001One nation under God, indivisible, with liberty and justice for all. >> All right. I will entertain a motion to adopt our agenda. >> Second. >> Motion and a second. All those in favor, please say I. >> Any opposed? Motion carries. Want to welcome everybody here this morning. We'll jump right into our superintendent highlights this morning. Madam Superintendent. >> Thank you, Mr. Good morning. Um, we have two special guests in the audience and I know there's a lot going on, so I promised to be swift in my words. I won't ramble. Um, this is a little bit overdue, but I didn't want it not to happen. Last year at Bronson Middle High School, there was a student who had a medical emergency. And based on the swift actions of two people in this room and the
002calmness and everything that did that they did at the right time saved this young boy's life. Um, so much so that they were able to diagnose what was going on and they pointed him out to me at their prom. And he probably number one, he would not have made it to the prom. If it wasn't for the actions of the two people in this room. So, Mrs. Jennifer Bray, if you'll come forward. Officer Shepard, if you'll please come forward. I know we congratulate students all the time, but I think the people that run our schools and that do so many things day in and day out, and they're there before the sun comes up, they're there after the sun goes down, and it's non-stop for them. And to be so aware of what they did
003that day for that child. Um, it's lifechanging. So, I want to extend impact awards to both of you. And if you want to say something, by all means. Oh, sorry. There you go. And if the board members would please come. [Applause] Come down here. Stand >> bounce. Stand in the chair. >> Thank you. [Applause] Yeah, I just I just want to say thank you for this. Um, you know, I was going through it and there was a lot of other people involved. You know, my nurse, my dean, and everybody that was there. So, I appreciate all of them. Um, you know, this kid came up to us and said, "Hey, something is wrong." And we immediately went into action. And it it was a very scary situation. The kid was already turning blue, so you
004know, we had to act really And so, you know, I just appreciate this and, you know, we're kind of close to the family. We made sure parents were volunteers to go to prom and everything and so he graduated and, you know, so we were happy everything worked out positive. >> Thank you. [Applause] >> Mr. But >> good morning. >> Morning, sir. >> The batch of new proposed board policies that we have introduced and actually reviewed a couple of times. We advertised it now for the correct uh amount of time. And uh so this morning, unless there are questions, there's been public comment that I'm aware of. We would ask you to adopt that those policies. >> Any questions? >> All right. I'll entertain a motion to adopt those proposed uh policy changes. >> I make
005a motion to approve those policy changes. >> Second. >> A motion and a second. All those in favor, please say I. >> Any opposed? >> Motion carries. Sticking with you, Mr. Lot. Okay. Um, so defects sent us another batch of a small batch of policies. U we've reviewed them. One, um, we're going to delay bringing before you, but in talking to Miss Wade in regard to professional ethics, um, she thought we needed to go ahead and and get that before you, uh, so there were changes in Florida statute 112.313 and you can see those, uh, before you quite significant changes. That particular policy had not been changed in several years and um basically outlined some very specific areas um that could potentially be a violation of CO ethics. So we're bringing that before you uh
006asking for permission to advertise. >> Do I hear a motion? >> Second. >> Have a motion and a second to advertise. All those in favor, please say I. I >> any oppose carries. >> Thank you, sir. >> See you at the next meeting. >> Mrs. Lake, >> are you ready? >> I am. [Laughter] >> Lakes's always sitting on >> cuz she's a Bronson eagle. That's why she's always ready. You know, my my dad's gonna have to say I'm happy. >> I know where you graduated. >> All right. So, we were able to uh reach a tenative agreement with the union. It has been ratified by staff. So, we are very pleased to bring this before the board for final approval. So, here is where we landed. This would be instructional. So, teachers is what we're
007talking about here. We agreed to performance pay. So distinguished or highly effective would be $1,000. This is a salary increase. It's annually recurring to their salary. Proficient or effective would be $750. And then grandfathered would receive a market adjustment. So $750 per step increase. So I'll stop right there to say you noticed there were attachments of salary schedules and you probably did not see the performance pay salary schedule for teachers. The reason being is we didn't change that salary schedule. Performance pay is awarded to the teacher not to the salary schedule. Salary schedule is for new teachers coming into our district and we did not increase any pay for new teachers. You saw the grandfather because grandfather's salaries are actually reflected on the salary schedule where performance pay teachers are not. And then there are
008bonuses $500 if they were hired between uh December 31st of 21 to December 31st of 24 and $1,500 for any of those hired prior to December 31st of 21. We will also be suns setting the reading endorsement supplement. That's $1,000 that is given to all teachers in our district who hold that certification. Those who currently hold it and have that supplement prior to the start of next school year will continue to receive it, but any incoming and new teachers would not qualify for that. The thought process there is most are coming into our district with that. >> And for the supplements, there can be no break in service and that does not include sub years. So years they were sub is not included. Teacher salary increase allocation. I believe it's got a slightly different name
009now, but that is just what we call it so everyone knows what we're talking about. The district allocation. So the total allocation is a little bit higher than this, but we pull out the portion for the district. The other piece is for charter schools. District's portion is a little over or almost $185,000. So that can be used to increase personnel compensation costs. It can be used to offset increased personnel compensation costs or to provide salary increases to full-time classroom teachers and certified pre kindergarten teachers. Those would not be lead teachers. Those would be prek teachers that hold a teaching certificate. And with at least two years, this is new language, with at least two years of full-time teaching experience in a Florida public school or other instructional personnel. for example, reading coaches, guidance counselors. So,
010we felt we met this by awarding performance pay and then we looked at those that had less than two years and they're they would not be included in the calculation even if they are getting performance pay if that makes sense. Um, so it came out to about $64 per instructional personnel. Instructional costs. Uh, this is total compensation for including bonuses and performance pay and grandfather. You can see that the bonuses are greater than the recurring. You'll see that as a pattern. We did agree to a plan that has slightly higher nonrecurring um costs. So for our support staff, we agreed to a step and then we added a 17th step for the salary schedule. So that's why that salary schedule was included. And then also bonuses at $500 and $1,000 with the same tiered dates
011as the instructional. You can see total costs for that plan. If you'll notice, it's broken out between general fund, food service, and federal. It was a little difficult to do that with instructional because right now we don't know who is getting what in terms of performance pay. So, we did our best to estimate the impact to federal on that side. This also has 62% non-recurring. We do not yet know the increase for health insurance, but we did agree to a 50/50 split with capping a $10 a month increase on employee only. So this is the total cost for the uh ESPs and our support staff and our instructional. You can see that 52% of it is non-recurring and the instructional the 330,000 includes the 185,000 for TSIA. We are happy to say it was ratified
012with but I broke it up because this is the way it was given to me, but 187 yes for instructional and 204 yes for support staff. So we'll go into the administrative compensation. So we have our confidential that is our some of our personnel uh staff and our confidential secretaries are included on this. So there are that are on the administrative schedule. They will get the same which is a step. We added step 17 and they will also get a step and then they get the same tiered bonus structure administrative other. This would be your district supports or your district administrative staff. a market adjustment on that salary schedule of $1,000 and then the same tier bonuses that is eligible for teachers. And then our administrative school base, same thing, $1,000 market adjustment and the
013same bonus structure as was offered to teachers. And then finally, this is general fund only and we have over 50% of that is nonrecurring. You can see a breakdown between instructional support staff and admin. And then the bonuses would be all staff. And then you can see that of that uh 532,000 is what is recurring for next year. When I put that into my formula, we are going to end this year somewhere around 12% in the financial condition ratio. and at the end of next year. There's a lot of variables built into this, but around 8%. >> Anyone have any question? >> The 8% for next year that includes just the recur the recurrent it doesn't incl. >> No. No. And it doesn't show any loss any additional loss for this year. So there's just
014a lot of of unknowns that could change that. >> And I feel we've been saying that the the budget is tight and we're trying to reduce cost. So I the question is probably why do we agree to a compensation plan? Part of that is we did heavy non-recurring. There is an impact. It is going to reduce that fund balance which is going to restrict certain decisions that we make um in the upcoming years. But we are given teacher salary increase allocation funds that are dedicated to increasing teacher salaries in that budget that we have to use for that purpose. So, we worked with the union to try to figure out a way to do something for support staff at this time. There may be a point in time that we're not able to do that,
015but at this time there was some fun balance that we could use. >> Need a motion for approval. >> So, move. >> Second. >> Have a motion and a second. Any more questions? See none. All those in favor, please say I. >> Any oppose? Motion carries. Thank you. Great job. Thanks for all your work. Everybody worked hard on it. >> Thank you for that. >> Alrighty. At this time, are there any public comments? >> Mr. Chairman. >> All right. And the minutes. Has everyone had a chance to read over the minutes? >> Yes. >> And I'm assuming there's no need to make any corrections on the agenda on the minutes. >> All right. I will entertain a motion to approve the minutes from the last meeting. So move second. >> Have a motion and a
016second. All those in favor, please say I. >> Any opposed? Like sign. Motion carries. We'll move on to our consent agenda. Has everyone had a chance to look over that? >> Yes. >> All right. Mrs. Campbell, do you have any questions? >> No, I don't. My questions have been answered. >> I reckon I should say that. Questions or comments? >> Comments. >> Looks good. >> Okay. All right, Mrs. Bter. Um, superintendent answered my questions yesterday. >> Thank you. All right, >> Mr. White. >> No questions or comments. I'll answer. >> Oh, >> um, just Dr. Pratt. She's going to be very missed and big shoes to fill. So, um, that's all I have. >> I don't Thank you. I don't have any questions. I I have said this before and it got me in trouble
017and I'm prepared to be in trouble again. I don't like to see people leaving in the middle. >> You people can do what they want to do, you know? I just don't like seeing people leave in the middle. Yeah. I believe in leaving at the breaks, but that's me. That's me. I'm a I'm an insurance man, so everything we do is on on breaks at six months. We do it when the time to change happens. Just don't like that. But I understand people people are free to do what they want to do. All right. At this time, I'll entertain a motion to adopt or approve the consent agenda. >> Approve the consent agenda. >> So move. >> Second. >> A motion and a second. All those in favor, please say I. >> Any opposed? >>
018Motion carries. We'll now move on to our finance consent agenda. Everybody had a chance to read over that. Are there any questions? Mrs. Campbell? >> No questions. >> Mrs. Baxter, >> I'm I'm good. Thank you. >> Mr. White, please ask a question. >> You look good. Okay, this is >> no question. >> And I have no questions. I will entertain a motion. >> So move. Second. Do we have a second? >> We have a second. >> Second. >> All those in favor, please say I. >> Any oppose? Like sign? Motion carries. We It's getting harder as we get later in the meeting. Now our superintendent's comments. Madam Superintendent. >> Thank you, Mr. Chair. Um, I just wrote down a couple things that I wanted to make mention of. I wanted to thank everyone again. I
019know I've said it before in the negotiations team. Um, I know how hard everyone worked and I think the relationship building is getting a little bit better from both sides, but it's still hard work and it still takes hours and hours of thought process and sitting there figuring out all the different possibilities that we can do. But I think it's wonderful that everyone was included and like Mrs. Lake said, going into the next couple years, we may or may not be able to do something for everyone, but I appreciate everybody's hard work. Um, of course, testing started this week and I know everybody's working hard at that and getting the kiddos ready. Um, I will bring up the Levy Cup game. It was amazing from both sides. I I've never experienced a game like that
020before. Um, both of those teams put so much grit into that game. There was one parent that I spoke to afterwards that said, "Tammy, look, look over there by the, you know, by the goal where they had their double overtime and what used to be green grass when the game started was nothing but dirt. They they just dug in so hard." Um, so I congratulate both teams, coaches, players, um, all the all the hard work. It was a it was a good time. It was a long night, but it was it was nice. Uh, also with that, I want to bring up something that I think a lot of us are hearing in the background, and I I just wanted to mention it to the board as a whole while we're all together, too, is
021the clearing house that, you know, we have to go through and everyone that touches our kids have to go through that fingerprint process. They have to go through that clearing house. That's a deep dive at clearing house. It's a deep dive into someone's background. When they decide to send it back to us saying ineligible, I personally feel that I need to take notice to that. Um, there is an area for exemptions that we have found out that the clearing house is kind of sending out to people that call that are ineligible and they are sending them a paragraph that yes, you can go back to the district, you can go back to the superintendent, they can override this. So far in our district, there has not been any exceptions. And I mean, maybe we have
022to talk as a board, as lead team, instructional staff, what that looks like moving forward. Um, some district superintendents that I've reached out to, some have protocol in place. They have a policy that actually says if something has happened with your record within three years, don't even don't even try don't even try to ask for anything. Um, we could look at that. We could look at parameters, but for right now, I feel that it's the in the best interest of our kids to adhere to what that clearing house has said. Um, so I just want you to know that I kind of pride myself at being fair. And when I came into this role, I said I would do that at each school, whether it be with coaches, whether it be with any other sports
023team, I wanted to be fair across the board because whether you have a small football team, basketball team, baseball team, or a large one, you're there for the kids. you're there to teach them some life lessons, which I think that does. Um, every coach works hard. Every single coach does and their volunteer coaches that work alongside them work hard as well. So, I just wanted to clarify that, get it on the record that at this point we're being fair and if you hear of anything out in the community, please, you know, have them call me, bring it to my attention and I can talk to anybody and we'll work through it till we figure out something. We want to do something else. And that's all I have. >> Thank you, ma'am. Mrs. Campbell, >> I
024just have one question about that. Is there a place to look at what exactly the process is by the clearing house? I'm curious to know what are these lower offenses, you know, that they're saying some people >> Yeah. and that could be >> um uh >> overridden by the superintendent. Yeah. I I would like to see what what that is. Not the individuals, not what individuals are, but the policy of of the uh the process >> is that can you help weigh in on that because I don't think they send you what they've looked at. >> Well, they're on statute. As far as statute, there are certain things that as a educational facility, we are not allowed to hire people. they were charged with certain things. >> Okay. So, it does have a list of
025the certain things, >> the things. >> Okay. >> And so, a lot of it has to do with children, you know, misconduct with children. Sometimes it's drug charges, sometimes battery charges, sometimes a felony or misdemeanor, just those kind of different things. So, that's what those are listed. And so, when the clearing house >> when your fingerprints are sent to the clearing house, that's what they're basing upon. What we before the clearing house was in order. >> I actually was a little excited about the clearing house like then it's their decision, not our decision any longer. There are things that I was like, they're making people eligible on things that kind of worrisome to me, but they're making them eligible based upon. >> So, they did make some changes >> and every I'm sorry, I didn't
026everyone has to be sent to clearing house, right? So, all coaches from every school are automatically >> every employee will have to be refing. So, we have a threeyear process to do that. And so, as people's They're good for five years. So, as their prints are coming, part expiring, we're sending them back through the clearing house. So, um we're we've gotten a lot of our employees already. We're strategically doing this. So, we're going out to each one of the schools, getting them register, helping them make their appointment, and to do that. So, every the goal is within three years, every employee of a school district will be in that clearing house. And so, when somebody moves, let's say, leaving, they don't have to have their prints done again. We can immediately pull their prints and
027add them to our so eventually it's going to save money and time. We just got to get >> and they've added the volunteer aspect too of chaperones or volunteer coaches or that before that wasn't any background checks done. >> Well, it was just a raptor check which was basically >> your driver's license kind of thing. This is a full background check. And is it correct that the individual will pay for the fingerprinting? >> Yeah. Now, our current employees that are reprinted that cost. >> Oh, okay. >> But if it's a volunteer or a new employee, they they cost on themselves. >> Okay. That's good to know because people have been asking about that. >> Thank you. Thank you. >> Um, so, uh, things are going great in Cedar Key. We were off to a wonderful
028start. Um, we've had a sidewalk um installed um in front of the uh faculty parking area that curves around the school. And um everybody's really happy with that because there was some safety issues of kids, parents, and their kids getting out of the car and just coming across um without walking down to where the crossing guard is. So, this is eliminating that. And also the the town has uh um and I think the county also is involved in with the signs, the signs being um cleaned up and uh more visible. And also they are uh going to be installing a speed ticketing um process and hopefully going to slow down some people because we really have uh you know it's a dangerous spot the voters going through pulling the big boats and we have a
029lot of construction going on there now and cement trucks just racing through there. So, so this is really um something that's been needed and we hope that it's going to be a good move to protect all of us. So um our sack meeting was uh very productive this uh past week and a big issue came up um talking about mental health and what we're doing for the um the mental health of our students as well as uh people who have graduated from our schools. But um but we updated them on what all of the things that we are doing, the new uh psychologists and and and what we're we are doing with mental health and the safety um department. So anyway, I think uh people are pleased with that and the city is looking into
030some things for helping um those who have graduated from our school because I feel like our responsibility is mainly to our students. So um all of our efforts with the mental health need to concentrate there and then beyond that um the the city itself. Um, volleyball and cross country are underway and I got to see Rodson and and Cedar Keith play. They both have good teams and it was really fun to watch them and cross country. They're practicing and ready to go, but I feel like we've had a great beginning to our year. >> Excellent. Mrs. Baxter. >> Well, things are are rocking along in Chief. Testing is wrapping up this week. I had a chance to proctor in several classrooms and the kids were seemed to be focused and doing their best. So, that
031was great. I want to give a shout out though uh to Kim and Kaylee and Tammy and and the people with the union. I think that was wonderful that you were able to come to terms and it was through your hard work that it happened. And um I said a prayer for y'all that morning. And also a shout out to Breezy. Um, yesterday I visited Chief Middle High School and Christina's story, her ESSE classroom was overflowing. They didn't really have room to do much. And they've moved her to what we've always called Old Maine. And Mr. Stockman and his crew took care of that. And it is amazing. It is a perfect setup. those kids. Um, it's such a a better environment and space and they're utilizing every bit of it. So, thank you. I
032know they're waiting on you to get their >> stove >> 210 hookup. Yes. For their stove, but they're excited. They want to start their cooking program as you know. Um, sack meeting at the high school will be this Thursday and next uh Tuesday they'll have the elementary sack meeting. And of course being a Chief alumni, I was very proud of of our boys last week and and um and the Levy Cup. But like you said, it shows that those were two great teams. So it could have gone either way, but we we're very proud of that. >> And that's all I have. >> Thank you, ma'am. Mr. White. >> Um all administrators say everything's going smooth. Um like I say, all them's in new roles. some new old roles kind of thing. But everything going
033smooth, getting ready for the the testing. Um PM will get that baseline so Miss Lewis can sit there get get her data going and >> she'll be happy. >> That's right. That's right. She's getting all that. Um so that's good. Certainly I said all the people that was involved with the union represent um um negotiations certainly went smooth. You know, not have it drug out that means a lot. You know, I know uncertainty is not good for anybody and so that was good. The game, like I say, that was Wilson came out the wrong end, but like I say, it's a game of inches. It could have went either way, double every time. I was proud of the resiliency of Wilson because Chief kind of got way up ahead and I said, Wilson kind of
034battled back and >> a couple times I thought we had it right there at the end, but just like I said, unfortunately fell in the wrong end, but we'll take our lick and go next time. I've kind of since I've been on the board, we're two and two. So, it's kind of been kind of been some good ones and some bad ones. Um, and also I want to say I know y'all don't get to see us then, but the expulsions since I've been on the board, we've only had I probably been only four meetings where we have not had expulsion before a regular meeting during regular school, you know, when school been in session. So, you know, not to have one. I mean, I remember my first year, I think maybe the first meeting when
035school started back, we had five, you know, and I think last year maybe it was two and now none. And um and even last year, I saw a trend. So, I just really shout out to all the administrators across all the whole district, you know, discipline. I feel like it's starting to get back in line because it was a it was a shock coming on the board seeing all that because like I said, you never see that side of it. And um so I don't know. I know I've heard talked to board members before who said, you know, after co it really just got real crazy. Um, but I've certainly see a correction, you know, in my time here and it certainly, you know, because there was some tough things, you know, you don't to
036have the fate of a child in front of you, you know, whatever they did, that's a that's a tough thing to do and a lot weighs on you. So, I'm glad to see we don't have to do that today and hopefully that's a good trend for the rest of year. >> That's all I have. Thank you. >> Thank you, Mr. White, Mr. Clemens. >> Um, things are running smoothly in Yaki Town as well. Well, um, shout out to Breezy and his team. Ricky said that the AC's been a problem down there and you guys, is that an understatement? You guys have been working around the clock. So, thank you very much. Um, full swing testing mode also. >> Um, and sports have started and Yankee Town is actually starting a wrestling team, which is super
037exciting, and maybe we can implement that in all of our schools down the road. Um, thank you, Kim, Kaylee, everybody that was involved in all of that. Super proud of you guys and proud that we have such smart women. Everyone women represent >> people. That's right. >> And men and men. Yes. Women and men. Sorry. Um, as far as the clearing house and all of that, I do think that it is a hot topic and I would like a workshop about it if you guys would be because there's some things I'd like to bounce off with the board members. I don't want to I don't want to throw the baby out with the bath water just to, you know, do absolutely no exemptions. As most of you guys know, I'm usually the the softy on
038the board or giving somebody a chance. Um, so I don't know. I don't know legally what we can do. I don't want to get into the weeds with us being the judge on who can be exempt and who can't. I don't think that's our role. Um, >> But we can set policy or maybe like you said Tammy, as far as making a hard line about within three years, do do something with a little bit of guidelines since it falls back in your lap. I would just like a workshop to talk about it because >> if you guys are up to that >> and maybe leading up to it, maybe if we can get some information from other districts if there's some stuff they're willing to share kind of what other districts are doing. >> And
039I'm pulling stuff right this week. I started pulling That's all I have. >> That's all you have. >> That's all. >> Oh, thank you. You're welcome. >> U again, school has started off very smoothly. Things are going well. Uh and I think it's going to ride that wave. We're going to be smooth all year. >> Good. Glass. >> Uh I do like the thing you talk about with the expulsion hearings coming. When I first got on the board, every meeting you just had to be here an hour early because we just had them. And some of them were dooies. if anybody was there with them, they were dooies. Um, got that. Want to also thank Bronson Baptist Church. They did a a small uh beautifification project at Bronson Elementary School, dressing it up, fixing some
040plants, and doing some things. We really appreciate community coming forward and helping that. Uh, if you're interested, we are having a golf tournament at Chief to support Bratson's football team. We have openings for teams as well as whole sponsorships. And I'll say this week is our our first home game. We only have three this year home games. Uh I cannot promise it will be as exciting as Chief Will, but I can promise >> you'll have a good time. You'll see a lot of people you know and and you will see a hardworking bunch of kids that uh make something out of nothing. >> That's what I'll say. And then that leads to this. On behalf of the town of Bronson, I have been asked to speak to you uh and offer a very public apology
041to Williston. Um Chief's football coach is a Bronson High School graduate. We produced that. Uh and we're sorry. >> Thank you. You're welcome, Chief. >> Yes. Thank you. And on a technicality, the Levy Cup belongs in Bronson because that's the language. Um, >> as I pointed out before, we always hear Levy Cup, Levy Cup, Levy Cup. There's more than two schools in Levy County. And Bronson won the Levy Cup of this year because that's coaching that wins. Thumbs up every time. >> Mr. Yes, sir. That's all I got. >> You got something? You sure? Um I was just going to comment um that it on the clearing house issue there is discretion that's afforded to the superintendent but the board's going to have the responsibility if there's any negative outcome of someone that's brought back
042>> against the recommendation clearing house. >> Right. So that's it's a heavy burden on the superintendent but the ultimate responsibility is going to fall back >> if something were to happen. >> All right. I think we will have a workshop on that and we can discuss it >> and know all the where we staying. >> Can we set that time? Are you going to do that? Do we have to do that after the meeting or can we do it now? Do we need to do it now? >> I can look at the next meeting and then contact all of you and then contact and plan it with the district staff. >> Good. So everybody's there >> and some options. >> That will that be fine? >> Yeah. >> Anything else? Meet >> a journ. Thank
043you.