[00:02:13]
UM, EVERYBODY LET'S WELCOME YOU TO THE OPERATIONS COMMITTEE, DECEMBER 10TH, WE'RE IN CONFERENCE ROOM E THIS IS A REMOTE HYBRID, UH, CONFERENCE MEETING AND, UH, THOSE IN THE ROOM AT THIS TIME, UM, INGRID BOAT, RIGHT? UM, MR. AUDITING, UH, MYSELF, TRISHA GOODRICH AND MOLLY MERCADO.
SO LET'S GO AHEAD AND CALL THE MEETING TO ORDER AND STAND FOR THE PLEDGE OF ALLEGIANCE.
I PLEDGE ALLEGIANCE TO THE UNITED STATES OF AMERICA AND TO THE REPUBLIC FOR WHICH IT STANDS ONE NATION UNDER GOD, INDIVISIBLE WITH LIBERTY AND JUSTICE FOR ALL.
AND LET'S SEE, WHO IS JOINING US VIA ZOOM? DAVID WAS THERE A SECOND AGO, BUT I THINK HE DROPPED OFF.
UM, BUT I DON'T AT THIS TIME, SO, OKAY, GOOD.
AND IT WAS BEING BROADCAST ON THE COUNTY CHANNEL AND HOPEFULLY THE SISTER VENTURE WILL JOIN BACK YET.
NEXT THING ON OUR AGENDA IS TO APPROVE THE AGENDA.
SO DO I HAVE A MOTION TO APPROVE THE AGENDA? SO TANYA, I WILL SECOND IT, WE DO HAVE A FORUM.
TWO OUT OF, THREE OF US ARE HERE.
AND MR. CADO, ANY PUBLIC COMMENT? NO PUBLIC COMMENT.
SO WE'RE GOING TO MOVE INTO BEFORE PERSONNEL ADMINISTRATION, UH, THAT IS GOING TO BE PRESENTED BY THE HUMAN RESOURCES DEPARTMENT.
UM, MS. WALTON IS THE CHIEF OF HUMAN RESOURCES AND, UM, I SPOKE WITH HER EARLIER, SO I KNOW SHE WILL BE IN ATTENDANCE AND I IMAGINE SHE'S PROBABLY ON HER WAY.
UM, SO WE'RE GOING TO JUST WAIT A FEW MINUTES BECAUSE MS. WALTON WILL BE PRESENTING MOST OF WHAT IS ON TODAY'S AGENDA.
SO I BELIEVE MR. ADANI HAS GONE TO LET HER KNOW THAT WE STARTED ESSENTIALLY THIS MUSIC.
THEY HAVE DETERMINED THAT THERE'S NO CURRENT RECORD KNOWING THAT
[00:05:12]
THANK YOU FOR THAT.UM, YEAH, I ACTUALLY, I, I GUESS I DIDN'T MENTION IN THIS WALTON OR DIDN'T VERIFY WITH HER AT THE TIME.
SHE LOOKED AT HER WATCH WHEN I WAS DOWN THERE EARLIER, BUT SHE WAS LIKE, YOU'RE REALLY GOING TO LEAVE AND COME BACK.
SHE'S LIKE, NO, I'M JUST, OKAY.
DO I LIKE IT? OR YOU ALREADY, BECAUSE MY HUSBAND LIKES ALL THAT STUFF.
YOU START TO LIKE IT, IT WAS BASICALLY THAT SHOW WAS ON TV SHOW.
SO THEY DID SEVERAL VERSIONS OF DIFFERENT ASSAULTS FOR THOSE WATCHING ON COUNTY CHANNEL.
I'M JUST GOING TO REITERATE THAT WE HAVE STARTED A MEETING AND, UM, UH, IT'S JUST BEEN A BUSY FRIDAY AND, AND WE'RE JUST WAITING FOR MISS MS. WALTON TO GET HERE AND SHE WAS DEALING WITH SOMETHING, SO SHE'LL BE DOWN AND JUST IN HEAVEN.
DO THEY KNOW THAT? I MEAN, WHEN THEY, WENDY CARTLIDGE JOINED THE MEETING, THERE IS PLENTY OF ROOM.
SO WE'RE JUST, UM, WE'RE ON THE COUNTY CHANNEL.
SO WE'RE JUST KINDA JUST LISTENING SOME CHRISTMAS MUSIC UNTIL WE WILL ALL SETTLE, BUT IT IS BROADCASTING LIVE.
[00:10:10]
I DON'T KNOW WHY THEY DON'T WANT TO JOIN US AT THE TABLE.SO THE NEXT ITEM ON OUR AGENDA IS FOR PERSONNEL ADMINISTRATION.
AND I JUST WANT YOU TO BE FORMED AS WALTON PRESENTS TO US.
I JUST WANT TO, UM, READ TO EVERYBODY, LIKE ONLY FOR OPERATIONAL EXPECT EXPECTATIONS, STATE IT'S PERSONNEL ADMINISTRATION, THE SUPERINTENDENT SHALL ENSURE THE RECRUITMENT, EMPLOYMENT, DEVELOPMENT, EVALUATION, AND COMPENSATION OF DISTRICT EMPLOYEES, AND A MANNER NECESSARY TO ENABLE THE BEAVER COUNTY SCHOOL DISTRICT TO CHANGE ITS RESULTS POLICIES.
SO MS. WALDEN PROVIDED TO US ON A COMMITTEE, SEVERAL DOCUMENTS WITH EVIDENCE SUPPORTING THEY, UM, THIS O E.
AND SO SHE IS WILLING TO SHARE WITH US AND ANSWER ANY QUESTIONS THAT ANYONE MIGHT HAVE, UM, AFTER HAVING PREVIEWED AND LOOKED AT THE DOCUMENTS, UH, PRIOR TO THIS MEETING, IF WE HAVE ANY CONCERNS OR QUESTIONS ABOUT IT.
SO MS. WALTER OVER TO YOU, PLEASE, THANK YOU.
EXPECTATION FOR FOUR IS THE SUPERINTENDENT CHALLENGE, THEIR IMPROVEMENT DEVELOPMENT EVALUATION SESSION.
AND I KNOW NECESSARY TO ENABLE TO BE CSD TO ACHIEVE THE RESULTS WE HAVE.
UM, 44 CONTAINS 12 SECOND SUBSECTIONS, BUT WHAT WE'VE DONE IS LOOKED AT THE SUBSECTIONS, GAVE SOME INTERPRETATIONS, AS YOU CAN SEE, AS PRESENTED WITH, AND YOU WILL FIND THAT ON THE RECRUITMENT FORMAT, WE HAVE SCREENING PROCESSES.
WE HAVE RECRUITING FOR CANDIDATES THAT INCLUDE PARTNERING WITH MISSISSIPPI, AS WELL AS OTHER COLLEGES WHO HAVE SYSTEMS IN PLACE THAT WERE TO ADVERTISE APPLICATIONS MONITORING.
THIS CANDIDATES HAVE MET WITH MAINTAIN AT JOB DESCRIPTIONS IN A SYSTEM.
OUR ELECTRONIC SYSTEM CALLED FRONTLINE CENTRAL, OUR ADMINISTRATIVE GUIDELINES BY AGENT ARI DEVELOPMENT, EVALUATION AND COMPENSATION.
SOUTH EMPLOYEES INCLUDED IN OUR SYSTEMS CONTROLLING OUR CERTIFICATION OF EMPLOYEES, AS WELL AS OUR ASSERTIVE PACIFIERS.
ALL EMPLOYEES ARE EVALUATED ANNUALLY BY STATE SUPPORTED EVALUATION SYSTEMS FOR CERTIFIED STAFF AND DISTRICT EVALUATION MODELS FOR CLASSIFIED STAFF COMPENSATION IS CONTROLLED BY A DISTRICT.
ALL SALARIES AND COMPENSATION IS NOT BASED ON THAT SCHEDULE, UM, DILIGENTLY AND WITH FIDELITY, ANY STAFF IS HIRED WITHIN THE OT ITSELF.
IF YOU KNOW THAT THEY ARE HYPERLINKED FOR ANY QUESTIONS, YOU MIGHT HAVE ANY SYSTEMS YOU MIGHT WANT TO LOOK AT.
WHEN WE TALK ABOUT SUPPORTING EMPLOYEES, WE, YOU HAVE IN PLACE, UM, OUR BENEFITS DEPARTMENT.
WE ALSO HAVE A SYSTEM FOR EMPLOYEE GRIEVANCES THAT IS ALSO HYPERLINK THAT YOU CAN HAVE ACCESS TO.
WE HAVE PUT IN, PUT IN PLACE SUPPORT FOR EMOTIONAL HEALTH HEALTH FOR EMPLOYEES.
YOU WILL HAVE ACCESS TO THAT INITIATIVE, ANSWERING ANY QUESTIONS.
[00:15:01]
BEFORE WE JUMP INTO THE QUESTIONS, I JUST WANT TO ALSO PROVIDE FOR ANYBODY THAT, THAT MAY BE LISTENING OR JUST ON OUR OWN.AND THAT, UM, THE PURPOSE OF THE COMMITTEE'S WORK IS TO REALLY DIVE DEEPLY INTO THIS, OH, WAIT.
IT IS, THIS IS PRETTY MUCH WHERE THEY GET DOWN TO ASKING SPECIFIC QUESTIONS, DETERMINING WHETHER OR NOT THE EVIDENCE YOU PROVIDED SUPPORTS THAT THE SUPERINTENDENT DOES.
IN FACT, ENSURE THE RECRUITMENT, EMPLOYMENT, DEVELOPMENT, EVALUATION, AND COMPENSATION OF DISTRICT EMPLOYEES.
UM, SO, SO I JUST WANT TO SHARE THAT, THAT THIS IS WHERE WE DIVE INTO IT.
UM, SO THAT'S, THAT'S OUR PURPOSE.
AND THEN AT THE END OF THIS, WE WOULD THEN RECOMMEND, UH, ACCEPTANCE OR NOT TO THE FULL BOARD AT THE NEXT MEETING.
SO LET'S GO AHEAD AND DIVE INTO IT.
AND I WILL ASK IF THERE ARE ANY QUESTIONS FROM THE COMMITTEE MEMBERS, MR. SMITH, WOULD YOU LIKE TO START? LET ME START, RIGHT.
I HAVE NO QUESTIONS ABOUT ANYTHING IN THE OLD WAY.
THEN I'M GOING TO ASK A QUESTION.
SO, UM, PART OF THE, UH, OH, WE SUBSECTION 4.7 TUFTS.
SO THAT JOB DESCRIPTION YOU PROVIDED FOR US A LINK FOR JOB DESCRIPTIONS.
AND I THOUGHT, AND IT TOOK ME TO WHAT'S WITH TROUT, RIGHT? SO, UM, I WAS ABLE TO SEE JOB DESCRIPTIONS FOR ANY VACANCIES THAT WE HAVE, BUT I WAS NOT ABLE TO SEE A JOB DESCRIPTION FOR OTHER JOBS IN THE DISTRICT.
AND SO I THINK THAT PART OF THIS, THIS SAYS THAT, YOU KNOW, MAINTAINING JOB SEARCHES WITH ALL STAFF, WHERE WOULD WE SEE THAT? WHERE, HOW COULD WE ACCESS A JOB DESCRIPTION? SO I GUESS I CAN START IT OFF AND THEN I'LL LET THE EXPERTS CHIME IN HOW JOB DESCRIPTIONS HOUSED IN FRONTLINE CENTRAL, WHICH IS OUR APPLICANT TRACKING SYSTEM IS ALSO OUR EMPLOYEE FILING SYSTEM IS THE, I GUESS THE CORE OF HR AND THE JOB DESCRIPTIONS NOW CURRENTLY ONLY EXISTS TO THE OUTSIDE VIEWER.
IF YOU'RE NOT A SUPER USER, LIKE SOMEONE IN HR AND YOU DON'T HAVE POSITIONS POSTED, YOU CAN, YOU CAN NOT SEE JET PAY APPLICATIONS, JOB DESCRIPTIONS, AND JOBS, NOT POSTING.
YOU ONLY SEE THE ONES OF JOBS THAT ARE POSTED AND AMONG THAT, UH, THEY'LL DIVE IN TO WHY YOU CANNOT SEE THE OTHER JOB DESCRIPTIONS THEY EXIST.
THEY'RE JUST NOT VISIBLE TO SOMEONE ELSE.
UH, CURRENTLY THE WAY THE, THE SYSTEM HOLDS THE INFORMATION BEFORE WE WENT TO APPLE TRACK AND FROM OUR CENTRAL, WE WERE USING ANOTHER SYSTEM BY JOB DESCRIPTIONS TO THE PUBLIC WHEN WE MOVED OVER TO FRONTLINE CENTRAL.
AND APPLITRACK, THAT WAS ONE OF THE FUNCTIONALITIES THAT WE LOST, BUT YET WE GAINED SO MANY OTHER FUNCTIONALITIES FOR THE SYSTEM.
UM, IF AN EMPLOYEE WANTED TO SEE A JOB RESTRICTION, THEY WOULDN'T BE ABLE TO, UM, TALK WITH THEIR OFFICE MANAGER AND THEIR OFFICE MANAGER WOULD BE ABLE TO PULL THOSE JOB DESCRIPTIONS THAT WE WANTED TO SEE.
UM, THERE'S A SYSTEM UPGRADE COMING OUT IN JANUARY OF 2022.
UM, I'M NOT SURE THAT'S GOING TO CHANGE THAT PROCESS, UM, IN ORDER TO POST IT SO THAT THEY CAN SEE ALL THE JOB DESCRIPTIONS, BUT RIGHT NOW ONLY THE PRINCIPALS, SUPER USERS, OPS MANAGERS ARE ABLE TO SEE ANY JOB DESCRIPTIONS THAT ARE NOT POSTED AS A VACANT.
UM, AND I THINK TO ADD TO THAT TOO, UH, WE'RE IN THE PROCESS OF A SALARY STUDY RIGHT NOW THAT WE JUST STARTED, UM, THAT'S ABOUT A NINE MONTH PROCESS.
UM, AND AS A RESULT OF THAT SALARY STUDY, SOME JOB DESCRIPTIONS MAY CHANGE A LITTLE BIT.
SO, UM, UPDATING, I THINK WITH, UH, WHAT'S GOING TO HAPPEN IN A FRONTLINE CENTRAL IN JANUARY, AND THEN THE RECOMMENDATIONS FROM THE SALARY STUDY MAY CHANGE SOME OF THOSE DESCRIPTIONS AS WELL.
UM, MOVING INTO THE NEXT SCHOOL YEAR.
SO MS. FIDGET USED YOUR QUESTION, UM, JOB DESCRIPTIONS AVAILABLE FOR EVERYONE.
LOOK, I WOULDN'T THINK OF A JOB DESCRIPTION AS A CONFIDENTIAL DOCUMENT OR CORRECT.
SO I WOULDN'T, I WOULDN'T THINK IT, SO I DO HAVE SOME CONCERN THAT IT'S NOT ACCESSIBLE TO.
AND ALSO IF HE DOES A LOT OF THE OTHER SCHOOL DISTRICTS, YOU CAN'T SEE THEIR JOB DESCRIPTIONS EITHER, OR DO YOU GO TO THEIR WEBSITE
[00:20:01]
AND GO TO HUMAN RESOURCES? YOU CAN'T SEE ALONE.SOME OF THEM ARE OUT THERE, NOT ALL THE SCHOOL DISTRICTS PUBLISH THEIR JOB DESCRIPTIONS, BUT THERE ARE SOME SCHOOL DISTRICTS THAT HAVE PUBLISHED THEIR, THEIR JOB DESCRIPTIONS.
BUT SO, UM, YEAH, OTHER THAN A INABILITY, BECAUSE OF THE COMPUTER SOFTWARE PROGRAM, ARE THERE REASONS NOT TO PUBLISH? I DON'T BELIEVE SO.
I'M NOT, NO, MA'AM, YOU KNOW, ANOTHER WAY THAT WE COULD, WE COULD PUBLISH ALL THE JOB DESCRIPTIONS ONCE, IF THE UPGRADE DOES NOT AFFORD US THE OPPORTUNITY, THEN ANOTHER ONE WE CAN, UH, WE CAN ALWAYS PULL THEM OUT IN A PDF AND WE CAN POST THEM ON THE, ON THE WEBSITE AS A PDF FILE AS WELL.
UM, THERE HAVE BEEN SEVERAL NEW JOBS CREATED IN THE PAST SIX MONTHS.
IT'S AN AREA OF INTEREST IN THE PUBLIC.
UM, UH, PEOPLE HAVE SAID, SO, OKAY.
SO NOW, CAUSE I, I HAVE PROMOTED AND THOUGHT THAT SOME OF THESE NEW JOB POSITIONS, BUT IT CERTAINLY HELPED LEADER DISTRICT FORWARD.
WELL, WHAT, WHAT, WHAT ARE THOSE JOB DESCRIPTIONS? I COULDN'T ACCESS IT.
SO, UM, I THINK IT'S, UM, IT CAN BE EXACTLY RIGHT BECAUSE ACTUALLY, UM, I WAS AT THE GAS STATION AND SOMEONE WAS ASKING, WAS ASKING ME ABOUT THE TAP STAFF MEMBER PARTICULARLY AND WHAT THEY DO, WHAT THEY WANT THEIR JOB, WHAT THE TIME SCREEN.
SHE SAID, WHAT THE JOB DESCRIPTION IS.
AND I TOLD HIM, I SAID, UM, I SAID, I SAID LIKE ASSISTANT SUPERINTENDENT.
I CAN READ, I CAN READ AFTER I CAN REALLY ANSWER IT.
BUT I DID TELL HIM I'M NOT PROCREATE.
THAT'S ACTUALLY GOING TO ACTUALLY GO TO ONE WEBSITE AND THE PERSON THAT RAN IT, LIKE IT'S NOT ON THE WEBSITE, YOU'RE GONNA HAVE POSITIONS.
AND SO I SAID, I SAID, IT HAS TO BE SO, SO THAT IT IS TODAY AND I WAS JUST HAVING A CONVERSATION PROBABLY ABOUT 30 MINUTES WHEN SOMEONE WAS ASKING ME WHAT SOMEONE POSITION WAS THAT I COULDN'T REALLY EXPOUND ON THAT, BUT I DID GO TO THE, UH, TO THE WEBSITE.
SO THAT FIRST THING, LONG STORY SHORT ONLY WHEN IT HURTS FOR US TO ACTUALLY TO EXPLAIN TO THEM AND ALSO WHAT THE CRITERIA OF THE JOB, BECAUSE THAT MAKES IT CRYSTAL CLEAR BECAUSE IF SOMEONE ELSE MIGHT WANT TO APPLY, NOW, WHEN THAT PERSON LEFT, THEN EVERYTHING WOULD BE RIGHT THERE.
WHEN IT GOES TO THE POSITION, THE JOB DESCRIPTION, THIS POSITION IS NOT POSTED POSITIONS, NOT AVAILABLE.
I'M TRYING TO UNDERSTAND WHY A PERSON WOULD BE INTERESTED IN THE JOB DESCRIPTION IF WE CAN HELP THEM POSITION.
AND I'M JUST THIS JUST FOR MY CLARIFICATION, THERE'S SEVERAL REASONS WHY , BECAUSE PETER BACK PEOPLE WANT TO KNOW WHEN THEY SEE A CERTAIN SALARY HALL AND WHEN THEY SEE A CERTAINTY OR WHEN THEY SEE THAT SOMEBODY MOVE FROM ONE LEVEL TO LEVEL, WHAT'S THE, WHAT'S THE DIFFERENCE IN THIS POSITION? SO, SO THEREFORE YOU HAVE A PRINCIPAL ASSISTANT PRINCIPAL, WHAT'S THE DIFFERENT LEVEL, NOT LEVELS TO IT, BESIDES THE COMPENSATION.
SO SOCIAL THAT HELPS YOU TO SEE WHAT YOU'RE WORKING TOWARDS.
YOU KNOW, IS IT A LATERAL MOVE OR IS IT, DID YOU GO FROM TWO 60 TO WHAT'S THE OTHER NUMBER AND THE DATES.
SO IT'S MORE OF A ONE 90 TO TWO 10, IS IT REALLY WORTH IT? SO I'M USED TO THAT AND YOU LOOK AT THE DIFFERENT CRITERIA.
SO THIS IS PEOPLE THAT ARE INTERESTED IN A POSITION, MAYBE DOWN THE ROAD.
IT WAS JUST WHAT SOMEONE WANTS TO SEE HR, ANY JOB, THE DISTRICT, PUBLIC ENTITY FUNDED BY TASK PAYERS WHEN, WHEN SALARIES ARE DISSEMINATED AND JOB DESCRIPTION SHOULD BE ALIGNED WITH IT TO KNOW EXACTLY WHAT YESTERDAY.
SO, SO THAT, THAT IS A CONCERN FOR ME, BUT THAT'S NOT YOUR WEALTH SPIRAL.
I KNOW THAT THAT, THAT IS ALSO APPLYING FOR THE JOB.
I, THE PROCEDURE INFORMAL, LET THEM KNOW THAT SHE RECEIVED THEIR, THEIR, UM, THEIR APPLICATION.
THE SYSTEM AUTOMATICALLY GENERATES AN EMAIL AND RESPONDS IMMEDIATELY TO THE INDIVIDUAL THAT THEIR APPLICATION HAS BEEN RECEIVED AND ACCEPTED EVERY SINGLE PURCHASE, SOMETHING NEW, OR IT'S ALWAYS BEEN IN THERE SINCE WE'VE HAD APPLITRACK EVERY SINGLE PERSON WHO APPLIES AND SUBMITS THEIR APPLICATION GETS AN EMAIL AUTOMATICALLY FROM THE SYSTEM STATING THAT WE'VE RECEIVED YOUR APPLICATION.
THEN ONCE A POSITION GETS FILLED, THEN WE NOTIFY THOSE INDIVIDUALS THAT HAVE APPLIED THAT THEY DID NOT.
UM, IF THEY RECEIVED AN INTERVIEW, OF COURSE, IT'S A DIFFERENT EMAIL THAT YOU RECEIVED
[00:25:01]
IF THEY APPLY.AND THAT'S A DIFFERENT EMAIL THEY RECEIVED AS WELL.
BUT THE SYSTEM GENERATES ALL THE EMAILS TO THE APPLICANTS.
IF THEY APPLIED AND DID NOT GET AN INTERVIEW, OR IF THEY APPLIED AND DID NOT GET SELECTED FOR, UH, THIS CHURCH.
I JUST, HONESTLY, THAT WAS ONE STUDY.
THAT IS SOMETHING THAT WE SHOULD HAVE BEEN, THAT WAS A LITTLE LONG TO BE WAITING TO BE POSTED.
I DO THINK THAT WE SHOULDN'T HAVE THAT, BUT WE SHOULD HAVE POSTED THE JOB DESCRIPTIONS WITH THAT WE HAD IN ADDITION, BECAUSE LIKE, UH, LIKE WE SAID, I DO THAT.
WE DO HAVE CERTAIN PHYSICIANS WHO ARE, WHO ARE LOOKING FOR THAT INFORMATION.
SO MRS. SMITH, I DON'T, I DON'T KNOW IF IT CAN CORRECT ME IF I'M WRONG.
THE STUDY IS NOT GOING TO CREATE JOB DESCRIPTIONS, JOB DESCRIPTIONS ALREADY EXIST.
IT'S TWEAKED SOME JOBS, BUT THOSE JOBS ARE ALREADY THERE DESCRIPTIONS.
AND IF WHAT YOU'RE ASKING IS FOR US TO CREATE A, YES, TO GO ON A WEBSITE BEFORE WE SEE IF OUR NEW SYSTEM IS THAT THE QUESTION YOU ASK US TO DO.
I REMEMBER MR. MADE REFERENCE TO THAT REASON WHY THEY WEREN'T THERE.
THEY WERE NOT THERE BECAUSE THEY WERE WAITING FOR THE NEW SYSTEM, FOR THE, UM, FOR THE, UH, THEY WERE WAITING FOR THE STUDY TO HAPPEN AFTER THE STUDY, I GUESS THEY WOULD SEE, YOU KNOW, IT'S HOW I, HOW I INTERPRETED IT.
I TOOK IT WRONG IF THE, AFTER THE AFTERNOON, AFTER THE STUDY IS WHEN THEY WERE TALKING ABOUT AND DO THAT.
AND WHAT I'M SAYING IS THAT I THINK THAT WOULD BE ONE THING, RESEARCH AND MORE AND MORE TRANSPARENT, IF WE WOULD NOT WAIT TO SAY, DO YEAH, STUDY DOESN'T THE STUDY REALLY DOESN'T HAVE ANYTHING TO DO WITH JAVASCRIPT CHOICE CHANGES, TWEAKING EXISTED.
I DIDN'T NEED TO BE UNCLEAR ABOUT THAT.
IT WOULDN'T TAKE NINE MONTHS FOR US TO GET THAT OUT SO I CAN PUT IT FORWARD.
UM, JUST FOR PEOPLE TO KNOW, MY SON WAS AT HILTON HIGH, WHICH IS IN A LOCKDOWN, UM, PART OF A SERIES OF LOCKDOWNS LOUNGE ACROSS THE DISTRICT.
AND IT'S ON TOP A LITTLE BIT DOWN.
UM, THE SUPERINTENDENTS ASKED THAT WHEN CANDICE COMES, IF WE COULD GO AHEAD AND STOP THE HUMAN RESOURCES SECTIONS, LET HER DO HER PORTION.
SO SHE CAN GET BACK TO DEALING WITH ALL THE COMMUNICATIONS GOING ON ON OUR DISTRICT WISE SORT OF SECURITY ISSUES WE'RE HAVING TODAY.
SO HE'S GOING TO COME IN ON THE ZOO AT SOME POINT WITHOUT REASONABLE.
I THINK IT IS REASONABLE GIVEN THE CLIMATE OF WHAT IS OCCURRED BACK TO PARENTS AS SOON AS POSSIBLE.
SO I WOULD APOLOGIZE IF YOU'RE USING YOUR TIME IS VALUABLE.
SO, SO SHE, AS SOON AS SHE FINISHES UP THERE, SHE'S SHE THOUGHT IT WAS AT THREE, SO SHE'S GOING TO HAVE IT ON THE ZOOM.
UM, I ALSO WANT TO, I THINK THAT'S FINE.
LET HER, LET US KNOW WHEN SHE COMES OUT AND THEN WE'LL HEAR HERE.
UM, I ALSO WANT TO JUST, UH, LOGISTICALLY A LITTLE BIT, UH, SHARE WITH EVERYBODY THAT WE DID HAVE A FOUR-HOUR WORKSHOP WITH, UM, TERRITORY THIS WEEK, WHO IN THE WORKSHOP IS ABOUT COHERENT GOVERNANCE.
AND WE HAD A LOT OF CONVERSATION ABOUT OVARIES AND COMMITTEE WORK AND SO ON.
SO WHEN I HEARD YOU ASKED MR. SMITH, IS THIS WHAT YOU WANT US TO DO? I'M GOING TO RECOMMEND THAT IF THERE'S AN AREA IN THIS BOWIE, SUCH AS THIS, THAT YOU FEEL NEEDS SOME MORE WORK EVIDENCE, SUPPLIED PROCESSES CHANGED, WHATEVER THAT, WHEN IT COMES TIME TO RECOMMEND TO ACCEPT THIS AWAY, WE HAVE SOME EXCEPTIONS AND PERHAPS THE NOTED EXCEPTION WOULD BE 4.1 JOB DESCRIPTIONS.
RODRIGUEZ WILL DETERMINE HOW TO ENSURE THAT THAT PARTICULAR SECTION OF THE ZOE IS TAKEN CARE OF INSTEAD OF US DIRECTING YOU TO PUT PDFS ON THE WEBSITE, THE LAW JOB DESCRIPTIONS.
SO EVERYBODY GOOD WITH HOW I THINK, I BELIEVE THAT THIS IS THE WAY THAT THIS IS SUPPOSED TO PROCEED.
SO THAT'S WHY IT'S SO CRUCIAL IN COMMITTEE THAT YOU HAVE PREPARED AND KNOW WHAT'S IN HERE SO THAT WE CAN ASK THESE QUESTIONS.
AND THEN IF THE ANSWER IS NOT SUPPLIED, THE EVIDENCE IS NOT PRODUCED.
WE WILL TAKE THAT SECTION OUT OF THE ACCEPTANCE OF THE ROE OR REJECT THE ENTIRE OAE, BUT WE WILL GIVE IT TO DR.
RODRIGUEZ IN THAT MANNER, THEY WILL DETERMINE HOW TO COMPLY AND SHOW EVIDENCE OF COMPLIANCE THAT MAKING IT OUT OF THE JOB DESCRIPTIONS FOR ALL STAFF.
DOES THAT MEAN MAKING THEM PUBLIC? I THINK YOU'RE HEARING
[00:30:01]
ME THAT WE EXPECT THAT TO BE PART OF IT.SO DOES THAT, DOES THAT SOUND GOOD INSTEAD OF TRYING TO DIRECT? OKAY.
ANY OTHER THOUGHTS ABOUT 4.7? I MEAN, THAT'S THE ONE THAT, OKAY.
WHAT ABOUT OTHER SECTIONS AS WE PREPARE FOR TODAY'S MEETING? ARE THERE ANY QUESTIONS ABOUT THE EVIDENCE OF WHERE'S THE EVALUATION EVALUATION OF WHAT IS YOUR PROCESS IN TERMS OF, FOR WHAT DOES THIS COVER UP? WHAT DOES THIS COVER? ALL EMPLOYEES? SO YOU HAVE CLASSES OF IMPORTANCE.
YOU HAD ADMINISTRATORS, TEACHERS, AND YOU HAVE CLASSIFIED STAFF.
SO EACH ONE OF THOSE GROUPS OF EMPLOYEES HAVE THEIR SEPARATE EVALUATION, THE PRINCIPLES MODELS GOVERNED BY THE STATE TEACHER MODELS GOVERNED BY THE STATE DEPARTMENT.
THAT MEANS THEY CREATE A MODEL.
WE FOLLOWED THEM, WE PRESENT THE RESULTS TO THEM.
WE HAVE ACCESS TO THE CLASSIFIED STAFF, HAVE EVALUATION INSTRUMENTS THAT'S CREATED LOCALLY.
SO THOSE INSTRUMENTS ARE KEPT LOCALLY IN HR IN A FILE SO THAT ALL PRINCIPALS AND MANAGERS CAN EXIT SO THAT CLASSIFIED STAFF CAN BE EVALUATED.
THOSE ARE CREATED HERE AND THERE BASED ON PERFORMANCE STAMPS.
AND I BELIEVE APRIL SENTENCE AND ACROSS THE BOARD, WE'VE MODELED ALL OF THE EVALUATIONS TO SEND AROUND STANDARDS.
SO THE EVALUATIONS OF FAIR AND EQUITABLE POSSIBLY.
SO COVERT HAVE THE STATE DEPARTMENT GAVE US ANY DIFFERENT, UH, AND ANY, ANY DIFFERENT LEEWAY.
THEY DISCONTINUED IT, THE EVALUATIONS , THEY DO NOT DISCONTINUE.
THEY GIVE US THE, GAVE US SOME REPRIEVE POST SOME AREAS, BUT THEY, THEY DID NOT DISCONTINUE.
EVERYONE'S STILL ALL ON OTHER LEVELS.
IT GIVES YOU THE REST OF THE STREET OR ADMINISTRATORS AND TEACHERS, ACTUALLY THE MODEL IN THE EVALUATION TOOL.
UH, AND FOR THE GENERAL PUBLIC IT'S HYPERLINKED IN THIS DOCUMENT FOR THE PRINCIPLES, IT'S A CADET PEPP IF YOU FIND IT AS A BLUE LINK DOWN THERE AND ON PAGE, UH, THE FOLLOWING PAGE, UH, THERE SHOULD BE ONE.
YEAH, THOSE TWO ARE, THOSE ARE PUBLIC DOMAIN, BUT I ALSO JUST, UM, CLARIFY SOMETHING FOR THE PUBLIC'S, UM, KNOWLEDGE IT AS, AS I UNDERSTAND, AND I MEAN, I'M FAMILIAR WITH THAT PROCESS.
NOTHING'S CHANGED WHERE TEACHERS ARE EVALUATED ON STUDENT TEST RESULTS.
IS THAT CORRECT? THAT'S CORRECT.
SO TEACHERS ARE NOT EVALUATED ON STUDENT BECAUSE I'VE HEARD THAT OUT IN THE PUBLIC SOMEWHERE THAT WELL, TEACHERS, UH, TESTING DID NOT OCCUR THIS YEAR.
UM, SO HOW ARE YOU EVALUATE YOUR TEACHERS? AND SO I JUST WANTED TO VERIFY NOTHING'S CHANGED IN THE THREE YEARS SINCE I'VE BEEN, TEACHERS ARE NOT EVALUATED.
IT WAS, UH, AN ANCILLARY KIND OF A TACTIC MODEL.
SO, UM, ARE YOU HAVING A QUESTION? OKAY.
SO LET'S TALK A LITTLE BIT ABOUT THIS BECAUSE THIS IS THE FIRST TIME THAT WE'VE ACTUALLY LOOKED AT THIS O E AND SAID, OKAY, THESE ARE THE TYPES OF, UM, PIECES OF EVIDENCE THAT WILL SUPPORT.
SO MY CONCERN, WHEN I SAW THIS WAS, UM, SENDING TWO TO WHICH MODEL TO USE, RIGHT.
I WAS ANTICIPATING THAT MAYBE THERE MIGHT BE, WE
[00:35:01]
HAVE CONDUCTED 37, A DEPTH, UM, JUST MORE QUANTITATIVE AS FAR AS WHAT, HOW PRINCIPAL'S EVALUATIONS.UH, YOU KNOW, HOW MANY PRINCIPALS HAVE BEEN EVALUATED? IT'S DONE ONCE A YEAR.
I MEAN, JUST SOMETHING MORE SPECIFIC.
DID YOU EVER KIND OF SCHOOL DISTRICTS SO THAT WE KNOW THAT THERE'S EVIDENCE THAT, THAT IT'S BEING DONE? DID YOU, DO YOU UNDERSTAND WHAT I WAS THINKING THAT SOME OF THE EVIDENCE MIGHT LOOK LIKE? SO TO PUT IT DOWN INTO LIKE A TEACHER AS WELL, LET'S SAY YOU'RE GOING IN AND EVALUATING A TEACHER.
AND SHE SAYS, HERE ARE MY PLANS.
AND SO THERE'S EVIDENCE THAT I'M DOING IN THE CLASSROOM, BUT WHAT YOU SEE ON RUBICON AS PRINCIPAL, WOULD YOU HAVE ACCEPTED? I JUST KNOW WHAT'S GOING ON IN HER CLASSROOM.
SO I WAS JUST UPGRADING IT THIS WAY.
THIS IS A STATE LEVEL THAT SAYS, THIS IS HOW YOU EVALUATE PRINCIPALS.
THIS IS HOW WE EVALUATE TEACHERS.
WHAT DOES IT LOOK LIKE? HAVE YOU EVER KIND OF STILL DISTRICT, WHAT ARE THESE EVALUATIONS DONE? HOW MANY WHO, WHO DOES, AND THAT GOES BACK TO THE JOB DESCRIPTION.
SO DO THE EXECUTIVE DIRECTORS NOT DO THE EVALUATIONS OF PRINCIPALS? YES.
SO I NEED YOU TO SEE WHERE I'M SAYING, WE'RE TRYING TO MONITOR WITHOUT GETTING DOWN INTO MORE SPECIFIC TO BEAVER COUNTY, NOT JUST A SAFE PROGRAM THAT USED TO EVALUATE TEACHERS AND PRINCIPALS, AM I, AM I OFF BASE? THAT'S A GOOD QUESTION.
I FEEL LIKE WHERE THAT PERSON'S COMING FROM.
SOME PEOPLE FEEL THAT, THAT SHE TOLD ME, LIKE, IS THERE A GROUP, LIKE, YOU KNOW, CERTAIN SCHOOL DISTRICT HAVE DIFFERENT MOOD THAT ARE COMING IN AND I GO, PEOPLE ARE OKAY.
SO, AND AGAIN, BECAUSE OF THE FIRST TIME THAT WE'RE DOING IT THIS WAY, LET'S THIS, YOU MIGHT SAY, WELL, MS. BEVERAGE, I DON'T KNOW HOW WE WOULD QUANTITATE THAT.
YOU KNOW HOW WE QUANTIFY THAT? OR HOW DO WE PRESENT INFORMATION? THAT'S NOT PRIVATE AND CONFIDENTIAL BECAUSE I DON'T WANT YOU TO GO HERE OR THERE, BUT JUST DEMONSTRATE THAT THE SUPERINTENDENT HAS ENSURED THAT DS ARE GETTING DONE.
ALL TEACHERS ARE EVALUATED BY FORMAL EVALUATION OR INFO, RIGHT? SO 1700.
SO WE COULD SAY OUT OF THE 1700 TEACHERS, THERE WERE 500 TEACHERS THAT WENT THROUGH FORMALLY BY LANGUAGE, WHICH IS THE MODEL THAT YOU'VE CLICKED ON A STATE.
RIGHT? THEN YOU HAVE 1100 TEACHERS THAT WENT THROUGH IMPLEMENTATION IN THIS TIME PERIOD HERE, WHICH WOULD BE, THAT WOULD BE A GOALS-BASED EVALUATION, WHICH WOULD BE A FORMATIVE EVALUATION, NOT SOMETHING.
SO WE CAN ALWAYS, WE CAN TELL YOU HOW MANY TEACHERS WERE EVALUATED, BECAUSE THEY ALL MUST BE EVALUATED.
THEN YOU CAN BREAK IT DOWN TO WHAT LEVEL OF UNITED SHOULD TAKE EXTRA.
YES, I, UM, THAT IS CERTAINLY INFORMATION IS, IS IT'S CERTAINLY SPECIFIC TO BEAVER COUNTY SCHOOL DISTRICT, WHICH IS ALSO KIND OF GIVES US AN IDEA, OKAY, THESE PRINCIPLES OF WHICH THERE ARE 3 30, 31 PRINCIPLES ARE CONDUCTING A TOTAL OF 1100 EVALUATIONS.
IT'S A SIGNIFICANT AMOUNT OF TIME.
IT SHOWS THE PUBLIC THAT TEACHERS AND PRINCIPALS ARE IN THE CLASSROOMS DOING THESE EVALUATIONS.
IT'S JUST SOME MORE INFORMATION TO UNDERSTAND THE WORKINGS AND TO SHOW EVIDENCE OF THIS IS WHAT'S HAPPENING.
THE EVALUATION PART OF THIS OBEY.
SO WE COULD, WE COULD GO AT FOUR IF WE WANT TO, BECAUSE WE CAN TELL YOU, COMING TO TEAMS WERE SET UP IN A DISTRICT, HOW MANY EVALUATORS WE USE THE DISTRICT, HOW MANY SCHOOLS HAD EVALUATIONS OF WHAT LEVEL EACH ONE OF THOSE SCHOOLS WE CAN TELL YOU WHO PASSED, WHO DIDN'T PASS THROUGH? UM, WHAT I LEARNED THAT ACTUALLY ARE NOT PRIVATE.
THAT'S DONE THAT'S PUBLIC INFORMATION.
ACTUALLY, THAT IS THE ON PERSON EVALUATION.
IS THIS AS A SUPERINTENDENT INDIVIDUAL TEACHER'S EVALUATION.
I'M NOT, I MET YOU SIT RIGHT HERE.
[00:40:02]
SOMEONE, SOMEONE BRING THAT UP.I MEAN, YOU CAN CHECK IT THAT, BUT A LOT OF THEM THAT, OKAY, SO THAT'S WHAT I'M SAYING.
I WANT, YOU KNOW, I DON'T THINK YOU'D GET DEEP DOWN INTO THE EVALUATIONS BECAUSE WE CAN PROVIDE YOU WITH AN EVALUATION CALENDAR THAT CAN TELL YOU THE DATES, THAT PORTIONS OF THE EVALUATION.
RIGHT? SO MS. WALTON, I DON'T WANT TO TEST YOU ALL AT THAT LEVEL.
I THINK JUST SOMETHING MORE GERMANE TO BUFORD COUNTY SCHOOL DISTRICT AND OUR EVALUATION PROCESS, INSTEAD OF LINKING IT TO THE, EVERYBODY IN THE STATE USES THIS FOR PRINCIPALS AND EVERYTHING, THE STATE USES THAT.
UM, I ALSO THINK IT ALSO PROVIDES INFORMATION AS BY PROVIDING THAT KIND OF INFORMATION.
IT SHOWS THE INTENSE AMOUNT OF HUMAN RESOURCES REQUIRED TO ENSURE THAT EVALUATIONS, IT IS A STATE, THE STATE SYSTEM STATE SENSITIVE.
AND WE, AND YOU PROVIDED US THE STATE LEVEL, NOT WHAT YOU EVER KIND OF SCHOOL AT YOUR DESK.
I THINK IT'S IMPORTANT TO KNOW WHAT WE DO.
NOT JUST LIKE EARLY, GET TO WHAT I MEAN.
OTHERWISE, LIKE I SAID, AS A TEACHER HERE, MY LESSON PLANS, WHEN, YOU KNOW, FOR INSTANCE THAT GOES INTO, AND THAT'S CRUCIAL TO KNOW YOU MENTIONED MENTORS IN HERE, I KNOW WE HAVE MENTORS, BUT THERE MIGHT BE MANY THAT DON'T, AND IT'S CRUCIAL TO KNOW HOW THIS IS GOING TO BE.
IF YOU EVER SAY, THIS IS THIS BIG LEVEL OF A SITE HERE.
AND ANY OF THAT INFORMATION PROVIDE ENSURES US THAT WE KNOW THAT THE EVALUATIONS OF OUR STAFF, PRINCIPALS, WHATEVER IS BEING CONDUCTED, BUT NOT SO MUCH DOWN IN THE LEVEL, BUT CALENDAR AS THE CRITERIA, YOU LOOK AT ALL EMPLOYEES, ALL EMPLOYEES ARE EVALUATED.
SO YOU WANT US TO QUANTIFY SOME, AT LEAST SOME LEVEL OF INFORMATION.
THAT'S MORE, AGAIN, GERMANE TO BEAVER COUNTY AND WHAT WE'RE DOING AND JUST SHOWING HOW HARD EVERYONE IS WORKING.
AND THAT EVALUATION REALLY IS WHEN PEOPLE ARE BEING EVALUATED AS TO THEIR JOB PERFORMANCE, WE USE THAT ADEM SYSTEM TO MONITOR PROGRESS AND MAKE SURE THAT ALL OF THAT PRINCIPLES GO IN.
SO WE KNOW WHEN YOU CALL IN AND WE KNOW WHEN THEY DECIDED ON ALL OF THAT PROCESS NOW LOOKING AT OKAY, AND THAT'S, THAT'S GOOD TO KNOW THAT YOU ALL ARE MAKING SURE THAT THE PRINCIPALS ARE DOING THEIR AGE.
AND I KNOW IT'S ON A TIMELINE, YOU KNOW, SO I'M SORRY.
UM, ONE QUESTION I HAVE DOES THE EVALUATION SYSTEM, IS IT INTEROPERABLE WITH APPLITRACK OR DO YOU GUYS HAVE LIKE TOGGLE BACK AND FORTH IT'S STATE? SO YOU CAN COMMUNICATE WITH THAT.
DO THEY OFFER A SLAP WORK PROGRAM THAT COMMUNICATES WITH SOUTH CAROLINA? NOW, ONE THING I WILL SAY THAT I THINK THAT THE MORE INFORMATION THAT DETERMINES THE MORE I CAN DO ABOUT THAT, BUT I THINK WHAT THAT WILL ALSO DO IS BECAUSE I'VE HAD TEACHERS THAT HAVE CALLED AND ASKED QUESTIONS LIKE, WELL, LET ME ASK YOU THIS.
UM, I JUST HAD A, UH, A, UM, I DONE THE OBSERVATION, UM, AND NOW BEGINNING THREE OR FOUR MINUTES HERE, I'VE GOT AN OBSERVATION ONE WEEK AND LIKE I WAS DOING, SO I THINK THAT IT IS BASED ON YOUR DEBT PROCESS.
THE ONLY ALLIANCE A SEVEN DAY, SEVEN DAY WINDOW.
NOW THEY CAN HAVE, THEY CAN BE WALKTHROUGHS, WHICH FIRST OF ALL CAN WALK INTO A CLASSROOM AT ANY TIME AS MANY TIMES, BUT IT CAN'T HAVE AN INTEGRAL OBSERVATION.
IT HAS TO BE 45 MINUTES AND ANOTHER PERSON CAN COME IN AND OBSERVE FOR ANOTHER SEVEN DAYS.
IF THAT HAPPENS, WE'VE ASKED THEM TO CONTACT US BECAUSE THAT INVALIDATES THE PROCESS.
THEY CAN'T BE WELL, THIS IS WHAT I'M SAYING.
EVEN IF IT DOES RUN IT DOESN'T, I MEAN, IT COULD BE, IT WOULD BE GREAT TO HAVE THAT SPREAD OUT SO THAT TEACHERS CAN KNOW, EVEN THOUGH SOME SOMETHINGS, THEY DO KNOW IT, WHAT IT IS, WHAT, WHAT, WHAT WE AT THE DISTRICT PHONE FORMALIZED AND WHAT WE HAVE, WE HAVE SIX 18, AND THIS IS, AND THIS IS, THIS IS THE PROCESS.
WE'RE TALKING ABOUT TUFTS, VERY SPECIFIC ABOUT WHAT THE WINDOWS ARE FOR OBSERVATIONS, UM, WHAT THE TIMEFRAMES
[00:45:01]
ARE, WHO CAN AND CANNOT.AND ALL TEACHERS UNDERSTAND THAT THEY HAVE TO GO THROUGH AN ORIENTATION BEFORE THEY GO TO MEET BIRACIAL EVERY YEAR.
SO THEY UNDERSTAND WHAT SHOULD HAPPEN AND WHAT SHOULDN'T HAPPEN.
AND THEN THERE'S SOME PEOPLE THAT GO, RIGHT? SO SHE SOCIAL, WELL, SHE GOT ME PUT IN, IT'S ALREADY OUT THERE AND THEY HAVE TO SIGN OFF THAT THEY'VE BEEN THROUGH THE ORIENTATION AND THAT THEY UNDERSTAND THE FORMAL EVALUATION PROCESS OR WHATEVER.
AND I, I KNOW THAT IT'S OUT THERE, IT'S JUST NOT PRESENTED AS EVIDENCE.
THAT THAT WAS WHAT I'M SAYING IS THAT THIS RIGHT HERE, CAN'T BE BASED JUST ON MY PERSONAL KNOWLEDGE OF WHAT I KNOW ABOUT A DEPT OR WHATEVER.
IT HAS TO BE OPEN FOR ANYONE TO READ THIS MONITORING REPORT TO SAY, OKAY, THIS IS HOW I FEEL SO CONFIDENT THAT DR.
RODRIGUEZ HAS IN PLACE THE PROCESSES NECESSARY TO EVALUATE X POSITION.
SO MR. SMITH OVER THE TEACHER CAN BE, IT CAN BE OBSERVED.
THEY CAN NOT BE LIKE THE PROCESS.
THEY HAVE TO HAVE AN ORIENTATION.
THEY GO THROUGH ALL THE STEPS.
THEY CAN'T, THEY CAN'T BE EVALUATED, BUT UNTIL THE DOCUMENTATION OF THE ASSURANCE, THAT WHAT YOU'RE ASKING THEM TO PUT ON THE, PUT THEM ON THIS INFORMATION, I'M ASKING ENERGY USER PROFESSIONAL OPINION ON WHAT COULD PERSONALIZE THE EVALUATION PROCESS FOR BEAVER COUNTY SCHOOL DISTRICT.
INSTEAD OF LINKING IT TO THE STATE WEBSITE AND SAYING, THIS IS EVIDENCE THAT WE'RE DOING IT BECAUSE IT'S NOT IT'S TOOL.
IT'S NOT THE EVIDENCE THAT IT'S BEING DONE.
UH, I'M A REAL DISADVANTAGE CAUSE I'M ON THE PHONE.
BUT ONE OTHER THING THAT I WOULD LIKE TO KNOW, UH, ALICE IS THAT ALL, YOU KNOW, X NUMBER WERE DONE AND THEY WERE ALL DONE ON TIME.
IF NOT, THERE'S, NONE OF THEM WERE DONE LATE.
SO THAT THOSE KIND OF METRICS WOULD BE THE TWO SUPPORTING EVIDENCE TO ENSURE THAT THIS ZOE WAS BEING THAT THE SCHOOL, THE IDEA DO YOU HAVE? YEAH.
I'M SURE THERE ARE DONE ON TIME, BUT THAT'S JUST THE CLASSIC METRIC, YOU KNOW, THEY WERE ALL DONE ON TIME.
EVERYBODY, EVERYBODY GOT THEIR EVALUATION WHEN THEY SHOULD HAVE, SO I WOULD, THAT WOULD BE A GOOD METRIC, I THINK.
YOU GUYS AGAIN, I APOLOGIZE, DOCTOR DR.
BRUDER, YOU WORK HERE TO PRESENT TO US THE SUPERINTENDENT'S INTERPRETATION.
COMMUNICATING WITH THE BOARD AND SUPERINTENDENT SUCCESSION PLANNING.
I BELIEVE THAT ALICE IS GOING TO DO THE .
IS MS. WALTON THERE? YEAH, SHE IS.
UM, SO, UH, MR. MISSPOKE, RIGHT MS. WALTON AND ENTIRE T MR. ODDING, MYSELF BALI WE'RE HERE.
SO IF YOU WOULD LIKE TO GO AHEAD AND START WITH YOUR APART SINCE I KNOW THAT MANY COMMUNICATIONS TO DISPERSE TODAY.
SO, IN TERMS OF THIS, UM, COMMUNICATING WITH THE BOARD, UM, WE, YOU KNOW, OBVIOUSLY DID THE INTERPRETATION FOR THAT, UM, TO MAKE SURE THAT THERE'S A SYSTEM IN PLACE, UM, FOR ESTABLISHING REPORTING ON AND MONITORING GOALS, UM, SHARING THAT INFORMATION WITH THE BOARD, UM, YOU KNOW, WE INTERPRET THIS TO HAVE MATERIALS SUBMITTED IN A TIMELY MANNER THAT ARE, YOU KNOW, COMPREHENSIVE BUT CONCISE.
UM, BUT TO HAVE ADDITIONAL BACKGROUND INFORMATION WHEN NECESSARY, UM, YOU KNOW,
[00:50:01]
ESPECIALLY, YOU KNOW, WE'D LIKE TO NOTIFY THE BOARD OF SIGNIFICANT MEDIA INTERVIEWS AND PUBLICITY.UM, IF THERE'S SIGNIFICANT INCIDENTS, YOU KNOW, ON SCHOOL GROUNDS OR ATHLETIC FACILITIES OR ON BUSES, UM, IF A STAFF MEMBER, UM, OR A STUDENT IS ARRESTED IN LAW ENFORCEMENT IS INVOLVED, UM, THE SUPERINTENDENT WILL ALSO REPORT TO THE BOARD, UM, BUDGET TRANSFERS, GREATER 50,000, UM, ADMINISTRATIVE ACTIONS AND DECISIONS THAT ARE DELEGATED TO THE SUPERINTENDENT AND REQUIRED BY LAW TO BE APPROVED AND ANY SIGNIFICANT CHANGES TO INSTRUCTIONAL PROGRAMMING OR, UM, OR DISTRICT WIDE INITIATIVES THAT IMPACT, YOU KNOW, EDUCATORS, EMPLOYEES, PARENTS, OR COMMUNITY PARTNERS.
UM, AND THEN THERE'S A SECTION IN HERE, UM, ABOUT, UM, IF AN EMPLOYEE IS ARRESTED OR SUSPENDED FROM THEIR DUTIES, UM, AS FOR THE O E UM, THAT THE SUPERINTENDENT WILL INFORM THE BOARD.
UM, YOU CAN SEE THOSE BULLETS THERE.
UM, ADDITIONALLY THAT ADMINISTRATION, UM, REVISIONS TO ADMINISTRATIVE REGULATIONS MUST BE PRESENTED TO THE BOARD COMMITTEES FOR REVIEW AND DISCUSSION.
UM, AND THAT, YOU KNOW, THE LAST PART IS TALKING ABOUT HAVING A POSITIVE WORKING RELATIONSHIP WITH THE BOARD.
UM, AND WHEN DIFFERENCES OF OPINIONS ARISE, YOU KNOW, TO HAVE DIRECT COMMUNICATION TAKES PLACE ENCOURAGING POSITIVE INTERACTIONS IN BOARD MEETINGS FOR THE MONITORING INDICATORS.
UM, WE HAD EMAILS TO THE BOARD, YOU KNOW, TIMELY SUBMISSION SUPPORT DOCS, BOARD MINUTES, AND DOCUMENTS, DEMONSTRATING PRESENTATIONS AND INFORMATION SHARED WITH THE BOARD THAT ARE ORGANIZED FREE OF ERRORS AND ALIGNED APPROPRIATELY FOR DECISION-MAKING INFORMATIONAL OR MONITORING PURPOSES.
UM, ARE THERE ANY QUESTIONS FOR DR.
BRUDER, MR. ALT-RIGHT? THANK YOU.
BERGER, AND THANKS FOR ALL YOUR HELP TODAY.
SO THIS IS NOT ON INTERPRETING THE O E S AS MUCH AS ONE OF THE THINGS WE TALKED ABOUT WITH PINGITORE WAS THIS IDEA OF AN EXECUTIVE SUMMARY.
SO WHEN I READ, WE RECOGNIZE THAT MEETING MATERIALS SHOULD BE SUBMITTED IN A TIMELY MANNER AS A COMPREHENSIVE AND CONCISE SUMMARY WITH ADEQUATE BACKGROUND INFORMATION, WHEN NECESSARY, IS THAT SOMETHING YOU GUYS ARE LOOKING AT FOR THE UPCOMING MEETINGS, CHANGE THE FORMAT ON THAT? I KNOW IT'S NOT REALLY PERTINENT TO THE INTERPRETATION, SO I'M NOT GOING TO SAY LIKE, IT SHOULD BE IN THE INTERPRETATION PER SE.
YEAH, THAT'S MY, THAT'S MY UNDERSTANDING BECAUSE I FEEL LIKE SOMETHING THAT'S AN AREA WHERE WE COULD BE DOING A LITTLE BIT MORE ON BREAKS.
AND ALSO, UM, WHEN YOU SEND OUT THESE MEMOS, OH, THINGS THAT, THAT HAPPENED, MY QUESTION IS THERE'S A, THERE'S A BEGINNING, A MIDDLE AND END, YOU KNOW, IT'S LIKE, THERE THERE'S NO ENERGY.
LIKE, THIS IS WHAT, YOU KNOW, THIS IS, THIS IS WHAT I MEAN, YOU SIT DOWN, SHUT UP.
YOU SHOULDN'T HAVE TO, MOST OF THESE ARE REALLY SENIOR STAFF AND THE REST OF THE SCHOOL DISTRICT.
SO, I MEAN, IT'S LIKE EVERY MONTH, BUT MY QUESTION IS THERE'S THIS THE INFILL, THE BOARD, IF SOMETHING HAPPENED, YOU KNOW, HOW DO WE KNOW THAT IT'S, YOU KNOW, IT SAYS SUFFERING LIKE LOCKED DOWN AND YOU GOING TO SAY EVERYTHING WAS CLEAR, BUT IN TERMS OF SOME OF THESE DEATHS AND STUFF, IT TELL THEM SOME OF THESE INCIDENTS THERE THAT THEY'RE STILL QUITE QUESTIONS THAT ARE AROUND, YOU KNOW, AND WHAT, AND WHAT GOES WRONG.
I MEAN, THAT IS SOMETHING THAT I AM LITTLE IN.
LIKE WE WERE LEFT WITH SOME BOARD MEMBERS THAT MIGHT NOT BE ABLE TO SIGN THAT I'M ABOUT TO MEET.
THE DAD IS THE TREMENDOUS CONCERN TO, WE DON'T LOOK LIKE I'M IN THE, IN, IN THE DARK ABOUT, UH, SOMEBODY'S SITUATIONS.
DO YOU WANT TO RESPOND TO THAT AT ALL AT THE ENTREPRENEUR? UM, I THINK SO.
I DON'T HAVE THE, UM, THE, THE WHOLE E RIGHT IN FRONT OF ME, UM, BECAUSE I'M AT A SCHOOL RIGHT NOW, BUT I THINK THE OEM WAS PRETTY SPECIFIC TO NOTIFY THE BOARD WHEN THINGS HAPPEN.
UM, AND, AND SO THAT'S, THAT'S WHAT WE DO, UM, IN TERMS OF OUR LIKE DAILY UPDATES.
I JUST WANT TO KIND OF JUMP IN ON THIS BECAUSE, YOU KNOW, SO PERSONAL WOULD BE RIGHT NOW WITH, I GOT TEXT MESSAGE THAT MY SON'S SCHOOL WAS IN A FULL LOCKDOWN AND I WAS IN THE DISTRICT AND I DO, I WANT TO KNOW EXACTLY WHAT'S HAPPENING, WHEN DID IT COME IN, BUT THE REALITY IS IT'S NOT APPROPRIATE FOR ME TO KNOW EXACTLY WHAT'S HAPPENING BECAUSE LAW ENFORCEMENT'S NOW INVOLVED.
THERE'S CONFIDENTIALITY, THERE'S PROCESS.
THERE'S, YOU KNOW, THINGS ARE GOING ON.
[00:55:01]
TO, I THINK SOMETIMES WE CAN'T KNOW.WE WANT TO KNOW, EVEN WHEN IT'S, YOU KNOW, DIRECTLY IMPACTING NOT ONLY YOUR CONSTITUENTS, THAT YOUR FAMILIES, WHAT WAS NOT NECESSARILY WHEN I COULD CARE LESS WHEN IT CAME IN AND ALL OF THAT.
SO MY THING ABOUT IT IS ALL MY CLOTHES ON.
AND, YOU KNOW, THEY, THEY TELL THEM DIFFERENT THINGS THAT ARE GOING ON IN THE DISTRICT, BUT WE NOT HAVE ASKED A LOT OF THEM.
SO IT'S LIKE, IT'S JUST, THIS IS MARCH SOMEWHERE.
HE GAVE US, WE'LL GO, WHAT'S THE POINT OF YOU TELLING ME ABOUT THIS, THE PLACE, IF YOU'RE NOT TELLING ME THAT, YOU KNOW, WHAT, WHAT GOES ALONG WITH IT, YOU'RE TELLING ME THE DOORS, PINK BUTTON, LOOKING DOWN, LOOK WHITE, BECAUSE THERE'S SOMETHING THERE'S SOMETHING IT'S TO SOME DEGREE I'M STILL RESPONSIBLE AS AN OFFICIAL TO KNOW WHAT SOMEBODY'S, SOMETHING HAPPENED, WHAT THAT LOOKS LIKE.
BRUDER IS THAT, UM, IF I MAY, MR. SMITH, I DON'T WANNA PUT WORDS IN YOUR MOUTH, BUT YOU WOULD PERFORM MORE DETAIL.
UM, MR. OUTRIGHT, YOU FEEL THAT COMMUNICATION IS EFFICIENT.
I PERSONALLY FEEL THE COMMUNICATION IS SUFFICIENT.
IF I NEED MORE INFORMATION, I WOULD PICK UP THE PHONE AND CALL DR.
AND SO, I MEAN, I, YOU KNOW, THERE'S A FINITE AMOUNT OF TIME TO DISSEMINATE INFORMATION AND THEN TO CIRCLE BACK AROUND AND SO ON.
SO, UM, I THINK THAT IF THAT'S A CONCERN THAT YOU HAVE IN THAT, IF THERE'S ENOUGH INFORMATION, MAYBE WE SHOULD, IT'S NOT ABOUT THAT.
IT'S NOT ABOUT ENOUGH INFORMATION, IT'S ABOUT CLOSURE.
AND KNOWING THAT EVERYTHING IS OKAY ON THAT, THERE WAS A RESOLVE AND THE INTRO WAS HANDLED IN A WAY THAT THE FORM THAT IT'S CONDUCIVE, BECAUSE, YOU KNOW, IT'S DIFFERENT WHEN YOU, WHEN, WHEN YOU, WHEN YOU HEAR ABOUT SOMETHING AND THEN NEXT THING YOU KNOW, YOU DON'T DO ANYTHING ELSE.
I DON'T WANT TO, SORRY, PLEASE SAY, I DON'T WANT TO BE, UM, I WANT TO BE ON A NEED TO KNOW BASIS, AND I WANT TO RELY ON DR.
RODRIGUEZ PROFESSIONAL JUDGMENT.
AND IF SOMETHING COMES UP WHERE I FELT LIKE HE SHOULD HAVE TOLD US MORE, I'LL GIVE HIM A CALL.
BUT THE TRUTH IS AS A BOARD MEMBER, I DON'T SEE MYSELF AS A SOURCE OF INFORMATION.
IT SHOULD BE MANAGED THROUGH THE COMMUNICATIONS OFFICE.
AND A LOT OF TIMES FOR THE SHERIFF'S OFFICE, I MEAN, A LOT OF THESE THINGS WE'VE GOT OTHER INTERAGENCIES INVOLVED.
SO I DON'T, I DON'T EXPECT MY CONSTITUENTS TO COME TO ME AND SAY WHATEVER HAPPENED WITH THAT.
UM, I THINK THAT THAT BEING ON A NEED-TO-KNOW BASIS IS PROBABLY FINE FOR ME AS A BOARD MEMBER.
WELL, WELL, FOR INSTANCE, JUST LIKE, UM, UH, YOU KNOW, WE HEARD ABOUT THE LOCKDOWN ABOUT THE ONE LOCK, ONE OF THE, THEN WE ALSO IN TURN HAD A HEARING ON IT.
AND THEN AS A BOARD MEMBER, SO ON CERTAIN THINGS IN THAT, WHEN WE HAVE THE HAND THAT CONCERNED ME THAT I DIDN'T KNOW, THEY WASN'T SOME OF THE SAME CONCERNS THAT I HAD BEEN WHEN WE, WHEN WE WERE SENT THE MESSAGE.
WELL, THE MESSAGE WITH EMILY WAS NOT, IT WAS, UH, IN THE MIDDLE WHEN YOU'RE NAPPING, YOU'RE NOT TOTALLY WITH THAT CONVERSATION.
SO IT'S A PERSONAL, WHEN YOU HEAR THAT INFORMATION AND PEOPLE ARE CALLING US AND TELLING US DIFFERENT THINGS THAT AND OF THE DISTRICT.
SO I THINK THAT FOR THESE PURPOSES, UH, UM, THE SUPERINTENDENTS INTERPRETATION OF THIS, THAT WE ARE ASKING YOU TO DR.
BRUDER TO, YOU KNOW, TO NOTIFY THE BOARD WITH EMAILS AS YOU HAVE DONE.
AND AT THIS TIME, I WOULD LIKE TO SAY, MR. SMITH, IF YOU NEED MORE INFORMATION ABOUT A PARTICULAR SUBJECT, THEN WE HAVE MANY APPS BY WHICH WE CAN GET MORE INFORMATION, RIGHT.
AS FAR AS PUTTING A PLOTTER MINT IN THIS O E THAT WE HAVE SIGNIFICANT INCREASE IN EMAILS, I WOULDN'T NECESSARILY AGREE WITH.
IT'S HARD FOR ME TO FIGURE OUT WHEN TO TRY TO JUMP IN.
I THINK THE INTERPRETATION IS CORRECT.
AND THAT'S WHAT THE INTERPRETATION IS, CORRECT.
YEAH, I WOULD AGREE WITH, THANK YOU.
SO, UM, I'M BRINGING UP, GOT, I GUESS, I GUESS WHAT I'M BRINGING UP IS A DIFFERENT ISSUE, BUT IF YOU'RE GOING TO INFORM ME THAT MY THING ABOUT IS THE IMPACT FOR ME THE HALLWAY, NOT, NOT HALF OF THE WASTE, THEY'LL GIVE YOU SOME INFORMATION, THEN THEY'LL GIVE YOU THE REST BECAUSE I MEAN, OKAY.
SO MR. SMITH, WE HAVE SEVERAL AVENUES AVAILABLE TO US TO GET ROBBED.
RODRIGUEZ, HE'S YOUR, HE IS YOUR DIRECT LINE FOR INFORMATION DIRECT LINE.
SO, UM, I THINK THAT YOU HAVE, YOU HAVE, UH, HAD THE SUPERINTENDENT'S INTERPRETATION
[01:00:01]
OF O E 10.IS THERE A MOTION TO BE MADE VENTURE? I MOVE THAT WE RECOMMEND TO THE FULL BOARD OR ACCEPTANCE OF THE SUPERINTENDENTS INTERPRETATION OF, OH, WE TEND TO BE PLACED ON THE CONSENT AGENDA.
I WILL SECOND THAT, THAT WOULD BE THE NEXT THING I WOULD ASK.
SO NOT SMALL BOARD RULES, AND WE CAN TELL, I'LL SHOW YOU THAT LATER.
I FLIPPED IT UP NOW FOR SMALL BOARDS AND THREE PEOPLE, A SMALL BOARD.
SO I WILL SET THEM DOWN IN ANY DISCUSSION.
ALL OPPOSED TO THE LINE, THE MOTION PASSES.
UM, LET'S GO AHEAD AND GET BACK TO ONE BEFORE.
AND, UM, I BELIEVE MR. SMITH, YOU WERE STARTING TO ASK ABOUT 4.1 FREE.
I WANT TO KNOW HOW WAS THIS BE? UH, WAS A PARTNER FOR A BEDROOM.
THE UPBEAT, THAT WAS SOMETHING THAT JUMPED OUT AT ME RIGHT HERE.
SO, UM, YES WE DO IS TRY TO MONITOR THE PULSE DRUG, KEEP OUR HAND ON THE PULSE OF THE ORGANIZATION.
AND ONE OF THE THINGS THAT WE INSTITUTED THIS YEAR WHEN WE WERE GOING TO THE SECOND PHASE OF IT, IT'S CALLED UPBEAT.
AND IT IS THE SECOND CLIMATE SURVEY THAT WE GAVE TO ALL OF OUR EMPLOYEES IS DONE BY AN OUTSIDE COMPANY.
WE DON'T HAVE ANYTHING TO DO WITH IT.
IT RUNS THROUGH THEIR TECHNOLOGY.
THEY SEND THE, THEY GET THE RESULTS, THEY COMPILE THE RESULTS AND THEY SEND IT TO US FOR US TO MONITOR.
WE TAKE THAT INFORMATION AND WE'LL GET THE AREAS THAT WE NEED TO WORK ON IN ORDER TO USE A CLEAR COMPLIMENT WORK ENVIRONMENT FOR ALL OF THAT INCLUDES ADMINISTRATORS, TEACHERS, CLASSIFIED STAFF, ANYONE IN THE DISTRICT.
SO THAT'S HOW WE MEASURE THAT.
WELL, WE HAVE OUR INTERNALS, WE, WE HAVE SUPPORT ORGANIZATIONS, SUPPORT SYSTEMS ARE IN PLACE ON EMPLOYEES TO ACCESS EACH BILL IN PRINCIPLE HAVE THEIR OWN LOAN PROGRAMS WITH ANDREW DISTRICTS WITHIN THEIR SCHOOLS TO MAKE SURE THEIR, UM, ENVIRONMENT IS COMFORTABLE FOR.
SO HOW LONG IS THE SURVEY? THIS IS THE SECOND YEAR.
SO, UM, IS THERE DATA TO SHARE FOR THE FIRST ROUND WE HAVE DATA, BUT WE REALLY DON'T HAVE, WE'VE NOT BEEN GIVEN PERMISSION TO SHARE THAT DATA.
SO HERE'S WHAT WE'VE SHARED TODAY.
WE SHARE THAT DATA WITH PRINCIPALS, PRINCIPALS THEN ARE GIVEN THE LUXURY OF HAVING COACHES TO COME IN, TO WORK WITH THEM ON AREAS OF REFINEMENT IN THEIR BUILDINGS.
HERE'S WHAT WORK NEEDS TO BE DONE.
AND THEY HAVE OUTSIDE COACHES TO COME IN TO WORK WITH THEM.
SO THEY SET THOSE THEMSELVES FOR THEIR OWN INDIVIDUAL SCHOOLS.
AND EACH MANAGER HAS THAT SAME THING.
AND THESE COACHES ARE EX SUPERINTENDENTS AND MANAGERS, AND THEY'RE NOT A PART OF ORGANIZATIONS.
SO THAT DAY, THAT ISSUES TO TWEAK AND IMPROVE THE ORGANIZATION BASED ON THE SURVEY RESULTS.
THIS IS DONE ALL EXTERNALLY, NOT HERE.
THAT'S VERY INTERESTING INFORMATION.
UM, I THINK THAT WOULD HAVE BEEN FABULOUS TO HAVE INCLUDED TO UNDERSTAND THAT.
SO THIS, SO AS PART OF THIS UPBEAT SURVEY, ONCE IT'S ANALYZED BY SCHOOL, COACHES ARE HIRED BY HOME FROM UPBEAT BY A B.
SO HOW MANY COACHES WE HAD COME IN TO HELP
[01:05:01]
CHANGE THE CLIMATE IN SCHOOLS? I BELIEVE WE HAVE COACH WORKING EACH.THERE'S ACTUALLY TWO EXECUTIVE COACHES THAT WORK WITH THERE'S A SECONDARY AND ELEMENTARY CONJUNCTION WITH THE, AND WITH OUR EDS.
I THOUGHT WHEN I READ THAT I WAS THINKING EXECUTIVE DIRECTORS COME IN AND DO THE UPBEAT RESULTS, EXTERNAL HIRE.
IT JUST SEEMS LIKE THAT GOOD JOB FUNCTION FOR EXECUTIVE DIRECTORS.
THAT'S, I MEAN, IT'S, IT'S HAVING AN OUTSIDE PARTY.
THAT'S FUNNY BIAS THAT DOESN'T KNOW ANYBODY IN THE DISTRICTS TO BE ABLE TO COME IN AND LOOK AT MORE OBJECTIVE LENS AND THEN BEING ABLE TO PROVIDE JUST DIFFERENT INDUSTRY EXPERIENCE.
THESE TWO EXECUTIVE COACHES ARE NOT EVEN SOUTH CAROLINA, SO THEY HAVE EXPERIENCED IN OTHER STATES, WHICH ORGANIZATIONALLY HELPS.
I THINK OUR PRINCIPALS, BECAUSE THEY HAVE SOMEBODY THAT THEY DON'T KNOW THAT CAN PROVIDE THE DIRECTION.
THIS IS ALL PART OF THE COST, THE COST OF THIS WHOLE PROGRAM SURVEY AND THEN THE ANALYSIS AND THEN THE ANTICIPATED AND RESOLUTIONS OF CONCERNS.
UM, WHAT I WOULD LIKE FIRST NUMBERS ON THAT, YOU KNOW, HOW MANY COACHING SESSIONS, YOU KNOW, UM, THAT WOULD, THAT WOULD BE A NUMBER I'D BE INTERESTED IN.
THERE'S A GOOD, THERE'S A GOOD PROCESS THERE, BUT HOW MANY TIMES, YOU KNOW, HOW MANY TIMES IS IT USED? AND THAT WOULD GIVE ME A PICTURE.
I THINK THAT AGAIN, WE'RE GOING OFF, YOU KNOW, THIS OAS EVIDENCE, I THINK THAT'S A GOOD EVIDENCE OF COMPLIANCE, POSITIVE ORGANIZATIONAL CULTURE.
I DO THINK AT SOME POINT IT'S WORTH DISCUSSING, LIKE WE'RE NOT VETTING THESE EXECUTIVES, YOU KNOW, THEY'RE THERE.
I WOULD LIKE TO KNOW MORE ABOUT THESE EXECUTIVE COACHES AT SOME OTHER TIME IN THE HR THING AND HOW THEY WORK AND WHAT THEIR CRITERIA IS, ET CETERA, ET CETERA, BECAUSE THAT SORT OF SCHOOL, CULTURE'S A BIG THING THAT WE'VE TASKED FRANK WITH.
YOU KNOW, THAT'S ONE OF OUR BIG RESULTS AND JUST MAKING SURE THAT, LIKE YOU SAID, NOT FROM SOUTH CAROLINA, THERE'S JUST SO MUCH WEIRDNESS IN THE WORLD RIGHT NOW.
AND KNOWING WHO THESE PEOPLE ARE, WHAT THEIR BACKGROUND IS, WHAT THEIR INTENTIONS ARE WHEN THEY COME IN AND TAKE THE SURVEY DATA AND WORK WITH THEIR PRINCIPALS.
BUT LIKE YOU SAID, I MEAN, I'M NOT CONCERNED BECAUSE THE EXECUTIVE DIRECTORS ARE INVOLVED AS WELL, BUT THAT'S SOMETHING I WASN'T AWARE OF.
IT, IT MIGHT BE WORTH ANOTHER CONVERSATION UNRELATED TO THE ACCEPTANCE THOUGH.
I DIDN'T REALIZE THAT OUR EXECUTIVE DIRECTORS WORK WITH THESE COACHES.
I THOUGHT THAT, YOU KNOW, LIKE YOU SAID, IT'S, THESE COACHES WERE, UM, SO THAT WOULD BE IN YOUR JOB DESCRIPTION, PROBABLY EXECUTIVE DIRECTORS.
UM, SO AGAIN, DID YOU WANT TO SIT DOWN IN TERMS OF, IN TERMS OF THE EVALUATION SERVICE, IN TERMS OF THE SURVEY, I'VE HAD SEVERAL EMPLOYEES, YOU KNOW, THIS IS SOMETHING YOU'RE ACTUALLY THE COACHING, YOU KNOW, AND I SAID, , THAT'S WHAT YOU DON'T TRUST THOSE EVALUATIONS WHEN THE PRINCIPAL CAN COME TO ME AND TELL ME, OH, WELL ONLY 5% OF THE BUILDING HAS DONE EVALUATION.
WAS SHE COMING TO TELL HER? I MEAN, THAT SHE KNOW, HE KNOW, HE KNOWS, UH, WHO, WHO, WHO HAD THAT.
I TRIED TO CONVINCE, UM, PROPOSED, WOULD THAT, NOT THAT THAT'S NOT TRUE THAT, YOU KNOW, THIS IS OUTSIDE OF LISTEN, YOU KNOW? SO MY THING IS, IF EMPLOYEES DON'T WANTS TO HAVE YOU COME WITH ROCKSTAR AND ALTERNATIVE, BECAUSE I DON'T BELIEVE THAT THIS IS .
THIS IS BECAUSE, AND THIS IS DEFINITELY NOT A ONE SIZE I WANT ON A ONCE, ONCE AFTER ALL, BUT THEY'RE, THEY'RE ALSO A GROUP OF PEOPLE WHO ARE NOT GETTING TO.
AND SO I GUESS I'M NOT, NOT GOING TO WORRY, BUT MY QUESTION IS, HOW ARE THOSE PEOPLE GETTING, GETTING, GETTING, GETTING THERE, THEN THEY COME AND CHECK AS WELL.
BECAUSE YOU TALK TO SEVERAL PEOPLE WHO ARE GOING TO HAVE A PROBLEM WITH PEOPLE WHO ARE THERE FOR YOU TO DO IT, AND THEY'RE NOT.
AND THEN THEY'RE NOT DOING THE SURVEYS BECAUSE THAT'S WHAT THEY DO.
THAT, THAT, THAT THE PRINCIPALS OF THAT,
[01:10:01]
THE DISTRICT CAN'T GET THIS INFORMATION BECAUSE THE NEXT ONE IS DEFINITELY MR. SMITH.WE, WE TAKE THE ANONYMITY VERY SERIOUSLY.
IN THESE SURVEYS, WE PUT OUT COMMUNICATIONS TO ALL STAFF MEMBERS REGARDING THE ANONYMITY AND THE FACT THAT NO PRINCIPAL OR NO DISTRICT LEVEL EMPLOYEE CAN SEE WHO SUBMITTED ANY SURVEY, UM, WHAT THE PRINCIPALS HAVE ACCESS TO IS THE PERCENT OF SURVEYS COMPLETED IN THEIR BUILDING, BUT THEY DON'T HAVE ANY ACCESS TO WHO DID THE SURVEYS.
THE OTHER THING THAT UPBEAT GUARANTEES AND THAT THEY'VE DONE AND I'VE SEEN IS THAT THEY DON'T ALLOW ANY DATA TO BE GIVEN.
UM, DIS-AGGREGATED BY ANY GROUP, LESS THAN FOUR.
SO IF THERE ARE LESS THAN THREE, OR EXCUSE ME, IF THERE ARE LESS THAN FOUR EMPLOYEES IN A SUBGROUP, THEN THAT PRINCIPAL CAN NOT SEE THAT INFORMATION.
SO WHAT THAT MEANS IS LET'S SAY FOR EXAMPLE, UM, A STAFF HAS THREE AFRICAN-AMERICAN MALE TEACHERS, A PRINCIPAL CAN NOT GO IN AND DIS-AGGREGATE THE INFORMATION AND SET THAT AS A FILTER TO SEE WHAT THOSE AFRICAN-AMERICAN MALE TEACHERS PUT DOWN AS THEIR SURVEY RESULTS, BECAUSE THERE ARE THREE IN THE SUBGROUP.
SO THERE'S NO WAY TO BE ABLE TO IDENTIFY AND TRACE THAT INFORMATION BACK TO ANYONE, INDIVIDUAL OR EVEN SMALL, SMALL GROUP OF TEACHERS.
AND THAT WAS VERY CLEARLY COMMUNICATED IN SEVERAL COMMUNICATIONS FROM HUMAN RESOURCES, RIGHT? AND THAT'S NOT, MY POINT IS DONE.
YOU KNOW, YOU DON'T HAVE TO CONVINCE ME WHAT I AM SAYING IS THAT IS THAT I WAS DONE THE SAME SOMETHING TO SHOUT ABOUT SOME OF THE SIMPLE BLESSING.
AND TODAY IT'S NOT A QUESTION ABOUT THE MISSING.
THE QUESTION IS WHAT'S THE NEXT STRATEGY, BECAUSE APPARENTLY, OBVIOUSLY YOU HAVE STAFF MEMBERS WHO ARE AFRAID AND SAID THAT THIS IS NOT, THAT THEY'RE NOT, THEY'RE NOT ACTUALLY DOING SO WHAT'S THE OTHER WAY OF FINDING THE PULSE, THE PULSE OF THE PEOPLE, BECAUSE THIS SCRIBE IS NOT ACCEPTED.
SO PACK IS NOT, IT'S NOT WORKING WITH, I HAVE A THOUGHT ON THAT.
IF I MAY, WE DON'T KNOW WHAT PERCENT OF STAFF HAS TAKEN THIS UPDATE, YOU MIGHT KNOW.
AND SO ONCE AGAIN, OUR JOB IS NOT TO FIND OUT HOW TO GET IT TO THOSE DISENFRANCHISED PEOPLE THAT ARE NOT TAKING THE SURVEY.
OUR JOB IS TO SAY, OKAY, YOU ONLY HAVE A 52% COMPLETION OF THIS UPBEAT SURVEY.
SO THAT'S KIND OF INFORMATION WE NEED.
WHAT, HOW MANY PEOPLE TOOK THE SURVEY RIGHT THEN? RIGHT? DR.
WE'RE NOT GETTING A GOOD FEEL FOR THIS, UH, EVIDENCE THAT THE, UM, DEVELOPMENT OF THE TEACHERS AND THE CULTURE OF THE SCHOOLS IS SUCH.
SO WE'VE GOT TO LET THEM HANDLE.
I'M NOT TRYING TO, BUT WHAT I'M SAYING, I DON'T EVEN HAVE THE FITNESS, THE NUMBERS.
SO WHEN I WAS LIKE, SO WHY I'M SAYING THAT, WHAT I DO KNOW IS THAT I, I READ THEM LIKE WE DON'T HAVE THOSE NUMBERS, BUT AT THE SAME TIME, WHAT I HAVE BEEN TOLD IS THAT THIS IS, THIS IS NOT WORKING FOR A LOT OF THE TEACHERS.
SO, SO THEREFORE I'M ASKING THEM WHAT ELSE THEY MAY BE DOING THAT MAY BE BEATING THIS REQUIREMENT.
SO, SO WE, WE NEED MORE INFORMATION.
AND SO THAT MIGHT, THAT'S GOING TO BE AN AREA THAT WE'RE GOING TO ASK FOR SOME MORE EVIDENCE OF COMPLIANCE FOR 4.13, CAN I SAY THIS? THE TEACHERS ARE VERY BUSY AND THEY LOOK AT A SURVEY, THAT'S AN EXTRA THING, BUT I'M DOING CONSTANTLY SOMEONE.
AND THEN IN AS, AS A TRUST ISSUE.
THEY SAY, I DON'T TRUST THE SURVEY.
AND I DO THE SAME THING YOU DO.
I EXPLAINED TO THEM THAT IT'S AN ANONYMOUS SURVEY, AND I BELIEVE THIS ONE TASTING TIME YOU STARTED DOING THE FIRST TIME.
YOU'RE NOT GOING TO GET AS MUCH.
THE SECOND TIME WE HAVE AN INCREASE IN THE PARTICIPATION.
I THINK A COUPLE MORE TIMES WE'LL GET IT.
ALL OF THESE THINGS TAKE TIME.
CULTURE SHIFTS TAKE TIME NUMBERS.
DON'T ALWAYS TELL THE ENTIRE STORY.
THE PERCENTAGE THAT TOOK ALL WE KNOW.
UM, THE OTHER PART I WANTED TO MENTION ABOUT FOUR 13 IS SOME, SOME OF THESE ARE PRODUCTS.
FOUR 13 ORGANIZATIONAL CULTURE IS ALMOST ALWAYS A PROCESS.
AND SO THAT BEING SAID, THAT'S WHY THERE'S ALSO REFERENCE TO THE, TO THE ADMINISTRATIVE REGULATIONS.
THOSE ARE, ARE, UM, WRITTEN ASSURANCES THAT WHEN THOSE ARE IN PLACE THAT HELPS TO FORMULATE OR HELPS TO DEVELOP THE CULTURE IN THE BUILDING.
UM, AND THEN JUST ANNUAL RECOGNITION THINGS THAT WE DO TO RECOGNIZE OUR, OUR FOLKS FRACTIONS.
UM, THOSE ARE SOME OTHER PIECES IN THERE.
AND AGAIN, IT'S A PROCESS IT'S ONGOING, IT'S VERY CYCLICAL CHANGES WITH NEW ADMINISTRATORS.
AND IT'S LIKE, UH, JUST LIKE THE EVALUATION WHEN WE FIRST
[01:15:01]
FOUNDED THAT IT WAS LIKE, IT'S A GOTCHA.SO WE HAD TO TAKE THAT OFF THE PLATE.
SO WHEN DID YOU SEND ON THIS EVADE, THIS SCRIPTED, THE GADGET.
THEY HAVE TO FEEL COMFORTABLE WITH THIS, NOT BEING A MOM TO GET YOU.
THEN I TRUST THE SYSTEM NOW THAT WE'VE TRUSTED THEIR, THEIR PROCESS IS, IS ONE, THE TEACHERS ARE TRUSTED.
SO YEAH, BUT THE TRUST THAT WE'RE DOING THIS, BUT I ALSO THINK THAT FROM THIS SURVEY, YOU'RE GOING TO FIND RECURRING THINGS YOU'RE GONNA TO FIND THOSE WOULD BE VERY INTERESTING TO HEAR.
SO THAT'S A KIND OF, UM, JUST KIND OF INFORMATION YOU'RE GLEANING FROM THIS SURVEY AND WHICH WOULD BE IMPORTANT BECAUSE UNLESS, YOU KNOW, WHY YOU DON'T KNOW HOW TO, HOW TO CHANGE IT FOR RIGHT.
SO PERCENTAGES, THEMES, PATTERNS, THOSE ARE ALL PART OF EVIDENCE THAT YOU'VE GOT YOUR HANDS ON THE PULSE OF THE DISTRICTS, SCHOOLS, CULTURES, AND ANYTHING IS I THINK TOO.
SO THERE'S A COUPLE OF THINGS WITH THIS UPDATE.
ONE IS AS THOSE HELP WITH TEACHER RETENTION, RIGHT.
THAT SEEMS TO BE ONE OF THEIR AIMS IS THAT ONE OF THE GOALS THAT HIRING UPBEAT IS TO SEE IF THAT WILL HELP.
SO THEN I THINK THE OTHER THING THAT I WOULD LOVE TO SEE AT SOME POINT THAT, YOU KNOW, YOU GUYS ARE NEW IN THE PROCESS.
SO LIKE YOU SAID, IT'S A PROCESS, BUT AT SOME POINT WE SHOULD LOOK BACK AND SEE IF WE'RE ACHIEVING THAT GOAL.
IT'S HELPING THE TEACHER RETENTION.
THAT'S SOMETHING THAT YOU COULD PRESENT TO THE BOARD SHOULD ABSOLUTELY REFLECT.
ARE THERE ANY OTHER THOUGHTS, CONCERNS ABOUT BEFORE OR IDEAS, UM, IN TERMS TO WHATEVER THE CONVERSATION BENEFIT, UM, UH, IN TERMS OF, WHAT DO YOU MEAN WHEN YOU SAY COMPENSATION? COMPENSATION? THANK YOU, SIR.
AND, AND, AND IN TERMS OF THAT, UM, I KNOW A COUPLE OF YEARS AGO WE VOTED, UH, FOR THE, FOR A, A PAY INCREASE WITH CERTAIN STAFF MEMBERS, UM, AND OF TEACHERS LIKE BUS DRIVERS.
UM, A LOT OF THEM WERE TRYING TO UNDERSTAND WHAT WERE THE, WHAT DID THEY INCREASE THE CONVERSATION? DO WE NOT HAVE A HABIT, NOWHERE TO WHERE A B WORKS, THIS WORKS WHEN I CAN BE WHERE THAT SPILLED OUT AND EXPLAINED TO THEM, OR WITH A CLEAR UNDERSTANDING OF WHAT DO YOU GET COMPENSATED, COMPENSATED.
RATHER YOU GET LEVEL TWO LEVEL 32.
WHAT IT ENTAILS IS IF THE PRICE OF THE SYSTEM MONEY THAT YOU GET A 50 PLUS 50 CENTS, YOU GET A $4.
IF THERE IS THAT NOT A SLOT ANYWHERE IN TERMS OF WE HIRED THE NEW EMPLOYEES BEING HIRED OUR COMPENSATION, MAKE SURE THAT THE BOARD IS WHAT, GIVE THEM A, LIKE, FOR INSTANCE, THE BALLGAME, WE GIVE THEM A RAISE.
I'M LIKE, WELL, WE DIDN'T EVER SEE THE .
AND SO ARE YOU ASKING FOR A SALARY SCHEDULE, A STAFF SALARY SCHEDULE TO COMPARE TO THE PREVIOUS YEAR STAFF SALARY SCHEDULE, IS THAT ER, OR CLASSIFIED SOUND WELL, JUST LIKE, AND I BELIEVE THAT, I MEAN, I LOOKED AT, THERE ARE A LOT OF CHARTS IN HERE AND I KNOW I SAW THE COMPENSATION, THE SALARY SCHEDULES ARE IN INFORMATION.
AS MY PEOPLE, THEY WERE ASKING BASED ON I'LL I'LL TURN THERE, THEY DO THE REST THEY GOT, WHAT LEVEL DID THEY MOVE AND HAPPY THEY TELL HOW COULD THEY TELL THEIR PAY WAS, WAS ANY DIFFERENT BECAUSE ALLOWED THEM WAS SUPPOSED TO THAT.
THEY SEE, THEY DON'T UNDERSTAND IT.
AND SO, I MEAN, FOR CHEESES THAT YAMI UNDERSTAND THAT WELL, A WAR VERSUS HAVING SOMEONE WHO'S NOT FAMILIAR WITH THE SYSTEM.
AND IT SEEMS AS THOUGH MAYBE THEY DID IT.
BUT MY QUESTION IS IN TERMS OF SORT OF COMPENSATION AND BENEFITS, IS THERE, IS THERE, IS THERE A PLACE THAT IS SPELLED OUT THAT EXACTLY FOR SIMPLY TELLS THEM, OKAY, YOU GUYS GOT THIS RAISED AND THIS IS WHERE YOU'D BE AT, BASED UPON YOUR LOVED ONE, THE DISTRICT WHEN YOU'RE IN YOUR EXPERIENCE.
SO LET ME SEE IF I CAN DO THAT.
IF I DON'T UNDERSTAND WHAT YOU'RE ASKING.
SO I'LL USE MEETING YOU AS AN EXAMPLE.
I HAVE FIVE YEARS OF EXPERIENCE, RIGHT? YOU HAVE 15 YEARS, SO I'M GOING TO GET A RACE AND YOU'RE ON, UM, LEVEL OF STEP 50, ALMOST AT FIVE.
SO MY SALARY RATES IS GOING TO BE LIMITED DIFFERENT THAN YOURS BASED ON MY EXPERIENCE.
[01:20:01]
THAT I COULD GO TO TO SAY, I'M GOING TO SEE WHAT WILL'S GONNA MAKE.AND THEN I'M ASSUMING ALICE HAS GONE ME BECAUSE ALL OF THAT IS CALCULATE BASED ON WHERE YOU ARE CURRENTLY ON THE SCHEDULE.
SO IF WE DID THAT, WE WOULD HAVE TO HAVE ONE OF THOSE FOR EVERY PERSON, SALARY LEVEL, LEVEL OF STEP THAT THEY'RE ON FOR THEM TO GO AND LOOK AT THEMSELVES IS ALL ON INDIVIDUAL.
SO IF YOU GET A ONE LEVEL INCREASE, IT'S GOING TO BE DIFFERENT FOR ME AND IT'S GOING TO BE DIFFERENT FOR YOU.
AND, AND THAT'S WHAT I BELIEVE THAT EXACTLY WHAT YOU SAID EXACTLY.
THAT IS WHAT THEY WERE TRYING TO FIGURE OUT LAST YEAR, BECAUSE SOME PEOPLE WERE SAYING THAT LIKE, LIKE I KNEW SHE GOT, SO WE GOT TO READ THE BIBLE.
I DON'T SEE THE REASON MY CHECK HADN'T CHANGED.
I WAS LIKE, I'M NOT SURE THAT WOULD BASICALLY, THEY DIDN'T WANT TO KNOW WHERE THEY GO IN TO SEE IF I CAN IMAGE THAT SHE WAS JUST ASKING FOR IT FOR THEMSELVES.
AT WHAT LEVEL DID I MOVE UP OR , CAN I TELL CHECKING, ALWAYS CALL HR EVERY, EVERY PAY THEY GET THEIR DIRECT DEPOSIT NOTICE ALSO AND IDENTIFIES THEIR PAIN ON HER DEAD ADVISOR, HOURLY RATE.
SO IF THEY HAVE ANY QUESTIONS THEY CAN LOOK AT WHAT WAS IT, WHAT WAS IT BEFORE? WHAT DOES IT NOW? AND I CAN LOOK AND I CAN SEE WHAT MY HOURLY RATE IS.
AND THEN I CAN GO TO MY SALARY SCHEDULE, WHICH IS PUBLISHED IN THE LAST FIVE OR SIX YEARS OR PUBLISHED, STILL PUBLISHED ON THE WEBSITE.
SO I CAN STILL GO TO THAT SALARY TABLE AND DETERMINE WHAT MY GRADE IS AND WHAT LEVEL I AM BEING PAID ON TO SEE IF, IF I MOVED IN AND THE ENTIRE BUS DRIVER'S SCHEDULE MOVED 5%.
SO THE BUS DRIVERS HAVE NOW HAVE THEIR OWN SALARY TABLE PUBLISHED ON A WEBSITE AS WELL.
THEY CAN COMPARE THEIR DIRECT DEPOSITS EVERY SINGLE PAY DAY AND LOOK AT THEIR HOURLY RATE TO SEE WHERE THEY ARE ON RELATIONSHIP TO THE SALARY SCHEDULE, CORRECT PHONE, WRONG AS WELL.
SO WHAT THEY'D HAVE TO LOOK AT AND SEE THE DIFFERENCES ARE FIRST PAYMENT IN JULY, CORRECT? CORRECT.
SO IF THEY WANT TO SEE THE DIFFERENCE FROM ONE YEAR TO ANOTHER, AND WE PROBABLY NEED TO COMMUNICATE THIS BETTER WITH BUS DRIVERS WILL BE THAT FIRST JULY PAYMENT THAT THEY CAN COMPARE TO THEIR LAST JUNE PAYMENT.
THAT'S WHERE THAT CHANGE IS GOING TO OCCUR.
ONCE THAT CHANGES OCCUR, IT'S GOING TO STAY CONSISTENT FOR THE REST OF THE YEAR, BUT THAT'S THEIR ONLY CHANCE TO SEE THAT DIFFERENCE IS GOING TO BE THE FIRST PAYMENT IN JULY.
BUT ACTUALLY IT WILL BE THE FIRST PAYMENT IN AUGUST, RIGHT? YES, YOU'RE RIGHT.
I MEAN THE BUS DRIVERS AREN'T REALLY SEEING AND IT'S BECAUSE THEY'RE NOT PAID LIKE ALISON, I GET PAID THE SAME EVERY TWO WEEKS.
SO THE BEST TIME I WAS GETTING PAID DIFFERENT, IF THEY DRIVE A DIFFERENT AMOUNT OF POWERS AND SO LOOKS VERY DIFFERENT.
SO 5% IS NOT GOING TO LOOK DIFFERENT IF YOU'RE DRIVING A DIFFERENT AMOUNT OF HOURS EVERY WEEK.
AND I NOW PUT A PULL THE BUS DRIVERS DON'T RESOLVE THE TIMES.
SO IT LOOKS VERY DIFFERENT FROM WEEK TO WEEK.
SO FIVE WHEN YOU'RE PAID FLUCTUATES, A COUPLE OF HUNDRED DOLLARS A WEEK TO WEEK IS NOT GOING TO SHOW UP.
I KNOW, CAUSE I PULLED IT AND SHOWED IT TO THEM THAT IT IS DIFFERENT.
I WISH, I WISH IT WAS SITTING THERE.
ROBERT SYMPHONY, EVERY TWO WEEKS FOR THE BUS DRIVERS DID NOT VERY FEW TO PAY SAME EVERY TWO WEEKS CAUSE THEY DRIVE DIFFERENT NOW.
AND THAT, THAT, THAT, THAT, THAT THIS IS NOT WHAT YOU DO.
I CAN ANSWER THAT YOU CAN ALWAYS PULL IT FOR THEM AND SHOW THEM UNDER OUR DEGRADE IS AND TRANSPORTATION.
WE CAN STRESS TO THEM THAT THEIR TIME YOU'RE ABOUT TO GET THAT CHANGED SINCE THEY CAN BE ON THE LOOKOUT FOR THAT AND HAVE A BETTER CHANCE.
OKAY, MR. RAY, IT'S NOT REALLY, THIS IS A GOOD COMPENSATION, RIGHT? SO THERE'S A WEALTH OF INFORMATION.
SO, UM, ANY OTHER THOUGHTS? NO.
THEN WE'LL HAVE A MOTION FOR .
DO I HEAR JUST LASTLY, JUST LASTLY, UM, HOW DO WE DETERMINE WHAT IS COMPETITION? CAN YOU JUST GIVE US SOME CONTEXT OKAY.
SO YOU'RE JUST ASKING WHEN IT SAYS PROTECT LEGALLY DEFINED CONFIDENTIAL INFORMATION, YOU WANT TO KNOW WHAT THE DEFINITION OF CONFIDENTIAL, THEREFORE 'CAUSE, YOU KNOW, SOMETIMES YOU'VE GOT PEOPLE, EVERYTHING WILL BE CONFIDENTIAL, BUT I MEAN, EVERYTHING IS NOT REALLY CONFIDENTIAL, BUT SO HOW DO WE DEFINE WHAT'S THE PROCESS AND QUESTION, WHAT'S THE PROCESS OF FINDING WHAT'S CONFIDENTIAL? WHAT'S NOT.
[01:25:01]
SO I THINK I CAN ADDRESS IT AS IF IT LOOKS TO THE BOARD EDUCATION.UM, WHEN HR PRESENTS INFORMATION IN EXECUTIVE SESSION, THAT CONFIDENTIAL INFORMATION IS ONLY PRESENTED TO THE BOARD IN EXECUTIVE SESSION.
THEN WE DETERMINE WHAT THE BOARD SHOULD NOT HEAR BASED ON THE FACT THAT THEY COULD BECOME A JURY IN THE INFORMATION THAT'S BEING PROVIDED TO THEM AT THE TIME.
SO WHEN I PRESENT A PERSONNEL MATTERS, I'M GOING TO GIVE YOU ONLY THE INFORMATION, JUST THE BACKGROUND INFORMATION, BECAUSE I DON'T WANT TO PUT YOU IN A POSITION WHERE YOU WOULD HAVE TO TAKE YOURSELF OFF OF A CASE THAT HAD EVERYTHING BEFORE.
SO CONFIDENTIAL INFORMATION WOULD BE ANY INFORMATION THAT WOULD HINDER YOU FROM MAKING A DECISION IF THE CASE WAS EVER BROUGHT FOR YOU IN TERMS OF THE, UM, SOMETIMES CONFIDENTIAL INFORMATION DEPENDS ON WHAT WE WERE TALKING ABOUT.
THE NURSES CONFIDENTIAL INFORMATION IS MEDICAL, BUT IT'S ALSO STUDENT INFORMATION BECAUSE IT'S BOUND BY FERPA.
SO WHEN I'M LOOKING AT FOIL, A LOT OF IT WOULD BE CONFIDENTIAL.
INFORMATION STARTS WITH LIKE PERSONALLY IDENTIFIABLE INFORMATION.
SO A LOT OF IT'S GOING TO START AT LIKE ADDRESSES, SOCIAL SECURITY NUMBERS, THINGS THAT MIGHT BE THE FINANCIAL INFORMATION.
SO WE'RE LOOKING AT A LOT OF STUFF THAT WOULD BE, WE GO THROUGH, WE LOOK AT FURPA THINGS.
SO WE LOOK AT ALL THE STUDENTS, STUFF THAT WOULD COME THROUGH.
THEN WE LOOK AT THE FINANCIAL ASPECTS OF IT.
WHAT COULD FINANCIALLY COMPROMISED PEOPLE? WHAT COULD ALLOW PEOPLE OUT IN THERE TO COMPROMISE PEOPLE'S IDENTITY? SO WE REALLY, A LOT OF TIMES IT ISN'T THAT DIDN'T DRIVE.
A LOT OF TIMES WE DO HAVE A LOT OF DISCUSSION.
WE MAY HAVE TO CONTACT LEGAL COUNCIL.
IS THIS CONSIDERED PERSONALLY IDENTIFIABLE? IT ISN'T ALWAYS CUT AND DRY, BUT A LOT OF TIMES IT'S BOUND BY LEGAL DEFINITIONS.
AND WE HAVE TO LOOK AT THE RECORD AND WHOSE RECORD IT IS.
AND SO A LOT OF TIMES IT IS A LOT OF DEBATE ON WHAT IS, UM, SOMETIMES WHAT IS PERSONAL TO A PUBLIC OFFICIAL LIKE DR.
RODRIGUEZ IS NOT THE SAME AS WHAT IT WOULD BE FOR MOLLY.
SO IF THERE'S REALLY NO GOOD CUT AND DRY DEFINITION OF WHAT IS CONFIDENTIAL INFORMATION.
WELL, I, I HEAR WHAT YOU'RE SAYING, BUT I THINK THAT THERE CAN BE A LIST OF, BECAUSE YOU JUST GAVE US A BABY THAT'S ON TOP OF YOUR HEAD, THAT THINGS ARE WORK ON THAT PART COMPETENCE.
SO I THINK THAT THOSE THINGS CAN BE INPUTTED IN HERE.
IT HAS SOMEWHERE THAT THESE ARE THINGS THAT THE DISTRICT HAS A GOOD CONCENTRATION THAT WE PERCEIVE TO BE CONFIDENTIAL.
SO THEN THERE'S, WHO ARE WONDERING, THEY CAN ALREADY KNOW THAT AND UNDERSTAND THAT THE DISTRICT PERCEIVED TO BE COMPETITION.
BUT THAT'S THE ONE THING THAT I PERSONALLY FELT LIKE I STOPPED WHERE WE USED TO THAT THAT COULD, THAT COULD BE A PIECE THAT COULD GO WITH THIS, THIS, THIS DEALS SPECIFICALLY DEALS WITH THE BOARD INFORMATION THAT'S GIVEN.
AND THEN THE GROUPS THAT WE HAVE THAT ALREADY, RIGHT.
SO WE HAVING A MOTION, MAKE A MOTION.
UH, SO I HAVE AN EMOTION THAT E FOUR IS, UH, IS, UH, IS IS COMMUNICATED TO THE BOARD 2, 4, 4.
SO I THINK, UM, I ALWAYS STRUGGLE OVER THIS.
I THINK WE ACCEPT, I KNOW WE NOT IT RIGHT.
COULD WE CHANGE? I THINK THERE WAS MR. IS USUALLY PRETTY GOOD AT THE ONE THAT TELLS ME THAT WE ACCEPT THEM, NOT APPROVE THEM.
I'D LIKE TO MAKE AN AMENDMENT TO DO THAT.
I'D LIKE TO SAY WITH, UM, WITH THE NOTED EXCEPTION, UM, 4.7 JOB DESCRIPTIONS, A 4.7 JOB DESCRIPTIONS YOU WANT, I COULD GO WITH THAT SO THAT YOU DON'T HAVE TO MAKE ANOTHER AMENDMENT AND 4.1, THREE POSITIVE ORGANIZATION.
[01:30:03]
WE HAVE A SECOND, UM, EXCEPT STUFF AND SET THE IN MY AMENDMENT IS TO ADD ALSO IN PLACE.SO THAT WAS MY AMENDMENT TO THAT EVENT.
AND APPRECIATE THE EFFORTS THAT WENT INTO THIS.
AND I HOPE THAT YOU UNDERSTAND SEAR WITH ALL RIGHT, MS. WALTON, IF YOU WANT TO DO THAT NOW, OR DO YOU WANT TO GO RIGHT INTO OUR DISCUSSION? LET'S JUST DO BOTH.
AND DO I HAVE THE INTERPRETATION HERE IS SUPER DENSE AND I'M WORKING ON RIGHT HERE IF YOU'D LIKE ME TO ALL RIGHT.
SO THE SUPERINTENDENT SUCCESSION PLANNING, UH, THERE'LL BE AN EMERGENCY SUCCESSION.
I WILL READ THE INTERPRETATION.
WE UNDERSTAND AS POSITIVE TWICE THE SUPERINTENDENT TO IDENTIFY AN INDIVIDUAL OR PERSON IN THE EXECUTIVE TEAM WHO CAN TEMPORARILY ASSUME THE RESPONSIBILITIES OF ATTENDANCE IN THE EVENT OF AN EMERGENCY.
ADDITIONALLY, THE SUPERINTENDENT WILL INFORM THE BOARD REGARDING ANY CHANGE OF THE DISTINCT, UH, DESIGNATED INDIVIDUAL BOARD.
WE FURTHER UNDERSTAND THAT TOO.
I'M SURE A CONTINUITY OF SERVICES.
THE SUPERINTENDENT WILL HAVE A SUCCESSION PLAN FOR THE FOLLOWING KEY DISTRICT POSITIONS, EACH SUPERINTENDENT, CHIEF INSTRUCTIONAL SERVICES, OFFICER CHIEF ADMINISTRATIVE ADMINISTRATIVE AND HUMAN RESOURCES.
OFFICER CHIEF OPERATIONS, OFFICER CHIEF FINANCIAL OFFICER EXECUTIVE DIRECTOR OF ELEMENTARY, EXECUTIVE DIRECTOR OF SECONDARY, UM, DISTRICT PRINCIPALS, PRINCIPALS OF THIS PRINCIPALS, SORRY, DISTRICT PRINCIPALS, DIRECTOR OF COMMUNICATIONS FOR COUNTY COUNCIL AND THE MONITORING INDICATOR IS THE SUCCESSION PLAN.
DOCUMENT IS HOUSING RESOURCES INDICATING INDIVIDUAL INDIVIDUALS IDENTIFIED WITH SUCCESSION AND CONTINUITY SERVICES, WHETHER IT BE SCHOOL, DISTRICT QUESTIONS, THOUGHTS.
I HAVE ONE QUESTION, DAVID, THIS MIGHT BE MORE FOR YOU AND FOR MR. EARL CAMPBELL.
UM, THIS SAYS THE SUPERINTENDENT WILL DESIGNATE AT LEAST ONE OTHER EXECUTIVE STAFF MEMBER WITH BOARD APPROVAL.
WHEN HAVE WE APPROVED THIS US SUCCESSION? I'M SORRY.
WE'LL ALWAYS DO UPPER THE EMERGENCIES WE'VE NEVER HAD.
WE'VE NEVER HAD THE NON-EMERGENCY SUCCESSION PLAN.
AND I MIGHT COMMENT ON THIS AS ALISON, YOU NAILED IT RIGHT ON THE HEAD.
I THINK THAT INTERPRETATION IS EXACTLY RIGHT.
THIS IS WHO WAS IN CHARGE DIRECTLY, IS THAT, IS THAT THOUGH THAT WOULD BE HOUSED AT HR, BUT IT ALSO SAYS THE PRESIDENT TAKES
[01:35:01]
HIS PLACE, ESPECIALLY IF THAT PERSON CHANGED.WE'RE JUST TALKING ABOUT THE INTERPRETATION.
SO THE ACTUAL, THE ACTUAL SUCCESSION PLAN WOULD BE VERY INTERESTING TO SEE.
IS THAT A PRIVATE DOCUMENT? NO.
SO IS THAT SOMETHING THAT'S ON OUR WEBSITE? IS IT TYPICAL TO HAVE THAT ON A DISTRICT WEBSITE? JUST WONDERING WHO'S YOUR DESIGNATED SURVIVOR? JUST WONDERING, I DON'T THINK IT'S ALL RIGHT.
DO WE HAVE A MOTION TO BRING IN THIS DIFFERENT KIND OF INTERPRETATION BY MOVE THAT WE RECOMMEND TO THE FULL BOARD ACCEPTANCE TO SUPERINTENDENT SUCCESSION PLANNING? UH, I RECOMMENDED THE FAULT OF THE OPERATIONS COMMITTEE RECOMMENDS TO THE FULL BOARD ACCEPTANCE OF YOUR SUPERINTENDENT SUCCESSION PLANNING.
SO THEN I SAW DISCUSSION ALL IN FAVOR.
THANK YOU, MS. WALTON FOR STEPPING INTO THAT, I APPRECIATE YOU DOING THAT.
THE NEXT ITEM ON THE AGENDA IS JUST HAVE A DISCUSSION AND THAT'S ALL, THIS IS IT'S BEST TO DISCUSSION NO DECISIONS COMING OUT OF THIS COMMITTEE OR RECOMMENDATION.
IT'S JUST A DISCUSSION BECAUSE I BELIEVE IT WAS BACK IN APRIL OR MAY WE HAD CONVERSATIONS WITH YOU ALL ABOUT COMPENSATION.
AND I DON'T REMEMBER THE EXACT WORDS.
AND I DID LISTEN TO AT LEAST THREE HOURS OF COMMITTEE MEETINGS AND I I'M SORRY, I JUST DIDN'T GET TO THE EXACT POINT WHERE IT SAID, WHAT'S YOUR TIME ASIDE? WHAT'S YOUR WISHLIST.
I DON'T REMEMBER WHAT WE SAID.
WHEN WE ASKED YOU, WHAT DO YOU, AS EXPERTS THINK YOU WOULD TAKE TO HELP ATTRACT AND RETAIN? SO LET'S LET'S HAVE THAT, ESPECIALLY BECAUSE YOU'VE DONE SOME RESEARCH, YOU'VE DONE SOME THINKING AND SOME HOT PROCESSING, UM, ONCE YOU'RE WITH US, WHAT SOME OF YOUR THOUGHTS ARE, YES.
TRYING TO KEEP THIS CONTAINED.
UM, WE ALL GET EXCITED WHEN WE STARTED TALKING ABOUT COMPENSATION AND PRUNING AND RETAINING AND THE THINGS THAT WE NEED TO DO FOR OUR EMPLOYEES.
NOW WE HAVE A LOT OF BACKGROUND DATA.
WE HAVE COMPARISONS DISTRICTS THAT THE COUNTRY ACADEMIC RESEARCH, AND WE COULD TALK ABOUT THIS FOR THE NEXT THREE HOURS, BUT WE'LL TRY AND KEEP YOUR HANDS A LITTLE BIT BETTER.
SO, UM, IF YOU WILL NOTICE FROM THE BLOCK TO YOUTH, UM, SEPARATE THIS SESSION.
AND WE BELIEVE THAT WHILE CELEBRATING ITSELF.
WELL, FIRST OF ALL, OUR CORE BELIEF IS SALARY BRINGS THEM HERE.
SO WE LOOK, WE'RE HERE WITH SAL WRITTEN.
WE DO EVERYTHING WE CAN TO KEEP THEM KNOW WHAT'S OUR CULTURE AND THE OTHER THINGS THAT WE OFFER THEM IN ORDER TO LET THEM KNOW THAT WE CARE ABOUT THEM AS EMPLOYEES.
SO WE BROUGHT THIS, UM, DISCUSSION ITEMS TO YOU IN FIRST DISCUSSION ITEM IS THE TEACHER SALARY AND GETTING TEACHER SALARY.
SO IF YOU THINK ABOUT BEGINNING TO TEACHER SALARY, THEN YOUR FIRST QUESTION, THAT'S GOING TO COME TO YOUR MIND AND LOOKING AT BEGINNING TEACHERS, HOW'S IT GONNA IMPACT TEACHERS AT ORANGE HERE? WELL, THIS HAS A CONTINUAL IMPACT.
SO ONCE THAT YOU HAVE RETIRED, SO I'M GOING TO ASK THAT, UM, WE START WITH COMPARING TO OTHER DISTRICTS.
YOU WANT TO START WITH THAT RIGHT NOW AS TELL ME COMPARED TO OUR SURROUNDING AREAS, TRUST, STATE, PLUS NASH.
[01:40:01]
LOOK AT OUR YEAR ZERO BACHELOR'S DEGREE, UH, NEW HIRES, WE WERE AT 53RD IN THE STATE IN YEAR 0 77 DISTRICTS.SO WE'RE TALKING ABOUT KIDS THAT ARE COMING OUT OF COLLEGE AND MAY HAVE DEBT, UM, TRYING TO GET ESTABLISHED.
UH, THERE ARE A VARIETY OF THINGS THAT THEY NEED IN THE DISTRICTS IN TERMS OF WHEN YOU MOVE HERE, YOU HAVE TO HAVE TRANSPORTATION, YOU HAVE TO FIND A PLACE TO LIVE.
I MEAN, THERE'S ALL OF THE COSTS OF LIVING EXPENSES THAT ARE IN THERE.
UM, AND IT HAS NOT ALWAYS BEEN, WE'VE BEEN 53 IN THE STATE.
I KNOW WHEN I MOVED IN ALL THREE ARE NUMBER ONE IN THE STATE.
SO, UM, THE COST OF LIVING WAS SIGNIFICANTLY LOWER IN 2003, BY THE TIME WE GET TO YEAR FIVE, HOWEVER, THE SALARY SCHEDULE, UM, WE DO MOVE UP TO NUMBER NINE OUT OF 77, WHICH IS GOOD BY YEAR FIVE BACHELOR'S DEGREE LEVEL, HEAR FIVE UNITS ON 53 TO NINE.
UM, SO I MEAN, LOOKING AT OTHER COMPETITIVE DISTRICTS, UM, WHEN WE LOOK AT, I CAN FIND THE DOCUMENT HERE, SOME OF OUR COMPETITORS, UM, CHARLESTON COUNTY, UH, GREENVILLE, UM, MYRTLE BEACH AND ORIE COUNTY, AND EVEN SAVANNAH, GEORGIA.
AND WHEN WE PUT OURSELVES AGAINST THOSE ONE FLIGHT TO HERE AND THAT'S NOT ANYMORE, RIGHT.
THIS IS THE DOCUMENT THAT WAS GIVEN BACK IN THE SPRING OF 2021.
SO THE NUMBERS, THESE, THESE, THESE ARE BASED ON THE LOCALITIES, CORRECT.
UM, SO FOR EXAMPLE, GREENVILLE, YOU KNOW, IF WE STARTED AT THE $36,000, 37,000 ON MARTIN REBUILDS AROUND 39,000 MYRTLE BEACH AS WELL, HIGHER ON 38,000.
UM, THEN WE LOOK AT PLACES LIKE SAVANNAH, GEORGIA WAS LIKE 38 OR $39,000 IN CHARLESTON, SOUTH CAROLINA, $39,000 AS WELL.
SO, UM, AGAIN, IT GOES BACK KIND OF THE COST OF LIVING AND YOU START FIGURING THE COST OF LIVING INTO THINGS THAT REALLY MAKES A MAJOR DIFFERENCE IN TEACHERS.
UH, AND THEY'RE WANTING TO SAY, UM, FOR BEING ABLE TO AFFORD TO SAY, YEAH, SO THAT'S, THAT'S JUST, I MEAN, AND YOU CAN LOOK, THE STATE NOW PUBLISHES A SALARY TABLE FOR EVERY DISTRICT.
UM, AND I'VE JUST KIND OF TAKEN THAT AND BROKEN IT DOWN.
GREENVILLE STARTS OFF AT THE NUMBER ONE SLOT AT $41,638 ZERO.
THEY'RE AT, UH, SEVENTH IN THE STATE OF 42, 40 $2,992.
I'M SORRY, I'M SPEAKING DURING THE NIGHT.
I MEAN, AND YOU'RE 10 OR WE WANT, NO, IT TAKES US, IT TAKES THE YEAR 23 OF THE TOP OF OUR, OUR SALARY SCHEDULE TO MAKE THE TOP FIVE IF YOU ALL, LIKE WE GOT ON IT AND THEN THERE WAS SORT OF A RIGHT, BUT IT'S, IT'S, WE'RE ALSO, YOU HAVE TO, I MEAN, AND I THINK YOU'RE WRONG IN THAT IN TERMS OF HOW OUR PERCENTAGE AND EVERY STEP IS PRORATED, BUT EVERY DISTRICT DOES THAT A LITTLE BIT DIFFERENTLY.
AND THAT'S WHY THE NUMBERS FLUCTUATE SO MUCH.
UM, WHEN YOU'RE TALKING ABOUT METRICS FROM 77 DIFFERENT DISTRICTS.
UM, AND THEN BY THE QUESTION, DO THESE OTHER PLACES LIKE RAINMAIL AND TRUST, AND DO WE KNOW THEY ALSO HAVE LOCALITIES ARE KIND OF COMPARING APPLES AND ORANGES? UM, I DON'T KNOW FOR SURE.
WHAT, WHAT THE OTHER DISTRICTS IN TERMS OF THEIR LOCALITY SUPPLEMENTS ARE.
UM, AN ANSWER THAT I HEARD SOMEONE TOLD ME THAT GREENVILLE OFFERING SIGNIFICANT SITES KNOW THE OTHER THING I THINK IT'S IMPORTANT THOUGH, IS THAT ALL RESEARCH ON TEACHER RETENTION, WE ALWAYS ARE LOOKING AT THAT ZERO TO FIVE YEAR RANGE AND IT'S WITHIN FIVE YEARS THAT WE LOSE TEACHERS.
I MEAN, IT'S, AND IT IS A CONTINUAL REVOLVING DOOR, NOT JUST USER COUNTY, BUT NATIONWIDE.
UM, AND YOU KNOW, IT'S NOT UNHEARD OF TO KIND OF WEIGHT MORE HEAVILY THE ZERO TO FIVE YEAR RANGE, UM, IN ORDER TO GET PEOPLE IN SO THAT THEY CAN ESTABLISH FINANCIALLY, AT LEAST FOR BEING ABLE TO LIVE IN AT, UH, AT A, I DON'T EVEN KNOW WHAT THE WORD I'M LOOKING FOR, AS BAD AS KIND OF COMFORTABLE RATE OF LIVING.
WE DON'T EXPECT TO LIVE AN EXTRAVAGANT, BUT IT'S A QUALITY OF LIFE.
UM, AND ONE OF THE THINGS THAT WE KNOW TOO FROM RESEARCHERS THAT THOSE THE LOW SALARY IS ALMOST ALWAYS EQUATED WITH TEACHERS BEING CONSIDERED A SEMI-PROFESSIONAL.
UM, AND SO, YOU KNOW, THAT'S, I CAN GO INTO A LOT OF DETAIL OUT OF ACADEMIC
[01:45:01]
RESEARCH ON IT, BUT, UM, I DON'T WANT TO BORE YOU WITH DOWN BAIL.AND YOU KNOW, WHEN WE STARTED LOOKING AT, AT THIS ANIMAL, WE STARTED LOOKING AT, OKAY, WHAT ARE WHAT'S THE SALARY YOU SAY, UM, YOU KNOW, OUR STARTING SALARIES FOR 37,920, WELL, WHAT'S WHAT, WHAT IS A REAL NUMBER? BECAUSE INITIALLY, EVEN THOUGH IT'S 37, 9 28, RIGHT? FROM THE VERY BEGINNING, YOU'RE TAKING 30 TO 32% OFF THE TOP, YOUR TAXES, BENEFITS TIRE.
SO WHEN YOU LOOK AT THAT AND THAT NUMBER, THAT NUMBER IS ABSOLUTELY, YOU KNOW, WHAT THEY HAVE TO SPEND ON A DAILY BASIS OR A YEARLY BASIS IS 26,000 5, 49 60.
UM, THE BUREAU OF LABOR STATISTICS, EVEN ALSO RESEARCH THE AVERAGE MONTHLY EXPENSES FOR ONE PERSON IS $5,102 A MONTH FOR ONE PERSON.
UH, WE KINDA PUT A LISTING TOGETHER, A MONTHLY EXPENSES AND WE COME UP $33,518 FOR THE MONTH OF EXPENSES, WHICH EQUATES TO OVER $42,000 A YEAR.
SO WILL YOU TAKE THAT MINUS THEIR NET PAY OF $26,000? THEY CAN'T LIVE ON, HAVE ANY COMFORTABLE LIVING STANDARD AT ALL.
THEY'RE ALREADY IN THE HOLE, THEY'RE IN THE RED, AND THAT PUTS THEM IN A RED, IF YOU'RE A SINGLE INCOME EARNER AND YOU'RE AT $15,000, $50,666 IN THE RED FOR THE YEAR.
SO A LOT OF OUR TEACHERS ARE HAVING TO WORK, YOU KNOW, EITHER, EITHER GO WITHOUT THINGS OR THEY HAVE TO WORK TWO JOBS, AND A LOT OF THEM WILL WORK IN FOOD AND BEVERAGE.
AND THE NEXT THING, YOU KNOW, THEY'RE GETTING OFF AT ONE OR TWO AND THEY'RE NOT UP TO THEIR CAR TO TEACH THE NEXT DAY.
WELL, DO YOU WANT MORE MONEY AND EXACTLY WHAT A TEACHER AND I RAN THOSE NUMBERS OUT AND I HAD MATT LOOK AT A HOUSE, LOOK AT IT.
AND WE RAN THE NUMBERS OUT THE 40,000 45, 4700 50,000 PEOPLE WANT TO RUN IT OUT TO 50,000.
A ONE, A SINGLE PERSON STILL HAS $42,000 WORTH OF LIVING EXPENSES.
THEY'RE STILL 7,000, $216 IN THE RED, EVEN AT $50,000 A YEAR SALARY.
NOW, OF COURSE, MAYBE THEY DON'T, THEY MAY NOT HAVE THE CAR PAYMENT, BUT ON AN AVERAGE FROM THE, FROM THE VEER, FROM LOOKING AT THE BUREAU OF LABOR, LABOR STATISTICS, WE'VE USED KIND OF THAT AS A MODEL TO GO BY AS AN AVERAGE.
SO SOME OF THEM MAY NOT HAVE CAR PAYMENTS.
OF COURSE WE KNOW THEY HAVE INSURANCE, THEY HAVE GAPS, THEY HAVE FOOD, FOOD COSTS AS WELL.
UM, SOME OF THE HOUSING COSTS, I MEAN, WE ONLY FIGURED OUT $1,100 FOR HOUSING COSTS.
THAT'S PROBABLY VERY ON THE LOW END.
UM, SO WHEN YOU TAKE ALL OF THAT INTO CONSIDERATION, UM, TO TRY TO GET SOMEBODY HERE ON, YOU KNOW, THAT KIND OF A LIVING INCOME AND DRAWING OUR MR. CRAWFORD, EXCUSE ME, I PUT EDUCATION.
I DIDN'T EVEN INCLUDE ANY STUDENT LOANS BECAUSE YOU KNOW, A LOT OF TIMES EDUCATORS ARE ON A CONTINUAL PROGRAM.
AND A LOT OF TIMES THAT'S THE FIRST UNTIL THEY STOP THEIR EDUCATION.
ONCE THEIR EDUCATION STOPS AND THEY START, THEN THERE'S REQUIRED TO START PAYING IT BACK.
SO I DIDN'T TAKE ANY OF THAT INTO CONSIDERATION, YOU KNOW, UM, ASPHALT, WHICH IS THE AMERICAN ASSOCIATION OF SCHOOL PERSONNEL.
ADMINISTRATORS CAME OUT WITH, UH, LEGISLATIVE PRIORITIES AND, YOU KNOW, SOME OF THE INFORMATION THEY PROVIDE, YOU KNOW, IT SAYS THERE ARE SERIOUS CHALLENGES WITH TEACHER PIPELINE RIGHT NOW, LOW WAGES FOR TEACHER POSITIONS HAVE LED COLLEGE STUDENTS TO CHOOSE OTHER PATHS AND HIGH BURNOUT RATES HAVE CAUSED MANY EDUCATORS DELETED PROFESSION.
THEY ALSO MENTIONED IN HERE THAT IN THE PAST, IN THE TWO THOUSANDS, NORMALLY WE WERE GETTING UPWARDS OF 300 APPLICANTS FOR A POSITION NOW ACROSS THE NATION.
IT'S ZERO TO FIVE BECAUSE WE JUST DON'T HAVE A PIPELINE TO DRAW THOSE PEOPLE INTO THE EDUCATION POST.
AND COURIER JUST RECENTLY ANNOUNCED ARTICLE AS WELL.
THE NUMBER OF TEACHER VACANCIES IN SOUTH CAROLINA HAS INCREASED BY 88% IN THE LAST TWO YEARS.
SO IF THE NUMBER HAS INCREASED IN THE LAST TWO YEARS, WHAT'S GOING TO HAPPEN.
WHAT'S GOING TO HAPPEN NEXT YEAR.
WHAT'S GOING TO HAPPEN THE FOLLOWING YEAR.
AND, UM, IN NOVEMBER 3RD, UH, YOU EDUCATION SUPERINTENDENT, MOLLY SPEARMAN SAVVY, THE REPORT SHOULD SERVE AS A WAKE UP CALL FOR ALL DECISION MAKERS AT THE STATE LOCAL AREA, LOCAL LEVELS, WHICH IS THOSE GATHERED AROUND THE TABLE GEAR
[01:50:01]
TO ACT QUICKLY TO MAKE CERTAIN THAT THERE, THAT EVERY CHILD IS SERVED BY AN OUTSTANDING TEACHER AND REACHES THEIR FULL, FULL POTENTIAL.WE'VE HAD BEGINNING OF THE SCHOOL YEAR.
WE PROBABLY HAD THE MOST VACANCIES WE'VE EVER HAD REMEMBERED THE LAST 15 YEARS AND THAT'S NATIONWIDE.
AND IF WE DON'T DO SOMETHING DRASTIC, I GET YOU NOW.
AND I WOULD SAY THAT THE FIRST DISTRICT THAT GOES TO THIS LEVEL, THEY'RE GOING TO REAP THE REWARDS IN THE BEST BITS OF DRAWING THE BEST AND THE BRIGHTEST.
AND WE'RE GOING TO BE SCRATCHING OUR HEADS, TRYING TO THINK ABOUT OTHER WAYS TO TRY TO GET PEOPLE, TO KEEP THEIR GYM MEMBERSHIPS.
IF YOU'RE NOT FLOODING HARD CASH IN THEIR HANDS AND IN THEIR POCKETS, IN THEIR WALLETS, YOU'RE NOT GOING TO DRAW ON THE QUALITY OF TGV.
YOU'RE NOT GOING TO FILL YOUR VACANCIES THAT WE NEED TO FILL YOU.
LOOK AT THIS ONLINE ONLY TEACHES AND GET AN ADVANCED IS TO UPDATE HUNGRY.
SO I'M LOOKING AT THIS AND I WANT TO MAKE SOME MONEY.
WHEN WE GO BACK TO SCHOOL, THEY CAN'T AFFORD, THEY CAN'T AFFORD.
WE OFFER PROGRAMS TO GET THEM, TO GET, TO GET A DEGREE, BUT ONCE THEY LOOK AT IT, RIGHT? SO DOES THE DISTRICT OFFER ANY HELP? IT'S LIKE A RESIDENCY PROGRAM WHILE YOU'RE TEACHING, WE'LL PAY FOR YOU TO GET YOUR MASTER'S DEGREE, WHICH IS ALL SOMEWHERE ELSE AND NOT JUST THE MONETARY PART OF IT, BUT WHAT ARE WE GOING TO DO TO KEEP OUR TEACHERS ONCE THEY FEEL THEY CAN READ AND, AND MAKE SOME MONEY? I THINK ONE OF THE THINGS THAT WHEN WE TALK ABOUT, YOU KNOW, THE COST OF LIVING TOO, WE'RE TALKING ABOUT REALLY A SINGLE PERSON HERE WITH JUST 3,518.
WE'RE NOT TALKING ABOUT IT, MAYBE A SINGLE PARENT, WE'RE NOT TALKING ABOUT, YOU KNOW, SOMEBODY WITH HIS FAMILY COMING DOWN.
UM, THE, THE FIRST OF 50,000 REALLY IS AN INITIATIVE THAT I THINK WOULD BE SOMETHING GROUNDBREAKING.
I THINK IT WOULD PUT BUFORD COUNTY ON THE MAP.
UM, IT'S JILL USES A LOT RIGHT NOW, THE $5,000 COST OF LIVING SUPPLEMENTS.
UM, AND THAT'S A NICE CARROT TO HANG IN FRONT OF PEOPLE.
UM, BUT THE FACT OF THE MATTER IS, IS EVEN WITH THAT, UM, AND THE STANDARD 36 OR 37,928 STARTING SALARY TEACHERS STILL ARE HAVING A HARD TIME MAKING ENDS MEET.
UM, WHEREAS TO BE ABLE TO ADVERTISE AND SAY, I HAVE STAYED.
THE DISTRICTS IN THE STATE WOULD BE AN ADVERTISING TOOL AND A MARKETING TOOL.
THAT WOULD BE SOMETHING THAT WOULD DRAW FOLKS HERE AND KEEP THEM HERE, UM, WHERE WE'RE AT RIGHT NOW, WHEN YOU LOOK AT THE SALARIES AND THE SURROUNDING AREAS IS THAT WE'LL HAVE CANDIDATES LINED UP MAYBE FOR A POSITION, BUT TRAULSEN HAS THAT SAME POSITION LINED UP.
THEY'RE NOT GOING TO WAIT ON BUFORD COUNTY TO MAKE THE JOB OFFER.
THEY'RE GOING TO GO WHEREVER THEY'RE GOING TO GET THE HIGHER SALARY.
AND THAT'S, THAT'S EXACTLY WHAT THEY'RE DOING.
SO YOU HAVE A JOB FAIR THIS WEEKEND.
AND THIS WEEKEND, WE GOT THE JOB HERE.
TALK A LITTLE BIT ABOUT HOW WE RECRUITING IN JOB THEATERS AND TOLD ME IT'S CANDIDATES THIS YEAR RIGHT NOW.
SO SHE HAS THIS CONVERSATION JUST AROUND TEACHERS.
SO THAT'S A GREAT QUESTION, MR. SMITH, AND WE'RE REALLY LOOKING AT ALL EMPLOYEES.
HOWEVER, HOWEVER, I WOULD, I WOULD LIKE TO SAY, I MEAN, OUR CLASSES, WE HAVE EVERY EMPLOYEE THAT WE HAVE IS VALUABLE, AND THAT'S WHY WE'RE CONSIDERING ALL OF THEM WITHIN, UM, LOOKING AT THIS.
BUT THIS IS TALKING ABOUT THE CERTIFIED SALARY SCHEDULE RIGHT NOW.
AND THAT'S BECAUSE IN TEACHING AND LEARNING, THE TEACHERS WERE, UM, WE HAVE TO REALLY CONCENTRATE AND FOCUS.
WE GOT TO MAKE TEACHING CLASSROOM TEACHING THE MOST ATTRACTIVE OPTION BECAUSE THAT'S WHERE THE RESULTS ARE ACHIEVED.
AND NOT ONLY THAT, EXCUSE ME, NOT ONLY THAT IS YOUR HAT, YOU HAVE A COMPENSATION STUDY CLASSIFIED.
BUT THAT MUCH ALSO I ARGUED IN TEACHING, EVEN, EVEN, EVEN RETAINING TEACHERS, THE DIFFERENT COMPONENTS THAT GO WITH THAT, IT'S NOT JUST THE FINANCES, THE FINANCES THAT GO ALONG WITH IT.
SO THAT'S WHY YOU DON'T GET ALL JUST TOWARDS SALARY MONEY, CASH.
, LET'S JUST SMITH WITH THAT MS. WALL AND BEGAN A CONVERSATION YOU HAD STEPPED OUT.
UM, AND THIS IS ONE PIECE OF IT AND MOVE YOUR EYES AT, BUT CULTURE AND CLIMATE AND SUPPORT AND ALL OF THOSE OTHER THINGS THAT ALL PLAYS INTO IT.
YOU'RE, YOU'RE, YOU'RE ABSOLUTELY RIGHT.
UM, WHAT TALKING ABOUT THE SALARY DOES GO AND INCREASING THE SALARY IS IT TAKES THAT ISSUE OFF THE TABLE.
[01:55:02]
SO RECRUITING, UM, TODAY I WANT SAY, I DON'T, I'D LIKE TO SAY POST PANDEMIC, BUT WE'RE STILL KIND OF IN THE MIDDLE OF A HOT MESS, BUT, UM, EVERYTHING IS VIRTUAL FOR THE MOST PART.UM, WE ARE REACHING OUT TO TODAY ALONE.
MY TEAM REACHED OUT TO OVER 3000 CANDIDATES THROUGH, YOU KNOW, WEBEX PROGRAMS. WE ARE TARGETING RIGHT NOW, PLACES WHERE THERE ARE SHOVELING SNOW, VERY STRATEGIC .
SO WE, UM, WE SET UP INTERVIEWS ALL THE TIME, BUT I'D LIKE TO JUST CALL THEM CONVERSATIONS.
SINCE WE HAVE TO BUILD RELATIONSHIPS WITH THESE PEOPLE THAT ARE STRANGERS TO US, WHERE WE TYPICALLY GO IS WE TRY TO TALK THEM.
IF THEY'RE BRAND NEW CANDIDATE FRESH OUT OF SCHOOL OR GRADUATE, DO YOU HAVE A FRIEND THAT ALSO TEACHES MATH THAT YOU'D LIKE TO MOVE WITH? WE GO DOWN THAT TRAIL HARD AND HEAVY BECAUSE IF THEY MOVE WITH A FRIEND, IT CAN EVERYTHING IN HALF, WE'VE HAD SOME REAL GOOD SUCCESS WITH THAT.
BUT TO MS. WATSON'S QUESTION, EVERYTHING RIGHT NOW HAS BEEN ONLINE.
THE KIDS HAVE BEEN VERY OPEN TO THAT.
UM, FOR THE MOST PART IN THE NUMBER OF PEOPLE WE'RE REACHING OUR CANDIDATE POOL FOR OUR FEBRUARY JOB FAIR.
WE ALREADY HAVE OVER A HUNDRED PEOPLE IN APPLITRACK READY TO INTERVIEW IN SET ANYWHERE.
UM, MR. SATHI TO YOUR POINT, UM, YOU'RE EXACTLY RIGHT.
THERE IS THE OTHER SIDE, OTHER THAN THEM IS KEEPING THEM, YOU KNOW, WHAT, WHAT CAN WE DO AND SO ON.
UM, BUT FOR THIS SESSION, THAT'S NOT A TAGLINE FIRST EFFECTIVE DATE.
THAT'S WHY THE TAGLINE, I COULD SEE THAT THAT WOULD BE CURRENTLY, WE HAVE 905, SO THEY'RE NOT WORKING.
OUR GENETIC DECISION TO RAISE RATES TO THE POINT OF THE DAUGHTER TO HIGH SCHOOL TEACHERS.
AND SO, YOU KNOW, I UNDERSTAND SALARY $50,000 WOULD NOT BRING MY MOTHER OUT OF RETIREMENT.
I MEAN, WE JUST HAD SIX SCHOOL LOCKDOWNS TODAY, YOU KNOW, I DON'T KNOW SALARIES AND THINGS.
I'M ALSO LOOKING AT THE NUMBERS, BUT YEAH, IT'S NOT JUST FOR FOR FOUR YEARS, THREE YEARS, SIX YEARS, FIVE YEARS.
IT THEN TELL ME, YOU KNOW, IT JUST TELLS ME THAT THESE BOYS NEED TO BE FOR, IF YOU WERE TEACHING, IT COULD BE THE DISTRICT, THE TEACHERS THAT HAVE GONE TO OTHER SCHOOLS.
SO WHY, SO TO ALL THAT, ALL THESE OTHER REASONS WHY PEOPLE ARE LEAVING THE CLASSROOM, THAT'S TRUE.
I WILL TELL YOU, TWO YEARS AGO, WE DID THIS SAME PRESENTATION AND NUMBERS OF CERTIFIED FOLKS IN BUFORD COUNTY THAT WERE NOT EMPLOYED IN THE SCHOOL.
IT WAS 637, AND THAT WAS TWO YEARS AGO.
SO, UM, WHAT'S THE NUMBER TODAY? 905.
SO WHAT ARE YOUR THOUGHTS ON THE NON MONITOR UNLESS YOU WANT TO, DO YOU WANT TO FINISH LINE THROUGH TO SOME OF THE OTHER IDEAS WE WERE JUST TALKING ABOUT IT, JUST THROWING AROUND SOME OTHER IDEAS THAT MAYBE WE COULD UTILIZE AS, YOU KNOW, RETENTION ISSUES, SICK DAYS FOR ONCE, YOU KNOW, WHEN, WHEN AN EDUCATOR OR, OR AN EMPLOYEE SPENDS, YOU KNOW, EIGHT YEARS MAXIMIZING THEIR, THEIR SICK LEAVE IN THERE AT, UH, THE LIMITS OF 90 DAYS.
AND SO THEY REACH RETIREMENT TIME.
YOU KNOW, IT'S REALLY A SHAME THAT YOU ONLY PAY THEM $10, OR IT IS AN INSULT, AN ABSOLUTE INSULT.
SO WE'RE THINKING THAT, OKAY, ALONG THE, ALONG THE WAY, THEY'RE LOSING DAYS AND AT THE END OF THE YEAR, OR AT THE END OF THEIR CAREER, THERE'S SOMEONE DAYS BACK, WE BOUNCED AROUND THE IDEA OF, SO I'M AT 90 DAYS, I STILL HAVE A FEW YEARS TO RETIRE.
I'M STILL LOSING MY DAYS BECAUSE I'M COMING TO WORK.
WHY CAN'T WE AT THE END OF THE SCHOOL YEAR, FROM THE BEGINNING OF THE NEXT SCHOOL YEAR, PULL THOSE A LIST OF EMPLOYEES WHO HAVE LOST DAYS
[02:00:01]
BECAUSE THEY'RE COMING TO WORK AND NOT PAY THEM OUT, RECOUP THEM FOR THEIR LAST DAYS AT THEIR DAILY RATE, THEY'VE EARNED IT.WE SHOULD PAY THEM FOR 'CAUSE.
I ACTUALLY, SOMEONE HAD MENTIONED IT TO ME BEFORE AND SOMEONE SAID, OH, THAT'S A STATE.
AS LONG AS OUR OTHER DISTRICTS, SOME DISTRICT CANVAS DISTRICTS, SO THEY DON'T PAY IT.
ALL ONE DISTRICT PAYS $45 A DAY WHEN SOMEBODY RETIRES FOR OTHER DISTRICTS THAT I'VE TALKED TO ANYTHING WHEN THEY RETIRE.
SO IT'S A DISTRICT, IT'S A DISTRICT ISSUE.
WE ALSO TALKED ABOUT BOND RETIREMENT, YOU KNOW, REWARDING.
THOSE, OF COURSE THERE WILL BE LIMITATIONS ON, UM, SERVICES.
YOU KNOW, IF YOU COME HERE FROM JASPER WITH 90 DAYS AND EXPECT TO GET PAID OUT, THAT, YOU KNOW, WE DON'T BELIEVE THAT YOU SHOULD, YOU SHOULD ONLY GET PAID FOR THE DAYS THAT YOU AFFIRMED WHILE BEING A MEMBER OF BEAVER COUNTY SCHOOL DISTRICT, UH, TEAM.
UM, WE ALSO BELIEVE THAT, YOU KNOW, UPON RETIREMENT, THAT IF YOU EARN 90 DAYS, YOU SHOULD GET PAID OUT YOUR DATA REPORT FOR 90 DAYS AND NOT $10 A DAY, WHICH IS $900 AND $50,000 A YEAR WORKS HOURLY RATE FOR A TEACHER, UH, 190, WE'LL GET YOU 3535 0 8 35, 1 9 THAT THIS SUNDAY NIGHT THAT'S BEFORE TAXES TO MR. B'S LEFT SAVANNAH, MR. KNEES LEFT SAVANNAH.
HE HAD ALL THESE TOWERS ACCUMULATE HIS DAILY RATE FOR THE DAYS OF IAN CRUDE.
WHEN HE LEFT, I WAS TIRED AND I DIDN'T KNOW THAT UNTIL I WAS DESIGNING AND I WAS EXPECTING CHECK BASED ON MY DAILY RATE.
I MEAN, THAT WOULD HELP SOME DAILY ABSENCY HELP WITH ELEVATE THE PROFESSION TO, YOU KNOW, UM, THAT'S, I THINK THAT'S AN INTERESTING IDEA.
I CAN REMEMBER THIS IS FOR DISCUSSION BECAUSE IF YOU LOOK AT THE TOTAL NUMBER OF ABSENCES IN THE COSTS SINCE 2017, YOU KNOW, WE'VE HAD OVER $3 MILLION OVER $2 MILLION THIS YEAR, WE'RE OVER A MILLION DOLLARS IN ABSENCES.
AS FAR AS PAYING ESS FOR SUBSTANCE SUBSTANCES.
YOU MENTIONED WHAT YOU WOULD, YOU DO NOT TALK ABOUT THIS, THE AMOUNT OF ACADEMIC.
AND EVEN IF THAT, EVEN IF IT'S, IT'S THE AMOUNT OF ACADEMIC INSTRUCTION, 2018, 2019, 283,506, 2019, 2020, 174,774.
SO HOW EASY FOR A TEACHER? NOT EASY, BUT HOW JUSTIFIABLE A TEACHER MAY FEEL WHEN THEY HAVE OVER, THEY ALREADY BANK 90 DAYS, THEY CAN'T SAVE ANY MORE.
AND THEN THEY NEED A MENTAL HEALTH DAY.
I MEAN, IT'S JUST, UM, IT WOULD BE OF TEACHERS PAUSE AND SAY, HEY, LISTEN, I'M GOING TO PAY MY DELIVERY.
MY DAYS LOOK AT MY DAYS, IF YOU LOOK AT YOU, LOOK AT MINUTES, IT SAYS, WHAT DOES IT SAY? WHAT'S THE WORD NOT COMING TO WORK.
YOU KNOW WHAT I'M SAYING? WHY ARE YOU TAKING A DAY FROM ME LIKE THAT? BUT THEN ACCUMULATE TAKE FROM THAT.
AND I PULLED UP A LIST OF PAGE THE NEXT, THE NEXT PAGE THAT TALKS ABOUT THE PROLAPSE.
AND I PULLED THE NUMBER OF DAYS, UH, OR FOR THE APPROVAL LAPSE.
WHAT WILL THOSE DAYS COSTS ALSO WHAT WE PAID OUT THE LAST FOUR YEARS FOR, UM, PEOPLE RETIRING AT $10, YOUR DAILY RATE, WHAT IT WOULD'VE COST US, EARN INDUSTRY.
ANOTHER DISCUSSION ITEM THREE IS WE PAID A LOCALITY IN TWO PAYMENTS.
THE SECOND PAYMENT IS A MEDIC.
[02:05:02]
HIGH NUMBER OF RESIGNATIONS RIGHT AFTER THE FIRST WILL CALENDAR PAYMENT.SO THERE, WHICH IS A DECEMBER.
SO WHAT CAUGHT THAT CAUSES US TO HAVE TO, YOU KNOW, FILL THOSE POSITIONS PRIOR TO SCHOOL, RETURNING BACK IN JANUARY.
AND THEN THE RECRUIT, THE APPLICATIONS WILL BY THEN.
SO WE'RE RECOMMENDING IF WE WOULD MAINTAIN THE LOCALITY SUPPLEMENT THAT WE PAID AT THE END OF THE SCHOOL YEAR.
AND IN ORDER TO RECEIVE IT, YOU HAVE TO BE AN ACTIVE EMPLOYEE OF THE DISTRICT IN ORDER TO RECEIVE THAT PAYMENT, JUST LIKE WE DO NOW, THE NUMBERS, ARE WE TALKING? HOW MANY RESIGNATIONS WE'VE HAD? WE'VE HAD YEARS WHERE THERE'S BEEN 36, WE'VE HAD 40, WE'VE HAD 15.
WELL, YEAH, THE PART OF THAT ARGUMENT THAT WE MAKE THEM, BUT IF THEY WERE GOING TO RETIRE, IF THEY'RE UNHAPPY, CAN WE SAY, OKAY, YOU GOT, HANG IT OUT.
IF WE'RE HITTING THE BEST OUT OF, YOU KNOW WHAT I MEAN? PROBABLY NOT, BUT AT SOME POINT IN TIME THERE, CAUSE RIGHT NOW THERE'S NO, THERE ARE NO CONSEQUENCES, A CERTIFICATE ISN'T SANCTIONED AT THE STATE LEVEL.
PEOPLE CAN JUST WALK AND WE'VE CHILDREN WITH THE, UM, WE GIVE THEM SOME COUPLE HUNDRED DOLLARS FOR CLASSROOM SUPPLIES AND I GUESS A LOT OF AWAKE , UM, LOOKING AT WE'RE ONE OF THE FEW DISTRICTS THAT THIS IS WHY I'M SIGNED UP FOR ONE OF THE CONCERTS THAT DO NOT DATE CERTIFICATES IN THAT SITUATION.
WE MAY SOME TALK ABOUT THAT BECAUSE YEAH, YEAH.
AND AGAIN, IT'S NOT, I MEAN, IT'S, IT'S THE WHOLE SCHOOL ORGANIZATION.
YOU CANNOT BUILD CULTURE WHEN YOU HAVE PEOPLE LEAVING.
AND NOW ALL OF A SUDDEN MY KIDS HAVE TO BE SPREAD ON THE REST OF THE TEACHERS, RIGHT? SO KIDS IN THOSE CLASSES ARE BEING HARMED AND THEN KIDS THAT THE TEACHER LEFT FROM ARE GETTING HARMED TOO.
IT'S, IT'S GOING TO BE EXPONENTIAL AS THE FUTURE.
AND THEN AS THE FUTURE GOES ALONG THIS CONSTANT, PARTICULARLY WHEN WE'RE TALKING ABOUT WOMEN IN LOSS RIGHT NOW, AND IT'S JUST GOING TO CONTINUE TO BE EXPONENTIAL.
IT'S SO WE'RE NOT GETTING THE BEST OUT OF THE TEACHERS.
THEY CAN HOLD THAT CHECK UNTIL THE END OF THE SCHOOL YEAR.
BUT HERE'S WHAT WE DO HAVE, WE HAVE CERTIFIED TO TEACH IT ON THOSE KIDS IN AN EMPTY CLASSROOM, DIVINE THE CLASS.
AND I'M JUST SAYING THAT A PART OF THE ARGUMENT TO A LEAD AND THEY'RE NOT HAPPY OR THEY'RE, THEY'RE DONE.
AND THEN WE SAY FINISH OUT THE YEAR, BECAUSE RIGHT NOW THEY'RE WAITING ON LOCALITY SUPPLEMENT.
CAUSE I'VE BEEN CALLED, UM, I'M ONLY GOING TO HAVE TO STAY TO GET THAT LOCALE.
THEY WANT TO KNOW WHAT CAN THEY DO THAT? UM, YOU KNOW, ONE OF THE ISSUES LIKE SALARY, IF IT LET'S SAY THE 50,000, $50,000, IT'S JUST, YOU KNOW, LIKE IN NEW YORK IS NOTHING COMPARED TO $2,000, BUT THAT'S ACTUALLY A COUNTY LEVEL, $50,000 ON HILTON HEAD DOES NOT GO AS FAR, $2,000 IN SHELDON OR ON LADY SILENT.
AND I DON'T KNOW, WE HAVE A VERY BIG SPECTRUM OF HOUSING AFFORDABILITY.
SO I KNOW A LOT OF THE TEACHERS THAT LIVE ON HILTON HEAD ALREADY.
IN FACT, I WAS TALKING TO A NEW TEACHER AND HE WAS JUST, I DON'T THINK YOU COULD ALSO SUPPORT, WE WERE JUST CHATTING.
HE SAID, YEAH, UNLESS YOU'RE ALREADY ON THE ISLAND, BECAUSE THERE ARE NO HOUSES UNDER 500,000, YOU'RE NOT GOING TO LIVE.
AND NOW OF COURSE, THAT KEEPS PUSHING OUT.
SO NOW THERE ARE TEACHERS LIVING IN JASPER COUNTY, CLOSEST SPANISH, WHICH IS GOING TO PUT MY DISTRICT AT A HUGE DISADVANTAGE.
IS THERE ANY WAY TO THINK ABOUT THAT IN DIFFERENT TERMS? I MEAN, I JUST DON'T KNOW WHAT POINT, NO MATTER WHAT WE DO HAVE HEALTH PEDS GOING TO BE, I STILL THINK YOUR CONSIDERATION OF SALARY, YOU STILL IMPLEMENTED $5,000 ACCOUNT OR SOMETHING THE DISTRICT WOULD IMPLEMENT ON TOP OF THE 50,000.
I THINK, I THINK THE 50,000 IS JUST THE REASON WHY I THINK THAT'S SUCH AN IMPORTANT NUMBERS CAUSE IT'S YOUR ZERO.
SO WE HAVE TO CONSIDER ANY, IF YOU HAVE TEACHERS THAT ARE HIGHER IN YEAR TWO, YEAR THREE, IT'S GOING TO BE EASIER FOR THEM TO FIND BECAUSE THEY'RE GOING TO HAVE MORE.
SO, I MEAN, IT'S, IT'S GOING TO BE AN ACROSS THE BOARD INCREASE.
UM, SO, AND, AND THAT'S, I MEAN YOUR ZEROS, THAT STARTING POINT, BUT AS THEY GET OLDER AND THEY GET MORE EXPERIENCED AND THEY GAIN MORE EDUCATION, THEY'RE NOT JUST TO MAKE MORE.
UM, THE OTHER THING I WOULD LIKE TO MENTION TOO, AND I KNOW MR. SMITH, UM, YOU ARE, YOU QUESTIONED A LOT ABOUT MINORITY TEACHERS.
AND ONE OF THE THINGS THAT THE RESEARCH TELLS US TOO, IS THAT WE CAN RECRUIT OFTENTIMES MINORITY TEACHERS, BUT MINORITY TEACHERS ALSO LEAD THE FIELD A LOT FASTER THAN, UM, THAN WHITE TEACHERS DO.
UM, ONE OF THE THINGS, REASONS FOR THAT IS BECAUSE OF STATUS THAT A SALARY CARRIES.
AND SO HAVING A STATUS THAT IS ASSOCIATED WITH A STARTING SALARY OF $50,000 TENDS TO KEEP MINORITY TEACHERS IN THE FIELD MUCH LONGER AS WELL.
[02:10:01]
AND THAT IS AN AREA THAT WE KNOW WE WORK TO, WE WORK TO TRY TO FILL EVERY YEAR.WELL, MY CONCERN IS THAT THERE'S NOT TEACHERS BECAUSE YOU KNOW, WHEN I ASKED YOU THAT WE ALREADY DISCUSSED THE TEACHERS.
IF I HAVE TEACHERS THAT CUBA, YOU KNOW, THERE'S A OTHER, OTHER SCHOOL DISTRICTS LIKE US WHO ARE DOING WORK, PUTTING THE DIFFERENT PEOPLE IN FRONT OF THEM.
OUR KIDS ARE NOT DO TOO MUCH OF THAT RIGHT NOW.
UM, AND I JUST WANT GET TO ALWAYS KEEP, KEEP THOSE CHECKLISTS GENTLE OPEN TO ME WANTING TO BE A CERTIFIED TEACHER.
BUT THE QUESTION I WILL ASK YOU IF WE, IF WE CAN'T GET NO TIME, HOW RIVER, HOW MUCH, HOW MUCH MORE RICH IS GOING TO GO ON THE PLAYGROUND THAT WE HAD AND YOU HAVE ANY BACKGROUND, OR WE HAVE GOT ABOUT, IF, IF WE CAN COME UP WITH A HUGE SHORTAGE, I WE'LL BE ABLE TO COME BACK THAT WITHOUT SIR TEACHERS.
AND ALSO, UM, I MEAN, YEAH, THERE'S, THERE'S NO, THERE'S NO WAY MR. SMITH.
I MEAN, WE CAN'T, IT DOESN'T MATTER THAT THERE'S A BODY IN THE CLASSROOM BECAUSE AT THE ULTIMATE END, LIKE OUR BUSINESS, OUR PURPOSE FOR EXISTING AS A SCHOOL DISTRICT IS TEACHING AND LEARNING PERIOD.
AND SO IF THAT'S THE CASE, THEN WE HAVE TO PUT A PRIORITY ON CLASSROOM TEACHERS.
WE HAVE TO MAKE THE CLASSROOM TEACHER JOB, THE MOST ATTRACTIVE OPTION IN THE DISTRICT.
AND THAT'S NOT TO SAY AND DIMINISH ANYBODY ELSE.
BUT IF WE DON'T HAVE CERTIFIED PERSON, THAT'S GONE COLLEGE TRAINED IN THAT CLASSROOM WITH THOSE KIDS, THERE'S GOING TO BE LEARNING LOSS.
THEY WON'T BE ABLE TO BE OVERCOME.
AND THE WHOLE DISTRICT ACCREDITATION, YEAH.
BUT IN TERMS, I NOTICE NOW THAT I SEE THAT WE HAVE, UM, THAT WE HAVE SOME, UH, ADMINISTRATORS WHO SUBSTITUTE FOR HOW WE USE THEM.
LIKE WHEN SOMEONE SAYS ADMINISTRATOR, ADMINISTRATORS OUT, LIKE WE USED DISTRICT EMPLOYEES, HOW ARE WE GOING TO USE THIS? YEAH.
THEY'RE NOT EMPLOYEES OF THE DISTRICT, LIKE A REGULAR EMPLOYEE.
WE USE AN APP, LIKE WE USE RETIRED, THEY ARE ON RETIRED ROTATING SCHEDULE.
SO WE NEED SOME EXTRA ADMINISTRATIVE HELP.
THEY CAN COME IN AND HELP US WITH THEM.
WHEN MS. LEWIS LEWIS WAS OUT, UM, HER EVALUATION PROCESSES WERE BAGGING.
HER TEACHERS WERE GETTING, UH, AND, AND WE DID NOT WANT THOSE EVALUATIONS TO BE COUNTED.
SO WE CONTRACTED WITH MS. MATTHEWS TO GO OVER.
HE'S EXCELLENT WITH VALUATIONS TO GET THOSE VALUATIONS ON TRACK.
SHE STAYED THERE FOR TWO WEEKS AND SHE'S GONE AND SHE'LL DO THAT IN ANY BUILDING THAT WE NEED SOME HELP ADMINISTRATIVELY.
IF THERE'S A DISCIPLINE ISSUE, YOU NEED AN EXTRA ADMINISTRATIVE BODY IN THERE.
AND WE PUT THEM IN THERE TO HER.
SO MY QUESTION IS HOW MANY HAVE ENOUGH TO POSSIBLY TO HELP HELP WITH THE SHORT? YEAH, THAT'S A GOOD QUESTION.
I MEAN, DAILY CONTACT WITH THE ESS ESS IS WHERE WE RECRUIT AND HIRE OUR SUBS FROM.
AND THEY'VE HAD RECRUITING EVENTS ONGOING, AND IT'S JUST THAT PEOPLE DON'T WANT TO, THEY DON'T WANT TO SUB FOR $90 A DAY.
SHE ME JUST SPEND MAYBE FIVE MINUTES BECAUSE I THINK THIS CONVERSATION IS FABULOUS INFORMATION.
UM, I KNOW IT'S IT'S RIGHT NOW JUST FOR DISCUSSION AND I SINCERELY HOPE YOU ALL ARE CONTAINING DISCUSSION WITH FINANCES, NOT DERIVE RADIUS AND EVERYTHING.
UM, BUT WHAT ABOUT THE NON-MONETARY CONCERNS? I KNOW TEACHER ACTUALLY SPOKE TO THIS TEACHER.
SHE SAID SHE WOULD SO BE HAPPY TO STAY IN CLASS WHERE SHE DIDN'T HAVE THE EXTRA DUTIES, BUT HAVING LUNCH DUTY AND HAVING THIS DUTY.
AND I SAID, WELL, HOW MUCH EXTRA STIPEND WOULD HELP YOU? SHE GOES, NO, I NEED TIME.
SO WHAT ARE, WHAT ARE SOME OF THOSE SLOTS? WHAT ARE SOME OF THE NON MONETIZED IDEAS? SO ONE OF THE THINGS WE TRY TO DO IS FRIGID THIS PAST TWO YEARS, BUT COVID HAPPENED AND EVERYTHING JUST WENT TO POT.
WE USED ESS TO PUT HER IN A BUILDING IN EVERY BUILDING.
[02:15:01]
SO THERE'LL BE TWO EXTRA MONTHS AND EVERY BUILDING EVERY DAY, SO THEY COULD CALL US UP AND THEY HAD EXTRA.THEY COULD USE THOSE SUBS TO RELEASE TEACHERS, TO, UM, MAYBE TAKE A CLASS HERE AND THERE TO JUST TAKE THE PRESSURE OFF TEACHERS, ESPECIALLY NOT SURE YOU CAN HAVE THOSE PEOPLE MANAGE THE CAFETERIA ALL DAY LONG, THAT COULD HAPPEN.
ONCE WE GET BODIES IN PLACE THAT WE CAN HIRE, THEN WE CAN CONTINUE TO DO THAT.
WE CAN TELL ESS TO PUT FIVE PEOPLE.
IT'S NOT CONNECTED TO A PRINCIPAL CAN USE TO RELIEVE SOME OF THE STRESS ON TEACHERS.
THEY CAN TAKE PERIODS TO GIVE A TEACHER A BREAK, ESPECIALLY WITH THE ELEMENTARY BECAUSE THEY DON'T GET, THEY DON'T GET A BREAK.
SO WE HAVE SOMEONE THAT CAN DO JUST BREAKS THE TEACHERS.
SO AT WHAT POINT DO YOU DECIDE THOSE FIVE PEOPLE? I KNOW WE DON'T HAVE RIGHT NOW BECAUSE YOU'RE HUMAN RESOURCE SCHOOL OUT THERE IS SMALL.
SO PEOPLE DON'T WANT TO SEND PEOPLE.
AT WHAT POINT DO YOU GUYS, AND WHAT DATA DO YOU USE TO SAY, OKAY, WE'RE GOING TO PUT FIVE IN EVERY BUILDING.
I MEAN, IS THAT FROM THE APY SURVEY? IS THAT FROM, I MEAN, HOW, AT WHAT POINT DO WE SAY WE HAVE TO MAKE A CHANGE BECAUSE CAN'T KEEP TEACHERS SO LEAVING BECAUSE OF BEHAVIOR OF THE STUDENTS RELATED BECAUSE THEY DON'T GET A BREAK ALL DAY.
LIKE I SAID, ELEMENTARY SCHOOL TEACHERS DON'T GET A BREAK FROM THE DAY THEY'RE LEAVING.
THE KIDS ARE EATING LUNCH AND THEY'RE WALKING THE CLASSROOMS NOW BECAUSE OF COVID THEN SOME SCHOOLS MAYBE, YOU KNOW, DEPENDS ON HOW MANY KIDS, YOU KNOW WHAT I'M SAYING? WHAT'S WHAT'S THE, WE ALREADY, I WOULD SAY THAT YOU WOULD INCREASE THE NUMBER OF PERMANENT CELLS IN A BUILDING.
I WOULD BECAUSE WE'RE THERE, WE GET THE COMPLAINTS.
UH, WE GET THE CALLS ALL THE TIME.
TEACHERS ARE WARDEN EVER SAYING, I JUST CAN'T DO THIS.
WE KNOW THAT THAT IS, UM, NO SUBS.
WE DID AT LEAST, UM, GET TO A POINT WHERE WE CAN PAY THEM FOR CLASSES.
BUT EVEN THAT'S NOT, THEY DON'T EVEN WANT TO BE PAID.
DON'T MAKE ME, IT'S A SUPPLY AND DEMAND BECAUSE WE CAN, YOU CAN HAVE, WE CAN SAY, WE'RE GOING TO STAFF WITH FIVE CERTIFIED SUBS.
THERE ARE NOT FIVE CERTIFIED SUBS OUT THERE FOR 30, 33 SCHOOLS.
UM, THAT'S THE POINT? THE POINT THE POINT BEING IS IF WE, WE START WITH WHAT'S IMPORTANT CERTIFIED TEACHERS PAY THEM WHAT THEY ARE WORTH, ALLOW THEM QUALITY OF LIFE, BUT BODIES WILL BE THERE SUCH THAT WHEN WE HAVE THEM, THE TWO OR THREE SUBS THAT WE'LL BE ABLE TO MAKE A MARKET DIFFERENCE IN THAT BUILDING.
I MEAN, WE'RE IN CRISIS RIGHT NOW.
IT'S BEEN COMING FOR A WHILE AND COVID HAS MADE IT WORSE FOR YOU.
UM, CAUSE MY PARENTS WERE HAVING THE CONVERSATION SECOND.
UH, SO ONE THING IS, IF YOU ARE A HIGH SCHOOL STUDENT RIGHT NOW, LOW INCOME THAT YOU WANT TO GO TO COLLEGE AND BECOME THE TEACHER.
IS THERE ANY WAY I KNOW THIS IS A LONG TERM THING AND WE THOUGHT ABOUT BECAUSE A LOT OF PEOPLE WANT TO COME BACK TO THEIR HOMETOWN AND LIVE WITH THEIR PARENTS AND THEIR FAMILIES AND THEY HAVE THE SUPPORT.
IS THERE EVER ANY TALK OF CREATE A PIPELINE? I DON'T THINK YOU CAN GET AN INTERIM CERTIFICATE FOR USC.
CAN YOU SPEAK TO, UM, WE DO HAVE PROGRAMS IN OUR HIGH SCHOOLS IS CALLED TEACHER CADETS.
TO BE HONEST, I THINK TEACHING THAT SOMETIMES AS AN ELECTIVE OR SOME PEOPLE SIGN UP FOR AS YOU'RE.
BUT WE ARE, AS WE ARE GOING INTO THE HIGH SCHOOLS TO TALK TO KIDS ABOUT BEING TEACHERS, FRANKLY, KIDS SAY, I DON'T, I DON'T WANT TO BE A TEACHER BECAUSE I DON'T WANT TO DEAL WITH PEOPLE.
BUT IF YOU TALK ABOUT, YOU KNOW, IF YOU HAVE NOT HEART OF A TEACHER, NOT GOING TO TEACH ART, BUT A PRINCIPAL, IF YOU HAVE TO TALK ABOUT GOOD EXPERIENCE TO BEING A TEACHER AND SEEING THE BULB COME ON, YOU CAN TALK TO KIDS ABOUT BECOMING TEACHERS BECAUSE THE WORD CRISIS HAS THE AMOUNT OF PEOPLE THAT ARE GRADUATE EDUCATION.
IT'S NOT LIKE WE'RE NOT ATTRACTING ALL THESE GREAT.
NO ONE WANTS TO SAY MORE AND MORE, UH, ELKS THAT ARE FRESH OUT OF SCHOOL ARE OPTING TO LIVE FOR THE FIRST COUPLE OF YEARS TO GET THEIR LINES PAID BACK.
THIS IS I DON'T EXPECT PERFECT.
[02:20:03]
SHE'S PROBABLY GOING TO NEED SOME SUPPORT INITIALLY FOR A LITTLE WHILE.IT'S JUST THE SALARIES THAT WERE NOT COMMENSURATE WITH THE CONSTELLATION.
THAT GENERATION IS VERY BITTER.
UM, THEY'LL STAY WITH THEIR PARENTS TO GET THAT BACHELOR'S AND MASTER'S PHD, RIGHT? SO THEY WANT THAT.
WELL, THAT'S I LIKE ABOUT HAVING THE STUDENTS PAYING THAT PAINTER THEIR COLOR, HELPING THEM PAY FOR COLLEGE.
YOU COME BACK AND, YOU KNOW, LOAN FORGIVENESS.
CAUSE IT'S HARD TO ATTRACT YOUNG PEOPLE TO BE PREPARED.
AND SO UNLESS THEY'RE FROM HERE, I DON'T EXPECT MY KIDS TO LIVE IN.
IF I COME BACK HERE FOR A WHILE AND I'LL SAY, GIVE A CV IS PROBABLY OUR GREATEST PIPELINE, HONESTLY.
AND THEY DO HAVE AN ICELAND MATH PROGRAM RIGHT NOW.
WE GET TO HIGH SCHOOL MATS UPS THAT ARE GRADUATING IN DECEMBER.
WE JUST NEED TO KEEP THEM OKAY.
AND NO ONE TALKS ABOUT AN INTERNATIONAL PROBLEM THAT IS TBD.
AND WE JUST MET WITH ALL OF MY INTERNATIONAL TEACHERS TRADITIONAL BASICALLY.
AND I WISH SHE BE ASKED ABOUT THESE PACKETS.
I WANT TO BE OUT OF TOWN WHEN SHE PASSED THE MEETING.
THEY ARE AS LONG AS THEIR VISA ALLOWS.
AND I KNOW THAT'S A WHOLE NOTHER TOPIC.
ARE WE MAKING MOVES ON THAT? WE HAVE THAT APPRECIATION.
I'M NOT GOING TO ASK FOR ANY EMOTIONS OR ANYTHING, BUT, UM, I CAN SAY HOW MUCH EFFORT YOU PUT INTO THIS.
I MEAN, YOU KNOW, IF YOU GUYS HAVE A NUMBER OF, IN THE PROCESS, I THINK WHAT SUPPORT, BECAUSE IF WE DO EVER COME UP WITH A NUMBER OF SALARIES, IT'S ON BOARD MEMBERS TO GET CONSTITUENTS AND SELLERS CAN SAY, THIS IS WHAT WE NEED TO DO.
WHY DO WE NEED TO DO IT? HERE'S WHAT THIS LOOKS LIKE, BECAUSE THAT WILL BE A REFLEXIVE PUSH, RIGHT? I MEAN, THAT'S JUST, BUT IF I CAN TAKE WHAT YOU GOT, RIGHT.
BUT AGAIN, WHEN YOU GET A FORMAT AND I GO TO MY CONSTITUENTS IN MY DISTRICT AND SAY, HERE'S WHY WE'RE DOING IT.
YOU KNOW, I THINK THAT THAT'S REALLY IMPORTANT.
NOW WE'RE THE LARGEST EMPLOYER IN THE COUNTY.
YOU NEED TO BE THE BEST EMPLOYER IN THE COUNTY.
SO THANK YOU VERY MUCH FOR HEARING US OUT ON THIS.
UM, IT'S A CONVERSATION THAT NEEDS TO BE HAD.
I WOULD LIKE TO SAY, I DON'T THINK IT'S, IF WE DECIDED TO MOVE FORWARD IN SOME DIRECTION, WHEN THAT TIME COMES, IT WOULD PROBABLY BE BETTER NOT TO PHASE IT IN OVER THREE-YEAR PROCESS.
AND THE REASON BEING IS JUST THAT THE WAY COST OF LIVING IS GOING RIGHT NOW, A THREE-YEAR PROCESS IS NOT GOING TO GET US THE IMMEDIATE GAINS THAT WE ANTICIPATE.
WELL, I'LL TELL YOU WHEN TO, I WILL HAVE I'LL HAVE, IS THAT TEACHERS ARE GOOD, BUT TEACHERS JUST DON'T DO IT BY THEMSELVES.
WE HAVE TOO MANY OTHER GROUPS OUT THERE WHO ARE VERY COGNIS AND VERY UPFRONT THAT I SAY, YOU KNOW, EVERY TIME WE TALKED, YOU TALK, YOUR GUYS, Y'ALL JUST CAN'T DO THAT.
I'M PUTTING THOSE KIDS UP IN THE MORNING.
TEAS CAN'T DO WAS OUT WITHOUT REACH.
IF I'M NOT ASSISTING THE ASSISTANT TEACHERS IN THIS CAPITOL, THEY CAN'T DO IT WITHOUT ME.
SO THAT'S WHY THE THOUSANDS AND THOUSAND DOLLARS ARE BEING SPENT ON THAT COMPENSATION STUDY.
THAT DOES NOT INCLUDE TEACHERS IF I GET YOU, BUT I DON'T WANT, I DON'T WANT TO LOSE MY POINT IS THIS IS THAT ALL THIS SOUNDS GOOD, BUT LESS, NOT JUST, WELL, I'M NOT GOING TO BE BY THE BOYFRIEND.
WE HAVE A TELEVISION ON MORE THAN TEACHERS, BECAUSE I'M MORE, I'M MORE OUT ALREADY.
THE FLAT FOR PEOPLE WHO ARE NOT CERTIFIED PEOPLE WHO ARE, WHO ARE YOUR NURSES, WHOEVER CERTIFICATION LEFT DEGREE.
I'M LIKE, OH, ISN'T THAT? WE HAVE TO HAVE THAT HAVING A CER.
SO THE KITCHEN, THE SAYING WE HAVE A CERTIFICATION.
SO THESE PEOPLE ARE NOT NOW I UNDERSTAND.
BUT MY POINT IS TODAY, WE'RE TALKING ABOUT TEACHERS.
I'M JUST SAYING WE BRING ON, PLEASE BRING ON MY MEMORY BECAUSE I'VE BEEN TRAVELING
[02:25:01]
TEACHERS, TEACHERS, TEACHERS, THAT'S NOT, UM, OBJECT TO YOUR STATEMENT JUST TO SIT DOWN ON THOSE.ONE OF MY GOALS WHEN I CAME INTO HR WAS TO MAKE SURE THAT WE DID NOT CREATE CLASSES OF IN TERMS OF SEPARATION.
THE ONE CLASS WE DID FOR THE CLASSIFIED STAFF IS JUST AS IMPORTANT TO US AS SERVED THAT STAFF.
AND IN FACT, TO PROVE THAT TO YOU, MR. SMITH, I'M GOING TO BRING A RECOMMENDATION TO YOU ON TUESDAY NIGHT ON THE 14TH THAT WILL ASK FOR YOUR SUPPORT TO SUPPORT CLASSIFIED STAFF, BECAUSE ALL THE HARD WORK THEY DO, WE RECOGNIZE IT IN HR.
MY STAFF UNDERSTANDS IT AND THEY CAN TELL YOU HOW I FEEL ABOUT CLASSIFIED STAFF.
ANYONE THAT MAY TELL YOU THAT BECAUSE I MADE IT REALLY CLEAR THAT WE ARE NOT CREATING CLASSES.
BUT JUST, JUST TO, JUST TO SPEAK TO THAT, I HEAR WHAT YOU'RE SAYING, BUT IN THE DAY I KNOW WHAT I, WHAT I'M GETTING FROM THE COMMUNITY AND WHAT PEOPLE ARE TELLING.
AND SO, YOU KNOW, AND IN TERMS OF THE EXIT, LET ME GIVE YOU AN EXAMPLE.
AFTER FIVE STAFF SAYING, LOOK HERE WHILE YOU CAN ALL LOOK OUT, LOOK, CALENDAR, LOOK OUT A SUPPLEMENT, A LITTLE CALENDAR YOU GIVE UP TO 52 CLASSIFIES.
AND THE CERTIFIED YOU GIVE A 5,000, RIGHT? BUT IT'S STILL THE BOSS.
THEY'LL TAKE A RECOMMENDATION.
UM, I DON'T REMEMBER ME BEING ON THE BOARD WHERE I RECOMMENDATION CAME FROM 5,000.
AND THAT'S NOT WHAT YOU'RE GOING TO.
BUT MY, MY, MY, MY, MY POINT IS, THIS WAS MY, WAS IT? MY MOM SAID IT WAS GOOD FOR THE GOOSE TO GO FOR AGAIN, IT COMES TO BE THE, IT MAY NOT, IT MAY COME TO Y'ALL, BUT IT COMES TO ME AS A BOARD MEMBER.
I'M JUST TELLING YOU WHAT PEOPLE, WHAT PEOPLE PERCEIVE AND WHAT THEY GIVE ME.
AND THEN THAT RIGHT NOW IS THE KEY, THE KEY I'M GOING TO READ THIS TEACHER, TEACHER, TEACHER, TEACHER RETENTION.
WHAT ABOUT I LEAVE? I LEAVE WITH THAT.
I, AND I MEAN, I THINK WE'VE MADE THAT CLEAR FROM OUR TEAM, BUT ALSO IF MR. SMITH, I WILL SAY THAT TEACHERS ARE HELD ACCOUNTABLE FOR ACADEMIC ACHIEVEMENT DATA.
I JUST WANT TO THANK EVERYBODY FOR THEIR WORK CHART.