001e e e good evening call this meeting to order roll call please miss Garcia Miss Miller Miss Williams here Mr Miller Mr Moore sorry close boy I'm looking at him Mr Moore is here Mr Moore is here Mr Garing presid Chesney here miss Lanning here I'll stand for the Pledge of Allegiance please to the flag of the United States of America and to the Republic for which it stands one nation under God indivisible with liy and justice for all and as there is no audience participation I'll take a motion for the the approval of the agenda please I will move that we approve the agenda thank you Mr Moore is there a second I'll second it thank you m Ronda whenever you're ready Miss Miller yes M Williams yes M chzn yes Mr Garing yes
002M Lanning Mr Moore yes and the motion passes six to zero items for discuss question Dr La good evening um I promise I'm not discussing that item but there it is okay um and there you go so you may be wondering why we are talking about the portrait of a graduate I know Dr mcginness has given you an update um and I don't know how long ago but I know that you're aware of this particular committee um you may be wondering why this is under the CIP uh update and so trust me as we go through this um I hope that becomes clear but at the end we can certainly talk about that um and just as a reminder the portrait of a graduate it really um is something that serves as a tangible outcome
003of the of the district's Mission and that is embodied by our students when they walk across that stage and so um this is a committee that has some really great folks on it Dr Gilpin Dr Adams Dr Katie Reid she's the Benton uh principal um just in case I just want to make sure everyone is aware Dr mcginness and then Dr Sam Davis as well and then uh Mrs uh stter is also on this committee and so this is a project that we started all the way back in August uh this year and um we worked with um a vendor of ours and a consultant of ours and her name is Cara vanez and she works with a lot of school districts on a lot of things but this is a one of her Specialties
004is how does a district stand up a portrait of a graduate and sometimes you'll also hear this referred to as a graduate profile so we in the in the St Joe school district have um decided to call it a portrait of a graduate just so that we for consistency sake and so we started um with our superintendent's cabinet and talked about how we were going to introduce this to the organization and so you'll see in this document um there's lots of links and so I would encourage you um to definitely take a look at that because another very big partner on this project has been um eileene and her team and without them we would not have been able to do a lot of this work and so that would include of course Ashley coats
005and then John Morris as well so we're we um have done a lot of work and they've spent countless hours with our committee uh we moved on to and the nice thing about this little timeline is it tells you the design team category so it tells you who we've included and then it tells you on the dates kind of the what and as a precursor to even talking about this I mentioned the why like why are we even doing this and so you can see that we've done um a lot of work whether it's our district leadership team in September we worked with our building administrator uh administrators and we included Mike Fulton who is in charge of success ready Network and we are cohort three of that particular um you know movement um in
006terms of a Statewide movement toward um improving schools and improving um them continuously through different lenses and through that um particular um lens he came and talked to our building administrators and so right there you'll find in that particular category uh a comprehensive video and in that particular comprehensive video it really gives you an overarching if we had a magic wand this is what we would love um our end product to look like so it helps provide context for you and so again when you get time to look at that it's really helps us as we um through this journey as we communicate this to all of our stakeholders so I think it'd be worth your worth your time in that particular uh video we've also worked with the community to develop a portrait of
007a graduate and so we deployed um surveys that went to staff they went to students they went to administrators they um we included Missouri Western we included workforce alliance we did a focus group with them um We additionally we worked with our family advocates and they are really important to us because they're in the trenches a lot with a community with a community that oftentimes doesn't participate in our surveys and so we really wanted to hear from them as well and so I'll pause there for a minute and if you go back to the top um this is where I want to stop and pause because there was a lot of work that went into selecting what you'll see and if you can even uh kind of zoom in on that this is our portrait
008of a graduate for the St Joseph School District and we did not arrive at this um by just looking at what other school districts were doing or taking our committee up in our little Ivory Tower and deciding what kind of attributes are graduates should possess when they walk across the stage um it was it was a very arduous process and so at the end of that process and a lot of discussion these are the attributes that the St Joseph School District graduate should possess when they walk across that stage beyond their beyond the academic content and career and college opportunities that the diploma represents um this is how we um make our mission come to life it operationalizes our mission and so I just think it was important to pause there because this is a
009huge milestone in this particular uh Journey towards um defining a portrait of a graduate and so then if you would go back and we'll look at our next stage in this process so that was in November and so we spent a lot of time dissecting and analyzing and collaborating over the data that we had collected from multiple stakeholders um and after building that portrait of a graduate uh we and by we I mean uh staa uh stter and I we um hosted two separate uh sessions at engage which is where our teachers come to do professional learning in February and we asked them to have conversations about okay these are your five attributes what does that look like in the live daily instructional experience for our students across the district and by the way not
010just for graduates but starting in preschool so what does that look like to be a good communicator in preschool what does that look like in third grade to be a good communicator what does it look like to have courage as a preschool as opposed to what does it look like to have courage you know as a as a ninth grader entering into high school and how is that and how how do we instruct that in our daily um educational experiences and what is what are the indicators for that so we had those conversations and so our goal was um and there's another video there that features Dr mcginness and some of our wonderful teachers and principles explaining to our teachers that day what the goal was so again take a look at that fine piece
011um again that we appreciated the Communications Department for and then what we did is we developed a working model for refinement so in this working model for refinement we can see what teachers and we also had our administrators go through this process what does this look like for every grade level for all five of those attributes on a Continuum so um that is where that is where we are and our next steps are going to be March 12th which is this Wednesday um again Communications has helped us developed a um digital container of sorts so that we can gather a lot of feedback um and not on paper so that it's manageable and dissectable so that we can use it for a model um and our next steps are going to be collecting a lot
012of feedback on again on this continuum what does this look like in the daily lived experience of the of a student in the St Joseph School District and how do we build this out and so basically what we're going to be doing is asking for refinement from our teachers our administrators our parents again we're going to bring this back to all of our stakeholders including our business Community to ask them did we get this right um because this is this is all of us together so that when those students walk across Ross the stage it's a collaborative effort that um that they possess those very key skills that we would ask them to possess beyond the academics so if you look further into this and I won't belabor too much more of this because we're
013not all the way there um but I think an important piece that ties it back to the seip so I told you I'd get back to that point um it ties back to the CIP is because the portrait of The Graduate is the lens for which we will then think through and update to our mission vision and values in the St Joseph School district one of the things that we we do periodically is ask questions that we hope that we don't get the answers that we know we might get but we get them anyway and when we ask folks to tell us what's your mission what's your vision a lot of times our teachers don't know we don't know because it's very long and it's not something that we worked on collaboratively and so that's
014something that has been a really big Focus this year is how do we no matter who no matter who walks into the building and no no matter what you know St Joseph School District employee they ask they can clearly State this is our mission and this is our vision and this is you know the what and this is where we're going and so that's really important but it has to be viewed through the lens of that graduate portrait or portrait of a graduate because that's what we're trying to um do that's what we're trying to create in the St Joe's school district on a day byday bu uh daily lived experience for our students so that's just where I'm trying to to tie that back together while this was a CIP update and also Dr
015Edgar asked me to update you on it so um so what we're going to be doing going forward is ensuring that through these next months um not only that we gather this feedback but that these become that we make this symbolic throughout the the St Joe School District so there will be signage um and there will be professional learning and um we really want to embed this this is not just a beautiful logo but a lived experience in the St J School District so I will not you know continue to go forward because that really does get us up to speed at this point but would be happy to answer any questions that you might have Dr I might be reading into this but I think I heard you say maybe it's time and I'll
016say we I'm not exactly sure what that group is take a look at those vision statements and mission statements for perhaps more usability that fair that is fair yeah so is that so that's the next step so where does that happen so I see that there's a March 12th administrator meeting and then from there you guys are going to talk about signage and marketing and so where does it come in that oh mvv every time you see an mvv and that's my apologies that's Mission Vision and values we'll be getting that feedback the whole time sometimes I use acronyms that I should not it's okay it looks amazing um when would we expect another update um well Dr Edgar asked me to come back to you in the March board meeting so um we could
017definitely do that and we would I mean I could go a little bit further into what they could Continuum looks like at that point um but I mean I could certainly put the keep you updated even in work sessions when I talk about the ca because they're nationally tied together be happy to do that I appreciate that thank you thank you are there any additional questions for Dr thank you I appreciate your time thank you okay Dr sist uh yes just to update you on the bond projects um the turf and Tra projects uh things are moving there uh in spite of the weather uh all the new field goals soccer goals pull Vault pits those things have all been delivered and are on site all the pipe and drainage has been delivered to each
018site uh Benton they're continuing excavation to dirt and they were scheduled to begin removing the track uh today Central the track has been removed and they expect to start hauling dirt again uh this week sometime Lafayette they're continuing excavation of dirt and scheduled to remove the track uh that they've taken up there on March 17th so things are moving there we'd like some nice dry weather for a while that'd be great uh so things are rolling there hosia uh Dr Adams and Mr McCarthy they met with people last week uh regarding Furniture so that's a good sign that means we're getting close um I don't think they're going to from news I got today I don't think they're going to quite make the April 11th deadline we had originally but they're still going to be
019able to get things done pretty close to that I think uh we'll we'll be reaching out to them a little bit more to see where we're at on that the road projects uh Carden Park the sidewalk uh has been the framings complete from the bottom of the lot all the way up to 16th Street again we need some good dry weather there for a little bit and that's on track to be finished before too long uh the sidewalks at picket Parkway our schedule begin this week so you should start to see some things going on there the intercom systems we still had some issues with some delays on equipment but we're finally getting that in now and Parkway and uh picket uh are scheduled for them to do the installs there over spring break and
020then they'll move on to the other buildings from there uh Fine Arts uh work is continuing there and a whole variety of places there but things are going on we're pretty close to being done with any kind of equipment purchases things like that most of that's been completely at this point uh HVAC obviously rubido will be starting on that um this summer um equipment um is being ordered this week so we're trying to get that in place and everything for that uh and then we're continue to look at some options uh for Edison Mark Twain and um field as well and then Science and Technology upgrades we had a good meeting last week uh with with academic Services uh some things are moving forward there they've gotten a lot of equipment ordered there did some
021PD uh here in the last few weeks on the big the big PD day February 14th I think they did some that day um so things are moving along there as well so be happy to take any questions you might have lot going on it sounds great yeah comments or questions there just comment I happened to be at Benton last week and they were doing the carpeting you know in the theater and uh yeah uh really really nice they're going to be some really nice upgrades to the theaters I mean they they are going to be some great improvements there especially with lighting yeah excellent perfect and you're up next I am and I'm going to introduce uh Matt tritz and Anthony kovak are here from Lockton um what we kind of want them to
022do is kind of give you some we've talked about uh the EPO uh how we may be coming to the end of our sustainability with that a little bit um they're going to give you some different options what some things look like today that way you'll have a couple of weeks to kind of marinate on things a little bit before we come back with a recommendation and vote in a couple of weeks uh for our insurance for next year I do want to make a note about Anthony uh Anthony if he'll stand up and W but Anthony is a bent High School graduate so always like to point that out when he's here so uh but I'll turn it over to Matt and Anthony and let them let them share information with you thank you
023uh excuse me thank you Dr seers my name is Matt tritz I'm a senior vice president at Lockton and we've had the privilege to work with school district since 2020 and uh very very happy to do so and glad to be here tonight so as Dr SE said um we're here just to provide a little bit of historical information you know just a little bit of a trip down memory Lane so to be around your health plan it won't be too long I promise just kind of where youve been and then Anthony is going to go through Anthony's our director of actl services he's going to go through just a few options with the numbers like things we're thinking about right as uh the next board meeting comes up um so just feel free to
024ask questions um we tried to make this as straightforward as we could but feel free to stop us uh at any point in time so just to set the sage you guys have a self-funded medical plan with Blue Cross and Blue Shield of Kansas City and it's been with Blue Cross um for as long as we've worked with you guys I don't know exactly how long uh what we've got here is a claims projection so what we're doing is um Anthony and his team they set the they set the budget right so they look at the claims running through the medical claims and Pharmacy claims and they do a forecast um to project what it's looking like basically how is it going to come in versus the budget that we set you know last year
025so this is a reforecast that which goes to the end of June right because you guys Renew on July 1 so there's uh various components here but obviously the biggest one on top is the claims that's medical and prescription drug claims and I won't go through this line by line um but there's uh various Administration Administration fees or stoploss costs um the district does provide a generous HSA seed for those that are in the qualified High deductible plan into the health savings account that's in here um Cory tax required the government and we get to a total Plan cost 16.4 million almost 16.5 million um we set the budget last year at 16 flat right so we're coming in a little bit over about almost 3% over is what our projection says where we'll finish
026this year so then we look forward into next year same sheet right same idea we're just trending this forward to go through the end of next year and this this were um one reason Robert asked us to come and just support you we're looking with no changes like we don't change any of the plan designs and don't do anything about a 10.3% um budget you know we're calling for a budget increase of 10.3% so just so you know this is how we we run the math on this what I wanted to do while 10% is High um well higher than what you guys have experienced um just to take a look back right since 2020 your plan has performed really really well I mean on average um we got a couple of dotted lines up
027there so um the uh blue dotted line is your medical Trend and the kind of gray one I guess is your prescription drug Trend so both of them are averaging 5% you know on average since over the last five years which is which is great pretty good you can see the last couple years it's really kind of ticked up here a little bit right um we really haven't had to change the budget you know for the last couple years it's been kind of catching up because we had some really good years there in 20121 and 2022 um I won't spend any time we just track large claims right so the purpose of this sheet is to track large claims one component of your plan is your specific reinsurance so we buy reinsurance for any claims
028that go over $200,000 right to in protect the plan so you've got a few people um over top of that but really what's driving um the increase here on the medical side is the claims that are underneath 200,000 right there's been a lot more claims that aren't hitting that threshold and that's kind of what's driving the cost um but this is just a refresher I know you guys don't look at your insurance plan every day but this is what's offered right to employees when they enroll so you got three options you got an EPO plan a PO plan and then blue saver High deductible Health Plan that's the one with the HSA account in it so this is a really nice offering right for employees and there's a good good amount of choice for folks
029here's the payroll contributions right here's what comes out um so you can see and I'll just run across the top um for the EPO plan almost $100 po plan about $47 and the blue saver for employee only is zero um and then we've got a little Aster on the high deductible plan um the district puts in $200 per month into that health savings account for employees that enroll into that plan which is a really nice benefit um and then you can see by enrollment what what the employees are choosing so um by far the high deductible Health Plan is the most popular followed by po and we still have some EPO and that EPO plan design really was um probably before our time like way back when the plan was a fuling insured plan probably
030called an HMO at one point in time um and this was kind of a lookalike plan when you move to a self funded this is one way Blue Cross could do it so it's really a um an an old leftover plan and then we just wanted to give you a little bit of benchmarking so how do you compare right for the price we're paying um how do we compare to some surrounding districts and we just colorcoded this uh green is good right so you can see um and I'd really like to focus on the PO plan right that's the most prevalent right with the other districts is a is a PO so um you have a favorable plan design I see a lot of green in there um even on your kind of in the
031middle of the page you're out of pocket um maximums in network and out of network are uh very favorable so I would easily call this a competitive plan and probably a little bit above average right from a value perspective and here's benchmarking for the qualified High deductible plan the the uh the HSA plan so you could take a look here this one is in line I would call this one just competitive right not so much in advant manage either way with your HSA seed um it certainly helps um and then you know like some other District you guys have this one offered right now zero dollars right for employee only which is prevalent um amongst this benchmarking group but even your family premium for this plan I mean it's it's 50% right at what some
032of these are for fam so it's a very good option um even on the qualified High deductible plan so we did some benchmarking on cost like how much do this cost in comparison to the competitors so the St Joseph School District EPO plan on a gross cost for those uh 217 I foret maybe 200 and something employees in there about $12,800 your PO plan is running at 116 and that's a gross so net cost to the district after contributions is the numberers below 9,000 700 9,700 um we couldn't give you that in our book because we don't track that information that way in the system but we can tell you on a gross cost basis your plan is performing very well in comparison to others in education industry and just public entity in general and
033on the bottom we've been marked your high deductible health plan we at um 11,300 in comparison to 143 for other educational institutions so about $1,000 less so just to give you a little frame of reference um on kind of what the projection is remember we're looking at about a 10% for next year um what the history of the plan's been self-funded plan you know has ups and downs in it a little bit so we're in a little bit of an upswing for you guys um and then took a look at your plan design and this cost benchmarking so anony is going to run through some scenarios um we're obviously looking at options with do Dr CIS to um talk about for some decision points if we were trying to bring that 10% number down a
034little bit what we could do um so Anthony's going to go through those if you could go to that next document which one this one what do I need to do here there we go yeah thanks Matt um to add some color on what's kind of driving that increase that you saw uh versus the last couple years um we we have seen uh a larger increase to those large claimants as Matt had pointed out um really uh what you see is some ongoing cancers and the school district isn't unique um in that U but looking at a 12mon snapshot year-over-year um those large claimant between that $ 100,000 and that $200,000 stoploss level um those dollars have increased about 25% so those are really what's driving that that needed increase of 10% so you know
035there's a couple ways to look at how do we look into next year in terms of uh what the district uh pays versus what the employees pay uh the first scenario is okay what if we kept everything as is and we shared the increase um so you can see that the overall increase of that 10.4% um is also the increase that the employees would see um across the three plans um as they sit today um so you can see that um in the biggest uh jump for the EPO for example um employee only would go up about $10 a month um and the family would go up um a little over $110 per month uh to keep that plan everything else as is uh the HSA contributions stay at roughly the $200 a month um
036as well as the plan designs themselves um are staying intact as well as the three options that you have moving to scenario two really looks at okay what if we uh move to a larger increase for the EPO plan um as you can see we targeted a 6% increase to the district that was based on um conversations having uh that we had with Administration as to kind of a reasonable increase to the district um so in order to combat that uh you can see that U the EPO plan does go up significantly more um as the Asis scenario um moving from that $10 roughly a month on the employee only U moves up um you not quite double um but it does move up about $80 a month uh for single coverage and uh $150
037a month uh for family coverage in order to meet that 6% Target um employer cost share so can you talk about what the Box on the bottom with the 10.4 yep so the boxes on the uh everything on the left um yeah I guess I should have gone through that 24 25 those are your current rates those current budget rates along with the current contributions um that your employees pay everything on the right um is a modeled scenario so that you can see that the 10.4% increase or that roughly 1.67 million that you see there within the box that's what we think the projection needs to go up or those uh funding rates need to go up by in order to satisfy our projected cost for 2526 and then is this so in scenario one
038yep talking about not passing any of the co cost on to the employee no in scenario one both the district and the employees would both see a 10.4% increase okay in order to keep the cost share the same y okay yeah so if you look at um the bottom blue shaded area the darker blue shaded area under the annual total um the current scenario uh was a targeted 16.8 % employee split um so if you pass on the 10.4 to both the district and the employee that 16.8% employee split stays intact so the so the what is the district costs go up on that one yeah the district costs in this scenario even though overall costs go up 1.67% the district costs would go up 1.39 assuming the head count stays pretty consistent with that
03913 74 okay and that's that y so the district yeah the far right column is what the actual District would pay um and then that um negative column that you see there um that is what the employees uh portion of that is so the employees would see a $280,000 increase across um the entire population uh whereas the district would see roughly a 1.39 and that's what we're talking about our increase I I saw where the pre so the previous one was what one point yeah so oh 16 so we would both we would both see a 10% increase in the next scenario yeah in the next scenario if you were to Target a 6% increase to the district which would equate to roughly about 800,000 that's where the employees would have to pick up a
040larger cost share and we've passed on that L larger cost to the EPO plan well that's I mean that's that's what we've discussed if we're going to keep the EPO it's going to become much more expensive for the employee yeah I mean we've discussed and he'll get to scenario three which will yeah yeah and then scenario oh too quick uh scenario three would be removing the EPO plan and if we were to Target that same 6% uh increase to the district or roughly that $85,000 um the only additional change would be to lower those HSA contributions from roughly $200 a month to 150 a month just to get the six yeah just to get to the six um you could keep them at the 199 but then the the 6% would uh change and that
041does how does that affect that box like how does that affect so is that passing so if we reduce the HSA yeah so if you reduce the HSA seed the employees now overall still see that roughly 10% increase um but you're not uh you know the EPO um there's a mislabel there the EPO folks were anticipating would move to the PO um so on that far right where it still says EPO that would actually be corrected to P that's why the rates are the same so some of your employees would actually see a decrease uh because they'd be moving from the EPO plan to either the PO or the hdhp we anticipate that most of the people in the EPO if we eliminate it we'll probably go to PO um it some might go to
042the high deductible plan which would bring our costs down but we anticipate likely that I mean for the model they anticipate that they'll go the P so if they did that then what would happen to the employees contribution it would go up right actually for the PO people well it goes up slightly it goes up about $9 and for the employee only it goes up about $9 for the employee only uh family full family goes up uh $80 a month so what can you so on 180 oh sorry yeah 180 180 180 so on the scenario one I mean so my concern as I'm sure everyone's is is we we give raises but then the cost and I I get how the system works the you know the benefits are going to be more expensive
043but under scenario one we're sharing that which I think is the fairest but I also understand the most expensive for us and it's I mean you need to also consider the long-term health of your of your health care trust too I mean that's that's the piece you know but why so so there's no way to get these numbers and eliminate the EPO plan like is there a way that you know everything's going y we can yeah and this is why we wanted to get in front of you with we wanted to bring we could bring you a whole lot of scenarios but we thought we'd give you these three I mean obviously whatever scenario you'd like them to run and come back with we can I just I I worry that we did a lot
044of really good things for Staff last year we gave them a great calendar taken that back not entirely our fault we gave them I mean we've just done a lot of good things and if we start taking then that's a real Buzz Kill yeah and then you're increasing the cost so to me if you can say okay there the cost is increasing for us as well that seems a little more the cost is going to increase for us no matter what yeah I mean I mean as far as 00,000 right or something I mean as far as you're taking you're seeing a 10% increase and so are we because under all these other scenarios they get a bigger increase than we do percent wise right% and then you you know we gave them raises but
045then it's like but everything's going up which I which I get is the constant yearly y fight well the goal tonight was for you guys to be able to have this to be able to kind of have some time with it before we meet in two weeks to make any decisions um but we can have them put together an EPO and an equal share cost eliminate the EPO and an share cost yeah we can do that they send that to us and we can get that to you and you have that to look at as well so a couple other thoughts here um you correct me Dr cus if you remember different but I I don't think the employee contributions have gone up since 2022 so I think we have absorbed all the costs I
046since I've been in this role I know for sure yeah which is um unusual that that's outstanding you guys and I know that we've I mean we've talked about that our benefits are much better than other places and I think that's something to be proud of but our pay isn't and and I think when you I mean we're still trying to keep up with that but I think when you talk to staff they want good benefits but they can't pay their their rent with that you know what I'm saying I get it you would one one other thought maybe two and then I promise I'll get out of here um so if you look on the leftand side the EPO plan the the contribution 9724 929 61,000 so if if the if you guys are
047thinking about well maybe that plan's at the end of the line right um anybody that's in that plan No Matter What scenario we come up with is going to have an option that costs them less if that makes sense so you know sometimes people just renew renew renew and that they don't think about it um when they go and look this time they'll probably be surprised that they can go to that poo plan and it'll be less expensive one other thought just another another Kudos uh for you guys Anthony mentioned that uh monthly employees split 16.8% so that means they're the employees are picking up 16.8% of the total Plan cost which is which is great um 8020 would be would be fantastic and you guys are beating that already so while I'm not trying
048to diminish you know the increased cost and um the the tough decisions that that caused but overall U this is this still looks really good and and and I agree those are what's that it gives us a better picture of what we're working with yeah and I would that 16.8 is would be phenomenal even in the tech industry almost anywhere yeah and I and I I think it's hard for people really to to grasp that because it's not tangible they don't see it on a daily and I get what you're saying about yes we want to try to find that balance of hey we give you a nice raise but now we're going to totally Jack your insurance rates and I I get totally finding that balance the and and part of we've talked a
049little bit about this part of one of the reasons some of our insurance is going up for example our stop loss marketing was 21 to 53% increase and last year if I remember we had a 0% increase on stop loss okay and part of the issue is in all honesty our plan has been so good and and our num have been so good to a point the Market's trying to correct us and bring us back to the median because we've been pretty inexpensive and I think it was a 3% increase we had overall last year and we absorbed that cost okay didn't didn't pass any on of the employees so we've tried really hard to not pass any to the employees even though we've had pretty minimal for the last two or three years but
050we've known for a while this correction was going to come and it's it's coming um hopefully it doesn't continue to correct at this level every year but um absolutely I I I get the balance I mean I we want to find that too definitely is this the was this the first year Dr K that we did the wellness positions did we do that last year this is the second year this is the second year have we seen any any results from that or I think our participation is up um you know in terms of being able to say our overall clientele is healthier I don't know that we would have data to support that but they're doing more Wellness activities which should have a positive impact yeah are there any additional questions or comments I
051appreciate your time thank you thank you okay Dr cross you are up okay now what I have for you tonight to look at and this be just obviously information tonight and then hopefully we'll um approve the salary schedules at the meeting on the 24th what you have in front of you there um the first set of documents that I submitted had all the salary schedules except additional pay rates AE and extra Duty uh Donna this afternoon or around noon I think it was uh since you the additional pay rates uh proposed schedule and the extra Duty proposed schedule so what I plan to do is just go through these real quickly let you know basically what the changes are to each of them um and then we'll bring them back like I said in two
052weeks so on the additional pay rates um anything that was changed and this was one that was sent to you later anything that's changed is in red can you are you on the one that says adjusted two or 25 26 I'm well I don't have it open digitally this one yes if it's got some stuff in red on the right hand side that's so it's the table it's the additional pay raise one okay yep uh so for instance the fourth item down activity security was at $20 per hour and we are proposing to bump that to 23 uh athletic supervision uh we're suggesting to remove that it's no longer used activity support um there was just one item called activity support we split that out into three things one being activity security the other being
053clock operator scorebook keeper uh we're suggesting that pay $20 an hour and the third one we will um get to on the next page uh Early Childhood screening we're suggesting to change that to an hourly rate so it's the same for everyone uh for consistency sake with the rest of our schedule uh then event security down at the bottom of the page uh that was $15 an hour that would go to 23 is that just to be consistent with that um like I said we had we had one thing called activity support which encompassed everything from taking tickets to doing the scoreboard to keeping the book to security out there and they were all paid $15 an hour uh the idea was that some of those things have uh are more difficult require a little
054bit of technical expertise like you know you got to make sure the score book is right in a game or you don't want to get yelled out about the clock no you'll get yelled out even if you do it right but we we especially want to do those things well so we split that out into three things and raised all of them from $15 to 18 20 and 20 or 17 20 and 23 um man training we want to put everybody at $18 per hour that would be non-certified folks night dirty supervision raising from 20 to 25 uh the proposition s dipen that was necessary last year uh um when adding the levy to that that's no longer needed so we would remove that uh registration we're asking to change from 1250 to 15 and
055registration pay for nurses uh to make that $35 per hour and then there were no changes on the third page so basically anything that's there that we weren't using we're taking off it's not necessary uh anything that we changed we always raised up or we made it to be a u hourly rate for everybody to make it consistent any questions on that one Dr CR is that kind of based on going market rate surveying other schools where' you come up with some of those numbers um a lot of it was looking at other schools the the things on this salary table are hard to find yeah um you know like teacher salary schedule everybody's got that posted front in the center these things you have to dig for and quite honestly some districts um expect
056the teachers just to volunteer their time for that uh it happens not as much as it used to but um we feel like this would be competitive with with those I say I thought I might have thought you say would say that it was driven by the ability to get people to do those well that's a factor also yeah yeah um people hopefully will be more likely to sign up to do those types of Duties with a little big little bump in there got you um the next one's the current administrative salary schedule the next is the proposed the only change to that is that there's a 1.7% increase that filters all the way through that and the vast amount of our salary schedules are like that and I'll call to your attention anything that's
057changed other than the 1.7% increase I'm sorry it's 1.17 um the can you where did that number come from it's the what a $500 or increase to the basee amounts to now the next one is the a schedule um I don't have a an update to give you with that hopefully we will for the meeting on the 24th uh the main change that I've talked with Julie about this the main change they're going to make is that for their teachers their teacher salary schedule is going to mirror ours it currently does not um and then for the support staff they may or may not not choose to have what they pay their support staff M or ours state law really requires that you have one salary table applicable to all employees and that's that's why
058they're going to change their teachers to that um remember they're a little different animal and that their program is funded by a grant actually it's three grants two Federal and one state um and so they'll have to build their um classified schedule to make sure that it fits Under the Umbrella of the total amount of of money that they have does anybody have any questions about that that one's different from all the others and that it's Grant funded rather than General funds okay the current um extra Duty salary schedule Mr ni here yep um this has by far the most changes in it what what we've done so far and this um I'd say it's pretty close to pretty close to final but there may be some tweaking that we need to do uh to
059get it um completely ready so I use a a group of 15 schools some from the Metro some small surrounding districts when I do a salary comparison and so I accumulated all the data from each of these 15 districts and then uh Mr Niti was gracious enough to to um look at it and Compare the numbers in RS to the other districts and that's he had some recommendations that I'm going to let him share so like as in Dr KRA said he provided this and what we wanted to try to do was make sure that our um coaching salaries uh sponsor salaries were at least in the top half of that comparison set now as you go through those um it it there's a wide variety um in all honesty um probably in the top
060three Cate categories we were the furthest behind um as an overall summary so you see some of the increases there as a result um in the middle we had some Middle with Middle School coaching salaries especially head coaching salaries we were probably an upper half um but it what we what I tried to do is make sure I ensured that everybody got some uh kind of bump and raise now going back to that too everybody's going to get an 8% raise because last year these the the current extra Duty uh salaries if you looked on our website are based on a $40,000 base when you guys approved the and we did the adjustments in August um we went up to 42750 base uh at that time we just we changed everybody in their salaries we
061did not change the coaches they then would get the that 2750 increase plus whatever would be approved this year year which would be recommended I think here possibly $500 so they they could possibly their salaries could be computed off of about a little over $3,000 base increase so everybody's getting that um so all these these numbers you see here would be on top of that percentage as well to get us in that top half the other thing I looked at too um for some different things here uh I looked at the from category to category trying to make sure that was a consistent jump jump or consistent from what it has been also from left to right with your steps that those are consistent they weren't um in a lot in some categories they were
062not um they weren't hugely different but they were not you know maybe A3 04 you know there were some different adjustments there I tried to make those consistent um if you look in Category 3 there's a lot of high school sports added there compared to what we currently have because a lot of those were in category 4 um to be able to pay high school activities the way the other high school activities were being paid and slightly above the Middle School head coaching activities which seasons are different at the high school level longer um require some you know you postseason preparation and so on and so forth I thought it was important for us to bump some of the high school from uh category four to three um and then when we look category 4
063we had to bring up some of the Middle School act Middle School head coaching positions that were they were split up so you'd have half of them in uh category four some of them in category five so we moved them up so when you move those coaching salaries up a category it bumps up a bit a little bigger uh increase as far as if you just took a percentage increase of okay how much did that coaching salary increase from this year to next year so a lot of there was a lot of not just as far as trying to make our coaching salaries Equitable and and competitive was to also make it Equitable within itself and what our what is a comparison set within St Joseph does um if you look back at some of
064the other categories past category five six um you might notice a bigger percentage if you were to calculate percentages back there but being a math person I would tell you that the reason there's a bigger percentage back there is because they're the lowest salaries and it doesn't take as much of an increase to be a bigger percentage so if you're if you're being paid $800 as a stien and it goes up 400 that's a 50% in I mean that's a bigger increase but it's it's an increase of $400 so I mean and that's just an example that's not one that was exact that that's not exact numbers in the back there so you might see some higher percentag is in the the second third page categories uh because of that reason Mr n did a
065lot of work on this guys and I'll just tell you that we we've talked about this for a couple of years but this is the first time we finally just dug in and said hey we're going to really look at this hard and try to find some adjustments where they're needed so um it this may not be the perfect one but it's it's a step Improvement definitely from where we have been and uh and then maybe it can be a continuing ongoing uh discussion but but he was tasked with doing this and he put a lot lot of time in last week especially to to get to this so thank you can you talk about how you decide the category or kind of what the metrics are that you go off where those should be
066um kind of length of season um plays into this um if you look at some of those categories on that proposal you know you see your football and basketball football is I mean if you start in August it goes till I if you're successful enough it goes into November um you look at basketball and wrestling they they span over a Christmas break so there's a a little there's there's a little bit of a really a lot of is tripping off the comparison piece yeah and yeah there there is a lot of comparison this is what other schools would pay in a similar way so you usually see those sports that are in category one and category two in the same type of categories in other districts yeah and then what happens in the summer do
067that so so if you're a head football coach and you I mean you have summer activities right yes we current that's included in the correct that's included we currently do not pay anything for summer it's included in this and again I will tell you that um that's another reason that probably some of these probably should increase they haven't because we don't pay um any other Stu that summertime is included we have a lot of coaches do that either right they don't no I was just wondering if it did or and Misha has also added offseason a six we offseason period again all other districts do the same thing but that's six weeks in an off season like let's just say right now currently football has is in an off season they allow practices for football
068teams in the springtime and and and because they allow for that that means our coaches are going to be coaching an extra three or four hours a week in that off season well they're not going to not do it because other schools are doing the same thing so they can't they to keep their competitive Advantage they've got they've got a coach uh outside of their season in a six we period can you so this activity summer individuals per high school for at 2811 what's that that is a summer the summer weights basically oh okay and then those yeah sens for weight room coaches makes sense and then with the so I had heard that there were questions about whether career ladder was going to be back it seems like it is are there any changes
069to that I did I did not change any of those that's not I didn't know if there was like a reason why they were bright yellow so it was already it was already yellow in the back I think I don't know if I accidentally highlighted that or not that's okay I just didn't know if there was a I think I highlighted because I wanted to make sure I was that was not the set that I was don't touch touching okay uh at this time so in in summary it all makes more sense when you compare it within itself right like yes the roles and the responsibilities just as you work up and then the other thing you said is that uh we are more like midpoint competitive with those districts that we compete with yes
070I I would you know I I think that I looked at this and um in the top three categories we went from you know probably being in you know like ranked on an average of eight to rank third or fourth good um and then in the middle categories going from a ranking of around four to up around one or two as an average ranking 15ish of the 15 schools those are ranks out of 15 or or I will say this some of them are not out of 15 because let's just say swimming there's not 15 schools to compare to Orchestra not all have Orchestra right are there any additional questions thanks for doing that as we talked about before we just wanted to provide these and if you've got questions love to love to entertain
071them back into the others the educational support salary schedule the only change there is that ISS was taken off of the schedule uh the reason for that being Senate Bill 727 requires ISS teachers to be paid the a minimum of $40,000 um so there they'll be covered by some verbage that you'll see on the teacher salary schedule when we get to that and then a 1.17% um raise to everything the Fine Arts Institute and the hilard evening short-term instructor classes there were no changes made to those nurses salary schedule no changes other than the 1.17 % increase nutrition services uh this is one of the two groups that we negotiate with individually they have their own collective bargaining unit uh I've got my first meeting well we were supposed to have one it got snowed
072out like about since we had every other day we were gone it seems like um so our first my first meeting with them is tomorrow um that one I think realistically will be ready for the April meeting I don't think there's any way we'll get it done in one meeting um the operations is the second group that we typically negotiate with however at this point in time they don't have any officers in place and therefore are not negotiating uh so we'll um add the 1.17% to their salary schedule like everyone else's um process Consultants no change other than the 1.17% increase professional staff there are a couple of changes made um if you look at the the current one we no longer employ an architect so that one was removed from the Legend at the
073bottom and with core data anal analyst which is on the fourth one down on the left that will see as you'll see in the proposed schedule core data analystdata technician uh we took that group of people who were on the support staff schedule moved them over to the professional because they're doing basically the same duties or very similar and so um that way everybody working in that division is paid from the same salary schedule and then of course there was a 1.17% increase to the table itself uh the otpt bcba SLP salary schedule uh the changes to that we added the 1.17% and then if you'll look on the proposed one uh the grandfather column on the far right has 11 different numbers we will be taking off everything but um lines 28 to 31
074because there are no longer any employees who fit on that uh at whatever that leaves two employees one on line28 and one on 31 at whatever Point those um employees either retire or resign then that entire column will go away uh that was add added a number of years ago when we um did some work on that salary schedule to make it right for those employees we needed a grandfather Callum but they'll have the 1.17% as well School SES no change other than the 1.17% same with sign language interpreters and slpas social workers no changes other than the 1.17% this salary schedule always mirrors the Master's column of the teachers that's how that one was developed and continues to be uh The Substitute salary schedule um there are no changes anticipated to that at this
075point uh the support staff one I already talked a little bit about um if you look on the legend about halfway down you'll see technology specialist as a range six that used to include all the building texts some of the people who work in this building and the data analysts and so remember we removed the data analysts moved them over onto the professional salary schedule and then that that's the only change to the legend and then we will also add the 1.17% the final one is the teacher salary schedule the difference to it it has the 1.17% added uh which is um equates to the $500 increase to the base and then in the r letters at the very bottom if you look at the proposed one uh it will say teachers who have not
076yet submitted evidence of appropriate Missouri teacher certification will be paid at the rate of $221 per day until their certificate is obtained uh we do that to meet the legislative requirement of um the Senate bill so let's say I'm a I'm a new teacher uh for whatever reason I'm having trouble getting my records from my from my institution we technically can't have anybody on the teacher salary schedule until they have a teaching certificate so that $221 per day equates to 4,000 which is the minimum teacher salary required and let's say September 4th I get my certificate then they change immediately to where they would be on the salary table placement that's how we've handled that the last couple of years to to be in compliance with that so I realize that that 40,000 complies with
077Senate Bill 727 but should it be what our base rate is or it's intentionally lower yes okay any other questions is it intentionally lower because they don't have certification well that's that's going to be a catchall for a number of people for instance if um current currently none of our ISS people have teacher certification they all have sub certificates but not Bachelors with teacher certification um and so since the law required us to pay them a minimum of 40,000 that's where we decided we would set that and then teachers uh whether they're in grow your own or Pathway to teaching or there's just a a delay in them getting their credentials um we figured that would be the place to put them hopefully that will motivate them to get things done as quickly as possible
078and we'll have fully certified teachers so then that includes students who doing their student teaching no students who are doing their student teaching would be paid off of the additional pay rates document um just like they currently are okay now if if it's a true student teaching now if we've said to them hey and we've done this them as teacher of record then yes they would go to that 40,000 yeah that's what I was thinking about anybody who's a teacher of record will have to have a minimum of 40,000 okay so Dr crash you're going to bring all of those documents for recommended approval in two weeks two weeks yeah that's my my plan yeah okay so the the incre the teacher salaries schedule is just indicative of that 500 that 1 Point what is
079it 1.17 increase yes across and that okay and then that is indexed so the $500 increase is going to be seen only on uh step one of the bachelors and then it gradually if you go down to the bottom right those folks get a would end up being like a 2.34% increase just because of the way it's it's fix figured no I'm sorry I misspoke it's more money because 1.17% of their um number is going to be larger yeah and how does that I know you you've talked about this before that I think you've mentioned that our schedule in comparison to other districts is heavier at the bottom right or not or how I feel like ours is is very well balanced um some are front loed that happens mostly in the smaller districts surrounding
080us to be competitive to get initial teachers they're throwing a lot of money on their first few steps but what they do by step 5 six7 we've already passed them because our steps are larger and also the the amount that we increase from left to right is more uh there are a few other districts that I would say are are backloaded um I mean there are a couple of districts in our comparison set that um a teacher with a doctorate and 25 years of experience is going to be making over $100,000 which that number doesn't even appear on ours so um a lot of it is philosophical what are you who are you trying to recruit and retain and what's your end goal um I I feel like ours is nicely balanced and I and
081I'd say it really falls about a third of the districts are front loed and a third are kind of like ours and some are are backloaded so we shouldn't put as I mean it's important that that base salary that we continue to I mean it's important that we move all of them but we also need to look at where we're at comparatively across right at that that much are there any additional questions or comments on this one there not thank you I appreciate all and our last item Early Learning Center boundaries okay well I was asked to join you all because you had some questions and so um do you want me just to do an overview and then you guys ask questions or I don't know what all you want that's fine okay um
082so as you guys know we have been um adding classrooms to our Early Learning Centers which is exciting um we currently we're a little off-balanced we have more classrooms at Lake primarily because there's room at Lake and we will actually be adding another classroom next year so it'll continue to be a larger school because that's where we have the space so as we're continuing to find students to join us at our Early Learning Center um we we knew this was going to happen so we've been working through it this year with busing but we knew for next year we would need to make a change in our feeder pattern so if you look at the map um the squiggly line up there if you're on the left side so you'll see like limberg Carden Park
083hosia Hide and then it kind of makes a little L picket all of those schools feed into Lake Early Learning Center the ones on the other side all feed into Mark Twain so um and then Corey was kind enough when he we do this every year and we look to see where the kids are coming from that come in how many go you know to which school and whatnot you'll see that on the top there in that little chart so as we were looking knowing that we were going to need more children feeding into Lake we looked at the the boundary the line so the two natural schools and I also conferenced with Lacy regarding this um Dr Adams were either persing or scai so when you look at those two SCA is boundary is
084right at Mark Twain because the we sent 100 kids from Mark Twain to scaith when Mark Twain was in elementary school so this is a tempor fixed so the next option um with you just follow the line same thing happens if we were to take Parkway th those schools all feed they all had kids that went there from Mark Twain when Mark Twain was in elementary school so they they all pretty much touch so our next option was persing um and so also with the bus company the we have a bus barn up north and so really it's not that far as it looks it looks like it's a long ways but we just they pick up kids and get on 229 and they they come on down so that was the natural progression um
085to bring in another school so that we could balance out a little a little better so P okay so on the left side of the line all goes to Lake that's all Lake and then the right side of line all goes to Mark TW correct and we clearly need another Early Learning Center yes so that as you guys know we're working towards trying to get a third so that then we would divide um North Midtown and South so where so um Mark Twain I mean I have an idea where where Lake is Mark Twain is at this intersection Parkway and scath and a little probably close to Edison right in there that little the little box knocking out that's kind of knock out there there roughly so the new boundary for next year will go
086up it would just include around over to encouraging it would just it we go by the school I mean that little line just basically is a visual that he drew for me um other than color coding it because that's the Elementary boundary map so just we just have a chart that says if the child attends would attend as a kindergartener persing they would go to this school if they attend you know would attend Bessie Ellison they'll go to this school so basically we're just saying that if they are in the area of persing they will attend Lake next year so this is the this is the current boundary this is the current and then you'll just move this over and that little squiggly line would go around persing so currently um what we're doing because
087I know some of you um I can look at the tiny because we've been working on kids getting in um at times but so we're we're trying to fill up with our final wave of students right now so if if we don't balance the the off what happens if we don't try to B balance then we end up busing and our costs go up also with busing um because currently I just put um for our LA final wave is the end of this month of students over 30 kids will be joining us which is exciting um and those spots are the majority at Lake where I had open so I am busing going to have us bus some students that are actually in the Mark Twain boundary two legs so that we can ensure that
088we're getting some kids in um that really need it so it it becomes a challenge also also with busing because we have buses going all over not on a traditional route um as you can see so so there wouldn't okay so so lake is by the lake right or where the lake is shown here Lake's right past yeah just above the 84 just above the 84 so would the persing when the so if you're a kid from persing and you're close to the Oak Grove boundary mhm right cuz that's going to all go to Lake now right did they have a comparable bus time to somebody that's you know at the far end of Bessie because I I I would just per I would just um anticipate that there are going to be some people
089are they don't know what they're doing um I would anticipate that I understand so will they have a comparable time on the bus or what we do is we try to set it at 45 minutes no longer than 45 minutes however I know that it gets pushed at times depending and sometimes it's been up to an hour the goal is 45 minutes so and we work with um Dr MTI on this um when it comes time and the bus company um when we add kids to a route it bumps the route and it changes so when it becomes too big or too long then we add another van we have Vans to sub in to kind of alleviate some of that or they'll change the route um so if you you also have to remember
090we bust different at Early Learning than we do the rest of the district so we go to the house it's not just a stop so that time can expand because guess what we don't qu we're not quite ready we don't quite have our coat they only wait a couple minutes but then we got to get our kiddo out there and get them hooked in the the belts and all that you know on there so it does take a while so um busting is a challenge we also the other change is I have been um working with Ashley at um Ashley Phillips um with head and when we collaborate we had discussed that it would be much easier on them because they do help with their busing if they all went to the same school so
091they are also going to go to Lake so that's the other change so all head all Head Start that we dual serve that we doal serve we do serve yes okay and and the long range plan would have an additional Early Learning Center yes it has a third site at persan which would kind of more sensical so we are um after this last wave we are completely out of room other than special education if you qualify for special education you can never be out of room that we will always make room for a special education um student however um there might be a handful at Lake um when I went through but literally maybe two spots at Mark Twain and the rest um maybe 10 at the most at Lake so after this last wave
092and I still have a waiting list of kids that would like to come to preschool can you also I know there's been a lot of the conversation around the long range plan and the use of another Elementary um being an Early Learning Center can you talk to why or what that move from having early having preschool in the elementary schools what that look like and why so that was prior to me so I can't all the it was PRI to me um I the big move when we moved to Lake I was around during that so I can speak to that but we really didn't have um Early Learning Center or preschool classrooms in the building as much then we only had a couple and then we had some at o Grove and keatley when
093we moved everybody together to Lake a big push was for collaboration because we had staff everywhere and so you know really even like at katly there wasn't a principal and we had students there there wasn't a principal at El Grove they had a wing um so they had a coordinator but there really wasn't someone over it so really for collaboration for professional development for um organization to be able to expand you know all of those things and really we just want to serve more kids and so by going this route we were able to and then maintain some control as far as allowing for more collaboration professional development and really a a better systematic approach totally agree um and you mentioned in the past there were only like a couple of locations how many kids
094were we serving at that time you're going to quiz me aren't you I should have brought that information um I would have to look there was a time we were serving a whole bunch of kids and that was um a few people back and so we were also funding the program differently so we were using a lot of title funds at that time um to fund um our early childhood where now we are using some title funds some Ada funds some Grant funds and some Rel child at special education funds so we have mult right now we're bringing in multiple funding um streams to be able to fund this so how would you say that we're about the size that we have been before I mean rough estimates are fine but like are we about
095the same size or I would have to do some ding to be honest I would just be interesting to see I know that we have you know uh classroom behavior issues are so prevalent especially in kindergart that as we go away from early learning and then it's like oh this is more difficult for and we know that early learning you know social emotional is our big um thing so yes no I I do believe I've talked to um our academic service team a lot about this is our intervention for our district really it's being proactive it's getting our kids ready to learn um and so the more we can have come that want to be there and there not it's not the best choice for some kids some parents want to send their children other
096that's okay but we want to be able to offer yeah so are there any additional comments or questions I appreciate your time and your information thank you J any other questions our next meeting is in exactly two weeks March the 24th and is there a motion to adjourn before we do Madam president go um the the the the nice gifts for board recognition week provided by the president thank you very much you're welcome you're welcome Y and is there a motion to adjourn I'll make that thank you I have Ronda and Whitney and would you call the vote please yes Miss Williams yes Miss chzn Mr Garing yes Miss Lanning yep Mr Moore yes and this meeting is adjourned