 Policies  Recruitment and Employment  Training and Development  Annual Professional Performance Review (APPR)  Wage and Salary Administration  Benefits Administration  Safety and Health Administration  Human Resource Information Systems (HRIS)  Labor Relations  Discipline and Discharge  Anything you want to add/discuss

 Updates – see handout  Link will be provided upon request

 Certificated Staff:  Strategies for staffing hard to fill certificate / tenure areas ie. Teachers of the Visually Impaired and/or Teachers of English to Speakers of other Languages (ESL)  Expiration of the Initial Certificate  Classified Staff:  Civil Service Layoff procedure issues.  Filling substitute Teacher Aide positions.

 Wants – ie. Common Core Curriculum  Needs – setting priorities  Support – time and resources  Follow -up – adult learners  Trends in Professional Development Topics  Professional Development for the classified staff

 Submitting revised plans to NYSED  NYSED Guidance on NYS’s APPR for Teachers and Principals dated July 16, 2014  ance-on-new-york-s-annual-professional- performance-review-law-and-regulations  What has worked  Challenges ahead

 Market value of positions.  Examples of any strategies to motivate performance

 Issues Patient Protection and Affordable Care Act  Tracking those who work 30 hours a week or more to offer coverage for health care expenses  Impact of the contributions to NYSTRS and NYSERS  403-b and 457 Tax sheltered annuity plans

 Workers Compensation Issues  Safety Awareness that works

 Basic Education Data System (BEDS) Update  Moving from Manual – Paper- to Electronic files  Electronic Data Bases  Finance Manager  WINCAP  Labor Relations issue the impact of Electronic Report Cards and Parent Portals

 Trends in Collective Bargaining  If we have done all other topics well this one seems to take care of itself.  All about communication.

 Conducting an effective Investigation  Having your investigation investigated  Seven Principles of Just Cause:  Was the employee forewarned of the consequences of his or her actions?  Are the employer's rules reasonably related to business efficiency and performance the employer might reasonably expect from the employee?  Was an effort made before discipline or discharge to determine whether the employee was guilty as charged?  Was the investigation conducted fairly and objectively?  Did the employer obtain substantial evidence of the employee's guilt?  Were the rules applied fairly and without discrimination?discrimination  Was the degree of discipline reasonably related to the seriousness of the employee's offense and the employee's past record?