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Urbana School District 116

Stronger Together. Leading for the Future.

Human Resources

Human Resources

The Urbana School District 116 Human Resources team all pose for a photo.

Welcome to the USD116 Human Resources page. Below you will find information regarding employment benefits, contracts and contact information for the HR staff. If you have general HR questions, please contact HR@usd116.org or call (217) 384-3648.

 

Benefits

Health Insurance: Eligible employees have a health plan through Blue Cross Blue Shield. The Board of Education contributes a portion of the premiums, and the employee is responsible for the rest. An employee may choose to waive health insurance coverage during the first 31 days of hire. Under state and federal law, in the event an employee’s coverage terminates, they may be entitled to continue group coverage if they meet certain criteria. Contact Human Resources (217) 384-3648 for details.

USD Enrollment Guide 2025-26

Employee Benefit Allowance: An Employee Benefit Allowance can be requested in lieu of health coverage. This allowance is ideal for eligible employees already covered by other insurance. The allowance can be used for reimbursement for business-related expenses, other insurance-related expenses or dependent care. A health insurance waiver must be signed each enrollment year in order to qualify for the Employee Benefit Allowance. For details about the Employee Benefit Allowance contact the district’s Business Office at (217) 384-3642.

Life Insurance: Reliance Standard provides Basic Life Insurance paid by the district for eligible employees as well as Enhanced Optional Life and Spouse and Dependent Coverage which can be purchased by eligible employees. 

Dental Insurance: MetLife is the provider of voluntary traditional dental insurance. This traditional plan employees have allows an eligible employee to go to any dentist and pays a percentage for covered services.

Vision Insurance: MetLife is the provider of voluntary vision insurance. This allows an eligible employee to go to a vision provider and pays a percentage for covered services. 

Flex Plan: The Flexible Spending Account (or flex plan) allows eligible employees to tax shelter a portion of their income for payment of items such as tax shelter group health, dental and life insurance premiums, medical co-payments, eye exams, glasses, prescription drugs, dependent care expenses and more. Cost must be actually incurred and documented with receipts for reimbursement. 

403(b) and 457(b) Plans: Eligible employees can make voluntary elective deferrals to 403(b) and 457(b) deferred compensation plans.

Employee Assistance Program (EAP): The EAP is available to all staff regardless if they take the District’s insurance. EAP benefits are free of charge, 100% confidential, available to all family members regardless of location, and easily accessible through ACI’s 24/7, live-answer, toll-free number. This program through ACI is effective Sept. 1, 2023. More information can be found here: Assistance Program Benefits

988 Suicide and Crisis Lifeline: The 988 Suicide & Crisis Lifeline (formerly known as the National Suicide Prevention Lifeline) offers 24/7 call, text and chat access to trained crisis counselors who can help people experiencing suicidal, substance use, and/or mental health crisis, or any other kind of emotional distress. People can also dial 988 if they are worried about a loved one who may need crisis support. It is free and confidential.

  • Employers are no longer required to automatically mail paper copies of Form 1095-C to employees. If you need a paper copy of your 1095-C, you can view and print them in Skyward Employee Access. Alternatively, you can request a mailed copy by emailing the Payroll Department: USDPayroll@usd116.org and one will be provided within 30 days. A 1095-C is not required to file taxes, but should be kept for record purposes. 

  • USD Title IX Coordinator: Dr. Angi Franklin, Assistant Superintendent of Human Resources

    2:265 Title IX Grievance Procedure

    Sexual harassment affects a student’s ability to learn and an employee’s ability to work. Providing an educational and workplace environment free from sexual harassment is an important District goal. The District does not discriminate on the basis of sex in any of its education programs or activities, and it complies with Title IX of the Education Amendments of 1972 (Title IX) and its implementing regulations (34 C.F.R. Part 106) concerning everyone in the District’s education programs and activities, including applicants for employment, students, parents/guardians, employees, and third parties.

    Title IX Sexual Harassment Prohibited

    Sexual harassment as defined in Title IX (Title IX Sexual Harassment) is prohibited. Any person, including a District employee or agent, or student, engages in Title IX Sexual Harassment when that person engages in conduct on the basis of an individual’s sex that satisfies one or more of the following:

    1. A District employee conditions the provision of an aid, benefit, or service on an individual’s participation in unwelcome sexual conduct; or
    2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the District’s educational program or activity; or
    3. Sexual assault as defined in 20 U.S.C. §1092(f)(6)(A)(v), dating violence as defined in 34 U.S.C. §12291(a)(11), domestic violence as defined in 34 U.S.C. §12291(a)(12), or stalking as defined in 34 U.S.C. §12291(a)(36).

    Examples of sexual harassment include, but are not limited to, touching, rape, sexual battery, sexual abuse, sexual coercion, crude jokes or pictures, discussions of sexual experiences, teasing related to sexual characteristics, and spreading rumors related to a person’s alleged sexual activities.

    Definitions from 34 C.F.R. §106.30

    Complainant means an individual who is alleged to be the victim of conduct that could constitute sexual harassment.

    Education program or activity includes locations, events, or circumstances where the District has substantial control over both the Respondent and the context in which alleged sexual harassment occurs.

    Formal Title IX Sexual Harassment Complaint means a document filed by a Complainant or signed by the Title IX Coordinator alleging sexual harassment against a Respondent and requesting that the District investigate the allegation.

    Respondent means an individual who has been reported to be the perpetrator of the conduct that could constitute sexual harassment.

    Supportive measures mean non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the Complainant or the Respondent before or after the filing of a Formal Title IX Sexual Harassment Complaint or where no Formal Title IX Sexual Harassment Complaint has been filed.

    Title IX Sexual Harassment Prevention and Response

    The Superintendent or designee will ensure that the District prevents and responds to allegations of Title IX Sexual Harassment as follows:

    1. Ensures that the District’s comprehensive health education program in Board policy 6:60, Curriculum Content, incorporates (a) age-appropriate sexual abuse and assault awareness and prevention programs in grades pre-K through 12, and (b) age-appropriate education about the warning signs, recognition, dangers, and prevention of teen dating violence in grades 7-12. This includes incorporating student social and emotional development into the District’s educational program as required by State law and in alignment with Board policy 6:65, Student Social and Emotional Development.
    2. Incorporates education and training for school staff as recommended by the Superintendent, Title IX Coordinator, Nondiscrimination Coordinator, Building Principal, Assistant Building Principal, Dean of Students, or a Complaint Manager. 
    3. Notifies applicants for employment, students, parents/guardians, employees, and collective bargaining units of this policy and contact information for the Title IX Coordinator by, at a minimum, prominently displaying them on the District’s website, if any, and in each handbook made available to such persons.

    Making a Report

    A person who wishes to make a report under this Title IX grievance procedure may make a report to the Title IX Coordinator, Nondiscrimination Coordinator, Building Principal, Assistant Building Principal, Dean of Students, a Complaint Manager, or any employee with whom the person is comfortable speaking.

    School employees shall respond to incidents of sexual harassment by promptly making or forwarding the report to the Title IX Coordinator. An employee who fails to promptly make or forward a report may be disciplined, up to and including discharge.

    The Superintendent shall insert into this policy and keep current the name, office address, email address, and telephone number of the Title IX Coordinator.

    Title IX Coordinator: Angi Franklin, Assistant Superintendent of Human Resources | afranklin@usd116.org | (217) 384-3641

    Processing and Reviewing a Report

    Upon receipt of a report made under this Title IX grievance procedure, the Title IX Coordinator and/or designee will promptly contact the Complainant to: (1) discuss the availability of supportive measures, (2) consider the Complainant’s wishes with respect to supportive measures, (3) inform the Complainant of the availability of supportive measures with or without the filing of a Formal Title IX Sexual Harassment Complaint, and (4) explain to the Complainant the process for filing a Formal Title IX Sexual Harassment Complaint.

    Further, the Title IX Coordinator will analyze the report to identify and determine whether there is another or an additional appropriate method(s) for processing and reviewing it. For any report received, the Title IX Coordinator shall review Board policies 2:260, Uniform Grievance Procedure; 5:20, Workplace Harassment Prohibited; 5:90, Abused and Neglected Child Reporting; 5:120, Employee Ethics; Code of Professional Conduct; and Conflict of Interest; 7:20, Harassment of Students Prohibited; 7:180, Prevention of and Response to Bullying, Intimidation, and Harassment; 7:185, Teen Dating Violence Prohibited; and 7:190, Student Behavior, to determine if the allegations in the report require further action.

    Reports of alleged sexual harassment will be confidential to the greatest extent practicable, subject to the District’s duty to investigate and maintain an educational program or activity that is productive, respectful, and free of sexual harassment.

    Formal Title IX Sexual Harassment Complaint Grievance Process

    When a Formal Title IX Sexual Harassment Complaint is filed, the Title IX Coordinator will investigate it or appoint a qualified person to undertake the investigation.

    The Superintendent or designee shall implement procedures to ensure that all Formal Title IX Sexual Harassment Complaints are processed and reviewed according to a Title IX grievance process that fully complies with 34 C.F.R. §106.45. The District’s grievance process shall, at a minimum:

    1. Treat Complainants and Respondents equitably by providing remedies to a Complainant where the Respondent is determined to be responsible for sexual harassment, and by following a grievance process that complies with 34 C.F.R. §106.45 before the imposition of any disciplinary sanctions or other actions against a Respondent.
    1. Require an objective evaluation of all relevant evidence – including both inculpatory and exculpatory evidence – and provide that credibility determinations may not be based on a person’s status as a Complainant, Respondent, or witness.
    2. Require that any individual designated by the District as a Title IX Coordinator, investigator, decision-maker, or any person designated by the District to facilitate an informal resolution process:
      1. Not have a conflict of interest or bias for or against complainants or respondents generally or an individual Complainant or Respondent.
      1. Receive training on the definition of sexual harassment, the scope of the District’s education program or activity, how to conduct an investigation and grievance process (including hearings, appeals, and informal resolution processes, as applicable), and how to serve impartially.
    3. Require that any individual designated by the District as an investigator receiving training on issues of relevance to create an investigative report that fairly summarizes relevant evidence.
    4. Require that any individual designated by the District as a decision-maker receive training on issues of relevance of questions and evidence, including when questions and evidence about the Complainant’s sexual predisposition or prior sexual behavior are not relevant.
    5. Include a presumption that the Respondent is not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the grievance process.
    6. Include reasonably prompt timeframes for conclusion of the grievance process.
    7. Describe the range of possible disciplinary sanctions and remedies the District may implement following any determination of responsibility.
    8. Base all decisions upon the preponderance of evidence standard.
    9. Include the procedures and permissible bases for the Complainant and Respondent to appeal.
    10. Describe the range of supportive measures available to Complainants and Respondents.
    11. Not require, allow, rely upon, or otherwise use questions or evidence that constitute, or seek disclosure of, information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege.

    Enforcement

    Any District employee who is determined, at the conclusion of the grievance process, to have engaged in sexual harassment will be subject to disciplinary action up to and including discharge. Any third party who is determined, at the conclusion of the grievance process, to have engaged in sexual harassment will be addressed in accordance with the authority of the Board in the context of the relationship of the third party to the District, e.g., vendor, parent, invitee, etc. Any District student who is determined, at the conclusion of the grievance process, to have engaged in sexual harassment will be subject to disciplinary action, including, but not limited to, suspension and expulsion consistent with student behavior policies. Any person making a knowingly false accusation regarding sexual harassment will likewise be subject to disciplinary action.

    This policy does not increase or diminish the ability of the District or the parties to exercise any other rights under existing law.

    Retaliation Prohibited

    The District prohibits any form of retaliation against anyone who, in good faith, has made a report or complaint, assisted, or participated or refused to participate in any manner in a proceeding under this policy. Any person should report claims of retaliation using Board policy 2:260, Uniform Grievance Procedure.

    Any person who retaliates against others for reporting or complaining of violations of this policy or for participating in any manner under this policy will be subject to disciplinary action, up to and including discharge, with regard to employees, or suspension and expulsion, with regard to students.

    LEGAL REF.: 

    20 U.S.C. §1681 et seq., Title IX of the Educational Amendments of 1972; 34 C.F.R. Part 106.

    Davis v. Monroe County Bd. of Educ., 526 U.S. 629 (1999).

    Gebser v. Lago Vista Independent Sch. Dist., 524 U.S. 274 (1998).

    CROSS REF.: 2:260 (Uniform Grievance Procedure), 5:10 (Equal Employment Opportunity and Minority Recruitment), 5:20 (Workplace Harassment Prohibited), 5:90 (Abused and Neglected Child Reporting), 5:100 (Staff Development Program), 5:120 (Employee Ethics; Code of Professional Conduct; and Conflict of Interest), 6:60 (Curriculum Content), 6:65 (Student Social and Emotional Development), 7:10 (Equal Educational Opportunities), 7:20 (Harassment of Students Prohibited), 7:180 (Prevention of and Response to Bullying, Intimidation, and Harassment), 7:185 (Teen Dating Violence Prohibited), 7:190 (Student Behavior), 7:255 (Students Who are Parents, Expectant Parents, or Victims of Domestic or Sexual Violence)

    ADOPTED: November 18, 2025

  • The Teachers’ Retirement System of the State of Illinois (TRS) provides a retirement pension, disability and death benefits through a defined benefit plan for certified teachers and administrators in public common and charter school districts located outside of Chicago. As a new TRS member, you’re automatically enrolled in the TRS defined benefit plan.

    Contributions are effective the first of the month following the automatic enrollment effective date. Employees may elect to stop contributions at any time. If automatically enrolled and contributions have been taken, in accordance with 40 ILCS 5/16-204, automatically enrolled members have 90 days to withdraw from the benefit and receive a refund of amounts deferred, plus or minus any applicable earnings, investment fees, and administrative fees. The request must be made within 90 days of the first contribution at TRS Supplemental Savings Plan website or weekdays from 7 a.m. to 7 p.m. CT via the TRS SSP Service Center at 844-877-4572 (844-TRS-457B).

  • ISBE does not record sick days, bonuses, annuities, retirement enhancements, or other benefits for the following position codes 306, 308, 309, 310, 372, 374, 379, 380, 381, 999.

  • Urbana School District has a partnership with Forvis Mazars IntegraReport. Any reports of fraudulent or unethical behavior can be reported anonymously 24 hours a day, 7 days a week, 365 days a year by using Urbana School District’s IntegraReport hotline.

    You may report anonymously or you have the option to provide your contact information. You can use the online portal or call Urbana School District’s IntegraReport hotline at (833) 989-0601 to make a report regarding fraud, abuse, environmental issues, or violations of the Urbana School District’s Code of Conduct. 

    Reporting an issue to IntegraReport is easy and can be completed in just a few steps:

    • Go to the IntegraReport website and select “Report a Concern”
    • Next, describe the situation or incident with as much detail as possible. Include any names of individuals involved and date(s) of occurrence.
    • Enter the location/property in which the incident took place.
    • Finally, tell us how you discovered the incident. If you have any supporting documents, you can upload those files before pressing “submit.” If you would like to remain anonymous, do not include any identifying information. However, if you would like a follow-up on your report, please provide your contact information in the body of the message.