My hope is that we pause today. My hope is that we pause so that we can make the best decision. It's my hope that we can talk, have an honest conversation with more staff members at CSK. I hope that we can pause tonight's decision so that we can have an honest conversation about where we'd like to go. My fear was that we would leave lose Mr. Maine down the road. I figured he would have we lost him to district office because of the successes that he's been able to show the district, but we're not. We're losing him to a dean position. Now, here's the thing that I can't understand. You're going to have to wrap it up, sir. I have no idea where this came from. I am going to tell you something, though. Mr. Maine isn't perfect. He's not a perfect individual, and neither am I.
And so um individuals are still able to make verbal complaints. um if they make a verbal complaint, what some what what we're trying to now align is that the investigator can then go in and create a broom report so we have a clearer alignment of tools. So those protocols and charge a director with um getting we had a conversation, we had a meeting um and so that those protocols will be developed for the upcoming school year. Um my goal is that also in terms of the roll out this year I don't think the training like more reflect on it we didn't go as deep as we could have and as far reaching as we could have. So I think there's some additional work that we could do um and we plan to do we learned um in our last sitdown walk through that in brim under the reports you can attach to this.
I apologize. Um, I believe it was Sorry. Uh, sorry, I have it right here. Just pulling it up. Usually, it's that the pool closes around sunset time. So, in the summer hours, it might close later around 8:30. Um, in the fall or later summer, it might closeer to 7:38. Um, we typically don't want people out there swimming at night, but the exact hours, I apologize. I don't have if there is a a limit. We may have put it on the application 10:00. I don't anticipate we would actually have those hours just because of resident noise that the pool is literally right in between two of the buildings. So we are cautious about having late hours or too early of hours because of pool noise. Um so Raj I have a question for you. Um if we grant this waiver because this is really will be our only um apartment complex like this that we would be granting this waiver to if if we encounter any issues or problems.
Essentially, it's a lightning detector. Uh, we're doing it for about 50% less than the other vendor we're doing. And according to the software folks, Mr. Savastano and folks like that, it's just a better product. So, we can never be too safe, especially when kids are out on a field with aluminum bats when it's 95° out and we start to see the light lighten up the sky. So, this is really a good a really good investment. Well worth the money. Uh, Donnie, you can probably speak to smart pass. You know, we engage that process of Dr. pays. We are renewing it. Essentially, it's a digital hall pass solution with uh real time actionable data. Really, the end goal is to maximize instructional time and keep the kids out of the hallway for Is that fair enough, Mrs. Calibri? Is that about it? Hallways monitoring system seems to be a hit.
He has taken honors in AP classes in high school and performed well. His efforts in and out of the class classroom were evident as he was awarded and he's kind and knows when to help out. He was awarded the prestigious Gates Scholarship, which is impressive as one of 750 scholars chosen from a pool of 48,000 applicants. Yeah, it's impressive. So now Dylan is he belongs to an elite group of young leaders, individuals who exemplify the very best in academic achievement, service, and commitment. The Gate scholarship covers full cost of attendance, including tuition, fees, room and board, books, and transportation. So this fall, Dylan will be heading to ASU to study civil engineering. The Gates Scholarship recognizes his leadership, dedication, and his potential to create meaningful change. Congratulations, Dylan. We're proud of you. All right, I'm up next. Okay, let's uh I need to I'm going to go ahead and do this as a combined award.
Uh the first was the alignment to student outcome focused governance goals and guardrails I might add. uh sustainable salary for all staff, sustainable health care benefits, exploring revenue generating options, and adhering to budgetary recommendations. Um we use certain standards in our interestbased negotiation process to evaluate each recommendation once we've reached consensus. uh we look to the alignment to SOSG, whether they're in the best interest of children, whether it's a legal uh recommendation, whether it's sustainable, and if it's affordable. We don't need to review our SOFG goals and guardrails, but they're there for your reference. Um and so now we're going to dive into the recommendations. Uh most of the team is here and they will be sharing the recommendations. uh you'll see the alignment to the SOFG goal or guard rail on the slide. They're not going to read each one because that would start to be a little bit repetitive.
We're very proud of this. uh we look at this and uh really take this in consideration on uh on how we can get better. Um I I really like this question better. This is more a customer service piece. You know, are we are we grumpy and unhelpful? Uh or are we happy and helpful? Even if we can't help you, we still got to smile and be happy. And so um these numbers are a testament to uh the amazing job that those those people do and I'm super proud of them. And uh the comments are also great, too. Obviously, not everybody's happy, but we're able to take those comments and our our our supervisors and Scott and James, they all use those with their teams to to review those and and see how we can get better. So, again, publicly want to thank the entire uh technology department.
and neither are students and neither are you and neither are you and neither are you but he's perfect for CSK and his service towards CSK can't be can't be overlooked based upon the data and my last sentence is if we decide that this is the route to take I think there's a lot of questions and a lot of answers that need to be given to the communities the communities that pay rent and pay um and and pay a mortgage who who depend on these schools. And that's our greatest advertisement, by the way. Five essentials and the IR that's our greatest advertisement. And I'm hoping that we can do what's right best for the district. What's best for the community. Thank you, sir. I hope that I get it. But honestly, who needs it? The kids need it. the kids need. Oh, I appreciate it. Thank you.
So there's an opportunity that even if you have the bullying checklist, if you have the investigator reports, if you have those things, there's a actual place where you could go and attach that for each case. So that's why I'm saying that the training can be a little more deeper and we could add um additional things. So there's an implementation timeline. We're looking at fall of 2025, training staff on the menu, the investigative protocols. um from my lens creating quarterly reviews um to monitor consistency but actually doing better at cleaning up some of what is is seeing in terms of data and being able to share that out more frequently. I believe we've done one full two full share outs. I think we're getting ready to do one for May, right? Our goal is to hit before the end of the school year and then next year come up with a formatting that allows us to do it more frequently every quarter basis.
Is that something we can revoke until for further evaluation? Absolutely chief. you know, so I guess uh if board is going to give them a variance, right, or waiver, if there is any anything, you know, against it, then we can definitely revocate. Yeah. Uh just Todd, this is a new territory for us. Um the only one we've ever granted is an over 55 um development. Um understood. And and I and I assume that if we violate some regulations, Yeah. as in anything else, something could be revoked.
Uh seems to be a hit. And then uh as I uh gave the board a heads up a couple of weeks ago, uh Mel the group really my first project when we transitioned from I believe Mr. Monturro with these local and longdistance phones. Um they are going out of business. They're going chapter 11. We can no longer service their phones. So our telecom consultant uh Tony Parisella from Adel Engage Intermediate and we are we have just completed the transition for a local and long distance and this Frank Savannah actually raves about. There's so many more features to this. We're actually paying less per month. They gave us 180 free phones. And the other phones we had to pay for were 15 executive phones. The phones like the secretaries use Claudia and the board of educational. So it was really a win-win all around. Incremental functionality, less monthly cost, 180 new phones.
We're going to recognize Rachel Thompson and Sydney Lento as our teachers of the month for May. All right. So, probably understand a little as I go through this recognition and of why we're joining them together. So, both Rachel and Sydney have shown exceptional dedication and flexibility this year. Rachel, who teaches math and serves as student council sponsor, and Sydney, who teaches both math and biology and is also a student council sponsor, both willingly stepped outside their comfort zones to teach subjects that were unfamiliar to them. Not only did they rise to the challenge, they exceeded all expectations. Their commitment to student success is evident in everything they do. From their efforts in the classroom to their tireless work in building school spirit, their devotion to our students and school community is truly inspiring. Thank you Rachel and Sydney for your hard work, enthusiasm, and unwavering support of all the kids and the staff at school.
So they're going to focus more on the the recommendation and then the rationale behind that recommendation. All right. So Mr. Carl Hall is first and our thank you and our first recommendation is about the 2526 benefits package. Um and the recommendation is to be approved as as presented. Um a few changes in the in the plan is the dental to sign HMO uh remaining with UHC vision and include optional products such as identity protection, colonial life group accident, medical bridge, critical illness, cancer and pet insurance and those against are optional for the uh for the employees. Uh we want to make sure that um the rational behind this recommendation was uh to have a robust benefit package pay for the district uh as a tool to uh for the district to recruit and maintain and retain staff that is healthy and ready to go. We know that in many other places uh they're not as lucky as as um because they have to have cost share and here in our district it has been a priority determined by the IBM process uh to ensure that the benefits are paid by for the districts and just a friendly reminder that the benefits package was approved by the governing board graciously on March 4th of 2025 and ensures all of the timelines were met uh to renew the coverage uh prepare for an open enrollment which is the deadline is May May 9th this Friday and to ensure that all employees have the information for the open enrollment period for April.
Um, we're really here tonight uh to the meat and potatoes of this is talk about uh the role of cyber security uh in the school district uh and what that takes. That's a it's a daunting task quite honestly. um we couldn't do that with our entire team. Um the last time we did this was about five years ago. So there is a couple items on the consent agenda tonight that we'll talk about. So hopefully that fightes provides more clarity of what that is. Uh and we're welcome uh interrupt us at any time with with questions. We're just going to kind of tag team everything here tonight. But um we're going to go over a little bit of our cyber security, our current posture and efforts that we have in the school district. We'll talk about our Cisco security enterprise agreement which is on the consent agenda.
And uh some might say send them to the other elementary schools. I I have never brought this hammer out. And I don't want to do it. 15 15 words. All news will be on me doing this. That's not going to happen. Okay. Just 15 words. Teach a teach a man give a man a fish, you feed him for a day. Right. That's why I propose not sending Mr. Mine to as a principal to another. Teach a man two fish, you feed him for life. come visit us, sends teachers to us and administrators to see what's going on that's good at CSK that's been happening since he's been here. Thank you. Thank you for the passion. Okay. All right. Our next public comment is from Kareema Boy. And it's regarding to the principal the CSK. Okay, but may not be in a be in your way.
So all of that is what we want to do in terms of reporting. Um I did charge Seth this week with creating a communication plan um not just around but on different initiatives and things that are important. So he's going to lay out um his communication plan for the year and start to schedule out when things are supposed to go out in terms of a calendar. So this would be something that would then go on to that calendar. And so I had is pull our recent brim data um just for pellet. So this is now again this is what is stored in brick. So the total incidents stored in brim are seven seven um about 86% of it is closed. We do have we may have one or two that are still one or two that's still open. Um and then you'll start to see name calling and insults, shoving and hitting um a disability comments involving friends and peers and so problem is so small that and this is we didn't want to go too deep into you know because yeah but as you can see for a small school they have a broad range of of things that happen you know friends and so we didn't do the grade level like we've done before an hour since it literally will be one one identifiable um I will say that the closure rate as Pelum to me um and I know that it seems lower than the 90% or 95% we aim for but they have a small number of incidents so we have to look at the proportion there but Mickey does a very um I'm going to say tedious job of making sure she questions she asks she she goes back um and I don't get as much alerts that her cases remain open long for.
Um, anybody else have any questions? I have some questions about the the latch. Is it an app? So, there there's a couple ways you can use it. It is an app on a phone which you can just put your phone with Bluetooth and it will unlock it with your code. But it also has a keypad. So if you touch it and you have a sixdigit keypad, you can enter that manually uh for your own as an individual um number that you'd have to memorize. So that number can be given to anybody, not necessarily residents. um you could potentially give it to somebody else, but though they're I mean they would be on camera and you would be liable if you're giving out your access code um just as kind of giving out a house key to to somebody, but this would actually track them with a with a camera.
Only thing is we have it pretty much work the entire spring break, but they're they're young. They'll get over it, right, David? So So thank you for you and your team. Uh really did a pretty seamless. We haven't heard much noise, right? Really about They don't ring. That's why you didn't mute phone. So, uh, so, uh, it's worked out, you know, not good, uh, not very well. And, and that's that's pretty much the overview. The last page is again ethics which you guys signed which Vic Lapiro will be coming in that I have to send the resolution to the uh to the county confirming that we had the the uh ethics res uh ethics presentation and then you signed the ethics code which you did that one page.
We appreciate you. and and also very proud that they are Blige students as well. Next up too, keep going. It's the Blige High School show. And finally for our the be our star award for this month, we want to recognize Denise London. Denise unfortunately can't be here tonight, but we still want to recognize her. And let me get to my page on her notes. So we're proud to recognize Denise London as our be star. She exemplifies what it means to be a dedicated Blige employee. Her commitment to our students and school community shines through in everything she does. Denise works tirelessly to ensure students are informed about scholarship opportunities and she plays a key role in guiding them through the application process. She's a constant present at nearly every high school event. It's an impressive feat given how many there are and always goes the extra mile to capture and share those moments.
Can I ask a quick question just as a reminder how much did the benefits go up this year? Um we budgeted about 300,000 like what percent would that be of like what it went up? So like let's say mine went up 2.5 4%. It ended up being 1 4.14% I believe at the end of the calculation. Thank you. Addressing compensation for all employee groups through compression adjustments or pay increases is crucial for sustaining progress on our student outcomes focused governance goals. Currently, 31 open vacant positions create staffing gaps that divert employee focus from SOFG to essential coverage. A significant number of these vacancies are filled by outside contractors who are not subject to the same professional day or professional development requirements as our permanent staff. This discrepancy in expectations and training creates a lack of alignment in our shared SOFG goals and hinders our collective progress.