001There you go. Good evening. >> Good evening. >> In accordance with the South Carolina Freedom of Information Act, section 30-4-8, South Carolina Code 1987 as amended. All local news media has been notified of the date, time, location, and agenda of the meeting to include a posting on the Hampton County School District web page. We ask that you please now stand with us for a moment of silence and the pledge of allegiance. Amen. >> I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. >> Thank you. You may be seated. All adopted rules of parliamentary procedures. Robert's rule provide for a consent agenda listing several item for approval of the board by a single motion.
002Most of the items listed under the consent agenda have gone through board subcommittee review and recommendations. Documentation concerning these items has been provided in advance to ensure an extensive and thorough review. Items may be removed from the agenda from the consent agenda at the request of any board member. At this time, do we have any board member or the superintendent who desire to remove or add something to the agenda? Madame Chair and board, for your consideration, I would like to request the addition of an item to the agenda under information item, um, which would be item 5.4. Um, it's our monthly board report for the month ending April 30th, 2026. This information was received from our CFO Kathy Kalazier after the board packet was submitted. Um, a copy of the monthly report has been added
003into your into your files and will be uploaded to public um, tomorrow if approved for addition. Board members, you have heard the request of Dr. Sheffir to add 5.4 monthly board report for the month ending um, April 30, 2026. What is your pleasure? Madam Chair, I move that we approve the consent agenda, including approval of the agenda with the addition of item 5.4 and approval of board meeting minutes from May 5th. >> Second. Second. >> It has been properly moved by for second by Wilson that we are approved the consent agenda to include 5.4 monthly board report for the month ending April 30, 2026. Are there any questions or discussion? All in favor, let it be known by saying I. I. >> Oppose have the same right. The consent agenda to include um approval of
004the agenda approval of board minute meeting minutes for May 5th, 2026 and the additional monthly board report for the month ending April 30, 2026 has been approved. Motion carries 70. I'm excuse yeah 6. We're down to 4.1. >> At this time, we do not have any public comments. Number five, information items. Hampton Lumber Logos contest winner, Miss CL um Sierra Bryant, Hampton County High School. Madame Chair um and board, it gives me pleasure um for us this evening to recognize um one of our Hampton County High School scholars, Sierra Bryant. The Hampton County School District Board of Trustees proudly recognizes Sierra Bryant for her outstanding achievement in receiving the award for the Hampton Lumber rap contest. Sierra is a current sophomore at Hampton County High School and excels in her autist talent. Miss Robinson and
005myself had an opportunity um to join Sierra and her family last Friday as she was award as she was awarded the recognition of her artwork and the school received a donation for art RCTA pathways in the amount of $15,000. So congratulations Sierra. Sierra if you will come down. Um and board if you will meet me down to where we can present Sierra and take a photo with her. And audience if you look on the screen around the room this is the artwork the official logo for a new lumber company that's coming to Allenale and it is great to have one of our own students um that was selected to be represented. So again congratulations board if you would join me. Again, we say congratulations, Sierra. And just as Dr. Sheffield say said, uh, Mr. Long,
006myself, and Dr. Sheffield were there to congratulate her last week. we're so proud of you. And they were teasing her cuz she wants her art to be perfect. So, we laughed about that, but we uh congratulate you again. We're down to 5.2. Recognition of district retirees. Kita Bosley, director of human resources. Good evening to the board of trustees, superintendent Dr. Sheffield, Miss Dobson, assistant superintendent, district staff, principles, retirees, and their guests. Tonight, we honor our retirees who are starting a new chapter in their lives. We celebrate you for all the years you have given to children, their parents, this district and community. We ask your name is called, honor us by taking a stroll down the red carpet. Good evening everyone. I want to recognize the retirees from Ben Hazel Elementary. For 30 years, Anita
007Pageant has dedicated her career to the students and families of Hampton County School District. Throughout her career, she has served at both Ben Hazel and Barnville elementary schools. and she has taught first grade, kindergarten, pre kindergarten, and also served as the district technology coach. Her commitment to education and love for children has made a lasting impression on countless students and colleagues over the years, including me. Anita is married to Frankie Padet, and together they have three beautiful daughters, Amanda, Jamie, and Heather. They also have some fur babies. Family has always been at the heart of everything Anita does and that same caring spirit shines in her work with her students and her fellow educators. I had the privilege of working with Anita while teaching gifted and talented after school at Varnville Elementary. It was an
008experience and she's always been a dependable team player and willingly stepped in wherever she was needed. One example that reflects that dedication and flexibility was when she returned to Ben Hazel following a transfer that occurred the night before meet and greet. Anita handled that unexpected change with grace, professionalism, and a positive attitude, and she demonstrated her ability to monitor and adjust that we all know so well about. Although Anita does plan to retire for the month of July, we are fortunate that she plans to return to Ben Hazel and continue teaching pre kindergarten. Her passion for education and commitment to children remains strong and we are blessed to have Anita as a part of the Hampton County School District family and Ben Hazel Elementary family. And we are incredibly grateful for the legacy that she
009continues at our school. Thank you, Anita. Our next retiree is Michelle Party. Michelle Party has devoted 33 years to education. 32 of those have been in Hampton County School District. She has taught at Ben Hazel Elementary School for 32 years. That's a long time. For 27 of those years, Michelle taught kindergarten and became known as the expert in all things kindergarten. Her love for young learners, her deep knowledge of early childhood education, and her nurturing spirit have shaped the foundation for generations of students. Seven years ago, Michelle stepped into a new role as a reading coach. She continued to make a tremendous impact. In this position, she changed a little and began supporting teachers and students. She is dedicated, dependable, highly respected, and has extremely high expectations for everyone, including me. Her leadership and commitment
010to success have been invaluable to us at Ben Hazel. Michelle and I became family by marriage when we were very young, and throughout the years, we've remained family. It's been a blessing to watch her pour her heart into education. Michelle is married to Rusty Party and together they have two beautiful children, Andrew and Laura. And they're also proud grandparents to one little grandson, Finn. He brings lots of joy to everyone. Michelle does plan to retire for the month of July as well, but we are thankful that she plans to come back to us and continue to serve. Ben Hazel is truly blessed to have Miss Party. Her years of dedication, leadership, and love for students have created a legacy of literacy. So, thank you, Miss Perie. And everybody here tonight, remember to go home and
011read a good book. All right. I'm Joel Von from Brunson Elementary School and um today we're going to celebrate four of our employees. And first uh Miss Ryan Brunson. Today we celebrate Ryan Brunson for an incredible 26 years of uh teaching and inspiring students. During uh our time together at Brunson Elementary, Ryan has taught second, third, and fourth grade. She's currently teaching second grade for us. Um she's impacted countless lives uh during that time and uh demonstrating patience, kindness, direction, and dedication. Um let's see. Ryan, we just thank you for your 26 years to our district. Um, you know, it's been a pleasure. I've known you a long time. We're going to miss you and good luck at your family's funeral home. All right, our next teacher we're going to celebrate is Tracy Preston. She's
012our kindergarten teacher, and we celebrate her with an incredible 31 years of teaching, caring, and inspiring young people. Uh, as a kindergarten teacher, Tracy, uh, you you're one of the, you know, you have one of the most important jobs in education. Uh, you welcome students for one of the first times they're actually in a school, and you do a great job with that. Um, her classroom has been filled with laughter, learning, compassion, and school is better because of her years. Our school is better because of her years there. And, um, I'll tell you, kindergarten is a lot different than it looked when, uh, a lot of us came through kindergarten. And, uh, she does a great job helping our students learn to read. Um, luckily Tracy will be coming back. Tracy's retiring after 31 years,
013but she'll be coming back to us next year. Congratulations, and we're very happy you're coming back. Our next uh Brunson Warrior is Miss Annette Smith. Annette said earlier she didn't know what I was going to say up here, but to know Annette is to love Annette. Today we celebrate Miss Annette Smith and the incredible impact she has made on our school community here in Hampton County for 28 years. Um, as our power school secretary and our attendance clerk, Miss Annette Smith has uh been one of the first friendly faces students, parents, and staff see each day. Uh, she keeps our school running smoothly with patience, organization, and a calm spirit most of the time, right? Even on our busiest days. Uh, Annette, uh, thank you for your 28 years of hard work, commitment, and heart.
014We look forward to you coming back and keeping us all straight and keeping the days fun. Our next retiree is Miss Betty Marsh. She is a Brunson Warrior half the time and she is a Hampton Intermediate teacher half the time. Uh today we celebrate Betty Mars and an excellent 40 years of teaching and inspiring students through school. >> I had to say 40. For four decades, Betty has uh filled our local schools with songs, laughter, and creativity and joy. As a music teacher, she didn't just teach songs. She taught confidence, expression, teamwork, and the power of music to bring people together. Betty, thank you for sharing your talent, your heart, and your gift of music with so many students over these years, over these amazing 40 years. Uh we we wish you a retirement filled
015with happiness, relaxation, and plenty of beautiful music ahead. Congratulations. And uh catch a few fish for me. This is our school Vanna White. So, tonight we celebrate retiree Lisa Mitchell. Lisa came to Finel this past year and brought so much energy, joy, and passion with her. She currently teaches fourth grade where she loves each and every one of her 17 baby eagles. Joining her tonight to celebrate this major milestone, are her best friend, Miss Carissa Gettis, and her husband, both of whom will probably agree that Miss Mitchell is a full-time job. To Mr. Mitchell and Mrs. and Miss Mitchell, thank you for sharing her with us. All of us here at the Eagles Nest, your dedication, laughter, and love for students will be truly missed. And we know you want to enjoy that new grandbaby.
016So, uh, when when you get tired and you want to come back, we welcome you with open arms. Thank you, Lisa, for everything. This is our Vanna White. Good afternoon. I am Peggy Bingo Banner, principal and lead learner at Varnville Elementary School and I have So, can I just talk about her? >> Okay. Kelly Shes, she seems as if she is um reserved. She's not. Okay. But I have been with her for seven years and it has been a learning journey every single day. She is what I call a master teacher. Some of them have the calling. She has the calling. And her calling is to instruct, teach, and nurture the babies that are at Barnville Elementary School. And she does that with a passion that is an undercurrent because if I ask something, she's
017going to say, "No, I don't know about that, Mr. P." But she does it with the Kelly flare. I watched her change in front of me. And when the grands came along, I saw a different Kelly. And it brought out something in her that lots of us may not notice, but she became a better teacher. And I didn't know if that was possible when she got those grants. She has the ability to reach those children that are hard to reach. She has the ability to work with those children that are up here and take them even higher. And that is a hard job. But when a master teacher walks in and sees what her job is, she can get she can get it accomplished. She has taken things that I have, simple things like word
018of the day, turned it into a whole new creature in her classroom. It is a marvel to watch this young lady teach. When I walk in her room, she says old lady, but she's a young lady. I know how old I am. So, but when you walk into her classroom, the children are fully engaged. I don't care how many of them there are, they are listening, holding on to what she's saying and doing because she has their attention. She knows how to take a simple lesson and move it to wherever the children need to be. And for that, Barnabell Elementary says thank you. And for that, I say thank you. But she says she's retiring, but I pray to God she comes back because we need more of Kelly Shipes. Thank you, Mrs. Shites. Good
019evening everyone. Hopefully everybody's having a great evening, had a great day. Um I have four um but we'll make sure we don't need nobody fussing but only uh one is here. So I will acknowledge the three that's not here and talk about the one that is here. So, um, Mr. Jerry Smalls, 12 years of service will be retiring after this year. Uh, Miss Rose Moore, uh, 12 years of service will be retiring after this year. Um, Miss Moore is planning to come back. And Miss Nerver, um, I think she might be the longest continued employee for the district. So, anybody over 40? All right. Anybody over 45? Anybody over 50? >> No, no, no. Old. >> All right. Anybody over 55? All right. No. No. Years old. So, Miss Nerva started working here in 1968.
020So, 57 years of service. So, I I commend her for that um for the fortitude. So, she's seen the eb and flows of North District and um so I I definitely appreciate in her absence her dedicating that time to North District and to Hampton County. So the one retired that's here is right. Where you at? So Miss Wright has is uh 29 years. Um one of those has been here at Hampton County. So I don't want to mention where the other 28 has been. So, she's been in the classroom and we were fortunate enough to bring her in as our instructional coach. So, she took on a new role this year. It's been um some es and flows, some challenges, but I do believe that she's built for the role. Um she does show resilience.
021She shows attack and I just watching her daily, I can tell that she care cares about the kids, cares about the students, the staff. So, we are expecting thing great things out of Miss Wright. uh moving forward. Um Miss Wright, she has a smile on her face every day. Um she comes in with the right mindset, ready to work and ready to move kids forward. So as we continue to work through and make things happen and great things happen here in North District, we are expecting great things out of Miss Wright. So um she is a a a Hampton County. So, she's uh graduated from I keep wanting to give her to Allenale and she corrects me every time, but she graduated from >> Esto. So, so she corrects me every time. I ain't graduated
022from no Allenale. So, I apologize every time, but I I've known her all year and last week I still said she was from Allenale. So, but um we are it's a pleasure to have Miss Right here. Um, like I said, her she has an infectious smile in my opinion. I mean, it just lights up when she walks down the hall and the way that she's able to address and deal with kids. I think they rather see her smiling to hear me yelling. So, um, but Miss Wright, 29 years of service. Thank you. Good evening. Um, before I called our retirey up, I just want to say great things do come out of Allenale. Dr. Goodman your yours, too. So, tonight we honor a very special young lady who has had students walk the red carpet
023and the black carpet for many years. Now, it's your turn, Miss Coker. The red carpet is yours. Miss Camille Coker has dedicated over 30 years to education, leaving a lasting impact on countless students through her passion, her commitment, and her leadership. She is an exceptional teacher in culinary arts and family and consumer sciences. She has inspired many students both in the classroom and beyond. Her influence extends far outside of academics. Miss Coker has served as prom committee chairman for many years, bringing memorable celebrations to life for students year after year. She has also led with energy and enthusiasm as she is as a cheer coach for many many years and a step team coach mentoring students building confidence and fostering teamwork in school spirit. Throughout her career, Miss Coker has exemplified dedication, creativity, and care
024for every student she encounters. as she plans to return. Her legacy of excellence and commitment to education continues to shine brightly and her presence remains deeply valued by the entire Hampton County High School Hurricane family. Miss Coker, I am so proud of you and I'm blessed we are blessed that you are returning. She comes to me when she wants to say, "Um, Miss Williams, I need to talk to you." So, I know it's something. And then I'll tell her, "Miss Co, just one more year. Just give me one more year. Cheer coach. Just give me one more year." Um, prom committee chairperson. Just one more year in the classroom. And next year, hopefully we'll still be saying, "Give us one more year." Her family is here. If you guys would just wave, we thank you
025all for allowing sharing Miss Coker with us year after year after year. Thank you, Miss Coker. We love you. Good evening. I am Carolyn Shans. I am the transportation director and I'm here the e this evening to talk about Miss Mary Collins, one of our bus monitors. Miss like they say they say we save the best for last because if it wasn't for the bus drivers and our bus monitors then all these other people wouldn't have the children. So we we do um thank uh Miss Mary Collins. Um today I'm here to say a few words about a wonderful bus monitor, Mary Collins. Mary Collins has been with the district for 25 years. She's not only been a bus monitor. Once she gets off the bus, she goes into the classroom and help out wherever
026she can. Mary is someone who makes a positive different every single day. She loves to keep students safe, organized, and respectful while riding the bus. and she always does it with patient and kindness. What make Mary stands out in a way she treats everyone with care and respect. She greets students with a smile, help solve problems calmly, creates a friendly environment that makes students feel comfortable and welcome. Her dedication and professionalism help make the bus ride safer and more enjoyable for everyone. Being a bus monitor is not always easy, but Mary handles her responsibility with great teamwork, responsibility, and compassion. She is an important part of our school community and her hard work often yo unnoticeable even though it matters so much. Thank you Mary Collins for everything you do every day. And Mary is
027planning on retiring but she's saying she's coming back. So your commitment and positive attitude is truly appreciated. Thank you. On behalf of the Hampton County School Board of Trustees, we would like to congratulate each of you who retired on this evening. Those who returning, we say thank you. And those who not returning, we pray that God continues to give you the strength and the energy to enjoy retirement. Enjoy every moment, every take in everything. Breathe every morning. Get up and just breathe and thank the Lord that you have met a milestones. So we pray God's strength. We pray that God continues to prosper you not just in your health but in your stren uh wealth so that you can do some of the exciting things that you desire to do. Again we say congratulations board
028members or to join me and give them a round of applause for their accomplishments. Yeah, that's what I'm doing. We will now continue with our board meeting. We're down to 5.3 salary studies compensation update. Kath the claw crazy CFO. Good evening, madam chair and board. I wanted to come um and talk to y'all about tonight to present to you some of the um findings or recommendations that the um Megan with C CESO made to us for the study of the compensation and the class of job classifications. So I just want to give you a little recap real quick. Um on we did the RFP. It was 202502. It was a comprehens um compensation and classification study that was done issued on October the 22nd. Then the intent of war award was on December the 3rd
029of 2025. The winning bid as I mentioned earlier was the center of effective school operations which is the CESO. Um this staff member was Megan McAllister. McAllister is who we mostly work with and with Sarah. Um on April the 17th they presented to us the final compensation for the classification study report and that that is what I'm bringing to you tonight in a summary form and then um so we're reporting it on tonight. So let's get started. All right. So the scope when we talked with them, we gave them the scope and the scope that we wanted them to do was to be able to take a compreh comprehensive view of the 82 unique positions that we have within the district. We wanted them with the primary to for the study was to recruit and
030retain a high quality workforce, compete with compatible comparable districts that are around us um and offer a fair competitive compensation for all the positions, recommend recommended um updates to current jobs and descriptions. they were able to do this and when they came back and started the job analysis survey they started out with 424 employees in that finding why they were doing that on their survey they got um 69% of response um and then on the description we're looking at their job description that they were having they also got um that 90% of what our job descriptions that we were having them at was accurate. Um they implemented they took they implemented the standards of the updates to to the descript job descriptions to strengthen it internally and the equity to ensure the structural consistency and
031streamline key um process such as the performance evaluations. Um they incorporated target um revisions as well as conducted a strategic review of the education requirements across all positions. Um specialize more on the knowledge that someone had as well as any license that they may have or professional experience that they have. So when they started putting all this together, their analysis came back and we start looking first at the bus driver salary scale. Comparing ours, we're going to look at two sides of it. We're going to look at kind of our beginning down at our our um zero years and above. And then that's going to be going to find the average of that market position. And this will be in all of them that we're going to do this. And then the average market position
032at the maximum. So all the way to the other end of the scale. not and that would be um all the way to if it was a mast's that we were requiring them in it would be all the way over to that. Okay. So that's how it's getting compared and all of them will be compared based on that scale level. Um so when we looked at the bus drivers for the requirements that they found that we actually were in good standings with that. um we were 0.84 on the average low end um of the scale meaning the zero year and that and then when we looked at the maximum side of that we were actually at 22.58% higher than uh the districts being compared on an average. Um so we so you know this shows
033that we have a good standing on our bus um driver schedule. Then she looked at the negotiating salary. though. Same thing with the negotiating salaries. Um, while we fell a little bit short, we were not extremely low compared to other districts around us that was compared. Then we look at the certified teachers. We also found that um slightly below the market at the entry level with the more significant gap at the top of the scale. We also found that the current schedules aligned with South Carolina minimum teacher salary schedule which is what we use right now as the minimum. Um we felt like some of these differences as we were in the lower end we were closer because a lot of districts now are as the state is taking the legislative is taking that up
034higher for the beginning level that a lot of people are staying more with that level because it's getting so high. So, you would still be out on that opposite end because they were already being higher than us. Um, on your principal salary schedule, we looked at it. And just to give you on this, remember that we're comparing all the way to the lowest level. So, if a principal has to have a mast's to be able to be a principal, we didn't look at it that way. We used the true scale that we had that we were grading off of when we were hiring them. So that could have been down all the way to a bachelor's degree and then coming upward. Right? So for the principal for the elementary we found on the minimum on
035the side that we were about 20% under and then on the maximum side we were at the 5.16 under. So you can see as we went across and we got more in align with what they need. We were more in align with the salaries that we were paying them. On the middle school we found that we were they found that we were 13.72 below but then as we got on the higher end again we went above to 888. Then the principal for the high school same thing it was a negative 9.11 that we were under but when we got to the other side we was actually 8% higher than um the average around us. So we were pretty closely um matching those. Um, so then they looked at the assistant principal. The assistant principal, again,
036like I said, we're looking at that scale. And so we were below by 7.31 at the beginning. At the end, we showed a significance of right at 23% that we were below, which probably shows that we were not watching because a lot of assistant principles would end up going over to principal ship, right? So we may have not been watching that as closely as we have been watching some of the other schedules with how they were moving. Um when we looked at the classified directors classified director salary we found that again it was like 44 we were below 44 right at 45%. Again, we're going to go back to on these we were taken down at the lower level, but a lot of these directors are already we're requiring them to have um higher education.
037So, it shows that out where when we got back to the other end, we came and closed it in a little bit by 31% being below. When we look at the certified director salary, we found that um again we were 30% below, but as we got to the other end, we were back up to right at 16% below. the certified scale pay scale, we found that we were 22% below, but when we got to the other side of the classified um pay scale, we were actually a little bit over 7% higher than the average. So just to give you some um excuse me just to give you some um of their recommendations that they made. What they try to do is condense what we have right now is 11 salary schedules and they try to
038condense them down into seven more unified um salary schedule. They took the principal and the assistant principal and they actually eliminated education lanes in favor of a positionbased model um to the school environment whether it was elementary, middle or high school. That helps close up that gap that we were talking about where they may need a masters but we're putting we've got a bachelor's up there that we could scale them on, right? Which they should not be in. So um then when we looked at the classified salaries I mean the directors I'm sorry we thought they recommended that we merge them right now they're separate so they wanted to merge the separate certified and a classified schedule into a unified threelevel framework based on the scope of the impact. So you would have a director
039one, director two, director three of that sense and it' be based on those we would put the types of um job duties that you did on which director that you would fall into. Um and kind of remove away again that education level and more on the actual work that they were doing. um they classified hourly. They consolidated the positions into a single competitive pay grade to ensure pay quality and equal work. Simplifying administrative oversight and prioritizing the core skill required in every row. So again, even if they were classified, we looked at again their rows that they were doing, um their experience that they had and that sort of thing that they were bringing to the district to determine how what hourly rate that they would be on. So to recognize the specialized license or
040the significant professional oversight requirements, CESO recommends the establishment of independent um dedicated salary schedules for both the school psychologists and the coordinators. So it would be a separate schedule that would come outside of some of it is now in on a teachers salary scale but it would actually come out of that and they would have again their separate and it would be based on um their experience and the type of things that they do which is a little bit different than the teacher. So trying to just separate them from that and put them more in their own class. Um, I didn't note any individuals here because this is something that um, Dr. Sheffield and I have talked about and she'll I'm sure she'll be talking to y'all more on that. But we felt like right
041now was not the time to bring the employees um, and because they did give us by each employee where they failed in that percentage whether it was good or bad. And so we felt like that was something that we needed to bring at a at a a a separate time when we started working on that 2728 budget and we were kind of digging down a little bit more at employee levels and be able to talk about that. But they did provide us with that. So we do have that. But this is the basics of when you talk about doing the job classifications and the compensation study. this is this is what this is the true guts of anything that everything else is going to be based on. So, we decided to only bring y'all that
042part um for now. Is there any questions for anyone? >> Board members, are there any questions on right left? >> Madam Chair, Madame Chair, board. Thank you, Miss Caralacia, for this. I just want to also ensure the board that this was the first step and now what they're working on is the supplements. Um, we wanted to chunk the work that they were doing. So, this is the salary component that you're getting here. Now, what they're working on is supplements. So, when we come back, we'll probably have to go into executive session where you will have the full package and you can look employee to employee. um just didn't think it's it's not appropriate of course for us to have the personnel matter out in terms of where you're looking at how each employee falls into
043these particular categories but we do have that but again the next part now is where they're working on which is the supplements sorry thank you >> we are now down to 5.4 four monthly board report for the month ending April 30th, 2026, Miss Kathy. >> Okay. Um I don't I think I do have it. Did y'all get a Okay, y'all just have it in your packet. Okay. All right. So, I was looking for it whether I had a flip or not. All right. So, I wanted to bring to y'all and I am sorry that this was so late and not not in there. I am truly having some major difficulties with my technology right now and it is doing all kind of crazy things on me right now. But um I did work hard on
044it again last night till about 2 o'clock in the morning to be able to get this to y'all. Um so I wanted to go over to monthly board. Like I said, this is for why I'm bringing it to you in May. This is April's information. And if you will see the source of revenues, um, I set it up and it's the same report that y'all were getting before. I just set it up in a PowerPoint so you can see it in the PowerPoint situation. Um so under your revenues you'll see that your local um as of today you've received 11,987,795,000 for your um your um state you've received the 13 million um 9,367 and then for federal we've done 59788 and so that's subtitle on that. All right. So then alto together we have received
04525 million um 56,950 um thousand which what I kind of want y'all to note when we're going through here is right now it would say based on this month we should be at 83%. We are at 77%. So that is tracking really good with where we kind of we need to be. Um you will see too with this little um which has always been on there but looking at your little graph you can see how we're moving very close to the same thing for last year right and the year before because the other side is the two years. So they're kind of staying in a line and you would think that they should be a little bit different just because they're looking at the full year where at this point we're looking at as of
046April. Correct. So um So you would imagine but it is tracking exactly where it needs to be at this point. Okay. Then change turning to the next page for the uses of expenditures. For your expenditures you will see that um it was 24,697,148. Again, if you look over at your little scale, you're being able to see your graph that really they are staying close to just like they were doing before, right? We're not out. But I do want you to note um I want you to keep this one in mind. I'm going to speak about it in a second, but I want you to keep that keep this little graph in mind because as we turn to the next page, I did the revenue versus the expenditures. So I show you again that um we
047are you know at the 25,56,950 and then the expenditures at the 24 6359 293 which is about 421,657 more in revenue than we have in expenditures right now. Um, but I want you to see that the salaries and the franch track tracking is expected that we talked about, but purchase service is a little bit higher than in previous years. And the reason that um the reason that that is for we know that we've taken on a lot of contract services this year with hiring teachers and that sort of thing and um special ed has a lot of contracting services and stuff. So I don't want you to be alarmed by that. I just want you to be aware of that that that looks so different and that's the reason why is because that's sitting in
048that pot. All right. And then um you had some negative in equipment, but that is right now where I have set the moving where we're doing our moving and stuff for the getting ready to buy the boxes and doing all that stuff getting ready for the move and everything over to the new high school. Is there any questions? I just want to say that I appreciate um the improvements in the presentation of this material. You know, you pulled out the the important it's usually a much, you know, more detailed report. Um we know the details there, but I appreciate you um making this easier for us to digest and giving us those key takeaways. So, thank you. >> Thank you, Chair um Vice Chair Foy. Any other questions or discussions? >> Madam Chair, >> board
049chair, I mean superintendent. >> Madam Chair, um, Miss Calasia, just a quick question on the purchasing services. Miss Floyd, you may have to repeat what I'm saying of Miss Rson. Just a quick on the purchasing services. >> Purchase services. I know our numbers have increased and we have taken on some of those bed. We have increased our sped services. Is that going to hopefully reduce some of the costs that we've having to pay out in compensatory time because we were not able to have the C selected staffs in the past and so having to go to purchase services to to contract out some of them to where we can provide the services if I'm making sense. >> Yes. Um yes, Dr. Sheffield. that would um definitely help eliminate some of that cost that we were
050having on that which could end up being extremely high. Like we could get up in the hundreds of thousands with it if we're not doing what we need to do. On top of that, um, while we're doing more contracting in the teachers, I just want to add that also helps because our students are having the teachers in the classroom and hopefully we're not paying for the subs like we were paying for before. Correct. So hopefully we'll see some of their costs going down because you're actually having a teacher in the classroom that's teaching which is more beneficial to the student. So it is some offsets to it. And that's why I said right now I wouldn't be alarmed by it, but I want you to be aware because if you look at it, it looks
051like, wow, why did that happen? Right? So, I just wanted to kind of explain what it happened and why that was happening. But, um, to compare it to expenses that it could save us, it is saving us expenses while it's being charged over on this side. Yes, ma'am. >> Okay. Thank you. Are there any other questions or discussions? Not we are moving down to number six action items 6.1 approved contract for district auditors Martin Smith and company CPA PA. >> Okay. Um we don't have a slide for that either but you have that in your packet and we reach out to um um Mr. Martin and talked to him about um if he would be interested in offering us an extended three-year contract. And we did this because we need one to keep stability. Um
052they are very qualified. They are on the list at the state department. Um so they are very qualified in an auditing as well. And we felt that to put us back out right now again would only cause us harm and time as well as you know some of the comparison of what we got before. If y'all remember correctly they were way out of whack from each other. Um so not to say that that couldn't have improved and and so that we didn't avoid the competition because of that but we felt that to keep us um stable. we felt like they were a qualified company. So, we are so I'm asking you to extend that three-year contract. So, he did um submit to me this three-year contract that y'all have. And if you'll look on page
053nine, I'm going to kind of just jump through it, but if you'll look on page nine, he ended up giving us um his cost that is again being discounted as it was in the first um three years contract that we've already had with them. Um and So his cost would be that 34,000 for the first 2027. Remember we already have them still for the 26 20 25 26 year. And then for the 28 it would be 35,000 and for the 29 it would be 36,000. That is um very much in align with where he is currently at now. So is there any other questions? Board members, you have heard the information presented from Miss Kathy Cage CO. Are there any questions? >> At this time, we'll take a motion to uh approve the contract for
054district auditors. >> Madam Chair, I move that we approve the contract, the three-year contract for district auditors with Martin Smith and Company as presented. It's have been properly moved by for second by priest that we approve the contract for the district auditors Martin Smith and competent CPA PA for the three years to standard three years. Are there any discussion or questions? All in favor say I. >> Oppose has the same right? Hearing none. Motion carried 6. We're down to 6.2 two, approve fiscal year 2026 2027 out of county tuition waiver. >> Okay. Um I want to talk to you for the fiscal um year 2627 out of county tuition. If we look at the next page, I went ahead and did the calculation for you so y'all would be able to have um what it
055would cost. We do I do have the formula that I do and it's based on the annual tax revenue then the annual debt expenditure and the average student membership. So, I do have a formula that shows all of those together. And once it was calculated, it came to that the per student cost per month would be $744.65 where the annual would be $6,7181. So does any So I guess I'm coming to you to um let me know if you want us to move forward and us to um for the 26 27 year put this in place where any student from out of district would have to pay this cost. >> Board members are there any questions discussions? Dr. Sheffield. >> Um thank you madam chair. I just want and thank you Miss Carlasia and thank
056you Miss McGrath for um pulling all the data for us. Um well currently we have 23 students uh Miss McGrath is what you provided me the data in regards to the number of students that we have that are out of district. We do have some very stringent guidelines um in regards to the students um as it pertains to their behavior, their grades, their truency and so forth. um that we hold tight. Um matter of fact, um we're getting ready to review. We have one student that we may have to release um because um they're not holding up to their bargain of the game. Um, so you know, we're just coming forth as Miss Carl indicated that the board will need to just let us know we're going to wave um the tuition waiver um and
057just continue with the tight process that we have um and just hold it tight and hold the families um and the students accountable and if they're not holding up and meeting our guidelines that we release them back to their district. But I do have the date of breaking down by school. Um, and if ever a time the board wanted to see the students, see the tuition, see I meant see grades, you know, just see what that process look like, by all means, Miss McGrath will be more than happy. But I'm very pleased with the way we have the system set up and working. >> Question Foy, >> just to clarify, um, we are operating under waved tuition at this time, right? And have been for probably a few >> couple years right I can't remember
058but shortly after we consolidated I think is when we just just to clarify um that that's okay thank you >> woman we have heard from Miss Clesia in regards to um out of county tuition waiver what is your pleasure >> madam chair I move that we approve the recommendation to wave the outofcount tuition for fiscal year 2627. >> Second. >> It has been properly moved by Foy, second by Mr. Priest that we approve the 2026 2027 out of county tuition waiver. Are there any question or discussion? >> All in favor let it be known by saying I. I >> oppose has the same right >> hearing none motion carried 6 to approve the fiscal year 2026 2027 out of county tuition waiver we move down to 6.3 approval to issue requests for proposals uh for
059custodial service >> um yes madam chair I bring to y'all today we are asking if we can put a RFP out for the custodian services and it would only be for at this current time the Hampton County the new Hampton County High School. Um I want you if y'all would wouldn't mind turning to page 14. That is where that is where it's talking about your scope of work. Um what would be required of them as well as we have set up the times and at least at a minimum the number of custodians that we would want on that site. As you can see, um, it's 26,000 square feet for that building. So, we want to make sure that it's taken care of. And on top of it, in addition to that, we have also added
060that as long as we are continuing over at the old Hampton County High School, whether it be through athletics or in the building, that they send someone over there. Um, and they would be, we're looking at putting them on the schedule from 3:30 until 8. and let them in and that way they could clean the area for the um you know what's going on at the the athletics part as well as you know if bathrooms are not used whether or not they still get stinky and stuff like that. So we would not want them to sit there and mold and stuff like that. So those kind of things we would just want it kept up enough where the building wouldn't deteriorate just sitting there. Um so but that would be a Monday through Friday that
061we're offering them on this position or on this um contract or not contract but this RFP. >> You have any questions? >> Are there any questions? >> Yes I madam ch >> preer my boy I can't get something I'm doing wrong. That's what we here for to help the other ones. My question is what impact would that have on our employees we have right now? I I you send out RFP that department but um the people we have already employed what impact would that have on them. >> Can somebody answer that? >> Yes, I can help you out. >> I can help you out. um it could have an impact in regards to their location of employment. >> Yes, ma'am. >> Um you know, we here in Hampton County, what we as a district, we
062right now would like to continue to them to be employed, but it could be to where they may be relocated to a different school. um you know, we will have to meet with those employees and talk in regards to what the expectations are um and performance and what we do know um and we know we've been talking about this and there's no need for us to skate around um in regards to what our concerns have been and this will you know we will this will be a start for us in regards to see if outsourcing um is going to help maintain um the quality of our facilities. If you heard me on Thursday um night, you know, we talk about the status of all of our facilities, not just the new high school. Um but
063this is a start for us. Um just to see how this would work. We will put out the RFP and we may see to where it's something that we would could benefit from. Um but it could be to where we would have to shift do some shifting around. >> Okay. >> My qu Thank you Dr. Shiffy. I think you answered the question, Bill. We going to study it anyway. I'm old school. I just let >> No, thank you. Are there any other questions? Any board member? You have heard the request from Miss Klasia in regards to um RFP for custodian service for the new Hampton County High School as well as the current Hampton High School from 8:30 to 3:00 on Monday to Friday at the current high school and the schedule the schedule at
064the new high school. Are there any questions? I am glad to see that the evaluation factors are not just price, but that it's price and experience. So, I appreciate that um because um if we're going to do this for the purpose of having quality um care for our facilities, I um I just want to acknowledge that and I appreciate that. >> Madam Chair, Madam Chair, thank you um Vice Chair Foy for catching that. Um, and you know, as we talk about, and I think this is a great time because, you know, as we talk about moving into the to the new high school, we are starting around with the custodial services until Mrs. Priest's point in regards to what happens to the others that are there. Not just around in regards to the cleanliness of,
065you know, of this new facility that we're going into, but it's just in regards to some of the new state-of-the-art pieces that are going to be in there. that's not just around um the maintenance, but the custodial pieces. Um it's going to have some very high-tech maintenance pieces in there as well. Um so, and that's why we really needed to look at this and not get caught once we move in come July um and said that we don't have the staff to upkeep or to be able to manage the facility or to um and so forth. So, we're trying to get ahead of the ball game and we're talking about custodial, but we need I want I'm saying that we also may need to begin thinking about maintenance as well. Um because again, we have
066some state-of-the-art equipment um there and I'm just not sure if we as a district are equipped um in regards to providing the upkeep. So, I just wanted to say that and um can't thank you all enough for understanding and supporting how we're trying to be proactive instead of reactive. Um so, I just I just had to say it and to thank you all for understanding and I know that I can speak I think I can speak on behalf of the entire um school board as we toured the place um several times. That was one of our questions. What about the upkeep of this big building? It's a lot of space and we knew we had to do something. So, we said thank you to um Dr. Sheffield for moving forward, being proactive, as you say,
067and Miss Kathy for assisting her in moving forward. For board members, you have heard um the request um to for proposals RFP for custodial service again for the new Hampton County High School as well as the current Hampton High School. What is your pleasure? Madam Chair, Dr. Shy asked my question sufficiently. I got the right answer. And at that time, at this time, I would like to make a motion. I'd like to move that we send out the RFP for custodial services for the New Haven County High School and other schools in the district. Thank you very much. >> Second. >> It has been properly moved by Priest, seconded by Holmes that we approve to issue request for proposals RFP for custodian service for the new Hampton House. New Hampton County High School as well
068as the current Hampton County High School. Are there any other questions or discussions? All in favor, let it be known by saying I. >> Oppose has the same right. Hearing none. Motion carried to approve the the issue request for proposal to RFP for custodian service for the new Hampton County High School as well as the current Hampton County High School is approved. And motion carries 6. We're down to 6.4. Approval to issue request for proposed RFP for capital program management. >> Um yes, madam chair and board. Um I come to you tonight to ask um about us putting out the RFQ um to for the capital project management and coordination of services. Um I know in our past when we have talked about some of the construction that we've taken on that we would have
069we've talked about we would have liked to had a project manager um on site. So we have pulled this together and put um a very good Gerald and I have put a very good um request for qualifications for the capital program manager and the um coordination services. So I'd like to ask y'all's permission. But before I do, I want you to take note of page 18. Um, and I want you to see that in there, part of our um, scope is that we wanted to put in that scope the tenative capital programs. Okay. So, we had to list um the RFPs usually list what projects you are planning. We understand that um, we're early in that process. So we are referring to them as the tenative um capital program um projects in that way um
070letting it be known in advance that maybe all of these will not happen. Maybe partial of those will happen. Um maybe it will look even a little bit different. But we needed to start somewhere with what we were offering to them to try to give us a bid on um to to offer us a bid for this. So, I wanted to call that to y'all's attention that it is that that is on page 18. >> So, if you have any questions, >> any questions? >> Foy, >> is this um just a qualificationbased proposal or is there any uh fee or cost associated with what they submit to us being a tenative list? Is it, you know, do they submit their hourly rate or is this purely qualifications? >> Um, this would be qualifications, but they
071would be allowed in their bid. We are asking that they do present to us um also information that would qualify as their service fees and that sort of thing that they would be offering to us. Um again we um and we had to we felt like we had to give them source sort some sort of tentative to show them what we were thinking of so they would know what they were be again this may take place even if all of them happened. It may take place over years right and not immediately and everything happened. So we wanted to list and as you would you'll notice how we listed them so it is taking care of our district. So once we get some if we pick the person that we pick, we don't have to keep
072going back out again to reapply, you know, to come back and send out a RFQ again to try to find um the person that would be qualified. >> Preston, >> I think I understand that Mrs. Cos said that the reason why she said tenative because we may add something and I have to go back again and know. Thank you. I appreciate that. Ready for a motion? I'll give you what? >> Yes, ma'am. >> I move that we accept we give Miss Sculation the uh our approval to um send RFP for capital program management projects and the tenative one in case we add one. We have to go back again. Thank you very much. It has been properly moved by Prester, seconded by Wilson that we approved to issue request for proposed RFP for capital to
073program management and coordinator services to include the tentative capital programs. Are there any questions or discussion? All in favor let me be know by saying I I oppose have the same right. Hearing none with approval to issue request for proposed RFP for capita program management and coordinator service is approved is carriage 6.5 Red Rover time and absence management software. >> Um madam chair and board I bring to y'all tonight um we have been um have spent several months looking at a new absent management and time tracking system. And as I go through this, it will show you why we are looking for a new um system. Um we've we are not getting fully what we need and started looking for a product um to help make things more um efficient and effective to be able
074to do with handling payroll all the way from the school out in the schools and then bringing it all the way back into the finance office. So as we looked we come across Red Rover. We looked at three different ones, but we looked at Red Rover, and that is the one that we're coming to y'all um requesting that y'all um approve that we go with Red Rover. And we wanted y'all to know that they are all over the state. Um they're newer than Frontline that we currently use, but they're all over the um the United States or whatever. They have 2,000 districts inside of our district alone. We have I think it's 18 districts that they've already put into place in South Carolina. Um decide why they offer um HR records and professional growth which
075we right now get from um frontline. We have chosen to go ahead and move on out with getting the absent in time um and not getting that other component. If for some reason something ever changes with that, it's very easy. It's all and you'll see as I go through, but it's all it's all right there together. So, it's wonderful. Um the red rover that it has over the um the red rover that it has over um that we really like is it's on one single screen. You go in that screen, it's one module. It's not two modules like front line is two modules. So you don't switch between modules as well as you don't um go through and put information in one module and then have to go over and put them in the next
076module. It carries forward through the two modules. Um it also does the FML absent alert. So if you have someone that's being out at a certain period of time, it will notify you that to let you know that this person has already missed a lot of time, right? and that it needs to be looked at if it is if they're reaching the time that you need to do the FML. Um, it's a very easy reports for the administrative to read. We were very fortunate that we went over and actually visited Marian School District who has it now and they use both sides just like we're going to use and she could not stop boasting enough. She's like, "Let me show you it does this. Let me show you." you know, and they had also tried
077to go on front line. They weren't, you know, I'm just going to say thanks to Sheena. I've been on front line for a long time, but you know, they they had had some difficulties getting on and um with this, she just boasted about how easy it was and how they could get what they needed. It can take a person that's got multiple positions and it will actually easily manage those where they can clock in and clock out into their different positions. Um, right now we do not have that. If they have a separate position, we have to put them on a time sheet. So, it would eliminate those time sheets that we're putting them on. They would be able to be right there in the system. It's not only coded on their job, it's also
078coded to the account number that they would be charged under. So, it makes that flow very easy. It is really working towards what is this person doing, right? in what account that they should be charged at versus sitting there and I it it you're just an employee and you're just in my system. So, um the other thing that we found in it, it has free embedded um substitute training. So, it offers we already have I think HR's um taken that over now and it but this could be a tool that they could even work with their substitutes or their or our substitutes maybe could even go and look if they're having some questions and naturally we would get them to review it and make sure everything was in align with what they wanted. um they
079integrate integrations for the HR and payroll and this with the HR that they're more talking about really with this is the um benefit side of it which your PEA and that sort of um that side of it which is the benefit sides falls up under me but normally people refer to it as the HR side. Um, they have the far part partially filled capacity. So you if you only the sub's only coming in and I'm only going to be with you half a day and then I'm going to move her over to go over here for the other half. Well, it will she will be able to be signed up to both of them. So it puts her with the right group and this um person over here may be charged to a modifier 211.
080Let's just say over here they may come and work with me in a district office and they're charged under 252, right? So, it's going to easily run that clip and go and charge them correctly and account for them correctly. Um, it also gives you more informed subs. So, um I'm I'll talk a little bit more about that, but it definitely does inform your subs more. And then it integrates the time tracking solutions um with built-in tracking and for accuracy for your payroll. So I'm going to flip through these next ones really quick. So the biggest thing I want you to see is what we just I just kind of talked about and went through real quick. It's got the flexibility in scheduling. So if I have a sub if I mean if you have a
081teacher and she already knows as you can see these little different dates 8:14 17 23. if she already knows days that she might be off or that she's got to go to a PD or any, you know, going on vacation, whatever the case may be, she can go ahead in advance and set up her subs, right? And get them locked in that they're doing, they're going to be serving for her, right? Um, so that is a big help. Right now, they have to wait until that time and then go ask a sub, you know, as they get closer and then ask a sub. But this would allow them to actually be able to do that. And then if um let's say the teacher decided, you know, whatever, I can't go on my vacation day, so
082I've got to come in. That sub can either then be swapped easily to someone else if needed. Um your next thing is your hourly time tracking. Again, we just talked about that how easy it is for them to manage that with their absences and all of that. They it adheres to our policies, which is a good thing. So it's not just about I mean we set it up with how we want um our policies to be tracking and it will follow that. So that is stronger than um we currently have and then automated text messages which I love. It will it's the only system the only system we looked at that it will actually text and communicate to that sub through text. You can have it do the roocod call or you can call yourself
083but you can actually have them send out a text which we know people live through texting anymore. So that really helps a lot. Not only that the wonderful that we try to get when we first come on to frontline was I had my principles still in here but I had principles say what about I have a select group of subs that I like right that I want to use. You can set up for that school a select set of subs that you prefer, the preferred subs. You can even go down lower if there's a teacher and they specifically like a sub, right? Because they've already talked with them. They know their plans, all of this kind of thing. You can even go down that the teacher will be allowed to accept the sub, set her
084own list up, right? So what would happen is we can we can decide how we want it to trigger which naturally the way we you know we would talk with the principal and find out what they wanted for sure but I I kind of would think that they would want to go to the teacher right that it would first look at a teacher's list and call and text them and try to get them if it didn't it let's say we gave it an hour a day or two to get a response if it didn't then it would move to the next group and the next group and the next group so anyway so I just thought that was wonderful extra duty tracking we talk we've already talked about that if they have extra duties it
085tracks them. Um if we look at the tracking for the employees again this is the one thing too that we love and then this is probably my last point here but this is this is one of the things that we love right now we're having a big problem with overtime. Okay. Because if they're working over, if they come in in the morning and they're earlier than and they're going and fixing their coffee or doing whatever, if they walk in that door and clock in, they we have to start paying them. Okay? So, this allows us just like you could lock the door and they would not be able to come into the building, you can lock the time clock and it will not allow it to start. they will get that six minute window beforehand,
086right, to be able to clock in and start clocking in because we would we again would set to them in extric rules that they are not to start working beforehand. If they have to work overtime, that's easily that way because right now they're supposed to get approved for they work overtime, right? So that's easy that then the principal or the director or whomever would have to approve them to be able to work and then we would open it up and and allow them to clock in or either then adjust it at that point to match what they had approved. Um so that is something that we really like. Again it does the substitute tracking which makes it much easier. This one I just want to show you this real quick. This is what the face
087looks like. This is what your homepage looks like. And you can see everything is here together and you don't go anywhere else. You just click down in those boxes as you want to go to those different areas. Right now we completely have to go out of a module and come back into a module to be able to work it. So it makes it so much easier to do this. Um this I'm going to flip through this one really quick because these are points we've already covered, right, that we already talked about. Um, so this again would be um ones that we've already covered and I'll let y'all do at y'all's convenience of reading them to be able to go through them. Um, so this page right here is the one that I wanted to show
088you on cost factor. What is our best cost factor we looked at? And right now we do have um front lines estimate for the quote for the new year and it would be that 343 it they've been running about 15 to $1,800 increase every year. So if we did that the forecasting of that it would cost for the three years it'd be 107,873. Red Rover will only be 97,500. We already have these three quotes for the next three years. Okay. And so you're talking about 10,373 in savings. So that's a big savings um on a something so simple. So again, we I'm not going to talk about this down here because we we've already talked about those things. Again, I told you they was well, it's 11 districts and they actually just took on another
089one, so it's 12 districts. Um but they're ranked very high. Um and we did a lot of hard work. Other thing is if we went one of the other ones outside of the one that we have now, the other one is your time through that we got the quote from with um Tyler. And if we went to that, we'd have to change every one of our ka kiosk. We'd have to you couldn't do the texting. You there would be so much that changed and for the kiosk alone we pay $65,000. So with this we're being able to keep but we would lose that 65,000 and then have on turn have to pay for more. Um, so it would just be a higher cost and expense to and you'll find that in here because I've um
090got all that to help y'all be able to see all the information and stuff. So with all of that said, is there any questions? >> Foy, >> you know, I have a question. Um, I heard you said we won't need any new equipment, but are there upfront integration costs and will they provide support as we, you know, navigate the inevitable, you know, bugs to be worked out? >> Um, on that sheet that I had with the um cost and let's go back to it real quick. Um, right here. So that first year um we would pay 38,100 which is also including that 29. Correct. So we would pay some for the integration and that sort of thing for the training and all of that. Right. We would but even with paying that as you can
091see by the time we get to the end we are still going to save money in that three years. Um we're already um we want them up and running by July 1. So immediately they would >> immediately and they are very supportive of that and would get us up and running um by July 1st. >> Dr. Sheffield >> and Madam Chair to Mrs. Foy's point um because I do understand the concerns particularly around implementations and hiccups that could happen with payroll. Um, and those are conversations that I've had with Kathy is that what well, excuse me, Miss Carlasia is that what will this roll out look like and the opportunity to do the trial runs um to get out the bugs and so forth. And also, um, Miss Caralia knows how I feel when she
092brought it to me in regards to being able to get, um, on-site support when needed because I find many of these companies now, they want to do strictly virtual. um and there comes a point in time you need to feel in touch um and have personal relationships um and she did um share that with them. So um thank you Miss Floyd. Miss Freud just reiterated in regards to Miss Calasia what some of the concerns are. Um, so a takeaway for me is just the implementation, the trial error period, um, to do these, um, mock runs. Um, because I would just hate for it to sounds crazy. >> Um, but I hate for the first mock run to be on the first payday. >> Um, Miss Miss Carlasia knows um how I am when I'm hearing
093someone did not get paid. Um, because that just doesn't sit well with me. um because we just don't know um we don't know people are waiting on their paychecks for various reasons right >> so um these points are very clear and I think she she hears us loud and clear but that is one missia that I do want to try to figure out um what does or what will a trial or dummy run looks like I would hate for that first run to be on that first pay period when people could be on vacation. Myself could be out of the country not going nowhere and not able to advocate to say people need their paycheck today. You understand what I'm saying? I do understand what you're saying and I I do think with the way
094that we're scheduling them, we're going to have plenty time because you got to remember in the July we're only we're paying acral payments and we're paying um staff that is sitting in the district still that are 240 or 245 employee. So I feel like that is going to be we're going to have a smaller group, right? That if we had to do any contending with that would be per say time clock, right? because your acrals will not be based on the time clock. That would be based on their um pay periods that's getting pushed out. The rest of it's getting pushed out. So, and those two and then the other would be for your summer. Um summer for June June will end up being on a time sheet like it's been right on that the
095July we could choose to keep it on the time sheet or we could take and put it into the system and try to get with that. But I would rather work with our more um the 240 day, 245 employee day. >> Or you going to you going to use us as the um G? >> So So you don't know really quick whether or not it worked. >> But Miss Casia, correct me if I'm wrong, but our staff though, do they not get checks all summer? They do. The cruel pays and so they're already they've already earned that time, but they don't they don't actually receive it. We take their days and while they're working and then we spread it over that 24 pay period. So they've already met by then. We're just finishing up their
096pay periods. >> Okay. Well, my only takeaway, my only prayer through all of this and I know the board will have to decide which way they would like to go. Um the only a pain that I have um and I know with change and I know we need to do something. We need to do something. I get it. Um it's just the the um the implementation the the mark on the back end to try to avoid the hiccups um to avoid anyone from not getting paid. And I don't know if that's someone being on site when we do our first run to help us um navigate and if that's possible for our first run if we could just have someone here on I I don't know if that's possible but that would be an ask
097>> like it's our first run. Um, is that possible? >> I have um spoken with Dawn about right now there's no scheduled time for them to be on site. She feels like we would be able to do it through the online process working with them, but she has assured me because I have um let her know that how important it is that we really want them on site. So, she has assured me if we get to that point, we say, "No, we want you here. we don't want to go any further without you being here that they will bring their staff on site to help us. >> So, I would like to go on record um that um for our first as we're implementing this and if if if the board decides um and as
098we get ready and geared up for that first run um to go live, if we can at least have a team member on site >> when we go live for that first run. >> Okay. >> Let's see if that's possible. >> Okay. We can work on that for sure. >> Are there any other questions? >> Miss Cat, uh, Miss Caucasian, have you created a question? >> Well, I have a question for you. Okay. Have you created like like a timeline of this getting done? Because, you know, it's May now. July will be here before you know it. You're right. >> So, have you created a timeline for things to be done and presented to um Dr. Sheffield? >> We have not. Um they do have a timeline, but I do not have that timeline with
099me now. But um we've already in our conversations and everything. We've already set up they've already got the timeline of when everything would take and I can definitely present that to Dr. Sheffield. >> Thank you, Mayor Pster. Is that a flashback? Um Krie, I'm sorry, Mrs. Foy. And I think some other board members in here know about it. If it happens that the person tells you that he or she can't come for that first dry run or lack of a better word, what are we? The question is what we we have to do something because people want their money and we know that. But if they say they can't come at that point in time, I will make a motion. you do it on the continuous that the person says that they're going to have
100a live person here when that if if it were to fail but I haven't made it yet but I will make it if that's the contingency because they can't have somebody here we know they'll find us thank you any other questions We entertain a motion at this time. The motion. I move that we accept or give you the permission to work with the people you just told us about the red that red, right? Because you they got a lot of good stuff. But my emotions continue upon the fact that someone can be here a live person the first time we do the run the checks or whatever we have to do that the checks the money that they are here because people don't play about the money and my motion is continue upon the fact
101that someone will be here where we do our first run. Thank you. Well, nobody said second. >> It has been properly moved by um priest is second um by foy that we approve the red rover time and absent management software under contingency of a person being here at in Hampton County for the mock run. Are there are there any questions or discussion hearing? None. All in favor, let it be known by saying I. >> I >> oppose have the same right. >> Motion carried. No, I made it. >> Oh, motion carries six to zero to approve the red robot time absence management software under the contingency of a person being here for the mock run physically here in Hampton County School District. We're down to seven superintendent information and action items. Madame Chair and board,
102I'm going to keep this real very, very short, very short tonight. Um, but before I get started, I do want to thank um, thank the board, thank those of you that are here, the public that are watching um, for your attendance at our um, state of school address that took place um, this past Thursday. um this past Thursday. Um you know, it was um you know, it was nice to have the community um community out. You will always hope for more. Um but it was great that we recorded it because we have seen quite a few are going back and watching it. Um and many have reached out to the office and we're getting emails and so forth. So, um you know, the work continues and just thank you for your um thank you for
103your support. And the bi-weekly, um construction meeting minutes, um they're attached um there for your records. Um 7.2 7.2 um the Hampton County High School, our high school graduation will kick off next Friday, the 29th at 6 PM. In your folder is your tickets for the ceremony. Um spoke with Miss Williams. she just left. Um, you know, of course, we will start watching the weather. Um, I think the weather will start populating for Friday um tomorrow. So, we're going to be watching the weather and see what um what that holds. But we there are rainy um they do have a rainy rainy day plan there at the high school. also put on here um because I like to remind you in regards to my speaking engagements as I recommend as I represent the school district
104that on June 8th I will be speaking um at the South Carolina Deer Association um conference. I'm their morning um keynote speaker um opening up that conference and 7.4 4. I will be speaking at the adult ed ceremony on June 17th at 5:00 pm. I'm here um and it's going to be here at N district and the multi-purpose room and um tentatively I have registered but it's just we have so much going on this summer. Um it's very difficult to be out of the office. Um but this is the Scasser I3 Institute. I did not attend last summer as I was trying to get my beerings here in the district, but I have registered to attend June the 21st through the 25th. I doubt if I will be there um out of the office the
105entire time, but I did put that on here. Um and um we do have um you know just a lot of the we're at the end now. We have a lot of end of the year activities. We did share the schedule with you with the end of the year activities for the schools. Um, we have the bane the band concerts that are coming up and we do have some conflicts. It's just hard to avoid the conflicts. So, just adhere to the calendar that was shared with you and for those end of year events that you can attend um and support, I will see you there. I know I will not make all of them um but I will um definitely do my best. And as a reminder, you know, a big part of me is
106wanting to establish and create solid relationships with our local business partners. And you heard me on Thursday um where with Lucer say, I'm leading with them a job fair for our graduating seniors. And that's going to be at the high school this coming Thursday morning from 9 to 11 where they are desperately looking for um for workers. And so our seniors that are graduating, I'll be over here with La Cresay at the high school and our juniors that are now participating or completed their EOCC's and meet the requirements will have an opportunity as well. So we have a lot of great things that are continuing to happen. Our students are continuing testing. Um elementary our K8 started with math. Um on yesterday we're all done with ELA doing some makeups, but now we are there
107with um with math and EOCC's there at the high school. So just continue to um wish our students well um and just praying to get through the end of this school year and have a successful end to the school year. Not that the work stops. Um the work will continue, but it's always great to just get um the students home safe um to where they will have time to recharge. And that's my um that's my report. >> Thank you, Dr. Sheffield. We are now down to 7.6. Enter into executive session in accord with section 30-4-7 part B. No action will be taken in executive session except to a adjourn or b return to the public session. At this time entertain a motion to enter into executive session. >> Madam chair, I move to go into
108executive session >> to discuss. Okay. You want to take you already? I I was going to listen again. That's no right. session. >> We I move that we go to Z session to discuss personnel matters, termination, resation, and retirement. >> Second. It has been properly moved by um priest and second by Wilson that we now enter into executive session for the purpose of discussion of personnel matter related to hiring termination of resignations and retirement. Order any question or discussions. All in favor let it be known by saying I >> oppose have the same right. Hearing now hearing none we now enter into executive session. Again, thank you all who stayed behind to um be a part of our board meeting. And if you're leaving before we come out, we pray that you have tra safe
109travels back home. Madame Chair. >> Oh yeah, Madam Chair, I move that we um return to open session. >> Second. >> It has been properly moved at home, second by Mc Whistle that we um return to open session. Are there any questions or discussions? All in favor, let it be known by saying I. >> Oppose have the same right. Hearing none. Motion carry. We are now back into open session. 9.1. Approve personnel matter related to hiring, terminations, resignation, and retirement. At this time, I entertain a motion. >> Madam chair. I move that we approve personnel matters related to hiring, termination, resignation, and retirement. Second. >> It has been properly moved by Holmes, second by Wilson that we'll approve the personnel matters related to hiring, termination, resignation, and retirement. Are there any question or discussion? Hearing
110none. Motion carries 70 to approve the personnel matter related to hiring termination, resignation, and retirement. 10.1. >> Madame chair, I move that we adjourn. Second >> as properly moved by Miss Holmes that the meeting adjourns, second by Miss Whistle. Are there any question or discussion? hearing on middle journ.