How would you cut the budget?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Suggestion: cut Gatehouse staff. Cut Gatehouse salaries. Cut Instructional staff in schools that do not work with kids. Stop boundary study. Eliminate IB. Reduce AAP and have it be only the gifted.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Suggestion: cut Gatehouse staff. Cut Gatehouse salaries. Cut Instructional staff in schools that do not work with kids. Stop boundary study. Eliminate IB. Reduce AAP and have it be only the gifted.

All these things are fine but it is also necesssary to freeze teacher salaries or cap any increases well below the phony amount in the CBA.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Suggestion: cut Gatehouse staff. Cut Gatehouse salaries. Cut Instructional staff in schools that do not work with kids. Stop boundary study. Eliminate IB. Reduce AAP and have it be only the gifted.

Why did Division Chief go from 466,000 to 2,795,000 from 2019 to 2025?
Senior Manager from $14m to $30m from 2021 to 2025?

Maybe FCPS could cut 17 million right there, and cut down the 60% increase in "gifted" spending from 2021 to 2025. Why the sharp increase?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Oh drama queen, please.
You can't have your cake and eat it, too.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Get informed before you spew the hate.

You might be surprised to learn that teacher and instructional aid salary only makes up 41% of the budget. It is common misconception that is driven by FCPS messaging.

For example, the FCPS FY Toolkit (https://www.fcps.edu/fy-2026-budget-toolkit) includes the following statements:

“More than 85% of the budget is dedicated to instruction and reflects the needs of our community’s young people in response to the changing world around us. Budget priorities include providing competitive compensation for all employees, including a 7% salary increase for all staff. The majority of the budget increase is dedicated to that proposed 7% pay increase.”

and

“Breaking Down the Budget: Investing in Our Classrooms
Did you know that more than 85% of FCPS’ budget stays in our classrooms?”

Every presentation I have seen about budget needs highlights the salary differences between FCPS and surrounding districts based on teacher salary charts. The argument is always the same: competitive teacher salaries are essential for recruitment and retention.

If FCPS already pays bus drivers, custodians, principals, school-based counselors, and/or central office employees more than or commensurate amounts as other districts, should all these employees should get a 7% raise based on a disparity in teacher pay with other districts, if the primary goal is to increase teacher recruitment and retention?

It seems like there is an opportunity to make teacher pay more competitive, even with a reduced budget. I sincerely believe that every employee is an essential member of the team to support student learning. However, when the budget is tight, it is worth looking to see if a 7% raise is necessary for all employees of FCPS if the goal is teacher recruitment and retention, especially if those other positions already receive competitive levels on compensation.

Unless, of course, the true goal held by leadership is to scapegoat teachers for budget shortfalls.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Get informed before you spew the hate.

You might be surprised to learn that teacher and instructional aid salary only makes up 41% of the budget. It is common misconception that is driven by FCPS messaging.

For example, the FCPS FY Toolkit (https://www.fcps.edu/fy-2026-budget-toolkit) includes the following statements:

“More than 85% of the budget is dedicated to instruction and reflects the needs of our community’s young people in response to the changing world around us. Budget priorities include providing competitive compensation for all employees, including a 7% salary increase for all staff. The majority of the budget increase is dedicated to that proposed 7% pay increase.”

and

“Breaking Down the Budget: Investing in Our Classrooms
Did you know that more than 85% of FCPS’ budget stays in our classrooms?”

Every presentation I have seen about budget needs highlights the salary differences between FCPS and surrounding districts based on teacher salary charts. The argument is always the same: competitive teacher salaries are essential for recruitment and retention.

If FCPS already pays bus drivers, custodians, principals, school-based counselors, and/or central office employees more than or commensurate amounts as other districts, should all these employees should get a 7% raise based on a disparity in teacher pay with other districts, if the primary goal is to increase teacher recruitment and retention?

It seems like there is an opportunity to make teacher pay more competitive, even with a reduced budget. I sincerely believe that every employee is an essential member of the team to support student learning. However, when the budget is tight, it is worth looking to see if a 7% raise is necessary for all employees of FCPS if the goal is teacher recruitment and retention, especially if those other positions already receive competitive levels on compensation.

Unless, of course, the true goal held by leadership is to scapegoat teachers for budget shortfalls.

County revenue is going to plunge. There is some real economic hardship now hitting Fairfax residents and it's only going to get worse. Now is NOT the time to be giving teachers or other FCPS staff more than minimal raises just because a 7% figure was previously discussed. The Board of Supervisors wasn't even involved in that CBA negotiations, and it's not the least bit feasible.

The teachers unions would kick people out of their homes before they'd agree less is now appropriate, but that's the reality. They are lucky to still have jobs when so many county residents are losing theirs and have to dip into whatever nest eggs they may have.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Get informed before you spew the hate.

You might be surprised to learn that teacher and instructional aid salary only makes up 41% of the budget. It is common misconception that is driven by FCPS messaging.

For example, the FCPS FY Toolkit (https://www.fcps.edu/fy-2026-budget-toolkit) includes the following statements:

“More than 85% of the budget is dedicated to instruction and reflects the needs of our community’s young people in response to the changing world around us. Budget priorities include providing competitive compensation for all employees, including a 7% salary increase for all staff. The majority of the budget increase is dedicated to that proposed 7% pay increase.”

and

“Breaking Down the Budget: Investing in Our Classrooms
Did you know that more than 85% of FCPS’ budget stays in our classrooms?”

Every presentation I have seen about budget needs highlights the salary differences between FCPS and surrounding districts based on teacher salary charts. The argument is always the same: competitive teacher salaries are essential for recruitment and retention.

If FCPS already pays bus drivers, custodians, principals, school-based counselors, and/or central office employees more than or commensurate amounts as other districts, should all these employees should get a 7% raise based on a disparity in teacher pay with other districts, if the primary goal is to increase teacher recruitment and retention?

It seems like there is an opportunity to make teacher pay more competitive, even with a reduced budget. I sincerely believe that every employee is an essential member of the team to support student learning. However, when the budget is tight, it is worth looking to see if a 7% raise is necessary for all employees of FCPS if the goal is teacher recruitment and retention, especially if those other positions already receive competitive levels on compensation.

Unless, of course, the true goal held by leadership is to scapegoat teachers for budget shortfalls.

County revenue is going to plunge. There is some real economic hardship now hitting Fairfax residents and it's only going to get worse. Now is NOT the time to be giving teachers or other FCPS staff more than minimal raises just because a 7% figure was previously discussed. The Board of Supervisors wasn't even involved in that CBA negotiations, and it's not the least bit feasible.

The teachers unions would kick people out of their homes before they'd agree less is now appropriate, but that's the reality. They are lucky to still have jobs when so many county residents are losing theirs and have to dip into whatever nest eggs they may have.

The BOS does not make line item approvals for the FCPS budget. They just approve a total amount. It is up to FCPS to choose how that money is spent.

I agree with you that the total amount approved for FCPS should be less than the current ask. However, I also believe it is possible for FCPS to adjust its own budget priorities to better support the people in the classrooms with students even with a reduced total budget. That is my point.

If you believe it is a zero sum question: increase the budget because of teachers or realign the budget and teachers receive non-competitive compensation; then you have fallen into the budget leverage trap that FCPS leadership insists on pushing.

It is not zero sum. FCPS’s own internal budget allocations are the cause of disparate teacher pay. Then FCPS makes teachers the scapegoats for budgetary shortfalls. That is quite the way to show appreciation for the people who dedicate every day to work in the classroom.

[Anonymous]

County revenue is going to plunge because... you think property values are going to plummet, or...?

[Anonymous]

Turn the heat down! The building is so hot

[Anonymous]

Anonymous wrote:Turn the heat down! The building is so hot

Is that a Gatehouse safe word?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Teachers and other county workers should not be getting big raises at a time when Fairfax families are seeing their life savings wiped out by the Trump administration. They should be lucky they at least have a job, unlike many others in the region facing unemployment.

When times are “good”, I’m sure you’re the first one signing up to speak and advocate for school employee raises. Right?

No, but I supported them.

We cannot afford the extra taxes to raise salaries now. The savings of Fairfax residents are going up in smoke, and many have been and will be laid off. We cannot afford a raise based on an entirely differ set of economic assumptions. Teachers should forego raises and realize they are lucky just to have a job.

Oh drama queen, please.
You can't have your cake and eat it, too.

+1, or they’ll just leave and get new jobs….which they’re doing.

[Anonymous]

You might be surprised to learn that teacher and instructional aid salary only makes up 41% of the budget. It is common misconception that is driven by FCPS messaging.

For example, the FCPS FY Toolkit (https://www.fcps.edu/fy-2026-budget-toolkit) includes the following statements:

“More than 85% of the budget is dedicated to instruction and reflects the needs of our community’s young people in response to the changing world around us. Budget priorities include providing competitive compensation for all employees, including a 7% salary increase for all staff. The majority of the budget increase is dedicated to that proposed 7% pay increase.”

and

“Breaking Down the Budget: Investing in Our Classrooms
Did you know that more than 85% of FCPS’ budget stays in our classrooms?”

Every presentation I have seen about budget needs highlights the salary differences between FCPS and surrounding districts based on teacher salary charts. The argument is always the same: competitive teacher salaries are essential for recruitment and retention.

If FCPS already pays bus drivers, custodians, principals, school-based counselors, and/or central office employees more than or commensurate amounts as other districts, should all these employees should get a 7% raise based on a disparity in teacher pay with other districts, if the primary goal is to increase teacher recruitment and retention?

It seems like there is an opportunity to make teacher pay more competitive, even with a reduced budget. I sincerely believe that every employee is an essential member of the team to support student learning. However, when the budget is tight, it is worth looking to see if a 7% raise is necessary for all employees of FCPS if the goal is teacher recruitment and retention, especially if those other positions already receive competitive levels on compensation.

Unless, of course, the true goal held by leadership is to scapegoat teachers for budget shortfalls.

+1
They blame it on the teachers because they think that will get them the money.

Thank you for posting this. Claiming that 85% is spent on instruction (I suspect that Reid's $500K is included in that) and then illustrating that only 41% is spent on classroom instruction is revealing.

I was a teacher. This is egregious. Every line item should be examined.

[Anonymous]

Anonymous wrote:

You might be surprised to learn that teacher and instructional aid salary only makes up 41% of the budget. It is common misconception that is driven by FCPS messaging.

For example, the FCPS FY Toolkit (https://www.fcps.edu/fy-2026-budget-toolkit) includes the following statements:

“More than 85% of the budget is dedicated to instruction and reflects the needs of our community’s young people in response to the changing world around us. Budget priorities include providing competitive compensation for all employees, including a 7% salary increase for all staff. The majority of the budget increase is dedicated to that proposed 7% pay increase.”

and

“Breaking Down the Budget: Investing in Our Classrooms
Did you know that more than 85% of FCPS’ budget stays in our classrooms?”

Every presentation I have seen about budget needs highlights the salary differences between FCPS and surrounding districts based on teacher salary charts. The argument is always the same: competitive teacher salaries are essential for recruitment and retention.

If FCPS already pays bus drivers, custodians, principals, school-based counselors, and/or central office employees more than or commensurate amounts as other districts, should all these employees should get a 7% raise based on a disparity in teacher pay with other districts, if the primary goal is to increase teacher recruitment and retention?

It seems like there is an opportunity to make teacher pay more competitive, even with a reduced budget. I sincerely believe that every employee is an essential member of the team to support student learning. However, when the budget is tight, it is worth looking to see if a 7% raise is necessary for all employees of FCPS if the goal is teacher recruitment and retention, especially if those other positions already receive competitive levels on compensation.

Unless, of course, the true goal held by leadership is to scapegoat teachers for budget shortfalls.

+1
They blame it on the teachers because they think that will get them the money.

Thank you for posting this. Claiming that 85% is spent on instruction (I suspect that Reid's $500K is included in that) and then illustrating that only 41% is spent on classroom instruction is revealing.

I was a teacher. This is egregious. Every line item should be examined.

ESOL spending went from $63m to $102m in 4 years (2021 to 2025). An approx. $40m increase. It's huge. God knows what it is in 2026 budget.

[Anonymous]

Anonymous wrote:

You might be surprised to learn that teacher and instructional aid salary only makes up 41% of the budget. It is common misconception that is driven by FCPS messaging.

For example, the FCPS FY Toolkit (https://www.fcps.edu/fy-2026-budget-toolkit) includes the following statements:

“More than 85% of the budget is dedicated to instruction and reflects the needs of our community’s young people in response to the changing world around us. Budget priorities include providing competitive compensation for all employees, including a 7% salary increase for all staff. The majority of the budget increase is dedicated to that proposed 7% pay increase.”

and

“Breaking Down the Budget: Investing in Our Classrooms
Did you know that more than 85% of FCPS’ budget stays in our classrooms?”

Every presentation I have seen about budget needs highlights the salary differences between FCPS and surrounding districts based on teacher salary charts. The argument is always the same: competitive teacher salaries are essential for recruitment and retention.

If FCPS already pays bus drivers, custodians, principals, school-based counselors, and/or central office employees more than or commensurate amounts as other districts, should all these employees should get a 7% raise based on a disparity in teacher pay with other districts, if the primary goal is to increase teacher recruitment and retention?

It seems like there is an opportunity to make teacher pay more competitive, even with a reduced budget. I sincerely believe that every employee is an essential member of the team to support student learning. However, when the budget is tight, it is worth looking to see if a 7% raise is necessary for all employees of FCPS if the goal is teacher recruitment and retention, especially if those other positions already receive competitive levels on compensation.

Unless, of course, the true goal held by leadership is to scapegoat teachers for budget shortfalls.

+1
They blame it on the teachers because they think that will get them the money.

Thank you for posting this. Claiming that 85% is spent on instruction (I suspect that Reid's $500K is included in that) and then illustrating that only 41% is spent on classroom instruction is revealing.

I was a teacher. This is egregious. Every line item should be examined.

Thank you! I am a teacher and it sometimes feels like shouting into the wind when I try to separate actual teacher salaries from the total budget numbers FCPS puts out to justify their budget asks.

I got the 41% number directly from a SB rep. I posed the following question:

“What percentage of the FCPS budget is exclusively teacher and instructional aid salary? Just teacher and instructional aid salary. Not training, administration, support, or any other associated costs. Strictly the salary of teachers and instructional aids as a percentage of the total budget.”

And got the following answer:

“41% of the FCPS budget is teacher and IA salaries.”

I recognize that the total cost of compensation and training are not fully encompassed in salary. However, I framed the question strictly in terms of salary for the following reasons:

1) the 7% raise ask in the budget is only for salary

2) the salary charts for teachers in surrounding jurisdictions, not training/support/other compensation are used to compare/justify budget asks.

I wanted to compare apples and apples. FCPS is asking for money based on salary comparisons, and the public believes that number accounts for 85% of the total budget.

While there are many “supportable interpretations” of the 85% number put forth by FCPS, it can be misleading. It’s like I tell my students when they submit written work: your goal should not be to submit written work that makes it possible for the reader to understand the information that you intend to convey, you should instead submit work that makes it difficult for the reader to misunderstand what you have written.