001If you would join me in a moment of silence in a place of good [Music] life to the flag of the United States of America. America and to the republic for which it stands. One nation under God, indivisible with liberty and justice for [Music] all. I want to welcome everyone here to our Thursday afternoon work session. See calling them all in the crowd. Glad to have you here. Everyone else too. Um, first thing we need to do is approve the agenda. Motion. Move to approve. Second. Motion and second to approve the agenda. All in favor say I. I. Those opposed say no. The eyes have [Music] So the first item we got up here is the director of school search discuss. Got a couple of things listed here. TSBA plans, timeline, salary range, other questions,
002and letters of interest for the inter. So let's start with TSBA plans. There any motions or discussion on that? [Music] I just think based on our prior discussion that we had, a lot of us were looking at plan number two and I had made the recommendation that we we're going to enlist them to help with the hiring process that we also enlist them at the discounted rate for the first year superintendent evaluation process to help us through not only the evaluation process itself but also to help us through uh feedback and communication with the new director. That was my takeaway regards to the Yeah, I agree with that whole arguably add that um it's going to cost us anyway whether it's our hourly people. So it's it's not that it's exorbitant amount that we can't
003justify dollar amount. That's why $7,500. It'll cost us that much and our own people working time and things like that. So there's paper and ads and things like that, too. [Music] And they do a lot of work for us. And I like the fact that they do the survey as well. Any other discussion on that? Okay. And then the other thing we need to talk about voting timeline that we're expecting 10 days, 100 days, 30 days. We're looking at what they said it would take a couple of months. Yeah. So are you referring to the timeline for how long to keep the posting out there or Yeah. total time? Total time. that it wasn't part of what they were talking about with us though in in their presentation was they help us establish that timeline
004as far as but you have any ideas tomorrow realistically I'd like to try our best to have the permanent directory in place by July 1 to give them time to get acclimated form relationships with everybody they're going to be working with before we bring kids back into the buildings in August. Mhm. I think a lot of I mean, if we can get done soon, it's great. But I'm just saying I think realistically that would be a yeah achievable goal. I think a lot of it's going to depend on how quickly and how many um applicants we get um for them to go ahead and do the screening and background checks and refer them to us for the interviews. But as soon as we get to that point, I think we need to be ready to
005start setting interview meetings and moving quickly. Did y'all ever come up with an idea of salary range? These are things we're going to have to tell TSBA. Based on the data that we've gotten regarding comparable districts and pay across the state, I think a range of 120 to 150 depending on experience would be in the ballpark. Yeah. Yeah. Negotiable based on fringes and other things, right? Mhm. It's all negotiable anyway. Yeah. And we'll have to decide on how we're going to ne negotiate that. Are there other questions about what we're headed to do here with the do search? Yes, it'll kind of be up to uh TSBA to let us know how often we need to meet and what kind of assistance we need to provide as far as meeting dates to meet our timeline.
006Right. Yeah. They'll suggest some things then we'll have to decide. Okay. So, if we say 6 weeks or 8 weeks is what we're shooting for, then we'll probably have to come up with a meeting schedule to accomplish that. Right. It could be there's 100 applicants. Do we want to limit it to 10 or 15 or what? That kind of stuff. So, yeah, we'll be meeting several times, I'm sure. Other things. I put on here too that we got three letters of interest for interim director [Music] schools. Dr. Maddox, Mr. Simmons, Dr. Farman, and you've got their resumes and letters. All very good candidates. I agree. When do we vote on those? The six o'clock meeting. Okay. Both um Dr. Farley and Dr. Matics have gone through the director of schools academy. Is that what they
007call it? Superintendent Academy. Superintendent Academy. [Music] Other items on just on on that part of it in the 6:00 meeting. Is there a place where we need to vote? Yes. To allow them to also not just the interim but allow them to Yeah. have policies on there. There's nothing else there. We'll go to a budget discussion thing everybody's been waiting on. Before we get started with that, I think it's important that everybody knows every employee that we have has great value to the students and the stakeholders and the board appreciates all the hard work that they do every day, provide the great care and purpose that they provide. I think there's no desire to harm anyone's employment benefits, working conditions, or number of days contracted. That's right. We've had a very open conversation about many
008different things for the last few weeks, but we're at a point where we need to submit a [Music] budget. And we should know going ahead that the board will need to have a complete review to develop a solid plan for the future. We need to get a long-term multi-year plan so we every year's not a crunch. Mhm. Yeah. Be nice. Won't have to have 35 meetings. And there's a way to not do that if you got a good plan. I hope so. My other schedules will be happier, too. This year, the director and I put together a budget. We think it's a good budget and we're passed through this a minute. Yeah, we need to send it forward and once that's done, we're going to take up the plan preparing ahead with the new director.
009We've got some very definite things that we required to do for a budget. So this is commission. We can get this figured out and get a multi-year plan, work with the commission with a strategy, I think we'll be better off for [Music] everything with that budget draft one. It's what we have. And then we updated the uh executive summary which is summary in 22 pages but takes all that [Music] there just um just for everybody to focus in on the changes that are new to Can you go over the numbers haven't changed from the previous uh cuz we haven't approved numbers to calculate by so the numbers are still based on the original budget draft that I did. If we go to like slide 13 or 14 where it says points for budget to succeed
010these were Mr. King's um discussion points. So it back over to you. Okay. Yeah, I think it's I think it's 13, but 13 sort of in the [Music] middle. So, it's a little bit about my lead in there. Our first concern would be to do no harm. What we have with positions is working and helping students. No, I don't think there's any extras in there. We sure don't need to cut him because when we do, it affects other things like piece of funding. You can cut your nose off, spot your face sometimes. You got to be careful. I think we've established that everyone's busy accomplishing goals through performance has improved. that comes with outcomes money which we've seen this year that gets distributed to [Music] everybody. I think any cuts that we have to make
011would come from one time maintenance needs capital projects or from unfilled unnecessary positions closed. We've got some that haven't filled in a while. So think we'd start there if we cut any positions. Nobody's in them. to save money. Any questions, comments, thoughts? Another start cutting where? I couldn't understand you. We're not any cuts that we would have would be for maintenance, capital projects, or unfilled positions or lost funding. Who's funding this year in areas where we're going to cut positions and programs? I'm not sure I understand. I hear you, but I'm not sure understand what you're asking. So, do we know of anything that we're going to lose this year based on lost funding? So, when we're looking at that, it's according to how many students either have unique learning needs or have other special
012services. So that fluctuates in each building. So some buildings might get more money, some might get less, but that's through federal. So that still doesn't answer the question, are we losing programs and personnel in that area in the on the federal side? Mhm. And not we haven't even done that budget yet. We're working on it. Okay. But different schools will have less money coming and other schools if their population goes up in certain areas, they'll get more money. Yeah. Do we have any any built into this budget to help support that those programs that we might lose? No. Should we have that? Should we have that built in? That's up to the board to decide. I'm asking should we have that built in as a question. Is that something the board should consider? I think
013it's something we could consider if it helps students. Okay. We don't want to hurt students. So, how do we know how much to build in for that? We don't until we get to that point. Okay. So, how can we submit a budget if we don't know how much we need? We just have to go with what we can. If federal can fund it, then they can. If they can't, then they can't. It's kind of how that goes. Yeah. Be careful of supplanting also. I'm aware. Yeah. So for everyone listening, would you explain that? Yeah. Once if it's paid by federal now, if you pay for it out of any other budget, then the federal can't pay for it. Is basically how that works. They can supplement though. Supplementing and supplanting are very close, but very
014opposite. Yeah. Okay. So, what what schools qualify for for title grant funding right now? All of them except the high school those but the two big high schools do not. So, um based on the information that I've received from Miss Bray, we have a graduation coach that's funded out of federal. Correct. Does that graduation coach support an instructional interventionist? But is it supporting title schools? Well, if it works with high uh Phoenix, works with L2 high schools also. So, and can that money be used at a school that doesn't have enough students to qualify for more money? I I can take all your questions and get all your answers. So, if you got more questions, just send them to me. So, I guess what I'm asking is is that we're supporting 80 students at Phoenix
015with a graduation coach that was I think her number was 113,000 a year is what the total is for that. I mean, I I can get all those answers for you. Would that pay for the programs that we might lose? Any money you save in one area could pay for others, right? I just wanted to tell you both some good news that we are keeping on our pre classes that we Yeah. Good. Good. We got cut one last year, but we are good. Good news for the little folks. Yeah, for the little folks. Did you move to the second page? Go to the next one, please. Continuing on this, it's important that we develop a multi-year strategy. Very important that we don't keep coming back like this. So the fund balance increase to achieve a
01617% or two-month operating expense over time might be something that we have to work out on long-term strategy. Same with salaries and benefits structure and adjustment. I don't think we're ready to do anything with anything this year, but it's too short a notice. We don't know what we got. Time to break it all down. We need to put that starting immediately after this budget is approved. We can't wait till next year at this time. No, Mr. King, a quick question. Have we not met that 17% fund balance over the past two years? Only three. M. Can you last two years? Yes, we have met it. you're not [Music] but unfortunately I did some calculations today and at the end of this year we will not okay I know the last two years there was a
017focus on trying to increase what we had in that we were trying to protect some additional monies um but trying trying is a good word and we had postpone some substantial maintenance projects which helped Mhm. Yes, we did. Which we can't now. Exactly. That's where it's going now. So to get to the salary and benefit structures, I think we need to charge the new director to put together a plan, present it to us. They've got all the details and figures. Otherwise, we'll be meandering trying to figure it out. No, we'll end up in the same situation again. Yeah. But if we start on it early, like August or September, get school started and start working on it, we can pull all the people that we need to talk to and figure it out. And I
018made a note here. We're a government entity or not private enterprise. So there's some differences. It's good. Got to keep that in mind. And we do want to work with the county. Yes, we do. Get mutual care and concern with the students and stakeholders. I think if we can do that, we can do what we need to do. So I want to keep that in mind as we decide on things later. Any other discussion or questions on that thoughts? I'd just like to say if if we have the opportunity to get through this process, not lose any positions, not cut any benefits, obviously that's a win. If we can work together and if if we're needing to make some cuts to those capital projects, obviously we need to look at safety and security first over
019luxury. Agreed. Definitely. Agreed. But security being several things. I'm sorry. Like fire alarms, alarm systems. Yeah. Electrical problems and be it's not a safety thing until it is and it's a big one. holes in the floor, whatever. Yeah. Just prioritize that smartly and then I'm all for immediately coming back to this in the new school year with the new director and give us plenty of time to sharpen the pencils and get a a great product for our pay scales for our employees for next year. That's going to take a while. So that's why we got to start. Well, and I just want to clear the air that, you know, there's, like you said, there's been a lot of discussion, but cutting benefits and positions is not acceptable in my opinion if there's a way around
020it. Yeah, we'd certainly prefer not to. But we didn't get here overnight. No, we did not get here overnight. It's been a process. It's a very long one, but we have to start digging our not hurt anybody on the way. Try to anyway. Yeah, particularly the students. Especially the students, our kiddos. It's why we're here. That's our mission. Amen. So, I had a question. We voted at our previous meeting regarding the pay scales for making the adjustments to I don't know if levelizing the right word isn't coming to mind right now but what Mr. had been recommending the last couple years that we have not balanced the balance scales balances. Um so we voted to do that. So does this proposal include going to the balanced scales this year in order to make that one
021step forward on the balanced and then we'll be addressing the rest of it later. You just have to readjust that budget one to recommend that it is going to cost more money. Well, what's in that budget is the 1713 based on that. Okay. What's the current number that you say now? There's one that I had just making copies of that and then another one that command line worked on somebody balance talked about it a little but that's and then I may actually put it on the scale of the couple things about the classif but the number that's in that slide is based on the 17 the 1713 plus the step. Correct. Correct. Yeah. Yeah. And then the 2% in there too for class. Correct. Correct me if I'm wrong, but that vote wasn't necessarily to
022put that in that balance budget in there yet, but it was it was to open the discussion and get the on the same scale. Yes. Yeah. It wasn't necessarily to put it into this draft, right? Fit into the same scale. So, this includes that what we voted that this includes that. Okay. I think we used the word baby steps to get Yes, baby steps. One thing at a time. Yeah. We're not including it in this in our budgets this year though. Right. Right. Well, the 2% won't be there for them. They just go to the same schedule. So, that was going to be included. I misunderstood. The vote was to add uh was it admins and supervisors to the same certified pay scale? That was the vote. That was the vote. Yeah. We didn't vote
023do any voting on the vote the same scale. Yeah. Yeah. I put the caveat on the 2% for So I just wanted to make sure that what we voted for was included and if we weren't going to include it then we'd need to go back and make adjustments on the vote. That looks good. Okay. So So the balance what's in the budget is just 1713, right? It's not the balance skill that you you or I either one proposed, right? Yeah. Okay. that can do that but it is not currently okay 1713 plus the step the current salary scale step what it is now okay yeah I'm moving to the the balance scale is going to cost more money one time one time how much is the 1713 actually the one that Mr. That was the
024one I worked on. It's about $200,000 less. But I haven't seen that. But correct. But it's not completely balanced, right? It's a process. Yeah. Yeah. It can't be balanced in one year. Yeah. But it's a process, right? But it's not balanced and everybody would not get the same amount of money, right? I just need to put that out there. That's the only way to do that. Right. It would be a step in the right direction. It would be one of those baby steps, right? But the 1713 does not have a negative effect on that because it's not a percentage raise. It's the same for everybody. So next year if we wanted to do the balance, we would be starting where we would we're going to start this year basically, but with 1713 more dollars on
025each salary scale. That gets us to the 50,000. Correct. Not today. The two are separate. The 1713 is going to get us to where we need to be per the law. And then the step raise is our Yeah. But by the end of next year, we will be with the 1713 both years where we need to be legally and then we need to look at how we're going to adjust the scales so they're more balanced. Need to include more more employees and and community members in that process. Yeah, we we've been we've been cut down on time by starting when we did as far as being able to look at that salary scale this year, which is what I was saying. Soon as we can start Yes. Yeah. Right. Yeah. We can be ready for
026next year. Yes, we can. and the next. Any other questions or comments before we move to the next item? Is there anything that So, this budget doesn't consider the 10% for employees below 260 days. Did you work that up? I did. And you worked the 6% up as well, right? Okay. [Music] Yes. But that's not included in budget draft one. Okay. Be something we need to add when we vote. I think if if we wanted to consider that, it would have to be done at the next at the 6:00 meeting, right? Yeah, if we want to talk about how that's [Music] good. Whoever wants to explain that be good. I mean, I got copies of what it would look like on the screen. I just put it on the scale. I've seen it. I'm good.
027But yeah, somebody else m I'll take you pretty tiny. I'm sorry. But I can still see you. That's a plus. You got longer arms. Thank you. [Music] So, if you would talk us through this one more time. Okay. The top one is the one that we previously went through that gives 2% to everybody on this bill. I just said at 2% and that's what's in the original budget. And the second one was uh where we gave 10% to all the classified people that work less than 260 days and 2% for those folks that work 260. So ultimately how does that come out? Am I better off to work 260 or two? Am I better off to work less, get more? That's a personal decision. Go ahead. I'm sorry. I didn't mean to interrupt. But that's
028it in a nutshell. I just basically the numbers that you guys have seen. I just took% of the 10% on this. So I think that um there may be a misunderstanding on that because of the percentage raises that we've done over the years and it's the same situation with the teacher scale is the higher the pay the higher the raise was%. Yes. And that's the way that it's been done and my proposal was the 10% to do a catchup on those lower lower pay scales. It wasn't to pay somebody more for less time. So going to next year or the next level out. So what what we really need to consider is looking at an entire new pay scale for our classified employees and and looking at the different the different uh types of salary
029grades that they're in and consolidating some of that and and lock work for lock work in the same area. I think lean probably did some of that. I think I I think that's something that needs to be considered. I just feel like with with what the with what the county's done for county employees this year that we need to do something in that same area for our for our employees as well. So if we had eight or 10 categories instead of 50 Yes. Yes. A lot be easier to calculate, wouldn't it? Mhm. So that's something again that we can work on for next year and the next and the next. But for this year what we've got built in is 2%. Correct. That's what it's currently that and we can change that to partly higher.
030Yes. What would the difference for that be? How much do you [Music] calculated% 6% and the 6% and the 10%? [Music] So if we do the 6% it cost that much difference. Yes. 10% is 662. Mhm. Is that for the whole 260 people? No. For everybody less. So it doesn't include, right? It does not. All [Music] right. Which positions are the 260 or which positions are not the 260? Just so we know. Well, it might be easier to do it the other way. Yeah. Whichever way is easiest. Which whichever smaller column four is a 260. Column 7 is a 260. Column 8. 9 10. Uh column 11 is next. Column 12 is 260. And bus drivers. Okay. Your LPN work, the school calendar, your mechanics are your [Music] So, as far as the budget goes,
031Miss Braden, did you take out the 2% on what that would what that would increase the overall budget cuz we're going we're going to do the 2% anyway. Correct. This is this is Okay, I got you. I thought you I thought you did that. Yeah. Okay. Has anybody discovered the bingo yet? Okay. Any other questions on this? We need more time. We'll take another minute. Okay. So, item 7 A. I put these in here because got a couple of new ones. Be sure to talk about them. make sure everything's clear. There's been some misunder understandings. Want to be sure about. So, Mray, if you talk about it. Okay. The first one is a grant that I got the check in the mail literally Monday that we need to get in the budget so that we
032can get it spent. This is for our HVAC class at CCHS. This will be equipment and training for the teacher. But I literally got the check Monday, but we did get it in the bank and in the budget. Thank you. Sorry, I've never ran this before. uh and found out at 4:00 that I was doing it. You're doing a great job. So bear with me, please. This next one is just our sped preschool grant. This is just moving some funds around. If they don't use this fun this funding, it will they will lose it. So they're just hugging it to where it can be used. And then the final, this is just for baby birds. Same thing, just to clean up where some funding wasn't used this year. It's just being put where it can't
033be utilized. [Music] I think that one's the one that got a lot of people kind of confused about what they probably didn't know what BDLC was. Yeah. Baby Birds Learning Center. [Music] But that program there's less children participating now. Yeah. The personnel that we needed at one time I think. How many are there now? Four. Um there's a different amount of kids, but the two staff members that we started the year with have consistently stayed the same. Their salaries didn't change, the positions didn't change. Um we had aotted that. We didn't know how many assistance we were going to have to have. So that there was extra money in there. Um but the $28,000 would go back to the state if we don't move it. And so we are using that $28,000 to buy supplies
034that will be needed for the next couple of years. Right. Thank you. Are there any questions? So number eight I've got for discussion on special committees. Talked about two possibly. One is on our evaluation process for us and for the director position. That should be done in June. So, we need to kind of get that put together pretty quick. Had a couple people express interest. We've got a lot of work done already. which they pull it together. So the other committee was on budget. I already talked about that. We'll have to put that together later rather than tonight, but we got to think about it. Any other questions or comments? So, are I I guess I'm a little confused, which is nothing new, but you're just asking, do we want to do it or are
035you wanting to form them in the next meeting as far as appoint people or whatever, have people volunteer for these committees? We'll need to approve it, make a motion to have it and approve it next meeting. Six. Are you wanting to discuss what we're going to tax or do you want to form the committees first and discuss what we're going to tax? I think we'll have to say what we want to accomplish first, put a timeline on it. Mhm. So, I think we can do that with the evaluations. Mhm. So, should we discuss that now? Yeah. Okay. So since we're at that point evaluations we worked on it some we got some ideas need to put it together and vote on later but that takes a committee I think bring forward all the work to
036the full board to vote on that. Sure. Um, so we've got a draft that we've formulated already working with Mr. Steppp, um, that we can continue to work with and make some modifications with within the committee and then present it back to the board. We're going have to do it pretty quick cuz the board will have to well, we'll have to do at least the board self-evaluation pretty quick because we'll need to administer that in June. We will not need to be administering the director. um evaluation in June. The director evaluations what you were suggesting we let TSBA help with. So yes, they could help with that as well. We it's been already um developed based on their format actually using a lot of their question or evaluation points. Um and also we've pulled in
037the strategic plan items and some of the goals that we've got, state goals that we've got for our district. Um, so that's all been put in as measurements already, so we can revisit that. I think it's going to be important for us to have something out there for the directors that are applying um, so they know the criteria that we'll be looking to hold them to. But again, that criteria is built on this year. So with the new director, per our policy, the new director will need to have input into their evaluation for next year. And as we all regroup at the beginning of the school year and look at the 5-year strategic plan, there'll probably be some evaluation measurements that will change at that point, but at least we can base it on this
038year's and have it out there for any of the applicants to take a look at. Um so there is a bit of a timeline on that because of taking applications but it wouldn't have to be in the form that we need it in for administering whereas the self-ealuation's going to need to be prepared and in the form that we're going to use for our administration of it in um June. So we'll need to vote on that in the May meeting. And there really hasn't been any work done on that because what's been used for that is just every single question that's on the TSBA sample. So, when we've talked about it previously, the recommendation was to pair down those questions somewhat because some of them are duplicates um and and streamline it a little bit
039more um and I also thought it might be good to work some evaluation metrics into ours as well that parallels the director's measurements. So, we're all working together towards the same goal. So those would be some of the things that the committee would need to look at and have ready to present in the discussion at the next work session, next month's work session and vote on it in May. So we'd have it prepared to submit to TSVA for them to go ahead and administer it electronically to us and then they gather the results and send us a report and they do that as part of our membership. There's no additional cost involved with that, right? But we also have to include a new director once they're here. Once they're here. So, we'll need to rework
040the director evaluation once they're here and make some modifications to it. But we can round it out a little bit more if if needed based on this year's measurements. Have that out there for the applicants. They'll need to be revisited in the fall. So, if we see a need for a committee in the fall again, we may want to put the committee together. um in the fall again to work with the director or maybe we have it close enough this time around that it just be some modifications we can all agree on in a work session and not necessarily need a committee in the fall again. Does that cover everything you want me to Okay, you put me on the spot. I just thrown out good be a theater person. Okay. Any other questions or
041comments on number eight? Mr. Mr. King, when when will you name those committees? Is that tonight? Or is that okay? At the board meeting. Okay. Okay. [Music] So, if there are no other questions on number eight, a question from the media. No questions. In that case, we will adjourn 206.