001Heat. Heat. Pledge to the flag of the United States of America and to the republic for it stands. One nation under God, indivisible with liberty and justice for allible. >> Thank you, gentlemen. So, good evening. We've had a chance to look at the agenda. Are there any questions or any additions to the agenda as presented? If not, can I have a motion to approve it? >> I make a motion we approve the agenda as presented. >> You have a second. Second. >> Thank you, sir. All those in favor? >> Anyone oppose? Anyone abstain? All righty. The agenda is approved. We're going to do comments from the superintendent first, please. >> Uh short and sweet. Um you know, the the last time we met, we presented did an initial uh presentation of the superintendent's proposed budget
002for 2627. Um I think this is a wonderful opportunity. One of the things that we talked about is coming up with um you all being able to express any additions or considerations and things to pay attention to as we move forward. Um I we uh just entered into crossover uh when it comes to the the legislative season. We had crossover um this week in budget Sunday is coming up. Um so we will be keeping an eye on the progress of some um bills and legislation. I will say that there are um several bills that um will have some pretty hefty price tags associated with them if they are passed and they are slated to be unfunded. Um so we are keeping an eye on that. We do uh know that we are paying attention to
003the air uh air quality act and the impact that it will have potentially on schools where it will require um testing and reports and addressing any of the connected issues to that report. Um we are still we are in communications with Mosley as well as Honeywell to see what exactly are we looking at um and speaking with other divisions. I think they they foresee this could possibly be millions of dollars that they will have to address. Um so we are advocating to uh through our um advocacy and lobbyist groups to indicate how how impactful that will be if it if they are unfunded. Um and so there's a few other items um that that we're keeping an eye on. Um but we we do some things we do foresee some things coming down um if
004they make it through the next the next part um that they could be impactful. Um we do we do anticipate some of the adjustments of um whereas in the previous governor's uh budget talking about a 2% bonus um from this year versus 2% raise for SOQ positions um over the ne next two bianium or the next bianium. Um, so I think we anticipate perhaps some adjustments there, like perhaps maybe $1,500 for teachers with some flexibility and maybe some adjustments on the raises. So, we're still kind of following those. I know there's been some webinars and some um addressing that. So, uh, I I say all this to say there there are still some things that could possibly change over the next week, um, to a couple weeks in terms of whether it's budget Sunday or
005just pieces of legislation that could financially have an impact. Um, and I think sometimes that's an extension of ideas sound really good, but um, when a price tag is associated, the state has in the last few years said, "No, we don't want to pay for it. We'll just put it back on someone else." Um, so once we really kind of um identify some of those pieces of legislation, I think it will be important to reach out to our representatives and those in um decision-m positions. We have as uh a school system as well as partnered with um county administrator and the board of supervisors uh had a letter of support for um hold harmless funds specific to four localities, Nelson County being one of them. So, we have submitted that um and we're aware that
006it was received. You know, progress of things is always a little bit um how that how that pulls out. Um I think in the greater scheme of things of the state budget, we didn't feel like it was going to be too much of uh too much of an impact, but that's our impression. And um I think being held harmless for those funds would be very very uh positive for Nelson County because we have taken quite a hit over the last four years. Um, like I said, for the air quality, we have been trying to work with uh Mosley and um and seeing if there's ways of, you know, what are some of the improvements that we're currently doing that could possibly contribute to that um that maybe we're already ahead of the game uh and
007just working with Honeywell to see what else we would need to do. Um, excuse me. in terms of um yep to replace large equipment. Uh so um we get an update budget replacement cost for large equipment at Rockfish uh from Honeywell yesterday to replace all the large equipment. It would be about 2.7 million. Um the RTU unit 2 um has issues every cooling season um and would be about 450,000 to replace. Um, we will continue to keep an eye on those possible and that would be more of our our CIP. Um, however, this has been a consistent conversation for the last couple years in terms of Rockfish. It's the original equipment from what 99 >> 99. And so the life of it is is coming um coming due. And so what we have been able
008to kind of provided you all with several documents. I know we'll talk a little bit about um once we get into the conversation about health insurance renewals uh and and different various items that you want to discuss. >> Okay. Um any questions for Dr. Hester on any of that before we hop into the actual updates. Okay. All righty. Well, here we are. So, this is part of the the meeting where we really talk about any updates, the recommendations, and what Dr. Hester and Miss Irving want to present. >> Talk about that. I talk a little bit of um other things, too. >> Yep. So, since February 5th, we've gotten some updated figures um to include in our budget so that we're working with real numbers and not estimates. Um the prep budget came in with
009a substantial increase for next year. The new budget is uh 420,86196, which is 87,25516 more than what we paid last year. >> Primarily the cost of that is an Ivy Creek slot. this on a we had the prep thing on a slide or >> it was in the budget in as an attachment. >> Where is it? >> Probably in the executive. So, prep um we have three slots at prep. I have one allocated to elementary and I have two allocated to secondary, but that could switch based on student needs and know what their issues are that that need to be addressed. We also pay all of our related services, the OT, the PT, the assistive um PE, all of that goes through um Pont Regional um educational program. So their budget is built of um
010information from multiple counties. So it's that are participating members. So it's a way that we can have a um PT person at a fractional FTE instead of having to hire a physical therapist, we can hire a point 23 physical therapist and not have to um bear that cost all alone. So it's a wonderful program. uh but our needs are seem to be growing and the cost increase then is 87 25516. I have work that into the budget synopsis because I didn't think that was uh very negotiable that would be something we could not do. So I went ahead and took the liberty of adding that to the a new synopsis and included it in uh two particular line items in the budget. >> And and I will say that we were able to attend a
011prep meeting yesterday. Dr. Rush and myself and and the conversation and presentation of the budget. Um I think there's multiple aspects to the Pedmont regional education program and you have the resources the prep resources but then you also have um the resources of Ivy Creek and you know it is kind of an alleart type of scenario where if you need autism if you need um PTO if you need vision so we've signed up we have vision services um I think two days where they come in and they help provide those services for our students which has been um I think we feel like a a big um support for us. Um so the conversations it is a kind of conglomerate made up of a lot of different divisions but the conversations about the costs um
012we've the Ivy Creek just or prep just made a transition into a new building and that has driven up some of these costs and that will be a consistent conversation that we have is um keeping an eye at what point in time do these costs go up beyond where we can um we can afford to continue to keep doing that. And so this is something that we continue. Um I I would say right now what it affords us is incredibly important for the students that we have, our sped students. Um but we are keeping an eye on what the costs are and how how what are the other options to offset that and they're not a whole lot of other options. >> Well, and it's not like it is even an option. >> Sure. these
013services for students with disabilities aren't an option. And I think this this FTE that you've talked about for the PTS and OT's and vision and all these folks are are I'm not sure how we'll manage without because I think the other option is way more expensive. Well, I know the other option is way more expensive and it's not something we can choose to do or not to do. >> Um if the students have that on our IP, we're on the hook for it. So, I think we need to be very careful about that. That's a good clarification to make because if it's written in that IEP, then we have a legal responsibility to provide that service. If we don't, there's liability. >> And I think people need to understand that that when you look at
014things like our budget items and and why do we provide this, why do we provide that, we are mandated by law to provide that service. It's not an option. >> Yeah. >> Correct. And I expect the reason that we're a little higher here in the budget too is that previous budgets have been using down a um surplus or contingency account that prep had uh when they were under Alber public schools. I think they had built up some um excess funds that they were applying to to the budgets and that's gone away. Yeah. U the other news that came in uh over the last two weeks is that our uh local choice group health insurance program quote came in with an 11.9% increase. Uh talking to some other finance directors, I think we should be uh
015thanking our lucky stars that it came in at 11.9 because they're seeing some pretty big increases due to um >> which one do you want me to open? >> Um I can't see it. uh the equal cost sharing, employer pays, employer minimum. >> We can talk about any of those options, but first of all, we might want to understand about what local choice is. And so there's a PowerPoint if you can find that PowerPoint >> to talk a little bit about um Nelson County in particular because we're so very small. We have 254 lives uh subscribers in our program and due to the smallness of our size, it doesn't make a lot of sense to consider uh being self-insured. A lot of big districts are self-insured and so they take the liability on themselves of
016um any large claims that would come in would basically bankrupt Nelson County. Uh but large districts, you know, have so many subscribers that so many premiums that they can offset that to a large degree. Uh in 1989, local choice uh health benefits program was formed by the general assembly and it provides health insurance coverage to local governments of which Nelson County is a member. Um and I think service authorities as well and I think our service authority is also a member. Um and school boards. We have not always uh been a member of local choice. We used to um go out for bid and um during one budget cycle we were hit with a very big increase. And so we started looking at other options and uh realized that the pooling function of local choice
017of it kind of evens out the highs and the lows and gives you a pretty stable uh platform of which to budget your health insurance. Um we currently have five different plans available. We have um key advantage 250. We have key advantage 500, key advantage a,000, key advantage expanded and the high deductible health plan of which we can choose which plan we would like to participate in. um previous uh budget cuts, we dropped the Key Advantage expanded plan, which is the very best plan that um Local Choice offers, and dropped it down to a Key Advantage 250, which um it's a still a rich plan, but it's not quite as rich as they expanded. And so we wanted to give employees an option that needed medical care and wanted the best medical care um to
018have something that they could choose. And then we skipped over the Key Advantage 500 and offered a Key Advantage a TH000 plan for those that wanted health insurance but didn't want to pay the premium price to have the better best plan. They just wanted to make sure they were covered. And then we offer the high deductible health plan with an associated um health savings account to those that are relatively healthy and want to accumulate funds that they can take with them should they leave um and use for their health care, you know, at any time. So, we have those three plans in place. We've got the 250, the 10,000, and the um high deductible health plan. We don't have the ability to change plan design though of we we have to pick the from the
019menu of coverages that they have. We can't change the deductible. We can't change the out of pocket. We can't change any of the co-ayments. Basically, it's you're buying it off the shelf. Um if you go to the next slide. So, our Key Advantage 250 plan, it's a $250 deductible, 3,000 out-of pocket maximum, and it doubles um if you're covering dependent to 500 deductible and 6,000 out of pocket. There's a $20 co-pay for primary physicians and a $35 co-pay for specialists. The key advantage of TH000, it has a $1,000 deductible and a $5,000 maximum out of pocket. Still doubles to covering dependence, $25 co-pay for primary physicians and $40 for specialist. And then the high deductible health plan, it's a $3,400 deductible and $5,000 maximum out of pocket. Um, it doubles if cover independent but includes
020a $100 health savings account per month and a 20% co- insurance after deduct deductible for primary physician or specialist. Just a quote that I guess as I've gotten older and uh rely more on insurance than ever um it struck me. is that without health insurance, getting sick or injured could mean going bankrupt, going without needed care, or even dying needlessly. So, when you're looking at your health insurance program, it's it's a it's almost as important as actual monthly paychecks. Um it's a recruiting tool uh for us to uh be able to compare benefits across other localities. And you know we're struggling with um vacancies especially custodians with the library media at the um high school sped positions. So be mindful that whatever decisions we make, you know, we still have to fill the classrooms. We
021have to have people that because Nelson County doesn't have enough teachers within the county borders, people have to travel to come here to work. So we want to make sure that our compensation package is um as good as we can make it. And I would say anecdotally, we have just signed on a teacher coming to us from um another county and division that I think we would in in our minds think would be, you know, benefits wise. And when that individual took a look at the actual benefits that we offer, maybe not just strictly salary, that is what sealed the deal. And so I think that is, you know, one, um, we'd like to kind of coach some of our younger teachers to be able to pay attention to that and not just look at
022the salary line, but I think, you know, we know that staff is paying attention to that and evaluating that before making decisions. And so that that is something that, as was mentioned, when we recruit, we're going to hit that hard and make sure people understand. Don't just look at one line, look at it. Look at the package. Um some of the reasons driving up our costs for the coming years um medical inflation was quoted at 7.9%. Large claims at 1.77 million, prescription drugs at 1.8 million and then employee benefit selection. So, I can budget based on current enrollment, but come open enrollment time, we'll have some new employees that will make be making different choices. We'll have folks that want to change because they're having a baby, they want to go from employee only to
023employee plus one. And so budgeting is a little tricky with health insurance because the range for an individual um you're probably paying $10,000 a year, but if the person changes the family, then you're paying $22,000 a year. And so be mindful of of the budget as as we're looking for. Some of the requirements for local choice is that employers must pay 80% of the single subscribers cost. So we don't have the ability to pay 75% and the employee pay 25%. We've got to at least be 8020. Uh we also have to match the extra cost of dependent coverage at 20%. So we have to pay the single coverage plus 20% of the added cost for a dependent. So if it's plus one it's um a number. If it is family it's 20% of the difference
024in the family coverage in the employee plus the employee only. So the total cost of our um program is $5.07 million is what we've got to come up with between the employer and the employee. So finding that balance of how do you share that cost and that responsibility is what the board has to decide. All right, next page goes over what our quoted rates are. Um, and they use a formula. Let's see what it is. That the employee plus one rate is 1.85 times the single rate and the family coverage is 2.7 times the single rate. So you'll see the current plans that we offer, the 250, the 1000, the high deductible health plan, and then noting the $100 a month contribution. Some of the changes coming in um next year's health plan is that
025they will no longer be covering GLP1 drugs for weight loss. Um I think they'd seen tremendous expenses um for that particular use and they will they will cover GLP1s for diabetes related but not for weight loss. Um they're also implementing uh tier 2 and tier three tier three drugs a $150 deductible or $300 deductible per family. and I've never known them to do that before. So, that's something new this year. And then for tier four drugs, they're adding 150 deductible and then a 20% co- insurance up to $200 maximum per script. Um the local choice high deductible health plan uh the deductible will increase to 3,400 and 6,800 but they will um wave the deductible and have no cost to members for uh live health online medical psychology psychiatry and the employee assistance program. And
026then they're also going to be offering the employee assistance program to all employees of the division, not just those that carry health insurance. So that's an added benefit. They have also in accordance with Virginia House Bill 2097 increased the um coverage for preventive care for prostate and for breast cancer. Um, so all of those will be included in in the plan for the coming year. >> She can take a couple questions if you don't mind. >> So you're basically going to a pharmacy formulary here. Who is deciding what drugs are tier 1, tier two, tier three, and tier four? >> Anthem. It'll be Anthem's Anthem's drugs. and the employees will know what's covered, what's not, so they can basically do an analysis on if it would be feasible to even opt into this plan based
027on certain drugs, like what's an Eloquis, for example, going to cost their employees. So, Anthem does have a robust website that you can put in those >> portals and yeah, they'll be able to see pretty easily whether it's a benefit >> will be easily but the information is there. >> The information is there. Okay. All right. I just wanted to check on that cuz especially if it's a change this big of a change going to multi-tiered products. I mean, the pharmacy costs are high. I mean, you're seeing that with the GLP1s. It's high. So it could really put somebody upside down pretty quickly >> in their not just their health insurance cost but then their pharmacy cost. >> Yes. >> Then sometimes you find if you look at um what is it good RX that
028you can find that it's cheaper to buy through good RX than it is to go through the insurance program. So >> it's hard to be a smart consumer for health because there's so much you just don't know. Exactly. >> Sam's Club and um >> it's Walmart does the $4. >> Yeah. And um which Costco? >> Yeah. >> They offer some deductions with their memberships. >> Yeah. Yeah. >> You know, but if you don't know, you don't know. And a and a part of for us there's like and the underlying piece is pro providing the best opportunities for our employees to have the access to the health because then they're with us and they're in front of our children more frequently and and more effectively. And so we're the retention. Well, it's the recruitment piece, but
029it's the retention piece, but it's also the quality of life and the quality of um employee that you have working with our kids. So I worked up some spreadsheets um because the board will have to decide you know how do we want to address the increase in health insurance. So there are three scenarios there. There's one um if we the board pays the 11.9% increase and the employee pays the 11.9% increase on their share. Um, >> is this >> You mind if I stand up? >> Yeah. >> I can put some things out. >> Am I on the right one? >> Yep. >> Okay. >> So, keep going. So, the total cost of our program is the 5,70,900. Um, that's for this year. This is last year and the year before. So you see it's
030gone from 4,044 to raise basically $500,000 a year. Um I have the employer contributions come back. So if we got we have 125 prescribers and individual only the monthly rate is,63 and if you go here the total amount is 1,594,500 that's just for the employee only band. Then you have the employee uh plus one and then the family band. So most of our people are in this group here which is a key advantage 250. This is the key advantage of thousand plan which is less um robust but we have what about 30 people or so in the the thousand plan. So we take that 15 * the 9009 and come up with the 163620. And so um what we've got to come up with total is the 5,000 5,7,900. So everything that is in green
031is fiscal year 27. >> Oh we don't I'm sorry. I'm pick. >> Okay. So um go right at the top employer contribution. So if we take the total premium and then if we take what we paid last year and increase it by 11.9% basically we come with these employee contributions times the number of students uh subscribers and we come up with the projected total employer cost. And then if we raise the um employee contribution by the 11.9% that's the new employer employee cost >> this would be 773 from the employee 9 from the employer comes back to that 5,7,900. And so we have an option here for 11.9. We also have an option in there is the 15% that we originally put in was used to offset the employee cost. What that would look like?
032So right now we would be raising the employee cost by $82,000 for the um next year if you share 11.9. That make sense. >> My head just blew up. >> You want to look at the 15? >> Was it the next one? Yeah. Sorry. All right. Still set it the same way. Same number of subscribers, same monthly rate, um same increases. But if you take and increase the employer contribution by 15%. the employee contribution over. We actually have $35,000 38177 um that we could either reduce the budget by or we could lower the employee rate to come up with that difference. So that's for this 655 plus but this 41 415 is that 507 while ago sum of the 575 and the 35 is the 540 that is going and then there's a final option
033We talked about employer minimums that if Nelson County uh schools did what is in the bill uh when they established local choice um where the employee bureau pays 80% of 20% of the additional cost of attendance you can see um the rates for the employer way down you could say 656,000 but the employee on the other hand would go up 1 million 19660 60244 so those rates would go from $46 a month to T12 a months 374 to 722 and 547 to14. So as we consider these options, I think it's important to you know you have your health insurance and how we decide to contribute offset or you know the the 11.9 the 15% or the 8020 is cost of living and then are are you know if we are able to do 2 3%
034whatever raise is that really going to end up being a raise or is it just minimizing a loss due to increases somewhere else and so I think that that's something that's really important as we see this and make as you make a decision on one side, what is the impact somewhere else? >> And I think we have to be very cognizant of that balance and and the impact on employees. >> We can do any scenario that you'd like as long as we are above the 8020. However you guys want to split the pie up, we can split the pie up as long as we meet the statuto requirements according to the bill. Any questions for Shannon specifically on that? Anything? Um, >> how was the how was the increase in premiums last year handled? Um,
035>> we kept the 15% in the budget and the 3% offset what the employees would have to have paid more >> so that they were held negative. Doing the 11 and a half would be a more like aggressive stance than last year in terms of like >> doing the 11.0 would be similar to what we did. >> The same approach are just increases were different considering in terms of who like bears that burden like is this is the 11 and obviously for the county to bear the whole 15% compared to sharing like 11 12% each? That's kind of the the question, right? >> Whether Okay. But last year the county bore the whole 15% and it didn't increase the share of the employees. Correct. >> Okay. Um we've not been able to keep up with
036>> social security and cost of living. Um so as part of the total package instead of adding more to that end of their thing to that was the rationale was to offset what we couldn't do in salary. >> Yeah. And I guess when you're like and like talking to applicants that's kind of that's talked about as part of the overall compensation package. You >> like the actual like value of employment. >> Yes. And it's actually saves the employer too because we do um health insurance on a pre-tax basis. So we don't pay taxes on those funds and then the employee they don't have to pay federal taxes on it. They don't have to pay state taxes on it. Um so it's a good way to offer an increase in a compensation package without having those
037other associated costs. I will say that in comparison to some other divisions, you know, some somewhat local, ours being 11.9, there are others in 23 and a half. And it just takes a few um critical uh conditions to really swing either way, particularly for smaller uh smaller divisions. And so it just takes a couple critical and luckily that's that's where the local choice does come in and work really well for us because it caps it. you're not held responsible for above a certain amount. >> Um which is 125,000. >> Yeah. >> Um for the group rating of 250 to 499 um >> talk a little bit louder. >> They are pulled our claims are pulled. It's 43% of the current year, 28% of the prior year and 20% from the pool for um the credibility
038factor applies to medical and behavioral health. So that does help us because it's not just us. So if we have a really bad year, it's kind of smoothed out across the state. Anything else in regards to local choice? Okay. So they were the big changes that we've had since last meeting. >> Um I I'm going to bring this up. Um, one of the questions that we get and and just so you have it at your disposal is we get the question about um local composite index. And so this is a comparative um spreadsheet that has every uh locality um and went ahead and um highlighted Nelson in gold. Um and again we're sitting at 7269. But what it also does is provide um information on you know some factors contributing to this. And I think
039sometimes when we talk about percentages of um locality budgets I think it's very hard to compare um you know it would be hard to compare Nelson's um and NCPS's total of the county budget versus say Amherst because Amhurst has a considerably lower LCI. So the requirement of the locality to pay is so much less. Um so if we took a look at Amherst here, it's sitting at 3128. So that is a considerable difference. So when we sit there and we want to compare and contrast some things, it's always good to understand the components that we need to compare and contrast. um to delve into the details of why one locality is different than the other is a complicated formula and I think we've talked about that quite a bit but I think keeping an eye
040on what contributes to those costs and why one school budget is more of a percentage of the locality budget versus another. Um, a lot of that is driven through the LCI because of the the mandates of what the locality has to uh pay and so you have access to that. >> Yes. In your packet there, you know, there is a listing of the LCI by ADM and by LCI. Um, so that you can see it a couple different ways. I I just find it so interesting that the state thinks that Nelson County is in a better position to pay than Alamaro County for its you know it's >> property values formula tells you property values it will say that our closest peers are Charlottesville and based on ability to pay >> and there's conversations throughout
041the state that you know, one local. So, the way this works is for ours to go up or down, um, someone else's has to, if ours goes up, someone else's goes down, vice versa. So, it's always going to equal out. And so, that has been a part of the conversation is watching, you know, other localities and what they're doing and seeing how it impacts others. And there are localities saying, why should I have to pay more? because your locality is choosing to to make decisions that impact the revenue or the property val or like property values or what you're pulling in. And so there's a lot of other um um localities making the argument of that don't don't add to our our stressors to alleviate yours if you can make other decisions. Um we are
042not a um we don't have taxing authority. We don't have that ability to make those decisions. And and so the JARK study has taken a look at this formula and they and they have indicated while it is not perfect. It may not be as bad, but for us and how we're structured, it is not good. Bath County is in the same boat. They're worse. They're at 08. And so you see a lot of these rural resort areas that take a hit and take an impact with this. Whereas you see some other areas where in your mind you'd think there's no way that they're going to be below Nelson County. and they are because of contributing factors. And so while ADM is a is a component of this, um there are other other aspects to this
043that drives it. Um so we have been a part of those conversations. We've had those conversations with our local representatives who try to advocate as best they can on behalf of Nelson County. Um I know I've had several conversations with Delegate Lawer. We met with Delegate Griffin um I believe last year and really laid it out. I think it's really important to keep in mind that those who are serving in the general assembly, school and education is is a is a small component. It is our entire world, but it is a small component. And we can't make assumptions that they actually know what the LCI is. We can't make assumptions that they know how it even um impacts our world or a local budget. And so it's a consistent educating um conversation that we need
044to have. I will say delegate lawer has has been an immediate um communication with us when we we've seen these changes and being a part of the advocacy. Um I haven't had as many conversations with delegate Griffin. I know um uh Senator Deeds is very aware. Um and I think it's just you know having that advocacy piece but understanding that when we go down someone else goes up just like when we go up someone else came down. Um I believe we are uh 17th 14th in the state um in terms of of where we we rank. >> 13th. Yep. >> We are 00731 from maxing out on the LCI. >> 0731. >> Yes. >> Number 13 in the state. And we can't control that. >> I mean that's that's the crazy thing. We have no
045control over that. And I dare say that our budget would be less interesting. I mean, and and appreciated probably by the board of supervisors if we were like an Ammerst County and we were 31 with an LCI. They would be less not less interested in the schools, but there would probably be less oversight on that budget because it wouldn't be so impactful to their overall. We can't control that. >> We can't control. And when you sit here and talk about things like the sped and the cost of a child into the school system, those are ma mandated things that we have to do for kids that we cannot control. And it raises the expectations of what we need money for. Not even expectations. Requirements. >> It's a requirement. >> Requirements of what we have to
046be funded to do. We cannot control that. or and I think look and and this has been something that has been really important and a conversation piece is is getting away from looking at things as costs and their investments like you know like well we have to like these are the needs of the children and this is the rest of their life that we're trying to prepare them for. So, if we don't provide these services and these supports now, it it just gets harder and harder to provide those supports later on if we're not doing it upfront. And I think there's conversations about, well, you know, why is it cheaper to go private? Why is it cheaper to be a charter? Why is it cheaper? Well, you got to remember they don't provide all those
047services or if they provide them, their add-ons may be provided through a different entity. So those costs are always going to be there and so >> those services, but they can get them from the public schools. >> Exactly. And so again, it goes back to um it's just kind of it's it's sometimes hard to compare apples to apples and you have to really dig deep into the information to understand what you're looking at and not to be sucked in on the surface of just looking at a bottom line because there's far more that goes into that. And when you have a higher um e uh percentage of economically disadvantaged um children or you have a higher poverty rate or you have um higher measures of mental health within a community um and less access to
048health services, uh you have um we have an inc we we showed our enrollment the last time where we see increasing numbers of um English language learners. Um we've had higher than average percentages um of students with um disabilities. Those students require more investing in order to support their needs in order for them to be successful. And I think it's important that um you know to be very careful as we we take a look at our numbers is there's there's sliding scales of percentages within each um demographic of school systems of communities. So it isn't just looking at your enrollment but like the population overall and what is impacting that overall population. And so I think it's just keeping an eye and understanding who we serve and the investment that we're making in our children
049and the investment that we're making in the adults that we have working with those children and what it takes the endorsements all of that what it takes to be able to be the best to put in front of our kids. So, I think that it's it's important to to really see that. And I think if you just look at a bottom line, you're not really going to understand what you're trying to compare. >> But we're open to talking about like, you know, if anybody's got questions about, you know, any of those things, I think anybody on this board, but we would certainly direct them to you, Dr. Hester, to help explain sort of how complex coming up with those those numbers and those figures are. >> Yeah. The common language that you'll hear is you'll
050hear LCI, the local composite index. You'll hear per people pupil expenditures. How systems calculate their per pupil expenditures aren't always going to be the same. If you've had major renovation projects, if you've had major capital projects, not everybody puts that into the operational budget. Some people put it through the county, some people put it through other um formulas. So, you're trying to compare per people pupil expenditures. Um and and you may not again be comparing apples to apples. Um and I think that that's really important and I think again in a budget that is 80% personnel research is very very clear about this the biggest impacts on student outcomes. Um it's the teachers working directly the IAS working directly and those individuals working indirectly with the students that impact student outcomes. That's the business that
051we're in is to support our students. And so it would make sense that rather than being critical of per pupil expenditures, it's understanding of those expenditures, where are they going and are they giving us the bang for the buck that we're trying to invest in our students? And I would say that given our trajectory and and movement and growth that we have with our students, that investment is working out. And it is and it is very um reasonable. it is very um beneficial to what we're doing. Uh and so I think sometimes we we want to be like well you know these individuals have a lower per pupil. I'm not sure that's necessarily something um I'm not going to say to be proud of but I'm not sure that that's the target that you want
052to be spending the least amount on your students. I think you want to be you want to be effective in the money that you're spending and paying attention to that. And I think understanding where a bulk of that money is coming from and um um Miss Irvin has done a great job and in really pulling through a lot of different data to see on a per capita how are we spending things like transportation um and so all these other factors that contribute that we you know we do efficiency studies on our transportation we do all of that to make sure that our routes are efficient we're doing it in the best possible way. Uh and so when you look at per people expenditures, there's the personnel costs, what you're paying, you know, for personnel, how
053we factor it, we factor in the projects that we do, our grants that we get. So even if that money is not coming from the locality, it's factoring in all the money that's coming and what we're spending on students. And so I think it's been said is um if your per pupil expenditure um you know comparing two per pupil expenditures of the same one one locality may have a problem with that because the locality has to spend more into that versus the state whereas the other locality is perfectly fine with that because it isn't coming from them it's coming from the state. So I think those there are some things that we have to be very very mindful of but in the end it's the investment that on the back end with our children that's
054going to contribute to the sustainability of your community, the health of your community, the crime rates of your community and nationally a GDP. So it's contributing to all of these things. It's just on a longer longitudinal basis. >> Comments from anybody questions for Dr. Hester >> that was that was helpful about the for people. >> Those are typical questions that we get. >> Um I think we've had we've received questions like why do we spend this much money on our student or our special ed students? Um, and I think the knee-jerk reaction is like we're legally obligated to, but I think it's looking a little bit bigger is these are students with specific needs and you know, if if we all had a specific need, we would want that to be provided for through our
055education system. Um I think it it's it is a legal requirement but it's understanding like if we provide those services and supports now how much more equipped and um and better off they are throughout their life and that is the goal. Um the same with our English language learners. Uh the more supports that we can we can provide at this time sets the stage of more success as they go through. Um and our at risk students our at risk our economically disadvantaged students um require more supports or different supports and that is something that research is very very clear about that. Um new uh funding formulas um Virginia is unique. It's I think one of like seven or eight states that use its current formula. So I know the state is looking into the JARK
056recommendations. That is not going to be a this year solution. it's going to be over the course of time and I think it could be possibly $3 billion. Um, so I think it's going to take some time. Um, but a part of some of those conversations are looking at the the demographic stu like English language learners, sped students, at risk students and and um formulas associated with that. Uh, and so that's really uh hopeful for the future, not so helpful right now. Um, just a a question that I'm just learning how things work. I, you know, I saw in the news recently about Charlottesville City Schools, all the drama with their, you know, their teachers union there and, you know, like they they got like 10 and a half% raises for all their support staff
057compounding over the next three years. 10 and a half% every year for the next three years. only if it's funded by the governing body. >> Sure. But that the school board put it in their budget. >> Um >> Yes. And I think I think it's important to note that's through collective bargaining. >> Sure. >> Um and I think >> I guess are we do we have anything like that going on >> where like there's like collective bargaining or anything. >> So that that is um decided by the local the by the school board and localities. Okay. Um I think that is also something that we are keeping eye on because the state is considering legislation where it would mandate that. I think um there is uh data coming out I I want to say from
058Veco that indicated that that could be an automatic increase of about 20% to a budget. Um, I think a part of the conversation that we had earlier this week at a region superintendent meeting, um, my question is, you know, for smaller rural school divisions, the impact that that would have on things that, you know, you still have to satisfy SOQ, you still have an LCI that is impacting the money that you get. But I think the part that sometimes people don't understand and and Miss Irvin just said it is all of that can be agreed upon if and only if >> the funding agent provides that much money. And so I think there's a lot of complexities to um collective bargaining. I think we're keeping an eye on whether it's going to be mandated. I
059think that that could have um significant impacts to small rural um communities. >> Sets the stage for a lot of disappointed people. >> Yeah. you know, the school board can kind of very publicly say, you know what, you're right. We're going to do that. >> And then it could just get, you know, >> Yeah. And and it's a it's a a very good working relationship with our education association. And so there hasn't been >> they know that we're doing the best that we can with what we've got. >> And that's kind of the what I'm getting around to is where sounds like you've been treating people well and that there isn't the animosity that some other divisions have. I'd like to think so. >> Well, and I think that I think the key to it
060is having open communications and and listening and being able to have a difficult conversation. Um, I think what I am known for is I don't want you to leave this room without you hearing me say something because I would not want to mislead anybody and but also hearing like but please understand we will work towards addressing areas that need to grow and and that has been a part of the conversation I'm pointing behind me but um that has been a part of the conversation of listening like you know our our starting salaries are fantastic but our 15 to 30 needs some work and we've pulled all the data And it's it's glaringly obvious and we we've shared that data in our presentation about where we rank. Um and it's understanding we talked about we know
061what the biggest impacts on student outcomes are. And when you're looking at um individuals who who are in their craft and in their career at 15 years to 30, more likely they're more impactful or as impactful and they're taking on leadership roles within buildings and you want to you want to retain those individuals because turnover is not good. And so you want to start um honoring the years of service not not just flippantly like well you survived. No well they are contributing back and you want to continue to maintain that. Uh and so I think recognizing how do we how how are we able to and and we've done that for the last two years with the raises is we it wasn't the same across the board and we did it for all of our
062staff not just our teachers. And I think that that reminds me of reminding our our um those who are paying attention to this is when the state says they're going to give you something, they're only talking about the SOQ positions and that's typically twothirds of your employees. So then you have to make up because what you can't do is well, you know, if you have >> then you're Yeah. Then you have to factor the LCI into that. But then you're pitting one one employee over another about who's more valuable. And in the end, all of them are incredibly valuable. And that's what you have to be able to try to demonstrate. You know, a budget is a financial representation of your priorities. We prioritize 80% of our budget towards its people. And so continuing to
063to honor that and recognize that, but our conversations are always going to be like as best we can, we're going to try to bring that along. Um >> how many do you know about how many um like what percentage of like school employees are county residents as well? So, we did a study on that, what was it last year? And I so we haven't updated it for this year because it just takes a little bit of of um data mining but I think when we took a look at it last year of our um classified staff and we see more of a 60% to 40% um and then our 40% would you know 60% in Nelson 40% is probably your Amhurst um your Albamaro your well Charlottesville um Augusta and then your Lynchber I mean
064like so somewhat close by when you look at our certified staff it's reversed it's 40 60 um some of that has a great deal to do with the lensure and the endorsement requirements that that you are necessary to to hold those positions um and we have and we have a pinpointed map of where all of our individuals are coming from um and where we pull from >> kind of like a in every direction >> yes I mean I think we have so if I'm working my way you know e east we have Louisa we have Charlottesville we have Albamarl we have Augusta we have Wesboro we have um I think a Rockbridge I think we have um Bedford uh Lynchberg Amhurst Appamatics Buckingham and Campbell Nelson Um, yeah, in my head I'm trying to go
065and and it's funny because that's also the map I have in my head when we're making some decisions with inclement weather because we talk about again I have to have the supervision in our buildings. So, if my staff can't get there, um, it's super difficult. Um, and I, you know, knowing where our administrators are coming from, um, we we do want to, uh, we are one of, I think the second largest employer, um, in the county. So, we still employ a lot and we love to employ Nelson individuals. Uh, but the requirements to what >> I I saw I saw number one. >> It's probably number one full-time. >> Okay. I imagine >> full-time could be in seasonal but I mean I I think conservatively we know we're in public >> we are number one
066and so we are a big contributor and we love to employ um Nelson but sometimes again our goal is the student outcomes you want to put the best people in the be you know was it CVY put the best people in the right seats on the bus and that's what we try to do >> I think what we've heard feedback we've gotten even you all have shared that with us over the years is that we have people we employ that come from outside the county that would like to live in the county, but housing is a challenge from an affordability standpoint and from an access. I mean, just there's just not a lot of inventory that's familyfriendly, so to speak. So, I think that's been a challenge for us to find people that hire and
067want to want to be here. Just getting here is tough. >> I a custodian salary friendly that doesn't then require an immense amount of renovation because again like that our teachers the hours that they work you know I think I think it's a misnomer when someone's like you only work 10 months. Well, first of all, so I was in the private sector and I tallied the hours that I worked as a sales rep versus the hours I worked as a teacher and I far exceeded the hours and I was not a uh slacker in terms of sales. I worked my hours. Um, you work more just within the 10 month time spa than you would over the 12 month. So, they don't have time necessarily or and yeah, they had Yeah, they have to take
068classes, professional development, they've got family, they don't have time to necessarily do those renovations or the additional money to be able to do that. So I think we have people who are willing to come to us but I think that a part of that is the benefit packages, the salaries that we offer and the environment that we try to create in order to have people here. And >> um yeah, >> I know just from having those conversations with some of the employees, >> it's not just finding a place to live. It's also if their spouse couldn't afford to then travel back to them >> to outside of the county to cuz it's you know if they move here for one then the other one is still working in the locality where they came from or
069close too. So all of those costs, we we listen to those things and try to take those into consideration over the years and and some years have been way better than others. And in the last couple years, it's just not it's it's getting worse because we don't have the housing. we don't have is things that hinder us from helping as um as much as we would like to if that's appropriately say. >> Did that did I answer >> because I that was a lot. So I was like make sure I actually answered the question. >> Yeah. And and listen, I want to for airboard's sake that for the new members that may not know when we talk about NCAA, the Nelson County Education Association, the two beautiful smiling faces that you see on the the
070front pews pews usually um are our representatives, Mrs. Deno and Mrs. Allen. So, they're available. I'm sure they'll they'll chat with anybody anytime. And there's a um a represent a representative from NCAA on superintendent advisory, you know, like there's there's opportunities to have those conversations and they hold meetings, I think typically right before the school board meeting. >> Yeah. So they're they're holding meetings kind of in conjunction to when we're meeting to be able to have those conversations with members. >> Any questions in the interest of keeping us kind of moving forward? Any She's checking public comments. >> Okay. >> Um, >> so we're seeing if we've got the the public hearing portion if we have anybody that wants to speak at this point. >> So, as we >> Can we speak from the floor?
071>> Yes. Go right ahead. Um, please just stand up, acknowled your name, your address, and then you've got three minutes. Thank you so much. >> Thank you. So, my name is Debbie White. I am um on Glass Hollow Road in Aptton and um I listened to the BR budget presentation on the 5th of February and found it to be a very thorough and complete presentation. I know that the staff have worked very hard to with the understanding and knowledge that they're losing money that they have no control over. And I pray that there's a home hold harmless benefit that comes out of the general assembly for Nelson County. But that number is not going to change. And so even if you're held harmless this year, you're going to be held harm. you won't be forever.
072So, the county has to prepare for that that to have to pay that number in full, that amount in full. Um staff is so important to a school division. I fully support the county providing for a raise. The 2% is not a cost of living. Social Security went up 2.8%. The the inflation went up more than 2%. So 2% even with a step increase that's like a half percent is not getting you to the cost of inflation. Um so I I fully support that. I fully support the county trying to make tweaks to its salary scales to make it more fair. And they did that last year and they got so much push back from the county for that. But they were doing what was right for their employees. The employees see that. They know
073what they're doing. They're seeing they're they're being patient because the employees, they know that there's some inequities in the scale, but they're patient. They're going like they're going to get to me and they're going to fix the salary scale so it's a little bit more equitable for me. Um, but it takes time to make those salary scale changes. And so the county has been rightfully taking a number of years to make the tweaks to the salary scale to make it equitable for everybody. Um so I I think the county has to stay away from that part. They they don't need to manage how those salaries are being paid. They just need to say you get two two and a half%. and you guys are going to have to decide with your employees how that's that
074plays out. So um I I also feel that it's very important that the the school division be fair in how they they do the uh the increase on the health insurance and a a fair sharing of that between the employer and the employee is something that staff understand and we all have had some type of um 8 to 12% increase in our health insurance this year, even if you're on Medicare. Um so everybody knows that that health insurance costs have gone up. And I I think if you're going to try to start making employees pay a whole lot heck of a lot more, >> I think you have to compare against what are the county employees paying. So that's that's where I am. you know, it needs to be acquirable with what the county employees
075are paying. >> Thank you. Thank you very, very much. If there's more, and we tell everybody this, if there's more you'd like to say, please put it in writing and send it to us. We appreciate that. Um, anyone else like to speak from the floor? We'd like to always give everybody an opportunity to speak. Does Mr. Lyn, you want to speak? No, I was >> okay. Oh, okay. >> All right. Okay. >> See something behind >> you. You don't like your back. >> So, public comment then, public hearing on the budget is now closed. Thank you for speaking at this point. We appreciate it. Um, so school board budget discussion. We've heard a lot of presentations over the last couple weeks, a lot of information, and now we kind of need to provide our feedback
076on what we want to prioritize and what we'd like for Dr. Hester and Shannon to do with the budget. If we'd each like an opportunity to speak, would you like to share your opinion individually on the budget or any comments? I think Mr. Kenny, you like to talk. Let's go. Um I think that compared to you know a couple weeks ago when the proposal was to you know for the budget to absorb all the whole 15% I think that the shared cost approach is um at least an olive branch to the supervisors that we're not that you know we're being considerate of the realities of everybody's costs going up And that's uh I think like Miss White said that that's something that people recognize is kind of part for the course right now and like
077undesired for everyone's cost to go up. But I think that it's uh that would be an appropriate thing to do in my opinion. >> Anything else? Um, other I I think that we should keep the middle school baseball and softball in there because, you know, that'd be a good thing to do >> as presented. Are you comfortable with having presented the budget other than the >> I mean, I'm interested in anybody else's. >> All right. Well, we'll talk about that in a minute. And we we're not voting today, right? Like we're just this is what >> the vote will be next like next. >> Correct. >> Yep. Okay. Caesar, do you want to >> No, I just want to um I apologize for not being here at the last meeting, but everything that I've seen
078and looked over it looks, you know, I it's kind of early for me to make a hard-nosed decision on yay's and right for me. Um I know you know in years past we've we've absorbed all the cost of of um the insurance and um so they could see their raises and um and here lately we have taken on some of it and and it's you know just from me personally I know if you get a 2% raise that that 2% could cost you money in your paycheck even though you get a raise cuz it pushes you into a higher tax bracket and you lose money by getting a raise and then you're going to lose more money by having to pay more insurance. So, that could be very detrimental to a family that's on a
079tight budget. You know, sometimes giving money is is very much putting them in harm's way. in a you know in a budget sense. So I'm going to reserve any more comment at this time until we get I can listen to more of it coming up. >> Thank you guys Mr. Richardson. Oh, I I certainly would like to thank Ms. Irving and Miss Hester for all the work that has gone in to make it very difficult process, you know, understandable. And um and I think the only other thing I really have um to add at this moment um is I was missing the executive summary portion, you know, of our presentation and um had a little dis had a little trouble, you know, following on the insurance thing, but that's been something I wanted to agree
080with um quite frankly with Joe about that. Um uh I I I was impressed with the um position um the administration took on looking at the insurance and you know helping make what is a very difficult thing. I mean, you know, insurance companies get a lot of bad representation, but you know, it's because we have an opportunity for a lot greater u you know, improvements, uh, you know, people getting new hips, you know, new knees, new, you know, the these things cost and and we don't we don't always think it about that. you know, rub some dirt on it, take a couple of aspirin, you'll be okay in the morning, you know, um but you know, um the costs continue to go up and uh that is a fact and uh anyway, I appreciate the
081very realistic approach and I thank everyone for all the work that they've done. >> Thank you, Dr. Russ. >> Yeah, Shannon Urban is a genius. I don't know how I you speak a different language than I do and you have made it so detailed and so clear and so straightforward and your presentations have been just phenomenal and you've managed to sort of guide us towards like you did tonight we didn't talk this has changed since the last time and here's how we're proposing we you know adjust so thank you for that and um Dr. Hester always I hear you say but the children but our priority is our students and we can't just put anybody in front of our students or anybody behind the wheels of the buses that drive our students or anybody fixing
082the meals for them in the cafeteria. So I can't there's a national teacher shortage and and nobody has teachers. Um, and but that doesn't mean we can even consider settling for what we can get in terms of staff. And so I think the the insurance conversation is a good one to have. I'm I'm hopeful that I'm I was thankful to hear um you say, Dr. Hester, that one of our applicants said because of this package, here I come. because I we it takes an unusual person who's out of college or has been out of college for 10 years to say, "Yeah, I think I'll move to Nelson County and teach there." So, we have to we have to we have to entice them somehow other than the fact that it's a wonderful place to live
083and work and raise children. Um but it's those children that this budget um those children's futures that this budget needs to consider and um a lot can happen in the next year but what we have to think as Dr. Hester said is the next 10 20 30 years these children aren't going to um their lives will be different 10 20 30 years from now if we do our job well now and that includes a budget that that puts them first. One thing on the food service side of things, I saw that in that whole milk for healthy kids act, there's an option to like I guess right now if you want to provide a non-dairy milk option that there's like forms you have to fill out and the kid even has to have like a
084doctor's note saying they need it. But if you offer it to all students, you're completely exempt from those reporting requirements. And so I would love it if alongside the other milks there was just a a soy milk option for cuz I know a couple of my kids would drink it every day and I think that with all the people having the alpha gal intolerance like allergy and like the tickborn allergies and stuff there's there's plenty of people and you know I can't imagine it would cost a whole lot different just to have it as a proportional option if people would drink it. I don't know what the process is. >> Right. Yeah. We'll have to check with that. >> Yeah. But in terms of before, you know, next month's meeting if that would change that
085food service number at all. >> Okay. >> Just for the sake of >> saying we talked about it. >> Yes, sir. >> That's fair. We certainly see more people dealing with Alpha Gal at this point. And I know that our uh school nutrition Chris Chrissy Canal has participated in at least one but I think multiple webinars and milk was one that was almost immediately following our meeting. So I know that they are are staying on top of it and communicating with our our current provider and contracts and checking to make sure. So I I know we are um paying attention to that so we can >> So she does do specialized meals for students that have identified medical needs. So like our diabetics like it it the the bill makes it so that a parent
086note can suffice. You don't have to have a physician's note anymore. A parents note will suffice to kind of get you on that list. But that it specifically says if like the school division says this is an option for everybody that it actually reduces the forms that need to be >> like concerned about. >> Okay. >> Um so when you presented the budget you do this so well every year and we're so appreciative for you always stuck with us forever. Never going um but never we're never going to let it go. Never. Um, but I think the way you presented this when you said really there were we had our budget and then the four things that really we asked for in this budget were the 2% in step for the increase, the health insurance
087that we thought was going to be 15 came in 11.9, the 50k for the startup for middle school sports and then adding the VPI classroom. >> Correct. Um, I you know, if we could do more, if we could do 10%, we'd do 10%. The reality is, I mean, I think the compensation is so key to to everything. When we've got good people, we want to keep the good people. It's not even in line with the cost of living increase with the inflation increase. So, I think that's so important to then step to the health insurance. It doesn't do good to give somebody a raise if you turn right around and take every bit of that away. So, as much as we can in the benefits package, help our employees, I am in favor of that.
088And if just whatever you can work your magic on that, um I I'm I'm in in favor. I just I never want to see and and it's the reality of our world, but you don't want to see people net back >> on their income, on their take-home pay. So, um I'm an advocate. I like I think everybody else, I'm I like the middle middle school sports. I think that's a huge way when we talk about our student outcomes, it's a way to get our kids not even just outcomes in the sense of successful um athletic teams. It's really getting them into a program that's bigger than self and our kids in a world where we're very digitally focused. I think an opportunity to engage them in teams where it's bigger than I is really important.
089And so I'm a huge advocate of that. Um and we know that the outcomes are so good for any kids that we can get into school earlier too. The VPI expansion is critical. >> Seriously started. >> Yes. Absolutely. Absolutely. So um I know it's an ask from the county. The county has been super supportive for many years of the schools and I know they will be moving forward. It is an ask for them to continue to be committed and to step up. Um I'm sorry that our LCI is so high. I mean, I'm sorry that that delta happens. Um, when you look at what we're asking for increased expenditures, it doesn't it doesn't even equate to the inflation increase. Like, we're still below what the inflation increased are. So, whether it's it's fuel costs, whatever
090that is, we've tried to be really tight and specific with what we're asking for in this budget. And so I'm very comfortable with what you presented in any way we can preserve our ultimate employees net pay if that makes sense. >> So today's the 19th and hopefully over the weekend we might get some updates from the pro from the general assembly and so our numbers might change again um before I see you at the next meeting. Yeah, because we'll have the House and Senate >> House and Senate budgets depending on how that impacts and any kind of add-ons. >> All right. So, the budget that I give you next meeting would include our best guesstimate between the House and Senate, which one would go through and then we'll go over those, but we'll have to
091approve the budget that night to get it to the county then the next day. >> Yeah. And that's been a and and I meet with the county administrator monthly and I had conversations with her a little bit yesterday and they I believe we meet on the 12th. They meet on the 10th and I think last year the timing was really good. We were able to give them our approved budget the the Friday before they were about to present on a Tuesday. So they were able to incorporate into their presentation of the budget hours with really understanding the numbers. And I think that that's just overall a good approach. So, we're doing the best we can to be able to contribute that to the to the greater um county budget. Um timing wise, this year is
092not matching up, but we'll do the best we can and stay in communication. Um and we have two people here who are paying attention as well, so that helps um to stay a breast of the information that's coming to them. >> Perfect. any questions that pop up, please, from the board, please reach out. I mean, we're there's no hiding here. We want you to have the info you need to have to make the decisions. Hopefully that support us as we ask, but seriously, I mean, any any questions, please ask. Nobody no one wants to hide anything. Um, any other questions as we wrap up the budget discussion? This will not be the last opportunity to talk. Good. Um um so we're going to slide in at this point under this bud this discussion as a
093school board group. Um thanks to Mr. Joe Richardson. He remembered and was very kind enough to want to acknowledge and remind us to acknowledge school board clerk appreciation week. So Mr. Richardson on behalf of the board picked up a couple of things for you all. And if Joe Okay. >> Here you go. Each Thank you. >> We thank you. We know that this is not even your secondary, tertiary, any of that job. And we thank you very, very much for all that you do. >> You have very full plates >> um before you even come to this. And this is not a super easy. The clerk's job is Is that right? Did I get everything? >> Thank you very much. >> Thank you so much. >> Um, we know that this is a very difficult
094The clerk's job, if you don't know it, is tedious. >> It's very, very tedious. And, um, you guys do it. You keep us organized. You keep us moving forward. And on so many levels, we are so appreciative of both of you. And thank you for what you do. >> Thank you. If anybody wants to add any comments in, please 100%. >> Yeah, I think it's great that you take on this responsibility and there doesn't have to be another person hired to do it and you know what's going on and that's cool. >> Yeah. Yep. May come a day where it's too much. >> It was yesterday. >> Um, you don't have to be here. someone who has their computer. We um there are a couple things we got going on. We've got some items for
095action. We got a little um field trip snuck in here on us. >> So, CTE competition in Virginia Beach that is March 8th to March 12th. Bar >> Mrs. Joseph um she does a phenomenal job with her kids by the way. So, um are there any questions about this? um barring any and again by the time it comes to us remember it's been approved through multiple levels. We're sort of the last we're the last box to check so to speak. So >> it's an overnight trip to Virginia Beach. So that's what where you guys have that rule. >> Yeah. >> I make a motion to approve the field trip as presented. >> Have a second. >> All those in favor? >> I I Anyone opposed? >> Anyone abstain? Field trip is approved. >> Mr. Did
096you Did you second that or did you can have it? >> Okay. >> So, we do need to go into close session. Um, who has their computer that can open up the motion and take us into You got it, Mr. Kennedy? >> I move. I move that the Nelson County School Board enter into close session for the purpose of discussing personal matters including including employment assignments, appointments, performance resignations, or retirements as well as the performance of central office employees and professional personnel in accordance with section 2.2-3711A1 of the Code of Virginia. Discussing matters related to student discipline and investigation in accordance with section 2.2-3711A2 2-371182 of the code of Virginia and discussing legal matters related to personnel, student, and school board's legal authority requiring the provision of legal advice by schoolboard counsel in accordance with
097section 2.2-3711A7 of the Code of Virginia. >> May I have a second? >> I'll second. >> All those in favor? >> Anyone opposed? Anyone abstain? We are now in close session. Um I will ask you Heat.