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Because most homeless students were not eligible for housing and homeless assistance due to federal definitions of homelessness, there was a 22% drop in the enrollment of homeless students during the 2020 21 school year when compared to the 2018 19 school year, the new report suggests.
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1 P U B L I C A T I O N S DISTRICTS RECEIVING DEDICATED HOMELESS ED FUNDING GROWS SIXFOLD SCHOOLbusiness news
Prior to the distribution of ARP funds targeted at homeless students, only 18% of school district homeless liaisons surveyed by SchoolHouse Connection in fall 2020 said federal aid flexibility was being used to support homeless students.
At normal funding levels, fewer than one in four school districts receive dedicated funding to identify and support children and youth experiencing homelessness, according to the group, which released the report based on data from 37 states. Federal aid targeted at homeless youth helped 6,324 additional districts that usually do not receive regular McKinney Vento subgrants in the 37 states that responded, notes an article from K12 Dive.
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to a report from SchoolHouse Connection, a nonprofit that advocates for homeless students’ school supports and provides resources to programs, schools and families.
In 33 of those states that have distributed both rounds of American Rescue Plan (ARP) Homeless Children and Youth funding, this represents a 611% overall increase in the number of districts receiving dedicated homeless education funding. State increases range from 60% to 2,300%. For districts receiving these funds for the first time, “they may be at a more basic level, because for the first time they will be able to do things like have dedicated staffing or offer support for after school programming,” said Barbara Duffield, SchoolHouse Connection’s executive director.
States saw a surge in the number of districts receiving McKinneyVento funds supporting the education of students experiencing homelessness beginning in the 2021 22 school year with the number of schools receiving funds increasing sixfold, according
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Hartford, Connecticut is offering a $5,000 signing incentive for educators in high-demand subjects like math, science and bilingual education Taos, New Mexico promises a $50,000 starting salary for any new teacher hire, plus a $10,000 bonus. Stanly County Schools in North Carolina announced a $10,000 signing incentive.
With bus drivers also in short supply, a school system outside Philadelphia, announced a $4,000 for drivers to join the district’s ranks, and California’s Eureka Union School District is offering $10,000.
While districts have been using incentives to attract workers for months, the dollar amounts recently have ballooned — perhaps reflecting a last-ditch effort to get fully staffed early in the school year. The generous bonuses are only the latest examples of the extreme lengths school systems are taking to handle what some experts are calling a staffing crisis.
Nationwide, there were roughly 300,000 openings for education jobs in June, according to the most recent numbers from the U S Bureau of Labor Statistics Other data indicate the total could be even higher: A representative sample of the nation’s nearly 100,000 schools reported an average of three teacher vacancies and another three unfilled non teaching positions such as for custodial staff, cafeteria workers or bus drivers in a June survey from the National Center for Education Statistics, hinting there could be close to 600,000 openings.
3 P U B L I C A T I O N S CBO / HUMAN RESOURCES / PAYROLL DISTRICTS OFFERING BONUSES, OTHER INNOVATIONS TO ENTICE NEW STAFF SCHOOLbusiness news
In an extreme example, Gallup McKinley County Schools in New Mexico is incentivizing teachers to join the district’s ranks by dangling bonuses ranging between $18,000 and $22,000, plus $2,500 to 4,500 for relocation
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In Texas, several rural districts are switching to four-day weeks, and in Florida leaders are asking Army vets with no teaching experience to serve in classrooms In Arizona, some children may soon receive instruction from college students rather than certified teachers. And in Buffalo, New York, a driver shortage has prompted leaders to consider providing a mileage reimbursement to parents who opt to drive their children rather than put them on the bus.
As labor shortages continue to plague schools across the county, districts are offering thousands of dollars in signing bonuses to entice new teachers and staff as the new school year begins, according to a report by The 74.
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The one-year drop in value, which also happened in 2015-16, won’t affect the level of benefits for teachers; those are a state obligation, as is the level of teachers’ payroll contributions, which is also locked in by law. However, a multiyear failure to meet the annual revenue target could lead to an increase in school districts’ payments, which already were scheduled to rise substantially by about $1.3 billion statewide in 2022 23. Together with scheduled CalPERS’ increases, districts are facing $1.6 billion more in pension contribution costs this year.
Districts’ additional obligation this year is on top of nearly a decade of steep rate increases to restore CalSTRS’ financial health. As a result of increases in retiree benefits that the Legislature passed in the late 1990s and a loss of about a quarter of its portfolio’s value at the start of the Great Recession, CalSTRS’ assets in relation to its liabilities fell dramatically. As a result, Gov. Jerry Brown in 2013 persuaded the Legislature to pass pension reforms that included a series of annual rate increases for teachers, the state and school districts
As of June 30, 2017, CalSTRS’ portfolio had dropped to 63% of its ability to meet the long term obligations of future retirees. As of June 30, 2022, this had risen to 73%. CalSTRS expressed confidence it was on target for full funding the point at which assets meet or exceed liabilities by 2046.
For the first time since the Great Recession in 2008, the California State Teachers’ Retirement System had a negative return on investments for the year ending June 30. RESOURCES RETIREMENT INVESTMENT HAS FIRST LOSS SINCE GREAT RECESSION business news
CalSTRS, which provides retirement benefits for nearly a million current teachers and retirees, saw a minus 1 3% return on its portfolio The year-end value of the portfolio dropped $8 6 billion to $301.6 billion as a result. The loss followed a record yearly investment gain in 2020-21 of 27.2%, CalSTRS reported.
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CalSTRS attributed the decline to market volatility complicated by inflation, rising interest rates, the impact of COVID-19 and the ongoing war in Ukraine, according to a report by EdSource. Earlier last month, CalPERS reported an end-of-year loss of 6 2% in value
Investment income, replenished by contributions by teachers, the state and school districts as the employer, provides funding for retiree benefits. CalSTRS assumes an annual rate of return of 7% on investments to meet its yearly obligations.
CalPERS’ and CalSTRS’ $1.6 billion rate increases for districts this year will average $272 per student, according to School Services of California.
The state’s portion of CalSTRS has risen, too, but not as high, from 5% of a teacher’s pay in 2013-14 to 11.6% this year. Teachers contributed 8% of their pay to CalSTRS in 2013-14; it was capped at 10 2% or 10 25% of their pay in 2016-17, depending on when they were hired
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CalSTRS said that on average teachers who retired in 2020 21 had 25 years of service and a monthly benefit of $4,813, adding that a diverse investment strategy prevented the loss in value of the system from falling further over the past year. While its investment in publicly traded stocks, which makes up more than a third of its portfolio, fell 16.6%, its holdings in real estate rose 26 2% and in private equities by 23 7%
Notwithstanding the portfolio loss, CalSTRS said its overall performance for 2021 22 was 0.9% better than benchmark comparisons, which are a blend of indexes like the Russell 3,000 Custom Index that CalSTRS’ board of directors established for comparisons.
Since 2013, school districts’ pension contributions have more than doubled, from 8.3% of a teacher’s salary to 19.1% in 2020 21. For the past two years, Newsom applied $1.15 billion from the state budget surplus to offset districts’ increased obligations to CalSTRS. The 2022 23 state budget doesn’t include that subsidy, although it includes $4 billion beyond a statutory cost-of-living increase that districts could use for pension expenses.
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June 24, 2022, the Chief Business Official (CBO) Content and Competency Work Group
The volunteers discussed a preliminary framework for CBO practice areas. This work will continue to form the CASBO CBO Business Executive Leadership (BEL) program curriculum, an upcoming Job Task Analysis and the CASBO CBO exam revision in 2023. Additional opportunities for CBOs are available, including: presenter/faculty roles; exam item writing; research; and competency standards To learn more and step forward, contact certification@casbo.org. C A S B O P A R T N E R S J O B L I S T I N G S
San Diego. 9 P U B L I C A T I O N S MEMBERS IN ACTION CBO CONTENT AND COMPETENCY WORK GROUP CASBOinsights
On met in
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Present Start with a present tense statement to introduce yourself: Hi, I’m Ashley and I’m a payroll manager engineer. My current focus is optimizing customer experience.
Future
11 P U B L I C A T I O N S COMMUNICATION TIPS A SIMPLE WAY TO INTRODUCE YOURSELF LEADERSHIPtrends
Of course, what you share will depend on the situation and on the audience. If you are not sure what to share, your name and job title is a great place to start. If there’s an opportunity to elaborate, you can also share other details such as a current project, your expertise, or your geographical location
Past The second part of your introduction is past tense. This is where you can add two or three points that will provide people with relevant details about your background. It is also your opportunity to establish credibility. Consider your education and other credentials, past projects, employers and accomplishments.
My background is in computer science. Before joining this team, I worked with big data to identify insights for our clients in the health care industry.
The third and last part in this framework is future oriented. This is your opportunity to demonstrate enthusiasm for what’s ahead. If you’re in a job interview, you could share your eagerness about opportunities at the firm If you’re in a meeting, you could express interest in the meeting topic. If you’re kicking off a project with a new team, you could talk about how excited you are, or share your goals for the project: I’m honored to be here. This project is a significant opportunity for all of us.
online or in-person – it’s called Present, Past and Future
The next time you’re in a meeting and someone says, “Let’s go around the table and introduce ourselves,” you know what to do. Take a slow, deep breath, and think “present, past, future.” Many of us dread the self-introduction, be it in an online meeting or at the boardroom table, writes Andrea Wojnicki for Harvard Business Review. But there is a practical framework you can leverage to introduce yourself with confidence in any context,
Another boundary to set: If you receive a request that goes to more than 10 people, wait. See if someone else raises their hand first. Failing that, suggest the team establish a rotating schedule, so everyone takes a turn. You can also try negotiating, says Deepa Purushothaman, a former managing partner at Deloitte and co founder of nFormation, an online community for professional women of color. Yes, you can serve on this panel now, but next year you’d like a plum role on the compensation committee. How do you identify which requests are valuable and which are mere scutwork that doesn’t move your career forward and gobbles up time? And how do you say no without killing your reputation as a team player?
Rachel Feintzeig of The Wall Street Journal asked John Matthews, who serves as an interim executive for businesses in retail and financial services, how to handle situations like this. His advice: Don’t approach your boss and say, “I hate doing this.” Instead, explain you’ve been thinking about better ways to deal with those reports, for example. Then, lay out some options –reasons why another team should do them instead, or why they’re just totally unnecessary.
What to do to avoid this? Put some rules into place. For example, you’ll only spend an hour planning this event; you won’t write more than three letters of recommendation a month. Any requests that would push you over that quota get an immediate no. Plus, prepare the response in advance: You can’t do it, you’re sorry, but here’s an idea for someone who can help.
A N N U A L C O N F E R E N C E C O V I D 1 9 R E S O U R C E S 12 August 23, 2022 S E C T I O N E V E N T S CAREER GROWTH JUST SAY NO TO BUSYWORK
When Ravi Raman, an executive coach in Minneapolis, works with clients who are burned out, he often finds they’re stuck in a torrent of work that’s not what they were hired to do. Women are asked 44% more often than men to do “nonpromotable work,” and they’re 50% more likely to say yes, according to a study from Lise Vesterlund, an economist at the University of Pittsburgh, and her co-authors of a book about avoiding dead-end work. Requests for employees of color to help fix companies’ diversity and equity failings, often without additional compensation, skyrocketed after a national conversation on race in 2020.
podcast host Brene Brown on her blog.
13 P U B L I C A T I O N S SELF INVESTMENT PRO TIP: LEADER, HEAL THYSELF LEADERSHIPtrends
One of the key learnings emerging from a leadership study Brown led was that leaders must either invest a reasonable amount of time attending to fears and feelings or squander an unreasonable amount of time trying to manage ineffective and unproductive behavior. In other words, “Leader, heal thyself.”
Brown says that identifying the source of the pain that’s driving how we lead and how we show up for other people is important, because returning to that place and doing that work is the only real fix. Projecting the pain onto others places it where it doesn’t belong and leads to serious trust violations Our long, hard search for whatever it is that we need never ends and leaves a wake of disconnection.
Brown says leaders must also invest time attending to their own fears, feelings and history or they’ll find themselves managing their own unproductive behaviors Daring leaders must stay curious about their own blind spots and how to pull those issues into view, and commit to helping the people they serve find their blind spots in a way that’s safe and supportive.
What Brown calls “leading from hurt” behaviors can be fueled by feeling no value from our partner or our children, so we double down on being seen as “important” at work by doing things like taking credit for ideas that aren’t ours, staying in comparison mode and always knowing instead of learning The family-related stuff can look like seeking the approval and acceptance from colleagues that we never received from our parents. Also, if our parents’ professional failures and disappointments shaped our upbringing, we can spend our careers trying to undo that pain. That often takes the shape of an insatiable appetite for recognition and success, of unproductive competition, and, on occasion, of having zero tolerance for risk.
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The world desperately needs more leaders who are committed to courageous, wholehearted leadership and who are self aware enough to lead from their hearts, rather than unevolved leaders who lead from hurt and fear, writes researcher, author and
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