001session and adopt certification of close session. >> Whereas the Denwitty County School Board has convened a closed session on this date pursuant to an affirmative recorded vote and in accordance with the provisions of the Virginia Freedom of Information Act. And whereas paragraph 2.2-3712 2-3712 of the code of Virginia requires a certification by this school board that such closed meeting was conducted in conformity with Virginia law. Now, therefore, be it resolved that the Denwy County School Board hereby certifies that to the best of each member's knowledge, only such business matters as were identified in the motion convening the closed meeting were heard, discussed, or considered by the school board. Dr. Elaine J. Pearson, District 1. >> I certify >> Dwayne G. Walker, District 2, >> I certify. >> Barbara T. Pitman, District 3, >> I certify.
002>> Mary M. Benjamin, District 4. >> I certify. >> All have certified, Madam Chair. >> Thank you. Now, we would join um our student representative and and u participate in the pledge of allegiance. I aliance 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. >> Thank you, Jake. >> I don't want to be remissed and not to say good evening to everybody. you think we're so anxious to get the meeting going today that I didn't say good evening, but we do thank you for coming and we're glad to see each one of you here today and um it looked like we're going to have some fall weather now. So, I'm glad to see you out there.
003This was a good day to stay in, but we're here. So, thank you again for coming. Um Madame Chair, are there any amendments to the agenda? >> There are no amendments to the agenda, Madam Chair. Madam Secretary, that is there. No. So we will entertain a motion now. >> Madam Chair, I move that we adopt the agenda as presented. >> Second. >> It has been moved and second that we adopt the agenda uh as as written. All those in favor use the usual sign. >> I >> there are no nays. So the agenda is adopted. Close session report. Madam Chair, I move that we approve the personnel list as it's been presented to us today. >> Second. >> It has been moved and second that we approve the personnel list as presented. All those in
004favor use the usual sign. >> I Are there any nays? The personnel list is approved. Dr. Weston, the next we will have will be recognitions. >> Recognitions. We're going to start this evening with um Principal Danielle Hawkins from Sunnyside Elementary School. >> Good evening everyone. I'm Danielle Hawkins. I am principal at Sunnyside Elementary School and we are very excited to be here today to share highlights from the first quarter of our school year. So, at this time, I'd like to turn it over to some of our star students. Ladies and gentlemen, boys and girls, welcome to the biggest blockbuster of the year. Sunnyside Elementary presents an awardwinning year. Let's meet the cast. When my class read Scotty Squirrel to our first grade reading buddies role is in Woody history. It has helped me appreciate where
005I live and I go to school. I take the leading row in kindness. Miss Lambo is teaching us how to be a great friend. And this month, she's going to teach us a kindness pledge. >> I am going to be a PE star because Mr. D taught us a new cool game. My favorite one so far is cage ball. >> I am a star scientist. We did a cool new stem scope experiment on how much water a penny could hold. It can hold a lot more than you think. >> Being a star researcher in the library was fun where we participated in Fat Bear Week that takes place in Catmy National Park in Alaska. [Music] >> The winner of Fat Bear Week was Chunk 32. He even won with a broken jaw. >> We enjoy
006popsicles and cookies for attendance in August and September. We are looking forward to having a picnic to celebrate outstanding attendance in October. >> Together, we can make this an awardwinning year. To be a star, you have to show up. Lights, camera, action. Sunny side, the place to be. [Applause] >> So, as we shared, our theme this year is an award-winning year. And in keeping with that theme, I just wanted to include that just today, we received the official word that our prek site was one of two in our district and one out of just 101 in the state who were recognized as exceeding expectations for the 24-25 school year. So, this is a true testament of the hard work of our staff. And I want to say a special thank you to Miss Lambert and
007Miss Green who helped organize this presentation today. Uh we are looking forward to finishing out our award-winning year very strong. Thank you. >> Yes. Next for recognition, I'm going to turn it over to Miss Robinson Williams who's going to talk to us or introduce to us some Denwitty difference makers. Cut the mic. All right. Last month, a quickinking fifth grader um alerted a staff member of a student that was choking. Another employee stepped in and administered the Heimlick maneuver. Today, we are spotlighting these three individuals and honoring them with the Denwitty difference award. First, I would like to recognize the staff honores, Miss Lisa Crawford and Katherine Brutder. >> Rhetoric, I'm sorry. Catherine Rhetoric, please come forward. [Applause] All right. Um, before I call our student up, I want to read the certificate of recognition.
008The certificate says, "In heartfelt appreciation of your brave actions, your calm response, and your willingness to help make a meaningful difference, we are recognizing you, all three of you, with the Denwitty Difference Maker Award. So, our student honore is none other than Remy Bellefield. [Applause] You're welcome. >> Dr. Wesson, do you have a few words for >> Yes, I do. I think that first of all, if you've ever been around a child or anyone that's in that situation, um it's very hard to remain calm and poised in that moment. And I just want to say to you, Remy, thank you so much. You immediately did exactly what you're supposed to do, and that is to find an adult. And to the adults, for those of you that to lean in like that, absolutely amazing. And
009I just thank you from the bottom of my heart for what you did for that that young child on that day. Thank you so much. This is an example of what excellence looks like in practice. >> Thank you. And if you could stick around a little bit, I know Miss Robinson Williams wants to also get some photographs afterwards. >> Thank you. >> All right. Next up is our VSBA School Board Academy Awards. Board members, are you ready? All right. Well, these awards um will be presented to our board members and it is an annual um recognition. However, to receive this award for award of achievement, you must have 24 credits per year and you will receive a bronze pen. The award of recognition is 15 credits per year, but there's no pen, just a certificate.
010The award of excellence, 48 credits in two years, and you will receive a silver pen. Award of honor, 66 credits in two years, and you will receive a gold pen. Lastly, the award of distinction, 84 credits in two years, and you will receive a starfish pen. First up, Mary Benjamin. Mary Benjamin will receive the certificate of excellence and a silver pin. Congratulations. [Applause] Next, Dr. Carrie Weston. Dr. Weston will receive the certificate of excellence and a silver pin. Thank you. All right. Next, Pastor Dwayne Walker. Pastor Walker will receive a bronze pen and the certificate of achievement. Congratulations. Dr. Elaine Pearson will receive the award of recognition for her 15 credits this year in service. Okay. [Applause] Thank you. And last but not least, Mrs. Pitman will receive the certificate of honor and a gold
011pen for her year of service as well as um her 84 credits in two I'm sorry, her 66 credits in two years. >> Congratulations boards members. Thank you. >> Thank you. >> You're welcome. [Music] >> Now, I would like to recognize the parents and the teachers who came out with um uh uh Sunnyside. Uh what was it? The production crew, I believe. >> Parents and parents and teachers who came out with with the with the students from Sunnyside. Thank you. Thank you so much. Thank you so much. And now what we're going to do, you want to do that? >> We're going to take a short break. You may go out. You're going to take some, you may take pictures and I'm sure Miss Robinson Williams would like to take a few pictures and then
012in about five minutes and then we can come back. >> Okay. >> And those of you who have to do homework or go home to study, get in bed so you can get up and get the bus in the morning. Thank you again for coming. We're going to go on with our consent agenda. >> Uh Madam Chair, I move that we accept the expenditure report as presented. >> Second. It has been moved and second that we accept the expenditure reports as presented. All of those in favor use the usual sign. >> I naz hearing none. The expenditure report is accepted. Um approval of minutes from September 9th and September 23rd, 2025. >> Madam chair, I move we accept the minutes of September 9th and September the 23rd. >> Second. It has been moved and second
013that we approve to approve the minutes of September 9th and September 23rd, 2025. All of those in favor use the usual sign. >> I nays. >> I abstain. I was not here for the 23rd. >> We have two approvals and one extens three approvals and one abstension. So the minutes are approved. board matters. >> You're right. Okay. >> And as you know, this is um bullying awareness month. Um and so we do have a proclamation um for bullying prevention month, excuse me. Um and we're going to have Beth read that for us. >> Whereas school bullying has become an increasingly significant problem in the United States and Virginia. And whereas nearly 20% of the youth in the United States estimated to be involved in bullying each year either as a bully or as a victim.
014And whereas an estimated 10% of elementary schools, 15% of high schools, and 28% of middle schools reported the occurrence of bullying at school at least once a week. And whereas bullying can take many forms, including verbal, physical, and electronic, and can happen in many places both on and off school grounds. Whereas it is important for Virginia parents, students, teachers, and administrators to be aware of bullying and to encourage discussion of the problem as a school community and whereas the BSBA has developed sample policies to encourage positive behaviors and to eliminate bullying behaviors. Now therefore be it resolved that the county public school system joins the Virginia School Boards Association in recognizing October 2025 as BSBA bullying prevention month and is committed to addressing the issue of bullying and promoting prevention efforts in our classrooms throughout
015the month. And we are asking that um this proclamation be approved and adopted. Madam Chair, I move that we approve the proclamation. >> Second. >> It has been moved and properly second that we approve the proclamation of October 2025 for VSBA bullying prevention month. All those in favor use the usual sign. >> I any nays hearing? None. The proclamation is approved. I would just say, Miss Benjamin, that um Denwitty is committed to not just bullying prevention month, but um the entire year. Um we have a task force that's been working on um safe and supportive um schools. Um and we will be bringing forth a plan um that will carry us through the entire school year. Um so it won't be just for the month of October, but we will be seeing a lot of
016different activities take place to tackle some of the issues that you've heard in that proclamation. Thank you, Dr. Weston. And I'm glad to hear that because that it's going to be ongoing because many of our parents and other community people who are just concerned about students >> absolutely >> would like to know that we're working on it continuously. >> Yes, ma'am. >> Approval of proposed change to payroll frequency. >> Good afternoon. Good afternoon. >> On I had a message that people couldn't hear. >> Um I would like to um ask if um it'd be the pleasure of the board, could I swap and do the budget calendar first because Miss Branch is supposed to be helping me with the payroll thing and I let her know we were getting ready to do that, but I
017I think she needs to be um a part of that. Are are you okay with that? >> If she does the calendar first and wait for Miss Branch, >> just swap. >> Yes. >> Okay. Thank you very much. Thank you very much. Okay. So, um I come before you today um to get approval on the FY27 budget calendar. It's hard to believe we're going to be starting that again. We're currently being audited in 25 this year. We're living in 20 I mean this week and we're living in 26 and we're planning for 27. So, um this calendar looks very similar to what it has in the past. Um I'm asking for approval. It can be amended as needed throughout um the year as um the board um so desires or if we need to change
018dates or add meetings. Um we are um going to be um holding you know uh department meetings and presentations so that uh staff can uh be um integral in our development process. So if anyone has any questions, I'll be glad to try and entertain those. >> Um we have had discussion on this on previous meetings and in um close session and so um we had the discussion earlier that there have been a lot of people that have had input. I totally understand why we're proposing it and I understand that uh many other divisions are doing it. I personally, as a board member, I've had a lot of people do contact me that are opposed to it. And so, >> are you referring to the payroll frequency? >> I am. You're exactly right. We're not there
019yet. Sorry. >> That's okay. But hold that thought. >> Sorry. Exactly right. >> She's ready. I know. >> Sorry about that. >> That's okay. That's okay. I threw you off, but my >> I know. I know. I apologize. >> No, you're okay. I apologize. >> Well, this is similar to what we do yearly. Yes, ma'am. >> And and you do let us know when there is going to be a change in the date of a presentation or meeting or something like that and u it looks like you have included some of the same. >> Yes, ma'am. The governor is due to um present his budget in mid December. Um we will then get you know what will look like the first year of the bianial budget. It is a bianual budget coming up. Um we
020received information where the governor had put something out about the state revenue forecast are about 9% above where they forecasted right now. So that's a good sign. We're hoping we will receive, you know, he'll >> put that in to the budget to help um K12 education. But uh most of this work, you know, uh our our budget packets to staff will go out in November. They'll be due back in December, but most of the work is done in January, February, and March, >> you know. >> And I do I I am planning um on the January 27th board meeting. Um we do plan to do a uh school board work session >> like like in January, a budget work session where we sit down and actually have uh you know we sit around the table.
021It'll be like a you know a true a true work session and go through um you know details and what it what things are looking like and you know to help make um decisions about moving forward. Do you know if there's been any discussion or um research? You know, right now we get a percentage of the um lottery is goes to the school >> and with the approval of all the casinos that is not considered the lottery. Is there going to be some sort of connection between those two? It's not a connection necessarily between those two, but the casino profits do benefit um public schools in Virginia and it's going to go to construction. >> Okay. >> Um there is a formula. Um I I will say that I'm not overly familiar with it, but
022I do know that in the next year or two we probably should start seeing something um from this from the new casinos that have been added there. Uh the localities surrounding the casinos do receive, you know, some additional funding, but all schools are supposed to receive um some assistance from the the revenue that's brought in through the casino, but it is all earmarked for school construction. >> But luckily, I'm glad that there is a connection there. >> Yes. One of the things she um did add to this particular um version of the calendar was that you see that there's asterisks beside any of the dates and that is to let the public know which of these meetings will be open to the public because we have had interest. Yes. >> Um in being able to
023participate in those meetings. So we want to make sure the public is aware that they can participate in those meetings no matter what kind of meeting they are. If we're sitting around a table or if we're at a board meeting. >> That is correct. And if it doesn't have a time associated with it yet, it will. And also, I will be adding these dates to the um school board calendar and for all personnel that will be involved as well. >> Okay. >> So, she she needs um >> approval, >> a motion, an approval. >> Madam Chair, I move that we approve the budget calendar for 2027. >> Second. It has been moved and second that we the budget for a fiscal year in the 2027 calendar be approved. All those in favor use the usual
024sign. I >> I hearing no nays. The budget calendar for fiscal year 2027 is approved. Thank you. >> Thank you. Okay. So, we're we're going to move right on with the proposal. Um, as we discussed at the uh board advance uh last month, we are proposing to change our payroll frequency to twice a month. We know that um just in time um what happened to us? >> Oh, okay. Okay, gotcha. our presentation went away. Okay. Um we know that um this may not be the most popular decision among some. However, we we know that um we have recruitment challenges. We need to moderate the way modernize the way we do business. Um we we have looked at this before. and we did decide not to move forward with it at that time. However, we do
025feel like at this time this is the right thing for the greater good and we know we need to be more competitive with private industry, enhance our recruiting efforts and you know it would provide access to earnings sooner rather um than later. And I'm going to let Doc um Miss Branch elaborate on that. So, there's been several instances in which we have had potential candidates to get to the offer stage and we make them the offer and the primary deterrent of them accepting the position is that we only get paid once a month. And I tell you this, you know, no lie, that we actually had an individual that contacted the governor's office and she called me back to tell me that she had contacted the governor's office to ask was it legal for us
026to only offer once a month pay. So, you know, which, you know, that does it may seem a little bit extreme, but this person was so shocked by the fact that we were only doing once a month pay at the end of the month. um and they had been with an employer that is a a smaller locality than we are that um pays twice a month. And so she thought that in her taking a career step for herself for a larger school division, more opportunities that that of course would come with, you know, more as we say modernized ways of um doing business such as the twice a month pay. So that has occurred. Um, I can also speak towards uh recruiting events in which we try to recruit people for positions and that comes
027up as a deterrent as well, you know, saying, "Well, I can't live, you know, just only being paid once a month." And um, just, you know, this year alone there's been several candidates that chose not to accept the position because, um, we don't offer pay more than once a month. But, um, this is the part that I was going to say um, Before that, um we have gotten um way more requests from employees wanting a pay advancement, asking us, you know, is there any way we can advance a portion of their paycheck to help them make ends meet? And honestly, you know, within my seven plus years of being here, you know, that isn't something that I'm used to, you know, getting phone calls about, but um I'm getting more and and more in the
028um practice of coming to Christie to say, hey, this employee is asking, you know, can we get this? which you know for um many you know reasons we cannot do that because you know we do have a process which is why I would be a proponent for twice a month pay because that would allow our employees especially those that may be in some of those lower paid positions. It would give them access to their earnings sooner and also allow them the opportunity to be able to make decisions for their family's well-being. you know, um at um a quicker um opportunity than they would having to wait for that once a month payroll. And I I didn't even um discuss substitutes. Our substitutes get paid once a month on midmon. So, there's many instances in which
029they can go a whole month and a half before they would even get a paycheck. I believe that this would also change the game for them as well and possibly may incentivize, you know, substitutes to um come to work for us because they know they're going to get a paycheck sooner. >> So, thank you. You're welcome. >> Um so, this um this chart um shows those divisions that pay currently still pay once a month. And so you can see it is you know kind of the smaller divisions around us but and then the next slide will show many school divisions you know the ones we we compete with most of the time do pay twice a month. >> So what we're proposing is that there be a midmon payroll and an end of the month
030payroll. And so typically you say the 15th and the last working day of the month. Um but you can't always say that because it depends on what day of the week that those days fall on. So we we we aim for the 15th, but the 15th is a Sunday or a Saturday. It would be that Friday. So what we're saying is work performed between the beginning of the month on the 1st and the midmon around the 15th will be paid at the end of the month. and any work performed between the 16th and the end of the month will be paid on the midmon payroll of the following month. So for fiscal year 26, because we're proposing to start this um effective July 1st with the new contract year, um 12-month employees would receive their
031first paycheck July the 15, 2026. Now, I do know that many people have reached out and said they have to change, you know, make a lot of changes and, you know, you may have to that these are going to be personal decisions if we go forward with this. However, what I'd like to point out is that technically you're going to be getting your pay two weeks before you would normally get it. So, if you just let it sit there and don't mess with it and just pretend like you get paid monthly, nothing you don't have to do anything different. It'll it won't change, right? if you're good at managing that and it can sit there. >> Um but and then you would receive another paycheck, you know, um July the 31st. For your 10, 10
032and a half, and 11month employees, they will receive their last paycheck for the current year we're in on July the 31st, and then they'll receive their first paycheck on August the 15th. Same with them. they're going to receive the same the uh their check their money two weeks ahead of where they would normally receive it. Mhm. >> Um now it it doesn't mean that you won't have to like cons you know do some changes and um maybe make some um adjustments but what we're proposing is this is a timeline of what needs to happen between now and uh the time we go live in July is we're presenting the proposal to you today and if approved in January we would you know obviously we would send out communication but in January it would be more
033detailed community commun communication to employees on the next steps and what needs to happen. Um, employees may need to review their tax withholding and we also are um proposing to hold a tax workshop with employees, not to advise them on their taxes. Let me just make that clear. It is to review their withholdings and any changes that they might would need to make such as additional withholding that they have coming out of their check. If they have additional withholding, they will need to adjust that because you're not going to want that total amount to come out every time. You're going to need to split it in half. In February through May, we propose to do employee um question and answer forums. We also um are going to partner with some banks and do some financial
034literacy workshops um in addition to providing some one-to-one assistance. Um, if employees want to come in and work look through their deductions, we will make we will make ourselves available and be able to tell them, you know, what they may need to do in order to make those deductions whole for the month as opposed to um in two different installments. In June, we would do a review of final payroll changes and assistance to employees as needed for for last minute changes. And then of course in July we were proposed to go live with this new process. Um things some things employees need to know. Um substitutes would be paid as follows which is on the same cycle as what um other employees would be paid as well. So they would get paid twice a month.
035All supplemental pay would still same same schedule same cycle that would be paid twice a month. And um I will say that I know several people have reached out about that and stipens being paid along with their normal paychecks. We we would have to include that as part of their regular paycheck. Um that is an IRS regulation and we really can't get around that. So we are going to comply with IRS guidelines. I know that's not a bonus but it is you know other divisions have to do that as well. So, we're paying them separately now, but we're switching over to paying them as a part of their regular paycheck. >> Yes, ma'am. Right now, they're paid on the 15th, which is not a monthly. It's it's a paycheck for us. It's a pay cycle
036for us, but it's not the contracted monthly month end pay. Yes, ma'am. So, um, at the end of the day, they're going to pay the same amount in taxes that they always would because it always, you know, writen right itself in April when you file your taxes. So, if you are used to getting money back, you'd get more money back. If you're used to paying, you would pay less. I know that's not popular, but that that is the way we would have to comply with the IRS regulations. um employee responsibilities, you know, they would need to review their tax withholdings. Any additional they need to review their direct deposit selections. If you have money going to a savings account, you would need to adjust that um on our our form so that we don't take
037the whole amount out of each check. It would be split. In other words, if you have $500 going to savings, you'd have to say 250. So, it would come out each time to equal 500. Um, and then of course you need to review your monthly bills and automatic deductions from your bank accounts just to make sure that you have everything in line. Um, and we of course would provide any assistance that anyone would need to do. Um, would you have anything else you would like to add? >> No, I think we said it all. >> Okay. Yes. So now, Miss Pitman, you can >> I I respect the reasons we're exploring it. I respect the the amount of work that's gone into it. I just have received a large number of phone calls and and
038I will say that the phone calls that I've received have been long-term teachers um been here a while and are got their bills down pat and they're automatically coming out at a certain time. And some of it might be, you know, the fear of getting a half a check might not be enough to pay the rent and have something left over. Some of it might be just the comfort of not having to change, but due to the number of calls that I have received, I would would be voting no. >> Okay. >> I need a we need a motion. >> well, there's some other discussion. >> I I would just like to also point out again >> there's some other other discussion on >> to be clear, they're they're they're not going to go any
039amount of time with their pay because this will start two weeks earlier, >> right? So, it's a matter of just making sure you don't spend that money early. Um, for me, it's just it's I don't know if semantics is the right word for it, but um that's what it feels like. >> So, well, I am concerned about um recruiting and retention. And I know those of us who have worked, you know, who are veterans, you know, you know, pretty soon we will be paid um once a month. And so I'm looking out for the next generation because we will not work another 30 years and we have people that we're trying to recruit who we want to stay here 30 years and those things that we can do to keep them here and to to
040first to attract them and then to keep them. Those are the things that I would like to to see happen. So, um, >> I I have a quick question, Miss Fleming, because I know we discussed this at great length in our advance, so we don't need to rehash everything. I recall something in the advance, some discussion about there were some tax bracket issues. Do you remember that part of the discussion where something to do with when stuff is reported? >> It so the the taxing it just right now everybody is taxed as if you receive a monthly paycheck. So what happens is we change that to where it says it's it's bian not bianial um twice a month pay. So it'll be a total of 24 installments. Um and so it adjusts your taxes >>
041um as for that. >> What you may be referring to is for anybody receiving supplemental pay and coaching stipens. What it happens is say you're receiving $1,000 stipen. Um, it looks at that and it says, "Okay, you're receiving $1,000 on a monthly basis. So, it looks like you only make $12,000 a year. That's why no taxes come out." >> Okay. >> So, that's why the the the supplements and the >> So, in your tax workshops that you're talking about, you would address that with Yes. Okay. >> Yes. But overall, it's not going to impact >> it's not it should not impact your overall taxes at the in the whole at the end of the year. >> But that on when the coaches or the supplemental pay, for example, when someone coaches in the fall, they
042get >> they split that into two checks. Correct. They're going to get it in one check. So on that month that they get it, the computer and the IRS think you make that much money each month and it will be a big tax on it. So that that's why >> I mean we you know we might could consider you know entertaining maybe we maybe we would pay it in multiple installments. I mean that might would help but >> I I don't I have to look and see what what the guidelines are. way back before most of y'all lived here. Um, we ran into some trouble with that because somebody got some coaching pay before they finished the season and they >> and they owed us money. >> Yes. >> So, we stopped doing that. >>
043You probably were here, but >> I I probably was, but I Yeah, I think I do remember something about that. >> Yeah. >> So, I mean that it's just one of those things that it's going to happen if you get supplemental pay. When whenever that is given to you, it will bump your brain. >> Right. Right. >> Right. >> You know, you know, >> temporarily. >> It's a it's a smaller group of people. >> All right. Any more questions or additions, additional comments. I think we need a motion to um entertain a motion. I will entertain a motion for proposed change to payroll frequency. >> Madam Chair, you do that, Madam Chair. I I'll uh move that we approve the proposed change to paying twice a month. >> Second. >> It has been um motion
044and moved and properly second that we change the pay there be a change to the payroll frequency. All of those in favor use No, I'm not I'm going to do this differently. Madame Secretary, I will call for a roll uh roll call vote on this motion. >> I walk. >> Hi. >> Nay. >> Mary. Yes. The final count 3 to one. So the motion is the motion is carried. So it is approved. >> Okay. >> Thank you. and we will do everything we can to, you know, make this as painless as possible with um our employees and we will uh be communicating this and putting out information in order to move everyone forward. >> Thank you, >> Madam Secretary. Is there any new is there any new business? >> There is no new business. >>
045Madam business, >> superintendent matters. >> Yes. phone ask Christie come forward and she's going to provide you with an enrollment update. >> So we are now into our second about two months of school I guess. Um and our enrollment is not where we had anticipated it would be at. However um we do have a plan. We are about 87 students below where we had anticipated at this time. Um we are trying to um we we will be able to absorb any deficit in our revenue with vacancies because we do have um a significant number of those at this time. So thankfully we will be able to handle the revenue shortfall. Um and then of course as we start building our budget for next year we will probably need to reconsider making some additional reductions to
046the number of students we build our budget on. currently that it's built on 3,975 students. So, um we're about 3,888, not counting preschool. Preschool doesn't get counted. So, um if you have any questions, I'll be glad to try and answer those. >> What was the number enrolled again? I'm sorry. 3,00 >> 3,888 is what we have that we would get paid on. there. There's some CSA students we have and there's some students that get paid out of a grant, the CISna grant, and then there's also our prek students. So, we have more students here. Those are just the ones that we would receive payment from the state bank. >> I will see that um you know, we're seeing across the Commonwealth a decline in public education. Uh there was an article that just came out
047this week that Arlington public schools was down 1.1% in their enrollment and that and that's a big area. Um so they're even seeing it. First it was just in the rural kind of communities but now it's across the >> across the Commonwealth. >> And so I think what we're seeing in um with um Mr. Garn's department, they're monitoring the number of kids going into homeschool and the private sector and religious exemption. So, you know, and then just also there are a lot of different options available to families now that 10 years ago weren't options for them. Um, so they're taking advantage of some of those as well. >> Yes. >> Just a quick comment or question. Um, someone said something to me recently that I hadn't hadn't occurred to me. We're fighting right now. If
048you went to any of the town hall meetings, a lot of the discussion revolved around broadband >> and trying to get broadband >> in our county. Have we considered the fact that once everyone gets broadband, this could make it worse ex >> it could make the problem even >> it could exacerbate it, >> right? >> Because there's so many options out there >> that people that don't have good broadband can't get. So yeah, >> but it also too as a public school might afford us the opportunity to expand our virtual options as well. >> Yes. Um, >> you know, so it's something we could look into >> so that we could compete in that market. >> Yeah, it definitely could impact it. >> Another question for M. >> Thank you. >> Um, I know this
049is something that is always on your mind. Um, Mr. Walters is coming forward to talk to us and give you an update with regard to safety and security. Good evening. >> Good evening. >> Um, I appreciate you giving me the opportunity to come before you uh this evening to talk about safety and security. Uh, I did this about the same time last year. We've made a lot of improvements and met a lot of our goals and set some more goals um this year. So, I'm excited to talk to you about this. Um, the first section uh I want to talk about is some uh leading and learning. Um, this July we had the opportunity one more. Yep. Yep. Sorry, I'm going a little quick. This July, we had the opportunity to get together with the
050people who make our critical response graphics. Um the guy's name was Josh Goldsmith. He's a former uh Army Ranger who did this with the Army Rangers. He did hot washes and uh critical response uh drills and he was he got us all together and did that. Um it was really cool because we had the uh Dewity County Public Schools leadership team from central services and from every school. Um, and then we also had the Dy Sheriff's Office leadership team all in the same room around a table with a huge uh critical response graphic where we talked about what we would do in the event uh that there was an issue in one of our schools. This one happened to be an intruder in the school. Um, this led to a lot of uh discussion. I
051think it opened a lot of eyes and things that we didn't realize, you know, this is how this would happen, this is how that would happen. Um we were able to uh lead led to a number of changes in procedural either for the Dewity Sheriff's Office or for the the schools. Uh the one of the uh procedural changes for the sheriff's office was how they enter the building. Uh how they secure an entrance way, how they make sure that uh the the doors stay uh accessible either ingress or egress. And for us, it it opened our eyes on, you know, one of the big initiatives in the in the uh Commonwealth right now is to have blood control kits, you know, in case of emergencies in your schools. Well, that's that those are great, but
052unless you can get to them in emergency, they're not they don't do you any good. So, we were able to talk about not only having them, but putting them in strategic areas and having them accessible so that we can, you know, do some life-saving u things if we have to. and that included, you know, when our teams travel without a trainer, you know, making sure they have the accessibility to AEDs and blood control and things like that. Um, so it was a great exercise. I'm hoping to do something like this each year. But it was it was really cool to see Major KN, you know, and his people in there and Dr. Weston and her team in there interacting together and working on, you know, these questions in high in high stress situations, you know.
053So, it was it was it was really good. Um, next, uh, we we have begun implementing the cardiac emergency response teams. Um, obviously you approved this plan, uh, a couple board meetings ago and it did go into effect. Uh, we were able to procure or to get a list of all CPR AD certified or soon to be staff October 20th. Uh, we have some some of our trainers are going to be getting other people certified. So, we'll have um our uh certification up to date for all of our team members. I did have a meeting with nurse Ryder and DHS to discuss the team makeup and start planning theirs. Uh actually did that one prior to this presentation. And today I actually met with nurse Spece at Midway Elementary and we did our planning and
054so those two schools are ready to go and start having our first meetings. The other schools are all scheduled uh here in the next week or two and we'll start having those meetings. Our plan right now is to um have our first meeting prior to going out for Thanksgiving and then do our first control drill right after the holidays uh in January. And then my I guess really, you know, uh hopeful goal that we can have a meeting uh have a drill that is called a live drill in uh the spring where we on a teacher work day, we have a mannequin that we put in the building uh with a sign that says I'm in cardiac distress and then wait until somebody finds it without telling them. And then we operate on a live
055scenario where nobody knew it was coming, nobody knew we were having the drill. so we can see how we react in the moment because that's going to be really important is how you do it then. You know, when you do a drill, everybody's ready, everybody's kind of waiting. You know, the stopwatch is ready, everybody's thinking about the drill. You need to be able to do it in a in a live situation. So, that's my hope for this. Um, that would be one more than we are required to do by the the Commonwealth and by the General Assembly, but I think it's important that we learn to do this correctly. Then after that, we'll do one drill a year. Um, we wrapped up the 2024 security equipment grant. Um, thankfully, finally, uh, Sunnyside, we were able
056to extend their vestibule so that they now have face-to-face service with their visitors, which is important. Um, we were able to add physical access control swipes to all their interior doors and to their two trailers, which was very important to me. Uh, and I guess probably to Sunnyside also. Um, we have had some issues. Obviously, they they've been wireless and they're they're internet based, but they fix the issues very quickly. Elite's very good at getting out there and getting them fixed within the the same day that you report the issue. Um, also at Southside Elementary, uh, we were able to, if you haven't been there, their security vestibule is impressive. It spans the whole length, the whole width of the hallway. They were able to take down their storefront glass in front of their office
057which was made of wood uh from the 70s or 80s or whenever was put in and they put a metal structure that can't just be knocked over now. It's it's you know very strong and sturdy and they also put uh the uh physical access control swipes in Southside. So, you know, we made a lot of progress in 2024 and we have a lot of really neat things uh scheduled for 2025. Um, in November, December, we're going to be installing uh closed circuit uh TV security cameras um at the softball field, the baseball field, and the spring sports complex building. We're also going to install them at the DHS stadium, press box, and ticket booth. Now, these aren't to watch the games. These are to for security and for safety during the events. Um, so we'll
058have access to those just like we have access inside the schools, which is, you know, that's that's one of the things they allowed us to do with the security grant this year that was a little different than normal. Um, also in November, we're going to um add physical access control swipes to the bus garage. Uh, that's a very vulnerable group right now. Uh, the public can just walk into that building and they're in the interior of the building. So, they are going to have that so that they have to be buzzed into the bus garage, which I think is important to, you know, protect the safety of of the people working there. Also, um, we're going to replace the visitor intercom and camera at Midway Elementary. Uh that's important because right now it's an older
059system and they're the only school we have that does not have face-to-face access with their visitors. So they need up-to-date uh cameras and intercom systems so they can have the best access they can. Now our goal eventually is to do some shifting at Midway and switch where the main office is so they can have that face to face but we weren't able to do that this year. It's a pretty substantial project so we wanted to make sure we got some safety in in place there so that they can be as safe as possible there. Um, we also were able to order 31 Motorola APX 900 radios, which is the radio system that the county put in place. And now we have ordered 31 more so that we go exclusively in our schools to just using
060these radios. The important thing about these radios is they communicate within the school, but each school can communicate with each other. So Midway can call Denwitty, Denwitty can call the middle school, the middle school can call Sunnyside, but they also communicate with the bus garage, they communicate with the sheriff's office, and they have the, you know, orange button on top where you can push if there's trouble that will alert the uh dispatch immediately. So right now, the radios we use and probably Miss Pitman, the ones you remember from when you were, the repeater only worked inside your school building. So it's basically like a hunting radio in your school building. We wanted to get away with that. We wanted to, you know, step into the 21st century and make sure we had access all throughout
061the county. So, we're able to do that now. We have enough radios to do that and I'm going to begin implementing those. Uh, I met with Midway today and I gave them theirs. Um, and the rest of the principles were meeting this Friday and they're going to get theirs. So, um, also, uh, we implemented weapons detection systems, uh, three open gate weapons detection systems at the football game last Friday. We got them in. U, the guy said, "Yeah, we'll do the training. we can do it in November. And I was like, well, we're not waiting till November. We have these. Mr. Tortoice and I got them together. We read the instruction manual. We hooked them up to an app and we did them. We we started using them and they work great. Um, I think
062there was some frustration because some things are picked up as what it does is it picks up mass, metal mass that assumes it's a weapon. Well, some things have the same. Unfortunately, cowbells are a lot like weapons. And we have a lot of cowbells. >> Oh my gracious. So they learn take take a cowbell out, you know, because everybody has a cowbell. Um, so but we're learning those things and the goal now is and of course I'll be coming back to you to talk about this. The goal is to use them during fall sports, then transition and use them during winter sports so that we really get a grasp on how they work and then hopefully to start using them at the middle school and high school for student entrance. Of course, I'll come to
063you prior to that. Um, but we wanted to do a soft run. We wanted to make sure we knew how to use them. we had all the training on them and then see if they're right for us and see if the board appreciates them enough or the board wants us to use them for students. You know, that that's the big thing is um we want to make sure it's the right choice for us. But they uh if you've ever been to a concert, it's not like you're walking through the old 1980s metal detector and it, you know, you walk through if if you don't have anything on you, you just walk through, the light stays green. If you do, it's a subtle tone, turns red, they take you off to the side and make sure
064you you know, you don't have a weapon on you. so doesn't pick up keys and all that stuff. You don't have to take everything out of your pocket. So, they're they're as advanced as you can get right now with the with the technology. So, we're really excited about that and we'll be using them again this Friday at the game. So, um and then um we also are going to um put some uh clo close caption TV security cameras and point of access card swipes um at some other schools where we're upgrading from older technology that we had some leftover money. So, we're upgrading stuff that was put in, you know, as as early as 2008. We're just trying to get them up to grade up to speed. So, um th those are the security and
065safety upgrades that we've we've done um last year and this year and some other safety. I know it was a lot of information, but I'd be happy to answer any questions that you may have. I don't have any questions, but I do appreciate all that you're doing to um to keep our buildings, our employees, our people, all of our people safe >> because um each time I hear about it, you know, on the news or whatever, I think about, you know, what are we doing if someone had done it in at one of our schools? >> So, I do appreciate that. >> Yes, ma'am. >> And it's very important now that we do what we can to stay safe. We we've had many parent inquiries about what are we using or are we using what's
066>> newest and and most up to date and certainly going about it the right way. We got to learn how to use it. We got to see what it will do and won't do. Yeah, and that's why I was willing to put it in last Friday because, you know, we're wanding right now and essentially we went to an easier wanding and we want to learn the capabilities, but I didn't want to wait till I didn't want to have this this stuff and wait till November and then if something were to happen, then we had the technology, you know, we need to do everything we can to keep people safe. >> And I think if it went much quicker, we didn't get it back up in the lines and things like that once they figured it
067out. So, um, >> they probably wait longer to pull up the ticket on your phone. >> You're right. You're absolutely right. >> Because the internet is so bad. >> Yeah, >> we are working on that, too. Mr. Mr. >> Yeah, they worked really hard. You know, we ran conduit. They're working really hard to get the internet working at our stadium and it's it's actually getting much better than it used to be. >> I've been to other places. It was >> It was a clean Heights or something. It was the same there in the city. I mean, there was a 50 people trying to get >> I know. Show their ticket. It's a nightmare. And that you don't want to take cash because the state's trying to go no cash. But >> we do take cash.
068By the way, Archie don't is going to kill me for saying this, but if you show up without a ticket and just have cash, we're going to let you in the game. I promise. We're not going to turn anybody away. >> We take a card at the game. >> We do take a card. We take Goof fan. But >> last resort, we'll take cash. We're not going to turn people away. >> Thank you for your work. >> Appreciate Mhm. >> And the last report for this evening is Miss Branch is going to provide us with an update about staff retention and recruitment. Good evening to um each of you again. Um it's a pleasure to be able to present to you um some information regarding our staff retention and recruitment update. I'll preface this by
069saying I know that we did have a discussion about this previously um during the board advance meeting but I hope to be able to provide you some additional information as well as um to provide this information to the public as well. So for our presentation today we will be reviewing some of our demographics trends and forecast uh for the future as well talking about how that will impact us in our retention and recruitment. um some thoughts regarding our compensation and benefits, our professional development as well as our secession planning. Thank you so much Vanna my slides. So a part of our comprehensive plan, our priority three is on exemplary staff and that is to simply retain and recruit the highest performing employees who put students first, practice inclusivity and inherently add value to the organization.
070So the reason why this priority is so important, it speaks towards our why and our why is because kids. We realize that everything that we do here from the central services office to each and every one of our schools and also our supportive departments all lends us towards creating that safe, inclusive and secure environment for our students. Everything that we do also contributes to us making that um life ready Denwitty learner. So once they metriculate through all of our schools and they get to graduation, as this young lady did, they have access to all of the tools and resources that they need to be able to be a successful adult. So what does that mean in regards to the employees that we have? Go back, Vanna. That's okay. Um we have to uh the importance
071of us being able to establish retention is so that we can have a consistent presence in our school so that our children have someone that they are familiar with that they can trust. Um we talk all the time about instilling in our practices that we hire individuals who can relate to and look like the the children that come through our buildings. um so that they can be able to aspire and believe and achieve for the goals that they have as well. And simply the more and more that we add people to our organization that are committed to our comprehensive plan and exemplary staff, it's going to add to the value addedness and the value driven of that um impact multiplying across the county. >> Okay. So, uh, as always, I'd like to give a little,
072um, summary of Denwitty County because I believe it's important for us to all understand, uh, where we live and how it impacts and how it shapes, um, the individuals that walk through the halls of our schools and those that we employ. So, Dimwitty County is uh, rich in history. Um we have uh over 507 square miles that our transportation department travels every day to get our children to school. Um the unique uh benefit about Denwitty County is that um it is home to uh lots of history. So for those that are history buffs and for our um children in the classroom, they can be able to plant their feet on ground where um significant events in history um actually occurred. And so that that gives them a real life firsthand experience. There's a variety of
073amenities and attractions not just here in Denwitty County, but also that are accessible. Um, it's been noted that Den Woody is uh just 40 miles south of Richmond, which gives you even more access into opportunities. So as it relates to our motto deep roots great heights we realize that this symbolizes the culture the growth um that we have experienced within our school division over the years and also the the aspirations that uh we desire to achieve and that are to come within our seven schools. I would also like to review with you some education demographic and geographic information um with you. Um this information was pulled from um a national education website and um does parallel with um the population information that is reported by our county's economic development department. As you can see, our
074total population is a little over 28,000 and um they also indicate that the median household income is over $77,000. Um this is important to keep in mind when we look at our teacher scale, which is um below the median household income for Denwitty County, which presents some challenges. And we also have our uh race ethnicity breakdown for the county as well with um 63% white, 31% black or AfricanAmerican, 4% Hispanic or Latino, and the rest of the percentages divided between other ethnicities. Many of the housing structures are um actual houses versus apartments. and uh with many of the structures built um many many years ago. Um we spoke on this previously in another presentation but I want to highlight the note that I made here that um I do believe there is a discrepancy with
075the report of a broadband internet because we know personally from those that live in the county um or spend time in the county that many do not have adequate home internet access. So that continues to be a struggle um in the county as well. When we look at the children that are in our public schools, many of our children uh have um English as their first language at home. Um there is a slight portion of our population who uh speak English as this report defines it as less than wealth. And so we see that through um all of our um e work that Miss Penny Brooks um helps us with and how we try to help those students to be able to um adapt into our uh rigorous curriculum. Many of the um individuals here
076in the county are married and um there's also a indication that there are 16% that are below the poverty level with close to 30% with food stamps or SNAP benefits. So offering something like free school lunch is something that many of our children uh can truly appreciate. The median household of incomes is a 100,000. And when you look at our labor force, it's projected that 87% of individuals in the county are in the workforce. Um, I want to draw your attention towards the educational attainment section on the right. Um, as you can see, uh, most of the individuals in the county have some college or an associates degree. um but a smaller percentage that have a bachelor's degree or higher and uh which presents a challenge and is why you know we have efforts that
077are focused towards helping individuals to obtain their bachelor's degree that would like to go into teaching positions. There's some additional data here regarding um household incomes and uh individuals with food stamps and SNAP just presented in a different format as far as um what we've just went over previously. So we can advance to the next slide um on that as well. Um and this leads us to uh where we are where what the state of the union is so to speak in Denwiti County Public Schools. Uh we currently have uh 609 total contracted employees. The majority of those employees are teachers and um out of those individuals we have 26 of them seeking a provisional license, 13 unfilled teaching positions and um 11 unfilled teaching positions with the substitute. So, um, what that means is
078that, you know, we may have some positions that are currently, um, filled. However, they're, um, going through a process of completing college coursework so that they can be eligible for a license. So, we anticipate that position being filled by the time we get to January. um or the um positions that seem to be unfilled with the substitute. We don't have um a plan right or a final person that's been distinguished as the person that will be able to be licensed and get a contract for that position. When we look at the landscape of uh teacher staffing across the state, there are over 3,000 positions that are unfilled teaching positions in Virginia. When we look at region one, we have the most, which is the region that we're in, which is over 1,200 positions and 33
079of those positions are in what I would call comparable localities. So when I looked at comparable localities, I looked at those uh school divisions that surround us such as Nawway, Brunswick, Prince George, Colonial Heights, and Sussex. Um I will say, you know, this year, um we've experienced a a higher number in the number of teaching vacancies than we have in the past. We've been very fortunate that we've somehow you know remained by the grace of God um have remained shielded somewhat from the amount of vacancies that some of our um peers have encountered over the years but we all know that the um teacher shortage is not just a localized issue but um it's a United Stateswide issue and um we are all experiencing that in one way or another. When we look at um
080individuals that are uh fully licensed in uh faculty positions by location, um this is the data that um is across the board for all of our school locations. Um, as you can see that our schools with um that have seem to have teachers with more experience tend to have the higher percentage rate um in being fully licensed um as indicated with Midway, Southside, Sunnyside and um the high school. And then we also um have areas where we have a large number of provisionally licensed teachers um such as Southerntherland and Dimwitty Middle School. So because of that their percentage rate of fully licensed individuals is lower. When we look at the uh demographics of teachers in comparison to race, ethnicity, and gender, um the breakdown for race and ethnicity is pretty close to the data that's
081provided uh for Demoliti County um as a whole with 71% of our teachers uh identifying themselves as white and then close to 30% of our teachers identifying themselves as black or AfricanAmerican with uh smaller percentages that are less than 1% in other areas. Um the teaching industry is uh also majority female. Um however, we've made great strides this year in um being able to attract male teachers in our workforce and we want to continue to be able to um increase that percentage in the future. So when we look at our retention and recruitment over um the last couple of years um you can see starting in the school year ending 2022 the retention rate was 88.72% and uh over that time we've experienced a 02% change um leading us to our retention rate for the
082previous school year 2425 being uh basically 84%. And when we look at the data um to find out why are individuals leaving um we have you know 66 that resigned, 32 that retired and then our um slides here after um dig into by location where those individuals left. Uh so that is there for you to see as well as well as the uh slide after that shows um the reasons for leaving. So um when we look at the primary reasons for leaving uh specifically for teachers um in this case most of them did retire but when we look at it as a whole um including our support staff those um numbers tend to you know u reverse but uh many teachers retired um some of them uh left for family or personal considerations that's the
083second highest area and then And the third highest area was um employment in education, but it was in a different location in Virginia. When we also look at um employees that left um as a whole by position, um it makes sense that teacher is highest because we employ the the highest um number of teachers within our workforce. And then the second highest number is uh paraprofessional and bus drivers. Taking all of that into consideration and looking at the the talent we currently have, we have 40 employees who are eligible for retirement, which can be concerning uh when we look at uh 24 of those being teachers. So that means if to today they chose to retire they would be eligible to do that. So that um causes us to think towards the future and what
084are some ways that we can be able to retain the staff that we have and of course if their decision is to leave you know what can we do to be able to attract staff that would want to stay here for a long time. So, some of the things that we do to be able to attract the staff, for example, uh we um do regular recruiting uh campaigns based on the needs of our school division. We have a recruiting plan that uh gives an explanation of places that we choose to to visit as well as uh the targeted recruitment we choose to do locally. Over time, I have come to realize that I feel like our greatest value is in being able to grow our own. So, we've been able to have the privilege to
085uh be able to be a part of several different grow your own initiatives. We currently have the class at the high school that's um teachers for tomorrow. So, we constantly tap into those students to see who wants to come into the education profession. Uh we also offer them letters of intent intent. We've done that two years already for those that desire to return as well as individuals that may be in college, didn't go to Denwitty schools, but they want to be a part of Denwitty once they graduate. We also have the Richmond Teacher Residency Program. uh this year, well, this school year in May of 2026, we will have our first uh recipient of uh participant of the Richmond Teacher Residency Program to graduate. Um she will graduate with her degree in elementary education and
086will also be fully endorsed in EL. And a part of that program is a commitment to work in our school division for three years. Um there I get lots of rave reviews and comments about this individual. Um she's been very successful in the classroom right now and we anticipate that um she will continue to do great things um at Southern Elementary School. We also have some alternative lensure routes such as I teach um such as uh university partnerships um that we continue to work through as well to help our students be able to succeed. This past year I also um partnered with our communications department and innovation department innovation and development and academic services to uh launch our why I love DCPS campaign. This gave employees the opportunity to tell us why they enjoy working
087here. It also gave us the opportunity to use that in our marketing efforts. So when we promote the positions that we have available, we're able to give firhand accounts from individuals that work here about why they enjoy working at Denwitty County Public Schools. This quote that you see displayed here is from Miss Johnson, our music teacher, um, at Southern and Southside Elementary. Um, but she has indicated that working here has been a blessing for her and, uh, we're so happy that people are able to experience that in Dewitty County. So, uh, we just want to spread the love and encourage other folks to be able to tap in and experience what they're missing out on here at Denwitty County if they're not already here. I mentioned the college and university partnerships previously, but um, this
088gives me a chance to dig into those a little bit more. Um over the years we've partnered with Virginia State University um through participating in mock interviews, field experiences. They've also had I2 teach program that two of our um teachers have went through in the past. Um we've also entered into a partnership with JMU and Breitpoint Community College. That's called the DCPS Teaching Fellows Program. and it has allowed us to have four of our employees to participate in completing their college studies depending on what their uh needs are to obtain a bachelor's degree. So, some of them are currently enrolled at Breitpoint and some are enrolled at James Madison right now, all working towards a bachelor's degree in education. This program also comes with the commitment as well. So they would be required to teach
089in our county for about three years as well. So so happy to be able to um highlight those individuals and um they're all doing well in their classes at this point. And so um we'll continue to move forward with the charge and open up the opportunity for more individuals if possible. I should be hearing next month if they will have some more seats for us to put people uh in the teaching fellows program in addition to what we already have. We also have a new partnership with Call Me Mister. Um this program is committed towards being able to increase the percentage of African-American males and uh just males in general in education. So um we have our first event at the end of this month. Uh Mr. Moss from Dewitty Elementary who is a Longwood
090alum um is going to be uh participating in their um program speaking to the young men and so we are having happy happy that he's supporting us in that effort. Um, also want to express my appreciation to you for allowing us to give the retention bonus to um, our employees that return this year to um, reward them and incentivize them to return for this school year. So, in all of our endeavors regarding our professional development, we aim to build staff capacity, advance our student achievement, and I know Mrs. buyers has done a lot of great work to make sure that our professional development plan is broad in its offerings and that it targets every employee group that we have working here. So, um I am appreciative to her to be able for her providing those
091real world experiences that all of our employees can have that will help them perform well whether they're in the classroom or in office. Um we also have some initiatives under development which is the emerging leaders cohort. Uh this would be uh aimed towards leaders that are desiring to either advance in their career here at Dewitti or maybe they are happy in the role that they're in but we want to just be able to develop them professionally so that they can help train other leaders. We'll also be working with those aspiring teachers as well so that we can be able to provide them regular ongoing support and development so that they don't just have the access to start but they also have the resources to get to the finish line as well. We're also committed to
092our secession planning and this is allowing us to look more broadly to be able to look at longterm how we will address our needs and who are those people that can be able to fill those spots as far as our internal pipeline. Next, it's okay. So, in regards to our compensation, we all know that um money gives us choices. So, you know, when we're looking at um how we can support the needs of our family, you know, um our salary is a significant factor in that decision. I just wanted to share this slide to help everyone understand the starting sur salaries in the surrounding area. And when you look at Denwiti County in red, 1333 is the starting salary for grade one of our um position. So grade one um is in competition with uh
093many of these other areas that are mentioned on the slide. Grade one includes our school nutrition specialists. So uh you can really realize that we are in an ongoing competition with people such as Sheets, such as Wawwa, such as Hardies because they can make you know almost close to $2 more working there than they can working here. We realize that the dynamics of the work schedule is different, but just want to highlight that these are ongoing challenges that we face when we look at our teacher salaries across um the count across the area. Um so this includes some schools that are outside of region one as well ending in um FY2025, we were number four in starting salaries for teachers. But then when you advance to uh fiscal year 2026 on the next slide you
094can see that we've already dropped down two more levels in starting salaries. So u both of these areas competitive salaries for our professional uh teaching staff as well as those professional non-eing staff and our classified positions. that continues to be a challenge and is something that we need to continuously look at to be aware of where we are at with our competition and do everything that we can to enhance that. We realize that total compensation isn't just about salary, but it's also about the benefits as well. So, I wanted to highlight what we currently offer to our employees. We offer multiple plans. Uh we offer four different plans that employees can choose from. Um our high deductible HSA contribution plan gives employees the most um tax advantage savings and we also give them a contribution
095as well in that HSA account. Um which is not a requirement. It's just something that we do because we care about the health of our employees. We also have additional ancillary benefits um that are embedded within the local choice package. The dental and the vision insurance. The other um insurance benefit options are provided through supplemental insurance um as well. We also offer those FSA and HSA accounts that give them some rollover flexibility. And also, many of those supplemental benefits have wellness incentives that are included. If you go get your physical, then it ends up being a um cash payout for you as long as you turn in your information. However, this comes at a great cost. We currently have 413 employees that are enrolled in our health insurance plan. And for FY26, we budgeted 6.3
096million. And just based on our cost that we paid for September, these could be the potential year-end cost for health insurance. So, um I do realize that our school board shoulders much of that cost for our employees. Uh but you know the outlook of what that may look like for the future is that the health insurance cost will in continue to rise and 413 that's a smaller number than what we have had in previous years but it's just that because of the continued increases on health insurance we're not seeing the decline in the cost because the benefits continue to go up. So leading forward, I say all of this to say that our focus continues to remain the same. Uh we continue to look at competitive pay and benefits for our employees and finding ways
097that we can recognize our employees and promote their professional growth. Uh we also continue to do climate study surveys throughout our schools to be able to promote a positive culture and give our employees a voice so that they can feel comfortable voicing those concerns and know that we are listening to them and working towards making changes for um the good of everyone involved. Wellness also continues to be a focus because if teachers and staff are not well, they cannot be in our buildings and in our classrooms to be able to support those um denwitty learners. So, we really need everyone uh to be in the best health that they can be and we'll always continue to pursue partnerships that help us in advancing this effort. um whether it be partnerships in the county or abroad.
098So with that being said, um I welcome any questions you may have at this time and I thank you for your attentiveness to this presentation. >> I would just like to comment I was placed on a recruitment retention committee many years ago and the idea was what are we going to do to keep our teachers? Well, then I decided to go get my doctorate and so that's what I wrote my dissertation on. The problem is that people will leave for lots of different reasons, right? >> But it doesn't take a whole lot to keep them. You've got to love them. You've got to pay them well. You need to help with their health insurance. And you need to be supportive of them in the classroom. So, I thank you for all the time and effort
099that you put into a wellresented uh program for us today. >> Thank you. appreciate it. And um I will say that u shouldering that challenge is not one that we do alone. Uh so I have to, you know, give public recognition to all of our school administrators, our principles, our itinerate support teams. You know, many of them start in their position at the beginning of the year and before the end of the year is over, they're serving as a teacher for one reason or another. So, we truly do sacrifice to make sure that our students are getting the best learning experience and outcomes as possible. And um it's a great work, but I believe we have people that are committed to doing that work and committed to having successful outcomes. I I do also appreciate
100your work in trying to look at why people leave, why people come, what is it that motivates them to stay, what is it that motivates them to perhaps try a different position or try a different school. Um, and that's the challenge in in any any jobs, but particularly in education, is to find that balance of where the person is comfortable, where they can serve us best, and um and to be able to to offer an environment both in the classroom and in the work environment that that they can appreciate, >> right? >> And that's it's hard to do, but I believe we're trying and we're working towards that. >> We are. Thank you for all your hard work and your team who work with you. >> Thank you. >> Um it's not an easy job
101>> with all this going on in the country with recruitment and retention. Everybody looking for a teacher. Yes. >> So we appreciate your um your and your team hard work for what you've done with this report. >> Thank you. >> And that's it. >> Okay. Thank you so much. >> That is all. >> Thank you. >> Rwante update, >> madam chair. Uh I was able to attend our most recent Rouante meeting. Just want to report that um had a pretty large turnover in the staff there at Rwani this year, but um I am hopeful for the school because it it seems like we have a good staff there this year. Also like what Dr. anthrop is doing and forward thinking. We've made some adjustments there to the programs that we're offering that are more relevant
102to the students um interests and uh career pursuits going forward. Um and and then also Dr. Le's done a wonderful job of pursuing grants >> that will help us to um develop um engineering programs and things like that, some equipment uh that's coming into the building. So, some phenomenal opportunities for students there at Rwani. Um, and then also some of the things that we've talked about in past meetings about um upgrading the security of the school and all that. He's already taking action on that. Showed up the other day and there was a fence around the outside of the building. >> Just need to see the progress that's happening there and uh I am excited for the future of the school. So, >> thank you. >> Okay. Thank you um for your report on Rwante.
103Maggie Walker. >> Yes, Miss Benjamin. I had the opportunity to attend Maggie Walker. It was a relatively quick meeting. Um but there were some neat things that happened. We had several teachers that came in to talk about um some of the experiences that they're going to be affording students to travel abroad, which I'm very excited about and um hope that we're going to be able to have in our school system very soon. Um and so they talked about these experiences and what's going to happen over the spring break and summer months and they approved those. Um the new uh principal there talked about um you know they don't have food at the schools. So they did talk about um how they need to change the way things happen there so they can start charging school
104districts um per student for breakfast and lunch so they can somehow get the food to be brought in. I think right now um it's been really much of a challenge. So, she did provide with that one for us. Relatively small amount for us because we don't have that many children that attend there. But the biggest part of the day was spent um recognizing Dr. Lowry um the former principal who passed away over the past year and um his family was there and they started a new recognition in his honor. um and they will be recognizing somebody every year and they will go on this plaque. And what they said about Dr. Lowry was a couple of things. It was just interesting to hear people talk about him and they have very consistent stories about him.
105But if you know him um he felt very um strongly about service and dedic dedication and power of community. So they'll be looking to recognize people in that area. His wife got up um to speak which I thought was amazing. Um and she said that um something that he said every day was make it a good day or not. The choice is yours. And I thought that was just a really good thing for us all to remember, right? We always have the choice as to what kind of day we're going to have. And secondly, he said to always keep children at the center of every decision. And if you keep children at the center of everything, you're always going to do the right thing. Right? So I thought those were two really wonderful takeaways. No
106matter what position, what seat we sit in or what we're doing. Thank you Dr. Weston for that very interesting quotes. >> Yes. Yes. >> Um >> Madam Secretary, are there any citizens report? >> No citizens have signed up to speak tonight. >> No citizens signed up. Board member comments. >> No, not at this time. >> I would like to um we we adopted a proclamation for um bullying prevention and bullying awareness month in October. And I just wanted to um I appreciate it with Dr. Weston said about what we're doing to make that a year round effort, not just a just a a show for the month of October. And I want to acknowledge the the work that that Mr. Brown has done in that regard. He has really been an advocate for this cause.
107>> Um and it's um he has he has a real passion for that and he's doing a lot. to this task force that's being developed, I think is a good thing because we want our students and our and our staff to feel safe in the schools and um I think it's something that we need to take seriously. And so I'm glad to see that we're um not just making this a a thing where we put a ribbon on for a few days and and talk about it, but we're actually doing something. So, um I appreciate what Mr. Brown has done for that cause. >> Thank you. And we thank Jason in his absence. Um, I really appreciate the efforts that we're we're moving as far as security in the schools. It's so so important and
108that we keep up with what is out there and what's available and and be vigilant. Um, we see on the news all sorts of things that we always hope and pray never happen to us, but we need to be ready just in case. I'm also um happy that we can discuss issues, not agree, move forward, and uh make a decision for the greater good. So um I appreciate the uh efforts there and um and as far as the bullying thing is concerned, I think that that obviously the schools get the brunt of it uh because students spend a lot of hours in school. Um but what we we'd also hope is that you know the efforts would be go beyond we need to look at the internet. We to look at parents and families and
109that everybody needs to join in on how we treat one another and how we talk to one another and how we um value each other in our community. And so that is that is important for us to sound the alarm not only in schools but sound the alarm to our communities and our families um about that. >> So thank you. Well, thank each one of each of you for your um your comments and you've said what I wanted to say and Miss Pitney your ending statement. I I just want to say that be kind. Let's be kind and think before we >> speak and remember that words hurt >> and um I did to what you what you said um so it's no need for me to repeat it. So, our student representative, Jake. >>
110Hi. Good afternoon. Um, first off, I'd like to appreciate um Miss Hawkins and her presentation um this afternoon. I just think that it really demonstrates why Sunnyside is the best side. Um >> I'd also Tony come out. >> Yes. I'd also like to note that uh I have really seen a tremendous decrease in bullying throughout the school this year. I think that the um really enforcing no phones throughout school has really um allowed that to happen because a lot of bullying does take place on social media. Therefore, if you don't have your phone in school, you can't really bully while you're in school. So, I really think that that has been very beneficial. Um, and going along with the payroll frequency um, proposition that we were talking about earlier, I was actually talking to a
111substitute teacher earlier in the week. Um, and she was saying that she was trying to encourage some of her friends to come out and be substitute teachers because we were lacking some throughout the county and she was mentioning that she was having trouble convincing them due to the monthly payments. And uh, I think that the new plan would be very beneficial. So, thank you. Okay. Is that it, Dr. Weston? >> Yes. Thank you for that. Appreciate that. Um, so we there's a couple times during the school year where we um recognize principles. This is National Principles Recognition Month. Um, so I felt like for this month, what we need to recognize our principles for is this. Um, I don't think that people realize and um that we really are um desperately looking for substitutes right
112now so people can take off and do the things they need to do. And um so on every given day, our principles and assistant principles are in classrooms teaching. >> You could go to any one of these schools and they are in the classrooms teaching. Um so that because who's that classroom matters more than anyone else. And so, um, they want to make sure that our kids receive the instruction they need, but they also want to support their teachers. And I just really appreciate that. And I don't know that people recognize because the principles don't go out and tell everybody, "Hey, I'm teaching in the classroom today." So, they are spending a lot of time in that. I just want >> to be said publicly that we recognize that you all are doing that and
113we know how hard it is just to do your job, but on top of that, they're spending time in classrooms. I received a letter. Um, we so often get to hear about the things we don't get right and I appreciate that feedback because we all can get better. But I did receive a letter from a parent, a very short letter that I want to read because um and um this person doesn't know that I received this letter but um in honor it's also um you know school administrators month um but this letter was written by a parent at the middle school um and she said good evening Dr. Weston. I hope this message finds you well. I wanted to take a moment to share my sincere appreciation for Miss Tucker. As a parent, I've had
114the pleasure of working with many school administrators over the years, but I can confidently say she is truly exceptional. Miss Tucker consistently demonstrates genuine care for all students and their well-being. Beyond her professionalism, what stands out most is her kindness, her compassion, and her approachability is clear that Miss Tucker goes above and beyond to ensure that each student feels supported and valued. There are many, not many of individuals who embody this level of dedication, and I'm certain that Miss Tucker has made a lasting difference in the lives of countless students and families, including my own. I simply wanted to make certain that this did not go unnoticed and to express my gratitude for the positive impact she has within this school community. Thank you for your time and for all that you do to support
115such outstanding leaders within the school district. I just think that, you know, so often we forget that I mean, there are people that really do appreciate And I know that what Miss Tucker's going to say is she appreciates her principal because she every time I'm out there, she doesn't waste a minute to tell me, you know, how much she's appreciated being out there under leadership. They have have a great team out there working. But you talk, you see Miss Tucker, make sure you, you know, let her know that I'm going to make sure I do that as well. But I think so often our parents, >> you know, it's so nice that that parent took that moment to write that letter. It does really exemplify what's happening in our schools every single day. >> It
116really does. It really does. That is that's it. Yes, ma'am. >> Well, then I will entertain a motion for adjournment. >> I move that we adjourn. >> Second. >> It has been moved and second that we adjourn. All of those in favor use the usual sign. I hearing no nays. The meeting is adjourned. Thank you again.