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The Effects of Inefficiencies on School Administrators

When you think about inefficient processes, you might think of the implications for your department or even student learning, but what about the impact on you?

What would your day-to-day look like if you could make inefficiencies a thing of the past? With only so many hours in a day, you need to be able to make the most of your time — not only for the sake of your district, but also for your own sake.

A few resources to help get you started:

 

Moving Toward Action: Cultivating a Diverse Teacher Workforce

Time after time, study after study, research has shown that a more diverse teacher workforce positively impacts student outcomes. But students of color aren’t the only ones who benefit — diverse teachers and leaders can serve as positive role models and challenge stereotypes for all students.

But the teacher pool and new educator pipeline don’t accurately reflect the demographics of our society, and many school districts find it challenging to increase the diversity of their teacher workforce. In a recent Field Trip podcast, Dr. Searetha Smith-Collins, book author and former Chief Education Officer, spoke about why workforce diversity in education is so important and three ways schools can move from talking about inclusive hiring practices toward putting them into action.

1. Approach Diversity With Systemic Thinking

In our conversation with Dr. Smith-Collins, one thing is crystal clear: tackling systemic problems requires systemic thinking. Every system is perfectly designed to get the results it gets, and this is true of school systems as well. Equity has been an issue in education for decades; the disparities in student outcomes are not new. Making change, fighting systemic racism, and creating the kind of environment that attracts a diverse workforce requires a district-wide commitment to inclusivity and equity throughout the district.

Dr. Smith-Collins notes that, when seeking to recruit educators from communities of color, “You’re really looking at ways that you could entice people to become a member of your district that would meet their needs as well as yours.” It’s not just about recruiting from historically black colleges and universities (HBCUs) – though that is a worthwhile tactic – it’s also about making sure that your district fulfills the needs of potential applicants and makes sure that they are supported, heard, and valued.

Some districts approach enhancing inclusivity and equity through Grow Your Own programs, which elevate gifted paraprofessionals of color and enable them to become certified teachers.

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[Podcast] Grow Your Own Teachers

2. Develop Initiatives Based on Empathy and Understanding

If your goal is to have a more diverse teacher workforce, it’s not enough to focus on tactics for recruiting more teachers of color. Your organization also needs to be a place where educators of all ethnicities and backgrounds feel that their needs are fully met. It’s crucial to take a deeper look into how the district could be structured to more effectively support and retain a diverse teacher workforce. Doing so requires putting yourself in teachers’ shoes and having empathy for what educators of color may experience.

Dr. Smith-Collins relates that, as an educator, she was sometimes the only person of color teaching in a school – which was “a very lonely place to be. . . . When teachers are isolated, that’s very difficult. And I know that it’s very difficult for districts to recruit people of color when they are going to be isolated. So that has to be a consideration, that it’s not okay just to hire a few and place them here and there so that they’re the only one.”


“When teachers are isolated, that’s very difficult. And I know that it’s very difficult for districts to recruit people of color when they are going to feel isolated.”


One way to counteract feelings of isolation is to identify strategies for educators of color to network and share their experiences. Dr. Smith-Collins suggests that districts with little diversity should be sure to give those educators opportunities to go to conferences where they can meet with other educators of color, for example, or try what one district did:

“They have a group where they allow once a month for all the black males in the district to get together to talk and share their experiences and really to bond with one another and find comfort. And one administrator talked about, he was called to the meeting and thought, “Oh no, another meeting.” But he walked into the meeting and saw 25 other black males there. And that they were having that opportunity to get together to support one another. So just sharing an example like that would be kind of comforting, I think, to a person of color, and you think, ‘Wow, this district is really sensitive and understanding of my potential needs. I like that. I might want to work for them.’”

However, it’s also important to focus on overall school culture and climate as well. A positive environment for every teacher is one where all of the people are welcoming, inclusive, and culturally competent.

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3. Do the Work, Don’t Play a Numbers Game

Our #1 takeaway from the podcast is that a truly diverse teaching workforce isn’t about hitting a certain metric. It’s about having the school setting reflect the beautiful diversity in our country and society. Dr. Smith-Collins says, “It’s not a numbers game. It’s a matter of understanding that everyone should be present. Everyone should have voices in what we are trying to teach and what we’re trying to learn.”

She says that what she hopes to see in school systems is that workforce diversity is no longer seen as “such a challenge” but as a natural state of being: that inclusivity is “something that we do naturally when we go about our hiring and our practices and our school districts, it’s just a natural thing that we do to make certain that we’re trying to find any and every opportunity to hire people of color, people who are different in any way that will enrich our environment and enrich our experience for teaching and learning. If we can get to that point, this won’t be such a challenge. We won’t miss the boat. It’s just a part of doing business. And that’s what my hope is, that we finally can dispel the idea that it’s such a challenge and such an issue to find these people. We’re here, people are here. They’re available if we know how to support them, how to work with them, how to elevate them, how to empower them.”

 

5 Principles for Decision-Making Using K-12 Talent Data

 

 

In recent years, districts and states have made great strides in both the implementation of K-12 data tracking systems and more strategic approaches to human capital management (HCM).

The trick that remains is marrying the two: creating K-12 HCM systems that strategically leverage data to tell a sophisticated story and lead to smarter human capital management decisions.

The right lens on human capital management data could turn the tide on teacher recruitment and retention.

While there is so much data available to districts, it’s easier said than done to combine all of that data and view it through the right lens. But given how important teachers are to student achievement — especially when competition for high quality educators is so fierce and the need to address student learning loss is so great — it’s imperative that district leaders start to think holistically about the ways they manage talent.

A Frontline Research & Learning Institute white paper explored lessons from the last few decades and potential lessons to unlock the power of talent data for better HCM decision-making. Here are five simple principles to keep in mind when using data to drive your HCM strategy.

1. All data is not necessarily useful or relevant.

When it comes to K-12 talent data, it’s easy to lose sight of the forest through the trees. Most likely, you have more data points to collect and analyze than you need. So determine ahead of time – what data is relevant, what will it tell you, and how will you act on it?

What’s important in one school district could vary greatly from another. Think about what you want to accomplish with your human capital management program, and start there. Determine a handful of key performance indicators (KPIs) that will capture a snapshot of your progress towards your HCM goals. If you’re using SMART goals — Specific, Measurable, Achievable, Relevant, and Time-Bound — you’ll have an easier time discerning what data is most relevant for your KPIs.

Don’t let the sheer volume of data keep you from focusing where you need to.

[ctt template=”9″ link=”2b481″ via=”no” ]Don’t lose the forest through the trees – 5 ways to use K-12 HCM data:[/ctt]

2. The translation of data into action requires thoughtful planning, training and practice.

Just having data won’t make a difference. Acting on your relevant data (as defined above) takes thoughtful planning, collaboration with other key decision-makers – and lots of practice!

K-12 talent decision-making processes should be oriented toward specific, shared understanding of outcomes – what results are we looking for? What decisions will we make based on what we see? Getting all key department leaders to collaborate around the goals and expectations will lead to better HCM decision-making based on your talent data.

3. The data that is collected must be trusted.

Again, collaboration among key stakeholders is key so that the data that will be used is not called into question once it’s decision-making time. When conducting teacher evaluations, for example, strive to make the process as transparent and collaborative as possible, and give teachers access to their own evaluation history, so they can easily see — and demonstrate — their own professional growth.

Educators also must perceive the data as honest and accurate in order for it to be impactful. They must also feel that the data collected won’t be used against them. Remember, people are what matters most; data collection is meant to support your teachers, not push them out the door.

4. Data collection and use must be part of an iterative cycle.

Testing hypotheses. Measuring outcomes. Making course adjustments.

That iterative cycle is key when it comes to smarter use of K-12 talent data to drive HCM decisions. With data, we can determine what we think the outcome will be, measure it and then make small adjustments for a big impact based on what we learn.

Tools like benchmarks are already built into some K-12 talent data systems, allowing you to not only measure your progress against yourself, but to also see how you compare against other districts. Now that’s some perspective!

5. Data systems must be flexible.

Disconnected K-12 talent software can turn the work of collecting and analyzing data into a web of confusion. By breaking down barriers between systems, you’ll easily draw connections across various areas of your human capital management – from recruiting and hiring, to employee absences, to professional learning and evaluations.

Connected data helps you maintain flexibility to focus on what matters most: the data that will enable smarter HCM decisions that support your educators.


Want to learn more about how the right data can drive strategic human capital management in K-12?

Take a Look  

Talk Data to Me: Declining Student Enrollment

Schools have had to face many new challenges in response to the coronavirus pandemic. While the vaccine rollout may signal the coming end of the pandemic – and the end of some of those challenges – there is one issue that the vaccine will not remedy: declining enrollment. As reported in places from Virginia and Georgia to Minnesota, Arizona, and others, public schools are seeing declines in enrollment that have human resource and budgetary implications. Most of these publications imply that the pandemic is to blame for these declines in enrollment. But is that really the case? Let’s take a look.

We took advantage of the exciting capabilities of 5Sight®, one of five solutions offered by Forecast5 Analytics, now a part of Frontline Education. 5Sight enables districts to leverage prebuilt datasets and built-in analytic tools to generate customized perspectives on organizational, financial, and student-related trends, as well as benchmark peer performance. 5Sight is built on a state-by-state basis using state Department of Education, National Center for Educational Statistics (NCES), and related data.

Take a look at enrollment changes at the district level for districts labeled by NCES as a “Regular Local School District” over the most recent 10-year period (2009-2019). Figure 1 shows the percent change in enrollment for each district across the county. Only districts that had data for both years have been included.

Figure 1: District Enrollment Trends: All Students

A quick glance at the map would reveal an overwhelming majority of districts have experienced a drop in enrollment. In fact, enrollment did decline nationally about 0.33%. However, a deeper dive into the data shows that enrollment trends differ greatly by location. Table 1 below breaks down enrollment trends using NCES-defined Locale categories.

Public School Districts

Enrollment declined across each district category defined as “Rural” and “Town.” The largest percent change was seen in “remote” and “distant” rural districts, where enrollment dropped more than 6%. While there was an overall decrease in districts located in cities, the decrease only occurred in large cities. “Mid-size” and “small” cities saw enrollment increases. Likewise, all three sub-categories of the “Suburb” locale saw enrollment increases. Though there was an overall enrollment drop nationally, enrollment trends differ dramatically based on the district location.

Why is public school enrollment decreasing?

It’s clear: there was a general decrease in public school enrollment over the past 10 years. But why? Aside from declining birth rates, the growth in charter schools is certainly one reason. Over the same period, if you look at districts labeled by NCES as an “Independent Charter District,” you can see that enrollment increased in these districts by 80%. Further, enrollment in each NCES Locale category saw dramatic enrollment increases. Again, only districts that had data for both years are included here.

Independent Charter Districts

Changes in enrollment numbers can have a ripple effect throughout a school district, but it’s not enough to just examine the overall enrollment number trend. Who the students are matters, too, regardless of an increase or decrease in the total. From 2009 to 2019, enrollment of students who qualify for Free or Reduced Price Lunch (FRPL) services increased by 134%. This is traditionally the most vulnerable student population and, as a result, may require more resources from the school district in the form of additional services and specific personnel.

Figure 2: District Enrollment Trends: FRPL Students

What you can do

The general discussion regarding enrollment drops may be misleading. Perhaps a better conversation to have is about how enrollment is changing. How has student enrollment changed in your district? How might this change affect hiring decisions and budget allocation?

Here are some resources to help as you seek to meet every student’s needs in your district:

 

While the national data from NCES lags, 5Sight data from state departments of education is available for 2020, and in some cases for 2021, allowing you to begin to assess even more clearly the impact of the pandemic on enrollment. This includes visibility into enrollment declines and student movement between districts and between charter schools.

Are you interested in assessing district trends or benchmarking your performance — enrollment, finances, student achievement, staffing, and more — against peer districts within your state? 5Sight from Forecast5 Analytics gives you a big-picture perspective so you can make data-driven decisions more quickly and confidently. And if you’re seeking to reevaluate boundaries, reassess school capacities, or determine optimal programming locations due to enrollment shifts, check out 5Maps, a geovisual analytics tool also from Forecast5 Analytics. forecast5analytics.com

5 Critical Steps to Providing Meaningful Professional Development

Guest post by Jennifer Wise, Instructional Services Specialist and Title III Coordinator, Lexington School District Two

As educators seek to refine practices and improve student achievement, it is important for educational leaders to provide access to high-quality professional development that offers a timely response to needs. Whether that professional development addresses the unique needs presented by the COVID-19 pandemic or broader trends developing in education, each learning opportunity demands thoughtful consideration to ensure it is the most appropriate option to support teacher growth.

Leaders should analyze situations, collaborate with key stakeholders, and evaluate anticipated results. Just as it is crucial for teachers in the classroom to engage in self-reflective practice, it is also important for those who organize professional development. The key question to answer: do the offerings provided truly meet the needs of teachers and staff?

Below are five vital steps our team takes to ensure professional development meets the needs of our entire school community: teachers, staff, and students alike.

1. Brainstorm

When our team begins to plan for upcoming professional development opportunities, we always begin with a brainstorming session. No one person holds the key. Instead, we bring in building- and district-level administrators and instructional leaders. It is important to have representation at varied levels from those serving in both administrative and content roles. During our time together, we speak honestly about our needs and work to narrow our focus, recognizing that having too broad of a target can result in a lack of depth. Our goal is to strengthen student performance through instructional change, and that requires intentionality.

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Effective Professional Learning Strategies

2. Set Goals

Once we have determined the focus of our time, we begin to discuss desired outcomes. We ask ourselves, “What actionable change can we expect to see? And what is the timeline for realizing that change?”. We want to ensure we do not overwhelm our teachers, while ensuring we do act with the sense of urgency increased student learning deserves.

These initial planning sessions generally take upward of three hours, but everyone agrees the time is very well spent. As a leadership team, we ensure we have a common vision and that we are each able to effectively communicate that vision to others.

3. Map out logistics

When we reach the point where our focus and desired outcomes are established, we begin to discuss the logistics. We deliberate on the questions of when, how, and by whom. These questions demand much more attention than simply comparing agendas. We want to ensure the opportunities we provide are offered at the most appropriate time and that the time allocated allows educators to truly engage with the content while not being so lengthy that it results in a loss of focus.

Another question we consider is how and/or where to hold our sessions. This year, most of our offerings have taken place virtually. We have become masters of virtual platforms, implementing features that have truly revolutionized what we can offer. At other points in time, we have considered which building(s) will provide the greatest support. Should we have teams meet by schools, have two schools paired, have all grade levels together? All of these are options we have considered and successfully implemented. The key is knowing which is best for the given time and topic.

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4. Identify presenters

Similarly, we consider who will present the information. We have partnered with organizations who specialize in targeted areas; however, with a desire to build internal capacity, we do aim to provide offerings internally as often as possible. We recognize this can serve as a valuable experience in professional growth for both the facilitators and the participants. Administrators, coaches, and teachers each serve in facilitator roles at various times. We learn and grow together all with the goal of improving educational opportunities for the students in our care.

5. Debrief

Lastly, and so importantly, we debrief on the offerings provided. After each major professional development activity, we bring our stakeholder groups back together for feedback. What worked well? Where could we improve? Everything is an exercise in growth. We must put pride aside and realize we can and will continue to improve the practices of all involved if we are willing — and we are. We often encourage our students to be lifelong learners. Through professional development and reflective practice, we are living that out every day, and I am thankful for the opportunity.

COVID-19-Related Compensatory Services Under Section 504

Unexpected school closures happened so quickly in the early days of the pandemic. Managers of Section 504 programs faced — and still face — a great deal of uncertainty because closures and hybrid learning don’t change the fact that schools are responsible for preventing discrimination and providing the appropriate supports for students with disabilities to ensure they enjoy equal opportunity to access education. However, making sure students receive the services they’re entitled to during a global pandemic isn’t easy and introduces a lot of questions from a compliance perspective.

Are districts at fault for lack of progress or skill regression? Will compensatory services be required? How much do you owe, and when is it due?

Jose Martín, an expert on laws regarding students with disabilities in public schools, recently shared the latest guidance and legal concerns about COVID-19-related compensatory services under Section 504.

What are the rules?

To help schools navigate the uncharted waters, the US Department of Education (DOE) Office of Special Education Programs was quick to issue COVID-19 guidance in mid-March of 2020. With respect to services during school closures, the guidance stated that, “to the greatest extent possible, schools need to implement the services that are identified in students’ IEPs under IDEA or in Section 504 plans.”

In turn, the Department of Education’s Office for Civil Rights (OCR) issued its guidance in September 2020. Basically, to avoid the risk of not providing FAPE (Free and Appropriate Public Education), OCR reminded schools they couldn’t just give a standard set of services or accommodations to all students under Section 504. They must focus on the individualized needs of every student with a 504 plan. In addition, parents could not be asked to sign waivers of their children’s rights to FAPE under IDEA or Section 504 in exchange for getting the online services.

The law on the effect of remote learning during the pandemic to comply with the provisions of an IEP remains unsettled. We’ve never encountered a situation where districts had to quickly shift from full-time live school services to online instruction. To what degree online teaching can substitute for FAPE in the live instructional world remains to be seen. It will likely be different for each student depending on their needs and may be determined by future court cases.

What are compensatory services?

Even reasonable attempts to provide online instruction might not be fully compliant with the FAPE obligation, so you still might owe compensatory services. Compensatory education is kind of like back taxes. It’s FAPE that you should have provided to a child, and you didn’t, which now you have to double up on to catch up.

So, if you didn’t pay your 2016 taxes, you currently owe your 2020 taxes plus your 2016 taxes. Those 2016 taxes, those back taxes, that’s the compensatory education. You’re going to owe a student his regular FAPE, plus the back FAPE, the compensatory services.

Whose fault is it, anyway?

Online learning doesn’t work for every student. That’s a given. But districts have to try hard to meet the needs of all students. If a student has an IEP or 504 plan, parents can take legal action against them for not providing FAPE during school closures.

Martín calls it COVID comp. Some states are even giving it a different name altogether, such as recovery services or supplemental school closure services. Giving this remedy another name highlights that we had to close the schools and switch to online instructional options, not because we wanted to, but because we were forced to. If there was an inability to provide a full FAPE to students in the online environment, it was not because of any negligence on the school district’s part.

What if a parent is not engaging with the school or is not involved with making sure their child participates? Guidance implies that even if the parent is not responding, the LEA may still maintain a responsibility to provide FAPE. Certainly, schools must make every effort to communicate with such parents and try to determine the source of the problem to attempt to address it. To the federal courts, though, a parent’s conduct in refusing services can affect the compensatory services calculation, and it may mean they’re not entitled to compensatory services at all if they unreasonably failed to take advantage of available services.

Remember, document everything! And try harder. Teachers should not only send emails but try text messages, follow-up emails, and phone calls to show they made significant efforts. Those persistent attempts to contact parents demonstrate the school’s efforts to do everything it could.

Sometimes the issue might be the student’s conduct. In one case, the court felt that while the district had denied the student FAPE, parents also failed to take advantage of services. The student didn’t want to go to school, and the parent avoided IEP meetings. So the court did not award compensatory services.

There is another complicating factor. Certain students in Section 504, say those with severe to moderate ADHD, who exhibit lots of off-task behavior, may have multiple challenges participating in an online program. Even with live instruction, those children can be resistant or off task. If a child’s disabilities make them a poor fit for online instruction, should they be penalized for not participating? Likely not.

What if parents seek reimbursement for private services that they got on their own during a COVID-19 school closure? Is the ability to seek reimbursement for private services during a closure the same in the context of no-fault COVID comp? It’s likely that condensed online services aren’t as effective as live services. We don’t know if the courts will find there is reduced expectation during school closure periods.

Early in the pandemic, the DOE determined that no waivers were necessary with respect to FAPE because schools could provide access to FAPE through at-home services. Schools are expected to get the students back to the place they would have been had there not been a school closure.

Another unanticipated twist

Martín notes a difference in his interpretation of online instruction vs. distance learning. He describes online instruction as condensed prerecorded lessons. Distance learning is when a student participates at home on a computer while the teacher is teaching other kids in the classroom.

As schools start to reopen, parents in some states have an option not to send their children to school in person, but rather to continue with some form of distance learning. If the parent voluntarily declines the face-to-face services and chooses distance learning, does that make a difference in the COVID comp analysis?

The answer is that it’s unclear. When parents opt for distance learning, school districts should make sure parents understand that, due to the inherent nature of distance learning, the student might not make the same amount of progress. It’s possible that the courts will say the parents waived full FAPE by opting for distance learning when they were aware it might not have been of equal benefit.

But another way that the courts could view this is that parents shouldn’t have to compromise their child’s safety to get full FAPE. In that case, the full comp may still be owed. It would be wise for schools to take action if a child is struggling in the distance learning environment. The 504 team should contact parents and request a meeting to discuss concerns and possible changes to the accommodations during distance learning. The team may consider urging the parent to reconsider sending the student to school based on the data.

How much do you owe, and when is it due?

If you determine that a child is owed COVID comp, the next issue to decide is how much. How are you going to structure it? When are you going to provide it? How fast are you going to discharge this obligation? The 504 team is responsible for those decisions.

A major challenge shared by every school district in the United States is to provide compensatory services after school closures end. If schools don’t do it right, there’s going to be a wave of litigation on compensatory services.

Unintended consequences

COVID comp is not a remedy for failure on the part of the school district. OSEP recognizes that school districts were unable to provide certain services because of COVID-19-related issues, not because of their negligence. OSEP acknowledges the unprecedented nature of the pandemic and the immense challenge placed on schools.

Suppose there is a lack of expected reading progress during the school closure period. Parents might see it as evidence that the school’s reading program is not working and then want to refer the child for special education evaluation. An important message to parents should be that a lack of reading progress during school closure probably has to do with a shift from face-to-face instruction to at-home instruction. It’s the most likely reason because it’s what happened most recently. That’s the part that’s really different, not the program itself.

It is important not to encourage, pressure or coerce parents into giving up on their compensatory services. School staff should instead offer comp services and encourage parents to take advantage of them. Some parents might say that their child is stressed and overloaded, and they don’t want the comp services. That’s understandable. But you can, still offer to provide the compensatory services in ways that won’t burden the child.

If parents want reading services made up immediately, they should be cautioned not to overload a child with so many services too quickly. You want the child to get the full benefit of the compensatory services, even if it takes a little bit more time.

The goal is to return the student to the levels of performance they should have been at if there hadn’t been a school closure. This reflects the full FAPE standard applicable under IDEA. It’s not so clear that this applies to 504 FAPE to the same degree, but schools should aim to follow the same standards.

The districts that invested more time, thought, energy, and resources in their online services are the ones that are going to have to do less comp. Districts that didn’t do as well with online instruction and support will have a bigger job getting out of the compensatory services hole.

Promote 504 plan compliance with consistency in implementation and reliable data with Frontline. Learn How

Guide to Fee-for-Service Medicaid Claiming for Schools

In today’s culture, schools do more than just educate. They are outreach centers, health care providers, and community leaders who are integral to connecting families to services. Much of this is rooted in the development of schools as health care providers and Medicaid outreach organizations.

One of the predominant Medicaid reimbursement programs that schools participate in as a health care provider is referred to as fee-for-service (FFS) claiming. Also known as direct service or interim claiming, this is the process by which schools get reimbursed for health services provided to some students.

The evolution of fee-for-service claiming

School-based health services expanded beyond the school nurse in 1975, when the first iteration of what is now referred to as the Individuals with Disabilities Education Act (IDEA) was enacted. This act mandated equal access to a general education for all students, raising the standard for student rights across the country and creating a mandate for Individualized Education Programs (IEPs) for students with disabilities. As part of that standard, regulations stipulated that any student with a disability that affected their ability to receive a general education should be treated for that disability by the school, thereby allowing that student a Free Appropriate Public Education (FAPE).

With this act, schools evolved to become health care providers, hiring occupational therapists to help students with dexterity issues, speech-language pathologists to work with students with language comprehension or aphasia, and psychologists and behavioral therapists and counselors to support student mental health.

One hitch, however: funding for this mandate was not provided.

In 1988, an amendment was passed that allowed school districts to enroll as Medicaid providers to support the delivery of services mandated in students’ IEPs, plunging school districts into the world of Medicaid claiming for the first time. Understanding the FFS Medicaid program and its complexities will help any school district participating in this program to maximize their services and revenue.

Federal and state regulations

How the fee-for-service program works in any state is a mix of both federal guidance and state regulations. At the federal level, the Centers for Medicare & Medicaid Services (CMS) has defined the scope and best practices for Medicaid in schools through a technical assistance guide and other publications. The types of services and programs that are potentially billable are outlined at this level. Within the CMS’s guidelines, states make the ultimate decision on multiple levels.

Service types that can be claimed through fee-for-service

At the federal level, allowable service types include:

“Physicians’ services and medical and surgical services of a dentist, medical or other remedial care provided by licensed practitioners, clinic services, dental services, physical therapy, occupational therapy, and services for individuals with speech, hearing and language disorders, diagnostic services, preventive services, rehabilitative services, transportation services, nurse practitioner services, private duty nursing services, personal care services, family planning services.”

Any given state might choose only a portion of service types within this list to include in their program. For example, in many states, personal care services and transportation are not billable through the FFS program.

Rate and unit type of each allowable procedure for each service

Medicaid is a federal and state matching program, meaning the federal government supplies at least 50% of the funding and potentially more based on state need. Because school districts are funded directly by state taxes, schools only receive the federal portion of any fee submitted for payment, referred to as the Federal Medical Assistance Percentage (FMAP) rate. So, if a service is billed for $10, a school district will receive $5 or more, depending on the FMAP rate in each state.

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Full table of each state’s FMAP rate

Although Medicaid revenue for school districts is only funded through the federal match of the Medicaid program, states are the administrators of the program, so they decide the rate of payment for service. Each state publishes a fee schedule that identifies the rate for each procedure a therapist can perform, the rate associated to that procedure, and the unit of measurement. Rates differ widely across various states. For example, in Texas, an evaluation of speech fluency has a rate of $2.93, and in Nevada the same procedure has a rate of $96.66.

The exact licensures that can bill for services in the state

Because medical licenses and certifications are state based, states also decide which type of license, certification, or qualification is required within each service type for a service to be billable. This varies widely across states. In Virginia, for example, assistants of multiple service types can bill services. In Missouri, for physical and occupational therapy, only therapists who are licensed can bill services.

Record keeping and documentation requirements for services

As the administrators of the Medicaid program, state offices also conduct the majority of audits and define which records must be kept on file and what documentation must be conducted to support the billing of services. The requirements for service documentation, timing of service documentation, and records like IEP documents and doctors’ orders are all under state purview and defined in state billing manuals.

Enrollment and enrolling entities

While all school districts are allowed to be Medicaid providers, each school district must apply to become a provider. This involves a lengthy application process with the state Medicaid agency. In addition, most districts choose to bill services through a third-party vendor — often called a submitter or clearinghouse: a private company that collects documentation and handles Medicaid transactions. Vendors must apply to become an approved submitter with each state and undergo an application and transaction testing process.

Once both entities are approved, school districts and vendors then declare their relationship to the state through a trading partner agreement that certifies the vendor is authorized to submit HIPAA-protected data to the state Medicaid agency on behalf of the school district.

Day-to-day claiming practices

Within a school district there are many different stakeholders that participate in the claiming process.

Health Service Provider(s): The largest group of stakeholders are the health care providers. These therapists, nurses, and mental health care providers who provide services to students in schools are responsible for accurately documenting those services and ensuring their documentation meets both Medicaid standards and licensing standards.

Medicaid Coordinator/Office: Depending on the size of the district, the Medicaid Coordinator or Medicaid Office is responsible for choosing which Medicaid-eligible services will be billed and is typically the primary liaison to the state Medicaid agency for regulatory questions and to the school district’s Medicaid billing vendor.

School District: The district is considered the provider and the claiming entity. All payments for services rendered at a school are submitted to the district as an organization and dispersed according to district policy. In some states, such as California, there are regulations around the usage and management of Medicaid revenue.

Documentation System: Most districts purchase an electronic web-based documentation system where providers can log their services electronically. This documentation system is often also a Medicaid billing software used to validate service logs for claiming by the Medicaid billing vendor, or can integrate with a Medicaid vendor to translate the documentation into billing information for submissions.

Medicaid Billing Vendor: The Medicaid billing vendor is the organization responsible for managing the billing program, from determining Medicaid eligibility to validating documentation entered by providers and generating Medicaid claim files that are sent to the state. Vendors also collect back remittance advice, which outlines the approval or denial of each service submitted, and the explanation of benefits. While vendors receive revenue information, the payment is sent directly to the school district as the provider.

Validations and audits

As district personnel document services given to students, districts must also prepare and maintain records to support all Medicaid billing. First and foremost is the proof of medical necessity: establishing the need for a medical service to address a diagnosed medical condition. In the wider medical world, this is determined by a doctor or other qualified health provider through an examination or evaluation. The need for ongoing therapy or treatment is defined in a plan of care that describes the condition and how the treatment will ameliorate that condition. Plans of care are often described through different terms, such as an individual health plan for nursing services.

Through IDEA, IEPs can be considered a plan of care and used to establish the medical necessity of the therapy or other health services mandated in the document. An IEP must include certain parameters to be considered a plan of care. These vary by state but commonly include:

  • The proof of an evaluation by a qualified health care professional to determine a medical issue
  • A defined frequency and scope of service delivery, usually to address a specific health goal

In addition to a valid IEP to support billing through the FFS program, school districts must also include records proving their providers meet the state licensure requirements, that parents have consented to allow Medicaid billing for their child, and in some cases a doctor’s sign-off of the IEP or plan of care.

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Medicaid does not collect or validate for this supporting data. It is expected that the school district, as the Medicaid provider, is reviewing each service and only submitting those that meet all criteria. State audits require all records surrounding any audited service be supplied to support billing.

Medicaid Expansion

In 2014, the federal government expanded Medicaid billing to include services beyond those written into an IEP. The implementation of this expansion is still ongoing as each state rewrites and submits new Medicaid state plans incorporating the new federal regulations into state practice.

Once a state plan is approved at the federal level, each state must rewrite its Medicaid regulations to define which additional programs can be considered valid for billing if they meet plan-of-care requirements. In Louisiana, for example, outside of IEPs, only nursing individual health plans were included for billing. In Colorado’s plan, the program type is not relevant as long as the program includes the plan-of-care requirements, which opens up billing for any service with a plan of care (for example, a Section 504 plan).

As states roll out regulations, you should pay close attention to where and when new services can be billed to increase the revenue that helps support service delivery as a whole.

Worry less about service delivery and Medicaid billing and fully focus on student success with Frontline. Learn More

How to Disaster-Proof Your School District Business Office

What does business continuity have to do with education?

School districts have learned from experience how to manage crises. They are skilled at notifying students, parents, and other stakeholders in the community. Safety protocols have expanded far beyond fire drills into lockdown and active shooter drills. This year, schools dealt with a pandemic and learned how to flip between in-person and remote instruction on short notice. But unfortunately, schools sometimes overlook the need, or don’t have the resources, to protect technology, operations, and business processes.

In today’s world, protecting these essential operations needs to be a priority — especially in the event of simultaneous disruptions. What if a wildfire or hurricane devastates a community during a pandemic? Cyber breaches are disrupting daily functions at an alarming rate. What if one of your critical suppliers can’t provide essential goods or services? Whatever it is, you need to be prepared.


Protecting essential technology, operations, and business processes needs to be a priority — especially in the event of simultaneous disruptions.


That’s where a district business continuity plan comes in.

In a recent webinar, Michael Herrera, industry expert in Business Continuity and Disaster Recovery, shared practical steps for maintaining the business processes that run behind the scenes at school districts every day. These steps will help your district and schools be prepared when disaster strikes — no matter what the disaster.

Watch the full webinar here, or keep reading for takeaways and Michael’s answers to FAQs. 

Key Takeaway:

When creating emergency plans, school districts must not only consider crisis management but also be ready to maintain the business processes that run behind the scenes.

What does a business continuity plan for schools look like and what can it help you do?

  • Effectively respond to threats occurring from disruptive events that could impact the business
  • Restore business operations in a timely manner that meets the operational needs of your schools
  • Mitigate the effect of disruptive events, such as technological, operational, stakeholder, and financial risks
  • Protect the interests of your school/district before, during, and after a disruptive event

Crisis management is the strategic oversight of a disruptive event. This is where key people in the school or district office become the crisis management team. Their job is to strategically oversee the responses and actions that need to be taken to keep schools running during the crisis. They must also manage the technology recovery to ensure the continuation of day-to-day critical operations.


“The business continuity plan is needed to maintain the critical operations of the district office: technology, human resources, transportation, finance, all of those key things that a school district does to keep its schools operational.” Michael Herrera


It’s clear every district should have a business continuity plan, but how do you practice for it or know that it will work? How do you integrate it with an existing emergency management plan?

District and school continuity plan Q&A

Q: We already have an emergency management plan. How does a business continuity plan integrate with the emergency management plan we already have in place for our schools?

Remember, emergency incident management deals with the strategic oversight of an incident that is already integrated with your emergency procedures. The business continuity plan is focused on the business processes, operations, and technology, all of those things that support your operations and day-to-day education needs.

Q: In addition to having a business continuity plan at the district level, should each individual school also have a business continuity plan to keep its business and student operations running uninterrupted?

Absolutely. Once an event is over and resolved, schools must continue operating. A school’s business continuity plan may not be as complex as a district office plan would be, but each school needs to have its own plan for how it will continue educating students. Also, make sure your critical suppliers have a continuity plan.

Q: How many simultaneous disruptions — say, a pandemic and a data breach — should we be prepared for at the same time?

You need to be prepared for at least two. Based on the results of your threat and risk assessments, consider what two events you might most likely have to deal with simultaneously, and identify opportunities to mitigate that risk.

Q: How long should it take to build a business continuity plan for a school district office?

If you follow the process from a business impact analysis (BIA) threat and risk assessment, you should be able to get this done within four to six months. There are templates to help you get through that. You’ll determine the probability of man-made, natural, and technological threats to your district.

You need to have a team leader in charge of managing the process. They’ll have to identify the right people in each department who know which critical elements must be included. The team will be responsible for crafting a detailed, well-structured recovery plan.

Also be sure to take time to implement and test recovery strategies, making sure the necessary resources and funds are in place for the plan to succeed.

Key Takeaway:

School districts should analyze their risks and be prepared for at least two simultaneous disruptions.

Q: Why don’t more school districts have business continuity plans?

It hasn’t been pushed as a requirement. Schools have been very focused on the safety of students, faculty, and staff through emergency incident management. But people forget about planning how to resume business operations after the crisis has passed. They haven’t thought about how critical it is to keep operational.

Click here to watch the full webinar.

Time is always in short supply. You might wonder whether the value of a business continuity plan is really worth the time and effort you need to put into it — and the answer depends on how quickly you want your school or district to recover from a crisis. Did the pandemic catch you underprepared? It’s likely that it affected most district operations — especially technology. Consider if your school district would have saved time in the long run if you had already had a plan in place to maintain business continuity.

Five Ways School Nurses Can Increase Their Sphere of Influence

The history of school nursing is more than 100 years old and began in the tenements of New York City. In 1902 Lina Rogers became the first school nurse. She was assigned by Lillian Wald to cover four schools with over 10,000 students to see if onsite care of communicable diseases would improve school attendance. Ms. Rogers made a significant impact in decreasing absenteeism by 90% within the first six months. Word quickly spread, and in the next school year there were more than 27 school nurses in New York schools. By 1914, there were over 400 school nurses assigned to NY city schools, and Los Angeles joined the trend. 1

If you’re a school nurse, you already know the importance of your role. School nurses are the dedicated, licensed health professionals in a school community, whose eyes and ears are an extension of both parents and staff. The role of school nurse has morphed into the Chief Wellness Officer (CWO), even if that is not your official title! There should be a school nurse in the building every day. If not, there are almost 56 million reasons to have one. School nurses have access to 95% of the nation’s 56 million children. But 25% of schools have no school nurse, and more than 35% of schools have only a part-time school nurse. COVID has amplified the contribution of school nurses and the need for each school district to have a comprehensive health services program.

Disease surveillance is one example of the expertise that school nurses provide. Did you know that in 2009, Mary Pappas, a private school nurse in New York, first alerted the local health department to what would become identified as the H1N1 outbreak?2 Student Wellness Services is a more comprehensive title for the enormity of the role that school nurses fill for their communities. School nurses working within the full scope of practice and available resources create a safe and healthy learning environment. They provide a safe place to land and bridge the gap between home and school.

However, to be successful in your role, you need opportunities to lend your expert input to health-related decisions within your school community. To create those opportunities, you need to increase your sphere of influence.

Here are five ways to get started:

1. Be present inside and outside of your school health office

This required a change in my daily routine and was quickly appreciated by staff and administration. Each morning I visit classrooms and do quick assessments of any students with concerns and respond to the teachers’ questions. This one action (in the pre-COVID world) changed the way staff engaged with me. They began to look forward to my morning rounds.

Think of it as a moving shift report. This daily check-in changed the dynamics of the school day. I felt more connected to the school staff by being present outside of my health office. Seeing the school nurse in the hallway, lunchroom, all-purpose room, and gym for non-emergencies creates opportunities for engagement and increases connections.

This strategy is effective in remote learning environments, too! I often visit Google classrooms or Zoom rooms to provide mini health lessons, read to my students, or check in for any questions or concerns.

2. Share your expertise with the school community

According to the Gallup Poll, nurses are the most trusted profession year after year. Leverage that trust and use your extensive professional experience, education, and training to provide information to your school community.

Publicize seasonal health information and current trends you are seeing in school. Embracing the school district’s use of social media helps to promote the work and role of the school nurse. Contribute to health-related content on the district’s website, Facebook, Twitter, or Instagram accounts. The idea is to share your knowledge and translate health information for your school community.

I love writing on my blog The Relentless School Nurse because the messages are brief, 500 words or less. But if blogging doesn’t appeal to you, consider developing a column and naming it something fun and creative. Did you know that infographics are much more effective and widely read than articles? Create an infographic about who you are and what your background is. Let the school community get to know you!

3. Attend Board of Education (BOE) meetings

Ask to speak at a BOE meeting to share a health-related initiative. Let the decision makers know your value, and be prepared to share examples of the work you do.

Nurses have not been adept at promoting their value ― but keeping quiet has not served them well. Think of it as educating administrators and BOE members about the important role of the school nurse. Let them know how you succeed in the role of CWO. Have an “ask.” What can the BOE do together with the school nurse to support student success through a robust school health services program?

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4. Become an active member of your local, state, and national school nursing organizations

As I look back on my twenty-year school nursing career (36 as a nurse), I regret not joining my nursing organizations earlier. I actually waited 10 years to join the National Association of School Nurses and quickly recognized the value in becoming an active member. The rich, high-level professional development opportunities and the camaraderie of being with fellow school nurses are priceless. We are health professionals in an educational setting. What we bring is very valuable, but it is not always recognized or acknowledged, so finding our “tribe” is especially important.

Building leadership skills, learning about trends across school districts, and networking with colleagues are just a few of the many reasons joining professional school nursing organizations helps support your growth and deepen your practice.

[ctt template=”9″ link=”w9e8C” via=”yes” nofollow=”yes”]School nursing must be done in collaboration with many partners. We cannot work in isolation. @RobinCogan #SchoolNurse[/ctt]

5. Embed yourself in the school community

School nurses can be impactful and recognized members of their school community. This happens from being present inside and outside of school. You do not have to live where you work to make this happen; you need to be a valued member of the community. One way to accomplish this goal is to engage in conversations that matter with the experts in our students’ lives: the parents, educators, and caregivers. We are on the same team with mutual goals of having our students flourish in school and life.

For example, I use an evidence-based strategy called a “Community Cafe” to promote parent engagement and seek community-based solutions to issues that arise.3

Example: Community Cafes

Families in our community were over-utilizing the emergency room for non-emergent care. We held a series of Community Cafes to understand the reasons why this was happening. These conversations created a list of concerns that were then brought to the healthcare providers. A Community Collaborative was formed to forge better relationships among school nurses, families, and our pediatric partners. The skies are the limit when we partner with our community!

The overarching message is that school nursing must be done in collaboration with many partners. We cannot work in isolation. Visibility is key to personal fulfillment and a robust health services program. Stepping outside of our health offices and school buildings and embedding ourselves in school communities solidify our role as the CWO. In this way, administrators recognize they can lean on us to help inform crucial health-related decision making in our schools and communities.

Tools to help school nurses and their colleagues assess and address individual student needs and population trends. Learn about Frontline’s EHR & School Nursing Management software

SOURCES

1 Hanink, E. (2014). The School Nurse. Lina Rogers Struthers. The School Review, 26(4), 308-309. doi:10.1086/436913

2 Molyneux, J. (2016, November 21). AJN Speaks With Mary Pappas, School Nurse Who Alerted CDC to Swine Flu Outbreak. Retrieved January 01, 2021, from https://ajnoffthecharts.com/mary-pappas-school-nurse-just-carrying-on-despite-swine-flu-outbreak/

3 Cogan, R. (2018, June 01). Power of Community Engagement. Retrieved January 01, 2021, from https://relentlessschoolnurse.com/2018/06/01/the-relentless-school-nurse-power-of-community-engagement/

 

How DC Public Schools Use Student Data to Support Mental Health

In this article originally published in August 2019 on EdSurge.com, Douglas Gotel, Licensed Clinical Social Worker at District of Columbia Public Schools (DCPS), describes how the Mental Health team there collects data to inform effective planning for trauma-focused interventions and crisis response.


Douglas Gotel understands trauma and its crushing consequences; when he was 21, his 11-year-old cousin was murdered. He recalls feeling helpless watching his cousin’s mother suffer in anguish without access to a grief therapist in the small town where they lived.

Today, Gotel approaches trauma from a clinical perspective as a Licensed Clinical Social Worker and a Registered Play Therapist Supervisor. And as a Program Manager with the District of Columbia Public Schools Mental Health Team, he and his colleagues support the efforts of school-based social workers who deliver evidence-based treatment (EBT) interventions. The interventions support the 8 to 11 percent of all children in DC who have signs, symptoms, or diagnosable emotional and mental health conditions, including those related to trauma.

Here, Gotel speaks with EdSurge about the impact EBT interventions have on DCPS students. He also shares how the district uses case management technology to track these interventions, support clinicians, and help assess when students need help — and when they don’t.

“Our ultimate goal is to strengthen kids’ coping capacity and resilience.”


EdSurge: Tell us about your evidence-based treatment interventions.


Douglas Gotel: DCPS has 49,000 students, and more than 4,100 of those students are receiving ongoing prescribed behavioral support services through our comprehensive service delivery model. We’ve been offering EBT interventions as part of that model since the 2011-2012 school year. Our ultimate goal is to strengthen kids’ coping capacity and resilience. We also want to reduce disproportionality — where minority students (specifically, black and Latinx students in our district) are overrepresented in special education and discipline referrals.

DCPS mental health providers currently use 13 targeted EBT interventions that focus on supporting children who have social and emotional needs. They help reduce the symptoms of issues such as ADHD, ASD, and chronic exposure to trauma or adverse childhood experiences (ACEs), among other things.

For example, we use child-centered play therapy intervention in our elementary schools where kids learn how to solve their problems and work through relational difficulties.

Providers use puppets, wooden houses, and animal and people figures to facilitate symbolic play. Children get to retell the story of physical abuse, or even of having a difficult time with being placed in foster care, in a way that restores power and mastery to them. While it looks like play, there’s real work happening with the child.

EdSurge: Why did you decide to adopt special education case management technology?


Douglas Gotel: We needed a better system to capture — and then use — the immense amount of data we were collecting through our EBT interventions. We collected data around the frequency of certain behaviors, who was receiving treatment, how much treatment, and then the outcome of the treatment.

Initially, we used bubble forms to collect those details, but the process took months. We had to package up the data and send the forms to a vendor for scanning. Then an analyst had to aggregate the raw data and put it into some usable form for us.

We needed to get the data much faster to tell each student’s story and show the impact of their treatment at multi-disciplinary team meetings. That ultimately led us to adopt AcceliPLAN, now Frontline Special Education Program Management, in 2017, a customizable special education management system. We already had a contract with Accelify, now part of Frontline Education, for Medicaid billing, and we needed to replace our previous data system for provider management and 504 compliance, so it made sense.

EdSurge: How does special education management technology support your district’s mental health services?


Douglas Gotel: We can customize Frontline’s Special Education Program Management software so it aligns with our workflow and policies. For each intervention, the system is programmed to expect our school-based clinicians to complete particular behavioral or symptom scales for all of our students, both general education and special education. That’s helped us enforce our progress-monitoring policy.

Within a multi-tiered system of supports, using this technology, clinicians can easily collect and use anecdotal and hard data to substantiate a statement of progress or a statement of regression.

“We needed a better system to capture — and then use — the immense amount of data we were collecting through our EBT interventions.”

And then there are time savings.

For example, a critical support we provide is school crisis response. When a crisis event, such as a staff death, takes place, we organize and deploy mental health providers from our campuses to provide support at the school. With Frontline, we created a custom crisis response manager. We can see where these events are happening and how many staff and students received crisis counseling. The system also populates the data entered on response details into a downloadable narrative report.

That saves us hours in productivity because we don’t have to create charts from raw data in a spreadsheet. Those are hours we can spend ensuring students receive quality mental health services

“These interventions help children heal so they can go out into the world and live their dreams.”

EdSurge: With more accessible data, what have you learned about how interventions impact students?


Douglas Gotel: The national data overwhelmingly demonstrates that children of color are disproportionately represented in special education services. But how do we right-size services for a student whose IEP may exceed the demonstrated need and functioning of that student? This tool quickly puts behavioral data, intervention-specific data, and outcomes data into providers’ hands. Now they have quantitative data to justify and advocate for reducing services or exiting kids from special education services where appropriate.

We’ve also been able to consistently demonstrate that participating in trauma-focused interventions significantly reduces PTSD (post-traumatic stress disorder) symptoms. For example, on average, students who received the Grief and Trauma Intervention for Children (GTI) had an initial score of 20 on the Child PTSD Symptom Scale, indicating moderate symptoms associated with post-traumatic stress. The average score of students after receiving the intervention was 12, which tells us their symptoms were significantly improved. This type of mental health outcomes data is unprecedented for a school district.

Those numbers aren’t just stats; they represent our children’s emotional well-being. For instance, we had a high school student who used to cut herself. She wasn’t suicidal; she would cut to manage stress. After completing the SPARCS intervention (Structured Psychotherapy for Adolescents Responding to Chronic Stress), that student no longer needs to harm herself; she learned better ways to cope with sadness through SPARCS.

These interventions help children heal so they can go out into the world and live their dreams.

Evidence has shown several times over that students cannot learn if their social-emotional needs aren’t being met. The data we collect from Frontline supports this.

 

Why You Need to Care About Time Collection (and How Doing It Right Can Boost Safety and Efficiency)

Note: This post was written in collaboration with our friends at Touchpoint, experts in time collection and partners with Frontline in serving the education community.

If your district manually tracks employee hours using paper timesheets, you might feel like climbing the walls. Anyone who has ever been responsible for monitoring, calculating, and managing payroll knows how time consuming it is, how meticulous the task is — and how valuable a reliable digital system can be.

Accurate time collection is the foundation of any time and attendance system. Without that, it would be impossible to correctly determine hours worked and pay workers accurately for their time. School districts looking for a quality time collection system should make sure it’s supported by three solid pillars. It must be seamless for administrators, simple for IT, and easy for employees.

Seamless for Administrators

As if district administrators didn’t already have enough challenges on their plates, complicated COVID-related questions keep cropping up. A paperless and automated time collection system means one less thing to worry about.

Payroll administrators count on having their data well organized and well structured. When that data flows correctly, reporting and approvals are reliable and timely. With an efficient and accurate system, the payroll process will not spring unwanted surprises.

With digital timestamps, employees can’t simply average their hours or habitually write “9-5” on their daily timesheets. Implementing this single change can translate into substantial savings for payroll budgets each year. And using a digital time collection system means data is more accurate and available. A system could include the location of time collection, the device used, and geolocation (if mobile) for enhanced accountability.

And of course, getting rid of paper means less data entry and more accuracy. Compiling timesheets and running payroll can go from taking two weeks to just two days!

Simple for IT

IT techs are swamped — no surprise, right? Most districts have far fewer IT resources than a similarly sized corporate setting would. That means IT departments need to get creative about how they fight bottlenecks brought on by too many support requests. One huge advantage is to have a simple and efficient plug-and-play system that doesn’t require R&D or lengthy programming and setup plans.

This year, you can’t talk about technology without looking at how school closures threw a wrench into the machinery. IT teams across the country are working frantically to support thousands of teachers with remote technology in the classroom. Administrators and hourly staff working from home or on-site need help, too. That increased demand puts a tremendous burden on a traditionally overworked department.

Any IT tech will tell you that a system that can be maintained or supported remotely makes a difference. Since time collection is complex, a system that is stable and dependable will reduce the workload, allowing technology teams to provide more assistance in classrooms for teachers and students.

Easy for Employees

Don’t overlook the time collection experience for employees. If you want to succeed at implementing a digital system, winning them over is at least half the battle.

Tracking hours worked can be frustrating and time consuming. Hourly employees want to do their jobs, and extra paperwork is one more thing nobody needs. If clocking in and out is easy and familiar, it will go a long way toward gaining employees’ acceptance.

Employees will more readily accept a time collection system with an interface that’s easily recognized and user friendly and not one more new thing they have to learn. Allowing employees to swipe their existing proximity badge and avoid high-touch surfaces like pin pads will increase compliance and reduce complaints.

Be Prepared for the Unexpected

Even though school districts deal with the unexpected every day, during a pandemic they’re facing enormous challenges that go far beyond what they experienced in the past. Since COVID-19 has exacerbated fears of contracting a deadly virus from the workplace, districts must focus even more on health and safety. And because a time-tracking system is something that employees must personally interact with every day, it’s important to get it right.

Non-exempt employees

Even if teachers are teaching from home, non-exempt employees without the option to work remotely must report to their jobs in person. Custodians, bus drivers, food service workers, front office staff, and other employee groups need to clock in and out every day to be paid. Keeping them safe is a high priority for every district. That challenge increases the burden on the payroll system and the people supporting it.

Safety

With the onset of fall and cooler weather, a second wave of COVID is beginning to creep into communities. Employees want to keep working and stay healthy and safe. They also want details about their health and wellness kept private, making data security increasingly important. That’s why technology-based options like thermal scanning and screening questionnaires embedded in a time collection system, with settings that help districts maintain HIPAA compliance, go a long way toward instilling confidence.

Technology is our friend

Like every school system, you’re looking for the best way to operate efficiently while protecting students and staff. Paper systems have significantly more potential for spreading the virus. Since contactless electronic processes are both safer and more efficient, technology is our friend right now. Everyone from payroll administrators to hourly employees to IT techs will appreciate having access to a system that is simple to use, safe, reliable, and easy to maintain.

 

School-Based Medicaid Billing: Maximizing Your Random Moment Time Study

The Random Moment Time Study (RMTS) is a critical element of both school-based Medicaid Administrative Claiming and Cost Reconciliation and Settlement. However, each state’s implementation of the RMTS determines how it is administered and to what extent individual districts can impact the results. This guide will help you understand what the RMTS is, when it’s used, and to how you can maximize your results.

What is a Random Moment Time Study?

The RMTS is a statistically valid sampling methodology that is used to determine how much time eligible participants spend performing all work activities, and how that time is allocated between education, direct services, and administrative functions.

In the RMTS, participants are matched to random moments in time during the quarterly sampling period and must report what type of activity they were performing during their selected moments, based on a set of codes. The time study results are then used to determine the overall percentage of time spent performing reimbursable activities under both the School-Based Medicaid Administrative Claiming program and Cost Settlement program.

School-Based Administrative Claiming (SBAC) defined:
SBAC is a federal Medicaid reimbursement program that allows districts to recoup federal funds on a quarterly basis for Medicaid administrative outreach and support activities conducted, such as outreach to Medicaid eligible children and families, assistance with the Medicaid application process, coordination with other health care providers, and health-related training.

Cost Settlement / Cost Reconciliation defined:
Cost Settlement is an annual Medicaid reimbursement program that allows districts to recoup federal funds for the actual Medicaid allowable costs for providing health services to students with disabilities. The costs are reduced by any Medicaid funds received throughout the year through the Direct Service (otherwise known as Fee-For-Service) claiming program.  This program allows districts to receive additional federal funding to assist in covering costs beyond the payments received through Direct Service Billing through the year and can be very beneficial to districts in states with low rates of reimbursement for billable services.

How does the RMTS process work?

  1. Develop participant list and create sample moments: Each quarter staff who may perform Medicaid reimbursable activities (administrative activities and/or direct services) are identified and included in the sample pool. From the sample pool, names are randomly selected and paired with random moments during the participants’ working hours to create “sample moments.”
  2. Complete sample moments: Participants complete their sample once the specified moment has passed. There is a federal requirement to meet an 85% sample completion rate for the RMTS to be valid.
  3. Code moments: In some states, such as Florida and Pennsylvania, rather than selecting the appropriate code, participants are required to write an Activity Description that describes the activity they were performing at the time of their moment, and a central coder is responsible for coding the moment based on the description.

When writing this statement, it’s important to include the following information to ensure the coder has enough information to determine the appropriate code:

    • WHAT you were doing
    • WHO you were with
    • If necessary, WHERE and/or WHY you were doing the activity

Activity descriptions should not include proper names of students, staff, or parents.

  1. Calculate claimable percentage: Based on the results of the time study a claimable percentage is calculated, which is used when developing the administrative claim and cost settlement report.

How can you impact your RMTS results?

How much control you have over the RMTS depends on how it’s administered in your state.

  • State-administered RMTS: If your RMTS is conducted statewide, while as a district you don’t have as much control on the results, you should focus your efforts on:
    • Making sure the state agency is adequately qualifying all participating districts.
    • Hitting the 85% completion rate for all moments in your district.
    • Ensuring your time study participant list is up to date, so you can include all eligible participant costs (e.g. salaries/benefits) in your Administrative Claiming and Cost Settlement cost pools (as appropriate).
    • Monitoring changes to the claimable percentage to ensure it’s not trending downward, and if so, advocating to the state to understand why.
    • Keeping up with changes at the federal level that can affect what’s claimable and enacted in your state and ensuring federal regulations are interpreted correctly.
    • Keeping a record of all your time study information. While this responsibility may also fall on the state vendor, it’s always best to keep your own records to protect your district and your funds should you be subject to an audit.
  • District-level or consortium-administered RMTS: If your RMTS is conducted at the district-level or through a consortium/group of districts, in addition to the items above, you can focus on some other areas to maximize your RMTS.
    • If your RMTS methodology requires participants to select the code, proper training is necessary to ensure participants understand which codes are claimable and non-claimable to ensure they select the appropriate code. This is not just necessary to maximize your results, but to minimize audit risk as well.
    • If your RMTS methodology requires participants to write an Activity Description, it’s important to follow the “What, Who, Where, and/or Why” guidance above so the coder can accurately code the sample, without the need to request clarification. You should also validate coding as necessary to correct staff samples that are not accurate.
    • If you’re part of a consortium, make sure the consortium fully understands the program and has a claimable percentage that is in line with others in the state.
School-based Medicaid claiming is complicated. Simplify the process while optimizing reimbursement and compliance with Frontline Medicaid Management