0012026 Bay City ISD district calendar. All right. All right. So, um, based on the board's wishes to try to do a little bit more for our staff, we came up with several models for 2526. For 2425, since it's so late in the year, the only thing that we're able to do is to add one comp day date for the 23rd. Um so that's the model that you see before you was so discussion about that piece but just to give them the option correct so they can keep it as or they can do it as a comp day if they have hours correct absolutely okay just wanted to make a separate motion for each calendar year uh I think we can do it in one or we can do it we can do a separate if
002you want you can make a motion separ Motion to amend the 2024 2025 calendar as presented in support. Is there a second to the motion? Second. All right. There's a motion and a second. Any conversation? All in favor? I opposed. Motion passes for the zero. All right. On to the 2025 2026. Okay. So, what we looked at is adding two additional comp days uh to the existing approved 2526 calendar. Uh but then uh there's several models, but I'm going to take you all the way to the third model, which I think has the most in it. And um so we added two comp days to that and then we also did an earlier day. So we get update earlier in Christmas. Uh we would start school one day earlier. Uh, and then we added a
003con the uh what was the other piece that we did disclosure? Um, I'm trying to but it was the 36 and the 522 were changed. That's right. Holiday fair week. We added a day on 5th and Thursday. Yes. So that would allow those that are involved with that to work with their principles to get out for that piece as well. Are there any questions or comments about that option for 2526? Um only question I had the rationale or the reasoning behind testing during fair week is just is it failed that week or do we like it that week or is that something that we should think about I know that's definely something our campus has already looked at revising for next year. I can't imagine attendance is great in general. I think a little better
004with Thursday and Friday, but we can visit that y'all. Yeah. I have a question about this comp time though. Okay. So, for example, we're adding the comp time that just passed for this coming school year. So, this past summer, they were only allowed to have two days that they submitted for that. So, how does that work? So, if they have another one, they can submit it for it. So you know how it was two we're saying that it could be three right for this year and then next year they can go up to but what my thing is so we most of them only took two days 99% took two days so I'm just saying this isn't gonna I'm just warning you that this is not going to be it's not ground expectation is you
005have two days so they only take those two days they're not going to they don't do so they do their two the same thing now if we're going to give them these extra comp days next year. And I'm just asking the question now. So if we're going to give them four comp days next year, so now they have to do four days during the summer. It doesn't necessarily have to be in the summer. It's when they're not on contract. So it weekend, whatever you approve, remember, it can't be while they're supposed to be work. So if they go to professional development, that's during the school day or when they're supposed to be at work. It wouldn't count, right? But it's up to the principal, you know, if it's tied to the campus improvement plan and
006to the campus goals and those kind of things. Then, uh, if it's on the weekend or after hours, it may be a series of things that they're doing online, um, all of that counts towards it. So, there's a lot of flexibility within that, as long as the campus principal approves that and they're not doing it while they're paid to be at work. Yeah. Something that was eye opening to me was understanding the calendars and the difference between the minutes that the kids have to be in school and the days that teachers are in school. They're on 187 day contract. So, it's 187 days. Whether it's you work four more in the summer and then you work four less during the year, it's still 187. It's just some flexibility there. And I know that there's some
007disclosures that going on the campus where they're going to be able to pick up some additional time. That's why we want to go ahead and do that. If the principles have some things, you know, for instance, we will talk on Tuesday about the House Bill 900 library and and that the classroom library is not considered as part of the main library and they're going to have to catalog all that at some point. So, if they're spending additional time doing that, perhaps after school, the principles, if they so choose to, they can count those towards them earning that. Um, it's up to you and how you want to do that. As long as it makes sense and it's outside of the workday, then you've got some flexibility to try to bridge this gap with so late.
008Am I allowed to ask that? Absolutely. Okay. So, with the the options that are available for 256, how were those developed? Because I besides the one that's already been approved, what were the additional options? How were those developed? Like you said, you went to option three. who came who devised those plans, right? So, uh me and Miss Moer and Miss Frost tried to come up with ways that we could add additional days to it without going below the 187day contract and that those are the only options that we come up with. Okay. So, it's basically not it's just switching what the days look like. So, I mean at four comp days there's still like what Mr. Scott said it's still 187. That's just what that 187 looks like. Right. Right. Yeah. Because once you start
009getting below 187, then they're not working the number of days that are on the contract. Okay. So, just so I have because I know I have a lot of questions asked of me. So, it's still staying the same 25 26 calendar, but probably just the change of the comps and moving one day. Yeah. Yeah. One starting one day earlier, right? So instead of starting on Wednesday, it'll start on Tuesday. Then we swap that out so everybody can get out a day earlier. Okay. Christmas. And I know there are a lot of people talking about a possibility of maybe looking into a 4 day calendar and that's off the board. Correct. So close to with the time of year it is. That's why we brought the calendar back to try to have some discussions. And I
010know it's not groundbreaking and earthshattering what we're kind of able to do this year, but since the wheels have been set in motion and things are moving down the track in a good ways, especially at our two junior high and high school campuses with planning and with scheduling and that type of thing, the board I think is I I will say for myself looking at a 4-day work week, I want to look into it, but I don't know if it would be necessarily the best option for 25 26 6 because so many things are moving already. So I would like to to see the board if the board is willing to have a conversation in the early fall of let's look at it. Let's see what the data is showing. Let's look at that type
011of information and have a real educated conversation because I think trying to switch I'm trying to put myself in the perspective of principles and then teachers trying to switch to a 4day at this point when I know there's a lot of work that's already been done for 25 26 school year I think I wonder if it would cause more disruption than good at this point and I don't know that's one of the questions that I've asked Mr. council and I just don't I don't know if that would be wise in my opinion to move in that direction at this point in May for a school year that starts in four months. One of the big challenges about the four day calendar is not only the things contract figure out how you do that but also
012you know with us implementing HDM next year um at all of the elementary grade levels for RLA the way that they have it mapped out right now there's they're not I mean there's no wiggle room at all with those number of days to be able to cover the content and the other piece is is we received the grant to support the implementation of that and so if we were to knock off a whole day out of the week. Even if we were to extend like the school day a little bit, we still would not meet the required number of minutes that are required in the grant for how long they have to teach um during that week. Um and then they wouldn't be able to have enough time to to cover all of the content.
013So um there's just not enough time right now to wrestle that bear and and then figure out what that looks like that curriculum. That's a big piece for me. um and they've already started working on that and to have a huge lift right now because they're having to develop the scope and sequence the timeline of it right and so uh it's tight like there's and it's double the amount of testing in those classrooms with HQIM not large formal testing but um so it's just no way for us to be able to implement that and make all those changes right now at this late time it's really going to have to be us a long concerted effort to make sure that we're looking at everything um so that if we do go down that road, we've
014got all our bases covered and we know that we're going to be able to be successful. And so then that next um calendar process, can we make sure that all the campus principles are involved in that? So in the fall, remember when we went to January, you guys were in charge of bringing that from your campus, right? No, not actually not really because we did it at a principal meeting. We took the current or the previous year's calendar and we edited it right at that principal's meeting based on the feedback that you were supposed to bring from the campus, right? But I mean it was that was that conversation for this current year's calendar for next year's calendar. So I know you brought forth additional calendars, right? Under the time constraints. Okay. Because I I
015I thought we got an email saying that we were going to all be involved in developing or having that conversation. So I just wanted to have clarity that the conversation to open up for the 2526 calendar again the upcoming calendar that email went out that there would include the campus principles in that conversation. Okay. So I thought I was just making sure that we can do that for the next next one. Yes. Just like we were when you developed the first one. Yes. And I know it's not like I said moving mountains. Um what we're trying to work within the means of what we have at this moment and give options. I think that's for me the biggest thing is I want to be able to provide options for the staff. Yes, it's not a
016huge change and it's not something that everyone's gonna maybe not be super excited about or be on board, but it's options for people to have the decision of, hey, I'm I'm going to do this and then I'm going to get to have these days off or whatever that looks like, but instead of locking them in to just have some choice in that at this point. But let me say this for a minute. Um, you know, thinking about the reason that we rushed this was really for the 24 25. Yes. Okay. So, that piece there's not much you can do other than add a comp. So, you are right. We did rush that. We don't have to approve 24 I mean 25 26 right now. And so, if we want to allow the principles to have
017some more time with their people at the campuses um and then make some suggestions and then you guys can come together um as a group after you get that. site based decision-m committee um then we can absolutely do that because we don't have to make the provisions right now. However, I will caution you that we do not want to take too long because we do we're going to have to readjust the UI eligibility calendar and give Mr. Cousins to sign off on that. All of the grading periods may shift some depending on what the outcome is. All of those are set up in Skyward for our um for our report cards. I've already given those to Miss Hartnet to be able to set up. So, we don't want to wait too long, but you guys
018can absolutely um go back and do that and have those meetings hit your campus and we can set a deadline for us to come back together um with those suggestions and then meld them all into one calendar for something that that you know would be more reflective if you feel that that would be best. Yeah, y'all tell us what you got to work 187 days. Tell us tell us where they are. I mean, is May 20th the next meeting. Is that too soon or is that time. I think we can do that. [Music] input and then come back together before so that we can have it in time for May 20th. It would need to be, you know, we have it on the agenda. Well, for them to discuss it, well, maybe not. Yeah, they
019need to get the feedback from the canvas and then Yeah, and and you're right, Miss Cummings, now that I think about it with everything that's been on my plate, I did rush it, did think about the fact that we did separate these two. Didn't have to happen all at once. I give you guys a chance to do that. And that's my bad. I'm sorry. We made a separate motion. Would we still be Yeah, good thing we made a separate motion. We would still be operating though with the idea of a five day week, 187 days, and the same number of minutes at this point. Yes. because there's just not enough time for us to be able to nail down all those other details, especially with the HQIM. Um, yeah, just figuring out how the district
020is going to fund the teachers not be not working for the number of days of the contract is something that we've got to look into and how the districts are doing that. That's going to take time. Not to mention looking at a way that things are are panned out for the HM, but there's no way to fit that in. So, there might be a way, but I mean, we need time, right? So the the four day week would be off the table for this year that we're looking at right now. So many plans have already been put in place for next year because that starts way back in February. Um so yeah, it would be under the current parameters. Some kind of a hybrid one where they you know one or two days a week
021it was teachers in with kids none or something like that. Maybe that's how they got 187 days in. Yes, there has been some hybrid models and that's why I think there's so many different models out there that spending the time now between once the budget's passed getting some things in order to be able to have that full conversation of here's the here's the options here the different things that people are trying because everybody's doing it differently. Um, some districts I know are doing it as a test for a year to see and they've let the community get in and vote on it. Um, different things like that. But I think in order for the school district to change for 25 26 to that model, I just don't know for me. I don't know if I'm
022on board to to make that big shift in this time frame. What would be teachers and parents? be a big shift for the community as well. That's the way choose to right. So, do we want to table 2526? Yeah. So, we'll table 2526 and then plan to discuss it at the May 20th regular board meeting so we can uh so we can have that conversation and y'all can get feedback from your campuses and then uh if y'all want to get together however you want to do that and then we'll just be ready to have a conversation and information at that point. All right. um reports item A discuss details of the ADA retention incentive siphon for for to formulate resolution for May 20th regular board meeting. So in the fall the board um uh group
023that we would be doing a attendance retention attendance based on our attendance. And so, uh, if we were able to meet approve by one full percentage point that we would give a onetime $500 incentive for retention site payout. Um, so we're getting close uh to the end of the year and I want to make sure that we nail down some details so get a resolution together for the May 20th board meeting. Uh and then we will know uh probably three days or so after school is complete um after all any corrections or errors are made. We want to make sure that our attendance is accurate um whether or not we have met that threshold of 93.5% which was which would be a full percentage point. So uh I've got the resolution mostly done but there
024are a couple of details that we want to uh iron out. Um, we want to make sure when we're talking about all employees, last time we did it was all employees including subs. Um, are we still doing that including the subs? And then if so, is it uh subs that all subs or is it those that haven't worked in the classroom at least 50% of the school year like a long-term sub position or you know something like that to have had an effect on overall ADA with students? That's at the board's discretion on how you guys want to do that. Like I said, the first time we get everybody, every sub, every person was on the paper. So, it would be do we want to do all employees including subs or not including subs? But
025a sub might work one day in the year and they might work 10, right? I think it's got to be longterm subs. Okay. And so then what we thought of as suggestions to the board is is if a sub was in the classroom 50% of the school year, okay, then they would receive the stipen because they would have been in the classroom enough to maybe have an effect on that overall ADA with their students. What are y'all's thoughts on that? I guess I'm confused because it's almost like a sub contract because it's going to be a retention incentive. So it's those teachers that are coming back next year and then we had the conversation what if they retire and we said we can include the ones that retired because they're not leaving going somewhere else
026quitting or whatever right and so how can you really how can you look at a sub work and are they on contract? Are they coming back the next year? Are they on payroll? Are they two employees? And that's a really discussion. One of the things that we talk about is when you talk about subs when you talk about subs are very short and it's hard for us to have subs. So we we do we want them to stay on the sub roers. So if if we feel that they have been in the classroom long enough to have a positive effect along with everybody else in this attendance piece then it would make sense the board decided to report them. It would be outside of the scope of what their job is, what they're doing and
027and the potential for them to have had. So they can be considered. I would just one or two days and they're intermittent. Yeah. I I don't think so. I agree with the intention that they're coming back. They haven't already submitted the resation or haven't right now. They don't have a contract. So, how do you determine that piece of it? So, we we can probably have them sign the same agreement that every employee is going to have to sign. And um the the agreement is that if I do not if I leave the district before the first day of school, which is August 12th or 13th, depending on what we do, um then then I know that I will no longer have rights to that. Be taken a paycheck. You know, nobody can get the siphon
028assuming that that it's approved and the resolution passes and we hit that minimum ADA. um nobody can get it unless they have turned in that by uh June 12th. So the subs can do the same. If they don't return, if they don't remain on the subs, if they say that they're not going to come back, we can hold them the same as we do with all of our other staff. Okay. So, it's not like an official decision, but I want y'all to when they come to resolution, we'll have to take it again. Yes. But just to be on the list because they may not have the beginning of the year to do. Yeah. As long as I think that as long as they are active on the sub list and they haven't said I don't
029want to sub anymore. Um then then yes, I mean just because they're on the list. No, but they had intentions to and they had direct cuts. I just think that you can't like make them say, you know. Yeah, I think I think of the ones that have really been longterm for us, they'll be back. And they have um And those are the ones I think we're looking to some that I might not want to come back. Oh, but those are the ones that we're wanting to target, right? And so the ones that have been with us for for longer. Yeah. But the ones that don't back even if they give it here don't come back the agreement that everyone's signing so for example an employee doesn't want to is it tells you July 31st they're
030not returning then we would get that money back on their on their check or okay time before the first day of school okay how do we do that with subs when their last paycheck's going to be if they're working their last paycheck will be June. Those are details that we just wanted. Right. Right. So really we just need to know what's the wishes of the board. 50% I'll do the resolution like that for the board decision. Okay. And then also we can with the resolution just so everybody we will have this beforehand in workbook and if there's a something that somebody's oh wait hold on then we can always have a conversation with you have some options because I plan on having this done in the next week or two so we can have available.
031Okay. The other piece was uh if we are including retirees as being eligible because based on the wording right now it's uh if you don't return for any reason um and so what is the board's wishes on that you want to include those that uh the retirees it is a retention incentive statement um but the uh the spirit of it was that you know everybody working together to raise the district's ADA to attempt to get additional revenue to be able to fund a one-time payout. Uh the fact that we're in desperate times when it comes to state finances statewide, this is a potential avenue to be able to reward our staff, not reward. I think if it if we're in the spirit of they worked for a year to get us where we are, the
032work has been put in in this last year. They were here. They were part of it. I think that they That's my Yeah, they're retired. Yeah. which we can do more. Okay. Then we uh it was supposed it was discussed in the fall that would be a one time payout and it would be separate from the paycheck itself the normal paycheck. So that basically this is this is this is the itself. It's not bundled in our to have that paid out before the end of June. Okay. Is that a heavy lift to to do a separate I don't know and then withholding taxes and everything I mean they're pay so they won't see 500 they'll see 500 minus whatever has to come [Music] Okay. Item B, discuss and the cancellation of flying electric buses bus
033grant and recommendations for diesel bus purchases according to the office. So we received Mr. You go come down. We received a notification from the Ryan Bus Company who is uh who received electric bus grant group um that they will not be fulfilling their commitment on producing buses due to tariffs. Um I think Mr. Luc will probably tell you more accurately um but what I'll tell you is with that news the team began to figure out okay what what are our options? Um the first thing is we had work that had begun um with Huntton uh to prepare the site um for the charging station and so we immediately uh contacted Hunt and put a stop to that um because we didn't want to go any further because we didn't have enough information. So based on
034the information that we have right now, there's no indication uh of whether we'll be able to switch to another electric bus company. even if we were that would take us beyond um we might be waiting to wait another year or two. This was a very long drawn out process to try to receive these. In the meantime, we have also uh gone past our obsolescence plan because last year we were supposed to the year before Mr. Uh last Friday I received a phone call completely unofficial from a line representative just looking at his outlook on where the company was. He was part of the US uh team and he was informed that the entire US team was going with that it kind of sparked a conversation of well I wouldn't expect him due to the impending
035tariffs don't really know where we're at. Nothing official has come from Lion or the EPA on this. So, we're kind of in limbo there. Like Mr. Thomas said, we every everything we were doing to get ready to receive these buses. Um, as he was mentioning about Al West's plan, we have a fleet of 10 or 12 vehicles that are 2006 and 2008 model buses that we're going to be shifted out once we receive those 10 electrics. with us not getting these 10 electrics as expected. Um those buses have to continue to run. There's actually two of those 12 that are sitting on our fence that currently do not run and that we're going to be pushed out with these electrics. Uh so with that obviously, you know, we're in a predicament here. We're not going
036to expect these to end anytime soon. We're not going to get the relief that we are expecting from these. There are some options going forward with our bond proceeds. um to try to help alleviate that stress on our buses and alleviate that aging and that that reliability aspect. Uh there's two used buses that are available for activity use which cannot be used for route use but they will be the first buses chosen to get students any sort of activity whether that's athletics band arts you name it those will be the first two uh that are picked to send students on a activity route. of to allow our routes to continue to pick up students from school or from home, get them back home, get them to school, and keep the mileage down on those routes
037with these two activities. Uh on top of that, let's explain, like I said, there's 10 or 12 buses that are at the end of their life. The best practice is to shift these buses out around 20 to 25 years that mark with the incurring maintenance costs, the the large repairs that we have to do with those on turbos and things like that, engines, it gets the price gets up there. So my recommendation is to get two activity buses if we can in this budget cycle with the option or the output of feeding two new buses for routes in the 256 budget cycle with seats. the hunt work that's been done that didn't cost us anything. It does. And so most of that has been material cost. There's been no physical work done to basically property
038yet, but obviously they have time spent in ordering material prepping some of this. I think we're expecting close to $260,000 for material labor and getting the upgraded infrastructure. We'd be probably close to around 90 to $100,000 instead. And speaking with today, we're we had some of that allocated within the transportation budget to cover that. Uh so we would still be within the framework with that reduction in private cover within the approved 25. We did some leg work and Mr. did do some leg work with our bomb council. Vince did put that in just the emails from them supporting that yes we could use bond proceeds uh if we needed to to pay for the cost that we've already incurred. Um that that will be an allowable cost. But then we found that we do have
039some capacity within the budget that it was already budgeted in transportation to be able to cover those costs. Um so that leaves some capacity in the IS uh and room so that the board did decide to get back onto our business plan which we are behind on to purchase two new buses. Um, we don't have an exact quote yet, but I think the two will be sold from all buses. Each one would be about 155,000 each. So, 310,000 for a total of two brand new buses and we're looking at 62,000 of each for the buses. So, 124,000 for the So, I think when we looked at it in the we would have if we did the new activities and and the two we would be left with roughly 260,000 in proceedings the bond proceedings. So
040that's interesting and then that that'll be sort of a fun goes down that's where we could go access those funds to replace that piece of equipment to enhance this. So, we wanted to get this to you ahead of time so when we come in on May that you guys have information to process it information, more information in between. Now, it's still developing. We need to get solid quotes. There's other things, but we just wanted to put it on your mind uh so that you know you have time to think about it and then when we come back in May, you're aware the situation is not hitting you out of the blue and maybe you might be in a position there where you want to makeense. way. But it appears that we really don't have a
041choice on on getting some new buses. So if we get to the main meeting and we said, "Okay, let's do two buses that two activity buses." What is the how long is that? Would we have those before next year? Even if we said, "Okay, let's do two route buses." Would those also be here before next year or those are a process to order? Yes, ma'am. So the two activities are sitting on a lot Oklahoma national bus sales we would send a driver somebody drive two drivers up there drive those two buses back instead of paying for charge those would definitely be here before the end of the budget okay the two new buses it's about a 60 to 90 day window between the day we order to get you know customizable lettering make sure everything
042is ready to go for the for the raless so we would be on a timeline with the original timeline of the electrics that were coming. Uh I think the original time when I got here was to expect on them, you know, last part of 25. So third, fourth quarter of 25. So we'd be right in line with that. Okay. Um would I know you're saying the activity buses would be getting from Oklahoma. Is there a possibility to do route buses in the same manner or do we have to do new? There is potential for use route buses. Um there's there's one for roughly 70,000 that is a 2017 model but it has close to 100,000 miles on start to that mileage area. That's when you start to see problems with with the workings of the
043books. There are some newer ones but they're about 130,000 and they have 30 40,000 miles on them. So my thought is if we're going to spend 130, why not spend the extra 25,000, get zero miles on them, and we can get the extra because we typically put about 6,000 miles a year on our business. And you said the life of those new buses are the best practice recommendation from the federal government to to change these buses out on 20 to 25 years, but that's also dependent on mileage. So that we're right in that window coming up on 20 years of where our buses are the ones that are start. Thank you. I appreciate it. appreciate working really really hard on this problem a lot too just trying to figure out the whole brand issue. So
044just want to thank them for all the hard work on that. Yeah, that's a curveball. Um but thank y'all for just the update on that. Okay, any other questions? Great. Um, last item is adjournment. Is there to second? All right, we have a motion and a second. All in favor? Oppos? Motion passes four to zero and 337. Thank you