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Agenda Item #1 <br /> Attachment D <br /> Class Size Reduction <br /> (Strategic Plan Goal:Student Success) <br /> 13 Additional Teacher with Benefits <br /> The District has identified the need to hire thirteen teachers in the kindergarten to third-grade levels from <br /> local funds among the eleven elementary schools to reduce the class sizes and meet the requirements of <br /> House Bill 90. <br /> On February 13, 2018,the North Carolina House General Assembly ratified House Bill 90 to phase in class <br /> size requirement for kindergarten through third grade. The House Bill refers to the current General Statute <br /> 115C-301 for allocation of teacher and class size, as shown in the chart below. Chapel Hill—Carrboro City <br /> Schools had been granted a waiver for the prior two years. <br /> Year Grade District Individual <br /> Average Maximum <br /> 2017-18 K-3 20 23 <br /> 2018-19 K-3 20 23 <br /> 2019-20 K-3 19 22 <br /> 2020-21 K-3 18 21 <br /> 2021-22 K 18 21 <br /> 1 16 19 <br /> 2-3 17 20 <br /> By using an average salary for the thirteen teacher positions paid from local funds and matching benefits, <br /> the estimated cost incurred will be about$1,092,000. <br /> 13 Additional Teacher Assistants with Benefits <br /> The District has identified the need to create an additional thirteen classes in the kindergarten to third- <br /> grade levels to meet the requirements of North Carolina House Bill 90. Chapel Hill—Carrboro City Schools <br /> has historically maintained a teacher assistant per classroom in the kindergarten to third-grade levels. It is <br /> recommended to hire an additional thirteen teacher assistants to serve with the new classes. By using an <br /> average teacher assistant salary and matching benefits cost,the estimated cost incurred will be about <br /> $488,000. <br /> Remove Supplement Cap on Certified Employees <br /> (Strategic Plan Goal:Employee Experience) <br /> Certified staff hired after July 1, 2016, who had several years of teaching experience, were no longer eligible <br /> to earn a higher supplement percentage, 20%or 25%. We have identified the employees who are part of <br /> that cohort of employees and determined that it would cost the District about$166,000 in additional local <br /> funds to provide the higher supplement rate to those certified staff members. <br /> Parental Leave and/or FMLA <br /> (Strategic Plan Goal:Employee Experience) <br /> Parental leave would provide multiple important benefits for our employees,their families, and children. <br /> Providing paid parental leave will assist the District in enhancing the employee experience. Parental leave <br /> supports parent-child bonding, improves children's outcomes, and may increase gender equity in the <br /> workplace. Historical data was used to determine an average of 75 employees annually were on FLMA for <br /> the birth of a child or adoption. We recommend providing parental leave supplemental income for up to <br />