Mr. Wright led the Board members and guests in the Pledge of Allegiance to the United States of America (USA).

No public comments were received for this meeting.

Mr. Wright led the discussion regarding the Board’s review of comparable compensation data for the Chief Business Officer (CBO) position. He began by noting that, pursuant to IRS regulations, nonprofit organizations are required to provide fair and reasonable compensation for executive positions. In determining the reasonableness of such compensation, the IRS evaluates both fixed and non-fixed components, including base salary, incentive compensation, bonuses, and benefits.

Mr. Wright presented a Statement of Findings regarding the compensation levels of educational leaders within Los Angeles County. The data was compiled from various sources, including the California State Comptroller’s Office, IRS Form 990 filings for fiscal years 2022 and 2023, and student enrollment data from the 2024 California School Dashboard.

The Board reviewed a sample comparison of total compensation packages from four charter schools across three school districts, with average student populations of approximately 3,503. El Camino Real Charter High School, with an enrollment of approximately 3,261 students, was used as a reference point. The analysis showed that the average total compensation package (base salary plus additional compensation) was approximately $228,630, with an average base salary of $184,475. The salary range observed among comparable positions was between $137,378 and $224,681, influenced by factors such as experience, tenure at the school, student populations, staff size, and location of the charter school. 

Adjusting for inflation and market trends, a conservative 3% annual increase was applied to project figures for the 2025–2026 fiscal year. Based on this projection, the average total compensation is estimated at $244,314, with an average base salary of $197,130.

Mr. Wright referred attendees to a compensation comparison chart displayed on-screen during the meeting. He noted that the full report and accompanying visuals would be made available online for public access. Community members interested in reviewing the data are encouraged to visit the school’s official website.

The board entered the closed session at 5:38 PM on the 16th of July, 2025.

The board reconvene to open session at 00:00 PM on the 16th of July, 2025.

Mr. Wright presented the resolution for Board approval regarding the executive compensation package for the Chief Business Officer (CBO) position for the 2025–2026 school year. He noted that this position is exempt from overtime, and as such, the responsibilities of the role may require the employee to perform additional duties outside the standard workday, including weekends and periods beyond the regular work year.

Mr. Wright outlined the proposed compensation package as follows:

• Base Annual Salary: $220,692.17
• Master’s Degree Stipend: $5,000.00
• Total Annual Compensation: $225,692.17

Additional terms include:

• Cell Phone Reimbursement: $50.00 per month
• Sick Leave Accrual: 13 days annually
• Paid Vacation Accrual: 2 days per month (24 days annually), with a cap of 36 days
• Health Benefits: Premiums consistent with those offered to other El Camino Real Charter High School employees, subject to program eligibility requirements
• Retirement Program: Participation in the retirement program (e.g., CalSTRS or PERS), as applicable

Mr. Wright stated that the proposed compensation is fair and reasonable when compared to compensation packages for executives in similar roles at comparable schools in the region.

Mr. Wright moved for the Board to approve the employment of Mr. Fernando Delgado as Chief Business Officer, with the terms as presented. The motion included a finding that the overall compensation is in alignment with market standards and compliant with all applicable regulations.

Mr. David Hussey led the discussion regarding a proposed revision to the management salary structure and the creation of a new position titled Director of Maintenance, Operations, and Facilities.

He clarified that the organization does not intend to rehire for the Chief Operations Officer (COO) position at this time. However, to meet the operational needs previously addressed by the COO, Mr. Hussey proposed the establishment of this new director-level position.

Mr. Hussey presented the complete job description, which includes the following components:

• Job Summary
• Essential Duties and Responsibilities
• Required Knowledge, Skills, and Abilities
• Education and Experience Requirements
• Work Environment Expectations
• Physical Requirements

The full job description document is available for public viewing online.

Mr. Hussey also noted that the organization reserves the right to revise the duties of the position as necessary.

In terms of compensation, a new line has been added to the management salary table reflecting the proposed salary for this role, set at approximately $100,000 annually.

Mr. Hussey emphasized that although this position will replace the operational functions of the former COO role, it is a separate position that will operate under the direction of the Executive Director, as clearly stated in the first line of the job summary.