[00:00:02]
          WELL GOOD EVENING, EVERYONE. 
          [Call the Work Session to Order ]
WELCOME TO THE JANUARY 14TH WORK SESSION. 
          WE HAD TWO ITEMS FIRST THE COMBINED FUNDS PRESENTATION AND THEN WE'LL GET THE VIRTUAL PLUS ADD LEADING THE THEM THROUGH THE COMBINED FUNDS PRESENTATION. 
          >> THANK YOU. 
          [1.	Combined Funds Budget Work Session #1 ]
TODAY WE ARE GOING TO BE SPECIFICALLY TALKING ABOUT COMPENSATION AND BENEFITS AND THIS COMPONENT I WANT TO MAKE SURE WE TRY TO STAY FOCUSED ON THAT ASPECT OF THE BUDGET. 
          THE NEXT SESSION WILL BE TALK ABOUT EVERYTHING ELSE IN ADDITION TO THE COMPENSATION AND BENEFITS. 
          I'LL TURN THINGS OVER TO OUR CFO DOMINICK TURNER TO START OUR PRESENTATION. 
          IS SUSAN SHARING OR ARE YOU SHARING, DOMINICK? 
          >> DOMINIC: SUSAN IS SHARING. 
          >> PERFECT. 
          >> MR. TURNER. 
          >> THANK YOU ALL, GOOD AFTERNOON. 
          SCHOOL BOARD MEMBERS. 
          THE DOCTOR SAID WE'LL FOCUS ON THE EMPLOYEE COMPENSATION SIDE OF THE BUDGET WHICH EVERYONE RIGHT NOW PROBABLY KNOWS IS ALMOST 90% OF OUR TOTAL COMBINED-FUNDS BUDGET. 
          I'LL GIVE A COUPLE OF SECONDS FOR THE PRESENTATION TO COME UP BUT AS WE WAIT, I'M JOINED BY THE BUDGET DIRECTOR MR. ROBERT EASLEY, STEVEN WILKINS, OUR DIRECTOR SANDRA HARDMAN AND OUR DIRECTOR CHERYL, I BELIEVE IS ON AS WELL. 
          AND AS WELL AS THE CONSULTANT -- SEEINGAL CONSULTANT FOR THE COMPENSATION STUDY. 
          OKAY. 
          >> I'M HAVING A HARD TIME TO GO FULL SCREEN. 
          HOLD ON ONE SECOND. 
          THERE WE GO. 
          THANK YOU. 
          >> THANK YOU, SUSAN. 
          THE NEXT SLIDE PLEASE. 
          FOR THE 2022 COMBINED-FUNDS BUDGET IT IS 320.6 MILLION THE OPERATING SCHOOL, NUTRITION AND SPECIAL PROJECTS FUNDS. 
          LION'S SHARE IS THE OPERATING BUDGET AND OTHER FUNDS REPRESENTING ABOUT 5% OF THE TOTAL. 
          NEXT SLIDE, PLEASE. 
          STATED AT THE START OF THE PRESENTATION, THE LION'S SHARE OF THE BUDGET THE PERSONNEL COSTS THAT'S THE FOCUS OF THE PRESENTATION TODAY TO GO OVER THE COMPENSATION SIDE OF THE BUDGET. 
          WHEN IT COMES TO THE BUDGET 86% OF THE BUDGET LEAVING 14% OF THE COMBINED-FUNDS BUDGET FOR NON-PERSONNEL ITEMS. IF YOU SLICE OUT JUST THE OPERATING FUND, IT IS 88% OF THE TOTAL BUDGET WITH 12% GOING TO NON-PERSONNEL ITEMS. SO WHAT THAT TELLS YOU IS THAT THE GRANTS AND SPECIAL PROJECTS AND SCHOOL NUTRITION FUNDS ARE BALANCED WHEN IT COMES TO PEOPLE AND FOR THEM TO REPRESENT LESS THAN 10% OF THE TOTAL BUDGET BUT BE ABLE TO CHANGE THE PERCENTAGES BY 2%. 
          NEXT SLIDE. 
          THE LARGEST PIECE OF OUR BUDGET THIS YEAR IS OUR SALARY AND ROUGHLY 90% OF THE BUDGET BEING PERSONNEL. 
          WE WEREN'T ABLE TO DO A STEP INCREASE LAST YEAR BECAUSE OF THE ECONOMY SO WE WANTED TO BE ABLE TO TAKE CARE OF OUR EMPLOYEES GOING INTO FISCAL YEAR 2022 AND PROVIDE THAT STEP INCREASE. 
          SO IN THE BUDGET WE HAVE A STEP INCREASE FOR ALL ELIGIBLE STAFF WHICH IS 88% FOR THOSE ON THE TOP OF THE SCALE AND NOT ELIGIBLE, THEY WOULD RECEIVE A BONUS, THIS WOULD OFF SET THE HEALTH CARE PREMIUM INCREASE WE PROJECTED AND THEY HAVE AN ENHANCEMENT GOING INTO NEXT YEAR. 
          WE SUSTAINED THE MARKET RATE ADJUSTMENT THAT WE ARE COMPOSITION STUDY ON, STAY COMMITTED TO THE 3 AND 5-YEAR PLAN FOR THOSE AS WELL. 
          [00:05:02]
AND AS YOU HEAR FROM OUR CONSULTANT, WE HAVE COMMENCED A SECOND COMPENSATION STUDY THIS YEAR ON SOME OTHER GROUPS THAT WE HOPE TO BE ABLE TO LOOK AT THEIR SALARY SCALES AS WELL. 
          NEXT SLIDE. 
          THE BOUNCE IS 1% OF THE TOTAL SALARY AND 12.5% OF THE STAFF THAT WOULD BE ELIGIBLE FOR THIS 1% ONE-TIME BOUNCE. 
          IT TAMPA BAY -- BONUS. 
          AND THEN IT JUST ENSURE THAT OUR STAFF WILL RECEIVE SOME TYPE OF SALARY GOING INTO FISCAL YEAR 2022. 
          NEXT SLIDE PLEASE. 
          SO AT THIS POINT I'M GOING TO TURN IT OVER TO SEEINGAL WATERS -- SEGAL WATERS CONSULTS FOR SEVERAL CLASSES WE LOOKED AT THIS YEAR FOR THEM TO GIVE YOU WHERE WE ARE WITH THE STUDY AND HOW THE POSITIONS RANK IN THE SURROUNDING JURISDICTIONS. 
          ON THE SCREEN NOW, ARE THE AREAS WE LOOKED AT IN THIS YEAR'S COMPENSATION STUDY. 
          SUSAN. 
          >> IF YOU COULD PUT UP THE ATTACHMENT FOR THE SEGAL WATERS CONSULTING PRESENTATION, PLEASE. 
          >> WHILE WE WAIT FOR THAT I WANTED TO SAY HELLO AND GOOD EVENING, GOOD TO SEE YOU ALL AGAIN. 
          >> CAN YOU SEE THAT ON THE SCREEN? OKAY. 
          THANK YOU. 
          OKAY SO I HAVE A FEW SLIDES OF INFORMATION BUT YOU SHOULD HAVE A FULL REPORT WHICH GIVES YOU A LOT MORE DETAIL ABOUT THE METHODOLOGY AND THE FINDINGS FOR EACH OF THE JOBS BUT FOR THIS PRESENTATION, WE HAVE ROUGHLY 15 SLIDES ABOUT TEN SLIDES OF CONTENT SO BEE -- WE CAN GIVE YOU A OVERVIEW AND ANSWER ANY QUESTIONS. 
          MOVING TO THE NEXT. 
          >> THIS IS A PDF I CAN'T ADVANCE THE SAME WAY, SORRY. 
          >> THAT'S ALL RIGHT. 
          >> I'LL START WITH A BIT ABOUT THE METHODOLOGY AND THE APPROACH WE TOOK. 
          I DID SHARE THIS INFORMATION WITH YOU, I GUESS, TWO MONTHS AGO NOW. 
          IT WAS A UPDATE BUT A REFRESHER AND GET INTO FINDINGS AND SOME RECOMMENDATIONS. 
          SCROLLING TO THE NEXT ONE. 
          JUST STARTING WITH THE INTRODUCTION AND THE METHODOLOGY. 
          THE PURPOSE OF THIS IS A RESULT OF THE HR AUDIT. 
          YOU DECIDED TO ENGAGE A CONSULTANT TO CONDUCT THE COMPENSATION MARKET ASSESSMENT IN TWO PHASES. 
          THIS IS A TOTAL COMPENSATION EVALUATION. 
          WHAT THAT MEANS, WE'RE LOOKING AT PAY AND BENEFITS AS PART OF THE TOTAL XEN COMPENSATION FOR GROUPS. 
          AND A YEAR AGO, I SHARED THE RESULTS FROM PHASE 1. 
          JANUARY OF 2020. 
          IT FEELS LONGER BUT ONLY A YEAR AGO. 
          NOW WE'RE SHARING PHASE 2. 
          SO THE NEXT ONE. 
          IN THIS STUDY 26 JOBS WERE EVALUATED. 
          YOU CAN SEE THE EMPLOYEE GROUPS HERE. 
          THEY ARE PRIMARILY POSITIONS ON THE SUPPORT STAFF SCALE. 
          SO FACILITIES, FOOD AND NUTRITION. 
          GENERAL ADMINISTRATION. 
          HR, IT AND THEN THE POSITIONS THAT ARE NOT ON THE SUPPORT STAFF PAY SCALE THAT WE LOOKED AT ASSISTANT PRINCIPAL AT ALL SCHOOL LEVELS. 
          SO, OF COURSE WE NEED TO DEFINE THE MARKET. 
          AND TO SAY WE WANT TO QUANTIFY THE POSITION WHAT IS THE MARKET. 
          AND FOR PHASE 2, WE USED -- LOOKED AT THE SAME 7 SCHOOL DIVISIONS WE DID IN PHASE 1. 
          THOSE ARE THE SAME DIVISIONS IN NORTHERN VIRGINIA, ARLINGTON, FAIRFAX, FALLS CHURCH. 
          LOUDON, MANATEE MANASSAS. 
          AND THEY ARE FOUND IN LOCAL AIR AND THE PUBLIC AND PRIVATE SECTOR FOR PHASE 2, WE INCLUDED DATA FROM TWO LOCAL GOVERNMENTS. 
          ALEXANDRIA AND THEN ARLINGTON COUNTY. 
          AND THEN WE USED THREE PUBLISHED SOURCES TO REPRESENT THE PRIVATE SECTOR 
          [00:10:02]
DATA FOR THE ANALYSIS. 
          FIND HOWS, HOW DOES ACPS COMPARE TO THE MARKET? WHAT YOU ARE SEE SOMETHING A COMPARISON OF TOTAL COMPENSATION FOR THE SUPPORT STAFF JOBS ONLY. 
          THAT'S 22 POSITIONS OUT OF THE 26 THAT WE EVALUATED. 
          IT SHOWS AN AVERAGE ACROSS ALL 22 POSITIONS. 
          WHAT YOU SEE IN THE BARS HERE. 
          ALEXANDRIA IS ON THE LEFT. 
          YOU SEE BASE PAY AT THE RANGE MIDPOINT, THE ORANGE BAR IN THE MIDDLE SHOWS HEALTH BENEFIT COSTS. 
          THE GREEN IS RETIREMENT PLAN CONTRIBUTIONS. 
          WE COMPARED THAT TO THE MARKET AVERAGE FOR THOSE THREE SEGMENTS FOR THE 22 POSITIONS. 
          WHAT WE FOUND ACROSS ALL JOBS, THE BASE PAY IS ABOUT 5% BELOW THE MARKET AVERAGE. 
          BUT YET TOTAL COMPENSATION IS 5% ABOVE THE MARKET AVERAGE. 
          AND THE PRIMARY REASON FOR THAT IS HIGHER BENEFITS COST. 
          PRIMARILY ON THE HEALTH BENEFITS SIDE. 
          IF WE GO TO THE NEXT PAGE THAT WAS FOR THE SUPPORT STAFF. 
          THIS IS LOOKING AT THOSE THREE ASSISTANT PRINCIPAL POSITIONS WE LOOKED AT HERE AND WHAT WE FOUND IS A LITTLE BIT OF A DIFFERENT STORY. 
          WE FOUND BASE PAY IS ABOUT 8.5% BELOW THE MARKET AVERAGE. 
          IT IS ABOUT $10,000 A YEAR LOWER THAN THE MARKET AVERAGE FOR ASSISTANT PRINCIPALS. 
          AND TOTAL COMPENSATION IS ABOUT 5% BELOW THE MARKET AVERAGE, 4.7%. 
          SO, IT'S -- WHILE THE BENEFIT COSTS ARE SOMEWHAT HIGHER IN ALEXANDRIA IN THE MARKET AVERAGE IT IS NOT ENOUGH TO MAKE UP FOR THE 8.5% BELOW IN THE BASE PAY. 
          I MENTIONED HEALTH BENEFIT COST. 
          THE DIFFERENCES BETWEEN ACPS'S MARKET POSITION FOR BASE PAY AND TOTAL COMPENSATION IS DUE TO THE DIFFERENCES IN COST SHARING MEDICAL BENEFITS. 
          YOU PAY 90% OR 80% OF MEDICAL PLAN PREMIUMS. 90 FOR SUPPORT STAFF AND 80% FOR ADMINISTRATIVE POSITIONS. 
          WHICH IS GENERALLY HIGHER THAN MOST OTHER SCHOOL DIVISIONS. 
          WHAT WE SEE IN THE BARS IS THE FAMILY COVERAGE, THE COST SHARING PERCENTAGE AND COST SHARING ARRANGEMENTS AMONG ALL THE DIVISIONS AND LOCAL GOVERNMENTS THAT WE LOOKED AT. 
          SO, THE DIFFERENCES IN THAT COST SHARING PERCENTAGE RESULTS IN HIGHER BENEFIT COSTS COMPARED FOR THE AREA EMPLOYERS. 
          WHAT WE'RE LOOKING AT HERE IS OUR ESTIMATED EMPLOYER COST PER PERSON, PER YEAR FOR MEDICAL, DENTAL AND VISION BENEFITS COMBINED. 
          SO WHAT WE'RE SEEING FOR STAFF, PRIMARILY BECAUSE YOU HAVE THAT 90% COST SHARING THAT YOU PAY FOR STAFF, I'M TRYING TO SEE THE NUMBER -- IT IS 16 AND A HALF, IT IS SMALL, THAT'S FOR THE STAFF, WHICH IS A BIT HIGHER THAN THE ESTIMATED EMPLOYER COSTS FOR ALL OF THE PUBLIC SECTOR ENTITIES WE LOOKED AT. 
          FOR ADMINISTRATORS. 
          >> CAN YOU HEAR ME? 
          >> I WAS SAYING CAN WE STOP FOR A SECOND. 
          IS THERE A WAY TO MAKE IT LARGER IT IS DIFFICULT TO SEE THE NUMBERS. 
          I KNOW WE HAVE PEOPLE WATCHING I WANT THEM TO UNDERSTAND WHAT WE'RE TALKING TO. 
          PEOPLE TO KNOW YOU CAN DOWN LOAD IT ON THE WEB SITE BUT I THINK IT IS IMPORTANT AS WE TALK THROUGH THIS FOR PEOPLE TO SEE. 
          THAT'S BETTER. 
          >> THANK YOU SO MUCH. 
          SO THE SLIGHTLY DARKER BARS THAT YOU SEE FOR ALEXANDRIA PUBLIC SCHOOLS. 
          THE ONE FOR STAFF IS FARTHEST TO THE LEFT. 
          FOR ADMINISTRATORS THAT'S FOURTH FROM THE LEFT. 
          AND BECAUSE THE COST SHARING IS 80%, 20% FOR ADMINISTRATORS VERSUS THE 90/10 FOR STAFF. 
          THAT'S WHY WE HAVE A DIFFERENT ESTIMATE HERE IN TERMS OF THE DOLLAR AMOUNTS. 
          BUT IN THE MARKET IT RANGES FROM, YOU KNOW, ROUGHLY MAYBE AROUND 9000-DOLLAR AS YEAR UP TO CLOSE TO $16,000 A YEAR IN FALLS CHURCH. 
          THAT'S WHAT WE SEE. 
          THERE IS A RANGE IN THE MARKET. 
          AND AND THE PREVAILING COST TO TAKE ON A GREATER SHARE THIS IS WHY THAT'S WHY WE 
          [00:15:15]
SEE THE DIFFERENCE. 
          MOVING ON TO THE NEXT. 
          SO, I WANTED TO TAKE A LITTLE BIT OF A STEP BACK AND TALK ABOUT THE PAY SCALE DESIGN. 
          EVERYTHING WE TALKED ABOUT BEFORE IS EITHER LOOKING AT THE MIDPOINT OF THE PAY RANGE, YOU WILL SEE IN THE REPORT THAT WE TALKED ABOUT THE ENTRY RATE, THE MINIMUM OF THE RANGE, THE MAXIMUM OF THE RANGE AND AS YOU REQUESTED THE LAST TIME WE SPOKE, THE REPORT SHOWS THE RANKING FOR EVERY JOB AT EVERY POINT IN THAT SALARY RANGE. 
          BUT IN THE COURSE OF PUTTING THAT TOGETHER, WE NOTICE SOME DIFFERENCES IN THE PAY SCALE DESIGN THAT RESULT IN MARKET MISALIGNMENT IN SALARY PROGRESSION FOR EMPLOYEES. 
          SO THE STEPS THAT DOMINICK MENTIONED EARLIER, YOU KNOW EMPLOYEES PROGRESS ALONG FOR, YOU KNOW, I THINK 14, 15 YEARS AND THEN THEY'RE ON A HOLD STEP WHERE THE STEP NUMBER INCREASES BUT THE PAY RATE DOES NOT. 
          SO YOU SEE HERE IN THE CHART IN THAT ORANGE LINE THAT IS SHOWING A PAY PROGRESSION FOR, IN THIS EXAMPLE, BUILDING ENGINEERS AT THE SCHOOL DIVISION. 
          THE SALARY PROGRESSION STOPS. 
          THEN IT GOES BACK UP AGAIN AFTER A COUPLE OF YEARS, STOPS, PLATEAU AND GOES UP AND REACHS THE MAXIMUM AT 20 YEARS. 
          WHEREAS WHAT WE SEE IN THE MARKET IS A SMOOTHER PROGRESSION IN THE STEPS, HOLD STEPS ARE UNUSUAL IN MY EXPERIENCE AND UNUSUAL IN THE METRO AREA. 
          AND SO NOT ONLY DO YOU SEE THE JAGGED PROGRESSION COMPARED TO THE SMOOTHER ONE IN THE MARKET BUT ALSO IN 20 YEARS IT STOPS. 
          THAT'S WHEN THE EMPLOYEES REACH THE MAXIMUM. 
          WHAT WE SEE IN OTHER SCHOOL DIVISIONS THERE IS A WIDER SALARY RANGE AND MORE OPPORTUNITIES FOR MORE INCREASES AFTER ABOUT 20 YEARS IN THE JOB. 
          SO I THOUGHT THAT WOULD ILLUSTRATE THAT NOTION. 
          THAT'S FINE. 
          THANK YOU. 
          THAT WAS ONE EXAMPLE OF A BUILDING ENGINEER. 
          I THOUGHT YOU MAY WANT TO SEE A SCHOOL ADMINISTRATOR EXAMPLE THIS IS FOR A HIGH SCHOOL ASSISTANT PRINCIPAL. 
          AND THE OTHER ONE FOLLOWED THE MARKET PRETTY CLOSELY FOR THE FIRST 14 YEARS OR SO, HERE WE SEE THE STARTING RATES ARE BELOW THE MARKET AVERAGE. 
          YOU CAN SEE THE MARKET GAP THERE. 
          IF YOU CAN SCROLL SO I CAN SEE THE NUMBERS AT THE BOTTOM OF THE CHART SO I SEE -- IT IS BELOW MARKET UNTIL ROUGHLY ABOUT NINE YEARS OR SO THEN IT COMES CLOSE TO THE MARKET. 
          THEN BECAUSE OF THE HOLD STEPS IT IS BELOW THE MARKET LINE AGAIN. 
          THEN BECAUSE THE MAXIMUM IS REACHED FAIRLY QUICKLY, THE PAY IS TRUNCATED AND STOPS AT 16, 17 YEARS. 
          >> IF I COULD HAVE REAL QUICK. 
          WITH THE LAST TWO SLIDES ARE ILLUSTRATING THE SCALE IS NOT REALLY OFF IT IS JUST WE TOP OUT EARLIER THAN OTHERS WHERE THIS SLIDE IS LETTING US KNOW MORE THAN OUR SCALE IS OFF, RIGHT. 
          SO WE NEED THE SCALE TO MOVE UP TO MEET THE MARKET WHEREAS THE PREVIOUS SLIDE IS LETTING US KNOW THERE IS NOTHING WRONG WITH THE SCALE, WE JUST NEED TO ADD STEPS TO THE TOP OF THAT SCALE AND POSSIBLY TRUNCATE THE CUTOFF. 
          SOME OF THE STEPS ON THE BOTTOM SO THAT JUST DIFFERENT THINGS WE SEE WHEN WE LOOK AT DIFFERENT POSITIONS SO, OBVIOUSLY, IN THE EXAMPLE, THE SCALE LOOKS LIKE IT NEEDS TO BE ADJUSTED VERSUS, YOU KNOW, ADDING STEPS AT THE TOP. 
          >> RIGHT. 
          WE'LL SEE WHEN WE GET TO RECOMMENDATIONS IT IS WHAT WE'RE SUGGESTING IS TO THINK ABOUT HOW THE SCALES ARE DESIGNED NOT JUST THE PAY RATES BUT DESIGNED HOW THE EMPLOYEES PROGRESS THROUGH THEM. 
          SO MOVING ON. 
          AS THAT'S A GOOD SEGUE TO RECOMMENDATIONS. 
          HOW TO STAY COMPETITIVE. 
          SO WE'RE SUGGESTING SOME SHORT TERM AND LONGER TERM THINGS FOR YOU TO THINK ABOUT. 
          IN THE SHORT TERM, WE NOTICE THAT, YOU KNOW, ALL OF THE ASSISTANT PRINCIPAL SALARY RANGES ARE BELOW MARKET. 
          A SHORT-TERM -- YOU KNOW LAST YEAR WE LOOKED AT THE SCHOOL PRINCIPALS. 
          [00:20:05]
THIS YEAR AT ASSISTANT PRINCIPALS ON A SHORT TERM BASIS MODIFYING THE SALARY RANGES AND DOLLAR AMOUNTS THERE SO THEY COME CLOSER TO THE MARKET COMPETITIVE. 
          AND ALSO, YOU KNOW, WHILE WE SAW THAT THE STACKED BAR CHART WITH THE 22 JOBS, WE DID SEE SOME VARIATIONS AMONG THE JOBS. 
          SOME ARE FURTHER BEHIND MARKET THAN OTHERS SO YOU WOULD CONSIDER WORKING, YOU KNOW WITH THE HR TEAM TO EVALUATE SOME OF THOSE ASSIGNMENTS AND SEE IF IT MAKES SENSE TO ADJUST THOSE IN THE SHORT TERM. 
          AND PHASE 2, YOU KNOW LED US TO SUGGEST TO YOU -- YOU MAY BANT TO DEVELOP A COMPENSATION PHILOSOPHY THAT DEFINES YOUR DESIRED MARKET POSITION FOR PAY, BENEFITS AND TOTAL COMPENSATION. 
          WHAT WE SAW IN THE DATA HERE IS THAT FOR MANY JOBS THE TOTAL COMPENSATION IS CLOSE TO MARKET. 
          BUT IT IS MORE HEAVILY WEIGHTED TO BENEFITS THAN IT IS PAY. 
          THERE IS NOTHING WRONG WITH THAT IT'S JUST WE'RE SUGGESTING MAYBE YOU MAKE A DECISION ON AND DOCUMENT COMPENSATION PHILOSOPHY AS TO WHICH DIRECTION YOU WISH TO LEAN WITHIN THAT MIX OF PAY AND BENEFITS AND WHY. 
          AND THINKING ABOUT BENEFITS THAT ATTRACTS AND KEEPS EMPLOYEES, IS IT STARTING PAY, IS IT MIDCAREER PAY OR IS IT THE PAY AT THE HIGHER END OF THE SCALE MEANING, YOU KNOW, PERSONS AND COMMITTED EMPLOYEES. 
          SO JUST THINKING THROUGH THOSE AND WE HAVE SOME INFORMATION HERE AND IN THE REPORT ABOUT DIFFERENT ELEMENTS OF COMPENSATION PHILOSOPHY THAT YOU MAY WANT TO CONSIDER IN THE FUTURE. 
          AS PART OF THAT IS THAT THE THIRD RECOMMENDATION HERE IS WHILE YOU THINK ABOUT A COMPENSATION PHILOSOPHY YOU MAY WANT TO CONSIDER DUCTING EMPLOYEE SURVEYS FOR FOCUS GROUPS TO UNDERSTAND HOW YOUR CURRENT EDUCATORS AND ADMINISTRATORS VALUE EACH OTHER UNDER THE TOTAL COMPENSATION PACKAGE. 
          WE HAVE NOT TALKED ABOUT RETIREMENT BENEFITS BUT A ROBUST SERIES OF RETIREMENT PLANS, THREE OF THEM. 
          YOU KNOW AS PART OF THIS YOU MAY WANT TO UNDERSTAND HOW EMPLOYEES VALUE THEIR RETIREMENT, THEIR HEALTH BENEFITSS, THEIR WORK ENVIRONMENT. 
          THE PAID TIME OFF, THE OPPORTUNITIES FOR ADVANCEMENT AND PROFESSIONAL DEVELOPMENT AND A LOT OF OTHER ELEMENTS THAT CAN GO INTO TOTAL COMPENSATION. 
          THAT WOULD BE HELPFUL TO INFORM THE BOARD AND THE TEAM TO THINK ABOUT DEVELOPING A COMPENSATION STRATEGY PHILOSOPHY. 
          ONCE YOU GET THROUGH THAT, WE HAVE THE FOURTH RECOMMENDATION HERE AS TO CONSIDER RESTRUCTURING THE PAY SCALES. 
          I THINK THAT THE CURRENT STRUCTURE AND DESIGN HAS BEEN IN PLACE FOR MANY YEARS. 
          ANYONE WANT TO CONSIDER MODERNISING IT A BIT AND YOU KNOW THINK THROUGH THE STEP INCREASES WHERE IT MAKES SENSE FOR THOSE VALUES TO BE WHAT THEY ARE AND THE SALARY RANGES JUST YOU KNOW THE INTERVALS BETWEEN THE GRADES. 
          YOU KNOW THE STRUCTURAL ELEMENTS THAT YOU MAY WANT TO BETTER ALIGN WITH MARKET PRACTICES AND THINK ABOUT THAT INTERNAL EQUITY AND CONSIST YENSY AMONG AND BETWEEN THE GROUPS. 
          SO THAT'S -- WE CAN GO TO THE NEXT ONE I WILL NOT READS ALL THIS TO YOU BUT THIS GETS INTO THE ELEMENTS OF THE TOTAL COMPENSATION PHILOSOPHY THAT SHOULD YOU DECIDE TO GO DOWN THAT PATH, YOU KNOW A FEW THINGS TO THINK ABOUT IN THAT REGARD. 
          SO THAT IS THE END DR. WILKINS OR ANYONE ELSE HAVE ANY COMMENTS TO ADD? 
          >> I DON'T KNOW SCHOOL BOARD MEMBERS IF YOU WANT TO ASK QUESTIONS AT THIS POINT OF THE COMPENSATION STUDY OR TO FINISH THE REST OF THE PRESENTATION WHICH FOCUSED ON THE BENEFITS PORTION AND THEN ASK QUESTIONS? 
          >> I THINK WE SHOULD DO THE COMPENSATION BECAUSE WE SO WE CAN COVER THE COMPENSATION COMPONENT AND LET'S TAKE Q AND A NOW AND GO INTO THE BENEFITS COMPONENT IF THAT'S OKAY, MADAM CHAIR TO DO THAT. 
          >> ABSOLUTELY. 
          MISS RIEF. 
          >> THANK YOU FOR THE PRESENTATION AND THE REPORT. 
          I ENTHUSIASTIC IT WAS REALLY JUST LIKE LAST YEAR ENLIGHTENING TO READ IT. 
          [00:25:01]
THE INFORMATION ABOUT THE PAY SCALE IN PARTICULAR WAS, YOU KNOW, WAS VERY HELPFUL I KNOW WHEN WE LOOKED AT THE PARA PROPOSAL POSITION I THOUGHT I SAW THAT THEY WERE KIND OF TAPERING OFF THERE IN THE MIDPOINT AND THE MAXIMUM. 
          I WANTED TO JUST THE COMMENT ABOUT THE RETIREMENT CONTRIBUTION FOR MY COLLEAGUES IF YOU HAVE NOT LOOKED AT THE FULL REPORT YET, TOWARDS THE END IN THE APPENDIX -- BEFORE THE APPENDIX, THERE -- I WANT TO DRAW ATTENTION TO THE FACT THE RETIREMENT CONTRIBUTION FOR SUPPORT STAFF IS VERY LOW, IT IS QUITE A CONTRAST FROM THE CONTRIBUTION FOR TEACHERS AND ADMINISTRATORS IT IS 19.12% FOR TEACHERS AND ADMINISTRATORS AND 3.9% FOR OUR SUPPORT STAFF THAT'S THE EMPLOYER CONTRIBUTION FOR RETIREMENT. 
          PERSONALLY THAT'S AN EQUITY ISSUE I WANTED TO PLUG THAT BUT MY QUESTION -- I HAVE TWO QUESTIONS, THE FIRST ONE ABOUT THE METHODOLOGY IN LOOKING AT THE TOTAL COMPENSATION FOR EMPLOYEES AND IF YOU CAN HELP ME UNDERSTAND HOW YOU DETERMINE THE HEALTH BENEFIT COST. 
          ONE OF THE THINGS I NOTICE AFTER OUR CONVERSATION LAST YEAR I WAS LOOKING AT THE REPORT A LITTLE MORE CLOSELY AND I NOTICED THAT ON THE PAGE WITH THE STUDY OF THE PARAPROFESSIONAL IT SAID FOR THE TOTAL COMPENSATION IT SAID THE HOURLY COST FOR BENEFITS ASSUMES A 2080 WORK SCHEDULE. 
          AND THAT'S ASSUMING LIKE 40 HOURS A WEEK, 52 WEEK AS YEAR WHEREAS THE PARA PROPOSALS THEY HAVE A 6.8 HOUR DAY FOR 192 DAYS WHICH IS 1305 HOUR ANNUAL SCHEDULE. 
          I WANTED TO MAKE SURE WE'RE NOT INFLATING THE HEALTH BENEFITS FOR -- SINCE THAT IS WHAT MAKES UP THE DIFFERENCE IN THE SALARY IF YOU CAN TALK ABOUT HOW YOU GET TO THAT NUMBER. 
          >> SURE. 
          THAT DOES NOT ASSUME ANYONE IS WORKING 2080 HOURS WHAT IT IS, WE HAVE AN ANNUAL COST FOR HEALTH BENEFITS. 
          SOMEONE WORKS FULL TIME HOWEVER FULL TIME IS DEFINED, THE SCHOOL DISTRICT PAYS 90% OF THE HEALTH COSTS FOR THAT YEAR. 
          AND THE SAME IS TRUE FOR EVERY OTHER SCHOOL DISTRICT. 
          BECAUSE WE WERE LOOKING AT HOURLY PAY RATES WE NEEDED TO TAKE THAT ANNUAL HEALTH COST AND JUST CONVERT IT TO AN HOURLY RATE SO THAT WE'RE LOOKING AT NUMBERS THAT ARE, YOU KNOW, ON THE SAME BASIS. 
          FOR EVERY SCHOOL DISTRICT WE TOOK THAT ANNUAL SALARY, WE DIVIDED IT BY 20/80. 
          -- 2080. 
          IT CAN BE A NUMBER TYPICAL FOR A PARA PROFESSIONAL OR A NUMBER THAT'S TYPICAL FOR BUILDING SKPWHRER ENGINEERS OR WHOEVER WE'RE LOOKING AT BUT IT SEEMED TO HAVE CONSISTENCY ACROSS THE TITLES. 
          WE WANTED TO HAVE THE SAME HOURLY BASIS FOR EVERYONE. 
          SO IT IS -- IT'S, WHILE IT'S -- IF YOU LOOKED AT HOW MANY HOURS SOMEBODY WORKS PER YEAR TO EARN THAT ANNUAL BENEFIT, CAN YOU DIVIDE IT BY THEIR ACTUAL HOURS BUT THAT WOULD SHOW A DIFFERENT DOLLAR AMOUNT FOR EVERY INDIVIDUAL EMPLOYEE. 
          WE WANTED TO HAVE SOMETHING ON A CONSISTENT BASIS. 
          >> OKAY. 
          THANK YOU FOR THAT. 
          AND THEN JUST THE SECOND QUESTION WAS ABOUT ANOTHER THING I NOTICED LAST YEAR IN THE EXECUTIVE SUMMARY IS THAT IT MENTIONED THAT ACPS COSTS FOR THE PPO COVERAGE ARE HIGHER THAN THE MARKET AVERAGE ABOUT $200 PER PERSON PER MONTH HIGHER FOR ADMINISTRATORS AND 270 PER MONTH HIGHER FOR SUPPORT STAFF BUT IT MENTIONED THAT THE HIGHER COSTS DO NOT NECESSARILY REFLECT THE RICHER BENEFIT. 
          SO I GUESS I WAS WANTING TO UNDERSTAND, YOU KNOW, I UNDERSTAND -- I KNOW THAT WE -- THAT EMPLOYERS PAYS A GREATER PERCENTAGE OF THE COST FOR EMPLOYEES, IS OUR PPO PREMIUM HIGHER OR LIKE ARE WE -- IS THERE A BENEFIT TO THE EMPLOYEES IF COULD YOU ADDRESS THAT? 
          >> THE COMPONENT I KNOW IN THE NEXT SECTION THAT WE'LL HAVE A SLIDE THAT COVERS THE BENEFIT IN COMPARISON TO OTHER SCHOOL DIVISIONS WITH OTHER DIFFERENT EMPLOYEE GROUPS. 
          I THINK THE ANSWER MAY GET -- THE QUESTION MAY BE ANSWERED DURING THAT TIME BUT DOMINICK, I DON'T KNOW IF YOU WANTED TO -- YOU TOOK YOUR MUTE OFF. 
          >> THAT IS CORRECT. 
          THE REST OF THE PRESENTATION DOES GO OVER THE BENEFITS MUCH LIKE THE PRESENTATION 
          [00:30:06]
THAT HAD IT SHOWED YOU KNOW HOW MUCH THE EMPLOYER ACPS PAYS ON BEHALF OF THE EMPLOYEES VERSUS OTHER EMPLOYERS THROUGHOUT THE REGION. 
          WE DID THE SAME THING, WE HAD AON CONSULTAN DO A STUDY IN 2018 AND PROVIDES THE SAME INFORMATION THAT WAS IN HEATHER'S PRESENTATION ONLY AND LOOKED AT THE PREMIUM. 
          HEATHER SHOWS THE COST THAT THE EMPLOYER IS PAYING, THE REST OF THE SLIDES AND MY PRESENTATION WILL SHOW YOU THE PREMIUM THAT THE EMPLOYEE IS PAYING SO THAT TEN OR 20% THAT THE EMPLOYEE IS PAYING AND I WILL SAY, CHERYL, YOU MAY BE ABLE TO SPEAK MORE TO THIS. 
          A PPO PLAN DOES OFFER EXTRA BENEFITS THAT A HMO DOESN'T OFFER. 
          THAT'S WHY IT IS TIP CHILL COSTS MORE TO HAVE THAT PPO PLAN VERSUS THE HMO PLAN. 
          >> THANK YOU, DOMINICK. 
          >> I'M CHERYL WALDRON. 
          THE PPO THAT ACPS PROVIDES IS ON THE MORE GENEROUS SIDE IN TERMS OF THE BENEFITS TO THE EMPLOYEES. 
          THAT'S REFLECTED IN THE COST. 
          >> THANK YOU, WE HAVE A QUESTION FROM MISS NOLAN. 
          >> THANK YOU. 
          >> THANK YOU FOR THE PRESENTATION, I'M HAPPY THAT THE BOARD AND THE STARVE ARE LOOKING AT COMPENSATION SOMETHING THAT WE HAVE BEEN TALKING ABOUT FOR SOME TIME, I DON'T THINK IT GOES WITHOUT ANY CONFUSION WHY THIS IS A PRIORITY GIVEN THE TALENT WE WANT TO SECURE AND RETAIN HERE AT ACPS. 
          THE SLIDE WAS NUMBER 11 THAT SHOWED THERE IS NO RETURN IN VALUE IN STAYING WITH ACPS. 
          SO HERE WE ARE THE TRAINING PEOPLE AND PREPARING THEM FOR OTHER JURISDICTIONS WHAT IS CHALLENGING ABOUT THAT ESPECIALLY FOR ME IS THAT GIVEN THE UNIQUENESS OF ACPS. 
          WE WANT TO RETAIN OUR TALENT AS BEST AS WE CAN. 
          THIS GOES WITHOUT SAYING TO EVERYONE THAT PARTICIPANTS IN ACPS, THAT'S GOING TO BE CRITICAL. 
          I'M GLAD DURING TOUGH TIMES WE'RE MAKING THIS A PRIORITY. 
          THE QUESTION CONSISTED OF THE AP POSITION IN SHOWING HOW FROM THE BEGINNING I APPRECIATE MR. TURNER YOU POINTING OUGHT IT'S NOT A MATTER OF INCREASING STEPS LIKE FOR OTHER POSITIONS BUT ACTUALLY FROM THE GET-GO WE'RE NEVER ALIGNED AND WHERE WE SHOULD BE. 
          ARE THERE OTHER POSITIONS SIMILAR TO THAT OR -- I KNOW WE'RE DOING XEN STUDIES OF POSITIONS ALONG THE WAY OVER A FEW YEAR PERIOD. 
          FROM A PRIORITY PERSPECTIVE, YOU KNOW, WHERE ARE WE IN TERMS OF THE MOST EGREGIOUS POSITIONS THAT NEED TO BE ALIGNED AND I WOULD SAY THE AP POSITION IS A CRITICAL ONE BECAUSE ACPS IS A UNIQUE DIVISION TO WORK FOR, THE GOAL SHOULD TO BE HIRE TOP TALENT AT THE THAT LEVEL AND ADAPT TO ACPS AS A CULTURAL FIT BUT THEY ARE SKILLED LEADERS AND HOPEFULLY INVEST IN THEM SO THEY BECOME OUR NEXT GROUP OF PRINCIPALS. 
          THE AP POSITION TO ME IS NOT JUST AN ASSISTANT POSITION BUT AN INVESTMENT IN THE FUTURE OF ACPS LEADERSHIP BECAUSE THE MORE THAT WE CAN GROOM FROM WITHIN, THE STRONGER OUR CULTURE WILL BE THE MORE WE CAN HIT THE GROUND RUNNING SERVING THE STUDENT POPULATION. 
          THE QUESTION IS, I APPRECIATE THE FOCUS ON THE AP ARE THERE OTHERS SIMILAR TO THAT THAT FROM THE GET GO THEY'RE NOT ALIGNED WE NEED TO HAVE OUR LASER FOCUS ON THOSE AS WELL? 
          >> YES. 
          THERE WERE SOME AREAS THAT WERE -- SHOWED A NOTABLE MARKET GAP IN ADDITION TO ASSISTANT PRINCIPALS. 
          THE HR POSITIONS ARE BELOW MARKET AND ALSO THE SCHOOL NUTRITION MANAGERS ARE BELOW MARKET. 
          A COUPLE IN FACILITIES BUT THE ONES THAT STOOD OUT TO ME ARE THE NUTRITION MANAGERS AND THE HR POSITIONS. 
          >> YES, JUST TO PIGGY BACK ON WHAT HEATH SER SAYING THERE. 
          THERE WERE A HANDFUL OF POSITIONS WHERE IT LOOKED LIKE THE ENTIRE SCALE NEEDED TO BE LOCKED -- LOOKED OUGHT BUT THE POSITIONS WE NEEDED TO ADD STEPS AT THE TOP TO BE MORE COMPETITIVE AT THE TOP OF THE SCALE. 
          WE NEEDED TO SIMPLY CUT SOME OF THE STEPS OFF AT THE BOTTOM TO BECOME MORE COMPETITIVE AT THE BOTTOM OF THE SCALE. 
          SO, WE'RE LOOKING AT ALL OF THE POSITIONS THAT WERE IN THE STUDY HOLISTICALLY TO DETERMINE WHAT IS THE BEST APPROACH TO GET THEM TO A PLACE WHERE WE WANT TO BE. 
          >> IN ADDITION TO WHAT MISS NOLAN MENTIONED EARLIER MAKING SURE WE HAVE THE 
          [00:35:02]
GROUP PREPARED TO GO INTO THE PRINCIPALSHIP, A PART WAS LAST WEEK WE TALKED ABOUT THE RETAINED COMPONENT OF THE FY 22 BUDGET. 
          THAT IS MAKING SURE THAT WE ARE DEVELOPING OUR LEADERS SO THAT WHEN IT IS TIME TO FILL THE POSITIONS, I'LL GIVE ONE ACCIDENT, PENNY HAIRSTON A PRINCIPAL AT DOUG MASS MACK ARTUR AT JAMES KPOLK FOR MANY YEARS IS NOW A PRINCIPAL. 
          WE'RE BUILDING OUR LEADERSHIP IN-HOUSE SO WE DON'T HAVE TO DO NATIONAL SEARCHES TO FIND, YOU KNOW, THE BEST OF THE BEST. 
          IN REGARDS TO THE PRINCIPALSHIP. 
          ONE FOCUS AREA FOR US IS HAVING THE DOCTOR RAL PROGRAM WE'RE WORKING TO DEVELOP THAT FOCUSES SPECIFICALLY ON OUR STRATEGIC PLANNING AREAS OF FOCUS AND BUILDING THAT PROFESSIONAL CAPACITY FOR OUR LEADERS AND THE PARTNERSHIP THAT WE CURRENTLY HAVE THIS YEAR WITH AIR, THIS IS THE SCOFF COACHING FOR PRINCIPALS AND PROFESSIONAL LEARNING AND DEVELOPMENT FROM THE ADMINISTRATIVE PERSPECTIVE. 
          THIS IS ANOTHER WAY THAT WE ARE WORKING DIRECTLY WITH OUR LEADER SO THAT WE'RE BUILDING THE LEADERSHIP CAPACITY. 
          WHEN IT IS TIME TO FILL WHETHER IT IS PRINCIPAL POSITIONS OR CENTRAL ADMINISTRATION POSITIONS THAT WE'RE ABLE TO PULL FROM WITHIN AND NOT HAVE TO GO OUTSIDE OF THE ORGANIZATION TO FIND THE NEW LEADERS. 
          >> MADAM CHAIR, MAY I FOLLOW UP. 
          >> GO AHEAD. 
          >> BRIEFLY FIRST OFF THANK YOU, DOCTOR, FOR THAT UPDATE I REMEMBER FIVE YEARS AGO I SERVED THE BOARD I RECALL THINKING THE NUMBER ONE MISSED OPPORTUNITY IN ACPS WAS NOT HAVING0 CONCENTRATED EFFORT TO GROOM FROM WITHIN. 
          WE HAVE SO MANY TALENTED PROFESSIONALS WE WANT TO MAINTAIN AND NOT BEING STRATEGIC AND PROACTIVE ENOUGH AND THINKING ABOUT HOW WILL WE ARE POSITIONING PEOPLE SO WE'RE HAVING PEOPLE IN THE TOMORROW LONG-TERM POSITIONS THAT HAVE BEEN IN ACPS OR INVESTED ACPS. 
          THEY UNDERSTAND IT AND GAINING FROM THE PAST INTO THE NEW ROLES. 
          NOW A CONCERTED EFFORT. 
          AND YOU KNOW I THINK IT IS IMPORTANT TO UNDERSTAND THAT THE DATA AND TO UNDERSTAND LIKE IN PARTICULAR WHICH POSITIONS ARE NOT WE NEED TO FOCUS ON AND I APPRECIATE THE COMMITMENT THAT'S GOING TO CONTINUE WITH THAT. 
          IS IT POSSIBLE TO EXPECT AS A BOARD THAT WE HAVE, AND YOU HIGH RIGHTED THIS IS THE RECOMMENDATIONS IN TERMS WHAT IS THE PHILOSOPHY OF COMPENSATION BUT IS IT POSSIBLE TO GET LIKE A LONG-TERM BIG PICTURE PACKAGE OF, YOU KNOW, THIS IS WHAT NEEDS TO TAKE PLACE FROM COMPENSATION FROM A DIVISION PERSPECTIVE. 
          HERE ARE THE PRIORITIES. 
          HERE IS THE FIVE-YEAR LONG-TERM PLAN. 
          I'M CURIOUS IF THAT'S SOMETHING WE CAN EXPECT. 
          I FEAR THAT I APPRECIATE THE COMPENSATION STUDIES AND THEY ARE CRITICAL, I WORRY ABOUT US GETTING INTO A SITUATION WE'RE PIECEMEALING THE WORK AND END UP AFTER PLAYING WHACK-A-MOLE WE'RE NOT ABLE TO SEE -- I DON'T WANT ANYONE LEFT BEHIND. 
          IF THERE IS A -- IS THAT THE EXPECTATION OR DID I MISS SOMETHING? 
          >> I THINK WE'RE WORKING TOWARDS THAT. 
          WE WERE STARTING FROM A DEFICIT T IS HARD TO JUST ALL OF A SUDDEN FAST FORWARD WE WERE DOING THINGS IN AN ORDERLY AND EFFICIENT WAY. 
          SO I'M GOING IT TO PUT IT OUT THERE. 
          IT IS NOT THAT EASY. 
          IT IS BECAUSE OF SOME OF I BELIEVE THE TURN OVER IN THE HR DEPARTMENT OVER THE PAST JUST LOOK AT 10 YEARS. 
          AND SUPERINTENDENTS OVER THE PAST TEN YEARS AND TURN OVER BOARD MEMBERS OF THE PAST TEN YEARS AND THIS BOARD HAS STAYED TRUE TO THE COMMITMENT AS WELL AS THE STAFF TO ENSURE THAT WE ARE NOT PUTTING OURSELVES IN A SITUATION WHERE THE EMPLOYEE GROUPS ARE BEING FORGOTTEN YEAR AFTER YEAR, NOW YOU'RE TRYING TO MAKE UP FOR 7 TO 10 YEARS THAT WE'RE IN NOW. 
          WE TRIED TO CHUNK IT WITH IT EMPLOYEE XEN SAILINGS BUT WE ARE READY TO PIVOT INTO A MORE AGGRESSIVE LOOKING AT A LONG-TERM PLAN AS YOU MENTIONED WHERE ARE YOU LOOKING AT A 3 TO 5 YEAR WHAT WILL BE THE UPCOMING GROUPS THAT WE'RE LOOKING AT. 
          IT IS NOT ON AN ANNUAL BASIS THAT WE'RE JUST USING OUR PRELIMINARY DATA FROM THE WAY THE INFORMATION WE USE ON A YEARLY BASIS. 
          THAT'S A WORK IN PROGRESS. 
          I CAN'T SHARE -- WE DON'T HAVE ANYTHING TO SHARE WITH THE 3 TO 5 YEARS BUT THAT'S THE NEXT STEP FOR US AS TO NOW EXPAND AND WE HAVE BEEN ABLE TO SHOW A DUE DILL AGAINST AND THE EEA THAT WE HAVE BEEN COMMITTED TO THIS THE LAST TWO YEARS. 
          NOW WE NEED TO STEP IT UP. 
          AND LOOKING MORE LONG TERM JUST AS YOU MENTIONED MISS NOLAN. 
          [00:40:04]
WE'RE NOT IN THE SITUATION. 
          FIVE TO TEN YEARS FROM NOW. 
          >> THANK YOU THAT'S WHAT I WAS HOPING FOR. 
          >> PERHAPS DURING A MEETING IT WOULD BE GREAT TO GET A UPDATE NOT THE PLAN BUT AN IDEA OF WHEN THAT -- YOU THINK YOU WILL BE IN A POSITION TO PROVIDE THAT. 
          THAT WOULD BE GREAT TO KNOW. 
          THANK YOU VERY MUCH, EVERYONE FOR THE PRESENTATION MOST OF ALL FOR THE PRIORITY ON THE EXCEPTIONALLY IMPORTANT TOPIC. 
          THANK YOU, MADAM CHAIR. 
          >> THANK YOU. 
          >> AND TO FOLLOW UP ON WHAT THEY WERE SAYING THERE, WE ARE TAKING THE RECOMMENDATION THAT CAME FROM HEATHER OUT OF THE PRESENTATION AND FOLLOW UP ON THAT AND DETERMINE, YOU KNOW, WHAT IS THE MOST IMPORTANT FOR THE EMPLOYEE GROUP BECAUSE IT THIS IS A BUDGET WORK SESSION YOU HAVE TO UNDERSTAND IF WE WANT TO BE NUMBER ONE IN BOTH PAY AND BENEFITS, WE'RE TALKING ABOUT NEEDING LOTS OF MONEY TO DO THAT. 
          SO YOU KNOW THERE HAS TO BE A GIVE AND TAKE, DO WE WANT TO HAVE THE BEST BENEFITS AND, THEREFORE. 
          WE'RE NOT GOING TO HAVE THE BEST PAY OR DO WE WANT TO HAVE THE BEST PAY AND THEREFORE WE'RE GOING TO GIVE SOME ON THE BENEFITS SIDE. 
          YOU KNOW THAT'S GOING TO BE A PERCENT OF THE DISCUSSION THAT WE HAVE TO HAVE AT THE SCHOOL DIVISION TO DETERMINE. 
          OKAY WHAT IS MORE IMPORTANT BECAUSE IT IS HARD TO BE AT THE TOP AND, YOU KNOW TOP PAY AND TOP BENEFITS. 
          AS YOU ALL SEE, YOU KNOW, WHEN WE HAVE THE BUDGET CONVERSATIONS EVERY YEAR WE'RE TALKING ABOUT THE INCREASES AND THE HEALTH BENEFIT COSTS, THAT'S SOMETHING THAT WE CAN'T REALLY ESCAPE IF WE WANT TO OFFER THE BENEFITS SO THE ONLY WAY WE CAN ESCAPE THAT IF WE CHANGE THE BENEFIT OPTIONS. 
          THANK YOU. 
          >> CHAIR: THANK YOU DOMINICK AND MISS NOLAN VERY IMPORTANT POINTS AND THINGS TO THINK ABOUT FOR SURE. 
          ON TO MISS GREEN. 
          >> THANK YOU. 
          >> AND THANK YOU, CHAIR. 
          THANK YOU FOR THE WORK YOU DID ON THE COMPENSATION STUDY IT IS ALWAYS EXTREMELY INTERESTING TO SEE WHEN THE NUMBERS COME IN SO THANK YOU VERY MUCH, WE APPRECIATE IT. 
          I BELIEVE MY QUESTION WAS VERY SIMILAR TO MISS NOLAN I WANTED TO KNOW THE REASONING BEHIND THE GROUPS SELECTED AND I BELIEVE MR. TURNER DID ANSWER THAT WITH THE LEVELING OFF AROUND THE 20-YEAR MARK. 
          WAS THERE ANY OTHER REASONING FOR ANY OTHER CATEGORY THAT WAS PICKED OR WAS THAT THE MAIN REASON FOR THE MAJORITY OF THEM? 
          >> THE REASONING FOR WHY THE PARTICULAR JOB TITLES WERE CHOSEN? 
          >> CORRECT, CORRECT. 
          >> WE WORKED TOGETHER ON THAT AND MR. DUMPER AND DR. WILKINS AND MY TEAM HERE. 
          THE GOAL WAS TO HAVE A DISTRIBUTION OF POSITIONS THROUGHOUT THE DIFFERENT JOB FAMILIES AND OCCUPATIONAL GROUPS. 
          WE HAVE A STRONG FOCUS ON THAT SUPPORT STAFF SCHEDULE. 
          THE SUPPORT STAFF AREA. 
          AND THE ASSISTANT PRINCIPALS WERE CHOSEN BECAUSE COMING OUT OF LAST YEAR'S STUDY, LOOKING AT PRINCIPALS YOU ASKED TO INCLUDE THE ASSISTANT PRINCIPALS THIS YEAR, THAT'S THE REASON WHY. 
          ANYTHING WOULD YOU LIKE TO ADD? 
          >> AND THERE WAS A HIGH CONCENTRATION ON THE SUPPORT SIDE. 
          WHEN WE LOOKED AT COMPARISON THE SUPPORT SIDE, IT LOOKED TO BE BEHIND OTHER JURISDICTIONS THAT'S WHY WE WANTED TO TAKE THE STUDENT TOO ADDRESS OUR SUPPORT SIDE AND WITH THE APS WE LOOKED AT PRINCIPALS LAST YEAR. 
          WE SAW APS NEEDED TO BE ADDRESSED AS WELL. 
          >> THANK YOU. 
          >> I WANT TO THANK EVERYONE WHEN I WAS ON THE BOARD WE WERE ACTUALLY ASKING FOR THIS I WAS TOLD IT WAS JUST TOO HARD. 
          AND SO. 
          I WANT TO DRAW ATTENTION TO THE HOLD STEP THING. 
          I NEVER UNDERSTOOD IT. 
          I HOPE THAT WE CAN MAKE THAT A THING OF THE PAST AT SOME POINT I JUST DON'T GET IT AND THEN I AM REALLY INTERESTING IN THE IDEA OF ENGAGING THE STAFF ABOUT THE BENEFITS, WE HAVE TALKED FOR YEARS THE WHOLE TIME THAT ABOUT HOW WE HAVE BETTER BENEFITS BUT IF PEOPLE DON'T RECOGNIZE THAT. 
          THEY MAY NOT NEED THEM. 
          IF YOU HAVE, YOU KNOW A DUAL WORKING HOUSEHOLD AND THE INSURANCE IS NOT CRITICAL WE 
          [00:45:04]
HAVE TOO MUCH AND IN THE PAY. 
          WE DO HOPE THAT WE CAN I THINK THERE IS SOME OF THAT COULD SNOWBALL IN TERMS OF DECREASING THE COST FOR INSURANCE AS WELL. 
          THEY MAY -- AT ANY RATE THAT IS ONE OF THE THINGS I THINK THAT WE NEED TO LOOK AT THAT. 
          AND GIVE SOMETHING THEY'RE NOT VALUING AND LOSE PEOPLE BECAUSE WE'RE NOT GIVING THEM WHAT THEY DO VALUE. 
          >> AND ONE POINT AND THANK YOU FOR MENTIONING THAT. 
          YOU HAVE SOME CONTEXT ON WHAT WE WERE WORKING PREVIOUSLY. 
          ONE THING I DO THINK THAT IS IMPORTANT A LOT OF SCHOOL DIVISIONS ACROSS THE COUNTRY WERE DOING HOLD STEPS THAT WAS A COST SAVINGS. 
          AND TO TRY TO NOT HAVE THAT COMMITMENT AND FUNDING AND THIS HAPPENED IT WAS AROUND THE TIME I WAS HERE THE LAST TIME I BELIEVE THAT WE STARTED BRINGING IN THE DR. SHERMAN WAS THE SUPERINTENDENT. 
          IT WAS ABOUT 2010 PRIOR TO MY ARRIVAL BUT GOING THROUGH THAT AT THAT TIME. 
          THAT GIVES YOU CONTEXT WHY THAT WAS IN PLACE. 
          WHAT WE HAVE TO DO IS WHAT IS TYPICAL AND THE BEST STRATEGIES AVAILABLE NOW. 
          MAYBE GOING INTO ANOTHER RECESSION I DON'T KNOW WHAT THE FUTURE WILL HOLD. 
          WE ARE SUPPOSED TO ADJUST BASED ON, YOU KNOW, THE TIMES, THE SIGN OF THE TIMES. 
          I THINK THAT'S SOMETHING THAT WE ARE GOING TO HAVE TO WORK TOWARDS. 
          >> THANK YOU. 
          >>> MISS GREEN I SEE IS THAT DIDN'T GO DOWN. 
          SORRY I'LL TAKE IT DOWN. 
          >> MY APOLOGY. 
          >> ALL RIGHT WELL WITH THAT I THINK I'LL CHIME IN. 
          I THINK I WOULD SAY THE HIGHLIGHT OF THIS PRESENTATION FOR ME WAS THE NOTION OF A COMPENSATION PHILOSOPHY. 
          AND IT SEEMS TO ME THAT IF WE CAN GET TO THAT POINT AND WE HAVE SOMETHING TO ANCHOR OURSELVES ON THAT WOULD REALLY -- WE WOULD BE ABLE TO IMPLEMENT A LOT OF THE CHANGES THAT WE'RE SAYING WE WANT TO SEE SO THAT WAS, YOU KNOW I NEVER HEARD OF THAT BUT YOU KNOW LOOKING AT THAT SEEMS VERY POWERFUL. 
          IF WE CAN GET IN THAT DIRECTION GET A TOE WHERE WE WANT TO BE FOR SURE. 
          THANK YOU FOR JOINING US. 
          I THINK THAT'S YOUR PART HERE SO UNLESS YOU WANT TO HANG OUT FOR US FOREVER TONIGHT. 
          >> I DID WANT TO MENTION IN THE WITH REGARD TO THE COMPENSATION PHILOSOPHY THAT YOU HAVE A -- A NEW AND VERY TALENTED AND EXPERIENCED COMPENSATION DIRECTOR WHO I FEEL IS WELL EQUIPPED TO HELP YOU IN THAT DIRECTION. 
          >> WAVE SO EVERYONE CAN SEE. 
          THANK YOU. 
          >> YOU HAVE SAID YES. 
          THANK YOU FOR THAT. 
          WE CAN MOVE ON. 
          >> TURN THINGS OVER TO MR. TURNER INTO THE BENEFITS PORTION OF THE PRESENTATION. 
          >> I WILL NOT TAKE THAT TIME SINCE WE HAVE SPOKEN ABOUT THE BENEFITS HERE A LOT ALREADY. 
          BUT THE NEXT SLIDE, SUSAN. 
          SO AS WE WERE SAYING, THE EMPLOYEE BENEFITS ARE THE OTHER PART OF COMPENSATION. 
          WE HAVE THREE PLANS HERE IN ACPS, UNITED HEALTH CARE, KAISER AND WE HAVE THE HIGH DEDUCTIBLE PLAN THAT IS OFFERED I HAD UNITED HEALTH CAREMENT WE PROJECTED THAT OUR HEALTH CARE BENEFITS WILL INCREASE AGAIN THIS YEAR AND WE BASED IT AGAIN EVERY YEAR ON THE HISTORICAL ANALYSIS OF THE INCREASES SO WE HAVE SHOWN 8.5% INCREASE FOR THE HEALTH BENEFITS. 
          WE WILL REVISE THIS IN THE SPRING ONCE WE HAVE OUR CONSULTANT TAKE A DEEPER DIVE INTO NUMBERS FOR US. 
          [00:50:01]
FINGERS CROSSED WE WOULD LIKE TO SEE IT GO DOWN LIKE LAST YEAR BUT BASED ON THE NUMBER OF CLAIMS THAT WE HAD AND CONSIDERING WE'RE IN A PANDEMIC, YOU KNOW, I WOULD NOT GET MY HOPES UP THAT WE HAVE OVERPROJECTED. 
          NEXT SLIDE, PLEASE. 
          THIS COMES FROM THE STUDY WE DID IN 2018 WHERE WE HAD AON CONSULTANT DO A STUDY ON HOW THE PLANS COMPARED TO OTHER SURROUNDING JURISDICTIONS. 
          AND WHAT IS IMPORTANT TO KNOW ABOUT THE WE HAD FIXED COSTS AND VARIABLE COSTS BE WITH YOU GO SEE THE DOCTOR, ER, URGENT CARE THOSE ARE THE VARIABLE COSTS. 
          THE MORE YOU USE IT THE GREATER THE BENEFIT COST IS GOING TO BE WHERE THE FIXED COSTS ARE THE PREM YUMS -- PREMIUMS WHAT EVERYONE PAYS TWICE A MONTH IN THE PAYCHECK. 
          AS HEATHER SAID, WE HAVE TWO DIFFERENT BANDS, WE HAD THE 90/10 FOR SUPPORT STAFF AND 80/20 FOR EVERYONE ELSE. 
          HISTORY WHY THAT WAS DONE, THAT WAS TO PUT MORE NUMBER IN THE POCKETS OF THE SUPPORT STAFF WHERE THEY ARE ON THE PAY SCALE THERE TO BE ABLE TO HELP THEM OUT THERE. 
          AS YOU SEE THE PREMIUM HAS INCREASED A LITTLE BIT OVER THE LAST TWO YEARS BUT WE'RE STILL WAY BETTER OFF IN OUR SURROUNDING JURISDICTIONS. 
          THE NEXT SLIDE, PLEASE, THIS GIVES US THE PLANNED OPTIONS FOR THE PPO PLAN THAT WE HAD COMPARED TO THE OTHER JURISDICTIONS. 
          AGAIN OUR OPTIONS ARE, YOU KNOW FAR EXCEEDS US SURROUNDING JURISDICTIONS WHEN IT COMES TO WHAT WE HAVE TO PLAY AND WHERE WE GO AND SEE A DOCTOR. 
          THE NEXT SLIDE, PLEASE. 
          SO THE LAST THREE SLIDES HERE ARE JUST AN EXAMPLE AGAIN AS THE PRESENTATION IS ABOUT COMPENSATION. 
          AND THIS IS JUST AN EXAMPLE OF SOME OF THE DIFFERENT EMPLOYEE GROUPS OF WHAT THEIR PAY WILL BE LIKE NEXT YEAR IF WE GIVE EVERYONE A STEP SO FOR SUPPORT STAFF. 
          LOOKING AT A BUS DRIVER AND THEN AS YOU KNOW BUS DRIVERS, YOU KNOW, WE'RE TRYING TO CORRECT THEIR SALARY SCALE SO THEY'RE GOING TO SEE THE BIGGEST INCREASE AND THEY GET THE STEP PLUS YOU KNOW CORRECTING OF THE SALARY SCALE. 
          THEY SEE A INCREASE NEXT YEAR OF 7.7. 
          NEXT SLIDE WITH THE TEACHERS YOU SEE FROM 20-21 NO INCREASE IN THE GROSS PAY BECAUSE WE DIDN'T OFFER STEPS IN THE CURRENT FISCAL YEAR. 
          BECAUSE BENEFITS WERE PROJECTED TO INCREASE, THEY WOULD HAVE SAW A NEGATIVE TAKE HOME IN THE PAY THAT'S WHY TOMORROW IF YOU DIDN'T GET AN MRA YOU SHOULD GET 158-DOLLAR PAYMENT TOOM AND THEN NEXT YEAR, CAN WE GO BACK A COUPLE OF SLIDES, PLEASE. 
          FOR THE TEACHERS GIVING THEM THE STEPS THIS YEAR THEY WILL SEE OVER A 3% INCREASE IN THE NET PAY FOR NEXT YEAR AND GO TO AN ADMINISTRATIVE HERE THE ELEMENTARY SCHOOL TEACHER AND TRY TO RECTIFY THEIR SALARY SCALE SO THEY WOULD SEE ABOUT A 7% INCREASE IN THEIR PAY GOING INTO NEXT YEAR. 
          I DO WANT TO JUST LET EVERYONE KNOW THAT IS WATCHING THIS, THESE ARE JUST EXAMPLES. 
          NONE OF THESE EXAMPLES TAKE INTO ACCOUNT ANYONE'S INDIVIDUAL TAX SITUATION. 
          IF YOU CHOSE A DIFFERENT BENEFIT THEN YOUR NET PAY WILL LOOK DIFFERENT SO THESE ARE JUST EXAMPLES TO GIVE PEOPLE AN IDEA OF WHAT IT WOULD LOOK LIKE NEXT YEAR IF WE'RE ABLE TO GIVE EVERYONE A STEP. 
          SO DON'T LOOK AT THIS AND WONDER WHY YOU DON'T HAVE THE SAME NET PAY AS ON THE EXAMPLES. 
          AND THAT'S IT FOR MY PRESENTATION. 
          I WILL OPEN UP TO QUESTIONS. 
          >> ALL RIGHT. 
          SO WE'RE OPENING UP TO QUESTIONS FROM THE BOARD. 
          DOCTOR? 
          >> MR. TURNER FOR THE PRESENTATION, IT WAS A LITTLE UNCLEAR TO ME ABOUT 
          [00:55:02]
YOU MADE THE RECOMMENDATION FOR THE MRAS FOR THE SELECT GROUPS, IT SOUNDS LIKE WE'RE CONTINUING WITH THOSE BUTS WHAT ARE THE CHANGES WE'RE MAKING FOR ARE WE MODIFYING THE SALARY RANGE WHAT OTHER CHANGES WILL WE MAKE ARE THERE ANY OTHER CHANGES TO THE STEP INCREASE? , WE STILL HAVE TO WORK WITH HR TO LOOK AT WHAT ARE GOING TO BE THE CHANGES FOR THOSE EMPLOYEE GROUPS AGAIN BECAUSE WE LOOKED AT SEVERAL DIFFERENT JOB CLASSES THIS YEAR VERSUS THE FIVE OR SIX THAT WE LOOKED AT LAST YEAR. 
          THERE IS VARYING DEGREES OF WHAT I BELIEVE ARE -- SHOULD BE DONE. 
          BASED ON THE RESULTS HAS PROVIDED US. 
          AGAIN SOME OF THE POSITIONS DON'T NEED ANYTHING THEY ARE COMPETITIVE. 
          SOME OF THE POSITIONS ARE COMPETITIVE AT THE START. 
          SOME OF THEM AREN'T COMPETITIVE AT THE TOP OF THE SCALE SOME OF THEM ARE COMPETITIVE AT ALL. 
          AND THE WHOLE SCALE NEEDS TO BE ADJUSTED. 
          WORKING WITH HR WHAT IS THE BEST PATH FORWARD DO WE WANT TO ADD STEPS TO THE TOP OF THE SCALE. 
          DO WE WANT TO ELIMINATE STEPS AT THE BOTTOM PROVIDE MRA OR WHAT. 
          WE'RE WORKING WITH HR TO DETERMINE WHAT IS THE BEST PATH FORWARD RIGHT NOW. 
          >> SO THAT WOULD BE FOR THE 26 JUST THE 26 JOBS YOU LOOKED AT THIS YEAR. 
          I TRUST THAT AT SOME POINT YOU UPDATE US ON WHAT YOU DECIDED TO DO? 
          >> YES. 
          WE WILL BE UPDATING. 
          SPECIFICALLY WHAT WE WANT TO TRY TO LOOK AT ARE THE EMPLOYEE GROUPS FROM THE COMPENSATION STUDY WHERE YOU SEE ACROSS THE BOARD THERE IS AND A DISCREPANCY AND ALIGNMENT AND THE WHERE WE WANT TO START. 
          AND WE DO WANT TO LOOK AT YOU KNOW SOME OF OUR EMPLOYEE GROUPS WHERE WE COULD COLLAPSE YOU KNOW AT THE THE STEPS AND ADD TOES TAIL END IT IS JUST GOING TO HAVE TO BE SOME ADDITIONAL ANALYSIS LOOKING AT HOW MANY OF THE STAFF ARE PLANNING IN THAT GROUP OR CLOSE TO RETIREMENT AGE AND THINKS OF THAT NATURE. 
          SO THAT WE CAN DETERMINE IF IT IS GOING TO BE FEASIBLE. 
          IF WE'RE IN A SITUATION THIS IS A HYPOTHETICAL BECAUSE WE HAVEN'T DONE THIS ANALYSIS OR COMPLETED IT YET. 
          IF WE HAD A SICKS WHERE WE WERE LOOKING AT AN EMPLOYEE GROUP THAT WAS SOON GOING TO BE RETIRING, WE WOULD NOT ADD ALL THE STEPS WHEN WE'RE GOING TO HAVE TO GO AND NOT DO SOMETHING TO THE FRONT END WHEN WE KNOW WE HAVE TO HIRE A BUNCH OF PEOPLE 2 TO THREE YEARS FROM NOW. 
          WE HAVE TO LOOK AT SCENARIOS TO DETERMINE THE STRATEGY SO WE'RE NOT TRYING TO FIX SOMETHING AND A PROBLEM WITH REGARDS TO RECRUITMENT AND VICE VERSA. 
          WE DON'T WANT TO INVEST IN THE FRONT ED AND THE MAJORITY OF THE GROUP IN THE MIDDLE AND WITH US FOR THE NEXT 20 YEARS. 
          HOPEFULLY WE RETAIN THEM OVER THE NEXT 20 YEARS. 
          WE'LL WANT TO INVEST IN THAT PARTICULAR EMPLOYEE GROUP. 
          THOSE SCENARIOS CAN CHANGE DEPENDING ON WHAT THE DEEPER ANALYSIS WILL LOOK LIKE. 
          GREAT SO IF THERE AREN'T ANY OTHER QUESTIONS WE CAN MOVE ALONG IN THE MEETING AND I'LL TURN IT BACK OVER TO DOCTOR HUTCHINGS. 
          >> I MEANT TO MENTION THIS MISS ANDERSON SAUKED ABOUT THE BENEFITS. 
          ONE THING THAT IS IMPORTANT FOR TO US LOOK AT MAY NOT HAVE BEEN MISS ANDERSON ABOUT THE PPO AND WE MAY WANT TO -- WE HAVE TO BE CAREFUL BECAUSE OUR CURRENT STAFF, MANY ARE KIND OF LIKE FAITHFUL THIS IS MY INSURANCE, THIS IS MY DOCTOR I DON'T WANT TO LEAVE THIS NETWORK. 
          WE HAVE TO BE CAREFUL WHEN MAKING KIND OF ADJUSTMENTS TO SOME OF THOSE BENEFITS BECAUSE THERE ARE WHETHER PEOPLE HAVE CERTAIN EXISTING CONDITIONS OR CERTAIN MEDICAL DOCTORS THEY HAVE BEEN WORKING WITH THAT DOES HAVE AN IMPACT THAT IS SOMETHING THAT HE WE WHEN YOU TALK ABOUT SHIFTING HAVING ONE MEDICAL PROVIDER PROVIDER OR HEALTH INSURANCE PROVIDER IT CAN BE VERY, VERY CONTROVERSIAL JUST BECAUSE THE CURRENT STAFF MEMBERS ARE A PART OF THE GROUPS. 
          IT IS DIFFERENT FOR SOMEONE COMING IN. 
          THAT'S ALL THEY WILL KNOW BUT SOME PEOPLE HAVE BEEN FAITHFUL TO THOSE, YOU KNOW 
          [01:00:04]
TO THAT PROVIDER AND THAT'S A REASON WHY WHEN WE START TO TALK ABOUT BENEFITS AND IT IS ALWAYS A VERY HEATED DISCUSSION AROUND -- AROUND THAT TOPIC BUT MR. TURNER, I SAW YOU UNMUTED, YOU MAY WANT TO ADD TO THAT. 
          >> I WAS JUST GOING TO SAY IT IS DEFINITELY A HOT PUT WON -- HOT BUTTON ISSUE WHEN WE ADDED A NEW PLAN, WE HAD A HEALTH BENEFITS COMMITTEE THAT COMPRISED STAKE HOLDERS ACROSS ACPS TO COME TO A DECISION ON WHAT THE BENEFIT CHANGES WOULD BE. 
          AGAIN, IT'S TOO PROVIDE SAVINGS ON ONE SIDE, TO PROVIDE EMPLOYEES WITH SOMETHING ELSE. 
          SO IF WE LOOK AT TRYING TO INCREASE THE PAY AND THEN MONEY IS SCARCE, YOU KNOW, WE CAN MAKE CHANGES TO THE PLAN OPTIONS SO LOWER OUR COSTS ON THE BENEFITS SIDE AND PROVIDE THE MONEY FOR SALARY INCREASES AS HEATHER SAID IN THE PRESENTATION IT IS ALL ABOUT THE COMPENSATION PHILOSOPHY AND UNDERSTANDING WHAT IS MORE IMPORTANT TO OUR EMPLOYEES, I WILL SAY A LOT OF TIMES IT IS DIFFICULT YOU END UP WITH AN EVEN SPLIT ON THOSE THAT WANT TO PAY VERSUS THAT WANT THE BENEFITS. 
          A LOT OF TIMES MAKING A DECISION AND YOU KNOW FOR WHAT WE BELIEVE IS THE BEST FOR THE ORGANIZATION. 
          YOU KNOW, WE HAVE A FAIRLY YOUNG STAFF WHEN YOU LOOK AT THE OVERALL AVERAGE AGE OF THE EMPLOYEES VERSUS OTHER ORGANIZATIONS. 
          IF YOU LOOK AT THE CITY OF ALEXANDRIA STAFF IT IS MUCH OLDER THAN OUR STAFF. 
          THEY MAY LEAN HEAVIER ON THE BENEFITS THAN OUR STAFF BUT YOU KNOW, KIND OF POLL YOUR STAFF TO KNOW WHAT IS IMPORTANT TO THEM. 
          WHAT IS IMPORTANT TO ME WHEN IT COMES TO COMPENSATION IS VASTLY DIFFERENT THAN WHAT MIGHT BE IMPORTANT TO THE SUPERINTENDENT OR DR. WILKINS OR ANYBODY. 
          >> I DO YOU WANT US TO SHIFT INTO THE NEXT ITEM? 
          >> ABSOLUTELY. 
          LET'S MOVE ON TO THE VIRTUAL UPDATE. 
          [2.	Update on Virtual PLUS+ and Phased Reopening: Transition Plan (documents added on 1/14/2021) ]
          >> SO SUSAN OR WHO IS -- THANK YOU. 
          AS WE BRING UP THE PRESENTATION I WANT TO START BY ANY CHANCE I GET THANKING THE STAFF. 
          THEY ARE WORKING TIRELESSLY AND TRUST ME EVERYONE I KNOW THAT YOU ARE WORKING HARD. 
          IN SPITE OF WHAT YOU MAY HEAR FROM PEOPLE ON THE OUTSIDE. 
          YOU KNOW THAT YOU ARE WORKING HARD EVERY DAY ON BEHALF OF THE STUDENTS AND THIS VIRTUAL PLUS WHEN WE EMBARKED ON THIS. 
          I MEAN IT WAS A HUGE TRANSITION FOR EVERYONE. 
          STUDENTS AND STAFF. 
          IN THE PAST MONTHS THEY HAVE REALLY ROSE TO THE OCCASION I WANT TO THANK THEM FOR ALL THE HARD WORK PA THEY HAVE DONE. 
          I WANT TO TODAY, I HOPE, CLEAR SOME OF, YOU KNOW, THE CONFUSION THAT I HEARD FROM E-MAILS WE HAVE GOTTEN IN REGARDS TO THE DECISION MATRIX AROUND THAT AS WELL AS HELP THE BOARD UNDERSTAND HOW WE'RE MOVING FORWARD IN SPITE OF NOT BEING ABLE TO OPEN OUR DOORS ON JANUARY 19TH AND WHAT THAT WORK LOOKS LIKE. 
          WE'LL START OFF WITH GOING RIGHT INTO OUR ESSENTIAL QUESTIONS AND I'M GOING TO HAND THINGS OVER SO WE CAN GET STARTED AND GO THROUGH OUR PRESENTATION AND ANSWER QUESTIONS FROM THE BOARD. 
          >> THANK YOU VERY MUCH. 
          GOOD EVENING MADAM CHAIR AND VICE CHAIR AND DOCTOR, ARE YOU CORRECT. 
          I THINK IT IS THE ESSENTIAL QUESTIONS WERE SET UP TO CLARIFY THE CONFUSION THAT MAY BE, WE HAVE 7 QUESTIONS THE FIRST IS WHAT IS THE GUIDAN THAT WILL INFORM THE DECISION MAKING PROCESS FOR BRINGING STUDENTS BACK TO THE HYBRID LEARNING MODEL. 
          AND HE JUST INDICATED WE WERE PROVIDE MORE INFORMATION ON THE BACK INTO THE SYSTEM AS WELL AS WHAT IS THE STAFF AND STUDENT'S ABILITY TO RETURN. 
          OUR PRINCIPALS ARE WORKING IN THE AREA WILL HEAR ABOUT WHAT IS OCCURRING IN THAT AREA. 
          WE'LL HAVE A MODEL. 
          WHAT WILL BE IMPLEMENTED IN PROFESSIONAL LEARNING TO ENGAGE AND BUILD THE SKILL SET TO BE SUCCESSFUL IN THE MODEL. 
          IN ADDITION TECHNOLOGY, WHAT TECHNOLOGY TOOLS WILL SUPPORT TEACHING AND LEARNING WITHIN OUR HYBRID MODEL. 
          FINALLY WELL END WITH HOW WILL THE FACILITY PROCESSES AND SAFETY MEASURES BE. 
          [01:05:04]
          >>> EMPLOYMENTED OVER THE NEXT FEW MONTHS. 
          YOU HAVE SEEN THE SLIDE BEFORE BUT WE WANT TO CONTINUE TO PRESENT IT BECAUSE IT MEANS A LOT TO US AND THE WORK THAT'S BEING ACCOMPLISHED HERE IN THE -- WITHIN THE SCHOOL DIVISION. 
          WE WANT TO RESTATE AGAIN THAT THE WORK THAT IS BEING GUIDED BY THE PUBLIC HEALTH EXPERTS FROM THE CDC, WE'RE GETTING A LOT OF INFORMATION FROM THE CDC AND LATER TONIGHT, AGAIN YOU WILL HEAR FROM OUR DIRECTOR OF THE ALEXANDRIA HEALTH DEPARTMENT DR. STEVEN HERRING WHO WILL PROVIDE INFORMATION TO US. 
          WE'RE ENHANCING THE VIRTUAL INSTRUCTION MODEL. 
          WE HAVE A LOT OF FEED BACK FROM THE FAMILIES IN THE COMMUNITY, THEY ARE ENGAGING IN THE VIRTUAL MODEL. 
          WE WANT TO HIGHLIGHT THAT THE PLAN THAT WAS APPROVED BY THE SCHOOL BOARD IS STILL BASED UPON THE FACTORS THAT ARE LISTED HERE. 
          STAFFING, BUILDING CAPACITY THE HEALTH METRICS AND DECISION MATRIXS. 
          WE LEAVE THE GUIDING PRINCIPALS UP. 
          THEY BUILD COLLABORATION. 
          ENSURING COORDINATION AND THEY DO GUIDE A LOT OF WHAT IS OCCURRING, WHAT IS BEING DEVELOPED AS WELL AS MANY OF THE DISCUSSES WITH MANY GROUPS. 
          WE WANT TO HAVE THOSE IN THE FOREFRONT OF THE WORK. 
          >> I SEE DR. IS HEAR. 
          I THINK HE WILL. 
          WE'LL TURN IT OVER TO THE DOCTOR. 
          >> AND THE DIRECTOR OF THE ALEXANDRIA HEALTH DEPARTMENT. 
          THANK YOU FOR HAVING ME HERE. 
          THE UPPER LEFT OF THE SLIDE HERE TALKS ABOUT THE DIFFERENT CATEGORIES THAT THE CDC PROVIDES IN THEIR CDC SCHOOL METRICS DECISION. 
          YOU CAN SEE THAT RANGES IN THE GREEN FROM LOWEST TO HIGH HIGHEST RISKIST IT DOES NOT SAY SEF GRADATION OF RISK. 
          WHEN YOU LOOK AT THE LOWER LEFT. 
          THOSE ARE THE CORE INDICATORS. 
          THE TWO CORE INDICATORS ONE IS THE TOTAL NUMBER PER 100,000 PERSONS IN THE PAST 14 DAYS. 
          THAT NUMBER THERE IS 678. 
          TO GIVE YOU AN ITEM TO GO FROM THE HIGHER RISK TO THE HIGHEST RISK, THE THRESHOLD IS 200. 
          WE'RE MORE THAN TRIPLE THE THRESHOLD TO GET THE HIGHEST RISK. 
          THE OTHER CORE INDICATOR IS THE PERCENT OF POSITIVE PCR TESTS THAT HAVE BEEN DONE IN THE PAST 14 DAYS. 
          YOU CAN SEE THAT'S 11.3%. 
          THE TRIGGER THE THRESHOLD FOR THAT IS ABOUT 8% TO GO -- EXCUSE ME. 
          10% TO GO FROM THE HIGHER TO THE HIGHEST. 
          WE'RE ABOVE THAT THRESHOLD. 
          THE COLUMN ON THE RIGHT ARE THE SECONDARY INDICATORS AND WE WATCHED THOSE AS WELL AS MANY OTHER THINGS ALEXANDRIA IS FALLING IN THE HIGHEST RISK AND A MODERATE RISK AND THEN A HIGHER RISK FOR THE CATEGORIES. 
          >> ON THAT NOTE THAT YOU ARE VERY MODEST I HAVE TO SAY THIS PUBLICLY I SAID IT WHEN THE GOVERNOR VISITED, WE'RE GRATEFUL AND THANKFUL FOR YOUR HARD WORK AND DEDICATION AND THE TEAM. 
          WE WERE ABLE TO GET THIS VACCINATION BEFORE MANY OF THE OTHER SCHOOL DIVISIONS BECAUSE OF THE HARD WORK YOU PUT FORWARD AND TH ADVOCACY AND WE'RE WORKING TO GET OUR BUILDINGS AS HEALTHY AND SAFE AS POSSIBLE. 
          IT GIVES US HOPE. 
          WE GOT THESE. 
          I GOT THE FIRST DOSE. 
          I FEEL GREAT TODAY. 
          MY ARM HURT YESTERDAY BUT I DID TAKE SOME -- I SAID ALLEVE, IT WAS ADVIL I WORKED OUT TODAY. 
          I RAN YESTERDAY SO I HAVE REALLY BEEN OKAY. 
          I HAVE NOT HAD ANY SYMPTOMS TO FLU-LIKE SYMPTOMS OR ANYTHING. 
          KNOCK ON WOOD I THINK I'M PAST THE TWO-DAY MARK I SHOULD BE GOOD TO GO. 
          I'M ENCOURAGING OUR STAFF AND THEY ARE ALREADY OUT THERE DOING THIS. 
          AND I JUST APPRECIATE THE ALEXANDRIA HEALTH DEPARTMENT FOR YOUR TIRELESSNESS AS WELL AS THE HOURS THAT YOU PUT IN TO MAKE THIS WORK AND MAKE IT LIKE A WELL-OILED MACHINE. 
          MANY DIVISIONS ACROSS -- NOT DIVISIONS BUT CITIES ACROSS THE COUNTRY, THEY'RE NOT HAVING THE PROCESS AS SMOOTH AS IT IS HERE. 
          I WAS ON A PANEL EARLIER TODAY WITH THE SUPERINTENDENT FROM 
          [01:10:02]
CALIFORNIA AND THEY SAID THE SETUP THE LINE SOMETIMES ARE YOU WAITING TO FOR SIX HOURS TO GET THE VACCINATION. 
          THEY MUST NOT HAVE THE APPROPRIATE SETUP IF PEOPLE ARE WAITING FOR SIX HOURS TO GET THE VACCINE. 
          I KNOW THAT OUR STAFF HAVE BEEN TALKING ABOUT THEIR TIME SLOTS AND THEY'RE GETTING THROUGH MANY ARE SAYING TEN MINUTES FROM THE TIME THEY ARRIVE TO THE TIME THEY LEAVE. 
          SO, THAT TAKE AS LOT OF PLANNING TO MAKE THAT POSSIBLE. 
          I WANTED TO PUT THAT OUT THERE, DOCTOR, SO YOU KNEW HOW GRATEFUL WE ARE AND PEOPLE UNDERSTAND THAT YOU AND YOUR TEAM HAVE BEEN REALLY GOING ABOVE AND BEYOND THE CALL OF DUTY. 
          >> THANK YOU. 
          ACTUALLY THERE IS ONE MORE THING ON THE SLIDE I NEED TO TALK ABOUT I'M GLAD YOU TALKED ABOUT ALL THIS, WHAT COMES UP IN MY MIND IS COLLABORATION U IT HAS BEEN TWO WAYS WHAT ACPS HAS BEEN DOING WITH THE HEALTH DEPARTMENT HAS BEEN ABOVE AND BEYOND. 
          THE LOT LEFT IT SAYS THE ABILITY OF THE SCHOOL TO IMPLEMENT THE FIVE KEY MITIGATION STRATEGIES. 
          THAT'S NOT COLORED BECAUSE THOSE THINGS ARE ACTUALLY NOT SOMETHING ONE CAN REPORT ACROSS THE STATE. 
          ALL THE INFORMATION IS POSTED ON THE VIRGINIA DEPARTMENT OF HEALTH WEB SITE BUT THE FIVE KEY MITIGATION STRATEGIES WE'RE SEEING FROM THE HEALTH DEPARTMENT PERSPECTIVE THAT IF THIS WAS COLOR CODED THIS IS IN THE LAWEST RISK. 
          THIS IS THE GREEN. 
          THIS IS THE AREA THAT A SCHOOL SYSTEM HAS CONTROL OVER. 
          AND SO, I DO WANT TO REPORT THAT ALL THE THINGS THAT I'M HEARING FROM ACPS IN TERMS OF THE PLANS AND IMPLEMENTATION. 
          THEY ARE IN -- IN THE RIGHT AREA RIGHT DIRECTION AND IN TERMS OF CONTROLLING THE THINGS THAT ACPS CAN CONTROL. 
          >> I WANT TO GO INTO THE PHASED REENTRY TIME LINE. 
          THIS IS ANOTHER POINT OF CLARIFICATION SO EVERYONE IS AWARE OF HOW WE'RE MOVING FORWARD WITH THE FACT THAT DUE TO THE COMMUNITY TRANSMISSION RATES WE WERE NOT ABLE TO TRANSITION OUR FIRST GROUP OF STUDENTS ON JANUARY 19TH. 
          WE HAVE NOW COMBINED THE FIRST GROUP WITH THE SECOND GROUP TO BOTH START ON JANUARY 26TH. 
          SO LET'S PAY ATTENTION TO THE COLUMNS I WILL GIVE A OVERVIEW OF EACH. 
          YOU LOOK AT THE FIRST THAT SAYS TWO WEEKS CONFIRM AND UPDATE STAFF AVAILABILITY. 
          WHAT WE'RE DOING ON THESE DATES, WE'RE SHARING WITH THE STAFF TWO WEEKS PRIOR TO THE SCHEDULED RETURN FOR THAT PARTICULAR GROUP. 
          FOR OUR STAFF WHO WORK WITH STUDENTS WITH DISABILITIES IN GRADES K-5 AS WELL AS OUR ENGLISH LEARNER TEACHERS WORKING WITH STUDENTS IN K-5 FOR ENGLISH LEARNERS. 
          WE'RE REACHING OUT TO THEM TO MAKE SURE THEY HAVE A STUDENT ROSTER THAT INCLUDES THEIR STUDENTS THIS THEY HAVE BECAUSE OF PART OF THIS TRADITION WAS TO KEEP OUR STUDENTS AND STAFF TOGETHER SO GIVING THEM A ROSTERRER OF STUDENTS AND UNDERSTAND WHICH STUDENTS BASED ON THE FAMILY CHOICE DOCUMENT WOULD LIKE TO BE VIRTUAL AND WHICH STUDENTS HAVE OPTED TO RECEIVE THE HYBRID DELIVERY OF INSTRUCTION. 
          WE WERE AT THAT TIME REVISIT THE INTENT TO RETURN FOR THAT STAFF MEMBER. 
          AND WHAT WE'RE ASKING IS HAS SOMETHING CHANGED BETWEEN THE NOVEMBER DATE WHEN THEY INITIATED OUR INTENT TO RETURN FORM AND THAT DATE THEY RECEIVED THE ROSTER? THINGS THAT CAN ONLY CHANGE HAVE TO BE IN THE FIVE CATEGORIES. 
          YOU MAY NOT HAVE HAD A MEDICAL CONDITION TWO MONTHS AGO YOU DO NOW. 
          YOU MAY HAVE SOMEONE IN THE HOUSE THAT DIDN'T HAVE A MEDICAL CONDITION BUT HAS ONE NOW. 
          AND THEY HAD A MEDICAL CONDITION AND TWO MONTHS NOW THEY'RE GONE. 
          THEY ARE NOT IN THE HOUSE. 
          MAYBE SOMETHING HAPPENED. 
          YOU KNOW, NOT SOMETHING BAD I DIDN'T MEAN IT THAT DID NOT COME ACROSS RIGHT. 
          BUT THE THIRD AREA IS CHILD CARE, WE ASKED THE STAFF IF THEY HAD CHILD CARE ISSUES TO ADDRESS. 
          THE FOURTH IS DEALING WITH THEY MAY HAVE HAD A BIRTHDAY BECAUSE WE ALLOWED FOLKS WHO WERE 65 AND OLDER THEY MAY NOT HAVE BEEN ABLE TO COME BACK INTO THE SCHOOL BUILDINGS AND NOW THEY'RE 65 AND THAT MAY HAVE CHANGED. 
          AND THE FIFTH AREA FEAR OR ANXIETY. 
          THE GREATEST THING ABOUT THIS WE HAVE THE VACCINE THAT'S NOT THE END UP A BE ALL. 
          THE VACCINE IS NOT GOING TO TOMORROW ALL OF THE KIDS AND STAFF COME BACK TO SCHOOL, 
          [01:15:01]
WE HAVE GROUPS THAT WE GO THROUGH FOR EVERYONE TO HAVE THE VACCINATION IN THE FIRST PLACE BUT WHAT IT DOES BRING TO US IS HOPE AND IT MAY MIT MITIGATE SOME OF THE FEAR AND ANXIETY THAT WE KNOW CAME OUT OF THE INTENT THE FEAR AND ANXIETY WE DON'T HAVE A VACCINE THEY WERE TALKING ABOUT IT. 
          IT WAS NOT OFFICIAL. 
          NOW WE HAVE ONE. 
          SO THAT CAN MITIGATE THE FEAR AND ANXIETY THAT PEOPLE HAD PRIOR TO YOU KNOW RETURNING BACK TO THE BUILDING. 
          THE VACCINES THAT WE'RE ADMINISTERING TO THE STAFF THAT WE SHOULD SEE AN INCREASE ABLE TO RETURN AS WE MOVE FORWARD AND TRANSITION THROUGH THE WHOLE VACCINATION PROCESS. 
          THE NEXT IS PROVIDING A CLASS ASSIGNMENT AND COURSE SCHEDULE TO OUR HYBRID FAMILIES. 
          THESE ARE FAMILIES WHO OPTED TO HAVE THE LEARNING APPROACH. 
          WHAT WE'LL DO IS PROVIDE ON THESE DATES WE WILL PROVIDE THEM WITH THE SCHEDULE TO SAY THAT YOUR CHILD WILL BE REPORTING TO SCHOOL X ON TUESDAY, WEDNESDAY OR CHILD WILL REPORT TO SCHOOL Y ON THURSDAY AND FRIDAY. 
          SOP THAT THEY CAN HAVE THAT INFORMATION. 
          WE ARE TRYING TO KEEP OUR SIBLINGS ON THE SAME DAY SO THERE IS NOT A CONFLICT WHERE YOU HAVE ONE SIBLING ON TUESDAY AND WEDNESDAY. 
          ANOTHER ON THURSDAY AND FRIDAY. 
          WE'RE TRYING TO WORK THROUGH SOME OF THOSE THEY DON'T HAVE HOUSEHOLD ISSUES TRYING TO HAVE DIFFERENT DAYS OR TIMES TO REPORT. 
          THEY WILL GO OUT TO THE HYBRID FAMILIES BECAUSE THEY HAVE OPTED TO BE IN-PERSON ON TWO DAYS PER WEEK AND WE WANT TO MAKE SURE THEY ARE INFORMED ABOUT THAT. 
          THEY ARE GOING TO RECEIVE IN ADDITION TO THE SCHEDULE, WE'LL TALK ABOUT THIS LATER ON IN THE PRESENTATION THAT THEY'RE GOING TO RECEIVE THE STATUS OF THE TEACHER WHETHER THE TEACHER IS GOING TO BE IN ATTENDANCE OR NOT. 
          THAT'S WHY IT IS IMPORTANT TO SENDING THAT CLASS ASSIGNMENT OUT WE POLL THE TEACHERS, SOMETHING MAY HAVE CHANGED. 
          WE DON'T WANT FAMILIES TO GET WORKED UP OVER A TEACHER THEY WEREN'T GOING TO BE THERE AND NOW THEY ARE. 
          WE WANT TO GIVE THE MOST RECENT INFORMATION OUT TO THE FAMILY SO THAT ANYONE WHO WOULD LIKE TO MAKE A CHANGE THEY WILL GO INTO THE POWER SCHOOL AND MAKE A CHANGE. 
          THEY MAY HAVE DECIDED I THOUGHT I WANTED TO DO HYBRID BEFORE THE BREAK. 
          NOW I DON'T. 
          WE'RE GOING TO ASK THOSE FAMILIES IF THEY WANT TO MAKE A CHANGE TO THE OPTION. 
          THE THIRD COLUMN IS WITH THE COMMUNICATION TO THE STAFF AND FAMILIES AROUND OUR DECISION. 
          THIS IS WHY IT WAS IMPORTANT TO HAVE THE DECISION MATRIX SOMETHING THAT WAS SIMPLE TO FOLLOW HOW WE'RE MAKING OUR DECISIONS WITH REOPENING OUR SCHOOL BUILDINGS. 
          THAT'S ARE THE DATES THAT FAMILIES IN THE GROUPS WILL KNOW WHEN WHETHER OR NOT, EXCUSE ME, TRANSITION ON THAT DATE. 
          THE FINAL IS THE PHASED REENTRY DATE. 
          THE DATES HAVE NOT CHANGED EXCEPT FOR JANUARY 19TH. 
          WE COMBINED JANUARY 19TH AND THE 26TH GROUPS TOGETHER TO RETURN ON JANUARY 26TH BUT WE HAVE NOT AT THIS TIME PUSHED ANY OF THE OTHER GROUPS OUT, I KNOW THERE WERE QUESTIONS WITH US NOT HAVING THE JANUARY 19TH DATE AND DOES EVERY GROUP GET PUSHED OUT. 
          THE FIRST AND SECOND AT THIS TIME. 
          AND EVERY IF THERE IS AN ADJUSTMENT AND THAT ANNOUNCEMENT YOU WILL SEE IF THAT IS UPDATED LIKE YOU SEE RIGHT NOW ON THE DATES. 
          THIS IS GOING TO BE IMPORTANT FOR US TO KEEP THE COMMUNITY KIND OF INVOLVED AND ENGAGED SO THEY UNDERSTAND THE PROCESS. 
          NEXT SLIDE. 
          SO I WANT TO GO INTO THE DECISION MATRIX INDICATORS. 
          I WILL TURN THINGS OVER TO THE DOCTOR IN A MOMENT. 
          I WANT TO MAKE A POINT. 
          FIRST AND FOREMOST IT IS IMPORTANT FOR THE BOARD AND THE COMMUNITY TO KNOW THAT THE VDH PROVIDED GUIDANCE AND UPDATED AGAIN BACK IN OCTOBER AND THEN WE JUST GOT AN E-MAIL TODAY THAT IT IS UPDATED AGAIN. 
          SO WE'RE GOING TO MAKE UPDATES BASED ON THE INFORMATION THAT'S RELEASED TO THE COMMUNITY BUT THE MOST PART IT IS ALIGNED WITH THE DECISION MATRIX THAT WE HAVE SHARED WITH THE COMMUNITY AS WELL AS WITH THE BOARD IN THE PAST. 
          [01:20:01]
SO,IVE JUST WANTED TO MAKE IT CLEAR THE DECISION MATRIX YES THAT'S A NEW FEATURE THAT WE'RE SHARING OUT WITH THE COMMUNITY BUT IT WAS DEVELOPED USING ALL OF THE PREVIOUS DOCUMENTS AND GUIDELINES AND GUIDANCE THAT WE RECEIVED FROM THE VIRGINIA DEPARTMENT OF HEALTH, CDC AND THE ALEXANDRIA HEALTH DEPARTMENT. 
          THAT IS NOT KNEW. 
          THE PARTNERSHIP WITH THE ALEXANDRIA HEALTH DEPARTMENT, HAVE THE V IT IS PUT INTO THE MATRIX A VISUAL AND SIMPLIFIED. 
          I'M TURN THIS OVER TO THE DOCTOR SO HE CAN TALK ABOUT THE NEXT SLIDE WHICH DEALS WITH OUR CONSIDERATIONS FOR TRANSITIONING BETWEEN OUR SCHOOL INSTRUCTIONAL MODELS THAT SPECIFICALLY TALK ABOUT THE COMMUNITY TRANSMISSION COMPONENT OF THAT. 
          >> THANK YOU. 
          I'LL TAKE THE UPPER PORTIONS OF THIS SO THE HIGHEST IS DIVIDED INTO CRITERIA ON THE LEFT SIDE OF THE -- I TALKED ABOUT THE NUMBER OF NEW INFECTIONS PER 100,000% POSITIVITY. 
          COMING ACROSS YOU SEE THREE DIFFERENT COLUMNS. 
          BEFORE WE TALKED ABOUT THE CDC PROVIDING FIVE DIFFERENT CATEGORIES. 
          WHAT WE HAVE DONE. 
          WE HAVE MODELED THIS AFTER OTHER HEALTH DEPARTMENTS ACROSS THE COUNTRY AND THEN IN VIRGINIA DEPARTMENT OF HEALTH HAS ADOPTED SOMETHING SIMILAR, AS THE DOCTOR SAID. 
          THEY ARE PRESENTING SOMETHING EVEN NEWER SOON BUT FOR NOW WHAT WE'RE TALKING ABOUT. 
          WE HAVE COLLAPSED THE FIVE CATEGORIES INTO THREE CATEGORIES OF MODERATE RISK OR LESS. 
          HIGHER RISK. 
          HIGHEST RISK. 
          THE HIGHEST RISK THE FURTHEST TO THE RIGHT IS THE SAME AS THE CDC. 
          THE HIGHER RISK COMBINE A COUPLE OF THE DIFFERENT CATEGORIES FROM THE CDC MATRIX AND THEN THE MODERATE OR LOWER RISK COMBINE THE LOWER COLUMNS. 
          THEN WE LOOK AT THAT -- THAT'S THE LEVEL OF COMMUNITY TRANSMISSION THE UPPER BOX. 
          THE NEXT IS THE LEVEL OF SCHOOL IMPACT. 
          I'LL TAKE THE FIRST ROW OF THIS. 
          THE FIRST KRAY IS THE TRANSMISSION IN THE SCHOOL FACILITY. 
          THIS IS WHERE I'M UNDERSTANDING FROM THE VIRGINIA DEPARTMENT EVER HEALTH. 
          -- VIRGINIA DEPARTMENT OF HEALTH. 
          THEY WILL MANAGE IN TERMS OF THE FRAMING BUT THE IDEA IS THE SAME FROM A PUBLIC HEALTH PERSPECTIVE IT IS LOW IMPACT IF IT IS ZERO OR SPORADIC CASE A CASE HERE AND THERE THERE IS NO WIDE TRANSMISSION THROUGH THE SCHOOL. 
          THAT WOULD NOT CONCERN ME. 
          THERE COULD BE MEDIUM IMPACT IF THERE WAS A OUTBREAK AND THE SIZE OF THE OUTBREAK. 
          A OUTBREAK BY DEFINITION FOR COVID-19 IS 2 OR MORE. 
          IF 2 OR 3 WE MAY NOT BE CONCERNED MAYBE 5 OR 6 DEPENDING ON THE NUMBER OF PEOPLE WE'RE TALKING ABOUT. 
          WHAT THE DENOMINATOR MAY BE BUT THERE MAY BE SPORADIC OUTBREAKS OVER A PERIOD OF TIME. 
          THE FINAL CATEGORY FOR THE LEVEL OF SCHOOL IMPACT FROM A PUBLIC HEALTH PERSPECTIVE IS HIGH IF THERE WERE SEVERAL OUTBREAKS WITHIN THE SHORT PERIOD YOU HAVE TIME OR ONE OF THE OUTBREAKS WAS SIGNIFICANT IN TERMS OF THE PERCENTAGE OF STUDENT AND OR STAFF THAT WERE IMPACTED. 
          SO NOW I'LL DOCTOR DR. HUTCHINGS TAKE OVER THE LAST ROW. 
          >> CAN WE GO TO THE NEXT SLIDE I'LL TALK ABOUT THAT HERE. 
          SO SPECIFICALLY WHEN WE TALK ABOUT THE LEVELS OF SCHOOL IMPACT TO WHAT THE DOCTOR JUST SHARED. 
          WE HAVE TO LOOK AT THE STAFFING AND BUILDING CAPACITY. 
          DURING A NORMAL TYPICAL YEAR, RIGHT, OUR STAFFING AND BUILDING CAPACITY AT 75 TO 100%. 
          ANY AND EVERYONE CAN FIT INTO SCHOOL ALL AT THE SAME TIME, NO CDC REQUIREMENTS, YOU KNOW, EVERYONE IS AT WORK. 
          ALL THE DIFFERENT TYPES OF FACTORS COMING INTO THE NORMAL RANGE. 
          WE'RE NOT QUITE THERE YET. 
          I HOPE WE WILL GET THERE AT SOME POINT ESPECIALLY WITH THE VACCINATION THAT IS HAPPENING RIGHT NOW. 
          AND THE STRAINED LEVEL WE ARE AT STAFFING AT CAPACITY 50 AND 75%. 
          WE HAVE TO KEEP IN MIND WE CANNOT HAVE IT IN THE BUILDING BECAUSE OF THE GUIDELINES ON A GIVEN DAY. 
          THAT ALONE CAUSES US TO HAVE A STRAINED STAFF IN THE BUILDINGS. 
          IT'S WHY WE'RE BETWEEN 50 AND 75%. 
          THIS CAN VARY WHEN WE HOPE THE DOORS AND SEE THEM HAPPY OR IF THEY HAPPEN WITHIN THE 
          [01:25:03]
SCHOOLS, WE COULD SEE A VARIANCE AND THAT CAN VARY FROM CLASSROOM TO THE SCHOOL AS A WHOLE THAT'S SOMETHING WE HAVE TO MONITOR NOT FROM THE SCHOOL DIVISION LEVEL BUT EACH INDIVIDUAL SCHOOL LEVEL YOU SEE SCHOOLS AND OTHER DIVISION. 
          THEN WE GET CRITICAL WHEN WE ARE IN A SITUATION WHERE WE HAVE LESS THAN 50% OF OUR STAFF, LESS THAN 50% OF OUR BUILDING CAPACITY AVAILABLE AND FOR USE. 
          AND WE ARE AT A CRITICAL LEVEL THAT WILL HAVE A SIGNIFICANT IMPACT ON THE FACILITIES ON HEALTH SERVICES ON OUR INSTRUCTIONAL DELIVERY. 
          ON A SCHOOL KNEW TRISHAL, TRANSPORTATION, THE LIST IS ON AND ON BUT WE GET, WE COULD GET PONYINGLY INTO A CRITICAL RANGE AND IF WE WERE IN A SITUATION WHERE THEY WERE OPEN AND WE HAD A WIDE COMMUNITY SPREAD WITHIN A SCHOOL. 
          WE HAD TO CLOSE CLASSROOMS DOWN OR HALF OF THE SCHOOL DOWN. 
          THAT'S WHEN YOU GET INTO SOME OF THOSE CRITICAL RANGES. 
          IF YOU GO TO THE NEXT SLIDE HOW THEY COME TOGETHER IN THE DECISION MATRIX WHERE WE'RE TAKING OUR LEVELS OF SCHOOL IMPACT AS WELL AS OUR LEVEL OF COMMUNITY TRANSMISSION AND USING ALL OF THIS INFORMATION TO MAKE THE DECISION ON WHETHER WE'RE GOING TO HAVE A HYBRID MODEL IMPLEMENTED, MODIFIED OR A 100% VIRTUAL MODEL. 
          SO, LET'S TAKE TODAY, FOR EXAMPLE, AND WE KNOW THAT THE DOCTOR JUST WENT OVER THE LEVEL OF COMMUNITY TRANSMISSION AT THE START OF THIS PRESENTATION. 
          HE MENTIONED WE'RE AT THE HIGHEST RISK AS OF RIGHT NOW. 
          THIS IS UP TO DATE INFORMATION AS OF TODAY. 
          THE HIGHEST RISK. 
          WE'RE AT A STRAINED LEVEL WITH REGARDS TO THE SCHOOL IMPACT BECAUSE ONE, WE HAVE TO FOLLOW THE CDC GUIDELINES. 
          100% OF THE STAFF IS NOT AVAILABLE ALL AT ONE TIME. 
          WE DO HAVE TO ADHERE TO THE GUIDELINES. 
          WE'RE AT A STRAINED CAPACITY LEVEL IN REGARDS TO THE SCHOOL IMPACT. 
          WE'RE AT A STRAINED SCHOOL IMPACT LEVEL AND WE'RE AT THE HIGH ELF RISK FOR OUR COMMUNITY TRANSMISSION OUR DECISION AT THIS POINT IS 100% VIRTUAL. 
          NOW WHAT WE'RE HOPING TO SEE OVER TIME IS THAT THIS VACCINATION THAT IS OCCURRING WITH ALL THE DIFFERENT GROUPS AS WE ARE MOVING THROUGH THE GROUPS WE SHOULD SEE OUR COMMUNITY TRANSMISSION DECLINE OVER TIME AND SEE MORE STAFF MEMBERS BACK INTO BUILDINGS AND WE SHOULD SEE SOME OF THE CDC GUIDELINES CHANGING, YOU KNOW, IN THE FUTURE. 
          I DON'T KNOW WHEN THAT DAY WILL COME. 
          I WISH I COULD PREDICT I WOULD BE A BILLIONAIRE IF I COULD, ALL THOSE FACTORS HAVE AN IMPACT NOT ONLY IN THE SCHOOL BUT THE COMMUNITY TRANSMISSION WHICH HELPS TO US MAKE OUR DECISION IN REGARDS TO THE METHOD OF INSTRUCTION. 
          I WANT TO GO THROUGH EACH OF THE DIFFERENT PHASES BECAUSE THERE WERE SOME QUESTION WAS IS BEHIND. 
          MODIFIED HYBRID AND 100% VIRTUAL. 
          FIRST LOOK AT THE HYBRID. 
          THIS IS A SLIDE THAT YOU HAVE SEEN BEFORE. 
          SPECIFICALLY IT LAYS OUT -- THE NEXT SLIDE. 
          SO, THIS SHOWS WHAT YOU A TYPICAL WEEK LOOKS LIKE FOR STUDENTS AND STAFF AND WHEN A STUDENT IS A HYBRID STUDENT THAT MEANS TWO DAYS PER WEEK THEY ARE IN-PERSON. 
          THEY WILL BE IN-PERSON ON A TUESDAY-WEDNESDAY OR IN-PERSON ON A THURSDAY-FRIDAY. 
          RIGHT. 
          WE HAVE A GROUP OF STUDENTS WHO HAVE SELECTED TO REMAIN 100% VIRTUAL. 
          THEY WILL BE VIRTUAL. 
          MONDAY THROUGH FRIDAY AS YOU KNOW MONDAYS ARE OUR ASINK SINK ROW NEWS DAYS. 
          PLANNING DAY. 
          LEARNING FOR THE TEACHERS AND OFFICE HOURS. 
          AND FOR OUR TEACHERS THAT WE WANT TO HAVE IN THE SCHEDULE IS GOING TO REMAIN. 
          THIS IS WHAT IT WILL LOOK LIKE WHEN WE GO TO THE BEHIND APPROACH. 
          A MODIFIED HYBRID THAT'S THE NEXT SLIDE. 
          THIS GIVES YOU AN IDEA OF WHERE THE PRIORITIZATION ARE. 
          WE STARTED THE PROCESS IN JULY WHEN WE HAD DISCUSSIONS ON HOW DO WE TRANSITION OUR KIDS BACK INTO SCHOOL BUILDINGS AND WE START TO SET UP THE PRIVATIZATION MATRIX THAT ALLOWED US TO FOCUS ON THE SPECIFIC STUDENT GROUP S THAT WE KNOW ARE MOST VULNERABLE, THE STUDENT GROUPS HAVE CHILD CARE ISSUES OR FAMILIES HAVE ISSUES AND THE GROUPS THAT WE KNOW HAVE SOME VULNERABILITY AS WELL. 
          IF WE'RE IN A SITUATION WHERE WE'RE NOT ABLE TO TRANSITION INTO A MODEL WE'RE GOING TO HAVE TO START LOOKING AT GROUPS THAT WE TRANSITION IN. 
          AND THE PREK THROUGH 3RD GRADE STUDENTS. 
          WE WANT TO START LOOKING AT OUR ACADEMICALLY VULNERABLE STUDENTS AND THAT'S PREK-12. 
          [01:30:04]
THERE IS A POPULATION OF STUDENTS WHO ARE HAVING SIGNIFICANT ACADEMIC CHALLENGES AND SOCIAL AND EMOTIONAL CHALLENGES THAT WE WANT TO MAKE SURE WE'RE ABLE TO ADDRESS. 
          IT IS GOING TO DEPEND ON WHY WE ARE AT A MODIFIED LEVEL. 
          WHAT IS THE CAUSE TO GIVE A CLEAR LAY OUT HOW THE TIME LINES WILL CHANGE BUT I WANTED TO MAKE SURE THAT THE COMMUNITY WHO ARE THE STUDENT GROUPS THAT YOU WILL FOCUS ON IN THE MODIFIED HYBRID. 
          WE WANTED TO MAKE SURE WE WERE SHARING WHO THE GROUPS ARE. 
          SPECIAL EDUCATION. 
          EL, ENGLISH LEARNERS. 
          PREK THROUGH 3RD GRADE AND THOSE ACADEMICALLY VULNERABLE STUDENTS. 
          THE NEXT. 
          THIS IS JUST OUR SCHEDULE THAT EVERYONE IS FAMILIAR WITH. 
          THEY ARE VIRTUAL NOW I WILL NOT REHASH THIS BUT TO GIVE A CLEAR UNDERSTANDING AROUND EACH ONE OF THESE. 
          SO. 
          >> THANK YOU, DOCTOR. 
          >> I WANT TO PROVIDE A QUICK HIGH LEVEL OVERVIEW OF THE FAMILY CHOICE FORM THAT WAS COLLECTED ACROSS THE DIVISION IN DECEMBER. 
          BEFORE WE GET INTO RESULTS I WANT TO GO OVER WE HAD OVER 12800 FAMILY CHOICE FORMS FOR STUDENTS THROUGHOUT THE DIVISION WHICH REPRESENTS 83% OF ALL STUDENTS AND THAT IS NOT SOMETHING THAT WAS ACHIEVED THROUGH A PASSIVE STANCE THAT WAS A PRO OF PROACTIVE OUTREACH CENTRALLY AND FROM THE SCHOOLS COMMUNICATING WITH SCHOOLS AND DO WHAT WE CAN TO SUPPORT FAMILIES AND MAKING THE BEST DECISION FOR THEM IN THIS INSTANCE. 
          TO GET INTO RESULTS YOU SEE ON THE LEFT-HAND SIDE THERE, WE HAD APPROXIMATELY 60% OF STUDENTS FALLING WITHIN THE VIRTUAL REALM AND 41% OPTING INTO HYBRID AND IT IS NOTED THAT THE VIRTUAL 60% DOES INCLUDE THE 17% WHO WERE UNABLE OR CHOSE NOT TO COMPLETE THE FORM. 
          WEAN WE SEGREGATED THE GROUP RESULTSS IN THE GROUPS WE SAW A DIFFERENCE RACE AND ETHNICITY OF THE SELECTION WITH A HIGH OF 53% OF WHITE STUDENTS BEING OPTED INTO THE HYBRID MODEL AND A LOW THERE OF 27% AMONGST THE BLACK AND AFRICAN-AMERICAN STUDENTS WHEN WE LOOKED AT THOSE RESULTS BY SPECIAL PROGRAM IN TERMS OF TALENTED, GIFTED. 
          ENGLISH LEARNER AND DISABILITIES WE DIDN'T SEE MUCH SIMILAR ANCE FROM THE OVERALL DIVISION AVERAGE BUT YOU CAN SEE THE TALENTED AND GIFTED THE HIGH OF 45%. 
          AND DISABILITIES THE LOW OF 39% BUT ALL LARGELY AROUND THAT DIVISION AVERAGE OF 40%. 
          NEXT SLIDE. 
          FURTHER WE DID SEE A CLEAR PATTERNS EMERGE WHEN WE LOOKED AT THE RESULTS BY GRADE LEVEL. 
          CAN YOU SEE HERE CLEAR PREFERENCE -- OR INCREASED PREFERENCE FOR OUR FAMILIES FOR OUR YOUNGEST LEARNERS AND THE HIGH OF 50% AND THE KINDERGARTEN STUDENTS FOR THE HYBRID MODEL AND CAN YOU SEE THAT INCREMENTALLY DECREASE AS YOU GO UP THE GRADE LEVELS TO A LOW OF 29% FOR THE SENIORS. 
          WE DID SEE WIDE VARIANCE ACROSS THE INDIVIDUAL SCHOOLS. 
          AND IN TERMS OF THE HYBRID SELECTION WITH GEORGE MASON BEING A HIGH AT 68% OPTING INTO THE HYBRID MODEL. 
          THE LOW THAT YOU CAN SEE THE PATRICK HENRY AT 26% AND A HIGH LEVEL OVERVIEW. 
          THE ADMINISTRATORS AND CENTRAL OFFICE STAFF HAVE BEEN WORKING THROUGH THE DATA AT A GRANULAR LEVEL OVER WINTER BREAK AND SINCE THE CLOSE OF THE FAMILY CHOICE FORM BEFORE WINTER BREAK TO BEST INFORM THE -- FORM THE TRANSITION TO HYBRID. 
          >> DR. WILKINS. 
          >> THANK YOU. 
          >>> GOOD EVENING BOARD MEMBERS THE CHIEF OF STAFF AND OVER SEEING HR. 
          [01:35:01]
THE PLAN TO HIRE CLASSROOM MONITORS. 
          THE PERSONS ARE THE ADULTS IN THE CLASS WITH THE STUDENTS WHILE THE TEACHER IS VIRTUAL. 
          THE STAFFING PLAN AND OUR DIRECTOR OF RECRUITMENT AND RETENTION WILL REVIEW THE COST AND FUNDING FOR THE POSITIONS. 
          WE WORK WITH THE GREAT ROCK STAR PRINCIPAL TO DRAFT THE JOB DESCRIPTION THAT FIT WAS THEY NEED FOR THE ROLE. 
          I STRESS THAT THE CLASSROOM MONITOR ROLE IS NOT A SUBSTITUTE TEACHER BUT A CLASSROOM MONITOR. 
          THE VIRTUAL TEACHER REMAINS THE CLASSROOM TEACHER, THE INSTRUCTION IS PROVIDED ONLINE OR VIRTUALLY WHILE THE MONITOR OBSERVES THE STUDENTS SO THEY ARE ATTENTIVE IN THE CLASSROOM. 
          THE MONITOR ASSURES THE STUDENTS STAY ENGAGED IN THE LEARNING AND ASSISTS WITH LAPTOP AND CLASSROOM INSTRUCTION SO THAT IT IS FOLLOWED PER THE INSTRUCTION OF THE ONLINE TEACHER AND OF COURSE THE TECHNOLOGY THAT WE'RE USING IN THIS EVENT IS THE ZOOM VIDEO TECHNOLOGY. 
          THE RESPONSIBILITIES MONITORING HELPING STUDENTS MANAGE THEIR DAY WHETHER THEY ARE IN THE HALLWAY OR DURING LUNCH, INDOOR, OUTDOOR RECESS OR RESTROOM BREAKS. 
          THE MONITOR WILL HELP FOLLOW THE SAFETY PROTOCOLS AND OTHER ACTIVITIES AS REQUESTED BY THE PRINCIPAL. 
          FIRE DRILLS. 
          THE MONITOR FOLLOW THE PUBLIC HEALTH PROTOCOL WHICH INCLUDES MAINTENANCE OF THE 6-FOOT SOCIAL DISTANCING AND MASK WEARING AND OF COURSE THE REPORTING OF ANY SAFETY CONCERNS WHATSOEVER TO THE SCHOOL ADMINISTRATION FOR IMMEDIATE RESOLUTION. 
          HOW MANY MONITOR DOES WE NEED TO COVER THE CLASSROOM? WE HAVE A MULTITIER APPROACH TO DETERMINING THAT NUMBER. 
          FIRST, THE SCHOOL PRINCIPAL DETERMINE WAS OTHER AVAILABLE STAFF MAY COVER THE CLASSROOM WHILE THE TEACHER IS WORKING REMOTELY. 
          SECOND, HUMAN RESOURCES WILL RECRUIT FROM THE EXISTING APPLICANT COOL FOR SUBSTITUTES AND CASUAL WORKERS. 
          AND OUTSOURCE TO A TEMP TO BRING STAFF ON BOARD. 
          WE'RE USING ALL THREE MENS -- MEANS TO HIRE THE MONITORS. 
          HOWEVER REMIND US THAT THE THEY ARE LOOKING FOR SIMILAR HELP AND FILLING HUNDREDS OF POSITIONS WILL BE A CHALLENGE. 
          FINALLY WE'RE DEVELOPING A CLASS TO ENSURE THAT THE CLASSROOM MONITOR SUCCESSFULLY ON BOARDSMENT WE'LL PROVIDE A PAID TRAINING DAY BEFORE THEY REPORT TO THE SCHOOL SO THEY CAN ORIENT AND MEET THEIR VIRTUAL TEACHER ON LINE BEFORE THE CLASS START DATE. 
          THIS COVERS THE DUTIES AND RESPONSIBILITIES OF THE CLASSROOM MONITORS AND A TIME LINE THAT TO STAFF THE CLASSROOM. 
          AND THE DIRECTOR OF RECRUITMENT AND RETENTION. 
          SANDRA. 
          >> THANK YOU, DOCTOR. 
          SO THIS INCLUDES A COST ANALYSIS FOR BOTH STAFFING OPTIONS. 
          FOR INTERNAL STAFFING THIS INCLUDES OUR VETTED SUBSTITUTES AND CASUAL PERSONNEL WHO DO NOT HAVE ONGOING CONTRACTS. 
          THIS WORK GROUP INCLUDES 1127 FTE AND THE RECRUITMENT TEAM HAS PRESENTED THIS OPPORTUNITY TO THEM AND 46 HAVE APPLIED AS OF NOON TODAY. 
          THE OUTSOURCE PROCUREMENT PROCESS IS BEING REVIEWED AND REQUIRE A CONTRACTING OF THE SERVICES. 
          THIS WILL INCLUDE SALARY AND OVERHEAD COSTS FROM THE EMPLOYMENT PROVIDER. 
          AND THE COST SOMETHING BASED ON TWO SCENARIOS, A FOUR DAY WORK WEEK IF MONDAY IS AN ASYNCHRONOUS DAY AND THEN THE FIVE DAY WORK WEEK. 
          THERE ARE SOME ADDITIONAL OPERATIONAL COSTS IN THESE AND THEY ARE NOTED IN THE COMMENTS. 
          WE PLAN TO COVER THEM THROUGH THE CARES ACT FUNDING. 
          WE WANTED TO PROVIDE A OVERVIEW OF WHAT INFORMATION AND REPEAT AND EXPAND UPON WHAT THE DOCTOR MENTIONED EARLIER. 
          WE WILL SEND -- THE COMMUNICATION WILL BE SENDING OUT BASED ON THE TIME CHART THAT HE SHARED FROM EARLIER SLIDES WILL INCLUDE THE DAYS WHICH THE STUDENT IS SCHEDULED. 
          THE RETURN DATE WHICH THE FIRST GROUP THAT WILL RECEIVE THE E-MAILS TOMORROW THAT RETURN DATE WILL BE FOR THE 26TH OF JANUARY AS DOCTOR HUTCHINGS MENTIONED PREVIOUSLY. 
          WE WILL BE ADDING THE RETURN INFORMATION WHETHER THAT TEACHER IS ABLE TO RETURN OR NOT. 
          WE WILL HAVE A ACT THEY LET US KNOW THAT THE PERSON AT THE SCHOOL WILL BE 
          [01:40:08]
RESPONSIBLE FOR FIELDING THOSE CALLS FROM PARENTS SHOULD THEY HAVE QUESTIONS AND UPDATE THE CHOICE WHETHER THEIR CHILD IS RETURNING IN THE HYBRID OR THE VIRTUAL MODEL. 
          IT WILL INCLUDE INFORMATION ABOUT MEALS. 
          A PRECURSOR FOR THOSE ATTENDING SCHOOL IN-PERSON ON THE DAY THIS IS REIN-PERSON THEY WILL RECEIVE BREAKFAST, SNACK AND LUNCH. 
          IN ADDITION IT WILL EXPLAINS SOME OF THE TRANSPORTATION AND THAT TRANSPORTATION INFORMATION WILL BE COMING SOON AS WE BEGIN TO FINALIZE THAT TRANSPORTATION IS GOING AN AMAZING I WANT TO GIVE A SHOUT OUT TO MR. MERRYMAN AND HIS TEAM. 
          IT IS QUITE A TASK. 
          WE WILL ALERT PEOPLE NEED TO MAKE SURE THE REG REGISTRATION DOCUMENTS NEW TO ACPS AND IMEYE MYISATIONS ARE -- IMMUNIZATIONS ARE UP TO DATE IF THEY OPT TO RETURN. 
          WE'RE WELL AWARE AND ONE OF THE THINGS DURING COVID IS THAT THE CENTER AND THE AREAS OF THE DIVISION HAVE DONE JUST ABOVE AND BEYOND DUTY IN MAKING SURE THAT WE'RE REACHING OUT TO FAMILIES. 
          IF YOU DO NOT HAVE AN E-MAIL ON FILE OR ADDITIONAL HELP. 
          WE HAVE GROUPS GETTING READY TO REACH OUT TO FAMILIES AND FIELD CALLS WHEN THEY RECEIVE THAT E-MAIL. 
          FINALLY THE HELPLINE IS ALWAYS AVAILABLE. 
          THEY RECEIVED TENS OF THOUSANDS OF CALLS AND HAVE DONE AN AMAZING JOB KEEPING EVERYONE INFORMED. 
          THOSE WILL GO OUT AND THEY WILL GO OUT BASED ON THE CHART THAT'S PUBLICIZED ON THE WEB SITE. 
          I WILL TURN IT OVER TO CORY WHO WILL LET YOU KNOW ABOUT PROFESSIONAL LEARNING. 
          >> AND FROM THE OFFICE OF TALENT DEVELOPMENT. 
          I WANT TO PROVIDE A UPDATE ON THE OPPORTUNITIES OFFERED TO STAFF. 
          WE HAVE BROKEN DOWN THE PROFESSIONAL LEARNING INTO A FRAMEWORK A THREE TIERED OF TECHNICAL, INSTRUCTIONAL AND PERSONAL. 
          THAT WALKS THROUGH HEALTH AND SAFE AND TECHNOLOGY INT INTEGRATION MIXED WITH INSTRUCTIONAL PLANNING AND DELIVERY AND SOME OF THE ASSESSMENT AND DIFFERENTIATION FOR OUR DIVERSE LEARNERS. 
          WHAT IS FIRST OF ALLED IN AND THE RESOURCES. 
          WE HAVE A PRESENTATION THAT'S DEVELOPED FOR SCHOOL STAFF TO VIEW AS WELL AS A MODULE THAT LOOKS AT HEALTH AND SAFETY PROCALLS TO TEACHERS CAN UNDERSTAND THE EXPECTATIONS AND RESOURCES TO MAKE SURE THAT WE'RE MAINTAINING SOCIAL DISTANCING, HAND WASHING, USING THE MASKS CORRECTLY AND RECOMMENDING THE NEEDS IN THE STUDENTS. 
          THERE HAS BEEN A CANVAS PAGE DEVELOPED THAT OUTLINES THE HYBRID MODEL AND FOR ACPS, CONNECTS WITH OUR CURRICULUM AND TEACHING AND LEARNING FRAMEWORK AND PROVIDES INSTRUCTIONAL PLANNING AND RESOURCES. 
          THEY ARE RESOURCES FOR PLANNING AND DELIVERING INSTUCKS WE HAVE ONLINE PACED COURSES FROM SETTING UP THE SOCIAL EMOTIONAL NEEDS TO ASSESSMENT AND FEED BACK AND COMMUNICATION WITH PARENTS WITH THE ONLINE PIECE AND PROCURING THAT AND GET THAT OUT TO TEACHERS. 
          AND COMING SOON AS WE PARTNER WITH EL, TAG AND OTHER OFFICES TO MAKE SURE THAT OUR MESSAGING AND RESOURCES AVAILABLE ARE HIGH QUALITY AND WHAT THEY NEED. 
          TAKING A LOOK AT THE NEXT SLIDE, LOOKING AT WHERE THEY CAN ACCESS THIS. 
          WE'RE GOING TO UTILIZE A RESOURCE THEY HAVE BEEN ACCESSING THROUGHOUT THE VIRTUAL PLUS MODEL SO THERE IS A CANVAS COURSE IT LOOKS LIKE THIS. 
          WE'LL PUT EVERYTHING THERE. 
          THERE ARED A VILLAGES IT IS A WELL TRAFFICKED LOCATION. 
          TEACHERS KNOW WHERE TO GO. 
          THEY HAVE BEEN THERE BEFORE. 
          THEY HAVE BEEN GOING THERE THROUGHOUT THE TIME IN VIRTUAL TO GATHER RESOURCES AND GET LEARNING. 
          THERE IS NEW REGISTRATION AND TEACHERS HAVE ACCESS, WE'RE PRIORITIZING SOME KEY IDEAS AS THEY ENGAGE WITH THE LEARNING. 
          THE FOCUS IS ASYNCHRONOUS LEARNING WE WANT THEM TO BE FOCUSED ON WHAT THEY ARE DOING WITH STUDENTS IN THE MODEL. 
          AND WE WANT TO PRIORITY SIZE THE PARTICIPATION SO THEY CAN PARTICIPATE DURING THE SCHOOL DAY, AT NIGHT, EVENING, MORNING, A LUNCH BREAK WHEN THEY WANT TO ACCESS IT. 
          AND MAKING SURE WE HIGHLIGHT THE SCHOOL BASED SUPPORT IS NOT GOING ANYWHERE. 
          [01:45:03]
COACHES AND ADMINISTRATORS. 
          PLCS, THEY WILL BE THERE TO SUPPORT THE HIGH QUALITIED INSTRUCTION HAPPENING THROUGHOUT THE YEAR. 
          NOW OVER TO DR. HOOVER. 
          >>> I WAS FEELING PLEASED HOW THINGS WERE GOING AS FAR AS THE PLANNING AND PROCESSING. 
          WE RECEIVED A LOT OF EQUIPMENT WE RECEIVED OUR WEB CAMERAS AND OUR COMPUTER MONITORS. 
          STOOD WE LEARNED THAT OUR TRI PODS ARE STILL IN CHINA AND WE DO NOT KNOW WHEN WE WILL RECEIVE THEM. 
          WE ARE LOOKING AT OTHER OPTIONS. 
          THE WEB CAMERA CAN BE AFFIXED TO A COMPUTER. 
          IT'S NOT A CRISIS BUT I SHOULD HAVE PLANNED ON HAVING SOME SORT OF CHALLENGE LIKE THIS. 
          SO RIGHT NOW, THE STAFF HAS BEEN INVENTORYING AND ASSIGNING THEM. 
          WE'RE DELIVERING THEM NEXT WEEK WITH THE FACILITIES AND OPERATIONS WHICH WE'RE GRATEFUL FOR THE COLLABORATION. 
          BY THE END OF THE MONTH, WE WILL INCREASE THE BAND WIDTH TO SUPPORT THE INCREASE NETWORK TRAFFIC IN THE BUILDING. 
          TOE SPORT THE TEACHERS WITH THE EQUIPMENT. 
          WE WILL DO SEVERAL THINGS. 
          SEVERAL WEBINARS IF THEY WANT TO COME ON AND TALK TO SOMEONE AND GET SUPPORT. 
          WE'LL DO THAT. 
          WE ARE RECORDING VIDEOS THAT ARE ACCESSED ANY TIME FROM THE PAGE THAT CORY TALKED ABOUT. 
          WE'LL SEE IF THE DOCUMENTS HOW TO SET THIS UP. 
          IT IS A PLUG AND PLAY. 
          EVERYTHING PLUGS INTO THE LAPTOP AND THEN WE WILL WORKING TO HAVE SOME OF OUR STAFF IN THE BUILDING AND TEACHERS AND IF THEY DO NEED THE ADDITIONAL SUPPORT WE CAN DO THAT. 
          I WILL TURN THIS OVER TO DR. HART AND TALK ABOUT THE SCHOOLS, I WILL SPEAK SHE IS GETTING HER VACCINE RIGHT NOW. 
          SHE HAD TO STEP OFF. 
          SHE IS GETTING THE VACCINATION. 
          I WANT TO SAY THIS PAST WEEK WE WERE ABLE TO DO OUR WALK THROUGHS ON MONDAY AND TUESDAY AT ALL OF OUR SCHOOL BUILDINGS. 
          TO GAUGE THE PROGRESS THAT WE MADE. 
          I HAVE TO SHOUT OUT TO THE FACILITIES AND OPERATIONS TEAM. 
          THIS VERY BEEN WORKING TIRELESSLY SINCE MARCH TO NOT ONLY DO THE CAPITAL IMPROVEMENT PROJECTS BUT TO ENSURE THAT WE HAVE ALL OF OUR PROCESSES AND HEALTH AND SAFETY MEASURES IN PLACE. 
          SO OUR CLASSROOMS ARE SET UP IN ALL OF OUR BUILDINGS USING OUR SIX-FOOT DISTANCING GUIDELINES. 
          I WANT TO BE CLEAR WHEN I SPOKE WITH OUR VEO SUPERINTENDENT DR. JAMES LANE THAT THEY DO SUPPORT SIX-FOOT DISTANCING. 
          THEY ARE ENCOURAGING TO ABIDE BY WE STAY TRUE TO THAT AND FOLLOWING THAT WITHIN OUR SCHOOLS. 
          OUR BUILDINGS THEY RANGE DEPENDING ON THE SIZE OF THE CLASSROOM AND THE SIZE OF THE BUILDINGS. 
          I HAVE TO GIVE A HATS OFF TO OUR CUSTODIANS AND PRINCIPALS, OUR ADMINISTRATORS IN THE BUILDINGS, THEY HAVE BEEN WORKING THROUGH AND ENSURING THAT CLASSROOMS THAT MAY HAVE HAD HIGHER NUMBER OF STUDENTS WHO NEED TO BE OR OPTED TO BE IN THAT CLASSROOM THAT THEY ARE MOVING THOSE CLASSS -- CLASSES TO ROOMS THAT CAN ACCOMMODATE THE NUMBER OF STUDENTS. 
          THERE IS SHIFTING THAT OCCURRED. 
          TEACHERS HAVE BEEN NOTIFIED. 
          IT DEPENDENT HAPPEN IN A LOT OF SCHOOLS BUT MANY WHO HAD HIGH PERCENTAGES OF STUDENTS WANTING TO RETURN. 
          WE HAD TO MAKE THOSE ADJUSTMENTS AND HATS OFF TO I WAS CONCERNED ABOUT GEORGE MASON THE SCHOOL THAT HAD THE MOST WANT TO RETURN AT 68% BUT DR. OLIVER WE TOURED THE SCHOOL. 
          SHE HAS IT SET AND READY TO ROLL WITH THE 68% RETURNING. 
          WE MADE THE NECESSARY ADJUSTMENTS. 
          SOME OF THE NON-INSTRUCTIONAL AREAS HAD TO BE USED, YOU KNOW, SOME CASES LIKE GEORGE MASON WE DID SET UP A CLASSROOM IN THE LIBRARY AREA. 
          SET UP A CLASS IN THE BAND ROOM AREA BECAUSE THERE ARE LARGER SPACES TO ACCOMMODATE SOME OF THOSE CLASSES THAT HAD LARGER NUMBERS OF STUDENTS WANTING TO RETURN SO WE WOULD BE ABLE TO PROVIDE THAT REQUEST TO OUR FAMILIES. 
          AND OUR SIGNAGE AND OUR FLOOR DISTANCING DECALS AND MARKERS ARE THERE THROUGHOUT. 
          ALL THE BUILDINGS SO YOU WILL SEE IF YOU ENTER THE SCHOOLS NOW THE MARKERS THAT SAY SOCIAL DISTANCING TO REMIND OUR STUDENTS AND STAFF MEMBERS ABOUT THE 
          [01:50:06]
IMPORTANCE OF SOCIAL DISTANCING. 
          YOU WILL SEE MARKERS FOR SIX FEET APART SO ESPECIALLY THE ELEMENTARY SCHOOL THEY ARE WALKING IN LINE THEY ARE AT THEIR SPOT SO WE CAN MAINTAIN THE SOCIAL DISTANCING THROUGHOUT THE DAY. 
          AND THEN AS I MENTIONED BEFORE, WE DID MAKE THE MINOR ADJUSTMENTS HATS OFF TO ANITA CORDOVA THE HEAD OF CUSTODIAL SERVICES WORKING WITH THE CUSTODIANS. 
          THEY HAVE DONE AN AMAZING JOB. 
          I WISH I COULD SEND THE PICTURES SO YOU GET A FEEL OF THE HARD WORK THEY HAVE DONE. 
          OUR JOHN ADAMS CREW. 
          WE WERE EXCITED. 
          THEY HAVE A NEW CAFETERIA. 
          IT IS AMAZING THE CAFETERIA STAFF WAS EXCITED ABOUT THE KITCHEN. 
          THEY ARE A REAL KITCHEN NOW THAT IS NICE AND CLEAN. 
          THEN MISS DORETHA WHO, SHE IS ONE OF THE CONTRACTING CUSTODIANS. 
          SHE CHOSE TO PAINT OUR BATHROOMS AND AT THE HOWARD CAMPUS FORMER TC WILLIAMS AND SOME OF THE STAIR WELLS AND HALLS AS WELL ON HER OWN OVER THE PAST FEW MONTHS. 
          SHE DID A GREAT JOB. 
          HATS OFF TO OUR TEAM. 
          THEY HAVE BEEN WORKING SO HARD. 
          NEXT SLIDE, THIS IS ONE OF THE TEACHERS, THOSE ARE EMPTY BOXES, WE WALKED IN OUR TEACHERS THEY ARE AT OUR SWING SPACE LOCATION OLD PATRICK HENRY BUT IT IS A STEP UP FROM THE OLD DOUGLAS MACK ARTHUR. 
          THEY ARE AT A, YOU KNOW A SWING SPACE, THEY ARE EXCITED TO HAVE LARGER ROOMS, WINDOWS AND TO BE ABLE TO, YOU KNOW HAVE PLACES FOR ALL THE THINGS AS CAN YOU SEE. 
          DR. HOOVER, TELL ME THE TEACHER'S LAST NAME AGAIN? 
          >> EMILY BLINBLOCK. 
          I. 
          >> I WANTED TO MAKE SURE WE GIVE HER A SHOUTOUT SHE GOT THROUGH ALL THOSE BOXES WHICH OUR TEACHERS HAVING THEM UTILIZE MONDAY. 
          THIS IS MONDAY WE WERE HERE VISITING BECAUSE MONDAYS ARE TEACHER PLANNING DAYS AND PROFESSIONAL LEARNING DAYS, WE OPENED THEM UP TO START AND UNPACK THINGS ON JANUARY 11TH SO THEY'RE PREPARED WHEN THE TIME SHIFTS FOR THE STUDENTS WHEN THEY ARE READY TO ROLL. 
          WE'RE DELIVERING THE PPE. 
          THANK YOU TO THE FACILITIES AND OPERATIONS TEAM WHO HAVE BEEN ORDERING SINCE MARCH. 
          WE HAVE ENOUGH FOR THE BUILDINGS, STUDENTS AND STAFF. 
          WE HAVE BEEN DOING THE TRAINING SESSIONS FOR AND PREPARING. 
          MANY OF THE CUSTODIANS HAVE BEEN GOING THROUGH THE TRAINING. 
          AND DOING OUR TOURS. 
          AND THIS PAST WEEK. 
          THEN MAKING SURE THAT WE'RE GETTING OUR OPTIONS IN PLACE. 
          AND TO, YOU KNOW, WE ARE GOING TO HAVE A LOT OF SITUATIONS WHERE THEY ARE DOING TEMPERATURE CHECKS AND EVERYTHING -- EVERY BUILDING WILL BE SIMILAR TO WHERE OUR STATIONS ARE RIGHT NOW AND THEY WILL HAVE TO OPERATE THAT WAY. 
          WE'RE MAKING SURE THAT WE ARE PREPARED WHEN OUR STAFF AND STUDENTS RETURN BACK INTO SCHOOL BUILDINGS. 
          ALL RIGHT. 
          DR. MOZINGO. 
          >> THANK YOU VERY MUCH. 
          YOU WILL REMEMBER THIS AND WORKING WITH THE EDUCATION ELEMENTS THEY INTRODUCED THE CONCEPT AND WE'RE UTILIZING. 
          THIS IS THE HYBRID REOPENING SPRINT AND THESE ARE WHAT WE HAVE LISTED HERE FOR YOU ARE THE GOALS AND OUR PLANNING SESSIONS THAT OCCUR TO REACH THE GOALS AS WELL AS OUR SCHOOL BOARD MEETING UPDATES. 
          YOU WILL SEE THAT WE HAVE SCHEDULED FOUR SPRINTS JANUARY 11TH ALL THE WAY THROUGH MARCH 26TH. 
          I WANTED TO HIGHLIGHT A COUPLE YOU HAVE MILESTONES OR PRIORITIES. 
          IF YOU GO TO. 
          THERE HAVE BEEN QUESTIONS ABOUT THIS. 
          YOU GO TO SPRINT THREE AND LOOK AT THE HALT BULLET YOU WILL SEE THAT THERE WILL BE A EFFORTS TO ESTABLISH, CONCLUDE AND DEVELOP AN ACADEMIC PLAN TO END THE YEAR. 
          WE'RE GLAD TO SEE MARCH 15TH THROUGH THE 25TH. 
          THE LAST BULLET. 
          EFFORTS WILL BE ON THE WAY TO COMPLETES A SUMMER 2021 LEARNING PLAN. 
          A LOT OF -- WHAT YOU HEARD TONIGHT IS IDENTIFIED AS SOME OF THE MILESTONES LISTED UNDER THE GOALS. 
          THE SECOND THE PLANNING SESSIONS RELATE TO THE DIFFERENT GROUPS THAT WE MEET WITH COMPRISED OF TEACHERS, PARENTS, STUDENTS, COMMUNITY MEMBERS AND WE'LL CONTINUE THE MEETINGS, WE LEARN -- LISTEN AND LEARN A LOT FROM THE STAKE HOLDERS. 
          LIKE WE SAID EARLIER WE HAVE LISTED THE SCHOOL BOARD MEETINGS WHERE WE ARE COMMITTED TO PROVIDE UPDATES AND THE LAST SLIDE IS JUST A SUMMARY SORRY ABOUT THAT. 
          [01:55:05]
          >> CAN YOU GO BACK. 
          CAN YOU -- I WANTED YOU TO HIGHLIGHT THOSE BULLETS UNDER SPRINT. 
          >> I WILL. 
          AND THE ENDING THE YEAR AND SUMMER LEARNING SO PEOPLE CAN KNOW WHEN TO EXPECT THAT INFORMATION. 
          >> SO, IF YOU GO TO SPRINT 2 JUST THE 1 THROUGH THE 19TH OF FEBRUARY. 
          THE GROUPS BEING PHASED IN AND THE PLANNING THAT'S OCCURRING. 
          YOU WILL SEE THE LAST BULLET THERE WHERE THERE WILL BE A PRESENTATION ON THE ANALYSIS TO SUPPORT CHILDREN THAT HAVE HAD SOME LEARNING LOSS. 
          THE EFFORTS ARE UNDERWAY. 
          THEY ARE WORKING AND HAVE PLANS IN PLACE. 
          THAT'S INFORMATION THAT WILL BE SHARED. 
          IF YOU GO TO SPRINT 3, WHAT I WANT YOU TO SEE THAT THE LAST BULLETED. 
          THERE WILL BE A PLAN. 
          WE -- WE HAVE TO HAVE A PLAN ORGANIZED IN A WAY WE CONCLUDE THE ACADEMIC SCHOOL YEAR. 
          IT IS IMPORTANT THAT OCCURS IN ADDITION TO SPRINT FOUR. 
          I WANT TO SAY AGAIN THAT WE'RE COMPLETING A SUMMER LEARNING PLAN. 
          REMEMBER LAST SUMMER WE INTRODUCED SUMMER LEARNING FOR ALL. 
          WE KNOW GIVEN THE SOME OF THE CHALLENGES AND LOSSES WE WANT TO INTRODUCE TA GENERAL AND HAVE A SUMMER PLAN FOR ALL OF YOU ARE STUDENTS TO BE SUCCESSFUL. 
          EACH WEEK WE BRING UPDATES TO YOU IN THE AREAS. 
          >> ON THE LAST SLIDE. 
          THE LAST IS REALLY JUST A SUMMARY BUT IT IS IMPORTANT IT TAKES US BACK TO THE BEGINNING OF THE PRESENTATION WITH THE WE HAVE COMMITTED TO CONTINUING TO MONITOR THE PUBLIC HEALTH INDICATORS AND THE SAFETY METRICS AND WE'RE COMMITTED TO THAT. 
          AS THE DOCTOR INDICATED ON MONDAY, HE WILL COMMUNICATE TO THE COMMUNITY THE INFORMATION. 
          AND OUR PRINCIPALS ON WITH US TONIGHT. 
          MANY OF US ACROSS THE SCHOOLS TO PROVIDE INFORMATION TO OUR FAMILIES AROUND THE CLASS ASSIGNMENT AND OF COURSE INFORMATION AND WE'LL CONTINUE WITH, MENTIONED EARLIER, CONTINUE WITH THE PRINCIPALS CONTACTING STAFF IN TERMS OF THE AVAILABILITY. 
          AND IMPORTANTLY AS YOU TRANSITION TO A HYBRID IT IS CONTINUE A LOT. 
          PROFESSIONAL LEARNING SO THAT WAS DESCRIBED TONIGHT LAST WE ARE WORKING WITH ELEMENTS AND REPORTING OUT SOME OF THAT NEXT WEEK BUT THE GOAL IS TO NOW BE - T TO PUT OUR MILESTONES AND PRIORITIES INTO A WORK PLAN SO THAT WE CAN STAY ON TRACK AND NOT MISS ANY STEPS AS WE MOVE FORWARD. 
          THANK YOU VERY MUCH. 
          I'LL TURN THE PRESENTATION, END OF THE PRESENTATION OVER TO DR. HUTCHINGS. 
          >> THAT CONCLUDES THE PRESENTATION. 
          THIS IS A COMPLICATED SITUATION THAT WE ARE RISING TO THE OCCASION. 
          WE HAVE NO PROBLEM DOING OUR JOB EVERY DAY WE ALL TOOK THE VOW TO WORK FOR CHILDREN AND FOR STAFF. 
          WE LOVE IT BUT IT IS HARD WORK WE WANTED TO MAKE SURE WE WERE PROVIDING YOU ALL WITH THE NECESSARY INFORMATION SO THAT YOU CAN SEE THAT WE'RE PREPARED TO PIVOT WEB THAT -- WHEN THAT MOMENT COMES TO COME BACK INTO BUILDING AS WELL AS THE STAFF. 
          WE'LL WELCOME THEM WITH OPEN ARMS AND JUST AS EXCITED TO GET OUT OF OUR HOMES AS OUR PARENTS WANT THEIR KIDS OUT OF THE HOMES. 
          SO, WE LOOK FORWARD TO THE QUESTIONS I WANT TO TURN THINGS OVER TO YOU MADAM CHAIR. 
          >> THANK YOU, EVERYONE FOR THAT PRESENTATION THAT IS A LOT OF INFORMATION, WE APPRECIATE EVERYTHING THAT EVERYONE IS DOING TO GET US BACK INTO THE BUILDINGS AS QUICKLY AS POSSIBLE. 
          SO WITH THAT SAID, WE'RE GOING TO HAVE QUESTIONS FROM THE BOARD NOW. 
          I HAVE GOT A QUESTION FROM MISS GREENE. 
          >> THANK YOU. 
          THANK YOU CHAIR AND DOCTOR AND TEAM. 
          IT WAS QUITE A BIT. 
          I WILL HAVE TO REVIEW THAT AGAIN TONIGHT. 
          REVIEWING IT IN MY SLEEP. 
          WE KNOW HOW HARD YOU ARE WORKING. 
          AND MADAM CHAIR BEFORE I START I HAVE TWO QUESTIONS. 
          SHOULD I GET BACK IN THE CUE. 
          >> ASK TWO QUESTIONS. 
          >> AS YOU KNOW, THE GOVERNOR HAD AN UPDATE A PRESS CONFERENCE TODAY WITH STATE SUPERINTENDENT LANE AND HE SPOKE QUITE A BIT ABOUT PRIORITIZING SCHOOLS NOW AND NEW GUIDANCE THAT'S COMING FROM THE STATE. 
          I WAS WONDERING CAN YOU GIVE US A OVERVIEW OF THE GUIDANCE AND HOW THAT WILL AFFECT OUR PLANNING AND MOVING AHEAD? 
          >> WE'RE EXCITED THAT A LOT OF THE REVISIONS THE ARE ASSIGNED WITH OUR DECISION 
          [02:00:02]
MAY. 
          THERE WE HAVE IN PLACE. 
          WHERE THEY ARE FOCUSED ON HOW DO WE GO AWAY WHEN YOU CLOSE SCHOOLS TO FOCUSING ON HOW TO REOPEN THEM. 
          THEY ARE LOOKING AT THE COMMUNITY TRANSMISSION SIMILAR TO WHAT WE'RE LOOKING AT. 
          THEY ARE LOOKING AT LEVEL OF IMPACTS WHICH WE ARE LOOKING AT WITHIN OUR MATRIX AS WELL. 
          WE WILL NOT SEE TOO MUCH OF A VARIANCE BETWEEN THE VIDEO RELEASED AND WHAT ACPS HAS. 
          YEAR' USING ALL THE DOCUMENTS. 
          WE HAVE BEEN USING THE VDH AND CDC INFORMATION AND WORKING WITH THE ALEXANDRIA HEALTH DEPARTMENT. 
          IT SHOWS OR VALIDATES WE HAVE BEEN ALIGNED WITH THE STATE. 
          I CAN NOT SPEAK FOR EVERY DIVISION BUT WHAT I CAN SAY IS THAT WE HAVE STAYED TRUE TO EVERYTHING I GOT OUT OF MY MEETINGS. 
          I DID NOT TRY TO REINVENT THE WHEEL OR AD LIB ORED A MY OWN PERSPECTIVE OR HOW TO OPEN THE SCHOOLS. 
          THAT WILL SHOW WE SHOW A CORRELATION. 
          OUR TIME WILL BE REVIEWING THE NEWLY RELEASED INFORMATION TO MAKE UPDATES TO THE DECISION IT WILL NOT BE MAJOR, SOME COLORS SOME LANGUAGE MAY CHANGE BUT THE CONCEPT AND THE PRIORITIZATION AS WELL AS THE DECISION MATRIX LIKE VISUAL IS GOING TO BE VERY SIMILAR AS TO WHAT WE HAVE. 
          >> YOU WILL SEE A COPY OF THAT NEXT TUESDAY. 
          >> GREAT, THANK YOU. 
          THEN IN THE DR. HOOVER'S PRESENTATION THE PROFESSIONAL LEARNING AND IT SAID FOR TEACHERS TO SUPPORT THEM THROUGH WEBINARS, DOCUMENTS, WHAT TYPE OF PROFESSIONAL LEARNING/TRAINING ARE THE SUBS AND THE MONITORS GOING TO RECEIVE? 
          >> S CLASSROOM MONITORS WILL NOT RECEIVE TECHNOLOGY. 
          BECAUSE THE TEACHERS WILL BE ZOOMING WITH THE STUDENTS SO THE -- THE CLASSROOM TECHNOLOGY HAS TO BE ATAMPED TO THE TEACHER'S COMPUTER AND IF THE TEACHER IS AT HOME THAT CANNOT BE DONE. 
          >> SO INGENERAL THE SUB OR THE MONITOR, BUT IN GENERAL WILL THEY BE RECEIVING ANY TRAINING AT ALL? 
          >> THAT'S A GOOD QUESTION. 
          MISS HARDMAN OR DR. WILKINS TO THE TRAINING THAT WILL OCCUR. 
          WE'LL HAVE A ONE DAY TRAINING FOR ALL OF THE CLASSROOM MONITORS THAT WILL ENTAIL SOME BASIC TECHNOLOGY AND I NEED TO TURN IT ON THAT SORT OF THING. 
          THEY MAY HAVE FORGOTTEN. 
          BUT IF MISS HARDMAN OR THE DOCTOR CAN TALK TO THE TRAINING' DISCUSSING THEY WILL BE REQUIRED TO HAVE AS WELL AS THE SAFETY GUIDELINES THAT WILL HAPPEN AT EACH ONE OF THE SCHOOLS. 
          >> I DO WANT TO STRESS AGAIN THAT THIS IS A CLASSROOM MONITOR IT'S NOT A SUBSTITUTE TEACHER SO THE RESPONSIBILITY OF THE CLASSROOM MONITOR IS TO OBSERVE THE STUDENTS AND HELP THEM STAY ATTENTIVE TO THE TEACHER WHO IS TEACHING REMOTELY BUT ENSURE THE STUDENT PAYS ATTENTION USING THEIR CLASSROOM LAPTOP. 
          IN DEVELOPING THE SKILL SETS FOR THE REQUIREMENT THERE ARE MANDATORY THINGS THAT WE HAVE TO DO ALONG THE SCHOOL SAFETY PROTOCOL WITH THE COVID-19 PUBLIC HEALTH REQUIREMENTS AS WELL AS GENERAL CLASSROOM MANAGEMENT SKILL SETS AND TECHNOLOGY SKILLS SO THEY ARE FAMILIAR WITH THE CAMERA SYSTEM THAT JUST DESCRIBED BUT WE'RE WORKING TO DEVELOP THAT PARTICULAR CLASS DAY AND I EXPECT IT TO BE SOMEWHERE BETWEEN 3 TO 4 HOURS, PERHAPS LONGER THAT WE HOPE TO GET THAT FINALIZED HERE IN A WEEK. 
          SANDRA ANY OTHER COMMENTS? 
          >> THE EMPHASIS IS JUST GODDING THAT THERE IS A DIFFERENCE BETWEEN MONITORS 
          [02:05:03]
AND SUBSTITUTES. 
          I HEARD THAT BEING USED INTERCHANGEABLY. 
          SUBSTITUTES ARE CHARGED WITH INSTRUCTIONAL, THEY ARE MIMICKING THE TEACHER. 
          THAT'S NOT THE PURPOSE OF THE MONITOR. 
          >> WE WILL HAVE SITUATIONS WHERE WE WILL HAVE SUBSTITUTES WHO WILL HAVE TRAINING, THEY ALL HAVE TRAINING WHICH IS DIFFERENT THAN WHAT THE MONITORS HAVE. 
          AND THE MONITORS OF OUR SPECIAL EDUCATION CLASSROOMS WHO MAY HAVE STUDENTS WITH SEVERE NEEDS, THAT THERE IS SOME SPECIALTY TRAINING THEY WILL HAVE TO RECEIVE AND WE MAY SPEAK TO THAT. 
          IT IS A LITTLE -- IN ADDITION TO WHAT THE TYPICAL TEACHERS HAVE. 
          >> YES IT IS THANK YOU FOR THE OPPORTUNITY. 
          WE ARE WORKING WITH SELECT AGENCIES THAT PROVIDE HIGHLY TRAINED STAFF, BOTH IN THE BEHAVIOR SUPPORT AREAS. 
          WE ARE LOOKING AT HIRING BEHAVIOR SUPPORT TECHNICIANS. 
          WE'RE WORKING WITH SOME OF THE CONTRACTING AGENCIES WHERE WE REACH OUT FOR SPECIAL EDUCATION STAFF WHEN WE NEED STAFFING VACANCIES AND ONE OF THE AGENCIES AND SPECIAL ICED TRAINING FOR THE MONITORS. 
          AND THE STUDENTS WE HAVE IDENTIFIED A NEED FOR 44 MONITORS. 
          SO WE ARE -- WE'RE WORKING THROUGH THE PROCESS RIGHT NOW AND FOR ADDITIONAL TRAINING. 
          AND THAT TRAINING WILL BE ABOVE AND BEYOND THAT WHICH DOCTOR WILKINS WAS REFERRING. 
          >> THANK YOU, MISS THORN THORNTON, THANK YOU TO EVERYONE FOR ALL THE HARD WORK ON THIS. 
          I'M GRATEFUL IF WE HAD TO START TRANSITIONING BACK IN PERSON TOMORROW WE'RE READY FOR THAT. 
          I WANTED A BIGGER OVERVIEW BECAUSE YOU KNOW LOOKING AT THE DECISION MATRIX AND THE LEVEL OF COMMUNITY TRANSMISSION RIGHT NOW IF THE THRESHOLD IS FOR US TO BE BELOW 200 WE'RE AT 678, I THINK IT IS IMPORTANT FOR US TO BE REALISTIC ABOUT THE LIKELIHOOD OF WHEN WE WILL BE ABLE TO BEGIN THE IN-PERSON TRANSITION. 
          I DON'T KNOW IF THE THE DOCTOR IS ON THE LINE. 
          THANK YOU FOR THE WORK WITH THE HEALTH DEPARTMENT FOR GETTING THE VACCINE PROGRAM ROLLING. 
          THE STAFF AND TEACHERS ARE GRATEFUL TO GET THAT VACCINE BUT JUST LOOKING AT THE CDC WEB SITE TODAY I SAW THAT EVEN AFTER RECEIVING THE SECOND DOSE AND WE KNOW THAT, YOU HAVE TO WAIT ABOUT A MONTH OR SO BEFORE GETTING THE FIRST DOSE TO GET THE SECOND. 
          IT CAN TAKE TWO WEEKS AFTER GETTING THE SECOND DOSE FOR THE VACCINE TO BE EFFECTIVE. 
          SO I KNOW WE'RE EXCITED ABOUT EVERYONE GETTING VACCINATED BUT IN THE LIKELIHOOD OF SEEING HOW THAT MAY IMPACT THE TRANSMISSION RATE HOW LONG WILL WE START SEEING ANY NOTICEABLE IMPACT IN THE RATE. 
          BECAUSE I THINK IT IS, YOU KNOW, WE'RE LOOKING AT THE UPDATE AND REALISTICALLY WE'RE LIKELY NOT GOING TO SEE ANY LOWERING OF THAT TRANSMISSION RATE BELOW 200. 
          I'M NOT A SCIENTIST OR PROFESSIONAL BUT I DON'T KNOW IF WE GET THAT. 
          DOCTOR IF YOU CAN OFFER YOUR GUESS WHEN BE I KNOW THERE IS NO CRYSTAL BALL BUT HOW SOON CAN WE EXPECT SOME LOWERING IN THE TRANSMISSION RATES BASED ON THE VACCINATION PROCESS. 
          >> DOCTOR HARING ARE YOU STILL THERE? 
          >> HE MAY HAVE STEPPED AWAY. 
          >> I'LL TRY TO WE'LL COME BACK. 
          IF I MAY WHILE WE WAIT FOR THAT, I DON'T KNOW IF IT IS POSSIBLE TO INCLUDE WHEN WE GIVE THE UPDATE, YOU KNOW IT IS HELPFUL FOR PEOPLE TO UNDERSTAND WE HAVE THE CHART REWRITE THEM OUT IN THE ACPS EXPRESS IF WE CAN PUT WHAT THE GOAL IS. 
          WE'RE AT 678 BUT WE NEED TO GET BELOW 200 TO GET TO THE HIGHER RATE TO START TRANSITIONING. 
          [02:10:01]
IT WILL BE HELPFUL FOR PEOPLE TO HAVE THAT UNDERSTANDING WHEN READING THE UPDATES. 
          , WE'LL COME BACK AND GET HIM BACK. 
          >> AND UNTIL THEN LET'S GO TO MISS NOLAN. 
          >> THANK YOU U IF I MAY YOU WANT ME TO DO THE SAME THING IN TERMS OF MISS GREEN. 
          SO THE FIRST QUESTION IS ABOUT I'M TRYING TO FIGURE OUT HOW TO SAY THIS. 
          IS THE WEEK TO WEEK PLAN MY ONE AND NUMBER ONE GIVEN THAT THE VACCINE WAS NOT INFORMATION WE ORIGINALLY HAD WHEN WE SCHEDULED, IS THE ROLL OUT IMPACTING THE TIME LINE THAT WAS PROVIDED TODAY? THAT'S A QUESTION I'M BEING ASKED BY ACPS PARENTS WHAT IS THE IMPACT AGAIN OF VACCINATING THE STAFF IN TERMS OF THE TIME LINE THAT YOU INTRODUCED AND THE ROLL OUT. 
          AND ALONG THE LINES OF THE TIME LINE THE FACT THAT WE HAVE BEEN TRANSPARENT AND TIMELY WITH THE COMMUNITY. 
          THE CONCERN IS WHAT KIND OF STRAIN IS THIS PUTTING ON THE STAFF AND PARTICULARLY THE PRINCIPALS TO HAVE LIKE SORT OF THAT YOU DON'T KNOW LIKE WE'RE PLAYING DOUBLE DUTCH THE ROPES TO SEE WHEN YOU JUMP IN EVERY MONDAY ANNOUNCING WE THINK THIS WILL HAPPEN. 
          I'M CONCERNED ABOUT WHAT APPRECIATE AND UNDERSTAND THE REASONING THAT WE WANT TO BE TRANSPARENT AND GET KIDS IN WHAT TRAIN IS THAT PRODUCING ON THE STAFF? 
          >> I THINK THE PANDEMIC IS PUTTING A STRAIN ON EVERYONE. 
          IT SEEMS WE GET NEW INFORMATION EVERY DAY. 
          WE'RE BEING FORCED TO PIVOT. 
          THAT'S A THING THAT THE COMMUNITY DOESN'T APPRECIATE. 
          THEY DON'T SEE WHAT IS HAPPENING WHEN WE OPEN AND DON'T. 
          OR THE WORK THAT COMES INTO THE PREPARATION. 
          THIS WAS NOT MADE UP THAT WE HAD TO PRESENT TO YOU TODAY. 
          WE HAD TO WORK THROUGH GETTING EVERY CLASSROOM SET UP IN THE SCHOOL DIVISION AND THE DIVISION THAT WE HAVE THE PPE AND THINGSIVE THAT NATURE. 
          SO ANSWER YOUR QUESTION. 
          I THINK IT IS A SIGNIFICANT TOLL, BUT I KNOW THEY RISE TO THE OCCASION. 
          I KNOW THAT WE -- THE MAIN FOCUS FOR US IS TO ENSURE THAT WE WERE PREPARED FOR JANUARY 19TH. 
          THAT WAS THE OFFICIAL DATE WE WERE SUPPOSED TO START BRINGING THEM INTO BUILDING. 
          WE NEEDED TO BE PREPARED FOR THAT. 
          WHEN WE MAKE PIVOTS OR CHANGE OUR DATES IT IS JUST A MATTER OF MAYBE CHANGING LANGUAGE. 
          NOT HAVING TO REDO A CLASSROOM OR SCHEDULE OR YOU KNOW IT, THOSE THINGS ARE WAITING FOR THE GREEN LIGHT. 
          THERE IS A LOT OF HARD WORK AND DEDICATION THAT'S PUT IN ON THE FRONT END. 
          BUT AS WE FINALIZE -- FINALIZE THE MONITORS, THAT'S THE BIG STRESSOR HAVE THOSE AVAILABLE. 
          WE WILL BE AT A PLACE WE'RE READY FOR THE LIGHT IT IS A MATTER OF WAITING FOR THAT MOMENT TO TRANSITION IN. 
          THE FIRST QUESTION. 
          >> AND AGAIN IF YOU DON'T MIND ME. 
          I APPRECIATE THAT. 
          AND RELY ON THE LEADERS TO SHARE WITH YOU AND SOME POINT IF YOU FEEL THAT IT WOULD BE BETTER IT IS BOATER FOR THE DIVISION TO STAY WITH THE UTMOST CERTAINTY WE'RE GOING BACK THIS DATE IN MARCH OR THERE IS SOME ASSURANCE AROUND THAT I THINK THAT HELPS YOU, THAT'S SOMETHING WE WANT TO WHACK AS A -- BACK AS A BOARD. 
          I WANT TO STAY WITH CERTAINTY AND THE STRAIN. 
          THE FIRST -- THE ORIGINAL QUESTION AS WELL. 
          THIS IS ALIGNED WITH THE TIME LINE, THE VACCINES AND THE ROLL OUT. 
          KUDOS TO EVERYONE INVOLVED AND THANKS TO THE STAFF. 
          I DON'T THINK I RECEIVED AS MANY EXCITEMENT FROM STAFF IN TERMS OF MORAL PEOPLE HOW FORTUNATE THEY FEEL. 
          IT IS AN EXAMPLE OF THE CITY WORKING WELL WITH THE SCHOOL SYSTEM. 
          AND WE APPRECIATED ALL YOU DID TO ALLOW US TO BE IN THE POSITION. 
          THE QUESTION IN TERMS OF THE VACCINE WAS GIVEN THAT'S NEW INFORMATION DOES THAT IMPACT. 
          THIS IS A QUESTION ASKED BY PARENTS, HOW DOES THE INTRODUCTION, DOES THAT INFLUENCE OR IMPACT THE TIME LINE. 
          >> IT DOESN'T IMPACT THE TIME LINE YOU HAVE TO KEEP IF MIND I JUST GOT MY FIRST 
          [02:15:03]
DOSE ON TUESDAY. 
          I DON'T GET THE SECOND UNTIL FEBRUARY 9TH. 
          THAT GOES THROUGH THE 16TH. 
          WE WERE PREPARED TO BRING OUR STUDENTS BACK FOLLOWING THE CDC GUIDELINES AND SOCIAL DISTANCING AND FACE COVERINGS. 
          AND THE CLEANINGS AND THE AIR QUALITY. 
          WE'RE PREPARED EVEN IF WE DIDN'T HAVE A VACCINE TO BE ABLE TO TRANSITION IN SO HAVING THE VACCINATIONS AVAILABLE TO US NOW DOES NOT IMPACT -- IMPACT THE TIME LINE. 
          WHAT WE HOPE IT DOES, THOUGH, IT WILL IMPACT THE NUMBER OF STAFF ABLE TO COME BACK INTO THE BUILDINGS AND BECAUSE MANY OF THE STAFF MEMBERS THE FEARS AND ANXIETY AS WELL AS MEDICAL CONDITIONS THEY HAVE. 
          THIS VACCINATION WILL MAKE THEIR ABILITY TO RETURN, YOU KNOW MORE FEASIBLE. 
          I HOPE THAT, WE'RE HOPING THAT THAT WILL CHANGE THE NUMBER OF STAFFING WHO ARE ABLE TO RETURN BUT IT WILL NOT CHANGE THE TIME LINE. 
          WHAT CHANGES THE TIME LINE AT THIS POINT IS GOING TO BE OUR COMMUNITY HEALTH METRICS. 
          JANUARY 19TH THAT COULD HAVE THE MOST IMPACT ON OUR TRANSITION TIME LINE. 
          I HOPE THE DOCTOR IS BACK SO MISS THORNTON I CAN GIVE A NUTSHELL WHAT YOU ASKED. 
          I WILL LET ME KNOW IF I GOT THIS RIGHT AND WHAT MISS THORNTON WAS ASKING AROUND YOU KNOW, WE NOW HAVE THE VACCINE IN PLACE. 
          HOWEVER WHEN WE LOOK AT THE COMMUNITY METRICS THEY ARE AT THE HIGH ELF LEVEL AND THE COMMUNITY TRANSMISSION RATES HOW LIKELY ARE THEY GOING TO KIND OF LIKE SUBSIDE OR DECREASE OVER THE NEXT COUPLE OF WEEKS. 
          IF YOU HAD TO BE ABLE TO MAKE AN EDUCATED GUESS USING YOUR HEALTH EXPERTISE, WHEN WILL WE BE AT A LEVEL THAT WILL AFFORD US FROM THE COMMUNITY HEALTH METRICS LEVEL TO BE ABLE TO TRANSITION STUDENTS BACK. 
          THAT MEANS WHEN DO YOU THINK IT WILL BE LIKELY TO GET TO THE HIGHER OR MODERATE RISK LEVEL AS A CITY? 
          >> I HAD SOME I WILL SAY WE'RE NOT ANTICIPATING THE CHANGES ON THE MITIGATION STRATEGIES THROUGH THE FORESEEABLE FUTURE. 
          WE'RE STILL GOING TO BE RECOMMENDING THE SOCIAL DISTANCING. 
          SAY STAYING HOME UNLESS YOU HAVE A FOOD REASON TO BE OUT. 
          THAT'S A KEY POINT OF HOW QUICKLY THIS STARTS TO COME DOWN BECAUSE, YOU KNOW WE HAVE SEEN IT GO UP AND AS YOU ARE REPORTING SOMEBODY WAS SAYING THAT THIS WAS THE HIGHEST NUMBER OF CASES, WE SEE THE NUMBER OF DEATHS GOING UP. 
          WE HAVE MORE IN THE COMMUNITY TRANSMISSION WE GET MORE TRANSMISSION WITHIN THE FACILITIES THAT'S WHAT WE'RE STARTING TO SEE IN THE LONG-TERM CARE FACILITIES UNFORTUNATELY. 
          SO TO SAY HOW QUICKLY THE VACCINES WILL REDUCE THIS IT IS SPECULATION AND I THINK IT IS GOING TO BE MONTHS BEFORE WE SEE THE LOW LEVELS. 
          WE'RE NOT BEING AS CAUTION AS WE ARE OVER THE SUMMER THE PORE WE ARE AND PHASE 1 MEANT BUSINESSES ARE CLOSED. 
          THAT'S NOT GOOD FOR THE ECONOMY. 
          THERE IS THIS WHOLE BALANCING OF HOW MUCH TRANSMISSION WILL WE TOLERATE VERSUS HOW MUCH WILL WE NOT GO OUT. 
          AND THEN THE VACCINE PLAYS IN. 
          THERE ARE OTHER VARIABLES WE CANNOT PREDICT. 
          I THINK EVERYONE KNOWS FROM THE COMMON MEDIA ABOUT THE VARIANCE THAT HAVE A HIGHER TRANSMISSION RATE. 
          WE DON'T THINK WE HAVE THAT HERE NOW BUT WE'RE WATCHING FOR THAT. 
          SO I KNOW I'M NOT GIVING A FIRM ANSWER BUT WE'RE STILL IN A GREAT LEVEL OF UNCERTAINTY AT THIS POINT. 
          >> THANK YOU, DOCTOR. 
          I HAVE DR. RIEF. 
          >> THANK YOU FOR THAT PRESENTATION WHEN I WAS LOOKING AT THE SPRINT SLIDE I THOUGHT IT IS LIKE YOU JUST KEEP GOING AND GOING LIKE THE ENERGIZER BUNNY. 
          THIS IS A MARATHON NOT A SPRINT BUT WE'RE CONTINUING WITH THE SPRINT T IS OBVIOUS 
          [02:20:08]
THAT YOU ALL HAVE BEEN WORKING VERY HARD. 
          WE APPRECIATE IT AND I KNOW THAT WE HAVE THE PRESENTATION TO KEEP ABREAST OF WHAT IS GOING ON. 
          IF YOU GO TO SLIDE NUMBER 9 PLEASE. 
          MAYBE YOU HAVE A QUESTION FOR DR. HAERING. 
          THE HIGHEST RISK CATEGORY EVEN IN THE HIGHEST RISK WE ARE BRINGING STUDENTS BACK IN A MODIFIED HYBRID IF WE GET TO THE LEVEL OF SCHOOL IMPACT. 
          I WANTED TO UNDERSTAND SINCE YOU SAID THE SCHOOL IMPACT CAN BE VARIABLE BASED ON THE DIFFERENT SCHOOLS. 
          WE'RE TALKING ABOUT BRINGING BACK SMALLER GROUPS EVER STUDENTS, ARE WE STILL LOOKING AT, YOU KNOW, THE TOTAL SCHOOL DIVISION STAFFING LEVEL OR DRILLING DOWN IN SOME WAY TO SEE WHAT DO WE NEED TO BE AT FOR THE FIRST GROUPS WE WANTED TO BREAK BACK. 
          IF YOU COULD SPEAK TO THAT A LITTLE BIT. 
          THAT'S WHAT I WAS TRYING TO UNDERSTAND A LITTLE BETTER. 
          >> I CAN SPEAK FROM THE SCHOOL IMPACT SIDE AND DOCTOR, IF YOU WANT TO TALK ABOUT THE HIGHEST RISK SIDIVE THE COMMUNITY TRANSITION. 
          TO GET TO THE NORMAL LEVEL IN REGARDS TO IMPACTS WE'RE GOING TO NEED TO HAVE ALL OF OUR STAFF IN THAT SCENARIO VACCINATED, EVERYONE IS ABLE TO RETURN AND BE IN THE BUILDINGS. 
          SO, WE ARE LOOKING AT A NORMAL IMPACT LEVEL MONTHS OUT. 
          THERE IS NOTHING THAT'S GOING TO BE -- THAT'S UNREALISTIC IN THE NEXT MONTH. 
          BECAUSE THAT'S ACTUALLY HAVING THE SAME AMOUNT OF ACCESS WE HAVE TO STAPH IN THE SCHOOL BUILDINGS THAT WE DID PRIOR TO THE PANDEMIC. 
          IT IS A CHALLENGE UNLESS EVERYONE IS VACCINATED. 
          NOT JUST FIRST DOSE BUT YOU HAVE GONE THROUGH THE DOSES SO. 
          I DON'T FORESEE US GETTING TO THE NORMAL LEVEL BUT WHAT I SEE US AT WITH THE STRAINED LEVEL. 
          WHEN WE RELEASE OR WHEN IT IS OFFICIAL THAT THE DECISION IS RELEASED AT THE STRAINED LEVEL YOU CAN BE AT A HIGHER RISK AND HAVING MODIFIED -- A MODIFIED HYBRID APPROACH AND BRINGING IN SOME OF THE MOST VULNERABLE STUDENTS AND THAT IS GOING TO STAND FOR THE NEXT FEW MONTHS. 
          AND WHERE WE CURRENT LIZ ARE, IT WILL TAKE FOR US TO GET A MORE MODERATE RISK LEVEL TO BRING IN THE FULL SPAN OF STUDENTS WHO WANT TO BE IN THE HYBRID APPROACH. 
          AND THAT IS GOING TO TAKE US YOU KNOW SOME TIME TO GET TO THE MODERATE RISK LEVEL THAT'S BASED ON THE COMMUNITY TRANSMISSION, IF YOU CAN SPEAK TO THAT, DOCTOR, THAT'S YOUR WHEEL HOUSE ADD YOUR AREA OF EXPERTISE LIES. 
          FIX CAN YOU TALK TO THE COMMUNITY TRANSMISSION SECTION. 
          >> ABSOLUTELY. 
          SO HOW QUICKLY WILL THAT COME DOWN? IT IS SO HARD TO SAY. 
          WHEN I LOOK AT THE NUMBERS WE LOOKED AT BACK THE END OF MAY, FOR US TO GET THAT SLOPE DOWN TO A LOWER LEVEL TOOK TWO WEEKS. 
          YOU HAVE TO REMEMBER, THAT WAS DURING A PERIOD OF TIME THAT WE HAD THINGS WERE SHUT DOWN. 
          WE WERE HAVING BUSINESSES SHUT AND NO MORE THAN 10 PEOPLE GATHERING. 
          LOTS OF THINGS WERE CLOSED. 
          OUR HIGHEST NUMBERS WAS IF THE UPPER 30S AND 40S. 
          OUR 7 DAY MOVING NUMBER NOW IS IN THE 90S T IS HARD TO PREDICT HUMAN BEHAVIOR AT A POPULATION LEVEL AND HOW MUCH ARE PEOPLE WILLING TO TRULY SOCIAL DISTANCE, MONITOR THEMSELVES AND STAY HOME. 
          WEARING THEIR FACE COVERINGS. 
          YOU KNOW IF EVERYONE WANTS TO DO THAT, YOU STILL HAVE THE PROBLEM ABOUT OTHER -- OTHERS COMING AND VISITING. 
          IT WILL BE SOME TIME BEFORE THE VACCINE TAKES EFFECT WITH RESPECT WE CAN LET DOWN 
          [02:25:02]
OUR GUARD ON THESE THINGS. 
          SO I WOULD SAY MANY WEEKS, MONTHS FROM SEEING THE NUMBERS COME DOWN. 
          >> JUST TO CLARIFY, WHAT I HEARD IS THAT EVEN TO BRING IN SOME OF THE FIRST PRIORITY GROUPS, WE'RE LOOKING AT STILL PROBABLY WEEKS BEFORE THAT IS GOING TO BE POSSIBLE BUT WE ARE GOING TO KEEP GIVING A WEEK TO WEEK UPDATE I SHARE THE CONCERN ON THE IMPACT IT WILL HAVE, I UNDERSTAND KIND OF THE THINKING BEHIND THAT BUT I THINK MAYBE PEOPLE ARE GOING TO SEE WHAT HAPPENS WITH THE WEEKLY UPDATES. 
          >> THE LAST TIME WE GAVE EXTENDED AND THEN SHORTER PEOPLE WILL NOT BE HAPPY. 
          AND PEOPLE ARE NOT GOING TO BE HAPPY WITH A WEEKLY UPDATE BUT AS TRANSPARENT AS WE CAN BE WITH REAL DATA VERSUS MAKING AN ASSUMPTION TILL WILL BE MARCH AND FEBRUARY. 
          YOU SAID MARCH, DOCTOR. 
          IT IS HARD TO BALANCE EITHER WAY. 
          WE TRY TO DO WE'LL WAIT UNTIL DECEMBER TO -- JANUARY TO BRING EVERYONE BACK. 
          THE PLAN OUT IN NOVEMBER. 
          LOOK AT THAT. 
          IT'S NOT FAST ENOUGH. 
          THAT IS NOW MOOT, WHAT WE SHARED TWO MONTHS OUT. 
          I THINK WE SHOULD BE CONSISTENT WITH THE MESSAGING ON A WEEKLY BASIS BUT WE SHOULD BE WHICH WE HAVE BEEN. 
          PEOPLE DON'T LIKE TO HEAR. 
          WE GOT E-MAILS WHEN MISS NOLAN ASKED ON JANUARY 19TH. 
          DOESN'T SEEM LIKE THE NUMBERS ARE GOING DOWN. 
          WE GOT CRITICISM BUT WE HAVE TO BE UP FRONT EVERY WEEK ADD GIVING RATIONAL WHY. 
          NO ONE CAN PREDICT A MONTH FROM NOW, THREE WEEKS FROM NOW. 
          ONE THING THAT IS A GOOD POINT ISED THAT WITHIN THE CITY OF ALEXANDRIA, IF WE BEGIN TO LIMIT OUR TRAFFIC AND BEING OUT OF OUR HOMES AND DOING UNNECESSARY THINGS OUTSIDE OF THE HOUSES THAT WE COULD SEE THAT RISK LEVEL DECLINING T IS HUMAN BEHAVIOR. 
          WHAT WE'RE DOING OR NOT DOING THAT IS GOING TO DETERMINE WHAT THE TRANSMISSION LOOKS LEAK. 
          WE CANNOT CONTROL EVERYONE. 
          WE CAN ONLY SERVE 16,000 FAMILIES BUT YOU KNOW THERE ARE OVER 100,000 OF PEOPLE IN THE COMMUNITY. 
          I THINK THAT DR. HAERING'S POINT IS GOING TO REQUIRE SOME DIFFERENT HUMAN BEHAVIOR IN OUR CITY. 
          >> JUST THE FINAL POINT I HEARD YOU SAY THAT WHEN YOU DO THE UPDATES ON MONDAYS YOU WILL THEN SHARE OUT A MODIFIED CALENDAR FOR AS WELL AT THAT TIME FOR THE -- YOU WILL SORRY. 
          YOU SAID WE PUSHED THE FIRST GROUP BACK TO THE SECOND GROUP WHOEVER YOU WANT TO PUT THAT, EVERY MONDAY YOU WILL BE UPDATING PEOPLE CAN LOOK FOR THAT AS WELL? 
          >> SO YOU WILL SEE -- THE PAST MONDAY WE SHARED OUT OUR INFORMATION WE SHARED THAT REAL TIME DATA FOR THAT MONDAY. 
          NEXT MONDAY IT WILL LOOK DIFFERENT I'M ASSUMING. 
          IT WILL BE DIFFERENT. 
          WE'RE TRYING TO USE THAT'S TUESDAY BECAUSE IT IS A HOLIDAY ON. 
          WE'RE TRYING TO MAKE SURE WE'RE USING THE REAL-TIME DATA WHEN THAT IS MADE WITH THE NUMBERS THAT ARE FROM THAT DATE. 
          YOU WILL SEE A UPDATE THERE. 
          YOU WILL SEE A UPDATE TO THE TIME LINE IF THAT CHANGES SO A PARENT DOESN'T HAVE TO FIGURE OUT WHEN IS MY DATE. 
          WE CAN SAY. 
          I SAY IT MONDAY THIS MONDAY AS WELL AND IN THE ANNOUNCEMENT IS WE HAVE TO UNDERSTAND THAT, YOU KNOW, OUR COMMUNITY TRANSMISSION METRICS IS A KEY FACTOR WITH THE DECISION MAKING AND IF THERE ISN'T MUCH CHANGE IN THAT AREA THAT THAT'S GOING TO KEEP US AT THAT HIGHEST RISK LEVEL THAT LIMITS THE OPTIONS FOR US AND FROM THE 
          [02:30:04]
GUIDANCE DR. HUTCHINGS AND WHAT I THINK. 
          WE WILL SEE IT FROM THE VIRGINIA DEPARTMENT OF EDUCATION THAT SOME OF THE SAME. 
          >> AND MR. CHRISTOPHER SUAREZ. 
          >> THANK YOU, CHAIR. 
          THANK YOU AGAIN FOR THE PRESENTATION AND FOR ALL THE HARD WORK, THE STAFF APPRECIATES IT. 
          I'M TRYING TO THINK THROUGH WHAT IS REALISTIC AND TRYING TO JUST UNDERSTAND, YOU KNOW, HOW DO BE AS TRANSPARENT AS POSSIBLE. 
          WHILE AT THE SAME TIME HOPEFUL THAT WE CAN GETS A MANY KIDS IN THE CLASSROOM UNDER THE DIFFICULT CIRCUMSTANCES. 
          SO, AND THE MOST REALISTIC PATH IS THAT WHERE TO STREAM LEVEL AND STAFFING CAPABILITY AND EVERYONE IS GETTING GETTING EXCITED ABOUT THAT AND THERE IS GOING TO BE HOPEFULLY LESS RISK ON STAFF AS A RESULT OF THE VACCINE. 
          THE MOST REALISTIC PATH IS GOING TO BE THAT WE CAN GO FROM THE ALL VIRTUAL TO THE MODIFIED HYBRID IN A MATTER OF WEEKS AND THEN POSSIBLY IF, YOU KNOW THE MOST OPTIMISTIC GO INTO FULL HYBRID MODEL AFTER THE COMMUNITY SPREAD GOES DOWN. 
          I LIKE TO TALK BRIEFLY ABOUT SLIDE 7 TO SORT OF UNDERSTAND JUST SO I'M ON THE SAME PAGE ABOUT THE CRITERIA WE'RE USING. 
          >> HE'S FROZEN. 
          FOR THE POSITIVITY RATE WE'RE AT 11.3% RIGHT NOW. 
          SO, I GUESS MY QUESTION IS -- THE LATTER NUMBER IS CLOSER TO THE CUTOFF THAN THE HIGHER NUMBER. 
          IF WE DROP TO 8% LEVEL OF COMMUNITY TRANSMISSION AND THE UPPER NUMBER GOES TO LIKE 250. 
          IS THE DECISION GOING TO BE ARE WE TAKING THE AVERAGE OF THE TWO NUMBERS. 
          I WANT TO UNDERSTAND HOW YOU'RE THINKING ABOUT MAKING THAT DETERMINATION. 
          KY SEE A SCENARIO WHERE, YOU KNOW, THE RISK LEVEL OF -- I CAN SEE A SCENARIO WHERE THE TRANSMISSION AT 200 FOR THE COMMUNITY TRANSMISSION. 
          I WANT TO UNDERSTAND. 
          IS YOUR DECISION POINT THE SORT OF, YOU KNOW, THEY HAVE TO BE IN THE MIDDLE RANGE TO BE HIGHER RISK OR TAKE BORDER LINE CASES INTO THE COUNT. 
          I WANT TO UNDERSTAND YOUR THINKING AROUND THAT. 
          MAYBE DR. HAERING CAN PROVIDE PERSPECTIVE ON THAT. 
          >> COMMUNITY TRANSMISSION AND USING HIS EXPERTISE. 
          IF YOU CAN RESPOND TO THAT OR ASSIST. 
          I SEE MY CAMERA IS NOT WORKING WE'RE REMMING THERE IS ONE THAT SAYS HIGHER AND ONE THAT SAYS HIGHEST ONE THAT SAYS HIGHER. 
          IF THE NUMBER WAS GREAT GREATER 200. 
          250 THE PERCENT POSITIVITY WAS 8% WHICH IS HIGHER I RECOMMEND WE CONSIDER THE TRANSMISSION IN THE HIGHEST RISK CATEGORY. 
          THE NUMBER OF NEW INFECTIONS WEIGHS MORE THANS POSITIVITY. 
          THE PERCENT POSITIVETIVE CAN RELY ON THE NUMBER OF TESTS THAT ARE TAKEN SOME LIKE THE -- NOT NECESSARY PEOPLE BUT GETTING TESTED THEY WANT TO GET TESTED WHICH WOULD, OF COURSE, INCREASE THE DENOMINATOR AND THEN ONE OF THE THINGS THAT IS NOT SHOWN ON HERE WHERE ARE THEY OCCURRING? IF THERE WAS A OVERALL RATE OF 8% BUT WE KNEW THERE WERE SOME ZIP CODES THAT WERE 
          [02:35:04]
PARTICULARLY HIGH THEN THAT WOULD KIND OF LEAN US TOWARD SAYING WE NEED TO CONSIDER THE COMMUNITY TRANSMISSION AT A HIGHEST RISK. 
          YOU KNOW AGAIN THIS IS -- THERE IS SOME -- THIS IS THE FIRST TIME WE HAVE BEEN THROUGH A PANDEMIC. 
          WE DON'T HAVE THE EXPERIENCES IN THE PAST COMPARING TO OTHER DISEASE STATES, IF YOU WILL, WE'RE TAKING THESE AS GUIDELINES AND APPLYING THEM WITH OUR BEST KNOWLEDGE AND EXPERIENCES WE DO HAVE. 
          >> UNDERSTOOD. 
          I APPRECIATE THE CLARIFICATION. 
          I THINK IT GOES BACK TO THE TRANSPARENCY WITH THE COMMUNITY. 
          I ECHO THE MISS THORNTON'S SUGGESTION THAT WE PROVIDE THAT ON THE DECISION MATRIX SO THAT IT IS CLEAR, YOU KNOW. 
          COULD I ASK ONE BRIEF QUESTION, ONE CLARIFICATION. 
          WHEN THE MATRIX IS RELEASED THEY WILL PROVIDE THAT SORT OF CLARITY AS WELL. 
          >> OKAY. 
          GREAT. 
          >> SLIDE 11. 
          WE'RE GOING BACK TO WHAT IS REALISTIC YOU KNOW THE MODIFIED HYBRID WILL BE THE MOST REALISTIC. 
          I HAD A CLARIFICATION ABOUT THE PRIORITIZATION MATRIX WHICH I APPRECIATED WHICH IS HELPFUL. 
          SO, ON THERE THE FIRST IS THE VULNERABLE STUDENTS AT RISK REMOTELY STUDENTS WITH ACADEMIC LOSS AS THE LAST CATEGORY AND THEN IN THE THIRD ACADEMICALLY VULNERABLE STUDENTS. 
          I GUESS I WANT TO UNDERSTAND WHERE IS THE LINE WE'RE DRAWING BETWEEN STUDENTS WITH ACADEMIC LOSS AT THE HIGHEST PRIORITY AND THOSE WHO ARE ACADEMICALLY VULNERABLE BUT BELOW THE CHILDREN OF PARENTS WHO REQUIRE CHILD CARE. 
          OBVIOUSLY, YOU KNOW, THE MORE WE CAN GET ALL THE STUDENTS WHO ARE EXPERIENCING LOSSES AND STRUGGLING BACK. 
          THAT IS IMPORTANT. 
          I WANT TO MAKE SURE WE UNDERSTAND THE DIFFERENCE. 
          >> LET ME TELL YOU THIS IS NOT IN ORDER. 
          I WAS TALKING ABOUT THEY'RE ALL HIGH. 
          WE ARE TACKLING ARE, YOU DIDN'T HEAR ME SPEAK ABOUT THE CHILD CARE ISSUE. 
          WE'RE TACKLING THAT WITH THE COMMUNITY PARTNERS. 
          THERE ARE CHALLENGES WITH CHILD CARE, THEY ARE BEING PROVIDED THE SERVICE TRUE OTHER -- THROUGH OTHER OPTIONS OR OTHER COMMUNITY OPTIONS. 
          WE HAVE TACKLED THAT NOW THE ISSUES WERE TOUT THERE. 
          WE HAVE TO FOCUS ON THE VULNERABLE STUDENTS PIECE. 
          WE WANT TO SHOWCASE THE ACADEMICALLY VULNERABLE STUDENT BECAUSE WHEN WE FIRST STARTED GOING DOWN THE PATH OF VIRTUAL PLUS. 
          WE WERE SPECIFICALLY TALKING ABOUT SPECIAL EDUCATION AND EL. 
          WE WANT TO MAKE SURE THE VULNERABLE AND ACADEMICALLY VULNERABLE STUDENTS ARE AT THE TOP PRIORITY AND THAT CAN RANGE BEYOND THE EARLY GRADES DEPENDING ON THE SITUATION. 
          WHAT WE'RE DOING IS WITH OUR ANALYSIS FROM QUARTER 1 AND NOW THROUGH QUARTER 2 ANALYSIS WE'LL SHARE THIS IN FEBRUARY, THAT'S WHAT WE'RE WORKING THROUGH TRYING TO MAKE SURE THAT WE'RE IDENTIFYING THOSE STUDENTS THAT ARE NOT HAVING JUST ACADEMIC LOSS BUT SOCIAL AND EMOTIONAL LOSS AS WELL BECAUSE THERE ARE SOME STUDENTS THAT ARE HAVING JUST CHALLENGES BEING AT HOME AND WE WANT TO WORK THROUGH -- WORK THROUGH THAT. 
          UNTIL WE GET DATA WE'RE GOING TO HAVE TO PRIORITIZE WHAT IS FEASIBLE ONCE WE GET ALL THE GROUPS TO TOGETHER. 
          WHAT IS FEASIBLE AND MANAGEABLE ON THE STAFFING THAT WE HAVE BASED ON THE TRANSPORTATION AT THAT TIME. 
          WE'RE DOING IT AT A MODIFIED LEVEL AND NOT HAVING EVERY SCHOOL IS OPERATING TYPE OF THING. 
          IT MAY BE DIFFERENT LOCATIONS. 
          TONIGHT SAY IT IS DEFINITIVE NOW BUT THIS IS -- I WANTED TO PROVIDE THE COMMUNITY WITH AN IDEA WHAT GROUPS. 
          [02:40:01]
THEY SAID WHO ARE THE MODIFIED HYBRID STUDENTS WHICH IS THAT. 
          I WANTED US TO BE SURE TO SHARE THAT. 
          >> WILL YOU PROVIDE AT SOME POINT A MORE GRANULE LU GRADE DAYS OF THE HIGH CATEGORY? 
          >> WE WILL. 
          WE'LL BE ABLE TO AS WE GO THROUGH THE ACADEMIC DATA A BETTER SENSE OF NUMBERS AND NOT -- WE DON'T WANT TO IN THE PAST. 
          WE LOOKED AT IEP, EVERYONE WITH AN IEP. 
          THEY MAY BE DOING WELL RIGHT NOW. 
          NOT EVERY STUDENT WITH AN IEP IS HAVING STRUGGLES. 
          WITH SOME OF THE SUPPORTS THAT WE'RE GOING TO BE PROVIDING, THIS IS EVEN NOW WE'RE HAVING DISCUSSIONS FOR SOME OF OUR STUDENTS WITH SPECIAL NEEDS, IT MIGHT CHANGE SOME OF THE ACADEMIC VULNERABILITY THEY HAVE EXPERIENCED IN THE PAST SEVERAL MONTHSMENT WHEN WE GIVE INHOME SUPPORTS ON THE DISCUSSIONS WE'RE HAVING RIGHT NOW. 
          >> WE CAN WRAP THE DISCUSSION UP AT THIS POINT. 
          I THINK MY ONLY PARTING THOUGHT IT IS INTERESTING AS WE, THE DISCUSSION UNFOLDS IS THAT ONE OF THE MOST -- WE'RE UNCOMFORTABLE RIGHT NOW. 
          ONE OF THE MOST UNCOMFORTABLE THINGS ABOUT OUR CURRENT SITUATION IS THE LEVEL OF UNCERTAINTY. 
          AND YOU KNOW THERE IS A NEED TO JUST HAVE -- HAVE THE CONCRETE ANSWERS ABOUT WHAT IS GOING TO HAPPEN WHEN BUT I'M CONSTANTLY REMINDED THAT EVEN WHEN WE GET TO THE STATE THAT WE WANT TO BE YOU KNOW THE DOOR IS OPEN. 
          THERE WILL BE DIFFERENT TYPES OF UNCERTAINTY THAT WE'RE GOING TO BE DEALING WITH. 
          AND SO, JUST, THIS IS A FLUID SITUATION AND NOT STATIC IT IS, YOU KNOW, SO MANY DIFFERENT MOVING PARTS AND BE THAT WAY FOR A WHILE. 
          SO, YOU KNOW, HATS OFF TO THE STAFF AND HUGS TO EVERYONE. 
          I'M AT THE POINT HUGS TO EVERYONE, THIS IS SO HARD. 
          BUT YOU KNOW I DO SEE A LIGHT AT THE END OF THE TUNNEL. 
          IF WE KEEP ON TRACK AND KEEP DOING WHAT WE'RE DOING THE KIDS WILL BE FINE WE'LL BE FINE. 
          THANK YOU, EVERYBODY. 
          >>> WITH THAT SAID I WOULD LIKE TO GIVE EVERYONE SOME TIME BEFORE WE GO INTO OUR SPECIAL MEETING AND IF WE CAN RECESS EVERYONE IS OKAY COME BACK AT FIVE MINUTES
* This transcript was compiled from uncorrected Closed Captioning.