Presentation on theme: "Standard Operating Procedures"— Presentation transcript:
1 Standard Operating Procedures Guidelines and Support
2 Employee Self-Service (ESS) System This online system allows staff to access the Leave, Calendar and Hourly Timecard applications, as well as requests for Agency-Directed Travel and Room Scheduling.Additional features allow staff to view Job History and License Status, along with copies of W-2 forms and paycheck or direct deposit history.From this online system staff can also update their address and emergency contact info.The link for this ESS system isPlease save this link in your favorites/bookmarks!If there are questions about the ESS system or staff have difficulties logging in to the system, please contact Kathy in the HR Office at x6748.
3 EMPLOYMENT CALENDARCalendars for returning staff should already be completedNew staff complete calendar at orientationThe online calendar link is available through the Employee Self Service (ESS) System. The login for this system can be found at:A tip sheet for completing the online calendar is available by clicking on the blue question mark at top of the calendar page.Employee completes calendar in consideration of:District calendar(s)Region Meeting ScheduleAgency needs/servicesWhen calendar is approved by RA or supervisor, employee receives an and an online record is createdEmployees may print a paper copy of the calendar if neededA copy of the calendar is maintained in the personnel fileCalendars for were to be completed before end of prior year ( ).Supervisors and/or support staff will be following up on those calendars still to be completed.
4 CALENDAR CHANGE REQUESTS When it is necessary to change your employment calendar to accommodate agency/school needs, complete a calendar change request form using the online calendar linkCalendar changes are to occur within the same work yearA non-work day may not be changed to a work day for the purpose of taking leaveChange requires RA/supervisor approval. When submitting change request, remember to include reason for the change. The reason is to be updated with each request.When change request is approved, employee receives an and an online record is created
5 SCHEDULESWeekly schedules must be submitted and/or readily available to the supervisor and secretary. Schedules need to be current and accurate and are to include work locations.When it’s necessary to provide direct services on a non-work day to meet a client need, it’s important staff request a calendar change (to a half day or full day) or both the supervisor and secretary of the need to work before the work occurs. This helps ensure staff are covered under Agency insurance and are eligible for reimbursement of business expenses that may be incurred during that time.Notify secretary of “out of assignment” events in case of emergency*Voice mail should also reflect changes of schedule***Very important!**Voice mail – Grant Wood Way – Greeting should be updated on daily basis and include enough information so that callers have some idea how soon they can expect their message to be heard and the call returned. Use professional discretion re: amount of detail to include on greeting.
6 PHONE Voice mail guidelines Checking voice mail Phone and voice mail basics available online atGreetingChecking voice mailRegular basis – each work dayInside the agencyPress “voice mail” button on phone, orDial “6555” using any phone in the agency and press #Outside the agencyDial or , follow promptsGreeting: Sample greetings available from Tech SupportVoice Mail tips:Quick reference guides are available from the Tech Support section of the Staff Portal web page.Introduce the purpose of your message:Hi, this is……at ext. xxxxI have a QI have 3 itemsI am responding to your ? aboutFYI – no need for responseThank you.. Again, this is …. at…….ext. xxxx
7 CLAIMS REIMBURSEMENT Reimbursement at 39 cents per mile Submit claims for mileage online atReimbursement at 39 cents per mileAlso submit claims for non-mileage expenses onlineExamples of non-mileage expenses:Meals during out-of-area Agency travelOther Agency-directed travel expenses such as lodgingOn occasion, approved supplies purchased out-of-pocket when there is not adequate time to process a purchase order for unique specialty itemsMaximum reimbursement is $50 for total cash purchases made on the same day.**First option for general office supplies is to obtain items through your region secretary.Receipts for non-mileage claims:Nice: please note claim number, name on the receipt.Very Nice: tape little bits of paper to a bigger sheet so the little bits don’t get lost
8 ….Claims Reimbursement…. Receipts are required for all on-line claims excluding mealsMeal expenses for out-of-area business travel are reimbursed at per diem rate established by Gov’t Services Administration (GSA). GSA Quick Reference located at top of reimbursement claims system screen.Reimbursement for cell phone at 13 cents per minute not to exceed $30 per month (the $30 max may include a monthly reimbursement of up to $5 for text messages)For detailed instructions of reimbursement system see reference guide available on the HR & Business Services Google siteIn some instances, the GSA per diem rate may exceed the actual expense, however if the Agency did not reimburse on a per diem basis, all meal expense claims would require receipts.
9 …Mileage reimbursement… Staff assigned to the same building/location Monday-Friday are not reimbursed for mileage to and from home (considered a commute by the IRS and therefore not eligible for reimbursement).For itinerant staff assigned to multiple buildings – mileage is reimbursed from assigned Agency Center to site (or home to site – whichever is less)Mileage driven between first and last assignments is reimbursed.Mileage from the assigned Agency Center to and from home is not to be reimbursed (considered a commute).
10 ….Timelines for claims…. Employees are advised to submit claims on a monthly basis – by last working day of each month.Claims submitted more than 6 months after expenses incurred are not eligible for reimbursement.Payment for approved claims is made the second Wednesday of each month.Claims are to be submitted in a timely manner (Policy 7381-A,…), no later than 6 months of incurring the expense
11 LEAVE FORMS Employee Leave Form Professional Leave Request Professional Leave Reimbursement FormAgency Directed Travel Request
12 EMPLOYEE LEAVE FORMSUsed for absences that occur on scheduled work dayLeave types include personal leave, emergency leave, illness (personal or family), bereavement, jury duty and leave without pay.Report absence to SecretaryLeave forms to be completed using the online ESS system atTip sheet for completing online leave forms is available by clicking on the blue question mark at top of the leave form web page.For scheduled absences, leave form to be completed prior to absence for RA/supervisor approvalFor unscheduled absences, leave form to be submitted immediately upon return to work (no later than one week following absence)**Upon approval of the leave request, employee will receive from the leave system and an online record will be createdRefer to Master Contract agreements for number of days available for leaves and to the Business Services and Human Resources Procedures Manual that can be located under Staff Information on the GWAEA Home Page.For sick leave, identify who is ill – to ensure compliance with Master Contract – not how ill** Since leave balances are available on-line, important that leave forms are filed in a timely manner – that way when you check your balance it will be accurate.** Completion of the online leave form should automatically update the leave balances available.
13 PROFESSIONAL LEAVE REQUEST To promote and support professional growthMust be job-related and timely application is required*Request form is available using the online ESS system atRequest to be completed and submitted 15 Agency Days prior to eventUpon approval by RA/Supervisor, request is submitted for executive approvalExecutive approval to employee within 10 Agency days15 Agency days, 15 Agency days, 15 Agency days!Full-time contracted staff receive up to 3 days of professional leave and an amount of $400 per year.May carry over from one contract year to the next unused leave days, up to 5, and unused expense allotments, up to $2,000For classified staff, at least one work day is available for professional growth opportunities (not to exceed 3 days)Need approval for all requests
14 ….Professional Leave Request…. Contracted StaffFor eligible purchases listed in the Master Contract (professional journals, books, computer software and DVD’s/CD’s), purchases must be made by March 1, are treated as taxable income and paid through payroll. Up to $400 per work year may be reimbursed for these items.Employees may request reimbursement for technology equipment/ materials that are not already provided by the Agency. Employees are to attach with the request a written explanation of job-related need for the requested item. Upon approval, purchases must be made by March 1, are treated as taxable income and are paid through payroll. Up to $150 per work year may be reimbursed for these approved purchases.When professional leave monies are used for tuition reimbursement, the coursework is not eligible for salary lane change advancement.Technology equipment/materials that may be eligible for approval are those not already included in core or not provided/assigned by the Agency for individual employee use. If, for example, employees participating in 21st Century Skills initiatives have been provided a device for individual use, those items would not be eligible for reimbursement for those employees.Technology equipment/materials desired for remote work site use are the responsibility of the employee and are not eligible for professional leave or expense reimbursement.In addition to materials/equipment, professional leave dollars are available for other approved professional growth expenses (conferences, workshops, license fees, course tuition, etc).
15 ….Professional Leave Request…. To be eligible for reimbursement, approved equipment and materials are to be purchased no later than March 1, or at least 3 months prior to leaving the Agency, whichever is first.The March 1 timeline is also a consideration for other expenses (including conferences, license fees and professional dues), and these requests are evaluated on a case-by-case basis.The March 1 timeline helps to establish the job-related nature of expense.Total amount of request is not to exceed the balance available at the time expense was incurred.March 1 timeline is strictly applied to purchase of equipment and materials.As much notice as is reasonably possible improves the likelihood an eligible reimbursement may be granted.
16 PROFESSIONAL LEAVE REIMBURSEMENT FORM Employee makes personal payment for approved activities and expensesAfter event, employee submits reimbursement request form using the online ESS system atEmployee is to forward to Secretary necessary receipts. (Meals and mileage do NOT require receipts.)
17 AGENCY DIRECTED TRAVEL Travel is directed by RA/Supervisor (specify if travel is directed by someone other than own RA/Supervisor)Travel form available online at:Complete and submit form at least 5 days prior to departureApproval required before departureExpenses submitted on electronic claim systemPLEASE: specify if travel directed by someone else – on a state committee, an Agency committee, an Agency project….
18 …Agency directed travel… Overnight stays may be approved for business travel when meetings extend beyond one work day or for evening travel when a 1-day meeting begins before 8:30am.For Agency business travel in the Des Moines area, both agency-directed and professional leave travel, employees are to stay at one of the 4 approved hotels in the Des Moines/Ames area.When contacting hotel for reservations, employee is to notify hotel you are with GWAEA for the $55 state rate.Contact Region Secretary for list of approved hotels and assistance with payment related to lodging expenses.Very important to use approved hotels because employees are not eligible for lodging reimbursement at unauthorized hotels, except under extenuating circumstances that would require prior approval from an executive administrator.The $55 rate at the 4 approved hotels extends to GWAEA employees for personal use when ‘state rate’ rooms are available. Just call the hotel and let them know you are a GWAEA employee and eligible for the $55 rate.Blackout dates include State Fair and Drake Relays.Note: One of the approved hotels, Comfort Suites, will be closed for renovation from Nov 2014 through May 2015, so lodging available at this location up until Nov and then not again until after renovations completed in May.Additional options for approved hotels continue to be explored, and updates will be provided when available.
19 Supplies/Materials Requests It’s important to ensure appropriate use of public funds.The primary option for office supplies/materials is to obtain needed items through the normal purchasing process through the Region Secretary: a) purchase orders and b) online orders through the competitive pricing vendors.Paper products are not to be supplied for internal staff meetings. These meeting expenses are to follow same guidelines as food items (only allowed to use Agency funds if a registration fee covers costs or when 50% of attendees are LEA or non-GWAEA staff).Toner/inkjet cartridges are only to be supplied for Agency-owned printers (those housed at an Agency Center or LEA).Agency costs for toner/inkjet cartridges have been extensive in prior years and necessary to monitor these expenses on ongoing basis.
20 Purchase Order Requests For general office supplies, contact your Region SecretaryFor other items, work with Region Secretary to initiate a PO requestProvide needed information regarding purchaseSubmit purchase request to Region Secretary for supervisor approvalUpon approval, Region Secretary will initiate purchase order or online order as appropriate.
21 AGENCY CLOSINGSIf an Agency Center closes for emergency purposes, a voice mail message notification will be sent to all staff voice mail boxes.In addition, staff will be alerted through the SchoolReach automated telephone system through cell and/or home phone numbers as provided by employees.When an Agency Center closes, employees are to discuss with their supervisor options for making up work time missed during the closing. Options may include:Calendar changeEmergency leavePersonal leaveLeave without payThese 4 options are also available when schools close due to weather or other emergency purposes, as approved by supervisor.
22 .…Agency Closings….Contracted Staff may also have option to request comp time that was previously earned and approved by supervisor.Full-time Classified Staff may also have option to use vacation, work a longer day within the 7-day pay cycle or make up the work time on a weekend.Requests for making up the work time (calendar change, leave, adjusted schedule, etc.) are subject to supervisor approval.
23 TIME SHEETSCONTRACTED: Time sheets are used only when you are a new employee to the agency and your contract has not yet been signed or for added days or Teacher QualityCLASSIFIED: Use online Payroll Time Card SystemEmployees are to enter time worked on a daily basis.Employees are to certify their weekly timecards by the end of their work day on Friday each week.Employees are to obtain prior supervisor approval for any change in the regular work schedule.
24 COMP TIMEContracted StaffEmployees are contracted for a professional service that often does not lend itself to a specifically-defined day.Employees are to provide weekly schedule information to the supervisor (this info is to include work locations).Comp time may be earned when there’s a need for staff to work outside of Agency business hours for direct service client interactions.Common examples for earning comp time include IEP meetings, parent/community meetings, CISM support, presentations/ workshops beyond the workday, client visits that occur over the week-end, etc.Time not spent directly with clients, such as office activities, paperwork, reports, professional reading, etc. is not eligible for earning comp time.The Agency is interested in providing flexibility to accommodate and support the varying schedules and needs of both Agency services and employees.It’s important that comp time be administered consistently to ensure that quality of Agency services is maintained and the mission and needs of the Agency are not compromised.Paperwork and reports include FBAs, BIPs, IEPs, IFSPs, IPlans, which are not eligible for earning comp time.Employees are encouraged to contact their supervisor if there are times they have questions or concerns about balancing their workload or documentation responsibilities. (Strategies for prioritizing or managing the workload and/or words of appreciation and understanding go a long way.)
25 Comp Time, continuedIn order to earn and use comp time, employee is to notify supervisor of need to provide services off-hours on the weekly schedule or contact supervisor before working off-hours activity to request approval.notice is encouraged for documenting the comp time request and the supervisor approval.If employees are unable to notify their supervisor ahead of time of the need to provide services off-hours, supervisor may consider request when received and approval will depend on the circumstances. It’s important employees give notice as soon as possible.When employees provide advance notice of the request and no response is received from the supervisor before the off-hours services are to be provided, then tacit approval has been granted to earn the comp time.
26 Comp Time, continuedComp time is to be earned and used in increments of 30 minutes.As general rule, comp time is to be taken in same year it was earned.While not required, best practice would encourage employees to balance the professional time provided to their clients when using comp time (if comp time was earned with Client A then consider using the comp time for Client A to the extent possible).No more than 16 hours of comp time are to be used consecutively.Additional comp time guidance and scenario references jointly developed by the Agency and Association are available at
27 Comp Time, continued Classified Staff Any change from regular schedule requires prior supervisor approval.Assigned work in excess of 40 hours per week is considered overtime.Employees may be granted comp time in lieu of overtime.As general rule, comp time is to be taken in same year it was earned.
28 EXTENDED SCHOOL YEAR Provide data at conclusion of service Collect data 9 weeks following serviceNeed measurable baselineEYSE conferences by February or MarchConsider summer options for services (calendar change 1 day = 8 hours)Frequency, Duration, LocationDocumentation for 9-week follow up very important to provide on timely, consistent basis.Location and service: Not necessarily individually or in home, if didn’t receive it before. Prepare parents for school site.Agency will try to arrange providers, but be prepared to provide
29 POLICIES & PROCEDURES Conflict of Interest The Board is committed to assuring Agency employees provide services to clients for which they are eligible.Conflict of interest is of special concern when an employee provides services privately that are provided by the Agency.To ensure no real or perceived conflict of interest, employees are not to:act as an agent or dealer for the sale of textbooks or other school supplies;participate in outside activities where their position on the staff is used to sell goods or services to students or to parents served by the Agency;engage in outside work or activities where the source of information concerning the customer, client or employer originates from information obtained because of the employee’s position with the Agency; orengage in any outside employment or activity that is in conflict with the employee’s official duties and responsibilities.Conflict of Interest and secondary employment information is detailed in online Policy Manual
30 Policies and Procedures, cont’d Secondary EmploymentAn annual request form for any outside, secondary employment is to be submitted to ensure the other employment is not 1) interfering with Agency job responsibilities, 2) occurring on Agency time, 3) using Agency materials or resources or 4) replacing or interfering with Agency services.When employees teach a class through the Agency’s Professional Development Office, this is considered Agency employment and there is no need for a secondary employment request to be submitted for these situations.
31 Policies and Procedures, cont’d In the event of a work-related injury or bloodborne exposure, employee is to:Notify supervisor and business services (x6706) within 24 hours of the injury.Seek medical attention, if necessary. Employees may go to health care practitioner/facility of their choice. Inform provider that injury is work related.Home Visit Safety IssuesWallet-size reference cards were previously distributed to all staff for procedures concerning work-related injuries. If need a new card, employees may request from Kim L in the HR Office at x6703.Home Visits: go with partner, alert colleague/secretary of your schedule, if feel uncomfortable, either don’t go or leave; schedule at a neutral site
32 NAME BADGESRequired in all Agency Centers and when conducting Agency businessHelpful to othersEnsures safety and security for staff and childrenSupports school policies as well
33 STUDENT RECORDS ACCESS NorthVirginia Smelser, Records TechnicianSouthStephanie McKenna, Secretary
34 Records Access Procedures Must have a legitimate educational interest to review recordsContact Virginia or Stephanie via phone, or in person to obtain recordsVirginia or Stephanie will document that you have reviewed the record or been given a copyReturn records promptly in person (not via van mail)Remember that everything in the record is confidential – treat it accordingly (do not leave out on your desk, in your car or in a building)
35 Student Records Locations Northern FacilityAlburnettAnamosaBentonCedar Rapids public and parochialCenter Point-UrbanaCentral CityCollege CommunityLinn-MarLisbonMarionMidlandMonticelloMount VernonNorth CedarNorth LinnOlinSolonSpringvilleTiptonVinton-ShellsburgWest BranchSouthern FacilityBelle PlaineClear Creek-AmanaDeep River-MillersburgHighlandHLVIowa CityIowa ValleyLone TreeMid-PrairieWashingtonWilliamsburg
36 GRANT OPPORTUNITIESBefore initiating grant application, important to communicate and work with supervisor and Business Manager (x6704)When a grant has been approved for funding, a project manager is identified, an account number is assigned and financial activity is monitored by the project manager.Budget changes may only be made according to grant guidelines and within the period authorized by the grant (same school year of the activity).Status reports required by the funding source are typically the responsibility of the project manager and financial reporting is to be coordinated with the Business Manager.
37 SALARY LANE CHANGESContracted staff may advance their placement on the salary schedule by completing approved graduate hours beyond their degreeEmployees are advised to submit application to their supervisor before taking coursework to be sure coursework has been approved for salary purposesApproved semester hours for lane change are to be completed by September 1Evidence of completing approved hours to be submitted to HR Office by October 1Supervisor FYI…Supervisor signature is required on form to confirm your decision that coursework is job related.
38 ….Salary Lane Changes….Salary lane changes are presented to Board at October meeting and change is retroactive to beginning of work yearIf lane change application has been submitted, HR Office sends annual notices of employee progress towards lane change
39 Job or Assignment Openings Staff who wish to be considered for an assignment to work in a different region within their current job category or who wish to be considered for an opening in a different job category than their current position may check opportunities posted on the “Staff Openings” tab of the Staff Website.The online posting is available atAssignments and/or job openings are posted on a daily basis as they become available. Each opening is posted for a period of five (5) Agency days.Employees interested in actively seeking other Agency opportunities are advised to check the posting at least one time each week to avoid missing a timeline for applying for the opening.The internal staff postings are not to be confused with the employment information posted weekly for public information under “Job Openings” on the home page of the Agency web site. Staff need only to check the daily postings under “Staff Openings” for current info.If questions about the job or assignment procedures contact Kathy, HR Secretary, at x6748.
40 Employee Information Resources Master Agreement for Contracted StaffMaster Agreement for Classified StaffBusiness and HR Procedures ManualBoard Policy ManualThe Bulletin Board (Agency’s primary vehicle for internal communications)