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Leadership unit recommendation finalized

Purpose: “To collaboratively study issues surrounding staffing functions, make recommendations to the Superintendent/Cabinet and formulate related communications.”

The Natrona County School District’s Staffing Standing Committee met on February 5. Meeting leader Dr. Crystal Mueller, Associate Superintendent for Human Resources split the committee into three groups to work on three different topics. The first group planned to continue work (from the previous meeting) on the leadership unit allocation issue. The second group worked on the Special Education allocation item. Meanwhile, the third group worked to prioritize other items that are on the committee’s “to-do” list.

The first group to present their findings was the adult leadership unit group. Their recommendation was as follows:

  1. A compensated leader is defined as a person, who facilitates, arranges, works with teams, ensures focus, oversees, establishes timelines, secures input, monitors progress, provides updates, and prepares documentation beyond the work day.
  2. The responsibilities of School Improvement, At-Risk and Assessment should fall under this leadership model. Schools will not receive additional allocation for these responsibilities.
  3. Schools will receive allocations based on the allocation model created by the Staffing Committee Ad Hoc team.
  4. Create a minimum allocation to schools of $6,000
  5. This will require an additional funding allocation from the Superintendent’s Conceptual Budget of $10,216.72.
  6. A schools allocation includes benefit costs. Benefit cost will be deducted from gross pay.
  7. Principals will use a collaborative decision model to determine how the allocated funds are distributed within the school leadership structure.
  8. A compensated exempt leader will receive an addendum to contract for the fixed amount decided upon by the principal. The contract will be paid on a monthly basis for duration of the contract. Amounts may vary based on school needs. Non-exempt employees will be paid according Fair Labor Standards Regulations.
  9. Revisit the Adult Leadership model during the 2014-15 school year.
    1. Need to look at coordinator pay and duties. Redesign this compensation structure.
    2. Need to revisit the Leadership allocation model and dollars available.
    3. Other funding sources that schools might have to supplement leadership activities.
    4. Explore leadership compensation for non-exempt employees.
    5. Explore leadership compensation for non-school sites.

The small group members said their plan increases flexibility for the schools, is equitable across campuses, and maintains the ad-hoc committee’s definition of compensated leader (a person who facilitates, arranges, works with teams, ensures focus, oversees, establishes timelines, secures input, monitors progress, provides updates, and prepares documentation beyond the work day). After discussion, the committee unanimously supported the recommendation as stated above.

The next group to present was the Special Education allocation. Ted Hanson explained that for staffing allocation purposes at the elementary level each special education student counts as one student, but on the secondary level each student is counted as .5 of a student.

He also explained that the state holds the District at a standard to have at least 60% of the District’s special education students in a “regular” classroom setting between 80% and 100% of the time.

Hanson went on to state that there are 16 programs in the secondary level, which is 160 students – and the District gets credit for 80 kids. If, for staffing purposes, each student was counted as “1” instead of “.5” the District would “add” 80 kids and would need to add 4.5 staff members which would cost the district approximately $450,000.

Before proceeding with a formalized recommendation the small group did request the following pieces of data:

–       Attendance rate at the District’s Special Education programs.

–       How many classes are running at capacity (32)?

–       Verification on whether or not each elementary student does indeed count as 1 student (for staffing allocation purposes).

Last, the prioritization group spoke about their ranking of upcoming topics. They spoke of health and safety needs being a top priority – starting with the nursing issue and the counselors issue next. Following those in the list would be the Position Reviews Process. Following the Position Review item the rest of the items would go in a dated order. It’s possible the Position Review Process review might bring certain items up to the top of the list.

During discussion it was brought up that the 4/3 Administrative Manager issue could indeed be classified as a health and safety item and should be moved to the top. The Additional Server Time issue was also added to the immediate list. The committee agreed to move forward with these items at the next meeting.

The next scheduled Staffing Committee meeting is on March 5, 2014.

Members in Attendance: Crystal Mueller (Leader), Steve Ellbogen (NCASE), Walt Wilcox (NCASE), Dean Kelly (NCASE), Ted Hanson (NCASE), Scott Honken (NCASE), Wayne Carlson (SEIO), Gayle Schnorenberg (NCAESS), Doreen McGlade (NCEA), Wayne Tuttle (NCEA), Dirk Andrews (NCEA), Sonja Leimback (NCEA), Mike Bond (HR), Cheryl Caster (HR), Mark Mathern (C&I), Ryan Kelly (BFS), Connie Brasel (SEIO), Allen Bruggman (Community Partnerships).

 

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This entry was posted on April 1, 2014 by in In Focus.

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