Crystal City ISD Board Meeting

001Siri mean uh you have already hired >> yes >> people uh and uh be considered to approve the employment of new at will >> the recommendation is that the board of trustees approve the employment of new adwill personnel as discussed and closed >> motion motion motion by Mr. Spino I have a second >> second by Mr. Houston. Uh, questions, concerns? All in favor? Motion carries. Okay. On on C, uh, discussion, consider the, uh, possible action regarding a proposal settlement. >> You didn't do B. >> What? >> B. >> Just did B. >> We did B. >> We didn't do A because she hires those people. We did meet which of the uh the paras uh uh discuss and consider the possible action regarding the proposals relating to the contract dispute with DFO and do and

002matters related to two. Mr. The recommendation is that the board of trustees uh consider taking possible action regarding proposed settlement offer relating to a contract dispute with CFO on the go LLC and matters related there too. >> Do I have a motion? >> Mr. President, I move that the board of trustees approve the proposed settlement agreement between the district and the CFO on the go LLC under the terms discussion close session and authorize superintendent to finalize execute all documents necessary to implement settlement. >> Right. Uh do we have a second? >> Second by Mr. Espinosa. Questions, concerns? Not in second. Motion passes. [Applause] On seven, we already we're going on eight budget workshop 256 of and benefit planes. >> Uh and I'll wait for Mr. Fernandez to put up our PowerPoint presentation. And so as

003is uh the tradition here at CCISD, we bring the uh initially the compensation plan before the board during budget workshop for consideration. Do have a uh packet uh as part of today's presentation. Uh and I'm going to go ahead and jump straight into uh page the first section of your book. I'm going to be on page four. Uh four and five is really uh the the the discussion uh today >> on page four and five. It's you should have the two tables. Uh and we apologize but the numbers did not register uh during the print. So as you all know under house bill 2 uh the teacher retention aotment uh was proposed and approved by Governor Abbott. And so as Crystal City ISD is considered uh as serving less or fewer than 5,000 uh students

004enrolled, our requirement under House Bill 2 is to provide compensation of $4,000 for teachers between years three and four of service and $8,000 for teachers uh five years and beyond. And so this is the law. This is this is a this is a bill that was signed into law. The district does not have an option of not implementing. And so essentially what we're doing is that we're frontloading the allotment. We will not however be receiving the uh the entitlements or the allotment until uh we're hoping as early as March of 2026. Uh but it could possibly be later. uh the money to fund the teacher in the the teacher retention aotment is not money that we're going to be receiving in September like we do the other traditional state aotments. So we will have to

005wait a significant amount of time before we see any type of compensation from the state. >> We have to start >> but we are required to begin uh this is this is effective September 1st. So uh the district is prepared to implement uh to implement uh and maintain the integrity of the statute >> and again will receive >> the increase right? >> Yes sir. >> And again this is mandated by the state. It's not >> correct. It's not a district decision. >> It's a district decision whatever whoever gets the money based on the years of experience and and all that. That's >> Yes sir. So, one of the one of the considerations that we have to take on is uh for both for for those board members that have been sitting at the table for

006a number of years, we typically present the teachers, the counselors, the librarians, and the nurses together under one table. So what uh under Casby's and TEA's guidance the the recommendation uh for districts was that we separate the positions keeping uh counselors, librarians and registered nurses in one table which is what you see on that first table and the teachers that qualify for the teacher retention aotment on the second table which is what you see on that second table. The highlights that you see on the second table uh highlighting year three and year five are just the indicators that from years three and four that uh those years of service are eligible for uh $4,000 and beginning with year five uh teachers depending on the years of service qualify for their salary plus the $8,000. So

007what you see uh in that third column is what a teacher's salary would be under the teacher retention aotment. So all of these under the yellow category already include or already have embedded either the $4,000 aotment or the $8,000 aotment. And so any questions that you have, again, this is a state mandate. Uh and so what we do is we feed this into our existing tables. >> But this is going to be right now and you're going to check with one groups. This is for certified teachers. You're going to look at uh permanent subs the long-term subs to see what they would qualify for. >> I actually have provided to you if um my tabs are yellow. I don't your color yours I believe is green. If you move past the compensation packet, there is

008a section. It's actually uh it's actually a confidential email uh that addresses that. If you go if you can move all the way down to the bottom part of that uh of that email, it's your first tab or it should be your first tab after the compensation package. [Applause] my first tab. >> Do you have them in the same order as I do? Is >> this page right here, Mr. Bonus? >> No, it's an email. >> No. Okay, then you don't have then you don't have it and that's okay. Uh and I'll read this to you. So, this is this is uh Mr. Mr. Kusa information to me. Uh it says uh according to statute as such the following individuals may be entitled to the TRA and so of course it's certified educators meeting the

009statutory definition under section 5.001 and uncertified teachers who perform classroom teaching duties being a 4hour daily instruction requirement even if they do not hold a certification under step chapter B chapter 21. So I knew that this question was going to come up and again this is a budget workshop. This is for questions and answers. So I went ahead and asked Mr. uh Cruz to provide guidance. So as far as your question is concerned uh uncertified teachers would be eligible for the teacher uh retention a lot >> based on the years of experience >> based on their years of experience and where they fall on the salary table. Yes sir. >> Any other questions? >> The teachers from zero to two years not getting any >> correct >> just their step. Was there not a approved

010SSR funds, the $45 aotment that can be used for? >> So when we get into the uh the support allotment, we'll talk about what we can do with those with >> that can be used for teachers, right? >> Correct. For teachers not benefiting from the teacher retention a lotment. Yes. >> Well, that's not for teachers only. That's for everybody else. >> Correct. But correct. But uh teachers that don't qualify because of their years of service can also benefit from that other a lotment. Yes, >> that's what I'm saying. >> There was um a point that uh uh kept, you know, stayed in my mind when first heard about it uh that summer thing. That's a lie. Um, thank you very much for our all our parents and stuff like that. So, I'm kind of in

011uh in the middle about using some of that for the teachers that didn't qualify under the teacher retention thing. So when we move into >> I just want to point that out along we can uh share with you what we sat through most this morning and the recommendations that they're making >> uh to the districts that they serve. >> All righty. >> So will this money come in with our first aotment? >> So in September we begin receiving our basic aotment. Uh we received payment in September, a payment in October and then we'll see another one in August. So that that's just our basic aotment. Uh this is a different allotment. Uh so under house bill 2, there are several aotments. This specific one will not be uh we will not be able to see

012it until perhaps as early as March 2026, but based on the com on the uh session that we attended today, it could be later than that. But as but not earlier than March 2026. And that's what we know of as of today. But this is an evolving conversation. Good >> move on his butt. >> Yes, sir. >> We will not receive the allotment, but we're gonna have to start paying correct September the 1st. >> Either or uh based $38,000 throughout the year or the first time. >> Correct. >> So, we have to >> right start. >> So, it starts with their starts with your first September pay and we absorb it and then they send the money. Okay. Yes, we are going to absorb the uh the the um payroll, but then when the money

013comes in, we'll reimburse. >> Okay. >> Yes, ma'am. >> That's like a like a retro. >> Yes, we can apply. Yes. >> How does that affect our overall budget moving forward? >> So, we've uh we've run preliminary numbers. So, we we uh we've spent a good part of the afternoon looking at the impact that it'll happen. So we'll we'll we'll show you that a little bit, but I want to make sure to go over the packet first. So in terms of the only changes that we have made to salary uh in terms of House Bill 2, these are the only two changes that we've made. The rest of the tables, the rest of the tables are structures. So those uh if you recall and I did include I'm sorry before I jump into the structures

014right behind the teacher uh retention aotment uh table I did include uh just a real brief Q&A of when will district funding amounts be available it you should it has a TA header and so that's the question is for cash flow purposes beginning in September 2025 districts will be paid based on prior year estimates until the summary of finance reports are updated in March 2026 with PE's fall submission data for the current year. So for those of us that work in the school district and you know uh former educators we know that we have a a fall snapshot in October at the end of October at the end of the October TEA will extract our data and then based on the number of teachers that we have they will revisit the numbers that have been

015proposed for the district. uh because of course there's we know we have turnover and we have vacancies and we fill vacancies uh the numbers that TA had extracted at the end of the year may be different from beginning of the year so their numbers are going to change so our entitlement may change as well so I just added that uh here so that you all know that we're not expected to get any funding uh based on this until after the fall team PE's submission uh after that you begin we begin with a with the uh administrative professional uh pay plan. So these are our pay structures. The only changes that I have made here are the contract changes that the board approved at the end of >> the days. >> Yes, the days. So what

016you see in red are the reduction of days. So uh and I'll give you an example. So for pay structure one we have only one position and that's the position of the instructional technology specialist that is degree that position used to be a 226 I'm sorry two positions that position used to be a 226 after board action that position is now a 220. So that is these are the only changes that we have made to the structures and obviously we had to do the the math calculations to match the dates. But in terms of position which is what we look at for compensation we have not moved any of the positions out of their pay structure. The the positions remain the same as last year. >> Question number on three. Uh on the instructional coaches,

017how many instructional coaches are you going to have? I mean, I know last year in the classrooms >> and that continues, sir. So, our instructional coaches right now are teaching in the classroom. Well, if they're teaching, >> if it's half a day, they each qualify for the uh 48,000 or 4,000 because the law says >> Yes. >> If you teach 4 days, I mean 4 hours. >> Mhm. >> If you're a librarian or whatever, >> right? They'll go into the teaching table >> because that's what they have. They teach four days. For example, the librarian is a librarian part-time, I mean half a day, but teaches library classes. So, they're teaching they're entitled to the 8,000 or 4,000 because they're teaching at least half of half of the day >> if they are in a

018in an actual classroom. Yes. But not if they're just teaching a class in the library. They have to be in an actual classroom. and have to be a teacher of record for those students >> on the auxiliary transportation hourly. Is that part-time bus drivers? >> Uh you're jump you jumped all the way to the back. >> I really jumped. Could No, I know it's a crucial area and a lot of my friends are asking me if >> Okay. Can we continue with this and then uh No doubt. >> Okay. All righty. So that's for pay structures. That's the only change that we made. 226 went down to 220. 212s went down to 205s, 240s to 235, 198s to 195s. And that's those are the changes that we made uh on the back page of that.

019That's a continuation uh where the salary tables begin for for the professional tables. The same thing. >> No question on the administrative professionals those tabs. um when we approved the the days at the last this last meeting when we approved them um what was the total amount saved or expect you know the based off of those changes >> for for these people I believe we were like I'm not going to give you an exact figure but at least at 78,000 70 to 78,000 >> that was a total between all of them >> savings yes sir so moving on to the uh tables we have the same number of tables that we have structures so we have seven pay structure structure. So you will see seven tables. So these are AP1 all the way to AP7

020and you will see that where we did where the board did a modification on contract days. You will see that we went from 226 to 220 and the reason for that is so that you can see the reduction by year. >> Okay. >> But all these people mean are we giving them a step raise or not? >> Everybody. Yes. Everybody everybody gets their step. Yes sir. taking days away but they continue >> they get their yes and so for tables AP1 to AP7 that's the only change is the change in contract days >> which which one do you have a question we're in >> uh we know it's a crucial area the part-time bus drivers transportation >> so then we we move on to uh and I apologize That should be 2526 clerical paraprofessional the

021paraprofessional pay structures. You will see eight structures and the same thing happened with the pay structures. The only changes that we made are the changes to contract days. Um uh 202 employees went down to 197s, 240s to 235s, 226 to 220s. And you see the changes and the corresponding salary changes. And we move from pay structures to pay tables. These are uh these move as PA1's. So you will see PA1 all the way up to PA8. And the changes that you see are the changes in contract days and the changes in salary that go with each year of service. Uh then we move on to 2526 auxiliary pay structures. Ma'am >> just very quickly uh I saw the I saw the calendar dates for the administrative complaint but I don't see uh which ones are

022are the will fall under the 226. I was looking for a C235. Oh, under the under the professional the pair professional pay tables >> under the administrative professional payments. This one. >> So the under Okay. So I'm going to go back to the administrative tables. >> I just took for granted that I had seen 226 but I didn't. >> No, you're not going to see 226. You're going to see 220 because that's the change that we're making. >> So the the other ones are in bold. I don't know what color it is. >> It's red. So all of the reds that have a 220 used to be 226. >> So the ones that are all red that say 226 are now 220. >> Yes. >> Everybody that >> that's the other way. Yes. Okay. All

023right. >> All the all the ones that are in red are the changes that were made through board action. >> Okay. All right. >> Okay. >> Got it. >> Okay. So I'm back to 2526 auxiliary pay structures. There are six total structures. And again, >> yes, before we move too far, too far forward on the clerical per professional plan, we only adjusted the ones above 187, right? Anybody at 187? We didn't. >> Correct. No one. >> Okay. >> Yes, that is correct. >> Um, >> auxiliary plan. Uh, >> auxiliary plan has six structures. Same thing. 240s now became 235s. Uh, and that's the only change in that structure. 240s went down to 235 and the corresponding plants all the MC1's you have MC1 to MC6 they have that change where we change the salary table

024from 240 days to 235 days and you will see the uh the reduction based on years of experience. So those are the salary tables. Again, nothing changed from last year in terms of salary because the salaries are are continuous. The step is the one that changes. The only change that we made to these are the contracts that are were beyond 187 days. We changed the literal days of service and their uh their their u their daily not their daily their minimum, their midpoint and their max uh point rates. So >> and the structure itself step is included. >> The step will be included here depending on where they fall. >> Already is >> it is already. Yes. >> And one of the pages I doesn't have a number but it's under clerical per professional pay

025plan. It says 2024 2025. >> Yes sir. I have to make that change. >> It should say 256. >> It should say 25. >> Questions on the structures. Again, the only changes to salary have been the the teaching salaries that will be impacted because of the teacher retention a lotment. All the other salaries, the the tables stay the same. >> Those it's like the 240s. >> Yes, sir. >> We dropped them down to 235s, >> right? >> So, they took kind of a pay decrease kind of right by daily rate, but they still take their step pay. So jumping from one to two or vice versa. Correct. They still see a >> some increase in their pay, right? >> Yes sir. >> Questions on structures or pay tables so that I if not so that

026I can move over to stipens >> and that pertains to everybody that we kind of where we reduce the days but they're still they're still taking a step. So they do see a little bit of increase in there. >> So everybody that returns uh to work for the district gets their year their their step what do we call the step >> before you go into stipen my understanding that uh the state is also providing a certain amount of money >> so that we can give of mains people with teacher aids and all that. Have we got what is the amount a lotment that we're going to get from them? Yes, sir. Uh, >> and so it's >> it's here. It's further down the presentation. Unless unless >> Okay. >> Yeah, it's >> kind of curious

027to see. I don't know how much given us and then I don't know if we're going to give them 3% 5% or whatever. >> We'll we'll discuss that in a minute. >> Okay. Stipens and extracurricular duty pay. So, the format is a little bit different from last year, but almost everything else stayed the same. So what I did this year different from last year is that I presented to you uh the market median value uh and and we did this uh all these numbers are coming from TASBY. TASBY conducts surveys at the end of the year to get an idea of how districts are paying off the different stipens. And so um and so I gave that to you. uh not only the stipen pay but also included whether or not that position we don't

028talk about people but the position whether or not it requires extra duty be beyond the stipen the stipened days. So you'll see uh that last year uh collectively as a board dual credit was removed from the stipen uh from stipen pay. I am recommending that the board reconsider and bring dual credit stipens back simply because as we begin as and as we continue to grow CCMR and continue to press on uh uh dual credit for for our kids as early as freshman year. Uh we are placing a great demand on our uh adjunct professors. professors uh you know these are our teachers that have a master's in a in a content area that are eligible to teach for the uh for the college. Uh it is a duty that is not part of their contract.

029It is an extra duty that they are performing on behalf of the district uh for our kids benefit. Obviously, we want as many kids as possible to finish as close to an associates degree as as possible. So that, you know, the more college ready we can we can get them, the better um the better we set them up for success as as they as they exit high school. So I am recommending that the board of trustees consider bringing back the dual credit uh stipend. Uh the region collectively does not pay dual credit. Uh my recommendation is that we reinstate the $5,000 uh stipend. Of course, it's not a decision that you all are making today. Today is a budget workshop. It's justformational. It is something that I do um would like for you to consider.

030Yes, sir. >> Repeat that. I'm sorry. >> 5,000 for who? >> $5,000 stipen for the for our prof for we call them professors that teach uh dual credit on behalf of the jun of the college. Uh but we get you know our students get not only high school credit but college credit. >> In order for a teacher to teach that if they must have a master's degree. >> Yes sir. >> Right. >> Yes sir. >> And those adjunct professors what are they I guess clerical wized or how are they cler clerically um numbered in our system? Are they regular teachers? Do they get paid more? Do they get code yeah coded? Do they get paid more than uh a math teacher or you know an algebra one? They get paid the same >> in base

031pay. >> Yes. In base pay. They're they're coded as as 087's teacher. That's why we are trying to reinstate the the statement because they do not get extra compensation and they should. >> Last year we we when we were making cuts, we deleted a lot of stipens. I mean or some of the ones that we deleted here. >> Some some are and some we just carried over. >> Okay. So, we're going to go back and give them a stipen this year. I mean, we remember we said, well, if you're a special ed teacher, you're going to take your stipen and when we were making all the cuts. So, we're giving them back the stipens. >> So, I if for the purpose of today's presentation, I did not include anything that is federally funded because federal

032funds are in the there's a freeze right now. So, all of these are just from local. Okay. If we have to add federal stipens in here, which there's a big no no there. Uh if not, right now we're only considering local uh local stipens. Uh the advanced academics district coordinator. This we uh TASBY calls it advanced academics. We call it GT. Uh this is a a stipen that again this isn't this is an additional duty for personnel uh and so we have to take that into consideration as well. The beginning teacher mentors we keep uh we kept uh because we are required to have a beginning teacher program and so we are also required to compensate our mentors because it is an added duty. Uh I included debate advisor because it's included in the >>

033if I may. >> Yes, sir. >> I'm back to the uh also known as GT teacher district coordinator. >> Yes, sir. >> Um is this a person who's here in the central office going to coordinate? >> Yes, sir. >> The whole program. >> So, >> not so much central office anymore because they're at campus. >> So, each one of the campus uh uh >> No, this is a this is a district. This is a district district work. >> So where is this person going to be located? >> Primarily at the campus. >> Which campus? >> At high school. >> And they're going to and that person is going to coordinate all the GT programs across the district. >> Yes, sir. >> They also be teaching. >> Yes. Part of the day. Again, we're talking about

034duties beyond the teaching contract. >> Okay. uh department heads we've we've kept uh the median market value is 1,500. We're proposing that we keep it the same. We we have it the same. Uh diagnostician uh is one that we have here that um Mrs. uh Mendoza could potentially stipen with state funds. Uh we don't stipen it, but should we stipen it, the market value is uh 3,175. Which one is that? >> Uh, the diagnostician. >> Well, sped um I know they're getting a lot more money than we've ever received from TEA. >> Will theirs go into effect immediately and then we'll just >> Yes. >> Okay. >> Sped is not sped has no interruption right now. >> Okay. >> Under sped I mean uh And I think I discussed with you. I mean, are we

035looking at bringing another assistance which I'll discuss it with you? >> I'll let uh Nora address that. Are we bringing another assistance? >> Well, right now we have to um we were looking at we were talking and discussing budget and stuff. Um that's something that I have been considering. I just need to ensure that >> I can see you now. >> Oh, sorry. Sorry. I just need to ensure that we do able to cover a salary and if um to see if there is an interest um is there a need there is always you know we do we do would benefit from an additional assistant um since I would then be able to supervise assistance in January um but that's something I also have to look at our >> because there there's a person that

036was doing a contract >> and I she was doing halftime contract >> because of the number of kids but uh she's looking into contracting with the district that I think you all had been looking at numbers and you felt that uh maybe you would need one. I know they have three positions. >> Oh yeah, that's something we can we're still definitely looking at. I actually have someone from TEH that's our um mentor under me in the directorship um during the interimm and that's exactly what we're going to look at tomorrow to look at the budget what is kind of like we're proposing the funds that the proposed funds were were allotted to receive. We're looking at those numbers to see if we can um >> but being that he's the director you can make that

037determination. >> Not right now. I have to look at all the numbers he said. I also have to look at the um increases to the salaries as well. Um so I have to look at the federal grants, what how that impacts the teachers that get paid from the federal grants and then I also have to look at the anticipated um summary finance to look at what we're expected to get >> because I know that some of those people that we contract are made >> a lot more money than we pay them here in the district. >> Yes. And that's just something that we we really want to try to eliminate as much contractors as as possible because they're killing us. >> Yes, they really are. And that's why exactly tomorrow I do have you have

038someone from uh region 20. It's not today's region 20 is coming in um to and where that's exactly what we're how to strategically reduce contract costs so that we can if we needition open it so we can have our own people here and we're funding our people versus contracting them. Yes. >> Okay. Uh >> sorry, quick question on the extra duty pay. I'm looking here at CCSD pays and there's a lot of zero. What is that? >> We don't pay. So outside of the stipen, we don't pay extra duty. So they get their stipen and that's it. We don't we don't call them in for extra days. >> On the next uh column, >> it says extra uh park median. Then those have like a 15 13 what is that? uh the districts the districts

039that contribute to the surveys. There are some districts that do pay the stipend plus up to 15 extra days of extra due, but you'll see that most of them don't. Most of the districts don't. >> Uh district testing coordinator. This is the position that we are required to have. It's also an extra an extra duty that an a teacher has. So, uh this is you. We continued with it last year. My recommendation is that we continue with it this year as well. The next one, >> excuse me, ma'am. >> Yes, sir. >> Uh uh right now the recommendation is that the responsibilities of a district testing coordinator be given to a teacher. >> It's a teacher that has both campus and district duties. So that's >> that's going to be per campus. >> It's per

040district. So >> the precision oversees the entire district testing >> while also having teaching duties. >> Yes. >> Uh uh from my experience ma'am or my knowledge of that of the responsibilities of that position it's very very time consuming uh especially on when it's actual testing. >> Yes. >> I mean there's a lot of I thought that I thought that position was based out of your office here. >> It used to be But when we had to move our coaches to the campuses, everything it became splits uh for some of these positions. So this is no longer an option for the district as far as now it's a district. Now uh the majority of our coaches, all of our coaches are at the campus level. Some of the coaches don't have a a full uh

041daily schedule with teach with nothing but teaching sections. So, I work with the campus principles to give me two and three periods off so that these people can help us with part of this, not all of it, because they don't have enough time to do all of it. Uh, these teachers are putting in a lot of extra hours to help the district with these duties. >> Okay, Chris, but it's going to be only one district coordinator. Only one, >> not everybody. >> So, there's there's only one district coordinator. The next one, the lead counselor for very specifically for CCMR is a new stipen that I would like the board to consider. Again, lead counselor specifically for CCMR. This is a position that the majority of the districts that in region 20 stipened and if you

042look at the market group median, they stipened at $3,000. Why CCMR? because we're trying to get an A at high school and CCMR carries at least 40% of that weight. So, we're trying to make sure that we hit all of the nine indicators in CCMR. Uh we have to push each one of them to become an A so that we can get to an A closer. >> I thought it was my understanding that we had that one of our high school counselors was CCMR only only dealt with >> CCMR. Not right now. Right now, it's a shared duty. So all three counselors that we have at the high school will get are you recommended they get a >> we would have high school would select one lead counselor and that counselor would have their duties

043as assigned. These are extra duties, roles and responsibilities and I understand those that for CCMR oversight then the recommendation would be >> district >> for high school only for high school >> is only for high school unless we have some classes you know at junior high but right now it's specifically high school >> that's career >> college career military readiness yes >> so so I saw that throughout the year we have most of the campuses. I mean going to visit Carl Texas College otherwise went over there >> is that not far >> or they do it on their own and >> No, no. Well, that's part of just getting the kids used to uh 21st century learning and and higher education. >> That's by the principal. >> That's planned by the principles. But CCMR is

044actually looking at how many of our kids are going to take TC TSIA and how how are we going to get them ready? How many of our kids are taking ACT uh SAT and how are we getting them ready? How many of our kids are, you know, are we creating the right pathways to get our uh, you know, students that are in IBC pathways to get or CTE pathways to get to level one, to get to level two or to get certified or to get licensed. That counselor is overseeing all of those indicators. It's a big responsibility. >> This council is going to deal with all our close to 600 high school students. >> Yes, sir. What are the other councils going to do? >> Well, I'm I'm assuming that if they need assistance, they

045will. A lot of a lot of the work will be combined between uh the campus principal because the campus principal at the end of the day is responsible for accountability, the lead counselor, and a lot of the work is also shared with the federal programs because federal programs overseas counselors. My concern would be that for a counselor who's not the CCMR counselor to tell the student one of our kids. Oh, for that you need to speak to the the CCM CCMR counselor. >> Uh that might take a while and >> well CCMR pay plays a role in every student's transcript. So all of the counselors are versed in CCMR. the the lead counselor would take on the responsibility of making sure that we are getting as close to that accountability component that we need to

046those goals that we set specific for CCMR. >> So how for right now what okay what is your plan for this year at the high school in reference to what are the counselor going to be doing? Uh are are you going to break them up by grade levels uh by alphabet? Uh cuz you're going to have only three. >> That is a that's a campus that's a campus decision. How how Miss Poente or Miss Houston wants to assign her counselors at the uh eventually that's that's she knows best how to categorize students and how to match them with counselors. >> Assuming she's going to get direction from your office. >> Yeah. Right now they're doing letter assignments. So a through you know >> I would not like to hear that kind of situation happening where

047a student is by ask because >> uh the CCMR >> not do that >> counselor has over 400 students to deal with and has to wait until halfway down the year. >> Okay. >> Yes sir. We will we will be monitoring that >> National Honor Society. This is a carryover from last year. Olympics or >> I'm still on message. National Honor Society for High School. We uh we stipened at 1500. The median market value is at 750. Obviously, the recommendation is that we consider uh 750, but the board can keep it at 1500. Uh >> I'm with you. >> National Junior Honor Society. This is currently a position that we don't have, but should we or should the BR board approve it? Uh, the median market value is $500, but we currently don't have this.

048>> Do we currently have National Junior Honor Society though, like the group junior high? I mean, the junior high has >> junior high. No, we don't. We only have it at high school. That's why we're saying that's why it has a zero. We don't have it. Should we then >> it it would be the recommendation or at least that's the median market value. One act place sponsor uh we pay 1,500. The median market value is also at 1,500. So that stays or at least the recommendation. Student council advisor high school we pay $1,000. The median market value is also at a,000. So the recommendation is that it stays. Student council advisor for middle school we pay $1,000. The median market value is at 600. Of course, which one's the lesser of the two? Uh, UIL

049campus coordinator for elementary campuses, we pay $1,000. The median market value is $750. Our obviously my recommendation is that we,000. Uh, UIL campus coordinator for middle school uh are we pay a,000 market value is at a,000. We my recommendation is that we stay the same. Uh for high school UILO campus coordinator uh we pay 2,000. The media the median market value is at 1275. My recommendation is that we stay at two for UIL uh to be a subject area coach for elementary. We pay 750. The median market value is at 250. Obviously my recommendation is that we stay the same. UIL subject area coach for middle school we pay 750. Me uh market value is a 400. My recommendation is that we stay at 750. UIL subject area coach for high school recommendation is uh

050we pay a,000 market value is at 500. My recommendation is that we stay the same. These are all uh stipens that that you all approved uh last year. So they carry over. >> We but yeah we approved them but when we have the cuts we didn't take away some of this. >> Not these. These are the carryovers. No. >> Yes. These are the ones that you that you kept >> that picked up. >> Yes, sir. And then the last one, yearbook advisor. >> We won't be adjusting these. >> No, sir. >> This is it. >> Well, I mean, this is what I'm presenting. And of course, we can have a discussion on that. Uh yearbook yearbook advisor, we pay 1,500. Market pays 1,500. So, we recommend that it stay the same. So, these are the

051academic stipens. On the next table, you have the athletic stipen paid. Last year, if you recall, none of the athletic stipens were adjusted. Uh, and so what you see here on this table is the carryover of that. So, I did not make any adjustment or am recommending any cuts to to the stipens either. Ma'am, >> if I may, >> I think >> uh that's the only that's the only new one. >> Which one? >> The special Olympic coach. Well, uh I tend to remember that we had an extensive discussion on the stipen for yesterday director and what we call the head band director that uh they should not get a stipen for that because when they get hired, aren't they hired as administrators? >> Oh, >> and that's their job to run. For example, the

052SLA director, his job is to oversee and run all the the uh sports programs. So, we we had I thought we had agreed that uh that one there comes out of their salary and we eliminate this. Now, if if for example the athletic director picks himself to be the head football coach, then we go down to whatever it is, $5,000. Well, okay. 5,000. >> Uh, I thought we had agreed on that and I see it there again. >> No, sir. It it was a discussion, but it was not voted on. >> We kept it the same. >> You kept it the same for for both the athletic director and for the man director. >> Gabriel has some questions. >> Well, go ahead. >> I think I'm on basketball. I see three coaches. So, Maz three

053coaches no matter how many kids. >> No, no, these are just positions. So it so it depends on the number of kids that enroll and how many supporting coaches, >> but at the same time if there's less kids, you don't need as many coach. >> Correct. So we go by enroll. >> So they're aware of that. >> They will be once we we present to you first and then we meet with them. >> Yeah. Because last year I saw like five coaches and just the JB kid. So >> and so Mr. Alvarado helps us with athletics. So obviously this is not for approval today but once it gets approved whatever adjustments need to be made then we will be looking at numbers by sport uh to look at how many coaches depend >> right every

054season is different and every year is different >> so so we're going to put him to coach something >> and last year you had >> you had a coach for every football player uh >> on the on the budget you're going to present us, we would have the money to pay for if we were to keep all these stipens the way they are, we would have the money. >> Yes. >> Uh to cover them without without having to short change any other any other uh program or anything like that in our in our >> Again, we did not we you all did not last year, you all did not make any changes to these. So, they carried over able to >> we we adopted the budget before we found out about our ex agency, >>

055right? >> Uh but now we know >> what >> and we need to pay more attention to >> one thing that I saw this summer uh during the summer. I mean they have what's called uh conditioning and what do you call it? Strength and conditioning. >> Strength conditioning. >> So >> but we didn't put any money for that. So nobody went except that's going to go through it. >> Correct. >> And they did it pretty. >> Mhm. In the past, I mean, everybody would go because they were getting paid. I don't know. I mean, we can put for two people or something because I mean, they open the gym, they're there, kids are there, weightlifting, and none of the none of the other people that coach, I mean, I mean, they said they're not we're

056not getting paid. And so, >> this individual, >> that's part of the stipen, isn't it? >> I mean, that's including >> the strength and conditioning was a stipen that that >> was an additional >> uh removed. Yeah. So they did it for free this year but they did it on their own. >> It's part of the start for everybody but >> nobody went because they say they >> sometimes they do pay extra in that summer. >> So that that is >> they can pay maybe 500 or something dollars for rental to open two people. >> What I've asked Mr. to do is that for each >> for each for each stipen for each stipen regardless of whether they're academic or athletic or performing arts for every stipen we need to have duties and responsibilities and

057so that's where we can add it there uh and that's something that Mr. will be will be working on once once the uh the compensation plan is approved. >> But now this this is the opportunity for you all to look at these dollar amounts and say let's reduce this one. That's why I gave you the market value so that you could see what other districts across the region pay and how we compare to that market value. We just have to keep in mind and I believe our coaches, academic ones too, uh uh you know, they're from here. Uh there was a time when uh a head coach only got paid maybe $1,000 and assistant coaches got paid three or400 and the amount got higher not because uh it was more cost was because the district

058had the funds for it and there was a lot of negotiations going on. But at this point right now >> we do still need to watch our pennies. >> Correct. and our our uh uh teachers that that uh want to go into uh stipen areas need to keep that in mind. So >> do you have do you know the total cost what the stipens would be to the district right now? >> Uh Mr. >> right now we're winning because like uh Mr. can also say it depends on how many coaches >> but what we paid in May >> about 68,000 >> 68 in May and then 68 in December. >> So it was close to like 160 but we remember that the May was a little bit different because in December you all cut certain

059amounts. So in the first half it was actually close to uh I believe 80 uh thousand uh in siphons and then we cut the positions and in May put the gate out the other half which was close to 60. >> So ballpark number would be about 140 more. >> Really what was hurting us was the uh the uncertified coaches. because there was a lot of time. I mean, I think we total 200 >> $250,000 just on on payment, but I don't know how many we're going to need. >> We will not have pair of coaches this year. >> Uh what if they volunteer? >> Uh we're we have an issue with volunteering in that insurance and liability kicks in. Uh >> my understanding from Vanc Cruz is that they can volunteer >> their school employees.

060>> They have to sign. >> They can ride on the bus. >> They're fingerprinted and there's no problem if they want to volunteer. Check it out with them. That's what >> it's in the standard book of manuals. >> Liability against the district. So like if they get on the >> as long as they something they want to volunteer uh and if they want to volunteer you can give them $100 stip because I checked with him and he said if they want to volunteer and help and >> miss what about permanent subs how are they considered can they coach and receive a stipen? So right now the the the the conversation that I've had with the district in the past is if they're still trying to get certified, they do not coach until they are fully

061certified because we need their attention to be on becoming certified. >> Even if they're considered a permanent sub and a teacher, >> if they're the teacher of record and are not fully certified, the it would it it applies. So again, I did not make any changes. Again, this is an introduction to the compensation packet. We're going to meet again and we can start looking at where we need to reduce. Obviously, we do need to keep in mind that we are we're not out of debt. We're not. And we have to be very financially prudent uh if we are to keep these stipens. Do them at the same rate or do we need to start making adjustments to these? And Miss Reion, this is a lot of money and our revenues because we're not getting our

062taxes that's going to the bank. We're not getting federal dollars. So, all we're getting in is our state a lotment and um ADA. So, I just don't know how we can sustain all that. You know, Peggy, I remember uh last year we have to make very difficult cuts and that money is going to be a savings. We're almost done with paying the uh the uh the football field, right? >> Uh the work that has been done, yes, we we will >> pay off in September. So, I mean, just with the cuts that we made and all that, I mean, I'm not saying I mean, we can go out and spin everything, but that I mean, it's going to be a lot of extra money is going to be coming that we can start putting in

063the fund balance. I mean, to build at least 3,000 I mean 3 million or something. >> It's not that much money. I mean, we still owe 2.7 on the debt service. >> We haven't touched that and it just I don't know. We >> But we are going to begin paying into it in September. We just need to get over this August hump so that we can start making payments into debt service. Now the other the other thing that you all need to keep in mind is that the teacher retention aotment is going to absorb a lot of our monies upfront. So you know I know we don't pay stipens until December and until May but we have to be uh we have to be conscientious of that is that that these increases are significant and

064they are going to put a dent into payroll. Yes sir. I heard your your statement, ma'am. So, no longer will some siphons be included in their pay and their salaries. >> Correct. >> So, it's all going to be everybody. >> Uh, no. Actually, well, >> we have to >> I would because of the financial because we're still under financial exigency. I would recommend to the board that we don't pay them monthly or or by payroll that we wait until May and until uh uh December and May. Is that an allowable Robert? >> Yes, I mean we can do it with the the academic. It's just the athletics. >> No, the athletics because that's that takes most of our >> it can be paid in May in December and in May. >> I know that was

065the issue we had last year. I would >> some of our professionals had the stipens built into their contract, >> right? >> So, we need to >> So, with the teacher retention a lotment you have here, it's going to cost 7724,000. Where is that money coming from out of our budget? As far um I mean, you know, we're not getting that money from the state until March 2026, maybe longer depending what the state does. Um where are we allocating that money from >> it? The so our our primary revenue as early as September is going to be the basic aotment and the uh additions that the state has made to basic aotment. So that's the prim that's the first contribution. Then the rest of it comes in through the collection of property taxes and what

066is deposited into into the >> collection of property taxes is already 1.25 million less or 1.47 47 million less than what we're going to get because we have to pay that back to the for the loan. >> That is something the board has to keep in mind. Yes, sir. >> That leaves us about $700,000 short, you know, when you take the money out of here. >> I think uh the the collections for Texas uh they start in October to May and by that time we get a check of about $10 million, right? >> No, sir. Not not in October >> or in by January because that's when >> in January we see the the biggest or actually this saw it in March right the the the the biggest contribution >> January >> uh fourish uh

067Raul we saw about four is the is the most that we've received at once. So no the the contributions come in in smaller parcels. >> I don't know I remember because I was signing their checks. I mean some of them were present there. there was a big chunk of money coming >> not not >> around January because after January you start paying penalties >> and a lot of people go and and and try to pay as much as possible to avoid getting penalty on the tax that's something that we can look at and then we have we have to consider if I may uh in case that there's a settlement issue >> yes sir >> uh I mean let's hope there isn't one that we our information was proper and correct to the point so

068we wouldn't have to deal with that issue because >> correct >> uh the state's not going to let us know they're just going to keep the money. >> Oh, a settle up. >> That settle >> up issue. Uh I've checked the ledgers and as of today there is no notice that there is a settle up being proposed. Am I correct business team? No settle up as of and so typically by now we would already see it in the in the ledger that there is some kind of adjustment going to be made. >> That ledger you mean is one that's posted by TA? >> Yes, sir. >> Okay. >> I think we're due like something, right? >> I'm sorry. >> We're due like 1 point something million in August or something like that. That's the next

069payment is from the >> less than less than uh less than a million, but it's already earmarked for payroll. >> Everything that's coming in in August is is already obligated for payroll. The majority of our teachers are five year plus, right? >> Yes, ma'am. >> Ready to move on to performing arts? Performing arts. Uh we have band cheer and uh dance. So for again, nothing has changed for band. We're still uh we pay uh we pay 8,000. Market median is 10,875. Obviously, we're proposing to maintain. Uh if not, if you all want to reduce, we we can consider that at our next meeting. Uh assistant band director, 7 we pay 7,000, market pay 7. Uh cheer sponsor, we pay 4,000, market pays 5250. Cheer sponsor for middle school, we pay$,750, market pays, 1750. Uh caller

070guard for high school, we pay 2,000. Market pays 2,000. Uh we don't offer drama but market pays 4250. Pep squad uh we pay 15 market pays $1250. Uh for drill or for the dance team we pay $4,000 market pays 5675 and we don't have an assistant director for dance unless we do and I'm not aware uh but market pays 3,000. So the the stipens that we offer are the ones that are highlighted in or both in green and we are very much um uh compatible with the market value. So that is the those are the performing arts and then the last category of stipens that we have are the school safety stipens. Again these have remained the same from last year. Uh we have M's uh advanced, intermediate and basic. The dollar amounts have not

071changed and so they carry over from from last year. >> We're supposed to be getting I don't know how much but we're supposed to be getting added money for security too, right? >> Correct. Yes, ma'am. >> Security. >> Yes, >> Miss I see the stipen for the band directors. You have the middle school assistant director at 7,000. We don't have a high school assistant band director. >> Well, it's the way that the survey was answered. So, when we answered, we answered under this category. So that's why it's registering like that. Uh but they they should be high school should have an assistant >> which would be the middle school head >> one of them cuz last year two the two assistants were in middle school. I was concerned about that because u I know that

072uh uh the headband director usually assigns at least one of his uh uh band directors to the middle school and um that's basically the one in who be in charge of the of the junior high band. U is that why there's no middle school director but there is one for assistant director. >> Yes. >> Okay. >> It's it's the same position. It's just when we answered, we answered under a different category when we submitted our survey. Next, uh then we move into incentives and performance pay. Uh and so the first section that we look at is summer school, uh and supplemental pay. So for summer school, I've only made three adjustments and that is uh the first adjustment is made to the pair professional pay. And I know that um we did have some concerns

073from summer school uh this year that some positions were getting paid more and having to do more. So, we've done some adjustments. Uh pair professional pay is $30 an hour, school counselors $55 an hour and summer clerks $35 an hour. Those are the three changes that uh we're making to the scale. Otherwise, the scale stays the same as last year. is like on the summer school uh I don't know what to do but I heard that I mean uh we didn't have that many students attending that's why I asked for the report uh for for next week >> but then that we had a lot of teachers that had to be students only or >> so I'll let Matthew address that >> address it next week >> you'll give us a count and >> that's

074why I asked I mean number need to tell the teacher. Okay. Going to be on standby. If we need you, we'll call you or not. I mean, I don't know if it's true, but give us the report uh next week. >> It's already on the It's under report for next week. >> Okay. So, but we did when we did our preliminary planning for summer school because we this has been an issue. It was an issue last year that we enroll a good number of kids in summer school, but then they taper off as the days go by and we do end up with classrooms that have three, five students. Uh so the conversation that we had with Mr. uh Moreno when he was picked up as summer school coordinator is as students stop coming to

075summer school and teachers have less than 10 students we need to we no we teachers >> well yes we need to distribute the kids and close the close right >> as long as the teacher might be >> let is that something that when you did the summer school training was that >> it was okay minimum number and they know that they have to >> maintain it >> maintain that minimum they don't have it. I mean, then stop coming. >> Okay. Other than that, other than those three changes, nothing else changes for summer school uh at the >> three changes last time. >> Uh pair professionals $30, school counselors, $55 and summer school clerks, $35. >> You said summer school clerks. >> Yes, ma'am. And then at the bottom of the page, this is already a

076standing administrative guideline, but we did not have it in the compensation uh manual. All teacher summer supplemental pay is paid at $25 an hour. This is not summer school. This is if we call them in for a PD or training or something like that is paid at $25 an hour. On the next page, this is these are all the other compensation information. Uh the first section is everything related to gaming to uh student events. Nothing has changed here. The substitute teacher pay rates. Nothing has changed there. Auxiliary uh for temporary and hourly. Nothing has changed there. Uh Gabriel, is this where you had a question? >> That was the part-time bus drivers. Are they getting 15? >> Uh Mr. And part-time bus drivers, are they getting paid $15? Yes, >> it was 12 last. >>

077That was 12, but we uh proposing 15, right? >> Monday. >> They're proposing 15. >> Last year it was what? 12? >> Uh 12:15. >> That's why a lot of people didn't. So 15. You're proposing 15. We thought it would be 15. A lot of my friends wanted to know. >> Listen, the supplemental duty under school bus driver sponsor coaching $125 per trip. Right now, do we require coaches to hold their CDL to transport their we all coaches? >> Oh, not all coaches. But should we need a coach to drive? It has to be somebody with a CDL. But we've thought about it. It's just very costly >> to >> Yes. >> require them to get all the CD CDL so that they can drive their own students >> because >> we have an issue

078with uh keeping bus drivers. >> Yes. >> Uh and so >> and and I believe I think Oh, sorry. It would be hard for the coaches cuz I there's been some incidents where the coach was going to sleep coming from Corpus and they went and >> or disciplined I mean the kids and now they're driving and the kids were >> I know other districts do it right >> and I believe last year I believe last year there was some issues sometime with not having bus drivers to send banned or send certain things. Um, so maybe that would help in the sense and I think that I think there's something through middle Rio or something through the through the city for people to get their CDLs. >> When Irene was the maintenance director, we tried when

079we uh we we were able to secure some seats through Del Rio, but candidates who want who want to commit it was a twoe program, right? >> It was a twoe program. So we program to get their CDL and the commitment of the two weeks is the issue. >> Maybe you want to do it during December. >> Yeah. >> But did you do it? >> Huh? >> So you get your CDL? >> Me? >> She'll drive only the Hondo and B. >> I have a teacher at home that can teach me. >> Okay. Um interventionist the next page. Again, nothing has changed. >> We have we hire an interventionist. We only have one. We only have one inter No, we have Yeah, we have one interventionist. Uh, degreed. So, >> agreed. >> Yes, degree. >>

080Um, for professional administration and administrative support assignments. Everything is contingent upon board approval. Um, and so this is the compensation table. We're not doing benefits. Uh, Robert Na will do benefits the next time that we meet. Uh, we'll look at EHBA and and all of that. Uh for now this is this is the compensation plan. It is up for discussion. Uh but if Mr. Spino say if we can move forward so that I can address the questions that we have on >> I have a question on on >> Yes sir. >> It's on on the on the position that that Nora had before now that she's a director. >> We have speech pathology. Uh, you know, we're going to hire somebody in what you were doing for this >> Monday. >> I was going to

081still do a dual >> a duel a lot being the director and having to go. >> I did it last I did it last week. >> They're going to do it. Thank you. >> I mean, I think the the question is, do we have candidates to that that apply for that makes what I'm saying? Because I mean, she's going to be the director. I mean, she's going to have to I mean, but then I mean, she was also doing when when you were the uh the school speech pathology. I mean, your plate was full. >> Yeah. >> Now, I mean, you're the director. I mean, you got two plates. I mean, >> what I'm saying, I mean, >> but also to like when you look at the area that we have, um, there's not a

082lot there's not a lot of sweet area and the ones I do know, they're already working at different institutes. Um, so and that's a way to help the district by >> Well, I just want to make sure I mean that I mean that we're in compliance because you know I mean uh two years ago TA came and and they found that we were not in compliance in a lot of areas >> and we were able to get out and we fixed it >> which is good. >> But I'm hoping it doesn't happen again because you're going to be like no. >> Do we have the position open? Noticia for that for for the the main consulting service that we have. >> Do they provide that service? >> They could provide that service. >> They could

083provide the service, >> but you can look into it. >> It's if I do need assistance in like assessments because that's really what it would be. So like if we are able to open um the budget, I'm able to have that additional assistance position. They're doing the treatment where all I would do is come in and do the testing just >> and I'm just saying it because I mean I know what I mean when you're a director >> your play is >> I mean play and then if you're going to be running doing arts or doing this or testing or whatever I mean the the special ed program might drop because I mean we >> you're going to have enough so maybe look at if somebody if you can get if you think you need

084it Yeah. And that's where like that's where we're we're still like the contractors that we've been working with, they're all submitting um their contracts. Yeah. So, but we're all sitting down to look at them and seeing what they can offer. And that's the thing. If I feel the need like okay, the main one that we contract with like OTP other I have too many jobs. I do need support. We've always been ready and willing to help. Um, Miss Raina, the one that contract one of the contractors with us. She's also a speech pathologist, so she's jumped in whenever I I needed assistance. So, um, that's our goal. Our goal was to get out of it. So, that's also my main is not to fall under. So, if I ever feel that need of I do

085need assistance, I will be, you know, asking for because I don't want to put the district. At the same time, I do want to also save the district fund as well. So, and I know I can do that by continuing this. >> Would it be more costly, not Alicia, if you uh if we hired somebody versus contracted services and the likelihood that we'll be able to fill the position? >> It's hard because I mean those people I mean like when you're fully certified like I mean I go on this plane there people 80 $90,000 I mean the hospital I mean $100,000 for what you certify in. But we're not going to go to school this week and say, >> "Yeah, >> give me 40,000." I mean, no, give me. >> And that's the thing, too.

086Our location, it's how much you can. And like you you said it just right. Like, you know, for around the districts, it's it's some are on the higher end, some are on the lower end. Even if you go with our competitors are like home health as well. Home health, we cannot compare that salary either. It's um >> hard to find. >> Why do you if you don't give them $50,000 a month? >> How much do we currently pay in contracted services? >> Uh alto together for special ed. >> Well, for that position that we we're discussing. No, we haven't because she's been doing it. >> She was doing it. Now she's going to be a director. So, what I'm asking is can you do both? And if not, at least get some money. We'll look

087at we'll look at um average cost >> through contract. >> Um Juan, can you go back to the presentation, please? >> Here. Perfect. Here. Here's where we're at. So, the next uh so any other questions on the presentation packet? Again, the only changes that we've made are the required changes by legislation to the teacher retention aotment. This is the second uh this is the second aotment that the board uh and the district will have to consider. It's the support staff teacher aotment. We do we did not receive a significant amount of money for this uh for this alotment. The the dollar amount for this allotment is 65,496 and this is as of May 29th. Again, I'm going to repeat that number. For this allotment, for the uh support staff teacher allotment, the district is scheduled

088to receive, again, as of May 29th, uh $65,496, >> and that's based off of the $45 ADA, >> correct? Yes, sir. So, what the district has to decide is how it is going to best utilize these 65,000. this dollar amount can change because uh they're making uh changes to summary of finance. Uh and I'll be able to give you a revised number hopefully by Monday or Tuesday of next week. So this money can be used to uh increase the salaries of any of these positions. Teachers that are not eligible to >> I'm sorry. I got it. Is this being shared on the meeting or on the live YouTube? >> Are you sharing? >> Yes, sir. >> Yes. I'm sorry. Let me pull up my Okay. So, I'm I'm sorry. I'm going to go back. Uh

089the the dollar amount that I gave you can be used to increase the salaries of non-administrative staff. The aotment defines administrative uh support to include uh uh to include teachers that are not eligible for the teacher retention aotment can benefit from this dollar amount. Counselors, librarians, nurses, teachers assistants, custodial staff, food service staff, bus drivers, administrative assistant, and other support staff. So these are the these are the primary positions that we can consider uh when we consider uh the increase of salaries. Um we did sit through a Mo Casey uh conference today and the recommendation because it's it's the a dollar amount is what it is. It's it's not going to change drastic drastically. Um the recommendation is that districts take a look at these positions and look at where we're either having shortages or

090where we have some uh whether we're having issues with recruiting and put the money there. So for example, bus drivers, we know that we are struggling for bus drivers and we we hire bus drivers. We bus drivers. And so because that is a shortage area for the district, the board could consider taking this uh dollar amount, the 60 65,000 and looking at at at bus drivers, giving them an increase and then using and of course we're going to advertise and try and recruit uh bus drivers. That's an example though. Yes, sir. >> Is that where you're getting the $15 recommendation for the bus drivers because of this? No, no, that's that was just part of the >> that would eat more >> packet. Yes. So that is that is an example. So if we're having

091an uh an issue uh for example with recruiting nurses and we want to make the salary competitive, we take this money and adjust that table, that pay structure and make it competitive. So the intention is not to take the dollar amount and divide it amongst all of the people that qualify under these categories because because then you're not going to make a significant impact in base pay and the purpose of these aotments is to increase base salary. >> What's the total number of individuals that fall under those? >> Uh I would like off the top of my head I wouldn't be able to give it give you uh the number. The teachers not eligible for their retention. We're looking at about fewer than five. Counselors, we have six. Librarians, we have five. Nurses, we have

092five. Teachers assistants, Robert would have to give you that number. Custodial staff, Robert. Food service staff, I believe we have 14. Bus drivers, >> librarians, five or >> uh librarians, we have one certified and four aids. nurses all uh L four LVN's one RN um bus drivers I would not be able to give you the number but it's a very small number administrative assistance we have five and then of course the other support staff so we would take a look at where is the district hurting the most in terms of retention and you and you throw the money in there and increase the that base pay again the intention is not to take that dollar amount and spread But it's so thin that it does not have the impact on base pay that it was

093supposed to have. >> Well, uh uh uh you're probably correct, but uh don't want to share this. Uh well, number one, I would not uh want to uh share this money with teachers, counselors, and certified librarians. Um I believe I don't know uh right at the moment. I can't remember what that what was the amount of money that that uh we saved when we did the 2.5% cut on the on the par >> 70 70,000 68 70,000 yeah >> 72 >> that basically close to that amount and then of course they would put him back on track to to be earning what the number would be earning. Uh so maybe it might be a good idea to just spread it across all these perils that that that suffered the cut in their in their pay.

094Um I'm pretty sure they they uh it it was a a a problem for them financially. >> Are are all of these these counselors, librarians, nurses, those fall under 205s to what what number do they >> beyond 187? Yes. beyond 180. Right. So, it's taking a hit with the amount of days that we dropped. >> Yes. >> Right. So, they're taking a pick. >> Well, we only have one uh certified counsel in high school. The other ones were era librarian. I mean counselor. No, we have >> librarian have one certified. The other ones are >> But the librarian has a 187. Uh so uh that's that's the way I look at it because there' be an opportunity for us to >> restore the 2 >> distributed amount evenly. >> So you think this figure might

095go up by the time we meet again? >> We're hoping. >> I had heard that it was going to go up. >> I was thinking >> $300,000. >> I thought it'd be more than that. >> No, the amount was >> I know that's that that's the decision. >> It made it seem like it was going to They made it seem like it's a lot of money, but it's really not. >> At least not for our district cuz we only >> for our district >> cuz we only have 1,200 kids with our >> But we do get to pay off the the greatest amount. >> Yeah. >> Well, I will agree with Mr. O'Neal because we took about 2 >> $250 from their >> Where was >> the 2.5% >> 2.5%. >> But some of these

096teacher, some of >> I do as well. >> That's a good idea. Some of these individuals on this list, we also took money from them by lowering their amount of days. >> Correct. >> So they dropped >> teachers. >> I'm not talking teacher, but those >> any any individual above 187, we dropped them five six days. So that's a drop in a,000 $2,000 some. >> Yeah. comparatively speaking I mean uh except the loss is it's more drastic at the lower level than at the higher end uh in terms of financial impact >> I would agree with you I mean we we took and and those are the people that make less money and retail yeah we took everybody but some of the people that that we took from administrators and this and that >> and

097we have worked very hard as a board to raise. >> Yeah. And >> pay for for >> those employees. >> I like I mean >> for some of these individuals that we dropped to 2 and a half% I don't even think it might have hit $1,000 total. >> Well, but it's still something. >> I mean, you know, it wouldn't have reduced their pay by $1,000 total just by what they got paid >> per but it's relative to their base pay. So it's >> Yeah, I understand. But I'm trying to say >> some of these some of these individuals that we lo that we dropped to 206,000 or 206 days down to 205 or whatever they were losing a significant amount of money. I mean 2 $3,000 I mean some of them right. >> Yeah. But

098they're still making a lot of more money than than >> but it's not about what you're making. I mean it's just I understand it's rather >> want to be fair with everybody especially the people that are >> Yes. You're correct, sir. But uh uh we have to look at the real world real impact >> because I remember Mr. one of when you came into the board, one of the things you fought for was for the maintenance people, cafeteria people, the people that were making $9 an hour and everything. And we got and slowly but surely problems. We hit them and >> right now I think would be a perfect time to help them get >> sure >> not only that but everybody will be happy you don't give them to some or not to other

099that's that's a perfect idea >> but it's up to to all of us >> well for next uh board meeting we'll bring you a u what it would look like if we just did the 2.5 >> maybe we can do it uh before uh we meet to uh finalize this and adopt the budget. >> I think we need to have another another meeting and we probably hope this doesn't mean or something. >> So we can get like their salary not the names or nothing information just salary on these >> salaries. So how much >> yes >> it would be >> Robert >> get an increase >> salaries for these positions. No names just salaries. >> I don't know if you >> see what what the impact is >> without names I guess not right now.

100No, no, not right now. But yes, >> a lot of these a lot of these individuals are still hourly paid, right? >> Some of them. Yes. >> And it's the counselors, librarians, nurses, and teachers. >> Correct. >> Everybody else is hourly paid. >> Yes. >> So, if we wanted to approve 10 hours overtime or something to make up that 2%, you can still make that, right? >> Overtime? >> Yeah. Overtime or something to to kind of help them out. I mean, >> we're still not allowing overtime. We're still not allowing >> in the long run >> right now. I mean, but we'll bring you the figures that >> we'll bring you the figures. >> I mean, if you have a another we'll bring in when we meet. I mean, we'll discuss. >> I mean, my

101only thing is that the teachers, counselors, liberians, nurses, then they're not going to see an increase in any other. And they're basically the ones that are taking a larger cut. I know they get paid more. >> Yeah. But Tony, some of the first first year and second year teachers are those are the ones that are included in this bunch because everybody else from three years experience and up they got either what 4,000 they got 8,000. So it's only the first year and second year teachers >> and zero. >> We and so we also have to consider the the intentionality of the statute. It wasn't intended to cover all >> I understand >> it's specific to certain positions. So, >> no, I understand, but I'm going to just give you my >> So, we'll give you

102we'll give you what it would look like for all of these positions. >> Um, if you will, can you just back up one slide, please? Uh, so we worked with the business department today and, uh, this is the impact that the teacher retention aotment only, not the not the support staff aotment would have on the district right now. annual salaries our uh and this is what we proposed to you when we had the June budget workshop our our uh payroll at that time uh was 14,486,324 that is what we presented to you all during budget workshop with the uh the impact of the TRA or the teacher retention aotment we're looking at a potential increase of 724,000 for a possible total of 15,210,324 and that's only HB2 that is not taking into consideration the other

103aotment that we discussed. >> Is that an increase from 2425? >> I believe we're still in uh in a deficit. I still I I believe if I'm not mistaken, but I would have to go back and check with the business department whether we are beginning still at a deficit. I believe we started last year at 16 million in payroll. Uh I think we're still under but we'll have to I mean I don't want to say that's >> well at the end of the year 2020 24 25 what were we >> at the end of the year it's different because we had so many people that were leaving and we have to pay off contracts and so we really the 14 million is probably the best picture of what payroll was uh is at the end

104of this fiscal year which ends August 31st. So it's an increase of 724 yet our >> correct >> our revenue from taxes is 1.5 less >> and so the hope is there that come March we see the reimbursement and so we recover uh what we frontload >> now this if we don't receive that March 26 I mean can the budget sustain >> it'll be tight >> entire year >> it'll be very tight yes sir >> and that money will come from where will that money come It'll it again it still comes from local and it's from state. >> Well, I'm understand it comes from that, but we're going to limit um groups from going certain. >> Yes. Oh, yeah. All of our restrictions are still in place. >> All those restrictions, >> how far they

105travel, how many tournaments they travel to, uh no extra duty pay, no per all of those restrictions will carry over so as to curb as much as we can so that we can afford what is required by law. Okay. Uh the last thing on the uh on your packet is federal grants. Uh Miss Miss Garcia will come before you. Um again, this is this is a topic that we did discuss and I know Peggy, you were interested in this. Um, well, we had a webinar today. Um, we were expecting to hear something different than what we've been hearing in the news. Um, and through TEA newsletters, and we did not hear anything different today. Um, as you all know, way back in June on June 30th, 2025, we received notice that um, the federal government

106was going to put the title grants on on hold on a freeze. Um, and they're primarily looking at and reviewing uh, title one part C which is migrant education, title 2 part A supporting effective instruction, title three part A English language acquisition, title four part A student support and academic enrichment, title four part B um, the 21st century community learning uh, centers grant. Um right now we know that title one is not being impacted. However, we have not received um we have not been awarded funds or we have not received a NOA yet which is a notice of grant approval. Um under title one part A we do have about 14 positions. Um title two part A we have one teacher. Title four uh part A we have one nurse. Um we had come up

107with several ideas uh as far as plan of action and based on today's meeting those ideas were pretty much nixed um because they were the pretty much the same ideas that other districts had we were advised not to take those routes. Um so right now our plan of action is to possibly move two positions the two positions in title 2 part A and title 4 part A into local or state programs. Um, and that's where we currently stand. We're hoping we will hear something soon, but right now there has been no change as to the as to any news. >> What is the cost effect of not receiving these funds? >> Um, it's about 1.6 million excluding title one. >> Excluding title one, it's um about maybe 300,000. >> Do you think he might your

108cuts might be affected cuz right now he's firing people >> mine >> on the federal on government. >> I don't know. >> No, there he is. And >> our cake program comes from the state. >> Our what? >> K uh >> uh we've been funded. Uh CTE has been funded. Perkins we've been awarded. Yes. It's a special ed. >> It's a federal it's the my grant and the title one. >> Yeah, those are the ones that areed. Yes. It's only the title grants which is a title title two and title four that we have in our district. However, those are tied to title one and because those are tied to title one title one is on hold. >> So how many paras will be impacted by this? >> How many pairs? parents >> only one

109our nurse our LDN >> no instructional >> one teacher in title two >> and then we have several uh positions in title one those are not we're being told those are not being affected or that funding is not being affected but that funding today have been released today we have been told that funding is not being affected but but uh the release is still on in process >> and micro >> is being affected. >> So you mentioned the 1.6 million first and then 300,000 not including time title one >> 1.6 is is the total >> total federal funds. So if we hear uh that uh title one part a is going to be impacted then I know that you've asked me you know are we planning any more cuts uh and the answer is is

110still no you know we've down we've right-sized every campus we've right-sized the district however uh that was local and state and this is now we're talking federal so if we don't hear um relatively soon that title one is not going to be impacted. We may have to come before the board for additional for additional federal cuts >> because because the the local budget is already absorbing a whole lot with all these aotments. Uh and we've talked we've talked about this. We cannot absorb federal employees. Um we are a title one district >> districtwide. Yes sir. >> That uh uh that one of the one of the benefits of that is that all our kids get basically free breakfast and free lunch. >> Yes sir. >> Uh so that might change if if that reduction is

111made. >> Right now there is there is no no change to the to the to the breakfast and lunch programs. No change. >> Okay. Uh this is purely being at the federal level. >> What about >> that's federal is isn't it? >> But not for not for lunches. Lunches are right now. I know that it was in the news earlier in the year, but right now that's not a discussion right now. >> What about in the state or federal? I heard that. No more uh summer lunch cafeteria. >> That is a possibility for next year, but not not right now. >> Lunches are not being >> Okay, we're okay for right now. I guess going back to the nutritional thing. Um I believe at one of the board meetings we were told that or one

112of the budget workshops we were told that our nutritional partner didn't want wasn't going to work with us anymore. Have we corrected that or >> but our fabulous Anna has is taking that. Do you want to come up and let the board give the board an update? Anna has taken on the challenge of creating a local program and she's ready to go. >> All right. for the chilas for coming by. Good. >> All the good food. >> Yeah. >> Hello. Hello. Good evening. >> Yes. Um SP actually pulled out their contract. Um so we will be going self operation for 2526 school year. Um it's been um a roller coaster. >> Yeah, it's been a roller coaster since uh June. Uh so um I've been with meetings with uh Texas 20 co-op um and we

113have Labat for our food distribution. We have Golf Coast for our supplies and paper goods and we have Oak Farms um for our milk. So >> you have the menu ready? >> I have the menu ready. So we're good to go. We have commodities. Yes. for the first three weeks. >> The money that that they give us for that, it's gonna stay the same for who could give it to a department or >> the US is the USDA will be um >> that or anything. >> It's per student. So for breakfast um we get >> don't hear of any cuts right now. >> Yeah. So we get breakfast and and lunch program. Does the expense of having our own program exceed from having contracted with our other group? What's the cost? >> Um, right now

114I I don't h have any numbers or anything right now. Um, I'm still working with orders and everything. So, everything's new. We have to start from the bottom. And it's just taking it, you know, this year it's going to be a little bit low, you know, not too many entre and all of that this year cuz we need to build that up. >> So, but just based on just based on how we were being building against the contract, uh we know that we're going to have savings. >> That that's fine, Danny. But we just got to make sure we we let our community know, >> especially the parents. uh if we are going to cut down on the options and that's understandable. Sometimes, you know, it used to be that whatever they put it up

115on on funding, that's where you going to eat. >> Okay? Maybe some of those things to come back. Uh but we need to we need to educate our >> our community about that possibly those things happening, >> but we'll still be he said he's cutting it. >> Okay. One entree for special uh diets. Um and then for high school and um and junior high will be two entre different entre a cold and a hot >> but sometimes I mean it's we have to educate the parents. I mean most of the kids want gold. >> No we got to tell No, we have to tell them we can't be messing around at that point >> or >> otherwise it's going to be a a long list >> of of parents making comments. >> Yes. >> Nothing

116right. >> But they go the kids go home. I didn't like what they gave me. >> Oh no. Aside from that, I mean that's talking about ones where, you know, my child didn't eat. >> Oh, yeah. >> Should not be an issue. >> So, it was kind of >> Yeah, there's going to be new items in the menu. So, I'm bringing back the square pizza and new items. >> Hopefully everything goes good Wednesday. >> So, but as back to the original question, we have not heard that the that nutritional program is going to be reduced at all. >> So, Of course. So, we just have to be mindful of the cost and everything too, right? I don't know. >> It will as soon as we start operating on our own. We'll keep you all >>

117I don't know what the difference was when we decided to go with the contract if it was required or or how it was before. I thought we had our own when I was in school. I thought they had their own >> I believe there was a time when we did we were uh Robert would probably >> had to be probably know that >> they had to have like a cost savings or something. Were we self? >> That was a long long >> our own lunch program sometime back. >> Yeah. >> Still uh no snack bar. >> No, but they can purchase um extra entree. Um so that will be available to the student. If they want an extra uh burger or pizza, they can purchase that. >> Yeah. And then we'll have uh snacks and

118there's going to be new snacks coming in. So, yes. >> What's the reason for no snack bar? It's just nutritional. >> It's the Yes. It's a regul the the nutritional guidelines. >> Yes. >> Okay. Thank you, ladies. >> Thank you. >> Um input from the board as far as the compensation packet. Again, this is not our last meeting. we go through the compensation packet at least twice before we uh adopt uh in August. I agree >> the information like on the money for the non we can spend I think uh the same >> Robert will get on >> give it to the uh custo whatever the decides you have anything else >> no it >> any questions before we adjourn make going to have another meeting. >> Make sure that your insurance >> I know

119we just got >> M. Can you post this draft on the >> It's a draft. So we we um >> can't post it online anywhere >> until we get your questions so that we can start adjusting. >> Um >> we're going to have another meeting prior to >> Yes. Yes. >> the time that we're going to adopt the budget. >> Yes. >> The information in here from >> the salary tables. I'm sorry Vince. the salary tables with the 8,000 and all of that. We can post that cuz that's >> um I didn't see in here anything having to do with insuranceances or anything like that >> because today was just compensation and then next board meeting we add the benefits to it. >> So today was just compensation >> and later I mean we'll have

120the percentage for the insurance >> because we have uh we have meetings with the uh insurance carriers because we are planning to make some adjustments to it. So, we the benefits piece of it was not ready for presentation. >> Okay. >> Um, oh, I just want to remind you all that we do have a regular board meeting next Monday uh at 6 and we have a a team of eight on June 28th at 5. >> July 28th. >> 28. >> Yes. >> July at 5. and start looking at the next meeting >> and then after this then we'll give you the next compensation meeting >> so that we can uh put it on our calendar. >> Then she said next Monday. >> Monday. >> Yeah. >> July 21st and July 28th. >> Yeah. The LS

121the LSG is on the 28th. >> Correct. >> If not I need a motion to >> a motion to motion uh by Mr. Martinez. Second by Houston in favor help. >> Yes. Can we have your personnel forms? Battle one.