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Votes at a glance: Cave Creek USD board actions Sept. 10, 2025
Summary
The board approved a package of administrative and legal items including a transportation pay adjustment, district‑level superintendent performance pay plan, retention of outside counsel for an EVIT agreement and other routine items.
At its Sept. 10 meeting, the Cave Creek Unified School District governing board took multiple formal actions, including approving a transportation pay adjustment to address CDL driver salary compression and several administrative and legal items.
Summary of votes and outcomes (actions taken):
- Item 6.22 — Approve recommended salary adjustments to address CDL driver salary compression as presented (approved; voice vote). The action follows a detailed transportation presentation documenting driver losses and operational strain.
- Item 6 (Action consent) — Routine consent items approved (voice vote).
- Item 9.1 — Approval of the instructional time model as presented (approved). The model explicitly allows for emergency remote instruction and staff‑development remote days as specified on approved calendars.
- Item 9.2 — Approval of the 2025–26 superintendent goals as presented (approved).
- Item 9.3 — Adopted a superintendent performance‑pay resolution establishing a district plan under ARS 15‑34139, allowing up to 5% of the superintendent's base pay to be designated as performance‑based pay, subject to annual board assessment (approved).
- Item 9.4 — Adopted a Legendary Teacher Day resolution designating Sept. 25 as Legendary Teacher Day (approved).
- Item 9.5 — Approved the direction given to the board's legal counsel during a previously held executive session (approved).
- Item 9.6 — Retain Osborne Maladon, P.A., as special counsel regarding the EVIT satellite intergovernmental agreement (approved).
- Item 9.7 — Authorized special counsel (Osborne Maladon) to initiate legal action, if needed, regarding the EVIT satellite IGA and CTED funding statute matters (approved).
- Item 9.8 — Approved the governing board norms and commitments for 2025–26 (approved).
Why it matters: The approved items range from operational (transportation pay changes) to governance and legal strategy (outside counsel retention and authorization to pursue legal remedies). The superintendent performance‑pay resolution formalizes a local plan permitted under state statute and ties up to 5% of base pay to achievement of agreed goals.
Ending: Many of the items were approved by voice vote with no opposition called on the record. Several items require follow‑up implementation steps from staff and, in the EVIT/CTED matters, possible future legal filings.
