About Dr. Steven Keller: Steven served as the Superintendent of Schools in the Redondo Beach Unified School District (RBUSD) for over 16 years and retired on January 1, 2023. Prior to his leadership in RBUSD, Steven worked in the Laguna Beach Unified School District as an assistant superintendent, in the Baldwin Park Unified School District as a director, in the Fullerton School District as a middle school principal, and in the Cucamonga School District as a principal, assistant principal, teacher, and coach. Steven Keller is also a consultant for Education Support Services (in affiliation with Atkinson, Andelson, Loya, Ruud & Romo), which conducts executive searches as well as cabinet-level and Board of Education support services.

In short, a Supplementary Retirement Program (SRP) offers seasoned staff members a financial incentive to retire from the district, oftentimes years before they had previously planned. Typically, a district will target certificated staff members due to the significant financial delta between a new hire and the retiree. However, sometimes it makes sense to include classified staff and/or management, especially if there is a plan to “right size” district staffing.

We continue to hear that the next economic downturn is just around the corner. Those of us who remember the Great Recession and the first time we used the word “furlough,” will also remember how difficult it was for staff members and board members. A massive layoff process negatively impacts staff members, not to mention staff morale. Having learned from the past, a PARS SRP may be the tool that can help you avoid such a negative, district-wide experience.

Recently, PARS has seen a spike in school districts requesting an assessment of their staff demographic data. The focus, at least this year, is to consider a PARS SRP to minimize or eliminate the potential for lay-off notices in March 2025. Right now, is the time you should consider talking with us about potential options. The best part? It doesn’t cost you a dime.

When you reach out to us, a PARS team member will work with you to secure demographic information about your staff members’ longevity and analyze the potential savings of implementing a SRP – whether you decide it is targeted toward certificated staff, classified staff, and/or management. We’ll then provide a clear and transparent summary regarding your district-specific data, so you have a strong understanding whether or not a SRP is right for your district. This analysis is conducted free of charge, and even if the numbers do not conclude that a SRP is advantageous at this time, PARS will remain in contact with you should the numbers evolve in a year or two.

PARS also provides other tools for you to consider. Districts are currently facing increased OPEB (Other Post Employment Benefits) liabilities and rising STRS and PERS pension costs. While many factors are out of the district’s control, there are resources available to help you address these obligations. Setting money aside in an OPEB or Pension Trust can significantly lower your liabilities by investing your assets in a diversified investment portfolio.

Public Agency Retirement Services (PARS) has earned the trust and respect of hundreds of school districts throughout our state since 1984 and continues to be the gold-standard for supplementary retirement programs.

To learn more about our products and services or to schedule an appointment with our distinguished team, please visit www.pars.org.

PARS looks forward to assisting you and your district in preparing for these economic challenges. Contact us today to review these innovative programs. PARS can be reached at (800) 540-6369, ext. 127 or info@pars.org.