10/28/25 Flagler School Board Information Workshop

001Good afternoon. I now call to order the Tuesday, October 28th, 2025 1pm schoolboard workshop. Please rise for a moment of silence followed by the pledge of allegiance and the national anthem. [clears throat] Please join me in the pledge of allegiance. >> I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Heat. [music] Heat. Happy [music] birthday. [music] Heat. Heat. [music] >> [music] [music] >> Please be seated. [clears throat] >> Okay, so we'll move on to roll call. Lauren Rmary is present. Jamie Ready present. Christy Chong. >> Will Furry present. >> Ashaka Moore. >> Okay. So, we will uh move on to special announcements. Lieutenant Moore. >> Yes. Um I'm going to actually bring forward

002Mr. Freeman. Um so, and Mr. Baker. Uh we're going to introduce you [clears throat] to the new director of food services. Um and so we wanted to take an opportunity so you could have an opportunity to meet him. All right. Uh, good afternoon board chair and superintendent. Uh, my pleasure to introduce to you Mike Baker as our new food service director. Mike comes with a wealth of uh knowledge and background. He spent 10 years in the service industry, restaurant, hotel restaurants. Spent uh eight years at Valuchia and then what was it? Uh, 17 years in St. John's. So, a lot of food service experience and we are so happy to have uh a guy with the appropriate name for being in food service. [laughter] >> I don't do the kitchen. [laughter] >> I said if

003I could change my name to Mike Sauté. >> That's awesome. [laughter] >> Well, thanks for the introduction. Welcome to the team. Glad to have you. Looking forward to seeing the great things you have uh in store for us here. >> Forward to work with you. Yeah, welcome. >> So, he will be coming back in the future, but we did not want to wait for an opportunity for you guys to put a face with the name. And I've met with him several times and he reminds me that his main priority is that he feeds kids. [laughter] >> That's a hard job there is. >> Yes. Yes. Yes. So, this is Mr. Baker. >> Great. Well, thank you, Mr. Baker. Great. Thank you, Mr. Freeman. [clears throat] >> Okay. Okay. Well, that [snorts] uh leads us now

004to uh board member leison on updates. We can start with you, Miss Ramirez. >> All right. All right. So, we'll start with Flaggler Youth Coalition. So, remember [snorts] the youth coalition, it involves our middle school students and high school students and they have the opportunity to work together and the group is focused on prevention and reduction of substance abuse and delinquency and it's ran by the youth. So they met at the end of September and October. They partner a lot with our PALS, our police athletic league. So they're very involved. Uh first Fridays, they've been participating in the first Fridays. And Buddy Taylor Middle School. So this on November 22nd from 10:00 a.m. to 1, they're really looking for community participation, sponsorships. There will be an arts and crafts event. So they're planning that. the

005virtual teen summit which is held annually and that they're kind of uh working on the date our student school board members so Olivia Delgado and Ava Mondune uh those are the two members that are putting that together the next session so for all middle and high school students it's November 13th at 7:30m it is online they're able to get at least five hours of community service and it's focused on local threats and bullying effects on teens so I recommend you register. You do need to RSVP. We're going to head on to Matanzis High School. They had their sack meeting on October 15th. It's always a really great turnout with students and lots of parents and guardians are always there. It's awesome. The Matanis Band of Pirates performed at the Florida Band Masters Marching MPA and

006they brought home a beautiful medal. So, congratulations. Matanzis has stated who their um employee of the year, rookie of the year, and teacher of the year are just recently. Uh not all schools have stated it yet, so you have to stay tuned. But Matanis has uh congratulated Mrs. Paula Tusher. Uh I believe I how do you say it? >> Texera. Sorry about that. [clears throat] Um they she goes by Miss Pala and she is their internal bookkeeper. Then we have uh Dr. Sed uh Muhammad. He's the rookie of the year and he's the personal financial literacy and marketing. And then Mrs. Aaron Davis, the teacher of the year, and she coordinates the ACE and the AP. So, congratulations to those three. Mr. Reader received a grit grant just last week. So, $3,500 uh put on

007by our very own education foundation. So, that was amazing. They're going to use it for their PB PBIS. So, that's positive behavioral intervention and supports for those that aren't aware. And then our Matanis Blue Steel band performed at Miami Carnival. Pan Jamberee. Um, Amigos Hispanic Club hosted successful cultural celebration. Tutoring has started Tuesdays and Thursdays. That started in October, early October. So, go ahead and check it out if you need assistance. Beltier Elementary, they will be letting us [snorts] know their teacher of the year uh later this afternoon. So, I will not spoil that. So, stay tuned for later tonight. uh PTO and SAC we hosted or they hosted October 9th an evening meeting to try to work with parents that um you know requested evening we had a not so great turnout so you

008know but we are trying you know so trying to just see if you have ideas as a parent or guardian different times or days they're willing to work with you so we didn't have the best turnout so I believe they're going to try to stick to the morning turnout so stay tuned but we um you know they're working really hard behind the scenes on that and uh they did start with weekly teacher and staff spotlights which I thought was really great to see. Uh I know a lot of campuses are doing similar things. So this [clears throat] week so we have Mrs. Oshansi um Miss Albertson and Miss Terry. So they also had their PBIS no referral reward program with snow cones cotton candy. I'd like to give a shout out to our fire safety

009and police. They have came and they always come, but you know the firefighters, they worked with the um the young ones, the little ones on fire safety. VPK Bobcats had both firefighters and police officers, but it it really does matter. So, thank you to those that come and help with that. They have a carnival coming up. Uh you know, they they're always lots of stuff to do, so uh stay tuned with more more things on that. Uh EPAC. So, EPAC, I'm just going to kind of read through. There's some really good highlights. So they added a transition and articulation as a new focus for this year. So alongside with training, communication and inclusion just to help more with students uh transitioning between grade levels and schools. Uh Dr. Holidayiday announced the Hunter grant. Um so

010it's now increased to $10,000. So this is going to help with friends of all abilities. The middle schools currently [clears throat] have programs that will help transition to when they get into high school. So they just uh collaborate with students with and with dis with and without disabilities. Uh Dr. O'Brien, she talked uh with instructional walkthroughs that are underway to ensure lessons are aligned with benchmarks. And then transportation was at their meeting and updated, you know, discussed about the 40 hours of training for their bus staff. So new student binders, which they discussed are now in all of the buses. So deescalation strategies. they are discussing a, you know, opportunity for a parent bus driver meet and greet. So, that may be coming. So, we'll see how that works out. And at Florida Schoolboard Association,

011just um really in December is the next training um conference for schoolboard members. So, they'll be focusing on AI planning, budget strategies, and mock school board meetings. And our legislative committee week updates will be January 28th and 29th in Tallahassee. And um make sure everybody just reads or watches the ethics video that is four hours long to make sure you are um uh in compliance. And those are some of my updates. Thank you. >> Awesome. Uh Buddy Taylor um this [clears throat] week they've had a couple of activities this past month. Actually they've celebrated the 50th day of school by dressing up as uh the 50s theme. So, I really enjoy seeing all of the school celebrations that contributed to a positive culture. Um, they've also instituted an an AB honoral uh day where students

012who received all A's or A's and B's um were able to uh be recognized and enjoy some of the uh rewards that go along with uh hitting that achievement. All of our schools in the county are uh recognizing Red Ribbon Week this week and that is um an effort to bring awareness uh around the uh perils of drug and alcohol abuse and um support the commitments to a drug-free lifestyle. Uh Buddy Taylor has had several themes this week um and their overall theme is life is a puzzle. Let's solve it together. Um they're currently having penny wars for Red Ribbon Week, uh which they'll uh raise some funds in order to support some of those positive initiatives. Uh their Sea Perch team, which is a competitive academic team, uh received a $1,000 grant from the

013Kuanas Club. So once again, that organization has been really wonderful in supporting our students in many ways and we [clears throat] appreciate their recognition in uh that wonderful program. Um their SAC meeting, their next one is not until December 4th at 5:30 p.m. And they did announce their rookie teacher and staff member of the year. Their rookie of the teacher is Miss Mobley. uh the teacher of the year, Miss Fish, an intensive reading teacher and uh employee of the year, Miss Jerry secretary. FPC held their homecoming. Uh it was beautiful to see all the wonderful pictures and our students uh enjoyed a wonderful evening full of memories. Um and the the students that helped put on those dances which are held at each school uh really made the night magical for everybody. This Friday is

014senior night at FPC. So during the um football game, uh that's where they announce the seniors for the band, for the football, for the cheerleaders. It's a wonderful event. Um the band, as uh uh Miss Ramirez stated, both Matanzis and FPC attended the master band association. It's essentially um it's not technically a competition. And our bands aren't competition bands, but they uh highlight or showcase the entire show that they work really hard on every year. And they are judged. They're judged on municipality. Uh are their feet in line with each other. Uh you know, uh the shapes that they make on the field, all of that. And um FPC uh took home a straight superior rating. And I believe this is >> 20. >> Is this 20? I think one year in one category they

015did have an excellent but you know we won't be nitpicky but I think yeah it's like 20 years. Um so Mr. >> 10 for Matanas in 20 right >> so excellent job. I was able to attend and they get together with not just our fa Flagler uh fans but bands from all over Northeast Florida. It's a wonderful day to just watch the talent that's on display there. Um, class picks for FPC are happening November 4th, so get that smile on. And they do have uh a SWAT club at FPC. Students working against tobacco. Uh they're having a club meeting on the 3 uh I'm sorry, this Thursday at 300 PM. Uh it's really that's part of the red ribbon week, but it's um encouraging to see students who are actively um running campaigns and programs

016to ensure that tobacco and all the forms vaping especially now with the trend uh they're they're raising that awareness about those health health effects. Um so that's those are the updates that I have at this time. Yes, it's uh red red ribbon week as Miss already mentioned, but [clears throat] Vanell's theme is make healthy choices. Uh tomorrow will be Disney characters day who uh inspire us to be our best selves. On November 7th, they will have a school dance for all ages and all the proceeds will go to the fourth grade field trip. So, looking forward to stopping by for that. Um on October 23rd, they had their trunk or treat. And also, I don't know if it was mentioned yet, but Matanzis is also um putting on another um trunk or treat and that

017will be October 29th. So, I just saw that update and wanted to share. [snorts] Um and then for Wadssworth Elementary, October 24th, the this last Friday, they had their fall festival. All right. For um student health advisory, we have um the flu outreach is going really well. about 574 flu shots have been administered. Um, for attendance, we have about 1,700 students with perfect attendance this year. And we want to welcome Miss Michelle Postal, who is now our district nurse. So, thank you um to her for filling that in. Uh, let's see what else here. Um, the drug court foundation has provided Narcan cabinets for each school clinic and will remain fully stocked throughout the year for readiness and response. We do have open nurses position, so just spread the word for that. We also need

018a nurse educator um at FTC and you must be a registered nurse for that. Health screenings will be be conducted on um all elementary and middle school campuses for vision, hearing and scoliosis. Um and just my own update on the community. Haven't seen a lot of flu and COVID, so that's good. Um like just regular colds and stuff. Um >> yeah, I think that's all I have today. >> All right. Thank you. All right. I'll start with Old Kings. And yes, they've announced their rookie teacher of the year, Miss Fulling. And congratulations to employee of the year, Miss Jansen. And uh also uh teacher of the year, Miss Landy. Um also they continue to uh to carry forward our commitment to have veterans in the classroom. They had Colonel Connors there visiting in in the

019school to meet with the with children there. Um, also they hosted a a uh couple fundraising events this month which were their fall festival which had games food uh photo booth dunk tank. Everybody loves a dunk tank except getting dunked. I mean some people like it though. Basket raffle uh face painting and petting zoo. So lots of fun there to to raise money also for the PTO. And they also did a music bingo fundraiser at Palm Coast Lane. So, lots of things happened at Old Kings. Um, at [clears throat] uh Indian Trails, um they completed a a fantastic basketball season. Um also started volleyball and they have over 70 students signed up for for volleyball. Um they did their first podcast episode and it's live on their website. Um they had a excellent Halloween. They're

020having an excellent Halloween dance. uh or they had it last Friday. Um our uh future problem solvers practice competition results have multiple placing teams. Uh that's just a great uh predictor for the rest of the competition. And uh uh family art night is next Thursday. Um, and they've uh they've announced their their uh teacher of the year, uh, Miss Shannon Russell, employee of the year, Claudia Kirsten, and uh, rookie of the year, uh, Zachariah Hair. So, congratulations to them. Um, and, uh, for the Ed Foundation, well, they they hosted their last board meeting at Matanzas High School. Was really nice treat. We took them in the sandbar so they got to see one of our most recent uh updates to the building there and they were all very impressed as I am whenever I walk

021in there. Um that was a a great addition that we did for our students and faculty. Um and also uh Superintendent Moore gave an excellent uh update and presentation on where we were at and where we were going. was very positive, very u optimistic and uh they they walked away knowing that even greater things are ahead for Flagger Schools uh in the coming months and years. Um and then um of course the annual Josh Cruz Gala, a reminder that's coming up on November 15th. That's always a fun one for and a and a and a great uh cause. Um and that's going to be held at uh the One [snorts] Yacht Club Drive. I believe that was the old uh yacht club building there. Um and uh so that's where they'll be hosting that event.

022Um in addition to that, I'm going to move to Palm Coast Regional um Flaggler Chamber of Commerce and they have a couple of events coming up in November. One is the future Flagler forum. This brings together the community leaders, business professionals, and residents to discuss uh trends and ideas. Uh and this one might uh make some people happy. It looks like they're doing a ribbon cutting and a grand opening event on November 10th for the new Chick-fil-A on 100. [laughter] So, I'm sure that will make a lot of people happy. So, um and that, uh shall conclude my leaison updates. Um so that will move us on now to today's agenda. Um Superintendent Moore, do we have any changes or additions to the agenda? >> Yes. I request that um item 7.01 be moved after

023public comment and then the agenda flows as follow. >> Okay. Very good. All right. [clears throat] So I need a a motion to approve the uh agenda as amended. Move to approve. >> Okay. I have a motion by Miss Ready. >> Second by Miss Ramirez. Uh all in favor? >> I opposed. Hearing none. We'll move forward with today's agenda as amended. And that moves us on to public comment. Do we have anybody for public comment today? >> There are no public comment. >> Okay. So, we will close public comment and move on with today's business. And we will move to 7.01 Wellness Center 202425 insurance update. We have Mr. Olette and Joshua Walker. >> Miss Daniels. >> Good afternoon. I have >> Oh, no. Welcome. [cough] >> All right. We can start with a marathon

024update, please. >> Okay. >> Thank you. >> All right. So, good afternoon, Chairman Furry, school board members, superintendent more. Uh we have a lot we have an action-packed information workshop for you today. We're going to kick things off with giving you guys an overview or an update on our Marathon Flaggler Schools Wellness Center. Kind of giving you an idea of where we're at through se through the end of September. And then after that update, we'll transition to kind of where we ended the year um with our overall insurance plans. And that's why we have Miss Danielle Bole with us from Brown and Brown. And so we'll dive into those numbers as well. So lots of information. As we go through these, please don't hesitate to stop, ask questions. We'll go through [clears throat] it slide

025by slide. Okay. So the information presented to you today uh is through our partners at Marathon Health. This is through the end of September. Uh every month Marathon provides us with an update on our data and utilization for the wellness center. We get that usually about the first week of the month uh kind of going backwards one month. All right. So this presentation will be a mixture of the month of September data as well as a year to date. So, I'll do my best to kind of capture that for you and kind of let you know where we're at. All right. They include a lot of information in these slides. So, I'm just going to kind of hit some of the key points that we feel is important for you as a board to kind

026of have a good understanding of. So, on this first slide here, you'll see here that as of September 2025, we have about 1,437 uh lives that are coming across as eligible to use the wellness center. You know, that's primarily employees, which make up 88.8% 8% of that group with 4% spouses and 7.2% of dependents. So, we've had those conversations in the past about how our breakdown looks like for our plans and who is coming over on those plans. Um, you'll see here in the month of September, they completed 334 appointments and we are currently at an overall engagement rate of 30.5% which is phenomenal. Um, I do want to just share that um, Marathon has shared with us that across all of their book of business for new wellness centers that have opened, we are

027at the highest engagement that they've seen upon opening. So, I think that's a testament to this district's commitment towards launching an effective communication plan with a with a wellness incentive to really get the word out. So, we're hoping to build off of that, but I did want to share that massive positive with them. So that's where we're currently at with our engagement. That includes employees, spouses, and dependents. In the top right, you'll see patient satisfaction and a net promoter score. At the end of this presentation or at the end of this slide deck, we'll go more in depth about the survey and what that feedback looks like. Um, you'll see there on the bottom we see biometrics. It's showing unique patients at risk that have made progress. I want you guys to essentially not necessarily

028ignore it, but because we're so early in the process of it, those numbers will become stronger as we have more months of data to work with. So, I don't want you guys to put too much too many eggs in that basket as that will fluctuate as we get more information and more data uh throughout our months. [snorts] Additionally, you'll see the prescribed uh prescriptions there for September. Primarily, a lot of those are for chronic care management. You'll see a few of those for immediate or urgent care. Um, but primarily the prescriptions that are coming out and there's a slide that goes in more in depth with that is chronic care, uh, chronic condition management, which is great. That's why we have this wellness center so we can catch things and manage it effectively so that

029doesn't hurt our employees and our plan in the long run. Um, and last one I want to touch on here in the bottom right, you'll see 13.2% are same day or next day visits for the wellness center. And you'll see the book of business for them is 42.9%. You're probably looking at that going, why is there such a a delta? The reason for that is because of how we are presenting this at launch with a wellness incentive tied to preventative wellness. A lot of our folks are getting those appointments and scheduling them out for their annual physical. So, it's not an immediate need. It's a, hey, I think I can make it work in 3 weeks or so. What works with my schedule? So, it's skewing the data a little bit on that, but it's

030great because that's showing that of all these appointments that we're seeing here, a lot of folks are doing preventative um preventative appointments and wellness checkups aside from just the sick and immediate care. So, as the months go on and we go into other years, maybe we're not incentivizing an annual uh physical, we'll probably see that number go and rise more closely aligned with their book of business. So question though, that sounds like that would be not what we want because we would rather people use this for more for annual visits and have less kind of emerent needs, right? So why would we want it to be 40%. >> You want it to be a [clears throat] really good mix because you want folks that when they're feeling sick, they're making an appointment at the wellness

031center day or next day. That way those conditions aren't getting worse and then by the time they finally seek treatment, it's at a a more cost negative So, when we're surveying, are we surveying people who tried to make an appointment and weren't successful? Um because I'm I've heard a couple of reports where um maybe for uh an immediate need there they were like two weeks out. There were no alternative dates provided, which obviously would skew that data, right, if they had to then go to their the urgent care. And so, you know, our net promoter score that's super high. Even Apple doesn't have an NPS of that high, right? So are we actually uh evaluating or providing surveys to um those who couldn't get in which might give us a a more accurate number? >>

032That's a phenomenal question. So when you look at the net promoter score that's surveys that are issued by Marathon after the completion of an appointment. So that's being captured for those that have gone ahead and have had a successful appointment. What we are doing on our end is working on a survey that we have questions drafted in review process that we're going to send out in December kind of as a pulse check to see how um how it's being perceived districtwide and that perception on am I able to get an appointment that meets the needs of myself as the employee. We encourage folks to reach out directly to us at benefits flagglerchools.com. We're taking in that feedback and what's been great is we've had folks reach out and go, "Hey, I woke up feeling awful.

033I go onto the app. I'm not seeing an appointment. help me out. We advise them to call the wellness center directly and usually they are able to because they block a certain uh block of appointments in the morning for sick and immediate visits. They're able once they call to get that appointment to be seen that day. And if it's not, what that ends up doing is with our staff or with the Marathon Health staff that's there on site, they're able to then follow up too and go, "Hey Joshua, I know you were trying to get in. We had a cancellation at 3 o'clock. Could you be able to make it in today?" We've seen a few examples of that already from our employees, but we're trying our best to kind of push out that messaging

034so that they make us a part of that process so we can help them get those appointments and see the easiest path um to getting an appointment. >> And I think we need to we need to take the long view in that if you kind of go back to when we started looking at, you know, signing this contract, one of our concerns was that we would even wouldn't even get engagement into the 30s at first. Um, so we incentivized uh um the the wellness and the initial uh visit as far as the checkup. So we're skewing ourselves and and you know we're skewing it based on the incentive that we we rolled out because our initial goal was what? To get people through the door uh get that first visit under their belt, make sure

035we get to a place where uh they want to return. Okay. Um we're also fighting the cross current of um we've stood up a wellness center um and we have a [clears throat] we have a staff um but you know we knew all the way back in the beginning of this that um we could become a victim of our success at some point. It's too early to tell if we're a victim of our success at one point. But when you're filling your your your your book of appointments at this point, partially due to the fact that we've incentivized it, um the long-term look at this, it would be um is our staffing right for the booking we have. Okay. Um so all this I mean the the initial number in rolling this out and and

036and spending the time we're going to spend on this right now um we're really talking about from July to now. We all know that you look at any program from July to now um the data on the first roll out um we're really pleased and it's really great um as far as the numbers that look at this but this is the beginning of the beginning. Sure, I understand that and I want to make sure I we understand. Yes, we're recognizing success, but you know, behavior change is hard, right? It's kind of like, >> you know, when you buy insurance sometimes you even handle the $20 increase because having to go and get it again. This is the same thing. We're asking people to change their trusted health care provider. And so, I don't want there

037to be a situation where, hey, they they've come in, they're going to dip their toe, they have a bad experience, they're like, you know what, it's not worth it, you know? So, you know, I want to make sure also she has something to add. >> I'm sorry I wasn't finished summarizing there. Uh I I just I'm just saying are we really getting all the data from the entire bucket and I would just encourage us. I think uh previously there were some questions about that as well and we're eager to get that. We're just keeping the pulse uh keeping our finger on the pulse. >> Oh, and you're absolutely right. This was a discussion that uh Josh and I actually had uh going into the weekend in that we wanted to make sure that uh our

038metrics um uh are solid. So we didn't want to uh uh roll out um surveys too early and we wanted um uh basically what we're surveying uh to to uh to stand the test of time. Uh so you're absolutely right and those are two things that we are absolutely taking into advisement and we've had the discussions in the meeting with Marathon uh in that um there isn't if you look at the difference between what we're doing with labs and preventive visits um the book of business is pretty full and um we we we we run into the the issue of uh we have a clientele that is captured in time. Um, in other words, it's second period most likely that they can't run off to get the blood work. And we we we realize that

039we have that stressor and we are working in different ways to kind of solve that. >> Great. Thanks for that context. >> Great. uh to [clears throat] um respond directly to Miss Readyy's >> [cough] >> um question, what we need to do is make clear on our website when they go to schedule the appointment what options that they have available to them to say email to say call because that is what those individuals who go on who are not finding appointment available when they know to call those individuals are getting into see the doctor same day or at the very least the next day. So we just need to be make sure that on that appointment scheduler that we are we're giving clear direction around that so that those options are are clear for them

040including um if tell a doc or something like that is available as well and so we have heard that feedback as well. Um but I will tell you when they when they do follow those steps of emailing or calling we are able to get them in um same day or the next day. >> Great recommendation. >> How many appointments um are being scheduled a day? >> It depends on the type of it. So for instance what we're finding uh not a hurdle but with a lot of the focus on wellness visits and doing your annual physical that's about a 45minute block. So what's happening is that's taking the provider uh away from being able to do like acute visits and things like that. So hopefully over time we're able to adjust a little bit. I'm

041trying to think because it's a mixture of the 45 minute wellness visits and then it's like a 20 to 30 minute window for acute care. Um so throughout >> that's a lot of time. So I mean I'm not like Miss Moore said it sounds like they're able to work it out but yeah there's no reason you shouldn't be able to fit small things in there like colds and stuff. [clears throat] >> Yeah. But the and one of the main goals was to to slow down the the urgent care visits. So, are we seeing that these would have been likely urgent care visits that more than likely? So, in collaboration with our partners with Florida Blue, because we're still very early on in the process, ideally a few months later down the road, what we'll be

042able to do is see the claims data from Marathon Wellness Center and be able to compare that to our claim spend on urgent cares, ERS, PCP, and seeing that because that's when we really start looking at what is our return on investment going to be, and how are we looking at an engaged member in the Marathon Center compared to a non-engaged member and what they're costing the plan. So, still too early to tell on that, but with an engagement rate that's providing to be pretty encouraging, we hope to build off of that and have more uh backing to it with the claims. >> That's a great question, Mr. Furry. So, just to be clear, are what is the date that you're predicting that information or when do you expect that? >> So, for instance, based

043on the agreement that we have and set up, those those claims data only went live, I believe, September 1, which was our start of our plan year. So, we've been working with our partners to get that going. Now, honestly, when you're starting to look at that, you probably want at least 10 to 12 months worth of data and claim spend to be able to accurately, and I hope I'm not misspeaking, >> but you're right. For year-over-year comparison is the best data point, but what we can make a pretty solid assumption on is if you had 123 acute visits, I would say at least half of those probably would have gone to urgent care unless they could get into their doctor's office. So, these are we need an antibiotic. I have something going on where I

044lost my voice. Uh but they are going to seek care somewhere and that would have cost your family. >> And also so I noticed um and you mentioned it like with the medications. So hypertension, thyroid, cholesterol and vitamin D deficiencies. So those seem like they've been the highest which is really in long term even though we haven't seen the urgent care items these are going to turn into traumatic significant >> like Yeah. So I think with the prevention it it looks nice like with the the numbers of those. >> So um I did have a question and I don't know if this would be the right time but so the blood work like lab work. So with marathon I know obviously you're gathering data so I like to hear um how December you're going to

045have a survey. So, is there opportunity with Marathon and how how is the price different? Um, if you may not know, but um, you know, potentially, and I believe you mentioned it when we had a meeting one time, maybe like the staff going to the campus. So, you know, quarterly they'll go to the elementary schools before school starts blood work kind of like LabCore, you know, they're open at 6:30 in the morning to get their fasting blood work because it seems like that's a lot of the issue of them able to come in to get their fasting blood work >> and that's a great I'm sorry. Go ahead. >> Yeah. So, I'm just thinking like any opportunity for that in the future or maybe it sounds like we may need it sooner than later and

046then what could what are their options that they give us if any? >> Absolutely. If we could just skip forward to just slide five, please. So when we look at here at this slide real quick, it it points exactly to what you're talking about. What we've heard from [clears throat] employees as well. If you look at the heat map here, this is just September, but looking at other months, it echoes very similarly what we are seeing. And that is the earlier appointments are the most popular. Well, that makes sense. If I'm going to do lab work and I'm going to fast, I don't want to I don't want to wait until 2 p.m. to eat. I'm going to hit the floor. I can't teach my class effectively. I can't drive a bus. So, we're looking

047and collecting this data and we've had some early conversations internally about how can we make the best use of those 40 hours. We have 40 hours of operation time for this wellness center. And this is what we were so extremely excited about moving to our own on-site wellness center is the fact that it is ours. We can adjust those hours through the data in the backing of it. So, we're having some early conversations about possibly making some adjustments for January 1 to maybe reallocate some of those hours to where you can see really the the late late hours aren't being utilized as heavily, but I know Monday at 7 a.m. we have 29 just in the month of September. And that tells me, oh, people are booking it as soon as they get it. So,

048we're having conversations with with our team, with Brian and Brown, and with the marathon staff as well to see, hey, what are you guys seeing on the front line? They're the ones getting the immediate feedback from the folks going, "What do you mean I can't get a appointment at this time or I have to wait until 1 to fast?" So, >> well, our bus drivers and our middle school people would not be able to make a 7 a.m. like they would even need to be early or maybe that's cutting it close. So, I think we have a lot of competition for that slot because of those two individuals, especially if there's a a fasting blood work situation. Yeah. So maybe we need a couple more of those, but >> do they have opportunity to go

049to the site? Um like okay bus like transportation day. All right, we'll be there at 4:30 in the morning because a lot of like the um health um a lot of businesses they hire like they outsource and then they come to you. Um is that an option? >> Look at it. I know we've talked to Marathon about possibly doing like a biometrics day where we have a health fair and folks come out. If we were to do that, we would have to contract through one of we won't have to contract through one of their providers, but we would probably have to contract with someone to be on site to do the biometrics and do that screening. So, it would be an additional cost. I knew that as far as the biometrics of it are concerned.

050I hadn't had a chance to look into it as it would relate to like mobile lab testing, but [clears throat] that's something we could come back and find out >> just to because I'm just thinking like if the whole point, you know, prevention, >> the only way to do that is to get your blood work. You need to do it >> before work. Um, so maybe just thinking like options like And I think it's to the point that um Mr. Olette talked about already is that, you know, because we're early, we have to continue to watch the numbers because it may be a conversation that we need to look at around the staffing structure that we have there that would allow for us to be able to um service some more of those um you

051know, individuals that need to come in just for lab work and not necessarily to see the doctor. And so, uh, I think we're we're early on right now, but, uh, by the in the next couple months, we'll be able to see where that goes, how it levels out so that we can identify if we have the right structure, we have the the the correct hours, all of those things because I agree, right, we thought it was going to be important for us to have some late appointments, but maybe late appointments aren't what we need. Maybe our staff want they want early appointments and so maybe you know an earlier day is what it is that they're wanting um versus later in the day and so those surveys will give some of that information. >> Well

052well meaning right I'm not in favor of incurring additional cost which would eat up what we're saving to do mobile blood draws. I would rather see if we can work the schedule, >> you know, to to fit that need >> because we may can swap this out to be that instead of starting at a 10:00 on Tuesday, maybe, you know, we can move it up to a 6:00 on a on a Thursday or something if that's what um is our our staff is saying that they want is early morning appointments. We've also been having conversations with um other departments as well to make sure that we have a good flow of when individuals that may be not in a classroom when they are taking those appointments um versus you know um which appointments are really

053we want for our instructional staff. So really looking at that but we'll just have to continue to um make adjustments as we move through the months. >> Let's go back to number three please. Thank you. So in in justest, this is showing you the breakdown of the visits per month and the breakdown between uh preventative, acute, and lab. You'll see we're we're maintaining pretty steady on what those breakdowns look like. If you look at visit frequency in the top right, this is very encouraging. This is showing that the majority of people who use the wellness center are using it more than one time. So you'll see 49.4% just use it once, but moving forward, the rest of them are using it two, three, four. We even have someone who's used it seven times, right? So

054it's just showing you that it is a product worth investing in at least for our employee sake that they're choosing to go back right. Um so that's very encouraging. Our total visits again bottom left is showing you kind of what the bar graph is. It's just showing you the breakdown between preventative, acute and lab which is good. You you want to have a healthy mixture as we look to stand up a successful wellness center. Um and then last thing I'll highlight on this slide is just going to be in the bottom right for visits by delivery method. You'll see 78.6 6 are in person while 19.9% are in virtual. So talking with uh with Miss Han, our provider over at the wellness center, uh she does all of her lab follow-ups virtually. So that saves

055folks the trip to having to come back in. They can just do it virtually. So that's why you're seeing that 19.9% makeup >> um for that. >> Any questions on this slide? Okay. So then on slide four, this just gives you a brief overview regarding medications dispensing at the wellness center. You'll see primarily those medications that are being dispensed are external. It is sending the prescription to the preferred pharmacy. You'll see in the bottom left, those are the ones that are being prescribed outward, right? Externally. A lot of those are your chronic conditions, um, chronic care management. And then if you look, the the teal bar is for in-house. Um, the wellness center has a on-site pharmacy, but really that's just for providing 30-day supplies for essentially sick and immediate care. [clears throat] That's why

056you'll see those prescriptions in the bottom right. Neuromoxicillans, those are more for the hey, I have an upper respiratory infection. I'm seeking relief. They have enough on site depending on the ailment to kind of get you through that episode or at least until you can get it um at your pharmacy as well. So, this is encouraging. This is what we want to see as far as that breakdown goes and then as well as the prescribing of generic prescriptions. So, I just wanted to highlight that very briefly um to just give you an idea of that component of the wellness center since it is one that we invest in. And then we've already talked about the breakdown as it relates to appointments. So, we'll kind of go to the engagement snapshot in slide six. That's showing

057you kind of what we touched on in the beginning. We are at 30.5% of engaged patients overall and of that 33.2% of our employees are already engaged. Now, uh, with goal three and providing an update at a later time as it relates to that strategic plan goal, mind you, 36% is kind of what we're shooting at year end. So, the fact that we're already sitting here in se with September's data at 33% is very encouraging. Talking with our marathon partners, once October's results come in, we're anticipating it to continue to grow because it's showing that as well. Um, so you'll see 33.2% for employee, uh, 22.8% 8% for retiree I believe is is that color and then or a spouse and independent drops off. So that kind of gives you an idea of the breakdown

058between who's using the uh wellness center engaging with it based on the eligible population. So >> so uh the dependent number is way low to me. You know kids are the ones who get sick. So to me, this is a telltel sign that we do not have or we didn't move the needle and the number of families taking our family plan. >> I think that's going to be uh a good segue to discussion when we start going through it's in the slides that we're going to talk about um as we transition out of the marathon discussion into our benefits. Okay. Because I think there's some >> dependents though are the majority of our dependents children or spouses? It's broken up between spouse and and child. So, your dependents really are going to be your children

059on the plan uh for the most part. So, yeah, that is something we're going to keep a close eye on. Why only two out of 104 have used the wellness center. I mean, typically your your children I mean I have two daughters. Yes, they get sick all the time it feels like. But also, traditionally on an insurance plan, your children are the healthiest part of your plan. >> That's what I was thinking. I don't know. I mean, we'll we'll see. But I that I don't know that that necessarily means that we're not performing in that area on its on its own. Right. But uh you're the enrollment numbers that you're going to go over are going to show us that in itself. Okay. >> Yeah. >> And one thing for [clears throat] kids is there's

060not an incentive to get kids in for their wellness screening. So I think a lot of your numbers are getting those people in that we want to get screened, get their baseline, get them managed. Uh, if you do have I have two small children and even if I had the free care with this, I would probably still bring them to Dr. Orzolei. That's just my pediatrician that I trust. I don't I don't usually see the dependent child really high, but it's the spouses and employees that are going to save the plan the most money by getting them managed. >> Yeah. Because I would think I mean I'm just going off my own experience you know with with for for the kids on their scheduled stuff you know you have if you have a primary care

061it's all on a schedule you know where I would think we would see more of the kids is that urgent care type of you know visit um that that they need to come right away for some reason you know um >> I'm thinking more like ear infections you know I would have expected especially this [clears throat] time of year when they come back. >> Uh, you know, prek, daycare, you know, they all get an infection the minute school starts. So, that's where I would have thought it would have been >> higher. Not that they're sick, but it's the cheap stuff. You give them some amoxicil and send them on their way. >> Okay. >> And then here on the last slide is just kind of diving in a little bit more on the patient satisfaction.

062Um, so it's just showing you rolling 12 months, 87.6% are rating them as promoters. you know, they're at a 9 to a 10 with only 21 or 21 submissions at neutral and only eight that are detractors. Whenever we have that detractor that's in that 0 to6 range, Marathon directly reach reaches out to that person. Well, hey, what was your experience? Right? Because when we have the conversation, my first question is, yeah, it's 3.4%, but hey, what's going on with those eight and how can we better adjust? A lot of it is schedule. Hey, I'm having an issue finding the time that works best for me because there may be times available, but the the 12:30 appointment may not work for the school teacher that is in the middle of uh classroom instruction. So, we have

063that dialogue. We're able to go back and forth with Marathon and get uh good information on what those detractors are. So, this is something we keep very close eye on. This is something they get at the end of their appointments and then we'll also be sending something up from Flaggler schools directly to staff so that they can provide that information to us as well and help us with our decisions. >> Great. >> Before we transition to end of year for insurance, any questions on uh Marathon Center? >> I would just like to say um you know we we went through this before we launched and you know we had set certain expectations and these numbers are encouraging. I I will I will say that and uh I I I say that with a little bit

064of reservation only because I'd like to just jump up for joints. Hey, we did it. We did it. But and and we did accomplish a lot to get to these numbers right out of the gate because if these were really low be like oh no. [laughter] But the uh but the you know there's a honeymoon phase to everything. Um you know let's face it when new restaurant comes into town I use that analogy often. it it's packed and then you find out if they have staying power. And so my my only encouragement is is like, yeah, let's be encouraged, but let's not let's understand that we [clears throat] got to keep this party going and and reinvesting in the communication to get these people back in. Um, also because the incentives are not going to

065be there forever. >> No, absolutely. We're encouraged, but we're also not going to become complacent. We've had some really great conversations in the Superintendent Mor's credit. We're looking at how can we have a midyear point where we're pushing things back out again. You know, we're going to talk about how our plan health is doing. Once we're in the plan year, how can we save money? It's by driving folks to affordable care that's going to save the plan and the employee money. So, that's kind of what our focus is on. This is great, but we have to build on it. If we're putting out an inferior product, they'll use it once, maybe twice, but then they're going to go, "Hey, this isn't for me. I'm going to go elsewhere." So, to your right, yeah, we'll keep

066trying to build on it, and hopefully this is a sign of more good things to come, but definitely not complacent. Absolutely. And I and I think uh we all would agree at this point the glaring piece is is we we need to make a positive adjustment to our schedule um of the hours to kind of uh meet what's really becoming early evident as far as uh the the need for earlier hours. So that's one of the first things we're we're looking at a change in the near future uh as we kind of move into the next couple months. And then it's just the the communication of that like you spoke, we listened and here's the email to say, "Hey, now we we got it. Here's we got the lower earlier one, they'll book it now,

067you know." So, okay. >> Absolutely. >> And can you remind me when the time frame is for when Marathon checks in to see how if if we're meeting their criteria and then with the marketing and like um how we'll get build to, you know, if we don't meet their status like their number like cuz I know we're still new into it, but what was that >> as far as their benchmarking? Yeah. >> So, we're still to the we're still very early on in the process of being able to see like that claims data I mentioned at the beginning. That is what they base a lot of their ROI on because that's what they're going to see is who is engaged versus who's not. And then that's what they'll be building to present to us to

068show where they are meeting their benchmarks or are failing to and give us that uh indication. So, >> that happens typically um two months after the end of the plan year. Okay? >> Or after a year. So, they'll have 12 months of data. they'll be able to put it all together and present it back, but they do the monthly touch points so that you've got your finger on the pulse of how are you versus their book of business in some of these different areas. >> Yeah. Yeah. Thank you though for I mean this and then I know >> Josh and I, Mr. Rock, we talked um like probably two months ago about you know once this I feel like is set in stone and you know everyone's used to it you know more health incentives

069for faculty staff and just getting everyone like on board and I think that will keep the momentum going because once everyone gets their preventative care you know in check and then just continuing it you know within across the community being healthy. Absolutely. >> Great. All right, we'll move on then. >> Insurance update. >> Thank you. >> [clears throat] >> I'm gonna manage this until my voice goes out and then Josh is the creed to help me. >> Little ones at home, it never fails. >> Uh to sort of or start us off, I just wanted to let you know of some things that are going on behind the scenes and talk you through our timeline that we put together for Flaggler's insurance committee and and for the leadership team each year. Uh but a couple

070of things that are happening behind the scenes that we've been working on for about a year are trying to secure a direct contract with Advent Health on your behalf for hospital pricing that is better than what you can get by being just Blue Cross Blue Shield or any of the big carriers. There are a couple of vendors out there that will help facilitate that. So it's not that you would be paying the claims or seeing any of the personal health information. um that is an ongoing project trying to get advent to um partner with the district but not open it up to the broader market for that enhanced pricing is proving to be the biggest challenge. Trying to figure out how they can [clears throat] do that to give you all a better deal without

071let's say the bigger employers in the area tapping into that same thing which would hit their profit margins. Um, one of the vendors that is particularly compelling is Noni Health. Um, this is a vendor that has only been around for about five years, but it was founded by some geniuses in the tech and banking world. Uh, the one of the people invented Apple Pay. Uh this would be a tiered network approach where you could keep Blue Cross Blue Shield but have within the Nomi network the staff and teachers could have no co-pay no deductible for any hospital or primary care or any of the services that were within that tier one. So we're trying to get Advent on board to be a tier one no me provider. So the benefit to Advent in that circumstance

072would be that they would be paid within 48 hours. they're not chasing members co-pays, deductibles, um the claims payment. So, it's a really good deal for them, but then also it can save you all um we're hoping for 30% on those procedures. The other option [snorts] when I have been speaking with Advent is Sigma is coming into the area with a narrow network. It's called SH FIT. It they partner with Advent. This has been in Orlando for quite a bit. Um but it would exclude the other hospitals. So it's truly a tier or it's a narrow network rather than a tiered network where you have the choice that you pay less if you go to the preferred. So more to come on that. I just want to let you know it is being worked on

073behind the scenes because your biggest cost component truly is your claim spend. So we can do all we can on your your medical admin fees or even your stop loss premiums, but that is a tiny piece of the pie. So that's that's the piece I'm trying to fix for your people. Just real quick on that surfeit, you're saying that one you could only go in this scenario to advent. So if you went to another hospital outside of network, you would not be >> correct. Unless it was an emergency. >> Emergency only. Okay. Got it. >> All right. Thanks. >> Um we just had a Medicare education session with uh open it up to active employees, retirees, whoever wants to come. That was hosted by our office. We have a Medicare [snorts] specialist. uh it gets

074confusing this time of year when everyone's bombarded with the Medicare information. So, um we will continue to be offering that. Uh we have an a data warehouse. It's HPI that we present to um the insurance committee. We do a highlight, but we're going to be meeting with Bob and Joshua and that team to present the the inepth. We'll bring that back to you for the next uh time that we're together also. So this is our own Brown and Brown owns it, but it takes in your medical and pharmacy claims. So from Blue Cross and from um your pharmacy benefit manager and looks at year-over-year trends. We can drill down on specific items like GLP1 utilization or any other little pieces that we can slice and dice and then point out areas of concern and the

075potential solutions. So for you all, it's been high cost claimments the past couple of years. Uh cardiovascular in a lot and then you had quite a bit of sepsis which when she drill down it's typically something that was a surgery that turned into that. So it may have been a cardiovascular event and then they ended up with sepsis. Um so after we do the data warehouse review we have our population health and well-being review in November um discuss large claim solutions etc. So without reading all of it to you I do want to let you know that this is all happening behind the scenes. Um the the pharmacy RFP is the only other one that I'll call out for the benefit of everyone here. Um so you all are with RX benefits currently. That is

076um a group purchasing organization that has access to the top three pharmacy benefit managers. So CVS Caremark, Optum RX and ESI Express Scripts. So RX benefits has 5 million members that they go and negotiate with those contracts or those PDMs to get you the best deal. [clears throat] So rather than being on your own, you you tap into that. They do a true up at the end of the year and say if you didn't get what our contract says you'll get, they give you that money. So you're guaranteed to get the aggressive pricing of the group purchasing organization. [clears throat] Um but in addition to that, we market your pharmacy. So, we're up for a pharmacy renewal this year. So, we have a pharmacy consulting team. That's all that they do. It's 200 people that

077negotiate and put together pharmacy deals. So, that is already out right now um for we're supposed to present it in the first week of January once the analysis is complete. >> Now, quick question. When you go ahead and they negotiate it, are they leveraging the existing ones that are in the book of business for Brown and Brown? you guys see all of everything. So you go like okay you're offering this employer this kind of rate correct >> okay and roughly how many just for my benefit I'm sorry I forgot how many are in that >> so we our pharmacy group purchasing coalition is rather is newer so that's why I had RX benefits on all of my middle market clients like like you all um one of the benefits of having some of our other

078offices in the northeast is that we've been able to tap into their contracts so they have many of the higher end Ivy League inst institutions >> and going to CVS or ESI and saying we have Harvard and can we have a better deal has proved very favorable. So just in this past one one cycle so January removes I saved my two largest clients 24% on the pharmacy by moving to express stripes through Brown and Brown's food purchasing organization. So it's not a shared risk. It's not like you're paying for each other's claims but it's just using the buying power. All right. So, moving into your executive dashboard. This is a new format. It's very colorful. Um, [clears throat] so what we're looking at here is your plan year, September of 24, ending August of 2025.

079At the top, you'll see a month-by-month uh snapshot of your fixed cost, your pharmacy claims, net medical claims, which means after stop loss is paid, and premium equivalent, which is your budget/funding rates. That's the sum of the employee contributions and the board contributions on a monthly basis. You'll see a couple of things that I want to point out. Um the fixed costs look like they are lower than zero on for the months. Those are your pharmacy rebates. This tool puts your pharmacy rebates as a negative fixed cost. So that's important to note. Um you have about uh I'll see it on our next slide, I think, but it's over 1.2 million that was in pharmacy rebates over the year. So that came out of your fixed um all in you ran over budget for that

080plan year about 111% versus what was budgeted. Uh 9.4 million in net medical claims which represented about 70% of your total plan costs. And then pharmacy has really we've seen some increased costs in the pharmacy side. uh just under four million in pharmacy spend about 27% of total total plan cost that is not outside of the norm within my book of business. Now uh you could look at it either way but pharmacy tends to be a better way to be treated rather than having to be inatient or in in the infusion setting. But there are medications that are being released constantly that are in the hundreds of thousands of dollars for a year. uh many patients don't know the cost of those medications. They're isolated from that. Um and many doctors are prescribing more of

081the GLP1s more frequently which we have seen an escalation on. >> I thought we have a particular formulary though on determining what we cover and what we don't cover. >> You do. So you have um prior authorization is in place for all of your GLP1s. Um and does every everyone's familiar with the GLP1s at this point, right? the the injectable medications that were originally approved for diabetes and then have been expanded for weight loss and sleep apnea and cardiovascular conditions. Um, for diabetes, you have they have to be on a diabetic medication like metformin prior to it being approved. They do all of the the checking to make sure your plan does cover for weight loss for obese patients with a certain BMI with coorbidities like a cardiovascular condition. Do you have um a breakout

082on how much that's attributing to the rise in the cost and do we know if that's a really an offset for a benefit [clears throat] in the future because there's many uh employer plans that do not cover it for for that. So, we had our RX benefits breakdown, was it last week? And they went down, looked at it, and for our GOP ones, we are actually one of the only ones, I believe, in Brown and Brown's book of business that has the pre-off for weight loss or for that. So, I believe if you just segmented off the GOP ones for weight loss, it's costing it's making up 24% of our pharmacy spend, which I believe was at about $600,000. Um, so that was something that [clears throat] was uh impactful for us to hear, see,

083and kind of understand where it's coming from. So, we just got that information last week >> on Thursday. [clears throat] >> The there are a couple of options that you could do. And and to answer your question, we don't know how much it's saving on the medical side, but it is if you're keeping someone from having a heart attack or these other things that happen when you um have obesity and other chronic conditions at the same time, it is going to result in a medical event for many people. Cost avoidance is difficult to measure. But the options that some other clients have had to pursue because it just got so expensive is either making it um carved out, meaning you don't we [snorts] don't cover it for weight loss anymore, but here's information on direct

084to consumer programs that you can get it directly from the manufacturers and just communicate that front. >> [snorts] >> um that would be noisy and and disruptive for your your employees and and their spouses, but that is an option if you needed to to go that route. And I've had some clients that did they had to walk it back and say we just were excluding it for weight loss even if >> we think it could save money in the future we needed. >> Could we could we raise the BMI bar to make it where maybe >> Right. >> Yes. So what we have asked RX benefits for is Caremark has their own lifestyle management add-on that you could basically you have to have a certain BMI like you have today but you also have to

085participate in the lifestyle management sessions which is nutritional coaching meeting with the dietitian and then checking in and if you don't do that after the first three or six months then the medication is not covered for you anymore. so that it's not just a [clears throat] a you want to couple that with a lifestyle change so that it's long lasting. Um we can't adjust the actual EMI. So that that would be based on the the medical recommendation. Okay. >> Do you Oh, sorry. Go ahead. >> On this chart here where it says monthly plan uh versus premium equivalent. Yes. >> Obviously, I'm seeing the last third of the year, right? Lots of numbers above that green line. Are those new claims? Is it that there are num more claims or the claims are more expensive?

086What I'm trying to get at is that how much has inflation and tariffs impacted the cost and so are we truly actually incurring more health um incidences or is it just that it's getting more expensive to treat and that's what was not predicted when we crafted this. It's getting more expensive to treat. You're you have a higher medical trend than my many of my clients, but I'm trying to find your high cost payment page because that'll also tell me something. Where's the high on this one? Oh, sorry. It's right in the middle. So, 16 members hit over $100,000 during the plan year and four were new in the last month of the plan year. So your high cost payments were adding up, adding up, and then they finally broke that threshold. You don't have a

087huge number of high-cost claimments. When you look at 16 for over a,200 employee group, that's not outside of the norm. You have a lot of mid-level claims. And so when we go look at your data warehouse and bring that back to you'll have more on this, but you have a lot in that 25 to 75,000 range. And those can be worse because you don't have stop loss kick in. So if you've got a a higher number of those middle level claims, they become um damaging to the budget. Overall trend in pharmacy has hit you more than just more claims happening. It's it's the cost of the things that are happening that are going on. >> Okay. So it's not the numbers, it's the costs of things. >> Correct. >> Okay. because most of this equipment

088and stuff is outsourced outside of other c countries. >> Correct. And I don't think we've even begun to see some of the impacts of n of that. Um the I don't know what's going to happen with pharmacy. There's more unknown now for me than there was even when the ACA was passed in 2008. Um, but we will certainly do what we can to to keep you informed as we know of any impacts there. On the pharmacy side, I think it's also important to to let you [clears throat] know that each year when RX benefits goes out and we negotiate your deal. So, it's every year that they go out for their members and they say, "All right, we just saved you 9% on your pharmacy or we just saved you 12% on your pharmacy." That

089cost never actually goes down. It's if your utilization was the exact same thing in that time period, their discounts on that medication and the rebates results in a 10% pricing improvement. But really, the cost of the medication is continuing to rise like the manufacturer's cost. >> So, it's a trend mitigator more than it is a it's not going [snorts] to necessarily reduce your spend. The only thing that you'll see is that we'll even show on your projection as a a negative is when you get a rebate guarantee that is substantially better because that's truly a check back to you all versus um just a better discount on a more expensive medication if that makes sense. >> Can can I uh follow up with your you mentioned lifestyle coaches. Is that what the term was? So,

090I know we don't have this now, but do you have clients that have in addition to that gym memberships that are included or a 10 $10 monthly fee or something? And then if you do, how do those numbers look if they're they're preventing these illnesses and you know, obesity without potentially medication first, which is expensive, but do you have that >> following that? So what we found is if a client gives a free gym membership, a lot of times it's the people that were already going that are going to the gym. So we tell them make it to where it's a they have to pay something membership >> and you'll get more people that will go. Um it's you'll have a discount through Blue Cross Blue Shield. It's through the blue 365 website that employees

091can go to and I think it's the active and fit or maybe the tivity fund uh discount the gym membership discount. >> So when you go on there you can sign up and I think it's a $25 join fee and then it's they have different packages. So $10 to30 something dollars per month for an access. >> So currently we do have that. So that might be >> an opportunity to promote just I because I wasn't aware of that and I know people that have the insurance aren't aware. So that because you know that's prevention and then you know if there's some that have lifestyle coaches that they have to do that if they're going to the gym >> and I think even promoting talked about this um the wellness center we can have our boots

092on the ground promoting some of these things that Blue Cross will send out mailers or we'll be calling and employees don't answer the phone or it's hard to reach but I think the engagement that you're having when it's face to face or a local person has been a lot better. So giving them the tools to know dietitians are covered under your health plan. If you have obesity, you can go see a dietitian. They will put together a meal plan for you. >> Yeah. So two two quick points on that. So for those of you watching at home listening, those in the audience, if you go to flagschools.com, go under employment and then employee benefits. This is on our external website. If you go under our medical benefits, you will see a flyer for the blue

093uh 365. So that's going to give you the information for how to access discounts on participating gyms and other things. This was something new that we kind of found out as we were looking at how to boost our wellness. So that's posted online. We'll try and do a better job of getting that pushed out to all of our employees as well, so they know of this additional benefit. >> It's it's really great because it is very expensive to go to the gym, but it's the pros outweigh the cons. So I mean if they are able to go at a discounted rate and then we have our wellness center and then in addition to the gym. So >> and we do through our contract with Marathon we do have what's called uh level up which is

094nutritional services that is partnered through the wellness center. So if you see our provider nan and you discuss you know making lifestyle changes and that uh we've had about 47 appointments that have taken place regarding this level of program. So if you go into our contract, it's one of the things that we are paying for every month with our uh with our services. So this is something that is also at the uh disposal of our folks to use. >> I see that the trend, if I'm reading this correct, is the same as last time where those who have the premium package are essentially almost double outspending those who do not. And so I think last time we had discussed that we need to reconsider that pre premium package and also would it be more costefficient

095for us to kind of direct people to fewer options and that way we have more people in that particular pool. But clearly when we charge what we charge for the premium plan or what we have to charge people are like I'm going to use the heck out of it. And so I think again it's showing that all signs point to we have to do something more strategic about that plan. >> The only problem is if they move to the base plan or the standard plan, their claims are still going to be there and you're [clears throat] not collecting the revenue from them in the form of a higher premium. >> Do you see that? Have you had other clients change a premium plan? And that's because my question is are they maybe using it more

096frequently because you know it's almost like they prepaid it. So I want to get as much out of it as as I can. Right. And I think if we continue to move through the presentation because this was one of the questions that the even the senior leadership team um had and I can't remember which um slide it is on is those who are on the premium plan um have likely chosen the plan that best meets the needs of their current um conditions. And and there was one um slide in here that that kind of um shows that um some but we had that same exact question. Um Miss Ready um on we can skip through slide five. It's really just showing slide one a different way on slide six that you were just on. Um

097as far as the summary by plan. So when we look at your premium standard and high deductible health plans, the premium plan is 160% of premium equivalent means running 160% of our budget. But to your point, um, Lashaka, it it's [snorts] because they have these claims. And that was really what I was explaining to you is no matter what, if they're on the high deductible plan, the standard, or any of the plans that you offer, they are going to still have that $50,000 claim, that $75,000 claim. These [clears throat] aren't doctor visits that you can run up the the bill on because you can just run out and go whenever you [snorts] want. They're having ongoing complex conditions in the form of both medical and pharmacy. uh their pharmacy spend versus medical on this one

098is almost a third. So they're running hotter than the other plan on pharmacy and their their medical costs are high. >> Did we have a number of new people go to premium? I guess what I'm wondering is >> you did not. >> Okay. Does that a movement a major movement from the premium plan? So that is that's probably what you're going to want to see. Also, you could we I've had clients that have completely removed the richest option and they let's they just had a high deductible health plan or whatever the the lower cost one was and what they found is that there wasn't enough revenue to support the the claims. >> So, the higher deductible didn't offset the difference. >> It it didn't change the behavior if they had to have that treatment. I

099may have delayed it a little bit, which is always my hesitation with really steering people into an HSA plan. You don't want to delay their care if they have cancer or any other condition. But if they are willing to pay their share to have that richer benefit, it's better if you can have that option to get a more in the form of premium contributions. But is it is it because you know [clears throat] just based on your other clients everything is it bec are they they're choosing that premium because they know they're going to have issues so >> they've had them and they're ongoing and >> so the so gotcha. So >> because we did see some um >> we saw significant >> some employees move plans and so those who could based on their

100information I think next year we may see some more but those individ this was one of our exact conversations is that those who remain on that plan um are likely individuals who need to be on that plan. Now, we can continue to educate and you know, the team did a great job of helping to educate individuals that could make some shifts, but um right now I think we're going to see that remain stable unless the the the board makes some type of structural change, which we won't get into the details of that, you know, um today, but we we believe that the individuals who are still on that plan are individuals that that need to remain there. Do we have any correl correlary information related to um what what we've done in our hiring practices

101where we're accepting more and more years of service from outside of states and do they then are they more likely to be in this premium high needs category? I don't think we have any know any exact data um to push to that >> because when we look at our benefits um we've typically struggle with having a um older um um population that is in need of support. But we do believe that taking on years of service is helping to is adding to that same issue that we've had in the past. >> It's solving one thing and that we don't have a proportionate number of openings like many other school districts, but yes, >> is it costing us? >> So, we are especially for individuals who have been within education for a number of years. This

102is a place that is very attractive [clears throat] um to those individual because of our how our structure is set up. And so one problem is one one solution is that we don't have a lot of openings. The other thing is that our um workforce um for our instructional staff for sure is not as young in age as maybe some of the other um districts are. So, we don't have anything here, but it's an issue we've dealt with year over year. And so, that change is is just going to continue to add to that. >> And, uh, for the I think from here forward, if we can allow them to complete their full presentation uh because we have a hard stop today at four o'clock, but we still have some other agenda items to get

103to. So, >> understood. Yeah. to your point, when we come back with the highlights of the data warehouse review, I do have the risk score by plan, which takes into consideration the age of the the enrollies. Um, quickly on the high-cost claimants, I'm not going to spend a lot of time here. There's nothing you can do about them once they're here. Just know that you have stop loss. You had two that exceeded the $225,000 stop loss. Um, as you can see on here, we do have some heart issues. um several that have sepsis tied to whatever the condition was [clears throat] and open enroll open enrollment results is the next section. So where did people move to after the the work that you guys did last year? And so to address the cost of dependent

104coverage um just to remind everyone that's here that the board increased the contributions for the new base plan and HSA plan starting this September. And so on the base plan, which was the new plan, it had a higher deductible than the standard plan. Um, but it had predictable co-pays, which are important for people with families. So, if my kid gets sick, I don't want to have a $200 doctor's visit. I my kid needs a medication, [clears throat] I don't want to have to pay a lot for that medication. And so, this plan we did see significant enrollment in. Um the board pays 90% for employee only, 50% for employee plus dependence. We had 365 employees that did take that plan and 13 of them had wave coverage the year before. So it was a better

105fit for them at the right price. Uh 28 of them covered their dependence. uh HSA plan the board pays 90% for employee only 40% for employee plus depend for children 35 for employee spouse and family 309 employees enrolled in that plan eight of them had waved coverage the prior year and six were able to cover their dependent the standard plan we saw a drop in enrollment by 325 employees twothirds of those moved to the base and the other third to the HSA and the premium plan enrollment dropped by 34 employees and now there's only 51 that are enrolled. >> Most of them did move to the standard plan with five choosing that HSA and one choosing the base plan. >> So it's almost like they kind of rolled down the >> the premium plan did.

106Yes. >> Right. Pre but then also we had enrollment drop in the standard plan >> at 325 and then the new base plan had 365. >> Right. So it seems like a lot went to the from >> better board contribution and the plan still made sense for what they needed, >> right? But I mean was that was that what is there a [clears throat] direct correlation there? Like the the 365 employees that enrolled >> were they were a large percentage of those on the on the standard plan and rolled down? >> Correct. >> Majority of that is from there, right? Those aren't new. the majority of it's not uh it looks like 13 were added 13 were >> because they waved coverage pre Okay, gotcha. >> All right. So, I'm just curious because, you know,

107although I'm glad that worked out for them obviously, but the same thing we were talking about with the premium plan, >> did we essentially do the same thing with the standard plan that's putting us when we look at that um >> as far as collecting the premium needed to pay the claims. Is that where the right thought process is going? >> Time will tell. What I will tell you is that I think that you had a a major step in the direction of stabilizing your plan >> because the the more that you can tie your percentage or your contributions to a percentage and even eventually if the the wellness center works and we're able to stabilize some of the costs, increase that percentage, >> you're going to have more people join the pool. Um, regardless

108of what plan it is, the more people that are in the pool, the better it is for your claim stability. >> And we really want more kids in the plan. >> The kids are the ones that um they are going to have the fewest um high cost payments, but they're also just the lowest risk in general on the plan. But there's some premium that's paid in. And so the little bit of premium that the employees paying in does help in the overall budget of that plan. And and when we were going into this plan year, we were trying to get creative, exploring the option for a gap plan. So the major push from our team this year was really educating our employees. You see the people that went from standard and move to base. A

109lot of that too was pushing out information on, hey, you may not need to have to be on standard based on your circumstances. Have the conversation with our team, with Brian Brown, with Winston to get an understanding of this is my personal circumstance. This is probably what's best for me. If I drop from standard, I do the base and maybe I add the gap plan, I'm saving money and kind of getting the exact same amount of coverage that I need. So, as we look forward to continuing years and years, it's making sure we're educating our folks so that they know the resources available so that they're not overpaying for coverage that they don't need and making sure they find one that works best for them. So, >> all right. >> The following pages should the

110charts that support what I just told you. So, um it is there. I can walk you through when you have time if needed. The financial cost projections. What we are looking at here is the underwriting of your current plan year. So looking at when rates were established, we had claims through March or April to set those final employee employer contributions. So this is with data refreshed through June or July. The uptick in claims that we saw in the latter half of the year are making the reforcast at a four and a half% over budget versus what was funded. Now it's um rather early in the year to see where we're going to land. We will continue to track that month by month, but just based on the updated few months of claims versus when it

111was set because they ran higher, we're looking at the 4 and a half% over. Now, um we also have an initial very early 26 27 projection and that's why you have so much bold print on this page. I didn't want to even get it. uh 14 months in advance when you have an underwriter that's telling you what your costs are going to be is the unknown is an underwriter's enemy and so they just build in all the months with trend. So your trend of medical at 8 and a half, the trend of pharmacy at 11, we're just going to say the same same claims costs today every month are going to increase. And so we do have a projection here. Um, one of them is a cushion projection and meaning it has margin in it

112and the other one is just asis projection with all of those 14 months of trend. So on page 14, the [clears throat] status quo meaning no margin projection is the second column from the right and it's coming in at a 14% over budget. Now this is all the unknown. So we don't we don't know how the wellness center is impacting claims in this. We don't know what claims are going to be doing. We don't know the results of the pharmacy um renegotiation. the status quo with margin is to make the underwriter feel even more comfortable, they add in a buffer. Um, so the claims margin that they just added to the bottom line is a $582,000 expense, which gives an 18.6%. again very early and um we we we had conversations about the why around

113choosing to include this is so that at this year um the board you have established that you want to continue to address this as a topic and so we're going to be coming to you frequently and so this is where we are today but it gives you something to continue to monitor as we move out throughout out the rest of this year because this will be a topic that will come before you um often uh this year so that you have all of the information so that we can continue to provide a great benefit to our staff. >> May I address something that I just saw on here that I might go get my underwriter for? The stop-loss premiums that they have included in the renewals are we've been doing a 30% placeholder in our

114underwriting formulas for stop-loss. Last year, you all had a 9% decrease in your stop-loss premiums. So, just know that that is a placeholder and does not um mean that that's where your your stop loss will be. We do that to be conservative >> for individual or aggregate, >> both. So each year we do go out and and shop your stop loss to our panel of 15 carriers. So that's last year your incumbent ended up being the best deal. [clears throat] All right. Additional questions that >> No. >> Okay. Thank you. >> I believe we are scheduled to come back again. Um if not in November, definitely in December, we'll be back before you >> November again. >> Yes. Yeah. I want to say it's again in November. Um um to talk about benefits and all

115things. Um >> such a light airy subject as well. >> Yes. >> I could just talk about it all day. >> Yes. Well, thank you. >> Thank you very much. Appreciate that. >> Um board and take a five minute recess. >> Thank you. >> [clears throat] >> All right, we'll now resume our 1 pm workshop. Um, we're now on item uh 6.01, school start times, and we have Miss O'Brien and Miss Luis Bosard Dad. Welcome. >> Great. Thank you. So, good afternoon board chair, superintendent more. We are coming before you to do a bit of an update on school start times. Um, as you'll notice as we get a little bit further on the slides, we have brought this agenda item to the board on multiple occasions. Um, this year there was a legislative update

116um if you could move to the next slide. There was a legislative update um in Senate Bill 296 that amended and added new language to um the statute. So, in 2023, uh, House Bill required middle schools start no earlier than 8 a.m. and high schools start no earlier than 8:30 a.m. And so, we had, uh, begun the process of planning for what that might look like for our school districts. In 2025, a Senate bill amended that and and and added some new language that would allow local school boards exemption from changing those start times. Um so instead of um um adhering to those start times, we could instead submit a report to the Department of Education and we would have to do that by June 1st of 2026. Um and those start times would be

117effective beginning um 2627 if we were to go ahead and change those. The exemption report has a few requirements uh that we would need to meet. Um it has to hold our current start times for elementary, middle, and high schools. we'd have to document our strategies that we consider to imple implement those later start times. So what we've done in terms of board meetings, public hearings, um opportunities for parent input and education, a description of the impacts including financial, and then identify any unintended consequences for the district, uh students and community um if we were to change those start times. Our current Flaggler school start times are listed on the next slide. our high school or I'm sorry, our middle school currently starts at 7:30 and high school at 8:10. Uh, one of the pieces

118of uh the legislation does require us to talk about the benefits of later start times and share that information with our community. So, you can see that on the next slide. Um the research that is referenced in the law suggests health and safety benefits of adequate sleep for team teens and also academic performance improvements with increased sleep. Um and it goes on to talk about um ear how early middle school and high school start times make it difficult difficult for students to get the 8 to 10 hours of nightly sleep that they need for optimal health. In terms of our commitment to evaluating our options, um you can see the list of uh start times discussion that was addressed at previous board meetings. Um we have also spent some time evaluating those challenges and opportunities

119with our leadership team. Um we've had uh multi- cross- departmental meetings uh within the district where we have gone through transportation and really evaluated what that might look like in terms of um the financial uh pieces and also the barriers to our employees and perhaps community members. And the next piece that we are looking to get your input on is to um for us to implement a stakeholder survey. And this would go out to the community to our employees, our students and families. Um based on the feedback that we had received in prior uh board meetings um and some of the barriers to changing times and the financial impact, it was the desire of the former board not to change start times. Um however, we're looking for your your current input on that. Um we

120are asking the community to share their input. So um we're providing this presentation today uh with an update. We'll have a stakeholder survey that will be going out in November. Um we are seeking public comment at upcoming board meetings and then direct feedback so our community can contact their schoolboard members or any administrators uh within the organization. And then next steps after today um our plan is to collect and analyze stakeholder feedback. Um we will review those operational and financial implications again um and then prepare that required report for the Department of Education by June 1st if that is the will of the board. right now. Do you anticipate making any major changes to the times? >> It is not our recommendation to make um um any changes um but for us to uh do

121the um the pieces that are required um by law. um based on the information that we collected previously it would be um a a major impact financially to the organization in order to be able to make those um changes. So right now we are not making a recommendation to make any changes >> and the financial issue comes around the transportation because you know 7 uh 7:30 725 for middle school is quite painful. I've lived that um three times and um it wasn't always that way in this county, right? The that was what about 10 8 10 years ago that it was switched to that early. So is it that it it's the transportation is the limiting factor because of the number of buses or was it the mix of students from elementary to older that

122was not ideal that precipitated that change. There [clears throat] were a few factors that led to the switches in our times previously which included pre uh prior to how we currently run it. We used to have elementary and middle school students on a bus together, which would put us on a more of a two two-tier hybrid system as opposed to a three- tier system that we kind of look at now, which is what kind of caused some of those changes in the start time. Um, some requirements for uh seat time requirements uh related to issuing a credit under uh state statute for high school also came into play with the time that we needed when we migrated to a seven period day. So going from block scheduling that also was a limiting factor for transportation.

123Some of the other elements that we have discussed with stakeholders through our cross departmental and leadership meetings have included the impacts that this might have on students that are not sleepreated. Um such as extended day changes in times after school. We have a lot of students who work during who work right after school. So some of our high school students, so if their work schedules, if we push them back, they might lose work job opportunities. Um, and some other pieces there and schedule [clears throat] conflicts that kind of arose. And for staffing purposes as well, we might have to in addition to the transportation costs that we would incur by having to either increase the number of buses that are out on the roads, adds routes, add drivers. Um the other alternative would be going

124back to putting students on buses together to minimize that. But some of the other financial impacts would be the time changes for extended day or having to have um support staff hours might need to be extended for the extended day care that we have to have for our wraparound services. So middle school um the middle school schedule um is another um impact of how our our middle school schedule currently um operates. Um, another concern for um our community has also been just our the our our youngest um students being out um at bus stops so early and the limited uh sidewalks that we have um in our neighborhoods. That has been a huge [clears throat] piece that just continues to come up with our with our families. >> Yeah, that's a big factor for me.

125Even on the west side of the county, there's very little lighting, semi-truckss flying by, like we don't utilize the bus right now, but the idea of like using the bus out in Benell could be very scary. >> Yeah. And then um families the other um piece that we anticipate and we'll see what families say um this around um was also about uh our [clears throat] youngest students getting out of school early and older siblings not being home and present in the afternoon um when they get there because now our olders are getting out early and our youngers um are coming home to siblings or someone already um being there are some um other major things that were considered. ed um uh previously >> and that's all because what we're trying to do is keep the

126three buckets separate in order to not expand our transportation budget. Is there a question on here related to um their appetite to allow students of different age ranges to be on the se on the same bus? Because I think that that would be a limiting factor that we could communicate in the report that because it's either a budget situation or it's a combining students that it's it's not in the interest of the parents. >> I didn't see that on there, but that would be question certainly ask. Mhm. >> Thanks. >> I know. Um, [clears throat] and you know, this is something you don't think about, but you mentioned safety. So, you know, it gets dark and I'm just curious. So, like walkers and [clears throat] bikers, um, I know there's some some campuses don't have

127that like Old Kings, I know, but there's quite a bit at Beltare, you know, >> Old Kings is the only school that doesn't walk. >> So, and it's dark. So, you know, that's something, you know, you don't really think about like I as a parent didn't realize like how dark it really is at that hour. So there's I think just having parents like I like the survey and then just making I don't know if there's an opportunity for them to see like the pros and cons from the district like you guys I know prior to us I know you guys were on the board earlier but the different pros and cons because you know the data the science is there however there's also a lot of safety concerns I think that you don't think about.

128So I think just spreading that out like these are really these are pros, these are cons and then obviously getting the feedback from the parents and I you know faculty staff. I like >> it was the intention of the legislation um with this um adjustment is for each uh district and each community to be able to have conversations around their ability to do that and take into consideration what we're talking about um related to safety. Well, that may not be the same thing for a different county. Um and so uh we are hoping that our families and our community will provide input through the survey that we can come and bring it uh to you guys as a as a board. The reality that we know is that there are going to be some people

129that are going to be for this and there are going to be some that are are not going to be in support of it. Um but for us to be able to identify what are the barriers that families see um with us making the changes um what barriers do they foresee so that if this is something that we do make the change for uh that we are able to help to eliminate some of those barriers for those families as well right because it's either this I mean I on paper would be in favor but when you look at what it's going to do to the budget the one of the questions would be well would you support a um you know a a millage increase or something that is voted in because that's the only

130way we could make it happen. >> Well, and and I'm just looking at the comparison. You know, the the recommendation is for middle [clears throat] school early, no earlier than 8. Okay. So, we're at 7:30 right now. We're talking 30 minutes. >> Um and high school 8:30. We're at 8:15. we're talking uh or 8:10. So, I'm just saying >> based on the times we have now, maybe there's some districts where they have high schools starting at, you know, 7:00 in the morning, right? And so then that was where it was. But if we're just looking at our I don't I don't think we're too off the the object. We're in the we're in the margin of error in the fact is will this change the be the behavior patterns also of the students to to

131actually get that extra sleep that they're trying to acco accomplish. Uh and we're we're we're [clears throat] right there. Um as well just from from a health perspective. Uh because I mean like you said there's data that supports this. Um, but you know, I'm not a medical professional, so I don't know how those tests were all done, but um, sleep is good, right? [laughter] But I know, but young people, they they don't tend to put a lot of stock in that sometimes. [laughter] So, >> I know for my house, my, you know, mine is like right after school, they're ready to crash, right? And then, um, once they get up, it's like, okay, they're starting their new day at 6:00 in the afternoon or something, >> right? [laughter] So, Yeah. I mean, I just don't

132think our current times are so far off the recommendation >> that, you know, if we if from from a budgetary standpoint, you got to put the the the the cost versus the benefit and everything. I mean, we're we're right in that category. >> And when we look at the um we talked about the transportation, but a big factor will be a um a change to our um current structure for our middle school day would be a huge um piece of it because right now those um teachers have planning outside of the day and so for us to change it so that they have planning within the day. I know um two of the board members have they went through that adjustment. there is a cost that is associated um with that and so it's weighing

133at the end of the day and we we don't you know for some individual they're sitting and listening saying you know well they're thinking about cost and not what the research says um but it's to look at it to see if we actually can afford to do it and what will it cost um to be able to make it um happen and I and again I believe that is what the legislation wanted from us the legislators wanted is for each individual community to look at what would this cost be it in dollars and cents time in u impact to the community in order for you to to make this happen. And if you can't make it happen, here are the things that we want you to do. And we're going to do all of those

134things and bring that information to you as a board and we'll make a decision in the next couple uh months as to which direction we we go in as an organization. Okay. Any other questions on this? >> We int Can will you share again when we intend to send the um the the survey out because we got one additional question from Miss Ruddy. But if there's something else that you as a board member want us to capture in this, we need to get that information um from you so that we can um get that survey out in the month of November. >> Yes, we um we do intend to send it out in November. I did not put a date certain in there um so that we could grab some feedback um from you. So

135um >> we don't want to be in competition with Thanksgiving of course um but we do in tend to send this this out somewhere in that second week of um November >> and and the only thing and I talked to Dr. or Brian um when you have the Google form when it it clicks instead of like saying skip to another just it automatically so people don't get confused on skipping the wrong question >> but no I I think you know these are they're well thought through and I like the additional question but I couldn't think of anything else >> we had a parent um I think it was a parent reach out uh to me already when they saw this item on there to make sure that the form is set up that they won't

136have to >> register >> have a registered Google account and so we've already taken care of that um because that is it absolutely so we we have taken care of that as well. >> All right. >> Okay. >> All right. Thank you very much for the presentation >> and uh we will move on to 6.02 SAC membership and Mr. Reeves and Mr. Scott Reynolds. >> Just Mr. [snorts] Reeves today. >> Just Mr. Reeves today. >> Mr. for him more. He is at a school doing instructional review. So, good stuff. Uh before you today, uh just bringing uh for your uh [snorts] reviewing uh based on statute and our new policy 2125 and that is our school sack membership uh list for you to see and they are attached as documents within this. Just a reminder

137that the SAC company is made up of the school principal and an appropriate balance of teachers, uh, school support, parents, community members. Um, noting that it be 50% under 50% for staff members. High schools are required to have a student, which both of ours do. It is recommended for middle and Indian trails does have a student on their committee. Any questions? I just want to make sure parents and guardians, you know, if you're able to participate in these sack committees, like I said, Belter, we didn't even have enough at the last one to make a vote. So, students and parents, you know, if these are really great uh they give you the opportunity to vote on where title one funding goes and um when you're an A-rated school. So, they are pretty great. So, thank

138you for putting all all that together. >> It's great to be involved and understand the pulse of your child's school. So, I encourage all parents to be involved in that. >> Okay. Any other questions or comments? All right. >> Thank you. >> All right. That [clears throat] moves us on to 10.01 uh permission to adopt revised board policies. We have Marcus Sanmore. That's what we're doing. It's fabulous afternoon. Um, at our last board meeting, we had permission advertised. We advertised the board policies for the 21 days of the revisions. And at this time, we have not received any comments, public comments for input on the board policy revisions. So, we're just coming before you again today and for tonight for a request permission to adopt. >> Okay. Are there any um questions or comments on

139these? But we've already for the benefit of the P we've already worked through these all. So this is just the last stop here. >> Yep. >> There were no changes since that last a few of them and I didn't see anything. Okay. >> Okay. And we're all good. Thank you, sir. >> Thank you. >> All right. So, um that concludes our business for today. And um may I um Yes, >> Chair Furry. Um it does, but um the bait the the uh agenda is structured. There is actually one other item on there that was a board request for the structure and norms. It comes after public comment, but I just wanted to uh bring attention to that that that was a part of a board member request. >> Oh, as a as a Oh, just

140passed uh >> board me. Okay. Yes. So, I just wanted >> Yeah. Thank you for letting me know that. >> Okay. So, um public comment. Do we have any public comment? >> Okay. So, then we will move on. Board member requests. Board member request. >> Yeah. I just want to make sure that we're continuing to look into the grant for um K9 weapons protection. >> Yes. Um, one of the items I haven't had a chance to look at the student binders that are provided to some of the support staff, specifically the transportation bus drivers. Um, but in some of my outreach [clears throat] in helping uh our our staff members to serve students who have IEPs, those IEPs can be sometimes very dense and very clinical for those who uh you know is vocation is

141not um teaching. And so we're looking for perhaps a summary of how the IEP or the needs of the child impact let's say uh the bus driver, the teacher aid, or what needs to be done on the bus or if there is a special um consideration in terms of interacting with a student in the lunch line. those kind of uh hightraic everyday items where can we just get a distilled common language uh consideration impact statement what to to how to u maybe set up their environment of service in an optimal way to meet that student's need um and uh to better comply with those IEP requirements outside of the classroom. >> So um because and I don't know if Dr. holiday if we if are you okay if we >> are we I'm sorry um

142if this were a further a request to come back >> this is really a procedural item so I know this is not a policy I'm asking if this consideration can be made I'm hearing it's a it's a need from our team members if it requires further um discussion then we can put it on another board member agenda where Dr. ality would be prepared and perhaps miss Torres could >> give some insight >> and I and I do apologize for that because [laughter] I wanted to give the answer but thank you. >> Can I add on to a board of requests? I think um so when you have an IEP meeting like I don't know this could be something to that could be brought up and it maybe with the ESC department just if you're a

143bus rider they're you know because when IEPs have a a chart so then it could be documented like another column so then that could be something that [clears throat] will be helpful to a bus bus rider or the aid or the driver so like their accommodations for bus transportation. So another column. >> So sometimes that's not always thought of in that's not on there. That could be a request to be discussed for future if that could be added. >> I think that for the benefit of the public it it probably would be helpful to bring in um and do this as a actual board member request and bring in Mr. Walker as well as Dr. holiday to talk a little bit about about >> that's what I was just thinking like because I know there

144it's not on there so that could be like >> potential for the future and that could be >> we have that question. >> Yes. [clears throat] >> Okay. >> Well, that leads us to structures and norms. So, um what did we want to talk about here? >> Uh this is a request that I had brought up and I just wanted um and Mr. Delaney if you uh can provide maybe some uh guidance or redirection if I'm misunderstanding but um you know we have two main types of formats we have our schoolboard workshops and we have our formal meetings [snorts] right uh where we vote at our schoolboard workshops we have a very conversational tone and um there ha I want to remind the school board that uh aligning with Florida statute and again I will

145lean on Mr. Delaney. It is not the role of an individual individual schoolboard member nor the chair to reprimand another schoolboard member. We act as a whole. And so what I'm asking for is if there's concerns with regard to the uh flow of communication and discussion if we're feeling that's too informal and we want more structure that we talk about that and perhaps um indicate a is there a a method where we'd want to request or be recognized to speak. do we want to uh take a more uh linear approach like let's go down uh the row and then say okay does anybody want to debate this I know that puts more formality into it that's not the spirit of the workshop items but in order for us to better adhere to um our roles

146and how we collaborate it may be needed but Mr. Delaney, if if I'm misinterpreting that, I I would appreciate correction. >> No, I I wouldn't say that you've misstated anything about the law. I think um the the chair of any organization has the somewhat thankless task of trying to wrangle um the discussion and to um provide some level of structure to it but also make sure that every um member of the board has an equal opportunity to provide input and I think that is ultimately up to the board to um decide the norms or structures that they want to strive for and whoever is serving as the chair would be responsible for um applying those. >> Yeah. And I'll just add to that. So what what I what I would recommend and we didn't do

147this after this board was was formed. We we didn't have a retreat. We just adopted sort of you know we have our board policies and procedures and that's what we're we're we govern ourselves with. um and sort of the the the norms of the the previous work kind of transitioned and that was kind of the accepted format just based on response and back and forth. But we are going to be coming up on our reorganization here in uh November at our uh late November meeting. Um [clears throat] so what I'd recommend is [snorts] after that meeting that we we have a uh retreat and we go through the the board procedures. uh manual. We did that just after I was like we did that with that board uh because it was it was it was

148just a um it needed to be updated anyways. But um so that could be a great time because we can we can operate that how we do that is really our our collective decision. Um, if we want to be more structured in our workshops, we absolutely can and and adhere, you know, closer to Robert's rules when it when that uh calls and and there could be some benefit to that. Uh, you know, the clear everybody gets we want to make sure everybody gets heard, but we also have to uh we also have to work within moving the flow of the meeting also. So there's two challenges there as the chair that that we need to keep things going along and sometimes uh a lot of our our our uh we're asking for information but then

149we might and I'm guilty of it too. We we kind of get into a mode of like uh of dreaming up things and talking thing you know out what I don't want to see and everything. Um and that there's a time and a place for that. when it gets running on too long sometimes we have to move on the conversation because it it's not necessarily affecting the format there and and and if and if I'm moving it along and and uh and and there's an objection to that we we can discuss that too but I I think that it's it is important I I think right now we only have uh you know two more meetings I think we can roll forward here to uh the next meeting and then have a retreat once we

150have our organization of the board chair and and everything and then as a board we say this is how we want to govern ourselves. That that would be my suggestion. Um so what do you have to say? >> Um just adding a piece to that. Something the former board did is um we've allowed the district to um finish their presentation and we all were silent and then we would bring forth questions. Um I do think that that helped move things along a little bit. Um >> and that's that just to your point that's exactly what we would talk about in a retreat you know that those type of expectations amongst each other. Uh so I mean that that that that's just one one method amongst many that you know keep our uh meetings governed in

151the way that we want to do that. But clearly the the intent is never ever to um to to to silence or not let their point get across. Uh that always is a priority at least from my perspective. Um but once the point's been made, if it's being made over and over again and there's repetition, we've we've already heard it, so we can move on from that. So that that's sometimes, you know, actions that move forward. as a chair, you got to kind of gauge that. Um, so but, uh, that's my my my recommendation. I I'm good with, you know, right now, you know, uh, I'm the chair right now, but, uh, in we're going to we're going to reorganize in and vote on this in November. And so, we're going to we may have

152a whole new structure. It's going to depend on what everybody wants. So, >> yeah. And uh I think many times the presenters come and say they invite us to ask questions as they move on. So and especially when we have something that's very deep and complex today marathon and the insurance had many individual parts that um um either it it's it could be beneficial to ask those questions in the moment not just for us but for um the benefit of the community. Um I do appreciate when let's say where it is a call to mind to say is there any new um uh stances or information not yet stated to move us forward. Um I I think I have for me personally I have less of an issue with hey let's moving us along but

153there have been instances where we have a very conversational tone in one moment and then uh there's a an admonishment the next depending upon where that difference opinion might come from. I'm just calling as a reminder. Um, you know, that is that's not the role of any individual board member. If there needs to be action against uh or to change a board member's um uh behavior, comment, uh input, then that is something that the board as a whole, right? there should be a motion that's brought together to say whatever it might be and not to individually admonish folks is is what I just want to call and that's what I think is having that discernment between or a trigger for us to say are we having a conversation right now or are we going to

154have a I want everybody to discuss their concerns and then we wrap it up and we want to have almost like a a platform form uh conversation. >> Well, you know, the I I'll just I'll just share with you how my mind works in in the flow of a meeting is that you know when we have when we have present presentation um and as they're they're they're they're pres they're giving us um that presentation sometimes we may need clarification of understanding, right? So, they give us a number um and it doesn't quite connect the dots, right? And we say, "Okay, well, I don't understand it. Can you connect that dot?" I'm thinking that that is helping move that conversation forward. Uh but then the the more robust conversation is a collaborative one toward the end

155of the presentation because then we've gotten all all the data. So when you say like you know I don't I don't understand that but then if if in the in the course of it's like well I don't want to see this happen this happen this happen this happen and I wish this would go this way this way this way that's stalling the presentation from staff so I'm trying to move staff in so we can get all the information and then a more robust discussion um once we have all the data so I can see where you're saying you know sometimes we're in a conversation sometimes we're not that is how in my mind is is working to move the meeting along. Um it's not to say, "Hey, I don't I don't think that your point

156is is valid or those those um directions or concerns uh shouldn't be heard." Uh it's just the the matter of the timing of it. Uh so that so that we can move through that presentation and all of us can glean all that information and then have that sort of you know collaborative uh discussion of the data. we just received if there is any you know beyond that. So whether whether or not that that registers for for for the rest of the board that's how my mind is working while we're all working together here. But again these are um great um you know suggestions that are being brought up and and I I do believe they're they're worthy of us having a a board retreat. This is a normal thing. We we don't have to do

157a board retreat once that it's kind of been once a year. >> Why didn't we do one? >> We just wait. It was just we didn't feel that you know >> working on policies and everything, >> right? We were working on a lot of I mean we let me tell you you guys came in and took a lot right away. So but uh but you know we were we weren't we were we were we have been I believe overall we have been working really well together as as a board in general. Um, but uh it's not a prerequisite you do it, but we we we had that, you know, when we sat down when you guys were first elected and I went over the procedures manuals with you and walk through it. That's what I'm

158talking about. So, if there was some things that you objected to in that review, that would that would merit us to get together because we have to agree on how we're going to move forward. But everybody seemed happy with the board procedures. you had gotten them before we reviewed them, had them after, and then we started working off of them and there was really no objection um you know until now. So, >> but it doesn't that information doesn't tell you about timing of uh questions or um you know, let's say that you want to debate in an informal meeting. There's very clear directions on debating in a regular schoolboard uh voting meeting. So what I would just ask is if because my mind does not work that way. My mind is I want to understand

159from the top to the very very bottom a as you're presenting this information so I can understand how things connect together and that way I'm comfortable with whatever decision I'm going to make and be able to explain it to anybody who is going to press me on it and I can defend my position. Right. So, um, you know, that's just my my difference. Like you said, I respect how you work. So, what I'm asking is if there's a situation where you're saying, "Hey, this is going to be meaty and I would prefer for us to let them present." Can we have that cue at the beginning? And then we open up that conversation and we cue. Let's have a conversation or cue. I just want to hear anybody's everybody's individual ideas to determine where we

160are before we open up kind of some um digging in deep to uncover what's going on with everybody's feelings on this particular topic. >> Yeah, it's just what I was saying there is not individually as how I would want to leave this room. It is how we're as a chair addressing the flow of the meeting. Um I believe that you can still achieve the same thing in the structure that I said you know you have clarification you write down on that's why we have these pads out to write down the notes so that we in the end we can remember to have that deeper dive with staff collectively because a lot of times a lot of the questions we answer will be answered as we go through. Um but that that that again like you

161just said it doesn't say that because that's not how we operated before either. The previous board we had the same similar structure. So that's why the retreat I think will answer a lot of these things and we can really sit down and hash out the details like we're talking about here. So I think that's where this best is going to be um solved and we at the end of the day we all sign on to it and say this is how we want to do it and that's it. >> I have one last comment for consideration. I understand what you're saying in terms of taking notes to do my homework. Right. No, what what uh what is not able to do what what we can only do in this setting is to understand each other

162and where we sit as a whole. The question she asks gives me intimation of what she's thinking, right? Um somebody's tone of voice. So um I would I I you know it also helps you determine the particular success of maybe a proposal that you might put out there by reading the conversation that happens. So uh you know my interpretation was an informational workshop is that it was open discourse collaboration debate so that we know where we all sit and when we get to the vote right we know how we got there right um and that to me is part of the huge benefit of having that more open conversation because I know I can go to these wonderful folks at any time but I can't >> okay >> hear you I I hear you and

163we do need to we need to wrap up here. But I just want to clarify what I said about the notes was not for you to go home and do your research. It was that they present we can ask for clarification and you write down your notes so that when we when they're done with their presentation, then you have your your points that you want to talk out as a as a as a I'm not saying write down and go home and figure it out. I want every board member to get all the information. My point with that is just, you know, just jot down, you know what? I I need to ask them this uh at at discussion time, right? Um that's what that's what's going to keep for not that you write this

164and and do it on your own time. I was not implying that at at all. I just want to make sure clarification. >> Okay. So, uh we'll have more discussion on this. Thanks for bringing it to the board's attention and and I'm sure we'll we'll figure a good action plan forward. So, much appreciated. >> All right. And um so we have closing comments. Mr. Ramirez, do you have have any closing comments? >> No. Thank you everybody. >> Anybody else? >> Um I just wanted to um let everybody know that I have another commitment this evening. So I'm going to be there for part of the school board meeting for the voting component. And um I apologize, but um I definitely will watch the um all of the recognitions and spotlights this uh evening when I'm

165done with that second portion of my commitment. Thank you for understanding. >> Very good. >> Good. All right. 10 more.