[Call to Order]
          [00:00:02]
          I CALL THIS MEETING OF THE LOCKHART INDEPENDENT SCHOOL DISTRICT BOARD OF TRUSTEES TO ORDER ON MAY 4TH, 2026 AT 6 O'CLOCK P.M. 
          LET THE RECORD SHOW THAT A QUORUM OF BOARD MEMBERS IS PRESENT, THAT THIS MEETING HAS BEEN DULY CALLED, AND NOTICE THIS MEETING HAS BEEN POSTED IN ACCORDANCE WITH THE TEXAS OPEN MEETING ACT, TEXAS GOVERNMENT CODE CHAPTER 551. 
          LET THE RECORD SHOW THAT TRUSTEE RIOS, PULLIAM, SANCHEZ, WRIGHT, LOCKHART, CHARLES ARE PRESENT. 
          WE'LL MOVE ON TO ITEM TWO, PUBLIC COMMENTS. 
          NOBODY SIGNED UP. 
          WE'LL MOVE ON TO ITEM THREE, COMMUNICATION A, 2026-2027, STAFFING AND BUDGET SESSION. 
          [2026-2027 Staffing and Budget Session]
MS. WEISER? GOOD EVENING, BOARD PRESIDENT, SCHOOL BOARD, AND DR. 
          ESTRADA. 
          THIS EVENING IS THE SECOND BUDGET WORKSHOP FOR THE 26TH. 
          27 SCHOOL YEAR AND SO WE'LL JUST DIVE RIGHT INTO IT WE DO NOT HAVE A LEGISLATIVE SESSION THIS YEAR SO UNLIKE THE MAY MEETING OF LAST YEAR AND WHAT WILL BECOME OF NEXT YEAR THIS SHOULD BE HAVE A LOT LESS VOLUME WITHOUT THEM HAVING A SESSION SO QUICKLY WE'LL GO OVER A SCHOOL FUNDING REFRESHER WE'LL LOOK AT OUR STAFFING REQUEST FOR NEXT YEAR WE'LL TALK ABOUT LION CARE WE'LL TALK ABOUT OUR 26-27 COMPENSATION PLAN FOLLOWED BY OUR BUDGET SUMMARY AND THEN WE'LL LOOK AT OUR TAX RATE AS WELL SO HOW DOES LOCKHART ISD RECEIVE FUNDS TO EDUCATE OUR STUDENTS THE BUCKET THE BUCKET HERE REPRESENTS THE TOTAL COST TO EDUCATE ALL THE STUDENTS ATTENDING LOCKHART ISD I SAY I PUT TOTAL COST IN QUOTES BECAUSE WE DO NOT GET TO CHOOSE THAT BASED ON LOCKHART ISD'S NEEDS. 
          THE STATE SETS THE SIZE OF OUR BUCKET BASED ON THE NUMBER OF STUDENTS THAT WE HAVE, THE NEEDS OF THOSE STUDENTS, AND THE ATTENDANCE OF THOSE STUDENTS. 
          WE ARE ONE OF FIVE STATES THAT STILL HAS ATTENDANCE-BASED FUNDING AND NOT ENROLLMENT-BASED FUNDING. 
          SO WHAT FUNDS FILL UP THE BUCKET? HOW DO WE RECEIVE OUR REVENUE IN ORDER FOR US TO PAY FOR THE EXPENDITURES THAT WE HAVE? THE FIRST WAY IS THROUGH OUR LOCAL TAX COLLECTION. 
          SO THROUGH THE PROPERTY TAX COLLECTION OF BOTH RESIDENTIAL AND COMMERCIAL IN HERE IN LOCKHART ISD, THAT FILLS OUR BUCKET UP FIRST. 
          AND THEN IF THERE NEEDS TO BE ADDITIONAL FUNDING, THEN THE STATE COMES IN AND FILLS UP THE REST OF THE BUCKET. 
          SO THAT'S ESSENTIALLY HOW SCHOOL DISTRICTS ARE FUNDED. 
          HOW CAN OUR BUCKET GET BIGGER? HOW CAN IT CHANGE? AND HOW CAN IT GROW? IT CAN GET BIGGER THROUGH ENROLLMENT GROWTH AND THIS YEAR AT OCTOBER SNAPSHOT WE WERE BIGGER WE HAD WE HAD 43 STUDENTS MORE AT OUR LAST MEETING WE HAD 15 STUDENTS MORE AND THEN AS OF FRIDAY WE HAD 36 STUDENTS SO WE CONTINUE TO SEE A GRADUAL INCREASE EVEN IN THIS LATE IN THE SECOND SEMESTER. 
          A VATRE IS ANOTHER WAY FOR A COMMUNITY TO HAVE A LARGER BUCKET OF FUNDS FOR FOR THEIR PUBLIC EDUCATION. 
          WE DID PASS A VA T-RE OF THREE GOLDEN PENNIES IN NOVEMBER OF 2023 THERE ARE NINE COPPER PENNIES REMAINING AND THEY ARE COPPER BECAUSE THEY DON'T YIELD AS MUCH ON THE STATE SIDE SO GOLDEN PENNIES ARE GOLDEN BECAUSE THE STATE PUTS IN A PORTION AFTER THE COMMUNITY DOES AND THEN COPPER PENNIES ARE COPPER BECAUSE THE YIELD OF THAT STATE PORTION IS MUCH SMALLER FOREVER? ONCE IT IS PASSED IT IS FOREVER UNLESS SOMETHING SHOULD CHANGE IN THE LAW. 
          AND OF COURSE IF WE HAVE INCREASED ATTENDANCE THAT DOES MAKE OUR BUCKET LARGER. 
          WE HAVE HAD A 1.47% INCREASE IN CUMULATIVE ATTENDANCE THROUGH LAST FRIDAY, WHICH IS ABSOLUTELY EXCITING AND OUTSTANDING. 
          AS WE ARE CREATING OUR 26-27 BUDGET, WE ALWAYS WANT TO KEEP OUR THREE DISTRICT GOALS IN MIND. 
          THAT SAYS THE 25-26 BUDGET, BUT THE 26-27 BUDGET WILL ALSO ALIGN WITH OUR THREE DISTRICT GOALS OF CREATING INNOVATIVE OPPORTUNITIES FOR ALL STUDENTS TO PREPARE FOR SUCCESS BEYOND GRADUATION. 
          EVERY CAMPUS SHALL HAVE AN A RATING BY 2028 THROUGH EXEMPLARY TEACHING AND STUDENT-CENTERED LEARNING. 
          AND TO CREATE AN ENVIRONMENT WHERE OUR EMPLOYEES CHOOSE LOCKHART INDEPENDENT SCHOOL DISTRICT. 
          AND THIS IS GOING TO BE A BIG PART OF OUR GOAL OF WHAT WE DISCUSS THIS EVENING AS WE TALK ABOUT OUR BENEFITS PACKAGE. 
          [00:05:01]
OUR 26-27 COMPENSATION PLAN. 
          SO AS WE LOOK AT OUR 26-27 BUDGET, WE'LL START WITH THE REVENUE BECAUSE IN ORDER TO FIGURE OUT HOW MUCH WE'RE ABLE TO SPEND, WE HAVE TO BE ABLE TO PROJECT WHAT OUR BUCKET IS GOING TO LOOK LIKE. 
          SO WE'RE PROJECTING WHAT THE SIZE OF OUR BUCKET IS GOING TO BE FOR 26-27 AND THEN IN SEPTEMBER OF 2027, WE WILL GET THAT FINAL SIZE OF OUR BUCKET ONCE THE WHOLE YEAR HAS HAS ALREADY HAPPENED SO WITH THE REVENUE PROJECTIONS WE LOOK AT OUR ENROLLMENT PROJECTIONS WE LOOK AT WHAT OUR CURRENT ENROLLMENT LOOKS LIKE WE LOOK AT WHAT OUR DEMOGRAPHER PROJECTS AND THEN WE COME UP WITH WHAT WE THINK WOULD BE A WISE PROJECTION FOR FOR THAT FOR THE SCHOOL YEAR COMING UP WE ALSO LOOK AT ATTENDANCE AND DO THE SAME THING WHAT IS OUR AD A LOOKING LIKE WHAT IS OUR DAILY ATTENDANCE LOOKING LIKE SO THAT WE CAN PROJECT WHAT NEXT YEAR NEXT YEAR WILL LOOK LIKE. 
          WE ALSO LOOK AT OUR TAX COLLECTION BECAUSE THIS IS HOW WE'RE TO DETERMINE HOW MUCH OF OUR LOCAL PORTION IS GOING TO BE IN OUR REVENUE VERSUS OUR STATE PORTION. 
          IT ALSO AFFECTS OUR GOLDEN PENNY SINCE WE HAVE THREE ADDITIONAL GOLDEN PENNIES AND THAT GROWS AS AS OUR TAX BASE GROWS. 
          SO WE LOOK AT THOSE BIG THREE THINGS IN ORDER TO CREATE OUR BUDGET. 
          THIS IS GETTING RATHER TIGHT. 
          WE ONLY HAVE A FEW MORE WEEKS TO PUT IN HERE, BUT AS OF LAST FRIDAY, THE GOLDEN LINE ON TOP IS OUR ENROLLMENT FOR THIS YEAR, AND THEN THE GRAY LINE ON THE BOTTOM IS THE ENROLLMENT FOR LAST YEAR. 
          SO AS YOU CAN SEE, WE CONTINUE TO HAVE INCREASED ENROLLMENT FROM LAST YEAR, AND WE EVEN ARE STARTING TO PULL APART. 
          LIKE I SAID AT THE LAST MEETING, I THINK WE HAD 15 MORE STUDENTS THAN WE DID AT THE SAME DAY LAST YEAR, AND NOW WE HAVE 36. 
          SO WE CONTINUE TO KIND OF... 
          PULL APART FROM THAT SO WE LOOK AT OUR ENROLLMENT WE LOOK AT WHAT THE DEMOGRAPHER IS GOING TO PROJECT HE PROJECTED WE HAD 6802 AT SNAPSHOT DATE AND THEN THESE ARE THE THREE PROJECTIONS THE GREEN BEING A LOW PROJECTION THE RED BEING A VERY HIGH PROJECTION AND THEN THAT GREEN THE BLUE IS A MODERATE SO NEXT YEAR WE ARE CURRENTLY AT 66,000 671 6,761 STUDENTS AND SO NEXT YEAR WE'RE GOING TO SHOOT FOR RIGHT IN BETWEEN THE LOW AND THE MODERATE FOR OUR PROJECTION. 
          WE THEN WANT TO LOOK AT ATTENDANCE. 
          AGAIN THIS IS GETTING REALLY SMALL NOW THAT WE HAVE SO MANY WEEKS OF SCHOOL BUT YOU DO HAVE A YOU DO HAVE THE PRINTOUT OF IT IN YOUR IN YOUR BINDER. 
          AS OF LAST FRIDAY WE WERE AT 93.08 PERCENT AND THE SAME FRIDAY A YEAR AGO WE WERE AT 91. 
          61 PERCENT SO YOU CAN JUST REALLY VISUALLY YOU CAN SEE HOW MUCH BETTER OUR ATTENDANCE HAS BEEN AND CONTINUES TO STAY STEADY AT AROUND 93 PERCENT WHEN WE LOOK AT OUR SECONDARY SCHOOLS WE SEE WHERE THEY ARE COMPARED TO LAST YEAR THE GRAY LINES BEING WHERE THEIR CUMULATIVE ATTENDANCE WAS IN THE SAME WEEK AND THE MAROON BARS BEING WHERE THEY ARE RIGHT NOW THE GREEN CIRCLE INDICATES THAT LOCKHART JUNIOR HIGH SCHOOL DID INCREASE IN THEIR CUMULATIVE ATTENDANCE SINCE THE LAST TIME THAT WE ALL MET. 
          SO SINCE APRIL 2ND THEY INCREASED AND THAT IS DEFINITELY SOMETHING TO BE CELEBRATED. 
          AND THIS IS AS OF LAST FRIDAY, MAY 1ST. 
          ELEMENTARY AGAIN GRAY LINES GRAY BARS ARE LAST YEAR MAROON LINES ARE THIS YEAR. 
          AND THEN I'M JUST SO EXCITED TO HIT THE CLICKER AGAIN TO SHOW YOU HOW MANY SCHOOLS INCREASED FROM THE LAST MEETING TO NOW, AND IT'S EVERY SINGLE ONE OF THEM. 
          WOW. 
          YEAH. 
          GOOD JOB. 
          SO JUST REALLY SOMETHING TO CELEBRATE. 
          VERY EXCITING TO SEE THE INCREASE IN THE ATTENDANCE THIS YEAR. 
          AS WE PLAN FOR NEXT YEAR, ASSUMPTIONS ON ATTENDANCE, WHAT ARE WE? WHAT ASSUMPTION ARE WE MAKING FOR ATTENDANCE NEXT YEAR AS PART OF OUR BUDGET? WE ARE ASSUMING A 93% ATTENDANCE, WHICH IS WHERE WE'RE RIGHT AT 93% RIGHT NOW WITH THREE WEEKS LEFT OF SCHOOL. 
          WHEN WE LOOK AT OUR ENROLLMENT PROJECTIONS, IT COULD CHANGE WITH ANY KIND OF CAMPUS-TO-CAMPUS TRANSFERS AT THE ELEMENTARY LEVEL AS FAR AS... 
          WHAT THOSE NUMBERS ARE BETWEEN THE SCHOOLS BUT THE BOTTOM LINE IS THAT WE WILL HAVE 6,900 STUDENT PROJECTION SO THAT'S REALLY WHAT MAKES OUR BUCKET IS 6,900 STUDENTS AT A 93% ATTENDANCE RATE AND THEN BASED ON THE NEEDS OF THOSE STUDENTS THERE'S ALL KINDS 
          [00:10:01]
OF OTHER FORMULAS THAT GO INTO IT BUT BUT FOR OUR BIG PROJECTION, THOSE ARE OUR MAIN AREAS THAT WE FOCUS ON. 
          JUST CURIOUS IF THAT 93% WERE 94%, ROUGHLY HOW MUCH ADDITIONAL REVENUE WOULD THAT BE? AROUND $600,000, 1%. 
          IT'S VERY SIGNIFICANT AND GROWS WITH EVERY STUDENT. 
          YEAH THE PERCENTAGE THE PERCENT GROWS WITH EVERYTHING THAT WE GAIN WHICH WE WILL BECAUSE THERE'S SO MUCH RESIDENTIAL BUILD GOING ON IN CALDWELL COUNTY OKAY WE ALSO LOOK AT OUR LOCAL PROPERTY TAX COLLECTION AND THIS IS IMPORTANT JUST TO KNOW HOW OUR BUCKET IS FILLED UP WHEN I'M PROJECTING THE REVENUE BUT SPECIFICALLY FOR THIS YEAR TOO IT IS UM WE ARE LOOKING AT IT BECAUSE OUR GOLDEN PENNY YIELD SO WE ARE PROJECTED TO HAVE A LESS RISE IN PROPERTY VALUES THIS YEAR THAN WE HAD LAST YEAR SO WE HAD SIX PERCENT GROWTH IN 2025 WE HAD 16 GROWTH IN 2024. 
          SO THERE'S A FEW FACTORS THE HOMESTEAD EXEMPTION IS KIND OF ONE THAT WAS REALLY THE THE DECREASE FROM THE 16 TO THE SIX PERCENT THE THE BIGGEST FACTOR IS THAT... 
          SOME OF THE PROPERTY VALUES HAVE DECREASED. 
          I RECEIVED MINE, I GOT A 6% DECREASE IN MY HOME VALUE. 
          SO WHAT THAT MEANS IS THAT I'M PAYING 6% LESS THREE GOLDEN PENNIES THAN I WAS LAST YEAR. 
          SO THAT DOES AFFECT OUR GENERAL FUND AND WHY PUTTING THIS IN OUR PROJECTION IS SO IMPORTANT SO WE MAKE SURE THAT WE UNDERSTAND EVERYTHING THAT WE'RE GOING TO BE COLLECTING. 
          SO BASICALLY IT'S A YEAR-TO-YEAR BASIS. 
          IT IS, YEP. 
          AND IT WAS REALLY BASED ON GROWTH UM SO WHILE WE DID HAVE GROWTH WHICH IS GOOD WE JUST DIDN'T GROW AT THE SAME RATE SO WHILE SOME AREAS WILL HAVE GROWTH IN NEW RESIDENTIALS NEW RESIDENTIAL BUILD BUT OUR EXISTING PROPERTY LIKE IN MY CASE AND SEVERAL OTHERS THAT I'VE TALKED TO UM WE ALL SAW ABOUT A FIVE SIX OR SEVEN PERCENT DECLINE IN OUR PROPERTY VALUES SOME DIDN'T SOME DIDN'T BUT MOST PEOPLE THAT I'M TALKING TO HAVE SEEN THAT JUST WITH A SLOWDOWN IN THE MARKET. 
          SO ONCE WE PROJECT OUR REVENUE SIDE, WE KNOW OR WE HOPE TO KNOW HOW BIG OUR BUCKET IS GOING TO BE IN A YEAR AND A HALF FROM NOW. 
          WE CAN NOW BUILD THAT EXPENDITURE BUDGET OFF OF THAT, KNOWING WHAT OUR REVENUE PROJECTION IS. 
          SO JUST TO REMIND YOU, THIS IS OUR 25-26 ADOPTED BUDGET, JUST IN A PIE-SHAPED FORM, JUST SO WE CAN SEE THAT... 
          81 OF OUR BUDGET IS OUR STAFF AND THE THE REST OF THE 19 WE HAVE WE HAVE REALLY YOU KNOW SCRIMPED AND SAVED AS MUCH AS WE CAN I KNOW YOU KNOW THESE PAST SEVERAL YEARS TO HAVE A BALANCED BUDGET BUT WHEN WE LOOK AT THAT THE BIGGEST PART OF OUR BUDGET IS OUR STAFF AND SO THAT'S WHAT WE'LL REALLY BE LOOKING AT WHEN WE'RE CREATING OUR BUDGET THIS EVENING SO FOR STAFFING FOR 26-27, WE ARE GROWING AND SO WE NEED TWO ADDITIONAL ELEMENTARY TEACHERS. 
          SO THIS IS A NET GROWTH ACROSS ALL SIX CAMPUSES. 
          SO WHEN WE HAVE FIFTH GRADE MOVE OUT, NEW KINDERGARTNERS COME IN, ALL THE GRADES ROLL UP ACROSS THE SIX CAMPUSES, WE DO HAVE A NET NEED OF TWO ADDITIONAL ELEMENTARY TEACHERS. 
          BUT WHAT THAT NET ALSO DID WAS CREATE A HIGHER NEED FOR BILINGUAL CLASSROOMS AND THEN THERE WAS A NET DECREASE IN IN ENGLISH-SPEAKING CLASSROOMS SO WE HAVE TO HAVE ADDITIONAL BILINGUAL STIPENDS IN ORDER TO ACCOUNT FOR THAT NET GROWTH SO IT'S OVERALL STILL ONLY TWO ADDITIONAL ELEMENTARY TEACHERS ACROSS ALL SIX CAMPUSES BUT THE WAY THAT WILL HAVE LESS GENERAL ED TEACHERS AND MORE BILINGUAL TEACHERS WHAT IS THAT BILINGUAL STIPEND PER TEACHER GOING OUT IT IS $7,500 PLUS BENEFIT. 
          $7,000 NOW? I THINK IT'S $7,500. 
          YEAH. 
          OH, I GOT NERVOUS THERE. 
          IT'S NOT CHANGING. 
          IT'S NOT CHANGING? OH, I THOUGHT YOU ADMITTED IT WAS GOING UP $41,000. 
          NO, THAT'S FOR FIVE ADDITIONAL BECAUSE NOW WE HAVE LESS GENERAL ED TEACHERS AND MORE BILINGUAL AS THE NEEDS KIND OF EVOLVE THROUGHOUT THE CAMPUSES. 
          WE WILL BE ADDING A $1,000 LOCKHART JUNIOR HIGH SCHOOL DANCE TEAM STIPEND, WHICH DOES CURRENTLY NOT HAVE A STIPEND, AND THEY DO HAVE EXTRACURRICULAR EVENTS OUTSIDE. 
          [00:15:02]
OF THE SCHOOL DAY AND THEN TEN THOUSAND DOLLARS OF FINE ARTS STIPENDS TO BE DISTRIBUTED AMONGST THE POSITIONS NOW AND WHENEVER WE BRING THE EMPLOYEE COMPENSATION PLAN I CAN LET YOU KNOW EXACTLY WHERE THAT'S GONNA WHERE THAT WILL BE DISTRIBUTED BUT WE DECIDED TO HAVE A TEN THOUSAND WE HAVE NOT INCREASED FINE ARTS STIPENDS OR THAT FINE ARTS I'VE BEEN SINCE I'VE BEEN HERE SO WE'VE DONE A LITTLE BIT OF ATHLETIC UM STIPEND INCREASE SOME SOME ACADEMIC AND THIS WILL BE WE JUST KIND OF WORK ON A LITTLE BIT A YEAR AND THIS IS THIS ACTUALLY GOES BACK TO UH THREE YEARS AGO WE DID ATHLETICS TWO YEARS AGO UH WE TALKED TO FINE ARTS AND MADE A COMMITMENT THAT WE WERE GOING TO DO OUR BEST AND WE HAVEN'T BEEN ABLE TO UM YOU KNOW YET UM STILL WANT TO TRY TO HONOR IN THAT COMMITMENT TO TRY TO MAKE THAT HAPPEN. 
          IT IS LESS THAN WHAT THE MARKET RATES AND WHAT THEY'RE ASKING FOR IS, BUT IT IS SOMETHING THAT SHOWS SOME GOOD FAITH THAT WE'RE TRYING TO GET CLOSER TO THE MARKET ON THOSE. 
          I AGREE BECAUSE OUR FINE ARTS DEPARTMENT HAS DONE SUCH A GREAT JOB OF GROWING THAT DEPARTMENT AS WELL, SO THAT DESERVES A NAME. 
          WHAT IS THE MARKET PRICE? CLOSER TO $30,000. 
          I ALSO JUST WANT TO SAY ON THE BILINGUAL STIPENDS, THEY'RE $7,000. 
          I APOLOGIZE. 
          I THOUGHT THEY WERE $7,500. 
          I'M SORRY. 
          I ADD ON BENEFITS IN MY HEAD BECAUSE WE PAY ALL THE TRS ON THAT, AND SO I ROUND IT UP IN MY HEAD TO $7,500. 
          BUT, YEAH, THAT'S WHAT WE PAY $7,000. 
          YES. 
          $150,000 FOR TWO TEACHERS, HOW MUCH IS THAT PER TEACHER? $75,000. 
          THAT'S WHAT TEACHERS GET PAID NOW? WHAT'S THE STARTING FEE? SO THERE IS AT LEAST, THERE IS $10,000, OUR AVERAGE TEACHER IS AROUND $63,000, BUT WE PAY TRS, ABOVE STAT MEN, WE COVER ALL THE OTHERS. 
          EXACTLY, WE PAY $5,000 IN HEALTH INSURANCE, ALL THE, I HAVE ALL THE ADDED BENEFITS ON IT. 
          IT JUST MADE ME WANT TO GO BACK AND TEACH. 
          BECAUSE I DIDN'T START ANYWHERE. 
          IT'S WITH 13, AT LEAST 13% OF FRINGE BENEFITS ON TOP OF THAT. 
          AND I HAVE TO PUT THEM ON THERE BECAUSE IF I DON'T, THEN I'LL BE 13% SHORT IN THE, YOU KNOW WHAT I MEAN? BUT VERY GOOD QUESTION. 
          SO. 
          ON THE FEDERAL ON THE WHILE ON THE STATE SIDE WE'RE HAVING THE FUNDING IS DIFFERENT ON THE FEDERAL SIDE WE DO HAVE IN OUR TITLE FUNDS AND OUR AND OUR TITLE ONE FUND OUR TITLE TWO FUND WE DO HAVE THE ABILITY UM TO ADD SOME ITEMS ONE THROUGH GROWTH IN THE FUNDING AND TWO THROUGH CHANGES IN PRIORITIES AND WHAT WHAT WE'RE SPENDING THE FUNDS ON SO THE FIRST IDEA IS TO HAVE A $1,500 HIGH PRIORITY CAMPUS STIPEND AT ABS FOR ALL CERTIFIED TEACHERS. 
          THEY MUST BE BILINGUAL AND THEY MUST BE ESL CERTIFIED. 
          THIS IS TO, THERE HAS BEEN HIGH TURNOVER AT THAT CAMPUS FOR MANY YEARS AND SO THIS IS ONE OF THE INITIATIVES TO HELP WITH THAT. 
          AGAIN GOAL NUMBER THREE ON OUR NAVIGATE TO 28. 
          SOMETHING WE'VE TALKED ABOUT FOR MANY YEARS, YOU KNOW, ACKNOWLEDGING THAT WE MAY NEED TO TRY SOMETHING DIFFERENT. 
          WE HAVEN'T DONE SO TO DATE, BUT WITH THIS IDENTIFICATION OF NEW FEDERAL FUNDS, IT'S AN IDEA THAT WE THINK COULD HELP US WITH THAT RETENTION, KNOWING THAT THE AVERAGE TEACHER AT ABS DRIVES 14 MILES MORE THAN ANY OTHER SCHOOL. 
          YOU KNOW AND IT'S SOMETHING THAT THE TEACHERS THERE HAVE CONTINUED TO ASK FOR AND THEY'RE ASKING AGAIN THIS YEAR IN TITLE ONE WE DO HAVE THE ABILITY TO HAVE AN ADDITIONAL POSITION TO SUPPORT ELEMENTARY TEACHING AND LEARNING AND I SAY ELEMENTARY SPECIFIC BECAUSE TITLE ONE IS ONLY FOR OUR ELEMENTARY SCHOOL AT THIS TIME AND THEN WE ALSO IN OUR TITLE TWO FUNDS HAVE THE ABILITY ALSO TO HAVE A NEW POSITION AGAIN TO SUPPORT TEACHING AND LEARNING DO YOU HAVE AN IDEA WHAT THAT'S GOING TO LOOK LIKE I DO WISH WITH UH DR MILLER'S NEW ROLE FOR NEXT YEAR HE IS WORKING ON WITH THE TEAM CREATING A PLAN FOR THIS AND THEN WE'LL BE ABLE WHENEVER WE BRING THE COMPENSATION BE ABLE TO GIVE YOU MORE INFORMATION ABOUT IT. 
          HOWEVER, STILL WANTED TO LET YOU KNOW TONIGHT THAT IT WAS IN CONVERSATION, IT WAS IN PLAN, AND THAT WE DO HAVE 
          [00:20:02]
THE FUNDS AVAILABLE AND WE ARE TRYING TO PLAN TO HELP THEM TO HELP US REACH OUR GOALS FOR NEXT YEAR. 
          AS WE GET MORE INFORMATION WORKING WITH THE TEAM WE'LL SHARE THAT WITH THE BOARD PRIOR TO THOSE MEETINGS. 
          SO THAT IS ALL FOR STAFFING. 
          I'M GOING TO MOVE ON TO BENEFITS UNLESS YOU HAVE ANY QUESTIONS. 
          SO WHAT I WANT TO POINT OUT WHEN WE TALK ABOUT LIONCARE, WE'RE GOING TO GO THROUGH ALL OF THOSE SLIDES, IS THAT IN TAB 2 I'VE GIVEN YOU JUST LIKE A QUICK RIGHT OUT OF OUR EMPLOYEE BENEFIT MANUAL JUST THE OVERALL EXPENSES FOR OUR EMPLOYEES THAT WE HAVE LIKE IN OUR BENEFIT MANUAL WHAT THE CO-PAYS ARE, WHAT THE PREMIUMS ARE, THAT WAY YOU CAN REFERENCE BACK AS WE'RE GOING THROUGH IT. 
          WHAT I CAN TELL YOU IS THAT WE LOVE LIONCARE. 
          WE CONTINUE TO RECEIVE A LOT OF POSITIVE FEEDBACK ON THE HEALTH CARE THAT OUR EMPLOYEES ARE RECEIVING. 
          LIONCARE CONTINUES TO HAVE MORE COSTS THAN WHAT THE PREMIUMS ARE FUNDING. 
          WE ARE DOING MUCH BETTER THAN WE WERE IN THE 24-25 PLAN YEAR. 
          BUT MEDICAL AND PHARMACEUTICAL COSTS JUST CONTINUE TO RISE CONSTANTLY, NO MATTER WHAT. 
          SO IT'S JUST SOMETHING THAT NOT JUST US. 
          BUT EVERYBODY IS FACING RISING HEALTH CARE COSTS ACROSS THE NATION. 
          SO WHEN WE LOOK AT THE FIRST, WE'RE ON TO SEVEN MONTHS NOW, OF OUR PLAN YEAR, WE'RE DOING A LOT, LOT BETTER. 
          I CAN ZOOM IN. 
          WE DID HAVE ANOTHER SURPLUS AGAIN IN MARCH, WHICH IS GREAT. 
          SO WE'VE MADE A LOT OF STRIDES WITHIN OUR PLAN. 
          WE DO CONTINUE TO RUN A DEFICIT. 
          SO WE'RE SEVEN MONTHS IN OF A 12-MONTH PLAN, AND WE'RE CURRENTLY AT A $400,000 DEFICIT. 
          THAT CAN CHANGE EACH MONTH. 
          YOU CAN SEE HOW WE HAVE SOME MONTHS WITH HIGHER COSTS, AND WE HAVE SOME MONTHS, LIKE LAST MONTH, WHERE WE HAD $25,000 UNDER COST. 
          SO THERE ARE SOME THINGS THAT WE DEFINITELY NEED TO ADJUST IN ORDER TO HELP BALANCE THIS PLAN. 
          BEFORE I GO INTO ALL THE DIFFERENT TYPES OF PLANS THAT ARE IN THE NEIGHBORING DISTRICTS AROUND US, I JUST WANT TO TALK ABOUT THE DIFFERENCE OF LIONCARE. 
          SO WE ALL KNOW ABOUT KPP FREE. 
          WE HAVE ENHANCED BENEFITS AT A ZERO COST TO EMPLOYEES. 
          SO THIS COULD BE, THIS COULD BE ANYWHERE LIKE IMAGES, X-RAYS, ANYTHING THAT SURGERIES ANYTHING THAT WE'RE ABLE TO PLAN AHEAD OF TIME THROUGH KPP FREE CAN BE ZERO COST TO EMPLOYEES NO DEDUCTIBLES OR ANYTHING LIKE THAT AND SO THAT IS SOMETHING THAT NO PLAN CAN OFFER OUTSIDE OF LIONCARE WE ALSO HAVE ZERO COST ENDOCRINOLOGY PROGRAM THROUGH HEY HEALTHY PREVIOUSLY NAMED COMPLETE MEDICINE AND THIS IS A 100% FREE DIABETES PROGRAM AND IT'S ALL OVER ZOOM, SO IT'S ALSO, I USE IT FOR THYROID TREATMENT, ACTUALLY. 
          AND IT'S NICE BECAUSE YOU CAN GO TO THE DOCTOR, BUT NOT REALLY GO TO THE DOCTOR. 
          YOU GET TO DO IT BY ZOOM BECAUSE ENDOCRINOLOGY IS MOSTLY THROUGH LAB WORK, AND SO THAT'S WHY THEY'RE ABLE TO DO IT THAT WAY. 
          SO THIS IS A NICE OFFERING FOR OUR EMPLOYEES, AND WE HAVE RECEIVED A LOT OF POSITIVE FEEDBACK ABOUT HEY HEALTHY. 
          WE DO NOT REQUIRE A PRIMARY CARE PHYSICIAN. 
          SO WE DO NOT REQUIRE YOU TO... 
          SAY WHO YOUR PRIMARY CARE PHYSICIAN IS AT THE BEGINNING NOR DO WE REQUIRE YOU TO HAVE ONE TO GO TO A SPECIALIST SO YOU DO NOT NEED TO GO TO YOUR PRIMARY CARE GET A SPECIALIST REFERRAL YOU CAN GO TO A SPECIALIST WITHOUT A REFERRAL WE ALSO HAVE A PHARMACY BENEFIT MANAGER THAT WORKS FOR BOTH US AND THE MEMBER SO IF THEY'RE FINDING THAT THE MEMBER IS HAS A SPECIFIC TYPE OF DRUG THAT THEY COULD GET CHEAPER FOR THEM AT A DIFFERENT PHARMACY THAT THEY IF THEY WENT A DIFFERENT ROUTE THEY COULD GO THIS WAY THEY REACH OUT TO THE EMPLOYEE AND WALK THEM THROUGH THAT PROCESS TO HELP SAVE THEM UH ANY ANY TYPE OF FUNDS THAT THEY THAT THEY WE ALSO HAVE OUT OF NETWORK COVERAGE WE'RE CASH BASED MODELS SO UM IF THE PHYSICIAN IS OPEN TO IT YOU CAN GO THERE WHICH USUALLY THEY ARE THEY LIKE CASH AND THEY'RE PAID WITHIN A WEEK SO THIS IS REALLY WHAT I WANTED TO OFFER THAT REFERENCE TO WHEN WE ARE, WE REALLY DO A LOT OF RESEARCH FOR ALL OF OUR SURROUNDING DISTRICTS BECAUSE THIS IS SOMETHING THAT WE'RE VERY PASSIONATE ABOUT AND THAT WE REALLY WANT TO MAKE SURE THAT WE'RE IN LINE WITH OUR DISTRICTS. 
          SO THIS. 
          SHOWS OUR CONTRIBUTIONS OUR 
          [00:25:03]
EMPLOYEE CONTRIBUTION EMPLOYER CONTRIBUTION I'M SORRY AND OUR EMPLOYEE CONTRIBUTIONS MONTHLY SO YOU CAN SEE THERE THEY ARE SORTED BY HOW MUCH THE DISTRICT PUTS IN PER MONTH SO WE PUT IN 427 A MONTH THE EMPLOYEES PUT IN 75 ALL OF THE DISTRICTS THAT HAVE READ THEY WENT UP IN THEIR PREMIUMS LAST YEAR AND I PUT UP THE AMOUNT ON THERE SO AS YOU CAN SEE SEVERAL DISTRICTS DID NOT GO UP IN THEIR EMPLOYER PORTION AS DID WE WE DIDN'T EITHER UM JUST BECAUSE IT'S IT'S HARD TO FIND AND AND I'M SURE YOU'VE HEARD ALL OF THE THE OTHER NEWS STORIES OF OUR FRIENDS AROUND US SO THAT'S THAT'S THE STATE OF HEALTH CARE ACROSS OUR OUR REGION BACK UP ONE YES SO THE OFFICIAL CONTRIBUTION... 
          HER EMPLOYEE IS 427. 
          YES. 
          BUT IF YOU FACTOR IN THE DEFICIT WE'VE BEEN RUNNING, WHAT DOES THAT ACTUALLY COME TO FOR AN EMPLOYEE? OH, GOODNESS. 
          LET ME DO LAST YEAR BECAUSE WE HAD A IF WE'RE LOOKING AT WHAT THE DEFICIT WAS, IT'S ABOUT $3,800 STUDENT I'M SORRY REMEMBER BECAUSE WE WERE 2.8 MILLION DOLLARS NOW RIGHT NOW WE'RE AT FOUR HUNDRED THOUSAND SEVEN MONTHS IN SO WE'VE MADE A WE'VE MADE SOME STRIDES THAT WAS HURT YOU'RE DOING PER YEAR RIGHT NOT FOR MONTHS ARE YOU DOING FOR MONTHS I'M DOING PER YEAR YES YOU'RE RIGHT SO THIRTY EIGHT HUNDRED DIVIDED BY TWELVE AND ADD IT TO 427 AND THAT WOULD BE RIGHT SO RIGHT NOW WE'RE AT ABOUT 45 WHICH I JUST WANT YOU TO KNOW THAT I DID NOT PLAN THAT I DID THAT WHEN WE GET TO THE NEXT SLIDE YOU'RE GONNA BE LIKE WOW UH BECAUSE WHEN I DID WHERE WE ARE AT RIGHT NOW WE'RE AT ABOUT 45 A MONTH PER EMPLOYEE SO IF WE WERE TO END AT 400 000. 
          SO WITH THAT BEING SAID THERE'S SO MANY PARTS OF A HEALTH INSURANCE PLAN THAT ARE BROKEN OUT AND WHAT ARE THE COSTS OF THIS AND HOW DOES THIS WORK? WE START WITH THE MONTHLY PREMIUMS AND THEN WE KIND OF GO FROM THERE. 
          AND I TRY TO BREAK IT OUT IN DOABLE WAYS. 
          THIS IS THE PREMIUMS THAT EMPLOYEES PAY. 
          WE'RE AT THE END, AGAIN, JUST TO SHOW THAT KEEP THAT $427 AMOUNT ON THERE. 
          AND THIS IS WHAT SHOWS WHAT THE AVERAGE IS. 
          SO AS YOU CAN SEE, ALL THE WAY ACROSS THE BOARD, OUR AVERAGE IS MUCH, I'M SORRY, OUR PREMIUMS ARE MUCH LOWER THAN THE AVERAGE, WHICH WOULD LEAD TO WHY WE'RE RUNNING A DEFICIT, RIGHT? IT DEFINITELY PLAYS A PART IN IT. 
          SO A COUPLE OF THINGS I WANT TO POINT OUT HERE IS WHEN WE'RE CREATING THIS PLAN, BECAUSE WE'RE IN CONTROL OF IT, WE'RE LOOKING AT 2526 RATES TO PLAN FOR 2627 SO BECAUSE THAT'S THAT'S THE DATA THAT WE HAVE WHAT WE DON'T HAVE IS WHAT THEY'RE DOING RIGHT NOW IS THIS OH YEAH SO RIGHT HERE THESE ARE THE EMPLOYER CONTRIBUTIONS THAT ARE PAID THESE ARE THE MONTHLY PREMIUMS THAT EMPLOYEES PAY AND THEN AS WE LOOK, THERE'S EMPLOYEE PLUS SPOUSE, EMPLOYEE PLUS CHILDREN, BUT WE REALLY WANT TO, RIGHT NOW WE'LL LOOK AT EMPLOYEE ONLY FOR OUR CONVERSATION. 
          BUT WHAT ISN'T OUT THERE IS WHAT OUR DISTRICT'S GOING TO DO NEXT YEAR. 
          AND THE DIFFERENCE IS THAT THEY'RE NOT IN CONTROL. 
          THEY'RE NOT ABLE TO, LIKE, TALK ABOUT IT OR ANYTHING. 
          WE DID WATCH THE TRS BOARD MEETING ON FRIDAY, AND IT LOOKS LIKE THEY'RE GOING TO BE GOING UP ABOUT 10%. 
          SO IF THEIR MONTHLY PREMIUM IS $500 AND THEY'RE GOING UP 10%, THEN THEY'RE GOING TO GO UP $50 A MONTH. 
          IF THE SCHOOL DISTRICTS ARE NOT ABLE TO AFFORD $50 MORE A MONTH PER EMPLOYEE, THEN THE EMPLOYEES ARE GOING TO SEE THAT AT $50 A MONTH. 
          SO I JUST WANT TO KEEP THAT. 
          MOST PEOPLE ARE ON TRS. 
          SO I JUST WANT TO KEEP THAT IN MIND AS WE KIND OF MOVE ALONG, THAT THAT IS SOMETHING THAT WE LEARNED ON FRIDAY. 
          NOTHING SET IN STONE, BUT THAT'S DEFINITELY WHAT THEY'RE PLANNING. 
          AND UM UH FOUR WHAT THEY HAVE SAID ON FRIDAY SO WHAT ARE THE MONTHLY PREMIUM OPTIONS 
          [00:30:03]
AVERAGE EMPLOYER CONTRIBUTION IS $473,000. 
          SO IF WE WERE TO CONTRIBUTE THAT, IT WOULD COST ABOUT $383,000, AND IT WOULD ADD $46 PER MONTH FOR EMPLOYEE PREMIUMS. SO LAST YEAR, WHEN WE WENT TO $427,000, IT WAS BECAUSE WE WENT UP TO THE AVERAGE THAT YEAR, TWO YEARS AGO. 
          LAST YEAR, WE WEREN'T ABLE TO DO THAT, AND SO THEN THIS YEAR, IF WE WERE TO GO UP TO THE AVERAGE, IT WOULD BE $46 MORE PER MONTH. 
          THE AVERAGE EMPLOYEE CONTRIBUTION FOR EMPLOYEE ONLY PLANS IS $84. 
          WE'RE AT $75. 
          SO THIS, IF THEY WERE TO, IF EMPLOYEES WERE TO CONTRIBUTE $5 MORE PER MONTH, IT WOULD BE $80 PER MONTH AND SO FORTH, AND THIS IS HOW MUCH IT WOULD SAVE THE PLAN IF WE WERE TO CHANGE THAT. 
          AGAIN, THE AVERAGE RIGHT NOW, 25-26 RATES, IS $84. 
          SO THESE ARE THE PROPOSED PREMIUM OPTIONS TO GET THEM TO THE 25-26 MARKET. 
          RIGHT NOW, OUR EMPLOYEE PREMIUM AMOUNTS ARE $75 FOR EMPLOYEE ONLY, AND THEN AS YOU ADD ON SPOUSE AND OTHER DEPENDENTS, THESE ARE THE DIFFERENT TYPE OF MONTHLY PREMIUM. 
          SO IN 26-27, THIS IS THE PROPOSED. 
          MONTHLY PREMIUMS, $85, $9.50 IF YOU HAVE A SPOUSE, $500 IF YOU HAVE PLUS YOUR CHILDREN, AND $1,300 IF YOU HAVE A FAMILY. 
          SO WHAT DOES THAT MEAN ON A MONTHLY LEVEL? IT'S $10 A MONTH FOR MOST EMPLOYEES ON THE PLAN, 519, 519 EMPLOYEES. 
          AND THEN IT GOES ON FROM THERE. 
          IF YOU HAVE ADDITIONAL FAMILY MEMBERS ON YOUR PLAN TO GET US TO THE MARKET. 
          THOSE AREAS BECAUSE THOSE THREE AREAS ARE THE ONES THAT WERE MOST MOST BEHIND ON THEN WE GO AND WE LOOK AT OUR CO-PAYS WE'RE PRETTY IN LINE WITH OUR CO-PAY ON ON AVERAGE WE'RE BEHIND ON THE SPECIALIST CO-PAY WE RAN A REPORT IT MIGHT IF WE WERE TO CHANGE IT IT MIGHT HELP THE PLAN TO THE TUNE OF LIKE SEVEN EIGHT THOUSAND SO CHANGING IT MAY NOT BE AN AREA THAT WILL GET US MUCH MOVEMENT AND THEN IT WOULD ALSO BE A BARRIER TO SPECIALISTS JUST INCREASING THAT AND INCREASING THAT COPAY AND THEN LET ME JUST POINT OFF RIGHT AWAY IF WE WERE ON TRS IT'D BE $70 TO GO TO A SPECIALIST AND WE'RE 50 SO WE DO WANT TO KEEP SOME AREAS OF A PLAN THAT ARE THAT ARE HELPFUL TO THE EMPLOYEES WHEN WE LOOK AT DEDUCTIBLES AND OUT-OF-POCKET MAX AGAIN WE ARE WELL BELOW THE AVERAGE ON ALL OF THESE AREAS. 
          SO I HAVE THAT REFERENCE FOR YOU SO YOU CAN GO BACK AND LOOK AT ALL THESE BECAUSE EACH THING IS KIND OF BROKE OUT. 
          AGAIN, WE DO A LOT OF RESEARCH BECAUSE WE REALLY WANT TO MAKE SURE THAT OUR PLAN IS WORKING AND THAT WE'RE IN LINE. 
          WHEN WE'RE AT SEVEN MONTHS IN AND ABOUT $400,000 DEFICIT AND WE LOOK AT WHERE WE FALL, WELL, WE CAN SEE WHY BECAUSE THE COSTS AREN'T THERE. 
          SO POSSIBLE CHANGES TO OUR DEDUCTIBLE AND OUT-OF-POCKET MAX, IF WE WERE TO MATCH THE 2526 TRS RATE AT $1,200, SO JUST GOING UP $200, WE'D HAVE A PLAN SAVINGS OF $34,000. 
          AND THEN YOU CAN JUST KIND OF SEE FROM THERE THE DIFFERENCE IN THE DEDUCTIBLE CHANGE AND WHAT THAT COULD DO TO THE PLAN. 
          AND THESE ARE THE TRS. 
          THIS IS JUST ON THE SAME SCREEN FROM BEFORE. 
          THIS IS JUST A REMINDER AS YOU'RE LOOKING AT THAT CHART AT THE TOP. 
          THIS IS JUST A REMINDER SO YOU CAN SEE THAT TRS IS $1,200. 
          THEIR OUT-OF-POCKET MAX IS $6,900. 
          THE AVERAGE DEDUCTIBLE IS $2,050 AND SO ON. 
          THAT WAY YOU CAN KIND OF SEE WHERE WE FALL. 
          THERE'S OBVIOUSLY ROOM FOR CHANGE. 
          SO TRS IS BELOW THE AVERAGE. 
          YES, AND THAT'S BECAUSE THERE'S A COUPLE OUT THERE THAT HAVE SOME REALLY, REALLY HIGH ONES. 
          MOST OF THEM ARE $1,200, BUT YEAH. 
          AND SO EVEN THOUGH IT WAS A BIG GAMBLE WHEN WE LEFT TRS, IT SEEMS IT NOT ONLY PAID OFF FOR US, BUT IT REQUIRED TRS TO BECOME A LITTLE COMPETITIVE INSTEAD OF HAVING A MONOPOLY. 
          YEAH, IN SOME WAYS THEIR DEDUCTIBLE REMAINS AT $1,200. 
          WHICH IS A LITTLE BIT SHOCKING, BUT THEIR PREMIUMS ARE JUST, THEY MAKE IT UP IN OTHER WAYS. 
          [00:35:01]
WELL, I WAS ON THAT FOR MANY YEARS, AND IT SEEMED LIKE... 
          EVERY YEAR IT WENT UP AND UP AND UP WITH LESS BENEFITS AND SO EVEN IF WE'RE A LITTLE OFF STILL, I STILL THINK WE'RE WAY BETTER OFF THAN WE WERE. 
          YES, AND I SPEAK TO EMPLOYEES THAT SPECIFICALLY REMEMBER BEING ON TRS AND THEY'RE LIKE, PLEASE DON'T MAKE US GO BACK THERE. 
          BUT THE TRUTH IS NOW WE'VE BEEN HERE FOR FOUR YEARS AND WE HAVE A LOT OF EMPLOYEES THAT PROBABLY DON'T EVEN KNOW WHAT TRS IS. 
          HAVE WE LOOKED AT, AND I KNOW THIS WOULD TAKE MORE LIKE INTERNAL PLANNING, BUT GIVING OPTIONS ON DEDUCTIBLES? LIKE IF WE'RE GOING TO GO TO $85 A MONTH FOR EMPLOYEE CONTRIBUTION WITH A $1,200 DEDUCTIBLE, HAVE WE LOOKED AT MAYBE SAYING, OR YOU COULD DO A $2,500 DEDUCTIBLE AND ONLY PAY $70 A MONTH? I KNOW IT'S GOING TO TAKE MORE PLAN COST. 
          AS ADMINISTRATION TO DO THAT BUT JUST GIVING THEM OPTIONS OF IT WE DID LOOK INTO THAT A LITTLE BIT AND AS FAR AS LIKE A RISK LEVEL IT WASN'T DIDN'T REALLY MAKE A DIFFERENCE OKAY YEAH OKAY SO WE TALKED ABOUT POTENTIAL CHANGES IN OUT-OF-POCKET MAC SO GO BACK ONE SLIDE I THINK THAT THAT KIND OF SHOWS LIKE THE DIFFERENCES YOU KNOW IT DOES YOU WERE LIKE WE'RE NOT GOING TO HAVE HUGE IMPROVEMENTS ON THE PLAN HERE BUT IT IS SOMETHING YOU KNOW BUT IT'S NOT GOING TO NECESSARILY SAVE THE PLAN YEAH AND THAT'S WHY A LITTLE BIT HERE AND A LITTLE BIT THERE AND I KIND OF HAVE A SUMMARY AT THE END COULD MAYBE GET US TO OUR GOAL AND WHERE WE'RE AT AGAIN WE'RE WE'RE LOOKING AT IT AGAINST 25 26. 
          I ALREADY KNOW THAT TRS IS GOING TO GO UP 10 ON THEIR MONTHLY PREMIUMS I DON'T KNOW WHAT THEY'RE GOING TO DO TO THE REST OF THE THE PLAN COST UM BUT I KNOW THAT THEIR SPECIALIST COPAY IS $70, YOU KNOW, SO IT'S HARD TO. 
          I THINK THAT'S A GOOD POINT AS WELL, THAT, YOU KNOW, WE'RE STILL GOING TO HAVE REALLY GOOD RATES COMPARED TO THIS YEAR, KNOWING THAT EVERYTHING IS GOING UP FOR OTHERS NEXT YEAR, SO IT WILL MAKE US EVEN, YOU KNOW, OUR RATES EVEN BETTER. 
          THESE ARE, PHARMACY JUST GETS KIND OF CRAZY, AND THAT'S ANOTHER REASON WHY I WANTED TO PUT THE. 
          SUMMARY FOR YOU ON YOUR SECOND TAB IS THAT IF YOU GO TO HEB, THAT'S OUR PREFERRED PHARMACY. 
          AND IF YOU'RE GETTING A GENERIC BRAND, IT'S A $0 COPAY. 
          BRAND IS $30, AND THEN A NON-PREFERRED BRAND IS $45. 
          IF YOU GO OUTSIDE, IF YOU GO TO WALMART, THE GENERIC IS $10, AND THEN IT KIND OF GOES UP FROM THERE. 
          WALMART OR ANY OTHER PHARMACY. 
          BUT HEB IS OUR PREFERRED PHARMACY AND A LOT OF OUR EMPLOYEES ARE USING IT UM BECAUSE OF THE PREFERRED COST OF ZERO DOLLARS CURRENTLY UM BUT AS YOU CAN SEE THAT ISN'T THE WE'RE NOT IN THE MARKET MOST EVERYBODY HAS A UM 15 COPAY FOR GENERIC SO THIS IS SOMETHING THAT WE HAVEN'T CHANGED OVER THE YEARS WE'VE KIND OF WORKED ON OUR CO-PAYS, WE WORKED ON OUR PREMIUMS, AND THIS PHARMACEUTICAL IS AN AREA WE HAVEN'T REALLY WORKED ON. 
          IT IS OUR HIGHEST COST AREA, MORE THAN MEDICAL. 
          PHARMACY IS EXTREMELY EXPENSIVE, AND IT IS SOMETHING THAT WE USE, WE UTILIZE IT. 
          SO IT IS AN AREA THAT WE'RE LOOKING AT. 
          I HAD A QUESTION. 
          YES, SIR. 
          ON THIS POSSIBLE, POSSIBILITIES HERE, THE SCENARIOS. 
          YES. 
          I KNOW YOU HAVEN'T GOT INTO IT YET. 
          I'VE PULLED IT UP. 
          YEAH. 
          IF YOU'RE READY. 
          I'M READY. 
          YEAH, LET'S GO FOR IT. 
          SURE. 
          IS THERE A WAY TO JUST RAISE THE GENERIC AND THE BRAND AND PREFERRED BRAND THE SAME? I THINK FOR ECONOMIC PURPOSES, IF WE DON'T GO UP WITH THEM ALL, THEN THEY WON'T. 
          WHAT AM I TRYING TO SAY? THAT WILL... 
          I'M JUST SAYING MAYBE WE CAN WEIGHT THE GENERIC A LITTLE BIT MORE THAN THE OTHERS. 
          SO MAYBE THE GENERIC IS 10 AND THEN THE OTHERS WOULD STAY THE SAME. 
          AND THAT IS, WE COULD LOOK AT THAT. 
          I JUST DON'T KNOW IF THAT WILL CREATE SOMETHING FOR THE PLAN THAT MIGHT CAUSE BRANDS TO BECOME MORE POPULAR. 
          IF THEY DON'T GROW TOGETHER, THEN THE... 
          I UNDERSTAND WHAT YOU'RE SAYING. 
          YEAH, BUT ALSO I UNDERSTAND AND APPRECIATE WHAT YOU'RE SAYING TOO. 
          [00:40:01]
IT'S SOMETHING THAT WE COULD DEFINITELY LOOK AT AND TALK ABOUT. 
          I JUST DON'T KNOW. 
          I WILL ALSO SAY THAT THE GENERIC IS THE MOST, I MEAN, THAT'S WHERE WE'RE AT. 
          WE DO HAVE EMPLOYEES THAT USE BRAND AND NON-PREFERRED BRAND AND SPECIALTY ALSO, WHICH ISN'T EVEN ON HERE. 
          BECAUSE, LIKE, IT JUST GOES INTO, THERE'S A LOT OF WEED, RIGHT, IN PHARMACY. 
          BUT JUST IN THE HIGH-LEVEL SIDE OF IT, WE HAVE MOST OF OUR EMPLOYEES GO TO HEB, AND MOST OF OUR PRESCRIPTIONS ARE GENERIC. 
          AND IF WE WERE TO GO, LET ME ALSO BACK UP. 
          IF WE WERE TO GO AND... 
          TO A $10 COPAY OR A $15 COPAY ON THE GENERIC, IF IT ONLY COSTS $5, YOU ONLY GET CHARGED $5. 
          SO EVEN THOUGH OUR COPAY IS $15, IT MAY NOT, A GENERIC BRAND, IT MAY NOT COST $15. 
          IF IT COSTS $5, YOU ONLY GET CHARGED $5. 
          YOU DON'T HAVE TO PAY $15. 
          SO THAT'S KIND OF, THAT COULD BE WHY A LOT, WHICH WE HAVE A LOT OF DRUGS THAT THAT WOULD, I SHOULDN'T SAY THAT. 
          WE HAVE A LOT OF MEDICATIONS. 
          SORRY. 
          WE HAVE A LOT OF MEDICATIONS THAT WOULD FALL IN THAT CATEGORY THAT IF WE HAD A $15 COPAY, THEY WOULD NOT BE PAYING $15. 
          THEY'D BE PAYING $8 OR SOMETHING LIKE THAT. 
          AND I DID TRIPLE VERIFY THAT WITH OUR PHARMACY BENEFIT MANAGERS JUST TO MAKE SURE. 
          AGAIN, AN AREA THAT WE JUST HAVEN'T MADE A LOT OF CHANGES OR ANY CHANGES TO SINCE WE STARTED THE PLAN. 
          ON THE NON-PREFERRED PHARMACY, THIS, SO THIS IS OUR NON-PREFERRED PHARMACY. 
          IF YOU GO TO WALMART, IT'S $10, BRAND IS $50. 
          SO YOU CAN SEE THE DIFFERENCE BETWEEN GOING TO HEB VERSUS GOING TO WALMART. 
          I'VE HAD TO GO TO WALMART BEFORE BECAUSE THEY WERE HEB WITHOUT, YOU KNOW, SO YOU MIGHT HAVE TO GO SOMETIMES. 
          IT'S JUST THE WAY THAT IT IS. 
          BUT AS YOU CAN SEE, EVEN IF IT ENDS SCENARIO THREE, GOING TO WALMART, AND INCREASING THERE, IT'S ONLY A $21,000 DIFFERENCE TO THE PLAN VERSUS A $95,000 DIFFERENCE TO THE PLAN ON THE TOP, WHICH SHOWS THAT MOST EMPLOYEES ARE GOING TO HEV. 
          THEY ARE UTILIZING THE PREFERRED PHARMACY OPTION. 
          SO WITH THAT BEING SAID, POSSIBLE PLAN CHANGES THAT WE TALKED ABOUT ARE EMPLOYER CONTRIBUTION GOING TO THE 25-26 DISTRICT AVERAGE. 
          COSTING ABOUT 382 000 EMPLOYEE PREMIUMS GOING TO THAT UM AVERAGE OF THE 25 26 RATES CHANGES IN DEDUCTIBLES TO 1500 FOR INDIVIDUAL AND THEN CHANGES IN THE AUTOMATIC OUT-OF-POCKET MAX TO 6900 IF WE DO SCENARIO THREE ON PHARMACY COPAY CHANGES I'M NOT SURE HOW THAT GOES. 
          IT'S AROUND 117,000. 
          I THINK THAT'S WHAT THAT SAYS. 
          AND SO THAT WOULD BRING US TO POSSIBLE CHANGES OF 109,000. 
          NOW, 809,000, ALL OF THIS DOESN'T WE DON'T KNOW WHAT'S GOING TO HAPPEN AS FAR AS THE HEALTH OF THE EMPLOYEES, RIGHT? THESE ARE JUST THINGS BASED ON THE PAST 12 MONTHS. 
          I BELIEVE WE DID, LIKE, APRIL TO MARCH. 
          YOU WOULD AND THE THE WHAT HAD HAPPENED WITH OUR EMPLOYEES WHAT WE COULD POSSIBLY SAVE THE GOAL IS 800 BECAUSE IN MY MIND IF WE'RE A FOUR HUNDRED THOUSAND DOLLAR DEFICIT RIGHT NOW WE NEED TO MAKE UP 800 I LOOKED LAST MONTH THERE WAS A QUESTION ABOUT JUNE AND JULY BECAUSE WE'RE NOT IN SCHOOL AND OUR PROCEDURES BEING DONE AND THINGS LIKE THIS AND THOSE ARE JULY ESPECIALLY WAS OUR HIGHEST MONTH LAST YEAR UM SO JUST AS WE'RE PLANNING AHEAD WITH THE FIVE MONTHS LEFT THAT WE HAVE IN THE PLAN THAT IS SOMETHING THAT'S A GOOD IDEA THE HIGHEST PAID MONTH LAST YEAR SO UH NOVEMBER AND FEBRUARY WERE GREAT MONTHS AS FAR AS SURPLUS AND DEFICIT AND I WAS THINKING ABOUT NOVEMBER'S FEBRUARY IS RIGHT BEFORE SPRING. 
          I GUESS I COULD, I THOUGHT MAYBE THERE WAS SOME MAGICAL THING THAT HAPPENED. 
          IT IS KIND OF INTERESTING WHEN YOU COMPARE LIKE THE 24-25 PLAN YEAR AGAINST THE 25-26. 
          THERE IS DEFINITELY THE SAME TYPE OF USE. 
          AT LEAST WE KNOW THEY'RE PLANNING. 
          I'M SORRY? AT LEAST WE KNOW THEY'RE PLANNING, RIGHT? YES. 
          OUR KPP FREE USAGE IS, THEY'RE USING IT. 
          [00:45:01]
I MEAN, IT SAVES THEM A LOT OF MONEY, YOU KNOW? THEY'RE DEFINITELY USING IT, SO THAT'S GREAT. 
          OKAY, WE'VE TALKED ALL ABOUT LIONCARE. 
          WE LOVE LIONCARE, BUT WHAT ARE OUR OPTIONS OUTSIDE OF LIONCARE? LOCKHART ISD LEFT TRS IN DECEMBER OF 2021. 
          I CAN'T BELIEVE THAT. 
          IT DOES NOT FEEL LIKE IT WAS THAT LONG AGO, BUT IT WAS. 
          IT WAS EFFECTIVE FOR THE 22-23 PLAN YEAR. 
          THE DISTRICT THAT LEAVES TRS IS WHAT I CALL TRS TIMEOUT. 
          IT IS FOR FIVE YEARS. 
          THEY DO NOT ALLOW YOU TO COME BACK. 
          THEY DID SAY IN THEIR PRESENTATION ON FRIDAY THAT THEY ARE BRINGING 14 DISTRICTS BACK AND THEY ARE CHARGING THEM A 40% PREMIUM FOR RETURNING. 
          AN UPCHARGE OF 40% FOR RETURNING. 
          THAT I DON'T KNOW. 
          I DON'T KNOW IF IT'S GOING TO BE FOR THE FIRST YEAR. 
          I ACTUALLY AM NOT SURE BUT YEAH. 
          AND THEY STILL WANTED TO COME BACK AFTER THAT? WELL, I'M ABOUT TO SHOW YOU WHY. 
          I'M ABOUT TO SHOW YOU WHY, YEAH. 
          SO, LOCKHART ISD COULD RETURN TO TRS. 
          THE FIRST YEAR THAT WE COULD RETURN TO TRS WOULD BE IN 27-28. 
          IF WE DECIDED TO DO THIS, WE WOULD HAVE TO PROVIDE TRS NOTICE BY DECEMBER OF 2026. 
          WHICH WOULD ONLY BE TWO OR THREE MONTHS INTO THE NEW PLAN OF LIONCARE THAT WE'RE CREATING RIGHT NOW. 
          THE OTHER OPTION IS THAT WE BECOME FULLY INSURED WITH ANOTHER MAJOR HEALTH INSURANCE CARRIER. 
          WE HAD ONE BID. 
          UNITEDHEALTHCARE DID NOT BID. 
          ONLY BLUE CROSS BLUE SHIELD OF TEXAS DID. 
          SO I'M GOING TO SHOW YOU THE RESULT OF THAT BID. 
          AS A REMINDER BEFORE I SHOW YOU THE RESULT OF THIS. 
          THE PROPOSED MONTHLY PREMIUMS FOR EMPLOYEES ARE $85, $950, $500, AND $1,300 BASED ON YOUR DEPENDENTS. 
          BUT LET'S JUST REALLY REMEMBER THE EMPLOYEE ONLY AT $85. 
          WHEN WE LOOK AT BLUECLAR SPOOSHIELD, THEY DID COME BACK WITH A POTENTIAL HMO PLAN, A POTENTIAL PPO PLAN, SO THAT WE COULD OFFER TO OUR EMPLOYEES. 
          THOSE AT OUR PREMIUMS FOR EMPLOYEE ONLY WOULD BE EITHER 182 DOLLARS A MONTH OR 301 DOLLARS A MONTH. 
          SO THEY DID MEET US ON OUR MOST OF OUR CO-PAYS AND THINGS LIKE THAT THEY MATCHED US THEY WENT UP THEY GAVE A FIVE DOLLAR GENERIC COPAY ON ON ON OUR PHARMACEUTICAL BUT THAT WHY MAYBE THOSE 14 DISTRICTS GOING TO TRS A QUICK QUESTION THEY DID NOT GIVE YOU A HIGH DEDUCTIBLE SAVINGS PLAN OPTION NOPE ONLY THESE ONLY A HMO AND A PPO AND THEN THE WAY THAT IT SPLIT OUT BETWEEN HOW MANY EMPLOYEES GO ON EACH EITHER HMO OR PPO IS JUST BASED ON LIKE STATISTICS OF OTHER ORGANIZATIONS THAT ARE ON A PLAN. 
          YEAH. 
          SO WE CAN'T GO BACK TO TRS. 
          THAT'S NOT AN OPTION FOR NEXT YEAR. 
          THIS IS OUR OTHER OPTION. 
          AND THE CLOSEST, THE CLOSEST MARKET RATE WITH OUR CURRENT PLAN YOU CAN SEE IS $300. 
          IN OURS IS HOW MUCH? 85. 
          85. 
          I MEAN YOU'RE TALKING MASSIVE DIFFERENCES. 
          HELLO TO EVERYBODY. 
          I'M LIKE WHAT? WHAT ARE Y'ALL DOING? YES. 
          WHAT IS THAT REFERENCE TO MARK CUBAN? WHAT? OH. 
          SO HE ACTUALLY HAS THE SAME DESIRE THAT WE HAVE, WHICH IS TO HELP WITH THE COST OF HEALTH CARE. 
          AND HE DOES HAVE LIKE A PHARMACEUTICAL. 
          WE ACTUALLY WE ACTUALLY USE THE MARK CUBAN PLAN IN OUR. 
          YEAH. 
          YEAH. 
          SO THAT. 
          HE CAN PROVIDE PHARMACY COSTS AT A LOWER RATE FOR... 
          HE CAME UP WITH THAT LIKE FIVE OR SIX YEARS AGO, RIGHT? YES. 
          SO WE ACTUALLY, PCRA USES THE MARK CUBAN IF WE ARE ABLE TO SAVE SOME FUNDS THROUGH IT, YEAH. 
          SO YEAH, THAT'S HIS BUSINESS. 
          SO HE BEATS HEB? SOMETIMES, YEAH. 
          OKAY. 
          ANY MORE QUESTIONS ABOUT LIONCARE? I KNOW IT'S A LOT, BUT I TRY TO BREAK IT DOWN. 
          I WANT TO THANK THE BUSINESS OFFICE, TOO, FOR GOING OUT AND GETTING THESE BIDS. 
          [00:50:01]
MAKE ANY ASSUMPTIONS YOU KNOW WE'RE WE WE'VE ALWAYS FELT LIKE WE'RE PROVIDING OUR STAFF WITH THE HIGH QUALITY PLAN THAT WAS ALSO THE MOST AFFORDABLE PLAN THAT ANYONE COULD OFFER IN THE STATE THIS JUST CONFIRMS AND REALLY VERIFIES SO DAY FOR Y'ALL ALL YOUR WORK I MEAN WE CARE A LOT ABOUT IT I CAN'T BELIEVE IT'S GOING INTO THE FIFTH YEAR WE CONTINUE TO HEAR WE CONTINUE TO HEAR REALLY POSITIVE EXPERIENCES. 
          DOESN'T MEAN THAT THERE AREN'T ANY NEGATIVE EXPERIENCES. 
          THE COST IS AN AREA THAT IT WAS A CHANGE THIS YEAR THAT WAS DEFINITELY DIFFICULT. 
          HOWEVER, FOR THOSE THAT REMEMBER TRS, THEY'RE LIKE, WE DON'T CARE. 
          WE'LL PAY FOR IT BECAUSE THERE'S JUST A BARRIER TO HEALTH CARE TOO. 
          YOU DO NOT HAVE TO CLAIM A PROVIDER. 
          YOU DON'T NEED A REFERRAL TO GO TO A SPECIALIST. 
          WE HAVE A KPP-FREE OPTION. 
          WE HAVE A FREE DIABETES OPTION. 
          THERE'S JUST LOTS OF ENHANCED BENEFITS THAT WE, EVEN MOVING TO SOMETHING LIKE THIS, WILL BE GONE IF WE WERE TO HAVE TO DO THAT. 
          THE LAST THING I'LL SAY AS WELL, YOU KNOW, IN JUST ACKNOWLEDGING THE BOARD AND YOUR COURAGE TO DO SOMETHING DIFFERENT, YOU KNOW, I TALK TO SUPERINTENDENTS ALL THE TIME. 
          I TALKED TO A HANDFUL LAST WEEK WHO, HAVE CALLED US AND THEY ARE SCARED TO LEAVE HERE. 
          I MEAN THEY THEY THEY ARE FRIGHTENED. 
          SUPERINTENDENTS ARE AFRAID TO LEAVE TRS YOU KNOW BECAUSE IT MAY YOU KNOW IF IT DOESN'T WORK THEN THAT COULD BE YOU KNOW THEIR JOB. 
          THE BOARDS ARE ARE SCARED TO LEAVE TRS YOU KNOW AND IT TOOK A LOT OF COURAGE FOR YOU GUYS TO DO THAT AND AND WE SEE THAT OUR STAFF ARE THE BENEFACTORS FROM THAT COURAGE. 
          WE GOT BIG PAY. 
          I DON'T I DIDN'T SEE IT AS COURAGE I SAW IT AS NECESSITY BECAUSE I ACTUALLY YOU'RE READY TO GO. 
          YEAH. 
          OKAY SO ON TO COMPENSATION. 
          FIRST BENEFITS, NOW COMPENSATION FOR 26-27. 
          WHEN WE LOOK AT OUR TEACHER PAY SCALE, WE'RE ABLE, THIS JUST SHOWS JUST ZERO YEAR, FIVE YEAR, TEN YEAR, FIFTEEN, TWENTY, AND WE KNOW THAT THAT IT GOES ALL THE WAY UP TO THIRTY. 
          AND THAT THERE'S SOME CHANGES THROUGHOUT IT BUT THIS IS JUST SHOWING THAT WE HAVE MADE AN EFFORT ON THE FOR OUR EXPERIENCED STAFF EXPERIENCED TEACHERS AND WE SAW WHEN ZACH CAME LAST MONTH THAT WE DEFINITELY SINCE 2018 HAVE INCREASED OUR EXPERIENCED TEACHERS UH DUE TO THIS INITIATIVE THIS IS ONE OF MY LEAST FAVORITE CHARTS ONLY BECAUSE UM IF YOU WERE TO HAVE YEAR SIX ON THERE YOU WOULD SEE LIKE THIS HOCKEY STICK RISE NOW THEY I JUST THINK IT KIND OF SHORT CHANGES US A LITTLE BIT ON YEARS SIX SEVEN EIGHT NINE BUT I THINK IT STILL SERVES ITS PURPOSE TO SHOW THAT WE REWARD EXPERIENCE HERE IN LONGHORN ISD NEXT NEXT MONTH ONCE WE HAVE THE PLAN I WILL PUT THE HOCKEY STICK ONE ON THERE THANK YOU I GOTTA HOLD SOMETHING FOR THE NEXT MEETING YOU KNOW OKAY SO THERE ARE SOME TEACHER SALARY CHANGES TO 26-27 UNDER HOUSE BILL 2 AND THAT SPECIFICALLY IS FOR NON-CERTIFIED TEACHERS. 
          SO UNDER HOUSE BILL 2 THERE IS A REQUIREMENT THAT A ZERO-YEAR NON-CERTIFIED TEACHER MUST BE PAID LESS THAN A ZERO-YEAR CERTIFIED TEACHER. 
          AFTER YEAR ZERO, ONCE THEY HAVE ONE YEAR OF EXPERIENCE, A NON-CERTIFIED TEACHER CAN BE PAID THE SAME AS A CERTIFIED. 
          SO IN THEIR VERY FIRST YEAR OF TEACHING, THERE HAS TO BE A DIFFERENCE. 
          AND SO THAT'S THE BIGGEST DIFFERENCE THAT YOU'LL SEE TO THE TEACHER BASE. 
          DOES IT SPECIFY A DIFFERENCE? YEAH, DOES IT SPECIFY A DIFFERENCE? LIKE WHAT IS IT, $1? IT JUST HAS TO BE. 
          I SEE WHAT YOU'RE SAYING. 
          IT DOES HAVE TO BE LESS, THOUGH. 
          I DON'T. 
          SO IT'S UP TO THE DISTRICT THEN. 
          YES, IT'S UP TO THE DISTRICT. 
          CAN WE PAY PRICES RIGHT RULES? ONE DOLLAR, ONE DOLLAR. 
          I MEAN, THAT'S A GOOD POINT. 
          I DID NOT ASK THAT QUESTION BACK. 
          SO THEY WOULD STILL BE GETTING A DECENT SALARY EVEN IF THEY GOT, WHEN YOU CONSIDER THE FACT THAT THEY'RE NOT CERTIFIED AND THEY'RE WORKING FOR THAT CERTIFICATION THAT FIRST YEAR. 
          YES. 
          THAT'S STILL A BONUS. 
          THE DECREASE THAT WAS PROPOSED BY TASB IS. 
          NOT THE DECREASE I'M SORRY THE THE DIFFERENCE BETWEEN THE TWO IS IS MORE THAN A DOLLAR BUT IT'S IT'S ENOUGH THAT THEY HOLD THE PURPOSE OF THEY'RE NOT CERTIFIED AND IN THAT FIRST YEAR VERSUS A TEACHER THAT IS CERTIFIED SO 
          [00:55:01]
OPTION NUMBER ONE UNDER TAB 3 YOU HAVE BOTH OPTIONS IN DETAIL WHERE YOU CAN SEE EACH STEP. 
          JUST A LOT TO PUT ON ONE SLIDE. 
          BUT IN OPTION 1 THE STARTING SALARY WOULD BE $54,725 WHICH IS UP FROM $54,100 AND THEN THAT UNCERTIFIED STARTING SALARY WOULD BE $54,500. 
          SO A LITTLE BIT LESS FOR THE UNCERTIFIED. 
          ALL YEARS WOULD RECEIVE A GPI OF 2% WHICH IS 1325 AND THEN THERE WOULD BE ADDITIONAL ADJUSTMENTS AT FIVE DIFFERENT STEPS TO KEEP UP WITH OUR CURRENT MODEL AS WELL AS ACCOUNT FOR THE TEACHER RETENTION ALLOTMENT AND YOU CAN SEE IN YOUR IN THE DETAIL OF THAT WHERE THOSE STEPS ARE AND HOW MUCH THOSE ADDITIONAL ADJUSTMENTS ARE. 
          AND THEN ALL THE WAY TO THE FAR RIGHT YOU CAN SEE THE PERCENTAGE INCREASE FOR EACH STEP. 
          AND THAT'S AGAIN ON TAB 3. SO THAT'S OPTION 1. 
          RIGHT BEHIND OPTION 1 IS OPTION THIS IS A STARTING SALARY OF $54,175, WHICH IS UP FOR $54,100. 
          AN UNCERTIFIED STARTING SALARY OF $54,000. 
          ALL YEARS RECEIVING A GPI OF $675. 
          HOWEVER, 15 DIFFERENT STEPS WOULD RECEIVE ADDITIONAL ADJUSTMENTS IN ORDER TO KEEP UP WITH OUR CURRENT MODEL AND TO ACCOUNT FOR TEACHER RETENTION ALLOTMENT. 
          HOW MANY YEARS WOULD YOU HAVE TO WORK BEFORE YOU GOT ALL 15 STEPS? 15. 
          15? SO IT STEPS UP YEAR AFTER YEAR? YEAH, SO IT'S HOW MANY YEARS. 
          SO IN YOUR 16TH YEAR, YOU'RE STEP NUMBER 15 BECAUSE YOU, IN THAT 16TH YEAR, HAVE 15 YEARS OF TEACHING EXPERIENCE COMPLETED. 
          AND THEN AFTER THAT, NOTHING? NO. 
          BECAUSE THAT'S THE WAY IT WAS WHEN I WAS TEACHING. 
          OH, NO, WE KEEP GOING. 
          NO, NO, I'M SORRY. 
          I DIDN'T FOLLOW YOU. 
          I DIDN'T FOLLOW YOU. 
          WHAT THIS IS SAYING, SAM, IS THAT IT'S 1%, RIGHT? BUT THERE ARE 15 DIFFERENT YEARS THAT IT'S MORE THAN 1% AND UP TO 5.6%. 
          SO IF YOU LOOK AT THAT TAB IN TAB THREE, YOU CAN KIND OF SEE WHERE. 
          IT'S THIS ONE. 
          YEAH. 
          WE CAN WALK THROUGH IT A LITTLE BIT IF YOU WANT. 
          NO, I MEAN IT. 
          Y'ALL CAN GO ONE-ON-ONE ON ANOTHER DAY. 
          OH, OKAY. 
          YEAH, IT'S JUST HARD BECAUSE WHEN WE HAVE SOME MULTIPLE FACTORS PLAYING INTO THIS. 
          YOU HAVE SOME OF THE LAW THAT'S PLAYING INTO THIS TO WHERE WE HAVE TO GIVE A CERTAIN RAISE TO CERTAIN PEOPLE. 
          WE HAVE OUR PAY STRUCTURE THAT HONORS EXPERIENCE THAT WE WANT TO KEEP, AND WE DON'T WANT THAT JUST TO GO AWAY. 
          SO PEOPLE ARE GETTING DIFFERENT RAISES AND, YOU KNOW, YEAR ONE, YEAR TWO, YEAR THREE. 
          SO IF YOU'RE LOOKING AT, YOU KNOW, AT A PAY SCALE OF 25 YEARS, 15 OF THOSE 25 YEARS, THEY'RE GETTING MORE THAN 1%. 
          YOU KNOW, SO THAT'S KIND OF WHAT THAT MEANS. 
          AND THE STATE DECIDED IT WASN'T DIFFICULT ENOUGH ALREADY, SO THEY PUT IN REQUIRED STEP THINGS. 
          YES BUT ON THIS ONE IT'S IT'S UP TO 5.6% WOULD BE THE HIGHEST RAISE THAT THAT A THAT A TEACHER WOULD RECEIVE BUT NOT EVERYONE'S RECEIVING THAT WHY IS THIS UP TO RIGHT WE LOOK AT THE REST OF OUR PAY PLANS OUTSIDE OF THE TEACHER PAY SCALE WE'LL MOVE TO THE CLERICAL PARAPROFESSIONAL PAY PLAN FIRST THIS JUST SHOWS ALL OF THE DIFFERENT PAY GRADES AND REALLY WHAT I JUST WANT TO POINT OUT HERE IS THAT THE BLUE BOXES ARE WHERE WE FALL AND THE RED TRIANGLES ARE WHERE THE MARKET IS. 
          SO THAT'S JUST A REALLY QUICK WAY TO SEE WHERE WE ARE AGAINST THE MARKET. 
          THIS AT THE TOP, OH I SHOULD HAVE HAD THIS KIND OF POP ON. 
          I'LL DO THAT NEXT TIME. 
          BUT REALLY WHAT WE WANT TO SEE IS IN 2018-2019, WHAT WE CAN SEE IS THAT OUR CLERICAL AND TECHNICAL STAFF ON THIS SCALE WERE 98% OF THE MARKET. 
          THE INSTRUCTIONAL SUPPORT WERE 111% OF THE MARKET. 
          AND THEN YOU CAN KIND OF SEE WHAT HAS HAPPENED THE PAST SEVERAL, SEVERAL YEARS. 
          THE CLERICAL AND TECHNICAL IS NOW 90% OF THE MARKET, AND OUR INSTRUCTIONAL SUPPORT IS 98% OF THE MARKET. 
          SO WE HAVE... 
          AN INTERNAL GOAL OF 95%, SO THERE'S A LITTLE BIT OF WORK TO DO HERE. 
          SO WHAT HAPPENS IS THAT THIS IS VERY DIFFERENT THAN THE TEACHER 
          [01:00:02]
PAY SCALE. 
          IT IS SET TO DO A COUPLE OF THINGS. 
          ONE, TO PROVIDE A RAISE TO OUR RETURNING STAFF, AND TWO, TO SET STARTING MARKET RATES SO THAT WE CAN RECRUIT AT A LEVEL IN LINE WITH THE MARKET. 
          SO WHAT WE DO IS WE TAKE OUR MIN, MID, AND MAX RATES, AND WE PROVIDE A CHANGE TO THEM BASED ON... 
          WHAT THE MARKETS LOOK LIKE AND THAT CHANGE THEN HAS OUR NEW STARTING RATES WHICH IS OUR MINIMUM AND OUR MIDPOINT IS WHAT WE USE TO CALCULATE A RAISE SO EVERYBODY WITHIN THAT CERTAIN PAY GRADE AT THEIR NEW MIDPOINT WHICH HAS BEEN CHANGED BY THESE PERCENTAGE AMOUNTS THE MIDPOINT'S CHANGING AND THIS HELPS ADDRESS THE MARKET WHERE WE FALL IN LINE WITH THE MARKET THEN THEIR UM THEN THEIR RAISE IS CALCULATED SO FOR INSTANCE IF YOU'RE IN PAY GRADE TWO A THREE PERCENT RAISE IS 56 CENTS PER HOUR SO THAT'S HOW THAT WORKS THEY'RE HOURLY AND THEN YOU CAN KIND OF SEE BASED ON THE DIFFERENT TYPES OF RAISES. 
          AND SO HOW MUCH WOULD THAT COST? A 3% GPI OF THE NEW MIDPOINTS. 
          SO WHEN THE MIDPOINTS SHIFT OVER ALMOST, IN SOME CASES, 2%, THEN THAT NEW MIDPOINT HAS A 3% CALCULATION ON IT. 
          THAT RAISE WOULD COST ALMOST $207,000. 
          3.5% WOULD BE $242,000. 
          AND THEN 4% WOULD BE $275,000. 
          FOR THOSE... 
          FOR THE GROUP OF INDIVIDUALS ON THIS PAY PLAN. 
          SO THAT'S HOW THAT PAY SCALE WORKS. 
          WHEN WE LOOK AT THE AUXILIARY PLAN, IT'S MUCH THE SAME. 
          SO AGAIN, THE RED TRIANGLE IS THE MARKET, AND THE BLUE SQUARE IS WHERE WE ARE. 
          SO AGAIN, WORK TO BE DONE, AND YOU DO THAT IN TWO WAYS. 
          WHILE THIS IS AT 93%, IT'S STILL A LITTLE BIT HIGHER THAN THE OTHER SCALE, BUT YOU DO IT IN TWO WAYS. 
          YOU MOVE THE STARTING PAY AND THEN MIDPOINTS AND THEN YOU TAKE A RAISE OFF OF THE NEW MIDPOINT FOR YOUR EXISTING STAFF. 
          SO AGAIN THE COST OF THIS GROUP FOR A THREE PERCENT IS ALMOST 67,000 AND THEN UP TO FOUR PERCENT IS 90,000. 
          OUR ADMINISTRATIVE PROFESSIONAL PAY PLAN IS A LITTLE BIT DIFFERENT BECAUSE IT'S BASED ON DAILY RATES AND NOT HOURLY RATES. 
          AGAIN, THE TRIANGLES ARE THE MARKET AND THE BLUE SQUARES ARE THE DISTRICT. 
          CENTRAL ADMINISTRATION IS AT 90% OF THE MARKET. 
          CAMPUS ADMINISTRATION IS AT 95% OF THE MARKET. 
          AND OUR PROFESSIONALS ARE AT 95% OF THE MARKET. 
          SO THESE ACT THE EXACT SAME WAY EXCEPT THEY'RE DAILY RATES. 
          SO WHEN WE SEE THE MIN, MIDPOINT, AND MAX, IT'S BASED ON DAILY RATE. 
          WHEN WE TAKE THE NEW MIDPOINTS AND WE CALCULATE WHAT A GPI IS, SO IF YOU'RE IN PAY GRADE 1, A 2% GPI IS $5.91 PER DAY, NOT PER HOUR, BUT PER DAY. 
          AND SO THE COST OF THIS GROUP OF INDIVIDUALS AT A 2% GPI IS $210,000. 
          AND THE COST OF A THREE PERCENT GPI IS 315 000. AND THEN WE GET INTO HOW MUCH DO THESE COST MODEL ONE IS OPTION ONE FOR TEACHERS AND AS A REMINDER THAT WAS THE THE 13 I BELIEVE IS 1325. 
          THIS IS A 1.4 MILLION DOLLAR RAISE PACKAGE WITH A THREE PERCENT TWO PERCENT FOR TEACHER TEACHERS UM 3% FOR ADMIN, 3.5% FOR HOURLY EMPLOYEES. 
          AND THEN ON OUR SECOND MODEL, WHICH IS AGAIN OPTION ONE FOR TEACHERS, AGAIN THE ONLY DIFFERENCE HERE IS A 4% FOR THE HOURLY STAFF. 
          AND THEN MODEL THREE. 
          THIS IS A 1% FOR TEACHERS, 2% FOR ADMIN, 3% FOR OUR HOURLY EMPLOYEES FOR A TOTAL COST OF $981,000. 
          WISER. 
          YEAH, YOU CAN LEAVE IT HERE, I GUESS. 
          IT KIND OF SUMMARIZES IT WELL. 
          [01:05:01]
A COUPLE OF THINGS. 
          YOU KNOW, WE'VE WORKED VERY HARD. 
          AND OUR FOCUS HAS IN THE RECENT PAST BEEN TEACHERS, AND WE'VE GONE FROM KIND OF BEING ONE OF THE LOWER PAYING SCHOOL DISTRICTS TO BEING HIGHLY COMPETITIVE, ESPECIALLY FOR YEAR SIX AND ABOVE. 
          THAT WAS A PART OF OUR STRATEGY THAT, YOU KNOW, HAS WORKED OUT REALLY WELL FOR US ON THE TEACHER SIDE OF THINGS. 
          IN TERMS OF TEACHER RETENTION AND TEACHER RECRUITMENT, WE SAW IN OUR MEETING LAST MONTH, THAT OUR STAFF, THAT STRATEGY HAS WORKED. 
          THAT OUR STAFF HAS, WE HAVE LESS AND LESS ZERO TO FIVE-YEAR TEACHERS, OR LESS THAN TEN. 
          AND WHEN WE HIRE PEOPLE, WE'RE HIRING LESS AND LESS ZERO TO FIVE YEARS OF EXPERIENCED TEACHERS. 
          SO THAT PAY STRUCTURE HAS CERTAINLY WORKED, AND WE SEE THAT IN THE DATA VERY, VERY CLEARLY. 
          THIS IS JUST ME SPEAKING. 
          WE'RE GOING TO FOLLOW THE WILL OF THE BOARD AND THE DIRECTION OF THE BOARD. 
          BUT I THINK IN THAT EFFORT TO INCREASE OUR CLASSROOM TEACHERS, OUR CLASSROOM, OUR HOURLY FOLKS, CLASSROOM AIDES OR CLERICAL FOLKS, OUR MAINTENANCE STAFF, WE HAVE SOME WORK TO DO THERE TO CATCH THEM UP. 
          AND WHEN YOU SEE THAT THEY'RE AT 90% OF THE MARKET, OUR TEACHERS ARE... 
          OUR 100 AND SOME YEARS, 100 PLUS PERCENT OF THE MARKET. 
          IT'S NOT THAT WE DON'T VALUE OUR TEACHERS AT ALL. 
          I THINK EVERYONE AT THIS TABLE CERTAINLY VALUES OUR TEACHERS. 
          BUT WHEN WE HAVE LIMITED RESOURCES FROM THE STATE OF TEXAS, I JUST THINK THAT WE HAVE TO FOCUS ON TRYING TO CATCH UP OUR HOURLY EMPLOYEES WHO ARE OUR LOWEST PAID EMPLOYEES. 
          WHO HAVE FALLEN BEHIND THE MARKET SUBSTANTIALLY, AS WELL AS OUR PRINCIPALS AND CENTRAL OFFICE ADMINISTRATORS. 
          THAT'S AN EASY THING AS WE'RE BUILDING BUDGETS IN YEARS PAST TO NOT ADDRESS THAT, BUT IT MAKES A DIFFERENCE. 
          LEADERSHIP MATTERS, AND WE'VE PUT THAT ON THE BACK BURNER FOR A FEW YEARS, AND WE SEE NOW THAT THE MARKET HAS REALLY PASSED US, AND IT'S DANGEROUS NOT TO ADDRESS THOSE THINGS. 
          CERTAINLY OUR HOURLY STAFF IS GOING TO BE A PRIORITY FOR THE ADMINISTRATION. 
          WHEN WE LOOK AT THE DIFFERENT MODELS THAT YOU HAVE, AND YOU HAVE THE DEFICITS THAT WE'RE FACING THERE, MODEL 3 IS WHAT WE'RE LEANING TOWARDS AS A DISTRICT ADMINISTRATION ON HOW DO WE SUSTAIN A HEALTHY BUDGET. 
          MODEL 3 RIGHT NOW IS STILL A DEFICIT OF OVER HALF A MILLION DOLLARS. 
          BUT WHEN YOU LOOK AT THE OTHER ONES, IT'S CLOSER TO A MILLION DOLLARS. 
          SO, YOU KNOW, LOOKING DOWN THE FUTURE, WE KNOW THAT OPENING C. 
          WILLOW MIDDLE SCHOOL, WE PROJECT IS GOING TO HAVE, YOU KNOW, ABOUT $2 MILLION IN ADDITIONAL EXPENSES IN STAFFING THAT CAMPUS AND OPERATING THAT CAMPUS, YOU KNOW, WHICH IS WHY APPROVING ANYTHING. 
          HIGHER THAN THE HALF A MILLION DOLLAR DEFICIT IS CONCERNING FROM DISTRICT ADMINISTRATION'S PERSPECTIVE, BUT THIS IS CERTAINLY A TIME WHERE WE NEED TO HEAR FROM THE BOARD ON WHAT YOU GUYS THINK AND ANY QUESTIONS THAT YOU MAY HAVE. 
          SO I'VE GOT A QUESTION. 
          I WAS DOING MATH ON MY LITTLE PAPER. 
          AND SO I WAS LOOKING AT ATTENDANCE. 
          LIKE WE HAVE DONE SUCH A GREAT JOB OF INCREASING ATTENDANCE, AND I FEEL LIKE THAT IS SUCH A BIG PUSH. 
          ALL LEVELS OF ATTENDANCE AND IF YOU GO BACK TO THE MODELS LIKE IT WERE SLOW WE'RE INCREASING THAT STEADILY WHAT WOULD IT LOOK LIKE I KNOW WE'RE USING A 93 PERCENT ATTENDANCE BECAUSE WE'RE AT LIKE 93.08 BUT IF WE MADE IT A GOAL THAT IT WAS 94 PERCENT ATTENDANCE I JUST DID SOME QUICK MATH AND I KNOW IT'S NOT 100 PERCENT PERFECT BUT AT THE ELEMENTARY LEVEL THEY'RE AVERAGING LIKE 94.5. 
          IF THEY WENT UP TO 95.25, LOCKHART HIGH SCHOOL WENT UP 1.75 PERCENT, AND THE JUNIOR HIGH WENT UP 0.7 PERCENT, AND PRIDE WENT UP A LITTLE BIT BECAUSE PRIDE, I KNOW, DOESN'T HAVE A HUGE, HUGE IMPACT, BUT THAT WOULD PUT US AT THE 94 PERCENT, AND I WENT BACK AND LOOKED AT KIND OF THE PROJECTION OF WHERE THEY WERE AND HOW THEY'RE GOING, I FEEL LIKE THAT'S A VERY SUSTAINABLE THING. 
          THAT'S JUST ME. 
          I MEAN, THAT WOULD BE A PRINCIPAL QUESTION IF THEY FELT LIKE THAT WAS A SUSTAINABLE THING. 
          [01:10:01]
BUT JUST LOOKING AT THE PROJECTION OF HOW IT'S BEEN GROWING, I FEEL LIKE THAT WOULD BE IN LINE OF... 
          BEEN GROWING AND IF WE ACCEPT IT OR IF WE DID THE 94% YOU SAID THAT'D BE ABOUT $600,000 DIFFERENCE NOW OF COURSE WE RISK NOT MEETING THAT BUT IF WE COULD PUT THAT YOU KNOW ASK ON EACH CAMPUS I FEEL LIKE THAT WOULD HELP US HAVE A BALANCED BUDGET IF WE COULD GET EVERYBODY TO COMMIT TO JUST A LITTLE BIT MORE ON THE ATTENDANCE WISE BECAUSE THEY'RE ALREADY DOING IT WE JUST NEED TO KEEP THAT PROJECTION UP. 
          WHAT WE'VE HEARD OR WHAT I'VE HEARD FROM OUR PRINCIPALS IS THAT THEY THINK THERE'S STILL AREAS OF OPPORTUNITY THERE TO INCREASE ATTENDANCE. 
          THAT AT A CERTAIN POINT WE'RE GOING TO CAP OUT. 
          KIDS ARE GOING TO GET SICK. 
          THINGS ARE GOING TO HAPPEN. 
          YEAH, THOSE THINGS ARE GOING TO HAPPEN. 
          BUT I THINK AT THIS TIME THAT WE'RE NOT QUITE THERE. 
          I THINK WE'LL BE THERE. 
          PRETTY SOON BUT AT THIS POINT THERE'S STILL AN OPPORTUNITY TO INCREASE IT AND YOU KNOW THAT'S WHY I ASKED THAT QUESTION EARLIER YOU KNOW BECAUSE ALL OF THIS THAT'S THE CHALLENGE OF THIS WORK EVERYTHING THAT WE DO ARE ASSUMPTIONS AND PREDICTIONS PREDICTIONS YOU KNOW AND THAT'S WHAT MISS WEISER DOES A GREAT JOB OF GOING THROUGH AND YOU KNOW UM ALL THE BUCKETS AND I KNOW WE WE LIKE TO TO LAUGH ABOUT THAT BUT THAT'S THAT'S IT'S VERY STRATEGIC WORK AND YOU KNOW BECAUSE OF HER HER WORK. 
          WE'RE IN THIS SITUATION TO WHERE WE ARE TALKING ABOUT GIVING A RAISE WHEN OUR NEIGHBORS HAVE ALREADY DECIDED THEY'RE NOT GIVING A RAISE AND YOU KNOW HAVE APPROVED COMPENSATION PLANS WITH MASSIVE CUTS AND AND AND ZERO PERCENT RAISES WE'RE NOT IN THAT POSITION BECAUSE OF OUR PLANNING AND PREPARATION YOU KNOW BUT I DO THINK THAT IT'S IT'S A WORTHY CONVERSATION BECAUSE WE'RE ALWAYS TRYING TO AND NICOLE'S HEARD THIS FROM ME IN YEARS PAST LIKE WE'RE ALWAYS TRYING TO FIGURE OUT WHERE THAT SWEET SPOT TO WHERE WE'RE NOT OVER PROJECTING BUT WE'RE ALSO NOT UNDER PROJECTING AND SELLING OUR KIDS SHORT AND OUR STAFF SHORT OF BUDGET DOLLARS FOR THAT YEAR YOU KNOW SO I KNOW IN THE PAST WE I THINK LIKE I DON'T KNOW FOUR OR FIVE YEARS AGO WE WERE USING 95 ATTENDANCE RATE AND IT WAS OBVIOUSLY NOT SUSTAINABLE AT THAT POINT SO WE I JUMPED IT DOWN UM I'M JUST CURIOUS LIKE BECAUSE WE'VE HIT THE 93 THANK YOU. 
          WE'RE DOING SUCH A GOOD JOB INCREASING IT, JUST WHAT IT WOULD LOOK LIKE IF WE DID IT IN 94. 
          IF THAT WAS OBTAINABLE AND REASONABLE FOR PRINCIPALS, I FEEL LIKE THAT COULD HAPPEN. 
          I DON'T KNOW. 
          I KNOW IT MAKES YOU NERVOUS BECAUSE YOU WANT TO USE ACTUAL DATA, AND RIGHT NOW WE'RE ACTUALLY AT 93. 
          AND I GUESS, OKAY, SO MY FIRST REACTION TO IT IS I THINK THAT WE CAN DO IT TOO. 
          IT ALL BECOMES A BIG PROJECTION AS THE 6,900 STUDENTS I FEEL LIKE IS THE SIDE OF THE BUCKET THIS YEAR THAT WE ARE BEING THAT WE'RE EXTENDING THAT PROJECTION A LITTLE BIT AND SO IF WE KEEP AT THE 93% IF WE DON'T HIT THAT PROJECTION THAT THAT THAT THE ATTENDANCE COULD KIND OF HELP. 
          YEAH, IT'S A LITTLE BUFFER. 
          YOU KNOW WHAT I MEAN? IT'S A WHOLE. 
          WHAT WE'RE SEEING ACROSS THE STATE, OUR DEMOGRAPHERS ARE HAVING A REAL HARD TIME IN SCHOOLS WITH ESTIMATING GROWTH AND PROJECTING, YOU KNOW, THOSE FIGURES. 
          WE SAW IT THIS YEAR, YOU KNOW, TO WHERE WE WERE SHORT OF OUR PROJECTIONS THAT WE MADE. 
          SO I CERTAINLY AGREE THAT, YOU KNOW, HAVING A LITTLE BIT OF BUFFER THERE. 
          ONE OF MY, THIS IS JUST MY OWN PERSONAL, MS. WEISER'S HEARD THIS A MILLION TIMES. 
          AT SOME POINT IN MY SUPERINTENDENCY, I WANT TO HAVE A YEAR TO WHERE WE DON'T HAVE A LOT OF UNSPENT MONEY BECAUSE PHILOSOPHICALLY, MY PROBLEM WITH THAT IS THE FUNDS THAT WE RECEIVE FROM THE STATE ARE TO EDUCATE OUR KIDS THIS YEAR. 
          KIDS ARE GRADUATING THIS YEAR. 
          KIDS ARE AND IF WE DON'T EFFECTIVELY UTILIZE THE FUNDS THAT WE HAVE, I I PHILOSOPHICALLY FEEL LIKE WE'RE SHORTCHANGING OUR KIDS AND OUR TEACHERS, SO WE'RE ALWAYS TRYING TO, AND WE'RE GETTING CLOSER. 
          LIKE, YOU KNOW, WE'RE NOT PUTTING A TON OF MONEY IN FUND BALANCE ANYMORE. 
          YOU KNOW, BUT WE STILL HAVE, EVEN THIS YEAR, WE STILL HAVE UNSPENT FUNDS THAT WE EXPECT TO HAVE AT THE END OF THE YEAR THAT MAKES ME UNCOMFORTABLE. 
          COULD WE HAVE SOMEWHERE, LIKE YOU'RE SPEAKING OF, LIKE IF WE DID HIT THE 94%, IT WAS... 
          LIKE A ONE-TIME BONUS OR SOMETHING TO THE TEACHERS THAT WE COULD USE THAT LIKE OKAY IF WE'RE BUDGETING FOR A 93 BUT IF WE HIT 94 WE'VE GOT SIX HUNDRED THOUSAND 
          [01:15:01]
DOLLARS THAT WE DIDN'T BUDGET FOR AND THAT COULD BE PART OF THE TEACHER RAISES BUT THAT MONEY WAS WELL I GUESS I WOULD SAY THIS IS IF WE WENT WITH MODEL THREE WHICH HAS A FIVE HUNDRED AND FORTY THOUSAND DOLLAR DEFICIT EVEN IF YOU HIT THE NINETY FOUR PERCENT MARK YOU JUST BARELY COVERING THAT DEFICIT YEAH SO I MEAN THERE'S NOT A LOT OF BONUS MONEY LEFT OVER IN THAT I DON'T THINK YOU'RE BREAKING IN YOU'RE BASING ON NINETY PERCENT BASED ON WHAT ON MODEL THREE CORRECT SO I'M BASING IT ON 93% ATTENDANCE OF A 6,900 ENROLLMENT. 
          RIGHT. 
          WE GROW MORE. 
          YES, WHICH IS IN BETWEEN THE LOW AND MODERATE PROJECTION OF OUR DEMOGRAPHER. 
          AND I WILL ALSO SAY, WITHOUT TRYING TO GET IN THE WEEDS OF ALL THESE PROJECTIONS, THAT'S KIND OF THE BASIC ATTENDANCE LINE THAT I'M USING. 
          BUT WHEN WE GET INTO ALL OF OUR... 
          ALL OF OUR WEIGHTED FUNDING, I'M ACTUALLY USING A DIFFERENT TYPE OF GROWTH MODEL BASED ON OUR ADA INCREASE, WHICH IS A LITTLE BIT HIGHER THAN THE GROWTH IN ATTENDANCE THAT WE WOULD HAVE BECAUSE OUR ADA HAS BEEN GOOD THIS YEAR BECAUSE OUR ATTENDANCE IS 1.4% MORE. 
          SO I AM ACCOUNTING FOR THE GROWTH THAT WE'VE HAD A LITTLE BIT. 
          AS FAR AS ON OUR ADA SIDE IN THE DIFFERENT AREAS BASED ON WHAT WE'VE SEEN HISTORICALLY I'LL GO AND KIND OF LOOK AT ADA MS WEISER ALSO IN YOU KNOW THESE DEFICITS THAT YOU SEE THE 540 IN PARTICULAR ON MODEL 3 EVERYTHING THAT WE'VE TALKED ABOUT TODAY IS ALSO ASSUMED INCLUDED SO THOSE THOSE STAFFING POSITIONS THE UM ALL OF THOSE THINGS ARE ARE IN HERE AS WELL UM WHICH MODEL MAKES MAKES YOU SURVIVE THE MONEY THAT YOU SAVE. 
          BEEN ALLOCATED FOR US TO USE THIS YEAR. 
          WHICH MODEL? MY PERSONAL RECOMMENDATION IS IT'S GOING TO BE MODEL 3 TO THE BOARD, JUST BECAUSE I DO THINK THAT IT DEMONSTRATES A RAISE FOR EVERYONE. 
          IT DEMONSTRATES CATCHING UP OUR HOURLY FOLKS, ESPECIALLY. 
          WE'RE WORKING TOWARDS CATCHING THEM UP. 
          I DON'T THINK WE'LL CATCH THEM UP ALL THE WAY. 
          BUT IT AT LEAST ACKNOWLEDGES THE HARD WORK OF OUR HOURLY EMPLOYEES. 
          AND I ALSO, ON THE HOURLY EMPLOYEES, THIS IS JUST MY PERSONAL THOUGHT, AND I DON'T KNOW THE DATA ON IT, BUT I WOULD ASSUME A LOT OF THE HOURLY EMPLOYEES ARE, THEY LIVE IN LOCKHART, THEY WORK FOR THE DISTRICT, MAYBE BECAUSE THEY HAVE KIDS AND THEY WANT TO BE PART OF THE SYSTEM AND THINGS, BUT THEY COULD EASILY, NOT EASILY, BUT IF THEY WANTED TO WORK IN LOCKHART, THERE'S OTHER JOBS OUT THERE THAT THEY COULD GET THAT PAY MORE. 
          AND STILL BE IN LOCKHART, BUT THEY DO IT BECAUSE THEY LOVE THE SCHOOL DISTRICT AND THEIR KIDS ARE HERE, VARIOUS DIFFERENT THINGS. 
          AND SO I THINK IT'S IMPORTANT THAT WE REWARD THEM FOR THAT AS WELL. 
          YEAH, YOU'RE RIGHT. 
          THERE'S A MUCH HIGHER PROPORTION OF HOURLY FOLKS WHO LIVE IN TOWN THAN OUR TEACHERS. 
          CAN I INTERRUPT FOR A SECOND? FOR THE RECORD, I'D LIKE TO NOTE THAT TRUSTEE TOM GUYTON JOINED THE MEETING AT 7.09 P.M. 
          AND MY SHIRT ALSO. 
          I SAW THAT AS SOON AS YOU WALKED IN. 
          I HAVE A COMMENT. 
          YOU WERE SO QUIET. 
          OH, YOU BEAT THE SUPERINTENDENT. 
          RUMOR HAS IT I BEAT HIM SATURDAY AT THE CINCO DE MAYO. 
          HAVE ANY SHIRTS MADE OUT OF THAT? I DON'T KNOW WHERE HE GOT THAT SHIRT FROM. 
          YEAH, THERE'S ONLY ONE. 
          THE ORIGINAL ONE. 
          IS THERE A FRAUD IN BOSTON? I THINK THERE'S A LOT OF SHIRTS OUT THERE THAT PEOPLE ARE WEARING. 
          WELL, WE'RE GOING TO HAVE TO HAVE A TALK. 
          HOW MANY SHIRTS WERE GIVEN OUT? NOT MANY. 
          MR. GUYTON IS BEHIND ALL THIS? THIS CAME FROM HIS OWN HOUSE. 
          NO WONDER HE CAME IN SO QUIETLY. 
          HE CAME IN QUIETLY TODAY. 
          I HAVE A COMMENT ON THE HOURLY EMPLOYEES. 
          NOW THAT TOM'S DISRUPTED THE ENTIRE MEETING. 
          GOOD JOB, TOM. 
          THE HOURLY EMPLOYEES, I WAS HERE BACK WHEN... 
          THEY WERE STRIPPED OF EVERYTHING. 
          WE HAD SOME PEOPLE COME IN AND THEY WANTED TO SAVE MONEY AND THE ONLY WAY THEY, THE BEST WAY THEY THOUGHT OF WAS STRIP THE PEOPLE THAT MAKE THE LEAST AND WE'LL SAVE A LOT OF MONEY, WHICH IS, WE ALL KNOW, BS. 
          AND SO THAT HAPPENED AND SO LIKE DR. ESTRADA, ANYWAY, LIKE DR. 
          ESTRADA SAID, WE'VE KIND OF PUT THEM ON THE BACK BURNER FOR A FEW YEARS AND THEY HAVEN'T CAUGHT UP. 
          AND THERE'S A LOT OF THEM THAT WERE HERE WHEN THAT HAPPENED TO THEM, 
          [01:20:01]
AND THEY'RE STILL HERE. 
          THERE'S SOME OF THE SAME REASONS THAT... 
          REBECCA SAID, YOU KNOW, SO THEY HAVE BEEN STRUGGLING, SO I'M ON BOARD WITH ANYTHING THAT CAN HELP THEM BECAUSE I WAS DEVASTATED FOR THEM WHEN THAT HAPPENED TO THEM. 
          AND I MIGHT HAVE BEEN A LITTLE VOCAL ABOUT IT, YOU KNOW, BECAUSE I'M SO SHY. 
          BUT IT WAS WRONG, AND I'M ON BOARD FOR ANYTHING WE CAN DO TO GET THAT BACK WHERE IT SHOULD BE. 
          THE SECOND THING IS ABOUT ATTENDANCE. 
          I KNOW YOU GUYS DON'T GET A LOT OF CREDIT, BUT ALL OF YOU PEOPLE ALONG THE BACK ROW THERE, IF ATTENDANCE IS NOT GOOD, STINKS, GUESS WHO GETS BLAMED? YOU GUYS. 
          IF IT TENDS TO STINK, GUESS WHO ELSE GETS BLAMED? THAT GUY. 
          AND SO THE FACT THAT IT'S INCREASING OR STAYING THE SAME AND IT'S AT A HIGHER LEVEL SAYS VOLUMES ABOUT YOU GUYS, BUT IT ALSO SAYS VOLUMES ABOUT YOUR LEADERSHIP BECAUSE YOU CAN'T DO IT BY YOURSELF. 
          YOU HAVE TO GET YOUR TEACHERS TO BUY INTO IT. 
          AND IF THEY DON'T BUY INTO IT, THEY'RE NOT GOING TO SELL IT. 
          AND IF THEY DON'T SELL IT TO THE KIDS AND TELL THE KIDS HOW IMPORTANT IT IS, NOTHING HAPPENS. 
          AND WE JUST KEEP RIDING ALONG AT 91%, 92%. 
          AND SO THE FACT THAT YOU ALL HAVE BROUGHT THAT UP, AND PRIDE DOES MATTER, OKAY? IT DOES MAKE A DIFFERENCE. 
          MAYBE NOT IN ATTENDANCE, BUT IN OTHER WAYS. 
          I KNOW THAT PERSONALLY. 
          SO, YOU KNOW, I WANTED TO SAY BEFORE THE MEETING WAS OVER AND YOU ALL DISPERSED, THANK YOU FOR YOUR JOB AND THANK YOU FOR YOUR HEART. 
          BUT SAM, YOU DON'T KNOW THAT THEY HAVE A MEGAPHONE WITH A WHOLE BUNCH OF STICKERS, AND THAT'S A MAJOR INCENTIVE. 
          STICKERS? STICKERS WITH A MEGAPHONE, RIGHT? RIGHT? I HAD A QUESTION, SPICER. 
          ON MODEL 3, IT SAYS A TEACHER IS 1%. 
          THAT'S A 1% INCREASE, CORRECT? HOW DOES THAT PLAY INTO THE PREMIUM INCREASE ON THE HEALTH INSURANCE? IS THAT LIKE A WASHOUT? SO THE PREMIUM INCREASE IF THEY'RE ON EMPLOYEE ONLY IS $10 A MONTH. 
          OKAY. 
          SO IT WILL, AT $675 A YEAR DIVIDED BY 12 MONTHS, IT'LL BE A LITTLE BIT, BUT IT WON'T BE THE WHOLE RAISE. 
          OKAY. 
          WE ALSO WANT TO JUST REMIND EVERYONE, WHILE SOME PEOPLE ARE GETTING ONE, LOTS OF OTHERS ARE GETTING MUCH HIGHER, UP TO FIVE POINTS, RIGHT? FIVE-SOMETHING ON THAT ONE. 
          IT'S UP TO 5%, BECAUSE SOME OF THE, ALMOST SIX, BECAUSE... 
          IF YOU GO TO TAB 3 AND YOU LOOK AT OPTION 2, YOU CAN SEE ALL THE DIFFERENT, 15 DIFFERENT STEPS THAT ARE GETTING MORE THAN, AND YOU CAN SEE THE PERCENTAGE INCREASE. 
          THERE'S ONE AT 5.6%, YOU KNOW, NOW, NOT ALL OF THEM, BUT STILL, I THINK WE JUST NEED TO BE CAREFUL BECAUSE, YOU KNOW, THEY'RE AT... 
          DIFFERENT RATES NO LESS THAN ONE PERCENT IS PROBABLY THE BETTER WAY TO SAY IT RIGHT YEAH THANK YOU YEAH SO WHEN WE LOOK AT THIS UM AS DR ESTRADA SAID THIS DOES INCLUDE UM THE INCREASE IN EMPLOYER PREMIUMS FOR LION CARE THAT WE TALKED ABOUT THIS EVENING IT DOES INCLUDE THE POSITIONS THAT WE BROUGHT AT THE LAST MEETING AT BRINGING TO THIS MEETING SO IT DOES INCLUDE A LOT OF CHANGE THAT WE'VE ALREADY DISCUSSED IT ALSO INCLUDES A COUPLE OF THINGS THAT HAVE DISCUSSED ABOUT BALANCING ABOUT BALANCING THE BUDGET SO WE'RE RIGHT NOW AT NOW WE'RE JUST GONNA AS WE TRANSITION TO BALANCING YOU KNOW THE WE HAVE THESE THREE MODELS BUT IF THERE'S THERE'S ANY THAT WE CAN STEER AWAY FROM THAT'S GONNA HELP US BECAUSE WE NEED TO IDENTIFY THAT TARGET ON THOSE BALANCING ACTIVITIES. 
          HOW MUCH ARE WE TRYING TO SHAVE OFF OF OUR BUDGET TO MAKE THIS HAPPEN? IF YOU TELL US WE'RE ONLY INTERESTED IN MODEL 1 OR MODEL 02, THEN WE'VE GOT TO FIND A LOT MORE THINGS THAT WE'RE GOING TO HAVE TO CUT TO MAKE THAT HAPPEN VERSUS MODEL 3. 
          SO COULD WE GET A LITTLE BIT OF FEEDBACK ON IS THERE... 
          YOU KNOW ANY INTEREST TO CONTINUE ENTERTAINING OTHER OTHER RAISED MODELS FROM WHAT I'M HEARING ON THE BOARD LOOKS LIKE THESE NUMBERS ARE SIMILAR IN ONE AND TWO AND THE DIFFERENCE IS THAT HOURLY RATE WOULD BE FOUR AT FOUR PERCENT ON MODEL TWO WHICH IS HIGHER THAN MODEL ONE SO I THINK WE SHOULD ENTERTAIN THAT IT WAS THERE'S NOT THAT MUCH DIFFERENCE IN REVENUE THERE LIKE YOU JUST SAID, IF WE GO MODEL ONE OR TWO, WE'RE ALREADY TRYING TO CUT SO MANY DIFFERENT AREAS. 
          [01:25:02]
WE'RE GOING TO HAVE TO FIND EVEN MORE AREAS. 
          YES, IT GIVES THE RAISE, BUT IT'S AT THE EXPENSE OF SO MUCH MORE BEING CUT WITHIN THE DISTRICT THAT I FEEL LIKE TEACHERS WOULD GET VERY UPSET ABOUT, YOU KNOW, I NEED MORE, BUT YET Y'ALL ARE JUST SITTING HERE CUTTING MORE AND MORE AND MORE. 
          AND SO I JUST PERSONALLY FEEL LIKE IF WE CAN NOT, IF WE CAN DO MODEL THREE AND WE ARE STILL GIVING THANKS. 
          A RAISE IT'S NOT A HUGE RAISE BUT A RAISE AND WE'RE NOT HAVING TO CUT AS MUCH AS IF WE WERE DOING MODEL ONE OR TWO IT'S KIND OF THAT BALANCING ACT THAT WE WERE TALKING ABOUT I THINK IT'S IMPOSSIBLE TO LOOK AT THIS YEAR'S BUDGET WITHOUT LOOKING AHEAD TO NEXT YEAR WHEN SEA WILLOW MIDDLE SCHOOL COMES ON BOARD AND WE'RE LOOKING AT AN ADDITIONAL ONE OR TWO MILLION DOLLARS IN FINDING FUNDING SO THESE CUTS MIGHT LOOK PRETTY MINOR COMPARED TO WHAT HAPPENED WE AT THE SCRAMBLING TO DO NEXT YEAR. 
          I THINK WE SHOULD KEEP THE MINIMUM THIS YEAR. 
          IF WE APPROVE MODEL ONE OR TWO WE'RE STUCK ON IT YOU KNOW THERE'S NO GOING BACK NECESSARILY NEXT YEAR WE'RE WE'RE COMMITTED TO THAT GOING FORWARD AND THEN PLUS WE'RE GONNA HAVE TO HAVE MORE LIKE YOU WERE SAYING NEXT YEAR AND IT'S JUST GONNA HAVE A COMPOUNDING EFFECT. 
          BUT I'VE ALWAYS SAID ALSO WE HAVE TO LOOK AT EVERYTHING THAT WE'RE DOING. 
          GO WITH MODEL THREE, THAT'S A SALARY INCREASE. 
          WE'VE GOT OUR OWN INSURANCE PROGRAM. 
          WE'RE GOING TO BE BRINGING A COUPLE OF HOUSING PROGRAMS ONLINE IN THE VERY NEAR FUTURE. 
          ALL OF THOSE ARE BENEFITS THAT OUR STAFF MEMBERS ARE GETTING. 
          SO, YOU KNOW, I AGREE WITH WHAT OUR PRESIDENT SAID. 
          WE'VE GOT TO LOOK NOW TOWARD OPENING ANOTHER MIDDLE SCHOOL, AND SO OUR BUDGET'S GOING TO TAKE AN ADDITIONAL HIT. 
          SO I THINK IF WE JUST FOCUS ON JUST 1%, 2%, AND 3%, THEN THAT DOESN'T LOOK LIKE A LOT. 
          BUT I THINK WE ALWAYS HAVE TO TALK ABOUT ALL OF THOSE OTHER BENEFITS THAT ARE OFFERED ALSO. 
          AND THERE'S A LOT OF DISTRICTS THAT AREN'T ABLE TO DO ANY OF IT, SO WE'RE STILL BEING ABLE TO PROVIDE SOME. 
          IT JUST MAY NOT BE AS MUCH AS WHAT WE'VE HISTORICALLY DONE, BUT WE'RE ALSO NOT GOING TO HAVE TO HISTORICALLY CUT A MILLION DOLLARS' WORTH OF STAFF. 
          DR. 
          SANCHEZ, MR. RIOS, DO YOU HAVE ANY COMMENTS? I JUST AGREE WITH EVERYTHING. 
          YOU KNOW OUR EMPLOYEES DESERVE THEY WORK HARD DAY IN DAY OUT EXCUSE ME THE WEATHER BUT THEY DO THEY WORK THEY WORK HARD FOR OUR STUDENTS YOU SEE THEM EVERY DAY JUST DO THIS FOR OUR TEACHERS SO I AGREE THAT WE SHOULD HELP NO I SUPPORT THE DISCUSSION AND I AM FOR MAKING SURE WE'RE GOING TO PROVIDE SOME INCREASES FOR OUR HOURLY BECAUSE TO ME THAT IS THE FOCUS I MEAN WE'VE DONE A LOT FOR TEACHERS THAT HAVE BEEN HERE AND BEEN LOYAL TO THE DISTRICT AND LIKE I'VE MENTIONED BEFORE THERE'S SO MANY OTHER AREAS THAT ARE BENEFITS FOR OUR EMPLOYEES DIFFERENT INCENTIVES, SO I I WILL ALSO GO ALONG WITH MODEL 3 LOVE THAT AND LET ME ALSO SAY AND 6900 STUDENTS LIKE THAT'S WHAT THERE'S JUST A BALANCE TO IT BETWEEN BETWEEN ALL OF IT SO IT'S A IT'S A BIG PROJECTION AND I I THINK WE HAVE A LOT OF GOOD DATA TO GO OVER WHAT'S HAPPENED THE PAST LIKE FIVE SIX YEARS TO BE ABLE TO HAVE A PROJECTION THAT THAT WE FEEL VERY CONFIDENT WITH BUT I'LL JUST ALWAYS JUST SAY WE'RE MAKING ALL THESE PROJECTIONS RIGHT NOW AND THEN WE'RE GONNA TURN ALL THE LIGHTS OFF FOR THE SUMMER AND THEN AS THE YEAR PROGRESSES, WE'RE GOING TO TURN THE LIGHTS ON AND WE'RE GOING TO SEE HOW CLOSE WE GOT TO THE DART BOARD. 
          MS. WEISER, MS. PULLIAM, THANK YOU FOR BRINGING THAT UP. 
          I THINK I'D BE CURIOUS TO HEAR OTHER BOARD MEMBERS. 
          YOU KNOW, WE CAME INTO THIS MEETING, MS. WEISER AND I WENT THROUGH THE PRESENTATION, AND SHE'S GONE OVER IT A BILLION TIMES, YOU KNOW, AND I'VE LOOKED AT IT A MILLION TIMES. 
          BUT THAT'S WHY WE COME TO THESE MEETINGS, TO HAVE CONVERSATIONS, AND I THINK THAT'S A... 
          IT'S A VALID POINT. 
          IT'S SOMETHING THAT I'M JUST CURIOUS TO HEAR OTHER BOARD MEMBERS, YOU KNOW, AND YOUR THOUGHTS ON THE 93 VERSUS 94 PERCENT ATTENDANCE, 93 AND A HALF, I'M NOT SURE, BUT JUST KIND OF CURIOUS GENERALLY WHAT YOUR THOUGHTS ARE WITH THAT. 
          WELL, I THINK THE WORK THAT YOU'RE DOING, THOUGH, THAT YOU'VE DONE ALL THIS RESEARCH, THAT YOU'VE MADE, I MEAN, YOU HAVE ALL THE DATA AND YOU PUT IT ALL TOGETHER, AND WITH THAT, YOU FOCUSED ON A SPECIFIC PERCENTAGE. 
          SO TO ME, IT'S LIKE THERE'S BEEN A LOT 
          [01:30:01]
OF EFFORT ON THE ATTENDANCE. 
          LIKE WE SAID, YOU GUYS IN THE BACK, YOU'VE DONE EXTREMELY. 
          TO GET TO 93% IS LIKE A MAJOR. 
          THERE'S SO MANY VARIABLES, YOU KNOW, SO I COMMEND YOU FOR THAT. 
          SO I BELIEVE THAT I'M CAUTIOUSLY OPTIMISTIC THAT 93% IS GREAT AND WE SHOULD GO WITH THAT. 
          I'M NOT, I'M A PRETTY MUCH OF A RISK TAKER GAMBLER, BUT WITH THIS, NO, I WOULD SAY 92% IS WHAT I SAY WE GO WITH. 
          AND IF IT COMES TO BEING 94, OKAY, THAT'S DIFFERENT. 
          AND I WAS JUST BRINGING UP THE 94 JUST TO SHOW, LIKE, IF WE CONTINUE ON THE PROJECTION OF WHAT WE'VE DONE. 
          BEEN DOING AND THE PRINCIPAL IS DOING SUCH AN AMAZING JOB IT'S GONNA INCREASE RIGHT I WASN'T NECESSARILY SAYING LET'S PUT IN THERE IT WAS JUST LET'S LOOK AT WHAT 94 WOULD DO RIGHT NOW I UNDERSTAND YOUR POINT AND IF WE'RE GOING UP THEN THAT 94 NOW TAKES CARE OF THAT AND I AGREE TO THE YOU KNOW THAT WE WE STILL HAVE SOME WE STILL HAVE SOME OPPORTUNITIES ON THE WINDOW TO THERE TO TO INCREASE OUR ATTENDANCE YOU KNOW AND AGAIN, THAT'S PART OF ALL THESE PROJECTIONS, AND ARE WE GOING TO HIT THESE NUMBERS? YOU KNOW, WE'RE THERE ALREADY. 
          YOU KNOW, IT'S A SAFE THING TO PUT 93 AGAIN, YOU KNOW, BUT. 
          AND I THINK THEY'VE DONE SUCH A GREAT JOB OF CREATING THAT CULTURE OF ATTENDANCE, THAT THAT CULTURE, YOU KNOW, IS JUST GOING TO GROW WITH THE NEW KIDS THAT ARE COMING IN. 
          IT'S JUST GOING TO BE AN EXPECTATION, AND SO IT'S. 
          IT'S NOT GOING TO BE IT'S SOMETHING THAT WE'RE GOING TO JUST CONTINUE TO BUILD ON THAT CULTURE OF ATTENDANCE AND SO I CAN I CAN SEE THAT NUMBER BUT IT'S NOT UNITING TO GO WITH AN ONGOING WORK THAT EFFORT I MEAN BECAUSE IT'S AN ONGOING EFFORT EFFORT BECAUSE KIDS AND FAMILIES OR WHATEVER FOR WHATEVER REASON SOMETIMES ARE MAYBE NOT AS IN THE AREA OF UNDERSTANDING THAT KIDS HAVE TO BE THERE EVERY DAY AND IF THEY DID WE'D HAVE A HIGHER HIGHER PERCENTAGE IT WOULDN'T BE LIKE SO MUCH EFFORT ON THE PART OF ADMINISTRATORS TO CONSTANTLY FOCUS ON, YOU KNOW, THAT'S THE GOAL. 
          AND THAT'S WHAT HAPPENS WHEN YOU BUILD THAT CULTURE. 
          IT'S INTERESTING THAT YOU BRING UP THE CULTURE PART OF IT BECAUSE I WAS JUST ADDRESSED, I WAS AT THE INCOMING BAND PARENT MEETING FOR THE NEW KIDS, AND ONE OF HIS, HE SAID THEIR NUMBER ONE GOAL IS INCREASED ATTENDANCE. 
          WE WANT KIDS HERE EVERY SINGLE DAY. 
          AND THAT IS THE MINDSET AND THE CULTURE BECAUSE THEY'VE GOT TO COME TO SCHOOL SO THEY CAN. 
          GO TO REHEARSAL, YOU KNOW, THINGS LIKE THAT, YOU KNOW, SO IT'S, IT IS, IT IS BECOMING PART OF THE CULTURE, YOU KNOW, LIKE COME TO SCHOOL, THAT'S WHAT IT'S ALL ABOUT. 
          SO I AGREE WITH YOU, I THINK WE'LL GET THERE. 
          IF WE DO, IT WOULD JUST BE A LITTLE GRAVY. 
          ABSOLUTELY. 
          BUT I THINK MR. LOCKHART WAS ABOUT TO MAKE A COMMENT ON WHAT MODEL HE MIGHT SUPPORT. 
          HOW DID YOU KNOW THAT? IS THAT RELATED OR SOMETHING? YOU GOT THAT LOOK. 
          YEAH, I THOUGHT MY WIFE WAS THE ONLY ONE THAT COULD READ MY MIND. 
          SO, I ALREADY TOLD YOU WHAT I WAS PASSIONATE ABOUT EARLIER, BUT THE ONLY THING I WOULD CHANGE MAYBE IS I WOULD WANT TO TAKE THAT 4% FROM MODEL 2 OR 4% FROM MODEL 2 FOR THE AUXILIARY AND DRAG IT TO MODEL 3. 
          THAT'S ONLY A $12,300 DIFFERENCE, AND SOMETHING ABOUT 4% SOUNDS A HECK OF A LOT BETTER THAN 3%. 
          AND IF NOTHING ELSE, IT'S THE... 
          BILL KNAPP AND THE CREDIBILITY THAT YOU FEEL, YOU FEEL LIKE YOU'RE APPRECIATED. 
          SO IF I WAS GOING TO CHANGE ANYTHING, DON'T GET ME WRONG NOW, MS. WEISER, YOU DO A WONDERFUL JOB. 
          IF I WAS GOING TO CHANGE ANYTHING, THAT WOULD BE THE ONLY THING I WOULD CHANGE. 
          OTHERWISE, I'M ON BOARD FOR MODEL 3 ALSO. 
          I THINK IT'S GOING TO BE CLOSER TO $100,000 DIFFERENCE. 
          YEAH, THAT'S WHAT I JUST WANTED TO SAY, ABOUT $100,000. 
          BECAUSE THERE'S TWO PAY GROUPS THAT ARE IN THE HOURLY. 
          OH, IT'S THE CLERICAL AND PARAPROFESSIONAL. 
          I DON'T THINK THEY GOT STRIPPED DOWN LIKE THE AUXILIARY PEOPLE DID WHEN THAT BIG KABOOM HIT. 
          SO I'M LESS SYMPATHETIC, NOT COMPLETELY UNSYMPATHETIC, BUT LESS SYMPATHETIC TOWARDS THEM THAN I AM THE AUXILIARY BECAUSE I WORKED WITH A LOT OF THOSE PEOPLE. 
          LIKE I SAID, SEVERAL OF THEM ARE STILL HERE. 
          IF IT'S GOING TO BE THAT MUCH DIFFERENCE, THEN EH. 
          YEAH, I THINK IT'S GOING TO BE CLOSER TO 100,000. 
          YEAH, THE CLERICAL IS WAY UP THERE. 
          I THINK THAT'S PERFECT FEEDBACK. 
          IT'S GOOD FOR US TO HEAR AS WE CONTINUE TO WORK THROUGH THIS PROCESS. 
          AS WE TRANSITION TO BALANCING, EVERY BIT HELPS BECAUSE WE'RE TALKING ABOUT A HALF MILLION DOLLAR DEFICIT, WE'RE TALKING ABOUT JOBS. 
          WE'RE TALKING ABOUT CUTTING THINGS FOR STAFF AND, YOU KNOW, ANY OPPORTUNITY THAT WE HAVE TO. 
          POTENTIALLY KEEP SOMEONE ON 
          [01:35:01]
STAFF KEEP A POSITION THAT'S SUPPORTING OUR CLASSROOM TEACHERS YOU KNOW I WANT TO TRY TO DO THAT IF POSSIBLE BUT I UNDERSTAND EVERYTHING THAT EVERYONE'S SAYING IN YOUR FEEDBACK AND IT'S GREAT FOR US TO HEAR THAT YOU KNOW BUT WE'LL GO AHEAD AND TRANSITION NOW BECAUSE I THINK THIS IS WHAT WE NEED TO GET TO AND CONTINUE THIS CONVERSATION YES SO SORRY I WAS TRYING TO THINK ABOUT HOW I COULD START IT SO ORDER TO BALANCE THE BUDGET SOMETHING THAT WE WANTED TO DISCUSS AND TO CONTINUE THIS DISCUSSION IS THAT WITH OUR DISTRICT LEADERSHIP TEAM WE HAD A WE I DON'T WANT TO SAY ACTIVITY BUT WE HAD SOME DISCUSSION LAST WEEK AND PROVIDED UNDER TAB 5 ARE THE RESULTS OF THAT AND SO WHAT WE DID WAS WE SENT OUT FOR IDEAS ON HOW TO HELP BALANCE THE BUDGET, AND THEN WE GOT TOGETHER AS A TEAM. 
          WE BROKE UP INTO SIX TEAMS, AND THEN WITH THOSE IDEAS, WE PRIORITIZED THEM. 
          AND YOU HAVE THEM IN YOU HAVE THE RESULTS OF THAT UNDER TAB FIVE. 
          AND THEN THAT'S WHAT IS JUST WANTING SOME FEEDBACK AGAIN ON HOW THE RESULTS OF THAT PLAYED OUT SO THAT WE CAN USE THAT IN ORDER TO HELP BALANCE THIS BUDGET. 
          IF IT IS HIGHLIGHTED THAT MEANS THAT IT WAS IN THE TOP FIVE MORE THAN FOUR TIMES, FOUR TIMES OR MORE. 
          I DID HAVE A QUESTION ON, AND I'M PROBABLY JUST READING IT WRONG, IT SAYS REDUCE THREE TEACHING POSITIONS. 
          CURRENTLY THERE ARE THREE SHARED BETWEEN THREE, SIX CAMPUSES. 
          SO IF THERE'S ONLY THREE ...POSITIONS BUT WE'RE LOOKING AT REDUCING THREE GT POSITIONS. 
          WILL THERE JUST BE NO GT POSITIONS AT ALL? SO THAT SUGGESTION, YOU KNOW, THAT CAME UP, IT WOULD BE A DIFFERENT MODEL. 
          YEAH, CURRENTLY WE HAVE A PULL-OUT MODEL, YOU KNOW, SO THAT WOULD BE A TRANSITION TO A DIFFERENT TYPE OF MODEL WHERE KIDS ARE NOT WOULD NO LONGER BE PULLED OUT. 
          IT WOULD REQUIRE THE STUDENTS TO BE IN A GROUP OF WITH A TEACHER WHO HAS THE 30-HOUR GT TRAINING AND CERTIFICATE AND THEIR UPDATE AND IT WOULD ALL BE KIDS BE IN ONE CLASS AT THAT POINT MAYBE NOT NO IT CAN STILL IT STILL BE CLUSTERED YOU KNOW BUT THEY WOULDN'T BE PULLED OUT THIS IS SOMETHING THAT YOU KNOW THAT IS SOMETHING THAT WOULD BE A MAJOR PROGRAMMATIC SHIFT THAT WE WOULD NEED TO YOU KNOW TO REALLY THINK DEEPLY ABOUT IF THAT'S THE DIRECTION THAT YOU KNOW THAT WE WANTED TO GO. 
          IT'S SOMETHING THAT HAS HAPPENED ACROSS MANY SCHOOL DISTRICTS. 
          IT'S SOMETHING THAT I DON'T, IT'S NOT MY PREFERENCE FOR SURE BECAUSE IT'S AN OPPORTUNITY FOR STUDENTS WHO HAVE YOU KNOW UNIQUE TALENTS TO GET SOME SPECIFIC INSTRUCTION FOR THEM. 
          MY ONLY CONCERN WITH THAT WAS WE JUST HAD A PRESENTATION ABOUT INCREASING GT KIDS AND THEN IF WE'RE GOING TO PULL BACK, WHAT WOULD THAT LOOK LIKE? THEY WOULD STILL BE SERVED, BUT IT WOULD JUST LOOK DIFFERENT. 
          IT'S A DIFFERENT MODEL WHEN YOU'RE LOOKING AT IDENTIFICATION. 
          THOUGH, TOO, IT MIGHT BE MORE KIDS PER CLASSROOM THAT GET IDENTIFIED WITHIN. 
          MY QUESTION, THINKING THAT, IS AREN'T ALL TEACHERS CERTIFIED FOR THE 30 HOURS OF GT? ALMOST ALL, BUT I THINK WE HAVE A HANDFUL THAT HAVE NOT. 
          COMPLETED THE 30 HOURS BUT I THINK IT'S MOST OF THEM YES. 
          ONE MODEL OF COURSE TALKS ABOUT EVERY CLASSROOM TEACHER THAT HAS IT PROVIDES INSTRUCTION FOR THE GIFTED KIDS WITHIN THE CLASSROOM ENVIRONMENT AND OTHER KIDS ARE ACTUALLY INVOLVED IN DOING DIFFERENT DIFFERENT KINDS OF ACTIVITIES. 
          AND THEN I HAD ANOTHER QUESTION ON REDUCING THE DEPARTMENT BUDGETS BY 5% DOES THAT INCLUDE LIKE FINE ARTS, ATHLETICS AND THINGS LIKE THAT? JEREMY, I'M SORRY, I WAS BEING ASKED A SIDE QUESTION. 
          YOU'RE FINE. 
          THE REDUCED DEPARTMENT BUDGETS BY 5%, IS THAT INCLUDING LIKE FINE ARTS, ATHLETICS, AND LIKE THOSE TYPES OF ACTIVITIES? WHEN I CALCULATED IT, I DID NOT INCLUDE DEPARTMENTS THAT WERE, FOR THIS AMOUNT SPECIFICALLY, THAT WERE DIRECTLY RELATED TO STUDENTS SUCH AS... 
          AS EVEN THOUGH WE'RE ALL RELATED TO STUDENTS BUT SUCH AS ATHLETICS OF FINE ARTS CTE AND SPED OKAY GOOD 
          [01:40:01]
BECAUSE THAT WAS GOING TO BE MY CONCERN JUST BECAUSE BEFORE PUSHING MORE KIDS TO BE A PART OF THOSE THINGS AND THEN WE'RE GOING TO REDUCE THE AMOUNT IT MAKES IT EVEN HARDER. 
          THAT AMOUNT WAS FOR DEPARTMENT BUDGET. 
          OKAY. 
          THAT ONE ALSO IS, AS I'M LOOKING AT IT, LARGELY AT THE BOTTOM. 
          SOME OF THE BIG ONES THAT THE DISTRICT LEADERSHIP TEAM HAS IDENTIFIED, THE TRS RETIREE SURCHARGE WAS ONE THAT WAS KIND OF CONSISTENTLY THERE. 
          SOMETHING THAT WE ARE CURRENTLY PAYING FOR FOLKS SO DISCONTINUING THAT IN MOST CIRCUMSTANCES, STAFF MEALS AT TRAININGS WAS ANOTHER ONE. 
          DO KIDS HAVE SOMETHING THAT OPPORTUNITY TO CUT? REDUCING CREDIT RECOVERY TEACHER IN LONGCAR HIGH SCHOOL WHICH I THINK IS A VACANCY CURRENTLY SO THAT'S THAT'S AN OPPORTUNITY BECAUSE IT'S A VACANT POSITION. 
          LOOK AT SOME OF THE OTHERS THAT WERE. 
          THOSE WERE KIND OF THE BIG ONES THAT HAD A LOT OF CONSENSUS AROUND. 
          YEAH. 
          WHAT DOES THE COLOR CODING MEAN, PURPLE, GREEN, RED, YELLOW? I'M NOT SURE I UNDERSTAND THAT. 
          THOSE ARE JUST THE DIFFERENT TEAMS. I WANT TO SAY WE HAD A RED TEAM, A YELLOW TEAM, AND THAT WAY WE WERE ABLE TO SEE. 
          WE SPLIT UP INTO SIX TEAMS. THOSE, THE RED TEAM, THIS WAS THE WAY THEY PRIORITIZED IT. 
          THE YELLOW TEAM, THAT'S THE WAY THEY PRIORITIZED IT. 
          AND THEN. 
          BETWEEN AND THEY ALL HAD DIFFERENT PERSPECTIVES AND SOME DIFFERENT IDEAS SO UM THAT'S THAT'S WHAT THE COLORS MEAN IS THAT THEY WERE JUST THE DIFFERENT DIFFERENT TEAMS AND IF THEY'RE HIGHLIGHTED THEY WERE THE REOCCURRING ONES OVER AND OVER THEY WERE IN THE TOP FIVE MORE THAN BUT THERE WERE SIX TEAMS THEY WERE IN THE TOP FIVE FOUR YES SO SOME OF THEM MAY BE HIGHLIGHTED BUT THEY'RE NOT IN THE TOP FIVE BUT THAT'S BECAUSE THEY WERE IN THE TOP FIVE FOUR TIMES ANOTHER THERE ARE ALSO SOME THINGS THAT WE PAUSED ON AS WELL JUST TO SEE HOW THESE CONVERSATIONS GO, SUCH AS WE HAVE THE OLD SRAS AT THE ELEMENTARY LEVEL. 
          AS THOSE FOLKS RESIGN, PAUSING AND NOT FILLING THOSE POSITIONS, WE'VE HAD A HANDFUL OF, I THINK, FIVE OR SIX OF THOSE FOLKS WHO HAVE RESIGNED, AND THOSE VACANCIES ARE ALREADY THERE. 
          WE HAVE A COUPLE OF... 
          POSITIONS AT LDMC WHERE FOLKS HAVE RESIGNED, LOOKING AT DO WE HAVE TO FILL THOSE, ARE THERE OTHER WAYS THAT WE CAN SUPPORT THE STUDENTS AT LDMC WITHOUT CONTINUING TO FILL THOSE POSITIONS. 
          SO SOME OF THESE THINGS AS WELL, THEY'RE COMING UP AS OPPORTUNITIES AS PEOPLE RESIGN, AND SO WE'RE CONSIDERING FILLING THEM. 
          CAN YOU EXPLAIN THE PERCENTAGE? SO THAT WOULD BE, SO WE, THE, INSTEAD OF SAYING, MANY DISTRICTS AND EVEN OVER THE 20 YEARS I'VE SEEN WHEN WE HAVE MOMENTS LIKE THIS IN BUDGETS WHERE THEY'LL FREEZE TRAVEL AND THEY'LL SAY NEXT YEAR, NO PD, WE'RE NOT GOING TO DO THAT, WE'RE GOING TO HOLD TIGHT. 
          THIS IS MORE IN THE LINE OF A PERCENTAGE REDUCTION SO THAT IT JUST MAYBE WOULD CREATE SITUATIONS OF. 
          WHERE WE MAYBE GO EVERY OTHER YEAR OR WE LOOK AT MAYBE A VIRTUAL OPTION SO WE'RE NOT SAYING NONE TAKING IT OUT ALL THE WAY BUT JUST IF WE DO A PERCENTAGE REDUCTION THEN WE JUST MIGHT HAVE A LITTLE BIT OF CHANGES ON HOW UH HOW PD MIGHT BE HANDLED NEXT YEAR AND THE DECISIONS THAT ARE MADE THAT'S 75 000 IT'S JUST A PERCENTAGE SO WHAT WOULD IT LOOK LIKE IF IT WAS IF YOU DID SAY OUR TRAVEL THIS YEAR HAS BEEN AROUND 270,000, SO THAT WOULD BE A PERCENTAGE OF IT. 
          BUT WE DO A LOT OF STAFF DEVELOPMENT FOR UNLOCKING POTENTIAL OF OUR STAFF, AND SO THAT'S WHERE THE PERCENTAGE, NOT EVEN 50% OF IT, WOULD BE, LET'S PUT THIS IN AN IMPORTANT GOAL. 
          I CAN SAY PHILOSOPHICALLY AS A SUPERINTENDENT OF A LEARNING ORGANIZATION IS TO WHERE QUITE LITERALLY WHAT WE DO IS EDUCATE AND TEACH STUDENTS, AND WE'RE ALSO TRYING TO MODEL THAT WE'RE LEARNERS AS WELL. 
          WIPING IT OUT COMPLETELY GIVES ME A LITTLE HEARTBURN. 
          NO, I JUST SAID FREEZE IT FOR A YEAR. 
          OR FREEZING IT FOR A YEAR. 
          AND I ALSO THINK THAT WE CAN BE, WE HAVE AN OPPORTUNITY TO MAYBE BE STRATEGIC IN SOME OF, YOU KNOW, IF YOU HAVE A DEPARTMENT OF FOLKS WHO TEACH A CERTAIN CONTENT. 
          DO THEY ALL HAVE TO GO EVERY 
          [01:45:01]
YEAR OR CAN YOU PUT THEM ON EVERY OTHER YEAR CYCLE? AND LIKE THERE ARE JUST SOME WAYS THAT MAYBE WE CAN BE A LITTLE MORE STRATEGIC WHILE IT'S THE IDEAL IS LETTING EVERYONE GO EVERY YEAR BUT IN A BUDGET SITUATION CAN WE CYCLE SOME OF THIS? THESE TRAININGS AND HAVE COHORTS OF PEOPLE ATTENDING TRAININGS INSTEAD OF THE ENTIRE DEPARTMENT GOING. 
          CAN WE SEND ONE PERSON, THAT PERSON COME BACK AND TRAIN? YEAH, JUST THOSE TYPES OF THINGS, AND THAT'S WHY WE STARTED WITH 75,000 INSTEAD OF THE ENTIRE 270,000. 
          DOES THAT NUMBER INCLUDE BOARD, LIKE US GOING TO BOARD TRAINING? NO, JUST EMPLOYEES ONLY. 
          OKAY. 
          YEAH, AND IT ALSO DOESN'T INCLUDE LIKE TRAVEL WITH STUDENTS TO EVENTS OR ANYTHING LIKE THAT. 
          BUT LET ME ALSO SAY IF WE WERE TO FREEZE OR IF WE WERE TO SAY WE'RE NOT GOING TO DO THAT, WE KNOW THAT THAT'S A GOAL OF OURS. 
          AND SO EVEN FOR ONE YEAR, THEN WE HAVE TO ADD IT BACK IN WHEN WE ARE IN NEED OF DOING IT AGAIN. 
          SO THAT WAS ANOTHER THOUGHT OF STRATEGICALLY LIKE, WELL, LET'S KIND OF OFFER, IF WE DO A PERCENTAGE REDUCTION IN IT, THEN IT'S JUST CAUSING US TO BE A LITTLE BIT STRATEGIC, BUT WE'RE STILL. 
          HAVING THE ABILITY TO GO AND UNLOCK POTENTIAL THROUGH LEARNING. 
          NICOLE, I HAVE A QUESTION. 
          THESE GROUPS, THESE COLORED GROUPS, ARE THEY ALL STAFF, TEACHERS? I MEAN, WHO IS IT? THOSE ARE DISTRICT LEADERSHIP TEAMS. OKAY, DISTRICT LEADERSHIP. 
          SO THAT INCLUDES PRINCIPALS, DIRECTORS, SOME COORDINATORS AS WELL. 
          DO YOU THINK IT WOULD LOOK DIFFERENTLY IF THE TEACHERS WERE LOOKING AT IT? HOW DO YOU THINK IT WOULD LOOK? I THINK IT COULD MAYBE POTENTIALLY LOOK DIFFERENT AS FAR AS THE IDEAS OR SOMETHING BUT I THINK THAT I THINK THAT THEY'RE THAT DLT REPRESENTS WHAT IS GOING ON AT THE CAMPUSES AND SO THAT'S HOW THE IDEAS COME FORWARD AND AND THAT'S WHERE THEIR PRIORITIES COME WELL I CAN I CAN TELL YOU TOO YOU KNOW WE JUST HAD OUR OUR STAFF FORUM A COUPLE WEEKS AGO YOU KNOW MYSELF AND MR. WRIGHT HAVE MET WITH OUR OUR STAFF A LOT SO I FEEL COMFORTABLE SAYING THIS BECAUSE THIS IS WHAT OUR TEACHERS HAVE TOLD US. 
          FIRST AND FOREMOST, PAY IS INCREDIBLY IMPORTANT TO OUR STAFF, BUT I KNOW THAT OUR TEACHERS ALSO ADVOCATE FOR THEIR AIDES, FOR THEIR CLERICAL STAFF AND OFFICE STAFF BECAUSE THEY SUPPORT THE TEACHERS IN THEIR WORK, AND SO THEY DO ADVOCATE FOR THOSE FOLKS. 
          SO WHEN WE'RE CUTTING THINGS OR IT COMES TO PAY, THEY DO CARE ABOUT IT. 
          THEY'RE NOT SELFISH AND JUST ONLY WANT TO TAKE CARE OF THEM BECAUSE THEY SEE IT AS A TEAM ON THEIR CAMPUSES. 
          AND I THINK MOST TEACHERS, NOT ALL, BUT MOST TEACHERS WOULD SAY THAT. 
          THE CHALLENGE IS NO ONE WANTS TO CUT EVERYTHING BECAUSE YOU THE REASON WHY EVERY SINGLE ONE OF THESE ITEMS IS IN OUR BUDGET IS BECAUSE WE NEEDED THEM AND WILL CONTINUE TO NEED THEM. 
          THAT NEED IS NOT GOING AWAY. 
          OUR JOB AS LEADERS, IN MY OPINION, IS TO HAVE, WE HAVE TO MAKE THE HARD DECISIONS WITH THE FUNDING THAT WE RECEIVE FROM THE STATE OF TEXAS. 
          AND, YOU KNOW, AND THAT'S WHAT WE'RE HERE TO DO. 
          WE'RE HERE TO MAKE RECOMMENDATIONS TO THE BOARD. 
          THE BOARD IS HERE TO MAKE. 
          MAKE THOSE FINAL DECISIONS AND EITHER APPROVE OR DENY THOSE RECOMMENDATIONS. 
          I JUST DON'T, I'M NOT SO SURE HOW, WHAT THAT WOULD LOOK LIKE SPECIFICALLY IF THEY WOULD HAVE OTHER IDEAS. 
          I KNOW THAT WE'VE THOUGHT, WE'VE EXAMINED OTHER SCHOOL DISTRICTS, WE'VE HAD ALL OF OUR DISTRICT LEADERS OFFER IDEAS. 
          THESE ARE SOME OF THE, I GUESS. 
          14 IDEAS THAT WE HAVE ON SOME BUDGET SAVING OPPORTUNITIES. 
          WE HAVE MORE THAN WHAT IS NEEDED, ESPECIALLY WHEN YOU LOOK AT HALF A MILLION DOLLAR DEFICIT FOR THAT THIRD. 
          I JUST BROUGHT THAT UP. 
          I'VE JUST ALWAYS BEEN A BOOTS ON THE GROUND KIND OF GUY. 
          I LIKE TO KNOW WHAT THE PEOPLE ON THE STREET ARE, WHAT THEY THINK. 
          BECAUSE I'M GOING TO BE VERY HONEST WITH YOU. 
          AS A BOARD MEMBER, I DON'T KNOW WHAT NEEDS TO BE CUT. 
          I DON'T BECAUSE I'M NOT WITH YOU EVERY DAY, NOT A BOOTS ON THE GROUND HERE IN THE DISTRICT. 
          BUT I ALWAYS LIKE TO SEE, YOU KNOW, THE PEOPLE WHO ARE RIGHT THERE IN THE THICK OF IT. 
          I ALWAYS LIKE TO HEAR WHAT THEY HAVE TO SAY. 
          AND I ALWAYS LIKE TO HEAR THEIR IDEAS OR THEY LOOK AT THIS AND SAY, WELL, WHAT IF WE CUT THIS, DO THIS, DO THAT? YOU KNOW, THAT'S JUST ME. 
          THAT'S WHY I ALWAYS ASK THOSE KIND OF QUESTIONS. 
          I'M ALWAYS CURIOUS TO HEAR, YOU KNOW, WHAT OTHER PEOPLE THINK. 
          NOT TO SAY THAT OUR LEADERSHIP'S NOT IN TOUCH OR ANYTHING LIKE THAT, BUT THEY'RE A LITTLE BIT REMOVED. 
          YOU KNOW, THE MORE YOU GET OUT OF THE CLASSROOM, YOU BECOME JUST A LITTLE BIT MORE REMOVED THAN THOSE WHO ARE DAY IN, 
          [01:50:01]
DAY OUT. 
          THAT'S MY PRIMARY ROLE, YOU KNOW. 
          THAT'S WHY I WAS BRINGING IT UP. 
          I UNDERSTAND. 
          WITH THE UTMOST RESPECT, WE'LL PUSH BACK A LITTLE BIT IN THAT THE THINGS THAT WE'RE TALKING ABOUT ARE SYSTEMIC AND PROGRAMMATIC IN NATURE THAT TEACHERS, MAYBE MOST OF THESE THINGS DON'T, THEIR DAY-TO-DAY DON'T AFFECT THEM. 
          LIKE THE TRS SURCHARGE, IF WE CUT THAT, IT DOESN'T NECESSARILY AFFECT THEM DIRECTLY DAY-TO-DAY. 
          IF WE CUT STAFF MEALS AND TRAININGS, IT DOESN'T NECESSARILY DISRUPT THEM. 
          WHAT I'M HEARING FROM TEACHERS IS OUR REQUEST FOR MORE THINGS THAT THEY NEED. 
          SO I THINK IT WOULD BE VERY CHALLENGING WHEN THEY'RE ASKING FOR MORE TO SAY, OKAY, WELL, TELL US WHAT THINGS I NEED TO CUT THAT MAYBE AREN'T CLASSROOM SPECIFIC. 
          IF WE WERE GETTING INTO THE TEACHERS, CLASSROOMS, I THINK ABSOLUTELY THAT WOULD BE AN IMPORTANT THING TO DO. 
          I'M NOT SO SURE HOW MANY OF THE THINGS THAT WE'RE LOOKING AT HAVE DIRECT DAY-TO-DAY CLASSROOM INFLUENCES. 
          I HAD A QUESTION. 
          WHAT ABOUT ADMINISTRATORS, CAMPUS PRINCIPALS WERE PART OF THE GROUPS? YES MA'AM. 
          WELL TO ME THAT'S THE MAJOR, I UNDERSTAND WHAT YOU'RE SAYING MR. GUYTON, BUT I DO BELIEVE THAT THE CAMPUS LEADERSHIP HAS THE EYE ON THE PULSE OF THE CLASSROOMS AND WHAT'S GENERALLY WHAT IS HAPPENING AND WHAT THE NEEDS ARE AND I'D SAY IF THEY DIDN'T HAVE INPUT I WOULD SAY OKAY WAIT A MINUTE IF THE CAMPUS PRINCIPALS DON'T HAVE THAT YOU KNOW THAT THEY SHOULD HAVE SOME SAY IN WHAT BUT I DO THINK THAT THEY'RE PART OF THIS GROUP AND THEY ALSO WERE PART OF THE DISCUSSION AND I FEEL COMFORTABLE THAT AS MUCH WORK AS YOU GUYS DO NORMALLY WHEN YOU'RE TRYING TO MAKE A DECISION I FEEL CONFIDENT THAT YOU GUYS HAVE DONE A LOT OF WORK TO LIST THOSE THINGS THAT POTENTIALLY WOULD BE THE BEST AREAS THAT YOU CAN CUT AND WON'T IMPACT CLASSROOM TEACHERS. 
          SO THAT'S KIND OF WHAT I WOULD SAY. 
          AS MUCH. 
          RIGHT, RIGHT. 
          BECAUSE, YEAH, YEAH, I MEAN, OF COURSE, I KNOW EVERYBODY WOULD LIKE MEALS. 
          I MEAN, COME ON. 
          MOST OF YOU WOULD WANT MEALS WITH YOUR TRAINING. 
          BUT THOSE ARE AREAS THAT, YOU KNOW, YOU GUYS UNDERSTAND WHAT STUDENT ACHIEVEMENT MEANS AND WHAT YOU REALLY WANT TO PRIORITIZE AS NEEDS. 
          AND I'D SAY, YOU KNOW, THOSE THINGS THAT ARE COMING OUT HIGHLIGHTED ARE THOSE THINGS THAT SOUNDS LIKE THOSE ARE AREAS THAT YOU GUYS HAVE DONE A GOOD JOB OF IDENTIFYING. 
          THANK YOU FOR GOING THROUGH THAT DEPTH, BECAUSE I DO BELIEVE EVERY TIME YOU BRING SOMETHING TO US, I FEEL CONFIDENT THAT YOU'VE DONE A LOT OF WORK TALKING AND RE-TALKING, GROUPING AND RE-GROUPING. 
          SO I'M SAYING THAT I APPRECIATE THE WORK THAT YOU GUYS DO. 
          THAT YOU'RE CONSIDERED ABOUT WHAT THE GOALS ARE AND WHAT WE WANT TO ACCOMPLISH FOR 2028 AND I KNOW YOU'RE ALWAYS REVISITING WHAT OUR GOALS ARE AND SEE WHAT ACTIVITIES WE NEED TO CHANGE OR JUST LIKE WE'RE DOING TONIGHT TRYING TO CONSIDER WHICH GROUPS OF INDIVIDUALS NEED ADDITIONAL PAY SO IT'S AN ONGOING FOCUS AND I COMMEND YOU FOR DOING THAT BECAUSE I DO KNOW THAT THERE ARE DISTRICTS THAT WILL JUST TOP DOWN AND WE DON'T CARE WHAT ANYBODY ELSE SAID THE SUPERINTENDENT'S GONNA SAY IT AND THAT'S AND THE BOARD LIKE WHATEVER SO I COMMEND YOU FOR THE WORK THAT YOU DO TO GIVE US THE INFORMATION THAT WE NEED TO MAKE DECISIONS. 
          I THINK YOU DO A GREAT JOB OF DOING THAT. 
          QUESTION. 
          YES, SIR. 
          LHS TESTING COORDINATOR. 
          IT'S ON ALL THE LISTS. 
          HOW LONG HAS THAT BEEN A THING? HOW LONG HAS THE POSITION BEEN A THING? IS THAT WHAT YOU MEAN? I BELIEVE WE ADDED IT IN 2023. 
          I REMEMBER. 
          I WAS GOING TO SAY THREE OR FOUR YEARS. 
          I WOULD SAY. 
          IT IS ON THE LIST BUT IT DOES DOESN'T EVEN CRACK THE TOP 12. 
          YEAH IT'S NOT EVEN HIGHLIGHTED IT'S REALLY REALLY LOW I KNOW THEY THEY PUSHED FOR IT A COUPLE YEARS AGO BECAUSE IT WAS SUCH A BIG NEED ESPECIALLY LIKE AT THE HIGH SCHOOL AND JUNIOR HIGH COORDINATING ALL OF THE I BELIEVE IT WAS 2023 IT MIGHT HAVE BEEN 2022. 
          I THEY'RE ALL IT WAS A COUPLE YEARS AGO IT WAS A WHILE AGO BUT THE SO LET ME BACK UP AND SAY THAT THE THE PURPOSE OF THE PROCESS OF THIS WAS TO BE ABLE TO PRIORITIZE IT SO THAT WE WOULD BE ABLE TO SEE WHERE THE IDEAS THAT WERE BROUGHT IN WHERE THEY ACTUALLY FALL IN LINE AND SO WITH IT FALLING TO THE BOTTOM IT KIND OF COMMUTES COMMUNICATES TO US LIKE OKAY THAT'S NOT I WAS JUST CURIOUS ABOUT WHAT KIND OF DUTIES THAT ENTAILS BECAUSE IT'S JUST FOR THE HIGH SCHOOL WHEN I WAS IN SCHOOL IN THE SCHOOL AND I KNOW WE'VE INCREASED SOMEWHAT, BUT AN ADMINISTRATOR, AP, 
          [01:55:01]
USUALLY HAD TO DO THAT. 
          AND I KNOW WHEN I WAS AT PRIDE, THAT BECAME ONE OF MY SPECIAL TREATS. 
          ...TO DO IT FOR THE ENTIRE DISTRICT WITH NO EXTRA COMPENSATION. 
          WE'RE GOING BACK IN TIME, SAM. 
          SO I'M JUST WONDERING WHY YOU NEED $65,000 FOR SOMEBODY TO DO SOMETHING THAT I WAS ONLY ABLE TO GET A LITTLE BIT OF MONEY BECAUSE I WAS THERE ALL SUMMER LONG. 
          YOU DIDN'T GET ANY PAY, RIGHT? EXTRA PAY, RIGHT? NO, IT WAS COMPENSATED BECAUSE I HAD TO PROVE TO THE SUPERINTENDENT THAT I WAS THERE EXTRA DAYS DURING THE SUMMER BEFORE I WAS COMPENSATED. 
          SO I DID A COUPLE YEARS. 
          BECAUSE I'M A SPECIAL GUY, BUT I'M JUST WONDERING IF IT'S GOING TO BE 65 GRAND FOR THAT JOB, THEN IT SHOULD AT LEAST COVER THE JUNIOR HIGH AND HIGH SCHOOL, BECAUSE IT AIN'T ROCKET SCIENCE. 
          IT IS A LOT OF WORK, AND IT'S A PAIN IN THE REAR END, AND YOU HAVE TO BE A LITTLE OCD TO DO IT. 
          BUT I DON'T KNOW THAT YOU COULDN'T DO IT WITH A... 
          WHY DON'T YOU VOLUNTEER TO HELP IN THAT AREA? I'D BE EXCITED, ECSTATIC TO HELP. 
          I KNOW YOU WOULD. 
          I DON'T UNDERSTAND, I MEAN, WHY COULDN'T IT BE... 
          STIPEND INSTEAD OF, THAT'S LIKE A REGULAR, THAT'S EVEN BETTER THAN A REGULAR SALARY FOR A LOT OF PEOPLE. 
          IT'S NOT REALLY HIGHLIGHTED THOUGH. 
          IT'S NOT ONE OF THE AREAS. 
          WE WERE LOOKING AT ALL TYPES OF IDEAS. 
          THAT'S HOW IT GOT. 
          I WANT TO KNOW WHAT KIND OF BANG FOR OUR BUCK WE'RE GETTING THERE. 
          I MEAN, IF THIS PERSON IS BUSY ALL THE TIME AND THEY AREN'T, I THINK THERE'S A LOT OF NEW THINGS THAT YOU KNOW, 504S, DYSLEXIA GOING IN, YOU KNOW, ACC, ALL THE SAT, ACT, AP. 
          IS ALL OF THAT INCLUDED IN IT? YES, SIR, THEY DO. 
          ALL THE ACT, ACT? YES, SIR. 
          THEY USED TO BE A COUNSELOR. 
          YEAH, THEY DO ALL TYPES OF TESTING ASSESSMENT. 
          YOU KNOW OUR NUMBERS OF SPECIAL ED CONTINUE TO RISE YOU KNOW WE'RE NOW OVER 20% WHEN YOU CONSIDER DYSLEXIA SPECIAL ED SO NOT TO DIMINISH ANYTHING THAT YOU KNOW HAPPENED IN THE PAST BUT I DO THINK THAT YOU KNOW SINCE CONSOLIDATING GOING 9-12 AT WITH LOCKHART HIGH SCHOOL AND YOU KNOW LOCKHART HIGH SCHOOL WILL GROW INTO 2,000 STUDENTS INCREASE IN TESTING NEXT YOU KNOW IN THE COMING YEARS, WE'RE GOING TO HAVE THREE-STAR EOC TESTS INSTEAD OF JUST ONE AT THE END OF THE YEAR. 
          SO, I MEAN, I THINK THERE'S CERTAINLY A NEED, AND, YOU KNOW, IT'S JUST, BUT AGAIN, EVERYTHING'S A NEED. 
          WE DON'T HAVE A SINGLE POSITION IN THE DISTRICT THAT I COULDN'T SIT HERE AND TELL YOU WHY WE NEED IT AND HOW VALUABLE THAT POSITION IS. 
          THE UNFORTUNATE SITUATION IS THAT WE DON'T HAVE ENOUGH FUNDING FROM THE STATE OF TEXAS TO CONTINUE. 
          ALL OF THOSE POSITIONS. 
          SO WE'RE HAVING TO HAVE THESE HARD CONVERSATIONS ABOUT WHAT ARE WE GOING TO PRIORITIZE, YOU KNOW, WHEN EVERYTHING'S IMPORTANT. 
          I CAN'T BELIEVE YOU SAID THAT. 
          THE STATE IS NOT ADEQUATELY FUNDING US. 
          MY DEAL IS, IF IT'S ON THE LIST, AND IT'S NEEDED, AND IT'S IMPORTANT, AND THE PERSON IS DOING THEIR JOB AND WORKING HARD, IT SHOULDN'T BE ON ANY OF THE LISTS, MUCH LESS ALL OF THE LISTS. 
          I DON'T CARE IF IT'S THE TOP 12 OR THE TOP THREE. 
          IF IT'S THAT IMPORTANT, SOMEBODY SHOULD HAVE HAD A CONVERSATION, OH, THAT'S TOO IMPORTANT, WE CAN'T TOUCH IT. 
          INSTEAD OF ME LOOKING AT IT GOING, WHAT? BECAUSE, YOU KNOW, I'M LOOKING AT IT FROM A DIFFERENT POINT OF VIEW. 
          I'M LOOKING AT IT AS SOMEBODY THAT'S DONE THAT ON A DISTRICT LEVEL, AND I'M GOING, WHAT? MY POINT OF VIEW IS A LOT DIFFERENT THAN OTHER DUTIES. 
          SOMETIMES YOU GET DUTIES THAT YOU SHOULDN'T HAVE GOT. 
          SO ALL OF THE ESCHER POSITIONS YOU SAID, REMIND ME WHAT YOU SAID ABOUT THAT AGAIN. 
          THOSE WERE TEACHERS AID, ESCHER. 
          OKAY, AND THOSE ARE GOING AWAY AS THEY. 
          SO, WELL, NOT NECESSARILY. 
          I MEAN, THIS IS WHY WE'RE HAVING THESE CONVERSATIONS. 
          SOMETHING HAS TO GO AWAY. 
          BUT THAT, YOU KNOW, AS PEOPLE STARTED TO RESIGN, YOU KNOW, IT WOULD HAVE BEEN IRRESPONSIBLE FOR ME TO START FILLING THOSE POSITIONS ONLY TO, YOU KNOW, SO THAT'S WHAT. 
          MY STRATEGY WAS, WELL, WE'RE GOING TO HOLD ON THOSE. 
          WE'RE NOT GOING TO FILL THEM BECAUSE WE SHOULDN'T HIRE PEOPLE THAT WE'RE GOING TO HAVE TO JUST LAY OFF NEXT YEAR ANYWAYS. 
          AGAIN, ALL OF THESE THINGS ARE NEEDED. 
          BUT IF WE HAVE SIX PEOPLE WHO RESIGNED ALREADY IN THESE POSITIONS OUT OF THE 12, THAT'S SIX PEOPLE WHO WE'RE NOT HAVING TO HAVE A CONVERSATION WITH ABOUT NOT HAVING A JOB ANY LONGER JUST THROUGH ATTRITION, THOSE POSITIONS GOING AWAY. 
          BECAUSE THEY WERE FUNDED 
          [02:00:01]
BY US, THEY'RE RIGHT, BUT THEN NOW IT WOULD FALL UNDER US. 
          CORRECT. 
          AND THERE'S SIX OPEN. 
          YES, AND THERE ARE SIX MORE IN THERE. 
          THE DECISION THAT WE'RE GOING TO HAVE TO MAKE VERY QUICKLY IS, WHAT DO WE DO WITH THOSE OTHER SIX POSITIONS? DO WE CONTINUE? DO WE SAY, NO, WE NEED ALL 12? WE NEED TO POST THEM AND HIRE THOSE SIX VACANCIES THAT WE HAVE? BUT AGAIN, I JUST HAVE TO REMIND THE BOARD, WE'RE AT A DEFICIT. 
          WE WANT TO GIVE A RAISE. 
          WE'RE GOING TO CERTAINLY BE AT A DEFICIT. 
          AND, YOU KNOW, SOMETHING IS GOING TO HAVE TO GIVE, AND WE'RE GOING TO HAVE TO STOP DOING SOMETHING. 
          MS. WEISER, YOU WANT TO CONTINUE? HAPPY TO CONTINUE. 
          OKAY, SO AS WE LOOKED, WE TALKED ABOUT... 
          WHERE THE BUDGET WAS BALANCING THE BUDGET NOW WE'LL TALK ABOUT THE TAX RATE SO THERE ARE TWO TABS ONE OH YEAH WE'RE ALL THE WAY BACK TO TAB ONE THERE'S NOTHING SPECIAL THERE'S NO SPECIAL TAB FOR THE TAX RATE SO WE HAVE TWO TIERS OF OUR TAX RATE WHICH IS OUR COMPRESSED RATE WHICH IS SET BY THE TEXAS EDUCATION AGENCY WE DON'T GET IT UNTIL AUGUST 5TH BUT WE STILL HAVE TO CREATE A BUDGET BASED ON WHAT WE THINK THAT COMPRESSED TAX RATE IS GOING TO BE. 
          SO WHEN WE LOOK AT OUR 2526 TAX RATE, WHICH IS FOR TAX YEAR OF 2025, IT GOES THROUGH THE DIFFERENT PIECES OF OUR TAX RATE. 
          WE HAVE OUR M&O COMPRESSED RATE, WHICH IS AGAIN FROM TA, OUR GOLDEN PENNIES, WHICH WE HAVE THE MAX OF EIGHT, AND OUR INS RATE FOR A TOTAL OF, TAX RATE OF 93.96 PENNIES. 
          AND THEN WHEN WE LOOK OVER TO 2627, WE SEE A PROJECTED M&O COMPRESSED TAX RATE OF 57.68 PENNIES, 8 GOLDEN PENNIES, AND AN INS TAX RATE OF 28.8 PENNIES FOR A TOTAL PROJECTED TAX RATE OF 94.48 PENNIES. 
          THAT'S DUE TO THE TAX DECREASE. 
          YES. 
          SO WHEN WE HAVE BONDS AND WE PROJECT OUT THE NEXT SEVERAL YEARS AFTER THE BOND IS SOLD, WE PROJECT CERTAIN TYPES OF GROWTH IN OUR PROPERTY VALUES, WHICH LAST YEAR WAS 6%, THE YEAR BEFORE THAT WAS 16, AND YEARS BEFORE THAT WERE 15, 21. 
          I MEAN, WE WERE HAVING SOME HIGH GROWTH, BOTH FOR... 
          INCREASED VALUES AND THEN ALSO INCREASE JUST NEW NEW RESIDENTIAL COMMERCIAL PROPERTY THAT WE HAVE IN LOCKHART I SEE AND THIS YEAR WITH THE WITH THE DECLINE IN OUR GROWTH NOT GROWING AS MUCH WE ONLY GROW 3% WE STILL HAVE TO MAKE OUR IMS DRIVEN BY HOMESTEAD EXEMPTION INCREASE AND IN THE MARKET YEAH BOTH BOTH BECAUSE YOU HAVE A WE HAVE VALUE UH CHANGES WITH OUR EXISTING PROPERTIES SO WHILE WE DO HAVE A THREE PERCENT INCREASE THE PER THE THAT IS NOT WHAT HAS BEEN TRENDING THE PAST FIVE OR SIX YEARS RIGHT SO THAT OR EVEN MORE HALF OF A PENNY HALF OF A PENNY UM OVERALL TAX RATE ON THE AVERAGE HOMEOWNER MEANS WHAT ON THEIR MONTHLY BILL A LITTLE ABOUT A DOLLAR IT'S ABOUT ONE DOLLAR FOR THE AVERAGE HOME AT THE SAME VALUE THAT THE AVERAGE HOME WAS LAST YEAR. 
          WHEN WE RECEIVE OUR AVERAGE HOME VALUES WE'LL SEE THAT THEY THAT WILL HAVE ABOUT A FIVE PERCENT CHANGE. 
          BUT IF YOUR MARKET WENT DOWN EXACTLY THEN YOU'LL SEE A DECREASE. 
          YES AND I'M GOING TO OUTWEIGH THE INCREASE. 
          YES OF THE HALF A PENNY WHICH IS ABOUT A DOLLAR A MONTH. 
          IT WILL AFFECT NEW HOME BUYERS DIFFERENTLY THAN THE CURRENT. 
          EXISTING. 
          AND... 
          WE WON'T KNOW WHAT THE NEW AVERAGE TAXABLE VALUE OF A HOME IS UNTIL JULY SO AGAIN THIS IS ALL PROJECTING SOMETHING THAT WE DON'T THAT WE WON'T GET FINALS UNTIL JULY AND AUGUST HOWEVER WE DO THIS IS WHAT WE ARE PROJECTING THE BUDGET FOR RIGHT NOW UM SO THAT IS OUR TAX RATE THE NEXT STEPS ARE THAT WE WILL, ON MAY 11TH, WE'RE GOING TO REVIEW OUR 
          [02:05:03]
PUBLIC HEARING DATE THAT WE HAVE TO PUT IN THE NEWSPAPER, AS WELL AS OUR PROPOSED TAX RATE THAT WE ALSO HAVE TO PUT IN THE NEWSPAPER. 
          NO MORE THAN 30 DAYS, BUT NO LESS THAN 10 DAYS BEFORE WE ADOPT OUR BUDGET AT THE END OF JUNE. 
          ON MAY 11TH, WITH THE DISCUSSION THAT WE HAVE THIS EVENING, IT LOOKS LIKE WE SHOULD BE ABLE TO BRING A COMPENSATION PLAN TO YOU IN ONE WEEK FROM THIS EVENING. 
          ON JUNE 1ST, WE WILL HAVE OUR FINAL BUDGET WORKSHOP. 
          WE'RE NOT IN A LEGISLATIVE SESSION THIS YEAR. 
          SO JUNE 1ST, WE SHOULD REALLY BE ABLE TO WRAP EVERYTHING UP AND ALLOW YOU ALL TO SEE WHERE THE BUDGET IS. 
          MS. WEISER, I JUST WANT TO MAKE A COMMENT. 
          LIKE OUR, AFTER HEARING TONIGHT'S CONVERSATION, OUR PLAN WILL BE TO BRING A RECOMMENDATION ON MAY THE 11TH. AND I THINK THAT GIVES US SOME FLEXIBILITY. 
          IF THE BOARD DOESN'T LIKE OUR RECOMMENDATION, WE STILL HAVE ANOTHER MEETING WHERE WE CAN COME BACK AND DO THAT. BUT AT THE SAME TIME. IT GIVES SOME CLARITY TO OUR STAFF ON, OKAY, THIS IS THE RAISE THAT THEY'RE GETTING, ET CETERA. AND THEN ON JUNE 22ND, WE WILL HAVE OUR REGULAR MEETING, OUR REGULAR BOARD MEETING. 
          AT THE BEGINNING OF THAT MEETING, WE'LL HAVE OUR PUBLIC HEARING ABOUT THE BUDGET, AND THEN WE'LL ADOPT THE BUDGET LATER IN THE BOARD MEETING. AND THEN IN AUGUST, WE WILL HAVE OUR TAX RATE ADOPTION FOLLOWING THE TEA SETTING OUR COMPRESSED RATE. 
          AND ONCE WE GET OUR FINAL VALUES IN JULY CERTIFIED SO THOSE ARE THE NEXT STEPS IN OUR BUDGET WE'VE HAD A LOT OF QUESTIONS AND CONVERSATIONS THIS EVENING I APPRECIATE THAT VERY MUCH UM DO Y'ALL HAVE ANY ADDITIONAL QUESTIONS OR COMMENTS DO YOU THINK YOU'VE GOT ENOUGH INFORMATION FROM US I'M JUST WONDERING PUT TOGETHER EVERYTHING I THINK SO UM YEAH, I THINK, YOU KNOW, WE'LL GO BACK, ALWAYS GO BACK AND WATCH THE VIDEO AGAIN JUST TO LISTEN AGAIN. BUT I FEEL LIKE YOU GUYS HAVE GIVEN US SOME DIRECTION THAT, YOU KNOW, WE'LL MAKE SOME RECOMMENDATIONS. AND, AGAIN, I'M NOT SAYING THAT, YOU KNOW, I KNOW EXACTLY AND PREDICT, BUT I FEEL LIKE WE HAVE ENOUGH INFORMATION. I DO LIKE THAT WE GOT THE PRESENTATION. YOU'RE WELCOME. YOU'RE WELCOME. THERE WERE A LITTLE BIT OF UPDATES LIKE THIS ONE. INCLUDES ATTENDANCE FROM LAST WEEK AND I WOULD HAVE MADE SOME UPDATES FROM WHEN I SENT IT OUT BECAUSE I WANTED TO PUT ATTENDANCE IN FROM LAST WEEK BUT SO IT'S A LITTLE BIT DIFFERENT BUT I'M GLAD THAT YOU HAD SOME TIME TO GO THROUGH ALL 65 SLIDES 
          [Consider and/or Approve Staffing for the 2026-2027 School Year]
OKAY IF THAT'S ALL THE QUESTIONS BOARD THANK YOU MISS WEISER WE WILL MOVE ON TO ITEM FOR COMMUNICATION ACTION A CONSIDER AND ARE APPROVED STAFFING FOR THE 2026 2027 SCHOOL YEAR I THINK MS WEISER COVERED THAT IN HER PREVIOUS PRESENTATION SO IF ANYBODY DON'T HAVE ANY OTHER QUESTIONS WE'LL ENTERTAIN A MOTION I MOVE THAT THE BOARD APPROVE THE POSITIONS AND STIPENDS IN THE AMOUNT OF 203 350 DOLLARS FOR THE 2026 2027 FISCAL YEAR SO WE HAVE A MOTION WE HAVE A SECOND ALL THOSE IN FAVOR RAISE YOUR HANDS SAY AYE AYE ANY OPPOSED LIKE SIGN PASSES 7 TO 0. AND THAT, WE COME TO ITEM 5, ADJOURNMENT, AND WE ARE ADJOURNED. 808.
* This transcript was compiled from uncorrected Closed Captioning.