In an editorial published March 22 by The Des Moines Register entitled, “Sexism, not career choices, drives wage gap,” the author, Rekha Basu, cites a recent study involving the AEA system. The study, done by Jim Addy, of Mapping Strategies, LLC, asserts that the salaries of technology and technology support positions within the three largest AEAs in the state are disproportionately higher for males vs. females. In thoroughly reviewing the study, we found the claims to be completely without merit.
In a nutshell (and for those interested in reading the entire study), Addy’s research relied solely on information supplied through the state’s Basic Educational Data System (BEDS) which provides only basic information about our employees. Specifically, we are required to share employee start dates with our agency, salary, gender, and age in BEDS reporting. What is not included in the BEDS data are critically important factors such as an individual’s qualifications/educational experience, years of experience prior to being hired, and job responsibilities. Without taking this information into account, the study fails to provide an accurate picture and draws false conclusions.
Each of the AEAs mentioned in the report, including Heartland, have policies in place that strictly prohibit discrimination on the basis of color, race, national origin, religion, creed, age, and several other categories. We believe no discrimination in pay exists between men and women working for Heartland AEA.
Should you have further questions or wish to visit about the study, please feel free to contact either me at pvincent@aea11.k12.ia.us or Laura Gillon, Executive Director of Human Resources, at lgillon@aea11.k12.ia.us.
Monday, March 25, 2013
Organizational Culture Survey Opportunity
Last spring we conducted the Denison Organizational Culture Survey. The results have been shared with all employees and multiple groups are working to support a high-performance organizational culture in a number of ways. To assist in benchmarking our progress, a random group of Heartland staff will be invited to take the survey again this spring.
The Denison Organizational Culture Survey is a 60-question survey that measures aspects of an organization’s culture in four areas. Individual surveys are collectively tabulated into a graphic profile that compares our organization’s culture to a database of over 770 other organizations. The survey measures opinions and perceptions, which means there are no “right” or “wrong” responses. The information will continue to be used to assist us in planning for our future; specifically, in the way we carry out our mission and build relationships not only among ourselves, but also with our customers and suppliers.
If your name is identified in the random selection process, you will receive an e-mail invitation on or near April 5, and I hope you will take a few minutes to provide feedback. Thank you for your time and consideration.
About the Denison Organizational Culture Survey
Daniel Denison and William Neale developed the content of the Denison Organizational Culture Survey based on 15 years of research and practice in organizational settings. The survey recognizes that cultural traits, managerial behaviors, and organizational strategies can all be linked to a core set of beliefs and assumptions about the organization and its environment. These core beliefs and assumptions lie at the heart of an organization's culture. In the Denison Organizational Culture Model, these core beliefs and assumptions are summarized in terms of four main cultural "traits" (Mission, Adaptability, Involvement and Consistency) that have an impact on bottom-line organizational performance measures such as growth, customer satisfaction, employee satisfaction, and service quality.
The Denison Organizational Culture Survey is a 60-question survey that measures aspects of an organization’s culture in four areas. Individual surveys are collectively tabulated into a graphic profile that compares our organization’s culture to a database of over 770 other organizations. The survey measures opinions and perceptions, which means there are no “right” or “wrong” responses. The information will continue to be used to assist us in planning for our future; specifically, in the way we carry out our mission and build relationships not only among ourselves, but also with our customers and suppliers.
If your name is identified in the random selection process, you will receive an e-mail invitation on or near April 5, and I hope you will take a few minutes to provide feedback. Thank you for your time and consideration.
About the Denison Organizational Culture Survey
Daniel Denison and William Neale developed the content of the Denison Organizational Culture Survey based on 15 years of research and practice in organizational settings. The survey recognizes that cultural traits, managerial behaviors, and organizational strategies can all be linked to a core set of beliefs and assumptions about the organization and its environment. These core beliefs and assumptions lie at the heart of an organization's culture. In the Denison Organizational Culture Model, these core beliefs and assumptions are summarized in terms of four main cultural "traits" (Mission, Adaptability, Involvement and Consistency) that have an impact on bottom-line organizational performance measures such as growth, customer satisfaction, employee satisfaction, and service quality.
Questions and Answers About Sequestration/Federal Funding Cuts
Business Office staff put together the following questions and answers relating to the federal budget cuts known as sequestration. If you have further questions, contact Kurt Subra, Chief Financial Officer, at ksubra@aea11.k12.ia.us.
Q: What is federal sequestration?
A: Sequestration is an across-the-board approach for cutting federal expenditures. It was triggered by federal legislation after Congress and the President failed to agree on a solution to reduce federal deficit spending.
Q: For what period of time will sequestration be a concern?
A: The sequestration legislation reduces federal spending each year for a ten-year period. Some areas of the federal budget are not impacted (Social Security, interest on the federal debt, etc.), and that is putting more pressure on spending for defense and “discretionary” programs, including public education.
Q: How much federal funding does Heartland AEA receive, and is this amount comparable to what local school districts receive?
A: The Agency receives about one-third of its annual funding from the federal government. Almost all of these funds are for special education services. By contrast, local school districts generally receive 5% or less of their funding from the federal government.
Q: How much federal money will Heartland lose in 2012-13 and 2013-14 due to federal sequestration?
A: Because of the federal funding cycle, we aren’t anticipating any federal funding reductions in 2012-13. At this time we believe that our federal funding could be reduced by 5-6% in 2013-14. The 2013-14 reduction would be approximately $1.6 million, and a portion of that reduction is shared with the Des Moines Public Schools.
Q: I’ve heard national news media of reports that some federal government employees are/will be receiving notice that they will have to start taking time off without pay as a result of the mandatory budget cuts that went into affect on 3/1/13. What will be the impact on Heartland AEA employees who are paid with federal funds?
A: Heartland employees are not “federal government employees,” and Heartland currently has no plans for employee furloughs as a result of sequestration. Heartland previously has managed state funding reductions (sequestration-like cuts of 10% in 2010 and its portion of the statewide $20 million cuts to AEAs in 2012 and 2013) without furloughs.
Q: Are there any plans for across the board reductions in force as a result of sequestration?
A: No.
Q: Some people in my job-alike group are funded by federal dollars whereas some are funded by state/local dollars. What criteria are used to determine which positions are funded by federal dollars? And can the funding source change for a given position?
A: One criterion is whether the Agency claims Medicaid reimbursement for services provided by the position. If it is, then the position cannot be paid from federal funds. And yes, a position previously paid from state/local dollars could later be shifted to federal funding, and vice versa.
Q: In the event of federal funding shortfall, is it possible that some employees could be treated differently than others based on being funded by federal or state/local funds?
A: There is no intention to treat some employees differently based on being funded by federal or state/local funding. Occasionally employees are hired under a specific grant or project and their employment could be impacted if and when funding runs out. This is rare and employees potentially affected are informed up front of this possibility.
Q: How does sequestration impact our state and federal mandates for providing special education services?
A: The mandates are unchanged regardless of funding levels.
Q: Is there anything that the state of Iowa can do to offset the federal funding reductions?
A: Yes. For the past two years Iowa’s AEAs have been negatively impacted by a $20 million reduction in state funding (all special education dollars). Restoration of these funds would offset the federal sequestration impact.
Q: What, if anything, can I or other concerned citizens do to advocate for restoration of state funding for AEAs?
A: You and the families that you serve are invaluable advocates to our state representatives and senators. It is helpful to have those we serve send letters of support to the Governor and members of the legislature and for advocates to speak at local legislative forums.
Q: What is federal sequestration?
A: Sequestration is an across-the-board approach for cutting federal expenditures. It was triggered by federal legislation after Congress and the President failed to agree on a solution to reduce federal deficit spending.
Q: For what period of time will sequestration be a concern?
A: The sequestration legislation reduces federal spending each year for a ten-year period. Some areas of the federal budget are not impacted (Social Security, interest on the federal debt, etc.), and that is putting more pressure on spending for defense and “discretionary” programs, including public education.
Q: How much federal funding does Heartland AEA receive, and is this amount comparable to what local school districts receive?
A: The Agency receives about one-third of its annual funding from the federal government. Almost all of these funds are for special education services. By contrast, local school districts generally receive 5% or less of their funding from the federal government.
Q: How much federal money will Heartland lose in 2012-13 and 2013-14 due to federal sequestration?
A: Because of the federal funding cycle, we aren’t anticipating any federal funding reductions in 2012-13. At this time we believe that our federal funding could be reduced by 5-6% in 2013-14. The 2013-14 reduction would be approximately $1.6 million, and a portion of that reduction is shared with the Des Moines Public Schools.
Q: I’ve heard national news media of reports that some federal government employees are/will be receiving notice that they will have to start taking time off without pay as a result of the mandatory budget cuts that went into affect on 3/1/13. What will be the impact on Heartland AEA employees who are paid with federal funds?
A: Heartland employees are not “federal government employees,” and Heartland currently has no plans for employee furloughs as a result of sequestration. Heartland previously has managed state funding reductions (sequestration-like cuts of 10% in 2010 and its portion of the statewide $20 million cuts to AEAs in 2012 and 2013) without furloughs.
Q: Are there any plans for across the board reductions in force as a result of sequestration?
A: No.
Q: Some people in my job-alike group are funded by federal dollars whereas some are funded by state/local dollars. What criteria are used to determine which positions are funded by federal dollars? And can the funding source change for a given position?
A: One criterion is whether the Agency claims Medicaid reimbursement for services provided by the position. If it is, then the position cannot be paid from federal funds. And yes, a position previously paid from state/local dollars could later be shifted to federal funding, and vice versa.
Q: In the event of federal funding shortfall, is it possible that some employees could be treated differently than others based on being funded by federal or state/local funds?
A: There is no intention to treat some employees differently based on being funded by federal or state/local funding. Occasionally employees are hired under a specific grant or project and their employment could be impacted if and when funding runs out. This is rare and employees potentially affected are informed up front of this possibility.
Q: How does sequestration impact our state and federal mandates for providing special education services?
A: The mandates are unchanged regardless of funding levels.
Q: Is there anything that the state of Iowa can do to offset the federal funding reductions?
A: Yes. For the past two years Iowa’s AEAs have been negatively impacted by a $20 million reduction in state funding (all special education dollars). Restoration of these funds would offset the federal sequestration impact.
Q: What, if anything, can I or other concerned citizens do to advocate for restoration of state funding for AEAs?
A: You and the families that you serve are invaluable advocates to our state representatives and senators. It is helpful to have those we serve send letters of support to the Governor and members of the legislature and for advocates to speak at local legislative forums.
AEAs Impacting Lives Update for March 2013
Teamwork is the overall theme of this month’s Impacting Lives update, which can be found at http://aeas4iowa.wordpress.com/. Read how AEA professionals work with schools, families, organizations and especially the students they serve to create opportunities for improved life and learning.
This issue includes:
• Teamwork Continues to Improve Life of Ogden Boy with Hearing Loss
• Meet the People Who Make a Difference: Speech-Language Pathologists
• Northwest Iowa Boys Transition Smoothly to New Family
This issue includes:
• Teamwork Continues to Improve Life of Ogden Boy with Hearing Loss
• Meet the People Who Make a Difference: Speech-Language Pathologists
• Northwest Iowa Boys Transition Smoothly to New Family
Same-Sex and Domestic Partner Insurance Coverage July 1, 2013
As our annual benefit enrollment will begin April 1, 2013, a clarification of our policy on coverage for same-sex couples and domestic partners is listed below.
Same-Sex Marriages
Employees who are married to someone of the same sex and who would like to carry their spouse on their health or dental insurance must first contact Heartland’s Benefits Specialist to complete an Affidavit of Same-Sex Marriage and Tax Dependent Status forms. Please do not wait until annual enrollment time to start this paperwork.
Domestic Partners
Domestic partners, either of the same-sex or opposite-sex, are not eligible for coverage under the health or dental plans effective July 1, 2013. If you have any questions, contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
Same-Sex Marriages
Employees who are married to someone of the same sex and who would like to carry their spouse on their health or dental insurance must first contact Heartland’s Benefits Specialist to complete an Affidavit of Same-Sex Marriage and Tax Dependent Status forms. Please do not wait until annual enrollment time to start this paperwork.
Domestic Partners
Domestic partners, either of the same-sex or opposite-sex, are not eligible for coverage under the health or dental plans effective July 1, 2013. If you have any questions, contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
2013-14 Settlements Reached for Certified Union and Classified Union Employment Groups
We are repeating the four articles below about salary and benefit information from last week’s Connection.
We are pleased to announce that the Heartland AEA Board of Directors has approved terms and conditions of employment for the Heartland Education Association (HEA), and Teamster Union employment groups for the 2013-2014 fiscal year. Below is a summary of key points for each employment group.
Heartland Education Association – Certified Union
The settlement is a general fund package of 3.9 percent and a total package of 3.857 percent (compensation including Teacher Salary Supplement plus benefits). Current employees, other than those on the highest step of a lane, will advance a step. Full-time staff members on the highest step of a lane (longevity) for one year or more will each receive a package increase and an additional stipend of $460. Staff working less than full time will receive a pro-rated amount. As with last year, all incoming employees with less than three years experience will be placed on step 2 of the salary schedule.
Highlights of changes include:
Article 2 – Recognition. The following positions were added:
• Early Access Family Support Coordinator
• Instructional Coach
Article 17 – Service Year. Employees will no longer receive a service year notification with contracts. In the new agreement, service year is defined as working days scheduled between July 1 and June 30 (12 month/year round calendar) for all employees. Prior to the start of the service year, supervisors will communicate with employees regarding their assignment.
Teamsters Local #238 – Classified Union
The settlement is a 3.3% total package increase. There is no group step movement.
Highlights of changes include:
Article 1 – Recognition. The position of Facilities Maintenance Technician was added and the position of Early Access Family Support Coordinator was removed.
To learn more about these changes, please refer to the 2013-14 Negotiated Agreements soon to be posted on the Intranet under the Human Resources link. We hope to be able to provide you with similar information for the Classified Non-Union and Certified Non-Union groups in April.
If you have any questions about this information, please contact Laura Gillon, Executive Director of Human Resources, at lgillon@aea11.k12.ia.us or ext. 14416.
We are pleased to announce that the Heartland AEA Board of Directors has approved terms and conditions of employment for the Heartland Education Association (HEA), and Teamster Union employment groups for the 2013-2014 fiscal year. Below is a summary of key points for each employment group.
Heartland Education Association – Certified Union
The settlement is a general fund package of 3.9 percent and a total package of 3.857 percent (compensation including Teacher Salary Supplement plus benefits). Current employees, other than those on the highest step of a lane, will advance a step. Full-time staff members on the highest step of a lane (longevity) for one year or more will each receive a package increase and an additional stipend of $460. Staff working less than full time will receive a pro-rated amount. As with last year, all incoming employees with less than three years experience will be placed on step 2 of the salary schedule.
Highlights of changes include:
Article 2 – Recognition. The following positions were added:
• Early Access Family Support Coordinator
• Instructional Coach
Article 17 – Service Year. Employees will no longer receive a service year notification with contracts. In the new agreement, service year is defined as working days scheduled between July 1 and June 30 (12 month/year round calendar) for all employees. Prior to the start of the service year, supervisors will communicate with employees regarding their assignment.
Teamsters Local #238 – Classified Union
The settlement is a 3.3% total package increase. There is no group step movement.
Highlights of changes include:
Article 1 – Recognition. The position of Facilities Maintenance Technician was added and the position of Early Access Family Support Coordinator was removed.
To learn more about these changes, please refer to the 2013-14 Negotiated Agreements soon to be posted on the Intranet under the Human Resources link. We hope to be able to provide you with similar information for the Classified Non-Union and Certified Non-Union groups in April.
If you have any questions about this information, please contact Laura Gillon, Executive Director of Human Resources, at lgillon@aea11.k12.ia.us or ext. 14416.
Changes in Benefits for 2013-14
Rates for 2013-14
Again this year, the Agency will renew its contract with Wellmark Blue Cross/Blue Shield to provide insurance benefits for the 2013-14 plan year. The renewal will mean an 8% increase in rates. Heartland AEA employees will continue to take advantage of network discounts negotiated by Wellmark on medical charges. These discounts are considerably better than the discounts offered through other providers.
Dental insurance rates through Delta Dental have remained unchanged for several years, but this year, dental rates will increase by 5%.
Health Reimbursement Arrangement (HRA)
We will continue to offer the HRA to those with the $1,500 deductible plan.
Annual amounts will be as follows:
● Single $1,500 plan – $634.08
● Family Union $1,500 plan – $981.12
● Family Non-Union $1,500 plan – $1,675.20
Plan Design Changes
Deductible/Out-of-pocket Maximum
Our current health plan offers a choice of two deductibles: $500 or $1,500. Effective July 1, 2013, we will replace the $500 deductible plan with a $750/$1,500 deductible which has a $1,500/$3,000 out of pocket maximum. No HRA will be provided with the $750 deductible plan.
We will retain our current $1,500/$3,000 deductible plan. This plan has a $3,000/$6,000 out of pocket maximum, and the Agency will again provide an HRA with this plan.
Drug Deductible and Co-Pays
The annual drug deductible will remain at $100/person, $200/family. The drug co-pays will be Tier 1 - $5 (generic), Tier 2 - $25 and Tier 3 - $45.
PPACA (Healthcare Reform)
Most of the changes mandated by PPACA are already being offered by Heartland AEA, however, Tier 1 and Tier 2 birth control will now be covered at 100%.
Online Benefit Enrollment to Open Soon
Benefit enrollment will be available on your Employee Dashboard from April 1, 2013 through April 26, 2013 at 4:00 p.m. Even if you have no changes to your benefit selections, all full-time and 96-day employees are asked to complete online enrollment. More information about online enrollment will be coming soon. If you have individual benefit questions or concerns, please contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
Again this year, the Agency will renew its contract with Wellmark Blue Cross/Blue Shield to provide insurance benefits for the 2013-14 plan year. The renewal will mean an 8% increase in rates. Heartland AEA employees will continue to take advantage of network discounts negotiated by Wellmark on medical charges. These discounts are considerably better than the discounts offered through other providers.
Dental insurance rates through Delta Dental have remained unchanged for several years, but this year, dental rates will increase by 5%.
Health Reimbursement Arrangement (HRA)
We will continue to offer the HRA to those with the $1,500 deductible plan.
Annual amounts will be as follows:
● Single $1,500 plan – $634.08
● Family Union $1,500 plan – $981.12
● Family Non-Union $1,500 plan – $1,675.20
Plan Design Changes
Deductible/Out-of-pocket Maximum
Our current health plan offers a choice of two deductibles: $500 or $1,500. Effective July 1, 2013, we will replace the $500 deductible plan with a $750/$1,500 deductible which has a $1,500/$3,000 out of pocket maximum. No HRA will be provided with the $750 deductible plan.
We will retain our current $1,500/$3,000 deductible plan. This plan has a $3,000/$6,000 out of pocket maximum, and the Agency will again provide an HRA with this plan.
Drug Deductible and Co-Pays
The annual drug deductible will remain at $100/person, $200/family. The drug co-pays will be Tier 1 - $5 (generic), Tier 2 - $25 and Tier 3 - $45.
PPACA (Healthcare Reform)
Most of the changes mandated by PPACA are already being offered by Heartland AEA, however, Tier 1 and Tier 2 birth control will now be covered at 100%.
Online Benefit Enrollment to Open Soon
Benefit enrollment will be available on your Employee Dashboard from April 1, 2013 through April 26, 2013 at 4:00 p.m. Even if you have no changes to your benefit selections, all full-time and 96-day employees are asked to complete online enrollment. More information about online enrollment will be coming soon. If you have individual benefit questions or concerns, please contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
Change in Plan Years for HRA and Medical Flex Spending
We will be setting a plan in place
this year that we hope will make it easier to understand when your
benefit plan years start and stop.
Current Plan Years
Medical Flex Spending – June 1 to May 31
HRA – June 1 to May 31
Health and Dental – July 1 to June 30
Dependent Care – January 1 to December 31
New Plan Years to be Implemented Beginning July 2014
Medical Flex Spending – July 1 to June 30
HRA – July 1 to June 30
Health and Dental – July 1 to June 30 (unchanged)
Dependent Care – January 1 to December 31 (unchanged)
Transition Plan for 2013-2014
Medical Flex Spending – This year our plan will run from June 1, 2013 to June 30, 2014. You will have 13 months to accrue expenses (so plan accordingly), but we will only take 24 payroll deductions (no payroll deductions in June of 2014).
HRA – This year our plan will run from June 1, 2013 to June 30, 2014. Contributions during this transition year, and in the following year, will be made as follows:
2013-2014 2014-2015
June 1 July 1
October 1 October 1
January 1 January 1
April 1 April 1
These changes may seem confusing, but bear with us; we think you’ll like the new simpler alignment of the plans by July 2014. If you’re already confused, feel free to contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
Current Plan Years
Medical Flex Spending – June 1 to May 31
HRA – June 1 to May 31
Health and Dental – July 1 to June 30
Dependent Care – January 1 to December 31
New Plan Years to be Implemented Beginning July 2014
Medical Flex Spending – July 1 to June 30
HRA – July 1 to June 30
Health and Dental – July 1 to June 30 (unchanged)
Dependent Care – January 1 to December 31 (unchanged)
Transition Plan for 2013-2014
Medical Flex Spending – This year our plan will run from June 1, 2013 to June 30, 2014. You will have 13 months to accrue expenses (so plan accordingly), but we will only take 24 payroll deductions (no payroll deductions in June of 2014).
HRA – This year our plan will run from June 1, 2013 to June 30, 2014. Contributions during this transition year, and in the following year, will be made as follows:
2013-2014 2014-2015
June 1 July 1
October 1 October 1
January 1 January 1
April 1 April 1
These changes may seem confusing, but bear with us; we think you’ll like the new simpler alignment of the plans by July 2014. If you’re already confused, feel free to contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
Make Plans to Attend April Benefit Meetings
Thank you to those staff members who
took the time to complete the Insurance Survey in January. In response
to the feedback we received, we will again be offering in-person benefit
meetings specific to the insurance changes for the 2013-2014 year.
All benefit meetings are optional and will be two hours long. We have tried to offer a variety of locations so that no staff member will have to drive more than 40 minutes in order to attend. However, you may attend any of the meetings listed below.
April 3
9-11 a.m.
Ames AEA office
April 3
1-3 p.m.
Johnston Regional Education Center, Rooms 13 A & B
April 11
9-11 a.m.
Lutheran Church of the Cross, Altoona
April 11
1-3 p.m.
Sprint Car Hall of Fame and Museum, Knoxville
April 15
1-3 p.m.
Johnston Regional Education Center, Rooms 13 A & B
April 19
9-11 a.m.
Adel AEA office
April 19
1-3 p.m.
Ascension Lutheran Church, Coon Rapids
If you’re not able to attend a benefit meeting, please pay special attention to Connection articles and benefit information posted on the Intranet that will inform you about upcoming changes. We also plan to have a video of the first benefit meeting posted on the Intranet by April 10. We hope you will choose the education method that works best for you to ensure you are well informed about your benefits.
If you have questions about your benefits or the benefit meetings, contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
All benefit meetings are optional and will be two hours long. We have tried to offer a variety of locations so that no staff member will have to drive more than 40 minutes in order to attend. However, you may attend any of the meetings listed below.
April 3
9-11 a.m.
Ames AEA office
April 3
1-3 p.m.
Johnston Regional Education Center, Rooms 13 A & B
April 11
9-11 a.m.
Lutheran Church of the Cross, Altoona
April 11
1-3 p.m.
Sprint Car Hall of Fame and Museum, Knoxville
April 15
1-3 p.m.
Johnston Regional Education Center, Rooms 13 A & B
April 19
9-11 a.m.
Adel AEA office
April 19
1-3 p.m.
Ascension Lutheran Church, Coon Rapids
If you’re not able to attend a benefit meeting, please pay special attention to Connection articles and benefit information posted on the Intranet that will inform you about upcoming changes. We also plan to have a video of the first benefit meeting posted on the Intranet by April 10. We hope you will choose the education method that works best for you to ensure you are well informed about your benefits.
If you have questions about your benefits or the benefit meetings, contact Kathy Martin, Benefits Specialist, at kmartin@aea11.k12.ia.us or ext. 14385.
Tales 2 Go Added to Audiobook Offerings
The Agency is excited to announce the purchase of Tales 2 Go audiobooks for elementary, middle and junior high school students. Tales 2 Go is an award-winning audiobook service that streams thousands of titles from leading publishers and storytellers to desktop or laptop computers. You’ll find popular titles and some old favorites. All have professional narration. Titles range from two minutes to two+ hours. You can search by character, age, grade, level, story type and more.
Go to www.mackin.com/via and log in with the online database username/password. Click Databases, click Tales 2 Go, click Read Now. An iPad version is available for Heartland staff—please contact the library for assistance.
Audiobooks and Common Core
Audiobooks have been used in classrooms for decades because listening builds critical listening, comprehension and fluency skills. Oral language precedes written language (i.e. developmentally), making listening an important component of language acquisition. In fact, there are reading methods such as The Daily 5 that include listening as a component of reading instruction. Also, the Common Core Standards spell out specific Listening and Speaking skills required of all primary grade students.
Tales 2 Go will be another effective resource to support literacy instruction. Some students may want to check out the book from the school or public library and follow along as they listen to the book. If you are looking for audiobooks that also include the text, don't forget BookFLIX, TrueFLIX, and the audiobooks (cassette or CD) and accompanying books available for checkout from Heartland.
Go to www.mackin.com/via and log in with the online database username/password. Click Databases, click Tales 2 Go, click Read Now. An iPad version is available for Heartland staff—please contact the library for assistance.
Audiobooks and Common Core
Audiobooks have been used in classrooms for decades because listening builds critical listening, comprehension and fluency skills. Oral language precedes written language (i.e. developmentally), making listening an important component of language acquisition. In fact, there are reading methods such as The Daily 5 that include listening as a component of reading instruction. Also, the Common Core Standards spell out specific Listening and Speaking skills required of all primary grade students.
Tales 2 Go will be another effective resource to support literacy instruction. Some students may want to check out the book from the school or public library and follow along as they listen to the book. If you are looking for audiobooks that also include the text, don't forget BookFLIX, TrueFLIX, and the audiobooks (cassette or CD) and accompanying books available for checkout from Heartland.
AEA Legislative Update
Click here to read the latest update of the Iowa legislative session from the AEA system’s lobbyists, Matt Eide and John Pederson, of the Eide & Heisinger firm.
Iowa AEA Customer Survey Open Until April 5
The Iowa AEA Customer Survey is open through Friday, April 5, 2013. The input collected in the survey will be used to make decisions about programs and services we provide to our schools, children and families.
We ask that you continue to encourage school administrators and educators you work with to take a few minutes to participate in the survey.
For resources you can use to encourage participation, click here for the March 4 Connection article about the launch of the survey.
For resources you can use to encourage participation, click here for the March 4 Connection article about the launch of the survey
Registration for Teacher Quality Technology Courses Now Open
Registration for Teacher Quality Technology Courses is now open. Click here for a list of the classes. The deadline to register is April 3 for the class on April 6. The deadline for all other classes is April 15. Eligible staff members are able to participate in one course and receive a stipend for $115 (pretax). If you have questions about the courses, contact Julie Sypersma, Professional Learning & Leadership Technology Support, at jsypersma@aea11.k12.ia.us.
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