They're on the auxiliary salary schedule. So they're neither certified nor classified. Um therefore they're considered classified for pay for performance and gets the lower pay performance pay. But they were not given the classified distinction when raises were applied last year. So, we're recommending that we adjust this classification discrepancy and allocate the additional 5% pay increase.
Um we have communication via newsletters um full administrator meetings. We um tackle certain topics. Um on the device and identity management front um you know we have Microsoft and Google that we utilize to keep our systems up to date. Um you know those pesky updates that you get during board meetings. Um virus anti viruses. um endpoint protection getting keeping our devices secure. Um and then we utilize identity management, rapid identity uh identity management for our identity solution. Um and with that uh we'll talk about Duo in a minute, but Duo also protects our identities um from being accessed. Yeah, we use you know Scott mentioned the fishing test, right? So, the hardest thing for us is to get in front of 5,000 staff members to do training, right? They're busy and they have a lot going on and it's not always at the top of of the list of of of a school, right?
Number four, last year under Zion's second grade teacher, similar concerns were raised about her classroom management and instructional effectiveness as a firstear teacher. Again, I emphasize that these are not criticisms, but reflections of ongoing challenges that I worry will persist into this next school year and beyond if they are not pri prioritized and addressed. My third and primary concern is what actions will follow. I respectfully ask the board, the assistant superintendent and the superintendent. Number one, do you have a clear do you have a clear transparent process in place for selecting our next school leader? Number two, how do you ensure that this process emphasizes accountability, strong oversight, and measurable effective outcomes for all CSK students. Number three, beyond a resume, what qualify what qualities will be prioritized such as genuine interests and proven track record with the IB curriculum? Number four, how will you provide reassurance that our children's education at CSK will improve under new leadership?
Um, but that's one of the things that we're trying to address. Like if someone makes a verbal complaint, you realize it has to now we're trying to put it into the platform. Um, how many of these seven were bullying or none or some or no? They used to be on the previous graphs which I would give us. Yeah. But there it's so I was just curious. Yeah. Um I want to say like [Music] I don't but I can get and then I guess my other question is I think the program can't bring all tracking when it's harassment. So if there's like three harassments, it automatically gets teen over to bullying. It the program you're very small. So I mean you have probably have all that information in your head. So that's what I would have to clarify. Um because I think it's how it's reported and how it's closed.
But that's what it seems like. So if there is a waiver, can you just be clear on what is the requirement that's being waved? So um as as I read uh read the regulation, right? I mean it does say that it's the board of health discretion, right? Like or the board of health of the authority that uh if um that that if you decide you know to have a have the lifeguard or not. So right. So it's so it's really not uh a matter of waving anything since that is not actually written regulation point is that correct we were to wave a requirement then that actually requirement Dr. you know versus just uh decision that we're making that this is right you know reasonable yeah it's it's not clear right but like you know that if we have any anything beyond the state code right uh but u in a typical situation right that there'll be there'll be a lifeguard right like but again it's it says it's the board of health's discretion but you're right you know like it's not like you're waving something here because it's not a requirement right I I'm just I'm just wondering if because we want this to be official.
Capano, yes. Mr. Fredo, yes. Mr. Cara, yes. Drew, yes. Ror, yes. Mr. Russo, yes. And Mr. Ter, thank you for all your hard work. Okay. Thank you. I appreciate Thank you. I appreciate the board support. Um, like I said, we I talked to a lot of VAS and uh they have some uh
They are exceptional teachers. They are also outstanding human beings. They are unbelievable role models for our kids to look up to. And so it is with absolute great pleasure and honor that I introduce the 2024 2025 Tommy Crane Award recipients, Rebecca Woods and Justin Reop. All right. Thank you, Mr. Merrell. Boy, those are we have some outstanding students and teachers and it just brings me a great deal of pleasure and I know it does to the whole board when those recognitions are passed out like that. We It makes us proud. We see that. We see that the board the board sees that uh that extra effort goes into the entire school district from every employee here. Appreciate it so much. So much.
Any questions about that? Um the meet and confer team is also recommendation uh recommending uh based from the com compensation and compression committee an hour increase for bus drivers including transportation staff who also drive. Um there are a couple of SOFG alignment uh rules there and our rationale behind that was as declining enrollment district. The first step is to ensure students uh come to excuse me our first step is to ensure the students come to school. So uh securing experienced bus drivers will help improve attendance. That's uh good evening. Um this recommendation is uh the for come from the uh compensation and compression committee as well too. Uh the dollar wait this is not is this the right one? No. I was like that does not look like it. Um thank you. I was like what what am I reading here? Um so uh yeah for comp uh compensation compression to approve the recommendation to address teacher compensation.
We completely understand that. Um, we use the fishing test to not as a gotcha, but if someone does click on a link in a fishing test, it takes them to a training. The trainings are very short. Um, it takes about 15 or 20 minutes to do them, and then I'm sure you do them in Mesa and love them. Um, but they're not gotchas from our standpoint, although some people do think they are. However, it's an industry standard. It's done and it's required to get cyber security insurance as well. So, we don't like to use that as the reasoning, but that is one of the reasons. But, um, I think it's beneficial for sure. Um, and that's uh, for those who have been honest with us, not liking them, but they have said that they have helped them. So, so we'll continue to to do those.
Number five, will our voices be included in decision-making? Number six, what plans are in place to manage behavioral issues effectively? Number seven, how will support measures like IEPs and 504 plans be consistently and effectively implemented moving forward. So that we are clear about my priorities and commitment as a parent, I have taken the following steps to support my child. Number one, I have met with her teachers to address my concerns. I've communicated with Zian constantly and increased home support base on her teachers recommendations. Number three, I've connected with other parents to identify trends and discuss strategies for supporting our children's education. Four, I volunteered in her classroom. Five, escalated my unresolved concerns to Missine. Number six, followed up with Zian's teacher. Number seven, followed up with other leaders at CSK. Number eight, recently I took advantage of district providing tutoring sessions. All of this and I find my child in the same unfortunate situation.
Okay. Um and who's a reporter and things like that. But I can definitely I was just curious. Those would be things I would like to see on the graph. So there's educators we use educators handbook too. So educators handbook um and I will totally be transparent that some teachers are better than others at using it but it tracks bullying over time. So or behaviors over time, sorry. It tracks when, where, um, you operate in who, what, everything. Um, and it gets sent to me. Um, and I have to then figure out what to do with the one behavior. Um, and I can look and it will say this is so and so's third office referral or this is it does track that in educator handbook. Um, and then you can also see who it was towards. So then that would trip you would have it doesn't automatically trip it though.
If we're if we're, you know, doing this as usual, we're waving a requirement, uh, we're voting on that, is is it necessary to wave something that isn't actually requirement versus just giving our blessings? True. You know, and we might have to look back, right, how how it happened for the lanterns, you know, that because every two years we we give them a waiver as well. So, I this came came to our discussion in the office, right? like how how that happened you know we just have to look back you know like u because we did did give uh waiver to lanterns as well right like and we do it every two years would it be better to say that we just make a ruling as to whether or not we're going to fire yes there that'll be a good idea you know so I mean and again I'm I'm for it I mean this this pool is only four and a half ft right uh I I guess the the one at Chestnut Place is is a way deeper pool, you know, and I guess the board should uh look into that, you know, like then we should make it as a requirement, you know, from from Ashland side just if it if it is a deeper pool, you know, then then it's it's it's a bigger bigger threat, you know.
Next item on the agenda. And by the way, I need to excuse Margaret Gab. She went to the dentist today and she really can't talk right now. So, she's decided to stay home.
Uh and like Miss Blickley said earlier uh this we've had a lot of different things that we've done over the years to try to address it either directly or indirectly. We had a like a flat raise at one point. I also remember uh there was a subcommittee that like met for a couple of days just to try to address a lot of the inequities that went along with compression. It is a mighty beast to attack and try to figure out how to do. Uh God bless Miss Shapiro over there and trying to go and figure out ways to uh go about it. Uh because it is not an easy task. I the phrase hurting cats comes to mind when I think of stuff like that because there's just so many moving pieces uh to address that is a pretty difficult thing. Um so the the rationale obviously is addressing that compression in years of service and responsibilities and it goes all the way um and every uh teacher is affected uh either like a first or second or like a second year teacher up to uh experienced teachers as well too.
Um, but that's a challenge for us is the training. The thing is what we try to emphasize, especially on the updates as well, is that if you're not doing these things at home on your home computer, no one's forcing those updates on your home computer, right? You can go on and on and on and you can be running Windows 95 still and no one's forcing you off those, but you're putting yourself at risk on for what's at your house and your information on your home computers as well. So we hope that spills over a little bit and people see that but we have to force those things there. We have no choice, right? So we do give some grace but at a certain point your computer will update whether you like it or not period. Um and that's the only way that we can ensure.
As I plan to escalate my concerns further by requesting a meeting with district leadership, I received notice that Mr. Maine would be reassigned. Following that notice, I was asked to write a letter to the board supporting Mr. Maine. Instead, it's a one minute warning. Okay. Instead, I have chosen to bring my unresolved concerns directly to the board meeting in hope of solutions and reassurance that there will be follow through. I understand I may not receive an immediate response tonight. However, I truly hope that we can work together. Thank you for your time and consideration. Thank you. Okay, our last public comment is to thank you because to our dynamic board Nelson Albert and welcome to Miss Elizabeth. That's from Christine. No, we're not We're not not rushing you out of here. Good evening. Hello. Quite a large crow crowd tonight. Um, I just wanted to take a moment and uh say thank you to Mr.
Okay. That's some of what I was Yeah. was asking about like how you're tracking some of the smaller stuff. Yeah. So, but one of the things that um this with the elementary I think you know the first report that went out was a conversation about consistency and programming and and one of the issues is that there are there's BIM and then there's educator handbook but every school does not use educator handbook the same way. Um so at in In another district that I oversee, the three schools each use educator handbook differently. The middle school may use may use educator handbook to again share how students discipline is, what's happening, you know, what they saw in terms of teacher reporting. Um this that's where teachers may say this happened in a class and I observed it. So my understanding of how educator handbook is being used is kind of like teacher observes a behavior.
Sure. Um that case um I will make a motion uh that the board not require lifeguard property 100 chest 100 chestnut a second. Thank you. I appreciate it. Any further discussion? All in favor? I I I that carries. You are all set. Hopefully hopefully you won't be in front of the board. Yes. Thank you for your time. I appreciate it. Thanks. Thank you. Have a good night. Bye. Okay. All right. So, the next thing on the agenda is the health director's report. Thank you, Chief. Uh, so the the first item is the Dollar Tree closer. Uh, as most of the board members know or public know, uh, the the Dollar Tree was closed on uh on April 30th, you know, given given a complaint and and the uh rodent infestation. I was at the store today uh this afternoon uh um and I spoke to Mr.
Um, next item on the agenda is a consent agenda. Uh board, are there any items in the consent agenda that' be at 2.1 through 2.8 that you would like to take out and vote on independently or can we vote on as the consent agenda? Nothing you'd like to take out and vote independently. So then can we have a motion to accept the consent agenda as represented in items 2.1 to 2.8? Have a motion. I have a motion from from um Michael, second from Sivana. All in favor? Appears to be unanimous. Okay. Item 3.1, recommendation to approve the revised budget. Um Kimberly Dougell, would you like to go over that with us? Oh, sure. Oh, I forgot to turn my I know you just love to go over the budget every Yeah, sure. It's exciting. Okay, so um part of ASRS statute is uh ASRS, not that's retirement.
So it's all everybody's going to get a little bit of it uh that uh addresses in small part uh some part of compensation on there too. So Approving a 2% raise and addressing compression will allow us to maintain momentum on our SOFG goals, building upon two years of data wise cycle implementation and SOFG monitoring. The district's investment in our current staff, evidenced by structured English immersion, SEI, teacher training, and professional development funding, underscores the importance of retaining these employees to continue building capacity and advancing our collaborative shared goals. High staff turnover requires restarting foundational work, hindering our progress with the datawise cycle and emerging multilingual student support. Investing in our employees is the IBN group's priority to ensure we continue pushing toward our student outcomes goals complementing external efforts to enhance teacher efficacy. And so to further the rationale of that um the first piece was um the alignment was the superintendent will not allow district to operate without a system to recruit and retain strong teachers.