1. Educational and Budget Plans November 22, 2011 Michael E. Finn, CFO

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3. Began discussions last year with defining what is the “CORE” of PUSD – Administrative Discussions – Advisory Council Discussions and Portal – Site Council Discussions – Study Group Sessions – Board Study Sessions Impact of 1 cent sales tax 3 History

4. All Day Kindergarten Class Size Technology Attract and Retain Talented Staff – Salary Enhancements – Professional Development – Instructional Support and Enhancement Assistant Principals 4 Priorities Identified

5. Graduation Rate AIMS Scores National Merit Scholars Award Winning Staff Scholarships Awarded Post Graduate Success 5 Indicators of Excellence

6. Discussion Points Educational Programs and Delivery Models Outsourcing Other Initiatives Employee and Retiree Health Care Benefits

7. EDUCATIONAL AND PROGRAM DELIVERY MODELS 7

8. Educational Programs and Delivery Models Special Education Service Models – 10% reduction in 200 function ($4.1M) Reduce Tuition Out Expenses (1.8M) – Identify target areas – Develop in-house servicing model – Seek out of District enrollment Move PTC to Existing Campus ($700K)

9. CTE – Legislative impact of reduction in freshman funding $1.5 million – Current programming being maintained with budget balance carry forward of $2.4M – Future programming reductions are imminent 5 day schedule/specials in Elementary – Estimated savings of $1.25 million 9 Educational Programs and Delivery Models

10. OUTSOURCING 10

11. Outsourcing Options Custodial – Estimated savings exceed $200,000 per cluster – Eliminate full time P.M. positions (sans 1 full time supervisory position) over next three years and fill with part time employees (no benefits or ASRS) – Hire only temporary help between now and June 30, 2012 – Begin hiring part time staff July 1, 2012 for 9-month positions – Student work program Maintenance – Move to centralized maintenance process as designated in original 2009 reduction plan to begin July 1, 2012 ($500K)

12. Outsourcing Food Services – Food Services provides indirect cost revenues back to M&O – Not a viable outsourcing option Transportation – Recommendations are to leave in-house if at all possible – More part time positions Full time reductions have already been made in this area saving over 700 overtime hours so far this year

13. ALL retirees who return to work in position that would normally contribute to the ASRS would generate an Alternate Contribution Rate (ACR) Legislation states the ACR is to be paid by the employer – Offset by salary reduction for future hires Fiscal Year 2012 ACR is estimated at 7.75% 13 Legislative Changes for Retirees in 2012

14. Comp Time – 40 hour max carry forward – Balanced at year end and paid out of assigned M&O budget for following year – Make school secretaries 12-month exempt Civic Center Monies – 1/3 to stay with the school – District 2/3 and will pay for labor – Monies used to support civic center activities 14 Other Initiatives

15. Revise Classified Staffing Model Reduce Workers Compensation Claims by 20% Performance Contracting – Solar Power Project 15 Other Initiatives

16. HEALTH CARE AND BENEFITS 16

17. 17 Comparison of US to other countries (2008)

18. 18 Historical Trend Graph (2008)

19. Health insurance has increased 9-10% year over year in the U.S. – PUSD has continued to refine the plan to help offset these increases – Changing trends and focus in health care The rule of 3-4-50 Wellness Programs Tobacco Premiums 19 Health Care Benefits History

20. Long Term Health Care Benefit Options Make the High Deductible Health Plans (HDHP or CDHP) the standard for all employees – Consider the Traditional Plan to be a “buy up” option for all employees – Depending on performance of HDHP’s, mitigate health insurance premium increases through the amount that is deposited in Health Savings Accounts (HSA) Wellness program offset Expand contribution levels from two tier to three tier

21. Phase out over the next two years – Transition existing retirees to ASRS ASRS currently utilizes UHC network Crosswalk of benefits Financial impact – Employees who retire before June 30, 2013 would still be able to retire with full benefits if criteria set forth in Governing Board Policy is met Retiree Health Care Benefits

22. Option 1 (must retire) – Provide 50% offset to premium for employees retiring between July 1, 2013 and June 30, 2014 Option 2 (Grandfathered) – 75% offset to those with 25 years or more of continuous service prior to June 30, 2014 – 50% offset to those with 25 years or more of continuous service prior to June 30, 2015 – 25% offset to those with 25 years of continuous service prior to June 30, 2016 22 Retiree Benefit Transition Options

23. 23 Current Employee Years of Service

24. 24 Existing Retiree Demographics

25. 25 Current and Future Point Projections

26. 26 Demographics of 2013 Projected Retirees

27. Librarians $2.25M Nurses $2.41M PE, Band, Music, Art $8.9M Assistant Principals $4.1M Closing of Schools $800K per school Participation Fees (TBD) 27 One Cent Sales Tax

28. All Day Kindergarten Class Size Technology Attract and Retain Talented Staff – Salary Enhancements – Professional Development – Instructional Support and Enhancement Assistant Principals 28 Priorities Identified

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30. DISCUSSION AND QUESTIONS