001All right, guys. We're going to start tonight's budget workshop for tonight for March 24th. Miss Julie, I'll give you the board. >> Um, so we'll start this evening with letting Mr. Haley um that wanted to address the uh the board as well as um Um, and then with middle school as far as coaching something and so you all >> I didn't know that he had one coming, but what I've got is both our supplements for the 25 and 26 school year. I also got our request if you want to see it and what we like have. I know money's tight, but we hadn't had a coaching rate with a high school in a little over 10 year. Uh four year ago or 5 years ago, they give our baseball and softball coaches a major sport
002salary, which but they're paid, but none of the rest of the sports has had one since then. And if you notice on there, we're asking and a lot of people may seem like it's a lot of money, but it's really not when you uh drop it by the our coaches spend, you know, 12 months a year in that gym or on that football field. So, it's not really a big increase even though the total number if you see each one. And for assistant coaches, we ask for half that same amount. Okay. And as far as the middle school goes, um you got the high school on the front page and then middle school on the back or the second page and I've also um attached uh the cab and counting on what their coaching uh
003supplements are for comparable sports. Um you'll notice that you know our coaches in the middle school, they're doing um you know the same sports. Um and then of course the pay is going to be significantly less. U we're just asking for a a little bit of a raise honestly there. Um whenever you look at the assistant coaches, I mean we've got assistant coaches, they're only making $500 for the entire season. Um and then also for the head coaches. Um just a little bit of a pay there as well. >> And I know like he said he showed some other counties and I have several of the counties and I know we can't compare to them. I mean my son's an assistant coach and football coach in Ruffford County. We couldn't even touch their P compar.
004I mean, that's just fact. Yeah. So, >> we're just asking to give our coaches a little something to say, "Hey, we appreciate you staying in Canon County." >> Anybody any questions for me? >> See, assistant coaches have seen a few sports rec >> for ours >> for not all sports assistance. >> No, we don't have a supplement that pays for all those sports. uh your major sports has them. Uh football has actually four assistants and your basketball, baseball, and softball all have one, but our volleyball doesn't have a paid assistant. Of course, our golf and tennis or none of that has a paid assistant either. >> We do have assistance though, do >> uh I don't think so in golf or tennis with Mr. Nicholson, but I Mr. Burks has always handled that and we
005just kind of I'll be honest, I stay out. his way. >> He handles it and does a good job with it. >> Any questions? >> Mr. Nichols, you got anything you want to add? I know. >> Okay. Thank you. Thank you. Go ahead with soccer games. Mr. Ch. >> Okay. Um and then this is our um collaborative conferencing here with CCA and so they wanted to address the board with some requests that they have and u so I'll let Miss Beth and Miss Con. >> Okay. Uh thank you for allowing us to present our items you as Miss Julie said this is the year where CCA which uh is our teacher union which represents all teachers in this county where they are a member of CCA or not but we collaborate for every certified teacher
006that is in our county. So this is our year that we collabed conference and we have a committee and the board you have a committee and uh Miss Rebecca she's been serving as your representative and we have the central office has committee and we're meeting we've met several times coming up with different things that we're working on but we're coming to you with our money items that we want to present to the board uh that we're looking at you know proposing to the board from you have help us out and we know how the county is and we're just asking for, you know, everybody's got their hand out, but you know, we have not had a lot of things given to us in this way in several years. So, the first thing that I want
007to talk to you about is the insurance for our employees. Okay. Uh we want to propose that uh the state pays 45% of our insurance and the on a single policy right now and the school board is paying 47% of that. Uh that's a total of 92% on a single policy which is great. The single policy is going to uh but we are asking to help the single people. We're asking for a 1% raise from the county to help us with that. And that total comes out to $1,256 a uh monthly, a total of $1,256 a year total for your single policies to cover that. Our family policies were the increase. Um the state pays 45% state pays 45% on everybody's policy. The board is paying right now 22% of a family policy which makes
008it of 67% family policy paid for us. So we are asking to pay the family policy at raise it to 10% 77%. And Miss Julie give us the totals. She's got our documents and everything for us. Um, there's like 50 employees on a family policy and that comes to about $80,000. Okay. Also, we are proposing we have uh several couples that are all teachers here and they're all employed by the county and they had to like either get single policies or like if they have children, one of the one of them has to get the policy plus the child, then the other one has to get just their own single policy just to kind of save on money because the family policies are se seven what $7 $800 a month with policies. So we are
009proposing through our board that they can combine this their policies to make it a savings for them. >> So right now they have two deductibles. So like uh one person is carrying the family policy, they have a deductible, then the other person has their own deductible with a single policy. So if they were able to be on one policy, which is what most place, you know, a lot of places do, you know, they allow even pe two people that work at the same place to be on the same policy, that would, you know, be a savings in addition to, you know, just not having to pay that premium, but to also um have one deductible for the whole family instead of two, >> right? U one of our committee members, Wesley Foster, he's he's done
010a lot of research on this. He is at his state if a convention or he'll be talking about insurance because he's researched it, looked into other counties and you know like he's one of those people that him and his spouse they both work here and they're paying like double and like you know last year they had twin babies and they had to meet like two deductibles and just that sort of thing. So we're just looking in to try to help them with that. So that's with their insurance. So if you could look at that maybe help us with our insurance and I think that would if we are not comfortable with other counties around here a lot of counties pay 80% of their employees policies >> for a family >> for a families >> and
011they pay 100% on individuals copy county I know they pay 100% on individuals 80% on families so you know we're just looking at you know we want to keep our teachers here and we want to make oursel attractive in this collaboration I've said the time. Let's do what we need to do to collaborate to make us more attractive where we can keep our own here teaching with us because you know money talks. It talks for everybody talks for me too but you know I'm staying here so I mean you know you've got people 20 years I'm not going nowhere. It's going to take a lot for me to move. Uh but you know the young people they're starting out and they run I mean we lose our people from our county to other counties but
012because they can offer them more things and I know we can't do like some of the surrounding counties but hopefully we can invest in our teachers to be comfortable with some of the other counties that is around us. So that's our first topic that we want to present. If y'all have any questions about the insurance, >> if at any time you do, then you can always, you know, send out. >> And I just wanted to share the last um when they're talking about the different insurance policies. I did reach out and had a conversation with uh Miss Shane and Bacon and it's not something that's going to cost the county any more money to for us to be able to do that to help out the employees with have it split up and helping them
013with those policies. So that point there is not something that's going to cost >> for the third but it would definitely be a silence for them. Yes. >> Okay. Our next um item that we have is we will propose. Do you have those? >> I got one. >> We have a teacher salary scale >> and it goes to 20 years. >> A lot most counties their teacher salary scales will go to 25 years and some 30 years. We would like to propose and the finance office has tested us out. They've worked on us schedule and everything increasing our salaries of to increase our teacher salary scale up to at least 25 years at this time. And our goal is to work on that, increase it up to a 30-year scale because we have teachers within
014between 25 and 30 years. lots of teachers and in the past and I know I've been hearing through years most teachers that hit the 20 mark scale they like never get additional >> you're not going to get a raise unless you get an across the board raise >> across the board like from the state and those teachers that are in between this we have a scale where they get the increase every year so we have a proposed schedule made >> and I've given you a copy of all the scales for our surrounding counties and um just don't pay any attention to grow your heart to look at it but um uh you know and all of them are on at least a 25ear scale um and some of them go to 30. So, this is
015definitely going to make us more comparable with surrounding counties because, you know, sometimes when people are looking at where they're going to go work, they're going to look at the pay and um you know, I looked at the end, you know, you're going to look, okay, I you know, hopefully that anybody that comes here is going to stay and if they look at that bottom line, you know, that last number, and then they compare it to other counties, then it's going to make us competitive so to retain as Well, and Miss Julie has been meeting with us also. So, she has all the documentation for you on the cost and everything for that to increase scale. I think it would be very attractive for people looking. I mean, I'm over 25 years, but these younger
016people coming in, they want to know. I mean, I've had lots of teachers say, "You need to work on this. You need to work on this. get the scale bigger. We need that, but I'm like, "Okay, we're going to work on it." So, we're proposing to try to uh increase it for 25 years and then to look to the future, maybe, you know, in another year, next year, add another year, just keep to try to go to 30 years for the teacher because, you know, retirement's 30 years and like a lot of other places is 30 years. So, we would like for you to look at that for us and help us out that schedule. >> I think you've been made aware that and 5 years at the current scale will be around uh $200,000.
017>> Okay. And our last item, >> I'm going to give y'all the 2% first. Okay. It says it as a classification like this. We have proposed to increase our salaries. We're we're putting out two options. A 2% which you know person starting $50,000 that's $1,000. You know 3% $1,500. Uh we have not had a county raise. Uh I mean we got Norma Lewis and these teachers. We don't know. We've always got this, you know, when the states send some and we always every year kind of I know since I've been on negotiations and stuff, we're like cuz we've already asked Miss Julie, are we getting any money from Miss S? She hasn't heard anything yet. And you know, and when we hear something, we get something, we never ask for more from the county cuz
018our state's taking care of us then. So we've heard no news. So I mean I think it would be if it's financially able feasible. I mean the finance office you have all the budgets and you have to work the same. We're just proposing a 2% or a 3% pay increase for all certified teachers. And y'all know with the cost of everything, inflation and all that, we're basically not even keeping up at, you know, asking for that 2 or 3%. And you can fill that when you go grocery store. So, so it's difficult. It's difficult for everyone, not just um teachers. So, that's the three things that involves the money. and we have been collaborating for several months now and the board has approved some things for us that we been good things that we've already
019got approved and uh we're going to be presented to you later on as the school board to approve all that later to vote on it. But the committees have agreed and that'll come to you later. But you know you present this and then the board approves on this. But when approaching you look at him through hearts now see any questions about any of it you will be making are more than welcome anybody can Yeah. >> Okay. So, um, we have Andrea and Miss Diane have gotten um a draft budget together. It's the big packing bill also from the non-certified payoff that you all 5% as to what that would look like. So, shared through the budget or like I give y'all some time to look over since we just received these. Um the the this
020budget does not have and help me put this over make sure that I'm correct. uh does not have any increases for salaries. >> The um uncertified >> not for the non-ertified, but it does for the certified. >> No, not just we just added what the um department supervisor and the assistant principles back. >> Right. So that didn't get added. >> Okay. is to see the >> and on the teachers um line you might notice that um it's decreased by 111,000 that's because there's two CTE teachers that crystal requested we put in the CT budget so we just reduced the P1 and added to hers in case you're wondering >> yeah most of them are just small requests that they put in. So, which on the estimated revenues. Is there may have missed it the um
021the project figures >> um >> for next year. >> Yes, >> I think I put in whatever. >> No, I put the same thing as this year. I didn't know what to put on it. >> Okay. >> So, it just it's on that far 26.7 column. You can see it's the same as this current. >> Okay. Cheese. Okay, there it is. All right. >> So, right here it says the basic education program, >> right? >> That's that's T7. Okay. >> Probably supposed to be >> No, it was not. >> Yeah, I'll fix this. >> Okay. But also this budget does not include going to 25 years. >> No. >> So that's not in what you have. Um and it doesn't include um for anything for the non certified >> right >> as well. So when
022you're looking at those figures, those aren't included in here. We didn't give you updated schedules for the non-certified. It goes through 25 years um for them and um it's at the two three and 5% that are requested as well. So you we'll have to decide in order for us to be able to add that to the budget what y'all would like to do for them as well as is the teachers you know the certified that's why we didn't add add it in there is we have to have a decision which I would like to do we can add it to see I also added down at the bottom like totals from this year it was present year's numbers compared with what um going by these scales going to be for next year or the difference
023of that as well. So kind of give you an idea. H2. So added on there like um what the non-certified work. So I know there was a question about the last budget meeting about the custodians. It is 230 days. That was not changed because it never got all. So they are still at 230 as so you need to change that as well for next year. That's something else to consider. >> There's a question about the snow gates. >> They have not action that was taken on it. that's ruined by define and I had a conversation with I don't know earlier today about that and they um they're allotted 1,800 and some hours to work and so if we do snow days then those hours obviously will come out of that 18 say 1800 hours just
024to make it easy but so they get a snow day then those hours would come off and that means then in the summer they might have had those days to work to get the schools ready for the next year. So that's why they stayed at all the way um and to have that hour ready to get the snow days. Is that correct? >> The way I understood it from Shannon is still that is correct. >> They are allotted the 1,800 something hours a year. So if you give them a snow day, then they would fill out their time sheet just like an aid would fill it out. But those eight hours would come off of that 1,800. So in the summer that would give them like where we received eight snow days. Then they would
025take eight off for the summer. They would not have to work eight days during the summer to do the waxing and the stripping and stuff like that. >> So we'd have to up their hours. >> I would think that that's more with Chad or Si's HR, but that's what I would think you'd have to do. Up their hours on their contract cuz they really sign a contract with hours a day. Yes, sir. Wanted to let y'all know too that I added it for everyone, not just them, but specifically that's why I did it because of them because I know there was a question about that last time. Let y'all know what everybody non-certified works. question kind of on that. Um, are EAS they get one day per year? Is that what I'm understanding? >> one
026personal day >> and one sick day or one personal day only. I just left it on here and I >> It's on the side here. >> One sick day per month. >> Per month, right? >> Oh, theirs is per year, right? >> Correct. >> Personal. >> Yeah. One, >> they're not. >> No. >> They only get one sick day per year. Is that not for every day per month? >> They get one per month. a sick day. Yes. Right. >> I don't think so. But as well as everybody else gets >> it depends on what your teammates >> who gets paid. Who gets paid? >> Custodians. Yes. here. I think that they're allowed. >> Yes. >> So if you give them their days, then you give them snow days up there. While single and custodians
027they get spring holidays or five days. >> So the do not get papers free. No, >> no. They get five days. >> They get five at Christmas. >> That's it. >> So, I get spring break or fall break. >> You said either one. >> Okay. And so taking back to the whole of the personal and sickly kids, they get how many personal days a year? >> One personal day a year. >> Mhm. >> And then sick days. >> I think it's just one. You think it's one per month, >> per month? >> Well, not days. They get one per year. book you that's it only gets one day designated position though each position >> one personal day and one sick day or just one day total >> one of each I don't think they're titled
028that way I think it's called >> like a person just have a day >> so two days total >> that's it plus five days of But they get five paid holidays. >> Yeah, they get some holiday. >> They do get the holidays. >> Some, not all of them. >> So, not President's Day. >> They get Good Friday, Labor Day, Thanksgiving, Christmas, and New Year. >> That's it. You got it. >> And they get five days. >> Five days of Christmas, >> but they're off 10 weeks. So, >> and then if you're a second, they get Sorry. They get Labor Day, Thanksgiving Day, Christmas Day, New Year's Day, and Good Friday. >> Yes, that's what he said. Okay. >> Then if you're like a bookkeeper or secretary, you do get those one day a month sick
029one day a month um vacation or annual leave >> plus >> spring break and I'm just going off my EAS. They get um 180 student days plus five paid holidays as well as one personal day and an additional 5 days for Christmas break. >> That's it. >> So no sick. >> Well, it's one day. >> We can be sick or whatever you want. Is there a reason why it was done that way versus separating them outside of the receptionists? And >> probably as long as >> more than anybody in this room. >> That's what it's all been. So when EAS are out um do you have to um depends on the position >> like for preK >> but then for like a general >> y'all do not Right. Does anybody have a general idea of
030how many we have? I mean I have fun and all there special education for prek. >> She has eight. So I have four. >> Yes. >> Well, I have the number on my computer. I just don't have to tell you. >> So are we talking like I don't know 50 maybe. Okay. Raven question. Thank you. She just thinking this through. >> I mean, I just don't feel like Yes, ma'am. >> So, um, we redid the support style salary, two years ago. Um, and added the >> replace. Yeah. >> Okay. I was thinking it was Miss Bonnie's first. >> So, an educational assistant gets paid for 190 days, not taking into account the sick or personal data that they have. A teacher gets paid for 200 days. The biggest difference between the teacher 200 day contract
031and the educational assistant 190day contract is that teachers are also required to complete 5 days of in service. >> So when you take away the 5 days of being service from that teacher contract, you're really looking at a 5day difference because most educational assistants are not required to have the um >> service professional development. Um there are some exceptions like we disc but are they technically getting for spring break and fall break that is a game changer >> whereas educational assistants are not because they're paid based on the number of days they work in that line. >> Does that make sense? Does that make sense? >> No. >> Thank you. >> So, they're not missing a check on the weeks they're off. They've already got on just they got on. How did you say that
032again? Say that again. >> I know. I know if I understand what >> teachers get a salary and it's just divided among 12 equal paychecks and three of those are received in the month of June. Whereas educational assistance if say for the month of December there's really only about maybe 10 to 12 work days and that's why the five days of paid Christmas time was >> factored into that salary scale a few years ago >> cuz they get paid by that. Yeah. >> Yes. Whereas a teacher is a year-long salary contract. So it appears that they're getting paid for spring break and fall break, but it's it's just their salary is divided equally among 12 paychecks. So that is what's different versus that hourly wage. >> Right. They got you there. >> Yeah. >> Well,
033I just don't think one sick day is okay. I mean, that's just my opinion. I mean, that's >> make our kids too if their kids are sick. And you know, if you're an EA and you have kids and kids are sick, I mean, you're that's just not okay >> because that's going to have people, you know, that are struggling financially are going to come to school and work sick because they can't afford not to. >> And then that's going to get everybody else sick. and then we know how that goes. >> So, um I mean that that's not okay with me. >> I think correct me if I'm wrong, Mr. Sharon, for us to add more sick days. That'll have to be in a record meeting. >> We have to have the discussion say in
034April on the April board agenda. >> We just need a budget approval. >> You know what I'm saying? You have to a path bar if >> then that would add into the budget. >> Well, let's put that on. >> But you you see what I'm saying? >> Yes, I got you. >> So, next girl. >> Okay. So next let's talk about the teachers um increase >> ahead. You got it. Um >> which like you said, we don't know what we're getting from the state, correct? >> We have um projections um from the state. We got some uh this is just March, so it was just last month that we projection and it looks like that we're going to get the same amounts that we got previously. And that's because um we're not there. The state
035has some supports in place for districts that have a decrease in enrollment. And um there was another piece of criteria that I can't think of off the top of my head that if it should affect our funding, there's a funding floor that we're not going to go below what we received in the previous year. So, and that's where we have fall so far, I think. So whatever's going to be received last year will be profitable to this year. >> So they will automatically get >> I don't know. >> She you were say auto get a raise. Is that >> there is a provision in there since we're already at 50,000 that is designated just for teacher salaries that has to go to that. Um this will be the last year that we get that because
036we had to be at 50,000 for this year and since we've all already got district,000 um that provision is in there but moving forward that provision won't be in there. So and again that's restricted just for teacher salary. So that can utilize um however you would like to utilize that as far as doing putting it towards races putting it towards the increasing years to 25 um from where we are it can be utilized for that as well. If we increase to the 25 years does that take that full amount? Um, it takes all but $5,000 some dollars, I believe. I haven't done the subtraction, but it's about $211,000 and something. That's those restricted funds. And it would take 205,38847 schedule. >> Is that something that we can lose that money? >> That's a question that
037I have for Miss Andrea to know >> moving forward. I would be able to contribute that. Right now it's about 200,000 a year. Miss Andrea, where we are right now without increasing the 25 years um for the certified setup. >> Okay. To each year that's what it's roughly cost is $200,000 for the increase like 205 3887. That's with no >> I'm sorry. um without without advance without the 25 years just looking at what it is each year and things went with Douglas who said it was about $200,000 as well as I thought we're looking at 25 those are people that would benefit 25 years you do that and we just say 20 years it's about 200 000 to sustain just to the 20 years. But if we went to 25, she could calculate to see
038how much more that would be. >> Is that it does? I think we would need to see what that >> which you know it's going to you can't pay someone less than what they're already getting paid. So that's going to be a big factor in it too. um because they may not be on that 25 year scale yet. So you have to lock it down to where they'll get on that eventually. So you're going to have that those monies there plus the extra where you scale that out. So it's going to be a big increase once you finally get everybody moved over to that 25 year scale. Hope that's making sense what I'm saying cuz you know you can't pay anyone less. So that it may not hit right on that 25 scale. Scaling it
039out like that. Makes sense to what I'm saying. Not really cuz we'll still have to use the 20ear scale and then you'll have a 25. So like if somebody's getting paid >> they had the example that CCA passed out. It shows better if you look at the chart. >> Yeah. you look at that chart and compare someone getting paid a certain amount at 10 years may not match up on the 25 year scale. It may be less than what on that 25 year scale. So you have to kind of work those people over to that 25 year scale and that's going to be extra money on that as well. >> Yeah. Super clean. Do you think we have over years? >> We asked that question. Over 206, >> you know how many we got over
04020, mister? >> That is over 20. >> The 50 is the one over 20. >> Yes. >> Okay. She said >> 25 to 12. Sorry. >> It is 50. >> And how many over 20? >> Oh, yeah. How many over 20? >> Well, I've got it. She's got it. I think it's >> that is oversight. >> I think it's 39 >> over 20 >> and 15 over 25. >> That's a 21 and up. >> Okay. Um cuz we've got some that have 39. So as far as over 25 or starting at 26. There's 2126 in. It's those people that are either stupid or loyal like they go. >> They're loyal, right? >> Yeah. This one we still have some Dude, I have a good point. >> Everybody stop, >> right? Well, look at my office.
041>> Everybody stops >> except for that. We haven't But we haven't >> now and you're good at what you did. But everybody types 32 but divorced. Are there any calculations that you want Miss Andrea and Stean to calculate naturally? Um financially. Um, are we saying we can do a pay increase or increase the scale? I mean, does it have to be one or the other? >> I don't know. >> She says financial. >> Yeah. I mean, that would just be something they would have to put together >> for us to look at. to look at like one with the 2% raise and the 3% raise with 20 years or both with that plus if you wanted to do the see what the 25 years would look like >> just as far as any extra funds
042is just that for this one year left from TISA and then after that there's not anything that they've shared with us that's coming down the pipe that we're going to get >> that we would we would have to Thank you. >> Yes, ma'am. >> Speaking of discussion, somebody else you might think about is whatever you do decide does affect food service in federal. >> So if they cannot sustain those raises or whatnot, then he has to pick it up as well. So that's even more money. out of out of um food service items Kathy's budget out of special program they pay for educational assistance and teachers out of their budgets so whatever we do for they would have to do this wasn't right what we look like with san. >> Okay. >> I mean, we
043can get I guess we could do one 25. No, I'm talking about >> in theudified policy 3% for the nonertified 5% I think just two% means there'll be technology saving the budget explaining >> what they what you seeing in the budget you have are already things that they haven't um so we've already got from the supervisors um what Michael's needed for their technology um what um I don't if Stephanie has anything in there or not, but that's already the budget that you have >> right now. >> So, no one else will be coming next month to present any. >> No, he'll be here if you all have qu Well, now that you have this, if you have questions, then I'll be here to answering the question list that you have, but they none of them
044have asked for anything >> that major. It's just increasingly the fact of Chromebooks are going up by so much money. So, that obviously we're going to have to put more money in that any software, those sorts of things. Um, but as far as anybody else coming that was going to ask you for any more money, >> there's not anybody. >> We'll have to get a new software to replace Skyward. Is that already in the budget? >> That would not go in the budget. That will be when we need to come back. >> That's going to be a significant amount as well. >> That's what we got to find out. >> So, Andrea, tell us what you put in this budget that we >> just what the supervisors have requested and there was not many changes
045on that. >> Not really. >> And then the uh assistant principles that y'all asked us what they proposed at the last meeting had been there. Okay. Ben's technology research. He's part of the partic. That's the only one we're waiting. >> We got to wait. But y'all don't have that. >> I mean, we have shirts in the bunch. >> I was told anywhere from 50 to 250,000. So, >> yeah, we're just waiting. >> Not Not that it was a broad range or anything. So >> in the next budget so far we are going to add in a 2% teacher raise >> two and three two and three >> okay when we sell three >> and have been have one that would go to 20 years after that unknown to 25 years. >> That's right. >> 25
046people. >> That does not need the insurance that cuz we still got approve that to be voted all. >> So this technically ain't been voted on yet. >> What's that? >> 5 years have been 20 years to >> for what we have in place right now. And that does not mand. Sorry, Miss Courtney mentioned also that this does not include the increase in insurance that CCA is um has requested also. And this normal insurance will go up. It always does. But I have not heard any hard as to what that increase. So, how do we I mean, I feel like we definitely need to fix the the spouse insurance situation. So, how do we fix that? Do we need to vote on that? Do we need to What do we need to do there? >>
047Okay. And so that's not going to cost anymore, you said. >> Correct. When I talked to Miss Sheen and she said that that's should not be a problem. It's not going to count. It's not going to cost the district any more money to do that. It's not going to save the employees money >> or the one that Yes. >> because they only have one deductible. Okay. So a lot of time into all that questions. >> So for the April agenda, I've got items for the EA discussion. We got sick days in the insurance um stuff. >> We got coaches that needs to be added. >> Look at that. If y'all want to see it with it at high school at 96 fields. We don't have assistant for baseball or >> we do business for tennis
048or cross soccer and volleyball and >> soccer. >> Volleyball. >> Soccer has an a non-paid assistant. Um, volleyball does not have an assistant either that I'm aware of. something as far as coaches and increasing supplements for them. I just want to make sure that my suggestion is that we're also looking at these system principles to make sure that they're right up there along with their coaches. So they would need to be if I don't know if that increase to the highest paid one would be 5,000 right? So then their stipen should be. So I don't know if that's something Mr. Holland's worth there's a way for you to calculate that and provide that so we could make that change >> so that so that >> so that the board >> well she's saying for the
049increase >> because right now y'all's figures were based on kind of what it was comparable to what the the most stipens was currently Right. >> It was it was similar and our number was based more off of other like assistant principles. What we did is comparison based off of other positions as well. >> I would like I was and I believe what was Julie was saying. I would like for the assistant principles not to make less than what our coaches are making for all the responsibilities that that you all have as well. Amen. >> So, one thing I don't see and know maybe how do elementary schools pay off they come out of the coaching. >> It was it was in last month's >> $400. >> I'm just not saying it on the on the
050oneway. coaches for basketball and sugar and then assistant coaches were basketball. So that was >> correct. >> Yes. >> And this is from two years that they had an increase. So, we're going to do the um >> if we put the coaching supplements in of this increase, then we are going to >> um you want to also increase the assistant principal. Yes. >> Okay. But they all >> so they don't answer, >> right? But this is this right here is already in the budget for the non >> but it's Okay, Miss everybody Do you have wrote down what >> does anybody have wrote down what we wanted to say to probe? >> So we got the 2% teacher raise the 3% teacher raise the increase to 25 year the 2% and 3% for support staff
051and the 25 year pay scale. um the um coaches supplements and um increasing the assistant principal stipen to mirror the highest coaching supplement which is $5,000 >> for the high school. the hospital. Yeah. Get to the highest. Get to the highest. Okay. medicine. >> We want to do that. We want to look at the what they were asking for for the 1% rate and the 10% rate. that much. >> Well, I may not ever think it'll hurt to look at% rate for single >> and 10% for family, right? >> 1% rates for single insurance and 10% raise for >> family. Yeah. So, are we saying like >> they're going to get the $5,000? I'm sorry. I'm just trying to figure it out. Okay. >> The coaches would be $5,000. Stop. >> That was the request.
052Not all of them. That was We just went by the highest. >> And then the assistant principal of Wools would mirror that. >> That's what we're asking for. >> So, mine's So, then that's going to >> Mine's 3560. So, >> and mine would be even less because I have less. >> So, I mean, we do get a 12 month, but we also work like I'm just curious as to how this Yeah. >> So, if my 3560, you know what I'm saying? >> Would that have affected that as well? 3,2 I mean the other increase that we were looking at for distance too is what >> you're Sorry, >> we didn't think about >> they're all the teach. Is there a way we can get like a breakdown of this? Understandable for me. >> Stop. >>
053No, I just found that out. >> 35 minutes. >> Okay. And add that to the other stop and >> be less than that. >> Yeah. We need to rework as though >> which they deserve. I don't want to say do we need rework. So, as of right now, in my understanding, as as of the the the last meeting with the $3,000 type that puts the assistant principles less >> than y'all, >> but if we mirror the coaches and put some more, >> but the coaches right now are already making more stuff. >> Okay. >> Yes, they are. They are priorities. >> And I'm Well, I'm not saying that they don't serve it. I'm just saying I would I think that it's it's equally important. >> Well, we are we are but I can't change what's
054already been make it fair at least forward. That's all we can do. Jess, if the word of any >> if I can sorry just because I know >> it's been brought up about our stuff versus coaches and again we mentioned last time it's not it's not trying to be like competitive we're taking care of minimalist >> the number that we had originally come up with like our the 3,000 was not necessarily to like pass coaches or the reason we didn't ask for say 4500 to match the coaches is because we do have extended contract um which is built in. Now I mean we work for it. It's not >> someone's just throwing you know extra money on it >> but that does add into that part of that additional pay if that makes sense. And
055we were even trying to um have that with that differentiated scale where we compared to other districts where there's a bump up at the middle school level and then another bump up at the high school level without working extra days or hours but still having them get that additional pay for all the like extra school activities and stuff. So, if y'all want to raise our our supplement, I'm not going to argue with you or anything, but I did at least want to make sure that I had that kind of cleared up as to why we didn't initially just come in and say, "Hey, just match us up with a cut train." >> So, you're comfortable that you're >> I I can't speak for every provide the rationale of why we presented what we did at
056the first meeting. I think the thing is we just cuz when you do you look at that you think okay what are we valuing more and I listen been there done that what are we valuing more sports or education >> no I don't say it but we talked as a group we met and we talked about it you know I have the most years and this one has you know and what what did we feel was fair we we did a 5000 we did is this work and we thought Okay, 3,000 is fair because I he's the principal. I really don't need to make more him even though I've got more years. He still it sits on his shoulders. >> And that's what we thought about and that's why I'm trained in the scale that
057he did. That's why we did that because we don't want to make more of them cuz they carried the burden. But in the same sense, we do a lot of grunt work that today alone, a 504 in person, a 504 on the phone, trouncing board meeting, a f board meeting, and that's not counting everything else. That's just today. All those rule dates, they'll leave it alone. >> You're still paying for. So yeah, the number that we we presented was to >> just make our our pay >> be more in line with the work that we do. As of right now, it's much more closely aligned with regular standard teacher pay and with the adjustments that would put us closer to administrator like principal pay, but still shouldn't put us over the top. I hope to
058tell you if you take that pay scale I have I'm on my 32nd but I stop off at 20. Okay. So I get I work 10 months and then I have to work 20 more days. So I work 11 months. So I get an extra month's salary and then my stipen to be an apen was $1,100. So I'm not getting So really your I have to work the extra month. No. >> Yeah. So that's actually $100 meant to be an IP. >> And I can justify that she does not or she does way more than $100 extra. >> I caught myself. >> And that's where we're seeing coaches who might be making $5,000 for a season, >> you know, where are working every day and doing the extra every day. So they should be making
059more than our ages. >> Both are both are equally important because I can say >> I'm a parent of a college student that plays sports and he had to have the grades to get into college to get that scholarship that's paying for he's got academic scholarships and sports scholarships. It's paying for all of his college. Me and his daddy has not had to pay for a penny. So, it's both equally important in my opinion. But they got to have the grades too to do that. I mean, to keep that and to keep those scholarships to pay their education, you know, as they go home. >> How are we getting people to go into leadership in our county if we aren't paying them? If I could be a coach and make the same money or better
060money than going into leadership, we've got to have people building up people to lead our schools to take over. when these people go out, who else is going to come in? And if we're not preparing them, you can I mean, we could coach until we retire. And our retirement as educators is based on our highest 5year salary. Um, and so if I'm going to make more as a coach, then maybe just do that instead of taking on that burden as a person in a leadership position. Do you have anything else? Um, I would like to look at >> giving me a stop over time. >> Oh, >> for all of the after hours thing. I know that she has a salary, but there's a lot of things that happened. Um, >> on call. >> Yeah,
061like an on call. Can you say that again out loud? Sure. Yes. I asked if look at giving giving Melanie an stop in for all the hours that she's working weekends, nights, um for the district. Yeah. Well, for sure. >> Got a number or just going to >> Well, I was hoping somebody was going to help me with that. Well, I think it's 5,000 >> and that number across the board that also need a budget. It just been encouraging to listen. We have a number. I'm sorry. >> Not to backtrack. Did we Where did we end on the EAS? We talked about that for the vote on that. >> Yes, that's going to be on the April. But it won't be reflected in the April. >> Anything else? >> I just want to clear up
062one little thing >> that we're putting. So, we're leaving the assistant principal stop alone. >> What' we decide on that? I thought we went to five on everything. Did I miss something? I've been trying to keep up. >> It's been a long >> Shane said you said >> they didn't. >> You said leave it. You personally, not the other assistant. Shane was okay with what you presented to us. >> Right. >> Is what you said in the conversation with Miss Curtis. Correct. >> That's the impression. felt like what we presented had been discussed and had been >> everyone had agreed that it would have been reasonable and fair. So >> we can look at one >> we already have that in here. >> Yeah, that's the 3000. >> Yeah, 3,000's in there. done. >> We
063can add if y'all want to budget discuss with the other APS and come back with a a separate option. I don't care to do that. That's >> again I speak for myself. Only there are 500 people in that group. So >> what we just let go with >> but you couldn't let your assistant principal stop and be greater than your principal. And if we did the 5,000 then that would make we would have to raise the principal stipen also >> for it to be fair. >> Correct. >> And I feel like I mean I ain't saying y'all ain't worth it. But if I mean if they are comfortable with what they've presented then >> what do y'all think? >> I would like to see it. >> We can just see what it looks like. >>
064Let's just see. >> So an increase in the assistant principal and the principal. We have to. >> So what are we increasing the principles to? We're increasing the assistant principal to 5,000. What are we >> Well, if at 3,000 the principles were making 3500 not everybody, I guess based on how many I want to know like Courtney's would be formula. >> So there's a formula to it. >> Okay. >> Yes. But it's not what? >> It's not over. It's not five. >> It's not a $1,400 stapling. >> Mhm. >> And then $80 per certified teacher. So, whoever has a bigger staff obviously would have a bigger overall. So those two things come in mind, but our staffing is and then we get that supplement for >> plus $80 per certified teacher. So I have 62
065staff, but I get nothing for my support staff. Does that make sense? >> How many teachers? >> Certified. Yeah. >> Everybody's principal size is different. >> Correct. depending on how many certified employees you have. >> But the assistant principal is a flat rate, >> right? >> Yeah. Okay. >> Thank you. >> So, would it be to ask if someone would send us an email of the each principal stopping? I mean, you don't have to to give them. >> Okay. >> Each principal amount I mean plus >> like much money you get all together >> but she can put it in the formula to what it would increase. >> Almost sounds like you could increase the additional stipen right? No, I was just going to say >> you would have to look at what everybody's getting
066>> to know how much to increase formula. >> That would be the easiest way I think to to do it. >> So, what is the formula? >> I have it right here. is $80 times however many certified people they have on. >> They get $1,400 plus $80 per certified staff >> and they get paid for 12 months I'm assuming. >> Yeah. >> Is that correct? And for 11 months how many works can you work month? >> We work 12 months. >> You work 12 months. >> Yes. So this is for a 12 month period. >> Okay. Because we have to work a week >> additional days. We give one week off in the summer is what it boils down to for July. >> Right. We work 11 months. >> 11 months. We're pay 12 months
067official. Yeah. How long? >> They do. >> We have 10 and 10. >> No, we're 10 and 10. >> I have to work 10 days in June and 10 days in July. So part of this issue is that none of us know how ourselves calcul Yes, >> we need to know that and that's how we feel. >> Good word.