June 5, 2018 at 4:00 PM - Human Resources Committee

Description:  A summary of all recommended changes as well as drafts of all recommended language changes have been attached for your review. The Employee Handbook drafts are in the Extras tab.

Description:  Our Employment Guidelines for all employee groups require employee participation in biometric screening (and their spouse if enrolled) to be eligible for the district’s 88% contribution toward premiums. This language was added when our agreement with Dean required employee/spouse participation in biometric screening. Our new agreement with Dean/SSM does not require biometric screening. Our recommendation is to review this language with the District Insurance Committee next fall.

Description:  Currently, Middle School and High School teachers who cover a class for another teacher during their prep period are paid $20 per hour. Other teachers in the district have not had the opportunity to be paid because their work days are scheduled differently. We would like to discuss possible options with the committee.

Description:  At the last school board meeting, Cindy Lindquist expressed concerns from the specialist teachers (music, art, physical education, guidance, library, world language) at Heritage regarding the scheduling issue involving the collapsing of five kindergarten classroom sections into four sections for specials instruction. As Randy explained, we added para-educator time to Heritage to help to address this concern. The Board requested to see information related to possible "overload" compensation. The purpose of this agenda item is to clarify what you are looking for and to share information about "overloads" for teaching staff.  

Description:  Per the discussion at our last HR Committee meeting, a draft of a potential pay schedule with steps for administrative assistants has been attached. If you like this example, we will draft similar schedules for the other employee groups, including the classified staff. When we review the draft of the classified staff pay schedule at a subsequent meeting, we will also revisit the topic of providing a greater differential in pay between regular education para-educators and special education para-educators. Per the Board discussion, the next step will be to develop processes that will govern how employees move from one step to the next (similar to the teachers’ point system).