Following are some frequently asked questions about the PUSD budget. New information will be added weekly. For questions or comments, please email publicinfo@pleasanton.k12.ca.us.

(Posted January 30, 2009)

What cost-of-living increase have employees received over the past few years?
How have benefits increased over this period of time?
Where do our employees live?
If the District has a $1.5 to $2 million budget roll-over cost every year, why hasn’t it been necessary to make reductions in previous years?
Why will PUSD still have a summer school program?
What is the layoff process for school employees?
Does the District lose money because of absences?
What will the federal stimulus package do for Pleasanton Unified?

What cost-of-living increase have employees received over the past few years?
In a typical year, the state would provide a cost-of-living adjustment (COLA) to school districts.  Pleasanton Unified and our employee associations negotiate any adjustment to the salary schedules.  This increase may be the same as or more or less than the COLA received.

The following cost-of-living increases were added to the salary schedules for certificated, classified, and management employees.  Note that in 2007/08, the certificated unit negotiated a 0.738 % lower COLA in order to help fund $500,000 towards elementary science prep periods.

How have benefits increased over this period of time?
Our certificated and management employees pay for health benefits themselves, out of the salary that they receive if they choose to participate.  They do not receive any additional benefits over and above the salary.  Full-time classified employees who take medical benefits receive about $694 per month in addition to their salary to help pay for benefits. 

Over the past several years, the cost of health coverage has increased.  Below is a chart that shows the rates and year-over-year increases for two of the available two-party plans.  Note that the increase in medical plan costs has exceeded the cost-of-living adjustments granted thus decreasing the employees’ take home pay.

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Where do our employees live?
Most PUSD employees live in Pleasanton or one of the surrounding cities.  45% of certificated employees; 73% of classified; and 34% of the management team live in Pleasanton.  When adding in the towns of Livermore, Dublin, and San Ramon, nearly 80% of our employees overall are Tri-Valley residents.

If the District has a $1.5 to $2 million budget roll-over cost every year, why hasn’t it been necessary to make reductions in previous years?
PUSD has made reductions when revenues have decreased and/or expenses have increased.  Last year with a zero COLA, the board cut $2,000,000 in expenses to ensure a balanced budget.  Please see last week’s FAQs for details on these reductions.

In recent years, PUSD has experienced fairly consistent growth.  Additional students bring in additional revenue which helps meet the rollover costs.  In addition, when a COLA is received from the state, the entire amount may not be granted as a salary increase to employees.  As necessary, the District enacts efficiency measures such as reducing department budgets and leaving unfilled positions open.  Also, we have had the ability to use our reserves (the amount over the required 3%) to help get through leaner years.

Why will PUSD still have a summer school program?
The summer school program contributes money to the General Fund.  The cost to run the program is less than the amount of money we receive from the state for students enrolled in the program.  In the past, PUSD has been able to offer a rich program, with smaller class sizes and access to library service.  This year, the program will be more limited in order to maximize the financial benefit to the District.

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What is the layoff process for school employees?
The layoff procedures that school districts are required to follow are governed by the California Education Code. The procedures differ for our "Classified" and our "Certificated" employees. Classified employees are those that are not required to have a specific credential in order to perform their jobs. This would include clerical staff, custodians, classroom aides, etc. Certificated employees are those that are required to have a state-issued credential in order to perform their jobs. This would include teachers, counselors, psychologists, speech and language therapists, and administrators. The layoff procedures in the Education Code can get very detailed and a bit complex, but following is a brief overview of the process:

Classified Employees
A 45 day notice is required before an employee can be layed off from their position. Employees with the least seniority in the particular job classification that is being reduced are the first to be layed off within that classification. Employees who are layed off are placed on a 39 month rehire list and are brought back in reverse order of layoff (i.e. the last to be layed off is the first to be brought back.)

Certificated Employees
Certificated employees need to be given notice by March 15th if they might potentially be layed off for the following school year. This notice is called a preliminary layoff notice. A second notice is required by May 15th to be given to all employees who are actually going to be layed off. Seniority and credentialing determine the order of the layoffs. For example, a teacher with the least seniority in a particular teaching credential area that is being reduced is the first to be layed off.  Certificated employees who are layed off are placed on a 39 month rehire list and are brought back as positions are reinstated in the reverse order of the layoffs. That is, the last to be layed off is the first to be brought back within the area they are credentialed to teach.

Does the District lose money because of absences?
PUSD receives revenue based on our Average Daily Attendance (ADA), not the number of students we have enrolled.  Any absence, whether excused or unexcused, decreases the amount of revenue that comes to us, about $45 - $50 per student absence per day.  Last year, the total revenue lost for all student absences was about $3 million.  Some of these are unavoidable—students should not attend school if they are sick.  The District asks families to try to avoid scheduling appointments or vacations on school days.  For scheduled absences that are five days or longer, a student may get an approved independent study contract before he/she leaves.  If the work outlined in the contract is turned in and complete when the student returns, the District will get paid as if the student were at school during that time. 

What will the federal stimulus package do for Pleasanton Unified?
The entire budget picture is changing rapidly.  District staff is carefully watching what is happening at both the state and federal level.  As of this writing, it appears that PUSD would receive some benefit from the federal government, but we do not have details as to the amount and any restrictions on these funds.  Any funds received from the stimulus package would be one-time money.  Everyone is encouraged to watch this website for current information.

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