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BOARD THE, THE
AND WE DO HAVE ANY BOARD MEMBERS ONLINE AT THIS TIME.
UH, SO OUR FIRST ORDER OF BUSINESS IS THE PLEDGE OF ALLEGIANCE.
MR. I PLEDGE ALLEGIANCE TO THE FLAG.
AND FOR WHICH STANDS? NATION UNDER GOD IN LIBERTY,
AND DIDN'T I? WE NEED A MOTION TO APPROVE THE AGENDA.
SEE WE HAVE ANY PUBLIC COMMENTS? WE CAN GO.
OH, WE NEED TO APPROVE THE OCTOBER 12TH COMMITTEE MEETING.
APPROVE THE OCTOBER 12TH COMMITTEE FAVOR.
RIGHT? PERSONNEL ADMINISTRATION.
MS. WAL, DO YOU WANNA KICK IT OFF? OR A PLAN FOR, OR THEY WANNA PRESENT? ITS MS. SO I, I HAVE MY TEAM HERE WITH ME TODAY, AND THEY'RE HERE CAUSE THEY ARE EXPERTS WHEN SPECIFIC AREAS THEY ARE.
SO THEY'RE AS GO THROUGH OUR PRESENTATION, THEY, YOU KNOW, AND YOUR QUESTIONS THAT YOU NEED TO ASK THE, AGAIN, SO QUESTION SOUNDS.
SO I'M JUST GONNA CLICK REPEAT THE DOWN.
THINK MIGHT ALREADY WE'LL START RIGHT.
OUR READ DUTIES, THEY'RE IMPROPER IS OUR HR OFFICER WHO ROBINSON IS OUR BENEFITS ADMINISTRATOR.
IITA PARKER IS OUR EVALUATIONS SUIT.
KIKI SWINTON IS OUR DIRECTOR OF EMPLOYEE SERVICES.
AND THEN JENNIFER STATE IS OUR, AND THEN MATT IS, HE IS DIRECTOR OF HR OPERATIONS.
SO WE'RE, WE'RE GONNA GO THROUGH THIS A LITTLE BIT DIFFERENTLY THIS YEAR THAN WE'VE DONE BEFORE.
AND HOPEFULLY THIS IS, UM, MUCH MORE PALATABLE, EASY TO UNDERSTAND VERSUS OUR FIVE PAGE I'M VERY HAPPY ABOUT.
SO FOR OUR, UM, OPERATIONAL PERSONNEL ADMINISTRATION, SO WHAT WE'VE DONE IN THIS OE IS THE POLICY AND REQUIREMENTS THAT BOARD HAS FOR, AND WE HAVE BROKEN UP THE REPORT DOWN TO COVER THE STORY OF HR IN TERMS OF EMPLOYS HOW RECRUIT EMPLOYEES, THE EMPLOYMENT PROCESSES, HOW WE DEVELOP EMPLOYEES, HOW WE EVALUATE AND COMPENSATE EMPLOYEES.
YOU WILL SEE THE HR OF THE SUPERINTENDENT'S INTERPRETATION.
AND SINCE THE OH, HAD 14 SUB IN IT, WE, UM, TOOK EACH SUBSECTION AND OUTLINED IT TO, SHOWED WHAT WAS INCLUDED IN THAT SPECIFIC SUBSECTION.
AND IN THIS WE INCLUDED, UM, NUMBERS, FACTS.
WE INCLUDED ALSO WITH THIS ARTIFACTS FOR YOU, AND I'M SURE YOU'VE GONE THROUGH THIS TO READ AND YOU NOTICED THAT YOU ALSO INCLUDED HYPERLINKS.
SO YOU COULD GET TO SOME OF THESE PROGRAMS AND DOCUMENTS THAT YOU WERE TALKING ABOUT.
AND DON'T THINK YOU WANT ME TO GO THROUGH AND READ THE EXECUTIVE SUMMARY.
SO I'M NOT GONNA DO THAT UNLESS YOU SPECIFICALLY GONNA DO THAT.
SO WE GONNA WALK THROUGH THE EXECUTIVE SUMMARY, BUT NOT VERY MANY SPECIFICS.
AND I'LL WALK THROUGH WHAT YOU CAN USE YOUR SUMMARY TO GO BACK AND REFER TO REVIEW NUMBERS.
AND, UM, LET'S
DO YOU PREFER TO HAVE QUESTIONS AS WE GO OR OF QUESTIONS TO THE END? I THINK WE WOULD LIKE FOR YOU ASK QUESTIONS AS WE COME, BECAUSE WE'RE GONNA COVER EACH, UM, EACH SLIDE, UH, COVERS A, THEIR, UM, SECTION OF, AND
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THE QUESTIONS WILL PROBABLY BE IN YOUR, AS WE GO TOSO ROBIN, IF YOU'LL PULL THAT UP FOR US.
JUST BEFORE YOU START, WERE YOU ABLE TO ACCESS THE S I MEAN WITH LIKE, WHICH ONES? I, I JUST, COULD I HAVE A YEAH, YOU KNOW, I HANDED UP HAPPENING.
UM, I TRIED TO DO THAT WHEN I WAS PREPARING, YES, WHEN WE PRINT, WHEN I PRINTED THIS OBJECT, I SCANNED THE WHOLE DOCUMENT RATHER THAN SENDING THE PDF WITH THE HYPERLINKS ATTACHED.
SO IT'S BLUE ON HERE, BUT WHEN I SCANNED THE WHOLE, CAUSE I WANTED YOU TO HAVE THE ENTIRE PACKET.
IT, THE HYPERLINK DIDN'T TRANSFER.
I SEND THOSE TO, AND YOU'LL HAVE THOSE.
SO WE'RE GONNA START WITH RECRUITMENT AND WHAT WE'RE GONNA TRY TO DO HERE WITH EACH ONE, THESE, UM, SUBSECTIONS IS TO EXPLAIN TO YOU WHAT YOUR PLOTS ARE TO MAKE SURE IT'S HANDLED, WHAT SYSTEMS WE USE, WHAT PROCESS WE USE, AND HOW WE ACTUALLY WALK FROM THE BEGINNING TO MIDDLE AND END OF HIRING.
SO THEN START REALLY WHO IS ON TOP ABOUT EVERYTHING SHE DOES AS A TALENT ACQUISITION SPECIALIST AND HOW WE ACTUALLY FUNCTION AS RECRUITING TEAM.
OKAY, SO RECRUITMENT, STARTING WITH RECRUITING RELATIONSHIPS ARE ABSOLUTELY EAT, THEY'RE ACTUALLY CRUCIAL.
AND SO PART OF THIS, PART OF BUILDING OUR OWN TALENT PIPELINE INCLUDES THE HOSTING OF STUDENT GUIDANCE, INTERNS, PRACTICUMS AND TEACHERS.
THIS YEAR FOR THE 2223 SCHOOL YEAR, WE ARE ACTUALLY HOSTING 95.
AND IF YOU LOOK AT THE LEFT SIDE OF OUR PART, ON THE LEFT REPRESENTS THE COLLEGE AND THE UNIVERSITY PARTNERSHIPS THAT WE ACTIVELY HAVE.
SO YOU CAN SEE OUR NEIGHBORS, U S C B, WE HAVE THE MOST, UH, STUDENT TEACHERS, PRACTICUM INTERNS FOR THEM.
UM, AND THEN THE LIST CONTINUES DOWN.
SOME OF THE PROGRAMS ARE ONLINE PROGRAMS AS WELL.
WE ALSO HAVE TO THE RIGHT, SO IF WE TAKE A LOOK OVER TO THE RIGHT, THAT CHART REPRESENTS ALL OF THE, UH, DIFFERENT CERTIFICATION LEVELS OF THOSE 95 STUDENTS.
SO YOU CAN SEE OUR LARGEST AT 61 IS CHILD IS THE EARLY CHILDHOOD AND ELEMENTARY EDUCATION.
NOW, WHEN YOU LOOK AT THAT NUMBER 61, THAT NUMBER LOOKS VERY HIGH.
WHAT'S REALLY GREAT, AND I WHAT I'D LOVE TO POINT OUT ABOUT THIS IS THAT EVEN THOUGH THEY'RE HERE FOR THE 2223 SCHOOL YEAR, WHEN WE TALK ABOUT INTERNS, WHEN WE TALK ABOUT PRACTICUMS, WHEN WE TALK ABOUT STUDENT TEACHERS, SOME OF THESE COULD BE SOPHOMORES, SOME OF THEM COULD BE JUNIORS, SOME OF THEM COULD BE SENIORS.
SO SOME OF THEM WILL BE ELIGIBLE FOR HIRE RIGHT NOW.
BUT SOME OF THEM WERE ACTIVELY WORKING TO BUILD THOSE RELATIONSHIPS, BUILD THOSE CONNECTIONS WITH THE SCHOOLS.
SO ONCE THEY'RE DONE WITH THEIR INTERN, ONCE THEY'RE DONE WITH THEIR, YOU KNOW, THEIR HOURS, WHATEVER THAT MAY BE, WE'RE ABLE TO HELP GET THEM INTO THE DISTRICT AS WELL.
SO JUST 20 CLARIFICATION, WHEN YOU SAY THERE'S CERTIFICATION, THESE ARE CERTIFICATIONS THEY'RE GOING FOR NOT CERTIFICATIONS THAT WE CURRENTLY YES, CORRECT.
SO THESE ARE THE SCHOOL PROGRAMS IN WHICH THEY'RE INVOLVED IN.
AND HOW MANY OF THEM ARE ONLINE? SO IF YOU TAKE A LOOK AT THE COLLEGE AND UNIVERSITY PROGRAMS WE HAVE ON HERE.
SO LIBERTY UNIVERSITY, GRAND CANYON UNIVERSITY, THOSE ARE THE TWO THAT ARE, YEAH, GRAND CANYON.
BUT THE REST OF THEM ARE IN THE CLASSROOM.
SO IT JUST DEPENDS ON WHAT YEAR THE STUDENT IS.
SO IF THEIR SOPHOMORE, THEY MAY JUST BE IN AND OUT FOR A COUPLE HOURS FOR, YOU KNOW, THE PRACTICUM.
UM, AND THEN FOR SOME OF THE OTHERS IT COULD BE IN FOR LONGER.
SO LIKE WE SAID, THE RELATIONSHIPS, THEY REALLY ARE KEY.
SO THIS STARTS WHEN A VACANCY IS POSTED.
SOMETIMES IT EVEN STARTS BEFORE THEM.
BUT IF WE TAKE A LOOK, THIS IS JUST A FLOW CHART SAMPLE OF OF HOW WE ACTIVELY RECRUIT.
SO WHEN A VACANCY IS POSTED AT TIMES WE'LL JUMP INTO HANDSHAKE.
THIS IS ONE OF OUR RECRUITING PLATFORMS THAT WE'RE GOING TO DIVE INTO ON THE NEXT SLIDE.
THEN IT REALLY JUMPS INTO, ONCE WE'RE IN HANDSHAKE, WE HAVE ALL OF OUR PANICS.
THAT'S WHERE WE START WITH ELECTRONIC CONVERSATIONS.
WE THEN DELVE INTO PHONE CONVERSATIONS, ZOOM CONVERSATIONS, WHATEVER MEANS OF CONVERSATION IS BEST, WHATEVER METHOD OF COMMUNICATION IS BEST FOR THAT CANDIDATE.
THAT ALSO INCLUDES TEXT MESSAGES TOO.
NOW THIS COULD BE THE ELECTRONIC CONVERSATIONS, PHONE CONVERSATIONS, ZOOM, CONVERSATIONS.
THIS COULD BE OVER A PERIOD OF MONTHS, OVER A PERIOD OF YEARS.
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STUDENT FROM, UM, SOUTH CAROLINA THAT WE HAD ACTUALLY BEEN WITH HER TALKING TO HER FOR THE PAST YEAR.SO BEEN A WHOLE YEAR AND SHE HAD APPLIED TO A POSITION FROM LAST YEAR, WASN'T QUITE READY.
BUT WE CONTINUE TO WORK WITH HER NOW WHEN WE HAVE ALL OF THESE ELECTRONIC CONVERSATIONS, PHONE CONVERSATIONS, ZOOM CONVERSATIONS.
I'D LOVE TO HIGHLIGHT THE TOP SEVEN COMPETITIVE ADVANTAGES BECAUSE WE ARE BUILDING RELATIONSHIPS, BUT NOT ONLY BUILDING RELATIONSHIPS, BUT TALKING ABOUT WHAT WE OFFER.
SO THE COMPREHENSIVE INDUCTION PROGRAM, ESPECIALLY FOR NEW GRADS, THAT IS CRUCIAL.
ESPECIALLY THAT IT'S TWO YEARS, YOU KNOW, THAT'S NOT SOMETHING THAT'S OFFERED EVERY EVERYWHERE.
ALSO, THE NO COST FACTORS FOR CHILDCARE HANDSHAKE IS GREAT BECAUSE IT'S NOT JUST NEW GRADS, IT'S ANYBODY WHO'S INTERESTED IN FINDING A JOB OR AN OPPORTUNITY.
AND SO IF, IF THEY'VE BEEN TEACHING FOR YEARS, THAT COULD BE SOMETHING THAT ALSO WOULD INTEREST 'EM WITH EDUCATIONAL SUPPORT FOR TEACHERS, PROFESSIONAL DEVELOPMENTS, MENTORING PROGRAMS. THEN ALSO OUR COMPENSATION, RETENTION BONUS COST LIVING.
WHEN WE BUILD THOSE RELATIONSHIPS, WE REALLY TIE IN THE LOCATION WHERE WE ARE, THE WEATHER, THE LIFESTYLE, DIFFERENT THINGS THAT THEY LIKE TO DO, OUR BENEFITS AND RETIREMENT PACKAGES.
AND THEN ALSO OUR RENTAL POWER PROCESSING.
AND THEN JUMPING BACK INTO THAT.
ONCE WE HAVE THEM HOOKED, WE GO INTO APPLE TRACK.
SO APPLE TRACK IS OUR SYSTEM WHERE WE FULLY BET THEM.
WE CAN THEN INVITE THEM TO OUR JOB FAIRS.
WE JUST HOSTED A FALL DROP FAIR.
WE'LL ALSO BE HOSTING A SPRING ONE.
AND THEN FROM THERE WE CONNECT THEM WITH THE PRINCIPAL.
THEN WE GO THROUGH THE JOB OFFER, THE HIRING DOCUMENTS, THE ORIENTATION.
SO IT REALLY IS A COMPREHENSIVE PLAN.
SOMETIMES IT TAKES, DEPENDING ON, SOMETIMES IT TAKES YEARS ONE.
THIS IS OUR PLATFORM THAT I MENTIONED BRIEFLY, THE PREVIOUS SLIDE.
BUT WHEN YOU FIRST LOG INTO HANDSHAKE, THIS IS WHAT YOU SEE.
SO THIS IS COMPREHENSIVE TOO, JUST LIKE OUR, OUR RECRUITING LIFE CYCLE IS.
SO IF YOU LOOK ON THE LEFT SIDE OVER HERE, COUPLE THINGS THAT I WOULD LOVE TO HIGHLIGHT.
SO IF YOU TALK ABOUT CANDIDATES, EACH PERSON ON OUR TEAM HAS THE ABILITY TO SEND OUT A THOUSAND MESSAGES EACH DAY.
SO WHAT'S REALLY NICE IS WE'RE ABLE TO REACH 3000 POTENTIAL CANDIDATES, UM, THAT ARE, THAT ARE INTERESTED IN TEACHING ON A REGULAR BASIS.
WE'RE GOING IN, UM, SOMETHING THAT WE'RE VERY EXCITED TO DO.
IF YOU LOOK AT THE TOP RIGHT, THAT'S WHERE YOU CAN SEE OUR MESSAGES.
SO WE GET MESSAGES BACK FROM OUR CANDIDATES.
NOW WHEN WE GO INTO THAT CANDIDATE HUB, WE HAVE BASIC FILTERS.
YOU CAN FILTER BY MAJOR, YOU CAN FILTER BY GRADUATION DATES.
YOU ALSO HAVE THE ABILITY TO FILTER BY MAJOR, BUT WE HAVE ADVANCED FILTERS TOO.
SO WE CAN FILTER BY INSTITUTION TYPE.
WHEN WE GET TO INSTITUTION TYPE, THAT'S REALLY GREAT BECAUSE WE CAN FILTER BY HISPANIC SERVING INSTITUTIONS.
WE CAN FILTER BY H VCUS, NATIVE PACIFIC, NATIVE AMERICANS.
AND THEN WE CAN ALSO GET INTO ADDITIONAL FILTERS THAT INCLUDE LIKE DIVERSITY INCLUSIONS AND INSTITUTIONS.
AND THEN ALSO EXTRACURRICULARS.
SO WE HAVE LIKE THE GREEK ORGANIZATIONS THAT CALL ME MINISTER PROGRAMS IN REGARDS TO LIKE SCIENCE AND MATH, LIKE THE NATURAL SCIENCE TEACHERS ASSOCIATION.
SO YOU CAN USE ALL OF THESE ADDITIONAL FILTERS TO REALLY TARGET WHAT WE'RE LOOKING FOR AND THE JOBS THAT WE HAVE POSTED, WE CAN CREATE DIFFERENT SEGMENTS AND CAMPAIGNS TO REALLY HIT THOSE SPECIFIC CANDIDATES.
AND THEN WHAT'S REALLY NICE TOO, THIS PLATFORM ALLOWS US TO SIGN UP FOR ALL OF OUR VIRTUAL AND IN PERSON JOB FAIRS.
SO LAST MONTH WE ATTENDED IN PERSON APP STATE, BUT THEN WE HAVE KUTZTOWN UNIVERSITY, WHICH IS IN PENNSYLVANIA COMING UP.
SO WE'LL BE ABLE TO REACH ALL OF THOSE CANDIDATES.
UM, WE HAVE GONE LAST YEAR TO IOWA, NORTHERN IOWA.
SO IT REALLY ALLOWS US TO REACH THE ENTIRE COUNTRY, UH, TEXAS A AND M, ALABAMA STATE.
SO WE REALLY HAVE BEEN ABLE TO CAST THIS WIDE NET AND THEN ALSO INVITE THEM INTO OUR JOB FAIRS.
WE HOST OUR EVENTS HERE AND THEN WHAT WE'LL DO IS WE'LL HOST A LITTLE BIT LATER, WE'LL DO LIKE 12 TO SEVEN, 12 TO FIVE, SO THAT WE CAN REALLY ACCOMMODATE THOSE MIDWEST AND WESTERN CANDIDATES.
AND HITCHING IS REALLY TARGETED TO COLLEGES, RIGHT? NEW GRADS.
SO IT'S TARGETED, IF YOU NOTICE, ESPECIALLY FOR THE CAREER AFFAIRS, IT'S TARGETED TO NEW GRADS IN PERSPECTIVE.
YOU CAN SIGN UP WHEN YOU'RE A FRESHMAN, BUT WHEN YOU SIGN UP WHEN YOU'RE A FRESHMAN, YOU CAN STAY IN THAT SYSTEM AS LONG AS YOU WANT.
IT'S JUST LINKED TOPOLOGY, BUT IS PRETTY PARTICULAR.
IT'S NOT A JOB OR THIS IS HOW MY, IT'S FOR COLLEGES TO KINDA, CAUSE IT SAYS HERE, LIKE, YOU HAVE NOT REQUEST ANY ON CAMPUS.
SO IT'S REALLY GEARED TOWARDS PEOPLE COMING INTO THE JOB.
I THINK IT'S, I JUST, JUST MAKING SURE I UNDERSTOOD AND THAT'S, YEAH, I DIDN'T UNDERSTAND.
HOW DO YOU GET ALL THOSE EMAIL ADDRESSES FROM 3000 A DAY RECRUITS PER DAY? I MEAN, HOW
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DO YOU, HOW DO YOU GET THOSE? YEAH, SO WHAT'S REALLY NICE IS HANDSHAKE, THEY, SO WE, THEY HAVE THESE PARTNERSHIPS WITH ALL THE COLLEGES AND UNIVERSITIES.SO THEY'RE ADDING NEW ONES EVERY DAY.
SO WHAT WE DO IS WE CONTINUE TO BUILD THE RELATIONSHIPS WITH THESE COLLEGES AND UNIVERSITIES TOO.
AND WHAT THEY DO IS THEY THEN REGISTER ALL OF THEIR STUDENTS.
SO IT'S THIS MASSIVE DATABASE AND WHAT WILL HAPPEN IS WHETHER THEIR FRESHMEN, SOPHOMORE STUDENTS, THAT'S WHY THEIR FILTERS ARE SO IMPORTANT.
BUT WHAT WILL HAPPEN IS THEY CAN STAY IN THAT SYSTEM IF IT'S LINKED TO LIKE THEIR COLLEGE EMAIL ADDRESS FOR AS LONG AS THEY WANT.
SO EVEN THOUGH IT REALLY IS GEARED FOR COLLEGE, WE DO REACH OUT TO, WHEN WE SEND THOSE 3000 MESSAGES A DAY, WE WILL HAVE PEOPLE THAT HAVE BEEN TEACHING, YOU KNOW, FOR 5, 6, 7 YEARS THAT HAVE ALWAYS WANTED TO RELOCATE.
WE SEND THEM ALL THOSE ADVANTAGES, YOU KNOW, WE REALLY STRUCTURE IT JUST LIKE YOU SAW ON THERE.
AND THEY'LL COME BACK AND TELL ME, THEY'LL SAY, I'VE ALWAYS, ALWAYS WANTED TO LIVE HERE AND I'D LOVE TO LEARN MORE THAN IT LEADS TO A PHONE CONVERSATION AND THEN GETTING THEM INTO OUR APPLICANT.
AND CAN YOU TARGET IT JUST TO LIKE SOME OF OUR HIGHER NEED AREAS? LIKE ARE YOU JUST, YOU KNOW, JUST BAD, JUST AND THAT'S WHAT THE MAJOR CATEGORIES WORKS REALLY WELL.
SO SPECIAL EDUCATION, SECONDARY EDUCATION, GREAT FILTER.
YOU CAN GO SECONDARY EDUCATION, YOU COULD DO THE GRADUATION DATE.
SO WE JUST HAD DECEMBER GRADS COMING UP.
BUT THEN YOU CAN GO STEP FURTHER AND YOU CAN GO TO LIKE THE DIFFERENT ORGANIZATIONS.
SO YOU COULD GO TO THE NATIONAL ASSOCIATION, YOU KNOW, FOR SCIENCE TEACHERS.
IF IT WERE SECONDARY SCIENCE TEACHERS.
ONE, HOW LONG HAVE WE BEEN DOING HANDSHAKE? SO THIS IS OUR SECOND YEAR.
I THINK THIS IS A GREAT IN GLAD WE'RE HEARING ABOUT HAVE WE CONSIDERED HANDSHAKE? SO TO MEET OUR HIRING GOALS ASSESSOR.
SO WE HAVE LOOKED IN THE HANDSHAKE PREMIUM YES.
TO SAY IT LIKE HOW MUCH IS IT? LIKE THAT'S WHAT
YOU KNOW, WE, WE GET EXCITED, ALL OF US WHEN WE GO IN IN THE MORNINGS TO LOOK IN THE OPERATING CORNERS TO SEE WHAT MESSAGES WE HAVE THAT ARE INTERESTED, SET UP THOSE PHONE CALLS TO SET UP THOSE ZOOMS. AND UM, ARE YOU TRACKING LIKE THE CONVERSION RATE FROM HANDSHAKE TO INTERVIEW TO POTENTIAL, UM, OFFER? SO WHAT'S REALLY NICE IS THAT OF THE NEW THINGS THAT WE ARE WORKING TO ADD ON OUR APPLICATION HANDSHAKE, THIS IS SO NEW.
HOW DID YOU FIND OUT ABOUT US TOO? SO BE HANDSHAKE, THAT'S A, WE REPLACE INCORPORATE.
I THINK WE STARTED OUT WITH BASICS AND THIS YEAR INCREASED OUR ABILITIES BECAUSE IT WAS, WE FOUND THAT IT WAS SO REALLY WORKED OUT FOR, SO OUR PRICE WENT UP THIS YEAR CAUSE WE ADVANCED.
SO THEY TAILOR TO US AND WHAT, YOU KNOW, I MEAN MIGHT HAVE COLLEGE KIDS AND THAT'S WHAT EVERYONE'S DOING AT HANDSHAKE.
SO TO YOUR QUESTION THEN, SO WE CAN TRACK LIKE FROM START TO FINISH IS EMPLOYED WITH US BECAUSE OF HAVING BEEN CONTACTED BY HANDSHAKE.
SO WHAT WE HAVE TO DO IS WE TAKE ALL OF OUR NEW HIRES, WE HAVE TO THEN, SO WE HAVE TO WORK WITH HANDSHAKE TO DO THIS.
SO WE TAKE ALL OF THOSE TO NEW HIRES AND THEN WE THEY HAVE TO IMPORT THAT AND THEY HAVE TO PULL THAT LIST.
SO WE'RE, SO IN ACTUALLY EDUCATION, THE EDUCATION SIDE OF HANDSHAKE IS ONE OF THEIR NEWEST SEGMENTS IS SOMETHING THAT THEY HAVEN'T REALLY, YOU KNOW, THEY'RE ACTUALLY WORKING WITH AS WE'RE WORKING WITH THEM.
SO WE HAVE THESE MONTHLY MEETINGS AND SO WE GIVE THEM CONTINUOUS FEEDBACK TOO.
SO THAT WAS YOUR QUESTION WAS ONE OF THE QUESTIONS WE HAD TO ACTUALLY ASK THEM ONE OF OUR MEETINGS.
AND THAT'S SOMETHING THAT, OKAY.
THIS FAULT RIGHT ABOUT THE PRIMARILY COLLEGE STUDENTS WITH HANDSHAKE, UM, MR BE GONNA COME OUT NEXT AND TALK ABOUT OUR NEXT SECTION, WHICH IS MARKETING.
THIS IS, UM, A MORE BROAD BASED, UM, APPROACH TO PEOPLE THAT MAYBE NOT KNEW OUTTA COLLEGE, BUT PEOPLE THAT COME HERE TO VISIT BECAUSE THEY WANNA LIVE HERE AND ALL OF THAT.
WELL, AND ALL I SAY IS I THINK ONE INTERESTED IN SEEING IS LIKE WE'RE DOING COMBAT, YOU KNOW, THE PRESIDENT TIMES NEW INITIATIVES AND TO ME THIS IS LIKE NEW INITIATIVE.
THERE'S A NEW WAY TO DO IT, WHICH I THING
SO MARKETING, UH, UM, THIS IS A MARKETING EFFORT THAT YOU JUST STARTED ON THIS PAST MORNING.
THIS MARKETING EFFORT WAS TO RECRUIT FROM SURROUNDING COUNTIES THAT TEACHERS MAY BE RESIGNING OR THE END OF THE YEAR OR RELOCATE.
UM, MAYBE WE STARTED THIS LAST SPRING CAUSE A LOT OF PEOPLE SENT OUT THEIR INTENT FORMS, UH, TO COME
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BACK THE FOLLOWING YEAR IN JANUARY.SO WE DECIDED TO START THIS IN MARCH, UH, TO, UH, TO REACH THOSE FEATURES.
UH, THE COMPANY HAS WORKED WITH US AND TAILORED THE GROUPING EFFORT, UH, TO, UH, THE NEEDS OF YOUR ACCOUNT.
I DT IF YOU GUYS FAMILIAR WITH, UH, GSON.
THE, BUT I, I THOUGHT IT WAS VERY, VERY UNIQUE.
A WHERE IT INVOLVED, UH, SETTING THE VIRTUAL BOUNDARIES AROUND THE OF AREA THAT TRACK WHATEVER.
I, WHENEVER SOMEONE GOES INTO, UH, BUSINESS WITH THEIR MOBILE DEVICE, IT AUTOMATICALLY SENDS THEM A NOTIFICATION AND THEY CAN CLICK ON THAT NOTIFICATION.
COMMUTER COUNTY'S, UH, UH, MARKETING STRATEGY.
UH, THEY USED, UH, WE USED RADIO ADS, UH, AGAIN, GEOFENCING ADS TARGETING, UH, DISPLAY ADS.
UH, I DUNNO IF YOU GUYS HAD AN OPPORTUNITY TO SEE THAT, BUT, UH, IN CERTAIN AREAS AROUND COUNTY, UH, CHARLESTON, IN THE CHARLESTON AREA, THERE WERE BILLBOARDS.
WE HAD SIX BILLBOARDS UP AND WE ALSO HAD A RADIO AD THAT, THAT APPLIED TO THAT BILLBOARD TARGETED EMAIL, WHICH ALSO WENT ALONG WITH GEOFENCING SOCIAL MEDIA ADS TARGETED.
WHEN YOU SAID IS THAT ADAMS IS THAT'S, IS THAT THE BILLBOARD COMPANY DOWN? THAT'S THE BILLBOARD.
SO THIS IS A BILLBOARD DIVISIONS CENTER EDITION? YES.
SO I I'LL WOULD BE INTERESTING IF YOU MENTIONED THE NUMBER OF PASSES WE GOT WITH SO WE BILLBOARD ARE IN BILLBOARDS? NO, NO.
I'M SURE THEY DO THAT IN THE AIRPORT.
UM, TANGER OUTLETS IS A GOOD PLACE WHERE THEY WOULD DO IT DOWN ON HILTON HEAD ISLAND, THE AREA OF, UH, NEY, YOU KNOW, PLACES WHERE WE HAVE HIGH TRAFFIC, HIGH VOLUME OF POTENTIAL CANDIDATES.
ANY REGGIE, CAN YOU CAUSE OF, UM, SENIOR CITIZEN LEVEL? WHY? I DON'T REALLY UNDERSTAND.
SO LIKE, LIKE HOW DO THEY LIKE
THEY, SO, AND I HAD, I RESEARCH THIS MYSELF.
UM, IT WAS SET UP SOME VIRTUAL BOUNDARIES.
SO THEY HAVE LIKE A, A CENTRAL AREA INSIDE OF, UH, TARGET.
AND THAT AREA WILL KIND OF, UH, SPAN, UH, FAN OUT, RIGHT? SO AS SOON AS YOU REACH THAT AREA, YOU'LL RECEIVE A NOTIFICATION ON YOUR PHONE.
THEY DON'T HAVE TO HAVE ANY INFORMATION.
I GUESS IT JUST SOON AS YOUR PHONE IS IN THAT AREA, WHAT LOCATION, WHAT WHAT YOU, IF I AM SO OFF BASE, YOU LET ME KNOW BECAUSE THIS IS, AGAIN, LIKE ALICE IS NOT, WHERE WE GREW UP IS NOT, UM, SO WHAT ARE, WHAT ARE WE SENDING? LIKE, LIKE, SO IF A STUDENT, YOU KNOW, OR SOMEBODY WANTS IT WITH THEIR CELL PHONE DETAINER, I WAS JUST THERE.
I DIDN'T GET ANY NOTIFICATION WOULD BE THAT IS THROUGH, UH, I THINK YOU TO IT WAS APPROVED, YOU KNOW, WASN'T JUST, IT WAS BEEN APPROVED
I'LL GET THE NOTIFICATIONS ON YOUR, ON ANY OF GET NOTIFICATIONS ON YOUR PHONE.
SO IF YOU'RE IN THAT VICINITY AND YOU HAVE ANY LOCATION ON YOU MAY NEXT TIME YOU GO FACEBOOK OR IF YOU GO IT MIGHT NOT BE IMMEDIATE
THAT SHE YEAH, IT'S LIKE THE VIBRATES
I, SHE'S, I OFTEN THE ONES MYSELF SAYING I DIDN'T PROVE THIS NOTIFICATION.
BUT KEEP, I, YOU KNOW WHAT, CAUSE THAT IS WEIRD HOW THAT HAPPENS.
LIKE SHOPPING FOR SOMETHING AND THAT WOULD BE GEOFENCING IS A GOOD INDICATION THAT YOUR LOCATION SERVICES ARE TURNED ON.
SO IF YOU'RE TRAVELING, SO IF YOU'RE OUT TOWN, I WAS IN HOUSTON AND WHILE IN HOUSTON SOMETHING POPPED UP FOR A IN HOUSTON AND IT WAS BECAUSE MY LOCATION WAS, SO THAT'S, THAT'S THANK YOU.
THIS WAS MUCH
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YOUR NOTIFICATION OUT THIS MEETING? SO ALTERNATIVE UH, CERTIFICATION ROUTES, UM, THIS IS ANOTHER RECRUITMENT EFFORT TO, UH, ATTRACT AND BRING EMPLOYEES ON THROUGH ALTERNATIVE ROUTES AND CERTIFICATION THAT YOU CAN SEE, I CAN'T SEE FROM EITHER, BUT THEY ARE ABOUT, WHEN I STARTED THIS POSITION, THERE WERE ABOUT THREE ALTERNATIVE ROUTES TO CERTIFICATION.THERE WAS ABC TEACH, UH, THERE WAS ABC TEACH THAT WAS PACE AND AMERICAN.
UH, AND NOW TEACH CERTIFI BOARD.
NOW YOU HAVE KT NOW YOU HAVE S UP TOMORROW TO TEACHER FOR A AMERICA'S ALREADY IN THERE.
SO CURRENTLY WE HAVE, UH, 73 TEACHERS HOLDING ALTERNATIVE CERTIFICATIONS IN THE ACCOUNT.
AND THAT'S INCLUDED ACE, THAT THAT NOT ACE.
THAT'S INCLUDING ALL THE ROUTES THAT YOU, THAT YOU SEE ON.
CAN I KINDA DIGRESS FOR A SECOND BECAUSE I'VE HEARD ABOUT SOME OF THESE ALTERNATIVE THINGS.
THEY COST MIND, DON'T THEY? DOESN'T THE CANDIDATE HAVE TO PAY SOMETHING? ARE THEY GETTING CHEAPER SINCE COMPETITION? THAT JUST SEEMS CRAZY FOR CHEAPER THOUSAND OR SOMETHING.
ONE OF THESE PROGRAMS AND OVER THE COURSE OF THREE YEARS THAT IT'S FOR MATERIALS, THE APPLICATION FEE IS ONE TIME APPLICATION FEE.
PROGRAM YOU HAVE TO PAY FOR MATERIALS.
S SO WHEN YOU THINK ABOUT IF YOU HAD BACK TO COLLEGE,
SO THIS YOU, IT'S LIKE JOB TRAINING.
THE COURSES THAT YOU TAKE, THEY'RE, THEY'RE TAILORED ON ON CAN SPECIFIC.
SO YOU GO UP ONCE ONE TIME AND PAYING $3,000 TO GET THAT CERTIFICATION IS WELL WORTH IT.
SO THESE ARE PEOPLE THAT ALREADY HAVE BACHELOR'S DEGREES.
SO IS JUST LIKE POST TYPE MESSAGE.
A LOT OF TIMES THEY'RE CAREER CHANGERS.
UM, ENORMOUS FIGURE YOU MENTIONED ABOUT ACE.
AND SO SOME OF THOSE CAREER AND TECHNICAL FIELDS, SOMETIMES THESE FOLKS COME WITH LIKE AUTOBODY EXPERIENCE ALREADY INDUSTRY SPECIFIC EXPERIENCE THAT WANNA BECOME TEACHERS.
AND SO THAT'S, THOSE ARE A LOT OF THESE CANDIDATES AS WELL THAT HAVE THAT OPPORTUNITY.
AND I THINK ONE MORE PIECE ABOUT THIS, REGGIE, IS THAT WITH THE UM, UM, ALTERNATIVE CERTIFICATION ROUTE THAT ALLOWS THEM, LIKE MS. WALTON SAID TO BE IN THE SCHOOL WORKING, RECEIVING A SALARY.
WHEREAS IF THEY GO BACK TO COLLEGE, NOW THEY'RE PAYING TUITION.
BUT WHEN THEY DO THEIR STUDENT INTERNSHIP, THAT'S AN UNPAID INTERNSHIP.
SO SORT LIKE A BA LET'S SAY HYPOTHETICALLY IN MATH AND TEACHER MATH TEACHERS STILL BE A THREE YEAR PROGRAM AND UM, THEY WOULD BE GETTING PAID.
WHAT WOULD THEIR ROLE BEING? TEACHER? TEACHERS.
SO
THEY'RE SAW THAT AT A BACHELOR'S DEGREE AT GET.
SO IT'S ANOTHER LIKE PROFESSIONAL DEVELOPMENT THAT YOU HAVE TO DO AGAIN TO OKAY.
MM-HMM
SO THAT WE RECRUIT OUR INTERN CANDIDATES AND TRAIN THROUGH PROGRAM THREE PROGRAM AND EVENTUALLY SERVE THAT OUR WHAT'S THE, IS THERE A PUSHBACK ON PEOPLE DOING THIS? OR ARE PEOPLE LIKE, OKAY GOODNESS, I HAVE A PATH TO TEACHING.
OR THEY'RE LIKE, OH, I DON'T WANNA DO, I'M JUST WONDERING.
IT SEEMS LIKE I'VE HEARD A LOT OF THINGS ABOUT PEOPLE, TEACHERS, BUT IT'S LIKE A HASSLE CETERA, ET CETERA.
YOU HEAR PUSHBACK ON THESE OR DO YOU THINK THEY JUST ABOUT THE PART DEPARTMENT IT FANTASTIC.
A BACHELOR HAVE, YOU KNOW, BE ABLE TO SAY THAT YOU HAVE A BACHELOR'S, YOU'RE TEACH I JUST DIDN'T KNOW THE PERSONALLY MUCH.
SO WHAT WOULD DO WITH OUR PROGRAM IS WE TAKE OUT SOME OF THE TAKE CAUSE THEY WOULDN'T HAVE DEPART WOULD HERE WE TRAINING HERE AND OUR COACHES WE AND CERTIFIED HERE THROUGH THE STATE DEPART.
SO WE ARE AN APPLICATION CONSIST RUNNING YOU CHARLESTON'S.
I MEAN I'M SURPRISED THAT THE STATE'S GONNA ALLOW THE DISTRICTS TO, TO DO THAT.
THAT I THINK IT MAKES A LOT OF SENSE.
YEAH, IT MAKES A LOT OF SENSE.
THAT WAY YOU'RE, YOU KNOW, IN THE CLASSROOM AND NOW THEY'RE TO THEIR, THEY WILL ULTIMATELY CERTIFY TEACHERS,
[00:30:01]
BUT IT CUTS OUT THE RED TAPE WITH HAVING TO DEAL WITH THE STATE.I WAS JUST SAY, WE'RE ACTUALLY LOOKING TO START WITH OUR CRITICAL NEEDS AREAS LIKE HIGHED AND SCIENCE.
SO MIDDLE SCHOOL AND HIGH SCHOOL RETIRE FROM, YOU KNOW, UM, HOW, HOW HAVE OUR NUMBERS INCREASED? CAUSE HOW LONG HAVE WE BEEN DOING THIS? IT SEEMS, I'M JUST EXCITED CAUSE SEEMS LIKE A REALLY GOOD SOLUTION.
WE'VE BEEN DOING IT WHEN I STARTED BIGGER.
WELL, LIKE I SAID, THEY'RE, THEY'RE OFFERING MORE, MORE PROGRAM.
WELL, KATE, WITH WITH STUFF CAREER TECHNOLOGY, HE COME IN WITH THE EXPERIENCE WHERE YOU HAVE AT, UM, BATTERY CREEK COLORED RELEVANCE.
HE, HE'S, HE'S BEEN, HE'S BEEN THE CHEF FOR A WHILE, DECIDED TEACHING.
AND UM, SO HE WENT THROUGH THE TECHNOLOGY.
THEY GAVE HIM MASTERS WITH, UH, WITH THE EXPERIENCE THAT HE'S, HE JUST HAD TO, TO CERTIFICATE THIS YEAR.
ANDRE, I'D LOVE TO TEACHING SCHOOLS, BUT I DON'T WANNA TO DEAL WITH, YOU KNOW, GETTING CERTIFI.
SO NOW I JUST UNDERST YOU CERT.
YEAH, BUT YOU START THE, YOU KNOW, IT'S NOT LIKE YOU HAVE TO WAIT.
JUMP RIGHT IN AND START TEACHING.
I JUST, I I DID NOT REALIZE THIS, THAT, YOU KNOW WHAT I'M SAYING? COULD WE ADD THIS TOO? YOU KNOW, WE TALK ABOUT SUPPORT AND DEVELOPMENT, UM, AND, AND, UH, OF, OF OUR EMPLOYEES.
WE ALSO HAVE ONE OF OUR DISTRICT MENTORS THAT IS A KATE SPECIALIST.
SO, UM, A LOT OF TIMES YOU COME FROM ANOTHER INDUSTRY OR YOU WORK, YOU KNOW, AND THEN YOU RETIRED AND WANT TO BECOME, UM, A TEACHER.
THERE'S THAT EDUCATIONAL LINGO AND THE SPECIAL KIND OF DIFFERENT INTRICACIES AND NUANCES OF BEING AN EDUCATOR.
AND ONE OF OUR, UM, DISTRICT MENTORS IS DESIGNATED AS A PERSON THAT WILL HELP THOSE PEOPLE.
SO THAT'S AN EXTRA LEVEL OF SUPPORT THAT THEY HAVE IN ADDITION TO WHAT THEY HIP IS HAVING INTERNATIONAL TEACHERS.
SO WE CURRENTLY HAVE APPROXIMATELY 70 AND WE HAVE 72, UH, INTERNATIONAL TEACHERS HELP IN THE
UH, NINE OF THOSE TEACHERS, UH, OWNED INDUCTION, NO CONTRACTS FOR.
AND THE PURPOSE OF THAT IS TO PROVIDE 'EM SUPPORT FOR THOSE THREE.
CAUSE THEY HAVE NO IDEA AS TO WHAT, UH, DEPTH, UM, UH, IF EVALUAT AND EXPECTATIONS.
THE ADDITIONAL SUPPORT ALSO PROVIDES THEM, UH, PRACTICE, UH, PREPARED FOR SOD.
WE, UH, WITH THOSE TEACHERS, WE KNOW THEY COMING FROM THEIR, FROM THEIR PERSPECTIVE COUNTRIES, WE, UH, PLAN TO PROVIDE TWO CELEBRATIONS.
WE BRING ALL THOSE INTERNATIONAL TEACHERS TOGETHER SO THAT THEY CAN MEET ONE ANOTHER, POSSIBLY MEET SOMEONE FROM THEIR COUNTRY.
LAST YEAR WE DID THIS, IT WAS A GREAT EXPERIENCE WITH, IT WAS REAL, UH, ONCE WE PLANNED THE, UH, EVENT AND JAMAICAN TEACHERS GOT TOGETHER AND PLANNED SO THAT WE'RE EVERYBODY A DANCE SONG FROM JAMAICA.
SO THIS YEAR AND TEACHERS FROM OTHER COUNTRIES, YOU KNOW, DIDN'T DO THIS.
SO THIS YEAR, ALL THE OTHER COUNTRIES, YEAH, SHE'S, SHE'S
SO SO WAS WAS IT IT WAS, UH, FOR THEM MEET TO WE AND DO THAT TO, TO MAKE THEM AS COMFORTABLE AS POSSIBLE AS THEY DROPPED EVERYTHING, THEIR FAMILIES AT USE WHATEVER COME AND WORK WITH YOU FROM HERE.
SO WE ASKED TO, TO POSSIBLY ALSO BRING A CULTURAL DISH, UM, TO SHARE.
AND WE, WE PROVIDE THEM WITH A, A DISH FROM OUR
WONDER WHAT, WHAT IS BARBECUE?
SO, UM, WHAT'S THE STATUS OF AFTER ALL THE CURVE LAST YEAR, ARE WE STILL USING THEM PRIMARILY? ARE WE, WE STILL USING THAT BUILD THE TWO TEACHERS.
[00:35:02]
KNOW, AND IN FACT THE STATE JUST RECENTLY BROUGHT OUT FROM A LOT OF DISTRICTS CAUSE SOUTH CAROLINA HAS BEEN TARGETED IMMIGRATION DEPARTMENT AS INTERNATIONALS AND KEEPING THEM HERE.AND THEY SAW IT AS A WAY AROUND IMMIGRATION.
SO THEY HAVE NOW STATED, STATED NOT HAD ANYONE, 10% OF YOUR TOTAL STAFF AS TEACHERS.
SO STAKES WERE FORCING EVERYBODY TO, TO GO BACK.
SO THE, UM, INTERNATIONAL TEACHERS CAN ONLY STAY FIVE YEARS.
DOES DOES EVERY TEACHER THAT COME OVER THAT COMES OVER HAS TO START WITH INDUCTION YEAR ONE? OR DO THEY BRING WITH THEM SOME ADVANCED LEVELS AND DON'T HAVE TO GO THROUGH THAT? I'M JUST SAYING BY THE TIME YOU FINISH INDUCTION AND THEN YOU GO THROUGH AEP, I MEAN THERE'S ALMOST TIME TO GO BACK TO YOUR HOME COUNTRY.
AND THAT'S JUST A LOT OF STRESS.
AND I SO THEY HAVE TO GO THROUGH THAT.
PROFESSIONAL LICENSE TO, THEY, THEY'RE ONLY HERE FOUR, THREE YEARS IN EVERY TEACHER IN THAT COMES TO BE COUNTY, UH, IF THEY'RE NOT WITHIN THE STATES HAS TO INDUCTION.
SO WE, WE MAY, WE PUT INDUCTION ONE, TWO, AND THREE.
CAUSE WE DON'T, IF THEY, THEY DON'T DO WELL.
ONE THING WE CAN DO IS PROVIDE, SO GIVE SUPPORT FOR THOSE THREE YEARS THAT FOURTH YEAR THEY GO THROUGH EVALUATION, RIGHT? THE FIFTH, THEY, THEY'RE ON THE G UH, GBG COMMUNITY CONTRACT AND THEN THEY'RE GONE.
SO THEY CAN'T GET A CONTINUING CONTRACT AND THEY'RE, MA'AM THEY NOT THOSE INDUCTION YEARS TAKES 'EM AWAY FROM THAT EVALUATION PIECE AND STRESS WITH HAVING TO BE LIKE, SO THEY JUST GET THAT FULL SUPPORT FOR IT.
FIRST THREE YEARS, NOTHING SUPPORT.
BUT THEY DO GET THEIR EXPERIENCE.
THEY COME WITH A 10 YEARS EXPERIENCE THAT WE PROCESS THEN PAID MASTERS AND IN DOES NOT AFFECT THE SALARY.
SO THEY CAN TEACH FOR THREE YEARS AND EVERY YEAR.
SO MOVING ALONG ON WORK STILL DOMAIN HERE AND UM, OH, WE'RE TALKING ABOUT VOLUNTEERS.
BUT CAUSE CAUSE WHAT THE, WHAT THE OPERATIONAL EXPECTATION SAYS IS THAT WE CONDUCT REASONABLE BACKGROUND INQUIRIES ON VOLUNTEERS.
AND SO, UM, WE DO CONDUCT, UH, THE EXTENSIVE BACKGROUND INQUIRIES ON ALL OF OUR EMPLOYEES, WHICH WAS ABOUT 390 NEW HIRES LAST YEAR.
UM, BUT JEN'S GONNA TALK TO US NOW ABOUT THE, UH, THE VOLUNTEERS.
SO IN 20 WE WERE USING VI AND SO THAT CONTRACT ENDED AND WE SELECTED A NEW VENDOR, WHICH IS STERLING AND CONJUNCTION FOR 2022.
UM, SO WE PUT THAT BACK OUT AGAIN BID.
AND SO WE HAVE A NEW VENDOR THAT WE'RE IN THE PROCESS OF GETTING UP STARTING CALLED RAPTOR, UM, RAPTORS USED BY CHARLESTON GREENVILLE.
UM, THEY HAVE A BUNCH OF OTHER MODULES THAT WE'RE HOPING TO CONSIDER ONCE WE GET THE VISITOR VOLUNTEER SET UP.
SO WE'RE IN THE PROCESS OF SETTING IT UP NOW AND WE WILL START ROLLING IT OUT TO THE SCHOOLS IN JANUARY.
SO WHAT'S THE DIFFERE? SEE WHAT HAPPENS.
STERLING RELIED ON IDEN AND I RELIED ON STERLING.
SO THE, THE VOLUNTEER PROCESS APPLICATION WAS TWO PARTS AND IT FREQUENTLY FAILED.
WE HAD ABOUT 10% FALLOUT WHERE IT JUST DIDN'T PROCESS THROUGH.
WE HAD A HARD TIME GETTING VOLUNTEER CARDS OUT.
I MEAN THE ACTUAL BACKGROUND CHECKS FOR STERLING WAS VERY NICE.
LISTEN, IF I COULD JUST PICK FROM ALL THESE VENDORS AND COMPILE MY OWN VENDOR, IT WOULD BE GREAT.
BUT IT WAS JUST SO CUMBERSOME AND IT WAS DIFFICULT FOR OUR USERS, UM, TO USE.
AND I, WHILE IT WORKED, HAD WORK INITIALLY FOR THE VISITOR MANAGEMENT AND WE HAD HOPED TO EXPAND IT TO THE VOLUNTEER, IT WAS VERY RUDIMENTARY.
IT WAS NOT VERY SOPHISTICATED.
WHEREAS RAPTOR IS VERY SOPHISTICATED.
IT HAS A LOT OF OPTIONS FOR US.
IT HAS VOLUNTEER ENGAGEMENT AS PART OF IT.
SO VOLUNTEERS WILL HAVE A LOT MORE CONTROL OF BE ABLE TO SEND OUT INVITES TO WHAT THEY CAN DO.
THEY CAN COMMUNICATE, LIKE IF YOU WERE ON THE SIC, YOU CAN COMMUNICATE THERE AMONGST ALL THE SIC WITHIN RAPTOR.
[00:40:01]
AND THEN WE'LL HAVE ALL OF THE THINGS TOGETHER.WE'LL BE ABLE TO MERGE EVERYTHING TOGETHER.
SO THEY ARE, WILL ALLOW US TO UPLOAD ALL OF OUR EXISTING APPROVALS.
SO RIGHT NOW THEY'RE GOING TO BETWEEN TWO SYSTEMS, WE'LL JUST UPLOAD EVERYTHING IN A RAPTOR.
UM, SO WE WILL BE ABLE TO HAVE THAT AND WE'LL HAVE OUR CONTRACTORS ARE YET A THIRD SYSTEM WE'VE BEEN LOOKING AT SEPARATELY.
CONTRACTORS WILL ALSO GO INTO RAPTOR TOO.
SO WHEN YOU LOOK UP THE HOME ON RAPTOR, THIS GOES VOLUNTEERS, CONTRACTORS, YOU CAN ADD, THERE'S AN EMPLOYEE MODULE IF YOU WANNA ADD IT.
THERE'S A STUDENT MODULE WE CAN ADD IN LATER, BUT IT'S ALL TOGETHER.
SO IT WAS MUCH MORE COMPREHENSIVE.
SO, UM, SO MY FEEDBACK ON IT THAT ACTUALLY SCHOOL AND THEY TAKE MY PICTURES FEEDBACK AND I'M LIKE, WHY? THEY'RE LIKE, WE'RE GETTING NEW THING.
SO I GUESS ARE WE GONNA GET WHATEVER THE STICKER THAT YOU HAVE TO WEAR BLACK WEAR? I MEAN, IS THAT PART OF RAPTOR OR ARE WE GONNA TRY AND INTEGRATE ANNOUNCE OUT JANUARY? YES.
AND WHAT WE'RE DOING STARTING, WE'RE GONNA START WITH A COUPLE SCHOOLS.
WE'RE GONNA START WITH A COUPLE FOUR SCHOOLS, UM, AND GET THEM SETTLED AND SEE WHAT THE PROBLEMS ARE.
WE'RE GONNA START WITH OUR REAL TECH SAVVY SCHOOLS THAT HAVE REALLY GOOD VOLUNTEER COORDINATORS, UM, AND GET THEM SET UP AND SEE WHAT THE ISSUES ARE.
SO ONCE YOU'VE KIND OF COME IN AND YOU'VE KIND OF BEEN IN, YOU'LL BE ABLE TO GO IN.
LIKE IF, IF YOU'RE A VOLUNTEER, YOU CAN JUST SCAN YOUR LICENSE.
WE'RE GONNA GO AWAY FROM THE PERMANENT BADGE.
IT'S GONNA SCAN IT EVERY TIME.
SHELL SCAN YOUR LICENSE AND IT WILL SAY, YOU'LL SAY, OH, I'M HERE AND I'M GONNA BE A CLASSROOM VOLUNTEER TODAY.
YOU'LL DO THE BASIC STUFF AND THEN WE'LL PRINT OUT THE VOLUNTEER BADGE EACH TIME WITH THE REAL PICTURE, BLAH.
AND YOU'LL GET THAT FROM THE RECEPTIONIST.
AND THEN WE'LL BE ABLE TO TRACK HOURS MUCH BETTER.
WE'LL BE ABLE TO TRACK ORGANIZATIONS BETTER.
WE'LL HAVE A MUCH BETTER ENGAGEMENT.
I'LL BE ABLE TO AUTOMATICALLY SEND OUT THE ORIENTATION AS OPPOSED TO RELY ON IT AND SCHOOLS TO DO IT.
IT WILL BE MANDATORY AS PART OF YOUR PROCESS.
SO I REALLY THINK IT'S UPDATING WHAT WE'RE DOING DOES INTEGRATE HOW, AND YOU'VE DONE LING LET'S GO WITH WORLD.
AND THEN, UM, SO I THOUGHT JUST AS A QUICK CONVERSATION, YOU, WE HAD A COMMENT ABOUT WEARING MATCHING T-SHIRTS OR SOMETHING WITH VOLUNTEERS OR GROUPS OR WHATEVER.
IS THAT SOMETHING THAT WE DON'T REALLY HAVE, I DUNNO IF THAT'S HR, IT'S GONNA BE REALLY VOLUNTEERS, LIKE THE RULES AND REGULATIONS FOR VOLUNTEERING.
NOT SO CUMBERSOME THAT NO ONE WANTS TO VOLUNTEER VOLUNTEERS NOW VOLUNTEERS SHOULD HAVE ALWAYS BEEN IN THE COMMUNICATIONS DEPARTMENT.
BUT YEARS AGO WE HAD TWO SUPERINTENDENTS AGO, UM, NO ONE WANTED TO TAKE IT ON.
SO THEY JUST SAID, OH, GIVE IT TO HR.
SO NOW IT'S GONNA BE LIFTED OUT OF HR, PUT IN COMMUNICATIONS.
WELL THE, THE ADMINISTRATIVE RULE IS IN COMMUNICATIONS, THE COMMUNICATION IS ACTUALLY HIRING SOMEONE WHO WILL BE TAKING VOLUNTEER AND COORDINATE THEM.
CAUSE I MEAN, WE NEED VOLUNTEERS.
AND WE'RE REALLY EXCITED ABOUT THE VOLUNTEER ENGAGEMENT PIECE AND HAVING THE VOLUNTEERS HAVE MORE ACCESS TO WHAT'S GOING ON AND BEING ABLE TO UPLOAD THE EVENTS SO THEY CAN SIGN UP FREE EVENTS AND GET MORE INFORMATION.
AND THEN ORGANIZATIONS THAT THEY'RE INVOLVED WITH, THEY CAN COMMUNICATE WITHIN RAPTOR THINGS.
ITS, IT'LL BE MUCH, IT'S REALLY THE NEXT LEVEL.
IT'S MUCH NICER WE'RE, IT DOESN'T, THAN A, WE ARE SPENDING MORE, IT'S ABOUT $40,000 A YEAR TO MAINTAIN IT.
AND THEN WE HAVE TO SPEND ABOUT $60,000 FOR NEW EQUIPMENT.
UM, BUT IT WAS TIME TO UPDATE THE EQUIPMENT.
SO ALL THE SCHOOLS WILL HAVE AN INITIAL KIND OF A KIOSK.
SO ONCE YOU KIND OF HAVE KNOW WHAT YOU'RE DOING, YOU CAN KIND OF COME IN AND SCAN AND START THE WHOLE PROCESS AND KIND OF FILL IT OUT.
YOU KNOW, WHAT'S GOING ON, WHERE AM I GOING, WHO AM I DOING? BUT YOU STILL HAVE TO RUN IT PAST THE RECEPTIONIST TO VERIFY THAT YOU ARE PATRICIA FED, WHO YOU ARE, WHO YOU SAY YOU ARE.
AND THEN THEY WILL GET, YOU'LL GET THE BADGE FROM THEM AND THEY'LL LET YOU INTO THE FACILITY.
UM, SO, SO TO UNDERSTAND CAUSE YOU WENT WRONG BIT.
UM, SO YOU SAID IT'S ABOUT, IT'S GONNA COST ABOUT 40 ANNUALLY.
SO, SO WITH ALL THESE, UH, VOLUNTEER PROGRAMS THAT WE HAVE, THEY ALL HAVE ANNUAL COSTS? YES.
CT C THOUSAND TO GET THE KIOSK SET UP FOR EACH OF THE THINGS AND THE BADGE PRINTERS AND EVERYTHING.
EVERY SCHOOL JUST FOR ONE TIME PAYMENT.
[00:45:01]
FOR THIS TIME.DO YOU SET UP THE EQUIPMENT TO, TO BRING UP SPEED AND THEN THAT'S NOT A RECURRING COST GOING FORWARD.
THE KIOSKS WILL BE THERE GOING FORWARD AND THOSE WILL BE KIND IN THE, THE AREA THAT YOU GO INTO THE SCHOOL YOU HAVE.
AND I'M CONCERNED ABOUT THE, THE PRINTING OF THE PRINT VERSUS THE GUIDANCE.
BECAUSE VOLUNTEER, WE KNOW GROUND PRINT, UM, FIGURE EVERY TIME THE THAT DROPS OR SOMETHING, HOW IT BE IDENTIFIED.
AND THEN ALSO IN TERMS OF VOLUNTEER, I, THOSE ARE THINGS THAT IT THEM IN AND OUT THE BUILDING IN VERSUS, YOU KNOW, DOING THAT.
YOU HAVE, YOU GOTTA HAVE, SOMEBODY HAS TO WATCH THIS KEY, MAKE SURE THE VOLUNTEERS DO THIS.
SO THAT, THAT'S REAL CONCERNING ALSO, I MEAN, ALONG THE WAY THAT IT COSTS MORE MONEY.
WHAT PRETTY MUCH ALL THE VENDORS HAVE MOVED AWAY FROM BADGES BECAUSE THEY WANT TO HAVE THE REALTIME SCANNING EVERY SINGLE TIME.
EVEN IF YOU'RE AN APPROVED VOLUNTEER, WHEN YOU SCAN YOUR LICENSE, IT WILL RUN IT THROUGH THE SEX OFFENDER REGISTRY EVERY TIME YOU VAILABLE.
AND IT MAKES SURE THAT FOR, BECAUSE WE GIVE, IF YOU'RE AN APPROVED VOLUNTEER, IT DOESN'T FOR ALL SCHOOLS, IT WILL CHECK THAT YOUR VOLUNTEER STATUS REMAINS ACTIVE.
SO THAT IF ONE OF THE SCHOOLS HAVE REVOKED IT BECAUSE OF NO TRESPASS ORDER OR WE HAD A RESTRAINING ORDER, THEN IT WILL PICK IT UP.
WHEREAS A LOT OF TIMES IF THEY HAVE THOSE BADGES, THEY WERE A LITTLE BIT MORE LAX I THINK ABOUT THE BADGES IF THEY HAD IT.
SO HAVING THEM SCAN EACH TIME AND THEN GETTING THE BADGE VERIFIES THAT THEY ARE BACK ACTING EACH TIME TO IT'S S SAFETY PERSPECTIVE.
IT ALSO TRACKS WHO'S IN THE BUILDING.
THAT'S SOMETHING THAT WE TALKED ABOUT DURING RFP, IS BEING ABLE TO TRACK WHO IS PHYSICALLY IN THE BUILDING.
UM, SO THAT WE INCORPORATE THEM INTO OUR, IF THERE'S EVER A NEED FOR EVACUATION OR ANYTHING LIKE THAT, WE'RE ABLE TO ACCOUNT FOR
AND I THINK THAT'S, YOU'RE THINKING ISER BADGES HAD ACCESS TO THE BUILDING, BUT VOLUNTEER BADGES WHEN YOU USE THEM, DIDN'T GIVE ANY ACCESS.
SO THEY CAN CAN, THEY COULD INSPIRE AND SIGN AND SIGN UP.
UM,
BUT IT DID NOTHING IN TERMS OF S ACCESS THE BUILDING ACCESS THE BUILDING.
AND THEN THIS, LIKE YOU HAD MENTIONED BEFORE, WE WILL ACTUALLY HAVE A PICTURE OF THE VOLUNTEERS.
IT ALLOWS THEM TO VERIFY EACH TIME, WHEREAS THE BADGES DO NOT HAVE A PICTURE ON THEM.
SO THAT'S ANOTHER SECURITY ISSUE, IS IT REQUIRE THAT YOU HAVE THE PHOTO ID AND WILL PUT YOUR PICTURE ON IT.
SO IT ALLOWS THAT VERIFICATION THAT THIS PERSON IS THE VOLUNTEER FOR THE VISITOR OF THE BUILDING.
AND SO I THINK BIGGEST IS SOMEONE WHO PEOPLE ARE GONNA SHOW HAVE THEIR ID.
WELL WE'RE GONNA HAVE BIG WORK AROUND FOR THAT AND WE'LL BE ABLE TO HAVE AN OPTION FOR SOME OF OUR FOLKS THAT MAY NOT HAVE, WILL SET OUT WHAT IS APPROPRIATE ID.
SO IT MAY BE A CERTAIN SORT OF THING.
AND SOMETIMES PEOPLE MAY NOT HAVE AN ID, BUT WELL THAT YOU LIKE FORGET AT HOME WHEN YOU'RE TRYING TO VOLUNTEER.
THAT'S SO, BUT LET'S SAY YOU DO FORGET AT A TIME AND WE WILL GO THROUGH THESE PROCEDURES, BUT YOU'VE BEEN THROUGH YOUR, YOUR SCHOOLS MANY TIMES THEY WILL BE ABLE TO PULL UP, WHEN THEY TYPE IT IN, THEY WILL PULL UP YOUR PICTURE BECAUSE YOU'VE BEEN IN BEFORE.
SO THAT POINT IN TIME AS A RECEPTIONIST I CAN SAY, YES, THIS IS, YOU KNOW, WHO'S IN GREAT.
SO THAT WILL HELP WITH SOME OF THOSE THINGS.
FROM A SECURITY STANDPOINT, THIS IS BAD.
WELL, I MEAN, YEAH, SOME IN TERMS OF THE IS MY THAT NORMALLY THAT WE RUN, THAT WE RUN THE, UH, PEOPLE REGULARLY, UM, WHEN WE WERE VOLUNTEER.
WE RUN THEM AT LEAST ANNUALLY OR BY WHATEVER WE DECIDE TO DO, WE REDO THEM.
BUT THE BADGE NEVER GAVE YOU ACCESS INTO THE BUILDING.
YOU STILL HAD TO GO THROUGH THE RECEPTIONIST AND WAIT IN LINE AND BE SCANNED AND APPROVED AND HAVE RECEPTIONIST WHEN SHE WENT IN.
BUT MY, MY MY, MY QUESTION WAS, SO I WAS, I WAS THINKING THAT WE, IN TERMS OF NOT NOT VALUES GIVING THAT ACCESS TO THE BUILDING MY TERMS IS MY QUESTION IS IN TERMS OF RUNNING THE BACKGROUND.
SO WE JUST DID IT ANNUALLY, NOT EVERY TIME.
AND NOW WE'RE TALKING ABOUT DOING IT EVERY TIME.
IS THAT, IS THAT ONE OF THE POINTS WELL WE'VE ALWAYS DONE IS THE FULL BACKGROUND CHECK.
WE DO IT ON LIKE AN ANNUAL BASIS TYPICALLY, BUT THIS WILL RUN THE SEX.
WE NEVER DID RUN THE SEX OFFENDER REGISTRY.
[00:50:01]
SEX OFFENDER REGISTRY EVERY SINGLE TIME.YOU, I HAVE ONE COMMENT I THINK WE SHOULD TALK ABOUT AND MAYBE LOTION ABOUT GETTING THAT VOLUNTEER PIECE AND PUTTING IT INTO LIKE COMMUNICATING WITH THE PUBLIC.
CAUSE HR, IF IT'S NOT AN HR THING, IT IT'S COMMUNICATION.
SO OUR POLICY CHAIR SITTING HERE, WHAT HE ITSE FOUR, RIGHT? THAT'S CORRECT.
4.2 IS CONDUCT REASONABLE BACKGROUND INQUIRIES.
I WAS GUESSING, I THOUGHT I HAD IT PRIOR TO USING THE SERVICES OF ANY VOLUNTEERS.
SO BUT IF THEY'RE, IF COMMUNICATIONS IS GONNA HANDLE VOLUNTEERS, WE YEAH.
SO DO YOU WANNA BRING THAT TO BRING IT UP AS PART OF I DON'T, DO WE? I JUST NEED TO BRING IT UP.
WELL I GUESS WE NEED TO VOTE TO SEND POLICY.
JUST I THINK IN YOUR REPORT, IN YOUR CHAIR REPORT, JUST EXCELLENT.
I DO NOT EVEN A WANT
WE JUST NEED TO SEND THE POLICY HOWEVER, WHATEVER THE PROCESSING SIGNS, RIGHT.
AND I IT'S JUST COURT COMMITTEE REPORT.
THAT POLICY, UH, OF UM, YOU NEED IN THE POCKET THAT WAS ALREADY BROUGHT ON.
IT'S AN YES, IT'S ALREADY APPROVED IN HR BUT IT'S BEEN MOVED OUT.
HR IT'S GOING BE MOVED INTO COMMUNICATIONS.
IT'S, IT'S A POLICY THEY HAD ALREADY.
BUT I'M IS IS THE, UH, IS THE ANY CHANGES IN TERMS OF WHAT WOULD HIGH PERSON DOES POSITION AND THAT COULD BRING SOME DIFFERENT, WE WOULDN'T CHANGE THE POLICY.
THE BOARD WOULD HAVE TO CHANGE THE POLICY.
ALL ALL, ALL THAT IS SAYING IS INSTEAD OF HR DOING RIGHT NOW, THEY'RE BRINGING THE REPORT UNDER THEIR HR REPORT INSTEAD OF COMING OUT OF HR, MS. BRUTA WILL BRING THE SAME REPORT UNDER OUT INTO THIS COMMITTEE.
I STILL DON'T WANT 4.2 CONDUCT REASONABLE BACK ON AND CHECKS IN PRIOR TO SERVICES OF ANY VOLUNTEER DIRECT COMMUNICATION WITH STUDENTS.
AND I'D MOVE IT TOE 10 0 11 COMMUNI WITH I FOUR.
AND ROUNDING OUT THE, UH, THE DOMAIN OF, UM, EMPLOYMENT ON THE NEXT SLIDE THERE, UM, ONE OF THE, UH, S WHICH IS I BELIEVE IS UH, 4.3, TALKS ABOUT ASSIGNING SUFFICIENT STAFF TO MEET THE NEEDS OF EACH SCHOOL.
AND, UM, WE BROUGHT THIS SLIDE FOR YOU SO YOU COULD SEE THAT WE DO, UH, HAVE A PARTNERSHIP, ONGOING COMMUNICATION WITH THE BUDGETING AND FINANCE OFFICE.
UM, ASSIGNING SUFFICIENT STAFF HAS TO DO WITH PARTICULAR, UM, WITH CERTIFIED STAFF IN THE ASSIGNMENT OF THE, UH, STUDENT TEACHER RATIO.
SO, UM, IT WOULD PROBABLY BE HELPFUL FOR THE BOARD TO KNOW, UM, WHAT THAT RATIO IS.
AND IF YOU TAKE A LOOK ON THE LEFT COLUMN THERE OR THE LEFT UH, CHART, WE HAVE THE ELEMENTARY GENERAL ED TEACHER FUNDING RATIOS.
AND PRIOR TO COVID, WHAT YOU SEE WHERE IT SAYS NON-HIGH POVERTY SCHOOLS, UM, THAT WAS THE, THE STANDARD, UM, FUNDING FORMULA OR STANDARD, UH, STAFFING FORMULA.
SO, UM, WHEN COVID HIT, UM, IT BECAME APPARENT THAT THERE WAS A GREATER LEARNING LOSS IN SOME INSTITUTIONS RATHER THAN OTHER INSTITUTIONS.
A LOT OF TIMES THAT'S BASED ON HIGH NEEDS.
AND SO, UM, FINANCE AND BUDGETING WORKED TOGETHER TO PUT IN A A, I GUESS I SAY A PRORATED FORMULA.
SO THAT HIGH POVERTY SCHOOLS, WHICH ARE IDENTIFIED AS GREATER THAN 55% FREE REDUCED LUNCH.
UM, AND VERY HIGH POVERTY SCHOOLS DESIGNATED AT GREATER THAN 75%, UM, FREE REDUCED MEALS.
AND SO THAT FUNDING FORMULA HAS BEEN ADJUSTED FOR, UM, A SMALLER TEACHER TO STUDENT RATIO.
UM, AND WE'VE DONE THAT FOR THE ELEMENTARY LEVEL, UM, BECAUSE OF COURSE EARLY INTERVENTION IS, IS CRITICAL.
WE'VE DONE THAT ALSO FOR OUR K EIGHT INSTITUTIONS AND FOR THE MIDDLE SCHOOL.
UM, AND AS WELL AS A HIGH SCHOOL.
WE HAVE I THINK ONE HIGH POVERTY HIGH SCHOOL, UM, THAT BEING WHALE BRANCH EARLY COLLEGE.
AND SO THEIR, THEIR FUNDING FORMULA IN ORDER TO MEET THE SUFFICIENT NEEDS OF THE BUILDING, UM, IS IS RATED DIFFERENTLY.
NO, I DON'T A QUESTION AS MUCH AS JUST, UM, THANK YOU.
BECAUSE THIS IS SOMETHING THAT, THAT WE TALKED ABOUT, YOU KNOW, UM, ABOUT THE NEED FOR HIGH POVERTY SCHOOLS TO MAYBE NOT HAVE THE
[00:55:01]
EXACT SO WHEN DID ALL THIS START? THIS STARTED DURING THE LAST BUDGETING SEASON.SO SO FOR THIS SCHOOL YEAR? YES MA'AM.
UM, WE HAD BEEN DOING STAFFING BEFORE WE ACTUALLY PUT TOGETHER MM-HMM.
WE DID NOT PUT ANYTHING IN WRITING.
LAST BUDGETING SYSTEM OF A PROCESS.
SO IT NOW IS A PART FORM SO EVERYBODY KNOWS THAT IT IS IN WRITINGS PART OF FORM AND IT'S OFFICIAL.
AND SO ALICE, I THINK THAT'S THE PART THAT JUST, UM, I JUST HAD THIS KIND OF LIKE OVERWHELMING LIKE YAY, UM, OVERWHELMING.
CAUSE I MEAN WE KNOW THAT, WE KNOW THAT CIRCLE HIGH POVERTY NEED THAT, THAT UM, STUDENT TEACHER RATIO TO BE, UM, SMALLER.
AND THERE'S SOMETHING ABOUT PUTTING IT IN WRITING CAUSE YOU'VE ALWAYS HEARD THE RATIO IS 25 TO 1 21, WHATEVER IT MIGHT BE.
AND SO THIS BLANKETS TO KNOW THOUGH THAT IN THE SCHOOL, AND WE KNOW WE HAVE SCHOOLS THAT ARE OVER 75% FREE AND REDUCED.
I THINK THEY'RE ABOUT CLASSROOM SIZE REDUCTION TEACHERS, CSRS, THAT'S HOW WE ALLOCATED JUST TO CONTENT WITH I, THE ONLY THING I CAN PULL IN AND I THINK IT'S GREAT, PLEASE, I'M GONNA, YOU KNOW, YOU HAVE SCHOOLS LIKE HILTON WHERE YOU HAVE SOME AFFLUENT POPULATIONS, BUT YOU ALSO HAVE SOME REALLY HIGH POPULATIONS AND THEY'RE GONNA GET JAMMED IN THE HIGHER, YOU KNOW, CLASS SIDE.
AND THIS IS NOT YOU GUYS, I'M JUST SAYING SOCIETY AT LARGE, I UNDERSTAND WHY WE'RE DOING IT, BUT IT DOES DISADVANTAGE KIDS THAT HAVE LOW HIGH STUDENTS.
THERE'S NO WAY TO LIKE TAILOR IT TO A GROUP OF, YOU WOULDN'T WANNA HIGH POCKET COHORTS IN A SCHOOL.
IT JUST IS UNFORTUNATE BECAUSE THOSE KIDS ARE, ARE NOT GONNA GETS, WELL THEY'RE STILL TITLE ONE SCHOOLS AND, AND SO YOU KNOW, LIKE THE EARLY CHILDHOOD CENTER, IB CREATIVE ARTS, THOSE ARE TITLE ONE SCHOOLS.
AND SO THEY DO BENEFIT FROM THIS, UM, STAFFING FORM.
CAUSE TITLE ONE MEANS THAT YOU HAVE S PERCENT.
WHAT IS THAT PERCENT? UH, IT DEPENDS.
THAT'S AT THE PURVIEW OF THE SUPERINTENDENT NOW I BELIEVE HISTORICALLY IT'S BEEN I THINK WHAT, 62% SOMEWHERE 60.
THE ONLY ISSUE WITH THAT IS THAT GOES OFF BRING THESE LUNCH APPLICATIONS.
SO, AND THE HIGH POVERTY SCHOOLS IS MORE AN ASSESSMENT OF OTHER FACTORS IN THE AREA.
RIGHT? LIKE HAMPTONS, I SAW THAT NEW SIZE, LOW, LOW GROSS HIGH POVERTY SCHOOL.
IT'S JUST I THINK THAT THE HIGH POVERTY SCHOOLS AND I TALKED ABOUT THIS CAUSE THEY USE APPLICATIONS FOR OTHER THINGS, THERE'S MORE TO IT.
SO DISADVANTAGE HIGH INCOME AREAS WITH LARGE LOW INCOME POPUL.
SO GOING INTO BEING PROFESSIONAL DEVELOPMENT AND YOU'LL KNOW THAT YOU HAVE SOME ARTIFACTS IN YOUR, ATTACHED TO YOUR, THIS IS NOT SOMETHING THAT'S COVERED IN THE O BUT WE ARE GIVING IT TO YOU SO THAT YOU CAN TAKE A LOOK AT FORM, HOW WE LOOK IN TERMS OF WHERE YOUR STAFF, BECAUSE IT'S WHAT BILL WE THERE THEY NEED TO LOOK THE, UH,
UM, ARE YOU OUR DEMOGRAPHICS? CAUSE I KNOW IT'S AT SOME POINT THIS YEAR OR LAST YEAR WE TALKED ABOUT LOOKING AT THE DEMOGRAPHICS DIFFERENT.
THE FACT THAT IS THAT, UM, THIS TELLS YOU EACH SCHOOL, EACH POSITION I WRITE UPDATE MM-HMM
AND IT LOOKS AT THE DEMOGRAPHICS OF EACH CLEANERS S OF EACH BUILDING DOWN TO PERCENTAGE OF DIVERSITY IN EACH SCHOOL.
SO THIS IS DONE THE TINY
I THINK SOMEONE ACTUALLY ASKED THIS INFORMATION.
WE ALWAYS KEEP THAT INFORMATION.
SO THAT'S I THINK 30 YEARS, AT LEAST TWO YEARS.
EVERY YEAR WE SEND IT TO MS CAR SO THAT SHE CAN ALSO AFFORD THAT PATIENTS THROUGH OPPOSITE WHO I HAVE TO FILE REPORT AS PART OF OUR NEW SEGREGATION.
LUCKILY IS REALLY STANDING OUT TO ME.
AND THIS IS JUST, YOU KNOW, IDENTIFYING TRANS, I SUCH A LARGE HISPANIC POPULATION REALLY
[01:00:01]
DON'T HAVE TO VERY FEW STAFF.AND I THINK WE'RE REALLY, UM, DISA MANAGING SOME OF THE NATIVE, IT'S NOT WE ARE, BUT IT'S NICE.
ASK NATIVE SEEKERS AND CULTURAL, UM, DID THAT INCLUDE THE PARTICIPATE IN THE INTERNATIONAL? SO PRETTY MUCH ANYONE I HERE PROBABLY TING MM-HMM.
I BELIEVE THE STATE SAYS, YOU KNOW, OUR TEACHERS, OUR ESOL TEACHERS CAN HAVE A CASELOAD LIKE 91 UNLESS IT'S GONE DOWN A BIT.
BUT I MEAN, WE KNOW THAT THAT'S UN YEAH.
AND I THINK IT'S UN AND IT'S, IT'S IT'S, BUT STILL IT'S ALL THESE UNFUNDED THINGS FROM THE STATE THAT, YOU KNOW, I WOULD LOVE TO WALK INTO SCHOOL LIKE WHEN I SPEAK, SPEAK ENGLISH SPEAKING SPANISH.
UM, ONE THING I THOUGHT WAS REALLY INTERESTING IN THIS DATA THAT YOU ALL, UM, PROVIDED IS THE AGE RANGES AND JUST THE, THE QUICK MATH EVEN THAT WE PUT IT IN THE CALCULATOR, BUT IT LOOKS LIKE THE AGE 20 TO 25 IS LIKE 20% OF OUR TOTAL.
THAT'S, THAT'S A LOT OF INS IN INEXPERIENCE.
AND ALSO JUST POINT OUT ONE OF THE THINGS THAT OUR PROGRAM, OUR LEAD PROGRAM CAN HELP IS WHAT NATIVE SEEKS BRING PEOPLE IN THE TRYING A OF US ON MY WAY HERE RECRUITMENT.
AND I WOULD TRY, I ASK QUESTIONS, UM, IN TERMS OF PEOPLE WOULD AFTER UNIVERSITY.
DO YOU WANNA, SINCE WE'RE CIRCLING BACK, IF YOU WANNA GET THROUGH THE WHOLE PRESENTATION THEN CIRCLE BACK.
PUT THEY NEED MORE PERSONAL YES MA'AM.
UM, SO THIS, THIS IS A SLIDE THAT JUST SHOWS YOU A TWO YEAR COMPARISON, UM, OF THE ONGOING TRAINING AND DEVELOPMENT THAT WE HAVE GOING ON IN OUR DISTRICTS, UM, BY MONTH.
AND SO, UM, THIS IS A, A 10,000 FOOT VIEW OF EVERYTHING THAT HAPPENS, WHETHER IT'S IN, UH, INSTRUCTIONAL SERVICES, STUDENT SERVICES, HUMAN RESOURCES, EVEN SCHOOL BASED PROFESSIONAL DEVELOPMENT.
UM, SO YOU HAVE A, A GRAPH THERE OF THE OFFERINGS.
UM, WE HAVE, UM, A PROFESSIONAL GROWTH MANAGER THAT IS ON OUR STAFF AND THAT IS THE PERSON THAT MANAGES THE, THE HOUSE WHERE ALL OF THIS PROFESSIONAL DEVELOPMENT GOES AND THEN CAN MAKE SURE THAT, UM, THERE'S VERIFICATION OF CONTINUING EDUCATION UNITS, UM, RE-CERTIFICATION CREDITS AND ALL OF THAT TO MAKE SURE THAT TEACHERS, UH, CERTIFIED STAFF AND EVEN CLASSIFIED STAFF HAVE UP TO DATE, UH, CREDENTIALS AND TRAINING.
SO THIS IS, THIS IS HELPFUL FOR US TO KNOW THE NUMBER OF, UM, TRAININGS THAT WE OFFER.
I THINK THIS DIFFERENCE HAS ALWAYS DONE WELL WITH OFFERING PD.
I MEAN, THERE'S NO REASON WHY SOMEONE SHOULD GET EDITOR FIVE YEAR RIGHT.
RECERT PATIENT AND NOT BE ABLE TO, TO HAVE ALL THE POINTS THEY NEED.
UM, IS IT STILL MY LEARNING PLAN? IT'S ACTUALLY CALLED, UH, PROFESSIONAL GROWTH NOW, BUT IT'S, IT WAS FORMALLY BETTER.
SOME SO THIS IS ALL THROUGH YES MA'AM.
IS IT'S, THEY BOUGHT IT, RIGHT? THEY BOUGHT YES.
ONE STOP IT'S SCREEN IN DEVELOPMENT.
CAN YOU TELL WHAT, WHAT DOES THAT, WHAT DOES THAT LOOK LIKE IN THIS DISTRICT? WELL, I GUESS IT ALL DEPENDS, YOU KNOW, ON WHAT, UM, THERE ARE CERTAIN TRAININGS LIKE CONCUSSION PROTOCOL THAT ALL ATHLETIC DIRECTORS HAVE TO MAKE SURE THEIR COACHES HAVE EVERY YEAR.
UM, SPECIAL EDUCATION TEACHERS, TEACHER THAT WORK WITH, WITH HIGH NEEDS POPULATIONS IN TERMS OF, UM, SPECIAL NEEDS POPULATIONS ALWAYS HAVE TO, UH, REDO THEIR CRISIS PREVENTION, INTERVENTION TRAINING, CPI TRAINING.
SO WE HAVE THOSE TYPE OF ANNUAL TRAININGS.
UM, EVEN IF A TEACHER GOES TO BECOME CERTIFIED AS AN EVALUATOR OR GOES TO BECOME A MENTOR AND GET THAT CREDENTIAL, THAT ALL THOSE KIND OF TRAININGS ARE, UM, PART OF THIS.
BUT WHAT YOU'LL ALSO FIND IN THESE NUMBERS ARE INDIVIDUAL SCHOOL BASED TRAININGS.
UM, INSTRUCTIONAL SERVICES DIVISION, WHAT THEY WORK ON AT THE SCHOOL LEVEL ARE THE PROFESSIONAL LEARNING COMMUNITIES.
AND SO, UM, PRINCIPALS HAVE THE AUTONOMY TO BE ABLE TO PUT THEIR PROFESSIONAL LEARNING COMMUNITIES IN HERE AS A WAY OF TRACKING, UM, THE
[01:05:01]
EMPLOYEE PARTICIPATION.UM, THE OTHER THING IS THAT'S BIG IN OUR, IN CERTIFICATION REALM IS READ TO SUCCEED.
THAT'S THE ACT PASSED BY THE STATE.
AND SO WE ALL HAVE TO HAVE, UH, READ TO SUCCEED, UH, CREDENTIALS.
AND THAT CAN ALL ALSO GO IN THIS TRAINING DEVELOPMENT MODULE.
SO BASICALLY ALSO THEN THIS IS ALSO BEING PARTICIPANT FROM, AND THEN THIS IS THIS ALL STAFF PEOPLE FROM EVERYONE IN TERMS OF TAKING TRIPS, ALL THAT.
NOT JUST, THAT'S NOT JUST YOUR TRIPS.
LOCAL, LOCAL DISTRICT PROVIDING PROFESSIONAL DEVELOPMENT.
SO THAT'S WHETHER IT'S HERE IN THE MEDIA CENTER THAT WE'RE OFFERING PROFESSIONAL DEVELOPMENT AT THE INDIVIDUAL SCHOOLS.
IT'S NOT PROFESSIONAL DEVELOPMENT TRIPS.
THIS IS PROFESSIONAL DEVELOPMENT THAT WE ARE OFFERING HERE IN DISTRICT.
SO, SO, SO BASICALLY WHAT, SO BASICALLY THIS IS JUST, AND I AND HOW THIS IS NOT THAT'S CORRECT.
SO IF I GO TO A CONFERENCE, I CAN GET RE-CERTIFICATION CREDITS FOR ATTENDING THE CONFERENCE, BUT THAT WILL NOT BE COMING.
SO, SO, SO MY QUESTION IS DO YOU, HAVE YOU HAVE A TRACKING OF ALL THAT, OF WHAT WE OFFER IN THIS INTEREST? YES.
I PULLED, WHAT I DO IS I PULL THESE, I PULLED THIS, I HAVE A SPREADSHEET THAT IS PAGES AND PAGES AND PAGES AND LINES ALONG, UM, FOR EACH ONE OF THE EVENTS THAT IS LISTED HERE.
AND FOR IT TO BE, UH, I WILL SAY FOR IT TO BE THIS, UH, IN-HOUSE TRAINING THAT IS, THAT IS AWESOME.
THAT, THAT DOES SHOW THAT THE DISTRICT IS, UH, WE CAN LOOK ACCURATE AS THAT YOU ARE TRYING TO SAVE MONEY THAT WE ARE DOING AND, AND I WAS TRAINING HERE TO KEEP PEOPLE FROM TRAVELING, IF NOT NEED, SURVIVE.
AND WE'VE LET A LOT OF REALLY BRILLIANT PEOPLE WITHIN THE DISTRICT THAT CAN, THAT ARE FULLY CAPABLE OF CONDUCTING TRAINING.
SO, UM, THAT'S ONE OF THE THINGS THAT ACTUALLY KEEPS TEACHERS IN, IN THE CLASSROOM IS HAVING THAT, UH, INPUT, BEING ABLE TO, BEING ABLE TO TRAIN AND BEING LOOKED AT AS A LEADER IN THE DISTRICT.
SO WE EVEN GO TO, UM, ANY PROFESSIONAL DEVELOPMENT THAT WE GIVE CREDIT FOR, BECAUSE WE ARE RESPONSIBLE FOR RENEWING CERTIFICATE.
SO WE NEED TO VERIFY THE PROFESSIONAL DEVELOPMENT IS, UM, QUALIFIED TO GO TOWARD A CATION.
THOSE, UM, PROFESSIONAL DEVELOPMENT MUST BE APPROVED READY.
SO WHEN A PRINCIPAL COMES UP WITH, I WANNA DO THE PROFESSIONAL DEVELOPMENT, OR ANYBODY, IT RUNS THROUGH HIM AND HE SAYS, YES, YOU CAN DO THAT.
AND IT'S NOT, IT DOES NOT GO, MR. SMITH, I KNOW YOU'RE GONNA ASK ABOUT CLASSIFIED EMPLOYEES.
AND SO THOSE COME THROUGH ME AND WE OPERATE
UM, LAST YEAR WE OFFERED A A, A TWO DAY TRAINING.
IT WAS ACTUALLY OVER FOUR DAYS.
AND SO OFFICE PROFESSIONALS, UM, PRINCIPALS COULD SEND THEM DURING THE SUMMERTIME TO COME FOR A TWO DAY TRAINING.
AND SO IT WAS THE SAME TRAINING ON THE FIRST TWO DAYS AND A DIFFERENT TRAINING ON THE SECOND TWO DAYS.
AND SO THAT WAY THEY HAD A FLEXIBLE SCHEDULE.
SO WE EVEN TRIED TO MAKE SURE THAT WE SCHEDULED IT IN A WAY THAT WE COULD GET THE MAXIMUM PARTICIPATION.
SO, UM, WE ARE AND CLASSIFIED FOLKS HAVE ACCESS TO TRAININGS AS WELL.
I, I'M, THEY DONT HIT THE, THEY'LL BE, I UNDERSTAND EVERY CLASSIFIED PERSON THAT HAS BACHELOR REACH EM.
THEY'RE SPENDING TIME IN THE CLASSROOM WITH SO ON
SO JUST MR SAID YOU, ALICE MENTIONED THAT.
SO WHEN YOU HAVE TO APPROVE THE, UM, WHATEVER IS BEING OFFERED FOR RECERTIFICATION CREDIT AND SO ON, YOU CONFER WITH ISD TO ABOUT THE CONTENT? NO, MA'AM.
I'M NOT GONNA DO, PUT THINGS IN THERE ARE, ARE NOT TRAINED.
SO THE TRAININGS I HAVE TO MAKE DECISION, WHETHER IT'S TRAINING OR, AND I'LL CALL THE PERSON THAT IS HOSTING THEM.
I CAN GET SOME MORE INFORMATION OR APPROVE.
I HAVE WENT, CALLED ME ON TIME AND SAID THAT NEED TO APPROVED THIS
BUT
YOU SHOULD DESCRIBE JUST YEAH.
I, THEY, SOME, SOME OF THE ACADEMIC CONTENT, LIKE PLCS.
I'LL CALL THE, CALL THE PERSON THAT'S TO THE TRAINING
AND USUALLY THEY HAVE TO COME WITH AN EXPLANATION OF THE STUDENTS'.
YOU CAN, THE DECISIONS APPLY FOR MM-HMM.
[01:10:01]
WE KINDA MOVE INTO THIS OTHER PART OF DEVELOPMENT AND WE THOUGHT WAS IMPORTANT JUST TO HIGHLIGHT THIS PROGRAM.SO WE TURN THIS OVER TO MOST OF THESE TO TALK ABOUT INDUCTION.
SO AS YOU CAN SEE, UH, CONTRACTS HUNDRED 29 TEACHING IN THAT ARE IN ONE.
THOSE ARE OUR UNIQUE TEACHERS THAT ARE COMING IN, WHETHER THEY'RE INTERNATIONAL OR ON FRESH OUTTA COLLEGE.
SO WE THAT'S, WE HAVE INDUCTION TEACHERS THAT ARE, WE HAVE 87 TEACHERS THAT ARE IN TWO AND TEACHERS THAT I ACTUALLY, WHAT IS THAT TALKING ABOUT YOU? ABOUT THE 2 7 1.
AND WE, WE CAN GET THAT WITH YOUR A STATEMENT REAL QUICK.
WELL, WE, AGAIN, WE HAVE, WE HAVE OF, WE TEACHING ON IN CONTRACT 1, 1, 2, AND THREE AND THEY'RE THAT INDUCTION CONTRACT AGAIN, WE TREMENDOUS, UH, SUPPORT HOW MENTORS YOUR GREAT JOB OF SUPPORTING THIS TEACHING BETTER NEED IN SCHOOL.
PRINCIPALS CAN CONTACT ME AND SAY, UH, YOU KNOW, THIS TEACHER IS STRUGGLING.
UH, WHAT CAN WE DO THAT'S LIKES I'M DOING ONE NOW.
THAT'S LIKE 7% OF OUR TEACHERS ARE BRAND NEW TEACHERS.
TEACH ON, I THINK WITH THE MENTORS.
YOU WANNA TALK ABOUT THE SPECIALIZATIONS, HOW WE HAVE SOME SPECIALIZED FOLKS IN THE MENTORS? YEAH.
SO WE HAVE, WE HAVE, UH, UH, I'M, WHICH IS, WHICH IS VERY FORTUNATE.
WE HAVE A SPECIAL ED FIRST, UH, CAMPAIGN
UM, SO THERE'S A SPECIAL ED CONCERN.
SHE'S GO-TO, FIRST WE HAVE A SECONDARY, WE HAVE A MIDDLE, HAVE AN ELEMENTARY, UH, WE HAVE KENT, WE, WE HAVE, UH, SUZIE, WHO, UH, ACTUALLY DEALS WITH OUR RETIRED, UH, MENTORS, UH, AND NATIONAL, NATIONAL BOARDS IN ARTS AS WELL.
SO HAVE, WE HAVE A SIX MEMBER, UH, FROM MENTOR TEAM.
THEY'RE FABULOUS AS FAR AS EVEN THE TRAINING.
EACH OF THEM AS THE STATE HAS COME UP WITH, UH, THREE SPECIAL AREA EVALUATOR, UH, INSTRUMENTS FOR THREE DISCIPLINES THAT I, WHEN I COME UP, AND EACH ONE OF THEM HAS CHOSEN AT LEAST ONE AREA TO BECOME CERTIFIED IN.
NOT SO THAT THEY CAN GUIDE, BUT SO THAT THEY UNDERSTAND THE STATE'S STATE FOCUS.
SO THESE ARES, ARE THEY TEACHERS, ARE THEY FULL TIME VENTURE? DOES THAT CORREL TO THE COORDINATOR POSITION AT ALL? COORDINATORS DOES NOT, DOES NOT.
THESE ARE, UH, STRICTLY IN, IN CLASS SUPPORT FOR TEACHERS.
SO TYPICALLY THE
THEY SEMINARS ON THE SIX SEMINARS.
INDUCTION ONE SEMINARS, TWO SEMINARS.
THEY'LL, THEY MEET WITH THESE TEACHERS AFTER SCHOOL AND THEY'RE IN CLASSROOM.
AND CLASSROOM IS AN INDIVIDUALIZED DIFFERENTIATED SUPPORT.
SO IF IT'S CLASSROOM MANAGEMENT, THEY CAN WORK ON THAT.
IF IT'S LESSON PLANNING OR ASSESSMENT, EVALUATION, YOU KNOW, THAT'S WHAT THEY WORK ON.
THE GOAL IS TO BE ABLE TO GET THEM READY AFTER THEIR SECOND YEAR OF REDUCTION FOR, UH, THE FIRST YEAR OF EVALUATION.
AND TO ADD EVEN MORE ONTO THIS, WHEN WE, WE RECRUIT, WE TALK TO OUR UNITS IN SHAPE.
WE TALK ABOUT INDUCTION ONE AND THE INDUCTION TWO, WE TALK ABOUT OUR MENTORS.
AND SOMETIMES WITH SPECIAL ED, BECAUSE IT'S A HIGH AREA, FORD WILL CONNECT THEM.
SO THOSE ADDITIONAL CONVERSATIONS THAT WE HAVE, THEY, WITH THE PRINCIPAL THAT WITH THE MENTORS, WE REALLY, EVERYBODY'S GOING DOWN THE LINE HERE.
SO, UH, RECENTLY THEY ASKED ME TO DO A SESSION WITH THE INDUCTION TEACHERS OF ALL THESE LEVELS IN ONE.
AND IT WAS FOCUS ON WORK LIFE BALANCE, SELF CARE, MENTAL WELLBEING, UM, BEING ABLE TO SHOW UP AS YOUR BEST SELF FOR DOING THE WORK THAT THEY DO, BECAUSE THIS IS A NEW REALM FOR THEM.
SO IT'S, IT'S ABOUT MAKING SURE THAT THEY'RE ACTUALLY ABLE TO TAKE CARE OF THEMSELVES IN THE PROCESS OF THAT.
[01:15:01]
AND THAT WAS VERY WELL SINCE I AM NEXT, UM, SINCE THAT'S IMPORTANT, WORKERS COMPENSATION, WHICH IS THE INJURIES.WHEN I'M LOOKING AT INJURIES AND I'M SEEING TRENDS OR I'M CONCERNED ABOUT WHAT I'M SEEING, UM, LIKE JUST LAST WEEK I CALLED SHELLY AND SAID, HEY, YOU HAVE A FAIRLY NEW TEACHER.
UM, IT'S A TOUGH CLASS, HAVING SOME, A LITTLE BIT ISSUES IN THE CLASSROOM, UM, COULD, YOU CAN WORK WITH HER AND REALLY WORK ON SOME OF THESE STRATEGIES.
AND SHE, THIS IS WHAT WE'RE DOING.
I'M LIKE, WELL, THIS IS WHAT I'M SAYING.
AND SO THEN WE WORKED TOGETHER TO TRY AND LOOK AT, YOU KNOW, FROM MY VIEW MOMENT, BRING A DIFFERENT PERSPECTIVE.
AND YOU KNOW, I'M TRYING TO STOP TEACHERS FROM BEING INJURED.
SO WE KIND OF LOOK AT IT FROM THIS PERSPECTIVE.
AND THEN SHE'S LIKE, WELL, I CAN SPEND MORE TIME AND WE CAN LOOK AT THIS.
SO, UH, ON THE INFORMATION I'M MEET WITH MENTORS.
WE ARE, IT'S NOT TOO BUSY, BUT WE TRY TO MEET AND THE MEETING, TRY TO GET A GAUGE ON, YOU KNOW, WHICH TEACHERS ARE STRUCK.
AND DEPENDING ON WHAT THEY SAY TO ME, I'LL OUT TO THIS.
I'LL SAY, HEY, THIS CAN EMOTION SUPPORT WHAT YOU, HOW HAVE THIS SCHEDULE OF PROGRAM PROGRAM, YOU KNOW, IT'S BEEN A LIKE LINE.
I MEAN THERE, THERE HAVE BEEN, WHEN I WAS IN THE CLASSROOM AND TEACHERS, IT WAS JUST A LIFELINE BECAUSE IT'S NOT A BUILDING MENTOR, IT'S SOMEONE THAT'S OUTSIDE THE BUILDING.
AND YOU CAN TALK FREELY TO THEM.
YOU KNOW, THEY HAVE INSIDE MENTOR BUILDING MANAGERS TOO.
BUT THIS IS JUST SOMEONE THAT HAS THE DISTRICT LEVEL EXPERIENCE.
AND SO IT'S BEEN YEARS, RIGHT? IT'S BEEN YEARS ON THE OUTSIDE, THE OUTSIDE.
THEY, I'M THAT I'M SOMETHING ABOUT A, MY QUESTION IN TERMS OF ALL THE SUBCONTRACTORS CERTIFIED TEACHERS, BUT THEY'RE NOT JUST BEING PAID.
THEY'RE ACTUALLY THE CLASS THEY'RE TEACHING TEACHERS.
IT'S, IT'S, ITS LIKE, IT'S ON THE JOB TRAINING, INTENSIVE TRAINING, RIGHT.
AND LIKE MR. D MENTIONED, ALL THE SEMINARS AND EVERYTHING IS RIGHT.
EVERYTHING THERE IS ACCOUNT, RIGHT? KNOW THEY CAN SIX DISTRICT MENTORS, BUT EVERY TEACHER HAS A DISTRICT MENTOR AND EVERY TEACHER HAS MENTORS INSIDE OF THE BUILDING.
SO THEY HAVE TWO MENTORS, SO MANY MENTORS IN THE BUILDING.
THIS ROLE, WE HAVE SIX OF DISTRICTS.
SO WHAT WE CALL THOSE INTROS, WE ARE RELEASED S THE RELEASES FROM A TEACHING STUDENTS DO IS FOR THE TEACHERS, IT'S FULL.
THAT'S OF, THAT'S MAGICALLY DELIVER IN THEIR OWN RIGHT? YES, THEY ARE.
THEY THAT CONCLUDE THE EVALUATION.
WELL, THAT'S THE DEVELOPMENT PART.
I'LL JUST, UM, MENTION TO YOU THAT OF ALL THE PRINCIPAL WE'RE EVALUATED, AL'S EVALUATED THE DEPTH SYSTEM THROUGH DEPARTMENT.
RIGHT? SO AD DEBTS AND THE DEBT
SO WHAT ABOUT ASSISTANT TURNS ON UP THE, THAT'S
WHAT? SO I'M ANITA TO DO SHE KNOW IT'S PRETTY, UH, LATE TEACHERS GONNA RUN THROUGH WHAT YOU MIGHT WISH YOU, YOU QUESTIONS, YOU KNOW, AND JUST TO PIGGYBACK ON WHAT SAID, UH, BOTH OF THOSE SYSTEMS, THE PRINCIPAL EVALUATION SYSTEM AND THE TEACHER EVALUATION SYSTEM, UM, ARE BOTH MANDATED BY THE STATE SOUTH CAROLINA.
THEY'VE DEVELOPED THE PERFORMANCE STANDARDS FOR EACH GROUP.
AND AS FAR AS THE TEACHERS ARE CONCERNED, UM, THE DIFFERENT CATEGORIES OF TEACHERS, UM, PREDICTS THEIR EVALUATION, UH, SYSTEM OR THE EVALUATION INSTRUMENT, I SHOULD SAY.
AND ON THE SHEET THAT YOU HAVE, IF YOU LOOK
[01:20:01]
AT THE LEFT, UH, HAND CIRCLE, THE PIE CHART, BROTHER, BACK BACK ONE SLIDE.IF YOU LOOK AT THE LEFT PIE CHART, YOU'LL SEE THE FOUR BROAD CATEGORIES OF TEACHERS.
ALL TEACHERS ARE EVALUATED EVERY YEAR, JUST LIKE ALL PRINCIPALS ARE EVALUATED EVERY YEAR.
WHAT CHANGES IS ACCORDING TO THEIR CONTRACT LEVEL AND THEIR, UM, CERTIFICATE LEVEL, UM, AND HOW THEY ADVANCE TO THE NEXT EVALUATION TYPE.
BUT HERE YOU SEE THE FOUR BROAD GROUPS OF CLASSROOM TEACHERS, THEN SCHOOL COUNSELORS, UH, MEDIA SPECIALISTS AND SPEECH LANGUAGE THERAPIST.
AND FOR EACH OF THOSE GROUPS, THERE'S A DIFFERENT INSTRUMENT WHICH I REFERRED TO EARLIER.
WE WERE TALKING ABOUT MENTORS.
AND I SAID, EACH OF THEM HAS CHOSEN TO CHOOSE ONE OF THOSE SPECIAL AREAS.
AND THAT'S FAIRLY, LIKE WITHIN THE LAST THREE YEARS.
AND THE MAJORITY OF THE MENTORS ALSO ARE CERTIFIED TO EVALUATE, BRING THE PLATFORM TEACHERS ALSO, UM, ON THE RIGHT HAND SIDE, THE OTHER PIE CHART THEN BREAKS IT DOWN INTO THE TYPE OF EVALUATION.
AND YOU SEE THEIR GBE, FORMATIVE AND SUMMATIVE.
THE GBE IS AN ADVANCED, UM, EVALUATION PROCESS.
UH, TEACHERS THAT ARE ENGAGED IN THIS PROCESS ARE TEACHERS WHO HAVE ALREADY MET THE STAGE REQUIREMENT TO ADVANCE VARIOUS CERTIFICATE, WHICH IS BY THEIR CONTRACT.
THE CERTIFICATE IS ISSUED BY THE DEPARTMENT OF EDUCATION.
CONTRACTS ARE ISSUED BY DISTRICTS.
AND, UH, SO TO ADVANCE THAT, TO PARTICIPATE IN A GBE EVALUATION TYPE, THEY HAVE ALREADY MET THE STATE'S REQUIREMENT TO MOVE TO A PROFESSIONAL CERTIFICATE LEVEL.
THOSE TEACHERS WHO ARE BEING EVALUATED IN INFORMATIVELY WOULD BE THOSE WHO ARE RECEIVING SUPPORT FOR THOSE WHO ARE GOING THROUGH THEIR RECERTIFICATION EVERY FIVE YEARS.
SO THAT WOULD MEAN THE INDUCTION TEACHERS AND THOSE TEACHERS WHO HAVE BEEN TEACHING AT AT LEAST FIVE YEARS, AND IT'S TIME TO RENEW THEIR CERTIFICATE, THEY, THAT MEANS THEY HAVE A PROFESSIONAL CERTIFICATE ALREADY AND IT'S TIME TO RENEW THAT FOR THAT FIVE YEAR CYCLE.
THE SUMMATIVE EVALUATION IS THAT FORMAL, UH, EVALUATION THAT IS THAT TEACHERS ENGAGED IN TO MEET, TO SHOW THEIR PROFICIENCY IN MEETING THE STATE'S EXPECTATIONS FOR ALL TEACHERS.
AND THEY HAVE AN EXPENSIVE PROCESS THAT THEY GO TO GO THROUGH PRINCIPAL.
THIS MEANS EVERY PRINCIPAL IS EVALUATING EVERY WEEK, JUST LIKE ALL TEACHERS ARE.
THAT WAS PUT THERE, THAT EVERY ONE OF OUR 33 PRINCIPALS WAS EVALUATED ON TIME.
AND ACTUALLY IN THE WHOLE ENTIRE STATE OF SOUTH CAROLINA, THE LAST MEETING, THEY SAID EVERY PRINCIPAL IN THE STATE WAS, UM, EVALUATED ON TIME.
AND THAT MET ALL, ALL DISTRICTS MEANT THE CRITERIA THIS YEAR, HONOR.
ON THE LEFT HAND SIDE, YOU SEE THAT CHART.
THIS BREAKS IT DOWN MORE INTO THE DIFFERENT CONTRACT LEVELS.
IN THE STATE OF SOUTH CAROLINA, THERE ARE THREE CONTRACT LEVELS.
INDUCTION, ANNUAL AND CONTINU INDUCTION MEANS THOSE MOST NOVICE TEACHERS.
AND THE CONTINUING CONTRACT IS THE TOTAL OTHER END OF THE SPECTRUM.
ONCE A TEACHER GETS TO THE CONTRACT, TO THE CONTINUING CONTRACT LEVEL, THEY'RE THERE FOR THE ENTIRETY OF THEIR CAREER AS LONG AS THEY KEEP THEIR CERTIFICATE VALID.
UM, WITHIN THESE CONTRACT LEVELS, AS YOU NOTICE, I'M GONNA GO DOWN THE ORDER OF THIS CHART SO THAT IT MAKES MORE SENSE.
YOU SEE, THE FIRST ONE SAYS NO DATA.
THE REASON THAT, UM, THAT MIGHT EXIST AND DIDN'T MENTION CONSISTENT WHERE ALL OF THIS DOCUMENTATION OCCURS, IT'S SOMETHING CALLED S C B ANOTHER ACRONYM.
AND IT'S AN ONLINE PLATFORM INTO WHICH ALL OF THAT, UH, INFORMATION IS STORED.
UM, NO LONGER ARE WE UNDER ALL OF THESE DIFFERENT FORMS. WOULD YOU, IN THE, UH, OTHER SYSTEM WOULD SAY T AND THIS ONE IS NOW SOUTH CAROLINA TEACHING STANDARDS 4.0.
AND THE REASON YOU MIGHT SEE THAT IS IF AN EVALUATION HAS TO BE DISCONTINUED FOR ANY REASON THROUGHOUT THE YEAR, LIKE THE TEACHER MAY HAVE GOTTEN SICK AND COULDN'T CARRY IT OUT, UM, OR SOME OTHER EMERGENCY LIKE THAT MAY HAVE HAPPENED AND WE JUST DISCONTINUED AND CARRIED THE NEXT YEAR.
OR SOMEONE MAY COME AND THEY RESIGN.
WE DISCONTINUED THE EVALUATION.
SO THEN, UH, AT THE END, WE HAVE NO DOUBT ON THAT PERSON.
THEN YOU SEE THE LETTER OF AGREEMENT.
A LETTER OF AGREEMENT IS PRETTY MUCH, AS THE NAME IMPLIES, THEY HAVE AGREED TO CERT OUR DISTRICT FOR A CERTAIN PERIOD OF TIME.
SO THEY COULD COME KNOWING THAT WE'RE SEARCHING FOR A CREW.
AND LET'S SAY THEY BEGIN THE YEAR WITH US KNOWING THAT BY DECEMBER THEY ARE LIKELY, YOU KNOW, NOT TO BE EMPLOYED IN THAT POSITION ANYMORE.
AND THEN ADDITIONALLY, THERE'S A CERTAIN DAY COUNT THAT THE STATE HAS IN, IN PLACE THAT HAS TO BE AT LEAST 152
[01:25:01]
DAYS, THAT A TEACHER HAS TO BE EMPLOYED FOR THE STATE TO, UH, DEEM THEIR EVALUATION AND THAT THEY WILL ACCEPT THE RESULTS.SO ANYONE WHO STARTS AFTER THAT DATE, AND IT'S USUALLY ABOUT MID-OCTOBER, THEY WILL RECEIVE A LETTER OF AGREEMENT.
SO THERE'S NO OBLIGATION FOR THEM TO STAY WITH US AND NO OBLIGATION FOR US TO HIRE THEM BACK.
UM, THE INDUCTION, UH, CONTRACT LEVEL, YOU SEE THERE'S INDUCTION ONE, TWO, AND THREE.
AND AS REGGIE HAS INDICATED, THAT, UH, HAS TO DO WITH THEIR YEAR, THE ONE, TWO, AND THREE, WHICH YEAR THEY'RE IN.
AND THE TY OF SUPPORT THAT THEY GIVE, THAT'S, THAT'S NOT, THOSE ARE NOT YEARS OF EVALUATION.
ALICE SAID THE STATE DEPARTMENT MEANS THAT YEARS OF SUPPORT, THE TYPE OF SUPPORT THEY GIVE AT EACH ONE OF THOSE LEVELS IS DIFFERENTIATED.
SO AS YOU MIGHT IMAGINE AN INDUCTION, ONE TEACHER GETS A WHOLE LOT OF SUPPORT ABOUT THE WHOLE GAMUT OF WHAT IT TAKES TO BE A PROFESSIONAL TEACHER.
AND THEN THE SECOND YEAR IT, IT STARTS TO BE MORE FOCUSED ON THE NEEDS OF THE TEACHER AND, AND GETTING MORE INTO THE AREAS OF SPECIALIZATION.
AGAIN, SAY IF THEY'RE A SPECIALED TEACHER OR IF THEY'RE A SPEECH LANGUAGE THERAPIST, A SCHOOL LIBRARIAN, THOSE KINDS OF THINGS, IT STARTS TO GET MORE AND MORE INTO THAT.
IF A PERSON GOES TO INDUCTION THREE MOST OFTEN THAT IS, AS YOU INDICATED, UH, FOLKS WHO ARE INTERNATIONAL TEACHERS OR TEACHERS THAT WE MIGHT SEE HAVE PROMISED, BUT STILL NEED ANOTHER YEAR OF SUPPORT.
AND SO THE STATE HAS PUT IN PLACE THE OPPORTUNITY TO DO THAT.
AND ANOTHER REASON THEY DID THAT WAS BECAUSE AS REGGIE MENTIONED, THE WHOLE, UM, SMORES BOARD OF ALTERNATIVE ROUTES TO EDUCATION, MOST OF THOSE PROGRAMS REQUIRE UP TO THREE YEARS.
SO A TEACHER CANNOT BE ENGAGED IN THE FORMAL EVALUATION PROCESS UNTIL THEY HAVE MET SOME OF THOSE, UM, REQUIREMENTS WITHIN THE PROGRAM THAT THEY'RE PARTICIPATING IN.
AND THEN THE NEXT CONTRACT LEVEL IS ANNUAL.
THE STATE HAS WRITTEN INTO THEIR REGULATED CONSENT STATUTES, UH, THAT A TEACHER CAN BE ON AN ANNUAL CONTRACT FOR UP TO FOUR YEARS.
DURING THAT FIRST ANNUAL CONTRACT IS THE YEAR THAT THEY ARE, UH, ENGAGED IN A PROCESS WHERE THEY DEMONSTRATE THEIR PROFICIENCY TO MOVE FROM THAT INITIAL CERTIFICATE TO A PROFESSIONAL CERTIFICATE.
IF THEY'RE NOT SUCCESSFUL, UM, THEY DO, UH, GET TO ENGAGE IN THAT AGAIN.
BUT BEYOND THAT, MOST TEACHERS ARE SUCCESSFUL DURING THAT FIRST YEAR.
BUT AFTER THAT, THE SECOND, THIRD, AND FOURTH YEAR, UM, THEN THEY ARE ENGAGED IN WHAT WE CALL GBE GOALS.
PHASE FOUR STUDENT LEARNING OBJECTIVES, EVALUATION TYPE.
THEN LOOKING OVER AT THE RIGHT HAND SIDE, THAT PIE CHART IS AS THAT PUT TOGETHER, THE, OUR GREATEST OR LARGEST GROUP OF TEACHERS ARE THOSE WHO ARE CONTINUING CONTRACT TEACHERS.
AND THAT SPEAKS ABOUT RETENTION BECAUSE THAT SHOULD BE THE LARGEST GROUP.
ONCE THEY GO THROUGH THE EVALUATION, UH, PROCESSES AND THE SUPPORT AND PROFESSIONAL DEVELOPMENT THAT WE OFFER, THEN THEY STAY.
AND SO WE HAVE THOSE VETERANS ON BOARD, UH, TO CONTINUE EACH YEAR.
AND THEN YOU ALSO SEE WHERE HE HAS INCLUDED THOSE THREE, UM, SPECIAL AREAS AS THE STATE REFERS TO THEM.
THE SPEECH THERAPISTS, LIBRARIANS AND SCHOOL COUNSELORS.
UM, SO EVERY TEACHER IN EVERY DISCIPLINE IS EVALUATED EVERY DAY.
AND THERE ARE ALSO SMALLER GROUPS SUCH AS, UM, COACHES AND, AND, UH, THAT GROUP THAT ALSO, UM, THE DEPARTMENT OF EDUCATION ALLOWS DISTRICTS BE USING THOSE STANDARDS AND EXPECTATIONS FOR TEACHERS, DEVELOP THEIR OWN DISTRICT, UM, PROCESS FOR PEOPLE IN THOSE VERY SPECIFIC, ITS THINK FROM HERE US A LOT OF INFORMATION, BUT DON'T ONLY THE FORM I I I I HAVED THAT, THAT DR A OF INFORMATION, BUT IT, IT WOULD HELP LIKE YOU WORDS.
AND IF WE COULD LOOK THAT UP OR IF YOU, NOW WE CAN GO BACK AND READ.
CAUSE LATER I GO HOME, I, AT THIS GRAPH CAN TRY TO REMEMBER WHAT SOME, SOME OF THAT STUFF YOU SAID TO ME, BUT IT WAS WRITTEN DOWN IN MORE DETAIL, CAN GO BACK AND DEFINITELY, IT'S LIKE A JOB.
THAT WAS A GREAT, UM, LAYOUT OF IT.
AND AS YOU SAY, UM, ALL ADMINISTRATORS AT THE SCHOOL LEVEL ARE TRAINED TO BE ABLE TO EVALUATE TEACHERS.
AND EVEN IN EACH BUILDING, I HAVE REQUESTED THAT AT LEAST ACCORDING TO THE SIZE OF THEIR TEAM, THERE HAS TO BE AN ADMINISTRATOR IN THE BUILDING WHO IS ALSO TRAINED TO EVALUATE IN ONE OF THOSE THREE SPECIAL AREAS.
MANY OF THEM ARE TRAINING ALL OF THOSE AREAS.
[01:30:01]
TRAINING.AND THEN WE ALSO USE TEACHERS THAT ALSO PARTICIPATE IN EVALUATIONS.
AND, UM, IT'S, IT'S A GOOD PROCESS.
SO WHO EVALUATES PRINCIPLES? UH, THAT HAPPENS INS? THE EDS? THE EDS WHO DID PRIOR TO THE EDS? CAUSE THAT'S A POSITION I'M TALKING ABOUT.
AND SO, UH, I'LL WE'RE THAT, UM, MY MY MY, MY QUESTION IS, UM, I DON'T,
I I, ALL RIGHT, ANYWAY, CAN I THINK, WAS THIS YOU COUNTING SAY IT MAKE IT SERIOUS? YES.
WE HAVE PEOPLE THAT ARE COMING FROM DIFFERENT STATES.
THEY'LL GO THROUGH AN INDUCTION ONE.
THEY'LL COME TO AND SAY, WHY, WHY AM I GOING THROUGH INDUCTION TWO? MY LAST COUNTY, I'VE ALREADY PASSED INDUCTION ONE.
WHY CAN'T BE NCE? WELL, AFTER THEY GO THROUGH OUR PROCESS AND REALIZE HOW THOROUGH WE ARE, WE LOOK AT EVERY EVALUATION, SHE LOOKS AT 'EM, WE, UH, WE ALL IT, WE MAKE SURE EVERYTHING'S NOT PROPERLY.
AND AFTER THEY GO THROUGH THAT, UH, INDUCTION TWO, THEY APPRECIATE THAT SECOND YEAR OF INDUCTION TWO, THEY WOULDN'T HAVE BEEN SUCCESSFUL.
SO, SO SINCE WE MADE THAT MANDATORY INDUCTION ONE, INDUCTION TWO, OUR, OUR SUCCESS RATE, IT'S GOING UP WITHOUT FALLING LANGUAGE.
THAT, THAT, THAT'S, THAT'S, UH, YEAH.
A LOT OF TEACHERS, I'VE HEARD, SOME TEACHERS I, WE GOT, I JUST THROUGH, I, I AIN'T, I DON'T WANNA COME.
I, I, I GOT, I ACCEPT I'M ABLE OUT.
I, AND IT'S, IT'S, THEY FROM A DIFFERENT TOWN, RIGHT? THEY COME FROM A DIFFERENT STAGE.
WE TELL THEM DURING ORIENTATION, WE'RE PROVIDING YOU SUPPORT COURT HAS NOTHING TO DO.
AND WE'VE HAD TEACHERS THAT COME DOWN AND PUT THE FIRST MONTH, PRINCIPALS ARE CALLING US SAYING, SEE WAY WE CAN SUSPEND THIS EVALUATION.
THIS TEACHER'S NOT READY CAUSE THEY WEREN'T READY FOR PRINCIPALS COMING IN.
CAUSE CAN'T SPEAK FOR OTHER STATES.
BUT I WHAT HAPPENS IN OTHER STATES, BUT WOULD ASSUME THEY'RE NOTED PRINCIPALS ARE NOT COMING IN.
THEY DON'T HAVE MENTORS COMING BY.
AND OTHER TEACHERS IN, UH, IN THE SURROUNDING CLASSROOMS WILL TELL YOU, HEY, THIS PERSON NEEDS SUPPORT AND WHAT, WHAT THEY'RE SUPPOSED TO BE DOING, LESSON PLAN, NOT READY.
YOU KNOW, THE, SO THEY KNOW WE'RE SERIOUS ABOUT OUR EVALUATION PROCESS AND THEY LET US KNOW SOMETHING IS NOT RIGHT.
AND THE STATE, THE STATE LAYS THE FOUNDATION FOR THE EXPECTATIONS FOR, UM, EVALUATIONS FOR EVERY DISTRICT ACROSS THE STATE.
BUT ALSO THEY GIVE DISTRICTS DISCRETION TO ADD THEIR OWN LITTLE TOUCH ON.
YOU HAVE TO DO THE MINIMUM WHAT THE STATE REQUIRES, BUT YOU CAN ALSO ADD MORE.
SO WHEN THEY COME HERE AND THEY HAVE THAT MENTOR SUPPORT, THEY GO THROUGH OUR PD, UM, EXPERIENCES, THEN THEY HAVE BECOME ADVERTISED AND YOU KNOW, SO THEN THEY GET TO LEARN HOW WE DO THINGS.
SO THAT, THAT DOES CHANGE FROM DISTRICT TO DISTRICT.
SO WHEN RE TALKS ABOUT THE VETERAN TEACHERS MAYBE THAT ARE COMING TO US FROM OTHER PLACES, THEN THEY START TO SEE THE DIFFERENCE.
IT'S OK, MAKING SURE WE'RE TALKING ABOUT CLASSIFIED EVALUATION, MR. SMITH,
ALSO WITH THAT PROCESS, THE SAME WAY THE EDS NEW, UH, EVALUATION PRINCIPLES, ONLY PRINCIPLES IN THAT BUILDING, NEW EVALUATION THAT THAT BROTHER OH NO, THEY, YEAH, THEY DO ALL THE ADMINISTRATORS WITHIN THEIR BUILDING EVALUATE THEIR TEACHERS.
HOWEVER, WE DO HAVE A COLLEGIAL SPIRIT AROUND HERE.
UM, AS FAR AS EVALUATIONS, SAY FOR INSTANCE, LET'S SAY, UH, EVALUATING A LIBRARY AND IF A SCHOOL DOESN'T HAVE, FOR WHATEVER REASON, MAYBE THEIR LIBRARIAN IS A NEW LIBRARIAN OR OR YOUNG IN THEIR CAREER AND THEY HAVEN'T BEEN TRAINED, THEY CAN BORROW WITH THE PERMISSION OF THAT PRINCIPAL AND A LIBRARIAN THAT IS TRAINED TO A LIBRARY TO SERVE AT SCHOOL.
THEY DO THAT WITHOUT QUESTIONS.
CAUSE THEY KNOW THE TABLES COULD TURN AT ANY YEAR.
RIGHT? BUT THERE'S NO PRINCIPLES OUTSIDE OF THE, OUTSIDE OF THAT BUILDING GOING SEATS.
NOT UNLESS THAT THAT PRINCIPAL HAS A CERTIFICATION THAT IS NEEDED ON ANOTHER EVALUATION.
THEY DON'T LET EACH OTHER FALL.
WE FILL THE TEAMS AS NECESSARY.
AND THEN, UH, WE DO ALSO BRING IN RETIRED ADMINISTRATORS IF WE
[01:35:01]
NEED TO, WHO ARE TRAINED.AND THEIR CERTIFICATES ARE CURRENT.
AND AS RANDY SAID, THEIR CERTIFICATES NEED TO BE UPDATED, RENEWED, CAN HELP WITH THAT.
SO TEACHER IN THE BUILDING THAT EVALUATION PROCESS PRINCIPAL AND HAVE THAT PRINCIPAL SIT ON THE EVALUATION.
WHOLE TEAM, WHOLE TEAM, WHOLE TEAM.
WELL YOU HAVE TO HAVE AN ADMINISTRATOR ON THE TEAM AND THEN YOU HAVE A SUBJECT MATTER EXPERT.
AND THEN THAT THIRD EVALUATOR JUST COULD BE A TRAINED EVALUATOR.
SO IT'S A PEER EVALUATION MODEL.
IT'S DESIGNED FOR GROWTH AND DEVELOPMENT.
UM, AND IT'S VERY OBJECTIVE BECAUSE OF THE, THE NATURE OF THE AVERAGE OF THE SCORES OR THE TEAM MEMBERS.
SO, UM, AND CLASSIFIED, YOU GONNA ASK ABOUT THAT? SO ABSOLUTELY.
I'M JUST GONNA LET YOU TAKE A DRINK WHILE I ADDRESS THAT.
WE HAVE ALL OF OUR CLASSIFIED EMPLOYEES IN THE DISTRICT ARE EVALUATED AS WELL, BUT THAT'S A LOCALLY DEVELOPED MODEL AND IT'S BASED ON NINE PERFORMANCE STANDARDS.
AND SO THAT NINE PERFORMANCE STANDARDS, PRINCIPLES, OR DEPARTMENT HEADS WILL DO THOSE ON THE CLASSIFIED EMPLOYEES THAT WORK UNDERNEATH THEM.
SO WE EVALUATE EVERY EMPLOYEE IN THE DISTRICT EVERY YEAR.
SO THIS'S SIT TOGETHER, UM, FOR THOSE AFTER THE BOARD AND EFFORTS TO, UM, BRING OUR STAFF UP TO, IT BECOMES THE COMPENSATION.
YOU KNOW, COMPENSATION NOT ONLY INCLUDES ALL THE SUPPORT THAT WE GIVE ALSO INCLUDES.
SO THIS YEAR BE TO BRING OUT TEACHERS UP THE NUMBER ONE STATE OF SOUTH CAROLINA.
AND WE ALSO GAVE ALL EMPLOYEES, I'VE LOOKING AT DATA TO SEE WHAT THE IMPACT OF THAT.
I HAVE THAT FOR YOU, UH, IN ABOUT ANOTHER MONTH OR SO.
UM, THAT IS AN AREA THAT IS ADDRESSED IN OUR, UH, ANNUAL CLIENT OR OUR SEMI-ANNUAL CLIENT SURVEY WHERE WE TAKE DATA METRICS FROM THE SPRING AND FALL EACH YEAR.
SO CAN I ASK A QUESTION ON THAT? DO YOU DECIDE A QUESTIONS I'M ASSUMING BECAUSE OF NO, NO MA'AM.
UM, ALL OF THOSE QUESTIONS ARE, IT'S BECAUSE IT'S A NATIONALLY DATABASE, UH, NATIONAL DATABASE.
EVERY INSTITUTION THAT PARTNERS WITH TEACH UP MEET GETS EXACT SAME QUESTIONS.
SO, AND THOSE QUESTIONS ARE ALL BUILT AROUND, UM, THE POPULAR THEMES IN THE RESEARCH.
UM, AND THE OTHER THING IS THEY HAVE TO ALL BE THE SAME YEAR AFTER YEAR AFTER YEAR AFTER YEAR FOR THAT CONSISTENCY AND VALIDITY, RELIABILITY.
HOW WAS THAT? UM, AND SO ONE OF THOSE QUESTIONS TRIES TO CAPTURE THE IMPACT OF SALARY ON CLIMATE SATISFACTION.
ONE OF THE QUESTIONS SPECIFICALLY SAYS, UM, I AM SAT, I FEEL I AM SAT, I AM SATISFIED WITH THE COMPENSATION I EARN FOR THE WORK HIGHLY.
AND UM, AS FAR AS RECRUITMENT TOO, DID YOU GUYS NOTICE, I GUESS IT CAME OUT A LITTLE LATE, THE RECRUITMENT.
BUT UM, IF I CAN, ARE WE STILL NUMBER ONE FIRST STARTING
UM, I'M STARTING
BUT STATEWIDE, NEW COUNTY
SO YEAH, ALL COUNTY RUNS SLOW, BIGGER SINCE WE JUST IMPLEMENTED THE NEW SALARIES INCREASES THIS YEAR.
WE REALLY WON'T KNOW WHAT THE IMPACT IS ON RETENTION UNTIL THE END OF THE YEAR.
AND WE DO, I DID NOT, THE METRIC WITH, WE HAVE OCTOBER TO OCTOBER YEARLY, UH, VACANCY REPORT THAT WE DO.
AND SO, UM, OUR VACANCIES ARE DOWN SIGNIFICANTLY THIS YEAR THANKS TO THE TALENT ACQUISITION TEAM AND ALL THE SEVEN COMPETITIVE ADVANTAGES WE OFFER.
THEY'RE DOWN THIS YEAR FROM WHERE THEY WERE LAST YEAR AT THIS TIME.
SO YEAH, IN FACT WOULD BE JUST IN THE TANK BECAUSE I'M EACH A SHORTAGE KARAMA.
BUT WE ACTUALLY, WE, WE MAINTAIN OR INCREASED OUR, UH, YOUR TEACHER RATE BY PERCENT.
AND OUR, OUR TOTAL, YOU DO HAVE THIS AS AN, AS AN ARTIFACT, OUR TOTAL RETENTION RATE, UM, LAST YEAR WE INCREASED, AND THIS IS ALL, THIS IS ADMIN, CLASSIFIED, PROFESSIONAL AND CERTIFIED.
UH, WE INCREASED FROM 81 POINT 100% IN 20 21, 22 TO 85.35%
[01:40:01]
LAST YEAR.SO WE WERE PAYING, YOU KNOW, EIGHT OVER 85% OF OUR EMPLOYEES.
YEAH, I GUESS THE ONE THAT'S THE OBVIOUS PROBLEM, ISN'T IT? YEAH.
AND THAT'S, THAT'S ON PAR WITH THE NATION.
I MEAN THAT'S, THAT'S A NATIONAL SOCIETY.
BENEFITS WE'RE COME ARE IT UP HERE, HAVE BENEFITS, AND THEN THE YOU COME AND TALK TO STUDENT.
DISCLAIMER HERE IS BENEFITS, THOSE THINGS VERY BORING.
SO AS I SPEAK THEIR RETIREMENT INSURANCE CHANGING.
SO ANYTHING I NOW IS, IT'S DEFINITELY, IT'S JUST YOUR MISINTERPRETATION.
BUT, UM, SERIOUSLY WITHOUT DENTIST, UM, PACKAGE HERE, AS YOU CAN SEE WE OFFER TWO DIFFERENT HEALTH PLANS.
WE HAVE OUR SAVINGS, OUR HEALTH SAVINGS PLAN, OUR HEALTH STANDARD PLAN.
THE HEALTH SAVINGS PLAN IS COMMONLY REFERRED TO AS A LOW PREMIUM DEDUCTIBLE.
RIGHT NOW YOU CAN SEE THE UM, MONTHLY PREMIUMS FOR EMPLOYEE ONLY COVERAGES LIKE NINE SEVENS.
BUT THAT DOES MEAN THE ACA REQUIREMENTS FOR THE CARE REPORT THAT TO THE IRS THAT REQUIRE THE CARE ACT AND AGAIN, THE DEDUCTIBLE ON THAT.
SO ITS CONSIDERED THAT WE HAVE OUR HEALTH.
DID YOU KNOW THAT YOU CAN SOMEONE ELSES LIKE THAT HEALTH INSURANCE, THEY MONEY A TAX FREE HSA, HSA MM-HMM
AND OUR HEALTH STANDARD PLAN HERE, YOU CAN SEE THAT WITH OUR HEALTH STANDARD CLAIM, THE DISTRICT HAS SUBSIDIZED THOSE PREMIUMS FROM THE TRUE STATE RATE PREMIUMS. IF YOU'RE LOOKING AGAIN FOR EMPLOYEE COVERAGE ONLY, THE STATE PREMIUM THERE IS 90 AND 68 CENTS PER MONTH.
THE COUNTY EMPLOYEES PAY 60 EMPLOYEE CENTS FOR THAT PER MONTH.
SO IT THE SAVINGS FOR EMPLOYEES OF ABOUT 33 EMPLOYEE CENTS PER MONTH.
SO IT'S RIGHT AT ABOUT 8% MORE OF WHAT THE EMPLOYER, IF YOU NOTICE THERE, THAT'S WHAT THE EMPLOYER PAYS FOR EACH EMPLOYEE, UM, FOR THE COVERAGE THAT THEY MAY HAVE WITH THAT PLAN.
SO YOU, THE EMPLOYERS PAYING ABOUT WHAT'S REQUIRE STATE FOR WERE TO HAVE THAT HELP PLAN SUBSIDIZED FOR THE EMPLOYEES THERE.
AND THIS IS ALL THE WAY THROUGH EMPLOYEE OWN COVERAGE TO FULL FAMILY.
IT'S ALL SUBSIDIZED FOR THIS, UM, WITH THE DISTRICT HERE.
THAT'S WHEN, THEN YOU HAVE, UM, OUR NEXT SLIDE HERE.
YOU HAVE DENTAL AND DENTAL PLUS AND AVENTION.
UM, FROM THIS NOW THE BASIC DENTALS FOR EMPLOYEES, AND THIS IS EMPLOYEE OWN COST, THERE IS AN EMPLOYER, UM, PORTION OF 13 40 CENT.
SO THAT IS WHAT THE EMPLOYER PAYS EACH MONTH FOR THAT FOR EMPLOYEES.
AND THEN AGAIN, YOU CAN SEE WITH THE BASIC DENTAL PLAN, THERE ARE VERY LIMITED CHARGES FOR EMPLOYEE CHILD, EMPLOYEE SPOUSE.
AND NOW THE DENTAL PLUS PLAN, THAT IS TRULY, IT'S NOT A STANDALONE PLAN, IT'S A SUPPLEMENT TO THAT BASIC DENTAL PLAN.
SO THE EMPLOYEE DECIDES TO ADD THAT DENTAL PLUS IT IS ALL EMPLOYEE BASED PREMIUMS. THERE IS NO SUPPLEMENT THERE, THERE IS NOTHING THAT THE EMPLOYER PAYS FOR THEM TO KEEP THAT PLAN THERE.
AND THEN IF YOU LOOK AT THE VISION PLAN, THE VISION PLAN ALSO IS A, UM, EMPLOYEE OWN PLAN.
THERE NO EMPLOYER INFORMATION THAT IS KEPT ON THAT PLAN.
SO EMPLOYEE DECIDE TO ENROLL THE VISION THOSES THAT YOU'RE LOOKING AT SOME MONTHLY TRUE ROOMS THAT THE EMPLOYEES AND ALSO WHAT I NOT TO MENTION IS WITH THAT STATE, ANY HEALTH PLAN THAT EMPLOYEE FOR, THERE'S A, THAT THE EMPLOYEES FOR AT NO COST EMPLOYEE, THE PAYS 30 TWOS A MONTH PREMIUM.
THERE'S ALSO A BASIC LONG TERM DISABILITY THAT'S ATTACHED JUST BEING ENROLLED IN THE HEALTH PLANS.
AND THERE IS A EMPLOYER COSTS THREE 22 CENTS PER MONTH FOR THAT THEY PAY FOR.
AND THEN WE HAVE OUR OWN, WE ALSO OFFER EMPLOYEES OPPORTUNITY TO DO A, THEY ANYWHERE 10,000 UP TO 500,000 BASED UPON THE, AND THE COST ON IT WAS BASED ON THE EMPLOYEES AGE AND
[01:45:01]
THE RATE RIGHT NOW.SO MATTER OF FACT, IN JANUARY THERE PREMIUMS ARE DECREASING.
CAUSE RIGHT NOW IT'S 58 CENTS PER 10,000 PER THIS DROP IS DECREASING TO, TO 40 CENTS FOR AT THOUSAND UP UNTIL THEY REACH THE RIGHT AGES.
AND THEN ALSO WHAT I'M LOOKING AT AND WHAT I LOVE ABOUT TOO, WHAT WE HAVE DONE, WE HAVE BROUGHT WORKING WITH HUB INTERNATIONAL AND BROUGHT IN SOME ADDITIONAL POLICIES, INDIVIDUAL POLICIES THAT OUR EMPLOYEES CAN ENROLL FOR THAT'S NOT OFFERED BY INSURANCE, BY STATE POLICIES.
AND IF YOU'LL SEE THERE, SOME OF THOSE ARE CRITICAL ILLNESS OR SHORT TERM DISABILITY AND UNIVERSAL LIFE INSURANCE.
ALL STATE CANCER POLICY AND HOSPITAL STATE POLICY, THESE ARE ALL INDIVIDUAL POLICIES.
UM, ANY BENEFITS HELD EMPLOYEES CAN HAVE OPPORTUNITY TO ENROLL ANY THOSE THAT COMING AS A TO ENROLLMENT PERIOD, THOSE ARE THE OPPORTUNITY THAT THEY ENROLL.
AND THEN IF YOU GO ON RETIREMENT, IT'S A BIG ONE.
EMPLOYEES ARE REQUIRED TO CONTRIBUTE 9%.
THAT STATE MANDATE THAT BY THE SOUTH CAROLINA GENERAL SENATE.
WE GET SOME EMPLOYEES THAT CALL THAT CANNOT DECREASE THAT OR CANNOT INCREASE THAT.
AND THE ANSWER IS, YOU KNOW, THAT IS BY CONTRIBUTE RIGHT NOW IS CONTRIBUTING 21% EACH EMPLOYEE THAT'S IN, IN A RETIREMENT PLAN.
THAT'S WHAT, AND IF THEY CHOOSE, IF THE EMPLOYEE CHOOSES TO PARTICIPATE IN THE STATE OPTIONAL RETIREMENT PLAN WHERE YOU HAVE ONE OF THE FOUR THREE VENDORS, IT'S ALMOST LIKE A 401K.
CAUSE THEY GET TO SELECT THE VENDOR AND THEIR MONEY GOES INTO THAT 5% OF WHAT THE EMPLOYER CONTRIBUTES GOES DIRECTLY INTO THEIR, AND THOSE ARE JUST, THOSE ARE SOME OF THE BENEFITS THAT'S THERE COMING UP AND IS ONE OF THE DEEP PACKAGES.
YOU'D BE SURPRISED HOW MANY HIRES REACH OUT TO US AND PULL SIDE COME HERE AND ASK QUESTIONS ABOUT INSURANCE RETIREMENT AND WHAT'S REQUIRED.
AND THAT'S A BIG MORE CAUSE STATE TRANSFERS COMING FROM OTHER SCHOOL DISTRICTS WITHIN SOUTH CAROLINA, THEY GET HERE PAYING LESS FOR OH, THEY'RE SAVING MONEY AND THEY'RE, THEY'RE OVERWHELMED ONED ABOUT IT.
THAT SAID, I GOT ANOTHER WAY TO GET IT FROM TO NOW.
SO WHAT, WHAT IS, UM, WHAT WAS THE PHILOSOPHY THOUGHT BEHIND UM, THE, AND FOR THE STANDARD HEALTH PLAN, UM, HAVING THE DIFFERENT, DECREASE THE EMPLOYEES PREMIUM.
THIS IS WHAT THE STATE MANDATES 97, BUT WE DO 60, BUT BUT THE EMPLOYEE ONLY PLAYS 64.
SO THERE'S LIKE A $33 DIFFERENCE THAT GOES WHY DO WE, THAT GOES WAY BACK TO ABOUT 2004 THEN.
AND ESPECIALLY KIND LIKE WITH CLASSIFIED STAFF, WE WEREN'T GETTING INCREASES.
THE TEACHERS, THE STATE INCREASES WERE MANDATED BY THE STATE.
THE TEACHERS INCREASE AND INSURANCES WERE GOING ALMOST EVERY YEAR.
AND THAT WAS THE WAY THAT THE DISTRICT OFFSET THAT WEREN'T INCREASES COMING IN.
AND SO THAT FOR CLASSIFIED STAFF AND THEY STARTED SUBSIDIZING UM, THE S BEFORE THEN WE USED TO HAVE THE, WHAT WAS CALLED THE BLUE CHOICE HEALTH PLAN, HAVE THE HMO AND ALL OF THOSE, THE STATE DROPPED THE HMO BECAUSE OF UM, POOR PARTICIPATION ON, SO THEY GOT RID OF THE HMO.
IT WAS A BLUE CHOICE, UM, PLAN THAT WAS THERE.
THEY SWITCHED OUT THAT FOR THE HEALTH SAVING PLAN.
CAUSE LIKE YOU SAID, WITH HEALTH SAVING PLAN, THEY CAN DO THE HEALTH SAVINGS ACCOUNT.
AND WHAT I LIKE ABOUT THE HEALTH SAVINGS ACCOUNT, IF YOU, IF YOU'RE IN THAT PLAN IS THAT YOU KEEP THAT MONEY, YOU DON'T LOSE IT.
YOU PUT THAT MONEY IN THAT ACCOUNT.
IT'S ALMOST LIKE A CHECKING ACCOUNT.
IF YOU LEAVE US, STUDENTS STILL HAVE ACCESS TO USE THAT MONEY NET HEALTH SAVINGS ACCOUNT THERE.
BUT THEY DID IT AS A WAY TO TRY TO OFFSET WHAT DID THEY THE THE BOARD.
UM, SO YOU, I'M SURE YOU KNOW WHERE MY NEXT QUESTION IS.
SO THE BOARD DECIDED TO SUBSIDIZE MM-HMM.
SO I'M JUST NOW THAT I EXPECT YOU HAVE THIS INFORMATION, BUT WHAT IS THE TOTAL COST OF THAT SUBSIDY? AND, AND NOW I'M JUST WONDERING VERSUS PUTTING THAT MONEY INTO EMPLOYEES POCKETS.
I JUST, JUST THROWING IT OUT THERE CAUSE I DIDN'T REALIZE THAT CREDIT FOR THAT'S, WE'RE GETTING CREDIT THAT
[01:50:01]
AND HOW UM, OF OUR EMPLOYEES DON'T TAKE ADVANTAGE OF THE HEALTH PLAN AND THEREFORE THIS IS AN ADDITIONAL AMOUNT THAT EMPLOYEES ARE BEING SUBSIDIZED OTHER THAN NOT.AND I'M JUST, FOR EXAMPLE, I NEVER TOOK THE HEALTHCARE OUT ALL THE, I WAS EMPLOYED.
I NEVER TOOK IT CUZ I MY HUSBANDS MILITARY.
BUT I DIDN'T GET THAT EXTRA LITTLE, YOU KNOW, EXACTLY.
I KNOW, I THINK RON HAS BOARD.
I'M SURE THERE ARE A LOT OF EXACTLY.
SO, BUT I DIDN'T REALIZE IT WAS A BOARD'S DECISION.
I THOUGHT IT WAS A STATE MANDATED THING.
KEEP YOUR HEALTHCARE RECEIPTS.
NO, BUT I'M JUST SAYING, SO HOW MUCH, I MEAN, YOU KNOW, PUTTING THE MONEY, TAKING THIS LINE IT AND DISTRIBUTING IT TO THE EMPLOYEES SAYING HEY LOOK AT HERES, I KNOW IT'S NOT MUCH, IT'S LIKE $33 FOR THIS.
BUT IF YOU DO THE EMPLOYEES THE REAL 60, I MEAN CAN YOU NOW PUT THAT INTO SALARIES? I MEAN NOW WHAT YOU THINK ABOUT TURNING THAT INTO SALARY NOW.
SO NOW WHAT WE'RE GONNA DO IS BE REQUIRED TO PAY THE FULL STATE THE, FOR THE PREMIUM.
SO THAT $34 THAT YOU HAD JUST PUT BACK IN THAT EMPLOYEE ONLY POCKET, IF THEY, THEY MAY HAVE IT AS A PRETAX DEDUCTION, WHICH MEANS IT'S GONNA BE BEFORE BE, THIS IS IN INSANE FEDERAL AND WE'RE AT THE TIME I'M NOT AT THREE CAUSE THE $33 BACK TO THE INSURANCE BECAUSE NOW YOU'RE MAKING ME PAY THE FULL FOR THAT HEALTH INSURANCE.
SO IT'S NOT, IT'S NOT ANYTHING TO THE BOTTOM LINE.
THERE'S SOMETHING, IT'S ALL THAT HAVE THAT ONE.
RIGHT NOW WE HAVE ABOUT 2,733 PARTICIPANTS THAT HAVE SOME TYPE OF ONE PLANS OR SOMETHING WITH THE DISTRICT OUT THAT, BECAUSE I JUST DID THAT ACA REPORT LAST YEAR.
I CAN TELL YOU THERE'S ABOUT 353 THAT DO NOT HAVE ONE OF THE HEALTH PLANS THAT'S OFFERED.
AND I ONE OF THOSE BECAUSE OF BEING MILITARY, RETIRE MILITARY.
AND I DON'T HAVE THAT COVERAGE THERE WITH THAT.
AND, BUT WHEN I LOOK AT IT AND I LOOK AT THE PERCENTAGE OF WHAT'S, WHO'S ENROLLED AND THE DIFFERENT FAMILIES MEMBERS AND STUFF LIKE THAT.
AND AGAIN, THAT IS ONE OF THE BIG DRAWS FOR EMPLOYEES THAT'S COMING HERE.
CAUSE THEY'RE, AND BELIEVE IT OR NOT, THE MONTHLY PREMIUM.
AND THEY'RE LIKE, THAT'S IT, THAT'S ALL.
AND I'M LIKE, YEAH, THAT'S IT.
AND THAT IS LIKE A, AND I DIDN'T THINK THAT THAT WOULD WEIGH SUCH A BIG YEAH.
AS TO WHETHER OR NOT THEY MAY WANNA COME AND WORK HERE.
AND THAT SAME QUESTION FOR THE, UH, RETIREMENT, YOU SAID THE STATE, UM, BECAUSE IF YOU'RE YOU, THAT'S WHAT THE STATE REQUIRES.
CO2 THREE, I WOULD THE SAME QUESTION THAT UM, IN TERMS OF, UM, 9% THE EMPLOYEE HAS TO BE PERCENT AND THE DISTRICT HAS TO, RIGHT? SO RIGHT.
SO THEY'RE PAYING 9%, THEY'RE PAYING 9%, YOU'RE PAYING 20, 23 OR 8%.
RIGHT? SO, SO, SO THAT'S WHAT COMPARISON IS THAT THEY'RE NOT MISUNDER THE STATE REQUIRING THOSE AMOUNTS EMPLOYER RIGHT.
IMAGINE THAT PERCENT PLUS THAT, I DUNNO HOW IT WORKS.
I GUESS IT'S LIKE 401K MATCH EMPLOYER HAS TO MATCH YOUR MONEY TO MY POINT IS EVERY EMPLOYEE MAY NOT, MAY NOT BE DOING THAT.
SO, OKAY, SO BASICALLY, SO THE 23 28 1 IS THE STATE MANDATE TOO? YES, IT IS.
SO THEREFORE I'M LOOKING FOR THE STATE MANDATE TO BE ON THE SIDE OF THAT AS WELL.
IT'S NOT HOW I SEE IT READING THIS, IT COMES ACROSS A 9% STATE MANDATE, BUT NOT, NOT, NOT BE 23, 28, 5 1%.
YEAH, THAT DOES, THAT MAKES SENSE.
YOU SO THAT'S WHY I'M, IT'S, YOU KNOW,
I JUST, IT'S NOT WRITTEN THERE.
BUT NOT YOU, IT SHOULD BE ONE IS WRITTEN RIGHT.
I'M YOU'RE GETTING THINGS CLARIFIED OR, OKAY.
ACTUALLY YOU ON, ACTUALLY THAT IS A, THAT IS A BIG, UM, UH, PART BECAUSE, UM, I
[01:55:01]
THE OTHER DAY, AND THAT'S WHY, THAT'S WHY ONE OF THE DEPARTMENTS IN LOST LOT OF PEOPLE IS BECAUSE OF THE, THE INSURANCE.NOT REALIZE, I'M TALKING ABOUT ABOUT 11 PEOPLE AT ONE TIME, THE DEPARTMENT, THEY CHANGED THE INSURANCE AND THEY CHANGED INSURANCE, BEAVER COUNTY AND THAT WALKED AWAY.
SO WE KNOW THAT LIMITED BENEFITS ARE NOT JUST LIMITED TO HEALTH AND DENTAL LIFE INSURANCE AND STUFF.
PE NOW TALKING TO US, SHE'S BEEN WAITING PATIENTS OVER THERE.
SOME OTHER EMPLOYEE BENEFITS THAT WE OFFER.
SO, AND SOME OF MY TEAM MEMBERS HAVE TALK ABOUT OUR COMPETITIVE ADVANTAGES.
AND WE'RE EXCITED AND PROUD TO BE, TO OUR KNOWLEDGE, ONE OF THE ONLY DISTRICTS IN THE STATE THAT OFFERS BOTH NO COST MENTAL HEALTH COUNSELING FOR STAFF MEMBERS, BUT ALSO NO COST CHILDCARE AVAILABLE TO NOT ONLY OUR STAFF MEMBERS, ALSO TO ESS EMPLOYEES WHO WE PARTNERED WITH TO OFFER THE CHILDCARE PROGRAM AS WELL AS OUR FOOD SERVICE AND TRANSPORTATION DEPARTMENTS.
THEY ARE, THEIR CHILDREN ARE PARTICIPATE IN THAT.
SO WE'RE VERY EXCITED TO OFFER OUR EPIC CHILDCARE PROGRAM AS WELL AS OUR, UM, MENTAL HEALTH PROGRAM.
YOU'LL SEE ON THIS SLIDE, UM, UH, THAT BLACK BOXES FROM THE ISLAND PACKET ARTICLE WHERE THEY TALKED ABOUT OUR MENTAL HEALTH PROGRAM.
UM, THE 1000 HOURS IS ACTUALLY WHAT WAS DELIVERED LAST SCHOOL YEAR FROM THE TIME THAT WE LAUNCHED TO THE END OF THE SCHOOL YEAR.
SO WE LAUNCHED APRIL 11 THROUGH THE END OF, UM, JUNE.
AND THEN IN JULY WE STARTED OVER AND JULY TO OCTOBER.
WE HAVE DELIVERED OVER 1200 HOURS OF, UM, MENTAL HEALTH CALLS, MENTAL HEALTH COUNSELING TO OUR STAFF MEMBERS.
UM, SO, AND THAT'S THROUGH HELLO HERO, WHO IS OUR PARTNER AGENCY THAT IS PROVIDING THOSE VIRTUAL, UM, SESSIONS.
AND THEN ROBIN, IF HE WILL ZOOM INTO THE PHOTO AT THE VERY BOTTOM TO THE RIGHT.
SO IN THE CENTER OF THAT PHOTO IS OUR, UM, OUR SUPERINTENDENT WHO WAS RECOGNIZED.
UM, WE DID A NOMINATION FOR HIM FOR A SUPERINTENDENT OF THE YEAR TO BE RECOGNIZED BY CLASS, CLASS LINK AND RTM AT THEIR FALL CONGRESS FOR THOSE TWO PROGRAMS THAT WE OFFERED.
UM, AND WE RECEIVED A LOT OF COMPLIMENTS FROM, UM, AND THAT, THAT, UM, RTM CONFERENCE WAS ATTENDED BY PEOPLE FROM ACROSS THE NATION.
AND THEY WERE IN AWE OF THE FACT THAT WE WERE OFFERING BOTH OF THOSE BENEFITS TO EMPLOYEES, UM, AT SUCH A TIME BECAUSE, YOU KNOW, RETENTION IS REALLY HIGH ON EVERYONE'S RADAR.
AND THIS IS SOMETHING THAT WE OFFER THAT GIVES US TRULY A COMPETITIVE ADVANTAGE.
IT'S NOT JUST SAYING IT IS NOT OFFERING GOOD SERVICE TO IT, BUT IT REALLY IS GIVING US AN ADVANTAGE OVER, UM, JUST, YOU KNOW, OTHER AGENCIES THAT ARE NOT ABLE TO PROVIDE THAT.
AND WE'RE ABLE TO GIVE TO OUR EMPLOYEES A PEACE OF MIND OF NOT HAVING TO WORRY IF YOU'VE GOT A SCHOOL-AGED CHILD, DO YOU HAVE TO FIGURE OUT WHAT COVERAGE IS GOING TO BE LIKE FOR CHILDCARE.
AND IF YOU'RE, IF YOU'VE HEARD ANYTHING THAT'S WITHIN OUR COMMUNITY, YOU CAN BARELY FIND ANY CHILDCARE THAT'S AVAILABLE THAT'S REPUTABLE.
SO WE'RE, WE'RE REALLY EXCITED TO BE ABLE TO PROVIDE THOSE BOTH TO OUR STAFF.
CAN YOU SPEAK A LITTLE BIT ABOUT, SO THEY, THESE ARE, THEY'RE NOT IN THE SCHOOL.
WHERE, WHERE DO WE HAVE THESE CHILDCARE FACILITIES? YEAH, SO THEY'RE IN ALL OF OUR ELEMENTARY, MIDDLE SCHOOL.
SO THEY'RE OFFERED AFTER SCHOOL.
SO FROM, FROM AN ELEMENTARY I WAS THINKING IT WAS LIKE YOUNG, LIKE ALL DAY YOUNG KIDS? NO, NO.
IT'S, IT'S ELEMENTARY AND MIDDLE SCHOOL.
EACH, EACH SCHOOL HOUSES THE PROGRAM.
SO AT ELEMENTARY IT'S FROM 2 45 TO FIVE 30.
AND AS THE SECONDARY IN THE MIDDLE SCHOOLS, IT'S 3 45 TO FIVE 30.
AND THAT ALLOWS EMPLOYEES FROM THE DISTRICT OFFICE TO ALSO BE ABLE TO HAVE THEIR CHILD ENROLLED, HAVE TIME TO GET OFF AND THEN BE ABLE TO GET TO WHERE WHATEVER SITE THEY ATTEND.
SO IF A CHILD, LET'S SAY ATTENDS OK T ELEMENTARY SCHOOL, THEY'RE ABLE TO STAY AFTER SCHOOL.
IF THEIR PARENT WORKS HERE AT THE DISTRICT OFFICE, THEIR PARENT DOESN'T HAVE TO WORRY ABOUT DO I HAVE TO GET THEM TO THE Y M C A, THE BOYS AND GIRLS CLUB OR ANOTHER PROGRAM.
THEY CAN STAY RIGHT AT THEIR SCHOOL.
DONALD SMITH HAS COME BACK AND IS WORKING PART-TIME WITH US THROUGH THE EPIC PROGRAM TO PROVIDE SUPPORT TO SCHOOL SO THAT THEY ACTUALLY HAVE A STRUCTURE TO THE PROGRAM.
AND IT'S NOT JUST A FREE FOR ALL, EVERYBODY JUST SHOWS UP AND THEY JUST STAY.
SO THERE'S AN ACADEMIC COMPONENT.
THERE'S UM, THE, OF COURSE THE BENEFIT OF OF BEING ABLE TO BURN SOME OF THAT ENERGY.
UM, BUT IT'S, IT IS MORE STRUCTURED THAN WE WORK WITH ESS TO BE ABLE TO MAKE SURE THAT WE STAFF SCHOOL.
DOES EVERY SCHOOL HAVE THIS? EVERY MIDDLE AND ELEMENTARY SCHOOL.
AND THEN WHY WOULD TEACHERS WANNA HAVE YOUR SCHOOL CARE TILL FIVE 30? OR IS IT SOMETHING THAT'S MORE GEARED TOWARDS YEAH, IT'S OPEN TO ALL.
SO IF YOU THINK ABOUT IT, UM, TEACHERS MAY HAVE MEETINGS AFTER SCHOOL.
TEACHERS MAY BE DOING AFTER SCHOOL TUTORING.
LIKE THERE ARE OTHER PROGRAMS THAT ARE AVAILABLE THAT THEY'RE ABLE TO TAKE ADVANTAGE OF, UM, THAT THEY, WE GIVE THEM THAT TIME.
BUT THEN WE ALSO WANTED TO EXTEND THE PROGRAM LONG ENOUGH THAT WOULD ALLOW OUR STAFF MEMBERS HERE AT THE DISTRICT OFFICE WHO USUALLY DON'T GET OFF UNTIL 4 35 TO BE ABLE TO GET TO WHEREVER, WHEREVER IT IS THAT THEIR CHILD IS IN THE PROGRAM.
AND I FEEL LIKE I SAW THAT THAT'S, IS THIS COMING OUT ESER FUNDING? ITS OKAY.
AND HOPEFULLY, UM, THE BOARD WILL BE LOOKING CONTINUE FUNDING.
WE WANNA BE ABLE TO WRITE ABOUT ABSOLUTELY.
CAUSE FOR TEACHERS AFTER SCHOOL, THIS IS
[02:00:01]
HUGE.ARE THEY GONE, BEEN RUNNING AND THEIR KIDS AND THEN COME BACK TO IT IF THERE'S A MEETING AFTER SCHOOL WHEN THERE'S A MEETING AFTER SCHOOL, YOU OR SOMETHING.
LIMITED NUMBER OF PROGRAMS THAT WE HAVE, RIGHT.
UM, WE'RE, WE'RE IN A RESOURCE WEALTHY COMMUNITY, BUT AFTER SCHOOL CHILDCARE IS NOT SOMETHING THAT WE HAVE THAT IS JUST OPEN AND AVAILABLE TO EVERYONE.
UM, AND THE COSTS ADD UP TO THAT.
SO WHEN YOU ARE TALKING ABOUT, YOU KNOW, COMPETITIVE SALARIES AND THEN YOU'RE TAKING AWAY FROM THAT BY HAVING TO PAY FOR ABSOLUTE CHILDCARE, THAT IN ITSELF IS AN ADVANTAGE THAT, YOU KNOW, NOT EVERYONE IS ABLE TO OFFER TO THEIR, AND MOST MANY SCHOOLS OFFER BEFORE ALSO.
SO THAT, THAT IS A PER SCHOOL PROGRAM THAT'S NOT THROUGH THE PROGRAM, BUT THAT IS COMPLETELY SEPARATE.
SO SOME OF OUR ELEMENTARY SCHOOLS DO OFFER THAT AND I THINK SOME OF OUR MIDDLE SCHOOLS ARE OFFERING AS WELL.
AND NOT JUST EMPLOYEE KIDS CAN PARTICIPATE.
THAT'LL, SO, SO THIS IS LIMITED TO EMPLOYEES, DISTRICT EMPLOYEES, EFS, UM, FOOD SERVICES AND OF COURSE TRANSPORTATION ARE OUR EMPLOYEES.
SO THEY ALSO ARE ABLE TO PARTICIPATE.
BUT OUR NEW COMPANY, UM, THE NUTRITIONAL, THEY, THEIR STAFF ARE ABLE TO, UM, PARTICIPATE IN THAT AS WELL AS ESS BECAUSE WE CAN'T EXPECT FOR THEM TO HAVE CHILDREN AND THEN PROVIDE SERVICES TO US AND NOT BE ABLE TO HAVE THEIR CHILDREN.
AND YOU'LL SEE THAT THAT NUMBER INCREASED FROM 379 THAT PARTICIPATED LAST YEAR TO 449.
AND WE EXPECT FOR THAT NUMBER TO CONTINUE TO GROW, UM, AS OUR, AS OUR TALENT ACQUISITION TEAM BEGINS AND CONTINUES TO HIRE MORE PEOPLE, PEOPLE, THAT IS SOMETHING THAT THEY TALK ABOUT FROM THE VERY BEGINNING.
AND THOSE PEOPLE ARE ABLE TO ENROLL THEIR PROGRAM.
NO, NO, I WAS JUST SAY, AND THEN TOO, WHEN YOU GO BACK TO LOOK AT HOW THE AGE GROUP OF OUR TEACHERS AND SO WE'RE GONNA START REFERRING TO THESE AS AWARD-WINNING.
THE MENTAL HEALTH PROGRAM IS ALSO FUNDED THROUGH ES AND IS HELLO CARE A VIRTUAL PROGRAM? YES.
DO WE, DOES OUR EMPLOYEE HEALTH COVERAGE NOT COVER ANYTHING? SO THAT IS COMPLETELY SEPARATE.
SO AN EMPLOYEE CAN SEEK OUT THROUGH THEIR MENTAL HEALTH BENEFITS THROUGH PEOPLE.
PEOPLE, UM, TO BE ABLE TO SEEK OUT MENTAL HEALTH SERVICES IF THEY CHOOSE TO.
BUT THAT IS AT A COST TO THEM.
SO THE, THE, UM, OUR INSURANCE DOES NOT FULLY COVER THAT COST.
SO THERE IS AN OUT OF POCKET COST THAT COMES IN THAT IF YOU GO THROUGH PEOPLE, BUT IF YOU CHOOSE TO GO THROUGH HELLO HERO, UM, AND WE INITIALLY STARTED WITH EIGHT SESSIONS PER EMPLOYEE.
SO AN EMPLOYEE CAN RECEIVE UP TO EIGHT SESSIONS AND THAT COULD BE, THEY COULD DECIDE WITH THEIR THERAPIST HOW THEY WANT TO SPACE THOSE, THOSE SESSIONS OUT.
UM, BUT WE DECIDED THAT LOOKING AT THE NUMBER OF PEOPLE WHO WERE ASKING FOR ADDITIONAL SESSIONS, UM, WE TALKED WITH MS. WAL AND THE TEAM FROM
AND THEN EACH YEAR WE'RE ABLE TO RESTART THAT NUMBER.
SO, UM, HOW MUCH IS IT, IS IT A COPAY WITH, UM, YES, THERE IS, BUT IT DEPENDS ON WHAT YOUR INSURANCE IS.
PROBABLY GIVE YOU, SO IT DEPENDS ON WHAT INSURANCE YOU HAVE.
IT DEPENDS ON ALSO WHETHER CONSIDERED WAS IMPORTANT.
CAUSE ONE OF MY QUESTIONS IS I HATE TO PAY ESS MONEY FOR BENEFITS WOULD PICK UP SOME OF THE COSTS.
LIKE, YOU KNOW WHAT, IN OTHER WORDS COULD SUBSIDIZING YOU'RE SHAKING YOUR HEAD.
THAT'S, I JUST DON'T WANT IT'S GONNA DO THAT OR NOT.
SSON WE'RE THAT THEY SHOULDN'T BE SUBSIDIZING COPAY.
LIKE IF IT'S A 50 VISIT AND IT'S COPAY AND SUBSID RATHER THAN PAYING FOR, I'M JUST, CAUSE IT WORRIES ME WITH SR FINDING, MY BIG CONCERN IS MENTAL HEALTH FOR STUDENTS WHO DON'T HAVE INSURANCE OR WHOSE CAN'T AFFORD MENTAL HEALTH.
SO I JUST, ARE WE ROLLING THAT? IF YOU WANNA TALK ABOUT THAT, YOU'RE GONNA BRING THAT SESSION.
WE'RE PART, SO WE'RE EXPANDING.
WE ALSO HAVE PROVIDERS THAT ARE ASSIST AS WELL.
AND FOR THOSE STUDENTS WHO, NOT TO GET TOO FAR INTO, BUT FOR THOSE STUDENTS WHO DO NOT HAVE THE COVERAGE TO BE ABLE TO ENGAGE IN THOSE SERVICES OR HAVING COPAY, WE'RE ABLE TO WORK WITH THOSE PROVIDERS AND TAKE ON THAT COST.
SO THAT WAS SOMETHING THAT WE WROTE INTO.
SO THE STATE WILL ALLOW YOU TO TAKE ON THE COPAY COSTS FOR STUDENTS.
I DON'T WANNA SPEAK OUT OF TERMS, SO LET ME JUST CHECK WITH FINANCE TO MAKE SURE THAT THAT WAS WRITTEN INTO SR.
I KNOW FOR PARTICULARLY FROM THE ADULT SIDE, I WOULD HAVE TO TALK TO, UM, DENISE MADISON TO FIND OUT, BECAUSE I KNOW LIKE WITH HEALTHCARE, SOMETIMES YOU CUT OFF A COPAY, YOU KNOW, COURTESY, BUT YOU'RE STILL GONNA, LIKE, YOU BILL MEDICARE, BUT YOU MIGHT WRITE OFF THE COPAY.
BUT RATHER THAN JUST PROVIDE PAYING THE SERVICE OUT OF POCKET, I'M JUST WONDERING IF TO THE DOLLARS ON THE TABLE.
[02:05:01]
SAID I DON WE'LL HAVE THAT WORKED OUT.SO YOU SAID THAT THERE WERE UP TO 1200 HOURS FROM JULY TO OCTOBER MM-HMM.
SO AS WE HAND THE PLANE HERE ON THIS, UM, THE LAST, UM, OPERATIONAL EXPECTATION, UH, SUBCATEGORY WAS TALKING ABOUT CLIMATE AND IT'S REALLY ABOUT MAKING SURE THAT, UM, OUR EMPLOYEES HAVE A CLIMATE THAT IS CONDUCIVE TO THEM COMING IN THAT, UM, TO, TO PERFORM ALL OF THEIR WORK DUTIES SO THAT OUR, OUR STUDENTS ARE AT SUCCESSFUL.
AND, UM, ONE OF THE THINGS WE USED AS A REPORT CARD ON THIS WOULD BE THE SEMIANNUAL UPDATE SURVEY.
UM, THAT'S AGAIN, COMES FROM A THIRD PARTY, UH, VENDOR THAT WE PARTNER WITH.
UM, ALLOWS A SURVEY, UH, RESPOND RESPONDENTS TO BE ANONYMOUS.
UM, WE GATHER THAT DATA TWICE A YEAR, ONCE IN THE FALL AND ONCE IN THE SPRING.
UM, AND THEN BASED ON THAT DATA, WE'RE ABLE TO MAKE SOME STRATEGIC DECISIONS AND ALSO BASED ON THAT DATA, UM, WHAT I'M GONNA GIVE YOU TODAY IS A 10,000 FOOT VIEW, BUT IT'S ALSO INDIVIDUALIZED TO EACH SCHOOL.
AND OUR PRINCIPALS WORK WITH EXECUTIVE COACHES AND THEY ALSO WORK WITH THE EXECUTIVE DIRECTORS, UM, TO SET GOALS FOR EACH OF THEIR OWN BUILDINGS IN ORDER TO, YOU KNOW, INCREASE EMPLOYEE HAPPINESS, EMPLOYEE SATISFACTION, AND ULTIMATELY, UH, EMPLOYEE RETENTION.
UM, SO WHAT THIS LOOKS LIKE FOR OUR CERTIFIED STAFF IS IN THAT LEFT COM THERE, AND ROBIN'S GONNA ZOOM IN.
THESE ARE THE TOP FIVE AREAS WHERE, UM, 90, ANYWHERE FROM 85 TO 90% OF THE, UH, MORE THAN 1700 RESPONDENTS, UM, RATED AS STRONGLY AGREE OR AGREE.
AND THOSE ARE THE AREAS OF CARE AND COMMITMENT, SELF-EFFICACY, UH, EQUITY EVALUATION AND INCLUSION.
AND I WANNA HIGHLIGHT THE EVALUATION PIECE.
WE'VE TALKED A LOT ABOUT THE SUPPORT THAT WE'VE GIVEN THROUGH THE INDUCTION PROGRAM AND OUR EVALUATION, OUR COMPREHENSIVE EVALUATION SYSTEM.
AND EMPLOYEES DO FEEL THAT IT'S FAIR, THEY FEEL THAT IT ACCURATELY REPRESENTS THE JOB THAT THEY DO IN THE CLASSROOM.
UM, AND THEY FEEL THAT IT'S, UM, IT'S, IT'S DOING WHAT IT'S INTENDING TO DO.
AND THAT IS TO BUILD CAPACITY.
SO, UM, AND IF YOU NOTICE ALL OF THESE FIVE FACTORS HERE FROM OUR CERTIFIED STAFF, THEY'RE PRETTY MUCH ALTRUISTIC FACTORS.
MEANING THAT OUR EMPLOYEES GENERALLY ENJOY COMING TO WORK.
THEY FEEL THEY'RE COMPETENT, THEY FEEL THEY HAVE THE SKILLS TO DO THE JOB THAT THEY'RE BEING ASKED TO DO.
THEY FEEL THEY'RE EVALUATED FAIRLY.
AND THEN IN TERMS OF EQUITY, THEY FEEL LIKE THEY HAVE EQUITABLE OPPORTUNITIES FOR ALL, UM, ALL EMPLOYEES.
IT DOESN'T MATTER THE THE DEMOGRAPHIC GROUP THAT THEY LIVE IN OR COME FROM.
AND THEN IN TERMS OF INCLUSION THAT THEY, THAT EVERYBODY IS INCLUDED, UM, WITHIN THEIR ORGANIZATIONS.
SAME THING ON THE CLASSIFIED ON THE OTHER COLUMN.
UM, IN TERMS OF STRONGLY AGREE AND AGREE, WE HAVE CARE AND COMMITMENT, SELF-EFFICACY, SATISFACTION AND PURPOSE AND BELONGING.
UM, AND, AND THIS IS OUR CLASSIFIED STAFF AND THIS IS WHAT THEIR PERCEPTION IS.
AND I THINK WE HAD MAYBE FOUR OR 500, 4 50 TO 500 RESPONDENTS IN THIS PARTICULAR CATEGORY.
SO IT, IT WAS ENOUGH TO MAKE SURE THAT IT'S A STATISTICALLY SIGNIFICANT GROUP.
UM, AND AGAIN, SATISFACTION AND PURPOSE, I THINK THAT THAT'S IMPORTANT BECAUSE THEY FEEL LIKE THEY'RE SATISFIED WITH THEIR WORK AND THAT THEY'RE CONTRIBUTING TO SOMETHING GREATER THAN THEMSELVES.
AND SO THAT'S THE AN ALTRUISTIC FACTOR, UM, THAT, THAT OUR EMPLOYEES ARE SAYING LIKE, YOU KNOW, WE ENJOY COMING TO WORK, WE ENJOY THE JOB AND WE FEEL LIKE WE CAN BE SUCCESSFUL AT THE JOB.
UM, AND I THINK THAT THAT'S A GOOD WAY TO END, UM, OUR PRESENTATION OF THESE 15 CATEGORIES, UM, OF THE OPERATIONAL EXPECTATION.
NUMBER FOUR, WE'RE OPEN TO ANY OTHER QUESTIONS YOU'D LIKE, UM, WHO WOULD DO THE SERVER RIGHT HERE? WE, THE SERVER DISTRICT OR OUTSIDE? B'S AN OUTSIDE DEVELOP OUTSIDE COMPANY.
SO, SO THAT PROCESS, UM, WHAT, WHAT DO YOU MEAN? WHAT'S THE PROCESS? HOW SURVEY? YEP.
WE SIT DOWN EVERY, UM, WE SIT DOWN TWICE A YEAR, ONCE IN THE FALL AND THE SPRING WITH, UH, REPRESENTS UPBEAT AND WE DETERMINE DATES ON OUR CALENDAR THAT FIT WITHIN.
CAUSE ONE OF THE THINGS WE DON'T WANNA DO IS CONTINUALLY GIVE OUR EMPLOYEES SURVEY AFTER SURVEY AFTER SURVEY.
SO WE LOOK FOR A TIME WHEN IT'S KIND OF, THEY'RE, THEY'RE IN THEIR GROOVE, UM, IT'S CONVENIENT AND THEN WE CAN GUARANTEE A, A HIGH RESPONSE RATE.
UM, AND THEN WE, WE SET A WINDOW FOR TWO WEEKS.
SO THAT WINDOW IS OPEN FOR, FOR TWO WEEKS.
UM, OUR WINDOW JUST CLOSED ON OCTOBER 31ST, SO WE WON'T HAVE THAT DATA BACK FROM THE FALL OF 2022.
UM, BUT THE SURVEY THEN IS AUTOMATICALLY GENERATED BASED ON OUR EMAIL LIST SERVE THAT WE HAVE.
AND WE WORK WITH TECHNOLOGY TO MAKE SURE EVERYTHING IS WHITELISTED SO THAT WHEN YOU GET A, AN EMAIL FROM AN OUTSIDE COMPANY, THAT IT GOES RIGHT TO YOUR INBOX AND NOT TO YOUR TRASH OR YOUR SPAM OR WHATEVER.
UM, AND AGAIN, IT'S BASED ON ANYBODY THAT'S IN MUN AT THE TIME THAT THE SURVEY IS GIVEN.
HOW MANY QUESTIONS ARE THERE ON THE SURVEY? SOMEWHERE AROUND 70, I BELIEVE.
DO THEY ALL FALL INTO THESE FIVE CATEGORIES? NO MA'AM.
THERE ARE SEVERAL CATEGORIES, UM, THAT THEY FALL THERE, THERE ARE SEVERAL CATEGORIES OR ARE WE GONNA SEE ALL THE CATEGORIES?
[02:10:01]
THAT'S UP TO, UH, PROBABLY THE SUPERINTENDENT OR HR PANEL.THE OTHER QUESTIONS ARE GEARED TO, AND THAT IS WITHIN BUILDINGS WITHIN THE, AND THAT, THAT INFORMATION, WHICH I GUESS ALL THAT ON THE INDIVIDUAL MANAGER OF THAT BUILDING.
SO THAT WOULD BE TOTALLY UP TO THE SUPERINTENDENT IS WHAT I TO RELEASE, BECAUSE THAT DATA IS WHAT THE COACHES YES.
EXECUTIVE COACHES, EXECUTIVE COACHES.
SO THE SALARY QUESTION THAT YOU EARLIER CATEGORY, WOULD THAT FALL SALARY FALLS UNDER COMPENSATION? UM, AND THAT, THAT PIECE WE DO HAVE, WE CAN CAPTURE THAT.
I NOT MENTION THAT BECAUSE I WILL TELL YOU, UM, IF YOU WANT TO KNOW THE METRICS, I HAVE THEM HERE.
UM, IN THE FALL, 47% OF OUR CERTIFIED STAFF MEMBERS FELT THAT THEY WERE FAIRLY COMPENSATED.
UM, AND 40% OF OUR CLASSIFIED MEMBERS FELT THEY WERE FAIRLY COMPENSATED.
I WANNA, I WANNA SEE THE NEGATIVE.
TO ME, THE, THE NEGATIVE RESULTS RESULT, WANNA SEE WHERE WELL, AND WITH THE NEGATIVE RESULTS, I'M, AS I MENTIONED, WITH THESE POSITIVE RESULTS, THEY'RE ALLISTIC, MEANING THAT THEY'RE KIND OF INTERNALLY TO THE EMPLOYEES MISSION DRIVEN, THE NEGATIVE ONES, UM, I KNEW THAT MIGHT BE ASKED.
SO I HAVE THE COUPLE OF, WELL, AND I THINK TO YOUR POINT, SCHOOL CLIMATE WE SEE FROM THE HR DEPARTMENT IS, WELL, IT'S ALSO, I, YOU KNOW, FACTORS OUTSIDE OF THE DISTRICT CONTROL, BUT THEY'RE VERY CRITICAL TO THE BOARD AND WE'RE LOOKING AT BUDGETING AND SO WHATNOT.
SO I KIND OF WANNA, EVEN THOUGH I I GAVE YOU CREDIT FOR THE FIVE CATEGORIES THAT ARE IMPORTANT THAT HR HAD, LIKE I DO WANT AT LEAST KNOW WHO THE CATEGORIES ARE.
HOW WE'RE, I DON'T MIND SHARING THAT WITH YOU.
UM, THE OTHER CATEGORIES IN PARTICULAR, THE AREAS WHERE WE HAD, WE DIDN'T SCORE FAVORABLY.
UM, THOSE ARE GOVERNANCE AND POLICY.
THEY, THEY DEAL WITH ADMINISTRATORS, LEADERSHIP AND POLICY AND GOVERNANCE.
THOSE ARE THINGS THAT YOU MENTIONED ARE EXTERNAL TO THE EMPLOYEE.
UM, AND THOSE ARE, UH, FACTORS THAT DO CAUSE SOME, SOME TURNOVER.
UM, THE INTENTION TO TURN OVER, WELL, IN SOME WAYS THEY REPORT MORE BOARD AND THE, YOU KNOW, HR DEPART US, BUT IT WAS STILL GOOD FOR US TO KNOW KINDA OF WHERE WES ARE.
AND THEN ALSO THE, THE, THE, UH, IN TERMS OF THE, THE, UM, THE SURVEYS.
THE SURVEY'S PAID FOR BY BISHOP, RIGHT? YES.
SEE THAT THAT, THAT, THAT'S A, THERE'S SO THING TOO, THAT'S THE NUMBER THAT THAT'S FOR PAID BEFORE PUBLIC DOLLARS.
AND THAT, THAT, THAT THE, THAT I, I BELIEVE THAT THE SURVEY IS PROBABLY PUBLIC INFORMATION.
JUST, UH, JUST ITS THE SAME AS A EVALUATION, WHICH YOU CAN, CAN, YOU KNOW, PUBLICATION IS UNFORTUNATE, BUT S I ALMOST WANNA SAY THAT SURVEY, UH, IT'S PROBABLY ALL, I BELIEVE WITHIN THE SAME THAT WELL, I'M, UM, REPRESENTATIVE YOU SPEAK TO THAT.
I BELIEVE THAT PRINCIPAL EVALUATES ARE NOT, THEY WOULDN'T MAKE IT PERSONNELS.
BUT IT'SS AND THAT'S THE WAY HAVE THAT, THAT'S OPTION THAT I MIGHT WANNA CHECK.
CAUSE A TEACHER EVALUATION IS PUBLIC AND TEACHER FROM BEING SO FAR, THE LAST CONFERENCE I WAS AT WHEN A LOT OF PEOPLE SAID NO IN THE ROOM, AND THE LEGAL PERSON CAME UP IN FRONT OF US AND SHE SAID NO, SHE SAID A TEACHER AND PRINCIPAL EVALUATION.
THAT THAT IS PUBLIC INFORMATION.
THAT, THAT THAT WAS WHAT THAT THAT I'D BE CURIOUS.
HE, HE SAID THAT THE TEACHER EVALUATION UNFORTUNATELY IS PUBLIC INFORMATION THAT I WAS, I WAS AND I THAT ING AND THAT I WOULD NOT HEARD.
SO YEAH, MAYBE BE MAYBE A LITTLE BIT OF CONFUSION ABOUT WASN'T THERE, UM, AN OPPORTUNITY WHERE A PARENT OR TO FIND OUT CHILD IS BEING TAUGHT BY A CERTIFIED PERSON, BUT THEIR SPECIFIC EVALUATION IS NOT PUBLIC.
BECAUSE REMEMBER AT ONE POINT THERE WAS A REPETITIVE LETTER THAT WAS ACTUALLY SENT OUT BY THE SCHOOL TO NOTIFY PARENTS WHETHER OR NOT THE TEACHER WAS A CERTIFIED PERSON.
[02:15:01]
RIGHT.BUT NOT THIS SPECIFIC EVALUAT MOM, THE EVALUATION REALLY'S, I THINK IN TERMS OUR OPERATION EXPECTATION, I THINK THAT WE'VE COVERED HOPE THAT WE'VE ANSWERED YOUR QUESTIONS SUFFICIENTLY REGARDING THE 15 AREAS THAT WE ARE RESPONSIBLE FOR.
LAST YEAR YOU HAD ASKED FOR DATA, AND I THINK I, I, I BELIEVE I I HEARD IT BE OUT YOUR NAME.
MY NAME'S ETTE, BRENDA, AND WE'RE TALKING ABOUT, UH, ABOUT RELATIONSHIPS.
I'M EXCITED TO HEAR THAT MY, IT'S, UH, ADDRESS SOME OTHER PEOPLE.
MY QUESTION IS WHAT RELATIONS AGENCY? SO HERE'S YEAH.
AND THAT'S PART OF HANDSHAKE, OUR PLATFORM OR THE RECRUITING PLATFORM THAT WE UTILIZE.
SO WHAT HAPPENS IS ALL OF THE, THEY HAVE THE ABILITY TO PARTNER HANDSHAKE, AND THEY DO, WHICH THEN WHAT HAPPENS IS ALL OF THEIR, THEIR STUDENTS OR EDUCATION STUDENTS SIGN UP VIA HANDSHAKE.
SO WE HAVE ACCESS, WHAT WE DO IS WE GO IN EVERY LOAN, WE ADD IN ANY NEW SCHOOLS, AND SOMETIMES THEY'RE H SKEWS, SOMETIMES THEY'RE HISPANIC, UM, SUPPORTED INSTITUTIONS.
SO ALL OF THE DIFFERENT DIVERSITY INSTITUTE ARE INCLUDED WITHIN ITS PLATFORM, WHICH GIVES US ACCESS TO ATTEND VIRTUAL RECRUITING FAIRS AND IN-PERSON RECRUITING FAIRS.
UM, AND THREE THOUSANDS CANDIDATES.
SO I, THAT
UM, THAT WAS, THAT WAS SUPPOSED THE AND CHASE SPECIFICALLY, RIGHT? I I THINK I I WHAT YOU'RE SAYING, BUT TO ME THAT'S, WELL DISTRICT'S, THAT'S NOT GOOD ENOUGH.
I'M LOOKING FOR A PERSONAL, A PERSONAL, UH, PARTNERSHIP OR PERSONAL ISSUE IN TERMS OF, OF, UH, DEALING WITH SORT SCHOOL.
LIKE WHEN I WAS, I REMEMBER WHEN I WAS IN SCHOOL, I REMEMBER DR.
DAVIS TO HAVE CERTAIN, UH, SCHOOL THAT SHE REACH OUT TO AND CAN GET TEACHERS AND ALSO THEY WILL ALSO HAVE SOME OF THEIR TEACHERS STUFF, THEIR STAFF FROM TIME TO TIME WITH BE IN OUR BUILDING DOING DIFFERENT THINGS.
I'M TALKING ABOUT IN TERMS OF THAT RELATIONSHIP.
THAT'S A PROGRAM THAT'S ALMOST LIKE A, TO ME, THAT'S LIKE A PLACEHOLDER OR, OR, OR ONE SIZE IT, OR I'M LOOKING FOR A SPECIAL ONE FOR THE MILE.
SO TO ME THAT PLACEHOLDER IS NOT, THAT'S NOT ACTUALLY NOT GOOD ENOUGH.
I'M LOOKING FOR A SO WOULD YOU WANT THEM TO, CAUSE I'M THINKING I DON'T DISAGREE.
AND WE HAVE, YOU KNOW, WE HAVE DION SANDERS.
AND, UH, IS THE HAMPTON, WE HAVE SOME OPPORTUNITIES.
SO MAYBE WE REPORT ON ADD IN HPC.
SO YOU CAN SEE WHAT WE, WHAT WE TRY TO DO HERE TODAY, MR. SMITH, TO REPORT ON WHAT WE'RE CURRENTLY DOING.
I MEAN, WE'RE CERTAINLY OPEN TO MORE SUGGESTIONS AS THE, AS THE TIME GOES ON, BUT, UM, THAT'S WHAT WE'VE DONE IN 21, 22, GETTING INTO THE 22, 23 SCHOOL YEARS.
SO, AND I THINK THIS IS AN EXCELLENT OPPORTUNITY FOR AGENCY, ESPECIALLY HIS CENTER HERE, ESPECIALLY WITH SHANE AND ALL THAT HISTORY.
I YOU ABOUT ABC
YOU S IN THE, I DID A PERSONAL RECRUITING MM-HMM.
AND I SHARE WITH YOU LATER, I LOT, UH, IT'S HARD TO RECRUIT THE AFRICAN AMERICAN POPULATION AND THOSE SCHOOLS AS MANY HBC USERS AS WE CAN VISIT.
UH, FIRST OF ALL, THERE'S NOT A WHOLE LOT OF AFRICAN AMERICAN STUDENTS IN THE EDUCATION.
BUT WE CAN GET THAT INFORMATION.
YEAH, I THINK THAT'S SHOW YOUR WORK.
HE'S, AS MATTER OF FACT, EDUCATION S CERTAINLY CERTAIN ALL THEB STUDENTS WOULD BE, UH, PROBABLY SEVEN, EIGHT YEARS AGO, WE TRIED TO BRING THEM HERE SO THAT THEY DIDN'T SEE OUR DISTRICT.
WE'RE GONNA TAKE 'EM AROUND TO THEIR STUDENTS, BUT WE NEVER, 'EM, 'EM COMMIT OUR UNIVERSITIES.
C CLA WOULD TALKING LIKE THEY, I'VE SEEN, I'M SEEN WHERE THEY'RE PARTNERSHIP WITH A PROGRAM.
I ALSO DO STUFF WITH ITY UNIVERSITY WHERE THEY'RE PARTNERSHIP WITH SOME OTHER, SOME OTHER SCHOOL DISTRICTS.
AND THEY'RE, THEY'RE ACTUALLY TRYING TO FORM ASSEMBLY, ASSEMBLY LINES WHERE BASICALLY, BECAUSE Y CAME, LISTEN, WE PARTNERSHIP, THEN WE ARE GONNA SEND OUR STUDENTS.
SO WE GONNA TELL OUR STUDENTS, HEY, HEY, LOOK HERE FIRST I PEOPLE, THAT TYPE OF RELATIONSHIP WHEN WE, I, IN THE, THE PAST, WE TALK ABOUT THAT.
I'LL, I'LL OUTSIDE THIS MEETINGS, I CAN SHARE WITH YOU THAT WE HAVE DONE THAT AND I CAN SHARE YOU SHARE WITH YOU WHAT THE RESULTS ARE.
AND, AND JUST ADD FURTHER TO THAT.
WE DID ATTEND THE SOUTH CAROLINA STATE VIRTUAL DOCTOR.
[02:20:01]
THEY CHOOSE TO PARTNER WITH HANDSHAKE.AND THEN WE, WE HAVE TO GO HANDSHAKE REGISTERED, SIGN UP, AND, AND THEN TO ATTEND.
SO THIS IS THE DIRECTION THAT THESE COLLEGES AND UNIVERSITIES HAVE CHOSE TO GO IN.
AND THEN IN ORDER FOR US TO ACCESS THEIR STUDENTS, IN ORDER FOR US TO ACCESS THEIR JOB FAIRS, THIS IS WHAT WE HAVE TO DO.
ABLE TO BE IN CONTACT WITH THEM AND TO REACH OUT TO THE DIFFERENT ORGANIZATIONS.
SO THAT'S, THAT'S GO, THAT'S GO, THAT'S GOVERNMENT MANDATE.
SO THIS IS THE WAY THAT THEY, THIS IS NOT GOVERNMENT.
THIS IS, THIS IS THE PROGRAM THAT THEY INSTITUTIONAL YES.
THAT THEY CHOSE TO USE, ESPECIALLY DURING COVID.
SO WHEN EVERYTHING WENT ONLINE, THIS WAS THE BEST WAY FOR THESE COLLEGES AND UNIVERSITIES TO HELP THEIR STUDENTS FIND EMPLOYMENT.
IT'S LIKE MATCH.COM, THE I'M NO, I, I OUTREACH.
AND THEN THE PROGRAM HAS ALLOWED US, SO, YOU KNOW, THERE'S A LOT OF OUT OF STATE COLLEGE RECRUITMENT FAIRS THAT WILL NOT LET US ATTACK, UNFORTUNATELY.
A GREAT THING ABOUT THEM IS, IS THAT THESE STUDENTS ARE ON, SO WE CAN STILL GO IN AND ACCESS THESE COLLEGES AND UNIVERSITIES THAT WILL NOT ALLOW US TO ATTEND YOUR DOCTORS.
AND WE CAN STILL REACH OUT AND WE CAN STILL CONNECT WITH THEM.
SO GETTING BACK TO YOUR COMMENTS, FIRST OF ALL, I WANNA SAY I, THIS IS WHAT I'VE BEEN, I HAVE LIKE A MUCH FULLER PICTURE.
I LOVE THE, I MEAN, I JUST WAS VERY HAPPY WITH ALL THE DATA.
THERE WAS A PANEL DISCUSSION WITH THE WHOLE THING.
SO I JUST, I'M VERY, UM, I JUST WANNA THANK YOU.
AND YOUR TEAMS ARE PUTTING TOGETHER WHAT I THINK WAS A REALLY, UM, HR EXTRAVAGANT.
THE ONLY THING THAT REMAINS THAT IT'S ON THE AGENDA LIST THAT WE'RE, THAT I DON'T THINK WAS IN HERE, THAT WE STILL NEED TO ADDRESS, UM, IS THE, UH, EFFECT OF HANDLING THE GRIEVANCES AND COMPLAINTS.
BECAUSE THAT IS ANOTHER THAT'S, I THINK WE CAN BRING IT AS A STANDING.
YEAH, THAT'S, THAT'S UNDER GOVERNANCE.
UM, UNDER GOVERNANCE WE HAVE OUR ADMINISTRATIVE REGULATIONS AND OUR PERSONNEL RULES AND PROCEDURES AND WITHIN THE PERSONNEL RULES AND PROCEDURES, UH, WHICH IS, UH, IN GRIEVANCES, WHICH IS, UM, OE 4.15, EXCUSE ME.
UM, WE DO HAVE A PROCESS FOR HANDLING THAT THAT'S IN PLACE.
UM, I GUESS KIND OF AS I READ, UM, IT'S PART OF THE OE YEAH, IT'S PART OF THE OE AND OUR PROCESS FOR THAT IS OUTLINED IN OUR ADMINISTRATIVE REGULATION AND THAT IS A PROCESS THAT WE FOLLOW.
BUT I THINK WHAT I'M JUST SAYING IS THAT I KNOW IT'S ON THE AGENDA, UM, TOPICS AND I THINK IT'S SOMETHING THAT WE'VE HAD CONVERSATION ABOUT.
IT WAS NOT AS THOROUGHLY COMPETI IN THIS, OH YEAH, I UNDERSTAND WHAT THE MONITORING ASPECT, BUT I KNOW THAT THAT STILL MOVES OUT THERE ON THE HORIZON.
UM, SO I THINK THAT WE STILL HAVE TO HAVE THAT CONVERSATION, BUT I'M SUPER, THE DATA, I THOUGHT IT DID GIVE, YOU KNOW, WE, A LOT OF MONEY FOR THESE PROGRAMS ARE UPBEAT
IT'S NICE TO KNOW WHAT WE'RE GETTING OUTTA OF THEM.
AND I ALSO REALLY LIKE THAT YOU HAVE OR YOU'RE LOOKING AT EFFECTIVE.
BECAUSE IT, WE COME DOWN A BUDGET AGAIN GOING AWAY.
WE, IT'D POINT TO THE PROGRAMS THAT ARE HAVING THE, I THINK TO THAT, THAT POINT THERE, THIS SOMETHING WE ALWAYS DO.
WE HAVE ALL THIS DATA ALL THE TIME.
THIS IS HOW OUR DEPARTMENT FUNCTIONS LAST YEAR.
IT MAY NOT HAVE BEEN ARTICULATED AS WELL.
IT WASN'T ARTICULATED AS WELL.
AND I THINK IT'S BECAUSE WE MOVED FROM THE PERFORMANCE EXPECTATIONS TO THE OPERATIONAL EXPECTATIONS.
AND IN TERMS OF THE GOVERNANCE AND REPORTING ON IT, NOBODY REALLY KNEW WHAT TO EXPECT.
UM, HAVING THAT CONVERSATION LAST YEAR WITH THE OPERATIONS COMMITTEE GAVE US MORE FEEDBACK AS TO WHAT YOU WERE LOOKING FOR.
AND, AND SO WE TRIED TO MEET THAT STANDARD TODAY.
AND I, I THINK ALSO, UM, WHERE OTHER DEPARTMENTS CAN'T DO PERIODIC REPORTS, CERTAIN THINGS WE DON'T DO THAT.
UM, EVERYTHING THAT WE DO IS JUST OPERATIONAL.
SO THAT'S WHY IT WAS DIFFICULT WHEN WE PRESENT FIRST TIME TO BRING ANYTHING IN.
BUT HERE'S WHAT WE DO ON THIS TIME.
WHAT WE DID WAS EXPLAIN THE PROCESS OF HOW WE DID IT.
SO THAT'S THE DIFFERENCE BETWEEN LAST YEAR THAT YOU, YEAH, I THINK IT WAS REALLY EFFECTIVE.
UM, BUT YOU KNOW, I THINK ONE OF THE THINGS WE DEAL WITH THE MOST IS PEOPLE COMING UP WITH HR QUESTIONS, CONCERNS, COMPLAINTS, AND ESPECIALLY WITH ALL THE NEWS OF TEACHER SHORTAGES.
SO WE CAN REALLY BE, IF WE'RE INFORMED, WE CAN BE A LOT MORE USEFUL.
BUDGET DECISIONS OR WE DECISIONS HAVING ALL THAT THIS DATA.
SO I FEEL LIKE I REALLY UNDERSTAND WHAT HR GOING TO BRING THIS TO THE
LET THE, TO OUTLINE THE THING, BUT THEY ARE STILL GONNA HAVE TO PRESENT OE 15 AND IT'S ALSO
[02:25:01]
OE 4.5 AND 4.6 THE EFFECTIVE THAT ON THE AGENDA.SO, UM, AND I DON'T CLAIM THAT WHAT WE HAVE HERE IS ADEQUATE FOR WHAT ASK FOR ON THE AGENDA.
SO I THINK WE NEED A BIGGER PRESENTATION ON THAT.
SO THEN MOVE THAT OPERATIONS READY, RECOMMENDED BOARDS ACCEPTANCE OF FOUR.
OH, WITH THE, YOU WANNA PUT THE EXCEPTION IN? WELL, I MEAN, I DON'T CARE.
DO YOU WANNA DO IT ON THE AGENDA? AND YOU GUYS ARE ALREADY PREPARED? I THINK WE CAN GO AHEAD AND SECOND.
WELL, BUT I, I WOULD TO PEOPLE'S, NO, THAT'S MY, WE'RE GONNA GO SIX O' WELL, YOU KNOW WHAT, YOU KNOW WHAT I'M SAYING? I HOPE I TO SAY THAT IT'S CAUSE OF THE, THAT IT DEPENDS ON WHEN, WHEN IT'S COMMITTEE.
WE DON'T KNOW WHO BE CHAIR, WHAT THE REDIRECTION.
I THINK THEY'RE BRINGING IT TO, I MEAN, DON'T SEE NO SIGN THE BOARD ON TUESDAY.
BUT I'M TALKING TERMS, THEY'LL JUST
SO I, THAT MOTION LOOKS LIKE MR. CAMPBELL LEFT BIAS.
SO, UM, I SECOND ALL IN FAVOR, RIGHT? AND THEN, SO ROB WILL HAVE THAT MOTION COMING OUT AND I'LL PROBABLY, I, I DON'T IF YOU, YOU WANT ME TO GIVE, WELL, ILL, YOU GOT IT.
YOU WANNA THE WHOLE PANEL HERE AGAIN? MM-HMM.
S UM, COVER THE HIGHLIGHTS AND THEN HE'LL BE THERE TO TAKE ADDITIONAL QUESTIONS.
UM, SO THAT'LL COME ON TUESDAY AND THEN WE'RE GONNA TRY AND GET THAT POLICY CHANGE.
UM, NEED TOPICS OR ADDITIONAL MEETINGS.
WE DO NEED ADDITIONAL MEETING FOR UM, OPERAT C AND THEN, SO THAT'S OPERATION I YOU CARES OF WHATEVER YOU NEED YOU BY ALL OF THEM.
SO WE A SECOND MEETING, RIGHT? THANKS.
THAT SECOND MEETING THAT WE'RE GONNA HAVE, WE'RE GONNA HAVE ONE EIGHT AND STUFF.
UM, DO YOU WANNA DO THE ONE ONE VIBE? THEY'RE BRINGING THE WHOLE THING ON TUESDAY TO THE BOARD, RIGHT? WE'RE TALKING ABOUT UM, FOUR.
4.0 IS GONNA COME TO THE FULL BOARD.
AND THEN YOU GUYS HAVE ON A FUTURE TOPIC ON THE AGENDA LIST IS, UM, THE COMPLAINTS AND GRIEVANCE PROCESS.
ANGELA ASKED TO PUT THAT ON FUTURE TOPICS.
CINDY, DID WE PUT IT ON FOR NEXT WEEK OR NO? NO, WE DID NOT.
I'S ON AGENDA ON A WORK SESSION.
IT'S ON THE WORK SESSION WORK.
NO, Y CAUSE THAT STILL NEEDS TO COME THE MORE FULSOME EXPLORATION OF GRIEVANCE.
I THINK, UM, THAT WE SAID AT A AGENDA SETTING MEETING THAT, THAT WOULD GO TO OPERATIONS COMMITTEE.
SO WE'LL BRING THAT AT THE NEXT OPERATIONS COMMITTEE IN DECEMBER, THEN WITH THE AR FOR TITLE IX.
AND I JUST WANNA KNOW THAT WE DID LOOK AT THE TITLE IX WITH THE CURRENT AND SO WE GOT THAT PREPARED.
NOT THE NEW REG AT THIS POINT.
SO THAT'LL BE THE SECOND, THE MEETING OF DECEMBER, THE SECOND WEDNESDAY.
AND I'LL GIVE THEM TIME TO BRING ALL THAT IN AND WE'LL GET THAT DONE.
THAT WILL BE THE 14TH IS THE NEXT BOARD MEETING.
THE NEXT MEETING IN DECEMBER FOR OPERATIONS WOULD BE DECEMBER 14TH.
AND WE'LL HAVE TITLE OPERATIONS T THANK YOU KATHY.
SO THIS MOTION I JUST MADE, WE'RE BRINGING THE ENTIRE OE FOUR OFF ON O ARE YOU GONNA BRING THAT IN YOUR CARE REPORT? THAT WE'RE GONNA LOOK AT THOSE OPERATION MEETINGS AND WE'RE GONNA HAVE A SPECIAL HIGHLIGHT
[02:30:01]
ON FOUR FOR ANDNOW WE NEED A SPECIAL CALL MEETING FOR OPERATIONS TO DEAL WITH LADY, HAVE SOME FOIA.
WE HAVE SAFETY, WE HAVE TO HAVE CASE FOR MAY RIVER AND WE NEED TO HAVE, UM, CONSTRUCTION.
SO WE GOT, WE GOT NOTHING GOING ON DURING THE HOLIDAYS.
SO THAT THE MAIN THING, UM, AND ACCORDING WENDY, WHATEVER YOUR NEEDS WERE THAT YOU, YOU NEED TO HAVE FOR THE MONTH OF NOVEMBER.
YOU SEE WE CAN HAVE THE THIRD ORDER TO YOU IN OCTOBER WAS, YOU KNOW, WASN'T ON THE AGENDA.
AND ALSO THE MONITORING REPORT WERE ALWAYS SAFETY AND SECURITY THAT DUE NOVEMBER.
SO I, I JUST, I CAN DO NEXT WEDNESDAY.
I LOVE MY WAY TO, I'M ON AT THE AIRPORT SO I CAN DO A, I CAN DO NEXT WEDNESDAY.
CAUSE I SAW AFTER, AFTER OUR MEETING ON THE 15 15TH.
I'VE GOTTA DRIVE UP TO CHARLESTON.
BUT I'M ON NOVEMBER 16TH OF
THAT 14 FOR THEN TITLE DECEMBER.
WE JUST NEED TO GET, BECAUSE WE OPERATING UNDER
BUT I'M, WE'RE UPDATING INTERVIEWS.
BUT WE JUST NEEDED TO MAKE IT BETTER.
MORE INFORMATION NEEDED ALL'S IN NOVEMBER.
I WAS JUST CHECKING TO THE HOME.
UM, AND THAT'S PROBABLY GONNA BE AN INSTANT HOUR AND A HALF MEETING.
UM, SO CAN WE SAY DO TWO O'CLOCK? YEAH.
DOES THAT WORK FOR EVERYBODY? MM-HMM.
AND THEN A WORK SESSION ON NOVEMBER 16TH.
WHERE ARE YOU GOING TO SEE? WE'RE GONNA DOM.
WE'RE GOING TO DO, GOING TO GET ME THE INFORMATION.
THE A SO YOU HAVE AS WELL FEW WITH DR.
I THINK IT'S TO KNOW WHAT WE NEED.
ARE THEY BIG? JUST LIKE YOU JUST CHANGE THE ONE OF THEM IS ON ATHLETICS BECAUSE I, I JUST NEED TO GET CARLO JUST, AND DR.
WHITE, WE NEEDED TO UPDATE THAT ATHLETICS ONE.
SO YOU DON'T, WE'VE ALREADY UPDATED.
NO, I'D TO KEEP TITLE NINE ON DECEMBER.
CAUSE WE'VE MAY, WE GOT A LOT OF AND TITLE NINE GENERATES DISCUSSIONS.
IT'S WHO'S THE
UM, SO WE'RE GONNA CLOCK AT TWO O'CLOCK.
I'M GONNA SAY ARSS HAVE TO SAY STARTED OR WHAT HE TALK, TRY TO FIGURE OUT
WHAT TIME'S YOUR COULD SAY TWO TO FOUR OR SOMETHING? THAT'S A GOOD THING.
SO TODAY I HAVE A MEETING FROM 1130.
I HAVE TO MEDIA AND FINISH AND I JUST, I, MY COMPUTER AND I STARTS LIKE THIS.
I'M LIKE, I'LL SEE YOU GUYS'S.
WHAT? AND JUST WALKED OUTTA THE ROOM.
AND I TALK CALLED, OH YEAH, NEVERMIND.