001versus well for the board meeting. I suppose we good to go. Hi. Um I'd like to call the meeting to order. Times 4:30. We can stand for the pledge of allegiance. Um Mr. Sid, if you could do the honors, please. >> I pledge allegiance >> to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. I'd like to remain standing just for a second and a moment of silence because I've never had a public meeting on 911. >> So I think just a moment of silence would be appropriate for those lost on 911. >> Thank you. Let's commence with our meeting. All right. Um everybody's present and accounted for. Um public comment. Um, I'm going to wave the
002reading of it unless Miss Gonzalez, you would like me to do that. Thank you. Um, commissioner reports. Mr. Size, do you have anything to report, sir? >> No, >> Mr. G. >> Nothing today. >> Um, and I have nothing either. Um, CSEA, ma'am. >> Okay. Um, so we are in full throttle moving forward back to school. You know, we've um just got a new vacancy list from Mr. Ortiz today. So, just looking those over. Um, couple of uh concerns from members that I've brought forward to the district in regards to um personal leave and things like that. So, nothing nothing in the realm of PC commission. Um, there are a couple of vacancies that I've heard about that haven't been filled. I'm not sure if they're on the list. um because the dates say different
003than what I was told. So, I'll talk with Mr. Ortiz about those later. Um just that they put in for transfer and hadn't heard back and were wondering if the positions were filled and so just questions over that. So, I'll bring those forward. Um we are getting ready for our next meeting, you know, with our membership just moving forward. um getting ready for the uh upcoming elections at the end of the year. So, just kind of moving forward. >> Welcome. Welcome back. And hopefully school's going well. >> Um district, I have no Mr. Gutier. You have anything for Mr. Gutier? >> No, he's out today. >> Oh, he's at a training. >> Um director report. Mr. Ortiz, your turn. >> All right. Good afternoon, evening everybody. Uh this is what we have. We currently have
004uh three interviews in progress and we have five recruitments that are in the testing stage and two recruitments that are open. Uh the statistics we have 380 classified employees that are filled, 163 8 hour full-time, 119 benefited part-time, 83 non-benefited, plus 15 classified management employees. Uh on security, we still no vacancies. Uh safety, we have three and we're scheduling interviews. So we sent that that request to um schedule interviews already. So, we're waiting to hear back. Uh, custodial, uh, we do have some vacancies here. There's two positions that were created for champions, the three and a half hour positions, and we had one retirement. So, we do have three current vacancies right now. We have 12 eligible substitutes on the list, and uh, we'll be moving to interview the the vacancies promptly. Uh, let's see
005what else we have. Uh, we just finished the interview. um the testing for the Paris. We finished testing for the Paris which was 84 candidates. We also finished the uh campus safety assistance testing. >> Can I ask a question real quick? So with the 84 candidates for the Paris, how once they pass because we were just talking earlier that there's more coming up. Will the 84 cover the positions or do you think you're going to have to do this again? We're probably this again because we started with about 105 applicants, right? So there's a drop off. Every stage there's a drop. >> Exactly. >> So the next drop off is the people that actually qualify and then the ones that actually took the test. How many actually showed up for the test? We >> Oh,
006so the 84 were not the ones that tested. We have probably >> qualified to test. Correct. Qualified test. >> So >> how many tested do you think? Or >> 40 around 40. Wow. >> Yeah. >> So, we have a >> So, now you take that of the 40 that are now going to pass the test. >> Yes. >> The ones that Well, we have to look them up over all the 40. >> Not all 40 going to pass. >> No, exactly. That's what I'm concerned. >> So, there'll be another drop off. >> Yeah, exactly. >> Who actually passes? >> Y. So, we might be at 20 >> and now we can offer and by the time we get around to that, >> there's another drop off. Well, a lot of them, >> like you said
007last time, they they won't take a three and three/4er job, >> right? So, there's another problem. >> So, so they >> So, how many back to the thing for everybody? How many pair jobs are there open? >> Okay. Yeah. >> So, that's actually we have a >> Yeah. >> list that still needs some updating, but for regular paras, we have 27 >> and then >> but we're back to the drawing board. >> Paris and we have 21. >> Yeah. >> Yes. So you're 48 and that's >> they're taking more. Oh, there was more approved last night at the board. >> So that's another 10. So 58. >> Yes. >> That just went out on the sheet today. So yeah. >> Yes. So >> and we might have >> 12 kids. This is a stepping in.
008>> I agree. I >> It's always an everchanging, ever turning >> cycle. No, I agree. >> Like like they were saying last time, a lot of time like a custodian might put in for but they got a eight hour job. So they're they don't want, you know, the three and three quarter, right? Yeah. >> We're having such a hard time. I don't know why they don't make >> to answer that. >> Six or seven hour jobs >> and they'd have >> Well, it's it's a money game. And from sitting in the other room, um there's a lot of reasons why you don't. It sounds like a good idea, but once you start loading it, this is an >> easy They got to pay for insurance and stuff like that. It there's a cost savings but
009it doesn't help the students I guess I should say. >> Yeah. >> And >> the ever revolving door is not good for students. Correct. Especially young ones. >> Yep. >> And with these many vacancies, those that actually take those three and a half hour positions are probably working double that anyways. There's enough work out there where they could get the extra interest. So, but >> you ever hire the maintenance job? There's a maintenance worker one that still hasn't been hired because he's leaving, right? >> But we're ready to go. >> I know the the boss is leaving. I heard next >> Oh, yeah. >> And he was talking about that there's some candidates out there and they paid to go get them, but it sounds good. >> Uh, yes. So, we can go into that
010part part of the report. Yeah, we're recruiting for the director of FM and uh it's a hard recruitment. It's hard. So, we have to spend a lot of money. I think I spent about $50 or $60 a person on camp. >> It's hard when we found Mr. Hooker. >> Yeah. Yeah. Because uh because it still requires a bachelor's degree. >> No. >> Oh, okay. Because it used to the director used Not anymore. >> No. >> So, you could have somebody come out of the ranks and Yes. and take it. Okay. It's uh it's preferred. There's a lot of preferreds in there, but the minimum clause are different, right? And also, so the certificates are preferred, but not required. So, we have 34 candidates so far. Uh just glancing at those, we should be able to
011get at least half of those to qualify. Uh and we still have another week uh of recruitment, but we're in multiple websites advertising this. And like I said, for the 30, we probably spent $60, $70 per per hour, >> to get to get these, right? Because >> what is the starting pay for the director? >> 114 and change, right? It's about 114 and change. >> Is that step one of the management salary? >> Yes, >> that's step one >> on that particular uh step 59 or whatever it is. So yeah, it's a tough one, but I we're >> we'll find somebody. >> In the last recruitment, there was a total of 22 that that were and I think Patty had to extend that recruitment to to try to get those 22 and then there was
012a drop off, right? The ones that qualified were less than 10 and then at the in the interview there was only two. >> Yeah, I remember the >> there was only two. It's it's a tough one. um the uh Zip Recruiter website they were able to give me all these statistics. So they they were able to analyze Barstow and they said that for this particular recruitment there was only they could identify only 25 individuals that could possibly be qualified for our our position. And there's also another seven positions that are similar in the area that are being recruited for. So we're competing against seven others >> and there's only 25 individuals that live in Barsto at least that they have >> that are again registered with Zipper. >> Yeah. See, but they have access to
013about a 100 different websites. So they so it's an aggregator. So what we had to I had to uh transfer the recruitment and drop it in in Victorville because they >> Well, that's a great idea. >> Yeah, a lot of Yeah, a lot of people do drive from Victorville. We dropped it in Victorville and we just uh asked some questions uh so that the applicants could know that they had to come to they had to commute. So and that was the strategy we came up with and we got some more applicants that way. >> It would make sense over there. >> Oh yeah. I mean there's a lot >> what 550,000 people >> if not more. >> Yes. So that gives us reach into Esperia and Apple Valley and there's a lot more warehouses out
014there as more industry. So anyways, that's uh that's how we got through on that one. What else do I have for you? We're um testing for translator interpreter parn NSW once I think we're testing today still and sub caller is the other one. Sub caller we have about 50 applicants already. >> 5 uh 80 something. >> Oh my god. >> Yeah, that was a lot. >> So yeah, we're up to 80 already. Uh let's see. We're interviewing for NSW1 twos and threes on the 16th and then NSW1's on the 23rd. And then what else? We have our uh personnel commissioner association of Southern California conference September 24th in Downey. So we're going to close close our office and we're all going so all six of us are going to that. Our next uh meeting is
015uh I think is October 9th here in this room and then uh I think that is all I have. Okie do my report entertain a motion for the adoption of the agenda as presented. >> Motion second. >> Anybody like to pull anything from the agenda? All in favor? >> Opposed? Um we are going to go on to discussion items which is the PC rule and practice on applying seniority credit to internal applicants. Mr. Ortiz. So this was at the request that uh from the chair uh last uh at the last meeting. I know there's been a lot of questions about the seniority credits and some of our recruitments. Uh staff and I have been doing research on this. So we looked at the rule. There is a rule for applying seniority credits however and look
016and by the way you have copies of u chapters 50 and 60 which talk about it. The only uh areas where we see here on the eligibility list where it mentions using seniority and veterans preference is on the merge list and the open competitive list for recruitments. We currently only uh we do promotional internal and open competitive. So we have both. We test them at the same time, right? And those are the list that you see here that have the section above with the internals then the open below. Uh that those sections or any of those other ones remployment, promotional, internal do not mention any seniority here. only these these two which is why we only apply it uh when either we merge the list or or we have both open uh internal and external
017together right mixed so we apply the credit so externals get the veterans credits internal get the seniority credits but when we separate it they're already protected as uh as the rule state we we draw from the promotional internal first and then the open once we exhaust it um that um staff we looked at uh rules from 1984 to present, right? Uh there was some mention in there about um >> seniority credit in promotional examinations only. >> Promotional examinations only. So the history has been that >> that's from 1984. >> There you go. That was >> functional. So if you're if you're say you're >> that was his question. I wasn't >> say if you're a lower like say you're a maintenance one and it's maintenance too then they could add the five points >> only
018if we did promotional only >> if the recruitment is only internal internal. >> Yeah. >> But if that'd be a promotion for that person right >> yes so so then you could add add the steps. Well, this is back in 1984 where promotional only. But this the new rules, I'm not sure. Do we look into it? Is it the same thing where we add credit uh uh service credits >> on these on our rules? Uh the only mention for adding seniority and veterans credits are in these. >> I knew for veterans credits you didn't, but I know every time I went for a job, they gave us five points. The whole time I was working for the school district. Was that back in >> the last time I woring for a job was uh >>
019should have been well after 84. >> It was 2006 when I got the when I got >> So what he's saying in the rules now as of today >> um that we work upon you get it for promotional. >> Well that's what I was saying promotional >> open competitive and merged. >> Oh that's it not promotional. So open >> she said they used to do it for promotional right. Yes. >> Yes. The old rules. >> Yeah. The old rules. >> Old rules. >> Do we have that? >> And and we went back also to >> this was what? Uh 200. >> Yes. >> Uh 116. It's It's kind of all mixed up, but we did find some where it did say uh promotional only as well. >> So with the new >> and from 2011
020>> from back Yeah. >> on the historical books. Okay. >> Yes. >> From these rules that were established in 2020 when the PC came back, >> that language isn't there and finded it is on open competitive and merged list. >> All right. Not on the promotional internal. >> No. >> Oh, yeah. 2011. Yeah. This was seniority promotional examination only. >> Yeah. >> Only if you're promoting. >> No. If you're not if you're Yeah. If you're just not There we go. >> Because it used to be if you were promoting Yeah. you got the five extra points and it made a difference sometimes because >> I'm sure it would. >> There could be somebody >> up to five based off your years of service. It wasn't automatically. >> So if you're like 20 year guy, you
021can get five. The two-year guy. >> Well, and that's where some of the people they would get the five and say their scores were the same. >> They would jump. they they would they would uh be in on the interview instead of the other person. And that's that's what that's the what they two people asked me about it. I said it used to be like that. I said I'll have to find out. I don't know. >> You now have it in your book and Mr. Ors can highlight the sections if needed. >> Okay. >> You can pass the information along. >> Okay. >> You can come and review our historical documents too and >> Okay. >> I just like I said they asked me I >> No, that that would muddy the water. >> That
022would muddy the water. [Music] We're in rules now. >> He asked me and that's what I said. I know it used to be but I says I you know things change. Let me look into it. >> Dan and I too were were talking about adding some stuff to the rules that way nobody's, you know, confused about some oh well it doesn't say this or it says it. So we're like yeah maybe maybe in future >> future something to look at. Amend the rules. >> Yes. >> Update. >> You good, Mr. Size? >> I'm good. >> All right. We're going to move on to technology and software updates needed in the PC operations. >> Yes, >> Mr. G. >> So, that's me again. Uh, I put this on here and this is very timely because uh
023Miss Mr. G uh brought his laptop today and is outdated and our laptops were purchased around 2020. five years and computer years like dog years, right? The stuff starts to be >> obsolete. Um I need to we need to update his um software. So that takes me about eight hours. So I'll I'll do it in my office. Uh and yet and however the our that those laptops probably need to be replaced. So we'll I'm just bringing that up to our the attention of everybody. Our the staff uh their laptops are a little bit newer. Uh the IT department is trying to reimage them uh because they're also still not up to par, but they think they can fix it with a reimaging. So that's being taken care of. The uh software issue, we talk about
024this with the staff with Julius specifically how our procedures are all we have a paper list and we go through on boarding very meticulous on paper, but we do not do anything digital. Right. And >> really? >> Yeah. Yeah, all of our onboardings are are, you know, Y2K compliant if you remember that, right? I mean, the stuff is and so, uh, we're looking for I'm still having meetings with several vendors to see who who can what do they do on the other side? They do everything by paper also. >> Wow. >> I would have never guessed. >> Yeah, it's all by paper. >> I'm a big paper, but still >> you would think that would be >> I mean I like to see it on paper. >> It's a preference. So, >> do you >>
025I like to see it on paper. >> Yeah, >> you can see it digitally. >> That's cuz we're of this age. >> Cuz I have a bad habit of control delete or delete it. >> Oh, no. >> Where'd it go? >> Disappeared. >> Maria, can you say it? >> Yeah. Or there's a power surge. >> Yeah, that too. So, um, so like I said, we're looking into that that if we were to make a change, I need to work with George and the district to because we need to kind of go together. We can't do it alone and, >> uh, we're going to have have to spend some money on that, right? So, >> trying to find us something that's reasonable that >> they want to do it. I >> Yes. >> Just surprised that
026all that stuff still. Um the other issue is um our district is still working on their AI technology uh policy. So it's a board policy. We don't have one and unfortunately everything including Zoom has AI now. So technically it's everything uses that. So um some of the software that we wanted to use especially for trans transcription of meetings uh they're not comp we can't get because it's it's AI based. So, we still have to wait for that policy to be enacted for us to >> So, is that like a bad thing or so for transcription? I wouldn't think there would be a problem of fluffing the words. You know, Dick ran up the hill. >> Yeah. >> You know, Robert joged gracefully up the grassy null. Oh, because it's not word for word. No, I
027think it's uh you need a policy on it and which is what how it explained it to me because you know they're afraid that the thing might uh be hacked or something. I >> I think it's one of those security. >> So we have to set this policy or the board has to set this policy. >> The board has to do. >> Yeah. So we're just waiting for them. >> Yeah. Um other than that um that's uh where we have our operations. I just wanted to bring that to your attention. >> Perfect. >> Bring that later. >> All right. We're going to move on to the consent list. Um is recommended D ratify the eligibility list nutrition service worker three. I will entertain a motion. >> Motion second. >> All in favor? >> I >>
028opposed. So much for our consent list. It was just one item. So I should have just done consent, not call out the item, but whatever. Approve the attendance and associated cost with attending the PC Association of Southern California day conference in Dannon, California, September 24th, 2025. Fuller, the commission, the director, and the technicians. I will entertain a motion. >> Move. >> Second, >> Mr. Ortiz. >> Anything? >> No, I think I think we've discussed this already, but uh we recommend approval on this. >> All right. Was um for some reason I thought some of the personnel people were coming with us. >> Uh >> or some of the people from the district so they can learn with us. George was considering that, but I believe he's going to another training that day. >> Gotcha. So,
029it's just us. >> Just us. >> I'd love to see somebody come. >> Somebody from your guys's board. Is that like a helpful thing? >> I'm on the board. >> Oh, yeah. I forgot about that. Forget it. We don't need you. We got her. >> She came. >> Miss Gray, I'm so sorry. I totally forgot. You are right. >> Bringing the information. >> She'll report back. >> All in favor? I >> opposed. I um approve the minimum calls for the new management job classification of nutrition services operation manager. I will entertain a motion >> here that we have to fly to Sacramento and then rent a car at Napa. What? >> Better not. Oh my god. Oh, >> better not. I am not going. Oh, this one's okay. >> This one does. This ours says,
030"Fly to Sacramento, rent a car and drive to Napa." >> Oh, it really does. >> The yellow the yellow line. >> I just saw that. I don't know. >> Well, please make the correction. >> I just I was just looking. >> Approved us corrected. >> Exactly. >> All right. We're gonna exclude that. We're going back >> and we had a motion in a second. There was a we voted, but we were going to amend >> and clean it up. >> Yes. >> Thank you, Mr. S, for catching that. >> Thank you. In the yellow. >> All right. Now, we're on this one. We got a motion. What about a second for the manager position? >> Administrative school manager one. >> Yeah. Motion >> motion >> nutrition service. >> No, we're on nutrition. We're on nutrition.
031>> We'll get to the senior office assistant. It's in your packet. >> It's in your >> Okay, guys. Do I have a second? >> Second. >> Okay. Um, Mr. authorities. >> So, uh we bring before you the uh newly uh created nutrition services operation manager, the uh school board has already approved the basic functions and the essential duties, the the job duties and uh our uh our task here in the personnel commission is to uh ensure that we have minimal qualifications that will uh be able to help us in our recruitment that can fulfill those tasks or those duties and this is what is being recommended to the commission for approvals. Right. >> Is this a new job? >> Yes, sir. >> Yes. >> What happens to the manager that they have now? >> They
032don't have one. >> Yeah. >> What's uh >> This is a newly created Sorry, I'm sorry. >> Newly created. Yes. >> No, you're okay. You're good. You're okay. created position that's going to work >> under the director of nutrition services. >> Yes. >> So, >> director, top manager, next assistant director, if you will. >> What did what did we approve earlier with uh Tammy Trill? >> That was a probably a reclass recation, >> but not this job. >> No. >> So, they don't like I forget the guy's name. >> Stanley. Emily and her are equal now underneath. >> Yes, they are they are classified staff. This would be a classified management. >> Other management shop, >> right? Kind of like the SAMS. >> That's what I was going to say. Kind of kind of equivalent
033to the SAMs but in the nutrition services >> department. >> Okay. It's kind of like uh maintenance used to have a director and a supervisor. Yes. >> Yeah. They got rid of >> supervisor job and and then they upgraded it to a director >> but never hired the supervisor again. >> Right. >> So this is Yeah. This would just be like that middle management type person because you still have your director and then your middle management. >> Yeah. Okay. Because I remember they used to have uh Cal and then Angel before and they're like that. Okay. >> God, you're going back with Angel. That was back in the day. >> I don't know if you remember him. He was the director. He's the one that got in trouble. That's when he left. >> That was
034way back in the day. >> That's >> before my day. >> That's That's when you you worked a long time. You remember? >> All right. Um I like the calls. I think it makes for a very well-rounded position. I don't see where you're missing anything. Um you're going to get a good person. Hopefully you find somebody. >> Yes. Then we got to go up to the recruitment. >> Yeah. >> Yes. >> Anything from any other commissioner? >> All in favor? >> I opposed. >> All right. It um we're going to approve the extension of the senior office assistant eligibility list to December 2029 December 29th of 2025. I will entertain a motion. >> Motion. >> Second. All right. Let's We're close to expiration. We want to keep it open. Therefore, extend. >> We have three
035vacancies we got to fill. If we had to go out and recruit, we can't even start doing any of that until we finish testing. We're testing until the 26th of this month. >> So, it would take us too long. >> Okay. >> And there's plenty of people on that list still. >> Oh, good. All in favor? >> Oh, excuse me. Questions? >> No. >> All in favor? >> I >> post. All right, with that we're going to go into close session um for the two items that are listed. >> It's always a pleasure. Thank you for your help.