Budget: Projected State Shortfall Affects NBISD
As New Braunfels ISD begins the budget process for 2011-12, officials are joining other districts in the state in looking at cuts as the state of Texas looks at a projected $27 billion budget shortfall. Superintendent Randy Moczygemba has been meeting with district employees to discuss the budget outlook. A recording of one of the budget presentations is currently running on Cable Channel 98 on the Time Warner system at 5 a.m., 9 a.m. , 1:30 p.m., 5 p.m. , and 8 p.m.
Contact Your Legislators

Legislative Committee Assignments 

Lawmakers representing Comal County
For more information about the 82nd Legislature link

State Rep. Doug Miller

District: 73
Capitol Office: EXT E1.314
Capitol Address: P.O. Box 2910 Austin, TX 78768
Capitol Phone: (512) 463-0325
District Address: 387 W. Mill Street New Braunfels, TX 78130
District Phone: (830) 625-1313

State Sen. Jeff Wentworth

District: 25
Capitol Office: CAP 1E.9
Capitol Address: P.O. Box 12068, Capitol Station
Austin, TX 78711
Capitol Phone: (512) 463-0125
District Address: 925 North Frost Center,, 1250 N.E. Loop 410
San Antonio, TX 78209
District Phone: (210) 826-7800

Frequently Asked Questions
1)  Q When will NBISD adopt the 2011-12 budget?
NBISD must adopt a budget by July 1, 2011.
2)  Q Where does NBISD get its money for operations and salaries?
Funding for schools in Texas comes from multiple sources – local (property taxes), state (Foundation School Program composed of state taxes, fees, and sales and franchise taxes), and federal funds (Title funds earmarked for special programs).
3)  Q How much is the NBISD budget and how much of the budget is comprised of salaries?
This year's budget was about $53 million. More than 84 percent of the budget is comprised of salaries.
4)  Q How much of a budget shortfall is NBISD expecting?
Based on state funding projections, NBISD is expecting to have approximately a $7.6 million shortfall.
5)  Q What are campuses and departments doing to prepare for the budget shortfall?
Campuses and departments are developing budget priorities based on 15 percent less funds than current year budget. This can include supplies, materials, and positions. Priorities can be added back if projected financial cuts change.
6)  Q What is the difference between a term contract and probationary contract?

Probationary Contracts - All certified professionals and nurses who are new to a district or who have not been employed by the district for two consecutive years after August 28, 1967, must be employed under a probationary contract during their first year of employment (TEC §21.102(a)).

A probationary contract gives the district an opportunity to evaluate a new employee and end his or her employment without the legal rigors and expense that other types of contracts require. A probationary contract can be terminated by the district at the end of its term without good cause, a due process hearing, or the right to appeal. However, the district must provide an employee whose probationary contract is being terminated with written notice of the board's decision to terminate the contract 45 days before the last day of instruction. For experienced personnel who are new to the district and have been employed in public education for at least five years of the eight years preceding district employment, the probationary contract cannot be more than one year. After one year, the district must decide either to terminate the contract or offer the employee a term or continuing contract. For less-experienced personnel, the probationary contract can be extended each year for three years with an option to extend the contract to a fourth year if the district is in doubt about giving the individual a term or continuing contract (e.g., lacking certification or performance issue). By local policy, the board can require a one-, two-, or three-year minimum probationary period for all new hires with less than five of the last eight years of experience.

Term Contracts
If a probationary contract employee completes his or her probationary period and remains employed by the district, Chapter 21 of the Texas Education Code requires the district to issue a term or continuing contract. The words "term contract" mean a contract of employment between a school district and a teacher that is set for a fixed term. "Teacher" includes superintendent, principals, classroom teachers, counselors, nurses, or other full-time professional employees who are required to hold a certificate.

A Chapter 21 term contract can be nonrenewed at the end of its term for reasons defined by the board in policy, with timely written notice 45 days before the last day of instruction, and with the right to a hearing and appeal. Otherwise, term contracts must be renewed and reissued each year or at the end of each term if the contract is longer than one year.

Other Contracts for Noncertified Personnel
Chapter 21 dictates the contract renewal and nonrenewal rights of certified educators and nurses. Noncertified employees may also be employed using term contracts; however, Chapter 21 does not apply and all rights are determined solely by the terms of the employment contract itself. The model contract for noncertified personnel specifically states that the employee has no rights to continued employment beyond the term of the contract and that the district can choose not to renew the contract for any reason.

7)  Q If I lose my job because of budgetary cutbacks, will I be eligible for unemployment compensation?
According to Board Policy CRF, employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service.
8)  Q If my contract is not extended due to the budget situation, when will my health coverage expire and what are the specifics about COBRA?
Teachers currently covered by the District's health plan that complete their employment contract for the 2010-11 school year will be covered under the District's Blue Cross / Blue Shield plan through August 31, 2011.

BC/BS will notify individuals that become COBRA eligible. COBRA coverage would then be available for 18 months beginning August 1, 2011. Payments for the COBRA coverage become the responsibility of the individual and are billed at the full cost of the coverage, plus 2%. This total rate will be the sum of the District Contribution and the Employee Cost plus the 2%. For example, TRS Active Care (Employee Only) the estimated rate for COBRA coverage would be as follows. District Contribution $291.53, + Employee Contribution $104.47 = $396.00. The total monthly rate would then be $396 + 2% ($7.92)= $403.92.

Send your questions to nbisdinfo@newbraunfels.txed.net

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