At the 64th Annual Fall Conference of MD/DC ASBO in November 2015, a panel of Maryland school administrators offered advice and insights about successfully preparing for and managing audits. The panel—which was facilitated by Suzanne Jones, secretary of MD/DC ASBO board of directors and MIS coordinator from Caroline County Public Schools, Md.—featured Diane Moore, data systems manager of Caroline County Public Schools; Susan Ortt, information systems specialist of Talbot County Public Schools, Md.; and Jenn Berlin, information systems analyst from Somerset County Public Schools, Md.
The Affordable Care Act (ACA) has many implications for K-12 financial and human resource staff. Here are some tips and guidelines your school can use to set up for fulfilling the new reporting requirements.
By Dennis Pierce
A key aspect of the Affordable Care Act (ACA), with important implications for school districts, is that it expands health insurance coverage by changing the definition of a “full-time employee” to someone who works at least 30 hours per week instead of 40.
In January 2013, the Eastern Upper Peninsula Intermediate School District (ISD) Services Consortium, which is based in Sault Ste. Marie, Mich., successfully concluded a regional collaboration that selected and implemented the eFinancePLUS financial and human resources system for 18 rural school districts in Michigan. Through a collaborative effort that began months before even the selection of the software, the team sought to maximize the impact of the transition.
With its human resources system being sunsetted, Caroline County Public Schools, Md., launched a search for a new financial and human resources system. The small school district, with a lean staff of just over 800 professionals, selected SunGard K-12 Education’s eFinancePLUS and is now leveraging the software to improve its business operations and efficiency.
Long at the forefront of the use of technology to advance teaching and learning, Greater Latrobe School District, Pa., became one of the first school districts in the nation to roll out the eSchoolPLUS Family App.
The U.S. Equal Employment Opportunity Commission (EEOC) requires school districts to submit periodic EEO reports to closely monitor employment workforce data. For Human Resources (HR) managers, it is important to recruit, hire, and promote with EEO principles in mind and to self-assess policies and practices on an ongoing basis. While hiring directors have a legal obligation to provide the data, EEO reporting policies simultaneously play a pivotal role in improving diversity in staff recruitment and strengthening retention strategies. While it is integral for school districts to adhere to EEO regulations, the EEOC Best Practices Task Force understands that pursuing diversity and EEO policies is often a complex task. The Task Force advocates the SPLENDID method for ensuring smooth EEO reporting. The acronym “SPLENDID” stands for the following sequence of actions that HR leaders can take to implement best practices for EEO principles:
For districts in Lenawee and Monroe counties in Michigan, a proven track record of success was an important factor in selecting new systems for managing student information and financial and human resources. And, today, as a member of a national network of SunGard K-12 Education customers, these Michigan school districts benefit from the collective wisdom of districts nationwide that are focused on student achievement.