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District presents preliminary staffing allocations; elementary average class size to remain near 21.5
Summary
District staff presented preliminary general‑education staffing allocations tied to projected enrollment, district average class sizes, and transportation/bus driver recruitment efforts; staff reported roughly 160 staff survey responses, projected small net staffing change and several areas to monitor for hot spots.
District finance and operations staff updated the Snoqualmie Valley School District Board of Directors on preliminary staffing allocations tied to projected enrollment and class size averages for next year.
Staff reported they collected roughly 160 staff survey responses as part of budget development and said those responses will be summarized for the board. The district's preliminary figures show a districtwide average general‑education class size of about 21.5; K‑3 averages are just under 20. District staff noted that averages mask building‑ and grade‑level variation: some grade sections in specific schools were projected in overload while others are below average, and the district will monitor open enrollment and choice transfers to decide whether to release additional staffing allocations before the start of school.
Using Timber Ridge and Hopestead (examples in the presentation) staff showed how similar student totals and staffing allocations can produce different grade‑level averages and occasional overloads. Staff said the district aims to stay under state funding thresholds (for grades 4–5 the state funds at 27:1) and to prioritize lower K‑3 ratios where funding rules and instructional impact justify it.
District presenters also showed that projected elementary sections in overload are expected to fall from recent counts (the presentation cited a current year figure of about 32 sections in overload) to a projected 19 overload sections next year, noting that the net staffing change in preliminary allocations was small (a reduction of 1 general‑education teacher while student counts fell modestly in the projection).
On transportation, staff reported improved bus driver recruitment and an active training cohort; the district continues to offer retention incentives tied to completing training ($1,500 for completing training and subbing, plus a further $1,000 after securing a permanent route, totaling about $2,500). Staff said they will monitor retirements and demand before expanding routes.
Ending: Staff will return summarized staff survey feedback and refined staffing allocations in upcoming budget meetings; board members asked staff to tie staffing decisions to the district strategic plan in external communications to the community.
