It seems like a lot to wrangle, but having the right tools and processes in place can significantly reduce the time and effort involved — and help you avoid any fines or penalties.

In this webinar replay, Nanne Finis, Chief Nurse Executive, UKG, and Paige Peeters, Solutions Consultant, UKG, explore the challenges of the federal vaccine mandate and explain how your organization can use technology to:

• Efficiently track who’s vaccinated and who isn’t, who tests positive or negative, who’s eligible for a booster shot, and more
• Easily update policies and track acknowledgements
• Ensure employees have met vaccination requirements before clocking in
• View customized reports and dashboards related to vaccine status and testing

While it’s still uncertain how the details of the federal mandate will be executed, the time is now to get ahead of the requirements. Complete the form to watch now!

While these solutions work at a transactional level, they lack critical HR functionality that can leave out — and often hinder — strategic human resources and labor planning. By implementing a centralized technology approach, school districts can improve productivity, better manage labor budgets, and create a seamless, user-friendly experience for employees from hire to retire.

Outdated back-office technology is costing districts more than just time, dollars, and lost grant monies — it’s costing them their people and negatively impacting student success.

UKG surveyed more than 200 central office administrators in K-12 public schools across the U.S. to explore the extensive and lasting impacts of COVID-19 throughout the 2020-21 school year and better understand the critical role of back-office technology in creating a more desirable, technology-enabled work experience for educators and staff.

Teachers, support staff, and other employees are a school system’s most valuable assets. Day in and day out, they work long hours to ensure that all students are safe, supported, and well educated. However, this human capital is also quite costly, as payroll and benefits make up the vast majority (70% to 90%) of school district budgets.

Keeping employees happy is essential to retaining them and getting their best effort. But achieving this goal while also managing expenses can be challenging. How can school districts retain employees while keeping costs down? It starts with better human capital management (HCM). This white paper explains what a total approach to HCM entails and how school systems can benefit from this strategy.

We all know about labor laws and how you are required to pay hourly workers overtime when they work 40 hours or more.  We also know about FMLA, and how employees’ jobs are protected while they are on medical leave.  However, in school districts, given the uniqueness of our industry, how employees are paid, and the many jobs they work, labor compliance and grant tracking can prove quite difficult without the right management tools in place.

School districts rely on their teachers and staff to keep their students safe, supported, and educated. But who is taking care of them? The ‘human capital’ of a school district is extremely important. It’s also costly. How do districts retain employees while keeping costs down? It starts with better human capital management. From hire to retire, employees are your most valuable asset. Don’t lose them to cuts and lay-offs due to a lack of opportunity for efficiencies with the absence of an automated solution. Hear from Cherokee County Schools as they explore topics such as:

ERP Gaps

• Need a handle on position control. Know how many positions and what you are paying them.
• The life cycle of an employee plays an important role in the overall success of a school district. The onboarding experience should be a seamless integration for the new employee into the district.
• Hiring is not as simple as finding the right candidate. Many factors are involved including looking at the diversity of your staff. HCM can support these efforts.

Communication/Collaboration

• “Aligning People, Processes, & Technology” means everyone has to be on the same page.
• If decisions are being made without the facts or in different systems, how can you be sure it’s the right decision?
• Fiscal responsibility doesn’t only fall on Finance’s shoulders. Working together to secure the right solution to meet all needs is critical.

Employee Experience

• Compliance with policies; no “one-offs”. Manage your policies; if they aren’t working, change them.
• Good onboarding and offboarding experience (hire to retire)
• Self-service
• Pay them accurately and on time

We never thought it would happen. Many schools across the country being closed for the remainder of the school year. Naturally this caused a lot of pain as districts scrambled to get employees set up for telework where possible. Managing the remote workforce became a major hurdle for those districts without telework policies and procedures in place. In this session you’ll learn how innovative school districts used modern tools to track and account for time worked during the recent school closure.

As school districts look to the future and all the ways policies and procedures will change, one constant will remain – compliance with labor laws. Now more than ever, school leaders are faced with the realization that modernizing technology is key to getting the most out of funding as possible. Join us for this information packed session that includes topics such as grant tracking and reporting, staying in compliance with employee driven transactions, and PAR (Personnel Activity Report) reporting.

This past year has been challenging for K-12 districts. The day-to-day uncertainty and pressure felt by school leaders has been an adjustment for everybody.

Now more than ever, schools must be agile enough to adapt to these new challenges while optimizing their resources to maintain budgets. At UKG (Ultimate Kronos Group), we are dedicated to you, K-12. We’ve worked directly with districts to better understand your technology needs and have identified the true power of a robust, streamlined human capital management (HCM) solution. An all-in-one, K-12 focused solution can eliminate manual processes and deliver efficiencies you can leverage to better deliver on your district’s core mission.

Your administrators and staff deserve more from your HR and payroll system, which is what the UKG for K-12: Time for School Plus solution offers.

This informative webinar featuring industry and product experts will explore:

• The efficiency and productivity benefits of a seamless HCM solution vs. the traditional ERP
• How UKG for K-12: Time for School Plus was designed to meet everyday K-12 needs
• A tour of the UKG solution with a focus on onboarding, certification tracking, and allocations

This past year has been challenging for K-12 districts. The day-to-day uncertainty and pressure felt by school leaders has been an adjustment for everybody.

Now more than ever, schools must be agile enough to adapt to these new challenges while optimizing their resources to maintain budgets. At UKG (Ultimate Kronos Group), we are dedicated to you, K-12. We’ve worked directly with districts to better understand your technology needs and have identified the true power of a robust, streamlined human capital management (HCM) solution. An all-in-one, K-12 focused solution can eliminate manual processes and deliver efficiencies you can leverage to better deliver on your district’s core mission.

Your administrators and staff deserve more from your HR and payroll system, which is what the UKG for K-12: Time for School Plus solution offers.

This informative webinar featuring industry and product experts will explore:

• The efficiency and productivity benefits of a seamless HCM solution vs. the traditional ERP
• How UKG for K-12: Time for School Plus was designed to meet everyday K-12 needs
• A tour of the UKG solution with a focus on onboarding, certification tracking, and allocations

We never thought it would happen. Many schools across the country being closed for the remainder of the school year. Naturally this caused a lot of pain as districts scrambled to get employees set up for telework where possible. Managing the remote workforce became a major hurdle for those districts without telework policies and procedures in place. In this session you’ll learn how innovative school districts used modern tools to track and account for time worked during the recent school closure.

As school districts look to the future and all the ways policies and procedures will change, one constant will remain – compliance with labor laws. Now more than ever, school leaders are faced with the realization that modernizing technology is key to getting the most out of funding as possible. Join us for this information packed session that includes topics such as grant tracking and reporting, staying in compliance with employee driven transactions, and PAR (Personnel Activity Report) reporting.

Even with an automated substitute management system in place, there’s still room for better accuracy and accountability of subs. Greater visibility comes from data collected on both the substitute and the person they are filling in for. Knowing who is on-premise, which funding source the sub should be paid from, and whether or not they are actually working the same hours as the teacher or staff’s schedule can be achieved when interfacing your sub-management system with Kronos.

Join this webinar to learn how an automated integrated workforce and sub-management system can best manage the who, what, and where of substitute management.

Employee engagement in the K-12 space is an issue that every school and district must grapple with.

Simply put, engagement encompasses the commitment, involvement and passion that an employee brings to their work. It touches everyone—teachers, custodians, bus drivers, food service workers, frontoffice personnel—and the consequences directly affect the performance and achievement of students.

For example, students intuitively know when a teacher is just going through the motions, without caring about them or their progress. Students will steadily lose interest in learning, become discouraged and unmotivated. But this danger is not restricted only to classrooms. It can flare up anywhere in the school:
• custodians who don’t take pride in their job
• administrators who become careless about their responsibilities
• bus drivers who call in sick repeatedly

Saving time, improving efficiency, and ensuring compliance with labor laws are all common benefits of an automated workforce management solution. But did you know the right solution, when used by savvy K-12 leaders, also can save schools money and improve student outcomes?

Data-driven decision making has become a standard practice in K-12 school systems today. As more school district functions become automated, K-12 leaders are able to collect all kinds of information to help them make better decisions that lead to significant improvements.

Most K-12 leaders are familiar with using data to plan and target instruction more effectively. But they might not be aware of the many ways that tracking and analyzing employees’ time and attendance data can reveal key trends and insights as well. Equipped with this information, school district leaders can make more informed staffing and policy decisions that save money, improve efficiency, and even lead to better teaching and learning.

Here are some important ways that analyzing time and attendance data can help K-12 leaders make smarter decisions for their schools.
 

Billions of dollars in funding is allocated to school districts across the United States each year through federal grants and child nutrition programs. But accounting for the labor costs involved in grant-funded activities can be fraught with difficulty.

This white paper examines why tracking and reporting special activities labor is important, the challenges involved in doing this accurately—and how an automated workforce management solution can help schools meet these challenges much more effectively.
 

Data-driven decision making has become a standard practice in K-12 school systems today. As more school district functions become automated, K-12 leaders are able to collect all kinds of information to help them make better decisions that lead to significant improvements.

Most K-12 leaders are familiar with using data to plan and target instruction more effectively. But they might not be aware of the many ways that tracking and analyzing employees’ time and attendance data can reveal key trends and insights as well. Equipped with this information, school district leaders can make more informed staffing and policy decisions that save money, improve efficiency, and even lead to better teaching and learning.

Here are some important ways that analyzing time and attendance data can help K-12 leaders make smarter decisions for their schools.