How does this end?

[Anonymous]

Anonymous wrote:I feel like one big factor that doesn’t help and that FCPS can’t control is the ability for so many other professions to work from home at least part time now. It’s hard to sign up for a job that has none of that flexibility when others around you are in sweatpants on Zoom. Never mind the low pay and extra aggravation. I know teaching is a calling, but at some point those quality of life factors start to weigh more heavily. This issue obviously isn’t specific to FCPS but being in a high COL area with bad traffic and crazy parents just adds to the challenges.

COVID changed the working world and attitudes toward work. We are going to see fewer people interested in going into teaching because of it.

Agree with you 100%. And I wonder at what point the pressure to staff schools becomes so critical that flexibility is offered to retain/attract staff. For example, 4 slightly longer school days per week instead of 5, and students focus on asynchronous work on the 5th. Or early release Friday at noon every week when teachers can go home (or stay) to focus on the many hours of grading, planning, copying, parent meetings, etc. many of which are usually reserved for the weekend. Work has changed and the model of “work in front of student all week with no time for all the other minutiae of your job until the system runs you into the ground” can’t possibly continue.

If there’s no money for significant compensation changes, benefits in the form of work life balance and others need to be considered.

[Anonymous]

Anonymous wrote:Agreed, WFH is a HUGE motivator to my colleagues who are leaving. Even those who are staying in education are transitioning to wfh jobs, teaching or otherwise.

I don't know of anyone who has left for that reason. I believe you, but I hated being home when we did online instruction. My DH and I both went into our buildings every day because we didn't want to stay home.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Agreed, WFH is a HUGE motivator to my colleagues who are leaving. Even those who are staying in education are transitioning to wfh jobs, teaching or otherwise.

I don't know of anyone who has left for that reason. I believe you, but I hated being home when we did online instruction. My DH and I both went into our buildings every day because we didn't want to stay home.

From what I can see, there is a big generational divide. Teachers in their 40s and 50s crave the structure and stability of what they have always known. Millennials are DONE with it and not entering the profession / leaving it now that they’ve tasted WFH during the pandemic. It’s not a good trend for the next few years.

[Anonymous]

Anonymous wrote:If there aren't step increases in the budget, I'm just leaving, it's that simple. I am sick of FCPS prioritizing everything except compensation. One year of appropriate compensation doesn't make up for two years of total freezes when they were getting flooded with federal Covid funds and this year won't buy my tolerance for another freeze. They can pay for online tutoring no one asked for or uses or numerous trainings that ultimately are of no benefit in any way, but when it comes to teacher pay, suddenly the bank is empty and we can't afford it. Add on top of that they abruptly changed our health insurance with absolutely no input or warning, and I'm running out of reasons for a sane person to stay with the county. It's one thing to lose out on a raise if you don't earn it, but all we hear is how much the county 'values' us. I appreciate the sentiment, but sentiment doesn't pay my mortgage.

I bet you see increases in the bolded with the recent agreement between FCPS and the US Dept Of Education's Office of Civil Rights. How much $ will that take away from raises?

https://www.ed.gov/news/press-releases/us-department-educations-office-civil-rights-announces-resolution-investigation-fairfax-county-public-schools-virginia-related-needs-students-disabilities-during-covid-19-pandemic

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Agreed, WFH is a HUGE motivator to my colleagues who are leaving. Even those who are staying in education are transitioning to wfh jobs, teaching or otherwise.

I don't know of anyone who has left for that reason. I believe you, but I hated being home when we did online instruction. My DH and I both went into our buildings every day because we didn't want to stay home.

From what I can see, there is a big generational divide. Teachers in their 40s and 50s crave the structure and stability of what they have always known. Millennials are DONE with it and not entering the profession / leaving it now that they’ve tasted WFH during the pandemic. It’s not a good trend for the next few years.

PP here. That could be. We are both 50+. Teaching ES students was tough to do virtually and we just don't want to be at home all day, whatever the job.

[Anonymous]

Anonymous wrote:Teacher here. I think things will get worse before they get better. With that being said, there are so many things FCPS could be doing now to help retain teachers. I am concerned about the budget and not giving raises. If surrounding counties give raises but not FCPS, many will jump ship.

Is this happening? The BOS aren't clueless, they understand this.

[Anonymous]

Anonymous wrote:

Anonymous wrote:If there aren't step increases in the budget, I'm just leaving, it's that simple. I am sick of FCPS prioritizing everything except compensation. One year of appropriate compensation doesn't make up for two years of total freezes when they were getting flooded with federal Covid funds and this year won't buy my tolerance for another freeze. They can pay for online tutoring no one asked for or uses or numerous trainings that ultimately are of no benefit in any way, but when it comes to teacher pay, suddenly the bank is empty and we can't afford it. Add on top of that they abruptly changed our health insurance with absolutely no input or warning, and I'm running out of reasons for a sane person to stay with the county. It's one thing to lose out on a raise if you don't earn it, but all we hear is how much the county 'values' us. I appreciate the sentiment, but sentiment doesn't pay my mortgage.

I bet you see increases in the bolded with the recent agreement between FCPS and the US Dept Of Education's Office of Civil Rights. How much $ will that take away from raises?

https://www.ed.gov/news/press-releases/us-department-educations-office-civil-rights-announces-resolution-investigation-fairfax-county-public-schools-virginia-related-needs-students-disabilities-during-covid-19-pandemic

I have no idea how they will offer additional compensatory services. One change in my building is that no one volunteers for additional duties anymore even if they are paid.
And yes, despite what another poster said, cutting things in central office would help and would mean more teachers in classrooms. We have a lot of “nice to haves” I’ll start with my list:
-Global Classroom Project
-Get to Green
-Equity Team people creating meaningless trainings
-Extra people on the team rolling out POG POL
-Bussing the AAP Center schools where a LLIV program is available

[Anonymous]

Anonymous wrote:

Anonymous wrote:Teacher here. I think things will get worse before they get better. With that being said, there are so many things FCPS could be doing now to help retain teachers. I am concerned about the budget and not giving raises. If surrounding counties give raises but not FCPS, many will jump ship.

Is this happening? The BOS aren't clueless, they understand this.

Compare recent BoardDocs for FY24 fiscal outlook, for example:

LCPS budget outlook - “we may have to cut down on some expansions of programming, but employee compensation and benefits are our top priorities moving forward”

Prince William - “we have made competitive gains on other counties in previous years, and will continue to increase salaries to attract the best and brightest”

Fairfax budget outlook - “this is going to be a tough budget year. Sad face”

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If there aren't step increases in the budget, I'm just leaving, it's that simple. I am sick of FCPS prioritizing everything except compensation. One year of appropriate compensation doesn't make up for two years of total freezes when they were getting flooded with federal Covid funds and this year won't buy my tolerance for another freeze. They can pay for online tutoring no one asked for or uses or numerous trainings that ultimately are of no benefit in any way, but when it comes to teacher pay, suddenly the bank is empty and we can't afford it. Add on top of that they abruptly changed our health insurance with absolutely no input or warning, and I'm running out of reasons for a sane person to stay with the county. It's one thing to lose out on a raise if you don't earn it, but all we hear is how much the county 'values' us. I appreciate the sentiment, but sentiment doesn't pay my mortgage.

I bet you see increases in the bolded with the recent agreement between FCPS and the US Dept Of Education's Office of Civil Rights. How much $ will that take away from raises?

https://www.ed.gov/news/press-releases/us-department-educations-office-civil-rights-announces-resolution-investigation-fairfax-county-public-schools-virginia-related-needs-students-disabilities-during-covid-19-pandemic

I have no idea how they will offer additional compensatory services. One change in my building is that no one volunteers for additional duties anymore even if they are paid.
And yes, despite what another poster said, cutting things in central office would help and would mean more teachers in classrooms. We have a lot of “nice to haves” I’ll start with my list:
-Global Classroom Project
-Get to Green
-Equity Team people creating meaningless trainings
-Extra people on the team rolling out POG POL
-Bussing the AAP Center schools where a LLIV program is available

They can be ordered to pay for private services if they don’t have the staff to provide them themselves.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Agreed, WFH is a HUGE motivator to my colleagues who are leaving. Even those who are staying in education are transitioning to wfh jobs, teaching or otherwise.

I don't know of anyone who has left for that reason. I believe you, but I hated being home when we did online instruction. My DH and I both went into our buildings every day because we didn't want to stay home.

From what I can see, there is a big generational divide. Teachers in their 40s and 50s crave the structure and stability of what they have always known. Millennials are DONE with it and not entering the profession / leaving it now that they’ve tasted WFH during the pandemic. It’s not a good trend for the next few years.

The problem millenials have is knowing that they’re getting paid significantly less than their colleagues to do the same work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teacher here. I think things will get worse before they get better. With that being said, there are so many things FCPS could be doing now to help retain teachers. I am concerned about the budget and not giving raises. If surrounding counties give raises but not FCPS, many will jump ship.

Is this happening? The BOS aren't clueless, they understand this.

Compare recent BoardDocs for FY24 fiscal outlook, for example:

LCPS budget outlook - “we may have to cut down on some expansions of programming, but employee compensation and benefits are our top priorities moving forward”

Prince William - “we have made competitive gains on other counties in previous years, and will continue to increase salaries to attract the best and brightest”

Fairfax budget outlook - “this is going to be a tough budget year. Sad face”

The yearly budget gamesmanship isn't over until the fat lady sings.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If there aren't step increases in the budget, I'm just leaving, it's that simple. I am sick of FCPS prioritizing everything except compensation. One year of appropriate compensation doesn't make up for two years of total freezes when they were getting flooded with federal Covid funds and this year won't buy my tolerance for another freeze. They can pay for online tutoring no one asked for or uses or numerous trainings that ultimately are of no benefit in any way, but when it comes to teacher pay, suddenly the bank is empty and we can't afford it. Add on top of that they abruptly changed our health insurance with absolutely no input or warning, and I'm running out of reasons for a sane person to stay with the county. It's one thing to lose out on a raise if you don't earn it, but all we hear is how much the county 'values' us. I appreciate the sentiment, but sentiment doesn't pay my mortgage.

I bet you see increases in the bolded with the recent agreement between FCPS and the US Dept Of Education's Office of Civil Rights. How much $ will that take away from raises?

https://www.ed.gov/news/press-releases/us-department-educations-office-civil-rights-announces-resolution-investigation-fairfax-county-public-schools-virginia-related-needs-students-disabilities-during-covid-19-pandemic

I have no idea how they will offer additional compensatory services. One change in my building is that no one volunteers for additional duties anymore even if they are paid.
And yes, despite what another poster said, cutting things in central office would help and would mean more teachers in classrooms. We have a lot of “nice to haves” I’ll start with my list:
-Global Classroom Project
-Get to Green
-Equity Team people creating meaningless trainings
-Extra people on the team rolling out POG POL
-Bussing the AAP Center schools where a LLIV program is available

They can be ordered to pay for private services if they don’t have the staff to provide them themselves.

That only works if the money is available.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If there aren't step increases in the budget, I'm just leaving, it's that simple. I am sick of FCPS prioritizing everything except compensation. One year of appropriate compensation doesn't make up for two years of total freezes when they were getting flooded with federal Covid funds and this year won't buy my tolerance for another freeze. They can pay for online tutoring no one asked for or uses or numerous trainings that ultimately are of no benefit in any way, but when it comes to teacher pay, suddenly the bank is empty and we can't afford it. Add on top of that they abruptly changed our health insurance with absolutely no input or warning, and I'm running out of reasons for a sane person to stay with the county. It's one thing to lose out on a raise if you don't earn it, but all we hear is how much the county 'values' us. I appreciate the sentiment, but sentiment doesn't pay my mortgage.

I bet you see increases in the bolded with the recent agreement between FCPS and the US Dept Of Education's Office of Civil Rights. How much $ will that take away from raises?

https://www.ed.gov/news/press-releases/us-department-educations-office-civil-rights-announces-resolution-investigation-fairfax-county-public-schools-virginia-related-needs-students-disabilities-during-covid-19-pandemic

I have no idea how they will offer additional compensatory services. One change in my building is that no one volunteers for additional duties anymore even if they are paid.
And yes, despite what another poster said, cutting things in central office would help and would mean more teachers in classrooms. We have a lot of “nice to haves” I’ll start with my list:
-Global Classroom Project
-Get to Green
-Equity Team people creating meaningless trainings
-Extra people on the team rolling out POG POL
-Bussing the AAP Center schools where a LLIV program is available

They can be ordered to pay for private services if they don’t have the staff to provide them themselves.

That only works if the money is available.

It can be pulled from other areas, such as employee compensation.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If there aren't step increases in the budget, I'm just leaving, it's that simple. I am sick of FCPS prioritizing everything except compensation. One year of appropriate compensation doesn't make up for two years of total freezes when they were getting flooded with federal Covid funds and this year won't buy my tolerance for another freeze. They can pay for online tutoring no one asked for or uses or numerous trainings that ultimately are of no benefit in any way, but when it comes to teacher pay, suddenly the bank is empty and we can't afford it. Add on top of that they abruptly changed our health insurance with absolutely no input or warning, and I'm running out of reasons for a sane person to stay with the county. It's one thing to lose out on a raise if you don't earn it, but all we hear is how much the county 'values' us. I appreciate the sentiment, but sentiment doesn't pay my mortgage.

I bet you see increases in the bolded with the recent agreement between FCPS and the US Dept Of Education's Office of Civil Rights. How much $ will that take away from raises?

https://www.ed.gov/news/press-releases/us-department-educations-office-civil-rights-announces-resolution-investigation-fairfax-county-public-schools-virginia-related-needs-students-disabilities-during-covid-19-pandemic

I have no idea how they will offer additional compensatory services. One change in my building is that no one volunteers for additional duties anymore even if they are paid.
And yes, despite what another poster said, cutting things in central office would help and would mean more teachers in classrooms. We have a lot of “nice to haves” I’ll start with my list:
-Global Classroom Project
-Get to Green
-Equity Team people creating meaningless trainings
-Extra people on the team rolling out POG POL
-Bussing the AAP Center schools where a LLIV program is available

They can be ordered to pay for private services if they don’t have the staff to provide them themselves.

That only works if the money is available.

It can be pulled from other areas, such as employee compensation.

Thanks for showcasing the real crux of the issue.

SpEd parent lobby demands services that require staffing, expertise, and $

Their demands spend all the money, weigh down staff, and demoralize them

End result is worse SpEd service for their kids and all kids when teachers resign and all potential new ones see NO value in the profession

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:If there aren't step increases in the budget, I'm just leaving, it's that simple. I am sick of FCPS prioritizing everything except compensation. One year of appropriate compensation doesn't make up for two years of total freezes when they were getting flooded with federal Covid funds and this year won't buy my tolerance for another freeze. They can pay for online tutoring no one asked for or uses or numerous trainings that ultimately are of no benefit in any way, but when it comes to teacher pay, suddenly the bank is empty and we can't afford it. Add on top of that they abruptly changed our health insurance with absolutely no input or warning, and I'm running out of reasons for a sane person to stay with the county. It's one thing to lose out on a raise if you don't earn it, but all we hear is how much the county 'values' us. I appreciate the sentiment, but sentiment doesn't pay my mortgage.

I bet you see increases in the bolded with the recent agreement between FCPS and the US Dept Of Education's Office of Civil Rights. How much $ will that take away from raises?

https://www.ed.gov/news/press-releases/us-department-educations-office-civil-rights-announces-resolution-investigation-fairfax-county-public-schools-virginia-related-needs-students-disabilities-during-covid-19-pandemic

I have no idea how they will offer additional compensatory services. One change in my building is that no one volunteers for additional duties anymore even if they are paid.
And yes, despite what another poster said, cutting things in central office would help and would mean more teachers in classrooms. We have a lot of “nice to haves” I’ll start with my list:
-Global Classroom Project
-Get to Green
-Equity Team people creating meaningless trainings
-Extra people on the team rolling out POG POL
-Bussing the AAP Center schools where a LLIV program is available

They can be ordered to pay for private services if they don’t have the staff to provide them themselves.

That only works if the money is available.

It can be pulled from other areas, such as employee compensation.

Thanks for showcasing the real crux of the issue.

SpEd parent lobby demands services that require staffing, expertise, and $

Their demands spend all the money, weigh down staff, and demoralize them

End result is worse SpEd service for their kids and all kids when teachers resign and all potential new ones see NO value in the profession

SpEd parent lobby? You sound nuts.