CRESWELL SCHOOL DISTRICT #40

BOARD AGENDA FACT SHEET

 

 

MEETING DATE: 9-08-04 DATE PREPARED: 9-02-04

 

AGENDA ITEM: #12 AGENDA TITLE: Job

descriptions

 

ITEM PREPARED BY: Stuber ITEM REQUESTED BY: Policy

 

SUMMARY: The District has created two new positions. A job description is

attached for the Athletic Director and Administrative Assistant positions

for Board approval.

 

SUPERINTENDENT'S ADVICE: Adopt for inclusion to District job description

titles.

 

 

ADDITIONAL INFORMATION ATTACHED:

1. Draft Athletic Director Job Description

2. Draft Administrator Assistant Job Description

 

 

ESTIMATED COST/FUND:

There is no cost associated with merely having the descriptions

necessarily, however this year they are applied to current personnel.

1. Currently paid with fund raising.

2. Budgeted in 2004-2005 HS budget

 

BOARD ACTION:

 

 

CRESWELL SCHOOL DISTRICT #40

BOARD AGENDA FACT SHEET

 

 

MEETING DATE: 9-08-04 DATE PREPARED: 9-02-04

 

AGENDA ITEM: #14 AGENDA TITLE: PERS/Job Share

Provisions

 

ITEM PREPARED BY: Stuber ITEM REQUESTED BY: Stuber

 

SUMMARY: Board negotiators and administration have been dealing with the

matters of PERS retired staff returning to work , and job sharing by staff.

To date there have been a number of Memorandum of Agreements (MOA)

considered for teachers wishing to enter into such an agreement with the

District. Two MOAs are included in this month's agenda. Because neither

aspect is currently covered in the Collective Bargaining Agreement (cba), an

MOA needs to be approved jointly between the District and the bargaining

unit. In a number of deliberations amongst Board negotiator regarding these

two areas, some common ground seems to have surfaced. These items are

delineated within the two statements attached.

 

SUPERINTENDENT'S ADVICE: The administrators are asking the board to define

their position regarding job share and PERS retirees so that we can

accommodate the MOA applications. By resolving that the position

statements represent Board's intent on the matters will facilitate our

ability to process and inform the applicants of the same.

 

ADDITIONAL INFORMATION ATTACHED:

1. PERS-Retiree Draft

2. Job Share Draft

 

ESTIMATED COST/FUND: Costs or savings for either depends upon comparisons

among a number of variables.

 

BOARD ACTION:

 

 

PERS-RETIRED EMPLOYEE PROVISIONS

 

Whereas the Creswell Education Association desires an option for

PERS-retired teachers to continue working for the District; and

 

Whereas the District may opt to rehire PERS-retired employees;

 

It is Hereby Resolved that the following conditions will apply to all PERS

retirees hereafter referred to as employee(s) who retire from the Creswell

School District:

 

1. The employee is required to notify the District of his/her intent to

request District approval to continue employment as a PERS-eligible retiree.

This request shall:

A. Include a notification from PERS that the employee is eligible

for PERS benefits, and the effective date of that eligibility.

B. Include a letter to the District expressing a desire to retire

and to continue working as a PERS-eligible retiree.

C. Stipulate the effective date of retiree benefits, if applicable.

D. Requests for employment while PERS-retired shall be made at

least sixty (60) days prior to the requested effective date of such

employment.

 

2. The District may opt to rehire PERS-retired employees. If an offer is

made to rehire, it will be with the following amendments to the collective

bargaining agreement(s):

A. An offer of employment to a PERS-retired employee may be for the

balance of a school year in which an employee retires, or for some other

period of time.

B. Any PERS-retired employee will be considered a temporary

employee with rights afforded said category of employees.

C. Provided the employee adheres to the conditions at 1 supra, and

the District agrees to rehire, every effort will be made to ensure there is

no break in service.

D. Any PERS-eligible retiree who is rehired by the District and is

eligible for Early Retirement Benefits shall have no other option for

District-provided health insurance.

E. Any PERS-eligible employee shall be paid at the same rate of

their last contract as a regular employee prior to retirement.

F. The District will not be responsible for PERS, nor for any

substitution or consideration in lieu of PERS.

G. A PERS-retired employee shall be considered eligible for

Schedule B assignments.

H. PERS-retired employees are required to surrender sick leave upon

retirement. Therefore, said employees shall be granted one sick leave day

for each month pro-rated for the duration of employment. Sick leave

benefits shall become available on the first working day of each month of

service and shall accrue throughout the duration of the contract. No other

provision(s) regarding sick leave shall apply to temporary retirees.

I. PERS-retired employees shall have no seniority rights.

 

3. It is further understood that the District will not base its decision to

rehire a PERS-eligible employee solely on the criteria at 2 supra. Other

factors include:

A. A recommendation from the employee's supervisor.

B) The economic components. The Board will consider requests

for rehires in conjunction with data spreadsheets to be provided by payroll

and the administration demonstrating the economic aspects of individual

requests. Said spreadsheets will contain costs for the position with sample

fte at:

i) BA Step 1

ii) MA Step 1

iii) MA Step 8

iv) MA 45 Step 18; and

v) in the situation of an employee requesting

retirement and rehire within a contracted year, the cost of that employee as

a retiree vs. continued regular employment.

 

4. The District maintains final control over each application by Board

approval. The superintendent is to refer all completed requests and

accompanying data to the school board for action.

 

JOB SHARE

 

 

WHEREAS the Creswell Education Association desires an option for two

employees to share one full-time-equivalent teaching position; and

 

WHEREAS the District may opt to agree to job sharing;

 

IT IS HEREBY RESOLVED that the following provisions would apply to

accommodate any job share within the District:

 

I. Employees desiring District approval for a job share shall:

A. Make formal request for a job share first with the applicable

supervisor at least sixty (60) days prior to the effective first date of

said job share.

B. Request a term for the proposed job share.

C. Describe any unique working arrangements.

D. Agree to the following:

 

II. Administrators shall:

A. Forward any request meeting administrative approval to the Board

for action.

B. Provide applicable salary and other cost items, i.e.:

1) the cost per employee requesting job share,

2) the cost per employee if request is approved,

3) the proposed cost for the position if not shared,

4) any other significant fiscal note(s).

C. Stipulate how job sharers will apportion assignments for

parent-teacher conferences, committee work, faculty meetings, etc.

D. Determine and communicate the process due to inability of one

job sharer to work for a short term. The administrator may determine that:

1) the other job sharer will substitute

2) the district will hire a substitute (and determine cost

involved)

3) there is no practical way to replace one employee if

absent for a short time.

 

III. The Board shall:

A. Have final authority to approve or disapprove each request.

B. Provide health benefits on a prorated, per employee basis only.

C. Provide salary on a prorated basis dependent upon the employee's

placement upon the Salary Schedule.

D. Provide other benefits such as sick leave on a prorated, per

employee basis. Any accrued leave or benefit will not be lost by employees,

however the rate of accrual during job share will be prorated.

 

 

E. Determine and communicate the process should one employee be

unable to work for an extended period of time. The Board may determine

that:

1) job sharers will substitute for one another

2) job sharers will assume the full fte position

3) a replacement job sharer be recruited and employed

4) the job share agreement be terminated

F. Communicate the following:

1) a job share position requires management flexibility in

times of fiscal exigency and is therefore not a protected position in the

event of layoff or recall.

2) a job share participant has no seniority right to bump or

replace a full-time equivalent teacher.

3) a PERS-retired and rehired employee is subject to the

constraints of both the terms of District rehiring and job sharing

protocols.

4) job share agreements shall not exceed one academic year.

5) job share arrangements shall not "way the dog." In other

words, a job share may by an option of mutual benefit however this benefit

is lost if scheduling or staff are inconvenienced for the benefit of a job

share.

 

 

CRESWELL SCHOOL DISTRICT #40

BOARD AGENDA FACT SHEET

 

 

MEETING DATE: 9-08-04 DATE PREPARED: 9-02-04

 

AGENDA ITEM: #15 AGENDA TITLE: MOA requests

 

ITEM PREPARED BY: Stuber ITEM REQUESTED BY: CEA

 

SUMMARY: The Creswell Education Association requests the approval of 2 MOAs.

1. MOA to allow a job share at Creslane ES.

2. MOA to allow PERS retired employee certain rights and benefits

associated with re-employment with the District.

 

SUPERINTENDENT'S ADVICE:

1. MOA complies with requests of administration and CEA as stipulated in

the drafted provisions entertained at item #14. Requested material is

attached. Another spreadsheet (emailed the board from the Business Manager)

enables board members to examine other cost scenarios.

2. MOA currently has no applicants, however one potential applicant may

formally apply if an adopted MOA should meet his needs. This version

represents an attempt from CEA to fit within the confines of the provisions

in the draft at item #14.

 

As of the date of this fact sheet was prepared, a number of concerns

from three board members had been forwarded to CEA representative John

Lorang. Mr. Lorang may have some amendments before the board meeting or

following discussion of the proposed MOAs.

 

ADDITIONAL INFORMATION ATTACHED:

1. Supplementary material compiled by Ms. Robertson, Principal.

 

ESTIMATED COST/FUND:

 

BOARD ACTION:

 

 

MEMORANDUM OF AGREEMENT (MOA)

Between

CRESWELL SCHOOL DISTRICT

And

LANE UNIFIED BARGAINING COUNCIL/

CRESWELL EDUCATION ASSOCIATION

Regarding

RE-EMPLOYMENT OF RETIREES

 

Whereas the Lane Unified Bargaining Council/Creswell Education Association

(LUBC/CEA) desires an option for PERS-retired teachers to continue working

for the District for a limited period; and

 

Whereas the Creswell School District (District) may opt to rehire a retired

employee for a subsequent school year;

 

It is hereby resolved that the following conditions will apply to all

LUBC/CEA bargaining unit members, hereafter referred to as teacher(s) or

employee(s), who retire from the Creswell School District at the end of the

school year or during the 2004-05, 2005-06, or 2006-07 school years. In

order to qualify for these provisions, the employee must make a reasonable

effort to notify the District in writing of his or her intent of PERS

retirement at least sixty (60) prior to such retirement.

 

I. When an employee is considering PERS retirement during the school year,

the employee may request temporary employment for the remainder of the

school year. Such a request shall be in writing. Within five (5) working

days after the first Board meeting after receipt of such a request, the

District shall communicate in writing acceptance or rejection of such a

request. Such temporary employment would commence immediately upon PERS

retirement so there is no break in service. When such employment agreement

is made, the returning employee shall be qualified for Section II of this

MOA and continue as a bargaining unit member with all contractual and other

rights afforded employees with the following provisions:

 

1. Any employee who would be eligible for Creswell Early Retirement

Benefits at the end of any school year as stated in Article 16 of the

Collective Bargaining Agreement shall be considered eligible for Early

Retirement Benefits if he or she retires from PERS before the end of the

school year and completes the year as an employee under the provisions of

this MOA. The District Early Retirement Benefits shall be the same as if he

or she retired at the end of the year and will become effective on the

following October 1st if the employee is hired only for the remainder of the

current year as per Section I of this Agreement. If the employee is hired

for an additional year as per Section II of this MOA, the temporary employee

will chose between insurance provided all employees and the insurance

benefit provided retired employees as per the provisions of the Collective

Bargaining Agreement between the District and LUBC per early retirement

agreement. However, nothing in this MOA will not extend the early

retirement insurance benefit. (Note: A successor contract is being

negotiated at the time of this MOA. Whatever retirement provisions that are

or are not in effect at the time of retirement shall control this provision

of the MOA.)

 

2. The employee shall continue the remainder of the school year as a

temporary employee and be paid at a rate according to the same step and

column placement that was in effect prior to retirement.

 

3. The District will not be responsible for PERS, nor for any substitution

or consideration in lieu of PERS.

 

4. The employee may continue extra duty contracts previously assigned for

the present school year.

 

5. The employee shall be allowed one day of sick leave for each remaining

month or partial month of the school year in which he or she retires. Such

sick leave shall be granted at the beginning of the employee's temporary

employment.

 

6. The employee shall continue to receive insurance benefits as outlined in

Article 16, Section B of the Collective Bargaining Agreement until the

following October 1st when the benefits outlined in Article 16, Section E

shall commence as per section 1 of this MOA.

 

7. For seniority purposes, the employee shall be considered a new employee

as of the first date of post PERS retirement employment.

 

II. When an employee is considering PERS retirement at the end of a given

school year, the employee may request temporary employment for the

subsequent school year. Such a request shall be in writing. Within five

(5) working days after the first Board meeting after receipt of such a

request, the District shall communicate in writing acceptance or rejection

of such a request. When such employment agreement is made, the returning

employee shall continue as a bargaining unit member with no break in service

and with all contractual and other rights afforded employees with the

following provisions:

 

1. Any employee eligible for Creswell Early Retirement Benefits at the

time of PERS retirement, as stated in Article 16 of the Collective

Bargaining Agreement, shall continue to be eligible for such benefit. The

employee shall chose between insurance provided all employees and the

insurance benefit provided retired employees as per the provisions of the

Collective Bargaining Agreement between the District and LUBC. However,

nothing in this MOA will extend the early retirement insurance benefit.

(Note: A successor contract is being negotiated at the time of this MOA.

Whatever retirement provisions that are or are not in effect at the time of

retirement shall control this provision of the MOA.)

 

2. The employee shall be employed for the subsequent school year as a

temporary employee and be paid at a rate according to the same step and

column placement that was in effect prior to retirement. The employee shall

be paid according to the whatever salary schedule is in effect at the time

of service.

 

3. The District will not be responsible for PERS, nor for any substitution

or consideration in lieu of PERS. The employee shall work less then the

maximum allowed hours allowed PERS retired employees without penalty.

 

4. The District may offer and the employee may accept extra duty

contracts.

 

5. The employee shall be granted ten days of sick leave for the subsequent

school year. Such sick leave shall be granted at the beginning of the

employee's temporary employment.

 

6. Employee insurance benefits as outlined in Article 16, Section B of the

Collective Bargaining Agreement would continue until October 1, of the

subsequent school year when the benefits outlined in Article 16, Section E

shall commence. However, nothing in this MOA would extend the early

retirement insurance benefits.

 

7. For seniority purposes, the employee shall be considered a new employee

as of the first date of post PERS-retirement employment.

 

8. This agreement shall remain in effect through June 30, 2007.

 

 

________________________________ _______

For the Creswell School District date

 

________________________________ _______

For the Creswell Education Association date

 

________________________________ _______

For the Lane Unified Bargaining Council

 

 

MEMORANDUM OF AGREEMENT

Between

CRESWELL SCHOOL DISTRICT

And

CRESWELL EDUCATION ASSOCIATION

Regarding

JOB SHARE

 

 

 

 

 

 

The parties agree that Sherry McKee and Debby Turnbull will job-share a

full-time position at Creslane Elementary for the 2004-2005 school year with

the following provisions:

 

1. Each employee shall be paid as a one half (1/2) time employee

according to their individual placement on the salary schedule.

 

2. Movement on the salary schedule for Sherry McKee will be according

to Article 16 of the Bargaining Agreement Between CEA/LUBC and Creswell

School District. Debby Turnbull will remain on her current step and

lane.

3. Hours of work that job share employees are required to spend on

assignments such as parent-teacher conferences, committee work,

faculty meetings, etc., shall be prorated by the percentage of a

full-time contract.

 

4. The parties agree that during the job share, Sherry McKee shall

receive one-half () the insurance premium benefits of full-time employees

for health, dental and vision insurance during the job share. Debby

Turnbull shall receive no additional insurance benefits employment as she is

already receiving retiree insurance benefits according to Article 16.

 

5. All sick leave usage and earnings for Sherry McKee shall be computed

and carried forward, based on hourly calculations. Debby Turnbull shall

be granted ten one-half (1/2) days of sick leave for the 2004-2005 school

year. Such sick leave shall be granted at the beginning of the 2004-05 year.

 

6. Subject to the approval of the supervising principal, the employees

in this job-sharing position may trade working time with their partner.

In the event that one certificated employee resigns, the other certificated

employee will assume the full job responsibility. If another teacher who is

willing to job-share can be identified, the job-share and this agreement may

be continued. The job-share employees will call each other first for

coverage for sick, personal and bereavement leaves.

 

7. This agreement shall be for the 2004-2005 school year only.

a. Sherry McKee shall have contractual rights and

responsibilities to a full-time

teaching position for the 2005-2006 school year.

However, it is her intent to consider continuation of this job-share

structure for Sherry McKee.

b. Debby Turnbull's position will be temporary in

nature and for the 2004-2005 school year only.

 

 

________________________________ _______

For the Creswell School District date

 

________________________________ _______

For the Creswell Education Association date

 

________________________________ _______

For the Lane Unified Bargaining Council date

 

________________________________ _______

Sherry McKee date

 

________________________________ _______

Debby Turnbull date

 

 

 

 

CRESWELL SCHOOL DISTRICT #40

BOARD AGENDA FACT SHEET

 

 

MEETING DATE: 9-08-04 DATE PREPARED: 9-02-04

 

AGENDA ITEM: #16 AGENDA TITLE: Goals

 

ITEM PREPARED BY: Stuber ITEM REQUESTED BY: Board

 

SUMMARY: The working session resulted in the following ideas

 

2004 - 2005 District Goals

 

1) We will improve student achievement on District assessments.

 

1) We will follow up on the Business Management Plan recommendations.

 

1) We will present ourselves as professionals.

 

1) We will continue to develop and implement:

A. Budget sharing strategies.

B. Comprehensive Monthly Finance reports.

C. The Creswell Community Project.

D. Valedictorian/Salutatorian selection criteria

 

 

BOARD ACTION: