good evening I'd like to call to order tonight's special board meeting of the ISD 191 Burnsville Eagan savage school board the date is April 16th 22,000 20 and the time is 6:30 I'd like to first welcome those of you that are joining us we're always pleased to know that even though the distance people are paying attention to the work of the school before the end of our staff next I'd like to ask director shots to lead us in the Pledge of Allegiance I pledge allegiance to the flag of the United States of America and to the Republic for which it stands one nation under God indivisible with liberty and justice for all thank you we'll start by approving tonight's agenda I will take a motion to approve so we'll do moved by director Schatz second seconded by director Miller any discussion seeing them miss Kenny will you please call the roll Jen haul breaker hi Leslie chester i thirsty shots I didi courier hi Scott Hume hi Eric Miller I have a Gil alt eye and the motion carries next we're being asked to approve meeting minutes for a special workshop minutes on April 7th 2020 and regular board meeting minutes for April 9th 2020 I will take a motion so much moved by director chester ii their back ended by director hume any discussion hearing none miss candy will you please call the roll leslie chester i darcy shots i DD career by scott Hume hi Eric Miller hi Abigail alt I Jen hallway ger hi and the motion carries thank you next we will turn to the business portion of our meeting we're being asked to adopt a resolution relating to the termination and non-renewal of teaching contracts of probationary certified personnel at the close of 2019 2020 school year our speaker tonight is Stacey so vine executive director of human resources welcome Stacey good evening Cheryl dr. battle members of the board every spring we go through a process of either reductions of probationary staff the elimination of FTEs over an assignment as well as to our long-term subs and I always want to proceed these with thanking these teachers and staff members for their commitment to our students this year and over the past few years the dedication and the work that they have put into their efforts of instruction and every student's success here in the Burnsville Eagan savage area we believe strongly that we hire the best teachers in the area and it is always sad to have to release teachers under the conditions that we're in and this one folks to know that everybody does appreciate their work and that this is not easy when we do have to do we are bringing forward the recommendation to release probationary staff probationary staff are those individuals who have not completed their either their initial or their ongoing probationary period of three years or one year so there they don't have continuing contract rights yet they're not tenured yet and this year 52 employees are impacted by a probationary reduction my recommendation is that the Board of Education adopt the following resolution be it resolved by the Board of Education of independent school district 191 pursuant to Minnesota Statutes 122 a dot for oh but the teaching contracts of the following license probationary teachers independent school district 191 be terminated at the end of the 2019 2020 school year we have further resolved that written notices sent to said teachers regarding termination and non-renewal of his or her contract as provided by wall Thank You Stacy I will take a motion to approve so moved by director shots second second seconded by director earlier any discussion or comments I think Stacy said it best we do hire the best and this process is never is never easy it's bad when we do have to let go teachers that we know are really incredible caring people would do a great job assuring our students through school so this is not easy with that it's kiddingly please call the roll Garcia that's i/dd career all right Scott Hume I Eric Miller I Abigail alt bye Jen ho ho winger I Lesley Chester hi and the motion carries thank you staying with Stacy so line we are being asked to adopt a resolution relating to the termination of teaching contracts or named long-term substitute teachers effective at the close of the 2019 2020 school year again this is a process that we do every year these are individuals who step in for anywhere between 30 days to a semester up to a full year for teachers who may be on a general leave maternity leave parental leave or or a special assignment in which they are the regular teacher is assigned and these folks are filling in they do everything they can to not miss a beat for the regular classroom teacher while they are out and again it is it's an incredibly challenging role to step in for a short amount of time build rapport with students pick up the lessons and move the education forward and again their service is greatly appreciated as well with that it is the recommendation that the Board of Education adopt the following resolution be it resolved by the Board of Education of school district 191 that the teaching contracts of the following long-term substitute teachers be terminated at the Cole so the 2019 2020 school year we have further resolved that written notices sent to said teachers regarding termination and non-renewal of his or her contract as provided by law Thank You Stacy I will take emotions duty courier hi Scott Hill hi Eric Miller hi Abigail alt hi Jen Hall winger I Lesley Chester hi Darcy shots hi and the motion carries thank you again we're being asked to adopt a resolution relating to the termination and non-renewal of that portion of teaching contracts in excess of 1.0 and or beyond contractual rights at the conclusion of the 2019 2020 school year okay again this is a typical process in our spring every year we have different responsibilities that require an additional FTE for teachers to perform it may be lunchroom duty throughout the school year to where the teacher is giving up their lunch so that they can help provide supervision or it may be in which they're travelling between buildings and as a result of traveling between buildings they are giving up a portion of their prep so these are additional FTEs to reimburse that part of their contract in which they're entitled to which they are not receiving but we always reset the scale back to the FTE whether it's a 1.0 or less in which their base assignment is is representing so with that it's the recommendation that the Board of Education about the following to get result by the Board of Education of in a pentacle district 191 that the portion of eating contracts of staff in excess of 1.0 and or contractual rights be terminated at the close of the 2019 2020 school year via further result that written notice is sent to said teachers regarding termination and non-renewal of his or her contract as provided by law I will take a motion so any discussion hearing none is Kenny will you please call the roll thank you hi Eric Miller I Abigail alt I Jen hull winger hi Leslie Chester okay Darcy shots I dated courier I and the motion carries next we are being asked to adopt a resolution proposing to place teachers on unrequested leave of absence and placing teachers who have not requested a hearing on an unrequested leave of absence starting with stacy okay this recommendation is different from our first recommendation where we release probationary teachers an unrequested leave of absence applies to teachers who have achieved tenure or continuing contract rights so this what this means is that every probationary teacher or less senior teacher in the department or grade level has already been released and we still needed to release further more teachers to reach our staffing needs and that's when we dip into the tenured teacher and that's when an unrequested leave of absence or annual a is required we will provide to these teachers that they have 14 days to appeal for a hearing hearing will be on May 6th at 10 a.m. at the district office and if they want to they can appeal that we have a hearing officer the hearing officer will hear their their claim as to why they believe either one they shouldn't be the one that is released or they can challenge the facts as to why we need to make reductions in the first place ok if they do not request a hearing the action that we will do tonight will by default taken to effect and we will notify these folks with a final letter that they have been released under a ula if they do appeal for a hearing we'll have it in May the hearing officer will have a number of days in which they will reflect upon the information that was provided and then provided determination and then at that point we will have to take action either to reflect the hearing officers decision all of that has to be completed by June 30th where the board takes final action on that as well okay that's part of the reason why we have this timeline as you can see the days will start getting away from us fairly quickly as we move forward again as we have commented with the other teachers these are folks that have been with us longer than three years you know these are folks that have really made the commitment for the long haul with us and it's very difficult as we move forward and have to take this action that being said as well a lot of things happen in the spring we do get leaves of absences people that decide that they're ready to retire and we get resignations all of those impact the actions that we're taking tonight if any of those things occur to where any of these individuals be impacted we will come back to you with another in our personnel report where these folks are point it to their positions and with that direct your old I'll turn it back over to you Thank You Stacy at this time I would like to invite our clerk dr. courier to introduce the resolution thank you I introduce and move the following resolution for its adoption be it resolved by the school board of Independent School District number 191 as follows one that it is proposed that the following teachers be placed on unrequested leave of absence without pay or fringe benefits effective at the end of the 2019 2020 school year pursuant to minnesota statutes 122 a dot for zero subdivision ten hand article 13 of the collective bargaining agreement between the school district and the Burnsville Education Association Mary Casserly smith 1.0 FTE ashley graving 1.0 FTE graves cone 0.25 FTE christa kramer 0.33 of te terrianne Loran 1.0 FTE Marni McGinnis 1.0 FTE Berenice a Nava 1.0 FTE Donna Pfeifer point for Oh FTE Stacey Raynor 1.0 FTE Jessie Richards 1.0 FTE 2 that written orders be sent to said teachers regarding the proposed placement an unrequested leave of absence without pay fringe benefits as provided by law in substantially the following form dear mister or miss you are here but I notified that at the April 16 2020 meeting of the school board of Independent School District number 191 consideration was given to your placement an unrequested leave of absence without pay or fringe benefits as a teacher of independent school district number 191 and a resolution was adopted by a majority vote of the school board proposing your placement an unrequested leave of absence effective at the end of the 2019 2020 school year pursuant to minnesota statutes 122 8.40 subdivision 10 an article 13 of the teachers collective bargaining agreement between the school district and the Burnsville Education Association on the following grounds discontinuance of position lack of pupils and financial limitations you are entitled to a hearing provided that you make a request in writing within 14 days after receipt of this notice if you request a hearing it will be held before a hearing officer on May 6 2020 at 10:00 a.m. at the school district offices located at 200 West Burnsville Parkway Burnsville Minnesota if no hearing is requested within such period it shall be deemed acquiescence by you to the School Board's proposed action and your placement on unrequested leave of absence shall be effective at the end of the 2019 2020 school year sincerely school board of the dependent school district number 191 DD courier clerk of the school board number 4 that each and all of the foregoing grounds have said notice are within the grounds for unrequested leave of absence as set forth in minnesota statutes 122 8.40 subdivision i adopted as fully as so separately set forth and resolved here in number five in the event any or all of the teachers identified herein do not make a request in writing for a hearing within 14 days of receipt of notice of proposed unrequested leave of absence it is hereby resolved that those teachers be and hereby are placed on unrequested leave of absence effective at the end of the 2019 2020 school year be it further resolved that the teachers identified here in be personally served a notice of placement an unrequested leave of absence no later than June 30th 2020 I return this to you chair alt Thank You director courier so our clerk has moved the motion I will take a second any discussion I must comment that again we do hire the best teachers and these are very unfortunate circumstances but this is this is what we must do in light of everything in terms of particularly financing from the state hopefully folks will consider reaching out to legislators to help discuss the urgency for funding education with that miss Kenny will you please call them Eric Miller aye Abigail Walt bye Jen hull wigger Leslie Chester thirsty shot I JT Courier i Scott Hill we are being asked to approve the proposed revisions and readapt the unchanged language in the 2019 through 2021 collective bargaining agreement with the Burnsville Education Association Stacey Thank You Cheryl we have reached a tentative agreement with the Burnsville Education Association representing the teachers of Burnsville we began negotiating on April 25th 2019 and reached a tentative agreement on March 16 2020 the Union voted on April 2nd passing it and some of the highlights for the the agreement this year we updated our fair share language as it is no longer valid according to the Janis case decision by the US Supreme Court for staff any public employee that does not want to be a part of the union we're not obligated to participate in fair share so either they can be a part of the you or they don't have to be a part their share is a term that is used that there are certain portions whether you feel like you're an active participant in the Union that is a reasonable amount for the services in which the Union does on your behalf and that that was felt that was unconstitutional by the US Supreme Court we had a 1% increase on the salary schedule in year one with and a 1.3 percent increase in year two with a total package that is 5.1 million dollars in ms be a percentage of five point three six percent some of the language items had also was included was it's a small language item but it will have a large impact for us I believe in our activities and our athletic programs is that the the salary schedules that we have represented in the in the teacher's contract are only for teachers who are participating or leading these sports we are not obligated to provide these salary amounts to non licensed employees of the district or to members of our community who assist us and with coaching so what that will do is that will free up the athletic director Guillaume with his ability to look at a market rate for the district for these other positions and possibly be able to provide the same services at a lower cost that's a pretty big thing in this in our current situation it allows us to continue to provide those co-curricular experiences for students and we're glad to move forward with that in Bac say back in the day there was a licensed by the state of Minnesota for coaching which was part of the reason why all of the activities was included under a teacher's contract since then that has gone away and over time we now have just a little over 50% of our teachers actually leading activities or leading sports so it didn't seem like correct to obligate the district to pay salaries that wasn't going towards our own teachers other areas just some clean up as far as our over little positions we already currently have this in our casual wage scale now it's a part of our contract aligning our long term disability with the language and other contracts we talked last week at our workshop how we were able to leverage our long term disability insurance provider are ready to get I think it's about of twenty thousand dollars savings we are hoping as we align the language once all of the units will be able to even leverage more savings from our providers going forward also had some clarification on sick leave language a b e and e c fe for a number of years has been brought to the table from the union wanting to place these positions on to the master salary schedule and it's always been difficult because ii see fe and AE e are either fee based programs or programs that are provided a separate funding under o for community ad that doesn't match what we've received in our general fund so it'd be very hard to pay salaries to the same degree for these positions these positions also don't have continuing contract rights per statute and and so there's just a number of things in which the state needs to clean up because they kind of created barriers within within the teacher brings we were able to come to a compromise while we didn't place the teachers on the master salary schedule we were able to build in career increments that helped teachers because we have a number of teachers who have been here 20 plus years but are still being paid as if they were only here for 10 at a step tip so we were able to at least acknowledge that service and building salary schedule our career commenced on their salary schedule so with that my recommendation is that the the Board of Education approved the proposed revisions and re-adopt the unchanged language in the 2019 2020 one collective bargaining agreement with the Burnsville Education Association and in the Penn school district 191 Thank You Stacey I will take a motion second seconded by director shot discussion or comments I do want to acknowledge the time and effort that everyone involved in this process invested in reaching a mutually agreeable solution and agreements we appreciate the time of everyone that worked so hard to come to reach this agreement and are really pleased that we can we are we have moved forward already to be able to work through these very challenging times in the advent of kovat it's it's not easy and everyone has already stepped up so thanks for all your hard work everyone with that miss Kenny will you please call the roll abigail alt all right Jen Hall Widger hi Leslie Chester aye Darcy shots I beauty courier i scott hume i eric miller i and the motion carries let's see with that staying with Stacy we are being asked to approve the proposed revisions and read adopt the unchanged language in the 2019 through 2021 prope memorandum of understanding with the Burnsville Education Association Stacy thank you director all every year we have to renew our MoU our agreement with B EA as it relates to what we call our probate program it's Q comp is the state term for this and it is required as a part of our Q comp funding that we do renew our MoU with them our agreement each year this year the MOU had a couple of changes every year we always have to update two dates but this year with the closing of buildings and the reduction of staff we currently have 10 coaches part of this looking forward was reducing the number of coaches down to 8 would be sufficient to continue to provide the coaching in the development of our teachers and the observations that reduction of the two coaches one will come from the district that we paid through our compensatory funds and the other one will come from the teachers and the prope funds in which they receipt so there was a savings to the district and both through the teachers in that Grant the other item was to include a kind of a bucket of money it was about $15,000 to help cover subs at the elementary level secondary it is easier for the coach and the teacher or the observer and the teacher to meet during a an on-duty time some time within the day at the elementary level it is nearly impossible without carving out some support some to cover the classroom while the classroom teacher is able to meet with that person so what the coach does is they will get a sub for a building and they will meet with three or four teachers throughout the day all at the same time and that sub will rotate to backfill that teacher while they're doing the on the meetings on the observation once that money is gone and again it's paid for it through the grant they'll have to figure something else out so they'll manage their time very well with the resources that they have with that with the closing of buildings we had to reallocate our 82 TLT members so we took the ones from the buildings that are closing and remove those to the other buildings these are stipend positions it's a part of the career ladder under the prope plan and we are not increasing or decreasing the amount of ELT building leadership team meet leaders we are just redistributing them with the closed buildings so that that language was also reflected but with that my recommendation that the Board of Education approved the proposed revisions and readapt the unchanged language in the 2020 2021 propane memorandum of understanding with the Burnsville Education Association Thank You Stacy I will take a motion so moved by courier second again seconded by director Hall Witter discussion or questions okay seeing none I just have one clarification Stacy under the the individual breakdowns for the financial remuneration the building goal is this is really the only goal that ties directly to the students for the agreement in terms of learning yes I believe so for some reason I'm thinking there's a building gold but I believe the CT goals are also more localized towards a goals towards stretch goals for the collaborative team in which is focused on students both the CT goal and the building goals we have probably somewhere around 33 to 35 percent payouts in those areas personal learning plans observations pologize but the the last one is close to ninety nine ninety to a hundred percent as far as payouts and I appreciate and I read in the you know having reviewed that we reviewed the agreement itself that the CT goal is is an opportunity for that stretch goal for teachers and to choose to include something directly related to learning and I would look forward to seeing more of that because as we said we hire the best teachers and I have no doubt that challenging challenging themselves within the Ct goal beyond the building goal to directly impact learning really makes the most sense and and just kind of in keeping with the spirit of of where we are right now with propane this is Kenny will you please call the roll and hallway Kerr I leslie chester dressy shots i DD courier i Scott Hume hi Eric Miller Abigail alt I and the motion carries thank you with that I will declare us adjourned thank you everyone and take care