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6 <br /> Slide #10 <br /> Expansion Requests <br /> The expansion budget rep resents a ndituies that require <br /> ar dific„u1 recurring funding be-•mnI the base fiur�du� �f the <br /> prior yearbueget ai3d the requested mntintiaticm use <br /> In the Wake of the Amide is ottr People nrttst be our core <br /> forts, ate regaest is cewered several peev&luig factors; <br /> * ^'Trine Great Resignadozr" -This paradigm shut in the <br /> market 13as resulted in high turnover and the <br /> stru le to retain existing staff mthe"h y cornpebfive x <br /> Re- li Trla,Ygle mmk <br /> • Over-burdened and iiiCmsin y fati ed staff <br /> 6 <br /> rnmk►ers wbose bt,rdeLLcolith terto ow witli earth <br /> colleapte's departure <br /> * An ever-shrinking pool of qualified education worker <br /> U r W "' VW1 I W VKV jam <br /> Slide #11 <br /> Classified Compensation Study <br /> In the tall of 2021,Evergreen Solutions,LLC (Evergreen)was retained to conduct a <br /> cmnpei,satioii study for all classified employees.Notable f mdm-Lgs from the study are <br /> summarized below: <br /> * G1-1GC5 eves not have %ell-defined,current classified pay structure <br /> • CHCC5 employees fell,(m average,sWitly above the iaw-dtnum of the market pay <br /> ranges <br /> • Tluere were ordy five positions total(out of�1)that retttmed pay rates above the market <br /> average pad-for market peers <br /> • 34 rlassihcations hart a ctuvent actual average pay that was tPelow the market mit=itun <br /> for that porsiticm <br /> • The mnamder of positions wrtli data load average pay that was abPove the market <br /> mir i iumbut below the marker midpoint <br /> • The overall average pay for CHCC5 noes appear to be below iatiarket <br />