001Order of the Carne School District Board of Education regular meeting. Please rise to the pledge of allegiance. Pledge allegiance to the flag of American >> here. Christina >> here >> have a quorum. So we'll move to adopt the agenda. >> Move to adopt the agenda as presented. >> Second. >> All in favor? Opposed. Thank you. Next we have school spotlight and tonight it is Carney Middle School. >> All right. Good evening. Uh I'm Dan Miller, principal at Carne Middle School. And so I have the honor of shedding some light on our uh bulldog bulletin. So a little backstory here is um historically we had had a media program at Carne Middle School. And unfortunately due to some um staffing challenges and budget constraints, we absorbed that last year. So we went without a media program
002and I did the daily announcements and they were terrible. Um so just kind of brainstorming with Trish and some things. uh we finagled some things and we brought it back in a limited capacity this year and she and the kids have just done an outstanding job. So I don't want to steal too much of their thunder. She's brought a couple anchors and producers. I don't know what your guys' actual pos done it all but they're going to share some of those highlights with y'all tonight. So >> all right this go through stuff >> you want to. >> All right. So, as um Dr. Miller said, we kind of went without for a while. And so, I took what had been done in the past um kind of went through what equipment we had and talked
003with um Molly Kubler who teaches the class at the junior high and got to kind of spend some time with her and see where she wanted students to kind of have background knowledge and uh specific things to focus on at my level. So when they came to her, they were kind of ready to roll right into her class. Um she was really helpful and uh helped me set up kind of the software and things that we were going to use. In the past, I think they had used um some different video editing software. And with Molly was using Canva, which most of the middle school kids have used for other projects. And so that kind of worked out really well. and the kids are rolling with it, learning all kinds of really exciting and fun
004things to do with it. Um, so we got the studio set up and uh we've been producing a daily show ever since. So sometimes it's full and great and sometimes we have some some hiccups and things aren't perfect, but that is also a learning experience. Um, so it's been a challenge, but it's also been a lot of fun, and I'm really enjoying uh seeing what the kids are producing and watching their growth. So, so the things that we've learned together in this process, definitely writing for an audience. So, we start off usually with a script that I put in kind of the basics and then the students have the opportunity to add and elaborate on those. Um, so we do a script for the anchors as well as our special segments. Um, definitely learning a
005lot with troubleshooting equipment and with the software, um, myself and the kids included. So, we're kind of going through all of that uh process, which is great because the kids are learning to check, are the cables connected? Is the power on? Is the battery charged? All of those life skills that they're going to take with them later on. Definitely working on collaboration. Um, we've been in two teams. I have a class of 22 kids and they've been in two teams of 11. And so they've worked in small groups and then worked as that big group as 11 to produce their show. Uh I've gone to cutting that down a little bit. We're going to try three groups the next couple of weeks and kind of see how that goes to give them a little bit
006more time in between shows so that now they can focus on the editing side of things and really get into all the intricacies that are available. Um, and we're also working on that importance of meeting deadlines because the show goes out and what's in there is in there. So, if they don't get things put in right or it's not the exact video they wanted, we try and work with what we've got and and roll it out because it has to be pushed out that next morning. So, so all really interesting real world topics that they're learning at the middle school age. So we're bringing in um a lot of interdisciplinary subjects and putting them to a pretty good use. So um do you guys want to show the show show them the example and then
007and then talk about it? Okay. So we have an example that we're going to show next and then the girls are going to give you a little bit of their perspective. [Music] Oh, I clicked it twice. [Music] Welcome to your Bulldog bulletin for Thursday, October 2nd. I'm Kayen. And I'm Lydia. Before we start today's show, please stand for the pledge of allegiance. >> 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. What's your name? >> My name is Sam Hansen. >> And what's your position here at? >> I am the daytime custodian. >> Um, what's your degree plus college >> degrees? I have a bachelor's degree in chemistry. >> So, >> and that's
008it. From Park University. >> Oh, nice. >> What do you learn about from that? Um, I love all the the kids and the bright futures you have in front of you. And I love making the school clean so that you have a good environment to learn in. >> Um, what is one fact or memory that you love about this? >> Oh boy, I haven't been here that long. Uh, well, last year something really exciting was there was a kid choking during lunch and I he came to me and said, "I'm choking. I'm choking." And so I gave him the Himlick maneuver and was able to get him breathing again. That was good. >> Yeah, it was really really exciting and intense. >> Sounds like a lot of good at >> camp. >> September 24th, the
009junior high cross country team traveled to Campbell Middle School in Lee Summit. The girls placed first and the boys placed third. Several personal records were set at this meet. The top 10 finishers for the girls team included second place Aya Leman, third place Carl Lesley, sixth place Sophia Coleman, seventh place Carla Carpenter. Top 10 finishers for the boys included Jonathan Coleman and Lucas Fredland. >> Let's hear about today's weather and lunch menu from Amelia and Meline. And >> hey K. I'm Meline and this is Amelia. >> We are here with today's weather and lunch options. >> For our main lunch options, we have chicken patty sandwich or the grilled cheese sandwich. Other options include a spicy chicken patty sandwich. It's going to >> sixth grade extreme to eat registration is open until October 6th. The
010club will travel to Sky Zone, the college basketball experience, and main event. You can register and play pay through the link set out in parents square. >> Let's celebrate some birthdays with Eli and Hunter. >> I'm Eli and this is Hunter. >> We here to celebrate our KMS birthday for this week. >> We have no birthdays today. Now, let's look at our national day for October 2nd. >> Today is National Custodian Day. Wow, just think of all the work they do for us. >> Now, back to our main anchors, Lydia and Kayen. >> Happy birthday, everyone. >> I hope everyone enjoys their day. >> Seventh graders recently tested their solar ovens. >> Let's see some of them in action. [Music] You haven't bought your donkey basketball tickets yet? I hope they aren't sold out. It
011is going to be so much fun. >> Here's some information about the KMS Kiss the Donkey contest that will take place at halftime. Let's go back. [Music] Well, that's it for today. I'm Lydia and this is Kaden. >> All of us at the Bulldog Bullets and hope you have a great day. Here's a special message from Dr. Miller. >> And remember, every day is a beautiful day at Carney Middle School. Let's have a good one. [Applause] Um, so before I did this class, I definitely was not good with stuff like editing, but I barely even knew how to like copy and paste a picture onto a presentation. But now that I started doing this class, uh, I've learned how to edit and even produce shows, which has been really nice and has definitely improved how
012I interact with technology. So la so last year we got to pick our classes and I was really hoping to do everything that involved technology and this class is called intro to communications and technology and I was like oh yay another tech class not realizing I was going to have to film. So when I got in there and realized I was going to have to film I was like oh no. But now working through it, I have actually really enjoyed doing the filming and learning all the facts about cameras. Okay, so we have a whole another seme or quarter left with uh the group that I have. And so we're continuing to learn all of the um little pieces that fit together. And uh then we'll start another group at semester. So they've already learned
013a lot in the first quarter. I'm really proud of them. >> Anybody have any questions? >> How how many kids are in the class? >> I have 22. >> Are they all on camera? >> I just have one >> One class right now. >> Do do they all participate and go on camera? Is it kind of whoever wants to? >> Yeah, they take turns so everybody has that experience. >> Does everybody do every each roll? >> Yep. I have them on a rotation. Okay. >> So, everybody's getting spots in each row in each um discipline and then so their grade is for the week or for the rotation, but it is based on what their job is. So, it's a little it's kind of uh individualized. >> What's the favorite role? Like what's the role
014to have? >> Um most of them like the anchors. However, the more um the more the quieter students really like putting the headphones on and getting diving into that editing. >> Yeah. >> So, you can watch them just go to town. So, there's a niche for everybody, which is kind of nice. I've seen >> a lot of kids I didn't expect really um flourish in a spot that wasn't expected. >> Cool. Has this changed what we want to be as we get older as part of this class? >> Me personally, no, because I want to go into um something with students with kids and in the medical field. So, right now I want to be a pediatric optometrist. >> I can't even spell that. That's great. >> I think the lessons that you learn from
015that. I'm come from the healthc care field, so I definitely understand. But the technology and the ability to communicate and having that confidence in what you're saying is crucial, especially in the healthcare industry, too. So, I think it's great for the kids to be able to get this experience and to develop that confidence in themselves. >> Sure. >> Very good. Thank you all for coming. >> Thank you for having us. Sounds fun. >> Yeah, it does. I taught that class teacher sounds. >> You know that, right? Perfect. >> Thank you all for coming. >> Thanks for coming. Okay. So, we have no public comment tonight. So, we'll move on to the superintendent report. >> Thanks, Dr. Bailey. Um, for those of you watching, I'm not sure that you're aware, but um the board routinely or
016quarterly meets um to have uh work sessions. So, on October 7th, um we met for probably two and a half or three hours. Um and Dr. UTE did a nice overview of some preliminary academic results. Um it showed our performance uh this year versus last year and again we're showing some really great growth. Um so you'll hear more about that in the upcoming months. Um some budget and financial data were um provided. Um Dr. McMains talked about uh human resources and you'll hear more about that in his presentation this evening. Um, Eric Nolan and Doug Schwin also gave a pretty detailed bond project update. Um, want to talk to you a little bit about the annual performance report and that comes from the uh, DESIE um, Department of Elementary and Secondary Education. So, we anticipate
017um, receiving some internal information as soon as October 27th. We anticipate also that um, that could get released to public as early as November 6th. So, we're looking for that information and the importance of the um APR um is that it allows us to com u compare ourselves with other school districts. Couple other updates. Um fall sports are um end uh regular season is ending and we have several teams that are in a strong position heading into postseason. Uh tickets for Charlie and the Chocolate Factory are now available online. Um I think it will be a great performance. Um those events are November 4th through the 8th. Um you can also get your tickets for the uh turkey trot, annual turkey trot on Thanksgiving through the education foundation. Um and the other thing is just
018a kind of a personal note as I kind of reflected back on the last couple of weeks. It's really been a pretty um amazing time to be a citizen within Carney. Um I think the churches have organized um and they've collectively built over 80 beds for individual families. Um that was pretty amazing. We had the Jesse James Festival. Um October Fest was held with our partners, the Carne Enrichment Council and the Chamber of Commerce. Um middle school hosted donkey ball. That was pretty fun. Um and then last weekend we kind of wrap things up with homecoming. And I want to say a big thank you uh to Britney Starzel, uh Dr. Andy Gustoson, Joel Lukan, and the Carne High School team. Um that was a pretty spectacular event. And I don't I'm not sure that
019everybody realizes how much time and effort goes into planning and preparing homecoming. Um and I also want to say thank you to Mark Kelly, our former board president, who agreed to be the uh parades grand marshall. So that that's my report. Thank you. >> Thank you. >> Okay, next we have the consent agenda. >> Move that the consent agenda be approved as presented. >> Second. All >> in favor? Thank you. information items. Bond project update. Mr. Nolan. >> Hello everyone. Uh not a whole lot of change from last week. Um our uh renovations and additions um are mostly done. There's a just punch list items really to complete. We hope to get a lot of that done the next two Fridays since we don't have students in school. um are deferred maintenance items on the
020bond of the bond projects. Um they are for the most part in the same place. There's a few that are still wrapping up and we hope to complete those with a productive days on Friday this week and next. The two lagerts are both at the middle school um with the roof project uh continues to drag on. the flat roof sections are done and completed. We still have the gyms and the seconds story original roof to get done. So, um they're not complete tear offs. So, once they get going on those, uh we anticipate moving along. I would have liked to have said we hope to be done by the end of this month on that, but I can't see it being done until we get into November sometime. So, uh, unfortunate, but that's trying to
021put a good roof on and and, uh, last week we we really tried to they wanted to start on the gym, but with donkey ball going on, didn't want to have a a big conflict with with roof problems on that night. So, they wait, they held off on that for a week. Um the other item that is is still in delay mode is uh the renovation on the exterior wall of the middle school, the the north side and the west side. Um and it ties into the sopet roof replacement as well, but we're waiting on some panels to be produced and shipped to us. And we keep getting another month, another month, another month on delivery. And so, um, instead of November 1st, now been told that those panels won't be in until December, January.
022And, um, we've asked for another another go at some alternative products to see if there's anything out there. Um, what the problem with that is is I think that they'll hesitate to put the to install those um because of the cold weather that we'll have when we get when we get into January. So that may depending on what we find out may be something that has to push until u spring. So um really we're at the point where we are trying to uh finalize and produce a um a list of our diver maintenance projects uh for this coming summer and that would use up uh utilize the remaining bond funds. So that's where we're at on on that. Any questions on any of the schools or projects? Jake, >> just a quick overall, I noticed
023that our uh our net remainder uh increased by roughly about 150 grand over last month's report. And I also noticed that there's some some interchanges between um our reallocated projects and our deferred maintenance. I didn't know if there's big ticket items there or I see Doug coming to stand up. I didn't know if is that is that a question for you, Doug? Yeah, just just continuing to flush the numbers out, see where there's savings or where there's line items where we had placeholders that there really isn't any more cost coming. So, Eric and I have been working through the spreadsheet, cleaning it up and trying to get it a little more accurate. So, there was some savings that we realized from from last month that are now shown down on the net. So, >> okay.
024>> The two current roofs are Hawthorne and the middle school. Is that correct? >> That are still underway. Yes. >> Okay. When do they think Hawthorne will be done? >> Friday. >> I didn't know if they would like in the next two weeks with the days off. >> Yes, hopefully. >> Weather pending. >> I think it I think it'll likely be next week, midweek. >> Nice. >> So, it just be the middle school then that's remaining. >> Correct. >> So, this is just a random question, but I was up and about early this morning. What was going on at Carne Elementary at five o'clock this morning? There was some kind of a crane outside doing something. They were the >> only activity in the whole town. I can tell you that. I drove through and
025it was all was going on. >> Installing a rooftop unit, a new library. >> Yeah. So, yeah, I'm I continue to be amazed at how much you all have worked hard at doing all this stuff when kids are not there and that's great. So, appreciate that. >> Thank you. >> Okay, Mr. Schwint, financials. >> Yeah. Um, not a whole lot to update this month. Um, you know, as you know, the u the big payment comes in January. So, between now and January, you know, our percentage kind of drops and our, you know, we we wait for our taxes to show up uh to get a boost. Um, I'm still holding tight on that 20% projection for the end of the year with hopes that it'll still turn out to be closer to 22. Uh I
026know we've uh been working hard on the audit this week and uh the auditor shared yesterday that we are coming in at 22.21% for last year. So hopefully we can get close to maintaining that um as we wrap up this year. So but we're still a long ways off. A lot can happen between now and then. So >> what obstacles do you see to getting to the 20%? when you say you hope >> uh to get to the 20% the hope is I just don't fully understand all the numbers just yet. There still learning curve involved. Uh but um I I feel pretty confident as I've looked at trends in past history that that the 20 seems pretty solid. Um I'm but I'm going to come in a little conservative with hopes that it comes
027in a little higher than that. So >> Doug, you may have heard that there's a government shutdown. >> I haven't. It started started on October 1st. Has and so that would be the first day of the fiscal year for the federal government. Has that impacted or will it is there any payment that you're expecting in the next month or two depending on how long this thing goes that's going to impact us or are are we are federal payments come at a different time? I know it's not a huge part of the budget, but I I was curious if you were even tracking that. Um, I've been watching for news alerts on that and I haven't seen anything from Desi or the state indicating that we need to be cautious about money not flowing through. So,
028um, right now it's not a huge concern for me. I I'm optimistic it'll probably get resolved here soon and back to normal. But >> you're the only person optimistic about that. But go ahead. >> All right. >> Well, I just heard about it. So, but thankfully, yes, we are very um low as far as how much federal funds we receive. So, um but I haven't heard other districts screaming about, you know, lack of money. So, I feel like right now it's not too big a concern for us. >> All right. Thank you much. >> Next, we have a written program evaluation for the gifted program. questions about that. All right, move on to human resources from Dr. McMains. Those guys are a lot taller than me. All right. Well, I appreciate you all giving me
029some time tonight. I'm excited to uh share some of the information regarding our human resources program. Uh, one thing I want to point out before we get into this is, uh, Mr. Schwin and his help with data, with numbers, he's been instrumental in providing some information that's been provided clarity for us in human resources and for the district, uh, the reports he's able to to give us, uh, just phenomenal. He's really hit the ground running and really appreciate all the work he's done and and and he's been an awesome teammate already. And then uh the three ladies who really are actually the brains of the operation uh Miss Kunrod, Miss Bradberry, and of course our our lovely Becky Burke Kemper. Uh those guys um help me every single day. Uh huge supports for our district,
030for not just me, but a lot of people in our office and uh really the program, our support for our staff, our valuable staff couldn't happen without those three. So, our last year's program goals, uh, and I'm proud to say that, uh, we hit most all of these, uh, number one is convert all of our human resources process to digital. So, we got away from paper. So, we're now we're now paperless. Um, we continue the salary and benefits committee. That's been a uh, amazing group of individuals who've provided valuable input to me, to our district about some lowhanging fruit and opportunities for improvement for for our valuable staff. Uh we did imple implement a new uh staff evaluation program this year. Um hopefully that's been a benefit to our administrators and our teachers. It's cut
031a lot of the red tape as far as like the uh redundancies and um those those processes. It's made things more efficient uh for both staff and for administrators. Uh we did uh create a district academic calendar last year that was compliant with compliant with Senate Bill 727 and we know that's changed uh that that language has changed this year. We're going to actually start uh the calendar committee at the end of this month for next year. So we'll hope is to have a calendar for board adoption in December. Uh we've increased our professional development opportunities for classified staff. That was something that I know Mr. Nolan uh Miss Iverson really tried hard to uh to provide some more differentiated professional development for the classified staff. Reducing medical and pharmacy benefits. This is going to
032be an ongoing uh issue for the district. uh we are able to I think uh reduce a lot of the the expenses um for the majority of staff. Uh in fact our our program is actually running very very well except we do have some high-cost claimments and those high-cost claimments are going through some really really rough stuff and that's causing some some expense to the to the program. Uh our fill rate uh increased the substitute fill rate to 90%. We were in the mid to high 70s uh before we left Kelly Services. We are now I think as of uh last week we're about 93 I think we finished about 90% in change last year for subfill rate for teachers. And then another goal that we'll continue to work on is providing competitive salary schedule
033and benefits package for our employees. So this all goes back to our strategic plan objective 4.1. So to start off looking at our enrollment trend, as we monitor our staff size or the amount of positions we have in this in our district, we have to look at our enrollment. As you see the trend for our enrollment, uh we were at 300 or 3,514 in 1920 and at this this date we're at 3,332. >> This graph shows uh the positions by school year starting off of 2021 and moving to present time. So you can see the increase in staff that happened in the spring of 22. Uh but um through some hard work and through attrition uh we've able to rightsize our staff to 490.77. When they see 77 that's FT that might be a part-time
034or quarter quarter time uh part-time teacher or a support staff member. And stop me if I'm going too fast. I' I'd appreciate any questions for for conversation as we move through this. Uh this is a cross-section of our staff. This is something the board had asked about in the work session. So we do have the totals in yellow that coincide with this previous graph and then it's broken down by certified and classified. So you can see the trend um from 2122 to present day. Uh we've kept the amount of certified staff pretty flat. Where we made our reductions in the district is with support staff. This graph outlines our staff experience uh teaching staff um by from zero to five years to 26 years. So you can see and this was kind of surprising for
035all of us when we looked at this how evenly uh distributed our uh teaching staff is um it's about uh you know 18 15%ish per per slice of the pie. But you can see in the 26 plus years we have about 17% of our staff 46 staff members that are right there at that retirement age. So that's something that we need to keep our eye on as we uh replace those staff members as they if they choose to retire. These are the last uh five years broken down from retirements and resignations. The staff that we've lost uh are actually certified staff. So you can see in 22 23 right after COVID we had a little increase but it's remained pretty flat. This is our staff retention rate. This is our single year retention rate, not
036the three-year retention rate. So, our goal, uh, I I believe it's four, it's actually 4.1, um, is to maintain a 90% retention rate per year and then a 75% three-year retention rate. So, we're just short of that goal. So, that's something we have to work on to keep retaining our high quality staff. Oh, and I want to mention that 84.4 on 2425 is actually an estimate. Desi has not come out with that number. That'll probably come out about the same time the AP APR does in early November. I should be pretty close though on that. Uh this is a uh one of the questions on our exit survey and this will be a goal for next year looking at this exit survey and and developing some more questions that tease out some more information. Um,
037this is good information, but there needs to be a little bit more detail so we can identify if there's any other areas that we can find for improvement. But what's the primary reason for leaving Carne School District? You can see that 17% are retiring, 31% had a new job. Uh, uh, about 7% compensation, and then others 13. Now, it doesn't say this in the survey, but uh, the survey actually has some open-ended questions. The majority of our teachers that are leaving the school district aren't going to other districts. they're actually leaving the profession altogether and that's been a trend for about the last three years. >> Is that what other means? >> It doesn't mean that it it could it could be there but actually it's they wrote that in the open-ended questions like what
038was the most you know make a comment if you feel willing to there were a lot of them that were actually leaving the profession. So, seven people could have been leaving for a new job, but only two of them getting higher pay or how does that or like nine people? >> So, the new job and that's one of the that's one of the things I need to to to clarify on that survey. If it says new job, I need to put is it for compensation reasons? It actually needs to be a second question. Okay? >> Right. And right now it's a it's five five uh options that can select new job and compensation are >> okay. >> Two different selections. So that it you can see how that can be confusing. >> Little confusing, right?
039>> Yep. Yep. >> Because the next one, does that mean that only two of the three people went to other districts got a higher salary? >> They left for compensation. Good >> question. Right. Right. And so that's what I'm saying as far as this exit survey. We really need to develop that and get more specifics so we can get some more detail. I think that'll give us valuable information moving forward. So, we had one salary me or staff member go to Liberty, two go to North Kansas City, and then we had seven that went to other districts throughout the state. Uh, but the ones that answered this, there are only two schools in the metro area that they left us for. >> I think on that seven for the other adding in the category of
040relocation, because if they're relocating completely hours away, then that's a whole different situation. >> Yeah. And that is that is >> that's the other. Okay. >> That's what's happened. Yes. I think I know we had two or three go to Mville, Mville area, the northwest, and then some went down south. >> Okay. >> Usually a family move is what caused that. Yeah. >> So, here's a substitute fill rate. Um, this is something I'm pretty proud of. Uh, that 2324 was the last year we had Kelly services >> and then once we went uh to a district ran sub sub program, we uh we went up quite a bit. Um, this does not include pair of professionals or classified subs. So, this is just our teaching teaching fill rate. So, just keep that in mind. And
041that's for all four of those years. But right now, we're sitting at 93.24, which the higher the better. But, we still have some sub jobs that don't get filled. It's really difficult to find good subs. But, we do have the luxury of having loyal subs in our district, and we have more and more coming to us all the time because we have a good reputation. Our kids treat our subs very well. So, here's just some notes of some changes that we've made um over the last four years. So, it says establish a salary committee. We've always had a salary and benefits committee. Uh but it was a small group of folks. It wasn't a very large cross-section of staff members. Our salary and benefits committee now has 28 members. And so, that is a cross-section
042of a lot of different class uh excuse me, employment class classifications across the district. Um that's been a really really valuable uh change and that specific you know custodians, paras, teachers, administrators, um counselors, everyone has a little bit different position on different roles and different issues they run into on the day-to-day. So we're able to get not only a large global look at what our our staff has experienced or our staff experience, but also going down to a granular level by by position itself. In 2324, uh, we condensed our salary schedule on the front end, um, really focusing on the new teacher base to attract those new teachers into the district. In 2425, uh, we actually revamped the entire salary schedule. um looked at indexing the steps and columns, meaning that there is a uh
043straight percentage or there is a a non or normalized percentage or a standard percentage between steps, but also as you move over on columns on the certified salary schedule, it's now standardized as well. So, so staff members can actually estimate what their what their raise is going to be or what they're going to make from year to year. Uh also uh want to say that um in 24-25 uh we really focus on our veteran teachers, those that are in the lower right hand column or lower right hand area of our salary schedule. Uh and then we also we corrected for experience. So when I say corrected for experience, um we've talked about this a little bit before, but hiring practices in the past uh there wasn't a I would say a structured or consistent way
044where we place people on steps on the salary schedule. So, we went back and analyzed every single one of our staff members to see where they were placed and how they replaced. Looked at their prior experience and made any corrections if they weren't giving the experience that they deserve. And then 24 or 2526, which is this year, uh, we increased our teacher base. If you can see in 2020 223, it was 39,600 and now we're at 45, and 2526, which is is fairly competitive in our in our area. And then we've had to still continue to make some corrections for experiences as that uh as those issues become apparent. So here's the last uh three years of salary increases. So the so each is broken down by classified, certified and professional administration. Those are our
045three main salary schedules. So you can see the range of increase meaning that some employees uh if we look at the classified in 2526 there was a range that employees might have got a 3% raise all the way up to an 8.9% raise but then the average employee in the classified uh classification received a 4% raise and then the impact on the budget from that increase was $22,97 for a total of 1.61366 61366 million.35. So, uh you can see that for each year. Um I will say that in 2425 we were able to give that that amount of rates because of budget reductions and staff reductions as well. >> And that's the year that you settled up all the salary schedule too, right? >> Correct. >> So here's our benefit expenditures for the district o
046over the last five years. uh you can see that they've continually gone up and that's as health care goes up our health care costs go up. There was a little dip in 2425 and that's because of a reduction in in in south or in uh staff uh in 23 24 and 2425 I believe the board was u paying $584 per employee that was the board paid lump or sum and since we reduced staffed in 24 and 25 that number went down and then we increased that to 650 last year and that's where you can see the 2.8 8 or almost 2.9 million in this year in expenditures and that's our premium equivalent. That's what we're providing the board paid. That isn't this is not including what uh total cost for the insurance plan because a
047lot of that cost is pushed back on the employee. So this is a a graph and a chart indicating our total salaries versus total expenditures. You could see uh with our combination of fund one and two uh we're about low to mid70s as far uh as far as what we're spending on people. So 75% of our budget goes to our human resources. And if you include our contracted services, that's probably going to be closer to 80% of our budget is paying people, which is very common. That's that's uh those are your most important important resources in your or districts or your people. And so most of your money should go to your people, but that's that's very common for it to be between 78% for most districts in the in the Missouri area or in
048Missouri. >> And our two just to clarify for someone who might be listening, the contracted services are uh bus and our food service. >> Food service or the big ones. >> Yeah. >> Those are major ones. Yes. So uh this is a heat map uh that we developed. Um I gave this to the salary and benefits committee last night. Uh so this is the teacher salary schedule comparison. Uh this goes from bachelors all the way to our specialist max meaning the the the top end of our salary schedule not counting our doctorate column. And the doctorate column is essentially our specialist uh with a $5,000 stipen added onto it. So it's just that plus five. So, this compares us to our market, which is Excelsier, Liberty, Plat County, and Smithville. And those are the ones
049we consider our uh biggest competitors when it comes to staff. Um the red indicates the darker the red, the further away or the higher um that district uh their their co coinciding schedule eclipses us. So, you can see we start off very well, but as we move down on the steps, uh we start to see more red. So that's something we need to take in consideration when we start looking at our salary schedule in the future. >> On that Zach, yes, for the Liberty and the Plat County, Smithville, they include that doctorate stipend in that salary. Is that correct? Or they would include that in the salary total. >> They have they actually don't well they might Liberty does not have a doctorate column. They have a doctorate stipend. >> Okay. >> Um Smithville I
050believe does the same thing. Uh, Plat County I I know does this has a stipend as well. So, they don't have a doctorate column. >> Okay. >> We did add the doctorate column. I mean, it's 61 half dozen the other. We added the doctorate column because uh the NEA and MSA salary um comparisons will will note if you have a doctorate column and so it it made us look like we weren't paying as much at the end when we were because we just had a stipen. So, they don't add that in there unless you put that into your your salary schedule. So that would be same. We're comparing same same with those other schools. >> Yes, this is an apples to apples comparison. Perfect. Thank you. >> Now I will say that uh like masters
05125 might be masters 24. Some go in the even numbers, but it should be pretty close. >> Um >> great question. >> I know I know why we don't or I know why they wouldn't necessarily fit in this in this slide, but if we're losing folks from Carney to Liberty or wherever, I don't want to attack Liberty. I do, but that's not really the discussion here. Um and but we're pulling some people from Lyre or Lawson. Is that right? >> Absolutely. Yes. >> So should we be including Lawson and Lyup on the schedule? Well, I know they're not as big a school as we are, but under making sure we understand where they are and because in some ways it's almost just as important and I assume we are. That's why we're drawing them here.
052But maybe that's something we ought to be tracking too to understand are we still, you know, if if we're getting robbed to make sure that we're still in a position to rob others for their So I think maybe we ought to watch that as well as maybe something we ought to be tracking. >> That's a great suggestion. Yeah, we can do that for sure. >> And that wouldn't be hard to add this to the to this chart at all. >> So same format except it's for classified. So we have custodians, paras, admin assistants, maintenance, and nurses. Again, we start off pretty well and then we lose ground as we move down the down the uh the schedules. This is another cross-section of different um classified custodians high. We I in some of our more specialized
053we actually do a lot better um with our maintenance of certification that is actually your HVAC folks generally ones that have HVAC certification. We do pretty well with our grounds, our high needs paras and our head custodians. So there there is some positive there in our market. So this is the administrative salary schedule comparison. There's actually two slides here too. So this is mostly uh uh assistant principles and then elementary principal. And I talked to you guys during the work session about breaking this down by daily rate. That's actually the section below. And so I was hopeful when we broke it down by daily rate because uh in our market, Liberty, Plat County, and Smithville all have 12-month uh assistant principles and their elementary principles are also 12-month. And so I broke that down by
054I believe I might have this right. I hope I have this right. Liberty is a 240day contract. Uh Pla County is a 247 and Smith is a 260. So I put those uh daily rates in there so you can see that as comparison by daily rate. and our uh elementary principles are on a 216 day contract. And then our APS are on a 196 and this is again uh administrative. So this is all of our principles, director, executive director and assistant superintendent. So definitely some areas that uh we need to take keep keep tracking. Uh the difficulty with uh developing your salary schedule is that everyone comes out at the same time. So you don't know what what they're what they're going to throw and everyone keeps their cards pretty close to their chest. Um
055it's it's interesting. They put out a uh what uh what are the Greater Kansas City um human resources uh group. They put out a spreadsheet every year like what is your anticipated uh salary increase? Well, no one puts anything on there until like the very end of May. And so it's already too late. They've already approved their salary schedule. So you're always kind of guessing of what uh what the next the next district or your competitors are doing. So considerations as we move forward to improve conversation, we have to make sure that we keep a healthy fund balance, right? That's that's important. We need to make sure that we have that that money saved away for a rainy day. Um we have to continually look at our uh employees and our positions whether we're right
056right sized. If we have if we lose people to resignations or to retirement, do we need to replace? and then identify areas where resources can be implied to all employees that maybe aren't necessarily salary involved like through wellness committees to improve the work life balance of all of our employees. So, some program goals and I apologize for this being so small. Uh again, I talked about the exit survey. I really think we need to re to redo our exit survey for this year. Um, and we have the we have it out there right now, but I can still modify that even though it's it's it's in it's active right now to get some more spec specific information and really going through this process. This has been really valuable. There's been a lot of data that
057we've compiled uh to put these slides and I know there's only 20 sl 20 something slides here, but this has been a, you know, a lot of data and it's been very valuable to me to dig down to look at the salary comps, to look at our our staff composition, um, and look at the exit survey information. And as we're looking at that and really looking at it, uh, deeply, there's like some gaps that I wanted to answer some questions. So that exit survey needs to be modified. Uh, in 4.2, um, we need to look continue to look at our salary schedule and try to make that as competitive as as the district can can allow or our finances can allow. And then one thing that I mentioned already is, uh, continue to implement cost
058containment meas measures. You know, we have muscularkeeletal or PT measures right now. We have several pharmacy programs that have really been wonderful as far as reducing expenses. And so we got to keep looking at those and keep managing that program because what we pay in insurance, we can't pay our folks. It comes out of the same bank. So uh we need to make sure that if we can reduce cost or flatten costs that we're able to pay our folks more. And then last but not least, continue uh the high quality professional development that Dr. Utek um has been providing our district and also our classified staff as well. Okay, that's the end of my spiel. What questions do you have for me? >> So, Zach, um, just when is our annual merit process like when
059does it begin and then when does it, you know, when do we um, see those changes take hold and are approved and stuff? Just refreshing my memory here. >> For salary schedules in particular, >> well, that depends. Um, we've done that as early as April, I believe, but we also have done that as late as June. So, as soon as we get uh usually it's waiting on budget numbers when we feel like we're we're solid where we are as a budget, we can make that make that change. >> You know, we would hate to to send out a salary schedule out there that we weren't able to afford, right? So, we really want to make sure that we can afford that move. That was my next question is just making sure like we've afforded ourselves
060enough time to understand the potential implications of all the you know the Senate bill 190 all that stuff. So since you know we're waiting until January to understand what we have and >> and that was really what happened last year is some of that legislation that came through and trust me Dr. Miller can tell you. I'm sitting there pulling what's left of my hair out like when do we know when can I tell people what we're going to are going to present. But uh yeah that's that's always a challenge to do that which is why the finance and the predictions and the good work that uh Mr. Schwin's doing is is so valuable. It allows us to have a really good predictor and we could feel comfortable in moving forward when we do release that
061salary schedule. >> Great question. I appreciate that. >> In our annual survey there is an engagement section on there for the teachers. Is that correct? Okay. That's what I have. >> Absolutely. Yes. Yep. >> That work life balance is one of those one of those questions that we we pay close attention to. >> Nice. >> Anything else? >> Thank you much. >> All right. Thank you guys. I appreciate your time. >> Thank you. >> So we have comprehensive literacy plan. Would you like to give a overview? >> Yes. um in the summary that you had seen um we created this and and Ally miss Mrs. Stewart uh was uh prim primary uh author of this because the work that was into that 89 page document as if you looked at it was the work that
062was already be already being um completed here in uh Carney. So essentially uh DESIE um through legislation in Senate Bill um 680, we had to enact uh reading success plans for our students who showed a significant uh reading um deficiency. And so through that uh the DESIE guidance came out that uh step one was to do a needs assessment and then step two became uh formulating your comprehensive literacy plan and through that we are also experiencing MIP 6 cycle 2. So because of that um that is one of the required plans for your review um not board approval but review um but we'd like to bring that back every single year um through any changes. A lot of the appendix um appendices on there will change because they're curricular. So just making sure that that
063it is um has all the components. And I think thank you to Mrs. Stewart and I don't know if she had anything or if you have questions one of us could answer those as well. It's a riveting reading. Kept you on the edge of your seat. I'm sure all the great work that the uh district and the teachers are are doing right now is captured in there. So, thank you to Ally for putting that all together. Thank you. Questions? Thank you very much. Enrollment comparison. So, we We have with us Tammy Thomas, our data coordinator. She's going to give you just a little bit of an overview tonight. >> Hi everybody. >> So September membership is the last Wednesday in September. Um each year we take a count a head count. Um for DESIE they
064asked for it and then um membership and enrollment is a little bit different. membership includes resident 2 to students which are students who attend in another district due to special needs or services um and is an FTE of enrollment membership and then part-time students. So they would have maybe a 47 or whatever. Um enrollment is a headcount of students that does not include those resident two students and then each student is counted as one regardless of part-time or full-time. Um students who are absent 10 days prior to the count date um 10 consecutive days are not counted in enrollment or membership. Um, and as you can see on the charts, our enrollment is down about 59 students this year. We are down in every building except two junior high and Carne Elementary. Our kindergarten class
065was down 22 kids on the first day compared to the first day last year. Um, we've had 44 students transfer out to homeschool or private schools and 51 students transfer in from home school or private schools. So, kind of a wash. Um, our graduating classes on average over the last three years are about 264. So, we're losing more than we gain in kindergarten. Our kindergarten classes are less. Um, any questions? >> Tammy, I'm doing high level math over here, so that's going to be very exciting for everyone. >> Um, you said it was down 22 kindergarten students this year, right? >> Yes. First day from last year. First day. If I look at 20 2024, I see that we dropped from 1527 to 1470, which is a drop of I'm not even going to try
066and do that, but we're about 120ome kids. So, is it consistent that every year you're how do I want to ask this question? Um, are we seeing that same I assume the largest driver every year is that the fifth grade class that leaves the kindergarten class isn't as big as Right. >> could be. Yes, >> because that seems 22 kids. That means we probably had another we were short 22 kids the previous year as well. >> Tammy, you've done some year-over-year comparisons where you've tracked that data. Correct. >> I do. So I don't have I don't have all the kindergarten classes in front of me. Um >> the class of 2036 which was 23 24 um let's see we started with 250 then 231 and then 209 this year. Okay. >> So we are losing
067each year more than we're sending on. The reason the reason I bring and so buildings are a fixed cost, right? Like we have our buildings as they are, but when we're starting to see so we're down 50 kindergarteners in just those in just that two years, right? >> So at some point from a capacity standpoint, we may have more kindergarten teachers. You know, we might want to start looking and make sure we right size that. The nice thing about personnel is it's an accordion, right? like as you get more, if you had more, you could go up. But seems to me that we're seeing a very uh consistent trend. It's not long. I mean, we're only talking two years here from what I can tell from this graph, but if that continues and without development
068of new homes and and that that may very well. So, we need to watch that and and size appropriately if that continues, I guess, is the point. And I just want I'm so I'm not surprised by it, but the 50 kids over a two-year period is a significant number. >> Yeah. And I I think that's part of Dr. McMain's presentation is I to your point, we need to be looking at that annually. Hard thing about kindergarten is, you know, you don't know who's going to show up, right? I mean, we try to do our I mean, parents as teachers do a great job. Um, but it's hard to get a solid number. So, >> so we >> Yeah, >> I was going to say I look at the enrollment just in the elementary on the
069last slide and it's it's a very I mean when you go all the way back to was that 2022 2023 to now 160 kids almost. >> Yeah, I actually went back and looked at her demographic and enrollment study and I think even that I think Rick did a pretty good job but I even think we're down a hundred from that demographic and enrollment study. Um, so but you're right. If development comes, we anticipate more children, right? >> But what I took from your comment was is that we're flying blind every year. We don't have a heads up of >> Well, kindergarten numbers are just a little bit harder to predict. That's all I'm saying. >> Yeah. No, I I got it. We don't have a view of of what's in the preschools and so we're
070>> we try and we've got closer each year. I was off 30 this year. So, >> is there a pool? >> That's pretty good. There should be >> when students come in back from like home school or they're coming from a private school, is there what's the average age? Like are they coming back at the middle school or junior high level? Do we >> It's all over. Okay. >> Um yeah, we got two just this week at Hawthorne. So I don't >> So just between elementary. There's no Right. >> Yeah. Any more questions? >> Thank you, Tammy. >> Okay. >> Thank you very much. >> Okay. Action items. Local compliance plan. >> Move to adopt the model local compliance plan for special education provided by Desi as presented. >> Second. >> Mrs. Iverson. >> Hello.
071Um so not every year like last year we didn't have to do this but this year we had to do it since there was a st a change to um Senate Bill 68 we had some changes the major one being um YCDD changed um students can now carry that until the age of seven and so we just um have the option to adopt the local compliance plan or create our own um just to ensure that we're following state and federal regulations. Any questions? Great. All in favor? Post. Thank you. Over $50,000 purchase to approve the over $50,000 purchase for index restaurant supply as presented. >> Second. >> Just a little background on this um purchase. We um looking to purchase a conveyor belt style replacement dishwasher for the junior high, which is the big ticket
072item of the of the purchase, a reach-in refrigerator for the middle school, and six u milk coolers for the um all schools except for high school and EEC. Um we feel that these um items have been kicked down the road um for the last few years and we have tried to um bandaid them. They are reaching the point of where they have reached their they've exhausted their life with us and um we are experiencing more frequent breakdowns and not only the frequency and the cost that go with that, we're having trouble getting the parts to mend them and and extend their life. So, um, that's that's the background on on these on these three items. >> What's time frame on getting them now? Will it be quick? Is it a quick turnaround? >> I I
073don't I don't know that there's nothing like um the wall panels. So, I think it's it's just an order and have them >> delivered. Go down to the store and pick them up. >> Well, we the the dishwasher would be a wait for um some time because they're going to that would be an install. So, that would be the next possible break. It's important to have cold milk. >> Yeah. >> And and honestly, they these are all um all areas that health inspector inspects as well. And so it's it's tough when you have you not only disrupt the the flow of a lunch when they're down, but also health inspector comes through and it doesn't look good when they're down. So >> I'm all over this one. I don't like milk that's not cold. >>
074Okay. All in favor? opposed. Thank you. Agreement with core collaborative. >> Move to approve the agreement with core collaborative as presented. >> Second. >> All right. This is uh brought to you in action items because it is a new um agreement uh not a continuation and um in the summary you can kind of see how it we'd like to build on uh our current practices with um working towards proficiency and having our teachers understand the learning goals and standards, but then also to include having students uh be a part of that as well. And we really um just within the the cog of working towards um the next level of learning um for students um and teachers and and leaders to continue academic rigor to increase those uh real world learning experiences and then to
075support authentic literacy. So we feel like this is the next step um in taking that work and it's just small shifts in instruction and it's not anything that's new or would put added items onto teachers and leaders plates. So continuing the learning >> reinforces the concept of clarity and really um gives teachers some real concrete strategies on discussion practices in the classroom. >> We start this this year that next year in June in June. Okay, >> sorry. Thanks. And right now it's just this one time, but um with possibilities of having um more consultation in the future limited to what resources we have in our 1% professional um development budget. >> Is this at all connected to the Rutherford stuff that we've been doing or >> uh Well, Rutherford is kind of coaching up teachers.
076Um this really kind of again empowers teachers um really kind of dives into that discussion framework and it gives an abundance of strategies. Um Michael McDall is a fantastic presenter. Um our principles got to see him last spring and walked away just feeling very encouraged and it really has helped uh them focus on becoming instructional leaders and then tie that with Rutherford. I mean it's been pretty powerful. >> Yeah. And I would add to that, yes, it does tie directly because when we go into our classrooms, we want to know that students can say what they're learning and why and where they're going next. And that's all tied together. >> It seems like it's the next level, the next step of in that process. >> All right. Any other questions? All right. All in favor?
077>> Post. Thank you. Board member comments. Anything to say for the good of the cause? All right. Important dates. Um, October 17th, no school, professional development day. October 23rd, parent teacher conferences, no school. And October 24th, everybody gets to rest from parent teacher conferences. November 11th, board candidate information session. November 19th, board meeting. Uh, I guess the only thing I would add to that is that some of our board members are attending the um MSBA conference this coming week. That's where we get a little professional development. So, good for us. Um, miscellaneous >> action for closed session to immediately proceed the regular meeting in November, including any record or vote to discuss items and issues allow Oh my gosh. Allowable under section 610-021 of the Missouri Sunshine Law. >> Second. >> It's been a minute.
078Roll call, please. >> Matt Baker, >> yes. >> Jason Clint, >> hi. >> Jay Clint Smith, >> yes. >> Christina Lindsay, >> yes. >> Bruce Wiser, >> yes. >> Bailey, >> yes. >> Thank you. are journal.