Board of Education Work Session for September 9, 2019

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he had another obligation I have three
items I’ll run through those and then dr. Putnam has three and then obviously
if there are other questions or concerns the second sheet in the booklet we told
you all that we would bring this to you for your input I met with my
collaborative leadership team that’s basically the folks that I supervise in
the central office and we went through the new policies that are in place now
been in place for a couple years and everything we’re required to report and
so we have the policy number the name of the policy and how we think it should be
reported so if you want to adjust any of these just let us know there are just a
few on the back first of all school safety that’s the we
did that during a board meeting that’s the update on the plans and of course
you all can come and look at those plans the second one is harassment and
bullying we report that any acts that occur to the State Board and then we
also do an annual public notice Mr Francis chairman Francis I told him you
would be slipping in there you are right on queue we also do an annual public
notice online at the beginning of the year to let people know about those
policies the third one is in administration and policy absence that’s
basically when we have a situation and we don’t have a policy for it that’s
very rare with our new School Board Association policies but when we have
those we’ll just simply come to you in the committee session or a work session
or a board meeting and bring up that particular topic you’ll you’ll remember
we’ve actually written a few regulations in the last year and a half for
situations like that where we didn’t really have it spelled out and we put
some stuff together I remember one was a uniform matter athletic uniforms and
then the other was related to school clubs and literature so when those things come
up we’ll just bring them to you and talk to you and then bring you the regs or
the policy 31 40 is evaluation of instructional programs we send out a
press release we did that actually earlier this week and then tonight mrs.
Barker is going to talk to you about performance that’s something we do in a
regular board meeting title one program comparability of services that’s
something that the title one director brings actually in a board meeting
Belinda has done that the last couple years so that’s what we do that
concussion and head injury we will do that in the future with the annual
school health advisory council report they do a report every year we have not
formally done the concussion and head injury information but we will add that
information to that annual public report in a board meeting random drug testing
for students you know we do that in a regular board meeting we’ll continue to
do that and and when we get finished if there any of these you want to change or
talk about we’ll be glad to do that parent organizations you know that you
approve the parent advisory committee meeting members I think that will be in
October notice Brooke was collecting our names
for those and I shared that information with principals at the last meeting
automated external defibrillators that’s part of the crisis plan report in the
crisis planning participation and research projects this is one that we
have not done in the past but we will start doing as per the new policy the
process ther for dr. Garrett and for myself we have lots of University
students getting master’s degree or doctoral degrees they asked to do
research I have actually one pending right now what we do is we get their
approval to do their project from the University it’s called an IRB
institutional research board at the university
once we get that that means the university is good with it we read it
and when we approve it those because there will be some approved along the
way we will come and tell you that either either in a work session or a
board session so that you will you will know about those a use of Student
Transportation Services when we have special use issues cars versus buses
versus other things like that and changes we discuss those with you in
board meetings or work sessions disposal of property you’re very familiar without
you buildings and grounds just address some of that we’ve done that for quite
some time where we disclose that and and talk about it in buildings and grounds
and then eventually a board meeting recruitment and selection of personnel
that is a report that goes to the State Board basically of who we’ve hired and
who we got and there are a couple of state reports that we issue every year
on turnover rate and people who have left us and who’ve we’ve hired and I
think that report is actually scheduled for October the turnover rate report it’s going to look for mr. Heinz anyway
I talked to him about that earlier today licensure we have to report all that to
the State Board and you know we can’t pay them with state funds unless they
have the right license so we do that HR reporting to the State Board staff
involvement in decision making we do this in board meetings and
committee meetings and work sessions sometimes when we’re debating whether or
not to do something we’ll say things like well when we had our long-range
planning meeting they’d be really interested in this or when we looked at
the advanced ED survey they were interested in this or when we met with
the the round table groups if this they were interested in this so we try
to tell you those things when they come up in board meetings or committee
meetings or work sessions grievance procedures for
employees this is also a relatively new and where we need to address the whole
board and I’ve talked to Dean Shatley about that and we think the appropriate
process is to tell you when it is referred to you if we tell you in advanced
we could be accused of by biasing the board panel or producing bias in the
board panel or if it is resolved before it gets to the board to bring you a
report and I think I’ve hinted to a couple of you that I’ve got one of those
pending and I’ve been working on it so if it’s resolved we’ll bring you that
information and if it’s referred to you we’ll certainly bring you that
information students staff relations that’s a survey report information that
goes to the State Board personnel information goes to the State Board in
particular if there are things that might endanger their licensure if they
violated some law then we report that to the State Board reduction in force
unfortunately we’ve been through some of that over the last few years that’s an
open board meeting discussion classified personnel reduction we’ve also had to do
some of that with teacher assistants and other positions we do that in a public
board meeting gifts and bequest this is a new one okay so we will begin doing
this what the policy says is that we need to talk to you about how we’re
going to sustain any gift or request more than five thousand dollars okay how
we give you ideas about sustaining whatever we’re going to spend that on we
get lots of gifts and bequests because we have very generous businesses and
church groups and other groups but they’re typically in the range of a few
hundred dollars but if we get one over five thousand we’ll come and say here’s
what we’re going to use it for and here’s how we plan to sustain it this
does not include gifts to the foundation of course they do an annual
report to penalties fines and forfeitures we talked about all that all
the time those fines and forfeiture funds in finance committee sometimes in
closed session if there’s a legal matter associated with it and if it’s something
that needs to be voted on we do it in the boards in the board meeting the
federal grant administration we come to you all the time with here’s the title
4 here’s the title 2 here’s these reports we bring those to you for
approval in a board meeting limited claims settlement that’s again if we
have some kind of legal thing we talk to you first of all in closed session and
in an open session when appropriate on the back site selection you all are very
familiar that we talked about that in buildings and grounds and work sessions
and board meetings same thing with facility design a lot of
this stuff I get the opinion that other districts aren’t doing it and we’re
fortunate we’re already doing a lot of this stuff building design we just had a
discussion in buildings and grounds about some of that we always bring that
to you in a committee or and/or a board meeting whichever is appropriate
selection and use of architects and engineers that sound familiar buildings
and grounds so we bring that kind of information to you so you can talk about
it I know you just had that discussion a few minutes ago bidding for construction
work again something we talk about very often in buildings and grounds
supervision of construction contracts we do that too are we gonna supervisors are
we going to hire hire someone or pay someone to do that and then pest
management basically when we’re when we spray if we we have to give a certain
amount of notice we have that in board policy and then we try to communicate if
we have an unusual situation that’s another one that we need to up our game
on I think probably 90% of these we’ve done for a long time there are a few like
the grievance procedures and a couple others that the bequest that
we’ll need to add so any questions about those just trying to again stay open and
transparent and talk to you about how that information should come to you
question about that one okay I’m the next one in your packet is what you all
have done as a board with dr. Garrett and myself to provide support for
employees to make their work better to encourage them to stay to decrease
turnover and make working conditions better so going back to 1718 we increase
the teacher supplement by nearly a half million dollars that was work in full
disclosure and credit to dr. Garrett with the board that work that she did
that was paid right after she retired but we’ve done that to keep our teachers
here and we seem to be losing fewer to neighboring counties then in 1819 we
moved our admin 4 people to the assistant principal scale plus a half a
percent so we could hire central office people if they came out of an assistant
principals job or maybe from a very small school we did the step increase
for non-certified folks again they many of them had been frozen a decade or more
and so we did that increase we did that work of two Springs ago and so they
began to see that step as this year started or they will when the state
general assembly gets finished and we decide do they get our step or the state step
and then we did a second step increase four years of experience in Haywood
County trying to make sure that that was accurate and then we did a plan
for transportation certification remember the plan that you approved if
they if they have these certificates they got this money and they had these
certificates they got this money we’ve actually had one mechanic add two
certificates so the total in 2018-19 was over 380,000 and then for the current
year we doubled the non-certified supplement we think that will really
help and that was you know is we had very rough economic times they’re not
great now but they’re better and so we were able to do that we think that’ll
really help us for folks who do not have a teaching license we increase the
principal and assistant principal responsibilities stipend to be very much
like Buncombe counties so if they leave us they won’t be going for the stipend
they might do it for the bigger overall supplement over there and then we have
worked on that bus driver insurance for bus drivers with twenty hours but not
thirty there are a couple of other little things we’ve done but I wanted to
show you this because I know if you’re like me you get asked all the time about
more money and more money and more money and I just wanted to to publicly show
you what all you have done going all the way back to dr. Garrett and then the
last year and a half or so with me I think the while I know the full effect
of these changes will not be felt until we get to March and people get that that
new supplement so going forward there will certainly be opportunities to
increase how much people make or what their supplement is like but to stay
within the big budget picture and actually have a actualized budget those
will probably need to be smaller things than most of the things that you see on
here so that’s just for your information I think you’re to be commended for that
work because the board really has not changed
much over that time period if at all and you’ve done very well with your people
so any questions about that yes sir you mean with the twenty and thirty hours I
don’t think we have because it’s so new we have talked to our principals I
talked to them Wednesday dr. Putnam and I both talked to them at the principal’s
meeting that we had last Wednesday about a couple openings that have occurred and
that they need to go out of their way to make sure that where we can without
bumping anyone out of something that they like that we get them into a bus
driving job that’s full-time it’s busing something else or we get them
into if they can’t get in one of those then we get them in a job that at least
has 20 hours I don’t think we have felt the full effect of that because this is
a new policy and it’s a new year and we’re just in September but I do think
it’ll make a difference for ten or twelve of them anyway in all those
states and the Midwest the school buses at every busy intersection with the
hiring signs on I was we I was actually interviewed by Education Week and you
may have seen it in the newspaper they had to I don’t know if it’s made the
paper yet or not they actually had a reporter come and ride on a bus with one
of our with our permission with one of our drivers because Education Week had
heard that we were trying lots of different things and so I was able to
tell him about all the things we were trying but that was really interesting
that interview was about a week ago so I don’t know if that article has been
but put online by them or printed yet but we certainly again with your
leadership and help we’ve tried a lot of things and that this crisis is not limited to haywood county that’s right no the crisis is nationwide and
education week was literally interviewing people all over the country
who were trying different things any questions about that that’s just to to
put in writing for you all the things that you have done not that we can’t do
more but I think will be need to be mindful of future adjustments probably
need to be maybe smaller than those so we stay within our budget questions about that my last item of
invite dr. Putnam to just join in we have met two times with representatives
of the county you know when we did our presentation for the second time with
the commissioners Commissioner Ensley graciously said you all get together and
start talking we have talked to them our finance folks on both sides have looked
at numbers there are some viable plans to do some financing because some debt
is rolling off we will continue to meet with them about that but one of the
things that we felt like it was important to do it this time
and I talked to mr. Francis about this and he read the resolution in advance
and sent it to Pat in advance but tonight we would like to ask you in the
regular board meeting to approve this resolution and it’s basically a
resolution for us to formalize the planning process so I don’t know if you
want me to read it to you but I’ll certainly be reading probably read it
yourself I’ll certainly be reading it with your permission in the
public session I like I feel like it’s important to present the first step out
and then this board I would hope would fully embrace the resolution that we’ve
got before us today it’s it’s well written and I think he expresses what we
need to be doing well in our meetings we’ve talked about well that property
work with that property work with that property work and we realize if we’re
going to literally go and talk to people about locations the process needs to be
formalized even though chairman Ensley invited us to meet we just wanted to
start the formalization process and they I think if we will do this we will
follow in suit rather quickly and that’s all that I have unless you have
questions for me I’ll turn it over to dr. Putnam and he can talk about other
items okay first item for me is I wanted to
make you aware of something that’s required by North Carolina General
statute 115 C – 105.5 one of North Carolina it provides that governing body
of each public secondary school grade 6 and higher shall operate an anonymous
tipline that meets the standards and guidelines developed by the Department
of Public Instruction by fall of 2019 each middle and high
school will have a team using the same criteria defined in our seven step
threat assessment the super and it it basically states these tenants the
superintendent shall ensure each school forms a threat assessment team team
shall consist of a principal mental health professional SRO or law
enforcement and others as needed so that’s the very first sheet in your
packet following that I give kind of a timeline you’ll see these in your packet
the black slides but basically the name of this anonymous reporting system is
see something say something and this is the state’s version of an
honor anonymous tipline it is free of cost to any public school who chooses to
use it it has been somewhat bumpy in the release of information but so far we’re
progressing through the process as we get information
we havemet the first milestone which is register three to five member admin
team and school level teams we have it says step 2 a select type of student
training to be delivered date training to be delivered awareness materials
needed team training dates and safe Club appointees that has not yet been done
because those material have not yet been released school teams to attend an in-person
ssars training we are registered to attend that in October so all of our
school level teams and then our district level team which is the one comprised at
the central office we are all registered to go and attend that and then schools
receive student training materials again we have yet to receive those materials
but just as soon as we get those we will provide those to schools and help help
facilitate any training that’s required of students and they’re saying schools
train students by no later than November 4th so that’s just kind of the key
milestones as we work our way through this process but we also have received
policy we received the policy ahead of the training and ahead of the materials
those tape those policies were tabled mr. Rogers sits or chairs on that and we
put those aside until such a tipline was in place and functional and so we’re
still anxiously awaiting for that to be functional just as soon as it is we have
some policies that we can implement and use in the way of anonymous tip line any
questions on that it’s really just for your information I didn’t want it to get
out ahead of you we’re beginning the training process for this and
implementing the steps for the anonymous tip line no questions I’m sure it’s more as you
get more information you’ll tell us more when you get the materials and things
what the progress is and everything yes one one thing I believe to be a
challenge typically clubs have been initiated by
students their student initiated student operated student owned I guess you would
say and this this new legislation would require us to form a club on behalf of
the students so it’s that’s a little unique to us but we’ll do our best to
make that happen Tuscola does have a good club in place a
couple of the elementary schools have looked do model after that so we’re a
little leery of that being mandated you will be in this club but how does it
affect how does the guidelines affect what tuscola was already doing I
don’t think you know impact it at all we’ll just say Tuscola has the
club you want us to have that’s already in place any more questions on see
something say something anonymous reporting I then move into school
capacity as we discuss the educational support center and plans that involved
Central Elementary as a contingency plan for growth I just wanted to share with
you some occupancy information that we gathered and in gathering this
information I went to Hazelwood and junaluska and rather than for providing a
percentage that well but honestly oftentimes people were like what does
that mean what does a hundred and fifteen percent occupancy mean what does
85 percent occupancy mean I just went to the school and wrote down how each of
the classes and rooms within that building were
put in use and let the public decide whether that’s overuse or under use or
at capacity or over capacity they can draw their own judgments from that will
start with Hazelwood elementary you’ll see that they’re currently they have 374
students in 19 classrooms K through 3 based on a 22 per classroom max they
could hold 44 more students they currently have a hundred and sixty four
students in eight classrooms and fourth and fifth that said all of all other
rooms are occupied rooms 121 and 131 house three teachers simultaneously
teaching title one and EC rooms 154 houses room 154 houses two teachers
simultaneously teaching Exceptional Children Media Center houses an
additional title one room shared with the newsroom and ESL or ell that should
be meets in the storage closet so that this kind of gives you a quick snapshot
of what it looks like Hazelwood Elementary the very top says room 134 is
this not is it like being held in case numbers go higher and you need for
an extra classroom yeah it can actually if you look at how the other classrooms
are being used it’s going to be put into use if you take even one of the EC
teachers that currently shares a room or if you take one of the title one
teachers that currently shares a room it’ll be it could be put in use now she
had initially held that in anticipation of another classroom and Jill can speak
to this because she does allotment too but that room was held because we
thought they would have another kindergarten even with the potential of
first or second adding a class because the class max have gone in the last
three years from 24 in a room 23 in a room to 22 in a room so that room
was essentially there because we thought the kindergarten numbers might come in
or if we had some influx into the school first or second might need another room
we were very fortunate that that did not happen there actually their enrollment
at Hazelwood is actually down a little bit over a couple years ago and we’re
thankful for that right now okay thank you alright any questions on occupancy
at Hazelwood all right flipping over looking at Junaluska
a room 105 is used as the lead teacher office conference room for parent
meetings and serves as the testing room room 115 has three EC teachers using at
the same time serving 52 kids twice a day and four others once a day room 121
has three title one teachers using at the same time room 136 this is a work
room copier room being used for the school psychologists room 138 the media
they’ve actually created an AIG space for one AIG teacher they’ve created a
title one space for two title one teachers this is within the media center
they’ve moved the teacher resources book room into the library and that’s
actually what they’ve used to divide up a portion of the library so that they
have these title one spaces ELL and speech pathologists use tables in the
media center to serve students room 141 this is a work room copier room being
used for a title one classroom electrical or a maintenance room
upstairs to the mezzanine use for storage and Meridian to service students
Meridian’s our help mental health provider and then downstairs is used for
storage hallways space out of outside of room
112 tables are set up for title one so that they have additional places to meet with
kids and then the hallway space outside of room 107 108 tables set up for title
one there as well room beside 140 it’s shared with
after-school director and meridian and meridian again being mental health so I
think what this illustrates and this is Trevor’s take on it just having visited
the classrooms you have several classrooms and a media center as well as
mechanical rooms and other things being used outside their intended purpose they
are not ideal for students and using best practices with them so as you look
at or consider Central Elementary as a an additional elementary school option
it we are really really close if not there to full occupancy in these
locations but again I didn’t want to draw that assumption I wanted to put
facts on a sheet and then if anybody had questioned or wanted to see what that
looked like I could take them and that’s exactly the way it would be on the day
I visited or when I took someone so people can draw their own conclusions on
that any questions about occupancy at those two schools the I would just say
it we did have a media request for this information that’s why we dug as deeply as
we did dr. Putnam dug and what I think the question was around are you
really going to need central for an elementary school and the answer is not
today or maybe not even next year but certainly when Allen’s Creek Plott Creek
Bi-Lo and other things are built and people move in with we will need it the
question is you know when I would think a few years out
but certainly at some point in time we’ll need it if the development on the
western side of the county comes through as it is projected to well if you look
at this and this is great information but if you look at it you got it my
maths right you know setting though today hazelwood’s at ninety two point
five percent and junaluska is at 88 that’s only because we’re using storage
closets and electrical room so we’re overcrowded now well and
that’s the thing we wanted to convey our folks have gotten really good at making
do within the in within the building do they all have a space sure but it is you
make a great point it’s beyond what it was intended to be used to as and then
you have to ask yourself question is the condition of children’s learning three
in a classroom we’ve got good teachers we really did have good
teachers we have of course I know it’s early maybe but spring next year we’ll
know more about what kindergarten will look like and I guess my question is if
we needed it next year will it be ready Central speaking of central I doubt it
we it it is truthfully I’m like mr. Rogers yeah you know we’re pretty much
capacity now using rooms not intended for classroom well Hazelwood has been a
little bigger Junaluska has floated around 22 regular classrooms and they’re
bigger this year we did get an influx of some students from the local
brick-and-mortar charter and a good number of those went to Junaluska I don’t know how you would go in there
and bring it back to code between now and next year I do feel fairly confident
that we’ll be okay for a few years just based upon normal birth rates and
transitions we will not be okay once those housing projects are up and
occupied we’ll need the elementary space we’re
using some real fuzzy math because everything’s not always going to be
maxed out at 22 children per classroom if you use real fuzzy math a hundred
student increase in those two schools you’re in a mess well what happens and
then Jill can speak to this because she’s done the allotments the last
couple years what what happens is when you hit let’s say you have three
classrooms and you have 66 students that’s that’s you can do that when
number 67 comes you add a classroom but your classes get a lot smaller and you
can hold a lot more students so that’s the yo-yo that you go through and we’re
talking k3 here that’s where the law applies to class size so in some
instances you take 20 more kids because you have you know four or five
classrooms at a big school and they’re all pretty small because you had to have
that teacher just because you went one or two over in other instances you’re
pretty close to the line there’s a 22 max average and you have to add one and
there’s no real good way to predict that well at the risk of getting shot in the
face with a shot would we what would we have any
redistricting options well one of the things that we’ve already done and
we do it with a grade level or two every year we already deny out of district
requests if a grade level is full okay so we’ve already done that so we could
do that for a whole school if we needed to we would hope that we would not be
forced to do that but we do have times and this and we’ve done this for years
where someone wants to go to school X I wont identify school because it
varies from year to year and they want to be in second grade and literally we
say to them it’s full and we don’t really want to add another teacher at
that school you know check with us next year maybe the numbers will be better or
if you were asking for you know kindergarten you would have
been fine so we can we can expand that to more grade levels at a school any out
of district stuff and then I think what you just what you have to do and you
can’t predict the trends Hazelwood is actually trending down which is good
from a facility standpoint that won’t hold when the construction occurs and
Hazelwood was very stable for several years and then this year we added some
classrooms and I really believe the the bulk of that is the the brick and mortar
transfers from from the local brick-and-mortar charter so we hope that
that will stabilize other questions or comment on school
capacity all right and last but not least wanted to provide to you for your
review Kelly educational staffing I want to
point out right up front that for your consideration you have in your packet a
contract with some rates provided to us or staffing of custodial and child
nutrition positions this is not for teaching
whatsoever these these are providing substitutes for when our custodian are
out or when our child nutrition folks are out what we what we’ve observed we
we think may be happening there is when a custodian is out we’re having a hard
time filling those positions sometimes weeks months at a time we go without a
custodial position and what happens is if you’re at a school that has four
custodians and one’s out the other three inherit that load you can’t just
stop cleaning or emptying the trash it all has to get done and so we end up
overworking the three that are left there while we try to fill the position
that we may or may not even have an applicant for when a custodian leaves
and so Kelly staffing if you look up there on this sheet just so we’re all on
the same page I’m holding it up this one’s in your pack if you look at item
number one there it says types of assignments and pricing they are able to
provide to us a food service worker at $9 an hour
that is 2 dollars and 85 cents cheaper than what it costs us to employ a child
nutrition worker with the total compensation package insurance and what
have you the custodian they are able to at a pay rate of $10 that the bill rate
to us is 14.20 what we typically pay per hour for a custodian is 17.94 so you got
a school food service worker if we used Kelly staffing the bill rate would be 12
78 and we typically pay 11.85 and then you got custodian at $10 an hour for a
total bill rate of 14.20 and we would pay we typically pay 17.94 for a
custodian the goal of this is not a savings although at times it will be a
savings give you a couple of examples of where it is a savings and where it is
not if one of our employees goes out on leave for two weeks that will not be a
savings we will be paying the leave as is entitled to that employee and we will
be paying Kelly staffing to provide us a custodian while that employees on leave
when is not a savings we’re spending two weeks out on leave we may not need to
hire their services for two weeks may be could if we had two who may not have two
what is that and that you know that will be a threshold that needs to be
discussed is it a week is it two weeks is it a month I know when do we enact
Kelly staffing we just have to be mindful that you’ve got other custodians
that the work load falls on and we’re just really trying number one to create
a an employee group or a higher group that we can look at or consider
number two keep from overburdening our our folks when they’re out when someone
goes out what’s their guarantee they they guarantee to staff 100% this
is an evergreen contract the only time we’re obligated to fulfill this
agreement is when we owe them money if they sent someone to fill a position and
they work the day then we’re obligated to pay them their rate or their bill
rate for that position outside of that we can terminate if you’ll look at this
this is the full contract and terms and if you’ll go to the back of the
next-to-last page under item 11 term or termination I’ve highlighted it it says
essentially we can they can cancel we can cancel so this is not an ongoing
thing we really just want to to try this to see if number one we can keep from
overburden in our current staff number two to see if we can’t find some
potential employees we’re actually getting to vet them right there on the
job and then number three there in some instances there will be savings gave you
the example of how we save my are we would not save money how we would save
money is if someone come in and resigned and said I’m done I’m not working for
Haywood County Schools and we took in a Kelly staffing person we worked them for
90 days then we’re actually paying their bill rate is lower than what we can
employ someone for the difference being for a custodial positions
their bill rate of 14.20 17.94 it’s what we pay hourly so we’re saving some money
there but again I don’t think you what health insurance health insurance and
total compensation package Kelly does offer health benefits and in those types
of things that are attractive to folks who work for Kelly but that’s not a
burden of the school system that’s something that Kelly staffing offers if
at any time we are unhappy with a person they place we’re able to call them up
and say you know I don’t think this person’s gonna work out I’m gonna need
you to send me somebody new there’s a couple things that you as a board may
have to be prepared for perception sometimes becomes reality oh they’re
trying to take us over with Kelly staffing they’re gonna replace us all
they’re outsourcing it that is not the case
state and federal dollars are allotted for custodial and child nutrition
positions and those positions will continue to remain we’re simply trying
to create a breeding ground if you will for new perspective employees that
hopefully will help fill those state and federal allocated positions in the areas
of custodial and child nutrition it substitutes after 90 days we’re better
off just hiring them if we like them I’m sure they do the background checks you
know that’s what I was getting anyhow they we would need and are we I
mean are we still going to be looking at those background checks when they do
send somebody or we just trusting them on their word that they did well we’re
imagining background checks yeah we’ll obviously
want to put eyes on on that but the beauty of Kelly staffing is you can tell
them what you want them to do before they’re hired you can tell them we need
them to have a nationwide background check we can tell them that we’d like
for them to be trained in and what in serve safe we can tell them that we
want them to be trained and serve safe Alison’s telling me for her child
nutrition folks so there’s a benefit there and savings in the way that we’re
not paying for those trainings Kelly would get them ready for us send them to
us we’ll work them and if we like them in 90 days we can keep them we can
actually hire them earlier than 90 days if we so choose but there’s a premium
associated with that so there might be a few scenarios where we’d want to hire
but before that 90 days but my best guess is it would be seldom because you
know three months you get to really know someone and if they’re gonna be a good
worker for you and no sense paying a penalty when you don’t have to you know
you go to term on 90 days so you go ahead you’re the lawyer you go ahead
what I see is 12 months in the contract I think that you can hire them with no penalty after 90 days is work where I
was reading I think this is a good good plan I don’t think it should replace any
full-time positions but it’s a good it should be a good place to get a free
look thing where you’re paying just a little bit less what you’re doing
without the benefits you’re getting a free look at those people and if they
work out goods you hire one if you don’t you send them home you send them back to
Kelly [Unintelligible] we’re avoiding what we intend to have
full-time employees and contracting out or are we get you closer
to charter type school I know this may or may not be a problem
well it’s a problem with me I don’t like any contract work and I see the
reasoning behind this if you’ve got somebody out for a week or two you don’t
want your three or two or one custodian to do that other work and put more
burden on them I mean I can I can see that I just never have like contract
work by no means when it comes to you you can have employees when you can have
an employee there so I think mr smathers maybe hitting on something that
we you might need to do well we’re it’s a work session we’re
telling you about it we can bring it forward I don’t think it’s on the
regular agenda I need to go back and look at that we brought it for the work
session our intent is for substitutes and we can certainly look at limiting
the term and I just won’t make one one thing if you don’t mind I know dr.
Putnam hit at the 17.95 that you’re saying paid that is health benefits
everything the hourly rate that we’re paying custodian is nowhere near 1795
it’s just all the benefits that’s correct
I just want make sure that people understand that before somebody calls
you and says I’m not getting paid 17.95 right I don’t have a problem in principal but I do think some parameters need to be nailed down I don’t like contracts period This is really when we started negotiating with Kelly it was intended day to day sub and you would call and say I have got somebody out for two weeks I need them for 2 weeks and they send them and you only get billed when they send somebody if we don’t ever call and ask for one we don’t ever get a bill so they bill you by the day by the head of how many people they send the 90 days is just a penalty clause you can hire them at 30 days you can hire at 5 days you can hire at 120 days that is number 2 on here that is just a fee waved you are gonna get a fee if you do that before the they wanted to work for the so they go out and recruit Pat to be a custodian they send him to us if we hire him in 30 days they have not recouped their money they spent training him so they want a fee as long as we wait the 90 days they are not going to charge what they say there and I see under the
non-solicitation we can’t solicit them or they can’t solicit our employees here
in the term of agreement or for a period of 12 months thereafter such kind of a
real estate thing you if I loose my property and I don’t sell with that
agent they can still hold me if they sell it 12 months in they could still
come back so you sold within 12 months we get your commission I’m wondering
about that non-solicitation part about I mean Pat can answer that Employees of temporary facilities work various plants
around here and they are told well for ninety or ninety day one for you work
for us for 90 days or six months and then as they start getting to that six
month period the issue arises they say I’ve done everything y’all have asked me
to do I’ve been here on time they say well you’re not meeting production
or you’re not doing something so they’re expecting full employment at the end of
that 90-day period 60-day period or whatever and it’s down the last
week and it terminates that you’re violating something that’s there and the
response is looking up then everything I’ve done it just because I’m
getting ready to go on full-time employment
now I’m getting axed I’ve with a couple of situations recently but that’s just
want you to be aware that that’s out there there’s that kind of talk that
goes on and there may be some liability if that was ever showing on some of the
companies I’m not saying this was Kelly being stretched imagination but there
been some complaints about that so I think the idea is good and I understand
the need for these I would like to see something agreements to say we will not
hire anybody beyond 90 days or just something that says hey this is not
cannot develop in a full-time employment it probably should develop hope it
was a good person but as long as it’s handled very carefully and then hey just
understand this is a short-term employment you know I’m not putting burden on Jason
Trevor everybody else just want y’all be aware of the issues a situation
I could see coming up would be an FMLA type situation where somebody’s got 12
weeks 8 to 8 weeks 12 weeks and they’re coming back
but they fully intend to come back and they want their position waiting on them
when they get back so that might be a situation
where that maybe been outside limit on what you would do before you make a
hiring decision I was at that point if that person comes back and there’s no
position open then you don’t you’re not obligated I’m assuming there’s still a
Kelly services but if in other districts using Kelly service this for this
yes the question is are there other districts using this and he Jason you
helped me out here but Jackson County’s using him Swain Henderson no Jackson and
Swain thought there were three Jackson and Swain is currently using Kelly custodians
child attrition and teacher subs we feel like this for custodians and child nutrition
we’re just going really long gap so period as 30 60 days where we can’t even
get an applicant much less someone and it puts that burden on the two custodians
that are left and then time you get it why the third one hired one of the other
two quit because you work them to death you know and so we’re just trying to
avoid that situation this get some short-term help while we would still
advertise we would still interview just because the Kelly person was
filling in would not guarantee them any kind of job after they could apply like anyone else and be considered say I like a temp
service like you say for those situations we gotta keep me at least 90 days or
we’re going to be penalized right if we are we hire them
well you can hire but you get you penalized so this is not just
if they work 60 days we’re not penalized yeah we just pay you don’t have to keep
them full 90 days no that wouldn’t happen I come in for a week two weeks or
yeah if they come in and work six hours you pay them for six hours pay them for
six hours and say don’t send that one back if they come in and work 60 days
there we go we’re through with them yeah that’s it
don’t send them back that’s what I make sure there’s no this thing is something
if we do it there’s something that has to be very you know the board
administration got to monitor that we’re really not falling into a a
situation were contracting out services well I think it would be it doesn’t have
to be in the contract it could be a directive from the board something and to take care of our concerns about what we’re gonna hear from the employees
when we leave here there’s be upset thinking we’re taken their jobs
yeah so at some of the elementary schools I mean obviously I’ve got to
clock in or not clock in but they’ve got the buzzy and keys I mean or they
don’t as soon as you hire them from one day was to say a week something wait you
giving them the key getting them give them away to get into the building just
like that I think the Chairman’s right it may be something board just says if we
enter this contract anybody’s working more
than two weeks or three weeks whatever y’all decide sort of advised the board
of that and the personnel often just or monitor because y’all are going to be
the ones who have been come from well we if I’m I just to keep us on
track because we’ve gotten a lot of stuff yet we brought this to you in the
work session for this very reason so we could share the idea on the substitutes
let us get with Pat and work on it a little bit more and bring some more
bring it back to you at a later time either in a work session or a another
way once we’ve worked on it a little bit I
have one quick question have we looked at the number of hours that have been
you know lost or that we’re having to cover for from prior employer we had do
we have any sense of how many hours were looking that we need to be filled and if
so if we use if we have to pay for is that money coming out of local funds to
cover this cost and so do we have a sense of ballpark for these costs
we did try to look at that it’s hard to track it’s either being paid or not our
current financial software will not track positions so if position code two
went out we don’t know its position code to that you can’t track that person that
second position or position code to it Hazelwood elementary it’s just as an
arbitrary example it doesn’t know they’re gone we’re either paying it or
we’re not is there a way to talk to the principals and get Miss Frances to sort of
look and see how many substitutes we’ve had to you know have in there or if
people have called in sick or out on leave for whatever reason sort of get
some idea of how many weeks that is or days or rough it’d be really rough yeah but you can you can end up spending
a lot of money eliminating overtime that people won’t that could have been you
know it can just be could start hurting some of our employees and I mean it’s
helping to get hurt as well but we’re we’re talking about subs you know that’s
that’s what we’re talking about I don’t own a different on eliminating
overtime somebody else was working you might you really might the other thing
too on a side note we do have demos set up for HR and Finance software the last
one in October so we hope to in November and December select a company and then
we’ll be put on a rotational basis with the state as to when we start with
better software that should be very helpful but we have been working on that
also this year to modernize our HR and financial software

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