001thank you I'm gonna go ahead and call our meeting to order uh May 9th uh at six o'clock our regular meeting of Amen School District business homework we're going to start off with our private Pledge of Allegiance foreign Trask here thanks uh our first item is our public input individuals are allowed five minutes each uh to speak and our first is uh Braden Meyer if you just come up and let us know what your address is Sir Meyer uh Drive race has emerged as a flaming topic over the last three years there have been claims of inequality that are presented with a lack of proof or be able to take into account personal responsibility some of these claims employ the systems of which our institutions are bounded to with that it is said that the
002government must get involved in changing these allegations from all levels including federal state and local this does include taxpayers funded public schooling the most common way this is done is through affirmative action or as today's society calls it diversity equity and inclusion in a class of mine when I was a freshman it was Black History Month during one period a student asked my teacher why don't we have a white History Month he was not trying to annoy anyone and who did not have a snarky tone there is nothing negative about the way he presented his question my teacher responded by telling him you have to be careful with questions like those why though schools that false care place where students are allowed to ask questions and get answers if they can't get answers then what
003are they there for it should not be told to quote unquote be careful with what they ask how are they learn if teachers have Dei thoughts like these on their minds after telling that student to be careful the teacher played a video and I said the answer to his question is that every month is White History Month this is not the appropriate answer it's given the classroom answering the question like that insinuates that for only one month of the year we learn about black history it also implies that for the 11 other months we only learn about historical figures who are white not any other races those are thoughts that are very much false when you go on to the Lincoln high school scholarships and financial aid website you will find a link to a
004spreadsheet that lists numerous scholarships on this year's spreadsheet the Actuarial Foundation is listed on this website the organization of Latino actuary scholarship program 2022-2023 is offered this gives scholarships only to Latinos on that same website the actuario Diversity Scholarship is offered which requires a student to be part black Hispanic native North American or Pacific Islander our Public Schools should not be promoting scholarships even if they are offered by a separate entity that divide People based on race in fact we should not be promoting any organizations that offer resources based on race on this school district's website under the section titled about the mpsd it states protocol the mpsd is not discriminate on the basis of race of color national origin ancestry sex age create religion marital or parental status or physical mental emotional or learning
005disability and access or admission to problems services or activities and treatment of individuals or in any aspect of its operations throughout the last few years my high school has offered minority-only scholarships which required a student to be a minority race in order to receive it scholarships are part of the district's operations this is in clear violation of that policy this policy should also be persistent with all resources referenced to this is where talks of inclusivity and diversity truly lead to exclusion race-based selection has no place in our society this reverses all the progress Society has made since the Civil Rights Act this tells minorities they cannot get a hold of these scholarships if they were allowed for all Races as they should be either in point or and offer scholarships that don't discriminate based on
006race or we don't engage with these scholarships at all this promulgates the lie that America needs to bring affirmative action into the public sector these types of decisions reverse our nation's long history of improving equality over time this is what leads to inequality in the past minorities struggled to receive equal treatment today it is the reverse whites are the ones receiving systemic discrimination instead of moving inequality from the minority to the majority we need to end it all together called affirmative action call Dei call whatever updates or was invented for this to replace the last one which are the bad reputation it's all the same the more accurate phrase to describe this idea would be non-diversity inequality and exclusion let's make sure we don't engage in any activities with Dei implemented we have made much
007progress to get to where we are today I do not want to see our progress shattered from a small group that claims to be non-racist yet themselves judge people based on their race their actions like these New York next uh guest is Heather James thank you okay um James I live at 3909 Seneca Lane and I'm here to talk about the Middle School electives I did write an email to each board member as well as a superintendent and I want to make those respond I'm a parent of three children in the district they're currently in great speeds uh 11 and grade three uh they attend Lincoln Wilson and Riverview we've had wonderful education experiences within the district my oldest has special needs and she started in the Early Childhood Program right after her third birthday
008in 2009. my third grader will graduate in Lincoln in 2032 so my math we'll have 23 years in the mpsd by the time that happens which was a little hard for me to work my head around so my eighth grade daughter is currently taking Jazz Band choir Spanish PE and health at Wilson the current schedule does allow for three elective hours daily the proposed new schedule will allow for only two hours each day the number of units per hour are proposed to be longer but the number of courses available will have to decrease what this means is students who are required to take PE every other day will have fewer courses to choose from music because every other day these are classes such as band jazz band Orchestra choir foreign language is every day for
009the full year a student taking both invasive and foreign language along with the required PE requirement we'll have filled up all of their elective choices and we'll be able to choose another elective they can't take choir or jazz band if they've also taken band in foreign language the end result is that middle school jazz band is likely to be eliminated because most students take Vogue being on jazz band this will then filter up to the high school level where you will have students entering who did not keep as much music and they will likely have to eliminate classes there so students do change choose to take band PE in an everyday foreign language they also will not be able to take health during Middle School this is a required course for graduation and those students
010would have to take it during ninth grade we told them of their opportunities to take electives at Lincoln at the high school level for many of these students electives are at 3 Municipal every data to communication process so it is harmful like until the 9th Coast um I did receive a response from Jamie McCall indicating that they are looking at making Spanish for one semester or perhaps in every other day course as with music foreign language is Progressive and regular participation on a daily basis is required to really develop proficiency eliminating about one half of foreign language offerings that students can only take the equivalent of one year for online which in Middle School means that the high school will no longer be able to offer Spanish six which they currently offer if they take
011one semester every day they will likely have to wait eight to 12 months to engage in the next level of Spanish or whatever foreign language they choose which will reduce their grasp of the language the University of Wisconsin students can receive retroactive college credit for students excuse me for the classes they take in high school if they take a semester of that language in college that can give up to 16 college credits to that student this is the equivalent of a full semester of college for free eliminating that half of foreign language at Middle School will impact the ability of students to receive that credit after they graduate from London I was also told that they are being considered a zero hour option for electives this may be difficult for students to take the bus
012for students that carpool with other working parents not to mention early start time my eighth grader already complains about Wilson's start time because it's earlier than both her sister at Lincoln and her brother at Riverview and currently dropped her off at 7 30 in the morning a zero hour with potentially mean dropping her at 6 30 or 6 45 in the morning Studies have shown that students who participate in music educations or higher on standardized tests they earn better grades in English and in math they have Superior performance on tests and executive function short-term memory and they also have higher graduation rates music is not just for entertainment it enhances education across many other disciplines preserving the music program at MTSD was one of the reasons that I encouraged others to vote for the referendum
013I never imagined that the district would immediately make changes that threaten the opportunities for our students both in music and in foreign language and that these changes would filter up to the high school and illuminate some of the opportunities there the district is to be congratulated on the success of this new referendum passing is generous funding over five years will help enhance education across the board for all of our students will help keep our building safely functional this funding should be used to enhance the education and not limit options for them I would like to see my third grade son have the same opportunities as his older sisters so I asked the board in the district to keep a full complement of electives available to our Middle School students thank you for your time thank
014you our next steps is uh Jeff battlewell okay I'll start with an old adage it's better late than never and I just want to thank Colin and Kathy for their service for this organization while they were here deadlines Across America today I'm just going to read six of them seventh grade student fights back after school told him to change his there are only two gendered t-shirt another one parents protest school after first graders allegedly forced a girl to perform a sex act and they recorded on an iPhone another one Milwaukee teachers and accused of sexually assaulting and soliciting sexual favors from a 14 year old student how about one that says raccoon investigations overruns at Texas high school with Critters dropping from the ceilings another one author of a sex slavery book with graphic rape
015details claims it belongs in the public schools after parental abcry and last but at least this one was this morning chaos ensues When A student uses a pepper spray after phone is confiscated at her school these are just a few things that hopefully are unique to the matter about public school system hopefully but as you and I know in today's culture never stay in heaven now for the main topic I have that I wanted to talk on is the school restaurant I spent a long day here over a month ago I think the last board meeting we had here at the election was like the week before in a room on the other side of this building because I am a poll watcher or they are once the diverse group of people voting they're young
016they're old some are handicapped some needed help getting in to vote but they were doing what we all would like is voting in showing what they believe in as this voting went on for the long day I kind of perceived a mental pre-conceived notion as to if the school referendum was going to pass now I'm going to say what some of you probably don't want to hear hmm and please don't pull out your big black magic markers and put a big DT or DK on my shirt somewhat reminiscent of the book that was written in 1850 by Nathaniel Hawthorne about Heather Prime in The Scarlet Letter A dtdk I voted no one breath friend okay dtdk dislikes teachers just like kids I do not but once again I prove my what I wanted to do
017and show what I believe for the rep further and here's why obviously the number one key I thought was inflation I voted for school board members before the referendum to make hard and tough decisions without the benefit of an operational referendum to make it I believe easier for you hard and tough decisions are instead forced on electric that has inflation eating at their pocketbooks fine yours included I understand it highest inflation throughout 22 that we've had in decades Moody's Analytics states that the average American spends an additional 445 dollars more a month than the previous year are about MSNBC stating the 58 of living paycheck pitch I'm not saying the referendum passing is a bad thing and I commend you what she was saying about what she hopes it'll bring to her kids and I
018Brandon you're quite impressive on what you speak up here so I'm not against it winning but I voted no because of the inflation issues the 48 who voted no at the 52 52 percent of voted yes we want to hold you accountable for making these things happen that you say will happen or that you would like to happen as I finished I referred to the posting on MS mpsd website once the referendum passed Mr superintendent you stated that you're urged to find hard and strong for changes within the state funding structure so that continued to rely on operational referendums to solve these issues and I understand it's not going to live far too recent past that you went down and tried to change these things that have been hindering your progress in the text and
019why the heck it's been handled in the past and this hasn't been done sir is part of the Dead course for more than you ever have you also state that about reaching the point where you can opt out of this referendum dollars because it may not be no longer used I urge you on the 48 who voted no myself included 52 who voted yes the whole geocamo for making these things happen you did not win the lottery by the rougher in the past nor you should you act like drunken Sailors and spend this money because you now have it please be conservative and physical and use it what it should be used for it just don't spend it to spend it oh and thanks again as I leave you didn't put a d K dislike
020the answer just like teachers on my shirt because I have to explain that to my wife and I'm sorry I brought that book up in today's world society what do you know if you have it in your libraries or in your schools but you know what back 1971 I read it in high school and some bad things aren't like that I understand what you're going through thank you for your time thank you see that ends our um oh I'm sorry I didn't come in for me I asked a couple of questions we do not answer any but you can certainly um sure I'm reading things with the showman and um I don't have any children in this school district yeah I don't have any children in the state of Wisconsin mine are grown yeah before
021you continue can we just have your um I live until 23rd Street and I'm not sure how relevant so I'm going to ask directly regarding this wolf transgender stuff I just wrote an article on a school school in Wisconsin okay where four young ladies went in from school practice and thank goodness remained in this one since students the chlorine note and a man they were 14 years old and a man when they walked through the locker room said I'm trans and after these girls under the shower he entered it buck naked I want to know and then he turned full force now that worked those girls were 14 and this gentleman was 18. first of all he's a legal adult secondly trans or not I personally believe that allowing little girls to be subjected to
022that is somewhat deviant so that's my personal opinion I'd like to know how loose or free are the rules in the Manitowoc schools regarding this issue of boys in the girls bathroom and books folks I it really is concerning um the other thing that I I was glad that the uh but I do think you guys have some work to do I did want to say something positive and that was I went to the open house for the reading program and I was impressed it's very very good it starts at the beginning with letters and vowels and it works its way up through the system these kids if they stick with that program are going to end up learning how to read and read well um the teachers in there were really impressive they took
023me through there were four ladies in there and they basically all spread the time walking me through the various areas that they showed me the books Etc hopefully we can stay on that path and stick with the 90 minutes the plan really sounded I was distressed to see that very few people attended at least when we were there we were there for a little over an hour and I saw two or three ladies um I don't have kids in the school system and I wanted to know what you guys were up to I'm surprised that more parents weren't notified or encouraged or whatever to come and actually see Hands-On that's being done and so I'm thinking where do I find out about this bathroom issue that really bothers me so I'd like to know where
024to get the answers well yeah we'll have our superintendent follow up with you Diane thank you okay I don't have one but come on up um Mackenzie Reid 936 North 5th Street um I appreciate everyone listening I know everyone's time is valuable I'm here on behalf of a local nonprofit called Lean on Me Lakeshore that I'm very proud to serve on the board of um and I was just hoping to speak to everyone at any parents and Educators that might be listening and watching um just to let you all know about our organization and um just let you know about this resource that is so what we do is we raise money for Manitowoc County families that have a child that may be dealing with any kind of medical issue um we understand that there's
025a lot of unexpected costs that come up when you're dealing with that so on plan time off of work extra trips to perhaps children's hospital or other um you know medical um places that maybe aren't in Manitowoc you know if you have a diagnosis that requires a special diet your grocery bill might might be increasing so we offer assistance in the form of gas cards grocery carts chamber bugs just things to kind of help alleviate some of those unexpected costs that come with um we have a website it's lean on me lakeshore.org there's an application right on that home page so if you visit leanamilakeshore.org it's a really straightforward kind of one-page application there are no medical situations too big too small if you find you're out of work because your child has a several
026day long flu that you have to um you know tend to them that could certainly qualify it would certainly be if there is any kind of chronic issues or anything like that so I'm really just here to hopefully um put that little worm in your ear if you know any parents or or families that could use that assistance we have been fundraising we've been in existence since 2018 um so we're very eager to continue helping families in the area so again lean atme lakeshore.org super straightforward online very easy application I imagine it would probably take no more than 10 minutes for applicants to complete so if anyone want to change all of you if you know anyone I would just appreciate you in the word that's all thank you anybody else all right let me
027go ahead and close uh public input and move on to our consent agenda I mean uh is there any there's two documents that we have a meeting minutes from the April 26 2023 organizational meetings and the special board meeting I would be looking for a motion to uh approve the minutes as presented just a second and uh is there any discussion on these documents at all right see not all in favor signify by saying aye any opposed okay and then we're going to move on to our um under our report of the superintendent the payment of options and Angela oh yes available in order to help accepted and workbook for approval uh the total for the month is uh 720 million dollars answer any questions in regards to that um I'd be looking for a
028motion in a second to approve the recommendation of payment of the vouchers okay and any discussion or questions for Angela okay all those in favor of motion by saying aye aye any opposed motion carries and then uh we do have our monthly Financial reports um there's no action required anything you want to highlight in there Angela nothing in particular uh things are trending pretty similar to um previous comment or this point in this school year uh we're looking at the circlesing on the fiscal year with a fun balance right now um of about 16 million dollars and so you know we're at the point too where we start heading they're heading into a lower point in the year for um just for our cash balance and what we're paying typical uh we receive our final
029State payments in June and so we're um just working on also uh doing more claiming and stuff to uh wrap up the fiscal year so any questions at all for Angela yes yes thanks Angela um I noticed you had some graphs in there uh yeah that is that with the new Skyward software that you got or uh the grants or not those are just ones that we've included in the past uh because we're using we're going between uh records from the old system and the new will continue with this format and then when we get uh to January we'd be able to have a full fiscal year and the new someone did I I like the way that that's shown and I was going to suggest if it's possible Maybe getting another Year's worth of
030data just to get a better three years yeah a picture and another thing that might be helpful long term is just if there's any uh Miss from plan you know just kind of highlighting that if there's any area but just to make it easier to look through this correct no that's a good point Thank um there are um definitely where you could offer more graphics to Aid and the understanding of the financials and actually I'm working with Jim to look at and explore some other options out you know just platforms that we can use to just bring in just a better look at the dashboard we've talked about a lot of times more than financial data and talk about the reason the performance of the budget to learn improve and kind of pull that from
031Skyward automatically so you'll be looking at that so yeah that'd be great and again just it's a lot of data a lot of information which is probably a lot of people hard to digest so probably what I would look for is if something is not coming in as expected just making them like red and shiny or something it's just what pops out maybe just a few highlight points yep okay any other questions for Angela um okay and moving down uh she didn't present our monthly donation list we do not have anything um that needs approval uh but just want to thank the businesses that sponsored our youth uh apprenticeship night which is coming up in a few weeks so thank you to those donors so if you see them out in the community say thank
032you to them um oh hey and then um I'll make or look be looking for a motion uh a first and a second motion to approve our Personnel report that's been presented today I think Chris first second Auntie Phipps okay um any discussion at all about the Personnel report um I was looking through this yes 41 years and 46 years two of these people have worked for the district and I I it's amazing yeah to have that loyalty and that dedication um that's just something special I mean all of these people are great but 40 plus years working in the district says something about their character how they serve the people in schools Chris did you have something please yeah I I just want to make sure I'm getting it under the right thing or
033something yeah right yeah so uh in the area where it's recommended for approval for the uh those people that we're hiring I just wanted a little explanation since it's new to me what the process is especially to me and I thought I I'm really well aware of the process for hiring a teacher but for hiring your principal I just wanted might sort of give us a little information on what that process is so that when it comes here because this is the person I see him not sure thank you Chris um so we have a administrative agency we post them on weekends weekend is Wisconsin educator as Access Network and it's it's a software out of University Wisconsin Madison and all 421 school districts in the state of Wisconsin use that for teachers and administrators
034in addition we post on or notice that on the astha association for administrative website and those are our true mechanisms for getting our vacancy out there them down and then we invite them in for our first round the first round interview is a site-based interview so in this case with uh with the Lincoln High School we had myself um I think I think it was participating with me and we in the site-based and are in charge of the site race is not to make the selection are charged with a site base is to endorse somebody to go on to the second round and the second round is with superintendent assistance to his attendance directors and that sort of thing and uh so we do this process and at the end of the day um as
035you can see on here Jonathan Hoffman he goes by Micah and as you can see he was in the district for a number of years so that you may already they don't like them and um surface to the top and I tell you what I I think we landed we landed a good place a really good place I'm not very very pleased to present him for your considerations like the advice next Link in high school principal yeah and so I guess my only other question would be normally the board knows about this process way before I just wasn't around okay thank you thank you a warm welcome to America as well true I've been hearing a lot of good uh reports and pouring out from public support uh personal Trends and family members that have
036had kids in the district for many years as a like I agree it's a good good Lance and we're very fortunate because uh uh he's a Manitowoc resident he's invested here I mean I think this is an outstanding higher okay any other any other questions okay seeing none um all in favor of accepting the recommendations um on the Personnel report signify by saying aye uh any postings Jim with our strategic Plan update yes we'll always have this on the agenda you know in terms of updates and as we move more into getting our performance metrics uh in place you know we'll have other visuals um to be able to see but just just some updates on there you know in terms of uh uh Student Success we are pursuing uh you know an assessment system
037that we've not had you know in terms of where we're all using that yeah McCall is is proceeding with that having committee meeting even this Thursday you know so we're hoping by the end of May that we will have a decision to advance in terms of what national assessment we'll be using um to help get your work and that's proceeding along so and so I just wanted to bring that to your attention um we have student and parent surveys going out that hits another pillar you know in terms himself you know how we're doing in terms of what parents you know in terms of um uh that they're seeing us as their School of Choice you know based on how they're doing so we'll be looking for that as well as students we haven't launched
038the staff one yet but we will and and all this information will be made available to you um you know when we proceed down there in terms of it after we get a chance to review uh repeat that so those are a couple of things that are happening uh we concluded our last uh you know we launched this year um uh PTO presidents uh superintendents advisory you know committee that's done really well we've had two meetings we had the last one for this year we'll again bring this at uh um next clear again uh in likewise first special education um I wasn't able to attend I took last week off and it was nice to do some work at home um uh but yeah Katie did a nice job in terms of you know um
039um you know running that uh and so I understand was very successful there too so again we concluded that so that's up and running I still need to follow up on terms of we talked about how to get uh students involved and we talked about uh you know that group and I still need to work on that so you know that's still on the agenda to do as well as some conversation in terms of how we might get our uh student representative you know to be on the board in a non-voting manner by participating there where we can also have that level of Engagement so we'll keep you posted in terms of our progress there uh so so those are just um the other thing I'd like to to mention and Angela touched on this
040a little bit but we're also looking for a dashboard you know many districts that are doing well with the dashboards are using some uh data management engines you know that really pull from other databases that you have you know to make the compilation of information a lot easier so we're looking at some some programs you know right now uh that can make this work easier too to so that it'll pull up when we're going strong next year so we're looking at that we'll keep you posted of that so that's just an update on the Strategic plan okay any questions at all for Jim hey then we'll move into our um District activity update uh you know the first thing just to kick it off just before this meeting it seemed like we might have miscommunicated
041maybe with some you know a time but there was a dedication ceremony and I had on my calendar um uh some people had some other time in there so I urged for any miscommunication there um but that was a nice dedication there of our scoreboard for the baseball field we had a number of board members there as well as the donors uh you know it was really nice you know seeing how the community came together pretty quickly to make something significant happen so it was a nice recognition and it was nice having our board members there and I know all wishes I couldn't um you know so I highlighted that some other things um this is teacher appreciation week and I know that Gordon's done something you know in terms of also uh which is
042very appreciated in terms of what you've done we've also done some things at each site uh so it's been I think you know hopefully uh seen as a um our appreciation you know for what our teachers are doing and and the staff that obviously support them you know into this process some other things in terms of some upcoming events and we can promise May 20th youth apprenticeship Awards tonight is May 24th at the Capitol Civic Center the 40th Century retirement celebration the 30th scholarship night that Lincoln High School May 31st June 1st as McKinley's Academy graduation and again if any board members wish to attend interviews with us please let Laurie know okay and so she will make sure you know that uh that's noticed okay uh um I I just heard coming back you
043know from last week you know congratulations so uh Dr Lori Williams recipient of the 2023 distinguished mathematics education educator award uh this is the most prestigious award for Wisconsin um Anthony stoves and she was recognized for her outstanding controversius and exceptional leadership and service to Wisconsin mathematics education community and I would just echoed that on behalf of scuba you know she used to elected to retire this year instead of proceeding with the school district and we just really appreciate all that she's done over the years and this is a nice recognition in terms of uh she decided to proceed with retirement this year um also some congratulations from Lincoln High School congratulations to the following students who advanced from regionals to compete in State history date uh competition in Madison this past Saturday for selling
044humor uh Lilo redwine really glowski uh Riley Glaser Lindsay Johnny Gates Olivia ravitz Mitchell Drescher and each year Mrs George's Advanced ninth grade U.S history students include the History Day project on the topic connected to a nationally chosen theme and this year's theme was Frontiers in history also I dig a Lincoln High School ships shout out and congratulations in order for a tour uh selheimer silhheimer who is advancing to the National yesterday competition out June 11th 15th at the University of Maryland also that came in a couple of things here um uh just today I received from American Heart Association uh for Dwayne Riker [Music] um let me just see here uh Duane Waker from Jackson Elementary Paige Dean sir from Franklin Elementary and Caitlin Doyle from Madison Elementary we're all recognized by the Manitowoc
045I mean by the uh uh American Heart Association for their work in terms of volunteer leaders for their impact on building healthier lies free of cardiovascular disease and stroke and making recognition to these uh uh these teachers who assisted with the kids heart challenge so just another recognition that came into the district today and on that same note uh uh I was pleased in terms of had the opportunity um where Mr Hansen had provided me some tickets uh to experience the heart around them and what was really nice was that that's so many teachers that volunteer uh and others um you know at this event and it's a it's a Six-Day running event uh and it uh was also emcee there and it was the Delight to attend and impact I mean it was really
046it was a great experience and so another recognition about how much our staff are not only doing here but are giving back you know to the community and so it was really nice to see him to be there and I felt pretty proud to see your staff and their volunteering and uh it was really nice to go thank you again so that's what I have for activities next year okay uh thank you for that information um so moving on unfinished business um the establishment of the season seven rep I wanted to wait on this just um to find out some more information um and I would like to request if um nobody has strong objection I would like to be the person that goes to the cesa 7 is the representative for the year I
047would need a motion the seconds because anyone have any discussion about that um the reason why is I I looked at the agenda which is uh tomorrow night and I so I've been this is my third year on and I don't remember this being something that was talked about a lot and I think we're missing a huge opportunity here um this meeting tomorrow is actually they they select a group of people uh I want to say it's called the controller or something to that effect um of of all the cesa schools to represent all of us um which I I and not knowing it or being part of that you know I really think we're missing out on representing our district so I just want to find out more information on um what happened so
048how we can get to be more involved and maybe someday that we would Lobby ourselves to be on this board that makes decisions so um it's my understanding I mean it's it's a long agenda tomorrow and then I'm not sure after that what the responsibilities are if you're not on this other board um but I just want to come back and let us know and what kind of opportunities we look at sort of that stakeholder um and wanting to be more engaged in in the governance um so just to come back and at least set us on a course of to be more involved in that and have some representation so any questions at all or yes okay so all in favor say aye any opposed thank you okay so some new business we're going
049to start off with um there has been a recommendation that has come from our administrators um Administration team for a proposed 4.5 CPI salary wage increase for administration and all other staff we would need a first and a second um in order to go into discussion about that so is there a person okay second Matthew okay um any discussion about that and actually I'll start with Mike if you just want to give us a little uh background about how you came to your conclusions here sure there's two major things one is that uh the police Bill we shared with you the uh surveyed parentheses 7 175 different districts under 175 different districts that that submitted information for the 23-24 school year and they remember they projected what their CPI was going to be for their
050teachers their administrators their support staff that sort of thing and if you if you remember they were all falling all four and a half percent right in the middle there somewhere so that sort of thing and uh So based upon that based upon weekly in the past 4.5 for the teachers and based upon I believe historically in most school districts and I think the statements can the singles after their medical office is that it's pretty common to have um whatever you do for one group you pretty much everything your system so this proposal is for administrators our maintenance workers and anybody else that doesn't follow those groups because we catch them all so uh courses and the recommendation is is that we considerably a 4.5 for all those employees CPI increase effective July 1 20.3
051um discussion I see a discrepancy between the administration and the paraprofessionals because of uh the pay difference completely it's all paraprofessional top selled 18 an hour in administrator tops out at 180 000. a year it's a salary based compared to an hourly helping these two together just doesn't seem adequate in my opinion um I know it's not a popular comment to say but I'm going to say it and that's what I feel um I would like to take them separately just because the impact on four and a half percent for 20 dollars on our job compared to 120 000 a year salary is completely different in my opinion just like you said I think it's a it's the impact when you say four and a half percent to somebody who makes this amount versus somebody
052that makes that up I I believe everybody deserved the raise I just I just want to make sure that we're allocating it in the right spots and and making sure that we're competitive if not even more competitive in some of these areas so that's I I Echo it is did you want to um modify the motion for uh I you know I guess I'm kind of looking for an all-around input as well too uh as to what you think or how that works um you know and we can come collectively as to what we might think uh to change it to if that sounds and if I'm out of bounds or if he is then then say it but maybe um maybe you guys have a suggestion as well too but that's kind of how
053I was I was thinking somebody else how do you feel about that is the what we talked about the other day the quicker to get to the higher salaries that included in this part of the in this part yeah right now right no okay so we're talking about just the overall yeah I think that helps I'll talk separately about that too I would agree that it you know somebody who worked in in buildings it's hard to keep some of the or professionals that we have um as we talked the other day there's been a turnover and custodial staff I think the first area wages in the area have gone up Mark it was just so competitive and and um is that something we need to look at to raise those bottom wages to to be
054competitive and get people I would read that's something to consider so I guess I would make a motion to do the four and a half percent for the non-salary employees so like that's a statement in our league if somebody wants to second that that would move that forward and then we would take the administration separate that's I'm just thinking well I was kind of thinking a lot of whatever you did do not be uh I think whatever you did you kept that shifted it towards them well we have a we have a motion on the floor to um take the two uh groups separately so it would be salary or non-exempt versus exempt is there a second to that okay for discussion all right so um any discussion further discussion about that well I guess
055we would you say my point is that I want to try to close the gap between the high paying people invoking people and I want to retain as one of our strategic plans pillars is to retain employees and I don't want to turn over to be hired on paraprofessionals because we need them really bad in janitors we need really bad and I've seen that Advocates have been telling me you know the market is just you know different companies in America are just scooping these employees but they're just taking these employees because we're not competitive on them positioning so figuratively just I have no idea what they say uh you did it and you you instead of a four and a half for administrators say you did it four or three and a half yes right
056and then uh would you take that extra percentage and figure out that what that would be and then add it to the no I would be stewards if I'm running just like the the gentleman that spoke for corporate in traffic you know I don't know what we would not opposed to that I'm just trying to be trying to to be stewards and say hey can we maneuver a little bit yes I think a talk Mike and I think we've done that in the past it just this is kind of a cut and dry like I feel like an Island right now but like this is this is the easy way just cut and dry looks just yeah and it's been like that we just stand up again with the four and a half however I
057wouldn't mind taking them separately to try to retain our arrows and our janitors and our clericals because of that Gap so much because four and a half percent is so much different for 40 you're in compared to 140 yards right that's all kind of a door leaders well I'm just curious to know Mike it sounds like this is the norm right I mean keeping things consistent like you ever see districts that do different percentages across the board or it's very very very rarely yeah and I think you know just my thoughts uh again just explain double advantages you know if we wanna keep everyone uh engaged in tied to our plan you know if I was a high performing administrator I'd probably be kind of here dude I understand you know that's me so um
058other other people yeah sure I just want to um you know I don't think there's an employee in this District that's not important so you know we're changing these paraprofessionals we're beginning the story that's all good it's all really good right now we're working on hiring six I think six administrative positions and I have to tell you I have to tell you uh good administrators good leaders are not clinical and we we need to remain super competitive super competitive with our with our opportunity to bring people in and compete out there um we just need to yeah said is important in that that I think there's two issues here and one of those issues is the people towards the bottom of our pay scale I truly believe me to boost so we can be so
059we can hire and find people but they're also going to have that with administrative and teaching staff if we don't keep up with salaries in the in the area we're going to lose those people too now we just gave five percent across the board I believe for County employees and I know the city is somewhere in that area too and that you know I'm talking County employees and we all know the county executive is a very conservative guy but he saw us starting to have to worry about losing people so I think these are two separate issues but I'm not sure I could support not doing the four and a half percent for administration if we want to keep those people it's it's no different than losing the people you know the custodial staff for
060Paris if I'm going to Green Bay or Sheboygan or Appleton or somewhere else I may look at that if Manitowoc doesn't keep up that's something we have to consider here um so I I agree Matt that they're separate there maybe should be separated to build up that bottom but I don't think we can not be competitive on the top you know okay it's just it's hard to find people honest I agree with all that yeah I I I was you know perfectly comfortable with four and a half percent at our last meeting and I certainly am this time both for salary and non salary set up and and the reason is is because the four and a half is it's called the CDI in Greece it certainly is not the CPI which is rather a
061higher number than that right now I think they're currently protecting yeah so really what it is is it's a move to move towards CPI or CPI gesture but you really wouldn't want to call it that because that sounds horrible so I'm sorry I said it but I I do think it's important to do that for all the positions and that's that's still not correcting for the market pressures that's correcting for what electricity gas groceries daily life is costing everybody and it's it's a reflection of that it is four and a half dramatically more if you're making dramatically more money absolutely but I still don't think in general with administrators were priced lay on the top end of the market for you know our administrators so I think it's appropriate honestly thank you I I was
062going to say that um you know I support this because I I really think the next area that we're going to talk about next the is the is he in my opinion that I think that when we studied the CPI we we know that we are in the ballpark in this region and I think that's important and I think that we've met that Mark the next thing now is um in each one of these professions are we um is our range also Regional and in the Mark um you know because we talk a lot about um that people are leaving our district because they're not um being paid as much however you know Mike has said that's not um you know the custodials are not leading because of that um so you know we may
063think that that's happening when we hear McDonald's paying this or that but we don't have the evidence that that says that's happening but I think we need to be diligent every year when we're looking at at salaries are are we still remaining in that range are high in our low um and so I think that when I when it comes to our strategic plan I think that's where we need to be looking um always at at that um you know what is going on in our region how do we keep um our staff and then you know what's also not forget um should we have a we have a pretty nice benefits package um that that we offer and if you add that on as well that's a lot of money um and I think
064that we offer things that a McDonald's or other places that does it and so I think that we need that so I mean I I support a 4.5 uh and I would have said the same thing as well too but there's more or less to bring it up more discussion because I really wanted to hear what everybody else was thinking about that but yeah I I'll support that Angela this was in a briefly mentioned that we are taking a slightly different approach where we used to you know kind of connected to what we'll talk to next but just a general approach for approaching for increasing everyone is we used to use the base where they were initially hired on and then steps in longevity and their experience was not included in that and we're also
065shifting for everyone that it's including out the current Year's wage so that you know just from an athlete standpoint could increase you know for like a pair of professionals clerical for all groups would be a little bit more compared to how it was calculated in the past that's correct Jim um my last comment about this is the people making and this is opposing the question everybody think about people making 45 to 50 000 a year are they more than happy to be worth living paycheck to paycheck and inflation hurting them more or the people that have established and have you know a higher salary and let me go back for a minute here the people that are working hourly only get paid when they're at school and they don't get paid in the summer and
066so they have to work different jobs so like I I do understand everybody's sentiment however I would be more in my position in life now to take a little bit less pay because I'm established and try to help the people that are living paycheck to paycheck on the lower end of of their their you know whatever they end up being and I have recommendations from employees in the district that are trying to recruit other employees from other markets in the custodial feed field that can't get them to come here because of the language so I have a first-hand example of that so I do understand you're trying to disable data Stacy I degree however I'm trying to make Manitoba destination for all people not just administrators not just you know clerical or custodial or eras
067I I understand so I'm just saying it affects people completely different when you make 40 Grand a year compared to when you make 140 Grand that's all I'm trying to say so I understand if it dies right here but I had to say I just want to say that all that we've discussing right now discussed with the executive team and most importantly competitive uh internal equity and external Equity meeting are we being competitive to others uh and and we will constantly be even more so in the future bringing comparable so we really have a better understanding you know of that Mike and Angela now you know have pretty much reassured me you know in terms of looking at what has happened in our region um you know that that we're competitive uh you know at
068all but there's a risk of losing Paul uh and so if there was a settlement about doing something but I still want to justify it would be you know kind of the Chris's point you know in terms of uh um uh you know bringing up the bottom if they're at the need and that's something that we discussed but it didn't rise the extent that we felt that there was evidence not to do that we're recognizing but we're already finding that you know we are finding employees that we weren't finding before in the custodial so we're already doing some things a little bit differently you know recruiting a little bit more but that that would be a concern you have to make sure that we can recruit at all levels in terms of where it's at
069so I'm supportive of the recommendation you know coming through if there were consideration I would be looking to bring the bottom up more than you know take away from the top even though I I recognizing what Matt has also put on the table yeah I understand that we would love to say five and four and a half we're about six and five or whatever however you know it's an appreciation for the um the benefits you know one of the things we're talking about is this even how do we notify our employees like annually this is your value in terms of here's what you're getting not only in Pay but your valuing on benefits so they really truly know if they're ever shopped make sure to shop you know and know what your your potentially uh
070comparing so we have a motion and a second uh right now um to hang on a second to um take the the administration um separate so exempt from non-except is the motion right now on the floor Tony uh Angela I just wanted to confirm that these increases they've been accounted for in the planning and budget is that the products so um see no other discussion uh we would take a vote on the motion to separate exempt and non-exempt so all in favor say aye um yeah we have some uh administrators that are exempt that are non-administrators that are exempt that are salaries so you want to I mean it just it's true versus salary happened to match who made the first motion what what what is your specific emotions who would need a separate administrators
071from all correct I thought it would be the most power stated I did yeah but okay uh so all in all right yes okay so then um the original uh motion is to take a recommendation to do a 4.5 CPI for um all administrators and other staff any other discussion regarding Maps they see none all in favor say aye aye any opposed okay thank you the next um piece here is we have a recommendation from Administration um to uh restructure uh the para professionals and the clerical step that we use uh with comparables uh so do I have a motion and a second to um accept that recommendation any discussion and actually when I have Mike start to just get a little background thank you so in my short time here by yourself once um
072we've been very fortunate relative to this this is a clerical group that's very fortunate to bring in some really talented skill uh careful people with that being said I've had to bring them in mid-range for the most part so there's been some paralysis some disgruntledness and when I looked at that and tried to figure out okay what is going on I realized that what was happening was we were bringing people in about halfway through the range and yet we had people that had been with us for anyone from eight nine ten years and they were barely at halfway in the range they've been with us all that time sorry Stephen that makes sense you know no wonder people are a little uh you know quite upset about that so um doesn't really went to Angela
073we looked over this situation in more detail studied it examined it and and what I learned from that as I did calculations that I shared with you was that or custodial maintenance folks move from the bottom of their ranges to the top of the ranges in about a four year period yeah our pair of professionals their support groups they move from the bottom to the top and an average about 11 years and are clerical to open the bottom of the top they're absolved 39 cents a year step plus years so it's right there I realize that's diagnosed that it just dawned on me that there's our issue we're bringing good talents and people in here and our good dedicated committed people over here that worked with a sword art for so many years and yet
074our dreams through that range so so therefore put some more math to it and um came away with a plan that that basically takes it collapses it so now if this were to be approved tonight we would have custodial maintenance going through their range in about four years which is where it is exactly today are parents going through it about five years and our clerical is going through it about five and a half so now we have that consistency I think it would help us with morale I think it would help us with attracting people because we could talk about moving through and I really think it would help us with retention because people would move from the bottom to the top in a more timely manner I mean the purpose of a step is
075to take somebody from the lower end of the range when they become competitive proficient in a timely manner the top but not a 14-year period I don't know is it years or some of that kind of stuff so um is that prorated I mean like say the people that a pair that's been here for six years now what would that do would that bring them to the top then or is that something that is going forward this this will become effective July 1. and then as we implemented it let's just say you were a parent that was at the bottom of the range within five years would be a good job okay so but now today it would be 11 plus years what I'm saying is if say I'm a pair that I've been working
076here for the last six years and I'm somewhere around the 25 what would that do to my pay would that bring me because it was it would not increase your payus right now but whatever you do is it would increase your ability to move through the lanes much faster so it would increase your hourly wage at a much faster rate it really doesn't do anything with people that are already here I mean it does because it won't have to go that long but it's not this isn't going to affect it yeah okay it's kind of wondering how that's and I think Andrew if I model this but I think it was about this time last year the board with a pair of professionals with six hundred thousand dollars correct six hundred thousand dollars to bring
077the bottom of Paris up so the board has invested a good chunk of money I remembered okay in the paraprofessional making 15. hour now would go up to 1568 with the four point five percent increase and then with the 31 Cent would go up to 15.99 I was just kind of concerned about their tenures so far I mean yeah we have some people here obviously that have been working here for six seven years that are not at the top paid and then um you know what I mean so then they would be reaching the top page right around the same kind of people that were hired you know what I mean that you know there's certainly some of that type of stuff man and I think no matter what we do you're not going to
078eliminate some of those inequences just I don't know I mean even what we did last year that was a that was a huge sum of money correct and more even with doing that it really helped the bottom there were people ever they just missed that and do it it has to do what you have to do thank you so this is not a result of equity this is the result of the market and inflation so this is a great plan thank you Mike but this is this is what we need to do this is a macro plan this is for the longevity of the district this is the Strategic plan this is this is great I was more concerned about the people living paycheck to paycheck now and then they're going to go look at
079a different job tomorrow because it pays higher tomorrow because of the initial so I think this isn't a great long-term plan and I'm completely supportive it and it really helps to minimize the time that it takes to get to the top of the pay scale so like perfect great thank you I was just trying to identify the people already at the the limit that they're having problems with inflation right now so um this really collapses the uh the the time that it takes to get to the top and like you said the market is what's telling you that you have to hire people already seven years in to where you're at with their scale or step and that's not going to change if it's going to continue there's so we're just trying to catch up
080to Market is what I'm seeing here um I'm not seeing anything else before we are collapsing we the only thing we're not doing is we're not identifying any differences of the custodial um at this point so I understand but we are taking care of the Paras and the clerical to get them to their top a lot sooner and that will help you 100 for your higher to say hey four years you can be here and then you know we just voted for four and a half percent so now we just raise the top four and a half percent so my big concern was was right now retaining those people that are already here he's kind of saying that hey I've been in the district seven years and now they're going to start at the beginning
081of this four-year progression so so I understand but thank you for this information I I will be too I just I just I know that we need to be concerned about getting good quality people in uh but I also want to make sure that we're taking care of the people that are loyal to us as well any other comments discussion I think you brought him a good point Matt that those people that are have been here and done a great job for us but they kind of don't get rewarded at the same time there's there's still kind of stuck in a system I mean is there some way to I don't know how many people does it affect that just it's kind of effect constant I would imagine I just is there any way we
082can do anything I don't want to throw you throw a wrench because it is it's amazing and I know you put a lot of hard work into it just that's something if I had a chance to to change that or put those people at that step if they've been here seven years and they should be at worst people where we're going to say people would be at six seven years we just did with a four and a half percent CPI so cool I'm talking about in the step progression is what I'm saying I don't know is that makes sense for them it makes sense I Financial impact that it would have right I mean because if we have you know let's say I'm just making this up 75 um would go from mid-range to top
083of the range yeah you know that that's a lot of money I know I agree are you suddenly we could look into it before we just um yes yes please one is um you know if there is an interest in interest of explaining something more I I still feel what's on the the presented here for you for Action is is still a reasonable step s you know but if they're you're looking interest potentially doing more for some okay we could still look back you know you know rather than holding up anything is what I'm saying is that you know if we can go back and work you know if there's you know for example let's have everybody Advance another step and some of that is how we're placing people right now you know so I
084mean by our placing people are we in a good place I mean then um yeah I think we have a reasonable sense that we've done a good job here trying to bring back but you know again absolutely you know I don't know if there's a little bit more tweaking there's always a cost associated with anything that you're giving away but I feel right now this is this is definitely a good move and I felt pretty comfortable with the group uh but if you know we could we can still go back and look a little bit more you know in terms of it you know should you know is there a little bit more that we need to do some who are in there or who are kind of missing it you know that uh but
085you know I think Mike would know a little bit but in terms of how we're placing people relative to years of experiences where people were at so we might have some sense you know so I again I think we did a thorough job I don't know in terms of if there's any other fine-tuning that could be done Chris yeah the only thing I want to say is one of the things I really like about this is it says to all of our oh and everybody on these schedules you know we're really looking for you to be the top of the group in this job in four or five years because any of us that have worked in in the environment of any place where it takes a long time to progress through you know that
086you are sometimes more lacks in your expectations of people because they're not at the top of the scale especially if it takes you know 14 years to get there but if it takes five years to get there that's also a message to all of the employees and I and I trust that they want to get there we expect them to be the very best at that job within five years so I just think that's a great thing for us to be expecting of them and for us to tell them we know that let me show let me share one other thing in terms of there's a flip stock to this too and I experience this in terms of uh uh when I was working in Milwaukee you know the charter school I had the highest
087turnover in these Food Industries we are getting you know um it was really tough getting our teachers and then we were training and they're immutably gobbled up and so what I did was I accelerate the uh the break you know of bringing them up so I just did what we did uh and then I had my senior teachers who have waited all this time to get to where they're at we're upset now because now we've just brought up people that didn't have to go through what they did so so there were some follow-up you know from the people near the top right because now all of a sudden you've created a situation where they feel like they're losing I had to wait this time are you going to give me something now you know so
088it you know some ways it doesn't stop when people are trying to see you know where you know get you fair you know we're all concerned I I just want to say that I mean what I like about this plan and and you know we've gone around and around um on this board and in committees about how tall we are about what we pay um you know when it comes to um this level and and I think it's a graduated process I think we did a good job with the 600 but we need to do better and I think this is another step to get better I mean it was when Mike called and we were I was talking 11 14 years of events appalling right um and we're gonna remedy that but it's a
089step it's one step and so I think that you know again like I said before I think we just we need to be very diligent about about looking at this and being more you know vested in that to make sure that that doesn't happen but a lot of it is going to be phasing something out to phase something in new and that and that process isn't always you know clean because everyone's at a different place but I think again I think last year was a good start I think this is a really big jump to start but do we need to do better and try harder absolutely and I think I think we will so that's why I support doing this now because I think it's a it's a good way to um even the
090playing field rather than having these Scouts last thing I'll say is I don't want to forget about that you know there is a retirement at the end of this for people that make it in 20 years and we cannot just talk over that I mean uh so that's why it was set up that way ladies and gentlemen is because the longevity of to keep you in the district until retirement so you get to stay attention so and how many how many people how many employees do we have that are parents that are collecting State pensions they get burnt up and then they don't get to the pension right and then the fund is huge but they didn't get to it because they didn't they couldn't stay in it because they got burnt out so that's
091all I'll say to the rest of this but um we also because it supports that for the most part they're going to meet your organization they're going to leave for something that's within 20 minutes and a half hour commandments so as you can see we're able to get some information from Denmark Kohler Sheboygan from rivers and elders and relative to their support staff structures their lows and their highs and you know I studied this and look through it for the most part we're in a hunt you know we're in a hunt there were some places where we were a little lower but we're a little higher okay so um for what it's worth I just want to make sure that that's on our radar yeah I appreciate that evil yes Tony thankful and I just
092wanted to confirm are these proposed step increases in line with uh with the budget that we have yes thank you okay any other discussion um so uh the recommendation uh we have a first and a second to um have a pro with the proposed restructure of the paraprofessional clerical staff structure all those in favor signify by saying I I any opposed right looking carries thank you for the discussion everybody um okay so our next new business item is uh a policy review um our bylaws state that we need to have a policy on the agenda twice two times um so this would be the first time this is on there um and so from the recommendation uh from our Administration this would be the first read of that proposed revision on policy 2261.01 parent participation
093in our Title One programs um and the document that you received um received several of them that looked at the original uh and the proposed changes and then also the final documents so do I have a motion in the second uh to accept those uh changes for the first read promotion second okay any discussion about those and um actually Jamie do you want to talk a little bit about um how the student came to the to the board sharing your video so um most of you are aware that we had a title monitorative session I believe it was last month on the 17th when you have a title monitoring session you have a group of people that come to us from the state and they look through several different um sections of title versus Title
094One Title One title two title three out of the sections that were looked at there were 13 sections we have the nine areas where we have to provide more information or they've asked for something different so they take a look at our policies they took they take a look at a lot of our procedures they do take a look at our finances how we've spent money and then they also take a look at results this um this policy that's coming before you is a policy because it was written and accepted when No Child Left Behind was the legislation that we were functioning under now we're functioning everything I'm sorry I'm trying to say every child yeah so Elementary secondary something this something right okay so Essa what you'll see is with the strikethrough version so
095the second one that you have I left in the current policy and then I put strikethroughs through the current policy and put the new language that is really coming directly out of Essa and the suggestion that came to us from the state it just aligns the policy there's a couple number changes you'll see primarily things instead of parent participation it will say parent engagement you'll see a higher level of parent participation in some of the programming and our reporting out you'll also see a removal of programs that we do not partner with folks and yet some other areas where I placed in Jim's new committees where we are having Fair and participation parent engagement parent input so that really is the long and short of this policy we have to submit a policy that takes
096the place of the old one as soon as possible to meet that section of our finding okay any questions for Jamie or discussion at all and uh we also did look at Neola correct yeah what there was so that's the agency that we use that looks at sort of the legal leads and offers language as well so that has also been looked at all right you know the discussion okay so we will put that on then um for a second read at our next meeting at the end of the month extending yes okay um all in favor of uh the uh first read uh signify by saying aye any opposed all right and then we have an out-of-state travel um that we would need a first and a second there's a recommendation to attend the
097FCCLA national competition competition in Denver one student going there um so do I have a motion in a second yeah so this I think last year she went to California yes uh or the student at the time went to California and this student will be going to Colorado so any uh discussion questions about that or information anyone needs based on what was in the board okay all those in favor signify by saying aye aye any opposed great motion period okay um just remarks um from me we uh remember that our second meeting of the month will be a short agenda agenda of a special meeting but then we will also be doing um a meeting of the whole so we'll be a working session for any um agenda items that might come up on there
098so we'll let you know what those are um and that's it just again be aware of a lot of the stuff that's going on Jim rattled off a bunch but um let us know the things that you might attend and just try to be part of those uh as much as you can and future meeting dates um obviously the next one will be the um fourth Tuesday of the month at six o'clock we'll meet for the meeting that I just talked about and I don't believe there are what's up I mean May 23rd thank you um and I do not believe that um there are any other media students our um advisory is over bad hock will meet though I believe we who are supposed to schedule for this week is moved to Thursday and
099we're getting close I think to grabbing some things up I think that they're going to be reviewing you know they're still similar I know the thing that came up with making sure that there's some coordination that the student I mean the athletic okay all right well um that's all for our general agenda we do need to vote to go into closed session uh the Board of Education will vote to convene in closed session for the purpose of considering the following matter considering the employment promotion compensation or performance evaluation data of any public employees over which a governmental body has jurisdiction or exercise responsibility this media is authorized pursuant to section 19.85 subsection 1C of the Wisconsin statute sheets so do I have a motion and a second to go into closed session okay Charlie second
100I think we do need a roll call both um Stacy Selman aye Matthew Spaulding all right okay we'll just take a real short resistance organizers