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From YouTube: 2022 Negotiations 5-19-22
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B
Sure
so
spring
break
my
oldest
daughter
and
I
ventured
across
the
pond.
B
C
C
So
I
have
two
that
are
equal
are
two
of
the
cruisers
and
one
on
on
cruises.
B
C
D
F
C
C
C
You
know
and
we
forged
rivers
with
our
you
know,
and
so
as
a
kid
on
a
horse
doing
that
we
did
that
for
a
few
summers
in
a
row,
and
that
was
like
a
big
deal
and
I
have
to
I
look
back
at
my
dad
like
you
are
saint
to
pack.
You
know
pack
food
for
four
children
himself
in
a
on
a
pack
horse
and
the
things
that
happened
were
very
memorable
when
you're
like
you
know
no
horse
act,
no
one
died,
or
I
mean
some
of
us
were
injured.
C
You
know
that's
hot
pots,
so
it
looked
like
water
and
I
was
trucking
along
and
I
thought
I'll
just
run
through
that
water
and
I
used
to
sweat.
I
mean
because
it
was
a
ball,
I
mean
bog.
So
it's
a
good
thing.
It
wasn't
a
big
pot
and
I
didn't
jump
in
with
both
feet.
It
was
just
one
foot,
so
the
other
leg
catches
you
on
the
ground
and
you're
like
I
could
have
sunk
away
and
no
one
would
know
those
were
the
adventures
of
kid
life.
C
C
C
B
A
For
me
and
memorable
trip
is
always
when
my
cousin
kristy
and
I
hi
christy
you're,
watching,
got
you
she
and
I
go
to
savannah,
and
I
love
savannah
because
I
love
culture
there.
I
love
we
eat
really
well
and-
and
I
like
history
of
especially
that
part
of
our
nation,
so
it's
I
just
really
something
I
really
appreciate,
and
I
have
no
children
or
husband.
A
So
it's
really
nice
just
to
hang
out
with
her
girls
trip
little
girls
trip
every
couple
years.
So
that's
great!
So,
mr
davis,
I
see
that
today
we'll
be
talking
about
parking
lot.
Discussions
is
that
topics
is
that
correct.
D
C
F
C
I
F
So
the
breakfast
I
have
just
been
hearing
like
all
year.
F
A
A
Mr
davis,
I
know
that
administrators
have
administration
has
been
talking
to
administration
about
resolution.
To
these
concerns,
do
you
found
find
that
that's
been
helpful
or
middle
ground
or
not
so
much?
I
can.
F
Mcdaniel
came
back
from
a
meeting,
I
think,
from
the
deal
or
from
here
and
had
shared
that
you
know
they
had
a
meeting
about
it.
They
talked
about
that.
It
wasn't
going
to
go
away,
go
away,
and
so
they
came
up
with
a
solution
for
like
kinder
and
first
in
our
building
where
they'll
eat
in
the
cafeteria.
D
F
Has
I
mean,
obviously,
I
assume,
because
I've
talked
to
most
of
the
teachers
and
they'd
rather
not
have
it
in
the
classroom.
There
was
an
issue
earlier
in
the
year
when
we
were
having
kids
come
in
too
early,
and
that
was
that
was
causing
a
problem,
but
that
got
fixed.
F
F
A
Okay,
mr
go
and-
and
that
is
also
after
generate
generating
resolutions
to
how
to
make
it
work.
D
F
I
assumed
we
would
stay
with
it
for
this
year
and
that,
but
where
what
what
they're
probably
wondering
is
what's
going
to
happen
next
year,
are
we
going
to
have
a
change
since
we're
not
having
the
issues
that
we
had
before
if
the
issues,
if
the
issue
the
covet
issue
has
gone
away,
is
there
is,
is
a
real?
Is
it
necessary
for
that?
The
children
come
into
the
classroom
with
the
breakfast.
A
Yeah,
thank
you,
mr
go.
I
would
agree
that
this
originally
started
under
covet
conditions.
A
Since
then
it's
sort
of
morphed
its
way
into
other
things,
including
morning
supervision,
sort
of
navigating
those
waters
of
not
not
about
covet
but
more
about
just
general
supervision
in
the
morning
and
the
efficiency.
A
A
What
the
benefit
to
that
is
for
administrators
is
the
ability
to
move
moving
move
the
beginning
of
the
day
for
paris
more
from
the
front
end
to
the
back
end
for
bus
supervision
and
then
in
general
supervision
in
the
morning.
That's
been,
I
agree.
So,
while
I
agree
it
started
with
covid,
it
has
been
shifted
to
other
other.
A
It
has
been
discussed
a
couple
of
times
about
the
pros
and
cons,
as
well
as
the
most
recent
meeting
about
following
up
at
each
building
site,
to
bring
resolution
to
educators
that
might
have
reservation
about
keeping
it
in
their
building
or
in
their
classrooms.
C
One
of
my
concerns
is
that
so
I
did
a
survey
at
our
building.
I
spoke
to
every
person
a
studio
staff
lunchtime.
Aides
teachers
uniformly
across
the
building
was
98
did
not
want
it
in
their
fashion.
The
only
classroom.
C
All
the
other
kids
around
some
of
the
comments
I
got
from
the
kitchen
staff.
It
was
very
time-consuming
to
study
all
those
sack
lunches.
They
were
limited.
C
In
a
sack
offer
some
other
food
choices
to
the
students
that
would
maybe
possibly
be
healthier.
It
was
easier
to
manage
the
students
walking
through
the
life
than
to
try
and
manage
the
milk
of
things
all
over.
C
Problem
with
rotten
milk
at
our
school
on
several
days,
the
custodial
staff
said
that
we
have
one
for
the
day
and
then
one
in
the
evening,
mr
shared
with
me
that
it
is
a
lot
more
work
for
him.
It
takes
a
lot
of
his
time
away
from
doing
his
other
regular
duties
in
the
building,
because
he
has
to
unlock
all
the
hallways,
because
there's
always
milk
or
something
dribbled
all
the
way
down
the
hallway
to
the
trash
cans
he
has
to
roll
those
trash
cans
to
and
from
in,
every
single
hallway.
E
C
E
C
C
So
for
him
it
would
be
much
easier
for
him
to
maintain
the
entire
building
by
himself
if
he
didn't
have
to
do
all
that
extra
cleaning,
which
is
like
every
single
day,
especially
in
the
two
downstairs
hallways,
where
k12
is.
C
You
know
before
school
and
so
for
teachers.
There
was
the
issue
with
the
kids
coming
in
too
early,
which
impacted
our
protected
prep
time,
and
so
that
was
stopped.
But
then
what
that
means
is
like
you
said,
the
kids
are
getting
off
the
bus
and
ideally
they
get
straight
off
the
bus
to
grab
a
stop
and
come
in,
but
they're
not
getting
off
the
bus
at
8,
45.
E
C
E
C
Whereas
in
the
morning
they
never
seem
to
have
that
problem
because
they
wanted
to
go
out
and
play
so
they
heard
him
go
then
we
just
get
started
learning
and
he
goes
late.
E
C
C
D
A
Okay,
thank
you,
mr
lily.
I
would
be
remiss
if
I
didn't
also
add
that
the
collective
group
of
administrators
have
also
shared
that,
when
children
in
theory
move
from
the
bus
to
breakfast
to
your
classrooms,
that
it
also
large
part
eliminates
behavior
issues
that
pop
up
that
would
have
sometimes
potentially
happened
on
the
playground.
A
So
I
just
I
just
want
to
make
sure
that
I
represent
that,
because
that's
been
another
one,
that's
been
brought
up,
mr
davis,
do
you
feel
comfortable
if
we
could
continue
to
keep
that
on
the
parking
lot
and
then
we
can
follow
up
with
school
administrators
and
maybe
just
have
a
better
sense
of
perspective
about
and-
and
we
then
would
therefore
bring
back
this
discussion
if
you
felt
comfortable,
could
we
also
share
with
them
the
feedback
that
your
survey
produced.
F
A
Yeah
and
I
believe
in
a
minute-
and
not
I
don't
want
to
speak
for
them,
but
I
would
say
in
summary,
school
administrators
definitely
hear
the
concern
and
they
they
would
like
to
find
resolution
in
hopes
that
it
could
continue
in
the
classroom
with
that
said,
though,
modifications
they're,
very
open
and
flexible
to
modifications
that
could
be
made
to
kind
of
find
common
ground
or
a
compromise
to
the
situation,
which
is
why
I
brought
forth
the
question
about
what
has
been
discussed
so
far
to
find
resolution
for
those
issues
that
are
still
lingering.
F
I
don't
know
that
we've
had
a
real
forum
to
discuss
it
with
them,
specifically
of
just
that
issue,
so
I
I
assume
they
know
they
would
know
how
we
feel,
but
I'm
not
sure
that
they
do
necessarily
because
I
don't
know
that
it's
been
discussed.
I
I.
F
Think
that
we
have
at
least
in
my
building
and
I'm
guessing
that
they're
building,
I
don't
know
about
lc,
it's
a
good,
but
we
just
haven't
had
that
conversation
yet.
A
F
A
And
mr
davis,
I
would
I
would
offer
that
again,
not
speaking
specifically
for
each
administrator,
but
as
a
collective
group,
I
think
the
general
perception
they
might
have
now
or
in
general
is
that
as
we
look
ahead
to
next
year
with
breakfast
in
the
classrooms,
what
are
the
modifications
we
can
make
to
make
it
palatable
for
all
classrooms
teachers
living
it
rather
than
the
discussion
of
a
yes
or
no
option?
F
D
A
A
That
in
some
buildings
of
capacity
might
be
a
concern
I
could
say
in
some
of
our
buildings
where
having
500
less
children,
it
might
be
a
concern
which
would
be
my
wonder.
A
A
C
So
is
this:
is.
A
Thank
you,
mrs
linney.
The
the
conversation
originated
with
building
principles.
As
we
looked
ahead
to
next
year,
we
then
gained
information
as
a
collective
group.
We
you
know
supported.
I
support
that
decision,
given
all
of
the
circumstances
that
they're
they're
facing
with
that
said,
we
also
again
to
speak
to
mr
coast.
Question
have
wanted
to
be
mindful
that
it's
a
win-win
for,
for
everybody
like,
for
example,
we
knew
that
syrup
in
kindergarten
would
be
a
thing.
A
However,
after
today's
conversation,
what
I'm
aware
of
is
that
it's
maybe
more
of
a
global,
take
it
back
to
the
basics
discussion
as
to
whether
this
is
a
viable
solution
to
have
it.
In
the
first
place,
it
seems
like
it's
expanded
to
the
bigger
issue
beyond
syrup
and
strawberries
and
more
about
the
the
willingness
and
the
want
on
both
sides
to
have
to
have
it
in
the
classroom.
For
these
reasons
and
to
not
have
it,
for
these
reasons,.
C
It
one
school
cannot
do
classroom
breakfast
in
the
classroom
and
other
schools
are
known.
We
have
a
business,
the
buses
will
roll.
Does
that
make
sense?
So
when
you
said,
is
this
a
district
decision
it
was
brought
to
us.
The
administrators
appreciated
the
we
do
not
have
the
staff
to
supervise
in
the
morning.
C
They
had
confrontations
taking
place
in
the
morning.
So
when
we
went
to
breakfast
in
the
classroom
they
noticed
that
we
don't
have
the
confrontations.
Kids
are
coming
in
they're,
not
fighting
we're
not
dealing
with
the
discipline
issue
right
away
and
then
students
were
completing
the
meals,
the
throw
the
amount
of
garbage
or
waste
from
the
food
was
less
because
they
weren't
rushing
in
and
thrown
away.
Does
that
make
sense
so
they
got
in
play?
C
The
decision,
if
that
would
be
district-wide
or
just
that
building
oh,
like
with
mr
davis,
had
said
yeah,
so
what
we
we
shared
with
administrators
one,
you
know,
make
sure
you're
to
please
visit
with
your
either.
Your
team
leads
your
leadership
team,
many
administrators.
I
think
at
the
end
of
that
meeting
was
april
said
we
need
to
visit
the
whole
school
really.
C
We
can
start
with
the
leadership
team
and
get
a
feedback
from
them,
and
and
then
we
need
to
have
the
discussion
so
that
you
knew
the
why
all
teachers
know
the
why,
behind
the
administrator's
desire
to
one
supervise
and
minimize
the
confrontation,
so
then
we
said
I
said:
if
everyone
had
we
have.
We
can't
just
have
one
school
doing
this
and
five
or
five
schools
doing
this,
and
why
not?
We
have
to
make
sure
that
the
business
is
going
to
run.
C
C
Is
it
possible
that
our
the
kinder
first
can
have
breakfast
in
the
cafeteria,
and
it's
really
rachel
who's
over
food
service
will
accommodate
based
on
she
just
needs
to
know
kitchen
managers
need
to
know
what
does
that
look
like
in
a
school,
so
they
can
be
prepared
to
prepare
sack
lunch
or
sac
breakfast
or
you
know
here
comes
the
kinders
coming
through
to
sit
anyway
and
that's
what
was
to
be
and
we
asked
them
to
take
it
back
to
the
buildings.
However,
I
will
say
it
was
end
of
april.
D
C
Hits
as
you
know
where,
and
I
have
full
trust
that
they
will
be
visiting
with
their
teams
or
with
their
that
you
know,
that's
crazy.
It.
C
H
I
H
C
A
E
H
E
C
A
C
I
A
And
then
the
intent
was
to
provide
like
flexibility
and
accommodation
with
each
building,
so
at
lincoln,
like
by
and
large
having
kindergarten
first
grade.
A
I
I
A
G
G
G
G
G
G
C
And
I
have
to
I'm
just
going
to
give
a
shout
out
to
caldwell
high
because
it
was
a
challenging
first
semester.
We
had
a
freshman
class
and
then
the
school
basically
hadn't
been
to
middle
school
they've
been
in
mid-school
their
sixth
grade
year,
maybe
partially
summer,
and
the
first
semester
was
very
challenging.
It
has
improved
greatly,
but
they
took
some
drastic
measures
to
set
a
tone
of.
We
did
not
tolerate
this
so.
C
G
G
C
So
yeah
we
you
know,
definitely
I
I
will
take
it
back
to
the
policy
committee
for
sure
we
can
look
at
it
and
we
do
get
updates
from
the
caldwell,
the
kobold
city
gang
unit
street
unit.
So
we
can
look
at
that
as
well
and
they
are
really
good
about
keeping
us.
You
know
schools
need
to
be
aware
of
this.
I
think
you
may
have
seen
the
staff
all
that
was
sent
out
by
sergeant
pelkey
and
regards
to.
E
B
G
I
mean
it,
there
is
disruption
in
the
classroom,
but
we
also,
we
also
hear
it
always.
Okay,
like
one
of
the
an
incident
that
was
mentioned,
was
a
teacher
called
out
like
follow
a
kid
in
the
hallway,
saying:
hey,
stop
that
and
a
teacher
actually
got
rid
of
the
student's.
G
And
it's
like,
but
now
this
is.
C
Doing
things
like
rolling
up
the
sleeve
a
certain
way
or
having
the
science
patterns
in
there
and
they're
finding
different
ways
to
identify
beyond
so
that
they're
not.
C
C
G
C
Okay,
I'll
I'm
going
to
address
heat
at
schools,
totally
appreciate
we
have
bernie
will
be
presenting
to
the
school
board
on
monday.
They've
done
a.
What
would
you
call
it?
A
not
a
survey
assessment.
We've
had
different
companies
come
in
and
assess
our
hvac
systems.
They've
looked
at
them
and
going
through
a
roof
assessment.
C
Maybe
the
50s
syringes
that
the
boiler
is
still
running
from
the
50s
that
heats
that
building
the
newer
buildings
even
have
some
issues.
C
Canyon
springs,
1940
that
you
don't
just
replace
the
boulder,
so
they
just
keep
it
running,
and
so
it's
inconsistent
extremely
inconsistent.
You
speak
about
1940
to
2022,
that's
what
we're
working
with
and
so
bernie
has.
They
have
done
an
assessment.
He'll
present
it
to
the
board.
It
is
no
small,
it's
not
an
hvac
guy
coming
in
and
replacing
a
couple
of
parts.
It's
a
system
overall
for
many
schools
that
are
older
right
now.
We
have.
I
C
C
You
know
I
don't
know
it's
like
wow
anyway.
We
so
I
on
the
board
meeting
well,
the
board
is,
will
be
listed,
hearing
his
assessment,
what
it
would
cost
to
update
systems
across
the
district.
C
G
I
A
A
F
A
lot
of
inconsistency
in
our
rooms,
some
rooms,
sweltering
some
rooms
in
the
50s,
with
the
air
blown
constantly.
So
it's
it's
all
over
the
place,
mostly
cold.
F
C
H
C
I've
been
in
at
lincoln
and
the
cane
springs
where
the
heat
is
just
chugging
out
and
the
teacher
has
their
windows
open
because
they,
the
other
end
of
the
building,
won't
be
warm
enough
if
they,
so
they
can't
that's
how
they're
regulating
heat,
because
it's
just
boilers
trying
to
shoot
the
hot
water
down
to
the
end
or
upstairs
it's
like.
Oh
wow,
it's
it's
a
challenge
and
it's
definitely
not
energy
efficient.
B
B
H
G
It'd
be
nice,
I
know
that
they
have
like
a
a
neutral
setting,
that
they
set
everything
based
off
of
the
the
way
that
community
system
works,
but.
G
Have
variants
in
some
of
the
classrooms,
because
the
computer
periods,
when
they
have
their
set
temperature,
the
computer
rooms,
are
victorious
four
to
five
degrees
warmer
than
any
other.
You've
got
30
computers
and.
D
G
A
I
know
some
instances
that
we've
come
across
is
this
is
an
example
where
derek
comes
in
each
morning
april
and
I've
talked
to
bernie
about
about
this
and
derek
will
come
and
check
the
system
and
on
derek's
side
it
would
show
72
73
69.
A
However,
what
the
teachers
living
is
high,
70s
and
in
some
instances,
low
80s,
and
so
we
need
to
track
down
in
each
individual
circumstance
what
the
cause
of
it
is.
Sometimes
it's
the
the
vent
is
closed
and
it
should
be
open
or
the
bed's
open,
and
it
should
be
closed.
We've
had
sensor
issues,
we've
had
computer
boards.
I
don't
really
know
what
that
is,
but
that
was
an
issue
at
washington
for
two
particular
classrooms,
so
sometimes
in
buildings,
where
you
can't
open
windows,
they
have
their
own
individualized
circumstance
to
figure
out.
I
C
Every
school
that's
older
than
probably
1970,
so
anything
like
jefferson
may
be.
One
of
the
I'd
have
to
check
on
this,
but
jefferson
doesn't
have
a
boiler.
Syringa
lincoln
van
buren
spring
canyons,
oh
yeah,
sorry,
not
vendor.
In.
I
C
Springs
here,
ica
just
built
this
facility,
so
jefferson
they
have
rooftop
units
and
then
I
have
to
and.
C
C
D
I
C
I
C
H
C
G
G
B
C
Course
so
after
we
met
last
week,
we
taped
on
leaves
for
the
extra
duty
leave.
C
C
So
13
and
14-
and
it's
not
highlighted,
but
you
will
see
that
all
of
the
changes
that
we
agreed
to
have
now
been
incorporated
into
this
document.
A
I
I
A
A
A
Mr
davis,
would
you
feel
comfortable
taking
the
final
look
at
article
five,
which
is
an
iteration
of
what
language
we
currently
have
and
when
you
feel
comfortable
starting
that
process
and
then
I'll
give
you
this
blank
one
for
your
record.
I
I
I
I
I
C
And
thank
you.
I
I
was
looking
at
your
survey
and
I
guess
I
wanted
to
see
kind
of
what
your
survey
takeaways
were
as
far
as
looking
at
salary
and
benefits,
because
I'm
grateful
that
you
did
this
and
just
you
know,
I'm
looking
at
the
results
myself
and
I
just
wondered
how
you
interpreted
things,
because
looking
at
some
of
the
questions
that
you
posed
to
the
members.
C
C
The
question
that
you
asked
about
if
your
members
would
be
willing
to
take
a
smaller
percentage
and
a
pay
increase
if
we
could
give
more
to
classified-
and
I
really
appreciate
that
question-
because
when
we
first
started
our
very
first
meeting,
you
know
we
talked
as
a
district
priority
is
to
increase
our
classified
salaries,
to
make
them
competitive
with
our
surrounding
districts,
and
so
I
thought
I
felt
good
about
this
about
80
percent.
You
know
of
the
members,
42
said
absolutely:
yes,
they
would
be
willing
to
take
less
of
an
increase
and
38
said.
C
Maybe
so
you
know
we're
80
percent,
not
really
sure,
but
more
likely
I
mean
that's
how
I
looked,
I
felt
a
no
would
be
enough-
and
maybe
that's
just
me-
and
you
know
looking
at
this.
Another
looked
at
some
of
the
comments
as
far
as
the
issues,
and
that
was
mentioned
several
times.
That
para
increases
is
something
that
your
members
are
very
much
aware
of,
and
you
know
believe
there's
a
need
for
that.
So
that
was
reassuring
yeah.
That
was
added.
C
No,
I
think,
that's
good,
because
that
really
is
we
talked
it's
just.
We
only
get
you
know
so
much
money
and
we
have
to
put
it
where
we
can
and
that's
a
problem.
It's
just
having
only
a
few
ways
to
you
know,
slice
the
pie,
and
so
that's
what
we're
looking
at.
I
will
tell
you
that
last
week
it
was
shared
with
us.
C
I
don't
remember
who
exactly
shared
with
us,
but
the
valley
view
had
posted
their
classified
salaries
and
it
was
a
bit
of
a
shock
as
far
as
you
know,
the
increases
that
they've
been
able
to
provide
their
staff
and
not
that
they're
not
warranted.
C
I
mean,
I
think
it's
great
it's,
and
so
we
really
look
to
see
what
we
could
mirror
as
far
as
those
increases,
knowing
that,
if
we're
both
offering
the
same,
you
know
if
we're
not
offering
the
same
dollar
amount,
it's
a
pretty
easy
decision
to
go
someplace
else,
unless,
of
course
they
have
ties
to
caldwell
and
that's
usually
what
we
do.
We
have
people
who
want
to
work
here
because
their
kids
are
going
here,
they're
part
of
the
community
and
that's
what
we
really
want.
C
So
that
was
something
that
we've
been
working
on
the
last
few
days
to
really
see
what
that
what
those
competitive
wages
would
look
like
in
our
district
and
the
impact
it
would
have
on
the
different
programs
and
I'll
say
it's
not
an
insignificant
amount
of
money
that
we're
looking
at
to
try
to
be
as
competitive.
C
It's
about
six
hundred
thousand
dollar
increase
between
salaries
and
benefits,
so
we're
still
tweaking
the
numbers
and
that's
part
of
the
reason,
in
addition
to
not
having
that
insurance
data
completely
backed
by
I'm
grateful
that
we've
agreed
to
have
this
conversation
today
and
really
not
force
a
compensation
offer
that
we
could
might
not
be
able
to
honor.
So
we
really
need
to
sharpen
our
pencil
what
we're
doing
and
see
how
we
can
make
things
work.
But
I
mean
it
was
a
surprise
when
we
calculated.
I
C
C
I'm
going
to
ask
I'm
going
to
ask
if
you
don't
mind
if
mrs
hirosaki
and
his
flowers
could,
if
they
want
to
chime
in
because
they
may,
they
may
have
the
other
solid
schedule
up,
but
that
is
where
they're
starting
the
summaries.
C
C
These
are
all
instruction
links
right
and
when
you
get
to
the
different
for
other
instructional
aids,
it's
definitely
a
different.
It's
a
higher
wage.
E
F
C
C
What
we're
doing
is
we're
kind
of
reconfiguring
our
salary
schedule
right
now,
so
because
we're
looking
because
really
the
goal
is
to
get
those
increases
at
those
beginning
positions
like
your
aids,
let
me
pull
up
a
district
salary
schedule.
C
F
C
We
have
yeah,
we
do
have
steps,
we
have
steps
that
go.
We
have
14
steps
in
our
classified
currently
in
our
classes
by
its
our
schedule.
C
H
C
C
C
So
that's
that's
just
where
we're
to
try
to
make
the
priority.
That
was
that
the
board
has
indicated
and
that
administration
and
actually
everyone
I
mean.
I
think
everyone
recognizes
that
our
classified
staff
were
not
paid,
but
we
what
we
would
have
wanted
to
pay
them
and
again
with
the
competition.
C
So,
are
you
asking
do
we,
so
we
have
had
a
lot
of
openings,
so
we
have
not
eliminated
positions.
If
that's
what
you're
asking
we
may
have
unfilled
positions
and
the
unfilled
positions
are
for
many
reasons
I
think
covet
in
itself
is:
it
has
had
an
impact,
but
what
we
hear
from
most
administrators
and
the
directors
sitting
right
behind
me.
They
have
indicated
that
they
are
unable
to
hire
staff
because
of
our
wages
and
they
both
have
had
openings
all
year
long
as
have
buildings.
A
And
then,
mr
ko,
in
addition
to
that,
we've
had
classified
employees,
leave
our
employment
to
go
out
into
workforce
america,
where
they
they
can
get
paid
15
and
they
have
an
hour
and
they
have
sign
on
bonuses
and
other
things
now,
in
addition
to
that,
they
might
not
have
the
benefit
package
that
we
offer.
C
C
This
is
not
you
know
a
260
day
a
year
job,
and
so
just
going
to
more
days
and
hours
is
always
always
an
increase
right.
So
I
don't
know.
C
H
C
What
what
we
found
is
that
our
classified
employees
were
not
receiving
the
credit
for
percy
so
because,
if
we
did
not
pay
them
over
the
12
months,
they
were
not
getting
12
months
of
credit
through
percy,
so
we
were
actually
doing
them
a
disservice
in
that
regard,
so
they
weren't,
we
weren't.
They
were
not.
C
They
were
not
so
that
was
something
that
has
was
been
corrected
in
the
it's
been
a
slow
process
right,
because
a
lot
of
people
wanted
to
have
the
money
over
nine
months
right,
but
not
realizing
the
impact
that
was
having
later
on
their
percy
plus.
The
other
issue
is
employees
who
didn't
receive
a
paycheck
during
the
summer
were
having
to
come
in
and
pay
their
insurance
their
portion
of
their
insurance.
C
Well,
they
weren't
receiving
the
benefit
of
a
tax,
deferred,
benefit
right
there,
because
right
now
the
insurance
comes
out.
We
don't
pay
taxes
right,
so
there's
a
lot
of
different
things
that
we
felt
the
employees
were
not
receiving
all
the
benefits
that
they
deserved.
So
we
did
make
those
changes
and
that's
that's
where
we
are
now
and
unfortunately
that
means
a
little
bit
less
if
you're
spreading
it
out
over
12
months
as
opposed
to
nine.
C
But
all
so,
not
only
are
we
competing,
as
ms
langan
said,
with
workforce
america,
you
know
we
have
that
challenge
and
also
our
neighboring
districts.
So
sometimes
it's
easier
if
it's
just
your
districts,
but
then,
when
you
know
going
to
amazon
mcdonald's
14
an
hour,
it's
really
hard
for
the
type
of
work.
So
we're
definitely
looking
to
see
what
what
we
can
do
to
recognize.
C
Not
exactly
but
to
be
competitive
in
some
cases
it
would
be
a
match
and
we
have
tried
to
at
least
look
at
some
of
the
positions
to
be
an
absolute
match.
I
mean
salary
for
salary.
We
might
have
been
higher
in
some
instances
than
another
district
right,
but
really
where
we
found
the
challenge
it
has
been
in
our
instructional
parads.
C
That's
the
staff
members
that
we
really
struggled
with,
and
you
know,
child
nutrition.
I
have
to
tell
you
they
moved
their
gel
nutrition
staff,
the
beginning
cook,
to
13.81
cents
an
hour
and
our
child
nutrition
staff.
I
C
And
we
all
know
the
problems,
we
have
hiring
child
nutrition
staff
all
year.
Many
of
you
worked
in
your
kitchens.
Many
of
you
did
all
kinds
of
things.
Many
of
our
staff
worked
in
kitchen,
so
it's
so
challenging.
As
we
look
to
see,
you
know
where
you're
going
to
go
you're
going
to
go
work
for
10,
58
or
13
when
you're.
G
G
We
are,
is
that
going
to
continue
as
a
contract.
C
C
You
know
in
our
custodial
positions
because
they
have
stayed
with
us,
and
so
there
is
definitely
the
benefit
of
hiring
those
staff
and
I'll
tell
you
the
reason.
The
only
reason
we
went
to
contracted
is
because
we
couldn't
hire
anyone
and
they
were
really
acting
as
a
substitute
to
get
in
and
help
us.
So
the
goal,
of
course,
is:
if
we
were
able
to
raise
the
wages
for
that
custodial
staff
member,
we
would
be
able
to
hire
them.
G
C
Absolutely
absolutely
so
those
are
so
that
is
the
challenge
that
we're
tasked
with
with
again
the
limited
amount
of
money
that
we
have.
So
I
just
wanted
to
share
that
with
you
and
that's
that's
what
we've
been
working
on
pretty
much.
We
had
an
idea,
but
then
we
saw
that
come
out.
We
just
said:
let's
see
what
see
what
that
looks
like
in
our
district
right
and
so
that's
the
costs
and
when
I
say
that
that
is
only
to
the
general
fund.
C
So
when
I
give
you
dollars,
I
want
you
to
know
that
is
only
the
general
fund,
which
is
what
the
dollars
that
we
negotiate
with,
because
the
federal
programs
and
the
special
education
programs-
that's
not
included
in
any
of
the
funds
that
we
talk
about,
because
that's
just
the
salary-based
apportionment
for
the
general
fund
staff.
C
C
What
this
cost
would
be
to
their
programs,
they
have
an
idea,
I
don't
know
if
I'm
getting
darts
in
the
back
or
no
they're,
just
looking
at
like
they're
they're
rolling
my
eyes,
okay,
I
appreciate
that
so,
but
that's
so
just
so.
You
know
that's
what
we're
looking
at.
F
C
We've
been
able
to
yeah
thank
you,
dr
french.
We've
been
able
to
hire
our
technology
staff,
which
is
probably
one
of
the
few
departments,
and
even
then
it's,
I
think,
it's
a
challenge,
because
we've
had
a
couple
of
positions
open
up
this
year
due
to
people
taking
jobs
elsewhere
for
different
for
various
reasons.
Some
you
know
it's
like.
C
Else
if
people
move
out
of
state
they'll
take
different
jobs
for
different
reasons,
but
the
majority
of
our
openings
all
year
have
been
in
the
custodial
positions
and
the
instructional
pair,
as
we
can
I
in
november,
when
I
gave
a
presentation
to
the
board,
we
were
talking
about
the
supplemental
levy.
At
that
time,
we've
had
24
positions
open
since
the
beginning
of
the
year
and
that
included
child
nutrition.
C
That
included
instructional
paras,
that
included
some
community
school
liaisons
they're
paid
out
of
a
different
fund
as
a
special
ed,
but
they're
still
paid
the
same
on
our
salary
schedule.
Funding
does
not
play
into
any
of
these
decisions
that
we
make
where
we
either
for
our
teachers,
where
they're
funded
or
our
classified
staff.
We
we
have
a
salary
schedule
for
all
employees
based
on
their
job
duties
and
so
across
the
board.
Like
I
said,
we
had
24
positions
open
and
bit
by
bit.
C
We've
filled
some
of
them,
but
I
think
ms
lawson
has
had
three
openings
for
positions
that
we
had
hoped
to
hire
at
least
three
in
the
community
schools.
I'm
sure
she
could
share
more
information
with
us
if
you'd
like,
but
we
just
know
it's
just
been
a
challenge
to
get
some
of
our
positions
filled
based
on
the
requirements
of
the
job
and
the
salary.
D
I
C
So
what
I'm
saying
is
right
now
I
couldn't
in
january
there
were
44
open
positions,
thank
you
and
that
continued
for
quite
a
while.
If
you've
been
in
my
room
because
you've
been
negotiating
in
there,
every
red
dot
on
that
board
is
in
a
good
position.
When
you
go
in
there.
B
E
D
H
C
Been
rachel
said
that,
on
our
event
yesterday,
that
I
don't
know
how
they
did
it
because
we
just
did
not
have
staff
and
somebody
you
know
we
can
have
two
people
for
most
of
the
year
to
try
to
feed
their
350
kids
right
and
breakfast
and
lunch
and
doing
snacks
and
it's
been,
and
we
still
have
three
and
open
three
open
unfilled
positions.
Right
now
I
mean
not
including
teachers.
C
So
that's
something
that
and
that's
just
with
a
certified
staff.
C
A
Mr
david,
I
would
offer
that
this
type
of
conversation
has
been
had
by
school
administrators,
which
then
is
another
variable
that
lends
itself
to
breakfast
in
the
classroom.
Conversation
just
with
the
logistics
of
schools
that
might
be
down
with
what
they
would
maybe
have.
B
A
Paraprofessional
staff
and
they
might
be
down
one
or
two
or
whatever,
and
then
in
child
nutrition
as
well
the
logistics
of
having
enough
child
nutrition
employees
to
work
the
line
rather
than
pre-bagging,
which
frees
up
in
some
instances
one
or
two
employees
to
stay
back
in
the
kitchen
to
start
prepping
for
lunch.
That's
not
a
universal
practice,
but
that's
another
example.
H
H
C
I
so
I'll
have
to
ask
the
points
they
had
a
meeting
this
morning
with
state
board.
Remember
dr
clark
to
talk
about
the
the
shortage
that
every
region
in
the
state
is
experiencing
with
staffing
and
the
state
board
of
education
is
aware
that
there
is
an
issue
and
I'll
follow
up
with
the
original
superintendents
to
find
out.
You
know,
what's
the
state
board
looking
at
and
how
do
we
encourage
more
people
to
want
to
be
a
teacher?
C
I
C
Person
would
be
amazing,
you
know
they
have
the
presence
to
be
a
teacher
and
connect
anyway.
It's
it's
real
and
substitutes
are
right
up
there
at
the
top
of
the
list.
If
we
can,
you
know
trying
to
find
a
substitute,
and
I
noticed
that
was
one
of
the
comments
that
was
mentioned
in
the
survey
as
well,
and
I
do
appreciate
that
right
I
mean
we've
talked
about
it
in
previous
years,
where
the
recommendation
has
come
forth
from
the
cea
that
we
hire
one
permanent
sub
in
every
building,
and
I
appreciate
that.
C
Back
then,
when
our
wages
are
much
lower
before
we
had
coped,
that
was
an
additional
250
000
to
the
budget
right,
and
so
I
think
that's
where,
because
I've
not
updated
those
numbers
to
see
what
a
full-time
sub
would
cost,
because
once
you
make
them
full-time,
there's
that
now
you
know,
nine
to
ten
thousand
dollar
benefit
package
right
and
right
now
we
just
have
an
hourly,
I
mean
a
daily
rate
and
we,
but
we
are
paying
more
to
be
competitive.
C
We've
upped
our
daily
amount
with
what
it
covered
bonuses,
because
it
was
been
so
hard
to
get
subs
for
the
district,
and
but
you
know
we
up
hours
a
little
the
district
next
door,
upstairs
people
across
town.
So
it's
just
like
we're
ratcheting
up
and
at
what
point?
And
so-
and
I
appreciate
the
comments-
and
we
are
very
much
aware.
C
It's
yeah,
it's
a
balancing
act
of
what
you
can
afford.
I
mean
I,
you
know
what
I'm
aware
of
that
as
well,
and
I
think
a
school
that
my
son
had
worked
at.
They
had
hired
a
full-time
sub
and
that
went
away
several
years
ago.
So
that
is
one
of
the
things
that
a
lot
of
times
are
not
thought
of
and
from
some
suggestions.
C
Analysis-
and
that
is
actually
the
case-
and
I
did
notice
you
know
in
one
of
the
comments-
was
about
the
mentioning
doing
the
extra
duty
or
the
covering
the
classes.
You
know
I
mean
there's
not
a
lot
of
comments,
so
I
don't
think
you
know
one
or
two
comments.
Don't
make
a
decision.
Doesn't
you
know,
but
I
do
think,
there's
still
some
challenges
with
people
willing
to
take
on
extra
classes
and
that
type
of
thing
and
doing
extra
duty.
So
I
think
that
does
lend
itself
to.
C
If
we
were
fully
staffed
with
our
aides,
then
the
teachers
wouldn't
have
to
be
doing
some
of
the
extra
duties
that
they're
doing
to
cover
the
school.
So.
A
I
H
C
Yeah
and
that's
when
she
makes
those
personal
calls
and
says
I
say
you
haven't
taken
the
last
five
calls
you
know
or
sub
jobs
that
we
called
you
on
and
then
at
that
point
they
say.
Oh
I'm,
sorry,
I
got
another
job
here
or
take
me
off
and
so
she's
constantly
trying
to
refine
that
and
she's
been
trying
to
have
orientations
one
or
two
a
month
for
a
while.
That
was
weekly,
trying
to
get
people
to
come
on
so
she's
again
trying
we're
trying
to
do
as
much
as
we
can
to
get.
H
H
105
plus
the
15.
okay,
for
this,
with
the
sub
diploma
to
120
120.,
okay,
if
they
don't
have
the
diploma,
that
is
the
certification
in
aim
state.
So
that's
a
95
plus
15,
then
there's
a
105.!
That's.
C
The
long-term
steps,
sorry.
I
C
Theirs
and
then
we
don't
have
any
of
those
funds
available
than
the
only
places
they
general
fund.
So
that's
you
know
looking
right
now
I
can
I
mean
just
for
classified
only
our
salaries
are
about
almost
two
million
dollars.
More
would
be
two
million
dollars.
I
A
So,
mr
davis,
making
setting
up
the
agenda
for
tuesday
did
we
land
on
a
time
for
tuesday?
I
don't
think.
F
C
Yes,
that's.
That
is
our
goal.
As
of
as
of
just
a
few
minutes
ago,
we
had
329
responses
to
our
benefits
survey,
so
that'll
be
good
information
to
take
forward
to
see
what
comes
of
that
as
far
as
priorities
and
see
where
that
falls
into
the
cost
for
next
year
and
with
no
with
no
changes
to
our
benefits
and
just
the
9.8
10
increase
it's
over
330
000.
B
E
H
H
A
C
C
I
C
A
A
C
Have
a
conversation
too,
with
the
call
of
the
city
gang
unit,
you
know.
C
C
C
Yeah,
because
that's
the
one
that
basically
that's
the
last
thing,
we
need
to
do
that.
Just
finishing
up
definitions,
yeah,
we
do
know
we're
going
to
add.
We
felt
like
we've
got
two
definitions,
whether
special
parameter
specialist
right
yeah,
and
then
we
talked
about
the.