DOCSLIB.ORG

Rankings & Estimates

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Rankings & Estimates Rankings Estimates& Rankings of the States 2004 and Estimates of School Statistics 2005 NEA RESEARCH JUNE 2005 A limited supply of complimentary copies of this publication are available from NEA Research for state and local associations and UniServ staff by calling 202-822-7400. Additional copies may be purchased from the NEA Professional Library, Distribution Center, P.O. Box 404846, Atlanta, GA 30384-4846. Telephone 800- 229-4200 for price information. This publication may also be downloaded from www.nea.org. Reproduction: No part of this report may be reproduced in any form without permission from NEA Research, except by NEA-affiliated associations. Any reproduction of the report materials must include the usual credit line and the copyright notice. Address communications to Editor, NEA Research. Copyright © 2005 by the National Education Association All Rights Reserved Contents Foreword........................................................................................................................................................... vii Executive Summary............................................................................................................................................ix Part I. Rankings of the States 2004 Highlights ............................................................................................ix Part II. Estimates of School Statistics 2005 Highlights ...............................................................................xi Glossary ........................................................................................................................................................... xiii RANKINGS 2004 ..................................................................................................................1 Technical Notes ...................................................................................................................................................2 Series A—Population...........................................................................................................................................3 Series B—Enrollment and Attendance ................................................................................................................9 Series C—Faculty ..............................................................................................................................................14 Series D—General Financial Resources............................................................................................................24 Series E—Governmental Revenue.....................................................................................................................30 Series F—School Revenue ................................................................................................................................37 Series G—Government Expenditures................................................................................................................44 Series H—School Expenditures.........................................................................................................................50 Index to Rankings Tables...................................................................................................................................59 ESTIMATES 2005...............................................................................................................63 Technical Notes .................................................................................................................................................64 Highlights of Significant Developments in Public School Statistics .................................................................65 1. General Administration..................................................................................................................................69 School Districts...........................................................................................................................................69 2. Students..........................................................................................................................................................71 Fall Enrollment in Public Schools ..............................................................................................................71 Average Daily Attendance..........................................................................................................................72 High School Graduates...............................................................................................................................72 3. Instructional Staff...........................................................................................................................................74 Total Instructional Staff..............................................................................................................................74 Classroom Teachers....................................................................................................................................74 Instructional Staff Salaries..........................................................................................................................75 iii iv Rankings & Estimates 2004–2005 Classroom Teacher Salaries ....................................................................................................................... 76 4. Revenues ....................................................................................................................................................... 80 Total Receipts............................................................................................................................................. 80 Revenue Receipts....................................................................................................................................... 80 Increases in School Revenue...................................................................................................................... 81 5. Expenditures.................................................................................................................................................. 83 Total Expenditures ..................................................................................................................................... 83 Current Expenditures ................................................................................................................................. 83 Current Expenditure per Student in ENR................................................................................................... 84 Capital Outlay ............................................................................................................................................ 84 Interest on School Debt.............................................................................................................................. 84 State Notes for Rankings and Estimates............................................................................................................ 97 References* ..................................................................................................................................................... 101 Framework for Developing State Profiles and Comparisons .......................................................................... 103 Framework for Developing State Statistical Highlights of Public Elementary and Secondary Schools......... 107 User Feedback Form ....................................................................................................................................... 111 Tables and Figures for Rankings Note: Listings of the numerous figure and table titles for Rankings are provided in the introductory matter for each series (e.g., in the section Series A—Population, the titles for Figure A and Tables A-1 to A-11 are shown on page 3). A comprehensive subject index to the Rankings tables begins on page 59. Tables and Figures for Estimates Highlights Table 1. 2004–05 versus 2003–04 Estimates for 50 States and D.C. Statistics of Pub- lic Elementary and Secondary School Districts .......................................................................... 66 Highlights Table 2. Summary of Selected Estimates Data for 2004–05 .......................................................... 67 Table 1.1 Ten-Year Trend in Total Number of School Districts, 1995–2005............................................. 69 Table 1.2 Regional Totals for Operating School Districts, 2004–05 .......................................................... 70 Table 2.1 Ten-Year Trend in Total Public School Enrollment, 1995–2005 ............................................... 71 Table 2.2 Ten-Year Trend in Total Public Elementary School Enrollment, 1995–2005............................ 71 Table 2.3 Ten-Year Trend in Total Public Secondary School Enrollment, 1995–2005.............................. 72 Table 2.4 Ten-Year Trend in Average Daily Attendance, 1995–2005 ....................................................... 73 Table 3.1 Total Instructional Staff, 2003–04 and 2004–05......................................................................... 74 Table 3.2 Ten-Year Trend in Total Instructional Staff, 1995–2005............................................................ 75 Contents v Table 3.3 Ten-Year Trend in Total Number of Classroom Teachers, 1995–2005 ......................................75
Load more

Recommended publications
  • The Tax Treatment of Stock and Retirement Accounts in the OECD
    Savings and Investment: The Tax Treatment of Stock and Retirement Accounts in the OECD FISCAL Daniel Bunn Elke Asen FACT Vice President Policy Analyst No. 766 of Global Projects May 2021 Key Findings • There are two layers of tax on investment income. First, corporations pay the corporate income tax on their profits. Second, shareholders pay an income tax on the dividends they receive (dividends tax) and capital gains they realize (capital gains tax). • On average, in the OECD, long-term capital gains from the sale of shares are taxed at a top rate of 19.1 percent, and dividends are taxed at a top rate of 24.4 percent. • To encourage long-term retirement savings, countries commonly provide tax preferences for private retirement accounts. These usually provide a tax exemption for the initial principal investment amount and/or for the investment returns. • Tax-preferred private retirement accounts often have complex rules and limitations. Universal savings accounts could be a simpler alternative—or addition—to many countries’ current system of private retirement savings accounts. The Tax Foundation is the nation’s leading independent tax policy research organization. Since 1937, our research, analysis, and experts have informed smarter tax policy at the federal, state, and global levels. We are a 501(c)(3) nonprofit organization. ©2021 Tax Foundation Distributed under Creative Commons CC-BY-NC 4.0 Editor, Rachel Shuster Designer, Dan Carvajal Tax Foundation 1325 G Street, NW, Suite 950 Washington, DC 20005 202.464.6200 taxfoundation.org TAX FOUNDATION | 2 Introduction Long-term savings and investment play an important role in individuals’ financial stability and the economy overall.
    [Show full text]
  • Oil and Natural Gas Industry Employment
    INDUSTRYOIL AND PROVIDES NATURAL SIGNIFICANT GAS REVENUESINDUSTRY IN THE EMPLOYMENT UNITED STATES The oil and natural gas sector’s employment footprint is widespread and tangible. Few other industries directly employ individuals in all 50 states and the District of Columbia. Few other industries currently work as hard to increase the number of minority and female employees throughout. And few other industries anticipate such dramatic growth in the coming decades. BACKGROUND: FAST FACTS: The oil and natural gas industry currently supports 10.3 million jobs across the country, thanks in part to its extensive » The natural gas and oil industry supports 10.3 million value chain. Of that group, 2.8 million are working within the jobs. While the industry directly supports only 2.8 million jobs, each job in the industry supports an additional 2.7 industry to help it grow towards an even brighter future, with jobs elsewhere in the economy. an employment picture full of potential. » As a result of retirements and industry growth, the natural gas and oil industry is expected to need to fill up This sector anticipates the need to fill nearly 1.9 million to 1.9 million positions by 2035. IHS has concluded that positions by 2035. This is due to projected industry growth as 38 percent of these openings could be filled by African well as the historic number of retirements expected over the American and Hispanic employees, while 16 percent of next twenty years. Approximately 57 percent of these jobs will the total could be filled by women. 57 percent of the job employ individuals without a formal college education, including opportunities are projected to be blue collar occupations.
    [Show full text]
  • 2015 Employee Outlook and Salary Guide Table of Contents
    2015 EMPLOYEE OUTLOOK AND SALARY GUIDE TABLE OF CONTENTS: Table of Contents ........................................................................................................................... 2 From the Managing Partner ............................................................................................................ 3 About This Guide ...........................................................................................................................4 Relevant Trends in Today’s Job Market .................................................................................. 5 The Economy’s Effect on Hiring and Wages .........................................................................9 Keeping Your Employees Happy and Loyal .........................................................................13 Attracting Highly Skilled Employees and Improving Retention Rates ......................15 Temporary Positions vs. Fulltime ............................................................................................17 How the Affordable Care Act (ACA) Affects Companies ................................................18 Recommended Hiring Plan: Mix of Contract Employees & Core Employees .........19 Working With the Newest Workforce Group – The Millennials ...................................21 Job Descriptions ............................................................................................................................24 Overview of Kavaliro’s Services .............................................................................................43
    [Show full text]
  • Employment and Salary of Nordic Coastal Fishermen
    Nordic Council of Ministers fishermen coastal Nordic and salary of 2017:558 Employment TemaNord Nordens Hus Ved Stranden 18 DK-1061 Copenhagen K www.norden.org EMPLOYMENT AND SALARY OF NORDIC COASTAL FISHERMEN Fishers are often perceived to be poor, and low income levels are used to justify subsidies and other types of direct and indirect income support to maintain coastal communities. In this study we investigate fishers’ income levels in four Nordic countries; Denmark, Iceland, Norway and Sweden for different types of fishers and vessels and in comparison to alternative occupations. The most important result is that fishers in these countries are doing relatively well, and only in Sweden is the fishers’ average income level below the average national income. Within the fleets, there are substantial differences. Owners of coastal vessels tend to have the lowest income, and also lower than crews. Owners as well as crews on larger vessels tend to do much better and in the largest fishing nations, Iceland and Norway, very well. EMPLOYMENT AND SALARY OF NORDIC COASTAL FISHERMEN Employment and salary of Nordic coastal fishermen Max Nielsen, Ayoe Hoff Rasmus Nielsen, Staffan Waldo, Johan Blomquist, Frank Asche, Ole Bergesen, Jónas R. Viðarsson, Sigridur Sigurðardóttir and Ragnheiður Sveinþórsdóttir TemaNord 2017:558 Employment and salary of Nordic coastal fishermen Max Nielsen, Ayoe Hoff Rasmus Nielsen, Staffan Waldo, Johan Blomquist, Frank Asche, Ole Bergesen, Jónas R. Viðarsson, Sigridur Sigurðardóttir and Ragnheiður Sveinþórsdóttir ISBN 978-92-893-5190-4 (PRINT) ISBN 978-92-893-5191-1 (PDF) ISBN 978-92-893-5192-8 (EPUB) http://dx.doi.org/10.6027/TN2017-558 TemaNord 2017:558 ISSN 0908-6692 Standard: PDF/UA-1 ISO 14289-1 © Nordic Council of Ministers 2017 Cover photo: unsplash.com Print: Rosendahls Printed in Denmark Disclaimer This publication was funded by the Nordic Council of Ministers.
    [Show full text]
  • What's Next for Your Hr Career?
    WHAT’S NEXT FOR YOUR HR CAREER? A guide to five possible HR career paths. © 2017 Namely, Inc. TABLE OF CONTENTS INTRODUCTION 3 HR GENERALIST 4 TALENT ACQUISITION SPECIALIST 7 HR DATA ANALYST 10 PAYROLL & BENEFITS ADMINISTRATOR 13 EMPLOYEE RELATIONS MANAGER 16 CONCLUSION 19 2 INTRODUCTION Identifying and pursuing new opportunities in your career is always exciting. The field of HR offers a well-rounded mix of functions that draw on a diverse skill set—from accounting to psychology. Whether you begin your HR career in recruiting, payroll, or even outside the direct scope of HR, the experience you’ll gain in people management will play an important role in your long-term career journey. Good news: the HR profession is fluid. Many practitioners find themselves falling in and out of different practice areas based on the skills they develop and the needs of their companies. HR gives you the opportunity to try new things, switch specializations, and even change the trajectory of your career. With that in mind, in this guide we’ll showcase five possible HR career paths, their job descriptions, and average salaries. We’ve also included expert career advice from professionals in those roles. Ready? Let’s get started. 3 1 HR GENERALIST A 360 degree view of your organization. 4 HR GENERALIST Job Description Generalists have a part to play in nearly all aspects of HR, from recruiting to payroll and everything in between. While this can be a lot of responsibility for one person, the role gives you a 360 degree view of the company.
    [Show full text]
  • Focus on Teacher Salaries: an Update on Average Salaries and Recent Legislative Actions in the SREB States
    DOCUMENT RESUME ED 461 645 SP 040 489 AUTHOR Gaines, Gale F. TITLE Focus on Teacher Salaries: An Update on Average Salaries and Recent Legislative Actions in the SREB States. INSTITUTION Southern Regional Education Board, Atlanta, GA. PUB DATE 2001-06-01 NOTE 6p.; For related reports on teacher salaries, see SP 040 487 and 488. AVAILABLE FROM Southern Regional Education Board 592 10th Street, N.W., Atlanta, GA 30318. Tel: 404-875-9211. Web site: http://www.sreb.org. PUB TYPE Reports Descriptive (141) EDRS PRICE MF01/PC01 Plus Postage. DESCRIPTORS Elementary Secondary Education; *Teacher Salaries IDENTIFIERS Cost of Living Adjustment; Southern Regional Education Board ABSTRACT Focused state efforts have helped teacher salaries in Southern Regional Education Board (SREB) states move toward the national average. Preliminary 2000-01 estimates put SREB's average teacher salary at its highest point in 22 years compared to the national average. The SREB average teacher salary is approximately 90 percent of the national average. Delaware and Maryland have average teacher salaries above the national average. Many SREB states have adopted goals to raise teacher pay over several years. Average salaries in Georgia and North Carolina increased steadily because of multi-year commitments. South Carolina continued its long-term commitment to maintain its salary average at or above the southeastern average. Mississippi passed legislation to increase average teacher salaries 29 percent by year 2005-06. Delaware passed an educator accountability plan in 2000 which included a new, increased salary schedule. Arkansas adopted a 2-year plan to raise teacher pay by $3,000. In Maryland, salary increases are determined through collective bargaining.
    [Show full text]
  • Some Friendly Constitutional Advice
    ON WISCONSIN: SOME FRIENDLY CONSTITUTIONAL ADVICE WILLIAM A. NISKANEN* On reading the Constitution of the State of Wisconsin, I am reminded that one's understanding of a constitution is very dependent on a detailed understanding of the history of the political community for which it is presumably the higher law. In retrospect, when I wrote an article on the proposed constitution for the European Union,1 I had a much better understanding of the relevant European history than my current understanding of the relevant Wisconsin history. So any number of provisions of the Wisconsin Constitution seem odd or puzzling to me, and I ask you to forgive a friendly stranger for my innocent mistakes. I am especially intrigued to understand why the longest section of the constitution is a detailed set of rules about gambling.2 And why several sections describe the authority of state officials to repel an invasion3 or to charge someone with treason,4 not being aware that Wisconsin was ever threatened by invasion or subversion. I. THE STATE OF WISCONSIN As an economist, I am first inclined to survey the economy and government of a state before passing judgment about whether some change in the constitution is likely to be valuable. The data summarized in the following tables, most of which are in the StatisticalAbstract of the United States for 2006,' proved to be the most accessible and helpful. * William A. Niskanen, an economist, is chairman of the Cato Institute in Washington, D.C. He had previously served as a member and acting chairman of the Council of Economic Advisers under President Reagan.
    [Show full text]
  • Investigating Chinese Enterprises and Their Operations in Africa
    African Studies Quarterly | Volume 16, Issue 3-4 | December 2016 Does Chinese Employment Benefit Africans? Investigating Chinese Enterprises and their Operations in Africa TANG XIAOYANG Abstract: The growing presence of Chinese enterprises in Africa has attracted public attention to their employment practices. Critics blame Chinese for not hiring local workers, paying low wages, having precarious working conditions, and providing little training. Addressing these issues, this article first examines the reality of Chinese companies’ employment practices in Africa. Doing so reveals the diversity of Chinese enterprises’ employment patterns and the reasons behind these patterns. The paper argues that the criteria for evaluating the benefits of employment are diverse and related to comprehensive social background. Efforts for improvement need to take various socio-cultural contexts into account. It is through mutual learning and the convergence of various cultural traditions that hiring practices can benefit both Chinese and Africans. Introduction Chinese enterprises have been rapidly expanding their business footprints in Africa. The bi- lateral trade volume between China and Africa has risen from US $29.5 billion in 2004 to US $221.67 billion in 2014, representing an average growth rate of 30 percent per year. China has become Africa’s largest trade partner. The foreign direct investment (FDI) stock from mainland China to Africa reached US$32.35 billion in 2014, over thirty-five times more than the figure merely ten years ago.1 According to China’s Ministry of Commerce (MOFCOM)’s registration database, there were more than 3000 Chinese enterprises operating in Africa as of January 2015.2 With this backdrop of intensifying economic interaction, public opinions and media have paid special attention to the employment practices of Chinese companies in Africa.
    [Show full text]
  • North Macedonia Country Study 2021 Table of Contents
    North Macedonia country study 2021 Table of Contents List of abbreviations 3 Introduction 4 1. How to read this country study 7 2. General country information 8 2.1. Economic indicators 10 2.2. Social, political & governance indicators 11 2.3. Income and poverty 11 2.4. General human rights situation 13 3. Relevant Stakeholders 13 4. Garment Industry 18 5. Industrial relations 20 6. Implementation of the FWF Code of Labour Practices 28 6.1. Employment is freely chosen 28 6.2. Freedom of association and the right to collective bargaining 31 6.3 No discrimination in employment 34 6.4. No exploitation of child labour 37 6.5 Payment of a living wage 39 6.6. No excessive working hours 44 6.7. Safe and healthy working conditions 47 6.8. Legally binding employment relationship 52 Sources used in this country study 58 2 North Macedonia country study 2021 List of abbreviations BCM Business Confederation of Macedonia CBA Collective bargaining agreement CMT Cut, make and trim ESC Economic and Social Council FDI Foreign direct investment FES Friedrich-Ebert-Stiftung GCA General collective agreement GDP Gross domestic product ILO International Labour Organization KSOM Confederation of Trade Union Organizations of Macedonia KSS Confederation of Free Trade Unions of Macedonia La Strada Open Gate Association for Action Against Violence and Trafficking in Human Beings LGBTI Lesbian, gay, bisexual, transgender, and/or intersex LESC Local Economic and Social Council MKD Macedonian Denar (official currency of North Macedonia) MLSP Ministry of Labour and
    [Show full text]
  • Western New York ECONOMIC NEWS Richard J
    Western New York ECONOMIC NEWS Richard J. Wehle School of Business Canisius College https://www.canisius.edu/academics/programs/economics/economics-wny-economic-news Volume 22, Number 3 September 2019 The national unemployment rate stood at 3.7% in August 2019 and the economy continues to add jobs. In spite of healthy labor markets and positive GDP growth led by consumer spending suggesting a strong economy, the FOMC lowered the federal funds target rate by 25 basis points. The Fed’s easing along with the trade war with China, the inverted yield curve and low growth or recession in the rest of the world are causes for caution concerning the national economy. Local employment continued its steady post-recession growth, though at a place slower than the rest of the nation. Average annual pay remains about 14% lower than the national average. The National Economic Outlook Real GDP during the second quarter of 2019 showed the economy growing by 2.0%, slowing from the 3.1% rate during 2019:Q1. Growth was fueled by consumption expenditures, as well as federal, state and local government expenditures. Private inventories, exports, residential and non-residential fixed investment declined from the previous quarter and were a drag on GDP growth. Figure 1 shows real GDP growth rates over the past ten years. The national unemployment rate has been below 4% since February 2019 and stood at 3.7% in August 2019. Monthly additions to non-farm payrolls have averaged a little over 158,000 during 2019. Both the U.S. unemployment rate and the payroll employment series over the period 2007-2019 are shown in Figure 2.
    [Show full text]
  • Report Referring to the Human Resources Costs
    R E P O R T referring to assess the costs related to health human resources Designed by Oleg Galbur consultant assistance in developing local human resources strategy and action plan for implementation Chisinau 2011 C O N T E N T S Introduction ….................................................................................................. 3 Financial resources allocated to the health........................................................ 4 Financial resources allocated to medical education ........................................... 6 Financial resources allocated payroll employees in the health system............. 10 Salaries of employees of different health system sectored............................... 14 Financial resources payroll employees’ work in health system............ .............20 Employee’s wages in the district Centers of Family Doctors………......... ……...... 25 Conclusions.................................................. ................................................... 30 2 Introduction To the evaluation report in respect of expenditure relating to human resources in health include the results of analysis of various aspects of health system financing human resources chapter, such as resources allocated to the health system, health expenditure per capita, training expenses, payroll, including comparison with other sectors of the economy depending on the GDP, the link between wage levels and the density of health workers. The report was prepared based on following sources: - Information submitted by the Budget and
    [Show full text]
  • The Markets America Is Reopening, State by State. That's Welcome News
    Edition 453 | May 18, 2020 The Markets America is reopening, state by state. That’s welcome news for many businesses, but we’re far from business as usual. Last week’s economic news included unemployment hitting an 80-year high, a record drop in retail sales (-16.4 percent), and an unprecedented decline in industrial production (-11.2 percent). Weak consumer demand is also a concern, according to Matthew Klein of Barron’s . “…The pandemic has lowered consumer demand much more than it has damaged productive capacity. It’s much easier to bring factories back online than it is to get customers back into shops and auto dealerships…Unless consumption rebounds quickly, the world will soon be faced with an unprecedented glut of goods that can’t be sold.” Some households may be able to sustain or increase consumption because of generous unemployment benefits. The Coronavirus Aid, Relief, and Economic Security (CARES) Act increased unemployment benefits by $600 per week. The intent was to provide Americans, who were out of work because of the pandemic, with income equal to the national average salary of $970 per week, reported Amelia Thomson-DeVeaux of FiveThirtyEight . As it turns out, about 68 percent of those filing for unemployment – teachers, construction workers, medical assistants, food service workers, and others – are receiving more money through unemployment than they did from employers. An analysis conducted by economists at the University of Chicago, and cited by FiveThirtyEight , found, “…the estimated median replacement rate – the share of a worker’s original weekly salary that is being replaced by unemployment benefits – is 134 percent, or more than one-third above their original wage.” In recent weeks, the number of unemployed workers has grown to about 36 million, according to CBS News .
    [Show full text]