Here's an opportunity to help fund the beginnings of a school garden, like you might have seen in our Lopez Island Farm Education video (which has now been viewed over 16k times over different channels and platforms!

 

The Scotts Miracle-Gro Company announced the launch of a national initiative to bring the life-enhancing benefits of gardens and greenspaces to 10 million U.S. children over the next five years. Through its Gro More Good program, Scotts Miracle-Gro will provide monetary grants, educational curriculum and training to communities across the U.S. in collaboration with its partners, with the goal of creating more gardens, greenspaces and refurbished outdoor play spaces for children.

Time is but the stream
I go a-fishing in. - Henry David Thoreau

The state Legislature is now about 40 percent through this year’s 105-day session and faces its second significant checkpoint on Friday, March 1. That’s the deadline for fiscal committees to send bills on for further action or leave them behind for the year. (Unless, of course, they are deemed necessary to implement the budget (NTIB)).

A little trivia is in order. To date, 2,242 bills have been introduced – 1,206 in the House; 1,036 in the Senate. Of those totals; 307 House bills have made it to Rules; 32 have passed the House; 250 Senate bills have made it to Rules; 66 have passed the Senate.

The following is a brief summary of bills that have moved toward possible floor action. The week has been filled with long agendas as the fiscal committees hear and act on multiple bills and because of the quantity of bills being moved through committees, bill status reports are delayed. Next week’s report will be more complete.

The next cut-off is March 13 where all bills except those determined to be NTIB have to be out of their house of origin.

After this Friday, all action moves to the floors of the respective houses.

Retirement Related Proposals

SB 5360/HB 1308 revises provisions in the public employees’ retirement system, the teachers’ retirement system, and the school employees’ retirement system with regard to plan membership default. It would change the present retirement plan default for new hires from Plan 3 to Plan 2. SB 5360 is eligible for Second Reading (floor action). HB 1308 remains in Rules.

SUGGESTED ACTION:

Leadership in both houses need to be contacted and urged to move this bill onto floor calendars for action by the respective bodies.

Substitute Options for Early Retirees

SHB 1139 – Educators that are members of Teachers’ Retirement System (TRS) Plans 2 or 3 that retired under the 2008 Early Retirement Factors are permitted to return to work before age 65 in any non-administrative position, not just in substitute teaching and instructional positions, and work for up to 867 hours per year without suspension of pension benefits. The ending date on the current provisions of August 1, 2020, as well as the separate section expiring the section of law, are removed, making the section effective indefinitely. A provision similar to the TRS provision is created for School Employees’ Retirement System, which is for classified school employees. It was scheduled for Executive Action on February 28th.

HB 1388 allows retirees who retired under alternate early retirement factors enacted in chapter 491, Laws of 2007, to use postretirement options prior to reaching age sixty-five. This is SCPP agency request legislation. It is similar to the above referenced bill but broader in that administrators are not excluded, bus drivers, para-pros, OT’s etc. are included. It also includes PERS retirees who have retired from positions with cities and counties for example. Smaller cities/counties need the expertise of their retirees for short durations. They testified in support of this change. It is NTIB.

SB 5801 – Until June 30, 2023, in addition to returning to work as a substitute teacher, a retired teacher who retired under an early retirement option may be employed as an athletic coach, a mentor to teachers, an adviser to students in teacher preparation programs, or a counselor for up to 867 hours per school year without suspension of pension benefits. It is in Rules awaiting further action.

SB 5350/HB 1413 authorizes the following, at the time of retirement, to purchase an optional actuarially equivalent life annuity benefit from:

1. The public employees’ retirement system plan 1 fund;
2. The public employees’ retirement system combined plan 2 and plan 3 fund;
3. The public safety employees’ retirement system plan 2 fund; or
4. The school employees’ retirement system combined plan 2 and 3 fund, as appropriate.

This bill was agency request legislation from the SCPP. Both bills are in their respective Rules’ Committee awaiting action to move to either floor.

School Employee Benefit Board (SEEB)Health Related Proposals

HB 2096 – Concerning educational service district health benefits is a bill that asks for a 2-year delay in SEBB implementation for ESD’s. It is scheduled for Executive Session on February 28th. Testimony on the bills was “Pro” by ESD representatives/leadership, and WASA. “Con” was presented by WEA, PSE and the Health Care Authority (HCA).

The HCA pointed out, as an aside, that Friday, March 1st, the HCA will be releasing the new SEBB fixed funding rate. The Governor’s budget assumed funding of SEBB at a base rate of $1,174/FTE. It was suggested that this new rate would be lower. Earlier in Session, in talking with fiscal staff, a $700 million-dollar cost was thought to be more accurate than the much more public $900 million-dollar projection. That ‘new’ figure, however, was based on staff counts, not this new, soon to be released, rate. IMHO, staff is doing its best at lowering the projected cost as much as they can. They have already indicated that staff counts furnished by OSPI may not be accurate.

Other Bills That May Have Fiscal/Hr Impacts For Districts:

HB 1515 – Concerning the employer-employee relationship. This bill could impact the definition and classification of a contractor versus an employee. It is in Rules awaiting further action.

HB 1813 – Incorporating the costs of employee health benefits into school district contracts for pupil transportation. This bill is in Rules awaiting further action.

HB 2127 – Concerning additional contribution rates for contributions made after the date the service is rendered for individual employers of Washington state retirement systems. This bill is related to the Dolan vs. King County court case. Contract employees (Defense attorneys) working with King County were determined to be employees of the county and not contractors. Therefore, they were qualified and entitled to retirement benefits. King County was ordered to pay a portion of what the Department of Retirement Systems (DRS) calculated they owed for these employees. The balance between what DRS said the system needed to be whole and what the court approved to be socialized with costs borne by increased rates in the PERS plans ($54.4 million dollars to be recouped). This bill would compel the losing party in future cases to pay all costs as determined by DRS with no court decision needed.

SSHB 1087 – Concerns long-term services and supports. The bills digest reads in part: “Addresses alternative funding for long-term care access. States that the creation of a long-term care insurance benefit of an established dollar amount per day for eligible employees, paid through an employee payroll premium, is in the best interest of the state.” This would create an optional employee paid premium that would help cover long term care coverage for an employee. SSHB 1087 passed the House 63/33 and has been sent to the Senate.

HB 1445 makes unemployment benefits accessible to persons with family responsibilities and other availability issues and making clarifying changes. Among other things, it revises the employment security act to: (1) Provide unemployment benefits (UI) to people with family responsibilities and other availability issues. Districts will have new claimants for UI which a district could not contest. This bill is in Rules awaiting further action.

SSB 5449/HB 1399 makes technical corrections requested by the Employment Security Department in the Family and Medical Leave Act passed last session. Both bills are before their respective Rules’ Committees awaiting further action.

Caveat: There are a number of other bills that are NTIB but will not see any action, if at all, until the budget(s) are released and ultimately a final one adopted. These will be highlighted occasionally just as a refresher.

Meanwhile, the currents continue to carry everyone along…

Fred Yancey
The Nexus Group

Roll on, Columbia, roll on, 
Roll on, Columbia, roll on.
~Woody Guthrie

The first cut off is occurring as this is being written and next week will be the last cut-off deadline for all fiscal bills. The legislative field will then be winnowed down, and the focus will shift toward floor action and behind the scenes’ discussions over the budget.

This is a very brief summary of bills that have moved toward possible floor action. Until these next two cut-offs occur, the status of various bills is unknown. And then of course, the dreaded criteria, “Necessary to Implement the Budget (NTIB)” enters the stream. Any bill that has fiscal costs can be deemed NTIB and is therefore alive until Sine Die. In fact, the legislature can bring any bill back to life. So, any certainty derived from this report, or even future ones, is illusory. Some bills may bob to the surface; others may sink.

Retirement Related Proposals

HB 1390 would provide a 3% cost of living adjustment (COLA) to TRS1 and PERS1 members. These bills are Select Committee for Pension Policy (SCPP) agency request legislation. HB 1390 had a public hearing before the House Appropriations Committee on February 18th. It is clearly a NTIB bill and will not be dealt with until nearer the end of session as the budget is presented.

SB 5360/HB 1308 Revises provisions in the public employees’ retirement system, the teachers’ retirement system, and the school employees’ retirement system with regard to plan membership default. It would change the present retirement plan default for new hires from Plan 3 to Plan 2. Both bills are before the Rules’ Committee in their respective houses.

Substitute Options for early Retirees

SHB 1139 Sections 305–7 states that educators that are members of Teachers’ Retirement System (TRS) Plans 2 or 3 that retired under the 2008 Early Retirement Factors are permitted to return to work before age 65 in any non-administrative position, not just in substitute teaching and instructional positions, and work for up to 867 hours per year without suspension of pension benefits. The ending date on the current provisions of August 1, 2020, as well as the separate section expiring the section of law, are removed, making the section effective indefinitely. A provision similar to the TRS provision is created for School Employees’ Retirement System, which is for classified school employees. It also removes the August 1, 2020 sunset date and the directive regarding substitute pay. It has moved to Appropriations. It is a NTIB bill.

SB 5430/HB 1388 Allows retirees who retired under alternate early retirement factors enacted in chapter 491, Laws of 2007, to use post-retirement options prior to reaching age sixty-five. This is SCPP agency request legislation. It is similar to the above referenced bill but broader in that administrators are not excluded, bus drivers, para-pros, OT’s etc. are included. It also includes PERS retirees who have retired from positions with cities and counties for example. Smaller cities/counties need the expertise of their retirees for short durations. They testified in support of this change. Both bills are still awaiting hearings before their respective fiscal committees.

SUGGESTED ACTION:

If this is important to your district, please contact Senator Rolfes, chair of the Senate Ways and Means Committee to request a hearing on SB 5430. Office: 360–786–7644

Please contact Timm Ormsby, chair of the House Appropriations Committee to request a hearing on HB 1388. Office: 360–786–7946

Certainly, contact your own legislators as well and urge movement on these bills.

These proposals are much broader than either of the other proposals. (SB 5801 below; SHB 1139 above) and would allow districts the greatest flexibility over time with no need to add other exceptions as they arise.

SB 5801 This bill is a modified/slimmer version of SB 5430/HB 1388 mentioned above. It reads:, “ (a) The retired teacher reenters employment more than one calendar month after his or her accrual date and after June 9, 2016;(2) The retired teacher is employed exclusively as either (i) A substitute teacher as defined in RCW 41.32.010(48)(a) in an instructional capacity, as opposed to other capacities identified in RCW 41.32.010(49); (ii) An athletic coach,(iii) A mentor to teachers or an adviser to students in teacher1 preparation programs; or (iv) A counselor; and (c) The employing school district compensates the district’s substitute teachers at a rate that is at least eighty-five percent of the full daily amount allocated by the state to the district for substitute teacher compensation. (2) For the purposes of this section, “mentor” means an educator who has achieved appropriate training in assisting, coaching, and advising beginning teachers or student teaching residents as defined by the office of the superintendent of public instruction, such as national board certification or other specialized training.(3) This section expires July 1, 2023 It had a public hearing before the Senate Ways and Means Committee on February 20th where testimony indicated that SB 5430 would be a much better solution to the issue of filling needed positions on a temporary basis.

SUGGESTED ACTION:

Senator Wellman, chair of the Senate Education Committee needs to be encouraged to focus on SB 5430 as it is broader and offers more flexibility to districts particularly in allowing use of classified retirees. The SCPP reviewed and approved this proposal. Office: 360–786–7641

SB 5350/HB 1413 Authorizes the following, at the time of retirement, to purchase an optional actuarially equivalent life annuity benefit from: (1) The public employees’ retirement system plan 1 fund; (2) The public employees’ retirement system combined plan 2 and plan 3 fund; (3) The public safety employees’ retirement system plan 2 fund; or (4) The school employees’ retirement system combined plan 2 and 3 fund, as appropriate. This bill was agency request legislation from the SCPP. Both bills are in their respective Rules’ Committee awaiting action to move to either floor.

School Employee Benefit Board (SEEB) Health Related Proposals

In the words of one legislator, “SEBB and its close to $1 billion-dollar cost is taking up all budget oxygen in the room.” It appears that until legislators decide what or how to deal with SEBB and the cost issue, all other fiscal matters will be put on the wayside. That does not mean however, that districts shouldn’t continue raising questions and concerns.

Caution: It remains important to underscore that districts are not against the principle of providing affordable health insurance. It’s the right thing to do. The unions have done a very effective campaign, resonant with many legislators, about the need to provide affordable health insurance. Complaining about SEBB runs the risk of seeming cold-hearted and callous to the issue. But the message is simple: It’s a question of cost; How much? Who pays?

Meanwhile, the HCA has designed an online enrollment system for SEBB that is consistent, easy to use, and supports payroll and benefits staff. The result is SEBB My Account, the exclusive online enrollment system for the SEBB Program. The HCA is aiming for an October launch.

The Health Care Authority (HCA) and SEB Board have released a demonstration video on how enrollment in the new SEBB program will operate.

Other Bills That May Have Fiscal/Hr Impacts For Districts:

(NEW BILL) SSHB 1087 Concerns long-term services and supports. The bills digest reads in part: “Addresses alternative funding for long-term care access. States that the creation of a long-term care insurance benefit of an established dollar amount per day for eligible employees, paid through an employee payroll premium, is in the best interest of the state.” This would create an optional employee paid premium that would help cover long term care coverage for an employee. SSHB 1087 passed the House 63–33 and has been sent to the Senate.

HB 1445 makes unemployment benefits accessible to persons with family responsibilities and other availability issues and making clarifying changes. Among other things, it revises the employment security act to: (1) Provide unemployment benefits (UI) to people with family responsibilities and other availability issues. Districts will have new claimants for UI which a district could not contest.

HB 1445 had a public hearing on February 21st and is awaiting further action.

SSB 5449/HB 1399 makes technical corrections requested by the Employment Security Department in the Family and Medical Leave Act passed last session. Both bills are before their respective Rules’ Committees awaiting further action.

SUGGESTED ACTIONS ON SELECTED BILLS:

SB 5178/HB 1132 Concerns early retirement options for members of the teachers’ retirement system and school employees’ retirement system plans 2 and 3. It proposes changing the current option for early retirement at 62 years of age with no penalty to 60 years of age. Both bills are still awaiting public hearings before their fiscal committees and are NTIB.

If this is important to advance as a tool to help districts retain employees and even allow some of those more expensive ones an option to retire earlier, then contact Chairs Senator Rolfes and Ormsby (contact info was given above) and request a hearing.

SB 5414/HB 1409 Prohibits a contract year for employee benefits from exceeding two hundred sixty days, for K–12 employees. Currently, upon retirement, an individual can cash in his/her accumulated sick leave at a 1:4 ratio using a maximum of 180 days. This change would increase the maximum to 260 days reflecting the longer contract years many school employees, especially administrators work. Both bills are awaiting scheduling for a public hearing in Appropriations (House) or Ways and Means (Senate) committees and are possibly NTIB. This could be important if a person would like to cash in more than the current 180-day maximum leave accrual to place into a health VEBA account. Many school personnel work more than a 180-day contact and this proposal would set the cap at the contracted day amount rather than the current 180-day limit. Contact Chairs Rolfes and Ormsby and request a hearing.

The legislative river continues to flow…

Fred Yancey
The Nexus Group

In this episode of AWSP News, we discuss:

• Future Educators Month, our Future School Leaders Day workshop, and the Give ’Em Your Keys campaign;
• what’s happening in the Legislature;
• some of our recent blog posts;
• our opening for an Associate Director and the retirement of two icons;
• sharing your stories with us; and
• how we’re always here to pick up the phone when you need us.

Prefer to read the news? Check out the script.

A frozen river is not a dry one, it’s just a still river on the surface but is still moving. ~Willie Nelson

 

Snowmageddon descended on Olympia, and things came to a halt, but now that the worst (we can hope) is over, the process is moving again. Agendas have been lengthened. As cut off dates approach the list of bills for executive action by individual committees grows long.

This is a brief summary of bills that are either moving or should be pushed to move. The last section of this report has some suggested actions on bills that need support and advocacy in order to advance before cutoffs.

Retirement Related Proposals

SB 5400/HB 1390 would provide a 3% cost of living adjustment (COLA) to TRS1 and PERS1 members. These bills are Select Committee for Pension Policy (SCPP) agency request legislation. HB 1390 has been scheduled for a public hearing before the House Appropriations Committee on February 18th at 3:30 PM.

SB 5360/HB 1308 Revise provisions in the public employees’ retirement system, the teachers’ retirement system, and the school employees’ retirement system with regard to plan membership default. It would change the present retirement plan default for new hires from Plan 3 to Plan 2.

SB 5360 was voted out of the Senate Ways and Means Committee and has been moved to Rules committee awaiting action.

HB 1308 was voted out of committee and sent to Houses Rules awaiting action.

Substitute Options for Early Retirees

SHB 1139 | Sections 305–7 state that educators that are members of Teachers’ Retirement System (TRS) Plans 2 or 3 that retired under the 2008 Early Retirement Factors are permitted to return to work before age 65 in any non-administrative position, not just in substitute teaching and instructional positions, and work for up to 867 hours per year without suspension of pension benefits. The ending date on the current provisions of August 1, 2020, as well as the separate section expiring the section of law, are removed, making the section effective indefinitely.A provision similar to the TRS provision is created for School Employees’ Retirement System, which is for classified school employees. It also removes the August 1, 2020 sunset date and the directive regarding substitute pay. It passed out of committee on an 18–1 vote and has moved to Appropriations.

SB 5430/HB 1388 Allow retirees who retired under alternate early retirement factors enacted in chapter 491, Laws of 2007, to use post-retirement options prior to reaching age sixty-five. This is SCPP agency request legislation. It is similar to the above referenced bill but broader in that administrators are not excluded, bus drivers, para-pros, OT’s etc. are included. It also includes PERS retirees who have retired from positions with cities and counties for example. Smaller cities/counties need the expertise of their retirees for short durations. They testified in support of this change. Both bills are still awaiting hearings before their respective fiscal committees.

SUGGESTED ACTION:

Please contact Senator Rolfes, chair of the Senate Ways and Means Committee, to request a hearing on SB 5430. Office: 360–786–7644

Please contact Timm Ormsby, chair of the House Appropriations Committee, to request a hearing on HB 1388. Office: 360–786–7946

Certainly, contact your own legislators as well and urge movement on these bills.

These proposals are much broader than either of the other proposals. (SB 5801 below; SHB 1139 above) and would allow districts the greatest flexibility over time with no need to add other exceptions as they arise.

SB 5801 | This bill is a modified/slimmer version of SB 5430/HB 1388 mentioned above. It reads: “ (a) The retired teacher reenters employment more than one calendar month after his or her accrual date and after June 9, 2016; (2) The retired teacher is employed exclusively as either (i) A substitute teacher as defined in RCW 41.32.010(48)(a) in an instructional capacity, as opposed to other capacities identified in RCW 41.32.010(49); (ii) An athletic coach,(iii) A mentor to teachers or an adviser to students in teacher1 preparation programs; or (iv) A counselor; and(c) The employing school district compensates the district’s substitute teachers at a rate that is at least eighty-five percent of the full daily amount allocated by the state to the district for substitute teacher compensation. (2) For the purposes of this section, “mentor” means an educator who has achieved appropriate training in assisting, coaching, and advising beginning teachers or student teaching residents as defined by the office of the superintendent of public instruction, such as national board certification or other specialized training.(3) This section expires July 1, 2023 It has been scheduled for a public hearing before the Senate Ways and Means Committee on February 20th at 3:30.

SUGGESTED ACTION:

Senator Wellman, chair of the Senate Education Committee needs to be encouraged to focus on SB 5430 as it is broader and offers more flexibility to districts particularly in allowing use of classified retirees. The SCPP reviewed and approved this proposal. Office: 360–786–7641

SB 5350/HB 1413 Authorizes the following, at the time of retirement, to purchase an optional actuarially equivalent life annuity benefit from: 1. The public employees’ retirement system plan 1 fund; 2. The public employees’ retirement system combined plan 2 and plan 3 fund; 3. The public safety employees’ retirement system plan 2 fund; or 4. The school employees’ retirement system combined plan 2 and 3 fund, as appropriate.

This bill was agency request legislation from the SCPP. SB 5350 was voted out of committee and sent to Senate Rules for further action. HB 1413 was voted out of committee and sent to Rules.

School Employee Benefit Board (SEEB) Health Related Proposals

SUGGESTED ACTION:

School districts need to continue contacting their legislators to educate them and express any concerns over the impending costs of SEBB. It has become clear that legislators are expressing discomfort, (some might say ‘shock’) with the $900+million-dollar cost of implementing the program and collective bargaining agreement. T.J. Kelly from OSPI released estimates that the local levy burden to districts for SEBB assuming the legislature accepts the collective bargaining agreement (CBA) would be $258 million per school year. If the benefit multipliers agreed to in the CBA were disallowed, the cost to districts would be $742 million/year.

Caution: It is important to underscore that districts are not against the principle of providing affordable health insurance. It’s the right thing to do.The unions have done a very effective campaign, resonant with many legislators, about the need to provide affordable health insurance. Complaining about SEBB runs the risk of seeming cold-hearted and callous to the issue. But the message is simple:It’s a question of cost; How much? Who pays? How does a district pay?

Health Care

SB 5469/HB 1085 Concerns reducing the insurance premium for Medicare-eligible retiree participants in the public employees’ benefits board program. It requires the amount of a premium reduction for Medicare eligible retiree participants to be no less than fifty percent of the premium cost.

HB 1085 held a public hearing 1/28 at 3:30 before the House Appropriations Committee and is awaiting further action by the committee.

HB 1813 incorporates the costs of employee health benefits into school district contracts for pupil transportation.A portion of the bill reads : “Beginning January 1, 2020, any pupil transportation services contract must include: (i) Sufficient funds specifically for the contracting employer to provide the employees of the contractor with an employer health benefits contribution equal to the rate for the school employees’ benefits board program, less the retiree remittance for the public employees’ benefits board; and (ii) An amount equivalent to the total employer and employee contribution rate to the school employees’ retirement system, multiplied by the estimated salaries of the employees of the contractor.

This bill has a public hearing before the House Appropriations Committee on February 14th. WASA testified as “Other”. It expressed sympathy for the need but concerns over who pays and how to pay for it. This would be another unfunded mandate added to the upcoming fiscal burden of SEBB.

Other Bills That May Have Fiscal/HR Impacts For Districts

SB 5473/HB 1445 makes unemployment benefits accessible to persons with family responsibilities and other availability issues and making clarifying changes. Among other things, it revises the employment security act to: (1) Provide unemployment benefits (UI) to people with family responsibilities and other availability issues. Districts will have new claimants for UI which a district could not contest.

SB 5743 had a public hearing on February 14th and is awaiting further action by the Senate Labor and Commerce Committee.

HB 1445 was voted out of committee and sent to Appropriations for a public hearing on February 21st at 3:30 PM.

SSB 5449/HB 1399 makes technical corrections requested by the Employment Security Department in the Family and Medical Leave Act passed last session.

SSB 5449 (a substitute bill) has been voted out of committee and sent to Rules.

SHB 1399 Executive Session action has been scheduled for February 18th before the House Appropriations Committee.

SB 5513/HB 1515 Concerns the employer-employee relationship by clarifying the difference between an independent contractor and an employee. WASBO has been asked to review this proposal for any unintended impacts to districts.

HB 1515 has been scheduled for Executive Sessions for February 21st.

SUGGESTED ACTIONS ON SELECTED BILLS:

SB 5178/HB 1132 Concerns early retirement options for members of the teachers’ retirement system and school employees’ retirement system plans 2 and 3. It proposes changing the current option for early retirement at 62 years of age with no penalty to 60 years of age. Both bills are still awaiting public hearings before their fiscal committees. If this is important to advance as a tool to help districts retain employees and even allow some of those more expensive ones an option to retire earlier, then contact Chairs Senator Rolfes and Ormsby whose contact info was given above. (See SB 5430) and request a hearing.

SB 5414/HB 1409 Prohibits a contract year for employee benefits from exceeding two hundred sixty days, for K–12 employees. Currently, upon retirement, an individual can cash in his/her accumulated sick leave at a 1:4 ratio using a maximum of 180 days. This change would increase the maximum to 260 days reflecting the longer contract years many school employees, especially administrators work.

Both bills are awaiting scheduling for a public hearing in Appropriations (House) or Ways and Means (Senate) committees.

This could be important if a person would like to cash in more than the current 180-day maximum leave accrual to place into a health VEBA account. Many school personnel work more than a 180-day contact and this proposal would set the cap at the contracted day amount rather than the current 180-day limit. Contact Chairs Rolfes and Ormsby and request a hearing.

The legislative river continues to flow…In fact, I can hear water running outside my office…

Fred Yancey/ Mike Moran
The Nexus Group

 

Ed reform. Those two words are a lightning rod for people in education and policy. They can strike fear and uncertainty for some and hope and visions of equity for others. One thing is for certain, many of the reforms borne out of the Race to the Top grant era have drastically changed the reality of what it’s like to be a school principal.

At AWSP, we know the work you do, the care you give, and how much of yourself you give up to do the job. You know who else understands the pivotal role principals play? Rahm Emanuel, 44th mayor of Chicago, former chief of staff to President Obama, and former chairman of the Democratic Campaign Committee and the House Democratic Caucus. He wrote a great piece for The Atlantic titled, "I Used to Preach the Gospel of Education Reform. Then I Became the Mayor.

In the article, he talks about putting education reform at the top of his priorities during his 2011 mayoral campaign, and the lessons he learned along the way. After discussing how negotiations went with the union president, he talked about one of the last things left to settle.

One key issue remained: the autonomy of principals. The question was whether individual principals would have the ability to hire faculty of their own choosing, or whether, as Lewis preferred, principals would have to select from a limited pool maintained downtown with the union’s strong input. Honestly, because I’d gotten everything I really wanted, I was tempted to fold. The reform gospel doesn’t pay much mind to principals. Moreover, the new accountability standards promised to rid the schools of bad teachers.

But while I was preparing to brief reporters assembled at Tarkington Elementary on Chicago’s South Side, Mahalia Ann Hines, a former school principal (who happens to be the artist Common’s mother) pulled me aside. Hines, who holds a doctorate from the University of Illinois, had spent 15 years as a principal, at grade levels from elementary through high school. If we were going to make lasting improvements to Chicago’s schools, she argued, principals needed that flexibility. Without it, they would not be able to establish the right culture or create a team atmosphere. And, at least as important, principals would not have the leverage to coach teachers struggling to help their pupils succeed.

Emanuel talks more about abandoning the gospel of teacher-focused reform and instead focusing on empowering principals, something he described as a “momentous decision.” After that, he drops one more gem.

Parents are rarely surprised when I note that even the best teachers can be rendered ineffective in a dysfunctional school, or that a great principal can turn a good teacher into an extraordinary educator. But even today, reformers rarely take the impact of principals into account.

The rest of the article talks about what they’ve done in Chicago to attract, retain, and train quality principals. Emanuel talks about the implications and the gains they've made. The whole article is worth a read. Emanuel goes on to say something we’ve been preaching for a while, especially if you’ve seen our Power of the Principal video….

Principals, not just teachers, drive educational gains.

It’s great to see more and more people, inside education and out, understanding the pivotal role principals play.

AWSP is closed for snow today (February 11), as are many districts across the state. FYI, we typically follow the Olympia School District for closures or late starts. Some of us are still checking email. In the event of a professional emergency, you can call Dr. Scott Seaman at 360.561.9463. You can also send an email to webmaster@awsp.org and someone should get back to you within a couple hours.

In the meantime, check out this great snow day video from Pioneer Elementary's Principal Mac...and then maybe take his advice and go read a good book.

We have an unknown distance yet to run, an unknown river to explore.
What falls there are, we know not; what rocks beset the channel,
we know not; what walls ride over the river, we know not.
Ah, well! we may conjecture many things." - John Wesley Powell

The session is still flowing toward cut off dates, when an observer can then more closely focus on what would appear to be potential ‘rocks’. Also, energies can be directed more specifically to advance critical bills that have survived the first cut. As a reminder, the cut off dates are: February 22 for policy bills and March 1 for fiscal bills.

So many of these issues concern money. They will not really come into a sense of finality until nearer the end of session. SEBB is an example, where the only option for significant change in the model would be if the Legislature rejected the collective bargaining agreement, which they may, and the key word is ‘may’ do after seeing the upcoming revenue forecasts. This is why we are just going with the flow and watching for obstacles. This is a brief summary of only those bills that had some movement status.

Retirement Related Proposals

SB 5400/HB 1390 would provide a 3% cost of living adjustment (COLA) to TRS1 and PERS1 members. These bills are Select Committee for Pension Policy (SCPP) agency request legislation. Both bills are still awaiting scheduling before their respective fiscal committees.

SB 5360/HB 1308 Revise provisions in the public employees’ retirement system, the teachers’ retirement system, and the school employees’ retirement system with regard to plan membership default. It would change the present retirement plan default for new hires from Plan 3 to Plan 2.

SB 5360 was voted out of the Senate Ways and Means Committee and has been moved to Rules committee awaiting action.

HB 1308 was scheduled and expected to be voted out of the House Appropriations Committee on February 7th meeting, but the hearing ran late, and Executive Session was postponed. This will be rescheduled.

Substitute Options for early Retirees

HB 1139 is a large bill relating to expanding the current and future educator workforce supply. A previous version of the bill passed the House last session but got no action in the Senate. This bill, by Representative Santos, is basically a re-introduction of the previous bill. Sections 304/305 state that educators that are members of Teachers’ Retirement System (TRS) Plans 2 or 3 that retired under the 2008 Early Retirement Factors are permitted to return to work before age 65 in any non-administrative position, not just in substitute teaching and instructional positions, and work for up to 867 hours per year without suspension of pension benefits. The ending date on the current provisions of August 1, 2020, as well as the separate section expiring the section of law, are removed, making the section effective indefinitely. A provision similar to the TRS provision is created for School Employees’ Retirement System, which is for classified school employees. It also removes the August 1, 2020 sunset date and the directive regarding substitute pay. It passed out of committee on an 18/1 vote and has moved to Rules.

SB 5350/HB 1413 Authorizes the following, at the time of retirement, to purchase an optional actuarially equivalent life annuity benefit from:

1. The public employees’ retirement system plan 1 fund;
2. The public employees’ retirement system combined plan 2 and plan 3 fund;
3. The public safety employees’ retirement system plan 2 fund; or
4. The school employees’ retirement system combined plan 2 and 3 fund, as appropriate. This bill was agency request legislation from the SCPP. SB 5350 was voted out of committee and sent to Senate Rules for further action. HB 1413 is scheduled for executive action on February 11.

School Employee Benefit Board (SEEB)Health Related Proposals

School districts need to continue contacting their legislators to educate them and express any concerns over the impending costs of SEBB. It has become clear that legislators are expressing discomfort, (some might say ‘shock’) with the $900+million-dollar cost of implementing the program and collective bargaining agreement. But they are not yet talking about the unfunded costs expected to be borne by districts.

HB 1955 was just introduced by Rep. Stokesbary. (Ranking Minority Leader on Appropriations). This bill appears to reduce district costs from 85% to 80%, which seems in my humble opinion ho-hum and misses the bigger picture.

Health Care

SB 5469/HB 1085 Concerns reducing the insurance premium for Medicare-eligible retiree participants in the public employees’ benefits board program. It requires the amount of a premium reduction for Medicare eligible retiree participants to be no less than fifty percent of the premium cost.

HB 1085 held a public hearing 1/28 at 3:30 before the House Appropriations Committee and is awaiting further action by the committee.

HB 1813 incorporates the costs of employee health benefits into school district contracts for pupil transportation. A portion of the bill reads : “Beginning January 1, 2020, any pupil transportation services contract must include:(i) Sufficient funds specifically for the contracting employer to provide the employees of the contractor with an employer health benefits contribution equal to the rate for the school employees’ benefits board program, less the retiree remittance for the public employees’ benefits board; and (ii) An amount equivalent to the total employer and employee contribution rate to the school employees’ retirement system, multiplied by the estimated salaries of the employees of the contractor. This bill has a public hearing before the House Appropriations Committee on February 14th.

Other Bills That May Have Fiscal/Hr Impacts For Districts

SB 5473/HB 1445 makes unemployment benefits accessible to persons with family responsibilities and other availability issues and making clarifying changes. Among other things, it revises the employment security act to: (1) Provide unemployment benefits (UI) to people with family responsibilities and other availability issues. Districts will have new claimants for UI which a district could not contest.

SB 5743 is scheduled for a public hearing on February 14th before the Senate Labor and Commerce Committee.

HB 1445 was voted out of committee and sent to Appropriations.

SSB 5449/HB 1399 makes technical corrections requested by the Employment Security Department in the Family and Medical Leave Act passed last session.

SSB 5449 (a substitute bill) has been voted out of committee and sent to Rules.

SHB 1399 (Substitute bill) A public hearing before the House Appropriations Committee is scheduled for Feb. 14th.

The legislative river continues to flow…

Fred Yancey/Mike Moran
The Nexus Group

Last session, the Legislature created the School Employees Benefits Board (SEBB). The SEBB will help ensure K-12 employees get the affordable, high-quality benefits they deserve. Washington state public employees have long been the beneficiary of a great health benefits program through the PEBB, and it's great to see similar benefits coming to school employees across the state. 

Keep an eye on our Legislative Update newsletter to see what happens with the SEBB through this session. In the meantime, here are some great resources from the Washington State Health Care Authority. 

• Welcome to the SEBB Program (infographic)
• SEBB Program benefits: Affordable, transparent, equitable (blog)
• Affordable, Transparent, Equitable (8.5x11 poster)
• SEBB Program Benefits fact sheet

Welcome to another episode of AWSP News, where we discuss:

• delivering AWSP News to you through rain, sleet, or snow,
• African American History Month,
• our Future Educators Month and Future School Leaders Day workshop,
• revisit the Give ’Em Your Keys campaign,
• update you on what’s happening with the Legislature,
• discuss our “Day on the Hill” and your advocacy,
• thank partners Capturing Kids’ Hearts and Freshgrade,
• remind you to register for summer conference and a couple awards to nominate someone for,
• Ron’s departure and hiring his replacement, and
• some contract negotiation resources for you on our website.

Prefer to read the news? Check out the script.

Dr. Karen Burke (Vice President of Data and Academic Planning) and Pam Allyn (Senior Vice President, Innovation and Development), both from Scholastic, drop by our studio to talk about K-12 literacy and what principals can do to promote schoolwide literacy efforts. Lots of great advice and takeaways in this episode.

More About Dr. Burke

Dr. Karen Burke, Vice President of Data Analysis and Academic Planning at Scholastic, has been in education for over 30 years and has served students in various capacities including: ten years as a classroom teacher, Principal, Title I Director, Federal Programs Coordinator, Curriculum Director, Director of English/Language Arts, and an Assistant Superintendent of Schools in Maine. Additionally, she served as a Distinguished Educator for the Maine State Department of Education. She taughtundergraduate and graduate courses at Saint Joseph’s College in Maine for 23 years. Currently, she is an adjunct professor at Nova Southeastern University in Florida working with graduate and doctoral students.

Dr. Burke received her degree in Elementary Education and Teacher of Spanish from The College of New Jersey, her two masters from the University of Southern Maine (one with a concentration in reading and the other with a concentration in mathematics), her Certificate of Advanced Study for Administration from The University of Maine in Orono, and her doctorate from Nova Southeastern University.

She was the recipient of the Maine ASCD Educational Leader of the Year Award, Maine’s LiteracyAward, and Nova Southeastern-Noreen Webber Child and Youth Studies Honor Award.

Dr. Burke assists district leadership in understanding and using data to create district specific comprehensive literacy plans that seamlessly weave pedagogy, programs, and professional learning to positively impact student learning. She promotes literacy plans that meet the needs of the whole child assuring all learners receive an equal opportunity to learn. Comprehensive literacy plans must also include a process that routinely informs instruction and monitors student growth. Effective comprehensive literacy plans provide a continuum of learning focusing on building strong literacy skills and capacities to meet the rigorous requirements for college, career, and life.

More About Pam Allyn

Pam Allyn is a world- renowned literacy expert, author and motivational speaker. She is the Executive Director and Founder of LitWorld, a groundbreaking global literacy movement serving children across the United States and in more than 60 countries, and LitLife, a cutting-edge education consulting group specializing in professional development for PreK-12 literacy instruction.

In May 2007, The Children’s Village presented Pam with its Legacy of Service Award for bringing books and reading to children. She was selected as a mentor for the 2013 Bush Institute’s Women’s Initiative Fellowship to help young Egyptian women develop leadership skills. Pam received the 2013 Scholastic Literacy Champion Award, and is Scholastic’s Open a World of Possible Ambassador. She is a spokesperson for BIC Kids, championing BIC’s “Fight For Your Write” campaign. In April 2014, Pam was chosen as a W.K. Kellogg Foundation Fellow in Racial Equity and Healing, a three year initiative to support recognized equity leaders in their work on the ground.

In April 2014, Pam was chosen as a W.K. Kellogg Foundation Fellow in Racial Equity and Healing, a three year initiative to support recognized equity leaders in their work on the ground. She was recognized as a finalist for the 2017 Brock International Prize in Education.

Pam is the author of 26 books for educators, leaders and families on reading, writing and quality learning. Her most recent book is Every Child a Super Reader (Scholastic, 2015), co-authored with Dr. Ernest Morrell. Other books include Your Child’s Writing Life (Avery, 2011), What To Read When(Avery, 2009), and Pam Allyn’s Best Books for Boys (Scholastic, 2011). She has written and contributed to a number of curriculum and instruction books, including the Core Ready series (Pearson, 2013), the Complete Year series (Scholastic, 2008) and Homework Pages for Independent Reading (Scholastic, 2013).

Pam is featured widely in traditional press and on social media as a literacy expert for both home and school. She has been featured on Good Morning America, The Today Show, NBC News, Oprah Radio, The Huffington Post, CNN International, Al Jazeera and in The New York Times, speaking to the power of education and literacy to transform lives and to create gender and racial equity.

What happens when 40+ scarf-wearing principals visit the Capitol? Great stories, great data, and great impact. On Monday, January 28, our AWSP Advocacy Committee and members of our AWSP Board took to the Capitol to advocate for principals, the principalship, and each and every student. Watch the video to learn a little more. 

Having lots of playground equipment seems desirable, but this article suggest investing in some natural areas.

Recess in an outdoor natural environment is more restorative than recess in an outdoor built environment. Cognitive assessment results demonstrated better sustained and selective attention and children reported greater restorativeness in an outdoor natural environment than in an indoor built environment. This finding applied to both group playtime and individual free play." | Amicone et al. 2018. Green breaks: The restorative effect of the school environment's green areas on children's cognitive performance.

About the Position

The Association of Washington School Principals (AWSP) is seeking candidates for the position of Associate Director. The chosen candidate will work with the AWSP Executive Director and AWSP Board in fulfilling board policy and direction. This full-time position (230 days) will join the AWSP Executive Team in the support of K-12 principals and assistant principals, the principalship, and all students throughout the state. 

Responsibilities

• Proactively provide direct support to the needs of all members.
• Serve as a key resource for K-12 principals, as well as building and district leadership teams.
• Challenge the status quo to increase access and opportunities for each and every student by dismantling historically inequitable systems in our state.
• Assist, plan, and coordinate AWSP professional learning for members (both in person and digital learning).
• Act as liaison and program coordinator for one of AWSP’s Grade Level Governance Boards (Elementary, Middle, High School), and other groups, committees or boards as assigned.
• Provide direct and indirect oversight and program support to AWSP’s Learning Centers.
• Collaborate, support, and promote AWSL (Student Leadership) programs.
• Serve as an AWSP liaison with state boards and agencies, stakeholder groups, committees, and principal preparation programs as assigned.
• Establish, build, and sustain key relationships with business sponsors and partners.
• Understand and apply educational law and contractual provisions for the purpose of responding to member requests for assistance.
• Advocate on behalf of the AWSP legislative platform.

Professional Qualifications and Characteristics

Applicants with the following professional qualifications and characteristics will be given the highest consideration:

• Demonstrated commitment to our state’s students and to the importance of the principal as an educational leader.
• Successful performance as a school administrator, including experience as a school principal, preferably in Washington state.
• Ability to manage program and grant finances, and identify revenue generators for conferences and events. 
• Ability to identify and analyze key educational issues in relation to AWSP’s mission, goals, and ethical standards.
• Exhibit high ethical standards, commitment, strong communication and organizational skills, accessibility, active listening abilities, and a good sense of humor.  
• Ability to effectively manage multiple projects and be a self-starter.
• Familiarity with significant authors and effective presenters in the field of education and professional learning.
• Commitment to partnering with AWSP staff to fulfill the Association’s administrative and service responsibilities to its members.
• Ability to develop, plan, and present professional learning to large groups of adults according to research-based adult learning theory (no boring sit-and-get).
• Master’s degree in a related field.

Compensation / Benefits

• Annual contract of 230 days: September 1–August 31.
• Salary competitive with principals with similar responsibilities.
• Vacation and sick leave provided.
• Deferred compensation/retirement plan and VEBA plan provided.
• Medical insurance, life insurance, short term salary insurance plan provided.

 *This position is not part of the state retirement system

Timelines

Position Announcement:            Friday - February 1, 2019

Application deadline:                 Friday - March 8, 2019, at noon

Applicant interviews:                 Wednesday - March 27, 2019

Starting date:                            Monday - July 1, 2019

A transition contract will be negotiated to establish a summer transition schedule prior to the Sept. 1 contract start.

Application Procedure

Applicants should submit the following:

1. A letter of interest relating to the professional qualifications and characteristics required by this position.
2. A résumé.
3. A list of three to five references.
4. A one-page statement (12 pt. font) describing your vision of the role you would play impacting the lives of students, principals, and educational systems in Washington as an Associate Director and valuable member of the executive team of the Association of Washington School Principals.

AWSP encourages applications inside and outside the organization and will consider each based upon merit. Applications will be held in the strictest confidence until finalists are selected. 

AWSP is an Equal Opportunity Employer. It is AWSP’s policy to comply with federal and state laws concerning non-discrimination and Equal opportunity employment, regardless of race, sex, age, color, religion, national origin, or any other category established in Title VII of the 1964 Civil Rights Act or other legislation, and to take affirmative action towards the goals and intentions of the applicable laws. 

Return completed applications to:           

AWSP Associate Director
Attn: Kim Marquette, Assistant to the Executive Director
Association of Washington School Principals
1021 8th Avenue SE
Olympia, WA  98501-1515

Email Kim

Student leaders are key players in a school's mission to create a culture, close the gap, ensure safety and engage the community. Guided by Washington principals for more than 60 years, the Association of Washington Student Leaders (AWSL) has provided the opportunity for student leadership training through summer camps. AWSL camps are held in three locations. Leadership camps for high school and middle level students are held at both of the two learning centers sponsored by the Association of Washington School Principals: Chewelah Peak and Cispus. CheerLeadership Camps are held at Central Washington University.

Registration forms

• AWSL-NCA CheerLeadership Camp Squad Registration
  • Mascot Training Registration at CheerLeadership Camp Session 1 
    (for mascots attending without a cheer squad)
• High School Leadership Camp
• Middle Level Leadership Camps
• Native American Leadership Camp (Camp Delegate Form coming soon!)
• La Cima Bilingual Leadership Camp
  
  • La Cima School Registration
  • La Cima Non-school agency Registration
• Deaf Teen Leadership Camp 
  
• Western Leaders Summit
  • Western Leaders Summit Washington School Registration
  • Western Leaders Summit Out-of-State School / State Delegation Registration
• Outdoor Recreation, Health and Fitness Camp (Semester credit per session)

Principals in Olympia

On Saturday January 26th, I attended an event presented by the Pacific Education Institute. The program was the author Richard Louv, who wrote the book Last Child in the Woods, plus nine others. I even bought his newest book Vitamin N.

This was the third time I had heard him, and his stories are still as interesting as ever. He did not talk about principals this time, but I thought about my 2011 time with him and it reminded me of my article in the Principal News that fall. I think it is worth republishing here on the blog.

---

The Nature Principal (October 2011)
By Martin E. Fortin, Jr., AWSP Director of Outdoor Learning Centers

Last spring, I attended a lecture in Seattle by Richard Louv, who wrote the highly popular book entitled Last Child in the Woods. In the book, he coined the term Nature Deficit Disorder. His presentation was centered on his newest book inspired by a fan who reminded him that adults have the same disorder. He titled his book The Nature Principle where he outlines a course of action for human restoration by way of the natural world.

He reports on landmark research, and adds personal stories, to illustrate his model of basic actions to help us all enhance our mental and physical capacities by reconnecting with the natural world. He really got my attention when he stated that the biggest hindrance to getting kids outdoors was the school principal. His notion was that administrators believe that education is too important to be out of the classroom.

I do not remember much of what he said after that, instead, I was considering his statement and asking, “Could it be true?” In the last 20 years, we have seen a slow decline in the number of schools visiting our own outdoor learning facilities. Our annual attendance is now at two-thirds of what we experienced in the mid 1990’s. What are the forces that altered the view that the residential outdoor camp was a peak experience necessary for all elementary students? Certainly, the research shows that this experience enhances student learning. However, as fast as the body of supporting research has grown, the available money for outdoor programs has declined even faster.

Perhaps we can look for a way that pre kindergarten children to high school seniors can experience the benefits of nature by first looking out the schoolhouse doors to the surrounding campus. A long bus ride into the woods is not the only way to experience nature. The schoolyard has a lot to offer. Louv’s newest initiative is The Children and Nature Network. It has many ideas of how we can help our children thrive in the out-of-doors. 

I am proud to be a part of a statewide association that values the outdoor experience. Whether it is an annual trip for a residential science camp, or the day-to-day use of the local school environment, AWSP has served as a national leader in its commitment to support principals in the education of all students. In Washington, we have the research, the support framework, and the natural settings for our members to all become a Nature Principal.

Ol’ man river
That ol’ man river
He don’t say nothing
But he must know something
Cause he just keeps rolling
He keeps rolling along
~ William Warfield

The legislative river is running as close to 1,500 bills have been introduced since December’s prefiling. Included among those are a number of bills affecting pensions, health, and job benefits. Hearings and any resulting action moving bills out of committees have begun as both houses move toward the first cut-off date. This is a brief summary of bills of interest: Retirement Related Proposals

SB 5400/HB 1390 would provide a 3% cost of living adjustment (COLA) to TRS1 and PERS1 members. These bills are Select Committee for Pension Policy (SCPP) agency request legislation. Both bills are awaiting scheduling before their respective fiscal committees.

SB 5360/HB 1308 Revise provisions in the public employees’ retirement system, the teachers’ retirement system, and the school employees’ retirement system with regard to plan membership default. It would change the present retirement plan default for new hires from Plan 3 to Plan 2.

SB 5360 is scheduled for a public hearing on 1/30 @3:30 before the Senate Ways and Means Committee.

HB 1308 is scheduled for a public hearing on 1/28 @ 3:30 before the House Appropriations Committee.

Adoption would result in a minimum savings of $31 million dollars in General Fund dollars, $35 million for local governments over 25 years (State Actuary figures).

SB 5414/HB 1409 Prohibits a contract year for employee benefits from exceeding two hundred sixty days, for K–12 employees. (An earlier draft of this bill (SB 5192/HB 1156) which had been introduced was incorrectly written.)

Currently, upon retirement, an individual can cash in his/her accumulated sick leave at a 1:4 ratio using a maximum of 180 days. This change would increase the maximum to 260 days reflecting the longer contract years many school employees, especially administrators work.

SB 5178/HB 1132 Concerns early retirement options for members of the teachers’ retirement system and school employees’ retirement system plans 2 and 3. It proposes changing the current option for early retirement at 62 years of age with no penalty to 60 years of age. Both bills are awaiting hearings.

Substitute Options for early Retirees

HB 1139 is a large bill relating to expanding the current and future educator workforce supply. A previous version of the bill passed the House last session but got no action in the Senate. This bill, by Representative Santos, is basically a re-introduction of the previous bill. Sections 304/305 state that educators that are members of Teachers’ Retirement System (TRS) Plans 2 or 3 that retired under the 2008 Early Retirement Factors are permitted to return to work before age 65 in any non-administrative position, not just in substitute teaching and instructional positions, and work for up to 867 hours per year without suspension of pension benefits. The ending date on the current provisions of August 1, 2020, as well as the separate section expiring the section of law, are removed, making the section effective indefinitely. A provision similar to the TRS provision is created for School Employees’ Retirement System, which is for classified school employees. It also removes the August 1, 2020 sunset date and the directive regarding substitute pay. It is scheduled for Executive Action on 1/31 before the House Education Committee.

SB 5430/HB 1388 allows retirees who retired under alternate early retirement factors enacted in chapter 491, Laws of 2007, to use post-retirement options prior to reaching age sixty-five. This is SCPP agency request legislation. It is similar to the above referenced bill but broader in that administrators are not excluded, bus drivers, para-pros, OT’s etc are included. It includes PERS retirees who have retired from positions with cities and counties for example. Smaller cities/counties need the expertise of their retiree for short durations and testified in support of this change. Both bills are awaiting hearings.

HB 1362 concerns benefits eligibility during post-retirement employment for members of the public employees‘, teachers’, and school employees’ retirement systems, plans 2 and 3. It is similar to SB 5430/HB 1388 above. This is likely to be ignored in favor of HB 1388 above.

SB 5350/HB 1413 authorizes the following, at the time of retirement, to purchase an optional actuarially equivalent life annuity benefit from:

1. The public employees’ retirement system plan 1 fund;
2. The public employees’ retirement system combined plan 2 and plan 3 fund;
3. The public safety employees’ retirement system plan 2 fund; or
4. The school employees’ retirement system combined plan 2 and 3 fund, as appropriate.

This bill was agency request legislation from the SCPP. SB 5350 is scheduled for a public hearing 1/30 @ 3:30 before the Senate Ways and Means Committee.

School Employee Benefit Board (SEEB)Health Related Proposals

As is customary, committees, during the first weeks of session, hold “Work Sessions” on various topics.

The Senate Ways and Means Committee held a work session on SEBB.

An overview of the SEBB program was given by the Health Care Authority. Following that, presentations were given by WEA (Shawn Lewis) that made a vivid case for why the provision of health benefits was important, humane, and largely a great deal more affordable for workers. An interesting point was made that this collective bargaining agreement was bargained between a coalition of affected employers and the state as a non-employer. (As an aside, this really sets an example for a process to negotiate a statewide master contract for all K–12 employees should that idea come to fruition.)

Kate Davis, CFO, from Highline School District presented the impact on her school district with the projected addition of 694 employees newly eligible. Estimated unfunded costs to Highline are $2.4 million in 2019–20 and $3.5 million in 2020–21. She pointed out that there were also expected yet unknown costs for a district for implementing this system/managing this project, changing IT practices/programs, and training of staff.

She presented recommendations including raising levy allowances to pay for the unfunded costs.

Tom Fleming, ESD 105, spoke as well. He did not have a power point but clearly pointed out the looming fiscal cost to districts. He laid out the impact of providing benefits for ECEAP and any fee based program where fees already are a challenge for those charged. In response to Chair Rolfes’ question that “Couldn’t school districts lessen the impact by changing staffing like hiring full-time substitutes?” (A very common remark from legislators who think district costs can be lessened). Fleming pointed out that only a few employee positions could be changed. Bus drivers, cooks, etc. can’t be combined into other than what they already are.

Important What staff and presenters made clear, however, was the unknown fiscal effect on districts once SEBB becomes operational. Sure, everyone knows there will be a cost but at least two legislators asked if projections have been done, and staff said no. The presenters even acknowledged that their figures were hypothetical given that no one yet knows the premium costs, for example. What is known is the projected cost to the state for funding formula staff is in excess of $900 million. The HCA authority had stated in previous SEBB meetings as estimate of $200-$300 million in excess costs to districts.

School districts need to be contacting their legislators if they have concerns over these impending costs and to educate them on SEBB.
The next day, the House Appropriations Committee had a work session where staff to the committee, Dave Pringle, reviewed the SEBB program. What was again apparent was the lack of knowledge of members, (many of whom are new to the committee), about SEBB, the costs, and how it would work. Mr. Pringle did point out that the projected general fund cost for 2019–21 would be $868 million, and $1.9 Billion over four years. Note his state cost projection differs from others. When asked about the effect on the fiscal side to school districts, Mr. Pringle stated that he had seen no credible information on the added costs to school districts so didn’t know. He suggested that there has been unclear methodology for estimating SEBB’s impact. (Once again, the credibility of school district supplied information is cast in doubt.)

Comment: Mr. Pringle rightly pointed out that little if any data exists and that figures being presented regarding projected enrollments, costs, impacts, etc. are hypotheticals since this is a new program.

Health Care

SB 5469/HB 1085 Concerns reducing the insurance premium for Medicare-eligible retiree participants in the public employees’ benefits board program. It requires the amount of a premium reduction for Medicare eligible retiree participants to be no less than fifty percent of the premium cost.

HB 1085 is scheduled for a public hearing 1/28 at 3:30 before the House Appropriations Committee.

Other Bills That May Have Fiscal/Hr Impacts For Districts

SB 5449/HB 1399 makes technical corrections requested by the Employment Security Department in the Family and Medical Leave Act passed last session. WASBO has been asked to review the bill to see if there are any concerns. A public hearing was held on SB 5449 on 1/24 and the bill is awaiting executive action by the committee. The bill report/narrative is available. HB 1399 was heard on 1/24 and is scheduled for Executive Action on 1/28.

SB 5513/HB 1515 concerns the employer-employee relationship by clarifying the difference between an independent contractor and an employee.

WASBO has been asked to review the bill for any concerns. A public hearing has been scheduled for 1/28 at 10:00 AM before the Senate Labor and Commerce Committee.

HB 1515 is scheduled for a public hearing 1/28 @ 1:30 before the House Labor and Workforce Standards Committee. It has been scheduled for Executive Session the following day, 1/29.

And finally……

SB 5486 concerning activities that exploit persons with dwarfism. Self-explanatory. The sponsor, Senator Padden said he became interested when a constituent contacted him about a dwarf-tossing contest in a local strip club. (I thought it was a proposal to ban broadcasting The Wizard of Oz is banned from broadcast.)

In short, we are current, active spectators riding the rapids and watching the currents.

Fred Yancey/ Mike Moran
The Nexus Group

The School Employees’ Benefit Board met for an all-day meeting and covered, as usual a wide range of topics.  

View Meeting Materials

Tab 4 was a follow-up from previous meetings. Of note and related to Paid Family and Medical Leave (PFML), any employer who has a collective bargaining agreement (CBA) signed before October 19,2017, does NOT have to collect the taxes for PFML until the CBA expires.

Tab 5 was a presentation on the Governor’s proposed budget. It assumes, as does SEBB/HCA a per subscriber amount that will be invoiced to and paid by K-12 employers for each SEBB benefits-eligible employee. Note: The employer will still pay for employees who may have waived coverage. The funded rate, per prototypical staff allocation is projected to be $1,170 in FY 2020 and $1,195 in FY 2021.

The formula is (number of protype-generated FTE)*(BAF)*(funding rate) = District Allocation.

(The BAF is the benefit allocation factor/multiplier: 1.43 per classified staff; 1.02 for certificated.)

HCA will update modeling and submit new suggested funding rate levels to the legislature by March 1, 2019. The figures above may change.

Tab 6 was an overview of proposed legislation. Of note was SB 5092 which provides flexibility to school districts by authorizing school district waivers. This could have potential impact to SEBB but unknown at this point. 

Tab 7 was a continuing education to the SEB Board on pharmacy using usage by members in the Uniform Medical Plan as a baseline. The cost of prescription drugs is driving the increase in premiums for insurance, particularly specialty drugs. As an aside, as rates go up the premium cost to those still working, the premium cost remains 85% paid by state/district and 15% paid by subscriber. Retirees, however, pay 100% of the increased cost. The most startling piece of information was that less than 1% of the prescription users who are using specialty drugs account for 53% of the total claims’ costs for prescriptions. 

Tab 8 was adoption of various policy resolutions dealing with the number of months that self-pay coverage is allowed, particularly for dependents not eligible for coverage under the SEBB program. One example would be domestic partners who have not registered with the state.

Tab 9 was a presentation on the Wellness Program, a component of the SEBB offerings.

Tab 10 was a presentation of proposed resolutions related to the passage of ESSB 6241 last session. This bill made a number of technical corrections to the SEBB program. Of importance to districts was the provision that would allow employees who work less than630 hours to negotiate for coverage. Resolutions implementing this new provision were discussed. They will be circulated for feedback from stakeholders. It is important to review them. Wayne Leonard, member of the SEB Board asked if this topic was permissive or mandatory as a bargaining topic. SEBB staff will get back with an answer. Mr. Leonard also pointed out the irony that he thought the whole purpose of the SEBB process was for the state to negotiate health benefit, yet now locals have potential new authority to do so? These resolutions are due to be acted on at the March 7^thSEBB meeting, so response from stakeholders is needed ASAP.

Tab 11 was on update on the procurement process for the various medical, dental, vision, life and AD & D plans. SEBB/HCA is also looking at getting information for Home/Auto insurance, getting a vendor to help in verifying dependent eligibility, and a vendor to help during the open enrollment period.

It is anticipated that specific premiums will be finalized in July and open enrollment will begin as early as October 2019.

Tab 12 was an overview of the required report to the Legislature on the retired and disable employee risk pool. Until certain restraints re addressed and resolved, HCA recommends continuing the current risk pool structure for the SEBB. The eventual goal would be to create a non-Medicare risk pool for SEBB, but it is estimated that this could be done no earlier than January 1, 2022.

Tab 13 was a presentation on the status of the on-line enrollment program for SEBB enrollees. (SEBB My Account) There will be a portal for individuals to enroll and for school district management and administration. It is being developed and tested with input from stakeholders including school districts, ESD’s WEA, and WSPIC to name a few. Employees will do most of the input as they enroll and make choices. Presentations are being done around the state.

That’s all folks!