>> Yeah. and they will have a potential to get another thousand, but that's a potential through the SOFG goals. So, no matter what though, it's a $1,000 increase over what they had last year for all teachers that get the performance-based pay if they voted in. >> I have a question. >> Okay. >> So, right there when it says certified teacher and learning stipen is 100% payout for all eligible certified staff. Um says certified teaching and learning stipen allocation 3,000 100% payout for all eligible teachers. That basically is our performance pay right now, right? >> No, our performance pay right now is 3500. >> That's what I'm asking. So we're going to decrease that 3500 to,000. >> We're we're adding $1,000. So, of the $4,500 bucket that we have, 3,000 it will be designated as a classroom uh teaching and learning fund. So, there's no criteria other than being a member of that group.
So, in the past, if there was uh if you didn't do all the PD and you had a hit to your pay, if you didn't score effective or highly effective, you had a hit to your payout, that $3,000 will never change. It'll be consistent. Where it does then have impact is in the $1,500, right? Is it's 1500, right? >> 1,200. 1,200 for the PD and 300 for the final evaluation score. So those are the two areas that might be impacted by either not being able to complete your PD hours which is increased to 17 from 15 and any impact from your final evaluation score. >> Okay, one other question. So right now when you say 17 hours of PD those are basically what we do on Wednesdays or that's like an additional P what we do on Wednesdays. >> It's inclusive of all of those items right so the four school curriculum updates that's four hours that's included in the 17.
So it includes any PD that's done that's aligned to student outcome focused governance goals. So that could be for um literacy, math, language acquisition. Um attendance is one of the guard rails. So any of those areas that would fall into those PDs and it could be site based as well. >> So what you're saying, so the question I'm asking, I don't know, maybe I'm not wording it correctly. Are we going to have to do more professional development than we're doing right now outside of the ones on Wednesdays to get to 17 hours >> including all the curriculum PDs that you have to do, right? So you do used to be called affinity groups, but now it's the professional learning communities. >> Those will count. Yeah. But it's later on Wednesday. So I when I hear Wednesday, I'm thinking of the sitebased ones. So, anything that's curriculum department or sitebased that's aligned to SOFG goals would count.
>> They're more Yeah, there's more hours available. >> So, is all of our Wednesday's meetings aligned to the SOFG goals? >> No. So, then that would mean that the principles would have to make sure that they're tracking the ones that do count, right? and district puts in dates where you do action planning, right? So action planning PD days which is based on data wise aligned to SOFG would count as part of that. >> So I just want to make sure that we're not putting more on teachers plates to do on the weekend or some other day of the week. So what you're saying is so some of the staff meetings would count and then those days we have to travel to another site which I always thought was just Wednesday PD those account >> and then the week we come back the just the teacher inservice week do those meetings count >> yes they do >> if they're aligned to professional development that's aligned to SOFG specifically the classroom uh curriculum updates that happen every year so that's four hours right there so you come the first week of school, you start with four hours and then if a site does a PD that's based on 95%, right?
So 95% is part of what we use to help increase literacy, then that could also count. >> Okay. So I know like there's been times like for example, sorry. Um I know there's time when um for example this year for those teacher new teachers who were not trained on 95% they have the option of going to class on the weekend and they were compensated for that time but now would that be now considered oh you can get your 17 hours >> if they're compensated they can't count that toward time >> like are we going to now start doing like instead of compensating for teachers doing that weekend professional development we're are we going start telling them, oh, instead of being compensated, you can do it can count towards your 17 PD hours. >> I don't see why you would have to do that because there's more than enough hours in the year of professional development with Wednesdays and curriculum PD that would make more than make up the time that they would need.
So, if they are going to a weekend thing, they could have the option of not having it paid for and use that for salary advancement. We can't accept credits from a a professional development they do that um is being used for salary advancement if we pay for it. What about me though? I'm asking because I know like like beginning year teachers have the option they weren't trained 95% there was a weekend class just making sure like teachers don't have to go out and do extra more >> that was the whole conversation in the committee was to make sure that we had enough time in the school year for people to meet that requirement. >> Okay. >> Daniel and then Ally. >> Oh, I didn't raise my hand for anything for this Ally. I feel >> um looking at the SOFG uh payout, the $1,000. So for teachers that, for example, if a teacher only teaches English, they don't teach math.
Would there be a limit to how much they could get paid out for that? >> This is based on sitebased data. So it's the whole site. If the whole site meets the goal, then everybody on the site gets the 250 for that goal, right? And so there's up to four different goals that can be paid out. And it's not just on goal attainment because goal attainment won't be until 2028, but every year there are interim measures. And so those will be taken into an account. >> Um or district, >> there are some certified teachers that work for the district level. So like a coach, a TOA would be qualified under the district SOFG outcomes. >> So a coach wouldn't be able. So for example, if you're a coach for Monavista, Mack and Excellencia, Macken meets the SOFG goal, but your other two sites don't. So the coach would not get it because it wasn't >> they're they're in district data, not insight data.
So they don't get even their schools make it. >> They get the district data. That's that's the way it is for their evaluation currently too. >> Did it also include service providers? >> I'm sorry. >> Service providers speech. >> Uh if they currently qualify for certified then yes. Anyone who qualifies for the certified payout would be under these requirements. the ones that travel to multiple sites, they will also follow underneath the district. >> Yes. Yeah. And that that hasn't changed. That's been that's been the way. >> Any other questions? >> Um yeah, I so I had a question. Um so the SFG goals are based on district data. You're like, right. Yes. >> Individual sites have their own goals related to those. >> So, so those are the goals. So, for example, if I work at Builtmore, my test scores are going to be a lot higher than another school.
>> Maybe, but maybe not. >> Well, true. But just looking at the historical data, like when it says SOFG goals, Builtmore has their own growth goal, not just >> That's right. >> the 10% district goal. Okay. >> So, the overall district goal is what the goal is that the board set and then principles set their own goals based on their analysis. >> And so, and so at each site, those teachers uh bonus would be based on meeting the site goals, not the That's right. Okay, I understand. Thank you. >> Ask another question. All the years we have been doing SOFG goals, how of Huh? >> How often has the sites made their goals compared to the district? >> We'll have to look for that information. I don't have that off the top of my head. Is it most so I'm worried about is it going to be easier for people that's on the district goal level to reach their goal compared to on the site level.
>> A good way to look at that is to look at the board reports or SOFG and they always have the aggregate which is the district total and then they also break it down by site. So that would be a good place to start for that research. Okay. So, they're not really >> for classified. We do have to approve classified. >> That's that you do need consensus for. Correct. So, just letting everybody know that's the deal around performance for the certified group. >> Okay. That go I don't know when it goes out to vote. >> Well, we want wanted to bring it to this group. We had another focus group that looked at it and we have a committee meeting the day we get no the week after we get back. I think the 23rd uh is the compression committee. So, if there any and couple of people in this uh team are on that committee as well.
So if there are any questions or clarifications, I think the PD thing has come up several times, Ariel. So we'll kind of revisit that and flesh that out a little bit more. Then it will be pushed out to teachers for a vote, uptown vote. >> And are we pushing just question on my end, are we going to be sending out the plan uh but then also like some maybe topics? Yeah, it's in we've got quite a few FAQs out on the thing too. We haven't put those out yet though, right? Okay. So there will be questions answered and I think the takeaway is that we wanted to make sure there was no harm with the SOFG. So that thousand is on top of what they're already getting and that one's already set. It's not evaluative pushed anymore. It's kind of changed that format. So there's more dollars in teachers pockets um and ability to get the dollars in teachers pockets which is what we felt the intent was of the dollars.
And then the SOFG portion was above and beyond that additional dollar. So that's a focus uh to have a more of an achievement uh piece to it. But the thousand is above the 3500 they were getting and it's a bigger portion of it. They just get it without any anything. It's just stipen. >> When we do present it to teacher, could we have the data presented to us also about how often the sites are meeting their goals compared to um the district? Well, just how how often is the district meeting their goals and often is the sites being their goals? >> I think we would just provide the >> the board presentations. >> Yeah, I think I think teachers would want to know when it's presented out to them. >> I was just gonna I don't know if the paper performance committee already had a timeline of when to give the the survey if it's going to be through a staff meeting because I know to attain the Yep.
70% >> have to pass by 70% of the people who are eligible. Thank you. >> Sorry. So you have to determine how many people would be eligible for the payment and then 70% of that group has to approve it. And so the timeline is as soon as possible before the end of the year, we're going to make sure that principles have an opportunity to either present a um screencast or something to introduce it at a staff meeting with QR code. So teachers can have access to vote um in a window of time. When Kyne does their program, they give teachers five days in the summer to do it. So we're trying to do it before the end of the school year so we get a clearer sense of the group. >> Yes performance, but I just want to do a temperature check as I see uh lunch settling in.
Do we need a 10-minute break before we do that? All right, I'm tight. 10 minutes. We're all I know. That's why I'm like, come back. Although, we did avoid a whole topic, but that's okay. We get these other ones done. I've got 214. I'll see you at 2:24. And so the next thing that we're going to excuse me talk about Vanessa is uh not Vanessa we're not talking about Vanessa. Next thing we are going to discuss is compensation. And Vanessa has some information to Oh, no. I'm sorry. We're going to talk about classified pay for Look at me jumping ahead. So, first classified pay for performance and then we'll review uh or come to consensus around that. >> I know I'm not Vanessa, but >> I Okay. >> Um, wait, before you do this, because we didn't do classified pay. >> Are you talking about that right now?
Sorry. I thought you were. I need a nap. Um, current classified pay for performance is $500 for these groups. Let me show you handy dandy spreadsheet. >> It's um classified hourly ESPs, classified exempt staff. Uh, those are the classified staff who get paid salary. They usually have higher levels of certifications and job duties and responsibilities. Um, they have to meet an IRS definition. That's why they're exempt. Uh, and then also the RN, um, occupational therapist assistant and speech assistant level. They get the 500. Everybody else, um, gets the performance-based pay. So, those are the groups we're talking about for classified. And then just where did it go? There it is. Okay. Uh, and sorry, >> it's not that I see districts. >> Oh, district subs. Yes. How many of those do we have? Nine. Have a good day. I Okay. Yep. Let's just do that right here.
Okay. Um times nine. They were not in it. >> Plus this. It doesn't include benefits because these uh are these benefits are already being paid. So, we wouldn't include a benefit cost on this one. So, um okay, there it is. So, it's 158,537. At this point in time, it is on the table in here because it would come out of the $750,000 budget. Um we're increasing um performance a thousand and then a potential another thousand and I haven't increased when was the last time we increased the merit for classified I don't know not in our memory six years oh that's not bad at least it's not 20 I don't know it's there but I have a real high interest in trying to find another funding source for it because we have another funding source um for the certified portion. Um it just it's I just feel like I can do it.
So I I guess I can bring back we wanted to share the information with you, share the amount and then what I'm hoping is that by the next meeting I will have found a sustainable uh funding source so that it wouldn't even need to come off the 750 or be in this uh conversation on compensation. That is my goal. I'm trying. If we can't, then it would come in here and that would be the amount just to put it on your radar. Uh but I should know by the next meeting whether I can find I I know for sure I can find a portion for the 4500. I'm looking for the rest of it. So that's kind of what that means. >> I wish I had a better better thing. Question. >> The the 4500 was the district subs that I forgot about, but they would qualify I think in the other funding source.
I got to make sure in the legal language of the statute. So that's that's what we're doing. >> Okay. And we're just talking about the increase. >> Yep. Just that line. Let me Yep. Nothing. Nothing else. Maybe not. That's my goal is to get it in a maybe not. Um, so I I got to put that one on the table. I apologize. But I wanted to show you what the cost was. >> Hey, I want you to look for other pointing for that one. I can also just add to that one. >> It's all of it. I just did math over here. Sorry. This is just math on a spreadsheet here. I'll get rid of it. So, right now we're just this is just information. We're not going to actually make a decision then. Is that correct? Until you can find out if you have another funding source or not.
>> Yep. Just wanted to put it on your radar. >> So, about 150 round up 159,000 possibly to come out of the off of the 750 to increase classified performance from 500 to a,000. However, Vanessa is going to look for an opportunity to have some of that come out of a bucket or all of it. >> There were changes in the law that we, you know, that allowed us to do a little bit more with that and we're going to see how much of those dollars could potentially apply and then uh see what that remaining number is and and look at some other funding sources. >> Okay. Any other questions about this? >> I was just telling you >> just telling you for now and I'll bring it back at the next meeting if I find a funding source for it, which means it just takes it off the table and then you guys would not need to have it be a part of your um 750 budget.
But it is, you know, compensation and things that we should keep on the info piece that tells staff what dollars they're getting this year. >> Does it get voted on the way the certified one does? >> It doesn't. No, >> that's a >> that's why it's one of those weird ones because it's like if it's Mino, it absolutely is sitting in here, right? >> Yeah. >> Okay. She was saying that they should perhaps have a similar criteria. No problem. Other questions around this topic of performance for classified. Okay. What else do you have? Um, it was an item that we put in the So, this is the one we talked about before lunch when we said we had another new thing and we didn't want to keep throwing new things at you. So, we said that we would present it the information here today and that you guys would um this would be something we would further discuss on the next meeting and that we would not bring any of these new ideas or items forward.