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Board Chair Rodolfo introduced a review of comparable compensation data for charter school CEOs and executive directors. This review is part of the IRS-required comparability study ahead of finalizing the CEO agreement. YM&C Legal conducted the study, comparing similar charter networks and public school districts of comparable size and scope. The analysis included organizations such as Making Waves, Leadership Public Schools, Lighthouse Community Public Schools, and others. The findings showed an average total compensation package of approximately $297,219, with average base salaries around $254,000, ranging from $203,909 to $340,067.

Board member Margie asked whether the compensation study includes data on the number of students served, the number of LEAs (Local Education Agencies) each organization oversees, or the number of school sites within each LEA. She states it would be helpful determining expectations for the CEO that will work under four different authorizers and six different school sites.

Board chair Rodolfo noted that they can ask YM&C to clarify why certain organizations were included in the compensation study. He specifically requested the inclusion of comparable charter networks in Oakland, since the initial list lacked Oakland-based examples. As a result, Lighthouse Community Public Schools and Leadership Public Schools were added. He also mentioned that both Caliber and LPS appear to operate at least two sites.

The board returns from closed session at 12:57pm and there were no reportable actions.

Board Chair Rodolfo nominates Board member Margie for Vice Chair.

Board chair Rodolfo delivered the required oral report on executive compensation before the board voted on the CEO employment agreement. He outlined the key terms: a one-year contract from July 1, 2025, to June 30, 2026; an annual salary of $270,000; a one-time signing bonus of $7,500; participation in health and retirement benefits (subject to eligibility); 160 hours of vacation annually (corrected from an earlier mention of 80); 12 days of sick leave; and a $50,000 life insurance policy. He noted that the compensation aligns with the previously reviewed comparability study.

Board Chair Rodolfo shares the CEO employment agreement which was prepared by Shameka, the HR consultant, in collaboration with YM&C Legal. He noted that it is a standard agreement, modeled after those used for previous AMPS CEOs.

Board member Jorge discussed amendments to the agreement, including updating language related to confidential information to reflect modern technology and ensuring that outside professional activities do not conflict with the CEO's duties. 

The board also considered adding language to specify that board approval, rather than just the board chair's approval, is required for certain activities.

Vice chair Margie asked whether the organization has an existing system or tools for evaluating the CEO, or if a new evaluation process will need to be developed.

Board chair Rodolfo explained that his intent in including evaluation language in the CEO agreement was to collaboratively develop an evaluation process with the organization and the CEO, tailored to current goals and realities. He suggested forming a committee to help shape the evaluation framework and emphasized the importance of regular monitoring and support. He also proposed that going forward, all CEO contracts should include similar evaluation provisions.

Adrienne, CEO presented the 2025-26 employment agreements, noting that all but one are for continuing employees with a 2% cost-of-living adjustment (COLA). The one new agreement is for the Senior Director of Operations. The employees listed include David Brown, Data Manager; Lena Walker, Payroll and Benefits Manager; Stacy Drakeford, Principal; Maria Arechiga, Chief of Staff; Kimberly Palmore, Senior Director of Finance; Dezaree Doroliat; Associate Director of Student Services; Mary Busby, Senior Director of Student Services and Special Education; Janice Galindo, Dean of Instruction; Omar Padilla, Dean of Students; Philip Ellingberg, Principal; Jasmine Landers, Principal; LaSonya Walker, Principal; Jillianne Whitfield, Principal; Dennis Clark, Director of Technology; Jeffrey McGunagle, Dean of Instruction; Shandrea Wing, Dean of Instruction; Sarah Carloni, Dean of Instruction; and Marisol Magana, Senior Director of Operations (new hire).

Board member Davis asked CEO Adrienne to confirm that the recommendation is to approve all the presented contracts. He also inquired whether all contracts maintain the exact terms of the original agreements, aside from a 2% salary increase and minor legal language updates for 2025- 26. Adrienne confirmed that the contracts are consistent with the originals except for the 2% increase and the new employee’s contract.

One public comment: Anonymous Attendee- Can you please attach documents for Item D and item E so the public can view?

Board chair Rodolfo says they will be attached pursuant to the law after the meeting.

Adrienne, CEO presents 2025-26 Aya Healthcare Contract and says there is no significant cost increase.

Item was pulled by the board and will be moved to the next board meeting.

Adrienne, CEO presents the renewal of 2025-26 Ed Sped Solutions Contract noting there are no changes to the cost.

Adrienne, CEO reported that the organization would like to renew its janitorial services contract with Rojas Janitorial under updated terms. She noted that once internal staffing stabilizes, they may go out to bid again in the future. The contract includes a 60-day notice period for termination “for cause,” followed by 30 days. The contract includes: Removal of a fixed monthly amount for Oakland Charter High School, shifting to an hourly rate due to reduced needs. If the school is approved, the contract will likely be renegotiated. Monthly reductions for several sites: Downtown Charter Academy ($7,000 to $6,400), Home Office and Richmond Charter Academy ($9,000 to $8,000), John Henry High School ($6,700 to $6,400), and Benito Juarez Elementary ($9,000 to $8,000) and the total monthly amount is approximately $32,039, with retention consistent with last year.

Adrienne shared insights from a recent educational trip to Finland with 35 educators, where they studied the Finnish and Swedish education systems. Key observations included Finland’s emphasis on hands-on learning, rule-based discipline, a 37.5-hour workweek for principals, and a focus on holistic learning and equity. Both Finland and Sweden prioritize free education through college, teacher autonomy, shorter instructional periods, longer breaks, and skills-based learning. Sweden uses a voucher system, while Finland’s neighborhood schools avoid rankings and early testing. Teachers in both countries typically hold master’s degrees and enjoy flexibility between academic and trade pathways.

Additionally, Adrienne noted an upcoming leadership retreat scheduled for July 23-25. Teachers return to work on August 1, the AMPS Summit will be from August 5-7, first day of school on August 12, ACCS hearing on August 12, and a State Board of Education hearing on September 10-11.