school district no. 48 (sea to sky) finance … 17, 2015 · in balancing external competitiveness...

School District No. 48 (Sea to Sky)

FINANCE COMMITTEE MEETING AGENDA October 11, 2017 17-10-11 FC-O Whistler Secondary School Whistler, BC Time: 1:30pm . AGENDA Recommendation: “THAT the agenda be approved.” 1 2. MINUTES 2-3 Recommendation: “THAT the minutes of the Finance Committee

meeting held on September 13, 2017 be adopted.”

3. TRUSTEE ITEMS - Nil

4. PRESENTATIONS - Nil 5. INFORMATION ITEMS A. 1701’s and Enrollment Report – J. Langlois 4 6. DISCUSSION ITEMS:

A. Public Sector Executive Compensation Report – S. Somji 5-12 Recommendation: “THAT the Finance Committee recommends the

Board of Education approve the Public Sector Executive Compensation report as presented, for submission to PSEC”.

B. 2016/2017 Surplus Allocation – R. Hughes 13

C. Standard Cost Increase and Funding Allocation - R. Hughes 14-15 D. Update on Classroom Enhancement Fund – S. Somji E. Review 2018/2019 Budget Development Process – R. Hughes 16-23

7. ADJOURNMENT Recommendation: “THAT the meeting be adjourned.”

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School District No. 48 (Sea to Sky)

FINANCE COMMITTEE MEETING MINUTES

September 13, 2017 17-09-13 FC-O School Board Office Squamish, BC

Time: 1:00pm Meeting called to order at 1:10pm

Attendance:

Trustees: Price, Lythe, Vernon-Jarvis, Barley, Godfrey, Westerholm Regrets: Trustee Kent

Staff: Superintendent, Assistant Superintendent, Secretary-Treasurer, Assistant Secretary-Treasurer, Accounting & Data Manager,

Administrative Assistant Guests: Molly Pearce, Janeen Sam, Office of the Auditor General of British

Columbia 1. AGENDA

MOTION: “THAT the agenda be approved.”

MOVED/SECONDED CARRIED

2. MINUTES MOTION: “THAT the minutes of the Finance Committee

meeting held on June 14, 2017 be adopted.”

MOVED/SECONDED CARRIED 3. TRUSTEE ITEMS - Nil

4. PRESENTATIONS A. 2016/2017 Audited Financial Statements

The Assistant Secretary-Treasurer summarized three main items including Tangible Capital Assets, changes in Special Purpose Funds, and the

Operating Fund. He noted that the $1,000,000 surplus included a government grant received late in the school year for Student Learning and school generated funds both contributed to a larger than expected

surplus, and are now both recorded in restricted surplus funds, leaving an actual surplus of approximately $390,000 or about .78% of the district’s budget. The majority of the remaining surplus was attributable to CUPE

staffing positions not filled due to recruiting challenges or absences that weren’t filled immediately.

2

Molly Pearce, from the Office of the Auditor Generals of British Columbia then presented their report, noting that the Treasury Board regulation

requires government organizations to use accounting practices that go against Canadian Public Sector Accounting Standards, creating two

misstated items in the financials; net debt and accumulated surplus. She did clarify that School District No. 48 is required to prepare the

statements as presented, therefore the Auditor General’s office must provide a qualified opinion on the financial statements.

MOTION: “THAT the Finance Committee recommends

the Board of Education approve the 2016/2017 Audited Financial Statements as presented.”

MOVED/SECONDED: CARRIED

5. ADJOURNMENT Recommendation: “THAT the meeting be adjourned.”

MOVED/SECONDED: CARRIED

The meeting adjourned at 1:40pm.

3

October 13, 2017 Christina Zacharuk Interim President and CEO Public Sector Employers’ Council Secretariat Suite 201, 880 Douglas Street Victoria, BC V8W 2B7 Dear Ms. Zacharuk: This will confirm that the Board of Education of School District No. 48 (Sea to Sky) is aware of the total compensation paid to executive staff during the 2016-2017 fiscal year and further, that we verify the amount of compensation paid was within the compensation plan as approved by the Board and reported to the Public Sector Employers’ Council Secretariat. Yours truly, Rick Price Board Chair

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Public Sector Executive Compensation Report School District No. 48 (Sea to Sky)

The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified, high-performing employees who are critical to the delivery of quality public education programs to students in School District No. 48 (Sea to Sky). A key component of this approach is the development and maintenance of a framework for executive and exempt staff compensation that is rational, defensible, competitive and able to be effectively administered. Compensation Philosophy The Board’s compensation philosophy aligns with the statutory system of exempt staff compensation administration in the K-12 public education sector and the British Columbia Public School Employers’ Association (BCPSEA) exempt staff compensation management plan (BCPSEA Policy 95-06, Compensation and Employment Standards for School District Employees Not Subject to a Collective Agreement), which is an approved compensation plan under the Public Sector Employers Act. Compensation mandates adopted by the Public Sector Employers’ Council from time to time are the official policy of BCPSEA and any adjustments to exempt staff compensation levels are considered within the context of the applicable compensation mandate. The Board’s compensation philosophy is based upon a set of principles that guide development, maintenance and decision-making with respect to salary structures and total compensation packages and programs. At its core is an integrated view of compensation and rewards — not only traditional, quantifiable elements such as salary and benefits (compensation), but also more intangible elements such as career opportunities, learning and career development, work challenge, and supportive culture (rewards). The total rewards compensation program further integrates with plans that establish the board of education’s overall education, business, and human resources strategies and objectives to facilitate the attraction and retention of qualified, experienced, motivated and high-potential employees who are committed to the board’s overarching goal of delivering a high quality public education experience to BC students. Inherent in the compensation philosophy are the following core principles: Performance: The compensation structure and administration of the structure supports and

promotes meaningful career growth and development opportunities, and a performance-based (merit) organizational culture.

Differentiation: Differentiation of compensation is supported where there are differences in the scope of the position within an organization, and/or due to superior individual/team contributions.

Accountability: Compensation decisions are objective and based upon a clear and well documented rationale that demonstrates the appropriate expenditure of public funds.

Transparency: The compensation program is designed, managed, administered, and communicated in a manner that ensures the program is clearly understood by employees and the public while protecting individual personal information.

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Labour Market Comparators Key to the compensation philosophy is the need to maintain a meaningful level of competitiveness with the relevant external labour market. Consistent with industry standards, “labour market” is defined in the BCPSEA sectoral exempt compensation management plan (Policy 95-06, Compensation and Employment Standards for School District Employees Not Subject to a Collective Agreement) as: The recruitment pool for these employees The destination sector for these employees. The following considerations guide articulation of the relevant labour market: Degree of recruitment from these jurisdictions/organizations Size of the organization, as size drives the span of control and scope of accountability Geographic location Transferability of skills Comparability of qualifications and experience Comparability of authority and consequence of error. For executive and exempt staff positions in the BC K-12 public education sector, the relevant labour market includes: 1. Other BC school districts (primary labour market) 2. Other BC public sector organizations 3. Other Canadian school districts where relevant (to the extent that BC school districts recruit from

and lose employees to these jurisdictions, this segment of the labour market is weighted to Alberta and Ontario (and to a lesser extent, Saskatchewan) consistent with the industry-standard definition of labour market)

4. Selected private sector organizations where relevant. The Board’s approach includes: Consideration of all components of the total rewards model.

Consideration of the relevant labour market for compensation comparison purposes. Linking pay ranges to neutral, relevant factors (e.g., job content (specific duties/responsibilities),

required skill level, required competencies, required qualifications).

Ensuring appropriate relationships exist between positions in the district’s organizational hierarchy.

Considering the ways in which appropriate organizational and individual performance measures may be linked to the administration of the compensation system.

In balancing external competitiveness with internal equity, the Board typically has determined that the reference point for executive and exempt total compensation is the median of the relevant comparator labour market.

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The Board’s total compensation package for executive staff is comprised of the following elements. Cash Compensation

Total cash compensation includes annual base salary and monthly vehicle allowance. Annual base salary

Annual base salary is considered in the context of the total compensation package.

Vehicle provisions Due to the diverse geography of the district and the need to visit schools and other district worksites, the Board provides a monthly vehicle allowance to the Superintendent and other senior management positions. The monthly vehicle allowance is set at a level competitive with the vehicle allowances provided to Superintendents and other senior managers in districts of similar size and geography.

Non-cash Compensation

The non-cash elements of the total compensation package include: Health and welfare benefits, such as basic medical, extended medical, dental, group life, short-

term and long-term disability, employee and family assistance program, etc. consistent with such benefits as offered in the K-12 sector generally.

Pension benefits — executive employees are enrolled in either the Teachers’ Pension Plan or the Municipal Pension Plan.

Paid time off, including an annual vacation entitlement of 30 days. Pursuant to the Public Sector Employers Act, carry forward of unused accumulated vacation is not permitted. If, however, the individual employment contract does allow for carry forward of unused accumulated vacation, then such vacation may be carried forward for one year only and at the end of that year, the unused accumulated vacation must be used in full, paid out, or a combination of the two. Further, executive/senior management employees receive 10 days of paid time off annually, in addition to annual vacation entitlement, in recognition of attendance at meetings during evenings and weekends.

Compensation Administration

The Board engages in consistent and ongoing administration of the compensation structure to ensure that reality matches philosophy and that equity is maintained. An ongoing system of compensation review conducted and managed through BCPSEA and the PSEC Secretariat ensures that total compensation levels are benchmarked externally against the appropriate labour market and internally against appropriate job criteria. The Board works with BCPSEA to obtain information and advice relating to the executive and exempt compensation structures and to ensure alignment with the compensation mandates established by PSEC.

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Annual base salary administration The salary structure for the position of Superintendent of Schools is based on placement at the appropriate salary range in the structure reflective of labour market competitiveness and internal equity. Placement and progression through the salary range is dependent upon competency growth and performance. The maximum of the salary range typically represents the job rate for the position, defined as the salary that should be paid to an incumbent who has established him/herself as meeting all the goals and expectations of the position in a fully satisfactory manner. New hires are generally not placed at the job rate on commencement of employment, although due to the key leadership roles and responsibilities, such individuals are generally recruited at a highly competent level and are often placed at the mid- to maximum point in the salary range reflective of the required competence, qualifications, and experience.

The decision whether to grant a salary increase to the position of Superintendent is at the sole discretion of the Board. In determining whether a salary increase is warranted, the Board considers such factors as performance, competence, external competitiveness, and internal equity including the maintenance of appropriate salary differentials through the organization. The Board typically utilizes market compensation data and salary/compensation structures developed by BCPSEA for this position as well as all other positions in the exempt staff structure. Potential increases are considered within the Board’s overall compensation budget.

Accountability

Underlying the Board’s compensation philosophy and approach is the understanding that legal and regulatory mandates are considered a baseline for implementing any compensation plan or practice. Compensation administration in the K-12 public education sector currently operates within the following context: the Public Sector Employers Act, which establishes the legislative policy framework for exempt staff

compensation administration in the public sector

the BCPSEA exempt staff compensation management plan (Policy 95-06, Compensation and Employment Standards for School District Employees Not Subject to a Collective Agreement), which is an approved compensation plan under the Public Sector Employers Act.

Compensation mandates adopted by the Public Sector Employers’ Council from time to time. Any adjustments to exempt staff compensation levels are considered within the context of the applicable compensation mandate.

Under the current compensation administration system in the K-12 sector: the Board of Education is solely responsible for the establishment and maintenance of

compensation levels for the position of Superintendent of Schools. As elected school trustees, we are accountable to our public and therefore ensure that we adhere to proper human resources practices with respect to executive and exempt staff compensation.

proposed compensation adjustments for all other executive and exempt positions in the district must be reviewed and approved by BCPSEA prior to implementation.

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Summary Compensation Table at 2017

Previous Two Years TotalsTotal Compensation

Name and Position Salary

Holdback/Bonus/Incentive Plan Compensation Benefits Pension

All Other Compensation

(expanded below)

2016/2017Total

Compensation 2015/2016 2014/2015

Lisa McCullough, Superintendent $ 186,832 - $ 11,137 $ 25,906 $ 6,000 $ 229,875 $ 189,601 $ 187,367

Jody Langlois, Assistant Superintendent $ 142,568 - $ 10,778 $ 19,572 $ 3,600 $ 176,518 $ 165,402 $ 165,957

Brenda-Lee Paul, Director of Human Resources $ 130,422 - $ 9,124 $ 14,226 - $ 153,772

Shehzad Somji, Secretary Treasurer $ 142,568 - $ 10,624 $ 15,551 $ 3,600 $ 172,343 $ 81,117

Peter Jory, Director of Instruction $ 130,422 - $ 10,458 $ 17,834 - $ 158,714

School District 48 (Sea to Sky)

EXECUTIVE COMPENSATION DISCLOSURE

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Summary Other Compensation Table at 2017

Name And PositionAll Other

Compensation SeveranceVacation

payout Leave payout

Vehicle /Transportation

Allowance

Perquisites /other

Allowances Other

Lisa McCullough, Superintendent $ 6,000 - - - $ 6,000 - -

Jody Langlois, Assistant Superintendent $ 3,600 - - - $ 3,600 - -

Brenda-Lee Paul, Director of Human Resources - - - - - - -

Shehzad Somji, Secretary Treasurer $ 3,600 - - - $ 3,600 - -

Peter Jory, Director of Instruction - - - - - - -


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Notes

Lisa McCullough, Superintendent

Jody Langlois, Assistant Superintendent

Brenda-Lee Paul, Director of Human Resources

Shehzad Somji, Secretary Treasurer

Peter Jory, Director of Instruction


12

2017/18 Surplus Allocation5-Oct-17

Partner Group Unrestricted

Surplus 1,289,536$

Equity Fund for Facilities SOGI 30,000$

Residential Construction Program Housing 250,000$ PBL

Re-establish LCS Funding Formula 250,000$

Contingency 500,000$

Atrieve Updates 35,000$

OHS Program/Shared Service 30,000$

Mower 60,000$

SHE Sewer 63,000$

Sick Leave

Tech Reno 20,000$

CSL 10,000$

EA Training 16,000$

District Learning Forums 25,000$

Balance of Surplus 536$

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2017 / 18 F1 Budget Workbooks

Proposed SPED Per Pupil Rate Funding Increase @ 0.48%

EA SS2 2016/17 2017/18

Hours per day 6.5 6.5

Rate per hour 39.37 39.56 0.48%

Days 181 181

46,319 46,542

Prev New HSS DRM PSS WSS LCS BWC BRE GHE MPE MQE SCE SHE SQE SWE VCE Total

Level 3 9,500 9,550 450 550 950 1,100 500 50 - 300 200 50 300 1,000 100 150 50 5,750

Level 2A 13,600 13,670 420 560 280 140 - - 210 140 70 490 - 140 280 70 70 2,870

Level 2B 20,400 20,500 300 1,000 900 500 300 - 700 100 400 900 600 800 800 600 700 8,600

Level 2C 46,400 46,625 225 - 450 - - - 225 675 225 - - 225 - - 225 2,250

Level 1 46,400 46,625 - - - - - - 225 - - - - - - - - 225

1,395 2,110 2,580 1,740 800 50 1,360 1,215 895 1,440 900 2,165 1,180 820 1,045 19,695

Proposed Educational Assistant Standard Cost Increase @ 0.48%


EA - Special Ed (Program) 36.76 36.94 259 - 24 - - 115 - - - - - 262 - - - 660

EA - Special Ed (St Specific 1) 37.89 38.08 325 1,081 977 925 164 52 69 398 775 156 911 486 310 490 195 7,312

EA - Special Ed (St Specific 2) 39.37 39.56 205 361 - - - - 1,797 571 - 778 - 398 774 - 618 5,502

Child & Youth Care Worker 38.60 38.80 - - - - 291 - - - - - - - - - - 291

EA - Library 35.66 35.83 23 78 80 137 - - 31 124 31 31 12 - 46 - - 593

EA - Supervision 34.01 34.17 43 263 22 30 29 15 232 116 181 146 174 164 174 87 - 1,675

Career Program Assistant 37.41 37.59 130 - 16 17 - - - - - - - - - - - 163

Adult Education Assistant 35.64 35.83 - - - - - - - - - - - - - - - -

EA - ELL 36.60 36.78 - - - - - - - - - - - - - - - -

EA - French Language 35.36 35.53 31 - - - - - - - - - - - - - - 31

EA - Science 35.43 35.61 26 - 25 34 - - - - - - - - - - - 85

EA - Teaching Kitchen 37.99 38.18 103 - - - - - - - - - - - - - - 103

EA - Crosswalk 34.24 34.41 - - - - - - - - - - - 18 31 - - 49

1,144 1,783 1,144 1,143 485 181 2,128 1,208 987 1,110 1,097 1,328 1,334 577 813 16,462

Wage Increase: Annualized

May 1, 2017 1.35% 1.08%

July 1, 2017 0.50% 0.50%

May 1, 2018 1.00% 0.20%

May 1, 2018 ESD 0.35% 0.07%

3.20% 1.85%

Benefit Decrease: -2.10% -1.40%

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2017 / 18 F1 Budget Workbooks

School Clerical Funding Increase @ 0.48%


CA - Elementary 38.80 38.99 - - - - - - 323 346 323 323 323 346 346 - 291 2,621

CA - Secondary 38.80 38.99 868 694 482 695 693 - - - - - - - - - - 3,432

CA in Charge - Secondary 40.30 40.50 - - - - - - - - - - - - - - - -

868 694 482 695 693 - 323 346 323 323 323 346 346 - 291 6,053

Proposed School Clerical Standard Cost Increase @ 0.48%


CA - Elementary 38.80 38.99 - - - - - - 254 242 266 280 259 397 279 218 212 2,407

CA - Secondary 38.80 38.99 547 547 432 585 269 - - - - - - - - - - 2,380

CA in Charge - Secondary 40.30 40.50 278 - - - - - - - - - - - - - - 278

825 547 432 585 269 - 254 242 266 280 259 397 279 218 212 5,065

Wage Increase: Annualized

May 1, 2017 1.35% 1.08%

July 1, 2017 0.50% 0.50%

May 1, 2018 1.00% 0.20%

May 1, 2018 ESD 0.35% 0.07%

3.20% 1.85%

Benefit Decrease: -2.10% -1.40%

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Parent & Community Partnership: Authentic Learning Opportunities

Initiatives Working Well: Initiatives to Consider:

Concerns/needs:

• Project based Learning and Inquiry Learning

opportunities • Parent Connections • Community Connections

• Outside play based learning • SOGI Initiatives • Partnerships

- Youth - Senior - Parents

• Parent Partnerships • Connections between PACS

Education Initiatives Initiatives Working Well Concerns / Needs Initiatives to Consider

• Focus on Mental Health • Communicating Student Learning (CSL)

Pilot • Programs of Choice • Trades Apprenticeships • Teacher Learning Teams • Inquiry and other project based learning • Teacher projects

• Specialist teacher availability • Clarifying Aboriginal Ways with

Community • Project Based Learning assessment • More teacher education/support with

CSL pilot • Specialist EAs, - Health, Behavior

• SOGI • More career/University application help • Tracking students post-graduation

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Facilities Planning • Pemberton late bus • Motion activated lights • Water filling stations • Gardens • Makerspaces in schools

• District capacities versus Increasing population

• Safer parking lots (traffic direction, snow removal, etc.)

• Gender Neutral washrooms

• Community Partnerships - Surfaced outdoor track - Expand theater at HSS - Rubber track in Whistler - Neighborhood hubs

• Middle school in North • Outdoor classroom spaces

Other Initiatives Working Well: Concerns/Needs Initiatives to Consider

• Pathways to Learning Education Plan • Authentic Learning/PBL • Curriculum implementation

• Staffing needs -TTOC’s -EA’s -Specialists

• More post-secondary and career education assistance/planning for students

• Housing accommodations

• Garden space / outdoor classrooms • Work experience/Volunteer • Funded speakers

- Mental Health - Sexual Health

17

Allocation of Resources: Priorities for Spending Initiatives Working Well: Concerns/Needs Initiatives to Consider • Gardening and Outdoor Classrooms • Access to more DL classes • Expanding coding and robotic initiatives • Mental Health Supports

• EA Pro-D workshops • Professional Learning for

Makerspace • Mower with snow removal

attachment • Behavior Intervention

• Outdoor gyms • SOGI initiatives • Increase in Snow Clearing Budget

18

2018 / 19 Annual Budget Development ProcessLegend MoE Partner Groups BoE

TASK Role of Group

Item Scheduled Completed Administrative Council (DM) Principals Education Partner

Groups * Finance Committee Board

12018/19 Enrolment Projections to the Ministry

Wednesday, February 14, 2018 Provide 3 year enrolment projections

2Partner Group Input Regarding Priorities for 2018/2019

Wednesday, February 21, 2018 Workshop Style Session at Whistler

Secondary

Workshop Style Session at Whistler

Secondary

3

2018/19 "P1" School & District Budget Spreadsheets

Wednesday, February 21, 2018 Provide Spreadsheets for District Budgets

Provide Spreadsheets for School Budgets to

Principals

4

School Alignment Planning Meetings (Student Projections and Staffing)

Weeks of March 5 - 9, 2018. Each School 2.5 hrs

Review Submit

5 2018/19 Annual Facility Grant Review

Thursday, March 15, 2018 AFG Review

6District Funding Allocations for 2018/19 Announced by Ministry

Friday, March 09, 2018

7

2018/19 "P1" School Budget Spreadsheets Completed

Friday, March 16, 2018 Return Completed Budget

Spreadsheets to Finance

Return Completed Budget


8

2018/19 "P1" School Budget Review

Thursday, April 05, 2018 Working Session to Review the School Services Budgets &

Prepare for 90 Minute Follow up

Meetings

9Review Input Regarding Partner Group Priorities for 2018/2019

Thursday, April 12, 2018 Present, Review & Discuss Input

Present, Review & Discuss Input

10

2018/19 "P2" School & District Budget Spreadsheets

Monday, April 09, 2018 Provide Spreadsheets for District Budgets

Provide Spreadsheets for School Budgets to

Principals

11 School Alignment Follow Up Meetings

Weeks of April 9 - 27, 2018. Each School 90 minutes

Review Submit

12 Budget Development Process

Wednesday, April 11, 2018 Provide Status Report

Review Report Information only

2018 19 Budget Development Process.xlsx 10/5/2017 1:29 PM19


TASK Role of Group



13 2018/19 Annual Facility Grant Bylaw

Wednesday, April 11, 2018 Recommendation to Board

Board Approval

14 2018/19 School Funding Allocation System

Thursday, April 26, 2018 Working Session to Review

152018/19 Special Purpose Fund Allocations to District & School Budgets

Thursday, April 26, 2018 Working Session to Review

16

2018/19 "P2" School and District Departmental Budget Spreadsheets Completed

Friday, April 27, 2018 Return Completed Budget


Return Completed Budget


17

Review Input Regarding Partner Group Priorities for 2018/2019

Wednesday, May 09, 2018 Review Education Partners'

Presentations and Confirm Broad

Guidelines

Review Education Partners'

Presentations and Confirm Broad

Guidelines

18 2018/19 3rd Quarter Financial Review

Wednesday, May 09, 2018 Review Report

19 2018/19 School Funding Allocation System

Wednesday, May 09, 2018 Review Recommendations

202018/19 Special Purpose Fund Allocations to District & School Budgets

Wednesday, May 09, 2018 Review Recommendations

21

2018/19 "P2" School & District Budget Review

Thursday, May 10, 2018 Working Session to Review the

Consolidated District and School Budgets

22 Five Year Capital Plan Thursday, May 31, 2018 Review

23

Year End Financial Process (Current notice sent to schools by Tamsin)

Start June 2, 2018

24Five Year Capital Plan Resolution adopting Capital Plan Submission

Wednesday, June 13, 2018 Board Approval

25 2018/2019 Budget Bylaw Wednesday, June 13, 2018 Recommendation to Board

Board Approval

26 Review Budget Development Process

Thursday, July 12, 2018 Review



TASK Role of Group



27

OLEP French Program Financial Report & Evaluation, MOE Form (FP01-SD) due

Tuesday, July 31, 2018 Asst. Sec.-Treasurer, French

Immersion Coordinator, Assist.

Supt.

28 Targeted AbEd Funding Variance Letter to MoE

Tuesday, July 31, 2018 Secretary-Treasurer

29

2018/2019 School & District Surplus/Deficit Report provided to Admin Council

Thursday, August 30, 2018 Asst. Secretary-Treasurer Review

302017/18 Year End Financial Statements

Thursday, August 30, 2018 Review Year End Financial

Statements

31 2017/18 Year End Financial Statements

Wednesday, September 12, 2018 Recommendation to Board

Board Approval

322018/19 "F1" School Budget Spreadsheets

Monday, September 10, 2018 Provide Spreadsheets for School Budgets

33

2018/19 "F1" School Budget Spreadsheets Completed

Monday, September 17, 2018 Return Completed Budget


34 2018/19 "F1" School Budget Spreadsheets

Wednesday, September 19, 2018 Review

35 Thursday, September 20, 2018 Share Info with SSTA per MOU

36Data counts for funding purposes complete

Friday, September 28, 2018 Collated at District office and submitted

to Ministry

Submit to District office

37LIF - Support Staff Approval for Oct 15th Submission to MoE

Thursday, October 04, 2018 Review

38 Review Budget Development Process

Thursday, October 04, 2018 Review

39 2018/19 Budget Development Process

Wednesday, October 10, 2018 Review Report Information only

40LIF - Support Staff Approval for Oct 15th Submission to MoE

Wednesday, October 10, 2018 Recommendation to Board

Board Approval

41 LIF - Support Staff Submission to MoE

Monday, October 15, 2018



TASK Role of Group



42

2018/19 Finalized Targeted Aboriginal Education Funds

Monday, October 29, 2018 Review District Principal - Aboriginal Education

provides Recommendations

After Consultation with First Nations Targeted Funding Representatives

43Prep Enrolment summary snapshot of Sept 30

Thursday, November 01, 2018 Working session to review enrolment

44

2018/19 "F1" School & District Budget Review

Thursday, November 01, 2018 Working session to review School

Funding Allocations & District Budgets

45 Enrolment summary snapshot of Sept 30

Wednesday, November 07, 2018 Review Enrollment Information only

462018/19 Finalized Targeted Aboriginal Education Funds

Wednesday, November 07, 2018 Recommendation to Board

Board Approval

47 2018/19 "F1" School & District Budget Review

Wednesday, November 07, 2018 Review Recommendations

48


Working session to review the

consolidated district and school budgets


Wednesday, December 12, 2018 Review Recommendations

50

2017/18 "F1" School Budgets

Wednesday, December 12, 2018 Email confirmation of F1 Budgets

approved by the Board

512018/19 MoE Recalc & Holdback Funding Announcement

Monday, December 17, 2018

52 MoE Recalc & Holdback Review

Tuesday, January 09, 2018 Review MoE Recalc & Holdback Release

53


Tuesday, January 09, 2018 Working Session to Review the

Consolidated District and School Services

Budgets

54 MoE Recalc & Holdback Review

Wednesday, January 10, 2018 Review Recommendations


Wednesday, January 10, 2018 Review Recommendations



TASK Role of Group



56

2018/19 2nd Quarter Expenditure Report (incl. year to date SPF Surplus / Deficit)

Thursday, January 25, 2018 Review 2nd Quarter Expenditure Report

57

2018/19 Review SPF Funding and Allocations to Schools

Thursday, January 25, 2018 Working session to review SPF Funding and Allocations to

Schools

58

Added September 2015 - Audited PSAB std - currently for land not in productive use - Liability for Contaminated Sites.

Thursday, January 25, 2018 Review land inventory for

potential contamination

issues. Assess and document any

liability

59 Amended Annual 2018/19 Budget Bylaw

Wednesday, February 14, 2018 Recommendation to Board

Board Approval


school district no. 48 (sea to sky) finance … 17, 2015 · in balancing external competitiveness...

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