Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Staffing topic
No spam. Unsubscribe anytime.
Hastings administrators defend class-size targets and detail teacher recruitment efforts
Summary
District leaders said average class sizes fall within targeted ranges and described active recruitment and retention strategies — including partnerships, early postings and induction supports — to replace retiring teachers and keep programming intact.
Parents asked about class size, teacher pay and recruitment during the PTSA/SEPTA forum. Dr. Szymanski, the district’s assistant superintendent for curriculum and instruction, said current averages are about 17–21 students at the elementary level, 21–25 at the middle school and 19–23 in high school and noted negotiated contract markers set ideal, desirable and acceptable thresholds.
Dr. Szymanski emphasized that class-size decisions depend on a program’s purpose: some specialized or social-emotional classes must remain small while other offerings can be larger to preserve elective depth. She said the district is keeping class-size counts “as low as possible” and that class-size language is memorialized in the collective bargaining agreement.
Maureen Caraballo addressed questions about teacher compensation and recruitment, saying regional contract data collected by the Westchester-Putnam school-data clearinghouse place Hastings near the county median and that total compensation and working conditions are important recruiting tools. The administration noted salary ranges are required to be posted on OLAS; Caraballo said postings sometimes reflect range floors and that, where needed, the district will re-post or negotiate higher offers to secure candidates.
On recruitment tactics, Dr. Szymanski listed active measures: OLAS and Applitrack postings, regional advertising, diversity recruitment fairs, partnerships with local colleges and a pipeline approach (student teaching, observation hours). The district also cited a phased retirement incentive that will stagger retirements (about four teachers this year, more next year), giving time for recruitment.
On temporary coverage, administrators said 0.2 FTE assignments are intended as short-term stopgaps and the HTA contract limits long-term use of fractional assignments; when 0.2 hires are infeasible, existing faculty sometimes take on additional duties at contract pay rates.
Next steps: the district plans continued recruitment efforts, earlier posting of anticipated vacancies, and induction supports to help new hires integrate.
