Did you have any input on on political agenda wise? You're pretty you're pretty involved, Mr. Diaz. >> One of them, >> thank you, President Modia. I'm sorry I stepped out for a second. Um but one of them that um I believe is important for our district and the challenges that we're facing again um it is the the attendance um it's um we have over 500 kids that are chronically absent. Um and the ones that we are um uh having a challenge are students that are juniors and seniors and that coincides with the age of 16 or older. So one of the ways that um it can help us it is um ensure that our students remain and the parents understand and building awareness. But this will be aligned with goal number two of our district. Um and reinforce the initiative that we're trying to build awareness which is the attendance.
It is our job to make sure that we're bringing everybody a par to what the district's doing. So, I think there's a communication disconnect there and I just want to make sure that we don't get in the habit of doing exactly what is was stated in this board meeting that we want period of people curious. No, this is expec- expectation when you come into the district. How do we help you understand this more versus well, maybe we'll have these extra dollars and hopefully you jump on board to what we're doing because that's what it's sounding like and I don't want to I don't want to go back and forth, but that's just what was said and we can replay the meeting and I just want to make sure that when we're actually having discussions, that's not being conveyed because that's also a false representation of what this work is.
>> Um on the the on the very top right here the first bullet. Huh? >> Purple. >> Okay. >> Uhhuh. Um I don't know what color that is but it's the first bullet on >> Sorry. And which one were you looking at? That top >> first bullet. >> Okay. Okay. increase the compuls compulsory attendance age from 16 to 18 years or the attainment of a high school diploma or GED before the age of 18. That one. >> Yes. Okay. Anything else? We don't have to do five. We can do, like I said, our top one or top two. >> Top one. Yeah. >> Oh, wait. The top one was preserve and strengthen local control. >> Yeah. Yeah, ladies. Yeah, sure. >> Okay. Uh, it does require an action. So, you got that though, Mr. Swallow, right? >> Yeah. >> Okay. All right. Uh we'll go ahead and approve submission as noted by board secretary for our 2027 political agenda priorities for Barber Cubid School District.
Absolutely and I appreciate that input. >> though? Isn't it won't that be very like like spelled out within your paper performance handbook? Yes. Like that like that But ultimately as as um Madam President, I appreciate those comments and I agree and it's really hard in these settings like you said to communicate this effectively when we know the other things that we're doing in the background to reach every staff member. So, as I said, it's a layered approach it and and I'm absolutely open to communication just some guidance if there's another way that we can communicate that in a way that I think touches that that's not our expectation. We're not saying But I can see how that looks that way as we're presenting it in this one single forum. So I you [clears throat] know, I'm I'm very happy to communicate this in the best way possible to ensure that everybody understands that there is no one part of our budget that's SOFG.
Uh is there a second? >> Second by Miss Kathleen Vance. >> Motion carries. Lies discussion and possible approval. Oh, sorry. Possible action to appoint a delegate an alternate to serve at the Arizona schools delegate assembly as you know conference extends for two or three days conference the law conference is in September there's a pre-conference the regular conference and then uh we vote on two delegates to stay an extra day to go over the um political agenda. >> So I think it's a nice hotel. >> I'm and I believe September 12th I'm waiting for the document to come up. Okay. >> I know. Me too. >> Yeah. September 12th is the actual uh delegate assembly. >> September 12th delegate assembly >> Saturday. >> I'll make a motion to um appoint uh Juan Wendia um as delegate and an alternate um Miss Leonard. And what >> I >> And what happened?
It's the entire budget. It's every dollar that's up here is a part of SOFG. We were just excited to to be able to showcase some of those areas. And and I I get that it gets in writing, but what we're saying needs to match what we're doing. And sometimes if we're saying other things or pivoting or painting it in one way, it can contradict what's actually being implemented in documents or whatever. And that's what I understood it was the communication to the employees about that. And if I'm to understand correctly cuz this is what happens in ours is that it's literally spelled out within the paper for performance handbook cuz they have their own like handbook. And so that's like literally in there and like they have to present that to the staff at the beginning of the year. Do we have something like that already?
What was the second one? >> Miss Leonard, she said. >> Oh, okay. It's the alternate. >> It's really neat to to see Miss Dion. >> I don't believe that you actually have to do anything except just make yourself available unless she >> unless you will vote on our behalf, but that's rare. the lottery. >> Okay. Um I second the motion. >> All those in favor of the motion, Juan Bondia, >> Kathleen Vance, >> Dion Leonard. Motion carries. >> Okay. Thank you. You can vote on this thing. Ben, >> I'm sorry. What's that? >> You can vote on this thing. >> I'm trying to Yeah. get it all done. I'm learning as we go. >> That's cool. I'm sorry. I was just it playing around with it. Sorry. >> Is it Is it showing you? >> It's saying show vote. Show vote. >> Yeah. So, I'm doing the minutes now as we go.
Uh we'll be developing it now that we have a plan. So we do have information in the plan that was proposed and the previous version of the pay for performance plan was not very detailed. So what I've been committed to and working on is additional information to make sure that it's communicating what we need it to communicate. Okay. There's there's a number of corrections that were put into place this year for our pay for performance plan because there some of those components frankly were missing. And so Dr. Lauren and Ms. Shapiro have been working with the teams to ensure that moving forward we're not only hitting all of those components, but that we have all of the necessary pieces and parts. I just like to add that. I did mention that the tying to the incentives, the expectations, just like you say correctly, the expectations are clear and they're not negotiable.
>> Okay. Maybe that's why it's telling me what the current item is. That's why it's doing it. You're doing it. >> I I'll figure it out. I will. >> It's like it it tells me the current item you're you're on is this one. So, okay. Sorry. All right. Here we go. Consent agenda. Without objection, a motion to approve. Is there a second? >> Second. Second by Miss Kathleen Vance. >> All those in favor of the motion. Juan Bos Kathleen >> Vance Leonard. >> Motion carries. >> Last one or at least second to last future agenda items is our July regular meeting date change. What's happen the board meeting lands on the 14th and our finance um is not going to be available that day and they have to present the new budget for the year. So, they were requesting if they could change that date from the 14th, I guess, to another Tuesday or whenever you guys are available.
And it's our responsibility to communicate them, to inspire people, to explain them, and to make sure that they understand their role into the biggest system. But one thing that we know about the framework is the adults' behaviors. Students' behaviors don't change until the adults' behaviors don't change. And when we're trying to change behaviors, we try to have incentives to promote that that change of behavior. Sometimes it's praise, sometimes it can be incentives that are monetary that will help you have a better life and less other part-time jobs and have more time into the classroom excellence. So, that was the the connection of the point that I was trying to make. Sorry if I misspoke or gave a different impression. Yeah. Yeah, I I don't I don't trying to get into some philosophical discussion, but I think like in general we're talking about pay for performance.
>> Tuesday, >> the 21st or the 7th, if those dates work for you. >> Too close to the start of the school year. >> Is that because that's the budget? >> No. would not impact as well. >> Okay. >> Because it will be approved um it will will be okay. >> Okay. I mean if it's okay with you 21st care for everybody that's here. Um there was u an item or there's somewhere where it says um um anything for next month's board meeting or upcoming board meetings. And I wanted to request for the month of um July and August if we if we do change the regular meeting um for July that it not be on a Tuesday. >> Okay. >> And And I don't know if we're going to come back to where we can bring up stuff for the next board meeting, but also for the month of u August.
And when it comes to the incentives, I get what you're saying about the expectations, and I get what you're saying. And so, in my mind I'm thinking like if we're if we're being real about how this plays out in practice and in real life, like there's going to be some element to this that involves something that's that involves the word incentive and like I I I think that's just natural and expected. Yeah, it's human behavior, right? I I I I understand that. That's psychology 101. Um it's just getting to the nitty-gritty, making sure that it's not just this added-on expectation cuz with the way that things are looking, who knows if we're going to have all extra funding coming these next two, three years. So, just as as long as that because just as we're pivoting to making all these great decisions because of the amazing budget stewardship that we had the last few years, things could escalate very quickly and roll back, too.
>> Not too July. In August, not on Tuesday. >> August. Yeah, because I'm going to uh resume the um uh the Autumn class. >> How about July 15th? >> I don't mind. I was going to say the 15th. >> Is that a Wednesday? >> Oh, >> okay. That's fine with me, >> Miss Dion. I don't I don't remember. I How am I supposed to remember? >> Uh the 22nd >> because the the 15th is the >> Oh, so the 8th >> that's a quick turnaround with >> I was just saying like the Monday >> the 13th July 13th. >> The 6th. >> I I'm just going to recommend the 13th because that's that holiday weekend and I can't guarantee what I'm going to get from everybody on time. >> Well, that is true. Is the 13th. Okay. >> Yeah. >> Okay. >> Uh August, the board meeting falls on the 11th.
So, as long as we're just making sure that this is great. We're we're I'm so grateful that we even have the dollars to be having these conversations, but that may not always be the case, and SO G is a non-negotiable when it comes to that, like learning and making sure kids are moving the needle. Budget is always Yes, if we have it, cool, and if we don't, then we're still going to have to do the work. So, I just want to make sure we're not combining the two and making this expectation that as long as SO G is around and as long as you're working and curious about it, you're going to have all these added on whatever it is, whether it's incentives, stipends, whatever. It It doesn't have to directly be dollars. I just want to make sure that because this is a new process, it doesn't become this, you know, narrative or expectation.
So, we can do the 10th or 12th, Monday or Wednesday. >> Either one for me, either one of those. It's just that my classes. >> I just need to know what dates you're available or who else. >> I don't have my calendar with me, but whatever date you put, I will put in my calendar. >> How about the 13th, Miss Dion? >> July 13th. Do you have that or >> Monday? I got I got that one. >> Okay. And then August 10th, you want to do Mondays or do we do a Wednesday for that one? Probably Wednesday so we can get if you need things prior to the meeting. >> Mercy. >> Okay. >> August. >> I'll put the memo together for June so you guys can approve them. >> August um >> did you change it? 10th. >> I thought you said 12th. Is it 10th?
And I appreciate you putting out in your raw PowerPoint that it's not including that there because it gives a more realistic picture of what that what that is these percentages are. Yeah. And um but, you know, I think, too, we'll have to message this appropriately, and I'll I'll talk about that a little bit, too. But, um uh I want to go to the hourly ESP. I know that we've had um a big focus on these We showed you some of that years of service. Um I I almost got to It's just uh uh horribleness? I don't know. Uh 30 years and I'm making $16 an hour. Uh we all felt that that was an immediate and a crisis. And so, we wanted to really lean into that. Um and so, those years of service, though, it's interesting because some of those people, like a crossing guard, um their percentage uh including with that 0.79 and their 500, it ends up getting them up to that 2.8% but they're very part-time.
>> Oh, 12th. >> You want to do the 10th? It's up to the board. >> 12th's fine. >> 12th. >> August 12th. >> Okay. >> Thank you. >> So, September back to normal. >> September back to normal. She's only doing 8week program. >> Any agenda items? I know next month we have to uh do transportation contract review >> um for June. Uh are there any other item requests? So I guess in retrospect to your conversations with uh our accreditation team, is there is there effort to put together survey or input feedback type of information from as we're moving into the new year? Okay. And that can be whatever you guys determine would be good. I think about like transportation. We did food service. Maybe there's opportunities to to just get input and feedback. >> I know we don't get a lot obviously. Um, seven responses to a survey kind of sounds like part for the course sometimes, but >> but it's just a just a suggestion.
Uh so the percentage is it looks um like it looks. And then that maximum is a 4.67 almost a 5% for our hourly ESPs through that schedule repair and years of service attention. So we're going to continue to do schedule repair with them. It is not completely fixed for um our hourly support personnel. We're in the in the process and we'll move right into it next year in our other committees. Um we are looking at job function, responsibility, uh ensuring that those are in alignment so that we have career paths in our district. You should be able to do what I did. I started my career as a duty aid at a school. I'm now the assistant superintendent. So there are career paths out there for people who want to grow and we want to make sure that we support that. If somebody's a crossing guard and their goal is to be a teacher and be in our classroom and make that difference, we want to have a pathway for them and we want to support that.
Um, I did want to and I will be writing you about just some agenda stuff. I know you mentioned some stuff to me too about the board retreat summer retreat >> and you should have those dates on your calendars board members. >> It is on I we send out calendar invites >> but I'll go ahead and repeat them as well. Um it is going to be for >> June um 14 and the 28th. >> 14th and the 28th. >> Um we will not be meeting for Father's Day, >> which is June. >> Oh, it's in June. >> Yeah. This is your friendly reminder. Um it is June the 14th and June the 28th. >> Plan to be here. >> Just going over the dates for the board retreats. for retreat >> for summer. Wait for retreat >> should be >> it's a Sunday >> should be in your calendar.
So that's the other thing that that having these good schedules and then having good compression work, um it allows you to align those job responsibilities properly. We're doing a lot of work with that and we'll continue to do that this year. Can you explain or tell me a couple examples of an exempt salary educational support personnel classified staff? What kind of uh okay. >> example? Let's see. >> Office manager. Office manager. Oh, the position itself. >> Thank you. Okay. >> Okay. I I I also was asking that because it has the lowest minimum average increase and the highest maximum average increase and I'm just what wondering what's going on there like It is so individual because we had some people who were very um out of alignment and hadn't had those increases. Got It just depends on when you started working. Um it it's so individual and and that'll be interesting as we move forward to to communicate that.