Please provide turnover and vacancies data for the Watkins Mill cluster and provide actions MCPS is taking for improving permanent staffing assignments in the cluster.
Question#:
5
ANSWER:
Below is the turnover data for the Watkins Mill Cluster for the last five years by school.
| |
Fiscal Year 2014
|
Fiscal Year 2015
|
Fiscal Year 2016
|
Fiscal Year 2017
|
Fiscal Year 2018
|
|
School
|
No. of Staff
|
Turn-over #
|
Turn-over %
|
No. of Staff
|
Turn-over #
|
Turn-over %
|
No. of Staff
|
Turn-over #
|
Turn-over %
|
No. of Staff
|
Turn-over #
|
Turn-over %
|
No. of Staff
|
Turn-over #
|
Turn-over %
|
|
Montgomery Village Middle School
|
55
|
15
|
27.2
|
55
|
14
|
25.4
|
61
|
17
|
27.8
|
63
|
28
|
44.4
|
65
|
20
|
30.7
|
|
Neelsville Middle School
|
68
|
15
|
22
|
73
|
11
|
15
|
72
|
25
|
34.7
|
74
|
18
|
24.3
|
76
|
14
|
18.4
|
|
South Lake Elementary School
|
68
|
10
|
14.7
|
71
|
10
|
14
|
73
|
13
|
17.8
|
74
|
10
|
13.5
|
76
|
13
|
17.1
|
|
Stedwick Elementary School
|
53
|
7
|
13.2
|
48
|
3
|
6.2
|
50
|
4
|
8
|
52
|
6
|
11.5
|
52
|
3
|
5.7
|
|
Watkins Mill Elementary School
|
61
|
7
|
11.4
|
65
|
10
|
15.3
|
66
|
8
|
12.1
|
71
|
12
|
16.9
|
72
|
13
|
18
|
|
Watkins Mill High School
|
111
|
13
|
11.7
|
117
|
19
|
16.2
|
114
|
27
|
23.6
|
123
|
18
|
14.6
|
129
|
15
|
11.6
|
|
Whetstone Elementary School
|
71
|
13
|
18.3
|
72
|
5
|
6.9
|
72
|
9
|
12.5
|
76
|
8
|
10.5
|
75
|
11
|
14.6
|
We currently have the following vacancies in the Watkins Mill Cluster.
|
School
|
Content
|
FTE
|
|
Watkins Mill Elementary School
|
ESOL
|
0.60
|
|
Academic Intervention
|
0.10
|
|
Montgomery Village Middle School
|
World Languages - Spanish
|
0.87
|
|
Watkins Mill High School
|
Teacher, Trades and Industry
|
0.60
|
|
0.40
|
The teacher staffing team in the Department of Certification and Staffing has been restructured to align with the area assignments within the Office of School Support and Improvement (OSSI). Each school has one staffer for Montgomery County Education Association positions, and one staffer for the Service Employees International Union Local 500 positions. The Office of Human Resources and Development (OHRD) works collaboratively with the principals and directors of learning, achievement, and administration in OSSI to learn of each school’s focus, staff needs, and the characteristics of employees that are critical to student learning. This model helps to increase OHRD’s knowledge of the human capital needs and instructional focus of the school to make adequate recommendations for employees.
Title I schools, special schools, elementary language immersion schools, and other schools with a high percentage of students receiving free and reduced-price meals are able to interview and hire employees earlier than other schools.
