-For SPED only: The workload is horrific. Caseloads can be large at times (at one point I had almost 40 kids) because Pearson decides if hiring is allowed or not, not your actual school. You could actually end up doing the job of 3 people between teaching, the SPED paperwork, and having to talk to families about graduation planning and course placement for their IEP's, which is honestly a job for guidance counselors, but guidance doesn't handle that aspect.
-Also SPED only: IEP compliance is prioritized over all other aspects of your job. You could spend 6-8 hours on one 40 page IEP document only to have the SPED director or other administrator refuse to sign it over a single wrong sentence or checkbox or whatever. Highly frustrating and it wears on you after awhile and feels like a personal attack even though they do it to every SPED teacher on the team. This is to ensure that audits always go well for the school.
-Pay is OK, but for the workload it was unacceptable, to be honest - another $15,000 per year would go a long way to make up for the intense workload
-HR is an absolute joke. Each school does NOT have their own HR team in-house. Everything has to be referred to HR at Pearson, which is not even in the same state as your school in the vast majority of cases so that disconnect makes them seem to...not care? The only way to reach them is an e-mail address. If you call the employee line, you get someone on the line who ONLY answers the phone and who tries to push you back to using the e-mail address, even in emergencies. This phone individual is not an HR person and does not know how to address any HR situation. Meanwhile, the e-mail address will take days to receive a response, if at all. All employment verifications have to go to Pearson HR as well - your supervisor at school is not allowed to verify - and I almost had a job offer pulled at my new job when my new job's HR had difficulty reaching someone to verify for me.
