CCSD Presentation On Teacher Retention
CCSD Presentation On Teacher Retention
TEACHER
VACANCY
UPDATE
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Teacher Vacancy Update
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Teacher Vacancy Update
STUDENT ENROLLMENT
Student Enrollment
330,000
325,000 320,559 321,648
319,917
318,233
320,000
315,000
310,000
304,782
305,000
305,109 299,038
300,000
295,000
290,000
285,000
2016–2017 2017–2018 2018–2019 2019–2020 2020–2021 2021–2022 2022–2023*
Student Enrollment Linear (Student Enrollment)
Student enrollment as of Nevada Department of Education Validation Day for state funded students.
*2022–2023 Student enrollment based on January 2022 projection.
15,300
14,888.70
14,800
14,565.55
14,461.50
14,300
13,938.50
13,800 13,621.90 13,620.00
13,300
12,800
FY17 FY18 FY19 FY20 FY21 FY22 FY23
Licensed employee count does not include positions funded by special education.
FY17 through FY20 was calculated using data from the prior strategic budget system, trying to hold constant current business rules.
FY23 strategic budgets are not final.
950
932.50
912.50
897.30 895.90
900 889.24
850
800
FY17 FY18 FY19 FY20 FY21 FY22 FY23
FY17 through FY20 was calculated using data from the prior strategic budget system, trying to hold constant current business rules.
FY23 strategic budgets are not final.
242.9 243
250 227 228 235.5 230.5
216.4208.5 217 221.5
205 209 209 209 205.5
200 187
159.5 158
150
105
100
57
50 41
0
Elementary Elementary Elementary
Learning Strategist Counselor Assistant Principal
FY17 FY18 FY19 FY20 FY21 FY22 FY23
FY17 through FY20 was calculated using data from the prior strategic budget system, trying to hold constant current business rules.
FY23 strategic budgets are not final.
FY17 through FY20 was calculated using data from the prior strategic budget system, trying to hold constant current business rules.
FY23 strategic budgets are not final.
INITIAL FINDINGS
• The significant increase in the number of planned licensed positions over the
last seven years is outpacing the number of teachers the District can hire.
• Due to the budget and staffing autonomy of school leaders, planned full-time
equivalent positions include:
• Attempts to reduce class sizes and
• An increase in non-classroom licensed positions.
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Teacher Vacancy Update
160 155
140
120
100 88
80 67
60
40
21
20
4 1
0
Zero Vacancies Less than 10% 10% to less than 20% 20% to less than 30% 30% to less than 40% 40% to less than 50%
Number of Schools
Based on planned positions from FY23 strategic budgets for pupil-centered funding and advertised vacancies. Does not include special education vacancies.
PERCENTAGE
School and Vacancy Percentage School and Vacancy Percentage
Kelly ES – 40.74% Cheyenne HS – 23.53%
Escobedo MS – 39.47% Harney MS – 23.44%
Findlay MS – 38.46% Decker ES – 22.86%
Johnston MS – 31.48% McCall ES – 22.22%
Cashman MS – 31.25% Indian Springs MS – 22.22%
Herr ES – 29.55% Wengert ES – 21.88%
Jydstrup ES – 28.95% Katz ES – 21.62%
Hayden ES – 26.19% French ES – 21.21%
Elizondo ES – 25.58% Tom Williams ES – 20.93%
J.T. McWilliams ES – 25.00% Toland ES – 20.69%
Robison MS – 24.44% Mountain View ES – 20.59%
Sunrise Acres ES – 24.39% Lunt ES – 20.00%
Scott ES – 23.68% Robert Taylor ES – 20.00%
As of June 1, 2021. Based on planned positions from FY23 strategic budgets for pupil-centered funding and advertised vacancies.
Does not include special education vacancies.
79.1%
of students at
schools with at
least a 20%
teacher vacancy
percentage are
Black/African
American and
Hispanic/Latino.
• Vacancy rates are not equitably distributed among all schools and all student
groups.
• Challenge for the District to serve the schools with the greatest need and
provide smaller class sizes for all students.
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Teacher Vacancy Update
Next Steps
• Continue marketing the new teacher starting salary.
• Consider incentives for licensed staff to be hired and retained at schools with
the greatest need.
• Work with the Nevada Department of Education on licensure requirements
and licensing reciprocity.
• Explore more alternative certification pathways.
• Optimize internal staff dedicated to internal alternative certification to work on
support and retention of existing staff.
• Improve working conditions through the districtwide implementation of
Multi-Tier Systems of Support for academic, social-emotional, and behavioral
learning.
• Commit to building capacity of new and/or struggling teachers.
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Teacher Vacancy Update
SUPERINTENDENT’S COMMENTS
BOARD DISCUSSION AND QUESTIONS
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Teacher Vacancy Update