TASPAHR Connection
Staff & Executive Board
TASPA STAFF
Dr. Lolly Guerra, Executive Director
Chandelle Crane, Marketing & Communications Manager
TASPA EXECUTIVE BOARD
Max Flores, President, La Vernia ISD
Al Rodriguez, President-Elect, Elgin ISD
Kimberly Rich, First Vice President, Dickinson ISD
Bernadette Gerace, Second Vice President, Prosper ISD
Chris Halifax, Secretary, Abilene ISD
Martha Carrasco, Immediate Past President, Canutillo ISD
TASPA DISTRICT REPRESENTATIVES
Brandon Chandler, District I, Gregory-Portland ISD
Dr. Tyrone Sylvester, District II, Goose Creek CISD
Dr. Tamey Williams-Hill, District III, Del Valle ISD
Johjania Najera, District IV, Keller ISD
Rick Rodriguezx, District V, Lubbock ISD
Craig Lahrman, District VI, Ysleta ISD
TASPA Committees
TASPA LEGISLATIVE COMMITTEE
Sharon Fuery, District I, Southside ISD
Brian Kroeger, District II, Splendora ISD
Bob Mabry, District III, Liberty Hill ISD
Jason Lievehr, District IV, Denton ISD
Brett Beesley, District V, Dumas ISD
Bobbi Russell-Garcia, District VI, Ysleta ISD
TASPA Committees
TASPA NOMINATIONS COMMITTEE
Kayla Vaughn, District I, Gregory-Portland
Barbara Ponder, District II, Barbers Hill ISD
Kris Reyes, District III, Pflugerville CISD
Dr. Loraine Marazzano, District IV, Grand Prairie ISD
Paul Kimbrough, District V, Canyon ISD
Elvia Moreno, District VI, Canutillo ISD
TASPA SCHOLARSHIP COMMITTEE
Charity Salinas, District I, Southside ISD
Kelly Gabrisch, District II, Humble ISD
Sue Pfleging, District III, Waco ISD
Monica James, District IV, Waxahachie ISD
Paige TeBeest, District V, Amarillo ISD
Celina Stiles, District VI, Socorro ISD
TASPA CONFERENCE COMMITTEE
**Includes President, President-Elect & District Representatives
Kayla Vaughn, District I, Gregory-Portland ISD
Dr. Nkrumah Dixon, District II, College Station ISD
Krista Marx, District III, Elgin ISD
Kendra Hancock, District IV, Dallas ISD
Staci Ashley, District V, Ector County ISD
Rosa Ramos, District VI, El Paso ISD
TASPA SBEC COMMITTEE
Melissa Aguero-Ramirez, District I, Pharr-San Juan-Alamo ISD
Cyndy Pullen, District II, Columbia-Brazoria ISD
TBD, District III
Pamela Linton, District IV, Frisco ISD
Rhonda Dillard, District V, Frenship ISD
Jiovana Gutierrez, District VI, Ysleta ISD
President’s Message
It is truly a great honor to serve as the 2022 TASPA President and I wholeheartedly appreciate the honor. TASPA has continued to grow, expand, and move forward despite the current tough times. I know that this is possible because of the commitment and vision of the past TASPA Presidents. I promise to dedicate my time to continue in the vision of our past Presidents.
I have served on the Executive Board for several years. It is truly a labor of love and I enjoy dedicating the time and energy that goes into running of our conferences, events, and organization. Our current TASPA staff is strong! I can spend hours and hours talking about the great things this group
has accomplished though their hard work. We have a great organization with a lot of committed members. I would like to thank current members for your friendship and for being part of TASPA. Anyone new to TASPA, I welcome you to the family and hope you will continue to be an active member. Please continue to stay involved in TASPA and your local Human Resources groups. If we do this, I believe we can face any challenge that may come our way.
In closing, Human Recourses handles many tasks and situations in our daily routines. We do this because it is our mission to setup every student in Texas Public Schools to become productive citizens. Let’s continue to share ideas, help each other, develop friendships and most importantly make each other laugh. I love my TAPSA family, and I hope that every TASPA member feels they are family. Thank you and I look forward to serving as the 2022 TASPA President.
Max Flores
Max is the 2022 TASPA President. He is the Executive Director of Human Resources and Administrative Services in La Vernia I.S.D.
Calendar of Events
March 2, 2022
March 9, 2022
March 24-25, 2022
April 27, 2022
May 4, 2022
June 15-16, 2022
July 13-15, 2022
July 20, 2022
October 3-4, 2022
What Will the Neighbors Think?
Fundamentals Region 8 ESC
Texas Mini-Conference Lubbock Civic Center
Fundamentals Wylie ISD
Employee Mental Health Issues
Welcome New TASPA Members
New TASPA Members (November 15 - February
22)
Christy Akin Payroll/Purchasing Rankin ISD
Cecilia Alas Data Analyst Humble ISD
Keri Anderson HR Manager Nova Academy
Crystal Bolding Employee Services Specialist Clear Creek ISD
Melanie Bowman Principal Liberty Hill ISD
Paige Cantrell Principal Northwest ISD
Kristina Carter Killeen ISD
Angie Donovan Killeen ISD
Georgia Dotson-Moss Mngr of District Partnerships Dotson-Moss
Jasmine Flores Administrative Assistant/HR Meadow ISD
Isabel Garcia Personnel Specialist Dayton ISD
Elizabeth Garza Ballinger ISD
Nicolle Gee-Guzman HR & Compensation Consultant Gee-Guzman
Rebecca Hamptom Senior Education Specialist Region 4 ESC
Bonnie Herron Coordinator of Risk Mgmt & Employee Services Schertz-Cibolo-Universal City ISD
Blake Hurst Coordinator of HR Canyon ISD
Devonne Hutson Director of Talent Life School of Dallas
Maria Lutz Benefits Administrator Lewisville ISD
Cara Malone Executive Director of HR Pecos-Barstow-Toyah ISD
Jennifer Marthiljohni Employee Engagement Coordinator Prosper ISD
Lori Nixon HR Support ESC Region 12
Rebecca Owen Director of Staffing and Talent Acquisition Round Rock ISD
Kevin Parker Executive Director of HR and Communications Lovejoy ISD
Linda Parker Deputy Superintendent Eagle Mountain-Saginaw ISD
Dawn Rice Recruiter Lamar CISD
Andrea Shavers HR Generalist Prosper ISD
Leslie Smith Executive Director of HR China Spring ISD
Bonnie Wall Human Resources Specialist Sherman ISD
Marnie Wallen Certification Specialist Coppell ISD
Monique l. Williams Austin ISD
Centorial Willis Compensation Specialist Garland ISD
Landon Zamykal Director of Elem. Professional & Classified Talent Victoria ISD
Member Spotlight
GERACE PROSPER ISD
Bernadette Gerace currently serves as the Executive Director of Human Resources in Prosper ISD. She received a Bachelor of Arts degree in Psychology from Texas A&M University, a Master’s degree in Educational Leadership from Concordia University, and is currently working on her Doctorate of Education at Dallas Baptist University. Bernadette is in her 23rd year in education.
Bernadette was asked by her superintendent in the summer of 2012 to move from her high school teaching position to lead the Prosper ISD Human Resources department. What she didn’t know was that for that first year, she would need to keep teaching her AP Psychology course for four class periods and head to the administration office midday to work her new HR role. During that school year, Prosper ISD had only Bernadette and her coordinator, and they served eight campuses and 700 staff members. From 2012 to 2018, Prosper ISD grew to 16,000 students on 13 campuses and 1,900 staff members. In 2018, Bernadette moved from HR Director to serve as the Director of Recruitment and Retention for the district, shifting her focus to employee engagement and retention. Bernadette now serves as the Executive Director of HR in Prosper ISD, with over 21,000 students on 20 campuses and 2,800 staff members.
Under Bernadette’s leadership, Prosper ISD Human Resources moved from a fully paper-dependent system to a paperless one, including an online application and hiring process, onboarding and forms system, evaluation system, and now a new professional learning program that works hand-inhand with the evaluation system. She and her coordinator developed processes to ensure that Prosper ISD remains compliant with all educational laws and regulations, trained administrators on proper procedures and documentation, and created a transfer process.
The entire hiring process became a robust system that allows principals to hire with confidence. Candidates go through a thorough process that includes an application, digital interview, and educator assessment, along with the typical reference and in-person interview requirements. She empowered her campus and district administrators to hire highly qualified educators for their campuses and departments. This effectiveness continues on to evaluations and professional learning, as they are tied together for a more impactful way to guide teachers and staff members in their professional growth.
Bernadette created a truly special program to support and mentor first year teachers and new-to-the-district teachers, and the district attrition rate has fallen each year, down to seven percent in 2019-2020. She also took over the leadership development program in Prosper ISD, and she has helped other districts to develop both, following her models.
BERNADETTE
Bernadette Gerace is recognized at TASA Mid Winter for receiving the AASPA Personnel Administrator of the Year Award
Bernadette has not kept her work within the district. She has served as an officer in the regional NCTASPA group and as president for two years and maintains active participation with NCTASPA today. She also presents regularly at NCTASPA, TASPA, and AASPA. She currently serves as the TASPA 2nd Vice President. She is a member of the AASPA Diversity, Equity, and Inclusion planning committee and previously served on the Membership committee.
Finally, under Bernadette’s leadership, Prosper ISD has been named one of the top places to work by the Dallas Morning News for eight years straight. As an immigrant to the United States and former ESL student, Bernadette believes it is her responsibility to be a vocal supporter and champion for public education, and she continues to strive for excellence and seeks to mentor others to establish and maintain sound human resources practices.
Educator Contract Abandonment and Resignations
Leandra Costilla Ortiz, Attorney, Shareholder
For the past two years COVID has remained at the forefront of issues for school districts. This school year, school districts have been faced with another issue, the retention of contract employees. As more and more contract employees and educators submit their resignations during the middle of the contract school year, this has led districts to consider pursuing sanctions against employees for contract abandonment.
WHAT IS CONTRACT ABANDONMENT?
Contract abandonment is when an educator resigns in the middle of the contract school year and has not been released by the district and the educator fails to report to work. This action by an educator is improper and can result in disciplinary action by the school board.
RECEIVING THE RESIGNATION
Timing is key. The first step to take
upon receipt of a resignation from a contract employee is to identify whether the resignation is effective during the school year or effective at the end of the school year. Probationary, term or continuing contract employees can resign and leave district employment at the end of the school year without penalty by filing a written resignation with the board or a board’s designee not later than the 45th day before the first day of instruction of the following school year. For any other time, an educator may resign with the consent of the board or the board’s designee.
It is important to ask additional questions to make sure the resignation is complete.
Who received the resignation?
Remember, resignations must be in writing and filed with the board or board’s designee. It is a good idea for a board to review internally who in the district they need to designate and take such action
designating specific individuals who are more likely to receive the resignations e.g. principals or human resources administrators.
How was the resignation received?
A written resignation mailed by prepaid certified or registered mail to a board president or a board’s designee at the district’s address is considered filed at the time of mailing. It is important to note that educators today may e-mail or text their resignations to their immediate supervisor who may then forward the e-mail or text thread to the superintendent or human resources administrators. This may be considered unacceptable since an immediate supervisor may not be a board designee. Any lapse in time could allow an opportunity for the educator to revoke their resignation before it is accepted. It is of utmost importance that a resignation be provided to the board designee as soon as possible to allow that
individual to indicate receipt of the resignation.
Was the resignation accepted?
Remember, an unequivocal resignation filed not later than the 45th day before the first day of instruction of the following school year is effective upon filing with a district and the district cannot reject such a resignation.
If an educator decides to submit a request for revocation of their resignation, you have to determine whether the initial resignation was effective during the school year or at the end of the school year and whether it was properly submitted.
Although a notice to the educator indicating receipt and acceptance is not a legal requirement, it is good practice to send a response indicating receipt and acceptance, if applicable.
SANCTIONS FOR CONTRACT ABANDONMENT
If an educator submits a written resignation to the board or the board’s designee during the middle of the school year, a district can retain the educator and
inform them of their non-release from their current employment contract and require that they continue reporting to work. If the educator fails to do so the board may render a finding that good cause did not exist for the educator to abandon their contract. If no good cause is found, then the board may submit a written complaint with SBEC within 30 calendar days after the effective date of the educator’s separation from employment. This is generally, the first day that, without district permission, the educator fails to appear for work under the contract.
A complaint for contract abandonment should include the 1) resignation letter, 2) any records indicating date of separation of employment, 3) the educator’s contract; and 4) the board meeting agenda and minutes indicating the board’s finding of no good cause.
Resignations can be tricky. Receiving a resignation from an educator is not always a reason for sanctions or cause for concern, but it’s best to make sure that the resignation is proper and properly responded to in order to avoid any future issues.
We're here to help your candidates successfully pass their certification exams.
Questions? Email us at epp@240tutoring.com
Implicit Bias in Hiring
Emma J. Darling, Associate
Let’s face it; school districts are always hiring. Every district sets a high bar when it comes to selecting the best possible staff. Studies have shown that every person carries implicit biases, and they can play a big role in the candidates selected. What is implicit bias, and how can someone ensure they are as biasfree as possible when making hiring decisions?
Biases are prejudices people hold in favor of or against people in a way that’s considered unfair. Implicit bias is defined as unconscious biases, perceptions, stereotypes, and beliefs we have developed from our
1
2
3
4
5
6
past experiences and influences. While everyone may hold implicit biases to some degree, allowing them to influence hiring decisions could violate numerous laws, including Title VII of the Civil Rights Act of 1964 (Title VII),1 the Americans with Disabilities Act of 1990 (ADA)2 and ADA Amendments Act of 2008, the Age Discrimination in Employment Act (ADEA),3 Section 1981,4 Section 504 of the Rehabilitation Act of 1973 (Section 504),5 and Genetic Information Nondiscrimination Act of 2008 (GINA).6
UNLAWFUL BIAS IN POLICY
Unlawful Bias in PolicyIt is an unlawful employment practice for a district to fail or refuse to
hire . . . an individual because of such individual’s: (1) race, color, or national origin; (2) religion; (3) sex; (4) age; (5) disability; or (6) genetic information. Board Policy DAA(LEGAL).
There is some important information to know about this policy and the law. First, sexual orientation and transgender status is now protected under sex discrimination. Second, age discrimination is generally only applicable to persons over the age of 40. Third, under religion, it is unlawful to inquire about the religious affiliation of anyone applying for employment at a public school. In practice, an example of this could asking
someone about their plans for winter break when you are actually asking whether they will be celebrating Christmas, Hannukah, Kwanza, etc. Seemingly innocent questions may violate the law, so if you are concerned about any of your interview questions, contact your school attorney.
OTHER PROHIBITED FORMS OF DISCRIMINATION UNDER POLICY
In addition to the six protected classes referenced above, there are two other forms of discrimination that are prohibited under policy DAA(LEGAL).
The first is military service: the district cannot deny employment because a candidate is a member of a uniformed service. This means, for example, you cannot deny a candidate employment because they are in a military reserve and may be called upon for active duty. The second is bankruptcy discrimination: a district may not deny employment to a person who has filed bankruptcy.
DISPARATE TREATMENT AND DISPARATE IMPACT
Title VII proscribes hiring practices in which there is disparate treatment of candidates or a disparate impact. Disparate treatment is when members of a protected group are denied the same employment opportunities as other applicants outside their group. An example might be a district who only intends on hiring female kindergarten teachers. This is a disparate treatment of male candidates.
Disparate impact occurs when an employer uses a hiring practice that causes a disparate, or disproportional, impact on a protected group and the employer cannot show that this practice is jobrelated and consistent with business necessity. These tend to be benign on their face, but harmful in effect. An example could be in a job requirement for a new soccer coach that candidates must have played soccer. This would have a disparate impact on an individual with a disability who may have never physically played soccer. The candidate could still be an effective coach but could not be hired or could even not apply because the candidate did not fit the job’s written description.
WHAT TO KNOW IF A CANDIDATE FILES DISCRIMINATION CHARGES
If you do not select a candidate, and the person believes your action was discriminatory, the person may file a charge with the Texas Workforce Commission (TWC) or the Equal Employment
Opportunity Commission (EEOC). In this event, the candidate will include in the charge of discrimination basis for the claim that the person was not hired based on one or more protected classes. Here’s what a district should do to assist their legal counsel in defending such a charge.
The burden on the district is to articulate a legitimate, nondiscriminatory reason for not hiring the candidate. The best way to prove this to an agency is through providing documentation. Take good notes when interviewing candidates, be able to clearly articulate the reasons the district chose the candidate who was eventually hired (or why the position remains open). Maintain the records of all the interviewees, including their applications, resumes and their responses to interview questions, if available. This may help justify how one candidate is more experience or more qualified for the position. Another good practice, when practicable, is to have more than one interviewer.
CONCLUSION
The best way to combat implicit biases is to be aware of them and not let them be the basis for your employment decisions. If you would like to find out your personal biases, Harvard University has a test you can use at: https://implicit.harvard.edu/implicit/ takeatest.html. If your biases affect the district’s hiring decisions, you could violate the law. If you have any questions on hiring or implicit bias, contact your school attorney.
Beat the Holiday Blues
Mental Health Care is Needed Health Care
Originially published in The Pulse, December 2021
Mental health includes our emotional, psychological and social well-being, according to the Centers for Disease Control and Prevention (CDC). It affects how we think, feel and act. It also helps determine how we handle stress, relate to others and make healthy choices. Medication, counseling or both can help you manage any issues you may be facing.
MENTAL HEALTH IMPACT
People, including children and adolescents, with untreated mental health disorders are at high risk for many unhealthy and unsafe behaviors, including alcohol or drug abuse, violent or self-destructive actions, and suicide.
Mental health disorders also have a serious impact on physical health and are associated with the prevalence, progression and outcome of some of today’s most pressing chronic diseases, including diabetes, heart disease and cancer. Fortunately, several mental health disorders can be treated effectively. Early diagnosis and treatment can decrease the disease burden of mental health disorders as well as associated chronic diseases. Assessing and addressing mental health remains important to help ensure a longer, healthier life
MENTAL HEALTH ISSUES
It’s important to know that you’re not alone if you’re suffering from any one of several mental health issues. In fact, they’re likely more common than you think. The CDC reports:
• more than 50% of people in the U.S. will be diagnosed with a mental illness or disorder at some point in their lifetime
• 1 in 5 Americans will experience a mental illness or issue in any given year
• 1 in 5 children, either currently or at some point during their life, have had a seriously debilitating mental illness
• 1 in 25 Americans live with a serious mental illness, such a schizophrenia, bipolar disorder, or major depression The five most common mental health disorders include depression, anxiety, eating disorders, substance misuse and attention deficit disorder.
Others include:
• bipolar, schizophrenia and psychotic disorders
• neurocognitive disorders and dementia
• obsessive compulsive and related disorders
• personality disorders
• difficulty sleeping or nightmares
• physical reactions, such as headaches, body pains, stomach problems and skin rashes
• worsening chronic health problems
TRS-ACTIVECARE AND TRS-CARE STANDARD RESOURCES
Every TRS-ActiveCare and TRS-Care Standard plan provides confidential mental health coverage. These services are available from licensed therapists, psychologists, psychiatrists, or certified drug and alcohol abuse counselors for adults 18 and older through your TRS Virtual Health via Teladoc®. You can also access other mental health providers directly through Blue Cross and Blue Shield of Texas (BCBSTX).
TRS-ACTIVECARE
To make an appointment with a mental health provider:
• Make a virtual appointment withTRS-Care Standard Teladoc.
• You can also download the app: Teladoc app from the Apple Store or Teladoc mobile app from Google Play Store or call 1-855-Teladoc (1-855-835-2362) for help from a customer service representative.
• Log in to Blue Access for MembersSM to find an innetwork therapist, psychiatrist, or other mental health specialist.
• Call a Personal Health Guide at 1-866-355-5999 or chat through the BCBSTX App to get help finding a doctor or making an appointment.
More Helpful Resources
Below you’ll find links to more information about mental health, including specific conditions. Learn about risk factors, what to look for and how to get help if you need it.
• TRS-Care Standard Mental Health Coverage - Important details about your plan’s copays, coinsurance and more
• TRS-Care Standard Sign of Depression - How to know if it’s temporary sadness or if you should seek help
• TRS-Care Standard All About Anxiety - The most common mental health issue often goes untreated
• TRS-Care Standard Looking Out for Loved Ones - How to spot the signs of mental illness in others
• TRS-Care Standard Self-Care - Tips for taking care of yourself
TRS-CARE STANDARD
To make an appointment with a mental health provider:
• Make a virtual appointment withTRS-Care Standard Teladoc.
• You can also download the app: Teladoc app from the Apple Store or Teladoc mobile app from Google Play Store or call 1-855-Teladoc (1-855-835-2362) for help from a customer service representative.
• Log in to Blue Access for MembersSM to find an innetwork therapist, psychiatrist, or other mental health specialist.
• Call a Personal Health Guide at 1-866-355-5999 or chat through the BCBSTX App to get help finding a doctor or making an appointment.
More Helpful Resources
Below you’ll find links to more information about mental health, including specific conditions. Learn about risk factors, what to look for and how to get help if you need it.
• TRS-Care Standard Mental Health Coverage - Important details about your plan’s copays, coinsurance and more
• TRS-Care Standard Sign of Depression - How to know if it’s temporary sadness or if you should seek help
• TRS-Care Standard All About Anxiety - The most common mental health issue often goes untreated
• TRS-Care Standard Looking Out for Loved Ones - How to spot the signs of mental illness in others
• TRS-Care Standard Self-Care - Tips for taking care of yourself
Let’s face it, sometimes it’s hard to put yourself first and add to that, the stress of knowing that there’s still some stigma about mental health care. In fact, the average delay between when mental health issues start and when people finally get help is 11 years.
Don’t wait! The time is now to start thinking about your mental health. You have the resources at your fingertips, so take advantage of them and start focusing your time and energy where it belongs: on meeting your health and wellness goals.
TRS-CARE MEDICARE ADVANTAGE
Need emotional support? Call UnitedHealthcare’s Behavioral Health Services at 1-800-453-8440, TTY 711, 24 hours a day, seven, days a week. You will be connected to a trained specialist who will listen and help you identify the nature of your problem and find the right resources to address it.
Feeling stressed or sad and want to explore tips on your own, get professional advice virtually or chat with others? Try the Sanvello™ mobile app for on-demand support with things such as:
• anxiety
• depression
• stress
Track your daily mood, access coping tools, build life skills and connect with peer communities. You have free 24/7 premium access when you register using your insurance information. Download the app: Sanvello appl from the Apple App Store® or Sanvello appl from Google Play™ to get started today.
Have an ongoing mental or behavioral health concern and looking for long-term support from a behavioral health professional? Connect with a licensed therapist, counselor, psychologist, or psychiatrist for long-term, ongoing support.
With Virtual Behavioral Health Visits, you’re able to live video chat with a behavioral health specialist from your computer, tablet or smartphone — any time, day or night. Services include initial evaluation, medication management and ongoing counseling. All you need is a strong internet connection. You will first need to set up an account at www.uhcvirtualvisits.com and then schedule an appointment.
• Looking for additional behavioral health resources? Visit United Healthcare’s Let’s Move page for helpful tips and information to help you beat the blues during the holidays and beyond.
Not sure where to begin or have questions about how to find a provider?
Contact UnitedHealthcare at 1-866-347-9507, TTY 711, 7 a.m.–6 p.m. CT, Monday–Friday.
Diamond Sponsor Spotlight
Providing More Benefits to School District Employees
d s b y s h
p i n g a t a l l y o u r f a v o r i t e p l a c e s a n d p a y 0 % A P R * f o r y o u r f i r s t 6 m o n t h s .
L o w - r a t e l o a n s t o a s s i s t e d u c a t o r s a n d t h e i r u n
c l a s s r o o m s u p p l i e s , p r o f e s s i o n a l d e v e l o p m e n t , a n d h e l p i n g f i r s t y e a r t e a c h e r s .
w w w . g c e f c u . o r g
G u l f C o a s t E d u c a t o r s F e d e r a l C r e d i t U n i o n p r o v i d e s f i n a n c i a l s e r v i c e s t o s c h o o l e m p l o y e e s a l l a c r o s s t h e
s t a t e o f T e x a s I n a d d i t i
t o t h e i r t e a c h e r s a n d s t a f f
F r e e H S A A d m i n i s t r a t i o n
S e v e r a l y e a r s a g o a l o c a l s c h o o l d i s t r i c t a p p r o a c h e d G C E F C U w i t h t h e n e e d f o r a n H S A p r o v i d e r f o r t h e i r e m p l o y e e s A t t h e t i m e , t h e c r e d i t u n i o n d i d n o t o f f e r H e a l t h S a v i n g s A c c o u n t s , b u t w e w e r e d e t e r m i n e d t o f i n d a s o l u t i o n A s a r e s u l t , t h e c r e d i t u n i o n b e g a n o f f e r i n g H S A s f o r f r e e , a n d e v e n t u a l l y s t a r t e d a d m i n i s t e r i n g H S A p r o g r a m s f o r s c h o o l d i s t r i c t s a s w e l l
G u l f C o a s t E d u c a t o r s F C U n o w o f f e r s H e a l t h S a v i n g s A c c o u n t s , f r e e o f c h a r g e , t o a l l s c h o o l d i s t r i c t s i n t h e s t a t e o f T e x a s I f y o u h a v e e m p l o y e e s w i t h H i g h D e d u c t i b l e H e a l t h P l a n s ( H D H P s ) w e c a n a d m i n i s t e r a n H S A p r o g r a m f o r y o u r d i s t r i c t a n d e m p l o y e e s c o m p l e t e l y f r e e T h e r e i s n o s e t u p f e e o r p e r - u s e r c h a r g e t o t h e d i s t r i c t o r t h e e m p l o y e e s
T o l e a r n m o r e a b o u t o u r H S A a d m i n i s t r a t i o n p r o g r a m v i s i t w w w t e x a s e d u c a t o r s h s a c o m
E d u c a t o r L o a n s & C r e d i t C a r d s
A s a c r e d i t u n i o n t h a t s e r v e s e d u c a t o r s a n d s c h o o l e m p l o y e e s , w e u n d e r s t a n d h o w h a r d t h e y w o r k w i t h l i t t l e i n r e t u r n T o h e l p , w e c r e a t e d a v a r i e t y o f l o w - r a t e l o a n s j u s t f o r s c h o o l e m p l o y e e s
H o m e L o a n s f o r S c h o o l E m p l o y e e s - T h i s m o r t g a g e p r o g r a m a l l o w s s c h o o l e m p l o y e e s i n t h e s t a t e o f T e x a s t o f i n a n c e a n e w h o m e u p t o 1 0 3 % , w i t h n o d o w n p a y m e n t o r P M I r e q u i r e d
T e x a s E d u c a t o r s R e w a r d s C r e d i t C a r d - T h i s l o w - r a t e c r e d i t c a r d i s a v a i l a b l e t o a l l s c h o o l e m p l o y e e s w h o q u a l i f y , w i t h n o a n n u a l f e e N o t o n l y i s t h e r a t e l o w e r t h a n a n y o t h e r c r e d i t c a r d w e o f f e r , b u t i t e a r n s p o i n t s f o r e v e r y $ 1 s p e n t A n d s i n c e i t i s f o r e d u c a t o r s , e x t r a p o i n t s a r e e a r n e d a t t e a c h e r s u p p l y s t o r e s P o i n t s c a n b e r e d e e m e d f o r c a s h , t r a v e l , g i f t c a r d s , a n d m o r e
F i r s t Y e a r T e a c h e r L o a n - T h i s i s a l o a n t o h e l p b r a n d n e w f i r s t y e a r t e a c h e r s b r i d g e t h e g a p b e t w e e n a c c e p t i n g a j o b w i t h a d i s t r i c t a n d g e t t i n g t h e i r f i r s t p a y c h e c k
C l a s s r o o m S u p p l i e s L o a n - K e e p i n g t h e c l a s s r o o m s u p p l y c a b i n e t f u l l y s t o c k e d c a n b e e x p e n s i v e , e s p e c i a l l y w i t h t o d a y ’ s e x t e n s i v e b u d g e t c u t b a c k s B e c a u s e o f t h i s , t e a c h e r s t e n d t o s p e n d t h e i r o w n m o n e y t o p u r c h a s e t h e s e s u p p l i e s a n d t e a c h i n g m a t e r i a l s f o r t h e i r c l a s s r o o m T h i s l o a n p i c k s u p w h e r e t h e s c h o o l d i s t r i c t l e a v e s o f f
l o p m e n t L o a n - W e u n d e r s t a n d t h a t p u r s u i n g a n a d v a n c e d d e g r e e o r p r o f e s s i o n a l c e r t i f i c a t e i s a n e x p e n s i v e e n d e a v o r f o r s c h o o l e m p l o y e e s s t r i v i n g t o f u r t h e r t h e i r e d u c a t i o n a l c a r e e r s o w e w a n t t o h e l p W e w a n t t o a s s i s t i n y o u r e f f o r t s t o r e a c h y o u r e d u c a t i o n a l g o a l s a n d o f f e r t h i s l o a n p r o d u c t t o h e l p p a y f o r t u i t i o n b o o k s a n d o t h e r e x p e n s e s a s s o c i a t e d w i t h c o n t i n u e d e d u c a t i o n
Winter Conference Recap
The TASPA 2022 Winter Conference was held on December 8-10 at the Kalahari Hotel & Convention Center in Round Rock, TX. We had a successful turnout with 290 attendees. The spacious event center allowed for a record 33 exhibitors! We are especially grateful to our Diamond Sponsors: ESS, Frontline, iteachTEXAS, Kelly Education, and Texas Teachers. With their support we are able to provide YOU, our TASPA members, with continued services and professional development.
During the three day conference, TASPA was able to host three general sessions and 40 breakout sessions. We had 64 speakers that included law firms: Eichelbaum Wardell Hansen Powell & Muñoz, P.C.; J. Cruz & Associates, LLC; and Walsh Gallegos Treviño Kyle & Robinson, P.C. We also had presentations from HR practitioners, TEA, TASB HR Services, TRS, TxCEE, TSPRA, TX DPS and many others. Thank you to speakers, TASPA board members, TASPA staff and TASPA members to help make this conference a huge success!
During the second General Session, we acknowledged our 2021 TASPA award winners and scholarship recipients.
DR. MARY HOPKINS PERSONNEL ADMINISTRATOR OF THE YEAR
Congratulations to Bobbi Russell-Garcia. Bobbi Russell-Garcia is currently the chief human capital officer in the Ysleta School District in El Paso, Texas and has held that role for 7 years. She is in her 19th year of service in public education. Prior to being the chief human capital officer, Ms. Russell-Garcia served in various roles including Director of Employee Relations, Coordinator of Employee Relations and as a school counselor and special education teacher. Ms. Russell-Garcia has been a TASPA member since 2010. Bobbie holds a Bachelor of Science degree in Social Psychology from Park College in El Paso and a Master of Arts Degree in Counseling from Webster University. She is described by her co-workers as a strategic planner, negotiator, problem solver, and conflict manager. They go on to say that her wealth of knowledge and professional demeanor have allowed her to be a beacon during the pandemic as everyone was learning to navigate the world of education and HR in a politically charged and polarized world. She ensures that her staff members are actively involved in TASPA and advocates for them to participate in regional meetings, conferences, and workshops.
DISTINGUISHED SERVICE AWARD
Congratulations to Johjania Nájera. Johjania Nájera is currently in her 29th year of public education service in both large and small school districts in Texas. Currently, she is in her 11th year as Executive Director of Human Resources in Keller ISD. Prior to her work in Human Resources, Johjania held leadership roles as an Assistant Principal at the elementary and high school levels and Principal at the primary and intermediate levels. She also has four years of classroom teaching experience as a bilingual elementary teacher.
Johjania holds a Bachelor of Arts in Public Justice from St. Mary’s University and a Master of Education in Educational Leadership from Stephen F. Austin State University. In her present role, she assists her district in meeting the employment needs of over 5,000 employees including lending support and coaching principals through employee issues.
Johjania serves TASPA as the District IV Representative and has been a Past President. She has also served as Past President of the NCTASPA, where she led the organization by providing opportunities for professional growth through monthly meetings focusing on pressing current educational issues. One of her proudest accomplishments while leading NCTASPA was
the initiation of donating to the TASPA Scholarship Fund. NCTASPA continues to support the TASPA Scholarship Fund. She is also an active member with roles in several committees of the American Association of School Personnel Administrators (AASPA).
Johjania states that she receives her strongest support from her husband of 30 years, Paul Nájera who has also served students in several public-school districts in Texas as a Band Director for over 28 years. Her oldest son, Adiel, is currently a DMA candidate at the University of Kentucky and Johniel is in his second year at Baylor University majoring in Music Education.
HONORARY MEMBERSHIP AWARD
It is our pleasure to recognize Joe Palmer as a TASPA Honorary Member. Joe recently retired from Temple ISD as the Assistant Superintendent of Human Resources. However, he continues to assist the district as they still need him! During his tenure in Temple ISD, he developed many employee-assistance and wellness programs. He was also instrumental in the development of several employee relations models for recruiting and retaining employees and quality staff members. In addition to his work in HR, Joe has served as teacher, coach, and campus administrator. He has been active in TASPA serving as a District 3 (CTASPA) officer including president. He was instrumental in developing a scholarship program in CTASPA to encourage HR administrators to obtain their HCLE certification. He has also presented multiple sessions at TASPA conferences.
ANN BERG SCHOLARSHIP AWARD
Elaine Goulden is a senior education major at Southwestern University. She has been on the Dean’s list throughout her college career. Elaine is working towards becoming a secondary history teacher because she feels that history is a key field in which we can learn about how diverse persons and communities intersect.
BARRY NETTLES SCHOLARSHIP AWARD
Antonia Renfroe is an elementary special education major at Southwestern University. She has been on the Dean’s List the past two years and is involved in several organizations on campus. She states that she has chosen to become a teacher to cultivate the same setting that was given to her as a student and helped her thrive.
PETE CHERNICK SCHOLARSHIP AWARD
Garrett Smith is an 7-12 History major at Mary Hardin-Baylor University. He has been involved in student government and served as a university ambassador for 2 years. He is currently serving as class president for the UMHB class of 2022. He states that he hopes to instill not only knowledge but hope in the hearts of his future students.
We hope you will join us for again this year for our TASPA Conferences!
