001Again, ready? Begin. >> I pledge algiance 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. >> Um, all members are present. Um, public comment. Um, we have one for the audience, so I will read it. It'll cut into my time, but we'll do it. Personnel commission is a business meeting of the commissioners held in a public forum to comply with the Brown Act. This is an opportunity for citizens to make suggestions and identify concerns about matters on the agenda or other classified personnel matters or suggest topics for future agendas. Those in-person attendees wishing to address the commission are invited to fill out a request to speak form but or talk to the chair beginning and present
002to the secretary prior to the portion of the agenda. Individuals will be addressing the full commission not individual commissioners and shall be asked to stand whenever possible while presenting their comments. For the record, any individual addressing the commission shall first state their full name. The commission has a policy limiting speakers to not more than three minutes. Um, we do have one this evening, Mr. Chavez. >> Thank you, Mr. Roseberg. Uh, good afternoon everyone. I am Marcus Chavez. I'm the public information officer for Mars Unified School District. Uh, I do not come here in my professional capacity, but in a personal personal capacity. Just wanted to thank the commission and thank the secretary as well as Miss Grounds. Uh thank you very much for the flowers that you sent for my dad's service uh on behalf
003of my mom and my family. We really appreciate them and thank you for for taking time out of your days to uh think about us and keep us in your thoughts and prayers during that time. Uh it was my mom was very touched uh when she when she saw the flowers and saw that the personnel commission had uh had uh sent them over. So thank you very much and um have a great rest of your day. Thank you so much. Speaking for the commission, you know, very sorry for your loss. And little did I know after our association and friendship, I did not realize, and as a matter of fact, I talked to Mr. S. Your father was a classified employee here in the district for >> 20 years. And I did not put those
004two together through our friendship. And I can't remember how it came up, but um thank him and your mother for their service. And you know, sorry for your loss. >> Thank you very much. Thank He always thought he was a teacher because you you said apparent that and then when I saw a picture, oh [laughter] I would talk to him all the time at the high school. >> Yeah. And you have to remember Gilbert kind of long in the tooth also [laughter] and I said hey Gilbert knew your father working around him and stuff of that nature. It's kind of neat. >> Yeah. There were there were a lot there have been a lot of people that have come up and went oh I didn't know that was your dad. Oh [laughter] yeah. We went
005to high school. We worked together here. So it was great to hear all the stories and yeah it's uh but again thank you all very much. I you know behalf of myself, my mom, my family, thank you very much. That was that was very nice. So >> you're welcome, sir. >> Have a great day. >> Thank you. >> Um commissioner reports. >> Oh, >> Mr. G. >> Nothing today. >> And nothing for me also. CSEA updates. Seeing none, we'll move on to district updates. Seeing none, we'll move on to director report. >> Okay, real quick. We have one interview in process uh today. Uh that's for the subcllar receptionist. Uh offer was made. Uh there was four transfers for transfer the modes for the position. So uh that'll be uh moving along. We have three
006recruitments that are in the testing stage and zero that are open. Uh we currently have 388 classified employees, 165 full-time um eight hours. Uh 128 28 benefited part-time, 95 non-benefited part-time. Um on the classifications, the security has no vacancies. Safety has one vacancy at BIS. Uh that was posted for transfer the mode which expired uh yesterday. Uh we'll be coordinating interviews shortly. on custodial. We're working on creating the new custodial list so we can fill all the new vacancies in the newly created positions. Um there was one vacancy at Lynwood that was filled by a filled by a transfer uh which is starting on the 12th and or started on the 12th. There's a new vacancy at Cameron that also needs to post for transfer the moat because of the movement. uh we'll be taking
007care of those promptly. And there is a custodial consulting proposal that uh we're working on in the district. We're on the final stages and at some point we'll get a consultant that'll come in and train our custodials on best practices and do an assessment. So that's uh more to come in the future. Uh nutrition services operations management. uh that recruitment uh and uh we want to welcome Miss uh Cindy Latin Olivera. She is the offer was made. She accepted and her first day is next week on the Wednesday the 20th I believe it is. So that went to board this week. So that is our new nutrition services operations manager. Uh we're also coordinating with uh personnel on purchasing additional laptops. so that we can test more uh individuals at a time. Right now we're
008limited to 13 at a time at adult education and we're looking at purchasing 40 laptops so that we can test 40 at a time. We'll try to do that in uh the [clears throat] building that is uh here that formerly of uh people services. Um we have a campus safety and security trainings March 23rd, June 1st and June 2nd. Uh more more to come on that. And then on technology, just wanted to give you an update. We have uh uh all indications are that the chips are going up in price at the end of this month. That's what you know the experts are telling us and they're not sure if it's going to go up 8%, 20% or 300% because there's so much demand for memory. So, we're trying to beat a deadline to purchase
009these laptops so that we get a better rate and also do some upgrades in our office on the technology because otherwise it'll cost us more. And that is all I have to >> anything from the commissioners. I got two things. Um just a really quick one. Let's agendaize the custodian [snorts] um consultant >> umformational cuz I think that sounds like a wonderful idea, but I don't understand what it is. just, you know, explain it to us >> of what it is and um see if it addresses something. Um, okay, back to the laptops. I don't know how the testing process works, but is that something instead of having a laptop, are tablets appropriate for that? No, we're getting a shaking head no. Yeah, >> I don't understand technology, but >> we looked at Chromebooks and
010KODS specifically sent us an email this week, as a matter of fact, saying that there was an update in Chrome or Google where they're not compatible right now with that um >> whatever it is you guys are using. >> So, it doesn't work. >> So, what's the other side? Google, is there an Apple >> equivalent? Yeah, >> they only work with Chrome. So it's only Chrome and currently Chrome is uh >> you know in layman's term is not compatible with their software and they're working on a workaround and it'll take a few months and so there's no solution so it's not working. So we we looked at that solution that possibility did not work. We looked at other laptops uh around the district and they were not appropriate. They didn't have enough memory. They're too
011old etc etc. we could not use it but um um we found this solution uh the requisition is going in already and uh you know >> you guys are good to go. >> Certificate of personnel is helping us out with that. So yeah. >> All right. Um last but not least the understanding and just for you guys um I happen to show up to board meetings now and we have um some questions that come from the trustees to Mr. experts as far as um testing and applicants and stuff. And my hopes are that somehow someway administration on that side can ingrain on trustees on this side as to the terminology of minimum qualifications >> because now this is the third time. >> Yes. that the trustees have asked why doesn't everybody test and didn't quite
012have the understanding as to what the terminology of minimum qualifications are. And in the case of one of them, you have to have a California driver's license. You have to have a high school diploma, a GED equivalent, or whatever you call it. >> You know, the basics. >> Yeah. and they don't quite understand that you can't test >> unless you meet the minimum qualifications. >> As you get more advanced positions, those minimum qualifications change. >> I don't know what help we can provide Mr. Ortiz with of relaying to administration that they need to explain to their elected officials what minimum qualifications are. I feel bad for you because you stand to this podium and you kind of stutter around and kind of go and you try to get the answer in the most respectful way
013that you can. >> Yes. >> Minimum qualifications or minimum qualification hasn't changed from when said individual was in a position to what they are now. You got to hit those things. Otherwise, we don't we don't even the application goes a different direction. So, >> it used to be too if they didn't fill out the application, right? They they would correct. I mean, that's part of that's part of it. You need to dot your eyes and cross your tees. >> I mean, it's plain and simple. >> I So, Mr. Chair, on that uh every >> every recruitment has minimum qualifications and the bare minimum is a high school diploma or GED and often times driver's license and being able to be insurable. >> Yes. in case they have to go to mult multiple sites. But every
014single one of our jobs and as a matter of fact I'll say speak for Mr. Gutier's on the other side. Every one of their jobs have minimum qualifications. If you don't meet the minimum calls, sorry, >> you know, everything else. Um, you had mentioned in the last one that we respond >> to said individuals that, you know, don't meet minimum quals. >> Um, you know, that's very gracious on behalf of your staff. Um, >> but you know, the understanding is is you know, we'll help you as much as you can, but there are minimal qualifications and you can't do it with >> it's kind of getting worrisome, shall we say? >> I I was asked a question because I was over at maintenance the other day and they were just wondering about the ground steps
015that's going to be taken this month. >> Next month. So, we have it in our uh >> in our thing in our thing right here and I'll I'll give you the dates when we get to that. You got 54 applicants for it. Yeah, >> that's good. Well, I mean before when I came up, >> all the custodians put in for it. Yeah. It was just kind of a stepping stone and you went from >> Yeah. And it doesn't seem like they do that anymore. I >> guess they get comfortable. >> One of the problems too, if I may add to that >> is that even if they do apply, sometimes they don't even put that what they're currently doing. So they we have to have the applicants understand that pretend like we don't even know
016you. >> Yeah. >> You know, and you have to put in the application and fill everything out and put in, you know, your job duties. Some people still have an old application. They worked at McDonald's or or Jackbox, whatever. It's like, okay, how does that qualify you for grounds? >> Well, I have to it it it doesn't go through. >> I had one ask me, man. He goes, I used to work with my grandfather. He used to trim trees. I said, "You put in your application resume." No. He goes, "I just put, you know, >> what I'm doing now." I said, "You got to put something that qualifies you for that." Yeah. >> You know, because a lot of people have done side jobs like that with >> you got to let them know that
017we're not mind readers. Sorry. [laughter] >> Well, that's what I said. You got >> seance over the paper. Where did they work? >> You got you got to put that stuff. I said, "Even little stuff." I mean, >> yeah, >> when I when I got the mechanic helper job, I had never done it >> touched anything. >> I I had on my own vehicles instead of my dad's vehicles, you know, and so that was enough to get me in to take the test and then I then I I got the job, you know. So, >> I will entertain a motion to adopt the agenda as presented if everybody is okay with it. >> Motion second. >> All in favor? >> I posted. All right. Um, personnel commission office staffing, Mr. Ortiz. >> Okay. Um, I
018think both of these items actually go together and I'll I'll give you the dates for the testing because I I know people are probably interested in that. So, >> Oh, so hold on. You're going to blend A and B. Yes. Okay, perfect. >> That's okay. Uh, Parah Eel, uh, we already tested and we're working on that, uh, list. uh custodian we have a target of the next week to start testing uh on the Wednesday the 20th we have 124 applicants per educator uh >> now again for clarification just for everybody 124 applicants does not mean 124 people going to testing you still have to whittle that down >> okay I just want everybody to understand that >> e even when they clear minimal calls sometimes they they don't return our calls correct cost as we
019>> they don't want actually get the job. I hear you. >> Well, or they got a job somewhere else or, you know, >> yeah, they forgot about it. >> Unemployment's going to end. So, they got to put something. [laughter] >> That's a possibility. For PAR educator, GenEd, which is the regular ones. We have 111 applicants and we're targeting January 26 to uh start the testing on that. Uh PARN, we also are done with that and we're working on that list. Uh we started with 75 applicants and we're down to about 21. Lots of people did not pass the test. >> Even those that tested did not pass. >> Uh, nutrition services too. >> Well, let's go back up to that for a second. Um, parallel, um, the regulars and the SNS now through Paralooa and
020everything else. We are, what is the district looking for? I can't remember. I mean, it's a high number of what they're hoping to come in for the special needs. If we're, you know, down to 25 and say we get a list, you know, um, are we going to meet the needs of the district? Are we going to be reop? >> Yeah. >> So, we're we're going to have to open again. >> And what about Eel? >> Eel, we could possibly make that one because I think we have three vacancies, right, on >> So, we should probably make that one. >> What's Eel? >> Um, English language. Okay. for English learners. >> Oh, my apologies. It's >> okay. And then the regular pairs to meet their quota for their new system, they needed a lot. >>
021TKS is a lot. So, we have regular paras uh genet are 15 vacancies. So, we're going to have to meet those 15 plus the additional TKs, which is >> which was like 20. Yes, we filled most of those, but there's been a lot of movement because people have been transitioning or merging to full-time positions. So, we need to backfill. So, we're working on all that. >> So, I guess the only reason why I'm asking this question is most likely we're going to go out again for special needs potentially for Paris. >> Yes. >> And the [clears throat] EL list should stand for a minute. >> Yes. >> Okay. >> Yes. Yes. Yes. And it's a never ending cycle. >> Well, if they would make them at least six hour, I think you'd keep them a
022lot longer, but they don't want to pay the >> they don't >> the benefits. >> And they figured out the number from sitting on the other side. >> This one works even. It gives you guys a lot more work to do. But in the long run, you three and three/4ers, you know, fills their need. Well, if they have two, three, and three quarters and they hired one six six, that would save money there because they would have >> It doesn't really because of the burden that goes with that six. >> It's actually still cheaper to do the three and three/4ers. >> Yeah. The the math when it was they made a comparison, you needed three part-times to equal one full time. >> So, it wasn't a two to one, it was a 3 to one.
023[clears throat] >> Okay. I was >> It's 39% with all the taxes in FICO plus 16,000 for benefits. So that's that's why that inflates the cost. >> Yes, >> it it makes sense. But their budget on the other side, yeah, you know, couldn't get the numbers that they need >> by putting the full-time interest. >> Okay. Um >> what else we got? >> Now we're on the >> Hold on. Hold on. >> NS2. >> Yes, NS nutrition services too. We have 54 applicants. We're targeting February 4th for that testing. Uh senior office assistant, we have 119 applicants uh February 11th for testing and ground maintenance, 54 applicants. Uh February 18th is is the target to test at. Uh you can see that we have 564 applications that we have to review this month. That is
024over 50% of our entire year's work because last year we processed,20. So, it's it's a lot of work in 30 days. And this goes down to a question that I get asked at the board meetings quite a bit is uh why are we not filling these positions fast enough, right? So, it's basically why uh for example, I got asked specifically this last meeting about the uh campus safety assistant positions and how fast we could fill them. And I said, well, we first have to post it for transfer the mode now that it's created. So, that's two weeks or 15 days. And then uh if we have a list already at that time then coordinate an interview and go through that process. So approximately a month and >> then offer then on board and they might
025hit the ground. >> Yes. And then uh >> 60 days. >> There's things at the earliest >> things that we don't control like uh how fast they get us a TV test, a physical and if there's a hang up on their fingerprint. sometimes those things take a long time and not something that we can control and they can't start. So that those are the things that we kind of deal with. Um as far as the staffing and workload, this is something that we've been talking about quite a bit and I know the staff and I have been having this discussion is that in years past, probably before 2020 when the PC returned to this district, uh we used to have the two staffers plus another four-hour position. So it was two and a half uh
026currently and I know there's an HR technician in the in the certificated side, you know, at least that is supposed to give us some support. We haven't been able to coordinate that or or get enough hours. So we we don't control that time because we don't pay for that. So we're at the mercy of when uh that time is available. We got a trainer. Uh I asked if we could use her for our uh proctoring test, which would be a big help for us, but because we're only testing 13 at a time over in the adult center, that's that's not available. If we test 40 at a time here, then uh they're more willing to release her for for help with that. Uh she can help us with onboardings, but our onboardings are uh a
027bit different than what they do on the certificated side. So we have to train her and she also needs to be available to us. So, >> is it too hard to do paper tests? >> So, like we >> Yeah. Yeah. It doesn't exist anymore. >> I know. That's We used to do multiple choice and true false. And >> so, we we used to You guys had I I've seen the Scantron machine here. We used to >> There's still a Canon here. >> Scantron. >> Oh, I forgot when I first came on. They were still doing >> Yeah. I mean, that every test I took was >> So, >> yeah. On the card. >> But we use paper as a backup when something goes wrong with the system. The advantage of doing it electronically is it
028automatically grades it and it produces a report right away that we can upload and >> Oh yeah, I know it always took about two or three days for them to depending how many people took the test. >> Well, not only that, but it depended on if you have sweaty hands and it goes on that bar that we scan. We have to then transfer it over into a new paper so that it'll pick it up. >> Yeah. >> And then rips and all kinds. Yeah, >> these scantrs you have to visually check them because lots of times they get graded wrong for that reason. They don't fill the bubble in right or there's some other problem or it's much. So that it is a time issue, right? And >> I was just I was just curious
029because I mean a lot of my tests were just they just had a paper and they put it over that over the the paper itself didn't have the scantron. >> Yeah. Back before the day. >> Yeah, it is. Yeah. I started in in when we had the PC in 2011 >> and we did have an extra person in there. Yeah. >> You know, that was helping doing all of the onboarding stuff, following up with the um safety trainings and everything. And at that time there was two of us that would come and do the testing. One person would check them in and so we worked together as a team. Without that one, I didn't think in the beginning it was okay. But now as more positions are coming, more turnaround, it's like we need this
030person but not only 3.75 but at I mean at least seven hours. One of the things we can explore is maybe during the next budgetary process, but that would mean either a raising our budget, which they have to give us the money and, you know, they'll frown upon that, or b, you know, figuring out other ways where we can save money to add, you know, another person on here, you know, three and three/4ers. >> If we want one, we have to ask them, is it okay if we and they have to say yes or >> it's part of our budget process. So it would it would start with a conversation with the cabinet and probably Mr. Beaton and then if there's interest in that then we move the ball along and go the same process
031we like. >> It's a we're an independent subsidiary of their budget. Technically we oversee our own budget and we make our own decisions as to how to do it. I don't know that I've ever seen a large increase year-over-year. So, they pretty much it just goes through. But what is presented by the commission to the board, the board is a blanket stamp. Yes, we are going to give that to them. What the political ramifications are on the back end of that if the budget goes from $500,000 to 675, you know, I don't know. I've never seen that kind of increase. But technically, whatever we propose as a budget gets passed because we're independent and they have to fund us. >> Well, just and just like you were saying, they're asking, "Well, why is it taking
032so long?" Well, if we had Yes, sir. >> more help in the office, it would take less time. But >> and I think that leads to the next logical step, right? that if [clears throat] >> because they're asking us this question at every meeting if we present that we're going to get another staff they might be more willing to support us because >> that's the the next >> your relationship with Deanna seems to be fair maybe broach the subject as to you know I understand you know Dan has reported to us we could use some help we're processing >> 300 564 you month thing. Um, we did hire a person that we were supposed to be allotted, >> you know, time. We're not getting that time. Is there any way that you could help us
033out? >> Yeah. Yeah. Cuz I remember like [clears throat] the year ago when when I think it was the first meeting that Mr. Jesus got on that was the >> you guys approved they they approved the third person to help us here and but that was how long ago and it never came to >> Oh, it came. >> Well, it came [laughter] from Yeah, they don't help them. They got their person. >> Yeah. [laughter] >> By saying they were going to do this, but then they when sick was passed, they just >> Well, which is the same thing. Speaking from an old trustees position, everybody in this office would love to have more help, not just this department. So, if George, you know, gets a person and says, "Oh, we're going to sell it this
034way." Well, he can figure out a way to work that person all day long. >> Oh, yeah. >> And where now does the justification come? Well, wait a minute. we sold on the back of this. Well, you guys got it. Don't worry about it. We'll figure something else out. So, again, it's the lobbying because we can put another person in here and I'll figure out guarantee you they'll figure out a way to take that person from here and help them over there because as much problems as these ladies have, they have the same on the other side. Understand? >> I mean, it's pretty much every office. >> But if it's going through our budget, then we >> But technically, it's not. >> Anony's Yes, ma'am. So we have been proposed with split like if we
035get a eight hour we can split the funding with another department [clears throat] >> so that and again that goes back to the thing of saying we got a budgetary process >> the other one was from their not our budget >> and so during our budgetary thing you know if we run the numbers and do it again back to my comment and our budget is pretty much rubber. They're not going to take our budget and send it back to us and withhold funding. >> Mhm. >> They haven't what kind of increase are we looking at for 4 hours or that would be 20 hours um you know multiplied by >> so we uh the staff and I have been playing around with the numbers and >> what does that position cost? Okay. So, a benefited
036position approximately 5 hours of a senior office assistant, which I think we can split with somebody else. Our cost would be about $50,000. >> All right. So, figure out a ways. >> Okay. So, figure out a way to shave 25 from what it is you already have and then add the 50 in, Eric, because then we only have a net increase of 25 and I would assume that it would go. So, figure out a way to save $25,000. >> You were on the other side. What What do you think? So you think 25 is a reasonable ass? >> My my guess would be >> I mean that I back in the day that side was reasonable sit in this room during these board meetings now a day and the turmoil they got it's not very
037reasonable >> but we got a good reason now because they're always asking >> 110%. But during our budgetary process you know we can look at it and figure it is where we can shave and do and everything else because I believe you ladies need the help. I do. >> Well, yes, they're the ones, you know, the district needs those extra paras. So, who else is gonna process process, you know, and we're not just doing testing. That's something else they have to consider. We're not only doing this on boarding, >> yeah, >> many other things. And then we have deadlines, too, to for our payroll, for our board items, you know, things like that. And people want to get the the sites need their people. So we have to call you know call those new hires
038and hey are you almost done where are you when can we expect you you know so it's not just this >> 110% understood when we go through our budgetary thing which should be in >> March starting March yeah we'll put it down >> you know we'll start looking at you know what we can do and where it is we can go and you need to sell it on your end you need to sell it on your end and you know the other answer somebody said well what happens if it doesn't do it the Really simple thing to that is, and this is as a trustee that said this at one point in time, [snorts] don't give them $575,000 and go convince the union to get rid of it. >> Now, Amy figured out a way
039to get rid of herself. We had nothing to do with it. >> Yeah. [laughter] The commission left for one reason and one reason alone was her incompetency. But at the same time, you know, some people in the district would argue that and there would be trustees, you can't say it out loud because you're not allowed to. But that could be a conversation in the background of saying it's really simple. We'll save $600,000 and we'll just get rid of the commissioner. Now, I don't know where that stands now, and I'm not asking for information or anything, but you know, that discussion happened a year ago. You know, it actually went to um uh survey. I don't think it made it to a vote and then it kind of fell by the wayside. So you got to
040kind of you know I never saw an importance to this when I was over there and coming over here and some of the things that we have had to deal deal with I have seen an importance. >> So you can justify this position if you've sat in both seats. >> If you've been only on one side you know a union member that's worked for the district and everything else you can see the one side of it. the other side of it from an administrative standpoint, you know, a business standpoint or whatever. See the other side. But there's more benefit to this being here than not being >> I never understood when the union because the union was pushing to get rid of it. >> Well, it was 110% Amy. >> Yeah. But I mean, but
041the >> union was pushing. I said it's just another protection. Why would you want to get rid of it? That's >> I mean that's from my my side, you know. Well, from an employee, and again, if you're a duespaying union member, and you know, forgive me for going just this simplistic with it, why would you vote out something that is just that one extra layer of protection that really doesn't do anything except for, and I can see the other argument from that side, it's wait a minute, I'm sitting in a classroom with 30 kids. I'm supposed to have a parah and three months later now a parah watching the thing they want action right this second I mean we are a now society so if I say yes they don't understand 90 days they don't
042understand nobody left on a list they don't understand that point so they go wait a why do we even have this if I can't get my person in there >> like >> and that's an education thing from the union side >> well and then they'll hire somebody and then another job opens and they Yeah, because it's more >> Exactly. And now the list and you go down the list and that other person got a job somewhere else doing whatever. Now you got to reopen a list >> or even in the disaster and go through all that >> same thing. So >> um Mr. the chair. Something else that we were going to bring up is our CSPCA conference and uh >> uh proposing that uh invites we invite uh maybe the board >> uh they
043they always I think it's kind of I talking about the last thing maybe somebody comes and it goes back to what it was we were just talking about. The more informed they are as to what this is and what the benefits are, you know, it might be better. So I suggest Deanna again. I suggest Christina again and I request the five board members. >> Yes. >> Or suggest not request suggest or five trustees >> and see if they'll take them. >> And then again I don't know how we proposed it last time of the cost. I mean I don't know if this is a date thing. So that was no problem. Now this [clears throat] is a multi. So who do we >> Well, it's regionally so it's San Diego. But how much did it
044cost per person for us? >> Let's see. >> It was like $800. Seven. I think I saw that. >> Yeah, something like that. Because it's uh just the registration is about 800 maybe $900. Well, $7.99. So, it's 800 >> for the ticket for plus the hotel and mileage. So, >> yeah. So, that's going to be about pretty penny. We make this offer. >> Two grand. But we can make it work. >> Okay. >> If we can make it work, that's fine. But then like we said, we're we're [ __ ] budget >> comes out of theirs at the end of the day. But and again, I think the more that they understand it and the superintendent especially um Christina especially um the thing it would be great to have the trustees, but I don't know that I
045I think one would actually take it. Oh no, we had it taped her the last time and Deanna said they couldn't go cuz they had another thing. Remember Mr. Yeah. And he's interested in the knowledge. So maybe we will have some. But that's kind of the publicity would be the wrong word, but that's what we need to do is make people understand. >> Well, did anyone take that course like that? We took >> merit the I wouldn't think so. >> I mean, you asked, hey, they said they were going to do it, but then they didn't. >> Oh, and the other one that I would think and maybe the invitation comes and think this one over. Uh, Mrs. is Leonitis is her name. What's President's new name? >> U Brianna Simonitis. >> Simonitis. >> I
046just think it's so cool. I think of um the 300 or something. Leonitis [laughter] 300. Um but maybe somebody from CSEA's Eboard would be interested in the conference also to really get the nuts and bolts of what um a personnel commission really is because I don't know how versed you guys are on it. Also, >> well, [clears throat] even going to negotiations because I'm part of negotiations and presenting something to George and trying to explain it. They're like cross-ite. Even Brianna was in there and and Carrie and they're like, "We have no idea what you're talking about. It's all foreign language because it's very detailed." So, yes. >> Yeah. at least maybe Bri Brianna >> somebody from the Eboard and it doesn't necessarily even have to be her but you know somebody from the negotiating
047you're already going or have gone and have the knowledge but bringing a second set of eyes that's outside of the department so that the discussion's there so they understand and it's almost like a PR thing. >> Yes. And it's very I think this is here to stay for a while and it's a huge benefit to the district to understand what it is. We were never given that opportunity as a trustee when I sat there. So just not knowing really what it was, you know, gave me my opinion of what the commission actually was. And I think Jeff, I can speak for Jeff back then too. Jeff had no idea, you know, when we were going back and forth if, you know, was staying or if it was going, he didn't quite understand Julie a little
048bit. Um, but not enough to voice to us, you know, what it was. So, more knowledge on that side would be a good thing. >> Yes. >> And so much for my 12 minutes. [laughter] >> There's no game today. >> You had 58. >> Yeah. I I'm We're late. >> You're late. Great. So, >> so send out some invites. >> Yeah, send out the invites and >> do we have the budget for it? We >> So, we'll make it work. >> We'll see how many come back and then we'll figure it out. >> We'll figure it out. And then >> uh as an action item for me is to also >> only because it's and the one other thing is it's in San Diego because it's the flip-flop north and south and maybe if it's
049close to home maybe somebody will do it and we'll figure out a way to spend for it. >> Yes. >> Rob Beard Bay Paul. >> Yes. So, we'll do that in uh >> buy 20 computers. [laughter] >> There's got to be sacrifice all the way around. >> I mean, that would seem like that you tell them, hey, we have more computers, we test faster, >> you know, for them to say, yeah, okay, well, >> yeah, they they were okay with that. And also because they uh certificated can use it also for some of their they can interact with so they can be used for that. So, everybody was okay with that. Uh so we'll follow up on that as an action item. Also we try to float the idea of uh additional staff staff time
050only I bargain this stuff before so I'm going to go with a full 100% as opposed to right. So I'll try to present it and see what I get and >> get feedback because that would be a budgetary thing for Mark. >> Yes, >> we'll work on that. >> Are we good? >> We're good. >> All right. Um we have nothing. Um we have nothing. And we have nothing. We are now adjourned at 5:09. And yes, I get to talk. That was a good