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From YouTube: 2022 Negotiations 5-31-22
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A
Hi
everybody
thank
you
for
joining
us
for
negotiation.
2022.
A
When
you
go
to
a
barbecue,
what
is
like
your
go-to
dish
that
you
bring
and
if
you're,
not
a
barbecue
person,
you
can
say
that
as
well.
So
let's
think
about
30
seconds
you're
heading
to
that
barbecue!
It's
a
dish!
You
bring
yes,
ma'am!
Okay,
sorry!
What
is
like
your
go-to
dish
or
go-to
thing?
Oh,
like
think,
you
buy
a
bag
of
chips
or
something.
B
My
go-to
item
is
myself:
I'd
like
to
bring
myself
seriously
like
chips
or
drinks
or
something.
B
To
send
it
to
the
writer
to
the
left,
we'll
go
to
the
left,
just
like
mr
davis.
C
A
Well,
that's
good!
If
it's
my
house
you're
having
hamburgers,
if
I'm
taking
I'd,
say
baked
beans
with
the
lay's
potato
chips
with
the
bridges,
you
can
dip
your
baked
beans
on
that
chip.
C
A
A
Okay,
I
do
I
like
to
bring
it's
a
shrimp
pasta,
salad,
bow,
tie
salad
and
you
can
find
it
in
the
peppered
chef
cookbook.
It's
got
the
shrimp.
The
bow
tie
cucumber
carrots,
of
course,
the
main
sour
cream,
but
lemon
juice
and
dill
wheat
is
what
makes.
A
D
C
A
So
I'm
just
going
to
read
the
agenda,
so
we
were
to
follow
up
on
the
benefit
survey.
I
think
everybody
was.
I
don't
know
how
that
worked
out.
We'll
follow
up
on
the
benefit
survey,
salary
proposal,
benefits
proposal
and
then
I
had
article
one
definitions.
We
already
had
two
definitions
to
add
cp,
specialist
and
full
base
schedule.
A
A
D
Yes,
I
think
the
challenge
is
going
to
be
that
since
we
can't
project
the
insurance,
are
you
talking
about
what
we
talked
about
last
week?
Yes
I'll,
be
making
on
behalf
of
the
insurance
committee
I'll
be
making
a
recommendation,
but
if
you
do
you
want
what
information
would
you
like
shared?
Let
me
ask
that.
C
D
Yeah
we'll
do
that
right
away
and
then,
with
the
survey
we
went
over,
this
survey
can.
A
A
A
To
present
to
you,
information
right
from
the
benefit
survey
and
the
results
were
coming
from
that
and
then
bonded
to
our
benefits.
B
Yeah
I
was
missing
the
last
what
it
would
cost.
C
A
D
Okay,
thanks
so
just
wanted
to
talk
about
a
few
things.
You
know,
I
think,
if
you
look
at
the
survey
results.
D
Some
of
the
comments
that
we
had
sent
out
with
our
staff
there's
still
a
lot
of
confusion
about
the
state
plan
right
and
when
the
state
plan
we've
talked
about
this
before,
but
just
a
reminder
when
the
state
plan
was
proposed
by
the
legislature,
it
was,
it
was
presented
that
we
would
receive
funding
for
all
of
our
employees
to
join
the
plan
and,
as
you
can
see
in
the
murray
group
presentation,
as
we've
discussed
before,
that
is
not
the
case.
D
D
D
Our
deductible
currently
is
fifteen
hundred
dollars
on
our
blue
cross
ppo,
and
we
looked
at
thousand
dollar
deductibles
and
seven
hundred
and
fifty
dollar
deductibles,
and
when
we
ran
those
numbers
again,
it
was
not
something
that
the
district
could
afford
this
year,
because
I
just
want
to
remind
everyone
that
when
we
started
talking
one
of
our
our
priorities
this
year
was
really
to
look
at
our
classified
staff.
D
On
our
end,
the
employee
making
a
contribution
in
addition
to
the
employee
only
and
for
their
families,
so
did
all
kinds
of
options,
looked
at
all
different
numbers
and
funding
options,
because
right
now
we're
still
concerned
that
even
the
proposal
that
we're
putting
before
you
it's
still
going
to
be
costly
for
our
federal
programs,
and
we've
talked
about
that
before
the
monies
that
we'll
have
to
transfer
in.
D
So
when
we
went
through
the
process
last
week.
Really.
The
final
proposal
that
I
made
to
the
committee
is
that
we
stay
with
our
existing
plan
with
our
current
deductibles
co-pays
everything
stays
the
same
as
our
coverage.
However,
the
district
would
cover
the
entire
employee
only
amount,
so
currently,
if
you're
an
employee,
only
you're
having
25
deducted
from
your
paycheck
a
month
and
that
would
go
away
because,
as
an
employee
with
family
you're
getting
that
25,
you
have
to
pay
the
25
deduction
in
addition
to
your
paying
coverage.
D
So
that
was
our
proposal
to
the
insurance
committee
and
they
were
in
agreement
with
coming
forward
to
the
to
the
negotiations
committee.
D
B
D
D
You
can
see
for
the
hsa
it's
a
reduction
of
ten
dollars
and
it's
then
it's
an
increase
of
for
the
employee.
Only
then
it's
in
increase
of
36.70
and
then
again
you
can
just
follow
that
down
the
columns,
but
we
did.
The
district
did
increase
the
contribution
for
to
the
hsa
account
because
it's
currently
it
was
60.
D
D
That
so
we
have
an
agenda
that
would
like
to
hand
out
this
is
in
reference
to
the
governor's,
the
additional
funds
that
the
governor
is
proposing,
just
language
so
separate
from
the
separate
from
the
insurance.
This
is
totally
a
different
yeah,
so
at
least
you
can
be
looking
at
both
before
you
come
back.
D
The
intent
is
that
once
we
receive
the
salary
allocation,
because
the
state
always
not
always,
but
in
most
distributions,
they
provide
a
salary
amount
and
a
benefit
amount.
So
if
it's
a
thousand
dollars,
they'll
give
us
the
additional
19.69
for
percy
and
look
at
medicare.
So
what
we're
saying
is
whatever
so
they
will
give
us
a
distribution
based
on
our
july
staffing
numbers
and
we
will
distribute
our
proposal
is
to
distribute
whatever.
That
amount
is
that
we
receive
in
the
salary
to
be
distributed
to
the
certified
staff.
D
D
Yes,
this
is
on
top
of
this
is
a
one-time
payment
like
we've
received
in
the
last
couple
of
years,
we've
received
those
resiliency
bonuses
and
we've
received
the
loyalty
bonuses
that
we
received
this
year
and
then
the
latest
one
thousand
dollar
bonus.
It's
just
that
we
don't
have
that
dollar
amount.
Yet
so
we're
not
sure
what
that
looks
like
and
since
it
will
be
determined
by
the
state.
As
far
as
the
total
dollar
amount
we
have
to,
we
will
be
making
a
one-time
payment.
D
Right,
we
won't
find
out
into
the
fall.
They
will
they've
already
determined
they
won't.
You
know
until
probably
september.
D
Yeah
they're
basing
the
numbers
on
the
july
payment,
whatever
numbers
we
have
on
staff,
that's
what
they're
basing
the
payment
on
all
the
other
payments
are
based
on,
like
the
february
there's
different
time
frames
that
the
state
takes
looks
at
our
staffing
it's
in
september,
the
last
september
30th.
Then
they
look
at
things
in
november
and
then
at
february,
so
they
I
mean
I
can
read
you
the
language
as
far
as
what,
if
that
would
be
helpful.
A
Can
I
ask
why
this
is
paid
out
in
two
christmas.
D
D
D
We
are
using
those
funds
towards
our
current
insurance
because
remember
we
received
so
the
cost
of
the
increase
of
our
insurance
was
just
about
six
hundred
thousand
dollars
to
the
general
fund.
So.
D
Okay,
plus
the
district
paying
for
the
employee
only
cost
and
that's
about
600
000
of
an
increase
just
to
the
general
fund.
So
of
the
it's
about
1.7.
That
million
that
we're
receiving
right
between,
because
the
support
units
like
they
picked
a
point
in
time
for
support
units.
The
support
units
will
be
determined
again
when
the
state
calculates
things
and
september.
D
D
A
D
Compensation
from
without
compensation
from
anything
other
than
federal
funds,
and
we've
already
noted
in
our
most
of
our
title,
our
title
account.
We
have
reduced
funding
and
we've
received
very
minor
increases
in
some
of
the
other
federal
programs
to
clarify
what
the
way
I'm
understanding
this
is.
D
That's
really
the
only
way
they
could
afford
to
continue
to
pay
the
increases
that
we
are
proposing
for
all
staff
members
certified
classified
and
the
increased
insurance
cost.
So
in
order
for
them
to
stay
solvent
and
not
reduce
their
staff,
the
district
has
made
a
commitment
that
we
would
contribute.
D
B
D
D
D
A
A
D
But
what
we
have
done
in
the
past
is
we
have
used
400
000
of
the
funds
that
we
received
previously
at
8
000
for
our
insurance
or
eleven
thousand.
We
were.
We
were
putting
four
hundred
thousand
dollars
just
enough
into
our
discretionary
spending
and
that's
with
utilities.
That's
with
athletics.
That's
all
these
things
that
add
up
to
that
big
pot
of
money,
plus
what
we
received
from
our
supplemental
levy.
D
But
we
were,
I
was
using
those
additional
funds
in
the
past,
which
would
still
be
a
requirement
to
use
those
funds
to
support
all
of
the
programs
that
we
provide
because,
as
you
know,
the
state
doesn't
fully
fund
our
salary
schedule.
The
district
makes
up
quite
a
bit
of
a
difference.
It's
gotten
better.
Over
the
years
as
we've
received
career
ladder
funding
and
the
increases,
it's
definitely.
D
Of
it,
the
six
hundred
thousand
is
what
it's
going
to
cost
us
to
pay
this
entire
increase
for
those.
Yes,
that's
all
it
was
sorry
yeah.
I
I
wasn't
clear.
I
apologize
that's
what
the
total
cost
is.
The
percentage
yeah
the
increase,
just
the
increased
cost
is
what
encompasses
all
of
the
percentage
increases.
D
So
our
federal
program
staff,
your
title
age,
your
title,
one
teachers,
your
instructional,
coaches,
your
sped
teachers,
your
special
education,
paras,
any
of
any
individuals,
our
migrant
program.
They
are
paid
out
of
federal
funds.
D
We
receive
no
funding
for
those
individuals,
so
but
their
pay
on
the
same
salary
schedule
is
all
of
the
employees.
So
the
certified
salary
schedule,
if
you're,
if
you're
a
cpe
for
a
teacher
or
a
counselor
you're
paid
regardless
of
your
funding,
you're
paid
on
the
district
salary
schedule
same
thing
for
the
classified.
If
you're
a
title,
one
para
versus
a
I'm
trying
to
think
safe
school
aide,
you're
paid
the
same
you're
paid
in
the
same
salary
schedule.
Regardless
of
your
funding.
D
D
Right
and
so
because
of
the
increase
that
we're
incurring
those
programs
will
most
likely
not
be,
they
will
not
be
able
to
afford
those
increases.
So
we
will
have
to
use
part
of
that
additional
funding
that
we
received
for
insurance
to
pay
to
level
things
up
for
their
programs
and
also
to
use
some
of
those
funds
to
go
towards
salaries.
Since
we
are
not
fully
funded
for
salaries.
D
D
Place
I
mean
it's
yeah
because
we're
we
have
about
an
increase,
probably
close
to
a
million.
B
B
C
A
Yeah,
I
just
wanted
to
say:
I've
got
an
event
that
I
have
to
leave
for
at
six,
so
I
apologize
and
then
I'll
excuse
myself
at
six
o'clock.
But
let's
do
we
can
we
can
agree
on
some
of
these
tonight
next
time.
B
All
right,
so
I
apologize,
but
we
do
have
some
more
questions
that
were
brought
up
by
the
team.
So
I
hope
I'm
gonna
ask
them
if
that's
okay,
so
first
off,
we
were
just
wondering
if
we
can
get
more
of
a
breakdown
of
what
the
whole
1.7
million
is
being
used
for.
So
I
understand
there
was
like
600
000
for
increase
with
the
insurance
and
then
600
000
for
the
salaries.
B
I
guess
and
is
that
for
all
of
classic
fighters
that
just
for
a
portion
of
classified
that
you're
looking
at
and
then
that
would
still
leave
like
an
additional,
almost
half
a
million
of
and
where
would
that
be
going.
D
So
when
we
look
at
great
questions,
so
I.
C
D
So,
with
all
of
the
funding
that
we're
receiving
this
year,
I
know
you're
asking
specifically
about
the
1.7.
I
understand
that,
but
I
want
to
tell
you
when
I
look
at
the
entire
funding
that
we're
I'm
projecting
that
we're
going
to
receive
okay
with
the
increase
in
insurance
costs,
the
increases
with
the
salaries
that
we're
proposing
and
specifically
the
increase
in
our
transportation
contract.
D
I
went
back
and
this
will
be
news
to
the
board
when
I
meet
with
them
in
and
june
board
meeting
we're
going
to
be
going
into
our
fund
balance
by
over
900
000.
D
And
let
me
tell
you
why,
this
year,
it's
worse
than
other
years,
it's
because,
just
to
just
a
reminder,
we
receive
our
reimbursement
on
our
transportation
contract
a
year
in
arrears,
so
in
2023,
next
year's
budget
will
be
reimbursed
the
70,
whatever
it
works
out
to
be
based
on
this
year's
cost
for
home
to
school.
D
Okay,
I'm
anticipating
that
our
transportation
is
going
to
increase
by
well
over
a
million
most
likely
closer
to
almost
two
just
with
the
increased
cost
in
the
routes
just
there.
They
too
were
struggling
with
wages
and
that's
why
their
route
increases
so
based
on
the
proposal
that
they
presented
to
the
board.
To
that
we
accepted
I'm
going
to
see
a
significant
increase
in
cost
for
the
2023
school
year.
D
D
D
I
had
to
pick
a
date
and
then
I
to
calculate
my
revenue
and
to
calculate
my
expenditures
on
salary
based
on
who's.
Here,
revenue
will
most
likely
go
down
because
I
anticipate
we're
going
to
be
hiring
more
new
teachers
brand
new
teachers,
but
the
cost
will
also
go
down
right,
so
there
should
even
out,
but
I'm
looking
at
just
between
those
between
certified
classified
administrators
and
stipends.
D
This
is
for
coaching,
I'm
talking
athletic
coaching,
giving
them
an
increase
as
well
it's
about
1.2
million.
Now
that
is
a
very
rough
estimate
right
now,
but
I,
but
that's
what
goes
into
making
this
budget.
That's
how,
when
I
put
all
of
my
revenue-
and
I
in
and
I
project
all
of
my
expenditures-
that's
how
I've
broken
it
down
based
on
the
salary
schedule
proposal
that
we
have.
This
is
our
schedule
that
we're
affordable,
approved
for
our
classified.
D
D
It's
going
to
be
let's
and
the
first
bucket
is
the
insurance
sorry,
but
you're
right
after
that,
it's
the
insurance
for
our
program
and
against
the
federal
funding.
Remember
it's!
We
can't
forget
yeah
that
money
is
coming
into
the
general
fund,
but
monies
will
be
transferred
out
to
the
program
so
and
then,
after
that,.
D
On
this
sheet,
correct,
yes
and
then
in
addition
to
that
salary
for
all
employees,.
D
Is
that
correct
right?
It's
part
of
that,
but
I
am.
I
am
going
to
be
using
our
fund
balance
mainly
to
cover
that
transportation
cost.
So
really,
I
believe,
but
I
you
need
to
understand
that
when
you
see
that
coming
out
of
the
budget,
but
those
additional
funds
that
we're
receiving
will
be
definitely
going
to
those
categories.
A
D
A
D
D
I
don't
know
exactly
what
that
dollar
is
we
just
I'm
anticipating
there
will
be
a
large
contribution
just
to
cover
their
salary
and
their
insurance,
and,
as
dr
french
just
mentioned,
I
believe
china,
when
she
was
calculating
her
special
education
budget
and
fund
for
her
federal
funds
that
she
receives
from
special
education,
she's.
Almost
a
half
a
million
dollars
short.
Is
that
correct,
or
was
it
three
or
five.
A
A
A
A
D
D
B
D
What
I
said
is
we're
going
to
have
to
transfer
out.
I
didn't
give
you
a
specific
number
of
what
it
would
be.
Chyna
just
told
us
today,
just
now
before
we
came
as
to
what
she
has
projected
her
budget
to
be,
but
we've
not
done
a
complete
projection
for
all
the
other
federal
programs.
China
was
just
support,
has
been
working
on
that.
D
It's
all
so,
when
I
give
you
an
increase
cost,
I
don't
have
it
broken
down
per
certified
and
for
classified
I'm,
giving
you
an
increased
cost
to
the
district,
because
the
district
only
has
so
much
money
and
although
that's
that
bucket
of
money
is
spent
for
all
of
our
staff,
whether
it
be
classified
certified
right.
So
I'm
not
looking
at
just
the
increased
costs
right
now.
I
I
haven't,
provided
you
with
that
information.
B
A
Yes,
so
mr
cody
answer
your
question:
it's
going
to
support
classifieds
both
through
their
insurance,
as
well
as
their
salary
benefits.
B
D
B
D
D
D
D
I'm
looking
at
because,
as
we
mentioned,
we
had
a
lot
of
unfilled
positions.
B
A
What
would
you
I
was
just
going
to
look
for
certified
mr
coker
certified
or
classified
about
plus.
D
It's
a
point
in
time
that
we
try
to
so
when
we,
you
know
we're
looking
at
this,
we're
looking
at
filling
the
open
positions,
hopefully
with
the
increased
salaries,
we'll
be
able
to
attract
more
classified
staff
same
with
certified,
I
mean
we've
looked
at
some
surrounding
districts
and
we
believe
our
proposal
is
very
comparable
and
in
many
cases
better
when
you
look
at
that
and
the
same
for
the
classified.
B
The
state
put
in
an
increase
for
the
classified
they.
B
D
Yes,
well
when
I
said
so,
I
look
at
all
of
it,
you're,
focusing
on
one
one
allocation
right,
you're,
focusing
on
the
insurance,
but
when
I
look
at
the
entire
allocation,
it
all
goes
so
whatever
we
receive
in
salaries
for
our
certified
admin
and
classified
currently,
it's
not
funded,
we're
probably
close
to
two
million
dollars
short
in
our
classified
ranks
right
so
that
seven
percent
it
was
a
drop
in
the
bucket
to
help
increase.
You
know
to
give
any
type
of
increase.
Is
this
increase.
B
B
D
A
B
No,
I
just
think
that,
like
in
good
conscience,
we
can't
agree
to
this
right
now
until
we
know
like
the
salary
increase,
because
I
noticed
in
that
survey
that
you
know
you
did
cover
like
the
lower
deductibles
and
co-pays,
but
family
cost
was
at
the
top
of
25.23
of
the
people,
wanting
lower
cost
for
families
and
then
reduce
costs
was
also
another.
You
know
16
essentials,
so
I
feel,
since
some
of
those
are
going
up
for
family
and
things
like
that,
that
we
would
have.
D
D
Absolutely-
and
I
will
tell
you
that
every
employee-
because
that
was
something
that
we
looked
at
as
well-
to
make
sure
that
an
employee
received
at
least
an
increase
in
salary
enough
to
cover
insurance
if
they
had
a
family,
so
I
mean
but
you'll.
You
can
see
that.
But
but
that's
that
is
a
goal
of
ours
as
well.
I
don't
want
to
increase
insurance
costs
and
not
give
enough.
You
know.
A
Maybe
for
someone
to
remember,
we
had
employees
who
actually
because
of
the
downturn,
people
are
actually
making
less.
I
mean
they
weren't,
making
less
on
their
contract,
because
by
law
you
can't
pay
less
than
what
you
made
on
that
contract,
but
the
insurance
costs
had
gone
up,
so
their
take-home
was
less
than
what
they
had
and
I
it
was
done
was
has
been
very
conscientious.
C
A
C
D
A
A
A
D
A
A
A
A
A
A
A
B
A
C
A
A
D
I
think,
as
you
know,
we
have
our
proposed
salary
schedule
it's
not
on
here,
but
I
can
tell
you
that
there's.
D
D
So
I
know
that's
not
here,
but
we
can.
As
you
know,
part
of
the
language
is
in
the
back
is
always
tied
to
the
salary
schedule.
So
I
think
it's
just
good
to
know
that
the
cross
you
know
last
year
was
a
very
unique
year,
because
people
were
moving
two
steps
and
we
wanted
to
be
very
purposeful,
indicating
where
they
were
moving
from
this
step
to
this
step.
So
we've
crossed
out
a
lot
of
that
language
because
it
no
longer
applies.
D
We've
changed
the
structure
of
our
salary
schedule,
instead
of
saying
it
rp1
and
rp2
we've
just
we've
gone
back
to
the
steps
right
just
what
the
steps
are
in
our
schedule.
So
the
first
several
like
two
through
six
are
all
very
just
changing
out
the
years
item
number
seven:
it's
where
we
talk
about
advancing
a
wrong
if
you
meet
the
compensation
criteria
from
four
through
12.,
we'll
talk
about
13.
D
in
a
moment.
Just
to
clarify-
and
this
is
what
we've
had
in
place
for
the
last
several
years-
if
an
employee
does
not
meet
the
performance
criteria
established
by
the
state,
there
will
be
no
wrong
step
movement
on
the
salary
schedule
once.
B
Indicating
what.
D
That
document,
what
the
documentation
allows
to
be
moving,
you
have
a
professional
endorsement,
same
finance,
number
27.,
we've
just
added
again.
We
clarify
the
type
of
documents
that
we
need
in
order
to
qualify
movement
and
placement
for
staff
coming
into
the
district.
D
Moving
over
to
and
allocation
again
mainly,
these
are
just
changing
the
years
from
21
22
to
22
23..
D
There
is
new
language
under
ed
allocation
based
on
the
state's
criteria.
Credits
earned
must
be
in
a
relevant,
pedagogy
or
cpu's
content
area.
So
that's
language
that
was
added
this
year.
C
D
D
D
D
D
I
won't
read
it
to
you,
but
that
really
is
just
taking
the
language
so
that
there's
no
question
in
anyone's
mind
what
the
qualifications
are
to
receive,
that
professional
endorsement
pursuant
to
idaho
pursuant
to
items,
and
if
you
recall
so
the
professional
endorsement,
you
must
have
that
professional
endorsement
in
order
to
receive
the
education
allocation.
D
Remember
that's
a
criteria
that
we
talked
about
earlier
in
the
master
agreement,
but
we
just
wanted
to
clarify
that
here
and
even
if
the
cpe
doesn't
meet
that
evaluation
criteria
of
the
50
plus
one,
they
would
not
be
eligible
for
movement
on
our
salary
schedule,
because
the
state
does
not
fund
us
for
an
employee
for
a
certified
staff
who
has
not
met
that
criteria.
D
D
It
needs
to
be
on
both
thank
you
for
that
question,
because
there
is
different
criteria
to
meet
the
advanced
placement,
the
advanced
professional
endorsement
and
for
that
particular
funding,
because
the
professional
endorsement,
really
the
50
plus
one,
is
really
tied
to
the
movement
on
the
salary
schedule.
With
the
step.
D
The
advanced
professional
endorsement,
there's
a
two
thousand
dollar
stipend
associated
with
the
criteria
of
the
professional
of
the
advanced
professional
endorsement
right,
because
in
order
to
to
receive
that
advanced
professional
endorsement,
the
teacher
must
meet
the
evaluation
criteria
of
75
or
more
of
their
students
having
met
their
measurable
student
achievement
targets
right,
and
so
you
have
to
meet.
So
if
you
meet
the
just,
be
the
professional
endorsement
of
50,
plus
one
you're
eligible
to
move
a
step
as
long
as
you
have
that
professional
endorsement.
D
D
D
Then
in
2122
they
don't
meet
that
criteria,
so
they
would
not
receive
that
two
thousand
dollar
stipend
next
november.
So
it's
that
you
have
to
meet
it
every
year.
You're
still
you
still
have
that
professional
endorsement.
If
you
make
the
50
plus
one,
you
still
get
to
move
a
step.
If
you,
if
you
don't
meet
the,
if
you
don't
make
the
30
I'll
say
you're
30
proficient,
then
there's
be
no
step
and
no
stipend,
but
it's
an
annual
it's
no
different
really
than
the
professional
endorsement
just
for
the
staff.
D
But
this
is
the
step
and
the
stipend
right.
So
every
year
you
have
to
continue
to
meet
those
goals
in
order
to
receive
that
statement.
I
think
that
really
is
other
than
just
citing
code
in
here
and
giving
an
explanation.
So
everyone
knows
what
the
requirement
is.
We
just
wanted
to
clarify
that,
because
I
don't
think
the
language
is
very
clear
about
the
meeting
the
criteria
every
year.
D
That's
because
we
had
two
years,
because
by
code
we
felt
sure
we
had
to
move
people
to
a
step,
four
indicating
being
step
five
that
professional
endorsement.
So
that's
why
it
looks
a
little
last
year
they
did
for
that
p1.
We
had
a
p
when.
D
Because
it
was,
it
was
the
interpretation
of
the
statute,
and
now
there's
been
clarifying
language
and
statute
again
this
year.
For
that
particular
reason,
which
is
why
you
have
your
base,
forty
thousand
seven,
forty
two
is
the
minimum
that
we
can
pay
an
employee
cpe,
but
in
order
to
get
the
43
488,
you
must
meet
the
criteria
for
that
professional
endorsement
in
order
to
move
to
that
step.
D
There
was
that
there
was
interpretation
that
there
was
a
minimum
on
that
p1
professional
endorsement.
Yes
and
that's
how
we
interpreted
it.
So
that's
what
I
was
going
to
remember.
C
D
Employees
that,
because
that
was
our
interpretation,
even
though
we
were
told
that
it
may
not
actually
have
been
a
complete
interpretational
statute,
but
we
felt
that
we
would
want
to
honor
that
for
our
employees
and
just
a
reminder
on
steps,
one
two
and
three,
those
employees
that
are
placed
that
have
a
va,
24
or
a
master's,
may
not
qualify
for
that
allocation.
D
They
have
to
have
that
professional
endorsement
in
order
to
receive
that
allocation.
The
only
exception
that
we
have
made
as
a
district
is
that
if
we
have
people
personnel
person
who
comes
in,
they
have
to
have
a
master's
for
that
people,
personnel,
certification
and
we
have
passed
on
the
masters
and
stipend,
even
at
allocation,
even
though
we're
not
funded
for
that,
because
that's
a
requirement
of
them
to
do
the
job.
So
that's
the
only
exception.
That's
why
it
says,
may
qualify.
A
D
Between
seven
percent,
just
depending
so,
if
you
have
a
master's,
plus
24
or
an
ad
specialist,
our
doctorate
and
a
few
years
ago,
if
you
recall
it
was
agreed
that
those
employees
with
that
education
would
be
allowed
to
move
on
to
the
grandfather,
salary
schedule
and
because
those
steps
are
very
inconsistent.
D
D
D
A
D
An
overall
average
is
about
three
percent
again
with
some
highs
and
some
lows
of
individuals
right,
that's
just
with
the
bab8
12,
but
when,
once
you
get
over
to
like,
I
said
those
individuals
who
have
the
masters,
24
and
eds,
those
individuals
are
getting
four
thousand
dollars.
D
D
I
will
work
on
sending
you
a
percentage
scattergram,
because
what
we've
done
in
the
past-
and
I
apologize-
I
just
remembered
it
today
and
I
was
working
on
it
right
before
we
came
and
it
wasn't
pretty,
it
wasn't
colored.
So
I
will
send
it
to
you,
mr
davis.
I
will
get
that
put
together
and
you'll
have
time
to
review
it
before
the
next.
A
D
A
C
D
D
As
far
as
the
increase
on
the
salary
schedule
right,
because
there's
an
increase
to
the
salary
schedule
just
in
the
dollars
and
the
cells,
but
then
there's
also
the
movement.
So
this
is
if
an
employee
qualifies
they'll
again
move
from
step
three
to
step
four
or
one
to
two
or
yeah,
where
they
replace
this
year.
Does
that
make
sense?
Yes,.
D
So
if
we
were
to,
I
mean
we
could
make
all
kinds
of
assumptions
right,
we
could
say
adding
hundred
dollars
not
on
the
salary
schedule,
but
adding
fifteen
hundred
dollars.
Let's
say
I'm
just
making
up
numbers
because
we
don't
know,
but
if
we
use
that,
then
of
course
an
individual's
increase
is
going
to
be
much
higher
right,
that
percentage
because
they're
getting
that
payment,
and
so
but
we
were
advised
by
the
state
department.
D
I
think
I
mentioned
this
before
not
to
put
that
stipend
on
our
salary
schedule,
because
now
we've
actually
decreased
our
state
funding,
because
the
state
looks
at
what
your
funding
sources
are.
So
let's
say
we
have
a
title
teacher
who's
paid
50
of
the
title
and
50
out
of
mno.
The
state
will
fund
us
will
use
that
50
percent
fte
in
the
calculation
for
our
overall
emino.
C
D
D
This
was
a
grandfathered
salary
schedule
and
through
the
years
that
has
just
been
our
decision
to
leave
it
there,
because
it
was
significantly
higher
that
when
it
was
created,
it
was
significantly.
It
was
really
kind
of
out
of
sorts
with
the
rest
of
the
salary
schedules
that
we
had
in
place,
but
through
negotiations,
the
agreement
was
made.
If
that
employee,
who
gets
that
masters
24,
then
they
will
be
allowed
to
vote
and
the
eds
that
was
negotiated.
D
D
So
because
it's
a
master's,
thirty
five
hundred
dollars
right,
but
they
get
to
move
so
the
difference
is
so.
Ms
langen
asked
for
a
asked
me
to
clarify
why
on
steps
13,
abcde
and
the
masters
and
the
masters
24,
those
dollar
amounts
are
the
same
right
because
it
is
our
base
plus
that
3
500
and
the
difference
is
in
an
individual
who's
on
13
a
with
the
masters
24
plus
24
units
they
get
to
move
down
to
13b.
D
Same
thing,
so
there's
movement
on
a
b
c
d:
if
you
have
the
master's,
24
and
the
ed
specialist,
so
we
the
state
allocation,
is
3
500
for
a
master's
degree,
that's
the
allocation
that
we
receive
and
it's
not
dollar
for
dollar,
but
it
goes
into
the
allocation
so
allocation.
So
that's
why?
Because
again,
it
is
still
your
ba
12
plus
that
masters.
So
that's
why
those
dollars
are
the
same
in
the
in
both
those
columns.
But
again
there's
movement
allowed
on
the
mh24
and
specialist
and
doctor.
D
Correct
you
can
go
if
you
have
a
if
you're
on
step
13
for
this
year.
Yeah
you'll
move
down
to
13a
and
if
you
have
a
those
masters
plus
24..
But
if
I
only
have
the
masters.