Ecsd Eeoc Draft

District: ESCAMBIA Administrative Positions Student Demographics District-Level Administrators New Hires for 2008

2008-09 School District Administrative Positions

Total

41 541 47 4

*&% Black

15,144 36% 6 13% 1

21,952 53% 41 87% 3

1,300 3% 0 0% 0

*&%

*&% Other

White

*&% Male

Female

3,145

8% 0 0% 0

20,022 48% 24 51% 3

21,519 52% 23 48% 1 1

j

Principals Elementary Middle High School Other Schools

35 9 7 6

1-17%

Total Principals

57

10— 18%

Asst. Principals Elementary Middle High School Other School Total Asst. Principals

39

Deans and/or Behavioral Specialists Elementary Middle High School Other School

0 14 17 0

Total Deans and Behavioral Specialists

«s%

*&% Hispanic

16 10 13 0

31

6-17% 1-11 % 2-29 %

3-19% : % 4-31 % 0-0 %

2-20

9-23

%

0-0 % %

4-29

5-29 %

0-0 % S-29

%

1-3 %

0-0 % 28—80% 0-0 % | 7-78 % 5—71% 0-0 % 5-83 % 0-0 %

0-0 % 0-0 %

27-77 % 8-89 % 3-43 % 4-67 %

1-11 %

8-23 %

1—1 % 4-57 % 2-33 %

0-0 %

45—79%

2-3 %

42-74 %

0-0%

12—75% 7-70% 9-69 % 0-0 %

1-6%

0-0 % 0-0 % 0-0 %

1-10% 0-0 % 0-0 %

13-81 % 5-50 % 6-46% 0-0 %

3-19% 5-50 % 7-54 % 0-0 %

0-0 %

28—72%

2-5 %

24-62 %

15-38%

0-0% 0-0%

6-43 %

8-57 %

0-0 %

9-53 %

8-47

0-0 % 0-0 % 0-0% ! 10—71% 0-0 % 12—71% 0-0 % 0-0 %

0-0%

0-0% \ 22—71%

0-0 %

1

1

15-26 %

0-0 %

0-0 %

1 5—48%

0-0 %

% 0-0 %

15-52 %

District: ESCAMBIA Teachers Fall 2008 Student Population Classroom Teachers Elementary Middle High Other Total New Hires Guidance Counselors Elementary Middle High Other Total Fall 2008

2008-09 School District Instructional Positions Total

#&% Black 15,144 36 (%)

*&% Hispanic 1.300 ! 3 (%)

*&% White 21,952 53 (%)

1,220 450 626 536 2,832

149— 12% 74-16% 64-10% 69-13% 356-13%

32-1%

319

46-14%

10-3%

252-80%

38 21 26 8 93

9-24% 5-24% 8-31% 1-12.5% 23-25%

2-5%

26-68% 15-71% 18-69% 6-75% 55-70%

0-0%

10-1% 3-1%

15-2% 4-1%

0-0% 0-0% 0-0% 2-2% 0-0%

#&% Other 3,145 8 (%)

1.048-86% ] 13-1% 7-2% 366-81% 539-86% 8-1% 10-2% 453-85% 2,406—85% 38-1%

S-1 00%

#&% Female 20,022 48 (%)

tt&%

Male 21.519 52 (%)

1,130-93% 321-71% | 353-56% 454-85% 2,258-80%

90-7% 129-29% 273-44% 82-15% 574-20%

11-3%

261-82%

58-18%

1-3%

3-3%

32-84% 17-81% 21-81% 7—87.5% 77-83%

6-16% 4-19% 5-18% 1—12.5% 16-17%

0-0%

6-100%

1-5% 0-0%

1—12.5

0-0%

Q. Does the data reflect your district's student and community ethnicity? Explain how the ethnic and gender representation in administrative and instructional positions reflect the district's population/workforce. What actions will the district take to address ethnic or gender under-representation in administrative positions if any exist?

The data in the report does represent the Districts demographic data. However, the Districts data reveals a disparity between the make up of the District's student population and the workforce employed by the district in the administrative and instructional areas. TheJDistrict will implement a new procedure for theJQ09-2010 academic year concerning annual contract non-renewal of un-represented cia"ssifications (minority) of instructional personnel. Principals will contact the Assistant Superintendent for Human Resource Services and the EEOC Coordinator to review all request when minority instructional personnel are recommended for non-renewal. The review process Is an etlort to continue the District's initiative to recruit and retain certified/highly qualified minority instructors. The District is also under new leadership with the election of Superintendent Malcolm Thomas. Mr. Thomas will consider the District's diversity plar objectives when reviewing selections for administrative and professional appointments. The District continues to use the administrative evaluative instrument to access each site based administrators progress in employing a diversified work force as evidenci by School Board Rule 2.04 (10) (Diversity Component) requiring the Diversity Component be a part of all principals' evaluation. The 8% pay raise given in the 2007-2008 academic year assisted in boosting our starting teacher salaries closer to the state average allowing the District to become more competitive in our effort to recruit minority instructors into the District. This was reflected in the data which revealed an increase in black instructional hires from 39 of thi 298 hires (13%) during the 2007-2008 year to 46 of 319 hires (14%) during the 20082009 year. The 2008-2009 academic year with the difficult economic conditions felt in the State of Florida, was not conducive to facilitating additional raises this past year. The District was not the only district in The State of Florida which did not raise salaries during the 2008-2009 year. During the 2009-2010 academic year we will utilize stimulus dollars allocated to Title 1 to secure the services of a diversity trainer(s) to facilitate workshops on an as needed basis to ensure the diversity goals of the District are clearly communicated and understood.