Program

How best to understand and support your district's culture. Best practices, tips, & tricks to help you make positive, impactful changes to your district's culture.

In this session we explore you as a leader. We will examine your current leadership style/tendencies and how to cultivate the leadership style want to have in order to best inspire your team.

HR is here to help - we are a district's internal customer service. So how do we improve communication & cultural engagement with our staff? How do we get feedback & get people to come to HR when have issues before they just quit (especially newer employees)? Understanding that how you respond & create relationships with the staff and your accessibility impacts your overall relationship with your staff. Join us for this panel discussion to hear how some districts have tackled this issue and improved both staff communication and engagement overall.

All things on teacher certifications including Emergency permits, CTC certifications needs, options to consider for someone who is not certified but has a bachelor's degree, tracking and managing certs, CSPGs, and Act 45 & 48

In this session we will dive into tips, tricks, & resources for onboarding new hires (both for those districts with and w/out electronic systems/processes), including on-boarding teachers and other staff mid-year and continuous improvements to these processes. This session will be part presentation and part interactive conversation.

This session reviews the proper collection of child accounting data, the submission process and the calculation of your ADM (Average Daily Membership).  The majority of our state funding is based on your ADMs.  This session is not only for child accounting people, but for business managers who need to understand how child accounting works and where their ADMs come from.

A popular session for several years in a row now - in this session we will explore best practices for how to deal with complaints and bad attitudes, conflict resolution tips and tricks, and what to say during those difficult conversations. This year's session will have a lot of examples/scenarios (#askingforafriend) for us to pick apart and discuss collectively too!

This session covers FMLA from head to toe. From how FMLA, ADA, WC, and LTD intertwine, best practices and tips for tracking and documenting leaves, to determination to return to work and where/how districts can push back when leaves drag on, we will cover some of your most burning FMLA questions.

Districts are now offering several designs of medical coverage involving many types of reimbursement accounts that can cause confusion from both the Finance/HR office and staff.  This presentation will first cover the basics of FSAs/HSAs/HRAs (including those outside of the district), and then dive into complex compliance mistakes.  Discover what’s NEW in using these accounts as solutions.   

Learn important takeaways like:

• How Section 125 Plans benefit employees
• Legal requirements and how to make sure you are staying compliant
• What benefits qualify and do not qualify under a Section 125 Plan
• Tax-savings tools such as HSAs, FSAs, and HRAs

• Clear justification and reporting
• Improved budgeting and planning
• Provides for smart asset management
• Preserves institutional knowledge
• Creating long term, live data capital plans to preserve facilities

The presentation will be reviewing the latest provision that has recently gone into effect and discuss how to prepare for the impact to school business office personnel and systems.  We will also review best practices, options on dealing with changes and how to use your plan to be competitive in the job market.

• Presentation objective will be to provide an update on the latest provision
• It’s impact on school Human Resources and Payroll, along with a discussion of ways schools may be challenged dealing with these changes. 
• Will discuss best practices and or most common provisions being included in 403(b) school plans and how to stay competitive in the retirement market and how the flexibility of 403(b) plans make that possible.