District Leadership

Superintendent

Chad Daugherty serves as the Superintendent of Dorchester School District Two, bringing over 30 years of experience in public education to the role. Before being named Superintendent, Mr. Daugherty spent three years as the district’s Deputy Superintendent, where he was instrumental in advancing student achievement, strengthening instructional practices, and supporting schools across all levels.

Prior to his work in Dorchester, Mr. Daugherty dedicated 25 years to Huntington County Community Schools, where he worked his way up through a variety of roles. He began his career as a high school social studies teacher and coach for baseball and football. His dedication to student growth and leadership led him into administration, where he served as an assistant principal in both K–8 and middle schools, followed by positions as principal of a middle school and a large comprehensive high school. His success at the school level led to district leadership roles, including Assistant Superintendent for Curriculum and Instruction, and later, Superintendent.

In 2020, Mr. Daugherty was honored with the Candace Dodson EdTech Trailblazer of the Year Award for his leadership in blended learning during the pandemic—a reflection of his forward-thinking and student-centered approach.

Throughout his career, Mr. Daugherty has developed a broad and practical understanding of what it takes to support students, staff, and families at every level. His leadership is grounded in the core values of relationships, academic excellence, and community partnerships, and he remains deeply committed to helping every student reach their fullest potential.

Outside of work, Mr. Daugherty has been married for 29 years to his wife, Deborah, who also works in Dorchester District Two. Together, they are the proud parents of five children—three sons and two daughters. Their youngest—twins—are recent graduates of Summerville High School, Class of 2025.

Superintendent's Executive Team

Dr. Kenneth Wilson
Assistant Superintendent

Katie Barker
Assistant Superintendent

Kenneth Farrell
Assistant Superintendent

Brian Bohannon
Executive Director of Community Engagement

Michelle Jacques
Executive Director of Special Services

Christy Graham
Counsel

Teresa Kelly
Executive Director of Federal and State Programs
Title I Administrator

Scott Matthews
Executive Director of Personnel - Classified
Title IX Coordinator

Tina Meunier
Chief Financial Officer
CPA, CSBO

Dr. Isti Sanga
Executive Director of Technology

Advisory Councils

Parents

Representative	School
Patrice Williams	Alston-Bailey
Victoria Merritt	Beech Hill
Marissa Cacala	Eagle Nest
Melissa Wade	Flowertown
Lawanda Wilson	Fort Dorchester Elementary
Mariah Chavis	Joseph R. Pye Elementary
Andree Bey	Knightsville
Nick Kierpiec	Newington
Jennifer Sears-Fox	Oakbrook Elementary
Nichole Crews	Sand Hill
Elise Cassella	Sires
Mary Kate Ward	Spann
Jennifer Summers	Summerville Elementary
Candace Howze	William Reeves Elementary
Courtney Holtzinger	Windsor Hill
Frankie Staropoli	Alston
Candace Howze	DuBose
Aaron Oberman	East Edisto
Lora Albertson	Gregg
Amanda Bukiewicz	Oakbrook Middle
Candace Frederick	River Oaks
Carrie Crosby	Rollings
Heather King	Ashley Ridge
Tiera Dardar	Fort Dorchester High
Ciara Male	Summerville High

Teachers

Representatives

Name	School
Kristen Barrett	ABES
Kevin Burke	Adult Education
Jennifer Santmyer	AMS
Bernard (BJ) Bellush	ARHS
Christina Fortner	BHES
Audrey Phillips	DMS
Cassidy Harris	EEMS
Margurite Vidakovich	ENES
Andrew Kephart	FDES
Janel Raquet	FDHS
Marilyn Mcnally	FES
Brenna Bourgeois	GMS
Emily Peidl	JPES
Amanda Chacon	KES
Vanessa Mijango	NES
Jennifer Arkley	OES
Chalcie Parsons	OMS
Kimberly Bender	RISE
Alison VanArsdalen	RMSA
Maria Barnes	ROMS
Megan Morgan	SES
Kimberly Gerhardt	SHES
Julie Sammartano	SHS
Jaylyn Irving	SIRES
Jessica Parler	Spann
Jennifer Dunfee	WHAIS
Jenny Cooper	WRES

Meeting Dates

Q&A - November 18, 2025

2025-2026 Teacher Advisory Council Q&As

11-18-2025

SECTION 1: GENERAL QUESTIONS

Are jeans on Friday still a thing? Jeans expectations seem to differ between schools.

Board Policy GBEBA states, “Jeans, t-shirts, shorts, sweat/wind suits are only acceptable attire at the discretion of the principal or building supervisor and for approved special events.” If you have specific questions about Jeans Days at your school, please work with your principal to share your questions and concerns. This policy is being looked at and will be addressed soon.
Is there a reason that Elementary Schools start intake at 6:50am? Other local districts do not do intake until 7:00am. It would give teachers an additional 10 minutes in the morning.

The elementary intake time of 6:50am is based on several important factors, including the size of our schools, the number of staff members needed for morning supervision, and the coordination of district bus routes. Given these considerations, our elementary schools require approximately 25 minutes for students to arrive and transition smoothly before instruction begins at 7:15am. This schedule helps ensure a safe and organized start to the school day for all students.
What is being done to give back time to Elementary teachers who are drowning with the lack of time on workdays?

We recognize that time is one of the most valuable resources for our teachers, and we understand the challenges that come with balancing instructional responsibilities, planning, and professional learning.

To help address this, several measures are in place to support teachers and protect their time. The state-required LETRS training will be completed for Phase 1 schools by the end of December and for all schools by the end of the school year, which will greatly reduce the ongoing training commitments moving forward. In the second semester, the required half-day LETRS sessions will utilize only two early release days, helping to minimize the impact on instructional and planning time.

Teachers continue to receive a minimum of 30 minutes of daily unencumbered time. Additional planning opportunities are provided through scheduled workdays – specifically, the Quarter 3 workday on January 5 and the Quarter 4 workday in April.

We truly appreciate the dedication and hard work of our elementary teachers and remain committed to finding ways to support their time, balance, and well-being.
Any possibility to offer the staff duty-free lunch or courtyard or both in middle school? Or the possibility of changing the middle school bell schedule to give 6th and 8th grades a planning period to be able to use the bathroom and breathe instead of going straight for 5 hours with no break? I know admin says everyone enjoys this schedule, but maybe on 7th grade teachers like this schedule because many 6th and 8th grade teachers do not like this schedule.

At this time, we are not able to consider a duty-free lunch or courtyard coverage, nor a bell schedule change that would add planning periods. The current middle school bell schedule is built around the instructional minutes needed for ELA, math, science, and social studies, which leaves limited flexibility to restructure the day without reducing academic time.

That said, your well-being matters. If you find yourself needing a quick break, please continue to work with your teammates so you can support one another throughout the day. Additionally, if there are ongoing challenges, please share those concerns directly with administration. We want to problem-solve together and look for any reasonable adjustments that can help the day run more smoothly for you and your students.
Would it be possible for 5th grade students to participate in the Journey to the Middle again and visit the middle schools? This has not happened in several years but used to be a good experience.

Middle school principals recently revisited this topic. Although we recognize that Journey to the Middle provides a valuable opportunity to showcase middle school and generate excitement for incoming students, our Rising 6th Grade Night offers an even more impactful experience, allowing students and their families to explore our campuses in a relaxed, welcoming environment.

During this event, schools host tables and displays and engage PTSA members, parent volunteers, and student speakers to share information about course offerings, clubs, extracurricular opportunities, and ways for both students and parents to become involved. Additionally, holding the event in the evening provides families with the chance to interact directly with teachers, ask questions, and gain a deeper understanding of middle school life, an important component that is not a possibility during Journey to the Middle.
When a new wing is added to an older school, why are we not permitted to bring personal furniture and shelves from our previous classroom? This presents a challenge considering the room typically never has enough storage space or shelving. We understand not wanting old, worn-down furniture because we want our rooms to look nice, but cannot understand why decent, nice furniture/shelves cannot be used. Can you please explain?

If you have a need for additional storage or furniture that is outside of the standard classroom furniture, please submit it to your principal. The principal can then work with district leadership.
Parent Question: I wanted to reach out after I had a meeting with the Virtual SC department at the SC DOE in wanting to learn how students in other districts are able to take Virtual SC courses sponsored by their high schools. Students in other districts who are in incredibly competitive athletic leads have been allowed to take classes through Virtual SC in order to continue to be linked to their home high schools, instead of becoming a fully “home school” student. Parents are wondering why this is not an option in DD2. This parent has cited how, through Virtual SC, students have had the ability to take classes that there may not be a teacher to teach due to the shortage, or for things like credit recovery.

Parents can contact the Office of Curriculum & Instruction directly with questions regarding placement options for their child.
Parent Question: Why does DD2 not allow homeschool students in the district to pay for national tests like the PSAT and take them on DD2 campuses? BCSD and CCSD still allow outside students to test in district if they pay, and though this was take away during Covid, they are wondering if the idea can be revisited.

Parents can contact the Office of Curriculum & Instruction for the Office of Assessment and Accountability directly with questions regarding testing options for their child.
Are there any plans to re-think the RISE program?

We would need more specific questions in order to answer anything regarding RISE.
What happens if teachers are not using their personal device or phone plan for Raptor?

Any staff member that chooses not to download Raptor on their cell phone can still access the program through their school-issued device. Additionally, Raptor is secondary to all of the things that we normally do. Any emergency would still have all of the other alarms and alerts such as fire alarms and announcements over the PA system.

Staff members that choose not to download the app on their cell phone should be advised to carry their school-issued device with them while they travel throughout the school during the workday.
Has our district considered a weighted system for class size like other districts? Students with higher needs are weighted as 1.5 or even 2 students depending instead of 1 to ensure that class sizes are fair and no class is more stacked on high needs than another. This system would be especially helpful to implement in our largely populated (and growing) elementary schools.

Our district currently uses district-wide ratios to determine teacher allocations, which helps ensure consistency and equity across schools. Within those parameters, schools do have some flexibility during class placements to address specific circumstances, including student needs, in order to create balanced and supportive learning environments. While a weighted system is not currently in place, it is important to note that funding constraints do not always allow for additional teacher allocations beyond the established district ratios.
Will anything be done for grade levels that have split teams, but numbers are already at 30+? Our school is in an area with houses being built daily and new students arriving weekly. Is there a magic number that we have to reach before they bring in another teacher?

We understand that large class sizes can present challenges for both teachers and students, and we monitor this closely to ensure our schools are appropriately staffed.

Our district follows staffing ratios that are consistent across all schools when allocating teachers to grade levels. At the beginning of each school year, we review enrollment numbers carefully and make adjustments when needed and possible (either by reallocating staff or adding positions) when teacher-to-student ratios exceed district averages.

However, after the first several weeks of school, it becomes much more difficult to make class changes or add new sections, as this can disrupt student learning and relationships that have already been established. For that reason, staffing allocations cannot always be adjusted once the school year is underway.

There are also several additional factors that impact staffing decisions, including projected enrollment, available space, and certified teacher availability. We will continue to monitor enrollment trends and work to support schools experiencing growth to the greatest extent possible within these parameters.
At the middle school level: Possibility of adding a study hall option as an elective for students with 504s who have extended time. We struggle to have them finish tests and assignments and we have no time built into the day for them to complete assignments and tests. They are missing class time to finish tests and assignments are snowballing because they are having to complete everything at home and they cannot keep up.

Adding a study hall elective is not something we can implement, as adjustments to the master schedule require careful consideration of staffing, instructional minutes, and the overall balance of elective offerings. Please continue to communicate specific student needs to the school administrative team so we can work together to problem-solve. There may be opportunities within existing structures – such as coordinated support between teachers, flexible planning with the student’s team, or targeted intervention time – that can help relieve some of the pressure students and teachers are experiencing.

SECTION 2: QUESTIONS RELATED TO FUNDING/$

It is great that they are increasing the first-time teacher’s salary to be more lucrative, and everyone else is getting a percentage but the starting salary versus an experienced teacher who has 20 years of experience and a master’s salary is not increasing at the same rate. Does the district have a plan or incentive for teachers that have committed many years but the salary does not match what we are worth?

Currently, the district does not have a plan or incentive to address this issue. We put dollars to each one of the steps as we did in last year’s budget and we will continue to put dollars to each step to avoid compression.
How are the ECA stipends related to club sponsors (not athletics) determined? Which clubs/organizations are on the list to be paid, how many sponsors are paid, and how often is that list re-examined/updated?

ECA stipends are determined based on the level of commitment required outside of standard working hours, with the goal of ensuring fairness and consistency across all schools. The district’s ECA stipend schedule – available on our district website – provides the stipend amounts as well as the number of stipends allocated for each club or organization.

Last school year, the ECA stipend schedule underwent a full review and revision to better reflect the needs of schools and the variety of activities we offer. A district-level team meets at least annually to examine the schedule, consider feedback from principals and sponsors, and make adjustments as needed.
When we must split classes, what does the district do with the pay that would be for the substitute? Can the district investigate splitting the sub pay amongst the teachers who take the split class? I know at high school they get paid extra for “subbing” for other classes. I think we deserve the same respect at the elementary/middle school levels.

We can investigate this to see if this is possible.
Is it possible for full-time K-2 interventionists to be hired at largely populated (non-Title) elementary schools to help close learning gaps?

At this time, hiring full-time K-2 interventionists at non-Title 1 schools is not feasible due to current funding limitations; however, we want to ensure that students still receive the targeted support they need.

The best next step is to work closely with your school’s MTSS team. Through regular review of student data and progress, the MTSS team can help determine how to most effectively use the staff already available within the building. This may include in-class interventions, support from certified teachers, or strategic use of personnel such as fine arts teachers or other staff during intervention blocks.

We sincerely appreciate your focus on early intervention and your dedication to meeting the needs of all students.

SECTION 3: SPECIAL SERVICES QUESTIONS/CONCERNS

When was the last time our special education programs were revamped? Times are changing and student needs are changing as well. The structure of Core Academic (Cross Cat) rooms does not seem to be the best solution anymore. Is it possible to have a team meet to talk about restructuring programs to better meet student needs? (High functioning autism, behavior, mental health, etc.)

As a district, we are actively reviewing all of our programs to determine how we can best meet the needs of our students both now and in the future. One of the key goals is to identify programs that can be strategically placed in each of the four quadrants of the district so that students do not have to travel long distances to access specialized opportunities. Please know that if we add programs, this would require additional dollars from our general fund. Last year, we worked hard to “right size” the district, and we remain very mindful of the financial impact of any new initiatives. With that in mind, we will continue to monitor our current programs closely and evaluate options carefully to ensure they align with both student needs and fiscal responsibility.
School psychologists’ caseloads should be manageable. I feel as though one person fielding over 15 evaluations at one time is not a manageable caseload to get students the support they need in a reasonable amount of time. We are doing a disservice to the children by knowing they need more supports to be successful but making them wait 2-3 months or more to get to the top of the list to finally have an evaluation.

Thank you for bringing forward this important concern. I want you to know that we fully recognize the strain created by the number of students currently waiting for evaluations, and we understand the impact this has on their ability to receive timely support. It is becoming increasingly difficult to find and hire school psychologists, and this challenge is not unique to Dorchester District Two – it is a nationwide issue affecting districts across the state and country. The shortage of qualified school psychologists has made it harder for all districts to keep caseloads at the level we would like. We are actively reviewing how we identify and process students who need evaluations to help address the influx of referrals. Our goal is to ensure we are using our current resources as effectively as possible while also exploring additional ways to reduce wait times and ensure students receive the services they need sooner.

SECTION 4: CURRICULUM QUESTIONS

With the new knowledge we are learning in LETRS, our HMH program does not follow suit – specifically in regard to comprehension (reading one text multiple times to focus on different skills each time.) Do schools/teams have the ability to veer away from the program to implement the skills and strategies we are learning in LETRS?

HMH Into Reading aligns closely with the LETRS emphasis on multiple reads by embedding close reading strategies that require students to revisit texts for deeper understanding. HMH Into Reading uses strategies like Notice & Note and embedded activities that build critical thinking and analysis through multiple exposures to a text, which is a key component of the LETRS approach. Additionally, HMH Into Reading lessons reflect the recommendations outlined in the SC Ready ELA Grades 3-5 2025 Test Data Review Report from the Office of Assessment and Standards. For example, the report notes:

“Insight: Students should re-read a literary [or informational] text multiple times, each with a different purpose for re-reading.”
- Close reading and Re-Reading: The program’s close reading framework encourages students to analyze texts critically through multiple readings. This directly supports the LETRS methodology, which emphasizes using repeated reads to build comprehension.
- Integrated Skills: The program’s design integrates oral language development and discussion, providing opportunities for students to process information from texts, which is supported by repeated readings.
- Apply to Text: The Apply to Text step allows students to actively apply reading and writing skills to analyze, understand, and interact with complex texts. The Blue Read for Understanding prompts guide the teacher’s assessment of comprehension during the first read. The Purple Targeted Close Read prompts are used during subsequent reading to apply new or refined skills.
- Systematic and Explicit Instruction: Built on structured literacy principles and the science of reading, HMH Into Reading provides systematic, explicit instruction aligned with LETRS. Foundational skills – such as phonics, vocabulary, and fluency – are intentionally developed to support comprehension through multiple reads.
- Alignment with Standards: The DD2 4K-5th Grade ELA Instructional Planning Guide provides pacing guidance, instructional notes, and standard alignment for each lesson, which includes the development of analytical skills and critical thinking through a variety of reading and writing activities.
If teachers have additional questions about HMH in Reading alignment with LETRS, please reach out to Jamielyn Knox and Melinda Anderson, our elementary ELA Content Specialists,
Why is DD2 the only district in the state of SC where kids do not have access to Settera? This is a geography/SS online site that is fantastic. We had access to it until about February. Geography, especially, needs this resource returned to us.

Our district has reviewed this platform, and the site has been identified as not safe and secure for students. In addition, Seterra contains advertisements that we cannot control, which creates an environment that does not align with our district’s commitment to providing a safe and focused online learning experience. We are continuously exploring safe and secure alternatives that provide similar geography learning opportunities for our students and will communicate any new resources as they become available.

SECTION 5: NEW YEAR QUESTIONS/REQUESTS

Is district daycare still being discussed as an option for teachers next school year?

A future employee day care is still being considered through a community partnership; however, it will not begin at the start of the 2026-2027 school year.
Can we please have a full day for conferences next school year?

The Educators Assistance Act designates four days that may be used for teacher planning, academic plans, and parent conferences. We will take into consideration the need for a full day for parent conference when planning for the 10 staff days for 2026-2027.
Can we please have workdays (not PD days) at the end of each quarter? We would really like/need teacher time before report cards are due each quarter. Not professional PD. Can we please consider changing our October workday into a teacher workday instead of staff development days? Or turn the early dismissal days into teacher workdays if we have to keep October’s staff development day. The current schedule does not give us a true teacher workday day until 2nd semester. (3 schools stated this need/concern.)

We begin working on our 10 staff days in the spring. We will take this feedback into consideration amongst other requirements when we begin planning.
It seems that we start a couple of days earlier (in July) and still get around the same time (in May) for the next couple of years as well. Where are the days being put into the year?

When developing a school calendar, we must identify the following:
- High school Semester must end before Winter Break
- What breaks and how long will each one last (Fall, Thanksgiving, Winter, and Spring)
- Students must be in session for 180 days.
If you were to get out earlier, you would need to shorten Winter Break or Spring Break. We put together a calendar committee and had a lot of representatives across all groups of people to come up with a two-year calendar. We will then sprinkle in our PD and workdays later this year to come up with a 190-day calendar for teachers.

SECTION 6: CONCERNS

As a district we need a better system to manage extreme student behaviors/learning differences. How can we get more support into the schools specifically for students with extreme behaviors? Classes would be safer and more conducive to learning. A meeting with a social worker for 15 minutes once a week is not cutting it.

Supporting students with significant behaviors and learning needs continues to be a top priority for our district, as we know that maintaining safe, structured, and supportive learning environments is essential for both students and staff.

This year, behavior has been a key focus during district school visits. We are using the Tiered Fidelity Inventory (TFI) to identify areas of strength and opportunities for growth within each school’s behavioral support systems. This process helps school teams focus their efforts on specific next steps to strengthen intervention and support practices.

In addition, our district and school MTSS (Multi-Tiered System of Supports) teams are working collaboratively to put targeted interventions and supports in place for students who are struggling behaviorally. We are also using the Panorama platform to monitor student behavior data more closely, allowing us to respond proactively to emerging needs.

We are currently awaiting state department approval for a virtual option for students in lieu of expulsion, which will provide an additional pathway for supporting students whose behaviors require a different setting to be successful.

We truly understand and share your commitment to creating safe, conducive classrooms for learning and appreciate your partnership as we continue to strengthen our behavioral support systems across all schools.
We are concerned with the delayed LETRS stipend. I expected pay in June and still have not received. Communication is the key. Delayed pay for work should also have an expected pay date.

The LETRS stipends are processed and paid directly by the South Carolina Department of Education, so the payment timeline is unfortunately outside of the district’s control. Our Director of Elementary Schools continues to work diligently to make the process as smooth and efficient as possible on our end.

Because all teachers across the state are now participating in LETRS, the Department of Education is processing an unprecedented amount of stipends. As a result, payments are taking longer than originally anticipated. We recognize the importance of timely communication and compensation and will continue to share any updates we receive from the state as soon as possible.

Teacher Advisory Meeting Notes 11.18.25

Introductions
Mr. Daugherty: The school report cards were great; you should all be very proud of the growth we have seen.
Can employees wear jeans? Mr. Daugherty: The policy is going to be looked at and there should be more information coming out. But I believe jeans are fine so long as they are dressed professionally. More to come.
Can teachers receive sub pay if we are having to split a class? Especially in the elementary level. Class sizes are already large. Mr. Daugherty: We will have to go through finance and look at that cost. It is something he is willing to look into.
CPI training for all teachers? Mr. Daugherty: We know this is something everyone needs, but it is not something we want to do yet. We know that teachers are already overloaded with all of the things on their plates with LETRS, etc. Mrs. Satterfield offered to be a rep for elementary to look into getting this going in the future and making the classrooms more inclusive.
TA PayScale? Mr. Daugherty: We are well aware that truly, everyone is underpaid. We are looking into ways to find money for everyone. Teachers and kids come first, and then we have to figure out the rest. County council meetings have started, they are attending these and trying to find what they can to give teachers more.
Nesbit: Stipends for clubs. Will people receive stipends for all the hours they are working outside of school hours? These are big commitments. It appears that in some high schools the stipends are different. Mr. Daugherty, it should be the same across the board. Stipends are budgeted for, so they are trying to be equitable. Mr. Farrell, we are trying to give principals flexibility with the stipends. Mr. Daugherty: For example, each principal may receive 100 stipends to manage among the clubs. It is easier to do it this way, when not all schools have the same clubs.
Ratios: Mr. Daugherty, when teachers reach a certain number we do our best to only add allocations at the beginning of the year.
Workdays vs. PD days: Mr. Daugherty, the state dictates some. Full day for conferences and more teacher workdays is something that we are working on. The state does dictate certain dates. Satterfield: Teachers need a full day at least. Especially at the elementary level. Those parents want longer than 10 minutes to sit and talk. A lot of teachers are having to take weeks of their planning time to get all the conferences done. Mr. Daugherty: I hear you. I am going to add this to my notes. It is good feedback. I will see what we can do to have a conference day before Fall break.
If teachers with a work visa, will they have the possibility of earning a work “green card” if they remain dedicated to DD2? Mr. Daugherty: Please send me that question, we will look into it and the costs. I know there is a lot of costs.
Polling place during the school day cannot be safe, is this something we cannot do? Mr. Farrell: We were made aware of this after they by passed the district and went straight to the school. Mr. Daugherty: A response was given, making them aware that this is not okay. There are steps that should be taken.
Difference in SPED, but kids that have anger issues in the room with kids that are in resource and how it is affecting those kids and kids in general ed. Mr. Daugherty: The goal is to have an alternative school for elementary kids next year. We would also like to have more mental health resources in schools for multiple kids. We are looking to repurpose SPANN as an alternative school for elementary students. We know the school is not going to fix all of the problems, but how can we get more people in the schools to help? We are looking at Medicaid and behavioral health. What is it going to look like going into that school? They have visited Horry County to see what it looks like. We are still going through all of the components. For upper grades, we are looking into virtual instruction for older students with behaviors. Students who are expelled may be able to become virtual students. Calvert learning is what the elementary curriculum is, for secondary it is Edmentum.
When you have a student in the 4K program with behaviors that are so strong, they are rarely in the classroom because the behaviors are so strong. At what point does the line get drawn, and we give another teacher a spot? Mr. Daugherty will look into it. Satterfield: There is a statement that goes out, if there are so many offenses, they can lose their spot. Mr. Daugherty: Someone mentioned one full day 4K and two half day 4K, to separate kids that are ready and those that are not.
For middle school kids, will there be a behavioral resource class coming back? The teacher that was over that before now does math resource. But now she is trying to do both. Mr. Daugherty: That may be a funding problem if it was paid for with title money. But at the end of the day, students need to be able to learn and if one student’s behavior is impeding that then it needs to be addressed. Teacher: This has happened in our cross-cat classroom. The teacher feels like it has become a dumping ground. The behaviors are so bad, the cross-cat kids cannot be taught because the teacher is trying to deal with behaviors all day long. So, it is taking away from kids that are in there for academics. What is sad is, we are looking for people, but we do not know what to do. Mr. Daugherty: We are aware that behavior is a huge problem. Teachers: Students after COVID are different, technology is the babysitter, students cannot self-regulate their emotions, etc. A lot of teachers feel like while pay is huge, dealing with the behaviors is so mentally exhausting, it is an even bigger problem, and so many are leaving because of that more so than the pay.
Is RISE filling up earlier this year? Mr. Farrell: No, it goes up and down with intake and outtake. Teachers: Students and parents need to be held accountable for their actions.

Representatives

Representative	School
Brooks Matthews Senior Class President	Ashley Ridge
Beckham Harris Junior Representative	Ashley Ridge
Carolina Wheeler Sophomore Representative	Ashley Ridge
Check back for name Freshman Representative	Ashley Ridge
Alyssa Muyon Senior Class President	Fort Dorchester
Ronson Parker Junior Representative	Fort Dorchester
Steve Nguyen Sophomore Representative	Fort Dorchester
Jamiyah Green Freshman Representative	Fort Dorchester
Annie Seabrook Senior Class President	Summerville
Bella Young Junior Representative	Summerville
Hayden Folk Sophomore Representative	Summerville
Reagan Hannah Freshman Representative	Summerville

Meeting Dates

2025-2026 Classified Support Staff Liaisons

Meetings
Advisory Members

Meetings

September 18, 2025

Agenda
Minutes

Agenda

Welcome

Notetaker Selected
District Webpage
- District -> District Leadership - Scroll to bottom of screen - 2025-2025 Classified Support Liaisons
- Meetings, Advisory Members, Agendas, Minutes
Submitted Topics
Introductions
- Name
- School/Department
- Job/Role
Submitted Topics
2026-2027 & 2027-2028 Proposed District Calendars
2025-2026 Pluses & Deltas
Classified/Support Staff Evaluations
- At least once every three (3) years
  - 1st year of employment and at least every 3 years afterwards
- Overview of Process (For Reference Only)
- Evaluation Form (For Reference Only)
- Documentation of Conferences (For Reference Only)
- Entire process documented in Classroom Mosaic
  - Here is a user guide for how to login to a new account
Meeting Dates & Times (4:15 PM – 5:15 PM)
- September 18
- October 16
- November 20
- December 18
- January 15
- February 19
- March 19
- April 16
- May 21 (Tentative)
Action Items/Takeaways
Other Business & Questions
Next Meeting
- October 16, 2025 @ 4:15 p.m.

Meeting Topics Link

Minutes

Reminder: Dr. Wilson, please send a link for the agenda topics to participants.

Discussion

How do classified employees become a certified teacher?

Mr. Matthews- Thanked employees for being a part of the team. Briefly, he shared his work experience and acknowledged the importance of classified staff within the district. He expressed that everything that we do is done for the students. Mr. Matthews is always available if we have questions or concerns. He encouraged staff to advocate for themselves and that personnel is there to support them.

Please share ideas, both your own and those of other classified staff members, with this group. As a result of a discussion last year, job descriptions are now posted on the DD2 website. Additionally, this allowed many job descriptions to be edited to reflect what employees do.

Question from Maintenance

The maintenance pay scale goes from 1-55 while many other positions have a smaller scale. He is 26 years old and expressed concerns regarding the length of time he would have to work to reach the top of the pay scale. The district has started the process of updating some of the scales that have the 0-30 year range and maintenance is one of the departments being discussed. There is a process in place to improve pay scales and currently there are many scales that are being evaluated. Other scales have been evaluated in recent years. Mr. Smith has a proposal in regarding maintenance staff pay scales. There are quarterly meetings held to evaluate salary proposals, suggestions, etc. This past year a decision was made to try to give everyone a little raise. Teachers were given a raise to try to keep up with our neighbors, but that removes a significant portion of the budget.

Question about TA pay scales

The staff member started as an adult support in DD2 and then moved into a TA position the following year. When she started there was a significant difference between the daily pay for an adult support versus that of a TA. Now the gap is less than $2 per hour. Adult supports work fewer hours each day, so now the adult supports are making more per hour than a TA.

Question asked: Do adult supports stay until the end of the day on early release days? Answer: Adult supports are paid 180 days, so they should be staying for the full day even on early release days. A question was asked regarding sharing this information with principals. This was discussed at the principals meeting.

LEAP

LEAP asked questions about adult supports, TAs, etc. because dual employees (school-based and LEAP) receive different responses about the time they can leave the school site depending on the admin at the school. Can we create a definite explanation for staff before they agree to work for LEAP? Mr. Matthews and Dr. Wilson agree that this is challenging. Starting years ago, dual employees were to be allowed to leave as soon as their student leaves school or their duties have been fulfilled to go to LEAP. Mr. Matthews stated that this may need to be reiterated to school administrators. This will need to be worked through.

Introductions

Introductions were made by all attendees.

Proposed School Calendars for 26-27 and 27-28

Proposed school calendars for 26-27 and 27-28 in draft form were shared.

All extended breaks are crammed in the first half of the year. From April to May, there is a long 8-week stretch without a break. It may be beneficial to add a break at the end of the year. Dr. Wilson pointed out that on the 27-28 calendar, spring break is in April.

Question about moving spring break from the week of March 29th to the week of April 5th for the 26-27 school year.
Can the Feb 12th staff day be moved to a date later in the year? Maybe in April the Friday before testing starts.
The 23rd of April is listed as a weather make-up day but there is nothing else listed for this date. Is this supposed to be a staff day?
8th and 15th is it possible to do two three-day weekends back to back rather than one four-day weekend?
Staff Development days – LEAP is still open and their staff are required to take 17 hours of training a year. There is not time built in to allow for this training. LEAP wants to know if it is possible to only allow DD2 employee children to attend LEAP on teacher work days.

Attendees created lists of positives and negatives from last year.

Positives (+)

Free breakfast and lunch for students.
New radio for the dispatcher.
Technology moving closer.
New sped equipment for buses.
- Successful deployment on the first day.
Strong teams at each site.
- Admin behavior support.
Convocation on day 2.
Free lunches
Wednesday Start Date
Positivity
Convocation
Josten's Renaissance Program
Jeans
New teachers have acclimated very well.
Disciplinary actions have been more consistent and effective.
No cafeteria duty this year.
Food is better, and more students are eating.

Challenges (Δ)

The following are issues or areas identified as needing attention:

Following work orders (maint. tech, transportation).
A/C issues with Oak Transportation for the first two weeks.
Student transportation request forms were submitted very late (Sped).
Finding an CR teacher at FES.
Expectations for before and after contract hours.
Parent messages.
The need for clear communication between transportation and departments (e.g., admin, sec.) and uniform procedures for end-of-day transportation.
The discipline matrix needs fine-tuning.
The time it takes to get Allocations for TAs + Adult Support
TRANSPORTATION
- buses are frequently 45+ minutes late
- the app is glitching CONSTANTLY
Still no real training for Onboarding classified employees.
- when an employee starts, there is frequently no one to Show them their job duties
- Secretaries cannot participate in PD because we are responsible for keeping the office open.
- front desk Staff as well

Questions submitted in Advance of Meeting

What is the hiring process like for teachers?
- This is similar to classified as you would need to apply for any specific teaching positions you are interested in. The biggest difference is also meeting the requirements of the South Carolina Department of Education for certification(bachelor’s degree and Praxis exam).
How can the district hire teachers that don't have a teaching degree/certificate but they are working towards it?
- If you have a bachelors degree, the district can assist you with entering an alternative certification program. It would depend on what your degree is in and what your transcripts look like to determine what subject (s) you could teach. Once you are in an alternative certification program and have received a letter of eligibility from the SCDE, then we can hire you as a teacher.
How can someone teach SPED but doesn't have any experience or background in the SPED field?
- (Doesn't even have degree for SPED) The South Carolina Department of Education has established the SC-CREATE program which will pay tuition for a non-certified or non-degreed employee to receive a bachelor’s degree in SPED and certification. The employee must commit to teaching in SC for a minimum of 3 years to receive the tuition free assistance once finished with the program.
Does the district have any programs that help paraprofessionals get degrees to teach?
- (ex. Teaching Assistant that wants to teach but needs to keep their full-time job.) The SC-CREATE program is the only program that the district has at this time that assists with classified employees getting a degree. The district assists SC-CREATE employees by continuing to keep the employee in the classified role (salary and benefits) while the employee also works towards certification. We have about 40 employees in the SC-CREATE program at this time.

Submit Questions or Suggest Topics

October 16, 2025

Agenda
Minutes

Agenda

Meeting Agenda

Welcome
Notetaker Selected
Follow up Items from September 19, 2025 Meeting
- 2025-2026 Pluses & Deltas
Submitted Topics via Link
- Changing Sick days and Personal days to Paid Time Off (PTO)
- When will the start of construction be for the Oakbrook Transportation building?
- Annual, Semiannual, or Quarterly visits from the district office.
Referendum Building Projects
Classified/Support Staff Evaluations
- At least once every three (3) years
  - 1st year of employment and at least every 3 years afterwards
- Overview of Process (For Reference Only)
- Evaluation Form (For Reference Only)
- Documentation of Conferences (For Reference Only)
- Entire process documented in Classroom Mosaic
  - Here is a user guide for how to login to a new account
Meeting Dates & Times (4:15 PM – 5:15 PM)
- October 16
- November 20
- December 18
- January 15
- February 19
- March 19
- April 16
- May 21 (Tentative)
Action Items/Takeaways
Other Business & Questions
Next Meeting
- November 20, 2025 @ 4:15 p.m.
Link for Meeting Topics

Minutes

Dorchester School District Two

Classified/Support Staff Advisory Meeting Minutes

Date: October 16, 2025
Time: 4:15 p.m. – 5:15 p.m.
Location: District Office-815 S. Main Street, Summerville, SC 29483 Room 116

In attendance:

Linda Gelzer (BHES), Dawn Schwartz (FES), Mikhala Landry Parler (LEAP), Eva Garriott (RISE), Meredyth Byrne (RMSA), Katie Nettles (SPANN), Christy Prince (Special Services), Myra DeLeon (Transportation), Scott Matthews, Director of Personnel, and Dr. Kenneth Wilson, Assistant Superintendent

Welcome

The meeting was called to order at 4:15 p.m. by Dr. Kenneth Wilson, Assistant Superintendent. Attendees were welcomed and thanked for their continued collaboration and input.

Notetaker Selected

Myra Deleon volunteered to serve as the notetaker for the meeting.

Follow-Up Items from September 19, 2025 Meeting

The group began by reviewing Pluses and Deltas charts from the September meeting.

Pluses:

The group agreed that starting the school year on a Wednesday has been a positive adjustment, allowing a smoother transition for students and staff.

Deltas:

Staff discussed issues with Simpldiscipline, noting that the platform’s layout and navigation have proven challenging. Feedback will be shared with the appropriate department for consideration.

Submitted Topics via Link

Transportation
- The SPED transportation request process is currently being revised and is in its final stages.
- The Oakbrook Transportation Building is projected to be completed by August 2026, per Mr. Farrell.
Training, Onboarding, and Professional Development for Classified Staff

Several suggestions were made to improve training and onboarding processes:
- Offer professional development (PD) sessions specifically for classified employees, including computer-based courses.
- Consider staggered training schedules (morning and afternoon sessions) to accommodate staff availability.
- Develop a FAQ section via Canva or other platforms to address common questions (similar to LEAP’s model).
- Implement shadowing opportunities where new employees can learn from veteran staff.
- Create a training timeline and day-by-day onboarding guide.
- Provide orientation presentations with QR codes for quick access to resources.
- Develop a training completion handout/form to verify participation.
The district is currently working on refining the training process for Teaching Assistants (TAs) and Full-Time Adult Supports.
- T2 Defined: Standard Teaching Assistant.
- T3 Defined: Certified Teacher serving in a non-teaching role.
- Requested: Adult Supports should receive CPI (Crisis Prevention Intervention) training before beginning work.
Work Orders

Work order completion timelines are being monitored closely to ensure efficiency and accountability.
Sick Days and Personal Days to PTO Discussion

The group revisited the suggestion to convert sick and personal days into a combined PTO system.

Current district policy allows sick leave to be used for certain special circumstances (up to 5 days), including:
- Funerals
- Illness of family members
- Weddings
- Legal appointments not possible after school hours
- Graduation exercises involving family members
- Educational conferences not covered under professional leave
- Job interviews requiring presence
- Educational activities involving family members
- Religious leave
- Emergencies (non-medical circumstances)
Annual, Semiannual, or Quarterly visits from the district office.

A request was made on behalf of the Transportation Department for unscheduled visits by District Office personnel to both transportation locations. The intent is to help staff feel more included, supported, and connected to the district and district leadership.

Referendum Building Projects

Updates were shared regarding referendum-funded facility projects, all projected for the next school year:

SPANN Building Repurpose:
- The proposal includes relocating SPANN students to SES or ESES.
- Staff members will be reassigned, and all current employees will retain positions. Job openings are expected due to regular annual turnover.
Summerville Elementary:
- Construction will begin once soil conditions are suitable.
- If the new building is not completed by next school year, students may be temporarily housed at the SPANN facility.
Departments moving into the SPANN Building:

Adult Education, Nursing, Special Education Department, Food Services, Technology, and possibly the Elementary Alternative and BREW programs.

Classified/Support Staff Evaluations

Evaluations are conducted during the first year of employment and at least once every three (3) years thereafter.
The evaluation process, forms, and conference documentation are available in Classroom Mosaic.
Reference Guide: Classroom Mosaic Login Help

Action Items / Takeaways

Focus Areas for Classified/Support Staff Advisory

The committee identified three (3) key areas of focus to address in upcoming meetings:

Professional Development (PD) Offerings – Determine what types of PD opportunities would be most beneficial for classified and support staff.
Scheduling of PD for Support Staff – Identify the most effective times and formats for delivering training to ensure maximum participation.
Onboarding Process and Training Plans – Develop a structured onboarding process, including training timelines, shadowing opportunities, and documentation of completion.

These focus areas will guide upcoming discussions and serve as a framework for developing recommendations to district leadership

Other Business & Questions

During the Q&A portion of the meeting, the following clarification was provided:

If a department representative is unable to attend a scheduled Classified/Support Staff meeting, another staff member from the same school/department may attend in their place to ensure consistent communication and representation.

Next Meeting

The next Classified/Support Staff Advisory meeting will be held on Thursday, November 20, 2025, at 4:15 p.m.

Members are encouraged to submit discussion items through the Meeting Topics Link prior to the next meeting.

Adjournment:

The meeting adjourned at 5:20 p.m.

Respectfully Submitted by:

Myra Deleon, Notetaker

November 20, 2025

Agenda
Minutes

Agenda

Welcome
Notetaker Selected
Follow up Items from October 16, 2025 Meeting
- Special Education Transportation Request Form
  Form has been completed and goes LIVE December 1.
- Annual, Semiannual, or Quarterly visits from the district office to Transportation
  1 unscheduled visit conducted since last meeting to the Oakbrook Office
Submitted Topics via Link
Are the job qualifications listed in the job descriptions for Adult Supports and Substitute Teachers accurate?
Action Items for Today (Homework from last meeting)
1. Professional Development (PD) Offerings – Determine what types of PD opportunities would be most beneficial for classified and support staff.
2. Scheduling of PD for Support Staff – Identify the most effective times and formats for delivering training to ensure maximum participation.
3. Onboarding Process and Training Plans – Develop a structured onboarding process, including training timelines, shadowing opportunities, and documentation of completion.
Classified/Support Staff Evaluations
- A Mid-Year Review will be held with the Classified Employees/Support Staff (February 1-February 28) for an informal review of performance competencies.
- The Principal/Supervisor and Classified Employees/Support Staff sign for the Mid-Year Review
2026-2027 Contract/Letters of Agreement Timeline
Meeting Dates & Times (4:15 PM – 5:15 PM)
- December 18
- January 15
- February 19
- March 19
- April 16
- May 21 (Tentative)
Action Items/Takeaways
Other Business & Questions
Next Meeting
- December 18, 2025 @ 4:15 p.m.

Meeting Topics Link

Minutes

Dorchester School District Two

Classified/Support Staff Advisory Meeting
Minutes
Date: November 20, 2025
Time: 4:15 p.m. – 5:15 p.m.
Location: District Office-815 S. Main Street, Summerville, SC 29483 Room 116

In attendance: Dawn Schwartz (FES), Mikhala Landry Parler (LEAP), Eva Garriott (RISE), Christy Prince (Special Services), Myra DeLeon (Transportation), and Scott Matthews, Executive Director of Personnel

Welcome

The meeting was called to order at 4:15 p.m. by Mr. Scott Matthews, Executive Director of Personnel. Attendees were welcomed and thanked for their continued collaboration and input.

Notetaker Selected

Myra Deleon volunteered to serve as the notetaker for the meeting.

Follow-Up Items from October 16, 2025 Meeting

a. Special Education Transportation Request Form

The form has been completed.
The form will go live on December 1, 2025.

b. District Office Visits to Transportation

One unscheduled visit has been conducted since the last meeting at the Oakbrook Office.

Submitted Topics via Meeting Link

Job Qualifications for Adult Supports and Substitute Teachers

Substitute Teacher Qualifications:
- High school diploma required
- Completion of substitute workshops
- Minimum age requirement: 21 years old
Adult Supports:
- Position title updated to Special Paraprofessionals
- 180-day position
- Primarily one-on-one student support
- Serves in a SPED Teaching Assistant role

Discussion included pathways and requirements for becoming a paraprofessional.

Action Items from Previous Meeting (Homework)

A. Professional Development (PD) Offerings for Support Staff

The group identified the following PD needs:

Student behavior training for school staff, bus drivers, and monitors
Classroom management (General Education)
Training for monitors on General Education buses
Social-emotional regulation techniques
De-escalation strategies ("Don’t pick up the rope")
Increased opportunities for CPI training
Inclusion and sensitivity training for both GENED and SPED students
Basic Spanish training (e.g., Rosetta Stone) to support communication with ML students
Basic ASL training
ABC behavior data collection
Potty training charts
Additional PowerSchool training

B. Scheduling of PD for Support Staff

Discussion points included:

Need for PD options accessible to 180-day employees (e.g., early release days)
Establishing accountability for employees who do not attend required PD
Closing offices to allow all support staff to attend district LBD training
Active Shooter training:
- Improved communication
- District-wide announcements with dates and times
- Additional opportunities, as not all staff are currently able to attend
ABC behavior sheets training
LEAP training:
- Potential for three sessions annually
- Refresher sessions in January and May
- Training opportunities for college students

C. Onboarding Process and Training Plans

This topic will be discussed in detail at the next meeting.

Classified/Support Staff Evaluations

A Mid-Year Review will be conducted between February 1 – February 28.
Reviews will be informal and focused on performance competencies.
The Principal/Supervisor and Classified/Support Staff employee will sign the Mid-Year Review.

Other Business:

Transportation & Operations Discussion

Routing and Attendance Concerns

Complaints have been received from both parents and drivers regarding consistent route double-backs and combined routes.
Discussion included:
- Accountability for drivers and monitors with inconsistent attendance
- Evaluating routes that are repeatedly combined and considering permanent consolidation
- Utilizing inconsistent drivers/monitors as substitutes when appropriate

simplDiscipline

Concerns raised that referrals are being deleted or not addressed consistently by schools.
Clarification requested on whether selecting a referral title determines the group it is routed to.

2026–2027 Contract / Letters of Agreement Timeline

Timeline information was reviewed and noted.

Meeting Dates & Times (4:15 p.m. – 5:15 p.m.)

December 18, 2025
January 15, 2026
February 19, 2026
March 19, 2026
April 16, 2026
May 21, 2026 (Tentative)

Action Items / Takeaways

Launch SPED Transportation Request Form on December 1, 2025
Explore expanded PD offerings aligned with identified needs
Improve accessibility and communication for PD opportunities
Continue discussion on onboarding and training plans at the next meeting

Next Meeting

The next Classified/Support Staff Advisory meeting will be held on Thursday, December 18, 2025, at 4:15 p.m.

Members are encouraged to submit discussion items through the Meeting Topics Link prior to the next meeting.

Meeting Topics Link

Adjournment:
The meeting adjourned at 5:15 p.m.

Respectfully Submitted by:
Myra Deleon, Notetaker

January 15, 2026

Agenda
Minutes

Agenda

Welcome
Notetaker Selected
Submitted Topics via Link
- No submission as of January 14, 2026
Follow up Items from November 20, 2025 Meeting
Recap of work from November
1. Professional Development (PD) Offerings for Support Staff
  - Student behavior training for school staff, bus drivers, and monitors
  - Classroom management (General Education)
  - Training for monitors on General Education buses
  - Social-emotional regulation techniques
  - De-escalation strategies ("Don’t pick up the rope")
  - Increased opportunities for CPI training
  - Inclusion and sensitivity training for both GENED and SPED students
  - Basic Spanish training (e.g., Rosetta Stone) to support communication with ML students
  - Basic ASL training
  - ABC behavior data collection
  - Potty training charts
  - Additional PowerSchool training
2. Scheduling of PD for Support Staff
  - Need for PD options accessible to 180-day employees (e.g., early release days)
  - Establishing accountability for employees who do not attend required PD
  - Closing offices to allow all support staff to attend district LBD training
  - Active Shooter training:
  - Improved communication
  - District-wide announcements with dates and times
  - Additional opportunities, as not all staff are currently able to attend
  - ABC behavior sheets training
  - LEAP training:
  - Potential for three sessions annually
  - Refresher sessions in January and May
  - Training opportunities for college students
Action Items for Today (Homework from last meeting)
- Onboarding Process and Training Plans – Develop a structured onboarding process, including training timelines, shadowing opportunities, and documentation of completion.
Classified/Support Staff Evaluations
- A Mid-Year Review will be held with the Classified Employees/Support Staff (February 1-February 28) for an informal review of performance competencies.
- The Principal/Supervisor and Classified Employees/Support Staff sign for the Mid-Year Review
Reminders/Other Information
- Redistricting Plans
  - EEMS to OMS
  - SIRES to OES
- DDTwo Education Recruitment Fair: Saturday, January 31, 2026
Meeting Dates & Times (4:15 PM – 5:15 PM)
- February 19
- March 19
- April 16
- May 21 (Tentative)
Action Items/Takeaways
Other Business & Questions
Next Meeting
- February 19, 2026 @ 4:15 p.m.

Meeting Topics Link

Minutes

Time: 4:15 PM – 5:15 PM

Attendance

Kilee Hawes (JPES)
Meredith Byrnes (RMSA)
Myra DeLeon (Transportation)
Dr. Kenneth Wilson, Assistant Superintendent
Katie Barker, Assistant Superintendent

Review of Prior Meeting Topics (November)
1. Professional Development (PD) Needs for Support Staff
  - Student behavior training for school staff, bus drivers, and monitors
  - Classroom management strategies (General Education)
  - Training for monitors assigned to General Education buses
  - Social-emotional regulation techniques
  - De-escalation strategies (e.g., “Don’t pick up the rope”)
  - Increased access to CPI training
  - Inclusion and sensitivity training for both General Education and Special Education students
  - Basic Spanish training (e.g., Rosetta Stone) to support communication with multilingual learners
  - Basic American Sign Language (ASL) training
  - ABC (Antecedent–Behavior–Consequence) behavior data collection
  - Use of potty-training charts
  - Additional PowerSchool training
2. Scheduling and Access to Professional Development
  - Need for PD opportunities accessible to 180-day employees (e.g., early-release days)
  - Establishing accountability for employees who do not attend required PD
  - Closing offices to allow all support staff to attend district LBD training
  - Consideration of closing schools to the public for a full or half day to facilitate PD
  - Active Shooter Training: Improve communication and offer additional sessions
  - ABC Behavior Sheet Training: Consistent district-wide training and expectations
  - LEAP Training: Three sessions annually with refresher sessions in January and May
Onboarding Process and Training Plans
1. Required Trainings for All New Classified/Support Staff:
  - Introduction to district computer systems
  - ParentSquare (parent communication platform)
  - PowerSchool
  - SimplDiscipline
  - Device distribution and deployment
  - “Who’s Who” manual and District contact list
  - Active Shooter Training
  - CPR / MERT / Stop the Bleed
  - Personnel policies and procedures
  - Vector Training
2. Position-Specific Required Trainings:
  - Clerical / Secretarial / Finance: Finance 101, Advanced PowerSchool, Student registration, Phone etiquette, Translation support (Spanish/ASL)
  - Elementary TA / SPED Paraprofessional: CPI / De-escalation, Classroom management, Behavior therapy, PBIS / CKH / Renaissance, Manual review, UAP training
  - Facilities / Maintenance: Determined by Director of Facilities
  - Safety / Security: Determined by Director of Safety & Security
  - Educational Technology: Determined by Chief Technology Officer
  - Transportation: Bus management, Behavior training / de-escalation
  - Athletic: Determined by Director of Athletics
  - Food Service / Cafeteria Monitor: Cafeteria monitor training, Behavior training / de-escalation
Additional Discussion Topics
- Rezoning of EEMS students to OMS and ESES students to OES for the 2026–2027 school year
Other Business & Questions
1. Substitute Pay on Early Release Days: Elementary and Middle substitutes paid for half days unless staying for late duty; High School substitutes can be paid full days if staying to assist with other duties.
2. Transportation Coverage on Half Days: Difficulty due to overlapping dismissal times.
3. Driver Retention and Pay Gaps: Pay gap during holidays due to district closure and lack of extra driving opportunities.
4. Student Behavior on Buses: Concerns regarding placement of students with repeated write-ups on SPED buses.
5. Attendance Issues (Drivers/Monitors): Management through incentive programs, reclassification to substitute status, or termination.

Next Meeting: February 19, 2026, at 4:15 PM

February 19, 2026

Agenda
Minutes

Agenda

Welcome
Notetaker Selected
Submitted Topics Link
- No submission as of February 17, 2026
Recap of work & Follow up Items from January 15, 2026 Meeting
Classified/Support Staff Evaluations
- A Mid-Year Review will be held with the Classified Employees/Support Staff (February 1-February 28) for an informal review of performance competencies.
- The Principal/Supervisor and Classified Employees/Support Staff sign for the Mid-Year Review
Reminders/Other Information
- Redistricting Plans
  - EEMS to OMS
  - SIRES to OES
- DDTwo Education Recruitment Fair: Saturday, February 28, 2026
Meeting Dates & Times (4:15 PM – 5:15 PM)
- March 19
- April 16
- May 21 (Tentative)
Action Items/Takeaways
Other Business & Questions
Next Meeting
- March 19, 2026 @ 4:15 p.m.

Meeting Topics Link

Minutes

Time: 4:25 PM-5:30 PM

Attendance

Eva Garriott (RISE)
Meredyth Byrne (RMSA)
Christy Prince (Special Services)
Matthew Negron (WRES)
Myra DeLeon (Transportation)
Scott Matthews-Executive Director of Personnel
Lara Hayes-Substitute & Professional Development Administrator

Opening Discussion Items

Professional Development for Classified Employees
The group discussed the need to expand professional development (PD) opportunities for classified staff and improve the overall PD process. It was acknowledged that enhancements will require a phased and thoughtful implementation.
Recruitment of Substitute Bus Drivers
Discussion centered on advertising opportunities for teachers, coaches, and other school-based staff to serve as substitute bus drivers. A proposed model included:
- High school staff covering AM elementary routes
- Elementary staff covering PM high school routes
Counseling Needs – RMSA
Meredyth reported that IGP season has been challenging. While the addition of an additional counselor (Stacy) has been beneficial, the school would ideally require four counselors to meet current demand. Student requests for counseling services have significantly increased.
Courtyard Dirt Concerns – WRES
Matthew raised concerns regarding excessive dirt tracked into one wing of the building due to heavy courtyard foot traffic. Custodial staff are struggling to maintain the area. Mr. Negron noted similar issues previously experienced at ROMS, which were mitigated by installing concrete in high-traffic areas. A comparable solution may be considered.
Summer Employment – Cafeteria/Aramark Staff
The possibility of providing summer employment opportunities for cafeteria and Aramark staff was discussed.

Review of Prior Meeting Topics (November & January)

Active Shooter Training
Mrs. Hayes has an upcoming meeting with a SLED agent to develop a more effective training schedule for the next school year. The district is exploring the option of training a designated staff member at each school to facilitate training for those unable to attend in-person sessions.The possibility of fully closing school buildings on designated training days remains under consideration.
Onboarding Training
All newly hired and rehired employees will be required to complete onboarding training.
Targeted Professional Development Initiatives
- PD is being developed for BIR secretaries.
- Behavior strategy training is being considered for Transportation staff, potentially incorporated into one of their two annual training days.
BIR Training & Secretarial Preparation – RMSA
Transitioning from a non-educational secretarial role to an educational setting presents unique challenges. The discussion emphasized preparation strategies, including behavioral management and de-escalation techniques. Example: Assisting students in calming down prior to entering the principal’s office.
Records Management Procedures
Guidance, Records, and other secretarial staff are implementing internal strategies to support new employees. The group discussed improving procedures to minimize record loss and streamline the student transfer process.
Staffing – Rollings Middle School
Rollings currently does not have a TA assigned to ISS and may require an additional secretary to meet operational needs.
CPI & De-escalation Training
Efforts are underway to have staff CPI-certified prior to the start of school. Additionally, de-escalation training is being explored for receptionists to support interactions with parents.
Technology Onboarding
Technology onboarding is scheduled to occur within the first two weeks of July.
Basic Spanish & ASL Training
The district is exploring basic Spanish and ASL training opportunities. The potential use of translator devices was discussed. Completion of training may extend into the beginning of the school year.
Job Description Updates
Several job descriptions, including the ABA position, are outdated online. The district is methodically reviewing and updating all job descriptions.

Additional Discussion Items

School at The Ponds
The developer is expected to turn the property over to the city; however, the project is currently delayed pending approval. Plans have been drawn, but construction cannot begin until formal approval is granted.
Expansion Considerations
Brief discussion occurred regarding potential expansion at Knightsville Elementary School and William Reeves Elementary School.
Expanded Roles for Non-Certified Staff
The group discussed creating opportunities for staff who wish to assume greater responsibility without pursuing teacher certification. One idea included developing a role positioned between a TA and a certified teacher, potentially modeled after a mentorship framework similar to a Big Brother/Big Sister concept.
The Beacons Group
The Beacons, a community-based mentor volunteer group, currently visits during the school day. The district will explore the possibility of expanding their involvement to after-school hours.

March 19, 2026

Agenda
Minutes

Agenda

Welcome
Notetaker Selected
Submitted Topics
- Submissions as of March 17, 2026
- Comment: Bus drivers value opportunities to meet with their school administrators. In the past, they were included in in-service sessions, and many elementary schools still hold regular meetings with their drivers. Expanding this practice to all schools would be highly beneficial.
Brief Updates
- Onboarding training requirement implementation
- Technology onboarding (July timeline)
- Job description updates progress
- School at The Ponds development status
- Elementary expansion considerations (Knightsville/WRES)
FY27 Budget
Professional Development Plan for Classified Staff
1. What phased implementation plan will be used?
2. What PD topics will be prioritized first?
3. Timeline for rollout
Substitute Bus Driver Recruitment Plan
1. Final decision on cross-school staffing model (HS ↔ Elementary routes)
2. HR/Transportation feasibility (pay, liability, licensing)
3. Communication plan to staff
RMSA Counseling Capacity
1. Evaluate need for additional counselor(s)
2. Short-term support strategies during high-demand periods (IGP season)
3. Possible resource reallocation
WRES Courtyard Dirt / Facilities Solution
1. Decision on installing concrete or alternative surface
2. Cost estimate and facilities timeline
3. Identify other schools with similar issues
Summer Employment for Cafeteria/Aramark Staff
1. Determine feasibility (budget, vendor agreements)
2. Identify types of work (summer school, maintenance, prep)
3. Next steps with Aramark partnership
Active Shooter Training Plan (Post-SLED Meeting)
- Update from Mrs. Hayes after SLED meeting
- Decision on:
  - Train-the-trainer model
  - Full-day building closures for training
Behavior & De-escalation Training Expansion
- Transportation staff PD inclusion decision
- Receptionist training rollout plan
- CPI certification progress
Records Management Improvements
- Standardized procedures across schools
- Training or system changes needed
- Accountability measures to reduce record loss
Rollings Middle Staffing Needs
- ISS TA need decision
- Additional secretary justification and approval
Basic Spanish & ASL Training
- Vendor/program selection
- Timeline for implementation
- Decision on translator device use
Expanded Roles for Non-Certified Staff
- Define proposed role (TA → advanced support role)
- Determine pilot program or framework
- Compensation and job description considerations
Beacons Group Expansion
- Feasibility of after-school programming
- Supervision/logistics plan
- Partnership agreements
Classified/Support Staff Evaluations
May 1– May 31: Meet with Classified Employees for the End of Year Conference and provide classified employees with the overall ratings for each performance area and competencies using Classroom Mosaic. Sign off on conference and ratings.
Meeting Dates & Times (4:15 PM – 5:15 PM)
- April 16
- May 21 (Tentative)
Action Items/Takeaways
Other Business & Questions
Next Meeting
- April 16, 2026 @ 4:15 p.m.

Link for Meeting Topics

Minutes

In attendance:

Eva Garriott (RISE)
Meredyth Byrne (RMSA)
Harriett Lowe (ENES)
Elias Greski (ROMS)
Matthew Negron (WRES)
Linda Gelzer (BHES)
Mikhala Landry (LEAP)
Elizabeth Hill (GMS)
Myra DeLeon (Transportation)
Scott Matthews-Executive Director of Personnel
Dr. Kenneth Wilson- Assistant Superintendent
Lisa Cizler- Director of Finance

Welcome: Mr. Scott Matthews, Executive Director of Personnel

Notetaker Selected: Myra DeLeon

Submitted Topics via Link

Submissions as of March 17, 2026
- Comment: Bus drivers value opportunities to meet with their school administrators. In the past, they participated in in-service sessions, and many elementary schools continue to hold regular meetings with drivers. Expanding this practice to all schools would be beneficial.

Brief Updates

Improvements are being made to onboarding training for new employees
- The district continues to update job descriptions
- One to two job descriptions are updated weekly
- Updated job descriptions are posted on the DD2 website under Personnel
The district is awaiting approval to begin construction on the elementary school at The Ponds
- Plans have been completed and are ready to move forward
Expansion projects include:
- Expansion of the wing at Summerville Elementary
- Expansions at Knightsville Elementary and William Reeves Elementary
Orangeburg Road expansion:
- The road will extend closer to the front of the school
- The Knightsville Elementary expansion will be constructed behind the school

FY27 Budget

Act 388- The tax money we receive comes from small local businesses and big companies such as Volvo surrounding us.
Charleston & Berkeley receive more tax money than Dorchester.

2027 Budget Considerations: Slideshow

Act 388 impacts district funding through local property tax revenue
- Revenue is generated from local businesses and major corporations (e.g., Volvo)
- Charleston and Berkeley counties generate more tax revenue than Dorchester County
2027 Budget Considerations (Slideshow Overview)
- Overview of the budget development process aligned with prior year trends
- Budget adoption target: June 30
- Budget calendar reviewed; final adoption occurs at the end of June
- Alignment of budget requests with Board goals and district priorities
- District financial strategy prioritizes needs over wants
- Fund balance is used to support expenditures while awaiting revenue
Budget challenges include:
- Inflation
- Local revenue generation limitations
- Unfunded or underfunded mandates
- Unpredictable or insufficient revenues
- Legislative timeline constraints
- Final projections dependent on state allocations
State budget process overview provided
7.6% increase noted from the prior year
- Approximately 95% of the budget supports personnel and school operations
- Approximately 72% of funding is state-generated, with the remainder from local sources
- Teacher salaries have increased by over $15,000 since 2018 (43% increase)
Key considerations:
- Teacher step increases
- Bus driver salary increase (required 2% increase on state minimum scale)
- Health insurance (0% increase)
- SRO contract increase
Teacher and staff salary considerations include:
- Adjustments to teacher salary scale
- Step increases for non-teaching staff
- Additional increases for non-teaching staff
- Adjustments to school-based and district office administrator salary scales
Continued focus on student behavior supports

Professional Development Plan for Classified Staff

Mrs. Hayes provided an update following a meeting with SLED
- Active shooter training for bus drivers and custodial staff scheduled for July 28
Trainer model under consideration:
- SROs may become certified to deliver training
- District is working with Kristen Geyer to support certification efforts
- Once certified, SROs will provide training to staff
- Mrs. Hayes is finalizing training dates and exploring online training options

Behavior & De-escalation Training Expansion

Transportation staff: PD inclusion decision scheduled for July 30
Receptionists: training planned for June and July as part of onboarding
CPI certification:
- Trainings scheduled for summer (initial and refresher sessions)
- Goal is to complete all training prior to the first day of school

RMSA Counseling Capacity

Meredith (RMSA) shared that RMSA has been approved for a fourth counselor for the upcoming school year

WRES Courtyard Dirt / Facilities Solution

Matthew (WRES) inquired about the decision regarding installation of concrete versus an alternative surface
- Facilities decision is pending

Summer Employment for Cafeteria/Aramark Staff

Discussion included:
- Determining feasibility (budget and vendor agreements)
- Identifying types of work (summer school, maintenance, preparation)
- Next steps in coordination with Aramark

Active Shooter Training Plan (Post-SLED Meeting) Continued

Discussion on training approach:
- In-person training for bus drivers and custodial staff confirmed for July 28
- Consideration of train-the-trainer model:
  - SROs may complete certification (e.g., TEEX platform)
  - Follow-up needed to determine certification requirements
  - Preferred model allows SROs to facilitate training at the school level and during faculty meetings
- Alternative option:
  - If train-the-trainer is not feasible, SLED may provide online training as done previously
  - Training dates would align with district professional development calendar
- Consideration of full-day building closures to support training participation

Behavior & De-escalation Training Expansion Continued

Transportation staff PD inclusion decision
- Currently working on who will lead training; will happen on July 30th after Active Shooter
Receptionist training rollout plan – Receptionist will receive onboarding PD during the June and July month along with other new hire staff onboarding training.
CPI certification progress – Trainings have been scheduled for the summer for initial and refreshers

Classified/Support Staff Evaluations

May 1– May 31: Meet with Classified Employees for the End of Year Conference and provide classified employees with the overall ratings for each performance area and competencies using Classroom Mosaic. Sign off on conference and ratings.

Meeting Dates & Times (4:15 PM – 5:15 PM)

April 16
May 21 (Tentative)

Other Business & Questions

Matthew (WRES) asked a question about a step increase and COLA due to economic increase.

Next Meeting

April 16, 2026 @ 4:15 p.m.

April 16, 2026

Agenda
Minutes

Agenda

Dorchester School District Two

Classified/Support Staff Advisory

April 16, 2026

Agenda

Welcome
Notetaker Selected
Submitted Topics via Link
- Submissions as of April 15, 2026
- Comment: Custodial staff that comes in at 11:00 am could bus monitor in the mornings.
- Response: Yes, this is a potential option for those who wish to be a bus monitor. They can reach out to Personnel if interested.
Brief Updates
- Onboarding training requirement implementation
- Technology onboarding (July timeline)
- Job description updates progress
2026-2027 Budget Process
- April 13, 2026 Finance Committee Meeting
- April 13, 2026 Board Meeting Slides (Slides 38-62)
WRES Courtyard Dirt / Facilities Solution
- Decision on installing concrete or alternative surface
- Cost estimate and facilities timeline
Summer Employment for Cafeteria/Aramark Staff
- Determine feasibility (budget, vendor agreements)
- Identify types of work (summer school, maintenance, prep)
- Next steps with Aramark partnership
Records Management Improvements
- Standardized procedures across schools
- Training or system changes needed
- Accountability measures to reduce record loss
Rollings Middle Staffing Needs
- ISS TA need decision
- Additional secretary justification and approval
Basic Spanish & ASL Training
- Vendor/program selection
- Timeline for implementation
- Decision on translator device use
Classified/Support Staff Evaluations
- May 1 – May 31: Meet with Classified Employees for the End of Year Conference.
- Provide overall ratings for performance areas and competencies using Classroom Mosaic.
- Sign off on conference and ratings.
Action Items/Takeaways
Other Business & Questions
Next Meeting
- May 21, 2026 @ 4:15 p.m.

Link for Meeting Topics: Meeting Topics Link

Minutes

Classified Support Staff Meeting
Date: April 16, 2026
Time: 4:15pm-5:15pm

Attendance

Dr. Kenneth Wilson (Assistant Superintendent)
Scott Matthews (Executive Director of Personnel)
Lara Hayes (Substitute & Professional Development Administrator)
Tina Meunier (Chief Financial Officer)
Matthew Negron (WRES)
Myra DeLeon (Transportation)
Christy Prince (Special Services)
Meredyth Byrnes (RMSA)
Eva Garriott (RISE)

Call to Order

The meeting was called to order at 4:15 PM.

Opening Discussion Items

Submitted topics included a recommendation that custodial staff who begin their shifts at 11:00 AM could potentially serve as bus monitors for morning routes. The group also discussed dual roles within the district. It was noted that the district is currently working on a timekeeping system; however, implementation remains a challenge when positions involve different pay rates.

Brief Updates

Updates were provided regarding onboarding requirements. The district now has onboarding training in place for every classified and certified position in Dorchester School District Two.

Lara Hayes is collaborating with the Technology Department to explore a translator application to support basic Spanish communication.

Questions were raised regarding onboarding for finance, system operations, and special education paraprofessionals.

Meredyth (RMSA) inquired about customer service training for front office staff. The district will work to schedule this training during a district-designated day. Additional discussion centered on staff expectations when school buildings are open. It was clarified that onboarding training will take place prior to the start of school during July professional development days and again in the spring. Beginning next week, new hires will be notified regarding onboarding training requirements.

Job Descriptions

The district continues to review and update all job descriptions. Current descriptions are written in general terms to define each role. The goal is to complete updates for all job descriptions by June 30, 2026. All job descriptions are available at the bottom of the Personnel page on the district website.

2026–2027 Budget Process

The group reviewed highlights from the April 13, 2026 Board Meeting presentation. Key points included:

The district received a modest increase in local tax revenue.
Dorchester District Two does not receive property taxes from homeowners on their primary residence; instead, revenue is generated through state funding and local funding.
An estimated $7 million in revenue is projected to support expenditures.
A tax increase on small businesses was discussed if millage increased is approved.
The majority of the district budget continues to be allocated to salaries and benefits.
A proposed $1,000 teacher salary increase would bring the starting salary to $52,500 for the 2027 school year.
District priorities include mandated step increases for teachers, with a proposal to implement step increases for classified staff as well.
Other priorities include establishing an elementary alternative program and adjusting school-based leadership and district office administrator salaries to defined scales.
Total net expenditure requests across all needs were reported at $13.7 million.

Staff Development & Teacher Workdays

The Board has approved the staff development and teacher workday calendar for the 2026–2027 school year (referenced in Slide #34 of the April 13, 2026 Board Meeting presentation).

WRES Courtyard / Facilities Update

Jeff Smith from the Facilities Department will follow up regarding the courtyard dirt concern at WRES.

Summer Employment for Cafeteria/Aramark Staff

It was noted that Aramark staff will be required to apply for summer employment opportunities within the district.

Records Management Improvements

The district has been working for several months to develop a guided document outlining procedures for managing student records, including the creation of new records. Concerns were raised regarding inconsistent processes for transferring records between schools, which has resulted in lost documentation. An example shared included records being delivered without notifying the appropriate school personnel. It was noted that high schools are required to maintain student records for 75 years post-graduation. Strict procedures remain in place for the proper destruction of records.

Rollings Middle School of the Arts (RMSA) Staffing Needs

Discussion included the current need for an ISS Teaching Assistant, with the decision to maintain the current structure at this time. Approval has been granted for an additional secretary and counselor position.

End of Meeting Discussion

The group reflected on the progress and improvements made to classified staff positions as a result of the ongoing monthly advisory meetings throughout the year.

Next Meeting

The next Classified/Support Advisory meeting is scheduled for Wednesday, May 13, 2026 at 4:15 PM.

Adjournment

The meeting was adjourned.

May 13, 2026

Agenda
Minutes

Agenda

Welcome
Notetaker Selected
Submitted Topics via Link
- Submissions as of May 13, 2026: None
Thank you to 2025-2026 Classified/Support Staff Liaisons
- Share out about advisory & any outstanding/unfinished business
Welcome to 2026-2027 Classified/Support Staff Liaisons
- Introductions
- Look Fors from the Advisory Group
- District Webpage:
  - Navigation: District > District Leadership > Scroll to bottom of screen > 2025-2026 Classified Support Liaisons
  - Information available: Meetings, Advisory Members, Agendas, Minutes
2026-2027 Budget Process Update
WRES Courtyard Dirt / Facilities Solution Update
Records Management Improvements Update
- Standardized procedures across schools:
  - Training or system changes needed
  - Accountability measures to reduce record loss
- Currently being reviewed by District Staff. Goal is to share with schools beginning Friday, May 15, 2026.
Classified/Support Staff Evaluations
- May 1– May 31: Meet with Classified Employees for the End of Year Conference and provide classified employees with the overall ratings for each performance area and competencies using Classroom Mosaic. Sign off on conference and ratings.
Action Items/Takeaways
Other Business & Questions
Next Meeting
- August 13, 2026 @ 4:15 p.m.

Minutes

Date: May 13, 2026
Time: 4:15pm-5:15pm

Attendance

2025–2026 Outgoing Classified/Support Staff Liaisons
- Eva Garriott - RISE
- Christy Prince - Special Services
- Myra DeLeon - Transportation
- Matthew Negron - WRES
2026–2027 Incoming Classified/Support Staff Liaisons
- Yvonne Russell - Adult Ed.
- Cortney Speights - AMS
- Kylie Harris - ARHS
- Kim Boyea - D. O.
- Kim Robbins - EEMS
- Maria “Gabby” Holt - ENES
- Karen Edwards - FDHS
- Ava Haynes - LEAP
- Bridget Gregory - RISE
- Lisa McLaughlin - RMSA
- Leslie Howard - ROMS
- Peggy Dingle - SHS
- Amy Stokes - SPANN
- Brigitte Wilson - Special Services
- Nicholas Bracci - Technology
- Betsy Houston - WRES
Scott Matthews, Executive Director of Personnel
Dr. Kenneth Wilson, Assistant Superintendent

Call to Order

The meeting was called to order at 4:15 p.m.

Welcome

Dr. Kenneth Wilson welcomed both the outgoing and incoming Classified/Support Staff Liaisons. He provided an overview of the purpose and structure of the advisory meetings and demonstrated where meeting agendas, minutes, advisory membership, and other resources can be found on the district website. He encouraged members to utilize the webpage as a central resource throughout the year.

Good News

Scott Matthews shared encouraging staffing news, reporting that 96% of district employees have signed contracts indicating their intent to return for the 2026–2027 school year. The group recognized this as a positive reflection of employee satisfaction and district stability.

Purpose of the Advisory Group

Christy Prince provided an overview of the work completed by the 2025–2026 Classified/Support Staff Advisory Group, highlighting discussions and recommendations focused on the needs of classified employees, including professional development opportunities, training initiatives, and improving communication.

Dr. Wilson expanded on the accomplishments of both the 2024–2025 and 2025–2026 advisory groups. Highlights included:

Development and revision of classified job descriptions.
Expansion of onboarding and orientation processes.
Improvements to employee training opportunities.
Review and refinement of classified pay scales.
Increased communication between district leadership and classified employees.
Continued collaboration on operational improvements across departments.

Dr. Wilson emphasized that many district improvements originated from recommendations made through the advisory process and encouraged the incoming members to continue identifying solutions that enhance district operations and support employees.

Introductions of Advisory Liaisons

Each member of the 2026–2027 Classified/Support Staff Advisory Group introduced themselves, shared their role within the district, and identified the schools or departments they represent.

Outgoing liaison members also introduced themselves and reflected on their experiences serving on the advisory committee. Members shared that the meetings provided an opportunity for meaningful collaboration, open communication with district leadership, and tangible improvements for classified employees throughout the district.

Unfinished Business

William Reeves Elementary Courtyard

Matthew Negron requested an update regarding the courtyard dirt concerns at Windsor Hill Elementary School. District leadership shared that the issue remains under review and will continue working with the Facilities Department toward a long-term resolution.

2026–2027 Budget Process

Dr. Wilson provided an overview of the district's budget development process and discussed the recent presentation made to Dorchester County Council regarding the district's funding needs. The discussion included how local and state funding impacts district operations, employee compensation, and future priorities. Dr. Wilson also explained the timeline for budget development and approval and how classified employee compensation is considered throughout the process.

New Business

Transportation Routing System Access

Myra DeLeon shared that additional Transportation Department employees would benefit from having full access to the Traversa routing system. Expanded access would improve departmental efficiency, increase operational flexibility, and better support daily transportation functions.

RAPTOR Wireless Connectivity

Members discussed concerns regarding the inability to access the RAPTOR visitor management system while working outside school buildings. Due to weak wireless signal strength in parking lots and exterior areas, employees are unable to enter required visitor information when assisting with student dismissal or other outdoor responsibilities. The district will explore possible technology solutions to improve wireless connectivity in these areas.

Additional Updates

Records Management

Dr. Wilson provided an update regarding the district's ongoing work to standardize student records management procedures across all schools. District staff continue reviewing processes and developing consistent expectations to improve accountability and reduce the potential for lost records.

Classified Employee Evaluations

Members were reminded that end-of-year classified employee conferences and evaluations are conducted during the month of May using Classroom Mosaic. Administrators will meet individually with employees to review performance ratings and complete the required sign-off process.

Closing Remarks

Dr. Wilson concluded the meeting by providing additional information regarding the district's compensation philosophy and explaining how employee pay is connected to the annual budget process. He thanked the outgoing advisory members for their service and welcomed the incoming members for the 2026–2027 school year, encouraging continued collaboration and open communication.

Next Meeting

The next Classified/Support Staff Advisory Meeting is scheduled for Thursday, August 13, 2026, at 4:15 p.m.

Adjournment

The meeting was adjourned at approximately 5:15 p.m.

Advisory Members

Name	School / Role
Joel Banias	FDHS Safety Control Officer
Meredyth Byrne	RMSA Secretary
Ashia Carter-Hill	ARHS Secretary
Tanya Cook	OES Secretary
April Coryell	DMS
Myra Deleon	TRANS Secretary
Gabriella Desousa	DO Health Room Assistant
Chonsie Eechaute	EEMS
Benjamin Fowler	MT Hvac Technician
Eva Garriott	RISE Receptionist
Linda Gelzer	BHES Full Time Adult Support
Elias Greski	ROMS Maintenance
Stephen Harrison	Technology
Kilee Hawes	JPES Secretary
Miranda Herring	NES Secretary
Elizabeth Hill	GREGG
Mikhala Landry	WHAIES Extended Day Site Coord
Harriett Lowe	ENES
Mary Moorer	Technology
Denise Murray	DISTRICT OFFICE Secretary
Matthew Negron	WRES Custodial
Katherine Nettles	SPANN Full Time Adult Support
Marissa Palmer	ABES Long-Term Sub
Christina Prince	SS Bcba Trainer
Dorothy Bolden	SHES Secretary
Joann Rutland	KES Full Time Adult Support
Janell Schintu	SES
Dawn Schwartz	FES
James Smith	WHAIES
Jose Tengco	ESES Custodial
Carlasee Washington	AMS Maintenance
Jillian Williams	FDES

2026-2027 Classified Support Staff Liaisons

Meetings
Advisory Members

Meetings

Advisory Members

Name	School / Role
Joel Banias	FDHS Safety Control Officer
Meredyth Byrne	RMSA Secretary
Ashia Carter-Hill	ARHS Secretary
Tanya Cook	OES Secretary
April Coryell	DMS
Gabriella Desousa	DO Health Room Assistant
Chonsie Eechaute	EEMS
Benjamin Fowler	MT Hvac Technician
Linda Gelzer	BHES Full Time Adult Support
Elias Greski	ROMS Maintenance
Stephen Harrison	Technology
Kilee Hawes	JPES Secretary
Miranda Herring	NES Secretary
Elizabeth Hill	GREGG
Mikhala Landry	WHAIES Extended Day Site Coord
Harriett Lowe	ENES
Mary Moorer	Technology
Denise Murray	DISTRICT OFFICE Secretary
Katherine Nettles	SPANN Full Time Adult Support
Marissa Palmer	ABES Long-Term Sub
Dorothy Bolden	SHES Secretary
Joann Rutland	KES Full Time Adult Support
Janell Schintu	SES
Dawn Schwartz	FES
James Smith	WHAIES
Jose Tengco	ESES Custodial
Carlasee Washington	AMS Maintenance
Jillian Williams	FDES
Yvonne Russell	Adult Ed.
Cortney Speights	AMS
Kylie Harris	ARHS
Kim Boyea	D. O.
Kim Robbins	EEMS
Maria “Gabby” Holt	ENES
Karen Edwards	FDHS
Ava Haynes	LEAP
Bridget Gregory	RISE
Lisa McLaughlin	RMSA
Leslie Howard	ROMS
Peggy Dingle	SHS
Amy Stokes	SPANN
Brigitte Wilson	Special Services
Nicholas Bracci	Technology
Betsy Houston	WRES

Five-Year District Strategic Plan

District Organizational Chart