►
Description
4:00pm Call to Order
• Pledge of Allegiance
• Approval of Agenda
• Public Comments
• Administrative Regulation – HRS-3. Title IX Sexual Harassment and Non-Discrimination
• Recommendation for implementation of Employee Compensation Proposals
➢Payment for Lapsed Sick and Vacation Days
➢Retirement Sick Leave Payout
➢Administrative and Classified Salary Study
• Future Topics
Adjournment
A
C
C
C
E
Well,
as
you
know,
we
presented
the
the
salary
study
and
we
had
the
consultant
go
through
her
PowerPoint
presentation
and
explain
how
they
got
to
where
they
they
got.
And
then
they
also
published
the
public
study
for
everybody
to
review
as
well
and
I.
Guess
we
were
tasked
now
to
come
back
with
what
is
our
implementation,
and
so
we've
worked.
F
A
A
A
A
I
think
we
should
have
a
discussion
here.
We
have
HR
staff
and
ask
questions
if
people
have
them,
but
I
was
also
I
talked
to
our
executive
Summerville,
our
executive
committee,
about
possibly
bringing
us
to
the
work
session
and
just
having
Finance
HR
the
full
board.
I,
don't
know
if
this
is
something
that
operations
on
its
own
can
or
should
approve.
So
I,
don't
know
how
people
feel
about
that.
Any
comments
about
we've,
not
cutting
short,
this
discussion,
but
planning.
This
is
on
our
work
study
on
September,
9th.
D
D
We
have
on
September,
9th
okay,
but
I.
Also,
you
know
think
that
this
would
be
a
good
time
to
clarify,
also
so
that
when
we
do
have
a
conversation,
if
you
know
we
send
it
forward
like
if
this
committee
decides
to
move
that
this
compensation
study
and
yet
three
initiatives,
the
retired
pay,
the
you
know,
gets
moved
to
September
9th
for
full
board
discussion
and
decision.
We.
I
D
D
A
J
I
think
that's
a
good
idea,
because
I
think
it's
going
to
be
extended
discussion
by
the
board.
My
only
caution
is
or
you
don't
want
to
question
the
the
consultant.
What
we
want
to
question
is
hr's
recommendations,
I
think,
to
spend
time
you
know
questioning
the
consultant's
findings,
but
I
think
the
work
session
is
the
proper
place
to
do
it,
because
this
is
a
you
know.
This
is
a
topic
that
all
board
members
have
an
opinion
on.
A
K
E
A
Study
the
study
of
the
compensation
study
and
we've
been
asking
as
the
members
of
the
committee
routinely
because
it
took
18
months
for
the
study
to
come
back
and
it
was
commissioned.
It
was
commissioned
in
May
of
2021.
If
you
go
back,
that
was
the
first
meeting
where
you
said
you
guys
were
doing
this.
You
didn't
import
approval
and
then
is
that
1515
I'm,
sorry
15
16
months
it
was
going
to
be
done
in
January.
It's
gonna
be
done
in
June.
It
was
gonna
be
done
in
July.
A
I
A
E
K
Well
here,
if
I
can
say,
I
think
the
most
important
thing
to
do
is
to
get
this
on
the
table
discussed
at
the
board.
To
do.
Let
us
know
that's
the
most.
If,
if
you
say
we
need
to
bring
it
on
the
base,
then
we
will
pray
on
the
ice
because
we
can't
do
anything
without
U.S.
So
all
we're
asking
for
right
now
is
your
blessing,
so
it
does
I,
don't
think
it
really
matters
how
long
it
took
us
to
get
here.
We
just
need
to
move
Beyond
excellent.
A
A
A
little
bit
at
what
you
guys
presented
and
I
do
have
questions
in
terms
of
you
know
this
there's
the
short
term
in
the
long
term,
right
short
term,
it's
like
425
or
something
off
top
of
my
head.
But
as
this
thing
gathers,
Steam
and
more
people
are
using
it
like
I,
do
have
questions
about
how
it's
sustainable
over
the
long
term,
but
we
could
look
at
those
two
things
separately
from
the
compensation
analysis.
The
compensation
analysis
is
163
pages
of
looking
at
everything.
B
A
H
H
Sick
leave
and
other
things,
that's
a
different,
that's
a
different
topic,
because
that
is
not
a
big
chunk
right
away,
because
because
it's
when
you
turn
it
in
and
that's
you
don't
know
when
that's
going
to
be
turned
in
when
you're
going
to
retire
when
you're
going
to
leave
and
that
type
of
thing.
So
that's
not
going
to
hit
us.
It's
not
going
to
be
something
that
we
have
to.
H
H
That's
that's
some
hard
facts
and
then
it's
a
matter
of
how
soon
we
can
afford
to
implement
whether
we
can
take
it
in
one
big
chunk
or
whether
we're
going
to
have
to
take
it
in
a
couple
chunks
and
that's
going
to
depend
on
some
other
variables.
It's
going
to
depend
on
our
our
Revenue,
based
on
our
millage
this
year.
It's
going
to
it's
going
to
be
based
on.
If
we
can
borrow
a
head
by
using
Esther
funds,
I
mean.
H
L
And
that's
I,
don't
know
I'm
sure
you
know,
I,
don't
know
what
else
they
can
do
except
answer
board
questions
explain
how
they
arrived
at
what
they
were
arrived
at
and
that's
on
lots
of
terms
about
the
time
period,
but
Alice's
right
implementations,
but
we've
been
encouraging.
So
you
know
I
think
I
think
we
need
to
look
at
the
timetable
after
the
the.
A
G
Kathy
yeah
I
I
just
want
to
say
that
I
think
the
report
from
the
consulting
company
and
their
recommendations
are
pretty
spot
on
they
they've,
given
us
options
on
how
to
pay
for
it.
I
you
know,
like
David,
said
we're
not
going
to
question
the
mythology
of
the
report.
I,
don't
believe
we
hired
them
to
do
that.
So
they've
made
some
recommendations
in
terms
and
that's
where
I
would
start
the
conversation
I.
L
E
One
and
two:
what's
the
impact
of
102?
Is
there
an
impact?
Well,
we've
talked
about.
You
know
what
what
were
our
desired
results
and
we
indicated
those
on
the
the
recommendation
as
well.
You
know
one
of
the
biggest
ones
is
the
reduction
in
instructional
hours
lost
by
have
an
initiative
so
that
teachers
and
staff
don't
use
their.
You
know
use
a
lot
of
days
because
you
can't
get
back
once
the
instruction
hours
are
lost.
You
can't
get
those
things
back
and
I.
Think
Matt
has
some
numbers
regarding
the
number
of
launch.
E
Is
when
you
have
an
employee
who
has
their
90
days,
sick
days
and
they're,
because
they're
coming
to
work
all
the
time,
so
at
the
end
of
the
they
accrue
any
about
about
90
days,
then
they
they
lose
those
days.
So
we're
looking
at
trying
to
reward
them
for
coming
to
work,
even
though
they're
losing
their
days
and
a
half
of
their
daily
rate
that
they've
lost
in
order
to
reward
them.
For
you
know,
thank
you
for
coming
to
work
and
you
know
and
working
hard,
so
retirement
Max
is
90..
Yes,
sir.
M
Okay
yeah,
but
you
know
over
the
last
three
years
you've
had
572
632
lost
instructional
hours,
and
that
amounts
to
about
76
350
days
when
you
multiply
that
kind
of
seven
and
a
half
hour
a
day.
So
that's
a
significant
amount
of
instructional
time
where
kids
are
not
sitting
in
front
of
a
certified
teacher.
H
K
D
Like
this
and
and
my
my
only
questions
and
just
to
clarify
this
is
never
I
was
not
questioning
the
report.
I
was
wanted
more
time
to
ask
you
guys
about
your
opinions
of
recruitment.
Specifically,
what
was
brought
up
last
time
was
what
is
the
the
basic
percent
increase
for
admin
and
classified
and
I
think
it
reported
said,
like
nine
point
whatever
and
Colonel
Guyer
and
Kathy
they,
since
you
guys
right
here
at
the
last
one
I
believe
that
Tanya
when
asked
how
much
was
a
percent
increase
or
certified
teachers
right?
I
D
D
K
D
B
D
C
I
D
I
K
A
F
A
So,
let's
we
have
three
things
going
on
right.
So
if
we
talk
about
50
payout
initiative
number
two
and
we
talk
about,
we
could
do
it
at
the
next
board
meeting
versus
the
work
session.
It
was
never
going
to
get
done
before
the
next
four
meeting,
because
this
committee
does
not
have
the
power
to
improve
it
on
its
own.
We
could
bring
it
to
the
board
work
that
which
is
next
Tuesday,
but
I.
Don't
think
that
buys
us
anything
in
terms
of
because
we're.
A
F
A
Don't
think
that
there's
a
big
advantage
to
bringing
it
in
before
September
9th,
but
if
the
human
resource
department
wants
to
get
that
out
to
the
public-
and
you
know,
I
think
we
could
possibly
have
a
motion
to
bring
that
to
the
full
board
the
next
business
session.
The
reason
I
liked
compensation
on
the
work
session
is
having
been
on
operations
now,
18
or
so
months.
You
look
at
this.
A
I
really
felt
like
the
finance
piece
was
every
bit,
if
not
a
little
bit
more
important
than
the
HR
piece,
because
you
guys
have
said
we
looked
at
it.
We
did
this
study,
here's
what
we
need.
How
do
we
pay
for
it
is.
The
next
is
the
more
challenging
question
so
I
felt
like
it
was
odd
to
kind
of
come
out
of
just
out
of
operations.
K
A
The
recommendation
oh
I,
know
and
understand
that
from
a
political
Wing
you
know,
in
other
words,
I
was
like.
Maybe
you
should
go
to
operations
and
then
be
tossed
around
Finance,
so
that
Colonel,
Guyer
and
Dr
Wisniewski
and
those
folks
could
kind
of
have
their
input,
and
but
with
this
work
session
coming
up
on
September
9th,
it
seemed
like
this
is
a
good
work
session
topic.
A
D
A
M
C
B
C
B
A
I
have
one
question
for
discussion
on
the
sick,
Pam
very
much
in
favor
of
it.
My
parents
benefit
greatly
from
that
when
they
retire
there's
a
difference
when
the
teachers
teachers
can't
miss
an
answer,
because
we
have
to
get
us
up
right
I
mean
that
you,
it's
not
a
job
coping
aside,
that
you
can
really
do
from
home.
What's
our
work
from
home
policy,
postcoding
and
I
know,
that's
probably
not
something
you
were
prepared
to
answer
today.
Do
we
have
one.
E
I
K
K
D
C
D
A
D
J
C
M
M
So
five
is
just
kind
of
a
magic
number
that
we
default
to
whenever
we
talk
about
retention,
and
so
in
the
case
of
somebody
coming
into
the
district
from
out
of
district
with
bringing
their
own
sick
days,
it
seems
that
they
should
be
able
to
invest
five
years
of
investment
within
Beaufort
County
School
District
kids.
In
order
to
be
able
to
take
advantage
of
this
condition
of
employment,
mm-hmm.
M
M
J
D
E
D
A
B
D
D
B
D
C
C
D
D
D
A
L
B
B
L
L
B
A
With
smoke
because
it
was
the
1970s
and
you
got
a
teacher's
Lane
if
we
gave
the
teachers
a
raise,
then
came
back
with
a
study
that
we
commissioned
that
showed
that
administrative
and
classified
staff
warranted
a
higher
raise.
What
would
be
the
morale
of
that
teacher's
lounge?
It
would
be
we
got,
and
let
me
tell
you
from
a
parent
standpoint
if
the
teacher
shortage
that
it's
freaking
out
parents
right
now.
C
A
L
Is
not
the
same
I
mean
we
had
15
000.
If
you
get
ten
percent
more
from
40
000
you're
getting
12
more,
you
know,
oh
I
mean
eight
percent,
then
eight
percent
is
much
more
than
ten
percent.
It's
relative
to
what
they
starting
and
what
they're,
making
two
I
mean.
If
they've
been
not
making
nearly
as
one
term
you're
giving
them
a
percentage,
I
mean
you're,
giving
them
a
million
dollar
amount
of
Base,
and
that's
what
that's?
What
teachers.
H
Reflected
this
is
an
economist,
but
the
market
determines
the
salary,
the
the
market,
there's
teachers
market
and
it's
a
really
difficult
market
right
now
and
that's
causing
salaries
to
go
Nationwide
in
the
teacher's
Market.
When
you
start
talking
classified-
and
you
start
you're
talking
a
different
market,
and
so
you
have
to
look
at
the
market
in
the
area
that
you
live
in,
for
people
like
social
workers
and
so
on.
H
H
H
D
D
D
L
D
Don't
you
think
that
there
should
be
do
I
mean
we
had
a
30-minute
discussion
about
this
report
about
the
fact
that
we
hadn't
really
had
a
chance
to
delve
into
it?
So
that
was
my
hope
today
to
do
that,
and
also
I'm
really
interested
to
hear
Matt
on
yours
and
Dale's
analysis
comparison
between
the
levels.
How
did
that?
How
did
that
change?
I'd,
love
to
say
what
your
thoughts
are
on,
that
recommendation
can.
D
G
G
Thanks
well,
actually,
what
I
was
going
to
say:
colonel
Guyer
covered
it's
important
to
note
that
our
social
workers
and
nurses,
occupational
and
physical
therapists,
who
are
tough
to
get
that
they
were
covered
in
this
study,
and
you
know
I
think
that
we,
let's
focus
on
those
folks.
If
we're
trying
to
make
you
know
a
comparison
of
you
know,
teacher
salaries
versus
administrators
I
say
these
people
were
have
been
underpaid.
G
A
And
I
don't
disagree
and
I
just
want
to
make
one
final
comment.
One
of
my
questions,
slash
concerns
about
this
study
is
why
we
didn't
include
teachers,
because
when
I
was
yeah,
Horry
County,
let's
get
it
wrong,
did
the
same
group
and
the
same
study
they
did.
They
did
a
market
analysis
with
teachers
and
I
think
that
it.
A
A
M
For
teachers,
I
don't
want
that
to
go
on
record
because
we
spent
hours
and
hours
and
hours
studying
the
market
studying
competitive
districts,
comparing
it
with
the
cost
of
living
in
Beaufort
County.
So
I
don't
want
that
to
come
out
of
this
committee
that
we
just
picked
an
arbitrary
number.
That
number
was
was
deliberately
and
intentionally
brought
forward
to
the
board.
And
while
we
thank
you
for
the
salary
study,
you
still
wanted
that
salary
study
at
fifty
thousand
dollars,
not
a
salary
study
that
comes
with
fine.
D
M
D
E
E
When
I
went
through
it
a
few
times,
we're
probably
looking
at
maybe
12
to
15
positions,
I
think
may
have
may
have
changed
on
the
on
the
salaries,
but
it
may
have
gone
from
a
a
10,
a
101
to
a
106
or
a
203
to
a
206
or
204..
There
wasn't
a
whole
lot
of
those
inward
that
were
changed,
but
I
mean
I,
could
re-review
it
and
tell
you
exactly.
D
C
F
E
E
E
So
you
know
so
and
that's
how
they
generated
this
by
their
recommendations
for
the
the
market
study
and
where
they
thought
that,
based
on
the
duties
and
responsibilities
from
the
job
question,
content
questionnaire
that
each
of
the
employees
completed
as
well,
and
the
duty
responsibilities,
coupled
with
the
market
value
and
looking
at
other
positions
within
the
other
school
districts
or
other
organizations
that
they
they
pulled.
Information
from.
They
believed
that
they
needed
to
be
either
elevated
or
remain
on
the
same
level.
Okay,.
D
D
So
so
was
it?
Was
it
the
hourly
wage
that
drove
the
changes?
You
know
what
I
mean
like
so
now:
okay,
anybody
that's
making
between
12
and
25
an
hour.
They
would
now
be
a
101
and
that's
only
our
bus
monitors
I
mean.
Can
you
just
explain
this
one
because
I
know
we're
gonna
I'm
gonna
get
questions
about
this
so.
E
H
E
Two
103
104
105
and
also
through
each
step
as
well,
so
that
way
everything
was
equal
and
and
not
this
first,
this
job
was
getting
an
eight
percent.
This
one
it's
a
six
percent,
so
they
standardized
it
across
the
board
from
101
to
114..
So
there
are
some
of
those
changes
as
well
that
that
were
indicated
on
the
salary
study.
D
E
K
B
K
L
You
help
drive
those
decisions
for
in
terms
of
their
recommendation
or
changes.
Here's
what
I'm
thinking
as
I'm
understanding,
I'm
understanding
that
they
looked
at
our
categories
and
said
that
this
person
is
in
the
wrong
category
and
they
adjusted
the
category
of
suggestions
to
you.
When
you
looked
at
it
and
said
well,
we've
got
it
in
this
category
because
could
be
because
it's
been
there
for
20
years
whatever
and
and
then
you
know
sort
of
the
differences,
but
the
changes
that
were
made
were
were
Equitable
in
terms
of
movement
from
fifth
year
to
sixth
year.
L
E
J
H
H
D
A
A
I
went
to
the
public
comics
and
it
was
the
Catholic
church
and
it
was
Crystal
Lake
group,
and
it
was
the
Meridian
Community
right,
like
people
were
getting
impacted,
and
so,
when
your
County
Council
hadn't
prioritized,
it
was
going
to
be
most
impacted,
who's
going
to
be
the
least
impacted,
and
that's
the
political
Mark
of
all
these
decisions,
so
I
feel
like
as
a
board
member.
We
have
to
do
is
question
this.
So.
A
There
is
I
mean
in
an
Ideal
World.
We
would
pay
teachers
tons
of
money,
we
would
have
lots
of
bus
drivers.
We
would
have
nurses
that
you
know
we
would
have
all
these
things.
We
have
limited
resources
and
they're
also
taxpayer
resources.
So
we
have
to
generate
public
support
for
them
for
spending
that
money.
B
A
Think
a
lot
of
this,
it's
not
a
question
of
did
they
do
a
good
job?
Do
they
do
an
adequate?
It's
sort
of
helping
us
understand
that
this
isn't
what
we
do
all
day
so
that
we
can
improve
large
sums
of
taxpayer
dollars
and
justify
it
to
either
the
employees
or
to
the
taxpayers,
which
is
more
of
my
my
seen
on
District
11.
A
B
A
Done
differently,
it
just
creates
some
friction
and
we
need
to
get
to
the
bottom
when
we
need
to
be
able
to
ask
these
questions
so
that
when
someone
says
hey,
why
didn't
I?
Hey?
That's
not
fair!
We
can
explain
how
this
all
came
about
and
I
had
this
conversation
with
Robert
awning,
all
the
time.
I'm,
not
an
engineer.
I'm,
not
questioning
his
engineering,
but
but
I
have
to
explain
it
to
people
and
I
have
to
get
their
support
for
it.
A
So
that's
the
whole
thing,
I'm,
not
a
politician,
but
that's
what
I've
learned
in
18
months,
so
the
school
board,
it's
all
about
priorities
and
being
able
to
explain
it
to
people.
So
I
think
that
this
looks
good.
The
only
reason
I
suggest
you
as
a
work
session
is
because
it's
going
to
generate
conversation.
It
should
be
before
the
full
board.
I
think
all
the
you
know.
The
different
players
should
be
involved
and
since
we've
had
that
one
coming
up,
I
think
that
makes
just
the
most
sense
and
to
Mr
Hunt's
Point.
A
You
know
with
all
the
work
that
was
done
on
the
classified
salaries.
I
think
if
we
want
to
bring
any
of
that
material
that
was
gone
that
went
into
that
decision,
making
any
Market
comparison
that
you
guys
did
internally
on
the
certified
I
think
that
would
be
helpful
at
a
work
session
to
kind
of
just
understand
and
make
sure
that
people
don't
feel
wrongly
feel
incorrectly
that
something
you
know
unfair
was
done
or
something
that
I'm
so
anyways.
G
G
D
That
there
was
some
changes
in
the
position,
titles
and
the
levels
and
I
just
needed.
Some
as
I
was
studying.
The
report
needed
some
clarification
on
the
thought
process
behind
it
and
and
what
it
meant
I
needed
to
make
sure
nothing
went
backwards.
Even
though
I
think
I'd
read
that
in
reported
that
it
said
that
nothing
was
going
to
go.
Okay.
E
We
tried
to
stay
out
of
a
salary
study
and
the
results
as
much
as
possible
that
way
it
it
didn't,
have
our
thumbprint
on
it.
There
were
some
positions
that
they
asked
us
about
were
like
some
of
the
hard
to
feel
ones
and,
of
course
we
gave
them
our
importance
on
that.
But
for
the
most
part
we
stayed
out
of
the
salary
study.
A
But
I
do
think
that
when,
if
that
does
go
to
the
work
session,
bring
it
in
if
you
wanted
to,
or
at
least
have
it
available
for
questions
sort
of
the
market
analysis
and
some
of
the
methodology
that
went
into
the
certified
as
well.
So
that
people
know
that,
even
though
we
just
focused
on
classified
with
this
study
that
due
diligence
was
done,
because
that's
a
big
deal
that
you
know
the
teacher's
salary.
That
was
a
big
important
thing
to.
A
A
E
F
A
Inclusion
on
these
HR
issues
we're
going
to
bring
a
sick
day
payout
initiative,
one
and
initiative
two
to
the
board
business
session
on
Tuesday
September
6th,
where
we
have
a
motion
recommending
approval
of
that
and
then
the
compensation
study
for
discussion
and
potential
approval
on
Friday
yeah
and
that
I
think
that
pretty
much
concludes
the
HR
portion
of
the
evening.
You
can
tell
us.
N
A
N
D
G
N
N
N
Or
what
it
what
it
will
do
is
it
will
provide
more
clarification
and
make
it
easier
for
you
implementing
the
policies
for
Title
IX.
It's
to
make
it
more
I
guess
you
would
say
more
elaborate,
more
detail
and
help
to
elaborate
on
our
existing
policy
to
make
it.
You
know
easier
for
implementation.
Okay,.