My name is Dr. Trudy Jermanovich.
Once again I have to point out that the Superintendent and staff have not followed the proper procedures for allowing comments through the morning of the Special School Board meeting when there was a late notice. I believe that the public should have had access to make a comment up to 8AM on Monday for the late noticed Special School Board meeting on the Organizational Chart. This document also includes a list of many positions which are to be eliminated, so it directly affects many people within the SBBC organization.
Putting the time for comments to close on Mother’s Day when there was even a special “pop-up” message saying this was a change in the date for this Special School Board Meeting is NOT being transparent. It also denies people a place to register their concerns publicly. Since I’m sure no one will read these messages and ask the Superintendent to have his staff change the time to the proper 8AM Monday deadline, I can only point out that this is another failure of communication skills. I hope it is noted on the next evaluation of those whose job it is to make this happen, as it is but one instance of the lack of communication.
In comparing the positions that are being eliminated, I can only point out that too many critical positions of counselors, ESP’s, and support staff that have been working in the schools are posted in spots to be eliminated.
There were a minimal number of eliminations of those “above the line” in district positions. There has been a history of having high level people go into schools and simply tell others what they’re doing wrong. To put it simply, this is where the micromanagement of teachers begins and it should stop now. In comparing an organizational chart from the early 2000’s when the district had not yet lost students, this presentation is incredibly top heavy with Directors. I do not believe it should be passed in its present form.

Based on the most recent teacher contract proposal, it appears that Broward County Public Schools is not doing its part to retain or attract qualified educators.

How can an employer expect to maintain a strong, healthy, and effective workforce while reducing health insurance benefits and requiring its employees to pay significantly more out of pocket? Many teachers already work second jobs to keep up with the rising cost of living. Educators often seek medical care due to the high demands, stress, and daily exposure that come with this profession. Health coverage is not a luxury for teachers — it is a necessity. Yet instead of increasing teacher salaries, Broward County Public Schools is proposing changes that will leave employees taking home even less money.

For example, an employee earning between $50,000 and $75,000 who selects the Premier Plus Health Plan could see their annual income reduced by at least $1,624 due to premium payments, higher deductibles, increased medication costs, and higher co-pays. Even employees selecting the Premier Plan could see a reduction of at least $805 annually. Additionally, Broward County Public Schools has not offered a monetary raise to offset these increased healthcare costs.

If Broward County truly wants the best educators in our classrooms, then it must ensure that educators are supported and cared for so they can remain physically, mentally, and emotionally healthy. Investing in teachers is investing in student success.

Do you realize that last year a single dependent's health insurance doubled?!! I now pay almost $1.000 a month for one child. Now you want to TAX us and make us pay for our own insurance. SBBC has notoriously mismanaged money. Cut more high up positions. Cut more "compliance specialists". Cut more people who send us "Mindful Monday" emails. The SBBC departments are supposed to be helpful to us. Many are the opposite! Furthermore, you lost the public trust by allowing Directors and above to collect $14,000 each of referendum money. Now that money may not be renewed because of your poor money mismanagement. Palm Beach County just got a 3.5% raise. You are offering us a PAY CUT. The .5% was from the state and does not even cover filling up our gas tanks. It is clear that you do not value the people working in the schools working with the actual students. However, you will always take credit for an "A" school district. Give us a raise and DO NOT charge us for health insurance. Your employees CANNOT afford to live in Broward and our pay is unacceptable! I would rather NOT be charged for insurance than to have to pay for people's GLP1 drugs. Other major companies do not cover these drugs. You don't even cover my Thyroid medication yet you are agreeing to cover GLP1s at the cost of all employees. CUT from the top, increase our pay to an actual living wage, and do not increase our insurance costs. Look for a cheaper insurance company to partner with. Your proposal is absurd!

RE: eliminating (5) BECON School Services employees - Electronics Technicians and Manager, leaving only 3 employed and 1 clerk to serve the entire district. ELIMINATING POSITIONS from BECON School Services will COST the DISTRICT MORE MONEY than they think they are saving and will possibly DISRUPT TEACHING, LEARNING, AND SAFETY. I strongly urge the Board to reconsider. I believe this action was performed out of ignorance, as to the essential services BECON School Services performs, cost savings, and impact on safety, and support for teachers and learning, that BECON School Services employees perform for the district. Besides the primary role of servicing/maintaining, installing, all audio visual equipment (TV’s, IPTV, Broadcast Studios, cameras, LCD Projectors, doc cams, other miscellaneous Audio Visual equipment) equipment used by teachers, administrators, and staff daily… saving perhaps millions that would be outsourced to an outside vendor. Besides directly supporting Teachers, Students, and Administration, for the entire district… BECON School Services technicians have also supported and cooperatively worked with many other departments including IT, SSEP Safety Security, and PPO. BECON School services has assisted the Safety Security IT Surveillance Security Camera team for the past several years with THOUSANDS OF SECURITY CAMERA WORK ORDERS, because the vendor that is outsourced is overwhelmed trying to keep up with the repair and installation of broken and outdated security cameras across the district… saving the district millions of dollars. The team has also worked with PPO and Security to remove hundreds of security cameras from hundreds of portables that were demolished and will be demolished… saving the district from hiring a vendor to do the work. The team has helped the IT Network team to update hundreds of servers because of a need for fast reliable experienced technicians… again saving the district from possible outsourcing or not completing tasks in a timely manner. ELIMINATING POSITIONS from BECON School Services will COST the DISTRICT MORE MONEY than they think they are saving and will possibly DISRUPT TEACHING, LEARNING, AND SAFFTY. I strongly urge the Board to reconsider.

I am writing to express deep concern and strong disappointment regarding the proposal to require teachers to pay for their health insurance while offering no salary increase whatsoever. This decision sends a troubling message about how the district values its educators and the essential work they do every day.

Teachers are already navigating increased workloads, rising costs of living, and the ongoing challenges of supporting students academically and emotionally. Asking them to shoulder additional financial burdens without any corresponding raise is not only unreasonable but fundamentally disrespectful to the profession.

Health insurance is not a luxury. It is a basic necessity, and shifting this cost onto teachers without adjusting compensation effectively amounts to a pay cut. This undermines morale, retention, and the district’s ability to attract and keep high‑quality educators.

I urge the board to reconsider this proposal and engage in a transparent, good‑faith effort to support teachers rather than place additional strain on them. Our educators deserve fair compensation, financial stability, and respect for the critical role they play in our schools.

I am very ashamed of the Board and the Superintendent. Not making any effort to provide teachers with any relief (no raise), elimination positions (while the glut continues to happen at the top), the erosion of insurance, then 'patting' themselves on the back by 'voting' for 90% referendum monies going to teachers. What I know and others may not realize is that Broward County voters approved referendums. Nothing from nothing is nothing. Additionally, no teacher with the education that we have achieved, the certification we must maintain along with increased annual compliance and expectations should 'have to' obtain 2nd jobs, not be able to buy a starter home or condo, or live in 'affordable housing. How do you look in the mirrors every day?
Didn't the Superintendent come from Palm Beach County? So, are they in better shape after he left (not because of him but in spite of him) to be able to offer their teachers a 3.5% raise? I'm pretty sure that the referendum will be on the Palm Beach County November ballot as well.

Cutting School Services and placing schools at the mercy of outside vendors would create further delays, higher costs, and greater disruption. Our department follows district protocol and has the required security clearance to provide skilled, in-house, immediate response when critical systems need attention. We support the classroom technology, broadcast systems, and security systems that schools depend on every day. Preserving School Services helps protect student learning, staff support, district-wide stability, and most importantly, school safety.

It should be noted that the School Services Department is not expendable—it is essential. Even while facing limited resources, lack of recognition, and escalating demands, this team has consistently delivered professional, responsive support to serve the entire BCPS district. Their work keeps classrooms functioning, learning uninterrupted, and security systems reliable when they matter most. Preserving School Services is not just fiscally responsible—it is a commitment to student learning, staff support, and district‑wide stability.

I am writing to express my extreme disappointment regarding the proposed 0.5% raise. When compared to the 3.5% increase provided to teachers in Palm Beach, this offer is already insulting. However, when you factor in the new requirement for employees to pay for insurance plans, it becomes clear that this raise will not even cover the added insurance costs. In reality, we are being asked to accept a pay cut.
​Furthermore, while the organizational chart claims there will be no school personnel reductions, employees are reporting that positions are being eliminated and extra periods in secondary schools are being reduced.
​I ask the Board: Have you spoken directly with your principals to ask if their budgets have been impacted? I urge you to do your due diligence and speak with school leaders to confirm these reductions before you vote. You cannot claim to support schools while simultaneously reducing their resources and cutting teacher pay