Ready – Set – Hire! Long Range Staffing Plans for High Performance

Ready – Set – Hire!Long Range Staffing Plans for High Performance Presented by: Paul McLarty - Chief Financial Officer Dr. Dave O’Neill - Assistant Superintendent of Human Resources Clear Creek Independent School District - League City, Texas

Where We’re Located Market Driven Salary Plans

Academics Largest “Recognized” school district in Texas! “Recognized” for 10 of the last 11 years 15 of 37 campuses (41%) are Exemplary 60% of Elementary campuses are Exemplary Stewart Elementary named a Blue Ribbon School of Excellence One of only 23 schools in Texas and 287 schools nationwide Students 36,200 students Projected enrollment of 47,500 within 12 years 66 different languages spoken The District Market Driven Salary Plans

Finances $249 million General Fund Budget $44 million Debt Service budget $12 million Food Service Budget Completing a $264 million bond program from 2004 Starting a $183 million bond program from May 2007 District Challenges Managing student growth Managing facility growth Special programs Special Ed program growth Workforce More than 4,800 employees More than 2,600 teachers, librarians & nurses The District Market Driven Salary Plans

The Goals To develop a long-range staffing plan that will: • Lead the District to Exemplary status • Meet the District’s growth needs • From 36,000 to 47,500 students in 12 years • Meet the District’s instructional needs • Changing demographics, New programs • Meet the District’s administrative and operational needs • To meet enrollment and demographic changes • New facilities, Transportation, Food service • Be flexible enough to change with the times • Best practices, Innovative programs Market Driven Salary Plans

Over the next five years, Clear Creek ISD will: Remain a Recognized district with a strong push to be the first large Exemplary district in the State Continue to maintain a low administrative cost ratio Continue to have successful bond elections Continue to have enrollment growth of 1,000/year Continue to have double digit growth in special populations, economically disadvantaged, and LEP enrollment Maintain our standard that 97% of our teachers will be designated as highly qualified The Assumptions Market Driven Salary Plans

Over the next five years, Clear Creek ISD will: Experience tremendous growth in facilities Elementary Schools 25th & 26th planned in 2009 Intermediate Schools 9th planned in 2009 10th planned in 2010 11th planned in 2011 High Schools 6th opened in August of 2007 7th planned in 2010 The Assumptions Market Driven Salary Plans

Step 1: Develop a list of peer school districts We asked questions Which districts are we most like now? Which districts will we look like in the future? We compiled appropriate data from comparable districts Demographic data Staffing plans, organizational charts & job descriptions Pupil teacher ratios Campus Staffing Standards Market Driven Salary Plans

Comparable Districts Cypress Fairbanks Katy Spring Round Rock Fort Bend Plano Lewisville Hayes Humble Conroe Alief Pasadena Campus Staffing StandardsThe Research Market Driven Salary Plans

Campus Staffing StandardsThe Research Market Driven Salary Plans

Step 2: Compare current staffing levels to peer districts We compared our staffing standards to those in comparable districts Where were we similar/different? Were are we most out of line with our peers? We spoke with administrators at each comparable district to understand our differences We found out which positions had the greatest impact on student success? We reviewed job descriptions Campus Staffing StandardsThe Analysis Market Driven Salary Plans

Step 3: Develop Campus Staffing Standards We reviewed all draft standards standards with: Key campus instructional leaders Central office instructional leaders The superintendent’s cabinet Campus Staffing StandardsPlan Development Market Driven Salary Plans

Campus Staffing StandardsHigh School Staffing Standards Market Driven Salary Plans

Step 4: Compare Staffing Standard to Current Staffing to develop a “Needs Analysis” We analyzed campus needs Input from elementary/secondary campus leaders We analyzed programmatic needs Input from central office curriculum leaders Campus Staffing StandardsNeeds Assessment Market Driven Salary Plans

Campus Staffing StandardsNeeds Assessment Market Driven Salary Plans

Step 5: Develop a multi-year plan to achieve accepted staffing standards Campus Staffing We made campus staffing requirements our top priority We prioritized campus needs We developed a phased approach over five years Campus Staffing StandardsDevelop Multi-Year Staffing Plans Market Driven Salary Plans

Campus Staffing StandardsDevelop Multi-Year Staffing Plans Market Driven Salary Plans

Step 6: Develop final multi-year staffing plans The superintendent’s cabinet debated each position and its timing in the draft plan Debate was sometimes heated! Greatest impact on student success Needed to meet expected service levels We kept the staffing plans flexible Unknown budgetary environment (Special Session and HB1) Plans were modified several times as positions were deferred or accelerated according to district or campus need Campus Staffing StandardsFinalize Multi-Year Staffing Plans Market Driven Salary Plans

Campus Staffing StandardsFinalize Multi-Year Staffing Plans Market Driven Salary Plans

Step 1: Develop a list of fast growth school districts We compiled appropriate data from comparable districts Demographic data Staffing plans & organizational charts Pupil teacher ratios Job descriptions We analyzed new campus openings in fast growth districts Katy, Cy-Fair, Spring, Conroe, Humble New Campus Staffing Plans Market Driven Salary Plans

New Campus Staffing PlansThe Research Market Driven Salary Plans

Step 2: Apply staffing standards to elementary, intermediate and high school scenarios We determined which positions were required to open the campus – Year 1 We determined when we needed to hire these staff members Elementary/Intermediate – Only a few front office & support employees were needed early High School – A large number of front office & support employees were needed early New Campus Staffing PlansDevelop Standards Market Driven Salary Plans

New Campus Staffing PlansDevelop Standards Market Driven Salary Plans

Step 3: Develop a “worst case” multi-year financial plan that assumes all required staffing is new to the district We used the approved staffing standards and the timing of new staff to develop a multi-year financial plan New Campus Staffing PlansDevelop Multi-Year Staffing Plans Market Driven Salary Plans

New Campus Staffing PlansStart-up Year Market Driven Salary Plans

New Campus Staffing PlansFirst Full Year of Operations Market Driven Salary Plans

New Campus Staffing PlansSecond Full Year of Operations Market Driven Salary Plans

New Campus Staffing PlansThird Full Year of Operations Market Driven Salary Plans

Step 4: Modify the multi-year financial plan to account for new versus internally transferred positions New positions represent additional cost to the district while transfer positions were cost neutral We met with senior instructional, fine arts, athletics, and career and technology staff to develop the staffing plan New Campus Staffing PlansPlan Modification Market Driven Salary Plans

New Campus Staffing PlansPlan ModificationHigh School – Grades 9 & 10 Market Driven Salary Plans

Step 5: Develop a final multi-year financial plan for opening Clear Springs High School in August of 2007 We populated our financial model with the new/transfer positions When we did this, our actual cost to open Clear Springs was $1 million less than our initial worst case scenario Clear Springs High SchoolStaffing Plans in Action Market Driven Salary Plans

Clear Springs High SchoolStaffing Plan in Action9th & 10th Only – 1200 Students Market Driven Salary Plans

Ready – Set – Hire! Long Range Staffing Plans for High Performance