001we also are recommending a percentage increase instead of a dollar increase because there's two ways to look at longevity one of the ways to look at longevity is to say okay we're going to give an increase and we're going to look at those you that have been here 15 years or more get this much those usually been here 10 to 15 years get this much etc but by just the thought process with longevity those that have been here the longest have the higher salaries therefore when you give three percent those with a higher salary get more money than those with a lower salary so in effect you've taken care of longevity there may be some cases where someone moved into the district and got placed higher because of experience and so they technically have not
002been in the district longer than someone else and got a higher percentage increase but given our turnover and we looked at the longevity of all the teachers all the employees actually in our district and of the 300 and i could be off a few numbers but roughly the 350 teachers we only had 45 that have been here more than 10 years and so we felt this three percent increase addresses the longevity issue and will put more money in the pockets of the people that have been here the longest because they're higher on the on the salary schedule so that's the reason for that recommendation before we move on any questions about that okay with the classified staff the the increase is 135 000 coming out of mno this is a key piece because obviously there's
003a number up there that's different than three percent if you remember last year part of the ccc um priorities was the fact that over time we had compressed the classified salary schedule and so what we were trying to do was quote unquote decompress that salary schedule so that the bottom end of the salary schedule the top end of the salary schedule started to expand a little bit so that as you had more responsibility in a position you would make more money okay so if i'm driving a bus this example i've used it's not to disparage anybody but if i'm driving a bus i have a different amount of responsibility and if i'm an aide on a bus therefore if it becomes so compressed that the the dollar amount to do either one of those two
004jobs is very close to the same then why would i take the additional responsibility so we went ahead and put the salary schedule into three bands and we went ahead and created the first band was an increase each level at 1.17 then the second band the increase was 1.20 and the third band the increase was 1.40 we're recommending that same process be applied again this year if we go ahead first of all we can't afford a three percent across everybody on this one so we'd have to make an adjustment but if you put three percent in to i'm using that just because of the consistency from with above you would turn around and recompress and undo all the work we did last year with the development of the salary schedule last year so therefore would
005defeat the whole purpose of what we did last year so we recognize that percentage-wise it's less than what others are being recommended but there's a different problem that we're trying to solve and we tried to address some of the other funding issues on down the road for the classified in a couple slides i'll present that questions on that okay it's about twenty five thousand per one percent for um uh for administration for the first two bullets that are up there that is mirroring what we did with teachers so this is not the same as what a brand new per a brand new person would get versus a person that had been here one year so the increases is [Music] calculated the same way to make sure that there's still a gap so we don't get
006people jumping to or over people that already been in the district and then we would provide all current staff with the three percent uh increase which again would address longevity we do believe we need to work on the substitute issue again even though we just increased it i think a year ago coming out of the pandemic uh the 125 roughly is in the ballpark where what several of our neighboring districts are doing i've heard 125 i've heard 120 about 135 so it varies depending where the district is but this would make us competitive as a reminder the 140 that was the piece that we put in place that if you were a retired employee from our district and you came back and subbed for us we would give you a higher rate again that's a
007a longevity issue and we're trying to honor those people that have worked for us we do not have a lot of them to be totally honest um but it's still we still want to keep that concept of 125 versus 140. we believe it's a 12 dollar estimate because it just depends on how much subs are used next year that number could go up or could go down no i just want to say i think it's very important that we do raise the substitute pay because i know queen creek has raised theirs and i know there's discussion in other districts so to be competitive and to get good quality subs we need to do that yep that's that's why we really want to move forward across the board for everybody okay so i have a question
008though we do have a current a board member that that sat on the board that now he is um substituting so would he be considered somebody that came back i would say yes perfect i only got four more years i'll just make it i'm just gonna let it go so there is another compensation piece when i say certified stipends i just want to bring this to everyone's attention because this is all the stipends that go out to teachers so whether you're a coach or a department chair or grade level leader i mean we have lots of choir band a lot of different stipends it's all indexed off the base salary so if we increase the base salary it automatically increases the stipend now it's 2.4 percent but remember that's 2.4 percent of the of the
009stipend the stipend might be a thousand dollars so it's not like this is huge dollars across the district for all the ones that we have we would look at an increase of approximately uh sixteen thousand dollars and that would be taken out amino okay so those are the compensation increases so uh that go to the salary schedule at the same time we did have a conversation about some other ways and this is two part number one a desire to to address longevity and desire to thank our staff but also desire to stay competitive with other school districts we are hearing some of these ideas are being used in other school districts so the first one is to go ahead and give a covet 19 stipend one time only we would take it out of the
010rooftop fees or the donations we get for for uh new new homes in our um in our district uh this one-time stipend would be for all staff with the district on may 30th of 2021 obviously we were prorated on a higher basis so for some reason we hired you on may 1st or you're not going to get the same percentage increase as as if you were hired at the beginning of the year the one percent we went ahead and had a conversation of is it one percent versus a dollar amount and the issue with the dollar amount goes back to the longevity issue if i give 500 500 to the lowest paid employee percentage-wise is significantly more than 500 to the highest-paid employee and so therefore because ccc and uh or ccc was was uh
011uh really talking about this longevity we felt a one percent increase uh would do more justice to their request the substitutes however given the way the substitutes work we felt that for those subs that worked for us all this year we would give them a 200 stipend at the end of the year and then that's about five thousand dollars a little short of five thousand dollars so it's a way just to say thank you for it's been a very hard year we know it's been a very hard year we appreciate everything you've done for us this year and that's for all employees in the district and just a way to say thank you regarding the rooftop fees yes approximately how much do we collect for that and do we have any new agreements coming in
012giving all the building that's going on around here yeah so recently we and carly can correct me if i'm wrong on this but recently we have not collected very much because the the home building is not necessarily taking off like it is uh in maricopa we do have and there's a good uh possibility that at the april board meeting i'll be bringing two new agreements to you we are getting we i take that back we do have one new agreement which is archer medals and so we are starting to see people moving into the archery metals homes and so there's there's an agreement with that group but uh there's also been a contingent contingency that's been built up so these dollar amounts we feel are are conservative enough can give everybody a a thank you
013for what we're doing but also ensure that that those dollars are we don't drain the bank so to speak next thing we want to do again part of this longevity if you come back we want to thank you so in this case we're talking about a one-time only retention stipend that is allowed under essers 2 and s 3. so our recommendation would be that we would go ahead and give a percent stipend to all employees it would be given out at the end of the first quarter that's so if you were to join us in july but somehow walk away from us on august 10th you're not going to get it but it's a way to reward those that have come back um and again it's in essence the same uh a conceptual idea you
014will see the substitutes is a little bit higher and that's because next year we would anticipate that we have potentially have more subs working for us we had a number of subs this year that chose not to work for us because of cover 19. they want to work for us but but due to health reasons they felt in their best interest not to so therefore next year we would anticipate that that number may be back to what we would normally have and therefore you would have more people eligible for the dollars and that's why the the money goes up just a little bit on that particular retention bonus okay okay then we know we have a couple issues with student growth with our student enrollment and so what we're looking at we built this if
015you remember on a on a four percent loss and so this is one of those topics that quite frankly we all got to get in the same boat we all gotta roll in the same direction we currently lose 60 percent of the kids that live in our in our zip code which we're only one zip code for our school district we lose 60 percent of our kids to other schools charters neighboring schools we cannot afford to keep losing 60 that's not including the numbers we lost this year so what the idea is with this is as we all get on the page same page and talk about the benefits of our district and how good our district is and we try to maintain and get kids back into our district if we get back kids
016in the district we would go ahead and provide a one-time stipend to staff again it would go to all staff with the exception of subs it's based we're there are some details that have to be worked on but we're looking at based on a growth of the district enrollment by 200 as of the 100th day distributed at the end of the third quarter so going into spring break in march pro rated based on higher date and growth will be determined by the district as a whole we're not going to pit school against school okay what is the impact to us it's actually nothing unless we hit the number but if we hit the number we're on current year funding so we will get additional dollars for mno to pay for it so therefore it's not
017really impacting the budget per se if you don't get it and if you do get it you're going to get funded on current year funding if you continue to hold that number in future years then this is a a situation where you can theoretically manage that particular dollars so again uh it's one of those that if we if we all get in the same boat and row in the same direction and get more kids into the system then we'll all get the benefits of that um and i think it's something where we have to change our mindset because it's it's in my mind it's unacceptable to lose 60 of our kids to to neighboring schools agreed questions that's a great idea professional development this is one that we want to make sure we talk to
018ccc because there there may be some concerns about this or may not what we would like to do is use esser dollars to go ahead and provide three additional days for certified certified staff prior to the start of school so right now they come back four days we bring them back three more so a total of seven days those three days would be for hashtag for training only so as i told the leadership team the other day they're my days we're not doing anything but hashtag forward if we're if we're committed to hashtag forward then we're committed to hashtag four and therefore we're going to take time to take those brand new teachers and make them understand what the basics of hashtag forward are and we're going to take our veteran people make sure they
019understand and they can grow in their skill level the other four days would be for staff to prepare to school now i'm not going to give over all of those days because as an example we will have to train our staff on illuminate so there will still be some trainings that have to take place in the four days but there would be a freed up more time for them to work on planning for the start of the of the school year and so it is a way staff will be paid at their daily rate so again we want to honor longevity those that have the higher salaries their daily rate is obviously higher than those that have a lower salary we are also projecting that we would try to do this in 22 2223 2324
020and 2425 this is a situation where because the money has to be spent by september of 24 you could do this in july of 24 and still be under the guise of what um essers3 asked for so it's a way to go ahead and push this out for four years to do significant training on hashtag forward and get everybody on the same page and implementing that particular movement even more so than we we are right now questions okay is that just certified staff at this point it's just certified staff yes this is just a reminder and i put this up here for a couple reasons number one i think people forget about this but number two there's a push down at the legislature that we let people know about all the different benefits that are
021actually picked up within their salary and so this year with the premium increase if for employees the district is picking up the hundred and seventy two dollars and eighty cents for the increase but just know for all eligible employees that premium cost right now is five thousand seven hundred seventy three dollars and eighty cents there are any number of industries that don't pick up employees i agree insurance so we just want to remind everybody that this is a benefit that the district is doing i can tell you in many other districts they are now moving to it's not a 100 pick up right i agree i know that correct um i think it was a previous slide it talked about insurance costs being a hundred thousand is this are these the numbers that get you
022to that hundred thousand yes well it's the 170 280 by the number of people that we have that gets you to the the 100 the sure just short of a hundred thousand the 577 three is what is that increase plus what we currently pay so right now we're we're paying roughly five thousand six hundred dollars a person on health health care next year it's going to be 573 based on that increase okay so what does that really mean for employees because this where it comes down to what what's the dollar amount so what i did because obviously everybody's somewhere else off the auditor general's report the average salary in the district for a certified staff member a teacher is forty five thousand five hundred eight dollars so if you did a three percent increase there
023they would see thirteen hundred and sixty five dollars and twenty four cents the one percent covet stipend some people say why are you putting it in here i think i'm getting it at may it's not gonna be in my salary next year you're right but we wanna show people what the dollar amount is compared to dave next year so this would be a benefit that they would receive the one percent stipend would would come in and and end of the first quarter the three pd days would increase there so you would see dollars in their pocket of a little over three thousand if we hit the one percent stipend then you would get an additional amount in march so your overall package increase for this year will be three thousand four hundred dollars it becomes
024a little harder with classified because they're all over the place not all of them work eight hour days not all of them work uh 184 day contracts some work 260 days 210 days so we just did an average and worked it off 25 so you get an idea but you would still see they don't have the pd days in there but if you put the increase for a middle band person which is the 1.2 percent increase you can see 800 if we get the 1 student growth they would get an additional dollars and so they would see a thousand and fifty if you look at administrative staff again they don't have the three pd days because they're working off of 262 days a year but if we took an average salary of 75 000 then
025that's what you're going to see the increase obviously in all these scenarios it's different for everybody in the district depending on where they're at but it's just to give you a perspective of what the dollar amount would mean for people so when you really look at the numbers in terms of an increase you're looking at for certified staff six point six three percent increase with the possibility to go to seven point six three percent increase if we hit the bonus for student enrollment administrative staff is five the classified staff again you see band one two and three so they're in the three percent range but the makeup of the two percent is designed to take care of those individuals that get higher that are higher paid and it's they're treated the same way as certified
026administrative again i'll say it again just so everybody's on the same page the reason for this if we gave them the same percentage increase across the entire classified staff we would undo the work we did last year and therefore we'd recompress the salary schedule and that was not what the request was last year so we had to honor that request certified stipends are 2.4 increase um so that that that's for the coaches and those people more questions on that nope so staffing in response to the instructional model which was again a big concern not only with ccc and with um uh with staff in general that the principals have heard about and and the district office has heard about we convened the committee uh like i told you to go ahead and take a look
027at that and at this point what we're recommending is that we would hire seven to 10 additional teachers so you know that 650 000 that's we use an average of 65 000 a teacher when we go to calculate what we think it's going to be obviously it could go down for some people up for another depending on year's experience and whether they have a masters etc but so that reflects 10 times 665 000. if we only hired seven then obviously that number goes down we don't know what the total higher will be because we're still working on what's the specifics of it we have a couple different issues that are out there including the fact that depending upon how many kids are in person next year versus how many kids are virtual could change this
028number so there's some details that we will work with those committees or over this fourth quarter to start figuring out what it looks like but that gives us a dollar amount if let's just say we commit to 10 so that everybody's very clear that implies that we can hire 10. if i can't hire 10 teachers then it's not going to be 650 000 so our commitment is to go ahead and hire so that we have a different instructional model it's probably gonna it has several different iterations we will bring it to you i don't want to comment now because people will lock into what i say but we have to look at the the different uh commitments when you talk about a reduction in class size this has a potential on a reduction in class
029size and so does it mean every single classroom is going to be smaller no just depends on what this model looks like but the combination of this change for what the instructional model will look like as well as the concern for those class sizes this is a step towards that and then you will see in a second that there is a commitment to bridge this concept beyond just one year this is not just a one-year fix okay this is this next one is just additional staff but again just on the uh additional teachers um on a previous slide we had the average teacher salary at 45 000 ish here we're talking 65 000 so that 20 000 difference are we talking about benefits and costs of employing my teacher right and all the taxes we
030pay in taxes and everything yes okay so your your uh state and federal taxes are what 20. and our contribution right so your contribution is 577. yeah and what they showed you on the ag's report was they're just base salary what's the average base salary in the district right okay so then we just were informed if you remember we got through the school safety grant a year ago we got additional counselors and and social workers in different schools we did not get one at harmon a counselor or social worker at the high school we were informed because there's a difficulty and this is i'm telling you this because this could create the same issue with us lots of school districts got sros and counselors and social workers but the money was never spent because there's
031not enough counselors and social workers and sros out there and so um we were caught off guard when we also got a letter that said congratulations you now have a counselor at harman it would be paid for out of the school safety grant at this point we have the position advertised we hope that we'll fill it but we're in the same battle everybody else is to fill positions we did not get funding for the social worker at at the high school however the counselors and social workers we know across this country coming out of the pandemic concerns with social emotional learning um it becomes critical and we need one at uh the high school so we're gonna try to find someone we'll we'll pay for out of medicaid funding okay again using different funding sources
032to address issues we will look to increase an instructional coach uh that will be shared between cta and and the alternative school again funded out of medicaid put a couple in there that are no cost but so that everybody's clear the change from behavior specialist to sel we just want to make sure that we um are starting to address the the concerns with social emotional and moving the the alternative school principal default full time based on how many kids we have gotten back into the system currently and the anticipated number we believe that's uh to our benefit which means we then have to go back and fill the the third uh high school ap position and then we would upgrade the the dean at the middle school to full time and the increase the psych
033intern position right now we're about ten 000 below what other districts pay in east valley so that would just bring our psych in term up to what other people are making or are paying excuse me we need as you remember was part of the esco we've replaced out a lot of our um hvac units and so now there's an increased workload for for those that have them where we're going more high-tech but they're still units that have to be maintained so we would recommend an addition of an hvac tech and then if we're going to go to a one-to-one initiative that increases the number of computers in the class or excuse me in this district and so therefore we would say we need to hire two more ittechs to help out with that load so
034that would be the staffing increases that we recommend any questions so what i want to do next is just show you how we plan to fund this so you have an understanding that there is dollars available to fund all of this so first of all we're going to put that same slide up that we talked about with the mno budget before the only difference on this slide is you're going to see if you added the classified the admin the sub pay raises you have an additional 225 000 if you add the additional staff that that i put in there you have an additional two hundred thousand dollars so if you remember the number before that was a deficiency was 2282 i believe so it's now 2.5 mil yes so if i look back if i
035look back to pages 23 and 24 for the pay raises you actually get a different number than the 225 to 225 000 you've got here because you've got 135 for classified 7500 men 12 000 for subs and the certified stipend of 16. so however you add it you don't get to that 225 what's the number what's the number you have well if you just you get to either 222 or 238 depending okay so a couple different things on that the the 225 was rounded but remember that with the stipend if you're talking about the mmo stipend that's not calculated in here because that's dependent upon us getting enough increased uh 200 students and therefore the increase in them on current year we're going to that this is assuming that this is just for the raises
036if you if if we go with the stipends the stipends are out of other funding sources and then the student growth one is is dependent upon us actually getting there so i did not calculate this because if we don't get there we're not paying for it therefore the number doesn't that sixteen thousand that oh the sixteen thousand i'm sorry i'm like i was thinking something totally different you're talking about the the coaches yes okay i'll have to go back and do my math i thought i had calculated those in there okay and then on the additional staff of the 200 000 is that the when you just went through the staffing slide it's for those that are in mmo so you had the two it techs you had uh right okay so just check them
037out again you're off by 4 000 on that okay okay and again in either in either case with those um you'll see that that uh we're essentially uh adjusting some of what we pay out but most of that's the same as the last one and that's going to get us the 2.5 million to cover [Laughter] because if that's the way it works we will change the numbers in a different way [Laughter] i do have a question though um just i was just thinking about that growth stipend um student growth stipend as far as numbers right population um i was just curious as to what what were you um and your team what's what what are you envisioning teachers and principals to what do you what are you thinking that they're gonna do to try to
038increase student enrollment well it comes from a lot of different ways if you remember we've talked a little bit about our kindergarten roundup and we have a system in place that goes ahead and chases after leads uh using the the new software uh but it becomes critical that all schools are on board so if we get a lead on an uh prospective family that will respond to those immediately that we're not delaying in our response and therefore they go ahead and seek a different option it goes down quite frankly and this is a very simple one we all know if i'm standing in line at safeway or fries and i say something negative 10 people here if i say something positive one person hears it so how is it that we sell the district on
039a day-to-day basis in our district and social media and what are we saying whatever we're saying highlights who we are and what we're all about it could be how do we communicate to new neighbors that move in what are the choices that are available to them when we start to look at and we're already doing it but we'll continue what's our what's our social media presence and when we start selling the stories like with the three employees that got the national awards from modern teacher that's why you will see as a general statement i believe a very positive portrayal of the district through social media and what kayla and marketing is is doing is let's highlight all the positives all the good things that are happening in our district so it becomes that so that
040we can change what's the what's it really look like in this district and we still have a whole bunch more to go i think sometimes it's very easy to get caught up in the day-to-day and forget about the overall picture just a simple one and there'll be stuff coming out of this in the next few months we have done 17 million dollars worth of work in under a year and it went to every single school site in the district and we did not go to our voters and ask for more money for it we are getting national recognition for that we're getting national recognition for modern teacher and so how you perceive your district what's that old saying if you think it can or you think it can't it will and so how do we
041do that so there may be some structural issues relative to to what we do with marketing but there's also just what is the communication of who we are and how we are and there's probably i use this word purposely more damage done by off-handed comments from people not thinking or they make a shot at the district because they're ticked about something and that was more harm and damage than all the positives that you're trying to push out we are in competition if people are not aware there's new high school charter school being built right off of garion and skyline queen creek is opening up their new high school offer rigs in ellsworth well that high school the charter is going to be open up this um uh in july the queen creek one is a
042year from july there's an elementary school going right on like basically the corner of riggs for queen creek if you want to look at high schools you got poston butte you got ala you got three queen creek high schools you got this leona group high school you got aj you got ben franklin you have combs in a very small area the competition that we have for any of our schools and if you think there's that many high schools the number of elementary and middle schools is even greater than that and if we want to compete then we need to compete and so i'm sure there'll be other things we talk about but those are some off the top my head but it is something that is is it a critical mass for what we do
043when it comes to talking about all the fantastic things we're doing in this district well i i 100 agree and i know i know it's a competitive environment and we do and there's no reason why that many kids who live right by our school shouldn't be going to our schools um so i agree with all that i just i was just curious what you meant by that because sometimes um anyways just we we all i'll say is that's just the tip of the iceberg i'm sure there's a ton of different things that we can do what i do know if we don't do anything then we won't meet the goal right but is that how it's going to be conveyed to the teachers as an encouragement well i'm assuming i'm assuming there's any number of
044people that are watching us on on uh youtube right now so yes it'll be conveyed the same way as it's being conveyed right now okay all right because i think there's tons of things going great and kayla and our team i mean we just need to make sure the community understands and knows what we're doing here dea this is just a summary obviously again this is just taking all the different things we talked about um uh within the presentation again i can't stress enough that 692 000 may go down yeah it may increase the amount we have available in daa if in fact the the dollar amount changes um in terms of what the state budget is so we're we still have capacity in d.a so when going back to talking about a conservative budget
045you still have capacity within daa of uh just short of or just over a half a million dollars for things that may come up over the course of the year if we look at the bond summary again we're starting to use more and more of the bond and in response to your question bob about the bond this starts to show you how we're spending it but again we still have uh a little over a hundred thousand left in the bond even even if we're aggressive in these kind of uh payouts server yeah no no no that that wasn't uh that wasn't meant to convey a split that was meant to convey that carl and i are still debating whether we do bond or essers we put it here so we didn't lose track of it
046but as the as the essers dollars come in we might make a slight change uh with that um with that but so that that split was just to say we're still debating whether we think it's an essers payment or a bond payment i put it here so we didn't lose track of it okay and then also the uh banned uniforms and the cta cameras we hadn't seen those numbers in the previously so these because they have been approved already if you remember we went out for the band i just wanted people to show us what the bottom right and i wanted the people to understand that that again we've we're trying to take care of as many different entities within our school district as possible and so that's why those were there but you've actually
047approved those already and we're moving forward with them in terms of proposition 301 here's where you're seeing we're going to take one percent out of bucket 11 and 2 out of bucket three again we would see an increase so these numbers the 209 and the 241 will actually increase once we see what the state's going to give us again what it means when you collapse all three buckets to one still has to be determined that's what the law is the new the new law that the governor signed requires but everybody's still waiting for the ag to respond to us as what does it mean but this is the dollars we have available and this is how we can afford uh this increase and still have uh uh extra dollars contingency in those two buckets bucket
04812 is not there because that right now has to be dedicated to performance pay and so therefore when we were doing this the governor had not signed that bill and so we stayed away from bucket 12 because that's for performance pay we might come back to you once we get some direction from the ag and we might modify this particular slide but this is where we are as of last week so are we waiting for the governor to tell us how we need to do like how performance pay is supposed to be paid not so much the governor as the ag okay the governor signed it and the bill speaks to some components of it now school districts are waiting for the auditor general to say okay well we we read what the what the
049new law says this way so we believe that this new law in conjunction with existing law will allow school districts to do x y and z once school districts get that then there may some may some may be some modifications in any number of areas business so again this is a very conservative way that would allow us to do the three percent increase for a certified staff still allow for contingency and still allow for additional movement whether it be upcoming or future years based on what the ag reports so again very conservative the rooftop fees there was dollar amounts there and there's dollars to account for that esther's two you'll see that there's an essence um it matches 286 a couple things though again if we don't hire the 10 additional staff members then this
050changes and so when we when we start to take a look at that even as you look at this there still may be some changes we will zero out you must zero out esters one two and three as you go through them so we may have to do journal entries next year based on any number of different factors so if we only hired five teachers just to make it up well then we're gonna have to zero out that some other way so this is one of these cases where again the dollars may change or the the topics that you're using to spend the budget line items will change we'll bring you updates on that as we move forward but at this point our projections will be such and this is this is what was submitted
051to the state to get approval for our essers 2 grant it's actually a grant program through the state it was approved today it was approved this afternoon by add using these numbers and they know that these numbers may change but this is improved to us so we're going to move forward with this and then as things change we will make the entries in and apprise the state of what the changes are and again we'll bring it to you with some summaries uh probably more closer to us to december but maybe we'll do one in september we just have to wait and see how it plays out that same thing will happen with esther's three to be totally honest so the utility bills are are we seeing a decrease in our utility bills yes we should
052be yes we haven't tracked it i don't know what you guys are seeing any way we could pre-do it for the next year with some of this potential [Laughter] that's prepay see that's the biggest issue we had planned originally to take care of the debt service and pay that down sooner but we were told that we we're not allowed to use this money for debt services but then we've heard that others have and so we're trying to get clarification okay because if we can't then that's okay i mean there's i i think at the end of the day we'll find a way to spend the money so that's not a concern but but that could help us out uh relative to the payoff of that piece sooner then when you look at uh esther's three
053again a couple different things with this we're estimating six five um and 6.5 mil again that's an estimate we should have the correct number um upcoming but based on everything that we've been directed by ade that's where we came up with that number we just didn't pull it out of the air that was based on direction from ade but they're still working on the actual numbers as they get the dollars from the state excuse me from the feds but here's what we're trying to see when we talked about that bridge there's a way for us to take care of that retention bonus for the next four years and so there's a way to say we're going to now what if something happens and we get an unexpected cost we're not committing to retention bonus in
05422 23 23 24 24 25. we're saying we'd like to do that and we'll be open and honest which is why i'm saying it here tonight is that that would be our first choice but if it does not pan out the way we think it's going to pan out because the pandemic rears its head again next year let's just say then we may have to make it some adjustments in this and so we'll be having dialogue with you guys on a regular basis as to what's happening with these dollars and what are the adjustments we have to make we have the science and social studies curriculum again we would hope that we would have 10 new teachers and that we would continue to fund them for not only next year but the year after the
055year after that again if it was only five teachers we might try 10 next year and only get five again it may be that with everybody 100 percent in our classrooms that we think that this is not a wise use of the money so this is just a bridge an idea of what we could do it is not in any way locked in stone for future years we'll just have to see where it is if we're going to add three professional development days to to our certified staff then we're gonna need some help with our coaches throughout the summer to help plan on that so not only for this summer but next summer in the summer after and we've conservatively put it at 25 000. some people already have some commitments for this summer so
056not all coaches are gonna be able to help us and we recognize that we're looking to do the additional hashtag four days for the next three years after that again that's the dollar amount that's there the computer initiative to lisa to your question there would be an anticipation where we would have to go ahead and purchase additional computers in 2223 and 2324 which is 400 000 each those numbers could go up or go down depending on the cost of a chromebook depending on the numbers depending on everything else how is this conservative then because we said 5.4 million dollars is what that adds up to but we said we were going to get 6.5 million so we're still a million you know 1.1 million that we have not yet spent and that's not speaking to
057the potential of additional dollars that we could access out of here because there is no commitment to future years for this there's a bridge and there's a plan we will utilize this to start our discussions a year from now on the budget but depending on any number of factors we may collectively as a board as ccc as administration say we need to do something a little bit different something's come up that we hadn't anticipated so we want to go ahead and put more dollars towards x and that gives us the flexibility to do that and so even though there's a lot of dollars up there and it's a lot of money there's and there's a plan to move forward there is still enough latitude to adjust to whatever we need to adjust to over the
058next two to three years questions on this part i think and so that's the overall plan for the budget um in terms of what we'd like to do if there's not concerns with this group then obviously we'll talk to ccc and then based on the input we're back we'll also do a presentation it'll more than likely be a virtual presentation to the entire district if so it's just maybe an uh iteration of what's up here because we're not going to go an hour and a half with the entire district on on a discussion but there'll be an iteration here if we get specific feedback you might see some minor adjustments or you might see a situation in april that we bring you option one on option two based on what people are concerned about but
059so again this is this is not to say that if someone has a major concern or a large group of individuals have a major concern that we're not going to listen to we will then decide what's the next best step if everybody's comfortable with it then you'll probably see many things in april may and possibly june that will just mirror what we talked about up here example you won't see necessarily right away the science curriculum piece it might be a june uh note that you get that says hey we're approving to go out for an rfp for uh science curriculum so you're not necessarily going to see everything in april but we will spread it out over the next couple of months you guys have any questions so maybe they're not questions but maybe some
060comments or maybe they're question comments so we talked about the seven and ten additional teachers like for online if that were to come to us there would be like a big explanation of like this is how many students we assume are going to be online next year here's what we're thinking here's what we're doing right yes yes we will bring you a presentation of what the instructional model looks like okay and that would be the same thing if we're looking at reducing class sizes what are their current sizes now what are we looking yes again i would caution everybody so that i've said this before and i'll keep saying it it's it really applies at all levels but it's the math is simpler at the at the elementary schools when you only have two teachers
061the division is fairly simple division and if you add additional teachers number one just so because this comes up every every time not just in this district but other districts there's not enough teachers nor is there enough money to to truly give every grade level and every department across the entire district an additional teacher not enough teachers in the world and not enough money in the world to do that so even if we say we're going to go ahead and reduce that does not mean that every first grade across five schools gets an additional teacher and so what would happen in those situations is we would have to take a look it may be easier in a high school setting where we may be able to add additional teachers that you can spread across all
062the english classes at the elementary a little bit harder there's going to have to be if we get to that stage pick and choose as to what we think is the most critical area that we're going to have to provide resources to to go ahead and address the situation uh if it if it ends up going for a true reduction versus helping out with the with the online kids does that make sense right and that's and we'll work on that and then that would be presented to you guys so we're not going to move on anything without presenting it to you but just know as we're thinking through it there's lots of tangents to it so as we're thinking through the science and socialized curriculum just i'd be interested to know also when was last
063time english and math was adopted just as part of that so that we can make sure that we have all that information elementary yeah so just as you present that make sure that's part of the definition we'll do that we'll do that okay anything else so i have a question how i know you guys didn't bang this out in one day so how long did this take to do you don't want to ask him i do they don't like my process you've been working months weeks like what no i mean we've been talking about it as a leadership team and as a cabinet going back to probably we started in january and then the first monday of of spring break we spent all day in here working on this and so again it's it's an
064ongoing process some of the stuff that you were shown uh relative to how to build a budget carla showed it to the leadership team that might even be in december so it's a process that goes on on for several months to make sure uh again number number one we want to listen to what the concerns are and and i'll be honest if there's two concerns we're listening to we're listening to the staff concerns but we're also listening to administrative concerns what are they trying to do to move the district forward um and so that becomes and then number two transparency this is the level of detail that that we're not we're showing everybody what the numbers are and so we're trying to provide transparency and why we're doing what we're doing and how we're doing
065what we're doing but it does take uh uh honestly a three or four month process looks good though and um so at the beginning do i said you guys if you had any so do you guys have any like burning i want to stand up and say something no need to wake up first i just have a few comments i want to make before we close out um first i want to compliment you on many and various priorities that have been met all the eggs were not just in one basket they were spread in many different areas of concern and i think you found multiple funding sources i put together a i know shelley laughs at me i love it but my spreadsheet with all the different funding sources that you've used and have counted
066eight or nine different ways of getting money in addition to just what the m o budget provides and sometimes it's easy to overlook funding sources and i think you've done a great job of capturing many of them and i also want to say that it looks like you have equity in the system trying to be fair to all parts of the district so i want to compliment you on that and all of you on that thank you okay okay so now we want to move to the agenda item do you have anything else i think you were going to work i was just i just wanted to add my accommodation and thanks to everybody and all the effort put into that i know obviously you said you know we're gonna still work with this a
067bit but clearly there's a lot of work and thought put into that and a lot of collaboration which i think is a hallmark of this district and the way you guys are uh running yourselves as a leadership team so i just wanna commend you on that and thank you for your effort and i think um we've got a lot of wonderful things we're looking at there so thank you for what you're doing once again very professional very incredible thank you i would like to know when you take it to other sources like what their com their comments or concerns about or whatever right you'll see that what way if so for example what we'd like to do at the at the april 14 board meeting is is bring forward the compensation package and so if
068there's specific issues that arise within our presentations good or bad then that will be part of the presentation on the compensation so i may not give you one that says hey this is what we heard on everything but as we move some of these things through and moving forward then we'll make sure that that we provide updates and some again i can assure you that both science and social studies will have teachers on on the committees to choose but obviously until we get into that you won't see who is on the committee until we actually move a recommendation and then we'll let you know who it is but it'll be across the entire district across the grade levels and so we'll bring that stuff to you to help you to see what's going on okay
069okay so then with that i think we'll go ahead and move to um the 6 6.1 so what we have with 6.1 again is just to to move forward as quickly as possible uh we have gotten quotes from dale for chromebooks for our one-to-one initiative and so uh we've talked about it and i'm more than happy and craig can come out here if you have some some specifics that i can't answer but in essence based on what we presented into the budget we would then move forward with this recommended nation to move forward with one-to-one computer initiative as presented and that would then allow us to uh order these and and project to have them in by july first so that we can go ahead and start the one-to-one initiative next year we we will
070get the details of specifics out because what we're looking at with k-6 is they will not be handed to kids to take home they would be stored in in in a cart uh in the in the classroom seven through 12 they would be released to the kids the insurance component speaks to the seven to twelve kids who would have insurance uh for the coverage of the cost of what happens if one's broken um uh so in in some of the cost we're also looking at the replacement of laptops for our our uh teachers in a phased uh situation so it's a it's a comprehensive look at it but in essence gets everybody to where they need to be on a one-to-one uh that we've moved forward with as we as we go and and we
071would uh look to see if anything comes up you you will not see the server and the backup stuff in this agenda item but it will come forward in april any questions on this yes i do i have a couple too you want to go no no okay in comparing the student count and the current chromebook count there's a difference of 1240 and yet we're thinking of purchasing more than that is that for anticipated student growth there there's some anticipated student growth in there uh there's also craig when we have the numbers at 1250 and we're anticipating uh what's the the differential between that um drawn to blank are we already replacing some well that's part of it right when when you do a one-to-one you want to have you try and have like 10
072because if inevitably something's going to happen a student will break a device so that way we'll have a replacement while we get the device repaired so you want to have that that cushion in there for any damage and if we have additional growth you know if we got the exact number then we have to go and purchase additional chromebooks right away so and that's why we get some more and we're and we're anticipating that we're trying to get our order in early is that what you're saying yes okay okay and the reason the reason for that again if you remember last year everybody was buying chromebook many districts were buying chromebooks and if you recall i think there were several districts in the state where first of all they came from china and we weren't
073accepting product from china at the time and so they weren't even released off the docks in los angeles and everybody's getting ready to start school and people are scrambling trying to get the computers uh and they in fact had to get i think a couple different congressmen to help get them get them released in time if we get in out of the gate quick then then we may not run into those kind of issues because we will have the product before everybody else tries to get it okay and craig could you put the supporting document up there on page three because i have a question about that i think would be easier to take a look at the the numbers if it's up on the screen okay so so when you look at 1500 chromebooks
074at 623 9116 it comes to about four hundred and sixteen dollars per then you look at a hundred chromebooks at seventy thousand that comes to seven hundred and ten dollars per why the difference in price per when they're the same chromebook actually the devices for the staff are have more specs in them because the teachers are doing more than the students okay so it's got more memory you know more hard drive space that kind of thing it's not the same exact thing no not at all the teachers need a little bit beefier device than the students do okay that makes sense that's why the price is different okay good question yeah all right you're on steve so comes middle school is that count correct so the student account says 683 chromebook count is 883. is
075that a yes i mean is go to page one i mean so that is an accurate account but you'll see that if you look at all the schools we definitely have to move chromebooks around so in theory and we haven't talked about how we're going to hand out the devices and where they're going to go and all that we haven't gotten to that detail yet all the devices at the middle school could be handed out to the middle school kids and then we could take the you know 200 that are extra and then you know like um cta needs some ellsworth you know needs a little bit you know harman we're a couple hundred short there so that's how we'll just have to spread it out to the other schools but comes middle school right
076now is essentially one to one as you can see all right so my next question and probably gonna offend some people here does every kindergartner need a chromebook i mean i i just i don't know i'm struggling with that one well actually it's i mean even the preschoolers will have access to a device as well all the way up through 12th grade right now i'm just saying all day every day do they need access like do they need one so that they can access it any day all day every day if that makes sense okay so oh a couple different things and i'll have the principal speak up because i see heads nodding but but um the piece that you have to understand that that creates a situation with it's a little bit easier at
077the elementary uh with carts because they're in carts um it's easier just to put the carts in each one than to try to wheel them back and forth depending on what how you're going to use it so teacher a wants to use a teacher b teacher a is a super user teacher b is the sort of user and so teacher a dominates and never gives the computers to teacher b this puts it in every every single classroom now well they use it every single day all day long not necessarily it becomes more dependent upon the teaching assignments that are taking place but yes the idea would be that the kindergartens would have access to it and i'll let some of the they're not taking them home i can also say being a kindergarten teacher myself
078at one time they may not use it at the beginning of the year but being into going into first grade they better be using it every day if the first grade's using it or have access to it we're looking at the digital curriculum so providing that for kids um learning for all kids the last thing is um you guys are you shaking your head anything you guys want to add forward our kindergarten teachers are begging and asking for those chromebooks in the classroom that the other classrooms do right now they're asking for that they need them as part of rotations and i agree you're not to expect to walk in the classroom and see 25 kids all on a computer at the same time so we might not need necessarily one-on-one although i think that's
079what we're trying to go for okay thanks are you thank you [Laughter] so any other questions comments lisa do you have anything to add okay bob are you done with your question i'm done chad what do you have i'm good no comments either what don't encourage them i just figured okay so no i agree with what they're saying i i see where i see where steve's coming from with his question as usual i understand what he's saying he has to ask the question i know it was it was a it was a valid question okay so um but i agree that we need them are we ready to make a motion i'd like to move to approve the purchase of computers and computer equipment to implement the one-to-one computer initiative as presented second all in
080favor motion carries five to zero do we have any announcements please say no i'm just saying it's getting close to my bedtime okay so we don't need any other meeting prior to our next one right no do you know when our next one is is it in your calendar that's also a fair question [Laughter] yes it is okay i'm gonna motion to adjourn at 6 50. second all in favor