So, we're creating a transportation plan um that includes not only additional bus drivers, but additional bus driver pay and also abilities abilities to be a van driver, a student transportation van driver who can then um career path their way to getting a CDL with our help. We're not 100% sure how that looks, but you can see that in some of the other districts, um, you you get flexible schedules. We're going to be looking at flexible schedules. We just want to make this as enticing as possible. We want to message things like what they've messaged. Um, they have CDL training provided in other districts. This is an option we're looking at and trying to cost out. um which means your van drivers would have the ability to work with our district staff, get trained to get their CDL and become a van driver, grow from within.
Um so that changes the schedule all over the place and then gets us um above the surrounding districts, but it's costly. So that needs to have um where's our draft? There it is. Okay. So it needs to have a revenue source. The revenue source is the hubs from around our district strategically placed to capture students from other districts whose school districts are closing. >> And so those districts have parents who now either have to be transported a much longer distance and they're not happy about it or they weren't getting transportation in the first place. We will transport them into our district uh with those hubs around our boundaries. We are surrounded by all those school districts you just saw. Um, if we capture 50 students through the program, it pays for itself. >> Oh, back to Excellencia only change start times if everything you just said happens.
>> It is happening. Yes. >> So, you're saying come August, >> like as soon as next year, >> neighbor, we want to move fast. We have an interest to move fast. We have board support. We have meet and confer support. We have a plan to pay for the dollars that goes towards it. We have a schedule ready to go. The only thing it seems like we really need is to pick our software and to get start marketing and get the word out there so we can capture them. So, we feel we can do it. Neighbor, what do you think? >> I I think it is possible. I like the idea. Um >> let me >> still a concern of mine is so bringing on the drivers. Um >> the other part of it I'm sorry I forgot to talk about is that we are also um in talks right now with outsource transportation opportunities that would allow us to temporarily use those types of services while we spin up and hire the bus drivers.
So that's what would make it work. So neighbors >> make it happen neighboring the door. >> We are in talks right now um with the principal and the school site and um wanted to get this information to in front of you guys and yeah well because we don't want to say it and then not do it again. So, we needed to make sure that we knew that we could get a sustainable plan. That took a minute. Uh, we knew we needed to pull the schedule off. That took a minute. And we need to get that software. That's going to take a minute. Um, but if we can, now that we have support pretty much across the district and we see the interest, um, it's uh, getting some information out to parents and making sure that we don't have like a mass revolt uh, about it, which we don't feel that we will.
Um, that's the last the last piece of it. >> Take a minute. The minute of August. >> Oh my gosh. >> Ivonne, >> is is there a way or a strate that we can use to talk to the bus drivers from those schools that are being closed so we can >> Yeah. Go say, "Hey." Um, I'm going to tell you, having worked at one of your neighboring districts, we we did it. >> Yeah, we all did a bus. We Everybody's doing park >> in the street. >> And I do want to say that we we have high confidence in the plan because of the timing. So, our strategic timing of doing it means that what typically happens in the past, we all have some dollars and then we all say, "Oh, our bus drivers, we're losing them." So then we put some money to the bus drivers and then the next year the other districts say, "Oh my gosh, look what you did." And they do it.
They're closing schools. We don't feel that in the near future they have the opportunity to outcost us on the bus driver strategy. Um so it gives us a couple of years of cushion we feel to be able to put the plan in place see if it's sustainable and ensure that we have the right um routing to make that excellencia change >> and it will be aligned with IMA >> at this time I'm not um able to say what start time it would be it would be one of the other two but that's part of the discussions that are happening a lot of it has to do with how many buses are running to those other schools. It'll be a one option. I don't think we have the ability to go out and say which one do we want. I honestly feel like it's the 810, but I don't I just don't know.
We We've still got to dig into that part. >> Yeah. >> Can I go and tell everyone tomorrow, can I buy a banner right now and post it in the hallways? I I would say that we are speeding down the path to be able to offer the time change for August and that information will be coming out in the very near future if that is going to be a done deal. Until that information comes out, I would just say that it is uh looking likely and that we have lots of support for it >> because I think you have to think about too the impact on your families. If they hear it from >> Yeah. somewhere and not as a district. You could have right if families are not >> and we do have family support from a previous survey. Uh but that is something that we want to um ensure that we still have that support.
So it's important to us to talk to our families and make sure that our community this is a good win for our community too. Everything that we've done so far and we have done parent surveys. Um this is like needing to finalize it up. It's one last thing because we did that last year. We want to do it in this year >> and I'm pretty sure we have teacher support. Avon, >> I just don't want to lose momentum and communication and messaging, but I don't know how many districts are willing to drive families from an open enrollment or outside the district boundaries to our district. So, I think we we need to put all of the great things that are happening here and put blast them, you know, out there in the community besides outside our uh district boundaries. That's also part of the plan is to market um those hubs outside of our district boundaries.
Uh especially and I were streaming but we're targeting areas of parents that may not be happy and because we have um schools that are elevating their letter grades and uh working on A+ uh designations and the things that we're doing with SOFG. we are just getting more and more of a district that uh parents want to come to. The other thing that we need to jump on very quickly and another piece of this this plan um is that uh for the first time in I don't even know 15 yearsish um our out of district coming into our district has declined. So we want to make sure that we get on top of that as quickly as we can because that does support our district in a pretty immense way. And then um the expanded bus transportation will give us other things to look at in the future.
Right now the priority is the hubs and excellencia and increasing driver pay. So um as we phase that in if it is successful if we get those students we we need 50 students. That's not really you know out of 4300 we need 50 students. So, we'll kind of have I don't know if we're going to have like a thermometer jumping every time we get another kid, you know? I don't know. >> But it has to be sustainable. It's not fiscally prudent if it's not sustainable. If it just if we don't get the kids, we will ensure that we have the infrastructure to maintain uh the the pay itself will maintain the excellency of time change. So that's nothing we would go back on. But some of the more expanded pieces of the program, if we don't get the students in, that's where we would cut the cost.
And that's why we move the schedules off so that those can be navigated separately. We can cost them separately and we can keep track of that program. It has to pay for itself >> and it's not coming out of your dollars. >> Thank you, Vanessa, for your work on this. >> It's been hard. Hey, it's really hard. >> What other pieces of information might you have over there? >> It's working good so far. >> Yeah, we only want good things from here on. >> That's it. That's all I can say. No. Um, everything else is bad. No, I'm just joking. >> She was sandbagging. >> Okay, so um here is this document. Uh did I link it? It should be in there. It should be draft summary of cost. So on the meet confer items, it's draft summary of cost. This thing is ongoing and changing constantly.
Um as I get better numbers, as we have our discussion. So like in here right now, now I've got this employee medical costs as the yellow is the we're going to do that. So it costed that out. Um and then other things I will just like cross out as they you know they're not options. Okay. Um so we did the years of service adjustment last year and then as um Ariel had pointed out we messaged it as compression and kind of I mean it was one tiny piece of compression and so um with a 2% increase in pay some people also got a tiny adjustment or a bigger adjustment for years of service. We had let everybody know how many people were affected. It was like 50 people or more got $1,000 or more. So 50 of our 300 and the other 250 were salty, Ariel said.
But they got a 2% increase and then some people got a years of service adjustment. Uh it was only in the certified um schedules. So moving along that path, uh our intent was as the dollars become available to address the years of service adjustment in the other schedules and these are the costs for those. So um I'm trying to kind of got this little E column hanging out there. I don't want to lose sight of the fact that even if there's a zero here, there's a $1,000 on the table there, right? um there's a $1,000 increase in that performance pay if the teachers vote that in. So that's an iffy thing right now. It's an unknown. Um but the cost for the classified ESP hourly does not include the bus drivers. I pulled that out. Oh, is that the wrong number? Where are we? Oh, I did not update that.
Uh so sorry that's that without the bus drivers. Okay. So that's the cost uh to do the years of service for the classified. This is the cost to do a years of service adjustment for classified exempt. The Sykes, there's two of them and none of them needed a years of service adjustment. Uh the nursing group, a much smaller group. There's like four or five people in here. So there's a small adjustment. And then same in this one, there's very small adjustments. This is maybe one or two people that would get a years of service adjustment out of those groups. Those groups are very tiny and a lot of those um the we make up for those in contracted people. Okay. Um so that's that. How much does that cost? That costs 217,000 if we were to move forward with that option. Um, on the classified staff, it would be of the group zero.
Some people would get zero, just like the certified did, and some people would get a handful. These are those ones that I showed you where they've been here in the district for 30 years and not moved. They're making $17 an hour. So, these are the ones that are getting bigger increases, and that's what that is. It's a handful of those people maybe making 4,000. Um, one of the things I'm working on right now, it's it's very uh timeconsuming, is to go through and have every staff member in the district have a line and then you will be able to see how they are affected after all of these changes. I hope to have that for I will have that for the next meeting um where you will see somebody in all of the adjustments. So, if you're a certified person and you wouldn't get a years of service adjustment, you potentially could get a schedule repair adjustment.
The minimum for the certified would be $244. $244. So, then here's a certified staff member. Here's their zero for years of service adjustment. They already got it. $244 minimally for uh schedule repair, as we've talked about a bunch of times about those schedules. and then uh the thousand. So we would be able to go line by line every staff member in the district and see how much and get a percentage to be able to communicate out. As Ariel pointed out, we need to be able to communicate this well and say the minimum amount that someone would get after this year's negotiation and and have some talking points. Um, and I'll I'll talk more about the minimum amount in just a second. So, um, there's the 200 and something and then schedule repair for certified uh, is that 153,000. We have not been able to do schedule repair on the rest because classified needs some help and work.
Um, and we've talked about it in committee and we have a meeting. We've just keep moving through it and keep moving through it and keep moving through it. We're hoping to have some dollars on this this year, but if not, it's one of those things. It's it just takes a lot of our time uh to do this work. Um so that's, you know, we're hopeful to do it in phases. We don't think we can fix all compression in one year anyways. That's why we just did what we could last year with the certified. Uh, I recommend we do what we can this year with who we can and we will still continue to try to work on this. Uh, it makes it a lot easier that we pulled the bus drivers out. That's one less factor. Um, but classified would at the very least be getting a years of service adjustment under this under these pieces.
It at least is an option on there for you guys to kind of pick and choose, right? Um, let's see. Let's see. Let's see. the question your mean and your max >> men >> um >> how many people are going to fall closer to the >> right >> that's what I'll bring you a line by line you can add them up and that's what I want to talk about too because I think we need to be prepared for once we get the whole list and all of the costs out there there will be a quantity of people that are getting absolutely nothing, right, other than a maybe they didn't get years of service because they're brand new in the district. Maybe they're on a part of the schedule that doesn't need repair. So, um I would like to figure out a plan to say some message like maybe it's everyone in the district got at least a minimum like we need to have some plan to give those Z increases if you guys want to.
So I think once you have the list and you can see how many people are getting some form of increase which will be all of certified under the performance pay if they agree to it and then a pretty big quantity of the classified all of the bus drivers and transportation department will be getting some adjustment under that other plan that doesn't come out of your dollars. So that's one big group we don't have to worry about. Um so I mean this is just where we're at. Um, so these are the dollars right now. And then that increased merit pay. If I can get that off of there, I will. Um, and then here were other ideas. This is when I was saying that we may not have the ability to repair the classified schedules this year. And if we don't, we have other options to give pay increases in those areas for compensation.
So on the current schedules, we could move people from where they sit right now up one unit and we call this the A to B. Um so we would move them if they're sitting on A right now. If we moved them to B, uh it's anywhere from 300 or 366 or some of them is 9 cents. I mean, we'd have to kind of look at those dollars and see what they come out to. Um so these are the cost of all the schedules if we were to move them one A to B movement. The other thing uh is a potential and we don't because these aren't repaired yet. We haven't really run these numbers but I will get these ones done. Um the other option would be to move the schedules 1% for um then that way everybody would get something again. But it I I don't know if that's the best option.