Presentation given at the NRCP 2018 Spring Conference by Gwenda Cuesta, Patricia Camacho

1. Patricia Camacho
Gwenda Cuesta
Lessons learned from managing Career Ladder Programs
Providing Effective Financial
Support to Paraprofessionals

2. Lessons learned on effectively budgeting financial
support for paraprofessionals for maximum impact
Discuss various models for providing financial
support
Effectiveness of a career ladder in addressing the
teacher shortage
Objectives

3. Grow Your Own programs
Fill schools need for teachers
EXPERIENCE + COMMUNITY = RETENTION
Why Career Ladders?
"Put simply, the paraprofessionals are the people who know the kids and the climate of the school. Not only do they
already have hands-on classroom experience, but paraeducators also offer ethnic diversity and a level of maturity that
directly benefits school districts. And because they are already a part of the community and local schools, they are
unlikely to move away or flee the teaching profession.“ ~Dr. Cathy Wooley-Brown

4. HOW TO AND WHERE TO ALLOCATE
FUNDS TO PARTICIPANTS
PROFESSIONAL DEVELOPMENT FUNDS
OPERATIONAL FUNDS
Limited Funds

5. Meet Terry TA
Aspiring Special Education Teacher
SPED Paraprofessional for 15
years
Single mother with 2
children
Community college student
for 6 years
Income: $18/hr, $2,880/mo
Rent: $1,950 for 1 bedroom

6. Funds to Participants

7. Base cost to becoming a credentialed teacher in CA
Terry’s Financial Burden
Annual Total
California State University
Tuition
$5,472 $23,000
Credential Program $6,660 $13,300
Books $1,200 $7,200
Credential Testing
(Basic Skills, Subject Matter,
Reading Instruction
Competency)
$570
Credential Fees $150
Approximate Total Cost $44,220

8. Base cost to becoming a credentialed teacher in CA
LAUSD Career Ladder Financial Support
Annual
Tuition Reimbursement
$4,800 (4yr)
$960 (2yr)
Books $1,000
Credential Testing $600
Test Prep $1000
Foreign Transcript Evaluation $600 (1 time)
Approximate
Defrayed Cost
$35,400

9.  Allocating for Exams
 Initially exam reimbursements
were allocated by exam type
 Voucher system more efficient
and effective than a
reimbursement system
 Allocating for Tuition
 Most of the members received
substantial financial aid
 Reimbursements are limited to
funds actually paid
 Book reimbursement was more
practical
 Alternative Certification
 SELECTION CRITERIA IS KEY!
Initial Lessons Learned

10. Financial Assistance
Funding Model
Pros
Cons
Reimbursements
Modification/
Flexibility, More
Accountability
After the Fact
Scholarships
Set Amount,
Less Paperwork
All or nothing
Direct Payments
to Vendor
No Out of
Pocket
Fewer Options
for Participant,
Multiple
Contracts
Stipends
Set Amount,
Less Paperwork
Hard to Justify,
Less
Accountability

11. Release Time
Tutoring
Transportation
Child care (to allow to go to class, student
teach, etc)
OTHER?????
Additional Areas of Support

12. Professional Development Funds

13. - Forums
-Tailored Training for
New SPED Teachers
- New Teacher
Summer Institute
- Review of Instructional
Standard Experiences (RISEs)
help to develop teaching
skills
- PBIS strategies can be
implemented immediately in
the classroom
- RISEs provide an
opportunity to reflect on
a planned activity after
receiving feedback
aligned to TLF
PBIS, Mentoring Minds Resources
- Surveys to determine
Professional
Development needs
- Evaluations provided at
Forums, trainings
- Mentor meetings
- Individualized guidance

14.  Offered to Paraprofessionals three times a year during off track
time
 Research-based
 Meets the skills requirement for RBT Certification (if participant
wishes to pursue further)
 Strategies which can immediately be used in the classroom,
enhancing paraprofessional skill set
 Feedback has been overwhelmingly positive
Positive Behavior Intervention and Support

15. Paraprofessional input about
workshop topics
Choice of 3 workshops
Led by District experts
200 paraprofessionals in attendance
STEP UP Forums: Fall and Spring
Workshop variety:
• Preparing to become a teacher
• Classroom Management
• University Credentialing Programs

16. Develop
teaching skills
with the
guidance of a
practicing
Aligned to
LAUSD's
Teaching and
Learning
Framework
(teaching
Understanding of
effective teaching
in domains of
Classroom
Environment,
Lesson Planning,
Professional
Responsibilities,
and Delivery of
RISE (Review of Instructional Standards Experience)

17. PD
Costs
Presenter Pay
Materials
Staff and
Custodial
Overtime

18. Operational Funds

19. The most effective use of funds:
• Identify short track candidates
• Direct to appropriate
professional development
• Provide guidance on
educational/credentialing
programs
• Develop relationships with IHE
• Coach through application
and selection process
Mentorship

20. Selection Criteria
Education levels will directly impact budgeting
Job classification restrictions will also impact recruitment and
processing for the impacted job classification
GPA, attendance, and testing requirements completed lead to
quicker promotion allowing for more members
Principal Recommendation
Selection Process

21. Leaves for student teaching
Office Staff
Data collection/Member tracking
Commitment
LAUSD requires a minimum 2 years of certificated
employment for members
Member repay monies if commitment is not met
Miscellaneous Operational Considerations

22. 2 years 452 Members 106 teacher
Higher retention = lowered recruitment costs
The Learning Policy Institute:
Teacher turnover costs $4,500-$10,000 in CA
Conclusion

24. Patricia Camacho: patricia.camacho@lausd.net
Gwenda Cuesta: gwenda.cuesta@lausd.net
Contact Information

25. Questions & Discussion