001Good evening. This is a special meeting and budget workshop of the Argo ISD Board of Trustees. The time is 5:00 p.m. We will now determine if a quorum is established. We start with you. >> Frank Dixon. Please >> present. Purpose. >> Place three. >> Rich McDow. Present. Justin Ford present, Matt Leen present, Kiana McDade present, >> and I, Leanne Artho and present. A quorum has been established. We will move into the pledges. >> Okay, sounds good. >> I pledge algiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Honor the Texas flag. I aliance to thee, Texas. One state under God, one and indivisible. We will move into our opening prayer. Heavenly Father, you know the
002needs of our students before we do. Please guide each of us in this room as we make decisions in the best interest of our students. In Jesus's name we pray. Amen. >> Amen. >> And since we do not have anyone signed up for public forum, we will go straight into the meeting. And the first item is our public notice. And Liz is going to take it from here. >> Thank you. So, this is a new requirement that was established by the legislative session, I believe the 89th legislative session, uh, that requires us to include a taxpayer impact statement into our meeting agenda notices that goes into effect now. Um, anytime we're going to talk about the budget, so since this is a budget workshop, you get a taxpayer impact statement. So, you will see this
003on as a notice. It won't necessarily be on the agenda like it is, but it will be placed as the meeting notice for every meeting where it does talk about the budget. So, um there is a disclaimer in the taxpayer impact statement that says it's the uh most recent data that we have um and that it will change once we get certified data um in late July, early August. So, um you'll see different numbers at that time, but this is the data that we have at this point. So, that covers our our new um legislation. I think House Bill 1520 totally. Okay. Thank you. Okay. I'm ready. >> Okay. So, this is a budget and compensation workshop. We're going to go a little bit over the budget first and then we're going to let Dr.
004Daniel talk about the compensation plan. Um, we've had several meetings of course along the way. Y'all know we started back in, I believe, February and March talking about next year's budget. um in beginning workshops tonight. What we'd like to do is um look at the department budget update. We're going to go back over the outlook for the overall budget. Um just kind of hit on the fund balance again. We like to bring that up a little bit at each meeting and then we'll move into the compensation plan and the staffing phase three that we've talked about in the past. Okay. So, department budgets. I know we've talked about this along the way, but just as a reminder, we moved a couple of years ago to a zerobased budgeting process for departments. Um we utilize four
005priority areas this year. In the past we've had three. Um we are currently reviewing the percent of [clears throat] the increase and decrease. We'll hit on those a little bit um tonight. And then we're reviewing the alignment with the collaborative visioning plan. So we go through that collaborative visioning plan. We're on year two of that. We go through each item and make sure you know is it in line with it? And then is there anything in the plan that is not included in somebody's department or campus budget and do we need to pull something else back in? So we look at those as well for the budget priorities. What the departments were given were given the priority of one through four. Um one being essential, two being important and core support. Three being enhancement or
006value added and four being uh strategic or or future focused. Um as we looked at these we u went through everything the majority of what was put down was at priority one or two. There was a little bit more in priority three. There was very little in priority four. what we've looked at funding is one through three with some exceptions um and going through and and picking and choosing a little bit under the priority three section. So just as an outlook and I couldn't get all all of the departments on one sheet or you wouldn't be able to read it. It'd be so small. So this is broken up a little bit, but I just wanted to give you some input into why some of these percentages look a little different um than others and
007why they aren't all you're not you're not seeing like a 3% or 5% across the board change. So, um, we have these broken down in the best way we can with how they're, um, who's in charge of what type of budget, how we operate in the school in different ways. Um, so the overall admin building, um, so if you look at some of these, they're smaller budgets, so any increase shows a large percentage, right? So, we're going to kind of skip over some of those, but athletics does show a little bit of an increase, but we're adding a middle school campus, which uh, participates in athletics. That does that does um, increase their overall budget. If you if we look back at all the line items and we go through what is the increase without
008GMS, we're looking at a 9% increase. Um, which in looking through and just want y'all to know we've gone through every single line item. We look at everything of, you know, why did this one go up? Why did this one not? What happened here? Did we leave something out? Um, and with looking through their line item, the 9% seem reasonable. You do get 18 though when you add in GMS. And that's anytime we going to add a campus for their participation, right? every event that you compete in, there's typically a fee with that. There's fee for all officials, there's uniforms, there's costs for any type of added, you know, if we had three teams, one year we wanted to go to four teams, there's added costs with that. So, this includes all of that. Ban
009shows a decrease that has to do with their um capital outlay. So, every year their capital outlay is a little different. It depends on what instruments um might be needed. a lot of the capital outlay for next year is included in F FFNE um for an opening of a campus. So that is a pretty big reduction on their budget as a whole for that year. So that's you're not really seeing a decrease in supplies or anything like that. They have had to increase some of those. Same thing they've had to add GMS to their budget, but because of the um high dollar instruments that were moved out to an FF&E, you see an actual decrease on their line item. So the board, we haven't really had the board as a separate department, but we're trying
010to track that a little bit differently. So, we've pulled out some of those items. Um, again, it's it's a $5,800 increase. It does show as a large percent. However, though, because it's such a small budget, this is some additional training that we've um tried to anticipate for next year. Um, but again, it it's a little skewed when you say 11%. It's a small amount in the overall scheme of things. Choir shows a very large percent there at 36 um percent. Again, their budget is rather small. So, when you add a campus to that, they have a choir at GMS. It does make that skew into a very large percentage, but the majority of everything there was adding a campus. Collaborative visioning stayed the same. Communications um has an increase of 15%. The majority of that
011with some software um that they have in their department. And anytime you grow, most of our software is done based on either a campus or student count or an employee count. And as we grow, those costs of software um increase. Um construction [clears throat] is a small budget in uh the general fund stayed the same. districtwide um increased about 5% which seemed in line. Um we're still looking at some of those things that we can do in that one just to reduce some of that um percent across the district. Um in the finance department we had a small decrease there at 7%. Again it's a smaller budget so uh 7,000 shows us a 7% decrease. Learner services, same thing. We had some high dollar line items last year. We don't have those as repeating. So
012you're going to see an overall decrease in their budget. um even though a few areas may have had to go up, but overall it's a decrease. And then legal, we're estimating the same amount for LA for next year as we do this year. And then we have to adjust as we go because you don't necessarily know those costs in advance. All right. For the maintenance department, you're going to get a 19% increase there. That is uh the majority of that has to do with the operations of the GMS campus. So you take in grounds, you take in utilities, you take in all the different or sorry, utilities a separate lineup. you take in the uh the grounds, the custodial, all the different things and the majority of their increase other than there's some inflation and
013other line items has to do with GMS operations. Um going into next, we've got um the actual operations department. Most of that is um some again some GMS operations and then we had some radios that we needed to replace which fall under that department. Um police department, again it's a little misleading. It shows a pretty big decrease. However, we had to purchase two vehicles this year. One was a replacement, one was addition. So, that skews our budget look for next year. If you look at it without that in there, then they look like they're in line with what needs to move forward. Okay, I lost track of where we're at. Okay, rebranding. We're still estimating some cost to repaint some things next summer. We're trying to get as much done as we can this summer,
014but it's going to be a phase project. Uh, region 13 contracts did go up a little bit. That is um there's different areas. I believe you saw those in May of of what we use region um 11 contracts for. Security department again, they had some one-time line items last year that we didn't have this year. So, they're showing a decrease. Special programs the same way. They had some contracted services line items last year that um we aren't anticipating for this year. Um staff and student services, same thing. There was a software program, I believe, that they had been using that they're no longer going to use in the future. So, that took a decrease in theirs. Uh the superintendent shows 2% it's $400 because it's such a small budget you don't get you don't get
015much of a change there to cause a percentage increase. Technology shows a a decent percentage 38%. Technology has a couple of different things in there. One we talked about in our budget amendment and our purchases that we're asking to move to a different um ERP system that falls under the technology department. Part of that cost comes in next year's budget. Um and then the rest of it is our software increases. Again, when you have costs based on either a student count or an employee count or a number of campuses, as those go up, our software cost goes up. So, majority of that is there >> and those those software costs that's not necessarily student not necessarily student instructional software. That's any software we may be using in the district as well for operations or whatever.
016Correct. >> That is correct. >> Okay. >> Um transportation. Um we have a couple of things going on here. one. Um, we've increased our fuel cost. If y'all haven't seen, fuel costs are a little bit higher right now. Um, if they stay that way, we don't feel like we have enough in next year's budget to stay the same. So, we've increased that. We know we've got some additional routes that are coming on and some additional buses. So, just even our maintenance um line items, we increased in anticipation of those for next year. Um, and then our last one is utilities. The majority of that comes in line with GMS and adding that campus there. Um and we uh our energy manager was able to help us with some looking at what some projected costs may
017be on that campus. So overall, if you look at it's a 13% increase. Again, a couple of line items we know come in because of opening a campus. Um and so we felt like that fell really with in line with our planning amounts and what we felt like would happen with our department budgets. We were within a couple hundred,000. So we felt pretty good about that when we got done. Um, I guess before I go, do you have any specific questions you'all want to look at before we move on? Okay. >> I just want to say I, you know, Miss Stewart and her department, but then also our department heads and our principles, um, have done a great job. You know, building a budget from zero base is not the easiest thing to do because
018you have wants and needs. And she has a they have a system in their department where they prioritize one through four, she mentioned. And you know, all of us when we're working through things, things want to be a one, but then she would go back and say, "Okay, well, let's talk through not everything can be a one. Not everything can be a two." Um, and they've whittleled that down. And so, [clears throat] they've done a great job um you know, helping work through those priorities and and getting us to where we are with this. So, thank you. >> You're welcome. And that that takes buy in from everybody, every examples real quick of like what falls under under the districtwide like I don't want it to appear as a catch-all to everybody. So just some
019examples of like what would fall within there. >> So in districtwide um things like um printer fees. So copier fees are a campus based printer fees. We still have individual printers throughout the district. We have districtwide costs there. Give me one second. I'll pull up the detail and I can tell you a little bit more. Okay. So, in this category, we estimate um new teacher computers. So, anytime we add staff, you've got to add a device. And so, we're estimating a little bit larger there because we know we're going to open a couple of campuses and we'll need to buy those computers in the summer. There's also some um campus budget contingencies. So when we budget with our campuses, we hold back 10%. If they meet or exceed their enrollment as of snapshot date, they
020get that 10%. So we we hold that in a district-wide until it is distributed. Um we have things like a new classroom setup. So something that may not fall under setting up a new campus that might have FF&E, we still are growing in our individual campuses and they may have specialized furniture or equipment. So we have to um anticipate that and put a budget in for that each year. Um, we have some copier replacements. We aren't replacing copers districtwide, but we do hold a small amount there when um, one or two might go out through the year. Um, things like um, above district athletics. So, we do budget for that at the um, central office level. And then as uh, people advance, we also have an above um, above district academics, I believe, things like
021that where you may not necessarily know what that amount is. It isn't necessarily part of their department budget, but it is a needed expense. So, um those are the main ones in there. Uh you've got some small things in there like, you know, a UIL membership or um um some legal news, uh notices, some publications that we have to do. Um the tax appraisal fees that we have to pay to the appraisal district. That's another large one that's in there. So, this kind of gives you an idea of maybe what we covered in there. >> Yeah. No, that's really helpful. Just some of the examples, but it all it all makes sense. You just want to highlight it so it's slightly more detailed, but that's good. That's awesome. Thank you. It's a good question to
022ask though just it's not a catchall of just you know where we because we haven't always had it set up that way right. >> We haven't we used to you know as as we were smaller and as we grow we were trying to make some changes. Everything was a catch-all with everything in central admin that wasn't handled by anything else. And then we said we really need to look at it a little bit differently. What may be districtwide? Then we had you know kind of an admin building. What what happened here? Um we started breaking out our departments like finance got their own budget. Staff and student services got their own budget. So, we're trying to make things a little bit easier to delineate and track as we get a little bit larger. I mean,
023I would imagine if you compared us to another school, they're probably not going to have a um you know, a districtwide that they may categorize theirs differently based on who's in charge of what and what budgets fall everywhere. But that is just what seems to fit ours right now. Um but we do try and change that as we grow a little bit and try and capture some different things. And you know, we may get to next year and go, "Oh, you know, we've got to add this. Let's somebody else is over this. We're going to delineate it a little bit differently." So, >> and I also just want to tell you I appreciate the breakdown. This is nice. >> So, we did start doing this I think a couple years ago when we started looking
024at the zerobased budgeting just to to give a little bit bigger picture so we weren't just giving you a lump sum. So, thank you. All right. So, tenative budget outlook. This has uh been updated just a little bit. Um it really changed what we updated was the revenue estimate. I looked at what our latest um budget amendment is coming forward to you. We brought his information last month um action this month and it's really how does that affect anything in the future and so we were able to make some small adjustments where we felt like they would be in the revenue um and that would enabled us to make a small change on the staffing plan phase one and two. If you'll remember that we had talked about 5 million there um every time we've
025talked we were able to include that to 5.2 million. I know it's not a huge change, but it still was a change in our planning, right? So, we're able to make that change there. So, that's the biggest thing that's changed in order to still keep it balanced, and you'll see that reflected in what's being asked in phase three and what can be covered. So, still a balanced um looking forward, still the fund balance outlook hasn't changed. Um I can tell you I do believe the 2526 will increase a little bit there. We're going to end the year better than than um where we're projecting right now, which will help then with the 2627 outlook as well. So um just a reminder as we grow and our budget grows 25% of 50 million is not the
026same dollar amount as 25% of 70 million. So that if in order for that to maintain at 25% you really have to be adding money to fund balance every single year. So >> and will you just explain a little bit how you've done with some other people the years we open campuses? >> Yes ma'am. >> It impacts that. >> So and this is just kind of my opinion of how I look at it. Right. if we the years we open a campus, you are taking on some more expense in that first year, right? And so those years it's a little bit harder sometimes to balance your budget. Um sometimes on the years where we're not opening campus, we tend to see that we're able to put a little bit more in fund balance to try
027and maintain that 25% than what we've done in the past. Um so this year coming up, you know, it's been a struggle. We've talked about that trying to keep a balanced budget projection outlook and still add enough for a campus. Next year we'll have two campuses that we're opening. um we won't see the full effect of one of them because it is a building and and that we already have. So you won't have the utilities or operations, but you will have the staffing and the supplies on it. So it is a little more difficult in those years to say, "Hey, we think we're going to grow our fund balance and a in dollar-wise to be able to maintain that same percentage. But the years that we don't, those are the years that we do kind
028of make up a little bit of ground to get us back to that point." So growing districts, you know, a shrinking district has just the opposite. You know, they're they're trying to make it their fund balance is declining as well. We're all looking at trying to maintain that average somehow, but we all have different um things that are pulling on our our budgets, and forcing our budgets. So, for us, it's growth and those years that you open a campus just a little more difficult. Um the year after you've opened is a little bit easier. So, okay, Dr. Daniel is going to discuss the compensation package now. Okay. Um, as you've heard in the past, this time every year or at the new board orientation, we talked about this just a little bit. Just a little
029background on um, our pay process. We work with TASBY and it's a process that we've been using with them for at least 10 years, I would think. Um, basically the way that it works is they gather all of our pay data. We send them a data file. Um, every employee, what they make, and how many days they work, and we send that to them, and they compare that pay to the market. And the market is whatever we want the market to be, and they help us define that. And you'll see who the our market is. And you can get an idea of who they are, Denton, Northwest, Keller, places like that. But that's going to be on the next slide. And so they compare it to that to see kind of where your pay falls
030um when you're comparing yourself to other districts. And then they build our pay structures um not on what they think it should be. They get input from us like we'll tell them to can you build one based on 2% 3% 4% whatever percentage we um ask them to build and then what whichever one we can afford is the one that we're and that's the one we're bringing to you tonight. Um so they build a pay structure and then they send us a huge data file back which is an imp implementation plan and they make recommendations. Um sometimes we take the recommendations and sometimes we do not. Um, one of the recommendations um, this year was to really look at your teacher pay and be careful with your adjustments when you're getting past the I think
031it's the 10 years of experience because of the um, the state bonus that everybody got last year and we want want to make sure everybody maintains um, with that and you'll see that in a minute. There's also something that we are still in still talking about and this has come up a couple of board meetings back. It's been heard more than once, but once, but some targeted adjustments or increases to some of the campus admin. So, we're looking at that as well. The nice thing about this is this is all within the budget, too. >> You saw that 2 million a minute ago that was set aside >> and everything that we're requesting tonight is within the two million. 2 million. And I went back. It was It's really close to the two million. A
032little too close for me. So, >> assured me that it was going to be fine. So, these are the districts that are considered our market. Um, all in region 11 and 10 and they collect all of their data and if they don't have it, then they go pull it themselves because there's an opportunity in the fall for districts to share their pay data with TASBY so that they can use it for things like this. You can see I guess one didn't share that was like Dallas. Um, >> one of the things to note on this is when you're looking at enrollment, we're in the bottom of this group. We're in the bottom cortile of this group. Um, so we're a lot smaller than a lot of these places that we're comparing our salaries to. It's
033always important to [clears throat] keep that in mind. Even though we're lower, we got we have to keep up with the Northwest and the Denton. This next slide was something that they provided to us. This is those districts that were on the previous slide from and these are teacher salaries only. Starting at year zero, they have different scales. One for zero, 5, 10, 15, and 20. And starting with year zero, they're ranked highest to lowest. HB as is the highest, typically has been for many, many, many, many years. Um, and then you'll see where we fall, which is right in between Carolton Farmers Branch and Keller. Another thing to consider here is the number of teachers that we have compared to all of these other I mean, it's I think the only district that's above
034us, if I remember correctly, was with our size Alto's clo no we're for the number of people that we have we're paying pretty decently compared to the market but on this it doesn't look so good but it's in the bottom core top. This next Oh, this next slide is what we're bringing as um a recommendation tonight. And it's a um 3% increase. And this pay scale looks very different than previous ones. Used to be you just look at year five and see what you made. But um now there are some adjustments to it because of the um not just because of the pay increase but also the amount of money that the state was giving the teachers last year. I don't if you remember they were getting you know if you were let's say seven
035years of experience you got $5,000. Um but it doesn't mean you get an extra $5,000 every year. So that's why you see the 2500. So it's scaled. So they make all of it's it gets really complicated um when people are moving around and it's not just seven years is this you have to consider that aotment as well. That column that says additional aotment that that is catchup that's to catch up to make sure that those people that are year 9 10 11 in certain years don't fall behind where they um aren't making as much as they had previously. >> And that's part of that TASBY recommendation that we can either take or not take. Correct. Okay. Yeah, they that's a recommendation. That column. >> Yeah, [snorts] I know we're leaking over. >> Okay, there's something
036dripping. >> Um that column where it says additional adjustment >> was something that they recommended. We could we didn't [snorts] have to do it, but we we did decide to do that. So, this is based on a 3% increase across the board. And then this is just another graph that I thought was interesting um that they provide. I think it's a little bit deceiving. So, I'm going to explain it to you. Um, our salary is the orange bar and that is um current salary. The blue is the market. So, you can see we're we're behind the market on each of the years and that's for the current school year 2526. The green dash line is where we would be using model two. That was the second model. That was the 3% model um next year.
037And so you can see that it's above the market, but also the market is going to go up. >> Yeah. >> So that's teacher pay. And then we are also um bringing information and recommendation for a 3% of median for all other employees that would include everybody else um student nutrition, maintenance, transportation, um pair of professionals and administration. A few other um compensation recommendations that we have talked about in some of the budget workshops um except for this first one was something new that we talked about I think just maybe last month was an increase to the district contribution to insurance because of the increase in insurance um went up 10 at least 10% for uh medical insurance. So, we're wanting to bring a proposal for $50 more dollars a month the district would contribute
038to people that take medical insurance. And then paid prek, paid prek is eligible right now for most of our teachers, but not all of our staff. And so, this would include other staff members like a life skills aid that wants to that has a pre-K kid. Well, they have to pay right now. Um, this would cover that expense. And so we're anticipating, I think Dr. Jordan's been looking at numbers about possibly 10 maybe at the most. And it's $7,500 a kid. And then as far as um we also bring to you a we have a we have people that get paid extra for things um for coaching UIL for um there's a there's a list of them and if you click that link at the top you don't need to do it here but the
039extra duty pay schedule it has every single one of them there. But we did make some adjustments to that or or some additions I should say. One of those being um our elementary choir teachers currently don't receive a a stipen like the other directors do and and they as you probably all experienced at some point they put a lot of time and effort into performances and so this is to um recognize that there is currently a middle school art junior honor society right there there's never been a stipen for that. There is one for high school so we would like to add that as well. Um, we now have somebody that will be running our AV. So, there is a stipen for that, one of our teachers. And sixth grade theater did not have a
040stipen in the past and they put on a performance as well and do above and beyond with their performances. So, we are um wanting to add that as well. >> And that also include Does that also include the opening of Gibson and the and the stats for opening Gibson? Right. Okay. >> It does. And then I think I've talked about this before. We're wanting to increase the stipens for our um special education teachers that work with our life skills XC and behavior students. And then a small um increase um with our campus communicators. We have one campus communicator on every campus and they're the ones that send out all of the campus communication, all of the information that you receive as a parent >> and they run the social media which is after >> there's
041a lot, right? Okay. And then this is the breakdown of the totals. The pay increases, that's what the GPI is, the insurance supplement, preK, and the stipend increase comes just under um $2 million. So, it's within within budget. Any questions about the compensation plan? We looked at a higher model because you know we want to pay our teachers as much as we can but we're also trying >> like Alto is number one >> is that what I'm understand on like slide 12 says Alto's number one in our south two more back I think >> yeah there is that saying that >> no that's just the list of districts >> okay got so we top five or we top >> the next one >> like 12 >> so depending depends on the if you're looking at
042the number of teachers. >> If you look at anybody under you know under under 700 teachers hard for me >> no we're not going to be top five. No, but it because these are all these are the number of teachers. But if you take like an Alto who's got 513 teachers, we have >> um 368, the little loun 514. Those that are within that kind of that range, then yes, we would be we're right there. We're right Alto was 63, we were 611, >> and then the next one down was below us. So we would dep That's just the group of 16 school districts that if you start lumping them by the number of teachers, then yes. Is it fair to say more commercial? >> Maybe. >> But then that's just the beginning too, beginning
043salary because you go across there, right? A lot of times you you may be higher than somebody in a 5 to 10 year range or >> Okay. And then I remember in years past there's always there was always a race like who pays the most as a as a beginning teacher. Um and and I always remember that school. I don't want to keep saying their names over and over, but always, you know, being at the top or some Dallas or something like that. >> But those numbers in the middle are really important when you're a district that's, you know, wants to retain good teachers through over the years and not so much worried about that very beginning first year teacher salary. >> Something else I'd like to bring up is that our students go to
044school 168 days and many of those other district students are going to school 180 days. And so the number of days that our teachers are with students is less than many of those other districts. And so the time that they are working planning is very different than the time they're working with children. And so I think that's something else when staff members come here that is such a huge bonus is the number of they're all working 187 days but only 168 of these those days and argalized here with students and they get so many more days to plan and to look at data and prepare for their lessons. So something I like to remind >> staff members about. >> Good point. So, knowing that the market shifts up every year, have we ever taken a
045pay philosophy as a district like market plus 2% to try to at least stay with the market as that shifts every year or do we ask them to model anything like that to >> No, I mean, we haven't done that. I mean, we we do have a a model that is not 3%, it's a little bit more, but it's not going to be within it's not within our the budget that we have set right now. I'd be curious to see what if we did a three and a half or 4% obviously we put you over the budget but then what would you guys suggest cutting to make the budget if if we prioritize the salary >> to be 4% right because if the data that was on there was from 256 right >> right >>
046so you know as other districts have already given raises are going to give raises the whole line like you said just whole line shifts up right >> right that's why I said that that graphic is a little deceiving because it looks like you're above it but you're really not because you don't know what the next >> Right. So, we'll be we'll be mixed in with everyone else. Maybe some similar spot where we are now. Maybe up or down on a spot or two, but I'd be curious to see what you guys recommend if we said, "Hey, let's do three and a half or 4%." I know it's it's percentage wise, it's going to be a lot of money, right? But how do you what do you want to cut to balance it? You know, >>
047one of the things that we did do, Liz and I did, and we met is we looked at a 4% teachers only >> and then a lower percentage for um other staff. And it it was still out. I don't remember what the number was, but we couldn't afford it. >> It was still over the two. I I think to answer that question, you know, we when we did the four priorities with the staff, it was compensation increase and then the staffing, you know, we would have to pull back on some of the staffing request that we have. I mean, that's where we would have to take it from. It's going to be the staffing request. The positions that we asked, you know, increased positions >> um would be where that would have to come from
048to in order to increase the compensation. It would come it would come out of staffing because the district budgets aren't enough to move the needle in the and would would that be correct? >> Yeah, there's I mean there's the the insurance supplement as well. I mean that's something that what about 50 to 55% of staff somewhere in there. >> I think it was somewhere in that range that that take it that you could put towards salary for all. I mean there there's some different looks that you could give it but it just it depends on where you want to put the property. So, >> but I think if you were to go to try to look at a market plus, you know, like he mentioned, a market plus a 3% or to go to that
0494%, you're we would be looking at having to pull back on the staff positions. That's where that's the that's the only place to give us enough to to capture that. I was trying to >> because that's where most of the budget is isn't your staffing. And when you first came here, that was our budget fall kind of with the um what was the name of the transition grant? >> Formula transition. That's what it was because it was four and a half million that first year >> and it dropped off. And so we did make a lot of adjustments to the actual staffing plan. And the feedback we got from a lot of educators was, hey, we do want the compensation, but we really like having the staff on campus to meet the needs of the
050students. And there's kind of the whole quality of life at work. You know, like >> how many students you're dealing with in a classroom and those kinds of things. I feel like the feedback we've gotten is they definitely want compensation, but not at the expense of everything else. that makes their daytoday easy or easy. [laughter] That's those are good questions for sure. The last part of this isn't really part of the compensation plan. This is more the staffing plan for phase three. We've been going we started this back in March and we held off on phase three because we didn't think we were going to be able to afford it and we made some modifications to it and now I believe that Miss Stewart can correct me but these are the positions that we believe
051that um will work within the budget for next year in phase three. Remember there's already been many other positions that have already been approved and those are those positions that you see there. teacher residency, um, special education aids, two more at Hilltop because we're wanting to split a special education classroom. Uh, we did have that counseling position that we were opening for, um, if you click that link that says staffing plan phase three, it actually opens up the detail on it, but um, that counselor, we were looking at a full year position as an overlap. Now we cut it to a half year instead. Um and then as far as operations go, a bus monitor, a maintenance position, which we had taken out two or three of those and we think we can add one
052more and then the administrative assistant have the part with that which again you've so most of you have heard this this presentation as part of the presentation. Um and that budget impact is 261,750. >> Each percentage is about 550,000 I believe. That's what I'm looking at in the report. >> Each percentage increase. It's about 500,000. >> Yeah. Yes, ma'am. >> Okay. And this whole budget is based as you always do conservatively on what you believe July 25th is going to come out to look like roughly >> roughly and what are how many students will show up and how often they show up >> and what their um characteristics are. Okay. Yeah, the th those are the two biggest things is and which you don't know ahead of time and we won't know. You aren't going
053to know your enrollment attendance. Now, we'll get a good look when we open our doors in August. Um, usually after the first week, you kind of got to, you know, you have some some late enrollies. So, that typically that second week, we get a pretty good idea um of are we anywhere close, but it changes throughout the year. Historically, the last several years we've grown through the year. Um, some years more than others, but we have continued to grow through the year. Okay. Anything else? >> Okay. Thank you, Dr. Danny. >> This is yours, I guess. >> Yes, I think I have one more slide. >> Oh, one more slide. [snorts] >> Just [clears throat] the next steps. Just a reminder of what um the next meetings um June 15th the compensation plan will bring
054back to you for action. July 20th um regular board meeting and then August 24th is uh when we plan to present our budget and tax rate adoption. If you'll remember we moved that a week to help with the new requirements on tax rate calculation to give me a little bit more time to get those uh values done for the August meeting to try and keep it together rather than pushing it to September. Um, so this is our last workshop for the budget. Um, so I thank y'all for sitting through that and giving us some input and your questions that you asked through that. So, um, but we'll we'll start with regular meetings after this. So, >> thank you'all very much. >> Thank you. >> Thanks. >> Under the authority of the Texas Government Code 551,
055subchapter D, the board will now go into executive session at 5:39 p.m. to discuss 551.074 074 personnel matters and public officers 551.071 consultation with attorney 551.072 deliberation regarding rural property. When we return from close section, we will take action on agenda items. The time is 8:03 p.m. and the board is back from executive session. We will now discuss the action items. 8A is the vacancy on place 7 on the Ardall ISD board of trustees. As communicated to staff and community last week, the board is considering a vacancy in place 7 following Josh Westerm's resignation. In accordance with the law of Texas Education Code 11.060 and when a vacancy occurs on the board and more than a year remains in the term of the position vacated, the remaining trustees have two options. One, fill the vacancy
056by appointment until the next trustee election, which will occur in May of 2027 and fill the vacancy for the unexpired term. Or two, order a special election in November to fill the vacancy for the unexpired term. In accordance with the hold over doctrine, Mr. Westerm remains a board member, active or absent, until his place is filled. Any qualifying community member interested can email the board president for an application to be considered for appointment. The board will consider qualified candidates on Monday, June 15th at the next regular board meeting. I will entertain a motion for item 8A. I move that Argyle ISD board of trustees appoint an individual to fill the vacant place 7 position on Argyle ISD board of trustees at the June 15, 2026 board meeting and that a board call for the place
0577 position to be placed on the ballot at the next regular trustee election in May 2027 to fill the remainder of the unexpired term. >> Mr. Slayton with the motion. Do I have a second? >> Second. >> Mr. Frank Dixon with a second. Any more discussion? All in favor say I and raise your hand. >> I. >> Any opposed? >> Okay. Moving on to action item 8B. Liz Stewart. >> Uh yes. This is a resolution that um will authorize the superintendent to negotiate and put us under contract for land or any any future or current land dealings. >> Okay. I will entertain a motion to consider the resolution authorizing the superintendent to execute instruments for the purchase of real property for district use. >> I move to approve 8B as presented. >> Thank you, Mr.
058Sllayton with the motion. Do I have a second? >> Second. >> Mr. Rich McDow with a second. All in favor say I. >> I. >> Any opposed? The time is 8:06 and we are adjourned.