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I know my two most recent boards, uh, you know? One was 12 days. One was 7 to 14 days. I know my two most recent boards, uh, you know? One was 12 days. One was 14 days, invested the meeting, most recent boards, uh, you know? One was 12 days. One was 14 days, invested the meeting, most recent boards, uh, you know? One was 12 days. One was 14 days, invested the meeting, and then we developed a specific know? One was 12 days. One was 14 days, invested the meeting, and then we developed a specific know? One was 12 days. One was 14 days, invested the meeting, and then we developed a specific protocol that said, uh, we've 14 days, invested the meeting, and then we developed a specific protocol that said, uh, we've 14 days, invested the meeting, and then we developed a specific protocol that said, uh, we've got it this far in advance.
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Everyone is 100% confident she's going to be a great great lead of Willard. Um, today we were on on the bus. You know, Stephanie knows the the importance of greeting each child in the morning and saying goodbye every afternoon, right? So, we get on the bus and you know, as we do and I said to my friends on the bus, "Hey, my friends, I'd like to introduce you. This is Miss Nephew from the back of the bus." No, I said, "No, this is your new principal." Back of the bus. Kids goes, "Hey, MISS NEPHEW, HOW YOU DOING?" HE WAS ON HER interview and he was beaming with cry. So again, it's not everywhere where you have uh constituencies that truly are heard and valued. So it's a very difficult interview process. We all know, we've all done it. But boy oh boy, when the the kids feel valued and the staff feel valued and the parents feel valued and this right, well done.
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>> Okay. I I the only thing that I would be comfortable with making a change in that would be $1323, which if my math is correct, and it may not be, that's a 3%. And that's what our staff got. And I don't think we should get any higher than what our staff got. >> I don't think you took a raise last year of the 5%. So, I just you want for factual information, you did not take a 5% last year. So, um you're you're still behind, but that's just if if we're doing it based on what staff got um with the exception of cabinet >> Kylie, does that give you enough information for the bylaw? because I know that we were supposed to amend it if we're amending it. >> I believe so. So, from what I've I've gathered um based on the discussion um right now, Trusty Tucker has proposed um the direction of keeping it at the $441 um for the compens compensation section.
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And and then we developed a specific protocol that said, uh, we've got it this far in advance. And and then we developed a specific protocol that said, uh, we've got it this far in advance. And then you have this many days to protocol that said, uh, we've got it this far in advance. And then you have this many days to protocol that said, uh, we've got it this far in advance. And then you have this many days to put together your questions and got it this far in advance. And then you have this many days to put together your questions and got it this far in advance. And then you have this many days to put together your questions and submit them, and then you have then you have this many days to put together your questions and submit them, and then you have then you have this many days to put together your questions and submit them, and then you have this many days the put together your questions and submit them, and then you have this many days the put together your questions and submit them, and then you have this many days the superintendent to come back with submit them, and then you have this many days the superintendent to come back with submit them, and then you have this many days the superintendent to come back with answers so that you have answers this many days the superintendent to come back with answers so that you have answers this many days the superintendent to come back with answers so that you have answers to your questions at least superintendent to come back with answers so that you have answers to your questions at least superintendent to come back with answers so that you have answers to your questions at least three to five days before the answers so that you have answers to your questions at least three to five days before the answers so that you have answers to your questions at least three to five days before the meeting actually happens.
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And so I'm quite confident that things are going to move forward very well and very well supported for Stephanie as she moves. Um the work that uh the concrete ed fund was u trumpeting today we benefited at Willard. We're going to have a Willard garden after all these years right which is spectacular. Um there's a a garden at Alcott and Thorough. And why is it so important? Now, we've done we've we've always tapped into um our our bird watches. We've done our works, as you know, in the curriculum in kindergarten looking at trees and seasons, all the rest. But to have a garden, think about the work that you've done where you're learning something and it doesn't end when the lesson's over, right? That's great teaching. That's great learning. It's the motivation for you to continue to learn. So within EEL, as Naomi referenced, um where when we have an outdoor um classroom like the garden that we will have, we tap into e modules that include in kindergarten, trees and weather.
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Um, so I would be putting that dollar amount in the highlighted area of that section and bringing this back for a second read and adoption with the other language that was also um updated for various reasons that uh CSBA felt um were needed and that would be a second read and adoption at the next board meeting. I think I heard at least one recommendation of um 3% which would be $1323 which takes the compensation for board members to 45446 >> right what I heard >> okay sorry it's okay I know it's a lot >> I would be comfortable with that but no more >> so the so what I'm just so for clarification $454 $446 would go into this as a compensation um on this proposed board bylaw. Is that what I'm hearing? >> But that doesn't lock us in as 3%. >> No perpetuity.
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What to your questions at least three to five days before the meeting actually happens. What to your questions at least three to five days before the meeting actually happens. What actually happens. What I find three to five days before the meeting actually happens. What actually happens. What I find three to five days before the meeting actually happens. What actually happens. What I find is? Uh, refresh my memory how meeting actually happens. What actually happens. What I find is? Uh, refresh my memory how meeting actually happens. What actually happens. What I find is? Uh, refresh my memory how much you get paid to be on the actually happens. What I find is? Uh, refresh my memory how much you get paid to be on the actually happens. What I find is? Uh, refresh my memory how much you get paid to be on the scale board.
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In first grade, birds need our help. In second grade, the secret life of plants and pollinators and in third grade, water usage. Right? So it's real life application of what they're learning. uh high quality text that they're accessing and ready to demonstrate mastery in many different means, one of which can be within the garden setting. So, we're very excited by all of that. Um, one bit that we've all been working on is our playground. I'll end with that. that uh the one one of the action items moving forward will be to begin the process of reconsidering what's out there uh ac accessibility for all right and it's getting older it's 17 years right as we know um that things start to go at some point and just as our chiller went this spring which is fine everyone's rallying to it >> surprised Brian and Katie didn't bring up the lack of >> there but I tell you but it takes that the sense of community and um and uh mutual um willingness to persevere, right?
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>> No. Actually, what happens is at any time the board bylaw can be brought forward um with the information regarding the um assembly bill. Um the assembly bill could be overturned at some point, but I don't believe it will be. It typically doesn't. Um it reorms what the max can be for each district. So, um you could every we have been bringing it in June every year only because that was a request from a previous board member. Um but you guys can determine it could be March of every year. I whatever you you tell us, we will bring it forward for your consideration. All right, let's go ahead and take a vote via roll call. Mrs. Longshore. So, just so I'm I'm clear on 3% is the what we're putting down. 3% raise just as our staff got. >> You're actually going to put a dollar amount $4546.
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Yeah, yeah, that's is? Uh, refresh my memory how much you get paid to be on the scale board. Yeah, yeah, that's is? Uh, refresh my memory how much you get paid to be on the scale board. Yeah, yeah, that's what I thought it never was. If much you get paid to be on the scale board. Yeah, yeah, that's what I thought it never was. If much you get paid to be on the scale board. Yeah, yeah, that's what I thought it never was. If they can play in still, and they scale board. Yeah, yeah, that's what I thought it never was. If they can play in still, and they scale board. Yeah, yeah, that's what I thought it never was. If they can play in still, and they and they still complain. The what I thought it never was. If they can play in still, and they and they still complain.
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Um I won't ask anyone whether they had AC in their uh schools when they were children. This guy didn't, you know, on bombing bombing Long Island, right? U >> talking inch. >> All right. Right around the corner. Right around the corner. Yeah. So we turn our pillows over at night, right? Right. Right. When it was hot. So um so the the building is super wellmaintained. And one last call out. I'm doing a little bit of you right now. Just running on is >> is the support. >> Leaving these two to the end was a big mistake. >> I understood the assignment. I picked your thing and I talked about them. No, just again the the support of uh all the staff within the building um our our facility staff, our drivers, our kitchen staff, every single day, every single one of them has a meaningful impact on all of our students and um it's not every district that still retains those important people, right?
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And yes, the majority of staff received that. As I indicated earlier, cabinet did not. So, I want to be clear that there are people in the district that did not. nor did our managers or classified have a raise that's 3% in the future at this point is where we're we've not negotiated the future um for them. >> So just so I'm clear uh Superintendent Nelson, we have some employees that did not receive a raise. >> As I indicated earlier, the cabinet has not received a raise since July 1 of 2023. And while I was reading out about the superintendent compensation because that was directly um stated, I am going to um be clear that our cabinet um executive cabinet meaning assistant superintendent have a total compensation of $23 and um 190 $23,998. um the same district that I was comparing to before um contracts are posted to their um uh board docs and simply actually gamut.
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The what I thought it never was. If they can play in still, and they and they still complain. The the challenges in order to take they can play in still, and they and they still complain. The the challenges in order to take they can play in still, and they and they still complain. The the challenges in order to take care of your families. You got and they still complain. The the challenges in order to take care of your families. You got and they still complain. The the challenges in order to take care of your families. You got to have a different strategy the challenges in order to take care of your families. You got to have a different strategy the challenges in order to take care of your families. You got to have a different strategy than being a school board care of your families.
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Um so kudos to all of you and gratitude to all of you for having this culture and this environment where that's important because it is important and it is important for teaching and learning and the success of our students. So thank you I guess questions. >> Yeah let's just maybe a couple questions. See, we could have more than one per mention to go by break, but in case we did not. Um, I think the goal across uh the the DV goals was hiring and retaining I think 20% of staff by 2025. Um, were we tracking that? Are we did we meet it or John? >> We do track it for sure. Um, did we meet it? What I'm finding is the tracking gets complicated when attrition happens for reasons that aren't about us. It's we're relocating or whatever. So, we're still mastering the data tracking.
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Um there's range for assistant superintendent. Um our assistant superintendents are making anywhere from $29,268 to $67,000 less than that neighboring district for the current school year. So that is accurate. None of the cabinet have raises since 2023, regardless of what the other staff and managers have received. >> Without disclosing which district it is, are they similar to us in enrollment? >> They have a smaller enrollment than us and they only have one comprehensive high school. I I think that we get so caught up in what the narrative is as opposed to the facts and I feel like sometimes I have I I am the sole um negotiator for um management. And when I sit here and I hear about sending them back to the classroom, um it does bother me because we don't have as many managers in our district as neighboring districts do. um the three assistant superintendent could literally go back to the classroom tomorrow and they're perdm working a 7-hour day um with two hours two less than two and a half hours of ELOP in the afternoon.
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You got to have a different strategy than being a school board care of your families. You got to have a different strategy than being a school board member. The school board member to have a different strategy than being a school board member. The school board member to have a different strategy than being a school board member. The school board member is not going to help cover your than being a school board member. The school board member is not going to help cover your than being a school board member. The school board member is not going to help cover your bills. Like, that's. That's the member. The school board member is not going to help cover your bills. Like, that's. That's the member. The school board member is not going to help cover your bills. Like, that's. That's the problem that you're dealing with is not going to help cover your bills.
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Um, they're having the same challenge. We were riffing people and so the hiring piece is a different discussion this year, >> but I I will this I guess a good challenge, but um we don't have much since we set that goal. We've had very little turnover. Um, like this year is the most. So I I have two people who are retiring. It's the most turnover I've had in I want to say three years. And because of >> rift I did like I didn't actually post for those positions because they because people were rift not rifted but um there was movement in the district. Um, it's a good not having really high retention is a good problem to have, but it it's um we're not I haven't posted for a new teaching position in a couple years. >> That wasn't just teachers, right? >> That goal um staff >> it Yeah, I mean we al Yeah, >> it's a good question, Sandep.
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So you take them up to um 9 and a half hours. Um they'd be making the same perdm as teachers that are working two and a half hours at 25 years in this district with a masters and the qualifications these men have. Um that I don't know how we keep any of them sitting at the table with the degrees they have and the um uh certifications they have. English, math, math, highly desired um credentials in our district. Uh with they could go do something and not have the stress and the time consuming that they have committed to. Um there is not a day that they're not spending overnight hours doing this work, let alone the phone calls after hours that people call after hours. They're not after hours. They are our hours. There are days that um on a board meeting night that we go past midnight um we get up in the morning and come back to work the next morning.
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Like, that's. That's the problem that you're dealing with is not going to help cover your bills. Like, that's. That's the problem that you're dealing with is, and so. so, the by only bills. Like, that's. That's the problem that you're dealing with is, and so. so, the by only bills. Like, that's. That's the problem that you're dealing with is, and so. so, the by only giving? Uh, board members, you problem that you're dealing with is, and so. so, the by only giving? Uh, board members, you problem that you're dealing with is, and so. so, the by only giving? Uh, board members, you know, three days to digest all is, and so. so, the by only giving? Uh, board members, you know, three days to digest all is, and so. so, the by only giving? Uh, board members, you know, three days to digest all that and ask questions like, giving?
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And we post a lot of our pos all of our positions on school spring. That's our hiring platform. And I'm just having a conversation with Andrew and Nimichi, you know, how do we how do we broaden that because not everyone go uses that. >> So Andrew has a lot of ideas and is creative about spreading uh and broadening the the candidate pool and we do use two other networks um >> uh that Andrew has identified that has generated leads of diverse candidates. Exc did you have a question? >> I do have one question which is the plans being so similar baly the like unique strengths of each of your schools and your own leadership. So I was actually wondering if you would be so kind and generous as to share if there is anything from one another and be succinct as possible that you admire most and hope wish you could acquire from their culture or operations at their school.
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