>> Father's Day is the night the >> 21st. We couldn't do it back to back because it was Father's Day in June. So that's why we're going to have it on the 14. 21st is Father's Day, so we cannot do it that day. So we'll do it on the 28th, 14, and 28. >> He did send calendars, but he'll send reminders. Uh if nothing else, is there a motion to adjurnn? So moved. Is there a second? Second by Miss Dion >> Leonard. >> Thank you. It's 9:04 p.m. We are adjourned. Thank you. Thank you.
I also want to point out that um longevity is a big thing in this district. They've we've done a tremendous job. I really um give a big shout out to the committee for doing that work in the past that I came into this. Um so uh at this point not including longevity, 67% of our hourly staff make $20 an hour or more. But we also need to make sure that we include space and we told these stories when we were in meet and confer. There are some staff that that don't want to move forward. I mean, their their life needs to be supported in a certain way and we want to pay attention to that cuz we want everyone in our community to have a place here in Creighton. So, if you want to be a crossing guard, you can be a crossing guard and be at that income level and it's something that we were talking about just earlier with the taxes.
There's other types of benefits that you can get based on your income. We were very intentional about that. Our goal is not to overprice people out of the things that they can get, but we want to allow our staff to have choices. I I personally know several um duty aides. I don't know why I keep going back to duty aides. I just think they're kind of under underappreciated sometime and crossing guards. Um I know a duty aider was a duty aide for 30 years and she never did anything else. That is all she wanted to do and she was the best duty aide I ever came across. She knew every kid by name. I it was just it it's fabulous. So, we want to make sure that our educational support personnel have choice in those personal choices. And we we believe we've kept that space for them to choose the path they want to choose and and what situation financially makes most sense for them.
But we do know that living in today's world is hard. So, 67% of hourly making $20 or more, I think that is a really huge win. So, 20 or 28? 20. Thank you. Yep. 67% not including longevity. Longevity obviously pushes that up. Um and then I would I So, those were actual um increases based on actual staff. These other groups are a little uh harder to nail down and I would say that all of this will be confirmed and checked as we go through our payroll process that verifies all my numbers. We go person by person. Um so, these are the other um salary schedule groups. We have another educational support group that is our classified exempt. These are staff that don't get paid hourly. They get paid in a salary basis. Um they tend to have higher levels of certifications. There are uh transportation or not transfer our technology staff, um our higher manager level staff, um our office managers.
And so, uh they're um also receiving some increases. Their compression was um kind of all over the place. And so, that max is is really just a couple of people that have to be adjusted. Um but they all fall within this range. Keep in mind that's the low end. It's kind of an average and the high end. Um the psychologist obviously with that $5,000 base, um that's affecting that for them. They're also getting some of those other incentives. The 1,000 for the um performance-based pay increase and then also the 0.79%. Our nurses, um we've tried to um work on the schedule. we're going to have to do more work in the future. I'm glad we got this part, but um I just think this area is an area of concern for me in the future. We'll want to do a little more deep diving in uh how comparable we are to peer districts on uh these salary schedules.
Um the speech therapist, occupational therapist salary schedules, we see some um space there. And then also administration, we had some years of service adjustments that needed to happen with our administration. But something else that I want to make sure that everybody's very aware of and I and I think this is a talking point when you talk about the medical benefits. So by absorbing um those benefits through that budget process and then also with the um uh the changing that maximum out of pocket. What we were able to do and this is a direct benefit to staff who are utilizing our medical benefits, which is not every person in our district and everyone has a personal choice of what they're picking here. I'd say majority of our staff are employee only and the district covers the employee only for um the regular core plan at to no cost to the uh staff.
With that increase, if we had had to put that cost back to employees, that would have increased those employees to a 67 um almost $68 increase monthly. Uh that's 1625. That is a cost that is a benefit to our staff. Um that is a cost they did not have to uh come out of pocket with this uh upcoming year. So these are um depending upon what the choices are, it's another piece of information that these would have been the increases to staff to stay on their current medical choice. Uh and I you can see the monthly change for them. This is the change from what they're currently paying to what they would have had to pay and then what that annual cost would have been for 21 or sorry, 24 pays. Um some of our staff are on 21, so it's not exact exact for every staff member, but many are on 24.
So that is another benefit. Um you can't really put a percentage on it. It's very individual choice. Uh but we absolutely understand um how life changing this type of cost can be and I think Creighton is doing a really great job and as I said with that uh committee, um it'll just even get better and we'll be able to um, do some deep dives into how do you keep those medical costs low with the least amount of impact to the district's fiscal future health and our employees. So, those um, and then also I wanted to let you know, uh, when I was talking about um, oh, two things. That, um, I did tell you about certified years of service, so one thing. Ed Secs, I also, it didn't come up in the presentation, but they are critical to our transportation expansion. Who was I'm sorry?
The educational secretaries. Um, they are also uh, going to be critical to um, uh, navigating that increased open enrollment that we're expecting from our transportation expansion program. So, that was another reason that the we felt that was a really good lean for that uh, particular group. Um, and and they said it many times, helping us to bring in and combat that declining enrollment. We need to look at as as many strategies as we can uh, to slow that down. So, um, with all of that being said and with all of the different percentages and all over the place, the takeaway is is, you know, most of our staff are getting way more than .79% We will look at uh, communicating that in various ways with our groups, but one of the things that we're dedicated to doing, um, we had this discussion this week. As I work with payroll, um, we're going to be creating individual letters for every staff member that goes through each of their, um, increases and why they got it.
Some people didn't get a years of service. Um, that we have people who've been in the district one year or two years and they've got 10 years credits of service because we give uh, credit for outside Creighton. So, keep in mind the years of service that we talk about through our compression work is Creighton years of service. So, we're making sure that our tenure Creighton person is making as much as the person that came in and got 10 years of uh, experience credit. So, we're making sure to navigate that for our credit years of experience. And last year, as I said, we did a really good job letting people know that they were affected by years of service. We did not do as good of a job at letting people know they weren't affected by years of service. And so, we did get some feedback that maybe that communication wasn't as broad as it should have been.
So, this year we're going to be very intentional and we're going to get those letters out to the staff as an estimated amount for waiting so we don't have to wait for their addenda later when they return. We're going to get that out by Friday before staff leave for the summer. Want to make sure that they know where they fall within all of those percentages. Thank you so much for doing this. I I appreciate you. We've been struggling like I'm like they're getting more than 0.79. I don't know how to say it. And so, that feedback just got me in the right space. And I was able to put it together and it looked a lot worse, as these ladies know. I come to the table like here's a bunch of stuff. And then through with their help, I'm able to like get it down, get it down, get it down.
So, I just I was thinking with, you know, a union mind because, you know, and and I am a co-chair on my IVN, but I think the messaging is really important and I think it's important that they see this. Because 3% I mean, you may not think it's a lot, but like I think when we scrimp and every year and you have to realize that most districts, I'm not sure of how many districts now pay for full insurance. I mean, I pay out of every paycheck, so I feel like to me that is a decrease in pay and I got a cut in pay last year, so I think I I think it's really important that the union messages this out, but I think it's even more important that we message this out um across the district so people can tell other people like we are like we are really about We're a premium district that plans well and we look to the future.
We don't just look at today, we look at um moving forward and that's why we stick to the budget. And even during meet and confer, they came back and said, "Hey, we could get to 1% for just this amount." You know how hard it is for me to go, "No." We did we challenged >> [laughter] >> 2,000 lower. Can we go to Can we go to I was like, "Not one penny." Um but >> [laughter] >> as we do process, you know, obviously we have some staff leaving and things like that with the payroll department. We'll we'll vet all those numbers and that 0.79 could change. It was put into our agreement um that we will stick to that 750,000 and that is really important to me. It is how I can plan forward and do my best to keep greatness healthy as possible for as long as possible through all of these uncertainties.
Um and so it is a big part of my process is sticking to that and I I appreciate the meet and confer team um understanding that and supporting me with that and I I don't mind that you asked me. It does make me feel bad. Um uh but I absolutely appreciate the board uh allowing me to have that process and helping back me to say this is the disco district's fiscal future health and um that process has has come along and I just it was so much easier this year having your support and I just want to tell you all I really appreciate it and I I think we did a really good job for our employees this year. Really good job. Board members, any other comments or questions? I just want to say that it's just really impressive to see all this work that you've been doing.
You know, we have a a big getting a big team of folks and going through this very in intentionally and um you know, looking at I mean, I look at a spreadsheet and I look at these numbers and I'm like But so it's cool that you're doing this and I and I do believe that this is something that's um going to help with recruitment of teachers and retention because it's it's done by y'all. So, thank you for all your hard work. It goes back to if I had a million dollars. If I had a million dollars and investing in our staff is one of the items that is really important to Clayton because as we move forward and as we get lean, we want to make sure that it's quality that's here at Clayton. We're a stellar district and maintaining that I think is investing in our staff.
And and you know, as we said, everything is SOFG and that will come to play as we navigate and and get lean in the future cuz um nothing's looking different. The birthrates aren't changing. I'm now planning out to 2060 and making some thoughts. [laughter] So, um but if it does, uh we'll be ready to pivot. Uh but for now, it's it's strategic planning for the future and we're looking far. Board members, any other questions or comments? I just want to thank the team. I know it's a lot of work and um I I personally love the IBM process. Um I think um it's great that you guys can work together. Um I always felt [clears throat] that when you have the teams that can work together and understand each other, um I think it creates a more cohesive um district. So, um I'm really happy that you guys did that this year and um yeah, good job.
Yeah, [snorts] um really thankful. I think Heather and I have been here 6 years and starting from a process where we didn't even have this and it didn't even exist to getting to the point where we're at now. I was just watching some of our first board meetings and oh my gosh. Um so it's a big thing and I know um I never want anything that we say to be too harsh and we recognize all the work because I know that we were not even close to this before the shift of the board and before the shift of the superintendent and you know, all the cute um new um cabinet members. So we really do appreciate all the work. >> [laughter] >> They are they are adored. I mean that's going to get me in trouble so I ain't going to say nothing. >> [laughter] >> I'm >> [gasps] >> I plead the fifth.
Um [clears throat] but yeah, so thank you guys so much. I know it's hard work and I really really appreciate especially you um Vanessa because we we come at you with some hard things, right? And sometimes there's other conversations that happen so I know that given all this work, it it's we're all working together and we're all coming to the same solution. So I really really do appreciate it because if some of you guys have not watched this previous board meetings or what was happening in this district three, four, five, six years ago, I think we're in a really really amazing spot to make some even greater and bigger change. So I appreciate everything everybody does. Student outcomes chan- don't change till adult behaviors change and I think we are doing an excellent job so far. We can always >> [laughter] >> keep going and doing better.
All right. Thank you so much. So um that brings us up to our next item which is 13A. And board members, I hope you guys all had a moment to look over this resolution. We will be discussing the education funding um resolution. So the governing board will discuss and consider adopting the resolution calling for a halt and reversal of education funding cuts and urging full and equitable funding of public schools in Arizona. The model resolution is attached. Um it is up in our governing board docs. I do not want to read all of it um just because it's not I mean it's written out. Um this was created by Copper State Education Alliance, which is um we decided to become members for them and they do a lot of the policy work for us and this comes in a very timely manner. Right now, we're at a complete halt with our government because our we're in a divided government.
Our you know, governor's a Democrat. Our legislature is a Republican. So, they're they're messing around with our dollars and also this expansion of ESAs. We know what that does. So, this has been vetted through our um attorney because there are some open petitions out there. So, this does not conflict anything that's going on right now. This is just a resolution of us coming together as a board and really um making sure that our legislature knows that this nonsense needs to stop and our public dollars belong in public schools. So, I don't know if any of you guys have questions or comments on it, um this would be the time. I know. Good. All right, I can I say anything? Does anybody have anything to say? Um, I'm just out of curiosity, are there any other school districts um looking to adopt this as well? Who is C S Copper State.