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Thank you. There is no further testimony. Although is um there is another one in support and one in opposition. Oh, two in support. Okay, members questions. Yeah, I have a question. Roy, I mean Ray, I have specialist Faith Ishihara who's part of our computer science team. Thank you. Are you folks doing this now? Yes, we are. Oh, I'm sorry. Yes, we are doing it right now. And um it's exciting because you know computer science isn't just coding. It has five core concepts and impacts of computing includes this whole um media literacy, cyber bullying and um balancing of media time. So is it in all of the schools? Um we're in we're working with the 15 complex areas and each area has a lead that um we meet with on a regular basis and there are um putting together an implementation plan. Okay. So, there's nothing new you're going to do if this resolution passes.
⚗ AI-reconstructed · cite from original above
when you look to be competitive with someone that's paying 50 before you even start with any other factors if there's a 5 000 difference you have a hard time being competitive okay so that's the way to do it now these numbers based on the 704 or 708 are now changing not only for us quite frankly for every district in in the state depending on how they have if they've been conservative they may have a boatload of money to spend if they've been aggressive they may have less money to spend but everybody got a pay increase today into their budgets through classroom site funds so all the stuff i presented up to this point just changed and so i could go back to that first slide and you may see a two thousand dollar or three thousand dollar increase for some of those school districts because they chose to take all the increase and dump it into the base it can only go to teachers so that's where it's going or certified staff but we're going to increase the teachers starting to 53 let's just say again we won't know that until every district has a chance to assess what this means to them and they talk about it we since we just got the numbers we're we're a little ways out to understand that um i'd like to ask mark a question um in terms of recruiting when you just when you're talking to candidates and the issue of money comes up from your experience which is more important to a new hire a higher base salary or a lower base and a bonus at the end because they're comparing their base salary if they have two places that they're looking at they're looking at the base salary and so that's the issue right now for us is we need to increase the base to be even more competitive than we already are because we're creative like dr wyman said but with the base we're not there right now and a lot of it quite frankly is every district to the west of us is on a fifteen percent override how they use that fifteen percent probably varies from district to district so it's a little bit harder to uh uh to discuss you know district x gave it this this fashion district why i gave it in that fashion um so so if we get to the base one way or the other we still may lose out on people because there's other dollars that are available that we don't have but at least when we're out marketing we're potentially there again as i told ccc show you where because we're still back to this debate all of this discussion whether i give if we go back to the previous option whether i gave it to the to the base or we give it to the individual well those that are new teachers would rather take the money in the one scenario versus the other but here well depends on how i want to spend it so you're not going to get a 90 10 on this and so we're going to have to make a decision administration will come with a recommendation after talking to people but obviously somebody's not going to be satisfied with whatever the decision is because they're not going to get potentially as much and i have a slide coming up that will tell you start to tell you what this means money dollar wise is there so when they when you do performance pay is there a chance that they don't get that money because they didn't reach something yes there's a chance this is the other difference is if you bury it into the base right you get it everybody gets it so right now we don't have 100 of our people getting it we don't get 100 of our people because some people don't meet their goals we don't get 100 of our people because some people choose fundamentally have a philosophical problem with performance pay and therefore they just don't want to do it so this will cost us a little bit more but again this and so this again are you trying to do the good for the whole or but it will cost us more as a teacher i think that if there's a chance that i have that i won't be able to get out i'd rather just go into my basement because then i'm going to get it either way yeah and we will be we will be having this conversation with uh 301 tomorrow and so because if you take the majority of the money the conversation with 301 with the 301 committee tomorrow oh okay i was like well that's good and so and part of that yeah that's going to be a necessary conversation be myself and a piece of paper i think i'll win it um the issue that's there though is if you take enough money out i'm going to use maricopa because our understanding is they went down to 200.
⚗ AI-reconstructed · cite from original above
Um, well, not really new, but just expanding um scaling up so that more and more students actually have that opportunity. But you can do that now. You don't need a resolution, right? Is that a goal that you guys are looking at? Expanding. Um, yes, we are. Uh, we already have act 158 and 51 in place and that is for every student K12 to have opportunities. And so, um, that's what we're all working toward. Okay. Thank you. Thank you. Further questions, members? Thank you, Ray. Thank you. Thank you. Thank you. And our final item is STR 168 and SR 160 requesting the school facilities authority to adopt and publish administrative rules necessary to implement Act 72 session laws of Hawaii 2020 as amended by no later than July 1, 2023 to submit and and the governor to submit a related report uh to testify by Oh, we have no testimony.
⚗ AI-reconstructed · cite from original above
what does the performance pay plan really look like in that scenario versus aj who didn't spend as much who look like they're still going to have about a thousand or 1200 i think in their performance pay so how much work am i gonna really do for two or three hundred dollars versus how much work am i willing to do for three or four thousand dollars and so so there's other conversations irrespective of any decision made that you have to be discussed with with our staff about what does that plan look like we've had some of those conversations and we'll have some more tomorrow we were looking at a different perspective when we started them last year about is this the best way to do the plan one of the teachers had gotten samples of other school districts and some of their plans and so we were starting to have that conversation but given covet and everything else and and all the stuff going on we we just decided to let it ride this is going to drive a different conversation because of what other school districts are doing so if let's just say the decision is made to put most or all of it into the base next year at the same time we have that decision to make again we could choose to put the new 301 money into the base or yeah the new 301 the new so if the 708 went to 840 you could talk about the the the difference there you couldn't talk about anything below the 708 depending on what you did with it i mean if you put it in this contingency you're okay but but once you bury it into the base it's in the basement then it's committed but if there's any incremental difference in future years you can then change and say we're not going to put that in the base we're going to use that as an end-of-year bonus okay yeah and that could be quite frankly a negotiating point ccc may come and say we would like to see more of it we think performance pays is more important and we like to build up performance pay this year so please take a look at any raises that come in and do that and we that would be part of the discussion process with him okay does ccc take it out to a vote for the rest of the the camp at like campuses or they just then they just take whatever they say like you know the fifth and sixth graders are only gonna get there's a presentation and they get the feeling they get the feeling of their of their of their sights and then they come back and discuss that they may take a boat within that the 20 22 members well it depends i mean you know there's some cases where when you take a look at what's out there and the money that's available there may not be a whole lot of voting to take place in other situations and i will tell you the more money that's available the more you want to vote because you get more provincial and there's a lot of money out there the less money you may not take a vote because there's very few options to move forward with i would suggest that with some of the stuff that's now coming on and this is again different than the conversation i had with ccc would have been different if i was presenting to them tomorrow instead of presenting to him last week just because 708 changes the ball game and we just have to think our way through it and see what we're going to do with ccc and the leadership to talk about the 708 the 708 on the classroom site fund from the 541.
⚗ AI-reconstructed · cite from original above
Um, there is only comments by Alan Oshima for the school facilities agency authority. Members, any questions? Any comments? recess. Reconvening the committee on education. Thank you for your patience. [Music] The recommendation of the chair is going to be to defer the first item 209 and SR202 as the testimony from DOE advised that they are already doing this and we can look forward to report within the next before the next school year I think. Thank you. Um, also recommendation of the chair is going to also defer STR 218 and SR 211 as the testimony from the DOE is saying that we are already doing this and we look forward to the expansion of the program as um funds allow. Thank you. Thank you for joining us today. And the recommendation of the chair for SCR 168 SR160 regarding the uh school facilities authority to adopt and publish administration rules.
⚗ AI-reconstructed · cite from original above
that's the sort of that you're talking about yeah no so senate bill i was like where did that one come from nope you need to keep me on target okay so the other thing that we talked as a concept so please understand this is a concept not everybody will agree with this concept the reason this came up if you recall we talked about ways to incentivize and to help administrators because we're losing administrators in a pay schedule so one of the ideas we talked about is could we come up with a performance pay plan for both administrators are classified obviously classified it's a little bit easier to swallow for some people than administrative but if we were to take a look at this and look at and there's a type one i apologize that should be a thousand not fifteen hundred i changed it on one but i forgot to change it on this one uh if we went to administration with a thousand why a thousand because and in the previous scenario we were saying teachers would get a thousand so we would keep them equal that cost would be uh 500 that could come out of mmo or rooftop fees if we take it out amino or if we take it out of rooftop fees back to making bridges in 23 24 25 26 etc we can play that out for the next five or six years and not really impact rooftop fees as we get more money in starting in about 24 it would obviously offset it because at 38 000 you can get enough homes built in a single year to basically cover that uh and so that's why we say rooftop doesn't have to come out of rooftop but that was an example to let people know we could look at any variety of funding sources to pay for that yeah because that but those rooftop fees are only one time they're one time but we have we have but eventually right but but again you're going to break anymore right but you're going to bridge it out how far and again you have to take a look and i will tell you this whole conversation is before the grand bargain if you throw 700 million into the mix why would you even go to rooftop pieces right so so at that point we're trying to be creative to be competitive if you change the way the dollars are coming in then you change your whole thought process but this was done before that time if you look to do one for classified you're looking at about 150 000 you do cannot find a fund that's out there other than mno that would make this sustainable and i'll talk about the classified because it gets a little bit more uh the administrative i would see very similar to teachers have the exact same plan classified goal-wise you have something similar but the problem you run into is you have too many you have at least three you have a half a dozen calendar work calendars and you have people working anywhere from one hour to eight hours so to try to provide a perspective for it this is not what we would necessarily do but it gives you an idea the reason i'll tell you why i selected these numbers but we first of all broke out by hours worked one to two three to four five six seven eight it was based on straight percentages the number at the top was trying to take a look at what teachers were getting what administration was getting and worked off of that then it just became in the case of the 800 75 percent 100 percent 75 percent 50 and 25 percent we then looked at those that work on 26261 calendars 190 to 223 and 170 to 189 those numbers are there because if you get below that bottom right corner at 75 dollars what's the point of doing uh too many goals if i'm gonna get two dollars and fifty cents by the time taxes are taken out so when you ran the numbers 75 is not great but for someone only working one or two hours 75's decent for that pay range and so this would be the type of thing that we would do i'm not saying this is what we're going to do but we have to bring something for context for our staff to understand what we're talking about that's why we bring the scale question on the um seven to eight hours worked hundred percent exempt classified 800 why is it not a thousand as the same that we did for administrators and certified it could be exempt classified as a general rule coming in a little bit less on pay and based on the the jobs that they have again this is just i arbitrarily said it at 800.
⚗ AI-reconstructed · cite from original above
We are going to pass this as is members any questions? If not, uh, vice president for the vote on STR 168, SR 160. Chair Bzai, [Laughter] I just promoted you. Say thank you. Vice chair for the vote. Um, Senator Con resolution 168 and Senate resolution 162 pass un amended. Chair votes I. Vice chair votes I. Senator Dela Cruz is excused. Senator Fidel, I. Senator Favlla, hi. Four members voting I, one member excused. Recommendations adopted. Thank you. That concludes the meeting on education.
⚗ AI-reconstructed · cite from original above
if the board said hey we want everybody treated a thousand would just change it to a thousand change numbers obviously the dollar amount because they're classified would go into the classified so that 150 would go up a little bit not a ton because you don't have a lot of employees in there but you just have to factor that in so again this is subject to any sort of change yep go ahead chad oh you can hear me okay um i just a couple of comments and maybe a question there too i uh for one uh you know when we talk about increasing the teachers by a thousand dollars for example and increasing the the administrators by a thousand dollars if if we increase them the same it's not just going to keep the same not very large gap between the two that we've talked about before yes it potentially could again that the issue that's always out there is what's palatable to the board what's valuable to the to the employees and so so the notion we that's why the 1500 was up there but then as we discussed it as a leadership team we thought an easier sell quote-unquote cell would be to stay administration same as as as teachers again the numbers are whatever you want the numbers to be we'll just have to have that conversation make sure we run some scenarios that we can afford that amount because if you go to it's not a ton but if you go to 1500 that 38 000 becomes 50 000.
⚗ AI-reconstructed · cite from original above
so wait a minute is it isn't this just a the the performance pay it's not going into their base salary right no this okay so then you won't have that compression then yeah you went on the salary schedule you would in terms of overall pay that someone would be eligible for but you're right you would have it on the salary schedule okay well but the the other the other question i have or the comment i guess for my fellow board members you know this whole concept of performance pay you know it comes from the business world where there's this idea that unless you incentivize somebody to say you're not going to make as much money if you don't do certain things or if you don't you know meet your quota like a salesman or something like that um i guess i just and and i and i i can guarantee that most of the staff and and teachers you know would feel something similar but the whole the whole concept of i'm only here's you know you we already don't pay you very much but here's a few extra dollars that you know will dangle out in front of you if you as long as you number one jump through any hoops that we want to create or number two um if somehow you know you're you're able to raise your student scores or whatever which there is a correlation between good teaching and and and the scores that they get raised but part of the problem for most educators through the years has been the frustration of saying that number one you know i'm not a good teacher if i don't raise my kids scores a certain level and yet we all know that in some cases some teachers have they don't have the same playing field when it comes to the students in their class you know one one classroom may have students who are much more capable of scoring higher than another class and so to constantly judge teachers by solely by you know what their students score is a little bit unfair at least in my opinion it's a little bit arbitrary but then on top of it it's almost like an insult in some ways in my opinion to to tell a teacher that you know i know i don't pay very much already but i have a little bit more money here that i could pay you i could just pay it to you because you really you know we tell them you really deserve more money than we pay you but i have this little bit of money that i'm only going to give you if you jump through these hoops and you you know whatever have your stup you know somehow try to get your students something that you cannot 100 control have your students increase their test scores um you can play a factor in it but you can't 100 make sure every kid's gonna do their best on the day they take the test even if you've done an amazing job teaching them and so this whole this whole concept of that teachers somehow need to be incentivized in order to to to do well or to perform is is a bit asinine in my my opinion i mean it's just you know it's like saying oh unless i have this money to throw out in front of you you're probably not going to do your best to help these kids um so it's just hard for me when we have discussions like this i mean obviously i guess what i'm saying is i go back to i know i was just sharing a bit of my opinion on this but but when we go back to the question of whether it should go on the base um i mean uh dr duplistus is exactly right i mean i think he's the one who said it but yeah we have i mean we if if the only way that we can raise the base salary is to take some of the 301 or a big chunk and put it into the base salary so that the base salary looks higher and more competitive to the other districts because that is number one i mean that is absolutely what a new teacher or somebody moving into the area they look to see what's the base salary um because there's an assumption that if it's a higher base salary then they that you know that that district pays better or that district has better compensation and so i guess just for my fellow board members that would be my recommendation is that you know we we strongly consider that option where you bury it into the into the base pay because really it's almost if you talk about the priorities it's more important that our base salary be a little higher than whether or not we have extra money to dangle out in front of teachers and tell them if you perform and jump for these hoops then maybe you get this money it's it's in my opinion it's better that we have less of that and more in the base salary so that base salary looks higher and and you know we can be more competitive and find teachers who want to come chad i think that that's what i was saying the other thing chad just i think that's what i was saying when i said wouldn't they rather have it all in the base salary but when i'm asking him when i asked dr dr wyman it sounds like the ccc would like to have well i think you're getting a split and so what we would have to do in those scenarios is as we have further conversations we may provide multiple options we may throw out another option again legally and i'll use maricopa because our understanding is eight they agreed to go down to two hundred dollars in into a into a um performance pay plan because legally you have to have something in it um and so you can have that conversation and so chad that could be i think we would try to gauge the the the feeling of the group as a whole because because you believe it's going to be a 50 50 or 60 40 but you need to ask and in some cases i can tell you based on my experience in some other areas sometimes they throw your curve on what they want and they may want the 4 000 the majority of them may want the 4 000 in june as opposed to bearing it into the base and so but we need to get more dialogue the dialogue in ccc showed that again not everybody was on the same page with this stuff and i even had a conversation with ccc to let them know that this is a problem you're not getting 90 tens you're going to get 50 50s 40 60s whatever the number is and so at some point what we can do for you guys is provide you with what we're hearing both from leadership ccc and other staff members but ultimately you're going to have to make a decision and so if you fundamentally disagree with the group meaning the the staff you might throw out of a motion that says we want to do this if you get a second and three votes then that wins if the board says no we want to listen to what the teacher said in this case so we're going to change the number back to this that becomes part of the discussion the process the purpose tonight is to give you an understanding of how we're thinking um at what we finally bring to you guys will not necessarily there may be additional stuff to this especially in lieu of the fact that you see a number that went from 541 in classroom site fund to 708.
⚗ AI-reconstructed · cite from original above
that that fundamentally changes this conversation and we just haven't had a chance to to have that conversation so you may see that chad i just gave this as an illustrative uh situation i will tell you if you move this thing down let's just say 200 this discussion of a of a performance pay plan for classified administrative is off the table because it's not worth the time and effort to take two hundred dollars and and give somebody 25 as a one to two hour employer ten dollars or whatever the number is um and so but those would be the choices not good or bad right or wrong just the choices and then everybody will make the decision that that they make so i understand where you're coming from when we can work on that piece and we'll ask the question of our staff about that to see what their feelings are and it may be such that very much like we're saying maricopa they may come back and say yeah let's take all all but 100 or 200 and dump it into um dump it into the base in which case the conversation with the 301 committee is radically different because you're now how many hoops are you going to jump through for 200 bucks so we'll have to have that so legally you have to have something for the law yes the new law says you must have a performance pay portion of it but it does not reference any dollar amount whereas before exactly what the hoops have to be no uh yes there is still there's still they didn't delete the rest of of of the of the the law that was in place before so there are some some requirements there's some latitude there and obviously you're going to have to look at it a little bit different in terms of what you do and i haven't had a chance to to process that piece and that'll be part of the discussion tomorrow with 301 so they they changed the way the money was distributed so they used to have language about this is bucket uh 11 this is what it's percentage-wise this is what it means this is bucket 12 this is bucket 13.
⚗ AI-reconstructed · cite from original above
um they just said from a funding standpoint it's now one bucket and you have to have a performance pay component they didn't turn around and change all the com all the components of the performance pay piece that's still in the statute right well and and you did i mean your exam i know you said it was just like a you know a hypothetical example but your hypothetical examples is right on i mean the example you're giving us is a great example and it's it really is telling the story so and that's good and and absolutely if the the teachers wanted something you know if they absolutely wanted more performance pay for whatever reason that's what the majority wanted then i i will support the teachers whatever they want i just i just you know we're all clear like some of this stuff it doesn't you know like the 301 committee right that's that's become an institutionalized thing just because 301 was created right you know several years back and so it's almost like i think for some teachers there's just kind of this acceptance that this is just this is just how it has to be because it's the only way we're going to get this extra money because that's how the state has held it out there for all these years i do so instead of just giving us more money to pay our teachers more right right i i do think though with this new the 704 uh the new base support level for 301 um we're going to have to look at that and then if there's additional dollars into into the state budget we may have to look at what percentage go to because it's not like the only place that we're underpaid is at the at the uh teacher level where we have underpayment issues at the classified level and and at the um at the administrative level if you do a five percent raise um uh it's one thing but with that 704 dollars if you start putting more money into the base we need to look in our m o budget to say can we do something with uh administrators in classified because at the end of the day what we're trying to do as much as anything is lift all boats so to speak at the same time we don't want to start separating out we may be forced to just by the nature of the money that comes in for for classroom site funding where it can go versus the money that comes into the state budget but but you might see a totally different perspective if they vote like chad was talking about but then depending on the dollars um again because we we have to remain competitive across the board for all of our employees not just one set of employees i mean i i don't disagree with chad whatsoever i i think chad's on the right direction but like i i i would want some hard evidence of exactly like if they said that they want a performance paid to be a thousand dollars i want like i want to know i want to know who voted for it and you know what i mean like i want to make sure that we're doing what they really want whether i think it's silly or not i mean well if we right if we need to i mean and i i look at the the team here because the very place i've been ccc or whatever you call it operates a little bit different in all districts um but but with our qualtrics and some of our other surveys we can go we can go ask whatever group of employees we need to ask a specific question of what they want and we can get back the response and and we've done that and again the intention is not for leadership to say this is it uh come heck our high water it's that we're trying to come up with proposals a foundation of why we came up with these proposals but ultimately if we need to get uh more specifics we can we can easily get more specifics um and also like not i would think that if when this when this budget comes down and we vote on it i i would assume that there would be a representative from ccc here we can get that i don't i mean i would assume that they would want us i mean in case we had questions that they would be there right we can i mean what i try to do so everybody the same same page is is if they can make it they're more than welcome and they can be more than happy to speak in many cases again different places different structures is is we would bring the data to say why we're making this this isn't just pulled out of thin air if it's a survey issue then this is what it is if it's a vote issue than what it is i've been in places where quite frankly there was a memo that was written up and everybody signed it for the negotiating group and then you just took the memo to the to the uh board you didn't necessarily have them at the board because they all signed the memo and they said this is what we agreed to our structure is a little bit different um and there's some structure in place that that we have to work with but but we can we can have that conversation again this is all changing so even as a group here um as they sit through this they need to be processing too because we may be having some significant conversations and it may be it may be a month from now if that's how long it takes to get a state budget in but you're gonna have a significant different conversation if you're talking about all we have left is three hundred thousand dollars to spend versus all we have left is two point three hundred two point three million dollars to spend and we haven't had that discussion because at this point we think we have less money not more that appears to be changing and may change significantly so all the work that was done up to this point potentially is going to have to change okay yeah that's true and i guess i if i could just add one last my last comment on compensation is um regardless of you know whatever we do for the teachers and the classified personnel um you know whatever it is we end up doing i you know hopefully we can do what's best for everybody and and to and to do something significant that's meaningful and helpful to our teachers um but regardless of that i i do think and this is my opinion too i i think we need to to take a a even more serious look at how we can help uh increase the compensation for administrators even if it's not exactly the same percentage as it is for teachers but somehow i think we need to we need to take more seriously how we're gonna what we can possibly do to compensate our administrators more um that's just my you can't see but we're not seeing that if we can you can't see but you're not seeing any frowns in the audience on that one so just know but the other thing you have to keep in mind the one thing that makes this a little confusing is uh classified by statute get a raise in january because of the 208 and last year the race was 5 that's why we landed on it so the raise for classified is calculated differently than the raise for the base support level for education so we we're seeing a l a two percent or less raise yeah classified got a five percent so if you put too much into here and then also legally we're bound to come back with a huge increase in january it's it's a piece that we're going to have to work on a little bit doesn't mean we we're trying to shortchange classified binding stretch and imagination but it is something that's a little bit different because the way 208 works just real quickly this kind of goes to what you were asking uh shelley when we talked about esser funds this year we used uh some funds that said we're going to give you a thank you stipend um that was done in june and then we did a retention stipend in uh we did in september so if somebody quit on us basically they have to get through the the first quarter uh they would get the money if they quit on us in october then they would have gotten the money and run but rather than giving a retention bonus or a signing bonus it would not be august first we would look at it to be sept end of september the reason for that is that way the check's going to go out to everybody right after fall break so if we had some classified staff that were not working they would get a paid they would get some money wouldn't be as big as their paycheck and so if we do do those we can mitigate it to a point but it's impossible to to guarantee a hundred percent so option number one was to say hey what would happen if we gave one percent thank you in in june of this year uh that would be uh probably on high end 270 because not everybody was here the whole year we didn't fill all the positions these are numbers from last year so you won't spend 270 on it but it gives you a ballpark again if you did a retention so some people said well what about signing because people are giving signing bonuses last year we just did retention so anybody knew got no money this one suggests do we look at retention and signing so this is one option but a second option that people look that the leadership team brought up was what would happen if you did a retention bonus you didn't do the thank you the thank you bonus you just did a retention bonus again september 22 but you gave everybody two percent and then for a signing bonus you gave everybody that was new to us one percent slightly less i believe it for my math is correct but i it's it's been a while since i looked at it but it's in the same ballpark and so it's just a different way to look at the numbers um and we're not married to it and again it's the idea to give people options so do we want to say thank you to our staff through retention those that came back to us this year and we're going to give you two percent in september instead of one-on-one at the end of the day they're getting two percent but it's a little bit different than the distribution of it if you did the signing bonus again you're given something uh it's not going to happen until you stay with us for a little bit of time but that's another option there might be three other iterations of this but this gives you an idea that when we look at esther's dollars there's money available to do some one-time stipends might go on for a couple years and we just have to decide what we think is best and those give you rough ideas of what the numbers are uh based on what we have okay so compensation summary just so people i'll go through this quickly but so everybody has an idea what this could mean for staff i think i use thank you summary or thank you um stipend it doesn't really matter because at the end of the day if you gave two percent it's two percent whatever you call it so just keep that in mind so if we just took a look at a staff making 52 000 which is roughly what our average uh teacher makes you can see that whether they go a five percent increase to the base they're only going to get 2150 bucks if you did it to an individual five percent of 52 gives you 2 600.
⚗ AI-reconstructed · cite from original above
the thank you stipend or the retention stipends or however you want to do it ends up being the same amount because in that case it's truly a percentage to the amount of money they're making so one percent is 520 bucks so you're going to see in this scenario there's about a 500 give or take difference uh 3100 versus 36. if we did the growth stipend if they got it they would get an additional 520 if we didn't grow that many kids then it's irrelevant they wouldn't be part of it so that gives you a perspective about five percent of what certified staff would make for clas or administrative staff i did the 82 000 so it's spread out the same way and so you can see uh the difference again is about 500 bucks 36 to 41. is that 1500 or a thousand um that would be a thousand i'd have to change that if we decided to go there again or if you guys decide to do 1500 or it could be you know so we can make that modification anything below the subtotal anything below the subtotal is dependent upon any number of factors okay if you talked about the exempt class we put 50 000 that's like classified so there's your numbers the difference there and i give you just perspective for an employee currently so 23 000 seven hours a day seven half hours a day for 192 days just so you can see that they're still and then for the classified employees they still would look at uh fourteen hundred dollars notwithstanding if we did a gross stipend or a performance stipend uh we're taking that increase from january to 2022 to january 23 so note that 1400 will actually be higher because we'll have to factor in whatever the increase is from january 23 to june of 23.
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we just don't know what it is and so therefore we can't tell you what that amount okay so that's just more perspective in terms of what's there okay i show you this because we have additional dollars before they told us what we were getting and so even though it's 868 000 in one scenario and a million 54 in the other there is some dollars that you can use with the excess money because we already spend some money of classroom site fund into the base salary for teachers so because we have excess money in we ran some budgets that said how much could we support and if we gave two percent out of our um contingency how far out could we go before we ran out of contingency that scenario put us out to 25-26 or we could do it well those numbers are blown out of the water with an increase of 704 so i don't know what that number does but this was a way that if you took 300 or 360 000 out of the total that means you're not spending as much in m o so you have money and m o left over in a different way to pick it up if you paid performance pay you got some dollars there that one might show 1500 so bob when you do the math to catch me i might be off a little bit on that because i don't know if i caught that slide just mia culpa right out right out of the gate but so you can see what was 868 and a million four we can reduce down to 756 and 882.
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that just frees up capacity if you don't do performance pay you have a little bit more money if you do performance pay you have a little less less money i only illustrate this to show you how we can how we can use the funds that we have to free up additional money it's the only way and this is why if we do not free up additional dollars that we currently have we cannot bridge the gap to people that have a 15 override if you want to bridge the gap to 15 override then we're going to have to be creative and how we use our funds otherwise we'll never make up that difference until we pass an override and so this is what this is trying to show you that we can start to get creative it's still all legal but it helps to free up a few more dollars that could go into base or go in hiring more positions or increasing positions or whatever we want to do okay then i'm not going to go through all of these but this is to show you some of the ideas in terms of a position increase um so we uh uh look to in some cases we'll have to do it uh based on our numbers so when we talk about talk about resources number two we're seeing an increase in kids so some of these we have to do depending on the funding source they come out of some could happen some could not we have not had a discussion we've ranked these because we wanted to see some of these other numbers come in to see how much money we had to play with and because one of the issues depending on the amount of money is are we gonna do position increases or we're gonna do um uh staff increases so more staff or take existing staff and give them more hours so i'm not gonna go through these but i just that way you can take a look at them and see what are some of the ideas that that leadership at least is talking about um to address question i see some of these you know you've kind of identified some areas where the funds could come from say the cte rights so if we were to add up all of those cte is there enough money in the cte budget in order for those for those ones yes so in this case we haven't talked about it but the cte ones actually john and i have had that conversation correctly from wrong john there is dollars available to us though so again we're back to like it did before you may see three four and five happen and not one and two i'm just making this up right just because those are different funding source and hundred dollars available and we will work on that but again we wanted to see how much money we're playing with then you get the staff increases again i'm not going to go through these unless there's a specific question but these were just starting to talk about additional individuals that we would have i will tell you number one the creation of site designated substitutes for the district i think i typed that one wrong is both a leadership and a ccc request please know though that that is we don't know what that would look like how much do you pay those people but understand if they're permanent and they're let's say you don't pay them like a full-time teacher but you pay them in between a long-term sub and a full-time teacher by the fact that they are now full-time you're going to have to pay bennies our bennie package we're gonna get to in a second but that's gonna run you over six grand a person so when you add up the salary plus the bennies this is not uh chump change if you're bringing uh seven or eight people on board for this you're running the two hundred thousand range if is that correct i think that's the number we we talked about about two hundred thousand okay so we're looking at that again depending on what the ml budget is this could be an easy conversation based on uh 208 numbers or could be a hard number based on what we're getting right now and so again these are just examples i'm not going to go through all these but it just you can take a look at if you have specific questions uh you know tomorrow or something based on this please just go ahead and give me a call boom health insurance this will come to you in in april so just know that these numbers won't change uh what we're gonna what we're anticipating is uh nine point four percent or not what we're anticipating what we know is a nine point four percent increase for all plans we would like to add a high deductible health savings account plan we currently do not have it it just gives another option for staff our staff is young enough which quite frankly this would be very palatable for lots of people we want to take a look at our fsa we're not satisfied with the current fsa provider based on what they're doing so we are looking to change and that will come to you we're working on what that looks like uh it's just how much they're charging us and the process they're using is is we've had a number of employee complaints about the way it's being done so we've already indicated that we'll be making that change you will come with an agreement with american fidelity part of that will be to provide one-on-one meetings and explanation of health benefit style staff and that will occur during open enrollment which end april early may the current program has not really done that and so especially if we do high deductible health savings we want to be able to get staff and sit down what they would provide is for a 20-minute consultation with all staff if all staff so desires they will do both virtual as well as uh in person they'll be at the sites principals don't even know this because we're working on a schedule and we'll get it to them in the next little bit that would say hey we would be available they're creative in what they're doing we don't know if this will work but the example is they said they would cover the cost of subs for for those days to allow someone to have a teacher walk out of class for 20 minutes go through that and then come back and then they would go into another classroom and do it our only problem is do we have enough subs to cover what we need for that day and so so we understand and they realize that but to us it was more the creativity to say we want to get out make sure that we talk to your staff and tell them what's available if someone wants to speak with their spouse and do it at night because if they don't make those decisions in their family structure then we would have some uh zoom type meetings uh at evening that we could set up for people to have conversations but that way there's just a conversation about what our bennies are and what they mean okay question on number two the high deductible health plan and the hsa the health savings account is that something that we would administer as a district or would we have that be administered by a third party and what would that cost to admit that that is part of the the concept or that is part of what uh smith which is the the insurance group were with they administered i'm not sure we have brooke blue cross blue shield would administer it and i believe the high deductible in that setting was 2800 is the deductible could be off on that a little bit but but they would be part of a normal it's being offered to smit there's other schools that have done it for whatever reason we have chosen not to do it i just think given the increase of nine point four percent this is just another option that some of our employees may may feel as fit fits their needs um just as a reminder we currently cover 100 of a health insurance plan for our employees would pay for uh dependent coverage if they so desire and they may buy up both for individual plans for themselves or buy up for plans with their dependent coverage we would look to cover the cost of each the high deductible at the same rate as the basic insurance coverage that we provide for those numbers just so people see because sometimes i think we forget what this really means currently on a per employee basis we spend 80 573.80 if we did the increase you're seeing a 543 dollar increase so it would be 6 300 to over 6 300 so that is a significant benefit to employees it is the same benefit that people get all over the education profession but sometimes it gets lost in the shuffle for cost so people understand cost that's currently over 2.1 million dollars and this increase would be 2.3 million dollars now i want to explain one last thing that increase is 203 thousand yeah but greg earlier in the slide you did the presentation and said it's 400 000.
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why 400 000 versus 200 000 and the big issue is this reflects the numbers with the current number of employees we have we know that we had 30 employees that we could not hire this year that would be eligible for benefits therefore if we were to be able to hire those 30 individual individuals it will cost us an additional additional 189 000 therefore you get to basically 400 000 okay and so that's the reason for the increase if we did not hire the 30 people again then obviously that ends up being a de facto contingency within our budget but we would rather have the money prepared for and not failed and not have the money and also we filled all 30 positions and now we're trying to find 200 000 to cover makes sense so that's the that's the health insurance could i yes you want to ask mark a question again is he oh there you are in the back uh when you're looking to hire and prospective candidates are talking to you and you said salary was a very important thing how much do they focus on benefits such as health insurance they normally will ask those questions after the fact they will look at our website and see what we have as plans but normally that's the second piece of a conversation that takes place base salary is always first and then the second piece is that all right thank you we have fairly in many cases young employees and i'll just you speak for myself not to speak for anybody else how much you paid attention to some of those stuff when you were younger compared as you get older is a little bit different so sometimes it doesn't become a driving force just because you don't pay attention i mean you're young and you're healthy and you're indestructible and those kind of things and so sometimes that's why you get what mark said is i mean what do you mean health insurance i don't worry about that kind of stuff so it is if i'm in a different district where we have a veteran staff then this becomes a whole lot more of a hot button issue okay just real quickly we're getting towards the end uh esther fund summary i just want to let you know like right now we have about 573 remaining in esther's two although that may get eaten up over the next couple months and we have about five million left in essers three so it's federal dollars so just like with title one title two title three title four you can amend whatever you're spending we had to do an application for this to tell you how we're going to spend but i'm an example of how we may end up have we will have to amend this so this is what we projected in 2122 for essers 2.
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the biggest piece is take a look at the top one we thought we'd be hiring 10 additional staff for online students well we only had a very small percentage three percent or so that showed up in terms of wanting to be online so actually we only have two staff that we hired for online school so you can see that some things have changed and we would just have to go ahead and make additions some of this stuff we show about a 500 000 savings but some of these things uh we we still are are paying on some things and and so that number may go down a little bit with esther's three this year these are the things we did we don't know the uh it kind of messed up on me on the way it moves forward but we spent about a million six the science curriculum we're working on right now we don't know we we put seven hundred thousand dollars for that but that number may change but we also talked in future years about additional ideas so we talked last year about taking that pd development days for coaches in the three hashtag four days and summer school across multiple years you can back away from that but you'll see that those are starred and that's because the american rescue plan act requires that we did 20 percent set aside for specific things those ideas meet that and so if we go away from those ideas it creates a problem for us so we would recommend that we continue with those i will take a look at e we may look at making a change with social studies because math is creating an issue right now and so we may move to the math curriculum instead of social studies just given testing and some issues like that okay we even push out to 2324 you're continuing to see some of the same discussion that we've had and we can actually get all the way to because we must spend this money by september of 24.
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so in the 24-25 year you could get july and august stuff and still pay for it this can change because things could change but it kind of gives you an idea of what we're looking at in totality then you see that for funding amounts we have dollars available for us if you do your math bob it might not add up to you but understand that what i took was the 6.3 million then i had to take away the set-aside and so the 362 is what's left over after you take away the set-aside the good news with the set-aside is we're above what we should be spending for it it's 1.2 million is what we're acquired by law we're at over 2 million dollars so we have some flex on some of the set-aside if we wanted to make some changes i would anticipate that over the next three years three and a half years you will see some of the ideas that we put in here change but this gives a ballpark it's it's aligned with what we applied to ade in the in the state four and now we just have to have some discussions again the the number of teachers we needed modified so that changes i know everybody wants to do a lot of stuff with summer school i think most school districts are finding out right now that teachers are fried and the number that are raising their hand to come in and teach summer school is not as great so even though we say we want to spend money on summer school if we can't get people to do the job it creates its own set of problems and so some of these numbers will change and we may come to you at some other point in time in the fall to say we didn't spend all we said we're going to spend again because we have that 700 just short of 750 000 that we're over we're still going to meet the intent of the set-aside which legally we have to do but we may have to make adjustments okay so that just gives you a quick overview of what that is and capital projects all i will tell you with capital projects we looked at three or four different funding sources we're still working on some numbers um and so we haven't had a great discussion i will tell you with all the projects that are out there they tend to be talking about equipment upgrades technology infrastructure curb appeal what we look like for our street cred so to speak as people drive by curriculum future bond projects those will be pushed out not necessarily done on this budget maintenance cameras and bells we have some issues with cameras and bells and then food service and we could potentially take money out of food service to cover that so we will look to maximize our funding sources for all of these areas but we'll come back to you with a more detailed list of what they look like we have a fairly significant list of things that we need to fix now we're just trying to pencil it down and pare it down make sure everybody gets something but there's still some work that has to be done there okay um i'd like to talk about two of these one is curb appeal yeah when you think of our seven schools the one that's most visible is cta and i know we've done a lot all right with cta but if there's some way to beautify the front of that school even more than what's been done because people are going to drive by and compare cta to ala and ala just looks better when you drive by okay so i would recommend that we do some curb appeal work for cta as being the school that people see right that's not in the neighborhood the other thing on curriculum this is my eighth year on the board and it's and i know testing has changed over the years but i'm still want us to focus on student performance and increasing student performance because when we get our reports it's always a little bit less than we'd like it to be so i like some more emphasis on what whether it's curriculum or more training for our teachers whatever it is so we can increase student performance and the one things i would say that's why we're having the conversation of is math become a higher priority than social studies uh given that the emphasis on math within testing and that's why you're potentially going to see that that's why we're recommending the extra three days of pde for our staff not just this year but the next couple of years and that's why we purchased illuminate a year ago and this is our first year of implementation so all three of those things are designed to do exactly what you're talking about we would hope over the long haul as a result of those decisions and and moving forward with that that that in fact we would get exactly what you're describing so that's why even though we had social studies up there uh there's a chance when we come to you with recommendation for next year it's not gonna be social studies it's gonna be math and that would be the that would be the rationale for it uh so we're assessing uh and that's what we do with any of these things just to assess what's what's a priority what's the highest priority um when we present it to you someone may say i think number 10 should be number two or whatever but we'll bring to you our priority and then we can have more conversation but that's the intent behind some of those decisions okay so that's all i have so any final questions otherwise we're good to go it's not quite eight o'clock i know shelly that's important can't we stay another 15 minutes no look i'm wound up i can go for another 15 each good we're good any questions you guys have a question no chad are you still with us yes no questions thanks greg that was uh that was a lot to prepare for us appreciate it okay i'll make an emotion to adjourn at 7 43 second all in favor aye aye i motion carries five to zero thank you guys thank you chad have a good night
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falling on the 3pm calendar joint human services and judiciary committee hearings present for human services is myself right here and laura and senator akasio and hopefully soon we will have the other two members and for judiciary uh carl rose's chair i said senator gaber and advice okay thank you very much okay so first up um before i go on i need to do housekeeping this meeting will include the following agendas 3 p.m joint with um judiciary 310 human services edu joint um this meeting is being streamed live on youtube in the unlikely event that we have to abruptly end this hearing due to technical difficulties the committee will reconvene to discuss any outstanding business at 305 pm tuesday april 5th in room 225 and via video content your audio will be muted and video disabled until shortly before it is your turn to testify each testify will have two minutes to testify if there's a technical glitch during your time to testify we would have um we may have to move on to the next person due to time constraints i'll be reading a list of individuals who submitted written testimony for each measure we apologize if the closed captioning does not accurately transcribe names if you're interested in reviewing the written testimony please go to the legislators website you will find a link on the status page for the measure we appreciate your understanding and remind you that the committee does have your testimony that i reviewed so i encourage you to use your time to either add additional comments or you can stand on your written testimony so first up we have scr 133 urging the stat state commission on the status of women to work with the domestic violence action center the filipino chamber of commerce in hawaii and other chambers of commerce of hawaii as appropriate to develop and implement an outreach program aimed at informing domestic violence victims of available resources for assistance and we welcome senator lee to this hearing so first up we have nancy creedman in person for divac please my first visit we love having you i'm ecstatic about it thank you for uh the opportunity to work in the broad community as described in scr we need all the help we can get and we look forward to the opportunity to engage with the chambers of commerce that are already working in their communities so i'm available for any questions and of course i have worked for years with the commission on the status of women and that's another great opportunity that's presented by this uh scr okay thank you very much um next up we have tara jobola corollas hawaii state state commission and status of women and support please proceed chairs vice chairs members um i'll keep this brief we submitted support and i just wanted to flag that we do have some amendments after conferring with the community just to strengthen it we're um you know very uh much in support of this uh this proposal so thanks a lot okay thank you very much okay next up we have patricia mcmanaman in support hawaii's friends of civil rights is patricia available thank you very much um anybody else wishing to testify we have a number i will start calling out those who have provide written testimony as rose joaquin of fauw and support liza ryan gill hawaii coalition for immigrant rights and support angelina mercado hawaii state coalition against domestic violence and support al basha in support chantal tambia in support rose chirma and support edith in support carolyn wagon hildebrand and support rose bautista and support divina robillard and support ashley galakka in support anybody else on zoom or in person wishing to testify on scr133sr117 members any questions from human services okay judiciary any questions okay okay thank you very much we're moving on next up we have scr-225 sr21 requesting a department of human services to develop lesbian gay bisexual transgender queer plus specific training guidelines for intimate partner violence agencies that serve and assist lesbian gay bisexual transgender queer plus survivors okay first up we have no one having scheduled to testify those who have provided written testimony are hth behavioral health administration department of health providing comments department of human services state of hawaii providing comments mike galileo's senior testifying for rainbow family 808 and support angelina mercado hawaii state coalition against domestic violence and support albasha and support jen jenkins and support ke and support kai and support anybody else wishing to testify on scr sr218 on zoom or in person okay saying none there's no one for us to ask questions so i'm going to move on scr129 repressing the hawaii civil rights commission your lead sorry i don't care that much but we might as well do things right while we're doing them so scr 129 is uh request the civil rights commission to clarify claims within the scope of the individuals with disabilities education act first up is robin wurtzel for hawaii civil rights commission uh vice chair and members of the committee um i also want to thank your staff since the zoom link wasn't working and somebody just got me in here um jesse i believe so thank you so much the civil rights commission offered written comments um we are uh i am not clear on exactly what the resolution is requesting um act 164 from last year goes into effect in july so we have not yet seen any complaints um and we're not sure what we're going to see or um exactly how the interplay will work with the doe and cases that might be 504 cases in cases that might be idea the reso specifically asks us what cases within the individual disability education act we will be we will find jurisdiction and the answer is none because they are cases within idea are specifically exempted by statute so the reso is doesn't actually make that much sense to me in terms of what the report should include so we would ask for some clarification on that okay thank you next up is sean bacon for hawaii state department of education oh you're here the wrong place all the time good afternoon chair vice chair and members of the committee sean bacon interim assistant superintendent for office of talent management testifying on behalf of keith hayashi and the department of education the department stands on its written comments and is available to answer any questions thank you thank you next is linda allentown good afternoon i'm linda elento and thank you for the moment to um just to share some comments i know two minutes goes fast so you can cut me off if you need to anyway this is my son jason he's over here he's the reason why i'm here he's also the reason why this particular law had to be basically rewritten um anyway um this work tool just shared some good concerns um i think the biggest concern that i see even though i believe the statute was written correctly when it said claims if you heard ms wertzel said use the word cases cases under ide is not the same as a claim of disability discrimination that is what i believe is confusing here so i look forward to the hcrc being able to accept complaints i mean i have two lined up already with a parent just because we know they're being um not treated fairly under 504 and ada although idea would be to do a special education it has their own standards but let me just point out in the um what i see here in the resolution up at the top first paragraph or up towards the top it talks about the idea however the id does not cover many discrimination complaints brought by special education students actually many is not the word to be there as ms wurtzel said they don't take them because ida cases are not discrimination complaints at the end under where it says be it resolved um again this is another miscon this written kind of conception that i believe the doe has that the hawaii civil rights commission is requested to clarify the applicability of processes for resolving special ed claims of discrimination under the idea again discrimination is not even in the word idea and i looked at some of the testimony from last year with act 164 and specifically it was in the does testimony and one of the paragraphs that begins under idea students and families also have the option of filing the complaint externally with the usd office for civil rights so i can continue on and on and on with different reasons why i believe that there needs to be some clarification here just off the bat this the hcrc was developed or created by you guys for the body legislature 30 years ago um for 20 years they did not accept any complaints from students but they would anybody else in the state this is the population we're looking at in fairness to all students 10 years ago i brought it to the commission's attention and yes it ended up in supreme court here in hawaii and everybody was surprised i believe because the issues that were brought up by me the issues that doe kept saying no the issue is a special ed matter it was not it came back to the 504 civil rights issue and um that's when the supreme court said well if the um agency already has 504 protections then they don't need protections under the civil rights commission so that's what 164 clarified and said yes even if they have 504 protections for people with disabilities students with disabilities then the 368-1.5 and 368.
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i'm morgan good morning i'm morgan and i'm kate with your morning announcements for april 1st upcoming events on april 4th an academic ceremony at 6 30. april 6th is freshman t-shirt orders are due april 15th is good friday no school april 29th is the senior trip on may 7th it is prom on may 13th and 14th is the musical beauty and the beast on may 26th honor day june 4th is commencement at 9 00 am now to addison with the lunch good morning i'm addison with the lunch today's lunch is pizza steamed broccoli and warm cinnamon apples now back to your announcements forms to purchase patches for your letter jacket are available in the athletic office any athlete wanting to purchase patches needs to turn in a completed form along with payment to mrs rigby in the athletic office by april 1st any questions see mrs rigby in the afternoons walk-in sports physicals are available for 20 at the athletic to athletic at dcmhi 12 clinic monday friday a.m to 6 p.m during june and july there will be a sports physical night at dc mh tree city medical partners on thursday july 21st from 6 to 8 pm physicals are first come first served in our 20 cash or check only there will be a meeting for anyone attending the senior trip this thursday march 31st at 11 outside the auditorium fca will meet on tuesday april 5th at 11 in the auditorium please follow greensboro safety on instagram to stay up to date in your community now to addison with the weather today's high is 47 low of 32.
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welcome to the covid version of award program this is the second time we're doing it we did it for the fall we're doing for the winter uh we don't know if we're going to do it like this again in the spring we're slowly getting back to where we were back to normal i know next school year some of you you'll be gone but next school year our hope is to go back to the old format where we have that pizza deal and stuff in the cafeteria but we did this the first uh for the first season and worked out very well it's kind of neat we have about 20 minutes 25 minutes for the coaches that are here we'll invite them up to present and uh mrs t will take pictures so after basketball is going to be first so when they get their awards they're going to come back here she'll take a picture and this is uh mr mr miller this is being stream live or not it is okay so autographs for the basketball players maybe you get them in the afternoon i don't know believe what happens um i'm very we're very fortunate to have uh we have really good support um you know we do very well considering we have to compete with some of those teams down south county uh you did a great you had a great winter season very happy with what we've done and accomplished by all the things that we have to deal with the masks the covid separation the practices with mass it's been heck it's been heck for you i i know for us it's been difficult but it's got to be double difficult for the athletes who have performed and practice and do things every single day and we appreciate what you've accomplished moving forward so you take this you take your award it's a wonderful honor uh pictures streaming uh you know coaches are gonna have the reward boxes and stuff with the certificates and stuff later on maybe starting next week so you'll get your pins and all that coaches will pick it up from the athletic office so we're going to start and move pretty quickly because we're on a time thing here uh we got to be done by 10 25 10 27 okay so boys basketball on coach uh bach to come up coach whatever and i can hand them out for you if you want you're right here right across yeah uh first one our freshman uh sportsmanship winner uh great kid was part of leader of a team played our freshman and also moved up the varsity with us um at the end of the year bright future um i think he'll continue to get better and continue to be a leader leader khalil come on up [Applause] uh next one our jv sportsmanship uh winner uh just came to practice every day worked hard um very coachable um and and just a pleasure to have i think he'll continue to get better and uh you know next year hopefully help us out on the varsity level dan come on [Applause] uh next one our varsity sportsmanship winner um you know basketball you always want a player to put the team first and uh this player definitely uh sacrificed uh put the team first i went through some adversity through the year and then just handled it well and you know just a player that you want to coach became a captain uh during the year just because of his leadership ability and what he showed and putting the team first jorn come on up join uh next one our scholar athlete um joran and christian are like point zero two off you know i think christian is a 4.3 every teacher i talk to just tells me how nice of a young man he is how hard he works um and basketball the same thing you know one of our captains focuses um but kind of model of a student-athlete uh christian jeffers john come stay there thank [Applause] you okay we'd like to invite up uh coach anderson who's in here supporting the uh representing girls basketball coach come on talk about girls basketball okay take those off right hi everybody coach anderson and you've probably seen me running around the building every day for the last 24 years i love working with the athletes here i think junior high school has a great class of athlete each year that goes around uh really proud of you young ladies and young men uh the um freshman award goes to uh sophia a hard working young lady when she first came in uh coach till did a great job with that freshman program a lot of those girls are very good and sophia is one of the best players on the team come on okay um my jv um sportsmanship award goes to a young lady that i've known for the last three years she's a hard worker she doesn't complain about time and all that stuff she respect the program kevin [Applause] uh another young lady um varsity played varsity uh gabby uh coming up gavin gavin's a hard worker she's a good teammate she doesn't complain either she's a good worker [Applause] and the scholar athlete award for the varsity team uh viviana which i know for four years uh she has respect for the program respect for school i didn't know she was very smart so she's a very smart kid and a great kid great job big [Applause] ready i know everyone's awake nothing like flex period okay like to invite up coach murray indoor voice track coach all right let's start with the the freshman level let's see this is again a young man that just started uh with our sport this winter just very consistent every day at practice you know very positive um to his coaches and to his teammates you know just again a great kid to um kind of mentor and you know guide along throughout the season and in the future years to come let's bring down nathan [Applause] okay our junior varsity sportsmanship award winner for the boys indoor track team again an outstanding student outstanding person i'm always willing to accept criticism and also be there to positively positively kind of support his teammates at all times he's one of our hurdlers it's going to be you know a leader for outdoor this year and also next year ryan reyes [Applause] [Music] [Applause] then our varsity sportsmanship award goes to one of our seniors captain bidding with the program through the fall with cross country um also obviously indoor track and also outdoor track i'm just a pleasure to kind of coach over the years really grew into his leadership role this year as captain um chris twombly [Applause] and our scholar athlete award goes to an outstanding um human being and athlete but most importantly we're here for academic reasons and this person has an outstanding gpa of i think it's uh he's 10 out of 4 647 students here and he has a 4.76 uh gpa scott gersten [Applause] [Music] thank you okay i like to bite up coach rat for girls indoor track okay okay um so just a few words about the the season uh we had a very successful season this year uh the girls were the west division champions they finished third at the fca championship uh runner-up at the state class double l uh championship and uh the girls won the state open um championship so uh just tremendously successful season um and it's a pleasure to work with uh with these young ladies um it's also one of the things that's personally very fulfilling is a lot of the kids that are coming up here i've been able to work with as their history teacher whether it's in ap world history or whether it's in freshman classes and it's just a really nice thing to see some of that stuff come full circle um so i'm very proud of you guys and um and it's just a nice thing to see you guys represented here um our first um our freshman sportsmanship award winner goes to a middle distance runner always has a smile on her face uh he's tough in the workouts and was willing to do a lot for the team jd moreno [Applause] our junior varsity sportsmanship award winner goes to uh to a person that uh you know faces adversity and challenge with with toughness and a team first um mentality she also balances like so like seven clubs something like that um and does an amazing job as a as a student i have this young lady for two years now in class and it's been an absolute pleasure to work with her and to work with her after school as well pearl chia come on [Applause] we always talk about um doing the little things right and then big things will happen um that was one of the favorite quotes that uh is not mine it's really from kevin wilcox a former uh track and field coach here on the on the girls side it's one of those things that really personifies this young lady doing the extra things staying in the weight room a little bit longer working on blocks at the end of practice all things that this person is about so come on up erica stave [Applause] i don't know if they're here today but uh this person uh also had them as a as a freshman had them in in ap world and very bright young lady hard-working involved in a lot of things in the in the school in our scholar athlete this year is audrey podar [Applause] ready thank you congratulations okay uh we have a couple of sports now where our coaches are out of the building and can could not get here so we're going to make those announcements and mrs t is going to hand them out um i'd like to acknowledge our two wrestlers uh wrestling with one of those teams that really got for lack of a better word did not were hosed last year they didn't get the opportunity to compete but they came back this year and uh did a wonderful job i mean repeat fca champion um state champion uh quite an honor so we'd like to acknowledge two young men uh our varsity sportsmanship for wrestling liam fern [Applause] and our scholar athlete for wrestling dom ayo god [Applause] uh boys swimming you know boys swimming is one of those sports that's off campus it's hard for a lot of spectators to get to get to but the athletes who swim are driving athletes they're the ones that work every day they don't get the accolades a lot of teams have they're off campus and they do a a stellar job competing against some of the state's top swimming programs and i'm very appreciative for the work that they do we have two uh young men that have uh stood out for boy swimming and varsity sportsmanship is joshua olivieri [Applause] congratulations and scholar athlete is ben sam cervino [Applause] good job you wait good job thank you next up ski team ski team again one of those sports that are really focused on self development they're off campus they get on a bus to practice an hour away they get up on a bus to compete a wonderful wonderful group of young people there and we'd like to acknowledge two two members of that team uh we have varsity sportsmanship for the ski team it's joshua rubin sollenberger joshua sorry and we'd like to acknowledge cheyenne thomasic as our scholar athlete for scheme boys heist hockey interesting group boys ice hockey it's a tri-town we have three towns that participate really city of danbury brookfield bethel and talk about commitment and all that kind of stuff that you got to do to compete they have competed at very high level in the swc conference and they also have competed and one a little shy of going to the state championship this year very proud of what they've accomplished as hockey players so we have our sportsmanship winner for boys ice hockey is ryan turner ryan [Applause] ryan's a rough customer on the boards on the ice good player great player and boyce ice hockey scholar athlete ian elkins [Applause] hmm uh for cheerleading this year we came back after two years off uh due to coved and had um honestly a spectacular season the team got right back into it um they won their fck league championship they won the state championship sec uh first runner-up at the state open and first runner-up at new england so it was a stellar season for them to come back strong like that our jv sportsmanship winner is not here today our varsity sportsmanship winner is somebody who just motivates her teammates all of the time we call her the map motivator because she's constantly jumping up and down and cheering on that mat no matter what she's doing she is cheering on her teammates hoping for the best that's kaleen dota [Applause] our varsity scholar athlete maintains a 4.3 gpa she's involved in many other things very busy scheduled but she's also a four-year varsity cheerleader she was an fcx scholar athlete she's an all-state cheerleader for three years just a number of accomplishments kiera mccarthy [Applause] [Music] thank you and finally another sport that not too many of you know about it's gymnastics and actually our girls who compete for danbury are up to new milford every day for practice and they can practice with the new milford team they compete as individuals as the danbury team of three and even though there were i think we had three right versus two we had two this year two this year so uh again we're very proud of these young young people for what they do and accomplish as a gymnast we have our varsity sports sportsmanship is chloe [Applause] baccala congratulations in our gymnastics scholar athlete silvana haddad congratulations i'd like to take a moment just to again acknowledge the athletes for what you've accomplished coaches who are here we can't do it without you uh the support that you give with the athletic program i also like to thank mr miller mr miller will drop a come to a drop of the hat to do anything to help our sports program and i appreciate everything you do strong for us and i also like to uh acknowledge the help of our gentleman-like coach here van morrow who's with us constantly he's going to be a coach himself uh we're very appreciative of you coming back another danbury graduate coming back and working with us and we're very proud of that um so as i said again i thank you uh this is over in about two minutes i guess five minutes so sit back and relax if you have any questions uh stop up here and as i said the coaches will be picking up their certificates and their pins and all that so you all your teammates will get some kind of recognition from the winter season thank you again appreciate it you
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