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1 1 | Faculty Focus Visit Pathway To Excellence
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Faculty Focus Visit Pathway To Excellence
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SCHOOL COMPARISONS
A TALE OF TWO SCHOOLS
Free & Reduced Lunch: 5%
Spending Per Pupil: $4,503 Spending Per Pupil: $5,332
Free & Reduced Lunch: 91%
Average Teacher Total Compensation: $84,065
3rd Grade at or above grade-level reading: 77.8%
Average Teacher Total Compensation: $67,343
3rd Grade at or above grade-level reading : 2.4%
$4,501- Unrestricted $ 2.00- Restricted $4,698 - Unrestricted $634 - Restricted
MADISON PARK LOWER E.S. CROCKER HIGHLAND E.S.
TALE OF TWO SCHOOLS – ELEMENTARY
Total Budget: $1,927,323 Total Budget: $1,306,305
$1,010 - Restricted $1,926,313 - Unrestricted $ 155,264 - Restricted $1,151,041 - Unrestricted
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Free & Reduced Lunch: 47%
Spending Per Pupil: $4,716 Spending Per Pupil: $6,042
Free & Reduced Lunch: 90%
Average Teacher Total Compensation: $78,370 Average Teacher Total Compensation: $64,419
ELMHURST COMMUNITY PREP MONTERA MIDDLE SCHOOL
TALE OF TWO SCHOOLS – MIDDLE
Total Budget: $4,225,715
$254,969 - Restricted $3,970,746 - Unrestricted
Total Budget: $2,114,841
$ 544,750 - Restricted $1,570,091- Unrestricted
All Students at or above grade-level reading: 64.7% All Students at or above grade-level reading: 37.8%
$4,432 - Unrestricted $284 - Restricted $4,486 - Unrestricted $1,556 Restricted
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Free & Reduced Lunch: 49%
Spending Per Pupil: $5,006 Spending Per Pupil: $6,934
Free & Reduced Lunch: 80%
Average Teacher Total Compensation: $79,478 Average Teacher Total Compensation: $76,463
FREMONT HIGH SCHOOL OAKLAND TECHNICAL HIGH SCHOOL
TALE OF TWO SCHOOLS – HIGH SCHOOL
$1,080,713 - Restricted $8,830,410 - Unrestricted
Total Budget: $9,911,123
$ 706,130- Restricted $4,057,823 - Unrestricted
Total Budget: $4,763,953
A – G Completion with a “C” or better : 64.5% A – G Completion with a “C” or better: 37.6%
$4,460 - Unrestricted $546 - Restricted $5,907 - Unrestricted $1,027 - Restricted
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Oakland Unified School District (OUSD) will
build a Full Service Community District
focused on high academic achievement
while serving the whole child, eliminating
inequity, and providing each child with
excellent teachers, every day.
OUR MISSION
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All OUSD students will find joy in their
academic experience while graduating
with the skills to ensure they are caring,
competent, fully-informed, critical thinkers
who are prepared for college, career, and
community success.
OUR VISION
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Strategic Plan Design Process
Since April 2014,
Superintendent
Wilson has held
over 80 meetings
and engagements
with students,
teachers, leaders,
and community
members.
Studying
Learning
Planning
Pathway to Excellence
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Strategic Plan Components
PRIORITIES What is our focus?
STRATEGIES What is the work?
TARGETS How will we measure
success?
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Strategic Plan Priorities
These Priorities
represent the focus of
the work of the
Oakland Unified
School District
Accountable School District
Quality Community Schools
Effective Talent Programs
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Priority One
OUR TARGETS
• Percentage of employees strongly
engaged with OUSD as measured by
our engagement program
OUR STRATEGIES
• Recruiting and Inducting
• Supporting and Evaluating
• Leading and Retaining
Effective Talent Programs
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People want to feel connected to something big
Investing in employees results in lower turnover and higher customer satisfaction
Transparency and voice are critical components of effective organizations
Clear expectations, observation, regular actionable feedback and opportunities to create meaning in our work
What we believe about our people….
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Educator Effectiveness
Teacher Growth and Development System
Leader Growth and Development System
Compensating Employees
OEA Negotiations Offer on the Table
*The salary increase over three years more than quadruples the total salary increases received by OEA
members since 2008.
Potential for a total, ongoing increase of 13% over 3 years!
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OEA Negotiations Offer on the Table 1. 3% increase effective January 1st 2015, 3% increase effective January 1st 2016,
4% increase effective July 1st 2016, Total of 10% over three years*
2. One-time payment of approx. 0.7% for ’14-’15 School Year.
3. An additional 1.5% if the unrestricted revenue received from the state is at least
$2.5M more than current projections. These funds will compensate OEA
members for an additional 30 minutes per week of school-directed
collaboration time.
4. An approximate 1.5% additional salary schedule increase if both the District and
OEA agree to realign the employee contribution to health benefits costs to
make them consistent with other employee groups in the district
5. Payment of an annual $1,400 stipend to all teachers who hold Bilingual Cross-
cultural Language in Academic Development (BCLAD) certification.
* Pending state funding landscape.
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$$ Millions
Estimated Additional 15-16 LCFF Revenue 15.7$
Proposed Salary Increase 1(5.8)$
Increase in Health & Welfare Benefits ($470K / 1%) for the fiscal year (3.1)$
Increase in State Teachers Retirement System (STRS) rate and increased cost for the fiscal year (3.0)$
24:1 Teachers (Estimated 30 Add'l Tchrs) (2.4)$
Additional expense for Building & Grounds 2(1.7)$
Total additional cost of commitments (16.0)$
Net Add'l LCFF Revenue (Under) Add'l Commitments (0.2)$ 1
2
$$ Millions
Programs for Exceptional Childred (2.9)$
Educator Effectiveness (2.8)$
Additional Site Leadership Support (0.9)$
Human Capital Data Mgt (0.8)$
Data warehouse (0.4)$
Additional Costs / Investments to be Funded From Cuts (7.9)$
Note - the funding of additional commitments over additional revenue will be funded from central office reductions.
2015-16 Additional Costs & Investments
Proposal is for 3% Jan 2015; 3% Jan 2016; 4% July 2016. Amt is the increase cost for the fiscal year and is contingent upon
a contract agreement
Additional cost required for Buildings & Grounds costs per State Budget
Note - The above cost and investments in Data warehouse, Educator Effectiveness Program and Human
Capital Data Mgt System must be funded from central reductions.
2015-16 Additional LCFF Revenue and Commitments
Estimated Additional Revenue and Commitments 2015-2016
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$$ Millions
Estimated Additional 16-17 LCFF Revenue 17.3$
Proposed Salary Increase 1(13.7)$
Increase in State Teachers Retirement System (STRS) rate and increased cost for the fiscal year (3.1)$
Increase in Health & Welfare Benefits ($470K / 1%) for the fiscal year (3.1)$
Total additional cost of commitments (19.9)$
Net Add'l LCFF Revenue (Under) Add'l Commitments (2.5)$
1 Proposal is for 3% Jan 2015; 3% Jan 2016; 4% July 2016. Amt is the increase cost for the fiscal year and is contingent upon
a contract agreement.
2016-17 Additional LCFF Revenue and Commitments
Note - the funding of additional commitments over additional revenue will be funded from central office reductions.
Estimated Additional LCFF Revenue and Commitments 2016-2017
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Priority Two
OUR TARGETS
• High Performing and High Quality Schools
• District Departments Performing
Favorably on OUSD Performance
Management Survey
OUR STRATEGIES
• Implementing District Core values
• Quality School Development
• District-Charter Compact
• Performance Management
Accountable School District
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Priority Three
OUR TARGETS
• High School students in Linked Learning
Pathways
• African-American, Special Education,
English Language Learners & Foster
Youth meeting 4-year University or
College Requirements
• Cohort Graduation Rate
• Long-Term ELLs Reclassified as Fluent
• African-American Males Without Out-of
School Suspension
• 3rd Graders Reading on Grade-Level
Quality Community Schools
OUR STRATEGIES
• Linked Learning
• Equity-Based
Education
• School Site
Governance
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Theory of Change & Defined Autonomy
3
2
1 Universal
Targeted
Intensive
Our belief is that significant improvement
in student outcomes is driven at the
school level. Our every action centrally is
in the service of one purpose: building
quality community schools that prepare
students for college, career, and
community success….
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Superintendent’s Committees
The Superintendent will form
3 committees aligned to the
Strategic Plan Priorities after
the plan is adopted.
Effective Talent Programs
Committee
Accountable School District
Committee
Quality Community
Schools Committee
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Our secret ingredient—and it’s not too secret—is the professional skill and
dedication of each member of our staff, certificated and classified. You
see, that’s where we’re going to win. We’ll have differences, but as long
as we don’t let those differences separate us and tear us apart in a
disruptive confrontation; if we can believe in each other and stand on the
common ground that children are what we are all about; if we do nothing
to rob children of the opportunity to learn; if we are willing, whatever our
adult differences may be, to work them out as professionals and adults; if
we will not cause children to suffer while we solve our problems, we will
make education work. Then, we must be determined that after we have
worked with our young people, those little tags they brought to us will
never have written on them, “reduced in value, cheap,” but rather
because they came to the Oakland Public Schools; because they’ve met
you and have dealt with the schools across the city; they will have on their
little tags, “of surpassing worth, increased in value.”
- DR. MARCUS FOSTER
EVERY STUDENT THRIVES
Photo Credit: Hasain Rasheed Photography
