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Instructional Specialist in grades k-2 and 3-5

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Instructional Specialist in grades k-2 and 3-5

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There should not be a one size fits all formula. Every school should have an interventionist.
Positions should be based upon data and student needs. Literacy and math coaches from general fund. No job fairs withiut staffing information.
Allow incentives for C-F schools. Please allow these schools to have an opportunity first especially schools that stay chronically understaffed.

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Staffing meetings should be done prior to the transfer period to provide opportunities for teachers with positions that may be cut due to funding, or change in school staffing meetings.

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Demetric AlexanderIt would benefit each school to have Spanish as an elective.

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Demetric AlexanderIt would benefit each school to have Spanish as an elective.

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Each school should have an Instructional Specialist from General Fund.
I'm not sure how consistent the staffing formulas are across campuses. However, I appreciate the transparency now with the administrative formula.

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Let the principals make the decisions for their campuses.  We know what is best for our campus

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Literacy and math coaches at each school

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Literacy and math coaches at each school

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HR should have staffing list. Principals shouldn't have to do this daily

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The ARTS should be provided to ALL students regardless of enrollment #s.

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The ARTS should be provided to ALL students regardless of enrollment #s.

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Question? Is the formula for administrative positions on a campus the same one that was used for the 2020-2021 school year?

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Schools will high turnover should be evaluated for specific needs and support.  

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Schools will high turnover should be evaluated for specific needs and support.  

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What is the WHY?

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What will the staffing numbers be based on for the 2021-22 school year. Prior to Covid, we have 568 students in the building.

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What will the staffing numbers be based on for the 2021-22 school year. Prior to Covid, we have 568 students in the building.

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I would like to see the staffing numbers based on the last year of full face-to -face instruction.

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Every school should be allotted an interventionist

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Every school should be allotted an interventionist

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40:1 P.E ratio is high for elementary

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Continue providing schools with a full time sub. This has been a huge help!

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Some schools don't need a specific person to be a parent liaison.  Make that a principal's choice.

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Some schools don't need a specific person to be a parent liaison.  Make that a principal's choice.

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Consider having one administrative support position staffed at EVERY school (Assistant Principal or Dean of Students)  This will help Principals tremendously have a more laser focus on instruction as opposed to the many other things that take up our time in the course of a day

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Consider having one administrative support position staffed at EVERY school (Assistant Principal or Dean of Students)  This will help Principals tremendously have a more laser focus on instruction as opposed to the many other things that take up our time in the course of a day

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Student numbers and enrollment should be based on the number of students registered for the following school year rather than the number of students currently enrolled.

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C-F Schools should be staff first to ensure students in these schools have quality teachers

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C-F Schools should be staff first to ensure students in these schools have quality teachers

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Principals are not TRANSPARENT with their staffing rosters out of fear that positions will be cut.  

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Principals are not TRANSPARENT with their staffing rosters out of fear that positions will be cut.  

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Flexible staffing has been the unfortunate norm.

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Keeping a long term sub position has been beneficial

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Keeping a long term sub position has been beneficial

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Our best teachers should receive financial incentives to teach in our C-F schools. Allowing C-F schools to select first from the transfer or displaced list doesn't guarantee a highly effective teacher.

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Send the staffing budget to the principal ahead of the staffing meeting. This will ensure that we have time to double check the enrollment, courses offered, etc. When we show up to staffing and there are errors, we have to make multiple trips to central office. Sending the formula early will make this a faster process.

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Teachers should NOT be able to transfer unless there is a justifiable issue. Teachers should have to contact HR if there is an issue that could result in a transfer.

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Teachers should be able to transfer after one year. 

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Teachers should be able to transfer after one year. 

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Social Workers are needed at each school.  Even if one is shared between two schools.  Our Counselors do not have the time and/or capacity to effectively meet the emotional needs of our students.  Especially now we will see the effects of COVID-19 for years to come.  

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Social Workers are needed at each school.  Even if one is shared between two schools.  Our Counselors do not have the time and/or capacity to effectively meet the emotional needs of our students.  Especially now we will see the effects of COVID-19 for years to come.  

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Why does secondary TOR moderators have to be certified teachers, yet in elementary its a classified employee. This reduces the number of teachers should could have.

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Administrative support is needed at every school 

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Administrative support is needed at every school 

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Continue to allow long term subs in schools.

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Continue to allow long term subs in schools.

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A paraprofessional in the Kindergarten classroom would be a great help. (Early Childhood Literacy)

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Consider funding 2-3 part-time para professionals for all schools. Without benefits, it doesn't cost much and is very beneficial.

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Once teachers request a transfer.. we are required to hold that position and miss out on potential candidates waiting for this person to take a job. 

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Once teachers request a transfer.. we are required to hold that position and miss out on potential candidates waiting for this person to take a job. 

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YEs, staffing

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Provide staffing rosters that are google docs to be verified monthly by principals

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Create a Google Document so we can make changes/updates if things are changed in the system. This could be sent out monthly, every 9-weeks, etc. If there is a list, we could send our changes rather than starting from scratch. A Google Document/Sheet will allow us to comment so we don't have access to make changes.

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Principals need to know about staffing cuts as soon as possible.

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Can we create a consistent plan for teachers who are on extended leave. Sometimes teachers who go on leave are told they can return to the district, but they are not guaranteed their spot at the current school. Other times, they are told they get to keep their jobs. This makes it difficult to staff when we do not know if/when they are returning to our schools.

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We need general fund paras or teacher's aides to assist in interventions and the many other instructional tasks.

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Paras are needed for intervention ..if we are truly concerned about student learning-interventionists SHOULD NEVER be cut

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Paras are needed for intervention ..if we are truly concerned about student learning-interventionists SHOULD NEVER be cut

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Staffing Supervisors should provide a list of employees so that school admins don't have to update the list from scratch multiple times per year

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What about people who take leaves every year??? 

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What about people who take leaves every year??? 

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How can we staff when employees are not returning due to COVID concerns? Are there guidelines as to if they are returning?

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Staffing Meetings prior to follow up meeting of Task Force?

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Staffing Meetings prior to follow up meeting of Task Force?

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Can the padlet continue to be accessed? Can we continue with meetings to address future concerns?

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Making sure the electives that are written in the Magnet Charter and approved by the board are kept.

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Every school should have an art, PE, music teacher.

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Every school should have an art, PE, music teacher.

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This is part of the SPS now, so if we are not staffed with a foreign language teacher then it may impact the 5% portion of the SPS.

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ADDITIONAL SPANISH LANGUAGE LEARNING OPPORTUNITIES in ALL SCHOOLS

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ADDITIONAL SPANISH LANGUAGE LEARNING OPPORTUNITIES in ALL SCHOOLS

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Will this be known prior to staffing meetings?  Have there been preliminary discussions?  We need to know the information prior to attending the staffing meetings.

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How do we go to a job fair with no staffing information. We waste time

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How do we go to a job fair with no staffing information. We waste time

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Staffing Meetings don't start until 3/24. . . to be fair, we need to know ahead of time. Our employees need time to make adjustments and schools do too.

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[11:37 AM] Demetric Alexander

Mr. Jackson, your Staffing Supervisor hasn't sent any resumes for Spanish Teachers and it just weren't a good fit for your school?

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Transfer Fair - 3/25
District Fair - 4/15

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Chief Academic Officer and Chief of Schools will be making those decisions

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MS Course requests are limited due to not knowing staffing allotments; Can't plan master schedule/electives.

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Please provide statistics ahead of time so that we can make informed decisions at the staffing meeting

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. . . should be provided for best teachers to work in struggling schools to improve effectiveness. . .

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My teachers love our school; nevertheless, they enter transfers just incase they are drafted by an A or B school.

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should be provided for high performing teachers. . .

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Yes, the staffing formula should be altered for D & F Schools.

Smaller class sizes are an incentive for high risk schools.

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Classrooms should look different in C-F schools to serve as incentives to attract high performing teachers. . . if more support in terms of manpower is provided. . . or smaller class sizes may be an incentive to keep and attract teachers

[11:48 AM] Melvin L. Hollins

Yes, the staffing formula should be altered for D & F Schools.

Smaller class sizes are an incentive for high risk schools.

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How can we support retention on your campus?

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Teachers should be transferred based on the needs of schools not based on preference. They tend to bounce around looking for happiness. HR should choose where teachers who want to transfer go.

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Can information be shared re. "reason for transfer" data?

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I think teachers may be taking advantage of CHOICE in some cases.  I know a teacher who went to Zachary, a Charter School... then back to EBR in the same year!

The grass wasn't greener!

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Can we revisit the transfer policy to create more of an opportunity to increase teacher retention? Teachers will transfer to "choice" locations after limited time working in the district.

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Perhaps a survey to capture why employees are staying may provide info to plug the exit hole.

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Perhaps a survey to capture why employees are staying may provide info to plug the exit hole.

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A better program for new teachers with 1-3 years of experience district wide may encourage teachers to stay with the district. Professional development, curriculum support, and overall support with managerial tasks that take time away from teaching needs to be improved district-wide. A district cohort may help them build relationships and create opportunities for peer support may help. Teachers networking across the district was a lot stronger 8-12 years ago than it is now.

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Can we have access to information re: employees and movement from parish to parish and throughout the district-- Resign/Return/Charter/Return

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School Choice has created the problem for employee and student retention.  Millennials see options and run for them.  They come back though. 

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School Choice has created the problem for employee and student retention.  Millennials see options and run for them.  They come back though. 

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If it were easier to get a job posted in Frontline, then maybe we'd be able to get the jobs posted and the list of vacancies would be accurate. Often times, vacancies are not posted due to the lack of administrative tasks on site. Principals do not have time.

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I called a million people... they were all uncertified and hopeful or had accepted a position.

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I met with two potential candidates last week who want jobs. I have been keeping in touch; however i made the mistake before of offering a job before staffing. I then had a cut; therefore staffing information is IMPERATIVE

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I met with two potential candidates last week who want jobs. I have been keeping in touch; however i made the mistake before of offering a job before staffing. I then had a cut; therefore staffing information is IMPERATIVE

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LaShawn Stewart

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Many leaders get caught in the day-to-day operations or academic side and fail to recruit/engage until _______.

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Can we provide a set date each year for when teachers become interim? It changes from year to year, so that makes it difficult at times.

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Can we re-hire our interim teachers for next year, or do we need to wait?

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HR should consider sending the candidates to schools who are in need.  Tier the schools and target the HR supports.

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HR should consider sending the candidates to schools who are in need.  Tier the schools and target the HR supports.

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If the list of vacancies were accurate on the EBR website, then we could send teachers who email a resume to those schools. If we do not know our colleagues have a vacancy, we have nowhere to send them.

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NO CUTS this year at the school level.  All cuts should come from departments (PD, CIR, etc) and those personnel (skilled, experienced, dedicated?) should be place in schools where the rubber meets the road.

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It is very difficult to get in touch with my staffing supervisor. Is it possible to have a set time each week where they are available online, or by phone, or even a time where they can respond to emails?