[00:00:04]
[Call to Order]
PRESENT, THAT THIS MEETING HAS BEEN DULY CALLED, AND THAT NOTICE OF THIS MEETING HAS BEEN POSTED IN ACCORDANCE WITH THE TEXAS OPEN MEETING ACT, TEXAS GOVERNMENT CODE, CHAPTER 551.LET THE RECORD SHOW THAT TRUSTEES PULLIAM SANCHEZ BURNETT WRIGHT GUYTON LOCKHART RAYOS ARE PRESENT.
WE'LL NOW MOVE ON TO ITEM TWO.
NO PUBLIC COMMENTS. ITEM THREE COMMUNICATION A 2024-2025 STAFFING AND BUDGET SESSION.
[2024-2025 Staffing and Budget Session]
MISS WISER. GOOD EVENING, SCHOOL BOARD AND MR. ESTRADA. WELCOME TO YOUR SECOND BUDGET WORKSHOP FOR THE 24-25 FISCAL YEAR.THIS EVENING WE'RE GOING TO TALK ABOUT SEVERAL ITEMS. I WOULD LIKE TO GO THROUGH TEACHER SUBSTITUTE, TEACHER PAY.
WE'RE GOING TO TALK ABOUT COACHING STIPENDS.
WE'LL LOOK AT A COUPLE OF SECONDARY STAFFING REQUESTS.
SO, IF YOU HAVE ANY QUESTIONS ALONG THE WAY, FEEL FREE TO.
LET'S JUST DISCUSS AND COLLABORATE ON THE BUDGET FOR NEXT YEAR.
AND WE'LL GO AS FAST AS WE CAN THROUGH IT.
OKAY. SO, SUBSTITUTE COMPENSATION.
THE FIRST THING I WANT TO TALK ABOUT IS THE NURSE SUBSTITUTE DAILY RATE.
THE PROPOSAL IS TO INCREASE THIS TO SIGNIFICANTLY TO A MORE COMPETITIVE RATE.
WE HAD SEVERAL UNFILLED NURSING VACANCIES, NOT VACANCIES, I'M SORRY, SUB VACANCIES UNFILLED WHERE THERE'S NOT A NURSE ON CAMPUS BECAUSE OUR PAY IS JUST NOT COMPETITIVE.
SO, INCREASING THIS COULD IMPACT THE BUDGET.
MOSTLY, FOR THE MOST PART, ONLY 4000.
SO, WITH THIS INCREASE TO HOPEFULLY HAVE MORE SUBSTITUTE NURSES IN OUR POOL.
AND THEN ALSO WE DID ANOTHER WE DECIDED TO ORDER A SOFTWARE THAT WILL HELP WITH OUR TIME FOR OUR NURSES RIGHT NOW THAT THEY'RE SPENDING ON DATA ENTRY.
SO, WITH BOTH OF THOSE TWO THINGS COMBINED WE CAN HOPEFULLY ALLEVIATE SOME OF THE NURSE.
SOME OF THE STRESSES THAT THEY'RE FEELING.
AND THIS WILL REALLY HOPEFULLY HELP THEM OUT.
SO THOSE ARE THE PROPOSAL FOR THE NURSE RATES.
OUR NURSE DID GET THOSE RATES BASED ON SURROUNDING DISTRICTS AND WHAT THEIR RATES LOOK LIKE.
AND WHAT WHAT'S THE GOING RATE.
PFIZER, I THINK ONE OTHER THING THAT WE HEARD FROM OUR NURSES.
SOME OF THE PRACTICES IN TERMS OF WORKMAN'S COMP CLAIMS. WE'RE WORKING WITH HR TO SHIFT SOME OF THAT PAPERWORK OVER.
RIGHT NOW, OUR NURSES ARE HAVING TO DO THAT.
AND THEN, YOU KNOW, WE'RE DOING THESE TWO THINGS AS WELL.
THE NEXT THING I WANT TO TALK ABOUT IS A TOTAL REVAMPING OF OUR SUB PAY.
SO, IN YOUR BINDER ON THE THIRD TAB IS WHAT OUR SUB PAY LOOKS LIKE NOW.
SO, THE PROPOSAL, YOU KNOW, FOR THE PAST SEVERAL YEARS.
SUBSTITUTES. THIS HAS BEEN AN AREA THAT HAS BEEN DIFFICULT TO FILL, DIFFICULT TO HIRE.
WE HAVE A LOT OF POSITIONS THAT REMAIN UNFILLED ON A DAILY BASIS WITH OUR FILL RATE.
SO, THE PROPOSAL IS THAT WE JUST MAKE A SIMPLIFIED SUBSTITUTE RATE OF $120 A DAY AND NOT HAVE DIFFERENT TYPES OF RATES BASED ON.
[00:05:04]
EVERYTHING AND MAKE IT A COMPETITIVE RATE AT $120 PER DAY.AND THEN IF WE HAVE A LONG TERM LIKE AN FMLA SITUATION OR A VACANCY THAT IS UNFILLED AND WE HAVE A CERTIFIED TEACHER, THEY WILL RECEIVE $150 PER DAY.
SO, THE IDEA IS JUST TO SIMPLIFY IT, INCREASE IT.
AND HOPEFULLY THIS WILL HELP WITH OUR SUB POOL THAT ALIGN WITH THE.
THERE ARE SOME DISTRICTS THAT DO IT THIS WAY.
IS RIGHT NEXT DOOR TO US, OUR LARGEST COMPETITOR.
AND THEY DO HAVE IT THIS WAY WHERE THEY HAVE A STANDARD, I MEAN, IS OUR STANDARD.
YES, THEIR STANDARD IS AT THIS TIME $125.
YEAH. WHAT THIS DOES, REGARDLESS OF CATEGORY IN OUR OLD SYSTEM, EVERYONE'S GETTING A RAISE.
AND SOME OF THAT IS THE PAY RATE.
SOME OF IT IS JUST IF YOU'RE CERTIFIED TEACHER, YOU'RE TEACHING, YOU KNOW TYPICALLY SO THIS IS WHY WE'RE LOOKING AT IF THE GOAL IS TO ENSURE THAT WE HAVE A SUBSTITUTE SO THAT EVERY KID CONTINUES TO LEARN AND THAT OTHER TEACHERS AREN'T BURDENED WITH TRYING TO COVER THOSE.
WELL, WE NEED TO OBVIOUSLY THOSE ARE THE PEOPLE WHO ARE INTERESTED.
HOW CAN WE RAISE IT MORE FOR THOSE.
SO THAT'S WHERE YOU SEE THAT UP TO 20% INCREASE SO THAT WE CAN GET MORE OF THEM SO THAT OUR CLASSROOMS THE LIKELIHOOD THAT OUR CLASSES ARE COVERED IS GREATER.
AND THEN FOR THOSE LONG TERM, YOU KNOW, WHERE YOU HAVE MAYBE A TEACHER WHO'S ON MATERNITY LEAVE OR, YOU KNOW, SOME SOMETHING TO WHERE IT REQUIRES A LENGTHIER COVERAGE. THEN WE WOULD TRY TO GO AFTER CERTIFIED TEACHER AND PAY THEM MORE THAN WHAT THE RATE WOULD BE.
SO, IT'S GOOD THAT WE'RE RESETTING AND TRYING TO INCREASE AND BE COMPETITIVE.
AND RESETTING IT IN SEVERAL WAYS.
YES. TRYING TO INCREASE IT $120 PER DAY ON AN EIGHT-HOUR DAY IS $15.
SO, WHAT MONDAY AND FRIDAYS ARE.
SO THAT THAT'S KIND OF THE IDEA IS TO RESET.
SO JUST WANTING TO MAKE IT 120 ACROSS THE BOARD EVERY DAY FOR EVERY JOB, UNLESS YOU'RE A CERTIFIED LONG-TERM AND UNLESS YOU'RE IN A LONG-TERM POSITION, YOU'RE A CERTIFIED TEACHER.
SO THAT'S THE PROPOSAL THAT IF WE CAN DEFINITELY KEEP DISCUSSING IT AND THINK AND TALK ABOUT IT, BUT THAT'S A PROPOSAL THAT WILL TAKE WHEN WE DO OUR EMPLOYEE COMPENSATION PLAN. AND JUST WE'VE BEEN, LIKE I SAID, TRYING TO DO ALL THESE DIFFERENT THINGS THESE PAST FEW YEARS.
WIPE THE SLATE CLEAN AND START FRESH.
A DIFFERENT STRATEGY. HOW MUCH? SO. NOT KNOWING HOW IT'S GOING TO CHANGE THE FILL RATE.
I HOPE THAT IT FILLS BETTER, BUT I HAVE INCLUDED THE INCREASE ON IT OF $75,000 TO DO IT.
YEAH. WHICH WITH ALL THESE UNFILLED POSITIONS AND ALL THE, I THINK IT'S AN AREA THAT I THINK WE SHOULD THAT WE THINK THAT WE SHOULD INVEST IN FOR SURE.
OKAY. ANY MORE THOUGHTS ABOUT THE REVAMPING OF THE TEACHER SUBSTITUTE PAY? OKAY, SO THE NEXT THING I WANT TO TALK ABOUT IS COACHING STIPENDS.
AND THAT IS GOING TO BE ON IT'S ON TAB FOUR.
SO COACHING STIPENDS HAVE NOT BEEN INCREASED SINCE 2017, 2018.
AND WHAT I FOUND IN 2017, 2018 AND Y'ALL MAY BE ABLE TO REMEMBER IS REALLY TWO THAT IT WASN'T.
[00:10:02]
TO A MORE TRADITIONAL COACHING STIPEND AMOUNT.SO, THEY HAVE NOT BEEN INCREASED SINCE 20 1718, AT THE END OF THE 2023 FISCAL YEAR, MUCH LIKE OUR TASB PAY STUDY REVIEW, WE DID A TASB STIPEND REVIEW TO LOOK AT THOSE STIPENDS.
PHASE ONE BEING THIS YEAR WITH THE HIGH SCHOOL AND PHASE TWO BEING NEXT YEAR WITH THE JUNIOR HIGH TO START TO TRY TO INCREASE THESE STIPENDS TO WHERE THEY WILL BE WITH THE MARKET VALUE.
SO, WHAT YOU HAVE IN YOUR BINDER ON TAB FOUR IS JUST A SUMMARY OF ALL OF THOSE CHANGES THAT TASB RECOMMENDED IN THEIR PAY STUDY FOR THOSE STIPENDS TO BECOME A MORE COMPETITIVE FIGHT FOR.
BUT WHEN WE LOOK AT STAFFING REQUESTS ACROSS THE DISTRICT, YOU KNOW, THIS IS THE ONE THAT WE'RE TALKING ABOUT RIGHT NOW, BUT THERE'S ANOTHER MILLION DOLLARS OF REQUEST THAT WE'VE SAID NO TO. SO, THIS, THAT'S WHY, YOU KNOW, WE TRIED REALLY HARD TO PUT THE DISTRICT IN A POSITION TO HAVE A BALANCED BUDGET. SO, THIS IS ONE OF THOSE THINGS THAT YOU KNOW, WE FELT ACROSS THE DISTRICT IS REALLY IMPORTANT.
SO HAVING A PHASED IN SYSTEM YOU KNOW, BUT AGAIN, BECAUSE IT'S COMPETING WITH A LOT OF OTHER REQUESTS THAT PRINCIPALS HAVE THAT, YOU KNOW, DIFFERENT STAFF MEMBERS HAVE DIRECTORS, ET CETERA.
YOU KNOW, SO BUT WE FELT LIKE IT WAS ABSOLUTELY NECESSARY TO START SOMEWHERE.
BECAUSE WE HAVE NOT DONE SO IN A NUMBER OF YEARS.
YOU KNOW, THEY'RE NOT EARNING MUCH MONEY.
WELL. AND IT IS IT ALIGNED WITH WHAT OTHER DISTRICTS ARE DOING TO.
SO, THE STUDY DOES A COUPLE OF THINGS.
THEY TRY TO BRING YOU TO MARKET VALUE.
SO, IN SOME CASES AND IT JUST DEPENDS KIND OF ON WHICH POSITIONS ARE.
BUT SO AS FAR AS THE JUNIOR HIGH IS CONCERNED, ARE WE LESS COMPETITIVE THERE THAN WE ARE AT THE HIGH SCHOOL? SO, IS THE HIGH SCHOOL THE GREATEST NEED? THAT'S WHY WE'RE DOING IT FIRST.
THAT IS WHAT THE HIGH SCHOOL WOULD BE THE START OF THE TWO-PHASE PHASES.
SO AS FAR AS VACANCIES, VACANCIES WE'VE HAD THE PAST FEW YEARS AT THE HIGH SCHOOL WITH COACHING.
I DON'T WANT TO SPEAK TO IT FULLY.
I WOULD SAY THAT THE HIGH SCHOOL.
IS THAT WHY WE'RE. YEAH, I THINK PART OF IT TOO, IS PROGRAMMATICALLY, WHEN YOU LOOK AT, YOU KNOW, YOU PICK I DON'T KNOW BASKETBALL OR SOCCER, BUT, YOU KNOW, YOU PICK A SPORT AND THAT, YOU KNOW, HAVING A QUALITY HEAD COACH AT THE HIGH SCHOOL LEVEL WHO'S.
COMMITTED TO BUILD A PROGRAM ALL THE WAY THROUGH.
YOU KNOW, QUITE FRANKLY, EVEN ELEMENTARY SCHOOL STUDENTS WITH YOUTH PROGRAMS AND THOSE TYPES OF THINGS, THAT WAS KIND OF THE THOUGHT PROCESS IN STARTING AT THE HIGH SCHOOL BECAUSE THAT'S, YOU KNOW WE ALSO KNOW THAT THAT'S THE GOAL OF A LOT OF COACHES.
YOU KNOW, IS TO MOVE UP TO THAT VARSITY TYPE OF A LEVEL.
AND I AGREE WITH, WITH PRESIDENT WRIGHT THAT BREAK IT DOWN.
I MEAN, THEY DESERVE SO MUCH MORE.
BUT ENSURING THAT WE'RE COMPETITIVE WITH, YOU KNOW WITH THE MARKETS IS THE GOAL.
AND STARTING AT THE HIGH SCHOOL, THAT'S PART OF THAT'S PART OF THE JUSTIFICATION.
BUT AGAIN, I THINK WE COULD SAY THAT THE JUNIOR HIGH IS JUST AS IMPORTANT AS WELL.
[00:15:04]
MIGHT BE COMING. BUT THEN I'D SAY, WELL, I HOPE THINGS DON'T HAPPEN WHERE THEY CAN'T DO IT NEXT YEAR.BUT WE DID OUR HIGH SCHOOL COUNTERPARTS.
I'M, YOU KNOW, I'M JUST ONE OF THOSE GUYS.
I JUST THINK WE'RE GOING TO DO STIPENDS FOR ONE PART OF ANYTHING.
THEN WE INCLUDE BOTH HIGH SCHOOL AND JUNIOR.
AND THIS, REMEMBER, THIS IS A WORKSHOP.
THIS IS FOR THE BOARD TO GIVE US FEEDBACK TO HELP YOU KNOW, TO HELP BUILD, BUILD OUR BUDGET.
SO THAT'S GREAT FEEDBACK FOR US TO HEAR.
YEAH, I AGREE WITH YOU BECAUSE I DO BELIEVE THAT WE NEED TO WRITE.
SO, IN ORDER TO BUILD A PROGRAM, IT WOULD BE GOOD TO GET TO BE ABLE TO ALSO GIVE STIPENDS TO THE JUNIOR HIGH COACHES AS WELL AS THE HIGH SCHOOL, YOU KNOW. TWO PARTS, LIKE WHERE WE'RE DOING ALL THIS YEAR FOR HIGH SCHOOL.
I JUST KNOW JUNIOR HIGH ALSO HAS A HARD TIME KEEPING.
YEAH. WELL, THE JUNIOR HIGH COACHES, MOST OF THEM, THEIR GOAL IS TO MOVE TO THE HIGH SCHOOL.
SO, THERE'S GOING TO BE A LOT OF TRANSITION THERE A LOT OF MOVING.
OF COURSE, TOM LOVES JUNIOR HIGH BECAUSE HE HAD AN AWESOME COACH.
BUT I HAVE BEEN A JUNIOR HIGH COACH AND I KNOW HOW THAT FEELS.
BACK WHEN I WAS A COACH, WE GOT $500 A YEAR FOR THREE SPORTS, SO.
SO, THEY'VE COME A LONG WAY IN THE LAST 40 YEARS, RIGHT? SO, YOU AGREE WE WANT TO PROVIDE EQUITY JUNIOR HIGH, HIGH SCHOOL WRIGHT SAM.
BUT I THINK THAT RIGHT NOW I AGREE WITH MR. [INAUDIBLE] THAT WE SHOULD PHASE IT IN BECAUSE LIKE MIKE'S MR. PRESIDENT, RIGHT. SAID WE DON'T KNOW WHAT OUR BUDGET'S GOING TO LOOK LIKE NEXT YEAR.
DO WE TAKE IN? MR. SCHRÖDER, IT WOULD BE EASIER ON OUR BUDGET IF WE HIGH SCHOOL FIRST AND THEN.
IF YOU KNOW, IF OUR GOAL IS TO APPROVE A BALANCED BUDGET, WE ARE, AS YOU'LL SEE LATER.
YOU KNOW, WE'RE RIGHT THERE TO WHERE WE'RE ON THE EDGE ALREADY.
SO, AGAIN, AS AN ADMINISTRATION, WE WANT WE WANT TO DO EVERYTHING WE WANT TO GIVE.
YOU KNOW WE HAVE A LOT OF POSITIONS THAT WE'RE TELLING PRINCIPALS AND DIRECTORS NO TO THIS YEAR.
YOU KNOW, BUT AGAIN, THIS IS PART OF THE DIALOG.
DEFINITELY WANT TO GO OVER THE.
AND WHEN I WAS THE COACH, THE HEAD COACH DIDN'T EVEN LOOK AT THE FILM AFTER YOU BROKE IT DOWN.
SO. OH, THEY DON'T DO THAT ANYMORE.
I HOPE OUR PRESENT ATHLETIC DIRECTOR DOESN'T HAVE THAT.
I THINK IT'S JUST A LITTLE BIT DIFFERENT TIME, YOU KNOW, TECHNOLOGY.
I KNEW THAT I KNEW THAT WAS COMING.
SAM SO YOU NEEDED TO HEAR IT FROM THEM? YEP. OKAY. IT IS SAFE TO SAY THERE ARE OUR COACHES PUT IN A TON OF HOURS.
I MEAN, THEY PUT IN A TON OF HOURS.
SO, WE CAN KEEP THAT CONVERSATION GOING WITH THIS IS SOMETHING THAT LIKE AGAIN, LIKE MR. ESTRADA SAID IS DEFINITELY A CONVERSATION FOR THIS EVENING.
SO, I CAN PRESENT IT NEXT WEEK AND WE CAN DISCUSS IT FURTHER IF Y'ALL WOULD LIKE.
OKAY, SO AS WE ARE WRAPPING UP THE PLANNING FOR NEXT YEAR, WE HAVE MOVED ON TO THE SECONDARY SCHOOLS AND ARE REALLY WRAPPING THAT UP.
A TEACHER AND THEN AT THE HIGH SCHOOL, WE ARE GROWING THE PROGRAM FOR MARIACHI AND ORCHESTRA BECAUSE NOW IT'S BEEN PHASED IN FOR A FEW YEARS.
THE POSITION AT THE AT THE HIGH SCHOOL FOR AN ORCHESTRA SLASH MARIACHI TEACHER WILL ALLOW THE CURRENT ORCHESTRA POSITION, WHICH IS SPLIT PART TIME, HALF AT THE JUNIOR HIGH HALF THE DAY AND THEN HALF AT THE HIGH SCHOOL HALF THE DAY.
[00:20:02]
IT WILL ALLOW THAT POSITION TO BE FULL TIME AT THE JUNIOR HIGH.SO THOSE THAT'S WHERE WE ARE RIGHT NOW WITH SECONDARY STAFFING.
BOTH OF THESE, AS WE LOOK AT THE PRIORITIES, ARE IN DIRECT ALIGNMENT TO OUR NAVIGATE TO 28 PLAN.
BOTH OF THESE THINGS ARE CRITICAL FEATURES WITH THE DIFFERENT PRIORITIES THAT WE HAVE.
AND I KNOW THE MARIACHI PROGRAM HAS BEEN KIND OF A WORK.
YES, SIR. THANK YOU FOR THE REMINDER.
IT'S, YOU KNOW, WE'VE HAD A COUPLE OF SUBSTANTIAL DONATIONS.
YOU KNOW, TO HELP WITH ORCHESTRA AND MARIACHI PROGRAMS. SO, I THINK THAT'S IMPORTANT TO, TO NOTE.
I THINK WE'RE, I MEAN, WE'LL RECEIVE WHEN WE GET THAT NEXT CHECK.
ALMOST HALF $1 MILLION, I THINK FOR, FOR THOSE PROGRAMS. SO, YOU KNOW, THOSE DONATIONS HAVE BEEN CRITICAL IN GROWING THESE FINE ARTS PROGRAMS. SO, WILL THAT.
WHEN WE HAD THE COLOR GUARD HERE THE LAST MEETING THEY TALKED ABOUT.
YOU KNOW, HOW MUCH IT'S GROWN AND EXPANDED AND SPACE AND ALL THAT.
I GUESS ALL THAT IS ACCOUNTED FOR.
THE ORCHESTRA AND MARIACHI PROGRAM.
OKAY. SO ON TO EMPLOYEE BENEFITS.
WE TALKED LAST TIME ABOUT OUR LION CARE, AND I HAD THIS SLIDE UP.
SO, WHAT THIS IS, THIS SHOWS ALL OF THE EMPLOYER CONTRIBUTIONS MONTHLY THAT THAT THE DISTRICTS GIVE TOWARD EACH EMPLOYEES' HEALTH CONTRIBUTION.
AND THEN IT SHOWS WHAT THE EMPLOYEE WILL PAY FOR THEIR MONTHLY PREMIUM FOR EMPLOYEE ONLY.
I DIDN'T RESEARCH WHAT THEY PUT IN IF THEY HAVE OR THEIR SPOUSE OR IF THEY HAVE DEPENDENTS, BUT I JUST DID THEIR EMPLOYEE ONLY PROGRAM AND THEN THEIR DEDUCTIBLES FOR THEIR EITHER THEIR ZERO COST OR THEIR LOWEST COST EMPLOYEE HEALTH PLAN.
SO, AT LOCKHART, WE PUT IN AS AN EMPLOYER $396 A MONTH FOR EMPLOYEE, THE EMPLOYER PORTION OF THAT CONTRIBUTION AND EMPLOYEES PUT IN $0.
AND THEY WE DON'T HAVE ANY OPTIONS ELSE FOR EMPLOYEE ONLY IF THEY WANT EMPLOYEE ONLY.
WE ONLY HAVE ONE HEALTH CARE PLAN AT ALL.
THE OTHER DISTRICTS THEY HAVE, THEY'LL HAVE.
SOME OF THEM. MOST ALL OF THEM HAVE A FREE PLAN.
BUT THEY THEN HAVE A RANGE OF PLANS BECAUSE THAT FREE PLAN IS USUALLY A HIGH DEDUCTIBLE PLAN.
THIS IS PER MONTH COST ON MONTHLY PREMIUMS. AND THEN WE LOOK OVER AT THE DEDUCTIBLES AND WHAT THEY WOULD HAVE IN THEIR OUT OF POCKET, MAX, FOR INDIVIDUAL AND FAMILY.
AND SO, WE'RE REALLY PROUD TO BE ABLE TO OFFER THIS HEALTH INSURANCE NOT ONLY AS FAR AS THE COST TO THE TO OUR EMPLOYEES MONTHLY, BUT JUST THE CARE THAT THEY'RE RECEIVING.
AND BUT WITH THAT BEING SAID, GOOD HEALTH CARE.
AND SO, AS WE LOOK AT WHAT OTHER DISTRICTS ARE PUTTING IN TOWARDS THEIR CONTRIBUTION, THAT AVERAGE OF ALL OF THOSE SCHOOLS IS 427.
SO, WE HAVE SOME THAT ARE UPWARDS OF 500 $500 A MONTH.
AND THEN AT 368 A MONTH AS THE LOWEST.
AND WE OF COURSE FOLLOWED 396.
SO, THE AVERAGE OF THOSE DISTRICTS IS 427.
IF WE WERE AT THE AVERAGE, WE WOULD CONTRIBUTE $260,000 MORE TO OUR HEALTH CARE PLAN.
AND PRIOR TO THE 21, THE 2021 FISCAL YEAR, WE WERE CONTRIBUTING ALMOST WE WERE CONTRIBUTING 487 TO MOST OF THE TRS PLANS, WHICH WOULD PUT IN SEVEN OVER $700,000 MORE TO OUR PLAN.
SO, WHAT WE ARE PROPOSING FOR 2425 IS OUR EMPLOYER CONTRIBUTION WOULD BE INCREASED FROM 396 TO 427, THE AVERAGE, WHICH WOULD BRING GENERATE $260,000 MORE TO OUR PLAN.
[00:25:01]
AND BEING ABLE TO CONTINUE AT A ZERO MONTHLY COST FOR OUR EMPLOYEES.WE TALKED A LITTLE BIT ABOUT THAT LAST MONTH, SO I JUST WANTED TO CONTINUE ON WITH THAT.
AND WHEN WE LOOK AT THE BUDGET SUMMARIES AND JUST A LITTLE BIT IT IS THE 260.
LAST TIME I HAD AN INCREASE TO LIKE 410, I BELIEVE, AND THIS TIME I PUT IN UP TO THE 427 AVERAGE WOULD BE OUR CONTRIBUTION.
AS FAR AS WHAT IS ON OUR BUDGET NOW IS THE PROPOSAL.
BUT WE CAN TALK BACK AND FORTH ABOUT THAT.
DO YOU ALL HAVE ANY THOUGHTS ABOUT THAT OR QUESTIONS? I JUST WANT TO. YOU'VE DONE A GREAT JOB OF EXPLAINING, BUT JUST.
REITERATE THE FACT THAT REGARDLESS OF WHAT OUR DISTRICT CONTRIBUTION IS, OUR STAFF IS PAYING $0 AND THEY'RE GETTING REALLY GOOD COVERAGE VERY LOW DEDUCTIBLES.
AND I THINK IT'S A REAL DIFFERENTIATOR WHEN WE'RE COMPETING FOR FOLKS AND WE'RE ABLE TO SAY, WELL, YOU KNOW, THIS IS YOUR PAY AND THIS IS YOUR INSURANCE, AND CHECK AND LOOK AT THE INSURANCE THAT THE DISTRICT YOU'RE CONSIDERING AND PEOPLE THEY FIGURE OUT VERY QUICKLY THAT IT'S REALLY NOT COMPARABLE.
ABSOLUTELY. AND WE JUST HEAR SUCH GOOD.
WE HAVE SUCH GOOD FEEDBACK ON OUR HEALTHCARE PLAN.
IT'S SOMETHING THAT THAT I'M REALLY, REALLY PROUD OF.
SO, THE NEXT THING I WANT TO TALK ABOUT, I'M ALSO REALLY EXCITED.
SO, WE'RE PROPOSING AN OFFERING A NEW BENEFIT OPTION.
ALSO FALLS IN LINE WITH OUR NAVIGATE TO 28 TO RETAIN OUR CURRENT EMPLOYEES.
SO CURRENTLY, IF AN EMPLOYEE HAS BEEN WITH THE DISTRICT FOR TEN, 15, 20, 25, 30, 35, 40 OR 50 YEARS FOR SOME AND THEY HAVE NOT USED ALL OF THEIR LOCAL LEAVE, THEY LOSE IT.
SO, THEY EITHER RETIRE OR THEY RESIGN, AND THEY'VE LOST ALL OF THEIR LOCAL LEAVE.
I TELL HER TO USE IT. SO, AT A PREVIOUS DISTRICT, WE HAD A PLAN THAT WOULD COMPENSATE LONG-TERM EMPLOYEES FOR THE FOR UNUSED LEAVE.
AND ALL DIFFERENT PLANS HAVE ALL DIFFERENT OPTIONS.
BUT THE IDEA TONIGHT IS JUST TO HAVE A CONVERSATION ABOUT.
IS THAT SOMETHING THAT WE MAYBE WANT TO LOOK INTO DOING FOR OUR EMPLOYEES? SO, WHAT THIS WOULD BE IS THAT YOU WOULD RECEIVE A PAYMENT OF YOUR ACCUMULATED LOCAL LEAVE UPON SEPARATION.
MOST I LOOKED UP A COUPLE TODAY OUTSIDE OF THE ONE THAT I ALREADY KNEW ABOUT, BUT MOST OF THEM, YOU'RE CONSECUTIVELY EMPLOYED FOR AT LEAST TEN YEARS BEFORE YOU WOULD QUALIFY FOR THIS TYPE OF BENEFIT, AND THERE'S A RESIGNING RATE VERSUS A RETIREMENT RATE.
SO, IF YOU'RE RETIRING YOUR RATES A LITTLE BIT HIGHER, IF YOU'RE RESIGNING, IT'S A LITTLE BIT LOWER.
IN MOST CASES IT WAS HALF THE WHATEVER THE RATE IS THAT WE CHOOSE.
I SAW RATES RANGE FROM $40 A DAY TO $90 A DAY WHERE YOU'RE NOT GETTING YOUR FULL DAILY RATE, BUT YOU'RE STILL GETTING SOMETHING FOR YOUR UNUSED LEAVE AND REWARD, REWARDING THOSE EMPLOYEES WHO COME TO WORK AND, AND DON'T USE THEIR LEAVE AND THEN INCREASING AT THOSE 25 YEARS OF SERVICE WITH THE DISTRICT.
I SAW I SAW LOTS OF RANGES THERE, TOO, FROM YOUR DAILY RATE UP TO SO MANY DAYS.
AND THEN IT WOULD CHANGE, SO YOU WOULD.
SO, WITH THAT BEING SAID, I HOPE I EXPLAINED THAT CLEARLY.
DO Y'ALL HAVE ANY THOUGHTS OR.
YES. WHEN DID THAT HAPPEN? SAY WHAT? I'M JUST KIDDING.
WELL, YOU KNOW, THAT'S WHAT I WOULD LIKE TO BRING NEXT TIME.
IF IT IS SOMETHING THAT YOU'RE EVEN REALLY KIND OF INTERESTED IN, WE WE'VE BEEN TALKING ABOUT IT.
I THINK IT'S A GREAT IDEA AND I THINK IT'S A GREAT BENEFIT.
I DON'T KNOW HOW MANY TEACHERS WE HAVE.
AND THAT'S THE DATA I WANT TO PULL.
IF IT IS SOMETHING THAT WE WANT TO LOOK AT, WE WANT TO PULL EVERYBODY THAT HAS.
IF Y'ALL THINK TEN YEARS IS A GOOD AMOUNT, 15 YEARS.
I THINK I THINK TEN YEARS, I THINK WE GO IN TEN YEARS.
I THINK IT'S TEN YEARS, BUT RETIREMENT ONLY, RETIREMENT ONLY.
YEAH, WE CAN LOOK AT WHO WE CAN LOOK AT HOW MANY WE HAVE.
THAT'S TEN. I CAN SAY THAT AT THE PREVIOUS PLACE I WAS AT, WE WERE.
[00:30:05]
BUT FOUR TIMES THE SIZE, EMPLOYEE WISE AND YOU HOLD A LIABILITY ON THE BOOKS.BUT REALLY, IN THE END, I BUDGETED ABOUT 50,000 A YEAR FOR IT, AND WE HAD 4000 EMPLOYEES.
SO THAT THAT'S A ROUGH NUMBER.
WE'VE HAD WE HAVE SIX EMPLOYEES RETIRING THIS YEAR, SO IT'S NOT.
AND I THINK EVERY YEAR YOU WOULDN'T HAVE THAT MANY.
WE'RE TRYING. WE HAVE A BUDGET IN TERMS OF GIVING A RAISE AND, YOU KNOW, QUITE FRANKLY, GIVING A RAISE TO THE STAFF FOR WHAT THEY DESERVE. YOU KNOW, IN THE STATE OF TEXAS, WITH THE BUDGET THAT WE'RE GIVEN IS GOING TO BE VERY CHALLENGING.
BUT HOW CAN WE CONTINUE TO THINK OF DIFFERENT WAYS TO WHERE WE CAN SHOW OUR APPRECIATION FOR TEACHERS WHO CONTINUE TO BE COMMITTED TO OUR KIDS IN OUR DISTRICT? HOW CAN WE, YOU KNOW, SEND MESSAGES TO THEM THAT WE REALLY HONOR AND VALUE THAT THAT TIME TO THE SCHOOL DISTRICT? AND, AND THIS IS, I THINK, A CREATIVE WAY TO ONE, YOU KNOW, IT'S JUST A SMALL TOKEN TO SHOW PEOPLE THAT, YES, WE SEE THAT YOU'RE AT WORK EVERY DAY.
WE VALUE YOUR LONGEVITY TO THE DISTRICT.
AND I THINK THAT'S THE THINKING THAT WE WANT TO CONTINUE TO PROMOTE WITH ALL OF OUR STAFF SO THAT BECAUSE IF IT'S JUST ONLY ABOUT COMPENSATION AS PAY, WE'RE GOING TO STRUGGLE.
BUT THE MORE IDEAS WE CAN HAVE THAT YOU KNOW, DEMONSTRATES OUR COMMITMENT TO OUR STAFF AND THANKING THEM FOR THEIR SERVICE, I THINK WE'LL CONTINUE TO GO A LONG WAY WITH OUR PEOPLE.
I HAVE A QUESTION. THE LOCAL LEAVE COMPARED TO STATE LEAVE.
I KNOW THERE WAS A TIME WHEN YOU HAD TO TAKE STATE LEAVE FIRST BEFORE YOU COULD.
OR YOU HAD TO TAKE LOCAL BEFORE YOU COULD TAKE STATE LEAVE.
SO, MOST PEOPLE USED UP THEIR LOCAL LEAVE, SO IT WASN'T AN ISSUE.
BUT THEN THEY STARTED LETTING YOU TAKE LOCALLY FOR CERTAIN THINGS AND STATE LEAVE FOR OTHER THINGS.
YEAH. THE RESTRICTIONS HAVE BEEN REALLY LIFTED ON WHEN YOU CAN TAKE YOUR LEAVE AND WHAT YOU CAN TAKE YOUR LEAVE, WHICH ONE YOU CAN TAKE? YES, SIR. OKAY.
BUT WE CAN LOOK AT ALL OF OUR LEAVE POLICIES TO, TO ENSURE THAT THAT IS HAPPENING, THAT YOU CAN USE YOUR STATE LEAVE BEFORE YOUR LOCAL IF YOU'RE WANTING TO. WELL, I KNOW IN THE IN BACK, IN THE OLD DAYS, IT WAS HARD TO ACCUMULATE.
YOU KNOW, ANY KIND OF DAY, ANY STATE DAYS FOR SURE, BECAUSE YOU HAD TO USE THOSE FIRST.
RIGHT. THAT TOOK THE STATE OFF THE YOU CAN NEVER COLLECT ANY OF THOSE APPS.
ABSOLUTELY. AND THEN EVEN NOT BEING ABLE TO USE YOUR DAYS FOR CERTAIN THINGS, THOSE I BELIEVE LAST YEAR WE LIFTED THAT SO YOU CAN HAVE YOU CAN USE I THINK IT WAS LAST YEAR THAT WE CHANGED OUR SICK LEAVE TO BEING JUST A LOCAL, LOCAL LEAVE DAY.
SO JUST TRYING TO REDUCE THE RESTRICTIONS ON THEM ON THOSE DAYS.
BUT WE CAN ABSOLUTELY LOOK AT THAT IF IT IS SOMETHING THAT I WOULD LOVE TO BRING AT THE JUNE WORKSHOP, BRING SOME SURROUNDING DISTRICTS AND WHAT THEIR POLICIES ARE FOR THIS TYPE OF BENEFIT.
MANY DISTRICTS DO OFFER IT AND SEE WHAT OUR HOW MANY EMPLOYEES OVER TEN YEARS THAT WE HAVE AND WHAT THEIR LEAVE LOOKS LIKE.
AND IF IT'S IF IT'S SOMETHING WE WANT TO LOOK INTO, I THINK IT SHOWS OUR COMMITMENT.
I DON'T HAVE NO ISSUES. YEAH, IT IS FOUND A CREATIVE WAY TO SHOW AGAIN THAT YOU VALUE TEACHERS AND YOU'RE THINKING OUTSIDE THE BOX, BEING INNOVATIVE AND CREATIVE AND SOUNDS GREAT.
WOULD YOU NEED A CAP FOR SOMETHING LIKE THIS? SO, IN SOME OF THE POLICIES, I DID SEE A CAP LIKE A 50-DAY CAP OR 100-DAY CAP, OR SOME OF THEM HAD 75-DAY CAP.
SO THAT COULD BE SOMETHING THAT WE THAT WE DISCUSS.
I KNOW WHEN I WAS AT THE OTHER PLACE, WE CHANGED IT IN THE.
AS IT PROGRESSED OVER THE YEARS AND THEN THE LIABILITY THAT IT CAME ON, IT DID CHANGE A LITTLE BIT TO WHERE THEY CHANGED THE CAPS AND LOWERED IT AND STUFF LIKE THAT. IF OUR PLAN WORKS.
PAY MORE AND PEOPLE STAY LONGER.
[00:35:03]
YEAH, BUT THERE'S A SAVINGS THERE ON SUBS.SO, IF YOU'RE NOT HAVING SUBS SHOW UP EVERY DAY.
NUMBER ONE, YOU GOT THE REAL PERSON THAT YOU NEED IN THE CLASSROOM.
AND NUMBER TWO YOU'RE NOT PAYING OUT TO THAT SUB.
I TOTALLY AGREE AND THERE WILL BE SOME.
THERE WILL BE SOME BENEFITS THAT THAT ARE NOT FINANCIAL THAT WE WON'T SEE, YOU KNOW WHAT I MEAN? YEAH. BUT AS FAR AS RETAINING OUR EMPLOYEES AND REWARDING FOR, FOR RETENTION AND, AND LONGEVITY AND. YEAH, IT'S A LUMP SUM AT THE END BECAUSE YOU FURTHER.
OH, WELL, WE'VE BEEN TALK WE'VE BEEN DISCUSSING IT FOR A FEW YEARS AND NOW WE'VE HAD ESPECIALLY THIS YEAR, A LOT OF TEACHERS ASKING ABOUT YOU KNOW, DIFFERENT LEAVE IDEAS IN THE FORUMS THAT'S COME UP.
PAT, YOU KNOW, I'VE HAD PROBABLY A DOZEN TEACHERS THIS YEAR ASKING THIS IS ONE OF THOSE WAYS THAT HAS ONE OF THE IDEAS THAT'S BEEN BROUGHT UP. BUT IT'S JUST SOMETHING THAT WE CONTINUE TO HEAR ABOUT.
YOU KNOW, AND IT'S ON THE SPECTRUM, YOU KNOW, THIS IS THIS IS ONE IDEA WE'VE EVEN HEARD, YOU KNOW, WHERE PEOPLE NEED THE ABILITY TO EARN MORE LEAVE BECAUSE THEY'VE USED THEIR LEAVE.
SO OUR STAFF IS TALKING ABOUT TALKING ABOUT THIS ISSUE IN VARYING DEGREES.
DO WE HAVE LEAP? WE DO, WE DO.
WE HAVE A CATASTROPHIC LEAVE BANK.
AS YOU CAN RAISE IT UP IF YOU DO.
I CAN SEE THIS FOR RETIREMENT.
PEOPLE HAVE GOT TO RESIGN AND GO TO ANOTHER.
AND WE CAN LOOK, I THINK THE THOUGHT, TOO.
SOME OF THE THOUGHT OF THAT IS, YOU KNOW, PEOPLE GO FOR PROMOTIONS YOU KNOW, PEOPLE, YOU KNOW, AS MR. LOCKHART MENTIONED, YOU KNOW, MAYBE THEY'RE GOING TO GO FOR PROMOTION OR JUST, YOU KNOW, THEY'RE MOVING OR SOMETHING.
BUT IF THEY KNOW THAT THE OPPORTUNITY TO GET PAID FOR THAT, YOU KNOW, MAYBE THEY TAKE LESS DAYS WHILE THEY'RE TRANSITIONING THAT TYPE OF STUFF TO WHERE, YOU KNOW, YOU HAVE THE TEACHER IN THE CLASSROOM BEFORE THEY FULLY EXIT THE DISTRICT.
AND THE RESIGNATION RATE VERSUS THE RETIREMENT RATE, AND SOME IN MOST CASES, WAS HALF OR EVEN LESS THAN HALF, SO THAT YOU STILL WOULD GET SOME BENEFIT FOR STAYING WITH THE DISTRICT FOR TEN YEARS AND NOT USING YOUR LEAVE, BUT NOT NEARLY WHAT YOU WOULD GET IF YOU RETIRED WITH THE DISTRICT.
SO, IN YOUR OLD DISTRICT, HOW WOULD YOU BUDGET? JUST KIND OF, OR WE MIGHT NEED AS MUCH MONEY, OR YOU FIGURE HOW MANY PEOPLE ARE GOING TO RETIRE OR HOW.
SO SOMETIMES IT WAS A, SOMETIMES IT WAS A BIG GUESS.
BUT SOMETIMES I KNEW LIKE IF I KNEW WHEN IF WE'RE IF WE'RE WATCHING THAT RETIRE THAT LIST OF EMPLOYEES THAT HAVE BEEN IN THE DISTRICT FOR MORE THAN 30 YEARS, THEN I KNOW THEIR RETIREMENT IS COMING UP.
AND IF I REALLY KNEW THAT THEY HAD TALKED ABOUT IT, I'M GOING TO RETIRE NEXT YEAR IS MY LAST YEAR.
THEN I WOULD KNOW THAT I COULD DEFINITELY BUDGET FOR THEM.
BUT YEAH, WE HAVE OUR WE HAVE OUR OWN DISTRICT TRENDS.
AND ALSO, WE KNOW LIKE OUR TEACHERS, THEY TELL US, YOU KNOW, LIKE NEXT YEAR IS MY LAST YEAR.
WE'RE A SMALL DISTRICT TO WHERE WE'LL HAVE A PRETTY GOOD IDEA OF YOU KNOW, FROM, FROM YEAR TO YEAR.
YEAH. BECAUSE THE TRUTH IS, I MEAN, THIS YEAR WE HAD HOW MANY RETIREES WE HAVE.
SO, WHEN I'M, WHEN I WOULD BE LOOKING AT THE LIST, EVEN AT THE, AT THE OTHER PLACE, I MEAN, I KNEW IF I WAS GOING TO HAVE ABOUT OH, OKAY, WE MIGHT HAVE THIS MANY AND THEN I CAN LOOK AT THEIR LEAVE AND.
IT'S NOT AS BIG OF A GUESS AS YOU MIGHT WOULD THINK, BECAUSE IT DOES END UP NARROWING DOWN.
YOU KNOW, WHEN YOU GET OUT TO THESE 20 AND 30S, HOW MANY YOU REALLY HAVE.
AND HOPEFULLY OVER THE LONG TERM THAT WOULD GROW.
THERE'S A YEAR YOU HAVE A. YOU KNOW PERSON SNEEZES.
STAY. THAT'S WHY YOU DON'T RUN THE DISTRICT TIME.
WE WILL WE'LL BRING MORE DATA AND INFORMATION ON THAT.
AT THE JUNE 3RD BUDGET WORKSHOP.
THE EMPLOYEE COMPENSATION PLAN.
WE TALKED A LOT ABOUT IT LAST TIME.
[00:40:02]
SO, THIS IS JUST A CONTINUATION OF THAT TALK.THE SO WHERE WERE WE TWO YEARS AGO? WE WERE BELOW THE MARKET AND WE HAD THAT.
WE CREATED A NEW STRATEGY FOR OUR TEACHERS THAT ARE VETERANS THAT HAVE MORE EXPERIENCE.
WE CONTINUED ON WITH THAT, WITH THAT GOAL OF OUR VETERAN TEACHERS.
SO, MODEL ONE WE LOOKED AT THIS MODEL LAST TIME.
AND WHAT YOU CAN SEE WHEN YOU LOOK AT THIS IS YOU CAN SEE WHAT THE CURRENT NEW HIRE PAY SCALE IS, WHAT THAT GENERAL PAY INCREASE IS, WHICH IS $1,475 FOR ALL EMPLOYEES.
AND THEN THE ADDITIONAL ADJUSTMENTS THAT WOULD BE GIVEN BASED ON ONCE YOU HIT YOUR FULL FIVE YEARS OF EXPERIENCE AND THEN YOU START GETTING, FOR EVERY YEAR OF EXPERIENCE AT YEAR TEN, $150 MORE, WHICH IS 25 A QUARTER, A QUARTER OF A PERCENT.
AND WHAT I HAVE ADDED FROM LAST TIME IS RIGHT NEXT TO IT.
IT EVEN HAS MORE COLUMNS ACROSS IT.
SO, WHAT THAT IS, IS ON THE VERY LAST COLUMN IN GOAL.
IN BOLD IT SHOWS THE PERCENT INCREASE.
SO, WHEN WE LOOK AT IT, WE CAN SEE THAT THE PERCENT INCREASE INCREASES ALL THE WAY DOWN THE SCALE, WHICH IS REALLY UP THE SCALE FOR MORE EXPERIENCE YOU GET A HIGHER PERCENTAGE INCREASE.
SO THAT IS THE MODEL ONE UP TO 5% GENERAL PAY INCREASE.
AND THIS IS WHAT THE GREEN DOTTED LINE LOOKS LIKE.
THERE IS A LITTLE BIT OF A WORK THAT'S BEING DONE WITH THAT STARTING TEACHER PAY, GETTING OUT A LITTLE BIT CLOSER TO THAT BLUE LINE, REMAINING COMPETITIVE, AND THEN CONTINUING ON WITH OUR GREEN DOTTED LINE.
THE MORE WITH THE MORE EXPERIENCE THAT YOU HAVE.
WE HAVE A MODEL ONE ALTERNATE.
SO WE TALKED A LITTLE BIT ABOUT THIS LAST TIME WITH THE ZERO.
THERE WAS SOME INTEREST IN 0 TO 5 YEARS GETTING TO THE 100%.
SO IF YOU CONTINUE ON IN TAB FIVE AND YOU FLIP TO THE NEXT ONE, WHICH IS THE MODEL ONE, A MODEL ONE, ALTERNATE, ALTERNATE, YOU CAN SEE THAT THERE ARE SOME ADDITIONAL ADJUSTMENTS FOR ZEROS STEPS ZERO THROUGH FIVE WHICH IS CURRENT STEP ZERO THROUGH FIVE NEXT YEAR.
AND WHAT THAT DOES IS IF YOU LOOK ALL THE WAY TO THE RIGHT, IT SHOWS THAT THEY'RE NOW AT 100% OF THE MARKET, AT THOSE AT ZERO STEP AND FIVE STEP.
AND WHEN YOU THEN GO TO THE NEXT PAGE, THE ONE THAT THE FIRST PAGE TAB MAKES, AND THEN I DIVE INTO SO I CAN SEE A PERCENTAGE INCREASE ON EACH, YOU CAN SEE THAT THOSE FIRST YEAR TEACHERS, THEIR PERCENTAGE INCREASE AND THEN IT DROPS DOWN FOR ALL THE AFTER THAT.
SO THAT'S THAT ALTERNATE MODEL.
WITH A STARTING TEACHER PAY OF 54,900.
THIS GIVES THEM A LITTLE BIT MORE.
GRIEVANCES. AS FAR AS HAVING TO WAIT.
WELL, THEY GET A LITTLE. SO WHAT THAT DOES WHENEVER.
SO WHAT? SO HERE'S WHAT IT LOOKS LIKE IN THE IN THE GRAPH FORM.
THE CHART FORM. IS WHERE YOU HAVE LIKE A MORE OF AN INCLINE FOR IT.
THE INCLINE IS CREATED WHENEVER YOU DIFFERENTIATE THE PAY BASED ON VETERAN STATUS.
LIKE THAT. PAY GETS BIGGER THE LONGER YOU'VE BEEN HERE.
THAT GREEN LINE THEN KIND OF FLATTENS OUT WHEN THAT FRONT END OF THE OF THE PAY IS.
IT MAKES IT LESS OF A DRAMATIC SHIFT BETWEEN LIKE A ZERO THROUGH 20.
[00:45:08]
LAST COUPLE OF YEARS TO WHERE YOU KNOW, OUR VETERAN TEACHERS RECEIVED A LARGER RAISE THIS PAGE THAT MISS WEISER CREATED WHERE YOU'LL SEE THE, YOU KNOW, ZERO ONE, TWO, THREE, FOUR, FIVE YEARS NOW, THEY'RE GETTING THE LARGER RAISE AT THIS, YOU KNOW, AT THESE PERCENTAGES, THE OTHER YOU KNOW, SO JUST FROM A KIND OF AN IDEA, THAT'S SOMETHING THAT WE NEED FEEDBACK ON.THE OTHER THING TOO IS THAT TO DO ONE A IS VERY EXPENSIVE.
SO IF, IF YOU LIKE THIS IDEA TO WHERE WE WANT TO GIVE A HIGHER RAISE TO TEACHERS WITH THE LEAST AMOUNT OF EXPERIENCE, WE PROBABLY ALSO ARE GOING TO HAVE TO COME BACK AND GIVE YOU THAT IDEA, BUT WITH A LOWER TOTAL COST TO HELP, YOU KNOW, NOT APPROVE A DEFICIT BUDGET.
BECAUSE CORRECT ME IF I'M WRONG ON BOTH OF THESE MODELS, LIKE IF YOU GO TO YEAR TEN ON MODEL ONE AND THEN ONE A, THEY'RE STILL MAKING THE SAME AMOUNT OF MONEY. YEAR TEN TEACHERS, SO THEY'RE STILL GETTING THE SAME AMOUNT IN EACH MODEL.
IT'S JUST PUTTING MORE MONEY TOWARDS.
1035 SO IT'S NOT TAKING AWAY FROM TEACHERS ON THAT TEN YEAR PLUS, RIGHT.
BECAUSE IT LOOKS LIKE THEY'RE MAKING THE SAME AMOUNT.
IN TERMS OF THAT DOLLAR AMOUNT, WHAT WHAT I'M REFERRING TO ARE THE NARRATIVE IS WHAT A TEN YEAR TEACHER WILL SAY IS THAT BECAUSE THEY'VE TOLD US THIS PERCENTAGE WISE IS HIGHER ON THAT.
NOT DOLLAR WISE, BUT THAT HAS TO COST A WHOLE LOT MORE MONEY.
SO 300,000 DIFFERENT BETWEEN 1 AND 1.
YEAH. AND AGAIN LIKE I KNOW I'VE SAID THIS BEFORE THE I'VE BEEN READING MORE ARTICLES ON WE TALKED ABOUT WHY TEACHERS LEAVE AND NOVICE TEACHERS ARE LEAVING BECAUSE OF REASONS LIKE THEY DON'T FEEL SUPPORTED BY THEIR ADMINISTRATORS.
THAT'S NOT NECESSARILY HERE TO LOCKHART, BECAUSE I THINK THERE'S A LOT OF SUPPORT FOR NOVICE TEACHERS AND THE COACHES AND THE LEVEL OF LEADERS, AND THEIR ISSUE IS A LOT OF THEM STRUGGLE WITH THEY'RE OVERWHELMED WITH THE IDEA.
EVEN CLASSROOM INSTRUCTION IS OVERWHELMING.
I MEAN, DISCIPLINE IS OVERWHELMING.
SO THERE ARE A LOT OF FACTORS.
AND IN THE RESEARCH THAT I READ, NOTHING WAS ABOUT WHAT I'M NOT GETTING PAID.
WELL, WHEN YOU TALK ABOUT VETERAN TEACHERS, THEIR NUMBER ONE REASON FOR LEAVING IS THEY'RE NOT BEING COMPENSATED AND THEY'RE ALREADY AT A POINT IN THEIR CAREER WHERE THEY'RE LOOKING TO GET PAID FOR WHAT THEY'VE BEEN DOING, AND THEY ARE LEAVING TO OTHER DISTRICTS THAT ARE VALUING THEM FOR WHAT THEY'RE DOING.
IN OUR DISTRICT, THOUGH, I THINK WE STARTED WITH THIS IDEA THAT WE REALLY WANTED TO VALIDATE AND KEEP TEACHERS THAT HAVE EXPERTISE THAT HAVE GROWN AND CHOSEN TO BE HERE WITH LOCKHART ISD.
SO AGAIN, I SAY THAT WE SHOULD CONTINUE TO MOVE IN THAT DIRECTION, TO CONTINUE TO SAY THAT WE DO VALUE NOVICE TEACHERS, AND WE WANT THEM TO BE SUPPORTED, AND WE WANT THEM TO LOOK AT THE FACT THAT THEY CHOOSE TO STAY IN LOCKHART BECAUSE THEY'RE GOING TO CONTINUE TO GET COMPENSATED.
I'M CHOOSING TO BE A PROFESSION.
I'M SINGLE. I MEAN, I'M SOMETIMES I GO HOME TO MY PARENTS, BUT IT'S BUT IT'S THE TEACHERS THAT ARE VETERAN TEACHERS THAT HAVE 2 OR 3 JOBS BECAUSE THEY HAVE HOUSES, THEY HAVE CHILDREN, THEY AND THEY WANT TO BE VALUED.
AND THAT'S WHY THEY CHOOSE TO STAY AT LOCKHART ISD.
I THINK. WHAT A COUPLE THINGS.
THOSE ARE GOOD POINTS, DOCTOR SANCHEZ AND A COUPLE THINGS.
THERE WILL BE A POINT AS A DISTRICT VERY SOON WHERE.
BUT THE IDEA WHEN WE STARTED DOING THIS A FEW YEARS AGO WAS TO HOW DO WE HOW DO WE GET OUR AND VALUE OUR, OUR VETERAN TEACHERS SO THAT THERE IS SOME THERE'S THERE'S A GAP THERE AND, AND IT REWARDS OUR LONGEVITY.
SO THAT DAY, THAT DAY IS COMING.
SO I WANT TO BE CLEAR ABOUT THE LONG TERM PLAN OF THIS.
AND THE ANSWER IS NO. YOU KNOW, IF WE HAVE AN OPENING, THEY'RE STAYING IN LOCKHART.
[00:50:09]
DIFFERENT MESSAGE WITH THE BOARD.AND JUST THEN, THEN THAT'S WHAT WE NEED TO TO HEAR.
BUT I, I WOULD ENCOURAGE THE BOARD TO CONSIDER CONTINUING IT FOR ANOTHER FOR ANOTHER YEAR AT LEAST.
RIGHT. BUT AGAIN, THIS IS WHY WE'RE HERE TO LISTEN TO YOUR THOUGHTS.
ANOTHER THING I HEAR IS THAT YOU GUYS ARE DOING A GREAT JOB, ADMINISTRATOR WISE, CAMPUS WISE, TO GIVE THE TEACHERS SUPPORT THAT THEY NEED, THE NOVICE TEACHERS, THE COACHES THAT ARE THERE, THE LEVEL OF LEADERS, THE FACT THAT YOU HAVE IN-HOUSE TRAINING, THAT THEY EVEN GET TO PRESENT, THAT THEY EVEN GET TO SHARE THEIR IDEAS, THAT THEY'RE FOSTERED AND FEEL LIKE THEY'RE BEING INCLUDED IN SHARING THEIR OWN IDEAS.
SO YOU'RE HAVING IN PLACE SO MANY OTHER PLUSES FOR THESE TEACHERS THAT FEEL LIKE LOCKHART IS A PLACE THEY WANT TO BE VERSUS WHAT THEY'RE HEARING FROM OTHER DISTRICTS, THAT THEY'RE NOT BEING SUPPORTED, THAT THEY DON'T KNOW HOW TO MANAGE THEIR KIDS, BUT THAT THEIR COHORTS ARE ABLE TO HELP THEM.
AND THEY CAN ASK PEOPLE FROM CENTRAL OFFICE TO COME AND GIVE THEM DEMONSTRATIONS.
YEAH, I THINK I WOULD AGREE WITH THAT.
DOCTOR SANCHEZ AND, YOU KNOW, FROM OUR RECENT STAFF ENGAGEMENT SURVEY, WE KNOW WHICH CAMPUSES OUR TEACHERS ARE ARE FEELING THE MOST STRESSED, AREN'T GETTING THE SUPPORT THAT WE NEED, AND WE'RE ABLE TO ISOLATE THAT, THAT DATA.
BUT TO THINK OF SYSTEMICALLY IN TERMS OF PAY I DO THINK THAT THERE ARE SOME OPPORTUNITIES TO CONTINUE TO DEMONSTRATE OUR COMMITMENT TO TEACHERS WITH EXPERIENCE.
AND, YOU KNOW, IT'S GOING TO HELP US RECRUIT TEACHERS WITH EXPERIENCE.
THAT'S THAT'S A CONSTANT BATTLE, ESPECIALLY IF SOMEONE IS COMING FROM OUTSIDE OF CENTRAL TEXAS.
THE REALITY IS, YOU KNOW, IF WE IF WE WANT TO RECRUIT SOMEONE FROM HOUSTON OR DALLAS, THEY'RE NOT THEY'RE PROBABLY NOT GOING TO COME BECAUSE THEY'RE ALREADY MAKING SO MUCH MORE. SO THE MORE WE CAN DO TO CLOSE THAT GAP, WHETHER THAT'S INCREASING STIPENDS, INCREASING PAY FOR FOR YEARS OF EXPERIENCE, IT HELPS US TRY TO RECRUIT EXPERIENCED PEOPLE.
WE'LL BE HERE HAVING, HAVING A CONVERSATION.
BUT AT THIS POINT YOU KNOW WHAT? WHAT I HEAR MORE IS MAYBE LIKE A LOCATION.
WELL, YOU KNOW, IT'S IT'S A DRIVE TO GO TO LOCKHART OR TO GO TO ABBS BECAUSE IT'S, YOU KNOW, IT'S IT'S FAR AWAY, THOSE TYPES OF THINGS RATHER THAN, LIKE ALL TYPE OF A COMMENT FOR ZERO YEARS OR THAT TYPE OF THING.
BECAUSE I TAKE THAT LOCKHART LEADING TO HEART.
I WANT TO LEAD IN ALL ASPECTS.
YOU KNOW, YOU AND I HAVE TALKED ABOUT THAT BEFORE.
WELL, I JUST THINK THAT THAT DOES US GOOD.
BUT I UNDERSTAND WHAT YOU'RE SAYING ALSO.
I DO THINK IT'S TO OUR BENEFIT.
AND THAT'S THAT'S A CHALLENGE.
AND AND THANK YOU FOR THAT COMMENT, MR..
GUYTON, BECAUSE THAT'S I AGREE THAT WE WE WANT TO PAY EVERY CATEGORY THE MOST.
AND AND UNFORTUNATELY, YOU KNOW, WE ARE CHARGED THE DISTRICT ADMINISTRATION TO MAKE SOUND RECOMMENDATIONS THAT ARE SUSTAINABLE BECAUSE WE DON'T WANT TO BE LIKE OUR NEIGHBORS WHO ARE WHO HAVE $20 MILLION DEFICITS.
AND, AND THOSE THINGS CATCH UP TO SCHOOL DISTRICTS.
AND WHILE WE WANT TO BE LEADING, WE ALSO WANT TO DO THINGS THAT DON'T PUT US IN A BAD SITUATION IN THE FUTURE THAT WE CANNOT AFFORD AND SUSTAIN, BECAUSE THEN YOU JUST, YOU KNOW IT'S IT'S THEN I DON'T FEEL THAT WE'RE DOING OUR JOBS TO MAKE THE TOUGH DECISIONS THAT HAVE TO BE MADE TO ENSURE THAT WE HAVE SUSTAINABLE, A SUSTAINABLE BUDGET THAT WE CAN AFFORD THIS YEAR AND IN YEARS TO COME.
[00:55:06]
OKAY. SO THAT IS MODEL ONE.AND THE ONE ALTERNATE THAT WE LOOKED AT.
WE LOOKED AT MODEL ONE LAST YEAR LAST MONTH.
AND THEN THE MODEL ONE ALTERNATE IS THE IS NEW TONIGHT MODEL TWO.
WE ALSO LOOKED AT LAST TIME IT WAS IT'S BASICALLY THE SAME.
IT'S JUST ON A LOOK, THE GPI IS $1,200 VERSUS 1475.
IT'S A 2% GPI VERSUS A 2.5% AND IT IS ON THE TAB SIX IN YOUR BINDER WHERE YOU CAN LOOK AT AND SEE WHERE ALL OF THE EVERY BUDDY GETS A $1,200 RAISE.
BUT ALSO EVERY STEP GETS AN ADJUSTMENT TO GET THEM TO A SPECIFIC SPOT ON THE PAY SCALE.
AND AGAIN, THIS JUST REALLY PAINTS A PICTURE OF.
THE NOT THE AMOUNT THAT YOU WILL GET AT $1,200, BUT THE ACTUAL PERCENTAGE OF YOUR SALARY THAT YOU WOULD GET ALL THE WAY, ALL THE WAY DOWN THE SCALE. AND WE LOOKED AT THAT ONE LAST MONTH.
SO WE ALSO AND THIS IS WHAT THIS ONE DOES.
THIS GETS US THE 0 TO 5 START A LITTLE BIT CLOSER TO THAT BLUE LINE.
AND THEN AGAIN THE VETERANS HAVE THAT ALLIGATOR WHERE IT'S OPENING UP THERE AT THE END WHERE THE PERCENTAGE GETS HIGHER WHEN THE HIGHER THE MORE YEARS THAT YOU HAVE. AND THEN WE HAVE OUR ALTERNATE TO THAT ONE AS WELL, WHERE IT'S THE SAME THAT 0 TO 5 YEAR ADJUSTMENTS ON THAT FRONT END.
AND YOU CAN ALSO LOOK AT THOSE PERCENTAGES OF THAT RAISE ALL THE WAY UP TO.
BASICALLY. IN THEORY IN BETWEEN MODEL ONE AND ONE A.
LIKE IT'S STILL GIVING A LITTLE BIT TO THOSE 0 TO 5, BUT NOT NEAR AS MUCH.
I FEEL LIKE IT'S SAFE TO SAY THAT, SORRY I AM.
I'VE BEEN LOOKING AT THESE SO MUCH, THIS A LITTLE BIT, BUT NOT THAT HUGE JUMP.
SO YOU'LL SEE 97, 97 FOR ZERO AND FIVE YEARS.
AND THEN THE TEN 1521 04105107.
AND IF YOU COMPARE THAT TO THE OTHER ONE IT WAS 95 I THINK.
SO YOU'LL SEE THAT BRINGING IT UP JUST A LITTLE BIT A LITTLE BIT.
THE STARTING PAY IS $200 HIGHER.
SO IT'S THE STEP ZEROS AND ONES THAT IT THAT IT REALLY TRIES TO.
AND THEN WHEN YOU HIT THAT TEN YEAR AMOUNT OF THE OF THE SIX YEAR STEP, THEN IT SHOOTS BACK UP.
YEAH. SO AND THAT'S WHAT LIKE I HELD THEM LIKE THAT.
YEAH. THAT'S WHAT THE FIVE AND SIX.
IT KIND OF SEE THAT DIFFERENCE.
PRETTY CLOSE. YES, $200 DIFFERENCE.
I THINK I JUST STARTING PAY, BUT IT STARTS IT OUT.
AND GOING CONTINUING THAT CONVERSATION.
WHEN YOU LOOK AT THEIR ZERO YEAR EXPERIENCE, THEY START AT 61.
BUT YOU KNOW, WHEN THEY GET TO THE 2530, THEY'RE 71.
SO BASICALLY, YOU KNOW, IT'S VERY COMPRESSED.
OURS IS A $20,000 SPREAD, YOU KNOW, SO TO THE POINT OF WE CAN START TO COMPETE WITH THEM IF WE'RE LOOKING FOR A HEAD COACH WITH TEN YEARS EXPERIENCE, BUT FIRST YEAR, WE'RE NOT GOING TO COMPETE, WE'RE NOT GOING TO COMPETE.
BUT IT JUST SHOWS THAT AS PUBLIC SCHOOLS, WE ALL HAVE THE SAME MONEY.
YOU KNOW, GENERALLY SOME DISTRICTS HAVE MORE THAN OTHERS.
BUT GENERALLY WE HAVE, YOU KNOW THE SAME BASIC ALLOTMENT AND IT'S JUST HOW ARE YOU GOING? DO YOU WANT TO HAVE A $10,000 DIFFERENCE BETWEEN YOUR ZERO AND 30 YEAR TEACHER, OR $20,000 OR WHAT HAVE YOU, OR SOMEWHERE IN BETWEEN? AND, YOU KNOW, WE'VE MADE THE CHOICE THE LAST FEW YEARS TO REALLY SPREAD THAT OUT TO, FOR THE LONGEVITY PART.
YOU KNOW, BUT AGAIN, IT'S IT'S JUST A MATTER OF PREFERENCE.
YOU KNOW, OVERALL, WHEN YOU THINK ABOUT IT, IT'S REALLY SAD THAT.
YOU'RE LOOKING AT A 20 YEAR PERSONALLY STILL MAKING.
[01:00:02]
67,000. FOR TEACHING.IT JUST SHOWS AS A STATE WHERE OUR PRIORITIES ARE.
YOU'RE RIGHT. IT'S JUST I MEAN, THAT'S.
IT IS WHEN YOU THINK ABOUT IT.
BUT THAT'S A GOOD WHAT YOU'RE SAYING.
THIS IS HOW WE DISTRIBUTE IT OVERALL.
THE TOO SOON TO ASK WHAT Y'ALL ARE GOING TO.
THERE WE GO. I MEAN, YOU GUYS.
I'M SORRY. WHAT? I MEAN, IT SEEMS LIKE YOU KNOW WHAT YOU'RE GOING TO RECOMMEND.
WE'RE GOING TO KEEP ON SOLVE THE MYSTERY HERE.
THAT'S THE THIRD MEETING OR THE FOURTH OR FIFTH OR SEVENTH.
NO, NO, NO, NO, IT'S THE FIRST.
I LIKE THE FIRST INTO THE BOOK.
I'M SORRY. YEAH. THE FOR THE LAST MEETING WE GAVE YOU ONE AND TWO.
AND THAT'S THE REASON WHY ONE IS ONE AND TWO IS TWO.
YEAH. AND WHY THREE AND FOUR ARE NO LONGER HERE.
SO THAT THAT'S WHAT I WOULD SAY.
THAT'S WHAT I WAS GOING TO SAY IS WE, WE NUMBER THEM BASED ON PRIORITY OF PROPOSAL AND THEN, BUT WE STILL WANT TO SHOW THEM ALL TO YOU TO SEE TO SEE WHAT, WHAT YOUR THOUGHTS ARE ON THEM.
AND ONE AND TWO ARE REALLY CLOSE.
YEAH. THEY'RE THEY'RE PRETTY CLOSE.
SO YOU GOT RID OF A THREE AND FOUR AND GAVE US ONE A AND TWO.A.
YEAH, WE ALL DID. WE HAD THREE, BUT YES, WE SO.
SO THREE. IF YOU WERE A MEMBER WAS THE 25.
IT WAS THE GENERIC. THANK YOU.
IT WAS THE WHERE YOU GIVE EVERY TEACHER $1,200.
YEAH, YOU GOT PAID BACK WHETHER WE WANT IT AND AND WE WE JUST WANTED AN UPDATE FROM THE QUESTIONS LAST TIME, THERE WERE A COUPLE BOARD MEMBERS WHO WANTED TO SEE SOME SPECIFIC THINGS THAT WE INCLUDED.
SO WE INCLUDED SOME ALTERNATES WITH THE CHANGE, BUT THE THE TIME MADE IT WORK.
I'M TRYING TO GET EVERYBODY MONEY.
I REALLY DIDN'T REALLY WANT TO SEE IT.
LIKE FOR A MONTH WE WOULD HAVE HAD A 30 MINUTE MEETING.
EXCEPT FOR THIS. WE COULD HAVE ENDED THIS ALREADY.
BUT MODELED MODEL ONE HAS A BASE RAISE OF 1475, AND MODEL TWO HAS A BASE RAISE OF 1200.
SO THAT WAS THAT'S THE PURPOSE OF I MOVE.
WELL THAT'S, THAT'S WELL THAT'S THAT IS NOT TODAY.
THAT'S NOT TODAY, NEXT MONTH, NEXT MONTH THAT MAKE US COME BACK AGAIN.
THAT'S ONE WEEK FROM TONIGHT, ACTUALLY.
WE'LL WE'LL BRING THE COMPENSATION PLAN BASED ON OUR CONVERSATIONS TONIGHT.
WE'LL BRING THE COMPENSATION PLAN IN ONE WEEK, THE RECOMMENDATION, BASED ON ALL THE TALK YOU'RE GOING TO MAKE, YOU'RE GOING TO RECOMMEND THEN NAMING OF THE SCHOOL NEXT WEEK. YEAH. OKAY.
SO ON TO THE REST OF THE PAY, THE, THE, THE COMPENSATION PLAN.
WE'RE ON THE THE MIN MID MAX PAY SCALE.
THESE PAY SCALES WORK VERY DIFFERENTLY.
SO OUR MIDPOINT IS SOMETHING THAT IF YOU ONCE YOU START WORKING HERE, YOU'RE KIND OF ALWAYS CHASING.
AND I HAVE SOMETIMES I HAVE A HARD TIME EXPLAINING THAT.
BUT WHAT THAT IS IS THE MID MIN THE MIN MID MAX.
SORRY, I'M, I CAN'T SAY IT FASTER.
I'VE MESSED IT UP MULTIPLE TIMES.
THAT PAY SCALE IS REALLY MEANT TO BE FOR A HIRING SCALE.
HOW SHOULD WE HIRE A NEW EMPLOYEE BASED ON THE MARKET AND WHAT WE WANT TO THE GOAL OF THOSE PLANS IS TO MOVE THAT SCALE SO THAT WE CAN REMAIN COMPETITIVE, BUT WE REALLY WANT TO RETAIN.
SO IF WE MOVE THE SCALE 1%, WE WANT TO RETAIN BY GIVING A RAISE OF THE NEW MIDPOINT THAT HAS BEEN MOVED AT A HIGHER PERCENT THAN THE MOVEMENT, SO THAT NEW EMPLOYEES.
SO THAT VETERAN EMPLOYEES HAVE A HIGHER RATE.
LIKE, I'M SORRY, Y'ALL ARE DISTRACTING ME.
WE LOOK AT WHERE THE MIDPOINTS FALL, HOW WE SHOULD MOVE IT.
SOMETHING TO POINT OUT HERE IS THAT THE RED TRIANGLE IS MARKET VALUE.
[01:05:01]
THE BLUE SQUARE IS WHAT WE PAY.THAT CAN SHOW A LOT OF THINGS.
AND I'LL SHOW YOU HOW HOW WE HOW WE HOW WE CAN HOW WE FIX THAT.
THERE'S A WHOLE LOT OF NUMBERS GOING ON HERE, BUT THE 2324 PAY RANGES ARE RIGHT THERE.
SO THAT'S WHAT OUR ALL FOR ALL OF OUR PAY GRADES.
THIS IS WHAT OUR MIN, MID AND MAX IS.
WHAT WE LOOK AT FOR A HIRING STARTING PAY.
AND WHAT THAT DOES IS THIS SHOWS THE PER HOUR RATE THAT EACH OF THOSE PAY GRADES WOULD CHANGE.
SO AS YOU CAN SEE, THE PERCENTAGE IS 1.5% HIGHER FOR THESE MIDDLE ONES.
SO THOSE ARE GOING TO BE THAT'S AN AREA WHERE WE REALLY SAW A BIG GAP THERE.
SO, THE RECOMMENDATION TO HELP CLOSE THAT BETWEEN THAT THAT.
THAT'S WHY THAT'S A LITTLE BIT HIGHER.
AND THESE ARE THE COSTS FOR THAT GROUP FOR.
THIS GROUP OF EMPLOYEES 171,000 FOR A 3% GPA, AND THEN 144,000 FOR A 2.5% GPA.
AND WHAT THE AMOUNTS ARE HOURLY RATES.
SO, PAY GRADE TWO AT 2.5% WOULD GET A 46 CENT PER HOUR GENERAL PAY INCREASE.
BASED ON WHAT YOU WOULD CHOOSE EITHER 3% OR 2.5%.
THE AUXILIARY PLAN WORKS THE EXACT SAME WAY.
SO, THIS IS TASB'S RECOMMENDATION TO MOVE THE SCALE OVER.
MOVING RIGHT ALONG TO THE ADMIN PROFESSIONAL PAY PLAN.
AGAIN, MOVING THE MOVING THOSE MIDPOINTS OVER.
ONCE YOU MOVE THE MIDPOINTS OVER, THEN YOU GIVE THE ONLY DIFFERENCE IN THIS IS THIS IS A DAILY RATE.
BECAUSE THESE RATES ARE DAILY NOT HOURLY.
AND THOSE WOULD BE MOVED OVER FOR A COST OF 226,000 VERSUS A 271,000 FOR 3%. SO THAT'S WHAT THOSE SKILLS LOOK LIKE.
THEY ARE A WHOLE LOT DIFFERENT.
BUT THEY'RE JUST BEING MOVED BASED ON TASB'S RECOMMENDATION.
SO, YOU MOVE THE WHOLE SCALE AND THEN YOU GIVE A RAISE OF THE MIDPOINT FOR THAT NEW SCALE.
BASED ON THE GENERAL PAY INCREASE.
SO HERE IS THE COST MODEL ONE.
MODEL ONE A IS THE DIFFERENCE.
SKIP IT OR PUT AN X BY OR IT DOES HAVE THE ADJUSTMENTS ON THERE.
IT DOES INCREASE TO 1.5 MILLION AND THEN MODEL TWO IS 1.3 MILLION.
AND THEN ONE POINT, ALMOST 1.6 FOR THAT MODEL TWO ALTERNATE.
AND IF THEY WANTED TO DO MODEL ONE, BUT WITH 3% GPI.
I BELIEVE I ADDED IT EARLIER TODAY 70,000.
IT'S JUST ABOUT A $70,000 DIFFERENCE WITH THOSE THREE DIFFERENT PAY SCALES.
WHAT WAS MODEL ONE A? THE COST OF MODEL 1A IS 1.5 MILLION.
THAT WAS MR. GORDON'S IDEA THAT WE NIXED.
THAT WAS NOT ONE I ASKED FOR IN A BOARD BRIEF.
ANYBODY REMEMBER THAT? NO, NO, NO, WE ARE A GOOD DISCUSSION HERE.
TOM SAID HE WOULD COVER THE STATE PAY.
SO OKAY, SO THIS IS THE BUDGET SUMMARY THAT WE LOOKED AT LAST TIME.
[01:10:01]
A COUPLE OF THINGS HAVE HAPPENED SINCE THEN.ONE, TOWARDS THE END OF THAT MEETING, WE TALKED ABOUT THE ESSER STRATEGY OF THE INDIRECT COST.
I DID A BUDGET AMENDMENT ON THAT, AND THAT HAS BEEN APPROVED BY THE TEXAS EDUCATION AGENCY.
AND THEN TWO, WE DID RECEIVE CERTIFIED PRELIMINARY VALUES FROM OUR COUNTY APPRAISAL DISTRICT FOR THE GROWTH IN OUR PROPERTY.
SO, I HAD I WAS ESTIMATING WHAT THAT WHAT THAT VALUE WAS GOING TO BE.
AND NOW WE HAVE A LARGER NUMBER BECAUSE IT WAS A LITTLE BIT HIGHER THAN MY ORIGINAL ESTIMATE.
SO, WE HAVE 8% GROWTH AND OUR PROPERTY VALUES AND GROWING EVERY DAY.
SO THAT WAS THE FIRST BUDGET SUMMARY.
THEN WE CAME BACK AT THE LAST BOARD MEETING AT THE AT THE TOWARDS THE END OF APRIL.
AND THAT TEXAS EDUCATION AGENCY HAD APPROVED THAT INDIRECT COST AMENDMENT ON THE ESSER THREE GRANT.
AND SO, THIS IS WHAT THIS BUDGET SUMMARY LOOKED LIKE.
WE CONTINUED TO DO, TO DO SOME WORK.
AND THIS IS THE BUDGET SUMMARY AS OF TODAY, WITH ALL THE REALLY THE FINAL REVENUE NOW THAT WE HAVE NOW THAT WE HAVE THOSE CERTIFIED VALUES, THOSE CERTIFIED PRELIMINARY VALUES ARE REVENUE AND NO LEGISLATIVE SESSION, OUR REVENUES ARE PRETTY MUCH LOCKED IN.
NOW AS TO WHAT WE'RE GOING TO GO AHEAD AND ESTIMATE WITH THAT ENROLLMENT OF 6845, WHICH WAS THE MODERATE SCENARIO ON THE DEMOGRAPHER'S REPORT.
THE SUB, THE NEW POTENTIAL SUB PLAN.
EVERYTHING THAT WE HAVE IS INCLUDED IN THOSE EXPENDITURE ESTIMATES.
IT INCLUDES ALL THE STAFF THAT HAS BEEN APPROVED.
AND THEN ALL THE STUFF THAT WE TALKED ABOUT THIS EVENING AS WELL.
IS THAT THE END OF THE STAFF REPORT? YES, SIR. FOR AS FAR AS WE PLAN.
YES, SIR. UNLESS, UNLESS WE HAVE 100 MORE STUDENTS SHOW UP, YOU KNOW, LIKE AND THAT AND THAT, THAT'S WHERE I WOULD SAY IS THERE WOULD ONLY BE A CHANGE IF, BECAUSE THIS IS THE ENROLLMENT THAT WE'RE, THAT WE'RE PLANNING REVENUE.
YES. AND THAT'S WHAT WOULD THAT.
YOU'RE EXACTLY RIGHT. SO, WITH 100 MORE STUDENTS IS GOING TO COME MORE REVENUE.
HOW MUCH DID OUR BUDGET. IT WENT UP A 100%.
SO, YOU PROJECTED 93% ATTENDANCE.
WHAT IF WE ONLY GET 90% ATTENDANCE? HOW MUCH IS THAT GOING TO? EVERY PERCENTAGE POINT IS ROUGHLY A MILLION.
YES. HOW'S THE ATTENDANCE LOOKING FOR THIS YEAR? YES, FOR THIS YEAR.
WHAT'S THE PERCENTAGE? IT IS LOOKING.
ABOUT WHAT WE'RE ESTIMATING FOR NEXT YEAR, LIKE IT IS ABOUT THIS.
IT'S ABOUT THE SAME AT SOME AT SOME CAMPUSES.
IT'S THERE'S SOME SIGNIFICANT INCREASES FROM THE 22.
23. ARE WE ON 23? YEAH, FROM THE 23-24 YEAR.
BUT OVERALL, WE HAVE WE HAVE A SLIGHT INCREASE FROM LAST YEAR.
WE'LL SEE HOW THIS WE'VE HAD SOME GOOD ATTENDANCE THE PAST FEW WEEKS.
SO, WE'LL SEE HOW THE YEAR SHAKES OUT AT THE END.
AND IN JUNIOR HIGH, I THINK HAD ALMOST A WHOLE PERCENTAGE SO FAR.
I MEAN, THEY'VE MADE SUBSTANTIAL I THINK PLUM CREEK WAS OVER 96%.
I MEAN, WE'RE SEEING SOME GOOD.
I JUST LEFT THE JUNIOR HIGH AWARDS, SIXTH GRADE AWARDS, ASSEMBLY.
AND I WAS SURPRISED THAT THEY DID.
PERFECT. PERFECT ATTENDANCE FOR ANY STUDENT WHO'D BEEN PRESENT.
[01:15:03]
SO, I THINK THAT I MEAN, THAT'S A I MEAN, I CAN TELL YOU AS A FORMER PRINCIPAL.I MEAN, THAT'S IT IS THERE USED TO BE A LOT MORE THAN ONE AS YOU AS YOU KNOW.
YOU KNOW, BUT WE HAD ONE SIXTH GRADER WHO HAD PERFECT ATTENDANCE.
AND THEY HAVE THIS YEAR YOU KNOW, I THINK RIGHT NOW, YOU KNOW, LOCKHART HIGH SCHOOL IS THE.
OUR LARGEST CAMPUS AND ALSO HAS THE LOWEST ATTENDANCE.
LOCKHART. HIGH SCHOOL. SO, WHAT WAS THAT, HIS REWARD OR HER REWARD FOR? I DON'T RECALL.
I DON'T RECALL WHAT WAS RUNNING OUT OF THE ROOM TO GET BACK TO US.
THE COMMUNITY IS GOING TO DO ALL THIS STUFF TO HIGHLIGHT THAT STUDENT AND ALL THE ONE, AT LEAST ONE.
I DON'T WANT TO THINK THAT PERSON SHOULD BE HIGHLIGHTED, PHOTOGRAPHED, PUT ON FACEBOOK.
THE COMMUNITY NEEDS TO RECOGNIZE THAT STUDENT.
I MEAN, I'M SERIOUS BECAUSE YEAH, DO ALL THESE GREAT THINGS.
SO, THE KIDS SAY, OH, WHY DID HE GET THAT? WELL, BECAUSE HE SHOWS UP EVERY DAY.
THAT'S RIGHT. THEY DON'T DO THE LITTLE FREE PIZZAS ANYMORE.
AND IT'S A CONSTANT I HAVE SEEN OVER THE LAST TEN YEARS THERE'S BEEN A BIG CHANGE, YOU KNOW.
I MEAN, EVEN WHEN I WAS A PRINCIPAL, YOU KNOW, WE WOULD HAVE.
LIKE, THERE'S A LOT OF THAT THAT, YOU KNOW.
YEAH. BECAUSE EVEN, YOU KNOW, IN THE OLDEN DAYS WHEN I WAS A PRINCIPAL PRE-COVID, I MEAN, OLDEN DAYS, I MEAN, WE HAVE WE HAVE ALMOST, YOU KNOW, WE HAVE 456TH GRADERS AND THAT'S.
THAT'S VERY DIFFERENT THAN 4 OR 5 YEARS AGO.
OKAY, MISS. WAS THERE ANYTHING ELSE? SEE. OKAY.
SO, I JUST WANT TO REMIND Y'ALL ABOUT THE TAX RATE FOR NEXT YEAR NOW THAT WE DO HAVE PRE CERTIFIED PRELIMINARY VALUES WERE ABLE TO SEE WHAT OUR POTENTIAL COMPRESSION RATE WILL BE.
WE WILL NOT JUST REAL QUICK JUST BECAUSE MR. WRIGHT ON THE LAST PICTURE, JUST TO BE CLEAR, YOU KNOW, WE'RE WORKING TOWARDS A BALANCED BUDGET, AND YOU'LL SEE THAT THAT THAT MODEL ONE DOES GIVE US THAT. AND THEN THE OTHERS GO INTO THAT.
WE CAN ELIMINATE WHAT SECRET MEANS.
SO, BUT THAT'S WHERE WE WERE REALLY TRYING TO GET TO: A BALANCED BUDGET FOR 24-25.
OKAY. SO, THE PROPOSED SO THE TAX RATE WILL WE'RE GOING TO HAVE AN ANNOUNCEMENT IN THE PAPER OF WHAT OUR TAX RATE IS GOING TO BE. AND WE'LL TALK A LITTLE BIT ABOUT THAT NEXT WEEK TOO.
BUT I JUST WANT TO TALK ABOUT THE NO TAX RATE.
IT IS BEING COMPRESSED BY A QUARTER OF A PENNY.
SO, I LOOKED AT IT SEVERAL TIMES, BUT THE COMPRESSION IS ONLY A QUARTER OF A PENNY.
SO THAT'S WHAT WE'RE LOOKING LIKE.
AND THEN WHAT WE'LL ALSO TALK ABOUT AT THE NEXT WORKSHOP IS THE DEBT SERVICE RATE.
AND HOLDING THAT WITH GETTING PRELIMINARY VALUES.
SO WE'LL TALK ABOUT THAT AND THAT DEBT RATE AT THE AT OUR JUNE 3RD MEETING.
BUT AT THIS TIME, THE ONLY CHANGE IN THE TOTAL TAX RATE IS A DECREASE OF.
LESS THAN A QUARTER OF A PENNY.
SO, THE NEXT STEPS ARE THAT WE WILL REVIEW THAT PUBLIC HEARING DATE AND THE PROPOSED TAX RATE NEXT WEEK AT THE BOARD MEETING WE WILL ALSO ADOPT A PROPOSED TO ADOPT A 2425 EMPLOYEE COMPENSATION PLAN.
AND THEN ON JUNE 3RD, WE HAVE OUR LAST BUDGET WORKSHOP.
AND THEN IN AUGUST, WE WILL DO OUR TAX RATE ADOPTION.
IF WE DON'T HAVE ANY QUESTIONS, CAN WE SKIP THE JUNE 3RD MEETING?
[01:20:02]
I ACTUALLY DON'T KNOW.I'M JUST KIDDING. OKAY, I WAS GOING TO SAY I'M NOT SURE IF WE.
I DON'T KNOW WHAT THE RULES ARE ON THAT, BUT AT THAT MEETING, EVEN IF IT MIGHT BE A SHORT ONE.
OH YEAH. AND WE WANT TO LOOK AT OUR DEBT SERVICE TAX RATE.
SO, WE'LL HAVE A COUPLE OF THINGS THAT WE'LL JUST BE WRAPPING UP THE BUDGET, BUT IT WON'T BE.
WOW. YOU HEARD THAT THEY'RE GETTING LONGER.
[Consider and/or Approve Staffing for the 2024-2025 School Year]
2024-2025 SCHOOL YEAR.SO, YOU HAVE THE, WE TALKED ABOUT THE RTI POSITION AND THE MARIACHI.
AND I HAVE THE LITTLE PAPER SHOWING YOU FOR IT.
AND SO THOSE ARE FOR THE SECONDARY.
DO I HEAR A MOTION. THAT'S WHAT I MOVE THAT THE BOARD APPROVE THE POSITIONS AND STIPENDS AS PRESENTED FOR THE 2024 2025 FISCAL YEAR? I'LL SECOND. WE HAVE A MOTION.
WE HAVE A SECOND. ALL THOSE IN FAVOR SAY AYE.
AYE. ANY OPPOSED? PASSES 7 TO 0.
ITEM 4.B CONSIDER AND OR APPROVE BUDGET AMENDMENTS.
[Consider and/or Approve Budget Amendments]
DO WE HAVE A BUDGET? WHAT? [INAUDIBLE].THEY'RE JUST A COUPLE OF CROSS FUNCTION AMENDMENTS.
BUT AT THIS AT THE END OF THE AT THE END OF THE FISCAL YEAR WHEN WE NEED TO MOVE BETWEEN FUNCTIONS, WE WANTED TO SLIDE IT IN A WEEK BEFORE THE NEXT MEETING SO THAT WE THEY CAN CONTINUE ON AT A COUPLE OF THE CAMPUSES THAT NEED A CROSS FUNCTION.
WE HAVE A MOTION. WE HAVE A SECOND.
AYE. ANY OPPOSED? PASSES 7 TO 0.
WE ARE ADJOURNED.
* This transcript was compiled from uncorrected Closed Captioning.