Ellen Harper, a district HR/finance staffer, presented two revised payroll job descriptions and a set of updated job codes for lower-level operational positions during the Nassau County School Board’s Nov. 10 meeting. Harper said the changes aim to align written duties with what employees already perform and to build a succession pathway ahead of a retirement.

Harper told the board the senior payroll specialist title reflects substantial duties currently handled by Vicky Carter, who is slated to retire in June; Carter processes payroll contracts, ensures IRS and Florida Retirement System compliance and handles retirement transactions. ‘‘She kind of keeps us out of problems with our government,’’ Harper said, arguing the senior title better fits Carter’s responsibilities.

The district also proposed a second payroll-specialist description focused on hourly and substitute pay processing, insurance billing and management of the sick bank. Harper said the payroll reclassification would move a mid-career pay of about $38,000 toward ‘‘about $40,000’’ and that the estimated annual budget impact for the senior position would be under $2,500; she agreed to provide the board the worksheet and the correct salary code before any vote.

A longer debate followed about proposed changes to minimum qualifications for three frontline positions — custodial, ground maintenance and food service. Staff recommended requiring hired candidates to sign a probationary agreement that commits them to participate in a district-supported GED program and to complete that program within one year. The goal, staff said, is to open hiring opportunities to otherwise qualified applicants who lack diplomas while providing structured support to obtain credentials.

Board members supported the district’s goal of recruiting and training local workers but raised concerns about an inflexible one-year completion requirement. ‘‘If they’re making progress, I’d rather see language about adequate progress than an automatic severance after a year,’’ one board member said. Another suggested a financial incentive — a one-time supplement once the GED is finished — or other retention bonuses tied to bargaining-unit agreements.

District staff responded that managers would monitor progress, that employees would be on probationary contracts and that the district would provide adult-education options and online resources. Staff proposed removing a hard one-year cutoff in favor of language allowing ‘‘adequate progress’’ or other reasonable measures and said any pay supplements would require negotiation with unions.

Action items and next steps
Staff said they will: provide the board with the payroll worksheet and confirm the correct salary code for the senior payroll specialist; revise the frontline job descriptions to soften the one-year completion language (to allow documented progress) and present updated versions at the board’s Thursday meeting. No final votes were taken during the Nov. 10 discussion.