Process

Date Time MeetingMon., Feb. 11, 2019 6:00 p.m. SB and BOS Joint Work Session Presentation

of FY20 SB Proposed BudgetLCPS Admin. Building

Wed., Feb. 13, 2019 5:00 p.m. County Administrator Presents FY20 Proposed Budget

Wed., Feb. 27, 2019 3:00 p.m. BOS Public Hearing, BOS Meeting RoomWed., Feb. 27, 2019 6:00 p.m. BOS Public Hearing, BOS Meeting RoomSat., March 2, 2019 9:00 a.m. BOS Public Hearing, LCPS Admin. Bldg.Tues., April 2, 2019 5:00 p.m. Board of Supervisors approves FY20 Budget,

including LCPS Appropriation

76

Loudoun County School Board

FY20 Superintendent’s Proposed BudgetPresented to the LCPS School Board

January 8, 2019

fy20 supt proposed budget presentation · 1/8/2019 · fy20 total operating budget comparison $ in...

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