Thanks for visiting Deer Park’s Human Resources Department. We take great pride in a mission centered on offering a high-quality educational experience for all students. To that end, we seek qualified individuals who have the knowledge, skills, and abilities to enhance the student experience in our schools.
Deer Park School District has moved to an online application system. If you’re looking for open positions in our district, use this link: JOBS IN DEER PARK.
Thank you for your interest in Deer Park School District!
Forms and Documents for Staff
For All Staff
For Certificated Staff
2018-19 Medical Insurance Information
Employees may be eligible for basic benefits, including medical, dental, vision, disability, or life insurance coverage. In addition, you may also participate in flexible benefit plans and other voluntary benefits. The District provides a contribution to help defray the cost of coverage for the basic benefit plans you elect for yourself and your dependents.
As a reminder, in the absence of a qualifying event, this is the only time of year you can add or drop dependents on either your medical and/or dental plans. If you are not making any changes to your coverage, you do nothing. In this case, your current coverage will automatically continue through the 2018-19 benefit year.
As it pertains to vision benefits, Deer Park continues to manage a self-insured program. Contact Rosanne Ronnfeldt for information. As it pertains to this coverage, Deer Park is required to inform you of your HIPAA rights. Using the following link you will find a notice describing how your medical information may be used and disclosed and how you can get access to this information: Deer Park School District Self-Funded Vision Plan Notice of HIPAA Rights.
To make changes and/or add or drop dependents to your dental coverage please go on-line @ http://resources.hewitt.com/wea or call 1-855-668-5039 and select health & insurance.
Deer Park School District continues to work with Gallagher Benefit Services, Inc. as our benefits consultant. The Gallagher team works on behalf of the District and extends its services to all District employees. You will find Gallagher’s contact information below.
Gallagher Benefit Services: (509) 838-5571
- Zach Proett || Zach_Proett@ajg.com
- Kevin Best || Kevin_Best@ajg.com
Insurance Providers and Contact Information:
- Dental :
- Northwest Benefit Network || www.nwadmin.com/members || 800-732-1123
- Life & Disability:
- Lincoln Financial Group || www.lfg.com || 800-732-1123
Universal Notice of Availability for Deer Park’s 403(b) & 457(b) plans
In compliance with the requirements of IRC §403(b)(12(A)(ii) this Notice will advise you of the voluntary 403(b) Program established and maintained for the benefit of all employees.
Open enrollment is the time to act if you wish to maximize your pre-tax contributions to the 403(b) and 457(b) Plans or make changes for this calendar (taxable) year. All employees who are employed by the Deer Park School District are eligible, including both full and part-time employees.
You have the opportunity to save for retirement by participating in a 403(b) and a 457(b) retirement plan. If there are any questions about the 403(b) plan, you may contact the plan administrator, The OMNI Group at 877-544-6664. Additionally, we recommend that all employees view a brief, 3-minute video presentation called, “403(b) – Why me?” explaining a 403(b) plan, and how to contribute.
In regard to Washington State’s Deferred Compensation Program (DCP), which is a 457(b) pre-tax salary deferral retirement savings plan, you can download the “What is a Deferred Compensation Program” flyer and you can also access additional resources online at the Washington State Deferred Compensation Program website.
* What’s the difference between 403(b) and 457(b)?
Both are tax deferred plans. In 457(b), there is no minimum retirement age which means there is not a 10% penalty upon withdrawal of money based on a qualifying event. An early withdrawal penalty does apply to both 403(b) and 401k plans.
What is notable is that if an employer offers both 457(b) and 403(b), an employee can choose to contribute to both from his salary.
While under 403(b), an employee can withdraw money for hardship circumstances such as buying a home or for the education of himself or a qualified dependent. Such withdrawals are not allowed under the unforeseen emergency provisions of a 457(b) plan.