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Home My WebLink AboutSchools HR Report 2000-01 ALBEMARLE COUNTY PUBLIC SCHOOLS DEPARTMENT OF HUMAN RESOURCES RECRUITMENT, SELECTION, AND RETENTION REPORT 2000-2001 SCHOOL YEAR (As of September 30, 2000) TABLE OF CONTENTS INTRODUCTION ............................................................................................................. 1 EXECUTIVE SUMMARY ................................................................................................. 2 THE REPORT Overview ............................. : ........................................................................ i ........ 5 Critical Issues ..................................................................................................... 12 Recommendations - Based on Critical Issues .................................................... 14 Conclusion .......................................................................................................... 17 APPENDIX Table 1: Table 2: Table 3: Table 4: Table 5: Table 6 Table 7: Table 8: Table 9: Student Ethnic Distribution .................................................................. 19 Employee Ethnic Distribution .................................. ............................ 20 Teaching Field Demographics ............................................................ 31 Administrative Staff Demographics ..................................................... 32 1999-2000 and 2000-2001 Recruitment Schedules ............................ 33 Summary of 1999-2000 Recruitment Trip Results .............................. 37 Newly Employed Teaching Staff ......................................................... 38 Personnel Characteristics of New Teaching Staff, 1992-2000 ............ 44 Teaching Staff Turnovers .................................................................... 45 INTRODUCTION Since 1995-96, the Human Resources Department has provided the School Board with a yearly report on Recruitment, Selection, and Retention. This year's report utilizes a somewhat different structure than in previous years in that the main body of the report is divided into sections that provide overview information, define critical issues, and present recommendations based on the critical issues. In addition, graphs and charts are interspersed within the main body of the report to amplify the information being presented. As in past reports, additional information about teacher recruitment and overall staff demographics is also provided in an Appendix. Information from this report will be used to guide and inform the Division's overall recruitment efforts during the coming year and into the future. EXECUTIVE SUMMARY Since 1995-96, the Human Resources Department has provided the School Board with a yearly report on Recruitment, Selection, and Retention. Information from this report will be used to guide and inform the Division's Overall recruitment efforts during the coming year and beyond. Following is a summary of major information provided in the report: Through September 30, 2000, the Albemarle County School Division hired 176 new teachers and 146 new classified staff, for a total of 322 new employees. This level of hiring contrasts with the 256 new employees (140 teachers and 1t6 classified staff) hired as of September 30, 1999. The past six years shows an increasing turnover trend for both teachers and classified employees. Since September of 1999, 27 teachers retired as compared to 15 in 1999, or an increase of 80%. There has been a steady increase in teacher retirements over the past six years. Overall teacher retention remained relatively stable over five of the past six years, between 91.5% and 95.9%. However, for the past year, teacher retention dropped to 85.5%. For the 2000-2001 school year, the School Division hired 13 new minority teachers, which is less than the 22 hired for the 1999-2000 school year. Over the past six years, the number of minority teachers in the School Division has shown an overall increase from 70 in 1995-1996 to 79 in 2000-2001, or about 12.9%. During this same period, the overall number of all minority employees, including teachers, has grown from 278 to 316, or about 13.7%. Nine minority administrators have also been appointed or promoted during this period. 2 Attrition of minority teachers continues to present a major challenge. While the School Division has hired 77 minority teachers over the past six years, the net increase in minority teachers has only been 9. The following major recommendations, addressing the critical areas of Compensation, Professional Development, Recruitment, and Retention, are presented in the report: Compensation Raise teacher salaries to a minimum of $30,000. Further, adjust the lower end of the teacher salary to bring it to market and maintain the upper end of the scale at market. Professional Development Increase the current professional development stipend to cover the cost of at least one graduate course per year for teachers holding a Bachelor's degree and offer a $1,000 salary stipend to teachers earning 15 hours towards a Master's degree. Provide tuition assistance to employees for coursework that will certify them as teachers or add' endorsement areas in high need areas (Math, Science, Special Education) to existing certificates. Recruitment · Accelerate the overall teacher recruitment schedule. Target teacher recruiting at post-secondary institutions that have strong programs in the areas of Special Education, Technology Education, Science, Math, and Library/Media Studies. 3 Continue to offer early contracts for teaching positions in all areas, with particular emphasis on minority teachers and hard-to-fill positions'. Further, continue to utilize principals as the key decision-makers in this process as a means of maintaining the quality of individuals to whom early contracts are offered. Seek additional post-secondary institutions for recruiting minority teaching candidates. Increase the use of the Human Resources Web Page to recruit for all teaching and classified positions and make it easier to apply for positions. Work with community business leaders to provide inducements such as Iow-cost loans and elimination of apartment rental deposits for new employees coming to the area. Retention · Continue to focus on mentoring for both new teachers and administrators. Assign specific responsibility within the Human Resources Department to collect more comprehensive data on why employees leave. Continue to implement Cultural Competence training so that it is provided to all employees as a means of improving the overall working environment. 4 RECRUITMENT, SELECTION, AND RETENTION REPORT NOVEMBER, 2000 OVERVIEW · Introduction As of September 30, the Albemarle County School Division employed a total work force of 2,135. For Fiscal Year 2000-2001, the appropriated budget for salades is $62,025,156 and the appropriated budget for benefits is $17,970,952. This represents a total compensation budget of $79,996,130, or about 81.7% of the total operating budget. Of the total compensation budget, 75.6% is earmarked for salaries, as shown in the graph below: Schools Compensation Analysis Retirement 9.6% FICA 5.9% Other Salades 1.7% OverlJme O2% Medical/Dental 5 Other Benefits 1.0% Salaries 75.6% 5 · Overall Hiring Trends Through September 30, 2000, the Albemarle County School Division hired 176 new teachers and 146 new classified staff, for a total of 322 new employees. (Additional staff has been hired since the data was assembled for this report.) This level of hidng contrasts with the 256 new employees (140 teachers and 116 classified staff) hired as of September 30, 1999. The necessity to hire 66 additional new employees over last year is indicative of an upward turnover trend, especially in terms of teachers, that can be seen in the table and graphs below: NEW EMPLOYEES 9-30-1995 9-30-1996 9-30-1997 9-30-1998 9-30-1999 9-30-2000 Teachers 73 85 89 145 140 176 Classified 107 109 100 155 116 '146 I OTeachers ,Classified 9-30-1995 9-30-1996 9.30-1997 9-30-1998 9-30-i999 9-30-2000 While the level of teacher hiring remained fairly stable through 1997, there was a significant jump in 1998 and another in 2000. Classified hiring showed a major increase from 1997 to 1998, followed by a decrease in 1999 and another significant increase in 2000. The six years in total, however, indicate an upward trend in turnover that is of concern. 6 · Teacher Retirements Since September of 1999, 27 teachers retired as compared to 15 in 1999,. or an increase of 80%. The graph below shows an increasing number of teacher retirements over the past six years. Teacher retirements significantly increased from 1995 to 1997, leveled off between 1997 and 1999, and increased significantly again in the year 2000. Retired Teachers 30- 25- 20- 1995 1996 1997 t 998 Year This trend will undoubtedly continue as the Division's teaching force ages and takes advantage of the State's eady retirement initiative that provides a significant retirement benefit after 30 years of service. For these same reasons, retirements will also. impact on the Division's administrative Staff. The graphs on the following page provide information on the age distribution of Albemarle County teachers and administrators. This information clearly foreshadows a large number of retirements in the near future. 7 60 AGE DISTRIBUTION OF ALBEMARLE COUNTY TEACHERS 2000-2001 SCHOOL YEAR (As of September 30, 2000) ~ 50 ~. 30 E Z 10 Age 9 7 Z.O3 AGE DISTRIBUTION OF ALBEMARLE COUNTY ADMINISTRATORS. 2000-2001 SCHOOL YEAR (As of September 30, 2000) 27 28 31 32 33 35 38 3g 40 41 42 43 45 46 47 48 49 50 51 52 5:~ 54 56 57 6{) 65 Age · Teacher Retention Overall teacher retention remained relatively stable over five of the past six years, between 91.5% and 95.9% However, for the past year, teacher retention dropped to 8 85.5% The recent drop reflects the increasing number of retirements, a competitive teacher job market, and a competitive job market in general. It is probable that the past year is a precursor of longer term teacher retention problems, especially given the age of the overall teaching population in Albemarle County. The problem is exacerbated by the increasing trend of teachers leaving the profession dudng the first' five years of employment as teachers because of salary and job satisfaction issues. Of further concern is the fact that of the teachers leaving, approximately 70% had more than five years of experience in Albemarle County and other systems. Conversely, approximately 64% of the teachers hired had less than five years of experience. The graph below provides the six-year trend on teacher retention. The graph on the following page provides three-year trend information on the experience level of teachers leaving Albemarle County during this period. Teacher Retention Rates 90- 84 1995 1996 1997 1998 1999 Year 2000 ,J 9 TEACHERS LEAVING EMPLOYMENT 100- 30 20 10 0 0-5 yrs 6-10 yrs 11-15 yrs 16-20 yrs 21-25 yrs 26-30 y rs 31-35 yrs Years of Teaching Experience in Albematte County 1310/1/97 - 9r30/98 Q 10/1FJ8 - 9/30/99 1310/1/99-9/30/00 · Minority Hiring Hiring of minority teachers continues to be a major need and focus area for the Division. It is the philosophy of the School Division that the teaching staff should reflect the diversity of the student population. A School Board/Superintendent Priority for 2000- 2002 to make progress in achieving this level of diversity within the teaching staff reflects this philosophy. Competition for minodty teachers is intense, both among school divisions and with the private sector because both education and business understand the need to have a diverse work force. The competition of the private sector is especially difficult for educational organizations because of the opportunity for higher levels of compensation. Because of these factors, the U.S. Department of Education predicts that during the next several years, only 5% of the nation's teachers will be minorities, even though the nation's minority student population will be 40%. 10 For the 2000-2001 school year, the School Division hired 13 new minority teachers, which is less than the 22 hired for the 1999-2000 school year. Over the past six years, the number of minority teachers in the School Division has shown an overall increase from 70 in 1995-1996 to 79 in 2000-2001, or about 12.9%. During this same period, the overall number of all minority employees, including teachers, has grown from 278 to 316, or about 13.7%. Nine minodty administrators have also been appointed or promoted dudng this pedod. Attrition of minority teachers continues to present a major challenge. While the School Division has hired 77 minority teachers over the past six years, the net increase in minority teachers has only been 9. This situation points to the need for increased focus on retention of minority teachers, especially given the fact that retention for all teachers is 85.5%. The first graph below provides information on teacher ethnic distribution of the total teaching staff. The second graph below provides information on the ethnic distribution of newly employed teaching staff. A third graph on the following page provides a comparison of the minority distribution of students and teachers with neighboring school divisions. TOTAL, ~ ST,~M~F N k'~d~lI.Y EMJPi. OYE~) TF~i~CHBiCa .S~TJM:F African-American = 61 American Indian = 0 Asian = 8 Hispanic = 10 White = 987 African-American = 9 American Indian = 0 Asian = 1 Hispanic = 3 White = 163 11 Minority Distribution in Area School Divisions 10% 0% Albemarle Charlottesville F'luvanna Lot.isa Orange I O Student~ EITeacher~I CRITICAL ISSUES Following is a summary of critical issues related to the recruitment and employees: retention of · Competitive Salaries Competitive salaries for all employees needs to remain a major focus for the School Division. The recent survey done in conjunction with the Palmer and Cay Consulting Group showed that overall salaries for both teachers and classified staff are approximately 5% off the competitive market. For teachers, compensation at the lower end of the scale is particularly problematic. Currently, the starting salary for teachers is $28,803, with the first three steps of the scale paid at this same level. The salary after five years of experience is only $30,521. This situation is making it extremely difficult to 12 recruit and retain new teachers, especially given the fact that a teachers leave the profession during their first five years. large number of Benefits It has been recommended that Albemarle County maintain a benefits structure that is at 105% of the market. This is an extremely positive step. However, the benefits structure could be made more attractive by giving new employees the opportunity to choose between the defined benefit Virginia Retirement System (VRS) plan or a defined contribution structure such as 401 K, 403B, or 457 plans. Such a change could result in savings that could be applied to increasing salaries. It would also allow for greater mobility and allow for financial growth even when employees take leave for family- related or other reasons. This change, however, would require action by the Virginia General Assembly. (The School Board has adopted a legislative position to study this issue.) An overall lack of flexibility in the Division's benefits structure is also an area of concern. · Professional Development The School Division currently offers a vadety of professional development opportunities for all staff. Teacher mentofing programs have also been strengthened. However, the current professional development stipend ($100) is inadequate and there is no provision for the School Division to pay for coursework that would help employees meet critical hiring needs. There is also no provision for providing assistance to teachers seeking National Board Certification, a process that costs approximately $2,300. · Recruitment Increasingly aggressive recruiting structures will need to be implemented for both classified and teaching positions. The School Division will also need to seek additional 13 and innovative ways to market itself as a good place to work. The environment for minority recruiting has only become more competitive in terms of both other school divisions and the private sector. Retention In addition to providing a strong compensation structure and opportunities for professional development, strong retention will also hinge on the overall quality of the work environment. Minority retention is a major problem that must be addressed. More comprehensive data on why employees leave needs to be collected. RECOMMENDATIONS - BASED ON CRITICAL ISSUES Following are specific recommendations based on the aforementioned Critical Issues: Competitive Salaries a) Yearly data needs to be collected to determine the Division's status relative to the competitive market for all positions, with this data being used to develop · yearly salary recommendations that will maintain market competitiveness for both teachers and classified employees. (This yearly data collection will be implemented.) b) Raise teacher salaries to a minimum of $30,000 and eliminate the existing structure that pays teachers on the first three steps at the same level. Further, adjust the lower end of the teacher salary scale to bdng it to market and maintain the upper end of the scale at market, it would be a mistake to increase effort on the lower end of the teacher salary scale and lose emphasis on salaries for experienced teachers. 14 Benefits a) Aggressively pursue legislative changes that would allow new employees to opt into a defined contribution retirement plan. Continue the development of Compensation, with emphasis on (benefits) compensation. the Five-Year Strategic Plan for Total creative, flexible approaches to. non.cash · Professional Development a) Increase the current professional development stipend to cover the cost of at least one graduate course per year for teachers holding a Bachelor's degree and offer a $1,000 salary stipend to teachers earning 15 hours towards a Master's degree. b) Provide tuition assistance to employees for coursework that will certify them as teachers or add endorsement areas in high need areas (Math, Science, Special Education) to existing certificates. c) Provide financial assistance to teachers seeking National Board Certification. · Recruitment a) Implement strategies to increase personal connections with students, Recruitment Coordinators, and Education Deans at post-secondary institutions. (The recent "Excellence in Education" Seminar is an example of such a strategy. Another is having the Recruitment Coordinator and other staff speak to Education classes and/or provide seminars in areas such as interviewing and resume development for these students.) 15 b) Accelerate the overall teacher recruitment schedule so that the Veteran Teacher and On-Site events are held earlier. (This change is being implemented. These events will be held in December and February, respectively.) c) Continue to analyze the return on investment for the vadous out-of-town recruiting events attended and make changes as needed. d) Target teacher recruiting at post-secondary institutions that have strong programs in the areas of Special Education, Technology Education, Science, Math, and Library/Media Studies. e) Continue to offer early contracts for teaching positions in all areas, with particular emphasis on minority teachers and hard-to-fill positions. Further, continue to utilize principals as the key decision-makers in this process as a means of maintaining the quality of individuals to which early contracts are offered. (Of the 77 early contracts offered, 50 candidates accepted and became members of our School Division for the 2000-2001 school year.) Seek additional post-secondary institutions for recruiting minority teaching candidates. (For example, this year, the Division will recruit at the University of Florida, which trains a large number of minority teaching candidates.) .g) Work with community business leaders to provide inducements such as Iow-cost loans and elimination of apartment rental deposits for new employees coming to the area. h) Increase the use of the Human Resources Web Page to recruit for all teaching and classified positions and make it easier to apply for positions. 16 Continue to work with individual departments on recruitment initiatives for specific positions. (Recent work with the Transportation Department on bus driver recruitment is an example of this approach.) · Retention a) Continue to focus on compensation structures and professional development opportunities and their impact on retention. b) Continue to focus on mentoring for both new teachers and administrators. c) Assign specific responsibility within the Human Resources Department to collect more comprehensive data on why employees leave. (ThiS duty has been assigned to the new Employee Relations Coordinator.) d) Continue to implement Cultural Competence training so that it is provided to all emploYees as a means of improving the overall working environment for all employees. d) Utilize the BACOR ("Building a Community of Recruiters") group to make personal connections with new minority employees to help them feel welcome and comfortable when coming to this area to work. CONCLUSION The recruitment and retention of a quality work force is a function of the interaction of a number of factors, including both compensation-related factors, and the quality of the work environment. The School Division's success in the coming years in maintaining a high quality work force in an extremely competitive environment will be a function of the Division's ability to continually focus on these areas and to operate in a proactive 17 manner versus a reactive one. It will also be essential for the School Division to be organizationally agile to address a fast-changing employment environment. The long- term quality of the educational and support services provided by the School Division are contingent on the Division's ability to attract and retain quality employees. 18 ALBEMARLE COUNTY pUBLIC SCHOOLS STUDENT ETHNIC DISTRIBUTION 2000-2001 SCHOOL YEAR 'As of Se 30__~, ~ AMERICAN ASIAN AFRICAN HISPANIC[ INDIAN AMERICAN SCHOOLS AGNOR-HURT ~ROADUS WOOD LE 3ALE CROZET GREER HOLLYMEAD WETHER LEWIS RAY ELEM. HILL ;COTTSVILLE STONE-ROBINSON STONY POINT WOODBROOK ;EY # % # % # % 23 2 124 WHITE # % # % 23 386 3 415 12 271 39 373 11 3O9 42 229 6 518 4 458 1 213 16 143 1 175 3 404 6 248 4 336 6 86 Table 1 TOTAL BURLEY HENLEY JOUETT SUTHERLAND WALTON 7 7 25 10 17 321 552 437 520 469 HIGH ALBEMARLE H.S. MONTICELLO H.S. MURRAY WESTERN ALBEMARLE ENTERPRISE 37 33 O. 11 0 1262 822 5O 899 8 SCHOOLS A--~OR-HURT BROADUS WOOD BROWNSVILLE CALE CROZET GREER HOLLYMEAD MERIWETHER LEWIS MURRAY E.S. RED HILL SCOTTSVILLE STONE-ROBINSON STONY POINT WOODBROOK ;EY ;URLEY M.S. HENLEY M.S. JOUETT M.S. SUTHERLAND M.S. WALTON M.S. BEMARLE H.S. 4TICELLO H.S. IRRAY H.S. NESTERN ALBEMARLE H.S. Table 2 ALBEMARLE COUNTY PUBLIC SCHOOLS EMPLOYEE ETHNIC DISTRIBUTION TOTAL NO. OF EMPLOYEES 2000-2001 SCHOOL YEAR o_.f Septembe__[r 30.__z, 2000~ AFRICAN~- --~ WHII~ AMERICAN [ HISPANIC # % # % ' # % 66 46 41 50 46 4 72 63 6 53 52 1 69 64 2 64 57 6 49 49 0 37 35 2 28 26 1 33 31 1 76 72 4 48 45 2 73 68 5 26 25 1 48 39 9 60 52 6 50 42 8 59 57 2 72 64 7 15 175 159 119 103 16 15 99 91 6 ASIAN # % AMERICAN INDIAN # % 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 TOTAL MINORITY EMPLOYEES EMPLOYEE ETHNIC DISTRIBUTION continued... SCHOOLS BUS SHOP SCHOOL BOARD MAINTENANCE SHOP MEDIA CENTER SUPERINTENDENT'S OFFICE FEDERAL/COMMUNITY EDUCATION NSTRUCTION SPECIAL SERVICES COMMUNITY EDUCATION FISCAL SERVICES BUILDING SERVICES SUPPORT & PLANNING SCHOOL TECHNOLOGY HUMAN RESOURCES FOOD SERVICES RESOURCE CENTER TOTAL NO. OF EMPLOYEES WHITE # % 237 9 37 5 3 2 1 16 14 13 69 56 116 3 3 13 13 14 10 93 80 3 2 AFRICAN- AMERICAN # % HISPANIC ASIAN AMERICAN INDIAN # % # % # % Table 2 ----'-'~-OTAL MINORITY EMPLOYEES # % 1 1 2 1 1 72 0 2 63 0 0 0 3 0 2 0 1 0 2 0 1 0 1 o 0 0 74 0 0 0 0 0 4 0 13 0 1 ICATEC SCHOOLS CHARLOTTESVILLE-ALBEMARLE TECHNICAL TOTAL NO. I I AFRICAN- OF . WHITE AMERICAN EMPLOYEES # % 36 7 ~ EDUCATION CENTER HISPANIC I ASIAN ~ TOTAL AMERICAN / MINORITY INDIAN ! EMPLOYEES EMPLOYEE ETHNIC DISTRIBUTION continued... TOTAL NO. SCHOOLS OF EMPLOYEES OR-HURT 66 BROADUS WOOD 46 BROWNSVILLE 50 72 ;ROZET 53 GREER 69 HOLLYMEAD 64 MERIWETHER LEWIS 49 E.S. 37 HILL 28 SCO~-FSVILLE 33 STONE-ROBINSON 76 STONY POINT 48 ODBROOK 73 26 BURLEY M.S. 48 iNLEY M.S. 60 OUETT M.S. 50 ,UTHERLAND M.S. 59 WALTON M,S. 72 ALBEMARLE H.S. 175 MONTICELLO H.S. 119 MURRAY H.S. 16 WESTERN ALBEMARLE H.S. 99 TEACHERS TOTAL # OF EMPLOYEES AFRICAN WHITE MINORITY WHITE AMERICAN # % # % 8 5 46 4 63 9 52 1 64 5 57 7 49 0 35 2 26 2 31 2 72 4 45 3 68 5 25 39 9 52 8 42 8 57 2 64 8 159 16 103 16 15 91 # % 41 28 27 42 31 40 37 36 21 18 21 -44 28 45 14 32 43 37 48 49 129 85 12 75 HISPANIC % # % 2 2 0 3 2 1 0 2 1 4 0 1 1 0 2 0 1 0 2 0 1 0 6 0 6 1 5 0 0 1 3 0 6 1 6 1 0 0 3 ASIAN # % 2 0 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 2 Table 2 AMERICAN INDIAN # % 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 EMPLOYEE ETHNIC DISTRIBUTION continued... TOTAL NO, SCHOOLS OF EMPLOYEES BUS SHOP SCHOOL BOARD TENANCE SHOP ~IA CENTER SUPERINTENDENT'S OFFICE FEDERAL/COMM. EDUCATION INSTRUCTION SPECIAL SERVICES COMMUNITY EDUCATION FISCAL SERVICES ~UILDING SERVICES ;UPPORT & PLANNING SCHOOL TECHNOLOGY HUMAN RESOURCES SERVICES qESOURCE CENTER TOTAL # OF EMPLOYEES WHITE MINORITY WHITE # % # % # % # 237 63 0 9 9 0 0 0 37 34 3 0 0 5 3 2 0 0 2 1 1 0 0 10 8 2 0 0 16 15 1 2 0 14 13 1 2 0 0 69 56 13 0 6 5 1 0 0 116 42 74 0 0 3 3 0 0 0 13 i3 0 0 0 14 10 4 0 0 93 80 13 0 0 3 1 0 0 TEACHERS Table 2 AFRICAN AMERICAN HISPANIC % # % AMERICAN ASIAN INDIAN # % # % 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ~i/:!,~ 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 '0 0 0 0 0 SCHOOLS CHARLOTTESVILLE-ALBEMARLE TECHNICAL EDUCATION CENTER TOTAL NO. OF EMPLOYEES 36 TOTAL # OF EMPLOYEES TEACHERS AFRICAN WHITE MINORITY WHITE AMERICAN HISPANIC # % # % # % # % # % 29 7 15 4 AMERICAN ASIAN I ~INDIANo, 0.0 EMPLOYEE ETHNIC DISTRIBUTION continued... SCHOOLS :OR-HURT :~OADUS WOOD qOWNSVILLE CROZET GREER )LLYMEAD 'ETHER LEWIS URRAY E.S. HILL SCOTTSVILLE STONE-ROBINSON STONY POINT ~ODBROOK ;EY BURLEY M.S. LEY M.S. IOUETT M.S. ;UTHERLAND M.S. ;MARLE H.S. MONTICELLO H.S. URRAY H.S. 'ERN ALBEMARLE H.S. TOTAL NO. OF EMPLOYEES 66 46 50 72 53 69 64 49 37 28 33 76 48 73 26 48 60 50 59 72 175 '119 16 99 TOTAL # OF EMPLOYEES WHITE MINORITY WHITE # % 58 41 46 63 52 64 57 49 35 26 31 72 45 68 25 39 52 42 57 64 159 103 15 91 # % 2 2 2 4 3 5 9 8 8 2 8 16 16 1 8 # % 2. 1 1 1 1 2 2 1 1 1 1 2 1 1 1 0 2 4 4 2 3 ADMNISTRATORS* AFRICAN AMERICAN HISPANIC # % # % ASIAN # % 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 2 0 0 0 i 0 i 0 0 0 3 0 2 0 0 0 i 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ~::::~ 0 0 Table 2 AMERICAN INDIAN # % 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 EMPLOYEE ETHNIC DISTRIBUTION continued... TOTAL NO. SCHOOLS OF EMPLOYEES BUS SHOP SCHOOL BOARD vlAINTENANCE SHOP vlEDIA CENTER ;UPERINTENDENT'S OFFICE :EDERAtJCOMM. EDUCATION qSTRUCTION SPECIAL SERVICES COMMUNITY EDUCATION =ISCAL SERVICES ;UILDING SERVICES SUPPORT & PLANNING SCHOOL TECHNOLOGY HUMAN RESOURCES FOOD SERVICES RESOURCE CENTER TOTAL# OF EMPLOYEES ADMNISTRATORS* AFRICAN WHifF- MINORITY WHITE AMERICAN HISPANIC ASIAN # % # % # % # % # % # % 0 237 63 0 0 9 9 0 37 34 3 1 0 0 5 3 2 1 0 0 0 .... 2 1 1 1 0 0 0 4 2 0 0 10 8 2 !:":~':;:~'!~ 16 15 1 10 I 0 0 :: 14 13 1 5 0 0 0 69 56 13 0 0 0 0 6 5 1 I 0 0 0 116 42 74 2 0 0 0 3 3 0 1 0 0 0 13 13 0 4 0 0 0 14 10 3 1 0 0 93 80 1 0 0 0 3 2 1 0 0 0 Table 2 AMERICAN INDIAN # % 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 CHARLOTTESVILLE-ALBEMARLE TECHNICAL EDUCATION CENTER TOTAL # OF EMPLOYEES ADMNISTRATORS* IC I TOTAL NO. SCHOOLS OF EMPLOYEES WHITE MINORITY # % # % 7 *Includes Guidance Directors, Athletic Directors, and other Directors AFRICAN WHITE AMERICAN HISPANIC # % # % # % ASIAN o¥ AMERICAN 0 =_MPLOYEE ETHNIC DISTRIBUTION continued... SCHOOLS AGNOR-HURT Office Associates Teaching Assistants* BROADUS WOOD Office Associates Teaching Assistants* BROWNSVILLE Custodians Office Associates Teaching Assistants* CALE Office Associates Teaching Assistants* CROZET Office Associates Teaching Assistants* GREER Office Associates Teaching Assistants* HOLLYMEAD Office Associates Teaching Assistants* MERIWETHER LEWIS Office Associates Teaching Assistants* MURRAY E.S. Office Associates Teaching Assistants* RED HILL Office Associates Teaching Assistants* ~COTTSVlLLE Office Associates Teaching Assistants* ~TONE-ROBINSON Office Associates Teaching Assistants* TOTAL NO. OF EMPLOYEES 66 46 5O 72 53 69 64 49 37 28 33 76 TOTAL fi OF EMPLOYEES SUPPORT STAFF Table 2 WHITE MINORITY # % # % 41 5 46 4 63 9 52 1 64 5 57 7 49 0 35 2 26 2 31 2 72 4 WHITE AFRICAN AMERICAN 2 13 2 10 3 3 15 2 10 1 6 % # 0 3 0 0 0 0 0 0 2 0 0 0 1 0 0 1 0 0 L HISPANIC # % 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ASIAN J INDIAN # % # % 0 0 0 0 · · 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ':: 0 EMPLOYEE ETHNIC DISTRIBUTION continued... TOTAL NO. SCHOOLS OF EMPLOYEES ,NY POINT. .48 - Office Associates Teaching Assistants* BROOK 73 Office Associates Teaching Assistants* =y 26 Office Associates Teaching Assistants* BURLEY M.S. 48 Office Associates Teaching Assistants* HENLEY M.S. 60 Office Associates Teaching Assistants* IOUETT M.S. 50 Office Associates Teaching Assistants* ~UTHERLAND M.S. 59 Office Associates Teaching Assistants* M.S. 72 Office Associates Teaching Assistants* H.S. 175 Office Associates Teaching Assistants* MONTICELLO H.S. 119 Office Associates Teaching Assistants* MURRAY H.S. 16 Office Associates Teaching Assistants* WESTERN ALBEMARLE H.S. 99 Office Associates Teaching Assistants* TOTAL # OF EMPLOYEES SUPPORT STAFF AFRICAN WHITE MINORITY WHITE AMERICAN HISPANIC ASIAN # % # % # % 45 3 68 5 25 1 39 9 52 8 42 8 57 2 64 8 159 16 103 16 15 1 91 8 # % 2 20 1 9 3 4 3 4 3 1 3 5 4 9 8 18 1 0 7 6 # % 0 1 0 3 0 0 0 1 0 0 0 2 0 0 0 4 1 5 3 4 0 1 0 # % 0 0 1 0 0 0 o o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Table 2 AMERICAN INDIAN # % 0 1 0 0 0 0 0 0 0 0 EMPLOYEE ETHNIC DISTRIBUTION continued... TOTAL NO. SCHOOLS ;SHOP Auto. Mech./Tech/Svc. Asst. Bus Ddvers Driver Supervisors Driver Trainers (inc. Assistants) Groundskeepers Lead Bus Drivers Office Associates Parts & Service Clerks/Mngrs. Routing Coordinator (inc. Assist) Special Transp. Needs Coord. Special Ed. Car Driver Transp. Operations Coord. Shop Supervisor Transportation Assistants Transportation Specialists INSTRUCTION Office Associates SPECIAL SERVICES Family Specialists Office Associates Teaching Assistants* SCHOOL BOARD Clerks MAINTENANCE SHOP Maintenance Workers Maintenance Mechanics Carpenters and Foremans Electricians and Foremans Energy Management Tech. HVAC Mechanics/Technicians Plumbing Foreman Sup. of Facilities Management Office Associates/Specialists MEDIA CENTER Couders Office Associates/Specialists OF EMPLOYEES -237 16 15 1 14 13 1 9 9 0 37 34 3 TOTAL # OF EMPLOYEES WHITE MINORITY # % # % 174 WHITE SUPPORT STAFF AFRICAN AMERICAN HISPANIC ASIAN % # % # % # 8 0 0 0 0 105 2 0 0 3 0 0 0 0 1 I 0 0 2 0 0 0 1 1 0 0 0 1 0 0 8 3 0 0 1 0 0 0 1 0 0 0 25 7 0 0 0 0 0 1 3, 0 0 0 3 0 0 0 1 1 0 0 2 0 0 0 2 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 1 0 0 5 3 2 10 5 3 3 1 4 1 1 5 0 0 0 1 0 Table 2 AMERICAN INDIAN 0 1 0 0 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 EMPLOYEE ETHNIC DISTRIBUTION continued... TOTAL # OF EMPLOYEES SUPPORT STAFF Table 2 SCHOOLS TOTAL NO. OF EMPLOYEES SUPERiNTENDENT~S OFFICE 2 Office Associates :EDERAL/COMM. EDUC. 10 Office Associates ~IUNITY EDUCATION 69 Assistants Head Teachers Special Needs Assistants Teachers Teachers - Morning Program Program Specialist Office Associates FISCAL SERVICES 6 Fiscal Services Assistant Office Associates/Bookkeepers BUILDING SERVICES 116 Custodial Supervisors Custodians Lead Custodians Maintenance Workers ;UPPORT & PLANNING 3 Office Associates ;CHOOL TECHNOLOGY 13 Office Associates Support Staff tUMAN RESOURCES 14 Office Associates/Specialists :OOD SERVICES 93 Food Service Associates Food Service Asst. Managers Food Service Managers Office Associates RESOURCE CENTER 3 Resource Associates WHITE MINORITY # % # % 8 2 56 13 5 1 42 74 3 0 13 0 10 4 80 13 WHITE # % 12 13 2 26 1 1 1 1 3 5 0 2 1 8 7 AFRICAN AMERICAN # % 3 1 2 3 1 0 0 0 1 1 57 0 0 0 3 12 0 0 0 HISPANIC # % 0 0 0 1 0 0 0 0 0 2 0 0 0 0 0 AMERICAN ASIAN INDIAN # % # % 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 O' 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 *Teaching Assistants include Computer Lab Asst., Chorus Accompanist, Library Asst, ISS Asst, School Nurse, etc. EMPLOYEE ETHNIC DISTRIBUTION continued... CHARLOTTESVILLE-ALBEMARLE TECHNICAL EDUCATION CENTER Table 2 SCHOOL OF EMPLOYEES Ei : 36 suPPORT STAFF AFRICAN ~------~ ~- AMERICAN AMERICAN i~ ASIAN [ ~ 3 Table 3 ALBEMARLE COUNTY PUBLIC SCHOOLS CHING FIELD DEMOGRAPHICS GENDER ETHNIC BACI(GROUND Atrrica---~--' -- TEACHING FIELD Female Male White American Hispanic Asian Indian Count Percent Count Pe,~cent Count Percent Count Percent Count Percent Count Percent Count Percent English ~ ~ ~ ~ 0 Language A~s 17 ~ ~ ~ 3 ~ ~ 1 0 Music 21 {~ 7 ~ School Psychologists 11 ~(;~ 2 ~ , 0 ~,~ 0 Science 26 ,¢ 23 ~ , ,~:? Social Studies 27 ~ 28 , '' ~ 4 ~,~ o~ o Vocational Education I 9 ~ Other 33 13 ~ Table 4 ALBEMARLE COUNTY PUBLIC SCHOOLS IISTRATIVE STAFF DEMOGRAPHICS* ' GENDER ETHNIC BACKGROUND PLACE OF WORK ~ FEMALE MALE WHITE AMERICAN HISPANIC ASIAN INDIAN TOTAL ELEMENTARY SCHOOLS Agnor-Hurt 1 1 2 0 0 0 0 2 'Broadus Wood 1 0 I 0 0 0 0 1 Brownsville 0 1 1 0 0 0 0 1 Cale 1 I 1 1 0 0 0 2 Crozet 1 0 1 0 0 0 0 1 Greer I I 2 0 0 0 0 2 Hollymead ' 2 0 2 0 0 0 0 2 Meriwether Lewis 1 0 I 0 0 0 0 1 Murray Elem. 0 1 1 0 0 0 0 1 Red Hill 1 0 1 0 0 0 0 1 Scottsville 1 0 I 0 0 0 0 1 Stone-Robinson 2 0 2 0 0 0 0 2 Stony Point 0 1 1 0 0 0 0 1 Woodbrook 0 1 I 0 0 0 0 1 0 1 1 0 0 0 0 1 MIDDLE SCHOOL8 Burley 1 1 0 2 0 0 0 2 Henley 0 2 2 0 0 0 0 2 JoueE 1 1 1 1 0 0 0 2 Suthedand 1 1 1 1 0 0 0 2 Walton 1 1 2 0 0 0 0 2 Albemarle 4 3 4 3 0 0 0 7 Monticello 3 3 4 2 0 0 0 6 Murray 2 0 2 0 0 0 0 2 Western Albemarle 2 2 3 1 0 0 0 4 Bus Shop 0 3 1 2 0 0 ' 0 3 instruction 9 2 10 1 0 0 0 11 Special Se~ices 2 3 5 0 0 0 0 5 ~aintenance Shop 0 1 1 0 0 0 0 1 Media Center 0 1 I 0 0 0 0 1 Superintendent's Office 0 1 1 0 0 0 0 1 Federal/~mmuni~ Education 4 2 4 2 0 0 0 6 Communi~ Education 0 0 0 0 0 0 0 0 Fiscal Se~ices 0 1 1 0 0 0 0 1 Building Se~ices 1 I 2 0 0 0 0 2 Suppo~ & Planning 0 I I 0 0 0 0 1 School Technology 1 3 4 0 0 0 0 4 Human Resources 3 1 3 1 0 0 0 4 Food Se~ices 1 0 1 0 0 0 0 1 Resource Center I 0 I 0 0 0 0 I *Includes Guidance Directors, Athletic Directors, and other 32 1999-2000 RECRUITMENT SCHEDULE DATE, & TIMES October 5, 1999 (10:00 - 3:00) October 26, 1999 (9:00 - 3:00) October 27, 1999 (Noon - 4:30) November 10, 1999 (1:00 - 3:45) February 18 & 19, 2000 Fobrnary 29 & Match 1, 2000 March 8, 2000 March 16, 2000 -2:30) March 21, 2000 (9:00 - 8:00) March 22, 2000 (9:30 - 3:30) March 23, 2O00 (9:30-4:00) March 28, 2000 ( March 31 & April 1, 2000 April 4, 20OO April 4, 2OOO (10:00 - 2:00) April 5, 2000 ( April 5, 2000 (9:00 - 4:00) Apri 6, 20OO (9:00 - 3 :oo) Apri 10, 2000 (9:30 - Apriil 10, 2000 April 11 & 12, 2000 April 12, 2OOO May 2, 20O0 May 3, 2000 (8:00 - 5:00) May4 & 5, 2O0O Table 5 May 10, 2000 (9:00 - 5:00) LOCATIONS Virginia State Univut~ity Petersburg, VA DoubleTree Hotel Charlottesville> VA Virginia Union University Richmond, VA Roanoke Civic Roannke, VA Omni Hotel Cb~lottesville, VA Univemity of Xrugh,la Charlottesville, VA Piedmont Virginia Com,,,~ty College Charlo~emrille, VA Saint Paul's College Lawrenceville, VA Fairmont State College Fairmont, WV Hampton University Hampton> VA Norfolk State University Norfolk~ VA Lynchburg College Lynchburg, VA Omni Hotel Charlottesville, VA ~Fuginia Commonwealth University Pdchmond, VA James Madison University Harfimnburg, VA Virginia Union University Richmnnd~ VA College of William & Nlary Williamqburg, VA Randolph-Macon College Ashland. VA James Madison University Harrisonburg, VA Rochester Area Consortium Rochester, NY Central New York Area Consofiium Cortland; NY Howard Unive~,aity Washington, D.C. Virgifnia Tech B!ack.~burg, VA Old Dominion Univemity Norfolk, VA VASPA Job Fair Richmond. VA Longwood College Farmville, VA TYPE 29* Annual Career Fair 16tha Annual Minority Career Day 15' Annual Career Fair VASPA Job Fair Project 60 Interviews Education Expo/tmendews HeaIth& Hnman Services Industry Job Fair Career Awareness Day On-Campus Interviews 10th Annual Career Fair On-Campus Interviews 6t~ Annual Cam~ Fair Veteran/Spring On-Site Interviews Education Job Fair Criminal Ju~t~ Cal'~ and Internship Fair 13t~ Annual Spring Career Fair Education Recruiting Day On-Campus Interviews Teacher Recruitment Day Teacher Recruitment Day Teacher Recruitment Days On-Campus Interviews On-Campus Interviews Teacher Recruitment Fair VASPA Education & Job Fair Education Recruitment Day 33 2000-2001 RECRUITMENT FAIRS & PROGRAMS (IN PREPARATION FOR 2001-2002) Table 5 DATE SEPTEMBER September 19 OCTOBER October 25 october 30 & 31 LOCATION Virginia Commonwealth University Richmond, VA Virginia Union Richmond, VA Minority Career Fair-UVA Charlottesville, VA RECRUITER Raynell Stokes Mitsuko Clemmons-Nazeer Russell Jarrett Kelvin Reid Michael Thompson Kelvin Reid Mitsuko Clemmons-Nazeer Naomi Gilliam Ria Mallory NOVEMBER November 8 November 13 & 14 November 14 VASPA On-Site Interviews MAASCUS Newark, DE Mitsuko Clemmons-Nazeer John Baker Naomi Gilliam Carole Hastings Mack Tate Steele Howen Irving Jones Larry Lawwill Mitsuko Clemmons-Nazeer Vicki Crews-Miller DECEMBER December 8 & 9 *Student-Teacher and Veteran Teacher Weekend Michele Stone Carole Hastings Bernard Hairston Russell Jarrett Barbara Edwards John Cruickshank Steve Braintwain Mack Tate Keith Hammon Sylvia Henderson Steele Howen Jean Murray Larry Lawwiil David Cushman Don Vale Andy Gdder Chuck Pace Jean Wollenberg Doug Selden Ria Mallory Karen Marcus Denise Pilgdm Bobbi Hughes Diane Behrens Jeannette Orrock Pam Moran Anne Coughlin 34 FEBRUARY February 1 February 13 February 15 &16 February 16 & 17 February 27 & 28 Norfolk State University Norfolk, VA *Challenge Job Fair Roanoke, VA Liberty University Lynchburg, VA *Teachers Weekend Charlottesville, VA 25 interviewers are needed University of Virginia Charlottesville, VA Raynell Stokes Mitsuko Clemmons-Nazeer Debbie Collins Laura McCuilough Frank Morgan Steele Howen Gerald Terreli Barbara Edwards Mack Tate Steve Braintwain Carole Hastings John Cruickshank Keith Hammon Dave Rogers Sue Newman Don Vale Andy Grider Jean Murray Larry Lawwill Vicki Crews-Miller Sylvia Henderson Maggie McNergney Michele Stone Jo Vining Mitsuko Clemmons-Nazeer Dave Rogers Larry Lawwill Vicki Crews-Miller Maggie McNergney MARCH March 7 March 13 March 15 March 21 March 29 Marshall University Marshall, WV Fairmont State Fairmont, WV St. Paul's College Lawrenceville, VA Hampton University Hampton, VA *Radford University& VA Tech Radford, VA Sue Newman Maggie McNergney Jeannette Orrock John Baker Deborah Washington James Washington Kevin Caslner John Baker Billy Haun Mitsuko Clemmons-Nazeer 35 _APRIL Date TBA April 2 April 4 April 4 April April 11 April 13 April 17 April 23 April 24 & 25 Apdl 26 April 26 *Spelman College & Clark-Atlanta Atlanta, GA James Madison University Harrisonburg, VA Virginia State University Petersburg, VA William & Mary Williamsburg, VA *University of Maryland College Park, MD *Central Maryland Fair Towson, MD *Bowie State University Bowie, MD University of Florida Gainesville, FL Rochester Area Consortium Rochester, NY Western New York Buffalo, NY Central New York Cortland, NY *Ohio State University Columbus, OH Mitsuko Clemmons-Nazeer Steve Braintwain Jean Murray Don Vale Jim Jones Gerry Terrell Keith Hammon Steve Braintwain Sylvia Henderson Mack Tate Para Moran Mitsuko Clemmons-Nazeer Ashby Kindler Recruiter TBA Recruiter TBA Recruiter TBA Mitsuko Clemmons-Nazeer Gerry Terrell John Baker Irving Jones John Baker Irving Jones John Baker Irving Jones Mitsuko Clemmons-Nazeer Keith Hammon Sue Newman MAY May 2 Old Dominion University Norfolk, VA *Indicates new trip for Albemarle County Larry Lawwill Recruiter TBA 36 ALBEMARLE COUNTY' PUBLIC SCHOOLS SUMMARY OF 1999-2000 RECRUITMENT TRIP RESULTS # OF APPLICATIONS # INTERVIEWED/ SUBMITTED TOTAL COLLEGE/UNIVERSITY PARTICIPATED Rochester Area TRD Lynchburg College Hampton University James Madison University Norfolk State University Saint Paul's College College of William & Mary College U. Va. Minority Career Day U, Va. Public Schools Information Expo Virginia Association of School Personnel Admin~ Job Fairs linia Polytechnic Institute & State University Virginia Tech NAACP Black Career Expo iinia State University Virginia Union University Virginia Commonwealth University Central New York (Cortland) Fairmont State Virginia Union University (Spring) Old Dominion University "Open" Recruitment 11 10 10 22 12 9 19 7 44 60 40 13 9 37 19 24 26 12 11 t4 2O9 # OF APPLICANTS HIRED Table 6 TOTAL LEGEND: ~ = NUMBER OF MALES #F = NUMBER OF FEMALES * = Minority Breakdown ** = Minority Breakdown #MI = NUMBER OF MINORITIES ~; = NUMBER OF CAUCASIANS 5 Asia/Pacific Islander, 8 Hispanic; 22 African American/Black; (applications) 1- Asian/Pacific Islander; 3-Hispanic; 9-African American/Black (hired) ALBEMARLE COUNTY PUBLIC SCHOOLS NEW EMPLOYED TEACHING STAFF 2000-2001 SCHOOL YEAR (As of September 30, 2000) BY GRADE LEVEL TEACHING GRADE LEVEL MALE FEMALE Elementary School 10 72 Middle School 10 24 High School 19 Table 7 BY DEGREE ELEMENTARY MIDDLE HIGH DEGREE Male Female Total Male Female Total Male Female Total Bachelor's 12 31 43 2 J 3 15 11 19 30 Master's 2 32 34 6 8 14 4 21 25 Master's Plus 30 Hours 0 5 5 2 1 3 3 1 4 Doctorate 0 0 0 0 2 2 1 0 1 BY YEARS OF PREVIOUS EXPERIENCE · militar service) YEARS OF ELEMENTARY MIDDLE HIGH EXPERIENCE Male Female Total Male Female Total Male Female Total 0 9 26 35 4 10 14 6 11 17 1-3 1 12 13 1 6 7 0 14 14 4-5 0 8 8 I 0 1 1 2 3 12 - 15 0 6 6 1 i 2 0 I 1 16-20 0 3 3 I 2 3 1 2 3 21 & Above 1 1 2 0 2 2 2 2 4 *28 years is the most experience for a newly employed ~ac LICENSURE ELEMENTARY MIDDLE HIGH ~,: ~Ei ;~,'-¢ LICENSURE Male Female Total Male Female Total Male Female Total Collegiate Professional 4 32 36 1 10 11 5 20 25 Postgraduate Professional 2 31 33 4 7 11 3 14 17 ~rovisional 4 7 11 5 6 11 11 7 18 pupil Pers°nnel 0 2 2 0 1 1 0 0 0 NEWLY EMPLOYED TEACHING STAFF continued... Table 7 ;RAPHICAL AREA LAST TAUGHT E L E M E N TA RY M I D D L E H I G H CiTY/COUNTY Male Female Total Male Female Total Vlale Female Total ~lbemarle 0 1 Bristol 0 0 0 0 0 0 0 1 1 Charlottesville 0 1 1 0 5 5 1 3 4 Chesapeake 0 Chesterfield 0 0 0 0 0 0 0 1 1 :Craig 0 0 0 0 0 0 1 0 1 Culpeper 0 0 0 0 1 1 0 1 1 Danville 0 1 1 0 0 0 0 0 0 Fairfax 0 0 0 0 0 0 0 Fluvanna 0 0 0 0 0 0 0 1 1 Greene 0 1 1 1 0 Hanover 0 0 0 0 0 0 0 1 1 'Harrisonburg 0 1 1 0 0 0 0 1 1 Henrico 0 1 1 0 0 0 0 0 0 Hot Springs 0 1 1 0 0 0 0 0 0 ou,s o 0 o Lynchburg 0 1 1 0 0 0 0 0 0 Madison 0 1 1 0 0 0 0 0 0 Nelson 1 2 3 0 0 0 1 0 1 NewpoK News 0 0 0 0 0 0 0 1 Orange 0 0 0 0 0 0 0 1 Po~smouth 0 0 0 0 1 1 0 0 0 Prince George 0 0 0 0 0 0 0 Rappahanock 0 1 1 0 0 0 0 0 0 Roanoke 0 0 0 0 0 0 0 1 1 Rockingham 0 0 0 0 0 0 0 Spotsylvania 0 1 1 0 0 0 0 0 0 Staunton 0 2 2 0 Virginia Beach 0 1 1 0 0 0 0 1 1 Private School 0 5 5 2 2 4 2 2 4 ~izona 0 2 2 0 0 0 0 0 0 California 0 1 1 0 1 1 0 0 0 Colorado 0 1 1 0 0 0 1 0 1 District of Columbia 0 1 1 0 0 0 0 0 0 Dominican Republic 0 1 1 0 0 0 0 0 0 Florida 0 2 2 0 0 0 0 0 0 Georgia 0 0 0 0 0 0 0 2 2 Germany 0 0 0 0 0 0 1 1 2 daho 0 0 0 0 0 0 1 0 1 Illinois 0 1 1 0 0 0 0 0 0 indiana 0 Kentucky 0 1 1 0 0 0 0 1 1 Ma~land 0 1 1 0 0 0 0 1 1 Massachussetts 0 0 0 0 1 1 0 1 1 Michigan 0 1 1 0 0 0 0 0 0 New Jersey 0 1 1 0 0 0 0 0 0 New York 1 1 2 0 0 0 0 1 North Carolina 1 5 6 0 0 0 0 1 Oregon 0 0 0 0 0 0 1 0 Tennessee 0 0 0 0 0 0 1 0 Texas 0 2 2 0 0 0 0 1 NEWLY EMPLOYED TEACHING STAFF continued... Table 7 BY AREA OF ASSIGNMENT ~ ] ~'-~,N.k.,,-'~ v .............. Total ELEMENTARY MIDDLE HIGH ASSIGNMENT Male Female Total Male Female Total Male Female ~i~es~ E~uc~t~o, o o 0 o ~ ~ 0 7 46 53 0 2 2 0 0 0 Gifted & Talented 0 3 3 0 2 2 0 0 0 Guidan~ 0 2 2 1 1 2 2 1 3 Home Economics 0 0 0 0 0 0 0 2 2 Arts/English 0 0 0 Language Language/Foreign 0 0 0 0 1 1 2 6 8 Librarian 0 0 0 0 1 1 0 1 1 Mathematics 0 0 0 1 2 3 4 4 8 Music 0 1 1 1 1 2 0 0 0 Occupational Therapists 0 1 1 0 0 0 0 0, 0 School Psychologist 0 2 2 0 1 1 0 0 0 Science 0 0 0 I 2 3 2 I 3 Social Studies 0 0 0 2 1 3 3 3 6 Special Educ, Dept. 2 12 14 I 4 5 3 8 11 Vocational Education 0 0 0 4O NEWLY EMPLOYED TEACHING STAFF continued.,. Table 7 EGE OR UNIVERSITY ATTENDED ELEMENTARY MIDDLE HIGH TOTAL ASSIGNMENT Vlale Female Total Male Female Total Vlale Female Total # % YJ.B_GJ.EI]A 1 0.6 Christopher Newport 0 0 0 0 0 0 1 0 1 College of Wm & Mary 0 2 2 0 2 2 0 2 2 6 3.4 George Mason Univ. 0 0 0 0 I 1 1 0 1 2 1.1 James Madison Univ. 1 7 8 2 2 4 0 5 5 17 9.7 Longwood College 0 0 0 0 1 1 0 1 1 2 1.1 Mary Baldwin College 1 7 8 0 2 2 1 0 1 1 1 6.3 Mary Washington Coll. 0 1 1 0 0 0 0 0 0 1 0.6 Medical College of Va. 0 1 I 0 0 0 0 0 0 1 0.6 Old Dominion University 0 0 0 0 1 t I I 2 3 1.7 0 4 4 0 0 0 0 2 2 6 3.4 Radford University RandOlph-Macon College 0 0 0 0 0 0 0 I 1 1 0.6 Roanoke College 0 0 0 0 0 0 0 1 1 1 0.6 University of Richmond 0 2 2 0 0 0 0 0 0 2 1.1 University of Virginia 1 12 13 4 3 7 3 8 11 31 17.6 Virginia Commonwealth 0 1 1 1 0 1 I 2 3 5 2.8 .Virginia Tech 0 0 0 0 0 0 2 3 5 5 2.8 0 0 0 0 1 1 0 0 0 1 0.6 Virginia Wesleyan ~ 1 0.6 Arizona State Universi~ 0 1 I 0 0 0 0 0 0 . ~ 1 0.6 ~iola University 0 1 1 0 0 0 0 0 0 Universi~ of Califor~,~, , 0 1 ~ ~ 0 ~ 0 0, 0 0 0 1 0.6 o.6 Adams State College 0 0 0 0 0 0 I 0 1 1 University of Colorado 0 1 1 0 0 0 0 0 0 1 0.6 Florida Southern College 0 0 0 i 0 1 0 0 0 1 Florida State Univer~,~ty 0 1 , 1 ~ 0 0 0 0 0 0 1 0.6 Georgia Southe? U~iv. 0 ~ ¢~ ~, 0 0 0 0 1 I 1 0.6 Marburg Germany ~niv. 0 0 ¢ 0 , 0 0 0 1 0 1 1 0.6 ~ 1 0.6 Illinois State Un~]~ersity~ 0 1 , 1 ~ 0 0 0 0 0 0 o.6 Hanover Collsge University of Notre Dame 0 0 0 0 0 0 0 1 1 1 0.6 Valpariaso University 0 0 0 0 0 0 0 1 I 1 0.6 0.6 University o~ Kentucky 0 ~0 , 0 0 0 0 0 I 1 o.6 Univ. of New Orleans 0 ,1 1 0 0 0 0 0 0 1 Table 7 NEWLY EMPLOYED TEACHIN~ ELEMENTARY MIDDLE HIGH TOTAL ASSIGNMENT Male Female Total Male Female Total Male Female Total # % 0.6 Johns Hopkins Univ. 0 0 0 0 0 0 1 0 1 1 ,St Mary's Seminary 0 0 0 1 0 1 0 0 0 1 0.6 Towson State University 0 1 1 0 0 0 0 0 0 1 0.6 MASSACHUSSE~S Boston College 0 0 0 0 0 0 0 1 1 1 0.6 Univ. of Massachussetts 0 1 1 0 0 0 1 0 1 2 1.1 Wellesley College 0 0 0 0 1 1 0 0 0 1 0.6 :Wheelock College 0 0 0 0 1 I 0 0 0 1 0.6 Eastern Michigan Univ. 0 1 1 0 0 0 0 0 0 1 0.6 waYne ~tate University 0 0 0 0 0 0 1 0 1 1 0.6 (ean Universi~ 0 1 1 0 0 0 0 0 0 1 0.6 Rutgers Universi~ 0 1 I 0 0 0 0 0 0 1 0.6 Seton Hall 0 1 1 0 0 0 0 0 0 1 0.6 William Patterson Univ. 0 1 1 0 0 0 0 0 0 1 0.6 Alfred Universi~ 1 2 3 0 0 0 0 0 0 3 1.7 Dowling College 1 0 1 0 0 0 0 0 0 1 0.6 Elmira College 0 0 0 0 0 0 0 1 1 1 0.6 Nazareth College 1 1 2 0 2 2 0 0 0 4 2.3 New York Inst. of Tech. 0 0 0 0 0 0 1 0 I 1 0.6 Queens College 0 0 0 0 1 I 0 0 0 I 0.6 SUNY at Albany 0 0 0 0 0 0 0 1 1 1 0.6 'SUNY at Brockport 1 0 I 0 0 0 0 0 0 1 0.6 SUNY at Geneseo 0 1 1 0 0 0 0 0 0 1 0.6 SUNY at New Paltz 0 1 1 0 0 0 0 1 1 2 1.1 SUNY at Plattsburgh 0 0 0 0 0 0 0 1 1 I 0.6 SUNY at Potsdam 1 1 2 0 0 0 0 0 0 2 1.1 SUNY at Stonybrook 0 1 1 0 0 0 0 0 0 1 0.6 syracuse ~i~rs~,~, 0 1 1 0 0 0 0 0 0 1 0.6 ~ORTH CAROLINA Bennett College 0 0 0 0 I 1 0 0 0 1 0.6 Campbell University 0 1 1 0 0 0 0 0 0 1 0.6 Catawba College 0 1 1 0 0 0 0 0 0 1 0.6 Duke University 0 0 0 0 0 0 0 1 1 1 0.6 East Carolina University 0 0 0 0 1 1 0 0 0 1 0.6 'Montreat College 0 0 0 0 0 0 0 1 1 1 0.6 Univ. of No~h Carolina 0 I 1 0 0 0 0 0 0 1 0.6 Wake Forest University 0 0 0 0 0 0 0 1 1 1 0.6 Warre~ Wilso~ ,~o11~,? 0 0 0 0 0 0 0 1 I 1 0.6 OHIO Kent State University 0 0 0 0 I 1 0 0 0 1 0.6 Ohio No~her~ U~ivers~¢y 0 , 1 1 0 0 0 0 0 0 1 0.6 42 Table 7 NEWLY EMPLOYED TEACHING 3] APt- con[muuu... ELEMENTARY MIDDLE HIGH TOTAL ASSIGNMENT Male Female Total Male Female Total Male Female Total # % 0.6 Allegheny College 0 0 0 0 0 0 1 0 Grove City College 0 0 0 0 0 0 0 1 1 1 0.6 Lehigh University 1 0 1 0 0 0 0 0 0 1 0.6 Pennsylvania State Univ. 0 1 1 0 0 0 0 0 0 1 0.6 0 1 1 0 0 0 0 0 0 1 0.6 T~ple University ~ 1 0.6 Univ. of Rhode Island 0 0 0 0 0 0 1 0 1 o.6 Austin Perw State Univ. 0 1 1 0 0 0 0 0 0 ~iddle Tenn. State Univ. 0 0 0 0 0 0 1 0 1 1 0.6 University of the South 0 0 0 0 1 1 0 0 0 1 0.6 o.6 Baylor University 0 1 I 0 0 0 0 0 0 1 0 0 0 0 1 I 0 0 0 I 0.6 UTAH Universi~ of Utah 0 0 0 0 1 I 0 0 0 1 0.6 Utah State Un~er~i~ 0 1 o.6 City University 0 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 1 1 1 0.6 0.6 Fairmont State College I 0 1 0 0 0 0 0 0 1 Marshall University 0 0 0 ' I 0 I '0 0 0 1 0.6 West Vi~inia Univers~ 43 Table 8 ALBEMARLE COUNTY PUBLIC SCHOOLS PERSONNEL CHARACTERISTICS OF NEW TEACHING STAFF 1992- 2000 1992- 1993- 1994- 1995- 1996- 1997- 1998- 1999- 2000- 2001 CHARACTERISTICS 1993 1994 1995 1996 1997 1998 1999 2000 isr~o~20eo) NUMBER EMPLOYED Male 31 15 24 12 20 25 37 22 39 :emale 74 69 78 61 65 64 108 118 137 TOTAL 105 84 102 73 85 89 !45 140 176 GRADE LEVEL Elementary 57 39 50 41 38 39 57 60 82 Middle 18' 22 27 14 21 21 37 36 34 Secondary 30 23 25 18 26 29 51 44 60 DEGREE Doctorate 3 3 2 1 0 0 2 2 3 Master's plus 30 hours 11 5 4 4 5 4 6 10 12 Master's 38 40 42 31 29 36 64 57 73 Bachelor's 53 36 54 37 51 49 73 71 88 LICENSURE Postgraduate 24 41 45 29 47 52 60 57 61 Professional Collegiate Professional 72 35 47 34 28 25 76 65 72 Pupil Personnel 3 provisional 9 8 10 10 10 12 9 18 40 ,,., NUMBER OF INSTITUTIONS REPRESENTED BY NEW I ~J~CHING EMPLOYEES Virginia colleges/universities 11 12 11 15 17 13 15 15 17 Other institutions 28 36 34 21 27 34 55 39 68 NUMBER OF NEW TEACHING EMPLOYEES, FROM... Virginia colleges/universities 58 46 54 49 56 52 I 81 93 96 Other institutions 47 38 48 24 29 37 64 47 80 44 ALBEMARLE COUNTY PUBLIC SCHOOLS TEACHINi STAFF TURNOVERS Total Number of Teaching Staff Number Leaving Employment (Percent of Total) Number Going on Leave (Percent of Total) 9130198,, 9130199 9130/00 914 987 1035 57 (6.2%) 84 (8.5%) 150 (14.5%) 10 (1.1%) 24 (2.4%) 25 (2.4%) Table 9 Retirement REASONS FOR LEAVING EMPLOYMENT 14 15 27 To Teach Elsewhere Study Moved Home Responsibility Private Sector or Career Change Resigned Due To Potential Non-Renewal Money Not Returning From Leave of Absence Preferred Part-Time Positions Dismissed Other 9 11 18 3 0 6 17 14 18 4 7 17 - 19 10 37 4 9 3 3 4 22 TOTAL 57 84 150 REASONS FOR LEAVES OF ABSENCE Study (Including Sabbatical) 6 Other (e.g. home responsibility, career change, etc.) 4 I3 14 7 18 45