3-26-26 BOE Meeting

001Moment of silence and the pledge of allegiance. >> Thank you. >> They're like, "No, we're not coming in. We don't bite. It's okay. >> Attention. Salute. >> I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Woohoo. Good job, guys. So, the pledge was led tonight by members of the Pine View Steam Student Ambassadors. I'm good. Scream. >> So, Daisy, Madison, Natalie, Sawyer, and Scarlet. So, if you all will turn around AND Thank you. >> Thank you. >> I'd like to welcome everyone out tonight. Thank you for coming. Um acknowledge our elected officials, Miss Colleen Maul. see anyone else. So, >> I'll turn it over to you for special recognition. >> Emmy, would you

002come up, please? Uh, at this time, we would like to honor and congratulate Emmy Hayes. She is a current sixth grader at Pleasant Hill Pleasant Hill Elementary School. Emmy won the UT Extension East Eastern Regional Digital Poster Contest. She will be representing Cumberland County advancing now to the state level. And you can see a small little picture of her poster. >> BEAUTIFUL. Good job. >> Brings us to roll call. >> Miss Stall >> here. >> Miss Nichols here. Miss H. >> Mr. Van Winkle >> here. Miss here. >> Mr. Davis. >> Mr. King >> here. >> Mr. Matthews >> here. >> Mr. Cole >> here. >> The record show Davis and H are absent. >> Okay. I was trying to get it closer. She's breaking things down there. So, declaration of conflict uh per Tennessee

003code annotated 492202. Board of Education members who have relatives per the state per the statute relatives mean spouse, parent, parent-in-law, child, son-in-law, daughter-in-law, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece, or any person who resides in the same household as you employed by the system are asked to raise your hands to identify yourselves. Do you certify that the votes you make tonight will be in the best interest of the school system regardless of the effect they the vote may have upon your the employment of your relative or relatives? >> Yes. >> Let the record show Mr. Cole, Mr. Matthews, Mr. King, and Mr. Vanwinkle. >> Before we go on, can I sure >> do some housekeeping? So, um I wanted to read this. I was asked to read this. Uh, we received this this week

004from Miss Anita Hail. In light of the recent medical developments which will require my full attention, I feel it is best for the district and my constituents for me to give up my seat as the fourth district board of education representative. I truly appreciate all the support I have received over the last six years that I have served. My resignation will be effective as of May 1st, 2026. Sincerely, Anita Seahell. And we have reached out and at this time uh her replacement once she uh does resign will be uh in the hands of the county commission. So, we're waiting to hear back from them. Another thing, um we received a thank you card. Dear Cumberland County Board of Education, thank you so much for your contribution to the CCHS Beta Club. Your generosity will ease

005the financial burden of our students attending the national beta convention. Sincerely, Daisy Filler. And then the students that are involved have signed as well. >> You voted to give them money to go to the national competition to compete. >> Awesome. >> Uh the other thing that I would ask um before we approve the agenda, please let's make sure that tonight that we approve certified classified pay scales. what we're going to do with subs, supplements, the certified supervisor scale, and uh classified supervisor scale, make a decision about insurance, and I would ask that you all uh look at coming back for a special work session on March the 31st or April the 2nd to discuss the budget only. That's all I have at this time. You said the second >> March the 31st or April 2nd,

006whatever is best for you all. And I'm sure we can discuss that a little bit later. >> Okay. That brings us to approval of minutes. I'll entertain a motion. >> Mr. Chair, >> move to approve all the minutes. >> Second. >> And a motion by Mr. King to approve minutes and a second by Mr. Cole. Any discussion? Mr. King? >> No. >> Mr. Cole? >> Yes. >> Um, all those in favor to approve the minutes say I. >> I. >> All those opposed say nay. The eyes have it. Approval of the agenda. >> Move to approve the agenda. >> Second. >> Motion by Miss Stout. Second by Mr. King to approve the agenda. Any discussion? All those in favor say I. >> I. >> All those opposed say nay. The eyes have it. >> There

007were no community comments request tonight. Okay. Any board member members report reporting from training this month? >> I need to but this month. >> Okay. That brings us to the legal report. >> No news is good news. >> Okay. >> Yay. >> Amen. >> I'm moving right along to number 13, the synogenics. So what we had discussed at the work session was uh taking the money to pay for centiggics uh from the that's okay uh uh from the fund balance and paying for the full amount this year instead of spreading it out. And Miss Diane has created a sheet for us to show you what we would need to do. And just in case this did pass, we did go ahead and put in or have prepared a budget amendment for the amount that we

008would need. >> I'll make a motion that we go ahead and approve it and pay for the full amount. >> Second that. Yeah. Sorry, Travis Scott. >> A motion by Mr. Matthews and a second by I think Mr. Cole was first to approve the full amount payment of the Centiggics contract. Any discussion? I >> I think we would we would just be better off in the long run going ahead and paying for this. This is something that I think our schools need and >> Yep. >> Um it'll be beneficial to everyone. >> Yep. I would echo that and also add that since we are going to be under contract, there's no question of needing to budget for this year after year. So, it's more efficient to go ahead and and get it done. >> Any

009other discussion? >> No. >> This is a roll call, please. >> Mr. Cole, >> yes. >> Mr. King, >> yes. >> Mr. Matthews, >> yes. >> Miss, >> yes. Yes. >> Yes. >> Mr. Binkle. >> Yes. >> Okay. That brings us next to pay and salary scales. >> So the first ones that we have here are the uh classified um we were asked to develop instead of the 1% or one and a half percent to develop a linear scale uh equals in pay. So, we have two um prepared for you tonight. We have one that has a 50 cent raise per step and then the other one is a dollar raise. Typically, when you do the one to one and a half% that shakes out to a quarter to 35 cents a year that they

010get between their steps. So, that's all that I have for those. >> Mr. Chair, I would move to approve the dollar. >> Yeah, >> I'll second that. >> There's been a motion by Mr. King, a second by Mr. Matthews to approve the classified $1 scale. Any discussion? >> I think it speaks for itself. It's good thing to do. >> Yeah, absolutely. I think anytime we can get closer to getting that starting pay up and being able to help recruit and >> not only just help the employees that we already have >> make us a little more competitive. >> Yes. >> In these positions since they are ones that we struggle to hire. >> Yes. Keep them >> and keep them. >> Keep them. >> Part of that retention, right? >> Yes. Amen. Any other? >>

011I did have one question on the high school secretary. There's there's two, right? >> Those are they're two 60 days. >> Yeah, I I know that. But the hourly rate is different than the regular school secretary on >> the answer to that. >> Is there any reason that is the job any different? Um, not that I can think of right now on the spot. >> Sure. >> You know, um, and what we did is we've just used this the scales that we've had in the past. So I and I can't explain when that occurred or what happened, >> but um, >> would there be any reason not to make those two the same the same hourly rate? Um, I wouldn't see why not, but that would, you know, be >> right. I'm just asking if

012there's a reason for it. So, >> it's probably the number of teachers and students involved. >> True statement because they do have, you know, the high school, they have a thousand, but we have the two elementary schools that's got right at 700 kids, too. So, you know, and the high school people do work 260. That's why they're on a separate line already in the budget. >> And we've got the same thing when you're looking at the custodian and mower. We've got the one that's a 260 and the one that's not and they're in the hourly pay on that as well. >> I just noticed it's it's less of an hourly rate for what seems like the same role. >> Yeah. >> And we did talk about last year combining some of these two to make

013it less categories. >> Yeah, that'd be great. amend the motion to make them both to the higher. >> I'll second the amendment. >> Now you're saying both as far as the custodian mower and the secretary and school secretary, >> right? >> Go to the higher scale >> for both >> combine it into one >> school secretary and >> a variance on our total increase. So, there's an amendment to the motion to add high school secretary and school secretary in the same line at the school secretary rate and to amend the um >> custodian. I can't I don't see the line. So, I don't see >> they're at the beginning the first >> right there. Okay. The maintenance. Nope. It's the mowing custodian and the custodian to the same line at the higher rate. >> Yep.

014Any discussion on that? >> I don't I think it's good that we do this. >> Okay. >> Madam Secretary, did you get that amendment? >> Okay. All right. >> All right. Sorry. No call. >> Everybody's got it. >> Mr. King. >> Yes. >> Matthews. >> Yes. >> Miss Nicholls. >> Yes. >> Stout. >> Yes. >> Stole. Yes, >> Mr. Cole. >> Yes, >> and that's on the amendment to make them the same. >> Make them the same at the highest rate. >> Okay. And now, so now you're going to vote on the original amendment. Okay. >> Making sure I got >> the motion to approve the classified scale at $1. >> Roll call, please. >> Mr. King. >> Yes. >> Mr. Matthews? >> Yes. >> Miss Nichols? >> Yes. >> Miss Stout? >> Yes. Yes.

015>> Mr. Cole. >> Yes. >> Mr. >> So, the next thing is uh longevity pay and we did uh make a few changes here as well uh to make a little bit of an increase. Can you go to the longevity? >> No worries. So projected uh you can the bottom is what is projected. So it it's basically just 1% for each of the years. >> Mr. Chair, I move to approve. >> Second. >> Motion by Mr. Cole, second by Mr. to approve the longevity change for 2627. Any discussion? >> Please. >> Matthews. >> Yes. >> Miss Nichols. >> Yes. >> M. >> Yes. >> Miss. >> Yes. >> Mr. King. >> Yes. Okay. So, uh the next two scales are for the classified supervisors and the safe schools counselor. One of them has a $2,000

016uh raise and the other one has a 2% raise. Mr. Chair, I move to approve the $2,000 increase. >> Second. >> Been a motion by Mr. Cole and a second by Miss Stout to approve the U step increase for classified supervisors and safe school counselors. Any discussion? I would just say that the $2,000 increase versus the percentage keeps in line with what we've worked on the last two budget cycles and to have linear >> u scales and I feel it's important that we keep doing that. We've done a good job fixing that and >> this falls in line with that. >> Agreed. >> Exactly. >> Any other discussion? Roll call, please. Miss Nichols. >> Yes. Miss >> yes >> Mr. >> Yes >> Mr. King >> yes >> Mr. Yes. >> Yes. >> So, next

017is the certified supervisor and principles and there was no change in this supplement pay based on the we just went by the teacher raises because all of these individuals get a teacher raise. They're paid as teachers and this is their supplement. We made no changes but I think it still needs to be approved. >> Mr. Chair, I would move to approve. >> Second. There's been a motion and a second to approve the certified supervisors and principles uh pay scale supplement scale. >> Any discussion? I >> think it keeps things consistent. So I like it. >> No further discussion. >> Roll call, please. >> Miss Stout. >> Yes. >> M. >> Yes. >> Mr. Cole. >> Yes. >> Mr. King. >> Yes. >> Mr. Matthews. Yes, >> yes. >> Next are your uh certified pay scales.

018Uh these were the three options that were presented at the work session after looking at the three that I've I know that I wasn't at the work session and I'm sure I probably missed some discussion or hear this that or the other, but um in my mind the option F seems like the best across the board from what I've just from what I've seen. So I'll make a motion to approve option F. I want to get it out there so that we can have a discussion about it if >> I know we need a motion on the floor for it. >> I'll second it so we can discuss. >> Motion in a second to approve option F for the salary scale discussion. So, one of my questions when when I was trying to understand, you

019know how I am with all this math and math and thing. Um, but one of one of my questions was what's the the main reason for the cap part and is that how ju just kind of I guess because of me not being there. Um, can you kind of explain to me what the the raise cap part of it means instead of doing the raised dollar amount? Where you come up with those numbers or where those numbers? So, the idea behind this scale was to um to be competitive with other districts. We kind of looked at graphs in the work session on that, how it made it competitive over the next three years with what they're paying now. >> And it spread this pay increase out over over three years so that it wasn't all

020at one time. >> Yeah. Um, >> and and just from my understanding, and correct me if I'm wrong, please, but you're taking since you're capping the at capping it at 4,000, you're taking that that leftover money and more or less kind of moving it forward or paying it forward, I guess, for future raises coming down the road. >> Yep. >> Correct. >> That's right. So, the next year 4,000 brings you to the scale for the next year step. >> Yeah. then you would only get 4,000. If it's more than 4,000 for the next year step, then then you would you would well, if it's less, then you would get that that amount. >> Yeah. >> And then once you once you equal the step, you would just get the step raise once you put the

021step. >> You're basically just taking that leftover above 4,000 >> and using that to level and even everyone out, >> right? That that was the concept behind this was to to not do the full amount in one year, which would have been close to 39 million. >> Yeah. >> It was to spread that out over three years so that everybody gets more than that more than that $725 step raise. >> Yeah. >> Or most do. It did also start to bring all the lines in in parallel with each other uh over time and and even out those unbalanced scales. >> Okay. I was just making sure that mine >> that was the ideal. I think there's still some um math that needs to be done in this. This was a concept. It wasn't actually a

022salary scale. >> Yeah. So if if we were to approve this attachment, there's math that needs to be fixed in it. >> Yeah. >> Because because it was a concept. >> Yeah. I noticed that on a couple of line a couple of the the different years or whatever. And it was, you know, off by $7 or something like, you know what I mean? It was it was just a little bit different here and there, but overall, I mean, it was >> I I kind of understood the concept a little better and I was making sure that I was under what I was reading, I was understanding. >> Yeah. So, some concerns that we have here in my office with this um we had talked about and and you know, we know this is a a

023hard part of your all's job. We understand that and the allure of getting to set on a pay scale and not having to revisit it is great, but uh we have to meet the state minimums. and for the last nine of the past years out of the last 10 they have increased their state minimums. So we have to make sure that our scale meets that and we don't know what that change is going to be. So you know we're always going every year we're going to have to v visit the budget and the pay scales right >> as unpleasant as that may be sometimes. >> Yeah. Um, so another concern that we have is when we when you vote on this and we get it approved, we have to submit it to the state. >>

024Mhm. So they're probably they I'm not going to say probably they may kick this back because we have the 26 27 year and then we have the raise and then we have the raise cap and then you have the difference and then I think you have >> I can't I can't read what that actual actual. >> So that's the actual those people are going to get paid. >> Yeah. So that's going to be confusing. And two, what may happen is you may have somebody that comes in and they have a bachelor's degree with 19 years. So this scale is going to say that they're going to make 64,425, but it's been their raise should have been 5,337, but it's going to be capped. So that individual is not going to make that full amount. But

025if somebody just comes into our school system with this amount of experience, that's what we're going to have to pay them. So you're going to have an employee that we've had working here for how 19 years, let's say, and they're not going to get the same amount as somebody new coming in. >> Wow. >> So I've got three things to say to that. >> What you're seeing here is a snapshot of the overall spreadsheet that this this is in. It actually has a calculator, a table built into it that you can change the base and it will adjust everything in this scale. >> The actual scale that you submit to the state should be what's in yellow and anybody that comes in during that current year should start in the yellow because that would be

026the scale. The cap is done in several other districts. Uh Putnham County being one has a $6,000 cap on raises. So, anytime they give a raise, they can only get 6,000 that year if it's more than 6,000. >> Yeah. >> And they catch that up the next year. So, that's where I got the concept at to begin with. It doesn't have to be set on what this particular picture shows. It could be you could go into that calculator and change everything in this, the step raise, the base pay, the difference between the the decrease. >> Yeah. So this was like I said was just a concept. Obviously we can't vote on this particular option tonight without some work done to it. So >> so if we did that you're saying that you know the the

027cap and then anything remaining on that year's raise over the cap amount that allows >> is going to make up the next year. >> It would go on to the next year plus the step. So you would >> that's going to be contingent on another board going into what we've started. Correct. >> Unless you build these scales out for three years and and and put it as an option for us to vote on. >> So from what you're saying and what do what I'm hearing from Dr. Farley is this would be the district's we could build this out as like the district's plan because we've talked about wanting to have like a built out salary budget idea for a few years into the future, right, for incoming boards for working with the commissioners. Um so

028we could build it out for three years from our district perspective, but when we're actually approving yearbyear, we're submitting just that specific year to the state. Yes. in there may need to be adjustments to Dr. Farley's point that now it's been raised so we have to go back in adjust it. >> Yes. >> Could we submit that? >> Can we just like you so year 1, five, and 10? That's the ones that the the state sets the minimum whatever. Right. And so can we not just as they change it here or there or wherever if we're not meeting that already with this can we not just change those five one five? So what happens when you do that is you get in the mess we've been in in the past because you're not going to

029remain linear because you know >> so what you can do is this sheet if you see the dark green has conditional formatting built into it. If you change the table that's also in this sheet it will turn red if you don't meet the state requirement. So if you need to adjust that state requirement year over year you can change it in the in the math. Yeah. >> Then change the table to make sure that you're meeting the conditional formatting. >> If you change it in the green areas, does it recalculate the table to make sure that we we're staying within our step amounts that were >> you could you could build it to do that. I don't think I have it to do that right now just because this was a concept, but you could

030definitely do that. >> Um and and if if that becomes an issue, you could basically just change the base. So, if the base if the base is 50,400 where this one starts and you wanted to meet these these criteria, you could raise the base to 51,000 and check and see if your conditional formatting's met. >> It would change it the whole scale. >> Does that then go ahead and affect the cap raise? If you've adjusted that base, >> you would still be capped at 4,000, but it would it would extend it because you've actually increased you've actually increased the base. >> So, it would it would actually make I don't know if that's explaining it well enough or not, but >> the raise cap would stay the same, but the salary cap would change. >>

031Yes. >> Yeah. So the it would still like that 4,000 would still be the raise cap, but because we've upped the salary amount if we were to add the 4,000 on, then the salary cap would go up, >> but it's still only going to be that 4,000. >> Okay? Just making sure that they wouldn't be losing out on say the $4,000 raise even if they would end up getting double because the base would be going up, but the raise part would then also still be going up. half would still stay the same, but the but the salary scale would actually go up because you've increased the base. >> This the next year's salary would be higher, but the max they could get would be $4,000 until they reach until they until they reach that salary

032scale amount. Then it will be just the step of right now 725 in this example. I guess may or may not be completely understanding this correctly, but I guess my thought is that if the state says that it has to be increased, um, but they're looking at having a $4,000 raise and they wouldn't be getting that full amount because the base comes up, then they would kind of be losing out on the full amount of their raise. Is that correct? >> I don't know if I'm explaining myself. I don't think I'm understanding your question very well, but >> okay. >> The main what the state says is what it has to be at these green marks and the dark green marks >> uh which is year one, year five, it's really year six on ours

033because or year Yeah, it's year six. It's year five on ours because it starts at zero and year 11 on ours which is year 10. Mhm. >> But they they require us to be at a certain level at that year. >> And if we don't meet that, then we in the past we've just raised that year up. >> Mhm. >> What I'm suggesting is that we raise the base up to make all the salary scale change and adjust so that we keep that linear that linear scale. So, other than the, you know, this being like step one of a three-year plan or whatever, what would be the advantages to doing this versus option B? Um, I looked at option B slightly, a little bit more on each one, which kind of falls into our recruitment

034retention. >> It does. Yeah, it does. >> Attempts and it's starting to get linear. The what what this was designed for is because of the the changes in benefits was to to make sure that we offset that a little bit as we go along >> because they're you know our our employees are going to start experiencing that insurance increase >> with only with option B with only a $600 step >> and this way that kind of offsets it over the next three years at least not not for all all employees but for most employees it offsets that expense a little bit as we go. >> I think >> if I just the random years that I picked, I know that um in looking at it, it seemed like option F actually put more money in

035their paycheck than A or B. Either one. >> It does that. It doesn't show it on the documents because I'm looking at option B comparing it to what was on the board. >> And there's more money in option B. There is this year, but the next year it's only a 625 or $600 step. >> Is that on the like the starting zero line or >> So for zero line on option F, I think it's $50,400 and here it's 50,760. Yeah, I was looking more >> and the state minimum next year has to be 50 as we all know and uh when we started budget talks and trying to develop pay scales somebody said that you all wanted to start it above 50 for zero so that's why we did that and there is a requirement

036too for year zero >> I think I look mostly at years beyond 10 for reference as far as what the pay difference was >> we could go with option B would be fine, but then next year we're going to be looking at, you know, and we want to stay competitive. So, this was looking at being competitive with other districts as well. And and it wouldn't be as competitive this year, but next year it starts to, you know, get closer and closer. My fear is just like I said earlier about the, you know, getting another board to buy into what we've done. This group has has done very well at trying to fix however many years of >> lots of years. >> Let's call it what it is. And I kind of feel like it's a

037gamble and putting good faith into some to the next board. We don't have a clue, especially in a transitional year. You know, that's that's a fear that I've got with it. >> Oh. I think and I want to throw this out there and you tell me what rules of order, Robert's rules of order we need to follow here, but I like the option F and that's why I made the motion to approve it. Um, I think like you said, we can't necessarily approve it tonight because the math needs to math. And um, can I take my motion and just table option F for right now? Table this part until we can do that math. And I know that we're going to try to meet and try to make a decision on this very soon. That's

038the only reason is just >> Yeah, like really soon. We're close to being pay scales and I get I know yeah I know any of these pay scales I'm looking between 36 million and 37 million. I know that but me personally when I sit down to explain this to you all to get you to vote I want to have it complete and I want to be able to tell you what the increase is and I you know if we don't have pay skills I can't do that. Yeah, >> you you can you can do it on 37 or the maximum one of these three. You can do that. >> It would be really really hard to try to convey that and get everybody to understand and that's what I want to do before you all

039have to vote on a budget. >> What are the differences between the three pay scales? Just a couple hundred,000 between 300,000 between each one of them. >> Yep. >> Just do the maximum and say if you guys go with the maximum, this is where we'll be. And I think that's option A. >> Okay. If if it gets tabled, it hasn't been mo motioned to be tabled yet. I'm just saying we can get a budget together. >> Well, and what is the negative of going with option B? >> It it >> to me it doesn't look far enough ahead. That's to me it's it's we're doing the same thing over and over and over again and we're we're having to come in and discuss it for hours upon hours and this that and the other. And

040this option F gives us we we've already know what we're going to work on next year. I mean it it it's it to me it puts us two months ahead for next year's budget. You know what I mean? So that we can come in we can say >> potentially because we're going to have a whole new board. >> Well, if you build it out though for three years and then next year the state increases the amount. All you have to do is change the base. All you'd have to vote on is to change the base. Are we able to go ahead? Basically, you're asking us to go ahead and approve a pay scale for what, three or four years? >> Yeah, three. It would be three. >> And are we able to go that far

041ahead? >> We can we can approve it. It's still going to have to go be discussed. >> We would probably still have to approve it next year as well. Continue with moving this this direction with this pay scale the way it is. You know what I mean? If we were >> I mean if we were to go with F with the proper calculations on let's say we all decided that I would think that we would need to approve it for the 26 27 school year but then the rest of it's just our trajectory that we're working on here within the district. So, we'd still approve it year by year, but knowing that we've built it out in a way that we know the next year we can make the adjustments that are necessary without having

042to go back and look at all the step raises and everything all over again. >> I think it helps shorten up these discussions of what we're going through right now. And that's why that's the only reason I say I I'm not ready to just fully commit to B or A >> without knowing the full extent of what F is or what F can be. Um it and if it's two or three days of of getting that, then it's two or three days. I I I just, you know, I don't want to be I don't want to pressure everybody else to say we have to have it tonight and this is the only night we can ever have it. You know what I mean? That that's I don't think any board should ever be put to

043that kind of deadline. I don't think anybody should be. >> We don't want to be shortsighted in it either. Yeah. No. >> Well, and I see Travis's point as far as it next year a whole another board is going to go ahead and be voting on it. >> Are they going to go ahead and agree to the plan that we set in place? If we would go forward with option F, >> they might not, but they've got a template >> which to work from to start with, >> which is better than Yes, that's correct. We never have that. No, not a good one. I'm not saying that doing option F is the wrong idea. It's just I I kind of feel like maybe this is the wrong time to try to do something forward thinking.

044As crazy as that is to to say like I just hate to see the work that that this board's put in in making linear pay scales get derailed because of unknowns that are out of our control. Well, and along the lines >> and that's Go ahead. I'm sorry. >> That's okay. Along the lines of what you all are saying. So, yes, we will have be new we will have new members coming on in September. Um, so, but then the next year there will be no new members. So, maybe a compromise is to go with A or B this year, have these scales, make sure that we're competitive and along the same lines for next year, and project out those three years. or two years or whatever you all want to project out. Um, you know,

045this is part of this job and I don't I mean, has it been rough at times? Yeah. But, you know, you all have had um plenty of pay scale options put before you at at every time that we've had a meeting. So, >> we didn't we did not we took them off the agenda last time. >> Yes, we did. Sorry. But I mean, >> and the last time we actually looked at them was in a work session with only >> four here, >> four people here. So, we have not had time to look at pay skills in mind. >> My apologies >> in my opinion. >> And that's that's the only point I'm trying to get to is I think F is probably one of our most viable options going forward for the for the

046future. And if it's two or three days, I mean, because you were talking about having a meeting March 31st, right? next Tuesday or whatever. Can we have the math math mathed by then for option f? I'm I'm just that's my question. I mean if it's going to take months to build this to finish this option F, then yeah, let's go ahead and and I I'll withdraw my motion. But if if it's something that we can have three or four days to have a solid mathemat, right? So, um you know, I can get with Miss Delk as I've told most of you, I will not be in the office tomorrow. Uh I and we'll have limited availability. uh you know but um we can try our best. >> John, did you amend your motion? >> Not

047yet. >> You did not. Okay, >> Mr. Chair. >> Yes, sir. >> Like to ask Dr. Farley what her recommendation would be. A >> gonna do that. >> B D G I water. >> I have when Mr. Mr. Van Winkle first approached me about um a pay scale with a um with a cap. I really liked the idea and uh we had worked out some numbers and we got some numbers in and as he said when we got the first numbers in it was 38 million and I told him I liked that cap but uh that was a lot. So in going back and looking, I prefer B and the reason I do is because B is easier to understand and there's not much difference in this first year as he has said there is

048not much there is not that much difference between all three scales. >> Yeah. Couple hundred thousand. >> Would you Dr. Farley would you agree if we were to go with B that F could be something that we could work on in the time between now and and the spring next year when we're doing this process again with the new board. We've done really well on on the staff's recommendation have a little bit of budget stuff all year long. Could we maybe do that with with F? And I know E is probably the one to work towards for, you know, the long run, but >> absolutely. I would just ask, please let me get this budget approved through county commission before we start working on budgets again. But yeah, we can start working on that. >>

049You don't want to work on two at once. >> I would rather not, but you know, we'll do what I have to do. >> One is fun enough. But you all do have a motion on the floor with a second. >> I am more in line with John's thinking as far as having a few more days to go ahead and look it all over and see what the final actually, you know, ma corrected math would be um on F. before making a final decision. >> Would we not be better off to table it for five days rather than do something and make an adjustment later? >> Say that again, Mr. King. I'm sorry, I didn't hear. >> I asked, would we not be better to table it for five days and then decide rather than

050decide something and then have to amend it later? and then do a special call after the work session on the 31st or second whichever you choose still get us in in our months. >> Yeah, I think that question when we're going to meet >> next Tuesday or next Thursday. >> Was there is that an amendment or Do I need to table it since I made the motion or does it >> kind of lost in >> amend your motion then I'll amend my second >> do what now? I'm sorry. >> Okay. So I'll withdraw and move to table >> my motion >> and and I will remove my second and move to table on the second or second to the table. There's a motion in a second to table the certified pay scales until the work

051session. >> Do we pick a day while we're at it or we have to vote first? >> We should probably go ahead and vote first. We can pick a date. >> And that would include that motion includes to get as >> Mr. Matthew said, get the math math. >> Get the math math. >> Get the math. >> So it's an accurate number. So, we're comparing apples to >> oranges to pears, but we have an idea of the difference between the three. A solid difference between the three. >> Any other discussion? All those in favor of tableabling say I. >> I. >> All those opposed say nay. >> The eyes have it. >> Brings us to insurance. >> Are you When do you want to set a date? >> Oh, yeah. date. What were the options

052again? >> Uh Tuesday, March the 31st or uh Thursday, uh April the second. >> And what time? >> Typically, work session starts at 4. >> So, >> I'm good either day. >> I know I wouldn't be able to be here in person on the 31st or 1st, but I might be able to make it in person on the 2nd. >> It is the second. The 31st or the second? >> Oh, 31st or second. So, I wouldn't be able to be here in person on the 31st. I might be able to make it on the second, but I should meet the criteria for calling in if the 31st works best for everybody. >> I'm good either day. >> I can do either day, too. Yeah. >> The second. Let's do the second and Shannon can be

053here. >> For you, Elizabeth second. Okay. >> Yeah. I just have to line somebody up. So, either day. >> So, the work session will be next Thursday, April the 2nd at 4:00 here >> with a special call afterwards. And you do want a special call to follow to approve. And the only agenda item we will have on that is the certified pay scale. >> Yes. >> Please know and let me announce this publicly. Please know when we go in and build our agenda on the uh TSBA website, we have to put a time. So uh it will not let us put to follow the work session. So, it will have a time and if the time says, you know, 4:30, that'll make sure we get everything done just to make sure everybody can be here.

054>> Okay. >> 4:30. >> And the special call will be purely just to vote on the pay scales. >> Insurance. >> So, next is insurance. Um we had uh Gallagher which is an insurance group come and they gave us a presentation uh and they did uh suggest uh you all setting an amount to um to set aside for insurance for all of the employees. >> Did you have a suggestion? Um based on the information that they gave us um a a good uh number to cover everything uh would be around 11.7 million. >> I don't >> we got to have a motion to discuss. >> I'll move to approve the insurance recommendation by Dr. Farley and giving 11.7 million to the line item. Second >> motion in a second to approve 11.7 million for the

055insurance budget line. Any discussion? >> That falls in line with Gallagher that we contracted for their expertise and that was their recommendation. >> I have questions. Um for one so in just approving a dollar amount that means we have no say over whatever the insurance is. It's just it is you guys pick what whatever plan or direction that we pay for. I guess you guys get to set set all of the insurance options. Is that what I'm hearing? >> So, what happens if we approve the that in the budget line? >> Yeah. >> That's the question. >> 11.7 million >> and all of that responsibility of insurance then falls on you. Correct. >> Mhm. >> Yes. >> Nothing else. You nothing else happens. You just set that. >> Well, I mean, we would have to

056look and see. We still don't have the insurance increases yet, and Gallagher told us last week in the work session that they are expected to go up 10 to 12%. >> And it was their recommendation to do it this way to to approve a dollar amount and then let Dr. Farley and work out the details. That's what >> clearly their recommendation. Does that >> and I'm not saying that they're not professional and have it the best interest at heart, but at the same time having an insurance company tell me just to approve a big number for insurance and >> let it go. It it just >> they're not they're not an insurance company. >> Yeah. Yeah. >> Just advisory. They don't have anything to do with >> they're not making they're making dollars somewhere. But

057that's what I'm doing. >> So what they did So Mr. Matthews. What they did is uh Miss Stout and Mr. Van Winkle saw them at TSBA and that was a group that they had asked me to reach out to and they have ran all of these insurance analysis and options and they did that at no charge to us. That's just a service that they provide. They came in and shared in the meeting last week their findings. Well, and here's here's where I I have the issue, I guess, and and it's because I am elected to represent the people in my district. I am elected to represent the teachers, the schools, you know, everybody in in my district. And if I have no say over what insurance plan you decide to go with, then I don't

058feel like I'm being I'm able to represent them and what they want, you know. And I know that you have theou to go with uh to go back to the teachers and this that and the other and you guys can fuss and argue all you want to and I guess you'll come up with what you want. I just I don't know that feeling this position as a representative of those teachers and the phone calls that I get afterwards. I don't think I don't feel that I'm being fair to them by just laying all of it on you and saying it's all your decision now and you take all the blame. You know what I mean? That's that's just that's my opinion. >> I I think um to help with that a little bit to ease

059your mind a little bit on that um since you weren't here from the work session um the discussion that we had we're working within a very limited scope as a board. Okay. And we've been working with just the state plans that are out there, not knowing that there's a lot of other plans that are options. It doesn't just have to be the state plan. There's other plan options out there. He talked to us about having possibly an on-site clinic that a lot of schools are doing and counties are doing. So, there's a lot of options out there that we're not aware of as a board that really has to do with running the district more operationally. And they're things that Dr. Farley learned from all this working with them. So, they're experts on what's out

060there and what we can do within the law as a school district to maximize the budget that we do have. And we were kind of, this is the way we've always done it, right? But we were kind of putting the cart before the horse. We were trying to figure out what kind of plan we should pick and pigeon holing everybody into that plan based on where we thought maybe we needed to land on budget. and his recommendation was to come in and figure out how much money do we really have to spend on it. The board approves that because that's our job to approve the budget. The board approves that and then Dr. Farley, the district, her team, the the teachers, um, Gallagher, they all work together on all these different options that we have

061so we can really maximize that budget that we've approved versus trying to pick a state plan and pigeon hole them into that state plan. >> Yeah. that level of estate plan. >> And to echo what what she just said, Gallagher is still involved and they're still involved in in getting the adequate product that we're looking for for the employees. >> And in addition to that, they come in and they do training with the employees. So the training they the employees will learn about the programs that are available and what to do best in their medical situation. >> Yeah. See, I think that's that's been a lot of our problem is we've just pushed everybody towards the premier plan for all these years >> because that's what we'll pay for. Just go to the premier >>

062and it has cost us a lot of >> money. We've overinsured for years because all those benefits aren't being used and we can take that money and put it somewhere where it's being used by the district. >> Yep. >> Yeah. I I mean I'm I'm not I don't know what all the insurance ins and outs and I ain't trying to say that I do but I I I feel like and I know I'm not the only one representing people here. So I mean it's a it's a board vote. So >> none of us up here insurance experts. >> No definitely >> you missed out insurance health insurance. >> Yep. To me, I'm not claiming that >> this this is no different than following the advice of our attorney or the attorney's team, >> right? >>

063Hired somebody come in, give us >> Yeah. >> their field of expertise and their opinion. >> They're still involved and this is what they told us to do. Y >> anything other than that thinking outside the box and >> one of my biggest concerns about it all though is having our employees paying more for less coverage. Well, that's what we're >> I mean that is I mean I know that we've we've had this higher insurance plan and I'm not saying that's the right one for us to go with as a district, but I mean insurance out there for everyone is, you know, not a whole lot of fun. But paying more for less coverage is not a good option either. >> Yeah. And >> that's where it was. So, it was like a light bulb

064went off when he came in and said, >> "You figure out how much you have in your budget, right? >> You budget for it >> and then we go in and we look at everything that's available and we plug in the best thing for the employees, you know, for what the needs of the district are." >> Yep. >> I love the idea of the clinic. I think that's fantastic. >> Yeah. >> So, quick question. Um, the overall amount, is that going to cover life insurance and health insurance? This is just health insurance. >> Just health insurance, which last year we were at 10.747 million. >> Mhm. >> If we if we go to 11.7 >> Mhm. >> that's a little less than a 10% increase in what we're budgeting for insurance. >> Mhm. >> Somewhere

065around 9 9%. So at 11.8, that would be a 10% budgeted increase in health insurance. But I think too what you have to do is you have to look and see um one of the options as people have said here and I know everybody wasn't here last week at the work session but one of the options was looking and he explained to us uh all of the value of insurance and the different state plans. You've got the premier, you've got the standard, you've got the limited and you've got the health savings account. and he really talked to us about the limited insurance and um it had they have values insuranceances are ranked gold uh silver and bronze and all of the plans even the limited plan uh is ranked um I think bronze or silver

066I can't remember right off the top of my head uh so that's good insurance but looking at um going with the limited plan uh continuing coverage 100% for our employees both classified, both certified, and looking at an option of a percentage for uh children to have to pay for both certified and classified staff, which we don't have that now. >> That would be a added bonus for our classified folks. And then having a clinic on site >> and uh in the clinic would be a PA and the clinic would be open for the teachers and their families, their children and their spouse could go. uh they wouldn't have a co-pay if they went to our clinic. Uh the clinic could also do drug testing for us. The clinic could also do uh T dot physicals

067for our bus drivers. Uh the clinic could do drug testing if we had an issue that we needed that taken care of as well. Um so that was kind of exciting for me. uh Robertson County has done it, Warren County has done it and Lebanon special school district has done it and they have all seen a um decrease in teacher absentee which we all know we have a sub issue too. So um that was an added bonus as well. >> So would I guess my question was going to would 11.8 be out of the question? No, >> that would be a 10% basically. Yeah. >> Increase over last year, which is we're expecting a 10 to 12%. >> Correct. >> But do we need it based on what Dr. Frley just said though? If we

068could if we could conceivably do what she's talking >> Well, I'll take that extra point >> anytime. Should take it anytime. >> I'll take 11.8. I won't argue. >> Yep. >> But we have a motion currently for 11.7, so they would need to amend their motion. But I'll take that 11.8. If the board would be more receptive to that item in the motion to make it 11.8 for insurance. >> I'll second that. >> Been a motion by Mr. Cole, amended motion by Mr. Cole to approve 11.8 million in the budget and a second by Miss Doyle. Any other discussion? Sir. >> Okay. Roll call. >> I'm sorry. Go ahead. >> I think it gives us more options and more benefits to look at. >> Yeah. >> The same increase. >> Get more bang for the

069district buck is providing >> better services. >> Yeah. Help take care of people. >> Yeah. >> Needs. >> Yes. It's everybody >> our family. >> Madam Secretary, roll call, please. >> Mr. King, >> yes. >> Mr. Matthews, >> no. >> Miss Nichols, >> yes. >> Stout. >> Yes. >> Miss, >> yes. Mr. Cole, >> yes. >> Abstain. Do you want me to go next? Want me to bring this substitute cost? >> So, next we have subpay. Um looking at this um this is based on so currently we have a classified amount, we have a certified amount and we have a retired teacher amount. So um you have had the projections uh based on 180 days. >> Mr. Chair, I make a motion that we approve $100 a day for the classified for the substitute and

070$125 a day for the certified substitute. >> What are you wanting to do about retired teachers? >> Certified 125. >> So for all >> two categories. Yeah, >> gotcha.$100 $100 for non-certified and 125 for certified. So if you're certified and you keep up your certification and the expense and the time involved with that, you get the 125, you're not the 100. >> Motion in a second. Motion by Miss Stout. Second by Mr. Cole to pay classified subs $100 per day and certified subs 125 per day. Any discussion? I just don't think bringing somebody in for under $100 a day is getting pulling the substitutes in that we need. There's um cost involved to substitute. They have to get fingerprinted background check. So, they're taking the time to do that and driving to do that and

071coming through the substitute training. And so I think anything under $100 a day to get somebody quality in the classroom that's gonna work with our kids that we want to put our kids in their hands. Um we need to do that at 100. >> Um you know we had two different options retired certified and then just straight certified. And I appreciate that our retired teachers come back and >> and and substitute for us. That's great. They're familiar with the district and how things work. So, um I'm not I'm not trying to push them away, but I think anybody who's certified has to meet the same criteria to stay certified and um you know, just paying certified across the board at 125. So, that's why I made that suggestion. >> Can I ask a question real

072fast? >> Sure. Mr. Matthew, go ahead. >> And I know that this is teacher subpay, but there's other subs that we that we have also Is there a place. Do we have a raise for them? The only reason I say that because I think and I know this just from personal experience and I ain't sure if it's went up or it's not, but I know nurses nurse subpay is like $75 still last or last I knew of. >> So I think Miss Pollson has some nurses that are PRN and so they're they work as needed. So, they're kind of a a sub when she needs them from my understanding. And yes, this would be for everybody. Like, if we have to get u a um sub for a we're required to get a sub for

073prek assistance and for special education assistance. All of that falls in this amount. >> Okay. Including the nurses. >> But now nurses may be different, you know, because of the PRN. >> Yeah. >> Because she's got some extra nurses that are on the budget. I do believe is PRN. So they don't work all the time. She just calls them in when she needs them. Here's Miss Pollson. >> Hi Missson. >> Okay. >> So >> because regardless of that they make being a nurse in the clinic. >> Okay. Like I said, that was just the last I knew of it a long time ago. And I I wanted to make sure and even like bus drivers or anybody else. I mean, everybody's got we've got subs. It's not just necessarily in the classroom. >> Well, this

074is all school subs for teachers and teacher assistants. >> Thank you. >> Any other discussion? >> I would like to amend it to be as presented. We've got the retired at 150. So, you're wanting all three options. Is that what you're saying? >> Yeah. >> Okay. >> Yeah. That first one has 100 for nonerts, 125 for certified, and 150 for retired. >> Is that option two? >> I mean, these were not options. These are just, you know, kind of how we did that. I mean, I know it says option two, but It's kind of >> I think certified subs are 125 in option two. Classifies are 100 option two. And if you go to the top uh retireds 150 at option two. So it' be overall option two >> across the board. >> Okay. I

075see what you're saying now. Little slow on that. Sorry. >> I've looked at so many charts and so many numbers. My my apologies. >> So, we have an amendment. We'd need a second on the amendment if we were going to vote on that or no second. >> I'll second that. >> Okay. There's an amendment to use option two on the sub cost projections by Mr. King and a second by Miss Stole. Any discussion? >> More of a question. What do other districts do? Does does every district pay a retired teacher more to come in and sub? >> No. >> So, with that being the case, I would be more inclined to split the difference and still have two numbers to simplify it. Having classified and certified only would simplify this for everybody. Say what if

076we did the you know like this the classified at 100 certified retired or not certified at 135 140 a day and meet in the middle >> that would work. >> Okay. So, >> and so we're gonna have to have >> you're gonna have to have a third amendment here. Somebody >> I was gonna say that again. >> Vote on Let's vote on this amendment. >> Yeah. Vote on Mr. King's amendment and then I can change my original motion. >> Can I remove my second? >> You could remove your second. Yeah. >> Or you can and then you could remove your >> And then I canot. >> Yeah. Okay. Uh oh. >> Okay. So, we're removing and restating. >> We're removing the second and the motion. >> Okay. We're restating a third one. >> I got

077it. Okay. >> I just want to make sure I'm on the right page here. >> So, I will amend the original motion. >> Thanks, Jason. to pay the um classified $100 a day and the certified >> 135 Okay. So 100 for the classified and 135 for certified >> for the substitutes. >> Second the amendment. >> Okay. in a second. We're classified to be paid 100 for substituting and certified to be paid 135 for substituting. Any other discussion? >> Madam Secretary, roll call, please. >> She's holding her neck. We're in trouble. >> Yes. >> Matthews. >> Yes. >> Miss Nicholls. >> Yes. >> Miss, >> yes. >> Miss, >> yes. >> Mr. Cole, >> yes. Yes, >> it two categories. Hey, we removed the third category right there. We made it more simple. >> Yeah, it

078only took three mo three motions and amendments and seconds and all that to do it, but hey, we did it. Awesome. >> Okay, moving on. >> Athletic and activity sub. >> Okay, so let me think. Hang on, Miss D before you click. Let me see what we need to click on first, please. And thank you. So, if you would click on the third one. So, this is currently our supplement sheet. This is how many you have per school, how many you have per district. Basically at this time coaches and activity leaders or sponsors are paid on their years of experience. Okay. So when we brought up supplements for our monthly budget discussion uh February or March um I was asked about what if are our supplements p dependent on the number of kids the number

079of months the number of games performances or anything like that. So this is what we currently have. Okay. So then um I devised a pay scale or a an addition to the questions I was asked. So Miss Diane, could you please go to the supplement distribution link dispersement right there? So this has amounts for the number of students a person has, the number of months, uh the number of performances, and if they're successful. Well, obviously if they're going to coach, then you want them to have at least above a 500 record. So, and then there's some um if they make it to the state playoffs or the state tournament, it's a $500 extra. And if they have an undefeated season or a state champion, they get $1,000 extra. And then there was some some things

080that they had to meet to get to that. So then last time when we this was shared at the work session. So then I was asked well how will we know what supplement is going to use and get what? So now Miss Diane if you will go to the hang on let me see if you will go to the second one additional supplement procedures. Okay, so this is that exact same supplement sheet. But what this says is individuals will receive compensation based on the X in the box. Please see additional supplement dispersement sheet for amounts. N means not received and then highlighted yellow is individuals that receive an additional month of teacher pay. So right there stands Mr. Johnson. He's come to the door. He's interested in this. So uh let's let's use band as

081an example. So, a band director would be paid on years of experience. They would be paid on the number of students that's in their band. They would be invol uh be paid on months of practice or involvement and the number of performances that they do. And then success we we put an end there for that. Okay. So, and we've done that for all the way down for every activity, every club, every sport. Okay. So that would be the procedure and that would show individuals that sponsor a club how they would be paid. Is that what you are asking for? Okay. So, so next Miss Diane if you will go to the last one that we have which is projections. So I was asked to do this as well. So um how would this look based

082on fall sports? So keep in mind this is fall sports at the high school only. This is head coaches only. Okay. So um and the top one is how we pay. Now you can see the amount for CCHS that's been paid out for supplements and you can see how much has been paid out for SMHS. So then we went back through and we looked at the dispersement sheet that I just showed you two two slides ago and if we went by that again just for head coaches it would be $111,226 compared to the $83426 that we've paid out now. So it feels scrub to the bottom here. So like I said, this is for head coaches only. The fall sports that are included are boys basketball, girls basketball, bowling, cheer, cross country, dance, football, golf,

083girls soccer, uh volleyball, and wrestling. We pay out 114 head coaches or adviserss for athletics and activities. and we pay out 70 assistant coaches, advisors, uh, for athletics and activities. So, what I need you all to vote on is how you want to pay supplements. Do you want to do supplements as we do them now, which is the first chart that I showed you and which would be reflected here for these coaches um in the 83,000 or do you want to do the supplements as we do now plus add the dispersement >> in most areas around us. I have shared that with you. It was shared I think at the February meeting supplements and it was shared uh in a uh email on Monday with you guys. Most just have an amount that they pay.

084They don't have you know the extras. Okay. I got I'm going to make a motion that we pay just the the way we have paid just so we can open up some discussion. So, I'll make a motion to pay the 83426. >> Second. >> Motion in a second to leave the supplement pay scales for athletics and extracurriculars the same as it is now. >> 83426 discussion. >> And please know this is not I mean this is just how much we've paid out. These people have already been paid. I don't want you to attach this amount. You see what I'm saying? Okay. Um, so couple of questions. One is okay. To me, >> I think this is a little premature without having an athletic director in place to kind of vet all of these things and

085get this. I I think this is the additional supplement dispersement should be something that they develop as they get, you know, as they get personal with our athletics and activities. That's that's my first thought. Um, second thought, it's you've done an amazing job of figuring out how to give additional supplement and support and this that and the other and I'm sure that that is well appreciated, but I don't know that I don't I don't even know how you come up with the numbers to begin with. And so, um, I just I think this is premature. the the additional supplement is premature for us right now without having that athletic director person in place, athletic and activities director. Um, second, how how much of this do you need to know for this budget cycle? So, currently,

086and we talked about this, I think this was mentioned in the work session, um, currently this budget line contains all of our supplements that we pay out plus the money that we pay out for, um, ball game duties for the teachers, the extra amounts that they get. Um, and we typically pay about 600,000 in that line and, uh, we have 182,000 at this time remaining in that line. So, and that's what I said the uh in at the work session, we typically use just about every bit of that money that we have the 6,000 the 600,000. So, I would you know >> moving forward for the for this budget cycle that we're working on. >> Uhhuh. >> You're telling me that you need to know whether we're going to do the additional or supplements or

087not. >> Well, that would be helpful. Is that something that you could you could build in for the new athletic director to decide build in 150,000 or something like that? 100. >> Obviously, this is not that much, but >> so um it there's going to have to we'll have to have some more discussion about this if we're going to do the additional. Um you know, this is just a thought. Um this budget's really tight right now anyway. Yeah, >> I mean extremely tight. Um >> and and that's and that's kind of why I'm I'm saying it's a little premature right now in in my thoughts is um because maybe once we have the person in place that can get intimate with all of these different activities, some of those dispersement or some of those supplements

088need to change. You know what I mean? Um and that's my that's my only only thinking about it. Um, I know just in adding up the other night in my head like to say just archery because I'm kind of familiar with their season and schedule and all that stuff. >> Um, which it it starts in the fall and it's not up there and that's another by the time you figure in all the numbers that's another almost $3,000 for archery. >> A lot of their tournaments are in the spring. So that's why they weren't added to this. >> They're dates just but they start their practice >> right but this is just >> the tournaments start in like October November >> full >> in the fall there like the local tournaments around here and things like

089that start in the fall their practices and all that stuff so that's why I say I mean that's by the time you add up how long they practice and all the kids that they have and this that and the other um >> three cents an hour. >> Should I? Yeah. >> To your point, it's going to add up when we're adding looking at all the other activities too in addition to just the head coach difference here. >> It's going to be a big bucket of money. >> Yeah. >> And we don't know what that is yet. >> And like you know, the discussion is going to be have going to have to be had with somebody is okay, are assistant coaches going to get anything >> or is this just for head coaches? And if

090you do that, that really increases it because you add 70 more and this is 11 of the 114 that we pay out. >> Yeah. And that's why I say I think once we get someone that can get into these programs and kind of get intimate with what their what their needs are and where those needs are, then I think then we can we can make a better decision on how we pay for those things. >> Any other discussion? I've got two points with this. I I kind of feel like if this was like an industry standard, then we'd probably need to kind of move along with what everybody else is doing. But if nobody else is doing this, we can't be the only ones that's ever thought of this. >> Yeah. >> So, if it's

091not an industry standard, maybe this isn't the time to try to reinvent the wheel. My second point is while I agree with incentivizing things, I don't think we're going to get any more effort out of our coaches by saying if you do better, we're going to pay you more because all the coaches that I know here are already >> giving the best they can. >> Doing the best they can. >> So they're not they're unemployed. >> Well, they're good. Yeah, exactly. If they're not, then we don't need to give them more money to do better. We need to find somebody or whatever, you know. do it for nothing. But >> any other discussion? >> Okay, there's a motion and a second to leave the supplement scales for for extracurriculars and coaching the same. Madam Secretary,

092roll call. >> Mr. Matthews, >> yes. Miss Nichols, >> yes. Miss, >> yes. >> Miss, >> yes. >> Mr. Cole, >> yes. >> Mr. King, >> yes. >> Mr. Van brings us to middle school. So, uh, from the middle school committee, uh, what was asked is to reach out to Miss Martin and have her to look at the routes, um, from each school to. So, what she did is like if she was going to say Brown Elementary is going to be the middle school. So she figured out each bus, each route from the schools with the kids and all of that, each individual route to Brown. So from Crab Orchard to Brown, from Homestead to Brown, Martin to Brown. >> So she did all of that. >> Did we buy her lunch? >> Wow. Yeah,

093we need to definitely buy her lunch or something. >> She sent send something over for lunch for her. Um, so, um, Miss Diane, could you go to, um, is Okay, let's see. Um, look at that. Um, that one. Yeah. So, this is what that is. And it's it's all added together. So, basically what she found was nothing that is really shocking because they're centrally located. Uh your best bets for schools if you're going to use an existing building is going to be Martin and Stone based on routes because they're centrally located close to the high schools where we already are coming. >> Okay, >> makes sense. >> So that's what all of that is. So could you next go to the uh displaced student one? So what this is is this says the number of

094students if you chose these schools and it was a sixth, seventh and eighth grade. This is the number of school the number of students in K5 who would be displaced. And again this really isn't that shocking because uh Martin and Homestead both are right at 700 kids. So that's why their amounts are almost 400 or over 400. And then next is Stone Elementary with 356. And you can see the number of kids at each school in K5 that would be displaced. So can you go to the uh last item that she gave us? And this is just some information that she gave about route changes. And you know each sentence starts with if. So I'm not going to read that whole sheet to everyone. And you did get this information. So, this was anformational item.

095You all don't have to vote on it. The committee did ask me to get that for you all and now you have it. Any discussion? Next item is the director's report. >> Okay. So, the first thing that's on here is the approval of the 2627 um annual food non-food supplies and service bid packet for Miss Hamby. >> Move to approve. >> Second. >> Motion in a second to approve 19A. Any discussion? >> Madam Secretary, >> Miss Stout? >> Yes. >> Miss Stole? >> Yes. >> Mr. Gold? >> Yes. >> Mr. King? >> Yes. >> Mr. Matthews? >> Yes. >> Miss Nichols? >> Yes. >> Winkle? Yes. >> So, the next item that you have is the approval of the Pine View kitchen hood replacement bid. >> Mr. Chair, move to approve. >> There's a motion

096by Mr. Cole to approve 19B. >> My echo is a second >> and Mr. King seconded. Any discussion? >> Madam Secretary. >> Miss Nichols. >> Yes. >> Stout. >> Yes. Yes, >> Matthews. >> Yes, >> Mr. Van Winkle. >> Yes. >> Mrs. >> So, the next item that we have is a resolution uh for a uh student uh board of education member and the student has already been chosen. Uh this resolution has been sponsored by Miss Hail and Mr. King. Um so, we are asking you all to approve this. >> Mr. Chair, move to approve. >> Second. Motion and a second to approve 19 C. Any discussion? Think it's a good appointment. >> Is this person gonna pull voting routes and everything? >> Of course not. >> Absolutely. >> Hello. >> Hi. >> How are

097you? Hello. >> You want to come to the microphone? Miss >> Smith. This is Andrew Plan. He's a junior. >> Hi, Andrew. >> He's a junior at SMHS. And so Kim Bray had shared an email with me and then I shared it with the high school principles. And I said, "Do you guys have a student you would like to recommend to apply to the state board of education because they have one student member on it. But in order for him to apply, you guys have to do this proclamation." So this is Andrew Klingan. >> Hi, Andrew. >> And he's a junior at SMHS. and he um he fits this um the mold of what type of student they're looking for. So, we would appreciate you >> Yes. >> saying yes so we can sign it

098and send in his application. >> Wonderful. >> Thank you. >> Any other discussion? >> Awesome. >> All those in favor say I. I. >> All those opposed say nay. The eyes have it. >> Congratulations. You're going to get it. >> So, the next thing that's on there is the athletics and activities director's job description. >> I did do as I was asked. Uh I was asked to go to TWSSAA and try to find a job description. I was not able to do that. I do not have a TWSAA login. Uh, I did ask the high school athletic directors and they were not able to find this, but we did find some other counties and we added some of the things from those uh, descriptions to this one and I was really happy with the overall

099description. >> Yeah. Uh, quite a bit of difference from the last session to this one. >> Yes. And that's something that we need to look at and we won't get into that discussion tonight, but we do do need to look at all of our job descriptions and get those updated because I don't know the last time that they were updated. >> Mr. Chair, I move to approve this as it's written. >> Second. >> It's a motion and a second to approve 19D. Any discussion, Mr. Cole? Like uh Miss Stout said, this is a much better fitting document than what we've seen before. I think this will suit our needs. >> Yep. A lot of good a lot of good information in there in the job description regarding athletic and also the additional arts and activities

100as well. So that was good. Um it's a lot. >> It is. It's a big job description >> and and something that we keep kind of overlooking I think sometimes is the activities piece. >> Y >> and you know parental engagement that's part of your all strategic plan as well. That's included in here as well. >> I liked seeing all that. Um I did have a question. We had the salary grade on the back. I saw you had the contract days for the 220 position >> and the salary grade was there. Do we have the budget range that we're working within for >> position? Um they have to have a teaching degree. So they would have that and then they would have you know it has to have a master's and um I think you

101all had asked about having an admin endorsement as well. So then that you would kind of go from that supplement for the principles. That's where that would come from to get that. >> So we'll come back to that at a future date. >> Sure. >> So we have an actual range because we need to approve the salary. >> They have to be in the budget, right? >> In the budget. >> Well, I mean we have we have budgeted >> right >> for next year. >> Um and then my other question was when were we looking at posting for this golden child that we're looking for? That's a good way to put it. >> Uh when this is approved, uh and uh you know, if you all approve this tonight, it probably would be Monday before

102it would be posted. >> I suspect there could be the perfect person out there right now looking, but I suspect it might take us a little while with all the criteria that we've put in here. >> So, do we have a salary to post with it so they know what they're going to make? Well, I I I can add uh what I will do then if this is okay with you all, I will add verbiage to explain the salary and I will put that in your Monday email. So, you will see that and then if you all approve or if no one says no, they object. If I don't hear from you, I will think that's good. If you don't agree, then let me know and we will make those adjustments and we will get

103it posted then by Tuesday. >> Okay. Do you do you know what you're budgeting for this position? >> I'm budgeting $110,000 because I've removed the chief academic officer to pay for this athletic director. >> Okay. So, that kind of gives us a go. >> That's the top range. Yeah. >> Yeah. That's kind of what I was looking for. Just wasn't asking right, I guess. >> Okay. One question I had and maybe I've missed it as I read through it or whatever, but I I didn't see anywhere where it has any place for the um athletic budgetary discretion discretion type things like as a director and being over the athletic money coming in and going out type thing. Um I didn't see if there was anything in there. There is not anything in there about finan

104the found the the financial pieces of it. Uh because again the supplements would be a discussion that you all would have. They this person would obviously be responsible for revising you know the uh supplements uh and the dispersements if they choose to do that. But as like within the ball games and stuff that money is handled at the school level. >> Yeah. And if Stone Memorial or CCHS has a basketball game, the person that the school gets that money box ready, that money is counted and deposited into basketball or to football or whatever sport has that gate. And >> and I understand that, but as I found out that for a few years, um, the schools were just rolling that money back over into the schools and it wasn't going into an athletic fund. At

105the high school level, it does go into the athletic funds, but not at the elementary. >> But even at the elementary school level, it's supposed to be going into an athletic fund for the elementary school. >> And and I think they have that on their budget line, but it's more specific at the high schools for each of their sports. Well, the reason because a principal brought this to my attention and it only reason I know this um is for the last few years they've been rolling that athletic money that they get from the ball games and this that and the other um it's just been rolling into their budget and now it's having to go into an athletic fund because they found out that they wasn't supposed to be rolling it into their budget >>

106and they're like now that's like a $5,000 hit. So, the only reason I'm saying that is to make sure I I I think as a director um oversight for these athletic funds coming in and and going out to make sure that they're going into the athletics or activities and being split evenly and and things like that. One reason I I I say that is because I know it um they were saying that they were all going towards like for the middle middle school level, right? Uh our middle school sports and and teams. So ticket sales and stuff like if it's middle school basketball, those ticket sales go to the basketball boys and girls basketball teams. How much of that goes to the cheerleaders? >> None of it. >> Nope. So it's not getting split because

107the basketball teams are getting the money. And so that's why I say that this director I think should have some kind of at least check off to make sure that these funds are getting split between these teams that we are setting up. >> So I I'm not disagreeing with you. I think who would need to do that would be the bookkeepers. >> Yeah. >> Because the bookkeepers >> for just middle school sports. No, it would just be, and I hate to say this, it would just be another thing that the bookkeepers would have to keep up with to do, >> but because here's the thing, this athletic director, >> um, an arts person and activities person, they're not going to know the ins and outs of these school budgets. So, that's why it would need

108to be the bookkeepers that would need to do this. I'm not disagreeing that that doesn't need to be done, but I think it would need to be the bookkeepers to do it rather than the athletic director. >> Yeah. Because they'd have Yeah. >> They part of the school. >> Okay. I I'm I'm not disagreeing with that either. I just I think that to have a director that basically has no control over any of the funds that of the program that they're over, you know, has no say one way or the other about any of the It's just kind of odd to me. >> There there is a few things in here in the responsibilities not directly related to what you were mentioning about money incoming at games, but it does talk about them supervising district-wide

109arts activities initiatives including certification training and supplemental pay. >> Yeah. >> Um and then it also talked about coordinating grant and gift monies for activities. So there's some involvement with that with bringing the money into programs they're working with. >> Yeah. Any other discussion? >> So there's a motion in the second to approve 19D. All those in favor say I. >> I. >> All those opposed say nay. The eyes have it. >> So the next item and there's nothing attached is the preliminary budget. And the reason that there is nothing attached and I really don't have a whole lot to share is because um how Mr. Van Winkle suggested I do it tonight is not how I thought in my mind to do that. So that there's really nothing changed since you got your uh

110original budget uh March 4th 3rd whenever you received that via email. uh but uh you will have an updated version uh with the highest amount possible for pay scales by April the 2nd. The next item is anything else about budget. Uh the next item is benchmarks. Um we were asked to uh to share our benchmark results. Uh these tests were taken uh the week before um spring break. So what we have here is we have it broken down by grade level, by subject. Uh and we have our projected uh percent proficient. We have that for fall and for spring. Um and then what we also have on there is how well our students scored on uh spring TCAP. And then you have this lovely green column over to the side. So that is the spring

111TBOS projection. And uh when we had developed these uh the supervisors were meeting with some folks from the core office and they shared this with us and this is a very interesting piece as you know because you all have been showed and talked to several times about TBOS and about um test scores. T-Boss is typically your growth, but they use these projections to arrive at your AMOs, which are your annual measurable objectives, which it ties back into your proficiencies. So if you look at these TEAS projections, our students on their spring benchmarks outscored their TBOS projections and the court office was very very excited about this >> positive movement. >> Absolutely. So if you will scroll up, so we have uh our high school scores and we do have some EOCC's. Uh we have the

112fall EOCC's. uh here as well as the fall and spring benchmarks. Okay, you all have kind of an overarching idea of the success the reasons for the successful trajectories and an overarching idea of the reasons for where we need to dig in as a district on the areas where we may be dropped between fall and spring. No, we haven't been we haven't gotten to that point yet. >> Okay. That's the >> We received this information over spring break. Yeah. And was trying to get it on the agenda and everything like that. So, no, we have >> I don't know if you've been getting feedback while you've been going along because you shared with us about like the math books, right? >> You know, being getting feedback some issues possibly. >> So, we do have uh

113next week um with our elementary folks, Dr. Spock and I um have time set up for every principal to go and share with them their benchmarks in ELA and math and where they scored each grade level in each subject ELA and math just to share so they have an idea. Uh and then we do have some collaboratives to get more ideas and more feedback from teachers, but that will be coming in May. >> Any other >> I believe some of it came from those cell phones. >> That's a lot. probably. So, but >> so the next thing that you see there, uh this is kind of like a benchmark for our littles. Uh it's the universal screener scores. There was another I I've seen the um >> Yep. Yeah. So this is reading and um

114math uh which is what the areas we serve students for intervention in. Uh tier three is your most um uh intense area uh and has a 1:3 ratio. Uh tier 2 can't remember the ratio now that I started speaking of it. Tier one is your enrichment and you can see the number of kids and how they tested in fall uh to winter to fall and the number in tier one and tier 2 and this is all grades. Um and in the winter we do add kindergarten. We don't test them for um interventions in the fall. We don't start that until the winter. And the first one is K3 Ames Web. And then the second graph is your fourth through eight. And the note there says seventh and eighth grade students who screen who screen tier

1152 or tier three are the only students that are resscreened in the winter. Any questions on this? Okay. So, as part of my evaluation, um it was um it is that I am to send out a job satisfaction survey. Uh and um I did that uh I think in January, I think January 31st is when it went out. It stayed open for two weeks. I was very excited. Um this survey didn't have quite as many as the uh temperature checks, but was might had a few more. Sorry. So the total number of responses was 479. Uh you can see the breakdown. It was sent to the CCBOE. You all probably received it as well. Um and the first question was using the scale of one to five. Um with one being extremely dissatisfied and five

116being extremely satisfied. Uh rank your work. I I don't know exactly what that question is asking because something is left out. Physical, mental, and social well-being at work. Uh and the overall was a score of the largest part was four >> and the percentage was >> 38%. Mhm. >> And then the next question, uh, rank your benefits. And this is insurance and holidays. And you can see, uh, the largest they tied four and five pretty much did 38.6 and 38.4 pretty close. Next was, uh, rank your pay. Uh, and, um, they were neutral uh, with 33.4%. 4% saying that they were neutral about it. Uh your overall job satisfaction uh again four and five was relatively close 41.5 and 39.7. And then there's what's asking you to what's the most important that led to your

117highest job satisfaction. And then I said, "What's the second most and the third?" And you can see those. >> What's the possible total number of respondents? >> Um I I think there's like uh probably a thousand on the CCBOE list serve. >> Yeah. >> Jason, do you know? >> Cuz that's all employees plus you all, right? you know, so I would assume around >> 48%. >> Yeah. Okay. >> Okay. >> Uh so next is the leadership update. So it's the same thing that's always been on there. The number of school visits um and the number of extracurricular activities uh that I have attended. uh February and March or January and February were busy months with county commission as I attended a lot of things there. Um and um we did have 10 weather delays uh

11810 weather affected days January and February. uh for the strategic plan update. One thing that I have uh done is I have updated the one pager of the strategic plan and I have the new strategic plan on the uh website under the board of education and I also have this one pager that's been deliver that's been developed and I will be going around and sharing that with businesses in the chamber of commerce. We did have principal aotment meetings in February. uh also had the parent, teacher, student, and classified employee advisory council meetings all in February as well. And we did present to the education committee of the county commission in February as well. >> Busy busy busy. >> Anything about that? Uh next is uh your annual planning calendar. The items in um those are

119so small. the items in January, February, and March that are all red, they all deal with budgets, >> we get the hint. >> Okay, just saying. So, next, uh, for my report, >> still waiting on one. >> We don't have a budget yet. >> I know. That's why everything's still in red. I hate seeing red on that calendar. >> We turned some green tonight, though, I think, didn't we? >> Hopefully. So, um, next is just your FYI items. Any questions for me? >> We did have a sub training today. Uh we had four show up. I don't know how many they invited and the electricity went out. >> Oh gosh. >> Eight. Eight was down to come and four showed up. So, hey, 50% that's the best we've had. >> We're getting better. >> Bless

120them. >> Okay, that's all I have, sir. We're ready for first readings. Number 20, first reading of policies is next on the agenda. >> Mr. Chair, move to approve all policies in item 20. >> Second. >> Motion and a second to approve item 20. First reading of policies. Any discussion? Okay. >> Went over them in the work session. >> Okay. All those in favor of approving item 20 say I. >> I. >> All those opposed say nay. The eyes have it. >> Brings us to second reading of policies number 21. >> Mr. Chair, I'll move to approve item 21. >> Second. >> There's been a motion and a second to approve second reading of policies item 21. Any discussion? >> Yeah, I have some discussion on that. 5.700 the interim employees. Okay. >> Um I

121know we've went through this in our um >> that was supposed to be taken out. >> Yeah, that's what I was wondering. >> That was supposed to be taken out and if I'm not mistaken from the last board meeting that item was removed because if we strike that out then there's no change in the policy. So it doesn't need to be updated. >> Yeah. Okay. So, >> so that's not in there really. You didn't see it. >> It's not in there. >> That's like your math and mathing. Okay. >> You want to amend to approve them all >> minus the Yeah. 5.7. >> Yeah. >> What she said. >> She said what she said. Mhm. >> Sister King, he was good with >> So, the motion's been amended to approve all uh second reading policies

122except for 5.700. All those in favor say I. >> I. >> All those opposed say nay. >> The eyes have it. >> Okay. Okay. So through the end of February, our yeartoate revenues are 53.3 million and our expenditures are at 48.4 million. So our running unassigned fund balance is about 19 million. Then after you take out, it'll be 18.4. We had another good month as far as local sales tax went uh with 55,677 as ahead >> for February. So we're still trending in the right direction there. Any questions on that? >> So then we have our budget amendments. >> Mr. Mr. Chair, I would move to approve all 141 budget amendments and 22C. >> I'll second motion and a second to approve 22C the 141 budget amendments. Any discussion? >> Secretary, roll call, please. >>

123Miss, >> yes. >> Mr. Cole, >> yes. >> Mr. King, >> yes. >> Mr. Matthews, >> yes. >> Nichols, >> yes. M South. >> Yes. >> Mr. Van Winkle. >> Yes. >> Thank you, Miss Del. >> Thank you, ma'am. >> Uh that brings us to item uh 23, the consent agenda. >> Move to approve the consent agenda. >> Second. >> Consent agenda. That is not coming out. >> I haven't been able to see. >> Motion in a second to approve the consent agenda. Any discussion? All those in favor say I. >> I. >> All those opposed say nay. The eyes have it. That brings us to 24. Questions from the media. No questions. All right. Any other business? Ajourn.