Strategic Plan Goal 3: Premier Workforce

FCPS will offer market-competitive compensation packages.

Market-competitive Compensation | Exceptional Employees |

FY18 Report | FY18 Presentation

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Market-competitive Compensation

What FCPS will offer market-competitive compensation packages.

How Increase competitiveness of salaries for all employees.

Success FCPS will maintain all pay scales within 95 to 105 percent of market pay.

Success Data:

FCPS will maintain all pay scales within 95 to 105 percent of market pay.

FCPS pay scales within 95 to 105 percent compared to market pay
 
  3-Year Baseline School Year 2020 Target School Year 2024 Goal
Pay Scales N/A 100% 100%

Note: FCPS has not previously collected percent of pay scales at market.

Data source: Department of Human Resources
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Exceptional Employees

What FCPS will recruit, hire, and retain exceptional employees.

How Strengthen divisionwide use of fair and consistent practices to recruit, hire, and retain a diverse workforce.

Success

  • Every open teaching position will have at least five highly qualified applicants
  • All teaching positions will be filled by July 1
  • Employee retention rates will be within the National Average
  • The diversity of qualified teacher applicants will match the diversity of Fairfax County residents
  • The diversity of hired teachers will match the diversity of qualified teacher applicants
Success Data:

Every open teaching position will have at least five highly qualified applicants.

Average number of qualified applicants per teaching position
 
  3-Year Baseline School Year 2020 Target School Year 2024 Goal
Applicants 3.4 3.9 5

Data Source: Department of Human Resources, Office of Talent and Acquisition Management
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All teaching positions will be filled by July 1.
Teaching positions filled by July 1
 
  1-Year Baseline (count) 1-Year Baseline (percent) School Year 2020 Target School Year 2024 Goal
Filled Teaching Positions 15,175 96.30% 97.50% 100%

Note: Prior to July 2017, FCPS did not collect data on teaching positions filled by July 1.

Data source: Department of Human Resources, Office of Talent and Acquisition Management
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Employee retention rates will be within the National Average (85 percent).
FCPS employee retention rates
 
  3-Year Baseline (count) 3-Year Baseline (percent) School Year 2020 Target School Year 2024 Goal
Teachers 13,911 93% at or above 85% at or above 85%
Administrators N/A N/A at or above 85% at or above 85%
Operational N/A N/A at or above 85% at or above 85%

Note: FCPS has not previously analyzed retention data on administrators and support staff. The average count for teacher turnover is 1,099.

Data source: Department of Human Resources, Office of Talent and Acquisition Management
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The diversity of qualified teacher applicants will match the diversity of Fairfax County residents.
Diversity of qualified teacher applicants compared to the diversity of Fairfax County residents
 
  3-Year Baseline School Year 2020 Target School Year 2024 Goal
Ethnic Diversity (non-White) 18 percentage points below Fairfax County residents 12 percentage points from the SYs 22-24 Aspiration Same as Fairfax County residents
Gender Diversity (Male) 26 percentage points below Fairfax County residents 17 percentage points from the SYs 22-24 Aspiration Same as Fairfax County residents

Data source: Department of Human Resources, Office of Talent and Acquisition Management

Applicant Diversity to Resident Diversity Ratio

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Diversity of hired teachers compared to the diversity of qualified applicants
    3-Year Baseline School Year 2020 Target School Year 2024 Goal Asian Same as qualified applicants Same as qualified applicants Same as qualified applicants Black 5 percentage points below qualified applicants 3 percentage points from SYs 22-24 Aspiration Same as qualified applicants Hispanic Same as qualified applicants Same as qualified applicants Same as qualified applicants White 9 percentage points above qualified applicants 6 percentage points from SYs 22-24 Aspiration Same as qualified applicants Male 9 percentage points below qualified applicants 6 percentage points from SYs 22-24 Aspiration Same as qualified applicants Female 10 percentage points above qualified applicants 7 percentage points from SYs 22-24 Aspiration Same as qualified applicants

Data source: Department of Human Resources, Office of Talent and Acquisition Management

Applicant Diversity to Hired Ratio

Applicant to Hired Ratio in Gender

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Success Data

Every year, FCPS reports to the School Board on the progress made toward each goal area’s aspirational statements.

Premier Workforce PowerPoint presentation: This is a summary of the data, actions and return on investment undertaken to achieve this goal. [updated: 2/4/21]

Premier Workforce Narrative report: This is a detailed look at performance data and the actions taken to influence the data, as well as the return on investment of those actions undertaken to achieve this goal. [updated: 2/4/21]

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Strategic Plan Home Student Success Caring Culture Premier Workforce Resource Stewardship

Strategic Plan Goal 1: Student Success

Enhance instructional practices to ensure that all students receive an education in a dynamic environment designed to foster life-long learning and support them in achieving their full potential

Strategic Plan Goal 2: Caring Culture

Establish a school and division culture that is highly responsive to stakeholders and creates a model environment in which to learn and work

Strategic Plan Goal 4: Resource Stewardship

The goal of the resource stewardship strategy is to maximize and align FCPS resources in order to be accountable and transparent with the community regarding the resources entrusted to FCPS.