Balanced budget

Budget is set, finally, for Memphis schools; now the spending begins

PHOTO: Micaela Watts
From left: Board Chairwoman Teresa Jones, Superintendent Dorsey Hopson and board member Scott McCormick

On the eve of its new fiscal year, leaders for Shelby County Schools ironed out the final details of the district’s $959 million budget, preparing to give most of its teachers a 3 percent raise and restoring funding for positions deemed critical for continued academic progress.

The school board approved its operations budget for 2016-17 on Thursday after pulling $3.5 million from its reserve fund to help balance its spending plan for academic and staffing needs.

The remaining difference came from from lowering anticipated unemployment benefits, increasing anticipated sales tax revenue, and closing two more high schools — Carver and Northside — approved by the school board in recent weeks.

That covers the last of a shortfall that at one time stood at $86 million and has been whittled down over five months, culminating on Wednesday when Shelby County commissioners agreed to increase funding to the district by $22 million.

The $959 million budget is $30 million less than the district spent this year, but Superintendent Dorsey Hopson said the final tally avoids the worst cuts initially proposed.

With the County Commission’s vote this week to significantly increase funding for local schools, the district restored funding for 12 guidance counselors, reading and math specialists, and additional staff to absorb students from the closed schools. Also off the chopping block now is Hope Academy, a program for students in juvenile detention that represented one of the least expensive yet high-impact cuts proposed by Hopson’s administration. The program educates about 900 students per year for about $625,000.

As the new fiscal year begins on Friday, Hopson said the biggest investments will go to literacy, technology and small-scale replications of program successes achieved through the Innovation Zone, the district’s turnaround program for low-performing schools in the state’s bottom 5 percent.

“We’re looking to extract things we’ve done well and see if we can scale some of those things,” he said.

One of those initiatives is the Empowerment Zone, anchored by Whitehaven High School and seasoned principal Vincent Hunter. Several of the schools in Whitehaven’s feeder pattern are in the bottom 10 percent of schools statewide and on the cusp of being eligible for state intervention. The effort will include some teacher signing bonuses and more sharing of best practices among the schools.

With the state-run Achievement School District taking a hiatus from adding schools to its turnaround initiative, Hopson said the relative stability in enrollment will reduce the likelihood of another large budget deficit next year.

Top teachers will enjoy a long-sought 3 percent raise through a $13 million investment, even while union leaders lament the performance scale that the increase is based on.

In the upcoming year, the district also will pilot a new funding model to present for next year’s budget known as “student-based budgeting.” The approach is designed to provide more equitable funding across the district, which is Tennessee’s largest and poorest.

Student-based budgeting shifts from allocating money to schools based on a flat per-student rate toward building budgets that allocate more to students with higher needs. It also gives principals more autonomy on how to spend the money.

Also on the horizon, the district will take a hard look at how to get the right number of facilities for its students in the face of declining enrollment. Hopson repeatedly has said the district has 27,000 more seats than students to fill them, which will lead to more school closures in the coming years. A facilities study is expected in September.

Incentives

Westminster district will give bonuses if state ratings rise, teachers wonder whether performance pay system is coming

PHOTO: Nicholas Garcia
Students work on an English assignment at M. Scott Carpenter Middle School in Westminster.

Teachers and employees in Westminster Public Schools will be able to earn a bonus if they help the struggling district improve its state ratings next year.

The district’s school board on Tuesday unanimously approved the $1.7 million plan for the one-year performance stipends, the district’s latest attempt to lift the quality of its schools.

School employees can earn $1,000 if their school meets a district-set score, or up to $2,000 if they reach a more ambitious goal the school sets. District employees, including the superintendent, can earn $1,000 if the district as a whole jumps up a rating next year.

“We recognize that everyone plays a critical role in increasing student achievement and we decided that if a particular school or the district as a whole can reach that next academic accreditation level, the employees directly responsible should be rewarded,” board president Dino Valente said in a statement.

The district is one of five that was flagged by the state for chronic low performance and was put on a state-ordered improvement plan this spring.

District officials have disputed state ratings, claiming the state’s system is not fairly assessing the performance of Westminster schools. Middle school teacher Melissa Duran, who also used to be president of the teacher’s union, drew a connection between that stance and the new stipends, saying any extra pay she gets would be based on one score.

“The district has gone to the state saying, ‘Why are you rating us on these tests, look at all the other things we’re doing’” Duran said. “Well, it’s the same thing for teachers. They’re still basing our effectiveness on a test score.”

Teachers interviewed Thursday said their first thoughts upon learning of the plan was that it sounded like the beginnings of performance pay.

“I already get the point that we are in need of having our test scores come up,” said math teacher Andy Hartman, who is also head of negotiations for the teacher’s union. “Putting this little carrot out there isn’t going to change anything. I personally do not like performance pay. It’s a very slippery slope.”

District leaders say they talked to all district principals after the announcement Wednesday, and heard positive feedback.

“A lot of the teachers think this is a good thing,” said Steve Saunders, the district’s spokesman.

National studies on the effectiveness of performance pay stipends and merit pay have shown mixed results. One recent study from Vanderbilt University concluded that they can be effective, but that the design of the systems makes a difference.

In Denver Public Schools, the district has a performance-pay system to give raises and bonuses to teachers in various situations. Studies of that model have found that some teachers don’t completely understand the system and that it’s not always tied to better student outcomes.

Westminster officials said they have never formally discussed performance pay, and said that these stipends are being funded for one year with an unanticipated IRS refund.

Westminster teachers said they have ideas for other strategies that could make a quick impact, such as higher pay for substitutes so teachers aren’t losing their planning periods filling in for each other when subs are difficult to find.

Waiting on a bonus that might come next year is not providing any new motivation, teachers said.

“It’s a slap in the face,” Duran said. “It’s not like we are not already working hard enough. Personally, I already give 110 percent. I’ve always given 110 percent.”

Last month, the school board also approved a new contract for teachers and staff. Under the new agreement, teachers and staff got a raise of at least 1 percent. They received a similar raise last year.

Human Resources

Leanne Emm, Colorado education department’s chief financial officer, to retire

Leanne Emm, the state education department's retiring chief financial officer. (Photo courtesy Colorado Department of Education)

A long-running joke among Colorado education officials, policymakers and activists is that only a handful of people really know how Colorado’s complex school funding system works.

One of those people — Leanne Emm, the state’s education department’s deputy commissioner — is retiring later this month after nearly 30 years in public service.

Emm announced her retirement in an email to other school finance officers late last month. Her last day at the department is Sept. 22.

“Each of you helps your students, communities, stakeholders and decision makers with a huge array of issues,” she said in her email. “I can only hope that I will have helped contribute to an understanding of budgetary pressures that we have within the state.”

Emm was appointed to her position in 2011 — about the same time the state’s schools were grappling with deep budget cuts due to Great Recession. She worked at Jeffco Public Schools for 14 years before joining the education department.

Katy Anthes, the state’s education commissioner, said Emm’s exit will be felt at both the state and local school district level.

“Leanne’s leadership and her deep knowledge of the school finance system will be sorely missed by all of us at CDE and by the districts she has supported over the years.” Anthes said in a statement. “I will be forever grateful for her support as I transitioned to this role. I’m sad to see her leave CDE, but I suspect that her love for the state of Colorado and passion for improving education will cause our paths to cross again.”