001I call this board work study board of trustees work study meeting together together [laughter] to order at 5:00 p.m. for Carolton Farmers Branch ISD. It is May 20th, 2026. For the record, board members present are Kim Brady, Iliana Garza, Rojos, Marjorie Barnes, Carolyn Benabitas, Paul Gilmore, Randy Shackman, and myself, Cassandra Hatfield. We constitute a quorum and may conduct business on behalf of the district. Our next agenda item is audience for guests. Persons who wish to speak during audience for guests must have completed a form online for this purpose and submitted it electronically by 1 p.m. today for this meeting. based on board policy beed local. Each speaker's comments will be limited to the posted agenda item items. Before we begin, I'll remind the audience members for the board's procedures for handling audience for guest. Each
002speaker will be allowed to speak once during audience for guest. Speakers designated as a stakeholder will be allowed a maximum of three minutes and speakers designated as non-stakeholders will be allowed a maximum of one minute to address the board as dictated by board policy beed local. Board members will listen to comments but will not respond or answer questions. Recognizing that students are at the heart of our work, we ask that speakers model the respectful and constructive behavior we expect of our students. Please keep your comments civil and courteous and avoid profanity or personal attacks. Refrain from discussing students who are not your own child. Yelling, disruptive behavior, or discriminatory remarks will not be permitted. In the event that your comment in the judgment of the presiding officer constitutes a complaint or charged against an employee
003or officer, it may be necessary for me to interrupt and ask you to stop and direct you to proceed with the school's formal grievance procedures for the school district's formal grievance procedures. If a speaker is seeking board resolution on a specific complaint, that concern should be addressed through the district's grievance process, which can be found online and include policies DGBA, FNG, and GF. Grievance forms can be obtained online through the district's website. The timer will be shown on the screen in front of you and we will begin when you arrive at the podium to speak. Again, the speaker's presentation will be limited to the allotted time. Our spe first speaker is Adriana Lima. Adriana. All right, seeing that Adriana is not here, we'll move on to Nicholas Ornelis for one minute. >> I would think
004twice about what you're trying to do right now. Is your lawyer here? >> Is your lawyer here? >> Mr. Anelis, your time starts. When you get to the podium, your time has begun. >> Is your lawyer? >> This is your time, sir. Your time has begun. >> Please follow the board's rules for public comment. If not, your speaking time will be concluded. >> Madam Chair, point of order. The definitely the rules state that it has to be relevant to items on the agenda. This this is not. It's a waste of our time. >> Thank you, Mr. Shackman. Point taken. If we can if we could all recognize I haven't got to the podium. >> Mr. Anelis, you have made the decision to not take your time. Uh this your time is up. You are disrupting
005a public meeting. >> Okay. So you Okay. You haven't told me to leave yet. >> Mr. Anelis, you are disrupting a public meeting. Your time at the podium is now up. >> Right. So it's not under the threat of arrest. I'm going to stay here because I haven't got my three minutes and this is your first warning. [snorts] Mr. Anelis, >> Mr. Anelis, >> you're disrupting a public meeting. You are going to be asked to leave at this time. Thank you. >> Am I being told to leave under the threat of arrest? >> So that I don't need to leave. And if I don't leave, nothing's wrong. If I don't leave, if I don't leave, nothing's wrong. Am I being asked to leave under the threat of >> Mr. You have been asked to leave.
006>> So you are asking me to leave but you >> I am telling you that your time is up. You are disrupting a public meeting. >> Leave the meeting. >> You are being asked to leave. >> So now you are asking me to leave and if I don't leave what happens. >> So that's under the threat of arrest. Correct. If I don't leave, you're saying, >> I'm calling a recess. It is 5:05 p.m. The time is now 5:06 p.m. and we are back in open session. Um, our next agenda item is item 3A, which is our budget study for the 2627 school year. We are continuing our work from our last work study. Um, and we look forward to the presentation administration has prepared. Miss Dazzy, >> is it on now? Okay. >> Thank you,
007President Hatfield and and board members and especially Dr. E or Dr. Eldridge. Um, this has been a joint effort and we couldn't have done it without Dr. Eldridge and it it it truly does come from the top down. And so a lot of a lot of effort has been put into this, not by just the budget, but by the superintendent's office, the leadership um and learning en uh student services and HR. I mean, it's been it's been a whole joint effort. So, just want to give kudos to all of them because without all of us, it wouldn't have we we wouldn't have been able to get where we are right now. And I just want to emphasize how much work everyone has done and um and and the ongoing efforts that we're putting into place
008with getting where we need to be and getting the budget where it needs to be. So on with the budget um presentation. We're going to go over some budget assumptions, budget updates, um the financial look outlook and strategies. And lastly, we're going to go over some compensation options. And so um we have a lot to go over and you guys uh want to get you guys out here and be respectful of your time. So, we'll go ahead to the first slide. Um, this is kind of going over what we've discussed um, prior, but um, for the 2526 budget year, we are expecting a 12.5 million million dollar deficit. And, um, on the 2627, this is assuming that we were going to have a regular 12 month uh, fiscal year and we know that we're not
009going to have a 12 million or 12 month bus fiscal year. And so, this is the assumption that we are. If we had a 12-month um fiscal year, we would be at a deficit of $20.4 million. And I just want to go into a little bit more detail on how we came up with that number. And so we kind of broke it down here. Um when we start off and for the next year's budget, what we have to do is we have to take into consideration how much we were in a deficit the year before. And if nothing changes, um then we can add to it the the the increases and decreases. And that's kind of what I've done here. So the first thing is is that in 2526 we're expecting a $12.5 million deficit.
010But in order to get to that 12 million uh $12.5 million deficit, we actually reclassed some expenditures from the 199 um budget into what we call the TIFF funds. And so what that actually means is that we actually moved expenditures, we paid for them out of 199 such as utilities, insurance, and some tech. um expenses. So, what we actually did is we actually did did a journal entry and we moved those expenditures out of 199 to free up um free up some budget and to make it uh where we didn't have as many expenditures. And so, that's a one-time thing. We don't have that next year. So, next year we had to put that back in because we will have utilities, we will have insurance payments, and we don't have anywhere else to reclass those.
011So, that's why we had to put that back in there. And so if we didn't have those, we would be at a 20 $20 million deficit this year as well. Um so next year, what we can add to that as well is that we know that we've closed um 95 positions. That means we had 95 positions in our books that we were paying payroll to and next year we will not have that. So that helps our budget. We're going to add back in 6.175 million for that. We know too that HR is currently working on that and that number is going to go higher. We're this is where we're at right now, but probably since I got this number, they've probably closed several more positions. So, and that's what our that's what our goal is.
012Um, but but we can add that back to the budget. Um, the sec the the third thing is is the golden pennies. Um, we're assuming because of past history that our tax base will rise another $2 billion. And with that, what happens is is that we can um that that gives us $1.6 million in revenue. And that is not subject to um recapture. That's the golden pennies that we have, the eight golden pennies that we have. That is not subject to recapture. So that we know we get to keep that. So we get to add that back in. And then if we're estimating and and we know we're being very conservative with our estimate of of a declining enrollment of another thousand students. Um but with that thousand students that is going to take a
013hit of about $7.4 million. Not only do you um not get the regular aotment, but uh but we're assuming that some of these kids would bring generate more funds like because of special ed or CTE or those type of things. So that's that's a conservative estimate. I mean, we're we're we're we're um hoping that it doesn't come in at a thousand, and I've talked to Leon and he doesn't believe that it will, but we have to put that in there because we have to be conservative because what if it does, right? But we'll be happy if it doesn't, and that just adds to our budget. So, that'll be amazing if that happens. With all of these things, our projected deficit, if we were doing a 12-month budget for 2627, would be at $20.4 million. Um
014we we want to talk a little bit about the capital outlay. Currently we put $2 million into the budget that is um earmarked for buses, white fleet, um vehicles, and any other um transportation costs that may come up. As you all know, the fuel costs have just rose tremendously in the last several months. Last year, they actually decreased about this time last year. Um so we didn't really have to dip into that. But this year, um, whatever was left from that, from buying the buses and the fleet fleet services, um, for this year, we're going to have to bump up the fuel just to get by till the end of August. So that's what that $2 million, um, is is for. Um, we've just started that a couple years ago. And so we we bought
015buses last year and we've bought buses in White Fleet this year. Um and so if we were to use that for salaries, we wouldn't recommend that just because um what what that would cause is we would um have to delay or disrupt our bus cycle, our bus purchase cycle. And so that could cause financial or safety concerns in the in the future. So we have to make sure that we have that and we keep that going because we just started this cycle and before that it had been years before since we had bought buses. So, um, we're on a good cycle, replacement cycle at this point and, um, and so we really would like to keep that in in in the budget. The second thing that it does is once you, um, if you were
016to remove that and put that into salaries, then we have to sustain that year after year in salaries. So, that would never go away. That would be a part of their salaries. And so, um, anyways, just wanted to let you know where we are with the capital outlay. Um so so the question the big question is what created our budget deficit and there's a few things. The first thing is the state aotment. Um it has been it's been flat the last several years. They did do some stuff last year but it wasn't really enough for anybody to get out of a budget deficit. And on the other side, what has happened is all of the um inflation has rose and we have some operational expenses that have really risen such as um utilities, insurance, we've
017talked about those. Um fuel has really increased and so with all of that that has that has put us further in deficit. Um the other thing is is that the state um it they um they they passed down these unfunded mandates. And so some of those that we have are um and you've you've heard this before too is that we have to have armed forces in the campuses. Um we have to have we have to have equip our buses now with seat belts um for every student which we are on top of that. And then there are some other things like screenings, special ed screenings and and those type of things that we don't get fully funded back from those. And so those just come out of the the general fund general fund as well.
018And then the last thing is um and and and we've talked about this a lot is our uh declining enrollment. So the decline when you decline in enrollment um the the the impact of that hits the revenue right away. That's a that's an automatic hit to the revenue. But what happens is is that the the cost of expenditures takes a lot longer to reduce. And so that has been a big hit for us because right now we're we're trying to reduce those expenditures to stay uh to stay in um in the same uh as our revenue and and we're just not there yet. Even though we've done a lot of work to get there, we're just not there yet and it's just not going to happen overnight. So those are the things that really created
019our budget deficit. Our guiding um objectives is optimizing engaging in diverse learning, optimize optimizing facility safety and security, optimizing community engagement, optimize social and emotional health of all students, and optimize all available resources. And kind of what I want to add to that is is is we have priorities um that helps us get get to these um optimizations. And uh first and foremost, the district's priority is to um have, you know, make decisions and have the resources to get the students um what they need to improve learning and to get them ready for for success. So that's really our our biggest priority. And then we also want to maintain this in a in a safe and secure environment. So I think that's another priority of our district. And then lastly, one of the priorities that
020we are that we're taking on right now with staffing is that we're having to make decisions that are difficult decisions, but I just want you guys to know with with all the departments here that we are um we're really making these decisions thoughtfully and we are with with strategic I don't know how to say it, strategically um with thoughtfulness and consideration um just so that we can have long-term um financial stability. So that's where we are on our our objectives. We've also um implemented some actions and we have some ongoing efforts too that we've been working on. Um just to kind of go over those, we did a staff a TASBY staffing study which we did uh go over on the last work study. Um and then um what HR has been doing as well
021on top of all that is they've been reviewing all the vacancies, the resignations, the retirements. Um, we're we're going to repurpose the longevity and the accumulated accumulative leave pay. Um, we're also analyzing staffing ratios and enrollment ratios. I know Tammy's team has went out to every campus or they've come in here, but she's met, her team has met with every campus to go over their individualized plan and what their staffing ratio is um for the enrollment. So, she has worked really hard to get um all of those in and and and make them aware of what what kind of cuts may be needed. And I I don't mean to say cuts, I mean absorptions really because we're we're doing all the right sizing and the leveling that we can. That's part of all the work.
022Um what we've done in the budget offices is that we have um we have um tried to reduce expenditures and we're not talking about payroll necessarily, but all all expenditures. We take a look at all expenditures. Um, what I what I want to say too is we're we're we're trying to implement a budget a priority based budget, meaning that we are just going to budget for what the needs are. And so like if if it's something that is needed and we have we have to have that software, we have to have that supply or whatever, those are going to be priorities. And then what's left, we may not have we may not be able to do once, right? It's going to be basically needs and that's what it's based on. We did that with the
023departments. We met with all the departments and um we also met with the campuses but we still allotted the campuses the um the the per pupil allocation based on the enrollment that they have at their school. And so that was based on the October snapshot. So they didn't necessarily have to do a a priority based budget. Um but we did put that out there and they did have to kind of go through the same steps that the departments did. But we still we we didn't take away anything um from their per pupal allocation. Um but we just wanted to get that in their mind that you know we we really need to think about what are priorities and and get more away from the wants is is kind of where we're headed. And at this
024point that's really what we need to do is get what it's more about the needs and and less about the wants. The other thing sorry I want to make sure I don't forget anything. The other thing that we we're doing in the budget office is we're really um looking over um the district expenditures by pri prioritizing the approval of essential items. And and what that means is that if it's essential, yes, we're going to approve it. If it's a non-essential, we're going to either limit it or deny it, right? And sometimes that means we have to say no. And that's a really hard thing. Um and it really is a hard thing in in in the budget office. I know um Laura Grant helps out. she she approves all of the requisition and it's really
025hard um because you want everybody to have what they want but sometimes it's just not possible and so we have to really decide is this things that that are really needed are they really essential for for us to to to get where we want to be or is it something that that's just wanted. So it's really hard to say no. Um it's almost worse than saying no to your children but anyways it's it's a really hard place to be in because we do want them to have what they want. Um, and the biggest thing and what we're all really excited about is we're are implementing implementing a new fiscal year change, right? We're going to go to a July 1 um start date. Um, and so we're going to talk a little bit about that
026later on in in the presentation, but that's exciting news. Okay. Um, along with um all the other stuff that we're doing and and in um HR um they're just evaluating all the positions. We're kind of, this is kind of redundant right here, but they are they are doing a lot of work um aligning in the enrollment with staffing. Um, and then the other thing that that we're going to have to be pressed to do is we're going to have to evaluate and review the reduction in force process. And we're hoping that we can push that off. Um, but we're going to we're going to see where we're at like uh through the summer and see where things all settle and then and then we'll go forward with any next steps after that. Um, and then
027and just being communi, you know, communicating and and being transparenc transparent, I think, is the is the biggest thing. Communication and transparency. >> Um, Carla, I'm going to add something to the communication plan. Um, I want to brag on communications department because they have built all a a whole staff site um that will answer questions and and and have all the information uh regarding anything you know you know what does it mean if I'm being reassigned just so many different questions that we've taken um based on feedback. So, they have completed that and um I know there's some things that we need to add, but that will go live as soon as we complete the whole um budget workshop and and um and and vote on our budget. So, just wanted to give you all
028a heads up that we have a whole communic communication plan ready to go. [snorts] So, this is all exciting. Um and I think this is the best part of the whole presentation if I have to if I have to say. Um, so I we kind of wanted a way to kind of further explain and give you a little bit more detail on how the fiscal year transition is going to take place. And so for 2526, we know that's just going to be a traditional regular 12-month period. And so that will end August 31st. The 26 27 year will be the transition year. And what that means is that it'll be it'll be down to 10 months. And so um, what that's going to look like, it's going to give us temporary relief. It's not really
029it's it's really um we it's we're still having to pay out the same amount of cash except for the best way that I can explain it is is that we get most of our revenue between September 1st and probably February or March. And so we get most of we get almost our whole year's worth of revenue, but in this transition year, we're only going to pay out 10 months of expenditure. So, it's going to look like we have money left, but we really don't because that money is going to have to go for those next two months that are going to be in the next year, right? And so, so we're once we get there, it's going to be great. Um, but but but what this does for us and the the most exciting thing
030and and thanks to Dr. Eldridge and um and everything, um what we think is and what and what we're what we're excited about is we think that this is going to buy us time. So, if we did want to do uh uh salary increases, this actually buys us about 15 months that we can still keep working hard and making sure that we get to where we want to be. And so, for 2627, um it's going to look like we're in a in a in a in a balanced budget, right? Um however that next year then we can we can still keep keep charging along and making sure that we're we're making the necessary um you know like absorptions uh leveling right sizing to get us where we want to be. And if we if we
031come to 20 to um after the summer here and we come and we go, well, we don't think we're going to get there. Um then then we would start the other process in January, which would be the right the um reduction of force. So there's that. These are all really hard decisions to make, but we're really excited about this. um not only does it help the teachers and the campuses um because it aligns the budget fiscal year with their academic calendar and I I can tell you and and Miss Hatfield you were there too but when we talked about this in CFB weekly we got lots of cheers on on changing the fiscal year because it's so hard for them because they get back in July and they don't have any budget left and so
032if they don't really plan ahead then then they're kind of just stuck. They do have 461 funds that they can use, but but I think this is going to be a win-win for everyone. And so, um, you know, we're we're pretty positive that that if we if we look at it this way that we could, um, give raises and we're going to go over those compensation um, plans here in a second, but um, but we we feel confident that we could do that and but then we're going to have to continue the hard work to get where we need to be. Okay, we're gonna we this is just kind of a reiteration of what we just talked about. Um, we did it a little differently because 2025 we know we have a 12.5, but 26
03327 we're going to be balanced. But it but it's really a temporary relief on on that year, but it gives us more time. And if nothing changes, then in 2728 we would be back back to where we where we were with a $20 million deficit. Um what we wanted uh we wanted to let y'all know and I know that um that um you know this is this is um stuff that we offer all of our employees. It's very I mean we we do offer a lot. We have teacher incentive aotment. We'll go over that in a little bit. Um but that that that allows some teachers to earn up to a six-digit salary. And so it's very impressive. We have a very robust TIA here more than most. And um and so that's exciting. We
034also um we contribute $375 a month to the district health insurance contribution um which helps out our employees. And then we also provide a $20,000 life insurance policy. We have free prek for all teachers children's. We have a reduced rate for for people in our anybody in our district to um for child care. And so that's huge. And this year we're actually providing u that during the summer as well. So, we'll anybody that's a um a full- year employee and they want to bring their kids this summer to to CDA, they get to do that. Um so, um and then we also offer an employee assistant plan. And what that consists of, it is um counseling, it's also financial um um advising, and it also has uh travel like they help you with travel, not
035not money, but they help you with your plans and that kind of thing. So, um, some good things that that we offer. And then, um, going into more detail on the teacher incentive aotment. Um, this was created under House Bill 3. Um, and it's to reward our our our our best teachers really. And right now, uh, for this year, we we have a total of 528 teachers that will be receiving the TIA aotment, which means that's over five, uh,5.5 million. Now, what's great about this is we get all of this money reimbursed back from the state. And so, uh, we feel like as many teachers as that we can get to to, um, to participate in this program, the better we are, right? Because it just helps them with their with their um compensation. And
036it helps us because we have highly qualified teachers. So, it's a really great program. Um, we showed you this slide the other night, too. I fixed it a little bit, but um, we have we have three different levels. we have recognized, exemplary, and master. And so there's an opportunity um for for each for teachers in each one of these groups. And then what's great about it is is they get to keep that for five years. So they get that every for five years they they are in this uh in the program they they for five years. So that's good stuff. And then what we did is we compared our district starting pay because I know that's a concern. uh we compared our district starting pay uh uh to to some of the surrounding districts around
037us. Right now we're at 61750 and and then um what what what I want to say about that is is if we were to give a 2% raise to the teachers that would bump them up to 63 I think it's 6350. So that would bump them up to 63,150 which would get it up a you know a little bit. And if you notice the top the top district which is Arlington, they do not they don't they don't belong to the TIA. So really some of our teachers are actually coming out a little bit better. But I know that we want it for every teacher. Um so so a 2% raise would actually get get that starting pay teacher salary up to 63150. We also have the special ed teachers that we feel is a priority
038here at the district. Um, and so we're going to talk a little bit more about those, but right now the teach all the sped teachers receive a $2,000 stipen. And if you can see that compared to some of the other um surrounding districts, it's is not not quite enough. Um, and and this is where we have the most trouble of um retaining teachers and and actually even and actually even um getting getting the teachers. So, we have a we have a an issue with the the uh special ed teachers. Um, and that's one of our priorities. So, right now we have 24 openings in the special ed teach uh in in special ed teachers, we have 17 paraprofessional um positions open. And so what we do just to get teachers into the classroom, special ed
039teachers into the classrooms, we have to go out to a contracted services and we have to and right now each year we've been paying them over about 875,000 just so that we can get teachers in the classroom and they're not really our employees. We've contracted them contracted them out. And so there's that increases the the the amount that we have to pay out because we have to pay extra because those teachers don't get all of that. The company gets gets a portion of that as well. And so it would be better for us if they were our employees and and better know just because they're our employees. And secondly, it would be a little bit cheaper for the district to to to employ them as regular um staff. Um then we also have um I'm
040not sure exactly maybe Dr. Eldridge would like to explain a little bit more about this, but to to offer opportunities for sped certifications and partnership with universities to develop our sped teachers. Okay. So, really quick, we uh wrote the lasso grant and we were granted some grant funds to partner with uh local universities to help us get residency uh uh student teachers into our school system. Um, it's quite a I I it's it's a it's an awesome opportunity where we're we're getting grant money to have student teachers working on their special ed certification. So, they are getting their internship, we're getting the work out of them, they're getting certified through the program. And so, we're really excited about that. Next year, we're slotted to have seven of them in our district. Um we are going
041to uh continue to write more grants to see if we can keep getting more and more and uh so that's part of the uh university development sped teacher program that we're working on. The other opportunity that we're work that we did in this past year and we're going to continue that is we offer certification courses. So in the fall um we were offering six Saturdays. We had uh uh individuals come in. We contracted out those that uh help teach how to do the certification test. And uh we're going to continue to do that. Uh Miss Roland and I are going to continue working on offering opportunities for them to come in and and uh Saturdays were kind of difficult, but uh they came took advantage of it and we're going to continue to do that
042more. So lots lots of excitement there with with our partnerships. >> Thank you. >> Does that help? Um, also we we um got with Miss Roland and she provided for us um the proposed stipens that we would like to to to offer our special ed teachers. Um we have a group that's that's listed at the very top there. And what that would mean is is that right now they're getting $2,000 and we would bump them up another $2,500 to give them a total siphon of $4,500. And then the PAS's we would bump them up um 30 what is that $3500 to give them from 2,000 to 5500 and then the regular sped teachers and and vocational would be a bump up of $1,500. So that would this proposed stipen is what it would be if
043we increase them. All of them are right now at 2,000 and that's included in in our um compensation options as well. Um, one of the big um the big things this year is for health insurance, health insurance premium increase. And so this is a hit to our employees. And so uh just wanted to lay it out there. What I provided for you is just employee only. And so for two of those um the increase this year is going to be $58 each month increase to those staff and then $69 for the active care primary plus. which means that um for most people that's going to be a 696 annual increase. And for the group that has active care primary plus that would be an $828 annual increase um over what they're paying now. And the
044and again the district uh currently contributes $375 each month to to to the employees that have our health insurance. This is not something that we can um control. It's something that's put together by the state. We have no control of it. They increase it when they want to and we just have to, you know, deal with it. Um, however, there are some costs that, um, that we can con kind of control. Um, and Kim Graham, uh, her group has done a great job about kind of bartering with them. And so she will go to them and say we need you know and she'll find them and and search out and look for cheaper costs and and and and keep the same um you know um plan but just to get it cheaper for our for
045our um employees. So she does an awesome job about doing that and working for the employees on those type of things for vision dental um all the other benefits. So now we're to the compensation discussion and you should have a handout and um on the hand on the handout um at the top the top row is kind of like whatifs sort of and so like on the on the very far left that's where we're at right now. We've talked about that a lot. And then if we did no change and no raise um for 2627 even though we know it's going to be a 10-month this is what it would have been if it was 12 month. And then to the right of that um we we put together some proposed projected deficits. If we
046were able to close or reduce 125 positions then it would be um a deficit that would put us at a deficit of $16 million. But if we wanted to give raises on top of that. So everything to the right of that, option one, option two, option three, and option four, that's what that would increase to if we did give a raise and we reduced by 125. And the same for 250 and 350. Then below that, we have options one, two, three, and four. And with those, we just kind of put together some things that um that that you guys might want to think about and discuss. But the first option would just be a flat 1% off midpoint for all staff. And and just keep in mind that 1% um that would be great uh
047that would cover the teachers health care um which would be about $700 increase at 1%. What it wouldn't do is it wouldn't cover the health care costs for um like our auxiliary and some of our pairs that wouldn't cover the whole $696 if they do employee plus uh employee only. Um a 2% probably would get closer to covering some of those, but um but on the 1% that's all staff. Um, and then in each in each option, we added the special ed um stipen increase. For option two, we did a 2% midpoint increase for all staff. And then for option three, we did a midpoint a 2% midpoint for just teachers, paras, and auxiliary. And so that 2% would would would give most of everyone that um jump up um to to cover health care.
048And for um teachers, that would give them a $1,400 increase with a 2%. And then option four, we kind of mixed and matched a little bit. We did a 2% midpoint for teachers, paras, auxiliary, and a 1% midpoint for all other staff. And the 1% for all other staff would cover the insurance because we're talking about AP 3s and above. And so that would cover the 1% would cover their um their insurance increases. There's one more page. Um you gave them uh this one is when we had talked we met with a few and um and and what what came up was that what if we gave them a one-time um bonus um and and so that's what this is calculating. And so we actually put some pros and cons to this one because when
049you when you're not increasing their salary when you're doing a one-time bonus. Um it's it's not in included in their salary and it doesn't go to TRS. It's not TRS eligible. So it doesn't increase their TRS salary. Um which which then would not be included in their um retirement or annuity. Um so the pros for for this would be that um the district would not have to sustain this because it wouldn't be included in their annual salary and the other pro would be for for pair of professionals and auxiliary staff that would be a pro for them because that would cover their insurance cost because it would be a 700 flat rate. Um, so that to me is the pros and the cons would be is that for the general fund that would that would
050hit the whole the whole amount would hit the general fund because we could not do the bonuses out of the grant funds. So we have several employees that are paid out of grant funds and like um so some of the title funds and the um student nutrition we can't we can't in uh do a bonus out of those grants. So the general fund would have to take the whole um amount. It would be hit with the whole amount. So that's one of the cons. Um the second one is like that's not TRS eligible. And also um one of the con cons is it wouldn't increase the salaries or the starting teacher pay. So that would not give us uh get our teachers up to that starting pay that we talked about earlier. And then we
051[clears throat] we kind of um said what does that mean if we if we compare that to a 1% increase? Well, the teachers would would receive $700 um on either way. So, 1% is $700 and a $700 onetime bonus would be $700. So, it doesn't really affect the teachers. Um they would get $700 in both scenarios. The custodians [clears throat] would only receive approximately $375 with a 1% increase. So, they wouldn't hit that um $700 mark unless we gave a 2% for the pairs and the auxiliary, excuse [clears throat] me, the and and then there's some daycare staff that would only receive about 258 per year um which w with the 1% increase. So, that's not that's not a lot. Thank you. Um, just wanted to talk about the enrollment as well. Um, Leon's group
052is is doing >> Carla, hang on one second. >> Yeah. Oh, sorry. >> Happy fifth grade graduation night. >> So, Miss Barnes and Miss Garza Roas are not abandoning said budget presentation. I know they're going to catch up on the end and listen to the discussion and Dr. Elders has also offered for them to come in and have any of their questions answered. Um, but it is fifth grade graduation night and it is important for us to be parents, too. >> Congratulations. Yeah, >> I just thought it was because Art wasn't here and that was [laughter] Okay. Um, so for the enrollment, we just wanted to bring this to your attention and just, you know, we just have so many amazing um, staff here at CFB and I just want to say like I love
053working here and it's just so nice to be surrounded by all of these um, all of these ex, you know, just amazing people. But Leon's group is doing a is doing a great job. They're getting out there and and they're they're like hitting the streets um trying to get our enrollment up and our attendance up. And so right now currently um we're at 22,570 in our enrollment. And our district uh um average daily attendance is at 94.36 and that is last year at the end of school it was 94.1. So we are actually increased since last year on our ADA. And the the the next the third thing is the students that have already registered for next year. So we're at 13,642 that have already gone out there and registered. And that is 3.5% more
054than what registered at this point last year. So that's that's big big um big news. And um by this graph, I mean it's kind of hard to tell, but from last year to this year um we're down about 1,500 students. And so um so what his group does is very important and very crucial um because this is where we're going to get our money, right? And so just making making big um big changes there in the um in the student services. So, moving forward, just have a little bit more. We're almost done. Um, so I just want to let everyone know and just um keep keep saying this, but CFB is committed to our staff and our students and um and and we're we are trying to be very thoughtful um and careful on all
055the financial decisions that we're making. Um, again, transparency and communication remains a top priority for us. And so, I think I think transparency and communication are very that's huge. Um, we will continue to monitor the budget. Um, and and I think I missed this point before when I was talking about monitoring the budget. I was so I was so um anxious about having to say no um um to our to our our uh campuses and our departments. But um what we're also doing is is we're really taking a deep dive into um some of the costs um like substitute costs um overtime costs, travel costs. And so I know we've put some limits on the travel um but we we we still are going to be try trying to be mindful of what's being spent
056in those categories. And so um so we just want to make sure that we keep monitoring those those those categories. Um we we're going to implement the staffing um TASBY staffing recommendations, continue to work on districtwide operational efficiencies. And lastly, student services student services are actively working to get those enrollment numbers up no matter what it takes. They're they're beating down Walmart and grocery stores and uh so they're everywhere. They're actually even um sending out brochures to um to families that are within uh CFB um boundaries, but they're either going to part uh private schools, charter schools, or they're being homeschooled. So, they're targeting those as well. And so, they'll be sending out um brochures to them just to say just to show them how great CFB is. And so, amazing things are happening. And
057um and I just want you to know that everybody in this district are working really hard to get where we need to be and um and we just appreciate all y'all's hard work and dedication and and again like I said before it starts from the top down and that's where we're at. We just want to get there. So I appreciate your time. Thank you. >> Thank you very much for the presentation and the wealth of information. I know you felt like it was a lot but this is necessary and needed. the depth that we go in and is really appreciated. So, thank you very much. >> Thank y'all. >> Um board members, initial questions on Yeah, >> I just want to say thank you for your presentation. Um welcome. >> You answered a lot of
058questions. It was very thorough. So, thank you so much. Um the one question I did have just top my head is how many of our staff um all of our staff are enrolled in our health insurance plans? Is it over 50? I I don't need an exact number. Is it over 50%? >> I can get you the exact number. And no, you can, [laughter] but um >> I just didn't bring it in with me. Um I can get it. Um >> we can give an exact number. >> 5600. >> Okay. So >> I think it's more than that this year. >> Um it it I think it's more than that. Um >> but under a thousand for you. Okay. I just want to know if it's a third. Is it >> over a thousand? >>
059Okay. So it's about a third roughly of our employees. Okay. But I I'll get you that. I have it. >> I'm sure you do. I have no doubt. No doubt. >> I should have brought it. >> It was just a question. >> Sorry. >> And we are in a work study format, so I'm not going to call names. Like, if you want to talk, just push the button. Let's just talk. >> So, any questions, comments? >> Thank you. Um, thinking about the one-time bonus that you're speaking of, that is still subject to um, payroll tax. Is that correct? >> Yes. >> Okay. [clears throat] >> Yeah, it would go on there. It would it would still be subject to all the taxes. We ha that's we can't we have to pay all of that. Yep.
060>> So it it it helps to cover the increase >> but based on their tax rate. >> Yep. >> Right. Okay. >> Good question. >> So massy if just let's pretend everything is happy and bright and that we manage to get down the reduce the number of positions down to 250 or up to 250 however you want to look at that. Um, and we and we decide to do a payroll increase this time for all staff, all people. Would it even be possible if we hit maybe over that mark that we could do another small bonus in December? >> I mean, it's possible we could do that. Um, I think we would really have to analyze all that and see where we come in at. I mean, I think that's if you're giving a raise
061to everyone, I think that's that's that's a lot >> sufficient. Yeah. And and I think I I don't know that we would recommend that just because it would just probably put us further into debt and or into deficit, but I think it's possible. It would just be something that we would have to come to agreement with and see where we would be um where we would be at at that point if we could do that. And where where would it put us? Would it would it like throw us back into the hole a little bit more? Probably >> because I think >> or even if we decided Sorry, let me finish just continue with that thought. If if the the decision is that only partial staff receives a increase this time, >> that would still
062be an option for December for the remaining staff that maybe didn't get the increase. >> I think that would be an option. >> But I think Miss Tazzy, what you might be saying is if we adopt the budget without a potential that could happen if we were to meet a goal, then we would have to like it would throw the budget off. So then we would show a deficit if we didn't encumber it by potentially. Yeah. Right. Is that >> that that's kind of what I'm saying. But but on the other hand too, like if we make all those decreases, like we're going to start the budget off with what we think how many people we think we're going to have on the books, right? And so right now we're if we were to budget
063today, we're going to budget for all filled positions, all vacant positions, and all future vacant positions. I mean, if we don't, we're we're setting ourselves up to somebody like uh you know, like um uh you know, filling that position and not having the budget. So, we have to be conservative with that and make sure that we're budgeting for everything. Um so, if for some reason we were way less than what we budgeted, it would be in the budget. >> Okay, that makes sense. Yeah, I didn't think of it like that. >> Okay. >> But it would have to be a reduction, right? Well, sorry. Maybe this isn't the time or place for this, but 350 if we use that number. That's quite a few staff that are gone. Knowing that we have a couple schools
064that are already low on enrollment, I'm just going to go ahead and ask a question. Does that mean looking down the road, we're taking into account any other uh right sizing across the district that needs to to happen with buildings and things like that? Um, nobody likes to think about that, but we're not going to pay for a school to be half opened. And >> well, I also think too what we're doing in the operations department is doing our facility index to say when our buildings were built, what have we done since, but also making sure that we're not overstaffed at campuses that aren't at a certain enrollment. Um, so that we aren't over staffing and we're looking at all the things with our facilities. And so I really think as I proposed um in
065our work study um one of the um guard rails was to really implement a facility index measure so that we can show everything we've done and which campus would you know lead us to that direction. Um but at at this point I think we're really just focused on staffing um and staffing the numbers correctly because a school can look like not you know we want to get the right programs there too that serve our students. So I think with all of those things that's probably a bigger discussion than um than tonight. I would tend to agree because we did um task Dr. Eldridge with a um the the guardrail progress measures and the guardrail progress measures specifically. I'm finding the one um it is guardrail one. The superintendent shall evaluate the need for capital investment
066and future bond programs and remain actively engaged to maximize long-term facility planning for CFB. and by December of 27, she's going to have a comprehensive facility assessment and then by December of 28 adopt a long range facility master plan that can guide us forward. So I think we need to hold true to right sizing and then allowing this process to flow through to determine what the next priorities would be. >> And my point being just for everybody is that we're not just thinking about this right here. We're looking at the bigger picture. we've already planned for the past year. We've been planning for down the road and what you're going to start seeing is the work we've been doing the last year to get us to where we want to be next year. And so
067it's just all coming together and so I just want to make sure that the public knows that we are thinking about these things and we're open to the questions. >> Yeah, great point. Um I wanted to draw everybody's attention to slide eight. Uh it says uh one of the bullets was repurposed longevity pay and accumulated leave for salary increases. And today the governance subcommittee met um with Tammy and we specifically looked at the accumulated leave for salary increases because that is in board policy and we asked Tammy to gather some additional information and bring that to the jo June board meeting um for a potential of a policy change um because that if you like trail the pathway in our budget the longevity pay and accumulative leave upon retirement is $600,000 in the budget. And
068so we wanted to look at that policy that was associated to that. Right now when you retire you get up to $5,000 which is equivalent to about 30 days of pay upon retirement. Um and that's based on policy. And then the other part of that was repurposing longevity pay. Um and the longevity pay is the every five-year bump that is not in policy but it's a resolution that comes to the board in December. um potenti has always come to the board in December. And so we need to as a board we need to be considering that if we keep the longevity pay they in the budget then that is a consideration for our deficit and then additionally the cumulative leave. So we have asked Tammy to come with some additional information on that policy. Thinking
069about our budget and the number of employees that have already taken um the made the choice to leave, does the budget include um early retirement or uh what are the other uh pensions or um retired uh insurance costs and all that? I mean, is there an impact to our budget? Um >> I mean what goes with them when they leave those kind of costs. >> So So really there's we only pay them out right for their time worked or whatever and then if they have the 30 plus days um and they and they um resign 30 days for professional ahead of time then they get the 5,000. And if they're a pair professional they have they have to um resign and give their notice two weeks before they they resign and then they get the
0705,000 as well. Other than that, that's that's really all there is at this point. >> TRS pays their retirement, not the district. Yeah. >> Okay. Thank you. >> Okay. So, in June, the district is planning to bring forward um a compensation options for our consideration by a vote. Um we we're not voting tonight. we're not making a decision, but it would be helpful to know a pathway that you might be thinking um because you have one option one two three four and then option five. So those are the five options. I think it would be a good idea to have a healthy discussion about our vantage point on the pros and cons of each of those. Um so that we can start so it gives us time to process between now and then. um so
071that we can be thinking and also have some motion language for all the options. But it would just be good to have dialogue about kind of where everybody stands, what you think the pros and cons are on the options. >> You want to have that now? >> Yep. [laughter] >> Can you define auxiliary just for the fun new guy? Auxiliary is like um our bus drivers um custodian um maintenance operations and then our paras would include our care clerical our aids that type of positions. >> Where would librarians fall in that? >> Librarians are actually >> teacher okay >> and nurses. >> So they would fall under the teacher category. Okay. >> So all other staff is here >> AP and up. So yeah, >> AP meaning assistant principal. >> Um AP is a >>
072Can you come to the mic? >> Yeah. >> Thanks. >> So if you look at our compensation plan, we have a a compensation level called a AP professional, administrative professional. Three and up are are your um individuals that are not necessarily instructionally in the classroom. You might have some instructional coaches. you might have um and then you get into your principles, APS, your principal coordinators. We have specialists um like I have a specialist in um substitute specialists that falls in that AP3 pay scale. So it's on the compensation study from AP3 up. >> So looking at this, if it says teachers, paras, and auxiliary, that is excluding AP3 and up. >> Yes, correct. >> Okay. So then it looks like option three excludes AP3 and up versus option one, two, and three includes all staff
073with option four kind of separating the percentage between the two. >> And here we are all sitting not wanting to say first what we want to do. So I'm in favor of option three. >> Tell us more about why. Why? >> That's the closer to the students and of course other custodians are part of that too. So, but they make the district run and transportation and the bottom line. >> Um, I would be I would be Am I on now? >> Yeah, you're on. >> Um I would look be looking at option four under of course the reducing of 250 positions. Um because I see that as only a $700,000 difference, which I know I'm throwing around $700,000, but I think when you're talking about a family and performing as a family, acting as a
074family, and student outcomes that it takes everybody, um from bus drivers to principles. Um so I would be in favor, of course, I am looking at line two as a reduced 250 positions. Um, and that would I that would be what I would like to see. Yeah, I think I struggle with the option five, the health insurance bonus, because while it does have its benefit for like the custodians and auxiliary staff because they would actually get more um because it doesn't actually go into the salary. My concern would be where that puts us in two years to where we have to then roll that in in a different way. and that um I think it's not going to get any we're not going to need to compensate anybody any less anytime soon. Um >> Right.
075And I appreciate the caller for pulling this together because I know that I asked just because I wanted to have another option. Yeah. And just another option, but this is so closely related to the 1% increase that it's almost like why would why would we bother with the bonus if they can put it in their salary and then they would retain it? >> Plus it would make our starting teacher salary that won't reflect our starting teacher. Correct. >> Oh, yeah. That's a good point. When we're advertising, >> I can't disagree with Miss Brady either. I I was going between three and four. It's not that much. >> Um, and then if you look at the line item longevity pay and accumulated leave of $600,000, um, now [clears throat] we're talking 100,000. >> so like investing
076in the staff we have now that are staying with us across. Other thoughts, Miss Benedas, >> option five just now about investing in our teachers, >> the staff. >> Um, it would if you >> option five would not be a raise to reflect in what the starting teacher pay would be. And if you go back to that slide, um, Carla, if you go back to that slide on where all the teaching starting teaching salaries are, >> uh, they would remain the same. it would remain the same. So even though they would get something to cover insurance as a >> you're [laughter] one more >> one more >> I think it's the one with all the different districts. >> There we go. So you see CFB is 61750. It would remain the lowest. So it wouldn't
077be competitive >> increase the >> Yeah, that that would just be a one time. So it wouldn't affect We also um u Miss Carla, do you want to speak to the um state allotment that was given to us that how many teachers will get the 1,200 and the 2450 um in addition to this? So, so right now all of our teachers were increased last year based on how many years they have been here. So 0ero to2 didn't really get anything, but as a district we chose to give them 12 $1,250. The zero to the three to fours received $2,500 and anybody five and up got $5,000. Well, now we have teachers that are going to be moving from the three uh from the two to the three to four. And so they will get an
078additional 1250 this year. And we have 95 of those. And then we have 94 um teachers that will be moving up from four years to the five years. So those will get an additional $2,500. But we're only talking 189 teachers >> and it doesn't affect our budget. So, and you're talking about just for the benefit of the public, the allotment that the state gave last year, which started at 3 years, 2500, and then at 5 years it went to 5,000. So, what the state did not take into account was giving a raise the next year. >> But how that works is is that every year we turn in how many teachers we have and they reimburse us for it. So, at that point that those teachers would have bumped up a year and so we'll
079get that reimbursement back. The only thing that we won't get back is the 0ero to2 because that was our I mean we wanted to do that because we were trying to get up our teachers base salary starting teacherbased salary and so but but really we'll get all those funds back. It's in the teacher retention allotment. Yeah. >> Okay. So I think what I'm saying is yes the teachers get it as a part of their compensation but the state did not kick in account an annual pay raise. >> Correct. No. >> So those ones that are moving up a level, yes, they're going to get a little extra, but across the board, the state didn't say the first year of the bienium, we're going to give >> 1250 and 2500 or 2500 and 5,000. And the
080next year, we're going to give 3500 and 6,000 because we're going to account for a cost of living increase. So the cost of living increase is falling upon us. So I think that's another example of a great legislative thing is if they want to in if they want to support us by increasing teacher salaries then they also need to take into account it's an annual cost of living increase not just a flat rate. >> So just an idea of something else we can put on our legislative agend >> it's a growing list. >> I [laughter] know the list is growing. Since you're on page 15 under our ledger there under uh the special education um or the bilingual, why what's the um purpose of not publishing it or >> how do we figure that in
081if we don't know what it is or >> so most of this data we go to their website and we scour to find their compensation plans or we go on Facebook, we try to see what they've approved. would go to board. We We have to do Sarah and I did all the digging and so when it says unpublished that means Urban ID hasn't made a decision yet. Um now I've had a contact over there. They're planning to do something. Um oh on ours that okay that's an error that should say 6,000 up to $6,000. We give out a bilingual stipen. So I'm sure that might have just copied over. >> So >> that column under us, we do give up to $6,000 in bilingual stipens. >> Okay. So that one's in line with the other
082>> Irvings. We did not we weren't able to get that information, but they're having conversations about adding. >> Okay. And then on the next 16 is the you have a proposed stipen three different ones. Are those figured into these numbers that we have on the big sheet? >> Yes. Yeah. It says um >> additional sped stipens. >> That's the 600,000. >> And that's on Got to put the dots close together for me. That's on all four. >> Show him. >> That's on one through four. >> Okay. All right. >> Okay. Um any additional questions, comments? I >> I do have one more. Um on the study that we had, what is the right sizing for our district u for our employees? >> There's actually a a a sheet in your in your handouts that was
083from the a summary from the staffing study. >> It's not in there. Uh, >> but was it 125 or I can't remember what they told us. >> Um, >> no, >> I don't I thought it ended up being about 15 million. Um, my mathematician, Miss Kim, decided to add them all up and we called them today and they sent us a new sheet. So, I think it was 12 and now it's >> 14. >> It's 14. So, at the top you'll see sample ISD, but it's really Carolton. >> Okay. >> Because they sent it's 14. >> 14389. >> Thank you. Thank you. Thank you, Dr. Elders. >> But that is >> what's the total >> assuming we do every single one of these recommendations and you have a plan to go through and determine >>
084which of these recommendations. >> I just want you to know that I have made uh I've been working on it the TASBY staffing model implementation manual, but I didn't quite finish it. But um you will see this will be given to you all to show you which ones we have deemed high priority um vacant position central office. So and then we will be giving you updates. Um we we're >> I need to make one clarification too on that form that is every um position that we have. So some of that is funded by grant funds. It's not right not all general fund. So, we would not save $14.3 million in general fund if we made all those recommendations. Um, that includes other funds, >> but there's some other positions that aren't grant funded that we
085probably could substitute out. So, >> we are creating charts and um spreadsheets and we arguing over how we're going to organize it, but you will all be updated. Um, and it even tells my whole team will get this. It tells, you know, how we're going to do it, who what we're going to do, department restructuring, um eliminate unfilled positions, and so we're trying to keep track of all those numbers due to retirements and resignations and moves, and then to see what the enrollment comes in, we'll be leveling positions as well. So, we really are creating a very detailed plan for you all. Um, not just for you, but just so everybody understands. So, um, really taking into account what do you what are you tied to? If our goal is student outcomes, is that the
086goal of the position? Do we need that? So, making some very good decisions. >> Okay. Any additional comments? So, I think we probably settled on option three or four or probably the better of the package. Miss Benabitus, would you >> you would agree? So, um I think we'll leave it at that and continue the discussion. >> That's a big difference >> between 250 and 350 as well, >> right? But I think the other part of that is the idea that they're going to start the right sizing plan. Yes. >> And then I believe we all heard that depending on how far we can right size in January of 2027, there's potential further action that would require a reduction in force. And the goal is to not have to do that to handle this through attrition
087and move people to match our priorities and our guard rails to meet the goals that we have in place. So from the board perspective, we need to know that there may be some people that may be shifting according to our goals and guardrails. Would that be correct, Dr. Eldridge? >> That's correct. >> And so um but also we're not sticking our head in the sand and saying it's not possible. It may end up becoming that way, especially if we want to get to a balanced budget for 2728. Um, but I think you said already you have a communication plan that you're preparing. Um, and this will be, you know, very well designed, >> packaged >> and packaged so that people understand why it's critically important to rightsize because as we rightsize, we as a board
088have laid the groundwork for exactly what our goals and guardrails are and Dr. Eldridge and her team are monitoring those. We actually talked about it today because if the TIA the TIA is proving to be extremely beneficial for our district. It's been well executed and we have a guardrail that says we are going to increase the percentage of TIA teachers and so we actually talked about it today figuring out what's the right timing for our our monitoring report in the fall so that we can show that. Um so I want to thank you again for your presentation and to all the hard work going in behind the scenes. um because I know it's a lot um and we look forward to continuing to have the conversation as we rightsize with student achievement as the highest
089priority. >> I think we we just pray for um not a thousand decline in students. >> Yes, that would be hugely huge. >> Um I was just want to again say thank you for your presentation. It really the detail in the >> um the explanations really help to see. So thank you very much. It helps make make decisions better. >> It's a big thank you to everyone in this room. >> You all did a great job. And I just want to encourage anybody who's watching or anybody who knows a teacher, encourage them to do TIA. There's no reason not to. And it's big money. Um, we had a couple teachers at six figure salaries. I mean, it's amazing. So, join TIA. Be a Tia. Be a TIA member. [laughter] >> Be a Tia. >> Which
090I think in Spanish means aunt. So, whatever. bud be an aunt. >> Be an aunt. But yes, get paid. That >> Randy wants to speak. >> Don't know if you saw it today, but a positive at least indicator for us just that uh our neighboring district in Capel actually uh projected for the first time a slight increase in student enrollment for next year. And uh it was a pretty significant demographic study and uh it came out actually going trending up and it had they've lost almost the same percent of students as we have. So let's hope that that just kind of slides a little to the east. >> Yes. Because CFB is a great place to be. >> It is. >> Yeah. Lots. >> I will say too today we got a great email from
091U. Mike Morath's office, our um commissioner, and he wants a statement from um our district regarding the teacher incentive aotment because we are doing so well. So, we we are getting noticed for all the good things and these are hard hard decisions. I mean, I think that's why I can't get well. I mean, it's just, you know, it it's it's people. It's good people and you know and but also it's opportunities for people to do something other than maybe what they've been doing. So we're going to do it the right way and our care and concern for people. [snorts] >> Thank you very much Dr. Eldridge for adding that. I know your team and you have been working really hard and we do need you well for graduation on Saturday. Um so hopefully having the
092meeting earlier tonight means that you'll get a little better sleep tonight. Um, okay. With that, if there are no other questions or comments about tonight's agenda item, um, we have reached the end of our agenda, and I think this is officially Mr. Shackman's last meeting. Um, but we still have graduation on Saturday and we'll have a great time. So, uh, the meeting is adjourned at 6:14 p.m. Okay.