Transcript
There are several reallocations included in my proposal that impact the budget, but also people, positions, and responsibilities. A reallocation is a proposal to increase funding or staffing in one area by reducing it from another or shifting the way current positions are aligned or deployed. The Blueprint and other fiscal realities continue to require us to prioritize some things we must do, over other things we have historically done. And, as I mentioned earlier, transforming the school system requires that we let go of some things that we have historically done, so we can begin to do things even more strategically.
I will briefly describe the reallocations included in my proposal, and then more details will be provided during our upcoming budget work sessions when we deliver additional information related to each strategic plan priority.
I don’t wish to hide these decisions or sugar coat the impact. But I also understand the anxiety, fear, and even anger that position reductions and reallocations have on many of our colleagues and teammates. In the past two budget cycles, we have approached this process differently. Two years ago, we proposed position reductions at this point in the process and many found it difficult to endure several months of not knowing the eventual fate of their position. After critical feedback, last year, reductions were not considered until the very end of the process, resulting in no time for impacted employees to consider next steps. After going through both variations, I feel that providing the information as early as we can is the most thoughtful and respectful approach – even though in some ways it can feel more challenging.
The reallocations I am proposing will result in adjustments to several areas. It may be that some functions would occur differently, and others that may need to no longer occur. It could also mean that while some positions are reduced, others will be performing a different function.
I will now detail the reallocations that will help fund those priorities I just listed:
First, while it is less of a reallocation and more of an enhancement, Special Education Instructional Team Leader positions are being shifted from 10-month positions to 11-month to allow them to hold time sensitive summer meetings and plan for students.
Next, to reallocate funding and resources to special education and early childhood programs, English Language Development teachers, and other priorities, several secondary paraeducator positions will be removed, including high school science paraeducators, middle school media paraeducators, middle school general paraeducators, and secondary multilingual learner paraeducators.
And one of the two Media Specialist positions in each high school is being converted into a Media Paraeducator position.
In alignment with the Blueprint, and building on transitions that began last year, some math and literacy Coaching and Specialist positions are being converted to Lead Teacher positions where the staff member will work with students for part of the instructional day, and mentor teachers during the other part of the instructional day.
And, as stated earlier, Leadership Intern positions are being reallocated to establish more Assistant Principal positions.
Finally, in a move that represents the biggest proposed shift of all, nearly all elementary paraeducators who are now deployed to serve as Multilingual Paraeducators or Grade Level Paraeducators - not including those in early childhood and kindergarten - will join some of our current special education paraeducators to be retrained and redeployed as Instructional Paraeducators. The primary responsibilities of these paraeducators will be focused on providing services to students with disabilities and multilingual learners. The reasons are multiple, but let me anchor into something I said earlier - the main reason we are repurposing these positions is to redirect existing resources more strategically to serve our students whose performance, attendance, and discipline data reveal they have the greatest needs.
Also, this shift represents the first, significantly tangible impact of the Blueprint’s Minimum School Funding accountability measure in Pillar 5. That piece of the reform requires us to do what we should already be doing, and now will begin doing with greater transparency, which is assigning staffing resources to the schools where students who have the greatest needs attend.
And even though these staff will receive additional training and a pay allowance increase from $0.30 per hour to $0.75 per hour, the prospect of a shift in job requirements and, for many, shifting schools is going to be accompanied by a sense of loss, anxiety, and grief, which we all will help them navigate.
Our Department of Human Resources will be issuing information no later than tomorrow to employees in potentially impacted positions so they are fully aware of the reallocations being considered, and their options. It is my desire to have a job for anyone who wishes to stay with HCPSS, and we will work with impacted staff throughout this entire process to navigate their options. In some cases, their current position may no longer exist, and they will need to consider other options. In other cases, staff may stay in their positions but have new responsibilities and possibly new placement. As I said, we will lead this process with compassion, grace, and understanding to ensure all potentially impacted employees are informed and supported. Our budget is much more than spreadsheets and numbers - it is people. It is both about the people we hope to serve better, our students, and the people who serve them. This process requires us to lead with our head when developing strategy, and our hearts when managing the change associated with that strategy.