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Um, we're just finishing up our five-year and so we're entering to into a new one and we'll explain what that is. So, if you hear say EA, that's what EA stands for is enterprise agreement. So, we'll talk about that. We're going to talk a little bit about the Arizona Department of Homeland Security and some of the resources that we use from them. Um, they have amazing cyber readiness program there. Uh, and that's going to be beneficial to us as well. And then we'll talk a little bit about our student content filter, um, which we touched a little bit on and policy the other day. Um, and we'll let you know some additions that we're going to add to that for the next school year. So, um, so please, like I said, interrupt it at any time. Um, we do a lot already, right? Um, over five years ago, Ward Heinman, who's now, um, retired, um, he really led the charge with this along with Scott and the rest of the team, um, and we established a lot of, uh, of things for the district.
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But I ask you to be respectful and don't devolate any any uh private information. Do not share any private information. Uh evening everyone. Um, I'm here tonight as a concerned parent and I'll try to read this with within the five minutes. Um, my comments are related to ongoing concerns and questions regarding leadership and student support at CSK. To the members of our school board, assistant, superintendants, and superintendent. My name is Karema Boyd, and I am the parent of Zion Boyd, a third grader, uh, a third grade student at Ketta Scott Magnet School. I appear tonight to share my ongoing concerns about leadership, recent changes and the negative impact that in that instability, lack of transparency and accountability and insufficient um follow-through are having on my child's educational experience and my confidence in you all as our elected leaders. While Mr. Main may be regarded by some as a dedicated leader and champion for creating a dynamic learning environment.
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So, um whereas like there are other schools who may have their cases open a little bit longer because of the number and the value. So, I can say that from my lens, they open and they close within a decent time frame. If there's a more expensive case, you will see that that would mean stay open a little bit longer. But I haven't gotten an alert that says you you you have done exceeding this. I like all seven pieces. No. And Nikki said to Jen, she wants I have one that is closed, but I need to go into that's that's just one. That must be the one. Yes. That's the first luckily the families know it's closed. Um because I'm new just I imagine for elementary school the way the system works it's not students directly reporting. Is that right? Is it they can they can like theoretically but I mean yeah like they can access the site themselves but they're not they can and and that's saying there's a there's a ship right so they can a kindergartener or first grader.
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And then in terms of you said that there's like posted hours. Is there somebody who's going to be around say let's say the hours end at like 6 pm? What happens at 6 p.m. when somebody has been there for several hours? Are they being picked out by somebody? So I guess technically they wouldn't we wouldn't have anyone there to escort them out of the pool area. If they left they couldn't get back in. But if they were hanging out there till 9 10 o'clock at night or or some other time, that's when we'd see on camera um that they're there. And the next day when our staff is back on site in the morning, there would be a conversation saying you're violating our community rules. Um I the state their um their guidelines were also talking about um safety equipment. I'm wondering like what obviously the point of having a lifeguard is to have access to not only someone who can help render aid but has some experience aid kits and is CBR certified.
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So, that's pretty much it in a in a nutsh um any any questions on on that? Like I said, we got about 100 vendors. We turned over about 10. We got six new ones. We eliminated uh three or four. So, we're constantly turnurning, trying to find better deals, better vendors for a better dollar, for incremental value. um working with our internal team and our external consultants such as Cotine and Adel. So uh I think we're in uh we're in pretty good shape. The only negative is every almost every line item has gone up. 100 we have 100 vendors 95 of them went up at least 3 to 5%. That some went up even more. I spoke to some of them that hit us with double digit increases said look you know this that. So we did some bering and brought it down a bit but you know everyone's in the same boat.
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Through her photography and outreach, Denise highlights the achievements of our students and staff, helping foster a strong sense of pride and community at Blige. It's been an honor to work alongside Denise these past six years at the high school. Her passion, energy, and drive for Bluidge will continue, I'm sure. And this is why we want to recognize her as a PR star. Very welld deserving. Hey, real real quick, Lauren, before you um I don't know how many The Gates has been going on for about 20 years, and I'm sure for a school our size, we've had way higher percentage of Gates scholars than any other school in the nation, probably. And most of that is because of Denise London. That's right. Thank you, Mr. We we've also had about four merit scholars I believe during the history of of BR and they're they are the only four merit scholars that have been on the mountain.
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Good evening. I'll be sharing the recommendation related to compression. So, we are requesting $20,000 to apply to compression as work is completed on salary schedules during the fiscal year 2526 school year for facilities department. The SOFG alignment is there for your reference. And our rationale is that addressing salary compression is not just about fairness to staff. It's a strategic investment in the quality and stability of the employee workforce. By valuing and retaining experienced employees and attracting high-quality new staff, schools create a more supportive and effective learning environment that ultimately leads to improved student achievement. Um, and then just another note, we've been talking about addressing compression for many years. And in further conversations with Vanessa and with the compression uh work that that committee has done, we found that it just needed more specific intention attention on each specific role because it is really specific to each of those roles.
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Um, but I'm going to let Scott kind of jump in and talk about those. Sure. So, yeah. So, um, really around 2018, we really started taking a harder look at what we were doing from a security posture standpoint for the district. Um, before that, you know, you had your traditional old school antiirus and that was probably about it. It wasn't much. Um, but as the years have gone on, you see the news every day. uh hackers get smarter, faster, um more ways to to infiltrate your organization. Um so we knew we had to do something. Um so in 2020 we established our um incident response plan and disaster recovery plans um working with an outside company uh to establish that. Um, in 2021, we entered our first enterprise agreement u for security products with Cisco. Um, that gave us quite a few tools which we'll talk about here in a in a minute.
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His recent reassignment uh reassignment or demotion raises critical questions. What are we missing? If something is lacking, it may be contributing to uh Zian's less than acceptable experience in the second and third grade, as well as her classmates whose parents are here tonight to express the same and similar concerns. My first ongoing concern is with leadership. This was fueled even more when I saw a post on social media celebrating and highlighting the same principal who has been allegedly reassigned by the board against his will as a distinguished leader during principal appreciation week. He has served as principal at CSK for 10 years now. The board has determined that he is no longer considered a valuable candidate to lead at the elementary level. yet he is being reassigned to the high school where my other child attends um as well as another will be attending uh in the fall along with more than 4,000 other students.
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Okay. So what some schools do and some individuals who parents sit with their kindergarten and first graders but we also have like a bullying checklist. Yeah. So if a ver like regardless of how a bullying company comes in verbal or online it must be investigated. But what we're shifting towards is if it is verbally given then the investigator is then going to open up a casing attached to checklist all of those things and say I think is one of the schools that actually if a little one comes in or somebody helps them who helps input for the little ones and then I mean I'm usually the one that puts these in people usually Tell me. I know somebody. But if they mention it, if it comes in email, I put it in. That's a cute. We might have a lot. Yeah. I guess my other question is just like especially for elementary school, like how are you navigating differentiating between the like teasing, bullying, lies?
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So like what what kind of uh access to safety equipment like ring buoys would there there's a board with a a back stretcher the kind of hard stretcher there's a the buoys a first a kit emergency phone um trying to think of this what else there is I can't think off top my head u it's required all that stuff's required at pools um public pools semi private pools uh so we have all of that equipment ready to go. That's all readily accessible by residents and not just like staff. Yes, Mr. Morice. Yes. You know, so those are those are the equipment we see, you know, that it's available uh you know, when we do our inspections. And Mr. Todd, one one thing I want I want to say right before the board takes uh the decision, right? So, we do have a requirement for the pool water tested every four hours.
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And speaking of Mr. Liria here he ising and har. Hey perfect perfect timing again. Sure on the phones. So I know the phones have been out here. So this will be replacing all phones. The phones the new system. All phones are replaced. Okay. All 180. I call them regular phones like I have. And then there's the executive phones that have a much bigger switchboard and they can transfer both internally and externally. Every phone has been exchanged because we could not we could not repair or upgrade the myel phones because they're going out of business. Thus all their vendors and contractors we couldn't do a lot with them. So we really had no choice by the end of the year. So, like I said, we were fortunate to have our consultant and te telecom contractor Adellex engage intermediate and it was a pretty uh seamless transition and not only we get new phones, we're going to be paying less monthly charges.
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It's an amazing honor and every year we send our kids to some of the top universities milit militarymies and our kids assume important roles as HVAC plumbers. They go on and work in civil service. We have an outstanding kids. Thank you for highlighting that Mr. Grenal it. Now it is with great pleasure that I introduce our Tommy Crane recipients for 20 242 school year. And so for those of you that are unaware of what this award is, our BR stars are named monthly. They come from all walks of the BR family. Every department, everybody's eligible to win. And we have had we take from that pool of winners. We name two. They used to be Br be our superstars, but we changed that name two years ago to the Tommy Crane Award and and those of us that had the pleasure and honor of working with this sweet and know that he uh best of all exemplified our core values of integrity, courage, commitment, and respect.
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You can't just say like a blanket statement about compression. And so that's what this money is earmarked to do so that we can take that more tedious work to the next step to be able to fix the issues that are that lie within the employees that we have currently. Hopefully that made sense. Thank you. Um, our next recommendation is that to ensure parity with classified employee raises given for the 2425 school year, um, contract substitutes will receive a 5% pay raise as well as a stipend of $1,735 paid at the end of the 24-25 school year. Um, the people employed as contract substitutes for the entirety of the school year. Um, and in the future, they'll receive pay rates at the classified rate for future pay raises. Um our SOG alignment is to uh staff retention and recruitment. Our rationale is that um you know technically the contract building substitutes are in their own delineation of employee category.
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Um, last year, last summer, we decided we wanted an outside entity to do a penetration test on our systems. Um, that was very beneficial. Um we found a few things that um we shored up and took advantage of. Um but overall we were very strong. The they were the uh pen tester was very impressed with our infrastructure. Um so we were excited about that. This summer we're going to take a little bit different approach. We're going to do a security assessment and uh not 100% sure what that all entails yet. Uh but the uh we're having our kickoff meeting next week um with the is it this week? This week? This week? Sorry. This Thursday. Uh with the company and they're going to go over everything that they're looking for and looking at. Um we train staff constantly um through email fishing attempts. Um some like them, some don't, but that's the name of the game.
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What message are we sending to parents? Because frankly, it is not clear. I am compelled to believe that this situation that resulted in Mr. remains reassignment has affected Zion's learning experience and the overall learning environment at CSK over the past two years. I want to clarify that my comments are not intended as critique or criticism. However, I believe it is crucial to point out specific examples to ensure transparency, accountability, and positive changes that warrant favorable outcomes for all CSK students moving forward. My second concern is that our children have faced significant disruptions to their instruction over the past two years, including number one, teachers attempting to manage ongoing disruptions during valuable instructional time, often unsuccessfully, students being tasked with not navigating these constant disruptions without adequate support. concerns raised about Zion's firstear third grade teacher who has struggled with classroom management and whose ex instructional quality is below expectations and likely due to limited support.
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is a lot of it has to do with the with the definition um and how many times it occurs and so if you know yeah bullying versus harassment and um you know we have the title we have a title phone the title box and but the feelings are real. Sure. So we still have to investigate it see if it meets the definition of bullying versus the definition of harassment. I think um one of the earlier iterations of broom only spoke to bullying but then after it went in front of the regional committee they asked for us to put in there that the findings was um because it was like bullying unconfirmed bullying or something like that. So now we've added one of the findings like harassment confirmed or you know things like that. So it's it's bullying unconfirmed but then all the categories. So it's kind of going through that process.
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So, I'll recommend, you know, if you if you can get somebody who's going to be testing the waters certified, you know, CPR and all that, you know, that that might be helpful, you know. So, absolutely. And our other buildings, our maintenance staff is all uh tested. I think they test it every two hours on hot summer days, but but they uh code regulation to do every four hours. So, we've done it both ways. We've had a third party test here, but we've also had our our staff on site trained so they can make that testing as required. Thank you, Raj. Can I just clarify? So, I I think that we're we're all seem to be in agreement that I mean, I don't want to speak for anybody else that that we're comfortable with this um you know, and if I misspeing, you know, definitely um let me know.
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So, it's really when and we're getting added features. So, so I just we were just talking about that Vic will be uh Vic from Fogerty and Hara will be doing about approximately 30-minut presentation on ethics. He does it each year. So, uh, without further ado, uh, Dick, right, you're you're ready. Okay. Where do you want me to stand? Um, yeah, we're in a different room, so it's not logistically it's not so um Yeah, I'd be happy. Thank you very much. Do you want us close to it here or it's good? No. Are we still recording the ethics or we're done? No, we're done. We're done. Okay. Yeah. Are you going to take a motion to approve the uh agenda? The reorg? Yeah. All right. So, I'm going to make a motion to approve uh the reorg agenda. I'll second it. Okay. Mrs. Abru, yes. Mr.
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And so, lucky enough, Tommy lived long enough to see us change that. And uh he was here last year. Um I believe he was here last year when we awarded it. That was the last time. And he he passed away a couple months later. So this is the highest honor that we have to bestow upon any of our BR family members and it is given a lot of thought that we make this uh presentation and there are two people and they're always outstanding people. There are two people tonight that I'm going to work really hard to get through this. First of all, as I said before, those core values of commitment, courage, respect, and integrity, these individuals exemplify that daily. They are just quality human beings. In addition to being outstanding educators, and I mean outstanding educators for all students, they have a belief that is easy to see that a light that radiates within them that causes them to help all kids.
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