Employee Incentive Committee RCPS School Board Presentation – June 11, 2012

Purpose of Committee The purpose is to investigate ways to recognize employees in creative but meaningful ways without placing a large financial burden on the school division. The committee is tasked with developing a comprehensive proposal for the RCPS School Board that outlines recommendations for employee incentive and recognition programs for the entire division. This proposal should include incentives and recognitions for all classifications of employees. The targeted time frame for this proposal to be complete would be June 30, 2012.

Committee Members Janet Kisling (Bus Driver EMS/ERHS) Cheryl Fulk (Head Custodian, CRES) Robin Klobcar (Cafeteria Manager, TAHS) Debbie Rhodes (Computer Lab Assistant, JCMES) Rebecca Holloway (Agriculture Teacher, ERHS) Kristeen Laatz (Human Resources Secretary, Central Office) Karen Thomsen (Principal, Linville Edom) Anthony Slater (School Board Member) Dan Breeden (School Board Member) Bryan Huber (Director of Transportation)

Committee Process Conducted 3 meetings Posted Minutes on All News Received Numerous Feedback via , committee members, phone conversations, etc… Common themes tasked out to each committee member to develop a proposal Communicated and shared ideas with appropriate staff

Common Themes Most feedback surrounded ideas for building level implementation ◦ Jeans days ◦ Building wide lunch orders ◦ “Spirit” days at all levels ◦ Duty free lunches ◦ Personal notes of thanks ◦ Teacher supplies ◦ Gift cards ◦ “Walk in my shoes” Committee will provide a “grab bag” for those in leadership positions throughout County.

Division Wide Proposals Modify Policy GCBD-2 to allow an accumulation of 7 personal days instead of 5. ◦ Sick Day Trade In investigated but not favorable for employees. Modified work schedules. ◦ Teacher Workdays from Home (Oct. 26 and Jan. 21) ◦ Snow Days (Essential Personnel Only) ◦ Modified Summer Hours (Close Early, Early Fridays, etc…)

Proposals cont… Years of Service Recognition ◦ Recognize 5,10,15,20,25….. Years of consecutive service full time or part time. ◦ Post Yearly article in DNR ◦ Increased “awards” for each year. Central Office Visitations ◦ “Walk in my shoes” – Supervisors and Directors only ◦ Yearly picnic attended by Board Members and C.O. staff

Proposals Cont… Employee of the Month Program ◦ All employees eligible ◦ Peer and student nominations ◦ Transportation, Food Service, Maintenance separate selections. Perfect Attendance Awards ◦ Mixed Reactions throughout the county ◦ Begin recognizing at each school/department Employee Discounts ◦ Partner with County Government to solicit discounts from local businesses for county employees (Movie Tickets, Restaurants, etc…)

Limitations to Proposals There are some cost factors associated with the presented proposals ◦ Increased Personal Days – (Reduction of $28,862 in savings from leave without pay) Time intensive to research, secure, and implement some proposals Mixed reactions among employees throughout the county in regards to each proposal Further time may be needed to develop more innovative program

Steps for Implementation Carefully select initiatives that are suitable and can be implemented for Communicate changes to schools in time for handbooks and policies for school year Ensure that once implemented the recognitions/incentives are meaningful and intentional “One Size” does not fit all.

Questions and Comments? "Many of the things you can count, don't count. Many of the things you can't count, really count." - Albert Einstein