Certified Resource Update (Instructional & Instructional Support) Jason Taylor Chief Financial Officer March 3, 2016

Since 2012, Annual Investment in Compensation (and Benefits) for Instructional/Instructional Support Employees Has Trended Upward Note: Investment in Compensation (and Benefits) for Instructional/Instructional Support Accounts for 81% of Total Instructional Budget

Since 2012, Annual Investment in Compensation (and Benefits) for Instructional/Instructional Support Employees Has Trended Upward Note: Investment in Compensation (and Benefits) for Instructional/Instructional Support Accounts for 81% of Total Instructional Budget

In Order to Provide Opportunities for Supplemental Income to Employees Who Assume Additional Responsibilities, the District Has Dramatically Increased the Suite of Stipends Available Teacher Selection Comm. $ 2,500 Teacher Review Comm. $ 1,500 / $2,000 Curriculum Review Comm. $ 2,500 Summer Learning Labs $ 500 Learning Lab Facilitator $ 5,000 Learning Lab Module Dev $ 1,500 Standards Based Report Card $ 1,000 Pacing Guide Development $ 500 PLTW Lead Training $ 250 Benchmark Assessment $ 1,000 Math Committee $ 1,250 Math Acceleration $ 1,400 Title I Instruction Stipends* $ 3,500 Math & Science Stipends* $ 5,500 * Offered during the 2016 Fiscal Year

A Significant Component of Increase in Annual Compensation (and Benefits) for Instructional/Instructional Support Employees is the Suite of Supplements and Stipends Offered by the District

A Significant Component of Increase in Annual Compensation (and Benefits) for Instructional/Instructional Support Employees is the Suite of Supplements and Stipends Offered by the District

District Investment in Supplemental Compensation Per FTE Increased by 87% Between 2012 and 2015 Most stipends/supplement opportunities are ‘stackable’ (employees are eligible to receive more than one at a time). For the FYE2015, the average stipend/supplement count for participating employees was 1.6. The average aggregate stipend/supplement per participating employee was $1,908.86 (a 4.2% increase over average base compensation).

Since 2012, Instructional/Instructional Support FTEs Pursuing and Receiving Stipends and/or Supplements Has Increased by 20%

Since 2012, Instructional/Instructional Support FTEs Pursuing and Receiving Stipends and/or Supplements Has Increased by 20% (At FYE2015, 60% of Instructional FTEs Were Receiving Supplemental Compensation) 40.5% 60.2%

(Annual Investment Increased 52% between 2012 and 2015) In Additional to Investment in Supplemental Compensation, the District Has Increased Investment in Professional Development (Annual Investment Increased 52% between 2012 and 2015)

(Annual Investment Per FTE Increased 54% between 2012 and 2015) In Additional to Investment in Supplemental Compensation, the District Has Increased Investment in Professional Development (Annual Investment Per FTE Increased 54% between 2012 and 2015)

Substitute Teacher Requirements Johnny Giles Chief of Staff March 3, 2016

Substitute Teacher Requirements Remain Fairly Consistent Overall leave requests dropped in 2014-15, despite a slight increase in the number of teachers, but slope is consistent Professional development has increased in 2015-16

Despite Steady Substitute Requirements, Unfilled Requirements Have Increased Primary impact was implementation of the Affordable Care Act in late 2014 ACA requires that employees who work 30 hours or more must be offered health benefits ACA does not allow employees to “opt out” of this requirement (e.g., spouse already has insurance) PEEHIP prohibits HCS from offering benefits to substitute teachers, either through PEEHIP or a third party insurer This limits HCS substitutes to 3.5 days per week, even though they may wish to work 5 days Substitutes are not allowed to be co-employed by any HCS contractor (e.g., Appleton, Kelly, EPSCO) Lack of substitutes results in teachers being required to cover classes during their planning period or split classes that do not have teachers for the day

Huntsville City Schools Has Recently Made Several Changes to Substitute Teacher Pay Rates Across-the-board pay increase for all substitute teachers Daily rate increased from $60/day to $70/day Targeted substitute teacher pay rate increase for schools with historically high unfilled substitute requirements and a significant need for additional academic support (Tier 1) Elementary - $100 Dawson, Highlands, Lakewood, Montview, Morris, Rolling Hills, University Place Middle/Junior High/P-8 - $110 Chapman, McNair, Westlawn, Williams MS High School - $120 Columbia, Johnson

Huntsville City Schools Has Recently Made Several Changes to Improve Substitute Teacher Requirement Fill Rates Limited targeted opportunities for substitutes who want to work more than 3.5 days per week ACA allows up to 5% of employees to work without having to offer health benefits Must be willing to work at schools with historically high unfilled substitute requirements Expedited processing of substitute applications when Principal requests a particular individual Reconfigured AESOP to call more substitute teachers when positions are unfilled – reaching more substitutes E-mailing potential substitutes about available substitute opportunities for the following day Actively monitoring AESOP to clear inactive or non-working substitutes