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SAU29 Board Advisory Committee Meeting for Wednesday, October 28, 2020

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Meeting Date, Time: Wednesday, October 28, 2020 – 5:30 PM Meeting Location: The SAU29 Board members attended the meeting remotely. Transcripts will be made available upon request.

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Adam Dunn all right Mega can't hear you I forgot I mute it fresh to order business on the agenda as the approval of the minutes of August 13th 2020 I'll take a motion and a second in order to correct your disgust so moved any corrections amendments to those minutes quick question do we have the draft minutes of the October 21st meeting from last Wednesday available yet just checking to see hearing no comment all in favor of those minutes of October of August 13th 2020 I broke all right mr. Malloy mr. Anderson Miss Cason Miss Cordell mr. Downing mr. Miller yes mr. popovic Miss Smith yes he walks and just a quick question do we have the draft minutes yet from us March 21st I know but that's a different committee I wasn't invited. I take it all back I thought it was a vice but it wasn't okay thank you okay presentation of the proposed 2122 budget if everybody has checked in their driveway have a number of spreadsheets and documents available Rob is sharing I believed to his screen what he can yeah Tim what do you want me to pull up or do you want me just to give you the sharing a bill you want to share your screen dim or do you want me to Bermuda temp forget it I'll share going down the hall it won't it said you disabled me you're good all right so at the end of our last cop committee we noticed that there was some cells not adding up correctly I fixed all that that's not what was posted and then I went to look for what I fixed and had to re fix it which is why I'm late but I should be able to share that with you now bear with me I do not I don't see it in there I'm having real Gremlins here let me see if it's here no that's twice that it's gone so so Tim it's neither of the spreadsheets which we have. The scenarios are the budget version it's actually the corrected version I just downloaded it from what I shared Andre corrected it because I couldn't find it and now I can't find it again so they something going on at work when I was a mess up something that usually happens to me so I'm a little 10 there was a budget in the folder in your folder not in the HR stuff that I knew what I wanted to show was the correction from salary scenarios can't explain what in the world is going on literally just fixed it 5 minutes ago and I don't know so very frustrating I do have some budget stuff to show you so I'll go there and while you guys are just I'm going to bang my head against the wall. Try to find that it just makes no sense I have no idea what the heck is going on it's almost as if I have multiple locations with the same name all the sudden alarm pretty flustered now let's see so I do have some budget stuff you what you'll be able to see from here is what our budget is up and down but you won't be able to see your apportionment change I just don't have that ready what's important where is that the budget increase which I'll get to in a more simple form here we go the expense budget increase would be up 4.5% or $168,401 discount on a two-point 9% recommended budget and Equity adjustment which I hope to go through at some point in this meeting if I could find it if not I can go through the the one that's in the drive but there were a couple cell errors in there that I fixed and I could download it and fix it cuz I know where they are so that would be the expense budget there's some other notable stuff in here for example this $2,700 is primarily because of copper changes like our health screener not sure we're going on a health screener again next year so we could take that out of the budget but we have had a number of kind of Crisis was related apps that come up on budgeted and that's 100 in the regular budget but that happens to the SAU building operator operating expenses are up pretty much and we were in the whole last year we were around you can see just overall we at 73000 this year we budgeted 70,000 which was an increase over last year and that's simply because of repairs you know we're pretty good at budgeting for our custodian which is a big portion about half water electric we actually had a surplus in electric but our heating system is our main heating system is pretty cheap to run we don't have a big what are supplemental heating system that the shoulder months and air conditioning is a heat pump those are good for 10 to 15 years we're having a number repairs in fact it's been broken for a month this disk week 2 I mean this month to take it's been three weeks if you've been to a meeting here you've either been hot or cold but those repair cost of really increased the budget number here and the actual expenses you guys can all see this right not just talking to the wind a telephone is going in out hedge it up slightly you'll see $3,000 additional in advertising we are getting close to that upper limit and it's getting harder to hire people frankly let you know I'm going out three four times for a custodian where before I'd have a lie one ad supplies and materials are down probably cuz if you are meeting but also we have but just buying less stop using more online applications if you were copies that leaves us with a hunter 68401 increase the revenue side what I wanted to show here was this 82000 660 number the top portion of this revenue is what we get from other sources the balance is made up by your contributions I can't tell you what your contributions going to be yet though I did start working on that you're talking $82,000 so your contribution increase overall for all the districts combined it's going to be about half of 86000 that will be spread among everybody what really affects your budget is if you have a greater percent or a lesser percent of the of the share so what I did do was start to do that I did put that out so you can see I updated the values and some of you maybe all of you know how this is done with the way you decide who pays what in the SAU is based on your equalized value or property well and half the number of pupils compared to everybody else so I'm just going to use Chesterfield as a an exam this current budget 2021 they had 16.53% of the property while it's in the SAU next year they will have 17.82% of the property with this current year they had 7.14% of the students in the SAU and next year they're projected of 7.31 so you can by Nas 50/50 your 11 4% of the total sa you share or 12.56% next year and increase of about 6.14% of the general share other budgets more complicated than that because there's some people that are hundred percent this District are the towns 100% or 50/50 and so you would have to do that combination for Town's only which is below this gives you a general idea that you would expect out of that 82% for for Chesterfield and Marlow to feel that most because they're going up the biggest increase as far as increase percentage and you could see where Harrisville Teen Wolf feel like close to zero change based on that percentage is close to zero so we will be spreading that $86,000 over all the districts and field and Marla would notice if the most if they went with recommendation of 2.9% rather questions Jafar I don't see any Tim tracks I think there's a financial report in the drive here which is important for this year this is the end of last year's budget what's important about that is sure you hear that Steve becomes a revenue 2 years out to the end of the 1920 budget becomes a revenue for the 21 22 budget and that's up which is why your revenues are up bra compared to this year I just need to get to my device so you'll see financial report for the end of the year and that financial report will show about $352,000 that will find a revenue line for the 2122 budget which I did put in there on the screen I showed you before that's really where increase comes from in the $82,000 there was a little bit in Medicaid I mean Federal fund overhead as well but that's basically the story we have more Surplus what's the offset half the expenses increase can can you say that again that the Surplus is going to offset did you say half of next year's increase the increase is about $168,000 and the increase Revenue before contributions about $82,000 so just about half Rob where do you want to go from here I got to try to find that sheet or fix it cuz I think it's important you talking about the one from comp committee Tim it is it's gone it is very frustrating yeah I think that what would probably want do is we'll let you get that done Tim and then you know in the meantime Nancy if you could talk a little bit about the benefit policy if that's okay with that guy I was just going to say that would be a great time filler and get us ahead of the game on that policy thankful done all mutant work on that and just let us know when you're good to go and I'm Nancy I'll bring up I'll bring up your documents for you if you want so I believe that is this one that we linked into the agenda so this is the central office benefits policy which we discussed that the last committee meeting there are no substitutes have changes to the language other than the side lights that are noted there's a couple of just grammatical correct directions on the Jade and then on the very last page we struck out some language with respect to personal leave for me updated August policy last year we had added two personal days to take the superintendent out of the position of trying to decide whether or not a particular request from a staff member was Meredith or not in we forgot to delete the second part of that which was the actual today extra two days so it really is intended to be only two days not two days and then two other days of the superintendent's discretion cylinder last page. Length of struck out those are the only changes to this policy and so part of the process in addition to recommending the the budget as recommended from the compensation committee is also true amend adoption of salary ranges as well as this benefits policy now part of the discussion at the last compensation meeting was with respect to some potential changes for the support staff which is on page 4 of the benefit policy there is an accrual table that is currently this has been in existence as long as I've worked here I don't know when it was originally put in place what I did High play to the compensation committee was that to bargaining group this last go around an hourly staff ended up enhancing the schedule works for two of those collective bargaining groups are highlighted that to the compensation committee and there was a discussion about potentially taking another look at this we talked about the difficulty in recruiting staff particularly staff that have a lot of Rams and the comp committee had made a recommendation that we sort of take a deeper dive into what options might be available to look at enhancements and the option that was thrown on the table at the committee level was actually have a schedule based on years of experience so I did some work included with my my benefits expert here in HR and pull together a cup different options for this committee to consider and again you'd be making recommendations to the full SAU board in terms of whether or not you want to modify this which option you might choose or whether or not you're just going to stick with me benefits policy as it currently exists so auction a is basically a version of what was suggested that the compensation committee one number and that's where we would actually have new hires with 0 to 5 years of experience having one accrual rate new hires was 69 years of experience and then 10 or more years would have a different School rate if you scroll down in the sky document Rob they can see below what we did as kind of do a little thinking in terms of what might be the pros and cons of each of these particular options and although I think it would be nice to reward pugs with a richer accrual for vacation time having them earn more time sooner I think it does create some potential Equity issues for particular for staff moving around in the snow for a long time and I'm still talking about just hourly staff or you could have one person has been here for 15 years and have a new hire that comes in with 15 years off the street making as much or in some cases making more than someone who's actually you working in this building so you know there is some additional work to payroll in order to create the appropriate system that tables are taxed individual employed so the whole idea and and always I think from a payroll standpoint and reminders and payroll as well as an HR what we want to do is make sure that whatever program or whatever system that were using or adopt is automated end of the last human contact that has to touch this the opportunity there is for clerical error in a signing so imma think those extra work required certainly this allows unicorn a new employee to move quicker getting more time off sooner and potentially could help us recruit a little better so that was option A is really based on a suggestion from the from the compensation committee take another look at how we might contemplate doing that we in HR actually talked around some other ideas for your consideration as well option b is a new hire card cruel but what were talking about is enhanced front loading of time and there's basically option b 0 or option b one so I'm in the first part of this new hires are front-loaded with Dave based on years of experience so we go with the existing of Cruelty but then based on years of experience somebody and we thought somebody was 025 years of experience I'm not sure that that really warrants extra time but when were talking about trying to recruit people who really have experience or a really valuable to this organization coming so the accrual starts if somebody comes in with 6 to 10 years of experience we'd actually be front loading three additional day so they'd be getting the 12 regular days of the new hire plus 3 days and those 3 days rather than having to accrue them they would get those right from day one so it's an enhanced accrual system and option b one which I I footnoted below the other the other option to do is if you stayed with the existing accrual table you could also front load some or all of that time to new hire so rather than having to accrue in the case of a new hire one vacation day per month you could actually front all 50% a hundred percent of that time and give them 12 days right from the date of hire we would have to then go through the cons of that get the could cause them disparities between trying to poison new hires we would need to do an assessment and anytime we didn't have the time quite frankly to go through and review what I would have to do with we're doing anything based on seniority or experience I have to go through an evaluation every central office person to figure how many years of experience they have and what a cruel table would be applicable so there's a fair amount of work involved in doing that but we were so we don't really know the impact I guess that's what I'm saying and adopting it's one of these but we would certainly need to assess how to how to treat carne employees make the the system Equitable and we would need to modify the benefit policy that we were just talking about a minute ago if we were going to front load any time that much the way we do a sick time if you overuse that time for some reason we hire someone brand new Wii front load vacation days let's say they take a week of vacation time and then quit the expectation would be that they would protect you know that have to repay what they hadn't yet accrued as typical in collective bargaining agreements and other benefit policy so but this option is certainly a little a little easier to make an error because we're actually manually including years of experience in terms of how much vacation time we're setting up to rather than just taking a table and assigning it to somebody as a new hire were we're adding extra layers of calculation into that would certainly be easier on the pro side with is your payroll to work with HR to implement this. Approach the same schedule that is currently in place whether you're looking at front loading based on years of experience or just front loading whole balance no no additional accrual tables that need to be set up in our in our payroll system so that's option b hollaras if some of this doesn't make any sense I know this is a lot to digest particular at this hour of the day but option C is what I had actually just put noted to the compensation committee this reflects what was adopted by several other bargaining groups they just the accrual rate from what we currently have and just allowed spoke to earn rather than 15 days after in a beginning year one that actually move out to 18 days so it's it take 10 years to get the maximum amount of time rather than waiting 15 years under the existing accrual. Which seems reasonable so there's really no downside to this is very easy to to employ we're just creating a new accrual table there's no disparities it's creating a pencil disparity that's created between new hires coming in versus existing it does purpose I think the committee is initially in talking about this was to reward employees who stayed longer with the organization but also provide a better incentive for new hires experience who might be weaving jobs where the already achieved a higher level of Education than what our existing schedule offers to them with no downside as hard as they wouldn't have downside of that one being that we would perhaps be overly generous to people without much experience potentially potentially we could we could in the sacral right we could I mean this is flexible you can adjust the years of experience why are you not showing up at any point time this was just what was adopted into of the other non-exempt bargaining units the last negotiation round so you know I always kind of look Broadway Across the BSA yeah all the districts are doing and what they're not sitting in their collective bargaining Crimson try to make sure that you know central office is not you know a bargaining unit we want to keep it that way we want to make sure that they don't need to discuss forming any kind of Association in or how to get benefits a feeler competitive or that might be offered to other employees so no pressure here to do something different I had actually just put noted this for those of you were that they were at, he noted that that was the change take for you to be aware of and it was really their competition committee that brought this up as I miss you to take another look at and so we agreed that we would discuss it at this meeting and decide whether or not they were there's any further action I would say from the perspective of HR from my perspective if we were to choose an option and doing something different than what we currently have in place I would recommend option C cuz I don't know what the impact is on some of these others I don't want it our attempts here to try and enhance benefits we don't really want to rock the boat and an upset those folks who been here diligently working for the lawn chair the timing and that might happen and some of the other so those are those are some of the things we thought of it doesn't mean that that's an inclusive list of options but this I hope it's responsive to the issues that were raised at the competition one, two quick questions so great work is the comment really glad I'm impressed you turned off the surround so first question is by when do we need to figure this out and second question is more detective one do you guys think if we went for option C so everyone has a lot of people end up with extra time will the work get done without any added expense cuz if people take more days off and still get their job done great it's a freebie so I'll answer both of those for you the first one by when do we need to have this done so the work of the advisory committee is to prepare recommend. Sims 2 the full SAU board which will be meeting in September I'm sorry December so unless we have a follow-up or when we have a follow-up advisory committee meeting that's when we would have to get this done in order to write a recommendation to the full SAU board and the second question is do we think that the work will still be done my answer to that would be yes I think our folks continue make sure that the work is done lot of folks continue to come in even on the weekends to make sure that the work is done I mean they continue to do that even even now as we speak you know I'll show up on a Saturday and I'm not here alone I'll see you other folks in the building just to make sure that what needs to be done is getting done you know what I think I think that that is been something that we're pretty proud of the end you know I know Nancy said from an HR perspective if she was making a recommendation she would recommend option C but I would I would just further support that position as we did discuss this a little bit blind on which one made the most sense and if we were looking to implement any change that would be the change that we would recommend is option C as a whole lamb from an HR and payroll perspective and I will say just onto your point vacation time regardless of how much is is allowable to employees is always at the discretion of the supervisor so you know there are in each department and which position there are cyclical levels or sometimes were things are quieter for some and somebody else in this building might be absolutely slammed so you know those times are other times when supervisors allowed people to take time off when you know if you have Dennis Rader her needs our support staff because they're really busy there they're going to think twice about authorizing vacation unless something's really needed so we we do manage I think pretty well yeah it is scrutinised you're absolutely we scrutinize at Magister Ali thank you awesome so many questions on E I just have a quick question it if the advisory felt so inclined this evening could we make a motion to bring this forward to do the December so I see you bored or it I'd like to it if people are feeling so inclined I want them to know that they can entertain that this evening rather wait for another advisory meeting yes you're absolutely correct you're absolutely correct. You know the options after Nancy has from what Nancy has presented is to approve the bed I said policies as presented with no changes other than the dates and the strike throughs a man said we still have to do that June 30th 1 if you read the whole if you read the whole sentence it's right it says months before June 30th it has to be used two months before June site I looked at that cuz I thought it was a mistake but it's written correctly after not two months before two months after I mean sorry yes okay good to know the June 30th date and thought that is the wrong day when I went back to make that change in the policy I realized that it said the time has to be used two months after within two months after June 30th so how it was adopted right so we all looked at it that night and we all agreed that we made that decision and it didn't reflect in the wording so we were all just looking at the date we weren't looking at the house that's what I that's what I did as well then the other option would I need to approve the benefit policy with one of them the options at Nancy presented for the hourly staff with regard to leave or question for you guys are comfortable that option C would help you with your higher issues with experienced people I do believe that it would give us an added advantage that may have not been present in recruitment most recently I think that that would be certainly attraction that we don't currently have available and I think it's also a retention tool to for existing staff who might think you know do you have still got to work a few extra years to get to that next level and now suddenly it was a little bit better maybe I won't look or maybe I will I will stay I feel better about my opportunity here so I think it works on both sides so we can move this tonight along without modification if we we wanted to concur with the staffs recommendation of option C yes by the cruel table from option see if that's what the most you be moving to recommend to the full essay you board the other I know there are multiple levels of recommendation forward I would make that a month stop. Is there a second to the motion any further discussion questions clarification around that I just want to say it again I'm really amazed knowing a lot of constant drain that is happening around all of us that HR was able to turn this around upon a request that just came last Wednesday nights but I like that it addressed the question very directly very briefly very pointedly gave us some options and made it really clear so thank you and Jeff I appreciate you pointing that out as well as the fact that it was it was a very focused response and I think it does add to what we already have in place via the policy and I have to agree I think it's it is it at advantage in hiring because I C what's going on around us in in local hiring but at the same time it is something we also offer to our employees and I think that that makes it a win-win so I'm glad to see the motion on the floor any other questions or comments I think we're ready for roll call then superintendent Malay yes Miss Cason yeah Miss Cordell yes mr. Downing mr. Miller yes yes awesome passes 70 I did put up just a quick representation of what both Jeff and Tyga did say regarding HR and their rapid turnaround of this from Friday night until today that was pretty. good words to say I'm beyond behalf of the hourly Staffing in this building thank you very much appreciate the support very much I'm looking and I'm seeing Tim back with us I think that he has resolved that those cell issues that he was referring to earlier in my right temp it's so good I dropped it in the drive we need to go back into the drive and pull up new yeah it's it's I put our at the end of the title so you could tell the difference can you put it on the screen and which folder is it in Tim thedrive for this meeting not seeing it yet but maybe I have to read online and it came up is there so this is a lot to show on people's little screens but think what's an what are these scenarios so the snare is our between two two and a half 2.93% 3.5 raises the compensation committee recommended 2.9 which is here increase in the budget based on salary and benefits would be 148 9:40 based on 2.9 it's about $8,000 going to last more than 2.5% this would be 2% here this is 0% 275,000 before you put a raise on so what's 148000 of the hundred and $62,000 change hundred 4849 would be salary and benefits if you I'll put this in here could you may want to look at it yourself but it goes through each scenario what each person would be making their benefit costs and so forth there was a inflated $51,000 line item that was left over from another time we had plugged a number when we were doing a model change that was in some of these calculations in the back which was making them behave funny that it wasn't visible I don't think for everybody so anyway fix. it should give you accurate numbers now and it's the last thing we looked at comp committee because I took that 51000 out and also fixed a raise were one wasn't warranted for example in the tech line some of these tax are frozen and in our spreadsheet to my scenarios I had them getting a raise plus the one percent by Styx. As well so doing good shape now the other question that was asked to me was where we are this year's budget with relationship how much money do we have and what kind of money was available there were some board members who were talking about doing something additional this current year unbudgeted and while I don't know exactly where we are here we do have enough money to afford something like that whether or not discuss it would have repercussions on a budget two years from now when the footboards working on a 2223 budget whatever you spend on budgeted this year will lower that Surplus that's available which is 2 years away making it go toward you'll you'll be raising it from your District at that time it cost you about $29,000 all in for every percent or you know 14,500 half a percent of salary change in this building you'll notice that that's a little different than what a percent cost you in this scenario and that's because some of your in this scenario are fixed prior to the Rays coming for example assistant superintendent we rounded off to $130,000 and we didn't give it a raise on top of that or attributed number so that changes the overall cost of 1% of raised if it's in the ballpark but just give me an idea where they're yes could you I'm sorry could you state that number again of what 1% salaries and cost for a given benefits if we is 1% of everyone salary in this building it cost about $29,000 including salary driven benefits and so forth so can I ask this question a different way and this is the way not a suggestion it's a math question I don't know anybody get excited if we said a the people in the head office of the SIU you know and exemplary year we want to show our recognition and we watch to give everyone a week's pay yep nope A R A Change just give them a week's pay as a performance bonus that's what 14000 bucks yeah I mean do it right here in front of you so a week would be this number nevermind I'm wrong everybody in the building + salary given more like closer to 60000 yeah okay and we have whats 29 + 40 yes Edwina Hsu a one-time flat $1,000 per employee to equal that $29,000 without making a long-term commitment you can do whatever you'd like that's going to cost you more than $29,000 I mean I'd suggest look in the $500 range and maybe you could and you do have a few more than 29 you timers and there's other things to consider what I would suggest is not really related to budget it doesn't affect this year's budget let me next year's budget and what we could do is maybe Rock and come up with some scenarios if we resent that too with the board so desired because it really won't affect the budget we're working on it all fact the current budget were in I'd like to have a clear picture where we are financially which is impossible yet I know I have an estimate but I'd like so I think we can do it at the full board and Broad can bring some areas that's what I was suggesting if people want to do. Disney can I ask you a question I don't know if you guys can hear me yes I'm wondering if instead of a financial kind of bonus if it's an option to give a personal day or two personal days if we can can give time off especially in light of the fact that we got folks coming out on the weekends it's been super stressful and if just another idea I guess to consider if we're not talking about you know giving a financial bonus if we could at least give time you know a little bit of a break where I'm sure they would appreciate that as well so I think that's a great idea and you did do that last year and no one in this building's expecting or asking for it we feel appreciated and so I just want people to be aware of that but yes time off is always would be a good thing too so it what would people appreciate the most time off is great because it costs us nothing if people would appreciate it that's great and we know we don't need to give it to you to him cuz you feel appreciated already differently but money has a way of making people act differently than you would think so one thing about money is if you give someone a raise and they don't think it was well I did way more than that value it can actually be detrimental if it's not enough answer some people killed himself and some have it and do you want it's it's a very funny thing I like the day off idea but I think you would need that's why I want Rob to propose because we haven't talked about it as a team this is just me I'm in the same room with him I don't know how he is behind the scene sang you idiot so I don't know where he is I wouldn't do that behind your face that's true but I think this isn't the first time came up a comp committee it's been reinforced this evening through those sitting tonight on the advisory and I think it's a request to Rob and cold to Noodle over the best way that we can show our thanks as a term of them employment above and outside of salary and and benefits etcetera if you could come back to us with a apropos muzzle of a way to equitably thank the central office in the end and I know we've done it with small amounts of money before our time and I think all of those things as resided it's it's a very personal like what what does that employee value how it will be perceived but at the same time I think it's clear the board members would like to show some recognition appreciation Beyond just saying thanks and if you could come back to us with something manageable that we can pursue I'm I'm all for it but you are the ones that are there I'm working with these folks day-in-day-out you're among them and I think that that's really helpful for us to get that feedback as much as we try and do the right thing let's make sure it actually does that sound good to everybody just give a quick thumbs up awesome thank you all right so I will keep will kick those tires a little bit and we'll come back to the board with some options and some thoughts on my mind monetary will keep in mind our days and I'm time off at it through and see what might make sense to everyone you know map of the entire central office I just want to say oh you can't see that because I've been camouflage let me fix that all right which is better than the message I had on the border Lee ER that said Tim is crazy and needs a haircut something like that I'm picking up and I'm just kidding of course but seriously I'll tell you I went home on Friday night and I told my wife I was like that was just a really meaningful meeting for for me for the staff at central office and you know it was really fantastic so I know that Nancy and Tim share that same feeling and we we really appreciate that from all of you can't thank you enough for the support it's hard this morning started off really really busy it usually does and then probably a during meeting number three I got a text message from one of our building leaders we've got a positive and all of a sudden there was like oh my gosh what stop everything let's focus on that and right as we were getting set to make the phone call to Public Health we received another notification that the person who received the positive the lab mixed up the results and they actually had a negative so you know those roller coasters happen every single day and I think that's it is very busy heavy day as it was to Anixter Lehighton day to I like thank goodness we know it at the end of the day that was that was how we felt was like thank goodness but I mean we were getting all the ducks in a row ready to call Public Health ready to get my which is out to the people that needed to know about this and then we got a message from the individual the lab just called and said they mixed up the results it was actually naked you sorry for any confusion hey speaking of the end of the day do we need to move the 2.9% recommendation STS we do the proposed budget with the actual recommendation 4% would be very helpful Jeff well I will I will move that for our consideration at the next level of discussion a second great anymore Sims 4 Tim regarding that same we now have access to that. Read sheet in our drives I would encourage anyone if you continue to have any questions or need just a little more additional support as you go through it reach out to Tim he's very intimate with this entire the entire thing that you were able to pull it together to that's a lot of pressure and I don't know anybody realizes how intense if L cells are and all those numbers and everything else and frustrated to lose it right before the meeting that's when it's supposed to happen that's how the Gremlins Works in am I almost Halloween it's what else in the dry Vega is assembler salary and benefits sheet called Personnel summary and that breaks it down into how they'll show up in the budget and that record that represents the 2.9% the total cost we should match the total cost in the scenario sheet but a might be a little easier to look at you just once at this time with the motion on the floor any other questions or comments people ready for roll call mr. Anderson miss Catherine Miss Cordell yes mr. Downing mr. Miller yes yes Miss Smith yes thank you once again for that vote of confidence and just for those who might not have been able to be with last week during the compensation Committee in a we did we did discuss that realistically central office you know with the compensation conversation we were going to consider coming in somewhere around 3435 for our initial discussions and you know everybody in this building is very mindful of what's going on around the world and in our districts in our budgets and so we go back back to the 2.9 that you have now just to prove as well as a compensation committee I do know that they're there are folks on this call who have championed multi-year of considerations and we truly thought about that too and we also thought that real there's still a great deal of uncertainty with a pandemic and we weren't going to recommend moving more than one year forward the compensation committee also agreed that that would probably not be a responsible thing to do when we want to continue to demonstrate that responsibility so that we can continue to build back trust with each of you on each of your boards in each of your and so I really appreciate that that vote of confidence with the budget and with any benefit policy and I will prepare some scenarios for you when we get together next time so that I want you to understand that there is no expectation from anyone in this building of any kind of I don't even know what to call it a consideration that has been discussed I mean I'm really I'm really honestly I moved just wanted want you to know that nobody's asking or looking for that other expect said he know we're going to keep bringing our date game everyday even if it's on a Saturday or Sunday we're going to bring it we're going to keep bringing it to do it so appreciate that vote of faith that you have made very clear over the last few meetings super thank you rob for weighing in on that I see nothing else on the agenda but non-public moving forward is there any non-public I'm going to just throw out a quick other since we have the advisory in place is there any other sharing for this evening staring hearing none and I believe we are ready to adjourn this meeting at 6:37 tonight not or not sorry I just pulled it up besides screen the only other I have is that there are zero new cases in Cheshire county with today's report that was a good one thank you for popping that in there I think now we can all take a active breaths okay I believe we are adjourned at 6:38 p.m. have a good night all thank you John

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SAU29 Board Advisory Committee Meeting for Wednesday, October 28, 2020

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