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District 11 directs staff to draft consolidated employee handbook and prioritize compensation models
Summary
The board tasked administration and the employee engagement group (EEG) to draft a unified employee handbook with clear staff‑input and grievance procedures, a revision mechanism, and a draft by spring break. The board reaffirmed that new state money should be directed to staff compensation and asked for models by spring break.
Board members spent an extended portion of the work session framing tasks for staff to create a consolidated employee handbook and to clarify oversight and processes.
A board facilitator said the priorities for staff are: (1) a robust procedure for staff input and feedback, including operational grievance and whistleblower pathways that reference state protocols; (2) explicit mechanisms for handbook revision and a timeline for how changes will be proposed and adopted; and (3) a complete draft to be delivered by spring break for board review. The board agreed the employee engagement group (EEG) will be the primary vehicle to compile and vet handbook language in this transitional year rather than running the previous, larger "meet and confer" process concurrently.
On compensation, board members reiterated existing guidance that any new money from the state should be directed toward staff compensation. Deputy superintendent/finance staff said they would prepare compensation models and projections by spring break, noting uncertain state revenue forecasts and the March 20 revenue‑forecast milestone. Administration said it will also pursue operational efficiencies to prioritize classroom and staff compensation if state funding is sparse.
Board members asked staff to include clear guardrails so that changes to the handbook are not made 'on a whim' mid‑year, to cross‑reference existing policy where appropriate, and to include measurement and reporting back to the board as implementation proceeds.
