Beginning of Year. Your annual contribution for the year is based on your status under the group health plan as of the first day of the plan year (or open enrollment). The annual contribution is deposited into your HRA account on or about January 7. Example: if you elect family coverage and this is your first year in the plan your annual contribution for 2014 is $3,200 for the plan year. The maximum cap is also based on this same status and your previous years in the plan. The amount in your account as of December 31 of that previous year is used to determine your cap. If the employee has claims pending from that previous year (date of service before January 1), they must produce this claim information on or before April 1 of the current plan year to gain credit to the cap.
Beginning of Year. 23 One through Five Years Two Weeks per Year. 25 Six through Ten Years Three Weeks per Year. 27 Eleven through Eighteen Years Three weeks plus one additional day for each 28 additional year of service to a maximum of twenty (20) 29 vacation days per year. 31 Nineteen Years Four weeks plus one additional day for each additional 32 year to a maximum of twenty-five (25) days per year.
Beginning of Year. Ethnicity <2B 2B 2P 2A 3B 3P 3A 4B 4P 4A 5B 5P 5A >5A All 1 0 0 4 9 20 16 14 14 10 3 4 5 Māori 0 0 0 4 10 21 17 18 11 10 4 4 5 PI 0 0 0 0 0 50 25 0 25 0 0 0 0 Proportion of year 10: Māori = 74%, Pacific Island = 7% Year 10 (percentages) End of Year Ethnicity <2B 2B 2P 2A 3B 3P 3A 4B 4P 4A 5B 5P 5A >5A All 0 0 0 3 6 19 11 3 13 16 9 9 10 1 Māori 0 0 0 4 6 21 13 4 13 15 7 6 9 2 PI 0 0 0 0 25 0 0 0 25 0 0 50 0 0 Easttle results Year 10 2014 End of Year Analysis- all students Begin year End year <2B 2B 2P 2A 3B 3P 3A 4B 4P 4A 5B 5P 5A >5A Curriculum Level Perchentage of students tested Proportion of year 10: % Māori = 77%, Pacific Island = 6% Analysis By the end of the year the modal curriculum level had gone up by four sub-levels i.e. from 3P to 4A. This was very pleasing and well above what is expected nationally (the expectation is that each student should go up by two sub-levels per year). There was a shift from most girls scoring around level 3 and level 4 to a larger number performing at 4P and above. At the beginning of the year 12% of girls were working at or above the national standard in numeracy i.e. at curriculum level 5 or above. By the end of the year this figure had increased to 29%. The results show that whilst the students have accelerated their learning in Mathematics, they are still trying to catch up with expected national norms. The step up from level 4 to level 5 is significant and careful consideration will need to be taken when starting NCEA level 1 courses with these girls in 2015 to ensure sufficient support and scaffolding is given, based on the fact that the majority of mathematical thinking is still at level 4. TARGET 3: TO IMPROVE THE SCHOOL AVERAGE ATTENDANCE RATE Target Outcome Analysis Evaluation Average student attendance in 2014 will be 86% Average student attendance in 2014 was 86% TARGET MET The longer terms do tend to impact on the attendance data and this appeared to be better managed in 2014 as school strategies were developed and shared across Houses to ensure improvement THE STRATEGIC PLAN The Strategic Plan is a high level expression of the priorities for Rotorua Girls High School for the period 2015 – 2017. The Strategic Plan guides the Board’s aims and purposes so that the Board can allocate resources to the school and monitor the school’s overall performance. The Strategic Plan is supported by an Annual Plan and on the annual budget approved by the Board each year. The Strategic Plan is owned by the Board of Trustee...
Beginning of Year. Because there is no cap regarding HSA, the employee receives funding based on type of plan (single/family) distributed in four equal sums on a quarterly basis starting January 7, then April 8, July 8, and the last on October 7. The funding goes directly to the employee. *See IRS for details regarding annual maximum contributions. - New Employees: Funding is based on type plan (single/family and is prorated for the year. The initial date of service includes that entire month in this calculation. Example: employee starts in October under single plan, first year in plan, gets 3 months of $2,300 or $575. - Single/Family Changes in Plan Year: If the employee switches from family to single coverage during the plan year the contribution is prorated to the lower (single) amount. If an employee changes from single to family the contribution is prorated to the higher (family) amount. Employees are not responsible for negative amounts in these accounts (they do not pay the City back). - Employees leaving employment with the City are no longer eligible for the HSA as of their last official date of service. Funding is carried forward from one year to the next. If the employee elects to not select the HSA the funding remains the employees. Account balance remains with employee on opted out.
