Arianna Mougianis

The board meeting covered several key administrative and financial updates. The administrative report highlighted student achievements in regional tournaments, a staff engagement open house, and various school activities including music department performances and athletics. The board reviewed and approved staffing needs for the upcoming school year, a scoreboard replacement project, and a shared visioning process. Additionally, the board approved several personnel appointments, including leave of absence requests, substitute positions, and supplemental contracts. Financial business included the approval of financial reports, tax budget resolutions, a two-year purchase agreement with Benchmark Education, and the acceptance of grant funds. New business involved discussions regarding filling a vacancy on the recreation board.

The meeting included recognitions and farewells for long-serving staff members, specifically bus drivers Cindy Swagger and Cindy Hennessy, who are retiring after decades of service. Another key recognition was for Denise Prior, who served for two and a half decades in various roles, including union leadership. The meeting also honored Mr. Bob Neich, highlighting his extensive career, dedication to students, and memorable quotes shared by students. The speaker expressed profound gratitude for the dedication and positive impact these individuals had on the community and students.

This document celebrates the 20th anniversary of the Perry Service Learning (PSL) program at Perry High School, an elective integrating social issues curriculum with community volunteering. The program's core purpose is to empower students to apply academics to real-world problems through service, fostering a culture of caring and community engagement. Key activities and achievements highlighted include significant fundraising for various causes (e.g., hurricane relief, local nonprofits), extensive service hours, and substantial donations of food and supplies. PSL also emphasizes the development of student-led initiatives such as the Power Pack program and the Giving Garden. The program aims to educate students on pressing social issues, encourage philanthropy, and build lasting community connections, fostering a long-term commitment to service among its alumni.

The meeting commenced with the Board adjourning to Executive Session to consider the employment of a Public Employee or official. Key discussion points included the required public input process for the IDEA Part B federal funds application for special education. The IT Committee report detailed the distribution of Chromebooks, phone system upgrades, surveillance system upgrades (Phase 1), and replacement of Board of Education desktops. The Business Advisory Council reviewed and adjusted their plan to be submitted to OD, which includes establishing a student-led advisory council (ARM of VAC). There was a financial update noting the district is in a very strong financial position, exceeding forecasted balances. Safety and Security updates covered the installation of internal bridge door buzzer systems. Capital plan discussions focused on the surveillance project (Phase 2 listed for FY25) and mitigating life safety system delays by migrating away from old dialers to new cellular environments for fire and transportation alerts. Other maintenance updates covered the replacement of MSA gas protection system components, the status of the building automation system migration (Phase 1 complete), and updates on roofing life cycles and annual assessments.

The emergency meeting addressed the driver shortage within the transportation department and considered moving into an executive session to prepare for negotiations concerning employee compensation and terms of employment. Key discussions centered on analyzing the competitive market following a neighboring district's compensation increase, which resulted in tentative resignations. The board reviewed a contingency plan to manage immediate transportation needs, including potential route adjustments. Discussions also included strategies to attract and retain drivers, such as establishing a solid substitution list, offering training for necessary endorsements, and implementing or reviewing referral programs. Furthermore, the body examined compensation structures, noting that the district's pay scale generally places employees above average over the long term, although starting rates currently lag by approximately 8%. Other related topics involved reviewing benefit eligibility requirements (currently 35 hours for single coverage, 27 for Riverside, and 20-25 for single for Perry) and comparing the cost and structure of current health benefit plans versus the competitor's plans, noting significant differences in HSA/FSA contributions and severance package eligibility.