001all right folks i believe we're ready to go so uh today's questions who are you position in district how are you time constraints who's missing issues elephants expectations and i i don't think i've asked this for a while so if i have repeat what you said before what's your idea of a perfect day and uh where is deborah and we're going to start with deborah oh lucky me good afternoon everybody my name is deborah blake i am a special education teacher at arapahoe ridge elementary school um i am so-so right now i've got like nine balls up in the air so i'm trying to get them off my head and so i can be fully focused um um i have no idea who is missing um can't really see everybody at the moment so hopefully
002everybody's here um [Music] no issues or elephants expectations to get some things checked off our list today and to get myself and my head back into this game um my idea of a perfect day um waking up early when uh which i tend to do having my cup of coffee not turning on any lights except for the one over my chair and spending about two or three hours in a good book going out for a good long walk um and coming back and just kind of having the day to relax and get things done thank you deborah that doesn't happen [Laughter] i don't see shelley on yet am i wrong all right so we're going to move to heather espinoza hi heather espinoza i teach second grade over at woodland i am fine today um
003people who are missing i have heather my corner heather partner and shelly but i didn't get through the rest of the folks so sorry um no issues or elephants no time constraints um deborah your perfect day is very elaborate mine just means no alarm clock oh hi everyone my name is bo fobert i'm the pleasure sir in the district is executive director of curriculum instruction in all candor i'm a little bit tired today a little bit tender got some feedback today that i needed to hear but wasn't easy to hear um and so that's lingering with me a little bit uh but i'll get through it um no time constraints no issues or elephants um glad to be back with this group a perfect day i'll just tick off some things that would have to
004be present in that day time outside preferably a long way from um any asphalt or concrete um off the grid um some really good food some time with my kids some handcrafted cocktails um and hmm i better leave it right there thanks bo chris hi everybody uh chris gadowski superintendent and taxi driver uh glad to be with you here today uh doing well i'm a little tired too i think there's probably a number of us on the call who are feeling that way we've had some board meetings the last couple of nights that have gone past some of our bedtimes so a little bit tired but looking forward to the weekend ahead given the taxi driver role that i play i will have a time constraint tonight after i run through the financial update with
005you all i will probably take my daughter michaela home and be driving for about 20 minutes and then we'll be back on the rest of the meeting once i'm i'm back home what else expectations is that we'll uh tackle things in a thoughtful collaborative way and reach good good solutions together trying to think of what else is on that list i don't have any issues elephants or anything of the source so i look forward to being back with you i'm sorry i missed the last meeting and look forward to being back in the saddle on this uh perfect day piece i'm just gonna use it as an opportunity to answer on behalf or to share a little story which i like to do so a few years ago probably about six years ago my oldest
006son connor was a senior at ralston valley high school they have a tradition called mr mustang he was one of three uh finalists or candidates for that and there's a lot of little skits and things that you do with the audience to inform who gets selected and so he was having a q a thing with a couple of uh the female students who are the the host of the event and they asked him a question about describe your a perfect date and he said something that i didn't realize at the time i didn't realize number one this had been scripted out and number two i didn't realize that his answer was derived on either like legally blonde or miscongeniality or one of these things so he says i'd have to say april 25th it's not
007too warm and it's not too cold and you can wear a light jacket i was like man my kid is brilliant how did he come up with that right in the moment i was just so proud the bubble was burst later on when uh i realized this was all a scripted thing and he was just kind of reciting a line from a movie but it was still funny and so when you said that dave it's like oh man i feel like i'm back to mr mustang again that'll be my answer tonight good to see you all thanks chris dorman so i guess my uh one of my perfect days would be where my students every single one of them surpasses all the learning objectives for the units they're all sevens and eights on the nyp
008rubrics and just at that time the my principal of the building is giving the director for curriculum and instruction a tour of the building and they happen to be in my room and they just look them and they say you know you never ever have to be evaluated again because obviously you are such a good teacher dorman got so excited about answering the question he forgot the rest of the check-in [Laughter] well you can see my name's dorman i'm obviously a teacher at century middle school and i'm great everything's good i have no issues or elephants and uh that's because sandy didn't get do this cheat sheet that's the problem i'm gonna pass the blame sounds good thanks dorman nancy good afternoon i'm nancy leonard i'm a retired principal from district 12. i'm feeling good
009i don't have any time constraints no issues or elephants um looking forward to what we're going to work on today and my idea of a perfect day um like heather no alarm wake up to the sun do a little exercise and go out for breakfast and have no meetings thank you nancy laura lepi uh hi i am laura luppie and i am doing well oh thanks sandy i'm glad you got that in there just as i was going i was like i don't remember what i'm supposed to talk about uh i got so distracted by april 26th uh i have no time constraints other than i'm in the building so i might um copy uh godowski and drive home at some point maybe we'll see but i'm not a taxi driver i'm not as i'm
010not that cool yet baby steps uh i've no issues with elephants i have all the expectations um i don't even know what end is up today i have no expectations other than we're going to giggle a lot apparently today we know who's missing um oh michelle derock april 26th is what miss king is what the girl who wins in miss congeniality answers when he asks we'll describe your perfect date and that's what we're describing april 25th sorry thanks alison um and then she gets called out for being like rain man uh my perfect day also includes no alarm but i would be sitting poolside preferably near an ocean and like oh i would also like some handcrafted adult sodas uh and lots of perfect sunshine maybe a light breeze uh like in april and um
011also be told that i never have to be evaluated again because i'm the best teacher on the planet besides dorman i can be number two i'll take number two to that anything that's relaxing and fabulous and perfect and lovely and wonderful and not stressful i will take it's my perfect day thanks laura and sandy thanks for doing that too especially since you you did it with one hand because your cat's in your lap right uh dave lockley evening dave lockley president of uh dta i am doing all right it's uh you know it's a stressful time of year uh we've had a couple of less than fun you know reduction in force kind of conversations and that kind of stuff and you know the uh the first half of the meeting is only the beginning
012of the uh emotional journey for the educator which means for me as well uh they end up calling my office and right before this i just finished getting off with one of them and that always makes me in a little bit of a somber somber mood but i'll i'll kick the funk here in a little bit um otherwise i'm doing well um don't have any time constraints or issues or elephants i believe everyone that we are expecting has now been able to join us today um and my expectations is that we get some of these projects that we've been kind of slowly working on and it looked like we'd be super productive because all of a sudden we're gonna have a whole bunch of stuff uh ta because uh we've made some good incremental progress
013and now they're all ready to go um and then my uh perfect day uh is probably less complex than ever a lot of other people's it mostly just has to have trees campfires and uh you know wide open skies that's about it so anything includes that it's gonna be a great day thanks dave marty marty mccarthy principal at thornton middle school um no issues or elephants i do have a time constraining to pop off at five o'clock for about 20 minutes um i'm really excited that i'm gonna get to meet the thornton elementary pto so that's exciting um and then uh expectations are to continue to work i would love to ta some things i just feel like don't give me a lift going into friday [Music] and then perfect day i mean really like
014the thing that jumps to mind is that i don't have any commitments or time constraints and i can just do whatever i want for as long as i want to do it and mostly that would involve being outside i'm sure but like being outside and not having to be home by six o'clock or being outside not having to be home by say thursday like all those things so um that's uh that would be a perfect day being outside no time constraints and ending with a fire and a craft cocktail preferably made by bo so thanks marty laura mitchell i like where marty took that um so i'm laura mitchell i'm fine today um let's see heather is heather gracious is missing and no issues or elephants um no time constraints um and what my perfect
015day um there has to be sun no matter what season but uh it gets better when there are sand and waves and maybe a sailboat and i used to refer to my girlfriends and i used to refer to ourselves as the deck ornaments on our sailboat and we had a first mate and a captain and a cook and that all just sounds lovely and if beau were the bartender i think that'd be just you know a bonus thanks laura kathy hi everyone kathy plummer on the school board i'm pretty good no time constraints no issues or elephants expectations as always we get great stuff done um heather's missing gosh i've gone like this far into the group and i'm like what do i say because there's so many thoughts that go into my mind um
016i would just say i actually like getting up early but i don't want to have to get up early and just enjoy that time like by yourself and when everything's kind of just sun's coming up and um things are peaceful um i miss people after this time of covid so now it involves like somebody that's not who i've been um cooped up in my house with for the last year so that's a good thing and then i love to travel so any type of adventure would would help my make my perfect day thanks kathy kristen [Music] hi everyone i'm kristen powers principal at riverdale um i am doing very well today i do not have any time constraints and no issues or elephants expectations would be that we do the great work that we typically
017do and and check some things off our list and we know that heather gracious is missing and my perfect day would be last summer in the middle of covid we bought a very used boat it was built in 1989 and um took the family out on the lake as often as possible and that was like the best time ever and that would be my perfect day thanks kristin ian [Music] so i'm uh ian sablich i teach uh language arts and language development at northwest middle school uh i'm doing well i think like many others feeling a little bit tired that collective fatigue is getting there no time constraints no issues no more elephants um expectations i i would love to wrap up a couple things up that have been on the table for a few
018weeks um and then get into some heavy lifting here it sounds like heather's missing uh perfect day i would rather go with kind of a checklist and uh balance i think self-directed somewhere between you know intellectually and physically indoor outdoor a balanced today good thanks ian matt hello everybody my name is matt schmidt i'm the principal at pathways future center school i am doing okay today and i don't have issues time constraints all of that stuff good um i shared the expectations it'd be nice to tie a bow on some of the items we've been kind of tinkering with over the last couple of months that would feel really really good in this world of ibs um perfect day yeah that's there's some good components there i like the idea of no commitments period like
019no commitments i always find it amusing that we use the idea of time constraints and this i'm like well i've got some constraints that i prefer to have but so no commitment sounds good good start off to the day walking the dog before everybody out else is out coffee of course outside preferably by the ocean in hawaii would be my first choice but second choice would be the mountains here and definitely in the afternoon love to see some live music and uh we'll start with the craft cocktails and move on to craft beer after that so uh yes very important uh some in the night with some good food with my wife thanks matt mila hey good afternoon i'm myla shepherd chief of human resources doing well this afternoon and uh no uh no issues
020or elephants um i you know having co-authored this agenda it's it's ambitious but we're gonna get it done because we've been working on some of these things for a while so tas a plenty tonight and my perfect day uh i think it's the next vacation i'm planning which has something to do with a boat in a canal in coastal france getting on and off to walk through wineries or ride bikes um you know little french cafes for coffee lots of wine lots of amazing food float to the next town something like that thanks mila sandy hi sandy sorenson teacher at northland high school i'm pretty good a little sleepy but you know it's uh grades panic season so i have to be awake anyway to deal with students blaming me for all their uh aches
021and pains um i don't have any time constraints i don't have any issues or elephants expectations like we get through the agenda like always um i guess heather's missing and my perfect day i wake up at like 10 11 o'clock in the morning and someone is there to tell me that my pets are gonna live as long as i do and that my student loans are paid off forever and ever and that my credit score went up like whatever 75 points and now i can do whatever i want to do perfect yes thanks sandy linda good afternoon linda walther i'm a retired teacher and counselor from district 12. i'm feeling feeling fine today i have no time constraints no issues or elephants heather is missing expectations get through that agenda my perfect day would include
022a warm spring day just as the trees are starting to turn that little bit of green daffodils and a picnic a luncheon picnic thanks linda allison hi i'm alison alter i'm a social studies teacher at horizon high school um now i forgot all the questions i how am i i am um hoping the caffeine kicks in soon that's how i am right now i had to get the coffee on the way home from work it's been a just been a day um no time constraints other than i have to go to bed at like nine o'clock because i'm exhausted so um no issues or elephants expectations um nine o'clock bedtime that's what i expect and we know who's missing my perfect day would be like the second or third day of any vacation like the
023first day is like you're always getting there and it's kind of like but the second third day are usually like the most magical so it doesn't really matter where i am but i'm on vacation and i've already gotten there and i don't have to travel anywhere thanks alison teresa hello everyone um i had lots of time to think everybody's ideas i just wanted to jot down but anthonessa barajas assistant principal at north glen middle school go north glenn marty and i think heather's the only one missing um issues i do have an issue they're working on my alarm system at the house right now and so if anything you hear drills or anything like that just be aware um no elephants no time constraints expectations that we really get things done uh mila kind of
024scared me when she said we have a big agenda but hopefully we're ta and stuff um perfect day i wanted to still milo's idea as well with the winery but i have to say i'm getting up early going for a long run the weather's beautiful the sun's shining and then i can have french outdoors with friends with sun and music thank you judy so uh shelley good afternoon i'm shelley derock i teach the meridian elementary well today it's a bit of a rush but i'm here now safely home i don't constraints this evening i have no issues with elephants i have high expectations like a lot of people have mentioned i'm hoping that we can finish some things up i know we have a lot of us and work to still do so finishing this
025up will feel good um sounds like heather's missing i haven't my attendance record so i'm just trusting that um and my perfect day um well uh this last summer i've um a little teardrop camping trip i'm going to officially um no longer sleep on the ground but see how we live in colorful colorado i was a little frustrated that i didn't spend as much time exploring colorado as i'd like and now my aching age body can sleep on a mattress in a little tiny camper when i purchased it it was um supposed to be brand new when it arrived when it was delivered it was about eight thousand dollars worth of damages it had to be fixed so um it spent august september october november december january in uh shop being repaired to restore new
026condition and i'm ready to hit the road sounds good shelly your microphone keeps going in and out and hopefully i'm not the only one that hears that but i'm not sure why but just to warn you so we may have to ask you to repeat things from time to time jim i'm jim i'm one of your facilitators this evening i'm feeling well i don't have any time constraints we know heather won't be able to join us tonight i don't have any issues or elephants uh expectations uh as milo said it's um it's a good agenda there's quite a bit on it and i think we'll move through it and get to um we might finish up with parental leave we might not but we'll work on it question of the day a perfect day well
027i used to have an alarm clock but i found out that i could operate without one quite well thank you so i get up when i've slept enough um i have a cup of coffee i'm going to turn on the tv and uh to watch the news and they will have decided that since there's nothing new to report that uh they're just going to play some music today um and give all the reporters a day off they have not been able to dig up any trouble they've been in every school district in the united states and things are just fantastic people can't believe it they've been in every government office in the in the united states in fact for the world they just can't believe that everything's going very well um and after that who
028cares so uh perfect days uh can't be had i'm convinced thanks jim i'm jealous i'm dave i'm one of your facilitators uh doing doing fine tonight uh i have no time constraints we know heather's missing uh no issues or elephants my expectations uh again broken record uh that you stay in the process and you continue to work through it um my my perfect day uh at my age starts on if i wake up and uh so that's that's the first thing second thing is i'm blessed with one incredible family any day that i can spend with my wife any of my three kids my grandkids etc etc but preferably that would be on a cruise ship in the bahamas and just watching the uh watching the ocean go by that's uh that's probably the most
029relaxing thing that i've ever done so all right so i think we're starting with chris with the financial update yeah and i have loaded the the spreadsheet that he's going to refer to into our shared drive it's titled revenue summary 2122. so if you're visual and want to go find it and then i'll throw it to you chris thanks myla folks if uh if you're having difficulty finding that let us know we can pause put something in the chat or otherwise let us know but as you're accessing that document i'll just share a few things by way of introduction i'm i'm filling in for susie tonight we'll certainly invite susie to a future session if that's helpful and i think it will be there's just credibility and depth of knowledge that susie has it goes
030beyond what i can share she's currently experiencing the perfect day in hawaii on vacation so you got me for tonight the document that we'll run through is about a page and a half there's a whole lot of granularity that we're not going to go through because it's largely about in a sundry list of it investments that you can eyeball we can ask you can ask more questions about it at a later date but i'm sharing with you the same document that the cabinet team has looked at just very preliminarily about where we stand at a high level given current information there's a whole lot more work to do in the budget process we're getting a later start this year than what we would do in a typical year i think you know the why behind
031that the two things we've been really wanting to hash out further one is where does our enrollment situation stand and how many students are in person versus online so that's an important piece about figuring out where we're gonna to be at on the revenue side and then we've also been waiting for things to develop at the state legislative level and even though things are not officially blessed in terms of school finance we've got pretty good confidence at this juncture that those assumptions are going to be accurate so i share that with you by way of introduction everybody feeling like you've got access to the document who wants to see it i'm not hearing anybody uh who's in a panic so let's jump in so at the beginning of the document uh caption fiscal year 2122
032budget assumptions susie sets out some student count changes you'll see that we're in a deficit position next year as against the assumptions that were made a year ago and then there's some buffering of those impacts that come to us in terms of pupil count because we can do averaging and as you see in here with five year averaging we'll have a net loss we believe for next year of about 587 students much better than the year-over-year projection of projection decline of one thousand two hundred and fourteen so we're in that spot uh one of the pieces we're trying to figure out right now is what level of student growth or decline will we have between now and october last year was the first time over the last three to four years that we've seen a
033decline from april 1st to october 1st and that should not come as a surprise to any of us given that kovid hit during that interval and and changed the decisions of a lot of families about how they wanted their child to be served in a more typical year we see growth from april 1st into october that's usually in the two and a half to four percent range and so we've made some upward adjustments about a week ago in terms of projection we added 200 students in compared to where we were estimating before and as we go through the sbb process what i heard today is that our high school principals in particular are predicting greater enrollment given their interactions with students and families than what matt shafer has used in his assumption modeling so we
034may have some improvement in a subsequent update for you all as we get later in this month or into may and we could see some improvement in terms of this 587 reduction but that's our current estimate as of uh april 15th when susie prepared this last update then you'll see information here about how much we expect to have year over year in terms of revenue and because the legislature plans to significantly reduce the budget stabilization factor that was in excess of a billion dollars for this year and take it back down to the level it was before the pandemic that results in us growing the amount of revenue by 18.8 million dollars 18 million 883 000 is our estimate of additional revenue that comes in because of that change any questions thus far i'll pause
035periodically and give people a chance always questions yeah um so when susie gave us our last uh budget presentation i think it was in february or march my year is all mixed up i can't remember what it was we had a long conversation not that long but a conversation regarding the difference between cde's projection um of student count and our current projection i was wondering if you know has that changed has that gotten closer tighter further apart just just how is that because i know that some of the information that you know cde provides us and and the community is based off of those numbers not based off of what we think internally so i just wanted to see how that has gotten yeah good question dave to the best of my knowledge there's been
036no adjustment in cdes projections of enrollment for us or any other district susie and and our team spent quite a bit of time talking through with cde why we felt like their enrollment projections for us were inflated and in the end i think they said thank you very much uh but we're gonna run with these numbers both for you and for other districts because a lot of districts have issues and concerns either that their cde projection is overstated or understated so no change that i've heard of from susie before her departure i'll update you all if i hear something differently as she returns and the net result of that is because the cde estimate is quite a bit higher than than where matt and susie have been if you go out and look at a
037a projected revenue run that's likely presented to the legislature they will be forecasting quite a bit more revenue for adam's 12 next year than what susie is showing and we're not in a spot of trying to be unduly conservative or or do anything other than be tuned into what we think the reality is going to be so i appreciate that question dave i'll i'll let you know if there's any change in that space and i think it just as we get closer knowing the difference between those numbers might just just for clarity's sake for everybody because i i want to make sure that we're all on the same page about what what money we do have access to or or what's secure and what's not secure in the bank as it were sure so milo
038if you can jot a note for cabinet on tuesday just for us to visit about that topic with susie issue returns and and being a spot where we can update the group that would be helpful so in terms of ongoing expenditures the next caption on here our modeling practice has been for many years now to include step costs and step equivalent compensation for administrators in our projections and so you'll see the 1.7 percent step increase cost for certified csea and for administrators modeled here we're also at a juncture that we've heard recently from kaiser that when they look ahead to january 1 because our insurance contracts and premiums run on the january 1 to december 31 basis as opposed to the july 1 june 30th fiscal year that were otherwise considering they feel like they
039have enough claims history with us that they can lock in a rate force for next year they're projecting a 4.35 increase with about a million dollar increase in premiums effective january 1st without plan changes i believe there's a smaller percentage increase in roughly the three and a half percent range if we make some plan changes and i believe a next step in that regard is for myla and the insurance advisory committee to talk about the pros and cons of those plan changes uh from an employee perspective milo if that's accurate if you can confirm if there's anything else you want to add on that piece yeah actually the insurance committee just met earlier in the week gave serves on that along with some other representatives from both csea and dta and that's exactly where we're
040at we've heard we've seen their initial 4.35 increase with no no changes there are some changes they've recommended that could bring it down to like a 3.21 so we've asked for some data and i'm told that we can get that in the next seven days uh so we'll meet again look at the data and try to make a considered decision as a committee so you're exactly right thank you myla the next item that you'll see listed says april 2020 administrator market adjustments so i think everyone's aware that we've been playing this employee group by employee group catch-up game for a few years now trying to get various employee groups in a position that's more aligned with peer districts in terms of market compensation so first off was our certified group a few years ago as
041we went through the post 5c task of adopting a new salary schedule one of our objectives was to improve early career educator compensation to a place that took us out of eighth or ninth place out of ten districts is my vague recollection of where we stood before that work and we were able because of that effort to get positioned around third out of ten and then we also i have been reflecting on where we stand for more experienced veteran educators and we through that process of making adjustments to the schedule felt like we had improved our lot and our standing as well so certified was first then this this fall and winter we culminated work with csca that was largely designed on reducing the cost of steps in the dta work that we did a
042few years ago we wanted to get early career compensation to a more competitive spot we wanted to maintain veteran compensation in a competitive positive place and we also wanted to reduce the cost of steps so that in those really lean and difficult financial years we're not in the position of saying that we're not awarding a step increase because that can have lots of short-term adverse impacts in terms of staff feeling we're not honoring expectations and and commitments long-term it also sets people's career earnings behind where they're expecting and so i think we've had a collective interest in finding a step size cost amount that we can consistently award in all but the most extreme [Music] financially challenging times csva we had that same interest a four percent costa step which is where csa has been
043before often puts us in a spot with that employee group is saying that we can't do steps we just don't have enough money to do so and so in probably november december if my memory serves me correctly we culminated negotiations on the board and cse membership ratified a new schedule that moves their step increase to 1.7 percent and then we knew that we had as the final part of that process to look at administrator compensation what we've known for well over a year is that 60 percent of our administrative positions as we do competitive peer market analysis were well below our peers that 60 percent of our positions were more than five percent below the market rates in other districts here in the front range with whom we compare ourselves the auroras the jeff cos
044the saint brains in our region as we shared some fairly extensive information with the board of education uh a couple of months ago about how many of our positions were lagging we showed how significantly some of our compensation was behind other districts and one that just sticks in mind was at the principal level really across elementary middle and high school aurora was a comparison i think that milo shared and our administrators were tens of thousands of dollars a year below the compensation that principals in the aps were receiving and so the board felt uh that now that we had addressed certified compensation and classified and positioned ourselves in a more competitive space it was time to make adjustments for administrators there's been a new administrative salary schedule and system that's been adopted through a collaborative
045process with some of our administrators that milo led and one of the net results just as we had to move people from an old schedule to a new schedule was certified and then classified there's movement to be done from our old system to the new and at the time that we're making those movements we're also trying to place people in spots that acknowledge that so many of these positions have been more than five percent below the market the net cost of that as we get into next year and we have the full year implementation of those new salaries comes to about the 1.5 million dollar range that you see listed here one of the benefits of this new schedule that we would foresee is that in future years we'll have many fewer market adjustments that
046we're making so i believe most of you know but uh it may have been a while so i'll i'll share this again and then after i'm done with this piece i'll look to myla and then kathy and laura to see if they want to add anything to what i've shared market adjustments is something that's been a long-standing practice in atoms 12. and it applies to both classified staff and to administrative staff and what it entails is we look to a third party consultant who looks at each job description that we have and some job descriptions they're looking at where we stand in our compensation every year against our peer districts so they might look a custodian they could look at paraprofessional office manager secretary health aide on the administrative end looking at principal positions and
047others that we have lots of incumbents or a lot of people who serve in that role tend to be annual comparisons and then there are some other positions where you might have one or two people in that job class where they look at it every two or three years what what we've done in the past is because we haven't moved our range we haven't adjusted our salary ranges based on inflation or cost of living increases for probably 15 plus years is my recollection of the information milo's presented what we would have are more and more veteran staff members who would get to a spot where they were at an end of a compensation range or and or falling way behind peer districts and getting more than five percent below the market and when that would
048happen for many years dating back uh to the onset of policy governance the superintendent working with uh hr and this third party consultant on consulting would adjust people into a higher pay range so that that individual if you're a middle school principal who's paid ten percent less than your peers in st brandon aurora we'd move you to another range typically increase your compensation by twenty five hundred dollars to five thousand bucks a year and then get you back in the market until like three or four years later when you'd again be lagging quite a bit and we'd have to do that again and we'd have money set aside in our budget around 470 000 a year to make those kinds of adjustments for classified positions that had become underwater against the market and for administrative
049positions the one of many benefits that we see in this new administrative schedule is that moving forward we don't foresee the need for market adjustments and putting people into a new pay range to keep them competitive with peers for at least the next three to four years with very limited exceptions so that's a big plus save us some money in future years that we're usually allocating to catch some people up so that's a whole lot of explanation about that line item i also know that there tends to be a lot of sensitivity in the system around administrator compensation so i wanted to give you as much detail on background as i could i'll look to dave's question and then i'll invite others uh to correct anything that i've said here both myla kathy and laura
050if you have things you'd like to to share out feel free yep dave um so if you're gonna touch on this later you can punch on my question uh until when it's more appropriate i see as you're we're looking at the ongoing expenses and option sheets additional uh money on top of the market adjustments um in the administrative salary categories uh a 1.7 and a 1 um would this be are those explanation dollars to the total cost of the the market adjustments for administrators or is that on top of that uh but i should have introdu i should have started i want to pause sorry and say i agree that um our administrators have been under market for a long time and um i appreciate their patience as the other employee groups got their market
051you know that this uh right sizing of salary schedules first um and so i i am glad to see that we are going to have a more competitive um salary schedule to help recruit and retain um quality uh administrators throughout our system so i wanted to start with that but then i jumped into the business and uh that was my bad now dave i appreciate the comments and the question so the modeling that we're doing is with the expectation that we were grant steps for certified and classified and that we do a 1.7 percent compensation increase for administrators and there's a little bit of complexity about how that works i might look to milo to talk about how much of it is adjusting the range versus how much of it is kind of a step
052equivalent within the range for administrators but those are the expectations we have uh that we're modeling right now on the right hand side of it you'll see that caption that says other options in bold and we have those one percent amounts modeled there and that's really just to give us a calculator especially as we get into compensation discussions later in the process we often find ourselves talking about combinations of compensation types and trying to figure out what that would cost us and what can we afford and so it's just a a way to measure out what a one percent cola across all three employee groups might cost us that totals 3.2 million dollars if we did a one percent cola on top of a 1.7 step or step equivalent the one percent cola totals up
053to be 3.2 million dollars and we could look at that as just a way of estimating and calculating one time stipends or things of that sort as well so that's the purpose of it i'm not here to suggest that a one percent cola is something that we're saying should or shouldn't happen i think we just needed to let the team wrestle around with those options later on but that's the purpose of that that data here i guess the other thing i would say dave is uh i appreciate your comment about uh administrators and their patients and the support for making adjustment there a muscle mindfulness may also be part of compensation story when we get there it feels like it's just perpetual catch-up so we've tried to get everyone caught up and i wouldn't be
054surprised soon if we're starting to lag people again for certified i've seen some information about certified compensation increases in other districts and i think that will be part of story is where do we stand now and there's a time to start playing catch up again and see what we can tackle employee group by employee group or all employee groups at the same time in a perfect world but i do think that's gonna be part of story that will have to just get on the table as we get further in the process chris allison has her hand up miss allison hi um so i think i caught most of it i actually got kicked off the call so sorry um but last night at the board meeting i heard you talk about the need to um
055increase the hourly rate for some classified staff to be more comparable to other districts so is that already reflected in this document or is that something that we would be doing in the future like kind of what that would look like um based on what you were saying last night yeah great question alison darn i thought nobody was listening last night uh roddy was saying there were only like 25 people tuned in last night but you must have been one of the the small but mighty and brave group that stayed with us last night so what allison's referring to is i do have quite a bit of concern about how our classified staff especially at the entry levels of that employee continuum are compensated just given the dramatically increasing cost for housing and other basic
056needs within the metro denver area the wage wages that i see many of our private sector employers in our region paying their staff the state and federal discussions around increasing minimum wage to a higher level of about 15 an hour and what's been shared with me about compensation in a couple of adjacent districts mapleton and westminster public schools i believe their entry-level compensation on an hourly basis for physicians like paraprofessional are at the 18 and 19 per hour range i believe for a whole host of reasons including just doing right by our staff and allowing them to have a better quality of life within our community that we're going to have to invest more heavily in compensating our classified staff especially at the entry level positions than we might for other employees in our system
057moving forward this is just my belief at this point i don't know that our board of education shares it i don't know how csa would respond on i think we all face challenges if it's a subset of the broader bargaining group that gets more compensation than some others so there's a whole lot of ifs and possibilities about how that will go the other tremendous challenge that we're aware of is that we don't do negotiations with classified until october november and yet we've adopted in june the budget for the next year at this juncture allison there's not any money set aside for an increase for some classified staff that would exceed the 1.7 percent step piece i do think as we get closer into june that's going to be an interest i have exploring further with
058the board and and trying to identify a specific sum that we could set aside for that purpose i think would be if we go there if we feel like that's a need and an interest something that we'll have to do all right milo i've talked a lot about stuff that's more on your your universe so you can set the record straight on anything uh that you feel like needs to be set straight you get an a plus boss doing great and kathy and laura i mean i've talked a lot about administrator compensation and sometimes i spoke on behalf of the board so i'll just give you a chance to weigh in and share any perspective to supplement or correct what i've said um i guess it's just in line with our philosophy about making sure
059that our employees we want the best employees um to be in adam's 12 and then we know that we need to be competitive salary right wise in all all types of groups so this was that correction that we just needed to do so um really nothing new but just confirming um what we the majority voted on to say go for it and i just said i wasn't on ibs but i know there was a tremendous amount of work done that went into the start of this process which was to write size and you know do a lot of adjustments on the the dta salary scale and then we took that to csea and so i think this is just the the third cog in the in the process and that's to get everybody in the
060same place and then try to keep us as much in alignment and i think every person in our system is valuable and and important to serving our kids and the more we can do to retain and keep those quality people and our staff um that's probably the most important thing we do in our system is to just have our kids surrounded by high quality people so i think it's really important work and um and i hope everybody feels that it's in the right place chris can i add one comment to your comments not just an addition not a correction uh we we also do uh market analysis for ssp uh salary schedules in our contract that's not up this year we did some of those adjustments last year uh in the next year we would
061do it again but just just for everyone's um interest we do also do some of that work with our ssp uh frameworks in our contract you dave thank you all for your questions and and comments on this piece the next item you'll see listed in this category is an executive director of diversity equity and inclusion which would be a new position in the system there's been some angst as i have uh talked about this both with senior leadership and with the board of education i think there's sensitivity appropriately so each time we talk about adding something to the esc and to the senior levels of leadership in the system and yet i feel like this is a place that if it costs some political capital for me i'm happy to invest and take a big
062deposit out if need be my belief is that the work around diversity equity and inclusion is the most compelling and important work in public education right now not only in atoms 12 but in our state in our country and will be for the foreseeable future you hear about it everywhere and i believe there are many constituents we serve and many who work within the system who see opportunities for us to do better to serve students families and our community more effectively and that race which has been the the lens that we've talked most about focusing on in the near-term and equity is often a factor that sets some people down a pathway in terms of how they're treated the opportunities are provided and the results and outcomes that they receive in our system that's not
063as robust as individuals who are white or from more affluent financial circumstances so i believe this is the most important work in public education right now i also believe that i've worked with a lot of very talented people in the system as colleagues on my senior leadership team one of whom now is the superintendent in jeffco and has been very invested in trying to help us move forward with equity work the last couple of years and notwithstanding that the care and concern and advocacy for doing this work we haven't had consistency and enough traction in moving things forward as a system over the last few years because there's just a crisis that constantly takes lots of us out of the work we hope to do around equity so that we can support our system and
064our community after having five suicides within 40 days or that we can adjust to the kova pandemic or so that we can come about expanding our cte programming and providing that support or providing a summer enrichment program post covid there's just always something fairly big that happens that takes folks away from the work and so i believe if we're really going to tackle the most important issue in public education do it consistently do it well that we need to have somebody full time invested in carrying that work forward as its champion that we need to have that lens in our cabinet meetings and that we need to have that person available as a consultant and a thought partner and a person who helps us move forward across lots of domains whether it's student discipline and
065dealing with disproportionality and disciplinary consequences whether it's on our hiring practices and growing diversity and our teaching administrative and classified staff whether it's our curriculum and looking at ways for us to diversify our curriculum and broaden it to make it more responsive to the needs of our community i feel like we need a constant presence to make help us do that and i believe it's got to be at a level that's fairly high up on the administrative org chart to have enough position authority to make some decisions and to have people's attention and respect and to move things along i'll just also conclude before taking uh respond to a question i think i see there from jim i also feel like this is more of a bottom-up interest in terms of adding to the central
066office than many things tend to be i've spent quite a bit of time with the dta exec team with parents with administrators with our leaders of color network a whole lot of different stakeholder groups and what i've heard is strong interest in having this kind of leadership in our system and this kind of commitment to improving and to get into action stage so my read is that this is something even though adding the esc is often usually bottom of the barrel this is one that i think there's more support for in the system than many other things that's my perception mr loehm no i don't have a question okay so uh sorry about that oh no mr robert yeah bo does yep yeah i just i just want to chime in after that chris and
067just say i i've been kind of front and center in in my seat in the curriculum work um alongside a lot of content coordinators a lot of directors and a lot of our teachers many of our principals and the urgency of this work and the desire to do this work has just continued to accelerate uh over the last several years and and so i bring that view and then i bring the view of someone who has spent most of his life in this community and feel a great sense of urgency um and duty and calling that this gets attention and so i i realize that anytime we contemplate these things there there is some heartburn or some worry about it but in this case as you said there at the end this is not about
068more administrivia for me this is about a commitment to serving our community and our kids that i think all of us who get into this work uh is fundamentally hardwired into us so i'm just compelled to share that perspective and my sincere support of this position marissa has her hand up too chris okay chris i just think this is um a great move for the district and i i fully support it i know you and i have had lots of conversations in the past and i know you listen great listener and trying to find the best support um to do what you can for district 12 but this is really something that i think you've heard across the board from a lot of people and i'm just thankful that this position will be available and
069that we're um moving forward with the equity work and as a latina myself i'm i'm super supportive of this and just working in a school with a large population of latino students and just looking forward to what this work brings for our students for our community for our staff so thank you i really appreciate all the hard work to put this together thank you teressa uh so a few comments one is i realize i'm already over time for this presentation so i will never be delegated the task again i'm sure of filling in for susie on the financial update she would be done uh and we'd be on to the agenda i also feel like getting some of this out on the table is important for the team to work well and i also feel
070like we won't have to rehash the same ground future financial updates will be much more efficient if you're looking at the it unplanned items list down below by the way we are not going to go through those uh item for item and you'll probably be saying thank god because we'd be here till 10. so i i promise the pace will not be this slow for the entire document next up we have deputy superintendent the origins of that position followed the passage of our 2016 bond and reflected my interest in having a more coordinated delivery model where we listened a lot more to voices of building leaders teachers others in bond delivery we did a lot more coordination between departments as opposed to simply sending the money over to our facilities team and letting them just
071march forward we felt like we needed a lot more coordination between departments to do it well i feel like we've accomplished that we're also at a spot now that so much of that bond program is delivered through 2016. i believe there's a good chance we'll be going to our voters next november and 2022 to see if they'll authorize us to have some additional money to deal with other needs but in the meantime having a deputy superintendent who can continue the cross-departmental work on big projects that come tracy not only helped us with the bond work but she would tackle things like this equity initiative the bell times change process that we did in terms of when we would start school they're just a really long list of things where having someone who can referee conflicts
072between departments and between stakeholder groups and work in a detailed way to to develop a plan and implement the plan is important and as i've talked to a variety of stakeholder representatives since it was announced that tracy was going to jeffco i've heard consistent support for maintaining the deputy suit position so what you see in here is continuing with what we've done but right-sizing how we're allocating the salary dollars to reflect that most of the bond at this point has been delivered and that moving forward more the work will be in cross-departmental big project and initiative coordination and then the final two items on here relate to starting up what would be an online district program next year and then transitioning in 2223 into a online school that would continue to serve students in elementary
073through 12th grade post-pandemic what we know this year is that we served about 10 000 students in an online environment we have data now that shows roughly a thousand students currently plan to request online schooling next year we would foresee some further declines in that number even over the summer potentially as hopefully the pandemic becomes less and less of a concern but we we do expect given our our past history and what we've heard from parents and families this year that there will be a number of folks pandemic or not who want online learning either because their kid flourishes in that space in ways they don't in person for some students that's been true for other families they like the flexibility of schedule that can come with online learning other things in their family situation
074may make that a viable option and so to get that programming up we know that we have to have teachers to do it and counselors interventionist eld professionals special education staff etc who can meet the needs of students who choose remote learning next year and so what you see reflected there is a belief that and there's just estimates that we're making right now we're trying to predict the future that in terms of an on ongoing number of students and online that we'd have about 600 kids and 22 23 and future years who want online but for next year we'd have more like a thousand and so we've built in 60 percent of the staffing cost as an ongoing cost item not only for next year but in future years so that we don't set up
075a cliff for ourselves and then we've got roughly 40 percent of the cost of staffing uh both for teaching positions and some support staff positions and wrap around services that would go away and would be paid for by one-time funding next year and that would likely not be needed the year after there was quite a bit of discussion about how we would staff that hire that how people who would work in those roles next year would have rights to come back to their building in 2223 that was shared last night don't plan to get into the details of that here tonight but that's what you see in roughly the three and a half million dollars in expense identified uh on those final two pieces so those are some ongoing expenditures that we feel like are
076going to be must do investments for next year the next caption that you see relates to itm planned items and there's a lot of minutiae there there are some things obviously they're quite small everything from a hundred dollars or a hundred four hundred eight dollars to things well in excess of three hundred thousand dollars some of the descriptors in there are things that uh many of you may understand well and have seen come online this year either for the first time or in an expanded use things like uh goguardian you see referenced in here there are a variety of other things like schoology expansion that are part of this list that we had to expand because of being in a remote posture this year and as we continue to provide either enhanced tools for teachers
077who want to access technology for learning in an in-person environment next year and to support students and staff who are in a fully online environment we believe all these items that are listed here are things that are going to likely have to continue into 21 22 and future years there are a couple of things uh a number of things that go beyond just curriculum and instruction and giving teachers and students tools and supports that they need and a lot of them fall within the bucket of cyber security there's been a whole lot of hacking and ransom demands made on public entities the school sector k-12 throughout the country has been a place of heightened activity for people who are trying to lock down systems and demand ransoms be paid to unlock them and so we've
078got to continue to strengthen our cyber security supports to avoid those kinds of disruptions to the system there are a number of items in the space that fall within that category there are two items that are listed here that are significant that i hope will come down in terms of costs so i'll highlight those for you probably sixth or seventh from the bottom of that long it category you'll see a reference to t-mobile family connection connectivity hot spots and a projected projected cost of 327 thousand dollars i believe there's a good chance that the hot spot demand in our community will decrease next year either because fewer students are in a remote posture and they have enough connectivity supports at home for the occasions where they have to use the device to do homework or
079other things to support in-person learning there's also the possibility of some federal support to provide more connectivity that would take that off of our plate as something to help our families figure out and have the locus of of funding come from the feds i for example today received an email as to kathy p from a county commissioner who's talked about efforts to try to get more federal funding to deal with redlining in terms of connectivity provision in communities of color and communities with lower socioeconomic resources so there's possibilities a lot of different ways for that 327 number to shrink we'll have more updated data in a couple weeks time there likewise the last item in the space around family tech support and staff service desk augmentation as we have fewer students using devices for their
080learning next year at home we may have fewer needs to have a help desk to help parents and kids figure things out when they're stuck at home so we'll have tuned up dollars there i'm hopeful that we'll have some shrinkage in those two line items and perhaps some others but at this juncture the net is 18.8 million dollars in new revenue and after you go through all those new expenditures ongoing expenditures we have 4.8 million dollars in this run that's not allocated so as you think about one possibility is that you do a one percent cola for staff if we did something like that there'd be 1.6 million dollars left i'll talk more about other needs and wants in the system as i finish up the presentation any questions before i move over to the
081one-time funds category of the spreadsheet all right so one-time funds we've received four different types of federal stimulus allocations at this juncture the first two have been expensed so the first one that we received late last spring and into the summer was the corona virus relief fund crf funds was an acronym that i think we've used on some past documents i can't recall uh what that number was any longer it was significant i believe it could have been in the 18 million dollar range the most significant use that we made of those funds that you may recall was we used them to pay for the double salary payment to certified staff that happened last summer as we adjusted the contract dates and we moved from the september first beginning of the contract year to an
082august first date so the double payments i think it was in the ball part of a 12 million dollar payment the crf funds paid a substantial portion of that and the rest of those funds went for things like ppe internet connectivity devices etc and then we received another pretty small allocation in the form of esser one uh last fall that was in like the two to three million dollar range and again those funds were expended on things like ppe connectivity and other responses to the pandemic including hiring additional teachers because we had to reduce down class sizes to have physical distancing we also had to reduce class sizes in our online program so they weren't at 60 70 and so we spent some more money to hire teachers and those federal funds were helpful in
083that regard at this juncture you see listed esther 2 which was another form of federal stimulus that followed and then esther iii which what esser two was the set of funds that was adopted i believe in late december before the change in administrations and then esther three as the funding more recently approved by congress since president biden took office and you'll see there are significant sums there that remain unspent and unencumbered we'll talk more about that we're also currently expecting that we'll carry over about 13.7 million dollars as we close the books june 30th of this year and fund balance that's not otherwise assigned to the taber reserve the three percent discretionary reserve from the board policy roughly the three percent that we hold to make longevity stipend payments to classified and certified staff in
084the five years after they they leave our employment so this is 13.7 million dollars on top of that and on top of some money in 5c that's been encumbered for various kinds of purposes as you know 5c talked about a lot of specific uses of those 27 million dollars in funds and so to use those dollars for some purpose other than what they were specified for we haven't factored that in here there's fairly significant fund balance right now that we expect to have as we close the books this year on the one-time expenditure side let me start with first off additional sbb cost you'll see 10.1 million dollars there sbb stands for student-based budgeting and why we see a significant increase or depletion of funds for that purpose is that our models for class size
085have departed from our traditional formulas and allocations given a variety of factors one of the factors that's most acute at the elementary level is that we don't expect our students who are in elementary school to have the opportunity to be vaccinated before next school year starts they may not have that opportunity at any point next year and given that we believe that there's likely to be continued public health expectations to have those students physically distanced at least three feet apart and to do three foot physical distancing in a typical elementary classroom requires that we have no more than 24 students in that classroom and so the sbb allocations that we've given to elementary talk about a maximum class size at 24. in contrast to class size high ends of 29 that typically are out there
086for grades three four and five uh throughout our system and so when you're usually building around 29 as a as a high level and you're at 24 instead and at this juncture as a practical matter the average class size we're seeing at elementary is 20. from the last report i heard from susie as they've gone through sbb meetings at elementary that results in us having more staffing than we typically would given our current enrollment and hence the 10.1 million you see there a substantial portion of that is adding staffing at elementary beyond our typical formulas what it means in terms of uh it can be confusing too because on the one hand i'm saying we're spending 10 10.1 million dollars to add staffing beyond what our formulas would typically say and yet i'm sure every
087teacher and principal on this call and just about every building in the system says we're having discussions in our building right now about making reductions based on reduced enrollment because of the supplemental allocation we've mitigated what would otherwise be much greater reductions throughout our system what i'm hearing thus far reductions at the elementary level even with this assistance of one to two per building is a fairly common number at the middle school level three to five is most common i think there's one middle school that may not be looking at any enrollment based reductions for next year but i think at others three to five is the range that i'm seeing and at high school we have anywhere from three to ten fte per building that we are looking at making reductions at it would
088be even worse if not for this 10.1 million dollar sort of investment in terms of hedging against some of these enrollment declines there's benefits beyond physical distancing at elementary too there's the benefit of having smaller class sizes that allow us to more effectively differentiate instruction as kids come back from the cove year we know there's a lot of students especially students who are members of communities of color and communities that are lower resourced that from map data and otherwise have some significant learning loss and will be able to better meet their needs and show up some gains if teachers have fewer students and are able to more effectively differentiate so there's quite a few benefits that come with that i also think this 10.1 million dollar number is going to come down in a fairly
089significant amount as we finish the budgeting process at the middle school k-8 and high school level i have fairly reliable information from an update today with tara cowans our budget manager sitting in for susie and we believe that compared to what was first allocated in sbbs which was a status quo starting place for our middle schools that we may realize savings in the 1.6 million dollar range at that level as we look at enrollment and allocating teachers to sections and trying to provide reasonable manageable class sizes for next year we also expect to achieve some savings at k-8 and at the high school level with high schools being the furthest away from the finish line in terms of developing their budgets just given the complexity that comes at high school and so that's a long-winded
090way uh come following my theme of being long-winded tonight i've seen that 10.1 million dollar number on there could land to be something more like six to six and a half million dollars in terms of an ad to reduce uh class size challenges for next year and so we'd be drawing quite a bit less money than you see represented currently out of one-time funds there's some additional money that you see allocated here for specials fte allocation and what that reflects is that we have more and more elementary student schools in part because of declining birth rates and smaller numbers of students who just want to go to school need to go to school who live or exist and then fewer students on top of that who are enrolled in public schools right now because of
091covid when you combine those things we have more very small schools that don't need the same 1.0 staffing allocation for specials that they needed before at the same time we want to be mindful about not having people with responsibilities between multiple buildings in ways that don't really work well it doesn't work very well to have lots of staff who are only 0.5 ftes as their total work allocation and so the allocation you see here helps us serve smaller schools and have staff in positions that have us able to keep people with us and not wanting to exit our system because we can only offer a 0.5 position dave and myla know more about that if i've misstated that or you want to add there feel free to jump in dave mile are you good with
092that you know you stated it really well um one thing i was just add um is i know that the specials allocation formula is one of the mou's that we did not dig into this year because of the craziness of covid um one of the things the committee will be looking at is what the correct cut points for a 0.5 allocation um would be and or to make recommendations to no longer have a 0.5 or something in this space because this is the second or third year in a row when we've had schools end up landing in a 0.5 space that we've decided that it's in the best interest of the schools and the students to not have that allocation so we just need to right-size that language with our specials committee and then bring
093a recommendation to this body next year but we just we don't have anyone running those schedules and so it's been a difficult um proposition to actually come up with but that's work that we're going to do next year chris you're muted thank you mr lockley thanks dave thanks for letting me know the next two items you see in terms of remote staff reflect that piece that next year we think we'll be at around a thousand kids online the year after more at 600 and so roughly the staffing needed to serve 400 kids who will only be there for next year is reflected here as a one-time cost i'll also say that as we continue to get data between now and august that show families and students are moving from online to in person we're going
094to track that closely and move fte potentially from this bucket of the online program into in-person schooling so that we don't have online potentially over resourced in terms of staff and having in-person schools with big class sizes and under resource so it's going to have to be really a fluid system over the next number of months ahead summer enrichment uh kim walsh talked quite a bit about this last night at the board meeting it was the highlight of of the board meeting i think for all of us who were there in a reader's digest format our interest is in providing opportunities for students where we have staff who are willing and able to supplement their work here to work with students in less than a full day full-time basis for a couple of weeks following
095the conclusion of the school year classified staff too and giving them a light touch around academics given that we know some students have ground to make up but a whole lot of touch in terms of connecting with one another working on social emotional skills that may need some further nurturing and development and just letting them do some fun play and experiential exploration opportunities and so the 2.7 million dollars you see reflected there would be to compensate staff to do things like take kids to a half hour math or literacy lesson over by water world under the pavilion and then spend an hour and a half swimming around in the pool for free uh for a week's time or going to topgolf to hit some golf balls or going to the zoo or a museum or
096other things of that sort so as much as i think we all care strongly about student academic growth and gains and mastery of those things i believe and it's been reinforced i think both by the feedback from our staff and our parents that we're all valuing more than ever the opportunity for our kids to have some fun adventure to go on field trips and things that really haven't been part of their experience for over a year and we'd see this activity largely happening for the first two weeks after the school year concludes it would look different school to school based upon staff interest in supplementing or doing some work beyond the contract year we know people are tired some people have plans or other things that they need to attend to instead and so there
097will be a lot of difference in terms of how much is provided for how many kids for what duration of time school to school throughout our system but we feel like we've set aside some money to to support students and staff who have interest in supplementing and enriching the academic experience i think this will largely be at elementary there will be some at middle school and i would expect very little of this kind of activity to happen at high school for a variety of factors that we could talk about later and then finally base is a place a nice little rhyme base is a place that has hemorrhaged money this last year because it was shut down for a long amount of time and then when it has been open our enrollment's been about 40
098of our typical numbers and our summer numbers at this point are still quite a bit lower than historical two and so we've drained a lot of money out of our budget through one-time funds and otherwise so we could continue to employ base staff during times when programs were shut down or under enrolled so that our entire base program did not have to to fold up because staff would all leave and take positions elsewhere and not come back we've bled out about 2.4 million dollars this last year in doing that base is also a program that historically has contributed a lot of money from excess tuition over expenses to help support the general fund in tough budget years so this year they're a deb on the debit side lots of years over the past decade they've
099been on the credit side of helping and one of the pieces that we'll need some further help about is making sure that we've got one months of expenditures held in reserve per board policy as we head into next year so that's what you see there in the end that still leaves us with at least 31 million dollars in one-time funds that at this juncture aren't committed to any particular expenditure we'll have for most of those funds i think all of them depending on how we choose to manage them three years to spend them so the federal money typically has a much longer runway before we have to spend it or it gets taken away and so we'll have three school years beyond the one we're currently in to work through spending those various federal dollars
100beyond what i've shared here i'll just put this at the bottom and say there's a whole lot of things that are on the needs and wants list from departments in the system sometimes on behalf of needs that have been articulated at the school level sometimes for needs that are centrally provided like maintaining the phone system or things of that sort and they total in terms of ongoing money expectations or requests 8.5 million dollars and in terms of one-time needs they total about four and a half million dollars we've not started doing any discussion or vetting of that those lists at the cabinet level yet we'll start that work next tuesday i expect it will take us two to three weeks to really complete that task we'll also accelerate it given that we know that we're
101heading to the end of the year and compensation discussions here are going to start coming at us quickly and we need to sort out some of the absolute must-do expenditures and be able to talk to the team about that and share our thinking behind it and get your feedback thus far we just haven't had those discussions 8.5 million ongoing 4.5 million dollars one time those are big numbers and yet i just share with you that that is not unprecedented each year uh cabinet members on behalf of schools and departments bring forward multi-million dollar requests and just given the persistent lack of resources that we've had in our states and our community we wind up putting most of that stuff on the in the trash can and saying not this year maybe next year come back
102again so don't be stressed out on by what i'm sharing but also know that even with quite a bit of additional resources from the state and all these federal resources the ongoing dollars in particular are still fairly scarce that's my report happy to answer any questions any questions for chris uh sandy [Music] uh is there a plan to keep or get rid of florida virtual mr fobert do you have anything you can share there yeah florida virtual will not be in place next year in the online program we were able throughout the course of this year to do the work that we needed to do to make our existing curriculum more viable digitally we were able to acquire some things that were a better fit for where we've been as a system so we will
103not be retaining florida virtual to support our online learning next year other questions for chris chris i don't see any go ahead [Music] i guess the other thing beyond questions if there's anything in here that you feel like isn't really readily understood confusing to other audiences things that you feel like could be issues of conflict tension disagreement in the system that are helpful for me to know if you have any of those things either now or offline following this meeting if you can let us know that's helpful you know there's a lot of things that are valuable about this team and one is that you're connected to many of our colleagues in the system and you can hear some of the rumor mills some of the chatter that goes on amongst colleagues and if there
104are parts of this that you feel like i've got blinders on or i'm poorly communicating about it's great to hear that sooner so we can make adjustments and be clear on our future communication as needed ian a very very small item in the grand scheme um but i was curious if we had any feedback or there was opportunities or direct feedback for schoology um i had heard that that's a is it a three-year expenditure um and if so it makes sense to obviously carry that forward but i wasn't sure if there was um kind of that feedback cycle happening so beau you're probably our expert again yeah so two-part question there i'd say ian first of all yes we we agreed to a three-year contract with schoology last year most of you knew we had
105schoology in place pre-covid it was kind of our go-to place for a lot of adult learning we had a couple schools that had been using it school-wide and even again before covid we knew that as a school district of our size serving our community having a learning management system uh is something that's just fundamental moving forward so yeah schoology will still be provided next year we'll have seesaw for our younger students next year and yes there is more engagement we have to do about utility we want to see with schoology things that could be adjusted with schoology that can make it easier to use options to get more out of the google environment for people that are more comfortable with the google piece so as chris mentioned we didn't have the opportunity to do a
106lot of the usual work we do around engagement around thoughtful integration because of the urgency uh and the unknowns of this past year but as we move forward and we kind of rise from a crisis into a really thoughtful intentional collective use of of not only schoology but all of these digital tools um i'm really looking forward to that kind of approach versus hair on fire approach laura lappy you may have just answered it but my question was along the same lines but in terms of zoom um and then just because we don't necessarily know what our meetings will look like is that something that the district is going to keep on as well because i saw that on three lines down at the bottom yeah we we've got to talk about zoom and and
107google meet which is part of our enterprise system that we already pay for and how many licenses our need we know it's shifting a little bit but yet we're forever changed in how we do business and and being able to connect over zoom for a variety of reasons will be necessary so we've got to figure out what the right level set is as we we adjust from like a half to wall to wall to something that's a little more strategic and nuanced and and that's the work of the next several weeks other questions it's less of a question uh but more you know just a flag for later on um i do think people are gonna want to hear more specific not necessarily today but how specifically we are spending some of the federal esser
108dollars both the sr1 and two that's kind of already out the door and the three that's currently in the in the hopper um i think that's going to be important to be able to communicate what things are in that box what's not what are we holding for those future years of implementation and what that implementation and engagement is going to look like um because i think a lot of people are starting to get their their head out uh of the clouds a little bit and seeing those dollars and wondering yep thanks dave mila if you can jot that down as like item b for our discussion with susie at cabinet next tuesday all right anyways he gets for [Laughter] any other questions or comments around the the finance all right i'm seeing none so i'm
109going to suggest since you've been at it for almost two hours uh that you take at least a 10 minute personal needs break uh everybody okay with that it does sound good but if uh when people come back if they can pull up the moa uh buggets document in the share drive so that we're ready to rock and roll when we come back and milo also sent that out i believe in an email too so so if you could have it ready to go uh that would expediate things so uh 10 minutes folks uh we'll be back in 10. my computer you so [Music] favor we uh ready to go i think we're pretty close i there's a few people that haven't turned their cameras on so if you're back please turn your camera on
110so that i know you're there or give me a thumbs up on it i think we are all right so uh next thing on the agenda are the uh mou and it uh mou's and they're in the bucket so dave milo i'll turn it over to you okay first thing i wanted to touch on if we could scroll down to page six of the document the article 14 stuff with induction and the apex committee we had finished up last time but we did not we brought up potentially changing the calendar dates and everlasting the dates instead of adjusting them each time and so i just ask you to scroll down to page six where it says article 14.6 for the dates um we didn't have you make a decision last time but we did say
111we were going to come back and ask you uh this time if you were okay with creating those dates as everlasting dates since most of them are actually driven by statute and not things that we actually picked as as dates discussion on that questions on that i'll give you a little time to look it over again it's page 6 in the mou bucket doorman's got a question dave so my question is when it says no later than 14 days prior to the last day of instruction is that 14 calendar days or is that 14 construction says 14 calendar days other questions comments we could put that in there just to make that distinction um dorman i think that's a good catch because often times when we say 14 days we mean contract days since statute
112does uh make that be calendar days so we can put in the word calendar so 14 calendar days okay other questions or discussion and i'm assuming dave you want to thumbs up on that before we move on right if if people are in the place where they feel comfortable voting yes all right i've seen a lot of eyes looking at me or at somebody looking at your screen all right let me see your thumbs on on that you have consensus okay thank you very much guys if you want to scroll now up to page four the shared decision making was where we left off as a group uh that was during my brief absence last time so i also uh went back and the advantage of youtube is that you get to go back and
113hear the pieces parts that you missed or maybe misheard and before we um really delve into the uh the changes and discussion that the mou team had i want to highlight what we're calling 7.1 our recommendation is to make this shift all the articles down and put this as article 7 which would put it with shared decision making policy council and faculty advisory committee kind of in order uh we felt like that was the logical location in the contract to put it with all the input areas in that same spot um but that first item bullet there um which would be 7.1 if adopted as um written would be is shared decision making is an opportunity for all stakeholders to have an input in the decisions that impact their learning and working environment we had
114a lot of conversations um and a lot of heart burning concerns people shared around what does that mean like what parts of my budget what about all parts of curriculum what about adoption what about implementation what i don't have control of those things and the piece that you know our team really um i i'll be honest i kept bringing our team back to you is that this article would say that they should have input when those decisions are made not be the final decision maker not be always at the building could be at the district could be in different venues could be teams like this could be policy it could be the faculty advisory art committee could be uh the district accountability there's a lot of places for which people could have input on these
115kinds of decisions myla uh tagged at the bottom of the shared decision-making article there two district policies that list out for specific on uh curriculum adoption where it specifically states how educators are involved in the process for uh district level curriculum adoption processes we talked a little bit about budgets and one of the things i heard in the budget conversation was well what about my discretionary what about my fte what about this what if we go back to what we're saying show decision making is is it's providing clarity input and transparency there's nothing that says that the beginning parts of the input on the budget making process doesn't happen in december where you ask your staff what are some priorities that you would have this year you got to rule the world how would you
116uh want to see the fte allocated or budget or whatever it is the parts of the that you're asking them about and then as you are walking through the project the process with your budget team um just being transparent and being open to feedback as that process is is going it's not a vote it's not i'm gonna vote for my second grade team to get an extra fte instead of the special department it's about input and transparency so i'd like you guys to before you reread all of this to really reframe our thinking to not about voting not about um you know power and authority but really through the lens of stakeholder feedback and transparency then at now if you can refresh your mind to that then re-read through the changes and adjustments we made
117and then uh we can take questions and comments in that space okay i'll give you a little time to think about what dave just said and if you have questions or comments please raise your hand in the participants box any questions or comments it's a little long it may take him a second to get all the way down i still see some some folks reading dave [Music] so questions or comments i think you'll notice that we really didn't change much in that third section the 0.3 section we'd spent quite a bit of time talking about you know to dave's point you know like what kind of funds uh does this mean that before i can do my budget i have to you know have a whole everybody has to have a vote and um and
118this is where we went to the conversation that dave just described around the intention is input it doesn't say when it has to happen it just it just that that you would you would have input from the stakeholders that are going to be impacted and you would move along through your processes in in a transparent fashion open to hearing people's opinions in the end the the building administrator is the decision maker but but we do have a shared value of operating in transparency and operating with input from stakeholders so we thought that pretty much leaving those things wasn't in contradiction of the district policies for example around the the it's the implementation of the curriculum that's district approved um in accordance with district policies and in fact those policies have all sorts of space for
119shared decision making for input opportunities so i don't know if as you read though if any of that strikes you it's just like still scratchy any questions or comments still see a couple people looking very intently i don't know if they're reading or laura [Music] i just it seems like there's things that we've gone through during ibs where we say we're going to use the shared decision making and i just wonder if anyone had gone and looked just at to identify those places where we've said that to see how if this really when you start talking about people get input but not a decision so i didn't know if there were places where people might feel like sometimes that the shared decision making that we were referencing and some of those um some of those
120other places might you know just making sure they're in line with people so to do some of that um in place every place we reference shared decision making in the negotiated agreements um i believe is would be in compliance with this new language because we're not really changing the intent of the language or the scope just moving it from being implementation language to established practice language and so i did not as i did that work um see any places that was in contradiction okay other questions or comments are we ready for the vote i'll ask it and see let me see your thumbs all right you have consensus my only heartburn now is that i'm gonna have to re-remember what all the numbers of the articles are uh after after seven article 12 is no
121longer article 12. hey you had your thumb sideways i wonder if you'd offer uh some insight as to that um i don't i just i think it meets the what it was before we're just putting in the document that's good but um i don't know i'm just uncomfortable with with the the just the general input we just listen to everybody and then make it whatever decision we want to make regardless of the input type of thing and and i've never had a problem with it in reality because i always had great administrators so so it's just i don't know i really have not too much to say about it it's i think it represents what it was and milo thanks for recognizing that because i i saw his thumb up and inside it but i
122didn't see it sideways so all right david what's next um a couple uh brief things just to expose people on before my myla takes over for the next set of the items on the moa space if you scroll up to pages uh two and three one of the things we talked about doing is minor um um is removing the uh temporary this is for the ibs uh moa um removing the language where we said we were gonna do a second session uh last year because we had to add the second session because of the extension of the um the ibs season last year and then um adding in that we're gonna form a team to discuss and potentially bring recommendations to uh this body about reworking article four to incorporate it as language once again
123this would be not something that we're doing now uh this would be work that a group a subcommittee of you guys a group of you guys would work on and bring back to this body for discussion next year but it's our practice that whenever we have a group working uh that works in the contractual space to have it be part of an moa um for for ratification and clarification by this body we're not voting or doing anything on this right now i'm just highlighting it so you have a chance to read it observe it and come back to it next time okay i mean obviously i can't take any questions i was just going to ask if you wanted to take some questions on it if people had them dave yeah i'm really glad to
124take questions on it now i just just making it clear that we're not i'm not even if there were no questions we're not taking action on this uh right now okay any questions on this and to clarify this remains as an moa um this is just a line a proposed language tweak leaving it in the moa space until next year okay all right so you're not taking a vote on this one so are we ready to move on yep we can always uh people have questions they can either email them to me or milo or we can bring them up at our next session all right milo then i guess right yep um okay so well done on the shared on the moa buckets two tas two little moas ta nice work um the next
125document i wanna point your attention to is called draft language for leave related articles so there was uh there was really no time between the last meeting and this meeting what with our other subcommittee groups and and just conflicts with like the rest of your professional lives um to have a writing group meeting so we did it electronically and since these were the three out of the five leave related articles that we went through last meeting and we agreed really just could go straight to a writing group and that you'd like to see what what the writing group came up with that the the nature of the changes was fairly simple and um so you see the the note i sent to the writing group and um they came back with you know a few
126clarifying comments or questions um but essentially i think what what you have in front of you then would be our recommendation to you for your consideration and so 22.1 um you you see the exchange of the word teacher for educator so whatever's capitalized is new language i'll remind you of that and recall that this is the article uh where it wasn't really clear what happens to somebody who goes out on an unpaid leave so that's a leave of greater than 30 days and they don't have temp leave time accrued to use and so they're on unpaid leave and um and then they come back and their their temp leave you know is allocated at the beginning of the year and our practice is that you don't earn temp leave when you're on unpaid leave and
127so we needed language that matched the practice which is that if you go and come the time you're away unpaid you don't you don't get template for and um and that's to treat people fairly and consistently with for example folks who take a whole year of unpaid leave and get no temp leave time for that year why should somebody who doesn't partially or be treated any differently so if that refreshes your memory a little bit so the thought was to just add the sentence that says temporary leave days shall not be granted for any unpaid leave of absence and will be determined on a pro-rata basis any car any need for clarification just as a reminder uh this is our this is and has been for a long period of time our practice um but
128it was not super clear in the language that that was what we were doing uh there were other parts of the the agreements for which uh hr um was pulling their justification from but by adding it to this place it clarifies the practice the long-standing practice so i'm wondering on i'm wondering on 22.1 the last sentence the new sentence should the two clauses be reversed so temporary leave days will be determined on a pro rata basis and temporary leap day shall not be granted for any unpaid leave because you talk about it after you say you're not going to grant any then you say you'll be granted on a pro rata basis that's yeah i think there's some logic to that i'd look to my my other english majors and wordsmithers out there i would
129agree with that in terms of if we're going for clarification if you er and clarity of the situation be like hey this is what you get but you don't get it for this i saw a lot of nodding heads sandy you have your hand up and maybe that well that change will answer my question but um when you say pro rata are we talking about like case by case basis is that what that's referring to no pro rata just means if you get 11 days out for 185 days worked in a contract year then we're going to um proportionally uh assign so if you work half of the days then you'll get 10 and a half you'll get or i mean you'll get five and a half you get proportionally out of 11 the numbers
130of days she worked prorate prorated got it thanks yep other questions uh laura mitchell so i just the the wording that i i just stuck some wording in there to see because it says you you've already granted them 11 days at the beginning of the year right so if they go on unpaid leave you're going to adjust based on any unpaid leave of absence is this does that make sense so it's just yeah i think that could make sense yeah other questions comments i just go ahead laura oh i didn't raise my hand you're okay laura's still got her hand up the other laura still has her hand up but i think yeah so you're under her hand there you go go ahead laura um and so it says let's just maybe someone just said
131something that made me think of this temporary leave days shall not be granted um is it something that would be like a crude as opposed to granted i don't know if that i mean i was on the the group but i didn't even see it right wait we do use the word you know accrual of leave days accrued so however the first sentence the original language talks about each educator granted 11 days and so i think that's why i picked granted up again you're right a crude is a verb we use a lot in this space i'm wondering if it should be something like temporary leave day shall not be granted when an unpaid leave of absence is taken i don't know or like the full day something around that like the full time may
132not be granted if you're now i'm just never mind now i'm going down a rabbit hole other questions or comments now that laura's muted herself um i think um myla i think we need to add the phrase at the beginning i didn't catch this either when returning from a leave of absence days shall be adjusted on a pro rata basis because we want it when they return not based on what they project to be returning to well this article speaks to not only returning from a leave but to um starting like late hires for example yeah i was just at the beginning of the sentence you had our added language not in the middle of that section where you started typing myla oh okay so not there but at the beginning of our new sentence
133gotcha i'm gonna go down here to laura's that's fine if it's all right so i don't get confused i'm going to strike the one that's currently attached to this yeah no matter how hard these writing groups try there's always more words nothing to be done other wordsmithing that you need to do that section where it says basis based for any sounds awkward to me i think you can just get rid of based they'll be adjusted on a pro-rata basis and shall not be granted yeah there she did okay what else any other questions or comments on 22.1 and milo do you want to take thumbs on each of these individually yes please yeah okay that's what i figured just want to make sure anything else how does that hang together guys i i think it's
134okay but yeah seeing a lot of nodding heads let me see your thumbs then all right you have consensus on that we're rolling all right okay 22.6 um dave and i described that our intention here was this was related to the change in practice around snow days and remember that we used to uh charge you your your temp leave day if you had booked a temp leave day and a snow day got called tough luck you lost your temp leaf day and that was that was a lot of heartache in my office every time there was a snow day so we changed that practice as a district and then we wanted to put some language in here about extended leaves but we didn't intend for this to be just only the unpaid extended leaves we
135intended that you know if you're on a a paid maternity leave a paid medical leave where you've got accrued time and you're still being paid just because a snow day happens in the middle of an extended leave does not mean you get one more day of leave um you know tacked onto the end of your leaves so we wanted to just simply strike the word unpaid and then that would um reflect the intention of this article any questions about uh shelley so um with that in mind the unpaid is an easy strike i just have maybe this is just weird um are there any such things as unapproved leaves do we need the word approved um no i mean if you're on an unapproved leave you're sort of awol but i just like to keep
136the the spirit of um you know it's a it's a leave that you've applied for it's been accepted by the district and and well we do have some leaves where people for example might just be gone for five or seven days or or you know in that thereabouts for something a little more complicated than just a you know then that they try to use this language the way that in a way that it wasn't intended as well well i think that the approved leave of absence really is like something that's 10 days or longer typically and that's really the spirit of this of that change in practice around snow days um if you if you're in the middle of a particularly bad cold and you're out for five days and one of those happens to
137be a snow day we'd probably restore that day to you but you know when we start getting into the you filed for an approved leave it's extended it's it's ten or more days that's when it's really like no we're not going to change your your leave accrual for a snow day in that space so yep the other difference between uh temp like what mile is describing about being gone for a couple of days because you're sick or something like that or even being in an unpaid leave status because you've chosen to take additional time beyond your days um and an approved leave is that these approved leaves have traditional expiration dates right like the medical doctor says you may return on x date or the expiration is on the end of the semester there's that
138there's for most approved leaves the approval comes with an expiration date and so we want to you know make sure that it's clear that just because there was a snow day doesn't mean you got an extra day on your return date your return date was your return date yeah oops sorry i get all that it just to me it i don't know we're yeah i just think that that sounds weird like there's a possibility of un un unapproved leaves and it doesn't apply to them that's all i'm worried about allison um i am just wondering if this was would also apply to people who use their own days and never enter into like sick leave bank or something if that makes sense um this is really independent of sick leave bank you can have an
139approved leave of absence for like a medical reason and you and it's only gonna take you out for 12 or 15 days and you have that much accrued and you don't need to enter the sick leave bank um okay you know like you have a foot surgery and you need to be out for two weeks something like that and like dave said there's an end date your doctor says you'll be able to come back at the end of two weeks you've got that many days in your accrual you go ahead and just take that many days to recover from your foot surgery it's an approved leave it's short enough though that you're not into the sick league bank for it yeah i guess i just i'm not sure why we wouldn't give them their day
140back for an extended period of time like if they're using all 12 of their days and they're still going to come back right at the end of that 12 days they're not going to add on another day i guess i i just i'm not sure so if there's a reason i it's not clear to me what it is so i mean to me you know what you're talking about is pretty rare to be honest with you um and my argument you know we we can discuss that at some other time but if you're in uh not on an approved leave of absence you're just taking your temp time or your accrued temp time uh which is what some people do during um you know some sort of like short-term medical situation they don't fill out
141the fmla paperwork they don't you know do that kind of stuff they're not on a medical leave of absence they're just taking those days off those are temporary days and in the system it's going to look no different than any other temporary day that somebody puts in and that'll get restored mm-hmm given what you're talking about allison would get restored because they're not actually on a leave of absence they're just using their accrued time for their personal business that they're allowed to under the contract okay that makes more sense to me thank you all right other questions folks i'm seeing none so i'll put it to the vote let me see your thumbs you have another consensus see rocking and rolling excellent all right um third third one from the uh group and this is
142chris you really missed a good session um last time with this really fun explanation of fmla rolling days and look back periods um i don't even want to go there folks but yeah recall that scintillating conversation we had at 7 30 last two weeks ago and the proposed but we talked about the four ways that fmla allows you to measure this 12-month eligibility period and trace shared with you that the very most common industry-wide and most advantageous to the employee is this rolling 12-month period measured backward from the date of any fmla usage and so that's our recommendation to you and so the language then that would best reflect that and the quotes that are there around the word rowling appear in the department of labor documents as well and they quote the word rolling
143and so i would propose that we would uh you know use their uh nomenclature so to speak uh here so it's just changing hours from any 12 month period which is not our practice and not really in your in any employee's best interest and making it a rolling measured backward questions on this one folks marty already showed me his thumb so all right i'm not seeing any questions let me see your thumbs and you have another consensus good work all right very nice thank you um okay so then that takes us to uh oh dave and i have a you've been watching us do this in every article that we do some rewriting we replace the word teacher with the word educator because this master agreement represents the interests of not only teachers but nine
144types of ssps special service providers and so the term educators seems more inclusive and more accurate we wonder if you would be willing to uh entertain a document-wide language proposal a replacement as we go through updating this year's changes language changes if we just do a find and replace on the whole document um we don't have to take action on that tonight i just want to bring it up ask dave to make any comments and then come back to you or for some kind of uh recommendation from you or or approval if you'd like to go in that direction allison yeah go ahead dave and then i'll go the other thing that we were going to do as we were going line by line to replacing the educator section was to de-gender the master agreements
145to take out the he she's and move it to they theirs uh in the uh agreement we've been doing that as we've been writing it uh last couple of years uh and now it's getting to the point where like it's pretty inconsistent on places that it's degendered and where we have not done that work yet and so since we are going through line by line already [Music] we are also proposing going through and degendering the master agreement all right allison so i like that i think my only hesitancy is the find and replace all without like looking at it so hopefully [Laughter] we might have used it to find it we weren't just gonna replace it okay yeah like i feel like cause when we were having that induction conversation we were talking about would
146that change requirements of what we're obligated to do so just maybe a little bit of conversation around some of them might be necessary that totally makes sense and if we are questioning anyone what we'll do is replace the rest and then bring it back to this body next year for a brief discussion and linda you did have your hand up did you want to ask a question no i just um i think that if we look at the definitions in article one where it says the term teacher that would just be changed to educator and then throughout right yes that is correct that's what we would be doing anything else on this and you're not wanting any type of thumbs up or anything on this right now right okay just bringing it up for you
147to contemplate okay um the next agenda item is the sickly bank report and you have that in your shared drive we uh skipped ihb mila you skipped over your report no okay ihb that is called draft article 21 intermediate salaries steps you missed you messed up on every other video by just jumping to your next thing jeez way to go i know all right so dave you want to take this one and the new language is all the way at the bottom yep um so uh yeah it's all the way on the bottom so we've updated you guys a couple of different times from the uh committee and the ihb group around uh working and we were charged from you guys last year to find ways to streamline and modernize the language around how intermediate
148salary steps are um granted uh when it comes to education and training so how do you how do you move the credits that count for moving from ma20 to ma40 ma40 to ma60 and whatnot and so we are not voting on this today uh but what we are doing is presenting what could be the um a draft of the language based on you know the feedback you guys have given us periodically as we've throughout the school year some of it's been a while um this has been a year-long project um taken feedback and moved um moved the language or moved the recommendation along um we went uh into the space of taking our recommendation for which we got um approval from you guys to moving to a a it's a lengthy addition and change to
149the um document itself i'll do a couple of highlights um and then go from there as far as um allowing you guys to read or ask questions and um whatnot in the article if that works for everybody but once again we're not necessarily we are not taking action on this today we are just seeing the language for the first time [Music] so um we should all be on page five uh underneath where it says draft language you'll see some of our ongoing notes at different points from the year this is one of our working documents that that group has been using doing this work so um remember the the high level movement we were moving away from is moving away from um you know having a process where people had to get pre-approval and then
150approval and submit documents and those things only happen a couple of times a year um throughout the year for the ihb process uh it was time consuming many educators didn't have access to it because something came up and they didn't have time to do it and you know for a variety of different things additionally um you know the professional development space has changed since many parts of this article has been written and as ssps and others uh have been you know asking for greater access um and and whatnot uh we've been trying to find ways to best apply their professional development that they use to better their craft into this language and so what we believe is that this language change allows us to do um those those things um so article 21 uh the
151credit section as far as college credits hasn't changed you have a transcript from an approved university per the list it gets put on it gets accredited to you there's no changes to that space at all um the um the definition of areas uh you know the 21.1 point one two and three four none of that has changed we did strike because we're we removed this section about um how to deal with online correspondence courses audio courses that kind of stuff you'll see where that lands um further down in the um in the changes um what is that 21.2 is um stays the same that they need to have a b or better or a satisfactory on a pass fail uh in order to receive the credit on the tr it's on the transcripts the traditional
152ihb board as we currently know it is struck and will see its replacement later on in the article we moved away from the term uh in-service credits to salary advancement credits um because in-service credits now really apply to things that happened during an in-service day not something that happens beyond the in-service day that stuff may be applicable for re-licensure but it is not accepted for licensure credit so we updated that um recommend update to that language and you know using the term professional learning as the way to describe the opportunity consistently throughout the document see those minor language changes in what is now listed as 21.3 uh 1 and 2. and now we'll start seeing a couple of the changes one of the things we talked about is by streamlining it so that you no
153longer have to go through a rigorous process for some of these educational learning it's just automatically granted to you that we would mirror the language that we did as we described to you guys previously with the cte folks where they're um their classes that are not district transcripted they're not on a college credit credit they uh it's 10 and 10. so 10 of those kind of credits and 10 graduate credits or district issued um salary advancement credit in working in the all the way up to the 60s that ba's 20 30 46 there's not a 30. 20 40 60 and the m8 20 40 60 categories it would work in the 10 and uh 10 and 10. um and uh the ba and m80s would remain the same as far as how people moved into
154those sections 21.4 starts talking about uh we changed uh and repurposed this term that adult educational program which existed in exists in the current language but um moved it from uh and give it some specificity and just saying if we have a pre-approved organization like the colorado department of education or something for your professional organization or the denver museum of nature and science and there's a variety of ones that could be approved um that those courses those entities would be approved and we would if you would just turn in your completion information and it would be uh just automatically giving you credit no pre-approval no ihb group it's just if it's on the list of approved agencies you turn in your completion information it's done um [Music] so um then um in for non-educational uh
155non-district educational experiences so these are things that aren't classes and we give the example in this new language giving the example of things like attending an educator's national or state professional conference that's an example not limited to um and then the language updated with the um the language around um professional learning and that kind of stuff remains the same and then we put in what a credit this section here can you guys see my highlights that i just highlighted yeah okay that section there is the current practice and has been for a long period of time that if college courses are offered for attending not in addition to do additional work and then you can get a college credit but if college credit is offered for attending a non-education or non-district educational experience that the
156credit needs to be opportunity needs to be taken and there's several reasons for this and we do get people submitting you know having having gone to an experience and and they say well you know i don't i don't want to have to pay for the credit you know to be transcribed i don't want to pay for the college credit and um we feel strongly that you know this is an investment in your professional uh career this is uh actually better for you as the educator to have this transcripted on a university transcript it's portable that way if you ever do leave us not that we want that to happen you'll be able to take it with you and um it's it's more durable it's more uh it it's just um something that we feel like
157is an important part of this investment in your salary advancement as well but um it certainly keeps things uh just just very consistently tabulated it's on a professional learning transcript it's on a university transcript to the greatest extent possible additionally um my experience of having to sit through many an ihb session and processing paperwork the amount of uh salary advancement credit that we actually reward on the graduate versus what is awarded from the contact hour certificate is usually greater anyways so it's actually in the educator's best interest to receive the graduate credit um anyways and the difference you'll also see up at the top we remove the phrases pre-approval and that kind of stuff it's just approved based on what is described previously in 21.1 of types of things that improve your profession and whatnot
158the list that was already in existence and already used as part of the what is we refer to now as ihb work um the educator would submit their completion paperwork they would submit the thing that there'll be a little box that says how this applies to one of these categories and then it would be um approved without having to wait for a timeline without having to wait for a group without having to wait um if we get it pre-approved be a much greater streamlined um process our current practice um has been for a long time um because it lived in the ihb realm but we're just inserting the words here um the um pre-approved foreign travel study it has been you know as part of the ihp process since we're striking some of the language
159around the committee that approves foreign travel um experiences we felt like we needed to insert it here pre-approved foreign travel experiences um and the rest of the language maintains uh the same as it was before otherwise other than striking where it says the submissions to the ihb group it'll now be to hr then uh in 21.8 um this uh language um i don't know the genesis of why it lands here but we believe since it was placement language it belonged better in appendix a because init where the rest of the initial placement language um is located because it's about turning in paperwork uh up to 90 days of your employment all right um in 21.5 there is a language here around when the um document or when your documentation will get accredited to you and
160um what we did was be very specific about when in the month uh you have to get your documents turned in by in order to get it accredited too which is our current practice based on the definitions that's there but just clarifying there that it needs to be in by the 10th of the month or the 5th if you're talking about june and december because of the close of the school year in december and june and the fiscal year 21.6 um we discussed with this group before and others uh adding the language of the recommendation to add the language of similar unpaid interns for student teachers so that would be you know those who um supervise student teachers but those student teachers are not um paid employees of the district uh 21.11 or what was
16121.11 that'll need to be renumbered um this is the cte work that we did last year uh so there's no uh changes to that section other than one minor um language change to the beginning to update it to be consistent and then 21.12 is the change to what creates the pre-approved the approved body for who um is going to approve these different courses so the review panel for non-cte educators consisting of up to two of each of the following categories administrators [Music] certified educators dta representative and human resources and will be selected um upon the content being approved so if we are approving a math uh organization for approval it makes no sense to have an art teacher or uh whatnot approving that so our the art coordinator district coordinators are a much better judge
162of who um is the right body to approve it and then um the the people will be the appointments will be agreed upon by chief of human resources and the dta president uh the review panel will shall meet no less than two times per year to create and maintain a list of providers of approved adult educational programs and then we put in a practice that is the current practice which is when somebody disagrees with the ruling made by one of these bodies or by hr processing that they um appeal and give us information and talk to you uh myself and um myla uh about why they think they have been miss uh like the process was not followed correctly that they're in this case maybe their ihb document or their education adult educational program was
163denied um and they can appeal that decision to us or if their non-district educational experience was denied they could appeal to us to uh have a court of appeal of to overturn the ruling made by the groups doing the processing and then lastly um just so that for reference the section of appendix a where the insertion the recommendation for the insertion of the language from what is now 21.8 i said like a whole lot of things and there's a whole lot to read here dave so i think giving people five or ten minutes to stretch their legs read and whatnot is probably a good idea yeah i was going to ask the same thing so i take a little break read through the document and uh let's come back in it in 10 minutes does
164that look sound good to everybody is that 7 20 7 20 yeah let's go 720. myla in 2021.43 you need to change the hr to human resources thank you nancy yep milo did you see my chat message to you you're on mute i did see the chat donation of days yeah we don't talk about it now but i wanted to put a placeholder just to circle back on that based on our conversation we were having around uh paidly versus unpaid leave in that space yeah you want to get you want to mention it tonight or or on the next agenda i think we need to do other work in that space first before we're ready to have that kind of conversations that sounds like a next year conversation but you have your your notebook with
165your list yes i'll put it on the list it's getting long always does always does but i also want to make sure that when we go to implement that we have it uh we implement it in the correct way for now and if we need to bring it up for different discussion later we do yeah good good catch sorry okay um i can't remember okay uh you so hmm uh all right folks if you're back turn your cameras on so we know you're back and we'll continue so dave i assume you uh will entertain questions at this point if folks have them yep would uh just say that we're not going to do a lot of wordsmithing today i'd like to take more questions and concepts if there are specific comments feel free or uh
166like like languagey questions um we could ring them up and um but we're not gonna rewrite stuff today that's it's too long to do that work right now okay uh dorman so why what was the idea behind the community putting the pre-approval on uh travel uh foreign travel as opposed because it appears that they're trying to get away from pre-approval but that particular one was kept as pre-pre-approval and i was wondering why yeah i can speak to that um so you know um one of the things that uh just to be like up front about that is we don't get a lot of these a year just in general we don't get a lot of these uh a year most common is people are going and doing something not necessarily education related and then trying
167to make it education related um to get credit for it there's we do get a few people who are doing like like full-on legit like you know i think norman you talked about you know going down to what uh to a south american country to learn and immersive spanish that kind of stuff you know we get that kind of things as well we don't get many in general but we are still get people who want to take their all current travel plans and turn it into something for ihp credit or for uh salary advancement credit and the rationale for keeping the pre-approval is so that that way folks who want to make that effort know it going into it and don't come back and are upset that they're not going to get credit for it
168after be shelling out large amounts of dollars that's the same reason why we want to publish the list of organizations we want the list of colleges that are well it's the accrediting agencies but the colleges we want those things are things that we can do up front for non-district educational experiences the bar is a little bit lower we have the what you should have be able to connect it to um we feel like that the pre-approval is in the is in that is in the educator's decision to pick something that matches those criteria that are listed in the the point one part of the article uh and so this is just we felt like it was to help people um make sure they were going into things with eyes wide open and and i have
169a follow-up question so you know with uh with uh speaking about the diversity um and all that that we view as our well somewhere or as he at least views and i agree as one of our most important tasks um currently and i know this is you guys are just trying to streamline it and trying to et cetera but i would just like the committee and everyone else to think about some sort of idea uh where it's not just international travel and by the way i don't like the word foreign by the way uh international travel um but uh i not but before i was an educator when i was in college i spent time with my friends um in on the window wind river indian reservation um and uh got some valuable experiences that
170way too so does that fit into our ihb anyway as if someone goes into an immersive experience in other cultures um that we serve in our community but not internationally for instance you could go to puerto rico and volunteer at a summer school really learn about you know puerto rican latino culture in that immersive experience with a family there but that's not international puerto rico is part of the united states so are there any ways in the ihb to get that sort of credit so the um so yes uh and no right so uh we have given credit for things like your your puerto rico example uh for people taking not because they get a lot of training you know the trainings that they go to to to learn the the culture to be part
171of the training we would give them through the um non-district educational experience they could apply for credit through that space um and for just generic travel too um no but if they were to you know uh while at the reservation be part of a my mind is skipping on what might may happen but they go do something while they are there they could apply for that to be part of um for non-district educational experience but the travel itself just being there uh would not be currently as the language is written not able to to do that um we didn't feel uh as a committee since our task was to streamline and to think about ways of to create efficiencies without losing anything that educators currently have we didn't feel comfortable i wouldn't have felt comfortable
172having travel just generic travel in that space without that being a fuller specific issue in to bring up an ibs milo were you pointing at something i was just saying with all of us yeah we didn't we tried not to change content more just process but but yeah you make a point dorman that maybe this group wants to consider milo always makes fun of me because i am constantly whenever we're in one of these committee groups saying the phrase well the charge to this committee is when we start get going off and veering in different directions all right other questions comments for dave or mila and thank you for a few people who have already kind of commented on a few wordsmithing kind of things appreciate that we'll look and incorporate those work um and
173bring it back anything else on this all right dave i don't see any and you're not wanting any type of consensus tonight on this correct we're correct but we want people to have a chance to read make additional uh wordsmithing comments incorporate those and then bring them back to our next session sounds good all right so are we ready to move on we are so now we need the chart for uh in the folder labeled 2021 certified slb sick leave bank usage comparison spreadsheet excel extension per our documents i'll just give a little introduction as people are pulling that up polar per our documents um we are required as a team to review the uh well first the sickly bank committee reviews the usage and then brings to you the data and any recommendations uh
174they have on language changes usage changes general uh recommendations to you guys to take action on um this year as the spokesperson for the sick leave bank i'm excited to say that the sick leave bank is incredibly healthy even without the large influx that went in a couple of years ago as part of the negotiations even just in year over year this year's contributions versus this year's usage um we are uh in the black and in a good uh sustainable place of the health of the bank uh even without the reserves that are currently in there you can see in the document um the uh last few years um look back for historic references you can see on the bottom are all the different years of the chart this is an ongoing chart that we
175use so you may have to scroll down to the tab the correct tab this year's would all be labeled 21 so 131 21 and i would bring to your attention the specific uh tab to review which is the 131 21 um oh i lost it because i just moved summarized summarize thank you yeah my screen like shrunk the tab sizes all of a sudden i couldn't this for your historical reference we use the same and we look at you know what it's been over a year over year over year super fun so that summarize tab gives you the last couple of years look back this year's current uh allocations the number of eligible employees the number of people who contribute um the number of people who are on leaves of absence that they uh might
176be part of the bank but did not contribute this year because they didn't get a as we just previously talked about they didn't get their day to contribute um and then the total number of employees that are currently waived and there's also as you scroll down you see the number of out individuals using different brackets of hours in the bank and i always dave and i like to look at the you know the length of people's usage and i think it's interesting that 83 individuals used uh 45 days or less in the sick league bank and then 13 individuals used 90 days or less and then nobody this year used all the way up to the full 130 limit so that's great nobody had to use that um god glad that health allowed that for
177people see sandy has a question one last thing from the recommendation and then sandy i can take sandy's question um so we are not recommending any changes at this time to the policies of the sick leave bank obviously all things are up to you guys as a decision but the sick leave bank committee is not recommending any changes however after next year's utilization report it has that would have crossed over the three years since we changed the the rules on how long someone could be in the bank moving it from years to incidences uh that people are eligible for the bank and we have seen a steady um lower usage of the bank because of that and for a variety of other reasons as well but after next year's chart we would is run next
178january we want to analyze that and just give you notice that we might potentially bring recom a few recommendations to try to lower the number of days people might have to contribute beyond the 10 days before the sick leave bank kicks in we've talked about it many times as a committee that our employees who show up to work every day and don't use their whole 10-day allocation when they go into the sick leave bank are sometimes penalized more than those people who only have 10 days because they they may go up to 20 days of time days taken before the sick leave bank kicks in and it's been an interest of this committee in the past to uh try to lower the number of days taken before the max days before it kicks in um
179and we've said that we needed a few years of data with the changes rules before wanting to make that kind of recommendation so after next year we will look at that data and um i hope uh the trend is that we might be able to bring a recommendation to you on a change sandy sandy found her question dave already so okay she had it in the child thanks sandy any other questions for dave around the sick leave bank anything else and i think it's interesting that of people who use the sick leave bank the average usage is 172 hours per person so just little factoids for you there on that spreadsheet but okay there are no questions i believe uh i don't know i was listening to the board meeting last night so do we
180need a motion to approve the monitoring report kathy [Laughter] depends on when you want to have that dave before or after discussion as long as you don't forget it it works either way all right anything else on the sick leave bank all right so we're moving on right yeah so i think um this is coming into the ib the uh true ibs portion uh process portion of the evening we finally have an issue to uh to work work the process on actually work on huh all right that sounds good so recall that in our last meeting we had the five leave related articles three of them we've already made the language changes to rather simply but two of them this group said this needs some more conversation we really need to sort of work through
181this issue so um i'd like to have the first one be article 24 4. this is the leave of absence for other employment language and i'll just create a new chart sheet in the shared drive for us to start from scratch but the interest as you may recall was to minimize the disruptions that can be caused by a late notice of leave currently the language it gets super picky on the language it's not an interest the issue is the disruption caused by implementation or late applications for the leave for other employment all right so jim do you want to type or do you want to run the show jim you're muted sir well as you're creating that document can you top put in the top there uh a description of the issue just a brief
182version of it what'd you say again i'm just kidding you can check on youtube it's there jim how did you answer you were muted so i didn't hear you i did yeah which are which uh document are we looking at now what's the title of it she she's creating it as we speak jim i just created it article 24.4 leave of absence for other employment there it is i got it and milo is it under ibs 2021 correct it just says article 24 not 24.4 oh okay let me i'll rename it but yeah my mouse doesn't have a right click anyway it's just going to say 24 right now thank you whoever renamed it you're welcome i got it what's your pleasure david i don't it doesn't matter to me you want to run the
183show sets you i ran it on the last one uh i'd be happy to type if you want to uh if you want all right oops i'm screwing up the thing already got to find my own cursor here all right i'm ready anytime you are oh we're into story now who would like to start us off i can go ahead and start all right although rare there have been um especially in recent history folks who take this leave after the first reporting day of the contract year david do you want to go up or down the alphabet dave lockley let's go driver all right marty hiring after the contract begins is difficult laura i'm going to pass kathy late hiring reduces the applicant pool kristen i'm going to pass for now in pass matt late
184vacancies cause stressors and disruption for multiple stakeholders in a school milo we recently tased language regarding voluntary transfers and named 15 working days before the start of the school year as uh as a demarcation looking for the word there sandy and she said you remuted do you pass okay linda pass allison i have a question um so i know we have part of our contract where it talks about political stuff so like maybe last year we had people run for political office would that count as this or would that be something different we have a separate leave for people who are either holding or campaigning for political office that is a separate lead okay um pass for now pressure i'm gonna pass debra all right i think i'll take the plunge um you can't always
185dictate when your dream experience becomes available shelly um hiring after a school year has already started is disruptive to students heather pass bo dave my would just be an addendum to either marty's or kathy's above i would say particularly when that posting is a temporary posting is that all right to add to yours marty what did you say is a white bow i'm sorry a temporary position i think i said posting but i meant position thanks forgot the t in particularly there we go marty does that work for you he says yes very good chris ass dorman mine's a little bit but like deborah's but instead of a dream experience since we no longer have sabbaticals some job opportunities will bring back invaluable experience for the classroom and that's all i have to put there
186but i mean i'm just saying like if a science teacher had a spur of the moment opportunity to go work on some sort of research and then when they came back that that would be invaluable to the classic experience nancy pass laura leppy [Music] deb totally stole mine and just that you know sometimes you can't predict when opportunities will happen or come along i put it down just as you said it laura okay so let's quickly go around one more time and then we'll popcorn it after that dave lockley the majority of people who take the leave commence the lead at the beginning of the school year or at semester i didn't hear the last part the majority of the people who take the league do what begin it either at the at the beginning
187of the school year or at semester thanks dave sorry marty any added difficulty in filling positions is compounded in schools that serve highly impacted communities of poverty laura mitchell i do you know vacancies that happen after the start of the year impact the teammates in the building can i just say mine before you start typing absolutely i might need some help putting it together but in my experience um staff members that have taken a leave for other employment did not return and then having to post as a temporary position oftentimes you you don't get a lot of applicants when it's temporary and i'm and i guess i would wonder what is the data around um do people typically return and is it just that in my experience they haven't i'd want to know what the
188data is around that and kristin i got the first part of what she said many staff members who took leave for another job do not return and then what was the added part that you had on it well that it it's um when you post a position as temporary the applicant pool is not as large um and i know bo already said that but i guess my point is is that if my teachers didn't return it would have been nice to have posted it not as temporary thanks for letting me talk that through or ian okay uh i want to slightly address kristen's question right thank you so the number of people who take it any one given year is a really small sampling size and so it's hard to say like i mean i
189suppose we could go back and look at all of them ever and then figure out what that percentage is but each year it's very variable because it's just a small sample size some year more the majority come back some years they don't it's it's uh it really just depends on how what year you want to look at and how far back you want to look is it i'm not trying to be i'm not trying to not answer the question i just because it's such a small sample size one or two people shift the percentages a significant um amount um but we can we can definitely get look back information so dave ballpark are you saying maybe a handful of people each year do a leave of this sort um we do have a look back
190and we can get the information but it is this year is an uptick i remember when we met with trace mila you know she talked about this year being an uptick of years because of code in a normal year it is a a handful of people who take the lead it's a leave you can only take once and there are other requirements about how long you had to have been in the district to take it so it limits the significantly limits the pool of people who are eligible to take it and who actually do it and dave i'm putting that in a story i put in in a normal year it is only a handful of people that take the leave but for our next session since we won't finish up today um milo said
191that she can get the specific look back data but i just remind us that the issue that we're trying to solve is the um impact of late implementation of leave not the leave itself that's true thank you matt i'll pass it this time milo i'll pass sandy sandy we can't hear you typing an insanity and we can include it that way because we still can't hear you your earbuds may be dead or something i'll take my fingers off the keyboard and you can just type it in sandy yeah she's got a question in the chat dave and mike yeah she just wants to know what a handful is and we just don't know but we'll get it for next time yep you're right thanks andy linda deborah um i i think what i'm trying to
192add we might need a little bit more of that data that sandy was looking for for next time okay so i think i'll pass for now okay shelley pass heather um i would add temporary positions sometimes allow new educators to get their foot in the door especially those that might graduate at semester or relocate during the school year and you said especially i was just giving an example of those that they graduate at semester or you know relocate during the school year gives them that chance to get into this great place we all work so a question here i'm just trying i'm thinking about dorman's contribution earlier about people who might uh have an opportunity to enrich their skill set through doing something like research or something outside of their normal assignment and then come
193back and lend that experience my perception has been that people using these types of leaves have done so to go test out like uh a step into administration another district and see if it's going to work or not i can think of a situation where someone went to another country with their family for a year uh i think maybe to see if that would be a longer term fit or not came back i've heard of situations where someone might just want to try another district and a different kind of position i'm just trying to get a feel for whether the situation that dorman described if we've seen that before or is it really more limited to the kinds of situations i've described so there have been ones that i can think of i think the
194best example that i'll just because you won't mind if because it's super specific sent me saying it out loud on on youtube is you know michelle pearson uh from century middle school who went and worked for colorado took this leave and worked for the colorado historical society for a year and then returned to the district including many of that work and things that she does with like the receivable reenactments and other other projects and opportunities that she has been brought back to the district and the connections that she's acquired uh doing the same i can think of i don't want it so i'm not permission to share their stories i'm gonna be vague but there are other people who went off and did real work and maybe it was exploring but then when they returned
195um they were able to bring those connections that they made in those industries back to their classroom there are teachers who in our stem buildings who did that very kind of um thing as well so you know i don't know what the percentages are of those returns and it's anecdotal at best um but you know it's also one of those things that you don't also know until uh until after they come back whether or not they're gonna be able to bring something back to the to the classroom necessarily and similarly i have you know i've heard of some of those situations and also somewhere i think i want to be a real estate agent i'm just going to go try something else i'm kind of burnt out on teaching but i don't want to like
196cut my safety net so i'm just going to go try this other thing which i think is pretty unusual for any employer to allow it's an incredibly generous policy we have does anybody want any of that captured his story no because i think we're trying to focus on the issue which is uh the disruption by late resignation ah but it's just good just to get from everyone to have our heads wrapped around the topic because some of this some of this could be pertinent to that that um like because we're trying to eliminate well it feels like we're trying to limit the disruption and and i would love to to you know i don't want my kids my students to be just disrupted in their learning however there could it there are i'm not going
197to provide there are possible options maybe perhaps i don't know where you could have like a a two-tiered system perhaps you know bubble you know there could be different types of things and options that could come about with some of these ideas without going way down the rabbit hole so that's that's just what so i would be careful to limit the story norman i don't think we're going to get to options tonight but will you save that one constitute about it but i'm just saying we need story that backs you know yeah nancy pass laura um you may have answered this you said a hand well not the handful the um although rare so is this something that happens often like do people just not know that an opportunity is coming like you said i'm
198guessing yes since you brought what happens um what i will tell you is that myla uh in the data set that she's going to do is she's going to try to pull the when people apply for the leave information as well so that we have that information as often my of the anecdotal people i can only think of i could count them in one hand the number of people who really applied significantly into the school year there and they didn't start it had a at the beginning or semester that doesn't mean there aren't more that i'm not aware of i'm just saying of what i'm aware of because that only happened a handful of times where people it's late you know there are late ones uh as well but anyway sorry no you're good i
199was just wondering if the goal like is the goal then to like not have them take another job opportunity because milo's referring to like other jobs and if it's you know regular year-round jobs they give their two weeks notice whenever they give their two weeks notice and i understand that teaching is totally different i'm just trying to wrap my head around um i guess what the like sort of it's been very rare that people have just walked out the next day and just been on the leash it's only happened once as far as i'm aware that they've just walked out the door and been gone the next day i mean i can't it happened more times i just didn't know if somebody else like people will do crazy things so i was just curious because
200it's so rare i'm trying to be slightly vague because i do not want uh that person for their friends to listen and say i talked about them online uh that's totally fine i was just curious i have no i otherwise i'm passing on story that was my i just had a question all right what do you think of such a small cohort of people then it's it's important to be careful on how we talk about any individual case nice use of pronouns dave so if you have more story raise your hand please dave blockley so i have two pieces and then i think i'm done ah so can i just do both please do all right most of our leaves have deadlines attached to them about when you have to apply by and second uh
201in our ta language earlier this session for this this ibs year we set a 30-day it was an internal transfer that the notice had to be a 30-day notice unless otherwise mutually agreed to so they had to give 30 days notice to their current employer the current building in order to take that transfer sandy first and debra all right do you hear me now yes okay um i want to put down what uh jim said i want to say that or i it was i guess uh milo too but this this particular article is a very attractive um what's the word an attractive part of being employed by adam 12. that generous and unusual in my experience not to put words in your mouth but yeah that and by adam's 12 that may act in
202our favor in competing with other districts deborah i've heard a lot of us talk about that most of these leaves are applied for in advance and that the ones that happen after the start of the school year are kind of are the exception and we've talked a lot of here as a team that do we really really want to write language for the exceptions or do we want to deal with those separately so i guess for story i um to put it into story i would say something like um i don't know can we do a question as a story as part of story let's put it up and let's see what it what it is right well my question would be do we really need to make changes for the exceptions so i don't
203know if that's truly story or not but it's a question and we'll put it in story unless somebody objects thanks anyone else have more story they'd like to add i think at this point we don't know if it's an exception we'll just need to look at the data to understand exactly how exceptional it is so i think it's okay as a question posed it'll have an answer next week or next time any other story remember we can always come back and we're going to add some story next time we're back and we can add more store if you need to i have 804. you want to try start on interest now i see a few people shaking their head no all right raise your thumb let me see your thumb if you just soon not
204start on interest tonight you've had enough fun let me see your thumb looks like there's enough people who've had enough fun okay all right are we ready for check out then is there anything else that we need to bring up myla dave before we check out all right so check out thought for the day and we're going to start with shelly it feels like we got a lot accomplished tonight i feel like our agenda was um a heavy load and we did some good work teresa i agree with shelly i feel like we accomplished a lot and that felt really good especially um in a time when things seem a little complicated so i'm really excited that we got a lot done and i wish everyone a good night allison um yeah we did a
205lot of phone zoping tonight and that was awesome good job linda lindy you're muted you're still muted there you go oops no there i'll come back to you linda sandy uh it feels good to ta some things and i look forward to coming back to this conversation next time thanks everyone linda i heard you want to say it again progress there you go milo thank you i just want to say thank you to those of you who have participated in one or more writing groups um you've done double duty you know not just showing up here but i really want to express my gratitude to you all for your really good work on these documents thank you matt yeah keep on keeping on good to check some things off the list tonight take care everybody
206ian uh similar sentiment uh really happy with the the work we accomplished today and i appreciate those um working in between our meetings to uh to bring forth uh really important issues here i'll take care kristin nice job everybody um it's great to have so much accomplished in one night and i hope everyone has um sweet dreams tonight and get some rest and have a great weekend happy i like the thumbs up works laura mitchell i'm really impressed i'm one of those people that likes to mark things off the list and i thought it was a really long list and we still got to mark a lot off even though chris went way over but it was all good information so we appreciate marty really great pace to the work today and lots of great
207information and i'm not sure everybody gets this feedback i'm really impressed uh with all the stakeholders in the district and the work that they've done this year in times of just really not having clear data to follow and um a really messy path and um i think this group i'm rambling this group has been kind of exemplary i think in always having the district and the students interest in in focus and i think that trickles down to the leadership in the in the and the teachers and everybody in this district so i appreciate it dave luckily let's say something similar to marty uh the advantage or disadvantage of covid is that you can uh jump into almost every bargaining session in the state right now uh because almost all of them have chosen to move
208online and i've been doing that a bit um and uh if if you want to understand how better this group operates and how this process operates spend about 15 minutes listening to one of those and then you'll understand um that this there's a reason why we're we are still smiling and we're get so much work done even in the midst of chaos so thank you laura lepe that's funny that you said that we get so much done you asked if we were uh done having fun for the evening so i guess depends on your definition of fun uh but i also really enjoyed all of the thumbs up because then my thumb got the exercise that um i should have gotten for the amount of almond m m's i consumed this evening and i would
209also like to say thanks to the writing groups because the one that i was on didn't actually me so that was awesome so i will 100 volunteer for those in the future if that's how we're going to do it but i love you guys and i love the work you do and i love listening to all of your thoughts and chris you can ramble as much as you want i also enjoy listening to you immensely so nancy i take a lot of notes to help if we need to go back and chris you've got more pages of notes than anybody but it was good information and i always loved writing the word consensus dorman you guys are incredible it's been a good night thank you chris i just have a lot of gratitude when i
210do a compare and contrast historically around things like this initial discussion around dollars and send some money and the trust and respect and collegiality the willingness for people to comfortably ask questions just dramatic strides from where we were eight nine years ago oh yeah i i agree i don't think you can can help but feel gratitude for this team and its work and the writing groups the sentiments that shared it really is a privilege to be on this group and um i have to say we started and we found out at the beginning of the call that there's a lot of interest in craft cocktails among this group and marty made the suggestion that maybe i should provide them and then i found out that i could actually take a year off and get into
211that and then and then and then maybe make a decision for myself so i'm gonna let that marinate a little bit chris don't get too worried i'm i'm not quite there yet but i'm i'm i'm wondering i'm wondering yeah they're espinoza no one can follow that up great work thanks for your time go team and bo we're looking forward to that shelly i started do i have to go again yeah oh you started i'm sorry shelly i i had you up on the on the top and and dropped you down i apologize deborah um bo as long as you bring your expertise back to these meetings i hereby grant you that leave i totally you're bringing it back we all benefit sounds like it's all worth it to me um thanks everybody what did we
212ta 97 different things today that's pretty good i think even for us um i appreciate it have a great night jim thanks for all your work the work you do between sessions and the work you did tonight and my hope is that between now and monday morning you have an opportunity to make some inroads on what that perfect day looks like put it into place uh yeah i agree i i also want to play off of what dave said uh um if you if you're involved in any other negotiations uh you guys by far do it the best and and i i do want to share this i i uh ask a group to contact this some leaders of this group to help them out a little bit that's really struggling uh because i have
213such confidence in in what you guys do you uh it's amazing what you do and yes uh not not i i think you said a billion or something like that deborah it's it's five but you did great uh thanks all and and we'll see you next time