Q1 Would you be interested in a WASBO Human Resources Certification Program?

Transcription

1 Q1 Would you be interested in a WASBO Human Resources Certification Program? Answered: 352 Skipped: 0 Yes 216 No 57 Possibly Answer Choices Yes No Possibly Responses 61.36% % % 79 Total / 30

2 Q2 Would you be interested in a WASBO Payroll Certification Program? Answered: 351 Skipped: 1 Yes 56.41% No 21.37% Possibly 22.22% 0% 20% 40% 60% 80% 100% Answer Choices Yes No Possibly Responses 56.41% % % 78 Total / 30

3 Q3 Would you prefer that a WASBO Human Resources Certification and a WASBO Payroll Certification be offered as one program or as separate programs? Answered: 347 Skipped: 5 One Program to include HR and Payroll 29.68% Separate HR and Payroll Programs 46.40% No Preference 23.92% 0% 20% 40% 60% 80% 100% Answer Choices One Program to include HR and Payroll Separate HR and Payroll Programs No Preference Responses 29.68% % % 83 Total / 30

4 Q4 Please score your interest in the following topics as part of a Human Resources Certification Program. Answered: 315 Skipped: 37 Federal Family Medical Le % 2.55% 12.10% 27.07% 55.41% Workers' Compensation Insurance 2.23% 5.10% 18.15% 32.17% 42.36% Employee Handbooks Compensations Plans (Salary Schedules) Health Insurance: HMOs, PPOs % 2.55% 14.01% 33.12% 2.24% 2.24% 13.78% 29.49% 2.23% 1.91% 8.92% 32.17% 48.41% 52.24% 54.78% Other Benefits: Dental, Li % 2.55% 16.88% 35.35% 42.99% Retirement Benefits / OPEB Discriminatio n and the Equal % 4.79% 16.29% 30.35% 3.50% 7.32% 24.52% 31.53% 33.12% 46.96% Overtime Rules and Laws 3.53% 5.77% 21.15% 33.33% 36.22% Affordable Care Act (ACA, aka % 1.28% 10.22% 28.12% 58.47% Workforce Planning (Staffing % 11.46% 28.66% 30.89% 25.80% Fair Labor Standards Act (FSLA), % 5.10% 23.25% 31.85% 37.26% Health Insurance Portabilit % 7.99% 29.07% 32.59% 27.48% Resignation / Retirement / Termination 2.24% 5.11% 4 / 30

5 Resignation / Retirement / Termination Record Keeping and Records... WASBO Human Resources / Payroll Certification Interest Survey 5.11% 23.00% 32.27% 37.38% 2.88% 6.09% 28.21% 30.13% 32.69% Confidentiali ty and Open Records Law 3.54% 5.14% 30.55% 31.51% 29.26% Minimum Wage Recruitment and Hiring 10.54% 17.57% 35.46% 20.45% 15.97% 5.77% 8.97% 29.49% 29.49% 26.28% Supervision and Evaluation 4.78% 6.69% 24.52% 29.62% 34.39% Professional Development 5.43% 8.95% 31.95% 30.03% 23.64% Employee or Independent Contractor? 4.65% 9.97% 28.90% 26.91% 29.57% 0% 20% 40% 60% 80% 100% 1 (Low Interest) (High Interest) 1 (Low Interest) (High Interest) Total Federal Family Medical Leave Act (FMLA) and Wisconsin FMLA 2.87% % % % % Workers' Compensation Insurance 2.23% % % % % Employee Handbooks 1.91% % % % % Compensations Plans (Salary Schedules) 2.24% % % % % Health Insurance: HMOs, PPOs, HRAs, HSAs, High Deductible Plans, COBRA 2.23% % % % % / 30

6 Other Benefits: Dental, Life, LTD, STD, Leave Options, Flex Plans Section 125 Plans, 403(b) Plans 2.23% % % % % Retirement Benefits / OPEB 1.60% % % % % Discrimination and the Equal Employment Opportunity Commission (EEOC) 3.50% % % % % Overtime Rules and Laws 3.53% % % % % Affordable Care Act (ACA, aka "ObamaCare") 1.92% % % % % Workforce Planning (Staffing Projections) 3.18% % % % % Fair Labor Standards Act (FSLA), Including determination of exempt vs non-exempt status, constructive receipts, conference attendance by non-exempt employees 2.55% % % % % Health Insurance Portability and Accountability Act (HIPAA) 2.88% % % % % Resignation / Retirement / Termination 2.24% % % % % Record Keeping and Records Retention 2.88% % % % % Confidentiality and Open Records Law 3.54% % % % % Minimum Wage 10.54% % % % % Recruitment and Hiring 5.77% % % % % Supervision and Evaluation 4.78% % % % % Professional Development 5.43% % % % % / 30

7 Employee or Independent Contractor? 4.65% % % % % Other (please specify) ( 12 ) # Other (please specify) Date 1 Budgetary Concerns 4/5/ :29 AM 2 DPI /3/2013 1:11 PM 3 Americans with Disabilities Act and accommodation plans, Investigation Procedures, Individual Contracts and the Law, Non-renewal timelines and procedures 4/3/ :51 PM 4 These are all areas that should be of interest if you are in either of these two positions. 4/3/2013 8:16 AM 5 I note that you put "salary schedules" as part of compensation plans. Compensation is far broader than a salary schedule. 4/3/2013 7:45 AM 6 Conducting employee investigations (diciplinary) & workman's comp investigations 4/3/2013 6:49 AM 7 Do not want to see this certification. Districts cant afford this and if staff members get this cert there will be an expectation of increased salary 4/2/2013 9:14 PM 8 Intellectual Property / Copyright Issues / Social Media 4/2/2013 5:17 PM 9 Costing and cast-forward of staffing, data management, negotiating contracts (both staff and vendors) 4/2/2013 3:28 PM 10 Pay Ranges 4/2/2013 3:21 PM 11 Annual disclosure and reporting requirements 4/2/2013 3:11 PM 12 the above is very dependent on the structure of an office 4/2/2013 2:51 PM 7 / 30

8 Q5 Please score your interest in the following topics as part of a Payroll Certification Program. Answered: 312 Skipped: 40 I % 7.69% 28.85% 23.08% 30.77% W % 3.55% 22.58% 27.42% 39.35% W % 4.85% 7.77% 5.50% 29.13% 26.21% 31.72% 26.54% 29.45% 30.74% WRS 3.87% 3.23% 15.16% 30% 47.74% Time Recording 4.18% 3.22% 22.51% 28.94% 41.16% Pre-Tax vs. Post-Tax Deductions % 3.54% 11.25% 35.69% 45.66% Overtime 3.87% 6.13% 22.58% 31.29% 36.13% Redundancy / Backup Systems Records Retention 6.82% 10.06% 32.79% 29.55% 20.78% 4.18% 7.72% 31.19% 28.62% 28.30% Deminimus Time (Grace Period,... Break Time (Paid vs. Unpaid) Paid Prep Time (Clothing % 7.74% 5.14% 7.72% 6.45% 8.39% 4.89% 7.49% 31.29% 29.03% 26.13% 30.23% 30.55% 26.37% 33.87% 28.39% 22.90% 8 / 30

9 Garnishments WASBO Human Resources / Payroll Certification Interest Survey 7.49% 26.06% 28.01% 33.55% IRS and WisDOR Forms 4.32% 4.65% 19.27% 32.23%39.53% 0% 20% 40% 60% 80% 100% 1 (Low Interest) (High Interest) 1 (Low Interest) (High Interest) Total I % % % % % W % % % % % W % % % % % % % % % % WRS 3.87% % % 47 30% % Time Recording 4.18% % % % % Pre-Tax vs. Post-Tax Deductions, Including 403(b) Withholding 3.86% % % % % Overtime 3.87% % % % % Redundancy / Backup Systems 6.82% % % % % Records Retention 4.18% % % % % Deminimus Time (Grace Period, Rounding, etc.) 5.81% % % % % Break Time (Paid vs. Unpaid) 5.14% % % % % Paid Prep Time (Clothing Change, etc.) 6.45% % % % % Garnishments 4.89% % % % % IRS and WisDOR Forms 4.32% % % % % Other (please specify) ( 9 ) # Other (please specify) Date 9 / 30

10 # Other (please specify) Date 1 FSA/HSA plan administration; possibly benefit eligibility-internal checklists/forms; payroll tax and w/h payment processing 4/8/2013 5:37 PM 2 reconciling payroll process, quarterly 941, auditing requirements, DPI 1202 report 4/3/2013 1:11 PM 3 Reimbursements (car, cell, moving expenses), Audit preparation and background, Reconciliation Procedures 4/3/ :53 PM 4 Calculating Retro Pay and Recalculating Contracts for Leave 4/3/2013 9:05 AM 5 Again, all equal importance. 4/3/2013 8:17 AM 6 403(b) requirements, restrictions, legal compliance 4/3/2013 7:52 AM 7 I would include some of that stuff you had under the HR certification in the payroll certification program. Things like FMLA, FLSA, etc. 4/2/2013 4:08 PM 8 exempt employees vs nonexempt, taxable benefits - mileage or auto allowance, technology 4/2/2013 3:15 PM 9 the first five topics from the HR options 4/2/2013 2:52 PM 10 / 30

11 Q6 To create a certification program of rigor, which, if any, program(s) should be developed to include graduate level credits, such as Viterbo University? Answered: 301 Skipped: 51 Human Resources Certificat % Payroll Certification Only 1.00% Both HR and Payroll Certificat % Combined HR / Payroll Certification 21.93% None 16.61% 0% 20% 40% 60% 80% 100% Answer Choices Human Resources Certification Only Payroll Certification Only Both HR and Payroll Certifications (if separate certifications) Combined HR / Payroll Certification None Responses 22.26% % % % % 50 Total 301 Other (please specify) ( 8 ) # Other (please specify) Date 1 Note as a small district we just don't have the resources to pay for this certification 4/5/2013 2:36 PM 2 Not sure. 4/5/ :23 PM 3 My payroll staff only have undergrad degree if any 4/5/ :04 PM 4 concerned about additional cost; current Viterbo credits at WASBO conferences perceived as easy 4/4/ :40 AM 5 Doesn't matter with PI-34 certification 4/3/ :25 AM 6 Any credit if optional would be great! 4/2/2013 4:38 PM 7 Both or Combined Certys 4/2/2013 3:44 PM 8 No preference 4/2/2013 2:56 PM 11 / 30

12 Q7 Would you prefer the certification program be run Answered: 311 Skipped: 41 Within existing conference % As separate workshops (like the % No preference 37.94% 0% 20% 40% 60% 80% 100% Answer Choices Within existing conferences (like the Facilities Manager Certification Program) As separate workshops (like the Certified School Risk Manager Program) No preference Responses 17.68% % % 118 Total / 30

13 Q8 Would you like to see this program developed as an online program? Answered: 299 Skipped: 53 Yes 55.85% No 15.05% No Preference 29.10% 0% 20% 40% 60% 80% 100% Answer Choices Yes No No Preference Responses 55.85% % % 87 Total 299 Other (please specify) ( 19 ) # Other (please specify) Date 1 this would be ok with some sort of discussion thread 4/8/2013 8:12 PM 2 portions may be ok, but not all of it 4/8/2013 5:39 PM 3 Please offer a blended opportunity which is available at multiple times of the year in a north/south type of arrangement. This would afford opportunities to take classes from teachers rotating between two locations in the state (one south Whitewater/Madison area and one north - at either Oshkosh or Stevens Point). Similar to how Madison runs their admin masters program. 4/8/2013 9:16 AM 4 Should offer both on site workshops and online opportunities 4/5/2013 2:57 PM 5 Online is good, but need some face-to-face portions. 4/5/ :23 PM 6 allow it to be optional or webinar style 4/4/2013 2:33 PM 7 program should include both online and in-person (conference based sessions) 4/3/2013 8:38 PM 8 Maybe a combination of both online & workshops. 4/3/2013 3:08 PM 9 Hybrid - allowing some online and some in-person 4/3/2013 8:22 AM 10 On a blended learning basis. There still must be instructor contact. 4/3/2013 8:17 AM 11 If the online program included interaction with other participants, than it may be OK as an option. I think the interaction among the course participants is a valuable component 4/3/2013 7:55 AM 12 I think it should or can be a combination of online and in person. 4/3/2013 7:47 AM 13 Both 4/3/2013 7:47 AM 14 a blended approach between some online & some live interaction/feedback might work best 4/3/2013 6:41 AM 15 Option of either format. Perhaps start with workshops and then determine feasibility of online program. 4/2/2013 8:03 PM 16 Perhaps a hybrid 4/2/2013 5:19 PM 17 Either would be great! I'm very interested! 4/2/2013 4:38 PM 13 / 30

14 # Other (please specify) Date 18 Classroom instruction for at least half of the course is necessary. School finance is completely different from other areas and group discussion and Q and A sessions would be of great benefit. 4/2/2013 4:05 PM 19 I would prefer to have classroom instruction. I like to have an instructor handy to answer questions. 4/2/2013 2:59 PM 14 / 30

15 Q9 Are you willing to pay for the certification, so that costs to WASBO are covered? Answered: 310 Skipped: 42 Yes 75.81% No 5.81% No Preference 18.39% 0% 20% 40% 60% 80% 100% Answer Choices Yes No No Preference Responses 75.81% % % 57 Total / 30

16 Q10 Would you be willing to help set up a Human Resources and / or Payroll Certification Program? Answered: 306 Skipped: 46 Yes 8.82% No 66.99% Possibly 24.18% 0% 20% 40% 60% 80% 100% Answer Choices Yes No Possibly Responses 8.82% % % 74 Total / 30

17 If you would be willing to help set up a Human Resources and / or Payroll Certification Program, please provide your contact information. Answer Options Response Percent Response Count Name Title School District Phone 100.0% % % % % 73 answered question skipped question Number Name Title School District Phone 1 Kathy Zwirgzdas Business Manager East Troy zwikat@easttroy.k12.wi.us Tammy Marty Business Manager New Glarus tammy.marty@ngsd.k12.wi.us John LaFleur, Ph.D. Associate Principal Muskego Norway Schools jlafleur87@gmail.com (262) Ric Ericksen Business Manager Germantown rericksen@germantown.k12.wi.us Charlene Brandes Bookkeeper/Admin Asst Brighton School District #1 cbrandes@brighton.k12.wi.us Denise M England Head Bookkeeper Marinette Public Schools dengland@marinette.k12.wi.us Gus Knitt District Administrator Pardeeville Area School District knitgu@pasdwi.org Ext Kyle Ransom Superintendent Gillett kransom@gillett.k12.wi.us Tony Zubieta 10 Jason Austin Administrator of Business Services School District of Holmen ajski510@yahoo.com Deb Huppert Human Resources Coordinator Prescott School District dhuppert@prescott.k12.wi.us , ext Ken Mischler Manitowoc mischlerk@mpsd.k12.wi.us Mary Devenny Business Specialist Riverdale School District mdevenny@riverdale.k12.wi.us Marta Kwiatkowski Director of business services School district of Rhinelander kwiatmar@rhinelander.k12.wi.us Dawn Cote Business Manager Laona dawncote@laona.k12.wi.us x Joan Meyer Payroll & Accounting Supervisor Port Washington-Saukville joan.meyer@pwssd.k12.wi.us (262) Mary DeYoung Business Manager Genoa City J2 School District mary.deyoung@badger.k12.wi.us Bob Chady Business Manager Merton Community School District chadyr@merton.k12.wi.us Linda Dallman Business Manager Wonewoc-Union Center dallmlin@wc.k12.wi.us x Doreen Treuden Business Manager Evansville treudend@evansville.k12.wi.us Tabatha Gundrum Director of Employee Services Middleton-Cross Plains Area School Districtgundrum@mcpasd.k12.wi.us Julie Kelly Director of Business Services Muskego-Norway School District julie.kelly@muskegonorway.org Carrie Roberts Business Office Coordinator Mcfarland carrie_roberts@mcfarland.k12.wi.us Matthew Karshna Building and Grounds Supervisor Whitnall School District mkarshna@whitnall.com Mark Van Der Zee Dir. Business Services Menasha vanderzeem@mjsd.k12.wi.us Kris De Bruine Director of Finance Oostburg and Cedar Grove/Belgium kdebruine@oostburg.k12.wi.us (ext 1005) 27 Conrad D. Farner Director of Human Resources Cedarburg School District cfarner@cedarburg.k12.wi.us Jackie Dorion Personnel/Payroll School District of Tomahawk dorionj@tomahawk.k12.wi.us Jeff Lankey Business Manager Royall School District lankeyj@royall.k12.wi.us 608/ , Ext Jon J. Miller Director of Business Services Plymouth Joint School District jomiller@plymouth.k12.wi.us Christiane Standlee Director of Human Resources Menomonee Falls stanchr@sdmfschools.org

18 32 Jackie Schreiber District Bookkeeper Abbotsford Margaret Smith Business Manager Northland Pines , Line 2, ext Joyce Smalley Finance Manager La Crosse jsmalley@lacrosseschools.org Roger J Dickson Chief Finance & Operations Officer New Berlin Roger.Dickson@nbexcellence.org Lori Ames Fiscal Services Manager Middleton Cross Plains Area School Districlames@mcpasd.k12.wi.us Patsy Darnick Director of Business Services CESA 7 pdarnick@cesa7.org Kay Borgwardt Assistant Business Manager Washington-Caldwell School District kborgwardt@washcald.com Ext Chris Joch Superintendent Waterford Graded joch@waterford.k12.wi.us x julie wicker business manager northern ozaukee school district jwicker@nosd.edu X Carey Bradley Business Administrator Delavan-Darien cbradley@ddschools.org ext Betty Zimdars Howard -Suamico school district bettzimd@hssd.k12.wi.us 43 Timothy L Stellmacher Dir of Bus Services Waupun Area School District tstellmacher@waupun.k12.wi.us cell Jim Asher District Administrator Crandon asherjam@crandon.k12.wi.us Jina Jonen In-House Counsel / HR Director Oregon jljonen@oregonsd.net Pauline Borgen Director of Business & Finance Marinette School District pborgen@marinette.k12.wi.us Bec Kane Director of Personnel and Employee GrowtPulaski Community School District bjkane@pulaskischools.org (920) Jerrud Rossing Dir of Business Services Monona Grove Jerrud.rossing@mgschools.net KENT ELLICKSON DIRECTOR OF BUSINESS SVCS SPARTA AREA SD KELLICKSON@SPARTAN.ORG Bill Yingst Superintendent School District of Colfax wyingst@colfax.k12.wi.us abby johnson finance manager eau claire ajohnson2@ecasd.k12.wi.us Jim Beckmann Director Of Operations Glendale-River Hills School District jim.beckmann@glebdale.k12.wi.us exc Jenifer Frank Business Manager Osceola frankj@osceola.k12.wi.us X D. Pertzborn dpertzborn@deforestschools.org 55 Michelle L. Brown Business Manager Trevor-Wilmot Consolidated Grade School BROWNML@TWC.K12.WI.US Karen Whitman Payroll/Human Resources Cumberland 57 Laura Anschutz District Bookkeeper Gibraltar Area Schools lanschutz@gibraltar.k12.wi.us Mary Jo Filbrandt Director of Business Services Antigo mfilbrandt@antigo.k12.wi.us Ext Bryan Ruud Assist. Supt. for Business Services Hamilton School District ruudbr@hamilton.k12.wi.us Janice DeMeuse Business Manager Luxemburg Casco School District jdemeuse@luxcasco.k12.wi.us Mike Gerlach Director of Financial Services Hustisford School District gerlachm@hustisford.k12.wi.us Nancy Mair Business Manager Poynette nmair@poynette.k12.wi.us Shannon Grindell Business Manager Unity School District sgrindell@unity.k12.wi.us Ben Irwin Business Manager Parkview School District birwin@ .parkview.k12.wi.us ext Nichole Manning Payroll Coordinator Necedah Area School District nmanning@necedahschools.org ext Brian Adesso Business Manager Manawa/Weyauwega-Fremont badesso@manawa.k12.wi.us Jeanne Stahl Business Manager Hayward jstahl@hayward.k12.wi.us Lisa M. Lau Business Manager School District of Chilton laul@chilton.k12.wi.us Jonathan Mitchell Business Manager St Francis School District jmitche@sfsd.k12.wi.us Darci Krueger Finance Manager/Asst. Human Resources St. Croix Falls School District kruegdl@scfschools.com Hope David Accountant Richfield Jt. School District No. 1 davidh@richfield.k12.wi.us ext Cathey LaHaye Accounting Supervisor DeForest Area School District clahaye@deforestschools.org Bill Trewyn Business Manager Elkhorn trewwi@elkhorn.k12.wi.us 262/ Kim Dax Director of Business and Human Services Kewaunee kdax@kewaunee.k12.wi.us Marleen Clark Business Manager Menomonie Area marleen_clark@msd.k12.wi.us Brent Richter Business Manager Lodi richtbr@lodischoolswi.org Dana Neumann Director of Business Services Weston neumann@weston.k12.wi.us ext. 206

19 Q12 Do you have any other comments or suggestions for the Board to consider in regards to a Human Resources and / or Payroll Certification Program? Answered: 42 Skipped: 310 # Responses Date 1 This is a fantastic and timely offering. 4/8/2013 9:16 AM 2 We are a small district and would not pay for anyone to get certified nor would increase anyone's salary if they had the certification. Therefore, for those individuals, all the time, $$ & effort put into getting certified would not gain them anything salary-wise. Therefore, unfortunately, we would not be interested in this program. Thanks 3 I obtained my Human Resource Certification from Madison College. It has enriched my position at the Stoughton Area School District. I believe this would be a great opportunity for people in a supervising role. 4/5/2013 2:36 PM 4/5/2013 2:31 PM 4 I think the certification program(s) will serve payroll personnel that are not currently in WASBO. 4/5/ :51 AM 5 I was SHRM certified before being in a banking world where my cert ran out. I would LOVE to see this. I would like to contribute to its development; however, I am so new in this position I do not feel that I would be able to provide the full-picture perspective it deserves. I'm anxious to learn more! 6 I would keep them separate only because I feel there can be more time spent on each program to gain the most information possible out of them. Thank you! 4/5/ :39 AM 4/5/ :31 AM 7 I don't work with either HR or PR 4/5/ :30 AM 8 Emphasis should be on areas unique to school districts which are not taught in college level business classes. 4/4/2013 3:56 PM 9 I think this is a great opportunity, but it needs to be offered at a slow time of the year. 4/4/2013 2:33 PM 10 If regular people are hired to do payroll, I think they are the ones that benefit the most. The facilities program isn't for the business managers who have degrees as much as for those that might not have the degrees or got a two year degree that only covered so much If I signed up it would be more for the knowledge than the certification. I would be willing to pay some assuming the curriculum hit enough of what I was looking for versus the price. 12 I would recommend extreme caution with the HR certification. We have a state level HR professional organization & if this is viewed as competition with them instead of a partnership, they will certainly see this as an encroachment into their domain. The HR certification is an excellent idea, however, I feel that WASBO should offer it only if the HR organization declines. Preferably it is a collaboration between the two organizations. 13 The members of WASPA would be very helpful in being able to support these efforts. Several are already professors at various universities. 14 I think this is an excellent idea. HR and payroll are areas that all B&G people deal with. Also with reductions in staff more of this type of workload is being added to our already full plates. 4/4/ :23 AM 4/4/ :16 AM 4/3/2013 1:21 PM 4/3/ :55 PM 4/3/ :13 PM 15 Will be retiring 6/28/13. 4/3/ :44 AM 16 I think this is a very good idea. 4/3/ :54 AM 17 I think the HR / Payroll is a great area to expand and offer opportunities. 4/3/2013 8:23 AM 18 Thank you. 4/3/2013 8:22 AM 19 Accessibility to all areas of the state should be considered. 4/3/2013 8:20 AM 20 A lot of us have Payroll Specialists, can the Payroll Certification be setup at a lower level to allow for these individuals to receive the certification and do some networking? 4/3/2013 8:19 AM 28 / 30

20 # Responses Date 21 As a Facility manager, I find myself doing a great deal of HR work, with the support of HR. It would be great to have a resource, and stay current on relevant rules & regs. 22 It might be a good idea to include one of the more prolific school law attorneys in the planning process. 4/3/2013 6:52 AM 4/3/2013 6:41 AM 23 I dont this this is a good idea and will be an added expense to districts 4/2/2013 9:16 PM 24 Thank you for the survey. I think this is a fantastic suggestion. 4/2/2013 5:19 PM 25 I think this is a wonderful idea, I would love to participate in the HR portion of the certification program. Please contact me if I can be of assistance in any way. 26 I think these programs should be considered separately as I would like to send my Payroll Coordinator through the Payroll Certification, but only if it includes some of the HR Certification things as well (such as FMLA, FLSA, etc.). Can the programs overlap in certain areas so that candidates for either certification can take them or are required to take them? 4/2/2013 4:38 PM 4/2/2013 4:11 PM 27 Is WASBO partnering with WASPA? 4/2/2013 3:44 PM 28 Thanks for asking! 4/2/2013 3:40 PM 29 I am new to School District HR so wouldn't feel comfortable helping set up a program. I am still learning the ins and outs of the school system. However, I think this is an excellent idea!! 30 I think the HR component will be a nice enhancement to the business manager preparatory programs. I think the payroll certification program could benefit many of our payroll staff and/or business managers who are assigned this responsibility in small districts. It will also expand a business manager's knowledge base so that proper supervision of payroll is provided. 31 To maintain the rigor and credibility,it seems appropriate to support the current certifications offered through the other organizations. It may be beneficial for WASBO to provide studying/professional development for these. 32 If you do develop these programs, they should be in depth enough to actually get into details and real issues specific to schools and stress compliance. 33 I have attempted to locate a HR certification program and didn't have much luck. UW-Stout offers one but the instructor wasn't responding to calls or s and then would forget if he had. I am current attending college so I don't think I would be able to commit enough time to helping set up a program. Also, I don't have a BA degree so I would hope you don't have to be working on your MA degree (stated in #6) in order to work towards the certification. 34 This is a good idea. For those that do multiple jobs (business/hr/payroll) it is especially useful. Special skills are needed in both areas, that WASBO could provide. 35 I'm a new, first year, business manager, who has had to learn (and is still learning) the HR functions and payroll functions of the business office. I actually am responsible for running the payroll for my district. I am certainly not as experienced as many payroll accountants, but would be willing to assist from a new business administrator perspective. I would actually want the certification myself! My graduate work and internship gave me some preparation for these roles, but the majority has been on the job. 4/2/2013 3:38 PM 4/2/2013 3:31 PM 4/2/2013 3:21 PM 4/2/2013 3:19 PM 4/2/2013 3:18 PM 4/2/2013 3:12 PM 4/2/2013 3:09 PM 36 good idea 4/2/2013 3:08 PM 37 Excellent idea - I am very interested! 4/2/2013 3:03 PM 38 Based on these questions, it looks like this would be for business managers only (licensed persons). What about those of us who are bookkeepers who don't have a college degree? Could there be a "certification" program for us as well? 39 I am not certified in HR, however, would like the education for it to make better decisions here at the district, This would help not having to call legal council all of the time. 40 I am not personally interested in the Payroll Certification Program, but I think it would be a good avenue to draw in potential new members. 41 Major reason why I don't think that I would be interested is that with budget cuts in the school, we are looking at cutting costs such as salary/benefits, so there would probably be no financial advantage to me getting these certifications, unless I was looking to leave the school setting or relocate to a bigger school district who could "afford" to pay the higher salary for the certification. 4/2/2013 2:59 PM 4/2/2013 2:55 PM 4/2/2013 2:54 PM 4/2/2013 2:51 PM 29 / 30

21 # Responses Date 42 I think it would be important for the payroll to be open to bookkeepers that have only associate or even less education than that. Many school districts have individuals in those types of roles. Especially smaller ones. 4/2/2013 2:50 PM 30 / 30