001All these is looking good. ready and ready. >> All right. Um, let's call the meeting to order. The time is now 4:32. If we can stand for the pledge of allegiance, Mr. World Traveler, if you can do the honors, please. >> 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. >> All commissioners are present. Um public comment I am going to wave the reading. We don't have anybody in the audience but public comment is always welcomed. Um with that we'll go on to commissioner reports. Mr. size. >> Nothing report Mr. G. >> No, just everyone's having a good summer. >> Yep. And I have nothing either. Uh CSEA, nobody here because
002it's summer district. I saw Mr. Williams walk in, but I don't know if he or whatever. So, >> nothing from Mr. Gutier. >> Mr. Gutier. >> Okay. Director's report, please. >> Sure. >> Uh good evening everybody. Uh commissioners uh this is what we have for this month. We have two interviews in process so far. Uh two recruitments are in the testing stage and we have a we have two recruitments open now. A lot of these things change daily. So that that's been changed. Uh currently we have 374 total classified employees, 176 8 hour full-time, 123 123 benefited part-time, 75 non-benefited part-time, and as always, we have 15 classified management employees. On the classifications on security, we have no vacancies. Uh safety, we're open again for recruitment. We exhausted the list. Uh we started interviews today
003and uh we have to open again. >> How many actual physical job openings are there >> for safety? >> Three. Two full-time, one part time. >> Yeah, two and one. Two full time >> located at the high school. >> No. >> Elementary, I believe. >> Henderson. Actually, Henderson is open. We just filled Crest Line. And then there's one more part time and I can't >> Okay, no problem. As long as they're not like junior high, high high school or anything. >> No. >> Okay. >> No, not there. Custodians, we have no no uh vacancies. The um PAR educators, we're doing a uh a lot of interviews tomorrow for the PAR TKs. So there was uh if you see on our agenda, we're extending the list for the for the PAR positions because we uh lots
004of individuals when we called for interviews, they were turning us down. So they were turning us down because of the hours, not months. These are 3.75 positions. So we're getting people turning us down, but we do have uh quite a few about 17 or 18 individuals coming in to interview tomorrow for positions. So >> how many positions are open? We added just uh we added 20. So 20 plus about 10 that we had there, possibly 30. Cool. >> So that's because they just added to every school, right, TK? >> Yeah. >> There's a a mandated state minimum requirement or a ratio of uh no less or no more than 10 students per adult in the classroom for kids teacher counts. But if they have 23 students, then they need two parents plus a teacher because
005that triggers a third parent. Uh so most of our classrooms are averaging about 22 23 students. So that's why we have two parents in each classroom. Um lots of uh classes were added. So and the 20 additional positions that went to the board that we're trying to fill. So we're trying to fulfill that. It's good part-time work for somebody. >> Well, it's it's the way to get in if you want to get that's where you start out is part >> if I could actually give them advice or when we're talking to them. That's exactly what we would tell them. But >> not just for those jobs. I mean, there's other jobs. >> Yeah. >> Would you let several time would you let them know >> you have any part full times? It's like, you know
006what? This is what we have to get your foot in the door. get your probationary, you know, time completed, >> you're good. >> And there's gonna be plenty of extra work out there. So, I mean, >> yeah, >> could potentially double those hours. >> Especially the way it's looking right now. There'll be hours to go. >> Well, TK is fulltime, right? It's it's it's six hours. >> The classes, >> that's what they told my daughter. >> Positions. >> No, but I mean in the classroom itself. So, if you're only 3 and 3/4, you're going to have to order have like four for each each room. >> Two for each room. Yes. There's an am and a PM. >> Yeah. >> Oh, see they they told they told my daughter it's it's all day. Yeah. >>
007When she signed her up because I said, "Really? You should just be happening. >> That might be the other half." So, they go to the AM and the PM >> possibly. But um lots >> So what you're saying is your grandkids going into TK. >> Yeah. >> Okay. And they say it's like 8 to 4 or something. >> Well yeah whatever regular school is really they told her it's the same cuz I thought okay cuz I take care of her. So I said okay she going to go in the morning. No they said it's all day. >> Oh wow. >> Cuz usually you know give them half a day just to get used to >> it. Bingo. >> You know that's way kindergarten. >> Yeah. Right. They're like foury olds. >> Yeah. They would start
008in just a couple of hours because we looked into that for our daughter too. At least >> you can either take them in the morning or the afternoon. >> That's the way that kindergarten used to be. Then all a sudden they were all day. >> A good question to ask. I will ask that. >> Yeah. Because I mean if it is it seems like >> bump bump up the hours. So, uh, that that conversation actually another side conversation that came up at the board meeting about, um, being able to fill these positions because of the number of hours and whether making them full-time, right, would make sense and >> or at least six hour, you know, >> the the cost the equivalent of a full-time position is three part-time when you cost it out. >>
009Oh, yeah. Because you got to pay benefits. >> Benefits, uh, retirement and the other statuto taxes are >> Yeah. You got face social security. >> So, it's a lot more. So, it's maybe might be two and a half to one, but that half is three. >> These are perfect positions for like a stay-at-home mom. Oh, yeah. One that has a kid in school or something like that. I mean, that's, you know, a grandparent. >> What are they? Or what >> they pay? >> Oh, 24. >> 24. >> Yeah. They're more than like food service workers and stuff like that. >> Yeah. >> Yes. >> So, lots going on with the parent case in Paris in general. Um, what else do we have? We still have test for the NSW3s. You know, that's done. And, uh,
010we're working on the list. You see that we have a lot of lists on the on the agenda to approve the HR technician position tested yesterday and we're uh working on that list. I think that list is completed and we'll bring that to you next month. Um we'll we still have the paras and the translator interpreter out there. >> What does it mean? Well, I can wait till like says so foods nutrition service. >> Oh, we'll get to that second. >> Let's see what else we have for >> problem with the program. >> Oh, he's talking about it. That's Wait a minute. I'll just wait. >> I'm with you. I forgot about it. >> Yeah, you can ask me about that on the side. Um, we have the safety and security trainings and I announced
011this at the board meeting. Uh the trainings I'm helping to coordinate that. They are July 28, 29th, and 30th. So that's the first three days they come back. They're set aside for training days. We're going to be training at the junior high school, the NPR room, uh 8:00 a.m. to 3. And the training is going to be for active shooter, uh team building. That's on Monday. Okay. And then Tuesday, Wednesday, it's the CPI training, which is, you know, how to handle the students when they're fighting home. Okay. Um the we're updating our proctor testing instructions and procedures uh just to tighten those up. Uh we're going to require people to empty out all their pockets and put all the stuff in the locker or the car or in the table in the middle of the
012testing room, right? So that there's nothing that could be construed as as inappropriate, right? So the watches, all this stuff now that everything's electronic, right? >> Oh yeah. >> So got to be step stay ahead of the beginning. >> Um then we have completed the beginning of the year's letters which is what Joy was working. Uh also uh we want to announce out there that we've been having this discussion as to um some of the classifications that have typed certificates or other certificates that are needed as part of the classification. Uh we're going to ensure that in individuals meet those requirements prior to clearing them to test because quite frankly if they if if they don't if they if they can't pass these tests we're not going to be able to hire them anyways and
013it creates a lot of work for us you know having to test and screen. >> Don't you have to provide the certificate as part of the application process in order to even get to a test? >> So they do upload it. Not everybody, but some people upload them. Sometimes we remind them to ensure that they they submit it. Um we've had, you know, mixed um procedures on that. I know we've let some people, you know, cure that. >> Oh, after the fact. >> After the fact, >> but to be honest, I mean, sometimes uh with some of these classifications, we get 100 applicants and we're we're only going to fill five positions. We can probably just make that a screen screen. >> And where do they do the testing? >> Uh they can do it
014online. They can do it at the community college, the adult school. I mean, there's several other places, right? >> You can Yeah. >> I just order it online because then somebody else can type from >> Dad says it's on the honor system. >> Well, no. In actuality, I think they have a camera. Somebody I know just took a typing test and they were full at the college or they needed before that. So they did online but you have to have a camera >> in order to do something either you know mechanically see you doing the typing or something. I forgot what they said but it was kind of you know almost uh intrusive because you know your surroundings and it was in a house or something like that and you know somebody sitting in India
015is you know looking at all your stuff >> but they did something that made sure you weren't physically typing >> it's good and bad >> it just says it requires a certificate really >> it should be part of the package >> but >> yeah and the certificate's only good for like six months or so. >> One year. >> Well, one year. Okay, that was it. >> But if somebody's in a current position and their current position offer, you know, they have to they had to pass with the 45 and the position they're applying for is 30. Well, they don't have they don't need one and that's only within. >> Yeah. >> If they go to a, >> right? They go from 45 to 60 and that's another >> now you need another. >> Now you
016need to reertify. And yes, I agree with you. All of that should be submitted because that's your application and that way we don't have to chase around. >> Yeah, that's what you like. You said >> it should be that way. If you don't have >> So people get screened out for that. That's fine. We need to have that. >> That's all I have. >> Okie do. Um I'll entertain a motion for the adoption of the agenda. >> Look. Okay. >> All in favor or anybody want to pull anything or add anything? No. Okay. All in favor? post. Um, we're going on to discussion the CSPCA conference in San Diego March 15th through the 17th. >> Just an announcement. >> Make sure you put that on your calendars. >> All right. Uh, the Merit System Academy
017with CSPA March 29th through July 10th has been completed. >> Congratulations, Gilbert. Oh, there you go, Gilbert. Good job. Get your little certificate. Put it on. They said >> in August or something they said. >> Yeah. Two months. And you can still make up classes apparently, but we went to both. >> Yeah, I went to >> Good job. Um, I'll entertain a motion for the consent agenda, which um you mentioned you want the merch. So, would you like to pull um and we probably should have done that back before. What would that be? 8A. You want to pull that one, Gilbert? >> No, I just wondered what what it meant. What does it mean? >> All right. Well, let's pull it. Then we'll do the consent agenda. Then I can explain the merged. Um all
018in favor with um 8A being pulled. >> I I >> I um I would like to make one comment which is if you look at these list and I used to say this as trustee way back in the day. It's kind of a shame when you look at all of our outside candidates score a majority more than 50% higher than internal candidates. And I would just like to go on record as saying, you know, I think that's not necessarily a failure of our institution, but yet we you as supervisors should be training employees to move up and to progress inside of the system. And whatever it is, you know, outside candidates either qualify better, study better, or do whatever, or more knowledgeable for the position. But if you look at these list, you know, uh,
019these fell right in the middle. I think there was one candidate in here that, you know, finished in the top three. We're an internal candidate against external candidates. That's my only be. We need to do better in preparing our workforce to progress in this environment. >> I did have a question about these scores. I >> all these people the internal candidates I don't see any preference points for seniority on any >> we we would add seniority and veterans credits when we combine the external and internal candidates >> if you have if you have enough you don't go outside >> then divide the points then the internal points >> only if we if we were to consider the outside candidates right so we did that with the Sams where we mixed all the group together and
020and ranked them that way. And then we gave everybody their preference >> preference and but if we're keeping them separate, you're already protected. The internals are already protected in their own pool. >> So they don't get they're ranked according to the test. >> Okay. >> They're already protected. >> Layman's way of explaining. >> Yeah. No, I was just curious because I know if you've been here 10 years, you have five points added to your score. >> That's a bit said. So when we first open the recruitment, if it's sended sent out open, that means everybody gets put on one list. They get their preference points. When it's sent out open promotional, that's when the lists are split. >> Okay. Just curious. >> All in favor? >> I opposed. All right. Let's go to 8A. Um,
021which is the nutrition service worker one. The merge list. >> The question. Gilbert wants to know what the burger list is. >> Um often times uh list expire not >> sometimes we don't have enough candidates in a list per se right to fulfill the number of positions that we need. >> So we need to open up again recruit test and create a new list. >> But there's a handful of candidates in the old list that haven't expired. >> So then those get combined. >> All right. That's I would just you know I felt what would that that's >> there's list that we have three or four expiration dates right because people come from different lists throughout the year. >> Oh they just transfer >> they get so they get their some in February some in
022June some in August. >> Okay because you can test that many times. >> Okay. I I'll entertain a motion for nutrition services worker one the merge list. >> Motion a second. >> All in favor? >> I >> opposed. All right. Um we'll go to approve the minutes of the May 29th special meeting. I'll entertain a motion. >> Second. >> Questions, comments, concerns? All in favor? Opposed? Um >> request for advanced step placement CSEA range 26 step 4 for Miss Nunes par educator special needs. Um I'll entertain a motion. >> I move to take the director's recommendation of step two. >> Second it. I um discussion >> I was just reading what what she has for >> you see anything to matter with the first thing that she wrote. Read the first line. >> Yeah. >>
023Yes. >> Is that your Is that your >> I'm just like if you're Oh, sorry. I was Yeah. No, on the front page. Front page is second one. >> Oh, dear commissioner. Dear commissioner. >> Oh, Goldstein. >> Oh, >> it it's well, it just starts from there. Um I don't know that we necessarily need to go over it. I understand, you know, what we have done in the past. This is an employee that just started working here. >> Yeah. Um, as far as I can tell through this, you know, and I did ask, um, we do give bilingual bilingual incentive pay or we at least we used to. I don't know if we still never did it. >> I couldn't remember where we did it. >> It was the college. It would give you 5%
024if you talk Spanish and if they could I mean they some of the groundsmen, you know, they talk Spanish needed them, they brought them into the office. >> It's an excellent idea. We used to do at the fire department. >> Um, we used to do it police department. >> I assumed we did it here. So maybe that's something for the board to take up. I assume we already did it. But outside of that, I mean, I see her interpreter certificate, but there's no other stuff. >> That's what I said. She has doesn't have any experience in this. >> So this is no different than any parents going to come in from the list. You're getting your foot in the door. >> Yes. And then you are going to progress into a you know potentially you
025know benefited position or a full-time position. >> That's what I was thinking too. I said if she had you know eight years experience as special needs in some other district. We do need special needs pairs, >> but we're not going I don't feel that we should set the precedent that just because you come in and you got three classes, you know, last semester this that you automatically bump three steps. >> I I don't think one step. I think she >> she's where she's at until she does her year. I feel >> Yeah, that's the way I feel too because I was when I saw that's what I I was thinking too. I thought, >> you know, I don't regret anybody getting something, but >> you really don't have the experience in that field. >> And
026the uh the salary schedule was I put the new salary schedule in. >> Yeah. >> And also >> she already she got the 11%. >> Oh yeah, >> it's already 11 and a half. >> I remember a few months ago we're supposed when we this came again, we were supposed to start working like a matrix. So we look at a matrix so we can automate. So you step one, step two. With some of these, I've just I've been pushing them to a step two because that's one step higher. But again, that's just a recommendation. We we haven't gone any higher unless it's a >> like because something like that. >> Well, in this case, we're going to have a hard time finding, >> you know, special needs para. >> Yeah. >> But with the electrician,
027at least we had journeyman experience. we had, you know, somebody that did something else and there was a call >> for doing that. Um, I'm kind with Jason. If there is some kind of matrix, then even the employee knows, okay, if you hit all of these qualifications, yes, there is a reason to, >> you know, request. So maybe it's something we do look into with time. >> But in this case, I don't even see a step >> to not even bilingual. that kind of >> well it's not it's probably not going to be required. I mean it wasn't part of >> the job thing. It didn't say you must be able to >> I mean it's great to have a bilingual employee. >> So for Perry SN you had to have at least two years
028experience as in the classroom or in a educational. So she does at at Snowine bilingual associate. I saw that she worked at Snowland, but was it in the classroom >> by Yeah. Assist all students through translation and interpreting lesson plans. >> I just assume she was a translator. >> No, no, this is just reg the parent educator special needs. >> Yes. >> But her experience at Snow Associate, what does that mean? Bilingual associate. >> I assume that was an interpreter. >> Yeah. Yeah. Like the parents come in and they talk. That's what I've done. >> That's what I assumed it was. It wasn't like working >> in the classroom >> with the students. >> That's what I assumed. >> One-on-one tutoring, state testing. >> I saw that in her letter, >> but I didn't see
029it in her job. >> The her resume. >> Yeah. >> And then she interpreted IEP meetings. >> Okay. >> It sounds like an inter that part sounds like >> Yeah. Interpolar >> also. So the the bonus that we're getting with her is that she's she's bilingual and she wants and she's a pern that >> yeah she's worked around students as at Snow Line and at Riverside. >> Yeah, I saw that but again it was I assumed it was in an interpreter world. >> It was an in an educational setting >> working with students. >> Yeah. Well, I'll go with Dan's thing based upon the presentation. >> I mean, I'll go with the director's thing, but it's >> one step we'll be talking about in dollars and cents. >> Well, uh, you have >> 75 cents
030an hour. >> Okay. Not that much. Yeah. Salary scale is right behind me. So I mean I said yeah I mean >> it's special needs. Yes it is bilingual. Yes. >> Special needs is a hard >> it's next to impossible. >> Well special needs that's not people can't talk English right. That's special needs is like >> a wide range. >> Well yeah but the parents you know the kids probably can't speak. you know the communicably challenge but if you could do it >> they do catheter medication >> lot of those medications >> I'll go with the two personally but >> okay >> so I >> your motions on the thing um all in favor >> I >> opposed step in at the last step >> step two okay >> yeah we I I think we
031should work on like a matrix make more fair and more more you know consistent consistent. Yeah. >> Um approved extension of the pair professional eligibility list um to December 29th, 2025. I'll entertain a motion. >> Motion second. >> And this is what we were talking about. There's a list already in place. They're going to do another one >> and so we'll go from there. All in favor? I >> opposed. Yes. Um I with that we'll go into close session to discuss two items. Let me just make my Here. I'll put this stuff. >> You can just turn this off.