001Good morning. It is officially 9:30, so let's get rolling. It is Monday, June 16th. I'd like to call this uh board workshop to order. Uh please stand for a moment of silence followed by the pledge of allegiance. Thank you. 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. All right, Natalie, I don't think we got any public input cards so far. Is that correct? All right, so moving right into our topics today. Um, item 3.01, 01 the RSM audit update. Mr. Scott Warden, chairman. Um, I'll go ahead and ask them to come up and and speak. So, come on up. Team RSM. Hello. Good morning, everyone. Good morning. All right. Thank you for
002your time, everyone. Good morning. Good morning. We have on the screen here our internal audit summary. This is the monthly dashboard that we send out. We're going to walk through briefly just quick update, answer any questions you might have as to the status of our internal audit projects. Um, just want to remind you this is the monthly uh dashboard that we send out at the end of the month uh on Friday. So, the last Friday of each month, you should receive this. Um, if you have any questions, concerns, thoughts, feedback on this, please let us know. We want to make sure that it's as comprehensive as possible to give you all the information you need. Um, but if you don't have any questions up front, what I'll do is I'll have Ava walk us through
003each individual project and give you a quick status. Perfect. Okay. So, we are really excited because I think last time we were in front of you all um speaking, we were talking about the scope for each of these different engagements. So, obviously since then, we've gotten started and we're well under our way for the first two items on this list. So, instructional materials utilization. You'll notice on the last monthly dashboard that was sent out, um, we had a couple of next steps listed. Since then, some quick updates. We finished our on-site visits and we are working through our detailed testing right now. You also should have received an email with a link to the survey that we intend to send teachers upon their return back to school on August 4th. Um, that survey we've our
004team has developed. We've also gotten feedback from the instructional materials team to make sure we get their fingerprints on that as well. The goal with the survey, as you know, is to really get kind of that additional layer of perspective from as many different teachers as we can. Um, so we'll be sending that out on the teacher planning week. Once that starts on August 4th, give them probably a week or two to respond and then we'll start taking in those results and incorporating them into a draft report which will also include the rest of the results from our detailed testing and our walkthroughs and our entire audit procedures. So, if there are any questions or comments as you are reviewing that survey, please let us know. Um, we have some time before we're sending it
005out. Um, so if if there's any concerns related to that, you have our email addresses, so just reach out. I think I saw that survey come through our email this morning and I so I had a chance to kind of click quickly click uh to advance to page two I need to have answers on page one. Does it matter what I put in there? Just random answers. It's not going to like process that as data, right? Yep. Correct. Yeah. So, we know that anyone who's responding to the survey right now is just you all or the instructional materials team or us just looking it through the answers. So, we're going to be excluding those answers from the actual data analysis that's uh completed once the teachers respond. And and since I haven't gone to page
006two yet, uh maybe maybe this is there, but I'm wondering if um I noticed a lot of it was from the perspective of teachers and and their utilization of materials. Is there anything to capture the uh impressions or thoughts from the textbook managers at each of the sites as to have they uh do they have adequate storage or do they have too much on their plate and they can't balance this with the 700 other jobs they have or um do they have opportunities to go attend the trainings and things of the sort, you know, like um that particular Yep. facet their role. Yep. Absolutely. So, I think you'll see some of those data points in the probably the second page of the survey. Okay. Um, and a lot of that conversation is actually what we
007did on site. Um, I think it was two weeks ago. We met with textbook managers directly and asked them a lot of the questions that you just posed yourself. All right. Great. Um, so definitely want to make sure we're getting that perspective as well since they're one of the primary control owners in the textbook management and utilization process. Perfect. All right. For competitive procurement here again, we're working through our detailed testing. So, you'll notice um one of the last areas under key accomplishments was that we begun our detail testing and we had selected our samples. Um now, a couple weeks after this last dashboard was distributed, we've finished our preliminary review of those documents. Um we typically have a follow-up request list that's sent back to management with anything that uh any follow-up questions, maybe
008any documents we didn't see the first round and we just want to confirm they do or do not exist. So, that's kind of where we are right now. Um I imagine this is going to be the first report that you all see. Um we are working with the team to identify which board workshop date we can come and present once this report is kind of drafted and we've gone through the appropriate vetting channels with management. Okay. And then cyber security maturity assessment. Um this one you'll notice we had some notes here on um our intended kickoff day. I know there's been some turnover um from the management team. So, we're we're working around that. Want to be cognizant. There's always a ton that happens when there's changes in leadership. Um so, we're trying to not
009step on any toes during that transition process. We have identified a new date um in which we're going to get this ball kind of rolling again. Um that'll be the week of July 21st. In the meantime, um the management team does have a list of our requests and they're working on those requests now so that when July 21st does roll around, we're ready to go pretty quickly. Perfect. And I'll just add, I think due to some of those changes, the timing of this assessment is probably ideal so that whoever steps into that role has information to work off of as they begin their leadership role. Agreed. Any other questions? Nope. So I am curious about the time frame. I I guess I imagine this was a much shorter process than it than it is, but
010maybe some of these things are just more involved or you know, you mentioned uh leadership transitions and things of the sort. Um when when do you expect to have uh for instance like the instructional materials uh back? Uh I guess obviously it doesn't make any sense to send the survey out to teachers now when they're at home, you know, not checking their email. hopefully hopefully they're enjoying a nice summer, you know, but um we were we were almost anticipating we were going to have these results before April 1st, right? And obviously that is that is clearly not not realistic based on on the scope of the work or the timeline to make this effective. Um yep, what does that look like? So timelinewise, happy to go through details there. So for instructional materials utilization, you're
011right. Um we do want to make sure we're getting all of the answers or responses back from the teachers. If we send the survey now, there's a good chance we're going to get some responses, but it's probably not going to be representative because it's going to be teachers who are checking their emails during the summer. We want to make sure we're getting as many teachers as we can. Um, so that one, the goal is for us to really be done with all of our procedures before the survey is even sent out. That way, when we do send the survey, we can um give them a few weeks to respond, give us some time to analyze those results, and then plug it into the draft report. So, ideally, this is going to be if we send
012it out on August 4th and we give them a week or two to respond, we're looking at the end of August um as to when this would be sent in advance for a board workshop. Competitive procurement, like I mentioned, that'll be the first one that's coming up. Um we're really in the tail end of our procedures now. So, once we hear back on that follow-up list that I mentioned, it's really just a few weeks for us to prepare the draft report. That one, I believe, is going to be coming in July. date TBD working with the team now to figure that on out. Um but overall timeline wise um from the time we start there's kind of those three phases that planning walkthrough phases um which is really dependent on the team's availability to meet
013with us. I know for instruction materials especially the team has been amazing. We're meeting with them constantly um and having several different walkthroughs with it and then with the instruction materials department. So there's a lot of different layers to that and then fieldwork. If there's on-site procedures, then we want to make sure we're scheduling that at the right time. And then our uh remote procedures as well, that'll take a few weeks and then reporting the last phase. Also want to make sure that um goes through the different channels. So kind of a phased approach there, but the timeline wise, we're looking at late August and then July for the second one. And then on cyber security, I know you mentioned you're going to regroup in late July. What do you think the time frame is
014after that to complete that audit of the three? Yep. typically takes I think between four and six weeks. So July 21 to 4 to 6 weeks after that is when we're wrapping up. Um but I think we'll have more specifics once July 21st rolls around and we do or do not have all the data that we need. Perfect. And I'll I'll just add, you know, for competitive procurement, for example, we we didn't kick actually kick that project off until April. So, we're I would probably say if if we can get through vetting and and get into the time frame that she just spoke to, we're probably a little ahead of our normal time frame on competitive procurement, turning it around. Um, instructional materials, there's different things that impact our audit timelines. And, you know, with
015with enough lead time and on the front end, we can usually account for those things, but when we're visiting multiple schools, five schools towards the back end of the school year, the priority is getting the the students prepared for testing rates, not having auditors on site. So, we're trying to be very cognizant of those time frames. So, that threw it off a little bit. Um, but again, the goal is to have everything wrapped up by August. That's our time frame. Yeah, I've been um just intrigued at how many curve balls you get in terms of the timelines and in processing that in instructional materials audit. And certainly, it took us a a few minutes to figure out what we're even trying to trying to get to, what sort of conclusions or information that we're asking
016about. Um, with that, one of the things that I did ask about, I think a few months ago, was um about the the digital side and that licensing component. And maybe one of the gifts that goes along with this extended timeline is that now I would have never expected you to still be around in August, but maybe in August is another component of that digital piece. What does the um the roll out of that look like? And how quickly do people get access to those licenses? I for whatever reason it seems like there's always a a little bit of a delay in and making those go at the beginning of the year. I I don't know. I don't know why. I don't know what but if that's a publisher thing or an IT thing or
017a just trying to figure out where kids are thing, but it's a good point. Yep. Definitely meeting with those teams now. I think we we met with the IT team two weeks ago maybe. So, still sorting all of that out. Um too early to say either way what type of conclusions we may be seeing. Um because I want to make sure that's kind of any conclusions we do have are properly vetted. So I don't want to say anything here, but um definitely chasing down those types of leads. Yeah, I was really hoping for like a trailer to come. Okay, I understand. I see LCA here. Did you Did you interview them or speak to them at all? I'm sorry. LCA. No, teachers union. Oh, no. No, we have not spoken with them. Do you intend
018to? We certainly can. Okay. Okay, they're in the room. So, y'all can set up an appointment. I would encourage that. Okay. Okay. Thank you. That's all I have. Sounds like we'll be speaking soon. Any other questions, comments, concerns on the ongoing internal audit activities? Not for me. Yep. Okay. Well, thank you so much. Thank you. Thank you both. Appreciate it very much. Of course. Right. Next up on the agenda is item 302, the 2025 2026 district staffing plan. Looks like Mr. Zamora and Mr. Farnsworth kick it off. Good morning. Good morning. Good morning, sir. All right. Uh well, it's a it's a pleasure to be here. Greetings to the board, superintendent. Um, as we come to you guys with our, uh, workshop draft of the 2526 district level staffing plan, um, which will be coming
019to our next regular scheduled schoolboard meeting for approval for the final. Excuse me, Mr. Parnsworth. Just one second. Do we have any sense about where we are with money at this point? I know because they both relate to each other. Good question. So, late Friday night, they sent us the uh conference report and some uh appropriations language. Obviously, there's a lot of change in appropriation language because they made some massive changes to some things. Um so, our funding is um I'm I'm going through it all right now. Obviously, there's a lot there. So, um we'll have a better idea. We know that we got a slight increase and we've got a lot of changes in language. So, we'll we'll weigh that out. Did they pull the scholarships out of the FBI? They did. No, sorry.
020They did not. They pulled all of the safety language on scholarships. They they killed all that. So, most of that's going to be the same. Okay. All right. Thank you. You're welcome. Building off that real quick, um, at FSBA on Friday, they did their end of session, not really end of session report because session's obviously not over yet. And the number that they shared was a BSA increase of $143 or just slightly less than 2%. Probably with some stuff thrown in there. Okay. Okay. Okay. So, is that that may have been total FFP increase, but BSA was not that much. Okay. Well, that was the number that they put on the screen, but I know you would certainly know better than them at this point how they move money around. Um, one highlight for Lake
021County though is is the $4.9 million was in the appropriation language. And of course, none of that's been voted on yet, so it could be vetoed line item, but um for for Lake Tech, they did get their 4.9 million, so that's a good thing for us. Awesome. Thank you. Tech for Lincoln Park. Lincoln Park. Lake Tech for Lincoln Park. Yeah. Great. We didn't care about there at Lincoln Park. Okay. Go ahead. I'm sorry. No, but that that those questions were kind of the guiding spirit of how we've arrived at today's presentation. Um, a lot a lot of tremendous effort was put in across all the district departments. Um, resulting in some pretty generous savings to the general fund. Um, also there's been a priority placed on shifting some of the financial burden off the general
022fund when possible to other uh other sources of of revenue or grant funding whenever possible. And you know, we're also continuing to take a hard look at our non-people changes uh such as contracts and other resources. And you know, we'll we'll continue down that path as we we go through the year and move forward just in a real frugal mindset. Um we also had, you know, some things that come down the pipe through legislation like unfunded mandates and you'll hear some of that um as Mr. Zamora gets to his section. He'll provide a reminder on that. Um but overall the you know the goal from the district standpoint was to make sure that you know we're adjusting our staffing in similar fashion um to to make sure that you know we're sharing that burden in
023comparison to any staffing adjustments that we've made at the schools. Um I believe we've been successful in that effort. Um and but as you're aware we've got to keep a conservative mindset when it comes to dollars moving forward. And um you know I'm hopeful that you know everybody's in that right frame of mind to take advantage of any potential saving savings as they arise um as you know we just continue and and try to function the best we can as a school district when we know we're not going to compromise on the services that we're providing to our families and kids. Um so we'll start with the first slide. Um okay. So uh we start with the superintendent section. Um you know based on she was able through attrition um a retirement to sacrifice a
024senior executive assistant and we'll talk more about that as we get to to my department and um and how those duties are going to be absorbed and and shared. Um in safety and security we had a few changes there. Uh they were able to cut one position through attrition. Um but also another program specialist position was deleted but and a manager spot in term was created but this was because we have to have necessary credentials um such as guardian um training and things like that. And we know that you know on an instructional contract you can't be a guardian and those types of things. So, uh, that that was one of those changes. And then you see the additional guardian. One is for the new Minnola Horizons Academy as they come on board. And then
025the other is for a charter school who's contracting with us um for guardian um and that that'll build back so that doesn't impact us. Um, and then you see the net. Um so on each slide just like usual you'll see how it impacts the general fund and then you'll see other funding sources uh as we go through the presentation and then as our last slide as usual we kind of wrap it up with the totals. Any questions on this slide? So the charter's going to we're going to we're going to recoup that. We're going to build that back. We're going to get correct. So so it's not really costing us 96,000. Right. So we're going to get some of that reimbured. Correct. That is correct. So it's really like half that is our is our
026net impact. Okay. Okay. So uh moving into some my departments uh the first change that you see um is the upgrade of the administrative assistant to the senior executive assistant. um that position is absorbing um the duties that came out of the superintendent slide that you saw prior based on the the attrition of the retirement there. Um then in facilities, we had a director of facilities on the books. Uh we're deleting that position and you'll see through mine that this is one of those funds where it's labeled as capital fund transfer. That means those are burdens taken off of the general fund and that uh can be transferred out of the capital fund and that that's not taken lightly because we know we have you know capital budgeting and things we go through like our
027five-year plan and all the different maintenance needs of the district. Um but Mr. Ward helps us go through those fine tooth and make sure um you know we're managing those funds also. Um, so with that director of facilities position, you know, that's something we'll keep an eye on, right? As our our growth is gone from a rapid growth to kind of a weird, not necessarily decline, but we're kind of plateaued at the moment and as you know, we move from building schools to probably renovating schools a lot. Um, so some of those challenges will change, but the hope is that we're going to continue to develop talent in house. And I've got people that are, you know, really stretching themselves and trying to improve on their certifications and and their skills. So, if it does
028come time to revisit this position again, that will we'll have some some True Lake County blood in there that's familiar with all our facilities and we'll be able to do some great things um when it becomes necessary. Uh then the grounds worker two um they were able to uh we were able to eliminate one grounds worker two position. Those are our basic entry level grounds worker positions. As you move up through our grounds worker ranks, that's when it starts being required to actually be able to do some things a little beyond just some mowing and weeding, right? That's whenever you got to be able to spray for pests, which takes certifications. You got to have CDLs. You got to have all these different things that comes along with you got to be certified to spray
029for weeds. It's It gets a little more in depth than what people think. Um, so but we've still got a good grounds crew out there working and that's one of our entry level ones that was spent. Okay, any questions on those? Okay, so the maintenance department, you know, this is uh this is another area where you see a lot of those transfers occur, but a lot of these are some of our couple of them are the some entry level positions um or a few of them, but then just a couple of our skilled um trades there. Um we've made some leaps and bounds in being able to hire folks. uh you know a few years ago we were able you know we you guys approved for us to have some allocations to really try and
030pick up on some of those trades pieces and through you know negotiations and being able to do things and improve some of the the the salary scales that Mr. more has poured over through the years. Um, we've been able to actually hire plumbers and electricians and HVAC. So, we're doing good in those. So, we've just trimmed off a few that were there. But, you know, you're still looking at, you know, a dozen electricians, a dozen plumbers and and taking care of that north and south region um pretty equitably and and meeting demands there. Um the one the one addition you'll see here is a maintenance support specialist. And basically the the improvements that we've made I feel like in operations across the board have been in couple different areas. One is just getting well organized
031and and the other is improving communication. So, a as we continue to really focus in and drill on on how we're managing the whole operations side of the house, this position is going to allow us to, you know, watch our contracts a little closer, work with vendors directly to make sure that that we're holding each other accountable for what we should be doing and not doing. Um, that leaison to the procurement department and just really watching that paperwork side of the house. um and and you know dotting our eyes and crossing our tees. So that's where that addition comes from. So look looking at that page I see a lot of maintenance positions deleted. Is it because we don't have that much work or maintenance to be done or are these people expect so so
032that that's that's my wondering right cuz I know I know we've got a million square feet plus right so like there's a lot of work to be done how how does this um ensure that we don't end up with a situation where things are getting kicked down the road and or work isn't getting done or doesn't provide a create a undue burden on the people who are still here. That's an excellent question. So there there's things coming to uh meetings um to come uh that that will kind of lean into this, but we we've really done a good job of staying on top of our work orders and we're continuing to get better and better on closing those out. And I feel like when you look at our maintenance department as a whole, this looks
033like a lot, you know, when you look at, you know, the five positions there, but when you look at as a whole, we do employ a tremendous maintenance workforce. So it's really just making sure that when when we have the skilled people to actually do the job. So sometimes we have to contract things out. So that's what we're really dialing in and saying, "Okay, we can't let this hang hoping that our guys can get to it who might not be able to handle that job anyway." And okay, we need to contract that out. We don't need to sit on it and let it and let it go forever. So, it's striking that balance of okay, these are things we can handle in-house and staffing appropriately for that, but also where can we make some savings
034and contract some of the work out because it's a little bit higher level. So, you know, moving forward, what we'll be looking at for the maintenance, and I'll be bringing to you guys in the future, is we're doing a big capital uh uh we're doing a big capital planning process to where we can plan for the future and actually get a road map to what we're doing because right now it's um it just needs to be way more organized and move beyond an Excel spreadsheet. um we need to actually do some long-term capital planning processes. Um so we've got um my hope is that we're going to bring in a third party to assist us and assessing every major piece of capital equipment um in the district. Um so there there'll be more to come
035on that, but it's uh I'm I'm very excited as well as Mr. Wingo and and the rest of my crew on on how we're going to approach maintenance with a fresh mindset and that will last way beyond anyone that's sitting in this room. So we we quit running things to failure and and we start scheduling things to make sense because that's what's going to save us dollars in the long run. And that helped me too. I saw Mr. Matias telling you it was 112 positions. I think it's 108 now. Yeah. That was helpful to see. It gives a better picture. It does. Mhm. And and they work their tails off. They they've done a great job this year and um and we're just going to continue to get better in those departments. Is our um
036is our software um provides some sort of easy reporting on length of time to complete a work order? Look at that. We brought on a FMX was the new software that we brought on um for work order system and we uh actually attended a conference with Mr. Wingo. We're trying to make sure that we're just getting on the front end of that. But yes, it does. Um, it shows in progress from the time a work order comes in to it's in progress to here's perhaps a a pending delay with notes in from the text on what the delay is, whether it's a manufacturing issue, a parts issue, whatever the case may be, and then it and then all the way to closing out and reconciling um and tracking the parts behind it. So yeah, it
037it does all of those things. We're learning to use that tool better and better. So then then you'll be able to just continue tracking into next year to see if the timeline changes and how to how to adapt for that if your contracting or reduction staff made any impact. Yeah. But okay. Yeah, I do get comfort knowing there were so many positions to begin with. But but still part of me says, well gosh, there were so many positions and I hear all the time of well this took a while to complete or this took a while to complete because I know that these people have a lot to maintain. You know, it's a big job. Yeah. And then and the one thing I moving over this side of the house a little more, the one
038thing I underestimate is how long it does take to get some things done. It's um you know, whether you're waiting on an engineer or an architect or or codes or whatever the case may be, it it takes a little while. But but what I want to be able to do is I get that phone call, provide the rationale, you know, lickety split. this is why this is taking this long or this is why we were able to get it done so fast. I'll talk about my people all day long. So, um All right. So, uh you might be up. All right. We're going to hand it over to Mr. Zamore. I'm the lucky one that only has one slide. So, I'll keep it short and brief. In my department, I took the opportunity to do
039some restructuring in lie of the upcoming unfunded mandate that we have with fingerprints. So, in looking at that, we were a department that had two recruiters. So, we deleted the non-instructional recruitment partner and basically updated the instructional recruitment partner to become the one recruitment partner for the district. And then we looked at the legal records assistant who handled budget and public records request for the district and deleted that assignment because I reassign the budget duties to my administrative assistant. And the public records piece was created under a new job description which is the employment screening and public records specialist. I'm going to have two of those. Basically, they're going to handle all everything new because the fingerprint clerk position that I had and that job description was very old and we needed to redo that
040job description based on the new requirements and go ahead and added the public records piece to it. So, they'll handle both pieces as for the district. So, that basically entailed having that credit to the general fund. Um, when it comes to fingerprints, be aware that the new mandate, we are pretty much almost finalized with what we're going to start the communication that's going to start with all employees as far as fingerprints are concerned and we're going to start that process. And that's probably going to be a projected cost over the next two years of about half a million dollars in in all honesty. It's just that's what it would take to fingerprint 5,500 employees pretty much. We're going to take it in phases. The ones that are in the ones that are have the oldest
041fingerprints on on record are the ones that are going to be fingerprint first and so on and so forth. It's going to be by by faces, but I needed to make you aware that that's coming and that's why we have two. One of them will probably have some time that it will be we'll be sending that one fingerprint clicker with a portable machine to different sites to start fingerprinting employees. Like for example, I'll go to the bus bus bus lot one day and make sure I get all my bus drivers and I may do that on all bus lots. So just to give you an idea of what's going to happen, we did not start sooner because as soon as it started, every district started just what we thought would happen was a lot of
042districts started experiencing many different issues with fingerprints. So they finally come around and iron those out so that we we feel safe that we can start. So, um, that's where we are at this time. You have any questions? I was just curious, you have a, um, you deleted the non-instructional recruitment partner, which was a whole position that work and pushed it into the instructional recruitment position, which was also another position. Correct. I know you combined an administrative assistant. It was an administrative assistant that was moved to a senior executive assistant. Correct. if there was a pay increase in that position. This was not yours, but I'm just making the case that you're putting two positions together for one person to do. Okay. In my case, in your department, the recruiter is doing non-instructional instruction. Correct.
043With no primary duties of recruiting, we're instructional. We included the non-instructional in the last year or so to try help with non-instructional recruitment. That hasn't been the greatest load. It's always been teachers. So we focus all our recruitment partnership on instruction. If we need non-instructional recruitment, that person can also handle that as previously done in the past. Well, and if you recall, the non-instructional recruitment partner came along through ESRE dollars to begin with, right? And then we had we needed to wear as we sunset our ESR dollars last year, we needed felt like we wanted to hold on to the non-instructional recruitment partner partner for one more year. um as I transitioned over and we were able to fill some spots and we we made a lot of headway in the areas of especially with
044um our TAs um and some things we we've done well with them. Our bus drivers also we're starting the year in a little better shape every year and improving. So I don't think we'll see that a tremendous drop off. And what's funny is I guess it's so many people are still in the system. We've all moved up a little bit or moved over a little bit, but it's recruitment was our life for so long that I think we can continue to maintain those duties and and support the person who's focusing primarily on instructional um moving forward. Okay. So, we're going to So, so fingerprinting is going to be a lot more work, correct? And we're reducing that position. We're taking one of those away. Okay. the person that was in the fingerprint clerk position and
045took another assignment in another department. So, that was my opportunity to redo that job description and I'm adding two, not one. You're adding two. Okay. That fingerprint. So, the finger fingerprinting will fall under the employment screening and public record. That's what it is. I I changed the title and I increased it by one. Just for my edification, what was the change? Because it seems like once you get through the 5200 employees or 5,300 employees, how often do you have to do that? The fingerprints. Yes. Every f um every five years. Was it always five years? It was always just they change clearing house. Oh. Now the agency of healthcare administration is the one managing the fingerprints. They're the ones they're the ones deciding employment at every school district. So before it was FDLE. Okay. But
046if someone was fingerprinted a year ago because you changed because they changed institutions, we have to re fingerprint them by state statute. Yes, that's at our cost. That's very special. You are correct. Very special. Correct. Okay. Yes. All right. Excuse me. I have one more question. Yeah. So, if you have to do it every five years and we have a push to do every employee right now, does that mean that every five years you're going to be in crisis or are you going to do some at four and three as as you would? just the it's just the initial screening has to go to the new screening because we have to take a picture of every employee as part of the new requirement and then after 5 years we do res we resubmit and we
047just tell the clearing house they're still an employee of ours. We don't have to go ahead and refing them. It's just the initial one getting them in. Got you. Okay. And and long run the everybody that's an educator, they'll be able to come into our district. we can just look up whether they've been oa somewhere else and then we they're they're right in. So long run it we'll get there. Correct. But it's going to be a little while. Five years from now when a teacher transfers to another district, we don't need to fingerprint. They don't have that cost. We just look them up on the database and tell the database they're employed now in Lake County Schools and there's no cost. Okay, cool. All right, there's light. It's a long tunnel. All right, we're going
048to welcome another guest. I want to welcome another guest which would be Mr. Felner. You can go over here if you want. I have six through 13. Did you want to hire? You sure you don't want to sit? Yeah, it's all right. You guys might need to help with some of the questions. Well, good morning. Right. Teaching and learning. And I know you want to get to the end, Mr. Msai. We're going to get there. Thank you. Right. I know you want that bottom line. Um but on slide six, you'll see um in our assessment accountability that was um a person who withdrew a resignation. Um and I want to just preface that I'm very proud of the team that we have in teaching, learning and leadership that um took really kind of overall everybody
049Mr. Farnsworth said it from the beginning that everybody took this seriously and said where can we give um and what can we look at? So although these positions are still needed um others are now picking up kind of whatever's been left over and that is happening with that first allocation um that first position and then college and career readiness. You're going to see that we've uh eliminated an admin coordinator. Um and it looks like we've added an executive director which you all notice that we deleted it out of the general fund and is now just provided with a different funding source in that dual enrollment section. And then the other addition is also from all the other deletions. Um so you see that cost savings in red. Any questions about that first slide? Yes. All
050right. Slide seven. uh choice alt ed um you're going to kind of see the same thing. We've um eliminated the jail position that we've had. We've kind of funded that through through several districts and counties and I know the superintendent maybe had worked with the sheriff's department on that position as well um to see what that looks like in the future but it was paid out of SAI. Um and then you're going to see the other cost savings that we have um and then just the ELC addition. I'm sorry. So we're not going to have that position or is funded a different way? We've eliminated the position right now, but we're working with the sheriff's department. What would that look like? So, we might have to just be a person that would do like home
051home instruction that they would go out, but we will not hire a full-time position for it. Those students will still be served in a different capacity because we're required to serve them, right? Yes, we're we're required to provide ESC services and um but we are not required to provide the instruction, but we're doing that right now through um um virtual. an an online system that's providing that service. They also have a liaison on the jail's end that will provide the day-to-day support and services. So, we're working on the agreement right now. Mr. Cole is working with us on getting a new agreement in place. I've met with the major spoken with the major who's over that program as well as the sheriff. So, we're working together on that. Do how many students are we serving
052right now that way? Four. Four. Does anybody track I can't imagine they'll be that gung-ho to go virtual. Are they are we seeing Is there progress monitoring on the part of those kids? Yes. Yes. Yes. The virtual instruction is a little different. We actually pay for additional services through Ingenuity that they're actually getting a live instruction. So it's not that they're just sitting on a computer. There's a live teacher that we pay about $8,000 for to provide that additional service for those students. That's good. So, is this the loss of a person or just the position? That's a loss of a person. That person just shifted to a different position. So, they weren't really lost. They just got right. A different role. They're just confused. Okay. Well, and we found a great landing spot for
053them that will service well. Yes. Dr. Luke, on the slide before that, you kind of went fast through the program specialist with Kate. You increased the program specialist overall, right? So that but just by one. So it went from Kate to just a program specialist position. It wasn't a designation. I don't know what page is on. Page 107 on the big packet is one the one where the one I'm looking at where I was trying to make sense of that where you have two program specialist tape that were deleted. And I see both of those deleted and then I see an increase in a program specialist position. Just one though, but then that's where that um manager came in because you also deleted the AP program specialist position. So there are three programs specialist positions
054that were deleted. One was added and a regular program specialist position it looks like and then there was a manager position added. So is the manager position maybe assuming some of the responsibilities of the two program specialist positions that were eliminated to a certain degree. Yes. But that is going to be also a new position that we don't have a person in that will do a lot of I know Francis tried to help me out with that earlier today. Um it will be a lot of the data entry things that we need during survey four and survey 5. some of that summer calculations that we don't really have a person for right now. Okay, what page are you on? It was page one of seven on this document on the college and career readiness section
055on the bottom. Okay. Thank you, Dr. Luke. I can I can add to that on one of those positions, one of the program specials at retirement. Okay. Okay. Okay. Thank you. Okay. So, I'm going to go to slide eight, school improvement. So, I know this seems large with the five program specialists. We had several of those have been non-filled. Um, two of them we've just kind of carried for that that program for a long time that now we've eliminated. Um, and then the other the two that we've added as managers, we traded in a third program specialist that was unfilled to actually sustain that increase in in salary. So, it still was a cost savings, but that call that comes really out of all SAI or title 4. So, not really a savings to the
056general funding. Any questions with slide seven? So, three were vacant, the other two transitioned into these roles. Got it. Right. Two we've always had on the books depending on how many schools that we had in status. Um and we've been pretty fortunate. So those were just really on hold. Um but we've had that third one we've posted several times looking for that third edition. Um because some of the work or a lot of the work happens uh 12 months out of the year. We've asked these two pro program specialists to work a lot during the summer. Um, so in in that transition now, uh, going to the 247 helps us because they're doing the work already during the summer. Got it. I know we're hoping for great things with grades, but will these people now
057being reduced to just two people? Will they be able to handle the outcome? That's a great question. Right. Uh, we're anticipating that to be the case just because now they they're more skilled. We've had years of training and service. So um I know Miss Dylan makes believes that to be the case. Okay. Um but that is always something we need to look at, you know, on a regular basis. All right. Moving into curriculum instruction and assessment. Um you'll notice that one uh manager of special projects, the three program specialists, and the one secretary. Is that secretary the same position that's supposed to cover the front desk of the Yes. So what is the plan to to cover that desk? I might have to look Charlene. Um two of the other two of the other secretaries
058are splitting that responsibility. So two of those other secretaries are splitting that responsibility. Okay. I just want to put on record. Hopefully that should be a more reliable method. I know a lot of people are pulled away often from their from their other jobs or tasks and and hopefully this will allow them I guess to remain committed to that work, right? But I know that that's been a challenge there, right? And I think that's something that we also kind of talked with HR if there was any employment or employee that needed to be shifted or moved um we would always accept that person for help to help man that front office. And those three program specialists there were those filled or those transition to school sites? Do you know? Most of those uh transition to
059school sites. Okay. I would say all three of them transition to school sites. You have a question? Nope. I have a comment. De's advocate. Usually those people that are needing a place to land are people that have somehow made the news or gotten themselves in trouble. I have a little bit of concern about them being the face of the district at the front desk. I maybe on that right I hear you and noted right. Yes. I know that's okay. I did not do that. Yeah, exceptional student education. Um, again, that's a little bit of just so you can see the four teachers from DA DH. Um, we really eliminated one um but then added the three back out of a different funding source. So, that's just to collect um the way that that looks. And
060you guys are studying and looking. So instead of just going line by line, I think you can see if you have any questions over that. Slide 11 is federal programs and that was just the elimination of the family school liaison. And slide 12 represents uh the three regions. Um a program specialist was um eliminated from each of the regions. And then also in addition out of title one funding, we were able to split some funding out of another program specialist to uh lessen the burden on the general fund. Is the plan for the DHH teachers for the exceptional student education. Are we going to look at we talked a little bit about that and Mr. Stein and I have about um contracting out as well because I know I see four and we went to
061three. Yeah, the teachers those are um students that get more instruction. It's not the interpretation. Um so that's we need more interpreters than the actual instruction. Okay. They're different sides. Yeah. But we're contracted. Gotcha. We're contract. I saw the DHH and the bells went off. Thank you. Any questions on the regional regions one, two, or three? Slide 13, student services. Excuse me. I have a question just hearing that about the interpreter. So is there a program where that that student who has an interpreter eventually is um can function with English? Some students um do these are hard of hearing dh language interpreters. They're sign language interpreters. Okay, never mind. They're sign language. It's better. So we can have an aid instead of a interpreter. Yeah. Okay. Well, that's good. Good answer, too. Yeah. And you're
062going to notice um if you're on the student service slide, you're going to see a lot of that is millillage or um some of the general funding. And I did want to just mention that really out of the teaching, learning, and leadership, we they there's um really an $8 million impact that actually comes out of just general funding from that. Um and then just in that total uh savings you're going to see it's about 1.5 million that was reduced from that 8 million. So we do have a lot of um opportunity to use different funding of our title 2 title 4 SAI IDA um because that that budget's a little bit larger but knowing the impact of the general fund we tried to move as as many things out as we could at this moment.
063Thank you. So, do we really lose four psychologists? Oh, so there's no one in them. Yes. Yeah. But we don't need them to be able to properly staff k get kids tested and staffed. Yes, we do. Yeah, we do need them. Um, we haven't been able to fill or fully staffed that allocation since I've been in administration. So, um, we're very lucky. We have 20 this year. This is the most we've ever had. I I understand you have a hard time finding them, but my concern is if you find them now, you won't be able to hire them. Correct. If one magically appears, then you'll have no funding to hire. That is correct. So, we we haven't really been This isn't really a savings because we haven't had this position filled anyway. We haven't we've
064been budgeting the We've been buding, right? But then at some point through we we figured this whole salary lapse thing, right? That we and then at some point that money still exists at the end because we haven't paid it. Correct. And so was there any consideration given to leaving at least one of those positions since they're obviously needed and the reason we haven't filled it is because we don't have a candidate. I mean I just So the conversation that Dr. Landry and I had along that same thought process was that we would go with this. We've been doing the work with the 20 and our couple of interns for several years. If we get in a position where we have someone who is available and and interested in the position and accepts has a position,
065then we would come back to Mr. Felner to talk about the addition of adding on. But for the moment, we've been doing it with the 20 and the couple of interns. We increased the interns last year. um to kind of help offset that because interns we have had those that we would address that as needed and potentially come back to ask for a position. But we're going to maintain status quo the 20 that we had um for this year to see how that goes. If we get to a point where we need more, we would come back to the board with the request to add an additional school psychologist. So, so is the millillage fund feeling a bit strained or more things coming to millillage that um uh that that is causing us to have
066to reduce this? We're watching that, right? But but is it strained or is more are more things coming to millillage to offset this 313,000 departure? Remember, mill is one of the ones that goes up with property values. It's not it's not reduced by the state formula. So we do see more increase in that than we do like the PSA. So we've got some increased funds, but we we do watch that as we put the positions in to make sure. So but with the increased funds, my wondering is why we need to why we need to cut these positions if because what we do is we find other general fund positions that will fit in the mill pocket and budget throughout the year. So, if we free up some funding, we will find other general fund
067positions. Well, that was my question. The biggest the biggest cost every year is our law enforcement contracts. Those go up every year. And so, we we we do need some um savings in there so that we can cover the increased costs. Okay. for just one second because I don't think Have we seen a decline of students needing needing um mental health services? Dr. Landry, have we seen Have we seen a decline in our students needing mental health services? No, sir. I I'm inclined to go along with you and keep the slot so you don't have to come and the money's already there. You just keep one. Sir, well, my concern is if we take all four away, I understand you're coming back asking for a position, but if you don't have a position, you're not
068going to advertise. So, how is anyone going to know to apply? So, we want to freeze it. That would be my recommendation. I just know what a tremendous problem it is when kids can't get properly evaluated and get put into program. That's that's my concern. Great. Well, isn't this an area too that we contract for div deficiencies as much as possible? So, it's not that kids aren't getting seen. I mean, ideally, we've got them on staff and I'm with you. I'd like to find four more as well, but I just want to make sure for the record, kids are still getting seen as much as we can. You just approved the contract last meeting um for all those contracted services. So we So do we contract psychological services um if when we need to? Yes
069ma'am. So you could cut them and the kids are still being served. Well 100% kids were being served. Yes sir. And I'm not sure how that contracted thing works. We need to answer but um what I've understood is I'd always needed position in order to contract for our services. So that money would come from somewhere. It would come out of your salary. We move the budget out of salary and professional services and then if they find somebody, we'll move the money back. But if we don't have the allocation, do wouldn't we still need the allocation? Yes. Is is there a likelihood of turnover in that position where there'll be a vacancy at some point regardless, you think? Um I'm sorry. Did you guys Is are any of the 20 close to retirement or a vacancy
070or stay long until they retire? And I um I don't have anybody up retirement the next couple of years. Perfect. I So would it be your recommendation for us to actually eliminate three, add one back that just to hold in or hold two? I' I'd hold two positions. I don't know what the number is, but I feel like there should be something held so that way we that that's a placeholder for people who who may show up and want to have that job or to be able to be have that funding available for contracted services. That's right. It goes either way, right? If you freeze it, it's going to go to contract. And just for clarity, if if their contracted services is higher than the salary, we still continue contract. Right. Right. Right. Right. We
071don't cut them off and say, you know, we do the same thing with ESC because the contracted services are more expensive. At some point in time, we just increase the price. Yes, sir. Thank you. Mrs. Cunningham, what do you want to do? I would say to hold at least one. I'm going to can always come back for the other one. Dr. Le, what do you think? I think I think one I I heard you say that you could come back and ask for another one if then he was there. So, I think I'm comfortable especially hearing him say we needed the position for contracted services. So, all right. So, one one. Yes, sir. One. Okay. Okay. Okay. Thank you. All right. And that's May 6 through 13. Any other questions we can handle at the
072end? I'll turn it back over to Mr. Farnsworth. [Music] I'm back. Uh, so, as I've become more uh intimately involved with it over the past few weeks, it's been exciting. Um we've got some really great people um through some changes as Mr. Week uh departs for another district. Um basically what you see there, right, we will miss him. But uh but the great thing is is he's he's got some really talented people um that have been operating um in in his or that are really great and they're stepping up. And what you see is our admin coordinators. Um we are increasing their positions. Um two of the admin coordinators will become executive directors and then the other admin coordinator will be elevated to supervisor. Um and we'll continue to function well. I'm excited about that
073department. Um and then lastly you see uh the manager of FEMA management. That was through attrition. We eliminated that position but we've come back. We're adding the manager of IT, construction, logistics. Um, I think honestly they they did a good job. They've done a good job of managing all of the demands that come along with the renovations and construction that we do. But holy cow, what what a lot, you know, to set up those networks to to make sure all the fiber is where it's supposed to be, to make sure that, you know, those construction managers and companies understand the demands and needs of our system. Um, so I I think that's a a very um well-designed position that's going to be necessary for us moving forward to help, but it just needs to be
074designated that way. So, and then we move over to our summary slide. Um so, you you see how this is separated um from left to right and up and down. Um, so general fund overall, uh, you're looking at approximately $2 million, um, that we're looking to save from the general fund or we're or put in other areas. And then when you take into account all the other funding sources, we're right at 2.75 million um, district across the district level. So, a lot of uh blood, sweat, and tears went into that work across every single department and just looking where we can tighten the belt, where we can share responsibilities and like we do do more with, you know, what the what the state provides for us, which is sometimes less, but we've got a great
075team to pull that off. So now it it will be questioned but I'll leave this slide up. What page is the it on? Sorry it um on the big document. Page three. Page three. Sorry. Page four. This is my first presentation where page four. I can officially say I brought glasses. Yeah. I can't do that. watching the age before your eyes. I'm notate that for next year. I imagine this was this was certainly not a not an easy process when you talk about the blood, sweat, and tears. I imagine maybe there were some tears in here especially. Uh I guess I mean it's it's hard when people are impacted. You know, we we see positions on paper, but there are people in those positions doing different things and and finding new homes and roles for
076them. um sometimes I I imagine doesn't doesn't come super easy. Uh so just acknowledgement of the hard work that goes into that and tough decisions to be made there, you know, and when we see all the savings here at the end, it looks like our budget suddenly is is fixed. But we know that, you know, this is it doesn't mean we have another $3 million to spend. I guess, you know, we're just still just trying to to get ourselves back to a a balance from what the state has what they're dealing us and um boy, that's a challenge. And so is there's um the allocations formula or document or something or your schools the school side of things still to come to us so we can see how how any sort of adjustments. I think
077that flushes out more in the overall budget process as we go forward cuz maybe the formula doesn't change, but we talk about how classes are going to be a little bit larger in size, right? So obviously there's a reduction in allocations even though the formula doesn't change. So, I'm I'm wondering just what what does that summary look like and how do we how do we see that because you know by policy there's not a change but clearly there's a change when you have got to increase class sizes or things of the sort and I'm just wondering you know to understand the the impact of that in in schools and what that's going to look like and what sort of savings that produces as well to help us kind of get on a track to survive
078what we're what we're being handed I don't that answer is right now. I don't I don't have that just to be clear. I'm just I'm just wondering, you know, at some point, do we get that summary and what what does that look like, you know, to see the full picture because this is this is part of it, you know, but we're still talking we have 3,000 other employees in instructional positions and their workload is going to be impacted as well. And I just want to have an understanding of what that looks like. Very correct. and and and it it was the it was the the priority of of superintendent that the district department step up and if we're if we're going to be making staffing adjustments at the schools, we need to be making them
079at the district level also. So, may I ask another question? Is that okay? Absolutely. So, in the student services section, we will increase where it says the decrease of psychi psychologist from four to three. I noticed that the interns also went down in allocation and you had spoken about interns being a resource that you were using and that they're coming out of the general fund. Is there a reason that the interns have to come out of the general fund? They they have so we didn't make a change to that funding source. Okay. Again, we know village with all the salary increases that happen annually. Sure. Sheriff's office and stuff like that. So, interns have always come out of general, they weren't moved whenever millage was opened as a funding source. Um, so we didn't move
080them this time. Okay. Typically, we have two interns. Last year, we got three for four. Three is like a a good medium spot. And we only have three interns right now. We only had four last year out of a very unique circumstance. three actually gives us that kind of extra cushion. Okay. Um that we typically didn't have when we had just two interns. Okay. It seemed relevant to the conversation we were having when you said that they were filling in that we were decreasing them as well. So Okay. I was just curious. Thank you. Is there reasons that I don't see any of our it is coming out of our safety security um millillage. Is there typically the uh the ones that would qualify they're they're coming out of Gapo outlet. on those that are
081dealing with our security cameras that they're dealing with their infrastructure. Um, we can reimburse that. That's capital fund transfer over to it. So part of their part of this count on it is be is coming from that building. But should we not show that so we know what the impact is on capital? I Yeah, I tried to catch all those I could but I didn't. So yeah, I'm I mean is it relevant? Seems like it is to me. I guess it is. Yeah. Yeah. Okay. So now bottom line. Any other questions? Yes, sir. All right. Thank you guys very much. We appreciate it. Thank you. Thank you. Oh, there's no conversation on this last slide. Oh, he had already gone. I was still in the slide. You have any conversation on last looks amazing. You
082missed that one. You have something else to add. Okay. All right. That is all the topics we've got for discussion today. Um board member comments. Dr. Luke. I'm good. Thank you. Miss Cunningham. Uh the only thing I'd like to do is um I'd like to express my gratitude uh to your graciousness and accepting uh the comments that they're not meant to be picky, but um those are things that I think we just worry about and I for one worry about children not being properly evaluated in place. So I appreciate your graciousness and your entertaining. I appreciate the rest of the board members understanding that. So thank you. And madam superintendent, I don't want to steal your thunder. I assume you're going to talk about our your intern. Yes. No. Um Yes. Okay. Then I won't
083say anything. Okay. But but certainly you can acknowledge her. Well, the superintendent has an intern that is very near and dear to me. Uh I have known this young lady since she was in high school. uh she babysat my children and uh she also worked for me in two Lake two or three Lake County schools. I can't remember now. Two. And I am she is now a student at Harvard and she's here this summer to work with the superintendent. So I am just tickled pink that she's here. Um I would suggest to all of you to please introduce yourselves to her. She's a wonderful young lady. Thank you ma'am. Sorry here in the front row. No in the front row is at my house. He's not a Harvard yet. No. No. We got to do
084kindergarten first. All right. All right. You want to put that cart before the horse or horse before the cart? Okay, Mr. Dud. Oh, yes. So, hey, that was that was some wonderful news. I think you mentioned some appropriation for Lake Tech at Lincoln Park. And that got me pretty excited because, you know, I had a lot of exciting stories to share as we went through our board member comments uh last week about graduations and all the pump and circumstance that went with that. one graduation I didn't I didn't talk about then just to to kind of break it up and keep the the celebration and thrill keep on to keep on going there. So, I had a chance to attend Lincoln Park's inaugural graduation and uh and with that I think we only I 16
08516 kids there, 17 all together, 16 of them walked and uh and so that was a lot of one-on-one conversations I got to have with parents, just personal, you know, conversations and and they shared the stories of their kids. And I can't tell you how many of those parents shook my hand and said, "Thank you and the board for doing this because I felt like my my son, my daughter would have never graduated if it weren't for this sort of environment uh to be able to get the support." Uh the validictorian, so to speak, talked about the uh the opportunities and, you know, as this school continues to grow to be able to leverage uh dual enrollment and and being able to do technical classes right there on the campus. and you know he was
086pretty excited about that future and and so to hear you know Lake Tech being able to build that presence there on this campus I think that's uh it's a critical component to the success of the overall mission and truly you know when we talk about alternatives school it's not these these kids you know need alternative placement for behavior but just thinking outside the box what does that alternative model look like to just meet the needs of kids and this is doing it and I just I I really can't even tell you how many how many parents expressed that to me personally that night so anyway thank Thank you board for supporting this and thank you superintendent for that vision and it's it's been great great first year. Outstanding. Yeah. Thank you Mr. Dodd. Mr. Matias.
087No sir. Um I only have one question really for the board. Um looking at the agenda for July. It looks like we've got a few of our team out on Monday, July 28th. Um Mr. Ward, there is also a tenative budget hearing that day. Could that be moved up to the 14th or does that need to happen on the 28th? We've already reported that to the property appraiser who's notified everybody else. And by statute, nobody can have a date on our date. So, everybody's probably already made their dates. Okay. I wouldn't say it's impossible, but it probably would be inconvenient for some other tax authorities. Okay. Well, then we can leave it the same then. Um, we can certainly run a a board meeting. Um, I think the superintendent's out and I think Dr. Luke,
088you're out the 28th or you here? The 28th. I'll be back in time. Okay. I think I get in at noon. So, then with that budget hearing, then let's just leave it in place. So, I was trying to get one board meeting in July instead of two. Um, if we could make that swing, but we can leave both of them, especially with that budget hearing then. Um, other than that, I've got no comments. Uh, superintendent, we have a meeting the 21st. No, the 14th. 14th. July the 14th, but I'll be 14th. You'll be gone. I'll be gone the 14th. That's fine. Okay. Right. Yeah. I mean, we still have the fourth. That's right. No, no, no, no. Not I didn't mean that. Tell me the dates you're going to be outside. Well, Superintendent Cumins, I
089just want to thank all of our department heads for your incredibly hard work. Um, it it was a lot of um hard conversation, a lot of um a lot of thought um that went into that work. So, um but they they really stepped up as our schools did. Um we asked them to to look at an equal percentage of what we were asking from schools and reductions and they were able to do that. and the reflected amount there of that 2.7 does not um also take into account the number of contracts and services. They've I've asked that all of those be reviewed. So this included this was people we were talking about and positions but um there are other things we've been able to reduce as well. So we are chipping away at that deficit
090um and our loss in funding. So, um we'll continue the hard work um to make sure that um we continue to maintain a very healthy um financial condition. Um also, I want to welcome Natasha and um she's going to be with us starting this week and we're excited to get to know her and she knows that we're going to be connecting her. She's going to be attending summer leadership which I wanted to remind you all is this Wednesday and Thursday at Leburg High School. Um y'all are welcome to come. It's from 8 to 4. and um welcome for a little bit of time or all the time, whatever you can give. We're always excited to get all our leaders in the room and learn together. Uh Natasha will be working with Mr. Oondo, so we'll
091want to make sure that they get connected so that um she can help with that this week. Um also, just speaking of Lincoln Park, now remember they've already received the initial appropriation. I can't remember the dollar amount that Lake Tech received. So they have started um this month with the renovations of the gym. So that will be totally redone. And then we have the 650,000 that Lake Sumpter received that they'll be um entering into partnership with Lake Tech in one of those areas. It's a going to be very innovative center and then there'll be the additional 4.9 which hopefully will make it through the finish line. Um we'll be available to do some site work that that's much needed and then also help them to be able to work with the architect to um kind
092of finish out that project with the rest of the facility that's there. So, it's really exciting that they've got the money now to do that. And there's still more that they'll they'll need, but um they have been very actively looking at grants and other opportunities. So, excited to see that work. And um Business View magazine has u reached out and they'll be interviewing um Deanna Thomas from Lake Tech and I to do an article on Lincoln Park um in their September issue. So, we're excited about that, too. So, um I think that's all I have this morning. Forget anything? All right. Good job, everyone. Thank you. Very good. There's no attorney here to make any comments, so I think we're good to move on from there. Any last comments, board, before we adjourn. Any objection
093to adjourning? No, sir. We are adjourned. Thank you very much, everybody.