Coffee County School Board Salary Compensation Committee Meeting

001and compensation Committee of the C County Board of Education and we're looking today to look at some information about the needs of our school system uh looking at salaries compensation and what that might uh boil down to we do have Miss Holly Matthews Miss Beth hinch Mr Scott hanser and Miss April Melton Mrs Freda Jones is also on the committee but she's going to be I think on streaming with us or on screen here she's not feeling well so we'll go from there all right who wants to start Ollie look at me Scott Scott you go ahead well I think the biggest thing that that uh that we've we're trying to do is to to kind of balance out the uh the uh the salaries between uh the the low end uh of of like

002we've got our custodians it's you know it's making $14 an hour uh you know and they can make more than that by going to McDonald's and some of our uh some of our uh assistant you know teachers AIDS and and so on and so forth uh trying to get our our building building level uh salaries up and what what we're trying to do today is to try to figure out how to do that and still have the uh what have we got April 500,000 with the uh test so the 500,000 can't be well there's 535,000 that have to be that has to be used on classifi on certified raises M um so none of that can be used on classified employees I really that has to be used on certified and that has to be

003used on existing certified no new no new teachers April is that enough to cover um the 3% raise for the teachers this year no so we will rely on the additional increase in Tisa as well as any increase we do we get from the county I think M Melvin had told us about 500 something thousand per so to give the teachers as I've worked some numbers to give the certified and this is just certified employees this is not admin this is just certified employees in our schools to give a 3% raise is going to cost around $800,000 that doesn't include admin princip admin admin to give a 3% raise is around 100,000 extra what about supervisor and then well that's admin that's anybody that's in admin position so that would be supervisor principles assistant principles

004so anybody that's classified in a supervisory role and then for our classified employee to give them to give them a 3% raise is around 200,000 that's the numbers I've worked up um just because I thought you guys would ask so 800,000 for teach certified teachers not principes not assistant principal correct so that would be any kind of um your coaches anybody that's involved in the school building that would be non not in the admin position and that's 3% that's 3% okay and that does include their step so that would be step and the 3% okay certified teachers would cost us about $800,000 for if we're looking at 3% U admin about $100,000 that would include the principles assistant principles and supervisors supervisors yes sir and then the classified at 3% would be approximately $200,000 so

005that's I've got 1.1 million is that what y'all come up with close enough that's what I have do what that's what I have okay so the the um the classified that you said was an extra 200 does that include our transportation um Food Service everything on the PA profession anything you see on that P pay scale that would include those people um where do our School nurses fall are they certified certified okay they're paid on the certified scale okay well let say most of them are we have one that is paid from the classified scale um yeah because she's not not so yeah one point1 so we've got 11 nurses total system have to look at the numbers I don't know hold on I'll tell we've got County we got nine um certified and then

006two that are two nurses it's classified certified have 11 so basically that's 530,000 that we have to come up with in our that's not already um budgeted the 530,000 that's already that's included in our increase from the state funding so that that's comes in we know we've got that and so above that is the 530,000 so the 530 is what we have to use on right on teacher no but I'm talking you said it was from what I can figure it's 230 extra for that would be also you we have other things like other needs that come up so like today we've been in in talking about new positions and wants and needs and we also have to look at those things so you think like we got 900,000 I think additional Tisa dollars this

007year or I'm sorry for 25 26 but you know we talk about art teachers that that adds additional positions plus Supplies Plus whatever and then you talk about if sped has needs to where if that we need to hire a new teacher a new EA depending on the needs there so like there's a lot of needs that we've talked about today that you know that have to go in so the 1.1 well the 900,000 gets eat up pretty quickly when you talk about a 3% raise and then the needs of the of this of the system all of the TSA all of the Tissa dollars all of your Tissa dollars won't be compl completely finalized until June 13th until the June 13th reporting period there's nine reporting periods so it will it will vacillate a

008little bit and the reason is the reason is because it's enrollment sensitive because every Tissa dollar is going to follow the student no matter what and they break it down to the the illustration I've always used is one reporting period is equal to $1 which is 20 days and so what they do is they will nickel you and each day is 5 cents and that's how the that's how the report comes out on on everything with Tissa they they no longer it used to be under be that we got an average of funding periods two and three combined then we got an average of funding periods six and seven and that was how everybody was funded now and they did that because those were the two funding periods in each semester where most of the

009students where your highest number of enrollment would be during that semester so but now it follows the student to the day by by day by is that where attendance comes in oh yeah okay oh yeah keep in mind too that overall we are down in attendance this year is that right Dr overall overall enrollment has dropped on grades 612 from July 30th at the beginning of the year until now the number I ran was last week and we were down from and way it the way it works the business the business rule is that any student that is enrolled on the last day of school is automatically enrolled on the first day of school that's how we account for all of the students in Tennessee and then there's a process we have to use to

010withdraw to withdraw the student but they all appear on the role at the beginning and I know it's right now now Elementary has Elementary has stabilized and picked up a a teen bit and I I know Elementary is continuing to do that so they have they have stabilized some and they picked up but this year there's uh 200 261 drop in grades 612 um from July 30th until what was last Friday or Thursday March the 13th I think was the date that I ran and I Dr Powell may have gotten some more numbers from Miss Pate today but I don't know number two what it was 261 Less in grades spread out over grades 61 12 um high school started off last year with on the on the enroll I believe 1372 and they have

01112 16 or 12 17 right now see middle schools started off with 850 and they have 796 or 795 and Raider Academy started off with 441 and they had 392 so are you talking about students enrolled or you talking about absences no these are students that have that oh we've lost them yes they're not here anymore they're not here anymore oh god oh yes that's we know uh go ahead Freda uh what would be the reason for that that's an entire a lot of it a a lot of it I can a lot of it I can tell you what I what I get of course we have the we have the withdrawal codes the state uses the withdrawal codes I can always tell by that too but most of the time at the beginning

012of the year we have no shows and that's ex that's very prevalent at the high school out of the high school if I remember correctly and I'm I'm pretty good with my numbers I believe 57 I think 57 of what the high school had lost were no shows meaning that those children have probably moved during the summer they move out of state they move to another school system and we track that down I mean I use I use every kind of tool that I've got to track down students and Mr Knox at the high school does a real good job with that too and we track them down the other reasons the other reasons though mainly are um you know there there's usually some kind of dissatisfaction um they'll they'll run to homeschool and say

013they're going to pen Foster and all that kind of stuff because a lot of times it is they'll claim to me on the phone well I got bullied and or I didn't like the I didn't like the punishment that I received or something like that and I just met with a parent before coming in here and in grade nine begging them you know don't do this and explain why it's detrimental why you know you're this far into the year you need your credits things like that and I made some Headway there so it's it's those kinds of things that we get those that's the biggest those are the biggest reasons in that area that I get those drops but I but you do need to know that Tissa is going to follow so what was

014up and it'll give you an average at the end I'll get an average of the nine funding periods and that's how they'll determine everything it will be an average of all nine periods and that's how everything will be determined like the $535,000 that's set aside restricted fund for ex existing educator raises that may drop just a teeny bit more not a lot because that's on coffee whatever coffee County's portion of the Statewide ADM is and that usually a that's usually around 0.43% of the entire of the entire State and then that that's how that hund from that $125 million that's in that uh pool that's how all of that is calculated are you able to tell if there is any sort of trend like um are we losing them to other systems in this area

015um are you know are you you mentioned you could see if they went to home school are we losing to private schools are we we're not losing we very seldom lose to a private school most of the time most of the time especially in GR in the in secondary I'll just say secondary it's the pen Foster where they can do the where they and a lot of times it's a it's a some sort there's a some sort of factor or variable in there with dissatisfaction yes they're dissatisfied with how something's been handled and U then you try to talk them you try to talk them off the ledge yeah that's very concerning that over 200 kids are dissatisfied yeah yeah it is it can be and the parents are moving them somewhere else yes what

016is this pen Foster you're mentioning pen Foster is an on it's a category three online homeschool it's accredited the state recognizes currently 35 there's about 35 Category 3 home schools that the state will recognize they are accredited and in order for a student if a student wants to come back which we welcome welome them back if a student wants to come back then the for if they use a category three accredited homeschool then all of those credits transfer in there's no there's no problem whatsoever but the state has to put them on their seal of approval and usually that means they're they're accredited there's about five different agencies that the state will recognize and once The Homeschool proves that they're uh that online homeschool proves that they're accredited by one of those then they give

017their stamp of approval so they probably test and do all they do they would do that they would do that all on their all on their own the only time testing is involved with homeschool is independent homeschools category ones and that's grades five seven and nine now they have a choice they don't have to come to this District to test they don't have to take the teap they can choose they could take a California achievement test they could take Stanford they could take Iowa they could do they can anything they're not bound to the teac cap thank you you're welcome when you get time could you give us uh and not tonight but just you know sometime this week or next could you give us a breakdown of the um the grade level of students

018that we are losing yeah okay just so we can have an idea yeah okay that'd be great thank you Dr Keith are we losing any any of our students to Virtual schools in our system um no the virtual the Virtual School works the virtual school Works in entirely an entirely different way they have to apply to the for admission into the virtual school um I I would imagine I'm sure their window is open right now for admission into the fall semester coming up but they have to apply for that and the way the virtual school is set up it usually works much better for them they they only have a certain window about a two we window at the beginning of each semester that they will take somebody else in and uh that's for continuity

019and of course grades there it's it's a little bit different so you're saying there's not we haven't lost that many students to Virtual School well we wouldn't lose we wouldn't lose to our virtual school because see it has its own School number and it remains in the district so no we wouldn't that that would that is not that that would be we don't lose students there m thank you you're [Music] welcome so what you're saying April is that the teachers who who did you say can't use the Tes testimony so the Tesa funding has to be used on existing Educators so we cannot be used on new so like if we were to hire the six art teachers we canot use that funding to hire those six art teachers so that we have to find

020that funding elsewhere in the budget so then next year if you look at next year we hire those six art teachers they give us an allotted amount that we can use for addition for Teacher raises we could then because they're existing they would be existing in the budget we could then use them in 26 27 school year so they have to be an existing educator licensed educator not new hires not new hires right okay Mr Shores and myself and Miss April have been working just about all day on requests that principes have sent in and administrators and uh supervisors looking at what we feel might need to be additional teachers for next year uh what we may not need where may have we may have to move some from place to place and we'll try

021to have that finished tomorrow we've been working on it today but we need to talk to some other folks before we finalize what we feel like is needed based on our numbers as of today I guess so to speak U but uh we're not seeing a I don't think Mr shers we're not seeing a whole lot of there's a few that we may need to put in but it's not not a large number I don't think at this time that's pretty well correct yeah with the loss of students in the the upper schools is it possible that some of those teachers are not going to be needed in the upper schools and they can be reassigned to some of the elementary schools uh maybe yes maybe no depends on our certification uh because some of

022their some of your middle school teachers might be able to be in elementary that too much difficulty many of your secondary teachers are certified in subject areas so they may or may not have the elementary certification and or the Middle School certification some of them could I'd say the majority of them probably don't have Elementary education uh or middle school because they're certified in a subject area but that's a possibility of you know looking at that and that's what would been so the 900,000 April that is everything we've got to do whatever raises beyond the 5003 right and so basically that's just an estimate so that was our first estimate um I'll get another we'll get another estimate at the end of March so next sometime next week I would think um so we'll just

023see how that comes in could be more it could be less um so but then if I'm correct me if I'm wrong so if we give a 3% raise we're at like 1 Point a little over a million dollars that's 3% across the board that's if we give a 3% raise to the administrators and the classified employees we're at 338,000 all the teachers were $663,000 I said around 800,000 to give so you got around 3 386 for the pay raise for administrators and classified employees do I have it is that what you got or you have you got yeah I have um I have two around 200,000 and so around 300,000 for admin and classified and then around 800,000 for cert for certified employees but we have 530 of that already that's what I'm saying

024we 900 900 less the 535 that yeah would leaves so you're looking at about 500,000 to give everyone a 3% so I guess my question is where would we get that extra 500,000 so we would um I don't have County funding yet there's two reasons for that it's still really early for them to give me count funding because I do a calculation for them to I have to do calculation each year to see how our funding is split between City the two City systems and us so that hasn't came from the state yet so I usually get a document from the state that gives me those numbers for systems for each system and so I do that calculation and that goes to the usually goes to the county and that determines how we get funded

025so don't have those numbers yet um they're usually pretty consistent what with what we've had in years past so you make you guys may get a budget that those numbers aren't firm and they'll be pretty close to what we we' budgeted for last year or what we're expecting to get this year um so the additional funding will have to be made up with County funding tax dollars okay so what you have when you when when it's money is split with the county the county that's based on the Ada or ADM for that system so the county would get biggest portion of that of course T would get the second largest portion and in Manchester City would' get the smallest portion of that and you have a ballpark figure what those might be at one time

026I knew but I'm not sure what they are right yeah we're meeting we're they're meeting that number though um we get I can I can look um I'm estim around $52 million in Revenue that's just a really really rough estimate nobody hold me to that um and 33 million 334 million is state revenue so the rest would come from County County and some other things like little other things but so we get around 20 million-ish from County each year a little under that but you know in the grand scheme of things like will that Revenue cover a 3% raise will it cover all the you know all the supplies and the diesel and the electricity costs and so it can't meet that if revenues can't match to expenditures then you have to as a board

027decide do you want to go into fund balance to fund this next school year and typically we do but we typically when we present a budget we typically present the worst case scenario say this is your we're really conservative on revenues we're really like not conservative on expenditures this is the worst case scenario this this is your potential worst case hit we've never hit fund balance for anything we've ever said we've hit fund balance for so usually it's hard to B it's hard to balance a budget with with just revenues some districts can do it we've never presented a budget to where we can do that however we've never hit fund balance and we said we were going to so um that's just kind of some other things for you guys to know and think

028about so I've got looking looking back and looking at some of the the things that that we have gone over um why do we have some Elementary principles that works 221 days and the other ones work 257 so Elementary principles um work 221 that's what they've always been on I have some here and then 257 is for our secondary because they're pretty much in the schools all year around getting trying to scheduling because they have incoming students students outgoing trying to work with each other to get all the students where they need to be I'm speaking for you guys I don't want to come come join me the microphone okay and at the high school Paul we've got one assistant principal that works 21 days and the other two is at 221 yeah why yeah

029why is [Music] oh I'm so sorry okay you didn't tell me that make sense I have a I have a question um in the past whenever someone is moved from a 200 calendar day salary to a 221 or whatever it is or to a 250 27 from 221 to 257 does that does that require board approval we did bring it so it was part of all the work calendar changes that were brought I think um maybe I can't remember what school year but it was either this last or the one before so there was a document that was prepared and it and it explained who was moving to what calendars and that's when we eliminated I think we went from 17 calendars to maybe seven or six last year so all that was I'm sorry

030all that was presented I think to the compensation committee me committee and they recommended it to go to the board and I could go back and look and see when it was but it was you know I wasn't questioning any of that I was just for for clarification that anytime an employee in our school system gets their calend you know get their days increase that requires board approval so we we typically anything that involves compensation um should get board approval should get should go through compensation committee meeting this compensation committee meeting should recommend that to the board that's how we've handled it in the in the past I know since I've been here yes ma'am you're correct thank you you're welcome so April down to bottom line if we give a 3% raise across the

031board do we have it um that's a hard question um do we is it fully funded no and I'm still working numbers and we haven't put the needs in that we've talked about today I haven't I haven't done that it's we're not going to meet revenues so we're going to have to go into fund balance and then also will be a decision on how many art teachers the board wants to go with we worked on that before this meeting no we're not going to have the revenues to do everything we want to do it's just is how willing is the board wanting to go in the fund balance to to truly give that 3% raise and to meet the needs that we need to meet okay question have now I know last year everybody got

032a 7% um and I'd hate to see that be okay you got 7% last year you don't get anything this year if you know what I'm saying I'd hate to see that um H has the board ever voted for or less than 3% um I think prior to me there's been years there's nothing given so okay Bas we don't want to do that no you know and I think I speak from the whole board we don't we don't want to do that we're just I'll walk no no no I totally agree we don't want to do that so I'm trying to see no no I know you're not what is feasible is what I'm trying to figure that's kind of what I do and I like you know the direction from the director is to

033build what I what we think is feasible to present to you guys and what we think that we can sustain and that's usually there's several options that we usually build and you guys have options to pick from I started with the base of 3% because I knew we needed the 3% to get us to where we need for the 50,000 I've also worked on a 4% it doesn't look as good as I mean doesn't look good for 4% and then I've also worked on a flat amount so to get us to give us to get us to 50 but that's a little less feasible than maybe even the 3% so I will probably try to present those three options unless Dr Pat we look at those and I plan to sit down with him this

034week and look at those numbers and see if there's anything else we need to think about or anything else you might want me to work up based on what the numbers look like and then basically those options are given to you guys we'll talk about them guys all questions you want to ask and I'll try to give as much information as I can give about what's in those budgets and then basically you guys it's up to you guys to make the recommendation on what you want to do am I hearing April that you're saying that irregardless of of what we do with salaries we're still going to have to go into fund balance so I haven't worked a two or one or nothing I understand that yes and there's a possibility that one of those

035three options could not make us have to go to fund balance but even with fixed charges and how they're going to increase you're probably going to have to go into fund balance irregardless of what you do with salaries that correct okay even if we did have to which none of us really want to if if we had to go say to the 2% we really can't do that with the the the teachers because we've got to get it up to that so it's going to really mess you up right if if we do a 2% say for a certain group and then well there's 3% for the teachers that's going to put them in a different any raise we can give this year will help for next year um there is an alternative plan I

036would not like to do that there was different situations worked up to where you back in you take from the bottom go to the pop and then give a percentage raise and everyone would get like you know just a small raise I don't want to do that because that's really messing with the pay scale but um there is options next year if we can't give we can't get to the 50,000 um but I'm still it's still really ear like I'm still reviewing and so and believe me I review every line 1500 times to make sure it makes sense and I'm not like missing any funding and I'm not no the line's not overestimated but what you guys see you please give me my what you guys normally see is the worst case scenario that is

037like if funding is you know revenues come in absolutely lowest they come they come in no higher than last year other than our state funding and then our expenditures are worst case scenario if this happen so but the possibilities are if you drop that percentage down this year you would probably have to raise it next year in order to get 50,000 or go to a different pay system configuration April would have time by then to figure those out I built a flat I built a flat budget to get us there um this year um my only thought was to try to build a like half that flat or like 2,000 of that flat to get us there but um right now the 2800 that we need or 2757 or whatever it is to get us

038there is not I don't think I mean I'll present it to you guys but I don't think it's don't think it's what we need to do if I'm not mistaken wasn't it brought up about to get our our teachers minimum to 50,000 that it would be about a 5% increase and we had two um pay Seasons or whatever two years two years to get them there so we're talking about doing a 3% but if the total percentage to get them there by the required date was five could we do is this even an option 2 and A2 this year two and a half next year and meet that requirement I think have you have you run the numbers on that at all is it 247 243 is that what the top line on that scale

039says 47243 47243 I don't know what two and a half would do I'm just saying if that would give us a half a percentage relief this year so if you do 5% that would put us at 49605 I think it has to be six is it six so that's I don't know why I was thinking five I think that's why we were going to do three is three three I don't know why I was thinking five and then I thought well if we can do a three and a four that gets us so much closer for next year and it still might be possible but um I I'm still working on it okay we're we're working on it too I me we're we're trying to work get some different very very you know varies across

040the state from different school systems um this is this is tough and and and and everybody in the county knows about this and a lot of you principles are sitting here we we get it but if we're going to start taking away from and we're going to ask our taxpayers to start paying for some of the salaries and y'all collect me correct me if I'm wrong if y'all heard the same thing Commissioners and with the 7% raise that y'all got last year or that the school system got last year and then if you get another 3% this year then that's a 10% raise in two years there's not too many County Employees that's got that so so so I know I'm just saying that you know what we have to do is you know we

041we don't only work for you guys but we also have to be you know good stewards of the money for the other people in the county that's coming and saying and they're asking salaries I don't know you know and I don't you know and I don't want to do that you know I bitford County's got all their salaries on the website people's going to websites looking what how come their salaries are not up there and I we can't answer that that's the salary schedules are on I'm not required to post salaries salary schedules are on the website and those are I give those to there's agency that requests request those every year for me and I I provide those and those are published with I guess somewhere in the yeah it's on most District's website

042yeah their whole like salary whatever they make no no no the the schedule the schedule yeah and but I think Bedford County may be they may do they actually post their their salaries okay I mean I'm just saying the schedule the pay schedule usually go just the ones that I've looked at so that's I think pretty standard I think we might be able to compare our classified salaries with other County Employees but I don't think we can compare our certified people with anyone else in the county because of the requirements that are necessary in order to do what we're doing to be educator so to speak uh I agree with Dr pal on that I'm sorry sorry she she agreed with you okay I understand what you're saying Dr pal and I agree with that

043you're talking about getting to the 50,000 well I'm just in general s in general just about sours in general yeah and you know I mean I've had teachers come to me um and talk about how we need good teachers in this system badly and um in order to attract them to want to come here good quality teachers we need to stay up here and I I we have to keep that in the back of our minds that good quality teachers aren't going to come here for a pay cut and they're not going to come here for the same pay I think the thing that we're going to have to be careful about in the next couple of years is this 50,000 minimum because we're probably getting teachers in our school system now that are in

044other counties that are coming here because of our salaries yes but once once every system in the state has that 50,000 minimum salary then it it's it's going to be more difficult I think we got to come up with an incentive keep what we have you and I guess like what we've always and you know because I've only worked with Dr wson I'm not had a prev but what we've always tried to do is our money is in our people you have you give you know no doubt we know that 85% of the budget is in our people labor and if we have the funding to give to our people we should give to our people absolutely um you know because there's going to be a day our fund balance because if you're not if

045you're not going into if you're not close to going into fund balance or going into fund balance for your people and you're building that fund balance that the county is going to look at you and say well you don't need it pay that $35 million school you got that in fund balance go ahead and fund it from there and then where does that leave you for your where does that leave you for your people yeah I mean I'm for all the people so I'm I'm we are too but we we have to we have to walk out either we have to walk out of here too you see what I'm saying I hope everybody understands that that we have to walk out of here too and and employee or people out in the that's paying

046taxes and their land taxes and every time whenever way everybody just got through paying their land taxes is you know well what's everybody making and I'll say this office is an open book and so is the schools and if they want to know that they have every right to come out right well I think if you're if you're going to P if you're going to compare salaries you you you have to compare classified salaries or certified salaries with other school systems you can't pair them with other no I understand other positions in the count classified staff sure I know we're Scot with that yeah yeah I think we're okay with that but I think what trying to tell people outside here I guess prer is is trying to sell that to taxpayers is the problem

047that and finding that balance and finding that balance because you've got taxpayers you know that expect us to be fiscally responsible and yeah and you know 7% rubbed a lot of people the wrong way yeah but I'll say we probably we gave that 7% and our estimate was to go into fund balance 830 $6,000 and we're not going to hit that yeah so I don't think we're going to hit B balance at all and not only attract new teachers with our salaries but retain MH we have teachers leaving I mean all the time in the middle of the year and when a teacher leaves in the middle of the Year middle of the quarter middle or halfway through the students suffer I mean greatly they they probably don't get anything else for it at least

048the rest of the quarter if not the rest of the year and then we have trouble finding somebody to come in and replace them what do we need to do and this is a whole different discussion to retain our good teachers our bad ones you know not saying that we have any bad ones but maybe well there may be some that are questionable maybe I would I would hope that most though are oh yeah you know so um um but I think teacher retention is just huge and we've had a little issue with that I think and like I said that's going to become more difficult in the next couple of years yes with this state minimum salary schedule here to four you could pretty well set your own schedule and so forth can I

049say something go ahead can you hear me yes yes I'm sorry I can't be there um I think there's the first priority we need to look at is getting those teachers that aren't uh up to the 50,000 required by the state that we've got to do that so we've got to look at a a method of getting them to that point and then once we do that then we can look at what we can do with all the rest of our employees yeah because that's mandated even though they're not giving us the money to do it necessarily we're still mandated to do it yeah and then another concern I have is that we've got to look at retaining our our students yes because that's how we uh that's how we get our funding get paid

050and to lose that many every year yeah uh that's scary yes and and maybe retaining teachers retain students right it's kind of dependent on each other but I if if I'm jumping ahead here you guys stop me was thinking that one thing we wanted to talk about was creating that third pay scale for central office and and admin or however it shakes out however it wanted to be divided out I don't know if that's something that we want to talk about tonight or I know everything has to be I I'm assuming that would have to be voted on by the entire board so I don't know that want if we want to bring that up and you know discuss this tonight we've talked about it before you said it would take a little time and

051effort but it was doable I mean at this point in the game like and I'll just reiterate what I've said like the budget is ready to be reviewed with Dr pal like so that would have to be voted by the whole board and I like are y'all guys wanting me to build that salary schedule or like because I don't even know what that looks like for you guys and who you want to be on it um and then to go in the budget and change that like um I was planning on delivering you guys a budget next week like they'll start looking at um and then that would have to be done in a meeting with everyone and so that next meeting is the Spring retreat um which would be when you guys discuss a

052budget um would the April meeting not be before the Spring retreat when is the April meeting April Spring retreat is April 10th board meeting is April 15th okay yeah the 10th but we we wouldn't vote on anything at the retreat yes right there is there is a special call meeting after Retreat okay okay because I have to get that budget ready to present the county yeah um and then they have a week to review they have seven usually six six week they meet on the 24th so we've got till May the the 13th to come up with something I have to present April 28th you can can give them a a blank form of it to say them let them know that we're working I can give them last budget yeah that'd be fine as

053long as you present it by May 13th is that right y till May the 13th they the County Commission is going to they've got a meeting on June the 2 4th so we've got till May the May the 13th let me let me bring this up um I know we're wanting to we're looking at the possibility of going to different pay scales and I think we all agree that's a possibility but I think we've been too late this year to do it I think whatever decision we make this year needs to be on the pay scale we presently have whether we do a 2% whether we do a 3% and then we start after that digging into this other stuff and creating these other pay scales um I mean the time is here and like

054April had told us before she's going to have to file an extension with the not it's not an extension no it's not an extension no all we have to do according to to to Ben Torres Tennessee you know tsba all we have to do is file a and let them know that we're working on so you want me to present last year's budget where no one gets an increase to the County Commission on or to the budget in finance department on April 28th is that what you're saying you want me to do or or could a draft be a all you got to do is give them a draft no I have to present an approved budget by you guys on April the 28th because it's Bo policy in state law says May 1st they

055have to have a budget in their hands we're getting two misunderstandings well go look at what there's board policy on it we did it is May 1 we did okay we got I'm just saying that this point I've been working on this budget and let me I will say this and I will be done because I'm I'm done talking about all this okay not trying to get upset about it but I'm really getting upset about it because okay I spent two months on this budget and you guys obviously have known y'all want to do this and y'all waited till now to tell me that y'all want to do this this and these are hours and days and minutes and I have worked till midnight on this budget for the last two weeks trying to get

056this budget done so I can give it to you guys and I just feel like that's just to do this last minute thing to ask me to do is not just something to ask me to do like it's it's pretty much asking me to give up my next two months to build a whole new budget I don't I don't think anybody wants you to have to do that but didn't we discuss this at the last work session that we would there was a good possibility we would want a third pay scale it it was discussed but it never was I asked who was and what it should look like and no one had anything to tell me I thought that's what this meeting was about that's what we're I think that's what we're doing now

057we we've got a month and a half no I don't think so we got till the the May the middle of May where you getting the middle of May I'm just ask 45 days Mar just told us told who us us being that we have till and another board member that you know we have till the 20 she's not telling us that I have April 28th on my schedule and it's been on there since County Commission passed the date in their meeting because they have to do all that and this also came from a County Commission what did Ben tell you about creating another place go that we need I mean I think Ben is been not up to date on all this stuff I'm sure he is I'm just asking I mean that's who

058we you know we're just trying to get get a something ironed out here rap roll I mean we're not trying to back you in a corner honey but well you are I mean I want be well I mean what do you want to do I mean it's little late to build a pay scale at March the 19th how how many hours are we talking about to to build a new pay scale I mean I have to start this pay budget all over again and I spend 85% of my time on I'll I'll do whatever you want me to do but I'm not happy about it I'll just be that I just not happy about how late this is to be given to me okay what I seem to be reading between the pages here is

059that majority of the board or at least some of you are saying we want to give the teachers a pay increase but we don't want to give administrators and and uh and supervisors of pce uh an increase and I haven't heard yet where you want to give the certified people an increase or not no I don't think anybody's saying that no I know I don't feel that right no that's not at all well you're only looking at $100,000 to give the administrators and supervisors a 3% pay increase for this year and you know I'm GNA have to agree with B for whatever for whatever it's worth I think it we need to go ahead and look at this everybody gets a 3% pay increase and then next year start looking at whatever you might want

060to do making out a whole new pay scale for everyone you know at one point in time I know we had 10 or 15 different pce scales or different schedules and so forth that's that's been Consolidated and I think it it's worked out real well but that would be my recommendation but I don't have agree with Dr pal for this year ma'am I agree with you for this year I think it's I think it's too late I think we this is our first real meeting of this committee and we we drug we drug our rear end and so I don't I don't think any of us were aware I mean we we we've got pretty much a whole new board and I just don't think any of us were aware that we would need to

061start working on this two months before we did I gave a schedule though to you guys in in a work session that laid out my schedule when I work on budget I did provide that I think it was in January or whatever date we had a budget committee meeting that was given well I have a question go ahead go ahead fra if we give a 3% uh increase across the board is that on their total salary or on the base salary of each individual it's on the base salary so it goes on the base on the pay scale so it would be what's on that certified pay scale you would add 3% to each line okay and it wouldn't be based on the salary they're making now it would be on the base so Bas

062it'd be on the base and then like if someone had extra days that would increase the amount their extra days are because everything everything in a calculation starts with the base so like if they have extra days or a supplement it starts with the base and then if the base increases everything below increases does that make sense so in other words a 3% is not on top of supplements and all that sort of thing that no no no it's on the Bas it's on the base and then they start with a new base and everything gets recalculated off of that base that new base I think to answer your question yes that's Bas what it boils down to Fork I went back and looked and and took a couple of salaries of supervisor and figured

063okay if we put 3% on their base salary based on their degree and years of experience take that number how much that is per day add that to their base salary put 3% on that and leave their supplements as they are right now freeze those the majority of them would lose money this year you wouldn't they wouldn't be making next year what they make this year just based on a 3% of the base and the extra days without doing anything with their supps or stoens and so forth right if that makes any sense I I thought about that I looked at that and and I looked at a couple of three of the administrator salaries not the director that's that that wasn't involved in it this was other salary people I mean other certified people

064in the central office and they would be losing money based on that calculation of a 3% only on their base and their days work and everything else freezes so that the the 3% would be based yes basically on their base salary their day work and then their their additional their additional supplements whatever that might be so yes that would be based on basically on their total salary as of this year I think is that right April MH so go ahead fra I think I understand what you're saying the three% would be on the base and okay I'm sorry I I think I understand what you're saying the 3% is on the base and then once that's calculated the uh supplements would be uh off of that increased base salary so that's going to increase where

065they would be losing so they would get 3% and then their 15% supervisor supplement would be on top would be B fig based on their increase Sal okay thank you I mean they wouldn't get for instance right now if they're getting a 15% supplement for whatever position they may be in that 15% is the 15% is not going to change but the fact that you've changed their base salary and their days worked then that number is going to change also it's not going to increase but 15% but it'd be based on the base salary and the and the additional days they work follow me yes okay thank you I I just want to clarify I don't think anybody at this t or any board member would not want certified employees to um I'm sorry non-certified

066employees for classified to not get an increase in fact I think it's totally to the opposite end of the spectrum there I think we are very concerned about our par professional um pay rates and and that's that's really where a lot of this is coming from is us trying to you know kind of close that Gap and and show our PA of professionals that we we do appreciate them I don't think anybody would want to that that vibe to go out that that we didn't want to give them you know if it was up to all of us probably and money was unlimited we want everybody to get you know I mean but I have heard say another board member say several times not sitting here at this table but that the 7% that was

067given last year should hold over especially our central office and admin employees who are you know at the top um should hold them over for several years because it's just not common to get a 7% increase I've never gotten a 7 % increase yeah that's the that's cost of living is two and a half I think that's what everybody that we're hearing outside of here and and correct me if I'm wrong I mean it Holly I mean it the thing that I hear and I'll look at all of you out square in my face that I'm hearing is with a 3% and you call across Middle Tennessee and all the schools and everywhere that you talk to is when you give a a percentage your Rich keep getting richer and the poor and and the

068poor keep getting poor if you got a if you make $138,000 you're getting $3,700 almost $4,000 raise in a year if you don't make but 14 or whatever you're not making but, 1500 not even that not even that more like 800 but so that same analogy Scott can come if you're giving the teachers a 3% and the class ified staff at 3% you're still going to have that Gap so yeah that's that's one thing and all that a lot of the the counties around here have done and this is what I'm proposing is this year just to give a flat rate to everybody a dollar amount just give everybody in the school system a flat dollar amount everybody gets the same thing till we can get this thing resolved and that's what Warren County has

069done that's what uh sever other the counties around here has done is is they done away with the percentage and that's that's just a a thing that and and I've asked a lot of people that and that would be fair for everybody this year so whether we determine if there's time to create that other pay scale now or if we uh chose to do it later my personal opinion is it does need to be created whether now or later because it offers us the flexibility to offer a different increase to those in whether it's more or whether it's less or whether it's equal it would just we may not even use it but it since you're saying it takes so much time to create it if we could create it at some point I think

070it would be beneficial for for us to have that whether we use it or not I'm just saying that in order to get an approved pay scale that would be at the next board meeting which is after the date of when we vote on the budget yeah I don't know how to make that happen to a budget that's already been presented that is almost ready for you guys to look at like I just my mind I don't know how to make that make that work like like time wise yeah yes and to get you guys what you need to review I don't know where y'all are getting your dates from but I'm getting my dates from what I've always been given um to the from the county as well I need to give them a

071budget there's a budget schedule that's passed by them every year and they tell me my date I have to present yes I can go present them the budget from last year there's nothing and then we can do about 252 budget amendments in the next year to fix everything um but I just I'm not trying to be I've spent hours and P hours and and I'm not saying that I shouldn't but I spent hours and poured hours into this budget to try to get the best Rises for everyone and for just ask to go back and redo all of that at this like I don't know it just it's and you you will see it's a very complex complex creature like it's not just me popping a number in and it's done like I build this

072thing from scratch every year and I've worked on it since January ity I'm sorry I didn't me interrupt you and it's just is not as easy as just comparing us to a well this who this this person says that and this person says that well their budget they may have software that does it I don't I build everything from Excel spreadsheet do we need to get you that software or what well I've looked for software and there's nothing out there right now that oh wow um there's there's nothing like for school where is not not not being a smart I mean where are these other people getting all their talk to other people outside of outside of school world that you have budget software and I do have a list to look at look at

073for that it's a very complex budget it's very um basically every single person's salary has to be calculated individually and their benefits and their retirement and all of that it's not just me clicking a number and it's done like I don't have a software over here that just generates that information yeah it sounds like you need a better tool work with what can what do we need to do to help I mean we see April we didn't know this either I didn't know you were doing it we had no worly idea spent till midnight I work on payroll budget every when I go home because also outside of that I have a I also have things that continue to go up here I can't work on budget here there's no there's no way I have

074to close my door and lock both sides and close all the blinds if I want to work on budget here there's just there's just no way maybe you need some some help I just earlier because I'm talk it's not just as easy as saying oh we're just going to do this because that's not how it works like it sounds to me like we need you need somebody that can handle the day-to-day stuff and then maybe you work on budget well I have five really great people that do that but yes there I mean there is a need like and I've talked about this I talked about this to them there's an like there's a need definitely for that but um and other districts have that need to have that but like I said I don't

075want to I don't want to ask for because it's hard on me maybe that could be a higher priority than some of these other positions that we have I know proposed I know that that's what it's going to take and I've always taken that time I've always known that this is this time of year from now from January to October I don't get a spring break I'm in here doing I'm in here working because I right now I'm behind I know and it's okay that's okay I'm your night rle when you come home yeah so it's okay because I know in October when Paul gets here I can go and fall break with my kids know so I know that and I knew that coming in and I knew that when I took this job

076and we appreciate I'm complain absolutely I just want I want you guys to understand my because know it's not just as easy as me saying oh I can you just we're GNA do that right there's a lot of a lot of Freda did you have something oh it it's that's concerning to hear that and U very thank you for telling us you know that's the first time I've ever known that there you know that was that well I have known and that you know we needed additional people all I'm not asking for that oh I know you're not at all I know you're not I did not ask for that when I said that but no I know you're not but just hearing your frustrations I mean we need to be aware of that because

077and we we weren't we made a lot of improvements in there we've made a lot of strides in there to make to make things more automated yeah it's just it's it's just the the Beast yeah how if we want to add positions up here it sounds like that would be I'm not ask PRI I know you're not well then then you hear going back to what Scott saying you hear people saying well they've got more people up the central office what they need more people up there for I know what did did our previous person have that problem um so I think you know I've talked when I talked and trained with Lisa Myers um because she was previous to me um she pretty much worked she pretty much worked around the clock at this

078time of the year I mean I knew that and when cuz we she come in and trained me several different different different points in the year and I know and the people that work up here also know that they've always they've also said it that I mean October to November December is pretty relaxed in there but I mean it's just the time of you know when school opens and and you start working on budget and you got to close the year and you got Audits and there's just a lot going on in there and it's just that's why I didn't didn't mean to get frustrated early it's just why over years of experience I've come to the conclusion from February till May you don't mess with the business manager you let her him or her

079close her door and leave them alone well I'm going to say February to October Scotch you mentioned a while ago about a across the board flat C what number would you have in mind well where would us where would we be at if we did that to get to the five or $600,000 if we did that what would that if we equal that out to everybody but we can't do that with those teachers needing to get up to 50,000 right okay yeah so we would have to have to do that to get them up to that point I'm just going to rough estimate on my phone because I can't get it my can't log to my computer at the moment and again um I think it's too late to start something like that dollar amount

080to start trying to figure out dollar amounts for everyone I've already built the flat just give a a flat rate all the way across the board yeah that that sounds easier to me mean you going to everybody what flat did you build when you give a flat rate you're talking about giving the the same flat rate to classified people as you do certified people everybody you'd have to have close to 3,000 for everybody this year and next year to get those teachers up to where we need them wouldn't you but we've got another year to do that though I think there's too much spread between your classified employees and your certified employees just to give them a flat increase but but that might be what we're trying toe that might be what we're trying to

081do that's what we're trying to do increase the spread or decrease it decrease increase I mean it's not going to make any difference if we just give a flat rate across the board it'll make a difference yes when everybody's getting the same rate this year everybody be getting the same rate it' be more like a bonus is what you're talking just a dollar amount so you're going to give the dollar amount the same amount same dollar amount to the classified as you are the certified employees and you think that's Equitable so we have seven around 750 that's just the estimate um of employees so if we give and I'm just shooting ballpark this not what we need to give to the teachers so we try to we're not going to be able to give that

082to everybody but we give the 2757 and this is just salaries this is not benefits this is not anything like anything else it's $2 million to give everybody that same race how much 2 million 277 so if I half that in the $500,000 I mean the uh if we give uh I'm just picking amount here this is what other counties around us have done there the reason why I'm saying this so if we gave if what are we looking at the piece of money we're getting 500,000 500,000 so 500,000 divided by how many did you said 750 people around 750 yeah say that what would we can't use we can't use the 535 oner we can only use it on certified so we have probably around 400 certified employees yeah probably three probably less than

083that all right so with the 535 divided by I'm going say 400 just what you that's around $1,300 for every certified employee how much $1,300 1300 a flat mount for certified and if you gave that 1337 so what I'm hearing yall say is y'all want to give that same amount to everyone like even are classified mhm so if we do that times 750 that's a million in just salaries and then you want to add 40% of that for benefits so about $1.4 million is what it would cost you that's just very rough numbers based on that's pretty much where we're at now so I bu three% yeah so I build it for but all right so if we give uh 800 you're about 1.1 now I think yeah so if we give 800 you get

084$800 to everybody $800 every then we wouldn't be using you wouldn't be using TOA TSA money so then that would only put us at 320 so we're not using all of our TSA funds okay so we would have the minimum we would have to give is that 1337 and that is if I have the number right of teachers because that might be my new number and that might not that might include you know the new teachers that we've added in and for some look at that that's going to be in their benefit some it might the 3% is going to be in depends on where you're on the P scale exactly okay I have a question isn't this similar to the bonus that we gave everybody got the same bonus it is but we just

085gave it a one time bonus and we didn't we didn't put it in the pay scale we just gave it to the employees but it was every employee wasn't it yes ma'am same amount yes ma'am we did that with um I think TSA TSA fun and remember but yeah we've done that in the past yeah that's what I thought that's the reason I remember that is the time where I had said we had some extra money come in and uh I had said that since we were given the 2,000 this year we could put that in fund balance and Air Market for the $2,000 bonus next year but uh wanted to clear that up but um so at one time we gave across the board 2,000 to everybody and that had nothing to do with

086the salary schedule did it that's right it didn't it was just um additional funding I think we had received I think most of that was used with Esser and then there was another yeah I think it was I know I know what it came from it was it was extra money that came from the state and federal government it did not come from uh General school or from the taxpayers in Coffee County originally it did I'm sure some parts of it but that you know anyway that's just I was just thinking it's similar as far as what we're doing only it's St on there it stays once we give this that's their base salary right is that correct so once we give this raise it'll raise the salary lines that what you're saying yeah it'll

087raise the this will raise the if we give the flat amount is what you're saying it will go on the pay scale yeah it's not a bonus no it's not a b salary increase yes which is what we would want yeah well because we give a bonus that just goes away and then next year we may not be able to give yes it doesn't affect we want them to grow right yeah I wasn't suggesting it as a bonus I was just saying it similar to to the the way we paid it we it didn't it did not affect the SK the salary schedule no last usually give bonuses it did not affect the salary schedule and those are that's because and the reason we did that is because they came in after we already passed

088the budget and so in order to go back and remake those salary schedules and reload those in payroll and get a new budget it was going to be a huge amount of time and work so something else that I think is is just you know worthy of our consideration is that this is also the year that all of our certified employees are going to receive that $22,000 of the voucher Bill resolution that we uh passed so so you know even if raises or increases were lower this year maybe it would be an ideal year to do that because everybody's getting an extra 2,000 anyway that 2,000 I don't think hollyw would go toward the 50,000 uh oh it doesn't count on the Sal schle yeah I'm just saying that like if we had to pick

089a year that we were going to try to uh reduce increases maybe this would be a better year than a year that they're not getting an extra 2,000 because of a bill that passed and we made a resolution because every and I don't know how that 2,000 is going to be taxed for these these people but well actually they um they're going to provide the district we we'll give them I'm sorry didn't me over speak but no I was going to say that the from what I understand now actually the the per teacher will get a little bit over $2,000 they're trying to get it with and that's out to $2,000 okay uh because they're going to put in there uh fringe benefits tcrs Social Security etc etc will be part of the money that's

090sent from the state so I think they're basically trying to get a $2,000 net out of this I think I understand it that way and then I've also been told a different way too that was the latest that was the latest I got on it that it'll be yeah I'll get a list in April 15th like 23 like $2,300 per person U and that would include fringe benefits except whatever you offer on on local Fringe Ben that would be Social Security Medicare uh I've heard it's to grow up theirs and I've also heard it's to help us with the benefits part that's possibility I don't know which one is what it'll say when it comes out there there's a a commissioner meeting Thursday night right morning I'm sorry yes the budget and finance meeting okay

091and so based on what is is said in that meeting um I mean what if that FS this these increases what if the commission doesn't approve our budget you know and here and of course this hadn't been voted on but I'm just saying you know we may want to take that into consideration if things don't pass or go well for us tomorrow night you know we need to really I think consider that so what happens is because we not because of us because last year the county had had trouble getting their budget passed um as a whole not with us ours was already there and we didn't call any kind of delay to them but they were delayed because there was some you know controversies on their side with pay pay or whatever but um

092basically if that budget wouldn't have passed so they had to call a special meeting on whatever the last day of June was to pass a budget and if it didn't pass at that point then we would have reverted back to our old budget so that if um is that kind of your question so like they don't pass our budget and we can't get them a budget that they'll pass right then we'll revert back to last year's budget right they they would just give us the same amount they gave last year correct this year's we right back to this year's budget and that's no one like that would mean no one would get a raise from this year right and then I don't know what that would mean for like our teacher that so that's I'm

093saying you know we may want to see what shakes out tomorrow night and I also you know that worries me too like that worries me and then that worries me too like you know taking this over there and then they don't want you know to approve it and then yeah I don't know just there's a lot of worry yeah I have a lot of worry right now about all of this so yeah well April if I'm figuring correctly um we are 2757 away from getting up to the 50,000 so if we go with a flat rate this year um we're looking at did you mention 13,000 Scott 14 2269 would be the 3% so we're going to be almost up to that 3% if we do the 1300 and it goes on their base salary

094and then we can next year when we redo the pay scales we can look at at what we do then so the 3% would get us 14 on that very first line it would get us to 1417 so get a little it would get us a little more ahead on you know the feacher pay scale than just given that flat race yeah but the flat race if that's what we end up doing then that's going to get us pretty close yeah so that would be I think it was and I'd have to go look at it because not everyone counts as far as certified so like nurses like they they're not counted in that Tissa funding number um basically it's a licensed educator so I would have to pull that list to see who was

095so the 400 may be high it might actually be more than that 133 whatever number I gave out okay earlier and so we're not but $1,811 to getting everybody to where they need to be anyway yeah and we don't we've got 13 of that of that 39 that's not $420 away from that yeah and so if we did that it would just like I earlier I think I said in the other meetings that those zero and one lines would come go to 50,000 and then nobody and then you wouldn't have a step so if you look at your salary schedule right now you have that step included in each one of them and basically they would get a raise but they would only get the percentage raise each year but they wouldn't get that step

096that everyone else is getting so basically they would you know not get that step rais and I I don't want to deter you know I don't want to deter people from coming from coming here knowing that you know year Z one's going to get the same amount of money each year there's no step because you know the steps are like 700 and for Bachelors I think step is like 779 is what it is it's not much but still that's that that means a lot to someone who's starting out and so I don't want to deter you know people starting out from you know making the most they can make yeah I think the biggest thing is that I'm hearing from the the teachers across the board and and making it is fair for everybody you

097know from our custodian all the way up you know for this year after everybody getting a 70% raise last year which was a 7% raise but it was spread out like I said the higher the more money you made the more raise you got the less money you made the less money you got you still got a 3% but and this year by giving a flat rate across the board to everybody then that equals out you know everybody's getting the same am you said Warren Warren County did that m do you think do you think they gave it to everyone like all of their classified as well but when you do that though you're going to have to change every one of these classified salary schedules for next year yeah and some years we've given

098more to classified so when we really worked on so the first year we worked on pce scales we really worked on certified to try to get the even so what you see in front of you so like if you look at the bachelor's line if you subtract each line I think it's the same amount increase each year if you sub subtract each line and the Masters it should be the same amount each year so when you give that percentage raise it it keeps it it keeps that same amount like from fluu what we dealt with was in years middle of the pay scale and I don't know why it was like that but middle of the pay scale like one year you'd get a $1,500 raise and the next year you'd get 200 so there

099was just some variables that we needed to clean up and so that's why we worked on the certified scale and I think the year we worked on that we gave a 3% raise we worked on the pay scale and gave a % rise and I'm looking at people in the room because all the years blur together for me yeah um and then the next year we worked on the classified scale um we worked on doing kind of the same thing um because there were jumps like Bus Driver Line year 15 I think there was a $100 raise and then the year the next year they got 20 so there was some just crazy things going on the pay scale so we work we spent a lot of time building new pay scales presenting those and

100so there was some common understanding on how the step raises happen um so in the year that we worked on those pay scales I think it ended up being a 7% raise for classified and then we gave a 4% I think for certified so there are years like where our certified got more and then there are years where our classifi has gotten more Bas on that work okay so that's you don't have to give as long as they're on a separate pce scale you don't have to give the same percentage raise like yeah it just makes it incredibly difficult if you don't have the pay scale to give the raise to and you you can't break people off the P which is why I suggested whether now or if we don't have time later that

101it it would be beneficial to have that third pay scale just to give us the flexibility and we used to have it three years ago and then so when we worked on pay scales that was one of the things we got rid of it because um most counties don't have free pay scales so we when Dr Lawson all we did all the work on the pace scales of everyone that he called comparable to us didn't have a supervisor scale everyone was paid off the certified scale because technically those are your certified employees yeah and those um people just got whatever stoin and I'm just giving you all the history of kind of how everything laid out those people got the percentages on top of the certified pay scale so kind of did all the free

102work and then we started trying to work on the pay scales and try to get you know to make them make sense because they really used to not make sense like according to to Ben Torres we're about the only last school district that's doing the percentage anymore most everybody has gone to the flat rate because for this reason this very reason and that's usually at the direction of the director and what they want to present to the board usually because usually the director and I work together to build a budget that's feasible that we can maintain with fund balance or maintain revenues and that's usually at the direction so I don't outside of this year because I know Dr pal and I've talked about it but his interest conflict EV possible with you know being

103on Manchester City Board I've usually been given Direction by the director and said okay I want you to start here we we understand it and so this year I've kind of just tried to put in my mind of what we need to do for as teacher scale and what we can do for classified and I'm so nothing to Dr pal but I I just I'm trying to work on based on what I've learned in the past four years with did did Lisa have a third pay scale when she was here or Lisa Myers yeah there was a third so the supervisor pay scale didn't go away for maybe two years ago think it was two years ago okay okay it was it was just central office supervisor we just have two now so the teach

104so yes that's a good point Lindsay um principles and assistant principles have always imp paid off of the certified pay scale yeah the only separate pay scale um that we've had is for supervisors up here at central office yeah your your par par professional salary I mean you've we've already got that so all you would do was add another couple of ones most of your people is on your par par professional anyway right up here mhm um so over 75% of your people on your pair professional let's talk about people they're on the the whole school system there most of them about 75% of them is on PA professional right so it's about 400 300 split yeah so there's about 400 certified 4 350s so we've already got that one so I mean you would

105just be doing if we went to the other two when when and if we ever you know but that's what I'm I'm saying that's you know and and the reason why April and everybody else in here you know us getting here us we're half of this board is new we're drinking water from a fire hydrant we're hiring a superintendent we're doing all of this stuff and and and so we've had meetings two or three meetings a week so we get it I understand we get it trust me we get it uh you know uh so when when and we're trying to make everybody happy and that's pretty much virtually impossible but we're doing our best well if if you change this if you change what you're talking about Scott you're going to make some people

106very unhappy and it's not going to present a good image to the board or the folks that are working here and we've had this whole discussion has been sented around $100,000 all afternoon long and you're talking about creating a third pay scale is going to make that's leaving everything like it is as of now Holly 3% for everyone you got 800,000 for the teachers you got 100,000 for the uh admin and and supervisors you got 200,000 for the classified that's a 3% for everyone and and I don't have any problem with what Scott saying yes you may need to do that that that would be somebody that would be whatever y'all decide next year and whoever the new director comes in but as it stands right now we we've been discussing the difference between $100,000

107in a budget for this school year for this next school year and we're still where we were when we started but your lower people would be getting the same amount of money that they'd be getting a 3% Scott like everyone else I mean it's a lower dollar amount just because they their pay ratees lower for sure it is but it's not but it's going to be that way irregardless of what you do yeah unless unless you do dollar flat dollar amount everybody get the same if you give everybody the same dollar amount it's still going to be that Gap folks you oh it's definitely yeah I mean there's no way around that classified $2500 and give certified $2500 i' like to say that's not gonna do anything go ahead speak up speak up I would

108just like to say something um I guess the issue is that there's you know different categories for people that work in our school system and there's some that have a lot more responsibility than others and they're evaluated and they they go home with this on their shoulders and they've gone to you know gotten their degrees and gotten to where they are and we don't need to forget that and also I have a problem with some of our teachers not making as much you know we're talking about one end or the other we need to we need to make sure that we're getting our teacher salary comparable at least to non-certified because there are some teachers in our school system that make less than uh non-certified employees and I was very shocked to see that and

109uh and I understand where everybody's coming from and uh and I am for getting a you know salary schedule for separate because it just makes sense but I think Dr Pal's right and and all of you there I think I'm hearing everything that we probably need to wait on that but uh I do want to say that that I have a problem with teachers salaries not being as high as they should be and and that's that's what I was talking about is trying to get everybody at least this year from everybody that that that I've that I've talked to from you know and and investigating this through everybody and trying to do what's right for everybody and it's just it's it's impossible well I don't think it's right Scott to pay teachers a salary increase

110and classified a salary increase but not pay you admin people a salary increase that's my personal opinion and my professional opinion for what it's worth but y'all make the decision I just want to say that this is a tough committee to be on very very very tough and the thing about it out here without having lasers when you get into people's back pockets it it's it's tough but let me let me let me throw something out at you I'm not going to throw at you tonight I'm not going to throw at you anyway but looking over the things that Mr shers and I have looked at this year on request we've got several several employees that are wanting additional supplements for their after school work some of them that are doing things that are not

111getting any kind of stopping at all MH yeah we haven't even looked at that I'm even going to mention that to you because but that's we know you're talking about being difficult when it when it when it starts coming to start increasing everybody's supplements and so forth yeah that's when it's going to get tough in all honesty there's there's several groups that are not compensated for their extra time after school or in the summer um like we were talking about those uh CTE clubs yeah we don't don't we don't want to get into that but yes um there are some but that's what that's what you said this difficult this difficult it it it can get even more difficult yeah I'm just saying you know it it's a difficult committee to be on because finding

112that balance between the taxpayers holding us accountable for how we spend their money and knowing how hard our principles work um and our central office employees and our teachers everybody I know everybody works hard everybody is so deserving all the way down yes okay can we can we have a recommendation from this committee to go to the board that we stay on the P same pay scale for this particular year and we begin looking at what we might want to do for the next time no we can't vote on it because there's not voting committee but right that that is my when if if we want to add that third pay scale when would be enough time for us to start talking about it and you to start work where you're not pressured we need

113like a August meeting to start working on it okay and then we need to get that like whatever work what if we need a several meetings to work on it okay and that gives us time to get it on the December board meeting because it'll have to be passed by the whole board and then from that point in January I can start building Okay so Center and if we're yes and that will that will have to be oh I I don't want to speak for the whole board no we don't want no no if I were going if I were going to be back I would be in favor of sitting down and looking at a third or fourth pce scale right absolutely when we have time yes yes when we don't kill April because

114to me to keep April is worth $100,000 frankly well there's always a possibility that you're going to lose some of them you know you don't ever know of course you may lose some teachers too and I think this $50,000 base is going to going to create some problems for all school systems not necessarily for Coffee County uh because you've had the latitude in the past to set your scale pretty much where you want to but everybody with a minimum of that 50,000 it's going to increase everybody in the state something so you know we may have teachers that now live in Grundy candidate come down here because of the pay scale difference but two years from now it may not be that much different anymore you don't ever know of course well let's not take

115on tomorrow it's enough today you know like I said while it Go the par professionals is over half the half the uh workers in the system I don't think it's over half I mean if you if you include Subs in there maybe but I don't think it's over half yeah maybe a little less than certified this is a whole different topic but have we talked about increase in substitute pay what I was gonna say that's something we had even said that okay we've done it we haven't done it in a couple years because here's what we get into with that is you'll have to lose some classified employees to go be a sub oh wow because we got we got to work on that pce scale before we can we tried to look at that

116as an hourly rate so we I think we kind of went to Max what we can do until we really get our five SP scale up because you'll have people that'll leave that's a good point and go be a sub for more money right and so yeah them no if I got to be there make that's kind of why we it's held on where we're at for right now until we can work on that p a little bit more okay well and I'd be remissed if I didn't mention you know if if you've been a cafeteria worker here for 25 years you make $18 an hour for 25 years for 25 years I know what was it was it you know yep three four years ago started at 89 but 98 an hour three or

117four years ago before we did all this work yeah yeah that she's not in our budget oh you know and that's yeah I mean yeah really and that's the reason why I brought that up was because you were here you know and it's yeah so we started at $8 and something three years ago three years ago oh my good before we did all the work that yeah and and that's that's our con that's the concerns that I have is you know yeah you know and that's the reason again why because you were here and and use them you know yeah right right and and we we've got to consider I don't want to go out of this meeting with about these people knowing that we at least mentioned them we're having a hard are you

118having a hard time getting employees okay you know that's uh custodians and and all of these people assisted custodians bus drivers Lord have mercy we are having a hard time getting we having a hard time getting bus drivers Tim and Matt Drive almost every day go ahead go I I think we need to also remember that there is a a a benefit to working for Coffee County Schools besides just the salary it's the insurance and a lot of places don't have that so that's something we need to think about and as far as the Food Service program you know in the future the county may have to help fund it because we may not be getting as much money for it in in the future I hope it doesn't change but that's something we may

119have to think about too so we're we're really in in the mid of a lot of changes for public education and it's going to fall more on the local government and the state government to fund out this so that is a great Point fra about the insurance we do have really good insurance everything will stay stable but we can't we can't guarantee pardon I said that's a really good point about the insurance we do have really good insurance our benefits are really good and I know and that's sad though a lot of people work just for the insurance and they certainly need higher pay I I agree with that for sure but thank goodness we do have that benefit for them yeah and then also add to that a lot add to a budget too

120just like um uh just like Miss cotton was you know her budget has to include insurance and everything and on a fixed amount that comes into the county a lot of work schedule children on that same schedule with their children it's a great schule wish I had it summer off no thanks you couldn't pay me enough I'll stay where I'm at anything else that's all we got so so y'all want me to work at 3% for everyone and any other options that I can present to you in the um I think we are to have the flat rate you know have at least two options is that something that we're we're going to be able to vote on at the next board meeting no not here I'm talking about at the next board we can't

121make any decisions here right right yeah or can't so I can I've already done a flight rate for certified and it's easy I can change the number and it changes everybody I did not do that with classified so that will take me a little bit of time would you be willing to um so I was trying to give yall budget at the end of some point next week um it may be the week after it maybe you may just get it like a few days before like because I already have all that built and I think I can just go in there and add to their salaries and I think that I'm not if it would give us another option for when we go to vote on it you know it might I don't think

122you're going to just from what I've seen with the class with the certified I think it's going to be more okay I don't know there going to be a feasible option but I definitely can give it yeah I mean if it if that's if you're willing to to do that I think and it would be something for us to at least look at and consider what I don't know what do you guys think I think I mean I'm just I'm speaking from people that come to me that yeah FR do you have anything do you I'm sorry I didn't hear all that I I'm just hearing Parts at times what was the question can you hear me yes yes the question was do you want April to calculate AC an across the board for everyone

123figure whatever that might be everybody would get the same raise irregardless of where they are dollar amount dollar as opposed to percentage just to have another option on the table something that you would want to have presented to the board for an option versus a 3% versus across the board for everyone I think that's the question right Scott yes because we don't want to waste our time think that would be good for the entire board to to see that yeah yes to have that option so are you looking at um the same flat of Mount as certified like everybody getting the same flat amount based on maybe that 535,000 divided by the number employees that would be and so then everyone would get that flat amount I think so yeah okay and that way it

124keeps us from not getting into our taxpayer dollars you know that's what I mean I've already done the flat amount for certified so over 50% of it done okay and so yeah I think it will just be as easy as me adding that flat amount to their salaries okay and then I think I can for Carlin yeah because we have to she's a separate budget so she has and we also try to look at that too for you know good point good point Carin we also try to look at for the federal budgets too to see if it's maintainable there as well okay and I don't know that um it's going to be tight forec because we already we're already really tight there so we try to look at all those things and see if

125it's you know it's doable because then otherwise you know his fed budget obviously those are positions that are needed that we have to have and federal his part of federal just picks up what general doesn't so we have to pick up some of his AIDs that would also cost more yeah so I can yeah can draw it up and then go ahead do you have it in your budget for the 3% I couldn't understand what you do for the three% hold on just a minute Freda okay okay but that's more doable for you as far as your budget okay okay go ahead Freda uh I I was trying to hear what they were saying how this would affect which would uh which would be the uh most that would not be as good for the

126federal projects I couldn't understand what was saying being say it so basically Charlie's budget which is the Fed budget Federal programs budget um it's very tight kind of like title one it's the same situation you know we're crossing our fingers that we make it each year so if we did the flat raise across the board we'd also have to look at how it would affect those budgets and we don't have numbers yet and they're saying we won't have preliminary budgets for a long time that's the words they used um so we would have to look to see if that would even be feasible you know for us to do for federal or we would have to think about we would have to look and see what well I see what you're saying there may not

127be enough funding to to uh allow for a 3% increase across the board um the three the 3% or I think this year we were pretty tight and I think General school had to pick up two a no I don't I think we may end up losing I think we may end up having to move a few more of his aids to the general budget so it's kind of yeah and that was my point earlier it seemed like it's hit us sooner than later so so what you're saying is either way if we do a 3% AC cross board increase or just a stated amount for every employee we the general School may have to pick up uh some of the add to the salaries of some in the federal projects or the food service

128is that correct yes ma'am that's correct so if it's a 3% and maybe one or one and a half if we do a flight it could be four I'm just using general numbers um but yes we we anticipated that to happen this year and we planned for it in the general budget and it happened and so we want to do that also this year again to make sure do that in the past we had do any that in the past no ma'am we've not had to do that we've always made it just barely made it okay I I knew I hadn't I had never recalled having to add you know add to those funds from General majority of his employees are teachers AIDS or bad teacher aids so he might have I think one teacher

129one and a half teachers in there but majority of his budget is teacher Aid so which is going to be the most uh uh expense giving a dollar amount to each employee or doing a 3% across the board um just looking at the flat amount just for certified because I've already looked at that to see if we could give the entire 50,000 this year get everyone to 50,000 and it's going to be about um I think it was around $500,000 more to do it that way um so if you think about and then I just gave a 3% classified raise so I would think it's going to be pretty substantial to try to give a flat amount is that including what you might have do what repeat it again Freda uh is that including what

130you you're projecting that you might have to add uh to the uh food service and the special ed budgets no so that's just mine and I give I she has fund balance but I've just given her her um payroll stuff this week so she can start working on it so I don't know that she has a projection of what she's gonna be yet so but we will have to add to the special ed budget is that correct um we may have it just depends on that we're probably going to have to pick up some AIDS and we we try to plan for that every year and we did we plann for that every year and it's not happened until this year so um he he lost funding this year which was really odd because we'

131last year we I think we increased 100,000 but then this year we've lost around four was it 4,000 so we didn't lose as much as we didn't have to pick up as much as we thought we were going to have to but we did have to pick up some eight this year because those are not really optional we have to have those positions so where you know Title One i w want to say it's optional but those are supplemental to our day obviously they're very important to our school system but so um well I mean and I I we're it's tight for everybody the economy is Che changing and and and with this with the YouTube world and Kevin and you last week talked about going to the grocery store I had I got bombarded

132with that one you know there everybody's going to the same grocery store you know so it's everybody no ma'am no ma'am I ever take we are elected by everybody we have to be that that's that's yeah well I got we got other taxpayers too that we getting bombarded by the other taxpayers that was the one that brought up the thing about going to the grocery store so just they're all we got two we two got we've got two grocery stores in Manchester and so they're all good yeah that's what we're trying to do that's what we're trying to do it it's it's a tough job but I think all of us pay taxes too yeah everybody else's is too they go to the same grocery store as y'all go to and that's that I got

133reminded of that twice I hate that you feel that way I hate that you feel that way but we have to vote for you know anything else hope we appreciate you being here yeah thank you very much uh got got it cut off