Saturday, April 27, 2013

Where Did the Annuity Money Go?

Perhaps Calaveras Unified thought we'd forget about those annuities? 

Well, we didn't ...

Flashback 2010:

Board Chairwoman Evan Garamendi is calling for termination of the program, which buys annuities for qualifying district managers. Yet after an hour of discussion, only one other trustee had expressed lukewarm support for ending the practice.
Garamendi, who formerly worked as a teacher, said she opposes providing top district staff an extra benefit when other people are being laid off.
"With all the budget cuts we are talking, we have to take a look at this," Garamendi said.
Thirty district employees, generally school principals and central office administrators, are eligible for the annuity program. Those with at least 10 years in management or confidential positions get an annuity income equal to 2 percent of their final year of salary multiplied by their years of service up to 16 years.
That means those who qualify for the benefit could receive an income for life of up to 32 percent of their final year's salary.
The district purchases the annuity or allows the employee to cash out with a lump-sum payment at retirement. That means that rather than putting aside money for the program each year, the district simply dips into the general fund to pay the cost at the time of eligible retirements.
In the fiscal year that ended June 30, the district spent $68,000 to provide the annuities to three confidential or management employees who retired, Garamendi said.
Superintendent Mark Campbell said it is impossible to know when eligible employees will retire. But he estimated five or six might retire in the next five years, which might cost the district about $25,000 a year on average.
Trustee Hank Nagle also expressed support for eliminating the benefit. "Maybe we should at least put a suspension on it," Nagle said.
In addition to considering the dollar cost of the benefit, trustees indicated they are also weighing whether it is fair - both to staffers who don't get it and to the top administrators.
Trustee John Yerman seemed sympathetic to the idea that administrators merit the benefit because they have a higher level of responsibility, including being on call 24 hours a day in the event of emergencies.
"You're talking about responsibilities for a lot of kids and employees," Yerman said.
Meanwhile, district officials are seeking to negotiate concessions from employee unions, including furlough days. The perception that managers get something extra is already disrupting relations between the district and one union.
California School Employees Association Chapter 405 filed a grievance Tuesday against the district, calling on officials to provide the same annuity benefit to union members.
Terri Henderson, vice president of Chapter 405, noted that the annuity comes on top of the California Public Employees Retirement System pension available to all qualifying district employees.
"They already have that system," Henderson said of administrators.
Contact reporter Dana M. Nichols at (209) 607-1361 Visit his blog at


Record Staff Writer
September 09, 2010 12:00 AM

Thursday, April 18, 2013

Superintendent Governance Standards

CSBA Professional Governance Standards
Superintendent Governance Standards

As a corollary to the CSBA Professional Governance Standards, a team of California superintendents including the ACSA Superintendents Committee and the CSBA Superintendents Advisory Council has developed a set of Superintendent Governance Standards. We highly recommend that these be included as part of the Professional Governance Standards adoption.

The Superintendent:

Promotes the success of all students and supports the efforts of the Board of Trustees to keep the district focused on learning and achievement.
Values, advocates and supports public education and all stakeholders.
Recognizes and respects the differences of perspective and style on the Board
and among staff, students, parents and the community—and ensures that the
diverse range of  views inform board decisions.
Acts with dignity, treats everyone with civility and respect, and understands the
implications of  demeanor and behavior.
Serves as a model for the value of lifelong learning and supports the Board’s
continuous professional development.
Works with the Board as a “governance team” and assures collective
responsibility for building a unity of  purpose, communicating a common vision
and creating a positive organizational culture.
Recognizes that the board/superintendent governance relationship is supported
by the management team in each district.
Understands the distinctions between board and staff roles, and respects the role
of  the Board as the representative of  the community.
Understands that authority rests with the Board as a whole; provides guidance
to the Board to assist in decision-making; and provides leadership based on the
direction of  the Board as a whole.
Communicates openly with trust and integrity including providing all members
of the Board with equal access to information, and recognizing the importance
of  both responsive and anticipatory communications.
Accepts leadership responsibility and accountability for implementing the
vision, goals and policies of  the district.