Wyoming State Legislature LSO School Finance Office 213 State Capitol Telephone: (307) 777-7881 Cheyenne, Wyoming 82002 Fax: (307) 777-5466 E-Mail: [email protected]

Wyoming State Legislature LSO School Finance Office 213 State Capitol Telephone: (307) 777-7881 Cheyenne, Wyoming 82002 Fax: (307) 777-5466 E-Mail: Lso@Wyoleg.Gov

DATE: October 30, 2012

TO: Members, Joint Education Committee

FROM: Dave Nelson

SUBJECT: School Finance Monitoring Report.

In accordance with W.S. 21-13-309(u), the report provides a series of reports for use in the process to monitor cost pressures on the Wyoming education resource block grant funding model during periods between model recalibration. The report also provides a series of tools for use by the Legislature if it is determined the infusion of funding into the block grant model is necessary or otherwise deemed appropriate.

The following series of reports are included, identified by report tab:

LSO Report A report providing an overview of the monitoring process, the relationship of the reports to the monitoring process, an update on the competiveness of teacher salaries and a district survey on general fund special reserve funds and general fund expenditures on local enhancements.

A Work Force A report on monitoring school district human resource Services cost pressures.

B Stoddard A report on market cost pressures on teacher salaries.

C WDE An update report on the continued review of the use of educational resources.

MON ITORING THE COST-BASIS OF THE K-12 WYOMING FUNDING MODEL

Prepared by the LSO School Finance Section

Prepared for Joint Education Committee & Joint Appropriations Committee

October 30, 2012 Monitoring the Cost-Basis of the K-12 Wyoming Funding Model

REPORT PURPOSE

The 2010 recalibration of the Wyoming education resource block grant funding model determined funding for K-12 education exceeded the cost-basis of providing the statutorily required educational program to Wyoming school children. Although the 2011 Legislature forwarded K-12 funding at levels above those specified within the 2010 recalibration report as cost-based, it also recognized a need for a more robust or sophisticated process to monitor the cost-basis of the block grant model as it converges over time with Legislative funding levels.

JOINT EDUCATION COMMITTEE MEMBERS

Senator Henry H.R. "Hank" Coe, Co-Chairman Representative Matt Teeters, Co-Chairman Senator Paul Barnard Senator Kit Jennings Senator Bill Landen Senator Chris Rothfuss Representative Bob Brechtel Representative Donald Burkhart, Jr. Representative Cathy Connolly Representative John Freeman Representative Kendell Kroeker Representative Samuel Krone Representative Bunky Loucks Representative Michael Madden

JOINT APPROPRIATIONS COMMITTEE MEMBERS

Senator Phil Nicholas, Co-Chairman Representative Rosie Berger, Co-Chairman Senator John Hastert Senator Curt Meier Senator R. Ray Peterson Senator Michael Von Flatern Representative Amy Edmonds Representative Ken Esquibel Representative Steve Harshman Representative Bryan Pedersen Representative William "Jeb" Steward Representative Samuel Krone Representative Sue Wallis

LEGISLATIVE SERVICE OFFICE STAFF

Dave Nelson, School Finance Manager Tania Hytrek, Staff Attorney Matthew Willmarth, School Finance Analyst

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Table of Contents

Introduction ...... 1 Professional and Non-Professional Personnel ...... 1 Additional Information ...... 1 Non-Personnel (Materials/Supplies and Utilities) ...... 2 External Cost Adjustment ...... 2 Professional and Non-Professional Personnel ...... 3 Wyoming School District Use of Resources ...... 4 Competiveness of Teacher Salary Schedules ...... 5 Average Starting Salary, First Step ...... 5 Average Salary Schedule Step Pay at MA+0, 15 Years of Experience ...... 6 Salary Schedule Step Increments ...... 7 School District Survey of Special Reserve Funds and Enhancement Expenditures ...... 12 Special Reserve Funds ...... 12 Construction and Maintenance of Local Enhancements on Buildings ...... 17 Non-Personnel (Educational Materials/Supplies and Utilities) ...... 22 External Cost Adjustment ...... 25 Appendices ...... 26 Appendix A – “Monitoring School District Human Resource Cost Pressures: A Report to the Wyoming Joint Education Committee Fall 2012”, Department of Workforce Services Research and Planning Division ...... 26 Appendix B – “Current Status of Cost Pressures on Teacher Salaries in Wyoming: Report to the Joint Appropriations Interim Committee and the Joint Education Interim Committee, October 25, 2012”, Dr. Christiana Stoddard ...... 26 Appendix C – “Continued Review of Educational Resources in Wyoming, 2005-06 through 2011-12, Report Update”, October 22, 2012, Department of Education...... 26

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INTRODUCTION

The 2010 recalibration of the Wyoming education resource block grant funding model (the “Model”) determined funding for K-12 education exceeded the cost-basis of providing the statutorily required educational program to Wyoming school children. Although the 2011 Legislature forwarded K-12 funding at levels above those specified within the 2010 recalibration report as cost-based, it also recognized a need for a more robust or sophisticated process to monitor the cost-basis of the Model funding levels as they converge over time with cost-based levels. The 2012 Legislature adopted a monitoring process which:

1. Identifies this convergence through major funding categories within the Model; i.e., certified (professional) staff, classified (non-professional) staff; non-personnel items (materials/supplies) and energy (utilities); and 2. Targets each Model category to a recommended set of price indices or labor market indicators.

This monitoring process was designed to use readily available state, regional and national data as part of a set of relatively simple, understandable indicators of cost pressures. The 2011 monitoring report emphasized however, that the monitoring indicators are not to be considered in isolation of one another nor, as individual indicators. Nor are they intended to be seen as definitively signaling a degradation of the cost-basis of the Model. Rather, the report emphasized the indicators are to be viewed collectively when used by the Legislature for purposes of policy making decisions.

In the event that several indicators may reflect deviations from "historical" ranges, as computed by state consultants, the 2012 Legislature chose to invest in the collection of a deeper set of cost data to confirm the presence of cost pressures on Model components which if confirmed, could be used to inform the Legislature of actions necessary to address any such identified cost pressure. This report begins the process to initiate that set of cost data which would buttress the indicators identified in the 2011 monitoring report.

The series of information included within this monitoring report consists of multiple indicators for each Model category, as depicted below.

PROFESSIONAL AND NON-PROFESSIONAL PERSONNEL The 2011 report series for the professional personnel Model category included five data-based indicators focused on teacher salaries related to labor market and demographic patterns, together with four data- based indicators related to district hiring capabilities. The 2011 report series for the non-professional personnel Model category also included specific indicators such as the comparability of non-teaching salaries and turnover rates. Reports conducted by the Research and Planning Division within the Department of Workforce Services and Dr. Christiana Stoddard and included as appendices to this report, both update 2011 data for the professional personnel Model category and provide additional data granularity for future consideration and development as part of the monitoring process.

ADDITIONAL INFORMATION The monitoring process also incorporates by law the annual report produced by the Department of Education based upon resource utilization patterns of school districts in comparison to model-generated resources, as initiated by state consultants. The Department of Education’s report is also included as an appendix to this report. Additionally, the 2011 monitoring report included the results of a teacher salary competitiveness study conducted by the Hay Group. And at the direction of the Joint Education

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Committee Co-Chairmen, LSO collected and analyzed data on school district special reserve funds and school building enhancements funded by school district general fund monies. Both the Hay Group update and survey information are included within this report.

NON-PERSONNEL (MATERIALS/SUPPLIES AND UTILITIES) The cost-basis of Model components comprising non-personnel Model categories are easier to monitor as compared to personnel costs. Adjusted cost-based levels can be compared annually to funding levels as a means to monitor convergence. Recall that the 2010 model recalibration determined the education materials component, computer supplies and equipment component and the student activities component, as funded by the Legislature, all exceeded cost-based levels. However, the 2012 Legislature did adjust the cost-based level of non-personnel educational materials and supplies by the producer price index for office supplies and accessories (2.18%).

The utilities component funding is based upon actual school year 2009-2010 expenditures and adjusted for new school square footage. The utilities component is somewhat set apart from other model components in that respect. The 2012 Legislature adjusted the cost-based level of the energy category by the producer price index for commercial electric power and the producer price index for commercial natural gas (0.27%).

This report provides the estimated indices to adjust the cost-based levels for both Model non-personnel categories for the next year.

EXTERNAL COST ADJUSTMENT The lawful purpose of this report series is to provide information to the Legislature with which to make any decision regarding appropriate model adjustment. In a cost-based model, the external cost adjustment maintains the purchasing power at a cost-based level. In the event that adjustments are needed to one or more model categories based upon information gathered from this monitoring process, the 2012 Legislature prescribed a set of indices that can be targeted to specific parts of the model to maintain the cost-basis of the model as a whole.

The monitoring process and report series provides information to the Legislature to ensure maintenance of the cost-basis of model funding between model recalibrations and allows the Legislature more precision to infuse any additional funding into the model as determined necessary. The monitoring process is designed to identify options to address market pressures, both on model components and the model as a whole.

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PROFESSIONAL AND NON-PROFESSIONAL PERSONNEL

The 2011 report series for the professional personnel Model category included five data-based indicators focused on teacher salaries related to labor market and demographic patterns, together with four data- based indicators related to district hiring capabilities. The 2011 report series for non-professional personnel Model category also included specific indicators such as the comparability of non-teaching salaries and turnover rates.

The Research and Planning Division within the Department of Workforce Services has been tasked with commencing this effort, along with some additional information from Dr. Christiana Stoddard. The Research and Planning Division wrote a report entitled Monitoring School District Human Resource Cost Pressures: A Report to the Wyoming Joint Education Committee as a result of 2012 Wyo. Sess. Laws, Ch. 26, Sec. 326(d). Please see Appendix A to review the report. The report focuses on five areas of school district cost pressures:

1. Regional and national wage trends; 2. Wage trends and commuting patterns among Wyoming workers; 3. Turnover of Wyoming workers; 4. Impending retirement trends; and 5. Educational attainment, aging professional, and teacher supply.

Dr. Christiana Stoddard wrote a report entitled Current Status of Cost Pressures on Teacher Salaries in Wyoming. Please see Appendix B to review the report. The report focuses on the following:

1. Changes in the ratio of teaching wages relative to wages of comparable professionals 2. Changes in the ratio of teaching wages in Wyoming to teaching wages in other states 3. The trends in student enrollment 4. The trends in teacher retirement 5. The fraction of new hires 6. Retention rates of current teachers 7. Number of applicants per full time position 8. Percent of districts hiring first choice applicant 9. Percent of districts reporting "very easy" or "somewhat easy" to hire high quality applicants

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WYOMING SCHOOL DISTRICT USE OF RESOURCES

In 2007 and 2008, Lawrence O. Picus & Associates provided the Legislature and the Department of Education with reports on the use of resources across school districts in more than 300 schools in the state, as determined through in-person visits. The Department of Education has replicated this work and expanded on the original analysis to provide stakeholders with a longitudinal look at resource allocations and deployment, by Model component, since the 2005 recalibration. The report contains data and information that comes almost exclusively from the Department of Education’s information management system.

The Department of Education has completed the fourth annual report that looks at the use of school district resources as compared to the Model. The Department of Education has provided LSO a report, Continued Review of Educational Resources in Wyoming, 2005-06 through 2011-12 (CRERW), as required by W.S. §21-13-309 (u). The Department of Education’s update uses preliminary school year 2011-2012 data.

The CRERW report provides a comparative analysis of Model generated resources and actual district staffing and expenditure data. The WDE collaborates with the LSO, the School Finance Data Advisory Committee, school districts and the public to discuss and implement changes to the methodology and design of the CRERW report. Please see Appendix C to review the report.

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COMPETIVENESS OF TEACHER SALARY SCHEDULES

During the 2011 interim, the Hay Group conducted a study to determine the competitiveness of teacher pay in Wyoming. The Hay Group examined school year 2010-2011 data on how the position “Certified Practicing Teacher” is paid within Wyoming school districts and throughout a 12 state geographic comparator group, both in regular salary and benefits. LSO has updated a portion of this analysis, specifically, the competitiveness of salary schedules. As part of the update, there were a few changes to the analysis of the data:

• New Mexico was removed as a comparator state. The state has instituted a tiered salary schedule for teachers. Based upon a teacher’s certification status from the state certification agency, a teacher will receive a corresponding salary from a school district. This makes it difficult to compare to Wyoming salary schedules, thus the reason for elimination as a comparator state. • Rather than take a simple average of salaries based upon the number of schools in a school district, each school district’s salary schedules are weighted by the number of teacher full-time equivalents (FTEs) in the school district. • The Wyoming funding model’s salary for each school district is weighted by the number of model teacher FTEs. • The analysis by the Hay Group only included 45 of 48 school districts for Wyoming for 2010- 2011; the 2010-2011 and 2011-2012 data has been updated to include all 48 school districts.

The reason for a comparison of salary schedules rather than average actual pay eliminates the pay variation caused by a more experienced and/or more highly educated workforce.

Salary schedules for all of Wyoming school districts were compared to 11 states in the region. These comparator states include: Arizona, Colorado, Idaho, Montana, Nebraska, Nevada, North Dakota, Oregon, South Dakota, Utah, and Washington. Published salary schedules collected for the 11 comparator states include 110 school districts. Comparator states included school districts within these states that considered the following:

• School districts with the same district-wide National Center for Education Statistics (NCES) Local Codes that exist in Wyoming; • School districts representative of the statewide average expenditure per pupil; and • School districts which include a larger number of schools.

AVERAGE STARTING SALARY, FIRST STEP The average Wyoming starting salary schedule step for school year 2010-2011 was $43,625. The average starting salary schedule step for comparator states was $32,966. For school year 2011-2012, Wyoming’s average starting salary schedule step increased 1.43% or $624, to $44,249. The average starting salary schedule step for comparator states increased 1.12% or $368, to $33,334. The details of each state can be seen in Table 1.

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Table 1. Average Starting Salary Schedule Step, 2010-11 and 2011-2012. $ % State 2010-2011 2011-2012 Difference Difference AZ $32,146 $32,185 $39 0.12% CO $32,471 $32,491 $20 0.06% ID $30,848 $30,886 $37 0.12% MT $32,059 $34,261 $2,202 6.87% ND $34,578 $36,021 $1,443 4.17% NE $33,954 $33,544 -$410 -1.21% NV $34,320 $34,188 -$132 -0.39% OR $35,373 $33,935 -$1,437 -4.06% SD $31,347 $31,274 -$73 -0.23% UT $32,434 $32,713 $279 0.86% WA $34,073 $35,326 $1,253 3.68% 11 States $32,966 $33,334 $368 1.12% WY $43,625 $44,249 $623 1.43% Source: LSO Analysis of State Salary Schedule Data.

AVERAGE S ALARY SCHEDULE STEP PAY AT MA+0, 15 YEARS OF EXPERIENCE The average Wyoming salary schedule step pay for a Master’s degree and 15 years of experience for school year 2010-2011 was $60,299. The average starting salary schedule step pay for a Master’s degree and 15 years of experience for comparator states was $52,766. For school year 2011-2012, Wyoming’s average increased 1.32% or $796, to $61,095. The average starting salary for comparator states increased 0.40% or $213, to $52,979. The details of each state can be seen in Table 2.

Table 2. Average Salary Schedule Step Pay at MA+0, 15 Years of Experience, 2010-11 and 2011-2012. $ % State 2010-2011 2011-2012 Difference Difference AZ $46,938 $46,977 $39 0.08% CO $51,987 $52,466 $480 0.92% ID $46,468 $46,619 $151 0.32% MT $55,256 $55,229 -$27 -0.05% ND $52,460 $54,555 $2,095 3.99% NE $56,398 $56,538 $140 0.25% NV $57,611 $57,801 $190 0.33% OR $60,229 $59,890 -$339 -0.56% SD $46,249 $46,125 -$124 -0.27% UT $51,955 $52,391 $435 0.84% WA $56,640 $55,595 -$1,044 -1.84% 11 States $52,766 $52,979 $213 0.40% WY $60,299 $61,095 $796 1.32% Source: LSO Analysis of State Salary Schedule Data.

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SALARY SCHEDULE STEP INCREMENTS Teacher salaries are determined according to each school district’s salary schedule. Salary schedules provide movement for education attainment (horizontal movement) and years of experience (vertical movement).

Wyoming school districts take a different approach in developing salary schedules to recruit and retain teachers. Wyoming school districts provide a larger beginning pay rate, but are more aligned with other states as education and experience increase. Figures 1 through 4 provide a comparison of school years 2010-2011 and 2011-2012 and the changes in both the horizontal and vertical movements of Wyoming’s salary schedules and comparator states’ salary schedules.

As seen in Figure 1 and Figure 2, Wyoming’s experience steps are slightly below comparator states at the beginning of the salary schedule, years 5 through 10, but converge with comparator states after year 15.

Figure 1. Step increments - Movement Across Salary Schedule, Bachelor's Degree. $60,000 2010-2011 2011-2012

$55,000

$50,000

$45,000

$40,000

$35,000

$30,000 BA+15, BA+15, BA+0, 0 BA+15, 0 BA+0, 15 BA+0, 0 BA+15, 0 BA+0, 15 15 15 11 States $32,966 $33,664 $41,597 $44,110 $33,334 $33,659 $41,848 $44,526 WY $43,625 $44,743 $50,704 $53,289 $44,249 $45,357 $51,388 $53,935

Source: LSO Analysis of State Salary Schedule Data.

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Figure 2. Step increments - Movement Across Salary Schedule, Master's Degree. $65,000 2010-2011 2011-2012

$60,000

$55,000

$50,000

$45,000

$40,000

$35,000 MA+15, MA+15, MA+0, 0 MA+15, 0 MA+0, 15 MA+0, 0 MA+15, 0 MA+0, 15 15 15 11 States $36,514 $37,270 $52,766 $54,173 $36,669 $37,463 $52,979 $54,404 WY $48,537 $49,820 $60,299 $61,749 $49,297 $50,585 $61,095 $62,547

Source: LSO Analysis of State Salary Schedule Data.

When comparing vertical movement for Master’s Degree plus 30 credit hours and the top education level on salary schedules, Wyoming continues to pay more than comparator states – ranging from $13,000 at 0 years of experience to $7,700 at 15 years of experience – as shown in Figure 3 and Figure 4. The margin of difference increased slightly in school year 2011-2012.

Figure 3. Experience Step Increments - Movement Across Salary Schedule, Master's Degree+30. $70,000 2010-2011 2011-2012 $65,000

$60,000

$55,000

$50,000

$45,000

$40,000

$35,000 MA+30, MA+30, MA+30, MA+30, MA+30, 0 MA+30, 5 MA+30, 0 MA+30, 5 10 15 10 15 11 States $38,300 $43,444 $49,949 $56,250 $38,466 $43,547 $50,074 $56,277 WY $51,138 $54,930 $59,065 $63,189 $51,911 $55,746 $59,873 $63,991

Source: LSO Analysis of State Salary Schedule Data.

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Figure 4. Experience Step Increments - Movement Across Salary Schedule, Top Education Level. $75,000 2010-2011 2011-2012 $70,000

$65,000

$60,000

$55,000

$50,000

$45,000

$40,000

$35,000 Top Ed., Top Ed., Top Ed., Top Ed., Top Ed., Top Ed., Top Ed., Top Ed., Top Ed., Top Ed., 0 5 10 15 20 0 5 10 15 20 11 States $40,165 $45,504 $52,224 $58,962 $61,835 $40,349 $45,569 $52,383 $59,078 $61,991 WY $53,444 $57,252 $61,404 $65,549 $69,228 $54,228 $58,080 $62,224 $66,363 $70,029

Source: LSO Analysis of State Salary Schedule Data.

Another analysis was done this year that was not done by the Hay Group. A comparison of Wyoming school district salary schedules, comparator state salary schedules, and the Model salary levels. Figure 5 and Figure 6 provide a comparison of what salary the Model would provide for Bachelor’s degrees and Master’s degree. Doctoral degrees were not compared because not every school district provides an education step for Doctoral degrees. One difference between what the Model and salary schedules is that the Model only provides education adjustments for degrees attained. Salary schedules provide education adjustments for additional credit hours beyond a degree that has been attained (i.e., BA plus 15 credit hours, MA plus 30 credit hours).

When comparing Bachelor’s degrees plus no additional education credit hours, the Model exceeds the comparator states. However, it is below the Wyoming school district average, until year 10. The Model exceeds Wyoming school districts after year 10 and beyond, while the Wyoming average starts to level off. Most school districts did not provide experience adjustments for BA+0 beyond 15 years of experience. Another interesting comparison is that Wyoming school districts increased salary levels, while the model decreased slightly. This analysis can be seen in Figure 5.

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Figure 5. Step Increments - Vertical Movement Across Salary Schedule, Bachelor's Degree (BA+0). $60,000 2010-2011 2011-2012 $55,000

$50,000

$45,000

$40,000

$35,000

$30,000 BA+0, BA+0, BA+0, BA+0, BA+0, BA+0, BA+0, BA+0, BA+0, BA+0, 0 5 10 15 20 0 5 10 15 20 11 States $32,966$36,754$40,919$41,597$42,212 $33,334$36,869$41,096$41,848$42,468 WY Districts $43,625$47,175$49,706$50,704$51,370 $44,249$47,824$50,380$51,388$52,060 WY Funding Model $38,868$43,299$47,731$52,162$56,593 $38,855$43,284$47,714$52,143$56,573

Source: LSO Analysis of State Salary Schedule and Wyoming Funding Model Data.

When comparing Master’s degrees plus no additional education credit hours, the Model exceeds the comparator states. However, it is below the Wyoming school district average, until year 20. The Model meets Wyoming school districts at year 20. As with the BA+0 analyses, Wyoming school districts increased salary levels, while the model decreased slightly. This analysis can be seen in Figure 6.

Figure 6. Step Increments - Vertical Movement Across Salary Schedule, Master's Degree (MA+0). $65,000 2010-2011 2011-2012 $60,000

$55,000

$50,000

$45,000

$40,000

$35,000 MA+0, MA+0, MA+0, MA+0, MA+0, MA+0, MA+0, MA+0, MA+0, MA+0, 0 5 10 15 20 0 5 10 15 20 11 States $36,514$41,358$47,564$52,766$54,920 $36,669$41,456$47,757$52,979$55,033 WY Districts $48,537$52,370$56,505$60,299$62,461 $49,297$53,174$57,302$61,095$63,310 WY Funding Model $45,341$49,772$54,203$58,634$63,065 $45,325$49,754$54,184$58,614$63,043

Source: LSO Analysis of State Salary Schedule and Wyoming Funding Model Data.

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A comparison of salary schedules rather than average actual pay eliminates the pay variation caused by a more experienced and/or more highly educated workforce. When comparing 2010-2011 to 2011-2012, Wyoming school districts continued to have higher paying salary schedules than the comparator states. When compared the Model, comparator states salary schedules were below what the Model provides school districts and the Wyoming school districts continue to pay more than the Model.

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SCHOOL DISTRICT SURVEY OF SPECIAL RESERVE FUNDS AND ENHANCEMENT EXPENDITURES

On May 5, 2012, LSO, on behalf of the Joint Education Committee, Co-Chairmen, conducted a survey of Wyoming school districts use of special reserves allowed by law, and how school districts use general fund monies to fund the construction of and/or maintenance of local enhancements to school district facilities. The survey covered school years 2004-2005 through 2011-2012 (estimated amounts). Forty- one of the 48 school districts responded to the survey as of October 18, 2012.1

Below are the results of the survey, but first here are a few key findings:

• Of the 41 respondents, 23 school districts have special reserve funds in which they have transferred monies from their general fund to a special reserve fund for purposes that include purchasing or replacing specified equipment or school building repair. • Of the 23 school districts that responded that they have special reserve funds, a total of $80.8 million has been transferred from general funds since 2004-2005, an average of $10.1 million per year. • Of the $80.1 million that has been transferred from school districts’ general funds, 81% is attributable to four school districts: Campbell #1 – 24.02%, Laramie #1 – 34.71%, Sublette #1 – 16.10% and Sublette #9 – 6.2%. • It appears that Campbell #1, Sublette #1 and Sublette #9 have transferred “rebated recapture” funds out of their general funds to these special reserve accounts.2 • Of the 23 school districts that have special reserve funds, a total of $24.6 million, or 30.4% has been expended since 2004-2005, an average of $3.1 million per year. • Of the 23 school districts that have special reserve funds, an estimated balance of $68.6 million is still available as of June 30, 2012. • Of the 41 school districts that responded, 17 school districts have used general funds on local enhancements for a total of $22,047,749. • Of the local enhancement expenditure total, $16,775,887 has been used to construct enhancements and $5,271,862 has been used to maintain enhancements. • A majority of the local enhancement expenditures, 32.42%, is from Natrona #1. • Of the 41 school districts that responded, 14 school districts anticipate using general funds on local enhancements in the future.

SPECIAL RESERVE FUNDS The survey focused on two different special reserve accounts school districts can create by transferring funds from the general fund.

1. Wyo. Stat. Ann. § 21-13-504 (2012) “The board of trustees of each Wyoming school district may create a special reserve fund of a specified amount, for the purpose of purchasing or replacing specified equipment or a depreciation reserve for equipment and school building repair… provided, that said amount so specially budgeted for any fiscal year shall not exceed ten percent

1 The following school districts have not responded to the survey after multiple inquiries: Big Horn #2, Fremont#21, Fremont #25, Johnson #1, Teton #1, Washakie #2 and Weston #7. 2 Campbell #1, Sublette #1 and Sublette #9 received “rebated recapture” funds prior to the 2008 constitutional amendment and subsequent statutory change that eliminated this rebate.

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(10%) of the total amount budgeted for the same year; and further provided, that any difference in the amount so specially budgeted for any such year and the amount expended from said fund during such year, may be retained in and carried over as a part of the special reserve fund. “

2. Wyo. Stat. Ann. § 16-4-105(b) (2012) “A municipality may appropriate funds from estimated revenue in any budget year to a reserve for capital improvements and for depreciation within any capital improvements fund, and for the purpose of purchasing or replacing specified equipment or a depreciation reserve for equipment, which has been duly established by ordinance. Money in the reserves may be allowed to accumulate from year to year until the accumulated total is sufficient to permit economical expenditure for the specified purposes... The amount appropriated to reserves under this subsection in any budget year shall not exceed ten percent (10%) of the municipality's total revenues for that budget year.”

A majority of the school districts that responded to the survey indicated that the purpose of the special reserve funds were the same as the statute indicated, “purchasing or replacing specified equipment or a depreciation reserve for equipment and school building repair.”

Of the 41 school districts that responded to the survey, 23 responded that have created a special reserve fund: 20 school districts have created special reserve funds pursuant to W.S. 21-3-504, two school districts have created special reserve funds pursuant to W.S. 16-4-105(b), and one school district has created special reserve funds pursuant to both statutes. Table 3 provides the school districts that have special reserve funds, school districts that do not have special reserve funds, and school districts that failed to respond to the survey.

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Table 3. School Districts Response Regarding the Use of Special Reserve Funds. Special Reserve Fund Special Reserve Fund Districts Failing to "Yes" "No" Respond to Survey 1 Big Horn #4 Albany #1 Big Horn #2 2 Campbell #1 Big Horn #1 Fremont #21 3 Carbon #1 Big Horn #3 Fremont #25 4 Carbon #2 Converse #2 Johnson #1 5 Converse #1 Crook #1 Teton #1 6 Fremont #6 Fremont #1 Washakie #2 7 Fremont #24 Fremont #2 Weston #7 8 Fremont #38 Fremont #14 9 Hot Springs #1 Goshen #1 10 Laramie #1 Lincoln #1 11 Laramie #2 Natrona #1 12 Lincoln #2 Park #6 13 Niobrara #1 Platte #2 14 Park #1 Sweetwater #2 15 Park #16 Uinta #1 16 Platte #1 Uinta #6 17 Sheridan #1 Washakie #1 18 Sheridan #2 Weston #1 19 Sheridan #3 20 Sublette #1 21 Sublette #9 22 Sweetwater #1 23 Uinta #4 Source: LSO analysis of school district survey results.

According to school district responses, a total of $80,832,237 has been transferred to special reserve funds from school districts general funds since 2004-2005, while $24,591,022 has been expended from the special reserve funds. Two school districts that have special reserve funds have not transferred or expended funds during the survey time period, Park #1 and Park #16. Table 4 depicts the amount that has been transferred and expended during the past eight years.

Table 4. Special Reserve Fund Transfers and Expenditures, 2004-2005 to Est. 2011-2012. Number of Transfer Expenditure Special Reserve Fund School Districts Amount Amount W.S. 21-13-504 18 $78,112,237 $24,321,022 W.S. 16-4-105(b) 3 $2,720,000 $270,000 Total 21 $80,832,237 $24,591,022 Source: LSO analysis of school district survey results.

14 October 30, 2012

Of the $80,832,237 that has been transferred from school districts’ general funds, 81% is attributable to four school districts: Campbell #1 – 24.02%, Laramie #1 – 34.71%, Sublette #1 – 16.10% and Sublette #9 – 6.2%. Of these four school districts, three are recapture school districts that received “rebated recapture” funds prior to the 2008 constitutional amendment that eliminated this rebate. It appears that Campbell #1, Sublette #1 and Sublette #9 have transferred these rebated recapture funds out of their general funds to these special reserve accounts. A more detailed analysis of the districts that have transferred monies to special reserve accounts, the associated expenditures, and a percent of the total can be seen in Table 5.

Table 5. Special Reserve Fund Revenues and Expenditures, by School District, 2004-2005 to Est. 2011-2012. Special Reserve Revenues Special Reserve Expenditures % of Total % of Total District Amount Revenues Amount Expenditures Big Horn #4 $ 260,000 0.32% $ - 0.00% Campbell #1 $ 19,416,522 24.02% $ 10,875,8593 44.23% Carbon #1 $ 2,700,000 3.34% $ - 0.00% Carbon #2 $ 50,000 0.06% $ - 0.00% Converse #1 $ 850,000 1.05% $ 585,512 2.38% Fremont #6 $ 661,452 0.82% $ 158,661 0.65% Fremont #24 $ 1,473,301 1.82% $ 560,716 2.28% Fremont #38 $ 2,000,000 2.47% $ - 0.00% Hot Springs #1 $ 500,000 0.62% $ 268,714 1.09% Laramie #1 $ 28,059,715 34.71% $ 10,461,542 42.54% Laramie #2 $ 500,000 0.62% $ - 0.00% Lincoln #2 $ 1,500,000 1.86% $ - 0.00% Niobrara #1 $ 750,000 0.93% $ - 0.00% Platte #1 $ 400,000 0.49% $ 400,000 1.63% Sheridan #1 $ 470,000 0.58% $ 20,000 0.08% Sheridan #2 $ 1,777,600 2.20% $ - 0.00% Sheridan #3 $ 790,000 0.98% $ 251,991 1.02% Sublette #1 $ 13,015,899 16.10% $ 532,444 2.17% Sublette #9 $ 5,007,747 6.20% $ 17,638 0.07% Sweetwater #1 $ 400,000 0.49% $ 207,945 0.85% Weston #1 $ 250,000 0.31% $ 250,000 1.02% Total $ 80,832,237 100.00% $ 24,591,022 100.00% Source: LSO analysis of school district survey results.

An average of $10.1 million per year has been transferred to special reserve accounts from school year 2004-2005 to school year 2011-2012, with the most coming in school year 2009-2010 ($18.9 million) and the least amount coming in school year 2011-2012 ($2.0 million). Expenditures of these special reserves

3 Campbell #1 noted that as of the response date, $6,110,303 is currently under contract to be expended so the expenditure amount will go up over the next year or two.

October 30, 2012 15

LSO SCHOOL FINANCE SECTION • 213 State Capitol • Cheyenne, Wyoming 82002 TELEPHONE (307)777-7881 • FAX (307)777-5466 • E-MAIL [email protected] • WEB SITE http://legisweb.state.wy.us Monitoring the Cost-Basis of the K-12 Wyoming Funding Model have averaged $3.1 million per year, with the most coming in school year 2011-2012 ($6.1 million) and the least amount in school year 2004-2005 ($300,000). Figure 7 depicts the trends of revenues and expenditures of special reserve funds for the past eight years.

Figure 7. School District Transfers of General Fund Monies to Special Reserves and Associated Expenditures, School Years 2004-2005 to Est. 2011-2012. $20,000,000

$18,000,000

$16,000,000

$14,000,000

$12,000,000

$10,000,000

$8,000,000

$6,000,000

$4,000,000

$2,000,000

$- 2004-2005 2005-2006 2006-2007 2007-2008 2008-2009 2009-2010 2010-2011 Est. 2011- 2012

Special Reserve Revenues Special Reserve Expenditures

Source: LSO analysis of school district survey results.

The survey also asked school districts to provide the estimated special reserve fund balances as of June 30, 2012. These balances can be seen Table 6. Again, a majority of the total is made up from the same four school districts that have transferred the most: Campbell #1 – 14.58%, Laramie #1 – 27.47%, Sublette #1 – 24.43% and Sublette #9 – 7.3%.

16 October 30, 2012

Table 6. Estimated Special Reserve Fund Balances, by School District, As of June 30, 2012. Special Reserve Fund Balance % of Total District W.S. 21-13-504 W.S 16-4-105(b) Total Reserve Balances Big Horn #4 $ 261,104 $ 261,104 0.38% Campbell #1 $ 10,000,000 $ 10,000,0004 14.58% Carbon #1 $ 2,760,000 $ 2,760,000 4.02% Carbon #2 $ 50,051 $ 50,051 0.07% Converse #1 $ 266,685 $ 266,685 0.39% Fremont #6 $ 502,791 $ 502,791 0.73% Fremont #24 $ 1,100,600 $ 846,000 $ 1,946,600 2.84% Fremont #38 $ 2,045,360 $ 2,045,360 2.98% Hot Springs #1 $ 266,452 $ 266,452 0.39% Laramie #1 $ 18,843,740 $ 18,843,740 27.47% Laramie #2 $ 577,036 $ 577,036 0.84% Lincoln #2 $ 1,500,000 $ 1,500,000 2.19% Niobrara #1 $ 750,000 $ 750,000 1.09% Park # 1 $ 1,742,037 $ 1,742,037 2.54% Park #16 $ 623,906 $ 982,378 $ 1,606,284 2.34% Platte #1 $ 274,449 $ 274,449 0.40% Sheridan #1 $ 450,000 $ 450,000 0.66% Sheridan #2 $ 1,789,329 $ 1,789,329 2.61% Sheridan #3 $ 571,393 $ 571,393 0.83% Sublette #1 $ 16,758,625 $ 16,758,625 24.43% Sublette #9 $ 5,025,223 $ 5,025,223 7.32% Sweetwater #1 $ 221,653 $ 221,653 0.32% Uinta #4 $ 400,167 $ 400,167 0.58% Total $ 64,285,241 $ 4,323,738 $ 68,608,979 100.00% Source: LSO analysis of school district survey results.

School districts were also asked if the district currently did not have a special reserve account, did they anticipate using a special reserve fund in the future. Of the 18 school districts that currently did not have a special reserve fund, three school districts responded that they anticipate creating one in the future: Fremont #2, Platte #2 and Washakie #2. The purposes for these funds would be for building repair and replacement of equipment.

CONSTRUCTION AND MAINTENANCE OF LOCAL ENHANCEMENTS ON BUILDINGS The survey also asked school districts to provide amounts of general fund monies that have gone towards the construction or maintenance of local enhancements on buildings from 2004-2005 to 2011-2012. According to the 41 school districts that have responded, 17 school districts have used general funds on local enhancements for a total of $22,047,749. Of that total, $16,775,887 has been used to construct

4 Campbell #1 noted that as of the response date, $6,110,303 is currently under contract to be expended so the fund balance will decrease over the next year or two.

October 30, 2012 17

enhancements and $5,271,862 has been used to maintain the enhancements. As depicted in Figure 8, a majority of the expenditures have occurred during the past five school years.

Figure 8. School District Expenditures of General Funds on Local Enhancements, 2004-2005 to 2011-2012. $9,000,000

$8,000,000

$7,000,000

$6,000,000

$5,000,000

$4,000,000

$3,000,000

$2,000,000

$1,000,000

$- 2004-2005 2005-2006 2006-2007 2007-2008 2008-2009 2009-2010 2010-2011 Est. 2011- 2012

Source: LSO analysis of school district survey results.

A majority of the expenditures, 32.42%, is from Natrona #1. A majority of the expenditures have been for the maintenance and construction of activity facilities. Table 7 depicts the expenditures by districts for the maintenance and construction of local enhancements for the past eight years.

18 October 30, 2012

Table 7. Local Enhancement Construction and Maintenance Expenditures, by School District, 2004-2005 to Est. 2011-2012. Construction Maintenance % of % of Total Total Total % of District Amount Construction Amount Maintenance Expenditures Total Big Horn #1 $ 712,785 4.25% $ - 0.00% $ 712,785 3.23% Campbell #1 $ 2,830,355 16.87% $ - 0.00% $ 2,830,355 12.84% Carbon #2 $ 19,450 0.12% $ 86,600 1.64% $ 106,050 0.48% Fremont # 1 $ 1,056,823 6.30% $ - 0.00% $ 1,056,823 4.79% Goshen #1 $ 1,687,299 10.06% $ - 0.00% $ 1,687,299 7.65% Laramie #2 $ 17,962 0.11% $ - 0.00% $ 17,962 0.08% Lincoln #2 $ 2,200,000 13.11% $ - 0.00% $ 2,200,000 9.98% Natrona #1 $ 5,010,367 29.87% $ 2,137,564 40.55% $ 7,147,931 32.42% Park # 1 $ 595,260 3.55% $ 241,500 4.58% $ 836,760 3.80% Park # 6 $ 625,398 3.73% $ - 0.00% $ 625,398 2.84% Park #16 $ 11,260 0.07% $ - 0.00% $ 11,260 0.05% Platte #2 $ 109,000 0.65% $ - 0.00% $ 109,000 0.49% Sheridan #3 $ - 0.00% $ 176,289 3.34% $ 176,289 0.80% Sublette #9 $ 1,372,041 8.18% $ - 0.00% $ 1,372,041 6.22% Sweetwater #1 $ 6,261 0.04% $ - 0.00% $ 6,261 0.03% Uinta #1 $ 121,626 0.73% $ 2,629,909 49.89% $ 2,751,535 12.48% Uinta #4 $ 400,000 2.38% $ - 0.00% $ 400,000 1.81% Total $ 16,775,887 100.00% $ 5,271,862 100.00% $ 22,047,749 100.00% Source: LSO analysis of school district survey results.

The survey also asked school districts if they plan on using general fund monies in the future on local enhancements. Of the 41 respondents, 14 school districts replied “yes” that they do anticipate using general fund monies to either maintain or construct local enhancements. One school district responded “to be determined”. Table 8 provides the responses to this question.

Table 8. School District Responses on Using General Fund Monies on Future Local Enhancements. Question District Response Amount What purpose(s)? Bleachers, Track Enhancements (Rubber), Lighting for FB field, Concessions, Big Horn #1 Yes $850,000 Restrooms, Storage. These are for both secondary campuses in the district. Lakeview Elementary School Commons Campbell #1 Yes $642,000 and final payments for Buffalo Ridge Elementary School Commons

October 30, 2012 19

Question District Response Amount What purpose(s)? With our SFC funded construction the district is building enhancements from bond proceeds Extra square footage for new high school, Carbon #1 Yes that will have to be maintained by district aquatic center, higher ed facility district. this will be an ongoing cost so no certain amount. Depends on SFD design approval Hanna Elementary School full sized gym Carbon #2 Yes for Hanna Elementary School. floor. Amount not set. Add pre-school facilities to new Moorcroft Crook #1 Yes $250,000 K-8 building project. LEED certification $125,427, Interior security cameras $51,790 and telescoping Fremont # 1 Yes $208,143 stands for the multipurpose room $26,800.00 After the remodel of the Dubois E/MS into an E/MS/HS, the district will have one building that will be reclassified into an Fremont # 2 Yes $5000/year "enhancement". This "1972 addition" will serve as a maintenance building and storage. About $7M when we build a new Elementary School. The School Board has been saving a small portion of the Impact Aid Funds (we receive from the Federal Government) for the past 25 years to build Fremont #24 Yes $7,000,000 an elementary school. When this reserve started, it was the Districts responsibility to build the needed buildings. Now it is the State's responsibility to build the school buildings. We need larger classrooms and special classrooms. Laramie #2 Yes $5,000 for a garage. N/A We will use $500,000 to $900,000 to fix, replace, or add new Lincoln #2 Yes additional items and facilities No enhancements at this time items that do not qualify under Major Maintenance.

20 October 30, 2012

Question District Response Amount What purpose(s)? TBD – the District is currently in the early phase of designing the major renovation and construction of our high school facilities. There may be enhancements identified by the SFD, during the design phase, which the district will have to decide on including and funding or leaving Natrona #1 TBD TBD out of the overall project. Such enhancements could include pools, physical education space, STEM facility and equipment, and fine and performing arts facility and equipment. The district will consider multiple funding options that include bond issue, board reserve funds, and facility and equipment lease purchase. Unknown at this time. Likely will The additional cost of routine maintenance depend on how much money has of the enhanced or non-state funded Sheridan #1 Yes been saved in the reserve accounts facilities that are owned by the District. when a repair or replacement is Most of those are our stadium and gym necessary on an enhancement. facilities. Miscellaneous items not funded by the Sweetwater #1 Yes < $10,000 SCSD#1 Recreation Board or the School Facilities Department. Additional classroom space in new K-8 Uinta #4 Yes $600,000 building. That remains to be determined. Our local enhancement is only seven years old, we have not yet had reason to do major Washakie #1 Yes maintenance. If however, major TBD maintenance needs arise, and the 10% money is not sufficient to cover them, we will consider using general fund money. Source: LSO analysis of school district survey results.

October 30, 2012 21

NON-PERSONNEL (EDUCATIONAL MATERIALS/SUPPLIES AND UTILITIES)

The cost-basis of Model components comprising non-personnel Model categories are easier to monitor as compared to personnel costs. Adjusted cost-based levels can be compared annually to funding levels as a means to monitor convergence. Recall that the 2010 model recalibration determined the education materials component, computer supplies and equipment component and the student activities component, as funded by the Legislature, all exceeded cost-based levels. Funding for the utilities component is based upon actual school year 2009-2010 expenditures and adjusted for new school square footage. The utilities component is somewhat set apart from other Model components in that respect.

The non-personnel components of the Model are made up of the following:

• Educational Material and Supplies o Elementary, middle and high school supplies and equipment o Vocational education supplies and equipment o Computer equipment and software o Gifted and talented supplies o Professional development o Assessment o Central office supplies and equipment o Operations and maintenance supplies and equipment o Student activities supplies and equipment • Energy/Utilities

Funding for non-personnel components in the Model has exceeded district-reported expenditures in every year since the 2005 recalibration (see Table VI-8 from the Department of Education’s CRERW report in Appendix C). The trend continued when comparing estimated school year 2011-2012 expenditures.

The 2012 Legislature adjusted the cost-based level of educational materials and supplies categories by the producer price index for office supplies and accessories (2.18%). The 2012 Legislature adjusted the cost- based level of the energy category by the producer price index for commercial electric power and the producer price index for commercial natural gas (0.27%)5.

In reviewing the same indices produced by the Bureau of Labor Statistics (BLS), the estimated adjustments to cost-based funding levels for non-personnel components for school year 2013-2014 are as follows: educational materials and supplies (2.77%) and energy/utilities (-4.60%). See Table 9 for details on the history of the indices since school year 2001-2002. Use of indices estimates is due to the fact that June 2012 amounts will not be finalized until December, as the BLS allows updates for a period of six months.

5 The Producer Price Index – Commercial Electric Power is weighted at 44.1% and the Producer Price Index – Commercial Natural Gas is weighted at 55.9%. 22 October 30, 2012

Table 9. Historical Indices for Energy and Educational Supplies and Materials. Office Supplies & Accessories Composite Energy Index Index School Year Annual % Change Annual % Change 2001-2002 144.93 136.22 2002-2003 154.27 6.44% 136.79 0.42% 2003-2004 171.29 11.04% 136.72 -0.05% 2004-2005 186.32 8.78% 140.92 3.07% 2005-2006 217.94 16.97% 143.84 2.08% 2006-2007 209.82 -3.73% 148.89 3.51% 2007-2008 220.40 5.05% 154.16 3.54% 2008-2009 227.60 3.26% 159.77 3.64% 2009-2010 203.33 -10.66% 158.73 -0.65% 2010-2011 203.88 0.27% 162.19 2.18% 2011-2012 194.50 -4.60% 166.68 2.77% Source: LSO Calculations of BLS Data.

The estimated difference in cost-based funding levels and the Model funding levels for non-personnel components for school year 2012-2013 is $24.7 million. The estimated difference for each component can be seen in Table 10.

Table 10. Estimated School Year 2012-2013 Difference of Cost-Based and Model Funding Levels. Difference Wyoming from Cost-Based Funding Cost-Based Non-Personnel Model Component Model Model Level School supplies and equipment $13,759,365 $31,860,288 $18,100,923 Vocational education supplies and equipment $3,212,326 $3,143,792 -$68,535 Computer equipment and software $22,992,841 $26,273,656 $3,280,814 Gifted and talented supplies $2,684,642 $2,627,366 -$57,277 Professional development $10,738,569 $10,509,462 -$229,106 Assessment $3,392,959 $3,392,959 $0 Student Activities $26,578,988 $31,307,309 $4,728,321 Central office supplies and equipment $32,216,955 $31,529,610 -$687,345 Operations and Maintenance supplies and equipment $12,489,027 $12,222,575 -$266,452 Utilities $34,179,554 $34,087,478 -$92,075 Total $162,245,226 $186,954,494 $24,709,268 Source: LSO Analysis and Calculations of Estimated 2012-2013 Funding Models.

If the cost-based model is adjusted with the estimated indices calculated in Table 9, the difference in Model funding and cost-based funding for non-personnel components decreases by an estimated $1.9 million for school year 2013-2014. The estimated difference for each component can be seen in Table 11.

October 30, 2012 23

Table 11. Estimated School Year 2013-2014 Difference of Cost-Based and Model Funding Levels. Difference Wyoming from Cost-Based Funding Cost-Based Non-Personnel Model Component Model Model Level School supplies and equipment $14,140,499 $31,860,288 $17,719,789 Vocational education supplies and equipment $3,301,308 $3,143,792 -$157,516 Computer equipment and software $23,629,743 $26,273,656 $2,643,913 Gifted and talented supplies $2,759,007 $2,627,366 -$131,641 Professional development $11,036,027 $10,509,462 -$526,565 Assessment $3,392,959 $3,392,959 $0 Student Activities $27,315,226 $31,307,309 $3,992,083 Central office supplies and equipment $33,109,365 $31,529,610 -$1,579,755 Operations and Maintenance supplies and equipment $12,834,973 $12,222,575 -$612,398 Utilities $32,607,294 $34,087,478 $1,480,184 Total $164,126,401 $186,954,494 $22,828,093 Source: LSO Analysis and Calculations of Estimated 2013-2014 Funding Models.

24 October 30, 2012

EXTERNAL COST ADJUSTMENT

The lawful purpose of this report series is to provide information to the Legislature with which to make any decision regarding appropriate model adjustment. In a cost-based model, the external cost adjustment maintains the purchasing power at a cost-based level. In the event that adjustments are needed to one or more model categories based upon information gathered from this monitoring process, the 2012 Legislature prescribed a set of indices that can be targeted to specific parts of the model to maintain the cost-basis of the model as a whole.

Based upon the reports from the Department of Workforce Services Research and Planning Division and Dr. Christiana Stoddard, it appears that cost pressures on professional and non-professional salary levels in Wyoming school districts have not changed in significant ways since 2010-2011. In addition, preliminary data from the Department of Education suggests that school district resource use continues to replicate previous years, and these trends also appear to not change.

Regarding the cost-based funding levels, non-personnel funding in the Model continues to exceed cost- based levels for estimated school years 2012-2013 by $24.7 million. If the Legislature were to adjust the cost-based levels by the recommended price indices, the difference for school year 2013-2014 is estimated to decrease by $1.9 million to $22.8 million.

October 30, 2012 25

APPENDICES

APPENDIX A – “MONITORING SCHOOL DISTRICT HUMAN RESOURCE COST PRESSURES: A REPORT TO THE WYOMING JOINT EDUCATION COMMITTEE FALL 2012”, DEPARTMENT OF WORKFORCE SERVICES RESEARCH AND PLANNING DIVISION

APPENDIX B – “CURRENT STATUS OF COST PRESSURES ON TEACHER SALARIES IN WYOMING: REPORT TO THE JOINT APPROPRIATIONS INTERIM COMMITTEE AND THE JOINT EDUCATION INTERIM COMMITTEE, OCTOBER 25, 2012”, DR. CHRISTIANA STODDARD

APPENDIX C – “CONTINUED REVIEW OF EDUCATIONAL RESOURCES IN WYOMING, 2005-06 THROUGH 2011-12, REPORT UPDATE”, OCTOBER 22, 2012, DEPARTMENT OF EDUCATION

26 October 30, 2012

Presented by Tom Gallagher October 30, 2012

Research & Planning Wyoming Department of Workforce Services

http://doe.state.wy.us/LMI http://doe.state.wy.us/LMI/education_costs.htm

Research & Planning What we do: • Research & Planning (R&P) is a separate, exclusively statistical entity that collects, analyzes, and publishes timely and accurate labor market information (LMI) meeting established statistical standards. Labor market information is “an applied science; it is the systematic collection and analysis of data which describes and predicts the relationship between labor demand and supply.” — The States’ Labor Market Information Review, ICESA, 1995, p. 7.

• Staff consists of 13 full-time researchers, most holding graduate degrees, with backgrounds in economics, demography, sociology, psychology, statistics, and engineering. R&P also has two editors with backgrounds in journalism and two administrative support staff.

2 About the Research

Monitoring School District Human Resource Cost Pressures: A Report to the Wyoming Joint Education Committee http://doe.state.wy.us/LMI/education_costs.htm

Cost Pressures “ … a level of direct compensation that leads to the recruitment and retention of staff capable of producing a superior work product in the public school setting.” (Gallagher, p. 5).

3 About the Research

Occupational Employment Statistics (OES) Annual average estimates. Nationwide state-federal statistical program operated by the U.S. Bureau of Labor Statistics (BLS).

Wyoming Department of Education 602 Contract File (WDE 602) Annual census of school district positions.

Unemployment Insurance Wage Records Quarterly payroll tax records for Wyoming and 10 other states.

4 Employment and Wage Estimates in the OES Program

Standard Occupational Classification (SOC) System Structure

5 Teacher Wage Levels and Trends Regional and National Context

6 Teacher Turnover

7 Local, Regional, and National Competition

8 Wages and Commuting

9 Local, Regional, and National Wages

10 Local, Regional, and National Wage Comparison

11 Exit Rates by County

12 Where Do They Go, and at What Price? (Teachers)

13 Where Do They Go, and at What Price? (Non-Teachers)

14 Wyoming’s Aging Workforce

15 Age Distribution by Occupation

16 Age Distribution by County

17 Counties to Monitor

Big Horn, Carbon, Hot Springs, and Weston counties all face three significant challenges:

• High percentage of teachers age 55 and older (25.5% to 29.7%)

• Double-digit exit rates (10.1% to 21.2%)

• Comparatively low annual wages (6.0% to 6.8% less than the state average)

18 Age and Education

19 Teacher Supply

20 What’s Next

1. Continue the use of OES as the standard measure of cost pressures. 2. Analyze the occupational exit rate of non-teaching staff by occupation (see appendix Table 4-5) and post – exit earnings by age. 3. Identify the source of teaching replacements with Professional Teaching Standards Board files. 4. Track middle-aged and younger teachers who exit a school district to identify wage progression and changes in assignment status. 5. Obtain access to Retirement Board files to expand our understanding of exit rates for older district staff and comparable occupations. 6. Establish a system of dashboard indicators for district staff and comparable occupations in health care and state government, including wage progression, retention, experience in the industry, tenure with employer, and turnover.

21 Future Research

1. Develop a modeling approach to retirement for teachers, non-teaching district staff, and comparable occupations in health care and among state employees (requires Retirement Board files).

2. Link Department of Health files to other administrative databases determine how births, deaths, divorces, and marriages impact career decisions.

3. Examine commuting data to determine if workers in public schools change districts in order to shorten their commute to work.

4. Change the unit of measurement from the individual to the household to explore the relationship between leavers and their partners.

22 Contact Information

Research & Planning Wyoming Department of Workforce Services P.O. Box 2760 246 S. Center St. Casper, WY 82601 (307) 473-3807

[email protected] http://doe.state.wy.us/LMI

Monitoring School District Human Resource Cost Pressures A Report to the Wyoming Joint Education Committee http://doe.state.wy.us/LMI/education_costs.htm

23 Monitoring School District Human Resource Cost Pressures A Report to the Wyoming Joint Education Committee Fall 2012

Research & Planning Wyoming DWS Page 2 Monitoring School District Human Resource Cost Pressures

Research & Planning Wyoming DWS

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 3 Introduction Monitoring School District Human Resource Methodological

Cost Pressures Note A Report to the

Wyoming Joint Recommendations Education Committee October 2012 Wyoming Department of Workforce Services Joan Evans, Director

Internet Address: http://doe.state.wy.us/LMI/ Chapter 1 Chapter

Research & Planning Tom Gallagher, Manager

Prepared by: Tom Gallagher, Tony Glover, Patrick Harris, Lisa Knapp, Patrick Manning, and Michael Moore Chapter 2 Chapter Edited by: David Bullard, Valerie A. Davis, Phil Ellsworth, Michael Moore, and Carol Toups

Department of Workforce Services Nondiscrimination Statement 3 Chapter The Department of Workforce Services does not discriminate on the basis of race, color, religion, national origin, sex, age, or disability. It is our intention that all individuals seeking services from our agency be given equal opportunity and that eligibility decisions be based upon applicable statutes, rules, and regulations.

Research & Planning 4 Chapter P.O. Box 2760 Casper, WY 8260

Phone: (307) 473-3807 Fax: (307) 473-3834 Chapter 5 Chapter R&P Website: http://doe.state.wy.us/LMI/ URL for this publication: http://doe.state.wy.us/LMI/education_costs/education_costs.pdf

“Your Source for Wyoming Labor Market Information”

Research & Planning Wyoming Department of Workforce Services Page 4 Monitoring School District Human Resource Cost Pressures

Table of Contents

Introduction...... 5 Methodological Note...... 7 Recommendations and Future Direction...... 11 Chapter 1: Regional and National Wage Trends...... 13 Chapter 2: Local Wage Trends and Commuting ...... 27 Chapter 3: Local Turnover...... 37 Chapter 4: Impending Retirement Trends...... 49 Chapter 5: Industry Educational Attainment, Aging Professionals, and Teacher Supply...... 53

Appendices

Appendix A: Standard Occupational Classification (SOC) System Structure and 2010/11 Occupational Employment Statistics (OES) Survey Estimates Appendix B: Employment and Wage Change for Teachers in Public Schools in Wyoming and Surrounding States, 2008/09 to 2010/11 Appendix C: Table 3-5 — Public School Contracted Individuals that Leave District Contracts by Destination State and Industry for Combined 2007/08 & 2010/11 for All Three-Digit Occupational Groups Appendix D: Commuting Patterns for All Occupations and All Primary, Secondary, & Special Education School Teachers (25- 2000) in Public Schools in Wyoming, 2007/08 to 2010/11

Detail Tables Tables 1 through 5 referenced in this article are available online at http://doe.state.wy.us/ LMI/education_costs.htm. Because of the size of these tables, they were not included in this publication but are available online as references.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 5 Introduction Introduction by: Tom Gallagher, Research & Planning Manager

his report represents an initial important part of monitoring cost response to legislative directive to pressures. T“conduct data collection and analysis necessary for the education resource The average wage for all primary, block grant model monitoring” (General secondary, and special education teachers Government Appropriations, Chapter 26, as a group in Wyoming is higher than the Section 326[d]). Our work was carried out national average and the average of all in consultation with the Legislative Service surrounding states, with a range of 1.9% Office and was complemented by access higher than the U.S. to 31.5% higher than to data available only to state employees South Dakota. The difference between U.S., working under contract to the Bureau of Colorado, Montana, Nebraska, and Utah Labor Statistics (U.S. Department of Labor) wages compared to those of Wyoming’s and administrative records not publicly narrowed only slightly over the 2008/09 to available. 2010/11 period. Idaho’s wages compared to those of Wyoming’s widened by 5.5% while The purpose of this report is to South Dakota saw no change. present information on teacher and non- teacher cost pressures and to make The distribution of teaching occupations recommendations on the future monitoring in Wyoming is similar in many respects of educational needs. In this report, the to the distribution in the nation, with term “cost pressures” is interpreted to elementary school teachers constituting the mean a level of direct compensation that largest portion (37.9%) and special education leads to the recruitment and retention of teachers making up just 13.4% of the total. staff capable of producing a superior work product in the public school setting. While teacher wages in Wyoming on average may be competitive when compared This report makes available a great to the nation and surrounding states, such is deal of data for 10 teaching specialties not the situation in all counties. On average, and supporting staff for Wyoming, six across all teacher specialties in the nation, surrounding states, the nation, and teaching jobs pay 1.9% less than they do on Wyoming’s 23 counties across two time average in Wyoming. However, in Carbon periods. While focusing on teachers and County, for example, the average teaching major themes, we also provide links job pays 6.0% less (a difference greater than to a large body of tabular data, source the error of the estimates) than Wyoming documents, definitions, and methodologies as a whole, making Carbon County’s pay used in this report at http://doe.state. 4.1% less competitive than in the nation wy.us/LMI/education_costs.htm. as a whole. This report provides examples and access to data permitting calculation of Building on past reports, this analysis differentials across 10 teacher specialties, the expands on the issue of cost pressures nation, and six surrounding states. to include the demographics of labor and the structure of supply. Workforce Wyoming’s primary, secondary, and demographics and supply issues are special education teachers saw an average destined to become an increasingly annual wage increase from the 2008/09 to

Research & Planning Wyoming Department of Workforce Services Page 6 Monitoring School District Human Resource Cost Pressures

2010/11 of $1,678, or 3.0% (Occupational degree – such as pharmacists, librarians, Employment Statistics). Most counties accountants and auditors, and others – are received an increase in average wage, with also approaching retirement in relatively the exception of Niobrara and Hot Springs, large numbers, expanding the need to which decreased 9.4% and 1.8%, respectively. replace a well-educated workforce across the board. Employers who depend on a staff For the 2010/11 school year, 10.7% of with advanced degrees will need to expand Wyoming’s teachers commuted to their the size of the market in which they recruit place of work from either another county or and raise expectations of the supply system state, with more than 20% commuting into to provide the needed workforce. Big Horn, Crook, Hot Springs, and Niobrara counties. Commuting analysis in Wyoming It is unclear how long local government suggests that distance commuted is related public finance problems will constrain the to earnings, and that commuting distance hiring of teachers at the national level or to may also be a predictor of retirement. what extent the existing pool of unemployed teachers are losing their skills and School districts had to backfill contract marketability. Given the probable exit of the no shows (employees who agreed to contracts boom generation from Wyoming’s teaching in the spring but did not show up for work in workforce, it is important to understand the fall) and over-the-year turnover at a rate trends in output from institutions of higher for teachers of 7.4% in 2008/09 and 9.7% in education. As briefly outlined in Chapter 5, 2010/11. The counties with the greatest need the number of teaching degrees granted in to backfill no shows and turnover were Hot Wyoming declined slightly in the most recent Springs (26.1%), Goshen (21.2%), and Albany year for which data is available and stands (17.7%), while Natrona, Uinta, and Laramie at about half the level of annual exits from experienced the lowest rates. local school districts. Wyoming depends to some degree on importing teachers from The largest competitor among school other states and seems destined to do so districts in Wyoming is other school increasingly as the boom generation retires. districts. For those teachers who left their school districts from 2009/10 to 2010/11, As an initial effort, much research 633 went to work for other school districts remains to be done, not only because of in Wyoming. On average, teachers who time limitations, but because the first stage left their Wyoming school district contract of analysis is description. Once a situation were found to lose wages no matter their is successfully described, the reader is industry (public or private) destination. generally interested in an explanation that would lead to effective solutions. Explanation Slightly more than one in five teachers in is far more difficult. For individuals who leave the 2011/2012 school year were among the working in public education, we can quantify leading edge of the boom generation, and their subsequent earnings and identify the the available evidence suggests that most industry in which they work. However, there teachers retire at or before age 65. As the are many competing reasons for turnover boom generation ages toward retirement, behavior, some of which can readily be the need for replacement will increase explored with available data, and others that recruitment costs proportionally. Moreover, can be explored only through the collection other occupations requiring an advanced of more information.

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Methodological Note by: Tom Gallagher, Research & Planning Manager

he purpose of this report is to Classification System (NAICS) throughout present the most current information the country. The number of jobs worked Ton teacher and non-teacher cost from the OES program will differ from the Methodological pressures and to make recommendations number of contract positions for teachers on the direction of future market found in administrative databases Note monitoring. There is no single source of obtained from the Wyoming Department information encompassing national, state, of Education, and they will differ from and local factors needed to answer the the estimate of the number of teachers range of demographic, licensing, supply, employed in the state obtained from compensation, and market questions the Census Bureau’s household survey relating to cost pressures at the regional, (America’s Community Survey). While district, and state level. Consequently, each data source presents information on this report draws on several sources of the employment of teachers, each differs information. While giving the impression in source, definition, and unit of measure of measuring the same thing, sometimes (job, contract, person employed). these sources of information measure different components of the same The BLS publishes OES estimates in phenomenon and vary in definition, May which represent wage rates for the timeliness, accuracy, and transparency. preceding May and employment counts Individually, each measure has its own from state Unemployment Insurance strengths and weaknesses. Collectively, (UI) accounts for the preceding May the measures used in this report can and November of the prior year (see offset weaknesses in other measures, Appendix A). The most recent OES provided they are reasonably well estimates produced in this report understood. represent employment in May 2011 and November 2010. This design is intended The most prevalent measure of cost to approximate the concept of annual pressures in this report is drawn from the average employment at the national level State-Federal Occupational Employment (not all states exhibit the same seasonal Statistics (OES) program. State Labor employment pattern found in the nation). Market Information staff in Wyoming and other states survey a sample of employers OES estimates presented in this report twice each year under contract to the are based on custom aggregations of Bureau of Labor Statistics (USDOL/ official, non-published, and confidential BLS) to produce annual estimates of BLS estimates. Estimate files were occupational staffing patterns and wage obtained for surrounding states and the rates for jobs worked. The OES program is nation by permission of the states and based on the use of recognized statistical the BLS with the assistance of the BLS standards, extensive training of state staff, Dallas Regional Office. The data are only audit of state performance and the use of available to certified agents of the BLS the Standard Occupational Classification subsequent to obtaining permission from System (SOC, version 2010) and for each state. The data presented here, firms, the North American Industry and published on R&P’s website, were

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produced by R&P staff and represent and adult (25-3999). It also appears as a the only instance of the publication major difference between the OES data of occupational staffing patterns and in Chapter 1 and the Department of wage rates for public education in local Employment Contract Files data appearing government at the subnational level. BLS in Chapter 2. This compatibility issue added “local government” to the estimates will no longer be problematic in future files for the first time in 2009, limiting comparisons. their current use for longitudinal analysis of the government sector. (BLS currently The OES mean wage (average) was publishes local government at the national used for all OES tables discussed in level only.) this report after exploring the wage distributions in the OES databases. In The collection of the OES data is most cases, the mean and median wages standardized across the states under BLS were relatively close. For example, for all guidelines. OES data are not appropriate primary, secondary, and special education to use as a time series because sample teachers (SOC 25-2000), the mean wage units are not the same over time. was $57,805 and the median wage was Program procedure changes and SOC $57,264. Tables 6 and 7 (available online improvements can also limit comparability at http://doe.state.wy.us/LMI/education_ over time. costs) show the wage distributions for occupations in the direct instruction (SOC One example of this that impacts the code 25) occupational group by mean, current research is that in the 2008/09 10th percentile, 25th percentile, 33rd data collection panels shown in Table 4 percentile, 50th percentile (also known (posted online), substitute teachers were as the median), 66th percentile, 75th allocated to the specific occupation for percentile, and 90th percentile. the grade they were substituting for at the time. For example, a substitute teacher OES employment estimates represent working in an elementary school was jobs worked (including multiple job counted as an elementary school teacher, holding) and may be expected to change except special education (25-2021) and a from year to year at different rates relative substitute working in a junior high was to the concept of full-time equivalent (FTE) counted as a middle school teacher, except employees used by the National Center special and vocational education (25- for Education Statistics (NCES, n.d.). The 2022). This data collection practice was NCES defines FTEs in this way:“the full- changed in the 2009/10 OES panels going time-equivalent (FTE) of staff is calculated forward, and all substitutes were counted by summing the total number of full-time as all other teachers, primary, secondary, staff from the Employees by Assigned and adult (25-3999). Position … component and adding one- third of the total number of part-time The result of this change appears in staff.” While the rationale behind this Table 3 (posted online) as a decrease in particular calculation of FTE is unclear, the number of primary, secondary, and in contrast to OES data, NCES data are special education school teachers (25- maintained on a longitudinal basis and 2000) of 465 and an increase of 2,001 can be used to describe longer term trends all other teachers, primary, secondary, in local government public education.

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Survey estimates of staffing patterns Monitoring School District Human and earnings levels have as their chief Resource Cost Pressures represents the disadvantage that the sample is too small first time since 2001 when WDE 602 files for reliable estimates for rural areas. (then, a much more modest “Professional In addition, they lack the information Staff Report”) were merged with UI wage that could assist in understanding and records for the analysis of retention in local Methodological explaining retention and recruitment public education and to examine post- problems: credentials, demographics, exit earnings in the private sector and in Note hours worked, tenure with employer, neighboring states (Wolkoff & Podgursky, experience in an industry, turnover 2002; Reichardt, 2002). Since then, the record, spells of unemployment, earnings WDE 602 report has been transformed level and history, and commuting into a much more complex process of data patterns. All of these variables are either collection from local school districts. available or can be computed from merged longitudinal administrative databases. Key steps in the use of administrative Unemployment Insurance (UI) employer databases include the analysis of what the accounts, UI wage records (SSN level, data represent, the identification of data quarterly compensation), Wyoming integrity issues including an analysis of Department of Education (WDE) Fall incentives in the data collection system to School District Staff Member Collections misrepresent. This process is complicated (WDE 602; WDE, 2012), and Wyoming by the lack of published information Department of Transportation merged regarding the purpose of the WDE 602 databases provide much of the information collection. As a result, the purpose(s) of used in the analysis. While county level the WDE 602 collection must be inferred analysis shifts from the use of survey data from WDE publications using data from to the analysis of administrative data, the 602 collection such as the Continued making the two not directly comparable, Review of Educational Resources in monitoring utilizes the same SOC and Wyoming publication, and the Statistical NAICS coding systems to characterize Report Series #2 web link. The purpose(s) industries and occupations. of a data collection drives collection timelines, quality considerations, cost A complete historic file from the considerations, and collection techniques Professional Teaching Standards Board which, in turn, shape the manner in arrived too late to inform the present which the data can be used. analysis as fully as we anticipate in future, and files could not be obtained Data integrity checks reveal that from the Retirement Board due to a district staff reported on the WDE 602 confidentiality rule. (Other administrative collection do not always show up on databases: Health Care Professional district fall payrolls and that at least one licensing board files, quarterly State important variable has significant data employee wage records linked to SOC quality problems. Of the 18,316 staff codes, Workers Compensation quarterly on the WDE 602 report for the 2011/12 Tax records containing hours worked, school year, 521 (2.8%) staff failed to and UI wage records from surrounding appear on the fourth quarter UI payroll states are also planned for use in future for school districts. It is unclear why this analysis.) difference exists, how extensive the “no

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show” effect becomes during the balance Given the sanctions associated with of the year, nor what it represents in terms information on the Wyoming Department of recruitment costs, the additional use of Transportation driver’s license file, it of substitutes, or movement of additional was decided to use DOB from this file for duties to others on the payroll. analysis involving staff age. It is unclear to what extent district data entry errors The no show effect may also raise characterize other fields on the WDE 602 questions about the approach to the file. collection and analysis of data from the “Certified Staff Vacancy Application On the surface, measures can all Information” process (the WDE 633 report). appear to represent the same thing (e.g. It would appear that districts with larger the supply of teachers). However, in gaps between the School District Staff practice they can mean quite different report (WDE 602) and the UI payroll tax things, or they can prove themselves in filing would be encountering and reporting need of further examination and revision. a different pattern of recruitment difficulty One of the objectives of this report is to than districts with a minimal gap. present findings understandable to the non-specialist while at the same time Age is a key factor in the prediction of offering enough teacher retirement (and therefore the need information about to recruit and replace teachers). However, data sources that when comparing date of birth (DOB) for the reader can teachers on the WDE 602 report with DOB capitalize on the on the drivers license file, many records data strengths and showed differences in days, sometimes be cautioned about Research & Planning years, and periodically a decade. weaknesses. Wyoming DWS

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Recommendations and Future Direction by: Tom Gallagher, Research & Planning Manager

n general, while we have been able to wage progression, experience with the establish baseline tabulations, e.g. industry and tenure with employer in Iestablish the usual expected rate of the context of the Wyoming and regional turnover, there has been insufficient business environment. Comparable data time to thoroughly establish historic for occupations in Wyoming’s health relationships and contexts, provide basic care industry and state government are descriptive statistics, or produce and available to serve as theoretically relevant analyze modeled outcomes (e.g. probability comparison groups for district staff. As of retirement) that could be used for identified in this report, these two sectors

projection of replacement need. Further, are also more similar to public education Recommendations as mentioned, there were unanticipated in the educational attainment and problems found in some data sets that demographics of their workforce than are need resolution, as well as barriers to other sectors. acquiring other data needed for the analysis. There are also data sets whose value has yet to be explored, such as the Recommendation A: Research & Workers’ Compensation tax file containing Planning (R&P) was unable to obtain hours worked, vital statistics records, and files for teachers, other district staff, and others yet to be obtained. information on comparable occupations from the Retirement Board for the analysis Recommendation C: We recommend of retirement and re-hire patterns. continued use of the Occupational Given the increasingly important role Employment Statistics (OES) program that retirement is likely to play in as the standard for measuring cost recruitment and retention of district staff, pressures. It is the only source based the Legislature should enact legislation on comparable sample survey data requiring that the Retirement Board collection and estimation techniques provide historic and current individually across all occupations in the public and identifiable files to R&P for analysis. private sector that is benchmarked to an auditable source of employment, the Professional Teaching Standards Board Unemployment Insurance (UI) quarterly files were made available too late for report tax record. We will also utilize OES to analysis, although they are viewed as analyze earnings trends for comparable important to understanding supply issues occupations. and the succession planning analysis mentioned below. Recommendation D: The analysis presented in chapters 4 and 5, in Recommendation B: Subject to particular, suggests that there is a need feedback from interested and affected for succession planning. The Wyoming parties, we anticipate elaborating on the Department of Education, potentially in analysis presented in this report with a conjunction with the College of Education goal of establishing a system of dashboard at the University of Wyoming, should indicators for retention, turnover, engage school districts on this topic.

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Barriers to the replacement of senior the Department of Education’s data teaching and administrative staff are collection efforts appear to challenge likely to become increasingly problematic district capacity to provide valid in the near term (three to five years). responses. A statistical unit within the Research in support of succession Department of Education facilitating inter- planning needs to focus on how districts agency communication and coordination manage for the transition of institutional could also be the lead entity to address knowledge. In practical terms, this means data quality and validity with school gaining an understanding of how internal district collections. district – and intra-industry – labor markets function in the context of teacher Recommendation F: While the access to continuing education. In part, Department of Education’s website this necessitates a linking of UW student describing and documenting data records to employment and earnings collection efforts from the districts is change on a longitudinal basis. The comprehensive in that domain, it could be student records R&P plans to obtain for greatly improved by incorporating not just Hathaway Scholarship impact analysis are the legal, but theoretical underpinnings an important part of supporting workforce of their data collection effort, as well as continuity at the district level through the purposes to which collected data are succession planning and monitoring. put. A more thorough documentation of Department of Education data collection Recommendation E: Collaboration efforts and purposes is necessary in order with the University and other state to facilitate intelligent participation in entities that reflects research capabilities decisions about the future of our education supporting legislative monitoring of the system by all interested parties. block grant model could be enhanced. The Department of Education should consider Recommendation G: Finally, establishing a statistical unit staffed the Department of Education should with individuals possessing appropriate consider adding a Standard Occupational advanced social science research Classification (SOC) system code to backgrounds. occupations for staffing and vacancy collections. While this would require While it is true that anyone can collect training in the use of a standardized data, it is also true that not everyone has classification system, it would assist in the the knowledge and skill to collect valid comparability of administrative records and reliable data relevant to analysis. collected by the Department of Education There are some circumstances in which and OES estimates.

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Chapter 1: Regional and National Wage Trends by: Patrick Manning, Principal Economist

hile employment in teaching In general, teacher salaries in public occupations has declined schools in Wyoming are higher than in Wsignificantly over the last few surrounding states and the U.S. as a years at the national level, Wyoming and whole (see Figure 1-3, page 15). Of the 10 the surrounding states did not experience specialized teaching occupations that are that same decrease. As Figure 1-1 (see included in all primary, secondary, and page 14) shows, the number of full-time special education teachers (SOC 25-2000), equivalent (FTE) teachers1 in the U.S. the average annual wage for Wyoming is plummeted from the 2008/09 school year higher than the national average for six, to 2010/11, even as student enrollment and is lower than the national average in increased. In Wyoming and surrounding four. states, the number of full-time equivalent teachers increased, as did student This chapter also compares selected enrollment (see Figure 1-2, page 14). non-teaching occupations in public schools in Wyoming to those found in Teachers are classified as “primary, private industry, state government, and secondary, and special education teachers” federal government in Wyoming, the U.S.,

by the Standard Occupational Classification and surrounding states. 1 Chapter (SOC) system, and given an SOC code of 25- 2000. Specific teaching occupations are then defined and broken down into a six-digit SOC Wages by code, such as elementary school teachers, Occupation except special education, which is classified as SOC 25-2021. The SOC classification structure is presented in Appendix A. The data referenced in this section appear in Table 1: Employment and Mean This chapter examines the average Wage by State, Region, U.S., and Ownership annual wage for all primary, secondary, and for Occupations in Public Schools in special education teachers (SOC 25-2000) Wyoming or Bordering State in 2010/11, as a whole, and then examines the wages for which is available online at http://doe.state. selected detailed teaching occupations. The wy.us/LMI/education_costs/Table1_OES_ source of employment and wage estimates EMPWAGES201011_ presented in this chapter is the state-federal 20121005_.pdf. Each occupation described Occupational Employment Statistics (OES) below contains the page number from Table program, described in the Methodological 1 where the specific information is located. Note on page 7. A detailed overview of the OES program is available online at http:// Table 2: Employment and Relative Wage doe.state.wy.us/LMI/education_costs/oes_ Ratio (to Wyoming Schools Wage) by State, ed_overview.htm. Region, U.S., and Ownership for Occupations in Public Schools in Wyoming or Bordering 1The National Center for Education Statistics defines full-time equivalent State in 2010/11 uses the same data from (FTE) employees in the following way: “The full-time equivalent (FTE) Table 1 to show the average annual wage of staff is calculated by summing the total number of full-time staff from the Employees by Assigned Position (EAP) component and in surrounding states and the U.S. as a adding one-third of the total number of part-time staff.”

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ratio to the average annual wage for Wyoming. This

table is available at http:// 50,000 3,300 Students Enrolled doe.state.wy.us/LMI/ Full-Time Equivalent (FTE) Teachers education_costs/Table2_ OES_RELATIVEWAGE 201011_20121005_.pdf.

Data from these tables (and Table 4) were used to 49,000 3,150 (in Thousands) create summary tables of (in Thousands) all teaching occupations in Number of Students Enrolled Enrolled Number of Students public schools, which can be found in Appendix B. Teachers (FTE) Equivalent Number of Full-Time These summary tables show the change in employment 48,000 3,000 2004/05 2005/06 2006/07 2007/08 2008/09 2009/10 2010/11 and average annual wage in Wyoming, surrounding Source: National Center for Education Statistics (http://nces.ed.gov/ccd/elsi/) states, and the U.S. from 2008/09 to 2010/11. These summary tables also show how the average annual wage Figure 1-1: Student Enrollment and Full-Time Equivalent (FTE) Teachers in the U.S. for each teaching occupation (including Washington, D.C.), 2004/05 to 2010/11 in Wyoming compares to the average annual wage for that occupation in each surrounding state and

the U.S. An excerpt from 2,400 140 Students Enrolled Appendix B for all primary, Full-Time Equivalent (FTE) Teachers secondary, and special education teachers (SOC 25-

2000) is presented in Table 2,300 1-1 on page 17.

130 This section explores (in Thousands) the wage and employment (in Thousands) 2,200

characteristics among Enrolled Number of Students teachers in Wyoming, the Number of Full-Time Equivalent (FTE) Teachers (FTE) Equivalent Number of Full-Time U.S., and surrounding states. All primary, secondary, 2,100 120 and special education 2004/05 2005/06 2006/07 2007/08 2008/09 2009/10 2010/11 teachers (SOC 25-2000) Source: National Center for Education Statistics (http://nces.ed.gov/ccd/elsi/) are compared, followed by six different teaching occupations based on their SOC classifications. Figure 1-2: Student Enrollment and Full-Time Equivalent (FTE) Teachers in Wyoming and Border States, 2004/05 to 2010/11

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All Primary, Secondary, and In surrounding states, the average Special Education Teachers annual wage was considerably lower. In (SOC 25-2000) Colorado, for example, the average annual Table 1, page 18 wage for all teachers was $50,937, $6,868 (-11.9%) less than Wyoming. The gap in pay During the 2010/11 school year, the was even wider in South Dakota, where the average annual wage for all primary, average annual wage was $39,615, $18,190 secondary, and special education teachers (-31.5%) lower than in Wyoming. (SOC 25-2000) in public schools in Wyoming ($57,805) was higher than in Preschool Teachers, Except surrounding states and the U.S. as a Special Education whole. During this school year, the average (SOC 25-2011) annual wage for all teachers in public Table 1, page 18 schools in the U.S. was $56,732, $1,073 (-1.9%) lower than the average annual wage The average annual wage for preschool in Wyoming. teachers, except special education in public

$60,000 Wyoming, $57,805 U.S., $56,732 Chapter 1 Chapter

$55,000

Colorado, $50,937

$50,000 Utah, $48,080 Idaho, $47,417 Nebraska, $46,763

$45,000 Montana, $43,561

South Dakota, $39,615 $40,000

$35,000

Source: Occupational Employment Statistics Survey Files, U.S. Bureau of Labor Statistics. Estimates by T Glover, Research & Planning, Wyoming Department of Workforce Services, 9/7/2012.

Figure 1-3: Average Annual Wage for Primary, Secondary, and Special Education School Teachers (SOC 25-2000) in Public Schools (NAICS 611100), 2010-11

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schools in Wyoming ($43,170) Understanding Table 1-1 was less than in the U.S. ($48,110) and Colorado Table 1-1 (see page 17) uses data collected from the ($50,470), but higher than Occupational Employment Statistics (OES) survey to show all other surrounding states. the employment level and average annual wage for all This may stem at least primary, secondary, and special education teachers (25- partially from the small 2000) in public schools in Wyoming and surrounding states number of preschool teachers for the 2008-09 and 2010-11 school years. This table also in public schools in Wyoming allows for a quick comparison of the average annual wage (n = 26). for surrounding states and the U.S. to that of Wyoming.

Strong conclusions The first column in Table 1-1 provides information should not be drawn from regarding the employment and average wage within this classification, given the each surrounding state and the U.S. In many cases, small number of teachers employment decreased while the average annual wage in several of the states increased. For example, Wyoming had an estimated analyzed. 8,227 jobs worked by teachers in public education in 2008/09; in 2010/11, that number decreased to 7,762, a Kindergarten change of -465 (-5.7%). During this period, the average Teachers, Except annual wage increased in Wyoming from $56,127 to Special Education $57,805, a change of $1,678 (3.0%). Utah had the largest (SOC 25-2011) decrease in employment with 11.2%, while Colorado and Table 1, page 18 South Dakota saw the only increases.

The average annual The second column compares the average annual wage for kindergarten wage for the U.S. and surrounding states to that of teachers in public schools Wyoming. In 2009, the U.S. average annual wage for in Wyoming ($53,790) teaching jobs was $54,547, compared to Wyoming’s was higher than in all $56,127, a difference of $1,580 (-2.8%). In 2011 the surrounding states, but gap between Wyoming and the U.S. average wage slightly less than the narrowed slightly to -1.9%. The states that narrowed national average ($54,920). the average wage gap compared to Wyoming were The largest difference Colorado, Montana, Nebraska, and Utah. South in pay was found in Dakota experienced no change in the gap compared to South Dakota, where Wyoming, while the gap between Idaho and Wyoming kindergarten teachers widened (-12.5% in 2009 to -18.0% in 2011). earned $38,230 on average, $15,560 (-28.9%) less than kindergarten Elementary School largest percentage of all teachers in Wyoming. Teachers, Except teachers in Wyoming Kindergarten teachers in Special Education (37.9%) and the U.S. Colorado had the closest (SOC 25-2021) (37.1%; see Figure 1-4, average annual wage of Table 1, page 19 page 19). The average all surrounding states, annual wage for earning $48,670 on Elementary school average (-$5,120, or -9.5%). teachers made up the (Text continued on page 18)

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Table 1-1: Total, All Primary, Secondary, & Special Education School Teachers (25-2000) in Public Schools in Wyoming and Surrounding States, 2008/09 and 2010/11 This group is a composite of all teachers involved in direct instruction in the classroom.

Wyoming Employment Wyoming teachers were paid more than teachers in surrounding states in both 2008-09 and 2009 2011 Change % 2010-11. The large gap in pay exists between Wyoming and South Dakota, where teachers 8,227 7,762 -465 -5.7% i were paid 31.5% less in South Dakota than in Wyoming during both years. The gap in Average Annual Wage between Wyoming teachers and those in surrounding states has narrowed in some states, 2009 2011 Change % such as Colorado (change from -12.4% to -11.9%) and Montana (-28.7% to -24.6%). $56,127 $57,805 $1,678 3.0% h U.S. Employment Comparison to Wyoming Wage 2009 2011 Change % 2009 % 2011 % 3,707,950 3,445,760 -262,190 -7.1%i -$1,580 -2.8% -$1,073 -1.9% Average Annual Wage 2008/09: -$1,580 2009 2011 Change % 2010/11: -$1,073 $54,547 $56,732 $2,185 4.0% h $0 Colorado Employment Comparison to Wyoming Wage 2009 2011 Change % 2009 % 2011 % 60,360 60,842 482 0.8%h -$6,939 -12.4% -$6,868 -11.9% Average Annual Wage 2008/09: -$6,939 2009 2011 Change % 2010/11: -$6,868 $49,188 $50,937 $1,749 3.6% h $0 Idaho Employment Comparison to Wyoming Wage 2009 2011 Change % 2009 % 2011 % 1 Chapter 16,954 15,269 -1,685 -9.9%i -$7,037 -12.5% -$10,388 -18.0%

Average Annual Wage 2008/09: -$7,037 2009 2011 Change % 2010/11: -$10,388 $49,090 $47,417 -$1,673 -3.4% i $0 Montana Employment Comparison to Wyoming Wage 2009 2011 Change % 2009 % 2011 % 13,036 12,147 -889 -6.8%i -$16,091 -28.7% -$14,244 -24.6%

Average Annual Wage 2008/09: -$16,091 2009 2011 Change % 2010/11: -$14,244 $40,036 $43,561 $3,525 8.8% h $0 Nebraska Employment Comparison to Wyoming Wage 2009 2011 Change % 2009 % 2011 % 25,831 24,175 -1,656 -6.4%i -$11,658 -20.8% -$11,042 -19.1% Average Annual Wage 2008/09: -$11,658 2009 2011 Change % 2010/11: -$11,042 $44,469 $46,763 $2,294 5.2% h $0 South Dakota Employment Comparison to Wyoming Wage 2009 2011 Change % 2009 % 2011 % 11,549 11,780 231 2.0%h -$17,691 -31.5% -$18,190 -31.5%

Average Annual Wage 2008/09: -$17,691 2009 2011 Change % 2010/11: -$18,190 $38,436 $39,615 $1,179 3.1% h $0 Utah Employment Comparison to Wyoming Wage 2009 2011 Change % 2009 % 2011 % 28,186 25,032 -3,154 -11.2%i -$9,982 -17.8% -$9,725 -16.8% Average Annual Wage 2008/09: -$9,982 2009 2011 Change % 2010/11: -$9,725 $46,145 $48,080 $1,935 4.2% h $0 Source: Occupational Employment Statistics.

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(Text continued from page 16) Secondary School Teachers, Except Special and Career/ elementary school teachers in public Technical Education schools in Wyoming ($57,450) was higher (SOC 25-2031) than in surrounding states and the Table 1, page 20 U.S. as a whole. Nationally, elementary school teachers earned $56,380 (-$1,070, The average annual wage for Wyoming or -1.9%). Within surrounding states, ($58,130) was considerably higher than elementary school teachers in Colorado all surrounding states. Colorado had the again had the closest average annual closest average wage ($51,970). wage ($50,270; -$7,180, or -12.5%) while average annual wage for these teachers in South Dakota ($39,580) was $17,870 Wage Trends for Wyoming (-31.1%) less than in Wyoming. and Surrounding States Middle School Teachers, Except Special and Career/Technical The information presented in this section Education was gathered from Table 3: Employment and (SOC 25-2022) Mean Wage Change by State, Region, U.S., Table 1, page 19 and Ownership for Occupations in Public Schools in Wyoming or Bordering State from The difference in average annual 2008/09 to 2010/11, which is available online wage between Wyoming and surrounding at http://doe.state.wy.us/LMI/education_ states was greater in this occupation costs/Table3_OES_ than in any other teaching occupation. MPWAGECHANGE200809to Wyoming’s middle school teachers were 201011_20121005_.pdf. paid an average annual wage of $60,090, compared to $50,180 for Colorado, which Table 1-1 shows the change in was the surrounding state with the highest employment and average annual wage wage. for all primary, secondary, and special education teachers (SOC 25-2000) in Wyoming, surrounding states, and the Career/Technical Education U.S. from the 2008/09 to 2010/11 school Teachers, Middle School years. This summary table also shows the (SOC 25-2023) average annual wage for teachers in each Table 1, page 19 state compared to Wyoming.

This occupation accounted for a From the 2008/09 to 2010/11 school slightly larger percentage of total teacher years, employment among all primary, employment in Wyoming (1.0%) than in secondary, and special education teachers the U.S. (0.4%). The average annual wage (SOC 25-2000) decreased nationally and for Wyoming teachers in this occupation in Wyoming. Employment decreased in ($57,820) was higher than the national most surrounding states as well, with the average ($56,510) and for all surrounding exception of Colorado and South Dakota. states. The closest wage was found in Colorado ($51,360), while the biggest gap Conversely, the average annual was seen in Montana ($32,970). (Text continued on page 20)

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 19

Wyoming Preschool Teachers, Except Special Education (25-2011) Kindergarten Teachers, Except Special Education (25-2012) Elementary School Teachers, Except Special Education (25-2021) Middle School Teachers, Except Special & Career/Technical Education (25-2022) Career/Technical Education Teachers, Middle School (25-2023) Secondary School Teachers, Except Special & Career/Technical Education (25-2031) Career/Technical Education Teachers, Secondary School (25-2032) Special Education Teachers, Preschool, Kindergarten, & Elementary School (25-2041) Special Education Teachers, Middle School (25-2053) Special Education Teachers, Secondary School (25-2054)

Percentage of Total

Employment 1 Chapter

U.S. Occupation WY U.S. Preschool Teachers, Except Special 0.3 1.3 Education (25-2011) Kindergarten Teachers, Except Special 5.6 4.0 Education (25-2012) Elementary School Teachers, Except 37.9 37.1 Special Education (25-2021) Middle School Teachers, Except Special 15.1 17.1 and Career/Technical Education (25- 2022) Career/Technical Education Teachers, 1.0 0.4 Middle School (25-2023) Secondary School Teachers, Except 23.5 25.9 Special & Career/Technical Education (25-2031) Career/Technical Education Teachers, 3.2 2.4 Secondary School (25-2032) Special Education Teachers, Preschool, 7.1 5.5 Kindergarten, & Elementary School (25- 2041) Special Education Teachers, Middle 2.7 2.7 School (25-2053) Special Education Teachers, Secondary 3.6 3.5 School (25-2054) Total, All Primary, Secondary, & 100.0 100.0 Special Education Teachers (25-2000) Source: Occupational Employment Statistics Survey Files, U.S. Bureau of Labor Statistics. Estimates by T Glover, Research & Planning, Wyoming Department of Workforce Services, 9/7/2012.

Figure 1-4: Occupational Staffing Patterns for Primary, Secondary, & Special Education Teachers in Public Schools in Wyoming and the U.S., 2011

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(Text continued from page 18) Salaries for Non- wage for teachers increased during this period in the U.S., Wyoming, and all Teaching Occupations surrounding states, except Idaho. The average annual wage for teachers in At the broadest level, the occupational Wyoming increased by 3.0% ($1,678), staffing pattern for public schools in compared to 4.0% ($2,185) nationally. The Wyoming is very similar to the staffing largest percentage increase in wages in pattern for public schools nationally and states surrounding Wyoming occurred in in surrounding states (see Figure 1-5, page Montana (8.8%, or $3,525). Despite this 21). During the 2011/12 school year, non- increase, the average annual wage for teaching occupations accounted for an teachers in Montana was considerably estimated 35.1% of all occupations in lower than in Wyoming. Idaho was the public schools in Wyoming, compared to only border state to experience a decrease 33.3% in the U.S., 37.2% in Colorado, and in the average annual wage of teachers 34.8% in South Dakota. (-3.4%, or -$1,673). School districts are often competing The change in wages during this with private industry and state and federal time may be partially attributed to the government to fill non-teaching jobs, which change in employment. One possibility range from cooks and food preparation is that as states shed jobs during the workers (SOC 35-2000) to health diagnosing recent economic downturn, lower- and treating practitioners (29-1000). paying positions with less seniority were the first positions cut, which could Figure 1-6 (see page 22) presents the cause the average wage to rise. Further idea that a relationship exists between research could examine the merits of this wages and geographic boundaries for hypothesis. recruitment. Employers who are looking to fill a lower-paying job, such as cooks Table 1-1 also shows how the average and food preparation workers, will likely annual wage for teachers in surrounding compete with local employers for workers. states and the U.S. compared relative to Employers filling a higher paying job, such the average annual wage for teachers in as computer specialists (SOC 15-1000), are Wyoming. The purpose of this is to illustrate likely to compete with employers on a more whether wages for surrounding states and regional or national scale. the U.S. are increasing or decreasing in relation to Wyoming wages. For example, This section examines how the wages while the average annual wage for teachers for four non-teaching occupations in public in Montana was substantially lower than schools compare to the same occupation in Wyoming for both 2008/09 (-28.7%) and in private industry or state or federal 2010/11 (-24.6%), the wage gap between government. The data referenced in this the two states narrowed during this period. section were taken from Table 1: Employment Conversely, the wage difference between and Mean Wage by State, Region, U.S., and Wyoming and Idaho teaching wages widened Ownership for Occupations in Public Schools from a 12.5% difference in 2008/09 to in Wyoming or Bordering State in 2010/11, 18.0% in 2010/11. which is available online at http://doe.state.

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wy.us/LMI/education_costs/Table1_OES_ Computer Specialists EMPWAGES201011_20121005_.pdf. An (SOC 15-1000) excerpt of this table is presented in Table 1-2 Table 1, page 8 on page 23. The average annual wage for computer Other Management Occupations specialists varies considerably between (SOC 11-9000) Wyoming, surrounding states, and the Table 1, page 4 U.S. Computer specialists in public schools in Wyoming earn less than This group includes education in several other industries nationally, administrator occupations at all levels regionally, and within Wyoming. For in public schools. The average annual example, the average annual wage for wage in Wyoming for other management computer specialists in public education occupations (SOC 11-9000) in public in Wyoming was $51,683 in 2010/11, schools was $85,167, less than the compared to $58,872 for computer national average ($90,015) but higher than specialists in private industry in Wyoming. all surrounding states. This is a difference of $7,189 (13.9%)

U.S. Wyoming 11-23 Administrative Activities, 11-23 Administrative Activities, 7.4% 7.2% 1 Chapter 33-55 All 33-55 All Other Support, Other Support, 22.9% 24.1%

27-31 Support 27-31 Support for Direct for Direct Instruction, Instruction, 2.9% 3.8%

25 Direct Instruction, 25 Direct Instruction, 66.8% 64.9%

Colorado South Dakota

11-23 Administrative Activities, 11-23 Administrative Activities, 9.4% 7.3%

33-55 All 33-55 All Other Support, Other Support, 23.7% 24.3%

27-31 Support 27-31 Support for Direct for Direct Instruction, Instruction, 4.1% 3.2%

25 Direct Instruction, 25 Direct Instruction, 62.8% 65.2%

M Moore Research & Planning WY DWS 8/10/2012

Figure 1-5: Occupational Staffing Patterns in Public Schools for the U.S., Wyoming, and Selected Surrounding States, 2011

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annually. School districts may face in public education in Wyoming earned significant cost pressures in situations an average annual wage of $58,512 in like this. 2010/11, compared to $61,923 across all industries in Wyoming. Health Diagnosing and Treating Practitioners Wyoming school districts may face (SOC 29-1000) substantial cost pressures from Colorado Table 1, page 30 school districts for these occupations. Health diagnosing and treating The average annual wage for health practitioners in public education in diagnosing and treating practitioners Colorado had an average annual wage of varies by state and industry, but the $82,940, or $24,428 (41.8%) more than difference is not as large as that seen Wyoming. among computer specialists. Health diagnosing and treating practitioners (Text continued on page 24)

High Other Management Occupations (11-9000), Health $85,167 Diagnosing & Treating Practitioners (29-1000), $58,512

Computer Specialists (15-1000),

Wage Level Wage $51,683

Cooks & Food Preparation Workers (35-2000), $23,837 Low Local State Regional National Geographic Location

Figure 1-6: General Perspective on Wage Compensation and the Geographic Scope of Competition

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Table 1-2: Employment and Mean Wage by State, Region, U.S., and Ownership for Occupations in Public Schools in Wyoming or Bordering State in 2010/11 (Excerpt) Other Management Occupations (SOC 11-9000) Local State Federal Total, All Industries Public Schools Government Government Government Private Industry Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage U.S. 1,550,480 $87,472 211,060 $90,015 308,550 $87,879 113,650 $91,018 73,640 $112,633 1,054,200 $85,205 WY & Border 59,028 $79,554 10,224 $81,152 15,457 $78,805 6,782 $85,279 2,783 $104,254 34,059 $76,722 States Colorado 21,747 $88,174 4,707 $84,387 6,513 $86,267 2,090 $98,028 1,438 $107,298 11,714 $85,124 Idaho 7,094 $67,786 1,209 $73,435 1,798 $68,048 642 $73,155 153 $106,458 4,511 $65,584 Montana 4,404 $67,012 672 $69,663 1,153 $64,869 1,023 $64,648 262 $101,820 1,972 $64,836 Nebraska 9,117 $77,612 1,398 $83,767 2,293 $76,441 802 $83,613 197 $107,832 5,832 $76,220 South Dakota 3,046 $70,885 576 $70,162 798 $68,574 286 $81,454 264 $90,634 1,704 $67,132 Utah 10,205 $80,573 1,170 $83,308 1,747 $78,994 1,443 $84,718 381 $100,918 6,642 $78,915 Wyoming 3,415 $75,158 492 $85,167 1,155 $78,859 496 $96,336 88 $105,221 1,684 $64,813 Computer Specialists (SOC 15-1000) Local State Federal Total, All Industries Public Schools Government Government Government Private Industry Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage U.S. 3,267,870 $78,395 54,650 $53,420 148,140 $60,459 140,090 $63,004 77,500 $88,479 2,902,090 $79,784 WY & Border 167,489 $73,091 2,875 $53,193 7,938 $58,597 7,763 $58,306 4,528 $81,143 147,312 $74,399 States Colorado 85,791 $81,186 1,300 $61,747 3,716 $65,917 1,932 $70,019 2,003 $87,185 78,149 $82,033 Idaho 12,986 $58,744 265 $47,884 640 $48,562 832 $46,791 240 $75,429 11,282 $59,846 Montana 6,280 $55,442 266 $36,059 482 $40,070 1,115 $52,212 215 $72,369 4,476 $57,086 Nebraska 22,968 $67,537 318 $51,398 1,123 $61,356 993 $53,804 584 $76,066 20,274 $68,305

South Dakota 6,030 $56,273 250 $42,597 505 $46,185 479 $49,124 184 $69,249 4,867 $57,515 1 Chapter Utah 31,192 $68,841 257 $46,953 914 $53,237 1,965 $60,027 1,615 $79,649 27,155 $69,540 Wyoming 2,242 $57,154 219 $51,683 558 $51,827 447 $56,590 137 $66,900 1,109 $58,872 Health Diagnosing and Treating Practitioners (SOC 29-1000) Local State Federal Total, All Industries Public Schools Government Government Government Private Industry Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage U.S. 3,381,040 $69,237 119,220 $61,416 374,930 $64,561 163,870 $67,330 88,460 $80,928 2,749,990 $69,611 WY & Border 146,551 $63,773 6,488 $69,256 18,358 $64,536 7,246 $62,667 4,308 $71,060 116,690 $63,450 States Colorado 55,082 $69,121 3,531 $82,940 8,480 $72,384 3,365 $71,237 1,348 $74,579 41,900 $68,117 Idaho 14,372 $62,918 422 $49,872 2,068 $60,691 353 $54,763 307 $74,740 11,651 $63,248 Montana 10,760 $60,197 192 $47,857 557 $49,914 265 $51,011 405 $65,544 9,539 $60,811 Nebraska 23,963 $59,762 965 $53,343 2,786 $55,342 705 $56,659 565 $66,991 19,914 $60,283 South Dakota 12,937 $56,038 420 $45,545 726 $49,807 414 $46,754 748 $86,213 11,053 $56,095 Utah 23,183 $62,218 562 $57,766 1,147 $56,964 1,903 $56,912 620 $72,510 19,521 $62,716 Wyoming 6,254 $61,923 396 $58,512 2,594 $62,436 241 $57,758 315 $75,461 3,112 $60,436 Cooks and Food Preparation Workers (35-2000) Local State Federal Total, All Industries Public Schools Government Government Government Private Industry Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage Emp. Wage U.S. 1,695,270 $21,107 180,330 $23,009 221,680 $23,213 20,340 $28,603 2,510 $41,140 1,450,730 $20,645 WY & Border 76,297 $20,707 11,907 $23,123 14,551 $22,985 1,323 $28,079 237 $36,823 60,195 $19,931 States Colorado 20,992 $22,573 4,331 $25,716 4,724 $25,573 677 $31,095 70 $34,420 15,523 $21,234 Idaho 10,463 $19,430 1,703 $19,915 20,205 $20,590 39 $26,640 12 $39,830 8,388 $19,085 Montana 6,800 $20,646 883 $22,941 1,615 $22,869 133 $23,254 39 $43,610 5,464 $19,944 Nebraska 13,977 $19,663 1,592 $21,285 2,219 $21,085 308 $24,796 17 $30,900 11,437 $19,238 South Dakota 8,846 $19,839 970 $21,380 1,213 $21,219 79 $36,430 7,551 $19,448 Utah 11,539 $19,973 1,884 $22,390 2,221 $2,115 83 $22,558 10 $36,050 9,225 $19,413 Wyoming 3,680 $22,165 544 $23,837 984 $24,058 80 $30,070 10 $37,510 2,607 $21,153 Source: Occupational Employment Statistics Survey Files, U.S. Bureau of Labor Statistics. Full table available at http://doe.state.wy.us/LMI/education_costs/Table1_OES_EMPWAGES201011_20121005_.pdf.

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(Text continued from page 22) employment and wage estimates based on OES data are available at the county level. Cooks and Food Preparation However, analysis of these data are beyond Workers the scope of this paper. (35-2000) Table 1, page 38 Future studies by Research & Planning will examine how teachers’ wages compare School districts face low cost to other similar occupations. Figure pressure for these occupations. Because 1-7 (see page 25) compares the average the average annual wage in public annual wage for all primary, secondary, schools in Wyoming was relatively low and special education teachers (SOC 25- ($23,837), school districts are likely to 2000) in public schools in Wyoming to compete with employers in Wyoming’s the major occupational groups across all private industry for workers to fill these industries in Wyoming. This shows, for occupations. The average annual wage example, that teachers made considerably for these occupations in private industry less than management occupations (SOC in Wyoming ($21,153) was comparable to 11-0000) and legal occupations (SOC that in public schools. 23-0000) but considerably more than protective service occupations (SOC 33- 0000) and community and social services More Information occupations (SOC 21-0000).

While this method of comparing OES estimates of employment and teacher salaries to those of other wages by occupation are available for the occupations is useful, it has inherent Cheyenne and Casper Metropolitan limitations. Ongoing research by R&P is Statistical Areas, and for four multi- intended to advance the methodology of county regional areas at http://doe.state. comparing teacher salaries to occupations wy.us/LMI/EDSMarch2012/TOC000.htm. with similar skills, abilities, and In addition, several synthetic occupational educational attainment.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 25

11-0000

13-0000

15-0000 Average Annual 17-0000a SOC Code and Occupation Wage 11-0000 Management Occupations $84,157 13-0000 Business and Financial Operations 19-0000 $61,876 Occupations 15-0000 Computer and Mathematical 21-0000 $57,262 Occupations 17-0000 Architecture and Engineering 23-0000 $73,549 Occupations 19-0000 Life, Physical, and Social Science b $66,859 25-0000 Occupations 21-0000 Community and Social Services b $41,869 25-2000 Occupations 23-0000 Legal Occupations $114,154 27-0000 25-0000 Education, Training, and Library $45,830 Occupations 29-0000 25-2000 All Primary, Secondary, & Special $57,805 Education School Teachers 31-0000a 27-0000 Arts, Design, Entertainment, Sports, $38,180 and Media Occupations Chapter 1 Chapter 29-0000 Healthcare Practitioners and 33-0000 $56,376 Technical Occupations 35-0000 31-0000 Healthcare Support Occupations $25,820 33-0000 Protective Service Occupations $38,426 35-0000 Food Preparation and Serving 37-0000 $20,785 Related Occupations 37-0000 Building and Grounds Cleaning and 39-0000 $25,664 Standard Occupational Classi cation (SOC) Classi cation Code Occupational Standard Maintenance Occupations 39-0000 Personal Care and Service 41-0000 $24,322 Occupations 43-0000 41-0000 Sales and Related Occupations $25,140 43-0000 Office and Administrative Support $32,130 Occupations 47-0000 47-0000 Construction and Extraction $47,065 Occupations 49-0000 49-0000 Installation, Maintenance, and $49,289 Repair Occupations 51-0000 51-0000 Production Occupations $49,920 53-0000 Transportation and Material Moving $36,926 53-0000 Occupations

$0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 Average Annual Wage

Source: Occupational Employment Statistics (OES). aAverage Annual Wage for Wyoming and Surrounding States. bOnly in Public Schools.

Figure 1-7: Average Annual Wage for All Primary, Secondary, & Special Education School Teachers (25-2000) in Public Schools and Other Occupations (Across All Industries) in Wyoming, 2010/11

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Research & Planning Wyoming DWS

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 27

Chapter 2: Local Wage Trends and Commuting by: Patrick Manning, Principal Economist

hile wages for teaching jobs in be competitively positioned, not all counties Wyoming are often substantially may be considered to be equally positioned Whigher than in surrounding relative to surrounding states and the states and the nation, Wyoming’s counties nation. In this case, the two measures are paint a different picture in terms of wages. very close in concept, but should not be mistaken for one another. The previous chapter discussed the differences in employment and wages Some data for teaching occupations between Wyoming, surrounding states, at the county level are not available and the U.S. using OES survey data. In for analysis because the low number contrast, this chapter examines employment of teachers in that occupation is a and wages at the county level for Wyoming confidentiality issue. Therefore, these using contract data from the Wyoming occupations are not included in Table 5 Department of Education (WDE602). This and will not be discussed in this chapter. information is provided in detail in Table 5: Wyoming Department of Education The first section of this chapter Contractual Staffing Data; 2010/11 discusses wages at the county level for the Employment and Contract Wages, 2010/11, 2010/11 school year. For each of the selected which is available at http://doe.state. occupations presented in this section of wy.us/LMI/education_costs/Table5_WDE_ the chapter, Teton County had the highest Contract_Data_20121005_.pdf. average annual wage of all counties.

In Chapter 1, interstate and

All Primary, Secondary, and 2 Chapter comparisons to the nation were based on Special Education Teachers OES establishment survey data. As we (SOC 25-2000) pointed out in the Methodological Note and illustrate in Appendix A: Data Collection The statewide average annual wage for Schematic, the OES survey represents Wyoming for the 2010/11 school year was a sample-based estimate of the average $57,284. Wages in Teton County were 11.6% number of jobs worked (the estimated higher than the statewide average, while average wage for all teachers in Wyoming wages were 19.7% lower than the statewide for 2010/11 is $57,805). As a sample average in Niobrara County. Figure 2-1 (see survey, OES estimates are not available page 28) shows the average annual wage for at the geographic detail of interest. The each county from highest to lowest. WDE 602 data file representing the “Fall School District Staff Member Collection” Elementary School Teachers, is a point in time census, or what we Except Special Education have been referring to as a contract file of (SOC 25-2021) administrative data (the average teacher contract wage is $57,284). For illustrative The statewide average for this occupation purposes, this chapter compares the two in 2010/11 was $56,093. Teton County sources of data to point out, for example, again had the highest average annual wage that while Wyoming as a whole appears to (14.3% higher than the statewide average),

Research & Planning Wyoming Department of Workforce Services Page 28 Monitoring School District Human Resource Cost Pressures

while Crook County had the lowest wage annual wage for Teton County was 10.6% (8.9% lower than the statewide average). higher, while the average wage for Albany County was 12.7% lower. Middle School Teachers, Except Special and Career/Technical Secondary School Teachers, Education Except Special and Career/ (SOC 25-2022) Technical Education (SOC 25-2031) The statewide average annual wage for this occupation was $57,826. The average The statewide average annual wage

Teton Campbell Laramie Sublette Park Sheridan Lincoln Sweetwater Wyoming Natrona Goshen U.S. a Washakie Wyoming Counties Fremont Uinta Surrounding States and the U.S.b Converse Johnson Carbon Big Horn Weston Hot Springs Crook Platte Albany Colorado Utah Idaho Nebraska Niobrara Montana South Dakota $30,000 $40,000 $50,000 $60,000 $70,000

aSource: Wyoming Department of Education Contract Files (WDE 602). bSource: Occupational Employment Statistics (OES).

Figure 2-1: Average Annual Wage for Primary, Secondary, and Special Education School Teachers (SOC 25-2000) in Public Schools (NAICS 611100) in Wyoming (including Counties), Surrounding States, and the U.S., 2010/11

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 29

was $59,360. The average annual wage for Table 2-1 is a compilation of data from Teton County was 7.2% higher than the two online resources: Table 1, which uses statewide average, while the average wage OES estimates, and Table 5, which is based for Niobrara County was 18.6% less than on Wyoming Department of Education the statewide average. Contract Files (see http://doe.state.wy.us/ LMI/education_costs.htm). The average As stated in Chapter 1, the average annual wage for all primary, secondary, annual wage for all primary, secondary, and and special education school teachers (SOC special education school teachers (SOC 25- 25-2000) from OES estimates ($57,805) 2000) is higher than the national average and WDE contract data ($57,284) differ by and in surrounding states. However, the $521 (less than 1.0%). The data sources variation among Wyoming counties is differ due to the standard error of the OES substantial. Therefore, a comparison of each estimates and the contract data source Wyoming counties’ teaching wages to those that includes no shows (see Chapter 3). The of surrounding states and the national OES average annual wage was used as the average is necessary to assess each county’s base (first cell) in Table 2-1. ability to retain or attract those in teaching occupations. While the following discussion focuses

Table 2-1: Difference in Average Annual Wage for All Primary, Secondary, and Special Education Teachers (SOC 25-2000) in Wyoming Counties1 and Surrounding States2

WY U.S. CO ID MT NE SD UT $57,805 $56,732 $50,937 $47,417 $43,561 $46,763 $39,615 $48,080 Albany County $51,876 -$5,929 -$4,856 $939 $4,459 $8,315 $5,113 $12,261 $3,796 Big Horn County $53,512 -$4,293 -$3,220 $2,575 $6,095 $9,951 $6,749 $13,897 $5,432

Campbell County $61,206 $3,401 $4,474 $10,269 $13,789 $17,645 $14,443 $21,591 $13,126 2 Chapter Carbon County $53,822 -$3,983 -$2,910 $2,885 $6,405 $10,261 $7,059 $14,207 $5,742 Converse County $54,495 -$3,310 -$2,237 $3,558 $7,078 $10,934 $7,732 $14,880 $6,415 Crook County $52,764 -$5,041 -$3,968 $1,827 $5,347 $9,203 $6,001 $13,149 $4,684 Fremont County $55,609 -$2,196 -$1,123 $4,672 $8,192 $12,048 $8,846 $15,994 $7,529 Goshen County $56,980 -$825 $248 $6,043 $9,563 $13,419 $10,217 $17,365 $8,900 Hot Springs County $53,399 -$4,406 -$3,333 $2,462 $5,982 $9,838 $6,636 $13,784 $5,319 Johnson County $54,463 -$3,342 -$2,269 $3,526 $7,046 $10,902 $7,700 $14,848 $6,383 Laramie County $59,710 $1,905 $2,978 $8,773 $12,293 $16,149 $12,947 $20,095 $11,630 Lincoln County $58,685 $880 $1,953 $7,748 $11,268 $15,124 $11,922 $19,070 $10,605 Natrona County $57,150 -$655 $418 $6,213 $9,733 $13,589 $10,387 $17,535 $9,070 Niobrara County $46,012 -$11,793 -$10,720 -$4,925 -$1,405 $2,451 -$751 $6,397 -$2,068 Park County $59,204 $1,399 $2,472 $8,267 $11,787 $15,643 $12,441 $19,589 $11,124 Platte County $52,153 -$5,652 -$4,579 $1,216 $4,736 $8,592 $5,390 $12,538 $4,073 Sheridan County $58,784 $979 $2,052 $7,847 $11,367 $15,223 $12,021 $19,169 $10,704 Sublette County $59,213 $1,408 $2,481 $8,276 $11,796 $15,652 $12,450 $19,598 $11,133 Sweetwater County $58,331 $526 $1,599 $7,394 $10,914 $14,770 $11,568 $18,716 $10,251 Teton County $63,926 $6,121 $7,194 $12,989 $16,509 $20,365 $17,163 $24,311 $15,846 Uinta County $54,777 -$3,028 -$1,955 $3,840 $7,360 $11,216 $8,014 $15,162 $6,697 Washakie County $56,715 -$1,090 -$17 $5,778 $9,298 $13,154 $9,952 $17,100 $8,635 Weston County $53,491 -$4,314 -$3,241 $2,554 $6,074 $9,930 $6,728 $13,876 $5,411

1Source: Wyoming Department of Education Contract Files. 2Source: Occupational Employment Statistics (OES).

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on all primary, secondary, Understanding Table 2-2 and special education school teachers (SOC 25- The information presented in Table 2-2 (see pages 31-33) 2000), similar comparisons is similar to Table 1-1, but compares Wyoming’s counties can be conducted for to the overall state average. While Table 1-1 was compiled specialized teaching using estimates from the Occupational Employment occupations, such as Statistics (OES), Table 2-2 is based on data in the Wyoming elementary school teachers, Department of Education Contract Files (WDE 602). except special education (SOC 25-2021) by using The second column of Table 2-2 shows that in seven of the information provided in Wyoming’s counties, teachers had higher average wages for Appendix B. both comparison years than the state as a whole (Campbell, Laramie, Park, Sheridan, Sublette, Sweetwater, and Teton). All Wyoming counties had Lincoln County was the only county to increase the average competitive wages compared wage from being below the statewide average in 2008/09 to to surrounding states, with being above it in 2010/11. In 2008/09, Goshen and Natrona the exception of Niobrara counties were above the statewide average but fell below County, which lagged behind the statewide average in 2010/11. The highest average wage Colorado, Idaho, Nebraska, was found in Teton County, where the average annual wage and Utah. In relation to for teachers was 7.2% higher than the statewide average in the national average, 13 2008/09 and 11.6% higher in 2010/11. Wyoming counties were less competitive in terms In contrast, the lowest average wage was found in of nominal wages, while 10 Niobrara County. In 2008/09, the average annual wage for counties paid more than the teachers was 8.9% lower than the statewide average. In national average. The three 2010/11 the average wage for teachers in Niobrara County counties that had the highest was 19.7% lower than the statewide average. differences in wages above the national average were No county experienced a decrease in both employment Teton ($7,194), Campbell and average wages. Nine counties had either an increase ($4,474), and Laramie or decrease in employment or average wages, while 14 ($2,978). The three counties counties experienced increases in both. that trailed the national average by the largest by year depending on the special education teachers margins were Niobrara demographic composition of (SOC 25-2000) for each (-$10,720), Albany (-$4,856), teachers within the study county is presented in Table and Platte (-$4,579). area. 2-2 (see pages 31-33), which is taken from Appendix B. It is important to This summary table is mention that the data used Wage Change, similar to those introduced in this analysis do not 2008/09 to in Chapter 1. This account for education and summary table shows the experience, and therefore, 2010/11 change in employment and the difference in wages average annual wage for across geographic areas A summary table of all each county, and how each are subject to fluctuations primary, secondary, and (Text continued on page 34)

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 31

Table 2-2: Total, All Primary, Secondary, & Special Education School Teachers (25-2000) in Public Schools in Wyoming and its 23 Counties, 2008/09 and 2010/11 This group is a composite of all teachers involved in direct instruction in the classroom.

Wyoming Employment The average annual wage for teachers in most counties in Wyoming increased from 2008- 2008-09 2010-11 Change % 09 to 2010-11, with two exceptions: Hot Springs (-1.8%) and Niobrara (-9.4%). Teachers 7,156 7,344 188 2.6% h in Campbell ($61,206), Laramie ($59,710), Lincoln ($58,685), Park ($59,204), Sheridan Average Annual Wage ($58,784), Sublette ($59,213), Sweetwater ($58,331), and Teton ($63,926) counties were 2008-09 2010-11 Change % paid a higher annual wage than the statewide average ($57,284) in 2010-11. $55,784 $57,284 $1,500 2.7% h Albany County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 331 347 16 4.8%h -$6,111 -11.0% -$5,498 -9.6%

Average Annual Wage 2008/09: -$6,111 2008-09 2010-11 Change % 2010/11: -$5,498 $49,673 $51,786 $2,113 4.3% h $0 Big Horn County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 210 208 -2 -1.0%i -$4,644 -8.3% -$3,771 -6.6%

Average Annual Wage 2008/09: -$4,644 2008-09 2010-11 Change % 2010/11: -$3,771 $51,140 $53,512 $2,372 4.6% h $0 Campbell County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 613 655 42 6.9%h $2,324 4.2% $3,922 6.8%

Average Annual Wage 2008/09: $2,324 2008-09 2010-11 Change % 2010/11: $3,992 $58,108 $61,206 $3,098 5.3% h $0 Carbon County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 2 Chapter 242 240 -2 -0.8%i -$5,861 -10.5% -$3,461 -6.0%

Average Annual Wage 2008/09: -$5,861 2009 2011 Change % 2010/11: -$3,461 $49,923 $53,822 $3,899 7.8% h $0 Converse County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 216 215 -1 -0.5%i -$3,007 -5.4% -$2,789 -4.9% Average Annual Wage 2008/09: -$3,007 2008-09 2010-11 Change % 2010/11: -$2,789 $52,777 $54,495 $1,718 3.3% h $0 Crook County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 102 105 3 2.9%h -$4,552 -8.2% -$4,519 -7.9%

Average Annual Wage 2008/09: -$4,552 2008-09 2010-11 Change % 2010/11: -$4,519 $51,232 $52,764 $1,532 3.0% h $0 Fremont County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 568 564 -4 -0.7%i -$649 -1.2% -$1,674 -2.9% Average Annual Wage 2008/09: -$649 2008-09 2010-11 Change % 2010/11: -$1,674 $55,135 $55,609 $474 0.9% h $0 Source: WY Department of Education Contract Files.

Research & Planning Wyoming Department of Workforce Services Page 32 Monitoring School District Human Resource Cost Pressures

Table 2-2: Total, All Primary, Secondary, & Special Education School Teachers (25-2000) in Public Schools in Wyoming and its 23 Counties, 2008/09 and 2010/11 (continued) This group is a composite of all teachers involved in direct instruction in the classroom.

Goshen County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 161 171 10 6.2% h $41 0.1% -$304 -0.5%

Average Annual Wage 2008/09: $41 2008-09 2010-11 Change % 2010/11: -$304 $55,825 $56,980 $1,155 2.1% h $0 Hot Springs County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 59 66 7 11.9%h -$1,414 -2.5% -$3,885 -6.8%

Average Annual Wage 2008/09: -$1,414 2008-09 2010-11 Change % 2010/11: -$3,885 $54,370 $53,399 -$971 -1.8% i $0 Johnson County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 118 121 3 2.5%h -$3,525 -6.3% -$2,820 -4.9%

Average Annual Wage 2008/09: -$3,525 2008-09 2010-11 Change % 2010/11: -$2,820 $52,259 $54,463 $2,204 4.2% h $0 Laramie County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,082 1,087 5 0.5%h $2,828 5.1% $2,427 4.2% Average Annual Wage 2008/09: $2,828 2008-09 2010-11 Change % 2010/11: $2,427 $58,612 $59,710 $1,098 1.9% h $0 Lincoln County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 252 244 -8 -3.2%i -$81 -0.1% $1,402 2.4%

Average Annual Wage 2008/09: -$81 2008-09 2010-11 Change % 2010/11: $1,402 $55,703 $58,685 $2,982 5.4% h $0 Natrona County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 841 879 38 4.5%h $954 1.7% -$134 -0.2%

Average Annual Wage 2008/09: $954 2008-09 2010-11 Change % 2010/11: $-134 $56,738 $57,150 $412 0.7% h $0 Niobrara County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 37 59 22 59.5%h -$4,985 -8.9% -$11,271 -19.7%

Average Annual Wage 2008/09: -$4,985 2008-09 2010-11 Change % 2010/11: -$11,271 $50,799 $46,012 -$4,787 -9.4% i $0 Park County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 314 323 9 2.9%h $1,810 3.2% $1,921 3.4%

Average Annual Wage 2008/09: $1,810 2008-09 2010-11 Change % 2010/11: $1,921 $57,594 $59,204 $1,610 2.8% h $0 Source: WY Department of Education Contract Files.

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Platte County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 151 143 -8 -5.3%i -$4,190 -7.5% -$5,130 -9.0%

Average Annual Wage 2008/09: -$4,190 2008-09 2010-11 Change % 2010/11: -$5,130 $51,594 $52,153 $559 1.1% h $0 Sheridan County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 377 371 -6 -1.6%i $2,195 3.9% $1,500 2.6%

Average Annual Wage 2008/09: $2,195 2008-09 2010-11 Change % 2010/11: $1,500 $57,979 $58,784 $805 1.4% h $0 Sublette County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 130 140 10 7.7%h $522 0.9% $1,929 3.4%

Average Annual Wage 2008/09: $522 2008-09 2010-11 Change % 2010/11: $1,929 $56,306 $59,213 $2,907 5.2% h $0 Sweetwater County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 563 589 26 4.6%h $1,694 3.0% $1,048 1.8% Average Annual Wage 2008/09: $1,694 2008-09 2010-11 Change % 2010/11: $1,048 $57,478 $58,331 $853 1.5% h $0 Teton County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 2 Chapter 204 220 16 7.8%h $3,989 7.2% $6,642 11.6%

Average Annual Wage 2008/09: $3,989 2008-09 2010-11 Change % 2010/11: $6,642 $59,773 $63,926 $4,153 6.9% h $0 Uinta County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 359 362 3 0.8%h -$1,715 -3.1% -$2,506 -4.4% Average Annual Wage 2008/09: -$1,715 2008-09 2010-11 Change % 2010/11: -$2,506 $54,069 $54,777 $708 1.3% h $0 Washakie County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 125 134 9 7.2%h -$927 -1.7% -$569 -1.0%

Average Annual Wage 2008/09: -$927 2008-09 2010-11 Change % 2010/11: -$569 $54,857 $56,715 $1,858 3.4% h $0 Weston County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % -- 2008-09 % 2010-11 % 101 101 0 0.0% -$5,385 -9.7% -$3,792 -6.6%

Average Annual Wage 2008/09: -$5,385 2008-09 2010-11 Change % 2010/11: -$3,792 $50,399 $53,491 $3,205 6.4% h $0 Source: WY Department of Education Contract Files.

Research & Planning Wyoming Department of Workforce Services Page 34 Monitoring School District Human Resource Cost Pressures

(Text continued from page 30) same group of teachers were likely not in both sets of contract data. In the case county’s average annual wage compared to of Niobrara County, the total number of the statewide average. contracted teachers increased from 37 in 2008/09 to 59 in 2010/11. Because According to WDE 602 data, the of this change in employment – and the statewide average annual wage for all overall low number of teachers in Niobrara primary, secondary, and special education County – it is possible that the 22 new teachers (SOC 25-2000) in Wyoming positions added were filled at a lower increased from $55,784 2008/09 to wage, thus decreasing the annual average $57,284 in 2010/11 (see Table 2-2). This is wage for the county. This is one example an increase of 2.7%, compared to a 3.0% of many factors that influence the average rate of change from OES. wage of a county.

The average annual wage for teachers increased in most counties during Commuting this period, but decreased in Niobrara County and, to a lesser extent, Hot Springs County. The decrease in wages in It is important to note that an Niobrara County was substantial, with a individual who works in a particular decrease of $4,787, or -9.4%. county may not reside in that county, or even in Wyoming. It appears that higher It is important to realize that the wages, as noted in another study of

10.0%

8.0%

6.0%

4.0%

2.0%

0.0% Park Uinta Teton Platte -2.0% Crook Albany Lincoln Carbon Weston Goshen Laramie Natrona Sublette Johnson Fremont Converse Big Horn Sheridan Washakie Campbell -4.0% Wyoming Sweetwater -6.0% Hot Springs -8.0%

-10.0% Niobrara Source: Wyoming Department of Education Contract Files.

Figure 2-2: Percentage Change in Average Annual Wage for All Primary, Secondary, and Special Education School Teachers (SOC 25-2000) in Public Schools (NAICS 611100) in Wyoming by County, 2008/09 to 2010/11

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Table 2-3: Commuting Patterns for All Occupations and Teachers in Public Schools in Wyoming workers by Wyoming, 2010/11 Research & Planning Total, All Occupations in Public Schools in Wyoming (Health Care Workforce Intracounty Needs in Wyoming: Workers Intercounty and Interstate Commuters Advancing the Study, 2011) County of Contract Intercounty Interstate may be associated with Employment Emp. N % Commuters Commuters Total % more extensive commuting. Albany 853 732 85.8 56 65 121 14.2 Big Horn 509 419 82.3 75 15 90 17.7 For the 2010/11 school Campbell 1,717 1,532 89.2 111 74 185 10.8 year, of all contracted Carbon 594 527 88.7 36 31 67 11.3 employees statewide, 9.8% Converse 532 483 90.8 36 13 49 9.2 Crook 265 229 86.4 30 6 36 13.6 commuted to their place of Fremont 1,484 1,377 92.8 55 52 107 7.2 work either from another Goshen 448 361 80.6 24 63 87 19.4 Hot Springs 206 156 75.7 17 33 50 24.3 county or from out of state Johnson 302 280 92.7 13 9 22 7.3 (see Table 2-3). Among Laramie 2,475 2,302 93.0 83 90 173 7.0 contracted teachers, 10.7% Lincoln 663 623 94.0 29 11 40 6.0 Natrona 2,227 2,148 96.5 66 13 79 3.5 commuted from another Niobrara 117 86 73.5 28 3 31 26.5 county or state. Park 842 781 92.8 37 24 61 7.2 Platte 371 340 91.6 23 8 31 8.4 Sheridan 912 820 89.9 53 39 92 10.1 Three counties had more Sublette 347 291 83.9 41 15 56 16.1 than 20.0% of employees Sweetwater 1,538 1,421 92.4 81 36 117 7.6 Teton 518 385 74.3 39 94 133 25.7 in all occupations in Uinta 898 807 89.9 64 27 91 10.1 public schools commuting Washakie 366 311 85.0 25 30 55 15.0 Weston 254 229 90.2 22 3 25 9.8 to work from outside the Total 18,438 16,640 90.2 1,044 754 1,798 9.8 county: Hot Springs, Niobrara, and Teton. Total, All Teachers in Public Schools in Wyoming Interestingly, Niobrara Intracounty Chapter 2 Chapter and Teton counties occupy Workers Intercounty and Interstate Commuters opposite ends of the wage County of Contract Intercounty Interstate Employment Emp. N % Commuters Commuters Total % spectrum, as wages in Albany 347 299 86.2 18 30 48 13.8 teaching occupations are Big Horn 208 159 76.4 48 1 49 23.6 often highest in Teton and Campbell 655 578 88.2 57 20 77 11.8 Carbon 240 205 85.4 29 6 35 14.6 lowest in Niobrara. Natrona Converse 215 194 90.2 18 3 21 9.8 County had the smallest Crook 105 80 76.2 24 1 25 23.8 Fremont 564 516 91.5 39 9 48 8.5 percentage of workers Goshen 171 142 83.0 16 13 29 17.0 commuting from outside Hot Springs 66 51 77.3 8 7 15 22.7 the county (3.5%). Johnson 121 115 95.0 6 0 6 5.0 Laramie 1,087 1,011 93.0 41 35 76 7.0 Lincoln 244 228 93.4 15 1 16 6.6 Four counties (Big Natrona 879 836 95.1 38 5 43 4.9 Niobrara 59 35 59.3 24 0 24 40.7 Horn, Crook, Hot Springs, Park 323 304 94.1 13 6 19 5.9 and Niobrara) had more Platte 143 130 90.9 13 0 13 9.1 than 20.0% of contracted Sheridan 371 332 89.5 31 8 39 10.5 Sublette 140 120 85.7 18 2 20 14.3 teachers commuting Sweetwater 589 527 89.5 56 6 62 10.5 from outside the county. Teton 221 183 82.8 18 20 38 17.2 Niobrara had the highest Uinta 362 316 87.3 43 3 46 12.7 Washakie 134 111 82.8 14 9 23 17.2 percentage of teachers Weston 101 90 89.1 11 0 11 10.9 commuting from outside Total 7,345 6,562 89.3 598 185 783 10.7

Research & Planning Wyoming Department of Workforce Services Page 36 Monitoring School District Human Resource Cost Pressures

the county (40.7%), while Natrona County the lowest rate (0.6%). had the lowest (4.9%). Eight counties had less than 10.0% of their teachers The percentage of contracted teachers commuting to work from outside the commuting from outside the state was county. generally lower than for all occupations in public schools. Johnson, Niobrara, Platte, Among all contracted employees, and Weston counties had no contracted three counties had more than 10.0% of teachers commuting from outside the state. their workers commute from outside the state: Goshen, Hot Springs, and Teton. As More information on commuting is expected, non-border counties tended to available online at http://doe.state.wy.us/ have smaller proportions of out-of-state LMI/commute.htm. This commuting commuters, with Natrona County having analysis does not detect telecommuting.

Research & Planning Wyoming DWS

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 37

Chapter 3: Local Turnover by: Tony Glover, Workforce Information Supervisor

eople change employers for many training, and experience) towards the reasons, including family-based specific occupation of teaching in schools Pdecisions (care for young children, limits their market to teaching in schools. elderly parents, or to relocate with a Non-teaching occupations occurring in spouse), personal reasons (the chosen public schools have a larger number of profession is no longer desirable because market opportunities. As pointed out in of schedules, work environment, workplace previous chapters, computer specialists safety, or retirement), and financial reasons (SOC 15-1000) and health diagnosing and (promotion and/or wage progression; treating practitioners (SOC 29-1000) are LSO, 2000). While this chapter cannot both paid higher wages in the private sector identify all relevant specific reasons in Wyoming and, in most cases, higher persons employed in Wyoming’s public wages in the private sector in other states. schools choose to change employers, it does offer insight into those changes and Much of the previous work in this shows where a large portion of individuals publication is focused on all primary, that left landed with respect to state, secondary, and special education school industry, and wages. It is hypothesized that teachers (SOC 25-2000) and touched individuals leaving a job with higher wages briefly on the numerous other occupations for a job paying less is likely due to family- found in Wyoming’s public schools. The based and personal reasons. Further, focus on teachers was based on specific individuals who left a job paying less to requests from the Legislative Service acquire a job paying more left for financial Office (LSO), and the non-teaching incentives, such as wage progression or occupations were used for illustrative promotion. purposes. This chapter categorizes public school contracts from the Wyoming It is accepted that the education and Department of Education database (WDE skills acquired by teachers have several 602) into two occupational groups and applications to occupations other than four retention statuses, and presents teaching and industries other than public findings on the destination industries and 3 Chapter schools. states of work for those who left public school employment. The first occupational However, Chapter 1 showed that group is all contracts for all occupations Wyoming pays its teachers more (including teachers) and the second is than bordering states and Chapter 2 primary, secondary, and special education demonstrated the large variation in school teachers (SOC 25-2000) only. The teacher pay within Wyoming. The primary four retention statuses are defined below. function of this chapter is to focus on individuals leaving school district 1. Retained – Contracted staff who employment for another school district, also had Unemployment Insurance (UI) another industry, or another state. reported wages in the fourth quarter of the contract year and which renewed a It is assumed that the large investment contract with the same school district the in teachers’ human capital (education, following year.

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2. No Shows – Contracted individuals employed individuals in Wyoming. who did not have Unemployment Insurance wages in the fourth quarter of Most administrative data sets are the contract year. collected for operational purposes and have little oversight or enforcement rules on the 3. Exits - Contracted individuals with quality or completeness of the data. While Unemployment Insurance wages in the working with the WDE 602 Staffing File, fourth quarter of the contract year who it became apparent that many of the birth did not renew a contract with the same dates listed did not agree with what was school district in the following year. found on the Department of Motor Vehicles (DMV) Drivers’ License database. When there 4. Leavers – The total of no shows and was discord between the WDE Staffing File exits. and the DMV, the DMV took precedence.

The WDE Contract File (WDE 602), Wage Methodology Records, QCEW, and Department of Motor Vehicles driver’s license databases were combined to create a table similar to the As noted above, the Wyoming hypothetical example found in Table 3-1. Department of Education District Contract From left to right, the SSN is found in the Files (WDE 602) were combined with other WDE Staffing File, Wage Records, and DMV administrative databases maintained by databases and creates the main linking Research & Planning (R&P). The first of variable between data sets. The school year these is UI Wage Records collected is defined in terms of a typical school year quarterly for unemployment insurance tax cycle. For example, 2010/11 is used for the purposes which contain social security period of July 1, 2010 to June 30, 2011. number, year, quarter, employer, and As wage records are collected quarterly, wages. R&P currently maintains 22 years the 2010/11 school year corresponds to of wage records by quarter for Wyoming 2010Q3, 2010Q4, 2011Q1, and 2011Q2. The and 12 years of the same data for staff ID is the primary linkage mechanism Colorado, Utah, Idaho, Montana, South between the WDE Staffing File and signifies Dakota, Nebraska, Texas, Alaska, New whether the individual was contracted Mexico, and Oklahoma. The data are in the WDE Staffing File. The Standard combined with a third administrative Occupational Classification (SOC) code is database, the Quarterly Census of assigned by R&P staff trained by the U.S. Employment and Wages (QCEW), also Bureau of Labor Statistics that manages collected for UI tax administration, which the Occupational Employment Statistics has detailed information about the (OES) survey. This assignment was based industry, ownership, and other on the WDE Contract File (WDE 602) characteristics of the employers found in assignment code and highest grade with wage records. When combined, the which the contracted individual has contact. resulting data set allows R&P to determine The district ID, district, district wages, and the who (SSN & UI account), what experience are also present on the WDE (earnings), when (temporally across 20 Staffing File. The age was included by years), and where (UI accounts are subtracting the year of birth (DMV) from geocoded) for approximately 92.0% of the the school year (WDE 602). The primary

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state, primary industry, and primary county In this example, the career transition represent the state, county, and industry for appears to have been financial in nature which the individual had the highest wages (this does not rule out other explanations) in the four-quarter period. Lastly, total as Pat’s wages increased from $55,968 to wage is the individual’s total wages for all $75,284 per year, a gain of $19,316. employers during the four-quarter period.

Table 3-1 shows that the individual Results named Hypothetical Pat with the SSN of 999999999 was employed by the Natrona County School District from the 2007/08 As stated at the begining of this chapter, school year until the 2010/11 school the public school contracts were divided year. During this time, Pat showed wage into four distinct retention statuses: progression from 2007/08 to 2009/10, retained (next year), no shows (for the at which point Pat’s wages remained current year), exits (those that leave the relatively flat for two consecutive school district by the next year), and leavers (no years. Between the 2010/11 and 2011/12 show or exit), as well as two occupational school years, Hypothetical Pat decided to groups: all occupations and teachers (SOC leave employment as a teacher (SOC 25- 25-2000). The summary results appear in 2031) with the Natrona County School Table 3-2 (see page 40). The leavers column District and work in Campbell County in includes N (number of leavers), contracted the natural resources and mining industry. average wage (from the district staffing file), Based on our definitions outlined on pages 37 and 38, Hypothetical Pat was an exit from public school employment in 2010/11. (Text continued on page 41)

Table 3-1: Hypothetical Record Structure of Linked Administrative Databases Staffing File Matched to Wage Driver’s Records Contract File (WDE 602) License QCEWb Matched to Wage Records Social Primary Security School SOCa District School District Experience State of Primary Total Number Year Staff ID Code ID District Wages (in Years) Age Residence Industry County Wages 3 Chapter 999999999 2007/08 8888888 25- 1301000 Natrona $39,967 15 35 WY 09a- Public Natrona $39,967 2031 County School Schools County District #1 999999999 2008/09 8888888 25- 1301000 Natrona $45,526 16 36 WY 09a- Public Natrona $45,526 2031 County School Schools County District #1 999999999 2009/10 8888888 25- 1301000 Natrona $55,968 17 37 WY 09a- Public Natrona $55,968 2031 County School Schools County District #1 999999999 2010/11 8888888 25- 1301000 Natrona $55,968 18 38 WY 09a- Public Natrona $55,968 2031 County School Schools County District #1 999999999 2011/12 39 WY 01- Natural Campbell $75,284 Rescources County & Mining (11, 21) This record structure has 90,360 records in the actual analysis table. aStandard Occupational Classification. bQuarterly Census of Employment and Wages.

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Table 3-2a: Wyoming Public School Contracts for All Occupations by Contracted Individuals’ Retention Status, 2007/08 to 2011/12

Contracts Retained No Shows Exits Leavers Contract Average Average Average Average School Age Annual Annual Annual Annual Annual Year Group N Wage N Wage N Wage N Wage N Wage % 2007/08 Total 17,054 $39,973 14,695 $41,576 566 $14,594 1,793 $34,843 2,359 $29,985 13.8% 20-34 3,193 $34,660 2,491 $37,928 204 $12,636 498 $27,330 702 $23,060 22.0% 35-44 9,427 $41,014 8,459 $42,573 262 $14,969 706 $31,996 968 $27,388 10.3% 55+ 4,434 $41,585 3,745 $41,750 100 $17,605 589 $44,608 689 $40,689 15.5% 2008/09 Total 17,460 $41,349 15,452 $42,793 578 $15,493 1,430 $36,203 2,008 $30,242 11.5% 20-34 3,465 $36,508 2,823 $39,383 230 $15,634 412 $28,464 642 $23,868 18.5% 35-44 9,284 $42,437 8,528 $43,772 253 $14,413 503 $33,907 756 $27,383 8.1% 55+ 4,711 $42,766 4,101 $43,105 95 $18,031 515 $44,636 610 $40,492 12.9% 2009/10 Total 18,325 $41,803 15,802 $43,558 869 $20,299 1,654 $36,337 2,523 $30,813 13.8% 20-34 3,806 $36,889 3,008 $40,384 309 $16,127 489 $28,509 798 $23,715 21.0% 35-44 9,514 $43,051 8,553 $44,791 398 $21,278 563 $32,000 961 $27,560 10.1% 55+ 5,005 $43,170 4,241 $43,323 162 $25,851 602 $46,752 764 $42,320 15.3% 2010/11 Total 18,435 $41,991 15,354 $44,472 1,235 $19,582 1,846 $36,351 3,081 $29,629 16.7% 20-34 3,835 $37,266 2,937 $41,529 378 $16,179 520 $28,513 898 $23,321 23.4% 35-44 9,448 $43,266 8,216 $45,724 584 $19,680 648 $33,360 1,232 $26,875 13.0% 55+ 5,152 $43,171 4,201 $44,080 273 $24,083 678 $45,222 951 $39,154 18.5% 2011/12 Total 18,315 $42,817 20-34 3,858 $38,540 35-44 9,239 $44,182 55+ 5,218 $43,563

Table 3-2b: Wyoming Public School Contracts for All Primary, Secondary, and Special Education Teachers (SOC 25-2000) by Contracted Individuals’ Retention Status, 2007/08 to 2011/12 Contracts Retained No Shows Exits Leavers Contract Average Average Average Average School Age Annual Annual Annual Annual Annual Year Group N Wage N Wage N Wage N Wage N Wage % 2007/08 Total 7,065 $54,322 6,432 $54,289 54 $41,472 579 $52,667 633 $51,053 9.0% 20-34 1,705 $46,762 1,515 $46,253 25 $40,000 165 $43,724 190 $43,596 11.1% 35-44 3,864 $55,585 3,654 $55,835 26 $40,068 184 $51,755 210 $50,093 5.4% 55+ 1,496 $58,685 1,263 $59,456 3 $65,908 230 $59,814 233 $59,134 15.6% 2008/09 Total 7,156 $56,170 6,629 $56,035 64 $43,935 463 $53,830 527 $52,015 7.4% 20-34 1,874 $48,491 1,680 $48,090 42 $39,355 152 $46,061 194 $44,795 10.4% 35-44 3,745 $57,851 3,595 $57,776 16 $48,378 134 $53,331 150 $52,576 4.0% 55+ 1,537 $60,371 1,354 $61,272 6 $64,152 177 $60,879 183 $60,173 11.9% 2009/10 Total 7,361 $57,320 6,686 $57,351 137 $47,360 538 $54,355 675 $52,470 9.2% 20-34 1,995 $49,585 1,764 $49,497 54 $41,004 177 $46,486 231 $45,377 11.6% 35-44 3,783 $59,047 3,571 $59,253 58 $49,999 154 $52,259 212 $51,476 5.6% 55+ 1,583 $61,581 1,351 $62,578 25 $54,968 207 $62,642 232 $61,491 14.7% 2010/11 Total 7,344 $57,718 6,628 $57,640 129 $46,689 587 $55,499 716 $53,467 9.7% 20-34 1,998 $50,322 1,769 $49,898 54 $41,411 175 $47,651 229 $46,485 11.5% 35-44 3,744 $59,292 3,509 $59,440 51 $48,655 184 $52,879 235 $51,893 6.3% 55+ 1,602 $62,214 1,350 $63,107 24 $54,389 228 $63,638 252 $62,078 15.7% 2011/12 Total 7,377 $58,879 20-34 2,086 $51,239 35-44 3,682 $60,652 55+ 1,609 $63,094

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 41

(Text continued from page 23) Table 3-2 also shows exit rates for three age groups: 20-34, 35-54, and 55+ by and the percentage of all contracted school year. Previous research (Robinson & individuals that leave. The percent Strunk, 2006) states, “This research points represents a replacement rate that would to a U-shaped curve of teacher experience need to be met to maintain the same level and quits: Younger teachers have a higher of employment across school districts. Table rate of turnover, which declines as teachers 3-2a shows that across all occupations, the hit middle age/experience, and then rises replacement rate of contracted individuals again as teachers near retirement.” that leave ranges from 11.5% in 2008/09 to 16.7% in 2010/11. The total replacement Combined data of teachers that left for rate for teachers is lower, ranging between the 2007/08 to 2010/11 school years were 7.4% in 2008/09 and 9.7% in 2010/11. aggregated by the age of the leaver in the Provided that demand remains constant, or year of departure to create Figure 3-1. The increases, leavers represent a recruitment U-shaped curve described by Robinson & cost. Strunk is apparent and was used to define

120 20-34 35-54 55 and Older

100

60 Chapter 3 Chapter Number of Leavers 40

20-29 30-39 40-49 50-59 60-69 70-76 Age

Figure 3-1: School District Teacher Leavers by Age in Year of Departure from 2007/08 to 2010/11

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the age group boundaries that appear counts and confidentiality. For these same in Table 3-2b. The importance of these reasons, the no shows and exits columns do distinct age groups lays in the motivation not appear. As can be seen in Table 3-3a, of the individuals that leave and the type the top three counties with the greatest of resource that needs to be replaced. replacement need for all occupations are As suggested in the introduction, young Hot Springs (30.2%), Goshen (29.1%), and people may leave due to factors such Teton (25.0%) counties, and the lowest three as child care, workplace environment, are Laramie (8.9%), Natrona (10.0%), and and other financial reasons, and older Uinta (11.8%) counties. For teachers (Table individuals may be more likely to retire. 3-3b), the greatest replacement needs are in Hot Springs (26.1%), Goshen (21.2%), and As discussed in Chapter 2, there is Albany (17.7%) counties and the lowest are wage variance within Wyoming between Laramie (5.7%), Uinta (6.9%), and Natrona counties. A contracted individual moving (7.0%) counties. from Converse County to Natrona County would qualify as a district leaver under the Data to this point have shown who the current definition. Tables 3-3a and 3-3b leavers are by school year and age group were created by combining two school years and the counties from which they leave. of data to eliminate issues related to low Using the same two years of data presented

Table 3-3a: Public School Contracts for All Occupations by Districts’ County and Contracted Individuals’ Retention Status for Combined 2009/10 & 2010/11

Contracts Retained Exits Leavers Contract Average Average Average Annual Annual Annual Annual County N Wage N Wage N Wage N Wage % Total 36,760 $41,898 31,156 $44,008 3,500 $36,345 5,604 $30,162 15.2% 01-Albany County 1,697 $36,725 1,293 $40,232 245 $27,105 404 $25,502 23.8% 02-Big Horn County 1,017 $39,278 861 $41,997 93 $35,151 156 $24,273 15.3% 03-Campbell County 3,375 $44,170 2,683 $48,640 256 $38,844 692 $26,837 20.5% 04-Carbon County 1,168 $38,421 954 $41,091 111 $35,546 214 $26,519 18.3% 05-Converse County 1,069 $39,107 915 $40,499 120 $35,273 154 $30,841 14.4% 06-Crook County 526 $37,277 453 $39,757 43 $33,121 73 $21,889 13.9% 07-Fremont County 2,956 $43,205 2,482 $44,450 375 $41,374 474 $36,686 16.0% 08-Goshen County 900 $40,371 638 $42,349 80 $37,007 262 $35,554 29.1% 09-Hot Springs County 394 $34,601 275 $38,980 60 $29,012 119 $24,482 30.2% 10-Johnson County 601 $38,638 518 $41,152 57 $30,656 83 $22,950 13.8% 11-Laramie County 4,957 $46,273 4,515 $46,900 363 $43,623 442 $39,867 8.9% 12-Lincoln County 1,357 $37,806 1,136 $40,814 140 $30,853 221 $22,343 16.3% 13-Natrona County 4,474 $43,944 4,026 $44,761 393 $38,731 448 $36,605 10.0% 14-Niobrara County 222 $37,315 194 $39,623 13 $31,030 28 $21,322 12.6% 15-Park County 1,670 $41,766 1,452 $43,971 141 $37,036 218 $27,080 13.1% 16-Platte County 744 $33,665 623 $36,682 77 $25,359 121 $18,133 16.3% 17-Sheridan County 1,813 $41,942 1,517 $44,668 175 $33,971 296 $27,970 16.3% 18-Sublette County 688 $43,239 561 $45,490 101 $38,107 127 $33,294 18.5% 19-Sweetwater County 3,068 $41,010 2,674 $42,673 305 $35,047 394 $29,721 12.8% 20-Teton County 1,030 $49,991 773 $54,004 98 $44,361 257 $37,920 25.0% 21-Uinta County 1,794 $39,654 1,582 $41,664 141 $31,118 212 $24,654 11.8% 22-Washakie County 726 $37,375 596 $39,148 52 $32,093 130 $29,245 17.9% 23-Weston County 514 $38,694 435 $40,709 61 $31,893 79 $27,599 15.4%

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in Tables 3-3a and 3-3b, Table 3-4 (see County School District. Therefore, Pat would pages 44 and 45) is comprised of all of be captured as one of the 5 individuals in the leavers from 2009/10 and 2010/11 the teacher panel of Table 3-4b as well. combined. At first glance it can be seen that even though we have aggregated two school The first thing to note in Table 3-4 years of data, there remain numerous cells is that the largest destination state and in Table 3-4 that are not disclosable (ND) industry of both all occupations (2,135) due to confidentiality. To better understand and teachers (633) is the same industry Table 3-4, Hypothetical Pat from Table they left: public schools in Wyoming. 3-1 is one of the 56 individuals who left Recall that the definition of a leaver is public school to work in natural resources predicated on the fact that the individual and mining and would appear in the blue no longer contracts with the same school shaded cells of Table 3-4. We know Pat district. Therefore the destination of was a 38-year-old and left employment in choice for individuals leaving a contract a public school in 2010/11, and in 2011/12 with a public school is another public Pat was working in the natural resources school. The second largest destination and mining industry. We also know Pat was in Table 3-4 is designated as unknown, a teacher based upon his or her SOC Code (25-2031) while contracted with Natrona (Text continued on page 46)

Table 3-3b: Public School Contracts for All Primary, Secondary, and Special Education Teachers (SOC 25-2000) by Districts’ County and Contracted Individuals’ Retention Status for Combined 2009/10 & 2010/11

Contracts Retained Exits Leavers Contract Average Average Average Annual Annual Annual Annual County N Wage N Wage N Wage N Wage % Total 14,705 $57,111 13,314 $57,495 1,125 $54,952 1,391 $53,438 9.5% 01-Albany County 689 $51,025 567 $52,388 66 $49,612 122 $44,695 17.7% 02-Big Horn County 417 $53,319 376 $53,744 40 $49,519 41 $49,415 9.8% 03-Campbell County 1,295 $61,060 1,198 $61,473 73 $58,924 97 $55,955 7.5% 04-Carbon County 483 $52,936 416 $53,253 50 $50,163 67 $50,969 13.9% 05-Converse County 431 $54,528 389 $54,527 39 $53,653 42 $54,534 9.7%

06-Crook County 208 $53,077 191 $53,456 17 $48,816 17 $48,816 8.2% 3 Chapter 07-Fremont County 1,139 $55,355 1,016 $55,502 116 $53,855 123 $54,139 10.8% 08-Goshen County 340 $57,033 268 $58,354 28 $52,197 72 $52,117 21.2% 09-Hot Springs County 134 $53,007 99 $54,418 24 $49,828 35 $49,014 26.1% 10-Johnson County 243 $53,588 220 $54,270 22 $47,324 23 $47,069 9.5% 11-Laramie County 2,185 $59,784 2,060 $59,914 116 $58,334 125 $57,644 5.7% 12-Lincoln County 498 $58,557 456 $58,685 41 $58,511 42 $57,167 8.4% 13-Natrona County 1,739 $56,866 1,618 $56,977 115 $55,859 121 $55,389 7.0% 14-Niobrara County 112 $45,584 99 $47,457 6 $47,890 13 $31,320 11.6% 15-Park County 640 $59,282 590 $59,538 48 $56,083 50 $56,255 7.8% 16-Platte County 290 $51,847 267 $51,923 23 $50,966 23 $50,966 7.9% 17-Sheridan County 766 $58,518 697 $58,784 48 $59,142 69 $55,829 9.0% 18-Sublette County 275 $59,044 238 $59,483 35 $56,685 37 $56,222 13.5% 19-Sweetwater County 1,182 $58,441 1,088 $58,360 94 $59,379 94 $59,379 8.0% 20-Teton County 446 $63,500 374 $64,722 41 $60,777 72 $57,157 16.1% 21-Uinta County 725 $54,710 675 $55,021 49 $50,665 50 $50,512 6.9% 22-Washakie County 265 $56,728 233 $57,390 10 $60,428 32 $51,910 12.1% 23-Weston County 203 $53,010 179 $53,615 24 $48,499 24 $48,499 11.8%

Research & Planning Wyoming Department of Workforce Services Page 44 Monitoring School District Human Resource Cost Pressures

Table 3-4a: Public School Contracted Individuals in All Occupations that Leave District Contracts by Destination State and Industry for Combined 2009/10 & 2010/11

Total 20-34 35-54 55+ Destination Destination Destination Destination Contract Average Average Average Average Average Annual Annual Annual Annual State and Industry Leavers Wage Wage N Wage N Wage N Wage Total 5,604 $30,162 $26,685 1,696 $25,329 2,193 $30,270 1,715 $22,424 Wyoming 3,844 $27,986 $26,701 1,226 $25,218 1,634 $30,386 984 $22,431 01-Natural Resources & 105 $15,610 $44,882 36 $46,018 56 $45,658 13 $38,396 Mining (11, 21) 02-Construction (23) 57 $17,312 $28,773 26 $26,464 25 $32,284 6 $24,149 03-Manufacturing (31, 32, 33) 38 $17,801 $37,092 16 $31,350 15 $46,687 7 $29,654 04-Wholesale Trade, 82 $15,039 $35,670 18 $34,579 48 $37,148 16 $32,462 Transportation, & Utilities (22, 42, 48, 49) 05-Retail Trade (44, 45) 120 $20,447 $19,460 49 $19,289 48 $20,969 23 $16,672 06-Information (51) 28 $17,730 $22,530 13 $17,629 10 $35,992 5 $8,347 07-Financial Activities (52, 53) 64 $17,796 $25,613 28 $28,903 27 $26,528 9 $12,634 08-Professional & Business 100 $21,385 $21,989 35 $25,691 47 $23,087 18 $11,924 Services (54, 55, 56) 09a-Public Schools, Educational 2,135 $31,444 $22,552 614 $22,645 854 $25,983 667 $18,074 Services (6111-3) 09b-Educational Services (61) 145 $30,781 $28,170 58 $30,285 61 $31,718 26 $15,127 10-Health Care & Social 491 $26,293 $32,312 168 $28,804 241 $34,111 82 $34,210 Assistance (62) 11-Leisure & Hospitality (71, 72) 124 $18,064 $13,862 65 $13,640 40 $15,119 19 $11,972 12-Other Services Except 50 $24,601 $22,621 23 $20,362 19 $27,734 8 $16,969 Public Administration (81) 13-Public Administration (92) 304 $29,054 $46,676 77 $35,200 142 $50,346 85 $50,941 14-Nonclassified Industry (99) ND ND ND ND ND ND ND ND ND Other States 194 $32,767 $26,368 114 $26,526 63 $27,252 17 $22,032 01-Natural Resources & ND ND ND ND ND ND ND ND ND Mining (11, 21) 02-Construction (23) ND ND ND ND ND ND ND ND ND 03-Manufacturing (31, 32, 33) 6 $34,814 $25,538 ND ND ND ND ND ND 04-Wholesale Trade, 6 $15,701 $14,626 ND ND ND ND ND ND Transportation, & Utilities (22, 42, 48, 49) 05-Retail Trade (44, 45) 13 $20,553 $13,395 8 $13,129 ND ND ND ND 06-Information (51) ND ND ND ND ND ND ND ND ND 07-Financial Activities (52, 53) 7 $19,403 $77,693 5 $55,238 ND ND ND ND 08-Professional & Business 14 $24,857 $21,193 9 $22,210 5 $19,363 ND ND Services (54, 55, 56) 09a-Public Schools, 69 $38,700 $30,549 39 $32,946 23 $26,956 7 $28,998 Educational Services (6111-3) 09b-Educational Services (61) 31 $41,157 $24,899 15 $25,592 ND ND ND ND 10-Health Care & Social 17 $22,478 $20,569 12 $18,759 5 $24,912 ND ND Assistance (62) 11-Leisure & Hospitality (71, 12 $31,923 $10,186 7 $11,620 ND ND ND ND 72) 12-Other Services, Except ND ND ND ND ND ND ND ND ND Public Administration (81) 13-Public Administration (92) 8 $38,185 $18,088 ND ND ND ND ND ND 14-Nonclassified Industry ND ND ND ND ND ND ND ND ND (99) Unknown 1,566 $35,183 356 496 714

ND = not disclosable.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 45

Table 3-4b: Public School Contracted for All Primary, Secondary, and Special Education Teachers (SOC 25-2000) that Leave District Contracts by Destination State and Industry for Combined 2009/10 & 2010/11

Total 20-34 35-54 55+ Destination Destination Destination Destination Contract Average Average Average Average Average Annual Annual Annual Annual State and Industry Leavers Wage Wage N Wage N Wage N Wage Total 1,391 $51,618 $32,207 364 $33,009 354 $37,794 273 $23,894 Wyoming 916 $51,780 $32,506 319 $33,382 334 $38,406 263 $23,952 01-Natural Resources & 11 $46,183 $43,020 ND ND 5 $48,781 ND ND Mining (11, 21) 02-Construction (23) ND ND ND ND ND ND ND ND ND 03-Manufacturing (31, 32, 33) ND ND ND ND ND ND ND ND ND 04-Wholesale Trade, 5 $53,875 $33,784 ND ND ND ND ND ND Transportation, & Utilities (22, 42, 48, 49) 05-Retail Trade (44, 45) 15 $57,084 $15,698 ND ND ND ND 8 $8,639 06-Information (51) ND ND ND ND ND ND ND ND ND 07-Financial Activities (52, 53) 8 $61,448 $10,329 ND ND ND ND 5 $11,293 08-Professional & Business 10 $54,343 $15,987 ND ND ND ND ND ND Services (54, 55, 56) 09a-Public Schools, Educational 633 $52,387 $32,498 220 $35,010 220 $37,487 193 $23,948 Services (6111-3) 09b-Educational Services (61) 60 $47,299 $28,374 29 $33,846 20 $27,809 11 $14,973 10-Health Care & Social 92 $46,022 $35,566 30 $32,413 47 $40,416 15 $26,678 Assistance (62) 11-Leisure & Hospitality (71, 72) 12 $48,973 $14,828 10 $10,946 2 $34,235 ND ND 12-Other Services Except 13 $54,219 $20,732 5 $14,611 4 $33,010 4 $16,107 Public Administration (81) 13-Public Administration (92) 48 $56,976 $52,330 8 $48,023 22 $59,644 18 $45,306 14-Nonclassified Industry (99) ND ND ND ND ND ND ND ND ND Other States 75 $49,635 $28,556 45 $30,363 20 $27,578 10 $22,379 01-Natural Resources & ND ND ND ND ND ND ND ND ND Mining (11, 21) 02-Construction (23) ND ND ND ND ND ND ND ND ND 03-Manufacturing (31, 32, 33) ND ND ND ND ND ND ND ND ND 04-Wholesale Trade, ND ND ND ND ND ND ND ND ND Transportation, & Utilities (22, 42, 48, 49) 05-Retail Trade (44, 45) ND ND ND ND ND ND ND ND ND 3 Chapter 06-Information (51) ND ND ND ND ND ND ND ND ND 07-Financial Activities (52, 53) ND ND ND ND ND ND ND ND ND 08-Professional & Business ND ND ND ND ND ND ND ND ND Services (54, 55, 56) 09a-Public Schools, 40 $47,816 $36,252 27 $37,599 ND ND ND ND Educational Services (6111-3) 09b-Educational Services (61) 16 $51,280 $24,657 ND ND 9 $26,252 ND ND 10-Health Care & Social ND ND ND ND ND ND ND ND ND Assistance (62) 11-Leisure & Hospitality (71, ND ND ND ND ND ND ND ND ND 72) 12-Other Services, Except ND ND ND ND ND ND ND ND ND Public Administration (81) 13-Public Administration (92) ND ND ND ND ND ND ND ND ND 14-Nonclassified Industry ND ND ND ND ND ND ND ND ND (99) Unknown 400

ND = not disclosable.

Research & Planning Wyoming Department of Workforce Services Page 46 Monitoring School District Human Resource Cost Pressures

(Text continued from page 43) the all occupations group gained wages in 10 of the 24 transitions. with 1,566 individuals in all occupations and 400 teachers whose whereabouts are As demonstrated in Chapter 1, teachers in unaccounted for. The individuals could Wyoming are compensated relatively well in have withdrawn from the labor market comparison to teachers in bordering states. due to retirement, to care for children, or This holds true when looking at the teachers moved to a state for which R&P does not who left public schools in Wyoming and have capture wages. The third most common a destination state and industry of public destination is health care and social schools in another state. Referring to Table assistance, with 491 individuals in the 3-4, teachers leaving Wyoming to teach in all occupations category and 92 teachers another state went from $47,816 per year choosing it as their destination industry. to $36,252 per year. Further exploration of Given that R&P has similar data on all Table 3-4 shows that on average, teachers licensed health care professionals, we always lost wages when leaving contracts could track the career path of these with Wyoming’s public schools, no matter individuals to get a better understanding their destination industry. of those who leave public school employment. Lastly, Table 3-5 (see Appendix C) looks at all of the major three-digit SOC Table 3-4 also demonstrates that the occupational groupings by the destination individuals who left public schools with industry of the leavers and wages across a destination industry of public schools the school years 2007/08 to 2010/11. It always had lower subsequent wages. shows that there is substantial variation It is hypothesized that these may be in the occupations of those who gain teachers that left a contracted position wages and those that lose wages. For for some personal reason or retirement example, Table 3-5 confirms that on and are working on a part-time basis average, teachers lose wages during the as substitutes or have returned to transition, but there are quite a few other employment after an absence but not occupational groups (in particular those during the contracting period. Further requiring less human capital investment) investigation using the Professional that gain during the transition. Teachers Standards Board (PTSB) data is warranted. Conclusions The remainder of Table 3-4 shows that the all occupations group typically loses wages during the transition, but a good As stated in the introduction, there are number of the transitions resulted in wage numerous reasons for individuals to gains. For example, the 105 individuals who change employers. The tables introduced went into natural resources and mining went here suggest that in most cases the reason from a contracted wage $15,610 per year to is not for financial gain but may be a destination wage of $44,882 per year, and attributed to other underlying motivations the 304 individuals with a destination of and circumstances. public administration in Wyoming went from $29,054 per year to $46,676. Individuals in Future research using administrative

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 47

databases to explore other motivation higher to lower wage. Over the next year and circumstantial factors influencing we will incorporate the PTSB data in this individuals to take a pay cut and leave analysis. employment with a school district is warranted. In Chapter 2, R&P presented commuting data to show how many R&P captures data from the Wyoming teachers and other occupations commuted Department of Health on births, deaths, across county and state lines. The divorces, and marriages. All or any one of commuting data is created at the SSN, these events could impact career decisions, year, quarter, and employer level, and although death has a certain finality to it. could be used to see if individuals change Births data could help determine if teachers districts or industries while trying to who have young children are more likely to shorten their commute travel in some leave full-time employment for part-time. combination with family circumstances Marriages may attach a teacher to a spouse mentioned before. that may not be able to find local career opportunities and divorces may make the Additionally, R&P has started research teacher want to leave one geographical area using administrative databases to create for another. household (husband, wife, and children) level data which would be of interest to R&P received the Professional Teachers explore the relationship between leavers Standards Board (PTSB) data rather late and their partners. Perhaps, as suggested in this project and has not been able earlier, the spouse of a school district to work with the file in detail. Initial employee may not be able to find suitable discovery shows fully licensed teachers employment in the same geographic downgrading their license to a substitute location as their public school spouse. teacher certificate level in several cases. Other factors such as economic conditions, This could be retirees attempting to employer downsizing, or business closure earn extra income or parents who care are likely to impact the family dynamic for young children picking up part-time and choices on whether to stay with the work, which could explain going from a same employer. Chapter 3 Chapter

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Research & Planning Wyoming DWS

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 49

Chapter 4: Impending Retirement Trends by: Tom Gallagher, Research & Planning Manager

n contrast to the previous chapter, this retention difficulties. chapter focuses exclusively on teachers Iappearing on a district payroll in one Assuming a level to moderate increase in year, but not the next (even though they may the demand for teachers, district recruitment have gone to another district), and on the age costs covered 587 teaching positions, or 8.0% distribution of teachers on district payrolls of teaching positions (see Table 3-2b, page in the fourth quarter of 2011. A position on 40) including district-to-district movement the WDE 602 contract file that does not have of teachers from the 2010/11 to 2011/12 a corresponding Unemployment Insurance school year. The analysis of exits from school payroll record in the fall of the year may be districts in Table 4-1 is restricted to contract left unfilled by some school districts and the individuals who were also found on district cost of recruitment avoided. Therefore, this UI payrolls in the 2010/11 school year, hence chapter focuses on situations where teacher the term contract employment. turnover is most likely to necessitate the cost of recruitment. This chapter also examines As displayed in Table 3-2b in Chapter 3, the age distribution and the evidence that the number of exits, and therefore recruitment attaining age 65 as a teacher is also likely cost for teachers has been at similar levels to be associated with leaving work in public since the 2007/2008 school year. The rate schools in Wyoming. of exit for teachers is also similar to the most recently calculated turnover rates for An increasingly important part of registered nurses and advanced practical understanding teacher retention lies in nurses (RN/APN) in Wyoming hospitals. understanding the demographics of the The exit rate for RN/APNs stood at a high of labor pool and, in particular, of incumbent 9.3% in third quarter 2010, fell to a low of workers. This chapter focuses on the aging 7.1% the following quarter, and stood at 8.4% of employed teachers in Wyoming, current in second quarter of 2011. An analysis of exits, and identifying areas of the state at nursing employment in Wyoming is available the greatest risk of incurring unusually at http://doe.state.wy.us/LMI/nursing/2012/ high recruitment expenses as a function of DASHBOARDS_COMPLETE_FEB2012.pdf.

Table 4-1: Change in Contract Employment for All Primary, Secondary, & Special Education Teachers (25-2000) in Public Schools in Wyoming, 2010/11 to 2011/12 School Years Contract Employment,

Occupation 2010/11 Leavers Exit Rate 4 Chapter Preschool Teachers, Except Special Education (25-2011) 22 3 13.6% Kindergarten Teachers, Except Special Education (25-2012) 412 28 6.8% Elementary School Teachers, Except Special Education (25-2021) 2,159 164 7.6% Middle School Teachers, Except Special and Vocational Education (25-2022) 1,337 120 9.0% Vocational Education Teachers, Middle School (25-2023) 47 3 6.4% Secondary School Teachers, Except Special and Vocational Education (25-2031) 1,991 130 6.5% Vocational Education Teachers, Secondary School (25-2032) 227 18 7.9% Special Education Teachers, Kindergarten and Elementary School (25-2052) 346 44 12.7% Special Education Teachers, Middle School (25-2053) 448 40 8.9% Special Education Teachers, Secondary School (25-2054) 347 37 10.7% All Primary, Secondary, & Special Education Teachers (25-2000) 7,345 587 8.0% Source: Wyoming Department of Education Contract Files.

Research & Planning Wyoming Department of Workforce Services Page 50 Monitoring School District Human Resource Cost Pressures

Analysis of turnover for more occupations key functions in the district are relatively comparable to teachers is planned for the important. Given the time needed to train future. teachers, the position in the boom generation of vocational and special education teachers It should be noted that turnover rates for makes it important that their aging and exit special education teachers at the elementary behavior not only be tracked but anticipated. and secondary levels are substantially higher (see Table 4-1), and tracking exits at Exit behavior and the aging of the the detailed level is important. teaching population is not distributed evenly across the state. Exit rates for teachers were Turnover rates for teachers and nurses highest in Hot Springs, Sublette, Teton, and – an occupation similar in many respects Weston counties from the 2010/11 to 2011/12 to teachers – are quite low in comparison school years. The exit rates are lower in to employment turnover calculated at four other counties, but still in the double the industrial level in Wyoming. More digits. Double-digit exit rates and situations information on turnover in Wyoming is where the population of teachers age 55 available at see http://doe.state.wy.us/ and older is equal to or greater than one in LMI/turnover.htm. four teachers (between 25.5% and 28.8%) are found in Big Horn, Carbon, Fremont, Relatively low rates of exit, or turnover, for Hot Springs, and Weston counties (see Table teachers (as well as other occupations) seem 4-3, page 52). The counties with the greatest destined to change substantially over the proportion of teachers age 55 and older next decade, and these changes likely will (between 28.6% and 32.9%) were Crook, Hot begin to appear relatively soon. The oldest of Springs, Platte, and Weston. Time (and the the post war baby boom generation are age unavailability of Retirement Board data) does 66 and have crossed into territory where the not permit an analysis of which counties probability of retirement is much greater. For have comparatively greater need to recruit those teaching in Wyoming in the 2011/2012 for teachers who have left as a function of school year, one in five was 55 years of age baby boom generation retirement effects, in or older. However, in some categories of contrast to situations where an economic teaching, one in four – and, in some cases, explanation may be more reasonable. Nor a greater proportion – are at or quickly has there been sufficient time to use the approaching the traditional retirement age. Professional Teaching Standards Board files to determine if schools were successful in Table 4-2 (see page 51) displays the age adding replacements to the payroll. distribution of teachers on district payrolls during the last school year by teaching What is clear is that some counties category. In contrast to one in five for all are currently exposed to higher relative teachers, one in four middle and secondary recruitment costs as a function of higher exit vocational education teachers were age rates, and that some counties can be expected 55 and over. Special education teachers to encounter exits due to retirement at a as a group were even older, with 28.8% of higher level than others in the very near term. secondary school special education teachers falling into the 55-plus category. While There is little question that the great the absolute number of special education recession challenged traditional views about and vocational teachers falling into the oldest age category is relatively small, their (Text continued on page 52)

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 51 School Special Teachers, Teachers, (25-2054) Education Education Secondary 1.2% n.d. 2.1% 5 School Middle Special Teachers, Teachers, (25-2053) Education Education

and School Special Teachers, Teachers, (25-2052) Education Elementary Kindergarten 1.8% 10 2.7% 7 School Teachers, Teachers, (25-2032) Education Education Secondary Vocational Vocational = 1 (25-2031) Education Education Secondary Unknown Age Unknown Age Except Special Except and Vocational and Vocational School Teachers, School Teachers, School Middle Teachers, Teachers, (25-2023) Education Education Vocational Vocational Except Except Teachers, Teachers, (25-2022) Education Education Vocational Vocational Special and Middle School School Teachers, Teachers, (25-2021) Education Education Elementary Except Special Except Chapter 4 Chapter Except Except Special Teachers, Teachers, (25-2012) Education Education Kindergarten = 1 207 2.8% 18 4.1% 88 4.0% 33 2.5% n.d. n.d. 38 2.1% Teachers Teachers & Special (25-2000) Education Education N%N%N%N%N%N%N%N%N%N% 1,879 25.5% 144 33.1% 607 27.3% 344 26.1% n.d. n.d. 476 26.5% 61 15.4% 81 22.2% 90 21.3% n.d. 16.0% 1,839 24.9% 120 27.6% 515 23.2% 326 24.7% 17 23.9% 469 26.2% 99 25.0% 90 24.7% 105 24.8% 91 27.0% 1,843 25.0% 89 20.5% 525 23.6% 335 25.4% 21 29.6% 459 25.6% 130 32.8% 89 24.4% 105 24.8% 88 26.1% 1,609 21.8% 64 14.7% 486 21.9% 280 21.2% 18 25.4% 351 19.6% 99 25.0% 95 26.0% 118 27.9% 97 28.8% Secondary, Secondary, 7,377 100.0% 435 100.0% 2,221 100.0% 1,318 100.0% 71 100.0% 1,793 100.0% 396 100.0% 365 100.0% 423 100.0% 337 100.0% All Primary, Primary, All Unknown Age Unknown Age Age Distribution of Teachers in Public Schools in Wyoming, 2011/12 School Year 2011/12 SchoolsWyoming, in Public in Distribution Teachers Age of Age Group Age Table 4-2: 20-24 25-34 35-44 45-54 55 and Older Total n.d. = not disclosable. = not disclosable. n.d. Department Files Wyoming Contract of Education Source:

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(Text continued from page 50) those who can use it. Knowing which areas of the state are exposed to the greatest level working past traditional retirement age of risk could be used to mitigate risk and, (Moeller, 2012). And the future may reveal in the process, facilitate college student that teachers in Wyoming have adapted decisions about which specific areas of their strategies to include extending study are most likely to present the greatest their work in public education beyond opportunity at the earliest moment. traditional retirement age. However, the Table 4-3: Percentage of Workers Age 55 and Older and most recently available contract data (WDE Exit Rate for All Primary, Secondary, & Special Education 602) presented in Table 4-4 suggests that Teachers (25-2000) in Public Schools in Wyoming, 2010/11 to few teachers in Wyoming work as teachers 2011/12 School Years in public education beyond age 65.Only Workers Age 55 and Older Total Leavers 1.2 percent of teachers under contract in Contract the 2011/2012 year were age 65 or greater. Employment, Further investigation is required to confirm County 2010/11 N % N Exit Rate that the reduction in earnings for those Albany 347 73 21.0% 30 8.6% Big Horn 208 53 25.5% 21 10.1% 65 plus, compared to those in the 45 to 64 Campbell 655 133 20.3% 37 5.6% year segment, are a function of reduced Carbon 240 65 27.1% 25 10.4% Converse 215 44 20.5% 21 9.8% responsibilities. However, it is clear that the Crook 105 30 28.6% 9 8.6% demographics of work need to be monitored Fremont 564 153 27.1% 58 10.3% in order to understand how the structure of Goshen 171 37 21.6% 12 7.0% Hot Springs 66 19 28.8% 14 21.2% compensation is affected over time. Johnson 121 20 16.5% 13 10.7% Laramie 1,087 207 19.0% 49 4.5% Lincoln 244 54 22.1% 15 6.1% The earnings differential between Natrona 879 149 17.0% 72 8.2% younger teachers and those in the age Niobrara 59 9 15.3% 3 5.1% bracket approaching traditional retirement Park 323 69 21.4% 24 7.4% Platte 143 47 32.9% 13 9.1% age is substantial. This suggests that as the Sheridan 371 88 23.7% 26 7.0% leading edge of the boom generation begins Sublette 140 17 12.1% 19 13.6% to retire that the wage differential may be Sweetwater 589 155 26.3% 56 9.5% Teton 221 39 17.6% 25 11.3% made available to improve compensation Uinta 362 79 21.8% 28 7.7% levels for younger and/or newly recruited Washakie 134 32 23.9% 5 3.7% Weston 101 30 29.7% 12 11.9% teachers. The wage differential between Wyoming 7,345 1,602 21.8% 587 8.0% those aged 55-64 (earning an average Source: Wyoming Department of Education Contract Files of $63,835) and those aged 25-34 (WDE 602). (earning $50,879) is $12,956 (or, 25.5%). Table 4-4: Average Annual Wage by Age Group for All Theoretically, as the boom generation begins Primary, Secondary, & Special Education Teachers (25-2000), to retire, that wage differential becomes 2011/12 School Year available for reallocation to other teaching Total Contracts positions, vacancies, or for other human Age N% Average Annual Wage and non-human resource needs. 20-24 207 2.8% $44,964 25-34 1,879 25.5% $50,879 The capacity to pinpoint geographic 35-44 1,839 24.9% $57,722 areas and categories of teachers undergoing 45-54 1,843 25.0% $62,371 55-64 1,522 20.6% $63,835 rapid demographic change may allow the 65-Up 87 1.2% $60,192 supply system to respond more efficiently to Total 7,377 100.0% $58,075 district need, provided that the information Unknown Age = 1 is widely distributed and made available to Source: Wyoming Department of Education Contract Files

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 53

Chapter 5: Industry Educational Attainment, Aging Professionals, and Teacher Supply by: Lisa Knapp, Research Analyst

eplacement need refers to the more developing replacement need circumstance or less permanent withdrawal of among professions requiring higher Remployed individuals from work that, education that seem likely to add to labor providing demand is constant or expanding, cost pressures over the following decade. necessitates their replacement. Replacement This chapter also briefly describes trends in need results from withdrawal from the the supply of new teaching degree holders market to care for a family member, worker in Wyoming, surrounding states, and the death, retirement, return to school, or any nation. other reason workers withdraw from the market permanently or on an extended basis. The process of filling open jobs is exacerbated by an aging baby boom As described in the previous chapter, one generation (individuals born between 1946 in five teachers of record (WDE 602 report) and 1964) who either have reached or are was age 55 or older in the 2011/12 school approaching the traditional retirement age year. Time restraints and the lack of access of 65, especially in Wyoming. Figure 5-1 (see to Retirement Board files did not provide page 54) shows how the age of Wyoming’s an opportunity to develop of a sophisticated workers and overall population changed from projection of replacement need as a function 2000 to 2010, with workers age 55 and older of retirement. However, a simple model making up a considerably larger segment of illustrates the effect of retirement for the workforce in 2010 than in 2000. the segment of teachers of record for the 2011/2012 school year for those 55 and As the following analysis shows, there older: 7,345 teachers x .218 = 1,601/10, or is a large proportion of workers age 55 160 per year on average (see Table 4-2, page and older in occupations that require a 51; total percent 55 and older). At this level, higher level of education. Also, there is a the replacement of retiring teachers may not large proportion of workers with at least seem problematic. However, in context, it a bachelor’s degree concentrated within a appears that meeting the demand for more few industries, and those industries also teachers will create issues for the supply have a large percentage of older workers. system and recruitment efforts. These factors may lead to increased competition for employees. Additionally, at In addition to a large segment of least in terms of teacher replacements, the teachers reaching retirement age, other number of education degree completers professionals needing college degrees will within Wyoming’s higher education system reach retirement age simultaneously, and has declined or remained constant in it appears several professions will reach recent years. However, the number of

the age of 65 sooner in Wyoming than in graduates in these programs has increased 5 Chapter the nation as a whole. in surrounding states. Although there may not be enough local graduates to fill Of necessity, this chapter introduces teaching jobs in the state, there is a larger the use of new data sources to describe a pool to recruit from at the regional level.

Research & Planning Wyoming Department of Workforce Services Page 54 Monitoring School District Human Resource Cost Pressures 8482807876747270686664626058565452504846444240383634323028262422201816 8482807876747270686664626058565452504846444240383634323028262422201816 8482807876747270686664626058565452504846444240383634323028262422201816 Year = 2000 Year = 2008 Year = 2010 Year 62.4% of Population Working 62.4% of Population Working 69.8% of Population Working 62.1% of Population Population Working Population Working Population Working e in Wyoming for Selected (Ages 16+) Years of Ag s Born before 1964 Born before Born before 1964 Born before Age Age Age Born after 1964 Born after 1964 Born before 1964 Born before Born after 1964 Estimates of the Resident Population and Working Population Single by Year : Sources: U.S. Census Bureau; Wyoming Department of Workforce Services, Research & Planning, Unemployment Insurance Wage Records. Wage Insurance Unemployment Services, & Planning, Research Workforce DepartmentWyoming of Bureau; Census U.S. Sources: 0 0 0 8,000 6,000 4,000 2,000 8,000 6,000 4,000 2,000 8,000 6,000 4,000 2,000 10,000 10,000 10,000 Figure 5-1 Figure

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 55

population. The data used in this analysis Replacement Need are a three-year average of survey by Occupation responses collected between January 1, 2008 and December 31, 2010 in Wyoming and the U.S. Because there are more Several tables and figures presented in responses used to create the estimates, this section were created using data from the three-year estimate data set is more the United States Census Bureau’s 2010 reliable and better for analyzing areas American Community Survey (ACS). The with smaller populations such as ACS is a sample-based survey in which a Wyoming. sample of the population is selected to participate and those responses are then Figure 5-2 shows the percentage of weighted to represent the entire employed workers age 55 and older for

Total, All Occupations 25.2% 22.1% Total, Selected Occupations 23.9% 21.3% Financial Managers (11-3031) 27.6% Wyoming 18.0% Accountants & Auditors (13-2011) 30.0% U.S. 21.3% Network & Computer Systems 8.0% Administrators (15-1142) 11.9% Civil Engineers (17-2051) 16.9% 21.8% Counselors (21-1010) 32.8% 25.2% Preschool & Kindergarten 8.1% Teachers (25-2010) 16.0% Elementary & Middle 25.0% School Teachers (25-2020) 22.4% Secondary School 31.2% Teachers (25-2030) 23.2% Special Education 10.4% Teachers (25-2060) 21.6% Librarians (25-4021) 49.5% 38.7% Pharmacists (29-1051) 58.0% 23.3% Registered Nurses 19.9% (29-1111/29-1141) 23.4% Physical Therapists (29-1123) 18.2% 11.9% Police O cers (33-3050) 14.0% 8.4%

0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 5 Chapter

Source: American Community Survey, U.S. Census Bureau.

Figure 5-2: Percentage of Employed Workers Age 55 and Older for Selected Occupations in Wyoming and the U.S., 2010

Research & Planning Wyoming Department of Workforce Services Page 56 Monitoring School District Human Resource Cost Pressures

selected occupations in Wyoming and the of the workforce. These factors increase United States. Occupations were selected competition for workers that could be filling based on similar educational requirements vacant teaching positions. as teaching occupations; a minimum of a bachelor’s degree was generally required for all selected occupations, excluding Replacement Need by registered nurses and police officers. It Industry and Education should be noted that because the ACS is based on a sample, there are some issues with missing data. In particular, Table 5-1 (see page 57) shows the number we know the number of jobs worked in and proportion of workers in 2010 (three-year any occupation based on the U.S. Bureau average estimates) who were employed and of Labor Statistics’ (BLS) Occupational age 25 and older by industry and highest Employment Survey program. However, level of education attained for both Wyoming if no respondent in the ACS worked in a and the United States. In Wyoming, 29.5% of particular occupation, that occupation these workers had a high school diploma, would not be available for estimation. The 27.9% had some college but no degree, and occupations in this analysis were chosen 26.5% had a bachelor’s degree or greater. In because they had similar educational comparison, 33.9% of workers nationally had requirements as teaching occupations and a bachelor’s degree, 25.4% had a high school also because they comprised a sufficient diploma, and 22.4% had some college but no proportion of the sample to make reliable degree. Overall, a greater proportion of comparisons. Wyoming workers had an associate’s degree (11.3%) compared to workers nationally Overall, there were a greater proportion (8.9%), but a substantially larger proportion of workers age 55 and older in Wyoming of workers nationally had a bachelor’s degree (25.2%) than in the U.S. (22.1%) in all or greater (33.7%) compared to workers in occupations. There were more workers Wyoming (26.5%). Workers in Wyoming tend age 55 and older in Wyoming than in the to be less educated than the nation as a U.S. in nine of the selected occupations, whole and those who are well educated tend including elementary and middle school to be concentrated in a few industries. teachers (25.0% compared to 22.4%), secondary school teachers (31.2% compared Although other tables in this report to 23.2%) , librarians (49.5% compared to contain employment data specific to public 38.7%), and pharmacists (58.0% compared schools, the data in this table are categorized to 23.3%). This suggests that, assuming based on industrial classification (two-digit other professional occupations show NAICS group). This means that educational similar trends to the occupations included services includes all public school workers, in this analysis, workers in professional as well as those working in higher education occupations are aging out of the workforce institutions and will therefore show a greater faster in Wyoming than in the nation as a number of workers. whole. This creates a demand for educated workers, which places stress on educational In Wyoming, the largest proportion institutions that create supply. Employers of employees with a bachelor’s degree must recruit across larger geographies to replace retiring workers in several areas (Text continued on page 58)

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 57

Table 5-1: Education Level by Industry, Wyoming and U.S. Employed Workers Age 25 and Older, 2010 (3-Year Average) Less Than Bachelors High School High School Some College, Associates Degree or Diploma Diploma or GED No Degree Degree Higher Total Row Row Row Row Row Row Industry N % N % N % N % N % N % Wyoming Natural Resources 1,994 6.4 11,235 36.1 9,090 29.2 3,300 10.6 5,499 17.7 31,118 100.0 & Mining Construction 2,107 10.0 9,533 45.2 5,636 26.7 1,722 8.2 2,083 9.9 21,081 100.0 Manufacturing 822 6.6 4,285 34.6 3,666 29.6 1,668 13.5 1,951 15.7 12,392 100.0 Wholesale Trade, 1,359 6.0 8,674 38.0 7,611 33.4 2,619 11.5 2,556 11.2 22,819 100.0 Transportation, & Utilities Retail Trade 1,503 6.1 9,338 38.1 8,320 34.0 1,927 7.9 3,398 13.9 24,486 100.0 Information 66 1.6 1,015 24.6 1,048 25.4 602 14.6 1,393 33.8 4,124 100.0 Financial Activities 98 0.9 2,852 26.1 3,371 30.8 992 9.1 3,632 33.2 10,945 100.0 Professional & 618 3.8 3,099 19.3 3,312 20.6 1,905 11.9 7,126 44.4 16,060 100.0 Business Services Educational 302 1.2 3,765 14.4 3,921 15.0 2,128 8.1 16,104 61.4 26,220 100.0 Services Health Care & 776 2.7 6,452 22.4 7,677 26.6 5,197 18.0 8,709 30.2 28,811 100.0 Social Services Leisure & 1,357 8.2 5,596 33.9 4,902 29.7 1,193 7.2 3,439 20.9 16,487 100.0 Hospitality Other Services, 683 6.1 3,903 34.8 3,351 29.9 1,142 10.2 2,134 19.0 11,213 100.0 Except Public Administration Public 186 1.0 2,466 12.7 6,573 33.8 3,390 17.4 6,859 35.2 19,474 100.0 Administration Unknown 37 2.7 496 36.6 361 26.6 113 8.3 348 25.7 1,355 100.0 Total 11,908 4.8 72,709 29.5 68,839 27.9 27,898 11.3 65,231 26.5 246,585 100.0

U.S. Natural Resources 597,995 26.0 776,409 33.8 404,048 17.6 139,143 6.1 379,397 16.5 2,296,992 100.0 & Mining Construction 1,787,432 20.7 3,288,726 38.1 1,945,649 22.5 552,150 6.4 1,064,257 12.3 8,638,214 100.0 Manufacturing 1,699,652 12.3 4,508,813 32.7 2,936,517 21.3 1,095,428 7.9 3,566,750 25.8 13,807,160 100.0 Wholesale Trade, 1,013,486 9.7 3,484,854 33.2 2,796,642 26.6 880,648 8.4 2,321,122 22.1 10,496,752 100.0 Transportation, & Utilities Retail Trade 1,230,074 10.4 4,108,141 34.7 3,125,070 26.4 975,587 8.2 2,393,122 20.2 11,831,994 100.0 Information 72,928 2.5 486,567 16.9 715,003 24.9 262,902 9.1 1,339,119 46.6 2,876,519 100.0 Financial Activities 267,431 3.0 1,654,190 18.6 2,250,350 25.2 791,529 8.9 3,953,776 44.3 8,917,276 100.0 Professional & 1,090,937 8.1 2,329,647 17.2 2,586,619 19.1 1,083,540 8.0 6,460,016 47.7 13,550,759 100.0 Business Services Educational 311,347 2.6 1,418,789 12.0 1,448,525 12.2 654,649 5.5 8,007,542 67.6 11,840,852 100.0 Services Health Care & 968,313 5.7 3,344,603 19.7 3,788,716 22.3 2,622,513 15.4 6,281,028 36.9 17,005,173 100.0 Social Services Leisure & 1,534,089 18.3 2,545,631 30.4 2,006,353 24.0 603,708 7.2 1,677,361 20.0 8,367,142 100.0 Hospitality Other Services, 887,647 14.5 1,940,759 31.8 1,386,452 22.7 471,640 7.7 1,414,395 23.2 6,100,893 100.0 Except Public Administration Public 140,695 1.9 1,290,672 17.5 2,104,634 28.6 877,756 11.9 2,947,384 40.0 7,361,141 100.0 Administration 5 Chapter Unknown 104,056 11.1 297,456 31.7 231,682 24.7 76,610 8.2 227,304 24.3 937,108 100.0 Total 11,706,082 9.4 31,475,257 25.4 27,726,260 22.4 11,087,803 8.9 42,032,573 33.9 124,027,975 100.0

Source: U.S. Census Bureau, American Community Survey (2010 3-Year Average).

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(Text continued from page 28) Table 5-2: Demographics of Wyoming by Industry as a Percentage of Total Employment, 2010 Gender or higher worked in Age educational services 55 and a (61.4%), professional Industry Female Male Nonresident Older Natural Resources & Mining 10.9 74.1 15.1 14.9 and business services Construction 7.9 60.4 31.8 10.5 (44.4%), and public Manufacturing 20.7 72.5 6.8 20.4 administration (35.2%). Wholesale Trade, Transportation, & Utilities 19.7 70.7 9.6 20.9 Retail Trade 47.8 40.0 12.2 15.9 As shown in Table 5-2, in Information 45.8 46.2 7.9 20.1 2010, 63.3% of employees Financial Activities 58.7 34.0 7.3 21.2 Professional & Business Services 36.4 45.5 18.0 16.9 in educational services Educational Services 63.3 29.7 7.0 27.2 were female and more Health Care & Social Services 74.5 16.6 8.9 19.8 than a quarter (27.2%) Leisure & Hospitality 41.5 31.5 26.9 7.6 Other Services, Except Public Administration 39.1 46.7 14.1 17.2 were age 55 and older. Public Administration 43.7 52.5 3.9 23.8 In public administration, Unknown 43.5 48.3 8.2 21.3 43.7% of workers were Total 38.9 45.8 15.3 16.9 female and 23.8% were Source: Wyoming Wages by County, Industry, Age, & Gender, 1992-2011, Research & age 55 and older, and in Planning, Wyoming Department of Workforce Services. professional and business Nonresidents are workers who do not have a Wyoming-issued driver’s license and services 36.4% were work less than four quarters in Wyoming (Jones, 2002). Demographic data are not available for these workers. More information is available at http://doe.state.wy.us/ female and only 16.9% LMI/1102/a1.htm. were age 55 and older. Complete demographics tables comparing gender, Wyoming than in the U.S. may lead to significant age, wages, and job tenure The data shown in this competition for qualified for Wyoming workers are section suggests a similar employees. available for 1992 to 2011 trend at the industry level. at http://doe.state.wy.us/ Data from the ACS show LMI/earnings_tables/2012/ that some industries, such Trends in the industry.htm. as public administration Current Supply and educational services, System The data from these have a high proportion two tables are combined in of employees with at Figure 5-3 (see page 59). least a bachelor’s degree, Table 5-3 (see page 60) This figure illustrates that and, according to R&P’s contains the number of educational services has demographics tables, there degree completers, or the highest percentage of is a large proportion of graduates, in select workers age 55 and older workers age 55 and older education-related degree and the highest percentage in those industries who will programs in Wyoming, of workers holding a presumably be leaving the other states in the region, bachelor’s degree or higher. workforce within the next and nationally. A crosswalk 10 years. Given the more comparing the Classification As noted earlier, people rapid aging of the workforce of Instructional Programs working in professional in industries with workers (CIP) codes from the occupations are aging out holding post-high school National Center for of the workforce faster in degrees, circumstances Educational Statistics to the

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 59

Standard Occupational Classification (SOC) conferred at the University of Wyoming, codes from the U.S. Bureau of Labor the state’s sole four-year degree provider. Statistics was used to determine which CIP This was a 7.4% decline from 2010 when codes to include in the data. These CIP 258 education degrees were conferred, codes were related to preschool and and a 4.8% decline from 2008 when 251 kindergarten teachers (SOC code 25-2010), degrees were conferred. elementary & middle school teachers (SOC code 25-2020), secondary school teachers In comparison, the number of (SOC code 25-2030), and special education education program graduates in four teachers (SOC code 25-2050). The data in of the six surrounding states increased this table are only for degree completers at between 2010 and 2011, although only institutions that offer primarily three of these had increased graduates baccalaureate degrees or higher because between 2008 and 2011. For example, the minimum level of higher education Utah had 3,456 graduates in 2011, a needed to become a teacher is a four-year 24.8% increase from 2010 (2,770) and degree. a 20.8% increase from 2008 (2,860). Similarly, there were 2,250 graduates in In 2011, 239 education degrees were these programs in Nebraska during 2011,

30.0%

Educational Services

a 25.0% Public Administration

Nonclassi ed Wholesale Trade, Transp., & Financial Activities Utilities 20.0% Manufacturing Information Health Care & Social Assistance Other Svcs., Except Pub. Admin. Total, All Industries Professional & Business Services

Retail Trade 15.0% Natural. Resources & Mining Percentage of Workers Age 55 and Older Age Workers of Percentage Construction 10.0%

Leisure & Hospitality

5.0% 0.0% 20.0% 40.0% 60.0% 80.0%

Percentage of Workers with a Bachelor’s Degree or Higherb 5 Chapter

aSource: Wyoming Wages by County, Industry, Age, & Gender, 1992-2011, Research & Planning, Wyoming Department of Workforce Services. bSource: U.S. Census Bureau, American Community Survey (2010 3-Year Average).

Figure 5-3: Percentage of Workers Age 55 and Older and Percentage of Workers with a Bachelor’s Degree or Higher by Industry in Wyoming, 2010

Research & Planning Wyoming Department of Workforce Services Page 60 Monitoring School District Human Resource Cost Pressures

up from 1,919 graduates in 2010 (17.2%) all U.S. degree programs increased by 1.3% and 2,101 graduates in 2008 (7.1%). from 178,004 in 2008.

Regionally, the number of graduates Although the overall supply of new from education programs increased from education-related degree holders has 8,106 graduates in 2010 to 8,996 graduates declined in Wyoming over the past in 2011, which was an 11.0% increase. four years and is down slightly for the There was a 6.5% increase in the number nation as a whole, it has increased in of these graduates from 2008 (8,445). In the surrounding states. Based on these comparison, the number of graduates in trends, it appears that there is expanding these degree programs nationally decreased capacity, especially at a regional level, to from 182,739 in 2010 to 180,397 in 2011, supply workers with teaching certificates a 1.3% decrease. The total graduates from to positions vacated in Wyoming.

Table 5-3: Number of Education Degrees Conferred by Institutions Granting Predominantly 4-Year Degrees, State and National, and Percent Change by Year, 2008-2011

% Change, % Change, % Change, % Change, 2011 2010-2011 2010 2009-2010 2009 2008-2009 2008 2008-2011 Wyoming 239 -7.4 258 2.4 252 0.4 251 -4.8 Nebraska 2,250 17.2 1,919 -10.7 2,149 2.3 2,101 7.1 South Dakota 493 -25.6 663 8.5 611 3.0 593 -16.9 Idaho 1,209 -3.4 1,252 3.9 1,205 4.8 1,150 5.1 Montana 592 12.1 528 -10.8 592 -10.8 664 -10.8 Colorado 757 5.7 716 -3.0 738 -10.7 826 -8.4 Utah 3,456 24.8 2,770 3.1 2,687 -6.0 2,860 20.8 Regional Total 8,996 11.0 8,106 -1.6 8,234 -2.5 8,445 6.5 U.S. Total 180,397 -1.3 182,739 1.2 180,533 1.4 178,004 1.3

Source: National Center for Education Statistics/Integrated Postsecondary Education System. Note: CIP codes chosen based on crosswalk to SOC codes for kindergarten, elementary, middle school, secondary, and related special education teachers. Totals include both first- and second-major degrees conferred. Totals include graduates of institutions granting primarily baccalaureate degrees or higher only.

Table 5-4: Number of Degrees Conferred in Institutions Granting Predominantly Four-Year Degrees or Higher in Teaching-Related Programs and All Programs, and Ratio of Teaching Degrees to All Degrees by State and National, 2008-2011

2011 2010 2009 2008 Teaching All Teaching All Teaching All Teaching All Degrees Degrees Ratio Degrees Degrees Ratio Degrees Degrees Ratio Degrees Degrees Ratio Wyoming 239 2,729 8.8 258 2,567 10.1 252 2,608 9.7 251 2,609 9.6 Nebraska 2,250 21,242 10.6 1,919 20,083 9.6 2,149 19,954 10.8 2,101 19,337 10.9 South Dakota 493 8,279 6.0 663 7,798 8.5 611 7,861 7.8 593 7,713 7.7 Idaho 1,209 13,992 8.6 1,252 14,228 8.8 1,205 14,006 8.6 1,150 12,303 9.3 Montana 592 8,219 7.2 528 7,429 7.1 592 7,468 7.9 664 7,313 9.1 Colorado 757 46,041 1.6 716 44,087 1.6 738 41,791 1.8 826 41,606 2.0 Utah 3,456 37,182 9.3 2,770 33,227 8.3 2,687 32,206 8.3 2,860 31,290 9.1 Regional Total 8,996 137,684 6.5 8,106 129,419 6.3 8,234 125,894 6.5 8,445 122,171 6.9 U.S. 180,397 2,834,818 6.4 182,739 2,716,241 6.7 180,533 2,612,954 6.9 178,004 2,520,212 7.1

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures Page 61

References

Legislative Service Office. (2000.) References Turnover and Retention in Four Occupations. Wyoming Legislative Service Methodological Note Office Staff Report. Retrieved October 11, 2012. National Center for Education Statistics. (n.d.). Glossary. Retrieved October 22, Strunk, K., and Robinson, J. (2006). Oh, 2012, from http://nces.ed.gov/ipeds/ won’t you stay: a multilevel analysis of glossary/?charindex=F the difficulties in retaining qualified teachers. Peabody Journal of Education, Reichardt, R. (2002). Teacher Supply 81(4). Retrieved October 11, 2012. and Demand in the State of Wyoming. Retrieved October 11, 2012. Chapter 4

Wolkoff, M., and Podgursky, M. (2002). Moeller, P. (2012). A closer look at America’s Wyoming School District Employee aging workforce. U.S. News. Retrieved Compensation. Retrieved October 11, 2012. October, 11, 2012, from http://money. usnews.com/money/blogs/the-best- Wyoming Department of Education. (2012). life/2012/10/10/a-closer-look-at- WDE602/652 Data Collection Guidebook. americas-aging-workforce Retrieved October 22, 2012, from http:// portals.edu.wyoming.gov/WISE/ Note: Some references, such as the Wyoming Department of Education WDE Chapter 3 602/652 Data Collection Guidebook, were used for more that one chapter in Management Audit Committee, Wyoming this publication.

Research & Planning Wyoming Department of Workforce Services Wyoming Department of Workforce Services Research & Planning P.O. Box 2760 Casper, WY 82601

Official Business Penalty for Private Use $300 Return Service Requested Appendix A: Data Collection Schematics for Occupational Employment Statistics (OES), WDE 602 - WISE Fall School District Staff Member Collection, and Unemployment Insurance Wage Records

2010/11 OES Survey Estimates 2010 2011

Third Quarter Fourth Quarter First Quarter Second Quarter (2010Q3) (2010Q4) (2011Q1) (2011Q2) Unemployment Insurance (UI) Unemployment Insurance (UI) Unemployment Insurance (UI) Unemployment Insurance (UI) Wage Records Payroll Wage Records Payroll Wage Records Payroll Wage Records Payroll

OES OES Reference Period: Reference Period: November 2010 May 2011

Wyoming Department of Education Contract Profile November 2010 Average = 2011 OES Estimates A2 M Moore Research & Planning WYDWS 9/10/2012 Appendix A Standard Occupational Classification (SOC) System Structure

Special Group Created for the Purpose of this Study 25 Direct Instruction

Major Group 25-0000 Education, Training, & Library Occupations

Minor Group 25-2000 Primary, Secondary, & Special Education School Teachers

Detailed Occupation 25-2012 Kindergarten Teachers, Except Special Education

Detailed Occupation 25-2032 Career/Technical Education Teachers, Secondary School

Detailed Occupation 25-2012 Kindergarten Teachers, Except Special Education

For more information: http://www.bls.gov/soc/home.htm M Moore Research & Planning WY DWS 8/10/2012 A1 Appendix B Employment and Wage Change for Teachers in Public Schools in Wyoming and Surrounding States, 2008/09 to 2010/11

Monitoring School District Cost Pressures A Report to the Wyoming Joint Education Committee

Research & Planning October 2012 Wyoming DWS Page B2 Monitoring School District Human Resource Cost Pressures: Appendix B

Introduction: Understanding These Tables by: Patrick Harris, Principal Economist

he tables on pages B3 to B13 use wage gap compared to Wyoming were data collected from the Occupational Colorado, Montana, Nebraska, and Utah. TEmployment Statistics (OES) survey South Dakota experienced no change in to show the employment level and average the gap compared to Wyoming, while the annual wage for all primary, secondary, gap between Idaho and Wyoming widened and special education teachers (25- (-12.5% in 2009 to -18.0% in 2011). 2000) in public schools in Wyoming and surrounding states for the 2008-09 The tables on pages B15 to be B17 and 2010-11 school years. These tables are similar to the previous tables, but also allow for a quick comparison of the compare Wyoming’s counties to the overall average annual wage for surrounding state average. While the previous tables states and the U.S. to that of Wyoming. were compiled using estimates from the Occupational Employment Statistics (OES), The first column in each table provides the tables on pages B15 to B17 are based information regarding the employment and on data in the Wyoming Department of average wage within each state and the Education Contract Files (WDE 602). U.S. In many cases, employment decreased while the average annual wage increased. These tables show that in seven of For example, the table on page B3 shows Wyoming’s counties (Campbell, Laramie, employment and wage statistics for all Park, Sheridan, Sublette, Sweetwater, and primary, secondary, and special education Teton), the average annual wage for all teachers (SOC 25-2000). Wyoming had an primary, secondary, and special education estimated 8,227 jobs worked by teachers in teachers (SOC 25-2000) than the state as a public education in 2008/09; in 2010/11, whole. Lincoln County was the only county that number decreased to 7,762, a change to increase the average wage from being of -465 (-5.7%). During this period, the below the statewide average in 2008/09 average annual wage increased from to being above it in 2010/11. In 2008/09, $56,127 to $57,805, a change of $1,678 Goshen, Natrona, and Uinta counties were (3.0%). Utah had the largest decrease in above the statewide average but fell below employment with 11.2%, while Colorado the statewide average in 2010/11. The and South Dakota saw the only increases. highest average wage was found in Teton County, where the average annual wage The second column compares the for teachers was 7.2% higher than the average annual wage for the U.S. and statewide average in 2008/09 and 12.6% surrounding states to that of Wyoming. higher in 2010/11. In 2009, the U.S. average annual wage for all primary, secondary, and special In contrast, the lowest average wage was education teachers (SOC 25-2000) was found in Niobrara County. In 2008/09, the $54,547, compared to Wyoming’s $56,127, average annual wage for teachers was 8.9% a difference of $1,580 (-2.8%). In 2011 lower than the statewide average. In 2010/11 the gap between Wyoming and the U.S. the average wage for teachers in Niobrara average wage narrowed slightly to -1.9%. County was 19.7% lower than the statewide The states that narrowed the average average.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B3

Total, All Primary, Secondary, & Special Education School Teachers (25-2000) in Public Schools in Wyoming and Surrounding States, 2008/09 and 2010/11 This group is a composite of all teachers involved in direct instruction in the classroom.

Wyoming Employment Wyoming teachers were paid more than teachers in surrounding states in both 2008-09 and 2008-09 2010-11 Change % 2010-11. The large gap in pay exists between Wyoming and South Dakota, where teachers 8,227 7,762 -465 -5.7% i were paid 31.5% less in South Dakota than in Wyoming during both years. The gap in Average Annual Wage between Wyoming teachers and those in surrounding states has narrowed in some states, 2009 2010-11 Change % such as Colorado (change from -12.4% to -11.9%) and Montana (-28.7% to -24.6%). $56,127 $57,805 $1,678 3.0% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 3,707,950 3,445,760 -262,190 -7.1%i -$1,580 -2.8% -$1,073 -1.9% Average Annual Wage 2008/09: -$1,580 2009 2010-11 Change % 2010/11: -$1,073 $54,547 $56,732 $2,185 4.0% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 60,360 60,842 482 0.8%h -$6,939 -12.4% -$6,868 -11.9% Average Annual Wage 2008/09: -$6,939 2009 2010-11 Change % 2010/11: -$6,868 $49,188 $50,937 $1,749 3.6% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 16,954 15,269 -1,685 -9.9%i -$7,037 -12.5% -$10,388 -18.0%

Average Annual Wage 2008/09: -$7,037 2009 2010-11 Change % 2010/11: -$10,388 $49,090 $47,417 -$1,673 -3.4% i $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 13,036 12,147 -889 -6.8%i -$16,091 -28.7% -$14,244 -24.6%

Average Annual Wage 2008/09: -$16,091 2009 2010-11 Change % 2010/11: -$14,244 $40,036 $43,561 $3,525 8.8% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 25,831 24,175 -1,656 -6.4%i -$11,658 -20.8% -$11,042 -19.1% Average Annual Wage 2008/09: -$11,658 2008-09 2010-11 Change % 2010/11: -$11,042 $44,469 $46,763 $2,294 5.2% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 11,549 11,780 231 2.0%h -$17,691 -31.5% -$18,190 -31.5%

Average Annual Wage 2008/09: -$17,691 2008-09 2010-11 Change % 2010/11: -$18,190 $38,436 $39,615 $1,179 3.1% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 28,186 25,032 -3,154 -11.2%i -$9,982 -17.8% -$9,725 -16.8% Average Annual Wage 2008/09: -$9,982 2008-09 2010-11 Change % 2010/11: -$9,725 $46,145 $48,080 $1,935 4.2% h $0 Source: Occupational Employment Statistics.

Research & Planning Wyoming Department of Workforce Services Page B4 Monitoring School District Human Resource Cost Pressures: Appendix B

Preschool Teachers, Except Special Education (25-2011) in Public Schools Instruct children (normally up to 5 years of age) in activities designed to promote social, physical, and intellectual growth needed for primary school in preschool, day care center, or other child development facility. May be required to hold State certification. Exclude “Child Care Workers” (39-9011) and “Special Education Teachers” (25-2041 through 25-2043). Wyoming Employment The gap in pay between preschool teachers in Wyoming and surrounding states 2008-09 2010-11 Change % narrowed or reversed for all states for which data are available from 2008-09 to 2010-11. 87 26 -61 -70.1% i Preschool teachers in Colorado earned $3,530 (-6.7%) less than those in Wyoming in Average Annual Wage 2008-09, but were paid $7,300 (16.9%) more in 2010-11. 2008-09 2010-11 Change % Blank cells are not available or nondisclosable. $52,930 $43,170 -$9,760 -18.4% i U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 40,710 44,580 3,870 9.5%h -$9,810 -18.5% $4,940 11.4%

Average Annual Wage 2008/09: -$9,810 2008-09 2010-11 Change % 2010/11: $4,940 $43,120 $48,110 $4,990 11.6% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,190 1,244 54 4.5%h -$3,530 -6.7% $7,300 16.9%

Average Annual Wage 2008/09: -$3,530 2008-09 2010-11 Change % 2010/11: $7,300 $49,400 $50,470 $1,070 2.2% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 64 N/A N/A N/A N/A -$5,050 -11.7%

Average Annual Wage 2008/09: N/A 2008-09 2010-11 Change % 2010/11: -$5,050 $38,120 N/A N/A $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 17 129 112 658.8%h -$21,220 -40.1% -$17,130 -39.7%

Average Annual Wage 2008/09: -$21,220 2008-09 2010-11 Change % 2010/11: -$17,130 $31,710 $26,040 -$5,670 -17.9% i $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 248 306 58 23.4%h -$13,520 -25.5% -$1,980 -4.6% Average Annual Wage 2008/09: -$13,520 2008-09 2010-11 Change % 2010/11: -$1,980 $39,410 $41,190 $1,780 4.5% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 134 160 26 19.4%h -$22,120 -41.8% -$8,820 -20.4%

Average Annual Wage 2008/09: -$22,120 2008-09 2010-11 Change % 2010/11: -$8,820 $30,810 $34,350 $3,540 11.5% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2011 % 238 N/A N/A N/A N/A -$11,940 -27.7% Average Annual Wage 2008/09: N/A 2008-09 2010-11 Change % 2010/11: -$11,940 $31,230 N/A N/A $0 Source: Occupational Employment Statistics.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B5

Kindergarten Teachers, Except Special Education (25-2012) in Public Schools Teach elemental natural and social science, personal hygiene, music, art, and literature to children from 4 to 6 years old. Promote physical, mental, and social development. May be required to hold State certification. Exclude “Special Education Teachers” (25-2041 through 25-2043). Wyoming Employment Kindergarten teachers in Wyoming were paid more than those in all surrounding states, 2008-09 2010-11 Change % but the gap narrowed from 2008-09 to 2010-11. Kindergarten teachers in Montana were 419 433 14 3.3% h paid $17,680 (-33.6%) less than those in Wyoming in 2008-09, compared to $12,140 Average Annual Wage (-22.6%) less in 2010-11. 2008-09 2010-11 Change % Blank cells are not available or nondisclosable. $52,630 $53,790 $1,160 2.2% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 152,690 138,190 -14,500 -9.5% i $60 0.1% $1,130 2.1%

Average Annual Wage 2008/09: $60 2008-09 2010-11 Change % 2010/11: $1,130 $52,690 $54,920 $2,230 4.2% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 2,970 2,898 -72 -2.4%i -$5,380 -10.2% -$5,120 -9.5%

Average Annual Wage 2008/09: -$5,380 2008-09 2010-11 Change % 2010/11: -$5,120 $47,250 $48,670 $1,420 3.0% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 211 407 196 92.9%h -$16,010 -30.4% -$12,930 -24.0%

Average Annual Wage 2008/09: -$16,010 2008-09 2010-11 Change % 2010/11: -$12,930 $36,620 $40,860 $4,240 11.6% h $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 587 523 -64 -10.9%i -$17,680 -33.6% -$12,140 -22.6%

Average Annual Wage 2008/09: -$17,680 2008-09 2010-11 Change % 2010/11: -$12,140 $34,950 $41,650 $6,700 19.2% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,561 1,256 -305 -19.5%i -$9,100 -17.3% -$8,500 -15.8% Average Annual Wage 2008/09: -$9,100 2008-09 2010-11 Change % 2010/11: -$8,500 $43,530 $45,290 $1,760 4.0% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 489 534 45 9.2%h -$16,040 -30.5% -$15,560 -28.9%

Average Annual Wage 2008/09: -$16,040 2008-09 2010-11 Change % 2010/11: -$15,560 $36,590 $38,230 $1,640 4.5% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 635 348 -287 -45.2%i -$11,650 -22.1% -$10,630 -19.8%

Average Annual Wage 2008/09: -$11,650 2008-09 2010-11 Change % 2010/11: -$10,630 $40,980 $43,160 $2,180 5.3% h $0 Source: Occupational Employment Statistics.

Research & Planning Wyoming Department of Workforce Services Page B6 Monitoring School District Human Resource Cost Pressures: Appendix B

Elementary School Teachers, Except Special Education (25-2021) in Public Schools Teach pupils in public or private schools at the elementary level basic academic, social, and other formative skills. Exclude “Special Education Teachers” (25-2041 through 25-2043).

Wyoming Employment Elementary school teachers in Wyoming were paid a considerably higher annual wage 2008-09 2010-11 Change % on average than those in surrounding states in 2008-09 and 2010-11, although some 2,806 2,944 138 4.9% h states did narrow that gap. For example, elementary school teachers in Montana earned Average Annual Wage $15,100 (-27.2%) less than those in Wyoming in 2008-09, but earned $12,980 (-22.6%) 2008-09 2010-11 Change % less in 2010-11. Blank cells are not available or nondisclosable. $55,500 $57,450 $1,950 3.5% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,401,530 1,278,390 -123,140 -8.8%i -$1,390 -2.5% -$1,070 -1.9%

Average Annual Wage 2008/09: -$1,390 2008-09 2010-11 Change % 2010/11: -$1,070 $54,110 $56,380 $2,270 4.2% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 21,730 22,223 493 2.3%h -$7,000 -12.6% -$7,180 -12.5%

Average Annual Wage 2008/09: -$5,380 2008-09 2010-11 Change % 2010/11: -$5,120 $48,500 $50,270 $1,770 3.6% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 7,680 N/A N/A -$6,600 -11.9% N/A N/A

Average Annual Wage 2008/09: -$15,100 2008-09 2010-11 Change % 2010/11: N/A $48,900 N/A N/A $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 4,888 4,556 -332 -6.8%i -$15,100 -27.2% -$12,980 -22.6%

Average Annual Wage 2008/09: -$15,100 2008-09 2010-11 Change % 2010/11: -$12,980 $40,400 $44,470 $4,070 10.1% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 9,698 9,699 1 0.0%h -$11,630 -21.0% -$11,210 -19.5%

Average Annual Wage 2008/09: -$11,630 2008-09 2010-11 Change % 2010/11: -$11,210 $43,870 $46,240 $2,370 5.4% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 3,917 3,994 77 2.0%h -$16,970 -30.6% -$17,870 -31.1%

Average Annual Wage 2008/09: -$16,970 2008-09 2010-11 Change % 2010/11: -$17,870 $38,530 $39,580 $1,050 2.7% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 12,455 N/A N/Ai -$8,080 -14.6% N/A N/A Average Annual Wage 2008/09: -$8,080 2008-09 2010-11 Change % 2010/11: N/A $47,420 N/A N/A h $0 Source: Occupational Employment Statistics.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B7

Middle School Teachers, Except Special and Career/Technical Education (25-2022) Teach students in public or private schools in one or more subjects at the middle, intermediate, or junior high level, which falls between elementary and senior high school as defined by applicable State laws and regulations. Exclude “Middle School Vocational Education Teachers” (25-2023) and “Special Education Teachers” (25-2041 through 25-2043). Wyoming Employment The average annual wage for middle school teachers increased from 2008/09 to 2008-09 2010-11 Change % 2010/11 for Wyoming, The U.S., and all surrounding states for which data were available. 1,391 1,169 -222 -16.0% i Wyoming middle school teachers were paid significantly more than teachers in Average Annual Wage surrounding states during both years. 2008-09 2010-11 Change % Blank cells are not available or nondisclosable. $57,380 $60,090 $2,710 4.7% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 609,070 589,410 -19,660 -3.2%i -$3,160 -5.5% -$3,640 -6.1%

Average Annual Wage 2008/09: -$3,160 2008-09 2010-11 Change % 2010/11: -$3,640 $54,220 $56,450 $2,230 4.1% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 12,737 11,966 -771 -6.1%i -$8,760 -15.3% -$9,910 -16.5%

Average Annual Wage 2008/09: -$8,760 2008-09 2010-11 Change % 2010/11: -$9,910 $48,620 $50,180 $1,560 3.2% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 2,166 N/A N/A -$11,440 -19.9% N/A N/A

Average Annual Wage 2008/09: -$11,440 2008-09 2010-11 Change % 2010/11: N/A $45,940 N/A N/A $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 2,074 1,585 -489 -23.6%i -$15,540 -27.1% -$16,340 -27.2%

Average Annual Wage 2008/09: -$15,540 2008-09 2010-11 Change % 2010/11: -$16,340 $41,840 $43,750 $1,910 4.6% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 3,585 3,129 -456 -12.7%i -$11,330 -19.7% -$11,220 -18.7% Average Annual Wage 2008/09: -$11,330 2008-09 2010-11 Change % 2010/11: -$11,220 $46,050 $48,870 $2,820 6.1% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 2,020 1,948 -72 -3.6%i -$17,870 -31.1% -$20,090 -33.4%

Average Annual Wage 2008/09: -$17,870 2008-09 2010-11 Change % 2010/11: -$20,090 $39,510 $40,000 $490 1.2% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 5,718 N/A N/A -$10,230 -17.8% N/A N/A Average Annual Wage 2008/09: -$10,230 2008-09 2010-11 Change % 2010/11: N/A $47,150 N/A N/A $0 Source: Occupational Employment Statistics.

Research & Planning Wyoming Department of Workforce Services Page B8 Monitoring School District Human Resource Cost Pressures: Appendix B

Career/Technical Education Teachers, Middle School (25-2023) Teach or instruct vocational or occupational subjects at the middle school level. Exclude “Special Education Teachers” (25-2041 through 25-2043).

Wyoming Employment Because of the small number of career/technical education teachers, middle school, 2008-09 2010-11 Change % data were not available for many surrounding states for one or both years. The wage 86 75 -11 -12.8% i gap narrowed between Wyoming and each state narrowed in Colorado and the U.S. as a Average Annual Wage whole, but widened for Nebraska and South Dakota. 2008-09 2010-11 Change % Blank cells are not available or nondisclosable. $55,340 $57,820 $2,480 4.5% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 12,370 15,490 3,120 25.2%h -$3,040 -5.5% -$1,310 -2.3%

Average Annual Wage 2008/09: -$3,040 2008-09 2010-11 Change % 2010/11: -$1,310 $52,300 $56,510 $4,210 8.0% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 19 80 61 321.1%h -$11,570 -20.9% -$6,460 -11.2%

Average Annual Wage 2008/09: -$11,570 2008-09 2010-11 Change % 2010/11: -$6,460 $43,770 $51,360 $7,590 17.3% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 %

Average Annual Wage 2008-09 2010-11 Change %

Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 147 N/A N/A N/A N/A -$24,850 -43.0% Average Annual Wage 2008-09 2010-11 Change % 2010/11: -$24,850 $32,970 N/A N/A $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 99 104 5 5.1%h -$8,380 -15.1% -$9,880 -17.1% Average Annual Wage 2008/09: -$8,380 2008-09 2010-11 Change % 2010/11: -$9,880 $46,960 $47,940 $980 2.1% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % -- 2008-09 % 2010-11 % 49 49 0 0.0% -$13,170 -23.8% -$20,060 -34.7%

Average Annual Wage 2008/09: -$13,170 2008-09 2010-11 Change % 2010/11: -$20,060 $42,170 $37,760 -$4,410 -10.5% i $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 76 N/A N/A -$3,460 -6.3% N/A N/A Average Annual Wage 2008/09: -$8,080 2008-09 2010-11 Change % 2010/11: N/A $51,880 N/A N/A $0 Source: Occupational Employment Statistics.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B9

Secondary School Teachers, Except Special & Career/Technical Education (25-2031) Instruct students in secondary public or private schools in one or more subjects at the secondary level, such as English, mathematics, or social studies. May be designated according to subject matter specialty, such as typing instructors, commercial teachers, or English teachers. Exclude “Vocational Education Secondary School Teachers” (25-2032) and “Special Education Teachers” (25-2041 through 25-2043). Wyoming Employment The average annual wage for secondary school teachers in the U.S., Colorado, Montana, 2008-09 2010-11 Change % and Nebraska increased at a greater rate than the average wage for secondary school 2,015 1,824 -191 -9.5% i teachers in Wyoming. However, Wyoming’s teachers continued to earn considerably Average Annual Wage more than teachers in each of the surrounding states. 2008-09 2010-11 Change % Blank cells are not available or nondisclosable. $57,140 $58,130 $990 1.7% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 977,150 892,370 -84,780 -8.7%i -$1,380 -2.4% -$690 -1.2%

Average Annual Wage 2008/09: -$1,380 2008-09 2010-11 Change % 2010/11: -$690 $55,760 $57,440 $1,680 3.0% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 14,792 14,799 7 0.0%h -$7,300 -12.8% -$6,160 -10.6%

Average Annual Wage 2008/09: -$7,300 2008-09 2010-11 Change % 2010/11: -$6,160 $49,840 $51,970 $2,130 4.3% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 6,004 4,257 -1,747 -29.1%i -$5,200 -9.1% -$11,600 -20.0%

Average Annual Wage 2008/09: -$5,200 2008-09 2010-11 Change % 2010/11: -$11,600 $51,940 $46,530 -$5,410 -10.4% i $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 4,155 3,948 -207 -5.0% i -$17,250 -30.2% -$14,090 -24.2%

Average Annual Wage 2008/09: -$17,250 2008-09 2010-11 Change % 2010/11: -$14,090 $39,890 $44,040 $4,150 10.4% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 7,087 6,497 -590 -8.3%i -$12,380 -21.7% -$11,430 -19.7% Average Annual Wage 2008/09: -$12,380 2008-09 2010-11 Change % 2010/11: -$11,430 $44,760 $46,700 $1,940 4.3% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 3,351 N/A N/A -$18,860 -33.0% N/A N/A

Average Annual Wage 2008/09: -$18,860 2008-09 2010-11 Change % 2010/11: N/A $38,280 N/A N/A $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 6,459 N/A N/A -$13,190 -23.1% N/A N/A Average Annual Wage 2008/09: -$13,190 2008-09 2010-11 Change % 2010/11: N/A $43,950 N/A N/A $0 Source: Occupational Employment Statistics.

Research & Planning Wyoming Department of Workforce Services Page B10 Monitoring School District Human Resource Cost Pressures: Appendix B

Vocational Education Teachers, Secondary School (25-2032) Teach or instruct vocational or occupational subjects at the secondary school level.

Wyoming Employment Vocational education teachers, secondary school, earned in all surrounding states 2008-09 2010-11 Change % earned considerably less than teachers in Wyoming. However, all surrounding states for 232 251 19 8.2% h which data were available closed the gap from 2008/09 to 2010/11. Average Annual Wage Blank cells are not available or nondisclosable. 2008-09 2010-11 Change % $56,890 $57,670 $780 1.4% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 86,760 82,720 -4,040 -4.7%i -$2,230 -3.9% -$1,170 -2.0%

Average Annual Wage 2008/09: -$2,230 2008-09 2010-11 Change % 2010/11: -$1,170 $54,660 $56,500 $1,840 3.4% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 772 795 23 3.0%h -$5,730 -10.1% -$4,770 -8.3%

Average Annual Wage 2008/09: -$5,730 2008-09 2010-11 Change % 2010/11: -$4,770 $51,160 $52,900 $1,740 3.4% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 116 339 223 192.2%h -$15,140 -26.6% -$11,710 -20.3%

Average Annual Wage 2008/09: -$15,140 2008-09 2010-11 Change % 2010/11: -$11,710 $41,750 $45,960 $4,210 10.1% h $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 269 187 -82 -30.5% i -$17,170 -30.2% -$15,260 -26.5%

Average Annual Wage 2008/09: -$17,170 2008-09 2010-11 Change % 2010/11: -$15,260 $39,720 $42,410 $2,690 6.8% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 495 483 -12 -2.4%i -$11,620 -20.4% -$9,000 -15.6% Average Annual Wage 2008/09: -$11,620 2008-09 2010-11 Change % 2010/11: -$9,000 $45,270 $48,670 $3,400 7.5% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 309 N/A N/A -$18,500 -32.5% N/A N/A

Average Annual Wage 2008/09: -$18,500 2008-09 2010-11 Change % 2010/11: N/A $38,390 N/A N/A $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 459 N/A N/A -$10,820 -19.0% N/A N/A Average Annual Wage 2008/09: -$10,820 2008-09 2010-11 Change % 2010/11: N/A $46,070 N/A N/A $0 Source: Occupational Employment Statistics.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B11

Special Education Teachers, Preschool, Kindergarten, and Elementary School (25-2041) Teach elementary and preschool school subjects to educationally and physically handicapped students. Include teachers who specialize and work with audibly and visually handicapped students and those who teach basic academic and life processes skills to the mentally impaired. Wyoming Employment The average annual wage for special education teachers, preschool, kindergarten, and 2008-09 2010-11 Change % elementary school in the U.S. were lower than in Wyoming in 2008/09, but were greater 599 548 -51 -8.5% i than the average for Wyoming in 2010/11. Average Annual Wage Blank cells are not available or nondisclosable. 2008-09 2010-11 Change % $55,390 $56,890 $1,500 2.7% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 199,290 191,000 -8,290 -4.2%i -$630 -1.1% $260 0.5%

Average Annual Wage 2008/09: -$630 2008-09 2010-11 Change % 2010/11: $260 $54,760 $57,150 $2,390 4.4% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 3,020 N/A N/A -$3,740 -6.8% N/A N/A

Average Annual Wage 2008/09: -$3,740 2008-09 2010-11 Change % 2010/11: N/A $51,650 N/A N/A $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,033 N/A N/A N/A N/A -$14,070 -24.7%

Average Annual Wage 2008/09: N/A 2008-09 2010-11 Change % 2010/11: -$14,070 $42,820 N/A N/A $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 336 387 51 15.2% h -$17,540 -31.7% -$15,780 -27.7%

Average Annual Wage 2008/09: -$17,540 2008-09 2010-11 Change % 2010/11: -$15,780 $37,850 $41,110 $3,260 8.6% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,609 1441 -168 -10.4%i -$12,080 -21.8% -$11,400 -20.0% Average Annual Wage 2008/09: -$12,080 2008-09 2010-11 Change % 2010/11: -$11,400 $43,310 $45,490 $2,180 5.0% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 602 641 39 6.5%h -$17,440 -31.5% -$18,130 -31.9%

Average Annual Wage 2008/09: -$17,440 2008-09 2010-11 Change % 2010/11: -$18,130 $37,950 $810 $810 2.1% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % N/A N/A N/A N/A N/A N/A Average Annual Wage 2008-09 2010-11 Change % N/A N/A Source: Occupational Employment Statistics.

Research & Planning Wyoming Department of Workforce Services Page B12 Monitoring School District Human Resource Cost Pressures: Appendix B

Special Education Teachers, Middle School (25-2053) Teach middle school subjects to educationally and physically handicapped students. Include teachers who specialize and work with audibly and visually handicapped students and those who teach basic academic and life processes skills to the mentally impaired.

Wyoming Employment Of the surrounding states, only Idaho narrowed the wage gap for special education 2008-09 2010-11 Change % teachers, middle school, compared to those in Wyoming. Even so, Idaho’s middle school 304 209 -95 -31.3% i special education teachers earned 17.4% less (-10,740) than those in Wyoming in Average Annual Wage 2010/11. 2008-09 2010-11 Change % Blank cells are not available or nondisclosable. $56,060 $61,800 $5,740 10.2% h U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 95,910 93,780 -2,130 -2.2%i -$1,010 -1.8% -$2,850 -4.6%

Average Annual Wage 2008/09: -$1,010 2008-09 2010-11 Change % 2010/11: -$2,850 $55,050 $58,950 $3,900 7.1% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,487 1,649 162 10.9%h -$4,730 -8.4% -$9,550 -15.5%

Average Annual Wage 2008/09: -$4,730 2008-09 2010-11 Change % 2010/11: -$9,550 $51,330 $52,250 $920 1.8% h $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 51 130 79 154.9%h -$11,690 -20.9% -$10,740 -17.4%

Average Annual Wage 2008/09: -$11,690 2008-09 2010-11 Change % 2010/11: -$10,740 $44,370 $51,060 $6,690 15.1% h $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 196 152 -44 -22.4% i -$19,440 -34.7% -$20,410 -33.0%

Average Annual Wage 2008/09: -$19,440 2008-09 2010-11 Change % 2010/11: -$20,410 $36,620 $41,390 $4,770 13.0% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 632 503 -129 -20.4%i -$10,550 -18.8% -$14,120 -22.8% Average Annual Wage 2008/09: -$10,550 2008-09 2010-11 Change % 2010/11: -$14,120 $45,510 $47,680 $2,170 4.8% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 273 259 -14 -5.1%i -$17,430 -31.1% -$21,400 -34.6%

Average Annual Wage 2008/09: -$17,430 2008-09 2010-11 Change % 2010/11: -$21,400 $38,630 $40,400 $1,770 4.6% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 418 295 -123 -29.4%i -$7,790 -13.9% -$11,620 -18.8% Average Annual Wage 2008/09: -$7,790 2008-09 2010-11 Change % 2010/11: -$11,620 $48,270 $50,180 $1,910 4.0% h $0 Source: Occupational Employment Statistics.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B13

Special Education Teachers, Secondary School (25-2054) Teach secondary school subjects to educationally and physically handicapped students. Include teachers who specialize and work with audibly and visually handicapped students and those who teach basic academic and life processes skills to the mentally impaired.

Wyoming Employment Special education teachers, secondary school, in Wyoming earned more than those in 2008-09 2010-11 Change % surrounding states in 2008/09 and 2010/11, but earned less than the national average 288 283 -5 -1.7% i for both years. . Average Annual Wage Blank cells are not available or nondisclosable. 2008-09 2010-11 Change % -- $56,370 $56,390 $20 0.0% U.S. Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 132,470 119,830 -12,640 -9.5%i $450 0.8% $3,310 5.9%

Average Annual Wage 2008/09: $450 2008-09 2010-11 Change % 2010/11: $3,310 $56,820 $59,700 $2,880 5.1% h $0 Colorado Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 1,643 N/A N/A -$3,520 -6.2% N/A N/A

Average Annual Wage 2008/09: -$3,520 2008-09 2010-11 Change % 2010/11: N/A $52,850 N/A N/A $0 Idaho Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 92 268 176 191.3%h -$13,740 -24.4% -$10,760 -19.1%

Average Annual Wage 2008/09: -$13,740 2008-09 2010-11 Change % 2010/11: -$10,760 $42,630 $45,630 $3,000 7.0% h $0 Montana Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 436 533 97 22.2% h -$15,400 -27.3% -$12,860 -22.8%

Average Annual Wage 2008/09: -$15,400 2008-09 2010-11 Change % 2010/11: -$12,860 $40,970 $43,530 $2,560 6.2% h $0 Nebraska Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 817 757 -60 -7.3%i -$10,240 -18.2% -$8,260 -14.6% Average Annual Wage 2008/09: -$10,240 2008-09 2010-11 Change % 2010/11: -$8,260 $46,130 $48,130 $2,000 4.3% h $0 South Dakota Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 405 385 -20 -4.9%i -$17,970 -31.9% -$15,910 -28.2%

Average Annual Wage 2008/09: -$17,970 2008-09 2010-11 Change % 2010/11: -$15,910 $38,400 $40,480 $2,080 5.4% h $0 Utah Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 631 N/A N/A -$10,450 -18.5% N/A N/A Average Annual Wage 2008/09: -$10,450 2008-09 2010-11 Change % 2010/11: N/A $45,920 N/A N/A $0 Source: Occupational Employment Statistics.

Research & Planning Wyoming Department of Workforce Services Page B14 Monitoring School District Human Resource Cost Pressures: Appendix B

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B15

Total, All Primary, Secondary, & Special Education School Teachers (25-2000) in Public Schools in Wyoming and its 23 Counties, 2008/09 and 2010/11 This group is a composite of all teachers involved in direct instruction in the classroom.

Research & Planning Wyoming Department of Workforce Services Page B16 Monitoring School District Human Resource Cost Pressures: Appendix B

Total, All Primary, Secondary, & Special Education School Teachers (25-2000) in Public Schools in Wyoming and its 23 Counties, 2008/09 and 2010/11 (continued) This group is a composite of all teachers involved in direct instruction in the classroom.

Goshen County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 161 171 10 6.2% h $41 0.1% -$304 -0.5%

Average Annual Wage 2008/09: -$81 2009 2011 Change % 2010/11: $1,402 $55,703 $58,685 $2,982 5.4% h $0 Natrona County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 841 879 38 4.5%h $954 1.7% -$134 -0.2%

Average Annual Wage 2008/09: $1,810 2008-09 2010-11 Change % 2010/11: $1,921 $57,594 $59,204 $1,610 2.8% h $0 Source: WY Department of Education Contract Files.

Wyoming Department of Workforce Services Research & Planning Monitoring School District Human Resource Cost Pressures: Appendix B Page B17

Platte County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 151 143 -8 -5.3%i -$4,190 -7.5% -$5,130 -9.0%

Average Annual Wage 2008/09: $3,989 2009 2011 Change % 2010/11: $6,642 $59,773 $63,926 $4,153 6.9% h $0 Uinta County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 359 362 3 0.8%h -$1,715 -3.1% -$2,506 -4.4% Average Annual Wage 2008/09: -$1,715 2008-09 2010-11 Change % 2010/11: -$2,506 $54,069 $54,777 $708 1.3% h $0 Washakie County Employment Comparison to Wyoming Wage 2008-09 2010-11 Change % 2008-09 % 2010-11 % 125 134 9 7.2%h -$927 -1.7% -$569 -1.0%

Average Annual Wage 2008/09: -$5,385 2008-09 2010-11 Change % 2010/11: -$3,792 $50,399 $53,491 $3,205 6.4% h $0 Source: WY Department of Education Contract Files.

Research & Planning Wyoming Department of Workforce Services Wyoming Department of Workforce Services Research & Planning P.O. Box 2760 Casper, WY 82601

Official Business Penalty for Private Use $300 Return Service Requested PRE-PUBLICATION COPY NOT FOR ATTRIBUTION

Table 4‐5: Public School Contracted Individuals that Leave District Contracts by Destination State and Industry for Combined 2007/08 & 2010/11 for All Three Digit Occupational Groups.

45) 49)

(31,

(54,

Social

(23)

48,

& &

(44, (51)

(81) (92) &

Trade, 21)

Hospitality WR

42, Activities

Services

Rescources (62) Schools, &

Care

(11, Services Trade ational

Services

(99)

(61)

(22,

Public

3) ance Educ 72) 53) Public

‐ 33) 56) ‐ Wages Health Total Natural Construction Public Other Nonclassified Leisure Manufacturing Wholesale Retail Information Professional Financial

Mining

ssist A Services 10‐ 00‐ 01‐ 02‐ & Except Administration 13‐ (71, 12‐ Administration 14‐ 11‐ 03‐ No Industry 32, 04‐ 05‐ Transportation, Utilities Educational (6111‐ 09b 06‐ (52, 08‐ 55, 09a Business soccode soctitle rowname 07‐ Total Total N 9,971 201 135 76 185 301 56 134 224 4,001 345 767 279 100 498 5 2,362 Avg District $ $30,136 $16,535 $18,405 $20,128 $16,800 $20,520 $18,801 $17,583 $23,189 $33,000 $32,546 $24,346 $18,311 $24,428 $26,873 $20,160 $35,796 Avg Destination $ $26,373 $45,407 $30,758 $40,654 $36,126 $18,102 $23,663 $29,636 $23,260 $23,529 $28,437 $29,482 $14,465 $21,869 $41,833 $15,853 11‐1000 Top Executives N 35 18 ND ND 14 Avg District $ $116,277 $111,306 ND ND $117,760 Avg Destination $ $100,334 $105,752 ND ND 11‐3000 Operations Specialties Managers N 22 7 ND ND 5 Avg District $ $71,612 $64,521 ND ND $85,909 Avg Destination $ $69,407 $57,360 ND ND 11‐9000 Other Management Occupations N 210 ND ND ND ND 101 10 15 ND 18 60 Avg District $ $82,636 ND ND ND ND $82,185 $86,557 $68,937 ND $74,829 $90,127 Avg Destination $ $61,914 ND ND ND ND $59,764 $57,430 $70,604 ND $76,871 13‐1000 Business Operations Specialists N 123 ND ND ND ND 45568ND 935 Avg District $ $57,824 ND ND ND ND $59,407 $57,687 $59,508 $52,821 ND $65,240 $57,948 Avg Destination $ $38,362 ND ND ND ND $20,513 $32,730 $34,680 $46,884 ND $72,750 15‐1000 Computer Specialists N 85 ND ND ND ND ND ND ND 5327ND ND ND 19 Avg District $ $41,745 ND ND ND ND ND ND ND $40,042 $44,610 $25,995 ND ND ND $48,074 Avg Destination $ $38,534 ND ND ND ND ND ND ND $23,745 $42,484 $42,189 ND ND ND 19‐3000 Social Scientists and Related Workers N 67 28 6 5 28 Avg District $ $69,264 $60,111 $74,912 $75,300 $76,128 Avg Destination $ $62,700 $56,220 $79,383 $78,967 21‐1000 Counselors, Social Workers, and Other N 225 ND ND ND ND ND 587533ND ND 16 62 Community and Social Service Specialists Avg District $ $53,208 ND ND ND ND ND $56,944 $55,073 $54,293 $42,619 ND ND $50,497 $57,039 Avg Destination $ $38,969 ND ND ND ND ND $12,592 $38,572 $25,950 $41,037 ND ND $61,843 25‐2000 Primary, Secondary, and Special Education N 2,551 24 7 8 14 35 ND 16 34 1,315 145 124 25 19 75 ND 669 School Teachers Avg District $ $52,843 $48,519 $49,277 $48,887 $48,379 $56,316 ND $54,451 $51,174 $52,021 $47,178 $46,035 $52,225 $55,603 $55,318 ND $56,665 Avg Destination $ $31,595 $42,228 $34,963 $24,064 $34,561 $16,440 ND $18,582 $19,285 $32,446 $27,397 $31,955 $11,875 $22,366 $45,503 ND 25‐3000 Other Teachers and Instructors N 277 ND ND ND 819 ND 8 6 122 7 35 7 16 38 Avg District $ $18,971 ND ND ND $3,767 $4,222 ND $6,275 $15,293 $20,725 $10,390 $15,765 $3,899 $11,821 $37,606 Avg Destination $ $25,282 ND ND ND $44,907 $25,323 ND $28,182 $19,387 $17,681 $26,841 $34,080 $19,396 $40,099 25‐4000 Librarians, Curators, and Archivists N 64 28 ND ND 26 Avg District $ $58,547 $55,315 ND ND $63,192 Avg Destination $ $33,283 $33,888 ND ND 25‐9000 Other Education, Training, and Library N 2,478 29 26 ND 34 91 23 44 46 945 61 266 83 32 122 ND 548 Occupations Avg District $ $15,659 $15,320 $13,228 ND $15,146 $14,504 $11,880 $14,170 $14,166 $16,243 $15,789 $14,695 $14,727 $14,675 $15,128 ND $16,116 Avg Destination $ $18,325 $38,958 $23,507 ND $23,215 $16,301 $20,670 $26,708 $19,630 $14,829 $20,934 $22,417 $12,427 $17,413 $29,269 ND 27‐2000 Entertainers and Performers, Sports and N 980 82 37 18 48 28 ND 30 37 350 44 62 40 13 103 ND 69 Related Workers Avg District $ $4,594 $4,041 $4,079 $5,895 $4,663 $4,972 ND $4,295 $4,245 $4,812 $4,639 $4,271 $4,533 $4,603 $4,733 ND $4,367 Avg Destination $ $31,819 $51,305 $43,326 $70,435 $58,638 $38,466 ND $48,982 $43,165 $9,761 $42,090 $42,672 $23,111 $31,547 $48,932 ND 27‐3000 Media and Communication Workers N 22 ND 10 ND 5 ND Avg District $ $21,885 ND $19,648 ND $28,290 ND Avg Destination $ $26,676 ND $25,930 ND $25,693 29‐1000 Health Diagnosing and Treating Practitioners N 183 ND ND ND ND ND 59 7 40 ND 950 Avg District $ $47,347 ND ND ND ND ND $51,748 $46,063 $39,607 ND $47,371 $49,191 Avg Destination $ $36,772 ND ND ND ND ND $31,237 $32,858 $42,090 ND $55,416 29‐2000 Health Technologists and Technicians N 6 ND ND ND Avg District $ $23,222 ND ND ND PRE-PUBLICATION COPY NOT FOR ATTRIBUTION

Table 4‐5: Public School Contracted Individuals that Leave District Contracts by Destination State and Industry for Combined 2007/08 & 2010/11 for All Three Digit Occupational Groups.

45) 49)

(31,

(54,

Social

(23)

48,

& &

(44, (51)

(81) (92) &

Trade, 21)

Hospitality WR

42, Activities

Services

Rescources (62) Schools, &

Care

(11, Services Trade ational

Services

(99)

(61)

(22,

Public

3) ance Educ 72) 53) Public

‐ 33) 56) ‐ Wages Health Total Natural Construction Public Other Nonclassified Leisure Manufacturing Wholesale Retail Information Professional Financial

Mining

ssist A Services 10‐ 00‐ 01‐ 02‐ & Except Administration 13‐ (71, 12‐ Administration 14‐ 11‐ 03‐ No Industry 32, 04‐ 05‐ Transportation, Utilities Educational (6111‐ 09b 06‐ (52, 08‐ 55, 09a Business soccode soctitle rowname 07‐ Avg Destination $ $22,937 ND ND 33‐9000 Other Protective Service Workers N 283 ND 759ND 5 6 103 9 32 20 ND 963 Avg District $ $8,507 ND $5,078 $6,873 $3,672 ND $3,513 $7,582 $9,823 $6,703 $7,929 $6,435 ND $6,261 $9,039 Avg Destination $ $14,140 ND $27,781 $14,384 $11,187 ND $16,807 $15,820 $10,391 $12,039 $21,138 $8,409 ND $27,298 35‐1000 Supervisors, Food Preparation and Serving N 43 ND ND ND ND 8 ND ND ND ND 22 Workers Avg District $ $20,520 ND ND ND ND $19,198 ND ND ND ND $20,779 Avg Destination $ $17,027 ND ND ND ND $8,450 ND ND ND ND 35‐2000 Cooks and Food Preparation Workers N 425 6 5 ND 11 27 ND 4 11 137 ND 24 26 7 11 138 Avg District $ $12,385 $8,309 $6,735 ND $10,088 $10,546 ND $8,093 $13,825 $13,081 ND $11,563 $11,604 $11,441 $12,354 $12,479 Avg Destination $ $12,763 $19,542 $15,383 ND $18,640 $12,486 ND $19,105 $11,759 $10,805 ND $15,810 $12,745 $17,343 $16,962 37‐1000 Supervisors, Building and Grounds Cleaning N 56 ND ND ND ND ND ND 16 ND ND ND ND 21 and Maintenance Workers Avg District $ $35,800 ND ND ND ND ND ND $40,326 ND ND ND ND $37,119 Avg Destination $ $18,925 ND ND ND ND ND ND $17,372 ND ND ND ND 37‐2000 Building Cleaning and Pest Control Workers N 277 9 10 ND 815 ND ND 13 70 6 13 22 5 11 71 Avg District $ $23,900 $23,696 $27,767 ND $23,895 $22,773 ND ND $22,848 $24,474 $17,497 $19,642 $23,179 $26,785 $23,891 $24,452 Avg Destination $ $19,052 $46,498 $21,052 ND $29,094 $15,071 ND ND $13,816 $17,982 $16,442 $16,909 $15,230 $7,896 $22,703 37‐3000 Grounds Maintenance Workers N 8 ND ND ND ND ND Avg District $ $26,134 ND ND ND ND ND Avg Destination $ $18,585 ND ND ND ND 43‐4000 Information and Record Clerks N 88 ND ND ND ND ND 41 ND ND ND ND ND 25 Avg District $ $17,967 ND ND ND ND ND $18,489 ND ND ND ND ND $18,289 Avg Destination $ $15,635 ND ND ND ND ND $13,267 ND ND ND ND ND 43‐6000 Secretaries and Administrative Assistants N 440 7 7 ND 58ND 7 16 153 15 34 10 7 29 109 Avg District $ $26,355 $28,360 $27,475 ND $33,530 $21,864 ND $24,482 $26,151 $27,147 $22,119 $24,076 $29,616 $31,184 $23,191 $26,945 Avg Destination $ $21,705 $32,268 $25,374 ND $26,525 $15,732 ND $28,917 $16,655 $17,781 $28,173 $28,563 $14,003 $26,953 $30,422 43‐9000 Other Office and Administrative Support N 47 ND ND ND 11 ND ND ND 12 Workers Avg District $ $29,300 ND ND ND $28,290 ND ND ND $25,855 Avg Destination $ $20,877 ND ND ND $15,834 ND ND ND 49‐1000 Supervisors of installation, maintenance, and N 31 ND ND ND 7 ND ND 16 repair workers Avg District $ $57,843 ND ND ND $53,084 ND ND $64,619 Avg Destination $ $53,783 ND ND ND $46,746 ND ND 49‐3000 Vehicle and Mobile Equipment Mechanics, N 32 ND ND ND 55 ND 7 ND ND 6 Installers, and Repairers Avg District $ $41,421 ND ND ND $37,283 $38,843 ND $47,419 ND ND $37,636 Avg Destination $ $35,199 ND ND ND $49,803 $18,488 ND $35,680 ND ND 49‐9000 Other Installation, Maintenance, and Repair N 359 5 13 4 11 21 ND 61197ND 28 15 ND 23 95 Occupations Avg District $ $28,079 $21,365 $30,873 $25,988 $25,622 $25,079 ND $27,131 $26,267 $28,670 ND $24,640 $26,412 ND $27,963 $30,954 Avg Destination $ $22,151 $28,517 $25,284 $47,131 $29,449 $16,205 ND $18,705 $20,394 $19,571 ND $18,969 $14,001 ND $39,028 53‐1000 Supervisors, Transportation and Material N 12 6 ND ND 4 Moving Workers Avg District $ $58,085 $52,177 ND ND $68,629 Avg Destination $ $26,927 $24,953 ND ND 53‐3000 Motor Vehicle Operators N 542 22 10 9 27 21 ND 5 22 181 8 27 15 ND 18 150 Avg District $ $14,732 $11,304 $12,023 $12,444 $14,670 $12,808 ND $9,745 $14,511 $15,890 $14,358 $12,292 $13,923 ND $12,389 $15,374 Avg Destination $ $18,114 $45,915 $31,051 $35,242 $24,532 $14,800 ND $21,324 $23,715 $11,366 $13,930 $15,825 $15,661 ND $33,439 Appendix D, Table 1: Commuting Patterns for All Occupations in Public Schools in Wyoming, 2007/08 to 2011/12

Total, Intercounty Intercounty Interstate and Interstate Intracounty Workers Workers Workers Workers Employment Total School Year County Contracts N % N % N % N % 2007/08 Total 17,055 15,633 91.7 1,006 5.9 416 2.4 1,422 8.3 Albany 781 683 87.5 60 7.7 38 4.9 98 12.5 Big Horn 500 422 84.4 69 13.8 9 1.8 78 15.6 Campbell 1,515 1,409 93 89 5.9 17 1.1 106 7 Carbon 542 478 88.2 38 7.0 26 4.8 64 11.8 Converse 515 456 88.5 44 8.5 15 2.9 59 11.5 Crook 265 234 88.3 28 10.6 3 1.1 31 11.7 Fremont 1,411 1,323 93.8 52 3.7 36 2.6 88 6.2 Goshen 393 360 91.6 12 3.1 21 5.3 33 8.4 Hot Springs 151 129 85.4 11 7.3 11 7.3 22 14.6 Johnson 280 256 91.4 20 7.1 4 1.4 24 8.6 Laramie 2,359 2,227 94.4 75 3.2 57 2.4 132 5.6 Lincoln 651 609 93.5 26 4.0 16 2.5 42 6.5 Natrona 2,113 2,003 94.8 78 3.7 32 1.5 110 5.2 Niobrara 92 81 88 7 7.6 4 4.3 11 12 Park 772 712 92.2 41 5.3 19 2.5 60 7.8 Platte 371 337 90.8 29 7.8 5 1.3 34 9.2 Sheridan 851 776 91.2 59 6.9 16 1.9 75 8.8 Sublette 299 244 81.6 48 16.1 7 2.3 55 18.4 Sweetwater 1,338 1,241 92.8 72 5.4 25 1.9 97 7.2 Teton 433 366 84.5 40 9.2 27 6.2 67 15.5 Uinta 851 775 91.1 63 7.4 13 1.5 76 8.9 Washakie 328 295 89.9 21 6.4 12 3.7 33 10.1 Weston 244 217 88.9 24 9.8 3 1.2 27 11.1 2008/09 Total 17,460 15,871 90.9 1,005 5.8 584 3.3 1,589 9.1 Albany 807 706 87.5 55 6.8 46 5.7 101 12.5 Big Horn 506 422 83.4 75 14.8 9 1.8 84 16.6 Campbell 1,542 1,419 92 102 6.6 21 1.4 123 8 Carbon 545 339 62.2 14 2.6 192 35.2 206 37.8 Converse 523 450 86 53 10.1 20 3.8 73 14 Crook 267 230 86.1 32 12.0 5 1.9 37 13.9 Fremont 1,419 1,328 93.6 55 3.9 36 2.5 91 6.4 Goshen 398 359 90.2 16 4.0 23 5.8 39 9.8 Hot Springs 154 139 90.3 11 7.1 4 2.6 15 9.7 Johnson 286 264 92.3 19 6.6 3 1.0 22 7.7 Laramie 2,412 2,275 94.3 72 3.0 65 2.7 137 5.7 Lincoln 666 631 94.7 26 3.9 9 1.4 35 5.3 Natrona 2,118 2,028 95.8 73 3.4 17 0.8 90 4.2 Niobrara 91 82 90.1 6 6.6 3 3.3 9 9.9 Park 799 737 92.2 37 4.6 25 3.1 62 7.8 Platte 371 343 92.5 24 6.5 4 1.1 28 7.5 Sheridan 866 793 91.6 57 6.6 16 1.8 73 8.4 Sublette 325 274 84.3 47 14.5 4 1.2 51 15.7 Sweetwater 1,446 1,333 92.2 91 6.3 22 1.5 113 7.8 Teton 439 388 88.4 30 6.8 21 4.8 51 11.6 Uinta 881 798 90.6 64 7.3 19 2.2 83 9.4 Washakie 338 306 90.5 20 5.9 12 3.6 32 9.5 Weston 261 227 87 26 10.0 8 3.1 34 13 2009/10 Total 18,328 16,571 90.4 1,013 5.5 744 4.1 1,757 9.6 Albany 844 729 86.4 43 5.1 72 8.5 115 13.6 Big Horn 508 425 83.7 72 14.2 11 2.2 83 16.3 Campbell 1,658 1,511 91.1 99 6.0 48 2.9 147 8.9 Carbon 574 507 88.3 31 5.4 36 6.3 67 11.7 Converse 537 479 89.2 42 7.8 16 3.0 58 10.8 Crook 261 230 88.1 28 10.7 3 1.1 31 11.9 Fremont 1,472 1,361 92.5 66 4.5 45 3.1 111 7.5 Goshen 452 353 78.1 9 2.0 90 19.9 99 21.9 Hot Springs 188 142 75.5 14 7.4 32 17.0 46 24.5 Johnson 299 279 93.3 13 4.3 7 2.3 20 6.7 Laramie 2,482 2,305 92.9 80 3.2 97 3.9 177 7.1 Lincoln 694 651 93.8 29 4.2 14 2.0 43 6.2 Natrona 2,247 2,156 96 78 3.5 13 0.6 91 4 Niobrara 105 81 77.1 22 21.0 2 1.9 24 22.9 Park 828 765 92.4 38 4.6 25 3.0 63 7.6 Platte 373 347 93 20 5.4 6 1.6 26 7 Sheridan 902 818 90.7 50 5.5 34 3.8 84 9.3 Sublette 341 283 83 49 14.4 9 2.6 58 17 Sweetwater 1,530 1,419 92.7 83 5.4 28 1.8 111 7.3 Teton 517 388 75 30 5.8 99 19.1 129 25 Uinta 896 812 90.6 62 6.9 22 2.5 84 9.4 Washakie 360 303 84.2 29 8.1 28 7.8 57 15.8 Weston 260 227 87.3 26 10.0 7 2.7 33 12.7 2010/11 Total 18,438 16,640 90.2 1,044 5.7 754 4.1 1,798 9.8 Albany 853 732 85.8 56 6.6 65 7.6 121 14.2 Big Horn 509 419 82.3 75 14.7 15 2.9 90 17.7 Campbell 1,717 1,532 89.2 111 6.5 74 4.3 185 10.8 Carbon 594 527 88.7 36 6.1 31 5.2 67 11.3 Converse 532 483 90.8 36 6.8 13 2.4 49 9.2 Crook 265 229 86.4 30 11.3 6 2.3 36 13.6 Fremont 1,484 1,377 92.8 55 3.7 52 3.5 107 7.2 Goshen 448 361 80.6 24 5.4 63 14.1 87 19.4 Hot Springs 206 156 75.7 17 8.3 33 16.0 50 24.3 Johnson 302 280 92.7 13 4.3 9 3.0 22 7.3 Laramie 2,475 2,302 93 83 3.4 90 3.6 173 7 Lincoln 663 623 94 29 4.4 11 1.7 40 6 Natrona 2,227 2,148 96.5 66 3.0 13 0.6 79 3.5 Niobrara 117 86 73.5 28 23.9 3 2.6 31 26.5 Park 842 781 92.8 37 4.4 24 2.9 61 7.2 Platte 371 340 91.6 23 6.2 8 2.2 31 8.4 Sheridan 912 820 89.9 53 5.8 39 4.3 92 10.1 Sublette 347 291 83.9 41 11.8 15 4.3 56 16.1 Sweetwater 1,538 1,421 92.4 81 5.3 36 2.3 117 7.6 Teton 518 385 74.3 39 7.5 94 18.1 133 25.7 Uinta 898 807 89.9 64 7.1 27 3.0 91 10.1 Washakie 366 311 85 25 6.8 30 8.2 55 15 Weston 254 229 90.2 22 8.7 3 1.2 25 9.8 2011/12 Total 18,316 16,469 89.9 1,148 6.3 699 3.8 1,847 10.1 Albany 777 675 86.9 48 6.2 54 6.9 102 13.1 Big Horn 515 419 81.4 81 15.7 15 2.9 96 18.6 Campbell 1,658 1,509 91 120 7.2 29 1.7 149 9 Carbon 605 537 88.8 41 6.8 27 4.5 68 11.2 Converse 541 478 88.4 46 8.5 17 3.1 63 11.6 Crook 278 238 85.6 34 12.2 6 2.2 40 14.4 Fremont 1,502 1,378 91.7 63 4.2 61 4.1 124 8.3 Goshen 416 366 88 27 6.5 23 5.5 50 12 Hot Springs 182 152 83.5 16 8.8 14 7.7 30 16.5 Johnson 307 283 92.2 20 6.5 4 1.3 24 7.8 Laramie 2,470 2,310 93.5 80 3.2 80 3.2 160 6.5 Lincoln 653 611 93.6 34 5.2 8 1.2 42 6.4 Natrona 2,260 2,180 96.5 69 3.1 11 0.5 80 3.5 Niobrara 121 88 72.7 32 26.4 1 0.8 33 27.3 Park 848 791 93.3 38 4.5 19 2.2 57 6.7 Platte 368 335 91 26 7.1 7 1.9 33 9 Sheridan 888 806 90.8 58 6.5 24 2.7 82 9.2 Sublette 360 294 81.7 51 14.2 15 4.2 66 18.3 Sweetwater 1,585 1,441 90.9 101 6.4 43 2.7 144 9.1 Teton 457 392 85.8 39 8.5 26 5.7 65 14.2 Uinta 914 660 72.2 65 7.1 189 20.7 254 27.8 Washakie 345 299 86.7 28 8.1 18 5.2 46 13.3 Weston 266 227 85.3 31 11.7 8 3.0 39 14.7

T GLOVER Research & Planning, WYDWS, 10/12/2012 Appendix D,Table2: Commuting Patterns for All Primary, Secondary, & Special Education School Teachers (SOC 25‐ 2000) in Public Schools in Wyoming, 2007/08 to 2011/12

Total, Intercounty Intracounty Intercounty Interstate and Interstate Workers Workers Workers Workers Employment Total Teacher School Year County Contracts N % N % N % N % 2007/08 Total 7,065 6,416 90.8 538 7.6 111 1.6 649 9.2 Albany 327 290 88.7 21 6.4 16 4.9 37 11.3 Big Horn 212 166 78.3 44 20.8 2 0.9 46 21.7 Campbell 603 551 91.4 49 8.1 3 0.5 52 8.6 Carbon 236 207 87.7 23 9.7 6 2.5 29 12.3 Converse 213 182 85.4 27 12.7 4 1.9 31 14.6 Crook 100 77 77 21 21.0 2 2.0 23 23.0 Fremont 561 527 93.9 27 4.8 7 1.2 34 6.1 Goshen 163 145 89 10 6.1 8 4.9 18 11.0 Hot Springs 58 50 86.2 6 10.3 2 3.4 8 13.8 Johnson 116 105 90.5 11 9.5 0 0.0 11 9.5 Laramie 1,090 1,016 93.2 48 4.4 26 2.4 74 6.8 Lincoln 249 234 94 14 5.6 1 0.4 15 6.0 Natrona 832 785 94.4 40 4.8 7 0.8 47 5.6 Niobrara 39 36 92.3 3 7.7 0 0.0 3 7.7 Park 308 288 93.5 17 5.5 3 1.0 20 6.5 Platte 155 140 90.3 15 9.7 0 0.0 15 9.7 Sheridan 376 347 92.3 25 6.6 4 1.1 29 7.7 Sublette 121 99 81.8 21 17.4 1 0.8 22 18.2 Sweetwater 534 484 90.6 42 7.9 8 1.5 50 9.4 Teton 198 177 89.4 16 8.1 5 2.5 21 10.6 Uinta 352 312 88.6 39 11.1 1 0.3 40 11.4 Washakie 123 108 87.8 10 8.1 5 4.1 15 12.2 Weston 99 90 90.9 9 9.1 0 0.0 9 9.1 2008/09 Total 7,156 6,375 89.1 575 8.0 206 2.9 781 10.9 Albany 331 291 87.9 20 6.0 20 6.0 40 12.1 Big Horn 210 164 78.1 46 21.9 0 0.0 46 21.9 Campbell 613 555 90.5 55 9.0 3 0.5 58 9.5 Carbon 242 132 54.5 7 2.9 103 42.6 110 45.5 Converse 216 181 83.8 30 13.9 5 2.3 35 16.2 Crook 102 77 75.5 24 23.5 1 1.0 25 24.5 Fremont 568 523 92.1 37 6.5 8 1.4 45 7.9 Goshen 161 143 88.8 11 6.8 7 4.3 18 11.2 Hot Springs 59 51 86.4 7 11.9 1 1.7 8 13.6 Johnson 118 104 88.1 14 11.9 0 0.0 14 11.9 Laramie 1,082 1,015 93.8 39 3.6 28 2.6 67 6.2 Lincoln 252 235 93.3 14 5.6 3 1.2 17 6.7 Natrona 841 789 93.8 47 5.6 5 0.6 52 6.2 Niobrara 37 34 91.9 3 8.1 0 0.0 3 8.1 Park 314 291 92.7 20 6.4 3 1.0 23 7.3 Platte 151 138 91.4 13 8.6 0 0.0 13 8.6 Sheridan 377 343 91 32 8.5 2 0.5 34 9.0 Sublette 130 109 83.8 21 16.2 0 0.0 21 16.2 Sweetwater 563 502 89.2 57 10.1 4 0.7 61 10.8 Teton 204 185 90.7 14 6.9 5 2.5 19 9.3 Uinta 359 315 87.7 41 11.4 3 0.8 44 12.3 Washakie 125 109 87.2 12 9.6 4 3.2 16 12.8 Weston 101 89 88.1 11 10.9 1 1.0 12 11.9 2009/10 Total 7,361 6,588 89.5 566 7.7 207 2.8 773 10.5 Albany 342 298 87.1 13 3.8 31 9.1 44 12.9 Big Horn 209 166 79.4 43 20.6 0 0.0 43 20.6 Campbell 640 575 89.8 53 8.3 12 1.9 65 10.2 Carbon 243 214 88.1 23 9.5 6 2.5 29 11.9 Converse 216 192 88.9 22 10.2 2 0.9 24 11.1 Crook 103 80 77.7 22 21.4 1 1.0 23 22.3 Fremont 575 522 90.8 41 7.1 12 2.1 53 9.2 Goshen 169 139 82.2 6 3.6 24 14.2 30 17.8 Hot Springs 68 53 77.9 8 11.8 7 10.3 15 22.1 Johnson 122 112 91.8 8 6.6 2 1.6 10 8.2 Laramie 1,098 1,022 93.1 38 3.5 38 3.5 76 6.9 Lincoln 254 236 92.9 16 6.3 2 0.8 18 7.1 Natrona 860 810 94.2 46 5.3 4 0.5 50 5.8 Niobrara 53 35 66 18 34.0 0 0.0 18 34.0 Park 317 299 94.3 15 4.7 3 0.9 18 5.7 Platte 147 136 92.5 11 7.5 0 0.0 11 7.5 Sheridan 396 353 89.1 26 6.6 17 4.3 43 10.9 Sublette 135 110 81.5 24 17.8 1 0.7 25 18.5 Sweetwater 593 532 89.7 57 9.6 4 0.7 61 10.3 Teton 225 185 82.2 13 5.8 27 12.0 40 17.8 Uinta 363 321 88.4 40 11.0 2 0.6 42 11.6 Washakie 131 109 83.2 13 9.9 9 6.9 22 16.8 Weston 102 89 87.3 10 9.8 3 2.9 13 12.7 2010/11 Total 7,345 6,562 89.3 598 8.1 185 2.5 783 10.7 Albany 347 299 86.2 18 5.2 30 8.6 48 13.8 Big Horn 208 159 76.4 48 23.1 1 0.5 49 23.6 Campbell 655 578 88.2 57 8.7 20 3.1 77 11.8 Carbon 240 205 85.4 29 12.1 6 2.5 35 14.6 Converse 215 194 90.2 18 8.4 3 1.4 21 9.8 Crook 105 80 76.2 24 22.9 1 1.0 25 23.8 Fremont 564 516 91.5 39 6.9 9 1.6 48 8.5 Goshen 171 142 83 16 9.4 13 7.6 29 17.0 Hot Springs 66 51 77.3 8 12.1 7 10.6 15 22.7 Johnson 121 115 95 6 5.0 0 0.0 6 5.0 Laramie 1,087 1,011 93 41 3.8 35 3.2 76 7.0 Lincoln 244 228 93.4 15 6.1 1 0.4 16 6.6 Natrona 879 836 95.1 38 4.3 5 0.6 43 4.9 Niobrara 59 35 59.3 24 40.7 0 0.0 24 40.7 Park 323 304 94.1 13 4.0 6 1.9 19 5.9 Platte 143 130 90.9 13 9.1 0 0.0 13 9.1 Sheridan 371 332 89.5 31 8.4 8 2.2 39 10.5 Sublette 140 120 85.7 18 12.9 2 1.4 20 14.3 Sweetwater 589 527 89.5 56 9.5 6 1.0 62 10.5 Teton 221 183 82.8 18 8.1 20 9.0 38 17.2 Uinta 362 316 87.3 43 11.9 3 0.8 46 12.7 Washakie 134 111 82.8 14 10.4 9 6.7 23 17.2 Weston 101 90 89.1 11 10.9 0 0.0 11 10.9 2011/12 Total 7,378 6,527 88.5 654 8.9 197 2.7 851 11.5 Albany 345 301 87.2 21 6.1 23 6.7 44 12.8 Big Horn 211 154 73 53 25.1 4 1.9 57 27.0 Campbell 633 570 90 61 9.6 2 0.3 63 10.0 Carbon 245 209 85.3 32 13.1 4 1.6 36 14.7 Converse 223 196 87.9 24 10.8 3 1.3 27 12.1 Crook 107 80 74.8 26 24.3 1 0.9 27 25.2 Fremont 585 527 90.1 42 7.2 16 2.7 58 9.9 Goshen 165 143 86.7 18 10.9 4 2.4 22 13.3 Hot Springs 59 46 78 11 18.6 2 3.4 13 22.0 Johnson 125 113 90.4 11 8.8 1 0.8 12 9.6 Laramie 1,108 1,041 94 35 3.2 32 2.9 67 6.0 Lincoln 244 227 93 16 6.6 1 0.4 17 7.0 Natrona 875 835 95.4 34 3.9 6 0.7 40 4.6 Niobrara 66 38 57.6 28 42.4 0 0.0 28 42.4 Park 320 297 92.8 18 5.6 5 1.6 23 7.2 Platte 144 128 88.9 16 11.1 0 0.0 16 11.1 Sheridan 366 326 89.1 37 10.1 3 0.8 40 10.9 Sublette 140 115 82.1 24 17.1 1 0.7 25 17.9 Sweetwater 609 533 87.5 66 10.8 10 1.6 76 12.5 Teton 211 190 90 14 6.6 7 3.3 21 10.0 Uinta 365 260 71.2 40 11.0 65 17.8 105 28.8 Washakie 125 108 86.4 13 10.4 4 3.2 17 13.6 Weston 107 90 84.1 14 13.1 3 2.8 17 15.9

T GLOVER Research & Planning, WYDWS, 10/12/2012 Monitoring Cost Pressures on Teacher Salaries in Wyoming

Report to the Joint Appropriations Committee and the Joint Education Committee

Christiana Stoddard, Ph. D. October 25, 2012 1 Cost Pressures Matter Because They Affect Quality of Teachers Cost pressures are forces that require higher salaries to maintain quality of teaching pool. How is quality of teaching pool determined? Individuals decide to teach considering skills/interests and other employment options. High teaching salaries can attract individuals with better alternative employment options.

2 Monitoring Process There is no “right” level of indicators (teacher salary, exits, number of new positions, applicants) However, changes relative to historical patterns signal cost pressures on districts This report uses methodology of the previous year to allow for these historical comparisons Department of Workforce Services uses richer data so values of metrics vary Overall patterns are consistent

3 Overview of Cost Pressure Indicators Labor Market Indicators measure attractiveness of teaching for individuals choosing a career or for teachers considering career/locations changes. Demographic Indicators signal future demands for hires because of enrollment or retirement; also influence the size of the pool of future potential teachers. Recruitment and Retention Indicators reflect current hiring conditions experienced by districts.

4 Overview of Cost Pressure Indicators

Labor market and Demographic indicators: 1. Changes in the ratio of teaching wages relative to wages of comparable professionals 2. Changes in the ratio of teaching wages in Wyoming to teaching wages in other states 3. The trends in student enrollment 4. The trends in teacher retirement 5. The fraction of new hires

5 Overview of Cost Pressure Indicators

Recruitment and Retention Indicators: 6. Retention rates of current teachers 7. Number of applicants per full time position 8. Percent of districts hiring first choice applicant 9. Percent of districts reporting “very easy” or “somewhat easy” to hire high quality applicants

SOURCES OF COST PRESSURE: LABOR MARKET AND DEMOGRAPHIC INDICATORS

7 Indicator 1: Changes in the ratio of teaching wages and wages in other professional and technical occupations Measures changing attractiveness of teaching relative to comparable professions in the state Available each quarter from OES

8 Wages trends for WY teachers compared with other occupations are similar to past

Source: Occupational Employment Statistics (OES) 9 Ratio remains high relative to other states

Source: Occupational Employment Statistics (OES) 10

Indicator 2: Changes in ratio of teaching wages in WY to teaching wages in other states

Two thirds of WY teachers have a BA from another state Trend reflects changing attractiveness of teaching in WY relative to other states Projections for current school year available in spring from National Education Association

11 Trends in WY and other states similar to recent years

Source: National Center for Education Statistics, National Education Association 12 Adjacent states show few changes in last year

Source: National Center for Education Statistics, National Education Association 13 Indicator 3: Trend in Student Enrollment Rising student enrollment can lead to more new positions Data from WY Department of Education student enrollment numbers, projections from NCES WY has experienced rising student enrollment beginning in 2006

14 Projected rise in enrollment next four years to past five

Source: National Center for Education Statistics 15 Indicator 4: Trend in teacher retirements Rising percent of teachers age 60 and up beginning in 2000 Teachers retire at both younger and older ages than other workers About 22% of those 60 and older exit each year; 15% of ages 55 and older

16 Exit rate of retirement age teachers similar to past

Exit Rate for Teachers Ages 60 and Older .35 .3 .25 .2 .15 Fraction Teachers Exiting .1 .05 2000 2002 2004 2006 2008 2010

17 2011-12 Number of Teachers

Age 50 188

51 192

52 217

53 224

54 214

55 237

56 201

57 190

58 188

59 189

60 168

61 130

62 91

63 69

64 62

65+ 99 18 Trend in predicted future retirement exits is similar to past trend

Number of Actual and Predicted Exits WY Teachers of Retirement Age 250 200 150 100 50 0

2000 2005 2010 2015

Teachers Age 55+ Teachers Age 60+

19 Indicator 5: Percent New Hires Percent new hires is a combination of new positions, teacher retirement, exit for other reasons In spite of increasing enrollment and retirement, percent of new hires has remained relatively constant This is due to few exits for other reasons

20 Percent of new hires has remained relatively constant

Source: WY Department of Education Staffing Files 21

OUTCOMES OF COST PRESSURE: RECRUITMENT AND RETENTION INDICATORS

22 Indicator 6: Teacher Retention Rates Are districts having trouble retaining high quality teachers? Quantity based measure available: Overall retention rate % new teachers (0-3 years experience) exiting % mid-career (4-20 year) teachers exiting

23 Trend in exit rates largely stable, slight rise in last two years

Source: WY Department of Education Staffing Files 24 District Reported Reasons for Vacancies 2009-10 2010-2011 2011-12 Former teacher retired 20% 22% 30% New position/course 23% 19% 14% Former teacher 27% 25% 22% transferred within district/promoted Former teacher 20% 18% 18% transferred out of district Former teacher left 6% 6% 4% profession Source: WY Department of Education Vacancy files 25 Indicators 7-9: District Recruitment Measures Number of applicants per positions Percent districts hiring first choice Percent reporting “very easy” or “somewhat easy” to hire high quality Historical comparisons somewhat problematic • newer survey • districts appear to report differently, especially applicants • number of vacancies and number of new hires in Staffing data not consistent

26 2010-2011 2011-12 Average number applicants, all 26 30 position Average number applicants, full 30 35 time Hired first choice, full time 93% 94% positions Very difficult to attract high quality 9% 15% applicants, full time positions Somewhat difficult, full time 13% 20% Somewhat easy, full time 30% 28% Very easy, full time 48% 36%

Source: WY Department of Education Vacancy files 27 SUMMARY OF CURRENT STATUS AND MONITORING PROCESS IN FUTURE

28 Summary Labor Market Indicators from this Report and DWS  Teaching wages remain competitive with wages in comparable occupations in Wyoming; no changes in the trend  Teaching wages remain competitive with other states in the region, with a 25% premium.  A few states have improved relative to Wyoming in the last few years, but remain well below Wyoming average salaries  A few districts have lower salaries  Individuals who exit teaching typically earn less than in their previous teaching job 29

Summary of Demographic Indicators  Student enrollment has increased and is projected to increase for the next several years. Trends are similar to past.  About twenty percent of teachers are age 55 and older, as in the last 5 years.  The ageing of the baby boom with continue to result in high retirement exits for the next 5 years, but at levels predicted to be similar to 2007-2010.  Districts will have to replace retirements in competition with other occupations also experiencing high retirements. 30

Summary of Recruitment and Retention Indicators  Teacher turnover remains relatively constant at about 9 percent since 2000.  Turnover compares favorably with other occupations in Wyoming.  The last two years have seen a slight increase in teacher exits (from 7 to 9 percent).  Very few vacancies from teachers leaving profession.  Number of applicants remains high; 94% filled with first choice. Increase in reporting difficulty attracting “high quality” applicants.

Monitoring Cost Pressures in the Future Changes relative to historical patterns signal pressure Often have year-to-year fluctuations, so a single year change may not require broad policy response If multiple indicators change, teacher quality more likely to be affected However, large single year changes should be investigated to ensure are not related to new

patterns 32

Monitoring Cost Pressures in the Future Time consistent, high quality data is key to identifying changes and to the monitoring process This report used previous methodology to allow for historical comparisons Data mostly came from Department of Education data collections, National Center for Education Statistics estimates

33 Monitoring Cost Pressures in the Future Department of Workforce Services: wage records from UI system for tracking into other professions DWS: detailed comparisons with other fields (e.g., state employees, health) Potential for DWS to analyze retirement behavior with Retirement Board files Potential for DWS to track UW students to monitor changes in students entering teaching

34 Monitoring Cost Pressures in the Future

Have best data for sources of cost pressure and for quantity based outcomes of that pressure Better measures of teacher quality will allow policy makers more insight into how cost pressures affect teachers of different abilities Future metrics of teacher effectiveness to monitor characteristics of those recruited/ retained in teaching

Current Status of Cost Pressures on Teacher Salaries in Wyoming

Report to the Joint Appropriations Interim Committee and the Joint Education Interim Committee

Dr. Christiana Stoddard

October 25, 2012

Overview of Cost Indicators

The 2011 report “Cost Pressures on Teacher Salaries in Wyoming” included several different metrics for monitoring changes in cost pressures on teaching salaries. This report updates the most salient of these metrics.

The following indicators are compiled to provide signals about cost pressures related to labor market trends, demographic patterns, teacher turnover, and district reports about vacancies:

1. Changes in the ratio of teaching wages relative to wages of comparable professionals 2. Changes in the ratio of teaching wages in Wyoming to teaching wages in other states 3. The trends in student enrollment 4. The trends in teacher retirement 5. The fraction of new hires 6. Retention rates of current teachers 7. Number of applicants per full time position 8. Percent of districts hiring first choice applicant 9. Percent of districts reporting “very easy” or “somewhat easy” to hire high quality applicants

CONCLUSIONS

Overall, few indicators changed in significant ways since 2010-11.  Teaching wages in Wyoming remained high relative to other occupations, at about 95 percent of wages in other comparable occupations. The US average and average in neighboring state remained between 75 and 80 percent.  Teaching salaries in Wyoming were about 25 percent higher than in neighboring states, again reflecting no significant change over the last year.  Student enrollment continued to increase slightly, and teacher retirements also increased. However, the rate of change for retirement continues to be similar to the last 5 years.  The number of exits of teachers ages 55 and above are projected to be higher than they were prior to 2007, but in the same range as exits over the 2007-2010 period.  The fraction of new hires and exits of younger teachers increased slightly over the last year.  District reported higher numbers of applicants and 95 percent still report hiring their first choice. However, an increased fraction of districts reported difficulty in attracting high quality applicants.

The indicators are summarized in Table 1. Details about the data used, rationale and measurement for each metric, and trends and detailed tables follow.

2 Table 1: Summary of Indicators of Cost Pressure Sources

Status in 2011-12 Status in 2010 Range 2005-2011

Ratio of teaching wages to other .96 .96 .87-.97 professional and technical occupation wages in WY Ratio of WY average salaries to 1.26 1.25 1.05-1.26 average salaries in region

Student Enrollment growth 1.6% 1% -.4% - 1.6%

Percent Teachers 55 and older 22.4% 22.5% 18.3 – 23.7%

Percent Teachers 60 and older 8.5% 7.9% 6.5 - 8.5%

Exit Rate Teachers Ages 60+ 23.1% 22.1% 18.3 - 23.7%

Percent New Hires 10.1% 7.9% 7.9 - 12.2%

Exit Rate New Teachers (0-3 years 13.4% 12.2% 10.5 - 13.6% of experience)

Exit Rate Mid Career Teachers (4- 5.2% 4.2% 3.9 - 5.2% 20 years of experience)

Number of Applicants per Full 35 30 -- Time Position

Hired First Choice, Full Time 94% 93% -- Position

Percent vacancies where report 64% 76% -- “very” or “somewhat” easy to hire high quality

INDICATOR 1: Ratio of Teaching Wages to Wages of Comparable Professionals

DATA: The U.S. Department of Labor reports salaries by occupation in the Occupational Employment Statistics (OES) survey. This is the most rapidly available source of employment information, making it useful for monitoring current external markets. The disadvantage of the OES data is that it is a survey of employers only, and so it does not include personal characteristics of workers. As a result, the data cannot be used to adjust for workers’ characteristics (e.g., work experience, education, gender, hours of work). However, the 2011 counterpart to these report found that trends in the ratio of teaching wages and non-teaching wages are largely similar even after making adjustments for personal characteristics.

METRIC: Figure 1 reports the trend in teaching salaries in Wyoming compared to the salaries of other workers in the state. This figure shows trends for two different comparison groups. The first group is all other professional and technical workers, a set of occupations defined by OES (OCC Codes 11-000 through 29-999). The second is a select group of comparable occupations that have skills and attributes most like teaching. These are defined by the Economic Policy Institute’s (EPI) based on their analysis of specific skills and attributes of jobs. These occupations are listed in Appendix A.

Figure 2 reports the ratio of teaching wages and wages in other professional and technical occupations in Wyoming, the US as a whole, and other nieghboring states.

CONCLUSIONS: Figures 1 and 2 show minimal change over the last two years in this indicator. As in 2009 and 2010, teaching salaries as of May 2012 were more than 95% of the salaries of other professional and technical occupations or other comparable professions.

In the US on average, teaching wages are less than 80 percent of the wages of other professionals. Economists have noted that this is in part due to the high levels of benefits and low hours and weeks of work in teaching.i As Wyoming’s ratio has remained close to 95% and there has been no change in other states, this metric indicates no current upward pressure.

4 Figure 1: Average Annual Wages for Teachers and Comparable Workers in Wyoming, 2000-2011

Source: U.S. Bureau of Labor Statistics Occupational Employment Statistics (OES)

Figure 2: Ratio of Teacher Wages to Non-Teacher Wages in Professional/Technical Occupations, Wyoming and Other States, 2000-2011

Source: U.S. Bureau of Labor Statistics Occupational Employment Statistics (OES)

5 Indicator 2: Teaching Salary Trends in Other States

DATA: Average teaching salaries for full time teachers are reported in the Digest of Education Statistics, and projections for current annual salaries are reported by the National Education Association each spring. This represents the most current source of teaching salary information from other states.

METRIC: State and local governments in many areas have experienced difficult fiscal conditions in recent years, affecting teaching salaries and benefits across the country. Changes in the compensation and working conditions in the region also could potentially affect salaries in Wyoming, particuarly if salaries in other states begin rising more rapidly in the future.

Figure 3 reports the average teaching wages in Wyoming, in adjacent states, and in the US as a whole for the 2000-01 through 2011-12 school years. Figure 4 provides these teaching wages for each individual neighboring state.

CONCLUSIONS: Figures 3 and 4 show that average wages in Wyoming continue to track just slightly above US average teaching wages after the abrupt rise in 2006. Figure 4 shows that between the 2009-10 and 2010-11 school years, teaching salaries in Utah and South Dakota both increased, but this trend did not persist to 2011-12. This metric shows no significant change in the last year.

Figure 3: Trend in Teacher Wages in Wyoming and other States, School Years 2000-01 through 2011-12

Source: Digest of Education Statistics, 2012; National Education Association, Estimates of School Statistics, 1959-60 through 2011-12

6 Figure 4: Trend in Teacher Wages in Wyoming and Adjacent States, School Years 2000-01 through 2011-12

Source: Digest of Education Statistics, 2012; National Education Association, Estimates of School Statistics, 1959-60 through 2010-11

7 Indicator 3: Trend in Student Enrollment

DATA: The U.S. Department of Education has released projections of student enrollment for each year through 2020.

METRIC: Stress on salary is generated through a combination of how many people are interested in teaching and how many teachers districts need to hire. With few openings and many applicants, districts can be more selective in hiring, and as a result cost pressures are lower. One source of new positions is rising student enrollment.

Figure 5 shows the past trends and future projections for student enrollment. Student enrollment in Wyoming peaked in 1995, and then fell, followed by a subsequent rise of about 1 percent per year beginning in 2006. The red line in the graph indicates the years after which the enrollment figures are projections.

CONCLUSIONS: Based on Department of Education projections, student enrollment is predicted to continue to rise at about 1 percent per year through 2015 and then will plateau.

Figure 5: Trend in Student Enrollment in Wyoming, Actual and Projected Enrollment 1990-2020

Source: Digest of Education Statistics, 2012

8 Indicator 4: Trend in Teacher Retirements

DATA: The Wyoming Department of Education Staffing Files (WDE 602) include the age of teachers. By merging these staffing files across years, the data indicate when a teacher of retirement age left teaching. Department of Workforce Services has a more detailed analysis of these files, correcting dates of birth using driver’s license records and including comparisons with other occupations. The following data are provided to aid comparison with previous reports.

METRICS: Figure 6 shows the exit rate of teachers ages 60 and older. Figure 7 shows the age profile of teachers in the 2000-01 school year in blue and in the 2011-12 school year in red. Table 2 shows the fraction of teachers of retirement age.

Table 3 combines exit patterns by age and the current age profile of teachers to calculate a simple projection of number of exits of teachers ages 55 and older through 2016. These projections are a mechanical calculation to illustrate only the effect of demographics. As such, they assume no net hires in Wyoming of teachers age 50 and older. For example, in the 2011-12 school year, there are 1624 teachers ages 55 and older. If 15 percent of them exit (the average exit rate over the past 10 years), there will be 243 exits. In the 2012-13 school year, the teachers who were 54 in 2011-12 have now turned 55 and are added to the remaining projected population of teachers ages 55 and older. Exits are again assumed to be about 15 percent of this population. The calculations are included in Appendix B.

CONCLUSIONS: Figure 6 shows that the exit rate of teachers ages 60 and older showed no significant change in the last year, remaining at just below 25 percent. (About 15 percent of teachers of age 55 and older retire each year.)

Figure 7 shows that the large baby-boom bubble has flattened over time through attrition. Teachers are somewhat more likely to retire at both younger and older ages than in other professions. As a result, the height of the baby-boomer “bubble” in 2000 is much steeper than in 2009 because retirements have been “smoothed out” across more ages. Because many teachers retire before age 65, the leading edge of the retirement boom has already been affecting the teaching profession. Table 3 illustrates this, showing that the fraction of teachers of age 55 and older doubled between 2000 and 2007, but has remained relatively constant since then.

Table 3 shows that the number of exits of teachers ages 55 and older is projected to remain roughly about the same level as from 2007-2010, averaging about 240 exits a year. Relatively more of these are projected to be older teachers aged 60 and older.

Figure 6 Fraction of WY Teachers of Retirement Age Exiting Teaching, 2000-2010

Source: WY Department of Education Staffing files (WDE 602)

Figure 7: Percent of Teachers of Each Age, 2000 and 2011

Source: WY Department of Education Staffing files (WDE 602)

10 Table 2: Fraction of Wyoming Teachers Near Retirement Age Fraction Fraction Fraction Ages 55+ Ages 60+ Ages 65+ 2000-01 11.7 2.4 .2 2001-02 13.2 2.8 .3 2002-03 15.2 2.9 .2 2003-04 16.5 3.6 .3 2004-05 17.8 4.2 .4 2005-06 19.2 4.8 .6 2006-07 20.8 5.9 .7 2007-08 22.0 6.5 .9 2008-09 22.4 7.0 .9 2009-10 22.4 7.4 1.1 2010-11 22.5 7.9 1.2 2011-12 22.4 8.5 1.2 Source: WY Department of Education Staffing files (WDE 602)

Table 3: Actual and Projected Number of Exits of Teachers of Retirement Age Number exiting Number exiting Age 55+ Age 60+ 2000 127 41 2001 144 50 2002 145 39 2003 148 51 2004 154 56 2005 176 64 2006 183 88 2007 265 110 2008 202 89 2009 232 120 2010 265 139 2011 244* 142* 2012 239* 153* 2013 237* 136* 2014 234* 148* 2015 228* 160* 2016 222* 178* Source: WY Department of Education Staffing files (WDE 602) *Indicates projected exits. See Appendix B for calculations of projected exits.

11 Indicator 5: Percent of New Hires

DATA: Wyoming Department of Education Staffing Files (WDE 602).

METRIC: The net combination of student enrollment, teacher retirements, and teacher exits for other reasons results in the percentage of new hires. Policy changes, like class size reductions, would also influence this percentage. An abrupt increase in the percent of new hires may therefore warrant more monitoring of salaries to ensure that salaries are sufficient to recruit these additional teachers.

Figure 9 reports the past pattern of new hires.

CONCLUSION: The fraction of teachers who are a new hire has remained stable at about 10 percent over the last 10 years, with a slight decline in recent years. This speaks to the falling turnover rates of teachers in Wyoming for other reasons than retirement. The percentage of new hires has not shown any significant change in recent years.

Figure 9: Percent of Teachers who are New Hires, Wyoming 2000-2010

Source: WY Department of Education Staffing files (WDE 602)

12 Indicator 6: Retention Rates of Current Teachers

DATA: Wyoming Department of Education Staffing Files(WDE 602) and Vacancy Files (WDE 633).

METRIC: Some turnover is inevitable, and even desirable, as it takes some experience in the classroom to determine if teaching is a good fit, and retaining less effective teachers is not an optimal outcome. Nevertheless, a sizable increase in turnover rates could indicate changing labor market conditions for teachers.

Figure 10 provides trends in exit rates for teachers overall, for teachers with 0-3 years of experience, and with 4-20 years of experience. Table 4 provides a list of all of the exit rates and percentage of new hires. Table 4 reports results from district surveys of vacancies.

CONCLUSIONS: Figure 10 and Table 4 shows that exit rates have been fairly stable, with about 9 percent leaving the profession each year. Exit rates were at their historical low point in 2008 and have risen the past two years, although they remain well within historical ranges. However, the recent uptick indicates a need for continued monitoring of this indicator.

Table 5 reports detailed information from districts about vacancies. This data was collected for the 2009-10 through 2011-12 school years. Vacancies rose between 2010-11 and 2011-12, although as noted earlier, as a percentage of all teachers, the number of vacancies remained similar. An increased proportion (30 percent) of vacancies were due to retiring teachers. Only 4 percent were due to former teachers who left the profession altogether. Figure 10: Annual Exit Rate of Teacher by Experience Level

Source: WY Department of Education Staffing files (WDE 602)

13 Table 4: Wyoming Teacher Exit Rates and Additional Hires

Percentage of Fraction of Wyoming Teachers Exiting Teachers All 0-3 Years 4-20 Years Age 60+ New Hires teachers Experience Experience 2000-01 -- 9.5 14.0 6.9 27.3 2001-02 10.4 9.0 15.5 5.3 29.4 2002-03 9.4 5.6 13.2 6.2 21.8 2003-04 8.9 8.0 13.5 5.1 23.4 2004-05 10.9 8.2 14.0 4.9 21.5 2005-06 12.1 8.4 13.6 5.6 20.4 2006-07 12.2 7.5 11.0 4.8 22.4 2007-08 10.2 9.0 12.4 5.3 23.7 2008-09 10.8 7.0 10.5 3.9 18.3 2009-10 9.1 7.6 11.1 4.2 22.1 2010-11 7.9 8.9 13.4 5.2 23.1 2011-12 10.1 ------Overall Average 10.2 8.3 12.8 5.2 22.4 Source: WY Department of Education Staffing files (WDE 602)

Table 5: District Reported Causes of Wyoming Teacher Vacancies 2009-10 2010-2011 2011-12

Number of vacancies 1,058 1,083 1,318

Number of full time vacancies 961 854 1,093

Reason for Vacancy—Full Time Positions

Former teacher retired 190 (20%) 192 (22%) 324 (30%)

New position or new course 224 (23%) 165 (19%) 157 (14%)

Former teacher transferred within district or 262 (27%) 213 (25%) 241 (22%) promoted Former teacher transferred out of district 196 (20%) 150 (18%) 193 (18%)

Former teacher left profession 55 (6%) 52 (6%) 47 (4%)

Source: WY Department of Education Vacancy files (WDE 633)

14 Indicator 7: Recruitment Indicators

DATA: Wyoming Department of Education Vacancy district reports (WDE 633)

METRIC: The first metric is the average number of applicants for a position. This figure should be viewed with caution, as many districts appear to have a common pool for several positions, while others report separate applicant counts for positions. ii The second metric is the fraction who report hiring their first choice. The third is the district supervisor’s opinion of how difficult it was to attract qualified applicants. These are reported in Table 6.

CONCLUSIONS: More applicants applied for positions open in 2011-12 than in previous years, although the change was small. Of these, an overwhelming 94 percent were filled with the district’s top candidate—similar to in previous years. About two thirds (64 percent) of districts report that it is “somewhat” or “very easy” to attract high quality applicants, although this represents a decline from previous years.

Table 6: Wyoming District Vacancy Data, 2009-2012 Positions 2009-2010 2010-2011 2011-12

Average number applicants, all 28 26 30 positions Average number applicants, full 30 30 35 time Hired first choice, full time 94% 93% 94% positions Very difficult to attract high quality 8% 9% 15% applicants, full time positions

Somewhat difficult, full time 15% 15% 20%

Somewhat easy, full time 33% 30% 28%

Very easy, full time 43% 46% 36%

Source: WY Department of Education Vacancy files (WDE 633)

15 Appendix A: Comparable Professional and Technical Occupations

Teacher salaries reported in the Occupational Employment Statistics are compared to the salaries of other professional and technical occupations. These include occupation in the following categories:

 Management Occupations (11-0000)  Business and Financial Operations Occupations (13-0000)  Computer and Mathematical Science Occupations (15-0000)  Architecture and Engineering Occupations (17-0000)  Life, Physical, and Social Science Occupations (19-0000)  Community and Social Services Occupations (21-0000)  Legal Occupations (23-0000)  Education, Training and Library Occupations (25-0000) excluding elementary, secondary, and special education teachers (25-2012 through 25-2054)  Arts, Design, Entertainment, Sports, and Media Occupations (27-0000)  Healthcare Practitioner and Technical Occupations (29-0000) The Economic Policy Institute (EPI) identified 16 professional and managerial occupations that it determined to be similar to teaching based on Bureau of Labor Statistic skill ratings. These occupations are

 Accountants and auditors  Underwriters  Personnel training and labor relations specialists  Inspectors and compliance officers, except construction  Architects  Forestry and conservation scientists  Registered nurses  Occupational therapists  Physical therapists  Trade and industrial teachers  Vocational and educational counselors  Archivists and curators  Clergy  Technical writers  Editors and reporters  Computer programmers

16 Appendix B: Projected Numbers of Wyoming Teacher Exits

Projections were made combining the age profile of teachers in 2011 with the historical average fraction of teachers exiting teaching.

For 2000-2010, on average 23.2 percent of teachers ages 60 and older exiting teaching in Wyoming. This ranged between a low of 18.4 percent in 2008 and a high of 29 percent in 2000, with rates between 20 and 24 percent in every other year. An exit rate of 23 percent was therefore deemed to be a conservative estimate of the retirement rate for this age group.

For 2000-2010, on average 15.2 percent of teachers ages 55 and older exiting teaching in Wyoming. This ranged between a low of 13.0 percent in 2008 and a high of 17.6 percent in 2001. An exit rate of 15 percent was therefore deemed to be a conservative estimate of the retirement rate for this age group.

The actual number of exits will be lower if the number of teachers aging into the retirement age cohort is smaller because of attrition before age 55. The actual number of exits could be higher if Wyoming districts hire individuals who are ages 50 and older or if teachers in this age group retire at younger ages than in the past, raising the exit rates.

Age Profile of Teachers in 2011-12 School Year Number of Teachers Age 50 188 51 192 52 217 53 224 54 214 55 237 56 201 57 190 58 188 59 189 60 168 61 130 62 91 63 69 64 62 65+ 99

Projected exits are calculated using this age profile and aging teachers forward, combined with the historical average exit rates.

Projected exits are calculated t years out for ages 55 and older using the formula

Exits2011+t = .15* [(Number teachers age 55 and above)2011+t + (Number teachers Age 55-t)2011

17 Projected exits are calculated t years out for ages 60 and older using the formula

Exits2011+t = .23* [(Number teachers age 60 and above)2011+t + (Number teachers Age 60-t)2011

The calculations of the projections are reported in the following table:

Projected Retained Teachers Turning Total Projected Projected Previous Year 55 Ages 55+ Retained Exits

2011-12 -- -- 1624 1380 244 214 1355 239 1594 2012-13 1380 (# age 54 in 2011) 224 1324 237 1579 2013-14 1355 (# age 53 in 2011) 217 1325 234 1559 2014-15 1342 (# age 52 in 2011) 192 1290 228 1517 2015-16 1325 (# age 51 in 2011) 188 1256 221 1477 2016-17 1289 (# age 50 in 2011)

Projected Retained Teachers Turning Total Projected Projected Previous Year 60 Ages 60+ Retained Exits

2011-12 -- 619 477 142 -- 2012-13 477 189 666 512 153 (# age 59 in 2011) 2013-14 512 188 591 455 124 (# age 58 in 2011) 2014-15 455 190 645 496 148 (# age 57 in 2011) 2015-16 496 201 697 537 160 (# age 56 in 2011) 2016-17 537 237 774 596 178 (# age 55 in 2011)

NOTES i See Podgursky (2003) for an overview of this issue. ii Some districts appear to have reported the total number of applicants for several positions of the same type. This is not adjusted for in this report, as it appears to remain constant over time. Other districts appear to have a running total of all applicants as vacancies come available, so that the first vacancy has the lowest number of applicants, and subsequent vacancies have increasing numbers. For comparison, Jacob (2007) reports about 10 applicants for every position in the Chicago school district.

19 Wyoming Department of Education Cindy Hill, Superintendent of Public Instruction Hathaway Building, 2nd Floor, 2300 Capitol Avenue Cheyenne WY 82002-0050 Phone: 307-777-7673 Fax: 307-777-6234 Website: edu.wyoming.gov

Date: October 22, 2012 To: Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee

From: Jed Cicarelli, School Foundation Program Wyoming Department of Education

Subject: Continued Review of Educational Resources in Wyoming, 2005-06 through 2011-12, Report Update

In accordance with W.S. §21-13-309 (u) and 2011 Wyoming Session Laws, Chapter 185, Section 3, the Wyoming Department of Education (WDE) has completed the fourth annual “Continued Review of Educational Resources in Wyoming, 2005-06 through 2011-12,” (CRERW) report. This memo provides the Legislature with an update on the allocation of school resources in Wyoming school districts as compared to actual funding, using preliminary 2011-12 data submitted by school districts.

The CRERW report provides a comparative analysis of model generated resources and actual district staffing and expenditure data. The WDE collaborates with the LSO, the School Finance Data Advisory Committee (SFDAC), school districts and the public to discuss and implement changes to the methodology and design of the CRERW report. Continuing with the interactive web report format, the current version of the report is available at the following link: http://portals.edu.wyoming.gov/CRERW/.

Report History

In 2007 and 2008, Lawrence O. Picus & Associates provided the Legislature and the WDE with a snapshot look at the use of resources across more than 300 schools in the state that required an in-person visit to all of these schools1. The CRERW report expands on the original analysis to provide stakeholders with a longitudinal look at resource allocations and deployment, by model component, since the 2005 recalibration. The report contains data and information that comes almost exclusively from the WDE’s information management system and provides timely and quality information for the Legislature to make informed school finance decisions.

Summary of Changes

1 Picus, Lawrence O., et.al. Implementing School Finance Adequacy: School Level Resource Use in Wyoming Following Adequacy-Oriented Finance Reform. June 30, 2008. Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 2 of 15

The most recent update includes the addition of preliminary fiscal year (FY) 2011-12 district and model data. As part of the ongoing effort to improve data collection processes, the WDE has worked closely with stakeholders to refine and improve data collection and reporting methods utilized by the CRERW report. For 2011-12 staffing data collections, the WDE implemented new assignment codes and definitions to more accurately reflect district staffing practices. Additional detail was also added to staffing collections to allow districts to report how positions were funded (i.e. state versus federal funds). The culmination of these changes allows district staffing data to be more precisely aligned with funding model allocations. These improvements are most evident in the pupil support, aide, tutor and secretary/clerical staffing analysis.

Observations

Several attachments containing data from the CRERW report are included with this memo, providing state-level resource use comparisons by model component. The data below summarizes observations by model component along with references to the accompanying table(s).

ADM & Demographics • Average Daily Membership (ADM) in Wyoming has continued to rise every year since the 2005 recalibration to 88,626 in 2011-12. The total number of schools increased slightly from 2010-11 to a total of 350 in 2011-12, yet remains below the total of 362 in school year 2005-06 (tables I-1 and I-2). • The proportion of students eligible for the federal free/reduced lunch program, designated as English Language Learners (ELL) or receiving special education services is relatively unchanged since 2010-11 (table II-1). • Consistent with other states in the region, Wyoming experienced an increase in students eligible for the free/reduced lunch program in 2009-10 according to data from the National Center for Education Statistics2. Wyoming remains below the national level and is the second lowest in the region (table II-2).

Staffing Analysis • For 2011-12, the funding model provided approximately 656 more FTE teachers than employed by Wyoming school districts (table III-4). • While elementary schools continue to employ fewer teachers than provided for in the funding model, the variance between reported staffing data and model generated elementary teachers has decreased by nearly 113 FTEs from the prior year. This suggests that districts have hired more elementary teachers since the 2010-11 school year (table III-E.0).

2 U.S. Department of Education, National Center for Education Statistics, “Digest of Education Statistics: 2011” Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 3 of 15

• Wyoming schools utilize fewer certified librarians, nearly 152 fewer in school year 2011- 12; however, the data suggests districts are utilizing more non-certified staff to service the library/media centers (table III-4). • Wyoming school districts do not utilize certified tutors to the extent that they are provided for in the funding model. Table III-4 contains actual-to-model staffing differences for school and district level assignments. • Even with improvements to staff data reporting that allowed state funded positions to be distinguished from federally funded positions, the data indicates that Wyoming schools continue to utilize instructional aides (non-certified), primarily in elementary and K-8 schools, a resource not allocated within the funding model (table III-4). • For school year 2011-12, school districts employed less district secretarial/clerical staff than the funding model provides (table III-7). The shift from previous years’ analysis is attributable to refinements in staff data reporting that specifically identifies staff funding sources, position codes and extra duty assignments.

Class Sizes Class size analysis studies the effect of class size on student performance, with research indicating that smaller class sizes in core subjects lead to increased student performance3. During the 2010 recalibration process, members of the Select Committee on School Finance Recalibration asked for an analysis that reflects “real” experiences in Wyoming’s small, medium and large districts. The concern has been that certain numbers in large districts would mask realities in small districts. Average class sizes reported in CRERW report versions prior to 2009- 10 were identified as class-centric averages, rather than student-centric averages required for accurate analysis. Class-centric averages were calculated by summing the student counts in all classes and dividing by the total number of classes. Student-centric average class sizes, used in report versions 2009-10 and beyond, are calculated by summing the class size (or average class size) attended by each student and dividing by the total number of students4. At its core, the student-centric approach consists of identifying the observed student-to-teacher ratio experienced by each student, and then calculating the average of these observations. Class size analysis within the CRERW report utilizes the student-centric approach for grade bands as they relate to the funding model.

House Enrolled Act 98 of the 2011 general session implemented the requirement that districts maintain an average student-teacher ratio of 16:1 for all classes in kindergarten through the third grade. Preliminary 2011-12 data contained within the CRERW report reflects district efforts to meet the class size requirement. While W.S. §21-13-307(a)(iv) requires a 16:1 ratio for grades K-3, the class size calculations contained within the CRERW report reflect a wider scope based on the following model categories:

3 Odden, Allan, et.al. An Evidence-Based Approach to Recalibrating Wyoming’s Block Grant School Funding Formula. November 30, 2005. 4 Strang, Gilbert. Calculus. Wellesley-Cambridge Press Copyright 1991, page 211. Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 4 of 15

1. Elementary (K-5/6) 2. Jr. High/Middle School a. Jr. High: schools serving grades 7 and 8 with the option of serving 6 and/or 9 b. Middle School: schools that serve grades 7 and 8 and may include grades 5 and 6 3. High School (9/10 - 12) 4. Alternative (K-8/9, 6/7-12, K-12, etc.)

Additional information and analysis specific to the K-3 grade band and W.S. §21-13-307(a)(iv) can be found at the following link: http://edu.wyoming.gov/DataInformationAndReporting/16_1_Waiver_K_3_Student_Teacher_ Ratio.aspx

Funding model class sizes (for non-alternative schools with model ADM greater than 49) are 16 students for grades kindergarten through five and 21 students for grades six through twelve. In cases where grade band levels have 49 or fewer model ADM, the model provides minimum teacher resources of 1 teacher for every 7 model ADM. Average “core” class sizes in elementary, middle, high and alternative schools are listed in table IV-5.

• Elementary schools average slightly less than 19 students across all elementary schools. • Average class sizes in elementary schools have decreased slightly since 2010-11. The decrease is likely due in part to district efforts to meet the 16:1 mandate5. • Average core class sizes of middle schools increased from 18.75 in school year 2010-11 to 20.77 for 2011-12. • Average core class sizes of high schools remained relatively unchanged at 19.37. • Small and midsize elementary schools have average class sizes lower than the 1 teacher for every 7 and 16, respectively, students provided for in the funding model. However, large elementary schools have average class sizes over 19 students, with the largest average class size being nearly 20 students (table IV-1).

Salaries Analysis • Beginning with the first year of the 2005 recalibrated model, Wyoming’s average district salaries have exceeded the average salaries provided for in the funding model (table V- I). • Wyoming’s average teacher salary of $57,222 (according to NEA estimates)6 was higher than all of the regional states and higher than the national average (16th highest in the nation) on an unadjusted basis (table V-2). According to NEA estimates, on a cost

5 W.S. §21-13-307(a)(iv) 6 National Education Association, “Rankings & Estimates, Rankings of the States 2011 and Estimates of School Statistics 2012” December 2011. Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 5 of 15

adjusted basis, Wyoming average teacher salaries are the sixth highest in the nation, down from the second highest in 2010-11. • When Wyoming’s lower than average pupil-teacher ratios and average class sizes are coupled with Wyoming’s higher-than-average teacher salaries, Wyoming schools should continue to be extremely competitive in attracting and retaining the best and brightest teachers. • When comparing other staff category salaries, all have increased a minimum of 26 percent (from 2005-06 to 2011-12), with the highest increase coming to business managers with over 50 percent (table V-8). • Secretarial/Clerical staff salaries show the smallest variance at 2 percent less than the average salary provided for in the funding model (table V-10). Assistant superintendent salaries continue to have the largest variance at 43 percent higher average salaries than the funding model (table V-7).

Expenditures Analysis • Wyoming’s estimated current expenditures per enrolled student in 2011-12 were sixth highest in the nation and over $5,700 per student higher than the nearest state in the region7 (table VI-6). • Funding for “non-staff” categories (i.e., professional development, technology and supplies, central office and miscellaneous costs, etc.) in the funding model exceeded district-reported expenditures in every year since the 2005 recalibration (table VI-8).

A more in-depth look at resource use in Wyoming school districts by model component (district- or school-level) can be accessed via the interactive web report at the following link: http://portals.edu.wyoming.gov/CRERW/.

Summary of Findings

Trends have remained relatively unchanged from previous versions of the CRERW report. The following is a summary of findings:

• Elementary schools employ fewer teachers than provided for in the funding model resulting in larger average class sizes than communicated throughout several rounds of professional judgment panels and suggested through research; • Large elementary schools employ a greater number of aides than generated by the funding model; • School districts do not employ tutors to the extent they are allocated in the funding model;

7 National Education Association, “Rankings & Estimates, Rankings of the States 2011 and Estimates of School Statistics 2012” December 2011. Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 6 of 15

• Wyoming’s average teacher salaries remain among the highest in the nation and would appear to be extremely competitive in attracting and retaining the best and brightest teachers; • Wyoming expenditures per pupil are among the highest in the nation; and • Funding for non-staff categories in the funding model exceeded district-reported expenditures in every year since the 2005 recalibration.

Next Steps

The WDE is committed to the process of reformatting the existing online version of the CRERW report to provide users with additional functionality. The next release of the online report will improve upon the format of the report and provide a more “user-friendly” navigation. The WDE will also continue to work with stakeholders to indentify and implement opportunities for refinement and detail. Additionally, the following are the next steps to continual review of education resources in Wyoming:

1. Update data online to include adjudicated 2011-12 expenditure data; 2. Release an updated version of the web-based report; and 3. Develop and deploy a district summary that contains data from each of the major components of the CRERW report.

As the public’s need and desire for information about the performance of schools grows, we will continuously improve the CRERW report, present updates and add supplementary information. The full report can be found at the following link: http://portals.edu.wyoming.gov/CRERW/. The WDE looks forward to providing the Legislature with more information in the future. Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 7 of 15

Table I-1: Average Daily Membership (ADM) by Type of School

2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 Total ADM 83,078 83,338 83,937 84,771 85,958 86,538 87,334 88,626 Percent Change -1.0 % 0.3 % 0.7 % 1.0 % 1.4 % 0.7 % 0.9 % 1.5 % Elementary 39,663 39,845 40,547 41,648 42,683 43,220 43,795 44,572 Middle / Junior High 17,885 17,959 17,801 17,532 17,378 17,559 17,393 17,375 High 22,000 21,977 21,948 21,528 21,232 20,985 21,360 21,846 K-12 461 520 509 702 904 1,059 1,185 1,191 K-8 1,108 982 1,070 1,077 1,112 1,041 1,062 1,112 Secondary 921 941 941 1,238 1,571 1,638 1,654 1,591 Alternative 1,039 1,115 1,121 1,046 1,077 1,035 886 939

Source: WDE600 – WISE Attendance and Membership Report

Table I-2: Number of Schools by Type of School

2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 Number of Schools 362 363 359 354 347 349 348 350 Elementary 198 197 191 190 188 190 190 192 Middle / Junior High 64 66 66 62 59 59 58 58 High 59 60 60 56 53 53 53 53 K-12 3 3 3 5 6 7 8 8 K-8 18 16 18 18 16 15 14 14 Secondary 5 5 5 7 9 9 9 9 Alternative 15 16 16 16 16 16 16 16

Source: WDE608 - School Information Update

Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 8 of 15

Table II-1: Average Statewide School Demographics

2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 Percent Free & Reduced Lunch 32.0% 30.0% 30.1% 30.9% 35.0% 36.9% 37.0% Percent ELL 3.7% 3.6% 3.2% 2.9% 2.4% 2.9% 3.0% Percent Special Ed 13.9% 13.9% 13.8% 14.0% 14.2% 14.2% 14.3% Time Spent in Mainstream Classroom 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 >80% 7.8% 8.0% 8.2% 8.4% 8.5% 8.7% 9.0% 40% - 79% 4.5% 4.3% 4.0% 4.1% 4.1% 4.0% 4.0% <40% 1.3% 1.2% 1.2% 1.2% 1.2% 1.1% 1.0% % Other Placement 0.4% 0.5% 0.4% 0.4% 0.4% 0.4% 0.4%

Source: WDE425 – WISE Special Education Fall Snapshot; WDE684 – WISE Certified/Course/Student Data

Table II-2: Number and Percentage of Public School Students Eligible for Free or Reduced-Price Lunch

State or Jurisdiction 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 United States % 42.0% 42.4% 42.9% 44.6% 47.5% Colorado 31.5% 33.1% 34.2% 34.8% 35.4% 38.4% Idaho 39.5% 38.1% 37.6% 37.2% 39.7% 43.0% Montana 34.3% 35.1% 35.6% 36.2% 37.0% 40.0% Nebraska 34.8% 34.7% 36.5% 37.4% 38.5% 41.3% North Dakota 29.1% 29.6% 30.3% 31.2% 31.6% 33.8% South Dakota 30.0% 32.0% 30.3% 29.9% 35.3% 37.6% Utah 32.4% 32.3% 30.9% 32.8% 31.6% 42.1% Wyoming 32.1% 31.6% 29.7% 30.0% 31.0% 35.2%

Source: U.S. Department of Education, National Center for Education Statistics, Common Core of Data (CCD), "Public Elementary/Secondary School Universe Survey," 2000-01, 2005-06, 2006-07, 2007-08, 2008-09 and 2009-10. Table 45: Number and percentage of public school students eligible for free or reduced-price lunch, by state: 2000-01, 2005-06, 2006-07, 2007-08, 2008-09 and 2009-10 http://nces.ed.gov/programs/digest/d11/tables/dt11_045.asp

Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 9 of 15

Table III-4: Statewide School and District Level Differences in Actual to Model Staffing

2007-08 2008-09 2009-10 2010-11 2011-12

Model Actual Diff. Model Actual Diff. Model Actual Diff. Model Actual Diff. Model Actual Diff. Teacher 6,365.9 5,795.3 (570.6) 6,430.0 5,865.0 (565.0) 6,516.3 5,933.0 (583.3) 6,576.6 5,915.0 (661.6) 6,633.6 5,977.1 (656.4) Librarian 265.0 134.5 (130.4) 268.4 130.7 (137.7) 271.6 127.8 (143.8) 274.3 125.8 (148.5) 277.0 124.2 (152.8) Media Tech Staff 131.6 365.0 233.4 130.9 389.6 258.8 130.9 396.7 265.8 130.5 398.6 268.1 132.5 368.6 236.1 Pupil Support 485.0 643.6 158.6 486.6 660.1 173.5 494.5 672.5 177.9 512.3 582.2 69.9 526.6 481.6 (45.0) Aide 586.5 998.9 412.4 593.5 989.0 395.5 602.0 1,005.8 403.8 608.0 992.9 384.9 615.8 875.4 259.6 School Admin 419.8 346.4 (73.4) 417.0 347.0 (70.0) 412.3 352.2 (60.0) 413.6 354.2 (59.4) 415.4 360.0 (55.4) Secretary and Clerical - School 659.7 581.5 (78.2) 666.5 597.0 (69.5) 671.9 609.5 (62.3) 677.2 631.6 (45.5) 684.7 629.8 (54.9) Tutor 319.3 95.8 (223.5) 321.7 104.0 (217.7) 329.6 173.8 (155.8) 347.9 180.9 (167.0) 359.7 147.5 (212.2) Teacher - Not of Record 0.0 70.1 70.1 0.0 83.5 83.5 0.0 88.5 88.5 0.0 95.7 95.7 0.0 79.5 79.5 Instructional Facilitators 235.7 232.0 (3.6) 308.2 292.6 (15.6) 270.0 276.9 6.9 260.7 290.6 29.9 259.3 279.1 19.7

Total 9,468.3 9,263.2 (205.1) 9,622.7 9,458.4 (164.3) 9,699.0 9,636.6 (62.4) 9,801.1 9,567.4 (233.7) 9,904.4 9,322.8 (581.6)

Source: WDE602 – WISE School District Staff Member Collection; Statewide Payment Models FY2007 through FY2012

Table III-7: Statewide District-Level Difference in Actual to Model Staffing

2007-08 2008-09 2009-10 2010-11 2011-12

Model Actual Diff. Model Actual Diff. Model Actual Diff. Model Actual Diff. Model Actual Diff. Central Office Admin 267.4 405.0 137.5 268.9 413.5 144.7 271.1 424.6 153.5 272.9 359.9 87.0 274.9 343.8 68.9 Secretary and Clerical - District 302.7 534.1 231.3 304.5 529.9 225.4 307.4 542.5 235.1 309.7 506.3 196.6 312.1 265.1 (46.9) Operations and Maintenance 1,485.5 1,225.2 (260.3) 1,473.7 1,237.2 (236.6) 1,473.0 1,285.7 (187.4) 1,482.5 1,304.3 (178.2) 1,502.9 1,302.2 (200.7)

Total 2,055.6 2,164.3 108.6 2,047.1 2,180.6 133.4 2,051.6 2,252.8 201.2 2,065.1 2,170.5 105.4 2,089.9 1,911.1 (178.8)

Source: WDE602 – WISE School District Staff Member Collection; Statewide Payment Models FY2007 through FY2012

Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 10 of 15

Table III-E.0: Statewide Elementary Schools Staffing Differences from the Funding Model

2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 Number of Schools 191.0 190.0 188.0 190.0 190.0 192.0 Teacher (382.3) (453.9) (484.2) (504.3) (552.3) (439.5) Librarian (87.3) (89.2) (92.3) (96.0) (97.8) (95.2) Media Tech Staff 119.9 127.5 127.7 130.7 133.3 121.0 Pupil Support 107.9 148.0 150.1 151.0 80.1 17.7 Aide 340.0 327.6 318.1 327.2 308.1 259.5 School Admin (50.5) (52.3) (51.2) (48.9) (49.0) (41.4) Secretary and Clerical - School (55.2) (65.4) (66.8) (66.8) (64.1) (52.2) Tutor (118.9) (115.6) (119.3) (77.5) (92.9) (117.6) Teacher - Not of Record 2.2 52.1 63.8 57.8 60.5 46.6

Source: WDE602 – WISE School District Staff Member Collection; Statewide Payment Models FY2007 through FY2012; WDE608 - School Information Update

Table IV-1: Average Class Size in Elementary Schools by School Size

2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 Elementary Schools 19.76 19.43 19.48 19.55 19.56 19.12 19.18 18.88 Small Schools (≤49 ADM) 6.25 5.66 5.43 5.79 5.56 6.35 6.19 6.17 Midsize Schools (>49-96 ADM) 15.70 14.41 13.84 15.46 13.91 13.52 13.43 13.59 Large Schools (>96 ADM) 20.16 19.80 19.85 19.88 19.89 19.41 19.46 19.17 Large Schools Q1 18.64 18.18 18.62 18.24 18.28 18.35 18.71 18.06 Large Schools Q2 19.31 18.35 18.39 19.01 18.87 18.37 18.29 17.91 Large Schools Q3 20.42 20.24 20.21 20.19 20.26 19.70 20.02 19.88 Large Schools Q4 21.09 20.90 20.93 20.85 20.86 20.26 20.08 19.87

Source: WDE634 – Class Size; WDE638 Course Inventory; WDE684 Teacher/Course/Student Enrollment Note: The model funds elementary class sizes at a ratio of 16:1. Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 11 of 15

Table IV-5: Average Class Sizes in “Core” Classes

2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 Elementary Schools 19.76 19.43 19.48 19.55 19.56 19.12 19.18 18.88 Middle Schools 19.61 19.40 19.28 18.94 19.29 18.65 18.75 20.77 High Schools 20.86 20.34 19.94 19.86 19.50 18.88 19.44 19.37 Alternative Schools 12.83 12.79 11.82 11.92 15.72 9.60 8.66 8.88

Source: WDE634 – Class Size; WDE638 Course Inventory; WDE684 Teacher/Course/Student Enrollment

Table V-1: Comparison of District Average Teacher Salaries and Funding Model Average Salaries

2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 District Average Regular Salary $43,464 $50,892 $52,943 $54,541 $55,779 $56,048 $56,734 Funding Model Average Salary $45,126 $46,840 $48,854 $50,662 $50,662 $50,662 Difference $5,766 $6,103 $5,687 $5,117 $5,386 $6,072 % Difference 12.8% 13.0% 11.6% 10.1% 10.6% 12.0%

Source: WDE602 – WISE School District Staff Member Collection; Statewide Payment Models FY2006 through FY2012

Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 12 of 15

Table V-2[4]: Estimated Average Teacher Salaries In Wyoming and Regional States, Adjusted by the Comparable Wage Index

Average Salary (Estimated National Rank National Rank State 2010-11) (Unadjusted) CWI Adjusted (Adjusted) Wyoming $57,222 16 $64,540 6 Colorado $50,407 27 $53,336 36 Idaho $48,551 34 $59,285 19 Montana $48,546 35 $62,587 11 Nebraska $48,718 32 $57,837 25 South Dakota $39,850 51 $50,756 46 Utah $48,159 38 $52,311 42 United States $56,643 $56,643

Source: National Education Association, NCES Comparable Wage Index Summary Table G: Estimated Average Annual Salaries of Total Instructional Staff and of Classroom Teachers, 2010-11 (Revised) and 2011-12 http://www.nea.org/assets/docs/NEA_Rankings_And_Estimates_FINAL_20120209.pdf CWI: Adjusting Teacher Salaries with the Comparable Wage Index http://bush.tamu.edu

[4] These are estimated average teacher salaries calculated by the National Education Association (NEA). As such, actual reported average teacher salaries in Wyoming (Table V-1) differ from NEA estimates (Table V-2)

Table V-7: Comparison of District Average Assistant Superintendent Salaries and Funding Model Average Salaries

2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 District Average Regular Salary $89,050 $105,140 $109,715 $119,360 $119,681 $120,026 $122,508 Funding Model Average Salary $76,169 $79,063 $82,463 $85,514 $85,514 $85,514 Difference $28,971 $30,652 $36,897 $34,167 $34,512 $36,994 % Difference 38.0% 38.8% 44.7% 40.0% 40.4% 43.3%

Source: WDE602 – WISE School District Staff Member Collection; Statewide Payment Models FY2006 through FY2012

Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 13 of 15

Table V-8: Comparison of District Average Business Manager Salaries and Funding Model Average Salaries

2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 District Average Regular Salary $59,187 $72,854 $77,777 $81,695 $83,009 $85,130 $89,197 Funding Model Average Salary $64,202 $66,642 $69,507 $72,079 $72,079 $72,079 Difference $8,652 $11,136 $12,188 $10,930 $13,051 $17,118 % Difference 13.5% 16.7% 17.5% 15.2% 18.1% 23.8%

Source: WDE602 – WISE School District Staff Member Collection; Statewide Payment Models FY2006 through FY2012

Table V-10: Comparison of District Average Secretary/Clerical Staff Salaries and Funding Model Average Salaries

2005-06 2006-07 2007-08 2008-09 2009-10 2010-11 2011-12 District Average Regular Salary $23,859 $28,145 $29,494 $30,930 $31,962 $32,229 $30,133 Funding Model Average Salary $27,382 $28,423 $29,645 $30,742 $30,742 $30,742 Difference $763 $1,071 $1,285 $1,220 $1,487 ($609) % Difference 2.8% 3.8% 4.3% 4.0% 4.8% -2.0%

Source: WDE602 – WISE School District Staff Member Collection; Statewide Payment Models FY2006 through FY2012

Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 14 of 15

Table VI-6: Current Expenditures Per Pupil, Estimated

Current Expenditures per Pupil Enrolled (Estimated 2010- National Rank State 11) (Unadjusted) Wyoming $16,666 6 Colorado $9,676 33 Idaho $8,323 45 Montana $10,309 27 Nebraska $10,877 26 South Dakota $9,214 39 Utah $6,849 50 United States $10,826

Source: National Education Association Rankings and Estimates Summary Table K: Estimated Expenditures for Public Schools, 2011-12 http://www.nea.org/assets/docs/NEA_Rankings_And_Estimates_FINAL_20120209.pdf

Members, Joint Appropriations Interim Committee Members, Joint Education Interim Committee October 22, 2012 Page 15 of 15

Table VI-8: Differences of Funding Model Non-Staff Resources and District Expenditures

2006-07 2007-08 2008-09 2009-10 2010-11 2011-12

Model Assessment $2,853,152 $2,973,769 $3,128,016 $3,283,886 $3,318,468 $3,354,688 Actual-to-Model ($1,494,261) ($1,537,208) ($1,858,425) ($1,739,262) ($1,567,211) ($1,851,054) Difference Total Exp. as % of Model 47.6% 48.3% 40.6% 47.0% 52.8% 44.8%

Model Central Office and Misc District Costs $26,512,340 $27,633,151 $29,066,460 $30,514,846 $30,836,195 $31,172,759 Actual-to-Model ($338,889) ($971,509) ($493,548) ($2,960,001) ($1,119,351) $691,456 Difference Total Exp. as % of Model 98.7% 96.5% 98.3% 90.3% 96.4% 102.2%

Model Operations and Maintenance $76,773,311 $81,422,391 $83,729,142 $86,440,688 $87,918,237 $93,737,870 Actual-to-Model ($4,489,823) ($5,529,702) ($1,124,851) ($240,683) $534,233 ($3,490,491) Difference Total Exp. as % of Model 94.2% 93.2% 98.7% 99.7% 100.6% 96.3%

Model Professional Development $8,837,447 $9,211,050 $9,688,820 $10,171,615 $10,278,732 $10,390,920 Actual-to-Model ($2,056,568) ($1,032,567) ($1,289,193) ($2,058,335) ($2,735,059) ($2,900,923) Difference Total Exp. as % of Model 76.7% 88.8% 86.7% 79.8% 73.4% 72.1%

Model Student Activities $28,987,467 $29,890,778 $30,973,403 $32,035,068 $31,942,444 $31,583,616 Actual-to-Model ($1,339,347) ($4,857) $1,936,234 $2,804,377 $4,132,334 $5,587,738 Difference Total Exp. as % of Model 95.4% 100.0% 106.3% 108.8% 112.9% 117.7%

Model Technology and Supplies $48,944,568 $51,001,449 $53,622,103 $56,275,105 $56,831,402 $57,465,252 Actual-to-Model ($9,255,726) ($8,841,950) ($3,072,938) ($6,805,905) ($6,060,767) ($7,145,070) Difference Total Exp. as % of Model 81.1% 82.7% 94.3% 87.9% 89.3% 87.6%

Model Utilities $29,529,553 $30,651,676 $31,969,698 $33,152,577 $33,152,577 $34,072,968 Actual-to-Model $1,299,037 $1,729,702 $1,204,122 $359,969 $1,289,490 $420,361 Difference Total Exp. as % of Model 104.4% 105.6% 103.8% 101.1% 103.9% 101.2%

Model Voc Ed Supplies and Equipment $2,623,396 $2,657,875 $2,732,903 $2,848,735 $2,836,097 $2,777,962 Actual-to-Model ($817,604) ($928,501) ($1,099,480) ($1,140,666) ($949,856) ($1,054,848) Difference Total Exp. as % of Model 68.8% 65.1% 59.8% 60.0% 66.5% 62.0%

Source: WDE601 – Annual District Report; Statewide Payment Models FY2007 through FY2012