It Takes a District to Educate a Child - Home - Jeffco … Dos and Donts Do Nots •Talking Points...

It Takes a District to Educate a Child

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Celebrations!

UPCOMING BENEFIT CHANGES

LEADERSHIP MEETING FEBRUARY, 24, 2015

Agenda

Implementation of ACA and related changes

2015-2016 benefit changes:

benefits eligibility criteria

premium rates

benefit plan enhancements and design changes

Competitive position

Take advantage of district-endorsed resources

Key messages

ACA Update

Full implementation as of 7/1/2015

New definition of FT employee

30 hours per week, standard hour jobs combined

For non-fulltime employees:

First look-back period is measuring hours worked/credited from 6/16/14 – 4/15/15

Rehires

Under ACA FT employees must be terminated more than 26 weeks or they remain eligible for an offer of medical benefits when they return

Benefits Eligibility Thresholds

Standardized benefits eligibility 7-1-2015

Consistent approach for ALL employees

30 or more hours per week in one or more standard hour job

Jobs are combined across associations; locations

Some employees lose access to medical benefits

Job-share, licensed employees; bus drivers/assistants less than 30 hours per week

Reminder: benefits costs are not in school budgets for 2015-16

Communications Plan

Losing coverage:

Letter to those losing medical – fall 2014

Reminder letter and invitation to attend meetings – April 2015

Meetings – May 2015

Gaining coverage: (30 hour, newly eligible)

Notification letter and invitation to attend benefits information meeting – March, 2015

Benefit information meetings, April – May 2015

Gaining coverage due to look-back

Notification in May, 2015

Benefit Changes

District contribution remains at $515 for FT employee

Rate alignment – affects medical plan premium rates

More closely aligning the premiums with where claims costs are incurred

Participants will see the following:

Decrease in rates for single coverage ranging from 3.5% to 4.5%, depending on plan

Increase in rates for dependent coverage ranging from 1.96% - 5.4% (varies by plan and coverage level)

Communicated as part of annual benefits enrollment information

Rates will be communicated in April benefits newsletter

United Healthcare Changes

Significant changes in the plan design

Why?

500 participating employees (less than 10% of those enrolled in district medical)

Want to preserve the ability to offer a choice of medical plan vendors

Reduces rate increase from originally proposed double digit increase


Plan features:

Medical home: primary care physician directs care

Must select a primary care physician for each member

Slightly narrower network; Colorado only

minimal disruption to current providers our employees are using

Referrals required before seeing other providers or plan doesn’t pay

Pre-authorization required for certain services

Risk – employee cost; doesn’t count toward satisfying the deductible

No coverage outside of Colorado – limited to hospital emergency coverage and in-network urgent care only


UHC members:

Letter notifying them of the plan design changes – late March, 2015

Information meetings April/May 2015

Long term outlook – anticipate this can help mitigate increases in the future

Dental and Vision Plan Enhancements

Dental Plan:

Adding lifetime benefit of $1,500 (PPO+)/$1,000 (PPO Only) for TMJ evaluation/services; payable as at major services level

Adding coverage for night splints/occlusal splints (subject to annual plan maximum), payable at major services level

No rate increase

Vision Plan

Annual exam copay changing from $10 to $0

Frame replacement frequency for children improving from once every 24 months to once every 12 months

Polycarbonate lenses to be included at no cost for adults

No rate increase

Competitive Position

When benchmarking the district’s plans against other districts:

Most districts offer at least one high-deductible health plan; 36 of 42 plans surveyed include a deductible feature

Some districts only offer Kaiser

Our rates, for similarly designed Kaiser plans are competitive:

Covg Lvl A B C Jeffco

Single 513.80$ 499.24$ 514.83$ 493.82$

Family 1,490.02$ 1,542.64$ 1,611.38$ 1,333.31$

Comparing 2015-16 premiums with other districts; similar plan designs

Kaiser DHMO Plan, $500/$1,500 deductible, 90% co-insurance

District Endorsed Resources

Retirement Education

Employees WANT education on how to save for retirement

PERA

Pilot program in March/April – they may contact your school – please help facilitate a meeting space if asked

Intended audience – those 1 – 2 years from retirement

Personalized estimates, small meetings at locations throughout the district. Employees must enroll in advance through PERA

Kaiser Healthcare Consultant

Wellness Connections

Benefits Newsletter

Key Messages

Good News Benefits eligibility is simplified, values all employees similarly and is now

based on a combined jobs basis

60% of our employees enrolled in medical coverage will see a decrease in the cost of their medical benefits

More than 600 employees will be newly considered full-time, eligible for a district contribution and full-time benefits

Dental and vision benefits are being enhanced and premiums remain the same

Changing the UHC plan design allows us to continue offering the plan, and mitigates what would otherwise be a double digit premium increase

Many previously ineligible part-time employees will become eligible for employer-paid life and disability benefits

Talking points, new benefits eligibility chart

Negotiations Update

CSEA • Three proposals from each side plus compensation items

• Begin March 12, open meetings, recorded and streamed

• District team: Steve Bell, Amy Weber, Kay Bridges (Others as needed)

JCEA • Full negotiated agreement open

• Begin March 2, open meetings, recorded and streamed

• District team: Amy Weber, Kathleen Askelson, Craig Hess, Jim Branum

Negotiations- Dos and Donts Do Nots

• Talking Points coming in next week’s Leadership Memo

BUDGET PRIORITIES

Estimated 2015/2016

Funding Summary for Jeffco

Discussion #1

Ongoing Funding $15.8M

• Using the list provided, make a recommendation as to

what amount of potential new ongoing funding to allocate

to each item.

• Ongoing resources directed toward student achievement • Each additional 1 hour per day interventionist time at each school would cost

approximately $1.3M

• Ongoing funding directed toward facilities/capital infrastructure • Priority 1 classification is the highest level, classified as life safety/code issues and

upgrades that need addressed within a year. Approximately 16.9M to do all Priority 1.

• Ongoing compensation increases • 1% increase to all staff would cost approximately $ 5.2M

• Technology support for schools • For every $10 per pupil provided would cost approximately $0.8M

• Fee structure change • Eliminate student technology fee across all levels - $0.8M

• Eliminate student consumable fees across all levels - $1.4M

• Eliminate student elective material fees across all levels - $0.8M

• Expansion of choice programming • Expanding the current Alternative Education Factor of $65,000 to the Middle School

level would cost $1.3M

• Increasing the Alternative Education Factor at the High School Level from $65,000 to $130,000 per school would cost $1.2M

• Charter School Mill Levy Override Equalization • Charter schools currently receive 79 percent of the equalized per pupil amount of mill

levy override dollars which will equal $7.5M for 2015/2016. 100 percent equalization of mill levy override funding for charter schools would be an additional $1.9M.

Discussion #1 Ongoing Funding $15.8M

Discussion #2

One-Time Funding $18.2M

• Using the list provided, make a recommendation as to

what amount of potential new one-time funding to allocate

to each item.

• One-time resources directed toward student achievement • For each additional 1 hour per day of math or literacy interventionist time at each school

would cost approximately $1.3M

• One-time addition to reserves • The amount of unassigned reserves planned for 2014/2015 per the adopted budget is $30M,

which is about 5 percent of expenditures. Government Finance Officers Association’s best practice recommendation is 8 percent – 17 percent which would be $48M - $102M.

• One-time compensation stipend • 1% stipend paid to all staff would cost approximately $ 5.2M

• One-time facilities/capital infrastructure • Priority 1 classification is the highest level, classified as life safety/code issues and upgrades

that need addressed within a year. Priority 1 costs approximately $16.9M

• The one-time cost to build a new stadium addressing capacity and scheduling demands would cost approximately $25M.

• The average cost of building a new K-8 school to address high population growth areas in the north part of the county would cost approximately $25M.

• One-time funds to schools for autonomous use (into SBB) • $10/student would cost approximately $0.8M

• $25/student would cost approximately $1.9M

• $50/student would cost approximately $3.8M

• One-time district-wide technology infrastructure • The total technology fund budget is about $25M and is not currently adequate to

support the growth of technology use in the district.

Discussion #2 One-time Funding $18.2M

QUESTIONS?

10 Minute Break for Principals…

Testing Update-Syna Morgan

“While the district appreciates the State Board's intent to

help school districts with the unintended consequences of

CMAS parent refusals, nothing has changed at this time at

the state level. The district will continue to follow the same

state testing processes that we have communicated to

schools. The district and schools will not be communicating

any different messages to parents.”

Preliminary For Discussion Purposes

Jeffco Public Schools

Alternate Approaches to Accommodating

Targeted Enrollment Growth February 5, 2015


28

Phase I 2015-16

West Wood ES ▪ Additional funding SBB

(50–75 increase projected) ▪ Manageable class sizes

▪ 2015-16 Increased enrollment – 50 Assumed

Meiklejohn ES ▪ PK relocated (2 classrooms) 60 Student space

(50–75 increase projected) ▪ Increased class size

▪ 2015-16 Increased enrollment - 50 Assumed

Rooney Ranch ES ▪ Manageable class sizes

(50-75 increase projected) ▪ One additional classroom available

▪ 2015-16 Increased enrollment - 30 Assumed

Charter Impact:

West Woods/Meiklejohn 65 interest, choice

Rooney Ranch 52 interest, choice

Applewood Area 22 interest, choice

141

Overall District 498


Install Five Temporary Classrooms – East Side

Increases Student Population by 125-150 Students – Projected 100-300

Installation Summer 2016

Cost in 2015 dollars $80,000 per unit + $50,000 Infrastructure (Power, Security, Fire Alarm) = $450,000

29

Phase II 2016-17 Meiklejohn Elementary School


Install Three Temporary Classrooms – Southeast Side

Increases Student Population by 75-100 Students – Projected 100-300



30

Phase II 2016-17 West Woods Elementary School


Install Three Temporary Classrooms – North Side

Increases Student Population by 75-100. Projected increase 75-100 Students.



31

Phase II 2016-17 Rooney Ranch Elementary School


West Wood ES: 200-250 student enrollment

Meiklejohn ES: 200-250 student enrollment

Rooney Ranch ES: 50-150 student enrollment

2020 Candelas/Leyden Rock Student Growth @ 1200-1500

32

Phase III 2017-18


Options Eliminate Choice IN Selected Schools

Institute 4-Track School Year Selected Schools (Year Round Schooling)

Extended School Days, Split Sessions

A.M. Sessions ending at 12:30

P.M. Sessions ending at 5:30

Repurpose Existing Facilities

Grade 6 to MS, create 6-8 Model

Convert Oberon/North Arvada MS to K6

Destination/Ripple Busing of Elementary Students

Long Term Planning Additional Square Footage

Capital Infusion

33

Forward Considerations

Transitional Assistance

O All schools will meet a floor funding:

Elementary $1,000,000

Middle $1,800,000

Senior $2,900,000

O The change (up or down) in a school

budget from one year to the next is

capped at 8% based on the prior

year’s adopted budget.

Transitional Assistance: Floor Example for Illustration Purposes Only-Dollars, Not

Student Count used in Actual Budgeting Process

October 1 Count: 270 students SBB Factors times Student Count = Less than $1 Million

Provided Funding for “Gap” between SBB dollars allocated and Floor (for illustration, let’s assume 285 students would meet the floor funding threshold)

Ex. 1: April: Updated Enrollment for Next School Year = 290 Students

October Count = Increase in Funding of 5 students SBB Factors x 5 students = $ increase

School makes staffing and resources decisions based on revised numbers in Spring/Summer as they confirm increases in student count


October Count = No Change, as this money was already allocated as part of the transitional assistance “floor” funding in January budget

Transitional Assistance: Ceiling Example for Illustration Purposes Only-Dollars, Student

Count not used in Actual Budgeting Process October 1 Count: 750 students

10% greater than previous year (682 students)

“Capped” at 8% growth for January Budget (approx. equiv. 737 student)

January: Budget for Next School Year uses 737 Students


October Count = Increase in Funding of 20 students SBB Factors x 20 students = $ increase

School year makes staffing and resources decisions based on revised numbers in Spring/Summer as they confirm increases in student count

Ex. 2: April: Updated Enrollment for Next School Year= 745 Students

October Count = Decrease, but still above the “Cap” no change in SBB Allocations

SBB

Keep an eye on enrollment

Communicate with your Ach Dir and Budget

Analyst

Relax and focus on school improvement

Best Two Words of a Long Meeting

Compensation Information

February 24, 2015

Principal Meeting

Compensation Update

• As always….

– Budget process drives compensation decisions.

– We know .50 SAED increase will be first piece to

come off of on-going compensation dollars.

– There are some compensation adjustments we

are going to be proposing at March 5th Board

meeting.

– We need a plan for hiring teachers for 2015-2016,

even as go-forward details are negotiated.

Compensation Adjustments

Employee Group Recommendation Count Cost

Principals Adjust salary ranges and

individual salaries, based on

market data, school size,

and complexity

65 $470K

Assistant

Principals

Standardize work day

calendars for APs at 205,

210, and 215

36 $160K

Teachers, Hard-

to-fill Positions

Adjust salaries for existing

staff in light of proposed

plan for new hires

38 $222

Teachers,

Master’s Degrees

Adjust salaries for existing

staff in light of proposed

plan for new hires

75 $300K

TOTAL $1,152K

Additional Considerations

Employee Group Recommendation Count Cost

Teachers,

designated positions

Additional compensation

stipend while in

designated positions

263 $1,186K

Teachers,

designated schools

Additional compensation

stipend while in

designated schools

509 $2,260K

Central Staff,

Administrators

Individual positions

considered for adjustment

TBD TBD

Classified

Employees

No current adjustments

recommended

TBD TBD

TOTAL $3,446K

Hiring Teachers for 2015-2016 • Plan for this hiring season:

– Pay for years of experience up to seven, bundled

beyond that.

– Pay for Master’s degrees.

– Pay for designated ‘hard-to-fill’ positions.

– Consider stipends for certain schools and certain

positions.

– Provide compensation for additional workdays for

teacher librarians and counselors in base salaries.

– Consider a stipend for promotions into Dean,

Master Teacher, Instructional Coach, and Peer

Evaluator positions.

Initial Salary Placement Lanes

New to

K-12

Edctn 1 Year 2 Yrs 3 Yrs 4 Yrs 5 Yrs 6 Yrs 7 Yrs 7+ 10+ 14+ 18+ Max

Group 1

Licensed Staff,

All subjects

All grades

38,000 39,140 40,314 41,524 42,769 44,052 45,374 46,735 48,137 49,581 51,069 52,601 60,000

Group 2

Master's

Degree

41,420 42,663 43,942 45,261 46,619 48,017 49,458 50,941 52,470 54,044 55,665 57,335 67,500

Teacher

Librarian with

a Master's

Degree

193 Days

42,749 44,032 45,352 46,713 48,115 49,558 51,045 52,575 54,154 55,778 57,451 59,175 69,666

Counselor

197 Days 43,635 44,944 46,292 47,681 49,112 50,585 52,103 53,665 55,276 56,934 58,642 60,401 71,110

Group 3

Hard to Fill

Positions

44,840 46,185 47,571 48,998 50,468 51,982 53,541 55,148 56,802 58,506 60,261 62,069 75,000

Next Steps

• Board of Education presentation, March 5th

• Negotiations will include teacher

compensation.

• Plan presented is for 2015-2016 hiring

season.

Pressure point for existing teachers….multiple

years of step freezes and pay reductions. We

cannot make up those dollars.

Staffing 2015

February 24, 2015

What’s New?

• Don’t make it hard! Process is similar to past

years….

• New pieces:

– Internal and external postings, unless…..

– Must interview at least three interested displaced

teachers

– SBB purchases with staffing….the intersection of

positions and people makes this challenging!

Teachers….

• Process to displace teachers.

• Remember…..do not displace temporary

contract teachers. More on temporary

contracts in a minute!

• Jim and team…..checking the list twice;

letters mailed ASAP, but you also need to talk

to any teachers you have displaced.

Teacher Contracts

• Contracts for 2014-2015….current year!

– For first time, based on overall evaluation rating –

rubric and student data.

– Contract roll happened this past week!

– Teachers can see their contract type on ESS.

– You can see contract type on-line using Staffing

Solutions, or run out a staff listing.

Human Resources

Temporary Contracts…

• State law does not recognize temporary

contracts….that is a Jeffco provision.

• Three reasons we can designate a position

as temporary:

– Held for a Jeffco teacher.

– Unstable enrollment and funding.

– Late hires.

• What we have been telling teachers……

Human Resources

You must secure an on-going position AND have three

years of effective evaluations to be considered

non-probationary.

Temporary Contracts

• Why should you care about contracts?

– Matters for posting vacancies.

– Matters for out-year staffing implications.

• Our best advice to you…..

– Be thoughtful when purchasing positions with

Student Based Budgeting Dollars…..

– We do not think we can ‘contract away’ the

provisions of the state law that provides certain

protections to non-probationary teachers.

Human Resources

Placing Displaced Teachers

• Early to mid-April we will begin placing

displaced non-probationary teachers.

• One year only placements!

• Teachers can continue to apply to both on-

going and temporary positions.

Human Resources

Assistant Principals

• If you have an existing vacancy, post it!

– Retirement.

– One year AP placement.

• If you are expanding a part-time AP position

into an on-going, full-time AP position….

– Can expand existing staff IF the position was

competed.

• If you are creating a .50 AP position, and

need a pairing…..work with Achievement

Director.

Assistant Principals

• Proposal to standardize work days for middle

and high school assistant principals, 210 and

215 work days.

• Elementary positions remain 205 work days.

• We want to convert 200-day vacancies in

advance of posting.

Deans and APs

• Administrative Interns and Deans are teacher

scale positions; administrative interns are

eliminated.

• If you are expanding a position from a .50

Admin Intern or Dean to a 1.0 Dean position,

you can offer to existing staff member.

• You must follow a competitive hiring process

if you are converting existing staff from AP to

Dean or vice versa.

Posting Positions

• Post on-going positions by March 2nd.

• Temp positions can be posted about May 1st.

– You can direct place existing temporary if it is the

same temporary teacher in the same position for

the same reason.

• Remember, all positions except for primarily

Special Service Provider positions become

temporary if not filled by mid-July.

Student Based Budgeting

Decisions • Teacher librarians

• Mental health professionals

• Instructional coaches

• The broad guidelines…..

– Teachers can scale up or down in FTE, but should

know full implications.

– Central team (HR, Melissa Swenson, Polly Lutz,

Coach team) will need to help with these!

– If you are going to mix and match the instructional

coach role, use the variance process. Talk to us!

Jeffco….a great place to work!

• New, competitive teacher salaries.

• Standardized benefit rates across all

employee groups.

• School-based autonomy to make a difference

for students.

• School-based leadership….YOU!!!!

Human Resources

PS….Coming Soon

• A new, front-end application system.

• Teacher screening tool.

Human Resources

It Takes a District to Educate a Child - Home - Jeffco … Dos and Donts Do Nots •Talking Points...

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Transcript of It Takes a District to Educate a Child - Home - Jeffco … Dos and Donts Do Nots •Talking Points...