Changed Substitute Environment

Transcription

1 Meeting New and Challenging Substitute Staffing Needs Presenter: Lesley Hacker Changed Substitute Environment Demand exceeds the supply Demand for substitute teachers and aides is higher than ever Increased employee absenteeism Increased teacher professional development Increased specialties (IEPs) Long-term substitutes 1

2 Fewer subs in the workforce Unemployment is down Wisconsin s unemployment at a 14 year low at the start of the school year Competitive market Employment market has become more competitive Full-time job Higher wages Reduced flexible part-time workforce 2

3 Raising typically low sub rates More substitute positions available Many substitutes work in more than one school district Pay rate is one factor that motivates substitutes Especially for hourly positions and long-term positions ACT 10 changed WI schools 5 years ago Cyclical effect of hiring substitutes on as full time teachers Hiring from the sub pool diminishes the substitute pool Fewer students graduating in education ACT 10 took away some teacher benefits Lost employer contribution for the employee Low starting salary Competitively, more opportunities in other industries 3

4 Harder for Schools to Utilize Current Substitute Pool Affordable Care Act (ACA) Some schools limiting the number of hours substitutes can work Exposure for long-term and regularly working substitutes Limited use of diminishing pool Increased tracking and work on the district Impacts the students learning Requires districts to find new solutions Retirees returning to substitute Increased minimum break in service 75 day waiting period before returning to work for a WRS employer Two-Thirds Provision Retirees could have their Employee Trust Fund annuity suspended Don t want to limit subs in April-May when you need them the most Requires districts to find new solutions 4

5 Special Education Aides State categorical aide reimbursement Only received if the substitutes have the DPI Special Ed Aide License Increased license cost to $100 No training included Requires districts to find new solutions Substitute utilization rate Districts need to find ways to more creatively use their sub pool How do you motivate substitutes to accept more assignments but stay within the legal limitations? Limited time and resources Requires districts to find new solutions Recruiting Substitutes 5

6 Additional recruiting efforts National Substitute Shortage Districts need additional time and resources to increase recruiting efforts More this year than in past Reactionary recruiting to dwindling substitute pool HR departments doing more with less HR needing to expend additional time and resources (that they don t have) to actively recruit substitutes Recruit, screen, interview, qualify, hire, and train new subs Are you getting candidates that are a good fit and want to work? Training 6

7 Changing expectations of subs Substitutes can no longer be just a warm body in the classroom No more movie days Subs are expected to review and be prepared to teach the lesson plan Districts are evaluated on students test scores Continuity in the classroom Additional training needed Hiring more substitutes with limited classroom experience drives the need for more training Substitutes are needing and looking for additional training opportunities Classroom Management Training Special Education Training Technology Training Additional Challenges 7

8 Districts needing to do more License tracking Mandatory Reporting of Child Abuse and Neglect DPI 1202 Reporting ACA tracking Automated tracking system for subs Let subbing be about teaching Goal is for a seamless transition between the substitute and the full-time teacher On-going classroom learning to benefit the students With new rules and regulations, districts are having to focus so many efforts on substitutes Bring it back to the basics, focus on what matters Let someone else handle the rest Why School Districts are looking at Outsourcing 8

9 Constantly Changing Substitute Environment Ever changing New rules and regulations are being placed on education Let someone manage these pieces Devote the time and effort to strategize how to better the solution Best Utilize Your Substitute Pool 9

10 Affordable Care Act (ACA) Third party companies have different parameters that allow for better utilization of the substitute pool Different measurement period Reduced ACA exposure for: Long-term substitutes Building substitutes Minimal Essential Coverage Plan Retirees returning to substitute Third party company = Non-WRS Employer Retirees can double dip No restrictions: No waiting period No two-thirds rule Allow your most experienced teachers to work as much as they like Special Education Aides Still can receive state categorical aide reimbursement Partner with the district to determine incentives (reimbursement) to get the license Provide training opportunities to best prepare substitutes 10

11 Substitute utilization rate Third party can offer additional benefits Motivate substitutes to work Weekly pay 401(k) Training Rewards for working consistently (discount programs) Holiday Pay Bonus program Referral bonus One application to sub in any of our districts Recruiting Substitutes Focus on substitutes Some third parties focus solely in education All they do is staff substitute teachers and substitute aides Fully devoted to growing the substitute pool and best utilizing the substitute pool 11

12 Assist the HR department Let a third party: Recruit, screen, interview, qualify, hire, and train new subs District sets the pay, licensure requirements, and expectations Let someone else do the work so you don t have to Additional resources needed Exclusive recruiting team dedicated to recruiting short-term and long-term substitutes Build the substitute pool (expanding to individuals who may not be licensed) Substitute Permit Special Education Aide License Focus on new recruiting efforts Partner with school districts to recruit/refer substitutes General referrals, retirees, student teachers, parents, etc. Job Postings Jobs In Milwaukee, Indeed, Craigslist, Jobs for WI Grads, WI Private College Consortium, Buckynet, Job Center of WI & more Communication with Colleges Build relationships with career services, professors, and education programs 12

13 Focus on new recruiting efforts (continued) Source candidates Referral program Reach out to local businesses and workforce centers Community grassroots efforts Job Fairs Training Prepare subs for the classroom Teachers On Call surveyed our substitutes and the majority said training was a high priority STEDI found that 58% of substitutes would rather have better student behavior than more pay It is clear that while pay is important, sub preparedness for the classroom needs new focus Gives substitutes more confidence to take more assignments 13

14 Training opportunities Partners with STEDI (Substitute Teaching Institute at Utah State University) Offer free courses to our substitutes Classroom Management Teaching Strategies Para-Educator Special Education Additional discounted courses Training opportunities (continued) Renovating our website training resources to make it more easily accessible for our substitutes Main topics include: Special Education Aide Training SmartBoard Training Google Doc Training Improve substitute skills Utilize district and employee feedback as an indicator that additional training may be needed Improve the value our substitutes have in the classroom 14

15 Additional Benefits Receive additional help License tracking Notify substitutes when to renew Mandatory Reporting of Child Abuse and Neglect Ensure state and federal requirements are being met DPI 1202 Reporting TOC will provide necessary sub info Automated tracking system for subs Partners with the Aesop automation, adding the staffing solution School districts need more Streamline and consolidate administrative processes within your district. Let someone else handle substitute: Payroll and Benefits Payroll Taxes Worker s Comp and Liability Insurance Worker s Comp and Unemployment Claims Advertising and Recruiting 15

16 Realize increased savings Incur savings with: Reduced unemployment costs by requiring laid-off staff to apply with TOC Reduced Worker s Comp and Liability Insurance premiums No more payments to retirement plans No more substitutes personnel files Soft costs associated with streamlining and consolidations A perfect outsource opportunity for your school district. Let it be a win-win for all 16