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But we feel like with the cost savings from the sped items and of the size of our budget being $2,000 over is not a big deal compared to how strong this package looks like to compared to before we added the 1% raise. No one in our group felt very good about all of the options in combination. you just it's hard to advertise um a compensation package and and say, "Oh, well, there's no raise, but you get all these other things." It's nice to say, "You get a raise. It's small, but there's all these other things." >> Okay, Eve, is your group ready? >> We're Yes. >> Okay. If you're going to do your numbers, uh give us enough time to tally. >> Okay. >> Thank you. Um so our package is option two, option six, option one, option three, option four, option seven, option 8, option 10, option 12, option 18, option nine, option 16, 17, and 18, and option 11.
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And that brings our grand total to >> 727050. >> Okay. Will you write that number on your paper? 7250. >> Yes. >> 75. >> And 75 cents. >> 727050 and.75 cents. And tell us about your rationale. Our rationale was to go through the options and fit as many in as we possibly could and do the raise as the last bit just so that we could do some of the repairing of the schedules first and prioritizing that. Um so we did as many options as we could and then we looked at what we had left over and we had enough to give everyone a.5 with a little bit of money left over. So that is what we chose to prioritize. >> All right. Thank you very much. You guys ready, Ally? >> Yes. >> Okay. Okay. I'll go through the num our numbers first. Um so our package would include options 1 2 3 4 5 6 7 8 9 10 11 16 17 18.
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So, we talked specifically in our group about making sure that um there was something that addressed all um areas of staff. Um and we thought that this would be able to do that while also um addressing some of the I guess like more concerning areas of compensation particularly for classified staff that we saw there were like larger issues there. um we thought that it was um financially responsible because we were able to have some money left over. We figured um what would be left over if we left five out and if we left five in um what else did I say for rational? Um, we thought that this would help uh certainly retain and um attract some other people. And we wanted to definitely um like the first group said um make sure that we included things that had um lower financial cost but higher impact in um our goals and whatnot.
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>> Okay. >> Oh, and we went with the 5% raise for everybody. 5% half a percent.5%. Okay. Half half percent. Sorry. >> Sorry. Every Yeah. Uh what was your total with five? >> Our total um without five or with five. Hold on. I got to do the math really quick. >> That's okay. I'll come back to you. As long as it is it within the 750. >> Okay. You guys total up and then just write it on the bottom. Okay. Um Okay. Ivonne or Kelly, I don't know who saw Ivonne. Okay, here we go. We'll take your numbers first, please. So, basically, our package includes every single option except for >> Yeah. Can you read the number so I can tally? Thank you. Sorry. >> Perfect. 1 2 3 7 6 11 18 12 9 4 16 >> 17 and 15 >> 17 15 >> and we still have $51,364.92 cents left.
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So it's about 700,000 as >> so it's 669 >> 600 698,635 uh and 8 cents. >> Okay. Write we write that on the bottom of your paper there. Okay. Uh I think you have a question or comment or something. >> Uh yes. We uh accidentally unintentionally left option five off but we could afford to count it. So, can you give us a tally for option five? And that leaves our balance at $7.49.50. So, we still >> 740,000 950. Okay. >> And yes, 75 cents. >> I like keeping those cents in there. >> All right. So, here's what we have. We're We're at We're coming up on 11. It's 11:27. I had lunch at 11:30. what I can do and you can check it out. We've got lots of commonalities from all four groups. You've got one, two, three, number six, number seven, number eight, number nine, number, how do we get five?
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That's probably not true. >> That's okay. 18, 17, 16, and 11. So, what we're going to do while you're enjoying your lunch is uh total that up, see where we land, and then we got to figure out where if we have any money left, where we're going to spend the rest of our money. Does that sound like a plan? So, when we come back, we're going to be efficient with our time and decisions um and then come get to consensus on a final package of recommendation. Sound good? 12:30 sharp. back in the room. All right, enjoy your lunch. I'm gonna make an announcement. >> Everybody settle back in. We got a announcement from Vanessa. So, if we not a great announcement, >> uh, you may have seen it or you may have seen something posted. So, we wanted to go ahead and um put it out there for everyone.
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Uh, Mr. Dominic has um accepted a promotion in the Mesa School District and we are super super sad. Uh but we are extremely uh proud of him and just it's welld deserved. It's very welld deserved and they are getting an excellent uh staff member over there at Mesa. We wish we could have kept him longer, but when you have someone that fantastic, it's sometimes not easy to keep him in the fold. So, uh, we're really excited for him and and we know that we'll, uh, always, you know, value this time with us and just wanted to let you guys know that he will be moving on to his next adventure. >> Now he's dead. >> Congratulations. >> Yeah, I drive a white Jeep. >> It's a It's a Yeah, I don't have uh too much to say, but I just want to thank you guys for allowing me to be a part of the process and to support you guys.
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Um May 13th will be my final day at the district and May 14th will be my first day at over at Mesa. So, um thanks for, you know, just allowing me the opportunity to participate with you guys in the meet and confer process. And this is a great group of people. Um, you know, I've learned a lot from your discussions and um, you know, I look forward to my time over there. I do regret I do regret that my time here was so short um because there's a lot of great people at Kraton. So um, hopefully you guys continue continue to do this great work that you're doing and um, hopefully our our paths cross again in the future. So thank you. >> Thanks. I just want you to know this is the second time I've had heard this announcement from this guy. So, >> all right.
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Yes, Dorothy. >> Yeah. Um so I I before we do whatever the next step is with the compensation I would like us to discuss a point of clarity related to the 0.5 um raise for all and and I know you weren't here last year so I think that you perhaps are not aware of how we typically have done this in the past that recommendation as far as I was concerned was not a this is the only option is a 0.5. What we've always done in the all the years I've been on meet and confer is rather than costing out 0.5 and a one and a 1.5 and a two and a 2.5 and a two, we pick and in the past we've been able to pick 1% because we've had more money and we figure out what's the cost for a 1% knowing that we will do the math if it's a 2% or a 3% we'll just do the multiplication.
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This year we did a 0.5 is what they costed out because we know we have less money but that was never intended to be the only option. It was that an increment of 0.5 might have been a 1.5 might have been a 2.5 but something that includes a.5 just for the math part of it. Am I is that was that your guys's understanding as well because that was my understanding for that >> and we do have that 1% document that was presented in the very early stage of this process. So that 1% has always been part of the conversation. It's just as the options were developed, that was what was then presented. >> Yeah. And what makes the two options different is one is tiered where it's like different ratios for each employee group. And even in the tiered one, we didn't say 1.52. I mean, that's what we have money for, but it's a ratio you can adjust.
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And the other one, it's a flat raise for everybody, right? So I think that would be like the difference between the two options. The numbers have always been meant to be massaged because that's if you have money left over in your budget, you're not going to say, "Oh, we said 0.5. Let's leave it at 0.5." Right. >> Yeah. And I believe um Vanessa had it separated out by employee group also. So there was a 1% classified, 1% admin, 1% principal or um certified and then a total everyone 1%. So that's on one of the earlier documents in the resources. >> Am I misunderstanding your ask? No, I I I heard Alex Alexis say something where when we had suggested one of our op our option package included number nine times two and she said that nope can't do that that's changing the option and that disrupted my thinking because that's never been how we've thought about those amounts and so if I had known that ahead of time I would have put an option up for a one and a 1.5 and I I would have included all the different variations of raises, but always in the past, we've understood that that is just our baseline and then we can go up, we can go down, we can we can we can multiply that however we need to or want to to reach the compensation, but none of the other three groups did that.
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So I just want to check my understanding for my clarity because that confused me that um you know so is is the only option a 0.5 and we cannot entertain a 1% >> can we not option >> I think >> that's what I was that's what I heard and so that's why I want that clarity because that impacts my thinking about the different options. >> Yolanda >> my understanding was that if there was money left over was uh 0.5, but if there was more money, it would be higher. So maybe the wording we didn't clarify, so we should have said zero.5 or higher depending on any money left over. Okay, any other comments before I talk about next steps? Okay, what what number is that by the way? >> F nine >> nine. Okay, so here was my thinking and I you know we've massaged worked around certain things, right?
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put we put other options on there and what we're bless you trying to do is come together with a full compensation package. So given that um what where where there was alignment from all four groups had all of these options listed including number nine at half a percent. Okay, that totals $584,718 which means there's more money So what I was wanting to do and I think we had I think I prefaced this before we went into small groups say let's see what we come up with if there's after the packages and where we find some whole group alignment if we have money left over then we'll make some decisions about what we're going to do. So that's where I'm headed and we may be looking at possibly increasing that. I don't know. I won't don't want to speak for the group. So, what I want to do is uh circle back first on this package, which is what all four groups agreed to.
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So, all of these options, all four groups had as part of their package deal, which to me looks like there's whole group alignment. So, I want >> Sure, if you want. Thank you. That way you know exactly what they are. What I want to also call out is there were three out of four groups that had option four as part of their package and that one is the classified performance pay. Yes, Kelly. So, we understood option four to already be included in the 170,000. So we subtracted that from our from that number and came up with whatever was left the one 65 >> or something >> you from which number >> that option four was already thumbmed that that was happening. >> We did thumb it. It did show up on here and the reason I had it in red is because we had already >> and it it but it was still in that whole list of options that would come out of the 750 which I spoke to at the beginning.
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So, >> so that's why >> given that it would come off of this what's left over >> but only three groups >> again to your point we did ca we came to consensus at a meeting before >> uh but three groups here and I would say given came to consensus before that this number should be deducted from what is remaining on here even though one group did not have that on their package deal. >> It was at the last meeting that we thumbmed it right >> correct. Yeah. >> So, what I'm looking at as a whole group package right now is everything up top here. 1 2 3 6 7 8 9 11 16 17 18 and four. And we still have I wrote it down. 90 One second. $96,000 left to play with. So given that before we go and spend the 96,000 I want to get to consensus on all this whole group package.
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So all of these numbers plus number four for consensus. So thumbs up is I can I I love it. I'm behind it. Thumbs sideways. I can live with it. Thumbs down means I've got a question or I need to clarify my understanding on something around this and then we need to talk about what we're going to spend the uh 96,000 or if we're going to >> this include number four. >> Yes. >> All of these and number four. >> Okay. Do we have questions about this? I have questions. >> Okay. >> Um above number three, years of services on employees. I don't remember um classified ESP hourly bus drivers ATS and admin. So people that did not get a year service >> people that did not get a years of service adjustment last year. >> Okay. It's like 825 >> for what >> on the math >> I'm showing 96 745 remaining with the ones you have highlighted >> 745 not 475 >> okay one second because I think we've also got other >> I would do it on the spreadsheet so everybody's not using that but I don't have access >> one let's we'll go one at a time here I think I saw Katie and then Maybe Daniel.
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>> Okay. >> Would we be able to just like break this apart a little bit and vote for consensus on the ones first on the ones that we all said yes to and then talk about number four. >> We came to consensus on number four at the previous meeting. >> Number four is merit pay for classify. >> I know. But if we pick the merit pay, then we can't do a 1% raise for everybody. >> That is correct. You have a half a percent raise in here, >> right? And that doesn't sound as good when you say it to the public as a 1% raise. >> And also when you're giving I mean still classified are going to get money either way, you know. So, I don't understand why we would give it to J, you know, like that. It I don't know. To me, the logical answer feels like the 1% raise because then everybody gets a raise classified.
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>> Yeah. The my question was on I mean it it sucks but there's we did unfortunately decide to thumb something that had a financial impact value before we looked at the combined sums of everything that we are looking at this compensation package right and so I mean it it it feels bad in the process to go back to a thing that we already approved and say oh can we look at this in totality with everything else but I mean I think it was maybe a little irresponsible of us to thumb something that had a dollar value without looking at all the other things that are dollar value. Cuz my other question is um my understanding of that option is it costs a certain amount, but there's a certain amount of that that's set of the classified merit pay that's set aside where only if they get their SOFG goal.
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And so if schools aren't hitting those SOFG goals, that money is just being waste. It's not going anywhere, right? It's just sitting in a bank account. >> Carolyn So, I'd just like to speak as a classified person, and I'm going to preface this by saying that I have no idea what merit pay teachers get. I I have I I literally don't because I don't work at a school anymore. So, classified people, um, once you get your taxes taken out and everything, it's literally like $300, which I, like I said, I don't know what teachers get, and I'm not comparing the two, but giving classified people any sort of a bump is going to be huge for the classified people just because it's it would mean a lot to the classified people if we got that that merit pay and I thank you for already thumbming it by the way >> or would they prefer a bump of 250 to 500 or 1% raise >> a 1% on average I don't know if you know off the top of your 1% for classified on average is how much >> the 1% raise you don't whereas the merit increase you have to do something for like there's no guarantee you will get the $200 but there's a guarantee you get that 1% >> yeah I was on the stack so I was just going to I don't I don't want to speak for all the classified people.
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>> Well, as a classified, hang on just a second. They're guaranteed 500. The 200 is above and beyond. >> Then we said yes. >> Yeah. >> It would double It would double our pay for performance. So, as a teacher, I'm just going to throw a number down there because I don't know what you guys get. Let's say $6,000. How would you feel? I'm just I know. I know. I don't know. >> Up to 5,500 next year. >> I don't know. It's 3500 right now. Let me bring everybody back just to one at a time. Let's listen. >> I I know that's a a crazy number. I'm just throwing it out there. But how would you feel if your pay for performance was doubled? >> So my question to you, Caroline, is would you prefer getting having a higher base salary or would you prefer having a higher pay for performance as a classified staff member?
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