001Call a special call meeting to order. Need to do a moment of silence in the pledge, please. Thank you. Pledge 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 [Music] all. Madam Secretary, would you call the role, please? [Music] Miss Stole, Mr. Van Winkle here, Miss Nicholls here, Miss Hail here, Mr. Davis, Mr. Matthews here, Mr. Cole here, Miss Stout here, Mr. King here. But the record reflects stolen Davis are absent. Okay, thank you. Now we need to approve the agenda. There's a motion. I'll make a motion to approve the agenda. Second. Motion and second. Those in favor of the agenda approval say I. I. No. The nose. There's one. The eyes have it. The first item
002there is budget draft one. Your motion on budget draft one. No motion. So executive summary is the same as budget draft one summarized. So we go on to number seven balance scale with 25 plus added your motion. No motion. So on number eight, police department released a statement saying put all certified on the same scale. Says admin to violence teacher scale. Is there a modification to that? [Music] Motion to proceed with this. Yeah. This investigation is still sheriff's office. We discuss that before a motion's made discuss with us. I'll move that we consider that details to follow after we discuss it. Main Street Media clarify that Chris, please. Mr. King. Okay. So, I would move that we put all the certified people on one scale with some caveats to that like for this year certified
003administrators wouldn't go with the 2% increase. who just go with the same scale which if there's any case where one was less we could talk about that one. I don't think there is. I'll second that one. Okay. Motion and a second for discussion. I made the motion. I think for a long time we've been on two different scales. They're getting wider and wider apart and it's getting just about where it's impossible to figure a scale that comes out without being in the way of another and just causes a lot of extra calculations we don't need. So I think the appropriate thing to do is to put it on there and then we need to look later to fix the percentage for administrators that we don't have that exact figuring but we need to fix it.
004So that would be part of the motion to add that in and I seconded it because we've had the majority of our discussion has been about moving to one scale as well as balancing um as well as balancing it. So makes sense to move it on to one and then like you said split out what we're going to do with the administration from there. That's what all of our discussion has been about today. And I included in that not to do the 2% for the admin this year. You included what? Not to do the 2% increase for the administrators for this year. Just put them on the same scale. So, um, Mr. Chairman, does that um does that include the systemwide salary scale too? Get that all to the same scale as well? No, that's
005a separate category. But I mean, you got systemwide teachers, got systemwide administrators. So, um, what do systemwide teachers do with a bachelor's degree that, um, regular classroom teachers don't do? Is there a difference? Mostly, it's travel. They've got to adjust to different schools that they're going to. So, do we allow them to um turn in uh travel expenses? As far as I know, in most cases. So, why the different salary scale? Cuz they're going from the whole system to just one school. It's difficult. You've ever changed school, whole different norm there. They've got to know all the different norms, all the different kids, all the different principles. So, it's it's a different switch. So, do all those employees have the same responsibilities as a regular teacher, classroom teacher? Not usually. It's usually why they're not
006in that school system. Do they have to u meet requirements for test scores? Sometimes, not always. So, we're we're going to we're paying extra for travel and then we're paying travel expenses as well. Partial mileage, I think. Um qu question that I have here. We're got a motion on admin to balance, but it sounds like that the districtwide needs to be a different thing that we would vote on. Okay. That's one step. That's another step, I guess. Okay. There's some savings to be realized there. Yeah, I think so. We've got different things going on with administrators and teachers. Some teachers travel to three schools. They do, you know, we we've had some situations where they travel three times in one day. That wasn't good at all. We're not doing that any longer. We fixed that.
007Yeah, I think you're right. Yeah. As far as I know, I don't know. Maybe counselors could move her. So, the district wide one since Miss Bray's coming back at the work session with what you were talking about earlier. Um, can we address the districtwide? Sure. Yeah. When we're addressing addressing that and that way we can kind of figure out when you're talking about some savings to be realized, we can actually see what that is and determine determine how we want to address that. Okay. Yep. Okay. Thank you. Right now, we just want to get all certified on one scale. Did they get out of college? There questions or comments? I'll just add that like I said in the last budget meeting, I think this is way overdue and I think while this is a small
008step forward, this is a step for progress towards what I think the majority of us want to see. Mhm. I agree. Yeah. We can't get there in one jump. No, it wasn't messed up and it's not going to get fixed in one, right? Exactly. Be beneficial for the employees in the district as time goes on. for sure. So, but just to clarify for this for your motion, we're not voting on these numbers and all of these things. Right now, we're just we're voting to get clarification on all of how that's all going to work. Voting to move to one scale for the admin and the certified. So, there's not two separate scales for certified and then one for admin. So, it's a motion to move to one scale for both. But no, we're not voting
009on the numbers within that scale yet. That'll be discussed at the work session. Just balance. Yeah, we kind of got to give one place first. Yeah. So, that's kind of what we're doing. Baby steps. I included in that no 2% increase at this time for those people. All the other certified would get the 2% as we're looking at for this just the administrators would only unless they get below the scale at the end which I don't think they will. Other questions or comments on this? I agree with Travis. It's long overdue. Okay, I guess we're ready for a vote. Madam Secretary, Miss Nichols, yes. Miss Stout, yes. Miss H. Yes. Mr. Van Wiggle. Abstain. Mr. Matthews. Yes, Mr. Cole. Yes. Chairman King. Yes. Yes. Thank you. Okay. Then number nine, classified skill at 2%. Are
010we ready to look at that? Say 2%. No. [Music] So you had an analysis on here as well. Is that something how is that part of the agenda item? It it was just put on our guest by mistake. I said okay not put it on there. I got you. That was that's just carry over from the I think I told carried over. Yeah, that was all the documentation to help with the decision. Got okay. I mean, we're not going to have a big discussion if we don't make a motion, but for me, I I want to dig into the benefits and what we're doing with the certified and all that just a little bit more to see what we can do for the classified. I agree. I was just curious what that was. I just
011left it on there. Thank you. I think that's right, Secretary. make sure there's no motion on number nine at this time. Being that's the case, I think we can't say anything about 143 yet because they don't know what the scales, right? Rocket rocket which would move us to 11 benefits. So the first question is 80 20 70 30 end with that same thing as the 50 split. Is there any motions on any of these? I'd like to make a motion so we can have some additional discussion on some of these. Okay. Without waiting longer. Um, I don't know if we'll come to a conclusion tonight or not, but I think some additional clarification on some of the documentation that we had in the meeting, the work session prior to this might help clarify for either
012making decision tonight or making decision further. So, um, let's see. How do I want to phase this motion? You can I'm not picking a particular one. I would suggest that you pick one and then we discuss it if you don't want to vote on it yet and withdraw the motion. Okay. All right. So, um how about a motion like this since there's three things. Um motion to make adjustments to benefits for 2026 2027. Actually, I'm looking we're looking at this next year. We got 2026 2027 on here. Mhm. So motion to look at making changes to benefits for the 2526 school year and beyond. Keeping it general. Okay. So I'll second that so we can discuss it. Okay. isolation. So, I talked with Miss Bray a little bit over break and there were a couple
013of attachments that we had. They're on this one again, too, since they were carried over. Um, Miss Bray, can we look at the one where you had the all the different plans with the 50/50 split on it? including our content that damages their mental health and self-esteem. So, can we talk a little bit with everybody about the discussion that you and I had over break? So, I was asking Miss Bray about the premiere um looking into what we can do into what we're offering possibly as as as a savings to the district without um a big impact to the employee pocketbook. trying to make baby steps here and she was saying that the plans that we have on there are what's on there because we go through the state plan right? Okay. and that she
014thought that if they're offered through the state plan and we utilize the state plan that we need to offer it. But there's several other districts including Putnham which has been referenced numerous times tonight that um will pay for right the standard for the employee. But if the employee wants to step up to the premiere, then the employee pays the difference between the standard and the premiere. Um, so they will still have all of the package options out there and they'll still have an option to pick from all but the premier that the district would still continue to cover the 100% at. But if they want to take the top coverage, that would be where they would have to have some ownership in the cost of the premium. So that was one of the things we
015talked about. On this sheet, she showed what the savings would be if we did a 50/50 split on the employee spouse or employee children. That's pretty big split. If we were to look at doing something like that, maybe we could do a lesser split where we're still paying 100% employee and a lesser um split on some cost to the dependent and the spouse. We could realize some really good savings in both those areas. Um that would help us then in the pay area. Are you talking about not hitting the employee too hard? Are are you talking about the premier Blue Cross Blue Shield with the P and the one with the S? Well, the all the premier. So, it's just Blue Cross Blue Shield and Sigma. That's down at the bottom there. The premier choices.
016The difference is of course the networks and then the difference between the standard and the premier are going to be your deductibles and your out pockets. It's going to be higher premiums less but the deductible out of pocket is going to be higher. So they would have to determine for their household which would be the best savings for them whether stepping up to the premier and paying a little bit every month out of their pocket for that would save them and the deductibles and max out of pocket or if based on how their family utilizes the health care if standard would be the best way to go. Mr. King, you mentioned something about the cost difference that you had noticed when you looked between the plans. Yeah. When you go from 8020 from 100% to
0178020, there's a difference. And there's a difference between premier and standard. I think for an individual, it's about $50 difference between the two. about 250. Oh, does anybody know what the deductibles are on that? Yep. I thought you [Music] might for the premier plan for employee only is $750. For employee plus children, it's $1,125. Employee plus spouse is $1,500. For family, it's $1,875. If you step up or step down to the standard plan, the single deductible goes to,300. Employee plus children is 1950. Employee for a spouse is 2600. And then the family plan goes to 3,250. So that's still not considered a high deductible PO the standard. Yeah. Is it is it considered a high deductible PO on there? The least expensive of our obviously the highest deductible is the uh the one that has
018the HSA. We have no one currently that of course obviously that participates in that. But the deductible would be $2,000 person. But you could use the HSA. Is that the other ones that you read off is that per person? Per person also. Uh for the single it is. The single coverage like I said is 750 for the premiere. The single coverage for the standard is 1300. For the limited is 1,800. That is for single coverage. But he doesn't always do a multiple. Yeah. But now this is two is all online in the HR port and you can see all the particulars there. Do any of those have the potential to have an HSA? This the last one I said is the one that can have an HSA. It's a local CDHD can have an HSA.
019Currently we don't have anyone that participates in that. And I understand that the network is a bit more limited. We have no one system that uses that. Okay. And there are some differences as far as your co-ayments and that sort of thing. That's all like I said on that sheet and you can see the comparison cost. If we were to go to where we continue to pay 100% for the standard and gave the employees the option to go with the premier new ballpark savings that we would get from Well, let's just compare like compare the standard PO like on a family is 1,822. The standard I mean on PO premiere is $2,111. He doesn't regret it. Are you with me? Sign network that number and that that would be the difference that you decide monthly
020times the six people that are on that particular plan we're looking at. Right. Correct. [Music] Basically the difference in the plans is not the network but it's the deductible and the out of pockets and all of that co-pays and everything like that. It's just how much risk you're willing to well and what your family typically uses. I know we every year looked at the insurance and you know figured out how how often are we going to the doctor? What kind of medical needs do we have? If you've got a child that or if you're an individual that has ongoing needs where you're regularly going to the doctor and benefit you to pay a little more out of the pocket every month so you pay less in in your deductible and your max out of pocket.
021But if you're a healthy family and you don't really have any issues, then you go with the standard. And if something does happen that you weren't planning on, then you pay a little more out of your pocket that time. Like Miss Spray said, it's kind of you going to take the risk on it if you're typically otherwise healthy. But the state is selfinsured on this. They just hire Blue Cross and Sigma to facilitate your claims. So when I say we're going to have a 7% increase, it's going to vary a little bit between these plants based on what's costing them money, but that's just an average that they give us to work with. So there's just those are the two pieces that I wanted to look at that cuz we can work within the plants
022a little bit and then we can also work within the spouse and children piece too. I wanted to look at that which she had the 50/50 figured on here, but That's pretty that's a big jump. We're looking at trying to do little little adjustments and there's a point of diminishing returns for the individual. Mhm. If their hourly increase is less than what it comes out on 8020 split and they're losing money. Got to look at that. Mhm. But we're just looking at the certified that would that that would impact because the classified doesn't have that option. So it wouldn't be the hourly, it would just be the salary piece, right? So it would be the 2%. Does anybody know how much the state pays annually for insurance? Yeah. I'm talking about statewide. Statewide. I mean,
023these are greatly reduced from what in in my world. Yeah. I mean, the the worst the worst deductible plan on there is I don't even have an option for that. Yeah. Mine was $2,500. When I came here, I thought 500 was like I had seen that in years. Yeah. Mine as an individual is 3,000 for just the deductible and I pay um almost $600 a month for it. Yeah. Well, that's mine's 3,600 is the deductible for individual. So, but it's an HSA plan. So, yeah. There's not a plan on mine for a family that's under4500 for family deductible. So, these are good in the scale. Yeah, they are of [Music] things. Do you know what the state pays for our county? I don't know what the state pays for our county. I can tell you
024what the total premium is, but I don't know. I don't You don't know how much they pay. Okay. This would be still offering several choices without any increased expense to the employee unless they choose to step up to the premium package and then it would be the difference. I mean, I think doing it that way makes sense. We're telling them we're going to buy them a Ford. If they want a Cadillac, they're going to have to meet us in the middle. Sorry, I use a lot of analogies, but it is a good idea. I mean, I still think you're just asking them which way they want their pay deducted. I mean, that's basically what you're doing. They may not need the premiere, so they could choose to go to the standard and still have that
025paid. [Music] If they feel that that benefits them to step up to premiere, they have some skin in the game for stepping up on that. So why wouldn't they just do that out of the goodness of their heart? They don't. Do they know they can? Yes. That this is all explained to them when they come to work here and the difference in the plan. These those two sheets that I me the one that explains that's what we give to them and then they see the cost associated with it. But most of the time when you say free, you'll take the most expensive one. Yeah, I get that. I mean, that's that's the benefit. That's the benefit. But I just and I understand what Mr. Matthews is saying, but I know from my experience in private
026industry, we couldn't do it. We could not do that every year for our employees. It's not sustainable as much as healthcare costs go up. I mean, it's just not sustainable to do it. And right now, the state's not giving us anything on that says Right. So when you're when you're talking about things we don't have to pay for Jonathan, you brought buses up earlier. Mhm. We don't. Oh, you're right. So it's I I'm I'm not disagreeing with you. But once we start deducting things from their paycheck, how is that going to infect affect our employment? Well, we're still giving them 100% which other districts and private private employers are not, but and they've got the four choices, local, limited, and then the four standard plans. I mean, to me, it's it's pretty simple. We're if
027we're saving money here at insurance, then that is giving us more flexibility to work on the pay scales, which per the survey said that was the most important thing. Mhm. for the employees anyway. So, this is just buying us some not necessarily leverage. It's it's giving us flexibility. No, it's not really doing that. It's giving the input of the employees some thought and making action. Well, it's really putting it back to them, right? So, we're not taking away or going to an 8020 or something like that across the board, but we're saying here's plans that we're paying 100% on. It's up to you if you want to purchase more or not. It's le it's allowing them to make that decision. Dr. Farley just made a good point because this renews in January. I have to
028check on this. This might be considered a qualifying event if we change what we pay cuz I would want to tell people that we're going to have to go to this plan. Mhm. You see until January that I don't want to force them to do that pay that difference to buy up, right? But we we go from January to January on the plan, right? So you would allow us to make make the change in January during open enrollment to do all that. Yeah. Is what I would propose and not you So it would just be a six months game first time game. Not do it when school starts is what I'm well I figured it would go for the benefits year is how it would work. But we but you have figured into the budget
029for our school year for half this benefit year and half next benefit year. So it impact like Dr. Pley is saying the half of Yeah. the budget for next year and then forward from there. Yeah. So they would also to that point have several months before any changes are made on this too that they'd be aware of. Go ahead and say anybody hired for the new school year would be under the new rules, right? Yeah. So we could realize some savings there for the new hires. You might want to set an effective date for that because job postings for the next year are already up. Just some may be hired earlier than others. Sure. And you could say anyone hired for the 2526 school year. This is plan. I think that would be the best
030idea that they're not signing up for something and then changing 6 months later just because the rules already changed. We're not playing by those rules yet. So I don't think that would be smartest way to do that. I agree. They just wouldn't know any different. They're coming in that way. [Music] Is there any other questions or comments from the audience? Anybody? What are y'all thinking about the split part for the spouse and dependence? talk about that doing anything with that. [Music] I moved the previous question. [Music] I need a second. I guess it's just saying let's vote. That's what what that means. But the vote was pretty general on just making changes. So we were or the motion was pretty general and just making changes. So you're suggesting just voting on what's been discussed up
031to this point versus discussing the other options on the within this. Yeah. The motion what was the motion just to you know are we going to change? Okay. The motion was to um look at making adjustments to the 25 the benefits for the 2526 budget year. We're making changes benefits for the 25 not looking at but making changes. I I'll move to go to the previous question. [Music] So before we vote, does everybody understand what they're voting on? No. So we've discussed the plans at this point. That's we didn't get into the split. So, what we've discussed up to this point is for new hires for the 2526 school year to come in with the local, limited, and four standard plans available to them and paid for by the district. And the premier, the four
032premier plans would not be paid for at 100% by the district. The employee would be responsible for the difference between the standard and the premier paying the difference between the standard and the premier premium beginning in August beginning at the new no beginning at the new benefit year. So now the people that are hired, we could do it for the people that are hired. The new hires would start. It would apply to them right away, but for the current employees, it would apply at the benefit change in January. $20 or more. So if we weren't confused before, where are we? Even further. New employees don't get 100% premier paid for and current employees won't get 100% paid for at the renewal in January. They'll have to pay the difference between standard and premiere if they
033choose to step up to the premier package. Do we have how many on the premiere? I can't see that from here. Say that again, please. How many were on the premiere? Mr. Chairman, I just just to make shorten this up a little bit. I'm not even ready to consider this until I know if we're going to fix the salary scales or not. We're putting the cart before the horse if we're saying this is going to help us have leverage to fix salary scales. Yeah. We don't know how much that that's going to change. Yeah. So until until we have a salary scale that I feel comfortable with. I don't feel like I'm ready to vote for this. Or do we want to withdraw the question? I can withdraw the question. We have the discussion. Okay.
034So we will vote on both of those at the same time. I think I've been saying all along I think they go hand in hand, but we did vote to go ahead and put them on the one scale which is going to change things already. Yeah. I just think again by the graphs that I showed our our bachelor degree and our master's degree are way underpaid compared to what what we're paying our our higher level. So we're going to be working on that at the work session. We've got if we've got wiggle room with some money coming in on the benefit side then we'd be able to do more with the salary side of it. Excellent. This is that's like the chicken or the egg, right? Yeah. Yeah. Yep. It's got to be a little
035bit of both. Okay. So, from that point, anybody have anything else? No, sir. Um, can we set our question? I know we're going to be discussing some of this during the work session, but when are we actually going to um would we be voting at the board meeting? That's going to be a whole another week or do we need to set another meeting up after the work sometime in there? Is there a preferred time sitting around? We've got to get a budget approved at some point. Mhm. We can do it before the regular meeting. That's good. So, we've got our work session on Thursday. Um, about setting another budget meeting for the 24th before the regular. We're going to be here that evening anyway. Just a suggestion. We could just vote on it. We could
036just vote on it in the board meeting if we're going to wait till the board meeting. I think we were talking about we're going to try to vote on things prior to that. Yeah. I think you're saying to do another work session on the 24th. I mean, if we need to have additional discussion after the work session before voting, then we could set something before the board meeting, but we got to get something set for actually voting to move this on to the commission. So, I guess we just need to see what we get worked through on our 17th work session, right? I mean, the budget draft is basically being held up by what we're going to do with salaries. Yeah. And benefits. Yeah. I mean, we really we just need to figure that out.
037And then the budget draft is then we also need to know on a couple of the budget draft items like you know what we can athletic director and yeah track and tennis courts and things like that that'll free more money up. I mean so what do you need from me for Thursday salary scales? [Music] So what do you want me to bring back what Mr. Ben has proposed? see what that looks like. Look over it first. I mean, and if I would just ask if y'all can arrange to meet before them so everything's like on the same page from the spray side and what you've been talking about and it's coming from both of you as a blended ver version to the board. Um, so Thursday's our work session. Thursday we're meeting at 4:00 already
038with TSBA. Yeah. Are we starting our work? Normally we start our session at 3:30. Are we starting at 4? We start going to do at 4 this time. 3:30 puts it a little bit too tight for some of us to get Yeah, we were always starting at 4. Mr. King, could we maybe modify that agenda a little bit? I think the PSBA piece and this budget piece is going to take us more than enough time for that today. Your work session is that way we can Thursday dedicate. Those are two of the most important pieces we've got in front of us. Yeah. Other than just some of the business things that need to be handled, that needs to be the board focus on Thursday. I agree. We have the TSBA and the budget. Yeah, that's
039said already. So, yeah, that mean so we can God we can like the agenda show voting, not even talk about it, right? board do it in the regular meeting. Anything else? Well, just my only question was do we need to meet before the board meeting to vote on anything or are we going to are we going to meet and just do it in the board meeting? Do we need to have it done any sooner than the board meeting? We it'd be good if we've got our minds made up if we've got our research done like a hard deadline. So, the board meeting needs to be our vote our vote night on it. So if after the work session we need to set one more meeting for any kind of discussion or data then we'll I
040guess we'll do it at that point. We're waiting to the work session and then we're going to figure it out. Yeah. If we need one more meeting before voting and the board meeting and the board meeting the hard point our deadline. Keep us in line. Actually today was our deadline. I know. I know. That's Yeah, that's got to be the hard week and two days if we can. How much you are and tomorrow after work today? And Miss Bray, if we could go back to where we were looking at the the chart we had up for the different plans and look to see what it would be savings wise, would that be something that you could calculate if the employee was paying for that difference between the standard or premier should they choose to bump
041up to the premiere? So, we'll leave it 5050. And let's do it. Could you leave one? Could you do one at the current where we pay the way we pay now the percentages we pay now and then do one 50/50 I think that is anybody here on board with looking at 50/50 that's pretty if we were going to make any changes to that what would we want Miss Gray to pull the data together for on what we what the school paid for for spouse I mean honestly I think for myself 8020 would be about it but I wouldn't mind considering So enough consideration to look at 7030, but I think yeah, I'm with you. The way I feel right now 8020 is probably going to be as far as maybe if we do anything on
042on that same line. Me too. So, so what we're what we're doing now, what we're So, the savings with where we are now, but not offering the premiere and then the savings if we were to go 8020 with the spouse and the children dependent and 7030, right? Not including the premiere on it. So, we're looking if we're taking that premiere paying 100% out, right? And we're just going to pay for the local limited and the four standards 100%. And then what does that look like at current? What does it look like at 8020 or 7030? So split. Sorry, my brain's a little What about anybody leaning towards? I think that's I think that's too low. If we were going to look at anything, I think Yeah. Yeah. Trying to accommodate over there. So, you want
043me to do it like if everybody we just moved everybody that's on the career path to the standard? Yes. And let it like it is. Okay. And then everybody on the standard and then 8020 on the the split. The split. Got it. Okay. Okay. That way that'll give us a idea for what we talked about tonight and what kind of monetary impact it would have. And then are we going to move the new bugs? Just put them on the stand. Yes. Did we vote? We didn't vote on it. But that's what we'd want to be looking at. Yeah. Yeah. Cuz you really don't know how many new, right? We're just guessing. Just guessing. And that was this one. Yeah. Yeah. How many scribble on it? Not historical. insurance lead. Yeah, insurance. He needs to talk
044to insurance that you are. It gets to be hysterical data. Is there anything else? No. Question from Mr. King. Going back to the district wide people. So that's obviously like your ESL teachers. That's going to be your special education teachers that travel. That's going to be your behavior specialist. That's general ed and regular ed. Um, and your alternative schools are all systemwide because they serve students from every school and they're kind of a a little it's a different they serve different ways than just a regular classroom. All of those individuals that I just named. No accountability. [Music] Y your ESL teachers will have their own data, but it's not tied to their evaluation anyway. And all of those people are evaluated using this using a rubric from the team evaluation. So there is evaluation. They
045are evaluated. But I think what he's asking, and I could be wrong, but I think what you're saying is like a classroom teacher, you're going to see their test data, right? how well their kids are proficient in band. We just need to be a little careful when we throw out no accountability because there is accountability. It just looks a little different. They're evaluated, but they're not they're evaluated. They're not held accountable and a lot of those people have to take district scores, right? That's that's so you know our districtwide score was this year depended on the subject. So they get to choose the subject, right? So without being very specific because I don't want to, you know, like back when I was a classroom teacher, I taught math seventh grade. Well, they might as well
046put my name in the newspaper because I was the only seventh grade teacher at North. You know what I'm saying? So I don't want to do anybody that way. But like the instructional coaches, you have an ELA coach. So guess what? They're going to take countywide ELA data. But they could take countywide math if they wanted to. Yeah. No, because that is up to the administrator that evaluates them. They have that's a discussion you have. So, ELA takes ELA, math takes math. Got you. Okay. And usually the technology coach takes reading. How do you know that? I'm the one that kid. That's exactly how I know that. And that's why I know I know they don't choose. But she's in the know. She's in the know. Okay. Other questions, clarifications? Being none, we'll be adjourned.