001Yeah. Okay. Uh good evening everyone and welcome to the Irvine International Academy regularly scheduled board meeting. Today is April 7th, 2026. The time is 5:59 p.m. We are located at 4782 Karan Lane, Irvine, California 92604. I'd like to call this meeting to order. Go through roll call. Molly? Present. Felipe? Present. Brett Freeman's here. David? Present. Okay, moving next to the approval of the agenda. Approval of the agenda for the regular meeting of the Irvine International Academy Board of Directors on April 7th, 2026. It's recommended the Board of Directors approve the agenda for the regular meeting of the Irvine International Academy Board of Directors today, April 7th, 2026. Is there a motion? I'll make a motion to approve. Thank you, David. Is there a second? Thank you, Molly. All in favor, please say aye. Aye. Aye.
002Okay. Any opposed, please say nay. Hearing none, it passes. Okay, moving on to community input on closed session agenda items. Members of the public may comment on items listed on the closed session agenda only. Public comments include emailed comments shall be limited to 3 minutes per comment and up to 20 minutes of public comment. Do we have any public comments for closed session agenda items? We do not. Okay, thank you. Next, we'll move to closed session where we will discuss the public employee appointment executive director of our executive director, conference with real property negotiations regarding this property, and also a conference with legal counsel regarding anticipated litigation. We should reconvene in approximately 1 hour. Ready? Yeah. Thank you. Thank you. Okay, thank you everyone for your patience as we just broke out of closed session.
003The time is 7:15 p.m. Uh no action was taken in closed session. Uh we'll move next to the flag salute, which I would like to volunteer, that's okay. Uh would you please stand, the flag to our left, right hand over your heart. Please begin. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Thank you. Okay, moving next community input on agendaized and non-agendaized items. The public may comment on items listed on the agenda including the consent calendar, presentation, discussion, committee, and action items. Public may also comment on items not listed on the agenda that are within the legal purview of the board of directors. Are there any public comments? There are none. Thank
004you. Moving next to items for consent. It's recommended the board of directors approve consent items A and B. We've got uh approving the minutes from the regular board meeting of the IA board of directors on March 17, 2026 and approve the personnel report. Is there a motion? I'll I'll make a motion. >> So, I'll second. Thank you, Felipe. Thank you, David. All in favor, please say aye. Aye. Any opposed, please say nay. Hearing none, it passes. Okay, moving to items for discussion and possible action. Uh first item is review of comparable compensation data for charter school heads of school, executive directors, CEOs, and approve the executive executive compensation paid to the executive director. California Nonprofit Integrity Act of 2004 mandates the board of directors review comparable executive compensation packages for educational executives prior to implementing
005a new contract L Cap goal action goal one action two funding source not applicable budget financial impact not applicable to recommend the board directors approve action item A. Okay, so we do have a salary study that was prepared for us and made available in the public folder. It is dated February 2026 and it's titled governing board of Irvine International Academy summary of compensation and benefit survey data for executive director included we have some schools within the Orange County area including El Sol Samueli Academy Nova OCCA El Moro SIA Tech CA Tech which includes both the LA and San Diego County so County so it least gives us some idea about what compensation looks like for the leaders at those particular schools. Of course we need to consider the compensation for the new school year for
006our executive director that would begin July 1st of 2026. I would like to open it up to the board here to discuss what we think that number might look like. And get some of your opinions to see if we can align on what number we can agree to for purposes of the employment renewal employment agreement renewal for our executive director. I open the floor. So I believe actually start with discussion somebody wants to make a motion. Is that correct? To start our discussion. Uh so I I I entertain that if that's what we would like to do. We can make a motion to approve this, but also we would be making a motion then to align on whatever the comp number is. So I'm I'm I'm opening it up. I was going to open it
007up to have any discussion first. And then if we wanted to make a motion to approve this as well as to approve the compensation number, we can do that as well. Okay, so you're talking specifically the the summary of the compensation. Correct. So survey data, right? And using that data to make a number that we would like that we can align on for our own executive director. Okay. So I'd like to ask a question before we go. I'm going to talk in here so it gets recorded. So can you uh what I don't see in here is what is her current uh salary? Yeah, so Give me Give me that number. So the current number is 196,000. One second. What was it? I was going to say 196,000 if I'm not mistaken, but let me
008give you the exact number. I have it right here. 196,410. And that is before uh considering the doctoral stipend, which is 3,590. So is that the the base That's That's the base salary. And that's what we're discussing here. The base. So So give it to me again. 196,410. So that was the base salary before other compensation. Is that right? >> That's right. Which would be >> And the main one main other one being the doctoral stipend, but obviously there's vacation days, sick days, things of that nature. And I believe if you can please refresh our memories, the uh range that we're looking at for the adjustments for our staff for this year is between 3 and 5 and 1/2. Is that right? So, when we we did a salary comparable salary study, I sent in
009a board update, um our average employee is getting a 3% um through step and column, and our range goes to 5.6. Thank you. So, I I do have some scenarios based on a 3% increase or 3 and 1/2% increase, a 4% increase, a 4 and 1/2, all the way up to 6. Moving by increments of 0.5. Can you give me what the 4% number would be? That would be $204,266. Let me do that on my math real quick. So, basically an increase of 7,800. 7,856. So, which is basically that brings the total to 207 856 if you include the stipend. What what is the percentage are saying? 4% 4% Which is a 204? 268 Right. Yeah. Um We also needed to put in this situation in con- in the context uh with other schools with
010the uh considering the size of the enrollment. I think uh you know, anticipation, right? Uh the school going to have a enrollment close to 700. So, we're going to have a two take that into consideration. Um So, this is a the past data to that all the current data on 2025 2020 2024 2024 I believe it's 2024. The student Yeah, the enrollment figures are from 2024. 2024 So, yeah, the the salary data is as of the 2020 2024. So, basically uh you know, we have to think of it we're going to use a 2025 as a benchmark. Okay. Um That being said, I you know, I'm thinking probably the percentage ought to come in more to the right or even higher to reflect that. To you know, to make the fairer. So, for the other
011employees, I mean, how did they decide 3% besides the column? How did they get to 5.6%? It It really is just the nature of the step and columns. So, there we did we looked at the salary ranges that the board had approved last year and the steps in the columns we actually even put it into AI because to see that like so if you just happen to be like year six and you get educated like education in that step, then you get a 5%. It's it's arbitrary based on where everybody is in the column. There's no you get this much, you get this much. It's like where are you and the next step is here. So, it it it some steps after certain thresholds of years get a little bit higher. You know how when
012like I've been in districts where it's like after year five you get a little more of a bump after you know, that kind of thing. So So, the majority of them did not get 5.6. Right. No, that was the range. The average was three. Yeah, and it was very few that I think it was six that did not move because they are already maxed out in education and in years of service because it's not just their years with IAA. We count their years of service coming in. So, we do have a few that won't be getting anything but they they've been communicated. They know that they're maxed until we the board and we bring another whole salary range forward then you know, we can change that but at this point based on what we communicated
013last year that's where everybody is. So, I don't know if you said the average of the average of base salaries is 222 222,000, right? So, you know, if we were going to bring that on top of that so we may needed to adjust that as much higher. So, we're going to do over 5%. Yeah, that's good. Yeah. Yeah, so you know, 5% 5%. So, I I know I know So, so you need two motions here, right? The first one is to accept the >> 10% So, so let me read this again. So, so what what we're doing here is we're reviewing the comparable comp data for charter school heads of the school school executive director CEOs, and then we're approving the executive compensation paid to the executive director. Oh, like in both. Yeah, so it's
014actually We're we're we're one we're reviewing, and two we're approving. I got it. So, this is the this is the key factor. We need to approve the new compensation, the new base salary. And and increase That's the increase. That's the follow-up. And we haven't got a motion yet. And we don't have a motion yet. We have to we have to align and see if we can So, I'm going to get the ball rolling here. Yeah. I'm going to motion that we approve the compensation study. Shaker, so you where do we go? It's a We're just reviewing >> Oh, I'm sorry. We're we reviewed We don't need to approve it. So, we don't really need to approve it. We don't approve that. >> But we reviewed it. Yeah. And I make a motion that propose a
0154 and 1/2% for our A base 4 and 1/2% increase. income 4 and 1/2. I make a motion for a 4 and 1/2% percent increase. Okay. And that's my motion. Can can you No, can you just provide some context as to how you came up with the 4 1/2? Two Two I will tell you there's two reasons. Number one, I am looking at the average salary here. And uh so that is a factor, but I think the what's not here is the average students, which I think is important to gauge the rate. We don't see that here really. That's probably something you calculate, wouldn't they, right? But I think that average is still higher. It's going to be higher. But number two, I definitely think her performance in the year that we've had her here
016is certainly uh aligned with that number. And the third thing, which I think is the most important, when we originally hired her, she was at the lowest scale, specifically pushed for her to be at the lowest scale because we really didn't know what she could do for us, right? I want her to show me the money before we give her the money, that kind of thing. >> Yeah. And I think she's done that. So, in my opinion, she should be at 4 1/2. That's why Okay. I I picked 4 1/2. Thank you. Yeah, because it satisfies us two things or three things. The performance, the the fact that it was a lower scale salary when we started, and based on what I see here, the the three things. Okay, so there's a motion for 4
0171/2 percent. Is there a second? Yeah. Uh can I say something? Um I look over the comp data. Okay. And I look Orange County Classical Academy. There's 740 students, which is a very similar to to us objective Probably 700. Um so in terms of the size we are basically on par with that of school. And if you look at the other one, Nova Academy, it's a smaller uh you know, with a 523 students and the count that total base salary for um It's also above 200. Good well, that's 230 30 How much is the base salary? 205. So yeah, basically from most of these base salary except the first the first is lower. I mean, sometimes this is only a reference because the base salary is a many based on many factors, education, years in
018working experience, how many years and so forth, performance, of course. So I think for the same reason uh believe me suggested you know, when we hired uh Dr. Herring at that time I recall you know, she was previously with an anticipated higher at that time I was saying let's take a look there. And I I thought her base salary was over 200, okay, but it's close. So I I think uh you know, to make the umpire with others and also recognizing her contributions, performance and so forth. You know, we haven't uh uh have a definitive you know, like a paper yet about based on my observation, based on our discussion >> Yeah, we haven't finished the year yet. But based on what we observed so far, I think looks a pretty encouraging, That's good. So,
019I'm a little bit more optimistic. I would have proposed to have 5% instead of 4.5. >> We have a motion right now for 4.5%. So, that's for Felipe. Is there a second? I I I'm happy to second on on 4.5. Before we get to your That's a new motion. >> Okay. Before we we need to vote. We need we we need to vote. >> Oh, okay. And what I do I heard you say to second. Okay, you mean second I thought you were saying yes. I asked about signal. No, no, I think there's a second. And and what I would what I would suggest and I would like to get your opinion is if we're 50/50, we go back to discussion. Well, well Uh, the second the third there. Who is the second So, now
020that we have a second we can have more discussion. Well Uh, we have a second. We can have more discussion on it. But we get to vote on it. We are going to vote. So, what I what I suggest is if we're 50/50 And I I'm bringing this forward to the board. If we're 50/50, we go back to discussion. Okay. Okay. And and entertain a new motion. Right. Because I you know, you guys I mean there's we're two we're we're four of us here. So we should we should all majority agree. Yeah, of course. First it's 50/50, right? >> All right. So, we would be okay with that? Yeah. All right. But for the call Yeah. All right. The balance is Yeah, yeah, yeah. I got to ask you. Yeah, yeah. still can have discussion.
021About our this motion. You can have discussion, but we're still going to vote on it. Correct. Yeah. Yeah. I'm okay with that. Yeah. All right. Yeah. So, here's my question. Did you calculate the 4.5%? You have 4.5%? 4.5 is an increase of 9820 9,820 and 50 cents. All right. And that puts your base uh, 248. Okay. But that is my only question. So okay. Let's let's take a vote and if it's 50/50 we just go back to discussion. Okay, now I'm going to make sure I hear all of your how you guys are voting. Okay. All right, so we're going to do we're going to take a vote. All in favor please say I. I. All opposed please say nay. Nay. Okay, you're a nay? Yeah, I'm a nay. Okay. All right. Open it up
022again. Okay. Do we want to discuss it? >> want to make a motion because I already uh I think we heard you just say I'll make a motion. >> Yeah. Yeah, I'm uh I'm going to make a motion to uh increase the base salary to 5% by 5%. Okay. Yeah. The you know, all the same reason same argument same argument. >> Just just to protocol. Yeah, I'm going to second this motion. >> Okay. I'm going to second this motion. >> Okay. And you can have Yeah. The same same argument. Okay. We want to be long in line with the base salary proposal. Okay. I I have a question. What is 5%? Do you have a fact? Yes. 5% puts her at 206 230. Before the Yeah, every every 50 basis points is about a thousand.
023Thousand dollar more. Yeah, you can do the math. Yeah, but Yeah. So that puts her all in with the stipend Yeah. at 20 5% right? 209 820 209 820 Yeah. 209 What what's the number again? 209 820 >> 820 and and 50 cents. >> Okay, yeah. So, Yeah. So, I would add to our discussion. I would add to the discussion. You're noting that. Yeah. One of the things I just did is I calculated what the average >> Yeah. student Yeah. uh here because uh one of the factors we're using here is the average total uh base Yeah. What is the base salary here from our review? And I calculated it and then I lost it again. Give me a second. I think it was 800 was the average. 809 So, that average base salary of
024220 is based on with the average students >> Yeah. 809 Yeah. which is just a factor that we need to consider >> Yeah, sure. in this in our discussion. >> Yeah, that's right. So, I just wanted to throw that out there for everybody that they know what that where that base salary is compared to that to students. Okay, that's just cuz you need to if that was the case. >> it. It's 2024, right? It is 2025. It's a good point. >> It is 2025. >> what that's what that's what I'm proposing previously. The number is already 2024 number, it's not a 2025 number. We needed to And I can't really say whether that would be the enrollment would be higher or lower. >> Yeah. And I don't I wouldn't know. That's what I was calculating.
025Uh So, do we go by 2024 or 2025 or 2026? Well, we don't we don't have 2025. So, this is you know What what it says is the compensation information below is from 2022, 2023, 2024 calendar or fiscal years? Yeah. As a result, conservatively adding 3% for each year >> to reach updated figures for 2026. It was provided. There you go. Yeah. So they >> gives you some reference. So they are projecting >> Yeah. Yeah, so some number here. It's not the exact number. >> Yeah, this is the new number. They are projecting They are projecting 222. 2025, 2026. And it sells at Yeah, so my you know, that's why I proposed the two cab uh something. Okay. percentage to get it closer to the >> So we I David, you have the 5% you
026made a motion for, and we have a second in it. Is there any discussion before we vote? Let's take a vote. I don't know. I don't know. I'm not sure I'm going to say but I don't want to Let's take a vote. All right. >> with it. I think I should keep my mouth shut. No, I was just thinking. So the one we have over here, according to it's for 2026. No, so the 2026 is Yeah. which is now. 232. So they factored They factored that number up. Yeah. 3% >> every year to get us a number for 2025, 2026. And then call that 2025, 2026. including the student >> have the 5% two increases. So I don't know yet. This 209 I told So 206,200. 206,200. So not 209. 209 is with the state.
027Oh, okay. Okay. So uh we ready to take a vote? Yeah. Okay. At 5%, all in favor, please say I. I. >> I. Any opposed, please say nay. Hearing none, it passes. Okay, so the number is the increase is 5%. 206,230 $0.50. So, you got the same numbers. Yeah, it's per hour. Yeah. Okay. All right, we have our we have our new number. Uh okay, moving on to approve the employment agreement for the executive director of Irvine International Academy. The IA Board of Directors selected to offer an employment agreement to the current executive director for the 26-27 school year, effective July 1st, 2026. LCAP goal action goal one, action two. Funding source general fund. Budget financial impact will be reflected in the 26-27 budget. It's recommended the Board of Directors approve action item B. Okay,
028now I need to read this out. As to this item regarding approval of the executive director's employment agreement, I'm required by law to indicate prior to any vote on the employment agreement that the agreement provides the following: a term of 1 year from July 1st, 2026 to June 30th, 2027, a work schedule of a minimum of 239 days annually, annual base salary of $206,230.50, of which will need to be inserted into the employment agreement for the 26-27 school year, doctoral stipend of $3,590 per year, 12 days of sick leave annually, 10 paid vacation days per fiscal year up to a maximum of 15 days, health benefit premiums as granted to other IA employees, participation in CalSTRS or CalPERS subject to program and eligibility requirements as applicable. I move that the board approve the employment agreement
029for the executive director with the terms previously mentioned and find that the overall compensation is fair and reasonable based upon compensation paid to executives of similar schools in the region. Is there any discussion on this? Is there a motion? I motion we approve the agreement. Thank you, Felipe. Is there a second? >> I second. Thank you, David. We'll take a vote. All in favor, please say I. I. Any opposed, please say nay. Hearing none, it passes. Congratulations, Stephanie. Okay, moving on to approve the job description nutrition services assistant. This new part-time position for the 26-27 school year will provide daily support to the nutrition services specialist. With increasing enrollment and staggered lunch schedules, it is beneficial that IAA has additional staff to serve our students breakfast and lunch and assist with nutritional compliance guidelines. LCAP
030goal action goal two action five, funding source general fund budget financial impact approximately 20,000 to 27,300 including salary and benefits will be included in the 26-27 budget. It's recommended the board of directors approve action item C. Any comments on this? You doing all right? I can say um looking at the enrollment uh the increase in enrollment for next year, that we sat as a cabinet, we've had many discussions. These positions are very intentional and they're very minimal. Um and barring anything very unusual happening, these would be the only additional job descriptions that we would bring. So, uh at the last board meeting, the board um ap- approved the health tech position. Um and we did that one early because we were going to fly it sooner based that because we have a sub. These will
031all start for next year and for the 26-27 school year. So, they're job descriptions and um we we have have we think it's very minimal based on the amount of student increase that we're going to have and also necessary. So we would use the kind of a new package on the you know the P&L. I'm sorry. The financial statement. So this is the this is you know uh see the previous about financial It's 2026 So this position is 2026. 2026 So it's not next year now. Not next year but not okay but not not not We were we brought it a little early just because for planning purposes and also um we know that our late April meeting is going to also have board interviews so I I pulled I brought as many items as
032I could to this meeting so we could shorten some of them. So it was included included on the access for you. So they are approving this. And also we've already drafted the budget. It's not finalized. You will get the final 2026-2027 starting budget in May at at that board meeting but we've been working with AJ with these positions included and we still are are projecting a very favorable budget. Let me ask you this. The so part-time positions are also entitled to full benefits? No. It is only when they hit full-time that our classified staff because this is a classified position not a certificated position that's when they are entitled to benefits. Yeah because it says it includes salary and benefits. Yeah it's just showing it's the whole any other kind of benefits that we offer,
033not necessarily health benefits. >> right. What's part-time? What's considered part-time? So, that varies depending on the position. Um I know in the description, if we pull that up, I can look for it. It It has the number of hours for this specific That's okay. position. >> it was a general number, but it's That's fine. Uh okay, is there a motion? I'll make a motion we approve the job description. Thank you, Molly. Take a vote. All in favor, please say "Aye." Aye. Any opposed, please say "Nay." Hearing none, it passes. Okay, moving on to the approved job description behavior intervention instructional aide. This new part-time position for the '26-'27 school year will work under the supervision of the director of student services. The behavioral behavior inter- intervention instructional aide will provide individualized applied behavioral instructional support
034to students with learning and behavioral needs. The aide will also assist teachers with the implementation of IEPs and behavioral intervention plans. The addition of this position will help maintain a safe, inclusive, and engaging learning environment at IAA. El Cap goal action goal one action nine funding source special education funding budget financial impact approximately 25,300 to 33,300 including salary and benefits will be included in the '26-'27 budget. It's recommended the board of directors approve action item D. Any comments? Yes, so as we were having some behaviors earlier on in the school year, um we did discuss we already have three um instructional assistants who serve our special education students on an IEP that have special needs, but we do not have a BI is what it's called, a behavior interventionist. So, when we need a behavior
035interventionist, we contract out. And they The difference is it We already have these positions, but if we have this upgraded job description, then we won't need to contract out. We would just have one of our aides serving our students with disability would be more highly trained, and we could utilize them more to support teachers in the classrooms. So, one of the special ed aides would be more highly trained in behavior interventions, and then could also do assessments for IEPs, could do observations, and we wouldn't have to We currently, when we have someone that needs those kind of assessments, contract out with the FAPE goal. So, do you know roughly if because we contract out when we have a situation, roughly how long does it take for intervention actually to be delivered with that outside service?
036Does it normally take a few days before someone actually comes, or do you have any idea of a So, it I think it depends. Some of the assessments are taking a little longer for us to get someone here to actually do the assessments because they have to observe over several days. Um if we We've been handling internally if it is a something that's happening right now, um and we don't really have anyone that would train the teachers on this. I'm really bringing I I brought this type of a position in before for a small increase in pay, you get a specialty that you can utilize and that benefits the school in a lot of different ways. So, if we see a certain grade level, second grade is having these behaviors, one of our Wednesdays, we
037could have the BI come in. They can also sit and observe that classroom and give them specific advice on how to deal with certain behaviors. Since this person is going to write IEPs, Uh this person, yes, and we have that on here, too, would contribute. Um if it if it were um if it were an IEP where the student had a behavior intervention plan and or um an initial IEP where that type of assessment is needed or recommended, then they would. It wouldn't be for every student. It would just be ones where that their input was needed as part of the meeting. So, this person not necessarily needs to have a special ed. Um I have the job description. The education, it's not it's not to the point of an ed specialist. It is an
038associate degree or higher. It's it's passage of the CBEST, but it's completion of um different hours of college coursework to meet the requirements of the be in behavior intervention. So, it's very specialized. And we did a salary compensation, and we are um at the higher end. We're very comparable to where IUSD is for the same type of positions. So, we wanted to make sure we did that, too. Any other questions? Just one more. Just one question. So, this person probably similar to other employees here, but they're not functioning as the behavioral specialist. They're doing other tasks. Yeah, uh they would be working every day the whole time. They would be um and their schedule would be managed by the the director of student services. So, our aides, it would depend on our need, but we
039could it it would be very flexible where we would could place place them in this classroom cuz they're having behaviors during this day, then you're going to be with this student, and then in the afternoon you'll do assess We will have total control of where our needs are. It's hard for us to anticipate where our behaviors will be next year. We I mean, based on We know some based on what we've had this year, but we're getting an influx of quite a few new students, and so it will vary, but it it actually gives us more flexibility. But at the minimum, they'd be an aid supporting um our students with special needs. And the funding will come from our special education funding. So, you just would provide a a more immediate service instead of having
040to outsource that person. Yes. >> So, so currently we you know, any situations are handled by external service, right? We don't have any anybody internally. Well, I will say anything that comes up is handled internally. It's handled by Mr. Fernandez. It's handled by Mr. Schmieder, myself, our assistant principal, and Mario, really. Mr. Escalante. If there are behaviors, we are doing that. The piece that we're missing is having someone who can if the need exist, sit and correct behaviors, write a plan, and then train the teacher how to address the behaviors in the classroom with support. It's more we are reactive instead of being more proactive on how to change behaviors. I will say though, I am proud of our team because many of the behaviors we were seeing, we are resolving, but this gives us
041a way to address them for very little cost above cuz you'd have a one-on-one aid anyway. This is just a little step higher and someone who's more trained and can work with the staff more. Instead of like our current IAs for special education, they just they follow the student, but they're not training teachers on here's how you can um you know, find out what the antecedent to that behavior is or those types of things. >> So, this is only for special education or for general you know, for Oh, we we we all the students. We can use for all of the students um because they will be also doing observations and assessments for special education and if we have no behaviors magically, we would use them as a special education aid. Um that's why it's
042special education funding, but they can help any of our students. And uh another another question. Uh typically how other schools are you handling this type of situation? Do they have a a special person or a specialist or this can be handled by other teachers or assistant principals, for example? Uh are you asking what other schools do? Um so, um it I think it depends on I know that this is a job description that is widely used. Um in a previous organization, I used this as a strategy and it was very helpful to be able to not just reactively address behavior, but really get to the core of educating teachers and giving them strategies and skills and plans on how if a student does this, here's how you will react. And so, it was the reason
043for bringing this forward was actually based on my observations in my first 4 months here. So, my my concern is so we can't bring all the functions in house. You know, I recall last board meeting we brought in a health a a health tech. >> Yeah. >> health tech. And then today we decided to bring in the nutrition and specialties cuz they're going to have a special uh behavior intervention. You know, we're going to then and it seems to me we're going to bring a lot of the kind of special Yeah. What are This is we're looking at um for adding 100 students this year and possibly close to that for next year. Um just bringing in an aid to help pass out lunches and breakfasts and also upgrading one of our aids and the
044possibility of an ad specialist, which is the next item, is actually it's pretty minimal. And we did look at enrollment and what that increase in our budget would be looking at need. And then if there you know, the only other need I could see, but that wouldn't be a job description is at the beginning of the year we'll look at if we have enough campus aids to provide security on the playground, right? Like so we are we are looking and um I hope that you'll see with the budget that we and also with where we are right now with our reserves, we are um not, in my opinion, over hiring or trying to get too many people. We are we're really just trying to target the need and also build up the people that we
045have. And and I think we've done a pretty good job of that. Yes, I can add to when I was a teacher at Cypress. So I will say at the very beginning if we have a student with behavior in the classroom and if that student does not have a IEP, they can't really go to the the psychologist. So I have to find time to go to the psychologist and ask for advice, how do I handle this situation like this? But I will say the past 10 years probably, a lot of school has what they call coaches. And so that the coach is kind of like a special behavior person that work on different areas and work on curriculum and work on whatever the teacher needs support and they will go to this person. This person
046does not have their own classroom, they have small group and this person will come and take care. So I think this is important. It's a support for the classroom teacher, especially nowadays we we encounter more and more behavior problems. Yeah, it really is just upgrading a a position we already have. The the Yeah, so you already have this need and you're really outsourcing to satisfy this need. So in the long run probably equal out or cost us less in the long run than if we just have this person here. And then we get a better I think we get a better result if they're always here and and they're on Yeah, you know I mean I I I would assume you know somebody experienced that teachers uh even assistant principals uh would have you know,
047the training or experience to handle situations like that. That's my opinion. Definitely have to hire the right person and then also put them in the right situation to be successful and provide them opportunities to go to county trainings and do other things. Um that is extremely important, you're right. Because our principal the calendar point our principal is doing other functions that we need him to do. It's not like he can deal with behavioral problems because he should be able to. But he can't do that full-time or even part-time or even a what, a tenth of his time, right? He needs to be focused on >> Well, my my my argument is you know, you can't you you know, kind of put all the functions on this person. So they could Yeah, it's too much a
048lot of things. So you can't possibly bring in all the pieces in house. You just can't. You know, I I just uh every conceivable so-called specialist in the house. We still have quite a few services. So like one just to let you know is counseling. We've just had to add a third third day to our to our outsourced counselor. We have them three days a week full-time and that caseload is getting to be full. But I I have We're looking at how much do we pay to outsource and would it Yeah. would we save money by bringing it in? Same with the school psych. So that was an exercise we went through last week during cabinet. It's particularly with the counseling position and we decided it would benefit us to continue to outsource at least
049going into this year. And again, that's the plan unless anything drastically changes. Okay. All right. Uh is there a motion for this uh position? Uh I'll make a motion we approve the behavioral I'm happy to second. All in favor, please say I. I. The opposed, please say nay. Nay. Okay. So uh it passes. Three were eyes, one nay. Okay. Next, approve provision of the IA salary schedule for classified staff. The approved salary schedule for classified staff will be revised to reflect the addition of a nutrition services assistant and a behavior intervention instructional aid position. LCAP action goal two action five and goal one action nine. Funding source general fund and special education funding. Budget financial impact not to exceed 63,000 including salary and benefits will be included in the 26-27 budget. To recommend the board
050of directors approve action item E. Any comments? This is only just adding those two onto the salary schedule that we already have. And the salary schedule is in the folder and it the amounts match what I put in each item that range on the above items. So for the behavior interventionist the 25,300 to 33, I put that because that's the range and we when we look at who we hire we'll decide where they go based on experience. Any other questions or comments? Uh okay, is there a motion? Uh I'll make a motion we approve the salary schedule. Thank you Felipe. Is there a second? Thank you Molly. All in favor please say aye. Aye. Any opposed please say nay. Hearing none, it passes. Uh Dr. Henry, one thing I'm noticing on all of these documents
051is they say board approved with tomorrow's date. Is there any particular reason for that? In Oh, in the I am not sure. Those were the items that um were done by HR. I'm I think I'm not sure why I but I can have her change that before we post it. >> Okay. And all of these the And I I I think it It have been that it just meant it was going into I think it was maybe a typo, but I'll make sure that she fixes those. We apologize. >> the nutrition, the behavioral the salary schedule, I mean, all these things we're approving are dated for the month. Okay. Okay. I'll I'll make sure those are changed on the actual documents. Okay, approve job description of education specialist. The The education specialist position represents a
052new job description for IA, although the school has previously employed staff in this role. Following final enrollment and program data for the 2026-2027 school year, school review review the caseload of students with disabilities to determine staffing needs to ensure compliance with applicable special education requirements and the provision of services outlined in student individualized education programs uh IEPs. The education specialist will serve as a member of the IEP team and support the implementation of instructional programs for students with exceptional needs. El Capitan action number one, action nine, funding source special education funding, budget financial impact approximately 81,300 to 124,400 including salary and benefits will be included in the 2026-2027 budget. It's recommended that board directors approve action item now. Any comments? Yes. Um so, when Mr. Fernandez was first hired, he was an educational specialist. Um
053so, we and he was an educational specialist for a few years, but we did not have a written job description. Then he became the director of student services and then we didn't have a need for an educational specialist. This year we actually have a staff member who is serving as a point five educational specialist. This staff member teaches half the day and then is supporting because of the large caseloads is reporting Mr. Fernandez as a point five educational specialist and the person had the appropriate education and qualifications to do so. So, currently we already have a 0.5. We do not have a job description, and um it really is just giving us the latitude by adding the job description, is we would then look at our numbers to see if we um have a need
054for based on caseloads, and we have to we have to be compliant with federal caseloads. So, again, we already have a 0.5. This would just allow us to hire another part-time, another full-time, depending on what the need is. I will say one more thing, when I when I came in and first reviewed the budget, I was told and by um Mr. Delano, I was told by Dr. Kernan, and also by the county, um and by L- L.A. Selva, that we had been underspending our special education funding. Special education funding is meant to be used, not to save not to build your budget or, you know, your reserves. And um we were told that we were underspending last year by about $250,000. There's something else that's called maintenance of effort. We have to show with any
055increase that we're increasing our spending that we are maintaining an effort to provide services to our students. So, I I looked at the budget for this year, and even though we did add um a position and that 0.5 educational specialist, we still um in our projected budget put these positions in taking that 0.5 ed specialist to a full-time, and we were still underspending our special education funding for next year. This year we had I think I just got all the numbers about $550,000 that we had to spend and if you put all the people there, um and we don't have specialized classrooms cuz we're full inclusion, which make it a little harder for us to utilize our whole special education budget. Okay. I have a question. Uh, is this a job description for a new
056hire or for existing position? Well, at this point, we do have the position for a point five for a half time person. Um, and for next year, what I let our staff know is we have to look at all of our new Well, I was told that in the next 2 weeks, because of requests for assessments, we plan to have about five more students qualify within the next few weeks. And we've seen that coming, so our case load has just bumped. And then we have to take look at all of the students that are registering from the lottery, and get all of the list of students that have IEPs. And then I have to have Mr. Fernandez review all the IEPs with the families to look at if they're speech only or do they need
057something more, and kind of come up before we make any decision if if we're going to have a half or a full person, um, we have to see what our enrollment of students with disabilities is. And we're following legal case load numbers. And uh, okay. So, this is the job the salary you proposed appear as a you know, even though it's a range, it's a full time position. The salary is for a full time, and the job is, but we we certificated, so this isn't a classified, like this isn't hourly. We have the option to hire a point five certificated position. We could hire a point five teacher if we wanted or a point five, um, Ed Specialist because it's a certificated position. Uh, so when it comes to a a new hire, if you
058were you were have bring a new person and uh you know, and uh the salary range, you know, if you push it to the you know, the higher end, so it we was a board actually take a look at you know, the uh CVs or resumes So So we actually have quite a quite a process that was put together by Dr. Kernan and um Betsy last year. That's when they gave you the salary ranges. We look at those step and columns are based on acceptable years of service. So we look at not only do we look at resumes, but we contact previous districts and have them um What's the right word? Confirm that they have served in this capacity for this many years, and then we look at their transcripts and analyze the level of
059education, and then we fit them on the range um based on on um where where they fall. And so it depends on the person we hire, what they come in with, and then what is acceptable according to our processes. Um and the heavy lifting was done um last year because I know that um Dr. Kernan and the team reviewed every employee and every transcript to make sure everyone was placed correctly, and we do that with any new hire as well. We don't just randomly pick. It's It's very much documented, and it's now I I think a a much more aligned and consistent process that we use now because of that heavy lifting that they did last year. So the point of the question I said, you know, if you cross from like 80,000 to 125,000,
060that's a huge huge uh range, right? You know, earlier we you know, fall like a $1,000, so we have a big discussion, right? And uh we take it uh very very seriously. And uh when you take a look at this number, and uh my question is who's going to make it the final determination? And uh who's going to you know, make it sure that the financial impact is the minimum. Minimum. So, the So, the higher, you know, the higher would be our team would decide the higher looking at the experience, and then we would get validation, college transcripts, looking and we look very carefully at every course, what counts, what falls under, and then we we put them in the, you know, on the salary schedule. And then on the personnel report that you would
061approve, you would see where the person landed based on confirmed, documented experience. And so, it's it it really isn't just a "Oh, we like you, so let's just start you here." You know, it's more you have this many years experience, you have this, you know, and that's all part of the hiring process. Okay. Any other questions? Okay. Uh is there a motion? I'll make a motion that we approve the job description. Yeah, I'm happy to second it. Okay, we'll take a vote. All in favor, please say aye. Aye. Any opposed, please say nay. Hearing none, it passes. Okay. Uh Executive Director's Report. So, I'm going to make this short and sweet. Um I I I would like to start by acknowledging and thanking the board for your confidence in me and um support over the
062last year. Um actually, I was thinking about it. Two days from now will be 1 year from my interview when I first interviewed here. And my 1-year board approval is at the end of this month. So, it it has been quite a year and but I have felt very supported by this board. I am very thankful to have a board that we can communicate with, that will ask the hard questions is really important, too, and push our thinking and and actually communicate when um when maybe we have to think about things differently. So, I do appreciate you. Thank you for your confidence and and um I look forward to serving IIA community for another school year because it it's been a pleasure. I've learned a lot and um it it's a great it's a great
063school. And I also believe in the vision that is IIA or no, the dream. I'm sorry. The dream that is IIA like Mr. Dolgachev. You know, and I remember that it was important that you laugh at my jokes. Well, I do. Sometimes. She told me that. She goes, "No worries. She'll laugh at your jokes." Okay. Well, I'm glad we had some high criteria. Um just some other things that are going on. There's a lot going on. But these are some things that just to remind that we do have open house on the 15th, but we're also doing our middle school information meeting right before open house. So, for all of our fifth grade students and we're reaching out to all the new, there weren't very many, but we did get some new sixth grade applicants
064that we've accepted through our lottery. Anyone new in middle school. And what I love that our middle school team is they're so excited about this and they're adding on the 13th, so before so we can talk about it at the information day, they're going to do a fifth grade shadow day where they shadow Uh, the fifth graders shadow middle school students through their class schedule. They get to see how it works. They're going to have activities for them because there is a change from being in, you know, switching once Mandarin to English to switching courses all day. So, they have some great activities where they're going to learn about the electives. They're going to get to shadow the students. So, uh, that'll be something new. April 14th we'll have our final L cap meeting. Um,
065spring fling I keep reminding, uh, is May 22nd. We're going to have a slide in every classroom during open house so that our, um, our families can see it from the teachers as well. We're really trying to support because that is our PTO's biggest fundraiser and they are so supportive of us. And so, it's really important that we are getting the word out. Uh, yearbooks are on sale and I did want to make this note. In the past at IAA, uh, it's always been parents that have done the yearbook and, um, not sure how that handover happened cuz that was right about when I got here. Um, but the handover did happen to we have a yearbook class. Um, I was sent a bunch of different pages, um, to review last night and and Schmitters,
066Mr. Schmitters doing the real detailed review for typos or anything like that. But, um, it visually it looks great. The kids are so proud and, um, so in any of the communications, uh, you might want to buy your yearbook because, um, uh, we we can order more if needed, but we're trying to take pre-sales for those. And then, I guess just two more things. We're we're planning for summer school. We just put out our staff information. We're looking at the data for the students that will be targeted. Mostly it'll be ELOP students, um, but our summer school will run from June 10th to July 23rd. Uh, and then finally, if you want to learn more, uh, Mr. Schmitter and Mr. Bravo, Geo, um, did a uh, a a really good revamp of our ELOP page
067on our website. So, it talks about all three of our programs, YMCA, Strategic Kids, as well as the ELOP program itself. I took a look today, it looked really good, and then there'll be a section on summer school as well. So, that those are my updates. Thank you. Thank you. Board director's reports. Oh, actually can I make one more? Yep. I I sorry, I had my paper over my book that I was supposed to show. So, I also wanted to thank Mr. Delgado, but also um Dr. Bean, who um sent a copy of his book, Lifted to Lead, uh signed to all of our IIA students. So, we're really excited, and this will be placed in our library. Thank you. I'll start with Dr. Bean getting sent that. I bought it. Oh. I bought it
068by the He signed it. You bought it. He signed it, but I didn't And it was my idea to put it in my library. But Yeah. Um yeah, looking forward to uh the May dance event. We're I I'm part of the planning there, and I can tell you they're planning a pretty big shoot. So, be ready. You know, it's our typical IIA throws the big event of the year, and they are they will not uh it won't be it won't fall. So, just to let you know, please please attend, please sponsor, please buy tickets, and Okay. That's all. So, Dr. Bean, may I just want to tell you that so grateful that you know, we have you here, and I look forward to another year, and we've seen a huge improvement, a lot of um
069a lot of programs, a lot of different um uh How do I say? Like the structure of the school and um you make it so clear and um uh you actually see the little needs here and there and you uh find ways to to fill in the gap and you also at the same time also notice that you uh challenges the teachers and you use their um their specialties in the plays and that's why the teachers are teachers and staff they they're so happy uh because they're doing something they really enjoy and and I think that is so so because you notice their uh talent in certain ways and you use them the right way. So, thank you for uh being a leader um and I also look forward to knowing that the uh middle
070schooler is going to guide the younger brother and sister into middle school and that's just such a wonderful idea um for the fifth grader coming into next year. So, thank you for creating that opportunity for the people there. Thank you. You're welcome. Yeah, uh first of all congratulations yeah, on the unanimous approval put from the board. No reservation whatsoever. So, we are fortunate to have you uh join the team. And uh I can't believe it's almost a year. Surely I would have loved to reserve in your some comments away to the anniversary. But you know, today is I think is a great moment because you know I'm glad as a board Yeah, came to the conversation. Yeah, we're going to bring you the have working with you continuously going forward. And we're looking forward looking
071forward to another successful and a more productive year. And you would really brought a lot of experience. Fantastic experience. I can see that. All right. And it reflects in everything we do in daily operation. And uh you know, a lot of formalities. I think it will be kind of more than more than a traditional school. That's great. Yeah. So I'm happy. I just want to thank the board for your continuous support, participation, good discussions, uh good questions, and uh just love the engagement. Dr. Henry, congratulations again. Thank you for demonstrating a lot of care for this for this school. You definitely I can definitely feel your care and your love for this school. So thank you very much. Thank you to the PTO that continues to support this school, all the students and the families.
072And I'm just uh I'm just grateful to be a part of it. So thank you very much. Okay, it's recommended the board of directors uh adjourn. It's recommended the board adjourn the regular meeting of the Irvine International Academy Board of Directors on April 7th, 2026. Uh is there a is there a motion? I'll move. Go ahead. I'll make a motion. >> Thank you, David. Thank you, Molly. All in favor, please say aye. Aye. Any opposed, please say nay. Hearing none, it passes. Meeting adjourned at 8:22 p.m. You didn't know you could talk. Yeah, I just noticed that that Thank you. Dealing with the new Dealing with the new format. I and please