001all right I'll call the meeting to order to start with the pledge to flag of the United States of America stands na indivisible andice I just need a motion to approve the agenda is presented I'll make a motion approve the agenda got a motion by second seconded by Ashley just for the record I I get kind of tired of hearing that through the rumor mill how Tipp in is and I want to state that Dr Rob hasn't spent all of our money okay so just approve the consent agenda the bills are in there everybody sees the bills correct right or wrong correct that's right it's all right moving on need we need to V I'm sorry yes we do everyone in favor agenda vote what we vot on consent agenda approve it yes well I
002want to add a couple questions before we vote have yeah I made a mo I think think I had the motion to approve just the agenda yeah I I didn't approve was that my motion Amy yes just I'm sorry yeah just the agenda 70 yeah now I just need a motion to approve the consent agenda I just had a question on crisis for op is that up a little or a lot I didn't a little it's in our contract that is what we're able to claim froms so we really don't really what we claim contract that's a big one that's a big Bill yeah Transportation any other questions the only other thing I want to say like when you mentioned the whole bills thing the only thing that I'm aware we don't see is a
003breakdown of credit card statement correct Amy this just comes on there right so we would know what all those anybody about thatas so I just need a motion on the consent agenda in a second and I'd also add Dr Rob does not carry a credit card or a checkbook it's all right Mr your check or use a credit card but you approve POS right I approve POS that in their budget I make a motion we approve the consent agenda is presented second second by David all in favor 70 Amy moving on we are in a transition so I'm going to do a little bit of a intro here we have Missouri Association of rural Educators here and that would be Jerry Cochran who used to be the superintendent at Cole Camp and we also have
004the Missouri school boards Association here John DS and Linda quinland now Linda where were you before you're most recently casps but most my col Columbia Public Schools right down the road you're in fet Even in our conference so we have some representatives from both organizations here and I know not everybody knows this but um Dr son is retiring after the end of next year that's the final year of my contract uh December of 2022 I asked the board for a three-year contract they approved that contract and I've held to that contract and not asked for any extensions since then so I planned out my career uh this is the best place I have been this will be after next year it'll be nine years it's a Capstone to my career I've enjoyed every minute of
005it a lot of things are hard a lot of things are difficult sometimes we have to do a lot of communication but uh Tipton has had had we have a great school system we really do we are a great small school we have uh PBIS that is gold at our Elementary School uh the high school is has moved to bronze this year we have some behaviors in check that teachers were concerned about we have a new literacy program we had Project Lead the Way that has come in um we have made so many improvements we've gone one toone with Chromebooks we've rewired the entire School throughout the pandemic we have an entirely new HVAC system that saving us up to 30% on our our our bills on Heating and electricity we have upgraded all of
006our security systems in our building and controlled access we have cameras we have a new central office even though controversial it was a direction of the board in 2017 not a new building from the early 1990s this building was built and we've been able to defay some of our cost with Durham bus services to the tune of $100,000 by letting them have the building next door and the parking out there so over five years we're going to save $100,000 on Transportation so we've done a lot of good things in the board and that's just a short piece of the list but we also have the lady cards going to the final four for the fifth time in six years because we got to put another champion poster on the wall in there so a lot
007of sports and activities being very successful an exceptional a program a Deca program uh we've got FBLA we do a lot for a small school district we get a lot out of our dollar and one of the best things that we have in this school district is a great group of teachers that are committed a community of Learners that are committed to our kids so I'd loved being in this District um but next year I will spend a lot of my time and effort in transition for the new superintendent that the Board of Education will have a process by which they choose that superintendent and mayor and msba are both here to give them some options on how they're going to do that in the interest of transparency that's why we're doing it an open
008session not in closed session and some kind of a secret meeting we want everybody to know how we're going to choose a separate superintendent because in 2017 I was the last hired superintendent in the state August 1 was my first day so um this is year nine coming up and I intend to finish strong and do a good clean handoff of a baton to someone to take it even further and to continue to push into kids and our teachers and our programs and to rise to the challenges that come up in any District so I'm very proud of the fact that I spent my last I'm going to spend my last nine years here um I'm very proud of the administrators that have been here very proud of the teachers that have grown here not
009just because of me but because they all work together so without further Ado we will have uh mayor come on up first Jerry Cochran you have some handouts for the board and then I'll give you the podium up here there's a microphone here so we do want you he Jerry [Music] thank you want to thank you Dr Robinson I would concur and and Echo the sentiments he talked about you know the school here at Tipton um doing 18 years and living 30 years in coold Camp always looked and respected uh you know the school district and and the things that you all have accomplished and I would like to Echo two good luck to the Tipton lady Cardinals it it won't be easy but you're back at the final four and that's wonderful uh real
010quick as far as you know our process at the mayor Missouri Association real education uh we're proud of the fact I think we've done more searches in Missouri the last three years than than others but at the same time whichever way you go you're going to get a good good product uh you know you get two great representatives from msba here tonight and and hopefully I'd like to think that we're similar in what we do and it's just whatever you're comfortable with but uh it is an open objective and and it makes it transparent as far as the process goes to select your new superintendent it's the biggest decision you're going to make so hopefully you'll you know take that into consideration and and really sit down and go through things uh really thorough as
011as you make that decision uh the booklets I handed out there to you uh are pretty self-explanatory uh we'd like to think we we have a process I think it's similar to other processes but we break it down into like five steps we first start to assess the district uh which we we do and if you you turn on page 21 I think it is that's a vacancy notice that we send out mail out to all the school districts in state of Missouri uh we don't send them to St Louis in Kansas City but pretty much every everybody else receives that uh you know to let them know that you're you got an opening and I think another strength of our search is is our recruitment we get out and go to all the meetings
012uh uh Kevin San who's my boss executive director of Mayor he covers half the state I cover the other half the state of the supern meetings Regional meetings each and every month so we get out there we'll see people talk to them and do that Rec recting that way uh you know and if we do uh do your search uh after we recruit we have a deadline we get those applications in we'll screen them uh I'm one of seven Consultants with mayor uh I will share those those names and and so we'll have several eyes on those applications so it's just not me looking at them the the other Consultants that work the other parts of the state will also give me some input on those applicants if they've heard of something but I do
013the bulk of the screen screening as far as calling and checking out those applications uh then I would come back to a board meeting a special board meeting and bring all the applications to you we would review those uh talk about uh you know what you're looking for and I can tell you all the the you know the good and bad of all the applicants and and you can look at all of them as we go through them uh we would walk through the process of setting up interviews that would be my job we try to make this as seamless as possible to where we do most of the work you get the the results and then you make the decision so you don't have to receive the applications they come to us but you
014do end up with them and you do keep them so uh once you get the applications in we would come back have that special board meeting you would determine how many you want to interview whether that's two whether that's four and we can never guarantee how many applicat you're going to get but by virtue of what many of the things that Dr Robinson said I think you should get some good applications I think you should get several so it should be a a good job out there uh for somebody to make a move up or to somebody to break in so I think you're going to get some good applications uh we set up the interview process we provide you with some questions of what to ask how to how to uh score those answers
015uh provide you with some questions that that you don't want to ask and uh you do the interviews you make consensus and and make a decision uh the board president usually would give me a call tell me who you'd like to select usually you call them and offer them the job but I call the other applicants who do not get the job like good cop bad cop kind of deal and so we we kind of do that to take that off your your back there and then afterwards once you do select somebody we've got some follow-up uh PR stuff that you can put in papers uh release to the staff plus we're putting a pack a good packet together for that new superintendent to come in especially if they don't have any experience so we
016follow up with that new superintendent during that you know transition period when they come in in July first and meet with them or get them on the phone and talk to them and talk to them through those kind of things that they need to know and as as they process through hopefully you'll get somebody with experience and you don't need as much followup as far as that goes uh it's not an exact science uh but at the same time uh you know we think we've got it down pretty well uh because we we've do this so many times uh the turnover is is tremendous in the state of Missouri the last three or four years as far as super go and I think John and Christine both you know would uh Linda would both say
017that too and uh uh you know they they've done some quality searches as as we have and and but we would like to offer our services out there I think that the cost is in there it's it's a straight cost there's no add-ons it's based on the number of students in in the district and you can look that as far as you you go there and uh uh we would come and meet with you as many times as you'd like us to meet uh usually uh if you if we're selected we'll come back we'll go over the criteria you want to go then I'll come back again with with the applications and set up the interview process and and walk you through that so real quickly gone through that don't want to keep your board
018meeting too long questions if you got some I would be more than happy to answer can you talk about um the hot hiring periods like what months are are people being hired in I don't know if you have good question and and we look at it two three different ways I think some people like to do it as quick as we can but I personally and I see better I think you're better off waiting until after the first quarter of the school district which is two-thirds the way through October because I think then Pro prospective applicants kind of know whether they're on the move or not I think if you if you try to do it before the end of the first quarter they're still getting the school year started so I would I would
019kind of propose you know you you close early early December an interview you know right after that and that way if you do that you could have that selected person come to at least six board meetings before they take over because they're going to come and they're going to want to sit in and and watch your your board meetings now it is your search so if you if you would want a quicker search as far as you know indate before Thanksgiving even before that that can be done too uh but I I think for my opinion I would wait to close it first week of December hire that person the next week and then you know I think you're going to get good applicants that way so it you never know it's to me one
020of the most important things to attract candidates is what you're offering that candidate you know sometimes the salary is a touchy situation but I think you've got to make sure you're offering a competitive salary from your area here and you know we can provide you with numbers like that what somebody's making whether it's Smithton whether it's co Camp whether it's California we can provide that information too I mean it's it's available out there on des's website too but I think you know uh I I would wait till then but again that would be totally up to you I go one more this is one sheet of why we think you should contract with bear just some things there for you to to uh digest but if you've got some other questions I'd be more than
021happy to try to answer that's it Terry appreciate thank you for the opportunity ladies and gentlemen good luck either way you thank you Lindon and John thank you Dr Robinson this is what you want me to be close to okay I'm a RoR so I will do my best to stay it's good it's good thank you all for having us tonight my name is Linda quinley with Missouri school boards Association and John who would be the lead consultant on this search John DS is um here with me as my partner so very quickly I want to reiterate a few things Jerry said you're gonna have a great search with either one of these organizations we of course as your board organization would love to do the work for you um but John and I both
022have a lot of public school experience I while my title is senior director of school Finance I also now oversee Our member services which happens to include super attendent search and so we've had the opportunity to work on several of those this year as a school board organization just sharing with you that we are private not for-profit you guys know that we are membership organization school boards only and we've been around a very long time we've been around since 1936 have done well over 600 searches and um have been doing searches for 40 years we also like mayor have a lot of experience in that love your mission and vision and just know that when as we're we're looking for candidates one of the big things is for us to help you write a job
023description and questions and involvement that really focus on making sure you find a leader that you think can mirror and match that mission and vision I'm going to turn this over to John and let him introduce himself real quickly and talk to you about what the work will look like hi John DS former superintendent of the Hallsville School District in 19 in 1997 uh when I started in Hallsville we were in the same conference but uh it's been a while since I've been the Little Dixie conference it's a long time ago um this is our uh outline of our process I think what you'll find is very similar to what Jerry just described to you uh that mayor would provide you with uh our acception being the post search support which is the part that
024we're very proud of with respect to our process I'm not going to read all of these slides to you uh but you had asked about the timeline uh as Jerry said I I would recommend not going too too early we've crafted a sample timeline for you but again it's going to be at your discretion as a board and we're going to work with you to help you through the process that you feel will be best for Tipton um but we would suggest as well waiting until after first quarter uh if you go too soon people aren't certain that they are ready to leave their District yet if they are acting as an administrator uh and hiring season as you know typically is in the winter and so so this timeline is just an example of
025the 8 week process that we would normally recommend to a school district to follow uh in that process there are a couple of options that are available to you many districts elect to do an online community survey uh we are happy to facilitate that for you uh so that you don't have to fool with trying to solicit responses and gather them and sift through them yourselves we will take care of all that some districts uh like to host a community Forum one or more Community forums that's an option available to you as well uh it's up to you to decide what you think will work best for your district and then we take all that information we synthesize it and we produce a report for you that provide you the most important uh key findings
026from either the community survey the forums or both on what's most important to your community as you look for your next superintendent um we do recruiting as well we post throughout Missouri on all of the different uh websites we post on our website and then we also do Outreach in a number of other ways we engage with uh college and university prep programs where they are training up superintendant to find out who's moved through their system and is now ready to be on the marketplace we social media of course and we talk with uh people who are in districts currently to ask them about the possibilities of making a move one of the um big benefits that we provide is our superintendent liaison we have nine recently retired superintendents who represent uh different areas of
027the state and you can see where we are I'm that green area regions five to six and so we have almost all of us came out of the school districts within the last year or two so we have lots of connections across the state we're engaged with other superintendents and school districts throughout our region and so that's a real strength of our offering that we have those current connections all throughout the state of Missouri we post on our website your um job posting along with the others all of the job post we have a summary with your name uh and the basics and then a link to the full job description and requirements as you decide them for your superintendent vacancy and will we would work with the board to create a job posting uh
028such as this after we meet with the board and talk through all these items what does the compensation package look like what does the contract look like and Etc there'll be lots of things for you to discuss and decide and then we'll craft your job posting to match we recruit uh from across all over the state this season is still uh not concluded so these are last year's numbers but over last year we had an average of 18 applicants per job uh 38% of them out of state 48% of the people that we placed had Doctorate Degrees uh 25% female candidates that were hired and 8% of candidates in the job pool were minorities and so we are committed to finding a diverse pool of candidates for you so that you have the opportunity to
029vet them and select the best person that's the match for TI uh during the after the recruitment process is underway and people have submitted applications we have a process in place to keep you as the board updated on where we are every week you'll receive the applications of everyone who has applied for the position full application their letters of reference Etc resumés so that you can start going through them immediately and don't have to wait until the end of the process after the application period has closed you will receive some additional information disclosures that are required by law and then also any narratives that we asked them to complete while they were filling out their application the board has input on that as well typically we ask everyone why do you think tipped in is
030a good fit for you if there are other questions you would like us to ask applicants we can do that and then you would receive the written responses from all the applicants to those questions that you asked and then after the period is completely closed the board would meet we will meet with you you would go through um each applicant you'll have reference summaries uh social media report for um the people especially the finalists that you select and then information on their lure in that meeting we'll provide you with candidates by tiers we will vet all of your candidates um and then place them into tiers most qualified per the requirements that you have established also qualified but maybe don't meet all of your preferred qualifications and then folks who may not be qualified for
031the position the you don't pick have to pick who we have vetted as the top you get to make the final decision on who it is that you move forward with in the process we just try to help you with that process by sorting them into tears before you even start that conversation you'll receive a one-page summary on every single candidate that summary will include their current position and what they're making their history as an administrator um in their career and then also quotes from their references of course you'll have all the reference letters that we receive but we also have folks file a confidential reference uh submission for candidates we send that out to them by email and so we take the quotes from those and provide those to you as well we find
032that those tend to be a little more honest than reference letters sometimes s um screening and interviewing process goes the way that you think is best as a district and we'll help you through that some districts just want to take that big pool and move straight to finalist some want to filter down by having shorter screening interviews maybe identifying seven to eight applicants that you want to spend 30 minutes with that could be by Zoom or in person the we uh request that you do the same for everyone to keep it fair and then after that of course you'll narrow it down to three to four really high quality candidates and have longer formal interviews with them we will help you through that whole process help you craft questions help you set up the interviews
033we'll be there to help facilitate the interviews we'll be with you through each step of the process after that comes the hiring phase we with every finalist we ask them to fill out a pre-negotiation questionnaire that helps to make sure that they are serious about coming and that they've talked with their families about coming and that they're committed to the Tipton uh School District before we even have finalist interviews we conduct interviews in person and then uh we meet with you again to talk through those interviews and help you in whatever ways we can as you make the final um selection of your next superintendant we also do uh what's called the disk which is kind of like a professional slers it inventory um on the finalist some districts really like that as an additional
034piece of information because it provide you with more info about each candidate and what it is that motivates them as a professional and you can see if maybe that lines up with your priorities as a school district we support your negotiations through the contract phase um between your board president and your selected candidate will help you make sure that you get your background check done that's something the district has to do not us uh we'll help you with crafting an announcement and we'll even help you uh with a video if you'd like to create one we have a sample one here figure out how to make it play I don't know is there sound good that's okay that's okay yeah you don't have to you don't have to work anyway we will have your board
035president if your board president would like and this is right City's board president who came and talked about their new hire of their superintendent for last year and then have your uh new superintendent as well come can come to our uh professional studio at msba to craft a video which then can be released to the community to introduce your new superintendent to everyone post search support uh is provided by a team and that team includes me as the superintendent liaison for region five uh and six and so I am uh going to be available to your new superintendent through that Lisa Neer who works in our leadership development uh Department she is the one who would provide support in some of the Direct Services that we provide to you to facilitate that transition that Linda
036will talk about in just a second and of course Linda is an expert on school Finance who provides support to new superintendent as well Linda you want to talk about these so quickly um we start these post supports and we do really think this is what sets us apart you'll see some numbers in a minute that show you that our superintendents are becoming less and less experienced as they move into the role because we have as Jerry mentioned transitioned so many superintendents we've had so many retirements we've lost a lot of expertise so our superintendents are younger than they used to be so we want to make sure that our new hires are highly successful so we've created these post supports to do that we will have a jamboree day in July where it's a
037time to come into our office with leadership do some team building learn some very specific things about your APR your finance and those kinds of things just a jump start and the new governance team workshop where Lisa would come in and work with you in the board and the new hire set your Norms how do you want to communicate what are your expectations help you bring that new hire in we'll also give you six months of superintendent evaluation process at no additional cost I do a one-on-one I come spend a day with that new leader and talk about this District's Finance help make sure they understand them where are your challenges where are your opportunities and then have them know I'm a resource right I'm available for them John ongoing as needed for whatever board
038relations community relations and then we have a finance mentorship that is optional for an additional cost but all of those things above are included in our fee search price that that you have here are some preliminary numbers really just to go back to that we've transitioned a lot of superintendents like Jerry said the last couple of years there have been over 90 superintendent transitions in the past couple of year years this year it only looks like 55 is we have 51 right now that are open in the current year season's still it's getting late but it's still open but you can see here it's hard to see but only 12% of the new hires this year regardless of who did the search are sitting superintendents going to that we're seeing them leave the field so
039we're seeing less movement of superintendant and we're seeing more hires of central office staff assistant superintendents and then um that's the 41% and you see principals at 29% so the largest group of who's being placed in superintendent roles do not have any superintendent experience which is a reason we think those post supports are so critically important on the right our chart shows you that 59% of our the placements this year regardless of who did the search are coming from within the Missouri but they're just moving between districts 33% have been internal hires whether they be a principal um there's one new superintendent next year who is a teacher this year and she's going to be a superintendent next year that's a big big jump um but 8% are coming from out of state so not
040very many our fee for the search is $4,400 and it includes all of those post support support similarity to Mayor it's a one time that's it we don't charge it for anything after that um do include those items that we talked about we come with a guarantee that if for whatever reason a year down the road either the superintendent or the board feels like this isn't a fifth it's not working or they just have some other opportunity they want to take advantage of we will redo that search for only $1,500 and any travel cost which is minimal because we just live down the road um but really important for you to know that we are here to make sure that this is long-term successful and if it's not we're going to guarantee you that we'll
041come back at it again so here's what makes us different John all those superintendent liaison who are so connected across the state who are outreaching and looking for candidates for you and those post support that's really really different for us but we're really proud of that work so we would take any questions you have if we didn't hit anything we know you have a very exciting topic of teacher comp tonight which is one of my personal passion so I'd love to stay but I'm not going to I have a question about reference checks um is that something that you guys do or the district typically does we do we do and similarly to Mayor we do all of the work so that you can focus on the candidate and then we bring that information to
042you and and I guess I mean I know we would post a range of salary but do we also have a I assume in the questionnaire maybe a expectation that we collect the candidates to about what their starting salary would be that is part of at pre-negotiation form they fill that out they've already seen the posting so they know what you're offering but they might fill out like I need medical insurance I need life insurance and so all the things that they would expect to have included in their contract we know when those finalists come to the table before you yep anything else thank you very much for letting us join you I'm just curious too just out of curiosity you keep mentioning the hiring season when is the hiring season so the hiring season
043is late fall through now theoretically you'd like to have everybody hired by the 1st of March but we did just have two open up um this week because superintendent got a job in like a small school soup went to a large school as an assistant soup so now there's an opening up North but pretty much the season is over I think the timing that we suggested is a really good one for you get out be one of those fairly early fall but not too early so that people are actively looking and get that higher wrapped up by the end of January I agree with Jerry they want to come sit in on your your meetings spend as much time with Dr Robinson as they can so I think an ideal time for you is exactly
044what he said let's get started in early November get done into January I hired my replacement right around winter break and that allowed the entire second semester for my replacement and I to meet first monthly and then every other week so that we could facilitate that transition we were both four day school weeks so we both had Mondays off so we were able to touch base a couple of Mondays a month it really helped to streamline that transition and if you if you remember those statistics on who's coming into superintendent RS it is really likely that you will get a first-time superintendent and so that time that they can have with Dr Robinson will be really valuable in addition to those supports we offer thank you thank you thank you [Music] all right me we
045have a a positive let's start with a positive the Declaration by our governor it is School Board appreciation month I believe you guys have a certificate there um and also our CTA um has your dinner tonight so they provided blind hog dinner tonight that's awesome I knew Dereck would like it that's why I said go with blind um so that's going to be waiting for you for a close session before we jump there so um you have an analysis that I gave to you I'm going to do a short presentation it's kind of my warmup because next week we have a community Forum on March 20th and that will be at 6:30 at Como and I hope everybody that wants to come will come but I'm going to try to go through these slides quickly
046but uh Happy fiveyear annivers well sorry let's go back to some more positives I mentioned a lot of positives the last time but there's been so many things that have gone well in the last eight years that um when you do go out and look for superintendent this is exactly what they're going to look at they're going to analyze us as much as anything and so I think there are a lot of things that we can we can push out there that have been going well in Tipton that will bring a lot of good candidates and someone good to come in and take the hel so now happy anniversary happy fiveyear anniversary I heard on the TV yesterday of the pandemic everybody I know just wants to clap for that I can I can what
047nobody wants to clap put a mask on and social distance and put the okay no nobody wants to do that anymore so we have some post-pandemic realities in education that I want to talk about because it takes a lot to process what happened since the pandemic hit and Kelly kler was packing lunches in the cafeteria to put on the bus for rockand to go out and deliver to all the four little kids that were sitting at home and me looking at Kelly and say what else can we do here put several of those in my van I'm going up here to the hill on the trailer court to deliver meals because all our poor little kids don't know what's going on because they're sitting at home every day well that's just a little Peak into
048how much fun that was we won't be celebrating the pandemic I can tell you that much but if you remember everything closed everything kind of got a little weird and we learned that inflation wasn't transitory even though there was one political leader that says it was the new normal includes a lot of inflation it's like a great reset if you watch the the Marvel movies you know when they talked about you know um Thanos snapping his fingers and some people know what I'm talking about and it reset the whole world and half the world disappeared it's like then they all came back five years later it's like this whole reset went on in the Marvel Universe if you follow any of those movies obviously I do wife did cry when Iron Man Died just so
049you know oh boy this is on tape she's GNA see that um but anyway The New Normal we had a lot of teachers that retired and said I've had enough I'm not wearing a mask I'm not doing all this stuff I'm not putting stuff online I'm I'm ready to go they left the profession created a ripple it's like a big boulder in the pond start Rippling throughout the state good teachers sought and they went to higher paying districts they had opportunities new teachers there weren't enough to fill those voids that were happening and not enough kids coming out of college that were certified and then when you were discovered because some legislators started paying attention teacher organizations started paying attention that Missouri ranked last in the USA for average teacher salaries so it was a
050perfect storm for the legislator paying attention in fact if you look at all 50 states I think I've used this before we rank 50th out of 50 on the percentage of State funding that is shielded toward education in Missouri that's from the state level that's not local and that's not federal so basically this was I like to say it was by Design it's in the formula this is what Missouri has done for education and for salaries and for valuing Education Unfortunately they have left it to the local community to decide if they want to have a school now some of you are old enough to remember Little House on the Prairie raise your hand if you remember Little House on the Prairie and some of you even know watched Little House on the prairy long
051enough to know Laura angles Wilder eventually became a what in the town raise your hand teachers come on you know what she became she became a teacher that's right she did and so the local Town fathers had to come together and they had to decid what they were going to play a pay I think it was Miss Taylor she got married and they had to decide if they're going to pay her whether she's going to she's going to have to take the coal and heat up the room and did she have to sharpen the quills and what all her duties were they had to decide what they were going to pay for the Lord to be the teacher and every little town W that robob and all around there used to be one room School
052houses in Missouri and that's what towns did the local Town decided what their teacher was worth they put value on them and they recruited them in you know they might have just gone to grammar school or finished the 10th grade or whatever it was but they hired a young gal to come in usually sometimes a guy it would be but they they teach grades they just have one grade they talk right no it's K 12 K 12 that's what they do so we haven't done that in a while right so the new normal because they started looking at salaries because now we're at the Modern Age where we offer a lot for kids because they have to with the whole world out there they changed what the minimum teacher salary was now without reading the
053slide teachers what was the what was the minimum salary before the Senate Bill 727 passed help me out teachers you're here what was the minimum teacher salary we're not raising our hand I call 25,000 and it had been that way for many many years I want to say 15 or more years at least and have been sitting there for a long time it increases it from 25,000 to 40,000 this law passed in June 2024 because the state legislature likes to do things right at the end of the fiscal year when you're trying to make plans for the next year and you've been actually planning for the next year since January or February and they said in 2526 this act increases the salary and you're going to go from and I got a little better look
054at it but they said we want you to increase your salaries you school districts we're kind of pushing into you we're telling you local people to come up with this we might give you some State money in fact we put a little thing in here the general assembly May appropriate Monies to a fund teacher Baseline salary grant program and we have been taking that teacher Baseline salary grant program to bring our salaries up because it was offered so it's now state law it wasn't state law they were just dangling some carrots out there here you want to take this SC pull your teacher salaries up so in 2526 the new normal after the pandemic after we kind of discover we're last is 40,000 for the minimum salary 46,000 for Masters plus 10 years of experience
055that's what it is for 2526 this is how it keeps going or where it started 2122 they offered a 38k minimum Grant it was not law just you take it believe it 22 23 it was 40 23 24 it was 40 2425 it was 40 2526 it has to be determined of course they'll wait till June it could be 40K it could be 40 and 46k they may help us move up to there but the new normal is here and that may sound good we can get a grant to move people up but some of the teachers already know this this is our piece of our salary schedule and it's down at the low end 25 of our teachers will fall into this green zone right here this green zone is everybody who falls into
056and this goes and I should move that square and I will so you can see it shouldn't have done that now we'll go slideshow so everybody everybody in this green zone all the way down to 12 years 13 years 395 that means they get a five $500 bump on the grant they'll go to 40 but you could be trapped in this green zone for up to 13 years this is what's going on we've been taking this grant to get them there and now if it comes up again we could take it again but that means how much of a raise for our teachers over that time period Well since 22 23 they would be sitting at 4 K again so up to 25 people sitting there because they're caught in this green zone where real
057minimum salary is for tipon right now which with a bachelor certification certified teacher is 335 that a b bs degree with a sub certification or temporary authorization certification I think that's what that sounds stands for again correct me um that you can do through Desi or if you just have the subir is where we pay those teachers in the green zone but they've been bumped up for the past three years are we going to do that again for the fourth year and basically give them no rise we basically keep our salary schedule right here this is approved back in 2023 so there's some key questions we have to answer in my mind New Normal are our salaries for teachers competitive and comparable to schools our size I think that's a fair question to ask let's
058look around and see what the going rate is for a school hour size so are we complying with the new Sal new teacher minimum salary law that's SB 727 which I just showed you what is the cost to be comparable and competitive and we'll talk about what we mean by that and what cuts are we making to meet our budget that's an important question so let's start with an operational definition what do we mean when we say competitive and comparable competitive means on average okay comparable means the steps and the levels that other schools are offering this is not with all schools we are not going to be able to compete with Springfield Public Schools we're not going to be able to compete with sadelia we're not going to be able to compete with Elden
059we're not going to be able to compete with Jefferson City we're probably not going to be able to compete very well with California we're just too small we don't bring in enough money so with like-sized schools I try to keep it reasonable I looked at 16 other schools that are like size so anywhere from about the low 500s all the way up to I think 768 is the highest one this is what they're paying and I use mst's data I use four of their data points what they're paying at The Bachelor is minimum anybody notice anything right here they're all stuck at 42 as well not two but as well bachelor's maximum how much they pay a teacher with a bachelor's three all the way down then the bachelor's minimum all the way down that's
060the minimum they will pay for teachers with bachum and then how much a teacher the most they can make on their salary schedule right there so where is Tipton in this mix right Tipp with our enrollment which is right in the mix with these other schools their bachelor's minimum compared to those other schools we're right on point everybody's at 40 bachelor's maximum we're actually about 27 $17 above on average the V was minimum were under $140 which is negligible that's not a big deal but the salary schedule maximum were about $3,300 off so the incentive to stay here long term is a little off hey Dr Rob quick question that slide before where you showed a bunch of schools at 40 are those do you know the percentage of those that took the grant to
061get they probably all are I would say they all are they're all sitting at 40 okay y there you go so there's your variance so we can start asking questions our salaries for teachers competitive and comparable to side we're behind about $3,300 on the max salary we offer right now this is 2425 not next year current year current year we will not know what they do next year I can guarantee they probably will go up in some way are we complying with the new teacher minimum salary law the answer is no because we're at 335 for a bachelor's degree CER teacher the minimum for Masters plus 10 is right now 445 but it has to be 46 are we complying with the new teacher minimum salary offer up coming years answer is no not yet
062because we don't have to but this is what's coming so in 26 27 after next year we're going to 40K and 47k for those two markers I'm have grab my water CU I'm starting to get CAU now 2728 it goes to 40 and 48 28 29 it gets interesting it's tied to the CPI Consumer Price Index up to 3% and that's the law this year CPI was 2.9% and they will issue that to us in January and then you will have to put that on the salary schedule some districts already saying this is going to bankrupt us state says it's the law what's the cost to be comparable and competitive to our district right now if we were going to be comparable competitive make that $3,300 change move everybody up to 40,000 give everybody their
063years of experience so we don't put them down in the do rooms of the 30 somethings anymore that's the adjustment our Max would go to 645 bring our salaries up to 40,000 with yearly steps at 500 per year it's $238,000 added to our payroll and there are a lot of districts in the exact same spot this is not just tip this is everywhere so what cuts are we making to meet our budget these aren't fun I surveyed just to give you some background through mayor who was here tonight they helped me with this to get it distributed Statewide but 120 schools responded half of them said they will need to raise their operational Levy and they will need to make cutbacks these are superintendents that were responding to that this is what they're doing so
064our hard Cuts we've looked at attrition attrition can be slow sometimes attrition other bad thing about attrition is it's random you don't know who is not coming back until they tell you they're not coming back immediately you're looking at their position and saying can we fill that position or can we not fill that position can we cover Coral music teacher we have not hired that position back that would be a hard cut business teacher that can be absorbed by teachers we currently have on staff that have done parts of that job the interventionist we don't have to bring that position back we've started that during the pandemic when kids were having a lot of trouble it is a necessary position but we can ask our teachers to be more proactive about their intervention and how
065they're going to accomplish that on an individual basis for their classes support staff to be determined our title Aid to be determined whether we need it or not so those are some hard Cuts we're talking about teachers there are some recent Cuts we cut the facts program and the teacher we cut a lunch clerk we cut an elementary teacher we cut a half of a counselor we used have two counselors we cut half of administrator we have a half of assistant principal now I look with Julie rolls this week we can cut two best routes and go down to four per day we were at five and four and what used to be five and five at one point we had six routes when I first came here we can go down to four per
066day this will lead to longer route times for students the longest route will be a little over an hour that's not ideal I know the first question comes up to you well by law how long the routes have to be anybody know there's Transportation laws or federal laws govern all that I looked it up got on the Des website there the maximum time a student can ride a bus it's not a good answer the Maximum Ride time is set by the Board of Education there are no restrictions on ride time within the Missouri statute or State Board of Education regulations so we can go to four routs our ride times will get longer so here's a summation SP 727 is the law we are not in full compliance we're making significant cuts to Personnel through
067attrition and services buses if we suppress our salary schedule for the fourth year in a row about 25 of our teachers will not see a raise they'll be stuck again at $40,000 if we do not adopt the salary schedule as comparative and competitive and compliant with the law we can expect to lose teachers in the near future and this will be an issue well into the future it's not going away it's not going away our APR is a good point accreditation has gone up the past three years in a row by almost 10 points if we don't retain good teachers we can expect it will go down responding to The New Normal I believe this is my recommendation to adopt the salary schedule in compliance with the law and ends the Frozen 40K schedule for
068teachers continue to run a spec a levy specifically for tell for teacher salaries until it passes there is one April 8th it is 50 Cents def Fray as much of the cost of the salary scheduled by attrition and cutting programs and services not required by the law until we have a levy that supports salaries which are compliant with the law reduce or completely eliminate any non-essential maintenance so we'll defer maintenance which is not a good thing because you're just kicking the can down the road on what you need to do and transfer only what's needed to the Capital 4 fund four which we've already started that so the board has three choices this is the board's leadership we can only choose our actions not the consequences of our actions some things are outside of our
069control what's inside your control is what you do now you can table the recommendation I gave you I think you can expect to loosen teachers we already have teachers that are interviewing in other places and they're looking at opportunities I know that because our teachers talk to us because we're free and open with that teachers have financial goals we can keep the current 2324 schedule and make it the 25 26 schedule expect to lose some teachers we will offer contracts this month with that old schedule while further behind other schools our size in Mid Missouri and it will negatively I would expect affect our annual performance review as we lose the people we've trained that know our kids that make that investment in them we pass a new schedule is my recommendation we expect to
070keep more of our teachers we'll offer contracts this month with the new schedule we expect some growth in our APR from our teachers because they're going to work hard for us and I know that and I expect our teachers to be Val feel valued in appreciated and I expect to run the levy again if it does not pass money that's what we want to know about Dr Rob you're you're talking about adding almost a quarter million dollars to payroll yep at the end of 2425 I expect to have about 27 $2.7 million in the bank unrestricted in fund one and2 that's between 35 and 38% is what I expect that's what we budgeted for we can start spending down this fund we will not be in financial distress quite yet but investing in our teachers
071is a good investment because it's investment in our school you don't have good great teachers you don't have a great School you'd have a building I believe the levy will pass eventually about 230,000 more to our payroll is a loss of about 4% 5% right in there of our fund balance so we can expect to be deficit spending we will start losing our fund balance some but we can do it I don't want to do it because I want to balance the budget here's another thing that may come up we'll find out in June because again legislator doesn't want to tell us anything until the end of June right now we're at 6760 State adequacy Target for kid and what we're guaranteed to get from the state it could move to 7,100 that's $400 more
072per kid 88 well that could be $200,000 very easily if they honor it unfortunately the governor and his state of State address decided to tell us all that schools are failing they're not doing enough and we just can't keep throwing money at the problem I did not like that I got on TV about that and I had a few words to say because I said 'old on a minute public schools are building our entire communities teachers dedicating the whole whole careers the kids you're basically saying you're not going to follow the law which says it should go up to 7,100 what we should get get paid I can't control the governor but I can say something about it that story was carried Statewide along with msta and other school leaders that could help us quite
073a bit but we don't know what's going to happen there it may be stuck here the new Levy of 50 cents 250 to $300,000 that could generate here's one that's really distressing open enrollment got a little bit on that because I threw it on here at about four o'clock today get to that in a minute are we going to be discre decreasing in kids are they leaving us or are we going to increase kids we going to get kids from around the area more attrition there may be more attrition opportunities we need to cut more if we can so 6760 this came out early this week or late that was Monday it's predicted to be paid this year for fy2 remember I told you they were shorting us a little bit they pretty much it's
074it was supposed to be 6760 this whole year they've given it 6650 6500 kind of trailing along to make sure all the tax money comes in see this is real time that money comes in they're seeing enough Revenue now that we are going to be paid 6760 they'll catch up in June open enrollment we could see a loss of 3% of our kids or we could gain a lot more if we accept them those that just pass the House of Representatives today there it is just came up March 12th as current as it gets it's headed to the Senate this is the fifth year in a row I talked to Willard Haley a few times he expects it's going to pass the Senate and this will become law that is the general consensus on open
075enrollment so what would that legislation do it allows students to enroll in neighboring districts on approval 88-69 this is how they voted Brad poot used to be the superintendent in selia he has been pushing this for quite some time five years in a row narly pass the house four times never come to vote in Senate but now it's over in the Senate so a 3% cap on the number of students that may leave a school district in a year what does that cost tipon if 3% of our kids decide to lose to to leave losing 3% is about $120,000 per year at 3% Le so that I'm to throw in there is why things like having your facilities look nice passing Bond issues to improve facilities to draw kids anybody sensing that school is like
076a business Enterprise now what do you think Miss Bailey business we got to draw customers sounds familiar from your your perspective doesn't it we have to have a reason families come here to raise their kids and put them in school it's why that bond issue for the multi-purpose building is so important it's why putting up a new fence it's why fixing the track it's why fixing the HVAC it's why having good security it's why all these things are important it's why offering archery and basketball and all these things we do are important this just like Craig said at the beginning Dr Rob has not spent all your money we had the highest fund balance and at least as far back as I can look in the past 20 years in June 2024 40% you add
077in the restricted money which is the Fisher trust it would go up to 44 so the board's seeing everything and approves all bills every month and approves our budget each year I think that's important to know because these two issues that are are coming up that are important are not about Dr Rob it's about Tipton it's about our kids so what questions can I answer I saw boat writing some down you saw me writing some down yes did you write one down well I I think the first question I was I wrote down was that um you and I knew this we've received the grant what three years in a row is that correct or four I wrote four that may not be right four is there anything that I assume that Grant is in
078place to help districts that are having trouble financially meet to meet these requirements right yes so is there any thing that you see that would prevent Tipton from collecting those grants a fifth year in a row no all you have to do is suppress your salary schedule keep it just like it is we'll just go claim a grant keep 25 of your teachers at $40,000 do you know the to Total dollar amount of that this year $125,000 okay that's what we claimed say it again that's what we claimed that's what we're claiming this year yep so so just to be clear that if we accept this proposal then we would not be able to collect $125,000 potentially potenti that's correct okay because you've now moved your salary schedule in compliance with the law and you're
079using your fund balance to do it and you're using attrition to do it cutbacks to do it do you have any feel for um what all those schools that were on that spreadsheet before at 40,000 are doing yes I mean are they I have a survey to tell you what they're doing and I can send it to you it probably won't come up on this screen very well and that's the ser around with may let me think what I meant I I named it why you pulling that up when is the application period for that I mean is that now I know it's not we wouldn't know until June but like people probably in July I've got a handout from Jessie that's several pages long on how we do that these are all the districts
080that that responded to the survey that I sent and what they were talking about Bo when I said 50% of them are looking at Levy increases or cutbacks that's what they're doing these are 122 responses yeah I mean I yeah I mean because at the end of the day you I got a slide up there that says are we going to comply with the law the answer is yes I mean as a district we have to right it just how do you get to that amount is the question and and I think that all the all these districts are probably doing the same thing because of the idea that these grants are not going to be guaranteed right so it's not certain L Colin looking at Cuts all you're communicating to staff going to be
081cutting Bing enrollment anticipated cuts to teaching all the stuff they're talking about all I saw were Cuts here's deferred maintenance elimination of 1.5 FTD um no we have to spend down our reserves to the point point we're asking for a levy an increase in April this is what they're doing here one teaching position abor the teacher teaching position here's an interesting one uh superintendent will retire and then use 550 rule to lessen the stress on a full salary for superintendent PL to absorb the custodian bus driver to combine multiple positions into one addition positions that are needed none yet next year three positions could be cut I told you we're not alone this is what's going on we're do Staffing not replacing the band teacher uh not replace sixth grade teachers do math coaches elementary
082teacher ebis teachers free support staff this is what's Rippling through this is the new reality all the way down uh you have a local levy issue let's see salaries at has passed not many some have some haven't the ones that I know of are Eugene Co camp and um Eugene Cole can't and Lynn has one on the B right now Dr Rob back and when we approved the increase in master pay yes when we worked on that schedule on the top end of it correct and you said we were going to deficit spend or how much was that amount that we were is that included with this 230 that we're looking at now or is that on top of that that's your new schedule Kelly that you see right there it's not on top of
083that this is what I would forecast we will pay more in payroll 230 is what you pay more in payroll going for next year because Le remember the amount and I gave you everybody on where they moved to so yeah so our total deficit spending not just with this ad the total more on payroll is 230 with the potential for you to go down about 4% four to five% I would estimate right but what would what would be the total deficit spending dollar amount if we were to accept this for payroll alone no for everything for everything I haven't figured up the whole everything what do you want the whole everything like operations all that other stuff well I mean we have $100 are we spending $180 now yeah I'm just trying to get an
084idea of I mean we we were deficit spend more in payroll I do not have the new budget put together I'm telling you just specifically about salaries how much more you yeah I know I mean we were we were deficit spending before I'm just trying to figure out how much more this adds into it to see what our total dollar amount is that's what I was asking and and the yeah that's that's a good point and with the cuts after we get all the cuts done we'll know in other words unless you guys tell me to go hire the business teacher again say and vote four to at least four to three I'm not hiring the business teacher back we haven't posted for that job I'm not going to hire the interventionist back we haven't
085posted for that but we haven't had discussion on the business teacher or the attrici yet I'm recommending that and I'm not posting the job if you want to direct the superintendent to do that you need to make a motion and vote four to three at least to tell me to do it but what I'm saying is we haven't we haven't as a board had any discussion on attrition we were told last meeting that Mr Co pepper and Bridget were making that decision they were looking to see if they can fill it and I told you tonight they can fill it currently who we have on staff how are we fing it we want to know like the right Curr so something she wanted to get back and do so she stays she would take over
086that piece we had um two classes this year in hard were extremely low in numbers so we EAS shift those classes graphic arts classes um last year when our business teaching was gone family issues stepped in helped out helped Run f last year done that at pretty good schools to so as long as he stays he that piece to that we didn't lose anything even your computer classes all that stuff I think that's why we hire our administrators kind of getting off topic well the only thing is it's not really off topic it's we haven't had time to discuss it needs be talking about teacher salaries right now we're not talking about postings we're not talking about teaching positions we're talking about yeah but he included attrition which as a part of that presentation my
087view on that is we hire our administrators to run the buildings yeah but we we don't need to be in the dark about it we don't we don't micromanage no we don't have to we're the ones that get the phone calls know why we're getting rid stuff that's why you signed up I understand it though I'm going to answer the questions okay then let's get back to S so raising the salary as suggested will not actually change the dollar amounts the teachers are currently being paid it just will mean that we will no longer need to collect the grant money is that correct you will not be collecting the grant any longer you will you've had some teachers stuck there for four years so they will get there four years stuck at 40 they would
088still still be at 40 they would not because they're going to get all their years experience they're going to go right to that level so if there it's their fifth year they'll go fifth year 4 plus $500 per year per step I'd have to look at it you have it actually if you look at it on the salary option you have everybody's salary right in front of you um if you can and we won't use names out loud but if you look at line oh I think this is to be discussed in new business isn't it it is and I'm just giving you information I'm just asking answering your questions not a problem do that answer your question they'll get all their years of experience so right now they do not they get years of
089experience below from 335 up that's what they get so if you look at line are you are you in that one Ashley if you go to line six you can see a teacher listed there it has a BS line six I know if you can see me highlighting that square for you where you see there at 335 this year so if you look straight over you can see that same teacher at step two so she will go from to 45 so it's 40,000 is our base your step two would be $500 increment You' be on the correct step as well any other questions for me okay moving on everybody's got the administrator reports in front of you any questions it's time to ask have nothing in Old business new business that's your Sal that's your
090sorry your calendar um still need to make a few little graphic changes there J helps me with that um but it does reflect a similar calendar what we've had before 161 days some pretty generous breaks um that's what I'm recommending how many built-in snow days all of them when you check on additional 60 hours to a schedule you are forgiven anything over 11 1104 okay you not have to make them up they still pay you the whole am it is a little bit of crazy math I understand it I went back and looked at the book just to check myself the other day because Carrie and I were talking about it it's like let's make sure we're right because we only do it a few times a year no questions see a motion do that
091now or do we get into I guess we're in it now yeah I'll move to approve the 2526 School cor motion seconded by C go in favor 70 Amy next is consideration of dirt work pro seeding for the practice field he could not be here tonight because he was out with kids thank you so I said Mr twinter we need a video tell us what you're talking about see if well first of all thank you for uh giving your attention to this pro project up here um sorry I couldn't be there tonight I'm at a FFA contest in California um Dr Rob asked me to put together an email or a video for you guys uh about possibly renovating this um practice field up here on top of the hill uh I think you've probably
092heard from Dr Dukey him and now you're hearing from me this really isn't a safe spot for football teams to be having collisions and practices on particularly in the summer if you just look down here at the ground um when you get this much traffic on an area like this it's nearly impossible to to keep grass growing especially if you don't have water luckily for us we do have water up here on the hill um but that sprinkler has to be manually rolled back which would mean every two days somebody would have to sit here for four hours and manually crank it back um and then on top of that if you look across here you can see you probably have you probably have at least 5T of fall across the football field so it's
093not an ideal playing surface for the boys to be practicing on um ideally if we could come in here and kind of level this out or at least drop that down a little bit over there um where it would still drain all the way across here that would kind of be the ideal situation and then um and then we could come in and why we've got that why we've kind of leveled this area off here um install some sprinkler heads similar to what we have on the football field down here um grass won't grow without water that's just pure and simple and this is this is a clay type soil up here um it's old fil dirt so you probably have to bring in some Top Soil um I've gotten you have a quote in
094front of you I think from Matt bidd with advanced turf Solutions uh he used to take care of elden's fields when he was the egg teacher down there and uh he estimated probably somewhere in the ballpark of $30 to $40,000 I think he's a little bit high on his on what his dirt work proposal would be I think you could probably get the dirt work done somewhere between 10 to 12 pretty easily and then you've got um you've got probably $10,000 in irrigation and probably another $110,000 in bringing in some top soil and seed and starter fertilizer and those things um it's one of those things if if they're not practicing up here they have to practice down there and um when they're when they're practicing down there that's going to turn into this up
095here if we don't have the space I've um one of the best things about having an active football program is it does require them to spend time practicing and when they're on this from July until December um it gets chewed up so if you have any questions I'm happy to answer I believe Dr Robert coach duke or several of you guys have my cell phone number so feel free to give me call anytime um or swing by tomorrow during parent teacher conferences I'd be happy to discuss it with you thank you and good luck tonight Dr did you have any additional comments on this uh thanks for giving me the opportunity I realize I've asked you for a great deal of capital and expenses to put the football program in a position to be successful
096but what Mr twinter said is absolutely true that area is not safe it's just grass is not going to grow up there it becomes dirt and concrete you're going to have kids that are going to it's imagine running on concrete in your cleats that's what it feels like and you can go up there and move the water around it's still not going to be effective from July to December if you don't don't do something you know we have had the opportunity to line that area which makes it better as a plane surface that you can be on a surface that you would actually compete on but there's holes and Hills and Valleys a few years ago God love him Tyler bear fell down I thought I lost him I the dip from high to low
097I couldn't see anything but his shoulders and his head um so in reality the the surface is not safe is it big enough sure we we'll practice on it but what Mr TR said is true uh we go down on the field to practice probably more than we need to and if we continue to be successful we're going to have to use the game field at some point during the playoffs because there's no lights up top and it gets dark around 5 o'clock 5:30 so there's going to be a tradeoff and the longer we can spend on that field the less we have to be on the game field the hard part of a grass field is that you you really have to say no to everybody who wants to get on it right if
098you want to keep it nice when gym class wants to get on it when loc local folks come and and play on that field and it's used consistently throughout the year it continues to wear on it right that was one of the pushes for an all weather surface is that you can always say yes we don't have that opportunity right now so there's times during the season where even Mr twinter will tell us you can't be on this field for the next two weeks that's kind of tough when you're not on a surface that you play on for two weeks except for Thursday for about minutes if you want to go up there and walk it you're welcome to do that I know several of you have there's people in here who have coached on
099that surface just not a safe environment and really it should be taken care of and that's going to require a significant Capital input I understand that uh but I think if you're going to make an error make it on the side of the kids and you know currently there's a significant number of young men from third grade through 12th grade who are participating in a sport that require that field any questions thank you I just need some direction from the board on how you would like this handled if you want a recommendation from me I can give you one I think just the the major concern on on that would would obviously be the safety piece of that I I think you look at injuries and the cost of those along with obviously the the
100injury piece of that itself that that that that would be what I would that I'm mostly concerned about I think that if we can fix this and make it safer for the kids to practice on I think that would be something worth spending money on I would be in favor of doing this personally I don't know I don't know if we can get grass established on there well enough for him go full board by July they move right that's my only issue so is is Mr twinter given us somewhat of a bid and then this bid here I think he thinks it should be less is what I heard talking to him that that let negotiate it out bring it back to the board let's have a plan or you can authorize a certain amount
101to get it done to Mr TN who handles all your grass and say Mr 20 you've got x amount of dollars get it done I can see doing some watering and fertilizing and seaing this year I don't think you can get dirt work done that's part of the reason I brought it up I didn't want to wait till June hey we still have months I mean we're talking a lot of grade difference is it really we need to bring in a bunch of top so or is it we need to cut off the high spot and bring it to the low spot and make a level you suggested well I mean I don't know what top so is going to cost but I guarantee the premium me that's going to help some of the drainage
102is something we can look at a dirt scoop one of the farmers got I don't know I'm just trying to think of the best way we can save money and still get what we all want is it cutting and bring it down or is it some level work that we need to do we get the holes out get the highs out I'm in agreement I don't think it's something we can cut on right now and have grass it might be something putting back for my or for after football season over start early whenever I'm not I know should see my lawn Terri we pay we pay people do it and it still looks terrible soundy well this really needs to beated top soil some type of soil put fertilizer and lots of water I think
103it could be done by J don't know get grass you have the growing season for grass by the time you hit the the oldtimers always was was Mr TW thinking about putting the system in or was that another subcontract he thought it would be from I heard 10 grand 10 grand to do that and he thought about 12,000 to get the dirt whatnot in there so 22 I think I added up $32,000 what he said to get it all done you want him to come back with a proposal next week want to talk to him yourself I would be f um we got I'm not a grass person I grass but I do we we've got to do something with it yeah there's there's a lot of traffic yeah there's something that we can do
104to make it safer I think we just look at options and make the right call on it I don't know if it's I just don't know enough about it if Dr Duke's got enough room to half of it we do quite a bit of work to practice on and then like a two-phase come back after football season and do the lower part where maybe bringing more dirt in L up then I'm hearing you want a full-fledged proposal from Mr twinter with cost estim that what I'm hearing how much of a time I know we only for this pretty tight one right pretty tight that's why I'm saying next week we come back and see you just for that we can do it next week yeah what day works for everybody Wednesday again Wednesday got days
105here meet out there look at Wednesday works for me the 19th probably meet on the football field okay Wednesday and have to go 46 it' be dark turn lights part of it anyway okay so you want to meet Wednesday 19th at the football field 5:30 do that will that give us enough light yeah 5:30 p.m. okay what time it get dark now later we're fine yeah 7:30 R oh yeah hey there window okay if we go 5:30 I'm going to be prowed but I mean I don't have to be there I can show up a little late I think I think we at okay whatever six six o' okay no worries okay 6 o' Wednesday 19th we'll meet over there good deal great ready calendar changes uh the teachers many of them who are here
106um talked to Mr IG and talked about changing when summer school opens up for the elementary primarily kind of get a little bit of summer school all summer with the high school with some of the additional hours and things that go on with a and whatnot they would like to start uh run 19 days from June 13th and then have Memorial Day off um so they would begin on May 19th miss pigw any same number of days moving it up teachers to do it that's what do a lot of our KS from dayare so bus a week also parents so they can send their gifts to daycare we have a week off before summer school starts and then we them back then she lets people go for a little bit and then brings them back
107it's just kind of a smoother transition we go from school to summer school and then last I'll make a motion to approve the summer school schedule change to begin May 19th R 19 days through June 13th got a motion by Ashley seconded by Amanda all in favor 708 and next you have the salary schedule we need to know what salary you're going to hire all of your teachers later tonight um in close session we need to know what salary schedule we're offering them for the 25 26 school year what are we putting on their contract are we using the old one or are we going with the recommended salary schedule questions comments I wasn't on the Lord this before so i' inqu question say we've got 25 teachers that are stuck at that 40 for
108four years corre well it be the fourth year coming out could be the fourth year yep so what was the jump that they had from before and when we started taking the grant was it like seven Grand was it like I'm just curious about we were so far behind on teachers that had a master's degrees plus you're talking about Master's Degree plus we made a big jump there because to bring ourselves in line to be comparable and competitive it varied by where you were on the schedule yeah some of them probably had a $7,000 jump because we were that far behind but it did not affect the lower end because we were taking the grant taking the grant taking the grant taking the grant but our actual salary schedule is 335 moving its way up
109in fact I think we started at 31 something but we started to reach up then I held it back because the grants there save her money um but uh does that answer your question so yeah if I think I understand this question I think if they're at the minimum then when we went to it would be $4,500 was the jump to 38 and then it would be 6,500 to from 30 to get up to 40 yeah I was just consider I was just looking over the time frame you know you know it's they would never pass 727 where would they be at in their normal steps are we that's not normal anymore well I understand that's not normal I'm just looking at picture I can I understand what you're saying I do get it I
110don't I don't we didn't we and any none of the other 17 total board members did not voice this on ourselves this is what the state of Missouri says is the minimum own salary now so now we're left to contend with it as a local school district it's like the local school district contended with how what are we going to pay LA Angels Wilder to be teacher they're telling us what we got to pay they're telling us and hoping our Levy increase passes in three weeks right it's not something I mean tabling is is an option right but if we do the 40 minimum and we give a step to each person on that what would that cost say a $500 step what would that do to us budget wise the only way I can
111claim the grant is no step they have to be fro at 40 they're the state's looking they ask for our salary schedule say where are you you're 335 how many teachers got down there Lisa files of paperwork we show them and when that filing date the filing date yeah it's usually with the start of the next fisc year that's such a backwards I is absolutely backwards well no I mean I get I know but my point in it being backwards is if if if it's mandated by law to be 40,000 and there's a grant in place to help those get to be 40,000 and how can you submit a salary schedule below 40,000 to qualify for Grant is they allowing do it yeah oh I know I mean at the end of the day what
112a lot of those districts are going to do is they're going to keep their schedule out assume and then apply for the grant and then um that meets the M meets law waiting on the state to raise the SAT and follow through with what they're supposed to do which is fully fund us instead of handing out $55 million to State educational agencies to distribute to private schools in the form of scholarships okay this is what's going on the privatization of schooling in Missouri and it's happening in other states this is what's going on on they are attacking your Public Schools they're attacking your revenue streams on our own ballot there's going to be a property tax freeze right age 62 and older they're going after every one of our revenue streams and you have to
113decide as a school district are we going to exist or are we going to be Fortuna in Syracuse what do we want to do are we going to start moving toward being bunston we have to decide because if you don't have these people sitting out here in the audience you don't have a school you got us sitting at a table looking at each other we got to have them I think the board I don't want to speak for everybody but I think everybody on the board I guess I will speak for everybody we've all had private conversations we all want to support the teachers and pay them a fair and competitive salary I mean all of us do so it's not like we're wanting to turn our back on teachers and saying tough luck here
114it's no just a lot of we're also you know we also have to look at the long-term viability of our school right I mean you can't you can only deficit spend what I'm going to guess 350,000 probably somewhere around there so long yeah that's right that's kind of scary yeah if you can't get the community to pass a levy increase it will be a problem which again you know as we're talking through this and I don't want to be the only one Hing this is I mean I it seems like we need to understand a little bit more about our funding before we make this call we don't we're talking about something on the ballot of three weeks from now that we give us a little bit more understanding of that of where we're going
115to be so so what changes if that that if it does not pass what changes well we certainly you know how much your deficit spending right what changes what changes in your decision making if it does not pass correct then we have two options we have the go to 40 or we pass your proposed increase if it does pass you take the grant again and you stay on the same salary schedule but a lot of schools may be having to do that to survive at this point way it sounds like I mean sure your information we don't want lose anybody by no means absolutely not but we can't I mean you look at spending 350,000 a year will'll be gone in seven years if there's nothing ever put in place so we have to put
116hope in that our community will come and support us absolutely right in April and if it passes that makes this a lot easier to make that decision and I got to be honest I mean I I just don't know if it's appropriate to jump ahead of the voters on well and what the voters have to essentially understand is this if you don't vote for this school you will continue to lose all that attrition and everything that we're talking about parent down we can't afford it anymore but they have the opportunity to do that in three weeks yes they do we're talking about jumping in front of them now you know because we asked for a dollar they didn't like that so we come back with 50 cents so we really need to rely on our
117community to come through for us here and it specifies like d said I like what D said it's specifically going I see a lot of push back from the community that's if and no offense teachers you deserve every dollar you make and three or four times that we're putting up some of these things that's going on but anyway if we jump in and give you all a raise now prior to the levy then there's some of them going to say well yall gave all that teachers a a raise you know before the levy was even passed you know you all can't be as broke as you say you are I mean I can I can hear the coffee shop talk big time over that and plus the draggy on the street talks too so unfortunately
118we have to almost wait for our community where it's so bad the school's shutting down because the HVAC doesn't work anymore before they'll pass the bond to put the HVAC on the roof we almost have to wait to get to financial distress which is unfortunate that we have to wait till financial distress takes hold and then they accuse us of not planning ahead you got letters to the editor that come out to say well we need to take this one bite of steak at a time well we are taking it one bite at a time this is what we're doing we're trying to tell the community what this cost and what it cost to keep those good people in your audience here and stop pointing the finger at administrators and saying like we're chasing them
119off because we're not I'm sorry I'm a little fired up about it I don't like this position we're in now either I don't like it I don't like it but we have a fund balance and can do it we don't have to do it tonight but the question is still the same are we going to keep and retain our teachers and pay them a comparable competitive wage or not and tip them because you can absolutely count on that those people out there have financial goals and other teachers who are not here and your administrators and everyone who works in this school system tipon has to decide they want to keep the pace that's what's going on we have to decide we're at a Tipping Point in tipon unended we have to decide I've got a
120question um since new I'm going to keep that crutch as long as I can you don't get it next month by the way hey I'm going to write it out for at least one more month my question is are we I feel and I don't want to speak for for the board I feel we all want to give them the salary if we had the money for sure can we do a contingency can we pass this salary schedule contingent on the levy passing you know I mean we all say we want to do it can we say but there's that'd be the same just coming back in April and passing next meeting right away because you know that it's there if it passes true I just that's why I ask a question if we go
121with the minimum 40 with the grant if we could do a $500 increase to their pay if it does not mess up the grant process right so you give everybody that $500 I can remember it was few years back I was here a long time ago well not too long I can remember one year we got a raise it was a $1,000 onetime deal it wasn't included in the salary schedu it it move it do that start correct and so that could be an option for us if we're sending contracts now and saying okay we know it's going to be 40 we're going to do the $500 step contingent no we're going to do it but if when the levy increase passes then we're going to re-evaluate that salary schedule or the recommendation made car
122at that point but we can't do it as a salary step can we because then that just leaves them 40 we'd have to do it as be 40 W they get $500 as a step as a St okay this year I want to make sure I was understood but if it passes then we actually in April you can come back and because they're going to sign their contracts you don't think they wouldn't want a new contract in April that states after we get our Levy passed that we go with a new recommendation it can be done I'm not trying to hold you guys on you know that I'll fight for every one of them but we have to we've got to get to our community about this that would be free tipon it's everywhere every
123school in the state well not every school because some of them are financially right sound but most of them within driving distance here of an hour we facing this okay so I'm hearing table was there a motion to table it I kind of like D's idea what the contingent of that's okay say that didn't mean to interrup but I was just trying to guarantee the 40 because I don't want the 335 one out on the contract right Dr Rob when don't we send our contracts that's how it would go but if we say the 40 utilizing the grant well this is it the grant isn't approved yet so you could send out 335 and then all of a sudden we're on hook for 40 but it' be cheaper than we would know that the other
124I mean we we know June yeah you my opinion go ahead I said we get after it course I've always said if you don't have certified good teachers down there what do you got what do you have what does the town have got the building then and I mean for any anyone else of us to sit here and think for one second that they're not going to shop I mean for Christ's sake what I mean we tried this the last time right we ran this one other time previous correct I mean you think there's some hard feelings from from some of our staff towards town because we always heard oh we'll get behind the teachers we'll get behind the teachers the head your shot it didn't come through right right that's my that's that's my
125opinion the last I mean it shouldn't matter I mean it shouldn't matter that's what the people for at what point are you going to do what's right for kids at what point that's that's the real question we're at here I'm just that's the community Rumble about the we want Community Support Beyond this Levy the bond issue too we if we make a decision to do it now and they like Dave says oh my God they just did it anyway we're never going to get any support well I like what Derek was saying is that this will be the new salary schedule it's the levy passes I think that's the message we need to be sending out if that's what you want to do I don't want to send a message out I want to do
126what's right I mean message campaign it we're campaigning it should be coming know I don't we don't need push back from the community by steamrolling they have they have buy into this community and this school is one of the biggest Investments they' got they have to see so if teachers shop theirselves I mean is it right to I mean the community is going to push back where you don't have a certified teacher for this and you don't have every school you but with our team we got now why in the hell don't we want to keep it well I don't think there's any doubt about that we want to keep the teachers it sounds like we're doubting our community by jumping Kelly when you was down there you wanted to keep your whole team every
127year right absolutely there you go so that's my take on it for what it's worth but we weren't fac with government standards that were thrown at us that are unreachable well may be reachable but very painful like both said in seven years though if we don't get the c c behind the horse there may be no future I mean deficit sus spending can only go so long but I want to support every teacher out there my kids are in the school I wanted the best chance they got and I believe the staff we have is that chance but in seven years my kids won't be out where could they be because their State's forcing us down our throat I want them here at Tipton I want them with this staff I want them to go
128on and do better things and you know grow this community as much as it can be I just don't want to I don't want to sink the ship I want to keep it floating I just don't think we have all the cards in our hand right now no I agree you just don't know all we don't have we don't have enough information yet and I do agree that um it's more appropriate to let the community weigh in on this before we jump ahead of them just think that's the the right thing to do and at least after that then we know then we know what we're dealing with and then we have to make a decision do we stay we do we make a move based on um the the levy and and how much
129of a move do we make um and you kind of go from there when does contracts go out they'll go out after this board meeting because you're going to vote on all your personnel for next year in close session today so we'll be issuing contracts so the contingency wouldn't really work because of contracts going it might tell your community might tell your community that this is what the board intends to do if they will pass the letter this is the salary increase we're giving we're committed to giving them a salary increase it's comparable and competitive not a bad message being very transparent about what you all intend as a group it is the language on the ballot thanks to Derek thank you I feel the I don't know I'm not speaking for you all I
130think the contingency says we're tell we're telling the community we need their support yet we want to keep our teachers it doesn't I guess it doesn't SN us if we don't get the support we know we need we can reevaluate at next meeting but if we do get the support we want we've already showed we have faith in our teachers and I guess it may be maybe there be a push for the community to try I hope I guess in best knowledge I don't see any big smiles in the audience so we're kind of all over the place so what do you what do you guys want to do I mean I think I I've voiced I think I've said what I feel like we should do is wait until we know if we're what
131our Lev is going to look like that would be that would be another piece of information we could consider when we're talking about the salary schedule that seems to be appropriate not only from you know just being responsible fiscally but also being I think maybe respectful for our voters that that's that would be what I recomend and I hate that we have to wait a couple weeks to find that out but at least we would know at the end of the day what that means yeah to make a good decision I think we do need to know what that Levy does we have reissued contracts before right Dr Rob we have every year with information coming to me and that people are already starting to interview and go outside our district I thought it was
132important to get in front of this rather than be behind again and to say exactly where we stand and so the teachers know where we stand and I think what I'm hearing you all say is that you will pass an increase if the levy passes is that not what I'm hearing I think so I meano we I mean their financial stability is the reason they're going to work every day and uh we've got to be competitive I mean you look at all the charts that you add up I went through the those for 4 hours Monday night and uh you know there's towns around that it's not that far to drive to to make more money but to be responsible with our money man it's hard to pull trigger and say yeah let's go ahead
133and jump up but then again I don't want to lose not one single teacher I say we wait is that a motion we have to vote on that it's on your new business Reon to take no action at this time I would think that we either stable it pass it or go the last year salary schedule all right I'll make the I'll move to um review the proposed salary schedule after in the April election after in the April board meeting that was terribly wored we at a motion by both seconded by Amanda Bo yes David yes Ashley yes Kelly yes Manda yes Barry yes I'm a No 61 moving on maintenance director Bob is going to give you a rundown of what has been going on along with a water line repair that he wants
134to talk to you about the bill for that is there Bob take it away give I asked Bob to come tonight because he has been handling a lot of different calls and I said Bob I don't even think I can keep up with you right now so why don't you come and give us just a paragraph of what's going on maintenance wise we got some new AC going on in in a and he's got the progress checks on this stuff so Bob go ahead all right well far as the water line goes there we've had a a water leak developed in a water line that goes from the Fieldhouse down to the greenhouse which is what they use to water all the plants with uh it comes out of the ground there by the Fieldhouse
135runs down drainage tile there it's got a pretty good little stream going through there uh I shut the water line off to the greenhouse unfortunately right before the freeze and then they didn't have no way to water all their plants during the freeze there but turn it back on and it's definitely still leaking uh there is a bid there they're going to come out if we accept U their bid they'll come out with the hydro excavator which we will use that so it'll we have a smaller hole West to clean up less Rock to bring in uh we're going to add in to uh how do you word that hydrant boxes or not hydrant boxes uh what meter boxes meter boxes and put one in by the the Feld house where it can make it
136easier accessible to turn the water on and off because it's it got a 4in piece of PVC pipe there that fills up about a half full of water and you can't see the valve turning on and off there's three water lines that's teed somewhere underneath the pull in spot to the Fieldhouse we have no way of knowing where they're at so we can't figure out where which line sleeking to which hydrant uh I guess said back up there's two hydrants in the greenhouse that to use and then they have one water line that goes to the fertilizer that mixes in with the water then Waters the plants through an overhead M so there's a single line coming from the Fieldhouse somewhere out there in that parking in that gravel parking area there it like breaks
137off into three different uh water sources for the greenhouse one of them's just a PVC piece a piece of PVC pipe stuck through the concrete I don't know how it's not broken yet but it hasn't we're going to comine we're going to put a uh a meter why can remember that meter box in there where we tee it off at so and then we're just going to do away with the PVC line we're going to wide it the hydrant and that way we if we ever have another trouble again we can turn off one hydrant and see if that's where the leak is or turn off the other hydrant and still have water to the greenhouse going forward there and we're going to doing the hydro Excavating we don't have to worry about is like
138running into something that's buried there that we don't know about fun stuff with water lines yes what what I also heard you say when we talked was you're fix fixing a bad project installation in the past so You' come across something that wasn't quite installed very well go back andix yeah the PVC pipe just run through the concrete that ever breaks off there's one it' be a it's a 2 and a half inch pipe it'd be a pretty good leak and two there would be no way to fix it and this has led to the greenhouse and a not having the water that they need correct that is correct y so we just need a motion to approve that unless you don't unless you have other questions for Bob because he understands more than Dr
139Rob on this a motion to approve this bid the water line MO B second by David accept all clears bid for 5800 oh D I guess I can just everybody in favor of that seven Bob quick summary of just some projects going on right now some of the projects that we U one of the main projects that we just completed on the from March 3rd to the 6 we replaced all the eight or replaced both eight spack units in the Fieldhouse as per the bid that we had from two butser before they're up and running uh in operation uh we got bids from integrated opening Solutions we have several exterior and Inter interior door issues two of which includes our far doors uh bids are replacement also the bids in are for replacement of the
140bathroom stalls in both the Elementary bathrooms and both Elementary bathrooms and the jior high bathroom we have a door frame that needs to be replac in the boys locker room by the high school gym the maintenance entrance Door into the basement needs to be replaced and there's a uh board that needs to be replaced for the outside exit for the cafeteria is kind of considered like a fire exit and it'll need the frame and the door replace there we just they sent us the bids yesterday so I haven't had much of a to review them and everything but that's just some things that we got going on now uh I've contacted Higgins asphalt have somebody come out and look at the parking lot behind the which would be like the high uh the parking lot
141behind the stadium there and the student parking the asphalt part of the asphalt's deteriorating really bad I've contacted them see if they can come and see if we can just seal it or if we going to have to come up with some other means to repair it football field have some irrigation issues there's a dry hydrant as what as I've learned that it's called it is our connection from the city city water comes in there they have a do dry hydrant in there which is supposed to be used for us to be able to turn the water totally off to the irrigation system so we don't have to rely on the city to turn their water off uh that is not operational and not turning off all the way and we need to probably replace
142the pump that was leaking last fall and is using it during football season that's just some of the things we got upcoming so you may see some bids that are going out guys in the next couple months so people asking you what are you guys putting bids out for what's this all about Bob and I be working on that and we kind of get some preliminary estimates but it's going to be pricey I tell you that it's going to be pricey I looked through some of the bids he sent me just for the doors and wow we'll find out more on the dry hydrant all clear when I was talking to the gentleman to come out and give us the estimate on that he told me since they had their truck here already they could
143go over there and and excavate water Hydro excavate some of the material out there so we can actually see what we're working with and everything make sure that we're don't have bigger problems there and it'll give us a better idea of what we're going to need to do all right any other questions I knew Bob had a lot to talk about that's why I brought him in the ones in the elementary boms next toal that would be under all the replacement of all of it right yeah the ones we're looking repl replac them all okay that's still on that that's what that was I had get what was it like 125,000 to get all those I just SK through there a lot we'll make it we'll make a spreadsheet for you and kind of show
144you I have a question too actually we've discussed in the past about getting rid of those buildings up there by the practice build um coach Duke's building probably needs to be replaced I know Bob's done some temporary fixes Bob or somebody has or Jason Co Duke you want to talk about your you're talking about we did that tour we talk about they're just still in the same shape I mean Flo floor the cylinder blocks holding it up they all Shi it so the building's about to fall down nice so at some point it's just going to go off I put the metal back on the side of the building a couple times myself there's a big hole in Flor um I don't know how many ronins find their house in there for the winter um
145but literally the cylinder blocks and I can send you a picture if you want the building's going to fall right off of just check it out when I go up yeah yeah so on Wednesday or whatever the 19th be a good time to look at it I don't you don't you don't want to go in it I mean there's a three- foot hole to step in the building into the equipment shed where the equipment is and that's just how it's beens if like out here but it is starting to fall off the cylinder blocks now so that has to be you have to make arrangements for that what are we us what's being stored in thereor junk stuff it was kind of cleaned out for a while I was just thinking I know there's an
146old there's what we call the pl there no we have enough room we can move football equipment into there I think it's got an outside door to you don't it and which part I call it the little paint the far left the far left yeah looking at front it doesn't have a you'd have to go through the whole building to use it but my future plans for it to put all the mowing stuff and equipment in there I didn't know we've got a bunch of crap in there that we don't need do we need to have a clean out day and yes yes so in the building building also I was just thinking if we need if that building Dr Duke's using is crap why don't we move it get this cleaned out and have
147a good storage spot I look at it said can we it which one what um Mr twinner is here if you guys want to talk to him we can keep him having a Wednesday night meeting that's fine yeah perfect Mr twinner they'd like to meet with you at six o'clock on Wednesday may have contest we it's okay we we can look at it any youy me no I on you guys right now yeah I'm 6 o' okay we're going to meet on the hill meet on that Hill all right is everybody good yeah all right I'll move us in executive s session pursuant to 61.0 want to discuss 36 and 13 include the Board of Education Dr Rob um Mr Co pepper Mrs besan M Thomas M pedig so we got a motion to Bo
148second second by David Bo yes David yes Ashley yes Kelly y myself