001this picture um this is from one of our programs students participated in a unit that we call histories Mysteries so they got to build their own water receptacles out of recyclable materials um so they're using the scientific hypothesis to build these water conservation machines they're measuring how much water they retained they're going back and changing their designs they're collaborating together but they just think they're playing with water having fun so the idea is that they're using skills in math and science and engineering the same measurement the same things they're practicing in the classroom they're just embedded um within Hands-On Project based activities I think when we talk about coming into a community the idea is that the community really drives right at school versus right at school driving the community and so I think one
002of the things that we see here is that there's good programming happening the addition of right at school isn't about replacing that it's about expanding and elevating the good things that are already happening here um so as we do that I just wanted to talk about three really important things for us um the first is job continuity so all members in uh the comes kid kids program will um receive an equivalent position at right at school um and they'll also receive a transition bonus so if they are currently working at com's kids um they work at com's kids through the end of the school year they um will be offered a position at r at school and receive that transition bonus as well um in addition they'll be um guaranteed a position at their that
003matches or exceeds their current pay rate and then benefits eligible staff will cons consider to receive continue to receive benefits and we'd structure the hiring so that there was no lapse so that if they're currently covered that coverage would continue um in addition to that we have what we call a learnto earn model where folks who are working with us can participate in our industry leading Blended learning if they're interested in learning more about working with students with special needs or they're interested in learning more about Child Development they can take courses in those areas and then actually um raise their pay rate we also have a tiered support structure so that you know while teams are working locally and curriculum is locally inspired uh there's also levels of support available to provide assistance and
004ensure that we don't run into some of the same Staffing shortages or challenges the other key piece of our mission is a commitment to families so safety is our number one priority um our staff do receive intensive training in CPR medication administration um and then we also work with um district and building level leaders so that we're prepared in the event of an emergency if there's a fire or a lockdown situation we want to make sure that what we're doing before and after school matches what students are practicing during the school day um I'll go through rates but again the vision is flexibility and afford ability so families can enroll for 1 to 5 days they can change their enrollment every month um and then we also provide discounts for free and reduced lunch active
005military siblings and then um anyone who works in the school district we are a licensed program through the State of Arizona so we would also accept um State subsidies that way the programming is accessible to all families and you know I think the most important part of programs are the students and um in our most recent we do a a survey of students um in our most recent survey this spring 95% said that they like coming to school or coming to write at school every day this is a quick overview of um our program pricing so you're going to see a slight increase here um from the current rates that being said we're returning about 3% % of any Revenue back to the district so the district will continue to generate Revenue through right at
006schools program and then um the increases are really happening um at those five day per week rates so we're actually seeing reductions um at I believe 3 two and one day rates we also built your Wednesday early release into de pricing so families don't have to pay separately for that if they just want to find out if they just want to sign up for Wednesdays um and use that one day a week they have the opportunity to do that and it's included in their monthly enrollment um they can change their enrollment every month as their kids schedules change so if you're doing baseball you may only need one day a week during baseball season but maybe in the fall or winter that changes so that flexibility is embedded uh the registration process is fully virtual
007and again um families can make changes to their registration at any time time I think our promise um is that we know are here to support students to make before and after school meaningful outcome driven and fun to support families um give them access to more opportunities at all School sites so eliminating that Transportation piece ensuring programming is consistent um and available to them and then also to the district so working alongside as a partner um and being responsive to not just like the local needs of your District but the local needs of your community um I think the most important thing is we're all in this together um we are experts at write at school and out of schooltime programming but really the the district and the community is the experts of what it
008means to live and work here um and so again our Focus isn't on um coming in and completely doing something different our focus is on coming in and expanding um and elevating what we currently have in place so with that uh we're happy to respond to any questions and I should say I also have two members of my team um here with me Andrew Cohen who is um our vice president and Tracy punty um who is our regional manager okay questions will you have do you have anything Mr Beach um G to call me out yes or I can start this way if you want no you're good you're good thank you thank you for allowing me to start I um I'm looking at reviews and out of 1,39 reviews they're to 4.9 I think
009parents greatly enjoy what this program is doing for their kids seems pretty good 4.9 rating it's not like three people sometimes it's over a thousand so um and then pretty good am I able to sure um we also um you know WR at school is National right so those are going to be people from everywhere I think what school districts and and boards and families care most about is like their community so we do um a family survey twice yearly where we'll gather information from um parents and families right here they'll have the opportunity to respond to questions and then also give their own feedback and then that data uh will be broken down by school um as well as districtwide shared with um building principles Administration um and then you know it it if
010Administration so chooses um often presented to the board as well yeah um so do you have opportunities for students to work after school as well like high school students or even we have um CAC different programs yeah um it looks a little bit different state byst state based on the licensing requirements so for example in Arizona if you're operating a licensed program which allows you to accept that Dees subsidy high school students may not be qualified to work in a paid capacity um that being said we've gotten creative um as a rid at school team and we've done things like are we doing internships can students who are like in coursework around like CTE for Child Development can they come and do observations in our program and then write about it or can they get
011like they might need a certain number of course hour credit this could be a way for them like of observation credit this could be a way for them to do that without having to miss out on classes during the school day so we've certainly got creative in in those ways that's absolutely Andrew do you have anything that I'm missing in that regard okay so so what you're saying is no they can't employed so in in Arizona they cannot because they don't you have to have um a high school diploma or um GED in order to work in a li any licensed Child Care Program in Arizona so they couldn't be eligible for daily paid employment but if that's something that's important to your community giving students that opportunity I think we talk about what does
012that look like sound like feel like and then how can we deliver that to them thank you Mr Ray do you have anything not right now okay you reserve the right okay Miss Horn um I did have several questions that I asked um prior to this meeting and um the information that I got back it was great it helped to answer those questions um I did ask several questions regarding uh Dei after visiting the website um a lot of the descriptions were uh they came across pretty Dei heavy um and then I did click on a link WR atschool.com diversity to find out more um there was a eror 404 not found um so that and right at school confirmed that that has since been removed from the website um and just just in the
013spirit of transparency for our constituents that might be watching on online um administrators teachers staff and others um there have been several news articles uh specifically regarding Arizona Arizona colleges universities changing or cancelling some convocations due to Dei Arizona Senate votes to SL money for universities colleges that teach Dei were left reeling Arizona school districts lose 16 million in critical funding amid into to uh Dei policies education department to investigate Arizona State University over diversity initiative schools and least 46 States embraced Dei fac losing Federal funding um so there was a reason behind the questions for that um I will say that after my questions were asked and the answers were given um and you even supplied some samples of the curriculum um I was impressed actually um and it and I found that it
014was very fair um as both a parent as a member of the school board um as an educator myself um it looked like it was qu quality curriculum um and education that would be happening um I love the fact that you were direct with your answers um that it does not include anything related to gender gender identity pronouns or sexuality um as well as not inclusive of any religious activities practices or spiritual beliefs so thank you for your direct um bold answers with those um questions that I did have um so I just wanted to address that um the contract I I do Wonder um I I personally and I can't speak for the rest of the board I would like to be able to have the board view the family surveys and feedback um
015I also in the agreement um it basically States let me see if I can pull it up that there would be an annual Auto renewal basically let's see um after the term of this agreement the agreement will automatically Renew on a year-to-year basis um I would like for that to be something that is brought to the board annually to review um also if there's any changes to the curriculum I don't know if that's something that we can amend to this agreement not amended but we bring to the board every June all of our contracts and agreements and so this would be this would be included so in June what you get is you just get a a laundry list of all the ones that are there usually Julie you can correct me if I'm wrong
016usually Karen puts in that this is year two of the agreement or this is year five of the agreement or next year is the last year of the agreement so it usually tells that piece in in addition there's usually an opt out piece if something's not working from both parties it's a standard contract that says we'd have to give prior notice but if it's if it's February and for whatever reason things aren't working out from either direction and then there's always that provision to move move away so so it does automatically but it's not yeah but it's still got to be approved by us now we have to follow the the guidelines that say you got to give them 60 30 I haven't looked to see the specific dates but 90 days whatever it is
017but but there's an automatic but it is subject to your approval okay and some a couple other things that I would like to see um with that annual review um any changes to program pricing curriculum um or employee feedback um that whether it's employees that were originally with com's kids and they're now there um do they also partake in that family survey the employees uh the survey is directed towards um principles uh towards families and then towards District leaders that being said I know we do have um internal metrics in place to assess how our people um are feeling about working in our programs Andrew do you want to share any of that yeah so uh as Kate said we we do measure employee satisfaction we look at turnover retention at a local level um
018and we also do localized Employee Engagement surveys so if that was something that was sort of important here we can absolutely absolutely do that yep okay we can also add in a lot of my markets I do see a level meetings with staff members so where they meet with me instead of their area manager to feel comfortable providing not comfortable providing loal okay is that it y okay can I oh sorry can I say something before I start yeah um I wanted to just thank you for your questions um and giving us the opport like being willing to look through the curriculum um and see what's happening for students we take a lot of pride in the curriculum that we put together so really appreciated it um that said our theme we do thematic units
019they change every year so we will make sure that you have a copy of that like the calendar for the subsequent school year as soon as it's developed by our curriculum team um because part of what keeps it fresh and fun is that the activities are ever changing so we'll make sure so you know next year we'll do like we have our French language so we'll make sure you have access to that so you can see what's happening it was pretty neat the gross out guts or whatever I showed it to my seven-year-old and yeah he thought it was really cool isn't it really fun yeah it's a little messy but it's great Okay so you might have the tag team our district and you um so how many kids currently do we have at
020each site that like are we just doing Elementary or is it Elementary Middle School I assume we don't need it for high school it is only our elementary schools and currently due to Staffing we are only running at Ellsworth Ranch and Harmon and then CTA kids are bused to Harmon okay um we currently have 150 families in the program and we have at each site we have anywhere from 9 to families on a waiting list that we are unable to accommodate at this time so it says I noticed I think I saw someone here that you have to have at least 15 kids at each site so how will that break down for them like where where will you be what schools will you be at so we're shooting to have this program at all
021of our schools it would be an expansion for simonon the rest of our elementary schools will already meet that 15 child minimum okay and and when we say all just as a reminder we're talking Elementary correct it's only Elementary this not apply to middle school or high schools okay okay um can I ask a question that no I you have to wait no I'm just teasing well it has to do with the 15 okay go ahead because I guess the program says it says right at school requires that a minimum 15 students be pre-registered in each parent paid program can you explain that specifically what that means absolutely so right when you have three or four children in in a program it's sort of not fun and engaging so we said that 15 threshold just
022as a baseline you know I can assure you you know okay we're we're committed to running at at all the schools and we know especially in sort of a first year transition one of the the schools might have 12 children we fully committed we see growth in years two and years three and Beyond so it's in there sort of to you know protect everyone and have a conversation if we open enrollment and there's one child but we're fully committed to running it at all the schools we've Contracting for I don't think I asked the right question okay so the contract says a minimum of 15 students be pre-registered in each prepaid program so can you explain what is a prepaid program so we'll par we open registration tomorrow next week and we ideally want 15
023children enrolled by July for the for the C upcoming school year okay so there's so the for example there's an after school program right right so there's a 5 day 4 day 3 Day 2 Day one day does the 15 mean you need 15 for five 15 for four 15 for three 15 for two and 15 for one no or do me 15 day average of 15 so 15 total yep now what about before school so before school if you have five but after school you have 15 what happens to the before school program right we've we've run programs with with less than 15 so again it's in there that we could have a conversation but we are are committed to running even you know if we don't hit those minimums certainly in year one
024is the transition because we grow in year two and year three yeah does that make sense what I'm asking so currently at Ranch we have 54 students enrolled at Ellsworth we have 54 and at kman we have 45 and CTA we have 16 so those are our current enrolled numers so I don't feel that hitting that 15 be it's not going to be issue at all and if it were would you just combine schools say Ranch for example had nine would you instead of eliminating the program combine them with another school or ideally we'd reach out to the principal and we'd say Hey you have nine kiddos that are taking advantage of this program like what can we do to keep spreading the word do you want us to come to back to school night
025should we hand out flyers at like the first step that's a great idea so the the vision isn't like oo it's small let's take like the the idea is that this is happening onsite at every school you know kids want to do this at their own school so then it's about how do we partner with principls and their admin assistants and get it in the newsletter um to make that happen and sometimes for families as Andrew kind of shared um they they might want to see the program um especially in year one they might just want to see what's this all about for the first month um and then come August they're ready to register themselves okay I don't I think we have a disconnect here are we getting your answer your question answered or
026no maybe I think I'm just a little slow because maybe I I just want to make sure that you know I mean I understand there's there's 15 right but it says in in each parent paid program and so that could be interpreted as 15 you mean you're interpreting that that way no go ahead well I'm just I am and that's why I'm asking clarification it's fair I because I asked a question about it says automatically and it's not automatically So it's 15 total regardless of the program if that is a concern we're we're happy to remove that but but I think the idea is it's it's 15 at each site and then we'll work with them on the 158 site and so if we have the numbers that that Mandy's talking about with the exception
027of simonon because we don't have a program we we don't know what the numbers will be yet but we would hope that we have it each site and and the reality is with the waiting list what the real issue is for our district right now so that everybody's clear is that we cannot get enough people hired so there's Staffing ratios we cannot meet the Staffing ratios therefore we can't bring more kids in because we can't meet the Staffing rues we're helping with their hiring process and their connections that that won't be as big of an issue and therefore we might be able to exceed all those because um uh we'll be able to uh bring more families in that right now we can't because we can't meet the Staffing ratios but the goal would be
02815 at each site would meet the the condition but as I'm hearing it they would work with us if we were at 10 at one site we would automatically shut it down we would continue to work with it if the other sites have 15 and you can correct me if I'm wrong but I'm just summarizing if the other sites had 15 then we would keep the other sites from what I'm hearing through the first year we will monitor it we may have a conversation with the board we may have a conversation with them that says next year what are we going to do because we just don't seem to be getting enough kids at school X so what do we do with that particular situation is the way I'm understanding it and and based on
029your question so if I'm wrong just I just wanted to make sure that we're not talking about okay we got to have 15 for the after school 15 for the before and 15 for combo which is a total of 45 y so I'm just making sure that our total is 15 now we're getting it's 15 technically 15 in the morning 15 in the afternoon okay the combo it just means it could you could do that as a family so they would they would okay okay does it does my question make sense now yep now that now that you explain it that way okay are you done yes and I'm sorry you can you can you can just butt in whenever you want okay so our current program J might as well stay up here um
030are are they teaching some sort of curriculum so we have struggled with leadership in the program um and that's something that has been a struggle is that consistent curriculum okay so are you saying that you tried and it's not happening is that what you're saying or I'm saying due to a leadership issue that that curriculum was not consistent okay all right so um walk me through this is not for you um walk me through a regular day after school program walk me through I want this like tell me what the schedule looks like yeah um okay so these are Elementary School students so I think during week one um it takes us a little bit of time right five-year-olds through 10 year olds to get into our routine but once we're rocking and rolling um
031students transition down to the space where we're meeting for right at school that looks different ways depending on the school building sometimes teachers will walk them um sometimes we our staff will go to the rooms and pick up that is principal preference um they come in they check in so that means that they're greeted by you know their name and a staff member um they drop their backpacks get their stuff situated have um a snack that's provided by right at school and then we go into what we call a town hall meeting um during that time we talk about our agenda for the day so what does our schedule look like what are we going to do um we review our essential question so in the curriculum you saw you know our essential question might
032be um what happens to your heart rate when you move your body around and why um that's going to relate to like the activity that we're doing as part of that disguise learning um town hall is also a time where we're going to celebrate students so like if you have a spelling bee winner um or you have students that are getting PBIS Awards someone's birthday um we'll call those things out as well during town hall and then we'll all cheer um it's multi-grade level so that's really just a time to build community um and sometimes we'll lean on our um older students fourth and fifth and sixth graders to help facilitate those Town Hall meetings we call it a junior educator program um from there we move into what um we call um our like
033Right Moves Fitness blast it's like a 15minute fitness blast just to get those wiggles out um before we transition to homework time um homework time typically we're working in grade bands um so students are working you know like with peers in the same grades um our members are helping them work through their homework for some of our older students potentially around like organizing what do you have where do you want to start um and then uh for younger students if they don't have homework it might be things like foundational literacy where they're practicing buddy reading or reading to our staff um or our staff are reading to them and they're answering questions uh from there we transition to what we call our flexible enrichment block which sort of looks like stations where students rotate through
034activities so um that might be some like gross motor group games either indoors or outdoors I typically say weather dependent but like here aside from Summer weather is amazing so we can play outside um and do group games a lot and that's structured right it's not just like we're going to go run around outside there's a game going on that connects back um to the learning in the theme uh there's also disguise learning as a station so students will rotate through that and I think at that time you know knowing that what gross guts and odd organs looks like for a kindergarten is going to be different than what it looks like for a fifth grader so that can be differentiated based on Age and and grade so each student is really getting what they
035need out of that disguise learning piece um and then some districts may ask us to incorporate other um curricular initiatives that they're focused on during that time like I ready or I Exel we've done things like that too um from there once flexible enrichment is done um we have another Fitness time um Fitness blast again typically structured um and divided by age often outside if we can be um and then we transition into what we would call like our um maker station time um so students are working um on Independent projects of their choosing this is also typically when parents are are coming to pick up between like that last 30 minutes of program The Vision there is we're going to kind of bring that energy level down um before families come and also um
036students were getting um sad and upset when they were missing out on what was happening with the curriculum um if parents were coming before time to actually leave so as just a preventative behavioral strategy we kind of give that 30 minute time um for wrap up and closing and I think I forgot to mention language adventures sorry that happens after um let's see Town Hall WR moves language Adventures um and that's like a 20 minute um exploratory time for um foreign language so this year our focus is on American sign language students are learning um how to say their names how to greet each other they're learning how to finger spell the alphabet and then they're learning basic vocabulary words colors vehicles um and then short phrases like where do you go to school um
037I need help and then next year um it will be in French and there's a there's a it's I mean this year it's American Sign Language so there's like a music component to it too so there's like some rhythmic pieces and then next year there there might be some songs too that go with it okay awesome um let me see here I see that you what is our you're giving 3% back to the district is that that's what that is and when does the district receive that um monthly yearly like how that it's paid by yearly twice per year oh twice per year oh okay um so you would you you would receive that it's typically paid out um after the first semester and then again after the second semester okay so then other than
038that what is our financial obligation as a as our there isn't a financial obligation that they're really we're entering into an agreement but they're like a outside vendor that's running our facilities so there's no cost to us the based on current number we would anticipate uh not a significant increase in dollars coming in about 13,000 I think is what the number was if that number were to grow and spread out then obviously the 3% increases um but there is no financial obligation this is just like um uh any other outside vendor coming and using our facilities we're just working in arrangement with them okay so I'm done with my questions is anybody else did that that spark any other questions I have one more question um the program pricing how does that compare to our
039current program pricing for families did we do you want to go on I mean you'd have more detail I said before it's slight increase on the uh five day little less on the other four I when I say slight increase you might have the exact dollar amounts but but what we've looked at is just generally speaking where we stand relative to others and trying to be within the same ballpark but you may have the exact dollar amount yeah so you're going up about 10% at the 5day rate um you're actually decreasing at the 32 and one day rate um and then that rate though includes every so like we bring our own paper our own printers our own walkie-talkies our own computers our own program phones snacks supplies that's all Incorporated in those costs so
040there's also you know not a use of District materials I do like the the um sibling discounts military I like that especially District employees at 50% that was nice okay any any yeah I think the only other piece for clarification is the $50 uh registration fee is per family not per child so to make sure perfect okay I do have one more question perfect so if you combine how do you combine how do you get the kids from point A to point B within the building no so like let's say you have five at one school and five another how do you how do you get the kids so currently we have a I think you call buses running between CTA and Harmon that's transporting those children um it is putting an additional Train strain
041on our transportation at this time no I'm asking how they would not be transporting children this would be at all sites and so we would not be transporting students anymore between schools okay so then I'm obviously slow okay well let's so obviously like let's we only have five at at Simington are we GNA push them away and say you can't go or are we going to try to get them to as I said as we said we are committed to running in all the schools okay this school year that minimum is in there to sort of you know protect us or have like a beacon if there was ever a discussion around consolidation which clearly you're asking us to come in because that is a challenge right now so knowing that right it's not going
042to be a conversation any anytime soon but down the road if that was ever to be a conversation it would be a conversation okay District Partners around if we were to move these five children to another school would you know would there be busing available okay okay good all right so any other questions because I think we question them out okay so we're making this tell what sorry one more other question okay so I I obviously understand we have to move quickly because we're looking at licensing and things like that correct yes um now the first when were we like so we were made aware of this when were we first made aware of the email I think when I think the the challenge has been ongoing for several years we've been working with the
043the current program we had and it was getting to be unsustainable that several years back we had a program at sing 10 that we had to close this year going into this year we had to take the CTA and move the CTA to a combination between Harmon and CTA so it's been an ongoing issue and we've been trying to make it work it's just gotten worse and worse uh uh in terms of issues with Staffing have really blown up I would say uh probably January maybe December uh and so we started realizing we need to look at at at other options conversations about possibly having to close another school next year so that just accelerated the conversations that we take a look and see if something's else so we've been fighting this issue ever since
044I've been here uh but it's really come to head probably last year and a half this issue to come out and ask for right at schools is probably a five four five month process that we've said we got to start looking uh more intently at what what another possible solution would be so that we could offer more so that's kind of the time frame um that it's that has occurred okay so I mean I looked and I couldn't find any other communication except for one in March does that seem right like about the challenge with the community head program yeah because the first communication I remember receiving is is mid- March is that same about right yes early early early March came from us because we were taking care of it internally and we thought
045we could handle this and we have in the past March 25th right now there might think there was might have been one maybe not but it doesn't matter but but the reality is is is we've been hand handing lit and for a variety of different reasons um it just uh exploded on us going into spring break and coming out of spring break some different issues with some health issues of some people um and some other things like that and so it's been building I would say like I say January and February and it just that's why we were working or talking to right at school and it it's uh kind of raised itself really coming out of spring break okay so we current have nine open positions within the community Department um three of those
046are full-time we put a full-time offer out to someone today but we are really plagued by consistent staffing issues okay so we're on a time constraint because they have to we they have to have this by when like when is your what's your what's your deadline here tonight what we need to do is if there's approval what they would do is they would start on the per in process tomorrow if we push it back into April 19th we run into the potential problem that the permitting process from the state would not be such that we'd be able to start school with a program um and so in terms of communicating we've already communicated once or twice with the staff that are currently on board we would communicate again with them tomorrow um we would start
047the registration process uh tomorrow I mean the the communication of registration we would start the process I believe they said they would start the process a potential at least posting for positions and and seeing about hiring so the whole process starts now but it'll take time to get in uh I believe there and they can speak if they want but uh to bring someone on board is is a three four week process because of their training so uh so there's some there's some time that that has to take place um and we were hoping to do this in a two-parter uh but due to a couple different issues it it just had to get accelerated to be brought to you guys at this meeting okay all right so with that would somebody like to make
048a motion I will take one I move to approve right at school's contract as presented second all in favor I I motion carries five to zero don't forget to vote oh I'm waiting for it did you click on it you have to click on there you go all right all right I appreciate you guys coming we have a lot of questions we now sorry okay okay thank you all right we will move on um so 4.2 discussion and consideration of approval of overnight field trips we just had a couple come up at the last second and so we had because we had this meeting we had one action item uh given the timeline for when they were at we're bring in these three I'm going to tell you that we're having some issues with field
049trips this year and so we're reviewing three parts to the process both What It Takes uh in terms of um the process to actually get a field trip going and why are we having the problems we're having this year uh number two would be uh what's policy and regulation say I will tell you we had a conversation today there is a bill that's going through that may change whatever we're talking about today uh it's more geared towards boards and and district office Personnel but but we got to see what that bill looks like it it it appears that it will be passing uh based on everything I've heard and then the third part will be how do we train um our staff both uh uh administrative assistants at the sites as well as individual teachers
050on the process that needs to take place so so we apologize for bringing this one late we wanted to get them in but we're understanding of an issue and we're moving forward to correct any number of issues don't know that we'll get it all done by the end of this current uh school year but our anticipation would be that going into July we would be uh uh communicating those changes to staff as appropriate uh and if there's any changes in policy Andor uh regulation that be shared with the board if it's policy I don't see a change in policy other than if uh the legislation goes through then then asba will bring bring forward probably those changes uh usually we get that in August for first read September for second is what the normal procedures
051are okay so we'll take some questions do anybody have any questions on any of these um I did have questions uh the first one was pretty straightforward with where the costs were being covered through Club funds fundraisers students and scholarship support um but I did also have questions for uh a couple of the others especially when it mentioned that the cost was covered by District um and I wanted to verify where that was coming from I felt it was important to ensure again in the spirit of transparency um since in a moment we'll be discussing budget um where where are these expenses coming from and so I don't know if Julie would like to speak to that Julie I'll just summarize I'll summarize um the the FBLA trip is is throughly is through uh funds
052from student raise funds um uh as is the ranch trip uh that would be pretty standard of of where they come from um the uh um out overnight travel down to Tucson by the teacher that comes from the school budget uh per se we allocate money and they have the authority to approve different projects uh different principles have picked up different projects and so this is just one of those those approvals to to move forward with that so that would come out of the M but it's it's out of the allocation that goes to the site and then the site makes that decision and and various sites over the years have made various decisions relative to this kind of uh use of the dollars okay anything else okay so take a motion I move move
053to approve the overnight field trips as presented I second all in favor I I motion carries five to zero so now we have our dis our information and discussion items goodness an hour later I'm just going to move over here just so it's a little bit easier so you guys can not strain your necks um what we're what we're going to do is is go ahead and make a presentation uh that just talks about what some of the recommendations are I'll tell you up front that there's still a degree of fluidity with the budget for lots of different reasons I'll also tell you as we go through there's also some issues related to the the federal budget and what happens at the federal level so so this is by no uh means cast in stone
054uh there could be some adjustments but we want to bring it to you uh because I think we're at a position right now that would allow us to take the next step starting in April to move forward with the things that we need to need to do so this is from from last uh meeting so you've seen this before and actually from previous years what we have Again by State Statute and again this is a state budget so when we please make sure we're differentiating between title dollars and state budget M dollars because title dollars are related to the federal budget and that's still up in the air but for the state budget uh for the balance of the State dollars we have to have a balanced budget um uh we're not allowed to do
055anything other than that so that becomes one of our main goals obviously the biggest key in determining where we get uh our dollars comes from enrollment so we've talked about that we'll talk about it again in just a second um that becomes the key and we are using the JC's demographic and enrollment analysis that's a report by Rick Brammer and applied economics that uh you guys approved and we presented to you in the past our goal and this becomes critical because when you ask where do we come up with some of these Solutions one of the things we've made a commitment to do is to protect our staff and students and so when we come up with Solutions to what we're going to do relative to find the money the goal is to protect our
056staff and students and so if that changes on down the road um then we'll let people know up front and by protection if we talk about staff is that would be a layoff issue we know that there's lots and lots and lots of communication across the country and the state about school districts that are laying off there was just one in the paper this morning I'm drawing a blank right now who that is um our solutions would not be laying people off we would not fill positions through attrition but we would not be laying people off okay and then we want to meet board priorities and staff priorities some of those priorities I'm not going to go through each of these because again you have seen this before we want to look at how do
057we retain recruit staff how do we do it with students how do we maintain um uh competitiveness with surrounding school districts relative to salary schedules how do we make sure our facilities continue to uh be improved uh at the next meeting on the 9th you will see a presentation from High Ground uh uh Consultants about the potential survey about a potential Bond so that might be helpful in this particular area and then continue to work with student supporting student Behavior whether that's through programs for kids that are missing school or mental health or discipline and then how do we make sure we continue to get our staff to grow from a professional professional standpoint so the three key pieces that drive everything right out of the gate and this was based on a conversation with
058uh CCC and Leadership and then a conversation with you guys uh at the last board meeting and what the conversation said Is We believe that we should build our budget on a loss of 138 ADM that loss would be 50% at the K8 level and 50% at the 912 level okay so just short of 70 kids um 70 adm. not 70 kids 70 ADM at each one of uh um each one of those levels how will that play out across our schools just depends um we may see some schools uh if you look at Simington as example with um uh with L not Loro but com's Ranch and with railes uh Ranch they may see uh in influx this this summer that we're not anticipating if you look at Ranch they may see an influx
059from North Creek whales Ranch which is across the street from or excuse me where we Farms which across the street from Wales Ranch you get those two mixed up that's be South uh that would impact um potentially Ellsworth but I don't think it's going to impact Ellsworth come uh the end of the summer because I don't believe they're going to have a whole lot of houses that are ready for for kids moving in that their impact may be closer to uh something that would happen in maybe December obviously all the both those subdivisions down there all three of those subdivisions have the potential impact the middle school so this number make we may come back to you in this in the fall and and say hey good news it's better than we thought it was
060but based on all the rejections this is what we'd anticipate uh that reduction is worth a million three so right out of the gate we're down a million three that we have to find based on what we're doing if we give the pay raise of 1.9% 1.9% was chosen because that's what the classified staff received in um January and tried to stay consistent across the district for all staff that increase it was actually if you look at your notes from last time 446 I just read rounded it to 450 um as we move forward the health premium increase we talked about is a 14% increase um and that's uh what it will cost uh if the district picks it up which is what the recommendation uh that'll cost us 290 we have a number between
061270 290 I took the high number so what that means all in is we're short a little over 2 mil now the good news we have it covered so the presentation tonight is going to show you that we do have have the capacity to cover it again there may be some things that change in the next couple months but they will only change to the positive so whatever we do moving forward and one we anticipate bringing you which we have to bring you a uh the initial budget in June and then have it finalized by July that we will have a balanced budget because we'll be able to C uh uh go ahead and take care of this what would be projected as a deficit any questions because I'm going to go through this so
062please stop me if you do so salary increase this is out for discussion we talked about it with uh sta uh with leadership this morning um and so and I'll explain what we mean here we added a little bit of pieces we talked about adding a 1.9% increase there are two options or two ways to do that so the first way is you give the 1.9% to everybody what that is is that means the salary schedule is not compressed because 1.99% of 53,000 $70 is going to be less than if I was making $65,000 okay the increase is the same 1.9 but the dollar amount is different therefore those employees that have been with us the longest will benefit from this increase the other way to look at it is say I'm going to take
0631.9% off $ 53,723 but because of the way it's being applied those employees that have been here the longest $1,000 of 65,000 percentage wise is less than $1,000 for someone making 5370 so in this particular case you're going to compress the salary schedule just a little bit and your veteran employees are not going to um be receive the same benefit as in option number one so the recommendation and the conversation that we've had is that we would go with option number one in order to benefit and keep um our veteran staff we would also look to round things off we would and to make sure that if you remember last year we had a conversation about not letting people jump over other people when they first come in we would go ahead and increase the
064uh base salary from 5370 to 54,000 so it's not quite a thousand so you keep a little bit of a gap and that's again you're not compressing the salary schedule um if I'll stop it right there for any questions because if this is the notion of what we believe is the right way to go based on leadership and if the board um I'm not looking for a vote but I'm looking for at least a conversation if that's what you're saying is the right way to go then we would mirror the next three or four slides we would just go ahead and and tell you what the numbers are so are there any comments questions uh relative to this this first part of the of the budget no I think we've we tried I know that
065it was the salary schedule was compressed a while back and we've really tried hard to make that not and and I think that's what that's what leadership tried to keep in mind because they know where you're coming from but I I just want to make sure I want to think for your speak for you so sorry for cting y sh no that's okay I just don't want to get back to that I get it I mean I I like the numbers of option to of course um but if we're g to try to keep our people so I I like I think we should go with option one I mean like I said I like the numbers of option two of course if we have to cut budget but um if we could keep option
066one that would be best that's what I think and and I will tell you that the when I say we covered the two million the covering was based on option one okay so it wasn't it wasn't based on option two so so I took the high I reserve the to the right to change my mind right but I I took the high road on on purpose so or the high number not the high road I want to see what the rest of the lies say if you're saying we already have it covered I do like option one that does show our commitment to our students education instead of just cutting down to the cheapest teacher we can get I don't think that's fair to our our our our teachers or fair to our students so
067I mean as far as continuing on History Contin on tradition and support our students I think option one is the best way to go okay so based on that what you're going to see is if we go to exempt support okay as a reminder our our support staff gets their increase in January this small group of people do not get an increase I think we have in the ballpark of seven to 10 people that that meet this criteria just historically we've said we'll give their increase at the same time so they would mirror that same piece uh their 12-month employees uh in in uh pseudo administrative positions within support staff therefore uh their salary on 12 months is very close to a teacher so that's why you're seeing the salary schedule increase by 9:30 very
068similar what a teacher would do that's because that's what they make okay so that would be those numbers if we go ahead and do it with uh administrative staff uh it's the same concept the only difference that you'll see if we gave the 1.9% % it's a $1,500 uh at this point I'm just recommending the base salary go up by 1,000 okay and then this one is a little bit different and the recommendation is actually option two we froze oh wait you need to go back you lost me yeah that one right what do you mean the base salary so there an option to what say this again explain this again so if we do 1.9% raise to administrators in option one they get 1.9 irrespective of what they make in the other um scenario
069if you apply the 1.9 to the to the base salary of what the bottom of the salary schedule just like with teachers it's a $1,500 raise because that's the 1.9% of that so we would still go with number one but I didn't over on the note to the left rather than taking the $1,500 and adding that to the salary increase I just put a th000 in uh to to that salary increase so I didn't really truly change the salary schedule by 1 n that's not the recommendation the recommendation is just to say that their salary schedule that if I'm new coming into the district to see what my starting salary would be as a principal um it would just represent a $1,000 increase instead of a $1,500 okay okay all right you got me now
070um I'm picking up what you're laying down all right let's see um for extracurricular last year we froze them the recommendation is to freeze them again um I will tell you that the 100,000 is not built in so if you say no you want to give them the raise that's fine but I'll be going back out to find another $100,000 okay just so just so we're clear um our stiens I would say probably and and and the stiens are are very broad-based if you remember there's the page that we do takes care of all sorts of different things but as an Essence the majority of them tend to be coaching stiens and I would say we're very competitive with neighboring districts on coaching stiens which is why we've Frozen for a couple or last year
071and why I would recommend freezing again I think we're we're not out of the ballpark uh compared to maybe some of the other salary schedules that we had uh especially when I got here um and so uh the recommendation there would be to freeze them again uh just due to the the cost at some point we have to to to squeeze the belt um so you're saying option two yes option two on this one why You' flip it why wouldn't you just put that because I didn't because you're trying to confuse us that's why you're trying to play m games with me now every once in a while okay um I do put this up so people see this because this is the other piece that is a reminder of what's been done since 19
072okay when we look at staff from certified staff at a 30.8% increase over that time frame at 4.4 on average down to your Administration which was 22.9 and a 3.27 average so we've done a really good job uh since 2019 of trying to become competitive and trying to be uh moving forward uh with our staff St and trying to meet the needs of our staff again we're trying to protect and help our staff and our students and that's what we' attempted to do and this is no different I will let you know that those numbers do not include the est's funding so when we talked about the 1% stien that we gave them the 6% stien over the last four years and the three extra days that we paid that's not calculated in the 30%
073so if you took those stiping and calculated like for certified staff it's probably means we've been closer to 40% okay um we have done the 2% growth St I will just tell you that the first year it worked when we came off of covid the last two years due to student enrollment it hasn't worked I'm not going to bring that forward as a recommendation to you guys this year however if we came back in July and August and we saw substantial growth then I would come back to you guys and say based on the growth um in order to help maintain it I might recommend that we would we would put that 2% in if we don't meet it it doesn't cost us anything it was just a way to try to incentivize but the
074loss was was so significant the last two years that even with an incentivizing it we're not maintaining what we need to do to have 2% growth okay so that's the salary increase if we go to health uh premium increase uh you guys have approved what the rates are at our last board meeting what this is just saying is the recommendation would be that the district would pick up the core uh medical plan increase so what that means is we buy up a plan we buy a plan for all of our employees that are full-time employees that are eligible for the plan it is a base plan if you would like to buy up we give you two different options where you as a person can buy up if you need to cover your family then
075you're on the hook to cover your family if you want to do a high deductible plan we give you the base amount then you have to pick up the difference so the recommendation is to say we're going to go ahead and pick up that cost again for all employee so if you remember on a few slides back that means that's $290,000 there's a slight increase to dental for Delta denta but not for our TDA that is picked up by the employee that is not picked up by the district I just put there so everybody's aware of that we increased our match for the health savings plan by $46 a month for next year um to be in line with the increase for uh for the premium and then we would maintain what we've had in
076the past with life insurance at $200,000 $50,000 coverage for full-time employees and $200,000 for administrators we made that change a couple years back okay so that's the health piece so the big piece is the 290 again very similar to um what we did with uh salary increases just as a reminder we are now up to for each employee that we have to cover so for each of the full-time employees that we are covering their health insurance it is costing us $7,150 per employee and I just say that because sometimes that goes unnoticed and it's slowly creeped up if we're going to go ahead and take our increases for that since 20 because I couldn't figure out what was going on the first the year before I got in here that's why it starts at 20
077on this one and instead of 19 we have picked up 33.4% over the past six years at a cost of a little over three4 of a million dollars and again I think it's the right thing to do so I don't want this to be perceived that I don't think it's the right thing to do but I also want people to realize that there is a cost associated with increasing medical premiums and that we've made a commitment to our people especially our full-time people to absorb that cost whether that's available in future years we'll deal with in future years um but I just wanted to make sure people see that when you take a look at that benefit package and all that piece that's in there there is some employee match so that people don't understand
078or need to understand is when we hire full-time employee there's actually a 20 what is the number 20 point 20.12% cost to that employee that we pick up as an employer so when we sit and say what's it cost for an employee to work for us and the base is 53 that's not what we use when we calculate numbers you'll see in the second numbers that we project out at 70,000 by the time you get all the things that we owe that cost to go ahead for a full-time employee as a teacher will use because it's simpler as a teacher is a $70,000 um chunk of change so I just put that out as a reminder um it doesn't flow real well here so I apologize but unemployment insurance this has nothing to do with
079employee has everything to do with the district over the years we have to pay for unemployment insurance um it's a small amount for each employee uh we have a healthy Reserve there therefore this year we're just saying instead of using the m&o to pay for that Employment Insurance we would just use the reserve that we have that can only be used for employment and take care of it so we save the M budget 40,000 so again I also show that to you to show that we're looking at every place possible to find every dollar possible questions yes did you ever reach out to Joe bashard yes I did and uh uh I listened to her she had a 45 minute presentation from that individual I listen to it uh what I would suggest is I
080there's there's a procurement issue to begin with because their evaluation of our um Health Plan there's probably a half a dozen people that can do that same thing so we do have a procurement issue with them uh the second issue that I have a little bit more concerns with is just the timing since we are are sitting in um the end of March into April and we have um open enrollment starting mid to late April there's not enough time to make that switch what I will commit to the board as we look at next year now not just with that individual um and I talked to Jill as well as watched the presentation by the individual uh it's an individual out of Texas that's trying uh to that has a a plan um from what
081I can tell based on that that webinar it's very similar to to what we already have with the as Bates of the world and and chyos there may be some savings based on what their pool is uh that would be we would have to check uh we also adaa uh has a state program there's been a number of different things done in the last couple years including some potential bills run that give school districts the opportunity to take it as a state program there's a report that's been released that was released to the legislature that I read uh the state program is better than our program Hansen's more expensive than our program we are listen we have a couple people that we be being on a webinar I I don't know if it's beginning end
082of this week or it's next week so we can learn more so what we'll do in the fall is talk to the the individual that Jill talked to look at what adoa has talk to again the chyos and the um uh asate and some of the others and do a full analysis again for next year uh it's just a little late in the game with open enrollment to try to make a change at this late and try to get everything up and running I don't know that there's a savings um but we will do more investigation on that okay so staff reduction this is the line share where we get there with the anticipated savings we would see 1.1 in savings okay so no employee layoffs uh we're not looking to have any six fth
083positions and and the whole law the whole mathematical computation for how we would reduce people is based on teacher ratios it's a little tougher at the elementary schools because if you only have two teachers in the grade level and you have um 45 kids you're not having 45 kids in one classroom so your classrooms may be a little bit lower than Staffing ratios but that's the problem here when we get to three we have a little bit more latitude and we're making some adjustments the way we came up with those numbers so that everybody knows is we just rolled all the kids up so first to second second to third Etc and then for kindergarten we just made a guesstimate based on the number of kids we had this year it could be a little
084bit lower next year it could be the same um kindergarten is always a problem as long as we're going to be on current year funding you're not going to know what kindergarten is and so you have to do the best you can with the adjustments obviously with Kinder Roundup and some of the things we're doing we have an idea but until as they say you see the whites of their eyes in August we won't know what those numbers are to see how the spreading out is just sometimes there's questions about where we get from where we get administration we'll look at a two uh $235,000 reduction Elementary teaching 350 Middle School 140 High School 280 support report staff 135 when you translate that into actual schools and departments district office will give up 245,000 uh
085El uh Ellsworth is 310 uh Simington is 140 the middle school is 165 and the high school is 280 some of you may say well what's the difference between teaching positions on the one side and CMS uh teaching positions and their total amount that's because there's a a movement of some support staff so that support staff um broken out on the the left side is now spread into the different schools on the right side okay so that's the line chare where we're getting it that's where our commitment is not to lay people off any questions at this point because this is the line share of where we're getting where we need to go okay some efficiencies one of the things we're going to look at uh we believe Bob's done an analysis of what would
086happen if we shut off uh Heating and Cooling in certain rooms uh can we condense down some of our rooms and and find ones that are not being used and if we don't have S or ourselves clean them there's a double savings on that we've gone conservative on this we're also anticipating SRP is anticipating a rate hike in November so we've factored in the rate hike we don't know what it is but we factored in a rate hike uh just to to run our numbers uh we've gone conservative with the $75,000 savings it may be more based on our initial numbers but there's tooo many moving parts uh we're working to see what are those classrooms uh as we speak the principles were shown this today and they're going to be uh looking at their
087own sites to see there's some ways that we could go ahead and close down some some classrooms uh we're not talking about classrooms that have kids but we do have some extra space so that maybe adults don't all get their own classroom uh uh area and and that's what we're looking taking a look at um many mobils we have been you've noticed that we have been uh bringing to you on a regular basis trying to get rid of some of the excess stuff we have and so we've done a very good job Karen and the business department has done a good job to to get rid of the things that we no longer need following State Statute so we believe that we now have room to to uh Place uh the equipment we need that
088we're still trying to get rid of in other storage and we can get rid of the mini mobils which are costing us about 8,000 a year give me an example of a mini mobile um if you go if you come out here and you look back there you'll see that we have a container a big mobile container that that holds all sorts of stuff and we would look to clean that up put it in some of the other places and then and then not pay the rent on that storage basically storage unit they just call them mini mobs maintenance contract we we we're in a much better spot with our HVAC units and and some of the uh changes that we've made over the last uh couple times with esos so we believe we can
089reduce verg's contract and still be able to cover up or or cover all the issues we have with Main maintance in primarily hbac units there's others besides that but that's the primary in the fuel allowance reduction based on Trend data we will leave that between the carryover and what we spend we can reduce down the fuel 50,000 some ways well how can we do that because we're driving so much you tell me we have transportation problems we've reduced the number of buses that we're moving because that's what we've had to do uh even if we do something like with the middle school and we have this new Middle School league then we're going to talk about less miles so some ways we're we're run or less miles so we can go ahead and again conservatively
090try to save 50,000 on our fuel um on our fuel purchases next year now I'm telling you this right now and depending on where the economy goes if all of a sudden gas prices go through the roof I might be coming to you with a different problem and a different solution uh in November because all of a sudden uh grass gas prices are greater than we anticipate okay that will give us 183,000 in savings if we look at curriculum we'll look to adjust uh CT and special education so that they would pick up more costs which would open up uh capacity within the mol budget so we would look at 125,000 for CTE uh and 75,000 in special ed the high-tech and the software are just nominal savings but we're just trying to squeeze wherever
091we can the desert choices classroom uh we are seeing increase in our special needs but not necessarily that meet that criteria for deser choice es based on the kids we have in the system right now so we believe we can close one of the is it one out of three rooms Jen I'm say one out of three rooms so that would go ahead and and see a savings based on the contract we have with them right now of 244,000 so the combination in the curriculum area would be a $458,000 savings okay extracurricular uh would change leagues which we've talked about with middle school I will tell you there is one uh adjustment from I think Laura's presentation PR previously uh Florence is going through some issues with budget just like everybody else um they are
092not maintaining tackle football therefore this league will not have tackle football so any purchasing we needed to do for equipment which we had a solution for we no longer have to do um so there's no additional cost so that there we hadn't got to the point of where the money was coming from we had some initial plants but um over spring break the at the last meeting they had uh Florence indicated that they were not going to tackle football and so AJ ourselves and Florence are fine with that coolage so um we are recommending eliminating the swim program the cost is is cost prohibitive for the number of athletes that are in there currently with graduation uh we have three kids that that that would be coming back on that team and so at $20,000
093um because that's the rental fee and in large part at the AJ pool um it's just getting to the point where it's it's not uh it's cost prohibitive so we' recommend a closing there if something changed and we had more kids coming out which is why we have the next one so we have a lot of kids that girls that want to do flag football so that's why that program is growing so we would go ahead and move forward with that I will tell you though at some point in time based on size of the school there's only so many things we can do and so at some point we may have to look at others uh very uh with a fine tooth comb depending on if we don't grow it all um even with
094this program you may see um um I was coaching track when they brought him in as volleyball I lost all my high jumpers and long jumpers because they went to boys volleyball so if we have girls flag football I don't know if it's going to have an impact on uh volleyball but it could have an impact on volleyball so we we kind of have to watch that but that's growing flag football interest is growing so we would recommend moving forward with that we would recommend not over seating our Lawns with the exception of baseball and softball for serious uh for for um issues related to uh um injuries and stuff um but that savings is a little conservative it's actually could be potentially higher than that uh but that means you're not going to see
095green grass in front of some of the schools um and so uh if we move forward with the bond and if a bond passes some of these things may change but for right now we' recommend not to oversee winter Lawns questions when is the girls flag football season is it during girls volleyball yes it's during to fall okay okay then the other thing we've had this conversation in the past we would look at instead of pulling a thousand or excuse me a million dollar contingency we would only build an $800,000 contingency so that's going to help us get where we need to get to okay so what you're looking at again if you do the numbers that's where you see that that's why I say that we have the $2 million shortfall covered some of
096these numbers could say change we our contracts are due uh by uh we'll know by April 7th if three people decide not to come back that we are not aware of at this point in time uh principles have been advised to talk to myself and Josh to say let's have a conversation about that position is there something different that we can do with that position answer may be no but we're going to look at it so that's where you may see a few changes here or there we may go ahead and overcut and give ourselves more savings because that may be necessary depending on what happens at the federal level and do we want to try to protect staff there so there's any number of things that could happen but the bottom line is is
097we move forward if you're comfortable with what I'm presenting then we can cover what we anticipate the the problem to be um and what we would start like an April board meeting we we bring you new salary schedules and then based on the new salary schedules we then reduce we would then present the uh uh agendas to the contracts we might delay that a little bit depending dep on what's happening at the state level this is predicated on basically a 2% increase from the state level um and that's what we anticipated getting it is the state and so something may change um but we would start to bring stuff forward so as I've told you last year and so I know with a couple of you new is is based on this presentation if there's
098everything that says yeah looks fine then you're not necessarily going to get this presentation back later on you're going to get pieces of the puzzle that now fit in the puzzle based on this so that's where I say where saying the 1.9% increase so what that means is we bring you the salary schedules and reflected changes and then we go ahead and bring you the names of the people for the raises are getting we have to remember though once you approve or not approve it but once you tell me that this is direction to go if all of a sudden when we bring the names forward or the salary schedules in the month and you say no that's okay that's your right but that creates a problem because now I have to change those numbers
099and the closer we get to the budget the tough tougher it is to figure out that out um when we do it so sometimes I think we don't always remember the combination of the two so if this is what we're moving forward with then what we'll bring forward to you are just all of those ancillary pieces that are tied now tied to that so any other questions I know it's a lot of information but um when is the state projected to pass their budget some people are projecting not until June um I think that this week is the last week for bills to be be heard uh they have one more week next week with uh appr Appropriations so you're sitting the first week of April so are they going to twidle their thumbs for
100the next two months or are they going to start to work on it there's a lot of posturing politically that's taking place right now so hopefully the posturing will will get out of the way and they'll move a little bit quicker um but that'll be the big key um and so I I I think they the governor and and uh leadership from the House and Senate have not really started conver ation about um the budget yet from everything I've talked people I've talked to so it's going to be mid mid to Mid June and that's where we'll try to figure out so how do we do we bring you guys the actual pay raises we'll bring in the salary schedule but then the pay raises what do we do with that in case now if
101there's a problem with that just know everybody's going to have a problem not just us because everybody's approving increases right now so okay thank you we'll go ahead and do the last agenda you guys have any other questions do you guys have any no okay okay so we'll move on to 5.2 discussion and consider consideration of changes to the policy per a asba policy advisory 109-81 18 it's our first read so I would just ask you guys to take a look at it if you have any questions we'll bring it for second read I will tell you remember if you remember asba talked about they're making some modifications to all the different sections we already have section B section A is a short section we have to figure out how we're going to bring you
102guys some of the future ones because there may be substantial number of changes if you get into section g uh I and J they're very big so I'm not quite sure how we're going to move forward I have to see what the changes are um but just anticipate that what they're doing with these changes is is very similar to the trust they're condensing some things down um they're so you're seeing a lot of deletions but it doesn't mean they're deleting it maybe that they took three policies and and put them into one because people were complaining about the length but they have to show you all the changes so um I think section B is 150 pages long um and so your first Read's going to be in in April but we're trying to figure
103out what's the best way to bring It Forward if they're going to do all the rest of the sections um over the next couple months um it's going to get a little confusing in terms of of management issue so I'll have a better solution but this is the first one and and uh you can take a look at it you have questions please ask me um but then you'll do a a second read and a vote in uh uh in April okay any questions on this before we dive into it on our own okay okay so I will take a request for future agenda items okay well then I'm going to make a motion to adjourn at 658 second all in favor I I don't forget to vote you guys okay