Strategic Plan Goal 3: Premier Workforce

FCPS will offer market-competitive compensation packages.

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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