Banked Staffing Seminar Integrated Schools Conference Auckland Wayne Facer September 2019

1. Banked Staffing Seminar Integrated Schools Conference Auckland Wayne Facer September 2019

2. Credentials • Made $50m+ for schools in 5 years as education consultant • 500+ schools subscribe to my monthly banked staffing newsletter • Assist 100+ schools NZ widein banked staffing. Assisted 500? • Presented to 1000+ in seminars • Conduct 20 principal appraisals annually • Ran independent FTP courses • Run “How to retire early seminars” for principals • From $100K to $50m workshop @ Otago Chamber of Commerce • Contracted to CES to run seminars, assist their schools • Principal at 5 schools from 1997-2014, + Waiwera South T4 2017 • Been both sides of school merger

3. Current issues: • Not being correctly staffed • 2020 staffing entitlement pending • Having staff incorrectly coded to TS or BG • May be charging relievers incorrectly to BG or TS • Teachers using more relievers days than in past • Still trying to work out what happened in the BS adjustment period • Your 2019 provisional staffing may be incorrect • 2019 provisional staffing did not include RR staffing or any new BT’s etc. • Most principals on stress leave, or may have left their job in a hurry have done so because of staffing and finance issues • Large classes, inadequate staffing ratios for smaller schools • You don’t know what you don’t know

4. THINGS TO KNOW • Apply for beginning teacher allowances, 20%+ of schools don’t!!!! • Apply for additional staffing you are entitled to, it does not come automatically, many don’t • Don’t spend your RR staffing if you are not employing a RR teacher • Mop up overuse before it is taken off you at $72,500 rate • Try and use up staffing as it is paid back at a lower rate, $55,500 rate • Make sure you have enough $’s to do worst scenario • Charge a 3rd or 4th year teacher to BG to mop things up, at a timely time • Remember you will usually underuse over late December and Jan/Feb and holidays • Use the banked staffing spreadsheet to predict ahead accurately. Toolkit is good • March 1 roll return can only increase staffing, not reduce it • July 1 roll return does not increase staffing, but sets following year’s staffing, can up ops grant if roll is higher than March 1 roll return, or reduce ops grant if roll less • Apply for roll growth staffing, after March 1 roll return, it doesn’t happen automatically • Additional ops grant (Nov application), extra-ordinary roll growth form

5. Managing an overuse situation • Be sure that you have a cheaper teacher to charge to BG to balance off, 3rd- 5th year, up to $55K salary (units etc. on TS) • You may need to charge relievers to BG here • Predict ahead any roll growth staffing so as to keep charging a cheaper teacher to BG to the last minute • Factor in holidays, relievers underuse here too • Have the funds e.g. BOT, PD, sick, ALL, ALIM to manage it • Offset in T1 adjustment period with potential underuse, if any • Don’t panic. As long as you have a plan it’s OK. • I work with some schools now who were $300K over in T4 and we have a cunning plan to sort them so as they balance off

6. Managing an underuse situation • If you are underusing then you have the following options • Increase staffing, put all relievers to TS, employ a LAT, untrained teachers as relievers days to TS, use lots of relievers, increase principal/management release, run additional programmes, extra fixed term staff e.g. G&T etc. • Apply for roll growth still, after March 1 • You can only receive a maximum of 10% banked staffing underuse refund • If you have a 10%+ underuse credit then doing following is cost effective: • LAT’s & untrained teachers to TS. Out of what you are going to lose • Heaps of relievers days by end March PP

7. Relievers or fixed term? • If you have a regular staff member come to your school it is better off to pay them fixed term rather than reliever days as shown in the working below: • 1 reliever day a week = 40 x .14 =5.6 • 1 day a week as fixed term = .2 x 26 =5.2 • As you can see by making them fixed term they cost the school .4 less(for a .2) , worth 3 extra relieving days, $1K. The profit gets better if they are say .4 or .6 etc. rather than relieving days. • Pays them at their correct rate too and gives them NZEI and re-registration conditions etc. • Downside is they are entitled to sick days now

8. Tricks of the trade • Still use PPTAH code (to TS) if teacher is on higher rate. 1 PPTAH day if on $78K rate is $380, $65 them more than an ordinary relieving day at DDR code. $60K+ on PPTAH • .01 fixed term = 2 days year. $78K salary + PPTAH days @ $380 a day, on TS • You can pay relievers up to 6 days a week, in holidays/weekends, but not on stat days e.g. Xmas Day. Have to fill in exception report for holidays, weekends • Make a 3 weeks LWOP a fixed term position, in and out • You can pay a reliever/fixed termer to do the gardening, PE shed tidying, library sorting, holiday jobs etc. as you are a self managing school. • You cannot pay a consultant relieving days anymore? Supposedly….

9. International type budgets • You may have the likes of a teacher in charge of International and say a $80K budget for them. • The staff member may be top of scale on $78K and a unit. • Charge them to TS, but charge your overuse against a cheaper teacher e.g. $50K thus making $30K for either your school, budget or wherever you wish to code surplus. • This may mean another .5 for international or whatever you want to do with this extra money

10. Other stuffSick leave balances, 5 days anticipation p.a. can go to -5Sick/stress leave usage paperwork & sick claims, 1 term grace, subsequent daysReliever rate increments, up to $59K salary rate maximum, attestationsRoll growth applications, each 3 pupils worth +.1 U4+Fixed term @ 2 schools & additional hours/days infoORRS pupils worth 3-6 pupils on principal grade roll, can take you to next U grade Paying ahead relievers (in current PP) is OK Attestations (deep in Novopay, Novopay site is like the TARDIS) Leave amounts accrualMaternity grants (TS not BG), tax issues if paid out in bulk F&E 4% of FYP claims (now in ops grant), claim back retrospectivelyYou get extra units & CRT with roll growth Check you are using all units etc. They are not paid back like staffing U1/2 FTP staffing applications

11. Other Stuff • Overusing units, cost • Sabbatical staffing reimbursements • Sick leave and LWOP encompassing weekends, holidays etc. • ACC claims (new Novopay form) • Surplus staffing in actual year • Teachers college students doing relieving days • Don’t charge a BT to BG, you lose their .2 or .1 (unless all other staff on high pay scales) • Share banked staffing knowledge with other key school staff • State the current banked staffing situation in your monthly principals report to BOT • Some allowances can be left on TS when you charge a teacher to BG, some can’t

12. Education Enterprises Services • Banked staffing • Principal appraisals, • PLG’s, • Depreciation, budgeting, • Seminars, workshops, conferences, mentoring, • BOT & principal assistance, • School one off financial health check • FTP support and guidance packages tailored to suit • Self review & curriculum support • Principal exit plans and strategies • Members only area, access to newsletters, resources etc. • wayne@educationenterprises.co.nz • www.educationenterprises.co.nz 027 354 6077