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Riverside Local committee reviews staffing changes, payroll succession and Frontline timecard pilot
Summary
The Finance & Personnel Committee reviewed personnel updates including an internal hire, plans to publish salary schedules, a proposed temporary stipend for a trainer (amount not specified), succession training for EMIS/payroll, and a January pilot of the Frontline electronic timecard system.
Riverside Local’s Finance & Personnel Committee spent its meeting on staffing and payroll operations, including an internal hire, the design of salary schedules for non-union staff, plans to train a successor for payroll and EMIS tasks, and a phased pilot of an electronic timecard system.
The superintendent and personnel staff said the district selected an internal candidate after conducting both internal and external searches; the hire will appear on Thursday’s board agenda. Staff credited Mallory with leading recruitment and said the new placement creates another vacancy to be filled. "Mallory led the charge and did a great job," one staff member said.
Committee members and staff described work to rewrite job descriptions and to produce salary schedules in the spring intended to address inconsistent pay progression for non-union employees. Staff said those changes will be drafted and circulated to the central office for further recommendation.
Staff emphasized the operational need to train an EMIS and payroll successor internally because EMIS is a highly specialized skill connected to finance and state reporting. "EMIS ... is such a unique skill set," a staff member said, noting training the "heir apparent" is a priority so the district does not lose continuity.
To reduce paper handling and streamline payroll, staff outlined plans to implement Frontline for timecards and to pilot the system department by department. "Frontline" was identified by staff as the intended vendor, and the committee was told the software handles multiple jobs and pay-rate scenarios. Staff said they are targeting January to begin piloting the system.
Staff proposed temporarily compensating an employee who will serve primarily as a trainer for the new hire. The transcript includes a numeric utterance for that proposal but the figure is unclear in the record; the stipend amount therefore is not specified in this report.
Special-education staffing also drew discussion: staff reported some existing special-education employees have become Registered Behavior Technicians (RBTs) and recommended an incentive to retain and deploy that in-house expertise. "An RBT is a Registered behavior technician," a personnel staff member explained.
No formal motions, votes or contract awards were recorded in the transcript; staff said the internal hire and handbook/salary-schedule work will return with draft materials for committee and central-office review.
