001e e e okay okay both groups are finished let's have our speakers share your framing statements all right so our topic was class size you want me to Share story or just framing statement you know what share it all uh so some stuff like right now we have the ratio system which is how class sizes are determined so the school sites kind of figure it out for themselves and it doesn't really cap the classes it creates like a bit of winners and losers systems where some classes are very low some classes are very high um some principles involve staff input and collaborate in decision- making regarding how those staff are allocated but some don't um larger class sizes lead to Greater Behavior challenges and more difficulty with differentiation for student learning um higher class size
002is just higher teacher workload with conferences grading work meetings parent contact and then also dealing with the higher student behavior um in terms of like facilities you'll get more wear and tear on classrooms with like higher class sizes because you're trying to cram all these kids into a small small space and there's just less supervision of students and so our framing statement was um how can we systematically balance class sizes to prioritize student safety and learning I think that's just part of like the higher workload right and the the behavior yeah I mean yeah for per students not really for the teachers but I mean I can speak great volumes on the difference between last year I had 20 students in my class versus this year I'm almost at so um like James asked if
003you meant like teachers or students but I mean I could just talk like on the teaching side managing the emotions of 35 kids is a lot harder and more intense for an adult than like 20 and then for the kids I see a lot more like antisocial Behavior I see a lot more peer conflicts between them when there's 30 plus kids scammed in a room versus 20 and everyone's got some breathing room and some personal space no I was just asking like I think Daniel's like I completely agree with what Daniel's saying like it was one student brings to the back of my mind he is a big um a big need of me and I always feel bad because with me being the only teacher I can't give him everything he needs so when
004I have those when he has emotional breakdowns my my energy is shot and unfortunately like it's a lot of social emotional on us as teachers as well because then we get upset and then you know it just trickles down over here this group um we did internal investment advancement and promotions um people SL staff because you know staff are people too are not seeking advancement within District due to loss or decrease of salary um our statement is experienced staff are now applying within the district for promotions because of potential decrease of income um and then our statement question how do we compensate internally promotions competitively to avoid decrease of salary I'm a big fan of the mic yeah thank goodness she is coming around she likes these small groups thank you Ariel okay let's go
005on to the next twoing a option and special education workload relevant open positions or leave of absence I think we could yeah even though we'll have make sure that's one of our recommendations though because it's still right we don't need to do that one okay so then it's the special education workload D relevant open positions or leave of absence which I don't fully understand and I'm in Special Ed but okay and then PTO days we'll take the special education one Okie do okay we'll do PTO let me take that over to them cop it okay we will have 20 minutes again and the timer will take begin seems ad relevant open positions or leave of absent so they're covering of because right now a lot of this teachers don't get like it was open so
006was e e e okay it appears that both groups are finished um let's go ahead and share out okay let's start over here with special ed workload hello we did special education in workload etc etc etc um the district special education employees are often ask to take on additional legal work without compensation to fill in compliancy gaps due to leave of absence vacancies I heard you over there Dorothy noncertified employees um our statement question how do we compensate sped employees for additional workload due to vacancies okay anyone want to add to that okay let's go on to the next group then I'm confused I'm just confused with the lack of compensation because there's a market demand there's a stien so where is this comp I guess what she's saying is like if I'm a sped
007teacher and my co-worker is a sped teacher and they have to go on leave I now have to take all of their kids with as my case load with no additional compensation similar like a class for the classification I missed that part thank you a long-term sub or um you have a contract teacher who's not certified they're not allowed to actually do any of the paperwork and then also we talked about the workload you can have maybe like 27 kids on your case load if like 25 of them are Level BS that's a lot of services you have to provide okay yes James is your uh is your uh was your conversation about around like equitability within that is that what it was about um we didn't go over any options but we did talk
008a lot about the story and we did kind of talk about that wasn't an I I I'm not I wasn't mentioning an option I was just saying was it equitability is it is an equitability conversation like there it's not Equitable to have yeah I don't I don't think it was Equitable it was you have 50 level bees at one side and the same SP teacher has you know all level A's then it's not Equitable they're not servicing the same amount and if you are at a site and you're taking on extra a whole bunch of extra work extra IEPs extra meetings that's compensation can I just clarify the um the way we do Staffing is with a weighted model where we take into consideration uh level B students versus level a students and but we
009send the staff to we say this school gets 3.5 teachers or school gets three or this school gets 2.5 or whatever the Staffing comes out to and then it's up to the site to decide how those are distributed among the case managers but we do take into consideration um if you're a level B you get a higher weight that student gets a higher weight question on that Dorothy do you guys look at that again at a 100th day or is it just done at the beginning of the year we do do it again at 100th day and we're talking about maybe doing it also like 140th day because there's so many initial evaluations happening right now okay thank you good to know make sure we get the story yeah good to know and not that
010I'm an expert in sped or anything like that but I know like a lot of those conversations happen on those monthly meetings where they look at case loads just because in Prior Years it' be like okay you take seventh and eighth grade I'll take fifth and sixth grade you take but it it doesn't ever turn out to be Equitable so what's oftentimes happened is that you are the teacher you might be you might have a lot of seventh and eighth grade but this teacher is responsible for the math minutes and you're responsible for the reading just because of like the number of minutes required to service a student but it's never perfect yeah we leave that to the sites the department does not get involved in how you use your Staffing allocation I think whoops
011I turned off uh I think it's important also that there is a mechanism for teachers who are helping support in a position where say a substitute teacher is in the classroom or doing the resource minutes but they need someone to do the IEPs if that IEP limit goes above their workload then they are eligible for compensation for that and the the sped department does have a fund for that what is the workload number Cas Lo number what's the case Lo number to the point where you're at your max right now it's 20 to 22 depending on the weight don't give me that sideways look we staff the school if your team has decided that you get 27 kids that is not on the department it's by the school number of special ed students not by
012how many does Ariel Williams service every day talk to your team and make some changes Amy's right other teams including hers have done that over the year with their self-contained and their resources as it comes up I can I add to that I would also like to add to the caveat of that most principles are not experts in special education and creating special education schedules and minutes and all of the things is way more is is so different than creating like me like school schedules and so maybe support and balancing those out would be beneficial because I know I'm not an expert to go into see like minutes or something so that way we could look at like I can have one teacher say hey I have this many kids but they might be all
013level a and this person say I have only have 15 kids but they're like pushing the Max on level B almost level C so I think I think some support it may be left up to the sites but maybe when we get to options some support and guidance for administrators would be really beneficial I have a question Dorothy oh if that um if we would need to make another framing statement part of the role of the s aison for sure and we have two right now instead of six that are supposed to be working in our department so we're underst staffed but yes a sightly a I have helped groups of teachers work on their schedules or individual teachers do you think Amy's conversation um we need to word we need to do a different
014framing that's a whole different level of support like the administration of a school so I think would benefit from having that knowledge and understanding it better so therefore we should add another framing statement I have a question Dorothy what if um all three sped teachers are at the 22 Max but then you still have some that's over the 22 I don't know ask the gened teacher when they get their 26th kid what happens right we accept everybody and you know we there's we can only do Staffing so many times during the year it's very similar to that we don't really have a cap there's going to be new kids identified and you know we address it as fast as we can but um I was going to I was going to say if the issue
015is compensation that's what that first interest is saying so for example it doesn't matter what how many teachers you got or what the numbers are if one's out and the two people have to split their kids like that is like an issue that's always going to happen regardless of how good the allocation is right um and then the other issue though is that of is there a cap and if there is is it a hard cap is it in policy as it it's dictated and that would be like another that would be an option but that would also require an interest but the interest would be in like kind of the Amy's point of balancing like how can we balance um the case loads of sped teachers right to meet the needs of stud and
016teachers I've looked through board policies and I hav't seen nothing about a 22 case load well yeah it sounds like it sounds like a sort of like a practice that is not necessarily part of policy or a contract so if if you were if the SP teachers over there or whoever is working on this are interested in a case load cap that would be an option they need to have the appropriate interest on the page Amy yours was really providing how do we provide support hers was support too support but they're so lied right now we don't right right but that's just right it's been this year I mean but they yeah but there's just no one just not yeah it's like I had four SSA positions ask me how many I fed no true
017so Amy how would you like them to word that um do we support administrators support training or guidance for administration and special education teachers to support balance their case loads I I don't know what the right wording is how do we so we do do we need to put that there if that's the purpose of the coaches okay so if the kids are there and we're all over the case load Max and the site is there to support us what we're going to say just put the kid in the empty classroom do they not get Services what happens because you saying how do we provide supports in order to balance education in case slow their sites what if we're all servicing 20 plus level bees then what I hire more teachers having a special education
018department would then be supporting sites in order to balance the case Lo right so that could be an option right right know so I think the wording of that second framing statement right takes care of it yeah the way she has it worded okay um so we have our two questions there I think that takes care of our discussion that we just had any more discussion on that okay I want to see what time it is do you want a break now do you feel like you need a break now or you wna okay okay go ahead and tell us your story our issue was PTO days wait a minute Daniel I'll wait okay Daniel's waiting to have everyone's attention him um story on PTO days as there was a lot of confusion regarding the
019different pots of PTO so for example the prop 206 six leave and personal leave just like across the board but especially with newer employees um there's no initial amount of sick leave for new employees who might get sick before leave has accured and that includes like probational employees um and there's a gap between the number of days you have to acrew to start getting paid out um and the number of days you can get paid out for at retirement so when you retire if youve worked 20 years you get paid out for up to 135 days um but you actually start getting paid out for the days that you acrew over your work year and there's like a so for example a teacher that works 180 days they can save up like or that in
020a year if they have 180 days of sick time after that they'll start getting checks every year but then they when they retire they only get paid out for 135 days so those 45 days just they lose them um and so our interest question um interest statement was how do we clarify available leave time for all staff provide sick time for new employees including those on probationary status and address the gap between yearly payout for acred leave and Max separation benefit payout that's it there's a lot of um it's broad there'll be a lot of different options for different parts of that we just did it all in one statement we didn't want have to get another poster okay are expensive yeah um how do we clarify available leave time for all staff I guess
021that's one provide sick time for new employees including those on probationary status to and address the gap between yearly payout for ACR leave and Max separation benefit paid out um this is going to be very unpopular when I say this but one of my concerns is that it feels like we're giving much more PTO than any other District we give 16 days of PTO which results in teachers taking a ton of time off and US covering a lot of classes and I would love to frame something so that we can end up giving an option of not giving that much PTO um well what is the I don't understand what the interest in giving people less PTO is the interest is that teachers are here more often and students students will achieve higher at higher
022rates because their teachers are here teachers can only take the number of maximum number of leave days in a year that they get in a year would be 16 they can except that they're given 16 days but then we put them into excessive absences days that's with the prop 206 days yeah it's 12 days Days total it's 12 days total in a year but the total is still 12 per year that we earn 12 total no I'm replaying like 60 emails between Joel and I am I and you're like I clarified that with you and I thought you got it maybe I didn't get it I I thought I calculated it out and it's like cuz you get six prop 206 are five prop 206 and on top of that we also get 10 days
023nine and a half so it's not nine and a half plus five days it's total of 12al four teachers I mean that's and that's a certain category of okay then I totally agree let's clarify it yeah proving our point the clarity is needed honestly Amy when you said 16 days I'm like that's a lot of days yeah yeah Okay we okay with that one then okay okay thank you let's um let's take a little break um and we'll be back in what time is it 2:15 and we got rid of this one right we didn't do the free option one e e e this e e e we're going to get started again so we have two more to do um you have worked together wonderfully and I appreciate how um hard you are all
024working and just a reminder and I think this has been happening as I was walking around we want to make sure everyone has an opportunity to talk okay so if you're um maybe the Taskmaster or you have one of those jobs and you're noticing people in your group are not um saying much would you please kind of um make sure that they're talking because everyone's um voice is super important in this process yes that's a good point that's so talkers we want to hear voice other people talk and remember we have our Norms the norm Master what it's two minutes um we came together to determine that's enough time for you to talk at one time so let's make sure we're following that too um other than that um really happy with the progress we're
025making and like I said we only have two more um any suggestions how we can group this time let's do a different group Kelly oh I was just going to let the group know because I know we talked about it with Dorothy and those of us that were over here but we did combine um what did we combine Dorothy new teacher illness pay into PTO days and then we also eliminated I think it's on yeah is this thing on uh and then we also eliminated the health benefits one because we already heard from the presentations this morning that thankfully the district will be able to absorb the cost of health benefits at least for the base plan um and it seems like every time we get to that one each year it's sort of like
026we're in consensus of like yes let's do that if we can and that's where we're at so just wanted to make that public in case everybody didn't hear so we don't need to go through all the interest for the healthcare because we know that that's going to be covered um and you're okay with the way we combined the PTO days with um what was it the old new teacher illness okay is that fine with everyone how would that work that be consider different funds that we give P time before they accur the funds be we get options yeah when we're there which will be next one okay so we're going to divide into two groups um Let's do let's do different again um we'll do last name alphabetical order um so if your last name
027initial a through M your group one um o through Z your group to and let's see where that takes us one two can we start the timer again again not yet until we're in the groups um I want it to be 20 but not yet because they have to get their groups we go again okay we need some people over there just on your own go walk over to the next group Daniel go over there you haven't been on that side there's some different different um let's see one two three four six Dorothy why don't you go over there that's to special ed that's yeah one principal yeah that's fine over there four six one two three four five six we're gonna anybody one more go over here okay um now that we have our
028groups take uh one minute and decide who's going to do what do you remember the jobs yeah huh the Topic's thep oh we haven't done our topics yet let me Dorothy can I see your spread will you read the topics ADV wait a minute hold on okay let's listen for the topics salary Advan level start and end which one do we we're gonna take salary advancement you guys get work time start slend no we're not than okay okay uh make sure you select who's doing what in your group and we can start the time now e e e okay it is see it seems like we're High Achievers and we finished early so let's get started and over here our speaker for work time start end Al righty in our team we wait please wait
029a minute we ready all right on our team we discuss uh work time um start and end and most of the time okay go ahead most of the the conversation that we had at the beginning is just we were thinking that this is very similar to the t-shir workload um and then we went into because there are a lot of similarities finding that work uh life balance but we also discussed um the desire of having a start and end time and we went into the discussion of like what we salary if you're classifi it's you're on the clock you're not of the clock that's just stop but for for salary or exempt employees it's it's different but the desire is to ensure that there's that work life balance and so our interest question was how
030do we bring Clarity consistency and fairness we're refering it uh fairness into Equity to work hours across all Sites some of the examples that we play as the story is like if uh somebody doesn't have duty do they have to be a specific their time or they just need to be at the time uh another example is if they have a um an IEP what time will be a time that is not only convenient for the staff members but also convenient for the parents that they end the time another example that we discussed was about parent conferences in which if you get all of your conferences in one day then you're done and the other early release days you still get compensated for your day but you can leave early uh so we were just
031thinking and I think the struggle and somebody else from the group if you want to add something that we were thinking more into this could be transfer into the t-shir work uh workload questions arel you need a microphone um because I think we combined a few of them because the ideas were similar I thought in this one we were also going to address the fact that Excellency it goes until 4 I think that's where like it was like work day and then stting an time I thought that started end time we were going to address excellencia of four o'clock well we can't end time we can that is currently in process of being discussed and reviewed with the community Through surveys so Administration is already working towards that at excellencia that's great but can we
032put that down as part of the interest is that something we can do for this team discuss schools itot pieces it do we have number but Mr Lauren um especially at X Dr Lauren um especially at X I know our principal is um doing his due diligence because in all reality our school technically us as teachers technically really don't leave till 4:15 at the earliest um and that's if all of our buses are on time for Mo for the most part um but one thing we did talk about or I personally brought up was when I taught in New Mexico when I was in undergrad like IEPs were done within the work hour and me as a sub um I would be at one School site one day and we would do all IEPs for
03330 minutes per grade level I might be in a Kinder class at 8 am I might be in a third grade class the next day and then the next day I was at another School site and the next day I was at another School site to make sure I they hit all of those IEPs for the mar so okay I have another question because excellencia used to be like very bus heavy is it still bus heavy compared to in the past when they moved to four o'clock um we have condensed Transportation routes for Excellency and I think their bus their bus number has gone down some but I think with the number of sped students and how they're scattered throughout the whole District like we bust there's kids from excellen who go I think all
034the way near Camelback traffic at 4M like don't get me wrong Transportation wants to do this because it' get us out earlier but I think right now we I've had a conversation with Scott and Vanessa um it's have some feedback here want yeah um it's definitely been brought forward as an interest for the district to look into um all the reasons why it would be a good choice to go from three different start times to two start times um as we started investigating it transportation is one of the first things that you start digging in digging into and so um part of it was what would the cost of that be because we can't find the bus drivers um it initially came back very prohibitive uh to do the contracted bus driving that we'd have
035to for the special areas or special education students I think one of our numbers was like 3 million uh something then there was another one that was even more it just kept getting to more more so what we have done is we've taken that uh into consideration for the um oh fiscal stewardship committee so sorry um first we needed to handle the fund balance Reserve which everybody's just like don't say that word anymore um uh and then the next topic we're taking on is um the school closure and repurposing what we've determined based on all of the information that we've been pulling together on this particular topic is we need to go into that committee um we're not seeing the fiscal ability to do it uh in the current setting so once we have those
036disc that will be a part of the topic in that school closure repurposing committee uh is an interest to decrease the start times to two and what that information entails and we would bring that back we've heard that it is an interest and we are actively investigating it yes go ahead you you talked about uh putting uh that under the other heading over there um I I I think that I mean me personally I I don't think that's a big issue I just think that the heading shouldn't be teacher teacher workload is that what it says right it should be staff workload that was just my my suggestion because that specifically is focused on teacher workload and that one expands it out a little bit so just a comment yes ktie if you're not talking
037about teer workload and then are you talking about classified workload or what what are you talk or admin workload because that feels separate well I'm just referring to like because you have staff are seeking I'm just looking at the wording I'm just saying if you're gonna combine the two it the umbrella is the the wording doesn't match I guess is my point I'm kind of just thinking let's leave them separate we already did the interests for both of those so um I don't know I just I kind of see it and then I kind of don't see it so um Dorothy I had a question about um so the excellencia situation wasn't one of the interests isn't just making it two time slots it was being able to rotate which school possibly has that later
038time slot also and I mean I know staff who that is still an interest of so I kind of feel bad if we just completely leave that out as one of the interests and and don't address that because yeah when they first started it that was supposed to rotate it wasn't supposed to be one school is stuck being the late school forever now what would that fit under I would think the start end time one that they just did so we would need to come up with an interest question I mean I I think that would be the responsible thing to do knowing that there are people out there with that interest right I mean it's yeah it's complicated and you'd have to have different ideas about the options because it's not like you could
039just just wave a magic wand and make you know right an even switch when some schools have more busing than other schools but it was to be explored at least now Joel is that something um and Vanessa that we are permitted to do in this committee um discussing start and end times of schools and the rotation of that we were talking about when this first happened all those years ago it was stated that it was going to be a rotation the excelin wasn't always going to be the four o' one they was going to rotate that's how it was communicated to us at excellencia when it happened so can you look into that and then at our next meeting give us the data that you found and then if we want to go back to
040that and add an interest uh framing statement we can also I would add that just because something is not a good idea for us to discuss doesn't mean it's not within our scope like that is a really big like thing with many cascading effects that would require a lot more input the times that we have to show up and go home from work are definitely within our scope of like working conditions that's like pretty again it's a big conversation that probably ex exists outside this committee but just like calendar stuff anything like that like four day work week that's all within our scope as a committee it just is not NE necessarily a good idea for us to be like yep let's change the times or whatever right that there is a rotation That was
041supposed to occur I think it would be really good for us to have that to see what exactly the wording is because I think that would help us too that would help but also as Daniel's pointing out there's a lot of things that we bring up as concerns in here that we know we have to take to committee and then once we take it into because we know it's a bigger topic so I agree I mean it I I don't know what'll I think it's good to put it in our interest and to get that yeah me and confer wants this to us to continue looking into this and um yeah I agree for sure I don't know if it's a scope question or not I think it's just get it up there and uh
042we we will be discussing that in committee since we're willing to let's add it and we'll see when we get more data from Joel if we need to address it at least it's there and we won't forget although I did write notes down for that so how do we assure fairness and start I don't know start and stop times basketball our sport excellenc in sport practices professional development they don't really do a lot of after school extra activi because it's already so late I and teachers don't want to take okay thanks Katie could be yeah um um okay any other input about these two okay so let's um thank you everyone wonderful work it's get back to our seats I kind I want to get oh I'm sorry go ahead sorry all right so ours
043was salary advancement for education level uh the story was lack of licensed uh psychologists no interns as a result currently people do not always feel compensated for their education um for our interest statements we have how do we compensate psychologists for achieving lure and how can we competitively compensate employees for their education level okay any more input with that okay great thank you okay everyone give yourself a round of applause we did all this today good work and if we could all sit down and I have a couple questions I want to ask before we leave okay so um now we know what our um framing statements are so the next time we meet we will be working on our options we will be doing a real quick review next time of what an option
044is very quick and then we will start our options for each of the framing statements knowing what you know now after what we did today can you think of any data that would help you you always have that document you can place that data in but just quickly is there anything that you think would help us that Joel or maybe Vanessa um can get for us okay go ahead when we were having a conversation about um um um about what is appropriate for compensation for educational levels uh I had asked the question about how we compare to other districts so if it's possible we'd like to get an idea about how other districts pay I don't know if that's possible or not or like a master's degree right any other data that you can think
045of Daniel um yeah I think the um the nextg salary comparisons by district and job description that we had last year was like super helpful I want another one of those if possible um and there was one other thing I was looking at that I can't remember oh and um PL the last year we got a preliminary Staffing retention survey overview um that was helpful I think those two things would be really good just you all saw that [Music] on the pment connection last Last Friday so make sure you're encouraging people to so we won have information which is our okay we get a comparison what we not everything talking about get that till February sorry next gen when can we get that our next meeting is in February oh yeah February 12th are there
046particular groups because I I think part of the challenge and Vanessa you might want to jump in on here about which is there interest in because have a disparity between or an Inc in congruent identification of names that list I think that list that we had yeah I can get those and then add the facilities ones the facilities ones are going to be a little difficult where we start bumping into problems where we call managers and supervisors start getting compared to different types of managers and supervisors in other districts and it's not comparable but uh teachers bus drivers the ones that everybody calls the same kind of thing those ones are very easy to pull and um we definitely have dat for that it I I'll I'll need to take a look I'll need to
047take a look resource teachers selfcontain and then um I think they might have self-contained I I'll take a look and see what they have I was trying to get uh the gentleman uh who's part of the nextg group who built the tool to come into our next meeting to do like a um he's going to know the best about exactly how to look at the data to answer the questions so it'll be kind of like an on the on the spot he can say you guys can say hey what about this and he can pull in all the really cool bells and whistles that the program offers we can pull in the the teacher comparisons I think I think I can get the the Masters and bachelors and all that comparison um and then bus
048drivers there there's quite a few things we can get to you ahead of time before uh he hasn't answered me yet about whether he can come in and do a a who else is coming in a presentation thank you they're coming in too it might just be a good presentation one yes the salary comparisons to about 200 different districts but we can also focus on just like where we're at right yeah that that's a comparison is us to them us to the other districts and then specifically I tend to drill down like I can do comparison to all the districts in their system or we can do it to the surrounding districts you know so there's a lot of things that um it can do I just it's a very yeah it's a big deep
049tool and that's why I want that guy to come because he can really drill in a lot quicker than we can it it's very timec consuming on Joel and I to try to to figure out the product so very helpful yeah especially because we have specific questions from different lenses and I think that' really help yes um in another area is it I don't know how much work this would be so if it's too much work never mind but it seems like it would be useful to know how many staff members um took Le sick leave and did not get paid out so that if we were going to try to like frontload some days we'd have a general idea does that make sense so how many and I don't want to just say teachers
050because we talked about staff new staff members who took sick leaves that they didn't have acrude days for so they did not get paid for those days they took off you know I really do want to talk about that really quick we don't have a mechanism in our contract approvals to have unpaid days like that so it really does become a tricky situation um when people take unpaid days uh it it technically based on the way contracts work should become a a discipline cont conversation I I don't know if that's too de it's right at the end of the day I don't want to jump into all of that but are maybe I'm misinterpreting how many new teachers are using how many teachers calling in sick before they earned the time to call how many
051teachers have been in that situation they missed days of work because they were sick and I mean if you're sick you're sick so EXC about that becoming a discipline issue but they haven't accured enough time yet because if one of our options was to start everybody with five days instead of having them to slowly acrew that information would be useful like how many days are we talking about that people they get is everyone gets a little bit different based on what they crew right so we frontload and then see teers because they why not but we don't no I'm saying we the the we're gon we're moving down a path of recommendation that I think you guys are looking to see how that harm is happening to teachers I absolutely can pull that data for
052you perfect and absolutely we have mechanisms to make that happen okay great I think that would be useful definitely keep wanting to hand it back I don't know if this is something that can be calculated um but it is something that has been kind of on my mind just as a curiosity because I know it comes up before and I I know you can't predict it going forward but maybe reflecting back to last year's recommendation um if and if this is not something that is important then it's not um but I was curious because we had what like 30 how many things did we pass like how many things did we say go forth and do I think 27 or something so 37 37 um so of the 37 things if there was a way
053and I don't know if there is if there's a way to calculate on the because we we we do these things right and we say go forth and make this happen but then the next step is somebody's got to make it happen right and I'm curious what are the man hours and the resources that are required to have that happen and I'm not saying it should change the discussion but I think it would be helpful for all of us to be aware of as we're here making decisions you know this is what it's going to take in order to make this successful because the last thing we want as a team is to say go forth and do this and then next year come back and say well we couldn't make this happen because we
054were focused on this this and and we didn't have the resources to do that is that something that can be one thing that we were doing was we were updating you with the progress made remember the um it was it was in the PowerPoint yeah like by this time this should be finished and then I think Joel has a spreadsheet where he's documenting as things get completed but my concern is your concern in that how many things can we have them do that they're going to continue doing every year and then we keep adding on to their workload like when is enough enough you know right I kind of get that not meaning we don't want to suggest it but I think we need to keep in mind the recommendations an example would be like
055the sub one right and someone is in charge I think at the district to keep track of that somebody somebody has to make that happy and and please don't misinterpret this as wo is admin and you know that you give me something to do I'm gonna find a way to make it happen but I I think it's just in order to make sure that we're being mindful of those things how what is realistic uh realistically going to get done because the last thing I would want is if somebody came to me and said make this happen and I just couldn't physically I I just couldn't do it so I think that comes about with uh the building of the trust with our groups and and being together you know my second year uh Joel's facilitating
056um I think what we try very hard to do is bring that to you immediately if we feel that something is going to be a a huge lift or impossible lift so we try to communicate that at the time I don't know that like with last year it was a different kind of thing and we just went at it and there no way to really track how many hours because we weren't sure ahead of time how many hours it would take us what we did um commit to was giving updates so I don't know if we can prevent maybe something coming at us that we can't handle I couldn't have anticipated that I would have the huge amount of turnover in the finance area in critical positions which makes a big impact if I didn't
057have that there's things I could just say yeah sure boom we got it done but with turnover and especially in certain types of positions in payroll and finance and R you know especially too um that then starts making it difficult and I don't know going into it if we're going to have that kind of year or not so I think what I could say to everyone is that we can definitely um use our experience and the things that we know that our staff have on their plate to have those discussions with you real time and if we do bump into problems or there's a concern bringing it to you guys as quickly as we can we have our uh CA meetings that we bring things up and we say hey we thought was going to
058happen but because of this thing so I think that's it is that the process then because I what I'm worried about is making promises to people that are listening right making promises that we can't keep I think we have done Daniel correct me if I'm wrong I think that has been a concern in the past and with our new process with our bargaining agreement that we move forward things would get promised and then they would fall off and nobody would say they say well wait didn't we remember didn't we ask for this last year so I think we've made changes to the process to help keep everybody accountable I would say James like I think in Meet good fur we encounter like two types of things when one are like solutions that we come up
059with as a committee that go to our bargaining agreement if something the bargaining agreement is not being upheld that is time to file a grievance which I think makes it essentially official District business puts it in front of everyone's face y um if you're aware of something you know probably reach out um and then there's a lot of um what I've just been calling like District needs to do their job type things where there's not really a recommendation that needs to happen there's not really anything needs to happen there's just a thing in policy that just wasn't being done that needs to be done because it's already in policy it's already an established procedure and just isn't happening um and yeah like the sick Bank thing from the previous years um is a good example
060and we bring those up to District leadership at our monthly meeting as like a union exec team and you know so is the process if something's not being done you file a grievance is that if our contract's not being followed yeah if it was if it was presented to whever was supposed to be was a yeah you have to have an informal conference see that that that makes me uncomfortable um and and not that I'm just saying what makes me uncomfortable is like it you know promises made Promises Kept right and if there's something that is not being done and the formal grievances I I I I take those very seriously and I'm sure everybody in this room takes a grievance very seriously especially if it's something that can reach the governing board level um
061so that makes me nervous I I think we've do you have more recommendations to things that we could put in place sorry two things sorry do you guys have suggestions for other so we've heard what's been said about past um groups before I was involved and we've taken steps to put Protections in place to make sure that things are getting done we have spoken up many times when we've said I don't think that our teams are going to be able to do that so we have that solution we have the bargaining agreement we have a process we have policy is there other things that you guys would like to see from us to try to help with resolve that situation or that problem or concern and and if I'm the only one that feels this
062way then I'll shut up but it I I I take a a grievance very seriously so that's not the only solution though I do I do have a comment before I forget sorry I appreciate you mentioning the things that have been proposed and already implemented like professional agreement and stuff like that I do appreciate your comment James of saying we are asking for so many recommendation 3750 or whatever recommendation and the district it's not an entity omnicient it's an administrator it's a classified employee it's a certified employee and if we are talking about working conditions work love work life balance attention attraction compensating we need to also be mindful of the number of recommendations we're going to do and how those are going to be implemented and and best resolved that doesn't mean that we're
063not going to bring problems because oh it's going to be too much we're gonna ruffle feathers or what I'm saying is there has to be that balance because the reason of the IBN is to create balance that works for the majority of the employees or for all of the employees and so when we said the district will just remember it goes down to a colleague in a room another human being not just an entity that magically is going to do the things yeah but you don't file a grievance I mean I've never heard of somebody filing a grievance against another teacher you're filing a grievance against an administrator no you're filing grievance against the district yeah you're wrong okay uh the grievance goes against the district it is submitted to the um direct supervisor but
064it is because it is the district that's why in our professional agreement says the district will the district Wills because it's the district's responsibility to assign those roles and responsibilities and so for example something in the professional agreement that might not be being followed might have nothing to do with my direct supervisor it might be some it might literally just be some person somewhere took a vacation day didn't see an email or whatever thing didn't get done but that's also why our grievance process in our professional requires an informal conference you have to reach out to your direct supervisor say hey there's this thing that needs to be done it's in our contract whatever and then if that is not resolved within a I think it's 5 days then um you file you could file
065a grievance and I would also say to our point about overworking people um last year we did like 30 plus recommendations and almost all of them are being followed like very like I want to say easily because obviously it's lot of work but they're being followed there are some things that are not being followed I would say to the letter but I in asking around I haven't found any agreed parties because those are like more minor things because again for a grievance to be filed you need someone who is AG grieved no one is really walking around looking for you know letter violations or anything right um and so unless there's like some harm done and someone willing to pursue that harm to the end of filing grievance like there's no reason to that like
066I would say the compression thing is like the big example where like we made a recommendation it's not getting done the year is not over um but we need to evaluate that as a thing where it's like if the district is not is if it is not possible for the district to fulfill a recommendation of ours then that's something that we as a committee need to look over at our professional agreement and what we put in place thank you so what we put in place because that was a conversation I don't know if we had it last year or the year before is maybe it was my first year that I got here I think the concern was the IBN recommendations were not being followed so what we put in place was like Dorothy said
067we put dates when it had to be finished and then Joel has a spreadsheet of all of um the recommendations and where we are with completing those so um we're we're hoping that that takes care of and I think it has I think it's done a great job yeah I mean I I would say I'm probably one of the people in the union staff who's like most willing to like file Grievances and like looking for that for our contract and I don't think I've filed any this year because most things have been resolved that people brought to me have been resolved with an informal conference and I will add that having the enforcement mechanism makes it so that when an email is sent and it says hey this is part of our contract I have
068noticed that things get solved a lot faster and easier than they did before when it's just hey could you do me this personal favor you know that I this would be helpful to me right yeah I mean I I personally appreciate like transparency and language and policy it to me wouldn't be any different than like uh following policy if you're going down the disciplinary process of a teacher too so I I see it I see it supporting on both sides I just uh like and I don't know maybe I'm being paranoid but I worry as we add things because I'm assuming this is going to be an addition process that it's going to get uh it's going to reach a saturation point where it's going to be difficult to say the phrase promises made promises
069fail well and I think that's an important conversation we need to have and we're I think this group is open enough and I think they feel comfortable enough that they can express their views and we can have that conversation so thank you for that and the professional agreement all that helps memorialize that right that's the whole point is that everything's written down so that then things can be referred back to and followed up on that's very helpful which was thanks Daniel last year saying I don't support the process I'm just saying it's I I I worry about how that is managed okay it's also why it changes year to so we move what I'm saying is that it's just it's Dynamic right right so it changes year-over-year we're going to add to it probably and
070it we also could look at things that were recommended and remove them from previous years because we did that last year to me that's that's the implication I get from that like it becomes an editable document right based on correct yes corre so the professional agreement so some things will naturally um be removed because they were Oney year recommendations other things we might look at and say this isn't working for one reason or like I'll use the compression thing like if I file a grievance about the compression thing and it goes to the superintendent and the superintendent says the district cannot fulfill this obligation there's not like that doesn't go anywhere you know what I mean it's just not possible same thing with like anything it's like we don't have the staff to do this
071we can't do it it's not that it's not a priority someone's not doing something um and so like with the professional agreement like we might remove things we could remove things because it's just natural for them to go away after a year might remove them because they might not work and then also some things on there just become esta lished and so they're not the burden of them being new is not contributing so I'll use like split pay as an example it seems like across the district split pay for teachers has been implemented is being implemented consistently seems to have most of the Kinks ironed out I can't imagine like you know if we add something in professional agreement it's not like the split pay and this new thing are a burden split pay has
072been taken care of is work that has already been done that is being done right and so it's not like every new thing we add is on top of all the old stuff most of the old stuff should be hopefully like established procedure by that point yeah I um so I I I think it's just important for us to be mindful of the document itself because I'm and I don't know if Phoenix Union is still like this but I know at one point Phoenix Union their professional agreement had something like 300 and something pages and it became kind of an albatross around their neck and I I know that there was some conversations and there was some angst about it and I I I I don't want our professional agreement to be something that becomes
073a burden I want it to be something that becomes a useful tool for both sides to be able to say Hey you know this is the documentation it's not personal it has nothing to do with uh how I feel about you it's just the transparency it's like another version of policy like that that's that's how which is that's that's an effective an effective process to me okay well thank you I want to have you look over here at our parking lot um so I wanted to give you an update on uh the translation pay we were talking about that and we'll talk more about it next time that's still we're still working with the lawyer on that so we don't have any information yet and we really don't need it until we do our options
074and then the temperature I know arel was concerned about that and wanted more information maybe you can put that in your data needs about the rooms being very very cold you mean the temperature the temperature and the room the room rooms so I just wanted to address it it's on the um parking lot so for you new huh no her classroom oh in the classroom yeah and then Joel as we know Emily isn't by the way our agenda next time just so you know we're going to be doing options and we'll just do options for each of the interest statements we'll see how far we get that day but that will be the agenda and then we have some speakers as you know we have the um health care right coming and then maybe if
075vanessa can get the Gen Ed survey people here that'd be that would really be wonderful will you'll let me know that in advance so I can and how much time they will need for that okay how many how long does he need just let me know an hour and then the other person I'll need to know how long the survey okay about Emily okay so Emily is not here as you know and Joel was kind enough to actually complete the template that Emily usually does so Joel's going to share with you what he wrote and we will agree if everything is correct in that for him to give to Emily to post okay Joel it is available on the um in the folder if you want to take a closer look at it meet and
076conferred January 22nd um first two bullets just a a brief description of what I presented which was reviewing data requested information related to use of contract teachers and class size by site and grade level based upon 100 day census then uh Vanessa's presentation preliminary draft of the budget for 2526 school year she described what is known and unknown at this point and how that may change moving forward as the state continues to develop a budget I don't want to say moving forward twice uh then the team used small group discussion process to develop stories for the following meet and conferred topics for the 2025 26 school year so then I just listed and I think I need to i' combin them so PTO and new teacher pay um so it looks like a work time
077we combined that with another one didn't we with uh teacher workload uh so then after the stories have been identified team listed additional information they may need to help develop options to address identified interests uh next meeting is on the 12th is there anything that we should add to this this is the the really brief article that goes out right and then Diane's notes will be linked and then we'll have a link to the um archived video yes we need to add facilities to the employee group compensation bullet the third one thank you and then I was on the end of Vanessa's little blur could we just add something like uh as more information becomes available Mr perel will keep us updated or something like that just so they know it's not just preliminary and
078that's it but we're going to get more budget information so we are going to combine thought we did yeah we did yeah I think because we added an extra interest statement I think we can benefit one on I'm just concerned that people are going to have seen the list of interests and we took it off so so we can add another little paragraph to say that the following items were what I just yeah I was just gonna say maybe once we get the information from Jameson that would be yeah you got it did his organization change was it always called Brown and Brown Valley Schools uh Valley Schools works with brown and brown Jameson's an employee of Brown and Brown they're the underwriters thank you sometimes that has a connotation to it and somebody who
079hasn't been through the interest space negotiation process and knows what we mean when we say stories as we also did the you know the framing questions and other things that maybe sound a little more professional than just stories I don't know maybe I'm being ridiculous but if I was not informed of this process and I heard stor stories you could put background information and I was also thinking we could attach the um that little document that has the infographic this one just in case people are curious about the process yeah shared interest framing questions framing questions okay so maybe one person tell me what to write go comma developed Collective stories even though some of you didn't do this but wrote interest statements and ended by developing statement [Music] okay does that help Dorothy okay
080yeah yeah all right any other uh this is this is last time so any anything else that we need to add to this um document by Friday yeah Emily will send it out and ask for feedback yep okay everyone thanks for your efforts oh there's only two questions so please complete the evaluation and again thank you so much for your hard work