We need to um move um Mr. Kubri and Miss Heather up according to >> I'm sorry, Miss Gallagher up. I said Miss Heather. I'm sorry, Miss Miss G Miss Gallagher. Up um to
the 10:15 slot, I think Mr. um Oswall said. Yes. >> Okay. >> Yes. >> Good. Good morning everyone. Once the quorum is established, um madame uh vice chair, I will make a motion to reorder
the agenda. >> Thank you, Madam Chair. I didn't realize you were here. Thank you. >> Nope, you are taking the charge. I am on the road and I am making some um visiting some of our schools with some goodies. >> Awesome.
>> Please carefully pure. >> Absolutely. Okay, I'm on my you connect with on the go. >> She's doing it now. She's counting now. She's counting the people online and the people in the room. Who? What committee?
Good morning everybody. We do have quorum. We're going to call this meeting to order at 10:03. Um, Miss Aisha, will you please take roll call? Certainly. Good morning. Adopt the family. Jessica Pagan.
Okay. Best foot forward, Debbie Elman. >> Present online. >> Best foot forward, Karen. Good morning. Best foot forward. Karen Sparady. >> Present.
>> Black Chamber of Commerce. Cassandra Oliver here card at FAU. Sabrina De Goes >> present or mine >> card at FAU. Jack Scott
Coalition for Black Student Achievement. Dr. Deborah Robinson. She was online a few minutes ago. Dr. Deborah Robinson. So that will make me have core room is not established then because if she's
not there then she's can continue roll call and let's see who else is online possibly and then we can come back and call her name again. She might have stepped away. Coalition for Black Student Achievement. >> Dr. Robinson. >> Yes.
>> Thank you. I'll put her back. Coalition for Black Student Achievement. Gwynette Williams. Compass. Rex Barnes. Present online >> connect to greatness Dr. Consandre
Corbin Thaddius connect to greatness. Andre Thaddius present online. >> Awesome. District ESC Advisory Committee, Susan Rodriguez. >> Good morning. Present.
>> District ESC Advisory Committee. Michelle Bey, Division of Blind Services. Caesar VGO >> and >> Economic Council. Craig McKenzie, Elso Jupiter. Suzanne Whitbeck,
Florida Hispanic American Chamber of Commerce, Juan Pagan. Florida Hispanic American Chamber of Commerce. Evelyn Vargas for the children. Reggie Dornese >> present online.
>> Gold Coast Down Syndrome. Sue Davis Killian. She was here. Is she still present? She was. But I'mma take her away. Gualamana Center, Mariana Blanco, Guatemala Center, Myra Cardinius,
Hispanic Chamber of Commerce, Maria Antona, Hispanic Education Coalition, Hector Pedra, NACP P. Dedric Strong, PBC Council. Charmaine Postal,
>> present online. >> Thank you. Thank you. PBC Council Marcus Brown online. Good morning, sir. Good morning. PBC Human Rights. Avon Gordon
>> present online. >> Tri city education. Eddie Rose, Tri City Education. Mary Evans, Urban League. Valencia Barbiera, Volunteer Association of America. Whitland Pierre,
Volunteer Association of America. Carlen Paul, Classroom Teacher Association. Gordon Long Harer. This conclude my roll call. >> Are we still at quum?
Thank you. Was that out? Yeah. Uh, this is Keith Osw. I'm online. I'm on my way back from the middle school principal meeting. Did we meet Quorum? >> She's she's recounting. >> Okay. Thank you. Eddie Rhodess, is he trying to get in
because he's calling me on my cell phone? Miss X, is anybody trying to get into the room? >> One second, Mr. Oswall. One second. >> I have joined them. We have courtroom. >> Yes. >> Thank you so very much,
>> Madame Chair. At this point, um, I'd like to make a motion to rearrange the agenda so that we can have staff, um, present in the appropriate time that they, uh, are in need of.
>> We will be glad to do that. Can you give me one moment because we also have a guest in the room? >> No problem. >> Thank you so much. Will you please introduce yourself? Come to the mic and introduce yourself, please. Yes. Hello. >> Good morning. Sherica with Division of Blind Services with the Department of
Education. >> Thank you so very much. >> We'll entertain um the motion. >> Prior to the motion, can we have staff who are on the line and who in the room introduce themselves? >> For the record.
>> Yes. Ready. Janina Simmons, manager of compliance and special projects. >> Taiisha Hicks, executive assistant to Chief Oswald. >> My name is Tim Kubri. I'm the chief of human resources.
Red is on. >> Ela Gallagher, director of recruitment and retention. Karen Spagnardi, best foot forward. >> Is there anyone online that did not introduce themselves during roll call? >> Yes, one Williams.
>> Thank you so much. Are you a member of the community or you're representing an organization today? um community member and I uh work for United Way. >> Thank you so very much for introducing
yourself. Madam Chair, is the alternate coalition for >> Oh, yes. Yes. Yes. Oh, Keith reminded me I'm also the alternate. Yes. >> Thank you so very much. Thank you. Um Madame Chair.
>> Yes, ma'am. >> We defer. Um, at this time I would like to um introduce a motion to re reorder the agenda so that uh staff can have their presentation first as they have other obligations today. >> May we have a second? >> Second.
>> All those in favor let it be known by saying I. >> I. >> I. >> Opposers have the same. >> Thank you. We will reorder the agenda to reflect the changes to have human resources presentation moved up on the
agenda. May I also have a motion to approve the minutes? >> May I have a second, please? >> Motion seconded. >> Thank you so much. We have a first and a second.
All those in favor for approval of the minutes, let it be known by saying I. I >> I >> I >> opposers have the same. Thank you so much. We will continue
through the agenda for the public comments. Anyone online needing two minutes for public comments? Anyone
in the room? Seeing none, we will move to the reordered agenda. Thank you so very much. We'd like to turn the floor over to Tim Cubri, chief of human resources, and Elaine Gallagher, director of recruitment and retention. Thank you so very much for joining us this morning.
>> Good morning. Thank you. and uh thank you for providing some time for us to share some information about our hiring trends, uh our recruitment initiatives, our workforce diversity, and uh how we're remaining competitive with our teacher pay. So, you can see this agenda
here. We'll work through that. And where I'll get started is with our hiring trends. This is a snapshot over our last 12 months throughout the district. And this includes all hiring transactions. So your hires, your transfers, your promotions, your additional jobs, things
like that. This is everything that's happening in a given year. And our hiring efforts begin to to, you know, grow significantly around May in prepping for the opening of school year. And you can see that they peak around July through September, uh, with most of our hiring happening there to get
everybody ready in place for the school year. Now, one thing that I want to uh note is that this doesn't mean that we have for almost 14,000 people leaving us every year, right? We're a very large organization and there's lots of opportunities for initial employment,
for advancement, and for additional work for people who are trying to work make some additional income. So, this is all that happens and 14,000 is not what our turnover is. So with that, I'll I'm going to turn it over next to Elaine to work through some of the the next
slides. >> So in speaking about some of our traditional recruitment efforts, there's a lot of work that our department does around recruitment efforts and always we have been engaged with and in relationship with universities and
colleges in order to ensure that we are reaching out to new graduates. As of recent, we don't only reach out to education graduates for instructional positions. We have expanded those efforts to all majors and reaching out to non-traditional
um graduates so that they can join our teaching force and be part of filling the vacancies in our classrooms. Um that is just to speak to the changing trends regarding our critical teacher shortage and needing more educators in our classrooms. By the way, non-traditional educators bring a whole lot of
experience and a whole lot of perspective to our students. So, it's been a great experience having those educators in our classrooms as well. We also engage in lots of community hiring events like military and uh veteran job fairs. We do a lot of self-sponsored
events that target local and other territories and communities. And we also sponsor the annual Team Palm Beach job fair. Many of you should be familiar with that event. It is the largest recruitment event that we sponsor every year at the South Florida Fairgrounds where we engage all 183 of our schools,
all departments to hire for current as well as next year's uh vacancies. And so that is a great marketing effort or a great effort in filling all types of vacancies in our schools and our departments. We also have engaged as of
recent in the last three years we've made a great effort to really market ourselves as a great organization to work for. We are the largest employer in the county and as such we need to make sure that our community understands what a great place we are to work and what
all that we have to offer as employers. >> And and before we go any further I I I just want to also I don't know if it came out in the introduction. Elaine oversees all of our recruitment and retention efforts in the district as a director. And um heading into this year, all these things that you're going to
hear about have led to this year opening. We have a 1% teacher vacancy rate, which is the lowest we have ever had. And Elaine and I have been in in recruitment and HR for quite a while. And you know, anytime you reached 2% was
was typically really good, right? A really good uh position to be in. But this year, right now, we have about a 1% vacancy rate. Uh, which is, as far as we know, the best we've ever had. >> Lowest in history. >> Yeah.
>> Um, we also in the last three years have engaged in international teacher recruitment. One of our solutions to the teacher shortage was to reach out and partner with a company called Educational Partners International. They have partnered with us to bring highly qualified, certified international
teachers in all areas throughout the district. We have hired thus far 296 teachers with a J1 visa from all over the world. They come from countries in South America. They come from countries in Europe and Africa as well as the Caribbean. And so we have really
diversifi diversified our teaching workforce through this effort with these teachers all across our district. Um they've got a great significant impact culturally um as well as in instruction with our students. What we've moved on to next and what
we've shifted our priorities to is growing our own teachers. We've been talking a lot about in the last three years as well is how do we how do we best diversify our teaching workforce? How do we best meet the needs of our
very diverse community? And in looking at how we can solve our teacher shortage, we were very engaged in some very short-term solutions. For example, lots of substitute teachers were out there filling vacant classrooms, right?
We engaged with educational partners international to bring in those international teachers. Um it's a great effort, but it's also a temporary solution. So these teachers that are on a J1 visa come here for three to five years. After three to five years, they return to their home country. and we
have to then turn those vacancies again and rehire new teachers to replace them all over again. The same thing happens with our Spanish visiting teachers. We do have a contract with the Ministry of Spain and we do bring teachers from Spain that are bicultural and bilingual for our dual language programs and our
international Spanishmies. Again, they're here on a J1 visa as well, three to five years and then they go back to their home country. And so looking at a long-term solution to the teacher shortage, looking at a long-term solution at diversifying our workforce, we really needed to shift our our focus
from recruiting outside of us to recruiting within us. And so that's what I want to spend a lot of time talking to you about today. When we looked at looking at our own recruitment pool and pipeline, we graduate 12,000 seniors a year just about. That is the future of
the workforce in Palm Beach County. We employ about 8,000 non-instructional employees in this district because we are such a large employer. And what we've decided to do is to really truly look at that pipeline as our future teaching workforce. Those are our future
teachers. And so we are engaged in a multitude of growing our own programs ranging from our K through 12 classrooms into our non-instructional workforce. We start off with and I'm going to talk about all
of these individually. So, um I just wanted to give you an overview. We have seven different opportunities and programs that access students and or employees in order to grow them into teachers. Um but I'm going to spend some time work uh talking to you about each
and individual program. And so what I want to talk to you about first is our teachers of tomorrow and our Florida Future Educators of America programs. So, Teachers of Tomorrow exists in our um elementary schools. It's a club that happens after school. Our FFBA programs
happen in our middle schools and high schools. All of them have a teacher sponsor who engage these students in hands-on classroom based experiences, inspiring them and exposing them to instructional practices instruct just how fun and great and wonderful and
impactful it would be to be a teacher in school year 2021.20 2022 there were only 59 programs across our schools. Now today as of FY26 we have 1441 programs across our schools. As you know we have
183 schools. And so our goal is to reach out to every single school to ensure they all have either if they're an elementary school a teachers of tomorrow program or if they're a middle or high school a um FFA program on their campus. We also host the only self-sponsored
scholarship program in the county. And so what we used to call the FFA scholarship is now called the Palm Beach Future Educator Scholarship. 100% funded by school district employees. When the One Giving campaign occurs every year,
we're out there asking employees to contribute to the Palm Beach Future Educator Scholarship. This scholarship is provided to high school seniors and or employees that do not have a bachelor's degree and agree to become teachers in the future in the district. The scholarship provides them with
$2,000 a year for a maximum of five consecutive years to earn their degree. And it's accessible to, of course, high school seniors as well as the groups you see right there of employees that can also access that. Um, I would love to show you some videos. We have some
administrators, some current principles that were recipients of the scholarship that worked through our system all the way from being a paraprofessional into becoming a teacher into becoming assistant principal and then ultimately a principal. So, it's really truly an effort in growing our own workforce.
So, our intern program that occurs every single year, we've had this program for a very long time. We've engaged summer interns in our programs from 11th grade, 12th grade students, and college students within all different departments. And about two years ago,
our um grow our own coordinator and I sat down and thought about why wouldn't we want these students to also be exposed to the teaching profession by interning with us during summer school. And so in the last three years, we've engaged the internship program to ensure that students have access to becoming
student interns in our classrooms during summer school. They assist with daily routines and procedures. They set up classrooms. They support students academic needs with small groupoup instruction. We have now in the last three years hired over 90 students that have been exposed to the teaching
profession in that way. Have another great video that I'd love to show you, but we have limited time today. Um, another great thing that we've done in the last two years is that we had many employees, uh, non-instructional employees who were on their own, um,
getting their bachelor's degree in education. When it came time to student teaching, and for any of you educators in the room, if you went through an education program, when you did your student teaching, you do you could not hold employment. Um, and so student student teaching is one of the only
internships in any organization that actually doesn't get paid. And so our employees who are non-instructional actually used to have to resign during their student teaching experience and then be rehired after they had finished their student teaching experience. And so what we've done as an organization is
ensure that these employees have a temporary leave of absence that is paid, maintaining their benefits, able to then also secure their position at their previous school so that they can do their student teaching, be paid during that time, and then return to their previous job until they graduate, and
then they're able to acquire a teaching position. So we're ensuring we're taking care of our own non-instructional employees while they're advancing their degree into education. We also are engaged in providing a certification exam voucher program. And
so for our substitutes and non-instructional employees who already have a bachelor's degree, um the state of Florida, many of you may or may not know, but if you hold a bachelor's degree and you are able to take and pass a subject area exam in a in any subject
area, so for example, if you're interested in being an elementary teacher, but you have a marketing degree, a bachelor's in marketing, and you'd like to be an elementary teacher in the state of Florida, you can go and take and pass the subject area exam, and you can acquire a temporary teaching teaching certificate so that you can
begin teaching in a classroom. And so we have reached out to our substitutes, our non-instructional employees who have a bachelor's degree. And we have engaged them in a scholarship that provides them a $200 voucher to engage in a uh study prep
program for the subject area exam and then the $150 voucher to take the uh the exam and be able to pass it. so that we are sponsoring them into acquiring their certification to then become a certified teacher. Thank you.
My our most exciting program and what I'm most excited to talk to you about today is our most non-traditional program and this program we are in its second year and I'm happy to announce that we will be graduating our first cohort in May of 2026 and it is the Palm
Beach Associate Teachers Program. And so this is a non-traditional portfolio-based on the job embedded bachelor's degree program. So for those of you who are educators, it's a little bit uh
challenging to wrap your head around this, but it's really pretty amazing. So, if you've got an associates degree and you are interested in becoming a teacher in one of our schools, we've reached out to our non-instructional employees, many of them substitutes, many of them paraprofessionals or
assistant behavioral needs who have that associates degree, already have experience in the classroom. They've applied for this program and are able to fill a vacancy, be the teacher of record and allow their work within the classroom to be portfolio-based with in
tandem with a university at which time during that two-year period, they are actually earning their bachelor's degree. And so, like I said, our first cohort graduates in May of 2026. And so again, I just went over that part without moving into the slide, but
current non-instructional staff, they need to have an associates degree or 60 college credit hours. Um, if they've completed already a bachelor's degree, this is not the program for them. And they once they complete this program, they are signing an agreement to teach with us for four years. And I'm going to
tell you why that is. Because this program is at absolutely no cost to the employee. It is a freeofcost bachelor's degree program. and they get paid >> and they are hired into a position that pays them with benefits.
>> So when you say that they're earning the degree there and it's choosing the class experience, do they not attend any courses in school? >> They do not have to go after work and go attend a class online or anything like that. They are responsible for portfolio-based projects and assignments
that they are to turn in based on their experiences in the classroom. >> Interesting. Okay. And then they test for certification afterwards. >> Yes. >> Interesting. Thank you. >> You're welcome. >> Um, so you know, they learn by doing, right? They're building artifacts. They're submitting portfolios. Their
results are being reviewed. They have wraparound results. And so a day in the life of them is doing the job of a teacher. They're building classroom um yeah um they receive artifact assignments and assessments and they get
specific feedback. Um let me talk about a little bit wait before I show you the video let me talk a little bit about the wraparound support that happens for these um participants. So our associate teachers have an assigned mentor at the school that is working with them. Our
department has a spec our grow our own coordinator is very specifically there to coordinate with the universities that are working with the students. We are in partnership with Barry University and Lake Erie University in order for them to get this degree. And so we have four
different cohorts at the three different cohorts at this time. We started one in August of 2024. We started one in January of 2025 and we started a third in August of 2025. And so like I said, we're graduating our first cohort in May of 2026 of 20 associate teachers who
will have their bachelor's degree, full bachelor's degree at no cost to them. It is not a program for the weak. It is a program that is very strong and arduous. And so what we've done is ensure that we are partnering with all the stakeholders possible in order to provide them with wraparound support. So our team is
partnered with the professional development department to ensure that mentors are trained that the way they should be that our team is providing the associate teachers and the universities all the right information and resources and then we partner with a company called Bloomboard who is works are in between with the universities as well.
So when I say wraparound support, we also work with the principal and the stakeholders on the school campus to ensure that these teachers are successful. And so I want to show you a quick video that's going to talk a little bit more about the program. >> There's no sound at the beginning.
>> Oh, there's no >> there's some sounds. It's music actually. >> Jonathan, >> he says it's give it all away. >> Try and
13. So, how much is 6 + 7? >> 13. Good job, guys. >> It's the associate teachers program. And what we do is we have non-instructional staff who have at least an associates degree or earn 60 plus credit hours. If
they're interested in becoming a teacher, we offer them this program that will help them become a teacher at the end of it. allows us to recruit non-instructional staff that have an excellent track record within our school district and have a passion for teaching, but they may not have been provided an opportunity for whatever reason to step into a more instructional
role. So, this program allows us the opportunity to really engage with them and give them that opportunity to fill an instructional role on campus and build on their strengths because they are familiar with the school system. They understand how the schools work. I'm usually faced with vacancies and I've definitely found that over the last
several years. It's been harder to fill those vacancies with really passionate, qualified people. We've had a lot of support staff who believe in kids. They're invested in their well-being and they're also invested in our school community. And with this program, I
found that those happen to be the best individuals to be teachers in front of kids. >> I love giving back to my community. And in a way that I'm giving back is teaching our kids. I've grew up having the most amazing teachers ever who have shown us, you know, patience and love
and kindness. And I wanted to be a part of that. >> I think this is an unbelievable solution that as we continue to foster it, advertise it, um I think we we're going to start seeing more people take advantage of it. >> I wanted to make more of an impact. I
also wanted something that I was more stable in because as a long-term sub, you're kind of like bouncing all over the place and I knew I wanted to teach reading and so when I saw the program, I knew that it was something I wanted to join because it would give me the stability that I needed.
>> This initiative really and truly has been very simple to follow. It's been very clearly communicated and it's been very effective in terms of its implementation uh where we're able to kind of see a candidate pool, interview the candidate pool, recruit them, get them hired, get the support in place,
and have them start in the classroom. >> We're investing in our own. We are truly growing our own employees. We provide the opportunity to go back to school, have on the job training to become a teacher while they're filling a vacancy that a school had. So, it's a win-win.
And so, um, I can't talk about this program without really mentioning the work of Nikki Jones, the HR partner, who is the coordinator for all growing our own programs. You saw her in the video today. We have a dedicated web page to all our grow our own programs, letting you know all the different things that
you can access as an employee. Um and even for folks who are external because what we're interested in is ensuring that our community of teachers looks like our community of students that it they represent each other and so the solution we see as within not
necessarily without although we'll never stop recruiting everywhere we can to ensure that we meet the needs of our students. >> All right. So the the diversity of our teacher workforce has grown steadily over the past decade. You'll see here um
and and this is this um is a result of our strategic recruitment efforts on things that actually work. So as Elaine just mentioned, she went in depth with our grow our own programs and that's contributing to this heavily. We still go to our H.B.CU, our HSIS, our
international hiring helps this. Uh we focus on our local universities as well though. Uh we know that in South Florida uh mo like FAU for example we were told I think it was somewhere between 90 and 92% of their students were from here
were from our from Palm Beach County or or South Florida in general. So we we really started to focus heavily you know for many years on that and we're seeing the results of it. And the thing I'd like to point out is that you know percentage increases are a lot more. It
might look like, oh, we're just going up 1% here and there, but 1% in the in these kinds of numbers is significant. We have 13,000 teachers. We hire anywhere between 1,00 and,500 teachers in a given year. So, the percentage
increases. It takes time. It's you're not going to see a jump, you know, significantly yearbyear, but over time, our trend is going in a very positive direction here. Um and our teacher voluntary turnover has
declined. So, uh which is a good thing. Decline in this case is good, right? Um Palm Beach County's uh turnover rate, which this for FY25 was 7%. Um is slightly better than a national average of 8%. So, we're we're on par or or a
little better than national average, but we're significantly better than the Florida state average of 12%. And um you know, part of that is because of our our teacher salary, we have been very competitive. Um our when money has been
available, our school board, our superintendent, our CFO have all prioritized uh employee salaries and especially teacher salaries. And also our our voter approved referendum has contributed to this heavily is very important for that to continue. Um you
know and and it's been it's brought us up to a $69,200 average teacher district salary. Right. So compared to our state average where you see the salary is $56,000 approximately. We're doing much better than that here. Um
and with that we have one more video to show on >> Mr. Kick before you go on I have a question. Is that salary including advanced degrees or all at the bachelor's level? >> That is that would not include your bachelor's degree that that's your
that's does include referendum though. So So that's our average teacher salary. All right. I guess so. I don't know. >> Is it? Oh, it's it's because I think it's because it's logged in under Jonathan, right? >> I just gave access.
>> Okay. >> I just gave access. Do we need to refresh? employer, the school district of Pal the county's largest >> I'm sorry before we get started with this this is our our latest marketing video that that we've created through our communications department. So
>> more than the county's largest employer, the school district of Palm Beach County is a community. >> I graduated from the school district of Palm Beach County and now I'm shaping the future in the A-rated district that shaped me. >> This job gives me stability, great benefits, and a schedule that works for my family. I'm proud to be where
diversity is celebrated and professional development helps us grow. From competitive salaries and the Florida retirement system to making a difference in the lives of our children. Join the school district of Palm Beach County because it's more than the county's largest employer. the school district of Pal.
>> All right. So that is what we have for you today. If the we'll open it up to any questions or discussion. >> Do we have Dr. Robinson? Is that you? >> Yes, it is. So just a um quick comment um and a suggestion. So, I've actually
heard people um praise the videos that they have seen um for recruitment for the school district, and this is the first time I've seen it because I guess I don't I don't know what I'm not watching, but um but I just want this is what struck me
when I saw that. And maybe I didn't pay close enough attention, but it looks as though all the teachers depicted are females. And if I'm correct, next time you go around, can you include some male
teachers because that's a longstanding um what I would consider deficit. But um but good work. And I and I see some of the advertisements in other places. So I'm glad to see this real effort to recruit and the grow your own but just
had that brief comment on that video. Thank you. >> Thank you. >> Thanks Dr. Robinson. We actually really make sure that our marketing is quite diversified and so if you saw our one pager our other commercial you would see that representation as well.
You got Are you chairing? >> Yes. Okay. >> We have another comment here, Miss Rodriguez. >> Yes. Hi. Thank you for this presentation. Fantastic. Um, I have a question. I I'm new to learning about the Palm Beach Associate Teachers Program. Fantastic. Um, I represent ESSE
and so I noticed that it also is uh for teachers that are be being trained for the ESSE student population. what support since obviously each ESC student is unique in their learning style and I love the idea of it's incredibly
valuable learn as you work in the classroom. What type of support is in place for the the teachers the teacher associates to to be trained on the unique learning styles of students with special needs? >> So we're actually partnered with the ESC
department specifically to provide that training. We host learning labs once a month with our associate teachers and specifically hit all those needs. And so sometimes we'll meet with the ESOL department and multicultural in order to ensure we're meeting the needs of those students and we also meet with the ESC department and provide supports from the
ESC department specifically so that the teachers that are being trained in our ESC classrooms are receiving that training and support. >> I mean it's a it's a lot for them to it's a lot for them to learn. So thank you. Thank you. >> Yes. their class in their college courses.
>> Correct. Their college courses also support that instruction by the way. >> Thank you so much. Any comments in the room? Questions in the room? >> Yes. Uh this is from division online services. And this uh great presentation
amazing to turn to around means your employment rates are from five years now is lowers one% or from 10% to 7% something like that. >> So where what were your strategies that
you took for for this amazing results right how right right now? So I think there's there's lots of different things that impact retention, right? Um we are a very large organization. We are one
big company, but we're also 183 different companies. So I can't it retention work is not does not sit in one department or does not sit with one leader. It sits with all the leaders in the district. And I think we've all invested a lot of work and time together to ensure that we're providing our
employees the best opportunities and the best support. One of the things that has been in instrumental specifically with our instructional workforce, our teachers, I will say, is salary. It's the referendum. It's helping to ensure that teachers know that they're getting pay that is competitive compared to
other school districts, right? I think that has been a big impact in the last four years. I can't talk enough about that referendum and the need for the community to continue to support that. Um, but I also think as a department we're also very engaged in the strategy of ensuring that our leaders have the
resources available to them to support their staff to listen to their staff and their needs and provide them with opportunities to engage in strategy that will help to keep them in their buildings because like I said that the retent the retention strategy doesn't just sit in my department. I don't touch
13,000 teachers. Um, our leaders touch the particular teachers that are in their campuses. And so our work is to work with those leaders to support them in having the resources and tools to make sure that they're retaining them. And I think that as a district we're very engaged in that strategy altogether.
>> Mr. Figo, I want to add to that um because they won't brag on themselves, but I will have to say that they've also walked the walk and what Miss Gallagher said about listening. They listen to the schools and the needs. Um they've done the recruitment. Mr. Kubri was my uh
recruiter back when I was principal at Boon Beach High School. If it wasn't for him, I probably wouldn't have had a staff, but he um got me stellar teachers. We moved the school letter grade, but he was really uh the person
behind the scenes really helping me when I was at the school level making sure and and I think both of them have taken on that leadership role to infuse that throughout the department. um to making sure that all of the specialists and that support is happening.
>> Yes, it's very important you focus on teachers but also there are other employees like a bus drivers or any other that you are and do you have any comment about that? >> Sure. So, so again there we've also uh focused on maintaining competitive
salaries, salaries that are at market or better on positions that are critical functions to our operations. We have uh absolutely gone above what the average is or try to lead the market for bus drivers for example. We were one I think we were the first district in the state of Florida who hit $20 an hour for bus
drivers. So u those rates you know grew significantly over two years to get there. Um but we we're also um let's see what other jobs maybe uh bus driver but but really any any non-instructional job you know we've we've really made an
effort to stay competitive so it's just that that's a big part of it >> amazing job because working for the state of Florida the department of education and just raising salaries is a big you know big conversations big coordinations thank you congratulations
for that thank Thank you. >> Are there any other comments, queries, concerns online in the room? >> Yes, chief. >> So, I just want to so part of you know this was one of the recommendations to bring forward this presentation because it is part of the the policy and one of
the things to monitor. We haven't had HR at the table and plus with all the work you can see that they've done. I want to thank them. One of the complaints too though that sometimes have come through when I used to be at the school level uh is how long it takes to get somebody cleared. Has HR done anything to assist
with that to get our folks you know in the classrooms or in the schools quicker? >> Well, thank you Keith. I'm so glad you brought that up. >> Um so years ago, yes, there used to be a narrative and complaints and rightfully so that it took about 35 sometimes 40
days to clear an employee. As we all know, to work in the school district requires several things regarding policy to ensure that these are folks we're hiring that are going to ensure the safety and the learning of our children. And so, in order to work for the school
district, you're going to be engaged in things like fingerprinting processes, um medical uh provisions that have to be passed and so forth. And so uh about three years ago, we engaged in a complete and total overhaul and improvement process to ensure that our
hires were being onboarded in a reasonable timeline. And so I can report today that our average to hire time is 14.3 days, which is um phenomenal, I will say, compared to any other school district. So I'll take a moment to brag
on that. Um in um other school districts, it still takes about 30 days. I've heard of some taking 60 days to get an employee onboarded. We are a very large organization. You saw the numbers. We process 13,000 different transactions a year. And so this is not work that
just was engaged in my department. We collaborate with several other department stakeholders and agencies in order to hire an employee. And so I while I can take credit in our department led that work, we actually engaged with many other stakeholders
within the district in order to ensure that that's what was happening and that we ensured the best customer service in the most efficient way while still ensuring the safety of our students and while still ensuring quality of hire. So I appreciate the opportunity to brag. Thanks Keith.
>> Yeah, I mean that's a huge huge I mean I know that's one of the things I did used to complain about. So I what what has been Yes. Um also so these uh obviously you heard the opening that u there's a lot of different organizations uh represented
throughout Palm Beach County on this particular committee. anything you want them to take back to their constituents regarding hiring and needs and >> so you'll hear us talk about our tagline is your best choice and um we take that very seriously in that as the largest
employer in Palm Beach County as the largest provisioner of education in Palm Beach County. We as a school district are the best choice for students to get educated and be safe in our classrooms. But we're also your best choice in in a in employment. We offer many different
opportunities. We're a great employer with great benefits. And so we want to be sure that the community knows and understands that we are here not just to provide a great education for our students, but we're also great to provide great employment as well. I'll leave it to Tim to add >> and a great schedule, work schedule as
well. As we know, uh, next week we all have off for a week for Thanksgiving, which not a lot of employers are able to do. So, we we enjoy that. Um, but also that we're always we are always hiring. We do have opportunities. So, a lot of times I've heard that, you know, people
don't know we're hiring. We hire year round. It's not just to open school. And it's not just teachers, right? We have a large number of opportunities for people in non-instructional roles. And along with that, the pipeline that the advancement opportunities that we have
through this district is very unique to us because of our size. We have 23,000 regular employees in the district and many many different roles uh to f to fill. So there's just because you come in in one role doesn't mean you stay that forever. We have a lot of different
pathways for advancement throughout our system. >> And if someone doesn't have a CDL license and they were considering maybe being a bus driver, is there assistance through the >> We do train them for that. Yes. Uh and we do have a u one thing I I was trying to remember what to answer your question
was what else we're doing. We with bus drivers as well, we started a um a signing bonus. So people with a CDL gets a $5,000 sign on bonus without gets a $2,500 and then we we get them train them to be have a CDL license. So we we are, you know, focused on more than just
teachers for sure. >> So please make sure that you take that back to your constituents that um we are hiring um there are opportunities even if you don't have all the skill set that you may think you have. And one of the great videos that that you didn't see
here was our what maybe year two years ago video, right? Where it was it was um focused on the it was children whose parents work for us, right? So it was, you know, showing how you can work for, you know, a lot of times people um may
have kids in our system and would like to be on their schedule and we have that opportunity and it was a lot of different employees explaining how great it is to be on the same schedule to be there for important events with their kids and stuff like that. So you know that that is a you know something that I
think is unique to us. >> Thank you so much. We do have a hand up online, >> Dr. Robinson. Yes. Thank you. So, uh, Mr. K Cubrick and, um, Miss Gallagher, I don't know,
um, if you're aware, we have a ad hoc subcommittee of this committee that is trying to look at, um, teacher placement issues. And so, we have several questions related to that. Um, the chair
of the committee had to leave. And so I I have some questions I want to ask unrelated to the subcommittee's work, but um the are you would you be able to attend our next subcommittee meeting so
we can kind of dig into some weeds to understand how teacher placement takes place as opposed to getting into those weeds in this meeting. >> I could I'd have to check our availability. I'm not sure when that next meeting is, but we're
January 22nd. >> I think Mr. Oswwell confirmed >> January 22nd 9 a.m. >> So is it a meeting just like this here? >> It's like this. But it's just an hour before this. >> No, it's an hour before >> you the time and the date right now.
>> That that would work for It looks like it would work for me. >> We don't we don't remember. We don't meet in December. >> Okay. So may I ask my personal question and then I don't what time is this meeting scheduled to end?
>> Same time as usual. We have time on the agenda though if it's for your personal question and not for the ad hoc committee since they've agreed to attend your future meeting. >> Okay. So um the question that I have is what is being done to hire
second career people and schedule them in a on a part-time basis? >> So uh you second career people in in roles as teachers. >> Yes. >> Um so we do have part-time teacher roles. I would say that you know that
that's not a a common job with years ago. I mean, I'm talking probably back in 2011, 12, 13. Um, there there was something called an an adjunct teacher, I believe we it was called and uh that
was introduced during negotiations and never took off. Um, so so really there there isn't much happening in in that sense. Um we do not have positions for that uh except for our substitute
position that someone could come in and work you know on a as a temporary role. Uh but we do have half-time teacher positions where you know could be beneficial somebody who doesn't want to work a full day. Those jobs do still come with benefits which is you know so
you're working 18.75 hours a week and you get benefits. Um and and it's usually a pretty flexible schedule. they can most principles are able to to sh you know create a schedule that works well for them so they don't have to maybe be up very early or or be there
till the end of the day but um that that's probably its >> yeah I think Dr. Dr. Robinson, are you referencing maybe uh someone who has a a a specific expertise that could be brought to our schools, right? >> Absolutely. >> And and so that is definitely the
adjunct teacher piece that we would love to look into. It's something that has to be brought not just has to be brought back through certification pathway and how to get a teacher how to get someone the right qualifications to be in the classroom teaching that particular
subject area as well as coming back to policy and CBA collective bargaining agreement. So we have several different steps that we would have to take. We are very interested as a department in moving forward with that and so we'll
continue to pursue it but it'll take some time. >> So may I follow up? >> Sure. Um, so I I really truly want to strongly encourage you um to push that in in
whatever pathways you have to go down because um we are just we're missing talent that's in our community and we're also I I think and and I know this is not exactly HR function but the
opportunity for students who might be ready to take for example advanced placement um physics and that it's not enough students at that school to fill a classroom, but then they can zoom into another. I mean, I think I need you guys
to help the district get more creative >> in these competitive times, but also to meet the students needs, right? Um and and just to give you an example there, I remember we visited a school in Fort Myers. It was Dumbar High
School. There was a guy there teaching cyber security who used to work for NSA. Like seriously, like who who else do I want teaching that, right? But but we have to figure out how to get those people. My husband has a degree in
physics. >> He might want to teach physics or or music, but he's not going to do it full-time. So, we're missing talent and and that talent could fill gaps that we have um in terms of being able to offer
our young people, you know, the expansive and highlevel um educational experiences. I would hope. And the last thing with that is please teach the the principles how to take advantage of it cuz it does not seem to me that they know how other than the artists and
residents um positions in the art schools. But thank you. >> Thank you Dr. Robinson. I appreciate the encouragement and the support. I very much agree with you. >> Thank you. So thank you so much. Any other comments,
questions >> regarding the availability of u material that could be posted in like you have a flyer or something like that easy for because I am my own secretary. So therefore I have to download it to post
it and it could be because the school district is a member of the chamber. We can post it on our website. Our website has give or take about 70,000 hits a year. And the whole thing is, is there a way that I can download one of those
flyers that will link with back to the school district? You know, that would be great. And it would cost you anything because it's already part of your membership. All right. >> I think I have your email address and can send that to you. >> Okay. Thank you. We have a couple flyers, I think, too. Yeah. Right. >> Okay. Um, Dr. Robinson, ahead ahead of
the next meeting, if there are specific things that you want us to be prepared to answer, it would be helpful to know that in advance so that we can have that ready. >> Yeah, Miss Hicks can share them with you or at least the start of the questions. >> All right. >> Thank you.
>> Thank you so much. I think all the agencies would appreciate that flyer email so we can share with our constituents. And then um we have another person online. Please pardon my eyesight. I cannot see there. What? Whose name was that? >> I think that's Mr. Brown. >> Mr. Brown. >> Yes. >> Thank you.
>> Yes. Good morning. You've already answered my question. I wanted to know if if this information can be posted to all of the all of the other organizations that are um associated with with the county such as the NAACP
or uh organizations like that. >> Yes. Well, they're going to share with me. >> If I can share it with you and you can share it with everyone, that would be great. We'll send that out. >> We appreciate you guys uh sharing that with your constituents. >> Thank you all. I appreciate you giving
us the time to to present this and for all the questions. >> Thank you both. Appreciate all the good work. >> Thank you so much for coming. >> Thank you. Have a great week. >> They do usually don't give applause. >> People usually are running out of here just saying. So
>> truly a lot of great information and surprises from some of our faces that we didn't know the work that was being done by our recruitment in our HR department to fill those vacancies. We've seen enough negative news, but to know that the district is putting some very positive efforts to fill those vacancies, it's rewarding. We will move
the agenda. Um, we have an update from the ad hoc subcommittee and I think Dr. Robinson that said the chair wasn't available. Is there someone from the committee that will be reporting today? Well, I guess I can just report that
um basically the substance of our meeting was outlining questions that we would ask HR that in this meeting which we have now deferred to the January meeting. >> That's very good. Thank you so much Dr. Dr. Robinson for recognizing that and
posing that question in order to have dedicated time in that space to handle those questions. Thank you, Dr. Robinson. Um, any questions? We are taking that sub committee's information for information purposes, excuse me, as we move through the
agenda. Um, updates from chief for department of student health and wellness. >> Sure. And again, Again, good morning everybody. Jonathan, can you stop
sharing? I'm gonna share from my laptop. Um, first last night at the school board meeting, um, can you change the layout so we can see everybody that's on
from inside the room? Thank you. And so last night, uh was our reorganization meeting. So, um Miss Bro was, uh reelected as chair of the board. And we do have a new vice chair. Um
Miss Andrews, uh respectively declined, um the nomination as she said, this is her swan year, so she is looking, you know, she's not running for reelection. Um, so this is her last year. So our new vice chair is uh uh Matt Lane. So he is
our new vice chair. Um, also one of the supporting letters a while back that this committee gave us was around supporting the work of the student voice. It's part of a stronger connections um grant. And last week, I think it was
uh two weeks ago on November 11th, uh Miss Simmons, who's now leading that initiative, uh had a pretty inspiring um meeting with the the point of contacts for each school. So, if you could just summarize, give an update uh
of the work that's happening in the work that happened that day by the committee. She didn't know I was going to call her. >> Okay. Well, So, um, with Impact Florida, um, Alan Coverstone, we planned a, um, half-day
training for our student engagement mentors. Last year, they were called student and voice um, student voice something, but I I call them student engagement mentors because I think that the important thing is that
they are engaged on campus. Um and they are they have direct contact with their the the leadership there. And um this year we wanted to really give them inspiring um strategies to take back to work with
their student voice councils on campus. So each school has a student voice council on campus that they build um the and they use the playbook that was built um through strategic planning um the initiative group through strategic
planning to kind of go through and talk about pull data um problems create a problem of practice and work on that problem of practice on their campus um through student voice and it's and I and
my initial conversation with onboarding each of these mentors because I think in our head in their head they want a cookie cutter concrete um thing to do. Tell me what to do next, Miss Simmons. Tell me what to and and I
said tell them no, I can't tell you what to do next because what you do at um Dwire is not the same thing you're going to do at Johnf Kennedy. what you do at Grassy Waters is not the same thing you're going to do at UB Kenzie. So, um, so you have to take these strategies and
you take them back to your student voice council and you work on your problem of practice. So, when I was planning this particular, um, training for them, I wanted them to have strategies. So, what I did is I asked a couple of um, people
that had already done the work. Um so Sarah Ray from um Drifus, she came in and she did a um training for them in a rotation and Wanda Thomas who's been doing the work with um youth participatory um with um Impact Florida
for a while. She came in and she's from Palm Beach Lakes High School. Um and we love Wanda Thomas, everybody. We love Wanda Wanda Thomas. We love her. We love Wanda Thomas. Um and we love Sarah Ray, too. But we we love Wanda
Thomas. Um um she came in and she did um a training um for them. Also, we also Michael Kookski came and did some training on strategies with um it's it's no longer it's SLL. What is it? Uh >> skills for life.
>> Skills for life and learning. Um did some strategies um to for them to take back. What they liked about all of that is that it gave them strategies to actually utilize in their student voice councils and um they have been giving
great feedback. Um I shared that feedback with um Mr. Oswall yesterday which I I think that's why I'm talking um is that why I'm talking today? Um and um now we have um we're moving on
to in February we have a scheduled um futuremakers Florida studentled conference um when I'm trying to encourage them to now have their student voice councils actually present that the the work that they're doing on campus to
um other councils across the district as well as I want to invite you know district leaders and um district staff as well as community leaders to come and see what they're doing in the schools and see how student voice is working for them. Um so that's the work that I'm I'm
doing. Um so you know yeah >> I want to add I want to add on um that she also brought in the superintendent student advisory committee some of those members and they did a panel um and uh
as part of the opening um and I have to say it was pretty powerful um to hear these students talk about having their voice heard whether it's at the district level or at the school level and really expressing gratitude to
those individuals in the room to the teachers and the other people who are the point of contacts to, you know, really employing to them to continue to the work to lift student voice because it's so important that and that they want to be heard and be part of the
solution. And so, um, it was really awesome to see and the the the point of contacts were really appreciative of, uh, the words and the students and really kind of left with greater inspiration and passion to make sure
that that work continues. So, good job, Miss Simmons, on that. We appreciate what you're doing. Um also, uh what occurred uh since our last meeting is that we had uh the school
board had its joint delegation meeting with our local legislators. Uh let me find I'm going to share um kind of the platform that Mr. Burke went through and so that you know what the uh
legislative priorities are for um the school district and this by the time we meet uh next time in January uh I think the session will be opened up already. And so um
each of the buckets you're going to see kind of a theme. uh Miss Morgan uh Dr. Morgan who's our chief of staff presented this to our board which was adopted um as our priorities. You're going to see a theme around funding and concerns
around funding. So uh around safety and security again uh you know recommending and support that for enhancements to school safety that the legislature increase that funding for our schools.
Um uh you're going to see this third one recommending the posting of age and development the appropriate human trafficking awareness and resource information discrete locations throughout middle and high schools. So this is a recommendation through uh our chair that was adopted. So, we have uh
we're in the process right now of printing some posters um that we're going to do that we're going to post throughout the schools where we can put them in our our into the bath, the restrooms in just different
locations. So, if a a student in particular in our middle and high schools are are too afraid to reach out to someone, there's some uh phone numbers and they can kind of scan through their phone some resources in case they need to reach out um because
we know, you know, it can happen anywhere and it's happening here in Palm Beach County as well. So, we're we're working through that. also to pose any uh changes on the last one are safety uh changes to the vaccination requirements was also on our platform
under students you're going to gez again um you're going to see the biggest in you know the request to increase uh the funding again Florida's ranked I think we're back down to 50th as far as per pupil spending compared to all the other
states we that's why we have this referendum and other supports out there. So, we really are are pushing for increased funding. Also, the last one there, uh the performance-based bonus, you remember uh you may recall that the accelerate coursework has API and ACE
was at jeopardy to be uh approximately cut in half. So, we want them to kind of just hold that harmless and leave that go. It was added and that was thanks to um the push back that the legislators received throughout the state.
uh teachers and staff again uh funding we need to you know we're trying to increase compensation for our educators and other staff but again it comes down to funding um under finance the required local effort and the millillage is to continue
to allow uh and increase that uh based on property values uh have a whole uh uh so the school voucher enrollment growth. There's some funding issues. I don't have all the specific details, but uh
that funds are being taken from school districts after the allocations have been put out uh based on enrollment. So last year we lost an additional three million because of that. Um again just fully funding uh any new
mandates that come down uh by the state. Often you know it's typical that the mandates that are are typically unfunded. Um and then freezing millage rates uh that I'm sorry pose legislation that
seeks to freeze or cap certain millage rates. um and and its impact on schools. You've probably seen a lot about the property taxes and cutting property taxes. Most of the legislation that has been um introduced uh has has a hold harmless
for education in that uh curriculum. Again, you're going to see the funding continue to support funding. Um uh also uh interesting one here too also to allow students with disabilities who
actually participate in special Olympic programs for years to allow that to fulfill their uh PE credit. Uh prek is a big one. We typically have that all always is to fund a full day prek uh for all students as well as
including wraparound support services. Uh the schools of hope was a big one. You may have seen in the news has a lot of coverage. It will continue to have a lot of coverage. There's a new law that allows certain charter districts to come
in um and cohabitate with our existing schools that are under a certain threshold. Um they have to be designated by the state. um typically that's based on um enrollment. So the
DOE just went through rulemaking that went in effect I think November 11th. Right after that the district did receive notifications from another charter operators that we are working uh that are trying to kind of cohabitate. The challenges with this legislation is
all costs and overhead um is put on the burden of the school district. So essentially they are rent free. Um they don't have to pay for any custodial support. Um it's um
really going to be challenging financially. Uh and we're asking that if that's going to be an issue that districts that the funding is supported uh here you know all around. I see uh
Mr. Mr. Rhodess and then uh Miss Postal. Mr. Roads. >> Eddie Rhodess, you got your hand up or no? Miss Postal, go ahead. >> Hello. >> Yep. >> Can you hear me, Keith? >> We can hear you.
>> Okay. The schools that they're coming into, are there vacant schools or are there schools that are being occupied? cuz the news said it was take on schools. So, I'm trying to figure out how what school would it be. >> It's not vacant. No, it's not. They're trying to get into schools. All the
schools are already uh occupied, but they have space. Um alleged space, I should say. Um, and we're currently, uh, Chief of Staff Morgan is working with our legal department, the
superintendent on our replies to those legal departments as to why, um, we can't meet that uh, because of other challenges we have with those locations, but they are already occupied uh,
by students. >> Just have spaces. >> You're welcome. Miss Posa. >> Yes. Um so two things. One I I am actually that's another reason I did not drive up to um West Palm today because I
will be heading south for a press release for a Tri County press release with um several groups including the PTA. And um just so we are clear. So when we pull the list of schools and we have all the Palm Beach schools, there's three organizations that are solicited
in Palm Beach County for the record. Somerset, Bright Prep, and um Mater and I these are all the these are all charter schools that are um charter or whatever that are solicited in our schools for colllocating and predominantly our
schools of black and brown like Maluca Kunnahham Carver um JC Mitchell a lot of our title ones as well Bllade Elementary Palm Springs um some of these are some of the schools, Joerger, uh, Bear Lakes,
Congress Middle. So, just a if you look at the list, a lot of these schools, Village Academy, a lot of these schools are are schools that are of the black and brown communities that they are looking at and they're looking for, okay, 270 space, um, you know, a
thousand at Kahulki Middle and High School. They're they're specific with the amount of seats that they want as well, um, that they have um, applied for. So there is quite a bit of the schools that they have applied for. Um and yeah, I can share the list through
um staff if anybody wants it or interested in it. >> Wow. Very interesting. >> Yeah. Uh I I've never seen anything like it legislation like this. Um so it's
quite challenging. Um, and obviously an already financially burdened school district as well as throughout Florida, it will only add and they're trying to do this throughout the state as Miss Postol shared. Mr. Brown,
>> yes, if Miss Postal can share that, u I would definitely be interested in viewing that. I have some comments about it, but I don't think it's appropriate for this meeting. >> I'll call you. Misery loves company. So,
um, and Miss Morgan, uh, Dr. Morgan, um, perhaps we can bring her in to do a presentation um, in our January meeting. Dr. Morgan, would you be open to that? >> I would be happy to. not happy about the topic, but I would
be happy to provide some additional information >> and she's our district expert. >> I think it's critically important that you understand uh this legislation and while the session will just be getting started um any influence that you have
um throughout the state and with local legislators would be appreciated. Thank you, Dr. Morgan. We'll put you on the agenda if that's okay with Chair Postol. Um and then uh then just lastly, we had a
couple uh uh appropriations requests also part of it for Westech to really continue to support the career tech education work that's happening out there and the work happening at Roosevelt Elementary and uh revitalizing and supporting that school as well. So
we can I I'll send that out. Um that is a public document that we can share out with you. Um, also I wanted to share uh and and Miss Posal did um share a document in
the chat and if you can capture that so we can send that out. Okay. Thank you, Miss Postol. And then lastly, just uh uh couple weeks ago or maybe last week um Mr. an some others. Uh the
superintendent met with the uh number of the Hispanic pastors here in Palm Beach County. I know we've been talking about the impact of immigration uh that is having on student attendance but as well as enrollment and trying to uh hear the
concerns that the leaders uh of the faith-based community and what they're hearing from their constituents. Obviously, there's tremendous amount of fear um going on in uh the community and rightfully so. Um families that have
been um broken apart uh quickly and unexpectedly. So, just trying to reassure that at the school district level that we're here to support. Uh Mr. began has shared that he's talked to Sheriff Bradshaw himself to let them know that he is not intending to go into
schools and to stay away from schools so that we can really um work to get our students attending school is really critical. Uh but really kind of hearing their concerns. It was it was a good meeting. uh we tried to share some resources with those leaders to take
back to their congregation and to share with others who were unable to attend. Um Mr. Bean, anything you want to add on that meeting? >> The feedback was very positive, was very
in quote unquote comforting. even though one of the pastors that was here, her son-in-law was uh taken away, you know, in front of her, whatever, you know, happened. So, but nevertheless, Sheriff Brado has been very consistent saying he
is not part of ICE, it's not part of the organization. Yes, there's a mandate in the state, mandate 287, that if ICE requests that they participate, they have to comply with federal law, you know, on that sense. But that man given
that it's not like they are up front, you know, stopping people on every corner and checking IDs or anything like that. So, it's still working with the community and that's the feedback we keep getting across the board. The same thing with the chief of police of the city of West Palm Beach, you know,
Colonel uh Chief Tony Rajo was the same feedback. They are not part of this, you know, but they want to make sure if you comply with the law, you're not going to get in trouble. That's the bottom line. Um, thank you, Mr. Bean. Miss Posa.
>> Um, thank you. So, a question for or I guess I'm not sure if it's a question or a statement as it relates to whether it's the Hispanic community, also the Haitian community, or any community that is impacted by um this immigration
um chaos, I guess I for lack of better words. Um, how are we communicating with the parents? Because in other parts of the state, we are hearing concerns about where um, truency are being marked on
these students. And so while trincy is being marked, there's some other um uh criminal or legal um measures that are being placed on the parents. And so while these some of
these parents are self-deporting, they now have something on their records which will prevent them from coming back. Are we how are we handling because at some point if these students are not coming to school
are we reporting them as children's or how are we handling this sensitive case right if you will sure does that make any sense >> 100% that's a great question um and we have done a lot of work around trency as a school district however in the context
of what is happening in this space we are using um a lot of sensitivity. Um we're working to try to at the school level as well as at the district level and our community partners is to put
more supports in place to for any issues that the families are going through and challenges are going through but not necessarily filing a truency packet when it comes to those type of issues. That's
the obviously would only make situation worse. So yes, we are and we're working through that with our partners in the community when it comes to trincy. >> Thank you. >> Thank you. And um just I think a couple people came
in after roll call just make sure the record that they get they think uh Mr. Roads came. Want to make sure we reflected him. Yeah, Miss Williams. >> Keith, can we talk offline further about that?
>> Yeah, absolutely. Uh, >> Miss Drong also came in. >> Yeah. Okay. Anybody else didn't get I think that was everybody. >> Uh, this is Michelle Batty. I uh was admitted late also.
>> Yes, we got you. Thank you, Michelle. Okay. Um, and that concludes my updates. Vice Chair Oliver, >> thank you so much, Chief. Um, we are continuing on the agenda for any unfinished business.
>> Um, oh, sorry, that was me. Uh, no unfinished business. And but just a reminder that we don't meet in January. >> December. >> Sorry, we meet in January. We don't meet in December. Will we meet in January? Yes. >> January 22nd. >> January 22nd.
>> Thank you so very much. Are there any final comments, queries, concerns? >> Question. >> Yes, Mr. Pagan. >> Okay. uh on in Palm Beach County on June the 5th, the county commissioner passed
an ordinance that uh change the office of equal business opportunity to because of the DEI elimination and any business that was owned by a female
or was owned by Hispanic, African-American, minority and all that kind of things do not qualify anymore for them to qualify for business because before the way the stipulation was set up if you had a you were a minority you
your pricing for the bidding could be up to 10% higher that was before that was now when you get the new rules about DEA and federal funding you know that was totally eliminated so now it's your business your business and you bring it
to the table and if you qualify, you can participate. That's it. Doesn't really matter if you're woman, gay, lesbian, whatever. You know, it's about the business. That's the thing. And the reason I asking is because we still use
uh district diversity and equity. Does that have any impact on the guidelines or fundings that are happening? Something like that. I don't know. Just curiosity. You know, I apologize for my lack of knowledge on that area >> for in relation to this committee.
>> In relation to this committee because the committee at the Small Business Administration which till yesterday was our last meeting for the year and until they named the new committee because it went from 15
18 people to 11. >> Yeah. So as it relates to district diversity equity committee and the equity policy which kind of work hand in hand um legal review um shows that that this time it's
legally compliant um and that's our interpretation at the point and continue to to move forward um with that work. >> Perfect. I just want to make sure when when we go out we don't got to put handcuff.
>> No, thank you. I appreciate that. Yes. So, appreciate that. Um, I think >> Keith, >> Miss Postal, yes. >> Yes. Um, so I did have a a comment about that. I while we
we are okay if can reach. >> Will you restate again? Miss Postal is breaking up. We're not able to hear you at all, Chair P. Can >> you hear me now? >> Can you hear me now? >> Yes.
>> Is that better? >> Much better. >> Okay, let me try. Okay. Um, so what I was sharing was if I can ask staff to reach out to some of the organizations that have not been here for quite a bit. some of our organ organizations that
have been um active in this committee because on other committees or other hats that I wear, some of these organizations have also dropped off in anything that had DEI remaining um in their particular
or DEI remaining in any of the organizations that they're affiliated with. They've dropped out of them. So, can we take a look at the organizations that have not been here and reach out to them again?
>> Yes. Um we'll review that uh Missix and I to reach out to them and >> because they have a you know they had to get rid of it from their side and so um attending these committees would be in
violation of their particular um policy >> of the policy. Correct. >> Yes. >> Yes. >> Yes. We can work on that. Thank you. >> Thank you so much, chair. That is a good
observation. Um especially making sure that we do the work that we do and we continue informing our agencies and our supporting communities to get what we need done. If there are no other comments, queries, concern,
I wish everyone a happy gobble gobble day and a happy safe holiday for the December break. And we would love to see you all back ready with new fresh ideas so we can continue engaging our communities and doing the work for the
kids that we do and their support systems along the way. Seeing no other comments, we need a motion to adjurnn, please. >> Second. >> Thank you so very much. We are adjourned
for today. See you all in January. >> Thank you all. Have a great Thanksgiving. Appreciate you all.