Galloping Gazette
A Newsletter for the Faculty and Staff at CFES
December 18-20, 2017
and
January 2-5, 2018
Put Students First • Seek Growth • Be Open to Change
Do Great Work Together • Value Differences
Jeans Days!
Adjusted Dismissal - December 20th
Shout Outs!
Thank you to Wende for your creativity and crafting in preparing for our holiday staff faculty meeting! Also, thank you to Karen, Alisha, and Robin for helping to set up. You all are amazing!
Barbara Kitchen, you are such a gem! Your patience and kindness permeates through the school.
Thank you Patti C. for opening your home up for our Jingle Jam!!
Thank you to Megan Jones for offering both her time and resources to the Colt Robotics Club as we worked collaboratively on a project using paint and spheros. She went out of her way for us and we appreciate it! -Michelle and Al
A HUUUUUGGGE Shout OUT to all our staff members and partners in education for helping out with the Angel Tree. -Sara
Shout out to all the elves who have worked tirelessly to make this holiday season a little brighter for others! - Michelene
Robin & Karen- We cannot thank you guys enough for all of your hard work selling candy grams. Alisha & Wende, we know you were a HUGE part too, helping shop for candy canes and putting them together. This fundraiser was so successful because of you all! -Danielle and Marissa
Service Awards
5 Years
Amy Goodman
10 Years
Susan Cucuzza
Darlene Rodriguez
20 Years
Tina Fritz
MaryAnne Garland
Michelene Kesner
Mercy'd McBee
Debra Melvin
Michelle Pace
25 Years
Miriam Rodriguez
30 Years
Viola Olds
Please stop by the office to get your certificate and gift if you were not present at the December holiday staff meeting.
Tagged by the Superintendent
CFES Teacher of the Year
Achieve 3000 Interim Assessment - January 8-31
The Lexile levels for students categorized as “Developing Readers” are not automatically adjusted at the end of each month. These students will receive content at this specific Lexile level until they take the interim LevelSet assessment in January to measure their reading progress and update their Lexile measures in the program. To determine which of your students need this interim assessment, log in with your Admin credentials and navigate to Admin > Assessment Tools > Which of my students are Developing Readers?
For teachers to determine which of their students will take the interim assessment, they will log in through their single sign-on and then navigate using the same path as indicated above.
The first time eligible students log in on or after Jan. 8, the assessment will automatically populate.
Once these students complete the January administration of LevelSet, they may proceed with the resource as usual. Therefore, it is recommended that plans be made for this LevelSet administration prior to continued use. The assessment must be completed in school.
Schoology
As some of you might have heard, the school division is in the process of implementing a new comprehensive learning management system. The system, Schoology, is a cloud-based platform that will allow staff members to access class curriculum, assessments and homework dropboxes all from one single site. Currently, the Anchor Schools are field testing the system, but if you would like to learn more about Schoology, you can read about it now on Kaleidoscope. As you will see, there will be more information coming soon about how you can access and explore the system. In addition, you can also visit the Learning Management System page on vbcps.com to see more materials and information about Schoology.
NOMINATIONS FOR THE 2018 STANDARDS OF LEARNING ITEM AND TEST REVIEW COMMITTEES
***NEW*** VBCPS Leave Regulations
It is imperative that you read and understand the new regulations, especially if you are planning a leave of absence (including maternity), retirement, resignation, or if you are one who likes to plan ahead. This email was sent to all VBSchools Staff this past week:
The Department of Human Resources recently conducted a thorough review of the school division’s current policies and regulations relating to leave and leave options for employees. One of the primary reasons for conducting this review was the implementation of the Virginia Retirement System’s (VRS) Hybrid Retirement Plan in 2014.
Because the Hybrid Retirement Plan requires VRS-covered employers to provide disability benefits under the Virginia Local Disability Program (VLDP), the division developed a new regulation that outlines the disability benefits under the VLDP. Additionally, revisions were made to existing division policies and regulations to ensure alignment of this new regulation with VBCPS leave options as well as to allow a more fair and equitable administration of leave benefits among all benefit-eligible employees.
The summaries included in this communication will provide employees an opportunity to become familiar with the updates to the division leave regulations. Please note these changes go into effect Jan. 1, 2018. You may click on the hyperlinked titles of the regulations below to view each one its entirety on the Human Resources intranet site. Also available on vbcps.com are answers to Frequently Asked Questions regarding leave regulations. The regulations highlighted below will be updated on the Policies and Regulations page on vbschools.com after they become effective Jan. 1. In addition, an updated Employee Handbook will be available on vbcps.com during the first week of January 2018.
Another opportunity for employees to learn more about the regulations summarized in this email is to attend one of the information sessions hosted by the Department of Human Resources on the following dates:
· Wednesday, Dec. 13, 4:00-5:00 p.m., Meyera E. Oberndorf Central Library Auditorium
· Wednesday, Jan. 3, 5:30-6:30 p.m., Plaza Annex Professional Development Center (PDC)
Should you have individual questions regarding leave regulations, please call the Office of Employee Relations at 263-1133.
Sincerely,
The Department of Human Resources
Regulation 4-45.4, Disability Programs for Employees in the VRS Hybrid Plan (NEW)
This new regulation outlines the VLDP program for employees assigned to the Hybrid Retirement Plan and their responsibilities as VBCPS employees. The program’s short-term and long-term disability benefits provide a percentage of income replacement and work in conjunction with a third-party administrator (TPA). Employees who become ill or injured and expect to be out of work for more than seven (7) calendar days are responsible for notifying the Office of Employee Relations and filing a claim with the TPA. Upon approval from the TPA, employees are typically assigned a seven (7) day waiting period and short-term disability income replacement normally begins on the eighth calendar day of absence. Sick leave, personal reasons leave, and annual leave will be used to supplement waiting periods and income replacement levels of less than 100%. More specific information concerning disability leave under the VLDP is provided in the VLDP Handbook.
All benefit-eligible employees will continue to receive the hourly equivalent of one (1) day of sick leave for each month in their contract, (e.g., 10-month employees earn the hourly equivalent of 10 days, 11-month employees earn the hourly equivalent of 11 days, and 12-month employees earn the hourly equivalent of 12 days). Sick leave will continue to be front-loaded at the time employment begins, and at the beginning of each fiscal year thereafter.
Sick leave can be taken for the following reasons:
· Medical necessity during the employee’s temporary incapacity due to illness or injury, including pregnancy or childbirth;
· Infection with a contagious disease;
· Medical appointments;
· Illness or injury of an employee’s covered family member;
· Death in the employee’s family; or
· Leave covered under the Family and Medical Leave Act (FMLA).
VRS Plan 1 or Plan 2 employees do not have a limit to the number of sick leave hours they may accumulate. However, because VRS Hybrid Plan employees have a disability program to provide income protection for many situations requiring leave, these employees will have a sick leave accrual cap equivalent of ninety (90) days of sick leave.
Employees on a leave of absence will not be front-loaded sick leave after twelve (12) consecutive calendar weeks of leave, paid or unpaid, regardless of the type of leave to which the absence is charged.
Regulation 4-45.2, Sick Leave Bank (formerly titled, Sick Leave Banks)
As of Jan. 1, 2018, VBCPS is combining the six (6) existing sick leave banks into one (1) bank for all eligible employees. During the first week of January, current sick leave bank members will be contacted individually regarding the requirements of continued membership.
The sick leave bank can be used when a member is incapacitated due to personal illness or injury. The bank will remain in effect as long as at least one-third of benefit-eligible employees agree to participate.
Membership into the sick leave bank will remain voluntary. All interested benefit-eligible employees may elect to join the sick leave bank; however, because VRS Hybrid Plan employees have a disability program available to them after one (1) year, membership in the sick leave bank is limited to their first year of employment.
Employees may enroll within the first thirty (30) days of employment. Eligible employees who do not enroll when first eligible may do so between any subsequent August 1 and October 15 open enrollment period. VRS Plan 1 or Plan 2 employees may enroll in the sick leave bank by donating the hourly equivalent of two (2) days of sick leave. Because they are only eligible to participate during their first year of employment, VRS Hybrid Plan employees may enroll by donating the hourly equivalent of one (1) day of sick leave.
To be eligible to access the sick leave bank, members must provide the required medical certification to the Office of Employee Relations, cover the minimum hourly equivalent of thirty (30) days of related illness/injury with their accumulated leave or leave without pay, and have depleted all accumulated sick leave, personal reasons leave, and annual leave.
A maximum of the hourly equivalent of forty-five (45) workdays within a 12-month period may be used. The 12-month period begins on the date the bank is initially accessed.
Members will be assessed an additional hourly equivalent of two (2) days any time the bank is depleted to 500 days, unless the member chooses not to participate further in the bank.
Regulation 4-45.3, Pay for Unused Sick Leave Upon Retirement (formerly titled, Terminal Pay for Unused Sick Leave)
Employees who retire with VBCPS remain eligible to have their accumulated sick leave purchased by VBCPS. Beginning Jan. 1, 2018, unused sick leave will be compensated at the rate of 25% of the employee’s per diem (daily rate), but no less than $30.00 per diem. This is an increase from the previous rate of $28.00 per diem.
Regulation 4-46.1, Bereavement Leave (formerly titled, Funeral Leave)
Employees, who have a death in the family, will continue to receive up to the hourly equivalent of three (3) days of paid bereavement leave as approved by the employee's principal, director, or department head.
In addition to the three (3) days of bereavement leave, the employee’s principal, director, or department head may also approve up to the hourly equivalent of two (2) days of paid bereavement leave for the death of an employee’s parent, spouse, or child.
If additional days are needed for a death in the family, the employee’s principal, director, or department head may approve the use of sick leave.
Regulation 4-47.1, Personal Reasons Leave
All benefit-eligible 10-month and 11-month employees will continue to receive the hourly equivalent of two (2) days of personal reasons leave. Personal reasons leave will continue to be front-loaded at the time employment begins, and at the beginning of each fiscal year thereafter. Employees who are hired after the beginning of the current fiscal year will receive a prorated amount of personal reasons leave.
Beginning Jan.1, 2018, employees who terminate employment with VBCPS will be paid out at the employee’s hourly equivalent rate, per diem for any remaining personal reasons leave.
Employees on a leave of absence will not be front-loaded personal reasons leave after twelve (12) consecutive calendar weeks of leave, paid or unpaid, regardless of the type of leave to which the absence is charged.
Regulation 4-50.1, Annual Leave
All benefit-eligible 12-month employees will continue to receive annual leave on a semi-monthly basis. Employees who are newly hired, rehired, or transferred into a twelve-month position from a position that does not earn annual leave will be front-loaded the equivalent amount of annual leave that they would be entitled to earn in six months in their position against future accruals. After the initial six months of employment in such position, leave will be accrued on a semi-monthly basis. In the event an employee uses the front-loaded leave and terminates employment before annual leave hours would have been accrued, the employee will make proper monetary refund to VBCPS.
Employees on a leave of absence will not accrue annual leave after twelve (12) consecutive calendar weeks of leave, paid or unpaid, regardless of the type of leave to which the absence is charged.
Regulation 4-51.1, Subpoenaed Witness, Jury Duty, and Court Appearance Leave (formerly titled, Subpoenaed Witness and Jury Duty)
Employees may be granted paid leave time if compelled to serve on jury duty, appear in court due to a subpoena or summons, or appear at a criminal proceeding as a crime victim. Paid leave is not provided for an employee to appear as a defendant in a criminal matter, when the employee has received a summons to appear in traffic court, if the employee is a party to a civil case, either as a plaintiff or defendant, or for an employee who has any personal or familial interest in the court proceedings.
Regulation 4-53.2, Family Health Care Leave
This leave option is being combined with Regulation 4-53.4, Leave for Long-term Illness or Injury. Therefore, this regulation is being discontinued effective Jan. 1, 2018. Employees on approved Family Health Care Leave as of Jan. 1, 2018 will be converted to Leave for Long-term Illness or Injury of an Employee or Family Member.
Regulation 4-53.3, Parental Leave
Leave for the birth of a child is covered under the FMLA, see Regulation 4-55.1, Family and Medical Leave. Therefore, this regulation is being discontinued effective Jan. 1, 2018. Employees on approved Parental Leave as of Jan. 1, 2018, will be allowed to continue on this leave.
Regulation 4-53.4, Leave for Long-term Illness or Injury of an Employee or Family Member (combines former Leave for Long-term Illness or Injury and Regulation 4-53.2, Family Health Care Leave)
Beginning Jan. 1, 2018, certain benefit-eligible employees who cannot work due to a personal illness or injury or because of a family member’s serious health condition will be granted an extended leave of absence not to exceed a full twelve (12) calendar months. The first twelve (12) weeks of this leave option will be credited to FMLA, see Regulation 4-55.1, Family and Medical Leave.
Employees must use any accrued sick leave, annual leave, or personal reasons leave available while on this leave. Once applicable leave balances are exhausted, leave will be without pay.
Employees, who have leave accruals that exceed the twelve (12) calendar month limit for this leave of absence, may use their paid leave until it is exhausted.
Employees requesting leave under this regulation must submit appropriate medical certification. Prior to the conclusion of the long-term leave of absence, employees shall notify the Office of Employee Relations of their intent to return to work as soon as possible.
Employees who fail to notify the Office of Employee Relations of their intent to return to work prior to the conclusion of the long-term leave will be separated from employment. Employees, who are unable or who choose not to return to work at the conclusion of twelve (12) months, will also be separated from employment.
Employees who are able to return to work will be assigned to the first available position for which they are qualified. If no placement opportunities are available within sixty (60) calendar days of a notice to return to work, VBCPS will no longer be obligated to the employee, and the employee will be separated from employment. Employees who do not accept the first available position offered will not be given further consideration and will be separated from employment.
Employees on long-term leave may not engage in employment for any other employer or be self-employed while on leave.
Employees, who have exhausted their twelve (12) months of long-term leave, will not be entitled to request another term of long-term leave until they have worked for at least one (1) calendar year and have worked at least 1,250 hours during such year.
Once VRS Hybrid Plan employees are eligible to utilize the VLDP, they will no longer be eligible to receive long-term illness or injury leave for the purpose of personal illness or injury.
Regulation 4-54.1, Donation of Leave
Beginning Jan. 1, 2018, employees may now elect to donate up to the hourly equivalent of five (5) days of earned personal reasons leave, annual leave, or sick leave to another employee for the employee's personal serious illness or for the employee to care for a family member with a serious health condition. The principal, director, or department head must submit a written request to the Director of Employee Relations to initiate the request for donations.
Employees may not directly solicit leave donations from other employees.
Employees may receive up to the hourly equivalent of twenty (20) days to care for a family member.
Employees may receive up to the hourly equivalent of sixty (60) days for their own serious health condition. VRS Hybrid Plan employees eligible to utilize the VLDP are limited to twenty-four (24) days of donations for their own illness. VRS Hybrid Plan employees may no longer receive donations for their own illness once they reach the 5th year (60 months) of employment.
Employees may donate up to the hourly equivalent of sixty (60) days of leave annually to family members also employed with VBCPS. Family members are defined in Regulation 4-45.1, Sick Leave.
Employees receiving donations must have verifying medical documentation on file with the Office of Employee Relations. Employees may not save unused donated leave for follow-up appointments or subsequent absences once they return to work.
CFES Plan for Continuous Improvement
By June 2019, 100% of students in K-5 will be reading on grade level as measured by the:
- DRA in K-2
- RI in 3-5
Numeracy
Goal 1: By June 2019, 100% of students in 1-5 will score 80% or higher on the grade level Ten Marks assessment.
Goal 2: By June 2019, 100% of students in KG will be proficient in the numeration strand on the report card.
Social/Emotional
Goal 1: By June 2019, disciplinary infractions will decrease by 20% as measured by the number of discipline referrals entered into Synergy.
Goal 2: By June 2019, disciplinary infractions for students with disabilities will decrease by 20% as measured by the number of discipline referrals entered into Synergy.