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Addressing the Special Education Teacher Shortage: A Plan of Action

The teacher shortage continues to challenge school districts nationwide, but nowhere is the impact more acute than in special education. The special education teacher shortage has left districts struggling to fill critical roles, comply with IEP requirements, and provide students with the individualized support they need. From high burnout and heavy caseloads to limited certification pipelines, the shortage of qualified special education teachers threatens both equity and student success. To address this growing crisis, district leaders need practical, research-based strategies that focus on recruitment, retention, and long-term sustainability.  

“It makes me feel so sad knowing that there’s such a shortage of people who want to go into this field and working with students like my own,” said Robinson.

Kimber Wilkerson, a professor of special education at the University of Wisconsin-Madison, points to several factors behind this shortage in a recent PBS News interview.2 “I think the job of being a special educator is a meaningful job that provides a lot of satisfaction. But the stresses and the pressures on teachers in schools right now, they are real. So it definitely contributes to people leaving their jobs faster than they might have in the past,” said Wilkerson. Burnout is significant, driven by high workloads and stress. 

Wilkerson shared that the public perception of teaching as a desirable profession has eroded over the past decade, coupled with diminishing benefits and autonomy for teachers, deterring individuals from pursuing careers in special education. 

This shortage impacts the quality of education for students with disabilities. Schools often consolidate caseloads, reducing individual attention. Some resort to hiring less qualified individuals, exacerbating the problem by increasing burnout and lowering service quality. A report by NPR highlighted the situation in Del Norte County, California, where staff shortages forced students like Emma Lenover to miss school and regress in vital skills.3 

Challenges and Solutions 

Addressing this crisis requires creative solutions. “Grow your own” programs can help. This infographic dives deeper into grow your own programs and how you can get started.  

Efforts to increase teacher pay and provide more professional development and support are crucial. Initiatives like improving working conditions, offering competitive salaries, and establishing mentorship programs can help attract new talent and retain existing educators.  

There are many steps districts can take to mitigate these issues: 

  1. Improve Working Conditions: Enhance the school environment to be more inclusive and supportive, including accessible buildings and a culture that values special education. 
  1. Increase Compensation: Offer competitive salaries and benefits to attract and retain qualified special education teachers. 
  1. Professional Development: Provide continuous training and professional growth opportunities to help teachers manage their workload and stay updated with best practices. 
  1. Mentorship Programs: Establish mentorship programs where experienced special education teachers can guide and support new hires. 
  1. Reduce Administrative Burden: Simplify paperwork and administrative tasks to allow teachers to focus more on their students. 

Academic Research:

Boston University professors share what schools can do about the Special Ed Teacher Shortage in this recent webinar.

Watch Now

Action Plan for Districts 

Despite the challenges, the role of special education teachers remains vital. These educators support students with disabilities and help them achieve their potential. Encouraging more individuals to enter and stay in this field is essential for ensuring that all students receive the education and support they need. 

  1. Conduct Needs Assessment: Evaluate the specific needs of your district to understand the extent of the staffing shortage and its impact. 
  1. Lobby for Funding: Advocate for increased state and federal funding to support higher salaries and better resources for special education. 
  1. Collaborate with Universities: Partner with local colleges and universities to create pipelines for future special education teachers. 
  1. Community Engagement: Engage with the community to raise awareness about the importance of special education and the challenges faced by teachers and students. 

By addressing these issues comprehensively, districts can begin to resolve the special education teacher shortage and ensure that students with disabilities receive the quality education they deserve. 

Utilizing Technology Tools:

Technology tools like Frontline Special Programs Management and Frontline Medicaid & Service Management can play a critical role in alleviating the administrative burden on special education staff. These tools streamline documentation and compliance processes, reducing the time teachers spend on paperwork and allowing them to focus more on student interaction and instruction. By automating tasks such as IEP tracking, service logging, and Medicaid billing, these solutions can improve efficiency, enhance data accuracy, and ensure that necessary services are provided promptly. 

Dr. Taylor Plumblee

Dr. Taylor Plumblee is an experienced education executive with demonstrated success in education management and marketing. She joined Frontline Education in 2021 and is the Manager of Product and Solution Marketing with a focus on Student & Business Solutions including School Health Management, Special Program Management, Student Information Systems, and Data & Analytics.

8 Groups Who Benefit from Human Capital Management in K-12 

Human Capital Management (HCM) systems are revolutionizing the way K-12 districts manage their staff. These systems streamline administrative processes, enhance professional development, and ultimately improve student outcomes. But who exactly benefits from these systems? This blog post will explore the key stakeholders who gain the most from HCM systems in K-12 education. 

1. Administrators: Lead with Efficiency 

  • Efficiency and Productivity: HCM systems automate administrative tasks, allowing administrators to focus on strategic planning and decision-making. 
  • Data-Driven Decisions: Access to real-time data and analytics helps in making informed decisions about staffing, budgeting, and resource allocation. 
  • Compliance and Reporting: Simplified compliance tracking and reporting ensure that districts meet all regulatory requirements without hassle. 

2. Human Resources: Simplify Tasks and Ditch Paper 

  • Streamlined Processes: HCM systems reduce the time spent on manual tasks such as payroll, benefits administration, and employee records management. 
  • Recruitment and Onboarding: Enhanced tools for recruiting, hiring, and onboarding new staff ensure that the district attracts and retains top talent. 
  • Employee Engagement: Improved HR workflows and communication tools help in maintaining high levels of employee engagement and satisfaction. 

“It has streamlined our process and minimizes the risk of losing documents. You can allow different administrators, principals, and employees to see different parts of each program and what is specific to their role in the district.”  

– Suzie Gerhardt, Human Resources Director, Circleville City School District 

3. Superintendents: Drive Strategic Vision 

  • Strategic Planning: HCM systems provide data insights that support long-term planning and district-wide initiatives. 
  • Resource Allocation: Ensure optimal use of resources across the district. 
  • Leadership Support: Foster a culture of continuous improvement and professional excellence. 

4.  Curriculum & Instruction Departments: Elevate Teaching Standards 

  • Professional Development: Offer targeted training programs to support teacher growth. 
  • Evaluation Management: Easily conduct transparent evaluations, incorporate data, identify areas for growth, and have more meaningful conversations about teaching. 
  • Data-Driven Instruction: Use analytics to enhance teaching methods and student learning outcomes. 

Learn More about Employee Central

Everything you need to manage your district’s people — in one place.

 

 “I feel like our staff now has a place where they can go online, they can take their own training if they want. They have the opportunity to do their own learning at their own pace if they want. They can find consistent, custom content. They can go in and register, check their transcript, track their in-service points.”

– Heather Platt, Professional Learning Coordinator, Martin County School District 

5. Teachers and Staff: Empower Growth and Retention 

  • Professional Development: Personalized learning and career growth opportunities support continuous professional development. 
  • Simplified Administrative Tasks: Tools for managing attendance, leave requests, and other administrative tasks make it easier for teachers to focus on instruction. 
  • Mentorship and Support: Access to mentorship programs and resources ensures that new teachers receive the support they need to succeed. 

6.  Principals: Foster School Excellence 

  • School Management: Efficiently manage daily operations and administrative tasks. 
  • Staff Support: Provide necessary resources and support to teachers and staff. 
  • Student Success: Focus on initiatives that directly impact student learning and well-being. 

“It facilitates and lessens the burden on the principal and allows them to spend more time focusing on instruction.”

– Rick Rodriguez, Assistant Superintendent, Lubbock ISD

7. Students: Support Uninterrupted Learning 

  • Quality Education: When teachers are well-supported and engaged, they can provide higher-quality education. 
  • Consistent Learning Environment: Efficient substitute management and reduced administrative burdens on teachers ensure that students experience fewer disruptions in their learning. 

8. Your Community: Foster Strong Connections 

  • Transparency and Communication: HCM systems facilitate better communication between schools and parents, fostering a stronger community relationship. 
  • Enhanced School Reputation: Schools that effectively manage their human capital tend to have a better reputation, attracting more families and community support. 

Human Capital Management systems provide comprehensive benefits across the entire educational ecosystem. By streamlining administrative tasks, enhancing professional development, and improving overall efficiency, these systems create a better environment for administrators, HR teams, teachers, students, and the broader community. 

Learn more about Frontline’s Human Capital Management suite here. 

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

Prepare for a Successful School Year with Our Comprehensive Nurse Director Checklist 

Streamline your school health management and ensure your nursing team is set up for success. 

As a nurse director, your role is crucial in maintaining the health and well-being of students. Start the school year off right with our detailed Beginning of Year Checklist. This essential guide will help you develop effective policies, streamline processes, and support your nurses in managing key tasks efficiently. 

Beginning of Year Checklist for Nurse Directors  

Objective: 

To ensure that your school nurses are well-prepared and efficient in managing their tasks throughout the school year. This checklist will guide you in policy development and setting up processes to support your nurses in key areas. 

1. Reporting: 

  • Review Reporting Requirements: Ensure you understand the district, state, and federal reporting requirements. 
  • Set Up Reporting Schedule: Create a timeline for regular reporting intervals (weekly, monthly, quarterly). 
  • Standardize Reporting Templates: Provide standardized templates for nurses to use. 
  • Training: Ensure all nurses are trained on how to use reporting tools and templates. 
  • Audit System: Implement an internal audit system to regularly review reports for accuracy and completeness. 

2. Scheduling: 

  • Appointment System: Set up an efficient system for scheduling student health appointments and follow-ups. 
  • Coordination: Coordinate with school administration to avoid scheduling conflicts. 
  • Training: Train nurses on the use of the scheduling system. 
  • Appointment Reminders: Implement a system for sending appointment reminders to students and parents. 
  • Monitor Efficiency: Regularly review the scheduling process for efficiency and make necessary adjustments. 

3. Immunization Management: 

  • Update Immunization Policies: Review and update immunization policies according to current guidelines. 
  • Record-Keeping System: Ensure an efficient and secure electronic health record system is in place. 
  • Communication Plan: Develop a plan for communicating immunization requirements and reminders to parents. 
  • Training: Train nurses on how to input and manage immunization records in the system. 
  • Compliance Monitoring: Regularly review immunization records to ensure compliance with health regulations. 

4. Group Screenings: 

  • Scheduling Screenings: Create a schedule for vision, hearing, and other health screenings. 
  • Screening Protocols: Standardize screening protocols and procedures. 
  • Documentation: Provide templates for documenting screening results. 
  • Training: Train nurses on the proper use of screening tools and documentation practices. 
  • Follow-Up Plan: Develop a plan for follow-ups and referrals based on screening results. 

5. Managing Medications and Prescriptions: 

  • Medication Policies: Update and review policies on medication administration and management. 
  • Documentation System: Ensure a reliable system for documenting medication administration and inventory. 
  • Training: Provide training on medication administration procedures and documentation. 
  • Parental Consent: Establish a process for obtaining and storing parental consent forms. 
  • Inventory Management: Implement a system for tracking medication inventory and expiry dates. 

6. Caring for Students with Chronic Conditions: 

  • Chronic Condition Protocols: Develop and update care protocols for students with chronic conditions. 
  • Individual Health Plans (IHPs): Ensure that each student with a chronic condition has a current IHP. 
  • Training: Train nurses on managing and documenting chronic conditions. 
  • Communication: Establish clear lines of communication between nurses, parents, and healthcare providers. 
  • Emergency Plans: Develop and review emergency plans for students with chronic conditions. 

7. Medicaid Billing for Health Services: 

  • Verify Eligibility: Ensure all nurses understand the criteria for Medicaid billing OR that you have a Medicaid vendor that verifies eligibility.  
  • Set Up Billing Process: Establish a clear and efficient process for documenting and submitting Medicaid claims. 
  • Training: Provide training on Medicaid billing procedures and any relevant software. 
  • Compliance Check: Regularly check for compliance with state and federal Medicaid regulations, if not included with your Medicaid Billing system.  
  • Monitor Billing: Implement a system to monitor billing accuracy and resolve discrepancies promptly, if not included with your Medicaid Billing system.  

By following this checklist, you will ensure that your nursing team is well-prepared, efficient, and compliant with all health regulations, providing the best possible care for your students throughout the school year. 

Download your free Beginning of Year Checklist now and set your school health program up for success!
Download Now

Frontline School Health Management is dedicated to empowering nurse directors with the tools and resources they need to optimize school health services. From efficient immunization tracking to streamlined Medicaid billing, our solutions ensure that your team can focus on what matters most – the health and well-being of your students. 

With Frontline School Health Management, you get: 

  • Efficient Reporting: Standardize and streamline reporting processes to save time and improve accuracy. 
  • Simplified Medicaid Billing: Easily process and submit Medicaid claims with our user-friendly tools. 
  • Effective Immunization Management: Maintain compliance with up-to-date immunization records and reminders. 
  • Organized Group Screenings: Schedule and document health screenings effortlessly. 
  • Comprehensive Medication Management: Ensure safe and accurate medication administration and tracking. 
  • Chronic Conditions Support: Develop and manage Individual Health Plans for students with chronic conditions. 
  • Streamlined Scheduling: Efficiently coordinate appointments and follow-ups with our integrated scheduling system. 

With Frontline School Health Management, you can confidently lead your nursing team, knowing you have the right tools and support to ensure a healthy and productive school year. Don’t wait – download your checklist today and take the first step towards a more efficient and effective school health program. 

Dr. Taylor Plumblee

Dr. Taylor Plumblee is an experienced education executive with demonstrated success in education management and marketing. She joined Frontline Education in 2021 and is the Manager of Product and Solution Marketing with a focus on Student & Business Solutions including School Health Management, Special Program Management, Student Information Systems, and Data & Analytics.

School Choice Laws and Public School Enrollment Effects

In recent years, the concept of school choice has gained significant traction across the United States. This movement aims to provide families with the option to choose the best educational setting for their children, whether that be public, private, charter, or home schooling. While the intent behind school choice laws is to enhance educational opportunities, their implementation has sparked considerable debate regarding their impact on public school enrollment.  

School choice laws have undeniably reshaped the educational landscape in the United States. While they offer some benefits, including increased options for families and potential improvements in school quality, they also present challenges related to equity, funding, and community impact. As policymakers and educators navigate this complex terrain, it is crucial to consider the diverse effects of these policies to ensure that all students have access to high-quality education. 

Let’s explore the effects of school choice laws on public school enrollment, examining both the potential benefits and challenges they present. 

Understanding School Choice Laws 

School choice laws vary from state to state but generally fall into a few broad categories: 

  1. Voucher Programs: These provide families with public funding to pay for private school tuition. 
  1. Charter Schools: Publicly funded but independently run, charter schools offer alternative educational approaches and curricula. 
  1. Magnet Schools: Public schools with specialized curricula designed to attract a diverse student body from across traditional school boundaries. 
  1. Open Enrollment Policies: Allow students to attend public schools outside their zoned district. 
  1. Education Savings Accounts (ESAs): Funds allocated for educational expenses, including private school tuition, online learning programs, tutoring, and more. 

Potential Benefits of School Choice 

Proponents of school choice argue that it fosters a competitive educational environment, which can lead to several positive outcomes: 

  1. Improved Academic Performance: By providing alternatives to underperforming schools, students may have access to better educational opportunities, potentially improving overall academic outcomes. 
  1. Increased Parental Satisfaction: Families can select schools that align with their values, educational preferences, and their child’s specific needs, leading to higher satisfaction. 
  1. Innovation in Education: Charter and magnet schools often serve as incubators for new teaching methods and curricula, which can influence traditional public schools to innovate and improve. 
  1. Resource Optimization: School choice can encourage more efficient use of educational resources, as funding follows the student, incentivizing schools to perform better. 

Challenges and Concerns 

Despite these potential benefits, school choice laws also pose significant challenges and raise concerns about their impact on public school enrollment: 

  1. Funding Disparities: Public schools may experience reduced funding as students migrate to charter or private schools, potentially leading to resource shortages and larger class sizes. 
  1. Equity Issues: School choice can exacerbate educational inequalities, as families with more resources are better positioned to take advantage of these options, leaving disadvantaged students in underfunded public schools. 
  1. Accountability: Private and charter schools may not be subject to the same level of accountability and transparency as public schools, raising concerns about educational quality and equity. 
  1. Community Impact: Declining enrollment in public schools can lead to school closures, impacting communities, reducing neighborhood cohesion, and diminishing local support systems.  

Related Content:

The Future of Education: Why Accurate Enrollment Projections Matter

This eBook explores why accurate student enrollment projections matter and explore their far-reaching implications on the quality of education, the stability of educational institutions, and the communities they serve.

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The Impact on Public School Enrollment 

The implementation of school choice laws has significantly impacted public school enrollment in various ways. The National Center for Education Statistics (NCES) has collected data and statistics on this issue that give us a very good idea about the impact these policy and legislative changes have had on public education. 

Declining Enrollment in Traditional Public Schools 

One of the most noticeable impacts of school choice laws is the decline in enrollment in traditional public schools. According to data from NCES, public charter school enrollment more than doubled from fall 2010 to fall 2021, from 1.8 million to 3.7 million students, an overall increase of 1.9 million students. 1 At the same time, traditional public school enrollment decreased by 4 percent, or 2.0 million students. 2 This shift indicates a growing preference for alternatives to traditional public schooling. 

In some states, voucher programs and education savings accounts (ESAs) have further accelerated this trend. For instance, the number of students participating in voucher programs has increased significantly, leading to a corresponding decrease in public school enrollment. In Ohio, voucher use grew by over 400% from 2013-2014 to 2023-2024, indicating a substantial shift towards private schooling options.3 ​ 

Related Content:

The Importance of Accurate Enrollment Projections: Forecasting that Adapts to District Needs

The impact of enrollment trends on district budgets can be significant, which is why accurate enrollment projections are so important. 

Learn More

Competitive Pressure and School Quality 

School choice laws are designed to introduce competition into the education system, theoretically encouraging public schools to improve their quality to retain students. Research indicates mixed results in this area. Some charter schools have shown dramatic improvements in student outcomes.4  

A study highlighted by The 74 suggests that while certain charter schools significantly boost academic achievement, the broader impact on public schools depends on various factors, including the local implementation of choice policies and the existing quality of public schools.5​  

Equity and Resource Allocation 

Another critical concern is the equitable distribution of educational resources. As funds follow students to charter and private schools, traditional public schools often face budget shortfalls. This can exacerbate resource disparities, particularly in low-income areas. In cities like Newark, New Jersey, the growth of charter schools has led to significant challenges for public schools, including increased segregation and the concentration of higher-need students in traditional schools​.6 

Moreover, school closures and staff layoffs in public schools often follow enrollment declines, further straining these institutions and potentially harming the students who remain. 

Policy and Community Impacts 

The broader policy implications of school choice laws extend to community dynamics and long-term educational outcomes. For example, the proliferation of charter schools in urban areas has led to varied reactions from local communities, with some welcoming the new options and others concerned about the destabilizing effects on traditional public schools. The debate continues on how best to balance the benefits of choice with the need to support all students equitably​. 

Related Content:

One School District’s Response to Declining Enrollment

In this episode of Field Trip, Sam shares his experience grappling with the financial realities of declining enrollment.  

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Moving Forward 

As the debate over school choice continues, policymakers, educators, and communities must navigate a complex landscape to balance the benefits of increased options with the need to ensure equitable, high-quality education for all students. Effective implementation of school choice laws requires careful consideration of funding mechanisms, accountability standards, and support systems to mitigate potential negative impacts on public school enrollment. 

Taylor Plumblee

Dr. Taylor Plumblee is an experienced education executive with demonstrated success in education management and marketing. She joined Frontline Education in 2021 and is the Manager of Product and Solution Marketing with a focus on Student & Business Solutions including School Health Management, Special Program Management, Student Information Systems, and Data & Analytics. She has taught at both the elementary and high school levels in both traditional public and public charter schools. Her areas of expertise include student services, career technical education, special education, school health management, and student information systems.

How to Combat the Teacher Shortage with Student Data

District leaders know that their most valuable asset is their human capital. However, recruiting and retaining high quality staff remains both a top priority and a significant challenge. According to insights from the Frontline Research and Learning Institute’s K-12 Lens, hiring and retention remain high needs, with more than 60% of respondents indicating that they retained less than 90% of their staff last year (see figure 1). Compounding the K-12 human capital dilemma, a large majority of respondents also indicated that hiring has grown more challenging within the same timeframe (see figure 2).  

Figure 1. Proportion of Respondents by Estimated Retention Rate Range 

Retention RatePercentage of Respondents
91-100%29%
81-90%41%
</=80%20%
Unsure11%

Figure 2. Changes in Perception of Hiring Ease 

Focusing Efforts on Retaining Staff 

As fewer individuals enter and complete teacher preparation programs, district administrators face the challenge of recruiting and hiring candidates from an ever-shrinking pipeline. Additionally, many districts now require more staff to accommodate smaller class sizes, further straining available resources. 

While district leaders may not be able to directly influence the size of the teacher candidate pool, they can impact factors crucial to teacher retention, like school climate, teacher workload, and student behavior.  

A Case for Using Student Data to Identify Teachers in Need of Support 

But what indicators should administrators track to identify teachers who may be at increased risk of turnover? Which factors are the most predictive of teacher burnout and attrition? Researchers point to a number, including several that districts already monitor, like student behaviors and other characteristics. By analyzing student data with teacher retention in mind, data savvy administrators can identify teachers who may be at increased risk of churn. Here’s how: 

At the District-Level, Use Student Data to Assess the Behavioral Climate  

“The most important organizational determinant of attrition is the behavioral climate of the school; teachers are much more likely to leave a school with disruptive, inattentive, or hostile students” (Kelly & Northrop, 2015, p. 630).  

Administrators can start their analysis at the district level to identify the schools that may benefit from improvements to their behavioral climates. See Figure 3, which displays the counts of disciplinary referrals at each of eight schools in a district. Note that Werthers Middle School and J.B. Nelson Elementary School exceed all other schools in the district for fights and classroom disruptions. Teachers at these two schools may experience more stressful work environments than those assigned to other schools within the district. 

Figure 3. Major Disciplinary Events by School

At the School Level, Use Student Data to Confirm High Stress Environments

Focusing on schools with greater disciplinary referrals, and analyzing the data based on where these incidents occurred can help administrators determine if teachers are disproportionately affected by disruptive behaviors. For example, incidents within classrooms are likely to have a greater impact on teachers compared to those that occur on school buses. Refer to Figure 4 for a breakdown of disciplinary events by location at J.B. Nelson Elementary School and Werthers Middle School.  Note that almost 50% of disciplinary incidents occurred in the classroom setting at Werthers Middle School. 

Figure 4. Total Disciplinary Events by Location 

At the Classroom Level, Use Student Data to Pinpoint Teachers in Need of Support

  1. But where are these disciplinary events occurring?
  2. Are they widespread or concentrated in just a few teachers’ classrooms?

Drilling down to the classroom level can help district leaders identify the teachers most impacted by major disruptions and then provide targeted support.

Referred By Discipline Count 
Emily Johnson 74
Michael Brown 58
Sarah Williams 51
David Davis 46
Jennifer Martinez 45
Christopher Wilson 42
Jessica Thompson 33
Matthew Garcia 31
Amanda Robinson 29
Joshua Clark 16
Samantha Lewis 11
Daniel Rodriguez 7
Rebecca Hall 4

Analyzing Student Data Can Help Boost Teacher Retention

Like any profession, job dissatisfaction and stressful working conditions are highly predictive of teacher attrition. Factors including workload and difficulties with classroom management have been found to contribute to teacher stress, burnout, and ultimately turnover. District leaders can get ahead of this cycle by monitoring student data with their staff in mind. Identifying schools within their districts with elevated disciplinary events, confirming that these events occurred within the classroom setting, and then narrowing their focus to the teachers who most frequently experience disruptive behaviors can help.

District leaders can use the data to drive their decisions. For instance:

Ellen Agnello

Ellen is a graduate assistant at the University of Connecticut. She is a former high school English language arts teacher and holds a Master’s Degree in literacy education. She is working on a dissertation toward a Ph.D. in Educational Curriculum and Instruction.

Quiz: Is Your District’s Time and Attendance System Up to Par?

Is your school district’s time and attendance management as efficient as it could be? Take our quick quiz to evaluate your current processes and discover ways to enhance efficiency, reduce errors, and maintain compliance. Whether you’re using paper timesheets or advanced automated software, this quiz will help you identify areas for improvement in less than one minute. 

District Success Stories 

Interested to see how other school districts save time running payroll and ensure time worked and leave balances are 100% correct? Check out these success stories below: 

#1 Winneconne School District: Cutting a Full Day (or More) Off of Running Payroll

Sneak peek: 

“If [staff] come in early, they add the time to the front of their day and Frontline figures it out. If they leave late, they add the time to the end of their day and Frontline automatically figures it out. There’s no guessing.” 

#2 Clear Creek Amana: A Growing District Finds a Better Way to Track TIme

Sneak peek: 

“I love that it puts their absence hours onto their time sheets. I don’t have to keep track of that separately and make sure that they’re getting paid for that time that they should be paid, for those paid absences.” 

#3 Chardon Local School District: Greater Accuracy and Accountability with Employee Time Tracking

Sneak peek: 

“We do not hand enter time anymore, most of it, and that alleviates a lot of errors. It also helps process our payroll much quicker, so we love Frontline Time and Attendance.” 

Ready to track hours and attendance in real time? Learn more here.  

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education, she is passionate about creating content that helps to support and impact the growth of both students and teachers.

The 4 Biggest Inventory Mistakes You Don’t Realize You’re Making (and How to Fix Them) 

K-12 school districts have limited resources, often with little funding or time for the countless administrative processes that seem to grow with every new state or federal legislative session. Taking inventory shortcuts may be tempting, but they can cost you time and money in the long run. Here are four common school inventory mistakes districts make without even realizing it — and how to fix them. 

Mistake #1:

Not making inventory a priority. 

District leadership must be committed to the inventory process, making it clear to staff that they believe it is vital to the success of technology programs. 

Making inventory management a permanent responsibility of a district level department will ensure every site and every asset is managed with the same policy. The task fits well within the mission of a district technology department, though smaller districts may need to merge the responsibility into a maintenance or finance function. 

An inventory management system (such as Frontline’s Asset Management) is critical for ensuring the inventory process can be handled in an efficient manner. This will ensure that employees will be able to receive system training at any time and employee turnover will not cause a break in management of the inventory. 

This will ensure that employees will be able to receive system training at any time and employee turnover will not cause a break in management of the inventory.

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The Complete Guide to K-12 School Device Lifecycle Management.

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Mistake #2:

Using a dollar amount as the ONLY determination for whether an item should be included in inventory.

Technology items often fall below the cost of “fixed assets” as defined by many states. But because they are often purchased in large quantities (like iPads), the total cost can be very high. If you only track inventory above that threshold, you will lack data about assets you have in significant quantities — and therefore a high overall value. It’s important to know where these items are and how many are functional at all times so you can prepare and budget for device refreshes. 

It is also important to track all agreed upon technology resources, regardless of how they were obtained. Inventory purchased with grants and donations should be tracked the same way as items purchased with federal and state funds. Many grants require that items be tracked for a specific length of time, and also require yearly reporting on progress. In the event of an audit, you want to be sure the information is readily available. Members of the public who donate items want to know that their donation is utilized. If a request for public records arises and a district needs to show where donated items are used, having them tracked in the system is very beneficial. 

Mistake #3:

Not using standards when building the inventory catalog. 

An inventory system relies on a strong, consistent catalog of items to be successful. Spend time determining how catalog items will be entered and how similar items can be divided or merged. Create consistent naming conventions so you avoid multiple spellings of a single asset type (e.g. Chromebook, Chrome book). Involve all your stakeholders in the development of the catalog! It will make all the difference in the world to the success of the system. 

Related Case Study: Canton City School District 

How Director of Technology Heather Heater manages assets, streamlines support,
and keeps the district’s inventory data clean with Frontline Asset Management.

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Mistake #4: 

Not conducting comprehensive audits.

Audits are a vital part of a successful inventory system. In the K-12 environment, timing audits can be tricky, as you will want to avoid creating disruption in the classroom during certain critical instruction times (i.e. at the beginning of the year or during assessments such as progress monitoring and standardized testing). 

Planning is essential. For the audit to go smoothly, a comprehensive audit plan must include all district stakeholders. Scanning teams need to go through EVERY room in EVERY site, so all employees must be aware of the audit and what their role is to ensure things go smoothly. Work with site leaders to develop a schedule, then make sure everyone sees it more than once before the day of the audit. 

Never skip an audit! A complete scan of assets should happen every year. Inventory management systems help this process by automating the database preparation, scanning of bar codes, and reconciliation. Don’t forget to work in smaller audits throughout the year by having technicians do random audits when they are in a classroom or requiring entry/exit audits when an employee starts or leaves a position. 

Complete the reconciliation process. Once the scanning is complete, there must be a team dedicated to tracking down items that were not scanned, scanned in the wrong location, or scanned but not listed in the system. This process is vital to keeping the inventory system up to date, which in turn provides the district with real-time data that can be utilized as an immediate, reliable, and complete source of information. 

Whether you are making one or all of these school inventory mistakes, they will have a direct impact on the credibility of your inventory data and how effectively you steward the public funding invested in education technology. School districts should make every effort to ensure they can account for each dollar spent, respond quickly to audits, use data to inform the budgeting processes, and ensure that assets are utilized in the classroom and for the productive operations of the district. Don’t let these school inventory mistakes hold you back! 

Advisor Spotlight: Catherine Knepp

Frontline’s newest Analytics Advisor: Expert in Frontline’s Financial Planning & Budget Management Analytics  

In K-12 education, where every dollar counts, navigating budgetary challenges can feel like solving a complex puzzle. However, districts are finding a new ally in the form of innovative budget management and financial planning tools. At Frontline Education, Analytics advisors are hard at work finding ways to improve tools to help districts business officials simplify their financial processes, communicate transparently to stakeholders, and maintain legal compliance.  

Equipped with field experience and tool expertise, Frontline’s Analytics Advisors are uniquely positioned to empower districts to enhance their analytics processes. Leveraging a deep understanding of their clients’ experiences, they work to optimize Frontline’s analytics tools, aiming to make them true solutions for common district data problems.  

This spring, Catherine Knepp joined the Analytics Advisory team. We sat with her to talk about her path from middle school teacher to district CFO to Frontline’s Analytics Advisor. Read on to see what she had to say. 

4 interesting

facts about

catherine

  1. Before becoming a financial consultant, Catherine taught middle school Latin and technology. 
  2. In her last job, she was the Director of the Texas Senate’s Committee on Education. In her role, she advised Texas State Senator, Brandon Creighton, current chair of the K-12 Education Committee. 
  3. Right now, she’s working on a Texas-specific revenue calculator to help Financial Planning & Budget Management Analytics clients in Texas districts drastically shorten their time spent on data input to insight. 
  4. Catherine’s interest in educational policy started early. Her parents were both teachers and her mom was a member of the school board when she was young. 

Q: What inspired you to pursue a career in school finance? 

A: As a teacher, I wanted to know why my students were using outdated computers.  

It really stems from my experiences in the classroom. Standing before a group of  students with limited resources, I often questioned where the funding for our classroom came from and why it seemed insufficient. That curiosity led me to delve deeper into understanding how districts allocate their resources and whether there might be areas of improvement. Transitioning from the classroom to my roles in district finance, I’ve been able to bring a unique perspective to the table, combining firsthand experience with a keen awareness of the broader systemic challenges facing education. 

Q: What did you do before joining Frontline? 

A: I worked in a CFO and lawmaking capacity, and I think being able to tie those two things together will be helpful for the districts I advise. 

For the past seven years, I have been deeply involved in school district finance. My most recent role was with the Texas State Legislature, where I gained a comprehensive understanding of how legislative actions impact school budgets and compliance requirements. Prior to that, I served as the Assistant Superintendent for Finance and Operations at Dripping Springs. It was there that I first used Frontline’s Financial Planning & Budget Management Analytics tools. Having access to historical financial data – five years’ worth – some of which was compiled before I took on the role, helped me better understand the financial state of the district. This experience showed me the importance of having tools that can collect and organize data efficiently, especially for districts experiencing turnover. Before taking on that role, I worked as a consultant, helping districts and other clients manage their financial data. 

Q: Tell me more about your work with the Texas Senate. 

A: My work supported the Texas legislators who are making the policy changes that are impacting district finances and available funding. 

I served as the Director of the Texas Senate’s Committee on Education. I worked closely with Senator Brandon Creighton, who chairs the K-12 Education Committee. My role as his education advisor involved analyzing and shaping legislation affecting K-12 districts. I am well-versed in the workings of the Capitol, tuned in to ongoing changes, and maintain strong connections with key individuals who continue to play important roles there.  

 

Q: What would you say is your K-12 expertise? How will you put it to use in your new role as Analytics Advisor? 

A: I understand the legislative climate, know what to expect, and can help district business officials navigate it. 

Managing money as a school district is deeply connected to the context of our environment. Effective planning hinges on anticipating what lies ahead, which requires a solid understanding of the legislative climate. And so with my understanding of that climate, I am poised to coach districts, aid them in the decision-making process, and help them communicate effectively with their stakeholders.  

To that end, at Frontline, our strength lies in translating complex data into accessible formats. Our dashboards and models generate visually engaging reports tailored for board members and other stakeholders. What sets us apart is our ability to bridge the gap between budget officials and community members. Our dashboards and models empower business officials to articulate their district’s financial status and why it matters to the community. It helps them explain what their money is doing and what it can’t do. There are limits to everything, including school budgets. So, it’s important that district business officials have the tools they need to clearly communicate the levers behind budget limitations to the people who are extremely impassioned – and rightfully so — about maximizing district resources to create positive change for kids. We have the tools that can help business officials transform their numbers into a story that informs local citizens, the superintendent, the board, the people who need to know what’s happening – to communicate important facts and truths and maybe even dispel rumors. 

 

Q: Why Frontline? What inspired you to join as an Analytics Advisor? 

A: I knew, from experience, that these tools were the answer and I wanted to help make them better. I know that my work experience will help me help others. 

With the current financial challenges facing districts, especially in Texas where state investment is falling short, there’s a real urgency to find innovative solutions. Having used tools like Frontline’s Financial Planning & Budget Management Analytics myself, I knew firsthand their potential to provide a much-needed edge. These tools offer districts the ability to tackle budgetary obstacles without the need for additional hires. It was this that inspired me to join the team – that and the goal of enhancing the product to better serve the districts’ needs. My prior work experience sets me up to truly empathize with district business officials. Having been in their position during a challenging time, I understand the answers they’re seeking from Frontline and recognize the incredibly huge impact the tool can have. It not only brings peace of mind to them as individuals but also delivers answers that resonate on a much larger scale, affecting every taxpayer and student in the local area. That’s huge. So, getting numbers right can mean avoiding community crisis.  

 

Q: What are you working on right now? Are there any upcoming projects that you’re excited about?

A: A new Texas revenue calculator that will drastically reduce time spent inputting data. 

Currently, most revenue calculators on the market require extensive data entry and a solid grasp of the data you’re inputting. Many districts resort to Excel spreadsheets, which demand hours of manual data entry and produce estimates only as reliable as the data entered. Essentially, the output is directly related to the input effort and accuracy.

The advantage with Frontline is our aim to streamline the process from the get-go. As experts, we know what fields should go into those boxes already, and so we plan to automate data entry by pre-populating fields with relevant information, saving users time and effort. Our tool aims to provide estimates with minimal input, offering a quicker, more efficient solution. In essence, it’s a revenue calculator designed to simplify and expedite the process for business officials in Texas districts. 

 

Frontline’s Analytics Advisors prove that we’re more than just solution providers; we’re dedicated to fostering transparent communication, ensuring legal compliance, and simplifying financial processes for district business officials. With advisors like Catherine on board, we’re poised to advance our mission of empowering districts with tools that streamline processes, drive efficiency, and ultimately, enhance student outcomes. 

Ellen Agnello

Ellen is a graduate assistant at the University of Connecticut. She is a former high school English language arts teacher and holds a Master’s Degree in literacy education. She is working on a dissertation toward a Ph.D. in Educational Curriculum and Instruction.

Top Emerging Trends for K-12 Professional Development in 2024

Professional development (PD) in K-12 education is undergoing a significant transformation. Districts across the nation are adopting innovative strategies to boost teacher engagement and retention. Our recent K-12 Lens Survey, which collected insights from over 700 administrators, reveals emerging 2024 trends and actionable opportunities in professional learning. These findings highlight the importance of personalization, effective methods like mentoring, and the need to address instructional shifts to create more engaging and impactful PD experiences. 

Key Professional Learning Priorities 

Districts are focusing on several shifts in professional learning: 

Despite these priorities, only 42% of respondents reported that their PD systems can facilitate personalized professional learning based on evaluation results and teacher goals. This gap highlights a significant opportunity for districts to align evaluation and professional learning systems to enhance personalization and engagement. 

Respondents With Systems Capable of Personalized Learning Based on Evaluation Results

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Have you introduced AI learnings or support in your district? Take our instant poll to share. 

Most Engaging Professional Learning Methods 

Nearly 80% of districts believe that coaching and mentoring are the most effective PD offerings for supporting teacher retention. Additionally, coaching and professional learning communities are seen as the most engaging forms of professional development. 

PD Offerings that Boosts Retention

Instructional Shifts and Opportunities 

The survey identified several instructional changes presenting new opportunities for professional development: 

  • Digital Tools: Increased use of technology, such as 1:1 device programs and interactive boards. 
  • Student-Centered Approaches: Active engagement through real-world connections and diverse methods for demonstrating competency. 
  • Classroom Management: Addressing new challenges due to changes in student behavior. 
  • Social-Emotional Learning: The need for flexible curricula to address students’ social-emotional needs. 

Only 41% of districts have automated processes for managing professional learning, which indicates a need for more efficient systems. One respondent noted, “We have to input our own professional development hours, and the system is laborious.” 

Hand-picked Content:

How Hanover County Public Schools is offering teachers a voice in their learning.

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From Data to Action: Strategies for Improvement 

To address these challenges and improve teacher engagement and retention, districts should consider: 

  1. Integrating Teacher Evaluation and PD Systems: This can enable personalized learning opportunities, leading to higher engagement and better classroom practice transfer. 
  2. Emphasizing Coaching and Professional Learning Communities: These methods are particularly impactful for boosting engagement and retention. 
  3. Focusing on Relevant Professional Development: Addressing new instructional shifts such as increased technology use and student-centered learning models. 

By addressing these challenges and leveraging growth opportunities, districts can ensure a well-supported and effective teaching workforce, ultimately benefiting student learning outcomes. Embracing the top emerging trends in K-12 professional development for 2024—such as personalized learning, integrated evaluation systems, and impactful coaching methods—will empower educators. This transformation leads to improved classroom practices, enhanced teacher satisfaction, and significant gains in student achievement, positioning districts at the forefront of educational excellence. 

Ready to bring professional learning, collaboration, and evaluations together?

Learn more about Frontline Professional Growth

Here

Erin Shelton

Erin is a writer and member of the award-winning content team at Frontline Education. With experience in education,
she is passionate about creating content that helps to support and impact the growth of both students and teachers.

Unveiling K-12 Financial Realities: Key Findings from the K-12 Lens Survey

As guardians of K-12 resources, district business leaders strive to ensure that K-12 schools have what they need to teach without interruption. However, in recent years, fiscal responsibility and district financial stability have grown increasingly complex, leading K-12 business leaders to question if their budgeting challenges are widespread, or unique to their districts and local economies. 

This school year, Frontline’s Research and Learning Institute launched the K-12 lens, an annual survey that explores trends in district operations, like school funding availability and other factors impacting budgeting. Almost 700 K-12 employees, including business leaders, weighed in on important topics impacting the K-12 setting. This post leverages the data to provide a portrait of the K-12 business leader’s experience in the average district.  

Less is the Norm 

FROM THE K-12 LENS

Q: What is the most concerning barrier to student
success in your district? 

A: Lack of funding and resources, meaning adequate staffing, materials, and time for planning.

Although districts have recently seen influxes in funding through waves of federal programs, when asked how school funding-related legislation has impacted their budgets in the past year, almost half of K-12 Lens respondents said that it has led to funding decreases. See the data in Figure 1, below. 

Figure 1. Impact of Legislation on Available Funding 

It has led to significant decreases in our available funding It has had minimal to no impact on our available funding It has led to significant increases in our available funding 
45% 31% 24% 

Why Decreases Despite Federal Funding Surges?  

Recent upticks in federal and state mandates have required districts to spend more. For instance, as of April 2024, 38 states and DC have passed “Science of Reading Laws.” These laws require districts to change the way they teach reading, which has led to a spending ripple effect. To comply, many districts have had to purchase new materials, pay for staff training, and in some cases create new positions to support teachers and students. The bottom line is that districts are having to shell out thousands of dollars to comply with this new law, which is just one of many.  

The Top 3 Funding Concerns 

The business leaders surveyed expressed concern over three major challenges impacting K-12 finances:

  1. Cybersecurity;
  2. Maintaining the tech assets currently in district, and;
  3. Budget forecasting to meet future tech needs. See the sections that follow.  

#1 Cybersecurity 

FROM THE K-12 LENS

Q: Explain what challenges exist to managing cyber risk. 

A: We are doing pretty well with the basics, like making sure we have enough devices in hand and making sure those devices are working properly. The next level will require investment in money, resources, expertise and also a huge change in expectation of the staff and leadership of how the technology department works. Because the next level is such a jump we have been focusing one step at a time which, at times, is slower than we want to be.

The average school spends less than 8% of its IT budget on cybersecurity. However,  with a 275% growth in cyber-attacks on K-12 organizations in 2023, many district business leaders are questioning that line item. Districts are often forced to spend more to recover from cyber-attacks than they would have spent upfront on prevention measures. Shutting down networks, recovering sensitive data, and strengthening weak systems to prevent future attacks are all costly. K-12 Lens respondents are aware of these associated costs, which is why cybersecurity topped the list of technology challenges and concerns, with almost two-thirds ranking it as their number one or two concern. See the data in Figure 2. 

Figure 2. Ranked Tech Challenges and Concerns 

#2 Technology Maintenance and Forecasting to Meet Future Tech Needs 

Over half of K-12 business leaders (55%) indicated that maintaining current district technology is a top priority.  In recent years, districts have made significant investments to enable 1:1 tech programs. According to an Edweek survey, by 2021, 90% of middle and high schools surveyed provided one digital device per student, marking a 31% increase from the previous year.  

However, many of these devices, such as Chromebooks, were not designed for longevity and come with built-in expiration dates. Despite efforts to prolong their lifespan through software or hardware updates, some will inevitably stop working. A report form the U.S. Public Interest Research Group Education Fund claimed that the Chromebooks purchased by districts at that time had a projected four-year lifespan.  

With these digital devices now deeply embedded in teaching and learning practices, K-12 business leaders face the challenge of ensuring their continued functionality or securing the funds to purchase replacements as their expiration dates draw near. Many lack confidence in their ability to do the latter. See below. 

K-12 Business Leaders Are Least Confident in Ability to Forecast Budgets to Meet Future Technology Needs 

#3 From Data to Action 

Based on our findings, the average district business leader faces reduced funding and concerns about various tech challenges, notably cybersecurity, digital device maintenance, and budget forecasting for future technology needs. Be sure to check out the full K-12 Lens Survey Report for more insights that matter to K-12 business leaders, like enrollment and staffing trends.  

Ellen Agnello

Ellen is a graduate assistant at the University of Connecticut. She is a former high school English language arts teacher and holds a Master’s Degree in literacy education. She is working on a dissertation toward a Ph.D. in Educational Curriculum and Instruction.

Equity and Academic ROI

This article originally appeared in the May 2024 School Business Affairs magazine and may be reprinted with permission of the Association of School Business Officials International (ASBO). The text herein does not necessarily represent the views or policies of ASBO International, and use of this imprint does not imply any endorsement or recognition by ASBO International and its officers or affiliates.

Equity and Academic ROI

In the ever-evolving landscape of education, equity and Academic Return on Investment (ROI) have emerged as critical factors in shaping successful and inclusive educational systems. This article delves into the intricate relationship between these two elements, exploring how school business officials can effectively balance them to enhance educational outcomes. Through a comprehensive examination of equity versus equality and strategies for equitable resource distribution, this article provides insights into how school business officials can be agents of change. The goal is to equip school business officials with the knowledge and tools needed to foster an educational environment where every student can thrive, irrespective of their background. 

Before delving into the journey of Academic Return on Investment, a district must establish its priorities and define the metrics for success. The initial step involves preparing the district’s strategic plan, which should serve as the guiding document for determining the aspects to be measured. Moreover, incorporating the district’s goals and vision is essential. These elements will offer detailed guidance on the strategies the district will employ to achieve these objectives. 

The Connection Between Academic ROI and Equity 

The connection between Academic ROI and equity is pivotal. When schools focus on equitable distribution of resources and opportunities, they lay the foundation for all students to succeed, which in turn maximizes the academic ROI. Investing in equity means allocating resources in a manner that addresses disparities and supports underrepresented or disadvantaged groups. This approach ensures that investments in education yield the highest possible return in student achievement and success. By closely linking academic ROI with equity, school business officials can drive systemic change, leading to more effective and fair educational systems where investments are financially sound and morally and socially responsible. 

Equity in the Educational Context 

Importance of Equity in Education 

Equity and equality are often used interchangeably, yet they represent distinct ideas. Equality in education means providing every student with the same resources and opportunities. It is a uniform approach that does not account for the varied needs, backgrounds, and challenges different students face. In contrast, equity is about fairness and justice in allocating resources, support, and opportunities. It involves recognizing each student’s unique circumstances and providing what they specifically need to achieve academic success. Equity aims to level the playing field so that all students, regardless of their starting point, have an equal chance to succeed. It allocates resources in a way that addresses these differences. Equity is essential in education because it influences students’ ability to learn, grow, and achieve their full potential. 

Key Components of Equity in Education 

  1. Access to Quality Resources: Ensuring all students have access to high-quality teachers, learning materials, technology, and facilities. 
  2. Inclusive Curriculum and Pedagogy: Developing curricula and teaching methods reflecting and respecting students’ diverse backgrounds and experiences. 
  3. Personalized Support: Providing tailored support services, such as tutoring, counseling, and language assistance, to meet individual student needs. 
  4. Safe and Nurturing Environment: Creating a school climate that is physically and emotionally safe, where students feel valued and respected. 
  5. Equitable Funding: Allocating funds in a way that prioritizes the needs of students who may require more resources to achieve parity with their peers. 

Impact of Inequity on Student Outcomes 

Inequity in education can have profound and long-lasting effects on student outcomes. Students from underprivileged backgrounds or those facing systemic barriers often experience lower academic achievement, higher dropout rates, and limited access to advanced educational opportunities.1,2 Inequity can lead to achievement gaps where certain groups of students consistently underperform compared to their peers.1 It also impacts the socio-emotional well-being of students, contributing to lower self-esteem and higher stress levels.2 Over time, educational inequity perpetuates cycles of poverty and social inequality, as students who do not receive equitable educational opportunities are less likely to succeed in higher education and the workforce.3 Addressing inequity is thus a matter of educational justice and a critical step toward building a more equitable society. 

Academic ROI: Understanding the Metrics

Academic ROI

Academic Return on Investment (ROI) is a metric that evaluates the effectiveness of educational investments in terms of student learning outcomes and achievements. Unlike traditional financial ROI, which concentrates solely on monetary gain, academic ROI quantifies the educational value from investment in school programs, technologies, and teaching methodologies. This metric helps identify which educational strategies yield the highest impact on student learning and development, guiding better decision-making in resource allocation. This measurement is vital for ensuring that investments in education are financially prudent and effectively enhance student learning and prepare them for future success. It guides educators, administrators, and policymakers to make informed decisions that optimize fiscal resources and educational outcomes. 

This calculation is measured through the following formula:

Measuring Academic Success and ROI 

Measuring academic success and ROI involves a combination of qualitative and quantitative assessments. Key factors include: 

  1. Student Achievement Metrics: Standardized test scores, graduation rates, and college readiness indicators. 
  2. Program Evaluation: Analysis of specific educational programs and interventions, assessing their impact on student performance and engagement. 
  3. Cost-Benefit Analysis: Comparing the costs of educational initiatives with the benefits of improved student outcomes along with number of students served.  
  4. Opportunity Costs:  By selecting to fund certain programs, you may be choosing not to fund others. It’s important to consider what those other opportunities may bring.  
  5. Long-term Outcomes: Evaluating the long-term impact of educational investments on students’ career success and societal contributions. 
  6. Stakeholder Feedback: Incorporating feedback from students, teachers, and parents to understand educational strategies’ perceived value and effectiveness. 

Linking Academic ROI to Resource Allocation 

The concept of Academic ROI is closely tied to resource allocation within educational settings. By understanding the return on educational investments, school business officials can make more strategic decisions about where to allocate resources. The goal is to increase effectiveness while benefiting the greatest number of students. You can use the visual below to identify programs in the upper left that may be abandoned, while programs in the upper right and bottom left are opportunities to evaluate, and programs in the bottom right are opportunities to possibly expand.  

Seek Greatest Benefit

This process involves:

  • Prioritizing High-Impact Investments: Directing funds towards programs and initiatives that have demonstrated a high ROI in terms of student achievement and well-being.
  • Equity-Focused Spending: Allocating resources in a way that addresses educational disparities and supports underrepresented or disadvantaged student populations.
  • Data-Informed Decision Making: Utilizing data and metrics to inform resource allocation decisions ensures that investments are effective and equitable.
  • Continuous Evaluation: Regularly assessing the impact of resource allocation decisions on academic ROI to refine and improve future investment strategies.

By effectively linking academic ROI to resource allocation, school systems can maximize the impact of their financial investments and foster a more equitable and successful educational environment for all students.

The Role of School Business Officials in Promoting Equity

Importance of Financial Decision-Making

School business officials play a pivotal role in shaping the educational landscape through their financial decision-making. Their decisions directly impact the quality of education and the level of equity within the school system. By prioritizing equity in their financial planning and decision-making, school business officials can help bridge the gap in educational opportunities and outcomes, especially for underserved and marginalized student populations. Their role extends beyond mere budget management; it encompasses advocating for equitable educational practices and ensuring that every financial decision aligns with the broader goal of providing fair and inclusive educational opportunities.

Strategies for Equitable Resource Distribution

  1. Needs-Based Funding Models: Adopting funding models that allocate more resources to schools and students with greater needs.
  2. Targeted Investments: Investing in programs and initiatives specifically designed to support disadvantaged and underrepresented groups.
  3. Collaborative Planning: Engaging with educators, parents, and community members to understand the unique needs of all student groups and tailor resource allocation accordingly.
  4. Transparent Reporting: Maintaining transparency in financial decisions and reporting to build trust and ensure accountability for distributed resources.
  5. Regular Assessment and Adjustments: Continuously assess the effectiveness of resource allocation strategies and adjust to serve all students better. Some buckets of programming may fall into the following categories:
  • Expand the programs that are working well
  • Keep it as is and continue to monitor
  • Different programs may work at different schools
  • Fix bad implementations and what is not working
  • Sunset programs that are not serving your needs

Emerging Technologies and Tools for Equity and ROI

The future of educational equity and ROI is closely tied to the advancement of technology. Emerging tools like artificial intelligence and data analytics are revolutionizing how educational resources are allocated and utilized. These technologies offer unprecedented opportunities for personalized learning, enabling educators to tailor instruction to meet the unique needs of each student. Additionally, data analytics tools can provide deeper insights into the effectiveness of educational programs, helping allocate resources in a way that maximizes A-ROI while promoting equity. Integrating these technologies into education systems promises a more efficient, effective, and equitable educational landscape.

Call to Action for School Business Officials

School business officials are encouraged to prioritize equity in their financial and policy decisions. This involves adopting a data-driven approach to identify and address disparities, ensuring equitable resource allocation, and advocating for policies that support underrepresented groups. Embracing innovation and staying informed about emerging trends and technologies will also be crucial in adapting to the evolving educational landscape. School business officials should view themselves as catalysts for change with the power to impact the future of education significantly.

The interplay between equity and academic ROI is complex but integral to the success of educational institutions and, more importantly, to the success of students from all backgrounds. The path toward a more equitable educational system is a continuous journey requiring commitment, innovation, and collaboration. By focusing on equity, we enhance academic outcomes and contribute to building a more just and inclusive society.

Resources and Further Reading

  1. “The Equity and Excellence Commission’s Report to the Secretary” by the U.S. Department of Education.
  2. “The Effects of School Spending on Educational and Economic Outcomes: Evidence from School Finance Reforms” by C. Kirabo Jackson, Rucker C. Johnson, and Claudia Persico.
  3. The Education Trust (edtrust.org) – Focuses on educational justice and closing opportunity gaps.
  4. The Collaborative for Academic, Social, and Emotional Learning (casel.org) – Offers research and best practices on holistic education approaches.
  5. Levenson, N (2011, December 1) Academic ROI: What Does the Most good? ASCD Academic ROI: What Does the Most Good? (ascd.org)
  6. Kavanagh, S, Levenson, N (2017, November) Academic Return on  Investment: Foundations and Smart Practices.
  7. Leach, S, Yan, B: Academic Return-on-Investment (AROI) and Budget Decision-Making:  https://files.eric.ed.gov/fulltext/ED624469.pdf

Dr. Taylor Plumblee

Dr. Taylor Plumblee is an experienced education executive with demonstrated success in education management and marketing. She joined Frontline Education in 2021 and is the Manager of Product and Solution Marketing with a focus on Student & Business Solutions including School Health Management, Special Program Management, Student Information Systems, and Data & Analytics.

5 Things to Consider Before Purchasing a Help Desk System for Your K-12 School District

Technology specialists and technicians are unsung heroes in school districts — and often wear many hats in the course of a day. As 1:1 programs have proliferated, the need for tech support has increased exponentially. 

If it seems like your support staff is stretched thin, it might be time to consider implementing or upgrading your help desk system. 

There are many choices out there, so when evaluating help desks, here are some factors to consider: 

1. Select a Help Desk with Staff and Students in Mind

When choosing a help desk system for your school district, it is important to consider the end users: students and staff.

Adding a help desk with a few with a few essential features to make the experience as streamlined as possible will help alleviate stress and promote adoption in your technology department. 

Customizable Problem Types 

Select a help desk with customizations that fit your district’s needs. With customizable problem types and sub-problem types, you can filter information to easily find tickets, minimize steps, and help resolve issues quickly. 

Empower Users to Resolve Issues Differently 

Ensure the help desk you select has the ability to create a knowledge base. By creating searchable FAQ articles, you can empower customers to troubleshoot issues on their own. 

Ideally, the system will automatically present knowledge base articles to the individual by identifying keywords when creating a ticket. Reducing simple, common queries frees up your team and gives them more time to focus on complex projects while also providing timely support to staff and students. 

Maximize Visibility with Integrations 

Choose a help desk system that integrates with other systems. By building a platform where asset management and help desk systems work together, users can easily submit tickets with device information prepopulated, helping technicians resolve tickets even faster. 

If a student is experiencing an issue with their Chromebook, they can submit a ticket to the IT department for assistance. With an integrated help desk system and asset management platform, the ticket immediately includes information such as the assignment information, serial number, location, and any outstanding fees. 

Prioritize Service Level Agreements 

A help desk with SLA targets will inspire confidence in your staff and students. An SLA, or Service Level Agreement, is a defined agreement between the service team and the end user to outline expectations. 

Opt for a help desk that enables your school district administrator to create and assign priorities that outline how quickly each ticket should be addressed and, ultimately, how quickly it can be resolved. Designating a specific time for each priority level allows your technicians to spend less time interpreting incoming tickets. Instead, they will have a realistic expectation of how much time a ticket will take to resolve, leading to easy prioritization. 

Faster Help Desk Ticket Resolution Times, Enhanced Asset Tracking and Accountability 

Read how Jacksonville City Schools bid adieu to clunky device repair processes and introduced easy-to-use help desk ticket submissions and asset tracking, leading to faster ticket resolution times, easy reporting, and enhanced accountability.

2. Select a Solution That Sets Your Support Team Up for Success 

While it is essential to consider your staff and students’ needs, it is also important to select a help desk solution with your technicians in mind. 

Reporting and Insights Designed for K-12 

Select a solution that can generate important insights to monitor the health of your school district’s assets. Prioritize options that allow customizable reporting that provides visibility into department performance, team workflows, and trends.

Once Again: Integrations That Maximize Visibility 

Yes, this is called out above, but it is worth mentioning again. A help desk solution that integrates with other essential systems will create a powerful platform to support your technology team. Asset management and Single Sign-On integration enables efficient data centralization, decreasing the need to gather information from multiple systems. Integrations help the team to resolve issues efficiently and effectively. 

End-of-Case Surveys 

A help desk should allow visibility and oversight into department service. With end-of-case surveys, administrators can gather feedback from staff and students who work with service providers to monitor satisfaction levels.  

3. Ensure Your Solution Has These Essential Features 

When considering your future help desk options, be sure the system you select checks all of the following “essential features” boxes — not just nice-to-have options. Consider your school district’s needs when prioritizing features. 

Some examples of “must-have” instead of “nice-to-have” features include: 

4. Schedule a Demo with Core Users 

When you are ready to explore help desk options, schedule a demo with your core stakeholders. 

Consider which department personnel will be on the call. Make sure to include individuals who will utilize the product and stakeholders responsible for gaining buy-in and communicating implementation. 

5. Develop an Implementation Plan 

Even before you’ve made a final decision regarding a new ticketing system, you will want to have a plan in place for the switch. 

Your team’s next challenge is to successfully communicate new mindsets, processes, and responsibilities to school district staff to ensure a smooth user and project adoption. 

This guide to evaluating K-12 help desk systems will help you confidently approach vendors with key questions, so you can determine which system is right for you. 

Simpler Device Tracking and Easier Ticketing

Hawkins County Schools uses Frontline Asset Management and Help Desk Management to track and support thousands of devices. Here’s how they went from paper work orders to customized workflows and an easier system for students, staff, and technicians alike.

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Frontline Help Desk Management is Designed to Meet the Needs of K-12 School Districts 

As technology plays a greater role in instruction, the need to address support requests quickly only grows. Frontline Help Desk Management makes it easy to manage the influx of work orders to spend less time managing tickets and more time resolving them. 

Teachers, staff, and students can submit help desk tickets through an online portal with built-in shortcuts for any assets already assigned to them in Frontline Asset Management. By integrating your platform with other systems, such as your SIS, you can simplify workflows with even further automation. Integrating Help Desk Management with Asset Management, providing customizable workflows, and maximizing the visibility of your school district’s asset health can help you save time, money, and resources. 

Discover Help Desk Management today
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