Crystal City ISD Board Meeting - June 18, 2026 - 1

001Recording in progress. >> I have a motion to approve the minutes of the >> Let us I am Mr. Lara. >> Let's go ahead. >> [clears throat] >> The Board of Trustees of Crystal City Independent School District will meet in special session at 6:00 p.m. Thursday, June 18th, 2026 in the in the administration building boardroom 613 B West Zavalla Street, Crystal City, Texas 78839. Call the meeting to order at >> 6:00 p.m. Roll call, please. >> Mr. Vince Martinez >> Here. >> Mrs. Sandy Houston >> Here. >> Mr. Luis Maldonado >> Absent. >> Mr. Victor Monreal the Third >> Present. >> Mr. Gilberto Espinosa >> Here. >> Mr. Rey Espinosa >> Here. >> And Mrs. Peggy Young >> Here. >> For the record, we do have quorum. Now, moment of reflection. All right. Moving on

002to item four, public comments. >> No one, sir. >> For the record, there's no no public comments. And Mr. Lara, we'll be going into closed session after our >> No, there's no need to go into closed session. >> Okay. We will not be going into closed session. Um we'll move into item 6A. Uh consideration to approve the contract with TASB executive search services and authorize superintendent to approve any matters related here to. Um we do have two representatives of TASB here to >> And are we going to close session? >> We're not I'm not going >> We're not going to close session. >> Or we're not we're going to skip it? >> Yes, we're skipping it. >> Oh, okay. All right. >> I'm going to skip the closed session. >> Yes. >> Why are we

003skipping? >> Because there's nothing that considered closed session. I just put it on there because I was on vacation last week. I didn't know what would transpire. There's nothing that we need to discuss that's eligible for closed session. >> And what about interacting with the attorney or anything in and their presentation needs to be done in open session. >> Okay. >> You haven't sent us a memo about maybe uh recommending staff members back or something or they'll be in the regular meeting. >> That's regular meeting, yes, sir. Okay, um tonight we have uh representatives from TASB, uh executive search, um they're Cody Newman and Dr. Marian Strauss. Uh they're both former superintendents. I've known them both for quite a long time. Uh they're uh this is what they do with TASB. Uh I will say

004for the board, we're not having to approve their contract because their contract was $6,000 and board policy says the superintendent can approve up to $10,000. So I've already signed their contract based on the conversation that we had at the June 1st board meeting, okay? So they're here to present uh timelines, procedurals about uh conducting the search, answer any questions y'all might have, uh any directions that you might want to uh them to consider in this search process. They did leave at your table uh a draft superintendent search timeline as well as the overview to their processes. We'll work that. >> Let me interject uh So, we're not going to take any action off of this on this uh open session uh item. >> Only if we want to um amend something that um we're doing

005with the search. >> But you said you already have a means >> And I've already tried contracts. It's just >> question and answers with >> Correct. >> Cuz I don't think we can like hear at this point amend any contract cuz it's already signed. It's already been uh signed, so >> Right. >> There'll be no action taken. >> No, not necessarily. Uh They're here to present >> Yeah, I understand that. >> the search and how to conduct the search. Okay. And with that, Dr. Travis. >> Sure. Yes, sir. First of all, let me say thank you for having us and allowing us this time. Um I've been doing this for 15 years. I've done well over 150 to 200 searches in my time with my time at TASB. And I uh take this one to

006be as important or more important than any that we've ever done. >> Can I ask you a quick question? You still working with TASB right now? >> I do. Yes, sir. I'm get I'm going to retire soon, but I'm going to be here for your search. So, we're going to We're going to do the search with me tonight is Ken Medina He is your field service agent. So, he calls on your district uh at least a couple of times a year and meets with the superintendent, and he's been doing this for just a few months. >> Yep. No, about a year, actually. >> Okay, so almost a year. But he's somebody you see us if you come to SLI or convention, we're always there. TASB does not go away. We're going to be there after

007the search is finished, and we want to make sure that it's that it's successful because our reputation is on it as well. I will [clears throat] tell you that after 5 years, about 83% of our superintendents are still in their positions, and after 3 years, which is pretty much the norm, we have over 90%. Uh that are on the job. So, we we try to make sure we find someone that is going to be a good fit not only with the seven of you, but with your community because every community is so different, and the culture we have to understand that so that we can go out and recruit people. And we do recruit. We will recruit. We will call people that we think will be a good fit. We will also uh if you

008see someone present at SLI or convention or wherever that you think would be a good superintendent here, we'll be happy to reach out to any of those people as well. You just need to let us know. So, with that, we're trying to get your commitment to this search, and your commitment is going to be time. Uh we have a timeline in front of you. There are some very important dates that we need to work out today, and we may you may not have your calendars or know your work schedules. So, we do not take action on this timeline because we want to be able to be fluid and flexible. So, if something comes up, we'll change it. Tonight is the planning meeting, and that's the first thing you see there, uh the very top line.

009Again, what we're doing is tying these dates down, getting your commitment. Uh part of the commitment is that you can be available for these days. The other part is that it is confidential. And we will ask you to sign a confidentiality agreement stating that none of the candidates' names will be talked about or released except for the lone finalist. That's when it becomes public. Yes, sir. >> Yes, ma'am. I'm going to ask only um so these dates will be dates that we should be available as the board? >> All right, that's what we're going to talk about. Now, I know that's probably not going to happen and we're going to have to change them and I'm happy We're That's why we're here. >> Yeah, I know, me too. I mean, just so I can know

010what what things I would >> Yes, sir. So, tonight is the planning. The next uh the next time that Cody and I will be here will not be a board meeting. It will be for community sessions. So, we will schedule several community sessions during one day and we'll come in and talk to people. We actually ask that you not be there because we want people to be as open and honest as they can with us. We're going to ask them four things. We're going to ask them what's going well in the district, what their concerns are, or what are the challenges in the district, and then we're going to ask them what it is that they want in their next superintendent. What are the professional and the personal characteristics that they would like to see

011in their next superintendent. You all know it's important for the community to buy in to this process. They need to support whoever is going to be sitting in that chair. You all have a lot of work to get done and if the community doesn't support it, it just makes it that much harder. So, we're going to be here to talk to people, to get their input so that they feel like they have had a say in this search. So, we're going to work that date out with Mr. Agrille and the central office staff, and we'll be here. We'll go wherever you want us to, whether it's here in the board room or whatever, but we'll schedule some community meetings. We also want to schedule a meeting for the faculty and staff to come. I know

012it's summer time, but we're still going to ask them to come up. The other thing tomorrow, we will send over our online survey link. So, on your webpage, probably tomorrow is Friday, uh probably Monday, there will be a live link on the webpage that anybody in the community can click on, fill it out, hit submit, and it comes back to TASB. It does not go to anyone here in the district, it comes back to us. When we shut that down, we will compile a report, and we'll summarize it for you. Here are the main things that are that are going well. Here are the concerns that the community had, and here's what they want in their next superintendent. So, we're going to send you a report, and it that report will come to you on

013July 7th. Again, not a meeting, you'll get that via email. >> Will all these this meeting all be before >> Yes, we will come in before then. So, we'll work probably tomorrow to get that date set. And then the application deadline is the next day, July 8th. So, it will be posted tomorrow after we uh get through this, and then the applicants will start applying. And our application is very extensive. It's going to give you all of the information you need in the application then and they of course submit a resume, all their transcripts, and also um uh video there's a video component. So, every applicant has to do a 3-minute video and answer three different questions. So, you're going to get to see them, how they prepare, how they how they react uh and

014um and so that's a very uh important part and the boards that we we we deal with. We've only been doing the video probably about 4 years and every board has nothing but positive things to say. It's not a selection criteria. You're not going to hire your superintendent off the video, but it is going to be another tool for you to use when you're trying to decide who it is that that you believe would be a good fit here. In the meantime, uh Mr. Newcomb and I are working in the background to find out everything we can about everybody that applies. So, we're going to be doing our background information, not just calling references, but digging a whole lot deeper than that because we pretty much know I think uh and with Mr. Grill's help,

015we know everybody in the state of Texas. There's nobody that we can't reach out to and say, "This person worked for you when? Tell me how what their um Tell me what you know about them and their work ethic and the things that they did and were successful in." So, we're going to be doing that. Application deadline is on the 8th of July. On the 9th of July, you will get all of the applications. So, you get two emails from us. One is uh got a login and a password. The second one are the applications and you'll log in, put password in and you'll see all of the applications, everybody that's applied. We arrange those for you so that it's easy for you. All of the sitting superintendents will be in the first group alphabetically.

016Then you'll have all the assistant and deputy superintendents and then central office and then principals. So if you are only interested in someone that has superintendent experience or deputy or assistant suit, you don't have to go any further than that second group. But you can if you if you'd like to see who else is out there. So you will receive all of that information on Thursday, July 9th. Which is I'm going to be quick. So we're going to get this posted right. Yes, sir. >> So when did you say we would get the first email with the password and the login credentials? >> Yes. >> When when will we get that? >> That same day. You'll get it first and then about 10 30 minutes 10 to 30 minutes later you'll get the second. Okay?

017And the day before you'll get a reminder saying hey this is this is coming. Yes, it's coming. We we keep you informed and we keep all of the applicants. We remind them as well that the deadline is this time and you know, you haven't completed, you haven't submitted. So we keep everybody informed. Cody and I will be back here on July 16th which is the first very important meeting. That meeting is where we're going to go through a process with you that will allow us to select get you to agree on the top six or seven candidates. If you'll look at the next, the initial interviews, we have six slots. Normally, boards pick six. But But here's You don't have to. If you have seven that you really want to talk to, we'll make it

018work. If you only have five that you really want to talk to, we'll make that work. But we have six slots here for the initial interviews. And so, we will come in on Thursday. And again, we will go through a process with you that'll help narrow it down to the six that you're going to interview. And then that night, you will also select the questions that you're going to ask those six. So, we have a bank of about 100 questions. They deal with everything in the superintendency. You can select ours. Or you can write your own, as long as they're legal. And we're pretty good about saying, "Ooh, can't ask that. But um we can rewrite it so that you can." So, yes, sir. >> Well, I mean >> No, you go right ahead. >>

019Yeah. So, when the interviews, I mean, the states are set in stone. They're not changed. If we only have four board members that attend the meeting, do we have a quorum? We're not going to say, "Well, I mean, we're going to wait for for for somebody that didn't come or whatever." So, whoever's here with a quorum, we'll then continue. >> We're Well, after we set these tonight, yes, we are not going Once they're set, un- unless it's prior to this, you know, when you tell me, "Hey, we need to change this time or this day." We can do that. But once we talk about these tonight, then yes. And we really It is so important that all of you are here. >> Yeah, that's what I'm saying. I mean >> Because you those that those

020candidates, you're interviewing them, but they're also interviewing you. And there are lots of jobs out there right now. Lots of jobs. And if something isn't right, if it doesn't feel right, or three of you don't come, that doesn't send a very strong message to the people that are here. So, I'm going I can't make you come, but I'm going to encourage you to please do everything you can to attend all the meetings. So, those three initial interviews are very the three dates, what do we need to do with those? Do we need to change any of them? It's Tuesday, Wednesday, and Thursday, July 21, 22, and 23. I know somebody probably has a work conflict or something. So, we'll work around it. We'll get them changed tonight. >> I'm very flexible. >> Oh, good. >>

021It was a minute. >> Okay. >> I'm fine with them. >> I I can do >> I don't wake up till 2:00. >> Okay. That's fine. >> I'm just kidding. >> Okay, that's fine. >> I'm just kidding. Whenever you want. >> start till 6:30, but >> [laughter] >> if we need to call you and wake you up, we can do that, too. >> [laughter] >> What else? >> I'm good. >> Anything else? Mr. Bonilla, are you okay? >> Yeah, I'm fine. I'm checking my calendar. >> You okay? All right. So, we're we can leave those for the 21st, the 22nd, and the 23rd. What about the times? Would you rather start at 6:00 and get done at 9:30 for me for me to adjust that, or even earlier? Like, it's up to you. >> Most

022of our board meetings are at 6:00. >> Okay. >> I'm good 6:00. >> 6:00 is good. So, I'm going to do six. And then uh is the first one will be 6:00 to 7:30, and then the next one will be 8:00 to 9:30. >> Okay? >> And for y'all's sake, we'll we'll have meals for you. >> I was I was going to suggest that maybe you could feed them in between or before or something. That might help or snacks at least. >> I'll take 10 minutes 5 minutes I think so less continue with the order. I'll need 1 or 2. >> Okay, so 8:30 >> This one right here, the six. >> Six six, right? Six in the evening Yes, six in the evening to 7:30. Yeah. Mr. Espinosa, I'm going to clean this up.

023>> The morning. >> And I'm going to send it back over in the morning. >> Okay. >> And you can get it out to them. Nice clean copy. So, I'll get that done. >> So, Mary, let me just ask on July 16th, you have 6:30. Can we change that to six as well? >> Of course. You want me I'll just change all of the Even the follow-up interviews can be at six. >> Okay. >> Like Yeah, that way I'm going >> It's consistent. >> It's flowing. >> That's right. It's consistent. >> Start six up. >> We got everybody trained for 6:00. So >> Okay, let's do that. Well, thank God we have Auto to remind us. >> [laughter] >> Okay, so 6:00 um And that's the first three initial interviews. Let me just tell you

024those interviews are very structured. Those first three interviews, we're going to You're each going to select three questions. And so, when it's time for that those candidates to come in Mr. Martinez, you will tell you know, introduce Everybody will introduce themself, and then you'll say tell us something about yourself. And they're going to take the time to introduce themselves. They probably will tell you things that legally you cannot ask. They'll probably tell you if they're married, if they have kids, if you know, all of those things that are protect They're really protected and you can't ask those. So, you're going to listen carefully, but as soon as they're done, then probably starting right here with Mr. Bonilla, we'll go around the board table three times. And you're going to ask the same questions to all

025six of the candidates. And we do that on purpose so that at the end of the last candidate on July 23rd, you're going to have really good, relevant information where you can compare and contrast them. And I always say all Anybody here that's been an educator, and I know some of you Educators tend to have the gift of gab most of the time. If I wanted to talk about what I wanted to talk about for an hour and a half, I could easily derail it and talk about whatever that is, whether it's elementary education or football or whatever it is. I could do that. That's why we keep it moving. It's 21 questions around the table, and you're going to have a clear picture of how they deal with many, many issues that are part

026of the superintendency. >> It's only three questions? >> You each get three questions. >> But I already have six. >> Okay, well, we'll have to narrow those down later. >> Did you say anything? >> And I have a list of questions. I have a list that maybe you can >> Yes, we're going to give you a list of a hundred questions, and you're going to You can select ours. And we're going to do that that same night that we pick your candidates on the 16th. And then we type them up for you, and we leave spaces so that you can take some notes and you'll be ready to go. We're going to keep you Yeah, we're going to guide and direct. We'll take care of all of that. So, you don't have to worry about

027that. The prepare for follow-up is just if you have any questions before you start that second round of interviews, the last night of the first round, you would call Cody or call me and we can talk. You can put us on speaker. We can talk about anything that may have may have come up that you need answered. But, on the evening of the 23rd, Mr. Martinez, you will call us and tell us who your top three candidates are. And then we call them and schedule them one per night on the 28th, the 29th, and 30th. Okay? Are those dates going to work? Or do we need to change anything? >> 6:00. Yes, sir. >> Consistent. >> I'm going to change it to 6:00. So, that night is completely different than the first round. There are

028no set questions. It's It's more relaxed. Um where it's more of a discussion. Because when you call those three back, you know they can do the job. What you're trying to determine in the second round is who's going to be the best fit in our community. >> The finalists. >> Who's going to be the the one that you can work with the best. So, during that second round, most of the time, and this is entirely up to you, it's your search, the board will invite the spouse of the candidate with them at the beginning of the meeting for 15 or 20 minutes, have some cookies and water, coffee, whatever. Uh and just meet the spouse. Because all of you know how important that person is going to be in this district as well. They're going

029to be the one that that people see in the grocery store and all of those things. So, normally, our boards will have that little social and then excuse the spouse and go into the second interview, which again is much more relaxed. There's no set questions. We're going to ask you to look at your notes from the first round. And if there's something you want to know more about that maybe you didn't have time to ask, then that will be the time that you you get all of your questions questions answered. We also tell the candidate, "Get your questions answered as well." So, it's a discussion. At the end of the third night on the 30th, you will call us and say, "Here's our Here's our person." And um we will we will contact them. And

030if you decide you want to do a site visit to the home district of that person, whoever that one person is, then we help set that up. It's scheduled for August 4th on this timeline. It would be three two or three board members going to the home district. It can't be a going to the home district, sitting down with board members there, some community members there, and some faculty and staff. >> Oh, I think that's good. >> It's just get It's never turned out to where a board has never, in my 15 years, have they come back and said, "No, we don't we don't think that's going to work." It's always a reaffirmation. If you do that, we encourage those three board members to stop at the Chamber of Commerce or the Dairy Queen. I

031don't know where people congregate here, but go wherever they congregate and just talk to people and make sure that, you know, you're feeling good. You Your community will appreciate you doing the entire search. This is just one piece of it, and you can look at your community and say we did it, everything we were asked to, and here's our person. And so, if you decide to do that, then the next night you would come back and name that person your lone finalist. Because once you show up in a district, three of you, the word is out. So, we want to get that uh we want to name them the lone finalist as quickly as we can, and then there is a 21-day wait period by law. And so, that would put your vote to hire

032date on Thursday, August 27th. And then all of that's negotiable. They may be willing to start that the next day, but all of that would be worked out during that time. Questions? I know that's a lot of information uh very quickly, but we'll be here. Yes, sir. >> Yes, ma'am. Would you all be here, I guess, all the way to August 27th through the whole >> We will be available through August 27th. We do not come to the interviews, and we don't on purpose because we want this to be your superintendent, not ours. And if you we're here sitting in here, you're going to look to us to say who we think would be the best. And so, we want you to do that. We're available 24/7. If I'm not at a board meeting, I'm

033on the phone, usually. So, we're available 24/7. If you need anything, and luckily we can be here. There's a something that comes up and you need us, we'll come. Okay? >> This was where you had a question now. >> Well, actually, I've been highly suggested to the board. So, just for transparency on lying to you, that we advertise that you don't have to live in district in hopes that there might be a candidate in a nearby district that might want to come here, but not want to have to relocate here. It's just been my suggestion to the to the board. It's really the board's discretion with you on that, but I just wanted to bring that up because they're going to advertise this and would be something they would put in there if that's what

034you want. >> Okay. >> That's good to know. >> Yeah. I don't have any >> policy on it? >> They must that they have to live in district. Well, y'all can make that change. >> We can change it a minute. >> But I mean, if we hire somebody like from the valley, they're going to have to they're going to week stay here, I mean. >> Well, >> that's something >> If they're like myself, I'm living here during the week. So, you know, if it's somebody can't commute, they're obviously going to relocate here temporarily or fully. It's just it's been my recommendation that you might get a a candidate from a neighboring school district that's a good person, but they they have a home and their family is located there. Um that's just my personal advice

035to you all. It's my decision, it's yours. >> I'll leave their choice also. Yeah. >> Well, but they need to know that so they can put that in the advertising. >> So, if we as we talk to people, do you want us to say say that it's preferred, but not required that that they live here. >> Can it be Would we have to change a policy or >> It don't have to be preferred. >> That need >> To me personally >> You could change it up. >> You're just going to temporarily suspend it until we make the hire and then if we make the hire, then you have to ask me to change the policy. >> Okay. Okay, we'll do that cuz most of the people that we that rule apply are going to talk

036to one of us first before they even start the application. So we can make sure that we tell them that information. What else? >> I'd ask this and I got to provide some kind of like stupid but the when the financial situation where uh you know, it's going to be difficult to deal with how much of the what kind of pay they want. And the question I'm going to I'm going to ask is uh will that be noted in the information provided in the application? >> Yes, their current salary will be in the application. And during the first round of interviews, what when we come here and actually go through all that, Mr. Martinez, the very last thing he will ask every candidate is what salary will it take for you to come here as

037our superintendent. And they know to research. They're got They got They're >> Oh, yeah, they'll >> What >> When we hired a gentleman from the valley, he had already researched our finance department, researched our, you know, everything. So when we were talking to him, he would ask us questions like, "Well, how did this happen?" You know, he was very well versed. >> He knew. >> Yes. >> I just don't want to miss anything. >> Yeah. >> Well, we don't want any surprises, either. You We don't want you to get to the end and have someone and then the salary be way out of line. That's why we you're going to ask the first night that you see these people what salary will it take and you'll >> thing uh in relation to what Mr. Miller

038was saying will let you know what the uh financial status of of of the district that we're in. >> Yes. >> It's all public information. >> take much to find that information. I mean we we you all I mean I'm not saying but I'm saying for a candidate that is very interested and then they're not told in the situation they come over here say >> I didn't >> They didn't know that they didn't tell me anything. I mean it's what told me and >> No, we we will >> so that they understand so that you guys I mean on our behalf we're informing them of what's going on in Crystal City. >> We will definitely do that. >> Do you have a wife that's a CFO? That would be a plus. >> [laughter] >> No,

039but I know someone that does. >> I do too. But [laughter] unfortunately he's retired. I know. So that would be a huge help. >> Yes, we can. >> Because it is part of the community involvement and things, y'all are going to come to the actual campus and conduct those interviews or just talk to the >> Most of the time we'll do it somewhere like this, like in the board room, but we'll have it set up so that we're going to we'll have a community meeting maybe at noon and then get the faculty and staff and the administrators in in the afternoon and then have one more uh community meeting in the evening. >> Okay. >> And once we set that up, then we're going to ask the district to get the word out, what however

040that is, social media, whatever it is, and invite people to come. >> Is is it possible to include um students as part of I mean >> Yes. after the principals reach out to students and things that they >> We deal with um with uh a lot of times like the student council officers or you know, whoever the leaders are on your campus or whoever the principal recognizes. Just have them come. So yeah, we can set up a session just for students. >> Okay. >> But I'm going to warn you, you're going to have to have pizza to give them. [laughter] >> That's okay. >> Um if I can't if you can't tell them they're going to get pizza. >> You know, it's it's daunting but they do put you at ease after a you know,

041they at least what we would did it I felt a lot more comfortable after two or three questions, you know? >> Yes. >> Cuz it is kind of daunting, you know? >> Yes. It is. This is a daunting task. There is nothing easy about what you're getting ready to do. It it's hard work. But you're going to be better when you come out on the other end, you're going to be a better board for sure cuz there's a lot of compromise that's going to have to go on during this search. And so we're going to we're going to work with you keep we I always say we keep you out of the ditch. We don't want you in the ditch on either side. So we're going to keep you where [clears throat] you need to

042be and try to get the best candidates that we possibly can. >> I've never been through one. So is he or she going to talk about what experiences they have first or they going to let us ask the questions first? >> First they're going to introduce themselves. >> But they're not going to say what kind of what what I'm thinking is maybe they already answered one of our questions saying I have this experience already. And it's no biggie but if I mean >> ask it. >> Oh, you >> You don't still ask the question cuz they may you know, they're nervous. You're all going to be a little nervous until you get to the second or third one. But, you know, they may think of something in addition that they want to tell you about,

043whatever that subject is. And you know, you can guide you can uh direct these questions in any way that you want as far as what we're talking about. I know you're going to want to talk about curriculum and instruction. You know, what have they done to improve instruction in districts that they've been in? You're also going to want to talk a lot about finance. What is, you know, and one of our questions is what do you know about the financial situation of our district? And that's going to be very telling. Uh those kinds of questions. So, you know, we're going to again, we're going to guide and direct and we'll make sure you get everything asked asked that you need. >> Thank you. Chairman. I just want to ask the board you want me to

044assist in the process. >> Yes. >> If I I'm not going to assist unless you all want me to. Assist I'll be at the board meetings to usher them in, to swap out candidates when we have two leading two interviews in one night. In other words, I'll be in the hallway cuz it's going to be a closed session. So, no one's going to be able to attend. We're not going to be zooming anything. So, I don't want to make that assumption nor do I want to push myself on you all. So, I just want to ask that question. >> I would like that very much. >> I have a problem. Okay. >> I have a question. Do those Are those sessions going to have to be posted like >> Yes, ma'am. And we're going to

045send you all the wording. Okay? All right. So, we're going to take care of her. We don't want her to have any additional work either. We may ask you to make a few copies once in a while but know, when we're coming in, but other than that, we we are going to send you everything you need. >> Okay? >> And as far as the link you provided to Mr. Fernandez to go ahead and >> Yes. Yes. Uh Joy Rivero will be sending that over to you. Okay? All right. So, y'all uh thank you again. >> Thank you all for all that I missed. >> So, may I just recap board meeting dates? >> Yes. Go ahead, buddy. Of course. >> So, if I'm seeing it, uh we'll have a board meeting on July 16th. >>

046Yes. >> On the 21st, 22nd, 23rd. Okay? And we finish on the 23rd, then y'all will decide who your top three candidates are, and Vince is then going to either contact Dr. Strauss directly or give it to me and I give it to Dr. Strauss one way or the other. Then we'll have board meetings on the 28th, 29th, and 30th. Then August 5th, August 27th. >> All right. >> Okay. So, making sure you all mark your calendars now, so you don't make other plans. >> And we have our regular board meeting July 13th. >> We have a regular meeting on July 13th and August 10th. So, we're going to be we're going to see one another quite a bit in July and August. >> July what? >> Uh July 13th and August 10th. And then

047just depending on the if we select somebody and we do the 21-day wait, just for your information, we have a board meeting on September 14th. That's our regular meeting. So, we may have that candidate, or we may not have that candidate. >> So, do you do you see your uh last day when we name the finalist? >> Okay, so that's a good question, Peggy, and I appreciate you asking. All right, so I did submit to you last meeting my resignation effective August 14th. >> Yes. >> What I've communicated to Vance is I'm willing to stay on another month through the September board meeting until we can get this person on board. So, um I just really wanted to get this ball rolling. That's part of the reason I did the resignation so we didn't drag

048this out till New Year's Eve or something like that. So, um I'm willing to mend that and stay on if that's what y'all want. I you know >> Turkey, uh repeat as to why we have to wait until September to hire the finalists. I thought we were going to do that on the 27th according to their schedule. >> You will vote to hire on the 27th. >> To hire them, so >> After 21 days, I'm going to vote to hire the finalists. >> But they may or may not be able to start by then. >> No, I understand that. I understand about the starting date. Yeah. We actually going to have to wait until the 27th to vote. >> Yes. >> Okay. >> Right. And if they're willing to start the next day or the

049next week, then I'm out of here. >> Oh, sure. I understand that. >> But if they can't, I'm willing to come through the September 14th board meeting. >> Okay. >> Just to give y'all and the new candidate time to get things worked out and negotiate on what their actual start date is. So, it's just because I gave y'all my resignation at the last board meeting. I just wanted to clarify that and make sure you're okay with that because I don't want to assume you want me to stay any longer than August 14th either. >> Yeah. But I think, you know, just even when they get hired, if they do start the 28th, I think it'd be good for you to stay a week or so or 2 weeks to, you know, the continuity, you know,

050kind of teach show them where things are going, you know, the plan to reach the forward transitioning. >> Transition. >> All right, so >> Just Just for a reminder now, I'm I'm out for 2 weeks. So, September I'm just kidding. August 20th, if you want to write that down, August 20th through September 4th, I won't be in Crystal City. All right, if you recall August 20th through September 4th. That was arranged upon my hire and my contract. >> I wrote that down somewhere, too. >> Uh again, there's that possibility that when y'all make the hire on the 27th, I'm not going to be here that night. Okay? So, uh it doesn't mean y'all can't have your board meeting to hire that night. It's just I won't be here that night. I'll probably have a phone

051and y'all will probably text me and whatever, but um what I'm prepared to come back after September 4th for that September 14th board meeting. In other words, from the 4th of September is my last vacation day. So, when I come back 6th, 7th on September 7th, I'll be here for a week to get that September board packet together. I'll uh run the board meeting if I need to. Okay? So, there's just that little window I'll be out of pocket. Okay? >> Good. I think that that makes sense as well as to come in and help them with the agenda. Get everything on it that needs to be. You'll have that um information. >> Um all right. I'm I'm pretty sure you guys are aware of this already, but there are three board members that were

052there that conference before. >> Good. Yes. Okay. Good. >> About the what? >> conference before >> Oh, yeah, about 5 years ago. >> Good. >> [clears throat] >> You'll be the leaders, then. >> We have about 25 candidates up front. >> Okay. >> So, But this is a good I mean >> Yeah. >> This is a good uh schedule because I mean >> You were here >> We can go back tonight and tomorrow else log in and another way of me unless it's an emergency or >> Okay. We can we can adjust. >> No, I mean >> We will. If if there's something that comes up. >> Where do y'all come from? >> I live in Georgetown, Texas, but I grew up in Cheyenne, Texas. >> They're here they're getting ice out got Sierra from

053Georgetown, Texas Texas is >> Texas >> I'm Florida. >> [laughter] >> Tell me how to find a place. >> It's a cute little place. >> It does not Can you I just need to Can you clarify what the Is it your home district was? >> It was great August 4th. >> That's where three of you would go to the home district that was candidate of choices. >> Yeah, bring it. >> Now, let me just tell you about maybe 40% of our boards do select visits. 60% say no, we really don't want to do that. We can decide that later on when we come back. >> Okay. >> All right. I think >> Thank you all so much. I know you all have a lot of great things. Thank you all very very much. >> Thank

054you so much for coming. >> Thank you, sir. >> Hey, be careful on the way back. >> Thank you. >> Bye. >> That was a good presentation. >> That's a lot of good information. >> A lot of information. >> 6B >> Yeah, now we'll be moving on to item 6B. >> I call on I think we we need to make a he asked for uh he asked for something I think we need to vote on it to make it official. >> As far as >> I I move for that that we give uh the superintendent authority to assist in the search. >> Do we have to seek I don't think we have to. >> But it says here and and authorize superintendent to approve any matters related thereto, so >> It's not to do it.

055>> Unless so can put it on the record. It can't be all unofficial, right? I mean we >> No, I mean it's not it's just it's it's an open it's an open session item, not an action item. Um and it being a contract that is less than $10,000, you know, per policy, Mr. Grogan >> talking about the contract part. I care about the second >> a done deal though. >> There's an and in there. >> It's related to the >> with that, the superintendent cannot act on that second part. He can, based on our uh authority we gave him under reference to the contract itself. But this action item it's an action item. Uh All right, it says the authorized superintendent he asked if he could assist with the search. I think it's it's a

056good idea. But we need we need to make it formally formal one. Okay, with that. >> We can take a motion, sir. We can take a motion. >> That's my motion. >> Okay. And the motion can can you re can you re uh state the motion for the record, please? >> Uh yes, sir. I I motion that uh we authorize superintendent to participate in the search for a new superintendent and uh to deal with any matters related to that interest. >> You have a motion, do you have a second? >> I'll second it. >> Second. Seconded by Mr. Espinosa. Um any discussion? No. All in favor? Opposed? Motion passes 6-0. Thank you, Victor. Now, item 6B, discussion and action regarding the Vader and Efficiency Audit. Do I take it? Okay. So, um I was contacted

057by um a law firm that I've worked with in another district uh previously and uh they were questioning why we were going to just start it and I said, well, I thought the legislature required it. And so there are some legal reasons that I wasn't aware of. So that's what this page is about. And so this is from Tom Cruise's office from one of his attorneys, Ricky Benavides. And basically it says that we don't have to do an efficiency audit if there are any governor declarations of disaster. So there are a couple of declarations of disaster in our county here in Zavala County which would allow us to forego the efficiency audit. So I contacted Mo Casey and I you know, I asked him, I you know, you can tell us that and that their

058response was well, we didn't know you had any declarations of disaster. So I said, can you give me an example to show the board what an efficiency audit's going to look like? So this is a sample of the audit. What you see I am just to be very honest with you all, the I thought the efficiency audit was kind of expensive. So I thought because of our financial situation it might be wise to save that money. But after I looked at this document and I did talk with Vance personally about it. Uh it's my recommendation that we continue to carry forward with the efficiency audit because it is going to yield some useful information and it also will be fruitful I think in the community once we ask the community because this is like calling

059a bond election, okay? That we can show the community that we've gone the extra steps to prove that this is the right thing to do to call the beta because this document will help us with Remember once we call the beta we can't be suggestive, we can only present present facts and so this would be a factual document to share in the community. >> What was going to be the cost rate for my energy? I know that I know we talked about >> $19,000. >> How many? >> $19,000. >> 19? >> Yeah. And so again, because we're broke, I I was kind of saying, "All right, maybe that's the thing to do." So then when I asked for a sample of the audit, then Vince and I talked on the phone and we agreed that,

060you know, this might be worthy of that $19,000 because again, we might learn administratively and as a board, there's some things we can do better to make our finances and our situation better. And just as importantly for our community because you're going to be asking the community on November 3rd to vote for this or possibly against this and this at least we can use as factual information to share with the community we're doing everything we can to operate Crystal City ISD as efficiently and as effectively as possible. >> I mean, I I asked a similar question at the presentation and uh and I agree believe that we should go forward with the >> Yeah, I have a question if I can say. I've been talking or people ask me I mean a lot about everything

061to me. Uh and right now I mean, I know what it means and but the main concern is our tax is going who's going to be making that explanation? >> Excellent question. All right, so the next steps for us are as we just like you do for a bond election, we have to have a separate bond counsel. It can't be one Cruz's law firm, it has to be a separate bond counsel. And then you also have to have a financial advisor uh company come in to tell you, all right, this is how much it's going to cost the average taxpayer with a home this value, this value, this value, and this is how much you know, 13 cents is going to raise or 18 cents is going to raise. Now, this kind of dovetails because

062at our August board meeting, you're going to be adopting the budget. And with that, you're going to be adopting the tax rate. And so, these kind of come together, these just happen to come together coincidentally in August cuz we have to call the Vader at the August board meeting, just like we have to officially call the board election at the August board meeting because everything has to occur on a uniform election date, so that's November 3rd, okay? Now, the bond attorney provides you language for the ballot, all right? And And one of the sentences that the legislature requires is the ballot has to say, "This was a tax increase." Okay? >> Ugh, that hurt us. >> I know, but that's the law. But >> Yep. >> so, the the bond counsel doesn't charge anything if

063we if the Vader fails. They only charge if the Vader passes in November, okay? How much? I can't tell you how much that's going to be. Now, same thing with the financial advisor, they don't charge anything if it fails, they get paid if it passes. So, what I briefly talked with Vince about is do we want to use um Escamilla and Ponic, I think is who y'all have used in the past, and then >> I wouldn't. >> All right. >> Those are the ones that we have. >> Right. Now, again, you know, I think bringing some new fresh eyes into the the situation, people who haven't with the district before because of all our financial situations, uh I have worked with a bond counsel, uh McCall Parkhurst at a San Antonio. And it it it

064really doesn't matter, but I'm just telling you factually, my wife's been a school CFO in multiple districts, and that's who she used in Bernie, which is a really mega big wealthy school district, and I'm in little bitty Sabinal, and we both had really good experiences with them as a law firm. Then, we used SAMCO as the financial advisor. Another really well-known financial advisor is called um Hilltop out of Austin. Anyway, uh that's what >> you know, excuse me, for uh Robert Pena? >> Right. I mean, that's who y'all have used. >> Do we have >> No, that's the one that we just hired. >> Well, but we don't have to use them if we don't want to. If y'all want to use them, that's fine. If you don't want to use them, that's fine. [clears

065throat] I'm just telling you we we that's next steps. So, tonight, I'm asking you to say, yes, we want to do audit, okay? That's tonight. Now, at the July 13th meeting, I'm either going to bring uh McCall Parkhurst and SAMCO to the board meeting, or I'm going to call who y'all have used in the past. So, while that's not an action item, I'm asking you to discuss with me, who do you want because at the August board meeting, you're going to hire these guys and they're going to be advising you simultaneously, okay? And they're going to bring you all the tax rate information. Now, get back to your original question, Ray. Also, at the August 10th board meeting, we're going to tell you what our M&O tax rate for the school district needs to be.

066Now, next Wednesday, I'm going to training on how to set the tax rate. It's called truth in taxation. And what Robert and Myrna will do, they're all they're going to training with Linebarger, who is our our law firm that does our delinquent tax collections. Now, I'm going to a different law firm's training just because I I had that experience, so Robert and Myrna will get trained, I will get trained, we'll the three of us are going to sit down. There's a worksheet that we have to work through to get our M&O tax rate. We're going to give you that worksheet, so you can see step-by-step-by-step-by-step how we get to your M&O tax rate. Bear with me a minute, Ray. I'm I'm I'm getting to your answer now. The as appraisal values go up, and I

067don't know if y'all's appraisal value is going up, but I will make an assumption that they are, maybe just a little bit, but they're going up. They rarely go down. Our M&O tax rate will compress down. All right. So, let's just make-believe for a minute that our M&O tax rate is going to drop 1 cent. Okay? Our compressed M&O, so we call that a MCR. All right. And then, our I&S tax rate, we're also going to adopt that at our September, excuse me, our August 10th board meeting. That also will be on that truth in taxation form that we're going to show you. So, we're going to show you how we got to the tax rates for M&O and I&S. Let's just say because I think your INS tax rate's too high. I don't know

068that for a fact, but that's a hunch. Let's just say it goes down a nickel. So, if our MNO's going down a penny and our INS is going down 5 cents, that's 6 cents. Let's just say that the Vader is going to cost us 12 cents. Taxpayers only going to realize a 6 cent increase. And that's how we market this to the community is, "Hey, we're dropping your MNO a penny, we're dropping your INS 5 cents, but the Vader is going to cost 12, but your net cost is 6 cents." And what the financial company's going to do is say, "All right, and again, I'm just making numbers up. The average home in Crystal City is $87,000. So, the homestead exemption for homes $140,000, so they won't see an increase, okay? If you're 65 or

069over, your taxes won't go up. Now, your your your appraisal value go up and yes, you're you're going to pay more in taxes, but it's not because the tax rate went up 6 more cents on the Vader, okay? Now, if you're 65 and older and you apply for it, you get another $60,000 exemption. Why do I know this? Because I'm 65 right now and I've already done this at my house. So, Tish and I will be able to have a $200,000 homestead exemption. So will anybody in this community. There's probably not very many people that have $200,000 plus homes. So, if they're 65, not only is it frozen, they have a bigger homestead exemption. This isn't going to impact them. Now, the financial advisers will explain all this to you and they'll have handouts with

070numbers on it so you can see this, but that's how we market the Vader is that our MNO's going down, our INS is going down, the Vader's going to go up, but the net cost to you Now, what I did in Sabinal, just again, I'm trying to draw an analogy, is we got a new Burger King in Sabinal. Before we were opening up the I mean, before we were doing a bond election there, and Burger King sends out these coupons all the time. And so, for a Whopper, a fry, and a Coke, it was $6.99. Well, that just happened to be approximately what the taxes were going to go up on the average home, $6.99. Okay? So, I said, "For one Whopper meal, you can have this new facility." And we won by 71%, almost

07172% because I just drew an analogy. Okay? Because people always put costs into their own pocketbook and in their calculations and their thinking. And so, how we present this factually is this is how much it's going to cost you, and this is you know, if you think about it's only $6.99 a month it's going to cost you, people say, "Oh, well, that's not too bad to save our school district, keep it from closing and consolidating." Now, I will tell you that I I can't show you definitively tonight or probably next month at July 13th board meeting, I cannot show you definitively, but when we adopt the the tax rate and the budget, we're going to have a deficit budget. We're not going to be able to close that $10 million gap. We have a $26

072million budget budget right now, and we're going to drop this down to $16 million, which happens to be what we're projecting our revenue is going to be. If you remember, that's what Robert showed y'all at our June 1st board meeting. Now, what I'm telling you is our revenue is not going to be as strong because we're getting hit up with the So, in the 24-25 school year, so they call that the fiscal year 25, we just got notice from TEA that they're going to hold 500,000 from our payment this this coming September, okay? That's a half a million dollars. So, we're going to be in the hole at least 300,000 plus, okay? But, 300,000 isn't a lot when we pass the Vader. So, the Vader gets passed on November 3rd, hopefully. So, it's going to

073be March, April Excuse me. It'll be February or March before we see positive cash flow coming in from the Vader. That's about the time we're going to run out of some funds. So, instead of getting a loan like we did here in last month, in May the Vader money's kicking in, and that's going to keep us financially afloat long-term. Now, if all of that plays true, now I'm not going to be here, but I'm telling you to mark your memories on this. If the Vader passes, you should have enough to unfreeze salaries in the 27-28 school year. You should be able to maybe bump up insurance contributions a little bit. But, we're going to bring y'all some proposals on health insurance that are going to be much better for employees and less costly to the

074district, too. But, this freezing of the salaries, this the dropping the the stipends by 50% and everything else that y'all approved a couple weeks ago, hopefully it's only a one-year gig, and then we should get off of that. What y'all cannot do is start hiring more employees. >> That is showing a lot of restraint. >> All right. That's what happened in December of '24. Y'all filed a financial exigency. Y'all let people go and then in last school year y'all started bringing people back in and it ballooned and got away from you again. Now we riffed all these people. This is the second riff this district's been through in 2 years. So, learn from that mistake. Don't start adding more people because what's going to happen this next year is principals and teachers are going to

075start whining about we need more help. We need more help. Remember, there were only four more teachers let go. Everybody else Everybody else were aides, secretaries, clear you know, paraprofessional staff. Yes, those are important people, too. Now there was a smattering of people from food service, a smattering of We let a couple police officers go, a couple people from maintenance go, a couple people here and there go, and a few people here in the central office go. But, the majority of was instructional aides and then again, the majority of those were from the consolidation of the three elementary schools. Now, we're already getting some requests. Can we add this? Can we add that? Can we add this? And all I can say is we've got to learn the word no. We got to say no

076because that's what's going to sink you again is people, more people. It's not unfreezing salaries. It's not returning the stipends to where they were. It's not going to be the the health insurance contributions from the employer that are going to hurt you. It's going to be full-time equivalents. We call those FTEs, okay? Right? >> Uh let me go back to you to the first uh thing that we're talking about uh financial advisors. I mentioned that uh you know of some that are very good at that. Can you recommend to the board one of those? >> Yes. Yes. >> I mean, because I'm saying this [clears throat] guy and this guy, but you have works with somebody that you feel can help us because you know him. >> Yep. >> I mean, that would be better

077because of the success that that you have. >> And so, I don't owe these people anything. They've just done a good job for me and Sabinal, and they've done a good job for Tish >> Well, I mean, instead of well, you know, one of this one, this one. >> So, if you want to write it down, the the financial advisor is SAMCO, S A M C O. And Dwayne Westerman one of his staff will come to the board meeting, and they would be the ones to tell you this is how much they need to raise, and this is how much it's going to cost the average homeowner. [clears throat] They'll have a nice spreadsheet for you. >> So, sorry, I don't want to interrupt, but also going back to, you know, our the efficiency study

078and everything, and I think Mr. Grill will make recommendations to us at the next meeting regarding, you know, advisors or anything like that, and and then we'll wait till that time to be able to that. And and he'll make he'll make the recommendations that that he sees >> I mean, right now when we start this, it will start on a horse and asset. But, if he's still with some that he feel are the best ones that help us because of the communication that we have. The other thing now, uh one more question, uh like on this thing that you were that you were uh explaining to to us how the beta works and uh that there's a possibility that we cannot freeze and all that. How can that be explained to especially our our our

079teachers, who's who's going to be doing that? >> I think that conversation will be a little bit more once the once the team in place that gets in place to determine our rate or we'll be able to explain that a little bit more. And also once we I mean that's probably a discussion for for later on next year once the the financial the CEO and everything as well is here and everything, right? Once they run the numbers and everything that's probably not a discussion for now. We can play it for the next meeting. >> place it for the agenda because that's a concern that comes to me and at least I can tell them, "Look, I mean we're going to have a meeting. Uh don't worry about it. Uh >> I think at the last

080meeting it was kind of briefly discussed, you know, that there's a possibility a possibility, but all the numbers still have to be ran, right? We still have to look at everything in detail and see that we are um financially stable before we can make those recommendations or anything or that the district can make the recommendations to the board. Um at this time I mean, you know, with my opinion on the on the the efficiency study, you know, you were asking about um who's going to explain, you know, the increase and things like that. They do provide a page in here that kind of lets out how much the difference in in taxes or increases going to be. It's shown in here and then it will >> It's going to be this company that's going to

081call a meeting. >> They will they will present the audit, but I'm I'm I'm assuming and my assumption is that they would discuss with the team and with the district, you know, what our tax rate is looking like before they give all the the information because this report probably will not be done until October. I believe. You know, so we would already have adopted a a tax rate and things. >> And we'd already officially called the Vader by >> already officially called the Vader by then. You know, but this this report and and what it's doing, you know, and and finding the rest of the, you know, finding efficiencies throughout the district. Right? I think a report like this is something that should be done every 3 to 4 years, you know, just as a

082as a standard for the district, you know, and it gives us time to a time to to learn what's going on with the district, if we're running efficiently, if we're not >> If I may interject, I appreciate a point of value, but I really I think the question is who's going to be responsible for the strategy to present all this information to the community? That's I mean, it's all valid. I think it need The community needs to know all this information so they can be more knowledgeable when they make their vote. >> They're not going to believe us. >> No, and well, that's the thing. When the time comes, you know, when we build the team for the Vader, that will be discussed at that point. >> That's why I want to I was going

083to make the motion to go ahead and approve the efficiency audit. That's what would be my motion. >> Do you have a motion? I do have >> That was your recommendation, right, sir, to go ahead with the >> Yes. >> efficiency audit. >> Do I have a second? >> I'll second. >> Motion made by Mr. Bonilla. Seconded by Mr. Espinosa. Any discussion? All in favor? All against? Motion passes 6-0. >> I'll I'll try to have some people here at the July 13th meeting. It won't be an action item, it'd just be an info item. We won't make it action item until the August meeting. >> [snorts and clears throat] >> Moving on to item 7A, discussion action to approve submission of a letter to Texas TEA requesting a payment plan under Texas Education Code 48.

084272. >> Okay, so if you look at this page, it's got the legal pages on it, and on the cover page a copy of a email that I received from TEA, David Marks. And if if you would, just turn to the backside of the first page and you'll see an email that I sent to the entire board um on June 2nd. And I said, "Board, please be advised that the ISD has overestimated enrollment and ADA for fiscal year 2025. TEA is going to withhold 500,000 from our August payment. Okay. Um TEA is willing because of our financial situation let us have it paid out us pay it out back to TEA, which it's right really not a payment. It's they're just going to hold $100,000 for 5 years to make that 500,000 number. So, I

085thought, well, that's a great thing. I think, you know, this is what we got to do cuz we're hurting for cash. Well, then if you'll look at the front page and you see where I've highlighted it and I've circled it with red and everything else. So, um I told David Marks, "Yes, we want to proceed." So, he said, "All right, here's what you got to do. You've got to document your budget reductions. Okay, we can do that. Uh they want a annual budget cash flow that reflects the financial position of the district both with and without the payment plans." And then the third thing is um uh how the district is working toward uh maintaining a positive cash flow. >> [snorts] >> So, with that there's a requirement that uh we author a letter to

086the commissioner. So, if you'll turn the pages Wait, wait, wait, wait. Let me back up. So, with that letter to the commissioner, then you'll see a a star. I'm on the front page still. It says the district will be assigned a financial conservator for the full duration of the repayment schedule. >> And that's 5 years? >> 5 years. So, you know, Dr. Reina is our government our our governance, not government, governance and finance conservator. So, I don't know if it'd be her or it would be someone else that they assign. Now, just for your information, I'm providing y'all uh how much we're paying both Dr. Reina and and Mr. Hines just for reference sake. But, they're doing a lot of work right now that their time on task is going to start decreasing. But, it's

087the only thing I have to give you a reference on. So, we just need to lay out do we go ahead and just take the $500,000 hit this August and not deal with having a conservator here for 5 years. It's not that it's bad to have the conservator, it's the cost of the conservator. >> But, if I don't know. >> So, you know, at first I thought this is a good deal. We need to do this this 5-year payment thing. But, then when you start looking at we're still paying back $500,000. It's just spread over 5 years. And we're having to pay for a conservator for 3 more years beyond Dr. Reina's 2-year term. Is this what we want to do? Now, it's y'all's decision, not mine. I'm just trying to keep you fully informed

088of the big picture. Now, what I had Robin do and he threw this together literally 2 hours before the board meeting. So, I haven't had a time to really digest the numbers. The bottom line is is one one side says TEA minus 500,000. So, our our revenue it for that August payment and I was wrong. >> Yeah. >> I'm wrong. >> Can I add that? >> Okay. It's more than 1.4. It's just that August payment's reduced to 1.4. million. >> Okay. So, um when you look on the other side, it's how much would we receive in August if we didn't have the 500,000 withheld. All right? So, the bottom line is it's going to be a punch in the gut to lose $500,000 in revenue from the state, but we it's not going to be

089pretty, but we we can work through it. Or we can do 5 years of $100,000. So, 100,000 this August, 100,000 next August. >> pay for the conservator. >> But we're going to have to pay beyond So, your conservators are here for 2 years, but you're going to have 3 more years. So, that So, 3 + 2 is 5 years. So, is the payout for a conservator and 500,000 collectively over 5 years is that prudent for us to do? Now, I I only need action if you want me to proceed with the payout plan, which would then include this letter that I I drafted today, which is on letterhead right here. Which you would you would be approving tonight for Vince to sign this letter for me to mail all of this to the commissioner. So,

090>> Mr. >> Yes, go ahead. >> Um Ms. Raynos wants to speak. >> Okay. >> Good evening, board members. How are you? Sorry for not being there physically. Uh I had a an issue that came up and I couldn't travel. Um I just want to I just want to clarify and I need to find clarification for this from TEA. Uh the reason that it's 5 years is because the request is to pay it out over 5 years. If after the Vader, if after more stability in the organization, you decide that you want to change that so that you can pay it out sooner, then you could in fact cut that back. So, while the option is you pay it all out in 5 $500,000, you know, in August versus you would say that you're going

091to pay it out over 5 years for the total of 500, but you can modify that. In my opinion, you can modify that to suggest right now we can agree to pay it out, but the likelihood that once we get more funds, we'll be able to pay it out sooner, then that would reduce the um presence of a financial uh conservator at a timely manner. So, that might be just another option for you all to consider that the reason that it's 5 years is because you want to pay it out over 5 years, and they want to make sure that their money's going to be taken care of while it's being paid out. You can pay it out sooner. >> And Excellent point. And I guess in regards to you the conservator, the district having

092a conservator, how does that affect the first rating? >> Uh, not good. >> I didn't I didn't hear the question. >> Oh, that in you know, the district having a a finance conservator, that affects our first rating, right? That that does that automatically indicate an F? >> It I don't know that it automatically indicates an F because there are other there are other issues and other reasons why you would get the F in your first rating. Uh, the fact that you have been assigned one is probably because one of the factors that is that is rated is not acceptable. Uh, and obviously that's why. As we start making these corrections, you're going to see that the ability to fill you know, to answer the first questions are going to change. Uh, and eventually the goal

093is to get out of that F status. So, um, it's you didn't get an F because you got a conservator. It is you got a conservator because you got an F. >> Right. >> And Dr. Ryden, also during the duration of the payback, the 5 years if we go that route, we cannot score higher than a 70 on our first, so we just stay low low low. >> That's what it says. >> Yes. >> That's what it says with yeah, with Mr. Marks. >> Mhm. So, so I mean, frankly, when you have more, I mean, it's all contingent too on on whether the Vader passes, whether we've had some impact with our financial reductions, you know, are we getting back on track? Have we paid back our our bills and there's, you know, tighter controls

094and so therefore we don't have things accumulating and money paid out of one budget when it should have been paid out of a different budget. All those things are being corrected and I and I feel very hopeful that they that it is going to have a positive impact. Once that occurs, you can in fact, like I said, make those adjustments and be in better standing to have a case about, wait a minute, we are on a financial, uh, positive track. Uh, but right now it is, do we gamble when we don't know if we're going to have the money? So, we go with the 5 years, but lo and behold, it'll be one of the first things that gets paid back when in fact we do have more money and that it's not, as as

095Mr. Grill said, the gut punch in August to to take out 500,000 when in fact we could have some leeway. And I'm not pushing I'm not pushing to stay with you all, love you all, I'm not pushing to stay with you all for 5 years. What I'm trying to do is get you all to the point where you all stand on your own two feet and and everything is in order and it's going to be working very efficiently, which I have every aspiration that it is. >> Dr. Ryden, this is Sammy. I was I had a question but I think you might have answered it. I was going to ask is if we did decide for this um I guess the 5-year payout, will we be added an additional conservator or would you more than

096likely take part as the conservator? >> Actually, I'm not sure. To be very honest with you, I don't know if they if if David Marks at the time knew that there was already a conservator here. I think he put that as a stopgap because we're not going to let you go on a payment plan unless somebody else is watching the money. So, I don't know if they're going to put somebody different from their office or if they're going to say because my mine for right now is a 2-year 2-year commitment. I don't know if they're going to come back to me and say these people are still not out of out of the woods, would you consider staying versus you know what, you're done with your your duty and we're going to have somebody else

097come in and do that. That's fine, too, and that is an option obviously available to the commissioner that he's the one that does the appointments. Um and so, I can't answer that right now. It's whether it's >> 2 years I guess that you're assigned right now. That's what I was asking I guess. Would there be an additional one on top of >> I don't think I don't I don't think it would be an additional one. But then again, that is just my assumption and I can verify that. I can verify that for you all tomorrow and let you all know. >> Yes, ma'am. I have a question. I mean, it's It was very obvious that we overestimated our uh uh attendance ADA uh when the state settled up on the 4.something million. So, now for

098the 4-year 2024-2025, uh we overestimated again. So, now we're being the settle the settle up is half a million. I'm concerned about the current one, 2025-2026. [clears throat] Did we submit the closest estimate that we could without suffering another settlement. >> So, oh, okay. So, the unfortunate way of how this works is we give TEA an estimate each year. And then they send us money based on that estimate. But then when they when the school year's over, so right now, this week, I submitted to TEA our enrollment for the year and our ADA for the year. And so, yes, we we've had a drop in enrollment this school year, so there's going to be another settlement hitting the district a year from now. >> Yeah. >> And and in my research of of the FSP

099funding, you know, the district has been operating with settled ups for about the past 10 years. You know, it's been ranging from 150 to the big year in 2023 or 2022 was about 4.something million. But it ranges between half a million and and five million and 900 million 900,000. Um you know, and and um last year >> And I know that take 10 years ago, 9 years ago, it didn't show up to us because we did have a balance in our in our fund balance. >> Yes. >> The parliament uh the one I guess Gray and Peggy might be able to answer that question. Uh approved an an amendment to move or give that money back to the state. >> Yeah, I mean, at those times, yes, I mean, it was it would have been

100supplemented with with you know, with funds that the district had, right? Um No, but I just wanted to say that it had the district has been operating with a settled up from the previous year for the past 10 years at least of of about 500,000. >> So, uh >> last 3 years. Um the 4 million >> The estimate that we submitted, did did you submit it uh an estimate, or the actual figures? >> Cuz uh wait, the June submission is always actual. When you do a fall submission in October, it's based on the enrollment in October. But, what you've been seeing is students leave the district during the school year. So, there's been from last spring in '25 to this spring in '26, you've lost 104 kids. So, you're you're going to have another [clears

101throat] settle up to the negative in a year from now from this school year. Now, you know, hopefully we can plug the the loss of attrition. There, I I I really don't want to bird walk too much. First, I want to thank Dr. Reina because she has a really good point. I mean, we're we're She's here for 2 years. So, if if indeed uh either she or I contact David Marks and say, "All right, if we if we make a 100,000 payment this year, a 100,000 payment next year, and then before Dr. Reina leaves and Vader passes, we pay the other 300,000." >> Exactly. >> We don't have to have a conservator. That might be the best route for us to take. And I appreciate Dr. Reina bringing that up cuz I hadn't mentioned that

102and thought of that, frankly. So, uh it I think right now it might be prudent for us to approve the letter, for Vance to sign, and I can tweak the letter and he can sign it later, not tonight necessarily, and give either Dr. Reina or I opportunity to talk to David Marks and make sure we can pay pay it out over 3 years, you know, 100,000 off this year, 100,000 off, and then pay the other 300,000 and not have to do a conservator. Assuming everything else is good and we don't have to have a conservator for other reasons. Would you agree, Dr. Reina? >> Yeah, definitely. I think that's a great approach. and again, it's just getting that little bit of clarification and then just work out the best the best scenario for for the

103district cuz you know, we want I mean the goal here is to work myself out of a job so that in essence everything is working so well and so smoothly the systems are all in place and it's in the best interest of the district. So let us figure out that one little that one little possibility but I do think that that's a that's a good approach. >> Okay. >> I think it's a great idea. >> If I could Mr. President, I'd like to just step out to the side of this conversation but it kind of speaks to our enrollment and our enrollment loss. All right, so pay to play has been something that I've been working on and working towards It was my idea. I've been preaching this to the community since I've come here

104in all my town hall meetings. So I've had two meetings with the athletic booster club and one meeting with the band booster club about this topic. And then Eddie Gutierrez who's the president of the athletic boosters came and met with me on Monday this week. And he's telling me that there's quite a few parents who are just they're upset about having to pay for anything for athletics. And they're just going to go ahead and pull their kids out. Well, if that happens we're not going to survive even with the beta if we lose a hundred kids or whatever it might be. So after having a lot of conversations with coach Battle and Mr. Munoz as well I'm not planning this isn't something the board has to act on because this is just something I was

105doing. Okay. I'm not planning to move forward on the pay to play. Um I don't think it's a wise gamble. I think it would generate about eight hundred forty five thousand dollars. Okay, that's almost a million dollars of revenue. >> So are we going to do about it? >> But if but if we lose kids, it's going to cost us more. Potentially. I don't know how many kids. I don't have a crystal ball to predict that. So, I don't want to see another scenario where we start out with 50 or 80 kids less next school year than what we anticipate cuz we're building a budget based on a 3% enrollment drop. All right? Because we just want to guess low and end up high. I mean, it's better that we settle up for positive instead

106to the negative. But um it's not something really as a point of discussion or a point of uh decision-making tonight, but it it concerns me that we're talking about enrollment drop, and I just don't want to gamble on an idea that's untested. Okay? >> But, Mr. Grill, I keep reading all this stuff where a young man uh is ineligible because in the off season he transferred to another high school, and UIL said, "You're not going to play because you cannot you cannot transfer for athletics." >> Right. >> Would that be a possibility? Do our parents understand that maybe their children couldn't play athletics for a year? >> Answer this. >> Yeah. Our our parents are very educated, ma'am. >> Okay. >> They're all aware about stuff like that. >> So, it's called a PAPF. PAPF

107is a prior authorization to participate. So, if a child transfers from here to Carrizo, for example, and so, the so, Coach Battles has to initiate the PAPF document. And the question There's several questions. Did the student leave for athletic reasons? If he checks yes, that student's ineligible for Carrizo. Okay? If he checks no, then the student's eligible. Okay? Now, maybe I'm different, but I just had the opinion if parents want their kids to go somewhere else, why are we punishing the kid? >> Right. >> Okay? You know, even if they are leaving for athletic reasons. Now, what what's wrong is when Carrizo's out there trying to recruit one of our stud football players or something like that, and they leave for athletic reasons. I think yes, you check off they left for athletic reasons. But

108if the parent is genuinely upset with Crystal City ISD, and they want to take their kid to Carrizo, and they play football at Carrizo, I think I I don't have control over Coach Battle. I can't force him to check yes or no, but I think ethically, if a parent wants to take It's their child. They should have that decision. Okay? And the child gets caught in the middle. If the child say, "Mom and Dad, I want to go to Carrizo because I don't I don't want to play here or whatever because I don't like the coach." Again, that's a parent and their child's decision. If it's Carrizo trying to recruit somebody, so they play better, then I think it's wrong, and we do check off that they left for athletic reasons. And that's all I

109want to say about that. >> And then, you know, that I think those discussions will probably be had later on, you know, more more definitive. Um so, I think we can if >> Your [clears throat] recommendation >> recommendation on on the payment plan, sir? >> My recommendation now, with what Dr. What Dr. Reyna said, is I I would suggest that y'all approve, let's move forward with that, and to grant Vance authority to sign the letter to the commissioner. >> So move. >> And then we revisit it after >> After the beta passes, yes. >> We have a motion by Mr. Bonilla. >> Seconded by Mr. Rocha Nolasco. Any discussion? All in favor? All opposed? Motion passes 6-0. On 7B, discussion action approve the additional day school year calendar for 2026-2027 school year. Okay, hopefully this

110can be easy and short. Uh, we reviewed this with the board last two weeks ago on during the first. Um, next Tuesday, June 30th is the last day teachers can resign without penalty. All right, 40 50? >> 45 Yes, it's the third not two next Tuesday the 30th. So, that's two weeks two weeks two weeks. >> So, on June 30th is the last day teachers can legally resign without penalty. That's 45 days before the first day of instruction. So, what we want to do is get this calendar approved. Now, for the teachers and for our students just to refresh your memory from June 1st, this calendar has the same start date and the last day of school are the same, okay? Same for the teachers, their start date and end date are the same. What's

111different about this calendar is it has instead of 167 days of instruction, it has 175 days of instruction, which means we have fewer professional development days and fewer teacher work day student holidays. All right, the commissioner is very strongly suggesting the schools do this and the caveat is the state will pay Crystal City ISD for up to 20 days of extra school in the month of June, which facilitates us to provide summer school. We might not be able to provide summer school this summer because of finances. So, this gives us money to pay the teachers. Now, it doesn't pay for administrators, it doesn't pay for the secretary, it doesn't pay for the aides, it doesn't pay for anybody else, it doesn't pay for anybody here in the central office, but the teachers who get to

112work summer school get another month of pay. That's another plus because they're getting pinched in the pocketbook here because of the things we're having to do to the compensation plan. So, at least our pre-K through eighth grade teachers, it's only pre-K through eighth grade, we get basically another month's pay. Now, it will it be every teacher? Probably not because you're not going to have the whole elementary student body coming back and the whole junior high student body come back because it's a retention reduction plan plan. So, kids who failed they get to go come to school for another month to get promoted, okay? Instead of retained. That's a good thing, all right? It's not good to socially promote, but it's not good to retain either, okay? So, this also is for kids who didn't pass

113the test, it need to retest, okay? Now, the the thing is is um the holidays are the same with one exception and it was MLK Day. Sammy, I'm sorry. Um There we don't have another day to swap around. So, you know, if y'all wanted to forego the Spinach Festival Day and have MLK it the Right now, we show the Spinach Festival cuz that's kind of the feedback I got from staff. I had a cabinet meeting and asked them, they said, "Oh, Ms. Grill, we're going to have a horrible day of attendance if we have school on the Spinach the Monday after Apparently, the festival's not on Monday, it ends on Sat- Sunday, but a lot of people it's kind of like the day after Easter, they expect to have that day off, okay? Now, the

114one thing that we did change from last meeting is I had to add two weather days because in when you read the additional day school FAQ document that I've given you it says we have to have 175 days. We have more than enough minutes to cover if in a traditional sense if we had to cancel school because of you know, bad weather, we have enough minutes to cover it, but the regs and the TEA require you have to have [clears throat] 175 days. So, if we have a bad weather day, we can cover it with minutes, but now we're at 174 days of instruction and we don't get the funding. So, the the weather days are the Monday after uh Easter on April 5th and then on May 31st, which is Labor Day, okay? Those

115would be makeup days and we probably wouldn't get everybody here on Labor Day cuz it's Labor Day, okay? >> Can can those be switched? I mean >> Well, I mean >> No. I'll say that we could use it on that day, the weather day, because it's mine. >> Well, y'all can amend the calendar anytime you want to. >> That's that's what I was saying. >> But, you know, we want to get the calendar set before the teachers' last day. So, if there's something that's rubbing them wrong, they can say, "All right, the school informed us cuz what we'll do tomorrow is we'll send this out to everybody and say, 'Here is the new board-approved calendar.'" I don't see it being a problem because the first day of instruction, the last day of instruction are the

116same. The first day for the teachers, the last day of the teachers is the same. The holidays are the same. I can't imagine anybody having a rub with that, but the fringe benefit for us as a school district is we get money from the state for summer school for pre-K through eighth grade next summer. And because we're broke, that allows us to provide that summer school. And folks, our kids are struggling academically, so having more days of instruction, I think is better than having professional development days and teacher work days. And I think having summer school is a benefit to our students, too. So, um I highly recommend this change. The commissioner is recommending this change. Uh Our conservators are recommending this change. I've gone over this with my cabinet. They're all good with this.

117We've double-checked and verified all the minutes and days and everything else. So, I think the calendar's good to go. >> Um you know, I'm [clears throat] reading the implementation options. What option is the district looking at? Like, is the summer school? There's three different options that it speaks about, right? Sessional calendar days or 4:30 days after the school year in that case. Um would we be qualifying for the half-day formula or >> Only the half days. >> Okay. >> Because we have to have more instructional days to get the three-quarter time. >> Okay. >> And really for summer school, half day's enough. Okay. Because well, it's enough. >> Would the half day include lunch? >> Yes. >> Okay. >> It'd be breakfast. >> Regardless, I mean, like right now we're having lunch. I mean, regardless

118of summer school. >> They'd have breakfast, though. Yep. They'll have breakfast and lunch. >> I mean, like in the future, I mean, this can also be additional I mean, can does this also supplement, I guess, Saturday tutoring days or and things like that? Is what >> All right, that's a different option, but yes. So, you have three options. You can have um intersessional, which means that's more if you're trying to go to like a year-round school calendar. All right, where you go school 9 weeks and then you're off a week and you go to school 9 weeks and you're off a week. That's a inter-sessional calendar. Then you can have additional days, which means Saturdays schools, okay? But remember, it has to be counted as a day of school and you're not going to get

119a lot of the kids on a Saturday. So, summer school is the best. And it's more traditional where you have less pushback and typically moms and dads that have little ones, they're okay with having summer school because that gives their kids somewhere to go instead of running around the house and grandma having to watch the kids cuz mom and dad have to go to work and things like that. So, you know, that way the churches can have their vacation Bible school and stuff on in July. So, that again gives parents a place for their kids to go. So, you [clears throat] advertise you or at least this is what I did in Savannah. We would work things out with the churches where they We had summer school in June and they had vacation Bible school

120in July. So, that gave kids somewhere to go, the little ones at least, most of the summer. You know, the older kids, they stay at home on their own and they're not interested in vacation Bible school and everything else. So, anyway, uh my recommendation. >> I'm motion. >> Motion made by Mr. >> I got >> Seconded by Mr. Bonilla. Discussion? All in favor? All opposed? Motion passes 5-1. >> 5-1. >> Yes, 5-1. >> Now, item eight, adjournment. >> I have a motion. >> Motion by Mr. Espinoza. >> Seconded by Mr. Houston. >> Discussion? All in favor? All opposed? Motion passes 6-0. >> Very happy.