The Board recognizes that fringe benefits, such as insurance opportunities, are an integral part of the total compensation plan for staff members and have designed a cost-effective benefit package with the employee’s best interest in mind. Most employees are eligible for insurance on the first of the month following their hire date. Employees in certain groups have a waiting period, per their collective bargaining agreement, to become eligible for benefits.
Each year it is mandatory that all employees complete the Open Enrollment process to confirm/update their benefits for the upcoming year, including new hires who recently enrolled. Information about the Open Enrollment dates will be communicated to employees by the Human Resources Department. The Open Enrollment period is typically from the end of October to the middle of November.
Qualifying Events and Special Enrollment Rights
Qualifying events allow eligible participants and dependents to enroll or request changes to plan elections outside of the open enrollment period. Requests for enrollment and/or changes must be completed within 30 days of the qualifying event by using the online enrollment tool to request the change. Supporting documentation must be submitted to an SPS benefits representative after completing the online request. Enrollment and/or changes not completed within 30 days of the qualifying event may not be made until the next open enrollment period. Changes are not effective until documentation is reviewed and approved.
SPS provides employee only coverage at no cost to the employee. Dependent coverage is available at the employee's cost. The medical plan is self-funded and is a preferred provider organization (PPO) plan with Mercy Health System as the preferred provider. Employees may use non-preferred providers; however, the deductibles and out-of-pocket amounts are higher. The District's contribution to employee group health insurance premiums is determined annually by the Board of Education.
Elixir Crafted Rx Solutions manages the prescription benefits for Springfield Public Schools.
In addition to your primary (required) retirement benefits, you may need to save additional money to have the standard of living you want in retirement. The voluntary SPS Retirement Savings Program offers a convenient, tax-advantaged way to save for retirement.
The program includes a Tax-Deferred 403 (b) Plan and 457 Deferred Compensation Plan.
Fitness Reimbursement/Health Risk Assessment
As part of our benefit plan, SPS allows up to $500 per person covered under the medical plan as part of our Fitness Center Reimbursement Program. Employees and adult dependents must complete an annual biometric screening to qualify for the program. See the medical plan document for complete details.
The SPS Dental Plan has expanded to include both the Delta Dental Premier Network and Delta Dental PPO Network. The networks work together to deliver what you need most: access to care, better discounts, and protection from out-of-pocket costs.
SPS provides eligible employees with a Basic Life policy for you, at one times your annual salary with a minimum of $20,000 and maximum of $100,000. This coverage is provided at no cost to you. Employees who want to supplement their Basic Life policy may purchase additional coverage. When you enroll yourself and dependents in this benefit, you play the full cost of the supplemental coverage through payroll deductions.
PSRS provides lifetime retirement benefits for Missouri public school teachers and other qualified individuals who work for covered employers. If you don't have an educator certificate from the Missouri Department of Elementary and Secondary Education (DESE), you may be a member of PEERS.
Additional Optional Retirement(s) beyond PSRS/PEERS with Valic
Flexible Spending Accounts
Health Care Reimbursement Flexible Spending Account: SPS employees may use pre-tax dollars to pay for covered expenses. The annual maximum amount you may contribute to the Health Care FSA is $2,650. For 2020, the new maximum amount is $2750.
Dependent Care Flexible Spending Account: SPS employees may use pre-tax dollars for qualified dependent care. The annual maximum is $5,000 per household (or $2,500 if married and filing separately).
Benefits are offered through a PPO (Preferred Provider Organization) plan and has in-network providers (PPO contract) and out-of network providers (no PPO contract). You can choose services through any provider you choose. When visiting an in-network provider, you are responsible for paying any applicable co-pay and for items that are not covered, or that exceed your benefit limitations.
Long Term Disability
Long Term Disability Insurance (LTD) can help cover a portion of an employee’s salary when an employee is unable to work. The plan covers you at 60% of your annual base salary, with a maximum benefit of $5,000 per month, for the first two years following an approved disability claim and is provided at no cost to you. Supplemental coverage is also available up request. Requested increases for coverage for long term disability insurance do not become effective until approved by The Hartford.
SPS partners with METLIFE for supplemental voluntary insurance products. While more and more individuals have health coverage than ever before, about 56 million adults — more than 20 percent of the population between the ages of 19 and 64 — may struggle with healthcare-related bills. It’s important to know that while you receive standard health benefits through the workplace, you may also have access to an array of other voluntary and/or group employee benefits that can provide additional coverage and protection.