Are teachers leaving Prince William for better workloads, salaries?

NewsChat

Jim Livingston is the president of the Prince William Education Association. There has been much talk in Prince William County in recent years about overcrowded classrooms and teacher pay. We wanted to find out exactly how teacher pay in Prince William affects the educators and children in the classroom, so we asked Livingston who has served in his current role for three years.

PL: What is the average teacher salary in Prince William County? How does it compare to salaries in neighboring counties like Fairfax and Loudoun?

JL: According to the Washington Area Boards of Education (WABE) Report, the FY 15 average teacher salary in Prince William County was $61,525. The average in Fairfax was $66,782 and in Loudoun it was $63,013.  

Prince William County has the lowest average teacher salary in the Northern Virginia region with the exception of Manassas Park.  It is also important to note that the beginning teacher salary is next to the lowest according to the report.  This data is collected from each school division on an annual basis and reported in November of each year.

 

PL: When was the last time teachers received a full cost of living raise (COLA)?

JL: The last time employees in Prince William County received a full Cost of Living Adjustment (COLA) was in FY 2009.  Employees received a Step Increase in FY 2013.

In all other years since 2009 employees received a Pay Plan Adjustment except for FY 2011 in which employees received no salary increase.  Pay Plan Adjustments are a percentage increase across all pay grades and have been no more than 2% except in FY 2010.  

 

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PL:  What’s the difference between a COLA and a step increase, and which is more preferable, and why ?

JL: Employees usually prefer a Step Increase as progression on the Salary Schedule is measured in “steps.” The higher the employee on the schedule, or the higher the “step,” the higher the salary and the more positive the impact on retirement benefits.  Retirement within the Virginia Retirement System is based on the average of the 36 consecutive months of highest compensation. 

 

PL: If good pay attracts competent employees, are local leaders taking the issue of teacher pay seriously? Why or why not?

JL: Prince William County has managed to provide some enhancements to salaries. While some improvements were made during “The Great Recession” those improvements came at a cost primarily in a loss or reduction in employee benefits and larger workloads. 

Officials tend to brag on the number of applicants for new teaching positions each year and although the number of applications is high what they don’t talk about is that most of those applicants are also applying to surrounding school divisions.  This raises the question, “How many talented applicants are lost to surrounding school divisions because they provide better salaries with smaller workloads?”

 

PL: The large number of students per teacher continues to be an issue in Prince William County. How does this issue correlate with the issue of teacher pay?

JL: Teacher pay is in direct competition with a growing student population. Student enrollment growth in Prince William County has outpaced surrounding school divisions for some time. 

It has also outpaced revenues from both the county and the commonwealth.   The need to hire additional staff and provide space and support for those staff and students puts direct pressure on the ability to enhance compensation. 

All employees feel the impact of student growth in increased workloads.  Employees cannot be expected to wait until growth rates slow in order to see improved compensation. 

PL: Finally, will our public schools improve if teachers are simply paid more? Why or why not?

JL: Many factors contribute to school improvement.  Schools improve when teachers and students have the resources they need that foster success.  Schools improve when there are collaborative family-school-community partnerships.  Schools improve when teachers/employees are well trained, well supported and well compensated.