Paulding school custodian outsourcing on meeting agenda Tuesday April 21, 2015

[HawkeyeAngel]

Thank you to those who have already reviewed the information on the school district website and provided your input so that I can represent the citizens of our county.

This outsourcing issue is on the school board meeting agenda for tomorrow evening, Tuesday, April 21st, 2015.

 

If you have not yet reviewed the information, please do and share your input regarding this important personnel and budget decision.

 

https://intranet.paulding.k12.ga.us/custodial/index.php

 

There is a link to email your feedback to the district on the link. My email is kimberlycobb@bellsouth.net for feedback and you may also message me on FB.

 

https://www.facebook.com/pages/Kim-Cobb-Post-3-Paulding-County-School-Board-Member/140567329291995?fref=nf

[gpatt0n]

Kim:

 

On their face the numbers 'look good' ...

 

However the presentation fails to explain how those numbers are attained based on the general promise that 'nothing really changes' ... i.e. the number of employees engaged or their hours.

 

Annually, the figures show a projected decline in the 'amount' of labor purchased of $718,426. At $15/hr that is over 47,000 hours of work that is trimmed from a current 'effort' of 367,895 hours of labor purchased (theoretically). I think we all know there are productivity gains ... about a 15 percent increase - and the question is what is the source of this productivity increase? Better scheduling? Improved machinery? Retirement and attrition of higher-paid employees to lower paid employess?

 

The second obvious 'big savings' presented by the plan is the $1.13 million annual savings on health care and related benefits. I saw the comparison of the benefits and there seems to be little difference in the plans offered. The question relates to the specifics of how this is accomplished?

 

Will the employees, from their paychecks, be assessed a much larger portion of the payments due (the lower figure for the private operation being their minimum contribution - i.e. is the private entity going to pay a cap of $2,000/per employee and the employee, from their paycheck, will pay a larger portion of this benefit? Will they instead, qualify for Obamacare subsidies and the cost burden shifted to that program?

 

I also think that inquiring minds want to know who actually prepared this scenario? Was it created by a company waiting in the wings that will also help write the RFP? Are there multiple companies and a competitive marketplace for the 'vertical' institutional custodial services?

 

Finally, will the contract that the BOE enters into provide more protection for current employees than simply the hire at specific wage element? The point being that Georgia, as a right to work state provides few protections to employees who may be fired at will?

 

pubby

[mei lan]

Excellent questions, Pubby. This affects me not at all, but I don't like to see people misled. In one scenario I saw for another district, the new company was required to hire all employees at the same rate of pay and "comparable" benefits guaranteed for a year. So what happens after a year?

 

I'm not dissin' Ms. Cobb with my questions...I'd ask the same of anybody.

 

And in the situation of Floyd County BOE, many regular employees were RIF'd and massive cuts made, all while a bunch of nimrods in maintenance made off with over $600K that they know of so far. Some might wonder if jobs could be saved if the board tightened its belt elsewhere (like say trimming a position in the county office or three...asst. superintendents, anyone?).

Edited April 21, 2015 by mei lan

[The Sound Guy]

Went through the powerpoint.

 

Comments:

 

Finance (page 3)

 

Healthcare - Sorry, if the cost is going from 1.4 million a year to 320K a year, the employees *will* be getting screwed. Sounds like nothing but the admin fee is being covered anymore.

 

Consumables spending goes up 40% with the Outsource? Sounds like the current employees are careful to make do with the minimum, but as contractors they are expected to be fast, not frugal.

 

Transition (Page 4)

 

"Accrue vacation and sick time" - Nothing said about the rate (i.e. if it will be lower / slower than they get now. As well, since they are changing companies, it is likely they will lose any service years they had already built up since it's not mentioned. (When my division was sold, they told us quickly what Time of Service would be transferred and what would not. )

 

Be paid out by the district for any accrued vacation time - Since this is the law for a terminated employee, well, duh. Not sure how the sick time system works, but I'd be a case of the intentional flu if I had build up sick days and they were just going to cancel them.

 

Health (Page 5)

 

This page supports the idea that health care is no more. Only the Health Reimbursement accounts are left? No HMO, No High Deductible plan?

 

Other Benefits - Disability (Page 7)

 

Losing Long Term Disability for a job that involves a good risk of getting hurt (Mopping wet floors being pushed to hurry) is another bad thing.

 

Other Benefits (Page

 

Losing Depending Care accounts could force those who have to pay for child care to quit.

 

Retirement (Page 9)

 

The move would be from PSEPS to a 401K which requires the worker to put their own money in first, then get matched. Since salaries remain the same, this is a pay cut.

As well, it's a 10 year vesting period. If the worker has been with the District for 9 years do they get anything or are they just screwed out of 9 years of pension?

 

Employee Opportunities (Page 13)

 

"More access to overtime" - you have to make up for there being fewer people

 

Benefits to the District (Page 14)

 

Allows building admin to focus on teaching and learning yadda, yadda, yadda. I call BS on this. They will have just as much interaction with the custodial staff as they do now and have to *add* having to deal with the vendor if they have a problem rather than directly with the employee. No longer will they have any control over the staff directly. Going to be a pain in the butt at the school level.

 

Rest of this page pure BS as well.

 

I don't like it. Let's see the admin cut their own benefits to nothing like they are proposing here and see how much THAT saves us.

 

 

[mei lan]

Amen, brother!!!

[Heavy D]

Approved outsourcing 4-1.

[lowrider]

Well, that was a quickie.

[NewsJunky]

Went through the powerpoint.

 

Comments:

 

Finance (page 3)

 

Healthcare - Sorry, if the cost is going from 1.4 million a year to 320K a year, the employees *will* be getting screwed. Sounds like nothing but the admin fee is being covered anymore.

 

Consumables spending goes up 40% with the Outsource? Sounds like the current employees are careful to make do with the minimum, but as contractors they are expected to be fast, not frugal.

 

Transition (Page 4)

 

"Accrue vacation and sick time" - Nothing said about the rate (i.e. if it will be lower / slower than they get now. As well, since they are changing companies, it is likely they will lose any service years they had already built up since it's not mentioned. (When my division was sold, they told us quickly what Time of Service would be transferred and what would not. )

 

Be paid out by the district for any accrued vacation time - Since this is the law for a terminated employee, well, duh. Not sure how the sick time system works, but I'd be a case of the intentional flu if I had build up sick days and they were just going to cancel them.

 

Health (Page 5)

 

This page supports the idea that health care is no more. Only the Health Reimbursement accounts are left? No HMO, No High Deductible plan?

 

Other Benefits - Disability (Page 7)

 

Losing Long Term Disability for a job that involves a good risk of getting hurt (Mopping wet floors being pushed to hurry) is another bad thing.

 

Other Benefits (Page

 

Losing Depending Care accounts could force those who have to pay for child care to quit.

 

Retirement (Page 9)

 

The move would be from PSEPS to a 401K which requires the worker to put their own money in first, then get matched. Since salaries remain the same, this is a pay cut.

As well, it's a 10 year vesting period. If the worker has been with the District for 9 years do they get anything or are they just screwed out of 9 years of pension?

 

Employee Opportunities (Page 13)

 

"More access to overtime" - you have to make up for there being fewer people

 

Benefits to the District (Page 14)

 

Allows building admin to focus on teaching and learning yadda, yadda, yadda. I call BS on this. They will have just as much interaction with the custodial staff as they do now and have to *add* having to deal with the vendor if they have a problem rather than directly with the employee. No longer will they have any control over the staff directly. Going to be a pain in the butt at the school level.

 

Rest of this page pure BS as well.

 

I don't like it. Let's see the admin cut their own benefits to nothing like they are proposing here and see how much THAT saves us.

 

 

I asked some questions and thought pretty much the same. Lot of BS there. Not from Kim. Thanks Kim for all you do. Pubby asked some great questions too.

[mei lan]

Well, that was a quickie.

 

Dumb and stupid, but what do I know?

[lowrider]

In other words, we just got screwed and it was quick.

 

I don't agree with this for so many reasons, but it doesn't matter. I just pay the taxes.

[rockysmom]

In other words, we just got screwed and it was quick.I don't agree with this for so many reasons, but it doesn't matter. I just pay the taxes.

At least you have experienced an advantage to paying those taxes.

[jmd]

.

[mei lan]

At least you have experienced an advantage to paying those taxes.

Meaning she has kids while you and I don't? Just clarifying.

 

I hate this county's.leadership.

[rockysmom]

Meaning she has kids while you and I don't? Just clarifying.

I hate this county's.leadership.

Yes. I get it, but that doesn't mean I'm not going to bitch about it.

 

It's a good bit, one that would make a difference.