001Good afternoon everyone. For the record, I was here at 4:45. >> For the for the record, I was here by 5:05. >> So, we're going to proceed though with the uh with the action item on the resolution first and then we'll take up Miss Alad after that. So, clear the room. We do have a farm. We're just waiting for them to walk in. Okay. Good afternoon, ladies and gentlemen, board members. Dr. Cruz, time is 5:33. This is the 18th day of March, 2026. I call this special meeting of the United Independent School District Board of Trustees to order. May the trustees present please announce uh your name for the record. is present. Gilbert presolina present. >> Alisa Flores present present. Let the record show that a quorum of board members is present that this meeting
002has been duly called and that notice of this meeting has been posted in accordance with the Texas Open Meetings Act. Will everyone please rise for the pledge pledge of allegiance and Texas pledge 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. >> Honor the Texas flag toy, Texas, one state under God, one indivisible. >> Thank you. Any public comments? >> No, sir. >> Thank you. Okay, we're going to go into agenda item 5B, discussion and possible action on a resolution adopting early notification of employee separation from employment incentive for full-time employees. to assist with the district's cost-saving initiatives. Go ahead. >> Okay. Good evening, Mitch. More members. Uh Dr. Cruz, member of the audience. Uh this
003presentation will be between myself and Miss Lightnas. I know this was brought up uh about two I think about a board meeting ago back at the sack you had requested this information as well. So let's start off with the early uh notification incentive. Of course, the entities often offer an early notice uh incentive as a payment as an employee for notification the district of a voluntary resignation. This is typically implemented as a cost-saving initiative to assist with early planning for upcoming staff needs. So, this helps us find out what our staffing would be for hopefully next year. So, this of course is a voluntary uh participation. We're not forcing anybody to do this. This is something if they choose to to to take advantage of this program, they can do so at their own will.
004So the employee may participate in this initiative, notify us by April 10th. We're looking at April 10th as a deadline. That way it gives us ample time to plan ahead so we know how many slots we would have left uh to fill if we had to fill uh to resign conclusion of their employment term or conclusion of their 26 27 employment term. So, we're looking at two phases, a two-year stretch. First phase would be this year, but we also need to know what next year what we can project so we can know what kind of cost savings we can be looking at. This will also allow the district to strategic uh uh staffing service requirements. The incentive is tied for those employees who have 25 years in the UIC uh uh setting and employee must
005have uh and they must complete the 2526 employment term if it's for this year. Uh and that's what we're looking for. If they complete 25 years and and by the end of this year, they qualify for this incentive. specific employee groups. We're offering it for teachers, campus and district professionals classified by the 25 26 compensation plan. So remember I had talked about last time there's certain groups pay grade six five and then you have teachers. It's within those categories. Um not specifically in those categories but just there's a whole list of people within that that would fall into that category under district and campus professionals. the identified workforce reduction provide the most costefficient outcomes. So if we're if we're looking at if we get a large number of people that will qualify then that will
006help us hopefully reduce the cost and then that would take care of the savings in payroll vol uh again we're looking at conclusion of the contract term. Uh so what we're looking at what we're recommending is that on the first phase it's offering a 15% of their base salary. This current 25 26 uh base salary does not include stipens. It's just their base salary. And then of course second phase uh for those that say I'm not ready to retire this year but I'm willing to do it next year. Then we would offer 10% incentive from their base salary. So be an ascent that way and of course >> Miss Martinez D Martinez is present as well. Go ahead. >> And then of course at the end of their again they would have to notify us
007by April 10th. So both phases both the first phase retiring this year retiring next year you got to tell us by April 10th because we need to know. And then when you do complete your contract, you enter your contract term, then the payment uh will take place the in December after you retire. Most people retire in May. Most people retire in June. Payment would be in December. Okay. So we'll grandfather, as you know, you've already approved a new incentive agreement before. we would grandfather those that had already submitted their information. Uh for those professionals that already did that. So those that did, they were offered $1,000. This would be then uh that would take over what we're offering today. This would be the new the new term. This does not include of course your pair
008of professionals because this is where we have the highest number where we can get most of our money as as far as cost savings. uh employees who do not qualify for the early which is what I just said the thousand and the 500 uh if you don't qualify if you don't have the 25 years or whatever it may be then you go back and revert to the th00and or the 500 now this does not work for the retire rehire because they're getting two checks already they get their retirement check plus this their the check that they're getting with us so we don't think it's fair that they get a third check and then the other thing is is that if you do accept this uh incentive Once you accept it, you can't come back as
009a full-time employee. You can come back as a sub, part-time employee, we're willing to take you as a sub. Uh, and the last one is if you, especially in the second phase, if you tell us now, but if there's serious discipline concerns down the road where a person says, well, I'm just going to coast, maybe get in trouble, not really worry about stuff, but I'm going to get a big check at the end. No, we're not going to allow that. There's going to be conditions with that. So right now uh we have if you're looking at 25 years or more we have 344 teachers that qualify 116 campus administrators 89 department administrators for 549 total employees in our district. So this is our target group that we're hoping that we can try to entice. So
010if you look at we're recommending for phase 2 is 10%, phase one is 15%. These are your ranges for the buyouts where we would say depending where you're at because we did look at uh those those people. This is this would be the ranges within those particular areas and so you could see that right there 5 to 8 7 to 12 6 to 17 at 10 and then so forth. Now these may look like big numbers but in long term we are having savings as as we move along because then if we need to replace them or don't replace them at all we'll have those savings either at a lower at a lower >> salary or we just don't fill it depending what what what skill set we're looking at. So again, these are your
011>> I think you clicked the wrong >> Yeah. >> So these would be the total salaries as far as the savings if you look at it. 44 million. Is that right? >> That's what they make right now. >> But if everybody took it, that's >> Yeah. >> Assuming we don't replace it. >> That's an estimate. Yeah, that's just an estimate. >> So, I'll have Miss Benas, but these are her slides. >> Yes, they are. They're my numbers. Uh, but I worked real closely with HR. Uh, they were able to provide the data that you just saw, the 549 people that that meet the 25 years, right? And we we uh broke it down in that manner. Uh, let me just go back to this slide. And so, we did total so you could have an
012idea of the the amount of salaries that we have for this group. And it does total to about 44 million. And just on average, right, and you saw the target ranges, right, uh these because of their their number of years with us, right, your your teachers probably make an average of about 72,000. Your campus admin make an average of about a 100,000. Your campus admin are your principles, APs, librarians, counselors, anybody that's not a teacher, right? And then your department administrators uh on average it's about 88,000. So that would give you an idea, right? Of course, we did share with you uh the this is what the payouts would be for these individuals depending on where they land or what they're making right now. Their base salary right now for 2526. So then the calculation
013and I know these are a lot of big numbers. Wait, what we did was this is kind of like everybody just jumping on the wagon and taking it right. So the 15% what we estimated was uh paying out these individuals we have their salaries we calculated the 15% and we came out with a certain amount but then uh we say after replacement because for our teachers right you saw that we had over 344 teachers let's say all these 344 teachers take it really we need to hire maybe about 200 teachers after that because we do our staffing and we know we need you know so many teachers for so many kids right and so right now what we're looking at in staffing is really a reduction of about 120 teachers so there's 344 teachers that
014qualify but but only 120 we don't have to hire so we would uh we would have to replace 200 teachers but when you think about those teachers On average, remember I told you the teachers make about 70,000 at this group at 25 years. Uh a beginning teacher or even a level five teacher makes about 59,000. And so when when you're going to have these teachers leave at 70 and these other teachers hired at about 60, now you have, you know, $10,000 savings, maybe $15,000 savings depending on who you're hiring, right? And so really I'm going to tell you that is the bulk of the savings because it's so many people right that you're going to replace at a lower salary right the rest we kind of took we kind of said look what if we
015replace everybody everybody takes it and we replace everybody but the people that we replace you with are going to come in at a lower salary. So this is like this is the ultimate this is everybody leaving and we replace you at a lower salary and it's like Mr. Ganales said we probably might not replace everybody. >> I mean we are kind of you know uh stepping back on number of kids and you know we'll just look at our departments look at our uh campuses and just make sure that when we are going to be replacing that you know it's you know Dr. crews and you know with the campuses and and department heads that we really realize like okay who do we have to replace at this point right but these numbers will tell you
016this is as if 100% of the people take it and that we replace everybody but at a lower salary except for those 120 teachers that we in doing our calculations because we have less students right now it looks like we don't need to replace 120 teachers So when you look at this estimated salary savings after replacement uh it's at 13.7 right the calculation that we made but then the estimated payments are 6.5 million this is paying the 15% to 100% of those 549 people and so the net savings for year one is 7.1 million but the savings from now on will be at 18.7 if you think about it that way, right? We're going to pay out just once >> the 6.5 million, but the next year these people are still not on our payroll.
017So the savings would be 13.7 million. So that's the way to look at this. Again, these are these are very like the ultimate, but we know it's not going to happen exactly like this, right? And then the same thing if everybody just says, you know what, I want to think about it. I'll go for year two. Here's a 10% number. Again, the the salary stays the same because that's what they're making. And I I believe we said that phase two would be still based on their 2526 salary. I think that's the way it's written, right? >> Is that 6 million25 payout for both years? >> No, that would be >> you have here 2526 for second. >> So phase one is 15%. So if a 100% of our people, those 549 people said we want
018to take it now, we would pay out about 6.5 million. >> What is the payout of on all the 549 employees? >> Well, if they all take if they all take it, it's a 6.5 million. >> Okay, that's all I was asking. So that's that's what our 549 employees that are qualified either take it this year or next year >> or next year. That's this uh extreme case I guess 100% of the people. >> So Mr. a lot. Our goal is to incentivize them to try to to to resign >> this year. >> That's why >> that's the reason I'm asking. >> That's why we're that's why the percentage is higher this year because that's what we want. We want to have more people resign this year to say, you know what, I'm I'm good.
019I'm happy. Thank you, district, for all the years that you provided me. You've been good to me. I'm okay leaving right now with with uh with this and that. But keep in mind we t just to let you know they have still if if they decide to uh if they decide to resign or if they decide to retire that's their choice. They there's also that accumulative cumulative payout that they also can get on the other side. Yeah. >> So they can get two different things at the same time. >> Just my question is we're going to have enough money to give out. >> Yes. We've had the finance staff kind of look at these numbers and calculate it in their in their cash flow, right? So, so again coming back to this, right? This would
020be year one, right? That we would see hopefully that savings of 7 million, right? Again, ultimate everybody taking it. Then year two, right? Let's say everybody took it. Year two, now we're seeing our payroll expense down 13.7 million because now these people have been replaced with a lower salary employee. That's kind of how you know it works. Now, it's not an exact science. >> When you talk about replacements, we're looking at the savings, right? And in order to capture that savings, that means that we're not going to we're not going to hire at a higher at a higher pay or right >> or we're not going to we're not going to hire >> to replace at the same salary. Correct. Correct. So when it doesn't come to campus administration, right, and teachers and we're looking
021at department admin, an estimated 89 positions, are we looking to if if 89 positions, let's just say it could be 60, it can be more. >> If if they exit, are we looking to freeze those positions? Are we looking to terminate those positions? Are we looking to eliminate those positions? It would be depend continue to see that perpetual savings. >> It would be depending on the position. I mean there are going to be some positions that we may need to rehire >> and there'll be other departments where we >> salary though. >> No, it will not >> or perhaps we may consolidate current positions or consolidate departments. >> Yeah, this will be a good opportunity just like we're doing right sizing at the campuses, right sizing at the district level. Yes. >> Yes. >> Mr.
022Gonzalez, >> I had a question for Mr. canales or just a couple of questions real quick. Not not long. Um you said 25 UISD years, correct? So any transfer from LISD or are going to complete their their years of service that would it wouldn't come into effect for them? >> If they were let's say they're ALISD for let's say 23 years, they came over and work two, they would not qualify. So >> they don't qualify. >> Yeah. And then the point is that we want to reward those employees that have been loyal to our district and that way they they they put their their they paid their dues with us. So we want to make sure we take care. >> Another question I have. Thank you. Uh if someone agrees to to say I'm going
023to retire um right before the contract uh ends, they go into medical leave and for some reason they can't come back. Does that hurt them? that does that penalize them if they can't come back and they already signed the contract to say I'm going to retire >> our FMLA if it's FMLA they're protected they have rights okay >> you know we'll work together with our attorneys to make sure that uh so remember the only thing that's in there that would that would penalize them or void whatever they signed before would be a non-renewal or termination something like that >> okay >> yes sir another question if they leave mid year in December would that >> that that's not included and the reason for that sir >> is that >> which I agree >> that would
024have put a big strain on finding teachers in the classroom >> uh and I don't think you as a board member >> what about the other for teachers >> what about principal enough >> we have campuses department I mean same >> same across >> yeah because then >> we also do include wording to because it's a topic before where let's say that they take this retirement incentive right um but they have 100 days accumulated >> and okay want me to take the next 100 days off. >> No, that's something that Dr. Cruz is has already we've already tightened that up. >> No, we've already uh took care of some of that already. >> We did have a few instances of that happening, but those individuals are back. I mean, they've been working. So, and we
025are going to be looking at that particular policy and bringing it to the board for revision. >> Can it be part of the motion? If there's a motion tonight, >> based on the agenda language, we can. It would be a revision to DEEC local and that's not on the agenda. >> Yes. >> So this slide is at 100%. This is base case scenario. We did ran another another set of numbers. If 50% of the 549, you know, took took this incentive, >> right? Again, uh I want to say simple math, but it really was uh like here's a worksheet for it, but it took the same concept, right? And and honestly, it just divided the staff in half, right? if half the teachers took it, if half of all these administrators took it, and then
026we just kind of did a calculation on these on these salaries of half the people taking it and and walking out the door and replacing them, right, with a person with a lower salary. That's all this calculation is. But what it shows you here is again there is some some savings, right, with these higher paid employees. And and you have to remember the corporate world does this a lot, right? your AT&Ts, your, you know, your Amazons, everybody like kind of has to do something like this in their own businesses. But I think what this shows you is that we could identify some savings. This may be a a very good estimate, but at the end of the day, we'll find out because it's all based on a personal decision, right? But the continuous savings would
027be the the first number, the 10.4. Again, if we don't replace some people, that could be higher, right? And again, you probably are hiring them at a lesser salary because these people have 25 years of experience, right? And we're paying for that experience. >> And do we have a number to that lesser salary, like an average? >> Um, well, depending on the category, and that's kind of what I'm glad you asked that question, Miss Martinez, because I did have to kind of get with with HR. And and an average salary, let's say for librarians, I use 76,500 as an average salary. But but these individuals, their average salary is 81,000. You net it, we hire, you know, 21 librarians at 5,000, that's 105,000. Like that's the way the calculation worked. Well, if you hire if
028your average teacher salary is at 75,000 or so, >> then your starting and your starting salary is at 53 >> 535. >> And so you're you're basically saving about $20,000 >> on a brand new teacher. Now the only thing is is the experience teachers are going to be the ones who are going to be but you still have a whole a whole you know between 10 and 25 10 and 24 uh years of experience still >> right that's correct that's correct I think you all saw it in the tapper report our teachers you know we have a veteran group of teachers beyond even these 25 year teachers so >> so so I know you said that not December but do a lot of people tically Do you wait till the end of the year and
029and retire in December? >> So our averages have been uh most people wait to the end. Very few wait to the middle. Uh just to give you an example and I wanted to say that when I presented last time when the board requested the we had a whole different set of questions for me. So we had 40 41 people who retired in the middle of the year but for this category there was about 18 people >> you know so professionals >> professionals >> we had you know 10 and we had eight administrators but then so let me just show you the the sequence 23 24 there was 12 24 25 there was 10 last year we had 17 so remember I kind of forewarned you all we're now reaching the end of the baby boomers
030that are going to retire in the beginning of the Gen Xers, we're going to start seeing bigger waves coming in. So again, I I don't want to get ourselves into a pickle where all of a sudden we have people leaving us in the middle to meet their whatever year it is to meet their 2.3 average so they can get that extra year. And then I'm not going to find teachers in the middle of the year. And I'm going to have parents calling us to say, "Hey, my kids don't have teachers." And so >> let me ask you this though on that concept that the higher salaries are the the top admin top management. >> Well, but if you go back, I want to caution you this too, but if you look at where where most
031of the salaries are at is where the 24 million is in the teacher. >> I understand, but you said your averages in December were how many? >> So >> let's just say last year. >> Okay. So total that left was 41. If we're looking at just in this this category, professionals only >> in December, >> December we had 10 teachers, eight uh at admin at the time. >> Okay. And if the average admin salary is over a h 100,000, you had eight. That's a million dollar savings potentially if we don't replace those. You could at least, you know, let's say if you joined you joined departments, if you uh if you didn't rehire, you froze those positions, that could potentially be an $800 $800,000 savings, maybe above $500,000 potentially just on your numbers alone from
032last year. And if the goal is to reduce that, why wouldn't we offer management? >> So what could happen? remember if we have this big carrot that's showing >> we may have bigger numbers that I can't fill and what will happen and I what you're saying about the the admin side what could happen is that we may end up double dipping because you have the person leaving in December and you got to have that transition period and you may end up paying two salaries at once >> when it unless you have and teachers I understand but that seems principle does not apply for upper management >> well but I think you have to realize >> because you're not looking actively to replace them. We're not going to >> I think you have to realize that
033it depends on the skill set. >> One at a time. I just want to be clear so we can have a question. >> So, so you know this is really the first time we've ever looked at how many people we have at this level, right? >> Okay. >> And it is surprising. I mean look at you know over 450 or 60 people are at their campus, right? So we can't separate this carrot and say okay we want you all to work your employment terms in the end of your year so that you won't affect the campuses right but professionals if you want to leave in the middle of the year >> but why can't we if our goal is to save money and Mr. what the May just said that's where the money is. >>
034Well, I don't know if there is a basis of of I mean because we already identified here's professional now if you want us to separate >> because we're creating this plan. You said we can't do it but we're creating it right now. >> So the the goal is not to affect the campuses. >> You know we have a lot of accountability issues. You got, you know, teachers who, you know, if they would retire in December, potentially going into a testing or or resigning in in December, potentially going into a testing month in January, February, that I could see >> like that that affects that affects the students on the on the teacher side. But if you have a department admin, they're not I don't think they're vital to the operation of a campus as much
035as a principal and a campus. >> But it depends. >> I'm not trying to disrespect it, but >> it depends on what person is. >> We're going to allow administrators allow teachers, you know. >> So it dep I would say look >> and that's not the >> Yeah. And I would say for a clean >> look look this is the thing. We don't know how many people are going to take this incentive >> and that can create a huge vacuum all at once >> and then mid year we're going to be >> struggling to find people to fill. >> Yeah. And this plan was always done for this year because it's end of this year. Second year I don't know. Well, we needed a two-year. So, what what was recommended by by the business area
036was that we need a two-year projection so we can plan two years out so we know what our numbers are looking. >> We did it for April 26. >> Pardon me, sir. >> We did it for April 26. We're doing >> the deadline's April 10th. >> Okay. April, sorry. April 226 is what I meant. Why can't we do June 26 and December? >> Yeah, December 26 and June 27th. We >> we're in agreement with your plan. We're just trying to figure out >> we chose the April deadline for planning purposes. That way we can get a good basis in terms of how much money we can possibly save and for staffing and for interviews. >> We think people are ready to say hey for the weeks to decide. So, I'm going to tell you right
037now, we have received calls at HR because they already know that there's this carrot because when we went to go visit schools, they said, "We're just waiting to see how far you're sweetening the pot and they're not going to turn in their resignation until they hear from you all as board members." So, they will get that particular incentive. So, they've been calling us left and right at HR. So, they're waiting. Uh they're waiting. So I'm really glad that today we're going to hopefully make a decision. >> So what's your recommendation? >> So recommendation is the resolution states that beginning in if you exit in June by June 2026 declared by April, you will receive 50% of your base for a payout in December of 2026 at 15%. Phase two would be early exits next year
038uh by June 2027 with a payout in December 2027 at 10% of your base >> including teachers. So declare by >> declare by April 15th I'm sorry declare by April 10th >> April 10th >> and declare phase two by June >> no all together >> both exits in June 26 June 27th >> yes >> it's exit June pay December the next year exit June pay December first year 15 second year 10% >> with the resignation deadline April 10th of 26 >> and that's this here's my motion you don't have to agree with it if you want to I approve I I I want to make a motion that we approve the recommendation of the superintendent uh that we declare the early incentive uh by April 10th uh for phase one at the 15% by April
03910th uh by April 10th for the following year 2027 uh for for the 10% and that we include a uh a specific incentive of 8% for district administration but the top dis department administration not not including campuses that's my motion >> the 8% when >> December December the 10th >> second okay so April 10th resignation deadline for everybody correct April 10th >> everything the only my only my only modification is that we add >> admin top admin uh by December 10th at 8% >> mid year >> mid at the end I guess of the fall semester. >> Got a motion second. >> Okay. Just want to clarify. >> All right. We have a motion to second. Any further discussion? >> Just just for clarification. This is a resignation early incentive, not a retirement. >> Correct.
040>> You want to make sure everybody understands that. >> Any further discussion? All those in favor signify by saying I. >> I. I. >> Motion carries. >> Thank you, sir. Thank you. >> All right. Now, with that agenda item going back to agent agenda item number four, >> and this is for uh close session, we're going to uh take up the uh the grievance hearing, and the time is currently 6:05 p.m. So, I am uh in accordance with the Texas Government Code sections 551, uh the board will discuss items 5 A5B. In close session, no action will be taken. And so, we're going to ask everybody to step up. Thank you. >> So, agenda item number five, open session. The board has reconvened from close session and we are back in open session. The time
041is 7:30. For the record, no action was taken in close session. Agenda item number 5A, possible action regarding board policy FNG local level three appeal hearing for AA. >> Yes, Mr. order. The law allows 30 calendar days to make a decision. The recommendation is to table that until the next regular meeting. >> So, I'll make a motion to uh to allow the board to make a decision no later than the 30th day after this hearing. Second. >> Any further discussion? All those in favor signify by saying I. >> I. Motion carries. >> We are adjourned on the grievance. >> Correct. >> Thank you.