Revere superintendent posts personnel changes, second SRO discussed with county and foundation

Superintendent Mr. White outlined personnel items and student-services contracts that will appear on the district—s June 24 regular meeting agenda, and the board discussed a memorandum of understanding for a second school resource officer (SRO) for the district.

White said the board will see an agenda item reflecting the retirement resignation of the director of human resources and communications and other certified and classified personnel changes, including a leave of absence, position changes, and a list of new hires. He named several hires that will appear on the agenda: Eli Trimble (kindergarten teacher), Isabelle Wright (intervention specialist), Leah Parish (math teacher) and others. White also said the administration expects extended-school-year staffing and additional summer work assignments for custodial staff to be on the agenda.

Student-services contracts presented for board approval next week include nursing services with PSI Associates, services for deaf or hard-of-hearing students with Greenleaf, music therapy for students with intensive needs, translation/interpreter services (Cross Thread Solutions), behavior specialist services (BCBA via TES), and placements with CHI Summit County ESC and Applewood Center. White noted a misspelling on the draft agenda item for one provider that will be corrected before the packet goes out.

On safety services, White described the district—s SRO arrangements. He said Officer Gressler previously came to the district from the Village and that a second SRO position has been funded as a partnership between the Summit County Sheriff—s Department, Bath Township, the Village of Richfield, the district and the Revere Schools Foundation. White said the foundation covered about half of the first-year cost for the second SRO; the county declined a multiyear price commitment because its collective bargaining agreement timing prevents them from guaranteeing pricing beyond one year, so the district—s agreement is effectively structured as a one-year arrangement that will need approval again next year.

"We believe as a district, the partial year this year once in a while with Deputy Weathers, we asked the county for a 3 year agreement which they were agreeable to do except that they only have 1 year left on their existing collective bargaining agreement," White said, explaining why the current MOU is effectively one year.

Board members thanked staff for hiring work that, White said, has saved salary costs. Berdine and other speakers noted the district tracks salary savings from attrition and that new hires across experience levels are projected to generate about a half-million dollars in salary savings next year and roughly $2.5 million over five years.

No votes on personnel or contracts occurred at the work session; items were presented for the board—s regular meeting packet and will return for formal action on June 24.

Next steps: Personnel and contract items will appear on the June 24 regular meeting agenda for formal action; the SRO agreement will return next year for renewed approval if the county cannot finalize a multiyear price commitment.