Because that's kind of because that's kind of what we're considering here is like would we would do we want to give people a higher base pay which they get every two weeks or do we want to give them a higher pay for performance which they only get once the following school year? >> So I can I honestly I can argue both sides because if I if you get the 1% raise it sounds small because it's 1% and you're like it's you know 30 cents of my $30,000 which I know is not 1% but I'm just saying that's the 1% sounds small. You say that you're going to double somebody's pay for performance check. That sounds like it's a it's a better deal. And so, and I'm I'm not saying that. I mean, I'm the one I think the 1% in the long run would be the the the good idea, but I think presentation wise, the doubling the pay for performance is is would be great.
Even better if we could do both. >> Eve and then Yolanda and then Ariel. Um, my position uh is a little bit different because I'm certified, but my current job is classified. So, I went from getting the certified pay for performance to now classified pay for performance. Um, and so I see both perspectives and um it's difficult to be able to decide if the 1% would be better or doubling the pay for performance. I will say that getting a $300 check for pay for performance isn't great. Um, and we have these really ambitious goals and we're not going to be able to reach our goals if every single person is not taking ownership of the goals and working towards the goals. and teachers cannot do their jobs if the support people are not doing their jobs. And so I feel like if we were to increase the classified pay for performance that were uniting everyone and bringing everybody a little bit closer to focus on the exact same things.
So that's just my perspective. I agree, I think, with probably the majority of the room that it would be really great if we could give everyone a 1% raise and also double the classified pay for performance. But, um, I just think we need every single person, certified or classified. And one of the ways to kind of unify everyone is to give a little bit of a bump to the classified and say, "Hey, you're supporting these goals as well and and we value you and you're important and it's it's something to consider." >> Um, Yolanda, I get her microphone, please. So maybe I'm not understanding this, but if teachers are getting an increase on paper performance and classified staff is, you know, an increase on um paper performance, does that mean that when you're talking about the 1% raise, are you saying that then teachers wouldn't be able to get that either if classified?
teachers, >> you're talking about the paper performance, but if we're trying to give everybody a raise and they're I know it's coming out of a different pot, but if we're trying to also include our classified staff, why would they not be eligible for the 1% as well? >> We don't have enough money to >> then reduce that. >> Um Ariel and then Dr. Lauren. >> Um for me, get Oh. I'm gonna make his own. Yeah, it's green. Um, so I'm not arguing against or I'm fine either decision we make, but I do think the $200 is not promised. It's only if your site hits those E sofals. Whereas a 1% raise is a guarantee on top of the 30 hours for holiday pay that you're now also getting. those things are 30 days um how they pay three >> I know but some of the classifier are also getting that and then that 1% raise all of those things are guaranteed whereas that $200 is like you might get it you might not get you might get 50 you might get but like I said I'm not arguing against or for I just think a 1% raise with no strings attached >> it's a lot better than 700 with strings attached >> hang on one Second, Dr.
Lauren, then Justin, then Nvon, then Eve. >> Okay, just a few things. Um, I just wanted to make sure >> for classified pay for performance, there are criteria, but they're not the same kind of rigor as the certified pay for performance. Essentially, they have to be in good standing with their contract and they can't be on a PIP. Uh, there is theirs their payment is also prrated based on their FTE, right? So you have a classified employee who gets a $500 pay for performance check, but they're a 6 employee. They get 6 of 500. All right. So that's one thing to keep in mind. The second point I wanted to remind everyone is that this did come to us through compensation committee and compensation used the conversations around pay for performance to recommend this increase for what it's worth. That's where that came from. And then so we're really talking about that $200 is a bonus, but the total amount would be $1,000 as a pay for performance bonus.
>> Did you guys >> plus the 200? >> Did you guys want any real data? Like I just ran it. Do you want the real data? >> No. >> Give me give me one second. Let's let's go to Justin and then Ivon and then Eve. I was gonna go >> uh I do think that the pay for performance is definitely a uh you know obviously it's kind of a bummer thing to talk about with other uh classified staff especially when you know the range where we're getting paid is between 16 an hour to 20 something an hour and uh I don't know I I I I feel both ways on it. So, but I was going to agree, but I I don't recall ever not getting the full pay for performance because of Yeah. So, I don't think that's an issue. I don't know. >> I'm sorry, Ivon Den.
>> I just want to add to the conversation saying that we want to boost the momentum uh by having alignment into the work of SOFG. And so right now the administrators and the teachers evaluations we have that and so it's a great opportunity to bring this additional group of people to have an opportunity to make more money by helping us with the achievement of these goals. I know that potentially with the uh classify repair uh salary schedule that's some money. We also have a another option of the three holiday paid that it might impact other. So the more that we can stack to these groups the the better. Uh and when I say group specifically right now the classified but I want to make sure that as we go through all of recommendations we say that teachers classify administrators they're all having some sort of different uh boost.
Okay, Eve, >> I think Joel clarified what I was going to clarify. So, I don't have anything to say. >> I do have a question. Um, if would a 1% raise for classified, would it equal more than 500 or less than 500? Because then they can be >> they can be the same. So there's um I just pulled current and did quick math. I pulled I didn't do a lot of cleanup. I did current people who are in positions, nothing else. And if that's filled, um I took their amount and I applied a 1% increase and then I took the 500 and put it next to them. And I just did math, right? So of 391 staff, um 356 would get more with the 500 than the 1%. Okay. >> It's just it the reason being because of they make so much less >> their hourly.
>> So their 1% isn't like >> 1% for a teacher. >> Yeah. >> How many of those make more than 300? >> Make more than 300. Sure. >> No, it is 500 guaranteed. >> 200 is >> 700. >> Do you still want the more than 300 or what do you Okay. >> Okay. But I can break it out that way if you guys like. But it looks like um >> I mean I don't know. Give me a number. I can add it up real quick. >> Okay. So I'm going to come back because here's the other thing Joel if you're able to slide. Uh so we can see the total >> numbers on the right too. Um and we're going to need that when we go to spend whatever's left over. However we decide, right? Because what I want you to do is look for like you did in your small group alignment to your interest alignment to the standards total which we talked about and almost everything up here I believe is in that higher point value.
So right as we evaluated these objectively I uh evaluated these lots of these which are already all four groups identified were in that higher point value range. Option four I believe is also one of the very high uh point values based on the evaluation of standards. >> Oh, thank you. Okay, so I'm going to come back to now. Does everybody have better clarification on that particular option? Kelly >> um don't we now need to remove four and nine because they're at odds with each other and we wouldn't be able to do both. Isn't that the whole discussion? >> No. >> You're still double nine. That's right. That's right. Okay. Double N blows up the budget, but at where it's >> so it still could be five. >> It might be more depending on what we're going to do than.5. >> Got it. Got it. >> Okay.
>> All right. Given that discussion, given the additional information and clarification, I'm looking for consensus around all of these options here, including number four, which three out of four groups had, which are point values supported as well, which gives you a remainder, if our math is right, which Vanessa checked, of 96,000. And we'll talk about how we're going to spend that. So I'm looking consensus on this package. >> All the whatever >> red. Okay, remember con thumbs up is I I love it. Thumb sideways. I can live with it. May not be my first choice, but I can live with it. >> If you're thumbs down, you need a you have another question about something. voting on the package orange. >> All right, I'm looking for thumbs. >> Ariel, >> um sideways, >> she has to announce it. >> Okay, so we have consensus on that package.
Now, what we need to do is you can either give Vanessa the $96,000 back or let's take a look. I didn't I just was trying to be funny. You have remaining options or you could add to your half a percent this dollar amount which would increase it to what? like a 75 increase. >> Yeah, whatever the math is. Let me see. >> I'm getting some I'm getting a quick answer here and then I'll So Joel did >> Katie then Kelly. Thank you. One second. So the grand total for this package as we just consensed was 653,2258 cents which leaves you 96,74492 which Vanessa generously increased to 7,000 or 745. Uh Katie and then Kelly did you have a question? Oh I thought you had your hand up. Kelly, >> um I was wondering if Joel found the document that we were talking about earlier related to the SEI teachers, if there was like a title and if that got clarified >> because that would change my >> name.
>> Sure. So when I did what I did was I asked the curriculum department because they have >> Do you want to grab a mic? >> So the curriculum department shared um their information about who's doing which model. Uh so the two-hour model we have 36 teachers and the DLI model we have 17. So that's probably where we got around that 58 which really is 53. Uh then we have 40 teachers doing a pull out that's not necessarily the twohour or the DLI which would be pull out during that period. Um this is districtwide. And then there were blanks because these are teachers that are not assigned to an SEI, but they're EL teachers or EL teachers. So it's a total of 140 teachers based on theirs. >> But the dollars and cents was including the DLA teachers then. >> It it Yeah, I think it was because that's 58 dual language immersion.
>> They just do the one hour, but they do the same work. It's just in one hour instead of two. is already budgeted essentially in the number that we have the 35,000 that included >> the dual language teachers >> why let me show >> why was DI what's the reason behind the DI >> we're we're looking at the list I have a DLI principal here so she's going to look and see where where what the mystery is Okay. So, you've got 90. I'm sorry. Is there uh Dorothy? >> Oh, these are >> I want to just go back to the values that we talked about and and really like across the board um compensation hits those values. I reviewed them during our break and >> doing the across the board. So my proposal would definitely be since there was not three or four groups agreeing to any of the other ones is to increase that amount that is for all employees.
Even if it if it gets us to seven or 75, it's not as attractive as being able to say it's a 1.1% raise for everyone. But trying to message out even though all of these other things are going to hit so many different employee groups, not being able to say we tried to get you the highest possible raise for everyone is is tricky to me for us to message when we're saying we support those values. So my my suggestion or my recommendation or my feeling about it is it goes towards a higher increase for all employees rather than kind of chip keeping continuing to chip away at it till there's nothing left 79. >> Can I can I >> can I clarify this now? Um when uh Katie and I looked at it so the DI pull out in two hour is the designated state SEI model.
So DLI is not the Spanish teacher. It's the English component that's doing the instruction for the DLI model which is part of the state stuff. So that's where that came from. >> Okay. What I want you to do is I want you to go back into your small groups and your time. I'm going to be very tight with the time. So you've got $96,000 and $96,745 remaining. You have other options. So, let's you've got the the ones that are white are possibilities or you can take the 96,745 and apply it to that increase for all. So, in your small groups, I want you to come to consensus, same small group as you were previously, and I'm going to give you five minutes to discuss And >> let let me just I want to tell you one thing I want you to think about. Look at your interest.
Look at your point values as how you evaluated them. If there is something that is a low point value, do you need to consider it? You've got others that are have higher point values. So just keep that in mind as you have this discussion with your small group. Okay. Five minutes. There he is. >> 70,000 more to do a 1% mess. Are you >> think we were at where not Prescuit the one just outside of here by >> the casino. >> Oh yeah. >> 12. I did stitch tonight after just after it was all said and done with a couple >> problem and when we do it here got all people coming from across the state and your block is smaller. than like a fall conference, you can almost guarantee it's like a couple hundred rooms that they're going to rent out and so hotel makes money.
So, so when you do the one day, you kind of get leftovers, you know what I mean? So, they they were pricier, I think, but Renaissance won't do even a three-year contract and say, "Oh, we'll walk in the last Monday." >> Oh my god. Or they had to go like after we get our wild horse and I go wild after >> and then you spent the night. >> I should do that when I go to the room. I'm so tired. >> Well, not funny though. before I do it. >> Yeah. So, let me see what I can do together. Took me like five times to figure out 79. >> That's not right. That's not how you do it. >> I don't know. I don't think >> CFO executive director. >> Oh, so right under. >> Yeah. Well, they actually eliminated the CFO position. >> So, you're basically in charge of the whole >> of the largest school district.
>> I know. >> Probably making a few more dollars. >> Good for you. >> Yeah, that's awesome. >> I'm sad for you guys. >> I know. I was like, whatever you guys do. Yeah. >> Oh, so he oversees finance and probably a couple other >> department. When did he move over there? >> About a year. >> So you keep following him. Wait, did you go to >> Yeah, >> after you left Scott, >> you know what? When you find an excellent person >> I know, especially, right? It's tough. >> I've done the same. >> Are you a director here? >> The same has been done to you. >> Yeah. Yeah. But he's going he's getting a promotion. He's going from a director to get >> Yeah, it's posted. You know, people I already got 10 applicants, but they better hurry. tomorrow. >> I mean, I'm down to like, you know, that's like one of those things I need to learn and get better at.
>> I don't know yet. I mean, I don't know. I mean, >> there's still a lot of I've been like still busy with a lot of >> here. Oh my gosh. that Linda sent me the request that you have sent. >> Oh, yeah. >> Yeah, because we got the stuff. >> Yeah. When are they coming? >> May 11th. >> Those items that she sent you are due. >> If you can get them sooner, that'd be great. >> Messages to through front line for the job fair. >> All good. All right. If I can have everybody close out your conversations. 5 10 12 13 14 15 >> All right. >> So, same structure. We're going to have each team report out what your group discussed. I show the remaining options in white are 5 10 12 13 14 15 and then possible percent uh increase. Okay.