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Granite School District > Superintendent's Office > Sup’s Blog > Employees

Employees

Question – Early Childhood Education

Question:

Thank you for having a blog and for answering so many different types of questions. My concerned is the high number of ELL students in my classroom who are not prepared to start kindergarten. Which the Common Core being implemented I would like to see some meaningful support given to the teachers who put so much time and energy into helping all their students be successful at school. I understand that kindergarten is not required in the state of Utah and with others states (OK,TX) having Pre-K required before starting kindergarten. Why are we missing the boat on early childhood education?

Response:

We don’t believe we are missing the boat. While the state may not mandates early childhood programs, we are acutely aware of the positive impact early intervention can have on any student in terms of future academic achievement. Consequently, we have the most robust, comprehensive, high quality preschool program in the state and have a curriculum model and service pattern that is often replicated in other areas and touted by the State Office of Education. Additionally, we not only offer our preschool program in nearly fifty Granite elementary schools, we offer extended-day kindergarten in some as well for identified students whose lack of skills puts them at risk for success in kindergarten.

If you need more info, please contact our director of Preschool Services, Brenda VanGorder or Rob Averett on extended-day K.

Thanks,

Question – More Canvas Questions

Question:

So far I really like Canvas and a lot of it’s components. Unfortunately, for those of us who cannot yet use the grading program as part of our Canvas we cannot fully utilize it. Using the grade program allows students to see what is coming and to keep all of their classes in order. When will the rest of us be able to use the grade program in Canvas? I have a lot to learn with the program I know, but it feels wrong to only use part of the program.

Response:

We currently have a new grading program that is close to release. When we learned of Canvas this summer we saw it’s grading features. Dale Roberts in Information Systems is working with Canvas to see if the grading features in Canvas can do everything our grading program can do. Part of this has to do with programs talking to Discovery (our student information system).

Great Question!

Question – Relicensure Points

Question:

We all had the big day of training for the new common core and for some new ESL information. In talking to teacher friends, principals have been giving out different numbers of relicensure points to their staffs. Some principals have given as many as 7 hours, some as low as 5 or 5.5. Some teachers were told that the office of Ed Equity would be sending us relicensure points for the ESL component. So much was done to make sure everyone was there on the same day throughout the district, learning the same things at the same time; all things being equal, shouldn’t we all be receiving the same compensation? What are the guidelines for this compensation and what can we do to make sure everyone was compensated equally and fairly?

Response:

We did standardize the training under the direction of Mary Alice Rudelich and Charlene Lui; they did not agree to provide any relicensure points through either of their departments, however. The principals who were charged with organizing the training day are the ones who have been providing the relicensure points. Some shortened the hours of the day, some evidently spread the training over two days, etc. so they have determined how many points they wanted their staffs to receive.

Thanks for the question.

Question – Sick Leave

Question:

I have a question/concern…why is it that teachers who work at a year round school have to count their off track time when taking time off for things like maternity leave? I am having a baby and it is due right when I go off track. I work part time and so I don’t qualify for FMLA. I was planning on taking my off track time and then using all my sick days and taking a few additional days without pay. Now, I have found out that I only get 6 weeks (which includes my off track time) so if I want to take all the time that I was planning I am going to have to take even more days without pay…even though I will still have sick days available. Isn’t our off track time the equivalent of a traditional school teacher’s summer? How can our off track time be taken? I hope this makes sense…it is something that has really been bothering me so if you could help me to understand I would really appreciate it! Thank you so much!

Response:

Granite’s practice has been to allow teachers (all employees) to use accrued sick leave for a period of six weeks following the birth of a baby (eight weeks if it is c-section). We do not treat teachers at year-round schools differently than we treat teachers at traditional schools. In most circumstances (I say most, because there are always exceptions), physicians indicate that the recovery time for delivery is six weeks for normal delivery. Thus, when an employee submits a Diagnosis and Functional Limitations (DFL) form, their own doctor indicates the can return at the six week mark.

As far as the off-track time being equivalent to summer, that is correct. An employee at a year-round school does not use sick leave while off track, just like an employee who is off for the summer does not use sick leave. With that being said, if a teacher at a traditional school gives birth in June, the six weeks that they have to use for recovery begins at that time. Which means, by the time they return to school in August, they do not need the six-weeks to recovery (that has already occurred). For that employee, they still have a few leave options: (1) If they qualify for FMLA, they can take up to 12-weeks off (we do not count summer or off track time in this 12-weeks), (2) If the do not qualify for FMLA, they can apply for two consecutive 15-Day Leaves of Absence Without Pay, or if there are complications (other than normal post-partum recovery), they can use their accrued sick leave until released by their physician.

If a teacher does not qualify for FMLA, according to the negotiated agreement, they must submit a DFL every 21 calendar days. Unless we have questions on the information provided in the DFL, we will accept the date the physician indicates as the “Expected Date of Return.”

Good Question!

Question about retirement monies

Question:

I am a 37 year veteran teacher, retired from Jordan District and teaching in Granite for the past 5 years. I have a M.Ed and many endorsements. When I was hired by Granite I was told that, because we cannot put another retirement into the system I would be getting that money put into a 401K. This happened (and was wonderful) for 3 years. Last year I was told that the Districts were given the option to either put this money in or not. Granite opted not to do this. My question is, where does this money go? It seems to me that I work the same amount of hours (sometimes more!) than my colleagues but I am not getting the same pay. Is this fair? Thanks for this open forum and your willingness to answer our questions.

Answer:

Prior to the 2010-11 school year, Granite was required by law to make retirement contributions for employees who were double dipping. These contributions were placed into the double-dipping employee’s 401K plan because, as a retired employee, they were already collecting their retirement and were no longer earning service credit in the retirement system. This was a very good deal for the retired, double-dipping employee. They were receiving retirement checks, a pay check from the district and a significant contribution to their 401K plan. This all worked very well until the economic crisis came. Not only were the state and school district budgets in trouble but the Utah Retirement System lost $6 billion on their investments in one year. The legislature started to look very closely at how to make changes to the Retirement System that would save money and get the system back into a better financial position. They made multiple changes to the system but they looked closely at the double-dippers. There was some fear that the legislature would prohibit double-dipping. They ultimately did not prohibit the practice but they made changes that now make it more difficult to become a double-dipper and they also made the 401K retirement contributions for the double-dippers optional for the district.

At the same time that these changes happened in the retirement system, Granite was faced with unprecedented budget cuts because of cuts in state funding for public education. Granite had to cut $28 million from the budget in 2009-10, $17 million in 2010-11 and $13 million in 2011-12. That’s a total of $58 million in cuts in 3 years. Granite’s Board of Education had to make many difficult decisions during the last 3 budget years in order to balance the budget. One of those difficult decisions was to stop contributing retirement funding into the 401K plans of our double-dipping employees. The 401K contributions are no longer required by law because of the changes made by the legislature.

The legislature stopped short of prohibiting double-dipping. Double dippers can still collect their retirement checks and a pay check from the district but they no longer have the additional advantage of the 401K contribution.

How do Charter School pay for their facilities?

Question:

I would like to know where Charter Schools get their money to build their schools. Thank you

Answer:

Charter school facilities are paid for by the state monies appropriated to the charter school (largely the WPU and LRF). There are no special funds designated to charter schools to help them with facility costs. They have to prioritize their budget to include facility costs. For that reason, some charter schools have decided to rent or lease or partner with an existing school or institution (i.e. AMES Academy at Cottonwood High or Canyon Rim in Millcreek).

Charter schools are required to follow all state procurement policies. If they make the decision to lease a building, they are required to pay property tax.

One of the main obstacles for charter school facilities is access to capitol. Charter schools do not have the full faith and credit of the state and therefore pay much higher interest rates.

I hope that helps.

Superintendent Snapshot – Health Code Cut-Off for Temperatures

Dear Superintendent Bates,

You’re doing your part but I missed in your video what the health code cut-off for temperature was. Or is that a “need to know” thing? My principal has brought in water in 7th period for two days straight(great idea). We want to thank him (Ike Spencer at West Lake) for that. Keep up the good work. I never thought, at my age, I would be thought of as a “HOT” teacher, so thanks for improving my reputation.

RESPONSE:

Great Question! The Utah Department of Health has identified four “heat health hazard” levels: Below 79.9F – No Hazard; 80 to 89.9F – Caution Level; 90 to 99.9F – Extreme Caution Level; and 100F or Above – Danger Level.

The following language is from our school services manual of which every principal has a copy of.

Caution Level – schools are to encourage loose-fitting, light colored, lightweight clothing; encourage wide brimmed hats and sun screen (SPF 15 or higher) during recess and outdoor activities; maintain adequate fluid intake (encourage students to bring water bottles and take frequent water breaks); increase room ventilation (open windows/doors, use fans); provide wet wipes, damp clothes and/or spray bottles to cool forehead, arms, legs, and face; decrease physical activity at recess and in PE classes; and, limit recess to cooler morning hours if necessary.

Extreme Caution Level – all of the above and move students/staff to cooler areas of the building, as often as necessary, to avoid being in the above 90 degree F areas for longer than 60-90 minutes at a time.

Danger Level – all of the above and immediately move the students/staff to cooler areas of the building. If there are no suitable locations below the “danger” level, immediately contact the School Leadership and Improvement Services Department to determine what actions, including the possible dismissal of school, to initiate.

To my knowledge, this direction has been followed throughout this hot time. In fact, I understand that action steps have frequently been taken even when thresholds have not been met.

I greatly appreciate the professionalism and team work of our educators and staff in protecting both the safety and learning of children through the difficult heat. My own wide-brimmed hat (worn while the air conditioning was off in my office this week when temperatures reached the Extreme Caution Level) is off to all of them!

Sincerely,

Martin

Superintendent Snapshot – Welcome back…to the HEAT

All,

Here is the latest snapshot video regarding the heat wave and an update on air conditioning projects. This is first video of the school year and we look forward to seeing your questions week to week. Anyone can submit a question via email to SuperintendentsBlog@GraniteSchools.org and responses will be posted here on the blog. Thanks for your patience and for all the work you do.

Sincerely,

Superintendent Martin Bates

Question – Wage Freeze?

Question

For the last 3 years many employees have been at the same wage due to a freeze. We have made this sacrifice so the teachers could receive their negotiated monies. My question is, that with us, as employees shouldering part of the budget cuts, how long will we have to continue paying larger insurance premiums and medicine costs, with no compensation for our years worked or our increased education. In the two years our salaries have been frozen, these costs have increased dramatically. We are now making less money than we did 3 years ago, even though our salaries have only been frozen for the last 2 years. These monies cannot be made up for those of us who are working towards retirement. Do we matter? This question is asked with no disrespect to the District or any one employee.

Response

Yes, principal secretaries matter.

To clarify, no employees in the district have received a COLA in several years. Two years ago teachers lost 5.5 days pay with a legislative cut. These were additional days beyond what the district funds for any employee. Consequently, for that year only, teacher steps were funded while all other employee groups did not receive step increases. Other than that one year, all employee groups have received step increases annually. Employees in all groups who are on the top step have not received pay increases. The district and board fully recognize and appreciate that employees have garnered an increased share of their insurance costs as we have dealt with over $53 million in cuts in the past three years. As such, we look forward to a time when the legislature provides funds for a COLA increase.

However, sensitivity to the great efforts of secretaries and all employees over the last few years plays into the recent award of a 1.5% bonus which was added to the June check.

Thanks for the question,

Martin

Question – Electronic Cumulative Folders

Question – Could we look into the possibility of transferring to an electronic cumulative folder for the students?

Response – Short answer, we are contemplating electronic portfolios for students K-12 that will ultimately culminate in a 12th grade capstone project. It is progressing but is still an excellent suggestion. Thanks,

Martin