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West Hartford's Board of Education Budget

Is West Hartford's school budget reasonable?
Yes.

Thirty years ago, West Hartford's spending per pupil ranked in the top 5 among Connecticut towns. In recent years, however, West Hartford's spending has been more in the middle of the pack. In 2007, for example, West Hartford’s per pupil spending of $11,476 ranked 84th out of the 169 towns. For more information, please see this link: Net Current Expenditures per pupil on the CT State Department of Education website.

Original budget
The original 2008-09 budget was a roll-over budget, with no major program or staffing changes from this year. The 6.4% increase over the prior year was driven by negotiated contractual increases in salaries, health insurance costs, rising utility costs, and the new bus contract that reflects the rising costs in fuel.
Click here for the Superintendent’s Budget Summary of the 2008-09 budget originally proposed in March.
Click here for a detailed two page summary of the 2008-09 West Hartford school budget originally proposed in March.
Click here for changes adopted by the Board of Education and the Town Council in April.

6/25/08 Cuts to the Budget
Due to the failure of the budget in the June referendum, 1.4 million was cut from the originally proposed budget. The increase from last year went from 6.4% to 4.8%. The new budget is no longer a maintenance budget. The majority of the cuts will result in class size increases:
  • Increasing class size guidelines by 1 at elementary schools. This will eliminate an estimated 6 classes in the district and 1.2 specials teachers, for a total of 7.2 full time equivalent positions (FTEs)
  • Changing King Philip grade 7 from 3 teams to 2.5 teams, leading to an average class size of 24.4 instead of 19.5. This will eliminate 2.5 FTEs.
  • Reducing High School FTEs by 2, increasing class sizes.
Other budget cuts were also related to eliminating positions, for a total of 7.6 additional FTEs:
  • Reducing secondary office staff by 4 FTEs.
  • Eliminating Home School Liaisons in the Middle School, eliminating 1.1 FTEs.
  • Eliminating 1 performance music teacher, mostly in the middle schools.
  • Eliminating magnet school coordinator, eliminating 0.5 FTE.
  • Reducing Central office clerical staff by one FTE.
There was also a re-estimate of energy expenditures and a reduction in equipment purchases.
For more details on the cuts, see the complete list in the Board of Education reductions from the 6/25/08 meeting.
For a detailed breakdown of the budget, see the Expenditures by Object Code.

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Is West Hartford's educational system middle of the pack, like its spending?
No.

In 2006-07, West Hartford students performed better than the state average in both the CMT and the CAPT. West Hartford students graduate from high school at a rate of 95.8%, compared to the state average of 92.2%. West Hartford students go on to pursue higher education at a rate of 93.1%, compared to the state average of 82.7%.

As stated in the Superintendent's Budget summary for 2008-09 on page 9, "West Hartford elementary schools include preschool offerings, gifted and talented programs, full day kindergarten, and World Language instruction starting in Grade K. No other town offers the same array of services." The report includes a detailed comparison of programs and services offered in West Hartford compared to other nearby towns. Check it out!

For more information, see these links:

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Are West Hartford Teachers overpaid?
West Hartford pays our teachers an average annual salary of $62,293. This salary is LESS than the average of our DRG (districts whose families have similar characteristics), of $63,408.

For more information, see this link:

Additionally, West Hartford spends an average of $6,504 per student per year on Instructional Staff and Services. This is LESS than the average of our DRG (districts whose families have similar characteristics), of $6,677.

For more information, see this link:

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What you should know about West Hartford Teachers Benefits

  • West Hartford teachers pay 7.25% of their salary into their pension.
  • The State of Connecticut, not the Town of West Hartford is responsible for the remaining portion of the Teachers Pension. The Town of West Hartford does not contribute to any teacher's pension.
  • The Town of West Hartford does not pay for any teacher's Health Insurance upon retirement.
  • For the 2007-2008 school year West Hartford Teachers pay 17% of the cost for the PPO health insurance plan or they can pay 14% of the cost of a HMO plan. Teachers pay 20% of the cost for the dental plan.
  • West Hartford Teachers pay 10% of the cost of their group life insurance policy as well as their long term disability insurance.
  • Teachers in Connecticut do not pay into Social Security. Therefore, the Town of West Hartford does not have to pay the employer portion of this payroll tax for teachers. For more information try this link: http://www.nea.org/lac/socsec/wepfact.html

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An Explanation of the West Hartford Teachers Salary Structure
The West Hartford Teachers salary structure is based on yearly promotions until the maximum step or "senior" level is met. At the "senior" point, around 16 years of experience, the employee will receive no step or yearly promotion. But once a teacher reaches the "senior" point, they will receive General Wage Increases (i.e., raise or cost of living adjustment). The General Wage Increase is a negotiated percentage increase with the Board of Education and codified in the collective bargaining agreement between the West Hartford Education Association and the West Hartford Board of Education.

These yearly promotions/steps and general wage increases can be withheld by the Superintendent for inadequate performance, they are not automatic.

One way to think of the salary schedule for teachers is to compare it to a professional firm structure. Entry level teachers equate to an associate status, and there are promotions received along the way, until the employee reaches partner status. Interviewing employees often ask what the length of time it is to achieve partner status in these firms, the 16 years on the salary schedule equals the length of time it takes for a teacher to go from entry level associate to partner.

This salary structure is similar to all other towns in this state and across the country. The differences between the towns are the salary levels and how many steps/years/levels/promotions it takes to reach the maximum salary level. Surrounding towns have less years/levels before a maximum salary is reached, and consequently mid career teachers can leave West Hartford, and teach in a surrounding school district and receive a substantial raise.

The General Wage Increases (raise) for this year, as decided by a neutral arbitrator, since the West Hartford Teachers Association and the West Hartford Board of Education could not come to an agreement is 2.4%. For all "senior" teachers, they receive only the 2.4% increase. For all other teachers, they will receive their step promotion in addition to the 2.4% General Wage Increase. The salary account is adjusted for the General Wage Increase everyone receives plus the cost of doing business (promotions), and retirements.

When a district has a younger staff, a long salary schedule, or high turnover; the cost of doing business (progressing employees from Associate to Partner) is larger than a district with a shorter salary schedule with no turnover. However the salary account in a town with a less experienced staff and long salary schedule could be lower than a town with an experienced staff and short salary schedule because the cost of having a staff with 10 associates versus 10 partners is less.

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Paid for by West Hartford FIRST, Chris Mozonski, Treasurer
whfirst@whfirst.org