Superintendents Advisory Committee with Dr. Kevin D. Newman
2018-2019
Superintendent’s
Advisory Committee
Dr. Kevin D. Newman
March 14, 2019
1
Agenda
•
Superintendent Comments
•
School Board Budget Process
•
Superintendent's Budget Presentation
•
FY 20 Updated Approved Budget Calendar Revised 2-19-19
•
Budget Development Calendar
•
Calendars (SY19-20 and 20-21)
•
Let’s Talk Submissions
•
Questions and Discussion
•
SAC Meeting Dates for 2018-2019
2
Let’s Talk Submissions
•
Question #1:
Just wondering if the 5% projected raises over the next two years applies to all staff members ? Thank you
Answer:
The following is the language directly from the Governor’s introduced budget:
$218.2 million is provided for the state share of a 5.0 percent salary increase effective July 1, 2019, to school divisions
which certify to the VDOE by June 1, 2019, that salary increases of a minimum average of 5.0 percent have been or
will have been provided to instructional and support personnel during the 2018-2020 biennium, either in the first year
or in the second year or through a combination of the two years. While the aforementioned minimum average 5.0
percent pay increase must be provided by school divisions in order to receive the state funds, a required local match
based on the division composite index formerly required under the Compensation Supplement formula is not
specifically required in fiscal year 2020 under this action.
Please remember that this is just a proposal and therefore is subject to review, change, or elimination by the General
Assembly.
We are in the middle of the budget process and this will be an item that is discussed. As soon as the details are
finalized we will share with staff.
3
4
Let’s Talk Submissions
•
Question #2:
Please be advised that staff at Metz would like the following questions and comments passed on. Items highlighted in yellow were deferred from the February meeting of the Benefits
Committee. However, staff have requested that they be addressed sooner rather that later. Questions not highlighted are more appropriate for the Superintendent's Advisory
Committee, which meets on March 13th.
Answer:
I have spoken with my team members regarding the questions from the Metz staff. I will address each question separately below:
Question
: One of the greatest benefits we can have is a benefit that will build community among colleagues. It would be WONDERFUL if we could have the sick leave bank back. I
would be willing to help coordinate this if necessary.
Response:
The sick leave bank was discontinued several years ago and the School Board replaced it with short-term and long-term disability insurance programs. It is our belief that
these benefits are a better and more equitable benefit to our employees.
Question:
It would be a good way to retain those teachers who are in the middle of their careers if we could offer a monetary incentive. I think one of the best ways to maintain a
solid work force is to support the veteran teachers and demonstrate an empathy to their future planning. Reinstating the matching 403b program would be a great way to do this.
Response:
Reinstating the matching 403b program was brought forward by the Salary and Benefits Committee last year and is discussed every year during budget
preparation. Unfortunately, funding for the School Board from both the State and City has not kept pace with the rate of inflation since 2006 (lost school funding is in excess of $20
million). As a result of underfunding to the school division, the Superintendent and the School Board have to make tough choices as to where they spend the scarce resources
available. We’ll continue to review the cost of this proposal and implement the program as funding becomes available.
Question:
I do SACI for my son’s school so I really appreciate the time you put in for us. I noticed in the proposed budget it says “teacher compensation that meets the governor’s
proposal”. Does this mean 5% increase? Is there a number out there yet?
Response:
MCPS will be providing a step increase to teachers (on average approximately 3.0%), a step increase for all other support positions (approximately 2%), and a 2% on mid-
range of the salary scale for all administrative staff. This proposed increase in teacher salaries along with the change in the salary scale for the fiscal year 2019 budget (on average
8.6%) translates in a 11.6% increase on average for all teachers during the current biennium (more than double the 5% requirement established by the Governor). The following text
is directly from the Governor’s budget:
“$218.2 million is provided for the state share of a 5.0 percent salary increase effective July 1, 2019, to school divisions which certify to the VDOE by June 1, 2019, that salary increases
of a minimum average of 5.0 percent have been or will have been provided to instructional and support personnel during the 2018-2020 biennium, either in the first year or in the
second year or through a combination of the two years. While the aforementioned minimum average 5.0 percent pay increase must be provided by school divisions in order to
receive the state funds, a required local match based on the division composite index formerly required under the Compensation Supplement formula is not specifically required in
fiscal year 2020 under this action.
5
Let’s Talk Submissions
•
Continued – Question #2:
Question:
Not sure you are the correct committee, but I really would like the ROP program to be discussed in length.
Response:
There are a combination of benefits the School Board has discussed over the years, but the School Board is continually asked to do more with less. Since 2006 the School
Board’s revenue from the State and City has not even kept up with the rate of inflation – reducing MCPS’ funding by over $20 million. The Superintendent and the School Board are
aware of the many true needs of the division and they constantly struggle to prioritize available funding to meet the basic needs of our students. A program similar to ROP will be
considered when funding is available.
Question:
Can there be an alternative to health insurance for those that do not have the division paying for insurance? Other divisions have allotted money for these individuals to add
additional coverage for possibly cancer coverage or wellness benefits like health club membership or weight watchers. These individuals are saving the division lots of money, and
most likely pay for health care coverage through another avenue, most likely a spouse’s employer. They should get a benefit from MCPS in its place.
Response:
MCPS, like most employers, offers a series of benefits for its employees some of which the cost is offset by contributions made by the School Board. If an employee
chooses not to participate in these benefit programs for whatever reason (need, financial, etc.), it is not incumbent on the School Board to continue to expand its series of benefits in
an effort to meet all the needs of each employee. The range of offered benefits is consistent for all employees and each individual employee has a choice to take these benefits as
desired.
Question:
Health insurance increases, but there is not a cost of living increase to cover it? Please explain.
Response:
The School Board recognizes need for cost of living adjustments (COLA) to keep its salary scales competitive in the market place. As stated earlier, sufficient funding is not
available at this time.
Question:
Even though only 28 slots are allotted on the pay scale, those of us that have been with the system since it began have been condensed multiple times. Is there
compensation, allocation, or awareness for those MCPS staff members who have served over 28 years? Can we add steps? Essentially, as the years go by, pay decreases because
insurance increases.
Response:
There are not 28 steps on the pay scale – there are 30 steps which is the typical number of steps for all school divisions. In an effort to determine if MCPS has the best
possible health/dental/prescription insurance programs for its employees, we have allocated funding in the FY2020 Budget to hire a consultant to study our plans and the
corresponding claims, then reach out to all carriers in the market place to determine how MCPS can purchase quality health insurance at the lowest possible price. It is our hope that
this effort will produce tangible savings for all employees. Employees with 28 years of service received a $12,147 (13.4%) pay raise for the current school year (2018-2019) and are on
track to receive another 3% in the 2019-2020 school year which will by far outpace any health insurance increase for this period.
Question
: I think we talked about this already in person, and I’m not even sure if this is the right place for this, but I am curious to know if they have considered that we are losing two
weeks of summer vacation this year, and we are not being compensated for this time lost. I know they might respond with, “But some day 20 years from now when you retire, you
will get your two weeks back.” However, that isn’t the way the rest of the world operates. If you lose out on a part of your benefits, such as vacation days, you are typically
compensated through being allowed to roll them over, or being paid for them, or something that recognizes and balances the time being sacrificed for the job.
Response:
All teachers have at least a 200 day contract of that amount 193 are assigned (for school year 2019-2020). Teachers do not receive any vacation days as a part of their
contract and therefore are not entitled to any compensation for time they never had. All teachers will receive the same 200 day contract for the upcoming school year, the difference
is the specific days of assignment will change. The end of next school year is scheduled for students to be May 29th and for teachers is scheduled to be June 1.
I hope this information brings clarity to your questions.
Kevin Newman
6
Let’s Talk Submissions
•
Question #3:
I am concerned regarding the request for the summer PBL training that is scheduled to take place outside of contractual hours. We have been
asked to make this a "high priority". As has already been noted, this will be a shortened summer for teachers, so taking almost a week for
training is unfair. Additionally, the rate of pay ($100/day) is significantly lower than an average teacher's daily rate of pay, lower than the
standard summer school rate of pay ($32/hour), and lower than the pay of a degreed substitute ($106.73/day). There are 4 full days and 3 half
days designated as Professional Development days before the start of school in August. Could this training be done at that time or another time
during contractual hours?
Answer:
Thank you for sharing your concerns and questions about PBL 101. I spoke with my instructional staff about this. While PBL is a division goal
and training for all staff is the ultimate goal within this initiative, each school has their own implementation plan and timeline for PBL. Part of
each school plan is training for teachers in PBL 101, a 3-day institute taught by Buck Institute facilitators. This is our third summer of offering
PBL 101 and each session has been outside of contract time. The $100 a day stipend is the current division approved stipend for required full-
day work outside of contract time. We do recognize that this summer is a short summer, however the August days are reserved for other
division PD, convocation, curriculum updates, teacher work time, open houses/meet the teacher, and school based PD/meetings. Summer
schedules are always discussed with principals and a joint decision was made to keep PBL 101 outside of those days in August. We did schedule
them right after the conclusion of the school year so as not to impede too much on the summer time. As needed, each principal also works on
an individual basis with teachers who are unable to attend and tries to find alternative solutions. I encourage you to speak with your principal
if you are unable to attend. PBL 101 will be offered again next summer and once you are able to attend, I am confident you will see many
positives in the opportunities it will provide for your students.
Sincerely,
Kevin Newman
7
Let’s Talk Submissions
•
Question #4:
During arrival times at Baldwin Elementary and OHS, there are several concerns related to staff and student safety that have been reported to
me.
1. When drivers make the turn onto Eagle Way, the drivers of cars at the stop sign coming out of OHS onto Eagle Way frequently seem to
assume that everyone will be turning and pull out in front of others who often end up slamming on their brakes to avoid collision.
2. Eagle Way is often congested with buses that are parked on the side of the road and with parents of OHS students who stop to drop off on
the OHS side of Eagle Way instead of going into the OHS lots. With cars and buses coming though both ways and the curve in the road, this
makes it very difficult to see and to make space for others in the oncoming lane.
3. The bus drivers (particularly the driver of bus #16) goes into Baldwin Intermediate almost every morning and rarely, if ever, looks for cars
before crossing the parking lot back to the bus. Numerous staff members have indicated frustration and concern that she or someone else will
be hurt since she cannot always be seen prior to walking out from in-between vehicles.
Answer:
Thank you for bringing forward these safety concerns to our attention. The safety and security of our students and staff is always our #1
priority. Members of my staff and I will be there to observe the situation for the next few days and take corrective action as needed which may
include having discussions with the Manassas City Police Department since they have an officer there every morning insuring the safety of our
students and directing traffic in an effort to facilitate a safe and orderly process. I've also directed the MCPS Transportation Director to have
discussions with our drivers who enter the building to be mindful of their surroundings when walking between buses and cars. Thanks Again,
Andy Hawkins
8
Let’s Talk Submissions
•
Question #5:
Previously, prior to the last Superintendent's Advisory Committee meeting, I submitted a questions on behalf of a staff
member at Baldwin Elementary asking about the teacher contract hours at all school within MCPS. Last I heard, the
information was still being gathered. Can we please have a listing of each school and the teacher contract hours?
Answer:
*Contractual Times for Teachers for each school:
•
Baldwin Elementary School – 8:20 am – 3:50 pm
•
Dean Elementary School – 8:15 am – 3:45 pm
•
Haydon Elementary School – 8:45 am – 4:15 pm
•
Round Elementary School – 8:45 am – 4:15 pm
•
Weems Elementary School – 8:20 am – 3:50 pm
•
Mayfield Intermediate School – 6:55 am – 2:25 pm
•
Baldwin Intermediate School – 6:55 am – 2:25 pm
•
Metz Middle School – 7:15 am – 2:45 pm
•
Osbourn High School – 8:00 am – 3:30 pm
*The workday for full-time licensed and professional staff will be a minimum of seven hours and thirty minutes and continues until
professional responsibilities to the student and school are completed. (School Board Policy – GAA-M – Staff Time Schedules)
9
Let’s Talk Submissions
•
Question #6:
Teachers are required to fill out time sheets and reimbursement forms for things such as meal and travel when they attend conferences, etc. In
order to do this, they are often assisted by the school Bookkeeper. However, it now seems they will need to fill out these forms on their own,
even though they do not currently have access to some of the information required on the forms. I am also told that some things change
frequently and that some information is quite difficult to get accurate. For example, after submitting a form back in November and waiting over
two months, it was returned because the reimbursement amount requested was incorrect. Even though the conference was held in Richmond
and the Richmond scale was used to determine the amount available for meal reimbursement, we are now being told that the conference was
outside of Richmond City so the amount was actually less than we were told. Even our school Bookkeeper was unable to figure how you could
actually tell the difference. As a result, some teachers are going to get a lesser reimbursement than was expected.
If the people who do this on a daily basis have difficulty, how are teachers going to be able to fill these forms out accurately? As it is, with help,
some are having to wait months for reimbursements. Not all can afford the wait.
It is unfair to ask teachers to fill out the forms without giving them appropriate training and access to the information needed.
Answer:
Thank you for sharing your concerns. In an effort to help address these concerns, to simplify the process, and to lesson the delay in fulfilling
the reimbursement requests, we are in the final stages of revising the travel reimbursement regulations. Once this is completed and approved
by the Superintendent, the Finance Department will meet with all Bookkeepers and provide training on these new regulations. Once they are
trained, they'll provide the necessary training to all school staff. It's our goal to reach an acceptable balance between the necessity of
accountability and the ease of meeting these requirements from our staff. Please give me a call if you have any questions or concerns.
Andy Hawkins
10
Questions and Discussion
•
The following question was asked:
•
What is the role of STEM Coaches at each building?
•
Answer:
It is up to the Principal’s discretion
•
Not Meeting in April
•
Wednesday, May 1, 2019
11
SAC Meeting Dates for 2018-19
"Announcement from the 2018-2019 Superintendents Advisory Committee featuring Dr. Kevin D. Newman on March 14, 2019. Stay tuned for updates and insights from this influential panel."
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Presentation Transcript
2018-2019 Superintendent s Advisory Committee Dr. Kevin D. Newman March 14, 2019 1
Agenda Superintendent Comments School Board Budget Process Superintendent's Budget Presentation FY 20 Updated Approved Budget Calendar Revised 2-19-19 Budget Development Calendar Calendars (SY19-20 and 20-21) Let s Talk Submissions Questions and Discussion SAC Meeting Dates for 2018-2019 2
Lets Talk Submissions Question #1: Just wondering if the 5% projected raises over the next two years applies to all staff members ? Thank you Answer: The following is the language directly from the Governor s introduced budget: $218.2 million is provided for the state share of a 5.0 percent salary increase effective July 1, 2019, to school divisions which certify to the VDOE by June 1, 2019, that salary increases of a minimum average of 5.0 percent have been or will have been provided to instructional and support personnel during the 2018-2020 biennium, either in the first year or in the second year or through a combination of the two years. While the aforementioned minimum average 5.0 percent pay increase must be provided by school divisions in order to receive the state funds, a required local match based on the division composite index formerly required under the Compensation Supplement formula is not specifically required in fiscal year 2020 under this action. Please remember that this is just a proposal and therefore is subject to review, change, or elimination by the General Assembly. We are in the middle of the budget process and this will be an item that is discussed. As soon as the details are finalized we will share with staff. 3
Lets Talk Submissions Question #2: Please be advised that staff at Metz would like the following questions and comments passed on. Items highlighted in yellow were deferred from the February meeting of the Benefits Committee. However, staff have requested that they be addressed sooner rather that later. Questions not highlighted are more appropriate for the Superintendent's Advisory Committee, which meets on March 13th. Answer: I have spoken with my team members regarding the questions from the Metz staff. I will address each question separately below: Question: One of the greatest benefits we can have is a benefit that will build community among colleagues. It would be WONDERFUL if we could have the sick leave bank back. I would be willing to help coordinate this if necessary. Response: The sick leave bank was discontinued several years ago and the School Board replaced it with short-term and long-term disability insurance programs. It is our belief that these benefits are a better and more equitable benefit to our employees. Question: It would be a good way to retain those teachers who are in the middle of their careers if we could offer a monetary incentive. I think one of the best ways to maintain a solid work force is to support the veteran teachers and demonstrate an empathy to their future planning. Reinstating the matching 403b program would be a great way to do this. Response: Reinstating the matching 403b program was brought forward by the Salary and Benefits Committee last year and is discussed every year during budget preparation. Unfortunately, funding for the School Board from both the State and City has not kept pace with the rate of inflation since 2006 (lost school funding is in excess of $20 million). As a result of underfunding to the school division, the Superintendent and the School Board have to make tough choices as to where they spend the scarce resources available. We ll continue to review the cost of this proposal and implement the program as funding becomes available. Question:I do SACI for my son s school so I really appreciate the time you put in for us.I noticed in the proposed budget it says teacher compensation that meets the governor s proposal . Does this mean 5% increase? Is there a number out there yet? Response: MCPS will be providing a step increase to teachers (on average approximately 3.0%), a step increase for all other support positions (approximately 2%), and a 2% on mid- range of the salary scale for all administrative staff. This proposed increase in teacher salaries along with the change in the salary scale for the fiscal year 2019 budget (on average 8.6%) translates in a 11.6% increase on average for all teachers during the current biennium (more than double the 5% requirement established by the Governor). The following text is directly from the Governor s budget: $218.2 million is provided for the state share of a 5.0 percent salary increase effective July 1, 2019, to school divisions which certify to the VDOE by June 1, 2019, that salary increases of a minimum average of 5.0 percent have been or will have been provided to instructional and support personnel during the 2018-2020 biennium, either in the first year or in the second year or through a combination of the two years. While the aforementioned minimum average 5.0 percent pay increase must be provided by school divisions in order to receive the state funds, a required local match based on the division composite index formerly required under the Compensation Supplement formula is not specifically required in fiscal year 2020 under this action. 4
Lets Talk Submissions Continued Question #2: Question: Not sure you are the correct committee, but I really would like the ROP program to be discussed in length. Response: There are a combination of benefits the School Board has discussed over the years, but the School Board is continually asked to do more with less. Since 2006 the School Board s revenue from the State and City has not even kept up with the rate of inflation reducing MCPS funding by over $20 million. The Superintendent and the School Board are aware of the many true needs of the division and they constantly struggle to prioritize available funding to meet the basic needs of our students. A program similar to ROP will be considered when funding is available. Question: Can there be an alternative to health insurance for those that do not have the division paying for insurance? Other divisions have allotted money for these individuals to add additional coverage for possibly cancer coverage or wellness benefits like health club membership or weight watchers. These individuals are saving the division lots of money, and most likely pay for health care coverage through another avenue, most likely a spouse s employer. They should get a benefit from MCPS in its place. Response: MCPS, like most employers, offers a series of benefits for its employees some of which the cost is offset by contributions made by the School Board. If an employee chooses not to participate in these benefit programs for whatever reason (need, financial, etc.), it is not incumbent on the School Board to continue to expand its series of benefits in an effort to meet all the needs of each employee. The range of offered benefits is consistent for all employees and each individual employee has a choice to take these benefits as desired. Question: Health insurance increases, but there is not a cost of living increase to cover it? Please explain. Response: The School Board recognizes need for cost of living adjustments (COLA) to keep its salary scales competitive in the market place. As stated earlier, sufficient funding is not available at this time. Question: Even though only 28 slots are allotted on the pay scale, those of us that have been with the system since it began have been condensed multiple times. Is there compensation, allocation, or awareness for those MCPS staff members who have served over 28 years? Can we add steps? Essentially, as the years go by, pay decreases because insurance increases. Response: There are not 28 steps on the pay scale there are 30 steps which is the typical number of steps for all school divisions. In an effort to determine if MCPS has the best possible health/dental/prescription insurance programs for its employees, we have allocated funding in the FY2020 Budget to hire a consultant to study our plans and the corresponding claims, then reach out to all carriers in the market place to determine how MCPS can purchase quality health insurance at the lowest possible price. It is our hope that this effort will produce tangible savings for all employees. Employees with 28 years of service received a $12,147 (13.4%) pay raise for the current school year (2018-2019) and are on track to receive another 3% in the 2019-2020 school year which will by far outpace any health insurance increase for this period. Question: I think we talked about this already in person, and I m not even sure if this is the right place for this, but I am curious to know if they have considered that we are losing two weeks of summer vacation this year, and we are not being compensated for this time lost. I know they might respond with, But some day 20 years from now when you retire, you will get your two weeks back. However, that isn t the way the rest of the world operates. If you lose out on a part of your benefits, such as vacation days, you are typically compensated through being allowed to roll them over, or being paid for them, or something that recognizes and balances the time being sacrificed for the job. Response: All teachers have at least a 200 day contract of that amount 193 are assigned (for school year 2019-2020). Teachers do not receive any vacation days as a part of their contract and therefore are not entitled to any compensation for time they never had. All teachers will receive the same 200 day contract for the upcoming school year, the difference is the specific days of assignment will change. The end of next school year is scheduled for students to be May 29th and for teachers is scheduled to be June 1. 5 I hope this information brings clarity to your questions. Kevin Newman
Lets Talk Submissions I am concerned regarding the request for the summer PBL training that is scheduled to take place outside of contractual hours. We have been asked to make this a "high priority". As has already been noted, this will be a shortened summer for teachers, so taking almost a week for training is unfair. Additionally, the rate of pay ($100/day) is significantly lower than an average teacher's daily rate of pay, lower than the standard summer school rate of pay ($32/hour), and lower than the pay of a degreed substitute ($106.73/day). There are 4 full days and 3 half days designated as Professional Development days before the start of school in August. Could this training be done at that time or another time during contractual hours? Answer: Thank you for sharing your concerns and questions about PBL 101. I spoke with my instructional staff about this. While PBL is a division goal and training for all staff is the ultimate goal within this initiative, each school has their own implementation plan and timeline for PBL. Part of each school plan is training for teachers in PBL 101, a 3-day institute taught by Buck Institute facilitators. This is our third summer of offering PBL 101 and each session has been outside of contract time. The $100 a day stipend is the current division approved stipend for required full- day work outside of contract time. We do recognize that this summer is a short summer, however the August days are reserved for other division PD, convocation, curriculum updates, teacher work time, open houses/meet the teacher, and school based PD/meetings. Summer schedules are always discussed with principals and a joint decision was made to keep PBL 101 outside of those days in August. We did schedule them right after the conclusion of the school year so as not to impede too much on the summer time. As needed, each principal also works on an individual basis with teachers who are unable to attend and tries to find alternative solutions. I encourage you to speak with your principal if you are unable to attend. PBL 101 will be offered again next summer and once you are able to attend, I am confident you will see many positives in the opportunities it will provide for your students. Question #3: Sincerely, Kevin Newman 6
Lets Talk Submissions Question #4: During arrival times at Baldwin Elementary and OHS, there are several concerns related to staff and student safety that have been reported to me. 1. When drivers make the turn onto Eagle Way, the drivers of cars at the stop sign coming out of OHS onto Eagle Way frequently seem to assume that everyone will be turning and pull out in front of others who often end up slamming on their brakes to avoid collision. 2. Eagle Way is often congested with buses that are parked on the side of the road and with parents of OHS students who stop to drop off on the OHS side of Eagle Way instead of going into the OHS lots. With cars and buses coming though both ways and the curve in the road, this makes it very difficult to see and to make space for others in the oncoming lane. 3. The bus drivers (particularly the driver of bus #16) goes into Baldwin Intermediate almost every morning and rarely, if ever, looks for cars before crossing the parking lot back to the bus. Numerous staff members have indicated frustration and concern that she or someone else will be hurt since she cannot always be seen prior to walking out from in-between vehicles. Answer: Thank you for bringing forward these safety concerns to our attention. The safety and security of our students and staff is always our #1 priority. Members of my staff and I will be there to observe the situation for the next few days and take corrective action as needed which may include having discussions with the Manassas City Police Department since they have an officer there every morning insuring the safety of our students and directing traffic in an effort to facilitate a safe and orderly process. I've also directed the MCPS Transportation Director to have discussions with our drivers who enter the building to be mindful of their surroundings when walking between buses and cars. Thanks Again, Andy Hawkins 7
Lets Talk Submissions Question #5: Previously, prior to the last Superintendent's Advisory Committee meeting, I submitted a questions on behalf of a staff member at Baldwin Elementary asking about the teacher contract hours at all school within MCPS. Last I heard, the information was still being gathered. Can we please have a listing of each school and the teacher contract hours? Answer: *Contractual Times for Teachers for each school: Baldwin Elementary School 8:20 am 3:50 pm Dean Elementary School 8:15 am 3:45 pm Haydon Elementary School 8:45 am 4:15 pm Round Elementary School 8:45 am 4:15 pm Weems Elementary School 8:20 am 3:50 pm Mayfield Intermediate School 6:55 am 2:25 pm Baldwin Intermediate School 6:55 am 2:25 pm Metz Middle School 7:15 am 2:45 pm Osbourn High School 8:00 am 3:30 pm *The workday for full-time licensed and professional staff will be a minimum of seven hours and thirty minutes and continues until professional responsibilities to the student and school are completed. (School Board Policy GAA-M Staff Time Schedules) 8
Lets Talk Submissions Question #6: Teachers are required to fill out time sheets and reimbursement forms for things such as meal and travel when they attend conferences, etc. In order to do this, they are often assisted by the school Bookkeeper. However, it now seems they will need to fill out these forms on their own, even though they do not currently have access to some of the information required on the forms. I am also told that some things change frequently and that some information is quite difficult to get accurate. For example, after submitting a form back in November and waiting over two months, it was returned because the reimbursement amount requested was incorrect. Even though the conference was held in Richmond and the Richmond scale was used to determine the amount available for meal reimbursement, we are now being told that the conference was outside of Richmond City so the amount was actually less than we were told. Even our school Bookkeeper was unable to figure how you could actually tell the difference. As a result, some teachers are going to get a lesser reimbursement than was expected. If the people who do this on a daily basis have difficulty, how are teachers going to be able to fill these forms out accurately? As it is, with help, some are having to wait months for reimbursements. Not all can afford the wait. It is unfair to ask teachers to fill out the forms without giving them appropriate training and access to the information needed. Answer: Thank you for sharing your concerns. In an effort to help address these concerns, to simplify the process, and to lesson the delay in fulfilling the reimbursement requests, we are in the final stages of revising the travel reimbursement regulations. Once this is completed and approved by the Superintendent, the Finance Department will meet with all Bookkeepers and provide training on these new regulations. Once they are trained, they'll provide the necessary training to all school staff. It's our goal to reach an acceptable balance between the necessity of accountability and the ease of meeting these requirements from our staff. Please give me a call if you have any questions or concerns. Andy Hawkins 9
Questions and Discussion The following question was asked: What is the role of STEM Coaches at each building? Answer: It is up to the Principal s discretion 10
SAC Meeting Dates for 2018-19 Not Meeting in April Wednesday, May 1, 2019 11
