California School Business News August 9, 2022

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August 9, 2022

Back to School 2022-23

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SCHOOLbusiness news STUDY SHOWS ELEMENTARY STUDENTS RECOVERING FROM LEARNING LOSS FASTER CBO / RISK MANAGEMENT Elementary students are regaining the ground they lost during the pandemic at a faster pace than older students, according to new research, but many K-12 students are still years away from a full recovery.

Comparing the most recent nationwide Measures of Academic Progress (MAP) assessment data from 8.3 million students in grades 3-8 in reading and math, researchers from the Northwest Evaluation Association (NWEA) testing group found that elementary school students had the most learning recovery last school year of any student group. Meanwhile, students in middle school either made slower progress recovering from learning loss or remained stagnant, according to a report from EdSource.

The data may be a sign of hope for younger students, who researchers initially anticipated would have the toughest time recovering from the pandemic’s disruption to schools. Schools and districts apparently kept that in mind when planning their learning recovery strategies.

NWEA now anticipates that elementary students, on average, will fully recover from pandemic learning loss in three or more years. Older students are expected to recover in five or more years.

When the pandemic was raging in the fall of 2020, hundreds of thousands of families across the country opted not to enroll their children in public school, with the biggest groups being kindergartners, and students in grades one through three. Researchers, at the time, were concerned that those students would struggle most to adapt when returning to school.

California K-12 schools lost 271,000 students since COVID struck in spring 2020. Enrollment as of Census Day, always the first Wednesday of October, was 5.89 million students for the 202122 school year; five years ago, it was 6.23 million.

Learning loss was also a top concern of policymakers, which is why billions in federal American Rescue Plan funds have been earmarked specifically for schools to address the issue.

Research has found that the range of abilities among students in the same grade had widened in the 2021-22 school year.

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August 9, 2022 Students across all grades had bigger gains in math than reading, according to the study. Prior research indicated that the pandemic has had larger negative impacts on math achievement compared with reading achievement.

Identifying the most effective methods and strategies used to get students back on track remains a concern for everyone in education right now. While NWEA is researching what worked and what didn’t, it’s still too early to say.

A similar analysis by NWEA at the end of the 2020-21 school year painted a starker picture of the state of learning loss: Data indicated that across all grades, the amount of unfinished learning was growing, meaning students ended the year even further behind.

The progress that students made last year was shared across income levels and ethnic groups, but the achievement disparities affecting Latino, Black and American Indian or Native Alaskan students have only widened since the pandemic began, according to the NWEA’s research. The research also found that students experienced lower academic gains than a “typical year” prior to the pandemic, with students in high-poverty schools remaining disproportionately impacted.

The improvements that students made last year should be celebrated, but students – especially older students – still have a long road ahead to get back on track. Academic recovery among middle school students either remained stagnant or fell further back last year.

For some students, full recovery would not be attainable before the end of high school, according to NWEA’s research.

NWEA’s estimated timeline of full recovery extends further than the deadlines for federal recovery funds. The $15 billion for schools and districts authorized by Congress in 2021 under the American Rescue Plan has a use-it-or-lose-it deadline of January 2025.

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SCHOOLbusiness news FALL HIRING OUTLOOK CBO / HUMAN RESOURCES / PAYROLL School district leaders have felt a staffing crisis rumbling for more than a year, and the new school year is only reinforcing their fears about the challenges of recruiting educators and those who support them, according to an EdWeek Research Center report.

How bad is it?

Most schools are seeing fewer job candidates for crucial positions than during the same period last year, the EdWeek survey shows — and an even greater percentage of those polled are seeing fewer candidates than they need to keep their schools running optimally.

The nationally representative sample of 255 principals and 280 district leaders was conducted between June 29 and July 18. About three-quarters of respondents said the number of candidates this year for teachers, paraprofessionals, bus drivers, food service workers and custodial workers is insufficient.

Hiring challenges for bus drivers appear particularly painful. Eighty-six percent of respondents said they don’t have enough candidates to fill open bus driver positions. Seventy-nine percent said they have fewer applicants for those positions than they did last year.

Fewer than one-third of respondents said they have enough candidates for teachers, paraprofessional, and food service worker positions.

Schools are also struggling, though not as widely, to find enough administrators. Slightly more than one-third of district leaders and principals said they don’t have enough candidates for open administrator positions.

Administrators had been raising the alarm about hiring challenges throughout the 2021-22 school year. Many districts are seeing far greater staff challenges than the typical difficulties they face luring people to a profession characterized in many places by low pay, minimal benefits, high-stakes responsibilities and political controversy.

As school leaders know, when schools aren’t fully staffed, children lose services and instructional time, and staff is strained by trying to fill the gaps. And research shows that students with disabilities, students from poor families, and English-language learners are disproportionately harmed by staff shortages.

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August 9, 2022 SENATE APPROPRIATIONS COMMITTEE PROPOSES 13% K-12 INCREASE CBO / FINANCIAL SERVICES The U.S. Department of Education would receive $49 billion — an increase of about $5.5 billion or 13% over fiscal year 2022 — for federal K-12 education programs, according to a new spending plan recently released by the Senate Appropriations Committee.

Included in the FY 2023 bill for pre-K-12 education is $20.1 billion for Title I grants, $15.3 billion for special education, and $12 billion for Head Start, all of which are at lower levels than the House Appropriation Committee plan and President Biden’s request.

The Senate Appropriations Committee’s proposal is part of a $1.7 trillion FY23 appropriations bill for the Departments of Defense, Transportation, Education, Health and Human Services, and more.

The bill’s text and supporters say the education portion addresses the continuing pandemic recovery effort for schools and fosters equitable ways to get young children and students back on track.

According to a report from K-12 Dive, other education-related items in the bill include: Several proposals for family engagement, including including $45 million, an increase of $15 million, for Parent Information Centers under the Individuals with Disabilities Education Act. Support for access to childcare and early childhood education, including $7.2 billion, an increase of $1 billion, for Child Care and Development Block Grants.

An additional investment of $95 million for early intervention services for infants and toddlers with developmental delays or at-risk of such delays and their families, for a total of $591.3 million.

Republicans denounced the bill, indication opposition around the size of proposed spending for nondefense programs and the inclusion of funds to support abortions, including for the costs of travel and lodging to obtain abortions and the construction of abortion facilities.

With the partisan divide and an August recess, it’s uncertain if Congress will agree on a spending plan before Oct. 1, the first day of the 2023 fiscal year.

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CASBOinsights CALL FOR CONTENT – PRESENT AT CASBO 2023 ANNUAL CONFERENCE CASBO Annual Conference is the best place to participate in leadership development and technical training. For more than 90 years, CASBO has been uniting school business leaders, and now more than ever those leaders need to hear from their colleagues, peers, and experts in their field – in short, they need to hear from you!

We are calling on everyone who has a lesson they learned, a challenge they overcame or a solution they created: bring your experience and expertise to Long Beach in 2023! Whether you’ve been in school business for two years or two decades, we want to hear from anyone who has an original, thought-provoking concept for school business professionals.

Your perspective is your superpower – draw from it to empower your peers! Submissions are being accepted until 5:00 p.m. on Friday, September 2, 2022.

Answer the Call - Submit a Presentation

P.S. Registration for Annual Conference opens on October 19.

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August 9, 2022 REGISTER FOR ESSENTIAL TRAINING FOR YOU AND YOUR STAFF PROFESSIONAL DEVELOPMENT As the trusted authority in school business, CASBO supports student success through education, advocacy, and networking for school business professionals.

We offer professional development grounded in adult learning theory, online, in-person, and on-demand, with topics and solutions that can be used immediately in the real world.

We offer certification programs designed to meet you where – and when – you are available, with cohort learning that creates a deep network of colleagues and resources to last your entire career.

Our Fall ‘digital catalog’ is live and registration is open for our September and October programs. Take a look and register today!

Complimentary upcoming CASBO Partner Events HEAR FROM TRUSTED ADVISORS.

REGISTER NOW

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CASBOinsights DIVE INTO CBO STUDY RESULTS WITH CASBO AND WESTED COMPLIMENTARY MEMBER WEBINAR Earlier this year, CASBO and WestEd partnered to execute the most comprehensive study of California CBOs in recent history.

Over the course of the survey, hundreds of responses were received from across the state, creating a detailed picture of the pipeline, competencies, compensation, and experiences of today’s CBO. CASBO’s goal is to support you as you support your LEA, staff, students, and community.

This study identifies the most pressing challenges and professional learning and support needs of today’s CBO’s.

We invite you to dive into the results of the survey in the first of a 3-part series with CASBO CEO Tatia Davenport, and Jason Willis, Director of Strategic Resource Planning & Implementation at WestEd, on Wednesday, August 24 at 10am.

Register Now This complimentary webinar is open to CBOs and executive-level employee members of current CASBO Organizational Subscribers.

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This nine-month, in-person program offers a pathway for those actively aspiring to, or directly supporting, a CBO position.

Held on Select Fridays September 2022 – June 2023 9:00 a.m. – 4:00 p.m. | In-Person, Orange COE

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LEADERSHIPtrends BEST PRACTICES AND REMINDERS TO BEGIN THE SCHOOL YEAR BALANCED LEADERSHIP Everyone wants to be a balanced and fair leader, but day-to-day responsibilities can throw us off course or interrupt our ability to stay focused on our leadership goals.

These tips from Forbes about how to be a balanced leader are outstanding reminders as we launch into a new school year.

Inspire your team while including them. Seldom does a group of random people decide to pursue a common goal or ambition. It all starts with a sense of urgency. Sometimes the leader feels a pain ("We need to do something about ...") or just has a creative idea ("It would be great if..."). Whatever the reason, you need to be able to show people a result that does not exist.

They need to be on board and believe in your vision. People who become leaders are often able to inspire others with a reality that doesn’t exist. Part of building out a vision or story for success involves including anyone listening as a participant, a character within this story.

Manage your team with good intentions. People often have an unrealistic positive view of themselves. The same can also be said of their view of the world. However, this makes them happier and often healthier as a person. Why does this matter? Well, in a business or working environment, people may overestimate their impact, work, influence and chances of success.

This is why we need to have metrics, measure outcomes and have discussions about goals, ambition, development and a realistic self-image.

There’s a big difference between the intention of an action and its effect. If you speak with someone about their performance, the effect could be that they’re offended or disappointed.

However, the only parts you have control over are your intentions. Try to be aware of your intentions. Tell others what you’re trying to accomplish with their best interests in mind.

Understand your team through focused questioning. You might believe you have all the knowledge and wisdom in the world. And that might be (partially) true. But probably not. So let’s assume that your perspective isn’t the only one. How do you collect other people's ideas?

How do you learn how to understand others? The solution sounds easy – by asking them – but that might be difficult if you just ask for feedback. Feedback will only give you an idea of what the other person sees. It’s only their perspective. Leaders should understand the concept of “feedforward.” Asking empty questions never helps. Giving a focused goal and asking for suggestions does.

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August 9, 2022 When speaking with people within your organization, they might be impressed by your status and position. Just chatting with them could result in compliments and confirmation of your perspective. Ask people a focused question like, "I would like to create a safer working environment within our organization – do you have a couple of suggestions for me?" Learn not to respond. Just thank the people for their suggestions. A week later, tell them what you did with it. This approach can create a culture where you make it clear that you welcome others' suggestions.

Understand yourself. Leaders tend to understand what the price for success is – late nights, stress, sacrificing a work-life balance. But in lots of cases, leaders build up a "psychological debt" of unspoken and unprocessed emotions and thoughts. Understanding yourself and your biological timeline is key to becoming a balanced leader. Try to answer some simple questions: "You strive for success, growth and results. When will it be enough?" or "What is the price your family members pay for your success? And did you ask their permission for it?" Knowing your limits is key.

Develop yourself. Everything alive that functions and grows. So should leaders. The day you stop developing is the day you’re dysfunctional as a leader. Developing doesn’t just mean educating yourself. Knowledge is only part of the equation and you’re probably already ahead of the game. Influencing your behavior and creating a positive impact on personal relationships almost always is the most neglected area. Try to make a business plan for yourself, for your inner workings. Imagine being 65 years old: Where are you? Who's there with you? What are you striving for? And what do you need to do today in order to get what you want by 65?

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LEADERSHIPtrends 3 WAYS TO IMPROVE YOUR TEAM’S WORK-LIFE BALANCE INVEST IN YOUR TEAM Multiple studies show that balancing personal and work life can lead to increased employee morale, better professional performance and better overall health. A higher life satisfaction is also associated with maintaining work-life balance. Experts believe that balancing stress requires various activities, but a better balance can be found when employers help facilitate it.

Here are three ways employers can help improve employees’ work-life balance, according to Fast Company.

Provide flexibility when possible.

With more and more employees jumping ship and switching jobs during the Great Resignation, flexibility is one of the most important aspects of a job today. Employees expect various benefits, including more time off, more time to spend with family, and (if possible) the option to work remotely or hybrid.

Technology can be a great way to enable employees to work remotely or have a hybrid schedule. This means they can take advantage of working from home a few days a week while still accomplishing their workday tasks. Remote work can also mean you can tap into talent from all over the globe, not just from whomever is available near you.

You also can use technology to enable a flexible work environment. If your organization is growing, you can utilize a scalable digital phone network for your office. This will allow you to set up extension devices for employees without their needing to bring in their personal cell phones, and will help streamline internal communications.

In either case, a flexible working environment will improve productivity, help your district move away from a 20th century mindset, and embrace a workplace focused on results.

Invest in mental and emotional health resources.

In addition to somewhat flexible schedules, many employees are also looking for more benefits. According to a study by the Centers for Disease Control and Prevention (CDC), 71% of adults reported at least one classic symptom of stress, such as feeling anxious or overwhelmed or having a headache. The workplace is a key location for activities that can 11

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August 9, 2022 improve the well-being of adults. Workplace wellness programs can help find at-risk employees and connect them with resources and support to help reduce and manage stress.

Today, some of the most popular benefits offered are additional mental and emotional health resources. Work is one of the biggest stressors in an employee’s life, and giving them resources to help manage that stress will go a long way in supporting their mental health.

Many organizations offer mindfulness training, meditation opportunities, even yoga. Others offer access to conversations and exercises for dealing with stress and anxiety. Remember to incorporate your teams’ feedback and perceptions about their feelings into planning future activities.

One stressor that all employees face is rising costs. In fact, earning less than $75,000 is directly tied to decreased happiness. Increasing employee pay can help take a load off their mind and help them be better workers, especially in the face of rising inflation where the cost of basic living necessities, such as food, goods, and car ownership, have increased dramatically.

The average cost of owning a new car is just over $11,000 in the first year alone, so imagine how much your employees will benefit from increased pay.

Adding these resources and others can help your employees better manage the stress and anxiety associated with their lives. By giving your workers more of these resources, you’ll help reduce stress and improve workflows across your organization. Additionally, you’ll retain more employees and also find new valuable talent.

Provide continuing education When it comes to enhancing employee work-life balance, providing access to continuing education can also help. Continuing educational resources will allow your employees to continue to develop themselves personally and professionally. By enhancing your workers’ skills, you’re also investing in them and ensuring they can continue to benefit your organization in the future.

Education also can include providing access to information about benefits that are available to them. For example, your district can provide seminars on the advantages of life insurance or other retirement benefits. Educating your employees about these perks can positively impact their health and well-being beyond the confines of the office and also reach their personal lives.

Improving work-life balance doesn’t just mean giving your employees less work or letting them leave early. Enhancing your team and employees’ work-life balance means making meaningful changes to the types of benefits you offer them. Changes you make don’t have to be huge, either; they can be as simple as giving employees more flexibility, offering them additional resources, and helping them further their professional development.

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LEADERSHIPtrends NEW SCHOOL YEAR, NEW READING LIST THIS WEEK’S LIST Now’s the time to create your reading list for the 2022-23 school year. Organizational psychologist and professor Adam Grant recommends these new titles.

1. Longpath by Ari Wallach (August 16) You know why we need to look ahead, but how can you do it more effectively? This book is an antidote to nearsightedness. A futurist offers an actionable guide for planning multiple generations in the future.

2. The Prepared Leader by Erika James and Lynn Perry Wooten (September 20) These two experts on crisis leadership have spent the past few years leading through crisis – one as the dean of Wharton and the other as the president of Simmons. Combining extensive experience and evidence, this dynamic duo has created the road map you need to prepare for the unexpected.

3. Both/And Thinking by Wendy Smith and Marianne Lewis (August 9) Life is full of paradoxes, and too often we ignore them or try to erase them when we should be learning how to manage them. Two top scholars of paradox examine how to embrace tensions and overcome tradeoffs.

4. Winning with Underdogs by Gil Winch (September 6) An insightful, inspiring book on how to find diamonds in the rough and help them reach their potential. As an organizational psychologist turned entrepreneur, Gil Winch is a pioneer in creating opportunities for people who have been underestimated and overlooked. I can’t think of anyone more qualified to teach us how to build a workplace that’s both more inclusive and more effective.

5. Getting to Diversity by Frank Dobbin and Alexandra Kalev (September 13) These influential sociologists have spent their careers studying why diversity initiatives fail and what it takes to fix them. Their data-driven book doesn’t just spotlight the problems – it’s packed with solutions.

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August 9, 2022

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CHIEF EXECUTIVE OFFICER TATIA DAVENPORT

Previous Issues EDITOR-IN-CHIEF JOYCE TRIBBEY

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