Beaufort County, South Carolina Beaufort County Board of Education, 12 Oct 2022

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From YouTube: Beaufort County Board of Education Operations Committee, 3:30PM

Description

Agenda
3:30pm Call to Order
• Pledge of Allegiance
• Approval of Agenda
• Public Comments
• October 12, 2022, Committee Meeting Minutes
• OE-4 Personnel Administration
• Future Topics
Adjournment

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Board of Education operations.

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um Here with myself and Trisha Goodrich uh off of the committee- and we did not have any board members online at this time, uh so our first order of business is the Pledge of Allegiance words.

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I pledge allegiance to the flag of the United States of America and to the Republic for which it stands. One nation under God, indivisible with liberties,.

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Second, that all in favor bye, it's unanimous two with one.

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D

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We have any public comments, we can go. Oh, we need to approve the October 12th.

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Committee meeting minutes.

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All right, OE, Personnel, Administration, Ms Walton. Do you want to kick it off or do we have a plan for having one of presenters.

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So I I am a team here with me today and they're here, because they are experts when specific hearings later so they're uh as we go through our presentation today. You know and your questions that you need to ask the answers again. So I'm just going to quickly understand I think you might already know I'm gonna start with uh refugees.

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Officer Robinson is our benefits administrator. A new Parker is our evaluations soon.

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Is our Talent acquisition, Donald Swinton is our director of employee services and then Jennifer state is our risk, and in my heart yes, he's a director of HR offers. So we're we're going to go through this.

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And hopefully, this is a much more palatable easy to understand. Work versus our. You know, 35 page I'm, very happy about exactly since yeah, all right so ob4 hour, operational applications, personal Administration.

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So what we've done in this beliefs with policy and requirements that board hats or subtitude?

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And we have broken the report down to cover the story of HR in terms of influence. However, the current employees that employment processes, how we developed employees, how we evaluate and compensate Focus the University of HR other superintendent's interpretation.

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And assistant, oh, he had 14 substances. We um took each subsection and outlined it to show what was included in that specific subject, and in this we included numbers facts.

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We included also with this artifacts for you and I'm sure you've gone through this to read and you've noticed I think also including hyperlinks. So you can get to some of these programs or documents.

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um Don't think you want me to those really really executive summary, so I'm not going to do that this year, specifically you're not going to do that, so we're going to walk through the executive summary, but not very many specifics and I'll walk through, but you can use your summary. You know to go back with your opportunity and.

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um His way in do you prefer to have questions as we go.

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Or hello, questions to the end, I think we would like you to ask those questions as we could, because we're going to cover each slide it that covers different section of HR and the questions will probably be fresh in your mind as we go soon so Robin. If you will put that, of course,.

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Just before you start handling, were you able to access the headlines.

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I mean with like which ones I.

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Mean I just couldn't you.

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Know what ended up happening um I tried to do that when I was working.

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Yes, when we print um when I printed, this object I scanned a whole document rather than sending the PDF with the hyperlinks attached. So it's blue on here, but when I scanned the whole, because I want you to have the entire packet, um it didn't die from the extended transfer, which I will send those to Robin and you'll. Have those okay.

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So we're going to start with recruitment and what we're going to try to do here with each one of these um subsections is to explain to you what your processes are in interactive covenants to make sure that it's handled ones, systems we use what process we use and how we actually walk from the beginning to the middle and end on how so I'm going to start with this building. He was on top of me about everything she does as a talent acquisition specialist and how we actually functioning as an improvements.

C

Okay, so recruitment, starting with recruiting relationships, are absolutely they're, actually crucial and so part of this part of building our own Talent pipeline includes the hosting of student Arts interns, practicums and teachers this year for the 2223 school year we are actually hosting 95, and if you look at the left side, our chart on the left represents the college and the university Partnerships that we actively have. So you can see our neighbors uscb. We have the most uh student teachers, practicums interns for them, um and then the list continues down.

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Some of the programs are online programs as well. We also have to the right. So if we take a look over to the right, that chart represents all of the different certification levels of those 95 students, so you can see our largest at 61 is child. Is it early childhood and Elementary education?

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Now, when you look at that number 61, that number looks very high, what's really great, and what I'd love to point out about this is that, even though they're here for the 22-23 school year, when we talk about interns, when we talk about practicum, so we talk about student teachers, some of these could be sophomores. Some of them could be Juniors.

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Some of them could be seniors, so some of them will be eligible for IR right now, but some of them were actively working to build those relationships, build those connections with the schools, so once they're done with their intern, once they're done with their.

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Their hours, whatever that may be we're able to help, get them into the district as well.

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That very early, so just.

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Want to clarification when you say.

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There's certification: these are certifications going or not.

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Certifications.

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Yes, so these are the school programs and how many of them are online. So if you take a look at the college and university programs, do we have on here so Liberty University, Grand, Canyon, University.

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Those are the two that are.

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Yeah but the rest of them are in the classroom so.

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It just depends on what year the student is, so if they're sophomores, they may just be in and out for a couple hours for you know, um and then for some of the others they could be in for longer.

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Okay, so, like we said relationships, they really are key, so this starts when a vacancy is posted. Sometimes it even starts before them. But if we take a look, this is just a flow chart sample of of how we actively.

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So when a vacancy is posted and times will jump into handshake, this is one of our recruiting platforms that we're going to dive into on the next slide. Then it really jumps into once we're on handshake. We have all of our panics, that's where we start with electronic conversations. We then delve into phone conversations Zoom conversations, whatever means of conversation is best whatever method of communication is best for that candidate.

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What we do that also includes text messages too. Now this could be the electronic conversations phone conversations, Zoom conversations. This could be over a period of months. Over a period of years, we have a student from South Carolina that we had actually been with her talking to her for the past year. So it's been a whole year and she had applied to a position from.

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Last year wasn't quite ready.

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But we continued to work now when we have all of these electronic conversations phone conversations, Zoom conversations, I'd love to highlight the top seven competitive advantages, because we are building relationships that not only building relationships but talking about what we offer so the comprehensive induction program, especially for new grads. That is crucial. That is key, especially that it's two years. You know, that's not something that's offered every everywhere. Also the no cost at her single Child Care handshake is great because it's not just new grants.

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It's anybody who's interested in finding a job or an opportunity, and so, if, if they've been teaching for years, that could be something that also would interest them with educational support for teachers, professional developments, mentoring programs, then.

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Compensation retention bonus, cost of living. When we build those relationships, we really tie in the location where we are the weather, the lifestyle different things that they like to do our benefits and retirement packages and then also our Metropolitan processing and then jumping back into that. Once we have them hooked, we go into Apple truck, so Apple track is our system where we fully bet them. We can then invite them to our job fairs. We just hosted a.

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There we'll also be hosting a spring one and then from there we connect them with the principals. Then we go through the job offers the hiring documents, the orientation. So it really is a comprehensive plan. Sometimes it takes days depending on when they start the process. Sometimes it takes years this one.

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Okay, so this is handshake. This is our platform that I mentioned briefly in the previous slide, but when you first log into handshake, this is what you see. So this is comprehensive too, just like our our recruiting life cycle is so, if you look on the left side over here, a couple things that I would love to highlight um are candidates. So if you talk about candidates, each person on our team possibility to send out a thousand messages each day.

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So, what's really nice is we're able to reach 3 000 potential candidates um that are that are interested in teaching on a regular basis, we're going in um something that we're very excited to do. If.

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You look at the.

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Top right: that's where you can see our messages, so we get messages back from our candidates. Now, when we go into that candidate hub, we have basic filters, you can filter by Major. You can filter by graduation dates. You also have the ability to filter by Major. We have advanced filters too, so we can filter by institution type. When we get to institution type, that's really great, because we can filter by Hispanic serving institutions. We can filter by hbcus Native Americans, and then we can.

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Into additional filters that include like diversity, inclusions and institutions and then also extracurriculars so.

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Have like degree, organizations the common Minister programs in regards to like science and math like the Natural Science Teachers Association, so you can use all of these additional filters to really Target what we're looking for and the jobs that we have posted. We can create different segments and campaigns to really hit those specific candidates and then what's really nice too. This platform allows us to sign up for all of our virtual and in-person job fairs. So last month we attended in-person App State, but then we have Kutztown University, which is in Pennsylvania coming up.

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That's an online one, so we'll be able to reach all of those candidates. um We have gone last year to Iowa Northern Iowa, so it really allows us to reach the entire country uh Texas A M Alabama state. So we really have been able to cast this wide net and then also invite them into our job fairs.

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We host our events here and then what we'll do is we'll host a little bit later, we'll do a 12-7 12-5 so that we can really accommodate those Midwest and Western candidates and itching it's really targeted to colleges right.

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So it's targeted if you notice, especially for the career fairs, it's targeted to new grads in perspective. You can sign up when you're a freshman, but when you sign up when you're graduating you can stay in that system. That's not what you want to it's.

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C

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To apology, but it is pretty particular it's not a job done. This is how much it's for colleges to kind of, because it says here, like you're, not requested on campus. So it's really geared towards people coming into the job.

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A day recruits per day, I mean how do you? How do you get those? Yes? So what's really nice is handshake they, so we they have these Partnerships with all the colleges and universities, so they're, adding new ones every day. So what we do is we continue to build a relationships with these colleges and universities too, and what they do is they then register all their students. So it's this massive database and what will happen is whether they're freshers sophomores change. That's why the filters are so important.

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But what will happen is they can stay in that system if it's linked to like their College email address for as long as they want? So, even though it really is geared for college, we do reach out to when we send those 3 000 messages a day. We will have people that have been teaching. You know for five six, seven years that I've always wanted to relocate. It's really cool, send.

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All those advantages you know when you really structure it just like you saw on there and they will come back. You know they'll, say I've always always wanted to live here and I'd love to learn more than at least a phone conversation and then getting them into our applicants. And can you target it just to like some of our higher needed areas, certification, just bad.

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B

That's what the.

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Major categories works really well, so special education, secondary education, great filter, you can go secondary education. You can do the graduation date, so we just had December grads coming up, but then you can go a step further and you can go to like the different organizations. So you could go to the National Association. You know for science, teachers sure if it were secondary science teachers.

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So two questions. One.

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How long have we.

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Been doing a check so.

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This is our second year. I think this is a great initiative. Have.

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Considered handshake.

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So, to meet our hiring whole assessor.

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So we have looked in the handshake premium. Yes,.

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But we do get excited you.

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All of us, when we go in in the mornings to look in the operating corner, to see what messages we.

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Minutes that are interested and set up those phone calls to set up those zooms.

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And um are you tracking, like.

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Rate from handshake to interview to potential.

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Really nice is that's one of the new things that we are working to add on our online applications.

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Because this is so new, how did you find out about us too so be engaging? Those are really great idea that we replace addition increase, because it was we found an awesome moment. They just really worked out for research on price went up this year because we Advanced students, so they tailored to us at work.

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To your question, then, so we can track like from start to finish, who is employed with us because of having been contacted by Andrew. So what we have to do is take all of our new hires we have to then so we have to work to do this, so we take all of the sending buyers and then we they have to import that and they have to pull that list.

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Actually, education, the education side of handshake is one of their newest sets. It's something that they haven't. Really you.

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They're, actually working with.

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Us they're working with.

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Them so we have these monthly meetings, and so we give them continue to see that too. So that was your question. Wasn't one of the questions that we had to actually asked.

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Them in one of.

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C

All right, thank you. Thank you.

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I just thought right about the primary college students of handshake um next and talk about our next section, which is marketing. This is a more broad-based um approach to people that maybe not knew out of college, but people that come here to visit because they want.

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To live here and all of that well.

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In all I'd say is I.

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Think one thing I'm always interested in seeing is like what we're doing the combat in the presidential times and new initiatives and to me this is like a new initiative.

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Yeah we're very excited.

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So marketing uh this is a marketing effort that you just started on this past morning. uh This marketing up was used to recruit experience surrounding counties that that teachers may be resigning for at the.

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End of the school year or relocating.

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um And we started this last spring because a lot of people send out their intent forms.

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To come back the following him in January, so we decided.

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To be able to start this happen in March.

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To uh to resell sieges, uh the company has.

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Worked with us and tailored uh the recruitment effort uh to the needs of your account, I, don't know if you guys are familiar with uh Geo fencing.

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I had my idea what it was until I spoke with the company, but I thought it was very, very unique.

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Awareness of setting up virtual boundaries around the point of area that track whatever. Whenever someone goes into.

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On your expectations and a.

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Little few other counties uh marketing strategy uh they used. We used radio ads uh again, geofencing enhance targeting uh display ads uh I, don't know if you guys had an opportunity to see that, but uh in certain areas around Beaufort County uh Charleston and the Charleston area, where there were Billboards, we had six billboards and we also had a radioactive that applied to that bill. Targeted email with other, which also went along with Geo, fencing um social media, ads, Target, audio.

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So this is a billboard admission.

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That that also went along with the.

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So I um would be interesting if you mentioned the number of passes.

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You know places where we have high traffic high volume of potential candidates.

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Where they thought students graduating college.

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um You know senior citizen level. Why I don't really understand so like like how do they do that? How.

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And I had to kind of research this myself, um it was set up some virtual boundaries, so they have like a Central Area inside of uh Target and that area kind of uh span uh fan out. So as soon as you reach that area, you will receive a notification on your phone. They don't have to have any information. I, don't guess I! Guess it's just as soon as your home gets in that area. Yeah.

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What beautiful and if.

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Am so off base you? Let me know, because this is again like Alice says it's not where when you throw up um so what are they? What are we sending like like? So if a student, you know or if somebody wants it with their cell phone detainer I was just there. I didn't get any notifications.

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Notifications on your any kind of get notifications on your phone.

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On social media, so if you're in that vicinity- and you have your location next time- you go on Facebook or if you.

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Go it might not be immediate yeah.

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B

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You know what, because that is weird: how that happens.

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Okay, geofencing: it's.

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Good indication that your location services.

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So, if you're traveling, so if you're out of town I was at Houston reason, yeah and while in Houston something popped up.

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In Houston, and it was because my location.

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H

H

So alternative uh certification.

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Routes, this is another recruiting effort to uh attract.

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And bring employees on through an alternative routes and certification.

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As you can see, I can't see it, but.

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There are about when I started in this position. They were about three alternative routes to certification. There.

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Was an agency to teach thanks.

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It was ABC teach, it was pace.

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And American Bull uh and I've now as a teachable America. So before now you have in Canton. Now you have a Carolina cap uh teachers of tomorrow and teach program represented So.

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Currently, we have uh 73 teachers holding an alternative, certifications.

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H

That's including all the wraps that you see.

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B

A

Of digress for just a second, because I've heard about some of these alternative things: they've customers, that candidate have to pay something. Yes,.

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Because they're getting cheaper competition.

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Events just seems crazy, like three thousand dollars or something it's one of these programs.

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Over the course of three years, that is, for the materials, the application fee is a one-time application fee watching the program I.

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Have favorite materials, so you think about if you have to go back to congratulations. So this is like.

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You don't take it.

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The forces that you take they are, they are tailored on weekends specific, so you go up once one time and paying three thousand dollars to get that certification is well worth it. So.

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These are people that already have bachelor's degrees.

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E

A lot of times, they're career Changers, become enormous failure. She mentioned about Ace, and so some of those Career and Technical Fields.

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Sometimes these folks come with like Auto Body Experience already industry.

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Specific experience that want to become teachers- and so that's those are a lot of these candidates as well, that have that opportunity and I think one more piece about this Reggie is that with the um um alternative certification route that allows them, like Miss Walton, said to be in the school working receiving a salary, whereas if they go back to college now, they're.

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Paying tuition.

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About when they do their student internship, that's.

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Unpaid internship.

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So I'm sorry, let's say hypothetically fancy land in math and it's.

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Not a teacher suggested.

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Math teachers still be a three year program and um they would be getting paid. What would they put their roles.

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At a bachelor's degree,.

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So it's just another like professional.

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Development that you have to do yeah and.

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I can tell you.

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This that we are working on having our own alternative certification programs, yes, so that we recruit our internal candidates and trains program and eventually I'm sorry.

C

What's the is there a pushback on people doing.

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This or is there are people like, okay, goodness, I have a patent Board of teaching or they're like oh I, don't want to do I'm just wondering because.

D

It seems, like I've, heard a lot of things about.

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People machine that they could become a teacher said.

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Such a hassle, Etc et cetera, do you hear pushback.

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On these, or do you think they just don't know about they know about it? For.

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The most part like this, the state department used to come down. Yes,.

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um It would be here the trainer here and our own coaches here and certified here through the state department. So we're going to application consists right.

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Everyone in Charleston I mean.

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I'm surprised that the state's been allow the districts to to do that that I.

B

Think it makes a lot of sense.

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Really, yes, it.

B

Makes a lot of sense that.

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Way, you're, you know in the classroom and I.

C

Right I should say we're actually looking to start with our critical needs areas like we highlighted map and science. So we.

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Middle School.

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C

High school, it's other things that there will be a lot of inspired people that maybe wanted.

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Retire from their jobs.

A

um How are numbers increased? Because how long have we been doing this? It seems I'm just excited, because it seems like a really good solution. We've been.

H

Doing it down to when I started this year,.

C

C

Yeah I would think so. Yeah.

H

Career technology becoming experience, we have a teacher.

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At um he's been a chef for a while, so.

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He went through the campground, so they gave him the Masters.

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With uh with the experience that he's been in, uh we just had to take to receive this certificate in this past year. He just received this uh his license.

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So now I think, excuse me, you know it's not like you have to wait. They.

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Don't have to go back to school.

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Jump right into start yeah.

C

I just said: I.

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Did not realize okay.

D

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This piece, too, you know we talk about support and development um and uh of our employees.

H

E

Also have one of our district mentors as a case specialist, so um a lot of times you're coming from another industry or you work, you know, and then you retired, and want to become a teacher there's that educational lingo and the special kind of different intricacies and nuances of being an educator and one of our district mentors is designated as a person that will help those Cape people. So that's an extra level of support that they have, in addition to I've, never seen the programs.

C

That's right, thank you.

H

H

Approximately 70 and we have 72 uh International teachers to help with vacancies here in the community 13 uh different countries, uh Supreme 39 of his teachers now own an induction level contractor Rangers production I mean the purpose of that is to provide and support for those three years.

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And expectations.

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H

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uh You know the additional Support also provides them.

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H

The uh with those teachers, you know they come from there from.

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Their countries we uh plan to provide two celebrations. We bring all those International teachers together so that they can meet one another and possibly meet someone from their country. Last year. We did this, it was it was. It was a great experience because yeah once we planned the event, the Jamaican teachers got together. They plan on everybody, a dance song from Jamaica, so this year and the teachers from other countries. You know didn't do this so this year on.

H

The other countries.

H

Whatever so, and so it was good, it was great and we want to do that to make.

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Them as comfortable as possible because they dropped everything, their families, their homes, whatever to come and work without you from here. So we asked him to uh to possibly also bring a cultural dish to share yeah.

H

I wonder what what is barbecue basic person in Tennessee.

C

So, um what's the status of the current available last year? Are we still using them primarily.

I

Are we still using to teach them we have so we have 23. Let me anticipated.

C

C

People brought that from a lot of districts, because South Carolina is retargeted immigration department. It has green um International cleaners and keeping them here and they saw it as a way around immigration. So they have now stated that stated.

C

D

Percent of your total staff, as International teachers.

C

So it stays with forcing everybody to to go back so big um International teachers can only stay five years, I mean does every teacher that come over that comes over has to start with induction year one or do they bring with them some Advanced levels and don't have to go through that.

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I'm just saying by the.

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Time, you finish induction and then you go through a depth. I mean it's almost time to go back to your home country and that's just a lot of stress and.

H

So they have to go through that, yes, ma'am, the.

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State department.

H

Would that issue professional license to an international teacher, because.

I

Because they'll be here for three years and every teacher and that comes to me for County, uh if they're not within the states, it has to become induction. So we.

H

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Made we put them through induction one two and three, because we don't want to add in stressing vacation, because if they, if they don't do well, okay, we can do is providing positions right. So we want to give them support for those three years that, fourth year, they go through a formal evaluation right. The 50th annual gbg contract.

H

So they can't get a containment contract.

C

Those induction years takes them away from the migration piece and stress with having to be back, so they.

B

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Get that full support for those first three years, nothing.

D

Will support no evaluations.

H

But they do get their experience.

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Process, you understand the problem so if they come with a.

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Masters yeah, you know 10 years of experience. This is process. Then we.

D

C

And adduction does not affect yourself, so they can teach for three years and.

D

Every year, right.

C

E

So moving along on we're still on the employment domain here and um we're.

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Talking about volunteers.

E

Because, with the what's, the operational expectation says is that we conduct reasonable background increase on volunteers, and so um we do conduct uh the extensive background increase on all of our employees, which was about 390 new hires last year. But Jen's going to talk to us now about the uh the volunteers. So.

C

In 2021 we were using Vib and so.

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Ended command and we.

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A new better with Sterling and the conjunction with a veterans again for 2122 that did not work out right.

C

um So we put that back out again he's a bit, and so we have a new vendor that we're in the process of getting them starting called Raptor.

C

um The Raptor is used by Charleston Greenville, um have a bunch of other modules that we're hoping to consider once we get the visitor volunteer set up so we're in the process of setting it up now and we will start are rolling out to the schools in Denver.

C

That's where we're at.

A

So, what's the difference? Well,.

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Sterling struggling relied on identicated and identicated related on Sterling, so the volunteer process. Application was cheap parts and it frequently failed.

B

We had about a 10 Fallout.

C

Where it just didn't process through, we had a hard time getting volunteer cards out. I mean the actual background checks by Sterling was.

E

Very nice, so listen if I could just pick from all these.

C

E

Compile my own vendor.

C

It would be great, but it was just so cumbersome and it was difficult for our users um to use and identicate while it worked and work initially for the visitor management, and we had hoped to expand it to the volunteer. It was very rudimentary. It.

A

C

Very sophisticated, whereas Raptors were very sophisticated. It has a lot of options for us. It has volunteer engagement as part of it, so volunteers will have a lot more control, uh be able to send out advice to what they can do. They can communicate like if you were on the SIC, you can communicate there amongst all the SIC within Raptor, um we'll have a lawsuit and they'll have all of the things together, we'll be able to merge everything together, so they are, will allow us to upload all of our existing approvals.

C

So right now, they're going to between two systems, we'll just calculate everything in the Raptor, um so we will be able to have that and we'll have our contractors again. The third system we've been looking at separately. Contractors will also go into Raptor too so.

G

When you look up a home stream on a Raptor, just goes volunteers.

C

Contractors you can have there's an employee module if you want to add it, there's a student model we can add in later, but it's all together, visitors and volunteers. It's just one thing, so it was much more comprehensive. It's much more in-depth. So.

A

um It might be back on identity yeah that.

D

Actually went to Mexico and.

A

D

My picture and why don't they just bring back a.

A

Lot and I'm like why and what they said. They're like we're getting a new thing. So I guess um are we gonna get new, like whatever the secret that you have to wear. It was a black swear, I mean. Is that part of raptor or are we going to try and integrate the equipment.

B

Announcement January.

C

Yes, and what we're doing is we're starting I'm, going to start with a couple schools we're going to start with number four schools um and get them settled and see what the problems are going to start with. Our real tech, savvy schools that have a really good volunteer coordinators um and get them set up and see what the issues are, but it will have now a kiosk. So once you kind of come in and you've kind of been in, you will be able to go in like if you're a volunteer.

C

You can just scan your license. We're gonna! Do it away from the permanent badges it's just going to scan it. Every time scan your license and it will say you'll say oh I'm here and I'm going to be a classroom volunteer today or I'm. A chaperone you'll do the basic stuff and then we'll print up and volunteer that each time it's a real picture, not a Blog and you'll, get that from the receptionist and then we'll be able to track hours.

C

Much better, we'll be able to attract organizations better and we'll have a much better engagement. I'll be able to automatically send out the orientation as opposed to relying on it individual schools to do it. It will be mandatory as part of your process, so I really think it's up being what we're doing.

C

A

Oh, that's excellent and then um so I thought just a quick conversation. We had a comment about wearing matching t-shirts or something with volunteers or groups or whatever. Is that something that we don't really have I, don't know if that's an HR or risk it? It's going to be really volunteered like the rules and regulations are.

C

Not so cumbersome.

A

That no one wants to volunteer right. You.

C

Know they're under Communications, yes, okay, volunteers, now volunteers should have always been in the Communications Department but years ago, again, two several minutes ago. um No one wanted to take it on so.

D

They just said: oh, give it to HR.

C

So they stuck in an HR. So now it's going to be lifted out of HR put in Communications before.

B

C

Management, the administrative.

B

C

In communication, so communication isn't actually hiring someone who.

A

D

C

Taped watching extraordinate.

A

Them because I mean we need volunteers.

C

And we're really excited about the volunteer engagement piece and having volunteers have more access to what's going on and being able to upload the events, so they can sign up for events to get more information and then the organizations that they're involved in this they can communicate within Rapture on those sorts of things too.

B

That's exciting.

C

It is, it won't, be much it's really the next level, it's much nicer.

C

How much does it cost? It doesn't cause any more than identical. We are spending more minutes about 40 000 a year to maintain it, and then we have to spend about sixty thousand dollars for new equipment. So we didn't have co-ops, um but it was time to update the equipment so.

B

C

The schools will have an initial kind of a kiosk, so once you kind of have know what you're doing you can kind of come in and scan and start the whole process and kind of fill it out. You know what's going on, where am I going, who am I doing, but you still have to run it past the receptionist to verify that you are Patricia Federation or who you say you are, and they will get you'll get the badge from them and they will let you into the facility.

F

um So so to you can understand, because we went wrong with it yeah. um She said it's about. First, it's gonna come up way down annually. It's about forty thousand dollars, so with all these uh voluntary programs that we have, they all have annual cops. Yes,.

H

C

Get the kiosk set up for each of the things and the badge printers and.

F

Everything but every school just for one time too.

C

One time payment for this time, do you set up the equipment to to bring it up to speed? And then that's not a recurring pass going forward. The kiosks will be there going forward and those will be kind of.

B

C

The area as you go into the school you'll have those networking.

F

And I'm concerned about the ability, the the plane versus the Badness, because it would become a volunteer and some of them. Well, basically, they had to get a um maybe every time it drops or something and always be identified, and then also uh in terms of Amazon appearance.

C

Pretty much all the vendors have moved away from badges.

A

B

C

Want to have the real-time scanning every single time, even if you're.

G

C

Approved volunteer when you scam your license, it will run it through the sex offender registry. Every time you come in terms, and it makes sure that for because we give, if you're an approved volunteer, it does it for all schools and we'll check that your volunteer status remains active so that if one of the schools had revoked it because of there was no trespass order or we had an extreme order that it will pick it up, whereas a lot of times that they have those badges they're a little bit more relaxed, I.

C

Think about the badges if they had it so having them scan each time and then getting the badge verifies that they are in fact acting. China.

G

C

That's something that we talked about during the RFP is being able to track who was physically in this building, something that we incorporated them in. So, if there's everyone being part of that.

G

Education or anything like that, we're able to account.

C

For too bad, as.

F

C

um Access to the building but volunteer manages when you use them, didn't give them any accents. We don't give access to good volunteers.

F

C

um It was just a badge to hang on there to say I'm in the building, but it did nothing in terms of security.

C

Right and then this, like you mentioned before, we'll, actually have a picture of the volunteers who allows them to verify each time, whereas the badges do not have a picture on them. So that's another security issue. Does it require that you have the photo ID and it will put your picture on it. So it allows that verification that this person is the moment here or the.

B

C

And so I think the biggest problem is.

C

They work around before that and we will be able to have an option for some of our folks that may not have. We will set out what is appropriate ID. So it may be, it's absorbing, and sometimes people may not have an aid, but.

A

Let's say that you like forget it at home when you're trying.

C

To evolved so, but let's say you do forget it at a time when we will go through these procedures, but you've been through your schools many times they will be able to pull up when they type it in. Even though right it will pull up your picture because you've been in before so that point in time is a receptionist. I can say yes, this is you know who's in front of trading offensive to ask yes, so that will help with some of those things from a security standpoint. Okay, this is yeah, that's better.

C

This is much better much better. Well,.

F

I mean yeah in terms of in the past is that that normally that we run that we run the uh people regularly um when they were volunteer. So because we haven't been doing that.

C

So we run them at least annually whenever we decide to do we redo them, but the badge never gave you access into the building. You still had to go through the receptionist and wait in line and be scanned and approved and have your symptoms.

F

Right but my my question was so obviously, I was thinking that, in terms of not nothing bad as you want to give them that access to the building, my terms is my question is in terms of running the background, so we just did it annually, not every time and now we're talking about going every time. This is that is that one.

C

Of the points, what we've always done is the full background check. We do it on like an annual basis typically, but this will run the second threat. We never did run the sex offender registry, this woman, a sex offender registry. Everything from somebody wanted to know.

F

A

I have one comment: I think we should talk about and maybe even a lotion about getting that volunteer piece and putting it into communicating with the public his HR. If it's not an HR thing, it gets communication. It.

C

Shouldn't be 0 week.

A

So I'm a policy chair sitting here when he wants his OE 4.2 right. That's correct!.

C

Only 4.2 is conduct a reasonable background with Empires the inquiries.

A

So hard to use the services of any volunteers.

C

Yeah so, but if they're gonna.

A

If Communications is going to handle.

B

A

B

A

Do you want to bring that join into bring it up as part of my I? Don't need a little bit.

B

A

Do we I just need to bring it up well, I! Guess we need to vote to Senate policy.

C

Just you know, I think in your report in your chair for just student writing and then yeah excellent. Thank you so much.

B

C

Policy, that's all right, we're just moving.

A

Up to another page yeah, we just need to send it to policy.

C

A

Whatever the process we decided on right and I think it is just a committee reports of any other thing.

C

F

C

It's been moved out of HR and it's going to be moved into Communications.

F

Is is the uh is.

B

F

Any any changes in terms of.

F

Bring some different.

C

uh We wouldn't change the policy of the board would have to change the policy. All that all all that is saying is instead of HR and doing right now, they're bringing the report under their HR report right.

B

C

Of coming out of HR, it's brutal will bring the same report under this committee, so yeah.

C

A

Reasonable background immigration checks in prior to using the services of any volunteer who have direct communication with students and I think they move it to OEM communities with.

D

The public agents; secondly,.

C

4.2 yeah, okay, I, think that makes that's a wonderful next.

E

All right, I'm rounding out the uh the domain of um employment on the next slide there. um One of the uh OES, which is I believe, is a 4.3 talks about a science efficient staff to meet the needs of each school, and um we brought this slide for you. So you could see that we do uh have a partnership. Ongoing communication with the budgeting and finance office um assigning sufficient staff has to do a particular um with certified staff in the assignment of the student teacher ratio.

E

So um it would probably be helpful for the board to know what that ratio is and if you take a look on the left column there or the left chart, we have the elementary General Ed teacher funding ratios now prior to covid. What you see where it says: non-high poverty, schools um that was the the standard um funding formula or standard uh Staffing formula. So um when covet hit, um it became apparent that there was a greater learning loss in some institutions rather than other institutions.

E

A lot of times, that's based on high needs, and so um I finance and budgeting work together to put in a I.

B

Guess I say a prorated formula so that high poverty schools, which are identified as greater.

E

Than 55 free reduced lunch um and very high poverty, schools designated at greater than 75 um free reduced meals, and so that funding formula has been adjusted for um a smaller teacher to student ratio and we've done that for the elementary level, um because, of course, early intervention is, is critical. We've done that also for our K-8 institutions and for the Middle School um and as well as a high school. We have I think one high poverty, High School, um that being well branched early college and so their their.

H

Funding formula.

E

In order to meet the sufficient needs of the building um is, is rated differently.

C

B

I have a question.

C

As much as just um thank you, because this is something that that we've talked about, you know um about the need for high poverty schools to maybe not have exact. So when did all this start, this.

E

Started during the last budgeting season so.

C

So for this school year, yes ma'am for this school year, yeah um we have been doing in Staffing. Before we actually put the woman. Together, we had been um setting aside extra staff or high poverty schools.

B

C

It wasn't official, we did not put anything right in yeah last budgeting system uh process. Can we put it so it now is a part. So everybody knows that it is in. Writing is part of form. It is official right and so Alice I think. That's the part that just um I just had this kind of, like overwhelming, like yay.

B

C

I mean we know that we know that school of the high quality need that that student teacher ratio to be um smaller and there's something about putting it in writing because you've always heard the ratio is 25 to 100, yes, 1841 whatever it might be, and so it does blankets to know, though, that in the school- and we know we have schools that are over 75 percent free and reduced.

C

E

Anyway, yeah correct, I think they're about classroom size reduction, teachers.

A

E

That's how we allocated.

A

C

Don't want the article and I think it's great.

A

Where you have some affluent populations, but you also have some really high median populations and they're going to get jammed in for the highest. You know class side. This is not you guys, I'm just saying to Society at large I understand why we're doing it, but it does disadvantage kids that have both.

A

It just is unfortunate because those kids are.

D

Not going to get the benefits well,.

E

They're still Title One schools, and so you know like the Early Childhood Center I'd be creative arts, those archive one skills, and so they do benefit from this Staffing. For.

C

Me this title: one means that you have.

E

C

What is that percent.

E

It depends that's at the purview of the superintendent now I believe. Historically, it's been I think what 62.

C

Somewhere, just.

D

That's correct.

A

C

A

Only issue with that is that goes out for everybody's lunch applications right more or less yes, so, and the high poverty schools is more an assessment of other factors in the area right, like medicine, applicants.

A

High modern school- it's just I think that the hypothesis and I talked about this for 20, because I use obligations for other things, there's more to it. Yes, so the business Advantage High income areas with large low income population.

C

This is not something that's covered in the OE, but we are giving it to you so that you can take a look at back and forth how we look in terms of weird stuff, because it's what bill will be experience.

C

Yeah. Are you at demographics, because I know at some point this year last year we talked about. Let me know demographic if it was. The document is that this tells you each School each position and it looks at the demographics of each class the demographics, of each building down to the percentage of diversity in future. So this is done notice, okay,.

D

C

I think someone actually asked for this information.

C

We always keep the information.

A

Is really standing out to me- and this is just you know- identified transcending with such a large Hispanic English language learning.

D

Population, I really don't think get very few yeah.

A

And I think we're really disadvantaging some.

D

Of the data, that's not, we are but it's nice to have some native speakers. It's cultural.

C

A

C

Anyone that I'm here with somebody else probably was great, if I'm, not mistaken, I believe the state says.

H

C

Know our teachers are these small teachers can have a caseload like 91 unless it's gone down a bit, but I mean we know that that's something yeah.

G

A

I think it's untenable.

C

And it's in it, it's it's, but still it's all these unbunded things from the state that you.

A

Know I would love to walk into schools.

A

Absolutely and I'd love to see that yeah.

C

um One thing I thought was really interesting in this data that you all um provided is the age Rangers.

B

C

Just the quick math, exactly put it in the calculator, but it looks like the age 20 to 25 is like 20 of our total 62 out of 300, and you.

A

Know three: it's like 20, that's.

C

And also just to point out one of the things that our program.

F

H

C

Is when you know the ASC viewers bringing in people in.

B

C

Local community pulling them.

B

C

Our schools yeah well.

F

And I was trying to have a couple of questions, questions.

F

F

B

Terms in terms.

F

Of what people would accept after that University.

A

Yeah, do you want to since we're circling back? We want to get through the whole presentation, then Circle back yeah.

E

C

Training and development.

E

um So this this is a slide that just shows you a two-year comparison um of the ongoing training and development that we have going on in our districts um by new month, and so um this is a a 10 000 foot view of everything that happens, whether it's in instructional Services student services, Human, Resources, even school-based professional development.

E

um So you have a graph there of the offerings.

E

um We have um a professional growth manager, that is on our staff, and that is the person that manages the the house where all of this professional development goes and then can make sure that there's verification of continuing education units, um recertification credits and all of that to make sure that teachers, uh certified staff and even classified staff, have up-to-date uh credentials and training. So.

B

E

This is helpful for us to know the number of things.

C

E

C

I think Mr thrust has always done well with offering candy I mean, there's no reason why someone should get the end of their five year right, um patient and not have been able to have all the points they need. That's right, um is it still my learning plan? It's.

E

Actually called the professional growth.

C

E

But it's, it was formally better.

C

E

On the same platform,.

C

Yeah fun: yes, um yes, ma'am.

C

Education, yeah One.

E

D

E

Well, I guess it all depends. You know on what um there are certain trainings like concussion protocol, that all athletic directors have to make sure their coaches have every year um special education teachers, teachers that work with with high needs populations in terms of special needs populations always have to redo their Crisis Prevention intervention, training, CPI training. So we have those type of annual trainings, even if a teacher goes to become certified as an evaluator or it goes to become a mentor and get that credential that all those kind of trainings are part.

H

Of this, but what you'll also find in.

E

These numbers are individual school-based, trainings, instructional services division. What they work on at the school level are the professional learning communities and so principals have the autonomy to be able to put their professional.

H

Learning communities in.

E

Here as a way of tracking um the employee participation, the other thing is it's big. In our in certification, realm is read to succeed, that's the act on passed by the state, and so we all have to have read to succeed credentials and that can also go in this training. Development, module.

F

B

I, do that so basically also.

F

Then this is also be participated from and then this is people in there, everyone, yeah and all that. Yes,.

G

Local local District provided professional.

B

Development right so.

G

That's whether it's here in the Media Center then we're offering professional development as individual schools. It's not professional development trips. This is professional development that we're offering here in this.

C

F

E

That's correct so, if I go to a conference, I can get recertification credits for attending the conference, but that will not be coming back so.

F

So my question is: if you have you, have a tracking of all that of what we offer and.

E

B

I do have I put.

E

What I do is I pulled these I pulled. This I have a spreadsheet that is pages and pages and pages and lines long um for each one of the events that is listed here and.

F

And for it to be, uh I will say for it to be this much uh in-house training. That is that that is awesome. That does show that that this is a retainable tax return that you are trying to save money, that we're arguing and I was training here, two key people from traveling, and that needs a lot.

E

B

And we've got a lot of really.

E

Brilliant people within the district that can that are fully capable of conducting training. So um that's one of the things that actually keeps teachers in the classroom is having that uh input being able to being.

B

Able to train and being looked at as a.

C

Leader in the district.

C

um Any professional development that we give credit for because we are responsible for renewing certificate, so.

D

We need to verify the professional development is um qualified.

C

To go toward a recertification, those unprofessional development must be ready. So when a principal comes up with I want to do the professional development or anybody, it runs through him, and he says yes, you can do that and.

D

It's not, it does not know activities.

E

Mr Smith I know you're going to ask about classified employees. Those come through me and we operate.

E

Last year we offered a a two-day training. It was actually over four days and so office professionals.

E

um Principals could send them during the summer time to come for a two-day training, and so it was the same training on the first two days and a different training on the second two days, and so that way they had a flexible schedule. So we even tried to make sure that we scheduled it in a way that we could get a maximum participation. So um we are in classified folks, have access to trainings as well.

F

I'm sure they definitely hit the road. Yes,.

H

Every classified.

I

Person that has a bachelor degree we reach out to yes trying to encourage them.

H

Because they're spending time in the classroom with that kid so come on board yeah yeah.

F

I've heard that yeah.

C

So yes, Mr teacher, said Alice mentioned that so when you have to approve the um whatever is being offered for recertification credit and so on, do you confer with ISD to about the content? No.

H

Man, I'm gonna read the content.

C

Thank you, Chinese.

C

And usually they have to come with an explanation of the.

H

D

C

C

Okay, thank you.

E

So we kind of moved into this other part of development I mean that was important just to highlight this program. So we turn this over Mr D's. To talk about emotion,.

H

E

H

As you can see, uh conduction uh contracts I mean um 129.

H

129 systems that are directly along. Those are any teachers that are coming in whether they're International or on fresh.

I

Out of college, so we, as certainly we have 129 induction teachers. We have 87 teachers that are in our 22 and 11 teachers that are actually what is that.

B

H

Great job of supporting this teaching they're needing to principals can contact me and say uh you know this teacher is struggling. uh What can we do.

I

In totally classified.

C

So that's like I'm doing one now. I just want to show up that's like seven percent of our teachers with our brand new teachers, right that seems yeah. So that's.

H

Not what we want to.

C

Teach about history well,.

E

I think with the mentors you want to talk about the specializations and how we have some specialized.

H

Which is which is very important. We have a.

B

H

Personnel campaign.

I

That specializes.

H

I

Especially um so, there's a specifically a consider she she's my go-to person, we have a secondary, we have a middle, we have an elementary, um we have kids, uh we have retired.

I

Mentors foreign.

H

H

I

Have a six member from Metro team, then.

H

C

Their parents Defenders as far as even training, and they have gone so far. Each of them as the state has come up with uh three special area, evaluating tour uh instruments for three disciplines and outcomes, and each one of them has chosen at least one.

G

Area to become certified.

C

In not so that they can guide weight, but so that they understand the state's expectations.

C

um Coordinators.

C

These are strictly in in class support teachers so typically, maybe.

A

As a teacher, that's new in Fine Arts and they would go and kind of give us an.

D

Advice co-teach, whatever teaches.

H

They have for us seminars, 2016 yeah. It was induction one seminars, two.

I

Two seminars: they.

I

Meet with these teachers.

H

E

And question is an individualized differentiated support So. If it's classroom management, they can work on that. If it's lesson planning or assessment valuation, you know that's what they work on. The goal is to be able to get them ready after their second year of deduction for uh the first year, evaluation.

C

And to add even more onto this, when we, when we recruit, we talked about, we talk about the induction one and the indw. We.

B

C

Our mentors and sometimes.

B

C

Specify because it's a high.

C

C

Teachers of all these levels and.

G

It will focus on work-life balance, self-care mental well-being um being able to show up as your best self for doing the work that they do, because this is a new realm for them. So it's about making sure that they're actually able to take.

C

Care of themselves in the process of having that those parents, your turn.

A

C

um So that's important at workers, compensation, which is the avoid injuries.

B

C

I'm, looking at injuries and I'm, saying Trends or I'm concerned about what I'm saying um like just last week, I called Shelly and said: hey, you have a fairly new teacher, um it's a tough class. You have a symbol of issues in the classroom um because you can work with her and really work on some of these strategies. This.

A

Is what we're doing.

C

I'm like this is what I'm saying, and so then we work together to try and look at you know from my opinion. Well, a pretty different perspective. You know I'm trying to stop teachers from being injured, so we kind of look at from this perspective and then so.

H

He's like well.

C

I can spend some more time and we.

H

Can look at this or.

C

Maybe Marshall this sort of okay, yeah.

C

H

Depending on the information I meet with mentors not too visible, trying to meet me and during the.

I

Meeting trying to get engaging, you know which teachers have strong and, depending on what they say to.

H

Me I'll return, it's it's funny. I say hey. This teacher can be something about emotional support.

C

B

C

Have been when.

F

C

In the classroom and teachers.

A

C

Was just a Lifeline because it's not a building Mentor, it's someone, that's outside the building and you can talk freely to them. Usually you know um they have inside Mentor building manager students, but this is just someone that has the district level experience and so.

B

It's been years right past.

C

F

F

My question, in terms of, are they some contractors.

H

Certified teachers.

F

But whether they're not just being paid to be natural, they actually teaching the teaching a class.

E

They're teaching teachers yeah it's it's like it's.

G

E

The job training, intensive training right and like Mr D's, mentioned all the seminars and everything is.

H

Right everything there is to know about music yeah.

F

We have six District mentors, but every teacher has a district mentor and every.

H

Teacher has Mentor inside of the building looking at mentoring staff right yeah, so they have two initials.

C

Today, in the future.

F

We have six different pieces, yes,.

H

C

What we call those interests in Sweden are well at least get released from Aid students. All they do is work with teachers.

D

In full release.

B

A

F

C

F

Own right, yes,.

C

They are, that concludes evaluation. Well,.

E

A

The development part we're getting into evaluation aspects.

C

So the foreign.

C

Teachers are evaluated through attempts right, so Adept yeah.

A

Okay, so what about an.

C

Assistant principle, questions.

C

About one through what you might wish again better questions and just the piggyback on what Alex said uh both of those systems, the principal evaluation system and the teacher evaluation system um are both mandated by the state of South, Carolina and they've developed the performance standards for each group and as far as the teachers are concerned, um the different categories of teachers um predicts their evaluation uh uh system on their evaluation instrument. I should say, and on the sheet that you have.

C

If we look at the left uh hand Circle the pie chart rather back back one side, there you go. If you look at the left pie, chart you'll see the four broad categories of teachers. All the teachers are evaluated every year, just like all principles are evaluated every year. What changes is, according to their contract level and their um certificate level, uh how they advance to the next evaluation type.

C

But here you see the four broad groups of classroom teachers, then school counselors, uh media, Specialists and speech language therapists and for each of those groups there's a different instrument which I referred to earlier. When we're talking about mentals and I said, each of them has chosen to choose one of those special areas and that's fairly likely than the last 10 years, and the majority of the main jokes also are certified to evaluate regular platform teachers house um on the right hand, side.

C

The other pie chart then breaks it down into the type of evaluation, and you see their GBE formative and summative. The gpe is an advanced um evaluation process. uh Teachers that are engaged in this process are teachers who have already met the stage requirement to advance their certificate, which is simply contract. The certificate is issued by the Department of Education contracts are issued by districts and the two events that to participate in the GBE evaluation type. They have already met the state's requirement to move to a professional certificate level.

C

Those teachers who are being evaluated informatively would be those who are receiving support from those who are going through their recertification here every five years, so that would be the induction teachers and those teachers who have been teaching at least five years and it's time to renew their certificate. They have. That means they have a professional certificate already and it's time to review that for that five-year cycle. The summative evaluation is that.

B

C

uh Evaluation, that is, that teacher, is engaged in.

I

C

To show their Proficiency in meeting the state's expectations for all teachers and they have an inexpensive process that they go to go through 100 principles, but this means every principle was evaluated every week.

F

C

Yeah, just like all teachers.

E

That was put there that every one of our 33 principles was evaluated on time and I, actually, in the whole entire state of South Carolina, the last gasoline. They said every principle in the state was um evaluated on time and then met all districts meant.

A

The criteria this year, so it's gasoline 100.

C

And so on, the next slide. Thank you. On the left hand, side you see that chart this breaks it down more into the different contract levels in the state of South Carolina. There are three contract levels: induction annual and content. Induction means those most novice teachers and the continuing contract is that the total other end of the spectrum.

C

Once a teacher gets to the contract to the continuing contract level they're there for the entirety of their career as long as they keep their certificate, valid, um Within These contract levels, as you notice I'm, going to go down the order of this chart so that it makes more sense. You see the first one says: no data, the reason that um that might exist- and we've been didn't mention the system where all of this documentation occurs. It's something called SCV another acne and it's an online platform into which all of that information is stored.

C

um No longer are we under all of these different forms, we're doing yeah in the other system would say t, and this one is now South Carolina teacher standards 4.0. So it's different and the reason you might see that is advent evaluation. It has to be discontinued for any reason. Throughout the year, like teacher, may, have gotten sick and couldn't carry it out um or some other emergency like that may have happened and we just discontinued and carried over the next year or someone may come and they resign. We discontinued evaluation.

C

So then, at the end we have no debt on that person. Then you see the letter of an agreement. A letter of agreement is pretty much as the name implies. They have agreed to serve our district for a certain period of time, so they could come knowing that we're searching for a teacher. Let's say they begin the year with us, knowing that by December they are likely.

B

C

Not to be employed in that position anymore and then, additionally, there's a certain day count that the state has in in place. It has to be at least 152 days that a teacher has to be employed from the state to uh deem their evaluation now and that they will accept the results. So anyone who starts after that date- and it's usually about mid-october They- will receive a letter of agreement, so there's no obligation for them to stay with us and no obligation for us to hire them back um the induction uh contract level.

C

You see, there's induction one two and three and, as Reggie has indicated, that has to do with their year the one two and three which year they're in and uh type of support that they give. That's. That's not those are not years of evaluations. Alice said the state department means that years of support the type of support they get at each one of those levels is differentiated.

C

So, as you might imagine, an introduction one, two, three kids, only a lot of support about the whole gamut of what it takes to be a professional teacher and then the second year. It starts to be more focused on the needs of the teacher and and getting more into the areas of specialization again say if they're, especially with a teacher or repair a speech, language therapist, the school librarian, those kinds of things it starts to get more and more into that.

C

If a person goes to induction three most often that is, as we've indicated uh folks, who are international teachers or teach issues that we might see have promised, but still need another year of support, and so the state has put in place the opportunity to do that and another reason they did. That was because, as Reggie mentioned, the whole Smorgasbord of alternative routes to education. Most of those programs require up to three years.

C

So a teacher cannot be engaged in the formal evaluation process until they have met some of those uh requirements within the program that they are participating in and then the next contract level is annual. The state has written into their regulated consent statutes that a teacher can be on an annual contract for up to four years.

C

During that, first annual contract is the year that they are uh engaged in the process where they demonstrate their proficiency to move from that initial certificate to a professional certificate and um is a process if they're not successful, they do get to engage in that again.

C

But beyond that, most teachers are successful doing that first, but after that, the second third and fourth year, um then they are engaged in what we call GBE gold space for student learning objectives and diversion type then looking over at the right hand, side that pie chart is as being that put this together in the our greatest or largest group of teachers are those who are considering Contracting, and that speaks about retention, because that should be the largest group once they go through the evaluation processes and the support in the professional development that we offer, then they stay, and so we have those veterans on board to continue each year, and then you also see where he has included those three special areas, as the state refers to them.

C

The speech therapists school librarians and school counselors, um so every teacher in every discipline is evaluated and there are also smaller groups such as coaches and and that group that.

B

Also, the department of.

C

Education allows districts to be using those standards and expectations for teachers to develop their own District process for people in those very specific charities.

F

I've been Charing, but it was written down in more detail. I can go back in.

D

C

Thank you. That was a great.

D

um Layout of it, and as.

C

You say um all administrators at the school level are trained to be able to evaluate teachers and even in each building, I have requested that at least according.

E

C

The size of their team there has to be an administrator in the building, who is also trained to evaluate in one of those three special areas. Many of them are training all of those here, so they have four levels of training, and then we also use teachers that also participate in evaluations and.

F

F

F

H

H

Serious yeah we have people that are coming from different states.

H

Conduction two uh last County I've already passed induction well after.

I

They go through our process and realize how thorough we are that we look at every evaluation.

H

She loves Adam.

I

We are we doing all that we.

H

F

Sure everything's.

H

I

After they go through that uh induction too, they appreciate it yeah um they wouldn't have been successful since.

H

So since we made that mandatory induction one induction to our success rate, it's going up without falling today, yeah.

F

That's that's uh yeah. A lot of teachers. I've heard some big success.

H

I

They don't have mentors coming by, and other teachers in uh in the surrounding classrooms will tell you, hey this person to be supported. What we're supposed to be doing the best of plans are not ready.

I

You know the classrooms myself I'm going to show you, so they know we're serious about our evaluation process and they, let us know something.

C

Is not right. Instead, the state lays the foundation for the expectations for evaluations for every District across the state, but also they give districts discretion to add their own little touch on. You have to do the minimum what the state requires, but you can also add more so when they come here and they have that Mentor support, they go through our PD um experiences. Then they have become advertised and you know so, then they get to learn how we do things so that that does change from District positions.

C

So when Rich talks about the veteran teachers, maybe that are coming to us from other places, then they start to see the differences making.

E

Sure we're talking about classified evaluations, Mr.

C

Smith Beverly we've been at this table before yeah.

F

Also with that process.

F

Do uh evaluation in terms of only principles in that building, evaluation on and that buildings? Oh.

C

No, they yeah, they do all of the administrators within their building, evaluate their teachers power. We do have a collegial spirit around here. um As far as the evaluation say, for instance, let's say uh evaluated online library and if a school doesn't have for whatever reason, maybe their librarian is a new librarian or young in their career and they haven't been trained.

C

They even borrow with the permission of that principle and a librarian that is trained to evaluate a librarian to serve as redo that without question, because they know the tables could turn at any year right.

F

But but there's no principles outside of the outside, of the absorbing born in the environmental procedures, not.

C

Unless that that principal had the certification that is needed on another evaluation, they don't let each other fall, we fill the teams are as necessary and then uh we do also bring a retired uh administrators. If we need to who are trained in their certificates are current and, as Randy said, their certificates need to be updated, renewed right. You can help them with that or we and they are great support. So.

H

E

And then you have a subject matter: expert and.

B

Then that third evaluator it just can be a.

E

Trained evaluation so.

B

It's a peer evaluation.

E

Model, it's designed for growth and development, um and it's very objective because of the the nature of the average scores of the team members so um and classified I, know you're going to ask about that. So.

B

Absolutely just to let you take a drink while.

E

I address that have all of our classified employees in the district are evaluated as well, but that's a locally developed model and.

D

It's based on nine.

E

Performance standards and so that non-performance standards, principles or department heads will do those on the classified employees that work underneath them. So.

D

We evaluate every employee in the district, every.

A

Year great, so that concludes fully 4.10.

C

Bring out your staff up to Tom here comes the conversation you're, not compensation about all.

D

That includes all the support that we get is important, so this.

C

Year to bring our teachers of the number one in the state of South Carolina and also gave all employees kind of three percent interest.

C

I'm. Looking at data to see what the impact of that increases.

E

I will have that for you uh in about another month or so.

B

um That is an area that is.

E

Addressed in our annual climate, our semi-annual climate survey, where we take data metrics from the spring and fall each year.

A

Yes, ma'am so can I ask a question about that. Do you decide the questions I'm assuming because no no.

E

Ma'am, um all of those questions are it's because it's a nationally database, a National, Database every institution. That partners with teach up me gets exact same questions.

B

E

Those questions are all built around um the popular themes in the research um and the other thing is: they have to all be the same year after year after year after year. For that consistency and reliability in your.

A

Life, what was that, um and so one of those questions tries to capture the impact of salary. Yes, ma'am.

E

One of the questions specifically says: I am sad. I feel I'm. Satisfied. I am satisfied with.

C

The compensation I earned.

E

C

I have a disability, correct.

E

C

A

Yes, ma'am, yes and um sorry to recruitment too, did you guys notice I guess it came out a little late, yeah.

C

E

Did but um if I can are.

C

We still number one.

E

October yearly uh vacancy report that we do, and so um our vacancies are down significantly this year, but thanks to.

B

I

E

I

E

Seven competitive advantages we offer there down this year from where they were last year at this time, so.

C

Yeah, just in tank because.

C

D

C

But we actually, we we maintain or increased our attention right by 100.

C

So we didn't go into today. We.

E

Did and our total account you do have this as an um as an artifact, our total retention rate. um Last year we increased- and this is all this is admin classified professional and certified. uh We increased from 81.100 in 2021-22 to 85.35 last year, so we were paying. You know eight over 85 percent of our employees, yeah.

A

I guess the one: that's the obvious problem, yeah.

E

And that's that's on par with the nation. I mean that's, that's a National Society issue.

A

C

Thank you, okay, so um we're gonna move right into the benefits and we have a couple of lines.

C

C

Disclaimer here is very boring, so as I seem to be the retirement, um so anything I say here now that is not true. It is definitely true. It's just you in this interpretations.

C

C

Thank you, thank you, but um seriously without dentists on the package here, as you can see, we offer two different health plans. We have our savings, our health savings plan, our health standard plan, the health savings plan is commonly referred to as a low premium coffee bottle. Right now you can see the um payments for employee only because it's like 9.70, but that does mean the ACA requirements. So if you don't care act, so you can report that to the IRS.

C

Requirements of the Affordable Care Act and again so it is considered that we.

F

C

F

C

You know that you can, in someone else's like bad health insurance agency in.

A

C

Savings plan it does because.

A

It's not a bad thing exactly.

C

um In a health standard plan here you can see that with our health standard plan, the district has.

C

What's required by a state within that in order to have that help and subsidized spoken points there, and this is for all the way through an employee-owned coverage to full family coach. It's all subsidized for this phone with the district here in essence, then, you have um next slide that you have about dental and Dental Plus and a victim um police. Now the basic dentals for employability. Is this employee owned cost of the numbers?

C

There is an employer, um so that is what the employer pays each month for that for employees and then again you can see what the basic dental plan they're very little: charges for employee child, employee, spousal friends on that yeah now.

B

The Dental.

C

Plus plan: that is truly it's not a standalone plan. It is a supplement to basic plan, so the employee decides to add that little plus, it is all employee based students. There is no supplement. There is nothing that the employer pays for them to keep that plan, and then people attend the permission.

B

Plan the vision plan.

C

Also is a um employee-owned claimers knowing for your information that is kept on that plan to enroll the division, those printings that you're looking at some monthly treatments.

C

And also what I would not mentions with that state? You know any health plan that is foreign.

C

There's also a basic long-term disability: that's attached.

D

Just being enrolled in one of the health plans and.

C

There is a employer's awesome, three dollars and 22 cents per month, and then we have our own. We also offer employees an opportunity to do internal life if they want anywhere minimum or ten thousand dollars and five hundred thousand dollars and the costs on the middle space with one of the employee stage and to write this one right now.

C

As a matter of fact, in January Paris probins right now, it's 58 cents per 10 000 for women is increasing to 40 cents for at least 10 events up until they reach the right Pages at 60 to 64. They don't stay the same thing and then also what I'm. Looking at what I love about too? What we have done, um we're working with Hub International, and we brought in some additional policies individual the policies that our employees can enroll for this amount of black people insurance by state policies.

C

Then it will see their symbols or critical illness or short-term disability and universal life accident Insurance, All-State cancer policy and Hospital State policy. These are all individual policies on any benefits eligible employees can have opportunities as coming on as a new buyer. To an open, enrollment period, rules and opportunities.

C

And then, if you belong to retirement, it's a big one. Employees are required to contribute nine percent of State demanding. That's why the South Carolina General Assembly, so there's no other plans and blessed to get some things. That also cannot decrease that or can they increase that and the.

D

C

You know, because that is.

C

Employees chooses to participate in the state, optional retirement plan, where you have one of the 403 people and there's just almost like a 401k because they get to select the vendor and their money goes into that five percent of what the employer contributes goes directly into their foreign.

C

So, what what is um what was the philosopher I thought behind um the and for the standards Health Plan um having the different decreasing of employees premium right.

B

C

Understand it correctly, this is what the state mandates 97, but we do 60, but.

A

But the employee only place.

C

A

There's like a 33 difference.

B

C

Goes way back to about 2004 because then, and especially kind of went with the classifies that we weren't getting increases. The teachers estate increases were mandated by the state, the teacher City in prison and insurances, with really no homes every year, and that was the way that the district went to see the offset the fact that they weren't increases coming in, and so that's what the classified staff and they started subsidizing on the Freeman's food for them, things that have the what will solve the blue choice, help times.

C

Hmo in all of those, the state dropped the ancient rule because of poor participation or whatever you know, so they got rid of the HMU. There was a blue choice that was there. They switched out that for the health savings like said Health Savings Bank, they can give the health savings account and what I like about the health savings account. If you have your internet plan, so I should keep that money. You don't lose it. It's not a loss account. It's almost like a checking account, keep it in there. You can leave us.

C

You can still have access to use that routine and that health savings account, but they did it as a way to try to.

A

C

C

I'm sure you know my next question is so the board decided to subsidize health insurance premiums so I'm just now that.

B

G

Have this information, but.

C

What is the total cost of that subsidy and- and you know, I'm just wondering versus putting that money into employees, pockets I'm, just just throwing it out there, because I didn't realize it for.

A

C

How many um of our employees don't take advantage of the health plan and therefore this is an additional amount that employees are being subsidized and other than what.

E

And I'm just for example, I, never.

C

Took a health care ever.

F

Out of all the years, I was employed, I never took it because I my husband's military, but.

B

C

Didn't get that extra little? You know exactly yeah same here. We.

B

C

I know I think rocket has more.

B

Because sure there are a lot of seven years.

C

Exactly yeah so.

G

B

C

Didn't realize it was a board decision, I thought it was a state mandated.

A

Money in tax, very gross tracks, free just keep your health care, is easy. You're just.

C

Saying no but I'm just saying so: how much are they were? You know putting the money taking this and why I've been Distributing it to the employees? Saying hey! Look at yours.

E

B

C

Just like thirty three dollars for this, it's 63, though yeah. If you do the employee's, spouse real fast, it's 63. I mean, and you can now put that into salaries. I mean now think.

G

C

That into salary now so now, what we're going to do will be required to create a full State rate premium business. We can't pass anything on so that 3100 that you have just been back in that employee only pocket they they may have it as a pre-tax deduction, which means that it's going to people Instinct. You know attacks at the same time, I'm not hitting at 33 dollars, because I think 33 is going back up to Columbus insurance because now you're making me pay before that health insurance. So it's not a thing.

C

It's not adding anything more to the bottom line.

C

Right now we have about 2 733 participants that have some type of 1.7 plans or something with the district out of that, because I just did that ACA report from.

A

Last year, I can tell you there's about 353 that could not have.

C

One of the health plans that's offered yeah because of being a military, retired, military and I. Don't have that coverage there with that and but when I look at it and I look at the.

H

C

Of voice who's involved in the different family, members and stuff.

B

C

And again, that is one of the big draws for employees. That's coming here, because there and believe.

B

C

Or not the monthly training and they're, like that's.

D

C

D

I'm, like yeah, that's.

C

D

C

Is like I didn't think that that weighs such a big yeah um part of your decision, but it does it does as to whether or not they may want to come and work here. Very interesting.

F

And that same question for the uh retirement, but you know the state, um maybe.

C

It's not because that's what the state requires things.

F

So so that I would ask the same question. She did that um in terms of.

C

F

To my point is every employment May that may not be doing that.

B

F

So basically, so the 23.8 monthism is the statement that they do. Yes, it.

C

Is okay? Okay, so therefore,.

F

I'm looking for the segmentation to be on the side of that as well, because how I see the Readiness, it comes across. A nine percent estate mandated.

A

F

Not least 23 28, 5.81 percent.

H

F

That make sense! That's why.

F

That is a big um uh part, because um I live in Japanese every day and that's why that's why one of the Departments ago lost a lot of people is because of the certain interested in the insurance I'm talking about.

F

C

Thank you so much so.

E

We know that limited benefits are not just limited to the health and dental uh life, insurance and stuff people. Now talk to us she's been waiting. Patients.

D

Over there talking about some other employee.

E

Benefits that we offer so.

G

Florida and some of my team members.

C

G

Talked about our.

C

G

Advantages and we're really excited and proud to be to our knowledge, one of the only districts in the state that offers both no-cost mental health counseling for staff members, but also low-cost, Child Care, available to not only our staff members also to ESS employees. So we partnered with it to offer the Child Care Program as well as our food service and transportation departments. They are their children are able to participate in that. So we're very excited to offer our epic Child Care Program, as well as our own mental health program.

G

You'll, see on this slide um uh that black boxes from the Island packet article, where they talked about our mental.

B

Health program.

G

um The 1 000 hours is actually what was delivered last school year from the time that we launched to the end of the school year. So we launched April 11. through the end of um June and then in July. We started over in July to October. We have delivered over 1200 hours of mental health, calls mental health counseling to our staff members um so and that's through Hello Hero. Who is our partner agency that is providing those virtual um sessions and then Robin.

G

If you will zoom into the photo at the very bottom to the right. So in the center of that photo is our um our superintendent who was recognized.

G

We did a nomination for him for superintendent of the year to be recognized by classroom class league and RTM at their fall Congress for those two programs that we offer um and we received a lot of compliments from um and that that um RTM conference was attended by people from across the nation, and they were in awe of the fact that we were offering both of those benefits to employees um at such a time, because you.

E

Know, retention.

B

G

Really high on everyone's radar- and this is something that we offer that gives us truly a competitive Advantage. It's not just saying that it's not offering good service to it, but it really is giving us an advantage over um just you know other agencies that are not able to provide that we're able to give to our employees and peace of mind of not having to worry.

G

If you've got a school-aged child, do you have to figure out what coverage is going to be like for child care and if you're, if you've heard anything, that's within our community, you can barely find any child care. That's available. Well, that's quite beautiful! So we're really excited to be able to provide those people to.

A

Ourselves, can you speak a little bit about so there are. These are not not in the school like. Where do we have we used to travel here, facilities.

G

Yeah so they're in all of our elementary middle schools. Yes, so they're offered after school. So from from.

D

An elementary I was thinking it was like yeah like all day, young.

G

Kids, no it's it's Elementary and Middle School. Each each school house is the program, so at elementary is from 2 45 to 5 30 and as the secondary in the middle school since 3 45 to 5 30, and that allows employees from the district office to also be able to have their child enrolled, have time to get off and then be able to get to where whatever side they attend. So.

B

E

A child, let's say: attends okatee.

G

Elementary School they're able to stay after school with their parents, we're just here at the district office that parent doesn't have to worry about, do I have to get them to the YMCA, the boys and girls club or another program. They can stay right at their school Dr. Donna Smith has come back and is working part-time with us through the Epic program to provide support to school so that they actually have a structure to the program, and it's not just a free-for-all. Everybody just shows up, and they just say so.

G

There's an academic component there's um be, of course, the benefit of.

E

Being able to burn some of that energy, but it's more.

G

Structured and we've worked with ESS to be able to make sure.

C

A

Then why do teachers want to have your school care until 5 30, or is it something that's more geared towards it's.

G

Open to all so it's a benefit. So if you think about it, um teachers may have meetings after school teachers may be doing after school. Tutoring like there are other programs that are available that they're able to take advantage of um that they we give them that time, but then we also wanted to extend the program long enough. That would allow our staff members here at the district office who.

E

Usually don't get.

G

Off until 4 35 to be able to get to wherever wherever it is,.

C

A

I feel like I saw, that is.

B

This coming out, it is again.

A

That's an extra funding item. That's been somewhere.

C

Oh yeah, and hopefully um the board will be able to continue this time. Yes,.

G

C

For teachers after school, this is huge if they don't have good learning and their.

B

C

And then come back to it if there's a meeting after school, when there's a meeting after school, you know or something so.

G

I mean it's not just.

C

G

List for the number.

C

Of the limited.

G

Number of programs right um we're we're in a resource wealthy community, but after school, Child Care is not something that we have. That is just open and available to everyone, um and the costs add up to that. So when you're talking about you, know competitive salaries and then you're taking away from that by having to pay for after school child care. That in itself is an advantage that you know not. Everyone is.

C

Able to talk to them and there's many schools offered before also right, like for.

G

Adults, so that that is a personal program. That's not through.

C

The ml program, but.

E

G

Is completely separate, so some of our elementary schools do offer that and I think some of our middle schools are operating as well, and it's at a minimal cost yeah and not.

E

Just employee kids can participate.

B

C

So so this is limited.

A

C

G

District employees, EFS um Food, Services and.

C

Of course, Transportation.

G

Are our employees, so they also are able to participate. Yes,.

G

But our new company, um the nutrition group, the nutrition they are, their staff- are able to participate in that as.

E

Well, as well as ESS, because we.

G

Can't expect for them to have children and then provide services to us and not be able to have their children and you'll see that that number increased from 379 that participated last year to 449. And we expect for that number to continue to grow.

E

um As our as our.

G

Talent acquisition team begins and continues to hire more people. That is something that they talk about from the very beginning and those people are able to enroll their children.

A

C

When you go back to look at how the age group of our teachers I mean yeah, and so we're going to start referring to these as award-winning programs, now that's.

B

Right yeah, yes,.

C

A

The mental health program it is.

C

Hello Hero virtual program: yes, do we just our employee home coverage and.

G

So that is completely simple, so an employee can seek out through their mental health benefits through people, because people yes um to be able to seek out Mental Health Services if they choose to, but that is at a cost. So the um our insurance does not fully cover that cost. So there is an out-of-pocket cost. That comes with that.

G

If you go through people, but if you choose to go through Hello Hero um and we initially started with eight sessions per employee, so an employee can receive up to eight sessions and that could be they could decide what their therapist, how they want to space those those sessions out. um We decided that looking at the number of people who were asking for additional sessions, um we talked with Ms Walton and the team from double hero.

G

We've now expanded that to 12 sessions that an employee can receive as their initial number and then each year we're able to restart it.

A

So um how much is it? Is it a copay.

G

um Yes, there is, but it depends on what your insurance is and I don't want to speak out. A term results give.

C

G

It depends on what insurance you have through exactly.

C

Also, whether or not.

B

A

Pick up some of the costs.

D

A

You know, in other words, can subsidizing.

D

You're shaking your head, sorry, yeah I, just don't mind, that's I! Just don't know if you want to.

A

D

That or not yeah.

A

D

If it's 150.

A

Visit and can support all their co-pants I'm just because of worthy with us or finding, because my big concern is mental health for students who don't have insurance can't afford mental health.

B

A

Just are we rolling that you want to talk about that you're, going to bring that customer information.

C

C

We also have low providers that are assisting today as well and for those students and not to get too far into it, because but.

G

For those students who do not have the coverage to be able to engage in.

A

G

Services, while having copay we're able to work with those providers and.

A

Take on that call, so that was something.

G

A

What I'm saying so the state will allow you to take on the copay costs, for students of.

G

Course for students I believe I, don't want to speak out of terms. So let me just check with Finance to make sure that that was written into an answer. I know, particularly from the adult side. I'll have to talk to um Denise.

C

Madison to find out because.

A

I know like with Healthcare something: okay, you know professional courtesy but you're still going to feel like you can build Medicare, but you might write off the copay, but rather than just provide paying the service out of pocket I'm just wondering on the table and.

C

Then I said I don't know, that's.

A

B

A

Forward that so um you said that there was a 1200 hours from July to October and.

C

A

C

Virtual. Thank you.

C

E

Right so as we land a plane here on this, um the last operational expectation uh subcategory was talking about climate and it's really about making sure that our employees have a climate that is conducive to them coming in that um to perform all of their work duties so that our our students are happy successful and um one of the things we use as a report card on this would be the semi-annual upbeat survey.

E

um That's again comes from a third party uh vendor that we partner with um allows a survey, uh respond respondents to be anonymous, um We Gather that data twice a year once in the fall and once in the spring, um and then based on that data, we're able to make some strategic decisions and also based on that data.

E

What I'm going to give you today is a 10, 000 foot view, but it's also individualized to each school and our principals work with executive coaches, and they also work with the executive directors um to set goals for each of their own buildings in order to you know, increase employee happiness, employee satisfaction and ultimate between uh employee retention.

E

um So what this looks like for our certified staff is in that left, Como there and Robin's going to zoom in these are the top five areas where um 90 anywhere from 85 to 90 percent of the uh more than 1700 respondents um rated as strongly agree or agree, and those.

H

E

Of care and commitment, self-efficacy, uh Equity evaluation and inclusion and I want to highlight the evaluation piece. We've talked a lot about the support that we've given through the induction program and our evaluation. Our comprehensive evaluation system and employees do feel that is fair.

E

They feel that it accurately represents the job that they do in the classroom and they feel that it's um it's it's doing what it's intending to do, and that is to build capacity so um and if you notice all of these five factors here from our service bike staff, they're pretty much altruistic factors, meaning that our employees generally enjoy coming to work, they feel they're competent. They feel they have the skills to do the job that they're being asked to do.

E

They feel they're evaluating it fairly and then in terms of equity, they feel like they have Equitable opportunities for all um all employees. It doesn't matter the demographic group that they live in or come from and then in terms.

B

H

That they that everybody is included.

E

um Within their organizations same thing on the classified on the other column in terms of strongly agree and agree, we have care and commitment, self-efficacy, satisfaction and purpose and belonging, um and- and this is our classified staff- and this is what their perception is and I think we had maybe four or 500 450 to 500 respondents in this particular category.

E

So it was enough to make sure that it's a statistically significant group and again satisfaction and purpose I, think that that's important because they feel like they're, satisfied with their work and that they're contributing to something greater than themselves.

E

And so that's the an altruistic Factor um that that our employees are saying, like you know, we enjoy coming to work, we enjoy the job and we feel like we can be successful at the job um and I think that that's a good way to end our presentation of these 15 categories um of the operational expectation number four.

E

um What do you mean? What's the process.

F

E

All right we sit down every um we sit down twice a year once in the fall in the spring with uh representative upbeat, and we determine dates on our calendar that fit within, because one of the things we don't want to do is continually give our employees survey after survey after survey. So we look for a time when it's kind of you're they're in their groove um it's convenient. And now you can guarantee a high response rate um and then we we set a window for two weeks, so that window is open for it.

E

For two weeks now our window just closed on October 31st. So we won't have that data back from the fall of 2022., um but the survey event is automatically generated based on our email list, serve that we have and we work with technology to make sure everything is white listed so that when you get a an email from an outside company that it goes right to your inbox and not to your trash or your spam or whatever.

H

um And again, it's based.

E

On anybody, that's in units at the time that the survey is given.

C

How many questions are there somewhere.

A

Around 70 I believe so yeah. They all fall into these five categories.

E

No man, there are several categories.

A

um That they follow there are.

E

Several categories.

A

Are we going to see all the categories? That's.

E

Up to uh probably the.

C

Superintendent on your HR yeah, the other questions are geared science.

C

um And that that information.

D

C

D

Fall back on the individual manager.

B

D

Building so that would be totally up to the superintendently.

D

Because that data is what the coaches- yes, executive, coaches, detective coaches for clubbing works,.

C

With individual principals in additional department heads on those things occur.

D

That they can only control in the building, but not this is just indigenous lines, so.

C

The salary question salary.

E

Falls under compensation um and that that piece we do can't. We can't capture that I did not mention that, because I will tell you um if you want to know the metrics I have them here um in the fall 47 of our certified staff. Members felt that they were fairly compensated.

I

um And 40 of.

E

Our classified members felt they were fairly compensated.

B

A

Was in the fall tell me the negative results.

D

E

And with the negative results, as I mentioned, with these positive results, they're all trulic, meaning that they're kind of internally Mission driven the negative ones, um I knew that might be asked. So I have a.

C

Couple of them and I think.

A

To your point,.

B

A

It's full-time that everyone and see from the HR department is.

D

Well, but it's also I.

A

Wanted to convince where people feel about their transportation is you know, factors outside of the District central but they're, very critical to the board, we're looking.

C

At budget games, yes, so.

A

I kind of want to, even though I I gave you credit for the five categories that are important, that HR had like killer I. Do want to at least know who the categories are.

E

Sure I don't mind, sharing that with you. I'll tell you this, though um the other categories in particular areas where we had we didn't score favorably, um those are governance and policy too. They deal with administrators leadership and policy and governance. Those are things that you mentioned, are external to the employee, um and those are uh factors that do cause some some turnover.

E

B

Intention Eternal, it's.

C

D

C

Well, in some ways.

A

But it was still good for.

D

Us to know kind of where.

F

In terms of the the um these surveys, the service paid for my vision, right.

C

F

Yeah that that that that's a different thing too.

F

B

F

You know that I believe that the survey is probably a public admission. This just uh this is the same as the principles evaluation before.

F

You know uh it's unfortunate, but it is so I almost want to say that that survey, uh it's probably because.

H

One of the I believe within the same parameters of.

F

That well I'm gonna. Let.

D

C

But their specific evaluation is not public.

C

E

Think, in terms of our operational expectation, I think that we've covered I hope that we've answered your questions sufficiently regarding the 15 areas that we're responsible for.

B

E

You would ask for data and I think.

F

F

C

So what happens all of the agents knew they have the ability to partner and they do which then what happens is all of their their students. Are education students sign up via handshake, so they register them. So we have access to what we do is we go in every learn that we add in any new schools, and sometimes their agents use sometimes they're Hispanic supported institutions.

C

So all of the different diversity institutions are included within this platform, which gives us access to attend virtual, recruiting, Affairs and dating person recruiting Affairs um and through thousand candidates, so I ended up. Validated state was one that we were able to attend last year. um That was vertical. That was posted specifically right.

F

I mean I I, hear what you're saying, but to me that or not well different. It's not like that's just not that's, not really, nothing, I'm! Looking for a personal, a personal uh partnership or a person relationship in terms of of uh dealing with the with liberals, with Aid versus I.

F

Remember when I was in school I, remember, uh Dr Davis achieved to have certain uh school that she reach out to and can get teachers, and also they would also have some of their teachers, saying to some of their staff from time to time would be not really doing different things. I'm talking about in terms of that relationship. Did that that's a program. That's almost like to me: that's something like a placeholder or or once I ship it off I'm, looking for a special one for the actual model.

F

So to me to me that placeholders not that that's not I, think it's not good enough I'm looking forward so.

A

Would you want them to because.

C

I, don't disagree and we have you know. You know: Deion Sanders, yeah,.

A

And uh person of hint.

C

And we have some opportunities, so maybe support.

A

On your add-in HCC, as we can see, make sure that you.

D

E

You know what we do. What we try to do here today, Mr Smith's report, on what we're currently doing I mean we're certainly open to more suggestions, as the time goes on, but um that's what we've done in 2122 getting into the 22-23 school year so and.

A

I think this is an excellent opportunity for agencies, especially the patient center.

D

Here associate with Shane Clinton all that history yeah.

I

I can share with you later uh it's hard to recruit, yeah and those schools. We went to as many HBC news as we can visit. uh First of all, there's not a whole lot of African-American students in education, communication.

I

H

Seven, eight years ago we tried to bring them here, so they can see our district we're going to take them around to their students, but we never get them never get them together. Our.

F

University's uh classroom staff, I think I'm, seeing I've seen where yeah partnership and with a program I also still to do stuff University, where there are partnership with some other school districts and they're actually trying to perform it in the assembly and assembly line to where, basically, because I can't listen we're in Partnership and we're going to send our students. So we're going to talk to us, but hey, look here. First I'm looking for that type of relations.

H

Outside as many as I can share with me that we have done that and I'm sure you share with you and.

B

C

These colleges they choose to partner with handshake, and then we have. We have to go to the handshake, exactly registered, to sign up and then to attend. So this is the direction that these colleges and universities have chose to go in and then in order for us to access their students in.

A

C

For us to access their job fairs, this is what we have to do able to be in contact with them now and to reach out to the organizations.

F

That's government mandated so.

C

This is the way that they, this is not government. This is what this is the program institutional, yes, that they've chose to use, especially during covet. So when everything went online, this was the best way for these colleges and universities to help their students find employment. It's like Match.com.

C

And then the program also has allowed us, so you know there's a lot of out of state college immigrant Affairs that will not let us attend. Unfortunately,.

A

A

C

Great thing about them is that these students are on hand, so we can still go in and access these colleges and universities that will not.

H

C

Them to attend their doctors and we can still reach out and we can still connect.

C

A

First of all, I want to say I was this is a much Fuller picture. I love the initiatives, I love I mean I. Just was very happy with all the data it was very extensive. There was a panel discussion with.

E

The whole thing so I, just I'm, very um I,.

A

Just want to thank you and your team for putting together what I think was a really comprehensive, um HR extravagance. The.

B

Only thing that.

A

Remains that it's on the agenda list that I, don't think was in here that we still need to address um is the effect of handling of Grievances and complaints, because that is.

E

A

Think we can bring it as a standing yeah.

E

That's in that's under governance on the executive summary um under governance, we have their administrative regulations and our Personnel rules and procedures and within the Personnel rules and procedures uh which is uh and grievances which is um OE 4.15.

E

Excuse me, um we do have a process for handling that that's in place. um I.

H

Guess kind of as I.

E

H

B

Is something we always do.

E

We have all this data all the time. This is how our department functions last year. It may not have been articulated as.

D

Well, it wasn't articulated.

B

As well and I think it's because we moved from the performance expectations to the operational expectations.

H

E

In terms of the governance and Reporting on it, nobody would knew what to expect. um Having that conversation last year with the operations committee gave us more feedback as to what you.

D

C

Looking for and and so we tried to meet that standard today and I think also um where other departments can't do periodically reports certain things, we don't do that um everything that we do is just operation. So that's why.

D

It was difficult.

C

First time to bring anything in, but here's what we do um this time, what we did was explain the process of how we did it. So that's the difference between last.

A

Year, yes, I think it was really effective, um but you know I think one of the things we deal with the most is people coming out of the HR questions concerned, complaints and especially with all the news of teacher shortages, so we can really be if we're informed, we can move a lot more. So.

D

C

Be excited to bring this to the full board.

F

A

It's in the model, here's what I'm thinking, let's just go ahead and count as a modern work together outline the thing, but.

F

They are still.

A

Going to have to present OE 15 and it's also Oe, uh 4.15 and 4.6 the effect of that. If someone on the agenda so um and I, don't think that what we have here is adequate to what's going to ask for on the agenda, so I think we need a bigger presentation of that.

C

So the manufacturing operations committee recommendations, acceptance of early for eign.

F

It depends on when it was. uh We don't know where people chatting with.

C

The resurrection I think they're bringing in it goes on the board on Tuesday.

A

A

Well, let's hold on because let's have about ml display into what I think is going to happen, and then we can have another conversations. Okay,.

E

A

I suck at that motion it looks like Mr Campbell King left around bias.

C

A

So um a second all in favor and then so Rob will have that motion coming out and then on my report.

A

um I'll probably I mean you want me to get there well facts, you got it if you want to.

D

A

You to cover the highlights and then he'll, be there. There's no questions um so that'll come on Tuesday and then we're going to trade that policy change.

C

um We need future topics or an additional meetings, so.

A

Yeah, thank you very, very much.

C

Thank you, okay, so we need a second meeting.

C

A

Bringing the whole thing on Tuesday.

C

A

C

We're talking about.

A

C

A

Yeah and then you guys have on a future topic on the agenda list- is um the complaints and grievance process. Angela asked to put that on future topics that we talked about it at Agenda Cindy. Did we put it on for next week? No.

C

We didn't know what session.

B

C

Not a good work session.

A

Because that still needs to come be more fulsome exploration: okay,.

C

C

Oh Kathy, yeah I think um that we said at a genocide meeting that that would go to operations committee, okay, so we'll.

A

Bring that at the next operations Committee in December with the AR for timeline, okay,.

C

And I just want everybody to know that we did look at the time, not even list with the hurricane. Yes,.

B

C

So we got things.

A

C

C

At this point so.

A

That'll be the second, you know the meeting of December, which, on the second of Wednesday and I'll, give them time to bring all that in and we'll get that done before this kind of changes. So.

C

That will be the 14th. It's the next board meeting yeah operations. The next meeting in December for operations would be a.

D

A

And we'll have Title Nine and the operations complaint. Thank you Kathy.

A

C

Anyway, I'm just confused so there's a motion: I just made we're bringing the entire early War.

A

C

You going to bring up in your care report that we're going to look at those.

A

Yeah, another operation means and we're going to have a special highlight on foreign.

C

Now we need a special call meeting for operations to deal with waiting on some ARs and employer. We have safety, we have to have case for May River and we need to have um construction.

A

Yeah, so we got, we got nothing going on during the holidays.

C

So that the main Revenue um and according to Wendy, what whatever your needs were that you said no need to have for the month of November.

B

Yeah, thank you Robin, because.

C

You see, we didn't have the third order in October with you know it wasn't on the agenda and also the line of terminal for Owen's, Safety and Security. That was doing the regular okay. So a lot I just want I.

A

Can do next Wednesday along the way to Buford and come on with the airport, so I can.

C

Do uh I could do next, Wednesday Robert can do next Wednesday, because.

A

I saw him early today.

C

A

D

Our meeting on the 15th- yes.

C

Yes in the morning, no.

A

I can do that because I've got to drive up to Charleston picking my mother.

C

Okay, but I'm not going to go back for six minutes.

C

A

This is for other operations.

C

C

So we just need to get because we're operating under Olex now, because we can't okay.

C

But we just need to make it better more information.

C

A

um So can we say, do two o'clock yeah.

C

Does that work for everybody.

A

C

A

Then a work session on.

C

Friday November.

B

C

We are going to do. Lindy is going to give me the information of all the eggs, so we have ARS as well. If you go with Dr white school yeah, a few. So what's a few so that we have a time frame, I think it's just to know what we need. Maybe.

A

Just like it just changed.

C

One of them is on Athletics because I'm the one and you just need to get Carlos and Dr White. We needed to update that Athletics um level either the Silent Night is already done. So you don't we've already updated. We just needed.

A

To run it yeah I'm going to keep Title Nine on the December. Okay may remember: okay, we got a lot of stuff.

B

Okay, entitlement.

A

Of my generation discussion, okay, all right! If it's okay.

C

C

C

You could say two to four or something yeah.

A

B

A good thing and I'll be like I.

C

Got it so today.

A

D

B

Yeah never mind.