001Good evening. Welcome to Jefferson County Board of Education regular meeting on Monday, November 10th, 2025. If you please join us for the pledge. Pledge allegiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. That was perfect. You guys have been practicing. All right. Um, first up this evening, we have some student and staff recognitions. Good evening. Tonight we have several staff recognitions beginning with the award of the champion of college access and success to both Jefferson High School and Washington High School. And I believe we have a couple of our counselors and administrators with us this evening that we asked to come forward. This honor from the College for West Virginia recognizes schools that demonstrate exceptional
002dedication to preparing students for life after graduation. To earn champion status, schools must take part in College Application and Exploration Week, celebrate College Decision Day, and either increase their FAFSA completion rate by 5% or reach a 60% completion rate overall. This year, Jefferson High School earned the title for the third time, and Washington High School received the honor for the first time. Congratulations to both schools for their outstanding commitment to students success beyond high school. Because all of our recognitions this evening are staff, we're going to hold pictures to the end. Okay. Next up this evening, we have our all-star staff recognitions. These are back from last year which is where every meeting we have all of our schools or a school we'll select or two to come and recognize a service personnel and a
003professional personnel within their building who exemplify what it means to be an excellent JCS employee. And this evening u Mr. Astrino has also brought us a bonus service provider as well. Mr. Asterina, would you like to come present? >> Good evening, Madam President, members of Jefferson County School Board, Dr. Bishop, and all those in attendance this evening. This evening, I would like to recognize three exceptional staff members who share many admirable qualities. Each of these individuals pour their hearts into educating and serving our students and community, consistently going above and beyond their everyday roles. While I'm incredibly proud and grateful for the entire Ranson team, these three individuals stand out as shining examples of what it truly means to be devoted Ranson Rocket. Their dedication, passion, and unwavering commitment reflect the best of our school
004values. The first All-Star staff member to recognize this evening is Mrs. Michaela Dillo. Mrs. Michaela Dillow is one of our outstanding ECATs at Ranson Elementary. Currently serving in first grade, she brings a heart of gold to everything she does, consistently going above and beyond with tireless dedication and a radiant smile that reflects her even bigger heart. Her compassion for students is evident in every interaction and she truly exemplifies what it means to be a Ransom Rocket. Recently, Mrs. Dillow led a county level training for ECATs showing her leadership and expertise. She collaborates closely with our academic coaches and fellow ECATs to train, model, co-f facilitate sessions on UFly, I Ready learning stations, and so much more. Her full steam ahead attitude is a testament to commitment and enthusiasm for her role. Mrs. Dillow knows most
005of our students by name and greets families each morning with a warm, genuine welcome. Her presence in it is a daily reminder of our school's theme this year, every student, every day. Mrs. Dillow, we at Ransom deeply appreciate all that you do. Your dedication, kindness, and leadership make a lasting impact on our school community. Our second all-star to recognize this evening is Mrs. Jennifer Dixon. Mrs. Jennifer Dixon has been a vital part of Ranson Elementary for over five years, serving as our multicategorical teacher. At the heart of her work is a deep commitment to building meaningful relationships. It truly is who she is. Mrs. Dixon works tirelessly alongside her dedicated aid to support students with a wide range of differentiated needs. Her classroom is a place of growth, success, and compassion. Much of this success
006stems from her intentional and passionate approach to teaching. She brings a deep understanding of each student both personally and academically and uses that insight to create learning experiences that are truly transformative. Mrs. Dixon is not only a lifelong learner herself, but she also challenges herself daily to grow and evolve, always striving to be the best educator she could be. Beyond her classroom, Mrs. Dixon is a teacher leader in our school. She serves on multiple school leadership teams and faculty senate committees contributing her voice and vision to our broader school community. This year she launched a student created and studentled newspaper, a remarkable initiative that gave her students a powerful outlet for expression. The first edition was actually published just last week and it stands as a testament to her belief in her students voices and
007their true potential. Through this project, Mrs. Dixon has empowered some of our most vulnerable learners to feel seen, heard, and valued. She has created a space where every student can experience success and make an impact on their own in their own unique way. Mrs. Dixon is a true inspiration to all of us at Ranson Elementary and we are very deep deeply grateful for the light she brings to our school both inside and outside the classroom walls. This is Jennifer Dixon. Sure. And our last all-star to recognize is we said we have a bonus. So this evening I would like to recognize also an integral member of the Ranson school community as a service provider critical to our students, Mrs. Kate Beler. Mrs. Kate Beler serves as our primary LEAP teacher at Ranson this year, bringing
008her passion for education all the way from the great state of Oregon. From day one, she has given her all to support and uplift our LEAP students, devoting countless hours each day to meet their diverse academic, emotion, and behavioral needs. Mrs. Beler leads with heart, compassion, and an unwavering commitment to doing what's best for her students. No two days in her classroom are the same. Yet, the growth we've seen in her students already this year has been nothing short of inspir inspir inspiring. Her students are thriving not only within the classroom but also in general ed settings, engaging with peers, participating in cooperative play. Watching these interactions unfold is a true testament to her impact. Supported by two outstanding aids, Mrs. Beer has cultivated a classroom environment that feels like family. Built on trust, care,
009and a shared purpose. Her leadership and dedication have created a space where every child is valued and supported. More than an educator, Mrs. Beer is a voice for her students, a steady hand to hold and a powerful agent of change. Her presence is a daily embodiment of our school's theme of every student every day. This is Kate Beer. Thank you all. I'll pause to take a few photos and that completes our recognitions. Don't know. Thank you. If the counselors could just come back back to the podium for just a moment just so we could recognize each of you individually. Okay, I do want to recognize, as you said, all of our counselors by name. So from Washington High School, we have Miss Stunts, Miss Sodto, Miss Saxs, and Miss Manley. And from Jefferson High School
010this evening, we have Miss Job, Miss Babington, Miss Biggie, and Miss Wright. >> All right. >> Thank you very much. I know that is a huge accomplishment. I mean, it's something Jefferson's only gotten three times. In Washington, this was your first time ever. So, congratulations. And I know um I believe each of your schools has a counselor that has been state recognized recently. So, just, you know, congratulations overall. You guys have come a long way in the past few years since um that a word, the audit that we had. So, I just want to personally congratulate you on all the strides that you've made and the awards that you're getting from the state. So, thank you very much. Thank you, Miss Springer. All right. Next, we have citizens comment. Oh, approval of the minutes. Is
011there a motion to approve the minutes from October 27th, 2025? >> A motion. >> Thank you, Miss Bratton. Is there a second? >> Second. >> Thank you, Mr. Robson. Any discussion or questions? Hearing none. All in favor of the minutes from October 27, 2025 say I. >> I. >> Oppose. Thank you very much. Next we have citizens comments. First up is Aninssley Gray followed by Heather Harwood. Harwood. And just a reminder, speakers are limited to three minutes. And speakers may not engage in negative or derogatory statements that use names or positions by which persons can be identified. Please. So first up is Aninsley. Just give me one moment to set the timer here. >> All right, ma'am. Whenever you're ready. >> Good evening, members of the board. My name is Angley Gray and I'm a
012ninth grader at Jefferson High School. I'm here to express my concerns about how the district keeps changing the way in which they'll financially support students taking the AP exams. We've gone from one parents only needing to pay half of the cost towards the beginning of the year to two the parents paying all of it but being fully reimbured 10 years 10 months later sorry if the student passes to three the district only reimbursing half if they pass and that's only if this district doesn't change it again. I am currently taking one AP class my brother who's a senior is taking three. My family has been affected by the government shutdown and we've been forced to rely on relatives to pay the $400 fee for these four exams. Our mission statements says, "Jefferson County Schools will
013ensure that all students value themselves and others, contribute to their community, and succeed in a global society. With my first semester of high school almost done, I have gotten the impression that many students are neither truly interested in education anymore, nor are trying to strive for excellence. This may be partly because the district is showing that they don't value myself and my fellow students in our quest for success in a global society. By changing the AP policies with payment randomly and without much warning, thus making it harder to afford AP exams, the district is making students not want to achieve excellence and also value their education less. The district is already in trouble for not having enough kids take the AP exam per the county approval status and accreditation report from West Virginia Department of
014Education. This is the third year we have not met post-secary achievement standards. One way this indicator is measured is by students taking AP exams. By taking away this money, you are only making it harder for them. You are punishing the students who are already in the classes trying to save the district scores in the middle of the school year. Not only that, you have a lot of government employees in your district and you doing this during a government shutdown. I believe that this decision was wrong and in contrast to the goal of getting off this watch list. We want you to fix it before the start of next year and most importantly include AP students and teachers in the decision-making process. Thank you. >> Thank you. Next is Heather Harwood followed by Sarah Brandenburg. Good
015evening. My son is a sophomore at Jefferson High School. I'm here to advocate for him over the recent decision to restrict games on the high school Chromebooks. I understand that Chromebooks can't that games on Chromebooks can be a distraction. But for some kids, like my son, they are a lifeline. He's a good kid and a good student. Last year, one of his teachers told me that he wished all his students could be like him. He is currently earning straight A's in his classes. Despite his successes, he has barely any interest in attending college because he has so disliked his school experience. In his old school district in Texas, his unhappiness was largely due to the stress and anxiety of a school putting pressure on high academic performance. Here in Jefferson County, it has largely been
016due to the disruptive behavior of fellow classmates that makes much of his day so unpleasant. He has always struggled socially because of his neurode divergence. He has few friends. Being able to play Minecraft Education Edition, a game that uses creative problem solving once he has finished his classwork and is waiting for the bell, allows him to distance himself from the stress of his day and the distractions of his classmates. Playing Minecraft gives him a creative outlet as he sits alone at lunch. The game has never distracted him from learning, but it has given him a lifeline to get him through the hardest parts of his day. When the things that make his day bearable is taken away, he sees it as teachers hating kids. In his mind, this is what you do when you want
017to make him feel unwelcome and unseen. and he feels he is being grouped into a mass punishment for misuse of game playing when he is innocent. I'll remind you that as I understand it, there are already restrictions in place. Teachers already use GoG Guardian to restrict gameplay and kids are only supposed to be playing games with a teacher's permission. Please reconsider this choice of removing games, specifically Minecraft, from their Chromebooks. Consider other ways to give students the right time to play. After all, play is learning. Playing games, especially a game like Minecraft, develops even a high schooler's ability to problem solve and think critically and experiment. Games provide a safe place to take risks and develop adaptability and resilience. And games are an outlet that reduces stress and and anxiety, which most teenagers, especially my
018son, desperately need. Thank you for your attention. >> Thank you. Next is Sarah Brandenburg, followed by Chris Anders. Good evening, members of the board. Superintendent Bishop, thank you again for allowing me time to speak. I come before you again almost three months into the school year, to continue to ask for exit interviews and an investigation into why 12 teachers and six staff members, the official number that I was given last week, left Blue Ridge last year. For three months, I have not been able to answer my son when he asked why some of his favorite dedicated teachers left him and his classmates in such large numbers without saying goodbye. And for three months, I have not been able to reassure my children that this unprecedented loss of staff will not continue to happen, especially in
019light of the loss of the school's librarian just a few weeks ago, who worked so hard to get her dream job at that school. I urge you to find out exactly what the underlying cause of this mass exodus from my children's school is because we cannot afford to lose more amazing teachers and our children deserve answers. Thank you. >> Thank you. Next is Chris Anders. Well, good evening. Uh my name is Chris Anders. I'm a state delegate, but I wrote down what I was going to say tonight. So, I won't hold the floor like I do in Charleston. Um, my name is Chris Andrew. I'm here tonight as a concerned community member and representative of families in our area who care deeply about the future of our schools, especially the well-being of our teachers and
020the success of our students. I want to address what's become a serious and growing concern at Blige. From what I've learned, 18 staff members have already left the school and I'm hearing that many more are currently considering it. That type of turnover is not normal and it's not sustainable. It sends shock waves through the entire school community, hurting morale, disrupting classrooms, and leaving parents and students uncertain about the future. When that many professionals, dedicated people who have invested their time, energy, and hearts into serving our children choose to walk away, it demands attention and action. We simply cannot afford to lose more good educators and support staff. Our children deserve stability and our teachers deserve an environment where they can thrive, not burn out or feel ignored. Now, I'm not here to assign any blame
021or to point fingers, but I'm here to ask for answers and accountability. We owe it to our teachers, our students, and our taxpayers to know why this is happening and what will be done to fix it. I respectfully ask the board and the superintendent to take the following actions. First, to conduct a thorough and transparent investigation into the causes of this turnover. This means honest confidential exit interviews and climate surveys that truly capture what the staff are feeling. Secondly, identify patterns or reoccurring concerns, whether they involve leadership, workload, communications, morale, or other issues that may be contributing to this exodus. And third, report your findings publicly and outline concrete steps that will be taken to stabilize staffing, rebuild trust, and ensure Blue Ridge remains a place where people want to work and students can learn
022in a positive, consistent environment. I want you to know that I'm also reaching out and speaking directly to my constituents, parents, and former staff to better understand what's going on. People are asking hard questions, and they deserve honest answers. The community is watching closely, not out of hostility, but out of genuine concern for the school and the people who serve it. Our teachers are the heart of education. When we lose them in such large numbers, it's not just a staffing issue. It's a crisis of confidence. And it will take transparency, leadership, and real engagement with those on the front lines to turn it around. I urge this board and the superintendent to treat this situation with the urgency it deserves. The parents, students, and staff of Blige are counting on you listen to listen to
023act and restore stability and trust in the school community. Thank you for your time and thank you for your service to our children and their families. >> Thank you. >> Next, we have the consent agenda. This is Lauren. Good evening. Um, do not have any changes to the personnel actions that are presented to you this evening for consideration. >> Is there a motion to approve the consent agenda as presented? >> Thank you, Miss Ogden. Is there a second? >> Thank you, Miss Bratton. Any discussion? Hearing none. All in favor of the consent agenda as presented say I. I. >> I. >> Oppose. All right. Thank you. And Dr. Joy, if you're online, I couldn't I don't think Miss White did you hear? >> Yep. I said hello. I said I >> Okay. Thank you. Thank
024you, Mr. Lori. >> Hi. Thank you. >> All right. Next, we have a presentation on salary review and pay table update. >> Hello, I'm Kristen Cameron, chief financial officer for Jefferson County Schools. Hello, I'm Amy Lurine, chief human resources officer for Jefferson County Schools. >> Hello, I'm Kelsey Springer, director of communications and public information for Jefferson County Schools. >> Good evening. Our presentation this evening is an update on Jefferson County Schools compensation and strategy for professional positions and classified service positions. basically a state of the state on pay in West Virginia and Jefferson County schools. Next slide, please. The agenda for the presentation is to cover JCS key budget components, the salary review process and findings, a pay table update and next steps. Next slide, please. The budget components entail salary, programs, operational efficiencies, and
025staffing. Staffing. This evening, we will focus on salary with the additional puzzle pieces to presented to be presented over the next several months. Next slide, please. The JCS salary review will cover the time frame it was conducted, the process and methodology, and key findings. Next slide, please. I first want to introduce the group of experienced individuals who helped with the review of our JCS salaries. Compensation strategy is a unique area of HR and finance that requires experienced professionals in this specialty. These individuals included Kristen Cameron, our CFO, who has a strong background in payroll and accounting. Angelina Francisco, background in different industries in finance and payroll. Denise Petara, HR, background as a teacher, HR experience in education, government, and manufacturing. Rachel Wringler, human resources, background as a teacher, special education and support service personnel for
026Jefferson County Schools. Samantha Vines, HR, background as a teacher and supports professional personnel for human for Jefferson County Schools. And then myself, Amy Lurine, background in human resources, compensation strategies and experience in industries including education, higher education, and hospitality. We spent the past several months reviewing compensation, salaries, challenges, and opportunities. Our method was to review salaries in Jefferson County schools, top 10 counties in West Virginia, border counties to Jefferson County schools, and comparable school systems. As a disclaimer, this was not a full-scale compensation study. For compliance, a full-scale compensation study is completed by a third party, which we are not. Third-party compensation studies have already been completed twice in the past seven years. We know and understand those results. And our purpose of this review is to determine what salaries look like now, where Jefferson
027County Schools is positioned, what do we aim for, and what is needed for compliance purposes. As part of the salary review, you need at least 5 to 10 data points. We started this process in fiscal year 25 and transitioned into fiscal year 26, which is current and more than three month months out, which legitimizes the data. Anything considered in fiscal year 25 was aged using the proper aging formula to bring the data current. The review consisted of the professional pay scale and the service pay scale. We started looking at the beginning pay to provide a more accurate compensation review. We looked at the average pay scale and not the average salaries since each organization will have different experience levels and degrees as their unique average. With professionals, you have jobs that are going to be
028more of the same across different school systems. Teaching positions or teaching positions, service classification. Each system has differences, different work schedules, for example. Therefore, local industries outside of education were used and the hourly rate was the best method to review service pay. Next slide, please. We met twice with representatives from the professional organizations to review the material and to receive feedback. Factors that impact salary reviews and decisions include advocacy, the state funding formula alignment, operational efficiency which is in our control, the state funding formula which is the basis of compensation in West Virginia and students student needs which is out of our control. Let's jump into the findings. Next slide, please. As you may know, salaries are not competitive to the cost of living in Jefferson County or with bordering school systems. Also, we are
029still experiencing national shortages in teaching, bus operators, custodians, substitutes, for example. Coupled with health insurance increases nationally and most importantly at the state level, our compensation is impacted. Compensation remains a key impediment in recruit recruiting and retaining talent in Jefferson County schools. For service personnel, we will go into more detail on the next slide, but on an hourly basis, Jefferson County Schools is generally comparable for a 7 and 1/2 hour work schedule and a 200 day employment term. However, any slight hourly increase in another industry, even a dollar, will negatively impact our competitiveness. Many of our service personnel can transition into higher paying customer service related positions in the area. Hourly rates are not competitive with the cost of living in Jefferson County. Pay tables in West Virginia do not reflect current compensation best practices.
030An updated and current service pay structure is needed in West Virginia and one that includes higher tiered classifications and specialized roles which find that Jefferson County schools is not comparable for higher pay grade levels. As an example, electricians and plumbers. Next slide, please. As I stated, we would go into more detail on the next slide about the comparable hourly rates. You can see that the starting hourly rate for service positions in Jefferson County schools is $18.76 an hour and goes up to $21.17. In the chart below, you can see the um industries in the area that offer hourly rates from Hollywood Casino, Walmart, Parks and Wreck and Sheets to Berkeley County Schools and Lowden County Schools. The beginning hourly rate for these positions are $14 an hour to 2346. So we fall in that range.
031But the chart also shows and reflects that our higher skilled positions at 217 an hour are not comparable to the $2346 which is at the higher range. Next slide please. For professional positions, Jefferson County Schools is not competitive with professional teaching salaries. Jefferson County Schools is not in the top 10 in West Virginia without levy pay. Jefferson County Schools is below the salary men of bordering counties and comparable systems. How does this happen? At the state level for historical purposes, we were recently provided with a couple of increases combined with our local contributions that started to put us on track with our starting professional salaries as competitive. But then PEIA increases absorb those gains. One step forward, two steps back. Bordering school systems have abilities to provide increases generously, which creates widening pay gaps. Let's
032look at the charts. Next slide, please. This chart provides information on the bordering and comparable systems. The lowest paying one is 61517 with the highest at 96. The median is 72,55. Jefferson County is at 60,000 roughly without the local contributions which shows that we are outside of the range for bordering systems and comparable systems. Next slide please. This information represents West Virginia top 10 with the average professional salary scales. Salary information. The lowest is reflected at 61317. Jefferson County comes in at 60,000. Again, roughly without the levy, the median is 62,000. So, as you can see, this shows that we are outside of the top 10. And what Jefferson County's number represents without the levy treatment is 60,000. We represent 25th in the state. And those states or those counties with their um salary amounts
033in the top 10 um that is reflecting their local contributions. our local contributions would place us as number one. It would raise that 60,000 there. Next slide, please. Again, just another comparison um with the bordering and comparable systems at the top and then the West Virginia top 10 at the bottom where it shows the min at 61, midpoint 72, the max at 96, West Virginia top 10, salary men 61, salary midpoint 62, salary max 63. Next slide please. So, what are we aiming for? Better alignment of local funds into salaries and to be more competitive with a long-term goal of increasing local pay and advocacy for sustainable pay structures. As a starting point, address the local contribution to impact salaries. Now as a start starting point again all of this is a starting point the
034local contribution has an impact to our salaries. If all local contribution is treated as salary, the beginning of the salary scale would be at 49,000 roughly and then the meeting of the salary scale would be at 64. And as I mentioned would place this number one. Provide continuous salary re review information to inform conversations and make recommendations with the levy treatment. brings us approximately $8,000 outside of the salary mid of the border review. Increase national board certification participation through the office of professional development. If we create programming for more national board certification opportunities, it provides a teacher with a state stipen and the county match totaling $7,000. This information needs to be provided and shared to individuals who can advocate and make changes and recommendations to compensation in West Virginia school systems in Jefferson County.
035As we mentioned with the bordering school systems and what constraints they do not have, we need legislative support providing at least $8,000 into each employee to start. Next slide. In addition to what was mentioned, recommendations include a compensation strategy requires action locally and at the state level. Counties are responsible for fiscal sustainability which requires a multiaceted approach. Advocate for legislation to modify the salary increase process to reflect different counties. Advocate for updated West Virginia pay tables that reflect the best and current compensation practices and PEIA funding. Advocate for recognition that border counties, especially in the eastern panhandle, require a more appropriate approach. adjust the pay scale where we can and emphasize and support the reasons why Jefferson County Schools is a great place to work. One thing I want to mention is that PIA open
036enrollment is in April. Please make sure that you are aware of the changes to the amounts and benefit plan options that PIA provides for updates to health insurance and costs for the next school year. Open enrollment is the time to make any changes to your plan coverage and to review if you need to make any changes to your p for your personal circumstances. Now I'm going to turn it over to Kristen Cameron to go over the p table changes, the why, and additional information that is important to share this evening. Thank you. This evening I'll be presenting some information u regarding necessary payable updates. Next slide, please. So why are we discussing this now? Uh equalizing levy pay was a commitment made during last fall's excess levy presentations. At that time we committed to funding
037local portions of service salaries at the same level as professional salaries. Also some questions were raised with WBDE during discussions about locality pay and the necessity for those. Uh during that discussion, guidance was given that all supplemental salary items funded locally should be paid as a part of the employees regular pay as a part of our pay tables and are not allowed to be paid in lump sums. Uh this equalization would provide overall salary improvement for our service personnel. Revising the pay tables to include all local funds, provide salary transparencies, and improvements across the board to assist in recruiting and retaining employees. These changes would also bring us into legal compliance with WBDE guidelines, PEA rules, and into compliance with CPRB. Next slide, please. There are two components to the pay table updates. The first
038component is equalizing local pay for service personnel to match our professional personnel levels. That would include both our regular uh what we refer to often as levy pays and the 25-year Jefferson County experience pay. The second component is that all salary supplements, again commonly referred to as levy pays, um would be rolled up into the Jefferson County schools pay table. Next slide please. We'll start with discussing equalizing local pay for service personnel. Local salary supplements are intended to address the cost of living in our area. We all shop at the same grocery stores, buy homes in the same neighborhoods, and pay the same local taxes. Given that we all contribute to and are affected by the same local economy, it stands to reason that we should all benefit equally from the local funding supported by
039these tax dollars. Regardless of job classification, every Jefferson County Schools employee plays a vital role in our schools and community and deserves equitable recognition through our locally funded compensation. Next slide, please. You'll see here that our current levy pays uh for professional personnel begin at 3,650 and end at 2,1 or at 5,150 based on years of experience. Um, these are currently split into three payments, one in November, one in March, and one in May. Uh, you'll see our service personnel begin at 2550 and top out at 3,400 with 20 years of experience. Um, these proposed changes would equalize that um, and increase service personnel by uh, the beginning salary of,00 and at 20 years of experience by 1750. Next slide, please. uh as shown in this slide on the top graphic you'll see that you
040know as Amy presented previously the starting salary is$1876 to 2117 um increasing the lo local portion of our salary and adding that to the pay table um would show at the bottom on the proposed updates where the starting salary would start at 2137 and um top out at 2378 for the starting salary. Um all staff would see an hourly increase of a minimum of $2.61 an hour up to a maximum of $368 an hour when they reach that 20 year of experience mark. Um this salary increase would be reflected in all extra duty work performed by current Jefferson County employees. Um, we have employees who are always willing to step in and cover where needed. With the current substitute shortage, we often have opportunities for various classifications of employees to step in and substitute. As
041custodians or cooks or bus drivers, all of these additional hours would be compensated at the new hourly rate. Um, which would also apply to any extra duty work, you know, by bus drivers or custodians, etc. If you refer back to Amy's slide, you will see that this does bring us much closer to our competitor starting salaries. Next slide, please. Uh, as a part of our commitment to equalize the local salary supplements to service personnel and professional personnel um with 25 years of experience will both receive $2,000 annually. Currently, service personnel receive $1,000 and professional personnel receive 2,000. So, this would double um that supplement for our service personnel. Again, based on WVDE guidance, um this could no longer be paid as a lump sum, but instead it would be paid as a contract addendum, similar
042to the payment of college hours for service personnel or national board certification for professional personnel. It would then be divided equally uh among each pay. Currently over 8% of Jefferson County School staff receive this additional supplement. I just think that's a great testament to the commitment of our staff to Jefferson County Schools and what a great place to work Jefferson County Schools is. Next slide, please. Uh the second portion of the pay table update would be rolling all local supplements up into the pay table. Again, based on WVDE guidance, um we are not allowed to pay lumpsum payments. All of our local salary supplements, commonly referred to as levy pays, would be rolled into the pay table. That means no more lumpsum payments in November, March, and May. The total salary, including the local supplemental
043pays, would be included in the pay table and divided equally into each pay. Based on our data analysis, all staff will have more money in their pockets each payday. Uh, no employees will receive less in total financial compensation than they do right now. It will simply be distributed differently. Next slide, please. At the top portion of this slide shows where Jefferson County is currently when comparing the starting salary midpoint versus the average midpoint. As you can see, we're below the midpoint um in both analysis points based on uh the review presented earlier by Miss Luring. Uh the bottom portion shows the updated salary information with our local levy funds included in the pay table and where we would land at the midpoints in that analysis. It would put us at the midpoint at it would
044put us above the midpoint in both the starting and average for West Virginia counties. As Mrs. Loring discussed in her analysis, without additional support for locality pay from state legislature, it will remain extremely difficult to be competitive with our border counties. Next slide, please. Um, PEIA is always a concern, the increase in PEI premiums when we discuss increased salary. Um, this equalization and roll up of local supplemental pay will increase some people's monthly PEI premiums. Um, however, based on our analysis, everyone will still see an increase in their net monthly pay. Obviously, we have no control over future PEIA changes, but this is based on our current analysis. The professional staff impact, as shown in this graphic, you'll see 25.6% of professional staff will see an increase. Um, as you see, 195 professional staff are
045anticipated to see a PEI increase due to the rollup. However, of that 195, only 122 will see 122 will see an increase less than $50 a month. Um, that 62% of those receiving an increase will receive less than $50 a month increase. Um, recall that rolling up the levy will provide a minimum of 13125 in gross pay per check. Therefore, no one will see an increase in premiums greater than their increase in pay. The maximum increase in premiums would be $97 um with a minimum of $3 of those that will see an increase. Next slide, please. Uh the overall impact for service personnel will be slightly greater at 39.3% who will see an increase. Uh but as shown in this chart, only 201 should see an increase. And of those 201, 180 are anticipated to
046see less than a $50 a month increase. So that is 90% of service personnel will see less than $50 a month increase. Uh again with the same $131 increase in gross per paycheck. So no increase. Um so the increase in gross pay will outpace the increase in PEIA. Next slide please. Um this equalization and rolling up of the levy pays does not come without a cost. Uh the total impact of this pay table update is $2.4 million. A large portion of that increase is related to the equalization of service and professional local salary supplements. that will equate to about $861,000 cost to the district when looking at both the rolledup salary portion and the Jefferson County experience portion of that equalization. The next large portion of the cost is the basic salary increase. This is
047mainly due to extended contracts, those contracts over 200 days. Currently, 23 and a half% of all Jefferson County staff are on extended contracts. Our average contract in the district is just over 209 days. Uh these extended contracts include principles, assistant principles, secretaries, band directors, athletic directors, custodians, administrative personnel, maintenance staff, counselors, and many more. Uh the other costs associated with the pay table updates would be related to substitutes and extra duty work. Um, all substitutes will receive the supplemental pay because it will be a part of the pay table. So, this includes our LTSPs, um, any long-term service substitutes, day-to-day substitutes, etc. Um, so this would increase all service substitutes, bus operators, custodians. Um, hopefully this subpay increase will be a recruiting tool for some additional substitutes to assist with the everinccreasing sub shortages. Uh
048all extra duty pay will be increased as this will increase hourly rates for all personnel. It will increase pay for extra runs for bus drivers, planning period coverage for teachers, extra hours for custodians, coverage for custodial shifts by other classes, and daily rates and hourly rates for all those working in summer positions as just a few examples of where this hourly increase will be seen. In conclusion, as we've seen, uh, these updates to our pay tables and the equalization of local salary supplements represent a significant step forward in recognizing the value of all Jefferson County Schools employees. These changes will bring us into compliance with state guidelines and ensure fair and equitable compensation to all of our staff. We're also committing to continuing to find ways to increase our pay tables to be more competitive
049and to reflect our local cost of living. However, we recognize that this is not a comfortable change and we are working on ways to make the transition smooth for our staff. Ask I'll ask Mrs. Springer uh to present some information about that. >> Thank you. We recognize that many of our staff have come to rely on the levy checks as we affectionately call them to use for key times of the year November, March, and May. And these things might coincide with additional expenses or in May with things such as the additional PEI payments that come out um double to cover for the summer. To ensure our staff are still able to have access to these kinds of uh checks and payments, we were able to work with JSB, our banking partner, and come up with
050a solution that allows for everybody to have uh three lumpsum payments per year. The partnership with Jefferson Security Bank would be called the Three Bell Savings Club. These would be custom payouts that you could choose. They would be you could either do three payouts in March, May, and November as you currently receive or one payout at which date you choose. They would be automated secondary payroll deductions. Even if you don't have a JSB account currently, you could open one just for this. It would not be your entire paycheck had to be deposited into this account. It would simply be a small set aside deduction. JSP as our partner has offered a 2% APY or uh annual interest rate on that for our staff to give a little bit of a bonus to using the program.
051And this would be post tax. So you could choose to do it on your total levy pay of gross or net. So you may receive $1,000 in levy pay, but your take-home would be $700. So you could make a decision on how much you wanted to set aside. These payments would be available to through direct deposit for you or via check. through JSB and JSB has also graciously agreed as our partner to come out to our schools to help people enroll. This partnership will go into effect this year in anticipation of these changes so that people already have money starting to be put aside for next November uh for their first payout if that's when they so choose to receive it. I now will send it back to Miss Luring for next steps. Our next
052steps is to update the pay tables for fiscal year or school year 27 which would make immediate improvement to service personnel pay. It brings us into compliance with West Virginia Department of Education and our IRS. The second step is the continued review of budget pieces to look at our programs operational efficiencies and staffing and how improvements in those areas can impact compensation abilities positively. And then advocacy to state legislatures about pay and funding formula. Jefferson County school teachers becoming national board certified to impact their compensation positively. And as we mentioned in the beginning of the presentation about the components of the budgeting process, the next step um that we'd like to review and present information on would be programs within Jefferson County Schools and what opportunities lie in that area to um make positive growth
053and positive changes. is for the school system. >> I have some questions and comments. >> Okay. >> Uh well, first of all, I think it's wonderful that um JSB bank is offering um sorry if you can see me. um this uh savings account um or program. Um I is it would it be true to say that the the way that the money is going to be distributed now would show up as extra money in the retirement in in in um the employees retirement account which is another benefit. Kristine's coming to the mic since she is in finance. Um, >> currently the levy pays are subject to retirement. So, for a employee, they would not necessarily see boost in their um retirement. However, for anyone on an extended contract, also for our service personnel, they would
054see a boost in their retirement eligible wages. >> Okay. Yeah, I wasn't I wasn't sure uh exactly how it worked. Um I I I did a study on uh this issue of locality pay and um 8,000 isn't nearly enough. Um 20,000 was closer and uh because it doesn't matter what the average pay is. It doesn't matter if we are in the top 10 or you know number one in the state. um it's the value of the money and uh so far the way that policy makers that I've worked with have um tried to evaluate it is based on home values and um when you are looking at these salaries some of these salaries you're looking at um areas in the state where the home value or the cost of a new home or cost of
055of a home is maybe 150,000 where in Jefferson County the cost to uh purchase a home is 350 over 500,000. So this is what uh needs to be considered. It's not just about comparing um uh you know salaries. Uh, another thing that I was going to mention that you may not have considered is that when you compare teacher salaries in Jefferson County to maybe Lowden County or Washington County, a lot of counties, any other county where I've worked, any other state teachers, especially at the high school, middle school level, they get two planning periods. Jefferson County, the teachers get one planning period and that is extra work. So, we're not just comparing the number of days that you work, but um it's the number of the amount of actual time you're face-toface at on the
056front lines working with students. Um, so you know, if there isn't money available, there are other things to alleviate some of the pressure from teachers. And I I don't want to get into um what I've seen works, but I'll just stay on this topic. Um, the other thing I wanted to mention is to make sure that when you're because Dr. Bishop said this is part of a big bigger picture. Um it's important to work with the unions to see what they're suggesting and recommending and um yeah, I agree that it's it's working with the policy makers and I'm glad that Mr. Andrews was there tonight. Um and he is the delegate in he is a delegate for Jefferson County. So, I suggest that every uh board member there have a talk with him. I I
057wish that I could be there to talk with him to um I'm sure that if he knew how to um move locality pay, you know, improve things that he would. And um I'm happy to share all the resources and research that I've done on locality pay. And I think that's about everything. So that's all. Thank you. >> Well, Delegate Anders, I'm I am glad you are here. I hope you've been taking some really good notes and that you can somehow figure out a magical unicorn way to help us survive this um teacher and employment crisis because that's what it really is. >> Yeah, Bill Anders already sent me a couple texts while we're here already. So yeah, the ball's already the ball is already rolling. No one's like >> just can I make one follow
058up too? Um absolutely Dr. Joy um you know 20,000 would would be great. 8,000 was just mentioned as a starting point um because we know when we look at those things that from our standpoint what um we recommend in compensation strategies is the next is the min. That's usually the the sustainable part that we can recommend. But absolutely, we agree that 20,000 would be amazing, but um as we mentioned, 8,000 was just the starting point that we were talking about. So, thank you very much. I I appreciate your feedback. >> But let me um ask a question because from what I understand, 25% of our professional employees and 39% of our service employees will receive less money than they do today. Is that correct? No, they will see an increase in their PEI premium, but
059it would still be less. That increase would be less than their salary increase. So, no one should receive less in their net per paycheck even with the PEI increase. Um, there are some in your appendices to your to the presentation. There are several um examples that we ran of people who had an increase in the PEI premium just to verify that no one at the end of the day based on our analysis will receive less money per paycheck, >> right? But is that they get the same amount per paycheck that they do today. And just bear with me because I'm just trying to figure this out. If they let's say they get $1,000 in their paycheck today and then with the levy increase in their pay minus the increase in PIA, they get $1,10. So
060their net pay has not gone down at all. Correct. >> Correct. However, they're no longer receiving those three checks a year. >> Correct. And we did some analysis to to kind of compare the net pay with levy pays versus their net pays overall. And it works out to be close to equivalent, not exactly equivalent for most for for those that we ran. We can't obviously run the analysis for every employee, but we did try to pick a variety of employees to run that range. There are so many factors involved in, you know, what their net pay might look like. Do they have additional withholding? Are they in a different tax bracket when we give the, you know, when the levy pay is more than their regular paycheck? Are they in a different tax bracket there?
061So, there are so many factors that we can't give exact, you know, I can't make a promise that says no one will see. I can say based on our analysis, no one will see net less in their net regular paycheck. Everyone will see an increase there. That increase then could be put into the JSB savings plan that could then sub assist in subsidizing those November, March, and May payments. >> But that may not come up to the total of the November, March, and May payments today. >> Correct. It may not. I can't make any promises that it would for sure match that, but our effort is to give employees still the the option with that JSB plan. >> Right. No. And I I think that's a good option. But um let me ask you a
062question. I know that the Department of Ed isn't liking these lumpsum payments. >> Correct. >> Um some of our neighboring counties, they do a housing allowance. Do they do that as a lump sum or do they do that per pay period? Do we know? >> They do that as a lump sum, but that would also be out of compliance with what WVDE has provided us as what it takes to be in compliance with code. The only per WVD, the only allowed lumpsum payments are the um attendance incentive and early retirement incentives. Those are the only lumpsum payments that can be paid outside of the pay table for things other than supplemental work. So obviously we can pay for extra duty work. We can pay you if you're taking on additional responsibilities as a lead teacher
063or a department chair. You know, we can pay you for those. But the only things that WBDE that is authorized in state code to be paid as a lump sum is the attendance incentive and early retirement incentive. No signing bonuses or anything like that? >> No. >> I'm just trying to figure this out. Um I mean I just want to make sure that you know the increases that people are getting are not eaten up by the PEIA contributions, >> right? And I have done analysis to attempt to, you know, prove that that is not the case. Obviously, there may be, you know, a one-off that that does end up being in that one circumstance that happens to bump them into a a PEI bracket that is a larger increase than the analysis has shown. But
064as I went through, like I said, no one should see more than $97 a month in PEI premium increase, and there won't be any less than $13125 a paycheck. So 200 or a a pay. So $260 a month in increase at a minimum and a $97 a month maximum increase in your deduction. So you're still looking at at least $160 in increase in gross pay. >> Uh yes and no. Well, >> you're looking at that as an increase, but you're still looking at a loss because you're not going to get the levy check. Do you know what I mean? So, I don't think I think we have to keep it >> It's not an actual incre It's an increase for that month, >> right? But I think we have to keep it separate that because
065I do think that's another combative issue that we need to address, you know, through the legislature and Mr. Andrew and see what they can do to help us out because in my opinion, if we could do it, I don't even care if it's legal. What are they going to do? Fine. like whatever we would need to do, I would 100% rip the band-aid and say screw you PEIA. We're going to advocate for ourselves and we're going to go to the market and see who can take our multitude of staff members and give us a decent premium for health insurance and which you know I know in West Virginia this PEIA is is a godlike thing. Um, and again, some of our most of our employees say that they have good healthcare coverage, which is the
066bottom line of what we need. Um, but to to say that our premiums, you know, are going to increase by 25% or something crazy. Um, which I'm not saying that they are. I'm just saying if that was the case and then us not being able to like a normal business be able to negotiate for our folks to say, "Hey, we're going to switch the insurance this year. We're not going to take that. No, we're going to have Blue Cross Blue Shield or we're going to have whatever because we negotiated a better rate for you, but we don't have that that we're not allowed to do that." Which I think is it's mindboggling. But yet the WVDE can tell us how we can pay our people and spend our money. Um we it's so archaic in
067the system which I appreciate you guys have laid it out so well. That's very helpful. Um but then but I would definitely say that we need to stick with making those lines very clear. we're we're going to pay, you know, this much more in your salary and yes, x number of dollars is going to be eaten up away from that because PEIA is taking more for your insurance because that's that's the fair way for them to look at it. is also another reason why we've had a couple staff members, you know, leave because they continue to lose money every year in that and we don't have any negotiating costs for that, which I think is unfair. But um >> we've had some internal discussion about uh insurance and um Miss Lauren and I have talked
068about just to do it to see from the open market what our rates would be and what coverage levels would be when compared to PEIA. Um, having worked in with insurance companies on the open market before and negotiated rates and so forth with other school districts, um, you generally can find yourself a pretty good product uh, at a cheaper cost. Um, so we've been doing that internally, working on that some already, just to be able to have something to compare it to. Here's our PEI plan, PEIA plans. Here are the costs associated with those plans. here's what we could get on the open market and here's what those costs are and not only costs but what the coverage levels are for our employees as well we don't have that we don't have that totally collected
069yet >> and we pay for the dental and the vision as well I know correct leds that is correct >> but it could be and >> sometimes depending on the vendor that you select for your health insurance vision and dental are already included as part of the plan as an example blue cross blue shield or Anthem often has vision and dental benefits included. So, it's not a supplemental cost that the board would incur. Another thing we have to be very, very clear about is if we raise, let's say, a position from $18 an hour to $22 an hour that I don't foresee it ever happening, but god forbid the levy doesn't pass, everybody would then get a pay cut. And so they would go from $23 an hour back down to the 18. And in
070contracts or whatever that would need to be laid out very clearly because without the levy we can't do that extra bump. I mean there this is just so deep. >> Correct. Yes. That that is a part of state code that says that we that at any point if a district does not pass uh their excess levy any levy funds that were contributed to salary can be reduced and would likely must be reduced because we would not have a way to fund those without the excess levy. >> Well, try explaining that to the person that's taking a pay cut from $23 an hour back down to 18 without, you know, thinking that that was a levy. With the levy checks, it's very clear these are the levy checks. So, >> right. And that's one of the
071reasons why um in the packet of information, you'll see that we modified the proposed updated pay table to show the Jefferson County Schools local funded portion um of the salary so that that is still clearly communicated in the best way that we can um to be sure that staff is aware. And I know that's not the same as receiving a regular, you know, a quarterly kind of bonus >> for lack of a better term, but um that is the best way to kind of show that delineate that this is the state basic. This is the Jefferson County Schools locally funded portion to bring you to your total salary. If I just moved here from out of state and I saw a locally funded portion, that wouldn't click with me that that's a levy that we
072vote on every five years, >> right? And we do that's why we do try to send the uh employee benefit letters um that do identify that that local funded portion is from the excess levy and those go out annually to employees. Typically, they go out in October. This year we're a little delayed because we wanted to give this presentation before we sent those letters out so we could include a little information for employees when those letters go out. >> Do we know how many counties are out of compliance and they pay a lump sum? >> Are there enough to go to the Department of Ed and say, you know, >> we're out that that are paying I the only other county that I know that is out of compliance that is paying a lump sum
073is our neighboring county. Um I am not aware of any others, >> our neighbor, >> our only neighbor in the state. So, just so that I'm clear for clarity purposes, um, if I was thinking outside the box and I have, uh, teacher A who's teaching a class who's really, really good at it at one high school and all of a sudden we use our brilliant technology of the new age to fill a position in another school and filter them in like a virtual. and they teach another set of students over here with, you know, an aid in that classroom. Um, we could then it would be legal to pay them a sizable bump to teach in two schools or two classrooms with material because they're gradea A teacher one and we don't have a grade
074A math teacher one, but we might have one that could teach at both schools and then get two planning periods or something. That would be something that would be legal if we had to start getting really creative and think outside the box. Correct. Because that would be a a stipend to their salary and that's legal. >> Yes, we can pay stipens or additions to their salary for duties above their regular contract. So assuming teaching an additional course would be outside of their their standard contract which is to teach which is to be you know available seven periods a day at this high school. If they're also teaching in another classroom, you know, then yes, I do think that statement could be >> it would not be paid as a lump sum though. It would still
075be divided over the 24 pays. >> Okay. So, you mentioned um while we're on that while we're on that person. >> Yeah. >> Yes. Time worked over 40. They do receive time and a half. >> Okay. >> So, Kristen, you mentioned at the very end that you the annual um information that goes out to everyone. You said it's delayed because you want you wanted to wait till this briefing. Um would you mind sharing a little bit what on your thoughts on what information additional information you're going to be providing in there that's based off of this? Well, I think we wanted to uh include some information regarding the option for the savings for next year to be able to to set aside for that. And we didn't feel that we should present that information to
076employees before we had presented that information here. >> Okay. And we want to try to get that information out pretty quickly so people can begin taking advantage of it now if they want to as opposed to waiting till the start of the next fiscal year that if somebody wanted to start the traditional Christmas club account, vacation club account, whatever we used to refer to it as that they could start that now versus waiting to July. >> Yep. >> Yeah. Yeah. The November and the um one in late spring are kind of the two most I mean they're all important, but those are the two that are very significant to our employees. And the one in the spring most importantly is the fact that we have to do double deductions for insurance in May and June
077to cover July and August. And so that that last leppy pay helps with those increased costs. So they wanted to go ahead and get that started even though we still have those payments. It just gives them an option if they want to start it to use it for those purposes and they have that available too. But I don't didn't know if you were aware of that but I just want to make sure that information too. And you're not asking us to approve this plan this evening. You're just proposing this for fiscal year 27. This would not affect this year's levy checks. >> Correct. >> This is this is um as we mentioned informationational purposes so that way um we can kind of get the compliance issue addressed. Um find a way to um tackle some
078of the compensation questions that are in our control. Um, but the bigger thing is to is to to set the communication out there so we can start advocating and um clean for some assistance and support to get our compensation strategy in a way in a place that is needed in Jefferson County. >> And you said we were not in compliance with the IRS. Is that could you explain that? >> Uh, there are some IRS regulations regarding lumpsum payments and the taxation of those payments. Um, and there there are things that we've been looking into in the potential to need to implement additional taxes on those lumpsum payments. >> Does our payroll system not automatically adjust? You know, if your normal pay is, you know, $800, it taxes at X rate and then all of a
079sudden you get a check for $1,200, it's going to tax at X plus a little bit. Does a payroll system not automatically do that? It does. However, bonuses should be taxed at a flat rate, which is 22% flat rate, which is would be a pretty good chunk of a paycheck of those levy checks. So, to be in compliance with the IRS, we should withhold the 22% on all of our levy fees because they are paid as a lump sum outside of cycle with a regular pay. >> But they would get that back in April when they filed their taxes. Correct. >> Correct. Potentially. Yes. >> Maybe. or not have to pay as much to pay their taxes. >> So, do we um already have a meeting or will you be setting up a meeting maybe
080with delegate Chris Anders um to discuss what we were saying about >> delegate Anders Anders and I spoke on the phone today and I did let him know that I will share these documents with him. It's also attached to our uh pre our board agenda for tonight. So, but I did tell him that I would share that with him by email so that he has this presentation as well as a supporting documentation to go with it. And what since I mentioned that there is a a comparison packet there that has a ton of information, pay scales, it's all marked as draft. Um there's some individual with names removed of course, uh pay stubs that are there so you can see what's being withheld and etc. So there's a lot of information in that packet as
081well. And I'm sure I hope Delegate Anders would agree with me, but this is a this is going to be a team effort. Well, not just with Delegate Anders, but the other local delegates that are within this county. So, it's definitely have to be a team effort, but it's good to have Delegate Anders on your side. Appreciate it, sir. Thank you. >> I have a question when you're finished. Can I ask a question? >> Yes, ma'am. the um attendance incentive. Is that something that's considered a lump sum? Is that something that um we could look at increasing? I mean, it used to be a $1,000. Um >> I don't know if you can hear me. This >> can. Yeah. And that's actually a great question and one that we talk about a lot um that
082we've talked about for several years. Um to be honest and to be frank about it, the attendance incentive doesn't really produce the goals and the results that we want with attendance. We would prefer to just give it to employees. I don't want >> Yeah. I wouldn't want them to have to earn on it. I mean, I know it is one way that the state allows us to do that, but they already do. I think if we have the capability to give some extra money, just want to give it to them. I don't want them to have to earn it, if that makes sense. >> They already earn it. Um so that means that they can um it is >> there's a very small percentage of >> so that means it is okay to increase it.
083>> Yeah. And it's possible I mean it there are possibilities that it would achieve the results that you want out of an attendance incentive if our sick days were a you know able to be used for something. if they if most of our employees now underneath the retirement system that most of us are in um if you don't use your sick days anymore, they don't translate into any sort of benefit. So our employees would rather use those days because there's no opportunity for them to benefit from them later on if they save. There's no benefit to saving them. >> So they would prefer to address. >> So that's another piece of it. Yeah, there's just there's a lot. Yeah, this is >> this this was really about pay, but there are so many other opportunities
084that can be explored as far as a total compensation plan or a total benefit plan for our employees. Um, but yeah, there's there's a lot of opportunity that are additional things. >> Um, I I just want to finish my question. >> Go ahead. It it sounds like that it is something that's legal to do that we can give an um attendance incentive and um I mean I know when I taught many teachers never took off because they wanted we wanted the extra thousand bonus on top of this additional 20,000 that we're shooting for through the legislation. But um any extra money that we can find uh for teachers. So it's not in it it's not uh in lie of it's in addition to is what I'm asking. And if um if if it's legal, then
085um it may help with um the number of subs. And unless there's some hard data that shows that it's not uh cutting down on the number of subs and it's not saving money in other ways by not having to pay subs, not having less qualified teachers in the classroom. Um is there that data? um or or are you just like where did you get that that you're >> that it's not working? >> I'm happy to do some analysis on our employees and those that do receive uh the attendance incentive and what that percentage looks like and >> is that like $500 or how much is that? >> It's a $500, >> right? But I know when it was a thousand it it did matter. So if it was 2500, it might matter even more. So
086you know this is why it's important to talk ask the employees what would help them unions what would help and you know look we have plenty of past data when it used to be $1,000. You can look at the attendance because I know that many teachers at Jefferson High School when I taught there, we never took a day off because we wanted that $1,000. Now, $1,000 may not be as much value now, but it it's um I just think that it might help a couple of other issues like the subs um and qualif qualified teachers in the classroom in addition to $20,000 more. That's all. So Kristen, if we can't do a lump sum housing allowance, what we need to start looking at is a lump sum food allowance and start buying thousand dollar Martins
087gift cards and um handing those out. Good luck collecting PEIA on that. >> Unfortunately, gift cards are a big no no. >> It's even a bigger no. >> It'll be included in their W2, just not as a French benefit. >> Exactly. >> I do think um to Dr. Joyy's point um there was many a time that we have done that study. I know that does exist um because of when we went from uh decreasing the attendance benefit and then from when we went to not having an attendance benefit. I think it did correlate as well with the new um the new retirement system that those days then you did not >> you didn't get to turn those days into years of service. Um and when the legislature changed that it kind of just tanked that
088benefit as I recall. So I do think that the data is there even just to peruse um from previously and what was done even when it was a thousand what that was and then when it went to 500 but yet the law changed they can't use the days. Um, also I remember through the discussion from the different staff members, it some felt it was a little bit of um an unfair benefit to your point of just giving everyone the same amount of money because if you have a child and the child gets sick, you end up losing that and it's not necessarily fair to those who maybe don't have children um or that person who wants to they just need that mental health day but then they don't feel like they can take it because
089then they're not going to get paid the same as somebody Um, so there there was a lot. I just remember that conversation. Um, at this point, got to be 10 years ago maybe. Um, but I do remember it's there. I remember the data is there as to why >> it may or may not be a good incentive to use. But, you know, to her point, I think it's good to look at the data to have why we decided not to to do it. >> Right. Right. No, you're you're correct. did switch with the correlation with the change in the in the retirement, how you could use the days and you know just hearing from yeah hearing from employees you know for over 10 years but um I think the state did use um a survey
090um maybe two years ago. So we can check with them to see what data that collected and what those responses were and then if it doesn't answer that question. Absolutely. >> Absolutely. >> Thank you very much for your presentation. We appreciate you guys being here with us this evening. >> Thank you very much. >> I know a lot of lot of hours. >> It's it's important um and um it's very complex and multiaceted. So um to do it with fidelity it takes time and thoughtfulness and um um everybody was dedicated to doing it and looking at it with um a lens that at the end of the day um I know it didn't move the needle or we didn't come out with some you know earthshattering news and announcements um but um it it starts
091the information process and sharing and at the end of the day no matter what anybody who is a part of this process and I know that you guys are in the the same boat with us based on your questions, based on your feedback that you have that this is a starting point. I said it over and over again, but we all want more money in our employees pockets and anything that we can do to make that happen. I think we've all gotten on the same page tonight and have been that we're committed to seeing what we can do together. >> That's the most important thing. make sure we're moving the needle up and not correct >> decreasing anybody's pay. >> Correct. >> Yep. >> Thank you. >> And we don't have any unfinished business this
092evening and new business. Item A has been deleted. So now we'll go to Neola policy updates for August 2025. It's the second batch. >> Yes, this is the second set of uh revised policies that are coming before you this evening uh for and the request is to place them out for public comment. Um there are both revisions, technical corrections in this list as well as uh several new policies. One related to the new state legislation on parents bill of rights on student groups, restroom and changing facilities and those being designated as single sex only uh AI and then school security personnel. Those are the new policies that are part of this packet. And again, the request is that these be placed off for public comment until the next meeting. >> All right. Is there a
093motion to put the following um Neiola policies out for public comment? Policy number 2312 2411 2451 2605 2623 5113 5200 5330 5335 5340 5350 5460 5600 5722 5780.01 5840 5895 7421 7540.08 8330 8350 8400 8400.01 8500 and 8800. >> Is there a motion to put those out for public comment? >> How much motion? >> Thank you, Mr. Bratton. Is there a second? >> A second. >> Thank you, Mr. Robson. Any discussion? Hearing none. All in favor of putting out the following policies for public comment. 2312 2411 2451 2605 2623 5113 5200 53 5335 5340 5350 5460 5600 5722 5780.01 5840 5895 7421 7540.08 8330 8350 8400 8400.01 01 8500 and 8800. All in favor putting those out for public comment say I. >> I. >> Thank you. >> All right. Next we have board member
094comments and committee reports. Dr. Joy, do you want to start? Okay. Um trying to get my video to go. Um let's see. Well, I I I just thought we should um take a moment to recognize a former Jefferson County Schools employee who recently passed away, Gloria Meadow. She was a secretary at Harper's Ferry High School and later Harper's Ferry Middle School. She worked in the personnel office for many years. Uh she's the believe the mother of Peachy Deal who was a teacher at Jefferson High School. So, I just thought it was important that we recognize her. Um um I wanted to apologize that I'm not there in person. I was invited to a private screening of a documentary on um personal finance instruction and uh advocating for personal finance instruction for students across the country.
095And because of my work as an advocate and helping to get personal finance uh the credit requirement for West Virginia, um I was invited to this uh uh presentation and conference in Boston and um they gave me a shirt, financial freedom for all. I don't know if you can see it, but it's a really cool shirt. Um so that's why I wasn't not there today. Um let's see. Uh Dr. Bishop and I attended the EPIC meeting last week and there was a wonderful presentation um on all the ways that our children are served. Um, so I just it it was um overwhelming just amazing how much uh children in in all of the surrounding counties benefit from um Head Start and um other services through Epic. And the last thing is tomorrow we celebrate Veterans
096Day. So, I wanted to recognize and honor all of the staff who are are also veterans and thank them all for their service and including our board members. Um, Mr. um Upson. So, um that's everything. >> Thank you, Miss Bratton. Do you have anything to share? >> Yes. Thank you. Um, thank you um, Mr. Upson for your service. Um, also I would like to shout out Big Mike's Grillin and Ransom for offering free kids meals while the SNAP program funds are on hold. Um, I want to thank uh, Boots on the Ground Leadership Academy for um, taking we took some of We took eight of our Jefferson County students uh to WVU for a campus tour um last Thursday. I want to thank um Teresa Holmes who's the organization owner for putting that together. Jeffrey
097Barry who is um a pastor in our community for um driving us and then offering to drive us anytime when we go to other colleges. um Barbara Haynes and myself, we were the chaperones, but we um the next time we go will be in March and we're um asking, you know, we're looking for other students to also be a part um of this as well as parents. um Jefferson County Parks and Recck on December the 16th. They're offering um a big bluey holiday party uh 4 to 5:30 and then again from 6:00 to 7:30. The tickets are $15. That will be at Charles Washington Hall which is 100 West Washington Street in Charles Town. Um you must register for this event. Um, I'd like to go back to um, Boots on the Ground. I'm sorry.
098Um, on February 24th, we will be taking students to Charleston for Black Policy Day. All students are welcome, um, to go on this trip. Um, more information will come out concerning this, but um, this is a huge day for our students. Um, I listened to when we went Thursday, the last part of the tour was um, voters registration um, advocacy, but also the students um, that were there that had attended Black Policy Day. They um, last year they had a lot to talk about. um that some of them were students of WVU who were um currently at that time um uh Jefferson County students and Berkeley County students. Um both counties get to go and um it's just really nice because some of the students get to go down on the floor and actually speak.
099um uh some of the delegates or or um others that are there, they meet with the students and actually hear what the students have to say. Um I know Patricia Rucker met with some of our students last year. Um and it's just a huge day. So I would definitely encourage students and parents who would like to go um to please um just listen out. Like I said, there's more information to come because I don't have the person that you need to contact, but I will be um announcing that soon. Thank you. I would just en encourage everyone um if you get the opportunity to please take time to personally uh thank a veteran tomorrow um for serving in the the greatest country in the world. Thank you. Um, I would just uh echo the that
100sentiment. Definitely Veterans Day uh near and dear to my heart with my two sons who serve um and I uh appreciate your service as well, Mr. Repson, and those who I know we have, um staff members, families as well, um and children throughout the county. And uh I have a great ROC program that has put out a lot of leadership in that role as well. So, just remember to uh to do that tomorrow and um just looking forward to the holidays with uh giving everybody a break, which would be nice. Um and just been able to attend some of the different events, games, and and whatnot going on through county. And I would just suggest uh to the community when you get a chance to stop in and see an event or a play or
101um things that are going on in the school and keep yourself apprised of all of the great and wonderful things that happen in our county. Um even if you don't have students currently in the system, um it's really great to see the passion and the just innovation and drive of our young people. So just invite everybody to check it out. Thank you very much. And not only Veterans Day, but um I think we should also wish everybody a happy Thanksgiving because we're not going to meet until after Thanksgiving. Hard to believe it's already here or almost here and everybody hopefully will enjoy that entire week off. Dr. Bishop, do you have anything to say this evening? >> Just a couple of items. Um first, schools will be closed. All offices will be closed tomorrow in
102observance of Veterans Day. Thank you to all of our veterans, uh, our employees who have served as well as those in our community who have served both at home and abroad over the years. We appreciate your service. And then Mrs. Marcus is in the process of collecting some data for you on AP fees. After the last meeting, I asked her to do um some analysis of those uh fees, and she's been working with both high school principles to do that. Uh, so it's more involved than you might think. Uh, so she's in the process of pulling that data together. That's all I have. >> Thank you. And do we have an executive session this evening? >> Yes, we do for personnel. >> All right. Is there a motion to go into executive session for personnel
103discussion for West Virginia code 6-9-42A? >> Thank you, Miss Bratton. Is there a second? >> Thank you, Mr. Robson. All in favor of going to executive session for personnel for West Virginia code 696-9-42A, >> please say I. >> Oppose. >> I. >> And will there be action? >> Yes, I will. >> All right. And we do anticipate action. Thank you. All right. Is there a motion to go back into say I >> I superintendent's recommendation for unpaid personal leave of absence for Laura Caesar. >> Thank you, Miss Ogden. Is there a second? Second. >> Thank you, Miss Bratton. Any discussion? Hearing none. All in favor of supporting the superintendent's recommendation for unpaid personal leave of absence for Laura Caesar say I. I. >> Oppos. >> Thank you. Next we have um is there a motion
104to support the superintendent's recommendation for suspension without pay effective November 5th, 2025 and termination effective November 10th, 2025 of Taylor Sts? >> Thank you Mr. Upson. Is there a second? >> Thank you, Miss Ogden. Any discussion? Hearing none. All in favor of supporting the superintendent's recommendation of suspension without pay effective November 5th, 2025 and termination effective November 10th, 2025 of Taylor ST say I. >> I. >> Opposed. All right. Thank you very much. 809 meeting adjourned.