Week 4 Part 4

Understanding Personnel Salaries in District Budgets

In reviewing the total personnel salaries in my district's budget the amount is $25,665,983.00. The percentage of personnel salaries in relationship to our total budget is approximately 83.4%.

Analysis and insights regarding the district's total personnel salaries as a percentage of the total budget-

Personnel salaries is a tremendous percentage of our total budget. In the past 3 years we have been reducing our staffing through attritation, knowing that the budget moneys were being affected. Several years ago, I was fortunate to be the first elementary assistant principal hired in our district. We then built several additional elementary campuses and other assistant principals were hired. This position however, was later divided between campuses to help with cost. However, it was analyzed and duties were reassigned with the counselor and full time assistant principals were put on all campuses. This is just one example of how districts have to analyze the positions needed, the duties performed and the results accomplished. My district did a program reduction in the spring. Many programs were dissolved and positions ended. Reassignments were made where possible, but this process effected the total budget and district personnel salaries. In looking at all the areas of the budget that could be cut, the district personnel salaries was one that provided money adjustments for the district.

The positive and negative impact associated with a five percent salary increase for all personnel-

Salary increase is always a moral booster. But sometimes it is not the amount of money that you are increased, it is the statement that the increase represents. The action acknowledges you for what you do and why you do it. In education, money is usually not the driving factor for our job choice; however, it has become increasingly better over the years. But a pay raise at all levels says we are a team and the team is important. I can remember one year our district did not give any raise at all, but the custodians all had new uniforms paid for by the district that year. Now needless to say this was no fault of the custodial staff, but some feelings were ruffled because it looked like the district had "Robbed Peter to Pay Paul". The negative impact was felt the rest of the year. This past year our district was looking at a tremendous loss in funding as were many districts. As our superintendent was analyzing what might need to be done,one of the options was to let all our 1-3 year probationary teachers go. Many of our district employees voiced that they would take a 10% pay cut to be able to keep all our staff. This was truly a gesture of compassion from our "education" family. However, our district did not do that. Our probationary teachers were let go...and that was very difficult on our school and community. But our superintendent, central office staff and board worked very hard during these last few months on the financial situation of our district. They have hired back most all the people that were let go, but there was no raise for this year. Looking at the calculation of what might have been if we had increased the 5% compaired to having a job, I believe I can speak for almost all the district in saying I am glad to have a job. Sometimes it is not all about the money.
But looking at this activity 5% overall can be a substantial amount when trying to find the funding for all staff. It is a tremendous responsibility for the superintendent and board to make a committment to raising salaries. It is not always as easy as it sounds. These ecomonic times are showing us that.