►
Description
Dockets #0922 - #0925 - Collective bargaining agreements for the Boston Public Schools for FY23
A
This
public
hearing
is
being
recorded,
it's
being
live
streamed
at
boston.gov,
city-council,
TV
and
broadcast
on
Xfinity
channel
8,
RCN,
channel
82
and
FiOS
channel
964.
I
will
be
taking
public
testimony
at
the
end
of
the
hearing.
So
if
you're
here
with
us
in
the
chamber,
you
can
sign
up
in
the
sheet
near
the
chamber
entrance
if
you're
interested
in
testifying
virtually
you
can
email,
ron.cob
boston.gov
for
the
link,
that's
ron.cobb
boston.gov
and
we'll
get
you
the
link
to
testify.
A
You
can
also
email
the
committee
if
you're
watching
this
after
the
fact-
and
you
want
to
provide
input,
you
can
email
us
at
ccc.csit
at
boston.gov,
that's
the
committee
email
address
and
for
all
testimony
we'll
ask
everybody
to
just
State
their
name
and
neighborhood
or
affiliation,
and
try
to
keep
comments
to
a
couple
of
minutes.
A
Today's
hearing
is
on
a
series
of
dockets
I'm,
going
to
read
into
the
record
Now
docket0922
message
in
order
for
a
supplemental
appropriation
order
for
the
Boston
public
schools
for
FY
23
and
the
amount
of
1
million
510
820
to
cover
the
FY
23
cost
items
contained
within
the
collective
bargaining
agreements
between
the
city
of
Boston
and
transdev,
and
its
bus
drivers
on
the
city's
Transportation
contract
with
the
vendor.
Transdev,
the
terms
of
the
contracts
are
July
1st
2021
through
June
30th
2024..
A
A
So
those
are
the
dockets
that
we'll
be
discussing
today,
as
as
folks
may
have
heard.
Whenever
there's
collective
bargaining
agreements
reached
that
impact,
the
budget
there
are
always
two
dockets
one
is
about
taking
the
money
out
of
the
reserve
that
we've,
where
we've
held
money
for
these
contracts
to
be
resolved
and
the
other
is
about
actually
applying
them
to
the
relevant
department.
A
So
we
can
fund
the
contract
and
we'll
be
joined
here
today
by
Mr
James,
Williamson
who's,
the
budget
director
for
the
city,
also
by
Delavan
stennis
law,
the
director
of
transportation
for
Boston,
public
schools
by
Jeremiah,
Hassan,
director
of
Labor
Relations
for
the
Boston
public
schools
and
then
Jacqueline
Hayes,
the
assistant
director
of
contract
operations
and
Fleet
for
bps's
Department
of
Transportation
as
well
and
I,
believe
we'll
also
be
joined
in
a
bit
by
Mr
Lou
mandarini
who's.
B
B
We
will
ask
answer
any
questions
related
to
that
and
provide
additional
information
if,
if
required,
as
noted,
dockets
zero,
nine,
two
two
and
zero
nine
two
three
are
appropriation
transfer
orders
that
cover
the
FY
23
cost
of
collective
bargaining
agreements
between
the
city
and
transmed
trans
Dev,
the
city's,
the
school
Department's
bus
operator
units
bus
drivers
for
a
total
of
one
million
510
820
in
dark.
It's
0.924
and
0.925.
B
Our
appropriation
transfer
orders
that
cover
the
FY
23
cost
for
the
collective
bargaining
agreement
between
the
city
of
Boston
in
Teamsters,
Local,
25
Union
for
13
700,
sixty
seven
dollars.
These
dockets
reduce
the
central
Collective
bargain
reserve
and
the
current
fiscal
year
and
provide
funding
to
support
the
costs.
The
Boston
public
schools
in
the
property
management
departmental
budgets.
B
As
you
remember,
the
FY
23
budget,
passed
by
the
city
council
included
75.4
million
dollars
in
aggregate
to
cover
the
costs
associated
with
outstanding
collective
bargaining
contracts,
including
the
bus
drivers
and
the
teamsters
in
FY
23.
There
are
three
supplemental
collective
bargaining
transfer
orders
on
the
balance
will
continue
to
be
held
in
reserve
for
future
appropriation
transfers.
B
B
The
agreements
before
you
today
cover
a
three-year
term.
The
bus
drivers
runs
from
July
1
2021
to
June
30
2024
and
the
teamsters
contract
goes
from
July
1
2020
to
June
30
2023,
the
bus
driver
wages
include
increases
of
two
percent
and
two
percent
at
the
last
two
years
of
the
contract
in
the
teamsters
contract.
Allow
for
wage
increases
in
October
of
two
percent,
one
point:
five
percent
and
two
percent.
B
During
the
three
years
of
the
contract
in
terms
of
outstanding
contracts,
we've
brought
nine
settled
contracts
to
city
council
and
there
is
32
out
of
41
contracts
that
are
yet
to
be
settled
in
Broad
before
Council.
C
Thank
you
good
morning,
everyone,
my
name,
is
Della
burn.
Stanislaus
I'm,
the
director
of
transportation
for
Boston
Public
Schools
I'm
here
today
joined
with
me:
Jacqueline
Hayes
who's,
our
assistant,
director
of
contract,
compliance
and
Fleet
for
a
transport
for
the
transportation
department
and
director
of
Labor
Jeremiah
Hassan
I'm.
C
Here
today
to
comment
on
the
bus
driver
contract
ratification
that
have
occurred
in
June
of
June
30th
of
20,
sorry,
June
of
2022,
sorry,
yellow,
Boston,
yellow
school
bus
drivers
are
employees
of
transdead,
a
Boston
Public
School
vendor
the
Boston
public
school
bus
drivers
represented
by
usw
local
8751
contract,
expired
on
June
30th
2021.
The
contract
was
ratified
in
June
of
2022..
C
We
were
able
to
eliminate
retroactive
use
of
PTO
time,
reduce
barriers
for
drivers
to
obtain
CDL
licenses
to
make
sure
that
we
can
staff
up
for
schools
for
school
startup
due
to
the
National
driver
shortage
that
we're
not
only
seeing
here
in
the
city
of
Boston
but
across
the
country
with
other
school
districts
and
also
making
it
mandatory
for
our
drivers
to
show
up
to
do
dry,
runs
and
bid
for
the
school
startup
to
make
sure
that
they're
present
for
students.
C
Our
drivers
got
a
base
wage
increase,
covet,
Market
adjustment
of
a
dollar
35,
moving
their
salary
from
26
dollars
and
change
to
28
dollars
and
a
year
over
a
year,
20
2022
and
2023
two
percent
increase
year
over
year,
our
Charter
rates
were
increased
as
well
covert
base
wage
increase
to
18
an
hour
moving
up
from
16
and
change.
C
Charter
rate
increases
year
over
year,
two
percent
in
2022
and
2
percent
in
2023.,
our
drivers
guaranteed
minimum
was
moved
from
25
hours
per
week
to
31
hours
per
week.
That
way
our
standby
drivers
are.
We
have
additional
drivers
and
staff
available
to
drive
and
if
drivers
show
up
and
there's
no
work,
they're
guaranteed
with
the
31
hour
hours
is
guaranteed.
C
For
that
week,
retirement
and
severance
pay
annual
eligible
drivers
increased
from
15
to
25.
So.
Currently,
in
this
contract
that
was
ratified,
we
allowed
25
drivers
to
retire
with
full
benefits
instead
of
the
cap
15.,
that
was
at
15
10
drivers
per
year,
who
become
deceased
on
the
job,
the
estate
or
their
families,
if
otherwise
eligible
will
receive
that
same
benefit.
C
The
driver's
retirement
benefit
increased
from
a
thousand
dollars
to
one
thousand
dollars,
one
one
thousand
one
hundred
dollars
per
year
of
service
PTO,
it
became
PTO
ifb
If,
a
driver
deceased
on
the
job,
as
state
was
paid
out
any
unused
personal
days.
C
A
Great
Deliverance
does
anyone
else
on
the
team
want
to
speak
at
all
to
it
before
we
go
to
questions.
A
Well,
we
Jay,
can
you
pass
those
out
to
my
colleagues?
Just
we
I
just
wanted
to
make
sure
everyone
had
a
copy
of
the
summary
sheet
that
you
guys
had
sent
over.
A
So
I
I
wanted
to
ask
a
question
first
and
then
I'll
go
to
colleagues,
which
is
just
if
you
could
speak
a
little
bit
so
two
things
and
one
might
be
a
question
for
Jim
and
one
might
be
a
question
for
you.
Don't
the
one
is
just
if
you
can
sort
of
explain,
maybe
Jim
for
the
record.
A
Obviously
there's
something
a
bit
unusual
about
the
city
baking
in
changes
to
a
third
party
contract,
and
so
maybe
just
speaking
to
like
why
we
do
that
in
this
instance,
when
normally
we
would
just
contract
with
an
outside
provider
and
they
would
be
needing
to
provide
whatever
they
were
for
the
for
the
cost
that
was
baked
in
so
just
so
folks
can
understand,
because
this
is
obviously
an
unusual
situation
where
the
drivers
are
third
party.
A
They
don't
work
for
the
city,
so
I
wonder
if
you
could
speak
to
that
a
little
bit
and
then
my
question
next.
Just
else
you
have
it
in
your
mind,
is
just
if
you
could
tell
us
a
little
bit
about
whether
you've
seen
any
performance
improvements
related
to
these
reforms
yet
or
if
you
expect
those
to
hit
later
in
the
in
the
process.
B
So
yeah
yeah-
this
is
a
little
bit
different
than
most
collective
bargaining
agreements,
where
the
the
actual
Collective
Agreement
is
between
a
third-party
vendor
and
the
Union
that
they
represent.
But
the
city
through
the
Boston
Public
School
District,
is
involved
in
negotiating
the
collective
bargaining.
Since
it's
such
a
cost,
the
largest
cost
driver
of
the
contract.
They
wanted
to
be
party
of
that.
C
Just
wanted
to
jump
in
and
add
on
to
what
Jim
just
shared,
so
the
initial
contract
is
between
trans
Dev
and
the
bus
drivers
Union,
but
there's
the
letters
of
agreement,
A
and
B
where
the
city
commit
the
city
commit.
Let
us
our
agreement,
A
and
B
commit
the
city
and
the
district
to
include
the
following,
and
the
bids
better
specifications
for
yellow
bus
service
for
any
future
vendor
so
outside
of
the
contract.
C
The
city
has
an
agreement
with
the
letter,
which
is
letter
of
agreement
A
and
B,
with
the
driver's
Union
that
give
higher
preferences
to
members
of
local
8751,
recognizing
the
usw
8751,
as
the
bargaining
representative
for
the
drivers
and
agreed
to
be
bound
by
the
terms
of
the
the
contract,
the
driver's
Union
contract,
so
that
there's
this
weird,
he
asked
as
a
contract
with
the
vendor,
but
there's
also
side
letters
of
agreement
and
B
that
the
city
signs
acknowledging
the
union
Etc.
A
C
A
C
A
For
a
five-year
term,
a
five-year
term-
okay,
okay!
So
then,
how?
How
should
we
think
about
the
places?
The
places
here,
where
there's
kind
of
like
increases
that
are
guaranteed
like
at
on
July,
1st
2023?
Doesn't?
Will
the
contract
still
be
in
turn,
the
current
one.
C
For
the
driver's
Union
yeah-
yes,
so
that's
a
great
question
so
as
part
of
the
side
letter
of
a
letter
of
agreement,
A
and
B
with
the
city
there's
the
terms
in
that
side
letter
that
states
that
no
matter
who
the
contractor
is
the
city
is
agreeing
that
the
driver's
Union
the
driver's
Union
contract
is
acknowledged
by
any
company.
If
the
company
is
not
trans
Dev
and
there's
a
new
company
that
comes
in
that
company
takes
on
that
contract
and
the
drivers
become
employees
automatically
become
employees
of
that
company
got.
C
It's
guaranteed
by
our
side
letter
and
I'm.
Gonna
I
know
that
it's
guaranteed
by
our
side
letter,
but.
D
Side
letter
A
B
is
between
the
the
city
and
the
district
and
the
driver's
Union
itself.
The
employer
is
not
a
party
to
that
that
agreement
and
the
side
letter
obligates
the
city
and
District
to
include
in
the
bid
specification
the
requirement.
So
any
vendor
who
applies
for
the
contract
is
on
notice
that
they
will
be
required
to
recognize
this
Union
with
this
CBA
with
these
employees.
D
These
drivers,
so
regardless
of
who
the
vendor
may
be
starting
in
July
1st
of
2023,
it
will
be
the
the
same
bus
drivers
with
the
same
seniority,
the
same
largely
the
same
working
conditions,
because
it
will
be
the
exact
same
CBA
agreement
and
it
will
be
the
same
Union
leadership
in
place.
So
none
of
that
will
change,
regardless
of
what
a
vendor
happens
to
be
sitting
in
that
seat,
got.
A
It
thank
you.
Jackie
I
have
some
more,
but
I
want
to
go
down
to
colleagues.
So
I'll
go
first
to
my
colleague,
counselor
Aaron
Murphy.
E
Thank
you
chair
and
thank
you
for
those
questions.
They
were
also
what
I
was
going
to
ask,
but
no,
it
was
good
to
go
a
little
bit
deeper
on
that,
and
first
thank
you
for
being
here
and
Belle.
Thank
you
for
always
answering
my
phone
call.
E
C
I,
don't
have
a
final
like
budget
numbers
at
this
point
during
the
year
in
October.
We
kind
of
like
do
we
kind
of
like
start
the
budget
budget
and
stuff,
but
I
know
over
the
next
three
years
the
estimated
increase
it's
going
to
be
to
the
tune
of
11.1
million
dollars.
E
11.1
million,
and
do
we
think
that
that
was
enough,
I
mean
I
I
know
we
already
have
lots
of
conversations
about
BPS
spending
too
much,
but
do
we
think
we
added
enough
things
to
the
contract
to
have
a
good
feeling
that
we
would
be
able
to
hire
and
keep
drivers
more
effectively
do?
Have
we
seen
that
in
the
first
few
weeks
of
school,
opening
yep.
C
So,
the
first
time
ever,
we
were
able
to
hire
87
drivers
into
the
operation,
so
the
team
and
it's
a
split
between
drivers
with
CDLs
and
First
full
certification.
C
We
hired
32
of
those
drivers
and
55
CDL
trainees,
where
the
district
paid
for
these
individuals
to
go
through
CDL
training,
and
that
has
been
great
for
individuals
of
the
community,
recruiting
individuals
who
are
interested
in
driving
and
were
able
before
out
of
school,
to
recruit,
55
individuals
and
that
recruitment
is
going
to
be
ongoing,
like
we're
opening
up
another
class
really
soon
to
get
folks
in
the
community
to
come
in
what
we've
seen
on
the
ground.
It's
been
positive
right
and
a
lot
of
folks
are
interested
in
coming
on.
C
I
think
when
we
look
at
our
drivers,
wages
and
benefits,
and
the
team
did
some
benchmarking
during
contract
negotiations,
we
saw
that
our
drivers
were
paid
with
the
driver's
pay
and
the
benefit
package
and
looking
at
covid
adjustments
due
to
the
National
shortage,
it
was
more
appetizing
for
drivers.
Yeah.
A
You
councilor
Murphy
Council
Flynn,.
F
A
Of
I
think
if
you
go
to
the
back
of
this
second
page,
the
the
double-sided
thing
that
I
got
passed
out
about
BPS,
that's
got
the
increases
for
the
drivers.
F
So
the
the
percentage
could
you
just
go
over
what
the
percentage
increase
would
be?
Is
it
two
percent
and
two
percent.
C
Yep
so
effective,
seven,
one
twenty
twenty
two
there
was
a
whole
bid,
19
Market
adjustment
increase
of
1.35
and
then
July
2022
and
July
2023.
It's
two
percent
year-over-year
increase.
F
Okay
was
that
the
best
we
could
do
in
terms
of
getting
these
bus
drivers
who
who,
in
my
opinion,
don't
make
all
that
much
money
to
support
a
family
to
to
live
in
a
city?
It's
very
difficult
to
live
in
this
city
on
on
a
salary
like
that,
but
is
that
the
best
we
could
do
as
a
city
I'm,
not
I'm,
not
criticizing?
Anyone
I'm
just
saying,
is
that
the
best
we
could
do
two
percent
and
two
percent.
G
So
I'll
take
that
question
and
thank
you
for
having
us
here
so
looking
at
the
contract,
we
did
a
lot
of
work
to
assess
how
our
rates
were
compared
to
those
of
other
districts
around
the
state,
how
our
contract
compared
to
other
drivers-
and
you
know
what
may
not
be
similar
Industries
but
competing
Industries
such
as
you
know,
FedEx
and
Amazon,
and
we
believe
this
adjustment.
It
puts
us
in
a
very
competitive
place
to
be
able
to
recruit
and
retain
drivers.
G
You
know,
while
also
making
sure
that
there's
some
level
of
fiscal
oversight
to
make
sure
that
we
have
enough
money
to
look
at
our
other
unions
and
also
you
know,
increased
wages
across
the
board
for
other
units.
So
I
mean
it's
a
difficult
question
to
answer
whether
it's
the
best
we
could
do,
but
we
think
it's
a
very
competitive
deal.
We
think
it's
a
very
fair
deal.
G
We
think
it
puts
us
in
a
pretty
solid
place
to
recruit
new
drivers,
but
also
to
retain
our
current
drivers
and
keep
them
satisfied
with
the
work
you
know.
So,
in
addition
to
the
to
the
wage
increases
that
Delavan
spoke
to,
you
know,
there
are
some
other
benefits
that
we
added
into
the
contract
to
make
the
overall
benefits
package
rather
appealing
and
one
that
we
think
is
fair.
C
That's
a
good
question:
counselor
can
I
get
back
to
you
on
that?
Yes,.
F
F
You,
okay,
okay!
No
thank
you.
I
appreciate
that
I'm
I'm,
just
thinking
out
loud
about
how
someone,
how
city
workers
that
work,
hard,
they're,
very
professional
they're,
providing
a
tremendous
service
to
our
students,
many
of
them
students
with
disabilities.
F
F
C
F
G
I
guess
to
answer
your
question:
I'm,
not
aware
of
any
current
tracking
mechanism
for
these
employees
to
see
how
they're
living
their
daily
lives
in
the
city
or
outside
the
city.
This
is
a
group
that,
as
Dal
mentioned,
they
are
employees
of
print
have
so,
unlike
some
of
our
other
units,
they
don't
have
the
residency
requirement
in
place
yeah.
G
F
G
The
city,
but
you
know
we
are
in
consistent
communication
with
the
Union
hearing
about
their
concerns
and
the
concerns
of
their
membership.
So
we
would
be
open
to
having
those
discussions.
If
that
is
an
issue
that
the
the
union
would
like
to
highlight,
I
guess
just
request:
did
it
go
through
transdev
as
their
employer,
but
you
know
we
would
happily
be
involved
in
those
types
of
conversations
and.
F
Why
aren't
these
bus
drivers,
full-time
city
of
Boston
employees
I'm,
not
questioning
any
anything
about
this
deal,
I'm
just
I'm,
just
asking:
why
isn't
it
isn't
it
more
beneficial
to
the
city
of
Boston
to
have
these
bus
drivers
full-time
city
employees,
where
they,
where
they
receive
everything
every
benefit
as
a
city
employee,
such
as
what
we're
receiving
right
here,
probably
the
best
retirement
in
in
the
country,
practically
the
best
medical
care
as
well,
why
why
does
it
not
make
sense
to
have
them
as
city
employees.
C
C
However,
I,
don't
think
that
we're
there
yet
to
transition
such
such
a
large
operation.
That's
been
in
place
with
contracts
over
the
past,
I
think
40
plus
years
with
vendors,
we're
not
a
space
right
now
to
transition
that
full
operations
internally
to
the
city.
D
The
bus
drivers
are
the
most
critical
piece
of
the
operation
and
how
our
students
get
to
and
from
school
every
day,
but
we
contract
out
not
only
the
bus
drivers
are
a
piece
of
what
is
contracted
out.
We
also
contract
out
our
maintenance
and
operations
of
our
bus
yards,
there's
a
significant
amount
of
Technology
involved
in
operating
the
bus
yards,
so
we
contract
out
that
dispatch
work
and
the
the
number
of
trips
and
the
number
of
buses
also
of
our
maintenance
work
and
the.
F
Okay-
and
my
final
question
is
tell
me
the
logistics
of
how
it
works
for
a
bus
driver
when
they're
picking
up
a
student
with
special
needs,
a
student
with
disabilities,
with
with
the
with
the
access
to
a
that
might
be
in
a
wheelchair.
How
is
the
logistics
of
that?
How
does
that
work
and
is
the
is
the
bus
driver
or
the
van
driver?
Are
they
assisted
by
a
an
assistant
that
is
able
to
help
the
student
and
and
then,
when
they
pull
into
the
school?
F
Is
there
someone
that
assists
the
student
with
disabilities,
but
also
on
the
front
end?
What
support
are
we
given
the
bus
driver
to
help
that
student
access
the
the
first
leg
of
the
the
ride.
C
In
cases
where
there
are
bus
monitors
assigned
to
buses
and
or
nurses,
either
the
bus,
monitor
or
nurses
support
the
drivers
and
getting
wheelchair
students
on
and
off
buses
and
if
the
driver,
if
there's
no
monitor
required
student,
if
a
student
is
in
a
wheelchair
and
does
not
require
a
monitor,
the
driver
supports
getting
the
wheelchairs
on
and
off
the
bus
when
the
driver
arrives.
At
schools
to
cool
stuff
are
always
staffed
to
support
drivers.
Getting
our
students
with
disability
off
buses,
school
staff
would
jump
in
and
support
bus
drivers.
F
In
one
one
final
question,
I
guess:
do
we
do
an
inventory
of
the
buses
before
the
start
of
the
school
year
to
make
sure
the
seat
belts
are
operational,
the
seat
belts
are
working
and
there
is
they
are.
The
buses
are
safe
from
a
mechanical
point
of
view,
but
also
I'm
I'm
really
concerned
about
the
seat
belts
into
our
students.
C
I
can
jump
in
on
checks
so
jockey.
C
Our
assistant
director
here
is
responsible
for
working
with
our
contract
on
this
there's,
a
full
checklist
and
Jackie
does
almost
weekly,
sometimes
daily
yard
visits
where
the
contractor
have
to
give
updates
on
individual
bus
safety,
checking
for
seat
belts
or
radials,
and
our
GPS
tracking
system
is
working
while
buses
are
down
during
the
summer
time,
so
there's
a
full
check
and
then
the
the
transportation
leadership
then
does
like
a
yard
walk
through
with
like
management
staff,
verifying
that,
like
with
the
maintenance
team
verifying
like
these
checks,
have
happened
and
and
Jackie
usually
audit.
H
Hi,
yes
good
morning,
thank
you
for
being
here
for
being
here,
yeah
good.
Okay,
so
you
know,
I
have
a
lot
of
questions
and
I
know
this
is
about
the
the
contract,
and
you
know
all
that
good
stuff,
but
while
I
have
the
mic,
you
know
this
also
impacts.
H
You
know
the
return
on
investment
when
we're
talking
about
fees
and
we're
talking
about
contracts,
I'm
very
curious
about
what
are
we
doing
on
the
BPS
front
transportation
to
ensure
that
students
get
to
and
from
where
they
need
to
be
in
a
timely
fashion,
we've
received
tons
of
emails
and
phone
calls
from
parents
still,
even
with
all
of
the
efforts
that
have
been
made
to
date
of
parents
still
waiting
some
who
have
missed
work.
H
Because
of
this,
and
at
some
point
we
need
to
take
some
accountability
around
that
these
are
parents
who
are
already
struggling
financially
and
then
having
to
take
the
day
off
because
they
have
to
either
take
their
child
to
school
or
leave
work
early
to
pick
them
up.
I
mean
these
are
all
things
that
there
needs
to
be
some
consequence
right.
So
I'm
just
curious
as
you
continue
to
go
through
these
processes.
What
what
is
being
done
to
ensure
that
the
services
are
being.
C
C
There
were
reforms
that
we
got
in
the
contract
to
make
sure
that
we're
holding
driver
drivers
accountable
on
the
attendance
side
and
showing
up
for
students,
and
that
was
implemented
in
the
summer
of
this
year
and
we've
seen
Improvement,
however,
we're
not
where
we
need
to
be
or
where
we
want
to
be,
and
this
is
ongoing
work
with
the
drivers,
Union
and
transdev.
Another
bucket
is
the
national
driver.
C
Shortage
is
an
issue
we
had
our
team
had
to
Pivot
and
in
collaboration
with
transdev
open
up
like
a
CDL
training
program
to
get
individuals
off
the
street,
to
train,
to
get
CDL
license
and
we've
been
able
to
recruit,
55
individuals
so
far
and
recruitment
is
ongoing
and
we
have
another
class
coming
online
very
soon.
We're
able
to
also
recruit
32
drivers
with
their
CDL
license
and
is
on
the
road.
These
are
ongoing
efforts.
C
However,
we
still
have
students
right,
we're
still
missing
the
mark
right.
We've
significantly
improved
from
where
we
were
last
year.
Last
year
we
had
two
percent
of
our
trips
dropping
every
day.
Right
now
we
have
0.07
of
our
trips.
Dropping
on
certain
days
like
today
is
the
day
that
we
were
fully
covered.
C
There
were
days
last
week
where
we
were
fully
covered
across
the
operations,
but
there
are
days
when
there
are
attendance
issues
we
also
do
have
I
want
to
name
that
we
do
have
monitor
issues
as
well.
We
just
reached
a
tentative
agreement
on
that
contract,
which
is
a
for
the
bus,
monitors
and
I
think
that
we're
in
a
good
we're
going
to
be
in
a
good
place
for
recruiting.
C
H
C
C
We
did
have
so
we
would
have
like
some
of
our
special
education
students
who
did
not
have
a
monitor
on
a
bus
to
get
to
school
right.
H
So
this
is
a
problem
right
and
it's
it's
a
problem
that
has
been
persistent
to
say
the
least
and
so
I'm
happy
to
see
that
there
has
been
some
progress,
but
I'm
very
disappointed
that
you
know
we're
still
having
the
same
conversation,
if
you
will
right
so
I
think
that,
as
we
continue
to
move
forward
in
these
discussions,
it's
going
to
be
really
important.
My
question
is
always
is
what
is
our
return
on
investment
right?
H
So
there
has
to
be
a
level
of
accountability
and
commitment
from
folks
to
understand
that
we
need
to
make
sure
that
we
get
our
kids
to
and
from
school
and
that
there
is
a
level
of
accountability
on
our
end
if
parents
are
financially
burdened
as
a
result
of
this
negligence
right,
if
you
will
so
I'm
just
curious
about
how
you're
reconciling
with
that
I
mean
I,
have
parents
who
have
literally
have
have
had
to
ask
for
a
letter
from
the
Department
to
state
that
the
reason
why
they
were
they
had
to
miss
work
was
because
of
the
bus
transportation
situation.
H
C
So,
in
terms
of
like
buses
showing
up
to
parents
houses,
we
use
our
drone
zone,
our
locator
location
system,
to
verify
if
buses
are
not
showing
up
or
if
buses
are
showing
up
to
homes
and
follow-up
with
parents
individually
on
like
what
information
that
we
can
provide
in
collaboration
with,
like
our
labor
department
or
legal
department,
to
what,
like
sorry,
what
letters
we
can
provide
for
parents
after
verifying
if
buses
show
up
or
not,
if
you
have
any
like
one-off
issues
where
parents
have
reached
out
to
you.
C
If
you
can
send
that
information
to
me,
that
would
be
great
additionally
on
the
compensation
pieces.
If
they're
parents
who
are
utilizing
Ubers
Etc,
are
our
special
education
department,
my
department
parents,
once
they
send
that
information
in
our
business
services
department,
set
them
up
as
vendors
and
make
sure
that
they're
reimbursed
for
those
rights.
Okay,.
H
H
It's
not
a
good
practice
I'm
going
to
assume
in
terms
of
fiscal
responsibility,
but
at
the
very
least
our
parents
can
feel
like
that
they're
able
to
at
least
get
to
where
they
need
to
be
and
I.
Don't
know
how
comfortable
I
would
feel
sending
my
12
year
old
in
an
Uber
by
herself
if
I
have
to
be
at
work
or
the
bus
didn't
show
up
so
I'm,
not
sure
if
that
I
mean
that's,
not
a
sustainable
plan,
but
I
think
that,
as
we
continue
to
have
these
conversations,
we
have
to
really
think
like.
H
How
are
we
going
to
Grapple
with
this,
because
otherwise
we're
gonna
come
back
here
and
councilor
Bach
will
be
at
the
chair.
We'll
be
asking
the
same
conversations
and
we're
going
to
be
expecting
different
results,
and
so
I
think
that
at
some
point
you
know
from
what
I'm
hearing
people
are
just
really
frustrated
and
I
and
I
share
that
frustration,
because
I
know
how
challenging
it
could
be
to
be
a
single
parent
and
having
to
juggle
getting
your
kids
to
and
from
school.
C
I
under
I
completely
understand,
and
also
as
a
single
parent
myself,
who
has
to
figure
out
how
my
son
gets
to
and
from
school
I
share
in
those
parents.
Frustration
I
know
that,
like
our
transportation
team
shares
in
that
as
well,
and
that's
the
reason
why,
like
our
team,
is
working
on
pulling
any
lever
that
we
can
pull
to
ensure
that
all
of
our
students
are
getting
to
school
and
happy
and
open
to
collaborating
and
continue
to
have
these
conversations
and
discuss
like
any
ways
that
folks
can
support.
H
Thank
you,
councilor
back
I,
don't
have
any
more
questions.
I
just
have
just
want
to.
Thank
you.
I
know
it's
not
easy
to
be
in
that
seat,
and
so
we
really
do
appreciate
you
all
coming
in
and
helping
us
I
do
have
some
folks
that
I
am
going
to
connect
with
you
directly
on
Annie
and
I
have
been
exchanging
a
few
emails,
but
I
think
having
your
direct
phone
number
would
be
really
helpful
so
that
way
I
can
navigate.
Some
of
these
concerns
that
I'm
I'm
dealing
with
right
now.
Thank
you.
A
Thank
you.
Thank
you,
councilor
Mejia
yeah,
and
just
as
a
follow-up
on
that,
do
we
have.
Is
there
I'm
wondering
about
what
kind
of
data
the
department
might
be
able
to
share
with
the
council?
About
kind
of
you
know
how
many
times
we
have
like?
Can
we
actually
track
the
ways
in
which
the
changes
in
this
contract
have
improved
our
kind
of
no-show
performance
on
the
driver's
side?
Do
we
have
a?
A
Is
there
a
distinction
in
your
data
between
when
a
bus
doesn't
come
because
of
a
bus,
monitor
shortage
versus
a
driver
shortage,
and
is
that
something
I
think
that
as
councilman
he
is
reflecting
I
think
all
counselors
are
still
Fielding
plenty
of
like
family
questions
and
concerns
about
this,
and
so
it
would
be
helpful
to
understand
the
pieces
of
the
puzzle
that
the
contract
took
care
of,
and
then
the
pieces
that
we're
still
working
on.
C
Most
definitely
we
can
follow
up
with
those
additional
data
pieces.
Great.
C
So
32
of
those
individuals
were
hired
with
CDLs
and
55
of
them
were
CDL
trainees.
As
of
last
last
week,
we
we
had
34
drivers
that
were
still
in
CDL
training,
so
five
of
them
passed
the
CDL
classes
on
Saturday,
so
that
brought
us
down
to
29.
Four
of
them
is
going
through
going
through
licensure
going
to
get
their
license
this
week
and
during
the
week
this
week,
and
eighth
of
them
is
scheduled
to
do
the
licensing
exam
on
Saturday
again
so
after
they
pass
their
license
in
the
exam.
C
Those
drivers
usually
do.
A
couple
iterations
of
dry
runs
on
routes
that
they
would
like
to
pick
so.
Do
they
do
a
couple.
Iterations
of
dry
runs
with
our
trainers
and
stuff
like
that
before
they
hit
they
hit
the
roads
with
the
Five
drivers
that
went
through
and
got
their
licenses
on.
Saturday
has
been
do
like
dry
running
their
their
routes
and
will
be
on
the
road
starting
tomorrow
got.
A
C
A
Well,
that's
great
to
hear
because
I
know
that
yeah
this
CDLs
are
in
such
short
supply
yeah
across
the
board.
So
anything
we
can
be
doing
to
home
growth
that
opportunity
and
then
the
150
drivers
on
leave
in
addition
to
the
667
active
drivers.
Can
you
explain
to
me
the
way
the
contract
works
and
in
terms
of
like,
are
those
150
drivers
on
leave?
A
C
D
So
there
are
a
variety
of
types
of
leave.
It
depends
on
I
think
there
were
approximately
14
types
of
loop
when
I
last
looked
the
for
some
types
of
leave.
They
do
accumulate
seniority
that
would
be
Union,
business
leave
or
military
leave
for
those
they
will
continue
occurring
seniority
for
all
other
types
of
leave.
They
will
stop
occurring
seniority
which
they
had
previously,
but
now
they
no
longer
Cruise
seniority,
while
on
those
types
of
leave,
some
leaves
are
paid.
For
example,
if
you
were
on
a
parental
leave
that
would
be
paid.
D
If
you
were
on
a
disability,
lead
there'd,
be
some
level
of
that
leap
would
be
covered
by
disability
insurance.
There
are
types
of
leave
related
to
discipline,
depending
on
the
the
conduct
that
led
to
that
it
might
be
paid
or
unpaid.
Depending
on
the
particular
circumstances
of
that
situation,
often
it
is
unpaid.
Leave,
there
are
emergency
leaves,
which
is
now
limited,
which
it
was
not
before
there
is
personally,
which
is
unpaid,
so
there
there
are
a
huge
variety
of
them.
D
One
of
the
things
we're
working
on
is
to
try
to
make
the
workforce
more
predictable,
so
that
the
the
districts
and
the
employer
has
a
has
a
better
sense
of
how
many
drivers
will
be
available
each
day
and
getting
a
handle
on
frankly
years
of
of
having
many
different
types
of
leaves.
We're
now
raining
that,
in
some
to
work
on
on
getting
down
to
something
that
is
more
approximating,
for
example,
what
the
what
the
city
employees
would
have
available
to
them
and
over
time
we
anticipate
that
continuing
to
improve.
A
And
drivers
paychecks
they're,
not
they're,
not
split
over
12
years
that
12
months
I
mean
they
just
get
them
across
the
school
year
period.
D
Go
ahead,
so
drivers
are
paid
each
week
they
work
and
then,
while
they're
on
school
vacation
or
over
the
summer,
they
can
apply
for
and
receive
unemployment
benefits
and
then
right
now,
especially
though
there
are
tremendous
opportunities
to
work
throughout
the
summer,
and
we
also
seek
a
lot
of
volunteer
drivers
through
all
of
the
vacations.
If
somebody
wants
to
work,
there
is
work
to
do.
A
Got
it
and
and
I
guess
my
my
one
further
question
on
this
is
just
oh
well,
I
have
two
sorry,
one
is
just
what
is
this
Charter
rate
I
have
the
table
here.
C
That's
a
good
question:
the
charter
rate
is
what
the
drivers
get
paid
for
doing
athletic
or
field
trip
runs.
A
C
I
think
that
may
be
a
factor.
I
also
think,
there's
a
there's
a
couple
of
different
factors.
With
Athletics
and
field
trips.
We
have
BPS
schools
with
125
schools,
with
one
set
of
bell
times
and
one
set
of
bell
times.
We
have
our
charter
schools
with
one
set
of
bell
times
on
our
other
District
special
education
schools,
with
one
set
of
bell
times
so
the
peak
times.
C
Even
if
a
lot
of
drivers
had
the
opportunity
we
struggle
at
our
peak
times
when
most
of
our
high
schools
and
middle
schools
are
letting
out
to
cover
those
runs,
because
if
BPS
schools
are
not
getting
out
at
that
time,
we
have
our
Charters
and
our
Auto
District
special
education
schools
that
are
getting
out
at
that
time.
C
So
to
combat
that
really
really
hiring
more
drivers
into
the
workforce,
so
that
we
have
a
complement
of
standby
drivers
that
are
available
and
how
that
works
is
that
there's
our
standby
drivers
will
get
paid
at
their
standby
rate
and
also
when
they're
picking
up
Charter
runs
they're,
also
getting
that
Charter
runs
as
well.
So
once
we
have
standbys
available,
it
really
improve
like
picking
up
Charters
across
the
operation.
A
Got
it
and
then
I
think
my
last
question,
for
you
is
just
what
speaking
to
that
that
contract
that
you
put
out
on
the
ninth
just
obviously
you
know
with
this
with
with
this
CBA
that's
before
us,
which
contains
some
significant
Workforce
reforms.
A
You
know
you
guys,
if
you
guys,
have
made
a
bunch
of
significant
progress
pieces,
but
those
are
all
going
to
now
be
locked
in
and
and
we
expect
them
to
be
constant,
regardless
of
who
we're
Contracting
with,
as
you
explained
earlier
so
I'm
sort
of
curious
holding
those
things
about
the
workforce,
constant.
What
are
the
things
about
the
structure
of
a
five-year
contract
that
we
hope
to
have
be
different
from
the
contract
structure?
We're
locked
into
now
in
terms
of
like
you
know,
fundamentally
what
the
council
cares
about,
which
is
on
time,
performance.
C
That's
a
good
question
and
I'm
going
to
share
some
pieces,
but
then
I'll
have
Jackie
jump
in
if
I
miss
anything
so
in
terms
of
just
like
contract
structure,
so
the
current
contract
we
we
have
in
RFP,
that's
changing
to
nifb
in
terms
of
the
structure.
The
current
contract
is
a
pass-through
contract
and
the
vendor
gets
a
guaranteed
management
fee
of
three
million
dollars.
C
The
problem
with
that
is,
if
the
contractor
performs
well,
they
get
the
three
million
dollars
if
they
do
not
perform
well,
they
get
the
three
million
dollars.
So
there's
no
incentive
right
for
the
contractor
to
improve
on
performance
or
hold
the
the
staff
accountable
for
import
for
performance.
C
C
However,
that's
not
how
we
want
our
contract
to
operate
in
the
future
switch
into
the
eye
of
the
structure
of
the
ifb,
the
ifb
that
we
put
out
it's
no
longer
a
pass
through.
All
of
the
cost
is
not
passed
through
right.
C
C
There's
incentives
for
the
contractor,
however,
when
the
contractor
is
not
hitting
the
incentive
targets
laid
out
in
the
ifb
right
financially,
there's
like
Financial
accountability,
Drew
Drew
into
the
contract,
where
they're
going
to
be
hit
financially,
if
they're
not
hitting
the
kpis
laid
out
in
the
contract.
Sorry.
D
So
I'm
just
going
to
piggyback
on
that,
because
I
think
that
laid
out
a
lot
of
it,
but
one
of
the
one
of
the
major
ways
to
think
about
the
difference
between
the
current
vendor
contract
and
the
future.
One
that
we
are
putting
out
to
bid
right
now
is
that
the
current
contract
was
very
much
de-risked
from
the
vendor
perspective
to
attract
vendors
at
all
to
the
last
round
of
of
of
bidding,
and
what
that
looked
like
is
that,
essentially,
all
costs
related
to
the
contract
passed
directly
through
to
BPS.
D
There
was
a
small
incentive
bonus
that
was
available.
It's
not
I
mean
it's
a
million
dollars.
It's
not
it's,
not
nothing,
but
damages
were
assessed
against
that,
so
that
was
exhausted
very
early
on
in
the
contract,
and
there
really
were
no
Performance
Based
incentives
or
Consequences
for
poor
performance
for
most
of
the
contract
for
the
life
of
that
contract.
In
the
new
contract
that
we
are
putting
or
the
new
ifp
that's
been
put
out,
there
are
five
major
changes.
D
One
of
the
big
changes
is
that
Transportation
has
changed
dramatically
over
the
past
10
years
in
Boston
and
the
new
contract
is
updated.
The
new
bid
is
updated
to
reflect
that
scope
change.
It's
really
a
year-round
operation.
Now
schools
operate
year
round
today,
if
it's
not
through
a
regular
programming,
it's
through
summer
or
vacation
program,
our
out-of-district
special
education
students
operate
year
round.
So
that
is
a
big
change
in
the
contract
and
what
we
expect
for
any
contractor
coming
in
is
that
they
staff
up
to
a
level
that
can
support
that
work.
D
Another
big
change
is
that
both
damages
and
incentives.
There
are
fewer
of
them,
but
they
are
intended
to
be
more
consequential
and
they
are
also
scaled
and
titrated
to
create
the
opportunity
to
achieve
performance
incentives
and
encourage
the
next
level
of
performance
that
a
vendor
reach
for
it.
If
a
level
of
performance
would
take
so
much
effort
to
achieve
the
bonus,
most
most
vendors
won't
go
after
it
because
it
costs
too
much
to
go
after
it.
So
we've
tried
to
appropriately
titrate
performance
incentives
to
encourage
vendors
to
seek
to
reach
the
next
level.
D
That's
the
same
type
of
incentives,
we're
trying
to
build
build
into
the
contract
throughout,
not
just
for
utilities,
but
through
a
lot
of
different
areas
and
then
also
obviously
in
including
in
the
contract,
a
shift
to
electric
vehicles.
A
Got
it
no
I,
think
that's
great
and
you
know
I
I've
I,
think
Dell
knows
I've
been
sort
of
frustrated
by
our
continuous
one-year
extension
of
a
contract.
That
I
think
we've
acknowledged
for
a
long
time
is
not
that
well
suited
to
these
purposes.
A
But
it's
also
good
to
know
that
you
guys
have
managed
to
you
know
reach
an
agreement.
That's
sort
of
like
provides
a
Baseline
and
a
set
of
protections
and
a
kind
of
predictable
like
world
for
the
driver,
Workforce
right
so
that
you
we
can
think
about
how
we
drive
performance
in
the
contract
without
without
folks
feeling
like
they
won't
be
protected
in
those
ways.
A
A
No
matter
how
good
was
going
on
in
the
classroom
is
I
want
to
just
briefly
allow
Jim
Williamson
to
speak
to
the
other
pair
of
dockets.
Here,
I
intentionally
sort
of
we
went
and
focused
counselor
questions
on
the
BPS
one,
because
the
teamster
dockets
are
for
three
employees
and
they
follow
the
exact
pattern
of
a
number
of
other
dockets
that
we've
discussed
at
nauseam
here
in
the
chamber.
So
that's
why
you
know
we're
just
having
Jim
speak
to
them
briefly,
but
I
did
watch
him
for
it
to
be
on
the
record.
A
A
C
G
G
We
think
we're
at
wrong
partnership
with
them
and
we're
happy
to
to
work
with
them
in
getting
this
deal
which,
as
I
pointed
out
earlier,
we
think
is
a
fair
deal.
Both
fraud
for
Trans
depth
drivers
and
for
for
the
city
of
Boston,
so
I
just
wanted
to
acknowledge
that
before.
A
I,
do
that
I
appreciate
that
acknowledgment,
Jeremiah
and
yeah
and
I
think
there's
you
can
have
a
great
partner
and
if
the
structure
of
the
contractual
relationship
doesn't
sort
of
help,
everybody
succeed
together
in
certain
directions
than
like.
You
know,
their
hands
are
tied
as
well
right.
Nobody,
especially
on
the
on
the
private
business
side
like
they've,
got
to
justify
the
actions
they're
taking
so
I
hope.
I
hope
that
we're
able
to
keep
working
on
things
that
sort
of
Drive
everybody
more
in
the
right
direction.
Yeah.
C
Just
to
jump
in
on
what
Jeremiah
just
said,
I
mean
I've,
been
in
transportation,
in
in
a
different
role
in
our
on
our
customer
service
team
and
coming
into
the
directive
position
and
bringing
and
kind
of
like
reorgan,
our
team
and
and
jockey,
and
a
few
other
folks
coming
in
on
the
leadership
team.
The
work
with
transdev
there's
been
significant
Improvement
and
cooperation
and
collaboration
in
that
space.
But.
As
you
outline
counselor,
like
the
the
collaboration,
is
great.
C
The
work
we've
seen
Improvement,
but
the
structure
of
the
contract
just
needed
to
change
right
and
we
needed
to.
We
needed
to
get
a
different
approach
to
the
work
right
instead
of
like
a
kind
of
like
a
hand-holding
approach,
but
like
I
no
longer
have
to
hold
your
hand,
because
you
know
that,
like
the
boundaries
within
the
contract,
you're
not
going
to
be
reimbursed
for
any
everything.
So
now
you
have
to
manage
your
employees
accordingly.
B
Sure,
thank
you
Council.
As
you
said
it's,
it
follows
a
similar
pattern
that
has
been
put
before
the
council
before
it's
a
very
small
Union,
some
engineers
and
maintenance
mechanics
that
work
in
Property
Management.
It's
an
agreement
that
covers
a
three-year
term,
July
1
2020
through
June
30
2023,
and
has
an
estimated
cost
of
just
just
over
twenty
three
thousand
dollars
over
the
three
years.
It
includes
City
policies
incorporating
them
into
the
contract,
the
Juneteenth
holiday
and
the
current
military
leave
benefits
were
added
to
the
contract.
A
Great,
thank
you
and
I'll
just
note
for
counselors
that
again,
all
these
terms,
the
two
1.52,
was
a
pattern
that
was
set
about
a
year
and
a
half
ago
and
has
kind
of
held
for
most
of
the
contracts
in
this
period
and
we've
seen
the
lump
sum
related
to
covid
before
and
then
Juneteenth,
even
though
the
city
gave
that
has
to
be
formalized
in
the
agreement
and
then
I
think.
Actually
we
had
the
updated
military
leave.
A
Policy
had
been
attached
to
the
last
one
of
these
we
discussed
so
the
we
did
ask
and
you
guys
sent
over
that.
The
new
the
new
military
leave
policy,
which
is
just
kind
of
I,
think
it's
the
it's
a
federal
update
that
we
were
complying
with,
and
so
then,
and
we
also
got
the
red
line
from
you
guys
on
that
before
so
I
just
wanted
to
register
all
those
things
have
come
through
the
committee
in
the
past.
A
F
Thank
you,
madam
chair
again,
thank
you
to
the
BPS
team
and
Jim.
Thank
you
for
adding
putting
in
that
language
about
military
leave.
I've
read
through
it
through
it.
It
was
very
helpful.
So
thank
you
for
doing
that.
F
So
one
one
question
is
going
I
guess
going
back
from
the
previous
discussion.
Let
me
see
so
trans
Dev.
How
much
actually
does
the
city
of
Boston
pay
them
each
year
for,
for
this.
C
Transfer
receives
a
three
million
dollar
management
fee.
The
contract
is
over
a
hundred
million
dollars.
The
majority
of
that
contract
goes
to
employee
wages.
F
F
Thank
you.
My
final,
my
final
question
and
maybe
I'm
not
sure
who
could
answer,
but
one
thing
I
was
concerned
with
and
I
failed
to
ask
it
at
the
beginning
is
Athletics
BPS
Athletics,
certainly
very
important
after
school
activities
also
very
important,
but
looking
at
BPS
Athletics.
F
F
But
this
should
be
with
this
year,
though
we
we
have
that
covered.
In
terms
of
we
know
exactly
that
we
need
transportation
for
student
athletes
to
go
to
their
baseball
games
to
basketball
games
football
games.
We
know
that
they
need
rides
there
and
rides
back,
but
there'll
be
no
Mix-Ups.
This
year
is
that
is
that
correct.
C
C
Our
Athletics
athletic
Transportation
Falls
right
into
that
time,
frame
of
like
peak
time
during
that
1
30
to
3,
to
4
o'clock
time
when
it's
like
a
peak
school
dismissals
as
well
as
well,
and
due
to
due
to
driver
attendance
on
any
given
day
it
kind
of
like
tells,
which
routes
that
we
can
cover
and
which
routes
we
cannot
cover
for
athletics.
F
But
I
I
don't
want
someone
some
student
athlete
that
the
entire
team
to
miss
a
game
because
a
bus
driver
didn't
show
up.
You
know
that's
to
me
that
that's
unacceptable.
If,
if
we
don't
have
the
money
for
it,
let's
you
know,
let's
work
on
getting
the
money,
but
I
want
to
make
sure
that
that
doesn't
that
doesn't
happen
in
the
future.
Jim.
C
Yeah
I
can
jump
in
okay,
I.
Think
I
should
I
can
jump
in
here,
I,
there's
I,
don't
think
money
is
not
the
only
issue
and
our
team
is
actively
working
on
pulling
any
lever
that
we
can
pull
the
something
that
I
just
won't
comment
to
on
this
table,
because
it's
going
to
be
ongoing
conversations
with
our
unions
surrounding
kind
of
just
like
pushing
the
athletic
Workforce
to
make
sure
that
all
of
our
students
are
covered
going
forward.
F
I
just
I
just
really
don't
expect
that
there
will
be
any
hiccups
this
year,
I
think
it's
too
critical
for
our
students
to
not
to
provide
this
Transportation.
But
if
there
is
a
case
that
one
of
one
team
is
left
stranded,
basically
at
their
school
because
the
bus
doesn't
arrive,
could
we
know?
Could
you
notify
the
city
council
or
notify
the
chair,
because
that
would
that
would?
For
me,
that
would
be
a
very
important
piece
of
information
to
know.
C
Yes,
we
will
be
able
to
send
that
information.
Okay,.
G
I,
do
just
want
to
point
out
that
this
has
been
a
an
area
of
priority
for
our
athletic
department,
and
we've
been
working
closely
with
them
to
minimize
any
types
of
disruptions.
G
In
addition
to
Deputy,
Superintendent
Sam
depend
has
been
overseeing
many
meetings
with
us
in
athletic
director
Avery
as
Dale,
so
this
is
kind
of
an
area
of
priority
that
we
are
trying
to
improve
on.
So
while
we
can't
guarantee
no
hiccups,
we
are
working
to
to
minimize
any
types
of
disruptions.
Well,.
C
And
and
just
a
fog
like
Jeremiah
said
those,
this
was
one
of
the
first
conversation
I
had
with
now
superintendent
Skipper
of
the
importance
of
like
making
sure
that
all
of
our
athletic
transportation
is
covered.
So
it
is
ongoing
work
within
not
only
our
department,
in
collaboration
with
transdev
and
also
our
athletic
department.
F
Yeah
this
is
this
is
a
top
priority
for
me.
Also
I
appreciate
that
you're
also
taking
it
that
you're
also
making
it
a
top
priority.
I
I
have
a
child
in
the
BPS
system,
but
I
want
to
make
sure
every
child
has
an
opportunity
if
they
participate
in
after
school
activities,
whether
it's
music
or
dance
or
theater,
and
they
have
to
be
transported
somewhere
or
or
Athletics
that
if
they
have
to
be
transported
there,
that
is
part
of
that
is
part
of
the
process.
F
The
the
education
of
our
children
happen
in
the
classroom,
but
the
education
of
our
children
also
happened
outside
of
the
classroom
and
student
athletes.
They
teach
you
leadership,
they
teach
you
competition,
they
teach
you
hard
work,
discipline,
all
skills
that
you
need
in
life
after
school
programs,
they're
learning
about
music,
they're,
learning
about
art
and
cult,
art
and
culture
and
other
other
subjects
that
are
also
critical.
So
I
won't
continue
talking
about
it,
but
that's
a
really
important
issue
for
me
in
this
body.
But
thank
you.
Thank
you,
madam
chair.
H
C
It's
a
hundred
million,
but
the
majority
of
that
100
million
goes
to
wages
and
benefits
for
employees.
So.
C
That's
a
good
question,
so
the
three
million
dollars
is
the
management
fee
for
Trans
Dev.
The
company
and
the
100
million
dollars
is
split
up
across
wages,
fringe
benefits,
health
benefits,
workers,
comp
insurance,
I.T,
there's
like
different
categories
that,
because
it's
sorry
it's
because
it's
a
pass-through
contract
right.
C
It's
passed
through
to
BPS
and
we
pay
so
we
pay,
we
reimburse
them
for
wages,
benefits
and
anything
on
the
ground
and
that's
to
the
tune
of
that
hundred
million
dollars.
And
if
it
goes
over,
we
kind
of
like
figure
out
how
to
reimburse
them
as
well.
C
It's
split
up
between
trends
that
the
contractor
and
internal
transportation
so
transdev
the
contractor
is
to
that
tune
of
100
million
dollars.
Internally
in
transportation
we
have
wages
for
transportation
stuff
we
have,
and
that
also
includes
the
500
bus
monitors
that
we
oversee
I,
can
there's
there's
homeless,
DCF
transportation
that
sits
on
the
transportation
budget
line.
C
There's
our
customer
service
there's
like
different
buckets
to
the
budget
I
can
share.
We
don't
have
our
budget
information
for
this
year,
but
I
can
share
some
actuals
for
last
year
that
she
has
how
the
budget
is
split
out
and
like
where,
where
we're
spending
across
not
only
the
trans
Dev
operation,
but
also
the
internal
Transportation
operation,
right.
H
That's
when
people
start
really
thinking
about
their
return
on
investment,
and
there
has
to
be
and
I'm
going
back
to
what
I
started
earlier
in
terms
of
this
level
of
accountability,
because
it
just
doesn't
feel
like
there's
a
sense.
I
know
you
all
are
working
really
hard,
but
I
just
don't
know
if
there's
a
sense
of
urgency
in
understanding
that
we
have
a
responsibility
to
deliver
on
these
services
and
103
million
dollars
is
a
lot
and
that's
just
for
this
particular
contract.
H
And
then,
when
you
look
at
the
return
on
that
investment,
it's
hard
for
families
to
say:
oh
okay,
this
is
working
out
so
I.
Just
think
that,
as
we
continue
to
have
these
conversations,
it's
going
to
be
really
important
for
us
to
kind
of
do
a
deeper
dive
and
and
see
dollar
for
dollar.
What
that
return
on
investment
looks
like
because
it
is
a
lot
of
money
that
we're
pouring
into
these
services,
and
while
there
is
some
improvement
it,
it
doesn't
still
feel
like.
It
is
really
Landing.
C
Yeah
and
just
wanted
to
flag
even
like
when
we're
looking
at
like
wages
and
like
benefits
just
across
the
board,
that
hundred
the
three
million
dollars
that
goes
to
transfer
the
contract
that
when
we
cut
that
out-
and
we
have
like
97
million
dollars
of
that
97
million
dollars,
approximately
70
million
is
attributed
to
wages
and
benefits
for
employees.
H
Still
struggling
with
the
dollar
for
dollar
return
on
the
investment
piece
of
it,
yeah
I
I,
think
you
know
when
situations
like
this
happen
and
we're
in
the
beginning
of
school
year
and
there's
so
many
phone
calls
and
emails
coming
to
us.
H
These
conversations
have
a
whole
different,
meaning
right
because
we're
being
accountable
to
passing
to
you,
know,
agreeing
to
support
budgets,
and
then
we
are
left
with
having
to
answer
for
our
families.
So
I'm
just
curious
is
who
can
speak
to
that
and
what
information
I
can
share
with
our
constituents.
H
About
the
return
on
the
investment
like
because
it
in
their
mind,
right,
103
million
dollars
is
a
lot
that
is
being
allocated
to
transport.
Our
students
to
and
from
so
it'd
be
helpful
to
hear
what
adjustments
are
going
to
be
made
in
the
immediate
to
address
some
of
the
concerns
that
we've
been
hearing.
C
So
we
had
the
six
reforms
that
we
got
through
contract
negotiations
and
we've
implemented,
and
it's
going
to
be
ongoing
work
with
the
team
to
it's
just
going
to
be
ongoing
day-to-day
work
on
the
ground
with
the
team
to
continue
we've,
we've
started
seeing
improvements,
but
we're
not
where
we
need
to
be
on.
The
team
is
going
to
continue
that
and
another
bucket
is.
C
We
have
to
get
more
drivers
on
the
ground
like
we
have
to
hire
more
drivers
and,
like
I
said,
the
team,
like
we've,
worked
in
partnership
with
transvest
to
implement
a
CDL
training
program
to
get
more
drivers
on
the
monitor
on
the
bus,
monitor
side
in
collaboration
with
Folks
at
the
city
and
internally
at
BPS
super
income
and
superintendent
Skipper
and
Acting
Superintendent
eccleson.
C
C
I
also
launched
a
re-org
and
restructure
of
that
entire
department
a
couple
months
ago
and
put
in
some
key
positions
where
we
would
like
to
see
some
tree
changes
like
ongoing
trainings
for
our
bus
monitors
implemented
an
assistant
director
Roland
there
that
works
in
collaboration
with
special
ed
to
understand
our
students
needs
and
how
to
make
sure
that
our
monitors
are
supporting
our
students
but
based
on
their
needs.
C
So
we
have
two
bcba
roles
that
were
implemented
on
the
ground:
to
support
our
monitors
to
support
schools
with
monitor
ongoing,
monitor
training.
So
this
work.
It
doesn't
stop
here
right,
it's
it
in
order
for
us
to
dismantle
kind
of
like
the
ongoing
issues
that
we've
seen
year
over
year.
It's
it's
work
that
we
have
to
continue
doing
day
to
day
and,
like
we,
we're
I,
see
an
incremental
Improvement,
but
making
sure
that
our
staff
continues
to
be
dedicated
to
this
work.
C
Where
we're
also
looking
at
kpis
and
all
of
that
good
stuff.
C
To
ensure
that
we're
seeing
we're
seeing
improvements
and
in
areas
where
we're
not
seeing
improvements,
we're
getting
back
to
the
table
as
a
team
and
discussing
ways
that
we
need
to
improve
and
what
we
need
to
do
for
our
families
going
forward,
because
our
students
deserve
the
best
right
and
we're
here
to
provide
them
with
the
best
and
and
I
can
assure
you
that
the
transportation
staff
from
the
routing
team
to
our
leadership
team
to
our
bus
monitors,
they're
dedicated
to
making
sure
that
we
see
Improvement
across
the
operation
and
and
I'm
like
happy
to
continue
like
engaging
on
these
discussions.
C
H
You
want
me
to
go
there.
I
would
be
more
than
happy
to
and
I
think
it.
You
know.
I
I
really
do
appreciate
that
invite
and
I
would
like
to
bring
maybe
a
group
of
parents
with
me
so
so
that
they
can
see
Hands
on
the
work
that
happens,
because
what
I
hear
a
lot
is
that,
like
they,
don't
think
that
we
care
right
so
I
think
yes,
let's,
let's
set
that
up.
H
Chantal
will
help
us
make
that
happen,
so
that
I
can
come
by
and
get
a
real
good
Hands-On
view,
which
is
what
the
fire
department
did
last
week.
They
brought
me
in
so
I
can
almost
die,
trying
to
put
out
a
fire,
so
I
will
go
there
and
and
do
that
and
then
the
last
thing
that
I
just
wanted
to
ask.
H
Is
there
a
public
portal
or
accountability
that
really
measures
and
keeps
track
of
this
like
publicly,
like
I,
want
to
have
access
to
something
that
I
can
look
into
and
see
how
many
buses
were
delayed?
How
many
students
were
left
behind?
Is
there
that
level
of
accountability
that
you're
tracking
yep.
C
So
our
team
tracks
a
number
of
different
kpis
so
can.
C
Listening
in
yes
for
sure
key
performer
months,
indicators,
which
just
like
let
us
know
how
we're
performing
across
each
department
within
transportation
and
also
on
the
through
the
transdev
operation,
the
kpis
key
performance
indicators,
I
track
through
monthly
performance
reviews,
some
of
those
some
of
the
kpis
that
we
track
every
like
daily.
So
we
have
complaints
that
come
in
to
our
department.
Through
our
fresh
system,
we
can
track
the
turnaround
time
in
which
our
team
is
responding
to
parents
and
families
in
schools.
C
H
Okay,
thank
you
thank
you
for
that,
and
that's
all
chair
and
Chantal
will
hook
us
up
with
a
time
for
us
to
do
a
tour
yeah.
C
I
think
that
that's
that
would
be
great
in
my
experience
just
going
out
to
community
events
talking
to
families
on
the
ground
and
better
explaining
the
transportation
operation
and
like
we've,
gotten
suggestions
like
I've,
gotten,
a
lot
of
suggestions
from
families
and
and
sharing
what
we
do
every
day
and
just
bringing
them
into
the
department
to
see
what
we
do
every
day.
C
Families
are
always
I've,
never
had
a
family
leave
like
even
if
they
came
in
upset
and
they're
still
upset
about
their
particular
student
incident
or
issue.
They've
always
left
like
okay,
I,
fully
understand
now
and
I
can
better
navigate
the
system
and
they've
always
left
feeling
supported
so
I'm
always
happy
and
open
to
have
that
conversation,
just
not
only
at
Transportation
but
any
any
community
events
Etc
with
our
families
in
the
city.
A
Great
thanks
so
much
councilor
Mejia
and
in
the
category
of
defining
acronyms
I
wondered
if
you
guys
could
just
Define
the
I
forget
which
one
it
was
used
instead
of
an
RFP,
you
just
put
out
a.
D
That
would
definitely
not
butcher
this,
but
I
am
happy
to
to
support
on
this.
So
ifb
is
different
than
an
RFP
and
ifb
requires
us
to
do
essentially
two
levels
of
assessment
when
we
review
bids
that
come
in
the
first
level
of
assessment
that
we
will
do
is
reviewing
each
one
and
confirming
whether
or
not
it
is
responsible
and
responsive
so
that
we
think
that
the
the
contractor
is
able
to
confidently
provide
the
services
responsive
that
they
have
addressed.
D
All
of
the
elements
that
we
are
concerned
about
in
the
in
the
bid
that
we've
put
out
after
a
vendor
has
passed
that
level
of
review.
All
the
vendors
who
passed
that
level.
Then
we
will
look
at
the
lowest
price
among
them
and
we
are
required
by
law
to
put
this
out
as
an
ifb
for
transportation
services,
and
we
have
assessed
that
with
the
state
from
a
procurement
perspective.
Previously
it
was
an
RFP
which
gives
more
flexibility
to
look
at
different
vendor
compilations
of
services
that
they
may
want
to
be
providing.
D
So
what
different
package
of
options
essentially
can
each
vendor
bring
and
at
what
price?
And
you
have
more
flexibility
to
consider
that
package
of
options
and
an
RFP
than
you
do
in
an
ifb,
where
the
way
that
it's
assessed
is
level
one.
Are
they
responsible
and
responsive
level?
Two?
What
is
the
price,
but
every
vendor
my
must
be
assessed
as
responsible
and
responsive
before
they
can
even
be
considered
per
price.
A
There
are
a
number
of
large
contracts
in
the
city
world,
in
which
competitiveness
of
the
pool
of
petite
people
who
might
even
bid
on
a
thing
is
a
challenge
and
obviously
then
a
challenge
from
a
budget
perspective,
and
this
strikes
me
as
an
area
where
such
a
challenge
might
exist
and
especially
because,
with
the
RFP
model
at
least,
you
could
have
some
smaller
actor.
Who
says
oh
well,
here
is
my
creative
solution
or
I'm
going
to
band
together
with
you
or
whatever.
So
just
how
are
we
thinking
about
that?
Yep.
D
So
we've
been
working
on
this
project
for
a
little
over
a
year,
because
we,
once
we
had
confirmation
that
we
would
have
to
do
it
as
an
ifb
from
legal.
We
worked
with
with
the
consultant
specifically
focused
on
Transportation
as
their
area
of
expertise
and
the
one
of
the
main
things
that
we
were
working
on
was
figuring
out.
D
And
when
we
set
the
criteria
for
who
would
be
allowed
to
even
put
in
a
bid.
What
we
are
looking
for
is
making
sure
that
we
were
hitting
really
high
quality
marks
of
who
would
be
able
to
bid
it
all.
After
that,
we
were
really
careful
about
laying
out
exactly
what
we
needed
in
the
ifb
to
make
sure
that
anyone
who
bids
really
knows
that
we
need
to
hit
the
mark
on
a
whole
host
of
criteria.
D
So
when
anyone
looks
at
the
bid
documents,
it's
about
a
70
page
document-
and
we
did-
we
don't
want
to
make
it
too
long,
because
we
want
to
make
sure
people
are
very
thoughtful
about
it.
But
it
is
long
because
it
is
complicated
and
we
want
a
bidder
who
is
ready
to
take
on
that
challenge
and
be
a
partner
with
us
in
succeeding
at
that.
A
Great,
and
would
you
share
that
document
with
the
committee,
the
ifb
that'd
be
great
yes
and
the
the
van
drivers
that
we
turn
to
in
the
a
sort
of
a
auxiliary
Force
for
the
Orange,
Line
shutdown
and
all
have
we
thought
about
Vans
at
all,
as
a
way
of
maybe
supplementing
on
the
athletic
Transportation
side
or
some
of
these
other
challenges
we
face
and
is
that
something
that's
reflected
in
this
ifb
is
sort
of
what
I
was
thinking
about.
D
There
are
a
number
of
elements
of
the
collective
bargaining
agreement
with
the
drivers
Union
that
structure,
how
athletic
transportation
and
special
education
not
I'm.
Sorry
athletic
transportation
and
field
trip
transportation,
which
we
call
Charter
work.
How
that
work
is
is
made
available.
We
are,
we
have
a
working
group
that
is
specifically
looking
at
creative
ways
to
approach
the
charter
work,
but
it
will
require
partnering
with
our
with
the
union
and
thinking
through
new
ways
and
bargaining
with
them.
How
that
could
look
in
the
in
the
near
term?
D
A
Okay,
well,
I
think
we
have
a.
We
have
a
number
of
information
requests
that
counselors
have
lodged
so
we'll
get
those
over
to
you
formally
and
we'd
love.
To
give
some
of
that,
this
is
obviously
a
topic
of
great
interest
to
the
council
because
it
matters
a
lot
to
our
constituents,
but
but
thank
you
for
all
the
detail
on
the
collective
bargaining
agreement
today
and
thank
you
to
my
colleagues,
counciloria
and
Murphy
and
fun
for
being
here.
A
Did
you
all
have
anything
else
you
wanted
to
say
before
I
gamble
this
up?
Thank
you.
So
much
with
that.
This
hearing
is
adjourned.
Thank
you.