►
Description
Cartwright Meet & Confer Meeting Wednesday, November 2, 2022
A
B
All
right
good
afternoon,
everyone
I
will
be
reading
the
norm
just
to
go
over
them
normal
procedure.
First,
one
meeting
will
begin
and
end
by
the
appointed
time
number
two
spoke
persons
May
recognize
other
team
members
to
speak
when
appropriate
and
make
called
a
caucus
with
a
mutual
agreement
of
the
chairs.
B
Three
team
members
will
display
courtesy
and
respect
for
each
other
during
the
meeting
confer
process
by
focusing
on
student
achievement
being
attentive
to
the
topic
practicing,
it
active
listening
and
approaching
each
topic
under
consideration
with
an
open
mind
for
the
District
Administrative
team
and
cea
team
will
respond
to
proposals
within
two
meeting
confirm
meetings
and
five.
All
proposals
will
be
submitted
for
consideration
by
December
14
2022.
A
Thank
you
moving
on
to
meeting
minutes
again
we're
trying
to
track
those
better
through
using
the
board
docs
process,
so
the
proposals
that
were
submitted
by
you
all
last
week
we
have
attached
to
last
week's
board
docs
meeting,
so
they
are
in
there.
In
addition,
as
always,
we
are
recording
and
I
think
broadcasting
live
right
now,
both
video
and
audio.
So
we
use
that
as
our
digital
meeting
minutes
moving
on
to
E1
are
there
any
new
proposals
from
cea.
C
B
B
B
B
B
The
next
one
is
the
CE
proposed
change
in
language
of
contract.
This
one
is
Language
new
language
that
we'd
like
to
modify
it's
bolded
in
underlined,
and
we
crossed
out
certain
old
language
as
well,
and
then
the
modification
of
substitute
placement
procedure
Lori.
If
you'd
like
to
speak
on
this
one,
whenever
you,
if
you
have
a
moment.
D
Sorry,
I'm
still
getting
my
voice
back,
there's
a
suggested
modifications
to
the
placement
of
substitute
per
the
new
policy.
This
year,
it's
been
very
cumbersome
on
both
Administration
and
staff
members
to
make
sure
that
they're
following
all
of
those
pieces,
we
have
the
new
editions
of
the
health
and
wellness
coordinators,
but
that
does
hinder
people
and
calling
in
for
substitutes
in
the
unexpected
absences,
we're
supposed
to
call
them
for
no
sub
required,
and
then
it
gets
placed
after
that.
B
A
I'll
ask
a
couple
questions
just
to
clarify
so
that
bring
some
color
to
our
discussion
when
we
get
together
to
talk
about
these
first,
a
psychologist,
salary
schedule.
Was
there
any
data
done
last
year
through
this
process,
when
it
was
presented
compared
as
comparable
to
our
total
compensation
versus
other
districts?
A
B
B
A
B
A
D
Your
purpose
this
year
there
was
a
new
procedure
put
in
place
due
to
the
placement
of
the
health
and
wellness
coordinators,
where
staff
members
are
supposed
to
go
to
their
principal
first.
They
place
the
health
and
wellness
coordinator
and
then
they're
notified
if
they
can
or
cannot
call
in
for
a
sub.
D
That
makes
it
very
difficult
to
place
substitutes
in
the
case
that
someone
that's
sick
overnight,
wakes
up
in
the
morning,
calls
in
late,
then
we're
trying
to
get
a
sub
after
the
fact
and
it's
difficult
to
get
subs
to
come
in
last
minute
in
the
morning.
So
this
would
provide
the
ability
for
us
to
allow
what
we're
meaning
budget.
We
have
for
placement
of
substitutes
for
people
to
call
in
and
get
aside
from
tea
for
tea
aside
from
long-term
sub
placements
Etc.
D
E
D
Just
leave
this
on
yeah.
Essentially,
it
would
look
at
the
substitute
budget
allowed
district-wide
for
people
who
can
call
and
request
for
a
substitute
in
their
absence.
Then
you
divide
that
amount
by
the
amount
of
people
who
can
take
a
day
so,
for
example,
there's
a
1A
if
the
budget
was
550
000,
if
there
were
750
staff,
members
or
teachers
who
could
call
in
and
get
a
substitute
in
their
absence
and
the
average
pay
for
a
substitute
is
175.
D
D
One
of
our
members
did
throw
in
something
that
was
not
thought
of
in
the
district
right
we
all
know,
may
gets
dicey
because
of
absence
that
the
budget
is
what
the
budget
is.
So
this
does
keep
us
within
that
budget,
but
once
May
hits
the
principals
would
have
the
allocation
of
that
budget
and
they
would
know
wow.
We
have
all
of
this
money
left,
so
they
would
be
able
to
then
utilize
those
days
once
in
May
hit.
D
D
If
there's
any
questions,
I'd
be
happy
to
counter,
but
it's
just
using
it.
The
already
available
funding
dividing
it
equitably
among
the
staff
who
can
take
those
days
to
unburden,
Administration
and
staff
members
who
are
covering
t
for
tier
class
splitting
which
class
splitting
is
the
last
thing
that
we
want
to
do.
A
A
C
A
B
B
A
A
B
A
B
A
B
B
They
didn't
receive
the
3530
as
negotiated.
They
were
told
by
payroll
directly
that
they
would
be
receiving
a
Colo
or
a
stipend.
Is
there
any
reason
why
that
is?
Did
something
change
that
we're
not
aware
of
I
know
I've
asked
you
in
the
past,
and
you've
told
me
that
they,
everyone
would
be
receiving
the
35
30.
B
A
Okay,
so
if
I
could
let
me
take
those
one
at
a
time?
Okay,
the
the
first
requests
on,
if
I
understand.
Let
me
just
clarify
if
I'm
understanding
your
first
question
would
be
certified
people
on
a
certified
schedule
who
are
off
schedule,
yes
and
the
amount
that
they
will
receive.
There's
confusion
on
what
increased
amount
they
received.
Did
they
receive
an
increase,
that's
showing
today,
not
at
all
they've.
B
A
A
So
when
you
assign
a
new
salary
schedule,
it
automatically
adjusts
and
the
Visions
platform,
so
those
people
are
a
bit
more
manual
data
input
to
answer
as
best
I
can
today
what
I've
been
involved
with
and
I
think
I've
expressed
before
are
what
we're
trying
to
do
is
Place
those
folks
back
on
schedule
that
will
result
in
a
pay
increase.
It
will
not
be
exactly
35.30
because
of
where
they're
at
and
where
they
come
in
on
the
schedule,
so
I
would
say
if
you
can
be
patient
with
those
particular
individuals.
A
A
E
B
A
You
but
those
are
and
again
just
some
patience
there.
Please
we've
had
several
meetings
to
try
to
work
through
those
manual
entries
and
the
complex
looking
at
each
individual
and
there's
nine
about
90
of
them.
Got
it,
okay,
that
we're
trying
to
individually
correct
and
do
in
a
fair
way,
and
that
kind
of
thing
so
I
am
I,
am
not
promising
here
today
that
all
90
will
be
back
on
schedule.
A
A
B
A
B
A
A
A
C
A
C
C
So
there
wouldn't
be
like
necessarily
a
formula
or
any
difference,
because
I
do
know
that
they're
being
prorated,
so
I
think
that's
where
the
difficulty
is
and
with
the
numbers
in
math,
and
some
of
us
are
math
experts,
because
that's
our
that's
our
specialty
and
others
or
not.
I
know
that
I'm
great
at
kindergarten
math,
so
I
was
wondering
if
there
was
a
formula
or
a
way
that
we
could
go
and
check
to
make
sure
that
they're
accurate
and
that
it
would
also
prevent
an
over
amount
of
calls
to
payroll
to
as
well.
E
I,
don't
know,
I
mean
I've
seen
that
kind
of
done
before
and
it
cut
sometimes
creates
more
confusion
than
it
alleviates.
But
the
idea
is
once
you
know
the
we
can.
We
can
try
to
find
a
way
to
kind
of
work
that
out
but
yeah.
It's
not
it's
it's
their
compensation
for
the
year,
so
it's
prorated
going
forward
to
compensate
you
going
back.
So
it's
pretty
complex,
depending
on
where
you're
placed.
A
E
C
A
D
Could
I
suggest
something
that
might
help
people
understand
I've
had
people
asking
me
about.
Where
do
you
see
the
races
and
I
figured
out?
It
should
have
been
about
175
to
95
dollars.
If
you
divided
up
the
amount
of
35
30
by
the
amounts
of
remaining
checks,
roughly
again
middle
school
math
and
I'm,
not
a
middle
school
math
teacher,
so
I
can
kind
of
do
it
and
then
the
line
item
to
direct
them
to
would
be
their
main
contract
item.
D
So
but
for
me,
seventh
grade
social
studies
and
if
they
want
to
see
the
difference,
they
could
look
at
that
with
a
check
from
like
two
checks
to
go
to
see
the
difference
not
to
figure
out
if
they're
getting
roughly.
You
know
that
much
difference
in
the
base
pay.
So
roughly
it
should
be
about
that.
No
matter
what
position
you're
in
roughly
is
175
to
196,
if
you
divide
it
up
but
based
on
when
they
start
getting
paid
divide
that
into
the
checks
and
so
I,
don't
know
if
that
helped
at
all.
E
A
D
Just
I
have
a
quick
question
before
I
can
bring
a
proposal.
I
just
was
requesting
for
some
information
are
there
in
writing,
processes
and
procedures
or
policy
for
how
extra
Duty
contracts
are
processed
and
the
time
frames
in
which
they're
processed
and
if
there
are,
could
that
be
provided
to
us
so
that
we
could
examine
that.
D
And
so,
if
there
isn't
a
process
or
procedure,
it
might
be
something
that
would
be
good
to
develop
or
if
there
is,
it
would
something
to
just
be
good
to
review.
To
make
sure
there
are
some
people
who
are
considering
turning
down
working
extra
Duty
contracts
for
having
a
hard
time,
sometimes
finding
Sports,
coaches
or
people
to
work
at
after
school
clubs.
Due
to
the
delay
in
Pay
and
I,
don't
know
that
it's
happening
at
the
site
level.
D
I
think
it's
something
paperwork
that
I
don't
know
where
it
is,
but
if
you
could
look
at
the
process
to
see
if
there's
any
way
to
clarify
streamline,
make
it
easier
on
everybody's
end
to
make
sure
it's
clear
and
concise,
and
that
would
be
something.
I
would
like
to
at
least
examine
to
see
if
we
could
facilitate
some
ease
in
that
area.
A
A
So
it's
kind
of
hard
and
then
the
other
thing
it's
I'm
guessing
your
question
is
more
widespread
for
extra
Duty.
We
have
lots
of
things
that
are
extra
duty
pay,
not
just
extracurricular
stuff
or
sports
activities,
some
of
those.
Yes,
we
could
certainly
get
you
know.
Whoever
is
going
to
be
the
sponsor
for
the
year
for
whatever
club-
and
we
know
that's
an
annual
thing,
ideally
yeah-
we
want
to
get
people
paid
sooner
rather
than
later
we're
on
the
same
page
with
that
we
want
to
entice
people
to
do
it.
A
I
guess
the
only
thing
other
caveat
to
that
is
being
careful
not
to
pay
too
soon,
because
then
they
may
decide.
I'm
resigning
from
the
district
or
I'm
I
decided
I.
Don't
want
to
do
seventh
grade
basketball
because
I
just
learned
my
spouse
was
pregnant
or
whatever
the
case
may
be
now.
I've
paid
you
and
I
got
I,
don't
like
to
be
in
the
money
collection
business.
We
don't
do
that
very
well.
Yeah.
D
Of
course,
we
want
to
be
fiscally
responsible.
Make
sure
that
the
people
who
are
getting
paid
are
doing
the
work
and
that's
I,
don't
think
that's
the
impetus
or
the
the
reasoning
for
it.
I
know
our
principles
submit.
Is
it
a
par
I?
Don't
know
every
District
calls
it
something
different,
but
they
submit
the
paperwork.
Saying
here
are
the
people
who
are
team
leads
coaches
departments.
D
Yeah
so
I
was
just
I've
had
a
number
of
people
come
to
me
concerned
because
our
principals
are
submitting
that
when
they're
supposed
to
submit
that
they're
following
the
processes-
and
then
it's
months
later,
that
the
contracts
are
sent
back
to
the
school.
And
then
our
principals
call
us
in
say.
Please
sign
us.
We
got
them
for
you,
because
our
principals
want
us
to
be
paid.
D
They
they
have
our
backs
and
then
we
submit
it
and
then
it's
another
month
or
beyond
that
which
of
course,
then
it
has
to
go
to
governing
board
and
all
of
those
processes.
But
it
might
be
a
good
idea
to
kind
of
at
least
have
a
process
or
procedure
for
what
that
looks
like,
especially
because,
most
of
the
time
our
administrators
know
who
team
leads.
Our
department
chairs
are
in
certain
positions
prior
to
the
school
you're.
D
Starting
and
I
know
most
of
the
people
that
I
know
in
positions
across
District
didn't
get
contracts
right
away
and
they
came
in
like
what
October
early
October
late
September
and
the
first
payment
started
on
the
last
paycheck
after
they
had
already
been
working
for
months.
But
it
seems
like
those
people
were
already
placed
that
was
already
known
and
it
doesn't.
It
didn't
make
sense
to
people.
I
was
taking
that
long
as
a
turnaround.
D
In
addition
to
that,
there
are
coaches
and
I
I
know
for
myself,
because
I
coach
volleyball,
which
is
why
I,
unfortunately,
was
not
the
last
couple
meetings.
It
was
my
last
two
games,
but
my
first
paycheck
did
at
the
start
until
my
season
was
completely
over,
and
that
has
been
the
case
this
year
and
I
was
at
a
different
school
last
year.
I,
don't
think
it's
my
Administration
like
they
gave
me
things
as
soon
as
they
got
it
last
year
was
at
the
end
of
the
season
and
the
previous
year.
D
Oh
sorry
was
covid
then
year
before
that
it
seemed
like
it
was
much
quicker
that
year,
so
I
don't
know
if
there's
a
change
in
the
process
or
procedures
for
it,
and
it
just
might
be
something
to
look
at.
If
we
don't
have
a
process
or
procedure,
it
might
be
something
to
look
at
to
make
sure
that
we're
not
having
people
saying
I
can't
afford
to
give
up
this.
D
D
Still
things
are
getting
kicked
back,
so
we
just
want
to
make
sure
we're
valuing
our
principles,
time
and
valuing
the
work
that
our
teachers
are
doing
and
making
sure
that
we're
being
fiscally
responsible,
but
also
doing
it
in
a
timely
manner,
so
that
everybody's
happy
and
our
kids
are
getting
the
supports
and
services
that
they
need.
So
if
there's
nothing
there,
then
maybe
we
should
put
our
great
heads
together
in.
E
C
A
That
is
not
in
my
legal
opinion,
and
that
might
be
some
of
what's
it's
not
slowing
it
down
three
or
four
months,
but
it
would
slow
it
down.
A
few
more
weeks
is
my
legal
opinion,
which
may
have
changed
a
little
bit
of
what
has
happened
in
this
District.
That
is
not
enough
for
board
approval
of
compensation
to
a
specific
person.
A
The
board
must
approve
the
specific
name,
the
amount
and
the
position,
so
in
other
words,
what
that
looks
like
for
extra
duty
pay
in
June,
you
say:
every
volleyball
coach
gets
a
thousand
dollar
stipend,
for
instance.
The
board
then
has
to
eventually
approve
Jeff
stratman
will
Coach
7th
grade
volleyball.
A
A
A
B
To
answer
your
question:
Jeff
about
our
membership,
so
I've
spoken
with
local
leadership
and
state
leadership,
and
it's
been
suggested
that,
in
order
to
protect
the
Integrity
of
our
membership,
I
can
only
disclose
that
we
are
over
50
percent
and
that
number
does
continue
to
grow
every
day
and
every
week
as
applications
are
submitted
and
processed
at
the
state
level.
I.
The
only
number
I
can
disclose
is
that
you
know
Nea
is
three
million
strong
in
members
and
that
number
is
increasing
as
well
on
a
daily
basis.