Regular Board Meeting | May 13, 2025

001Good afternoon everyone. Thank you all for being here this afternoon. Today being Tuesday, May 13th, it is 5:55 p.m. and we call this regular meeting of Eagle Pass Independent School District to order. Mr. Mkhares, will you please lead us in the pledge of allegiance? I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Honor the Texas flagg to the Texas one state one and indivisible. Thank you Mr. Mikares. Now we will have roll call. We have Miss Ila Pi Martinez vice president present. Mr. Christopher Hiller secretary present. Mr. Victory Perry trustee present. Mr. Morris Libson trustee present. Mr. Haimei Vera trustee present. Mr. Tom Gonzalez, trustee present. We have our superintendent of schools, Mr.

002Mkhares, present. Our attorney, Mr. Victor Rosa, present, and myself, Horera, present. We will now move to citizens communications and recognitions. And we don't have any any citizens communications today. So we will move into recognitions and we will start off with recognition of the Armando Seran Elementary Varsity and Junior Varsity Stallionets dance team for earning the national title champions at the 2025 Redline Super Nationals competition. Good evening, Mr. President, distinguished members of the board and of course Superintendent Mihades. Thank you for allowing me to spend some time with you this evening. Our first recognition for tonight is to celebrate Armando Cerna's varsity and JV Stallionette dance teams. The two Stallionette teams brought home the titles of national champs from the Redline Super Nationals competition in San Antonio, Texas. Way to dance your heart out for Stallion

003Country, ladies. At this time, we invite the board and superintendent to come for us for photos. All right, parents. At this time, if you would like to come to the middle to take a photo of your team, you may do so. But after that, we do need to make room for our official photographer. All photos from this evening will be free to download on our district website by tomorrow. 2468. Who do we appreciate? Stallion. Stallions. Go stallions. Armando Serner competed in the Texas cheer and Redline cheer competitions recently. The team was proud to represent their school and district as they brought home two hard-fought division championships. Way to go, Stallion cheer. Once again, parents, this is your time to get your photo, but do remember that we do need to make room for the official

004photographer. And all photos from tonight are free to download on the website tomorrow. [Music] Up next, we have a very special recognition as at this time we would like to bring up the support hub. The support hub has very generously donated $1,000 to our EPISD campuses. These funds will be used to enhance the ability to find resources that can help all EPISD students navigate everyday life. This is truly remarkable and we are forever grateful to the support hub. Thank you for thinking of our students. [Music] Congratulations are definitely in order for CC1 High School Maverick Michael Suarez. Michael is the very much well-deserved recipient of the National Merit Texas A&M Scholarship. He is also very proud to boast that he is a National Merit finalist. Way to go, Michael. And keep snatching those scholarships. We

005do invite the family to join us for the photo for Michael. If Michael's family is here, we invite you to join us. On Saturday, March 15th, CC Wind Guard traveled to Austin, Texas to compete in the Texas Color Guard Circuit West Area Championships. The Guard came out victorious, winning first place in their division. This is the seventh time that Win High School guard wins the state championship since the opening of the school. Way to go, Winard. Once again, parents, at this time, you may come forward to take your photo of the group. Congratulations goes out to Eagle Pass High School's girls track team that raced into district and were unstoppable. The Lady Eagles had six girls make to area. And a very special shout out to Eileen Velasquez who represented her team and school at

006regionals in the 400 meters. Way to go Lady Eagles. parents, uh, you're already there, this is your time to get your photo of the team. Eagle Path High School's boys track and field team jumped and ran all over the competition this season. The boys had a remarkable showing at district and had eight amazing young men make it all the way to area. And a special recognition to Mr. Dan Ortiz for proudly representing his school at regionals in the 800 meter dash. Congrats boys. Parents, at this time this is your opportunity to come to the middle to get your photo. Congratulations goes out to Eagle Pass High School's four concert bands for achieving sweepstake status at the UIL concert and site reading competition. Sweep stakes means that the bands received a superior one division rating in

007their selections of concert pieces that they performed and a superior one rating and site rating where they play a piece of music they have never seen before. Way to go, Mighty Eagle Band. Parents, if any of you like to come forward to take a photo, The Eagle Pass High School Mariachi Agilas Deote participated at the Rostown Miachi Festival where 60 groups across Texas competed. The mariachi agilas received a division one rating. They also won best trumpets, best violin, best vocals, and best harmonia. Congratulations on a job well done, Eagles. If there are any parents that would like to get their photo, you can do so at this time. [Music] Our next recognition is to recognize Eagle Pass High School's newest division 1 UT cheerleader, Miss Jenna Chavaria. [Music] [Applause] Jenna is a true role model

008to the future Eagles as she is not only an amazing athlete as she has showed her prowess by making UT's highly competitive cheer team, she is also a member of the illustrious class of 2025 top 5%. All her accomplishments are due to her discipline, dedication, and hard work. Jenna, we applaud you all. And hookum horns, we do invite the parents, we invite you to join us. We'll get a picture of Jenna and her parents first and her family and then we're going to bring up the cheerleaders. This. Okay, we'll bring up the team now. The team girls, if you can take a step behind in the Yes. Thank you. Once again, parents, you can get your photo at this time. Eagle Cheer is also proud to boast that Jenna is their third consecutive captain who

009has signed on to be a collegiate cheerleader. Nothing but the best in a Falcon's Nest. Glass Falcon Cheer competed at the MDCA Nationals and Redline Cheer competitions. The team dominated the mat and brought home two muchdeserved first place trophies. Way to show them who's got the stuff. Falcon cheer. [Music] parent already there. But parents, at this time you can get your photo. And just a reminder to everyone, photos are free to download tomorrow morning on our district website. Our next recognition is to celebrate the Graves Tigerette dance team. The Tigeretses brought home medals and trophies in their mini jazz ensemble and junior jazz routines at the showstoppers competition in San Antonio, Texas. They made sure everyone knew they were stopping traffic with their amazing routines. Keep dancing to the beat of the drums, girls. Parents,

010at this time you can come forward for your photo. Our next group has their hearts beating in an 8 count. Juan Sigin is proud to boast that their very own fourth grade Longhorn, Alisa Enriquez, was the only student in all of EPISD to have their Imagine Math avatar highlighted by the Imagine Math program. She is also the top Imagine Math student in the district with most lessons passed. And she's got bigger fish to fry besides EPISD as she is in the top 20 list in all of Imagine Math. This adds up to success, Alyssa. At this time, we invite the family to join us. Juan Sigin's Longhorn dance team leaped, split, and turned their way into some very illustrious titles from their SeaWorld competition in San Antonio, Texas. The girls showed their stuff and brought

011home a first place in hiphop, won outstanding spirit, but most importantly, they are your overall grand champion elementary team. Way to go, Longhorn [Music] [Applause] Dancers. Parents, at this time, you can join us in the middle to get the photo of your team. Most athletes lift weights. But our next group of tremendous athletes, they lift people. Pete Ggo Lobo cheer competed in the Red Line cheer competition and they showed San Antonio, Texas just what the Lobos were made of. The team valiantly cheered their way to a national championship title and brought home some muchdeserved hardware to Lobo country. Way to go, Lobo cheer. If there are any parents that would like to come to the middle to get their photo, you can do so at this time. [Music] Pouncing onto the scene next is the

012Little Howers Dance Team from Pico Elementary. The Little Howers danced their way into victory in Corpus Christie at the Rockstar Pop Competition. They also shuffle ball changed into another championship at the Showtime Championship in San Antonio. Way to dance your hearts out, ladies. And now rounding us out for this evening's recognition, we have our shiniest group, the Rosita Valley Sapphires Dance Team. The Sapphires dazzled everyone at the Red Line Cheer and Dance Competition in San Antonio, Texas. The Sapphires snagged two first places in the Palm and Jazz division. Great job, ladies. And remember, it's always all that jazz. Right. Parents, you can come forward to get your photos at this time. [Music] We will now move to first budget workshop. We will take one, two, three, four, five and six. Is that correct? Seven, eight

013and nine. All together. Yes. Uh, good evening. Uh, you have several booklets in front of you. The blue one that says presentation has every slide that I'll be presenting tonight. Then you have another booklet that's a little thicker. That's just the whole uh budget, all the information that we we uh use to prepare the budget. And then the third booklet is a compensation plan. That's going to allow you to look at exactly how the district pays employees and benefits and so forth. It's got all the information. So that's basically what we provide on the first budget workshop every year. Uh the presentation's about it can be between 30 and 45 minutes uh depending how we go through each of the slides. I go pretty fast on the slides. So, you all have questions, just just

014let me know and we'll stop and I'll answer any questions that you might have. The first slide, these are our district funds. We've prepared the budget for next year for the 2526. The budget is completely uh prepared. It's completed. The budget is required to be done by August the 20th. We completed I completed the budget like in March. So, we were very ahead of the game. We wanted to be a little ahead of the game because the legislators are meeting and they're they're looking at some changes which will be going over. Uh the budget is prepared in a certain format. There's a format that we prepare budgets for school districts. Texas Education Agency TA tells us how to what format to follow. It's very specific. It's into four groups. When we do the budgets, we

015have to put them into four groups. Those are the four groups that we have to put them in. The general fund is which is what you see uh in the monthly reports that I give you every board meeting. The general fund, that's where we have 20 funds. That's where you have most of the monies in the general fund. And there's not just one budget there. There's 20 budgets. And the next slide, you'll see the budgets that we're talking about. Group number two are your special revenue funds. Those are grants that we get uh that we apply for and that we get. We have four budgets in there. And then we have the debt. That's to pay our debt. The district does owe money. We have passed bond issu issue bonds in the in the past.

016So we do have a debt uh uh fund budget and then capital projects. That's where we do all the projects. So that in a nutshell that tells you how we're required to uh organize the different budgets. general fund which general general fund which is the first group you see one through 20 there there's 20 different budgets and you see that those budgets every board meeting food service transportation budget dyslexia budget you I'm not going to go over them but you see that there's 20 the the 20th one is the M fund that's the one we levy a tax rate and that's the one where most of the money is and that's the one where the district has the most discretion than any of the other budgets. Those are mandated state budgets mandate mandated by the

017state. They're in the general fund. Then we have four budgets in the special revenue funds. Uh summer in the summer we also have a summer food uh food service uh program. We use that um more intense when we had CO and that's M Mr. Mar Garcia is going to be trying to do something like that this summer which is going to allow us to feed through the summer and utilize that program. Those are monies that we receive for free. They come from the federal government and we don't we get them for free. Then you have the 385 which is a visually impaired fund. That's from the state for state for special ed. You have your 410. That's what we use for the aotment of uh instructional materials for all the books and and so forth.

018Uh textbooks. And then you have your elementary fund. It's only four budgets. There's not a lot of money there. Summer the 242 is about 150,000. The 385 is about 6,000. The 410 is about 2.3 million. And the 461, those are the the fundraisers that we have and so forth. That's about 300,000. And then you have your debt. You see the description what the debt service fund is. Uh group number three, we levy a tax rate to pay our debt. The state gives us money and what we live the tax rate is less because we do get money from the state. We do get assistance. We get assistance and I'll show you that later on throughout the presentation. And then your capital projects. Now, where is the money? Where do you have most of the money?

019You have it on the on the general fund. those 20 budgets that we just went over uh is about 97 98% of the whole budget for next year. And you like I told you special revenues is very little. Uh debt service is not as much. I think we pay about a $3 million payment every year. And then you have capital projects. So most of your money is is in the state mandated programs where the M is and where all the other budgets are, which are 20 of them. Here are all the budgets. This is a revenues for all the budgets for next year. And then you see where they fall. Most of the money is in your M. You see the big pie that takes most of the money. Most of your money is going

020to be in your M. All the other uh funds that you see there in revenues, they're statemandated program funds. We're required to have them by law. And then this is the appropriation for all the for all those funds. You have the revenue and what and then the expenditures that go with it. And this is the same thing. Most of the money is in the M fund. These numbers don't change much from year to year. They're very consistent. This is the the source revenues how money is coming in. And we looked at at in a different way. A lot of times people think that taxes pay most of our the taxes comp uh fund most of our budget. Taxes only fund 17% of our budget. Only 17%, not even 20%. It's only 17% that they fund.

021Most of the money comes from the state. And that's right now we're waiting on what the state's going to do because the impact that we have is is going to impact us whatever the state does because that's where we get most of the money. This is another way of looking at the expenditures or the appropriations. This is by object uh salaries as you see there salaries are most of the budget 82% of the money is already earmarked for salaries. You're doing a budget that's $179.5 million. 82% is already earmarked. It's a fixed cost. And then you look at the 6200s which are utilities that's already set aside. Then you look at your supplies. You look at capital outlay and you look at other costs and pretty much most of the budget is already earmarked. So,

022if you're not doing a good job with your staffing, you're going to pretty much be in a in a financial uh situation that's going to create a deficit or create financial problems. So, that's why you'll see the staffing formula when we get to it, how important that staffing formula is, because if you're way off, you're going to have overages in your expenditures. And the district does a really really good job at uh controlling uh not just other expenditures but also controlling the the the salaries in those salaries. You also have the health insurance is part of the salary and all French benefits are part of the salary. Uh it's just not just what you pay employees. This is a list. I developed this many years ago. If you want to see in two pages all

023the different budgets that we have, it's on page 11 and 12. You're you're you're going to see all the uh sorry, you're going to see all the funds, all the budgets that we have and you're going to see the program director, you're going to see the dollar amount and everything. So, in this in those two pages, you can see what are the all the budgets and the finances of the school district. Okay, now we're going to the budget for next year. Now, the budget for next year is not the is complete. The only thing is pending is what the legislators are going to do with the salary increases. And and I'll show you that amount. If they if they're going to give us $5 million, then revenues for next year are going to go up

024here by five million. And then appropriations are going to go up by 5 million because we have to do the revenue and then we have to appropriate the expenditures. So you see that the budget for next year in the revenues there's no deviation. It's a 0% increase and it's pretty much the same thing for the uh total appropriations. Uh we're doing we're doing this it doesn't have anything we haven't added anything to uh to the budget that's material. The four groups that we discussed are right there at the top. You you have those the general fund, you have special revenue funds, you have debt service. We have to format the budget like that. So when I come and get the budget approved, this is the only document that you're going to see as backup because

025TA puts the groups as we just went over them and then we put the line items where they are. And this is a budget document, the only budget document that we approve when the budget's approved. Even though our book is so big or whatever, we have to summarize and condense all the information and put it in this format here. There's 20 20 25 budgets. As I told you, you want to look at what the budgets are. You can go from top to bottom. Those are all the different budgets. And it's broken down by 6100, 62, 63, 64, 65, and 66. So you want to look at transportation, you just look at the budget of transportation GT. That's what the budget is. Every budget that we're going to approve for next year is on this page

026and it's summarized in a way that you can compare it and analyze it and see what is it that we're spending it on. These are the revenues for next year. And we do we always do a comparative analysis to the previous year to make sure that we have a basis to compare. And like I told you the revenues are the same. Uh I will go over in another in another slide when we get to it. But let me let's just let you know when I tell you that the revenues are the same taxes are not going to be increased for next year. there's not going to be a tax increase. That I can tell you right now. Okay. And uh if anything might be uh it might be that they're wanting to reduce to increase

027the homestead from 100,000 to 140,000. That's one of the things they're they're looking at doing again. They had just increased it to 100,000. Now they're wanting to go to 140,000. And this is appropriations. They're also the same. No increasing. This is the M fund. We're looking at the M fund. This is the fund balance. Fund balance can be a little tricky and it can be a little misleading if you don't know how to how to how to interpret it. Uh you see there at the beginning of the year we started with $63.2 million. The previous year we were at $70 million. We at 70 million is the highest amount that we've ever had in our fund balance in MO ever. Now it's going down a little bit. Now you see there there's a deficit of

02815.4 million. And then you see to the left the listing so we can account for it. And there's two increases that we did. That's about 8.9 million. Then you have that artificial turf that we brought to the board for that we're doing for Eagle Pass High School. Then you have the the the system the AC system at Memorial. And then we have a geo study that we had to do for that. Once you add all that up, a lot of times when we look at at them individual, we don't realize how much it is. It is $15.4 million. We have to take that from the fund balance. Those are one-time expenditures. So that's why we need to be very careful when we interpret fund balance because we need to keep them separate. One-time expenditures were

029versus fixed fixed expenditures. The 8.9 are fixed expenditures for the salary increases. The other ones are onetime expenditures. So you have a combination there. And then it's going to drop to 47.7 47.8. Then we have to carry that $ 8.9 million uh deficit for the salary increases because it's a fixed cost. It's a reoccurring cost once you do salary increases and then it brings us to 38. Then we have to carry that deficit again for the salary increases and it brings them down to 29.8. Uh this fund balance is going to be a little bit better than I see it here because we run a very tight ship with uh how we do our revenues and how we do our expenditures and how we control expenditures. So, it might be a little bit better than

030what it's now, what I'm showing you now. But this is something that we need to realize that uh when the legislators gives us more money, we need to realize that that money is going to be targeted for salary increases. So, they're going to give us a money and we're going to spend it in salary increases. So, that should not affect uh your fund balance. Want to make sure we understand that. That's your history. Like I was telling you, it used to be at $70 million. As you see there where I highlighted it, we used to have our fund balance at 17 million. We had it for many years since I've been here. I think when I started, we were at 2 million and you saw it went from 17 million to 51.7 to 66.9 to

03170 million, 63, 47, and 38. That's that's basically our history of our fund balance. Fund balance you can say it is what you the reserves that you have in the bank, the money that you have in the bank, the cash that you have if you want to call it. There's a lot of different ways that you can uh describe fund balance, but it's pretty much the money that you have. And then over there on top, you see the tax rate. The tax rate has really gone down by a lot substantially. the the tax rate has gone down uh every year and I think it's going to continue to go down and that's a general fund. These are all the 20 budgets. The the fund balance that I gave you right a few and a few

032slides ago was for the M. This is when you do the fund balance. It's pretty much the same. At the end it was 29 point something 29.8 30 and this is when you put all the other all the other budgets together. You want to know how we rank with fund balance with other districts. You want to say, "Okay, that's your fund balance. Okay, so how do we how do we compare to other districts?" And there you see all the peer districts and you see that we're not that far from anybody. You see that we're doing really really good. Uh there's a one district there that I know that when we get to that slide that pays their subs a little bit more than any other district. They're in a they're in a deficit budget. They're

033in the they don't have money. So a lot of times when you're going to do initiatives like that, you need to realize the the funding component of it. Yeah, they're paying more than any other districts, but when you look at their fund balance, they're they're in the deficit. They don't they don't even have a zero fund balance. they have a negative fund balance and that's really dangerous. Mr. We spend for the every month question. Yes. The you just compared this from the 20 23 24 23 24 two years ago correct yes because those are the only audited figures that we have. Okay. These are audited figures. These are firm figures. The 2425 that we're doing, we're going to get audited in November and it'll probably go next summer and when I give you the report

034for the budget for next year, it'll be there. Yeah, those are audited figures. We're not at 64 anymore. We're at 47. Huh. Yeah. Because this current past year, we are at 47. Not at 64 million. Yes. Yes. And we might be even better because sometimes I'm we're very careful how we spend the money and sometimes I have four four or six million dollars more than than what's in there. I mean this is worst case scenario. I mean we do do our controls as much as possible and the staffing formula saves us money every year. I had to emphasize the staffing formula that we have. The staffing formula that we have saves us money every year. Mr. Costilla has been with me for several years and when I was using the staffing formula and he started

035with me, he would see that I would be deleting 22, 25 teachers and so forth. And because enrollment goes down, staff goes down. Enrollment goes up, staff goes up. And a lot of districts didn't do that in the state. They did not take that and they just did things the way they were used to doing things and that's why they had to be letting uh teachers go. So that's what we spend every month. Uh the the the average is $15.8 million. It's a big operation that we have. Uh what I need the board to understand is that transfers transfers out. These are subsidies. This is money from the M. M is giving $29.2 million to all these programs because these programs do not have enough money to fund their budgets and you need to understand

036them. Uh it's very clear transportation because the state only funds about 20% of what's required for transportation. When you have these subsidies, the problem is that the state's not giving us the money enough to run the statemandated programs. So, we have to come in and pay for it. When we do the the reimbursement formula for the transportation every December, they never give us the money that we're entitled. They just give us a very small percentage. You have a special ed there. Also, special ed department is another one. Every program that you see there, you have athletics. Athletics doesn't make any money. 160,000 a year and their budget is over $6 million because the state doesn't give us money for athletics and then and that's a program we're required to have there. So they they're doing

037an an unfunded mandated programs that they're just not funding. So we are subsidizing $29.2 million from the M budget. Question for this programs. Question Mr. Mih. Um, have you left the percentages the same in the last several years, athletics, special ed, and transportation? Yes, around the same percentages. Yeah, the only time these percentages change, okay, is when we have a salary increase. When we have a salary increase and the 5% and the insurance is going to go up next year, 5%. This go up. So, we were looking at the budget, one of those budgets, and one of the directors said, "Well, why are you why is my budget $400,000 more like because 5% increase in the in the health insurance and because we give a raise last year?" So, they they they go up. Thank

038you. Okay. And then then just to compare from last year to this year what we have in in the transfers so we so we can be transparent. It's the same amount like you say it doesn't go up unless your salary increases. Same amount. These are the projects that we did this year. We worked together with Mr. Orlando Selenas, Pedro Felain, the superintendent and the board. And there you have a list of all the things that we did this year. and it cost us $10.7 million. So, we have a lot to show with the monies that have been spent. We can show it that this is what we did. And I know we're looking at a bond issuance that can might come up in the venture. That bond issuance is going to help us too with

039the projects. That way, we don't have to fund them from our fund balance. This is another diagram one through five. If you if you see there and then you see that we did about 30% for the first five years in salary increases and then you do uh six through 10 and then you see what it cost us the next five years. When you look at everything that's said and done, it's a big percentage that we've invested on our staff. Those are actual approvals of salary increases through the last 10 years and we're looking at $29.3 million. Once you add all the projects that we've done, we have not passed upon issuance or everything that we've done has been from from fund balance. So the last eight years we've spent $89 million from fund balance. And

040then the 10-year u salary 29.2 we've spent 118,294139 and we had not spend it in salary increases and in projects our fund balance will be $166,64 and 654 because all that came from fund balance. It didn't come from anywhere else. So that that way you can kind of see that what we've been doing with our fund balance. uh uh salary increases as you see there highlighted it's a fixed and reoccurring expenditure uh increases once you give it it's it's there forever enrollment has gone down substantially for this district and it has just not been for EPISD some Mr. somebody was saying about other districts that are losing enrollment and uh it's it's been happening everywhere and just so you can compare there uh for for 20 2425 versus 1415 we've lost about students and in

041ADA we've lost another big chunk 1828 in ADA so we have adjusted our budgets to make sure that we are not spending like we have 1500 kids. All the budgets have been adjusted, but we do have less students. We get funded on an ADA, not enrollment. You can have an enrollment of 14,000 for the year, but at the end of the year, if only 11,000 show up, you're only going to get funded on the ADA, average daily attendance, not enrollment. The vouchers are funded on enrollment. They're not funded on ADA. So you would think to say that if they're doing vouchers on enrollment, they should have done districts on enrollment. We would get $18 million more if we would be funded on enrollment. $18 million more. And vouchers are in enrollment. It's contradictive there. And

042this is uh if we reduce 5%, it's a big chunk. $5 million that we that we lose in money. uh 2% we lose almost $2 million. So, we're doing everything we can on the enrollment to keep the enrollment high, but it hasn't gone up. We've already tried everything, right, John? And and and it's just been very difficult. Question in the enrollment numbers, I mean, we're growing. We're not getting smaller. The city's growing. So, how does the ADA are these pupils enrolled or is this a daily attendance? Okay. Which issue is it? We're not increasing. Every year we reduce enrollment. We we we've been reducing enrollment every year. We we still have not gotten to the point that we've increased enrollment. Now on the on the ADA, the ADA that that ADA is a percentage of

043the enrollment. So, if you're at 95% uh attendance rate, then you're doing you're doing okay. I guess that's what we used to have. But if you going if you're doing at 97% uh uh then you're doing much better. So, that's the way it's calculated when it's looked at. It's uh the attendance rate it's very important and that's what John looks at and that's what everybody looks at. When you're at 92% like when we were in CO at 90% then you're losing 10% of of the of the of the students that you're not getting funded for. And it's unfortunate that it gets even worse than enrollment. You need to also look at FTEEs. all the other mandated programs they work on FTS and the FTEs like for Kate like for special ed and all that you

044even you even you even lose a lot more money and I don't know if Victor remembers Perry when region 20 here was here they asked the question uh one of the presenters from region 20 why is it that I lose money when my Kate monies go up I lose a money in in in in in M because there's some some programs that affect ffect your your M and Kate is one of them and special ed is the other. So if you have more students in FTES in Kate or in special ed, you're going to get less money in the M. So it's all those weights that uh go into the computation of how you do your your your your funding and you are affected. But the the the thing that we're looking at is we

045don't know how the vouchers are going to affect our enrollment either because vouchers have been approved already. So, and they're going to get certain money. If they don't send their kids to school, they're going to get $2,000 or something like that. And it's we don't know what effect that's going to have on us either. So, that's going to be kind of interesting. Now, now just very quickly, uh, Eagle Pass has been growing and, uh, as a city and even as a county, but it hasn't materialized to students. We've been losing enrollment every year. We lose maybe 150, 180. Uh, 5 years ago, we lost like 200. Mhm. You know, so it hasn't materialized in enrollment. It's kind of strange after kind of. Yeah. Yes. Very strange. Very. That's what I was telling you, Mr. Vera.

046I highlighted the ADA, but then you have all those FTs, FTS. You see where it says FT, FT, FT, FT? That's the other side of the formula. It's not just a one variable formula. That that you see there is what we sent to TA and it shows it to the left the previous year and it's casmo. Yes. What's FTE? Huh? What does FTE mean? Fulltime equivalent. Thank you. Can you explain what a fulltime equivalent is? Yeah, there their their weights. Every program has different rates. V2, V1, V3. That's for Kate. So every V1 has a a different weight. Every V2 has a different rate. Every V3. And then once you add them up, then you come up with the FTEEs. So for example, in Kate, we've been losing funding because their FTEEs have been going

047down. The FTEs there, they don't they don't work with ADA. Kate works with FTES. ADA is not in the vocabulary. And then the other one is special ed is a combination. Special ed works with ADA. There's a there's there's a component that we they get funded on ADA and then for special ed there's a separate component that gets an FTE and that's why you see special ed some of them have FTES there and some of them have ADA. So it's a process and then PS puts it together. By the way, before when I started this a long time ago, I had to do it by paper. So now it's all all computerized. It's all computerized and everything. And I just wait for Jesse to have it. This this is a Jesse report, Jesse Montalo. So

048I ask him, Jesse, give me the report because I don't computate anything anymore. I I just I just want the report and then I use the report to do my analysis. Tax rates. Look at the tax rates uh for 20 years we reduce our tax rate by 40%. Once you start adding the tax rate it's we reduce our tax total tax rate by 40% and then you have the different broken down there INS and M and then you have the city they've increased their tax rate by by a lot. You have the county and the only other entities that has reduced their tax rates in the in the last 20 years has been the Maverick County Hospital uh district. It's only been them and us. Those are actual figures. That's where we fall with our

049tax rate. How do we fall with other districts? We're one of the lowest districts that has we're one of the districts that has the lowest tax rate. And if we pass a bond election, our bond amount is very low. As you see there, it's 071 compared to districts that have double of it. So, we have a lot of room to go ahead and do a bond election. We don't have a very high INS rate. We have a very low INS rate. Like I told you, taxes for next year, you have their this year's taxes, next year's next year's tax rate, they're going to be the same or maybe even less. Values did go up by 13%. That's what we're anticipating. They're those of you that are with the appraisal district, you're going to be in

050the summer, you're going to be doing all that, but that's the number I'm going by. And then once that's done, then I compare it to what I have and then we make the adjustment. values are going up like crazy. Not just in Eagle Pass, everywhere. Somebody was saying that our city has grown but not our ADA. But I need to let you know that tax property taxes have gone up in Eagle Pass and continue to go up every year. Those are going up. This is what I use to calculate my the computation that I use to calculate the tax rate calculations. Our T we collect 26.6 million in the M and we do 2.6 million in the INS. That's very close to the graph that I had showed you at the beginning of the presentation.

051This is a good graph to look at. We're at 96.85. That's what we have the budget taxes and state 145 145 million. That's what our budgets are at. Very interesting situation. That's why I tell the board all the time, we need like the ADA that you want to go up or the attendance rate. The attendance rate, this is the same thing. If you collect more, the state will give you more money. In essence, if I was going to go to 97% right now, I'm at 96. If we do all our efforts, then we're going to get $93,000. If we go to 98%, we're going to get rewarded even more. 99% $1.1 million. And there's been times that we've been at 99%. Those are the things that we can do to increase our revenues without having

052a tax rate increase, without burdening our taxpayers, by being as efficient as we can with our collections. So, as you see there in the graph below, there's been times we have been at 99%. Those are the values that I told you 13.5% that's a double digit on the values for for next year. You will have people complaining that why their values are going up by so much. This is the budget assumptions for next year and you see that pretty much the tax rates the same. Uh you see that the values when the values go up look at number 20 25 our local share goes up in millions of dollars. So every time our values go up, the state says, "Hey, you're what what you're responsible for now is going to be more." So they deduct

053more from our finances, from the from the monies that we're entitled. That number 25 is a deduction. They don't let us keep the money. The city can keep the money. The county can keep the money. We districts do not because the state stays with the money. It's a very good very important concept to understand because a lot of time oh your values are going up by 13%. You're getting more money. You know the state's making us making us pay more and they're reducing it from our allocation. Look at what it went when it went from 22 to $25 million. That's why we have the 13%. You see I'm below 13.54% and 13.4%. Those are all values. When I'm doing the calculation, I have to understand that I don't keep that money. A lot of districts

054don't make that and they keep it and then they get it reduced and now they're in a deficit. Yes. Uh Mr. is one question and I guess excuse my ignorance but um you're mentioning that you know our tax rate hasn't gone up and of course that's great right uh how much of that is influenced has our tax role gone up the tax basis that we collect our taxes on over let's say 10 years it always goes up that's always going to go up your tax rate right now with us it it has to go up because values are going up. Oh, no. I understand. Yeah. So, those ones for the last 10 years, they've always gone up. And the ones that have gone down is a tax rate because when you have both of them

055going up at the same time, you're really taxing the taxpayers. No. Okay. I because they're getting a double whammy. They're getting a double whammy. So, so the only thing that has helped with the taxpayers is that last year they did the homestead exception to a 100,000 from 40,000. That was good because they would call me a lot of people that know me and tell me, "Mr. Mihis, am I correct? I don't have to pay taxes at all." And I would tell them, "Yes, you don't have to pay taxes at all." So, if they increase it to 140, it doesn't matter what the tax rate is or what the values are, you're not going to pay taxes. And I think when we get to that slide that there's a very good possibility that they're going to

056increase it to 140. Thank you. This is a calculation that we have to do in order to do our unencumbered fund balance. We had to calculate what now just to to because we have new board members. Just very quickly just to summarize something about collections. If we receive 100 million from the state or if a year we receive 100 million from the state and we collect 20 million in taxes. Okay. If the next year we receive 25 million collect 25 million the state is going to take those 5 million from the money they give us. So if we collect more the state is going to reduce what they give us. So, we are the only entity that when property values go up, we lose the money because the state keeps the money. They are telling

057us, you're collecting more, you don't need our assistance anymore. So, for us, for district property values to go up, we don't benefit at all. Even we're collecting more. Okay? So it's like you're you know you have an allowance and then you get a job and your mom says okay you already have a job let me take this much of your allowance away. So that's the way it works. It's a formula. You can make a box like this in the formula and if you collect more taxes more taxes you're going to you're still going to be in that box. Now if the values go up they're going to say you're richer. That's what they're going to say. Eagle pass ISD is richer the wealthier. So in the formula that they have because I I have to

058do it's like a 100page formula that that I have to calculate. It's already in there. They're going to reduce it. Collections if we increase our collections they're not going to reduce that as a slide that I show you. If you go to a collection rate of 99% or 100% we're going to keep all the money. The only time we're not going to keep the money is when the values are going up. because they say we're wealthier. We uh we have more money and they don't want you to keep more money. This is the budget for next year. The variances that we have to do, we have to compare it. We have to post this in the newspaper. As you see, it it it's a very small variance. We even have a negative variance. It's not

059even hundreds of a percentage. Um so, it's pretty much the same budget. This is a debt. If you want to look at the debt Eagle Pass has has right now, this is what we have right now. At the end of this uh August 31st, we have a debt of $34.2 million. And then you see number one and number two there. One of them is a 13 year. In 13 years, we'll pay off one of them, the number one, the or 29.5 million. And then in nine years, we're going to pay the other one. Now to realize here with the debt is that this debt includes instructional facilities and noninstructional facilities. This is the whole debt of the district. And when we've passed bond issuances, we've always gotten state assistance. We've gotten IFA, instructional facilities allotment,

060instructional loan, and we've gotten EDA, existing debt allotment, which is noninstructional. So here you have the sack. The sack cost uh 20 $22 million. It's here but you also have schools here. You have liberty. You have randosa. You have all those mancha. You have all those schools there. So here this is the the total in nine years and in 13 years if we don't pass any more varnishments we will be debtree. This is a computation for existing debt aotment which is the one I was just saying non-instructional EDA and they gave us uh they they fund part of it if not we would have to have a higher tax rate so they've been funding our our uh payments our debt payments this the state which is a good thing and this is the IFA they

061have also been funding the IFA and uh they they give give us a check. Well, they don't give us check. They don't give us checks anymore. They wire the money. Uh they wire the money and they give us the money and then we just levy the difference to the taxpayers. So, the taxpayers are getting a tax break. This is what we're going to put in a newspaper for the tax rate. When you compare it to last year, it'll be probably the same tax rate or less tax or or or less than than what we have right now. This is a calendar that we've met. We've been working really hard to meet this cal this this budget workshop. We had a good meeting during noon. I don't think they wanted to leave the budget committee. They

062stayed there long after the meeting, but it was a good meeting and and and and they have the the manual with them and I gave him all the information. We're looking at approving our budget on August the 19. Why August the 19th if the budget's already prepared? Because we have to wait for the appraisal district. The appraisal district. We had to wait for them and until they give me the information late in July. Then I had to do tax calculation and do everything else and then do it here. But uh at that at this point we're waiting for the state on the salary increases and we also uh are going to be waiting for any other changes. These are the salary increases. This is what I show you every year with 1% cost. Most of

063the employees um are professionals. That's where most of the cost goes which we understand it's about 900 employees that are in that position. Uh it's teachers, registered coun librarians and other other professionals. It cost 1.1 million to do a 1% and then you have this the the the thing there that I highlighted approved salary increases are fixed and reoccurring expenditure increases to the annual budget. We need to always understand that that's what it is. This is the step. We have a step of $50 and $100. It cost $82,000. That's what it would cost to do the step which we are which we will be recommending. Uh and then when we get whatever we get from the state, then we'll bring that item back to the board. That's going to be the recommendation. I'm going to

064give it to Samuel. Uh so when you go back there, u uh you can see that that is the recommendation. uh we're only doing the step. We did tell that to the committee. The committee budget committee understood that at this point that's all we can uh approve and as soon as uh as as maybe as soon as next week maybe they'll decide on the salaries then we'll do another agenda item and bring them to the board. We want to have the salary increases done before July 1 because there's a stipulation and with um with TA and with um the way we do they they do the retirement that if we do it after a certain day it affects their retirement. So that's one of the reasons we do the budget so early. So hopefully we'll

065have something ready the very new uh few days ahead. That's the salary increase that we did la this year which is applied for this year. If just so everybody will remember I know we have new board members this year that's a salary increase that was approved. There was a salary increase for this year and that's what what's what the superintendent recommended and the the school board approved it. So you'll know starting salary this year 2425 starting salary is 55,000 next year we have there 2526 55,000 let's suppose the salary increase that the that the state gives is $6,000 just so everybody will know what we're going to be doing here yes the employees will get the $6,000 from the state hiring starting salary will go to $61,000 just so so we all can be on

066the same page because we always want to keep this when we give a raise, we want to raise this up so we can be competitive. There are districts already that are paying $60,000. We are on the next slide. Eagle Pass, we have the highest average salary of any district. The state average is 60,000. We're 6,384 above the state average. We pay more than North Side. That's a very rich district. Judson, San Antonio, Alamo Heights, LA, we pay more than all those even Austin. So if as we were discussing during lunch, this is when we say average salary, that means that the the the district employees that stay with us, that have worked with us at least 20 years. That's where the average starts at about 20 years. This is a pay structure. You have the

067booklet. I gave it to you. These are administrators. So you can get get an idea. These are contract employees that go to the board. And uh there are administrators pay 14 through 20. And that way you can see how they're categorized. The higher the pay rate, the more responsibilities and the higher the position is. And and then the next one is what what these employees get paid. These employees are not hourly employees. They get paid on a daily rate. So that's what you have at their daily rate. If they work 226, it'll be that number times 226. We always start our employees as you see the footnote at the minimum. If they're if they're coming at the minimum, most of the time it's at the minimum. This is the par professionals. What are par professionals?

068par professionals are employees that either have to take a test and they have to pass a test, right, Mr. Guza? Or uh employees that have to have a two-year degree to be instructional aids or whatever they're they're going to be, right? So, there's some type of requirement here. It's not just I can be a par professional. No, you had to meet one or the other. Those are what the par professional. And this on the next page, these are hourly employees. they get paid by the hour. Now, if you see the minimum there, that minimum is very important because we're trying to stay competitive with all the uh categories. But if they increase the minimum wage, this is already up there. It gives us bloom in case that minimum wage because I've heard it's going to

069go to $15. It's going to go to $14. It's going to go We already the lowest pay grade, which is pay grade three, which are the instructional aids, we're paying them $16 an hour. And then the higher pay grade, the more you get paid. The next one is a manual trades. And this one there's no test requirement. Basically, you have to have a GED or if you want to be in the high plate 56, you have to have some kind of certification. So, here this is where you have the custodians as you see the breakdown all the of all the different caf cafeteria managers, buzzes and so forth and so forth. Those are all the positions. And then there we're at $14 the the the lowest pay rate is at $14. So when we're working

070with this, we might if we get so much money from the state, we might increase the the the pay scale a little bit so that maybe 52 can at least be at $15 an hour in case something later comes up with a minimum wage. We already have that. Something like they came up with uh the RNs that the state said you have to pay RNs a certain amount. It had never happened before and those ones we had to make an adjustment I think was last year so that we would not had to pay them on an hourly basis because if we would have been paying them below we would have had to pay them on an hourly basis and believe me you don't want to be paying RNs or administrators or teachers on an hourly

071basis. Sure. Question. Yes. On pay grade what pay grade do we have our um non-certified teachers at the secondary level and where do they start? the non-certifies or the ones that have a certificate or special permission. They they start at the same. They start like a teacher. We pay them the same. They're going to be with a teacher's pay grade seven. Uh it's a pay grade 7. It's a schedule that I show you. Beginning salary 55,000 and then next year this is a schedule. That's where they fall. Let me let me take you back so you can look at it. You see there where I highlighted teachers at the at the there? Yes. Those were the that's where they fall. Pay grade seven. Those are all pay grade seven and they get paid the same

072the same as a certified teacher. And then the only drawback is if they don't get certified then they don't renew the the the contract. Yes. Yes. You're welcome. Now, this is a breakdown of where your teachers, librarians, counselors, and registered nurses are based on the number of years of experience. I highlighted them so you can see on the experience side of it where where we have the most teachers and where we have it on the non-experienced. And it's interesting because we do have one that has 50 52 years of experience. This is a breakdown. We were talking right now about teachers. These are all the the professionals which are the teachers. That's that's you can see account to the right and to the left you see the positions. We have uh 865 in that category

073for professionals. Then you have administrators. You have the count par professionals which is the category I was going over at manual trades. And then we have a total of 2400 employees. 2,433 employees, which is a big number. Health insurance, health insurance is going up by 5% for next year. The district's going to pay the 5%. I already worked uh the math on that. And um that's that's basically what we're looking at. And we have a 1,659 employees there or participants. That's the rate if you want to know what they get what the rate is for health insurance. And when you look at the one on the next slide, it's the same. We're not making changes to what the employee pays. They're going to be paying exactly the same thing. This is health insurance. Uh the

074district pays $944 every month. The school district contribution. That's what the district pays. And for the whole year, the district pays $11,328. That's for every employee. Whether the employee makes $16 an hour, whether the employee makes $24, everybody gets the same benefit. And that's what EPD pays um for their health insurance. And then here, so you can see for the whole year, uh the employee only pays 8.47%. The district pays 11,328 93% and that gives you the 12,168. So the district is paying almost all of it. Those are the rates you see there. Now can you go back to page 112? Yes. Employee. No district. Now when we look at sometimes San Antonio is paying uh3 or $4,000 more uh than us. But in reality, San Antonio is charging their employees a lot more. Right.

075Correct. So, uh, is that the amount that that the the district contribute 578 and we contribute almost $400 more. So, that's $5,000 extra that their employees keep in their pocket because they don't have to pay insurance and they don't get tax on it. And they don't get tax on it. Uh, Is the level of insurance? Excuse me. The level of insurance. Yes. Yes, we Yes. We have a very good health insurance. Right now, we are and I don't know if you're going to discuss the contract with the hospital, but we are dealing with some contracts so we can keep the lowest cost we can so we don't have to be increasing uh health insurance. Yeah, the plan pays 90%. and and I have had employees leave to Valde and and John can attest to that.

076Uh he got a $20,000 raise cuz he got a promotion over there, but it was $8,000 a year in extra insurance. So, he really didn't get much of a raise because they do charge a lot of extra more for the insurance. Okay. the substitute teachers. I know we brought this that was somebody that presented to the board several months ago. This is what everybody pays. And you have Hondo at 85. You have at 100. And then you have us one through five. You have the major districts, Eagle Pass, Laredo, North ISD, San Antonio ISD, United. All of them are paying what we pay. And then you have North Side at 130, San Filipe 130, and then you have Crystal City, which I mentioned has a deficit fund balance, they're 140. So those that's that's what

077districts pay their substitute teachers that are certified. That's those are actual figures for this year. And we compare them to TASBY, and we compare them to to to and also call to make sure we had everything right. Those are the rates so that you all can look at that. and make a decision based on data. So this data is based on certified. Yes. Yes. Yes. That way you can make it on data what's out there. Uh I know I was told about the uh when when there's three weeks that employees don't get paid and this and that. So, what we did on every pay stop, as you see there, we're going to put a note. We already started with a note and every time employees get paid, they're told when their next pay check is

078going to be in the date. That way, we can avoid that problem. Thank you, Mr. It's done. This is health insurance. We've been talking about health insurance a lot and we spent over $25 million in health insurance. It's always a big ticket item and since I've been here, it's always been a a big ticket item. Right now, we're having to face uh the hospital in 2011, which is 14 years ago. I I'm the one that negotiated the contract that we have with the hospital right now. But back then I had to come up with this with this letter because we didn't have a contract. So I sent that letter to everybody. And you see the date 2011 and I signed it because they wanted to get paid a lot more than what we could afford.

079It's a matter of what we can afford and I they wanted 15% increases every year. Mr. If I may ask, as I know you you just mentioned how much we're paying for insurance, but we also have to look at it at how much the employees have saved throughout the years and how much you've been able to the employees have how much they have saved with uh the moves that you've made in the past few years, which is a good move and correct. I know we've talked about it, which some of us wish we had that insurance, you know, because correct pretty good. Yes, we've we've we've done a lot of initiatives. We were the first one back then before then that we started using cost plus. We were the first district to use it. And

080when I looked at it back then many many years ago I said I can't go to the employees and ask for a 25 30% increase because that's what the insurance market is and it is what it is. So we implemented the cost plus and we were the first ones to do it and now it's being that go to conferences and everybody and they want to copycat it to a certain extent but uh that saved us a lot of money and that's what we've been able to do what we have been able to do with the health insurance. Now the the the hospital was the only piece that I had to deal with when I did the cus plus that to finalize everything. And when we looked at it, they wanted to increase their premiums every

081year by 15%. It doesn't take a rocket scientist that after three years they we're you're at 60%. Because it's cumulatively. So the deal that I worked with them was okay, we're going to do 2.5% increase every year. And that's a deal we've had since since uh 2011 that they can only increase their rates by 2.5%. This time for the renewal they want 6%. Which is what you have here. This is what you have here. If we do 6% which is what they want. Remember I told you it was compounded. It's 6% then you compound it. 12% then you compounded 19%. So we go to 6% my 6% might not seem really bad but it is when it's compounded it's a 37.46% increase. If we go with what I've always given them which is 2.5 it's

08215.25% increase and that's where we're at right now. I think the last thing that they said is that they might be willing to go to five or 4%. I to me that's unacceptable because since 2011 we've had the 2.5% increase. Why should we be paying more? So that's where we're at with a hospital. Legislature update. We're going to go over this slowly just to make sure we're on the same page. There's there's uh salaries. We have two options that that are out there right now. House bill number two is to increase the basic allotment and you see the amount there. Bottom line, this would give us $4.2 million more. That's how much we're talking about. And and then the the way that the current law is is that 60% we would be able to use

083it the however we want. The other 40 would be designated for salary increases. And then out of that 40, they would designate 75% for teachers, counselors, and librarians and 20% for other employees excluding administrators. To me, this is the best one. If we were able to get one, it would be number one because you really have a lot of ways to control the funding. Number two, I don't like because it's $5,000 or less for 5,000 or or less students. They're going to get more money than if you have more than 5,000 students and they're going to exclude teachers zero to two years on the on the five on the first the 5,000 or less. Zero to two years, they're not going to get a raise. And that's something difficult because we've never done that. And

084then B, which is us, we would be getting a lot less money for our employees than than A. We're B. We're in we're we're 5,000 or more. So we would be getting half of them salary increase. This is disproportional in all any way you look at it. It does not make sense. So, I'm hoping number one passes. Property taxes. I told you we there was a component there. They want to go from 100,000 to 140. They're looking at that. Uh they're also looking there, Mr. Libson, on the tax rate. They're looking at reducing the tax rate by 3.31 cents. So, here you have a double double whammy here. you're going to increase their uh exemption and then you're going to reduce your tax rate. Both things are going to benefit the taxpayers and the businesses,

085not just not just Homestead, but the that 3.1 3.31 is going to help the businesses because that applies to everybody. The other one that you have there is the um for businesses. Businesses right now, they get tax on their personal property for 2500. They're wanting to increase it to $250,000. That's a big break for the businesses. Huge. I've never seen it that that large. So, that's that's that's good. And then you have what I explained to our superintendent, they reduce our charge money and there and and it looks like if it's moving that they're going to give us some of that money back. So, those are all the I know there was a bunch of bills, but these are all the bills the bills that we are concentrating in. We're going to go to staffing

086formula real quick. Staffing formula is is is is uh is driven by peak enrollment. Peak enrollment. Not just the enrollment, but whenever they have the highest enrollment at any point in time during the year. That's what's going to determine their staffing. Okay. So, just so we can get acquainted with what we have here is Eagle Pass High School is a campus in the whole district that has a most students. That's why I highlighted it. And then you have Sigin is a campus that has the lowest student. That one in Kersner, they're at the they're at the bottom. 299 kids and 109. Very few kids. And then you have Armando Cerna. That's the elementary that has the most peak enrollment for this year. Just so we can get acquainted. Uh we're looking at at our enrollment

087here. Mr. Morris Libson. You see there it has 2425 pick and enrollment and then he has a previous year and see how consistent it is. It's not really fluctuating a lot. Most it's basically the same. So for everybody to understand our pick enrollment is not going any any any any wild directions. This report comes from beans too. Mr. Jesse Montalo provides me this uh complex computation. This is by grade level. On the next page, you want to know, okay, I want to know it by grade level. I want to know who's what are the grade levels and so forth, you have it there. This also comes from PES. They do a very good job in giving me the reports that I need. This is our list of the buildings square footage because we use for

088our staffing formula square footage and I highlighted some of the campuses. We don't just tell campuses this is your staff. We we use square footage and enrollment to determine that. We use data, comparability. A lot of times we discuss what comparability is and somebody's moving teachers left and right and some people are complaining, why are you doing it? And you hear that word comparability. We have to be comparable. That's a federal requirement. We don't have a choice. And there you see the ones that are highlighted. They look at the lowest cost per student. And then you do the formula that I have there on on top and then you have the the ceiling and the floor and they have all the campuses have to fall within that and if they don't we have to move

089teachers. Remember I told you the budget 82% is salaries and we have to do what we have to do. Since I've been here we've been comparable every year and I this year I work with Mr. Renee Martinez. We had to do some things in here and there, but we were able to to finalize it and get it done at the end. So those are all the campuses. That way you can see what their cost per enrollment is. This is powerful information because hey, this is the cost per enrollment for this campus. This is the cost per enrollment for this other campus. And it's not an exact science. It's just a formula. They group the two high schools together. We do the comparability and then we group the two high schools and we have to submit

090it like this. I give it to Mr. Martinez to submit it in the format that's required. So the two that are looked side by side are the two high schools and they had to be comparable and they are comparable. And then they do the two junior highs, they are comparable and then do they do all the other elementarymentaries and early childhood centers and we have to be comparable. So when I'm working with this I don't like working with this. It gives me a headache because I say I have I get the budget approval already and everything done and then I still have to be working with budgets and making the changes and making the reassignments and and doing what we need to do. But we don't have a choice. They will stop our funding. If

091we don't are not comparable, they will stop our funding. These are the ones that are exempt. DAP is exempt. So you can look at the cost per student in DAP. when the other ones are 7,000 8,000 the AP is 46,000 look at the cost for Kersner it's way over that's a school that if you would close it down you would save more money and redistribute the kids because you have very few kids this is a spreadsheet if you want to sometimes they call you and they say hey my uh my teacher to student ratio is very high we have so many kids in our classroom or whatever I highlighted Eagle Pass High School there and you see Eagle Pass High School is highlighted and then CC win below in in art they're 21 to1 and

092CC win is at 20 to1 those are very good rates ratios right Mr. Those are very good ratios because their ratio should be between 25 and 30. And then and this is this was this is this year. And then we're going to go to the next slide. Let's look at um the other the other subject area which is English. I know we get calls in English. I have so many kids in my classroom. Eagle pass high school had 22. CC win had 22. We're keeping them comparable. Guys, this is telling you that the comp comparable competition that we did to be comparable is working. So they're they're they're side by side and remember pass high school has 2400 kids. CC has 18. The way the ratio is correct because they're getting less teachers. CC win

093high school has more teachers and that's why the ratios are comparable. It's telling you that the funding formula we're using is is is accurate. Leook math core area 21 to1 almost 21 to1 CC win you can't get better rate ratios than that and then you go to science you see eagle pass high school is a little higher than CC win we did the adjustment and I know Mr. Diaz looked at me when I did the adjustment when we did the staffing right Mr. We reduced already a teacher from CC win and we gave it to we go past high school. We already made an adjustment because this is data that tells it and that way when we make the adjustment they'll be very comparable. We already did the adjustment for next year. Social studies very

094comparable. Look here uh you're going to look at Eagle Pass High School for the last three years. At the bottom you have the total number of teachers there. The total number of students. Look at the consistency. There's not a big variance with the number of students for the last three years. They're pretty much staying the same. And then you look at C at uh DAP, we got the same thing at DAP at the bottom there. You look at CC win, the numbers are the numbers. They're very consistent. And then you look at EPJ and then you look at memorial or three years at the bottom. This is the the what I use for the principles. All the elementary principles know this formula that I've given that I've worked on and the G and we sit

095through staffing when we do the staffing with them and here we do ratios for three years and it's just a math computation. Math are the numbers and they already know me. I'm going to go with a ratio. Hey, you're here, you're here, you get one. Hey, you're here, you're here, you don't get one. Hey, you lose one. And you see, even by doing what we're doing, um, and I picked the R because it's in the in the southside, they still have very good ratios. Mr. Mihis, just to go back. So, comparing when to high school, the student per teacher ratio at high school is 26.8 8 and at win it's 2401. Correct. Yes. So on that funding formula I mean what what is the definition of comparability because I mean you're saying comparability and and

096all it looks like if it's just a funding formula but I need your explanation of it. That's that's what I like. It's a range when we're looking at this. It's a range. Okay. Between 18 and 22. It's going to be within the range. It's like when you get a lap of your you're within the range. They're not going to be exactly at 25 25. It's not going to happen, but it's going to be within the range. Now, the main objective that we have with the two with all the schools that sometimes we give a little bit more preference to the south schools when I see the formula working Mr. Costa and if I can give a little bit more of a preference, I'm going to give it to CC Win because of their economic disadvantaged

097students that Rene works on and everything. So I might I might give that little edge to DAR versus Liberty, but as long as they're within the range, you're not the objective here is not for them to both of them to be 25 to 25. You're never going to you're never going to get it's just that just that's not the way it works. Now the other the other thing that we deal when we're working with us with the the the ratios is that a lot of the times nowadays it's very hard to get the teachers because we don't have teachers. So this is this last two years is the first time that we went over the 22 to1 right Mr. Cost. So we decided I met with John and I said we're going to go over

098the 22 to1 because we don't have teachers. So that's going to dis distort the formula a little bit even more. So what am I going to do? I'm going to give the preference for the ones to be over the 25 to one more to the south and to the north for them to be on the other side as much as I can. But it's a range. And when you see the staffing formula that we're going to go over it for the district, you're going to see that it's a range. like high school can have more teachers, I mean more more enrollment, but if they're within the same range, they still get the same number of of uh FTEEs as another campus because they're within the same range. They have to go outside the range to

099be able to get that additional slot and you're going to see it. So, if I may ask, yes, you have CC win. Yes. with 24 kids per every teacher. Correct. In high school with 26. Correct. And the range you said was what? It depends on the subject area because those are all the teachers that we have there because as you saw once you start adding them up there's a bunch of them and if they're all within the range at the end it's going to look like it was distorted. But between 24 something to 25 26 that's a very good uh variance. It's excellent. So a question the question would be because I think CC win has 440 less kids if I'm not mistaken. Correct. So that means there's four high school has a little bit

100more. They have more teachers but they have six more teachers. Yes. They have more teachers. Correct. Six more. And then you look at the what you're looking at. You look at you look at the teacher to student ratio the 26 versus the 25 24. And that's a very good range because there's some campuses that elementary that are going to be at 19 to1 and some are going to be at 22 to1 and there there's there's a disparity but it's a range and remember all of them are below the 25 to1. All of them are below the 25 to1. Most of the ratio that I showed you in there our staffing formula says at the secondary that it should be between 25 and 30. So we have a lot of room at both schools. That's the

101way you look at it too that we have a lot of room. I took away an English teacher from Eagle Pass High School, Mr. Mi Mr. Werta went and talked to me and and he said, "Well, I think I'm going to need that teacher that you took away this and that." I said, "Okay, I'll give you the teacher, but when the numbers come in, you have to you have to justify it with the numbers." So, we gave him the teacher, right, Mr. Garcia? But when the numbers come in, we're going to look at to make sure that we can justify it with the within the range. But Eagle Pass High School, I mean CC W is always gonna have more than than than Eagle Pass High School because they get special funding from the federal

102government. They get more staffing because of their economic disadvantage. So they get more staff as it is because doesn't qualify for it. That's something that you need to elaborate on so that we can understand. I think that's the factor that's missing because based on the numbers and the numbers are I think the numbers are excellent 26 to 24 there's a formula but you if you can later elaborate yes I think 26 compared to 24 is excellent because based on these high school just has six more teachers uh to to eight yes eight more teachers for the additional 440 students but when you look at that spreadsheet that I showed you that we looked at all of them. Their ratios are very good. We just went through them. That number is coming from that spreadsheet. So

103the ratios that pass high school has I trust you, Mr. Mihis, if you can just elaborate. Yes. Yes. Let me show you. That's all right. You can continue. They're they're excellent rates. This is a spreadsheet that I showed you. And Mr. We can look at it later. Yeah, Mr. Mi, I know you got your numbers correct and all that, but you know, being a former classroom teacher over here. being a former classroom teacher and you know it's difficult right up to 30 kids 25 you know so and it you know it's very tough and the subject matter uh does depend on you know on all that but you know I know numbers are something but reality you know we're in the we're in the education business and and being you know when you're stuffing them

104with 29 30 kids now now we're looking you know as a teacher that's extremely difficult. Yes. And and then we have to look at the funding, right? Correct. If you're gonna be giving if you're gonna be going outside the funding formula, you have to have the money to pay for it, right? And I think that's what we're lacking here. So that's I think that's what we're lacking here. So if later you can just give us that information, I'm sure that there's a perfect formula that we are not I mean it's in spreadsheet. It's in spreadsheet that you have here. I mean when you look at all of them, the the the ratios are pretty are pretty comp comparable. And when you look at the at the report that we filed to the federal government, it's

105comparable, man. No, no, just to clarify something because you know I I think we, you know, when I was a principal, just to clarify something, I used to be a principal of glass. Okay. I would get 10, just an example, uh, $30,000 more than Liberty. Mhm. So, I would be able to spend $30,000 more in teacher supplies than Liberty because Liberty is richer. I mean, and and the more economic disadvantaged you are, the more federal money you get. Okay. Eagle Pass High School is richer than CC Win. CC Win sometimes even has money that they don't spend. Okay? So if for example I give in a counselor to Eagle Pass High School, okay, just as an example, they're not going to be able to fund that slot because they're richer because I pay I pay

106counselors out of state comp and title one and those monies get distributed per per allocation because of their property level. Okay? And and what's going to happen is that the Eagle Pass High School is not going to have any money for tutorial because it's title one money, you know, and and that's the difference, you know. So, so it is very difficult for us especially when we pay the IO out of title one and and and and stay comp and we pay all the counselor for state comp and and and title one. Now, that's the key that we're missing. That's the key that you're missing. the economic disadvantage. Actually, the way we have to say this, it's not that I don't think anybody's fighting comparability is just the fact that a lot of this seems this

107uh comparability seems discretionary. And so with that being said, it's just we're just asking the question because we want to know and and this isn't about a certain school or anything. So it's just our duty to ask the questions trying to understand. Yes. If I if I may ask just real quick. Yes. Or not ask but it's I guess the word comp comparability is just equal. I mean because all the schools are not equal. You're going to get more money. No such thing as equal. Correct. That's what I'm saying. Say equal pass high school is not going to have 26 kids ratio and TC win 26. There's no such thing as equal. But that's because of funding not because you're because of all the different positions that you have. for for for for example uh

108a bunch of positions. Ju just to give you an example, Eagle Pass High School has a minimum amount of migrant students. Mhm. Might have 20. CC Win is going to have 100 something migrant. So what happens? CC Wing gets a clerk for those migrants because they have the money because those migrant students are generating money for us to pay for a counselor clerk. If I may say 24 versus 26 is an excellent excellent comparability comparable. They're comparable. I do agree with they're not that a devi a major deviation would be 35 and 22. And I don't think we're you know saying that that's wrong. the 26 and 24. Excellent. Hold on. Yeah. They're telling me that the funding formula is doing the job. I think what Chris is saying is is is what we kind

109of we cuz I don't I don't think we've ever really gone into this into the formula. Yeah. And I didn't even know for that to us that comparability is misleading. That's why we're the comparability because it doesn't mean that not that your formula is misleading the word. So that's why we're asking. Yes. But 26 to 24 is excellent. No, no, no, no. It is it is excellent. But to understand comparability is very complicated because also we need to understand that comparability also has teacher salaries there. If you have a teacher that has 30 years there, he's making more money than a campus that has teachers that are younger. So it's a very complex uh formula. So you have to understand all types of funding and and I think that that's why sometimes Ismael gets frustrated,

110I get frustrated, the staff gets frustrated because they don't understand and it's very difficult to understand comparability right now in 20 minutes or 30 minutes and we can explain it. Okay. So go ahead to the to the board's um defense here. The reason why we're asking this is because we get complaints all the time that that certain departments do not have enough teachers for the amount of students. So what do we do as board members? We ask and it always comes to you, Mr. Mihad. And you go through, you get your magical formula here that's I'm sure is correct. I'm not questioning the formula. It's just we don't understand because there's so many variabilities into this. Correct. And then you will let Mr. Costilla and Mr. Mr. Mihus know they they can't have an additional

111teacher. It is not it does not fit into that formula and we don't have that complex formula. So that's why we ask and we're trying to to comprehend something here that's very tedious and very complicated. So yeah, what's been happening is that they come to Mr. Cost and I and we cannot give him the teacher because we don't have the teacher. So there we have some elementary That's a separate story that that's a reality that we've been having to go through. And then we have elementaryaries that are 29 30 to1, right, Mr. Garcia? We have them because we don't have the teacher. But you mean we don't have the teacher? We don't have the funding to get the teacher. We don't have teacher. We have the funding. We don't have Okay, that makes sense. All

112right. Thank you. You have a question? I had a question on ratios. Moving back to ratios. These ratios include every student at that at that campus. Yes. Is there any is there any ratio for special ed only? Special ed does their own thing. They Yeah, they they do their own calculation. John does it with a special ed director. Okay. And they they do their own their own thing. They do their own calculation. And then if they need more staff, they're going to they come to me, but they have to show me the data. Is there any Yeah, I was going to ask, is there any data it shows? Because yes, as you said, the southside and the north side, the poor school and the and the rich school, and there's more uh special ed kids

113coming into the rich school, Eagle Pass High School. Yes. They're graduating, I think, seven this year and accepting 20. You can correct me if I'm wrong. Yes. But um they're not maintaining the staff levels and is it part of their budget? Is it additional money for special ed that's used for these kids? What are the ratios? And we have to be careful with that because it's also very dangerous at that size of a high school kid uh with special ed. So that's something that really needs to be looked into. Correct. Yes. And they they they monitor that. Yes. Every every time and I used to being charged with special ed. I have a spreadsheet and a teacher by by number of students in a unit by number of adult like aids and teachers. And sometimes

114when that happens, like for example, if all of a sudden we're going to have 20 extra kids in Eagle Pass High School, we're going to have to add another teacher. Mhm. There's no way about it. For example, right now I'm having an issue uh at the elementaryaries. I'm adding another teacher elementary, but the numbers merit. We have to have because it's like you say, it's unsafe. If there's 20 extra te for example, if we look at our numbers and we're at capacity and we get 20 extra students, we're gonna have we're going to have to get a teacher forcefully. Forcefully I believe some of those transfers are coming from CC wins. So wouldn't it make more sense to leave them at CC where they can qualify for more fun? Yes. Yes. And a lot what

115we do with special ed is that we don't call the life skills of special ed for for Eagle Pass High School. It's not an Eagle Pass High School life skills unit. It is a district unit. So we look at the numbers once they enroll. We say there's no more capacity at Eagle Pass High School. We're going to have to send them to to to CC. Okay. The parents are upset because there's no more capacity to go past High School. Well, I'm not doing for parents. It's more like for the numbers and the safety of the kids. And the safety. Exactly. So what happens is we tell we meet with the parent, you know what? There's room right now. If there's room later, then we'll accommodate you. It's a lot easier for us to accommodate in

116the elementaryaries because I have 10 units, but in each at Eagle Pass High School and CC Wayne, I only have I believe two in each. I believe there's three at high school. It might be three at each. We have three in each. So, it's a lot more it's more complicated there. And then what happens also is that uh many of these those students qualify to be go to school until they're 21. So that even makes those numbers even bigger. Okay? Because if they qualify that uh because of their condition. So those are things that we and that's something we do and it's something that we do very unique here at Eagle Pass ISD. We don't exit the kids at 18 like a lot of the districts do. If there's a need for the child to

117stay till they're 21, sometimes they're even 22. Depends on their September date. We do leave them with us so we can give them the extra service. Thank you. Next page 157 there. Uh some of that ratio is going to be a little bit better for Eagle Pass High School because Eagle Pass High School will not be losing the English teacher. CC win will be losing two teachers. We already took the science Mr. Christy on that one, right? And we already took out the English. So once we do those, that ratio is gonna even get closer. But it's uh it's not we're never going to have every campus be at the same at the same ratio. When you look at my stepping formula, there's not a single campus that has the same ratio when you compare

118them. But this should help. So high school should be going uh up and CC win will be going down to teachers. Uh memorial uh I mean EPJ you have the changes there that we're proposing and then memorial those are the other changes and then S mind. So, we're looking at doing away with 10 teachers for next year. And again, if the enrollment materializes for any of these campuses, they don't lose a teacher. This is what we're doing for planning purposes. If the principal at the beginning of the year comes to me and told me, "Mr. Mihi, this is what I have," then we erase what we have here. Okay, I'm going to go slowly on this one because this is the meat and potato of the of the formula. This is the TASBY formula. Those

119of you board members that have gone to Austin, the Texas Association of School Boards, you know that those that's a agency that does all the training for all the school districts in the state of Texas. I've highlighted there assistant principles they do they suggest or their staffing formulas has one per every 450 students. counselors, they suggest a a lower amount, one per 350 students. The staffing formula that EPSD has is exactly like this one for our assistant principle and for counselors, we have exactly the same ratios. So, I just want to make sure that when we go to to the one we have that we implement that it's understood that we're not we're not patting the numbers or anything. And we're using the exact same one that tasby has 3 450 and 350. This is

120our staffing formula. Classroom teachers 22 to1 22 to1 and then 25 to 30. That is the staffing. I know Mr. Tom said 29 is a lot. This is our staffing formula. Okay. And this is a formula we've had since I implemented it over 20 years ago. This is this is what we go by. And then you have u elementary um PE teacher 450 to1. Remember it's a range. There's can be like on the on the on the PE teacher there can be a campus that has 900 kids. They can be a campus that has 450 kids, they still get one. They're within the range. I want to make sure we understand that they're within the range. So just because a campus has 200 more kids than another campus doesn't mean that they get more more

121of an FTE based on the staffing formula. We're going to look at principal secretary. It's a ratio one. So they get one principal secretary per campus. Period. I know there we're not looking at enrollment. We're just going to give you one principal secretary per campus regardless of what your enrollment is. SARS the same thing. We're going to give you one. Doesn't matter how many students you have. Now we're going to start with the counselors. Let's go to the right where it says student to counselor ratio. It has 350 to one or 700 to two. It's a range. So, let's look at um the first one. Sigin. Sigin only has 299 kids. They don't even make the range between 350 and 699. They don't even make it. But we've decided to keep that campus open. We

122haven't closed it. So, even though the staffing formula doesn't allow it, we still give them the counselor because they need a counselor. they have students. So, we make the exception there. They're below the 350. We still give them the counselor. Let's go to the next campus, which is Armando Cerna. They have 98% more than Sigin, but they have they're within the range. They're within the range of 350 and 699. So they get one counselor just the same as Sigin. Even though they have 98% more students, we're not Oh, they have they have they have so many more kids than than than Sigin. Let's give him another concert. No, they just get one because it's the range. Okay. And then we go to the next one. CC Win. CC Win only has 1,892 students. They're within

123the range of 1,750 and 2100. So they're entitled to what? They're in they're they're entitled to they're entitled to five counselors as you see there. And then CC Win Eagle Pass High School has 23% more students than than CC Win. and they're entitled to six counselors. They're entitled to have one more counselor than CC win because of the range where it falls. So the formula is saying, "Hey, they have more kids. They're supposed to have one more counselor." Now, let's look at what they actually have. CC was supposed to have five counselors. We given them eight counselors. Let me make sure we understand that they're entitled to five. We're giving them three extra. So, they have eight counselors. They're over by three counselors. Let's look at high school. Okay, they're entitled to six. They're getting

124nine counselors. They're getting three more counselors than they're supposed to be getting based on the on the funding formula. Why do we have it like that? Because that's an initiative that we've been able to work with with the funding that we have. We've used some of those in state comp. We use some of them in title one and so forth. Like somebody was speaking, we've used other funding to get them as many counselors as we get, but they already have excess counselors. They don't need more counselors. Okay. So, that's the counselor's portion. Uh then we're going to look at the custodians. You saw the the the the square footage that I showed you and we use that square footage to give the custodians and all of them are within the square footage requirement. Now we're

125going to look at administrators. Let's go to the right again on number six to the right where it says student to campus administrator 450 to1 or 900 to2 sigin they have 299 they're below the 450 to899 they still get one serna they're at 591 they're within the range of 450 and 889 they get one only one and the thing here is that Sin and Serna even though Serna has almost double the students they still get the same administrator numbers of FTE. Then we looked at um we look at the other two campuses which is CC W and Eagle Pass High School and they're entitled to five each of them because of the range and that's what they have. They're within that range that CC win is below it but we have always given CC win

126an extra one. They are getting an extra administrator but since the structure that we have on the left is that it's a team in order for for CC to lose one. We would have to just do away with that position but we would not add it to Eagle Pass High School because the formula is not saying that they need another uh administrator. They're within the range. For CC went to get another administrator. That would have to be over 2,699 students and there are 2,300 students. And then we look at number seven, campus 8 uh ratios and it's based on campus program needs. We only do that based on the needs. Uh that's what m Mr. Bara was asking on the on the special ed. and the special ed, we refer that to the special ed

127director. We don't I don't I don't bring that in into my funding formula because that's a lot more specialized. So that's a lot more specialized. So that's why I don't bring it here. I give it back to Mr. uh Cox and uh the special ed director. So there we don't indicate what it is. We say that it's based on program needs only. And then uh campus library staff then you have there what we allocate to the to the schools. Campus health services those are the LVNs and the RNs. That's what we use. And then campus peace officers that's what we started a few years ago where we have at least a peace officer in every campus. We didn't used to have that. So we updated the funding formula to include what we have with the

128staffing uh for the police officers. The next one are the additional requests. This year, we sent that out in February. We gave that to the board members back in February. We did not have that much uh additional request this year. It was $1.4 million. We've never had that amount. It's always a little bit more than that. Uh but that's what they submitted, 1.4 million. There you see the breakdown by the campus, by personnel, by budget, and by facilities, which equals a 1.4 million. The next one is this is something that we've been working on the coaching stipens. What we did with the coaching stipens, uh, all we did is we rounded as many of the numbers that we could by $500. It's a very minimal increase, but we felt that if you're advertising there, as

129you see for head baseball coach, we felt that if we put 8,000 instead of 7,500, that the 8,000 would be more attractive, more eye more more to the eye, and it would it would look a little bit better than 7,500. And when you look at all the sports, that's basically what we did. Let's look at um football. So you can see how football's going to look football before there. The one I highlighted the assistant. I know Mr. Tomales is familiar with this. Uh we used to pay $8,500. All we're doing is adding that $500. So it'll show 9,000. So uh after meeting with Mr. Selenas and Eric Via Seenor, we we felt that maybe doing that little incremental increase would make it more attractive. Um golf, we do have a change there with golf. Uh,

130I sent you I sent to the board members that we added that and what we did with golf, we just mimicked whatever we had with uh, tennis, which means they have a a fall and a spring and which means this one is not getting a $500 adjustment. It's just going to be made comparable to uh, uh, tennis. So uh the they would get paid exactly the way the tennis uh coach is getting paid for comparability. Uh after meeting with Mr. Via seenor he felt that that was a change that we needed to kind of look because basically they were uh working the same schedule and it seemed kind of u not not fair if we wouldn't do that change. The next one is uh volleyball as you see there. Volleyball used to be 7,500. We're

131going to $8,000. This is uh the junior highs. Changes to the junior highs. Junior highs don't get paid much. However, we did increase theirs by $500 also. The amounts are less. And then you have the cheer. The $500 the same for everybody. So those are all the changes that uh we are recommending. That concludes the presentation. I know I don't know if there are any other questions from the board. [Laughter] Now we're going to jump to the other booklet. No questions. Thank you, Mr. Mikaris. We will now move to district reports and presentations. We will take one to three together and we have them on the uh screen. Any questions from the board? District reports. District reports. Any comments or questions? Nope. We're good. Now we will move to action items. Number seven, consider take

132over action on the request to award sealed proposal number 252103 for Eagle Pass High School track parking lot and sidewalk addition. And the board delegates the superintendent to designate the authority to make relegated budgeted purchases of goods or services as per board policy CH and CV and to amend the budget accordingly to include matters related to this project. Mr. Mattis. Uh yes, this is a seal. I don't know we have here Mr. Pow. Uh this is something that we extended the parking lot I believe. Mr. Pow. Good evening ladies and gentlemen of the board. Um it's a pleasure to be here. Uh yeah, the scope of the work here was to kind of complete uh the requirements necessary uh for the track site. Once the field was uh added into the contract, the synthetic turf

133field was added. we kind of got right up to the amount that was allowed by change order. So, there were some a few pieces of the scope of work that the the district wanted to pursue and the city wanted us to pursue that included the additional parking lot. Uh there was also a requirement by the city to landscape the parking lot. It's kind of new. And then uh they also wanted us to add a sidewalk along uh second street to uh Antonio Garcia. That is that the street? Yeah. Okay. Antonio Garcia uh between the side the street and and where the kids are parking right now. So that's kind of the scope of work for this project. Um that did bid back in April. We had three bids uh that were received. Uh the proposal

134by Hillary and Sun was ranked the highest. Uh there were some pieces missing out of the other proposals we received. Uh but because of the experience we have with Mr. Hiller and the price was just fractional and Mr. Hiller's proposal was complete, uh we're recommending to go forward with that proposal. Uh the cost is going to be $253,793.50 and it will fall into place with the rest of the work going on on that site right now in terms of timeline. Any questions? So there is a bid and a cost. Do we have any questions? the additions were um the city of Eagle Pass asked you to include landscaping on the parking lot. Yes, they do have a landscape ordinance. They do have it and uh in this case they were kind of they said it

135was appropriate for this site and and the other they were holding our permit so and the other addition was a sidewalk. Um yes. Okay. Mr. Paul, is that you already had a parking lot? Is that another parking lot? Yeah, this is an addition to the one we already had. I think we It's not just added to that one. Correct. Correct. That was at the request. And there are there are a lot of cars that park in that area. Correct. So, so the addition will um will give how many additional parking lots? Parking space? I think it's about 28 for a total of about 60. Okay. The sidewalk would fall under our care jurisdiction, our responsibility, not the city as far as building it. Yes. They take over. It's part of the city on the cleaning

136and maintenance. Yes. Is ours. Your stuff is No, that's the cities. But we got to build it. We got to build it. That's like any subdivision. That's the way it goes. Okay. Thank you. We have the cost. Do we have a motion? Motion. We have a motion by Trusty Gonzalez. Do we have a second? Second by trustee Vera. All in favor? There is an abstension by trustee. I'll abstain in I'll explain my extension. I have no problem with it being awarded. I just I have a conflict with somebody. There's two abstensions by Trusty Taylor and Trusty Lipson. So, all in favor? All opposed? Motion passes. We will move now to number eight consent items. We have considered appropriate action the approval to accept a donation of 20,7954 from Armando Sern Elementary parent teacher organization for

137the purchase of a new playground for Armando Elementary consider action on the request to submit a low attendance days waiver for go pass ISD to the Texas Education Agency. Do we have a motion to accept the consent items? I so move a motion by Trustee Lipson. Do we have a second? Second. Second. Second by Trusty Hiller. Any other questions? If not, all in favor? All oppose? Same sign. Motion passes unanimous. Please thank the PTO Fernando for the uh donation. The donation. We will now move to item number nine, close session. The board of trustes of the pass Independent School District will convene in close session as authorized by the Texas Government Code Chapter 551 to deliberate upon the following matters. Item number nine. Number one, the board will hear the request to hire personnel to

138fill vacancies pursuant to TGC 551.074. The board will hear the request to approve term contracts as presented pursuant to TGC 551.074. The board will consult with attorney regarding legal issues relating to the superintendent's annual compensation plan recommendation for the 2025 2026 school year to include employee pay increases as included in the budget pursuant to TGC 551.071. The board will hear the districtwide intruder detection audit report findings pursuant to TGC 551.076. And the board will hear the districtwide TEA district vulnerability assessment full report pursuant to TGC 551.07 076. Do I have a motion to convene in close session? So move. We have a motion by trusty Hillary. Do we have a second? Second. Second by trustee Vera Vera. All in favor? All opposed? Motion passes. The time is 8:19 and the date is Tuesday, May 13,

1392025. And the board of trustees is now in close session. No action will be taken in close session. The time is Tuesday. I mean the the time is 9:32 p.m. The date Tuesday, May 13, 2025. And the board of trustees of the Opas Independence School District is now in open session. And we will move to item number 10. Item number 10. Number one, the board will consider to take appropriate action on the request to hire personnel to fill vacancies pursuing to TGC 551.074. Mr. President, I move to approve the request to hire personnel to fill vacancies pursuant to TGC 551.074. We have a motion by trustee Verera. Do we have a second? Second. Second by trustee Gonzalez. Any other questions? If not, all in favor? All opposed. Motion P passes unanimous. Number two, the board

140will take will consider and take appropriate action on the request to approve term contracts as presented pursuant to TGC 551.074. Mr. President, I move to approve term contracts as presented pursuant to TGC 551.074. We have a motion by Trusty Hiller. Do we have a second? Second. Second by trustee Lipson. Questions? If not, all in favor? All opposed? Motion passes unanimous. And number three, the board will consider and take appropriate action on the superintendent's annual compensation plan recommendation for the 2025 2026 school year to include employee pay increases as included in the budget pursuant to TGC 551.071. Yes, Mr. President, I recommend the salary increase of $50 local step increase per year for full-time teachers, counselors, librarian, registered nurses, nurses with zero to four years experience based on 187 days. A $100 local step increase per

141year for full-time teachers, counselor, librarian, and registered nurses with five or more years of experience based on 187 days. $50 local step increase per year for full-time other professionals with zero or more years experience based on 187 days who completed the 24 2025 working calendar. I also recommend each employee entitled to benefits should earn an additional five, six, or 7day paid leave days based on the number of months of service required for the position and in accordance with administrative regulations for the 20 2526 school year as per board policy DEC local. Mr. Mr. President, I move to accept the superintendent's annual compensation plan recommendation for the 2025 2026 school year to include employee pay increases as included in the budget. We have a motion by Trustee Martinez. Do we have a second? Second by Trusty

142Gonzalez. Questions? If not, all in favor? All opposed? Motion passes unanimous. Now uh before we leave, I would just like to uh to explain that uh we this is uh something that I would like to explain to all teachers and staff that we are waiting for legislative action uh in Austin. uh if the legislature passes any type of uh funding or house bill to appropriate funding for schools that we will be coming hopefully before July 1st to uh do a special meeting so that we can take a a recommendation for salary increases and also it might be that it uh the legislature might go into special session. So, it might be lengthy, but I'm kind of hoping that before July 1st, they come to I mean before July 1st, yes, they come to consensus and

143approve something. Very good. Thank you. Now, we will move to 11 correspondence and information. Mr. Miharis. Yes. Just a reminder, tomorrow, May 14th, Chamber of Commerce scholarship lunchon is at the ICT at 11:30. Uh, Thursday, May 22nd, retirement banquet at the Fine Arts Center at 6:00. Friday, May 23rd, CC Win High School graduation at the sack at 7 p.m. Saturday, May 24th, Eagle Pass High School graduation at the sack at 7 p.m. Also, SLI Wednesday, our our board training for the summer will be Wednesday, June 11th through Saturday, June 14th in San Antonio. Thank you. Thank you. And now we will move to adjournment. Do we adjournment? Do we have a motion to adjurnn? I so move. Motion by uh Trusty Lipson, second by Trusty Hiller. All in favor? All opposed? Motion passes. The time

144is 9:37, Tuesday, May 13, and this meeting is adjourned. Thank you.