1. Human Resources Updates November 2017

2. Supporting the ACPS Goal and Strategic priorities
Recruiting
Hiring
Develop-ment
Retention
Recruitment
New Hires
Retention
Retirements
Going Forward

3. New Teacher Hires
22 (15%) are minorities
91 (64%)have at least a Masters’ degree
112 (78%) had previous teaching experience
76 (53%) have five or more years of teaching experience
31 (22%) are starting their teaching careers in ACPS (39%) are minorities
66 (46%) were hired for the elementary level
68 (48%) were hired for the secondary level
Average Screening Interview score was 4.2
2013
2014
2015
2016
2017
127
123
152
143

4. Classified Staff Hires
18 Administrative Vacancies
3 Principals
2 Interim Principals
3 Assistant Principals
1 Interim Assistant Principal
4 AP Interns
5 Central Office
External hires in chart below
2013
2014
2015
2016
2017
Principals, APs, & Other Administrators 5 3 6 1
Classified Staff
118
115
145
128
139

5. Retention Rates 90.6% 89.3% 88.6% 87.8% 89.6% 84.3% 79.7% 78.6% 76.1%
2013
2014
2015
2016
2017
Teacher
90.6%
89.3%
88.6%
87.8%
89.6%
Classified Staff
84.3%
79.7%
78.6%
76.1%
Administrators
96.2%
88.2%
92.3%
92.9%
97.3%

6. Turnover Statistics
2013
2014
2015
2016
2017
Teachers
Leaving
113
132
140
151
130
Retirements 28 34 38
Classified Staff
174
224
235
261
241 21 23 42 31 40
Admin Retirements 3 7 2 1

7. Classified Turnover Reduction Efforts Teacher Hiring Process
A Few Highlights
Classified Turnover Reduction Efforts
Electronic Records
Teacher Hiring Process
Teacher Compensation

8. Going Forward Community Recognition and engagement
Service Awards and We Notice
Innovation/ Leadership
Focus on staff diversity, including minority recruitment, hiring, development, and retention
Meeting market targets for the County’s total compensation strategy
Integrity
Continued focus on educator quality – recruiting, screening, hiring, developing
Continued focus on succession management and planning for school- based and central office administrators
Improving our systematic screening plan for licensed candidates and enhancing our online application system
Learning
Learning Catalog
Shared development of three-year induction curriculum for new administrators
A.P. Internship
Offering a comprehensive toolkit of training materials to empower managers to address HR-related issues on-site.
Stewardship
Continuing to monitor and improve employee attendance through policy compliance resulting in reduced cost associated with substitute teacher usage
Kronos - Developing an electronic time and attendance system to improve compliance and record-keeping
Converting all paper personnel and medical records to electronic format for greater efficiency
RFP for Application, Performance Management, & Licensure System
Transportation Stay Interviews

9. Teacher Compensation Current Market Analysis
Bachelors
0 years
5 years
10 years
15 years
20 years
25 years
30 years
17/18
Salary
$46,000
$48,313
$50,625
$54,263
$57,900
$62,750
$67,000
Percentile of market
91%
92%
87%
86%
83%
79%
77%

10. Projected Market Analysis Assumes 2% market projection, 2% scale increase with straight line
Bachelors
0 years
5 years
10 years
15 years
20 years
25 years
30 years
18/19 Salary
$46,321
$49,392
$52,664
$56,154
$59,875
$63,842
$68,073
Projected percentile of market
87%
92%
84%
79%
76%