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IT IS OUR THIRD IN SEVEN DAYS, MAYBE THE OPERATIONS COMMITTEE, UM, IN THE ROOM HERE, UH, COMMITTEE MEMBERS, TRICIA FIDRYCH AND MICHELLE CAMPBELL AND MYSELF.
WE ARE ALSO JOINED BY COLONEL DICK GEIER AND ONLINE.
WE HAVE OUR CHAIRMAN DAVID STRINGER.
UM, THE MEDIA HAS BEEN PROPERLY NOTIFIED.
SO IF WE CAN GO AHEAD AND STAND FOR THE PLEDGE OF ALLEGIANCE, ONE NATION UNDER GOD, INDIVISIBLE WITH LIBERTY AND JUSTICE FOR ALL ROBIN, DO WE HAVE ANY PUBLIC COMMENTS? OH, WAIT, SORRY.
WE, UM, CHANGE AN ORDER ON THE AGENDA THAT WE PUT THE ADMINISTRATIVE REGULATION, UH, H R S ASHRAE AT THE, UM, AFTER DISCUSSION ABOUT KEY EMPLOYEE COMPENSATION PROPOSAL, ALL IN FAVOR.
SO PROBLEM, WE'RE GOING TO PUT TITLE LINE, WELCOME KATHY ROBOT, WHICH MEANS WE ARE GOING TO START WITH, IF THAT'S OKAY.
IF EVERYONE IN HR IS HERE, THAT NEEDS TO BE HERE.
UH, THE RECOMMENDATION PRESENTATION OF EMPLOYEE COMPENSATION PROPOSALS.
MATTHEW, ARE YOU GUYS, IF YOU WANT TO GET US STARTED DOWN? UM, WELL, AS YOU KNOW, HE'S PRESENTED THE, UM, THE SALARY STUDY, UM, AND WE HAD A CONSULTANT, UM, GO THROUGH A POWERPOINT PRESENTATION AND EXPLAIN HOW THEY GOT TO WHERE THEY, THEY GOT.
AND THEN THEY ALSO PUBLISHED THE PUBLIC STUDY FOR EVERYBODY TO REVIEW AS WELL.
AND I GUESS WE WERE TASKED NOW TO COME BACK WITH WHAT IS OUR INTERPRETATION.
AND SO WE'VE WORKED THE NUMBERS MS. CROSBY, AND I BELIEVE Y'ALL HAVE RECEIVED THE INFORMATION FROM ROBIN REGARDING THE SALAD OR STUDYING WHAT WE WERE LOOKING AT AS FAR AS THE TWO YEAR IMPLEMENTATION AND THE COSTS ASSOCIATED WITH EACH YEAR.
UM, SO THE COMPENSATION STUDY IS NOT SEEN, IT'S NOT IN THIS BINDER BECAUSE WE GOT IT AT THE MEETING ON WEDNESDAY AND LEAVE ON ME.
SO, YEAH, BECAUSE, UM, A COUPLE OF PEOPLE WERE HERE THAT WEDNESDAY MEETING THAT MIGHT WANT TO HAVE THAT AVAILABLE.
HAVE YOU SEEN THE COMPENSATION STUDY? UM, THE ENTIRE STUDY IS ONLINE.
I JUST WANT TO MAKE SURE PEOPLE KNEW WHERE THEY CAN FIND IT IT'S ONLINE FOR, UM, THOSE WHO MAYBE WEREN'T AT THE WEDNESDAY MEETING, UH, ON THE BOARD DOCS FOR THE WEDNESDAY OPERATIONS COMMITTEE MEETING.
IF YOU WANT TO HAVE THAT NUMBER AVAILABLE, I'VE SEEN IT BECAUSE IT'S ONLINE.
YES, IT'S A HUNDRED AND SOME PAGES IN FRONT OF HER AS THE, UM, FINANCE THREE CHARITY.
WHEN YOU WORK THE BUSINESS, IF YOU HAVE ANY COMMENTS OR QUESTIONS THAT I THOUGHT THIS WAS ABOUT 50% FINANCE COMMITTEE AND ABOUT 50% OPERATIONS WE HAVEN'T DISCUSSED YET.
SO I HAVEN'T HAD WELL, SO MAYBE YOU SHOULD HAVE A DISCUSSION HERE.
WE HAVE, UM, HR STAFF AND ASK QUESTIONS THAT PEOPLE HAVE TO, BUT I WAS ALSO, I TALKED TO, UH, OUR EXECUTIVE SUMMIT DOLLAR EXECUTIVE COMMITTEE ABOUT POSSIBLY BRINGING THIS TO THE WORK SESSION IN JUST KIND OF A FINANCE HR, THE FULL BOARD.
I DON'T KNOW IF THIS IS SOMETHING THAT OPERATIONS ON ITS OWN CAN OR SHOULD APPROVE.
SO I DON'T KNOW HOW PEOPLE FEEL ABOUT THAT.
ANY COMMENTS ABOUT, UM, WE'VE NOT CUTTING SHORT THIS DISCUSSION, BUT PLANNING FOR A WORK STUDY ON SEPTEMBER 9TH.
SO JUST SOME MORE INFORMATION IS THAT, UM, THERE WAS NOT A LOT OF TIME PRIOR TO OUR MEETING ON WEDNESDAY TO REVIEW THAT HUNDRED AND 63 PAGES OR SOMETHING, A DOCUMENT.
UM, SO THE FIRST MEETING THAT WE HAD LAST WEEK, WE DID ASK A TRY TO COME BACK WITH, OKAY, YOU KNOW, OUT OF ALL OF THIS, WHAT ARE YOU RECOMMENDING TO DO IN CONJUNCTION WITH WHAT HAS MS. CROSBY RECOMMENDED THAT THAT COULD BE DONE? AND SO THAT'S WHAT THEY BROUGHT
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TODAY.AND WE ALSO MADE THE STATEMENT THAT IN THE INTERIM BETWEEN LAST WEDNESDAY AND TODAY, CAUSE WE ALREADY HAD THIS MEETING SCHEDULED FOR TITLE NINE.
AND SO WE THOUGHT, WELL IN THE INTERIM, MAYBE HAVE A CHANCE TO READ THIS REPORT AND A LITTLE MORE DEPTH AND BRING, ALSO BRING FORWARD SOME QUESTIONS TODAY THAT WE WERE NOT PREPARED TO DO LAST WEDNESDAY.
SO I THINK WITHOUT A DOUBT THAT IT'S A REALLY GOOD WORK SESSION.
BUT I ALSO, UM, YOU KNOW, THINK THAT THIS WOULD BE A GOOD TIME TO CLARIFY ALSO SO THAT WHEN WE DO HAVE A CONVERSATION, IF WE SEND IT FORWARD, LIKE IF THIS COMMITTEE DECIDES TO MOVE THAT THIS COMPENSATED SHIM STUDY AND YET THREE INITIATIVES, THE RETIRED PAY, NO, IT GETS MOVED TO SEPTEMBER 9TH FOR FULL BOARD DISCUSSION A DECISION.
WE WILL BE SO MUCH BETTER PREPARED.
THEY WILL KNOW A LOT OF THE QUESTIONS WILL HAVE ANSWERED A LOT OF THE QUESTIONS INSTEAD OF LIKE, YOU KNOW WHAT I'M SAYING? LIKE, LET'S GO AHEAD AND HAVE SOME QUESTIONS, DISCUSSIONS, AND THEN PLAN TO HAVE IT BROUGHT TO THE FULL BOARD SO THAT THE CORONAVIRUS HERE, JUST BECAUSE OF THE FINANCE STUFF, UM, IT'S MORE YOUR WHEELHOUSE.
SO THIS IS A GOOD OPPORTUNITY TO HAVE THAT LIKE A PREGAME RIGHT.
PRE SEASON WE'RE IN THE HUDDLE.
I JUST WANTED TO KNOW IF THAT SOUNDED REASONABLE TO HR.
THAT'S NOT A REASONABLE TOGETHER BOARD MEMBERS THAT ARE HERE TO ROBYN.
ANYONE ELSE, MR.
MY ONLY CAUTION IS YOU DON'T WANT TO QUESTION THE, UH, THE CONSULTANT.
OUR QUESTION IS HR IS RECOMMENDATIONS TO SPEND TIME QUESTIONING THE CONSULTANT'S FINDINGS.
BUT I THINK THE WORK SESSION IS THE PROPER PLACE TO DO IT BECAUSE THIS IS, THIS IS A TOPIC THAT ALL BOARD MEMBERS HAVE AN OPINION ON MR. CRAWFORD, DID YOU HAVE ANY COMMENTS? NO, IT DOESN'T LOOK LIKE THAT.
IT DOESN'T HELP YOU LIKE TO KNOW, IS IT THE TIMELINE AND THE DELAYING? I JUST THINK WE JUST KEEP TALKING ABOUT, WE'VE BEEN TALKING ABOUT THIS FOREVER AND WE KEEP TALKING ABOUT IT AND WE KEEP TALKING ABOUT IT AND WE KEEP BRINGING IT TO THE COMMITTEE.
WE KEEP BRINGING IT TO THE COMMITTEE AND WE DON'T GET PAST THAT COMMITTEE, BUT THIS JUST CAME OUT THAT SWEET.
WE'VE TALKED ABOUT THIS FOR A LONG TIME.
WE'VE TALKED ABOUT GETTING THE RESULTS.
THE RESULTS WERE JUST PRESENTED FOR THE STUDY OF THE COMPENSATION STUDY.
AND WE'VE BEEN ASKING AS THE MEMBERS OF THE COMMITTEE ROUTINELY BECAUSE IT TOOK 18 MONTHS FOR THIS STUDY TO COME BACK AND IT WAS COMMISSIONED.
IT WAS COMMISSIONED IN MAY OF 2021.
IF YOU GO BACK, THAT WAS THE FIRST MEETING WHERE YOU SAID THAT YOU GUYS WERE DOING THIS.
YOU DIDN'T NEED BOARD APPROVAL AT 15, 15, SORRY, 15, 16 MONTHS.
IT WAS GOING TO BE DONE IN JANUARY.
IT WAS GOING TO BE DONE JULY HERE WE ARE IN AUGUST.
SO I UNDERSTAND, I THINK THERE'S BEEN A DELAY, BUT THE BOARD HAS GOT THIS LAST WEEK.
TUESDAY NIGHT IS WHEN I GOT PUT IN MORE DUCKS.
SO, I MEAN, I KNOW WE'VE BEEN, WE'VE BEEN TALKING ABOUT SICK DAYS, PAY OFF FOREVER.
SO, SO THAT, THAT PART PREVENTS US FROM MOVING FORWARD.
THE SALAR SAID, BECAUSE WE HAVEN'T MADE A DECISION ON THAT PART BECAUSE DEPENDING ON WHAT HAPPENS WITH THE SICK DAYS WILL THE TERM, YOU KNOW HOW MUCH YOU CAN IMPLEMENT THE YEAR IN SALARY STUDY.
IF I CAN SAY, UM, I THINK THE MOST IMPORTANT THING HERE IS TO GET THIS QUALITATING DISCUSSED AT THE BOARD.
IF, IF, IF YOU SAY WE NEED TO BRING IT ON ICE AND WE WILL BRING HIM THE KNIFE BECAUSE WE CAN'T DO ANYTHING.
SO ALL WE'RE ASKING FOR RIGHT NOW IS YOU DON'T.
I DON'T THINK IT REALLY MATTERS HOW LONG IT TOOK US TO GET HERE.
WE JUST NEED TO MOVE BEYOND EXCEL.
WHAT'S THE NEXT STEP THAT YOU CONSTITUTE TO GET US TO? OKAY.
AND I MEAN, DO WE WANT TO, WE, I MEAN THE SICK PAY AND THE CHRONOGRAPH IS WAY ON THIS BECAUSE THERE'S NOT DIETARY IMPACTS AND I'VE LOOKED A LITTLE BIT AT WHAT YOU GUYS PRESENTED.
AND I DO A QUESTIONS IN TERMS OF, WELL, YOU KNOW, THERE'S, THERE'S THE SHORT TERM AND THE LONGTERM, RIGHT? SHORT TERM, IT'S LIKE 4 25 OR SOMETHING OFF THE TOP OF MY HEAD.
BUT AS THE SAME GATHER STEAM AND MORE PEOPLE ARE USING IT.
LIKE, I DO HAVE QUESTIONS ABOUT HOW IT'S SUSTAINABLE OVER THE LONG-TERM, BUT WE COULD LOOK AT THOSE
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TWO THINGS SEPARATELY FROM THE COMPENSATION NEMESIS, THE COMPENSATION ANALYSIS IS 163 PAGES OF LOOKING AT EVERYTHING.I MEAN, IS THERE ANYTHING BESIDES JUST TEACHERS ARE CARVED OUT? UM, AND SO I THINK THAT SHOULD GO, SHOULD THAT COME TO COMMITTEE AS MUCH AS, EXCEPT FOR DISCUSSION AND FEEDBACK AND THEN TO THE FULL BOARD FOR, I THINK A WORK SESSION SHOULD BE BETTER JUST BECAUSE WE HAVE MORE TIME AND WE DON'T HAVE OTHER ISSUES.
WE HAVE TO DO THE FINANCE COMMITTEE.
WE EARMARKED SOME FUNDS FOR THIS FISCAL YEAR.
THAT DOESN'T MEAN THAT WE HAVE TO WAIT THAT LONG TO IMPLEMENT THAT THE SICK LEAVE AND OTHER THINGS, THAT'S A DIFFERENT, THAT'S A DIFFERENT TOPIC BECAUSE THAT IS NOT A BIG CHUNK RIGHT AWAY.
BECAUSE, BECAUSE IT'S WHEN YOU TURN IT IN AND THAT'S, YOU DON'T KNOW WHEN IT'S GOING TO BE TURNED IN, WHEN ARE YOU GOING TO RETIRE WHEN YOU'RE GOING TO LEAVE AND THAT TYPE.
SO THAT'S NOT GOING TO HIT US ALL AT ONCE.
IT'S NOT GOING TO BE SOMETHING THAT WE HAVE TO, WE HAVE TO HAVE A CONTINGENCY.
WE HAVE TO HAVE AN IDEA OF HOW MUCH WE SPEND EVERY YEAR AND THAT, AND MULTIPLY IT BY THE REESE.
YOU KNOW, THERE'S, THERE'S SOME GUESSTIMATION THAT COULD BE GONE ON THAT.
THE SALARY STUDY IS NOT A GUESSTIMATION.
THAT'S, THAT'S SOME HARD FACTS.
AND THEN IT'S A MATTER OF HOW SOON WE CAN AFFORD TO IMPLEMENT WHETHER WE CAN PICK IT IN ONE BIG CHUNK OR WHETHER WE'RE GOING TO HAVE TO TAKE IT IN A COUPLE CHUNKS.
AND THAT'S GOING TO DEPEND ON SOME OTHER VARIABLES.
IT'S GOING TO DEPEND ON OUR REVENUE BASED ON OUR MILLAGE THIS YEAR.
IT'S GOING TO BE BASED ON IF WE CAN BORROW A AHEAD BY USING EXTRA FUNDS.
I MEAN, THERE'S, THERE'S SOME OTHER THINGS THAT COULD BE DONE THAT WOULD ALLOW US TO SPREAD OUT THE ACTUAL MILEAGE DRIVEN SALARIES, BUT THAT'S COMPLEX STUFF, BUT LESS COMPLEX, LESS COMPLEX IS GOING TO BE COMPLEX TO SEE HOW WE CAN MAKE.
CAUSE THERE'S TOO MANY BARRIERS.
THERE'S A LOT OF IT HAS AN IDEA.
I THINK WE CHARGED THEM WITH,
YOU KNOW, I DON'T KNOW WHAT ELSE THEY CAN DO EXCEPT ASK SOME MORE QUESTIONS AND THAT'S ON US AT THE TIME PERIOD, BUT ALICE IS RIGHT IMPLEMENTATIONS, BUT WE'VE BEEN COACHING.
SO I NEED, I THINK WE NEED TO LOOK AT THE TIME TABLE AFTER THE GENERAL BOARD SESSION AND SEE HOW QUICKLY WE CAN GET THE SOULFUL.
I'VE GOT ONE QUESTION ABOUT A ONE, A TWO FOR ONE REFERENCE IN TERMS OF CLARIFICATION.
I HAVE QUESTIONS TOO, BUT I WANT TO SEE IF CATHY HAS HER HANDS SET UP, KATHY.
I, I JUST, UM, WANT TO SAY THAT I THINK THE REPORT FROM THE CONSULTING COMPANY AND THEIR RECOMMENDATIONS ARE PRETTY SPOT ON, THEY THEY'VE GIVEN US OPTIONS ON HOW TO PAY FOR IT.
UM, I, YOU KNOW, LIKE DAVID SAID, WE'RE NOT GOING TO QUESTION THE MYTHOLOGY OF THE REPORT.
I DON'T BELIEVE WE HIRED THEM TO DO THAT.
SO THEY'VE MADE SOME RECOMMENDATIONS IN TERMS AND THAT'S WHERE I WOULD START THE CONVERSATION.
UM, YOU KNOW, I, I SPENT A COUPLE HOURS LOOKING AT THIS AND I, I THINK THAT THEY'VE GOT SOME, SOME GOOD, GOOD SUGGESTIONS.
SO MEL, DID YOU HAVE SOME QUESTIONS YOU WANTED TO OPEN UP WITH? WELL, I DON'T WANT TO KNOW WHAT, WHAT WOULD BE THE IMPACT IN TERMS OF INITIATIVE ONE AND TWO? WHAT'S THE IMPACT OF ONE TWO? IS THERE, WELL, WE CAN TALK ABOUT WHAT WERE OUR DESIRED AND WE INDICATED THOSE ON THE, THE RECOMMENDATIONS AS WELL.
YOU KNOW, ONE OF THE BIGGEST ONES IS THE REDUCTION IN INSTRUCTIONAL HOURS LOST BY
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HAVING AN INITIATIVE SO THAT TEACHERS AND STAFF DON'T USE OR, YOU KNOW, USE A LOT OF DAYS BECAUSE SHE CAN'T GET BACK.ONCE THE INSTRUCTION HOURS ARE LOST, YOU CAN'T GET THOSE DAYS BACK.
AND I THINK MATT HAS SOME NUMBERS REGARDING THE NUMBER OF LAUNCHED SIX IS WHEN YOU HAVE AN EMPLOYEE WHO HAS THEIR 90 DAYS SICK DAYS IN THERE BECAUSE YOU'RE COMING TO WORK ALL THE TIME.
SO AT THE END OF THE DAY, ACCRUE ANY BUMP OF 90 DAYS, THEN THEY, THEY LOSE THOSE DAYS.
SO WE'RE LOOKING AT TRYING TO REWARD THEM FOR COMING TO WORK, EVEN THOUGH THEY'RE LOSING THEIR DAYS AND A HALF OF THEIR DAILY RATE THAT THEY'VE LOST IN ORDER TO REWARD IMPORTANT, YOU KNOW, THANK YOU FOR COMING TO WORK AND YOU KNOW, AND WORKING HARD.
AND THEN, YOU KNOW, OVER THE LAST THREE YEARS, WE'VE HAD 572,632 LOST INSTRUCTIONAL HOURS.
UM, AND THAT AMOUNTS TO ABOUT 76,350 DAYS WHEN YOU MULTIPLY THAT KIND OF SEVEN AND A HALF HOURS A DAY.
SO THERE'S A SIGNIFICANT AMOUNT OF INSTRUCTIONAL TIME, UM, WHERE KIDS ARE NOT SITTING IN FRONT OF A, OF A CERTIFIED TEACHER, I'M TRYING TO, TO MEASURE 90 DAYS, 90 DAYS TO 250 DAYS.
BUT THAT IMPACT, YOU KNOW, LAST DAYS, CORRECT HOW MANY PEOPLE HAVE 90 DAYS AND A DECENT NUMBER, PROBABLY ANYBODY PAST EIGHT DAYS, EIGHT YEARS, 10 YEARS, A FAMILY TIMEFRAME.
SO I ACTUALLY HAVE ABSOLUTELY NO PROBLEM WITH ONE OR TWO.
I THINK THAT IT'S WELL OF TIME THAT WE'VE DONE SOMETHING LIKE THIS.
AND, AND MY, MY ONLY QUESTIONS AND JUST TO CLARIFY DOES IS NEVER, I WAS NOT FLUSHING THE REPORT.
I WAS WANTED MORE TIME TO ASK YOU GUYS ABOUT YOUR PUBLIC SPECIFICALLY, WHAT WAS BROUGHT UP LAST TIME WAS WHAT IS THE BASIC PERCENT INCREASE FOR ADMIN AND CLASSIFIED? AND, UM, I THINK EVERY REPORT HAD SAID LIKE NINE POINT WHATEVER AND COLONEL GUY OR IN CAFE.
UM, SINCE YOU GUYS WEREN'T HERE AT THE LAST ONE, I BELIEVE THAT TONYA, WHEN ASKED HOW MUCH WAS THE PERCENT INCREASE FOR CERTIFIED TEACHERS, RIGHT? YOU SAID EIGHT, SOMETHING THAT WAS CLASSIFIED AND 3%.
UM, UM, AND THEN, UH, APPROXIMATELY 2% STAFF CERTIFIED WAS A FLAT 4,000 AND THAT'S HARDER TO CALCULATE AS A PERCENTAGE.
IT WAS ABOUT 13% OF A STARTING TEACHER SALARY.
SO WHEN YOU TAKE OUT A NON-RECURRING COSTS, WHAT WOULD IT BE? CAUSE THAT'S WHAT WE'RE LOOKING AT HERE TOO, RIGHT? THESE ARE NOT, THEY MIGHT SAY THAT AGAIN.
I SAID, WELL, THESE ARE ALL RECURRING COSTS.
SO WHAT WOULD THE INCREASE BE FOR CERTIFIED IF WE DIDN'T HAVE THE ONES THAT MAY NOT BE RECURRING, LIKE THE 4,000, DO YOU SEE WHAT I'M SAYING, TANYA, WHAT IS THE BASIC INCREASE FOR CERTIFIED? IF YOU DIDN'T HAVE SOME OF THOSE ADD ONS AS WELL, RIGHT? ANY BONUSES, ANY ADDITIONAL, LIKE IF YOU TAKE OUT BACK YOUR ALICE, YOU TAKE OUT THE, UM, THE EXTRA 2,500, RIGHT? UM, RIGHT.
ANYTHING THAT IS NOT THEIR SALARY.
CAUSE THE PUBLISH SALARY RIGHT ON THE SCHEDULE IS 45.
AND IT GETS UP TO 50,000, $60 OR SOMETHING WITH ALL THE EXTRAS.
SO WHAT, SO IF WE TAKE A LOOK AT WHAT THE PUBLISHED SCHEDULE RECOMMENDED SALARY IS HER ADMIN AND CLASSIFIED COMPARE THAT TO THE PUBLISHED INCREASE FOR CERTIFIED.
WHAT ARE THOSE PERCENTAGES DIFFERENCES
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THAT YOU GUYS UNDERSTAND? WHAT I'M ASKING? I WANT TO MAKE SURE WE'RE COMPARING APPLES AND APPLES.BUT IF YOU TAKE 45, 5 66 DIVIDED BY 37, 9 28, WHEN WE STARTED LAST YEAR, YOU TAKE 20% INCREASE.
SO 20%, 20% IS STARTING TEACHERS OUT.
THAT AMOUNT WILL BE THAT PERCENTAGE WILL BE SMALLER AS THE YEARS GO UP BECAUSE OF THE FLAT $4,000.
SO ESPECIALLY NOW I PHD, RIGHT? MR. EARL CAMPBELL HAS A EARL MR. CAMP, MR. EARL CAMPBELL.
MY QUESTION TO, TO, TO, UM, HR, THE REPORT THAT THE CONSULTANT TALKED ABOUT THE OTHER DAY, WHAT IS YOUR RECOMMENDATION TO THE BOARD TODAY? I UNDERSTAND THAT I'M SAYING, WHAT IS THE RECOMMENDATION TO THE BOARD ABOUT THAT REPORT? BECAUSE I HEARD SOMEONE SAID, YOU KNOW, THE T BRINGING IT BACK TO THE COMMITTEE AND KEEP BRINGING IT BACK TO ME, I'M PRETTY SURE SOMEBODY IS FRUSTRATED.
SO MY QUESTION IS, WHAT ARE THE, I GUESS THE RECOMMENDATION IS FUNDING THE COMPENSATION, MR. CAMPBELL.
IT WOULD BE A FUNDING OF THE COMPENSATION, THE RECOMMENDATIONS FROM THE SALARY STUDY.
SO, UM, I GUESS WHAT WE COULD DO IS WE COULD GO AHEAD AND MOVE ON THE, FROM WHAT I'VE READ AND CORRECT ME IF I'M WRONG, IF WE DO IMPLEMENT, WHICH I THINK, I THINK EVERYONE I'VE HEARD FROM ON THE BOARD IS IN FULL SUPPORT OF PAY ON A SICK DAY AND HAS BEEN ASKING FOR PAY OUT OF SIX DAYS SICK DAY.
UM, I THINK THE SUBSTITUTE THING IS A DIFFERENT TOPIC BECAUSE IT'S NOT AS CLEAR CUT, BUT SO IF WE LOOK AT JUST THAT ISSUE, UM, I THINK WE COULD CARVE THAT OUT AND MAKE A RECOMMENDATION TO OUR REGULAR BOARD MEETING.
I SAW ON THERE SOMEWHERE THAT IF IT GETS APPROVED, BUT I ASSUME IT WILL, THAT IT WILL BE IMPLEMENTED IN JANUARY OF 2023.
AND I CAN'T REMEMBER IF THAT WAS ON ONE OF THE DOCUMENTS FOR MOTION.
SO, I MEAN, SO MY QUESTION WAS GOING TO BE, IF WE DO IT SEPTEMBER 9TH VERSUS AT THE NEXT BOARD, WELL, THAT'S THE SICK DAYS.
SO LET'S, WE HAVE THREE THINGS GOING ON, RIGHT? SO IF WE HAVE PAYOUT INITIATIVE, NUMBER TWO, AND WE TALKED ABOUT, WE COULD DO IT AT THE NEXT BOARD MEETING VERSUS THE WORK SESSION, IT WAS NEVER GOING TO GET DONE BEFORE THE NEXT WARMING CAUSE THIS COMMITTEE DOES NOT HAVE THE POWER TO IMPROVE IT ON ITSELF.
WE COULD BRING IT TO THE BOARD WORK, WHICH IS NEXT TUESDAY.
UM, BUT I DON'T THINK THAT BUYS US ANYTHING IN TERMS OF, CAUSE WE'RE NOT GOING TO IMPLEMENT IT UNTIL JANUARY 1ST.
SO I DON'T THINK THAT THERE'S A BIG ADVANTAGE TO BRING IT IN BEFORE SEPTEMBER 9TH.
BUT IF THE HUMAN RESOURCE DEPARTMENT WANTS TO GET THAT OUT TO THE PUBLIC AND YOU KNOW, I THINK WE COULD POSSIBLY HAVE A MOTION TO BRING THAT TO THE FULL BOARD.
NOW THE NEXT BUSINESS SESSION, THE REASON I LIKED COMPENSATION ON THE WORK SESSION IS HAVING BEEN ON OPERATIONS NOW 18 OR SO MONTHS.
YOU LOOK AT THIS, I REALLY FELT LIKE THE FINANCE PIECE WAS EVERY BIT, IF NOT A LITTLE BIT MORE IMPORTANT THAN THE HR PIECE, BECAUSE YOU GUYS HAVE SAID, WE LOOKED AT IT, WE DID THIS STUDY.
HOW DO WE PAY FOR IT? IS THE NEXT IS THE MORE CHALLENGING QUESTION.
SO I FELT LIKE IT WAS ODD TO KIND OF COME OUT OF JUST OUT OF OPERATIONS.
MY INITIAL THOUGHT WAS LET'S TAKE IT OPERATIONS AND THEN SEND IT SEPARATELY TO FINANCE.
UM, BUT SINCE WE HAVE A WORK SESSION COMING UP, HE HAS THIS LONG CAN I INTERJECT TO YOU? IT DIDN'T EXACTLY COME JUST ON HR, WORK IN CONJUNCTION JUNCTION SCIENCE IN ORDER TO MAKE THE RECOMMENDED.
AND I'M JUST TALKING ABOUT FROM A POLITICAL WINGS WORK.
IN OTHER WORDS, I WAS LIKE, MAYBE SHE'D GO TO OPERATIONS AND THEN BE TOSSED AROUND HER FINANCE.
WOODS NEVSKY AND THOSE FOLKS GET KIND OF HAVE THEIR INPUT.
AND, BUT WITH THIS WORK SESSION COMING UP ON SEPTEMBER 9TH, IT SEEMED LIKE THIS IS A GOOD WORK SESSION TOPIC.
UM, SO MY THING IS WE CAN PUT ALL THREE ISSUES ON THE WORK SESSION OR WE COULD JUST PUT THE COMPENSATION PLAN ON THE WORK SESSION AND PUT THE OTHER TWO INITIATIVES TO THE FULL WORDING.
IS ANYONE HAVING A STRONG PREFERENCE? OTHERWISE I DON'T SEE THAT BEING A REALLY BIG DEAL.
AND I WAS WILLING TO MAKE THE MOTION TODAY FOR INITIATIVE ONE AND TWO THAT RECOMMEND TO THE FULL BOARD APPROVAL OF INITIATIVE ONE AND INITIATIVE TO GO TO THE NEXT BUSINESS WITH THE SEPTEMBER SIX.
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RIGHT? AND THEN THE ONE THAT'S MORE BASED ON WHAT PORT, YOU KNOW, THE 163 PAGES WOULD BE A WORK SESSION TYPE.BUT I UNDERSTAND FROM DALE THAT HE FEELS ARE SO TIED TOGETHER THAT WE CAN'T DO ONE WITHOUT THE OTHER, IS THAT RECORD.
AND KNOW WHAT I'M SAYING IS, UM, BECAUSE WE WERE WHAT WE BUDGETED FOR THE SICK DAYS AND WHAT IS ACTUALLY GOING COST.
UM, SOME OF THOSE COST SAVINGS WAS GOING TO BE ROLLED INTO THE SALARY STUDY IN ORDER TO LOOK AT THE PERCENTAGE OF WHAT WE COULD DO THE FIRST YEAR VERSUS WHAT WE WOULD NOT BE ABLE TO DO.
SO IT DOES JUST GIVE YOU HEARTBURN TO DO IT THIS WAY RATHER WAIT TILL SEPTEMBER NIGHT, RIGHT? I BELIEVE IN NOW I DIDN'T BELIEVE YOU BEFORE.
SO AT LEAST YOU GET MY ASSUMPTIONS WHEN DOING THE CALCULATIONS WAS THAT THEY WOULDN'T BE STIFFLY DATE INITIATIVE ONE AND TWO WOULD BE APPROVED AS WRITTEN AS RECOMMENDED.
AND SO I'VE ALREADY CALCULATE SOME OF THAT CALCULATED THAT SAVINGS INTO THE RECOMMENDATION NUMBER THREE.
SO, UM, SO THAT WOULDN'T CHANGE.
IF THESE TWO ARE APPROVED AS, AS RECOMMENDED, THEN INITIATIVE THREE MOTION WITH STAN, UH, AS PRESENTED AS WELL.
SO MOVED YOUR RECOMMENDED THE FULL BOARD.
YOU DO I HEAR SOMETHING OR IS THAT JUST PAST? YEAH, I HAVE ONE QUESTION FOR DISCUSSION ON THE SICK DAY.
MY PARENTS BENEFITED GREATLY FROM THAT WHEN THEY RETIRED.
UM, THERE'S A DIFFERENCE WHEN THE TEACHER TEACHERS CAN'T MISS ANY ANSWER BECAUSE WE HAVE TO GET US UP, RIGHT.
I MEAN, IT'S NOT A JOB COVID ASIDE, BUT YOU CAN REALLY DO FROM HOME.
WHAT'S OUR WORK FROM HOME POLICY POST POSTVILLE.
AND I KNOW THAT'S PROBABLY NOT SOMETHING YOU WERE PREPARED TO ANSWER TODAY TO BE CALIFORNIA, BECAUSE OBVIOUSLY THERE ARE SOME PEOPLE WHO WILL NEVER CALL IN SICK BECAUSE THEIR WORK, WHICH THE TEACHER DOES.
AND WE DON'T NEED ONE BECAUSE NO ONE'S WORKING FROM HOME NOW.
WE DON'T NEED MORE CURRENTLY TO VOTE VIRUS APPROVAL.
SO I'M SORRY WE'RE WORKING ON THAT MOTION.
SO PEOPLE THAT DO, WE DO HAVE SOME PEOPLE WORKING FROM HOME.
WE DO NOT HAVE ANY QUESTIONS ON INITIATIVE.
NUMBER ONE, WE'VE GOT A QUESTION ABOUT THE SUBSTITUTE TEACHER.
THAT'S NOT BECAUSE, AND THAT WAS FOR A FUTURE TOPIC TOO.
WE WERE NOT TONYA MENTIONED LAST TIME THAT WE NEED TO EXPLORE FUNDING FOR THAT.
WHO WOULD HAVE BEEN ANY CHANGES WHEN GET
UM, BEFORE WE BRING THIS TO THE BOARD, CAN WE STRAIGHTEN OUT THE GRAMMAR AND INITIATIVE TO SAYS, EMPLOYEES MUST BE A MINIMUM OF FIVE CONSECUTIVE YEARS OF SERVICE.
I THINK WE WANT TO CHANGE THAT MUST HAVE MUST HAVE, OR DOESN'T I'LL DEFER TO A GRAMMAR PERSON.
I'M NOT REALLY A VERY GOOD GRAMMAR PERSON.
PRETTY SURE MUST BE AN INCORRECT STATEMENT.
CAN I ASK ONE QUESTION? HOW DID WE DECIDE? ON FIVE YEARS, CONSECUTIVE SERVICE FIVE YEARS IS 1, 1, 5 YEARS.
IT WAS KIND OF A MAGIC NUMBER WHEN YOU'RE LOOKING AT RETENTION AND A RETENTION RATE IS IF YOU CAN KEEP SOMEBODY IN THE CLASSROOM AT THE FIVE YEARS, THE CHANCES ARE THEY'RE GOING TO STAY LONGER.
SO FIVE HAS JUST HAD THEM A MAGIC NUMBER THAT WE DEFAULT TO WHENEVER WE TALK ABOUT RETENTION.
UM, AND SO IN THE CASE OF SOMEBODY COMING INTO THE DISTRICT, UM, FROM OUT OF DISTRICT WITH BRINGING THEIR OWN SICK DAYS, IT SEEMS THAT THEY SHOULD BE ABLE TO VEST FIVE YEARS OF INVESTMENTS WITHIN BUFORD COUNTY SCHOOL DISTRICT KIDS IN ORDER TO BE ABLE TO TAKE ADVANTAGE OF THIS, UM, CONDITION OF EMPLOYMENT.
I WAS JUST WONDERING WHY FIVE AND NOT TEN FIVE,
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NOT SEVEN.AND LIKE ALEX MENTIONED BEFORE, IT TAKES EIGHT YEARS TO ACCRUE THE 90 DAYS.
UM, SO IF SOMEBODY BRINGS 20 DAYS OR 25 DAYS WITH THEM AFTER BEING IN THE DISTRICT ANOTHER FIVE YEARS, THEY COULD POTENTIALLY GET UP TO THAT.
SO DALE, I MEAN THE DEFINITION OF LAPSED SICK DAYS, IF I WERE A TEACHER, I WOULD READ IT AND I WAS READING THIS.
I WOULD KNOW THAT LAPSED MEANS OVER NINE DAYS, ANYTHING OVER 90.
IS THAT CORRECT? IS THAT THE OFFICIAL DEFINITION? I MEAN, BECAUSE LET'S JUST SAY FOR INSTANCE, AND ONLY THOSE THAT ARE HIGHER THAN DATE.
SO I MAKE SURE THAT I, IF SOMEBODY, BUT IN THERE 10 YEARS AND I HAD SOME OF YOUR DAYS AND I'D BE LIKE, I DIDN'T USE ALL 15 OR WHATEVER, THEN MAYBE I COULD GET SOME MONEY.
BUT IF THAT'S THE DEFINITION OF LAPSED, IT'S ANYTHING OVER 90.
UM, I'M READY TO VOTE YESTERDAY.
THIS CALLING A VOTE ALL IN FAVOR.
THIS IS SMELL WEEKLY, WAVED HIS HAND AND MY GENERAL DIRECTION.
HE WANTS TO READ, UM, SO CAN WE, ARE WE GOING ONTO THE SECOND ONE? OKAY.
THANK YOU FOR CLARIFYING THAT.
I TOTALLY MISUNDERSTOOD WHAT YOU SAID LAST TIME.
I GUESS WHEN I THOUGHT THE QUESTION WAS ASKED, IF YOU, UM, WHAT WAS THE PERCENT INCREASE OF CERTIFIED TEACHERS WHEN WE SAW IN THIS REPORT, IN THE POWERPOINT, UM, WHERE I THINK IT WAS NINE, IT WAS NINE SOMETHING THE AVERAGE INCREASE, UM, FOR THE OVERALL BUDGET FOR THE TOTAL AMOUNT FOR SALARIES.
SO I MISUNDERSTOOD YOU, BUT I THOUGHT I HEARD YOU SAY ON WEDNESDAY THAT THE PERCENT OR CERTIFIED WAS EIGHT.
AND SO THAT'S WHY I HAVE LITTLE TREPIDATION THINKING.
IS THAT THE MESSAGE THAT WE WANT TO SEND ADMINISTRATORS AND CLASSIFIED ARE GETTING A FIRE PERCENTAGE, INCREASE THEM CERTIFIED.
SO I DIDN'T BREAK NO, BECAUSE I THOUGHT IT WAS MORE LIKE 11 OR 14% WHEN WE ADDED IN EVERYTHING.
UM, BUT HE FLED, YOU WERE SAYING THAT EVEN JUST THE FIRST EXAMPLE OF A TEACHER WHO IS YOUR TEACHER, THEY WOULD BE ABLE TO SAY IT'S A 20%.
SO WE'RE, WE'VE MOVED ON NOW TO KIND OF ALL OVER THE PLACE, MY FAULT, UM, TO THE PLUS SIDE SALARY STUDIES.
I SUGGEST I JUST SIT AND BREATHE THREE TODAY.
UM, AND THAT'S, THAT'S JUST TAKING A STARTING TEACHER SALARY.
SO THERE'S A FEW DIFFERENT WAYS YOU CAN LOOK AT THAT BECAUSE THE 2,500 HALF OF THE LOCALITY INTO THAT NUMBER.
SO ARE YOU, ARE YOU, I HAVE GONE OUT WITH THE BASE SALARY ON THE SCHEDULE OR WHAT AN INDIVIDUAL PERSON WOULD HAVE RECEIVED AS, AS A TOTAL PACKAGE, INCLUSIVE OF THE LOCALITY.
SO I DID TWO DIFFERENT COMPARISONS.
WE COULD DRAW THERE PROBABLY, AND THEN THAT DOESN'T EVEN INCLUDE A STEP INCREASE.
SO WHY DON'T YOU MAKE SURE THAT COMES OUT OF HERE? IS THAT, THAT IT'S, IT'S NOT THAT WAY.
IT'S NOT THAT ADMINISTRATORS AND CLASSIFIED WOULD BE GETTING A HIGHER PERCENTAGE INCREASE THAT THEM CERTIFIED.
SO I DON'T KNOW HOW I MISUNDERSTOOD YOU.
LAST TIME YOU SAID, LIKE YOU JUST SAID, YOU ADDED UP THE THREE, THE FIRST STEP AND THEN THE ADDITIONAL 3%.
SO, UM, SO THAT'S ONE REASON I WANTED TO MAKE SURE I WANTED TO ASK YOU GUYS ABOUT THAT.
CAUSE I DIDN'T THINK THAT WAS THE MESSAGE THAT WE'RE SENDING THE COUNTERARGUMENT TO THAT.
AND MY MIND WOULD BE, IT DOESN'T REALLY MATTER IF THE STUDIES ARE ACCURATE BECAUSE WE TRIED TO MAKE A CUP OF EACH PARTICULAR SITUATION WITH THAT NUMBER OF EACH POSITION.
AND THE STUDY KIND OF PUTS US IN A COMPETITIVE POSITION.
SO, I MEAN, WHEN WE STARTED LOOKING AT THOSE NUMBERS AND IT'S GOT TO BE CERTIFIED,
[00:35:01]
IT'S GOT TO GET THIS SERVICE THEN YOU'RE NOT REALLY, I THINK THAT'S KIND OF CULTURAL.YOU'VE BEEN IN A TEACHER'S LOUNGE MANY A TIME.
RIGHT? DO THEY STILL HAVE A LOT OF THE TIME? I DON'T THINK USE IT ANYMORE.
NO, I, YOU KNOW, I GREW UP WITH TWO HIGH SCHOOL TEACHERS RIGHT FROM PARENTS.
AND SO YOU GO AND BE FILLED WITH SMOKE CAUSE IT WAS THE 1970S.
IF WE GAVE THE TEACHERS A RATES, THEN CAME BACK WITH A STUDY THAT WE COMMISSIONED THAT SHOWED THAT ADMINISTRATIVE AND CLASSIFIED STAFF WARRANTED A HIGHER RATES.
WHAT WOULD BE THE MORALE OF THAT TEACHER'S IT WOULD BE, WE GOT, AND LET ME TELL YOU FROM A PARENT'S STANDPOINT, IF THE TEACHER SHORTAGE THAT IS FREQUENT OUT PARENTS RIGHT NOW, AND I, I AGREE.
I MEAN, ON THE SCHOOL BOARD ADMINISTRATORS, PRINCIPALS, OPERATIONS, CHEEKS ARE VERY IMPORTANT, BUT P PARENTS WANT TO HEAR THAT WE ARE PRIORITIZING TEACHER RETENTION.
AND A LOT OF TIMES THOSE THINGS ARE DRIVEN BY EXPERIENCE BY YOU.
BUT YOU KNOW, I DON'T THINK IT MATTERS WHEN TEACHERS UNDERSTAND THAT IT'S NOT THE SAME AND $15,000.
IF YOU GET 10% LOWER, 40,000, YOU GET 12% OR 8%, THEN 8% IS WHAT'S MORE A DENTIST RELATIVE TO WHAT THEY STARTING AT.
I MEAN, IF THEY'VE BEEN NOT MAKING NEARLY AS MUCH, YOU'RE GIVING THEM THE PERCENTAGE.
I MEAN, YOU'RE GIVING THEM A BIGGER DOLLAR AND THAT'S WHAT TEACHER AND I HATE TO THIS IS AN ECONOMIST, BUT THE MARKET DETERMINES THE SALARY, THE MARKET THERE'S TEACHERS MARKET.
AND IT'S A REALLY DIFFICULT MARKET RIGHT NOW.
AND THAT'S CAUSING SALARIES TO GO NATIONWIDE.
AND THE TEACHER'S MARK, DID YOU START TALKING CLASSIFIED AND YOU'RE STARTING, YOU'RE TALKING A DIFFERENT MARKET.
AND SO YOU HAVE TO LOOK AT THE MARKET IN THE AREA THAT YOU LIVE IN FOR PEOPLE LIKE SOCIAL WORKERS AND SO ON.
SO THAT'S WHAT, WHEN YOU TALK TO PEOPLE ABOUT IT, YOU SAY, I CAN'T HAVE OUR SOCIAL WORKERS LEAVE US AND GO TO WORK FOR THE COUNTY AS A STRUCTURE.
AND SO THAT WAS, THAT'S WHAT MAKES IT DIFFICULT IS IT'S THE MARKET THAT DETERMINES WHAT THE SALARIES ARE GOING TO GO.
AND WHEN YOU EXPLAIN THAT TO PEOPLE, THEY UNDERSTAND THAT AND THEY KNOW THE TEACHERS, EVERYBODY KNOWS THE TEACHERS IS PROBLEM.
WE DON'T KNOW THAT SOCIAL WORKERS OR PROBLEM OR FINANCE FOLKS ARE FROM, SO WE HAVE, THAT'S WHERE THE POLITICS AND THE MARKET COME IN IS WHO'S, WHO'S GOT THE SQUEAKING WEEK.
SO MY CONCERN HERE AGAIN, AND I'M NOT TRYING TO IS THAT THERE WAS A COMMISSIONED $130,000 REPORT OR WHATEVER IT WAS.
I REMEMBER HR PAYS ONE 60, I DON'T KNOW, REPORT THAT TOOK HOW MUCH, ONE 10 TO ONE 10 THAT TOOK OVER YEAR TO DO AND CAME OUT WITH A SALARY STUDY.
AND IT RECOMMENDS THIS INCREASE.
IT WAS MY MISUNDERSTANDING OBVIOUS LATE OF WHAT WAS SAID LAST MEETING THAT THERE WOULD BE A HIGHER PERCENT AND NOW WE KNOW THE PERCENT EQUALIZES THINGS.
I WON'T TELL YOU THAT WHERE WE ENDED UP WITH HALF A MILLION NOW STUDY PUT US IN A BETTER POSITION THAN WHERE WE ENDED UP AT, WHERE THE TEACHERS WERE CLOSE TO NUMBER ONE IN THE STATE OF THE MARKET.
WHAT THEY'RE GOING TO PRESUME IN TERMS OF THE HEALTH OF THE TEACHERS IN THE AREA AND IN THE MARKET PLACE.
SO WHAT WE ENDED UP AT THE BOTTOM LINE WITH THE DITCHES, I DON'T THINK THE STUDY WOULD, YOU KNOW, WELL, WE DON'T DO THINK THAT THERE SHOULD BE, I MEAN, WE HAD A 30 MINUTE DISCUSSION ABOUT THIS REPORT ABOUT THE FACT THAT WE HADN'T REALLY HAD A CHANCE TO DEVELOP INTO IT.
SO THAT WAS MY HOPE TODAY TO DO THAT.
AND ALSO I'M REALLY INTERESTED TO HEAR MATT ON YOURS AND DALE'S ANALYSIS COMPARISON BETWEEN THE LEVELS.
HOW DID THAT, HOW DID THAT CHANGE? I'D LOVE TO SEE WHAT YOUR THOUGHTS ARE ON THAT RECOMMENDATION.
[00:40:01]
AND WE, BEFORE WE MOVE ON TO THE NEXT THING, KATHY MINE HAD OUR HAND UP AND I'LL MAKE SURE SHE HAS.WELL, ACTUALLY, WHAT I WAS GOING TO SAY, COLONEL DIRE RE UH, COVERED, IT'S IMPORTANT TO NOTE THAT OUR SOCIAL WORKERS AND NURSES, OCCUPATIONAL AND PHYSICAL THERAPISTS WHO ARE TOUGH TO GET THAT THEY WERE COVERED IN THIS STUDY.
AND, YOU KNOW, I THINK THAT WE LET'S FOCUS ON THOSE FOLKS.
IF WE'RE TRYING TO MAKE, UH, YOU KNOW, A COMPARISON OF, YOU KNOW, TEACHER SALARIES VERSUS, UH, ADMINISTRATORS.
I SAY THESE PEOPLE WERE, HAVE BEEN UNDERPAID.
THE MARKET STUDY SHOWED THAT THIS STUDY SAYS WHAT WE HAVE TO DO TO BRING THEM UP.
AND SOCIAL WORKERS ARE CRITICAL AT THIS TIME.
WE ALL, I THINK WE ALL AGREE TO THAT.
SO THAT'S JUST MY 2 CENTS AND I DON'T DISAGREE.
I JUST WANT TO MAKE ONE FINAL COMMENT.
ONE OF MY QUESTIONS SLASH CONCERNS ABOUT THIS STUDY IS WHY WE DIDN'T INCLUDE TEACHERS BECAUSE WHEN ORI ORI COUNTY LET'S GET IT WRONG, DID THE SAME GROUP AND THE SAME STUDY THEY DID, THEY DID A MARKET ANALYSIS WITH TEACHERS.
AND I THINK THAT IT JUST, I DON'T LIKE THE FACT THAT WE DID IT AT DIFFERENT TIME PERIODS AND WITH DIFFERENT METHODOLOGY.
UM, AND I THINK THAT GOING FORWARD, IF WE DO ANOTHER STUDY, WE SHOULD INCORPORATE EVERYBODY SO THAT WE HAVE AN APPLES TO APPLES MARKET ANALYSIS OF ALL THE POSITIONS.
IN ADDITION TO WHICH, ESPECIALLY WITH TEACHERS, I WOULD THINK WE WOULD INCLUDE SOME OF THE PRIVATE SCHOOLS, BECAUSE THOSE ARE INCREASINGLY COMPETITION.
AND ONE QUESTION I HAVE FOR YOU, MR. HYDE, IF YOU KNOW, OFF THE TOP OF YOUR HEAD, MOST NEW TEACHERS, ARE THEY COMING FROM HERE LOCALLY? ARE THEY COMING FROM OUT OF STATE, VARIETY ARE COMING FROM, DO WE KNOW PERCENTAGES AT ALL? WE COULD PROBABLY FIND WHICH NUMBERS I WOULD LIKE TO MAKE THE COMMENT THOUGH, THAT I DON'T THINK THAT WE PICKED AN ARBITRARY STARTING SALARY FOR TEACHERS.
I DON'T WANT THAT TO GO ON RECORD BECAUSE WE SPENT HOURS AND HOURS AND HOURS STUDYING THE MARKET, STUDYING COMPETITIVE DISTRICTS, COMPARING IT WITH THE COST OF LIVING IN INDIA FOR COUNTING.
SO I DON'T WANT THAT TO COME OUT OF THIS COMMITTEE THAT WE JUST PICKED AN ARBITRARY NUMBER.
THAT NUMBER WAS, WAS DELIBERATELY AND INTENTIONALLY BROUGHT FORWARD TO THE BOARD.
UM, AND WHILE WE THANK YOU FOR THE SALARY STUDY, WE STILL WANTED THAT SALARY STUDY AT $50,000, NOT A SALARY STUDY THAT COMES WITH FINE PRINT.
I THINK THAT THERE WAS SOME NIPPY, UM, I DON'T THINK ANYBODY SAID THAT YOU GUYS DIDN'T DO YOUR HOMEWORK WHEN YOU BROUGHT SOME, THE INSINUATION THOUGH, THAT I'M FEELING RIGHT NOW, IT'S THAT, AND IT STATES IN, AND THAT'S NOT FAIR, MR. HUYNH.
SO IT WAS, I PLEASE DON'T TAKE IT THAT WAY.
I'M GOING TO HAVE CLASSES OF PEOPLE.
THAT'S NOT WHAT THAT IS NOT WHAT WE EAT TO DO.
SO THAT'S WHY I'M WANTING TO CLARIFY MY MISUNDERSTANDING.
I THINK I'VE SAID THAT LOUD AND CLEAR.
SO WHAT WAS THE NEXT KRISHA? I, SO DALE, COULD YOU GO THROUGH THE LEVELS AND JUST SHARE? DOES THAT MEAN THAT THERE'S AN APPENDIX G IN THIS REPORT AND THEN THERE'S THIS, UM, PUBLISHED STIPEND AND SALARY FOR THE 2223 SCHOOL YEAR FOR THE LEVELS LIKE METAL ONE-ON-ONE LEVEL ONE OR TWO.
AND I THINK THERE WAS A STRANGER'S RIGHT.
SO CAN YOU GO THROUGH SOME OF THAT? SO, SO WHEN PEOPLE ASK US, YOU KNOW, OKAY, I WOULD LIKE FROM A 1 0 2 ANONYMOUS FOR WHY THESE ARE THE KINDS OF QUESTIONS I WAS HOPING TO GET CLEARED UP TODAY.
AND THOSE, THOSE, THOSE KIND OF CHANGES.
WE LOOKED AT SOME OF THE, CAN YOU BRING THEM UP? CAN YOU BRING UP THIS? SO THIS IS THE CLASSIFIER YOU WANT THE OLD ONE.
AND THEN IT'S ALSO, IT'S THE NARRATIVE ONE.
UM, WHEN IT SAYS EXECUTIVE, IF I'M A, I'M A NURSE, OR IF I AM, UH, UH, CAFETERIA SERVICE AND IT TELLS YOU WHAT LEVEL YOU'RE IN, CAN YOU TALK ABOUT THIS, THE PAY PLAN, THE RESEARCH OR THE PAY PLAN.
SO WHAT THEY DID WHEN THEY WERE DOING THEIR STUDY AS WELL, THEY LOOKED AT WHERE WE CURRENTLY HAD OUR PEOPLE AND WHERE THEY, THEY THOUGHT THAT THEY SHOULD END UP.
UM, THERE ARE, I DON'T KNOW HOW MANY WERE ACTUALLY CHANGED.
I WOULD THINK PROBABLY LOOKING AT IT, UH, SOMEWHERE ON WHEN, WHEN I WENT THROUGH IT A FEW TIMES, WE'RE PROBABLY LOOKING AT MAYBE 12 TO 15 POSITIONS THAT THEY MAY HAVE MAY HAVE CHANGED ON THAT, ON THE SALARY.
IT MAY HAVE GONE FROM, UH, UM,
THERE WASN'T A WHOLE LOT OF THOSE THAT WERE, THAT WERE CHANGED.
BUT I MEAN, I CAN READ THREE A REVIEW AND TELL YOU EXACTLY HOW THIS IS PART OF YOUR DISCUSSION.
SO IF YOU CAN CALL UP THE CURRENT ONE, SO SALARY STIPEND, THE WAY YOU HAVE OVER THERE FROM ALL RIGHT.
SO IF YOU LOOK AT LIKE THE FIRST
[00:45:01]
PAGE, SO WHERE IT TELLS US THE JOB TITLE, AND THAT'S THE CLASS, RIGHT.WE'RE NOT GOING TO TALK TO CERTIFIED RIGHT NOW.
SO THIS ONE, YOU HAVE A ONE-ON-ONE AND A SALARY RANGE PER HOUR OF 11 TO 2012 TO 20, RIGHT.
AND TO HAVE SCHOOL BUS MONITOR.
SO I THINK THAT'S THE ONLY ONE THAT NOW IS OUR CURRENT ONE-ON-ONE.
AND I JUST WANTED TO ASK ABOUT SOME OF THE THOUGHT PROCESS BEHIND THAT.
SO, BECAUSE THIS IS WHAT PEOPLE ARE GOING TO SAY, OH, NOW I'M A LEVEL ONE, A FOUR, BUT I WAS A LEVEL, WHATEVER.
DID ANYBODY GO BACKWARDS? DID ANY OF THESE JOBS? SIMON? OKAY.
SO NOBODY WENT BACK AND I, AND AGAIN, BASED OFF OF THE MARKET VALUE THAT THE, UH, THE CONSULTING ROUTE CONDUCTED AND WHERE WE CURRENTLY HAD PEOPLE, THEY BELIEVED THAT SOME OF THEM NEEDED TO CHANGE AND GO TO A NEW, TO A NEW LEVEL.
SO, YOU KNOW, UM, SO, AND THAT'S HOW THEY GENERATE A DESK BY THEIR RECOMMENDATIONS FOR THE, UH, THE MARKET STUDY AND WHERE THEY THOUGHT THAT BASED ON THE DUTIES OR RESPONSIBILITIES FROM A JOB QUESTION, UH, CONTACT QUESTIONNAIRE THAT EACH OF THE EMPLOYEES COMPLETED AS WELL, AND THE DUTIES AND RESPONSIBILITIES, UH, COUPLED WITH THE MARKET VALUE AND LOOKING AT OTHER POSITIONS WITHIN, UH, THE OTHER SCHOOL DISTRICTS OR OTHER ORGANIZATIONS THAT THEY, UH, THEY PULLED INFORMATION FROM, THEY BELIEVED THAT THEY NEEDED TO BE EITHER ELEVATED OR REMAIN ON THE SAME LEVEL.
SO, SO YOU MIGHT HAVE, IF YOU ARE, LET'S JUST SAY A CUSTODIAN.
YOU WERE IN ONE-ON-ONE FOR, OKAY.
SO FOR EXAMPLE, AND NOW YOU'RE ONE OR TWO, RIGHT? YEAH.
SO BEFORE THEY WERE ONE-ON-ONE ONE-ON-ONE FOR, OKAY.
AND NOW THEY'RE A 1 0 2, WHICH WAS A LEVEL THAT WE DIDN'T HAVE.
WE DIDN'T HAVE, WE HAD IT AS A POLITE AND ABLE TO HAVE PEOPLE NUDE.
AND THEN THE RANGE OF PAY WITH, FROM 1184 TO 1966.
SO, SO IT WAS, IT, WAS IT THE HOURLY WAGE THAT DROVE THE CHANGES? YOU KNOW WHAT I MEAN? LIKE, SO NOW, OKAY.
ANYBODY THAT'S MAKING BETWEEN 12 AND $25 AN HOUR, THEY WOULD NOW BE A 1 0 1 AND THAT'S ONLY OUR BUS MONITORS.
CAN YOU JUST EXPLAIN THIS WAY? CAUSE I KNOW WE'RE GONNA GET QUESTIONS ABOUT THIS.
SO THEY ALSO LOOK AT R R, LIKE I SAID, THEY LOOKED AT THE END, THE POSITIONS, THEY LOOKED AT THE MARKET VALUE.
THEY LOOKED AT OUR SALARY SCHEDULE AND THEY ALSO MADE ADJUSTMENTS BETWEEN THE LEVELS AS WELL.
AND IN ORDER TO STANDARDIZE PERCENTAGES BETWEEN LEVEL 1, 2, 1, 3, 1 TO FOUR, ONE TO FIVE, AND ALSO THROUGH EACH STEP AS WELL.
SO IN THAT WAY, EVERYTHING WAS EQUAL.
AND NOT THIS PERSON, THIS JOB WAS GETTING AN 8%.
SO THEY STANDARDIZED IT ACROSS THE BOARD FROM ONE-ON-ONE TO ONE 14.
SO THERE WERE SOME OF THOSE CHANGES AS WELL, THAT, THAT WERE, UH, INDICATED ON THE SALARY STUDY.
SO DID YOU GUYS HAVE ANY CONCERNS ABOUT ANY OF THESE, OR DID YOU SAY THAT THESE WERE, YOU KNOW, RIGHT ALONG WHAT YOU WERE THINKING? OR, I MEAN, I JUST, I DIDN'T KNOW WHAT KIND OF CONVERSATION WE DID QUESTIONS ON WAS THAT THE QUESTION THAT WE WENT BACK TO GET THAT RATIONALE GAVE THEM OUR RATIONALE.
AND WE CAME TOGETHER MIDDLE TO THE TOP WHERE THAT POSITION NEEDED TO BE.
SO WE HAD CONVERSATIONS LIKE THAT WHERE EACH ONE POSITIONS IT'S TRUE.
SO YOU, YOU HELP DRIVE THOSE DECISIONS FOR THEIR RECOMMENDATION CHANGES.
THEY LOOKED AT OUR CATEGORIES.
IT SAYS THAT THIS PERSON IS IN THE WRONG CATEGORY AND THEY ADJUSTED THE CATEGORIES TO YOU WHEN YOU LOOKED AT IT AND SAY, WELL, WE'VE GOT IT IN THIS CATEGORY WOULD BE BECAUSE IT'D BEEN THERE FOR 20 YEARS AND THEN, YOU KNOW, SORT OF THE DIFFERENCES, BUT THE CHANGES THAT WERE BEING MORE EQUITABLE KINDS OF MOVEMENT FROM FIFTH YEARS, SIX YEAR SITUATIONS, A SITUATION THAT STORE STAYED FROZEN AT A CERTAIN PERCENTAGE OF RACE, THAT THE SITUATION THAT WAS CHANGED, I WAS FIVE YEARS WITH EXAMPLE, BUS MONITOR, AND SOME OTHER WAS FIVE YEARS CUSTODIAN, YOU KNOW, TO THAT SIX YEAR, THEY GOT THE SAME PERCENTAGE RAISE PROBABLY THE GYM.
NO, BECAUSE THE BUS DRIVER WAS ON A DIFFERENT SALARY SCHEDULE FOR ONE, THE MONITOR IS DIFFERENT, BUT IT WAS, IT WAS THE SAME AS THE CUSTODIAN WE'LL GET IT.
[00:50:04]
YEAH, YEAH.SO, SO IF I'M GOING, AS EACH STEP GOES UP, THEN THEN OF COURSE, IF I'M A MONITOR OR FROM A CUSTODIAN, THEN IF IT'S A 1.2% BETWEEN STEPS, THEN EVERYBODY GETS TO 1.2%.
SO THEY GO FROM ONE CONSISTENT.
AND WE DIDN'T HAVE THAT BEFORE.
THERE WERE SOME, THERE WAS SOME DISPARITY BETWEEN STEPS.
SO THEY, THEY FIXED THAT, THAT ISSUE AS WELL AS A MAJOR MAJOR.
SO, BUT NO JOB CATEGORY WENT TO A STEP LOWER.
THIS IS WHY SOCIAL ENTERPRISES KEEP SALARIES CONFIDENTIAL.
AND SO WE HAVE TO BE ABLE TO ANSWER THE QUESTION WHEN SOMEBODY SAYS
THERE WAS NO, I NEVER HAD A QUESTION ABOUT THE REPORT.
IT WAS ABOUT JUST DISCUSSING WITH SOME LEVEL OF NOT HAVING READ IT.
SO THOSE WERE MY BIG QUESTIONS.
I THINK PART OF THE THING IS THERE'S A BIG ISSUE BETWEEN QUESTIONING THE INTAKE REPORT AND, YOU KNOW, HAVING A DISCUSSION BECAUSE OF THINKING ABOUT THIS AT THAT WHOLE VIEW FOR HOUSING AND THE DIFFERENT HEIGHT ENTRANCE THING, I WENT TO PUBLIC COMMENTS AND IT WAS THE CATHOLIC CHURCH AND IT WAS CRYSTAL LAKE GROUP AND IT WAS THE MERIDIAN COMMUNITY, RIGHT? LIKE PEOPLE WERE GOING TO GET IMPACTED.
AND SO WHEN YOU'RE KIND OF CANCELED, PRIORITIZE, WHO'S GOING TO BE MOST IMPACTED.
WHO'S GOING TO BE THE LEAST IMPACTED.
AND THAT'S THE POLITICAL ARM OF ALL THESE DECISIONS.
SO I FEEL LIKE AS A BOARD MEMBER WE HAVE TO DO IS QUESTION THIS SO WE CAN JUSTIFY IT FOR OUR CONSTITUENTS.
AND ALSO BECAUSE THERE IS, I MEAN, IN AN IDEAL WORLD, WE WOULD PAY TEACHERS SUMS MONEY.
WE WOULD HAVE LESS BUS DRIVERS.
WE WOULD HAVE NURSES THAT, YOU KNOW, WE WOULD HAVE ALL THESE THINGS.
WE HAVE LIMITED RESOURCES AND THEY'RE ALSO TAXPAYER RESOURCES.
SO WE HAVE TO GENERATE PUBLIC SUPPORT FOR THAT FOR SPENDING THAT MONEY.
UM, SO I THINK A LOT OF THIS, IT'S NOT A QUESTION OF, DO THEY DO A GOOD JOB? DID THEY DO AN ADEQUATE, IT'S SORT OF HELPING US UNDERSTAND SINCE THIS ISN'T WHAT WE DO ALL DAY, UM, SO THAT WE CAN APPROVE LARGE SUMS OF TAXPAYER DOLLARS AND JUSTIFY IT TO EITHER BE BOYS OR TO BE TAXPAYERS, WHICH IS MORE LIKE MY SEAT ON DISTRICT 11.
UM, I DON'T THINK ANYONE HERE QUESTIONS, THE VALIDITY OF THE NUMBERS, TO THE EXTENT THAT WITH THE DEMONSTRATOR, DECLASSIFIED AND CERTIFIES, THE PROBLEM IS YOU'VE GOT TO, AS A DATA SCIENTIST, YOU HAVE TWO DIFFERENT METHODOLOGIES AND YOU CAN'T COMPARE STUDIES THAT WERE DONE DIFFERENTLY.
UM, IT JUST CREATES SOME FRICTION AND WE NEED TO GET TO THE BOTTOM AND WE NEED TO BE ABLE TO ASK THESE QUESTIONS SO THAT WHEN SOMEONE SAYS, HEY, WHY DIDN'T I, HEY, THAT'S NOT FAIR.
WE CAN EXPLAIN HOW THIS ALL CAME ABOUT.
AND I HAD THIS CONVERSATION WITH ROBERT AWNING ALL THE TIME.
I'M NOT AN ENGINEER, I'M NOT QUESTIONING THIS ENGINEERING, BUT I HAVE TO EXPLAIN IT TO PEOPLE AND I HAVE TO GET THEIR SUPPORT FOR IT.
UM, SO THAT'S THE WHOLE THING.
I'M NOT A POLITICIAN, BUT THAT'S WHAT I'VE LEARNED IN 18 MONTHS THAT THE SCHOOL BOARD IS ALL ABOUT PARTIES AND BEING ABLE TO EXPLAIN IT TO PEOPLE.
SO I THINK THAT, UM, THIS LOOKS GOOD.
THE ONLY REASON I SUGGESTED AS A WORK SESSION IS BECAUSE IT'S GOING TO GENERATE CONVERSATION.
IT SHOULD BE BEFORE THE FULL BOARD.
I THINK ALL THE, YOU KNOW, THE DIFFERENT PLAYERS SHOULD BE INVOLVED IN SINCE WE HAVE THAT ONE COMING UP.
I THINK THAT MAKES JUST THE MOST SENSE.
UM, AND TO MR. HUNT'S POINT, YOU KNOW, WITH ALL THE WORK THAT WAS DONE ON THE CLASSIFIED SALARIES, UM, I THINK IF WE WANT TO BRING ANY OF THAT MATERIAL THAT WAS GONE, HOW THAT WENT INTO THAT DECISION-MAKING ANY OF THE MARKET COMPARISON THAT YOU GUYS NEED INTERNALLY, UM, ON THE CERTIFIED, I THINK THAT WOULD BE HELPFUL AT A WORK SESSION TO KIND OF JUST UNDERSTAND AND MAKE SURE THAT PEOPLE DON'T FEEL WRONGLY FEEL INCORRECTLY, THAT, UM, SOMETHING, YOU KNOW, UNFAIR WAS DONE OR SOMETHING THAT, UM, SO ANYWAY, THAT'S MY FINAL COMMENT ON THIS, UNLESS I DON'T, AM I MISSING ANY HANDS UP THERE? OH, KATHY HAS SOMETHING TO ADD.
NO, I DON'T HAVE ANYTHING TO ADD.
I JUST HAVE A QUESTION ROBIN, YOU'VE BEEN SHOWING A FORM THAT HAS YELLOW HIGHLIGHTS ON IT.
WHERE IS THAT? THAT WASN'T IN THE LAB? THE PREVIOUS, UH, SESSION EITHER.
SO WHERE IS THAT? YEAH, KATHY, THAT'S ALL CURRENT SALARY SCHEDULE ONLINE.
I THOUGHT IT WAS PART OF THE STUDY.
AND I FED BACK AND FORTH BETWEEN THIS MEETING AND THE OTHER OPERATIONS MEETING LOOKING FOR.
[00:55:01]
BECAUSE THAT WAS ONE OF THE QUESTIONS I HAD.CAUSE I NOTICED THAT THERE WAS SOME CHANGES IN THE POSITION, TITLES AND LEVELS, AND I JUST NEEDED SOME AS I WAS STUDYING REPORT NEEDED SOME CLARIFICATION ON THE THOUGHT PROCESS BEHIND IT AND WHAT IT MEANT.
I NEEDED TO MAKE SURE NOTHING WENT BACKWARDS, EVEN THOUGH I THINK I'VE READ THAT IN REPORT.
IT SAID THAT NOTHING WAS GOING TO GO BACK.
WE TRIED TO STAY OUT OF A SALARY SETTING AND THE RESULTS AS MUCH AS POSSIBLE THAT WAY AND HAVE OUR THUMB PRINT ON IT ON, THERE WERE SOME POSITIONS THAT THEY ASK US ABOUT WHERE LIKE SOME OF THE HARD TO FILL ONCE.
AND OF COURSE WE GAVE THEM INPUT ON THAT.
BUT FOR THE MOST PART, WE'VE STAYED OUT OF THE SALARY STUDY.
UM, BUT I DO THINK THAT WHEN, IF THIS DOES GO TO THE WORK SESSION, BRING IT IN IF YOU WANTED TO, OR AT LEAST HAVING AVAILABLE FOR QUESTIONS, SORT OF THE MARKET ANALYSIS AND SOME OF THE METHODOLOGY THAT WENT INTO THE CERTIFIED AS WELL.
SO THAT PEOPLE KNOW THAT, THAT EVEN THOUGH WE JUST FOCUSED ON CLASS SIDE WITH THIS STUDY, THAT DUE DILIGENCE WAS DONE BECAUSE THAT'S A BIG DEAL THAT, YOU KNOW, THE TEACHER'S SALARY, THAT WAS A BIG, UM, IMPORTANT THING TO ROLL OUT.
IT WAS A BIG ACCOMPLISHMENT FOR THIS DEPARTMENT, HR DEPARTMENT TO GET THAT, UM, FOR THEIR TEACHERS.
SO, UM, IF THERE'S NOTHING ELSE, WE HAVE A MOTION TO BREAK AND WE NEED A MOTION TO BRING THIS TO THE WORKFORCE.
SO, UM, THEN WE'LL, WE'LL JUST ASK IS THAT WE'LL HAVE THAT ALL THE WORK SESSION ON FRIDAY, SEPTEMBER HINES, FRIDAY SYMPTOMS. AND I DON'T THINK WE NEED MGT THERE UNLESS YOU WOULD LIKE THEM THERE.
IF YOU FEEL LIKE YOU CAN FEEL, THERE'S SOMETHING THAT WE CAN ANSWER AS FAR AS WHAT THEY ACTUALLY DID.
JUST BE THERE JUST IN CASE IF YOU, IF YOU PREFER.
SO I'M NOT PUTTING THEIR PRESENTATIONS BY THE WORK SESSION THAT THEY DID OR AM I DISPLAYING THE COMPENSATION PLAN? WHAT IS IT THAT YOU WANT THE FULL BOARD TO SEE THE SAME THING? WHATEVER.
SO JUST AS A CONCLUSION ON THESE HR ISSUES, WE'RE GOING TO BRING A SICK DAY PAYOUT INITIATIVE, ONE AND INITIATIVE TO, TO THE, UH, BOARD BUSINESS SESSION ON TUESDAY, SEPTEMBER 6TH, WE HAVE A MOTION RECOMMENDING APPROVAL OF THAT.
AND THEN THE COMPENSATION STUDY FOR DISCUSSION AND POTENTIALLY APPROVAL ON THAT.
I THINK THAT PRETTY MUCH CONCLUDES THE HR PORTION OF THE EVENING AND LINDY JUST CAME ON.
Y'ALL WE HAD SOMETHING HAPPENED I HAD TO DEAL WITH.
SO IN THE MAIL WE JUST WRAPPED UP IT'S MS. SWINTON HERE AS WELL.
THE DOCTOR TOLD HER SHE DIDN'T HAVE TO COME BECAUSE DR.
RODRIGUEZ TOLD ME THAT HE PULLED TIGHT.
I THINK WE'RE GOING TO MOVE TO POSTPONE IT.
WELL, WE WERE GOING TO ATTEMPT TO MOVE THE QUESTION, SAY TO CABLE IT INDEFINITELY.
SO WE MOVED TO THE END OF THE AGENDA.
AND SO NOW IN DISCUSSION ABOUT THIS, WE'RE GOING TO MOVE TO, I THINK IT'S GOING BACK FOR FURTHER REVISION.
SO I JUST WANT A MOTION FOR THAT.
OR YOU JUST, JUST MOVE IT TO THE TABLE, POSTPONED INDEFINITELY.
AND THEN WHEN THEY'RE READY TO GO BRING IT BACK.
SO ARE YOU MAKING THAT MOTION? THAT MOTION? YES.
SO I, UM, YOU KNOW, I'M LOOKING, THERE WAS NO HR S THREE POSTED ONLINE.
WE HAD A 3.1 AND A 3.2 THAT DEALT WITH, UM, UH, TITLE NINE, BUT ON OUR CURRENT WEBSITE, THERE'S NOT A 3.0, SO IT WAS THIS BRAND NEW.
WE ACTUALLY, WE HAD THE, UM, TITLE NINE HARASSMENT NON-DISCRIMINATION WE CALLED IT 3.1 AND THEN I BELIEVE THE COMPLAINT.
IT'S A COMPLAINT FORM, I THINK ON FREQUENT.
AND THEN WE HAD IT UNDER, UM, WE HAD A STUDENT SERVICES, UM, TO TWO OF THEM TWO, WE HAD THE STUDENT SEXUAL HARASSMENT NON-DISCRIMINATION NOW WE HAD THE COMPLAINT FORM MAYOR.
SO HE DOES THE WORK AND WE DON'T GO AHEAD.
SO THERE'S THIS ONE REPLACED 3.1 OR WHAT IT, WHAT IT WILL DO IS IT WILL PROVIDE MORE CLARIFICATION AND MAKE IT EASIER FOR YOU, UH, IMPLEMENTING THE POLICIES
[01:00:01]
FOR TITLE NINE IT'S TO MAKE IT MORE, UM, I GUESS YOU WOULD SAY MORE, UH, ELABORATE MORE DETAIL AND HELP TO ELABORATE ON OUR EXISTING POLICY TO MAKE IT EASIER FOR IMPLEMENTATION.BUT I JUST, I, SO WE DID NOT HAVE A 3.0 PRIOR TO THIS, CORRECT? BECAUSE IT DOES USE, WE WERE SAYING 3.1, ONE, OKAY.
THIS IS GOING TO MAKE IT A LOT BETTER AND CLEAR.
AND THEN WHEN THE STAFF WANTS TO BRING IT BACK TO THE FELLOW TO SNAP THE SAMPLE, BRING IT BACK TO COMMITTEE AND STAFF.
THEY'RE JUST THE EMOTIONS DEFINITELY GOT, YOU KNOW, IT'S UH, SO IT'S GOING TO STAY HERE.
TRISHA MADE THE MOTION TO POSTPONE THE DISCUSSION OF TITLE NINE INDEFINITELY.
I ALREADY SECONDED ANY DISCUSSION ALL IN FAVOR NELSON.
I THINK THAT CONCLUDES OUR AGENDA.
UM, MR. HUNT, AND I WANT TO SAY, MR. DALE IS GOOD.
ANYBODY WANT A COPY OF OUR SALARY SCHEDULES? BUT I DO THINK IF YOU GUYS WANT TO BRING SOME OF THE OTHER STUFF, THAT'S MOTION TO IT.
IT'S PO IT'S, WE'RE HAVING A BIG STORM ON HILTON HEAD.