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Human resources presents 2024–25 accomplishments; district begins 2025–26 negotiations with teachers and Teamsters
Summary
Assistant Superintendent Dr. Brian Coffee told the board the HR division met its major 2024–25 goals — exiting receiverhip and launching a new human capital/payroll system — and reported recruitment and compensation gains, while negotiations for 2025–26 are under way with teachers and Teamsters, with tentative agreements on several articles but open issues remaining.
Dr. Brian Coffee, assistant superintendent for human resources, presented the district’s 2024–25 human resources annual report to the board Dec. 10, describing staffing accomplishments, training initiatives and the status of labor negotiations.
“We were successful in achieving those goals,” Dr. Coffee said of the division’s priority aims to exit receiverhip and to implement a new human capital management and payroll system for employees. The presentation noted the district hired 99 employees in 2024–25, recognized two teachers with a $5,000 award through an honor.org partnership, and negotiated a 10% salary increase for employees last school year.
Coffee outlined the district’s collective bargaining processes. He said the teachers’ association is using interest‑based bargaining for the 2025–26 year and that Teamsters negotiations have held six sessions; the district reported tentative agreement on 12 of 29 articles with Teamsters. Coffee explained the public ‘‘sunshine’’ process and the role of PERB and county AB1200 review when agreements have fiscal impacts.
Board members pressed staff on safety and staffing details. Margaret Turner Evans asked when safety training for campus staff takes place; Coffee replied annual notifications and mandatory trainings occur at the start of the school year while some site‑specific safety trainings are scheduled as needed and school safety plans are updated annually. Joyce Randall and other members asked about recruitment strategies for more male employees and special‑education teachers. Coffee said the district cannot legally recruit by gender but pursues partnerships with universities and student‑teaching programs; special‑education shortages persist, with two moderate‑to‑severe vacancies remaining despite international hires and agency recruitment.
The presentation concluded with questions from board members and recognition of HR’s effort to implement employee self‑service features and new learning‑management systems.
