001All right, let's get started. I'd like to call our meeting to order. I have 602. Thank you all for your kind patience. Uh I do declare that we have a quorum present. Uh the mission of Brazesport ISD is to graduate each student to be future ready. If you will please stand. I will lead our invocation and I'm going to ask uh Jerry if he'll lead our pledges. If you'll bow your head. Father God, thank you just uh for getting to be a part of such a great district. And God, just thank you for our community. Uh Father, I thank you for all of our staff, God, from uh at every level. Uh from our administration, our teachers, all of our support staff, our hourly folks, God, just uh everyone who works uh to make our
002district better, God, to serve our kids. I just pray that you would have your hand upon us tonight. God, give us wisdom as we uh discuss the business uh of a district, Father, as we discuss finances, as we discuss uh the decisions in Austin and and how they apply to us. And God, just help us to make our very best uh decisions, God, not for ourselves, uh Father, for our kids. I just I pray that your hand would be upon each one uh who's here. And Father, just forgive us, Lord, when we fail you. In your son's precious and holy name we pray. Amen. Amen. If you will join me in the pledges. I pledge allegiance to the flag of the United States of America and to the republic for it stands one nation under
003God indivisible with liberty and justice for alliance to the one state one indivisible. I'd like to ask the board to make it way to the front as we transition into our awards, achievements, and recognitions time. [Music] We will now honor you award. Good evening. It's my pleasure to introduce our BISD extra mile award recipients, Lisa Burner and Harold Nickel. Will you please join Mr. Massie at the front, please? We are proud to award Rotary President Harris Harold Nickel and Presidentelect Lisa Verer the BISD Extra Mile Award for their outstanding contributions to BISD students and staff. The Brazesport Rotary supports our students and staff in the following ways. They provide student scholarships, honor each of the BISD campus teachers of the year with a lunchon and money for classroom supplies, host a picnic for special needs
004students, sponsor and provide volunteers for the BISD elementary track week, provide dictionaries for every third grade student in BISD, sponsors of the BISD employee recognition event. They support foreign exchange students and for the 37th year held safety town for kindergarten students. The of the Rotary Club is service above self and our very own Brazesport Rotary Club definitely is living this motto. These are the people who take action. Thank you for going the extra mile for the students and staff of Brazesport ISD. We're grateful for your support. [Applause] [Music] Thank you so much. Appreciate what yall do. Enjoy your trip. I'm okay. It's our pleasure. Okay. Thank you very much. Here I'll take a couple three and again another two. And now let me ask. We get some photos now. Thank you all so much. We
005appreciate a great deal. That's it. All right. [Music] This concludes our awards and recognitions time for this evening. Uh, next thing that we have is to administer the oath of office to board members. At this time, in accordance with VBB Legal, we will ask Miss Lucino to administer the oath of office to our elected trustees, Miss Liz Quay, Mr. Chris Dunn, and Mr. Ken Shelby. Y'all will come forward. If you'll please raise your hand and repeat after me. I state your name. Do solemnly swear. I swear that I will f faithfully execute the duties of the office of the trustees of Nebraska Court Independent School District of the state of Texas. that I will faithfully execute the office of state and I will to the best of my ability preserve, protect and defend the Constitution
006and the law the laws of the United States and of its states. So help me God and to the best of my ability to serve, protect, defend this state. Help me God. All right. That's three. I don't even have to move around like graduation. Back here. Thank you. Next item on our agenda is executive session. An executive session may be called for the purposes submitted by the Texas Open Meeting Act. Texas Government Code section 551.001 through551.14. Section 551.071 consultation with attorney. Section 551.72 for the purpose of discussing the purchase exchange lease or value of real property. Section 551.071 personnel matters employment evaluation reassignment duties discipline dismissal or complaint. And section 551.0 2 for the purpose of considering discipline of a closed school child or complaint or charge against personnel. We shall return quick. That's more
007than usual. Test test. [Music] It is good. It's like our mastermind. probably That's pretty in July. [Music] We'll figure it That was question. So, let me Relax. And instead of coach with you. He was not having All right, it is 6:17 and we are returning from executive session. We're going to start with an action item. The Election of schoolboard officers for the 2526 school year in accordance with policy D B D B D B D B D B D B D B D B D B D B DBA local. The board must select the president, vice president, secretary, and assistant secretary for the term of one year. Uh do I have a recommendation? I have a motion. All right. Uh my motion is uh for Mr. Mason Howard, president Scott Warner, vice president, Gary Atkins,
008secretary, and goart assistant secretary. All right, it's been moved or a second. Okay, second by Mr. Schulty. All those in favor signify by saying I. All opposed by nay. All right, that carries. Thank you. Thank you. Appreciate Thank you for your service. For your service, trust. At this time, the next uh item that we have on our agenda uh in accordance with the local board without an audience uh for individuals who have signed up tonight prior to the meeting, uh we do not have anyone who's signed up. So, we will move on to our public hearing. Miss Louis Canino will conduct a public hearing to discuss the federal grant applications for the 2526 school year. State law provides that a public meeting be held to discuss this topic. Public participation in the discussion is invited
009after the presentation. Miss Kina, thank you. Good evening. In accordance with board policy, PB local and federal guidelines, I'm pleased to open this public hearing to share information on free federal grant applications for the 202526 school year. These include the every every student succeeds act also known as ESSA which covers title one, title two, title three and title four programs, the individuals with disabilities education act also known as IDEA including both IDEA B formula and IDEA B preschool grants and the Perkins grant which provides support for our career and technical education uh CTE programs to ensure transparency and community community input. The notice of this hearing was posted on the district's website on May 29th, 2025 and published in the local newspaper on June 6th. This gives our stakeholders a chance to share feedback or
010comment on the proposed application. For the 2025 26 school year, BISD will have 13 title one schoolwide campuses. Being designated as a title one school schoolwide campus means title one funds can be used to support all students on the campus, not just those identified as needing extra help. To qualify for this designation and receive title one funds, a campus must have at least 40% of it of its students identified as economically disadvantaged. In addition, the campus is required to complete a comprehensive needs assessment, maintain a campus improvement plan, and carry out parenting and family engagement activities. While both Braxwood High School with 51.9% and Lake Jackson Intermediate with 50.29% meet the 40% threshold, they are currently served through state compensatory education funds rather than title one. Districtwide, the percentage of economically uh disadvantaged students decreased
011slightly from 67.14 in 202425 to 64.87 for 202526. Title one part A provides supplemental funding aimed at improving the quality of education and ensuring that students from lowincome families have the opportunity to meet challenging state academic standards. Most of these funds are distributed to our title one schoolwide campus based on a per student allocation for the 2024 2526 school year. Our planning amount for title one part A is 2,598,3454 which reflects a slight decrease of 3,444 from last year. These funds will be used to support a range of activities including campus level intervention support for struggling students, tutorials held before, during, and after school, salaries for intervention teachers and par profofessionals, instructional materials and supplies to enhance learning. Professional development for staff training for teachers, administrators, and parents. Focus on collaboration and family engagement. Support
012for homeless students, including supplies and services as needed. Resources for participating private nonprofit schools and administrative costs related to implementing and managing the program. These efforts are all designed to close achievement gaps and support student success across our campuses. Title two part A funding is aimed at raising student achievement by improving the quality of teachers, principles, and other school leaders and by increasing the number of highly qualified educators in our schools. For the 202526 school year, our planning amount is 428,263, which is an increase of 9,271 from the previous year. These funds will support districtwide content specialists, included, including a dedicated math specialist, professional development opportunities across the district, and support for private nonprofit schools that choose to participate. These investments help ensure our educators continue to grow in their practice, ultimately benefiting all students.
013Title three part A funds are used to support programs that help English learners and acquire acquire English proficiency, achieve high academic standards, and meet state content requirements. For the 202526 school year, the planning amount is 140,000 cents, reflecting a decrease of 1,750 from last year. These funds will support a variety of of services and resources including professional development for teachers such as training in seven steps to a languagerich interactive classroom, parent and family engagement activities including campus events like literacy night and STEM night, instructional resources including read 180, reading through level read readers in English and Spanish and classroom supplies for key support staff including a bilingual PAR professional, a district-wide parent family liaison, a bilingual instructional coach, tutorial programs to support bilingual and ESL students. These targeted supports are designed to ensure English learners
014have the tools and opportunities to succeed academically and linguistically. Title 4 Part A is designed to support student achievement, providing all students with access to a well-rounded education, improving school conditions for learning, and enhancing the effective use of technology. For the 2025-26 school year, the planning amount is 194,365, which is an increase of 4,658 from last year. Title four part A funds for the 202526 are being used to support student health and safety by funding health and safety specialists at Brassesport High School, Brasseswood High School, Clude Intermediate, and Lake Jackson Intermediate. Additional uses for these funds include professional development for staff, PSAT tutorials and instructional materials, support and resources for eligible private nonprofit schools that choose to participate. Uh these efforts contribute to creating a safe, engaging and supporting supportive learning environment for all students.
015Perkins 5 funding is focused on strengthening career and technical education or RCT program and helping students build academic, technical, and employability skills they need to succeed in today's workforce. For the school year, the planning amount for Perkins 5 grant is 128,952, reflecting an increase of 2,856 from last year. These funds support highquality CT programs by providing students with hands-on experiences across all aspects of an industry through the purchase of industry standard equipment and supplies. expanding access to industry certifications, enhancing the use of technology and CTE instruction, supporting professional development for CTE teachers, and ensuring CTE programs align with academic standards and career readiness goals. These investments help prepare students to success for success in both postsecary education and the workforce. The individual with disabil Education Act, also known as IDEA. B formula grant provides supplemental
016funding to ensure that eligible students with disabilities ages 3 through 21 receive a free appropriate public education as required by federal law. The goal of our special education department is to offer collaborative support services in an inclusive environment, helping all students reach their full potential for the 202526 school year. The projected amount for IDFB grant is 2,591,960 which represents a decrease of 13,879 from last year. These funds are used to support qualified staff to deliver academic and behavioral instruction and interventions, assessment and diagnostic services, and support for the development and implementation of individualized education plans. This funding plays a vital role in ensuring equitable access and support for students with disabilities across the district. [Music] Idea B preschool provides supplemental funding to ensure that eligible children with disabilities ages three three to uh five receive
017a free appropriate public education. as required by federal law. For the 202526 school year, the planning amount is 74,05. These funds will be used to support the establish of one teacher in the early childhood special education program. This support helps us provide specialized instruction and services during the critical early learning years. This is a public hearing, so I am happy to take any questions or comments from the board or our audience. Are there any questions from the board? I'm curious why the uh the idea dollar amounts are going down. Just seems like that is going up all the time. the amount of students that we have in our program is is increasing but the amount that we receive from the federal government is not. So what happens is it's one large amount kind of like
018a pot and then it gets divided over. So everybody's seeing an increase in the same population. So the amounts kind of either stay the same or went down slightly. That was one of the push for federal advocacy with the uh going well with the president administration's uh take on education. Do we have do we run any risk of uh any further cuts and grants that he might federal government might provide? As of this year for the upcoming year, no. We've already received our planning amounts. Going forward, I don't know. is what the law is. Any other questions from the board in the audience? Any questions? All right. Hearing none, I'll close the public hearing. Thank you, ma'am. Thank you. The next item that we have on our agenda is our consent agenda. Uh at this
019time, are there any items to be pulled from the board members? All right. Well, then hearing none. Do I have a motion to approve the consent agenda as presented? I move for approval. Moved by Mr. Schwartner, second by Mr. Reinhardt. All those in favor signify by saying I. All opposed by Nate. All right, that carries. Thank you. Our next item are reports. Uh public comments will be allowed on each report. Our first report is the uh 2026 budget planning update. Miss Canino. Thank you. Good evening. Uh today I'll be sharing updated budget figures for the current fiscal year. Um providing a brief overview of recent legislative changes impacting school finance and presenting an update on the proposed budget for the upcoming year. This report reflects our continued commitment to fiscal responsibility, supporting Brassport ISD goal
020of ensuring financial strength and securing the resources necessary to support highquality facilities and educational programs. We ended the school year with an average daily attendance of 9,939, which is 147 students below our initial projection. Despite the lower ADA, state aid came in significantly significantly higher than expected at 34.6 million. That's 16.6 million above our projections. This increase is primarily due to tax credit revenue received from the state. It's important to know that $9.5 million of that tax credit was transferred to the debt service fund. Local tax collections are projected at $75.3 million, which reflects a $4.5 million decrease. This drop is also a result of the tax credit, but it's fully reimbursed by the state. Chapter 313 revenue projections also came in strong, totaling 12.6 million. Uh that's 6.6 million more than anticipated. Altogether, total
021revenue is projected at 125 million, which is 6.2 million above what we originally expected. On the expenditure side, we are right on target with 130.6 million as projected. This results in a projected deficit of 5.5 million, which is actually 6.2 million better than we previously estimated. Finally, our fund balance is expected to close a year at 38.1 million, meeting our optimum fund balance target. The 89th legislative session has officially concluded and many bills were passed that will affect school finance. Tonight, I'd like to highlight one key piece of legislation that's House Bill 2 and three specific components of the bill that have significant impact on state funding for school districts. First, the basic aotment. Currently, the basic aotment is 6,164 students. House Bill two proposes a modesty increase raising the basic allotment to 6,215. Second,
022the teacher retention allotment. This is a new provision not included in current law. The allotment would provide additional compensation to classroom teachers only based on their years of experience in the size of the school district. For districts uh such as Francisport IC with 5,000 and one or more students, teachers with three to four years of experience would receive $2,500. Those with five years or more would receive $5,000. It is important to note that this funding is limited to classroom teachers and does not apply to other staff. And third, the fixed cost allotment. This new allotment provides $106 per enrolled student to districts to help districts cover essential non-instructional costs such as utilities, transportation, insurance, and increased TRS cost. By design, this funding specifically excludes any use for administrative pay increases. It is strictly intended to
023help districts manage operational expenses. At our last board meeting, I presented preliminary estimated property values for the 202526 fiscal year. Since then, I revised those figures to reflect the proposed increase in the homestead exemption from 100,000 to 140,000. For maintenance and operations, the estimated property value is 12.1 uh billion. After adjusting for the increased homestead exemption, the taxable value is approximately 10.9 billion. The anticipated M tax rate is 68 uh slightly higher than 68 cents. That is a 5-cent decrease from the current year. Projected M tax collections are 72.2 million, down 8 million compared to the current year. for interest in thinking uh estimated values are 21.6 billion or 20.5 billion after adjusting for the exemption increase. The INS tax rate is expected to remain the same as the current year. INS tax collections are
024projected at 43 million, a $2.5 million decrease uh year-over-year. The total tax rate is expected to decrease by 5 cents. Although this results in state funding through the finance formulas. Please keep in mind that these are preliminary figures and are subject to change once we receive certified property values in July. Our budget reduction considerations include 400,000 decrease in property insurance, uh a 245,000 reduction in workers compensation benefit and 1.6 6 million in reclassified expenses and onetime savings of 5 million due to the change in fiscal year. Additionally, staffing adjustments through attrition have yielded 1.9 million in savings, bringing the total reductions to 9.7 million. We continue to review department budgets to identify further cost-saving opportunities. And at the same time, we are evaluating the potential for staff compensation increases which may result in additional expenditures.
025And here is a summary of our preliminary budget outlook for the 202526 fiscal year. Bringing together the key figures we've reviewed tonight. We're projecting average daily attendance or our ADA at 9,918, which is a slight decrease from this year. On the revenue side, we're expecting 32.5 million from the state and about 72.2 million from local tax collection. That brings our total projected revenue to 123.7 million. On the expenditure side, we're currently estimated 118 million. That total includes 9.7 million in reductions. It's important to note that 5 million of those savings are one time are one time only tied to the shift in fiscal year which temporarily lowers our expenses. Putting all that together and before we factor in any possible compensation increases, we're currently projecting a surplus of 5.7 million. This is a big improvement
026from from where we started. Early in the process, we were facing a projected deficit of 12.6 million. That was a that was a serious challenge and it took some tough choices and strategic planning to get where we are now. After a few years of tight budgets is encouraging to be in a stronger position with a combination of targeted reductions and new state funding through House Bill 2. We've made meaningful progress. Looking ahead, we are projecting a year in fund balance of 43.9 million. That's about 5.8 million above our optimum target. And again, that's before we finalize any compensation adjustments. Even with recent budget deficits, the fund balance has stayed strong. Thus, a credit to the thoughtful leadership and steady financial guidance provided by our board of trustees. These numbers will continue to evolve and we'll
027update projections that certify property values come in and as we finalize our recommendation around compensation and district priorities. And as we continue refining these adjustments, we'll keep you informed with the latest updates. Uh, and here's the budget planning calendar outlining the next steps and important upcoming things. And that concludes my presentation. Any questions from the board? How comfortable are we on the 313 numbers? Um they are saying at six right now we have instead of $6.4 million uh preliminary they're pretty on target with preliminary numbers. I did consult with Mo Casey and those are the figures that they recommended we utilize for budget purposes. You're going back down to six. I think it's Yeah, we're going back to original budget from last year on those. Yeah, it's in the 12th, correct? Are are we anticipating
028um neighbors any teachers moving to districts that below the 10,000 or whatever this 5,000? Not as of now. Some from those districts. We're still paying more even with the I wouldn't say we be behind in the later years from some of those districts, but with our stipens, it it's not as big of a difference. They're getting five and 7500, I think. 4,000 and 8,000. And ours is 2500. Another and we also have TIA, right? We also have TIA. So if we have a teacher who's, you know, on the new House Bill 2 pay plan with us and they qualify for TIA, I don't foresee them doing Yeah, staffing in general is looking really good for what I've seen as far as filling positions. Absolutely. I know more districts are are getting interested in the TI
029and this is really part of yours but uh how many of our local other districts are we competing with that have any of them started they have started the process should have their first payout next year okay um so in 26 2026 hairland they paid out so they'll pay out in August um Dickson we're on the same schedule as Dickson and Alvin is in the pro. I'm not sure if Alvin has actually paid out. I don't think they're not on the same in the same court that we are. So if they may be paying out this August. I do need to look into that. But I was I'm trying to remember. I talked to Daniel this summer. I don't think they were ready to pay out. They were so they might be interested in the
030same um cohort as which means we'll pay out three years ahead of them. Yeah. I don't know if you guys you have any TIA discussions this past weekend. I don't know. I mean, other than just what they shared some of the because there's a there's a lot of unrest about only we get them, you know, the certain teachers get them and everybody else gets them. Yeah. It's it is a trigger district especially seems to be quite a bit of unrest. Is there any need for me to update my transcript? I was uh thought I identified a a tax rate error, but I didn't doing the math between the add the two together. I was thinking we were low, but come to find out we really are that low. We've come down I guess we got
031to be over 35 cents now. I think we were over two two 1.27 or something like that. Now we're in the eights. Uh so this will uh so this will be a our tax rate in the last seven years would be will be decreased 35 centre 25% any other comments from board I'm sure that we'll be coming up with a a way to attack this 5.7 Yeah, we're about to give that right now. Last one presentation. Hey, we have shortest surplus. Hold on. Let's just hold the moment for everybody. Sounds good. Sounds good for one agenda. But they thought it we could chuckle about it now, but two months ago we were uh there were no chuckles. Yeah, absolutely. I I do want to add uh Mr. President that uh the the wisdom of this
032board over uh the last several years to uh build up our fund balance. You talk about it often uh how low it was when you first got on the board and and the wisdom that this board had to build it up because it did come a time where we needed it the last four or five years. As you know, we've uh adopted a deficit budget and because of the fund balance that we had built up, we were able to continue to uh provide uh the quality academic programs and the many opportunities for our students. And we were uh also able to reduce staff through attrition which I know that was a priority of this board also to not have to go through a reduction in force. And so um it it appears that we were
033are going to be able to uh adopt recommend adopting a deficit budget and continue to give compensation increases. And so again balance budget a balanced budget. Yeah. Definitely. Yeah. No, a balance. Thank you. Yeah. Yeah. No, Billy years. First, the house next agenda. Yeah. First time in five years to adopt a balanced budget and again to be able to wither those very difficult financial times because of the fund balance that we had. Again, it's a credit to this board. At the same time, I think we have to thank folks like uh Rebecca Ludy, um the administrative staff that have uh made some awful tough decisions on some things that we have to do. But one thing about we've done and I can relate back to about 1953 when I started school in this district. Um,
034it's always been a district aimed at high quality and uh, with the guidance of Mr. Howard leading the board and Mr. Massie working together with the with the staff, I think we, like I said, two or three years ago, we were shaking our head. This year, we got a smile for a change. But don't don't lose sight. Five million is for the fiscal year. That's right. That's a good deal. timer. Yeah. Letty reminds me. All right. Well, I'm appreciative of where we are. Thank Thank you for for everyone who who uh is putting their time and ef to make our district run and make it run better. So, appreciate that. All right. Thank you, Mr. Next item that we have are board committee reports. Do any of the board members have any any reports? Yeah,
035that's you should have a copy of this. This I got this at the the third lack meeting Saturday. Uh this is from the CASBY GR group and basically they they looked at the CASBY priorities on empathy and kind of looked at the legislation and we talked about a bunch of it here but you know the the 8.5 billion in new public education was was nice but it was delegated on how we use it. So it's kind of like the no control on that. Uh of which 3.7 of that was for the teacher retention which I thought was a interesting term. So, apparently there's a I think there's a committee that's going to study teacher retention again. I mean they they implemented so many of the previous ones that I'm sure that they'll come up with
036something new but um the whole just um and the basically on page two um part of the advocacy is we're going to probably X out the first couple there and not put so much emphasis on it. One of the things that I think um you're going to hear as the the legislative uh people, elected officials come and say, "Hey, we gave you the money." But that's not really quite the case. They gave it to us, but they designated where it was going to be. So, I I think one of the things this empower local communities is where we spent a lot of lot of time discussing it uh discussing that. We want to continue and I think it's going to continue because we can't we don't want to lose sight or not have that in
037front of the the legisle. So anyway, that's going to come about some more discussions as we go. But that's one of the this was this was kind of interesting on some of the stuff. Um uh the uh I think the highlight and if you look at empower local communities in the second column, I thought this was hit home very well. Did not significantly enhance the local local control. So, um the there wasn't a lot of discussion on this last one about the flexibility on the discipline, but apparently that was that was hit. I mean, a couple of the districts were really concerned about that and looking at the options and things like that. So, but anyway, um just thought I'd pass that along to you, take a look at it. I'm sure we'll get some
038more work, I guess, some in San Antonio, but uh again, things. The additions were good, but they weren't as good as they could have been. A lot of direction of how to spend the money and what to spend it on. So, anyway, that's just thought I'd pass that on to you since I was the last the last item down there on the second page. We were kind of concerned about legislature did not pass any laws restricting the ability for advocacy from school personnel. That's we anticipated that not being there. But I just made a statement uh I think this weekend concerning uh taxpayer funded lobby and our senator Milton has jumped on that. So, uh, even Henning had a special session, but surely they wouldn't be spending all that money just to just for that,
039but never say never. Anyway, appreciate your time listening. It was it was a lively discussion. So, well, thank you for your efforts to attend. Any other any other board members have anything to report? Miss Clear, did you attend any sessions in San Antonio? Yes, I did. And I'm proud to say I'm a part of one of the best boys. I saw some of those teams over there and I wouldn't want to be part of them. I wanted to share a little bit about about San Antonio. I mean and uh really pick up where lecture room where where Liz uh y'all we have a great y'all don't I mean after after being with some board members and them sharing their experiences on their in their district even Liz shared one board of seven six it's six
040to one all the time the one uh her husband uh worked for the district and was let go and so now uh they've sued the district. So the board member and her husband who's an ex employee and the district has spent over $300,000 in legal fees going back and forth regardless of who's at fault or who's right, who's wrong, that's $300,000 that's not going to the kids where where it goes. and just the the friction at every board meeting. And I mean that that's just one of many stories. Uh and so I I forgot how good we had it. I I get so comfortable with what a great team of aid that we have uh and a great just a great district and and a great community. I I'm reminded every year how how fortunate
041we are, but it's easy to take that. Anyway, I haven't been all that team of eight training we get. I'll call that team. But u that's an hour. Best part about it is the overtime we get. I I believe that uh common sense somehow caught co and has died because there is just such a lack of common sense in our world. You go to some of the the trainings and you people start talking and you think surely they're kidding and they're not. I mean, it's just I thought one of mine was a comedy show because I walk in and they're playing music that oh yeah, I can do this and you know, we're having a good time and some of the board changers saying no, we have that problem on ethics, common sense, and just
042like I I it's Mr. Mass reminds me all the time just because he sees so many other districts and interacts with them, you know, more than we do. Just uh I just forget how how special what we have is. So, thank you for your for all of your your effort and your time and I appreciate appreciate what you do. So that's all I So next item that we have on our agenda, ma'am. Uh next that we have uh is the uh 13A the composition planning update. Miss Jennifer Neighbors, our chief human resource officer. Okay. Her presentation. So much for that point. Um, yall do have a couple packets that I'll refer to. Good evening. It's my pleasure to present to you this evening our recommended compensation plan. This evening we'll be reviewing insurance and benefits
043updates after a compreh and a after a comprehensive pay study with TASBY. will be reviewing findings and taking cons into consideration our budget constraints, funding amounts from the state and prioritizing employee retention while remaining fiscally responsible. We'll be reviewing for recommendation a new teacher salary schedule including adjustments that align with house bill 2 and adjusting the starting pay year 0 to two pay structure adjustments in all pay grades to align with market. This will give us the ability to offer strong starting salaries, increase starting hourly pay, increase midpoints for alignment with market, and addressing teacher pay equity for positions that will need to move from the teacher salary schedule to the administrative professional structure. Librarians um and any positions that require a teacher certification that will need to change structures. We'll also review a three
044um review three um general increase models for all other staff will increase. We will review a 3% 4% 5% with costs for each. We'll get started this evening um with updates to our for our benefits and insurance for the 2526 school year. As what has become the trend for all insurance, our premiums will increase to the rate cap maximum of 14.9% for the upcoming plan year. We will begin open enrollment in July and en enrollment will remain open until the start of school. This week, we will begin communications with staff about plans and costs and information on open enrollment. As we mentioned last month, if we were to make any plan changes, we would lose our current rate cap and increases exceeding 29%. We plan to expand our partnership with Next Level Prime to enhance
045accessibility to cost effective care. It will be available to all employees, which is a change for this upcoming plan year. Employees who enroll in our medical insurance plans will continue to receive the $10 contribution toward their Next Level Prime membership. The partnership with Next Level Urgent Care has not only provided quality convenient care to our BISD family, they've added a service value of over $700,74 as of April. This amount is what would have fallen on the employees through co-pays and deductibles. Additionally, this is adding value to BISB as an employer as next level care never hits our medical plan claims which helps manage our everinccreasing loss ratio. As we encourage growth of our partnership with Next Level, we hope that even more of our members will utilize this benefit as the positive impact on our
046medical plan loss ratios could be extremely impactful. With a utilization of over 50% 56% and growing, it's clear that our employees are seeing and feeling the service value when they seek care. And we will continue to watch and compare our rates to TRS. And we still don't have those. They'll be released at the end of June. On page four and five of the packet titled compensation plan updates, it's the one with the notes. You'll see the charts referenced on the next two slides. As stated previously, insurance rates will increase by 14.9% for the 2526 plan. The rate increase amount detailed on this chart can be found on page four. Out of the four plans offered, our highest enrollment is in the navigate co-ay plan for employee only and employee plus children. This plan is also
047where we see our highest increases. The second most utilized plan is the choice plus HSA plan for the employee only and employee plus children categories and where we see our second highest increases. We currently have 960 employees enrolled in the district's medical plan. This chart also on page five in your packet highlights our 2526 medical plan rate. It shows the BISD contribution of $225 and what the monthly employee cost will be and what the semionthly or per paycheck cost will be for employees. We'll now move into our task pay study review. The objective of reviewing our pay system is to recruit employees, retain employees, pay for job value, all while controlling costs or staying within budget. We started working with TASBY on the district pay study review at the end of February. By April, we
048had some preliminary teacher models knowing we were still in the legislative session. In May, with the legislature still in session, we presented possible pay increase scenarios of three, five, and six% along with preliminary teacher models. Now that the legislative session is closed and House Bill 2 has been signed by the governor, we have just enough details of what's being funded to present a compensation plan for the 2526 assignment. Provided is a breakdown of the House Bill 2 funding for compensation. Under House Bill Two, teachers with three to four years of experience will receive a $2500 base pay salary increase. Five plus years of experience will receive a 5,000 base salary increase. Areas supported through a new $45 aotment formula based on average daily attendance include teachers with zero to two years of experience. Librarians, counselors,
049nurses, and maintenance teams pair professionals, custodians, bus drivers, clerical staff, IT, and administrative professionals. However, House Bill 2 does not include funding for many critical roles, including principles, assistant principles, campus and district administrators. As part of the pay study, TASBY selects peer districts to evaluate BISD employee compensation and pay grade data. This peer group evaluation ensures that BISD salaries and pay structures remain competitive. Our market comparisons include districts that are in our region and all within commutable distance from and to support. In addition to the market peer group evaluation, TAZB also references data for positions within school districts that could also be influenced by industry data. TAZB also sources data from pay factors and coffee dealers. This comparison might include positions related to finance, maintenance, custodial, police departments, nursing, and others. BISD has a variety
050of experience levels among the teaching staff. Average teaching experience is 12 years which is above the state average of 11 years. The majority 51% of the teaching staff has 11 years of experience or more. New newly hired teachers are also diverse in experience. BISD hired 56 new teachers for the 2425 school year which is 7.3% of the teaching staff. 41% of newly hired teachers are new to the profession. This is the current market comparison for Bradport ISD. While the chart shows we're below market, our surveyed areas are all 97 to 98% of the local market median. The dollar value of these differences ranges approximately a,000 to $2,255. Something worthy of noting is we are ahead of the other districts in the area in participating in the teacher incentive aotment and are about to pay out
0511.7 million to our designated teachers. BISD pays a variety of teacher stipens and the majority are at or above market median. BISD pays a master's degree stipen of $1,000 which is even with market. Secondary math and science stipens of 3500 or 750 above market. Special education high needs and bilingual stipens are both $1,000 above the market median for these assignments. This table includes common teacher assignments common teacher sip and how we compare with other districts. In addition to teacher salaries, the TASBY salary study compares all other positions within the district as well. The auxiliary category overall auxiliary positions are paid 5% below market. Pay range midpoints are 7% below market on average and starting pay is 3% below. Overall, clerical and technical positions are 6% below market. Pay range midpoints are 3% below market on
052average. Starting pay is 7% below market overall. Overall instructional support positions are paid 9% below market pay range. Midpoints are 2% below market. Um and overall and pay range minimums are 9% below market on average. Professional positions are paid 5% below market. Overall payrange midpoints are 3% below market median pay values on average. Difference in duty days are influencing um influencing factor for some of the professional positions. Campus administration positions are paid 3% below market overall. On this table, um you'll see the comparison to market data for the pay groups listed and that we just reviewed. Overall, BISD strives to remain competitive. However, we experienced a slight market slip as a result of not applying increases over the years. Additionally, you will see that employee pay to market for most areas has a wider gap
053along with the pay grades to midpoint and pay grade to market. This is comparing average salary among amongst our peer group. TASBY has provided four recommendations that I'll share with you on the following slide. Recommendation one is to implement pay structure adjustments to align with market. This will result in improve improve starting salaries in all pay grades and that midpoints are aligned to market value. Pages six through nine of that um compensation plan update packet um pages six through nine in the packet show the pay grade changes um and increases. You can see that starting pay for auxiliary staff has moved from 11:07 an hour to $13 an hour. And starting pay for clerical care professional staff has moved from 1262 an hour to $14 an hour. Recommendation two um is to adopt a pay
054increase model to improve market position. Teacher races comply with house bill 2. You can find on page three of that same packet um of the plan update and the the suggested teacher schedule and how house bill 2 was applied starting at year of experience three. For other pay groups, a GPI calculated as a percentage of employees pay grade midpoint. The GPI percentage was calculated from the updated or increased midpoint for all paygrade areas. We will review GPI models of three, four, and 5% for all non-eing groups. Recommendation three is to provide adjustments to address market differences and maintain equity. This includes adjustments for teachers working longer calendars. CTE is an example. Our AG teachers and some of our health science teachers work longer calendars. Um teacher pay equity adjustments. This is specific core positions that
055require certification that have been moved to the administrative professional pay structure. This would include librarians and testing coordinators since we're needing to move them to a new pay structure. Placement scale adjustments. We will ensure employees meet the minimum and pay grades. For example, custodians or instructional support parents. These adjustments have been included in the model costs we will review. Recommendation four is to simplify pay practices by rolling masters and jobrelated stipens into non-eing positions. They will be included in base pay. An example would be our professional special education positions, speech language pathologists, diagnosticians, LSSPs, occupational therapists, physical therapists. This would not replace the approved um GPI but in addition to that would help align the position with market value within the new structures. Our new proposed teacher schedule is shown here in comparison to the
056district current teacher schedule and market. Page three of the update packet and page 11 of the proposed comp plan show the full proposed schedule. The orange line represents our current teacher schedule that starts at $60,500. The blue line represents market teacher pay. We know this will adjust, but this is our market comparison for planning purposes. The green line represents our proposed teacher schedule with the new starting salary at zero years of experience at $62,000 and House Bill 2 applied starting at year three years of experience. For years 0 through two, this reflects approximately a 3% increase to the scale or the schedule. years three plus with House Bill 2 requirements applied, it's an average increase of 6% for teachers. We will now move into reviewing the three cost models for GPI. what we will review
057are models provided by Tazzy. This includes for each percent model the raise applied plus some adjustments. The GPI percentages were applied for all pay grades with the exception of the teacher pay scale. Our first cost model shows the cost of the teacher pay raise along with a 3% general pay increase for all other positions. The 3% is calculated from the increased midpoints on the new structures. This also includes adjustments for clerical parap clerical and paraprofessional and auxiliary staff to ensure alignment with market value and structural adjustments. The total cost of the 3% model approximately 5.3 million. Model two shows the cost of the teacher pay raise along with a 4% general pay increase for all other positions. The 4% is calculated from the increased midpoints on the new structures. This also includes adjustments for clerical
058pair professional and auxiliary staff to ensure alignment with market value and structural adjustments. The total cost of the 4% model is 5.6 Model three shows the cost of the teacher pay raise along with a 5% general pay increase for all other positions. The 5% is calculated from the increased midpoints on the new structures. This also includes adjustments for a clerical pair of professional on staff to ensure alignment with market value and structural adjustments. The total cost of the 5% model is approximately 6 million. Here's a one-page summary of the cost models of each model. You will see that the teacher cost is is the same across all models. Due to the fiscal responsibilities of the board and the management of district funds, including the work done to make needed reductions through attrition and prioritizing needs,
059we're sticking to our district beliefs and showing we value each and every staffman. The proposed teacher schedule and 4% GPI is favored. This is the amount that is available to stay within the capability of to pass a balanced budget while showing the board and the district values each and every employee. Teachers will receive an average 6% salary increase with the state mandated ra mandated raises under house bill 2 at three plus years of experience. This is set and required to be implemented. The teacher costs that are unfunded in the teacher aotment are teachers with one and two years of experience and teachers working longer calendars. Our models factor in additional days when calculating pay increases to maintain equity on a daily rate basis. You'll see an increase in the admin professional area due to restructuring
060positions not funded through the House Bill 2 teacher aotment. Nurses and counselors had already moved to the professional structure and will now recategorize librarians and testing coordinators to the professional structure. All other BISD staff would receive the approved percent salary increase funded primarily through local district resources along with new starting salary and hourly rates for all pay plans. This also includes adjustments to the pay structures increasing minimum, midpoint, maximum. The 4% is from the new midpoint of the structures. These are permanent salary increases, not temporary sip. Anybody have any questions before we make the recommendation? questions move for this administrative the library and nurses is that is that just I mean what's the basis of that so they are not funded through the house bill teacher retention aotment we would have to fund them if
061we kept them on the teacher scale um and we'll have to fund them if we move them to the professional structure um and counselors and nurses have already moved over they won't perceive as big of an increase. Um but in the long run moving to the professional help for them um could work out in their favor when it comes to compensation. I think it will be and the cost for that is the 142 am which one for the for the librarians and for for those increasing them do we have a dollar amount I don't have a dollar amount that them separately we put them into our administrative like the cost to okay the administrative structure increases the was zero to two years teachers um and the extended calendar um CT for CT and that was
062about 142,000 I just I'm just thinking the librarians that can't be a huge impact on that number I know we don't know the exact amount I'm just in my mind I'm thinking I mean we only have we don't have that many librarians we don't have that many of those other positions I mean I know it's an Okay. Okay. I think one thing that uh the last statement you made that this was a permanent increase instead of a one time thing that that's critical. We need to we need to do that. Is is there any any thoughts any uh ideas that this 2500 and this 5,000 to be kept in a separate from an accounting purposes in case it doesn't get funded in two years. Some people are doing that, but in reality, you're really not
063supposed to with the way they they've implemented it. They do the state does not want to implement it like it's a stipen. And when you separate it out, you're applying it like it's a stipen. Well, just I'm thinking for accounting purposes, you know, just in case. I mean, two years from now, you know, what if I give her that $2,500 increase, which, you know, was possible, but even though they I saw the rainy day running out, so let's don't use it. Um, so for reporting purposes, it it is a pretty straightforward way to be reported is from our P submission. So, they're going to use a specific code that is for classroom teachers and 087 identify those teachers. Okay. So, so they are tracking it. Yeah. Okay. So, yeah, it's very easy to track anyway.
064It's just one um I didn't bring my calculator. So, what what's the percentage from the administrative and the clerical and the increase with the 14 and what's that? The hourly increase from 12. Oh, the hourly increase for auxiliary in the very first pay grade is from like 11:06 to $13 an hour and for um clerical pair professional it is like from 1262 to $14 an hour. [Music] What's the percentage? 16%. Jennifer, I have a concern, not really a question. With auxiliary employees, yes. Anytime we have an actual rate, uh, we get into situations where we have, normally we have, let's say, two electricians. We only have one right now. He gets um on uh the the model two, he gets a 4% rate. Midpoint moves up, we hire uh and and we've got an electrician
065that's been with us 15 years. Midpoint moves up, we hire a guy that, you know, he on paper he looks like a pretty darn good electrician. Um, but he only has three years of experience. Those guys make too much the same salary right off the bat. So, and that's I don't know how we avoid that. We actually have a hiring schedule that we would only use for new hires that helps prevent that, but it also will help prevent um pay compression as well. Yeah, we we can still control that, especially the entry level people. Yeah, we can we can still we can now in the past we've had a difficult. Yes, sir. Um and the other concern with auxiliary employees and and I I don't know the solution. Like I said, this is not a
066question. the concern of what we've had there's no you know with teachers they know they're going to get a step raise each year with auxiliary employees there's no such mechanism uh within our pay scale to do that and and I know that on one hand you say every five years or every 10 years you may not merit that but to have an alternative way um because retaining those people in this community is difficult as well when you drive through Dow and you're trying to hire plumbers and electricians that you know they can make a lot and there are benefits you know when I interview people or when I interview people I can always explain the benefits for being here instead of at a private contractor or a town. Um but money wins way too long.
067Well, and when we met with Tazzy to even start this, we knew that our clerical repair professional and our auxiliary paid, we needed to do some adjustments and we brought up the possibility of doing steps and stuff like that. Um, but in the end, the recommendation was increase starting pay and using a scale to, you know, for new hires as we start and just monitoring basically the the compression and then you know making sure these people coming in are aren't are starting higher than we have. I mean that's not going to we know those are high turnover areas. We know they are but we we pay them better and keep them longer than the districts around us. Um you know we they all fight the same battle and uh you know we even got in
068the past why are they telling each other what they make now? You know, if I'm sitting having as much lunch with my other work buddy, I'm not bragging when I say I'm making 13 bucks an hour. I'm really not. But when somebody that's worked for 20 years is making 14. Yeah. It's really too close. Um, and so it it's it's tough and that's why I said it's always been a concern. Well, and some of the cost adjustments for auxiliary and clerical profess uh professional and those areas include making adjustments for those long-term employees versus our new hires, right? Nobody's getting blown up at BB where Well, again, I tell our police officers all the time. What are we going to do with these kids? I said none of them are armed, you know, and they're
069running in the hall. So, I think y'all can handle. Yeah. So, our new starting salary 625, correct? 62,000. [Music] Yes. Okay. That's really good. I think we go back as part of our compensation that we still provide uh at one time we were providing a stipen for moving costs for teachers moving from 50 miles or 100 miles outside the district. Could we do that still? We haven't provided a relocation stipen in a couple of years. [Music] if we needed to and we were. I mean, I don't want to say the state's not in a teacher shortage. We are. I mean, we're trying to get teachers certified, but I feel like we're in a state right now like our district I don't with the apprenticeship program and the retention of the quality teachers we have. I
070don't hesitant to say it, but I don't feel like our district is in a teacher shortage at the moment because of the teachers that we have retained, the apprenticeship programs, the teachers that were growing. Um, and I mean like the question you asked earlier, do you think we're going to lose teachers to some of these districts that these smaller districts that their pay might increase because they're offering four and 8,000? I don't. We've seen we've we've hired teachers from those surrounding districts here recently. Um quite a few knowing that this could pass and it was already in the works. But they also I really hope that doesn't change $5,000. My my opinion and it's just that an opinion is that most money is always an issue but money is not most people stay. I agree.
071It's because of the people they work with, the you know, it's the facilities, it's the resources, it's their team that they don't want to leave that they've been working with for 10, 15, 20 years. But money is important. I mean, it is. But, but just my experience, most folks don't leave strictly because there's a few more dollars or there's a lot of dollars, but If they're unhappy because of their morale or you know their working conditions that's different. Money is not necessarily 7% right turnover. Yep. Which is very we that's your 7% 7.3. That's half what it was on the board. You know excluding uh the food obviously when the summer fest was proof that our factories and st together when you got almost 3,000 people out there going crazy. Some of them brought their
072dogs and things like that. But it was Oh, I'm sorry. I forgot it was you. But uh that's that's another thing. It's to a degree that's that's very important to be able to do that. Um, and I over the weekend I was at a funeral of a of a former BISD teacher and there were probably 75 or 100 teachers that had taught with her over the years that included intermediate school. And so that's, you know, it's all a family type deal. It's important. I still keep in touch with my kindergarten teacher that I have at Hulk and, you know, I still run into my first grade teacher who studs in the district. So, I mean, you're right. It it's more than just what we're paying them, although it does help. You know, I will say
073this that the coach read and coach Lander are the I think the last two my still around. Of course, I graduated a couple years ago, but it's a good thing. Any other questions, comments from the audience? She got to make recommendation still. You hear a recommendation? At this time, I'd like to recommend the 2526 compensation plan actions on behalf of the Bradport ISD administration. The recommendation is the teacher pay model that includes statemandated raises for years 3 plus 4% general pay increase at midpoint for all other staff adjustments and pay structure recommendations which has a total budget impact of $5.6 million. 3.3 million of this amount is required by and funded by the state to go directly towards teachers. The administration recommend that the board of trustees approve the 2526 compensation plan as presented. All
074right, we have a recommendation. Do I hear a motion? Move for approve. Second move to accept it as presented by Mr. Schwartner and seconded by Joe, Mr. Reinhardt. All in favor signify by saying I all opposed by me. All right. What are we going to do with our extra not? Yeah, thank you. Thank you. Thank you for your work on this. Get some paper. You need a new battery for your phone. You said that calculator over there. The uh the next item that we have is on our agenda under action items is the optional flexible school date program application. Mr. Pleasure to have you sir. Thank you sir. Good evening. In alignment with board policy, EHBC legal and local along with board goal, BISD will provide a rigorous and relevant learning experience to ensure that
075every student will be future ready. It's my pleasure to seek board approval and authorization to submit an application on behalf of Nebraska Success Academy to continue operating an optional flexible school day program. Texas Education Code Chapter 29.0822 0822 includes a provision to offer the atrisisk students of a qualifying campus with attendance flexibility that reduces the impact of absenteeism and that provides for average daily attendance funding. That provision is the optional flexible school day program. The Brad's Success Academy as a dropout recovery campus is eligible to operate an optional flexible school day program under the Texas Education Code Chapter 29.081 81 E1. Students enrolled in the optional flexible school day program must take the required state assessments required under Texas Education Code Chapter 39 during the regularly scheduled assessment calendar. While attending an optional flexible school
076day program, a student may be counted in average daily attendance for purposes of funding only for the actual number of contact hours the student receives up to 43,200 minutes per year. Before submitting the optional flexible school day application, the board of trustees of a school board must include it as an item on a regular agenda or board meeting, discuss it, and approve the application to operate the program. In addition, the board of trustees of a school district must discuss the progress of the optional flexible school day program before approving and applying to operate an optional flexible school day program for the next year. This slide features the report on the on-site flex program, which is the one that's housed at BSA. The Brazesport ISD on-site optional flexible school day program serves eight students during the
0772024 25 school year. Six graduated by the end of the school year. One student was moved to the online OPFlex program. One student will continue to 2526 school year and no students dropped out of school. The graduation rate for 2425 will be 75% compared to 67% in 2324. 15,498 contact minutes is divided by 240 minutes per day to equal 64.6 days of full ADA funding, which is approximately $2,584. The district's online OPLEX option, the graduation alliance, is a program that provides an extra level of flexibility to OPLEX students. The program is designed to identify, recruit, enroll, and support students who have already dropped out of school to return to school and to complete the diploma online. And yes, that is that is a GA student who ended up back at VSA to finish. And that
078was priceless moment. Hopefully, we got that picture to I'd like to have that. Is that pretty cool? Pretty neat. Scared daylights out of me. However, other students who can qualify to participate if they are substantially behind in credits, they cannot attend school because of having a commit committed a criminal offense that make it unsafe for them to attend classes on a district campus or who have to provide child care to a child and cannot attend school on a campus can be included. The program also offers students who were administratively withdrawn due to excessive absence ab absences the opportunity to continue their education. This year 42 students participated in graduation alliance. Of those 42 students, seven students graduated and two others returned to BSA and completed their requirements for graduation. 22 students are currently active while
07913 students, excuse me, 20 students are currently active while 13 students were deactivated due to no longer actively engaging. When a student is deactivated, however, they are not dropped from the program. That's very important. So, these students, they they live pretty fluid lives and so sometimes they'll go two to three months where they won't do any work. So, they'll deactivate them, but they don't lose them. They continue to reach out to them and we've seen several come back one time or another and begin their program again. The graduation alliance enrollment team continues to contact them to encourage them to reactivate their enrollment. In fact, one of this year's graduates was a reactivated student and another reactivated student is currently enrolled. Overall, students completed 133 courses and earned a total of 67 and a half credits.
080Students who are currently active are continuing their work this summer. Any courses they complete and credits they earn will be added to the totals you see on this slide. Since enrolling the first student in October of 2023, Graduation Alliance has enrolled a total of 57 students. Of those 57 students, eight graduated through Graduation Alliance and three others returned to BSA to complete their requirements for graduation. As stated earlier, 20 students are currently active. Since the program's inception, 26 students have been deactivated due to no longer engaging, but three were reactivated. And students have completed 173 courses and earned a total of 91 and a half credits. That's basically over a year and a half's time. Of the eight graduation alliance students who graduated by completing the program and the three students who deactivated from the
081program and returned to and graduated from BSA, one was a cohort 2019 that's a seven-year graduate. Four were grad were graduates from cohort 2020 which were six-year graduates. One from cohort 2021 who's a five-year graduate. Four graduates were cohort 2022 and he's an on these were on time graduates. They caught up and graduated on time. And one graduate was cohort 2023 who was an early graduate. I'm going to pause there to tell you about this particular student. This particular student in February a year ago had five total credits after a year and a half in high school. Was in his fourth semester in high school. Five credits. Suffered from extreme anxiety. Extreme anxiety. And so the campus reached out and said, "Is it possible to get him involved in graduation alliance?" And we said, "Yeah,
082let's do it." We talked to them and they said, "Let's bring him on." He completed 17 credits and he walked across the stage at the graduation. He's the early grad, folks. That's okay because he was headed to be a dropout. Five were former dropouts. One was placed in the program due to parole probation. One was homeless, pregnant, and then had her child. One was pregnant and returned to BSA to receive pregnancy related services and eventually graduated. Two had failed to advance grade levels for more than one year and 10 were significantly behind in credit. That's the profile of the graduates you saw that Saturday. Offering an optional flexible school day program will allow the Bradza Success Academy to provide flexible scheduling to students who work, students with children, students who are pregnant, students who only
083need to complete state testing in order to graduate and who are participating in testing tutorials and students who have earned most of their credits to graduate but who no longer need to attend school for a full or half day to complete those credits. Qualifying Braden Success Academy students can attend school at scheduled times that meet their individual needs. Those times include after normal school hours or for specific times during the instructional day. Students participating in the graduation alliance online program offlex program have 24-hour access to their lessons year round. I provided you with each of the three parts of the optional flexible school day program application in the board book. You have the application, the appendix, appendix 3 document that describes both the on-site and online program offerings and appendix 5, a spreadsheet that TEA
084uses to record when and where the program will be offered. Approval of the optional flexible school day program is for one year and can be renewed following a review by the board of trustees and the submission of another application. The program is subject to reporting requirements to tea. So this year I included our annual report at the beginning of the on-site program section in the next three. BSA estimates that up to 15 students will participate in the on-site program at various times during the school year while we estimate that up to 45 students will participate in the graduation alliance. The on-site program will run from August 13, 2025 to May 21st, 2026. And for students who need to complete a course they were working on on the last day of school, summer school will run
085through June 5th, 2026, or until they complete the course, whichever comes first. Graduation Alliance will run year round. It can take up to 30 business days to receive approval of an OPLEX application. So, it's our intent to submit the application no later than June 19th. It is the administrative administration's recommendation that the board of trustees authorize the district to submit an application to operate an optional flexible school day program at the Brazen Success Academy in 2025 and 2026. And at this time, I'll be happy to answer any of your questions. Question. This is not a question. I was uh approached on Sunday. A guy came up to me. He retired from the district and he said, "Tell me about this BB BB the BSA Bre Success Academy." He said, "Yeah." The one I said, "I
086want to graduate." I say, "Yeah." He said, "I want you to know that a young man that was in there was headed down the wrong way several times and it took a lot of he said, "I'm here because incredibly important to me to see that he gained this and all the things he's been through." Um, and I will tell you that the young man he was talking about was our acrobat. he that he was really uh pleased with that. And um he said, you know, being in the lower levels, I never knew too much about BSA. He said, this really makes a difference in in kids' lives. And I said, you know, we're pleased with what what goes on. And and I'll go back to the to the graduation ceremony. Three things stick out with
087me number real quickly. Number one, Miss Pope in her talk, she said she told every one of them, you came here with a story and you've been given the chance to rewrite the ending. That's powerful. That was very powerful. But also the three young folks that spoke, they had some issues and we provided something that they would never ever give and that that makes it all worthwhile. So do we Does B do the reporting to the TVA? Yes. Okay. So, we do it directly. Yes. And the graduation alliance is a funded by So, the way the funding works with grad alliance is we receive funding. It's different than we do it with on site with an online program. When a student completes a credit, then TEA applies 60 minutes per day to that student's credit.
088And and so that's how that's how it works. And then once they once they do that, then the funding is generated from that. Again, it's just like the other options. The the 60 minutes per day becomes 240 minutes becomes a full day of ADA. And it could be even more than that. And so they're allowed to earn um during the course of the year up to eight credits a semester for funding purposes. That doesn't mean they have to stop, but that's but eight credits a semester. So that works out to um on average about 16, excuse me, got about 16 classes. So they're up to that. And that's then what happens is okay to answer your question more directly. Then there's funding generated of that funding. Then depending on how many students we have enrolled
089in Grad Alliance, the district can can receive anywhere from 10% up to about 12 and a half% of that funding. It comes directly back to the to the district and the remainder goes to graduation lines. Uh is there is there capability of having more students in case I mean we didn't have many this year or I guess we did. Well, we did. Yeah, because 40 42 is a lot of kids. I was talking about the eight, but that's Yeah, the eight was for the for the on-site and the on-site really varies. Last year we had 12. It just it just depends on the makeup of the school. I fully expect us to be at the 15 next year because we had a very young group this year. We'll have a little bit older group next
090year and then as they begin to earn their credits and wrap up credits but are still in the testing cycle and doing the tutorials, they'll continue to come and do their tutorials a couple hours a day or maybe less at the on-site program as long as they do 45 minutes per day and they work it around work schedules at that point. Most of them are working by that point. So there's no limit. No, no, sir. And I think I asked this question before. I think I know the answer, but BSA, they don't have night classes. They do not have night classes. Students just didn't come. Yep. Okay. Any other any other board members questions or comments before we vote? Audience questions or comments before we vote? All right. I make a recommendation that we authorize
091the district to submit an application to operate an optional flexible school day program academy 2025 2026. All right, Mr. Reinhardt has moved. Do we hear a second? Second by Mr. Dunn. All those in favor signify by saying I. All by name. All right. To me this is this is the same level as CTE because of both program they provide opportunities. Thank you all very much. Thank you. Thank you sir. Remember uh post office may be closed Thursday. So get that out before Thursday. If it all gets signed tonight, it goes out tomorrow. I'm ready to get I'm ready to get it gone. You're lucky Mr. Howard's here. Nobody. Yes, we are. The next item that we have is a selection of the Texas Association of School Board delegate and alternative. I nominate Mr. and Mr.
092Schwart. Trustees, as a member of the Texas Associated School Boards, we are provided the opportunity to select a delegate to represent our district at the TASBY delegate assembly in Houston on September 13, 2025. The purpose of the TASBY delegate is to elect the TASBY leader uh leadership, amend Tazby laws, and adopt TASBY's advocacy agenda. The board of trustees must take action to either select the delegate and the art alternate or determine that the district will not participate in the delegate assembly. It is the recommendation of the administration that the board like Mr. Jerry Atkins as the Texas Association of School Boards delegate to participate in the delegate assembly in Houston in September. I can't be the alter. I'll be out of town. So if somebody else wants to be the alternative Chris we have we
093have a delegate by the way I will autograph these for anybody who's I doubt they're being taken Let's vote on Mr. Atkins and then we'll work out. So, all those in favor? No. I I believe that we nominate Mr. Jerry the delegate for us. Okay. Second. Second. Second. So, it's motion by Mr. Scott and second by Ken. All those in favor say I. All by nay. All right. We need nominate Mr. Dunn. We need a backup. Nominate Mr. D. Mr. Dunn, would you be willing to to be the president? If he's not, if he's not working, it's golf. So, it's been moved by Joe to uh to nominate Mr. Dud as alternative. Second. I'll second. All right. So, moved by Mr. by Joe and seconded by Liz. All those in favor signify by saying I.
094All oppose by name. Thank you for your for your willingness to serve. I've been all these for 10 years I've never had to go in that picture right there. That's my buddy from Dallas. You guys were talking about the Dallas school board or mind was and our local governor in our AJ Crabel meeting. They've come a long way and he's still still around. All right. Our next room put these pictures. Our next regularly scheduled board meeting will be July the 21st right here at 6:00. Next item that we have on our agenda is executive session which may be called purposes permitted by the Texas Opens Meeting Act Government Code section 551.001 through 551.146. Uh section 551.07 071, a consultation with attorney. Section 551.72 for the purpose of discussing the purchase, exchange, lease, or value of
095a property. And section 551.074 personnel matters, appointment, employment, evaluation, assignment, duty, discipline, dismissal, complaint. And section 551.0 for the purposes of considering discipline of a public school child for complaint or charge against personnel. Yes, trustes. Before we u dismiss the executive session, I do want to recognize uh one of our uh gifts of the talented academy teachers, Lacricia Mey is here. So, she's got the scoop on the compensation increase right now. [Laughter] [Music] But thank you. The reason I wanted to introduce her is uh her son Terrence is here tonight and Ter and he's uh in the scouts and Terrence, do you mind standing up and sharing with us a little bit about yourself and why you're here and we want to make sure uh that we thank you and welcome you for being here.
096You can come up to the microphone so we can all hear you well. You have 25 minutes. Sure. Sure. That's great. All right. So, um All right. So, uh I just want to thank you all for having me here. So, I am uh Terrence Mey, my troops troop 325 senior patrol leader. So, what I'm here for today is I am um attending the meeting so I can uh finish one of my merit badges. And a little bit about what we do in Boy Scouts is we do it's mostly service, but in the end it's really to actually just have fun. So So I'm trying to get my troop out here so we can do things like this more often because it's something that needs to be done. But we do service work, we camp, and
097we just really have fun. So I really appreciate Mr. Massie having me here so I could attend the meeting and thank you. Tell tell everybody what uh what your next rank will be. So I am about to eagle out. All right. Congrats. You're only 14. Yeah, I'm only 14. Want to be a freshman in high school. When you get to be an eagle, you have to come back and you really do have to give a 25 minute speech. [Laughter] Thank you. Congratulations, young man. Thank you, Mom. All right. 9:45 and we will reconvene from executive sessions. Unless anyone opposes, we will. All right. Thank you.