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Currently at this present time, we do allow some of service providers to work from home based on the contracts with their contracting companies. Um, students would still get the services they need. This is not an everyday thing. This is mostly so that we can ensure that paperwork is being completed and we're staying in compliance and students are getting those services they need. Without that paperwork being completed in a timely manner and those meetings, students would not get the services they need. >> I'm I'm just playing their governing board member. >> Oh, I know. I was >> I'm just I'm just going to going to play >> Good answer. >> Yeah. >> And it's good, right? This is a legitimate question that might arise. So, that's that's why we're >> Yeah. I knew you were pretending. I I thought I was pretending too. >> I I I am pretending.
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>> All right. >> I am pretending. Could I could I extend to your answer because I like the part of you saying this is you made the clarification if it's not an a daily thing is by uh approval. So there's there's conversations with the leader and there's an agreement or parameter that somebody has the accountability of where staff members are. uh but I I I like like you said at the end that the services so making sure that we extend of because the work there is going to be timely manner and it's going to be planning then it's going to ensure that uh by removing that staff member or allowing that staff member to work remotely then all of those services are going to happen because we're not going to get back in other paperwork and compliance issues. So I would like to strengthen that argument a little bit uh more.
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I think you could add too that when they're on site sometimes they get pulled to do other things and so that could distract them from taking >> Yes. Yes. >> Can I ask a clarifying question? In one district I am associate or know of uh the requirement is obviously with supervisor approval like yours but they also have to be able to come into work within one hour if needed. >> Is that in part of your thing or not? Okay. All right. I'm not saying it needs to be. I was just asking. Okay. >> Thank you, Vanessa. Not yet. Okay. >> Uh any do we need to ask on your uh what are your other two areas or is does the same apply including APS? Why are we doing an efficiency? Tell me about the efficiency study. Um when we think about the workload and all the responsibilities that APS have, we want to make sure that the responsibility and the workload is manageable, manageable so that they are able to complete some of their tasks with more efficiency and um in a timely manner >> and the study was something that was already started by the district.
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>> That was my next question because I think they they should know about that. Correct. >> Yeah. because it's it's it's um adding it to an already planned efficiency study for front office. You >> might want to add that like at your beginning like there already is efficiency study. We decided to include the APs in this. >> Okay. Yeah, there's already an efficiency study efficiency study happening and we're just throwing APS in there. >> And then the last one already get some context on we talked about breakfast in the classroom and that's why we felt like more informationed. >> Excellent. Yeah. Am I presenting this to the board? >> Are you ready? >> Oh, good. >> Let's give Ariel a round of applause. Good job. >> I will only go semi-rogue. >> Uh, one of the things that Vanessa reminded us u before we left is you could lean into guard rails.
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You don't have to necessarily use goals as part of your rationale because goals are harder to sometimes make that alignment. >> Thank you for that clarification. All right. Um, benefits group Who's your spokesperson? >> Amber, you had to do all the typing and you had to talk. >> Oh, wow. >> Here I was feeling sorry for you for a second. >> Okay. >> So, do I practice the introduction and the Okay. How do you do that? Can you say >> President CO members of the board Mr. Man superintendent man and executive team board >> I was I can't remember. Good evening. >> We are recommending some changes to our current benefits. >> Thank you. that um for example, increasing the max out-of-pocket limit um to 10% will absorb the $47,000 increase for the medical insurance as a district. And for the future, we'll develop a committee to include a diverse group representing employee groups to address education, information, and planning for future healthcare needs.
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This aligns to all of the SOFG goals by supporting the guardrail that the superintendent will not cause or allow conditions, practices, or procedures that are inequitable or insufficient for students. It aligns because we want to recruit and retain highquality educators to ensure that they can focus entirely on providing highquality equitable instruction. Additionally, health healthy teachers provide a more effective and stable classroom environment benefiting student outcomes. The increase to the out-ofpocket will ensure that we are still able to maintain our current coverage of employee insurance. Lastly, >> sorry, I'm trying to get an open and now I've got everything showing >> and don't panic too much because this has already been approved. Um lastly, we would like to recommend that we adopt the precision product in order to recruit and retain teachers by saving the employees money upon meeting the payout requirements. This supports a stable classroom environment benefiting student outcomes.
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Additionally, the recommendation saves the district money at a time of dwindling budgets. Governing board members, do you all have any questions? >> Carolyn, >> how much money is it? >> I don't remember. >> Um maybe 7.6% of the payout because what is it? It's not the entire >> Yeah. Awesome. >> What other questions?
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definitely would uh preface it too like if they've because they did already approve that one but you can just say this is also part of the work you previously approved this but we wanted to if you want okay well done no more questions okay compensation team you're up >> yes give Amber a round of applause >> and she's done >> good evening members of the work um members of the President members of the board, executive team. My name is Yian Caral. Um your director of education and communication community education and outreach and it is my pleasure to present about the recommendations that the meeting conferred team uh bringing forward to you for approval about compensation. Um there were before we go into the presentation of the uh recommendations I just wanted to say that we have a great sense of uh pride in our in our work and in our district because while many districts are closing schools, reducing staff members or letting staff member goes, we still have some money that we can put into our initiatives uh and uh as well as trying to retain all of our staff members.
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I know we have more needs than resources but we are in a better place than many other places and that's something that we have to celebrate and recognize and you as a board members giving us those guidance play a very crucial role in all of this. So, the first recommendation that we have for you is um increasing the 35 uh payout or Mary pay from 3500 to 4500 uh with an additional $250 perfg uh goal. um if is achieved for a total amount of 1,000 for the uh sog. Uh increasing the merit bay is a strategic way to drive progress uh towards our sog goals by directly aligning a staff efforts with district priorities. When financial incentives are tied to outcomes like student achievement, professional development, and teacher evaluation, it creates a very clear shared focus across all of the schools and departments, and staff are more motivated to collaborate, stay accountable, and consistently work uh towards the same goal.
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Beyond motivation, the inclusion of the $3,000 retention and recruitment stipen help us to retain and attract highly qualified staff members, ensuring stability and stronger result for students. In short, this is not just about compensation, it's about alignment, accountability, and accelerating results across the district. The next recommendation is very similar, but it touches specifically our classified employees. So, their recommendation is to increase the payout from $500 to 1,000, doubling the amount. That's right. You hear correctly, doubling the amount. And so, FG, I just have to make it. UFG align incentive $50 per goal for a total of uh 200 goals, $200. Uh and for the same reasons, we want to make sure that um the staff members classified, they're also part of the clear goals uh and the achievement. They uh help with the attendance, the family engagement. Uh it creates that same messaging um and focus across all of the schools and departments.
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And we want to make sure that everybody's motivated to achieve the goals and receive that merry pay. And now with you I'm gonna introduce uh principal of uh the great academy Katie Carrier for the next recommendation. >> Okay. Actually well I I appreciate this but actually I kind of want to retract my earlier statement of going through every single one of these as I was looking at the last meet and confer board meeting um presentation. it was kind of packaged together like this is the benefits package, this is the um compensation package and then we could hit the highlights of it, but I don't know that we need to go through every single one of them. >> Yeah. >> Okay, that works. >> And scene and scene. That's funny. And again, what you might want to do is um to that point say this is the package.
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These are the the things in in compensation because you have so many and again some of yours you can group together to say okay this is about compression. This is about years of service. This is about a raise for or you performance uh raise for all and not and to your point not speak to every single one. So I am not sure how I was not sure how you did it previously. So um but I you need to be prepared if they ask a specific question about a specific option. So know that and then also it's not in your document unless I need to refresh but if you've got the budget impact for each of the items whether it's working condition benefit I think that needs to be added in and just make sure that you're prepared. So if if a question comes up, Ivon, >> I just want to say that four of us work on the compensation >> uh and we did our best to align and to come up with the rational, but I really encourage and welcome everybody's feedback on what we wrote.
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So please take a moment to read them and add, delete, extend or shorten. >> Agreed. Because it's my understanding that this is you all up there. Uh Dr. Lauren sets it up, talks about meet and confer, like the general overarching, and then you all actually present the the the package, if you will. Is Is there anything I'm missing, Dr. Lauren, that we need to touch on? Do you feel like there needs to be more work? Do you guys need to regroup one more time before the study session? >> How would you all feel? The study session is going to be May 12th and it'll be probably 5:15. Um 5 or 5:15 usually is when they start. So it's about 45 minutes to an hour. >> We have to be there to present. >> Sorry. >> You have to be there to present in a study session.
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>> Yes. I won't be here. >> The study session is is public. So it's the it's not >> so they they get the information but then they don't actually it's not an action item until June. Right. >> Correct. >> What I'll do is I will make sure all the options that we have are part of the next board update. So they have a preview um and they have all the information ahead of time about what's being presented. So they may come to you with questions based on just the very cursory u list of that and I I could if you'd like I could include the rationale piece in the report up so that way they have both recommendation rationale and then that could be more uh to Katie's point just sort of summarizing picking some of the key points. I had Jeb and I try to do something, but it's a little too watered down.
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>> And and the date again is May 12th. >> May 12th. >> Thank you. I was going to request kindly request that. >> And everybody in this room that can be there should be there. Correct. >> Okay. >> Ariel shared that she has a conflict. I also do. I have a training that night from 4:30 to 6:30. >> Okay. >> Yeah. And that's it's the study session. So then we'll you don't you won't be sitting through the regular agenda. So this is all that's on the study session. So it'll just be this and then when the regular meeting starts at 6, you're free to stay free. >> And will it be live streamed? >> Yeah. >> Okay. So I can watch it later. >> Okay. >> All the recommendations that we came to consensus on also be in next week's connection. Um, I guess that's the next thing to look at.
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So, I I did a summary, so it's not going to be that specific. Um, but it'll be in the board agenda. >> And are we free to tell people pending board approval? These are the recommendations. Okay. >> So, yeah. So, if you like, I can bring up the notes. Sure. You already have access to that. in there already. Um, the TV Okay. So, this is the standard. >> Everybody take a look and let's uh make sure that we're everything looks okay. the standard outline that bless you. >> So all I did was took the agenda, added a little bit of detail. I think what Carolyn is talking about is the information here. So if we need more context or if you think this is adequate and I didn't put the options and I tried to group them a little bit. So um I um you all can do whatever you think is best.
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I think you have spec like you have district substitute info specifically in psych but we don't we didn't do it for some of the others but probably because we're waiting like the market demand but I think it's fine to leave it as is so whatever you guys want to do. Yeah, I'll I'll adjust however you like. And this is Emily will send it out to you again if you think about it. Should make a change, but this is not specific enough or too. >> I just think she's right. The inconsistency is what I notice. I don't care if it's specific or not specific, but the fact that those two mentioned dollar amounts and the others bring it to consistency. Everybody okay with what they see here? >> Beautiful. Okay. So that is what folks Emily will take a look at that and then she does her magic and it goes out to everybody.
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Correct. >> It's pretty much copy and paste. >> That's what I thought. >> Okay. >> That's real. But she has her practice was to send me to >> Oh, okay. >> which I'll ask her to do again just in case. >> All right. >> Was still streaming, right? >> We are streaming. Yes. >> Okay. So, we're just to use the microphone because I did receive a text saying, "Can you please remind people to use microphone?" >> I'm on. >> Sorry. Oh, okay. All right. Anything else then on this? Are you all feeling comfortable with being prepared to be asked questions with specific questions, presentation, all of that? Okay. Okay. Uh then I just have I think >> can I make one uh clarification because this might come up. This is a question that was asked last year. when we apply the raise the increased salaries that will be applied after the work has been done to correct the salaries based on this year's salary schedule.
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So for instance when we fix the registered nurse salary schedule that'll be fixed based on this year's information and then the 79 will be applied to that and that's what will be on the new salary schedule. So it'll be it'll be sort of a little bit of a bump because you'll have 79% of whatever that correction was that is also increased. So that's and that's how we did it last year. I just wanted to make sure and I confirmed with Vanessa that was our practice and so we're going to continue with it this year. >> Very nice. >> All right, Russell, if you wouldn't mind switching back over to me, I'd appreciate it there. Sorry. Okay, so we are in the home stretch, folks. Um the donuts are nice and stale now. Um so we did a lot of good work today and we've done a lot of good work all season if you will.
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So lucky for you if you look at the screen there are no more meetings. This is our final one. So I think everybody should give each other a round of applause. You've done some really good work. Um, and maybe I'll tune in to your study session, see how things go, or maybe I'll wait till June and watch the board meeting. So, we've got the statement. Um, my last tidbit is, uh, I want everybody to think about one word about how you feel about the work in general that was done this IBN session. And then you can't leave yet because then I've got one more thing for you to do. So, think to yourself one word about how you're feeling about all of the work over six meetings. And I will start with Carolyn because she's looking at me. >> Excited. Eve. >> Excited. >> Thank you.
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