Recruiting,

hiring,

and retaining

the best employees

Transition

Transition

is one of the most important goals of the FCPS Strategic Plan.

Without a Premier Workforce,

every other element of the strategic plan

from student success,

to caring culture to resource stewardship

Will not succeed.

Our teacher are at the core of our Premier workforce.

FCPS is committed to compensating teachers fairly

and in ways that help attract and retain new teachers.

As a result, FCPS has proposed changes to the teacher pay scale.

The proposed changes are part of the Division's ongoing compensation study, and come in part from

recommendations made in last year's teachers survey and teacher focus groups.

The feedback FCPS received was the majority of teachers

want to reach the top step of the salary scale at a faster pace.

The proposed scale reduce the number of steps and raise the percentage increase per step at the beginning of the scale.

Teachers will move toward their maximum salary sooner.

For example, a teacher can reach the midpoint of his or her salary scale on average, seven years earlier than under the current scale.

Transition

Another important factor with FCPS teacher pay scales is they need to beeasy for recruits to compare toother school systems’ pay scales.

Transition

Right now, FCPS has more pay lanesthan most other school districts in Northern Virginia.

To be more in alignment with nearby districts, FCPS will eliminate the BA+30 pay lane.

While some teachers will move into a new pay lane as a result,...

...no current salaries will be reduced.

And Teachers will continue to be rewarded for pursuing advanced degrees,

aligning with FCPS’ commitment

Transition

Transition

...to encouraging lifelong learning.

The timeline

for these changes

is dependent uponSchool Board Approval.

FCPS leadership is committedto communicating changes

as soon as possible and providing moredetails on the scales themselves,

as the budget discussion allows.

Be sure to check employee news for future updates.