001I aliance 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. I Texas flag. I pledge algiance to thee Texas. One state under God. One of now move on to item number five, recognition. Uh the powerlifting recognition, Mr. Coach Steven. Sorry. We move on to item number four, public participation. Do we have anyone who wishes to address the board? >> Yes. >> Okay. Miss Hamilton. Good afternoon board. Um, um, I'm here to address you about the insurance. Um, I didn't plan on coming today. Um, I've had lots of issues with the insurance, the previous insurance that we had had with my son. Um, it took about four months. >> I'm just I'm sorry. I'm not feeling well.
002Um I had lots of problems with my my son's insurance and it took us about four months to finally get him um his insurance taken care of. I had to to get him on a separate policy. And during that time, I was only able to refill his medication one time. Um it was a huge headache. I spent hours and hours and hours trying to get it fixed, but I was willing to do it. I understand that the district needed to save money and and I was willing to to do it. Um, like I said, it took us about four months. We finally got it fixed. Um, I watched Phil talk about if you had issues, come to me. I went to him, but it was already too late because I had already gone with a
003different plan. Um, and they did not administer that, so they couldn't do anything with it. Um, but we, like I said, we got it taken care of. And so today, as you can tell, I am not feeling well. And so I went to the doctor and there was another issue with the insurance. And so they said, "Check your benefits." I checked my benefits. They are not what it is that I'm paying for. Um there was just there's just a lot of issues. And so the bottom line that I just want to tell you is when we go with always the cheapest one, it's not always the best one. We end up paying for it some way down the line. And so I have spent countless and countless and countless hours trying to get this issue
004resolved with insurance and it seems like it's a neverending problem. And so I just want you to look at it. Um I am a Rama. I've been here 12 years. Um I I want to finish out my career here at RMA Nation and insurance was always something that we really really really loved here. There are three people in my household and we have three different insurance policies. Thank you. >> Thank you, Mr. Hamilton. Do we have anyone who else who wishes to address the board? No. Now we move on to item 5A powerlifting recognition. Uh Mr. Salas, coach Stevens. Good afternoon. Uh today, uh we would like to recognize Eric Kase for his outstanding accomplishment in powerlifting. Eric is a junior at HM King. He has shown tremendous dedication and growth throughout his athletic career.
005As a sophomore, he advanced to the regional meet and narrowly miss qualified for the state uh competition by one. This year, Eric secured his ticket to the regional meet during only the second uh competition of the season. Uh he he has a impressive 990 pound total. He's 123 pounds. That's a lot of weight. At the regional meet, Eric did earn his spot at the UI state pilot meeting. He did uh he lifted for the regional uh for he matched the regional record for 295. We went to try to beat the regional record uh to go for 300. They say he had a little a little lift on the back end a little bit. He had a little lift on the back end a little bit, but uh nonetheless, he's he still qualified for safety. Uh
006what's at stake? He achieved his personal records in both squat and in his bench. He ended up bench pressing 305 and he ended up squatting 350. Um Eric is a quiet leader who lets his hard work speak for himself. He stays focused, avoids distractions, and represents Kingsville ISD with pride, discipline, and character. Uh, with the support of his family and teammates behind him, Eric is already preparing for his senior season with the goal of returning to state and standing on the he is truly a great example of what it means to be to be athlete. Uh, he excels in school. Uh, he's a great kid and a great leader. So, Thank you, Coach Alas. We now move on to item number six. Kingsville ISD board of trustees will conduct a workshop to discuss the following.
007Item 6A interlocal agreement between Kingsville ISD and the city of Kingsville regarding planning services Dr. Peter Pittz Mr. Charlie SSA and Mr. Jamie Sanford. Uh items can be found on pages 4 through 16 of your board packet. >> Thank you, Mr. Ree. Uh in just a moment, I'm going to turn over um the mic to our partners with the with the city. Um we are proposing an interlocal agreement to enter for paving services for the HMK parking lot. The way that works is they have already um competitively procured services uh for um for paving for themselves and we are allowed to enter an interlocal agreement instead instead of having to go through the entire bidding process. uh we as another uh governmental entity, we are able to not only enter into an agreement with them,
008but then also take advantage of the volume discount since they are an entity that has way more roads that need to be paid than we are. They they will get a lower price for both the the materials, the hot mix, and then also for the um for the labor as well, too. So, they're going to talk a little bit about the plan. What what you see in front of you is uh can we can we pull that up? Um let's pull up the map. So, we have divided the back parking lot into six different sections there. Uh so, uh go to yes, that one right there. and pull up. Uh, I would say B. Pull up B. And if you can blow it up as as big as it can go. So, we're going to
009look at those six areas, and I'll have them go into a little bit more detail, but area number one is that strip right along the tennis courts um and this and the um egg building at the very back right there, the welding shop and so on. That is the most critical area. That's the one that really needs to be completely resurfaced. So, they need to scrape it all down and put a new foundation on the bottom. If you look at area number two, uh area number two is uh it's kind of a little bit hard to read, but area number two is in light blue in the bottom lower left corner. There are also some areas right there that like if you right before you get to the fine arts building, there's a big hole
010right there that just keeps coming back as well, too. So area two is probably the second most critical area because not only does it have a big hole there where water pools and they can help with drainage, but also that's a hightraic area. People are driving through that area. So that's probably the second biggest priority. Bid number three is a little small area that's kind of currently grassy that they can make into more parking if the district so chooses. And then bids four, five, and six. Those are the actual parking lot, which is in better shape. The one that is used the most out of four, five, and six is bid four. That is mainly where the student parking is and where parking most is for events. Usually five and six is overflow and where
011the band practices there. So, we broke it up into different um I guess sections because we only budgeted $400,000 for this project in the beginning of the year. So, the board could see how much it would cost to do each of those sections. So, let me let uh son let me introduce um Charlie Sosa and and Jamie Sanford um as well and they can talk a little bit more about what they have seen and give some uh information on this area. >> Yes, sir. My name is Charlie S. city manager for the city of Pito. Uh on area one, that's the area that needs to be really uh needs a full depth construction. Basically, we're going to go in there. Jamie will go in there and take out all the asphalt and the base up
012to about 6 to 8 in. Come back, put uh the limestone back into it, about 8 in of limestone, compact it, and then he'll come back and put a 2in overlay mix over the top of it. So with everything going perfectly, then it last you another 15, 20 years cuz there's not much traffic in that area. It's just over the years of just it just and there's a lot of water that ponds back there also. So he's going to work on uh getting positive drainage to get that water off of that area so it doesn't pond. That's the reason it's failing is because of the water gets underneath that asphalt and to the base and you have all that base failure that's going on there. And that also evident in in section two where we're
013seeing it it it just rained and all the water that's coming from the pedestal comes and it goes out through there then it goes to King Street. Uh we need to do is do a positive swell to get that water to drain more to King Street back to where the drainage is at. There is no drainage there on on that area. >> 14 >> on 14th Street. I'm sorry. Not King Street. 14th Street. Yes, sir. So those are the areas and then that one area on number three that's where as you're coming off that concrete pavement and it does go back into asphalt you have that constant where it's it's hitting the pavement it's moving the pavement you have the breaking of the cars and trucks and everything that stop and go moves the pavement
014it fails that's a small area that needs to be also uh full depth construction like I said those three areas are the most critical areas that need to be addressed the rest of the bids four five and six is just the twoinch overlay that they're going to put they'll put some uh tack oil and put a 2in overlay. Like I said, it'll give you another 15 years of life on the parking lot. But of course, everything will have hillshoot uh elevations throughout the whole parking area to make sure we have positive drainage flowing away from the parking area so it doesn't the water doesn't clog any and I'm here to entertain any questions. >> Have a quick question. >> Yes, sir. >> What's your title, sir? I'm sorry. >> I'm the city manager for the
015city of Kingsville. Yes, sir. And Jamie Sanford is is a is a is a contractor that we procured about three years ago to do areas that are kind of we do a lot of the paving ourselves but he does he helps a lot a lot on for the city also. So uh he purchases the the when we purchase the material he does the labor and on this uh agreement it'll be the same thing where they y'all are purchasing the material at the city's price. So just to clarify the the city would not be making any money on this deal whatsoever. The city is basically an intermediary that we have an agreement with. We are we will pay the same price for the the materials that the city pays and the same price for labor that
016the city pays. >> Is there any way to get a Brema discount? with you. >> Yes, sir. >> Is the is the And you already sir price. So the price of oil. >> No. No. The price that we give you is the price that we have locked in with the oil and the asphalt. Yes. >> So in the board packet you see the price for each of those. Uh well, I guess they're individual bids, but um the the ones that are most critical right now are definitely bid one and for sure uh I I guess bid two is probably the next most critical. What what is the underlying buying factor for bid three, Charlie? >> Is it's also a pool depth construction. They're going to go in there and take out the the the asphalts
017and the base in that area. >> So bids one, two, and three are the most uh critical uh right now. and you see the prices for each of them. We have we have budgeted $400,000 for the entire project this year. So, as you can see, that would cover bids one, two, and three. Would cover that, but it would not cover bids four, five, and six. >> Mr. Sand, if for some reason we chose not to do like number three, that's dig down, do the whole bit. That's what you're doing on one. That's what you're doing on two. If we came back later, we've kind of lost those economies of scale. I mean, it's it's it's better to do those three at the same time. Yes. >> What is it? I can't anywhere. What is the
018timeline? When would you start and when would you finish? >> Well, the timeline will be up to January when y'all decide you want to move forward with the project and based on what projects you guys would like to address. He would give a time frame of when when that notice to proceed to his finishing product. >> So if we were to do three let's say for example one two and three before the start school >> if we do one two and three hopefully we get done in two months. >> Two months. >> Yes sir. >> Yeah. Weather permitting and you know breakdowns and whatever but that's that's the project. So we we have discussed this and if the board it's in the the special meeting tonight as an action item. If the board chooses to
019act tonight, we are pretty confident that it can be done before school starts. >> Four, five, and six are just the overlay. So that would go by quick. Do you think conceivably it could be done like over >> the the four, five, and six? >> Yeah. Or at least one of them. >> Well, at least one of them for sure. Yes. Yes. four, five, and six again aren't in as nearly as bad a condition as the other ones currently, but um it has been a while since we've addressed it, but again, that would put it as as over budget that we don't have in the current um the current budget. >> So, what was it for all projects? What the total? Was it like a little over 900,000 or what was the number? It's right
020around 740. >> 740. Yes. >> About 340,000 over what we allocated. >> I I think some of the uh concerns I have is just what assurance do we have that we're not going to have this thing fall apart? like we see our city sometimes our students and that's not to knock down the city or anything but we're we're we're seeing that and we contracted uh Stanford three years ago you said was it three years ago that we contracted >> we yes the city prepared three years ago on the contract >> and I guess what projects have have Mr. Sanford done because I see just the city guys out there working. So like I just so we know what what we're getting for the money that we're investing in this project. He's addressed uh 15th Street
021from King to Kennedy. He's addressed uh off of uh >> Well Street Well Street from Corell to Yes sir. >> Those those are areas that were that area over there on Well Street. that was one of the worst ones that he did be addressed. So, there's been, like I said, he's been he does several there's been several projects that he's done for the city. There's smaller projects and the reason we use Jamie for the smaller projects is in order for us to move all the equipment and and uh manpower to these small blocks. Right now, what we're doing is we're concentrating on longer longer uh strips of roads and what we're doing because it every time we move our our equipment, it costs us money. So we concentrate on one area of town and that's
022what we're doing. We concentrated over there on Lee Street uh from 14th all the way to 17th Street and all that whole area there where St. Martin at that we covered that whole area a lot of it and that's what we're doing right now. We're over here on on Lot Street between 12 and 13th and we're covering that area that needs to be addressed and then we're just kind of keep going and doing larger areas of portions of the town instead of doing one to two blocks and then moving to the other side of town and then coming back. So, we're going to start doing that. And like the smaller areas that need to be addressed, that's where Jamie comes into play. He does one or two blocks for us that kind of keeps us
023going. >> So, I want to make sure I understand this. It's city has a contract with Mr. Sanford and we're just basically piggybacking off the the city's contract. The employees, the equipment will all be Sanford's equipment, not cities. So, the city has no liability. no involvement, nothing to do with this project. It's really just going to be kind of a passive answer. >> I think if we're going to go into a vote, I think Mr. Reese needs to abstain from voting because he's got his street redone. >> Say thank you for I'm 52 years old. I've never been touched. So I appreciate everything y'all did for us. Appreciate you. >> No relation. >> Very good. >> Mr. Shepard, um share with us anything that could potentially go wrong or could be delayed other than the
024weather. What do you think based on your experience? Yeah, just just the weather should delay us if we can get it done that that time frame. I want to warrant my work for a year, but I'm not going anywhere. Uh if anything's happen to it, I'll be more than happy to go and take care of it for you even after a year. >> Just fix the M. >> Like I said, the main thing is going to be the public drainage. Once you get the water off the the pavement, you shouldn't have any issues. >> We should be able to get it off there and go through the back side of the tennis courts and walk back to the back street back there. You remember Mr. Sanford, you attended 18 years ago. I was there with
025me and my dad in 1976. >> Yeah. >> I live on the 500 block. Several years ago, we had that thing going on at Memorial School. However, we put it down and pick it all back up and put it back down again because it went up, right? So, I think you're a consultant on that. So, I know it's going to give up. did a great job. >> So, they're they will again not only uh fix the foundation, but they're also going to fix the drainage so that we're not going to have that issue moving forward. >> Any other questions from the board? >> Just I think Mr. President, that if you see while you're there something else needs to be fixed, I think we need to look at expense, but we could still spend a
026little bit more to fix the problem. You would be able to see that. >> We've been out there a couple of times already, but you're right. Once you get into the project, you might see something else. >> The only complex you could possibly have here, tennis, cam, and band. certainly they can all work around. >> We can we are doing the tennis courts uh in the month of June. So that's that's going to be part of an issue, but we but we think that we can work around that too. They might they might even be able to uh if if we if they coincide as far as time even enter from Shel Shel. Any other questions from the board? >> All right, hearing none. Thank you very much. >> Thank you. >> We now move
027on to item 6B, health insurance update. Dr. Pittz, Mr. Moran, and Mr. Bill Es. Um I'm Mr. Morman and Mr. Essel, please come up to the uh podium. Um so this is an update on health insurance. We currently as of June the 1st, we have moved to a new third party administrator and a new health insurance network, but we have kept the same insurance premiums and plans. Uh I'm going to let first of all uh Peter Mormon talk a little bit uh about the changes that have happened and why they've happened and then of course uh Mr. Escub will be able to give his insight as well. >> Good afternoon everybody. Um appreciate your opportunity to be here to speak. Um as you probably know, I'm sure you all know there's been issues with the
028insurance that came into effect January one of this year. ESC 100 has been working diligently with the business office and Dr. Pitz and the agents ESL insurance and quite frankly we reached a point where the lack of service and the inaccuracies and the doctors not recognizing that they were in the network became um uh intolerable and we couldn't live with it anymore. weren't bad. Obviously, the employees um and the family members couldn't live with it either. So, we did recommend this change. It's a mid-year change, which is very somewhat unusual in health insurance and it comes with its own set of challenges. So, we're working through a transitional phase that started on June 1st, but we made some substantial changes. Number one, the new third party administration uh company, the company that processes the claims
029is called uh Assured Benefits Administrators. They've been in business for 41 years out of um El Paso, Texas originally, Texas born and bred and um and they bring along with them the United Healthcare Children's Plus Network. United Healthcare is the largest actually the largest company in the the United States, but certainly the largest insurance company. We're confident that the doctors are going to recognize that they're in that network when they see the new ID cards come through. So, we're in the middle of that stage right now. This is a little bit of information about about the um the company itself. Um it's a assured is part of an international organization that spans like five different continents but we're focused in this particular instance in the United States with third party administration of major medical plans.
030The as Dr. Vitz mentioned the plan of benefits is not changing. The rates aren't changing. That was an important consideration obviously of making any kind of change. Um the PBM remains the same and um there's obviously a lot of unpaid claims and claims that may have been processed incorrectly that we're committed to fixing. So that's going to be a little bit of a challenge as as I've mentioned and but we are diligently working on making it making it happen. So that's we're working with Mar. They're cooperating in terms of giving us data and claims and we're hoping that they're going to cooperate and fix the um outstanding issues for the old prior months before June 1st. I have a couple of questions. Uh PBM, can you give us the acronym? >> Oh, yeah. It's a
031pharmacy benefit manager. >> That's how people fill their fill their medications. There's two parts of that program. One is locally at the retail drugstore. And then there's also a mail order um component where people are able to get get more expensive medications at less cost through um through the mail and that that keeps the plan cost down. One of the biggest um drivers of cost increases probably everybody knows in health insurance these days are medications. you see them advertised on TV and those are generally it's shocking sometimes how much they actually cost a plan can run typically in the thousands of dollars a month. So any way that we can find to keep those costs down is the commitment that ESC 100 makes. If you could dumb it down for this, those of us who
032what exactly does a third party administrator do? >> A third party administrator takes on the functions of an insurance company. Basically, we receive the claims process them against the plan document which is sort of the the policy that is followed in terms of the plan claims as well as portions that are picked up by the employees. We offer customer service. When members have a problem, they can call in. There's a portal that they can access to pick up information. So it's really where it's really the function of what insurance company would do. The other half is that the insurance company performs taking a risk and setting a rates and that's what ESC 100 does in this case. So the combination of assured benefits in ESC 100 functions like an insurance company like a blue cross
033or >> and who was Mark? Mark is also a third party administrator. >> They're gone and they've been replaced by the perman we plug plug them unplug them and plug in and assure benefits and that the administration >> then United Health. >> Yes, we used to be on the healthcare highways network and now we are going to be on the United people have do they call you directly? Well, >> they need to talk to somebody because we're not an insurance company here. Our business office is restricted business. So, we should not be taking any of those calls here. >> That's correct. The day-to-day calls should obviously go through um too shortly um and embarrass on the medications. We're blessed in this case and the school district is blessed to have local representatives in in the
034in the district and and the agency. um that assist quite happily and readily and do a good job of that. So >> talking with Phil is one thing and knowing the insurance business, but as far as our people in this building, we're not insurance people. So answering questions, giving advice or stuff like that should not be coming out of this building unless it's going through. >> Correct. That's correct. I said there's a lot of confusion and I've got amazing calls on that stuff going on and we just need to cut it off just like we switched. We need to just stop and our people need to know what's going to happen. So couldn't agree more and and like I said there's a transition that takes place in the doctor's office having to recognize a change
035that that they have to comply with. It's not easy under the best of circumstances. Members don't understand, but um we're confident that the service is going to improve greatly. It it was intolerable quite frankly with what the members are dealing with and and I apologize for that with ESC 100 and trying to make it right from this point forward. >> So I have a question and I'm a little confused. Maybe the question might sound confusing, but for example, Miss Hamilton had a comment earlier. Um, and so she voiced a lot of frustration. We're switching to this new plan, but her benefits stay the same. We're just hoping that they're going to get executed better, right? Is that basically it? >> That's correct. >> So, nothing changes. No, no, no, nothing at all. Just hopefully the
036services are going to be better. something did change. They came in to injections, you know, now they go ahead and brief them on the injections. >> Right. So the That's right. So that had actually been something that should have happened uh starting January one, but for whatever reason, there was some benefit levels that were being correct in doctor's office visits. when somebody goes in for an allergy injection or something like that, it's supposed to be covered as part of the co-ay that they pay at the doctor's office and that wasn't happening. So, that we're going to make sure that happens going forward. I think there was some issues with labs also local labs and so forth. There was a lot of issues with the way the claims were processed and um that I can guarantee
037you that that'll be fixed going forward. >> I just have a comment. We all know this that health insurance is very important. Our employees are very important. All employees, all staff. And I hope this gets corrected. I really, really do because when you're dealing with your health and if you're not feeling well and then you have to deal with the insurance people, that just makes it worse on you. That shouldn't be happening. And I know it's nobody's fault, but just hopefully we can get it fixed because you know, the employees need their health insurance without any type of, you know, like Mr. Garcia said, frustration over needing to do what they need to do. >> Just to let you know, we we got Mrs. Hamilton on the radar. He's taken care of. Just to let
038y'all know that. And anyone that's having problems, do me a favor. give me a call because I'm able to keep track of it and get keep him on it and you know Sandy send them to me and Pete sends them to me and Erica is probably one of the best in problem so she can get it done and so just feel free to call my office give us the problem give us the person give us their number we'll call them we'll hold hands we'll run him through the process wherever we need Peter he'll come and play we don't need them and we can educate them on their own, we'll do that. But we're there for you, you know. I mean, that's use us, you know. Don't be afraid to call the number and we'll we'll
039get right on it to help them. >> When we're here to help this go into effect with this change, >> June 1st, >> it's already in place. The injection side, right? Okay. in the network and the third party administrator already in place as of June 1. Dr. Pittz, Peter, and Erica went out and did a little uh session to each school and they came to give him the problems. He took the problems and at the moment he resolved. So, I mean, just want you all to know that we're reaching out right now and then me and Sandy and Fitz will probably go back again to educate how to use the global RX once we get all the networks in place. So anyone that needs help with that, we can educate them on that and hold
040their parents. I know that ain't easy, but you're talking about a zip that's running, you know, a,000 bucks on us when we had him fully insured and this way would run $300 on the plan. But that's how we keep our cost low for the next three years. And that's but we're going to get it in play. I think it's just a matter of adjusting. I'm glad I commend them for at least getting rid of modifying I mean and and high uh high uh highway uh >> yeah the other networks we're using now with United'll be a lot more recognized there'll be a bigger network and probably people aren't going to have a problem they can do it in Corpus San Austin wherever they want to go they're going to be able to go because United
041Healthcare is you you know, all over the place. So, they're going to have a lot more options with that. And then this company's in the experience of paying their claims and getting them done. So, you're not going to have the problems of the doctors being all pissed off because they're not getting paid. So, they brought in someone that's going to do that job. So, I mean, all we got to do is now get it in place. Once we get it in place and it goes, it'll probably take another three to four months. But once it's in place, like everything else, it's going to be easy going because we got the same contract for three years. You want to come back next year and tweak it a little bit. We can go back and amend it
042if y'all want. But right now, we got what we got. We got a new network. We got a new third party administrator that has more experience and bigger networks. And I think with Sandy Pitts, myself and Peter, after a while, it got to the point where, hey, something has to and they did. So, I give him credit for doing it. You know what I mean? The professionalism of of the staff has been exemplary and quite frankly, I mean, we're hearing there's many legitimate complaints. They're all legitimate and we and we weren't able to make it better under that our situations. So that that's what wanted the change and again it's not easy to change it midstream these administrative processes. Healthcare is complicated when I use my own plan. I have issues often at the doctor's
043office getting the right information or understanding. I understand it's not IG and um but um but we are committed to making it much better as soon as possible. >> So when people need to go in for checkups for example X-rays uh year one call I got was a person been in the hospital for five days and uh zero paid out and that's been within probably the last 25 30 days. Are these people going to take care of that? And then also, like I said, just the checkups, injections, weekly injections, stuff like that, where they were having to pay the full amount to get it where people would not pay. It's $300 when they just walk in there and pay. So, I'm hoping that that all we fix all that because we've been known for having
044a great insurance here in the past and I don't want to lose people 10 or 15 miles down the road, 30 miles down the road because we can't take care of we're having a hell of a time now. So, we need to take care of our people. received a call from the doctor that the insurance was not >> Yeah, this was yesterday. Yeah, there was a So, like I said, the transition can be a little bit painful. was um a file that didn't get accepted by United Healthcare and we heard about it very early yesterday morning from Dr. Prince and Sandy and we were able to make adjustments yesterday in order to the doctors had did have the ability to actually verify the benefits through a different uh route and today that file was picked
045up in healthcare successfully and as of right now they shouldn't have any problem. Tomorrow there's not many problems out the doctor's office and Sandy and I are going out tomorrow to meet with the main primary doctors in town and we'll reiterate that and deal with, you know, with them at the same time and help educate them on how to how to verify the benefits and eligibility. But it it has been corrected as of this afternoon. >> Quick question. Uh, appreciate you being here. Do Do you think we could have a followup? What would be a reasonable followup to ask to see how everything goes? 30 days, 60 days, 90 days? >> I I would say 60 is probably the best best time to do a followup and then check every 30 days after that. Obviously,
046your business office stays on us daily and so we're well aware of the problems. Like I said, it was frustrating in the past where we became aware of problems, but we had no needs to get them fixed and and we're confident that now we're going to be able to get our hands around stuff and get it fixed. But yeah, 60 days probably the best. >> This change for TPA and network was communicated as well as we could. We had seven different meetings. We went to every single campus and we had meetings for also for clerical staff and also for auxiliary staff as well. So we tried to let everybody know this change was coming um after after we again first brought it to the school board. Then then we made sure that we uh let
047employees know and we communicated through e email as well as seven personal meetings as well. Um the biggest biggest changes employees are going to see is in is is in the customer service market. So, but again, they're to plan their benefits stay the same. But hopefully exe executing that. Um, when they call for help, they have a different number they're going to call for help. When the providers uh call, they're going to have uh they're going to be going to ABA instead of to Barai. So, they should have better customer service, not only for our employees, but also for the doctors as well. And then, of course, expanding the network too with the United Healthcare network. um especially when employees uh uh travel um again it's a much wider network so uh they have much
048more uh variety or choice of of physicians as well too. >> So I I have a question or a comment or so when you went to visit the campuses did did Phil and his group by chance go with them? >> Yes. Uh Erica was with me uh on that day and also Peter was with me as well too on that day >> only because they're the experts right the insurance we want to make sure >> they see you guys. >> Oh yeah for sure. >> Okay. >> Thank you. So all staff auxiliary janitors custodians food service >> and on that followup just for the record I'm not suggesting another workshop. just you know having come over to meeting you should have less complaints I think that's going to be your thermometer no doubt in my
049mind next 30 days next 60 days you're going to see they're going to be able to get online get to United Health Network file claims claims will be paid just a transition we're going to go through but it overall We save 700,000 a year times three years that's seven two you know 2.1 and that's not even including the employees that might not be on the plan no more because of attrition you know what I mean >> so that was just based on the numbers with everyone we had >> I understand that we need to save money 100% but not at the cost of employees that so you know I don't care we say $2 million but we're having these issues That's not acceptable. It's not, you know, and I'm sorry. That's just the way I
050feel about it because like I said earlier, employees are very important to this district. >> Yes, sir. I agree 100%. Hey, and this is the thing. If you feel like next year we want to up the benefits a little bit more and we're willing to spend more on it, that we can negotiate with them and improve the benefits. So, it's not like we're we're stuck in this and we can't make a change. So, you know, like I said, right now it's just the beginning of, you know, transition of where we were for 18 years, you know, and now we're having to transition into >> and I know it's because we were selfunded before and we're not selfunded anymore. So, we need to make the adjustments. >> We're gonna make the adjustments. Whatever y'all want, we're
051here for you all. Y'all let us know. They're here for the employees, too. You know that. >> Make sure they call if they need help. >> I'm not saying that you aren't, Bill. I'm not saying that you are. Not for the employees. I I hope I didn't. >> No, no, no, no. >> Okay. Cuz I'm just, like I said, concerned about the employees. >> I'm say I'm with you. >> Okay. >> I'm with you. Trust me. >> I know you are. >> We want our school to get better. You know, >> we want to keep our teachers entertain right now. I may add um first of all, thank you so much for being here for president and members of the board. Um and Miss Hamilton, thank you for letting your voice be heard. We are
052aware that there has been several issues with health insurance and we constantly hear the concerns of the employees which is why I want to reassure the employees that we have not stayed dormant with our you know fingers crossed. We have been actively pursuing solutions and having uh meetings with the insurance uh people to ensure that we can move forward um as quickly as possible and you know continuous roadblocks uh happen like the one with the um cards the what do you call them the ID cards and that is corrected as well but it it continues to add to the problem right and the frustration that our employees are feeling with the ongoing issues we have the insurance. So on behalf of the employees, I implore you to give us our top priority so we can
053get these issues fixed and we can move forward so that you know the health insurance is not a roadblock for our employees to continue to provide the support and the instruction and and all the things that our students need. Um, and as we move forward employees, great questions. We have to thank you. >> That's a fact. She's been proactive and trying to get this, you know, uh, tweaked up and we appreciate it, doctor. Thank you. We're on the right team. >> Yes, sir. Okay. Any questions from the board? Okay, hearing none. Thank you very much. We now move on to item 6 C presentation employee compensation. Dr. Peter Pittz and Miss Aaron Bi. >> Correct. >> Can you hear us, Erin? >> Yes, I can. Can you hear me? >> Absolutely. So I I'm going
054to introduce Erin. So she is with TASBY. And I did want to say that um this year was a little bit different year. We have we have worked with TASBY in past years and we've done a m maintenance uh uh update basically a maintenance study where we have done a little bit of tweaks. But this year we we did it has been five years since our structures were looked at in great detail. Uh so uh we asked TASBY to do a full review to look in depth at every single position in the district. So with that said, let me turn it over to Erin Ki with Casby. >> Thank you so much, Dr. Pittz. >> Hold up just a second, Ar. We're working on getting your presentation up right now. >> Oh, I thought I
055am sharing it on this end. Can you see it? >> Or I thought I was Let's see. Ah, there it is. Okay. Are you Are you running it, Dr. Pitts, or am I? >> She is. If she's sharing, >> you are running it on your end. >> Perfect. Something something changed, but that looks good. Uh, good evening everyone. Thanks so much for having me. I wish I could be there in person, but this is second best. I'm I'm glad to hear from you all. Um, so like Dr. Pick Pit said, um, we've been doing pay maintenance for you for several years. Uh, but this year what was different. We did a full pay systems review that includes deeper analysis of the market and then also and and more importantly more structure updates. Typically with maintenance
056projects, we're just doing minor tweaks to to keep your systems healthy. But when we do a full pay systems review, ideally what we want to do is align all of your jobs, you know, much closer and and with the market rates. So I'll start with our process. Um so and this part looks pretty similar to what you've seen in the past, but but as in previous years, we started with data collection. Uh so your district sent us all of your very detailed employee pay data processes. We also held a kickoff discussion at that time to talk about the project and set our goals. And then from there we conducted that market pay review. So that involved gathering market data and matching common jobs for you and Kingsville ISD to common jobs in other school districts
057and also outside of education in some cases. as you know, you you do have jobs within your school systems that exist outside of education. So when that was the case, we also looked at your local industry data as well. And then from there, we built models for improvement. So again, that that involved a a deeper analysis of your structures, aligning them with the market rates, and then also making recommendations to adjust employee pay as needed. Oh, sorry y'all. I'm having trouble moving to the next slide. I'm not sure what's happening. There we go. Um, so we're going to talk about some compensation concepts just real briefly and then we'll dig into the specifics of your project. So, we start with pay system objectives. A quality market-based pay system is designed to help you recruit employees
058to your district and you can do that through competitive entry rates and also competitive pay for experienced new hires. Your market-based pay system should also help you to retain the quality employees that you currently have. One way to do that is through a general pay increase that advances pay to the market rates um and allows you to give those market competitive pay increases. Your pay system should also help you pay for the job value. So we set parameters so that we're preventing underpayment or overpayment for a job. We want to target the value for that job. And then last and and probably most important to the board is your pay system is designed to help you control your costs. So your salary plan and any increases that you give should be driven by your budget.
059So this is a sample of what a market-based pay system looks like. We've got a set of paygrades and they provide a career path for your employees. Um each of these paygrades has control points. Those are the minimum, the midpoint, and the maximum rates of pay. And in a market-based system, what we want to see is those midpoints, the lines in the middle of each of the pay grades aligned with the market values for the jobs within them. And y'all are welcome to stop me at any time and ask questions. So, we're going to talk about the specifics of your project for Kingsville ISD next. Um, so we'll start with your market sources. This is largely the same list that we've used for you in years past. It is nice to keep the list consistent.
060That way we can see how you've progressed over time. Um, a few things to point out about this list. Um, in the the teacher column, anywhere that you see that double asterisk, uh, what what that is indicating is that particular district did not participate in our salary survey this year. uh but we were able to gather their teacher schedules to include that in your study. Um so just as a few examples you can see right up top Alice ISD and Aranis Pass ISD those two did not participate in our survey. Um also important to point out um for director level and above we compared that those jobs to statewide data from similarly sized districts. The reason we do that is we're allowed that allows us to get a more applesto apples comparison. Um, as district
061size changes for those, you know, director level and above positions, the job also changes. Um, so we we often uh but nearly always do that with with those uh highle executive level positions. Um, we did use I mentioned earlier some other local market sources and those two are listed off to the right. Uh, those sources are Comp Analyst and Pay Factors by Paycale. These are thirdparty salary surveys that do their own independent surveys and we're able to access their market data on behalf of our clients. So, this is a uh distribution of your teachers based on experience. Um, so Kingsville ISD does have a variety of experience levels among the teaching staff. As you can see, your average teaching experience is 13.7 years. Um, I think that's something to celebrate. That is above the state
062average, which typically sits around 11 years. And the majority, 52% of your teaching staff have 11 or more years of experience. So that's a really nicely experienced teaching staff. and Kingsville ISD hired eight new teachers for the 2526 school year which is about 5% of your teaching staff. Experience of newly hired teachers is also well distributed. Um this indicates to me that you are successfully recruiting at all levels. Um, however, you can see clearly on the graph, half of your newly hired teachers are new to the profession. And, uh, this is a graph that shows how your teacher salaries compare to the market median. So, when we survey for teacher salaries, we're surveying in 5-year increments. So, um, you can see at at the bottom your 0, 5, 10, 15, and 20. Um what you're
063seeing here, the Kingsville ISD salary at each of these benchmark years is indicated by the orange line. And then the local market median, so that group of districts that we looked at earlier, the the middle value for each of these uh benchmark years is the blue line. Um so so teacher salaries at Kingsville ISD are within 2% of market at all surveyed years. and we'll look at the numbers behind that graph. Um, so again, this shows you each of those key benchmark years and also what your average salary, average teacher salary looks like. So we've got your data uh for each of these benchmarks in the top row, the local market median in the second row, the percent of market. So that's how you compare to market is that third row and then the dollar
064amount difference from market is shown in the final row. Um so teacher salaries are even with market at year five. That's where you see the 100% and just 1% below the market median at both years uh 0 and 10. But then you fall 2% below market at years 15 and 20. Now, your average teacher salary at Kingsville ISD is 1% above the market median average teacher pay. And you know, I would say that's likely due to the retention of experienced staff that you have. We also look at your teacher stipens. So, these are teaching area stipens, not extra duty stipens. Um, so you do pay a variety of those teacher stipens. and all of your teacher stipens are either at or above the market median. And of course, we also Oh, my my slide doesn't
065want to advance again. Bear with me. There we go. Sorry about that y'all. Technology. Um, so your other pay groups. So these are non-eing pay groups and how your uh pay compares to the market salaries for these jobs. Um, so I'll point out a few things on this chart. Um, the first column indicates how your employee pay compares to market. So what you are paying on average um at Kingsville ISD is indicated in that that first column. Uh the second column shows you how your paygrade midpoint compares to market. So these are two different things. We want to look at how your pay compares because that is important to your people. But we also want to look at how your structure compares, how your systems compare to the market because that is important to align
066as well. Um, for your non-exempt job groups, which are the last three job groups in this list, we also review how your paygrade minimums compare to market because many times those are entry-level positions. You're advertising those minimum rates of pay, starting rates of pay. Um, so it's important for those to be competitive as well. And then the final column just shows you the number of benchmarks. Um, so big picture here. Um when we look at each of these pay groups, we've got central administration, that's your director level and above, um their pay overall as a whole is even with the market median. And pay grade midpoints again on average are about 2% below market. Campus administration, which of course is your principal, assistant principles, their pay is 3% below market and pay grade midpoints are
067even with market. Uh your professional jobs are all of those exempt jobs that don't fall into the other categories. um counselors, related services, um you know, even jobs uh in the business office that that are individual contributor jobs are included in this group and their pay is 1% above market overall and pay grade midpoints are nicely set at 3% above market. Um the last three groups again are those non-exempt groups. You you can clearly see here this is the the lowest paid um as compared to market uh groups uh at Kingsville ISD. Um instructional support of course all your classroom teacher aids um pay overall is 5% below market. Paygrade midpoints are 1% below and pay grade minimums are 4% below. Um clerical and technical is of course all of your um administrative assistant secretaries.
068Um, and then this also includes um some of your non-exempt more technical jobs. It it includes jobs like uh payroll, accounts payable, technician type jobs. Their pay is 3% below market overall and pay range midpoints are 6% below and minimums are 7% below. And then auxiliary is the last group. This is of course all of your um maintenance, skilled trades, custodial um cafeteria bus drivers. Uh their pay is 5% below market overall. Uh but pay grade midpoints are a little more competitive at 3% below market and minimums are just 1% below market. >> Erin, point of clarification, can you go back to that slide for a second? >> So that second column, would would this be a fair statement? That second column is is comparing our structures, our mid min and max to uh to
069market value. So in that column, we would want those to be as as close to 100% as possible in the second column. But in the first column, it uh if we had people that had lower experience, we would expect the values to be lower than 100%. If we had people with higher experience, we would expect that to be higher than 100%. >> Very common. Yes. And and yes, we we always aim, especially in a full pay review, we're we're aiming to align your structures so that they are competitive with market and that drives your employee pay toward the market rate. But but that is a very good point. Particularly in central administration, those are single incumbent positions. So their individual um you know experience skills that they bring are going to impact that market match
070more significantly than for multi-incumbent positions. And then also you know with auxiliary these are overall numbers um you know if you have a large group of employees that are less experienced that are you know new to their their trades you you might see that market value a little bit lower. Um we do you know hope you have a mix of experienced and new folks and and so that you know we hope that it evens out and is as close to market as possible. Um but yes, experience does factor into this this data. >> Also with an auxiliary people coming at the hourly people could also mean that we are paying less per hour for starting. >> So when when we look at that that's an excellent question and and I'll refer you to the column
071that uh says pay grade minimum to market. Um, so if you were, you know, say for example, a top payer, you might see these numbers in the the hundreds. You know, you might see 108%. If you were pretty competitive with the market median, we would see, you know, 100%, that would be right at the market minimum, meaning that you're paying h half of the districts in our list are paying more than you and half are paying less than you. you're right in the middle, which is typically a a good place to be. Um, yours your minimum rates of pay, particularly for for clerical and technical are, you know, 7% below. So, that's something to uh something we've tried to address. Um, but even instructional support being 4% below, that's something else that that we work
072to address in this project to to bring those up and make them more competitive. Any other questions? Oh man. And now my screen froze again. There we go. Okay. So, we're going to dive into the recommendations and this will give you kind of a big picture overview of of what we've done. So, recommendation one is to implement the pay structure adjustments to align with the market. I will point out that first bullet. Uh this includes a a recommendation to go ahead and freeze your administrative professional structure. That that was your request and and we are happy to oblige. Um for the most part that structure is, you know, relatively competitive. There were a few pay ranges that were below market, but actually I think seven of the eight were pretty nicely aligned with market. Um
073so so that is a a part of this recommendation. Uh the next bullet is your clerical, paraprofessional and auxiliary structures. Those are two separate structures. Um we have recommended improved starting salaries. Um so right now in in your 2420 or sorry 2526 plan, your starting rate for classroom aids, that's paygrade one of your clerical and paraprofessional schedule. Um your starting rate of pay is $13.13 per hour. Um, we've recommended to raise that starting rate to $13.75 per hour to get you much closer to that market minimum rate. Um, for custodians, your your current starting rate is $12 an hour and we've recommended to bump that to $13.25 for your custodial staff. Um, so significant improvements to starting salaries. Um, and then as always, you know, we we work to align your midpoints with the market
074rates. There we go. Okay. Recommendation two. Um, we've given you several models to choose from. Um it is to adopt a general pay increase to maintain or you know even improve your market position is is the ultimate goal. Um keeping your your budget in mind of course. Um so model one is a 1% pay increase for all job groups. It includes a $650 increase for all of your teachers. Model two is a 2% general pay increase. um that's a $1,250 increase for your teachers. Model 3 is a 3% pay increase, which is a $1,900 increase for your teachers. Now, for your teacher raises, that general pay increase is calculated as a percentage of the market median teacher salary. um that allows us to give a market competitive increase that also also allows us to give
075all of your teachers the same dollar amount increase. Um for your other pay groups, that general pay increase is calculated as a percentage of each employees pay grade midpoint. I have a question >> of course. >> On these pay increases, the 1% two and three um are we going to give those percentages for the frozen AP district by our district request? In other words, are we going to go up the current midpoint for those for an increase or are we all are we saying that we're going to go with the uh the new uh max mid and minimum? >> So, um I I think I'm understanding your question. So, so in all three of these models, yes, we did calculate the same 1% of midpoint pay increases for your exempt staff as well as your
076non-exempt staff and your teachers. Um, but because we froze that administrative professional structure, then that calculation is based on the current midpoints, which will also be the future midpoints, if that makes sense. >> Yes. Okay. Thank you. Great question. Okay, recommendation three is to provide adjustments to address market differences and maintain equity between employees. Um, so there are a lot of adjustments here. I think these are important to spend a little bit of time on because it's important for you to understand where where we're coming from. Um, so the adjustments, the the general pay increase is, you know, a very important piece of this because it's how you're communicating, you know, how you're, you know, rewarding your your staff for for a year of service. Um, but the adjustments are how we can try to
077improve it, you know, by spending a little bit of money, make improvements over time. Um, so the first one, um, we've applied adjustments to your teacher schedule and and that applies to the teachers that currently work for you, um, at yours 9 through 24 on all three models. Now, you'll remember that's where you were lowest to market when we looked at your market comparisons. You you dipped further from market at year um, 10, 15, and 20. So, these adjustments are intended to address that. and, you know, raise pay up a little bit and make your teacher schedule more competitive next year. Um, there's also one minor adjustment at year two in model one. Sometimes this happens um when we um when there's a lower pay increase, we need to add an adjustment so that your
078schedule doesn't move backwards, if that makes sense. Um so those are the the teacher adjustments and I think those will have a positive impact if they are affordable. uh for Kingsville ISD. Um the second adjustment is an increase to 1% above minimum. Now, this applies uh we we check all of your staff um as they're placed within the proposed structures. Um so what we're looking for sometimes um employees and and in fact this is fairly common this year for you. you have some employees who have been um recommended to move into new or new to them positions, so promotions. Um when we move from one pay grade to another, even if we give a general pay increase, that employee may be below their paygrade minimum. So when that happens, we apply an adjustment that brings
079them to 1% above that minimum rate of pay. U the point is, you know, number one, you you don't want to you you don't want to have any of your staff paid below their pay grade minimum. Um that could be, you know, could be considered a discriminatory practice because you set the ranges. So, so we want to pay them within the ranges. Um and then the reason that we move them to 1% above and not just straight to the minimum is that way when if you hire someone new at the minimum they'll be making just a little bit less than that person. Um, we've also applied strategic adjustments. This applies to your administrative professional staff. Um, so all of your exempt staff. Um, what these adjustments do is if after the pay increase and all
080other adjustments, um, that employees pay is still 90% of midpoint or lower, we're just adding an additional 1%. Um what these are designed to do is where pay is lowest to market we're adding a little bit to um you know push pay drive pay towards that market rate. Um now placement scale adjustments were used and and these are particularly important for your non-exempt staff. So your clerical pair professional and auxiliary staff. Um what these do is align employee pay within the new pay ranges um based on their years of experience. So we take the minimum of the new pay grade and the midpoint and divide that by 20 and then spread pay throughout based on experience of your staff. This is an important adjustment when we're raising ranges. Um because what happens is if you
081raise ranges but you don't raise pay um especially if there's adjustments minimum you could have people compressed at the bottom. Um and this is also these adjustments are a lot of what drives the improvements we're making for your clerical pair professional and auxiliary staff. Um now the upgrade adjustments are um really more of a cost estimate. um you do have several jobs that have moved or or people that have moved into new jobs that are in higher pay grades. When that's happened, we've given an adjustment that's equal to 3% of midpoint uh for those individuals. But what we want your administration to do is follow their normal promotional procedures um and place that person in the range as as they would any promotion. So the the 3% is just to give you a cost estimate
082really. Um and then the last one um we added some adjustments to um employees who you as a a district have decided to add additional days to. Um there are also some jobs that uh you know we're Kingsville ISD's administration has been um reviewing duty days which is a great thing to do. Um but but what we want to do is is if we have people in jobs that are adding duty days, then we want to add the new daily rate um to time multiplied by the additional duty days so that they're you know so that their daily rate doesn't decrease that we we keep it the same after they receive the pay increase and any adjustments. Any questions on the adjustments? I know that's a lot. >> Question. Um, this might be u not
083this process, but when in your experience, districts, other districts, when you have an employee come into the district in a new position, they're just getting hired. Do districts do do they calculate in different ways on on what that individual is going to make when they come in? Say a brand new ling principal from uh going to be brand new to the district. What is their pay going to be coming in with a district? Do other school districts just some negotiate or do some have a process in which to figure a salary for a new employee coming to the district? Yeah, that's that's a great question. So, so first off, this is a local decision how you place people within, you know, new hires within your pay system. Um, we do send at the tail end
084of a project recommended procedures and and within those procedures, there are best practices um for placing new hires. But but yes, there there should be a process. >> Okay. if you had a process that you know we could follow because you know I don't want somebody coming in you that's going to get paid more than someone else that has maybe more years of experience and I know 50 years of experience to come up with a pay they have more administrative and you know like teaching but just to be fair consistent to make sure that you know and I know that's difficult um but if you you all have a process and I know Dr. Martinez uh and uh and HR and finance would you know maybe just look at it you know to figure >>
085my my guess and and um I was not your consultant in years past and but but we always provide these procedures and we also provide a placement worksheet if I had to guess you're probably using it but but the good thing about the placement worksheet is step one it has you enter the new hire's information you know their exper experience and and all the wonderful things that they bring to the table. But then and and it will calculate a a recommended pay based on the pay grade that position is is placed in. But then step two of the process is to look at internal equity. So, if you're hiring an assistant principal at the elementary school, we want you to look at all of your assistant principles at the the ele at other elementary schools
086and look at what they're paying and what their experience looks like and use that as a guide for for exactly the reason that you mentioned that. That is absolutely a a best practice. >> That that's exactly what I was asking for. Thank you. >> Yes, absolutely. So, >> this information was sent in to you for the whole district. Was there also job descriptions that went with it? Because a lot of under contracts is any other duties assigned. So because say for example I do three things but you know I'm they're showing I'm doing seven. Does that mean I get more money or is it another because we've had that and I just want can you clarify that for me? >> Sure. So, so as a part of the process, we do look at your your
087job descriptions for any position that is unique to you. Um, now, you know, we're we're going to assume that a teacher in Kingsville is doing pretty similar work to, you know, a teacher in Corpus Christi ISD and and across the state. Um, truly same thing with assistant principles, principles there. There are a lot of jobs that we know are common. they're they're going to have certain things that are unique to you, but but overall, you know, the job of a high school principal should look the same across districts. So, um but but you know, other duties assigned, you mentioned that that's a little trickier because if that's written on a job description, that doesn't really tell me anything. I I don't know what those other duties as assigned are. And you know, honestly, we see
088that across districts across the state. Everybody is doing more with less. That's that's uh unfortunately not a unique problem. >> I'll give you an example. We have a an office with five clerks or four clerks and two leave and those assignments are then given to somebody else. Is that justification for giving them more money or bumping up on a big or is that a local thing that the superintendent in charge of? >> I'm I'm so sorry. Uh the sound was kind of cutting out and I didn't hear what the additional duties your clerks are doing. Can you repeat that? I'm just saying if somebody leaves and we don't fill that position and I get half of those duties, do I get more pay or is this because we're in a crash record. >> So that
089that's my question. I mean, I know y'all make recommendations, but it's >> I see what you're saying. >> We've got people that uh >> got a lot of money in the last few years and big chunks. So I'm wondering was that recommendations would that be a path recommendation for a local district? Thank >> that that would be a local decision. Yeah. >> Without the board's notice. Thank you. >> Of course, >> Miss Kicki, I have a question for you. >> Yes. >> So I I would imagine a lot of um school districts have been calling you reaching out and telling you how they they're hurting. Their budgets are hurting. Everybody's hurting, right? >> Yep. >> Um and I just want your opinion on this. Are there some school or school districts that you know of
090that are just standing pad and not doing anything? Not giving they can't find money to give to to increase. Have you come across that? >> Absolutely. um you know in a typical year if if we're running you know a 2% and a 3% model that's pretty typical but this year we're seeing a lot of 1% models. We are also running what we call a 0% model which is not my favorite. Uh it's probably not your favorite either. Um but really what it it does is it you know doesn't give a a pay increase to all and just just gives adjustments where you know kind of most needed. But but oftentimes with those 0% models were even freezing structure so you wouldn't get that you know increased um minimum rates of pay for for your staff.
091Uh so there there wouldn't be any improvements made with that 0% model. But I empathize. I I know it is it is we are not swimming in money in public education right now, are we? >> Yes. Thank you. So, yeah, I was just we do have models here. There is not a 0% model, but I just wanted to know if you had um went across that and you have. So, thank you. Thank you for that. >> Yeah. Yeah. to to to follow up in a normal typical year we will about halfway through you know probably February March we send out a a very brief survey that just says what is the pay increase that you're planning on giving this year just to get a feel for for what is happening across the state. We did
092not do that this year because everybody is kind of making, you know, late decisions and, you know, hoping they find a bucket of money somewhere. Um, it's it's not been a real fun fun year for for this kind of work. >> Thank you, Miss I've got a question. the page that we're looking at right now with the recommendation three. There's six bullet points and I listen very carefully and I understand pretty much but the one that's the fuzziest seems to be the strategic adjustment um maybe the placement scale adjustments. I don't want to get ahead of ourselves, but when we flip the page to the cost models and we start looking at the adjustments there that have dollar values assigned to them, those all come from this recommendation three. Is that correct? >> Correct. Yes.
093>> All right. when when we get down I mean teachers pretty clear um how how much of those adjustments for non-teers for all of the that weren't non-teers were in that kind of fuzzy strategic adjustment category >> so sure so on the and and I realized So, so we give you all this information on the previous slide about the adjustments and then we lump it all together in one bucket here. Um, it's simply to make it easier to digest, but but that's a very good question. Um, so when you're looking at this cost model one, so this is the 1% general pay increase model. We divide it by pay group. So you can see what each group is getting in a general pay increase and what each group is getting in adjustments as an overall
094number. Um so the strategic adjustments, that's the one you asked about, correct? >> Yes, ma'am. >> Okay. When we look at at model one, um so that's the administrative professional pay group. So it's just that row. um it'll be a portion of that almost $74,000 and it is it is $4,39 of that is the strategic adjustments. Um so those are just checking to to see if people are at least 90% of their midpoint. it it impacts five staff giving them an additional 1%. >> Okay. So in in in that specific example in the administrative professional that 74,000 4,300 of it was from bullet point number three. Where was the majority of the rest of it from? >> Sure. Very good question. Um so most of it is the position upgrade um cost estimate adjustments. So
095those are you have and there are 17 employees that most of them are because they have moved into a different job. So I was an instructional coach but next year I'm promoted and I'm going to be an assistant principal. Those types of things. So, they're moving into a job that is in a higher pay grade. Um, that is equal to 42,6. Um, so that is is you know the about half more more than half of that is because you have um reorganized and and some of your people have been promoted. >> Okay. And if we go to the to the very bottom row, the auxiliary, that 110, what's making up the the lion share of that? >> Sure. Um, so those are are two things that really go hand in hand. It's the adjustments to
096minimum. Um, so you'll remember that we raised your custodial pay from it was $12 an hour and I think the new proposed minimum is $13.25. Um, so that is a significant change and and one that I understood that you as a board are are wanting to to do to improve pay for your really lowest paid staff. Um, so that cost has a there are adjustments to 1% above the pay range minimum. Um, that impacts 32 employees for $36,000. And then uh those placement scale adjustments which remember that's spreading pay from the minimum to the midpoint based on the experience that people hold and that's $74,000. Um so those two together it it's a big chunk of money. I I will share it. it. I know it looks jarring uh here in in the the cost
097model one. If you're able to afford and I know that's a big if, but you know, when we move to the other models, you'll see those adjustments start to creep kind of down because we're giving more on the front end and so it it's less on the adjustments end because we're giving more for the general pay increase. So, model 3 and and I don't know how how I haven't seen a lot of model 3s this year um but you know in model 3 you can see that the general pay increase is actually higher than those adjustments for auxiliary. >> Thank you. >> Sure. Great question. >> Should we uh do a quick overview of the cost models? And I know you've seen these before, so I don't want to um I don't want to waste
098your time boring you talking through them, but do you have any questions about the cost models? >> I would like to add is that this cost is not the total cost for the district because this is uh doesn't include the benefits. So there is another slide that we'll put up in just a minute because when you increase salaries there's a lot of things that are percentages. For instance TRS retirement workers comp and so on. They are a percentage of salaries. So as we increase these salaries right here the benefits increase also. So we have another slide that we'll put up that will show the costs for each cost model that include the benefits as well. Isn't the TRS taken out of the salary percentings? What is it right now? The TRS 7. >> 7.8. >>
099Isn't that taken from >> But there's employer there's the employer portion that the district is responsible for the TRS care. >> Okay. >> So that varies based on salary. Then it can go from lowest to to what's lowest to highest. It's a It's a It's a >> percentage. >> Yes. Just like workers compensation. Any other questions for Miss Ki? and I I've asked her to stay on as we go into the next item for for the uh pay structures uh the pay plans. Uh but uh could we please put up the slide that also has the benefits as well too? That's that last slide, right? >> Yes. >> So we're now moving on to 16. >> Not quite yet. >> I think there's a number. >> Uh no. Uh, go up to employee compensation. Same
100one we were in. Same one we were in. Right. Now pull up the one that says the second one that says cost the first one right after archives right here. Yes. >> So here you see the total cost for each model with benefits. If we adopted a 1% it would be $697,590 in addition in salaries than than what we had this current year. And then you see uh oh yes I'm sorry in uh number two that >> something's wrong. >> Yes, something is wrong in number two there. Uh that that should be $993,000. Uh well let's see >> something is wrong with that formula. >> 913 230 uh the 9 and one it was a typo the 9 and one are reversed so it should be 913 230 uh which is uh an increase of
101215,000 from 1% to 2%. And you see the increase from 2% to 3% is uh $232,000. Total cost for 3% with benefits would be $1,145,000 to change. Any questions on this plan a theoretical question. This may be more if over the years we have moved and adjusted to mid. How do we get off? And and and we're the honestly the the percentages aren't as as as jarring as the adjustments this year. Um and I suppose if we don't do adjustments, then you just get further and further away from mid or or being in the range of where you'd want to be. Karen, you want to start with this? >> Sure, I'll take a stab. Um, so you know each year you're and again I I haven't worked on your project in previous years but but
102you know you give a pay increase but other organizations are also giving pay increases. Um so it's it's a it's a dance if you will of you know staying ahead. Um, our our maintenance projects are designed to tweak your structures, but they are not designed to move your structures to, you know, market competitiveness every year. It's not a deep dive. Um, >> yeah. You know, really it it depends on your your budget and what you're able to do and and you know, we work within that budget. >> So, this is really just a once every five years or or whatever. >> Yes, it's a fiveyear project. I got you. So in the grand scheme of things, I guess five year period is not. Any other questions before I move to the next item? So now
103we move on to item 6B 26 proposed employee trade plan. >> Yes. And again I have Aaron still here that can chime in as well please if if you have something to add. Uh can we please pull up the let's pull up number um let's pull up number one. So what you see here are are three proposed pay plans for teachers and these these kind of correspond to the 1% 2% and 3% for uh the the pay plan. So, uh, usually if you're going to, although you do not have to, usually let's say that you're increasing your other employees by 1%, you would increase the the teacher pay structures by 1% as well. So, uh, this this ex uh shows what it would be for 1% and then there's also one in there for 2%.
104And one in there for 3%. And again, those correspond to what you're doing to the other position. So if you are increasing pay structures for your other employees by 1% you would recommend the same thing for teachers again although you can do something different if you want to but we have all three models in there for uh for teachers question. This is dealing with sound and this would be before or after that adjustment. So, uh well, let let me let Erica take take a stab at this first. I I know what you're talking about, but Erin, um you want to talk about this? >> Absolutely. Uh so first of all I can't see your screen so I'm kind of uh guessing at it but but if Peter is showing >> we're on the teacher salary
105plan development model one. That's what we're on right now. The the the pay pay schedule for teachers recommended for >> so starting salary is 52,800. >> Yes. >> Okay. And is your 2571440? Scroll down please. >> Yes. You said 71440. >> Yes. >> Okay. Then yes. Uh the answer is this model does include both the general pay increase and the adjustments that we talked about. Um those adjustments are at years 9 through 24 and also for this model only at year two. >> This is kind of confusing >> for the for the teacher pay scale. teachers are paid based on a flat schedule for years of experience. So, uh both the the GPI, the general pay increase and the adjustments are all built into the schedule so that we know that every teacher with 20
106years of experience is being paid at the exact same rate. >> Yes. CSF built into this new pay schedule and and this so there's one for 1% there's one for 2% and there's one for 3% depending on what the board decided you will see exactly what teachers will be paid yearbyear and and how it was calculated to and how it compares to last year's salary for that year. Any other questions on these? Okay. Can we move to document number five, please? So, documents 2, three, and four. Those were our structures last year. In case you want to refer to it, we we included in your packet, but five, six, and seven are the structures that administration is proposing for this next year coming up 2026 to 2027. So, let's start with the administrative professional. Um
107you see the key up top >> Dr. Vitz. >> Yes. Before we start one question. >> Absolutely. >> So what we're looking at are recommendations from TASBY based on market value. >> Are you talking about >> what we're going to look at right now play them where these individuals are are located. So where they're located, um it was a collaboration of administration with the district with consultation with with TASBY. So we didn't we didn't have to stay put exactly with what TASBY recommended because we tried to look at at our job descriptions, what we had our employees doing for those positions, but we did do it in consultation with TASBY >> because we're you should be more familiar with our employees with the rate so forth. >> Yes. Um, so on this scale, the green
108are new positions, new positions that we did not have last year. So you see those the the district library and there's several others uh on here. I won't go through them all, but the green are the new positions. >> I'm sorry. We are on page number 52. So the other pages, the previous pages are are what our pay structures were last year. So you can refer to them if needed. But we what we are proposing is um starting on page 52. So 52 the green are the new positions and the blue are any positions that are revised and they were revised either with the um paid grade um that you see um at in the very first column or they were were revised with the number of days or both. Um those are blue blue
109for revisions of current positions and green for uh new positions. So uh and it it continues on to the back as well too. Although there are no changes on the back side of it. I'll take any questions that you have on this schedule. >> I have questions on days. >> Yes. How how was that um decision made on which positions need to because I saw some of these positions lose days which means the employee is going to lose that. >> Okay. So how was that figured? Was it based on a job description or how did you figure that this position needs to work only 215 instead of 227? So it it was a collaboration with the leadership team. We did look at the job descriptions. We looked at what we expect of those positions coming
110up in the year 2627 and and what um we needed to move the district forward as far as academically and uh but um Dr. Martinez, did you want to add anything to that book? We don't usually confirm what you were saying. We went over all the positions and we looked at are they needed like 227 days. Do they have um are they directly connecting their position to the service that is being provided? If it's a student connected um position for example once the students are gone how much how many days give or take before or after the students are gone does that person uh have meaningful work to do and so we look at all of those um considerations as a team and that's where uh the adjustments that we make. Well, I'm just going
111to give you my feeling on that and I understand what you're saying, Dr. Martis, but I really feel that that just needed to be left alone as far as days for each employee. That's just my my opinion. But I understand where you're coming from. What actual work do they do? Do they need to be here, you know, another additional five days, 10 days? But you know they're just just my my >> especially when it's when it's affecting employing you know substantially >> and also >> and we're cutting days that's across the board everybody starting from the top >> because we have a summer school going on I don't know what attendance is like right now summer school I know we need a lot of kids in our attendance credit recovery uh tutoring for are um
112you know whose husband has to get them in. We have an attendance in my house, sir. >> Three. >> We have two. Two. I'm sorry. That number in front is what the pay grade was last year. >> Okay. >> So, so that's not the number of employees, that's what the pay grade was last year. >> So, it's a pay grade two now. >> So, why did it why did it move a pay grade? What was the reasoning behind that? >> It was comparing it to the other uh positions in that pay grade. For instance, we're looking at pay grade three that you have uh counselors that have certifications, assistant principles, district librarians that have different certifications. Um and uh that particular position doesn't require certain certification, >> but they do have So who who can
113somebody tell me who's going out there to find these kids because every day they miss that's three or four days. That's three or four days. Yeah. >> Uh during summer school. >> Yes. >> So summer school rules are a little different than the general school. Um during summer school there's a standing rule. You miss two days and you're being dropped. uh because it's only 16 days currently. So it's it's different. So we're calling my first day of school we called for kids who didn't show up. Second day we call the kids didn't show up. That was today. And so tomorrow if kids don't show up they automatically drop. So there's not the pressing need to >> so we just drop them and there's no second or third chances. You only have you only have 16
114days. >> I understand that. What we're saying is are we going to stick to that or are we going to say well we were on on vacation this came in just got the letter. >> We notified too two days is two days. >> Yeah we not Yes. We notified all the students that were that needed to go to summer school prior to the end of the school year and um and counselors should have been would been meeting with students throughout the year notified your grades are you know your grades are so you may end up you don't pick it up. So it it wasn't a surprise to students for the most part. >> So we're kind of giving up on after two days. >> No ma'am I we're not giving up on it. But if
115you miss more than two days of the 16 day um time you've already think of it this way. We had 180 days of instruction to begin with and now they're in summer school because they didn't get it. So with only 16 days we can't cover the entire 180 days. So we're very impacted to the amount of time we have. And so to miss any time there becomes critical. So any of these kids that at the high school for example that were taking half credit courses and they're off to the spring now offer because of this 16 rule and credit in the fall and the spring. So they get retaken because they're not showing up. uh you know is that going to be that I don't know what >> yes sir so here's the way it
116kind of generally works when you talk about school so when you get to the secondary level um and particularly when you speak about high school if it's a half credit then it's a semester if it's a full credit this year those go continuously so let's say for example US government it's a half credit so it's first semester and second semester so there's going to be two different kids, right? So they'll be kid A and and then they'll swap with them. Typically that's a physics statement, >> right? So if you only fail one half of it, you have the opportunity to come back and take it beyond the other semester and find another tax credit to cover. >> Yes. But if it's if it's if it's a specific course, >> that course will come back around
117again and you'll have an opportunity to take it again. So yes, so they pass >> and they civics >> so to your point then we would then up with some other half credit. >> Yes sir. >> Dr. Qu is that policy or is it TEA policy or what did we get that? >> So it's pretty standard. It's actually pretty standard across the United States because even as a principal in California, we do the same thing. Um that's as a sub school principal in Congress cold in Colleen, Texas um in Bell Valley. It's it's just kind of standard practice because of the condensed amount of time that's allowed. And actually other other places I've been where we want actually going to summer school for two months from beginning to end, it was still only two days.
118Yeah. I came here was kind of a surprise to go from, you know, that short period of time in summer school. Any other questions on the >> I had one maybe I missed it when I stepped up but when there was this I guess a recommendation for cutting days uh for for certain staff members. Could could we did we put that into numbers like what what kind of cost savings would the district uh have if you like are we saving millions? Is this >> No. No, you're not saving millions. So, um, on on average, you're talking for professional employees, they're making somewhere with around, let's say, $400 a day. So, let's say that you 10 days is worth approximately $4,000. That's just kind of an average estimate or something so that you can see it
119as a gauge. >> And depend how many approximate employees were we proposing cutting >> cutting days. >> Yeah. like a number of employees. >> You don't have the high school principal on here. >> I'm sorry. It said high school principal is at the very top of the second page. Look on on the second page. The very very top it it kind of continues with that pink seed right there. >> Okay. >> Sorry about that. So what is the cost savings with these new pay? Not by job description, but total cost savings for the whole district. >> So with the new pay scales, it depends on what the if the board adopts an adjustment at all. Uh Erin, I don't know if you can weigh in at all on this, but this the new scales were
120were uh considered in the the cost models that you did, but can you add a little more detail on that? >> I I definitely can. So, and and remind me, Dr. Pittz, I think the only jobs that you recommended to to reduce days were were on the administrative professional structure. Is that correct? >> That is correct. Okay. So, there are seven individuals that have reduced days related to their job and the total cost savings is $22,189. That that is on the 1% model, I'll add. >> Thank you. Of course. >> So again, just as uh when we get into the meeting and we're making recommendations, the board again has it their prerogative to that's something that you don't have to take the administration's recommendation for decreasing dates. You can move forward without that recommendation as
121well. Any other questions on the administrative on the administrative professional pay scale before we move on to the next one? So let's bring up number six. I'm sorry. Go back to the play pay lens and let's bring up. So very few recommendations on the clerical pay plan, but I I do want to recommend it that the min and max went up significantly on this to adjust to market values for this. So even though you didn't see much recommendations and movement as far as where they are within the structure, the structures moved up significantly for clerical for the the min and max to adjust that to market value on the on the um uh on the administrative professional. We at this at this revision left them the same as what they were last year at at
122the board's recommendation. So we did not increase that but we increased the whole models for the clerical and also for the auxiliary. So you'll see the minman and max are are increased on every single one of these pay rates here. The only ones we're recommending in blue of revising are uh are those uh current ones uh you see in pay grade four u and also in pay grade six as well too. uh looking at standardizing all campus secretaries in the pay grade same pay grade and looking at standardizing all district secretaries in the same pay grade as well trying to just get that standardized any questions on clerical >> yes sir five >> yes >> we have secretary two which individuals are those are those the ones here at >> yes yes they are basically
123direct director secretaries, they are district level secretaries. So pay grade five are the campus level secretaries, pay grade six are the district level secretaries and then secretary three uh is the superintendent board secretary. So we're looking at clear distinctions in levels there with elementary aligning all those together aligning all the district together and then uh the superintendent board secretary. Thank you. >> Yes sir. >> Dr. Yes sir. Sorry, I don't mean to move backwards, but if we could go back to page 52. >> Absolutely. >> Make sure I understand. Green are new positions. >> Yes, sir. Green are new positions. >> So, we are adding six new administrative positions. Is that correct? >> Um, yes, that is correct. Although there are there were some positions that uh we do not have anymore. For instance, we
124don't have the um uh the instru instructional teacher coaches. >> Yes. home. I presented to you, I want to say in February, March, um the positions that were collapsed from some areas to make way for some other areas. For example, librarian was one of the positions that came as a result of eliminating the five um four library A. So that became a librarian. Uh so most of this position with the exception of the director of instruction grants and innovation which is grant funded as a result of all the grants that we received to be able to manage those grants. Uh all of the other positions were from collapse positions in different areas. So they look position but they're just >> Yeah. You have a Yes. So right right so well and the other thing was
125we with um uh also kost as well we we reorganized that so there was a savings in k cost um but also again like the the library aids we don't have any more of them right now and uh there's a net savings by just getting one district library to service the Sure. >> So, as far as the libraries, all the other campuses besides this library going to be at the high school? >> No, it's districtwide. >> District wide. So, they'll probably work out here and go to campuses. >> They will they will be assigned uh based on a rotation schedule to support all the campuses and be responsible for all the campuses. So they'll have like in the morning they might be at Harvey, in the afternoon they might be at Crburg and so on
126and so forth. Yes. >> Thank you. >> Could we please bring up the next I'm sorry. Go back. Yes. Go to Yes. That one right there. So very few recommendations as you see in the auxiliary. Um the the groundskeeper was recommended to be moved up by Tazby. Uh and that's one that the the district agreed. We uh we moved up the assistant plumber and the lead plumber because those were way below market value and we are we're struggling to keep those positions when they could go into the um community. So again, both of those we recommended moving up to market value and then aligning the all the cafeteria managers on the same pay grade and all the custodial leads on the same pay grade you see in pay grade five right there. So those are
127the recommended revisions right there. But again, I also want to point out that the structures were uh dramatically increased for all auxiliary paying grades to make them aligned to market value and to make sure that the minimums were as close to market value as well too. So we did that on both the clerical and the auxiliary, move those up, left the administrative uh professional pay grades exactly the same. Any questions on this? >> Okay. Um, I think we're ready for the next item. >> On item 6, E 2627, academic and athletic site. Yes, sir. >> Can we pull up uh the academic statements? The last one there. So, this new one has has two revisions from what you had in your packet. One is the the bad director had um recommending keeping that stipen um
128at one to match the athletic uh athletic director stipen. And then number two, you see in green there's another stipen for um if you look at special education behavioral assessment. That stipen is recommended because we are paying lots of money for contracted services for evaluations for students. We have one of our uh employees on staff that can be doing some of those behavioral assessments. save the district well over those $3,000. That stipen is is then aligned again with the uh with the diagnostician stipen since similar type of stipen where they're both doing testing of students. Uh so this you have you looked at before at uh last meeting. Um I want to remind you of the green are new added stipens. Uh the red are stipens that were removed and the blue are stipens that
129were um revised. You've seen this before, so I'm not going to go through all of these. I I'll answer any questions that you have on this. >> Just academic first. >> So So you said constitutions tip were removed. >> No, no. Uh, the diagnostician stipens are not removed. They are they are here. They are $3,000. What I'm saying is the the new green one, the special education behavioral assessment stipen, that $3,000 that was aligned with the diagnostician stipen at the same amount. They're providing a similar service where they are testing students right there. So, that was the reason for the amount of that stipen. And again, it can save the district quite a bit of money if they are doing the the FBA, the functional behavioral assessments um instead of contracting those out. >> Question,
130but we when we added the statements in that department, you know, diagnostic, that was a one time thing when we approved it. So, we're going to continue with that. That was what, four years ago. We we were having trouble finding DAX and it was going to be a one time thing. Oh, so you know clarify. >> Yes, sir. So you we don't have to keep approving these stipens every single year. You're right. And at that point the reason for adding the diagnostician stipen is we had three vacancies for diagnosticians at that time and and and we added that stipen for um for that. Now, um, again, normally for positions that, uh, that they have a job duty in, and Erin, if you're still there, you can weigh in. Normally, for stipens that are actually part
131of the job duty, they don't recommend, that's not their recommendation to add a stipen. It's to make sure that the salary for their current position is aligned at market value. Uh, do you want to chime in, Erin, on that? >> She disconnected. Oh, she disconnected. Okay. Oh, I guess she's not still on. >> So, we could have kept that for the year that that we had talked about, but then it probably should have been added into their salary and bought the next year. >> And well, it doesn't necessarily need to be added into their salary. What needs to be made sure is that their salary is at market value. If their salary is already at market value, we wouldn't recommend adding $3 $3,000 more into their market value if they're already at market value. So,
132it would be it would be a recommendation to look at their current salary, see if their salary is already in market value, and then if it's not needed anymore because you don't need to attract uh new personnel for vacancies, then removing it at that time. So that's that's something that the board can look at at any at any year and none of these salaries need to be continued into uh because stipens are not they are not guaranteed to be employed >> and not I'm just saying it's been what three or four years since we've done it so they're used to that. >> Yes. So that's the issue right now. >> Hard to >> right because if we took that away then then they would not they would receive $3,000 less of >> and it's good.
133>> Yes. >> Would have been done right the first time with this here I think we wouldn't be having this questions right now. >> Dr. So it looks like we're saving 22,000 roughly $22,000 right? Correct. From the ones that are being removed and then the ones that are being added and revised. That's correct. >> And the biggest one that I could see here is from the car allowances. That's where our biggest savings. The tier one, two, two, and three. Correct. >> Well, also I would uh point your attention to all the red ones that are being removed as well too. So like saving 1,200, the department heads um the the lead stipens because now the the leading is done by the department. um uh by the director um and now the the leading for the
134department and grade level leads is done by the um by the administrative team. Uh and then of course you see the instructional coaches and now UIL coordinators instead of being having a UIL coordinator at every single campus there's going to be one district level UIL coordinator. You see that one in green that is going to lead all of the campuses instead of each campus having their own UIL coordinator. The the number of the number of UIL events and students in them has gone down um as the number of students has gone down and it is possible for one individual uh to manage districtwide the UIL and and have some net savings there. Any other questions on the academic statements? >> Okay. Could we pull up the athletic statements, please? There there were no revisions from
135what's on in your packet on the um on the athletic stipens. So, the ones in green are new stipens. This was done in consultation with the leadership team and with the the new athletic director. Um the ones in blue are um uh revised stipens and the the one in red is a a removed stipen. So, I do want to point out that it looks like there wasn't that much of a decrease here, but but part of the issue is is that cheerleading and drill team were moved from the academic stipen sheet to the athletic stipen sheet because we we feel like that they're more closely aligned with athletics and academics. So, really um when you're uh looking at that, we added those stipens onto this sheet. If they weren't added, if they weren't moved from
136academics to athletics, you would have seen a bigger cre decrease in athletics right now because again, the cheerleading and drill team were moved from the academic page to the athletic page. >> I have a couple of questions. >> Yes, sir. >> Academic coordinator on the very top. What are what's the responsibility of that individual? >> Dr. Welch, would you like to address >> for the athletes? I guess keeping an eye on the athletes academically under the sports. >> Yes, sir. So in in consultation with uh coach Graham, it is someone who will work with um all of the athletic member who falls underneath the athletic umbrella to monitor students and ensure that um they're maintaining GPA due during tutoring sessions for those who need tutoring and just being extra. My >> second question, who would
137that be? Would he appoint somebody? Yes, another coach. >> You he would someone to do that. coaches of the head coaches of their sports. Don't they hopefully they do that already? >> I I do I do believe that they would still be responsible for doing that presented and that he would have some of the centraliz supervisor. >> Yeah, that that's that's just wondering especially you know the situation that we're in as far as the the testing. um another football head coach statement of 10,500. Is that a normal practice in other districts to have us an additional statement for the A coaching coach? I know we did this last year, >> but I thought that >> so what we did was as you may recall if you look at your salary schedules and Dr. correct me
138if I'm wrong, but um the director was at the pay grade eight. I believe >> it used to be in a pay grade seven and we moved it down to a pay grade six, >> right? And so when we because the athletic director was making the same amount of money, the high school principal for example, right? And so in order to bring it to equity so to speak right and match it with the rest of the director for example we downgraded it to that level but then the salary was going to be you know it was going to take a dip uh and because it's an additional function that they are they're um doing just like the other coaches they get paid as teachers and then they didn't pay them. So that makes sense. >>
139We wanted to equalize it as much as possible, but we did downgrade the pay. >> Okay. >> One level. >> And my last thing, and I I brought this up last year, but it just stayed the same. Under football varsity special teams coordinator, $8,000. Do we need a special teams coordinator at a high school level? I the reason I'm looking at you Sarah is because he used to coach and if you don't want to answer it that's fine but I wish the ad would have been here to to address that because he was part of this right thing. Okay, >> you know special teams and obviously I coach >> and you know not at the varsity level but I still you know we had coaches take care of that you know additional to what they
140were doing but you know to me and that's $8,000 that's It's almost as much as I can see defensive coordinator and offensive coordinator never but that's real close to what they're you know what they're getting as a special team you don't mind if you >> um I I can say this s that as a former 6A head football coach >> I did have an offensive defense that had a special team sport year um and part of that was we we have a day out of the five days that we practice because we practiced um actually practice six days, Saturday, Sunday, Monday. The only day we didn't practice was Friday, but we actually not only during each practice had a a special teams section, we actually like on Thursday the entire Yeah. Thursday, the entire day
141was special teams. So, I mean it it kind of could you find another coach who tells you just the opposite. So, you know, as a coach, it depends on what the coach has to do. >> Yes, sir. You know, the only thing you expect is the 8,000 is a lot. It really is. But that's just me say part of the of coach Graham's strategy is to be able to to bring coaches in. Uh and so based on what he explained to us, one of the things that coaches always look for is Tylers, right? That they were the offensive coordinator or they were special teams or things of that nature because that helps uh their career in the future. And so >> they need the title. >> My concern is the specialy. >> Yeah, I can
142see we need it. But $28,000 and it's the other two defensive and offensive those are very I don't have any kind of and they're hitting 92,000 more than special. Hey, can can I point out that really we're not looking at $8,000, we're looking at $1,000. And here's the reason why. Because if you look at varsity assistant, the varsity assistants already at $7,000. So all we're talking about is one of those varsity assistants is absorbing the title and the extra duties for um for the special teams coach. So otherwise, if we didn't have a special teams coach, we would have one more varsity assistant. Then we'd be paying $7,000 anyway. So really, >> hold on, Peter. So I can understand you correctly. So you're telling me now that that varsity assistant is going to also be
143the special teams coordinator. >> No, no. What I'm telling you, >> I understand what you're saying. >> What I'm saying is that if we didn't have a special teams coordinator, we would have one additional varsity assistant. that person instead of being the special teams coordinator would go back to being just a varsity assistant. So they would be getting the $7,000 instead of that to me is is you're not comparing to oranges. You're just giving it a different title by what you're saying. That that's all to me. That's all that is. But that's you know that's fine. It just to me the $8,000 is a lot where you know we're in a deficit but we're trying to save any little penny here, penny there. >> But I'm looking at the strength and conditioning coordinator. It went
144from to 7,000. So we're we're saving uh we're saving over here 22,000. So we're taking out that 222,000 and coming up with what 3,000 something here. So it seems like our little savings that we're having days and things like that pile of money is starting to window into stipen. So we're not saving anything if that's where we're going to do it. Uh strangely important. I mean, with Jake Betta said, you have head coaches in each position, and if they're going to be a head coach, then they're going to be in charge of their units, whether it's track, basketball, volleyball, all that good stuff like that, that's what athletic experience. U I'm just saying we're not saving them doing it that way. It looks good over here, but in the end, it's back to what it
145was. So, so I guess you know what I'm used to is you had like the defensive coordinator that was in charge of stren strength and conditioning, right? So, I guess the question is is this strength and conditioning coord coordinator an additional staff member like that's all they do on the field or they another coach like a coordinator but then they have that duty as well. Is it? >> Yeah. So, so what you find now in a lot of schools that you go around, they are hiring someone who's a strength and conditioning coordinator. They may have other duties and additional coaching and whatnot, but typically they're finding ones who actually have experience and sometimes even certifications in strength and conditioning. So, it's been a big push. Um I I I guess the best analogy I can
146I can use is um build build it bigger better faster. question and I don't know that anyone can answer this >> but when you start at film coordinator and go through football head coach how many different people are involved there in football what's the staff what's what's the total number of coaches because some of them are double talking. So, how many people are we talking? I I can answer that question. Um, so if let's let's go through it. Um, let's start with middle school. So, middle school, you see that there are six stipens dedicated in middle school. Junior varsity. >> Okay. But do they >> one of those could be like for instance the equipment coordinator or the film coordinator that could be a a similar person that is one of the other ones but
147distinct ones that we have are six stipens at the middle school. For junior varsity we have three stipens at junior varsity level. And then for high school, it is a combination of you see I'm you see that there are I'm sorry there you have varsity there are six varsity assistants plus the special teams defensive and offensive and head coach. So that's six plus those four individual ones. There are 10 individual ones that are varsity. So 10 varsity. Okay. Then three of those 10 varsity, but none of them are are three of the junior varsities, >> right? None of them are three of the junior varsity. >> All right, so we're up to 13. >> And then plus middle school is six. So 13 for high school, six for middle school for football coaches. >> More
148than likely, they're on the sidelines. We're not going to see 18 or 20 people, but we're going to see what you say 13. Well, the the middle school coaches are always on the sideline as well too, helping for the games for the games. >> You know, that just seems >> what I propose is let us uh take this back to coach Brown. We have another board meeting in about two weeks and we can come back with a revised proposal. Um and then you know you can give us guidance on that >> you know during the interview process >> Dr. uh coach Graham did mention especially with his academic and I know we might not have problem he did mention that part of his his belief was to make sure these these kids are passive. Okay.
149So, uh, we we knew something about that already. So, we we voted him in him in for that. I I think we need to look at it carefully and see that we were aware just to put that out there. Just it's not like he's catching us by surprise. Yeah. And just Dr. Ro just like you, I I didn't go to the high school for five years and the ad we had charge there had his head coach was in charge of academics. So that was a wee that was not uh they were fully 100% in charge without any extra money and he ran a darn good program out there and uh I'll say his name. His name is Teddy Carrier. So, uh, the thing about it is that was part of the direct 10 kids, 10
150athletes, these break up football player football and to their different coaches and they'd be walking around those those sheets and there was a lot of taking going on kids making it by head coaches and assistant coaches. So by the state academic coordinator I mean what >> my understanding s just just what you explained will still happen the as I spoke to my understanding was the academic coordinator will oversee that process. So they'll be centralized to know what's going on across the board, but they will also be in charge of making sure that they're getting um SATA um you know everything else focused around the the entire athletic program. That was my understanding the additional duties that would be assigned beyond just the day-to-day monitoring. So he's going to be with these people that charge he's
151going to oversee people going. >> That's my understanding, sir. Yes. Okay. >> Dr. Walsh, does this seem pretty standard to you? All these >> So, all of the positions, it is pretty standard. Um, the giving titles is also done a lot because as Dr. Martinez referenced um as a young coach trying to move up just like in any position a title helps you helps you move up because it shows authority and responsibility. Um the how we choose to compensate that it varies because again if you go to various schools you're going to see different models. So I can't tell you that there's one size that fits all. Any other questions regarding academic and athletic style? Okay, hearing none, we move on to item 6E, TASBY, energy cooperative fuel. >> Thank you, Mr. Reese. So, we've
152been talking about this through a couple board meetings already, and the the time has finally come. So, uh, the timeline is short because everything is very volatile right now, um, with with, of course, oil. Um, but right now we are able to lock in rates, but what we're what CASsby is proposing this time, normally it's a year rate. We do not know what's going to happen. So, they're proposing four months because it could be that after that time that rates start to go lower and and we're able to lock in a lower rate. So, we're not proposing a full year at this time because of the volatility of the markets, but right now uh in just uh in the meeting, you're going to be uh voting on whether we can enter this agreement with TASBY.
153So, right now, there is a if we entered right now, indicative pricing is if we did it today, but obviously they're not going to do it till June the 11th. But if we did it today, it would be 278 for unleted and it would be 350 for diesel. And if you look at the pumps, 278 for unled is quite a bargain right now. So we definitely would like to lock that in. Now maximum full price uh is 315 unleted and 385 per gallon. That means that on June the 11th, if the price goes above those amounts, we will not be bound to an agreement at all. that that they will not have a poll if those prices go above that by June the 11th. But we have to get our orders in. So what we
154will do as an administration is calculate the number of gallons of unled we will use during that time and the number of gallons of um diesel that we use during that time and we will uh enter a commitment. And so with your approval tonight, you will delegate to the superintendent and her administration the the ability uh the superintendent will sign the agreement and we will present to the superintendent the number of gallons we need of each um so that we can get that agreement to submit it before the June 11th deadline so we can lock in those rates. I'll take any questions you guys part of the study. No, no, no. Pathb has so many different organizations or parts to them. So, so this is not part of the salary or anything with that. This
155is completely different branch. >> We've participated in this for quite some time. >> Almost every year we have done this because we pay so much less when they buy fuel in a pool of all the different school districts, they're able to lock in such better rates. Any other questions on the board? I don't think we've done it every year. At least it haven't come. I remember it probably four years ago. Maybe the last time I remember, but have have we gone out to go look for other vendors out there? Dr. Pits. >> Well, TASBY does the competitive the competitive bidding for us. So, they look at the different vendors and they try to get the the best rate that they're possibly going to get. But when you're part of a a co-op with all the
156other school districts, you're going to get a much better rate than if we went out individually and we just said like in a normal year we might use 18,000 gallons of diesel and 19,000 gallons of unled. If we just went out on our own for that amount, there's no way that we're going to get any type of rate that's going to be competitive when we're part of a pool that is getting all these school districts together. I guess because what what we're used to with transportation it the gentleman that we use send us a every morning at 6 o'clock every morning he'll send me a this is what our gallon is going to be. >> So what what your rate is going to be? >> Yes. >> What it's going per per gallon. >> Oh
157I see. >> And and so why be locked in? I mean, are we only going to be locked in for >> four months? Four months from September to December. That's it. And then after that, then we'll bring something back to the board if we decide to do something about that. >> I think it's I think we need we have a really close time frame that we need to act on that. I think yeah, >> but I do think we need to come back and look at that >> future because it's a lot cheaper. Any other questions? So before we move into the meeting, I we're going to take a seven minute or five minute break. Seven or five number 17 is the board of trustees will conduct a special meeting. Um we'll begin with item
1587A communication I mean superintendence update Dr. Nusma Good evening board president board members. Uh just a quick announcement that our summer school is ongoing and we have about 216 students attending the middle and high school, 124 for middle school and 75 for the high school. 17 of them are doing the bridge program and then we have 65 students at the elementary level which is being held at Gillette since we are moving campuses um this year. Um everything is going well. They are looking into the attendance as Dr. mentioned and uh uh teachers are are helping the student fill the gap and recover credits and get additional tutoring and support so that the ones that need to retake the EOCC in June at the end of June have the opportunity to get a refresher for that.
159>> Okay. I'm on item 7B. Discussion >> discussion of possible action regarding the interlocal agreement between Kingsville ISD and the city of Kingsville regarding payment services. Thank you Mr. Ree um Dr. Martinez members of the board. Um so we're recommending two things. one that uh the board delegates to the superintendent the uh the ability to sign that interlocal agreement. Um you see the inter local agreement there and there's a spot for board signature but at the same time we are asking the board to approve the funds for the bids for one two and three. If the board approved the funds for one, two, and three, that would be $340,000 that would be in within the $400,000 that the that the board has allocated at this year. And we might be able to look at bids
160four, five, and six at another time in another budget year. Um, I'll take any questions that you have. >> I have one question. >> Yes, sir. >> So, we're entering this internal question. for entering this interlocal agreement with with us and the city of Kingsville. Um, and I get it. When I read the interlocal agreement, all I hear it's about materials and the procurement of, you know, materials because, you know, they have better rates or because they're a larger entity, but does that mean we're also inheriting the only that one bid from that one company? I guess think in regards to those supplies like I don't understand why that was the only >> so what happened was when uh the city of Kingswood bill went out for bids they received bids for material from companies
161and they received bids for labor from all different companies. So they already did the competitive bidding they already got the best rates from all the different vendors already. So we as another governmental entity are able to take advantage of their uh competitive bidding because they already did that. So um not only are we taking uh advantage of the volume because again when they put in their bids they've been knowing that they're going to be doing a lot of work but at the same time they already got bids from many different vendors and this is the best rate the best rates that they were given. Okay. So then uh there's no more no more further discussion. Do I hear a motion to accept administration's recommendation to enter into the agreement between Kingdom motion made by Brian
162second made by Ma we're going to authorize the superintendent to sign the local agreement. My motion covers one, two, and three. >> So we have a first by Brian Kaw, second by Martin Chapa. Marco, Joe Mirez, >> yes. >> Brian Kal, >> yes. >> Martin Chapa, >> yes. >> David Garcia, >> yes. >> Jacob Perez, >> yes. >> Selenas, >> yes. >> And Joseph Ree, yes. Motion carry 70. We now on to item 7 C discussion and possible action regarding the 2026 2027 employee compensation. Dr. Bits. >> Yes. Let me let me pull up again the amounts that it would cost the district for um excuse me for the one, two, and three. Go to employee compensation and then go to the first one. So, what we're asking in this item is for the board
163to recommend make a recommendation on whether they want to approve a a 0% a 1% 2% or 3% um uh increase for employees for this next year. I'll take any questions that you might have. Oh, so this is just the salary increases. This is not like or raise or whatever. Or this is >> this is the race. This is the race. Yes. >> But we can do the zero%. Is that what you >> You could do a 0%. You could do a 1% a 2% a 3%. >> But if we did the zero, that doesn't mean this affects the leveling. >> No. >> Correct. It's only we would do no raises. >> So zero would be the percentage raise that you have. The the board could also recommend adjustments be done even if they're to
164go ahead and and get the we're not talking the administrative professional, but we're talking the clerical and the auxiliary that the adjustments could be done to get them to market value. Even if they if even if you didn't approve an increase for anybody, you could still approve the adjustments because the general pay increase could be separate than the adjustments. Um uh any other clarification? >> That would be part of the >> you now now. Yes. So the amounts right here though that are included right there, those are included with the general pay increase and the adjustments. If the board went across the board and decided to approve a 1% general and pay increase for all employees, those adjustments and the benefits, everything is included in there. That would cost $697,590 for a general increase across
165pay grade one with all the adjustments to make sure that market value is for the clerical and the administ and the auxiliary position. from the pay. >> That's aside from the payex. Yes. >> Yes. This is this is just the increase right now for this item right here. Just >> don't give any >> Well, we wouldn't save any money. It just wouldn't increase from from next year. But but I see what you're talking about. Um >> these these do include freezing the professional I mean the a administrators. These include freezing freezing the pay structures, right? So in other words, you could give a 1% increase across the board and those employees would still see an increase for the administrative professionals, just a 1%, but then all of the clerical, paraprofessional, and auxiliary par professional auxiliary
166positions. in addition to that 1% increase would see all those adjustments that you saw to the market structures and all those additional like $110,000 extra just for auxiliary alone to increase those positions up to market value. So this in includes all of that in those yellow figures that you see right there. Um again just for clarification the 2% is $913,230. It's a new >> doesn't say my recommendation will be 1% to be conservative this year and let us get back on track with our finances. I think given the fact that we froze the um professional administrators level but increased the auxiliary where is where we were not at market value. I think it will be fair to do 1%. >> Okay. So, do we have a motion to accept administration's recommendation for a 1% pay
167increase for the uh 2026 2027 employee compensation? >> A motion made by Jay Perez. >> I'll second >> second by Delma Alenas. I'd just like to say one thing before we go. This has been an extremely difficult year and we've got another extremely difficult year coming. So for the employees here, employees perhaps listening somewhere else. I think every one of us wishes we could do a lot more. Hope our employees understand how valuable they are to us as a district and at least at least we're going. >> Thank you. So my roll call. >> Yes. >> Chapa. Yes. David Garcia. >> Yes. Jacob Perez, >> yes, >> Alenas, >> yes. >> And Joseph Reese, yes. Motion carries 70. We now move on to item 7D, discussion and possible action regarding pay plan payments. >> Thank
168you, Mr. Reed. You have heard uh the administration's presentation during the workshop. I'll take any questions you have. Yeah, I mean please forgive my ignorance, but in in my understanding since we approved the employee compensation, it included all the leveling recommendations, why are we approving the plan? >> So, so the pay plans, what we're looking at right here are the um the revisions to the pay plans, the ones in blue and the ones in green. Um, so again, if the board desires any type of revision or something to that, the the board could state that right now because again, we want to make sure that you're comfortable with these paint plans as well, too. >> Okay. So, I'm going to make a recommendation this discussion and we move it to close session because I know
169there's still a lot of questions that the board has regarding different aspects. So we'll come back to this. Okay. >> Yes sir. >> So now we move on to item 7e discussion a possible action regarding the 2627 academic and athletic stipens. Dr. >> Yes. And and Dr. Martinez had already made the recommendation that we're going to bring back the athletic um next week with um some input from our new um athletic director. Uh do you have any questions on any of the academic statements? >> So is there a motion to accept the academics dimension 2627? >> Motion made by Delma Masalas. >> Second by Jake Perez. Joe MZ. >> Yes. >> Brian Koop. >> Yes. >> Chapa. Yes. David Garcia, >> yes. >> Jake Bennett, >> yes. >> Dad, >> yes. >> And Joseph Reese,
170yes. Motion carries 70. We now move on to item 7E, discussion, possible action regarding the Tasby Energy Cooperative Fuel. Dr. Thank you. You heard the presentation during the workshop. We ask that the school district that the board give the uh uh superintendent and team the authority to um submit that require commitment for the board June 11th to enter the fuel pool uh from September 2026 to December 2026. >> Is there a motion to accept administration's recommendation? So >> motion motion made by David Garcia. Second by call >> yes. >> Brian Kall >> yes Chapa >> yes. >> David Garcia >> yes. >> Jacob Perez >> yes. >> Delma >> yes. >> And Joseph Reese yes. Motion carries 70. We now move on to item 7G. discussion of possible action regarding the 26 277 innovative courses.
171Dr. Welch, thank you. Dr. Martinez and members, you have the 20 2026 1.7 in general information. The two new innovative courses have been included in the board book preserve US per board policy EHPJ legal. Innovative courses allow districts uh to offer state approved and innovative courses to enable students to master knowledge and skills competence and competencies not included in the essential knowledge and skills of the required curriculum. The state board of education may approve discipline based courses in the foundational enrichment curriculum and courses that do not fall within excuse me that do not fall within any of the subject areas listed in the foundation and enrichment curriculum when the applying school district or organization demonstrates that the proposed course is academically rigorous and addresses documented student needs. We would like to approve. We would like
172the approval of the following innovative courses for the 2026 2027 school year. N1270153 general employment skills. This course provides students with knowledge of the prerequisite skills for general employment as well as the means of obtaining those skills. Employ employability skills include fundamentals of maintenance of personal appearance and grooming. The course also includes the knowledge, skills, and attitudes that allow employees to get along with their co-workers to make important work rellated decisions and become strong members of the work team. Discover job possibilities that link skills, abilities, interests, values, needs, and work enrichment preferences. uh is part of the process of obtaining employability skills and ability is of experimental experential knowledge that takes that takes place over time. The next course is N1270153 well student to industry uh connection. The student to industry connection course provides students
173with the opportunity to develop professional relationships, experienced individuals within the students chosen program of study to demonstrate necessary skills for an online virtual workplace. Students will learn acceptable virtual etiquette and professionalism for telework teleworking environment. The central focus of this course is to prepare students to be 21st century career ready through interaction within a seasoned workplace mentor. The course may also include workbased learning opportunities. Instruction will support students with marketable skills attainment. Uh the course is recommended for students 16 years of age and older. >> Are they CTE courses? >> Yes, sir. the CT courses. Is the first one going to be entry level the high school? Is that going to be? Yes, ma'am. >> Okay. Um the uh general employmental employability skills. We're going to use that with our seventh grade uh labs and
174that way it will still generate 1.28 uh funding for the district. We're also going to use it for um at the high school level for our special ed students so we can get them prepared for uh their employability skills to go into the public. >> Thank you. a component of it that could be added to every CTE course. >> It is added um the soft skills are added in every CTE course and it's part of the TESS and there is a section in each part of it. So this I'm gonna say two years ago they started adding uh that section of employability because our kids are leaving high school without soft skills and our uh employers are getting more and more frustrated. So in order to get our make our kids um ready for the
175real world those skills are being taught in class. Mr. Are we Dr. Martinez? Are we ready for this? Is this going to be done by Arch? >> Yes. Um, this is a course and we are generating 1.28 uh per child a day. >> 1.2. >> That's a percentage rate. >> We get that in return and that will pay for the teacher. that pays for whatever extra equipment and stuff it needs after the 45% is taken away from the school district for the school district gets 45 and 55 states with CT we've already identified the instructors >> no um those two u that position is still open right Now we have 10 minutes. >> Any more questions from the board? >> Sounds great. >> Dr. Martinez, >> uh, I was approached today by don't know from
176big brother to big sisters. They they have Have you met the school's office? He's I've got his card at the office, but he he's really got a good program that he's he's willing to bring it to the schools for free. They've got money. It might be something that we can look at. I mentioned it to to our staff and uh hey, they can get anything for free and they can help our kids out. It's supposed to be like a mentoring So speak on that. I I'm familiar with it. I did uh meet with him maybe I say February time frame. Um and so they want to collaborate with us to develop a mentorship program like for example at the middle school and that was the area that we were targeting at in the high school.
177And so the the director of communications engagement and uh development will take that lead on that. So we will make that happen for sure. It's a great opportunity for our students. >> Yes. >> Thank you Mr. So we now move on to u so this I mean so now that we've had the discussion is there a motion to accept administration's recommendation regarding 2627 innovative courses move motion made by David Garcia >> second by Delma Salina >> by roll call vote Joe Mirez >> yes >> Ryan Kall >> yes >> Chapa >> yes >> Garcia Yes. >> Jacob Pettis, >> yes. >> Delma Selenas, >> yes. >> And Joseph Reese, yes. Motion carries 70. We're now on to item 7H. Discussion, possible action regarding the optional flexible school day program for the 2627 school year. Dr.
178Welch, again, thank you board president, Dr. Martinez, and board members. Uh background on this is optional flexible school day program for the 2026 202 school year at HK High School requesting the board of trustes approval of the optional flexible school day program for eligible students. Uh it addressed the excuse me items addressed are the optional flexible school day program for the 2026 school year. The recommendation is that the administration uh that administrative recommendation that the board of trustees approve the optional flexible school day program application for 2026 2027 school year at age for any questions for specific specificities about the program necessary. You also may know it as care by the way. >> Any questions from the board? Just a comment that as previously discussed, we intend to move the care program to the high
179school uh in the back buildings as well as the large DAP. Uh VAP for the high school will be a backward back and then DAP for the middle school will also be located in one of the back rooms at school. And I think in the tiles they used to be located there. Right. So we we're going back to that model of separating the school high school students in the AAP. Um as you know they were at Kraber and because we're using that facility we have had to relocate as we have been planning since early August. So we're ready to move the kids next school year. >> So Dr. Welch this is just for the school year. It's already optional, right? Is this a renewal though? >> Yes, sir. It's just a renewal. We're already doing
180that. >> Any more questions? Okay. Hearing none. Is there a motion to accept recommendation regarding the uh optional flexible school day program for 2627? Motion made by Jake Pettis. I'll >> second. Second byza. >> Yes. >> David Garcia. >> Yes. >> Perez. >> Yes. >> And Joseph Reese. Yes. Motion carries 70. The board now will enter into close session in accordance with Texas Open Reading Act, Texas Government Code 551.071 and 551.074. to deliberate and consider the following uh discussion and possible action regarding the pay plans. Uh also consider and deliberate regarding the resignation of contracted administrators. Consider and deliberate regarding the employment of contracted personnel and item 8 C consultation with legal council regarding legal and personnel matters. No action will be taken and we will return to open we are we will return to
181until we return open session. We are entering a close session at 8:35 Yeah. We now return to open session. Take admin action on matters which the board may discuss in open session and upon which action may be taken. We are returning to open session at 9:57 p.m. So item 9A discussion and possible action regarding the resignation of contracted administrator. So just one administrator. Um, do we have a motion to accept administration's uh submission of the resignation of one administrator? >> Motion made by Joe Mirez. >> Second by Delas by roll call. Joe Mirez, >> yes. >> Brian Kuall, >> yes. >> Chapa, yes. >> David Garcia, yes. >> Jacob Perez, >> yes. >> Sabina, >> yes. >> And Joseph, yes. Motion carries 70. Um, we now go to discussion and possible action regarding the pay
182plan. Mr. Pettis, will you make that motion? >> Mr. President, I make the motion to approve pay plan so long as no reductions on days on any pay plans are incurred. So we we have a motion made by Jake Perez. >> I'll second by David Garcia. >> Roll call. Joe Mirez, >> yes. >> Ryan Kall, >> yes. >> Cha, >> yes. >> David Garcia. Jacob Perez, >> yes. >> Delas, >> yes. >> And Joseph Reed. Motion carries 70. And now I'm on to item 9B, discussion of public action regarding the employment of contracted personnel. >> Okay. >> Is there a motion? >> Second. >> Motion made by Belma Selena. Second by Jake Perez. By roll call. >> Yes. >> Brian Kall. >> Yes. Chapa, >> yes. >> David Garcia, >> yes. >> Perz, >> yes.
183>> And Joseph, yes. Motion carries 70. There being no legal uh matters of personnel to discuss. I move on to item number 10, adjourn. There will be no further action. Do I hear a motion to adjourn? We are adjourning the meeting at 10 p.m.