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>> Okay. board. Any questions about the bond and a direction to go? If not, I let's let's just talk about the bang for the buck with the override at 10% 15%. What the difference would be there. >> So, the difference I believe is is about um 500,000 um between and so the 15% would be um about 1.9 million to the community. Um, and so it it cost us about um 300,000ish to provide cost of living raises to our employees. And that's just keeping up with the cost of living. And so with the 15% I I believe we'd be able to get up to the median of what people we're not going to be the highest paid district on the mountain. and I don't think people are looking for that, but we'd be able to get up to the median of what the other school districts are making um as far as wages with that.
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So, from 17 to 11 to seven. To me, that's meaningful because I I do I'm confident that what we need is stability. Can't build on shaky ground and it's been very shaky. So, we need to stabilize. Um we also need accountability. There have been some bad behaviors that have I think um developed or been conditioned or permitted to to persist. Uh and this year largely has been marked by combating that and holding people to account. Uh that isn't to say not to support them or to to celebrate them when good things are happening, but to to share a balanced and honest account of saying I'm going to celebrate you when you're doing amazing and I'm going to call you out or if you want to say call you in, I'm okay with that, too. But I'm going to I'm going to say what's happening and and challenge you um to start to adjust your practices.
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Lisa, do you want to add It was just a really I loved being a part of it. I loved I felt like it was guided so well between you and Pam and and working with everybody and getting all the input. It's very comprehensive and yeah, well thought out. So hopefully this will be for the next five years. We you know, when when people say, "Hey, how about this? Or how about adding this? Or why are we taking this off?" We're going to say we got the five-year strategic plan. This is what we decided we're going to do for next year. It will help out budgetarily wise as well, too, right? So we know exactly what our to Lisa's point our our north star, our guiding light. Do you want to add anything at all? Not to call you out. It was really hard. Yeah. Um I'm sorry.
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>> Yes. Uh, we had a meeting on May 4th. Um, obviously, well, hopefully everybody has seen the budget mailer that went out. So, that went out, um, the end of last week. And then we will have, uh, an end of the year mailer that will be focusing on interviewing support staff, um, service people within the district to get their point of view and what they do and how they support, um, the district as a whole. And then we just talked briefly about the parent portal only changes that will happen over the summer for power school make it more user friendly that will be launched the beginning of the school year just to find more information. So it's one place to think of course like still other places as well but it'll be a little bit more user friendly and then um we talked about uh the continuous improvement plan uh concept the board goal concept rolling that in so everything has the same format the same layout of like goals if they look at the district as a whole our goals are pretty streamlined across the board and our next meeting is uh June 1st at >> do we do anything to close off the year as as far as a a mail or a report.
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Um, so you can see, you know, a lot of places have two. Occasionally you'll get one. Like Orange has one administrator. They only have 228 kids in that school. Um, you know, usually where you see the one administrator, the enrollments are significantly lower than what we will have at um at Barnham next year. So basically the average school has 1.78 administrators um per every and then we have you know one per every 253 um students. Sorry like I said this is uh this is new and it really wants to give me everything. So it's not that it was uh you know 1 to 253 would basically put us um with the two assistants uh or the assistant and the principal right about that number. So we're on par with our peers in that respect. Um and I and I like I said given the the niche knowledge and needs at the um early childhood that's why we were advocating for the reassignment of that social studies position there.
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And like like you said, they might end up three, four, five, six, seven, eight, nine, 10. You're going the wrong way. >> No, >> you're literally going the How How could you get off >> on introducing yourselves and off? That was super good. No, you got to keep trying. Keep practicing. You guys did great. Be great. BB USD. >> Thank you. >> And to wrap it up, uh members of the community, we have vacancies. Uh so if you have somebody at home uh if you want to send them over to us, we need two ground uh staff members, two custodians, and also three maintenance staff members. Um I want to also give credit and appreciate Miss Sudan for supporting me putting the video together with all of the events during the month, but also the collaboration with Miss Ance uh and Miss Sudan to help us have our students present in the Pima County's u um board of supervisors uh meeting.
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And then looking at our salary schedule, moving more towards a salary schedule where we have steps that people can look into the future and know what we're going to make. I think we can make that a reality moving forward because right now we have an initial placement chart, but I think moving towards a salary schedule where we have cost of living raises built in. I think that's something we can move to if we get that. >> Does your override money come at the same time? I have a coaching voice, I'm afraid, to scream. Um, is it the same sequence of time? How long do you have to wait for that? you well it kind of but I with the override money we'll be able to put it in sooner where the bond money um so with construction when you're paying people you get the money and you can you can pay people when you have a construction project you pay some when it's >> right >> you know when it's completed and so it just takes a little longer to do the construction piece versus increased salary so technically the override money would be available earlier for and you'd be able to put it to work right away or not right away but a lot sooner.
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So, as we, you know, to to build upon that stability, I know that we mean need to retain our strongest teachers and we've we've done that. Everybody that I wanted to stay uh with the exception of one that that that I did my best and and this teacher was seeking something a little different and that's okay. Uh we otherwise retained everybody that I would have wanted to retain and that's important. Um we're going to continue our work with the teacher clarity playbook. We've It's nine modules. We've done one through four. Um, we'll do five through nine and into next year. We want to maintain our coaches and refine our plan. We did have a chance to speak with them on a regular and ongoing basis, but uh some of you have referenced how important that is to to not uh to build upon what you've got and not necessarily to change and throw the baby out with the bathwater.
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You okay? Yeah. Like we're at the beginning like I have no idea how we're going to get through this. And and Pam said that at the beginning like it's natural to feel that way. Um and I think I think we spent a good amount of time on the mission and talking about the core values and how how they need to feel actionable. Um how we can put them up on the walls and really have teachers and educators and even administrators use those core values to sort of motivate everyone and just sort of really say to kids like, "Hey, I saw you you did you did that today. You know, that's that's really great. Like you're really you're really showing us your core values." So very much like you know, the bees or whatever. Like it's it was really important I think to the whole room to to sort of have those feel that way.
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We are going to do something like that. >> Yes, there'll be uh an end of the year. I'm not sure the timeline but >> great questions on communications. Questions on communications. Okay. Thank you. Uh with respect to CRE, um been attending those meetings and I will say that next on the 20th is the annual uh CRE meeting. Um Craig is pleased at some of the changes that happened in the budget that they did receive most of they were looking for $12 million. I think they got something like 115 to be restored uh into their budget which helps um schools like ours so that there's no change in in tuition. So, um they they received the things that they needed um as far as CRE went and then we'll have more to report after the annual meeting on 520.
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Alternatively, um, you know, given Kim's retirement, uh, I'm not I I'm struggling to find another solution that would be, um, really productive. I mean, Marlene and I, um, Diana, um, Kathy, Christina, um, we talk a lot about even with Kim going over there. Um, not sure how that how we were going to finagle that. Obviously, she'd be there for early childhood, but um, it was I I don't know that I felt great about those plans. I I think this is um a better plan, but if this isn't how the board wants to go, we could always, you know, explore a different option. So, for tonight, I guess the the um the motion would be to adopt um the budget with just a $300,000 line reduction in that one place. And what that would mean is no matter what we you know what we shake out um you know moving forward when that this is this will be our budget.
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questions, comments, concerns? >> No, but I did want to make sure to expressly thank you for and I forgot to mention in my board report that you and your your staff, Miss Ant Cordon, did assist TOUA uh in making sure we had some information on cyber bullying at the uh event we hosted at Hanukkah. Um, those are the types of things I want to continue to thank you for being open and willing to to not only support but but engage in. Um, so it's good to know that that we in any capacity that we have, we feel empowered and and educated on some of the things that we're able to do as a school district and then lean on you all to to come to, you know, step up and and and provide what what is needed. So, I wanted to just say thank you so much.
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>> And is that something you would go back and say, "Oh, you have two master's degrees. This is our schedule. You receive this now or it would be with the up the next school year." >> So, right now, what we were able to do is offer with with that money, we were able to offer everybody a flat raise this year, right? But it would be so next year if we go for an override it would be in November. So the following year hopefully we would have >> not going backwards. Right. >> Not going backwards. >> Making sure I'm clear. >> So the following year we would put together what we would consider to be a fair salary schedule and get everybody placed on that based on education, years of experience, >> amount of Blige pride. Just kidding. Not the amount of Blige pride. >> They're they're they're doing it on Blueridge Pride right now.
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Hold on a second. Let's see what's working, and let's just make it better. It's You know, as the old adage goes, like first you do the thing, then you do it right. And I think this first year, these 10 months, was sometimes was just do the thing. Let me press play on tape and see what our campus um what's happening. So, um some concrete things that I can say that this these these data uh have informed some decisions include um using law and policy and staying within CSD practices to improve performance of all teachers. I want to give you assurances that that is happening undoubtedly, and if you would like to talk more, um I would invite you to campus. I'd be more than happy to share with you to the extent that I can. Um, we've reconfigured our campus to move first and third grade into our central corridor.
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And then I feel like once we sort of all got on the same page about that, all of the directives sort of just started to come out and then we just did it's really more of a organizing, but I think that that's something that um like I'm excited to share with this group um the core values and things because I think it's it was the most exciting part that came out for me and then obviously the plan um will probably sort of structure the types of things that everybody works on in the future. Talk about a think tank, right? Those people all sitting in a room, right? Everyone on on a level surface and just giving input. Um it was it was it was it was definitely well done. So thank you for that. Um so hopefully um the goal is to have that for the June school committee meeting so you guys get a chance to to take a look at that as well, too.
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But um any questions on CRE? Okay. Mrs. Tucson, insurance committee, please. >> Yep. So, we met on um May 7th and Anna was in attendance as well. Um, we went over the current year of financials and we're currently operating at about 92 to accept it, which is leaving us with a $426,000 surplus through March. So, I just want to caveat that typically in health insurance policies, you see an uptick in claims towards the end of the policy period, but for right now, we are operating in the black, which is great. Um, our renewal for the 26 27 on the medical still stands at a 20%. Um, and we feel that that will not only be adequate to serve our claims, but also to build back up our reserves. Um, if we end the 2526 in surplus, any of that would also go to build up our reserves.
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So, next January, you know, if we move everything around and some of these things we just we have to move around like the electricity and stuff. Um, that will it'll show up as the the the way we have it currently in the budget and we'll have to explain why it's, you know, 500% over budget or something because we we didn't budget any, you know, sewer money at at Barnum or something. But that's all stuff that can be explained. But um you know so my recommendation's on the table. I don't know if there are other questions about it. Um so the alternative to just doing the 300 on the uh medical benefits trust line is to adopt them as outlined and that would be our our budget next year. It doesn't mean line items don't change, but and then we would move forward with for uh creating a personnel committee meeting of the um to review the job description for that lead teacher role, whatever we call it, and then uh hopefully adopting that on the 21st and then hiring that shortly thereafter.
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adopt it. >> Really really appreciated it and and the information was shared, Miss Gordon. Um there was very very um um there was a lot of really good um um input um regarding not only the event but also some of the information we were able to provide to help support that intended u information exchange between providing technology to our members and then what what comes with it. as far as those types of things like issues such as cyber bullying. And then uh I also wanted to say Mr. Diaz, I know as far as the course of the school year, we talk a lot. Uh so I wanted to thank you. I think especially for not only reading my 11 p.m. emails, but also you know taking taking the time and and can and you know really um putting always your best foot forward. I really appreciate that.
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Can Money be carried over from year to year? >> Yep. >> Okay. Because we'll obviously need to, as you said, after four years, you start >> Yeah. >> amount goes down. So, you're have to kind of build some up a little bit. >> And I think right now part of the problem is our past override expired and so we don't have that. And then the ESR funds, which were a big pot, expired. So when I talk about a little bit of a financial cliff, that is where we have and then as we know the Roosevelt Bishop lawsuit from the state that they haven't funded to the levels that they're So we have really three things that are going up against us. I know right now it sounds like a lot of doom and gloom and it's we don't want to paint a picture of doom and gloom because we have amazing people doing amazing things with less than other districts have right now to do similar things.
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Second grade, if you've been on our campus, is kind of like tucked in the back. Um, and over the course of time, you know, almost like a I guess a version of mission creep and just different uses of the campus, things are are just fragmented. Well, we're consolidating K5, so it's tight and the and the students are closer together and closer to each other, so teachers can benefit from that. Um, we're hiring uh in our our um first grade role, and specifically with the interviews we've had thus far, seeking track record of literacy success, and we do have a candidate identified. It's not a done deal yet, but um I'll I'll come back later, and hopefully I can report to you that we made that happen. Um, we're transferring a 15-year veteran with a track record of success in kindergarten and first grade into our reading interventionist role, and I'm excited about that.
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