Week+4+-+Part+3

=__An Analysis of Differentiated Staffing:__= = = =Differentiated Staffing has definite benefits within districts that utilize the practice. The majority of the research is dated back to the late 60’s and early 70’s. The districts who are looking for creative ways to save money and get the most bang for their buck, have been very successful with the model. When considering the example from the lecture, it is evident that districts that need the differentiated staffing model are in short supply of funds to pay the traditional professionals.=

=In Round Rock ISD, we are allowed to utilize Differentiated Staffing by using a Create/Convert form. When a teacher allocation is available, we can request to hire two qualified Para-professionals for the same cost as one teacher. The benefit of hiring two qualified para-professionals instead of one teacher would be directly tied to service to students. The extra staff person is a valuable commodity when student coverage is at a premium and extra help is needed.=

=In Austin ISD, the practice of Differentiated Staffing was in the form of a “helping teacher”. The Helping Teacher performed the duties of an Assistant Principal, but were only paid the salary of a teacher with an attached stipend. Teachers who were identified as potential leaders were recruited for the positions. The savings were tremendous because the teachers were paid a small stipend to take on the additional administrative responsibilities. The district was able to save at least $15,000 for each helping teacher hired. AISD utilized these positions in all of their elementary schools in the late 90’s.= = = =In McKinney ISD, they took a unique approach to Differtiated Staffing. In a way to help the district save money during the state's funding shortfall, all administrators and directors, from the Superintendent down to the director of security services, had to serve as a substitute teacher 4 separate times each throughout this current school year. This, in turn, saved the district from having to spend funds on substitute teachers. By doing this type of Differentiated Staffing and saving the district from having to pay over 300 substitutes this year alone, MISD accomplished 2 things: 1) it saved one teacher from having to be cut, and 2) it demonstrated that not only are teachers and other staff member going to have to take on other responsibilities and roles but that those who make the changes in policy will take a lead role in those changes of creating a more Differentiated Staff.=

=These districts have utilized Differentiated Staffing to hire Academic Deans, Testing Coordinators, and save an additional teacher's job. These are teachers, director, and administrators who take on the responsibilities of curriculum leader/teacher coach, campus testing coordinatoror substitute teacher. Some of these moves place current staff in an administrative capacity, but paid a little more than a teacher. For each Academic Dean hired, the district saves $10 - $15,000. The Academic Dean’s position helps to alleviate the Principals’ need to be in all classes at all times. The Academic Dean becomes an extension of the Principal as far as curriculum leadership is concerned. The testing coordinator is responsible for all of the state testing required for the campus. They alleviate the Administrators from being tied down during the testing season, and we are free to meet the needs of our parents and students.=

=These are a few examples of Differentiated Staffing and the benefits provided to the campuses, students and ultimately the budget. The staffing helps to meet the goals of the campus by creating more freedom for Administrators to assist individual teachers while the helpers assist the needs of the masses. It is helpful in the fact that it does provide additional staff to meet the needs of the students as well.=