extend a warm welcome to everyone who's joining us. The purpose is of this meeting is to inform our parents, staff, and constituents about the work aligned with our mission to embrace, educate, and empower every student, to innovate, serve, and to lead. The interpreters for tonight are Consuel Nordon and Karen Reyes. Thank you all for taking the time to join us.
We also have one of our colleagues, uh, Miss Emily Chávez, is joining us virtually this evening. We also have a student joining us from the Superintendent Student Advisory Council. We have Christian Riley. Christian is a student at Hillside, a junior at Hillside High School.
Correct? Awesome. Thank you so much for joining us this evening. Right. So, the next item on our agenda is a moment of silence.
Thank you. The next item on our agenda is celebrations. Uh, Miss Cooper. Good evening, Chair Umstead, members of the board, Superintendent Lewis, Durm Public Schools colleagues, and members of the Durm community.
Tonight, we honor the people who represent the heart and soul of our school district. Our students, educators, staff, and community partners who inspire excellence every single day. October has been a month of energy, engagement, and achievement across Durham public schools. From classrooms filled with curiosity and creativity to campuses buzzing with school pride, we've seen countless examples of what it means to ignite limitless potential. These moments remind us that our collective success is driven by the extraordinary people who make Durham public schools not just a system of schools, but a
community of learners, leaders, and change makers. We begin celebrations by recognizing our October student of the month, followed by our 202526 principal of the year. Then we will acknowledge our teacher of the month and employee of the month. And we will conclude with our spark pin presentations.
Please welcome Principal Emtt Alexander of Northern High School to present our October student of the month. Good afternoon, Chair Armstead, board members, superintendent, uh, everyone in the room. Senior Josiah Moore has a presence that changes any room. He is a scholar athlete that is motivated by love. staff members and fellow students vote for his positive attributes. He has
been described as kind, pleasant, and able to relate to any student on campus. Josiah credits his mother for the impact she has made on his life and how he carries himself. And I quote, Josiah, her constant love and feedback has a huge impact on my accomplishments. His achievements are stacking up as he makes his way toward life after high school and prepares for the collegiate pathway.
He's a member of the varsity basketball team, serves as captain. He was crowned homecoming king this year. He serves as the president of the men of valor club and has maintained an A average while balancing extracurricular activities and work. Josiah states that the challenge is also balancing and being present and not stressing out about the future while struggling to stay grounded. Josiah contemplates metriculating to either the University of North Carolina in Charlotte, the
University of North Carolina at Chapel Hill or East Carolina University as he relates to a career and he seeks a lucrative career focusing on financial stability. Josiah is a student who epitomizes the ideal young man. His mother, Ashley Moore, accompanies him this evening. It gives me great pleasure to introduce Josiah to the room.
Congratulations, Josiah. It is wonderful to hear about all of the things that you are doing at Northern High School, how you are leading and representing Durham Public Schools, and that is exactly why you are here tonight for us to recognize you. So, we have a few things to celebrate your accomplishment this evening. First,
your official student of the month certificate. You receive a spark pin for representing our district's core beliefs. And we hope that you wear this proudly in and around Northern and in and around Durm and wherever your um collegiate career takes you. And our friends at Triangle ECycling want to make sure that you are powered for success wherever you go.
So that's why they are presenting you with a laptop this evening. And we're not done yet. We have a very special presentation provided by our partners at Families and Community Rising, whose commitment to student and family well-being helps our young people thrive from the very beginning. Joining us this evening are Ray Trap, director of communications and development, and Cheryl Wal Flag, executive assistant, to present you with a $250 gift card tonight. Congratulations,
Josiah. We are excited to see what you do and please be welcomed and congratulated by our board.
Congratulations. October is principal's month. principal month and we are also proud to recognize Dr. Vanessa Alfred, our 202526 principal of the year.
Dr. Alfred exemplifies excellence and we are grateful for her service to our district. Dr. Alfred leads with both her head and her heart, setting high expectations not only of her students but also of her staff while ensuring that joy, belonging, and love of learning are at the center of the work.
Under her leadership, the CC Spalding Elementary Eagles are soaring to greater heights, making gains academically while staying grounded socially and emotionally. While inspiring students, she equally pours into her staff as she knows that our educators need support just like their students. This and so much more is what makes her most deserving of this honor. Now, we were able to surprise Dr.
Alfred earlier this month. Um, her students organized a special assembly to thank her for all of the great things that she does as a leader and we were there to surprise her for this honor. And so, congratulations Dr. Alfred. We're so proud of you. Thank you for all that you do for our students.
At this time, please welcome Michelle Hayes, executive director of talent acquisition and employee recognition to present our teacher and employee of the month awards. Good evening, Chairman, Chair Umstead, members of the board, Superintendent Lewis, and cabinet members. Today we come together to celebrate our teacher and employee of the month. Each month we take time to recognize a teacher and an employee who's a non-teer who exemplifies greatness, tenacity, perseverance, and leadership.
Honores are selected based on the month's theme, and this recognition is a meaningful way to celebrate the incredible individuals who make Durham public school such a special place. Our employees feel deeply honored when their hard work and dedication are acknowledged and celebrated. This evening we are proud to recognize our October teacher and employee of the month. Our teacher of the month recognition is sponsored by North Carolina Central's tennis pro university's tennis program, the tonsai
chapter of Omega Sci-Fi Fraternity Incorporated and DCL Consulting LL LLC. Our employee of the month recognition is proudly sponsored by the office of human resources. The theme for our October employee of the month is selflessness. This recognition honors an individual who consistently places the well-being of others before their own.
Someone who's patient, kind, humble, and always willing to lend a helping hand. We are going to recognize our teacher first, then our employee. Our October teacher of the month is Olivia Roth, EC resource teacher from George Watts Monasuri Elementary School. She was surprised by coach Lawson and his team and he will have special um remarks after I um describe you for just a second. Olivia joined George Watts Monasuri as a firstear EC teacher last
year. Thank you. We need EC teachers. If you know any friends, tell them to come on.
Um and from day one, we knew we had hit the jackpot in teacher recruitment. She embodies calmness, care, and quiet strength, qualities her students need and rely on daily. Olivia responds immediately to support her students through challenges, always with compassion and patience. A powerful example of her character occurred recently when a student experienced a significant emotional crisis. Amid a tense situation that involved waiting for a guardian arrival, Olivia didn't hesitate to climb into the back seat of a police cruiser to be with her student, offering steady reassurance and emotional support during those difficult moments. " That statement captures who she is, a teacher who shows up fully for her students, no matter the circumstances.
Olivia lives out true empathy every day. Bnee Brown describes empathy as not just recognizing someone's pain, but climbing down in the hole with them. That's exactly who Olivia is. She stands she doesn't stand on the sidelines offering comfort from afar.
She steps into her students hardest moments with them. Her selflessness and unwavering commitment to her students well-being make her an extraordinary educator and a shining example of what it means to serve with heart. Congratulations to Olivia for being named Durham Public Schools October Teacher of the Month. Good evening everyone. Yesterday um the North Carolina Central University men's and women's coaching staff had an opportunity to surprise
Miss Roth. Uh and we are sorry that we had to interrupt one of your teacher conferences there. But um again we would like to congratulate you for uh this honor. would like to also recognize principal Aguawar for recognizing your exceptional talent and on behalf of DCL Consulting LLC, we'd like to also present you with a small token uh in honor of today's recognition. So again, congratulations. >> So you can also get a bag of goodies with a sp Our
October employee of the month is our very own Ron Whan, director of digital learning from curriculum and instruction. And he adjusted his schedule. I thank you so much. " Ron Whan embodies selflessness in everything he does.
When I read October's theme, individual individuals who constantly place the well-being of others above their own, showing patient, kindness, humility, and genuine willingness to help and support those around them. Ron immediately came to mind. Ron is one of the most helpful and responsive people in central service and all of Durham public schools. He is a constant source of support, knowledge, and kindness. I email him, as many of us do, with questions about Clever, syncing student and teacher profiles, NCA cloud, QR codes, and countless other programs. And somehow he always replies instantly, even when I insist, "Please don't
" Recently at a district training he was attending as a participant. Ron didn't hesitate to help others troubleshoot their issues. He jumped right in to answer qu questions about infinite canvas mclass sinking and more offering his expertise with the same calm humble spirit that defines him. And in the true Ron fashion he even shared his grapes when I forgot my lunch.
So of course I'm reading from the person nominated. Ron's deep knowledge, responsiveness, and genuine care make everyone around him feel supported. His patience, generosity, and commitment to helping others makes him an invaluable part of DPS. We are all better because of Ron's selflessness and kindness.
So, congratulations to you for being named Durham Public Schools October employee of the month. Hold on. You also get a bag of goodies.
We always take a picture with the plaque. Yeah. We close this evening with our Spark Pin presentations. The Spark Pin is one of the highest honors in Durham public schools, recognizing members of the DPS and Durm communities who go above and beyond to bring our mission to life.
Tonight we celebrate two community partners who ignite the spark in others through their service and passion for students and whose generosity and commitment exemplify the very best of Durham. Triangle Grace Church has been a steadfast supporter of Fateville Street Elementary School, making a meaningful and lasting impact on the lives of students, families, and staff. At the beginning of each school year, Triangle Grace Church volunteers show up to assist teachers in preparing their classrooms, helping to create welcoming
spaces where students can learn and thrive from day one. Throughout the year, they provide tutoring and academic support, ensuring that our scholars receive the extra encouragement they need to reach their full potential. Their care extends far beyond academics. Triangle Grace Church consistently provides meals for staff and families during school events.
And they organize hygiene drives that supply essential items for both students and teachers. Small gestures that make a big difference. Their partnership reflects the spirit of shared responsibility that defines Durham public schools. When schools and community come together, students succeed. Tonight, we are proud to celebrate Triangle Grace Church as an outstanding community partner and an example of what it means to invest deeply in our schools and in the future of our children. Accepting on behalf of Triangle Grace Church is Jenny Schaefer, local outreach team leader.
We have another partner of a Favville Street Elementary School, but I know they have been active in other places in and around Durham Public Schools. We recognize New Hope Church for their outstanding dedication and unwavering service. A true ambassador of community partnership, New Hope Church provides handson support that has strengthened relationships, deepened engagement, and meaningfully improved outcomes for students and families alike. Their generosity is both heartfelt and far-reaching.
From hosting staff retreats that promote wellness, reflection, and unity to ensuring that students begin the year equipped with a backpack and school supplies. New Hope Church continually demonstrates a deep investment in the success and well-being of our scholars throughout the year. They have uplifted teachers and families through acts of kindness, providing meals, resources, and encouragement that reminds us what collective care looks like in action. New Hope's compassion, consistency, and collaboration have made a lasting impact
creating a stronger, more connected community for all. Accepting on behalf of New Hope is Pam Watson, missions pastor. This concludes our celebrations this evening. Thank you, Miss Cooper, and to all of
those who were celebrated this evening. one of my favorite parts of our meeting. The next item on our agenda is our superintendent update. I'll pass it to you, Dr.
Lewis. >> Thank you so much. Good evening, Chair Mstead, members of the board, DPS community, both here in person and that may be watching online. Uh in addition to the excitement that we just witnessed and the talented staff and students that we have in this district, I'm also pleased to share uh some exciting highlights of our school year.
Uh the work we're continuing to do to progress Durham public schools forward. Again, welcome Christian. Uh, also a member of the you heard student superintendent advisory council, but also a member of the inaugural cohort of pixel and pen, which is our newest student content team that's powered by office of student affairs. So excited to um have you here and also understand you um serve as theater, soundlight, guru, tech, all the things.
So excited to have you here. Absolutely. Yes. Absolutely.
We need you. Yes. Um,
next slide, please. October is disability history and awareness month. We certainly appreciate our board earlier this month taking action and issuing a proclamation recognizing this important observance and reaffirming our commitment to inclusive education for all. Uh, in Durham public schools, we believe that inclusion strengthens every classroom and every community.
Awareness and understanding helps ensure that every student feels seen, valued, and supported reaching their full potential. Next slide. October is also bullying prevention awareness month in DPS. We believe that every child deserves to learn in a space free from fear, intimidation, or exclusion.
Uh this month and every month, we encourage our students, staff, and families to speak up, stand up, stand together, and show kindness in action. By promoting empathy, respect, and understanding, we strengthen the culture of care that defines the DPS community. And that means all of our students. Every single
one of our students, regardless of immigration status, we are here to protect uh and honor all of our students. Next slide. Uh there's a lot to celebrate in October as you can see. And the celebration continues with our national principles month.
Our principles are the heartbeat of DPS. They are champions for students, advocates for teachers, and partners with families and communities. Their leadership, courage, and compassion set the tone for excellence in every classroom. As we honor their tireless dedication, I want to extend my deepest gratitude to each of our principles for inspiring others, nurturing potential, and igniting the spark that keeps our schools moving forward.
To all of our principles, we see you and we thank you. Next slide. Speaking of principles, and earlier this evening, we proudly recognized Dr. Vanessa Alford.
Um, our 2526 Durham Public Schools principal of the year. Dr. Alfred's leadership at CC Spaldin Elementary School exemplifies
excellence and a steadfast commitment to student success. Her ability to inspire her staff, engage families, and create joyful a joyful culture of learning has made a lasting impact on her school community and across the district. And under her leadership, uh this is just again a true testament to the leader that she is. We also had a couple other of the years that came out of CC Spalding this year.
We had our instructional assistant of the year as well as assistant principal of the year who's now uh who was here with us um um Dr. Farmer over at uh Fedville. He's actually assistant principal of the year last year. And so we congratulate Dr.
Alford on this well-deserved honor and thank her for embodying the very best of what it means to lead in Durham public schools. Next slide. We're excited to share that this month. This month we launched Pulse, uh, an enhanced collaboration between Durham Public School Student Support Services and Alliance Health. Pulse is our expanded mental health framework designed to strengthen services to our students uh,
by providing timely access to care, wraparound supports, and school-based resources that empower students to thrive inside and outside of the classroom. This partnership reflects Durham public schools unwavering commitment to addressing the whole child mind, body, and spirit and also ensuring that every student has the support needed to thrive. So, we certainly appreciative of our partners at Alliance Health um for their partnership and supporting all of our scholars. Next slide.
Do you know the arts are the hallmark of Durham public schools, showcasing the creativity, the diversity, and the talent that make our district shine? Through a robust array of programs in visual arts, music, dance, theater, uh digital media, our students bring learning to life in ways that inspire both heart and mind. Throughout the year, our schools host performances, showcases, and exhibitions to celebrate student expression, and invite families, staff, and community members to experience the arts together. So, this
photo that you see here is from Stage Center 2025 held this month, where over 400 Durham public schools theater students spent the day learning from industry professionals and arts educators from across our region. Um, moments like these truly reflect our shared belief that the arts unite us, nurture creativity, and inspire greatness in all of our scholars. Next slide. This week, Durham Public Schools proudly joins the nationwide celebration of Lights on After School, recognizing the vital role that afterchool programs play in supporting students success and strengthening our communities.
Each afternoon, DPS after school programs provide safe, engaging spaces where students can explore their interest, build confidence, and develop essential life skills. From academics and the arts to athletics and enrichment activities, these programs keep the lights shining brightly on learning long after school is dismissed. So, thank you to our dedicated staff and community partners
who make these opportunities possible for our scholars and families. Next slide. Just today, DPS hosted Accelerate. Uh this is for our eighth grade students across the district.
More than 60 local businesses and organizations in the career expo uh designed to ignite the curiosity and ambition in our scholars as they began to discover pathways to careers across our community. Today's event was filled with hands-on activities, demonstrations, and interactive conversations with local employers to help students envision their futures and take the first step toward college, career, and life success. A huge thank you to our career and technical education department for their leadership and to our parent uh parenting sponsor um Nova Nordis and other corporate sponsors McAdams Hazen uh Kimley Horn Lily uh Quant Quantity Monteth DPS Foundation and the numerous participating organizations and
volunteers for their support of this event and often tell people that the future workforce of Durham County sits right inside of our classrooms and that the more we have opportunity unities to uh expose our our students to the careers that are available right here in Durham the better. And so with this Accelerate event, it's it's our way of really spark sparking or igniting that limitless potential in every single child. So the joy that we saw on our students faces today uh was a true testament that this was um definitely a huge event. And so thanks to our board members that came out to witness this as well.
Next slide. DPS was proud to join Durham Technical College, Community College uh in Nova Norris in launching the biowork certificate program at Southern School of Energy and Sustainability last week. Uh this partnership gives career and college promise students a high a head start in the biotechnology and advanced manufacturing industries. Students engage in hands-on learning experiences that prepare them for the real world. certainly thank our partners over at
Durham Tech and Nova Nordis for making this a reality for our scholars. And so again, this is a life-changing um opportunity for our students over at Southern and we're super excited uh that our partners have joined in this venture with us. Next slide. Throughout October, DPS is c celebrating bike and road to school month, encouraging students and families to embrace active, healthy, and environmentally friendly ways to get to school.
Across the district, schools are hosting special events, group rides, and safety activities that promote wellness, sustainability, and community connection. These efforts not only help students build lifelong habits of physical activity, but also highlight the importance of safe routes and shared responsibilities on our roads. Next slide. On tonight's agenda, consent agenda, uh we're excited to announce the arrival of two electric school buses.
Yes, that's exciting. Which will soon be hitting the road to transport our students safely and sustainably. These
buses mark the beginning of a new era of clean transportation for our district. And this is made possible through a $15 million environmental protection agency or EPA clean bus, I'm sorry, clean school bus grant. Over the coming months, additional bus buses will join the fleet, reducing emissions, improving air quality, and lowering operational costs. This initiative reflects our continued commitment to environmental stewardship, innovation, and the health and well-being of our students and community.
So, in tonight's consent agenda, we're asking the board to approve 32 the purchase of 32 of these buses that will u slowly roll into Durham public schools. So, we're super excited about that. Next slide. like to take a moment to congratulate our DPS board member, Mr.
Wendle Tab, on receiving the Joseph R. Biden Presidential Lifetime Achievement Award. Mr. Tab received the recognition at a
special ceremony held on October 11th uh for his contributions to the Durham community. Well done, Mr. Tab. We appreciate it and super excited uh that you were able to receive this award.
So, congratulations. Next slide. Today, DPS launched a period of community engagement on the district cell phone policy, which is policy 42, I'm sorry, 4318. Draft policy.
Yes, draft policy. We want feedback on the draft policy. And so, we're inviting students, families, staff, and community members to share feedback and additional considerations through October 29th. Earlier this year, the North Carolina General Assembly passed House Bill 959, which requires local school boards to adopt policies that limit student cell phone use during instructional time.
In response, DPS is seeking thoughtful input from our stakeholders to ensure that our policy reflects both the intent of the legislation and the needs of our school community. And so, we certainly encourage all voices to participate in this important conversation. Uh links
were shared uh via email in today's weekly Spark newsletter and will also be shared on our social media accounts. Uh we've already heard some critical feedback from our principles, superintendent, teacher and student advisory councils. You remember we had that conversation. >> Yeah.
As well as that was our first meeting too, right? What a way to welcome you all. Uh as well as um our parents ambassadors. And so we've gotten some valuable feedback and now we're just seeking the broader community's um feedback.
And so we certainly look forward to hearing from all of our stakeholders. Next slide. Uh the state of North Carolina still awaits passage of a full budget. Uh and of course, you know, our federal government has now entered in its third week of shutdown. And so during this time, I'm grateful for our community that advocates for our students, families, and educators and raise raising raising awareness on how these challenges can impact our mission. Um, so we remain steadfast in our shared commitment to ensuring that every child in DPS continues to learn, grow, and thrive regardless of the circumstances
around us. So I would encourage this community, continue to reach out to our um, elected officials to share um, with them the urgency of passing a full budget. Next slide. Last slide.
Um, last week we hosted our first meeting confer meeting with the Durham Association of Educators, uh, representing a meaningful step forward toward our ongoing goodfaith efforts to strengthen collaboration and to bring consensus between DPS and DAE on behalf of the 31,000 plus scholars who depend upon us daily to provide safe a safe uh, quality and wholesome education. Uh our commitment to our scholars will be a constant clarion call as we continue these critical conversations with DAE. Uh the teaching and learning environment is a shared responsibility and ensuring that our scholars receive an equitable and excellent education uh remains our northstar. We deeply value our educators and staff as essential partners in this work. Together we can keep our focus
where it matters the most and that's on our scholars. And so we pledge to continue to keep the lines of professional and and civil communication open to ensure the success of our scholars. Um and then also u in DPS we are deeply committed to creating spaces where every family feels seen, heard and supported. Uh this month we continued that commitment through our cafe kandulce sessions uh intentional gatherings with our immigrant families to just simply listen to learn and to strengthen our partnership.
These conversations provide an open and welcoming environment to share experiences, address concerns, and ensure that all families have access to the information and resources that they need to thrive. And so as we continue to move forward, we will continue these critical conversations reaffirming our promise to honor the dignity, diversity, and contributions that every member of this DPS community uh brings. This concludes my remarks this evening. Thank
you. >> Thank you, Dr. Lewis. So many good things happening in the district.
Um I appreciate you also highlighting the need for a state budget. Um the general assembly was busy this week not passing a budget. um but geromandering maps. Um so it's really important that we really think about um our priorities as far as our students and what we need as a district.
Right. The next item on our agenda is agenda review and approval. Move approval of the agenda. >> Second.
It's been moved by Miss Carda-Auten Uton and second by Miss Harold Goff that we approve the agenda. All those in favor say I. I. I.
I. Uh, I'm sorry. Miss Chávez, we need to do a voice vote. Miss Chávez.
>> Mrs. Emily Chavez. I vote I. >> And then we'll go to Miss Rogers.
>> I. >> Miss Herald Golf. >> I. >> Miss Byer.
>> I. >> Mr. Tab. >> I.
>> Miss um Cardott. >> I. >> And I vote I as well. So it passes unanimously.
The next item on our agenda is the board of education monthly meeting minutes from September 25th, 2025. Move approval of the board regular monthly minutes from September 25th, 2025. Second. >> It's been moved by Missag, seconded by Miss Byer.
Is there any discussion? We'll do another voice vote. Miss Chavez. >> This is Emily Chavez.
I vote I >> I I >> I >> I vote I as well. Passes unanimously. The next item on our agenda is general public comments. I'll do a quick review of the rules before we get started.
First, please state your name and if you're speaking for an organization, state your name and the name of the organization. Second, speakers are asked to present their comments in three minutes. When the yellow light comes on, you will have one minute left to start winding up your remarks. When the red light comes on, it
will beep, which indicates your time is up. Complaints about named staff, students, or parents should not be voiced in open session. However, we are very interested in hearing your concerns with regard to the public ed to public education, safety of students, or to the operations of the school system. Finally, the board members will listen carefully and consider the comments, but we do not engage in a discussion with speakers.
So, our first speaker will be Greg Pagette Padet, please correct me, followed by Katie Mconno and Patricia Russ. Okay, thank you very much. My name is Greg Padet. I'm uh I'm on the board of directors of the McMahon and Methodist Church here in Durham and I have two kids in the two grandkids rather uh in the DPS schools.
McMahon currently provides volunteer support to both Hill andell and Forest elementary schools and we're also in the process of establishing an afterchool program with the YMCA. So, we're actively involved in supporting DPS. Our
goal with each school is to provide them with essential volunteers as well as supplies to be successful. But in the process of of supporting them, I've discovered that each school has big needs for supplemental food for their students, especially for the disadvantaged. And that's why I'm here tonight to talk about how we can remedy that. I have found that both Wake and Guilford County schools in North Carolina have implemented an innovative program that has dramatically reduce the amount of cafeteria food thrown away each day.
They found that 30 to 50% of the food that is served goes in the trash, which is just unbelievable to me. Each system now collects and redistributes tons of food at each school through this program. Most important, both and NNO and the News and Observer have documented this successful program and I'd be happy to share these articles with you. So, what's next? I want to conduct a pilot
study of this exact same program at one or two DPS schools to confirm we can do the same thing. Unfortunately, I have had zero success in getting anybody to listen to me. I submitted a community partnership application, but ultimately it has gone nowhere. and I've sent multiple emails to DPS leadership, including some of you here today.
Pardon me. So, that's my request tonight is to get an audience with appropriate leaders to discuss the features and benefits of this innovative program. Wouldn't it be great to redirect tons of perfectly good food that is today thrown in the trash and instead provide it for free to needy children at DPS? So, how can I get the right people to give me an audience to talk about my proposal?
That's the question. >> I don't know what to do next. How do I get an answer to that question?
>> So, we typically do not engage in uh conversation with public comment speakers, but the superintendent is writing down your information right now so we can get a follow-up for you. >> Okay. >> Thank you. >> All right.
We'd love to see those articles as well. >> Thank you. Next we have Katie McDonald followed by Patricia Russ. Um I would suggest keep coming back my friend.
Sometimes it works. Um quick little river update. Monday morning I discovered that my brand new seat sacks, all 15 of them are covered in mold. all 15.
31 at Walmart. And I'm just here tonight to ask you where I can pick up my check. Um I I do want to say that last Wednesday I was extremely impressed with the responsiveness of the district when our fire extinguisher exploded um on our
hallway and disrupted school. Um the cleanup crew arrived not long after the fire department left and immediately began remediation. Uh by the next morning, the hallway was sparkling, a job seemingly well done. But when my colleagues, who were directly across the hall from the said explosion, um their classroom doors weren't even open.
So instead of our children engaging in quality instruction, uh they were displaced outside to recess as their teacher, our instructional coach, our assistant principal, um our their teacher themselves, um and our custodial staff cleaned up the mess. Um it's strikingly symbolic to me that the only parts people could see were remediated. Uh the visible hallway got the treatment, the unseen classrooms did not. This unfortunately feels like par for the course in this district. Um you seem far more invested in image repair
rather than structural. Uh we've seen this pattern ongoing with our mold and air quality issues. uh the bare minimum gets done enough to check a box to make things look fine from the outside. While those of us who are inside living and breathing in that space, we know every day that this is the otherwise.
I have to ask this. When did doing the bare minimum become DPS's standard of care? When did silence replace transparency and appearances replace accountability? Our children, their families, my friends, your staff deserve better than performative fixes and photo ops. We deserve solutions that last longer than a news cycle. How can we hold people How can you hold
people accountable when we can't do that to you? So many times I've come here, it's exhausting. I pray for a freaking change. You guys can keep this Hi, I'm Patricia Russk.
I'm a teacher at Little River. The first time I spoke, I hoped you would act. The second, I came to challenge the facts. This third time, I speak for my students, silent and still, who breathe in the mold spores against their own will. You meet in closed sessions, doors shut tight, while
our classroom's air is not right, both day and at night. You cannot claim progress when mold still prevails, nor claim improved while on the clock teachers health fails. We've read for reports, evaluated mold spore counts, proof in hand, mold creeping silent on vents and walls that stand. Every day you delay, you teach a lesson.
Inaction equals neglect. So let this be the moment you decide to act and protect. Here are some of the numbers from the SME report presented to our um SIL team on September 15th. A6, which is a classroom. The mold spore count was 20,000
mold spore counts per cubic meter of air. A10, also a classroom, 30,000. B6, also a classroom, 23,000. My classroom wasn't tested, so I don't know what the sport count is, but I can tell you I have one of those air vents, those that you have.
The last time I was here, it was right behind you. And that light was blue. Was blue. It's not plugged in tonight, but I I can show you pictures in my classroom.
Mine has been red over and over again. Day after day, I've had two new filters put in here. Building services tells us that this indicates not what it actually indicates because quick Google image search can tell you that that red light means the sensor has detected significant amounts of airborne particles and they suggest that you identify the source. Humidity could be
one of them which we know we have high levels of humidity. The red light is the purifier will work harder to clean the air. If your light changes to orange, green, or blue, which yours was blue the last time I was here, it means that it is improving the air quality, but building service told us this doesn't indicate air quality. There was a second round of testing and I have four seconds left, but they didn't test A6, A10, or B6.
They were excluded from the second test. Thank you. With that, we conclude public comment. The next item on our agenda is our consent items.
We have items A through G. All of these have been reviewed by the board of education in advance of tonight's meeting. Move approval of the consent agenda
items A through G. >> Thank you. Uh, it's been moved by Miss Byer and seconded by Miss Harold Goff. Is there any other discussion?
We'll do a voice vote. Miss Chávez. >> This is Emily Chavez and I vote I. >> Miss Rogers.
>> I. >> Miss Harold Goff. >> I. >> Uh, Miss Byer.
>> I. >> Mr. Tab. >> Hi.
>> Miss Carda-Auten. >> I. >> And I vote I as well. It passes unanimous.
The consent items passed unanimously. The next item on our agenda is a um presentation from the Durham Public Schools Foundation. We're excited to have our partners with us this evening. This update is an annual update that they bring to the board of education um regarding what's happening with their work.
Um I'll pass it now to Miss Bana Kennedy, interim executive director at Durham Public Schools Foundation. >> Thank you so much, uh Chair UMstead, Dr. Lewis, remainder of the Durham Public
Schools Board of Education. Super appreciative of your time this evening and we won't be before you long, but we do uh entertain want to entertain whatever questions you might have. Um I also want to extend my gratitude to Darien Harris and the CTE department for today's Accelerate Career Exploration event. It's always a great day for me when I actually get to see students in their environment uh and just thinking and sparking that curiosity.
I'm Brianna Kennedy, interim executive director at Durham Public Schools Foundation, and I'm joined by my teammate, Lindseay Smith. Uh, and like I said, we won't be before you long and appreciate your intention and curiosity. Next slide, please. Over at Durham Public Schools Foundation, a major piece of our work includes strengthening the ecosystem of support around our students. To give you a bit of background for our work, we formally organized in 2018 through many conversations between DPS leadership uh members of the business community along
with community rooted folks who understood and saw the need for an independent nonprofit to support our students, educators, and families. Uh you've seen us in action over the years drawing support during the co 19 pandemic to get students computers and the digital tools tools necessary to access learning as well as coordinating community support to feed students during remote learning. During these formative years, our quick and intentional actions allowed us to strengthen a few muscles and set our sights on our constant focus, our public school students. We believe that our schools and thus our students don't succeed in isolation and it is our duty to anchor this ecosystem of support around them through our approach.
This includes supporting our teachers, organizing families, and preparing students for their future. Next slide, please. When thinking of ways that we support our teachers, I'm extremely excited to talk a little bit about one of the major highlights this year is our innovation
and whole schools fund. Our grants and grantee cohort are off to a great start. We are supporting 27 projects across 26 schools to spark innovative solutions to today's most pressing student needs and extend student learning and classroom experience. As in years past, our grantee cohort will be led through the project year with regular check-ins, trainings, and technical assistance by my teammates to ensure we're able to learn any rising practices that can be scaled uh and sustained.
I'm also happy to report that the Crayons to Calculators program, who we've officially uh and formally partnered with now, uh have already distributed $40,000 worth of school supplies directly to DPS classrooms. in the first quarter of the traditional year has not ended yet. Uh through our electronic ordering and an army of con consistent volunteers, DPS educators are able to get necessary supplies for their classrooms with just a few finger taps. In this program, we're also able to
predict and respond to changing seasons and thus needs. We're appreciative of those who provide us with feedback on our program and any changes that we need to make operationally. In supporting our educators, we also aim to connect them with resources to decrease the mental load of the classroom and tools to assist in their personal well-being and professional development. Next slide.
In thinking of the ways that we organize our families, we've got a couple of things coming up. Um, and one of the things I remember as a classroom educator is the importance of that day one phone call. Um we believe it is necessary to stretch our work beyond uh that particular practice and center parents as experts on their children and their needs. To that end, we offer a variety of trainings and spaces to support parenttoschool communication conversations about life after graduation and do the necessary relationship building to connect families to other partners in the community, offering a myriad of support.
This year, I'm excited for us to also train up about 70 volunteers right here in Durham on the new FAFSA application so they're able to help our seniors on their next step in transition into college. Through our FASA navigator program, we've already trained 41 folks and we'll continue to provide this free training to increase the number of students completing the FAFSA. We know this application will open doors to a number of scholarships and grants for students entering higher education and we'll be training DPS counselors in the coming months so that they are able to provide this support to families completing the application this year on the post-secary journey. We'll also be working with families to refine a Durham specific collegegoing guide with timelines and milestones discussion topics and partner organizations offering post-secary support. We'll utilize this process to get feedback on its ease of use uh and whether or not it actually made a difference in the collegegoing journey for our seniors. As we do our best to respond to the ongoing mental health crisis across our
community, we've invested in mental health first aid trainings for families to participate in. During these trainings, adults learn the shared language necessary to recognize and respond to the signs of a mental health challenges or even substance abuse in our youth. This training is then paired with our Thrive guide that we've developed uh to provide resources and activities for families to complete together to continue discussing their own social emotional needs. Next slide.
And in our final pillar of work when thinking of preparing our students, we believe it's necessary to ensure our students are prepared to solve today and tomorrow's problems. We're deeply invested in bringing many resources right here in Durham directly to them. For the third year, we are partnering with Durham County Library, Duke University, and LEAP to host homework on amigos every day at the main library. During this time, students are offered tutoring on the subjects identified while their parents engage in
conversation around other pressing needs. We are also continuing our partnership with Every ChildNC and the North Carolina Justice Center to train up students to understand the education landscape here at home and the legislative conditions chair umstead preventing our public schools from being fully funded. Uh we're also excited this year to award about $62,000 in scholarships on our own. That application will launch uh in the new year and you can look forward to the launch of the Durham Scholars Hub later this fall so students have access to college application support and financial aid help online where we know they live in many cases.
My teammate Lindsay here is going to talk a little bit of financials with you all as well as some upcoming opportunities to get involved. After that we'll be ready to take your questions. Next slide. >> Thank you Brianna.
Hi everyone. I'm Lindsay Smith, the senior manager for development and communications at the foundation. So, I want to share a little bit more about the past school year. Um,
as you can see there on the slide, we provided grants and sponsorships to our schools, as Briana mentioned, as well as to administrative groups, CTE, the arts partnerships that we've made, um, totaling about $310,000. Additionally, we provided stipens, scholarship, emergency funds to the broader DPS community totaling about $385,000. So, you can see there upwards of $600,000 where we were able to take those funds and resources and put them directly back into DPS and the community of support. Um there at the bottom of the slide, a little bit more detail.
like many nonprofits um under the current administration and just kind of in the nonprofit landscape, we did um have a budget shortfall there last year, last school year. So, we've made some budget um tightening measures and are moving forward and feeling uh excited about where we are um and the future to be sustainable in this work moving forward. Next slide, please.
one um success that I wanted to highlight. Back in March, we partnered with um Dr. Barnes in his new role now um but with the transportation team to launch the bus driver certification campaign knowing that there were some financial barriers to getting bus drivers trained and on the road. So, we were able to raise about $13,000, which was enough to provide 35 new bus drivers access um to be hired, trained, and and get driving our students successfully to school.
As of October 1st, we know that there are 20 new bus drivers on the road. So, we're proud um of that accomplishment and being able to partner with you all and the the team to make that a success um for our students and educators and and create that that support that they need. Next slide, please. Wanted to highlight a couple of opportunities.
Um, Dr. Lewis, you mentioned Pulse. Excited about um the whole um opportunities for our students and educators. We are launching our
inaugural sole purpose sneaker ball. um to continue to raise funds uh for mental health related work. And our grant making where we provide um educators and students and community members with opportunities to propose uh mental health and wellness uh excuse me projects from their school and uh transform their school from the inside out. So this event will take place on November 15th and we hope to see many of you there.
Of course we are continuing our partnership with DPS Arts. So, Evening to Shine is slated for February 24th next year and details about that will come out in the early winter. And then, as Briana mentioned, um the FASA navigator trainings, those are opportunities for the community to continue to get involved and volunteer with the foundation and crayons to calculators, uh who joined us officially in January. every single day they're in the teacher warehouse packing up those supplies for the teachers and sending those out to the to the schools. So
those are great opportunities for our local businesses, for individuals to come and volunteer and be part of that great work. Next slide, please. Just want to take this opportunity to thank you for the continued partnership and the opportunity to engage so that we have thriving schools and we know that Durham thrives when our students and educators thrive. So, thank you for this and we'll open the floor back to Briana, but to for you all to ask any questions as well.
>> Thank you both for being here this evening and for all the work that you do for Durham Public Schools for all of our schools, our students, families, and the greater community. Um, we'll open the floor for questions. I'll start with Miss Chávez. Do you have any questions or comments?
I do not have any questions, but I just thank you for all your work and supporting our students. I love this update. Um, and just seeing all that um all the work that's happening um to, you
know, support a lot of projects that can't um that we want to support, but um can't all directly happen with our funding um through DBS. So, thank you for for everything that you're doing. Mr. Tabb, board members, colleagues, Miss Byer, and I'm sorry, Mr.
Tab, do you want to go first? >> All right, Mr. Tab, and I'll go to Miss Ber. >> Just wanted to say thank you so very much for the work that you all are doing and supporting our students.
I didn't have a direct question, but I did want to really really say thank you about the bus drivers. Uh, really, really needed that. So, um, thank you for all that you do, but I did want to shout out that that one piece in there that really stood out for me because we really really needed it. So, thank you. >> So, um, such such gratitude for your leadership, such gratitude for the work
that you're doing in the community, um, and all the ways that you are, um, amplifying, um, innovative practices within DPS. Um, I look forward to ways that y'all can share from the grants back to us what is impactful. I know every time I I read those applications, our our educators have amazing ideas and um some of them are not that expensive as far as things that we might take to scale u more broadly. So any um reporting that you all do out about that I think would be incredibly helpful to the board as we look to retain um educators and staff. Um, wanted to shout out the the fact that the foundation convenes and staffs the academic success alliance, which is a great convening of nonprofits in this community, including um our dearly beloved departed Dorne Langley was always a faithful uh attender of that convening and appreciate y'all hosting that and staffing it and breaking down silos in
this community as we share best practices together. Um my one question for you all is as we face a landscape that is ever hostile to public schools where there is misinformation about charter schools actually being better than public schools about private schools being better and having better outcomes. How are you all thinking of helping us amplify that the message and getting the truth out within the greater Durham community? um because you sit in a unique place to to lift that message up.
So, thanks. >> Thank you so much for that uh question. And one uh response for for Mr. Tab here, it is our honor to be responsive in the way that we are with our fundraising and and we find it to be our duty especially uh for me. I know I've told folks here on the day is I do this selfishly because I have a current DPS student and I want him and his peers to to succeed. When thinking of the ways that we are able to amplify the message
of our public schools, it's by ensuring that we're in spaces outside of this particular room and being able to share that directly with funders, but also our folks in the corporate space who often retract from such conversations. Um, a number of individuals that we've been able to work with in our family organizing work have also learned quite a bit about the US education system in general, but in particular the landscape here in North Carolina. I'm sure y'all know little Miss Luna over at well, she's a middle schooler now. Um, but one of the the youth that we've been able to work and kind of coach throughout this particular uh time has really learned quite a bit from our partners at every childn. um and being able to be in those sorts of spaces, be heard, Durham, to share with folks the need to actually invest in our public schools and parents investment being their students uh as the as the number one um has been critical in even us learning what the needs are. Um you'll see a few things from us in written form through our newsletters as well as on our social
media fa um pages as we go through the redistricting process uh here in North Carolina yet again. Um but it is a place that where we feel comfortable stepping into and have in the past and will continue to do so. >> Appreciate it. Anything any help that you all can give in that space I think is um is really critical as we face another stretch of um combating misinformation and disinformation in in the community.
But um thank you all so much. ments. Any other co colleagues, any other comments, questions? Thank y'all so much for being here.
Thank you for your continued support of our students. We can't wait to see you at some of these great events. >> Yes. See y'all. I would just echo all that was said. Um,
and personally thank our partners over at the Durham Public Schools Foundation for all that you do. Uh, I often say that schools can't do this work alone and the gaps that you fill in for us are are certainly appreciated. So, thank you. >> Thank you.
All right. The next item on our agenda is a classified salary study update from Mr. Peter. >> Good evening, Chair Mstead, board members, and Dr.
Lewis. Um, we do have a presentation that was prepared very quickly on the heels of the meet and confer meeting and wanted to um just honor our commitment that we would uh seek feedback uh through the meet and confer process last week. Uh and and then in turn just kind of share our reflections on that um that are very preliminary. Um but uh but wanted to really um just kind of share how we're thinking about that and and sort of how we're moving forward as a result of that feedback that we received. Um so I think we just through the presentation again just on the first slide lift up a
reminder of the goals. Um and I think currently our grade um is we've got a green check, we've got one red X and one blue question mark um from our colleagues at DAE. So, we're working to um as we push forward, we look forward to having three green checks uh by the time we're done. And so, we'll um sort of move forward um with our diligence there in that process.
Um if we can advance a couple of more slides, it's just a a reminder of the various uh iterations of minimum wages that are around us um that we're contemplating um as we do this work. Um and just noting um that for us, you know, we're currently sitting at 1751 an hour for the lowest uh wage that we pay for any particular job in the district. Uh and and keeping that number front and center as what we're trying to work forward from uh with with some ultimate model um in time for the budget process. Um we can move forward one more and I think this um we we discussed this uh at the
last meeting and then this is certainly a space that had a lot of conversation uh at the meet and confer meeting and uh we we talk about that in a in a upcoming slide just sort of the notion of what those existing state scales are uh with their minimums and their maximums u and and in particular a conversation around the maximum component of that um and so in in recent years we have found ourselves in school systems where um mostly with bus drivers uh it's a space where we have been exceeding the maximum historically in school systems as we've been fighting to um get bus drivers and and hold on to those uh those employees. Uh and so um mechanically in order for us to make that work um the portion of a bus driver pay that goes up to that maximum threshold we pay in our state transportation funds and then the the smaller portion that might tip over that
maximum we pay that from our local funds. Um and so you'll have you'll see a number of bus drivers that have two line items on their checks in order for us to sort of make that situation work with them uh exceeding uh the maximum. And um usually it's not very many, but it's more so our folks that have been around for a while and have reached uh sort of the top of that scale uh with experience. So just wanted to lift that out and and um there are some mechanisms um that we would want to consider in Durham if we proceed in a direction where we have populations outside of bus drivers um who start to work towards exceeding those uh those current uh state caps.
Uh on the next slide is just a reminder uh of just sort of the three perspective models that we've contemplated. Um and u obviously the third model was of the greatest interest um from uh the meet and confer process and that's the space um where they like to see us sort of work um over a three-year period of time perhaps. And so um
just wanted to lift those back up uh for contemplation um on the next two. So, two slides up, we uh sort of lift up sort of the first concern. Um and so the starting salary needs to be a living wage. And I think we just want to um reiterate, right, that administration just does not disagree with that, right?
We agree, right, it's important for us to uh do everything we can uh for our living wage to be uh our minimum wage to be a living wage here in Durham. um and that we have to work in concert um with with other stakeholders in order to accomplish that goal. Um and and just sort of lifting up that it is it's hard work, but we're we're committed to continuing to make positive progress and uh did very much sort of appreciate the perspective uh from folks in meet and confer and they know that um that this is not something that can happen in one year uh and that it's something that we work towards um and and that we engage uh others in that process. Um on the next slide, sort of the second
concern that came up was just the the work to mitigate uh compression. Uh and I think we had some good conversation around that. uh and just sort of the beginnings of this um really when when the state minimum wage lifted to $13 an hour a few years ago, subsequently to $15 an hour very quickly after that, a lot of school systems in North Carolina found ourselves with compressed salary schedules because we um had to make that minimum wage work that was in some cases a large jump. uh but at the same time um a lot of districts were not in a financial position to properly implement that in a way that contained compression.
So it did create situations where a lot of grades were starting at that same minimum wage in order for it to work. And so um so we recognize that's still a challenge and um we're uh really committed to to working towards a plan to sort of pull away from that. Um,
and I think too, um, right, the part of part of that sort of three-year goal, um, that we heard, uh, through meet and confer, right, is to eventually come to a point, uh, where we have schedules that reflect a 2% step increase. That would be historic. Uh, and so I think in the, um, you know, so just sort of in my normal work, you know, we've seen those range anywhere from half a percent to a percent. I think the the 1%'s been sort of in in my career sort of the the largest step increase that I've encountered um in this work.
Uh and so that sort of desire I think through meet and confer to see that 2% is something that they call out um over a three-year period. Um and then I think we also sort of stress that this is difficult to accomplish uh without having state partnership and and in that investment and compensation just due to the the the large volume of employees that we pay from state funds. Uh so just we recognize we recognize why it's there and um just know that we're going to
have you know challenges to work in that direction. Uh the next slide sort of lifts up what the third concern was and that was specifically around consistency in the hiring process. Uh and so we did have uh Dr. Giovani that was a part of the meet and confer uh panel that spoke uh on behalf of of HR. Um, and I think we agree, I think we all can agree that um, there should certainly be consistency in the hiring process and and we have a commitment uh, to ensuring um, that uh, if staff um, have examples or or issues that they feel like were not handled consistently, we're we're committed to investigating that, making sure that it doesn't occur again, and if there are things that we need to rectify, uh, we'll certainly do that. Um and it felt like sort of most um most notably um from from the dialogue uh the area where uh there was the greatest concern with the representation was making sure that folks were being consistently placed on our salary scales and getting consistently getting
experience credit in the same way uh as they onboarded uh into Durham public schools. So, um certainly we um are committed to doing what we can uh to improve in that way um if folks feel like something hasn't occurred in in a fair way. Um on the next slide, uh we we talked about this just sort of the notion of of of the no caps. Um uh and so certainly we recognize that, you know, sometimes these the state schedules can be a bit binding.
you know, there are they they represent the entire state of North Carolina and and some communities like our own. It is just simply more expensive to live here. And um we sort of lifted up that concept uh when we talked about the MIT calculator tool uh and you know just sort of applying um a variety of communities in North Carolina through that calculator to see just the spread of what what constitutes a living wage across the state of North Carolina. Um, and I do think it was just very important to note, um, that
I could not find a county in North Carolina where $15 an hour was considered a living wage, right? And that's currently the state's minimum wage for state employees. So, we've uh through through that measuring stick, uh, we just couldn't find a county where 15 was sufficient. I think the the lowest number I could find was about 19 an hour and that was looking at some of our more sort of economically depressed communities in the state of North Carolina.
So, um I think we recognize even with the strides that the state made in in in the past few years with lifting up their minimum wage, uh there's certainly maybe still a disconnect there um with with their reality and cost of living. Um but again, it's something that we would um need to address cautiously and and sort of within the limitations of our dollars as we work forward and and develop a plan uh for classified employees in Durham. The next slide uh was of particular interest for me and my staff. Uh and so
uh we came away um sort of the desire for there to be a bi-weekly pay option uh for our employees uh our classified employees. Uh so the following day um from from meeting confer uh I reached out to my colleagues um in the big 12 um just to get a sense of what are they doing um where this is concerned uh bi-weekly by monthly how are you handling it what what is the configuration of your payroll teams how many people are you paying uh and so we've gotten a pretty good response rate uh we've got just a couple of districts in the Big 12 we haven't heard back from quite yet uh and then my first phone call was to our payroll supervisor on Friday and that was about a two-hour phone call um just to um talk through how does that make you feel? What do you think we would need to do? Does it does it feel possible if we did this, if we did that, how might that look, right? And so um really had some intentional conversation about that. Um I think it feels um just from the districts that we
have heard from at this point. I think um you know the meet and confer process in in particular uh encouraged us to have conversation uh with our colleagues in Wake about their current situation. Um and at this point in time um they report that they're they're doing this for bus and child nutrition uh in Wake County and that they have kind of pressed pause on expanding that while they get feedback. Uh and so at this point they're feeling it's about 50/50 um as to whether or not they move forward uh sort of with other groups there.
And so just um and and I would just kind of share I feel um that's probably an appropriate step for us um here in Durham. Um, you know, and it's it's not that we don't trust uh the feedback uh that's coming through the meet and confer process, but I think uh as an administration, we may have some responsibility to do a survey just to see how our staff would feel about that uh type of change. It's it's a very big change that we don't want to make only
" And and I um I could certainly see some areas where it might immediately make great sense. Uh I think about our community ed program that does before and after care. Uh that is a space where we have already received a lot of feedback in advance of the meet and confer process. Uh and so we know that's an area uh where we may be able to make a quick change um and and uh move forward with that.
Um but certainly it feels appropriate to do a survey of some sort. Um but broadly speaking um at this point in time um we could um I could only find a couple of colleagues uh in the Big 12. Um really is three that were doing some iteration of bi-weekly. Bimonthly is pretty um prominent. Uh and so we are um as uh meet and confer noted, we're currently doing a bimonthly process for bus and subs and but there's that desire to sort of move forward with uh with bi-weekly.
Um I think of particular concern where there are three months in the pay calendar um where our bimonthly employees experience a three-week gap because they are particularly longer months. Uh and and so that does occur in the payroll calendar and I think that seems to be sort of the genesis of the request. Um but certainly we we would want to sort of get some really good data of where that desire is the greatest among our classified employees. uh because we would need to uh contemplate uh changes to our pay calendars and and finding an optimal time to execute that change uh and then really uh contemplate u the size and the structure uh of our payroll department to be able to accommodate that that sort of thing.
Um and so I think from my perspective that you know the desire um or the feedback through meet and confer was to see something like this start in January. uh that feels very soon for for the amount of leg work that we would need to do to make that happen in the right way. And so we would we would very
much really prefer if we're going to make that kind of change uh to look at the new fiscal year in July so that we can really do proper due diligence and and make sure that we're moving forward with a change of that nature in the right way. Um so just wanted to spend a lot of time on that because it's a big change um and it's um may have right some financial impact to the district if we need to expand the size of the payroll department and depending on how many groups move forward uh with that kind of change would affect the uh how much payroll staff we would want to add in order to make that work. So, um there are some folks who did want me to just say no, like we're not we don't want to make that change, but um I think it's important for us to hear it out, explore it, see what it looks like for us, and if it's something that we can do, um do that the best way that we can. Um so, in the next slide, um there was just a a blend um of other um of other
items that came up that weren't necessarily numbered in the presentation, but just sort of various slides. um that that were shared. And so one was just conversation about the grade differentials and what degree of percentage does one change if you were to move from an an NC5 to an NC6 or six to seven so forth. Um so uh there was some questions around that. trying to think in particular um when we're looking at NC 1 through5 where in the current state structure and in the current Durham structure um there is no incentive to move across sort of those early grades and that's just a a um exhibit A of the compression that the minimum wage increase from the state created a number of years ago and so we um sort of in an initial draft we looked at just a minor adjustment there of of building in a % differential across those grades to do something. Um, and so we uh we did commit um in in the process
to take another look at that and at least have a model on the table where it's a little bit more than a percent um incentive across those early grades. uh and then I think obviously right there's some uh sensitivity um with the group in terms of the progression from the conventional classified scales that range NC1 to NC19 and then the migration to our coordinators and up right in in those sets of scales right so um you know we we've committed to taking another look at at comparing um that segue u for our scales uh as compared to some other places um to to try to bring some comfort uh to the feedback that we got. Um the health professional scales uh were a space uh where we had some conversation. Uh and so I think we just sort of reiterated um right they're they're sort of um in a space on their own.
Uh we're dealing with um unique situations there. Uh it appears in the uh the OT and the PT space, right? This is an area where
uh board and administrations received um pretty consistent feedback. Um and we did, you know, look at how uh other folks were managing that population. Um and and the trend has very much been to align them with related service providers who are certified such as speech therapists. Um and so there's a lot of history with those OTS and PTS over time they in the history of the state they have bounced back and forth between certified and classified in their designation.
And uh for the past several years, they've landed in that classified space. And um so just wanted to lift that up. Uh and then there was a specific concern about the OT assistants uh who do very similar work uh to our occupational therapists. They are just not uh licensed or credentialed in the same way. Um and so we've uh made a commitment to evaluate that group again just to make sure um we have structured the the MH12 scale uh in a way that's that's meaningful and helps to better
differentiate them from other types of assistance in the district. Um obviously you're right there's concern about where does um administration land in this and and how does this benefit administration compared to other folks and and I stressed uh to the folks that we met with last week that this is not our top priority uh to do things for administration in this process. Um, we're very much committed to examining uh what is what is the appropriate starting wage for Durham and and taking care of our folks that are the that are lower earners and that was most certainly the consensus of the board um about a month or so ago um that that was an important priority for this process and we're moving forward in that way to to honor um to honor that uh priority. Um there will be a point, you know, where we do eventually have a conversation about administrators, right? there are a number of us that are transferable to other industries and and there is, you know, opportunities there that we have to compete with. Um but certainly it's not um it's not the
priority. Um, another another item that a lot of districts are still wrestling with, um, there there have been really major changes to principal pay in the past few years in the state of North Carolina. Uh, that created a structure where it was no longer really an incentive to our principles to migrate to central office work. Uh, and so we have uh, really seen uh, challenges there.
And so that's that's something that we that we may contemplate sort of in the latter stages of this. But certainly the living wage uh is our top priority um as we move forward with this. Couple of slides up here um just in terms of next steps. So just in my conversations with Dr.
Lewis uh it felt very important to seek um some additional layers of feedback. I think the the group of folks uh who worked on the salary administration review uh process um did did really great work. uh and we'd like to apply that lens to what we're looking at here. Uh in particular
in the areas where we know that uh some positions may need to be assigned to different pay grades. I really want to lean on on those folks and and let them apply uh their perspective to that and and have some other experts at the table to help guide that work in a meaningful way. Um and then our goal um for these November meetings forthcoming uh is to pepper in all of those models and and have cost attached. So, um I've started working with the budget department um to to bump up our existing employees to the uh to possible scales uh and bring forward uh really what we're looking at with with potential costs there. I think that's uh really sort of the most critical piece to this puzzle uh as we roll into budget season and we prioritize and balance what's feasible for us to do um in the uh in in this landscape. So on the next slide, I'm just happy to answer any questions uh that the board may have at this time.
>> Thank you, Mr. Teter, for that thorough presentation. Um colleagues, Miss Heroff, we'll start with you. >> Thank you.
Um no questions, just a few comments. I just wanted to lift up Dr. Mr. Lewis and the administration, Mr.
Teter, the entire administration, and celebrate once again the fact that we made it through this first meeting of meeting confer. And um I'm celebrating the fact that we're setting example like showing people that it's not so scary. this is how um we as elected officials and as as managers and things can do something that works with you know our with with working the worker working people that we work with and so um I wanted to lift that up and to and to again congratulate making it through the first one um
a lot of people didn't think that we could get here it took a while to get there so I was incredibly excited to see it take place and I know a lot of people in community were very excited to see the first step um as we're moving forward. I also wanted to lift up u something that stood out to me that I really appreciated um as we continue to grow and see this continue. There was a lens of humanity that I saw from especially Mr. cedar. Um when we were talking about um particularly the bi-weekly pay option, um it's sometimes on the other end of things, it's hard to to see things from various perspectives, from multiple lenses when it feels like such a crucial thing. We want to do the best for our stakeholders.
And what I heard from administration was the lifting up of, you know, we want to do this and we want to consider, you know, how this is going to impact our other workers. And so I I was encouraged to see that kind of conversation happening and hope that as we move forward that this process will continue to illuminate all of the various aspects and perspectives of what decisions that you know that come to us, things that we are grappling with, how they impact us. um and use that as an educational something so that we can you know when we're we're understanding how is it going to impact um from various lenses how these things impact all of us and so I really appreciated that and want to encourage us to keep that cap of humanity on as we're on both sides as we're um exploring topics that are very very difficult um and when when it comes back to us if
we know that that lens of humanity has been put on it and we're seeing it from multiple sides. When it comes back and when we're making a decision, my hope is that the meet and confer process will help us gain more understanding. So, there's an educational aspect of this that I'm um that I saw budding and um hope that it can continue to to grow. And then the last thing I wanted to say is that um the again I wanted to lift up um your willingness to show that this is not just something that is um uh not something even though where we what we had to go through to get to this point. I want us to understand that now we're actually modeling it like it now that it's going and that collaborative spirit that Dr. Lewis is speaking of um even when it's complex and complicated um I really appreciate
um how everybody showed up and how they how we were able to get through it. So, I'm I'm going to step back, but I just wanted to express my gratitude for the process and my excitement and to let you all know that there are many of us who are really excited that this process has begun. Um, it's really valuing worker voice and promoting um the very spirit of democracy that um we are protecting, trying to protect as a nation. So, thank you so much, Miss Byer. >> Yeah. So, I um too want to celebrate this historic first meet and confer under policy meeting in Durham, North Carolina, and Durham public schools and the leadership of of everyone who came
to the table. Um, and I feel like excited, but also um needing to ground things in truth and reality. Um, and maybe I'm still reeling from the debacle or two that we've been through. Um, and I I want us to continue to look for ways that we can advocate at the state level together for what our students and our staff deserve.
So, I don't know, Chermstead, if the Durham delegation would welcome us over to Raleigh in the coming weeks together. Um, or if there are ways that we can lead in that way to set up some meeting or conversation. Um, and I feel like we should ground each of these slides in all of this is contingent on strong federal, state, and local support. Like we as a board of education who love and value every employee, every student have no taxing authority have no revenue source. And so
we sit so far downstream from where decisions are made on what people are paid. And so as much as we um want to get these rates as high as possible and have the biggest ginormous steps in between yeartoear and let people know that we will continue to lift you up. We're not making those decisions at this dis. We're not we're downstream from that.
And so, um, we're still $8 an hour away from getting to 25 an hour, right? $8 per starting person and that rippling through an entire scale. Maybe maybe we can talk with the county and get to 20 or, you know, 20 over two years, right? we we've been through multiple consultants um trying to figure out the steps in between and 2% I just want we cannot
mathematically do that and so I want us to be honest and truth tellers with folks not not it's not because we don't want to but if we did things like that we would have to cut employees we would have to have less staff to be able to lift people that high with with the state money and the local money that we have. So, I dream of getting us to places um that that were talked about at that table, but I also want us to continue to to have conversations and and I think the county is going to feel similar pressure because while folks talked about $50 million coming from Duke, I haven't seen it yet. I love to see it. Um but the county just raised property taxes for everyone in Durham. And so um there are there are limits and dreams to what we can do locally as we're um dealing with with increasing pressures from cuts from the federal and state
level and taking care of our people more with property taxes of all things that this board is not in control of. So um I don't know that I have questions. I just the the I think it's important for us to articulate as much as we want to please our staff and say yes to everything um that it's that it's incredibly important for us to be physically responsible and not get to a point where we were two years ago. We cannot do that to staff again.
Um and so I appreciate you bringing different models and continuing to engage in this work. Um, and if it's a multi-year plan, let's make really clear from the from the front that that's where we are. Um, I had a question even about the men's and maxes. I think you should continue to to have those as guideposts for our modeling. I think that's why you're bringing them, unless I'm misunderstanding that entirely. I don't think we've ever used those or capped
people's salary in Durham, have we? I guess that's a question. um because that seemed to come up in that discussion quite a bit. >> Yeah.
And I think um to answer that question, I think as a practice, I think with the with the exception of the bus driver space, right, we we've uh generally adhered u within those ranges um that that the state has made available. And uh so yeah, I think kind of like we mentioned earlier, it would be a big it would be a big shift and we'd have to restructure how we do a lot of things um if we deviate from those caps. >> Yeah. So I guess I should formulate some questions, but but mostly I am I'm so thankful that that you all and DAE have come to the table, continue to wrestle with really hard things. Um, but also I I really feel it's important for for
our board and this governance team to continue to live in in the physical reality that that we have been dealt while we advocate for what we know our folks deserve. And and I we sit those things are intention. Um and um that doesn't mean we're not going to advocate as strongly as we can for for maximizing um wages and all the things. Um but I want to speak that tension into this as we as we continue to to govern um with the with the limitations that are set by other entities.
So thank you. Thank you, Miss Ber, Miss Cardon. >> Thanks, Mr. Teter. Um now on the heels of what my colleagues have shared, just also wanted to reflect on um the way also that you showed up at the um first meet and confirm meeting and really appreciate again the um
uh collaborative approach that you took to that process and that um and those that also entered that space in a collaborative way and I hope to see more of that. I'm also excited about I think there was as Miss Harold Goff referenced to um education that was budding that night and I look forward to more and more of that. Right. there were opportunities for administration to learn from the staff on the ground which I think is incredibly valuable and what you shared tonight but also during the meeting the other night is also really that's education also that's really and I really really important and so I think the I look forward to seeing that continue and for us to then with the um shared understanding that comes from the that education from both sides us to get to a place where we um can have more informed decision- making and make fiscally responsible decisions that also protect our staff. Um my specific questions are um just to clarify about
the bi-weekly pay because what you had shared about Wake County was interesting >> to me and I'm wondering just want to make sure I understand um the um who else well first of all actually um bi-weekly versus by monthly the difference seems pretty small to me right? >> Yeah. So, I think in the in the bimonthly space, you're getting two checks per month, right? On a sort of a set sort of interval of dates, uh, and so a, uh, a 10-month employee, right, would see 20 checks.
A 12-month employee would see 24 checks. Um, and then in a in a bi-weekly model, it's quite literally every other week. Uh, and so, um, you may have some months where that is still two checks a month, and there could be some months where it's three depending on the length of that month. Um but you know a 12-month employee in that situation would have 26 checks versus 24 as an example because of that cadence. Um >> and um which of our employees are currently being paid on the bimonthly?
Could you I know you stated that. I wonder if you could repeat that. >> Yes. So our bus drivers and our substitute teachers are currently on the bimonthly model >> and the remainder of our employees are paid on a >> monthly >> monthly basis.
Okay. So Okay. That's very helpful. And then also wondering um just as I'm learning here, Wake County has like a is doing the bi-weekly for bus drivers and school nutrition staff.
You said, right? Also, bus monitors or how do they fall into >> I did not I think the the word bus was used um sort of in the reply so that you know I can uh we communicate regularly so I can get clarity on that but um yeah. >> Um and then who else? What other districts were doing the bi-weekly?
So, um, just sort of to run, I can run down the list of really what we've gotten so far. Uh, and so Charlotte Meckllinburgg responded that they're doing all classified in that way, uh, on a bi-weekly approach. Uh, Cumberland is currently monthly, um, but planning to
move to a bi-weekly model possibly in the spring. And so they're trying to get some other rocks cleared out of the way with their work, uh, in that district. Uh Union County uh currently has no bi-weekly, but uh on a bimonthly basis, they're handling bus and their before and afterare programs. Uh Johnston County uh no bi-weekly, but their bus, child nutrition, and instructional aids are paid by monthly.
Cabaris County says almost all classified are paid bi-weekly. Um and um he really lifted up a specific emphasis on how much work that was. uh they seem to have a very lean uh payroll department, right? That that one really kind of gave me pause.
So, they're paying about 4,500 employees a month with three payroll tax and and handling their classified bi-weekly. So, that's a really big lift that's going on in Cabaris. Um Gaston indicates they're doing bi-weekly only for their employees who are hourly in nature and not their
classified employees who receive a salary. Uh and then Enslow is the other district I've heard from at this point and they're handling all of their uh classified on a monthly basis. And so happy to um I think we'll fill in a couple of more blanks before the week is up. Um and I'll be happy to get that update in Dr.
Lewis's weekly update so that the board has it in that space. >> Um that's great. Thank you for sharing all of that. And I really I think what's at the heart of this that I appreciate that you're doing is helping us and um our erros to understand and all of our staff to understand that with each um request for each change there's a cost to it, right?
And so what you do, what we try to do as leaders is weigh the benefits and the costs. And that's what for this request, for each of the others, we'll all be trying to do together and all learning about the benefits and costs of each of the requests and each decision that we're making. So, thanks so much again,
>> Mr. Tab, and then Miss Chávez, I'll come to you next. >> Thank you, Chair Olstead. Um, thank you, Mr.
Teter, very much for your presentation. Um, I do want to um uplift what all of my colleagues have said. Um, but the the one thing that I really appreciate is being collaborative and in that spirit is very important for me to confer. And I've been saying this all along.
Uh, I do want to just caution us to not to overextend anything or to give anybody the impression that we might can do something. And I hope that we will be just really honest and up upfront as we move through that. But I do really appreciate the honesty and and the transparency. So I appreciate that.
Thank you, >> M. Chavez. Any questions or um just um I will be very brief. Thank you very much. Um
thanks for following up um and putting together this presentation. So quickly, um I won't reiterate all the um lovely things that were said, but um I did want to say I'm very happy that we are talking about raising our minimum wage and h figuring out how we can do that. So thank you so much, Mr. Teter, um and everyone who has worked on this.
Thank you all for your comments, for your question. Don't leave, Mr. Ter. I got a couple things for you.
Okay. Um, I do uh feel like I want to lift up something Miss Byer talked about like all contingent upon funds. I think I want to feels like taking the air out of the room a little bit, but being really honest about where we are. Um, and even in raising salaries, if we don't get funding from the county, then we're having different calculations about
where to put those dollars. And so maybe even put it at the bottom of our slides or this salary schedules that all of this is contingent upon um what the amount we get from the county. Um, as far as bringing some proposals back to us in November, do you have like a plan of how are you going to do that? We've got a lot of models out here.
Is there like a best case scenario, worst case scenario? Is there a clear recommendation that might come to us? >> Fantastic question. So, I think we um so there there is quite a spectrum um you know that that we will evaluate.
I think some of it's just to um some of it we know um would really be a reach for Durham, right? So, the the model the model of implementing that 25 bottom floor with 2%, right? That would be just sort of the most expensive thing possible that could be done. And so um but we're we're committed to at least showing what that looks like and and what it would cost so that there's some perspective that can come around that. Um and then I think also right at the other end of the spectrum um we have um
an approach that's a little more prudent um that that looks to you know bring in um sort of sort of to work more closer to the the county's uh minimum wage and and looking at a way to get get there and and um you know a couple a couple of looks at that of the half percent steps or the percent step as making some kind of progress you towards recognizing the service, right? So, um, and then we'll, um, you know, we'll have at least sort of one configuration in between, uh, and, um, you know, so we want to make sure we at least have that. And um as we get feedback um and and folks have uh other things that they want to see, once they have those um you know, we're we're positioned to to continue to fine-tune that and bring other things to look at um so that we can all make the best um decision possible and and prioritize in the right way. >> Um looking forward to seeing these
dollar numbers as they come in November. I think it's important for us to ground this conversation and what that looks like. Um the other question I have for you is around when you do bring I guess back information regarding bi-weekly or by monthly and all of those things. Can we make sure we also include whatever costs that comes with that?
Um, a little while ago when we went to moving bi-weekly for substitutes or excuse me by monthly for substitutes and for bus drivers, there was cost. They were like, we need additional payroll tech to be able to manage this work. And so I just want us to be mindful of what additional staff people which would need to go into a budget ask that we would be requesting for um for that one or any of the other different recommendations that we're going through to be clear about the the full cost of those. Yeah, and we thank you for allowing that. I think that decision was made before I was here to, you know, to to make that change and bring that staff member on. And uh I
think the the decision was to bring back a a retired payroll tech who's working 29 hours a week and uh she is u handling bus driver and school nutrition payroll and um is really so good at what she does that she's also handling three schools um in in addition to taking care of those two groups. So, um, she's been that that's been a great, um, change for the department to be in a position where that person could come back and support that work. Yeah, >> I'm glad that we have that. Um, if people have concerns in your presentation previously, you had moved some folks around grades as you were looking at um, where people were placed.
If people have additional concerns about their salary around around grades, not necessarily an individual thing, but actually I'm placed at a lower level than I think I should be. Where should they go to take those questions or concerns? >> So, at this point, right, we certainly have um so far uh we have heard from some department heads um about some
about some items. Uh and so you know I've kind of developed a running list of those and uh we'll run we'll run them through uh the process as well uh with the salary administration review to to make sure we explore those internal and external pressures um and and make sure that those those get a fair look. Um, I, you know, I'm hesitant to say it, but I think at this point I'm sort of the best person to reach out to and I'll make sure that it's run through the process and and when we uh have the first meeting uh with with the committee, uh, we'll put some additional procedure around it and and try to get sort of a a a more generic kind of contact point for it versus me directly. But in the meantime, it's fine to reach out to me.
>> Jeremy Teter is who they should reach out to. And then will that committee have a cadence on meeting or is it too early? >> I think that's we'll establish right when we can come together for the first time and and start to run our due diligence on that. >> Thank you. Any other questions, colleagues or comments?
>> Thank you, Mr. Teter. >> Thank you. >> The next item on our agenda is our close session.
>> Move that we go into close session for the reasons stated on the agenda. Second. >> Uh, it's been moved by Miss Byer and seconded by Miss Herald Goff that we go into close session for the reasons stated on the agenda. Is there any other discussion?
>> We'll do a voice vote. Miss Chávez. >> This is Emily Chavez. I vote I.
>> Miss Rogers. >> I. >> Miss Heragoff. >> I.
>> Miss Byer. >> Hi. >> Mr. Tab.
>> Hi. >> Miss Cardott. >> Hi. >> And I vote I as well.
That was unanimous. We'll now in close session. Uh we will not come back streaming. So thank you all so much for joining us this evening.