But that's not for all kids. Some kids just like to be out in nature. Um you know, exploring and engaging in imaginative play. So this um I think this fits the bill for that. I'll say shout out to Brian for the collaboration with Carlile. We modeled a lot of what we did after what you guys did was really helpful. We're excited to bring that to a close and um you know see the benefits for generations to come. Um, our green space will be open next year. Our soccer fields will be open. Uh, and was the last facility project? Oh, yeah. We're rebuilding >> the fire. >> We're rebuilding the 94 wing. >> Oh, yeah. >> Yeah. It's that was not a great call. Uh, Monday evening. First it was Mario, our head custodian, and then Ron Hullinger SRO. So those are not two calls you want to get back to back.
Is that right? the exhibit. >> Basically, this new exhibit was produced based on the reflections of the new law from Assembly Bill 1390 um which increases the maximum monthly compensation based on the district's um ADA. So, this is a new document. Um it goes essentially handinhand with the next item which would be the bylaw. So this would set the guidance moving forward um regarding that law. >> So we almost need this to be with the other part because without it we're missing a vital thing. So we kind of need to approve this so that we have the entire package. >> You do I mean you don't have to approve it but you can vote for it and um once all you're doing is the first read. You're not taking it for adoption right now. All you're doing is getting yourself to a place that you can either adopt it next or next board meeting or you can adjust as a group and come to consensus as to what you'd rather do.
The only thing I said is what, what strategies could, um, we The only thing I said is what, what strategies could, um, we The only thing I said is what, what strategies could, um, we use, um, because technical and The only thing I said is what, what strategies could, um, we use, um, because technical and The only thing I said is what, what strategies could, um, we use, um, because technical and Technical do live, but we only what strategies could, um, we use, um, because technical and Technical do live, but we only what strategies could, um, we use, um, because technical and Technical do live, but we only get three hours a month use, um, because technical and Technical do live, but we only get three hours a month use, um, because technical and Technical do live, but we only get three hours a month basically to really get down to Technical do live, but we only get three hours a month basically to really get down to Technical do live, but we only get three hours a month basically to really get down to what's working and what's not get three hours a month basically to really get down to what's working and what's not get three hours a month basically to really get down to what's working and what's not working for a student.
>> And then the superintendent. >> Then the superintendent. >> So um you know it was amazing. Uh as we were there we called put about 100 staff members Lori together the next day. >> Yeah. >> Developed a a plan within an hour or less. >> And then for the rest of the day watched a 100 staff members moving >> 10 classrooms. 8 to 10 classrooms. >> Pretty extraordinary. It was a sight to be to behold. So we talk about community and support and teamwork as the very definition of that for sure. >> Thank you Justin. >> Yeah. >> Adding more. >> And so we agreed we try to be concise and I don't think you got the memo. >> Did you notice he always goes last? >> We make him go last. Yeah. because he's sorry to follow. >> Well, I am going to miss you.
>> Okay. Well, I I don't have an issue with having this as part of it because I think without all the information, it doesn't present a whole picture. Right. Are there any other comments or discussion? Okay, we'll take the vote via roll call. Mrs. Longore, >> no. >> Mr. Raleigh, >> hi. >> Mrs. Tucker, >> I. And Mrs. Buchanan, I. All right. Item three, conduct a first reading of updated board bylaw 9250, renumeration, reimbursement, and other benefits and provide direction regarding the compensation section. I'll move it so we can discuss. >> Second. >> Okay.
So, the basically to really get down to what's working and what's not working for a student. So, the basically to really get down to what's working and what's not working for a student. So, the best practices to go over those what's working and what's not working for a student. So, the best practices to go over those what's working and what's not working for a student. So, the best practices to go over those so they're not? Bled into a working for a student. So, the best practices to go over those so they're not? Bled into a working for a student. So, the best practices to go over those so they're not? Bled into a governing board public meeting. best practices to go over those so they're not? Bled into a governing board public meeting. best practices to go over those so they're not? Bled into a governing board public meeting.
I miss all of you and thank you for the opportunity for speaking tonight. Um it's uh uh my honor to talk to you about uh uh our strategic goal number three and inclusive culture and I'm going to highlight the work that staff is doing together uh within building across building and uh from uh senior leadership uh to u to impact the ability of our teachers to do their best work. And when our teachers can do their best work, students benefit, right? So, first uh the work of the DEIB leadership um which Andrew Namichi working very closely in each of our buildings working with our leadership teams. So our leadership teams are overlapping with our DBI u um leads to ensure that we are having uh cultural competency as a um a thread that is woven through our day and is present especially when we have times of crisis.
Any discussion? Are we going to be discussing what renumeration we're going to put in at this time or we're doing that at the next time? No, you would have to as a first read give some that that is what the background says give direction so that we can um bring the actual second read with the um amount the compensation added right what's highlighted. >> Okay. I I also feel that this has been a very tough year. Um I think it was wise to wait until after a lot of the turmoil uh which our employees and district have gone through. However, looking at the amount, um, it it's like a 77% increase that we would vote on. That seems way out of line compared with what our staff has gotten, like a 3% or a two and a two and a one. Um, I realize we do a lot of work.
Not only one of the most common so they're not? Bled into a governing board public meeting. Not only one of the most common so they're not? Bled into a governing board public meeting. Not only one of the most common strategies that I see people governing board public meeting. Not only one of the most common strategies that I see people governing board public meeting. Not only one of the most common strategies that I see people use. Is just what? Uh, how far Not only one of the most common strategies that I see people use. Is just what? Uh, how far Not only one of the most common strategies that I see people use. Is just what? Uh, how far in advance of the meeting? Do we strategies that I see people use. Is just what? Uh, how far in advance of the meeting? Do we strategies that I see people use.
So this past year when we had times of crisis when uh we were uh doubling down on our work uh to combat anti-semitism the work that occurred uh uh as a district was led by um uh the superintendent and by Shellyley by Andrew but then the work that occurred in the classrooms was driven by the DEIB leads within our leadership teams in each of our buildings. So case in point when we had facing history and ourselves in um it was impactful, it was important uh it was timely. It was well executed. What we needed to do for elementary school is to take these important uh issues and make them digestible and ready for staff to use in the moment. Right? So, our staff always want to do things well. And so, we were able to leverage um a speaker who Andrew and I had visited.
We spend a lot of hours. It takes gas to go to all the events that we go to, but our staff, they expend a lot of extra and go over and above doing their job as well. I I do not feel comfortable having a raise of this amount or even any raise um with the layoffs that we've had with some uh staff having hours cut, some being uh rifted. I I my vote or my opinion would be that we leave it as what it is. >> I'm curious and Matt Oh, Matt's is he there? Yeah, he's there. Sorry. Um, would it be possible? And you can tell me no. I'm curious what the percentage of like the budget when it comes to staffing, the the total would be for all five of us, like what percentage that would be of >> the employment benefit part.
Is just what? Uh, how far in advance of the meeting? Do we have all the information for the use. Is just what? Uh, how far in advance of the meeting? Do we have all the information for the use. Is just what? Uh, how far in advance of the meeting? Do we have all the information for the meeting so that then we could in advance of the meeting? Do we have all the information for the meeting so that then we could in advance of the meeting? Do we have all the information for the meeting so that then we could submit questions in advance and have all the information for the meeting so that then we could submit questions in advance and have all the information for the meeting so that then we could submit questions in advance and so the kind of the dysfunction meeting so that then we could submit questions in advance and so the kind of the dysfunction meeting so that then we could submit questions in advance and so the kind of the dysfunction I'm most commonly see is board submit questions in advance and so the kind of the dysfunction I'm most commonly see is board submit questions in advance and so the kind of the dysfunction I'm most commonly see is board members receiving information so the kind of the dysfunction I'm most commonly see is board members receiving information so the kind of the dysfunction I'm most commonly see is board members receiving information about.
Uh he he spoke to us when we went into a conference in Boston and it was specifically for our elementary uh grade teachers. And this is where we all came together. Now, again, you heard it from Justin before uh Dr. Hunter and I we came the same year. We were siloed, very much siloed nine years ago. and the fact that now we can not only have one plan but have moments in which we need to act with urgency and do so effectively when we gather all our staff together I think is a testament to the leadership but also the work of um senior leadership people like Nimichi the the leadership teams within our building to work again dovetailing all that work um additional um I would um we meet regularly um with uh across buildings as u the DEIB leadership team. Um another area that I'd like to stress is the work that our new special education administrative teams are doing is phenomenal.
>> Oh, yeah. I I could do that calculation. I I don't want to do it on the paper right now, but that's something I could take the five board members at their current level of compensation and uh would you like to include and and it's including any health and welfare benefits that are taken by existing board members to look at the total compensation package and what percentage that is of the district budget? Um, is there a way to compare just the check amount to the same figure of whichever staff we're comparing it to so that it like just leave the benefits out or is it lumped together? I'm trying, >> you know, it's the the stipend would be considered the salary and we could compare salary >> remember salary to salary. Yeah. >> Okay. I think that might be useful, but um how long would that >> be?
Uh, the monitoring I'm most commonly see is board members receiving information about. Uh, the monitoring I'm most commonly see is board members receiving information about. Uh, the monitoring report, like three days before members receiving information about. Uh, the monitoring report, like three days before members receiving information about. Uh, the monitoring report, like three days before the meeting. Well, then, that about. Uh, the monitoring report, like three days before the meeting. Well, then, that about. Uh, the monitoring report, like three days before the meeting. Well, then, that doesn't really create report, like three days before the meeting. Well, then, that doesn't really create report, like three days before the meeting. Well, then, that doesn't really create spaciousness for board members the meeting. Well, then, that doesn't really create spaciousness for board members the meeting. Well, then, that doesn't really create spaciousness for board members to have asked questions.
>> In the past, um boy, everyone did their their very best. We have earnest, hardworking, caring, compassionate, professional staff that do their very best. But boy, when you put um others, if you add additional members of the staff who help facilitate and structure purposeful conversations, kids benefit. So the transitions that have been occurring this year, right? Before they were good, now they're exceptional. Right? Where every child, as we say every single day, every child is known as an individual and as a learner. And it's difficult to give our children up to the next school. It always is. No matter no matter how well it's being done, we feel even better today for the work that those people are doing because those students are that much better prepared for success in the next step, right? And then we recognize with that comes the confidence that the parents have, right?
I could sit with staff and we could look at something tomorrow morning possibly or early next week. >> So, as a board, you can come to consensus on what you want it to state in a first read as a reminder and then you have a second read that is coming forward. And if you choose to amend that second read, you can still amend the second read at the next board meeting. We just have to have direction in order to bring it back as a second read with the one highlighted section filled in. I understand that this comes at a bad time for us. But I'm also uncomfortable not following the law. Um, I don't think it's necessary to go to the maximum if we want to break it down by a meeting. Um, but I would like to see us at least get a little bit closer to what the law requested.
But so doesn't really create spaciousness for board members to have asked questions. But so doesn't really create spaciousness for board members to have asked questions. But so we generally recommend somewhere spaciousness for board members to have asked questions. But so we generally recommend somewhere spaciousness for board members to have asked questions. But so we generally recommend somewhere 7 to 14 days. I know my two to have asked questions. But so we generally recommend somewhere 7 to 14 days. I know my two to have asked questions. But so we generally recommend somewhere 7 to 14 days. I know my two most recent boards, uh, you we generally recommend somewhere 7 to 14 days. I know my two most recent boards, uh, you we generally recommend somewhere 7 to 14 days. I know my two most recent boards, uh, you know? One was 12 days. One was 7 to 14 days.
And the parents anxiety is lessened. So when parents are feeling good about things, the kids will feel good about things which and that engenders greater depth of relationship and trust between home and school. So um kudos to and thank you for that was a support that was a budget ad that you made. Thank you is paying dividends. Um also want to uh say the work that the staff has already done um to welcome, support and acclimate uh Stephanie. So Stephanie has already been in um and um the staff is looking forward to working with her today. Long day, right? We met once before then today. Stephanie met with uh staff starting at was it I staff at like 11, but she reached out to the PTG to meet with the PTG today. Right. So masterful work on Stephanie's part and part of our plan to ensure the greatest opportunity for success of Stephanie.
Um, I'd like to point out that it says the board may. Now, my understanding of the word may means you don't have to do it, but you can. So, I don't think we're breaking the law or not following the law by not doing that. All right. Does anybody have a recommendation then on what should be changed on the actual board bylaw document that we were given on Friday? I would say until things are um more prosperous in our district that we go with $441. Can I just share that the 5% if you were to um use the old board bylaw um language of the 5% just so you have that as a context. Um I'm I'm doing quick math down here, Matt, but I think I'm correct. 441 is the um stipen. 5% of that is $22 and5. Um that would equate to a 4 um 63 and5 or 463 round up or I mean it's down, but whatever.