Taking a Closer Look: What SDUSD Pays in Employee Insurance Premiums: All of It! By Stephen D. Rosen, UPforEd

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1 Taking a Closer Look: What SDUSD Pays in Employee Insurance Premiums: All of It! By Stephen D. Rosen, UPforEd When San Diego Unified parents were surveyed earlier this year, more than half of parents considered themselves to be informed about issues related to education at San Diego Unified. However, most parents did not have a grasp on the reality of student achievement, school rankings and/or district expenditures. That is why since January UPforEd has been sharing pertinent information about our children s education at San Diego Unified through the Taking a Closer Look series of issue papers, which can all be found at First and foremost, we shared the shocking fact that 59% of district high school students were not proficient in science, and more than half were not proficient in history/social studies. We also reported the disturbing finding that only about half of high school seniors graduated with the coursework necessary to apply for admission to a UC or CSU school. We also told you about the staggering number of San Diego Unified schools that are considered underperforming and in need of significant improvement. We have expressed how critical it is for the district to clearly communicate its budget expenditures. Remember the $700 million that the district has spent in technology upgrades without any measures of effectiveness or planning for maintenance costs? Instead of claiming that the district s performance shortfalls are due to a lack of government funding, San Diego Unified needs to start at home and take a look at its own spending behavior. Seldom does anyone want to bring up an issue that could be perceived as unsupportive of our dedicated educators, but we re at an impasse where all district expenditures need to be looked at closely. So bear with us and take a glance into the world of health benefits at San Diego Unified. Let s put this into context first. As a non-district employee, if you re lucky enough to have an employer who contributes to health insurance costs, how much does your employer cover? The typical employer pays on average anywhere between 80% and 90% of health insurance premium costs for employees and somewhere between 50% and 70% of the insurance costs for employees families. San Diego Unified doles out one of the most generous benefit packages in the county. They have been referred to as Cadillac benefits, since they are staggeringly more generous than those of private-sector organizations as well as other school districts. The district offers free medical insurance without any premiums to all employees, regardless of classification, who work at least 30 hours each week, and their spouses and children. The district fully pays for the insurance regardless of whether it s coverage for one person or a family of five, and whether they opt for the least expensive health plan or the top-of-the-line coverage. They basically give each employee a blank check. The cost for each plan ranges from $6,100 per year to $25,400 per year. It should be noted that the district recently voted to continue this level of coverage through 2017.

2 Overly generous spending by the district has been a point of contention in public conversations surrounding the poor quality of education and the inefficiency of operations. The district will spend $93.4 million in health care premiums this year. Meanwhile, there is a projected $70 million deficit to next year s $1.2 billion operating budget. Some companies out there offer 100% paid medical insurance, but they are most often small with less than 50 people, while San Diego Unified employs thousands. Or they are the big budget Qualcomms of the world, not a public school district with a $70 million budget shortfall. It is time to take a hard look at whether San Diego Unified can afford to continue paying 100% of the costs of health insurance for its employees and their families. Passing on the full financial burden of health insurance costs is not what we would advocate, but some simple math shows that the district can save millions of dollars by doing things like paying 80% to 90% of health insurance premiums versus 100%. Depending on the percentage covered, the numbers will vary, but the actual dollars and cents that would be passed on to the employee would look something like $45 per month for an employee only, or somewhere close to $200 per month for an employee and his or her family. The fact that the district covers 100% of dependent insurance premiums is pushing the cost of those benefits even higher because spouses of employees are opting to take district coverage versus alternative employee-sponsored coverage. If an employee has a spouse that also works and is also offered health insurance, the benefits from the spouse s employer will not likely be anywhere near as unrestrained as what the district offers. Most of the time those spouses opt in to San Diego Unified s coverage and why wouldn t they? Free health insurance that s a no brainer! If the district just dropped that coverage by 10%, they would in turn realize savings in the millions. Let s not ignore the fact that the district must enter into complicated and lengthy negotiation processes with the local employee unions in order to make any changes to their proposed compensation packages. That process is not an easy one. However, the educational crisis we are experiencing here in San Diego requires a blunt examination of spending, including these benefits, using an unemotional factual analysis. Undoubtedly, the most unpleasant part of managing an organization is implementing terminations, pay reductions and benefit cuts. Yet, millions of dollars in savings can be realized for a district that is struggling to fund our children s education money that can be dedicated, for instance, to professional development for teachers, which would directly help our students improve academic outcomes. It s time to stand up and ask the hard questions. Can we afford these expenses at the cost of our children s education? Join us and together we can make our voices heard. Send your concerns to and copy us at San Diego can and should do better! UPforEd is a parent-led organization that empowers and mobilizes parents to ensure all children receive a quality education in San Diego Unified School District. Follow us on Twitter to get live updates from all SDUSD board

3 Un Vistazo Más Cercano: Qué proporción del pago de seguro médico le paga SDUSD as sus empleados? El pago completo. Por Stephen D. Rosen, UPforEd Según una encuesta reciente de los padres de familia de San Diego Unified, más de la mitad de los padres se consideraban informados acerca de los problemas relacionados con la educación en San Diego Unified. Sin embargo, la mayoría de los padres no tenían un conocimiento sobre la realidad del rendimiento de los estudiantes, las clasificaciones de la escuela y/o los gastos del distrito. Es por eso que desde enero UPforEd ha estado compartiendo información pertinente en cuanto a la educación de nuestros hijos en San Diego Unified de la serie de documentos temáticos de Un Vistazo Más Cercano, que se pueden encontrar en En primer lugar, compartimos el hecho impactante de que el 59% de los estudiantes de secundaria del distrito no eran competentes en la ciencia, y más de la mitad no eran competentes en historia/estudios sociales. También reportamos sobre el hallazgo inquietante que sólo la mitad de los estudiantes de secundaria se graduaron con los cursos necesarios para solicitar la admisión a una universidad UC o CSU. También les comunicamos sobre el asombroso número de escuelas de San Diego Unified que se consideran de bajo rendimiento y con necesidad de una mejora significativa. Hemos expresado lo importante que es que el distrito comunique claramente sus gastos presupuestarios. Recuerda los $700 millones que el distrito ha invertido en mejoras tecnológicas sin ninguna medida de efectividad o planificación de costeo de mantenimiento? En lugar de reivindicar que el déficit de rendimiento del distrito se debe a la falta de financiamiento por parte del gobierno, San Diego Unified necesita empezar por analizar su propio comportamiento de gasto. Nadie quiere plantear un problema que podría ser percibido como una falta de apoyo de nuestros educadores dedicados, pero estamos en un punto muerto en el que todos los gastos del distrito necesitan ser analizados más de cerca. Así que anímense a echarle un vistazo al mundo de los beneficios del seguro médico en San Diego Unified. Primero pongamos esto en contexto. Como un empleado no del distrito, si tienes la suerte de tener un empleador que contribuye a los gastos de seguro médico, cuánto cubre su empleador? El empresario típico paga, de promedio, entre el 80% y el 90% de los costos del pago de seguro médico para los empleados y entre el 50% y el 70% de los costos de los seguros para las familias de los empleados. San Diego Unified ofrece uno de los paquetes de beneficios más generosos en el condado. Se han referido como "beneficios Cadillac," ya que son asombrosamente más generosos que los de las organizaciones del sector privado, así como otros distritos escolares. El distrito le ofrece seguro médico gratuito a todos sus empleados, sus cónyuges e hijos, independientemente de la clasificación del empleado, siempre y cuando trabajen al menos 30 horas a la semana. El distrito paga el seguro en total independientemente de si se trata de cobertura para una persona o una familia de cinco, y si optan por el plan de seguro médico menos caro o la cobertura superior. Básicamente dan un cheque en blanco a cada empleado. El costo para cada plan varía entre $6,100 al año hasta $25,400 dólares por año. Cabe señalar que el distrito recientemente votó a favor de continuar con este nivel de cobertura hasta el 2017.

4 Gastos demasiado generosos por parte del distrito ha sido un punto de discusión en las conversaciones públicas acerca de la mala calidad de la educación y la ineficiencia de las operaciones. El distrito gastará $93.4 millones en gastos de seguro médico este año. Mientras tanto, hay un déficit proyectado de $70 millones al presupuesto operativo de $1.2 millones del próximo año. Algunas empresas ofrecen seguro médico 100% pagado, pero son más a menudo pequeñas, con menos de 50 personas, mientras San Diego Unified emplea a miles de personas. O son los Qualcomms del mundo con sus grandes presupuestos, no un distrito escolar público con un déficit presupuestario de $70 millones. Es hora de analizar si San Diego Unified puede darse el lujo de seguir pagando el 100% de los costos de seguro médico para sus empleados y sus familias. La transmisión de la carga financiera total de los costos de seguro médico no es lo que queremos abogar, pero la matemática simple muestra que el distrito puede ahorrar millones de dólares al hacer cosas como pagar del 80% al 90% de los gastos de seguros médicos en comparación con el 100%. Dependiendo del porcentaje cubierto, los números variarían, pero los dólares reales y centavos que se transmiten al empleado se vería algo como $45 por mes para un empleado solamente, o cerca de $200 por mes para un empleado y su familia. El hecho de que el distrito cubra el 100% de los gastos de los seguros dependientes está empujando el costo de esos beneficios aún más debido a los cónyuges de los empleados que están optando por tomar la cobertura del distrito frente a la cobertura alternativa financiada por sí mismo. Si un empleado tiene un cónyuge que también trabaja y también se le ofrece un seguro médico, no es probable que los beneficios del empleador del cónyuge tengan tan pocas restricciones como el que ofrece el distrito. La mayoría de las veces esos cónyuges optarán por la cobertura del San Diego Unified y por qué no? Seguro médico gratuito es un pan comido! Si el distrito simplemente reduciría la cobertura por un 10%, pudieran obtener ahorros en millones. No vamos a ignorar el hecho de que el distrito tiene que lidiar con procesos de negociación complicados y largos con los sindicatos locales de los empleados para realizar cualquier cambio en los paquetes de compensación propuestos. Ese proceso no es fácil. Sin embargo, la crisis educativa que estamos viviendo aquí en San Diego requiere un examen contundente de los gastos, incluyendo estos beneficios, mediante un análisis factual, no emocional. Sin duda, la parte más desagradable de manejar una organización es llevar a cabo despidos, reducciones salariales y recortes de beneficios. Sin embargo, millones de dólares en ahorros se pueden realizar para un distrito que está luchando para financiar la educación de nuestros hijos dinero que puede ser dedicado, por ejemplo, al desarrollo profesional de los maestros, lo cual ayudaría directamente a nuestros estudiantes a mejorar los resultados académicos. Es hora de ponerse de pie y hacer las preguntas difíciles. Podemos permitirnos estos gastos a costa de la educación de nuestros hijos? Únete a nosotros y juntos podremos hacer oír nuestra voz. Envíe sus inquietudes a y hazle copia a San Diego debe y puede hacerlo mejor! UPforEd una organización dirigida por padres que empodera y moviliza a los padres para que aseguren que todos los niños reciban una educación de calidad en San Diego Unified. Síguenos en Twitter para obtener actualizaciones en tiempo real de todas las reuniones de la junta de

5 SAN DIEGO UNIFIED SCHOOL DISTRICT Cost of Health Insurance Coverage TYPICAL EMPLOYER PAYS 80-90% 50-70% Employees health insurance costs Employees families health insurance costs 100% SDUSD PAYS Health insurance costs for employees* and their spouses and children * Employees who work at least 30 hours each week COST FOR EACH INSURANCE PLAN RANGES FROM $6,100 to $25,400 per year $6,100 $25,400 SDUSD will spend $93.4 MILLION in health care premiums this year $1.2 Billion Budget Budget Next year s $1.2 BILLION operating budget has a projected $70 MILLION deficit $70 Million

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