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2016-2017 Workforce Report:

The information provided in this report includes data published through the Financial and Business Services Division within the NC Department of Public Instruction (NC DPI) and data collected through an annual survey of lead school psychologists and special education directors from the 115 LEAs in NC. This survey is conducted by the NC DPI Consultant for School Psychology for the purposes of obtaining detailed information regarding NC school psychology workforce trends and needs.

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2016-2017 Workforce Infographic

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Graduate training at the 6th year level:

                          • Of the professional educator licenses issued by the NC State Board of Education, school psychology licensure has the highest education/training requirement.
                          • LEA leaders can maximize these well-trained resources in order to support student performance.
                          • Employing more of these individuals has a cost benefit, given the amount of education/training that school psychologists receive.

Areas covered in school psychology training programs:

                          • The pie chart is intended to convey a quick snapshot of the types of training that school psychologist receive – more in-depth information is found in NASP’s professional training standards.
                          • Intent is to debunk myths that the work of the school psychologist should be limited to special education evaluations.

Staffing ratio:

                          • Illustrates that NC’s staffing ratio is 3x the NASP recommendation for comprehensive service delivery; yet NC Professional School Psychology Standards are based on a comprehensive model of service delivery.

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NC by the Numbers (2016-2017):

                          • 65 vacancies reported
                          • 12 LEAs that have no school psychologist
                          • Decrease in workforce over past 3 years, while student population continues to increase


                          • FIRST - Close the employment gap (fill supply gap)
                          • THEN – Improve staffing ratio to align with model for comprehensive service delivery (address demand)
                            • Incrementally, this would mean a 1:1400 would require ~1,100 school psychologists in the NC workforce
                            • …a 1:700 would require ~2,205 school psychologists in the NC workforce (this would, essentially be flipping the current script  from the current ratio of ~1:2100 to workforce numbers improving to ~2,200 working in NC public schools
                            • More realistically, a 1:1000 ratio (which is what ~20 LEAs have been able to accomplish) would require ~1543 school psychologists in the NC workforce

* Additional information on salary comparisons with neighboring states:

                          • Regional comparisons are difficult to draw b/c at least 2 neighboring states (TN, SC) do not have a state salary schedule; salaries are established at the local (district) level
                          • Anecdotal information collected suggests districts that neighbor NC’s border in SC and VA offer higher salaries than NC