Staff, Salaries and Success in CISD Dr. Roosevelt Nivens May 5, 2016

Strategy IV-Employee Recruitment and Retention We will design a system that exemplifies a purposeful commitment to attract, recruit, employ, and retain exceptional and caring staff. Through a competitive compensation and benefits package we will purposefully attract recruit and retain exceptional and caring staff. We will utilize 21st century practices to design a recruitment, retention, and development system for personnel that capitalize on strengths and talents. The district will develop and implement intentional practice that focuses on fostering a caring and nurturing environment for all staff members.

28.0%39.2%34.6%28.0%37.4%31.4% of Teachers with 5 or fewer years of experience^ 10.1%32.9%16.8%15.7%25.7%14.2%Teacher Turnover Rate^ STEPCaddo Mills ISDCommunity ISDFarmersville ISDRoyce City ISDPrincton ISD*Wylie ISD 039,10039,51441,00042,75046,00049, ,80740,09841,43443,00046,50049, ,12940,70741,68443,40047,00049, ,84441,30142,18443,65047,50050, ,49041,41742,68443,85048,00050, ,99942,02243,18444,05048,50050, ,56542,47843,68444,25049,00050, ,12043,28544,48444,45049,50050, ,66443,98545,28444,65050,00051, ,08744,20846,08444,85050,50051, ,62744,44146,88445,05051,00051, ,17144,79247,68445,25051,50051, ,68645,14248,48445,94052,00051, ,13345,59749,28446,89052,50052, ,55646,62750,08447,89053,00052, ,31147,55050,88448,79053,50052, ,37548,41951,68449,59054,00052, ,45349,30052,48450,59054,50053, ,20650,23453,16451,34055,00053, ,07551,15753,74452,00055,50054, ,96952,09054,28452,61056,00054,810 How do we compare? Salaries

STEPCaddo Mills ISDCommunity ISDFarmersville ISDRoyce City ISDPrincton ISD*Wylie ISD 2152,80653,02356,40055, ,56153,85156,80055, ,23554,65857,20056, ,50055,42157,60056, ,22858,00057, ,40058, ,80058, ,20059, ,60060, ,00061, *Princeton ISD salary Includes a $2,000 initial signing bonus and annual returning bonus paid each September 61, , , , , , , ,898 Salary schedules apply only to the current school year. No salary increases are granted automatically each year; therefore, neither the past nor future salaries can be calculated, assumed, or predicted on the basis of this schedule. CISD pays a $1,500 Masters Stipend for teachers CISD pays $300/month toward insurance coverage

STEPCaddo Mills ISDFarmersville ISDRoyce City ISD16-17 CommunityPrincton ISD*Wylie ISD 039,10041,00042,75045,00046,00049, ,80741,43443,00045,10046,50049, ,12941,68443,40045,20047,00049, ,84442,18443,65045,30047,50050, ,49042,68443,85045,50048,00050, ,99943,18444,05046,00048,50050, ,56543,68444,25046,50049,00050, ,12044,48444,45047,00049,50050, ,66445,28444,65047,50050,00051, ,08746,08444,85048,00050,50051, ,62746,88445,05048,50051,00051, ,17147,68445,25049,00051,50051, ,68648,48445,94049,50052,00051, ,13349,28446,89050,00052,50052, ,55650,08447,89050,50053,00052, ,31150,88448,79051,00053,50052, ,37551,68449,59051,50054,00052, ,45352,48450,59052,00054,50053, ,20653,16451,34052,50055,00053, ,07553,74452,00053,00055,50054, ,96954,28452,61053,50056,00054, ,80654,02356,40055, ,56154,85156,80055, ,23555,65857,20056, ,50056,42157,60056, ,22858,00057, ,40058, ,80058, ,20059, ,60060, ,00061, , , , , , , , ,898

Years Experience Community ISD Community ISD Salary Increase 039,51445,0005, ,09845,1005, ,70745,2004, ,30145,3003, ,41745,5004, ,02246,0003, ,47846,5004, ,28547,0003, ,98547,5003, ,20848,0003, ,44148,5004, ,79249,0004, ,14249,5004, ,59750,0004, ,62750,5003, ,55051,0003, ,41951,5003, ,30052,0002, ,23452,5002, ,15753,0001, ,09053,5001, ,02354,0231, ,85154,8511, ,65855,6581, ,42156,4211, ,22857,2281,000 Everyone gets an increase. Last year’s average pay increase was ~$1,300 Increases are largest for teachers in years 0-4 (40% of our teachers) Beginning in year 5 through year 20 there is a $500 increase between each step

Support and Administration 10% increase for custodial, child nutrition, maintenance, school support, and paraprofessionals 5% increase for campus and central administrators

Committed School Board We want to our kids to be successful We want our great teachers to stay We want to be great Our Kids Deserve it!

Continued Commitment Teacher Retention Increasing Salaries Clearly set goals and vision for CISD (CISD Strategic Plan) Establish Pride Experience the BLUE Social Media (Bragging about CISD) More Input (not much participation, same people doing the work) Committees established Needs Assessment to be posted for progress monitoring

The Price of Admission to CISD “B.R.A.V.E.S” Be intentional about success Rapid response to intervention and acceleration Accessible to all Visibility Ensuring an environment of collaboration Systems of Assessment and Accountability No longer the Stepping stone, first stop, last resort, place for a break from the real, etc