Average Position Cost

DCPS budgets for all school-based staff based on the average salary cost of the position. For the portion of resources allocated in a staffing model, DCPS provides the school the exact amount of funding required to purchase the position (average salary, benefits, and holdouts). The actual staff member who is hired may receive a salary that is greater than or less than the average, based on their qualifications. Using average salaries protects schools against fluctuations due to staff changes and maintains schools’ ability to hire teachers based on quality.

Calculating Salary and Benefits

DCPS determines the average salary collaboratively with the Office of the Chief Financial Officer based on an analysis of payroll data. Typically, the average salary increases every year due to cost of living increases and rising healthcare costs, among other reasons. The benefits rate is determined through a similar process and each year, it is budgeted at approximately 15-17% of the base salary.

Administrative Add-Ons

In addition to salary and benefits, DCPS adds the costs of certain expenses related to each union (e.g., the Washington Teachers’ Union, or WTU) and/or position type to the average salary and benefits. These additional costs are called “hold outs” or “add-ons.” For example, each teacher receives a $250 teacher supply card to purchase classroom supplies as part of the WTU contract. This $250 is added on top of the salary and benefits of every WTU position that is budgeted. Other examples of these add-ons include the costs of employee fingerprinting, ensuring compliance with disability accommodations required by the Americans with Disabilities Act (ADA), and cost of IMPACT teacher performance bonuses. The total costs are distributed across each position in a “per unit cost” during the budget development process and combined into one “add-on,” which is combined with average salary and benefits to determine the total average cost of the position. The total “add on” cost will vary based on position types since the expenses that they pay for can vary by position types. The total “add on” budget is centrally managed. To see the unit cost for each position, please see the item catalog in the Additional Information section of the Budget Development Guide.

FY25 Average Position Costs