Special Called Board Meeting, 6-11-2025, 6:30 PM

001Good evening. I call this Medina Valley ISD special board meeting to order at 6:39 p.m. on June 11th, 2025. We have a quarter of board members present. Absent board members are Mr. Bonnie and Mr. Warees. We'll begin with a uh pledge of allegiance followed by a moment of silence. Next, we have public comment. We have no one signed up to speak, so we are going now going to go into close session. And the time is 6:41 p.m. The board of trustees will now convene in close session as authorized by section 551071 55107 and 551074 of the Texas Open Meeting Meetings Act to discuss agenda items 7 A through D. No action will be taken in close session. The board is now in close session. The board is reconvening into open session at 6:49 p.m. For

002the record, no action was taken in close se session. Next, we have discussion and possible action items. First on the agenda is consider approval of the superintendent's recommendation to hire the principal of Lucky Ranch Elementary School, Dr. Kaos. Yes. The administration's uh the administration recommends Dwight Mcnite for the position of principal at Lucky Ranch Elementary School. Any questions? And I'll look for a motion. I Matt Castleion move to improve approve the superintendent's recommendation to hire Dwight Mcnite as principal of Lucky Ranch Elementary. I have a motion. Do I have a second? I Joe Beiger second the motion. I have a motion and a second. Any further discussion? If not, all those in favor raise your hand. All board members voted for and the motion carries. Congratulations. [Applause] Next, we have consider approval of CPS service

003easement at Medina Valley High School for the A JRT JOTC building project. Mr. Please. Good evening. Um, board of trustees, Dr. Kas. Um, we are seeking consideration of approval of the CPS uh, electrical ease rightway easement for Medina Valley High School AOTC building. Uh CPS is the utility provider and um the rightway allows easement to CPS access to MVA properties to service the infrastructure. MTR has provided the legal meets and bounds for the CPS electrical easement and there's no c cost to MVISD. It is our recommendation to the board to approve the CPS electrical rightaway easement for the Medina Valley High School ROC building. Any questions? I'll look for a motion. I Bla Nash move to approve the CPS service easement at Medina Valley High School for the A and Junior ROC building project as

004presented. I have a motion. Do I have a second? I Matt Castle second the motion. I have a motion and second. Any further discussion? Not. All those in favor raise your hand. All board members voted for and the motion carries. Next we have consider approval of CPS gas service easement at Creek View High School. Uh so CPS is also the gas uh provider and um the easement also allows CPS to come onto our property and service the infrastructure. Uh MT MTR has generated the legal meets and bounds for the rideway easement for the gas rightway at no cost to the Medina Valley. Is our recommendation uh that the board approve the gas rightway for the easement at Creek View High School. I'll look for a motion. I, Joe Beiger, move to approve the CPS gas

005service easement at Creek View High School as presented. I have a motion. Do I have a second? I Matt Castleion second the motion. I have a motion and second. All those in favor raise your hand. All board members voted for and the motion carries. Now we'll move into our budget workshop followed by our district scorecard. Lights are hot. Okay. So, we're going to get started with budget workshop. I know you all are super excited about this. Um, so we're we have members from our compensation task force and they're going to kind of talk to everybody first just about how that um that group meeting went and what we talked about. Um, and then we have legislative updates and the session is done and what the impacts to to us are. We and then we have

006updated budget projections um based on those legislative updates we have. And then we have the your plan and if we have time we'll tackle the budget activity that um so I will just on compensation task force so or I guess first the timeline so the the big part of this meeting and this workshop tonight is really to talk about compensation so we have some of those capital projects kind of conversations in here too but the big part we want to leave is just making sure that y'all are comfortable with administrative recommendations for compensation if there's any other feedback and things that you want to tweak throughout that. And so we we definitely want to bring that back in June. If we can approve compensation in June on that June 23rd meeting, we can get that

007in the system prior to our July 1, right, Jason? And so again, that's our that's our next board meeting. And so that that is the first go to to get compensation and it just helps our employees know what what they are what they can expect um prior they I think they have till the 26th to resign if that is not so it's nice to give them that option and so they know that up front what they're for next year um so compensation task force was something new and I don't know that task force is the right phrase for it but just kind of a budget compensation committee And so we had three goals through for that committee. And the first one was just to get familiar with the budget and how how school finance works.

008So just a little bit of of conversation about, you know, what drives revenue. Um what are some of our big expenses that we have to plan for and things like that. And so they're going to talk a little more about that. The second piece is looking at just the market like where what do we need to look at when we're deciding compensation for next year? Um, and so they're going to also talk a little bit about what they learned from that. And then we asked them to kind of go through and make some recommendations. And so this committee had about 30 people and it was different degrees of people coming um for each of the five meetings or four meetings. Um, but there were at least invited. We had teachers, we had administrators, we had

009um um we had um transportation there. We had child nutrition there. We had some from maintenance in there. Um, so it really had it tried to get everyone to kind of listen to each other's perspective on what was important in their departments because and it gave leadership an opportunity to hear from all of the all of the different voices throughout the district. So with that, I will um these were the five we met four times. The fifth one is today. I will say that because our last meeting, the intent was to present to y'all in May at a workshop, but because of legislation, we really weren't ready to talk about compensation. And so, our committee members tonight, which graciously agreed to come, but they are also still on contract. So, we would have loved to

010have brought you a teacher or someone else, but they obviously are, you know, we didn't want to tap them now that they're on summer break. Um, and so we do have have this group for us tonight. And then I'll let Miss McCracken So, um, Crystal did a great job walking everyone through it and explaining the the key drivers to compensation. And so, enrollment, student attendance, and obviously, you know, any special program funding are the big key components. And so, uh, if you didn't know that piece, this this was kind of a big aha. And then she created a spreadsheet that I guess you guys are going to get to engage in as well. The magic and that we, you know, played around with some of these components. I think it surprised a lot of the

011committee members how much goes to salary. So, they think that we, you know, spend all this money, they'll see something like a new scoreboard that y'all were talking about. And and while that may be a huge expense, you know, a line item, it certainly doesn't all cost. And so when teachers are asking about more staff or you know people are asking for more that way how much of an impact that has on our budget. So that that graph was significant and talking through that was also I think for a lot of the committee members. Anything about the enrichment pennies? So where are we at on that right now? We have so we have five of the available 17 and so those are kind of the ones that have been given to you without additional voter

012approval. So to do more, you would have to do a tax ratification election and ask for voter approval. And so it's one of those things that I thought prior to legislation we might have to talk about is we're opening the high school, but we're it's the revenue is kind of there going through the at least this bianium. And so I think it's we can at least um kick to the game for a little longer. So we played around with the spreadsheet which was mostly about compensation. all the other little little uh parts of the pie were not really up for consideration. And that really enlightened everyone on the committee about what happens if you do a 3% raise, 2% raise, a 1% raise, or you give a st a potential stipen like we granted last

013year. There was a lot of conversation I felt around different needs and so having all members of our team there together. We have teachers, administrators. Um I know there was a big conversation about HVAC which might appreciate since we struggle and train and in need but it's around getting highly qualified professionals whether they are bus drivers or HVAC technicians or teachers or administrators. And so staying competitive but recognizing the value of every member of our organization was was a a key point through these conversations. I told Crystal earlier I stayed quiet upon a few of those conversations because I was sitting with teachers who believe that we all got paid too much in administration. And so that was, you know, a different lens, right? They wanted uh we talked about stipens at length and we

014talked about um a 3% raise for teachers and not for administrators, a different kind of raise uh for our different uh groups because they're either underpaid. Mr. showed those uh different components uh so that we could make some educated decisions about where we stand as a district because I think everybody would say everyone's in the right and where that may not be true when you look at the market values. So again, Crystal kind of walked us through that and then we got into the weeds of playing with the the different factors. I told her this morning too, I felt like her original representation was perfect because it was it was simple. when you start adding certain things in one here, one there I kind of choked out because I couldn't explain it to anybody after

015that. And so um again those key components I think a lot of teachers walked away with the importance of how attendance and enrollment numbers and how much can be affected if those things are not in place. Uh so I thought it was really uh valuable in that way. And then those those things like HVAC or buses cross those things are and then not going into the red is is so you know a key piece. And I think we are also really fortunate here that we are not trying to overcome that like many of our sister districts that are letting go of so many of their teachers and what that does with culture. And so watching out for those things in the future knowing that we're opening schools and the expense of that staffing because there's

016going to be another principle that you can't split one person. And so we talked through those things as well and how we need to plan for the future. We can't run out money now. No, you did great. Mike and Amanda has the kind of a little bit on the the pieces Mr. reg kind of the conversation on the market. So, um I really enjoy going to these meetings. It's very informational, especially when it's something that you don't talk about very often and it's nice to see how you know all the work that goes behind the scenes to make this kind of thing happen. Um in our compensation task force meeting about understanding market trends, we looked at several different factors that impact our pay. um market comparisons, cost of living increases, insurance premiums, um the

017challenges that comes with staffing um and pay rates with that and we discussed the recommendations that we wanted to bring forth to y'all today and then legislative updates which we'll discuss a little bit later. Um so which was nice was Miss Wig was able to show us the different market rates for different positions. So we got to view them for teachers, bus drivers, pair of professionals and um most of our um positions except for grounds and child nutrition um starting pay were either at or above market value. So it really shows how much um that value invests in our in our people which is very nice. Um we also had uh very minimal vacancies throughout the year which also showed that our um pay scales were effective in keeping and recruiting future employees. Anybody have

018anything else? No, it's okay. It's okay. We did talk We did talk about how um in certain situations if our pay scales don't match and I I had to turn me down because of the pay scale on the on the admin side. And so it's because they look of experience and when they look at the case, they don't consider that not years of admin experience. And so they were thinking they were going to get one amount and then we got something else and so they couldn't take the reduced pay or didn't want to work more days for less. And so that happened in a couple of situations with um administration and then with teachers who have studies that aren't reflected on a case. So it can impact getting really high quality individuals. And then Tiffany,

019do you want to take the I might have to the wrong sheet. Oh. Um I I just think the task force having it provided transparency for us and helped us with our discussions with our employees. Um so on compensation task force different considerations that we had as a group. Um differentiation between percentage for admin versus a dollar. We we did go over a quarter 50 cent or dollar raise for auxiliary ensuring campus admin pay is adjusted as teacher pay is and and Crystal might be able to talk to why that that was brought up. Well, I think Miss McCracken just spoke to that just as as it becomes harder for teachers to get out of the classroom to take on additional administrative duties and we're seeing especially with legislation a lot of increase to teacher

020pay and then administrators being completely cut out of of those increases. They even did support staff um pay in legislation and and specifically again left out administrators. And so it's just something I think we want to be mindful of um especially as we know that we're opening campuses and we have a lot of opportunity um for people to grow into those positions um that we that we're being competitive. We want to be able to recruit and and have people want to take on that extra responsibility in the classroom to do it. We also discussed that for some of the positions the market is not just nearby school districts but also other companies as well. Um so we did learn that grounds and child nutrition are below market. Um but but Medina Valley does pay well

021so most of them work above market. um adjusting pay for journeymen if they have additional lensure and that's to maintain those employees that that have that it's competitive market here and we don't want to lose our employees. Uh removing obsolete stipens um and then adjusting for legislative changes. So those were things like in our last meeting, we brought um options for all of these pieces. Um and that's where they kind of played a mini version of the budget game to say, "Hey, this is your budget. Where where would you go?" Um and so these these were pieces that they did and then administration was there and as we were going through this is kind of where we landed as far as an administrative recommendation. And so the first piece for most of our auil auxiliary

022or hourly staff a dollar raise is is more than a 3%. And so trying to do um to do that we put that in as an option. And you all will get to kind of look at this in a little bit. Um and then we built in a 3% for administrative staff. Um the second piece in addressing kind of the campus administrators, so specifically your principles, VPs, academic means um giving them some of their teaching years of experience when we're calculating their pay on that scale. So for them they're they're getting the 3% raise as being on the administrator scale, but then we're also going to do three years of teaching experience. So giving them it'll bump them up on the on the on the um pay scale as well. And it ends up I

023think around 6% is what I think Mr. McGur said. So it's keeping them in line as the teacher is going up so much as well. And then the next recommendation is also to adjust to to um adjust the auxiliary scales for the starting pay because we found that to be tight for grounds and a little and for child nutrition specifically. So, and the dollar pay raise would also just be reflected on the pay scale where we would also increase it a dollar. So, anybody that we were recruiting and starting would also see um that higher starting pay. And then the last piece is really adjustments for the legislative changes. So your three to four year teachers per legislation have a $2500 bump and your fiveyear and above teachers have a $5,000 increase. And so for

024the district, it was it's up to us to recommend what we would do um for the zero to twoyear teachers. And I believe there's a component where you have to differentiate. And so we left that just slightly below um the 25 at 2400. Um so they would still see almost the same increase. So it would keep our starting teachers starting pay um up to be competitive with market as well. Um and we're going to kind of go through that, but I wanted to give you all an opportunity to ask the group here any questions. um because you have a little bit more representation than just hearing from administration on on recommendations. Um the total for all of this is right around four million. Um and so just to kind of give you a little bit

025of a price point as to what what that looks like and a lot of it um is because of the $5,000 teacher teacher pay that makes up 2.4 four of it and it's really the increase over if we hit 3% overall we were looking at 2.52.6 $6 million and so the increase for that 5,000 is is what's jumping it up but we are receiving some additional state aid to be able to do those. How was that legisl legisl legislation written for the second year? Like your four-year teacher the next year becomes a fiveyear teacher. So we would adjust the entire pay scale. So every pay scale is just going to go up $5,000 for next year. And how is the legislation written for funding for the second year? They are they it is a teacher

026retention aotment and it is supposed to be in in law that it is repetitive. It definitely is for 2627. Obviously anytime they need they can do something to to modify that and there have been some superintendents that have been concerned about having to maintain it potentially without the funding. That's what my concern was was having to do it with tax revenue or you know basic because they're wanting to to push the retention piece. So two years we're covered for two years for sure. But but we're funding the zero not funed at all. Correct. Correct. But that's in the four overall. Correct. So basically 2.4 What does the zero to that $2,400? What is that amount? We don't have that many. I'm going to skip really. It's okay. We'll go back. But I put it all

027together. Well, you know us. We're going to ask all these questions. So, you stay stay in your lane for a minute. But no, it's okay. It's I It's nice to be able to see it um in one place so that you can see what it looks like. I know. So, we have I think it's 92ish teachers and in the zero to two and then and obviously we hire every day. So, this change the numbers are going to change. Sure. And TEA is going to fund based on the staffing numbers we turn in at snapshot. So, these are just kind of estimates. Um, and the three to four and then the five. We uh Are you going to get into the to the market comparison for the manual trades and stuff like that? I wasn't going

028to go too deep dive, but we have those. So, you had in there a $1 an hour. I I bring this up because a lot of my trades are union and the union gave them a pretty good bump this last year. So, I'm curious about how Compare now to what union trades hour, you know what their hourly hourly rates are. The electricians are up. Journeymen are up 35 something an hour. Now the market value I can pull from is all based off this current year. Salaries were all set. It doesn't take into account anything that's given in the school year until next year. at the board and see where we stand on what was done. Were those school year comparisons done with other districts or are they done it? It does look outside because we

029know we know that those trades can make more money. It's kind of like hiring RN to be a school nurse, right? We know they can make more money, but it's the the set hours, not not having to work those long days that is also the attraction to stay with the district as opposed to working 60 and 70 hours in those trades. So, it is competitive uh with matching up with districts. Everything I compare to is at 10,000 to 20,000 students. So, it's the larger districts we're comparing ourselves to. I just saw the statement in there earlier about the journeyman with the extra license carrying the extra license and stuff like that. The concern from facilities on the journeyman specifically is that in order to and it's it's true of any position, right? If you're a

030vice principal, you have to move into a principal job to get a raise. But we have some jurymen that have some certain like their master electrician certificate and so they would be a foreman if we had a foreman opening, right? Like they would have the qualifications for that, but they're not sitting in that role. And so it's trying to accommodate much like you would a teacher who gets a master's degree. Um the extra that they did to get their license is what is what we're trying to do. Um but because they're hourly, you can't do a stipen like we would for a master's degree. So we need to somehow increase something in their hourly pay to make that to make that work. So it would be just a calculation I think internally within the pay

031scale to look at you know if if you're licensed you get an additional piece or something along those lines is the only way we can really address it. But that was a concern because we have a few that that are licensed for the higher level position but we just but we already have somebody and so and we don't want them to license but they yeah but they do like I think working here you know Mr. Kennedy is working that license level. That's got to be the factor. You know, I'm hope Yeah, I would imagine they're moonlighting outside of their work schedule with those when you have those types of licenses, right? But it does require a lot of hours. One question on the I think it was a dollar an hour, right? Increase. Does that

032put the starting like where's that like I always worry when you increase a starting salary only that you're you're narrowing the the room for improvement. Yeah, we're increas increasing the starting mid so last year last year we did three and that was like 1.8 It was like 600,000 I think. So like it would have been closer to 2.1 or two this year just because we added so many December which was another 28ish last year. I know you do. Okay. I'm going to touch a little bit on some of the legislative pieces because there were some legisl quite a bit of legislation that did pass and we've talked about a little bit of it tonight in the two committee meetings. So, it might go a little faster. So, when you have the slide deck later, each

033one of these has a link to it that will give you a bill summary of what it was. So, instead of going into a lot of detail on the ones that aren't um super important to tonight's conversation, but I did want you to see everything that was that was passed. So, um obviously the first two are just the appropriations and and there's it'll tell you what the increase over last year's appropriations are and not anything too exciting in there if it's how to spend it, right? Um, but House Bill 2 on school finance, the document that's leaked in there is 34 pages long. It's it's a lot because it tweaked a lot of little things behind the scenes and we're still kind of working through some of those and we'll touch on the highlights here

034in a second. Um, House Bill 120, they're doing a lot of expansion to the rural um, CTE type programs and trying to provide more CTE in the in the rural communities. I'm not we don't have an R pep program here and I'm not sure if that's something that we would look into. The other are the PEK programs that are now getting some addition a little bit of additional funding. So, it's not impacting us right now, but it there's always potential in there when the state is wanting you to do something that they attach a little bit of money to it. And so, we'll kind of be able to look at those. Um, it also has some piece for NEPA and that's our new instructional facility aotment. And so it's fully funding NEIFA which it hasn't

035a lot of times they give it an appropriation and if a lot of people apply for it then it cuts everybody's a little bit but they're supposed to be fully funding it. But the other piece is that a c if you build a new CTE building and offer something new um then you could also qualify for that new instructional facilities um for that. And so we are doing an A and ROTC building. Um and so there's some potential there that we may get some additional funding. Um they've also added ROC um to CT is a CTE program and so we will get a little bit more CTE funding because of ROC. So a couple pieces that the numbers we don't have complete answers on yet, but just some increases that will come along. Um we've

036talked about vouchers before. um their Senate Bill 843 is basically just requiring that they create a database of all the bonds and tax info that's out there. I can't imagine this doesn't already exist in some capacity, but um again, just a lot of interest in making sure that we're being prudent with taxpayer funds when it comes to bond elections. We I know in one of the committees we talked about this a little bit, Senate Bill 4453. There was a lot of talk about not allowing you to do a defense. The compromise ended up being that if you did it, you had to really show why you were doing it and then your board had to have 60% approval of the board to do it. So most of the time when we do things like that,

037we like things to be pretty unanimous anyway, that we're all on the same page, but we would be required to have 60% of board approval in order to do a business. Um 1502 disaster pennies are in place. In case you have a natural disaster that hits and you have to repair roofs or you have some major water damage, you can do a one time um without going off for voter approval to increase your tax rate um to make to be able to pay those things. A lot of districts failed TRE in the last bianium and then used the flood issue to go out and do um disaster pennies and not necessarily to deal with the mitigation of the flood and and so there it again this is a pet project if somebody who doesn't like

038that their district could go out and do that because you don't have to ask voters for approval. So that's the big kicker on that. It's not something I would ever do because I think you need to be able to show that whatever you raised your taxes for went directly to fix the roof or the flooding or the whatever that happened. Um but but a few people found some language to get around that. So now it's in law. 210, House Bill 210 for vendor conflicts. This one is I think it's it's kind of what we already would put in place, but if you as a board member have a relative that we are doing bidding on, you would just excuse yourself from from voting on that. Um there is I think they just put a penalty

039in there of a misdemeanor if for some reason that you were you didn't do that. And so just trying to up the um issue on on giving business to your family. So and it's pretty close family like it's first first family. Um the second one, Senate Bill is allowing our competitive procurement threshold. Um, currently we're at 58,000 um before we have to go out for bid for something. Um, and so this increases it to a 100,000. And so this was one that I did want a little bit of feedback on as far as our our policy to bring purchases to the board is set at 50 and it matches that um that competitive procurement threshold of when we need to have projects bid or quotes or be on a cooperative. And so this may be

040you you do not have to change your local policy and go to 100,000 for board approval, but it is something that a lot of times those things are are in tandem with. But regardless, it allows us some flexibility to not um to not have to go out for bid for projects that are in between that 50 and 100,000. So that'll be that'll be nice as well. And then we talked in the committees about the property tax piece because we talked about the bond and the impact of our tax revenue on those. Um, and so you all heard that piece. The other ones, so these are these are related to to schools in general, not specifically school finance. I know we've talked about how school settings with the student discipline. Just having more flexibility on out

041of school detention and when they are at DAP or they're suspended um to give an opportunity to investigate if you needed it. It also I think lowers the threshold into elementary of kids that can be suspended. Um Senate Bill 10 I think kind of a little bit snuck under the radar but ten commandments and classrooms. Um, it's kind of self-explanatory. I don't think you have to post them, but I think if they are donated to the school, then then you have to display them in the classroom. Um, Senate Bill 11 is prayer in classrooms. This one I did link it because it's pretty long. There's a lot of there's a lot of exceptions and optin and opt out things for parents. So, um, so if you're interested in what that one looks like, you may

042want to to read through that piece. Um 569 was the virtual education week. We don't have that currently. And then the last one which we probably spent the most time talking about is 1481 and the cell phone thing. Um, and so that will probably I don't know if anybody wants to talk about that one tonight, but but it, as we've said with a lot of these things, it's really hard to get the legislation now and get everything implemented in two months to like to go through. So, we'll wait and kind of see what that looks like um as far as what needs to be put in place with y'all. A lot of those aren't even signed yet, though, right? That is correct. So if if it doesn't have a star, it's not been signed by

043the governor yet. So there's the 22nd. It's the last day 23rd. Yep. I I believe right. So we'll see. Some of these may not make it, but they've easily passed both the House and the Senate. Um so we shall see. Do you have any questions about any of the legislation? But I'm going to tackle just a little bit of House Bill Two. And I think you all have kind of seen this already. Uh but House Bill Two did did a couple things. It really is that um direct pay for teachers that we just talked about, but it does also have an enhanced um teacher incentive aotment to where now you can start to if you have that in plan that place in plan for teachers, then you can start to add administrators and create the

044the principles already have an evaluation system. Um you could use that to qualify for administrators as well. And as we talked about administrator pay, this might be something somewhere down the line that we want to talk about. Um, it also allows teachers, children of teachers to qualify for prek. And this one I think causes a little concern just because of space. Like it's not that we wouldn't want to offer it or that, you know, it's not a great great thing, but I'm not sure where they're going to go. So, those are those are some of the conversations that we've had kind of just starting to prepare for that because we've had a couple teachers that have that know this has passed and are inquiring. So, it would just be the four-year-old prek program. Um, but

045currently offering prek at every elementary campus, but the teachers aren't automatically ready. Yeah. Right. We've discussed this even before this came out a teachers before wanting I mean potentially even losing teachers not this is this is a great benefit to them and some of our schools like I know if you walk through silos it's a lot of prek right at the front door. So, I feel like it takes me a while before I'm like, "Wow, it's like a lot of little people like right when you walk in." Um, but yeah, we have a lot of we have a lot of young families and a lot of young kids that are that are in the district. And so, it is something. So, we'll have to probably see how many people are interested and how we can

046try to make that work. I don't know if it's a waiting list type option if we hit capacity, but that is something we do get funding for them if they are part of the prek at least the half day. We need to find a way to make it work. No, I bill and cost. Yeah, figure it out. And so then so a lot of people um talk to their legislators about just only having the teachers um in the compensation plan. And so they came back and they did a support staff retention aotment as well and added additional $45 for that piece. Um it is supposed to give you the dollars to pay for the zero to twoyear teachers, your counselors, librarians, nurses, aids, custodians, bus drivers, um any anyone else. But it is very specific

047that it cannot include superintendent, principles, vice principles, or any central administration. All you're going to have to do is show that you spent this much money in compensation. And so it's not going to be um an issue um for us to meet those thresholds based on any of the compensation options we have in place. So it's it's at least a little bit more money. So that was nice. And then we've talked about special education and it there will be additional funding for special education that comes out of this eventually, but for 2526 it's only the reimbursement for the evaluations. Um the the information provided from low Casey and TEA were around 269 a year, but Ry's I think we've been well over 300. And so that number could also go up depending on the number

048that we do next year. And then the additional reforms, they did increase the basic aotment by $55. Um so it went up to 6215. Um, and that's going to yield us about $700 in additional or $700,000 in additional revenue. Um, they also created an aotment for basic costs of $106. Um, and so that one yields a little bit more. This one came about because they realized on the teachers raising the teacher pay so much we were going to have a lot of TRS and payroll that we were going to have to pay that wasn't going to be funded. And so this was their way of addressing that. Plus districts have have talked about the basic aotment not going up to accommodate insurance and inflation and those pieces. So it is essentially supposed to cover the

049inflationary costs um that people have experienced over the last five years since they increased this and the TRS piece um when we're looking. So, oh, and the school safety aotment did did go up. Not as much as it was originally, um, but it it did also based on ADA also. It's um, I believe it went to No, 10 bucks. Yeah, it went from 10 to $20 a student, but then it also the campus piece, it's also based on the campus. Yeah, it went up like 18 months or something like that. So, it it almost doubled, which is which is something. It helps pay for Doug back pretty much. Pretty much. Um so, you know, we didn't we weren't counting on any, you know, most of these things um coming through. And so getting an additional

050$2 million um to put towards to put towards basic needs is is helpful. Um so so a little bit better than where we started with just the Senate version. Um throughout the compromise it it did improve a tiny bit. So then this is just kind of an assumptions and I'm still using 10% property value growth until we get certified values and then I'll plug in the certified values to recalculate. But here's what it looks like kind of with the new law pieces for House Bill Two. What did we hit for attendance rate this last year? 93.8. So we'll leave it conservative. I like that. Just before I forget to ask this question. When we did 3% last year, what was that for the teachers? What was the midpoint? What was 3%? What was the number?

05125. I'm going to look adj It's It's almost a six or 7% for teachers on the 5,000. Um wrong. Um, so this is where so the first column I was going to give you adopted revenue, but I'm like, so we but I thought giving you more projected of where we think we're going to land this year and we've done the budget amendments already that have kind of um accommodated for some of that compared to where our 2526 revenue looks like and then giving you the difference. So, we talked a little bit earlier that because of the um additional homestead exemptions, even though we have we've grown, um the property values are going to stay pretty flat. And um and so tax local tax collections are going to be pretty they they actually go down just

052a tiny bit. So now the state on the M side, the state picks that up. So it's not hurting us um at all. on the the local revenue. That's all of our additional fees and rentals and different things that that we do. And that stays that's pretty much the same. It's um we budget interest revenue, things like that. So, um it's pretty standard. The state aid piece is where you see that big jump, right? And part of that is the 10 million or so in growth that we were already anticipating getting. And then through the the formula and the new increases, we're getting about five five million more. So we're gaining instead of getting 10 million next year, we're gaining about 15. And like I said, part of that is going back out to the

053teachers, but we were planning for compensation anyway. So it's kind of offsetting at least part of that. The whole department list is in for the extension. Yes. On the M side, it it kind of self fixes itself in the formulas. We'll talk about and then the TRS on behalf is going to go up with the additional employees and those raises. We're anticipating that going up a decent amount, but it's a it's a revenue budget, but it's also an expense budget. So, those set. So, we'll adjust those after we finish that plan. And then our federal revenue. The difference between the two is just that we had some e- rate reimbursements and I generally don't budget for that until we get them. So if we get them, we'll come back and and add those in. Crystal,

054the 2425 projected that's what we projected for this last school year or that's what we projected for the That's what I'm projecting right now for 2425. What where we're going to land at the end of the at the end of the year. So just short of 100 100 million. So when when will we know that final on that? When we do the kid. So blame that this is what it's going to be. She'll let you know. So it we'll have we won't get our final settle up from tea until September. And then after that we'll have a really good idea of where we're going to land. Um and then the auditors will look at it and we'll have finals with the audible. Um you already saw this piece. The only piece I didn't talk about

055before was that um increase for the payroll taxes. So I don't want to underestimate the cost. And so when we do the pay scale of how many people and what that looks like, I didn't want to forget to add. So this is just 15% for TRS and payroll. It may be more or less than that, but or it won't be more. It's probably closer to 11 or 12%. So that may be a little bit less. But just to kind of give you all an idea of what the total compensation package looks like. And then here's kind of the the big picture of everything. So we've listed the positions for growth. So, we've talked about those and that numbers kind of stayed because we've allocated out those positions to campuses. Um, and we've had the Creek

056View start up and this is adding not just the startup positions for the middle of the year, but it's adding that one month of salary in August for everybody. Um, and then it just offsets so it's a little bit less the next year. Um, the non-campus staff I wanted to put in there. So, we did not blow central office with a million dollars, but we have all the marshall PD is now positions versus being contract services with the county. So, it's just shifting a little bit of of where it falls. So, overall, um the payroll budget is going to go up um because of adding that chunk of positions in there. And then the others are fairly small. The department piece, the 415, a lot of it is is technology um for devices. We cut

057some things last year and spread it out over two years to to um make last year's budget work. And so this is this is getting us back on our replacement cycle um for for instructional devices. And it is and there is some offset from that contracted services piece as well. districts allocated is is insurance and utilities. And we know we're going to get um utilities handed over to us from Creek View um in the spring late and the water it's uh for the first couple months of growing everything and we had that is pretty pricey and so we did add in the you know a good chunk of utilities for um for view as well. is just increases that happen with insurance and our our CAD fees and what we pay to the appraisal district

058and and all of those things that just go up um as we go. Um the compensation, the 4 million that we talked about and then the and then we have that blank in there for the deferred maintenance piece. So, was it four or four and a half? It's four and a half. And I just was like, "Oh, yeah. didn't update that. I remember numbers too. I was like, what is different? And that's the one. Um, so we were looking at almost 15 million in additional revenue. And this is pretty much everything that's been requested outside of the capital project piece. And so we're at 11.8ish. So you have a few million dollars um potentially for capital projects um to kind of discuss. And so I did list just the capital projects that we've identified and

059kind of talked about. The one thing like I we actually have more than just the three billion for capital projects because we had some one-time things last year. So it just depends on how you want to calculate it, right? But we had 1.6 6 million for buses or almost 1.7 and we had about 750,000 in portables and then we had the million dollars for the retention bonus that was a one time like you guys can decide to do that next year or or whatnot. And so really you you're starting out taking that out of the budget and then that gives you in addition to the the other three million another three and a half or so million um for potentially capital projects or putting funds in fund balance to to make it through the next

060several years. Um so but the things we've talked about are HVAC obviously getting MVP out there to to do a proposal for us and starting some projects um specifically at the high school. We the original replacement schedule had the high school um this last year and then Petranco coming up and so just at least starting with the high school first and then potentially moving into Petranco depending on what that looks like. Um the bus replacements um are they're over 100 about 120. How much? About 120 for for new buses. And so um I think this was for 13 or 14 new buses to add to the street and to and to bring in more of the AC buses. Right. So we're trying to to get the ones that are AC and are older and have

061a lot of miles on them out and replace those. Sorry. When we're talking about buses, was there a law change on seat belts, too, or No, I mean, there's been a seat belt law a while back. All buses. I thought there was something in legislation this year, but it maybe didn't make it through. I think there were people that were trying to push for just um the other things on the list. If you take out the portables, we're we're probably going to need to add portables somewhere. And this is really more of not necessarily purchasing, but just moving if we if we need it. Um, obviously it would be elementary schools and potentially LO I think LOMA looks okay, but we we would need to evaluate that to get through another year of growth um

062for those campuses. Um, there's always the the scorecard priority of equity and trying to keep things up. And so there's always potential for um furniture, painting, the yellow walls, um flooring, lighting to move to LED. All of those kinds of projects could be potential projects in here. Um we've talked about the playgrounds. Um we prioritize those playgrounds and we're looking at doing those. Um I mean I think the priority depends on who who you want to talk to. Well, yeah, Castroville is the first one that came to mind, but I could Casterville's one. The other one that we talked about um is Petranco or not Petrco. No, it's Leera because when we go to have to add portables next year if we either the cost of adding the sewer piece to a different spot to

063put portables or moving like it's going to end up costing almost the same as as putting in a playground and moving. So there and Raphael can probably explain that better, but the we would want to put portables where the current playground is and it would be better to move it. Playground looks fine. Like it's not it's I mean obviously the ground doesn't have the the nice surface and it has the gravel like everybody else, but but it's not that it's an old playground. It's just not in a good spot. Um so those those would be the two like for various reasons that obviously we talked about. Um the cost is obvious is obviously in there as well. Um the technology data center to get all of our stuff into the server space and Scott's here.

064You can always talk more about that one. And then we talked about the fine arts the lighting in the fine arts building. The this is not the stage lighting. It's the actual auditorium in the front. A lot of that is it's the old incandescent bulbs and um replace them. you can't replace them. So, updating that to LED and we have a quote or had a quote for that um that we've been holding on to. And then I did talk to Mr. Rodriguez about an instrument replacement in case we were allocating some onetime cost of things. And these this was the dollar amount and he has a list of of things that you would replace. Um it's a lot of I think for band people it's double reads. So, it's your saxophones, oos, like all of

065that good stuff. Um, that is what he's talking about. And then we've had a lot of conversations about athletics. And so, the this was taking the numbers that you all saw earlier, but for the batting pages scoreboard, um, and the track and then also the Medina Valley Middle School weight. Um, just kind of ballparking a figure based on those um, and threw that on there for y'all as well. What else? Or is that was that too much already? I got it. You got it. So the net if you had all that is roughly and you're barely and that's about what you probably have if you want a balance. But what was the retention piece again? How much was that last year? It was a million. A million. Right. So that's counting on the numbers. It's

066not actually will not be it'll be a deficit. Absolutely. We'd be in a deficit to start because you're taking the 3.4 out, but we spent we allocate this year. Technically, you would go in make that up over 114 in revenue, $12 million in that expenses. So you basically have $2 million positive back instead. That's where the deficit. Yeah. You would start it up over the year is basically what we're saying because I don't think you're not starting at a at a deficit. So like we adopted 95 million. So and now we're at 115. So it's almost a $20 million swing um in revenue over last year. Um, so I it's a it was a little I was trying to figure out the best way to show this and so I'm probably not being super clear

067on it, but the some of as I went through I kept coming up with the additional revenue and I'm like it's because I was saying I was putting in my what we spent on one time things and then I was adding the full cost of new buses and the full cost of portables and things to it and so I was double counting them. So I have to take out that 3.4 for because those were onetime costs and it frees up a little bit more budget room. I don't know if that makes sense. It might make a little more sense. Oh, it does on something else but okay. So the the projected that she showed included the 3.4 because the 3.4 things we've already approved accurately, right? So the 95 So the 95 has it in

068there. The new the new yes the most updated sorry correct it's 9 it was 954 basically 95 so then 3.4 999 right so but then when we were going off of next year's projections that were saying our revenue increase is about $14 million the expenditures were 11.8 eight that those items are not included as part of the at all. But the 114, right? So you have a 15 million. We have 11 increase seven there, right? It's 18 million. So you have a 2 something correct. Yes. On the on the make it up because we'll hit it. We're as we because we're conservative over the year in our projections, we will make it up and hit the Yes. I'm following what you're thinking. I think we're I think we're actually starting out a little bit ahead

069of that. And if we hit the projections, we probably will have it won't be as much as this last year because we benefited also from the property value study. We had some property value audit that came back and and helped us out. But it's about one and one to one and a half million that you would probably gain from attendance if we reached the the night before or around what we did this year. Yeah. I'm simply saying that if we were just adopting the budget today, we're obviously not there's about $2 million in excess revenue over expenses. Okay. By the way, not expenses before the capital projects. Oh, before the capital projects. Yes, I'm counting the seven that would def. Yeah, that's what I'm saying. If we adopt all that, that will be in a

070deficit to start with. Hopefully, our projections hit, but I don't know if we would adopt all that. No, we're going to adopt all of that. You have to make it. Yeah. Obviously, we have some work to do to make this a little bit clear. No, no, we No, it's clear. It's clear. It's just a little overwhelming of the capital project. No, it was clear. So the buses that you had in there, Crystal, is that off of the the plan that we created? I mean, that's straight off the So the capital is not that's pulled the plan is pulled out or we still had it in plan. I thought that's what honest that's what I thought we were going to be based upon that. So did I. I took it out of the department. Okay. Type

071increase and put it as a capital. So it's not in correct. So if we want to do this, we need to just move it over without the other because it was Yeah, we had it in budget this year. Correct. So we had buses in budget this year and we pulled it out. So that makes your balance. Yeah, it's close. Yeah, very close. Yeah, it's close. So, I hope you brought your I don't have a color printer that prints. So, this is what we It's good. I get real close. I was like Andrew's name. So, this is the first This is the first um assumption. And so the first thing to point out is across the top it has opening middle school 3 and 2728 and then elementary 7 and 8 and 2829 together. So it's

072not assuming what the timeline for elementary 7. I have another one that will show that so that you can kind of compare what the two of those look like. So this has a ton of numbers on it and so I know that it's not um super user friendly to see And Scott, will you do you mind clicking the link for the fiveyear plan? We'll see if it works. I'll play. Um, but basically, it's running through the revenue assumptions that we've talked about. So, we're using demographic projections. We're using um 10% property value increases um and current law for for tax rates and 98% for corrections. So, just kind of baseline. And then this is showing what our revenue increases look like um year-over-year. And so, what we've talked about in the past is when it's

073about $10 million, you gain you gain a thousand kids or or whatnot, you're going to gain about $10 million in revenue. So, you kind of see that consistency across the revenue on the expense side. And this one always gets just a slight bit trickier, but the first piece is the reoccurring payroll costs from the prior year. And then we add in the increases that we did for compensation for um positions for growth um and staffing at new schools and and that becomes basically our new reoccurring payroll cost for the next year. So, it just kind of follows it follows it up and then we add those new pieces all over again. The one time expenses are where I try to put those things we just talked about. So, something that you're going to have a

074choice on again next year. So, portables, I'm not sure if that one's a reoccurring or not, but I always list it separate. Um, it has the any of the capital projects. So, last year was the buses. Um, but that could have been any of those projects on the list. Um, and then it has the retention payment in there. And there and then it had our RO um rule POS and some of the other little one-time things and the budget amendments that we approved this year. And then your non-payroll expenses are basically all of those other budget line items, the departments, the campuses, the district allocated that become reoccurring because um because we're going to have to have those things again next year. And they they can tweak somewhat obviously um but generally there's a little

075bit they're they're fairly reoccurring. Um and so that is kind of what the what the flow is. the the one-time expenses in the area that you see, a lot of those are for new school opening. And so they're broken broken out down below too where you see the portables go through and then you start to see a little bit more than that is for the startup supplies for those new schools to start. And so just part of our part of our budget plan to make sure we account for that. Um the the a lot of them are fairly placeholders. The district allocated budget which causes some reoccurring costs to come in. A lot of that is again it's the new school opening and it's covering the insurance, the utilities um that we're going to have

076to cover um once it once it opens. And so so those factor those are factored in there for new schools. Um, I left a big nice yellow line for the um, district renovation piece of it. Um, because that's still the unknown and that's the piece where we have flexibility. So, as we're looking at our pluses and minuses, that's where we're going to be able to to plus or minus. And then we have compensation, which needed to be adjusted for the TRS. So, you're you're a half a million um short on that one. and then the positions for growth and your creek View opening pieces. So missing just the other the 28 29 when we hit that deficit but that 5.6 is just because we're opening those two correct that would fall off correct 29 and

07713. Yeah. Yeah. So as you work that 2728 is the hard year, right? because you have year two of Creek View where you're adding the staff for the senior basically adding the senior class and then you have the whole middle school opening and then you have kind of a halfyear salaries for your elementary and it gets like it gets a little tighter obviously and then the next year you're if you were opening both elementaryaries um then you start even when you take out the the one time expenses it it gets it gets tight. The only thing I would say to that is it's still it's still pretty manageable. Um, and there's two legislative sessions basic or at least another legislative session to before we we would hit that. Um, so so anything could it could

078be good or bad. That's right. So I'm like it's not a a given that that anything will will be what it is. Our enrollment won't be the same. Nothing will look the same. on the sheet that you showed earlier where you're comparing there this year to next year. I'm assuming 99. Yeah, but this So, so this is actual where we think we're at now. That was the adopted that was up there. The difference it's the adopted was the 95. Okay. So, this is where I was at seven. Now, it makes sense. Yeah. So, this is just it's just a way and really the only the main point of talking about this was to look at the that elementary school setting too and just to see where we're at. But if you remember when we when

079we looked at this, I think last year, we were really going to struggle with opening high school. Um, and now because of legislation, um, we're in a much better spot as far as not not necessarily thinking that, oh, we're going to need their TR like now. Crystal, this includes a 3% compensation increase above and beyond the state. The legisl legislation as it the compensation increase on here is is everything. um for this current year that we had we had estimated on there. So it's including the pieces outside of the legislature um as well. So the auxiliary staff and some of the other pieces, the administrators, what is modeled for the future years is 3%. So on top of the new allocation, correct? So they're going to get the 5,000 this year and then next year

080it's not going up 5,000 again. It would just be us adding 3%. Correct. Correct. Yeah, just I was confused cuz it showed it every year. I was I'm sorry. Yeah. So, I may need to I may I'm sorry. What did you ask? Yeah. Yeah. I'm missing the marshals is what I'm missing. The first one. The first one. Okay. Yeah. I was going to say that shouldn't affect. So the 7.2 should be 5.9, right? Yep. I just caught that. Yeah. Yeah. Every time there's something and it doesn't matter. I think it's whenever I switch to version two, I start updating it. We always have to catch it. It never gets version one again. Yeah. But I was like, we're we're closer to the six for the capital projects piece um for this current year. And and

081really some of this model is just like if if we're talking about compensation, it's it's that we want to be reasonable and we want to compensate everybody, but we also don't want to incur so much reoccurring cost that it hits us down the line and we can't. So the other real difference is we're bringing elementary school. Yeah. That's just so it it is it's a new benium. Hopefully, you know, I mean, you can always hope for a little more and we can always also be conservative as we go as we go through. Crystal's a very positive person. That's what we love about I don't usually Brandy gets that. It is not normally me who wins that we're not close. Yeah. Yeah. Oh yeah. So the and obviously right now at the bottom that fund balance

082is calculated without the capital projects in there. So it's it's banking it all into fund balance. Um so the the fund balance projection is going to go down. Um but well let's be clear on the 26 the buses are not included in that. We are not and then you have the 114 is based on the conservative numbers. Yes. So that 5.97. Yeah, it could be. Could be. It could be. We ended up we did get our notice on the property value study that we were gaining I think it was around 330,000 in additional revenue from that. So, there's some additional little things that aren't incorporated in here yet. Again, I know it looks like these are like super precise numbers, but they're they're not. They're as precise as I can get them to be reasonable,

083but they're just projections. But, and I don't know if this impacts your elementary school decision, but as you said, things change a lot by the time you get to those outer years. Um, I used to save these and look at how much they changed year after year versus what I thought it was going to look like and it was pretty drastic between legislation and just any other decisions you make throughout the school year. Okay, so the last piece. Are you up for um are you up for a little more or have you had enough? My brain's retired. So the last scoreard. So the last the last piece was really only if you all wanted to see and play with the compensation piece. Um or if you are if you are comfortable with the district re

084recommendation or the administration's recommendation then we don't we don't have to look at that. But if you wanted to look at the difference between any of those that we have the option to modify. Pull that up. Does that affect so is that across the board on the administrative scale? It was we did not separate because the administrative pay scale is one one scale. We did one through 10. What? What we said there's one through 10. Um I don't know how many are on there. How many are on there? How many steps? 10. An additional three years of experience is just for campus administration. Correct. Okay. That's what impact would that have? I'm looking at the issue of administrators 3% some but we the teachers are getting a huge increase too. So it's not really solving

085that problem. we spend in three years do you have how big a start you know and then it at least decreases the assumption right that I'm going to start midway when they really are starting from zero so again it depends on how many years an administrator has two administrators starting basically grow to most of us in education but there are some that three years about 6% is that Jason roughly roughly roughly take this only high school principal right now too right just to throw it out there thanks for being our example this this would equal a $7,000 raise for her. It's a little above what teachers are getting, but she's working 226 days still. So, percentage wise, it's probably pretty close. Yeah. Basically, we're raising it. So, we're not making it worse, but we're not

086the situation's not what happens. Get real bad if we didn't do anything. It would get real bad. That 5,000 for a teacher is $26 per day increase. And that that part is what causes the admin skill to fall behind. Does that daily average not that much? Is there I know Jason's already run like a copy of the pay scales. Um so you all will be able to see that. We can share that with y'all if you want to look at that. of what it looks like and then just if there's any I'd like to see. Yeah, he he prepared them today. So, I don't um and then the other piece and I don't know if you want to add anything like we're starting to get numbers on insurance for next year as well. And I

087I know it started out a little bit rough, but I think we're back down to where was it Jason? Was it around $25 was the increase for insurance roughly? Uh, stop gap insurance was trying to account for the previous year and not look at this year's utilization because we had everyone using our cost saving me. So, we did we we bank some money this year, but when they're trying to set the rates, they were trying to go back too far. Um, but with inflation, it's the cheapest plan is going out $25 a month, which equates to $300 a year. That's the cheapest plan. That's the cheapest insurance. The other uh it would be the enhanced plan probably with the family on it has the biggest increase because no one wants a spouse. Uh kids would

088have some we don't want spouses. I I I'll tell you insurance plans do not want spouses. Um employing kids did not go up as dramatic as a spouse or friends. That's just that that thing that spouses are more expensive. Um we did have bids, right? So every year uh UBC is a consortium so they can give us bids from Blue Cross Blue Shield and the Edna came in and some of their plans are cheaper less expensive but if we went to them we owe what we have in rears for UBC but also we lose the the patient's choice which has been become very popular the Canadian pathway that we're reaping big benefits on on that drug you know would not comment. Our employees would probably pay more for drug prescriptions in the end. The low

089plan for an employee is about $25 increase. What's the what's the high plan? How much increases is the enhanced plan employee family? Just employee employee 35. So the employee only went up $25 or $35. You look at inflation. I don't I don't think there's anybody that's not going to make $300 next year. But it is always tough when your full raise goes to insurance. It's just kind of the way it it happens. Like I've I The reason I bring it up is I always try to check to make sure that the compensation is at least going to match the insurance increase because it's real. If it doesn't, that's when we've done the one time. Yep. The number of dollars. Correct. With the number of employees you have, if you increase $25, that would be $213,000

090just to do $25 a month for roughly 700. So, We focus on the teacher stuff a lot every year and I know the task force did a lot of work. I don't want to get into the details, but just going back to the non the non-teer salaries, the skilled trades, stuff like that. We're have I mean, did we look good comparison? We I mean, yes, for the most part, it really was just the grounds. Um, but I think it's you're you are mostly comparing with other school districts and school districts just don't pay. Sure. Sure. Well, yeah. Yeah, I mean I mean let's compare ourselves to our peers of school districts, but the recommendations that came out of the task force bring us up on those in those other scales to where we need to

091be. It helps. I mean, I know like child nutrition wise when you're comparing all of the surround or all of the districts, the starting pay is still a little bit above. It's like 28 cents above. But if Tiffany reaches out to Southwest, it can be a two or three dollar starting pay difference, right? So the dollar definitely helps a lot of them. Um and it's the same with with any of the other probably trades as well. It definitely the pay raise helps because they're not on the starting pay. But when it comes to recruiting um that's why we at least wanted to add that dollar on the across the scales so that it would help um on the recruiting side as well. But when you looked at the average everything except for grounds was was

092above above the average. Just want to make sure that we're giving enough of a compensation increase to those areas too. You know, Mr. Kennedy a little stronger with that dollar amount versus the percentage. it was more impactful for the hour especially on the lower see the difference and a lot of it's on the especially on the lower end of the pay scale it definitely is it I mean it's a big difference you know 13 cents versus yeah so the recommendation was way more than a 3% raise would would give most of those what what I sent you or shared with you you can see see each individual position and see what it Okay. Good. And we'll be obviously he's already kind of put that together, but that will be an action item for next time.

093So, if there's anything as you're looking at stuff that you want us to consider, just let us know and we'll try to build in what we can and I think that the the comparisons are important. We want to be competitive. I think we also need to consider what which pos are there certain positions that we are really struggling to fill. Correct. I think that's got to play into this a little bit as well. We want to retain we want to hire and retain the best we can at every spot. So sometimes unfortunately that means competing with industry you know which is a challenge but if it's a position that we really need electricians things like that HVAC tech we we will have the first $80,000 teacher on a 30-year scale without any TIA with this

094$5,000 almost thank you for take some of the heat off having to play with a little can say it wasn't me I was no but I think it's important we've done that across the district on a lot of decisions ision, you know, getting committees involved and just get more more opinions always helps. And I think I I do like this year, we talked about it earlier today is we didn't have like we weren't we weren't in a major budget issue because we're not opening school next year, right? And so having that committee meet and talk, it was like we almost could have waited to start that process till next year when it becomes when the budget starts to get tighter with the opening of the schools and then they it would have been a lot

095more impactful. Um, but I do think it was really good to kind of at least set it and I know a lot of people reached out afterwards wanting to ask if we were considering other pet projects. Um, and because we had the committee it was able to say, "Hey, be a part of the committee." and then that way you can share or hear someone from your campus that's serving on the committee. So it just kind of helps filter out those conversations so that we can get to a recommendation. I mean I mean you guys have seen it's important we we don't kick the can down the road on some of these capital maintenance projects and stuff. So when we can we got to jump on those. Well, then once we get a compensation kind of

096through, then the in July we can committee and whatnot, we can talk about the capital projects and what we what how we want to finish out the rest of the high school cafeteria was hot when I was at the last I think everybody I think that was intentional. We held everything in there. So I told him that cuz Blaine and I were both in there. So, I think this was intentional. You know, the the other part, too, and I think Crystal did a real good job with the compensation task force. I really think she needs to do this with all of our employees, right? And educating them on our budget and how it works and the challenges that we have. But, but really, I think what we need and it's these reoccurring costs and unfortunately

097salaries are reoccurring, right? So, we really have to be we want to take care of our employees. Yes, we do. But we also have to be mindful of things to come, right? With all the openings of these new campuses, we don't want to get ourselves in a situation to where we're getting into budget deficits and now all of a sudden we're having to look at cut staff or reduce the big thing. So that's got to play in all this. Yeah. I mean of these we got to pay attention to 27 28 28 29 like those we've got a plan for those. Absolutely. Yeah, I agree with you, but while we have the surplus, we've got to pay attention to that. So, no, actually, it all impacts the future, too. So, that's what I'm saying. Hopefully,

098we'll we'll exceed our budget assumption. I won't say the state will exceed our budget assumptions, but I I do like being conser I mean I think the conservative approach to the attendance and pieces like that really do gar I mean the difference between 900 and a,000 kids is significant from a revenue budget standpoint but it's not like but it could happen right like you could get 900 instead of yeah that's a number that you just can't really know what's going to happen I mean we heaven forbid we have another and and even though all this is still really hard and tough. We're in so much better shape than a lot of school districts. I was talking to a group of superintendents last week. They a lot of them are saying even with these changes in

099they're still going to be in the deficit. We heard that at the convention that we they were like, "How are you guys not in a deficit? I don't know. We don't spend any money." No, but I don't know how to respect But I agree with you on educating on educating the staff. I thought about what if we have campus principles teachers. Well, so this this time we had M. McCracken was there as far as principal and so was um Jerry Jerry. Okay. And they're at TESA this week. The elementary principles are. We've had a lot of graduation parties this year and I've got I fielded questions from a lot of teachers and stuff and I'm like man we really need to we really need to have art across the board on some of this stuff.

100It's hard and I'll tell even prior life like we didn't talk about this like this until we had to do a TR and then everybody had to understand it or we would never have gotten teachers to go out and vote. And so that's what drove a lot of the conversations. Um, and so that but otherwise I don't think a lot of people get out and do a lot of explaining. But you know it impacts how people vote. It impacts you know the way the legislature works and everything else too. But okay you take a short break. Sorry we were trying to be quiet. if you want to make comments, any recommendations on Okay. Hey, what about what about uh changing this or adding this? anything that y'all think that we need to consider as we

101start developing next year's, you know, make notes in here and then we'll take these up and take them back with us and see about making changes. We good with that, Miss Lee? So, this is a this is the presentation every just kind of a final summary of of this year's scorecard and then this other document that's in the folder is for you to take notes, right? you like that we're doing this or we're looking at this or we need to we need to look at this in addition to we need to I recommend we do this instead of this whatever it might be anything thank you go feel like we need to do with the scorecard as we start looking at next just make comments on there on that okay and we'll take those up

102after we're done all right you ready Scott yes sir all Cris. Okay. So, we are going to look at our scorecard overview tonight. Um, I am of course going to do priority one. Every student grows every year. And we presented our winter update right after we had our scores come in for middle of year. And we were very excited about the growth. Like we had a huge growth. Um at the end of the year for our MAP scores, the growth kind of leveled out a little bit. So it wasn't as big as what we thought it was going to be, but we still had a lot of things that we are proud of and we did increase in a few things. So, um, so on curriculum instruction, we have our PLC, our ILT, um, processes

103that we're focusing in on this year. We learned at the last, uh, board meeting that we have over 100 people attending the PLC conference. So, we're hoping that that will get that um, really going. And basically PLC is teachers collaborating looking at student data to improve student outcomes. So if you look at the MAP growth um our long-term goal which is by 2027 is that we're going to increase our math from 49 to 65%. We actually increased a little bit last year but we leveled I mean at midyear but we leveled out to 49%. Um, can y'all see this? Just keep turning. I think it's page four. Sorry. Um, reading. Um, we started our baseline year at 48%. We want to grow to 65%, we're at 52% this year. And then in science, we did

104not have a baseline. So, this will actually be our baseline and we'll do a growth goal from here. Um the second graph shows um we wanted to reduce the amount of students that were scoring at or below the 20th percentile. Um we started out last year at 16.7%. Our goal is to reduce it to 10. This is one of the areas where we actually grew in the negative way. And one of the reasons as we've talked with teachers and our coordinators is we really did try to focus on all kids and not as much on just that low group. So that might have had something to do with that increasing. But we're still it's still a goal. We still want our bottom kids to be you know lower than 20th percentile. So we're at 19%

105for reading. I mean for math 18% for reading and then we are at 9%. So we did go down one percentage point from last year. Um you can see um from the surveys we have our elementary student survey and our secondary student survey. And elementary I enjoy coming to school. 68% of our kids say that they enjoy coming to school. not quite as much at secondary, but um 59% it's more than half of our kids are enjoying to come to school. Um my teacher wants me to do my best. We have 98% in elementary and 86% in um secondary. And then I'm encouraged to share my ideas. 68% of elementary students agree. 49% of secondary students agree. So, one of our um objectives for next year is to really work on studentto student collaboration. Um

106we worked this summer choosing our central standards and then we are rolling out the blended learning. Um for strategic action number three on the next page, um we are really focusing on our bilingual hubs getting those. we had our first year. We're going to look at um you know ways that we can increase we have a lot of trainings this summer. We're also looking at our SPS classes which are our specialized behavior support classes getting those um teachers, administrators, and all of our paras and teachers trained in a schoolwide approach to handling behavior students on our campus. Um, we're also looking at our MTSS pro process, which are our multi-tiered system of supports and making sure that students are getting the interventions or the extensions during our focus times, especially at our elementary schools. So,

107if you look at the data from that, um, elementary I get extra help if I need it, 89% and my teacher doesn't let me give up, 95%. It's a little bit lower with our secondary students but still you know 74 75%. Um CCMR we have done a lot in this area um for implementing a K12 program. We have our career days at elementary. We did Starbase Kelly this year for our fifth grade students where they got to launch rockets. um core for STEM experiences at Boeing for our middle school students. And then we also put in those labs that allow you to experience um like taking blood from animals. They have all kinds of neat um labs that students can try out various jobs. Um, we have also worked really hard at creating our practicums

108and aligning our IBC um, options with each one of our programs of study. And so it looks like I mean the data shows that our CTE completer status went from 29.3 in 2022 to 27.6 in 2023. But you have to understand this is lagging data. So this is before we implemented any changes. So this was what it was like when um we came in 2023. So we won't see things start to change in that area until um at least next year's data comes in, but probably the next year. So we do um this week our teachers are doing inter externships with companies um local companies. So they took a group of teachers to Amazon and they're looking at ways to have practicums for our students there. We also today went to Toyota and now that

109we switched who we do dual credit with, we're able to have that partnership with Toyota so our automotive students will have more opportunities. Um you can look at the next page strategic action number two increase participation and student performance on college readiness exams. So you can see each year we have gone up from 43% participation to 51 and this this past year 61%. I have data this year. This was the first year that we did the opt out instead of opt in on the SATAC day. And we had 795 students. Those aren't all seniors, of course, that's juniors and seniors who took advantage of taking the test. So, that is an increase. And then you can see also we test ASBA in um the fall. So, in 2023, we had 97, we've gone up to

110114. This is an area that we continue to focus on. Um, when I got here in the fall of 20, no, the spring of 2023, yeah, 2023, we had zero CCMR outcomes bonus. Zero, like no money. Um, we weren't earning anything. The ne that that next year in 2024, we got it up to 38,000 and this year we are going to get 72,000. So, our students are doing better on their testing. They are getting CCMR bonus points. So, that is really good. Um, safety and well-being. We have actually changed this. Before we were doing solution tree, I'm sorry, emergent tree. We were paying them to come in and help us set up our system. So, we actually canled that contract this year. We're doing our own system. Um teachers and administrators have already met this

111summer to start um streamlining our expect behavior expectations in cafeterias, playgrounds, all of those things so that we can um get that in um a plan to roll out for consistency at all of our campuses. Um you can see we um our data from elementary removals and secondary discipline removals um it did go down 2425. I will be honest if Mr. Langu is here he would tell you a lot of our problems with our removals had to do with coding errors. Um, so when we started cleaning up the coding errors, it did make it go down more than it probably really did. Um, but we are seeing a reduction in that. Um, so if you have a, let's say you have a fight on campus, if you say you're a VP and you're a VP,

112so one of the students is yours and one of the students is yours. If you if you put in an instant report and you put in an instant report, it shows up as two fights instead of one fight. So once we trained them in how to actually do code the discipline, it did it went down a lot. And then objective four was extracurricular and co-curricular participation. You can see y'all y'all know all the things that we accomplished this year. y'all get to take pictures with them every month at the board meeting. Um, so those are kind of some of the highlights and I think I went under my six minutes. Any questions? question. So the other thing the other thing I wanted to tell you is I sorry I have the whole report where I

113have all of this data um like I did at the winter I have it for summer where I've updated everything. So I will share that in the um board update this week so you'll get all the charts. And we would have been here for ways. We being timed. Well, I was I was given a a goal, right? Want to thank Selena for putting this together. It made my work look so much better than if I would have done it. So, thank you, Selena. Um, mine is recruiting and retain. Uh, as you notice, our our first strategic thing is to host job fairs. You see, we're pretty loaded in the springtime. Uh, thanks to you letting us staff at the 100% of the demographer, we get our teachers on board in the beginning. Uh, I do

114attend a couple in December. That's in case we have a retirement. But, um, the one that's happening tomorrow, there are currently 480 people signed up to come. Um that's a testament to you as the board of what you've done with pay with teachers. It is it has made my job real easy on getting teachers here in the district. Um we also want to continue to recognize our subs. Um we have the statistics there is we did increase our coverage by 2%. What is really hurting us in the springtime is not not really absences. Absences do play a part, but the number of spring sports activity is killing us and keep that in mind once we open up the second high school, it is going to double the subs we need for for high school. So,

115we will continue to recruit. Unfortunately, we hired a bunch of our subs this year moving into next year as teachers. So, Misty has her work cut out to to get more subs in. Um, Selena also has helped us with marketing material. She just put just two small things that she does to help us market our jobs and put it out there in the community. She pushes out everything we do out to our community and helps us uh really our community. Um find our applicants for us as well on retain. Um the first strategic there is creating principles that create a positive work environment. We do measure these as in our spring surveys and there's a few statistics there is 88 uh% of Medina Valley parents feel strongly that their principal is an effective leader. 73%

116of our employees believe my campus principal has a good campus has a good culture and 82% of the employees would refer someone to work here. So we are increasing that. The second strategy there is increase uh employee sativa sati satisfaction by uh giving them a voice. Dr. Kaos has both secondary and and uh elementary advisory committees and also now the auxiliary committee that is giving our our our employees a voice. And then this year the newly added compensation committee is continuing to give our staff voices in our in our decision making. Um, number four is strengthen employee recognition on all campuses. You see the ones we highlight on on a monthly basis here, but the uh rolling out the new incentive, the peer recognition uh which Brandy had a large part of the gold tickets

117has greatly um valued our employees getting recognition from their peers they work with. The third objective is professional development and leadership opportunities. Again, Brandy is leading the leadership capacity or the the aspiring leaders, which we are continuing to hire from that pool. We want to strengthen that program as we're continuing to open up campuses. We will need strong principal leaders and no better place to find them is in our own backyard. And we're going to continue to increase that program. and then monitoring and adjusting the learning plan based on job embedment requirements. Um the summer PD um the the the October break has a more positive effect than I thought it would have and that week off teachers are very appreciative but also we're encouraging them to do that summer PD so they have it

118from day one to in the classroom. um great opportunity for for our leaders to learn, our teachers to lead in the classroom. And then four, continue to um improve our mentoring program for new teachers. We don't have the statistics yet. I know um Matt, you wanted to know the retention, but we still have to get through June 27th is the last day for any employee to resign, right? To to compound our our our teacher retention. Right now you get the I think I missed this past week, but you do get my update on vacancies and resignations. Right now 66 teachers have left us out of 605. So right now it's 11% which is well below the state average of people moving. So um I will give you an update on how many new teachers. We

119only had 17 this year. The year before was 35. We retained 34 of them. This year we'll see how many of the 17 come back. Um, and I'll give you those statistics by campus as well. But that's my presentation. I didn't time myself, so hopefully it was under six. Any questions? All right, priority three, parental and community involvement. So, objective one, improving communitywide relationships. Uh, starting off with the community ambassador program. This is um been ongoing the last couple of years. So this year we did do something a little bit different. Um we had seen that at the start of the year we tend to get a lot of interest from parents and then they come in and then we only have kind of a smaller group of active participants. It tends to dwindle down.

120And so after our two kind of first meetings where it's a lot of sit and get and them just kind of getting information on the district and us kind of discussing with them, we went ahead and kind of rolled them into spring committees and got them really involved which is the purpose of that program and kind of expedited it. and we had a lot of positive feedback from that. So, looking at doing that again um next year if we can just keeping that same process in place. I will say we have um over the last few years continued to get more and more parents actively involved in those committees. So, it's been really great um especially as a fast growth district, right? We get a lot of new parents that want to be involved and

121want to learn and and want to be a part of of the work. And so, it's been a great program. Uh strategic action two, a best practices guide for district and campus parent engagement events. So we did just look um as a district and looked at what everyone was doing and wanted to create kind of a minimum standard. So on the campuses, three fall events, three spring events for the district, two fall and two spring. Some examples of those events are like meet the teacher, open houses, veterans day ceremonies, awards ceremonies. Um but just trying to kind of put a standard in place there. Uh meeting with realtors and homebuilders annually. Again, something we've done over the last few years. We did have that meeting this year on February 4th. Uh Dr. Dr. Kaos gives

122kind of a state of the district shares demographer reports. We provide them with updated brochures and information. Again, Fast Grow School District. So, that is an important group uh that it's nice we can keep them kind of up to date on what's changing in our district and give them a platform to ask us any questions as well. And moving on to the next page, a military connected family engagement plan. Big military community. Some survey data for you there uh from our military family survey that we just sent out in the spring. This only went out to our military families. We did ask them um does NBIC make you feel welcome and included. 88% of those military families that participated said they strongly agreed or agreed and 90% of them were satisfied with their overall support

123that they received from the district as well. Um our campuses uh are continuing to work for those purple star designations. We did have six campuses that earned that this year in 2024. And so all of them are working to earn that designation if they have not already. They are doing that through family engagement events um and student led initiatives. Just continuing to provide as much support to that group as we can. Objective two, informing all stakeholders with campus and district news and announcements. Parent Square is that big strategic action number one. We rolled that out last year, but the goal this year was trying to increase our engagement and interaction. And so we did reach our our scorecard goal this year. We increased our engagement by 12%. So parents that engaged on the platform, meaning

124they either replied to someone, interacted to a post, we had 4,320 that did last year, and this year that increased to 6,298. So hoping to continue that engagement and interaction as we move forward. Community mailouts, we again have done these the last uh couple of years. We have continued them. That number of mailouts, these go to every uh resident in our school district. And so it continues to grow as our residents grow. Our last edition, winter uh 2025, went out to 17,430 residents and we are currently working on our summer edition for back to school. So, we will see how many more residents we have here soon as we run that number. But, um, this is always just a good way for us to connect to maybe those that don't have students in our system.

125So, always a good way to connect with all of our stakeholders. Uh, growing alumni outreach program, we did add 208 alumni to our database this school year. Um, allowing us to spotlight our alumni. And so, the goal is for us to continue to build that database and be able to spotlight them in different ways. Uh, there on the left, just one example of some spotlights that we've done throughout the year. video production, a big piece of how we communicate, right? Video, short form content, um, and informative content. We did have a goal to increase that this year. And in total for the school year, we produced, I want to say, uh, pro that number has increased just in the last few weeks. So, probably about 75 to 80 videos this school year. Um, which we've

126had a lot of positive feedback on. And then lastly, customer service objective three on that next page by annual survey, service standards, and service training. So, we've all been going through survey data. We did survey parent, staff, students in fall and spring this year. And we had a goal to try to increase our participation um who was participating. We know the more people that fill out the surveys, the more accurate the data. And so, our goal was to increase by 5%. We were able to increase by 14%. I will give all of those kudos to the campuses. They did a fantastic job in getting our uh parent, staff, and students involved, which is not an easy task to try to get everyone to take those surveys uh regularly. So, great job to them. Uh service

127standards we did roll out this year and we really try to embed them in everything we do as much as we can. Um and I think that really has played a part into our our satisfaction from if you see the data right below that, our spring parent surveys um at my child's school staff are approachable and reachable. 84% of our uh parents agreed with that and 92% felt that they were treated with respect from school staff. Um just looking at comparison as well from fall, I know that that did increase and so our service standards as well as our um kind of training that we're providing our support staff I think seem to be making a a difference on our campuses. We did also roll out our DSS meeting. Um Crystal here helps kind of

128coordinate and run run some of that, but it's a regular meeting with those secretaries, you know, bookkeepers, that front office staff, and those have seemed to be really effective and getting providing them with some training that's really applicable to them and their roles and what they're doing on our campuses being on the front lines. So, I know that was a lot of information in a really quick time. So, if anyone has any questions, you let me know. Okay. So, we have um priority four and so the first priority and I'll do my best to be um Mr. Barahas tonight um but is to take an active role in planning for rapidly rapid growing population. And so, um, there there have been multiple things that happened to go along with that, but a lot of it

129stemmed from, um, Okonnell Roberts doing doing a site plan for the Medina Valley High School as we are moving into, um, a a master plan and also with Corgan um, looking at that as well, just on the facility side and maintenance needs. But just to just to have a feel of where we need to be, we've also um started the A ROC project. Um building 200 was renovated last summer, kind of falling in for this beginning of school year. And obviously we are relocating portables as needed to deal with growth. Um the plus is that we own a lot of portables, so we are able as schools open to kind of relocate and use use a little bit of what we had. Um strategic action two is the furniture standard um and model for elementary,

130middle and high school classrooms. And so we obvious starting with silos, we decide developed a furniture model as we open that campus and we also surveyed staff about how the furniture was working in the campus and may make a couple minor adjustments to furniture to create to maintain that elementary standard. Um, we've also started the process to interview um, furniture companies for Creek View High School so that we can begin the procurement process for all of the furniture that will go into the high school. And a lot of those companies have their own design team. And so we're working with them on developing the furniture standards for that campus, which will also most likely be the same for middle school 3. So once we go through the process, we'll kind of have created the standard

131for both. Um for the 10-year long range facility plan, this is a little bit more um in line with with when we're going to need to open schools. um where looking at the demographer report, looking at when we're going to we're going to need to open those new campuses, and then also looking at our maintenance projects and and trying to put those on on a schedule as well for replacement cycle, whether it's HVAC or roofing um that need to be completed. And then strategic action four is the systematic approach to district equity. And I think a big piece of that is going to is coming from creating that furniture standard. And then as new campus as we're adding students and we're providing furniture, we're updating those things as we go. Um, it's also, you know,

132making sure that we're going into some of our older campuses and painting and and cleaning things up to try to do some of those updates, whether it's LED lights to to just brighten it up and and not make it look that it's it's the older campus on the block. Objective two is the strong financial stewardship and clear communication. Um, and so the first strategic action was the five-year budget plan. And so today we got to actually kind of look at an updated version of that. Um, so that we can model out those new school openings and make sure that the M budget can sustain sustain our our construction budget timelines. um the budget calendar under strategic action 2 um we develop and and bring to you you all in December time frame so that we

133can start budget process um in January um so that we can get there by August. So always a lot of a long-term plan on the calendar. um the public school finance understanding for campus and department administrators. Um I would say that that's still a a work in progress. Like we did some things with principles and VPs this year where we were able to attend some of their meetings and talk them through um some of the pieces related to budget. Um but mostly on their campus budget, not so much the district's overall budget. And so there's some room to grow um as we talked about earlier um to do something similar to them as we do with compensation task force where they really understand what's driving the budget and the different decisions that are being made

134along the way. And then strategic action four is the improve financial transparency. And so I think I mean I think all of the things that we're doing even today of of talking about budget very transparently compensation task force it's involving a whole lot of people in that process so that there's really not a a hidden piece. We also have the debt transparency um page on the website that shows all of our bond issues when the payments are due um all of those pieces that are really accessible to everyone. And then we've maintained our superior rating um on the first rating and then a clean audit report um for the last several years. And so we just want to continue to do that as a measure of transparency for the public. And then I'll let Mr.

135Waznjak, do you want to take number three? Sure. I'm like, you stayed. I know, but you stay. Yeah. Even though these technically aren't mine anymore, right? Yeah. So, objective three, ensure operational effectiveness and efficiency. So, the first one has to do with those long-term projection plans. And I think we've heard Mr. Kennedy speak. Um Scott has spoken. Um we've tried to put together what a what a five-year plan might look like because of course in operations um surprises are always not welcome and extremely costly. So, buses and HVAC, right? We're kind of at the top of the list of looking ahead to the future and seeing what we need to do each year to get there. Next one has to do with work orders. That's our commitment from our maintenance and our technology departments to

136increase customer service by using those work orders um to gauge how quickly they get to things. And even on a secondary note, it can help drive um discussions on staffing because it'll it'll show whether we're getting to them in time or or maybe the opposite that we're overstaffed. So, it's effective there. Um next one has to do with our safety projects. So, we've highlighted obviously the camera project and the badge access and we continue to um look at those and big push to get those done by the start of the school year. We will have a another update tomorrow night with the safety committee to show where we are. We're just about done with the cameras. Next step for cameras will be um looking at the servers to support them and then the AI integration

137and the software updates. Last implement new law enforcement model districtwide. We really haven't talked too much about that at all. Um the police department, so I'm not sure. We did get some really good news this what Dr. Ka's last couple days, right? were officially advertised for the chief and for the officer position. So, uh we should have our oi number by next week. And that was the very last piece of that whole list. And so, we're rocking and rolling on that. So, that's good news. Any questions? I think that was three minutes. all your finance stuff in our construction. All right. So, any any questions, comments on the scorecard? I wrote stuff down. Can I just hand this to you guys and go through it? I'm ser I'm serious. I think it'll work better that

138way if y'all just read the notes and come back to me and say, "Hey, what do you mean?" I didn't write during, but I will go back and Yeah. If y'all want if y'all need more time to to to fill it out, take take the time and get it back to us when you're ready. We'll look it over and and I think see you tomorrow. I think I think we'll also plan next committee meeting. Okay. All right. Yeah. I'm Matt Castle. Move to adjourn the special board meeting at 9:01 p.m. on June 11th, 2025. I have a motion. Do I have a second? I Joe Beer, your second motion. All those in favor, raise your hand. All four members report. We are journ. Thank you.