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Hoke County Schools reports staffing vacancies, budget pressure and steps from salary study
Summary
Hoke County Schools reported 60 vacancies (expected to decline to about 48 after administrative actions), continuing budget pressures from declining enrollment and PRC-funded position changes, and proposed salary-scale corrections from a recent study.
District leaders presented a vacancy and finance update at the Aug. 12 board meeting, reporting on open positions, funding pressures tied to declining student counts, and recommended salary-scale adjustments from a recent salary study.
Vacancies and recruitment: The HR presentation listed 60 current vacancies district-wide; staff said a recommended set of hires or reallocations would reduce that number to about 48. New teacher orientation was under way: staff said 75 teachers attended the first day of the district's orientation, and the presenter also stated the district had 81 new international teachers starting this year.
Funding pressures and lost positions: Finance staff explained that declines in average daily membership (ADM) are reducing state allotments and that the district lost funding tied to PRC 42 and PRC 43 (child and family support teams). Those positions (which previously funded some nurses and family-support roles) may be restored in a different PRC, but the funds have not yet been confirmed. Staff said the district lost one teaching position and one instructional support position earlier in the budget process.
Position vs. dollar allotments and benefits: Finance staff outlined the difference between state-provided position allotments (the number of positions funded) and dollar allotments (the funding to pay salaries and benefits). The presenters noted that the state funded assistant-principal positions for only 10 APs despite the district employing 18 assistant principals across 14 schools; the district must use dollar allotments to cover the remainder. The presentation also noted retirement contribution changes (reported as a rise to 24.67) and health-insurance increases (an example given of roughly a $500 increase) that raise employer benefit costs.
Salary study and pay-scale fixes: The district presented recommended corrections from a salary study for custodial pay scales and teacher-assistant classifications. Staff noted teacher assistants in many cases are 75% positions (roughly six hours per day) and that some have taken additional roles (such as bus driving) to reach full time; the presenter said the district must align these positions with permitted state funding. For custodians, staff proposed consolidating multiple pay scales into a single scale and offered two options for implementation (raise starting step or shift incumbents to a higher step). Presenters asked the board to review the options and said they hoped to bring formal changes by the September meeting so pay adjustments could take effect as substitutes and custodial pay changes begin.
Next steps: staff asked the board to examine the salary-scale options and provide guidance so recommended scale adjustments can be included as an action item in September. The board did not take formal action beyond receiving the report.
