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

2. 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

3. 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

4. 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 $
Learning Lab Facilitator $ 5,000
Learning Lab Module Dev $ 1,500
Standards Based Report Card $ 1,000
Pacing Guide Development $
PLTW Lead Training $
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

5. 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

6. 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

7. 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 The average aggregate stipend/supplement per participating employee was $1, (a 4.2% increase over average base compensation).

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

9. 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%

10. (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)

11. (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)

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

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

14. 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

15. 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

16. 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
ing potential substitutes about available substitute opportunities for the following day
Actively monitoring AESOP to clear inactive or non-working substitutes