In a recent post, Education Policy Research Assistant Brittany Wagner discussed a new study examining the large growth in non-teaching personnel in schools. The study found that over the past 60 years, schools have increased non-teaching personnel positions by 702 percent.
Besides their salaries, non-teaching personnel also accrue pension benefits through the Public Education Employee Retirement System of Missouri (PEERS). According to the PEERS annual report, “PEERS is a mandatory cost-sharing multiple employer retirement system for all public school district employees (except the school districts of St. Louis and Kansas City), employees of the Missouri Association of School Administrators, and community college employees (except St. Louis Community College).” Members of the plan and their employers both contribute to the pension.
Over the last five years, the unfunded liabilities (liabilities minus assets) of this plan have increased by more than $64 million. Pension benefits like PEERS benefits are guaranteed and must be paid out. If PEERS can’t make those payments, taxpayers (i.e., you) will have to.
One way to prevent a situation like the one described above is to shift these pension plans away from a defined benefit plan (PEERS) to more effectively structured plans like defined contribution plans, hybrid plans (a plan that is a mix of defined benefit and defined contribution), or cash balance plans.
Maybe the addition of new non-teaching hires over the past 60 years is justified, but maybe it isn’t. School districts are making the public pension bomb bigger, and if they aren’t going to defuse it, shouldn’t school districts at least give the taxpayers, who are ultimately on the hook if these pensions can’t make their payments, some evidence to support their increase in hiring?