001All right. So, let's please stand as trustee Dr. Harl leads us in invocation and pledge of allegiance. Please bow your heads. Almighty and merciful God, we ask your guidance and blessings upon this board, our students, our parents, our patrons, and teachers as we are assemble assembled here this evening in the common pursuit of this great nation's wealth, our children. Amen. Amen. I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. Honored by Texas flag, I pledge allegiance to thee, Texas, one state under God, one indivisible. Thank you. Thank you. It is now 6:01 and the meeting will now officially be called to order. I'd like to welcome all of you to this regular meeting of
002the North Side Board of Trustees. Before we call the first agenda item, the board would like to take just a moment to briefly review some of the rules for conducting our meeting. The order of business for this meeting is set on in the agenda. One item that you may notice on the agenda is the consent agenda. And this item includes um things that we've considered routine or out of recurring nature. All of the items listed under the consent agenda will be acted upon in one motion. If there is a consent agenda item that anyone here would like to address, please sign up to speak to that item and we will pull it from the consent motion and discuss it separately. The purpose of this meeting is to conduct board business and for that reason it
003is held in public. It is not a public forum. However, we do provide the opportunity for audience participation. Is there anyone here that wishes to address the board regarding a citizens to be heard agenda item? Um, you would have to sign in prior to the start of this meeting. And if there's anyone that would like to address the board during an agenda item, we ask that you please complete a signup sheet and indicate the agenda you would like to address. The signup sheets are located at the entrance of the room. And this is so we do not overlook anyone who would like to speak to the board. We will review the rules for addressing the board later this meeting. Is there anyone here who would like to sign up for an agenda item or the
004citizens to be heard and has not already done so? Okay, we're now going to go ahead and move to our first agenda item. We have our superintendent report. Yes, Madam President, members of the board, um it's hard to believe, but we're already uh wrapping up the month of June. Uh and we are in full swing uh preparing and planning for the 2025 2026 school year uh already. I will say I I want to really appreciate uh we had the opportunity to meet with all of our campus administration uh just last week and I do appreciate uh the smooth end to and wrapping up a very very successful school year. Um like I say, there was um uh a lot that was was uh taken place especially the last uh couple of weeks uh to include
005uh we graduated over 7,000 seniors uh across 13 commencement ceremonies. And thank you again to the trustees for uh playing such a a vital part in in those very special uh celebrations. Uh one of the questions that I'm often asked is well what is the aggregate scholarship amount? We've calculated it to be in and around $167 million uh of scholarships uh that were awarded to our graduating seniors. So, um really really proud of our seniors and um we'll be looking up and we'll be graduating uh another class of 2026 before you know it. Um this past week we had the opportunity to meet with our North Side Education Foundation board. Uh they actually uh took the day um for some team building but then also strategic planning. Um, and so, uh, it was great to
006have the opportunity, uh, to visit with them, uh, really provide just a a state of the district, um, but then also some of the initiatives that, uh, could potentially turn into funding opportunities for the, uh, for the education foundation uh, going forward. Um, this year, I believe I've mentioned this, but this year's convocation theme is North Side Unstoppable. So, um, we are, like I say, already, uh, shooting and preparing for, uh, convocation. Sorry, Ray, I see you smiling really, really, uh, wideeyed over there. You're going to you're going to miss it, but you can always come back and and play a part if you so choose. And then we've also um, we we soft launched our open enrollment initiative um, since um, excellence without boundaries. um I think has really taken off and so we'll
007be able to provide uh some enrollment data and information. Uh Christina, I don't I don't think you probably have that uh data just yet, but um I I think that we're going to garner some interest from um outside uh the district um with students that are wanted to take, you know, advantage of the awesome opportunities, educational opportunities that we're able to to provide. So, um, so more to come in that regard. I know, like I say, we are planning on, uh, providing an update at the, uh, uh, board retreat, uh, on the 30th. Um, and like I say, we're excited about that initiative as well. Um, on the legislative front, lo and behold, uh, there has been a special session called. So, uh, Governor Abbott, uh, has elected to call back, uh, the legislators, um,
008to discuss, uh, THC and, um, parameters in and around the legalization or non, uh, legal legal legalizing, uh, THC contained products. So, um, more to come. Uh again, just as a reminder with as with any special session, uh it has to be specifically the item has to be specifically identified for legislators uh to be able to engage in that debate. And so, uh thus far, uh even though it's still early, uh there has not been any discussion in and around trying to bring back um star testing, accountability, uh House Bill 4, uh nor House Bill Two. So, um, like I say, uh, more to come in that regard, but like I say, a special session has been called and I believe they're, uh, to, um, gave in here, uh, towards the end of, um, or
009the beginning of next month. Um, and then just a real quick shout out. I know that, like I say, uh, many of you were able to attend. Uh, we, um, had the opportunity to host Beetlejuice. And I say we uh this was our rising star summer theater uh camp. Um pretty amazing. I didn't get to stay for the entire performance. Um but uh Mr. Salceto, Dr. Harl, I know you also had the opportunity to attend. Um it's amazing how talented our our students are. Um and again, just a big shout out to all of our theater uh arts teachers. Um, of course, our director, Elizabeth, does just a phenomenal job and, uh, it was great to see a packed house. Um, it really was it it um, where were we? We were at Holmes High
010School. Um, seems like it was years ago. Um, so again, big kudos to all those that made that uh, production once again uh, such a success. And I believe that really leads us into our video moment. if if um if you'll indulge us just for a moment. Um we've got kind of a neat a neat story as it relates to our Rising Stars program. Every year for the past 14 years, Rising Stars has given kids a chance to explore something new and exciting. And this year, more than 100 kids from Title One schools around the district took time out of their summer break to be a part of it. Let's try one more time. The Golds put on a full-blown stage production with the full cast and crew complete with lights. Follow sounds, props, make
011sure we're unlocked and everything. Costumes and makeup. The catch, they have to do it all in about two weeks. Immediately you go from first day auditions to like four or five days later, bam, you're running the show already. Frost Herrera and Allora Rodriguez are both Rising Stars veterans. Uh, this is my fifth year rising stars. This is probably my third or fourth time. They can tell you from experience. It takes a lot of work to get it all down in time for the big shows in front of live audiences. Lots of practice and late nights. Pretty much every night I'm home. I'm like lines lines lines words song. Ross says at first her mom was surprised at how much time she was putting into practice at home. But when she comes to the shows and
012she sees it, she's like, I understand why you're up at midnight talking to yourself. It takes a village. There's a lot of people involved in this production. Rising Stars coordinator Cody Off says dozens of kids work together to pull this off. We have approximately 75 kids on stage. We have approximately 25 kids um working backstage. One day before showtime and things are moving fast. 5 minutes, please. It's time for the dress rehearsal and to put the finishing touches on the show. In less than 24 hours now, these seats will be packed with people ready to see a good show. Sometimes Cody says tensions can get a little high. But no matter the pressure, after 14 years of doing this, Cody knows one thing's for certain. [Applause] It always comes together. You know, I'm always like,
013"Oh, we need to do this and this and this." And there's so many things. There's so many moving parts that have to come together to make it happen. And no matter what, it always happens. The payoff. The kids don't just learn more about acting and stage production. They learn about teamwork, building friendships, and working under pressure. It's what keeps them excited and coming back for more. [Music] you get to say, "Wow, I put on a show in two weeks." And I it's it's stressful, but it's very worth it. That's what it's all about. Kids excited about learning, excited about theater, excited about being to a place that they belong and can fit in and not be judged and just be loved and embraced for what they are worth. And so I think that that's the
014best part of this camp. [Music] Yeah, absolutely. Really, really, like I say, an awesome program, great opportunity for uh many of of our young theater students and again, just a big a big congratulations and thank you to all those uh that took time out of their busy summers and uh really gave back and put together a great great production. So, uh, pending. Any questions? Madam President, that completes my report. Thank you. That leads us to our next agenda item, which is our board members report. Do we any of you us have anything we'd like to say? You can press your button. Okay. Says Salana, but it's you, Miss Hasso. I just really wanted to thank the whole team. Ha. I wanted to thank the NIC team um administrator staff just because this has been a
015very fast and very educational I think it's been three weeks um but very thankful and just excited for everything to come. Um, I was able to attend the graduation ceremonies and really celebrate this milestone of our graduates and just congratulations to all the graduates and of course also a sincere thank you to the teacher, support staff and administrators whose dedication make moments like this really possible. So just you know your efforts really leave an impact with these students, with families and the community. So that's all I got to say. Thank you. Thank you. Miss, it's not me. So, Mrs. Sapata. Okay. Um, the same thing. I know we're probably going to say the same thing, but I want to thank Dr. Craft and his staff. Um, it's been less than a month and it's been
016a roller coaster, but uh just the support that uh I've received from I mean technology. I know these guys are I probably drove them crazy. Um, but I think we got it squared away. But uh just and the rest of the board members, you guys just uh helping us to get acclimated here and and just get all all our things together has been amazing. So, thank you guys very much. And uh I too was able to uh join the graduations and it's just a really special energy when you get to enjoy the graduations and see the kids. So, I was um I was uh really excited for that and I know we have our hands full and and you know coming up with the current legislation, but I'm I'm ready to work and you know
017ready to to do the best for the district. And I was also very fortunate to meet um some retirees that just currently retired in Senlang. Mr. Galindo, I know I'm probably missing some people, but um you know, just um thank you for your service and everything that you guys, you know, do and everything that you've done for uh North Side and that, you know, um wish you guys the best. Wish all many, many, many blessings in your next adventure. So, thank you so much. Thank you, Dr. Harl. Um and I was just going to add to your list of retirees, Lisa Co. library services. Um we have the envy of the state library program and it's really because of your leadership and and thank you for everything too. And um the lumps coming back staying.
018I'm not even going to make eye contact with you. Um and Rey just I have to be happy seeing you on a tractor and then I can smile. So that makes me that makes me happy. Um I do want to compliment our newest board members. um they did hit the ground running. I was so impressed and proud at the same time to know they did such great work at SLI and attended um crucial trainings, you know, um real impactful trainings that that are important in being a a trustee. And so um and then I would see them at the North Side uh leadership north side northside leadership. You know what I'm talking about. Yeah. Great job, Nicole and Jacob and Debbie. Um, I think that's also something where it's also really reconfirming and new learning
019for me. So, I love going to those as well, but thank you all for going to that. Um, not a lot of nights at and days at home when you count up the graduations. And then we had Nelly reics um right before that which is the most phenomenal um celebration of achievement um by kids and teachers. Um I did want to congratulate um Mateo Ros um he's a Cole student who's going to the national Spanish spelling be championship um next month in um New Mexico and he and his family are just so excited. We also had a middle school and a high school. Second place and a third place, but I believe the first um I think Erica Dylan said the first place one goes on to the national championship. And we're keeping our fingers
020crossed that it's televised. Um so um and then um yeah, I got goosebumps again. Beetlejuice. I can't say just Beetlejuice. It has to be Beetleju. Beetleju. Beetlejuice. Right. It for two weeks it I can't believe they pull it together like that. the lead singer. You heard her, eighth grader, going to John J. She was from Rayburn and she stole the show. She sang like a seasoned professional. I mean, it was it was amazing. The art work that was there, the this the people who work behind the students that work behind the actors and actresses and and singers and dancers and they are phenomenal. And it just moved. Nobody bumped into each other. It just flowed really really well. but also the collaboration of our teachers throughout the district. So that was wonderful. And then a
021shout out, I happened to be at a conference system of great schools and um randomly went into um a workshop on um just alternate school programs. It it was one where TA had a heavy foot in in a lot of the presentations and they were showcasing um much to my pride um cable and Westwood Terrace and the um adsy program, but really I didn't know that that was what they were doing. I thought it was the enrichment academy. So I just sat there until they said and I thought, "Oh, surely it's another district." And then it was like North Side. Um so they highlighted the impact it's been having on kids and families. And so they're in session right now for a few more weeks and then they'll take a break and start up again.
022So um huge shout out to their leadership um for doing that. and the teachers have like almost 100% attendance which is phenomenal to a a program that's that's goes into the summer. So anyway, um and then welcome aboard to our entire team. Thank you Dr. Hall, Mrs. Freeman. Thank you Dr. Don. Um I too congratulate our new trustees. that that new that training at TASBY um for new trustees is two solid days of relatively intense um drinking from a fire hose um type uh training, but thanks for taking the time to do that because it really helps um prepare you for for board service. uh to the graduations. You know, so many times as trustees, we get asked, well, do do you really go to all those graduations? And truly, all of us go to
023as many as we possibly can. Certainly, life things happen in life and we can't make them, but we all tried to attend every one that we could. And it's it's an honor to be able to hand a student his or her diploma. That's why we do what we do. and um we work for kids success and graduation is part of that. So, it's truly an honor to be able to attend those and and great job. I I think I keep hearing from some of the staff at the Alamo Dome as we talk to them that that we do one of the best graduations um that they host. And I I happen to I I know I've watched some of them um some other districts graduation. I think we do a good job. So, congratulations to
024the staff that um help us put that together. And I know that we had u recognition for Karen and Homer um as they um thank them for their service on the board. I was unable to attend. I have a have an aunt in Florida that the the good the bad news is was she was in the hospital. The good news was we got my husband and I got there and we got to take her home and then a few days later um invited some people over to help her celebrate her 90th birthday. So that was uh really a treat. I was sorry to miss the the recognition for Karen and Homer. I had asked somebody to record some of the remarks from some of the people and certainly their remarks and I think you know
025one of the common threads that I heard and I heard parts of some of the speakers I didn't hear all of it but there was a common thread about the culture the culture of North Side and appreciation for the culture of the board and their work on the board and also a hope and the importance of of board culture and the success of this school district and the hope that this board um builds on the excellence of those before and we continue to do so. We've done in years past and I believe that we will continue to do that. But it was I I think it's something that sometimes maybe we take for granted but we shouldn't because the the board culture is so very important to the success of of this school district. And
026that's all I have. Dr. Dum. Thank you and Mr. Blunt. Good. Thank you. No, no, just Bobby. Um, we u some of y'all may remember I know uh the board does and our superintendent and Monica Asia Dillard and uh you may remember her sort of dreams was um Brennan and her um dance production. I've uh I talked to her and I've asked her to do a major production for the event I host at the uh the Tobin in August. So she's been working on that since you know since I talked to her about a month ago. So, so we'll have a Brennan dance team involved and yeah and see how she can produce and let her sort of live her dream out. So, looking forward I'll keep y'all informed on that. Looking forward to seeing
027that. U the uh as you know Carla and Karen u were able to attend the Bear County School Board Coalition meeting. Um two good items we had one Oh, I'm sorry. And Carol, no, Carol. And Carol, I'm sorry. Another C. Carol. Carol. I got C's and K's confused. uh and uh two things came out that I think pretty important. One is we are gathering the information. I think about half of it of the uh legislature impacts on the budget to all the uh the districts across the board so we can tell a true San Antonio story across the board and everybody has that information. So just waiting on a couple other districts to to sit in their deficit or other things that they were impacted by. So I think that was very helpful. It was
028a very good discussion. Also, uh, the other thing would continue, as y'all may remember, we um the coalition had always already agreed to take over the the final four reading program. So, we got a little bit more detail, a little bit more worked out in that particular regard. Um, so it's it's good to see all the districts uh that were there about about 12 so far definitely agreed to to be on board and support, not just the San Antonio, even outside area like Sigin and Gonzalez and others are continue to be engaged to have the trustees at least kick it off and then find their lead and continue that part. And we've had a number of good meetings, other meetings during the summer uh with San Antonio organizing committees and others to to get the
029foundation established for it. So we've got a company that can do the software application which is a very big deal to input all that data that were previously used. So they said that they would definitely support and some others did too. So big undertaking, but we're looking forward forward to that. And Lisa was telling me earlier and this is some really good news that I guess everybody's waiting on was to see the impact. Uh Lisa, let me know if I get it wrong, but for all the schools that made the in third graders that um made it in the f in the brackets themselves, uh they saw a growth in at least one or more star area, uh especially in reading. And there was a much higher percentage that made master this year too for
030those particular schools. So, you know, there's a lot of things that fit into that, but that's something that we're trying to to watch out for in that particular program. And then the last one is I know we'll have a goodbye for Ray but I'm still going to officially officially state it. You know when I first moved to San Antonio and I think y'all heard the story and was looking to menor and then we started solar car and some other things. We did a bunch of things that then um uh uh Lackland City then you know Allen Elementary and thanks to Ray there's things we did there that no way in the world you can get away with today but nevertheless we did a lot. So, so Ray will always hold those little secrets, but it's
031a it's a real pleasure to see how how much you've grown through the district since those mid 90s. So, congratulations again to you. Thank you, sir. Thank you. Thank you. Thank you, Mr. Sido. Last one. Yeah. I just want to touch base on the rising star program with the the fine arts department. I know Dr. Krab just talked about it, but I want to bring out that it's open to title one school with title one funding. Um, and it's inclusive. I'm not sure you're aware, but my daughter was special need. She's the one holding the umbrella that's turning it. So, she got to participate in that and and she's looking forward to next year. So, she's very excited about that. You know, a concern that was brought up was uh it's funded through title one
032funding and the the meals are provided through the program that we have for summer programs. They're able to eat the breakfast and lunch there. I know there's a cut back on it. I think Governor Abbott just cut that program. So, okay. So hopefully we can keep it going, find a way to keep that going for next year. So that was the first thing she when she saw that she go, "What? No more food." I go, "No, I won't worry about that." So uh also I read something about uh Taylor Tate. He won the national uh Nike's uh national final, got first place. I bet he did in 10.10 seconds. So got to keep an eye on him. All right, that's good. Thank you, sir. And for me, I'd like to continue with everything you guys
033said. It were amazing points with graduation. I'm really just grateful for Valerie Cisk and uh the entire administrative team that was there, but she stood out because she changed outfits for every graduation, which is so those were my goals for next graduation season. Um and the students were very well behaved. Um, and one was especially touching for me was with the police escort for a student of a fallen police officer. I thought that was amazing for the San Antonio Police Department to do that for one of their own and um that was really um touching. I'd like to also uh thank all our new board members and existing board members for attending the Summer Tasby Summer Leadership Institute. I was able to to be in a board officer training session which I highly recommend for
034all of new officers if you have the time to do that in the future. But I was able to hear a lot of stories that were shared through other officers across the state and they gave me a lot of tips. So I came back really excited to Dr. Craft. I'm like can we do this? Can we do that? What about this? Did you know they did this? And he knew. But it's really cool to learn from each other because that's the only really way to get better. I want to give a shout out to the North Side Educational Foundation. We had our retreat as a board and there's a lot of exciting things ahead, but what's really exciting is that with all of the changes, we were looking for ways that they can help us
035fill any gaps, right? And so, if you could please share those opportunities for the mini grants or any grant opportunities that are available. If you know of a donor, let us know because all of that does help and we we put it to great use. So, thank you to the foundation and Terry Diaz and everyone on that team that does so much for us. Um, the retirey or the going away ceremony for Mrs. Salana and Mr. Wvada was very touching um to hear their their contributions to uh this district. So, we thank them, but we'll see them again. Um, and I want to personally thank you, Mr. Galindo because when I started as a teacher here, I asked you what do I need to do sort of to be in administration and you gave me
036all these things that I needed to do and I need I did all of those things and so you were never hesitant to help us get to where our next um goal was as as teachers or as anyone individually. So, thank you for that. Coach Dan, um, as the leader of athletics, you did a phenomenal job or you did a phenomenal job teaching us to do the right thing and just coaching us through our coaching and just being a really exemplary member of our community. Um, I know it's not a goodbye for you all, but it's an aasta la vista baby because we'll see you and hopefully you come back and you visit. Um, I'm looking forward to uh creating a new culture with our new board because culture is important, but it takes every
037one of us to contribute in our essence that makes this new board work. And so, as a team, we're going to continue to grow together and evolve. Um there's things that are coming up ahead that I think are going to be some really tough uh decisions that we're going to make as a team, but with the students in mind and the North Side um independent school district legacy in mind, I think we're going to we're going to do well and and and um we just got to brace ourselves for all the changes that are coming. So, thank you all um for that. I also recommend this training that I attended. This was the first cohort they offered at Our Lady of the Lake for leaders. And one of the takeaways that they highlighted is that
038when you have an idea to work on an idea because it might just work. And an example they gave was when the Mexican-American studies program was launched in San Antonio and Bear County, they only had 40 students enroll in 2015 2016. And now they have over 11,557 students graduate of that program. And that was a program created by teachers here in San Antonio. So teachers, you do make a a difference and the ideas that we get a lot come from you. So continue to bring those to us because we want to be unstoppable this year. Right, Dr. Crab? Thank you so much. That was very smooth. All right. Okay. Okay. Well, at this time, next on our uh items here, we have reports. Oh, we did have citizens to be heard, but we have no
039one signed up for this. And so, we're going to go ahead and move on to our next agenda item. Okay. And for reports on item three, we do have one thing. Is this specific to an agenda item? Number eight. So, we have two individuals signed up for number eight, but is there anyone that just would like to speak into general citizens to be heard during that portion? Thank you. All right. Okay. Yeah, we'll get to that here momentarily. We have Shaq next. Yeah. Yes. Thank you. So, as you know, our school health advisory council or shack is a board-appointed group who advises the district on our overall health program. They meet four times a year. Um they're led uh by a north side staff, Dr. Kimberly Ridgely, and also by a wonderful parent shack chair.
040So each year at this time um the shack chair brings forward a report that describes the highlights of the year. So I would like to invite Mr. Carllo to present the workings of the shack. Good evening board uh President Duran Superintendent Craft Dr. Har's attendance zone I live in. Bobby who I've spent many weekend on so soccer tournament sidelines with. Um my name is John Corollo. the parent chair for the school health advisory council uh to report on what we did for the 2024 2025 school year. So, um there's 24 individuals on uh on our shack, nine district officials, four parents, uh nine community members, and two students. I was blessed as my daughter who will be a senior at Clark this year. Um it was her first year doing it. And then the previous
041the previous two years when I've been on shack. My uh son who's now active duty Navy was was one of the student members. So the other student was Tegan Brown who is now a graduate from Brandeise High School who played softball and was a student trainers. So, um, the Shaq community stakeholders were Deanna Stanberry from the American Heart Association, Autumn Perez from the San Antonio AIDS Foundation, Ed Becca Smith from the Chef program, the culinary health education and families program. Uh, chef is fabulous. And then Caitlyn Bully from the whole child department continued her role as our district facilitator. Um, I'd be remiss if it I didn't recognize Dr. originally for her leadership with within Shaq and being there and being a positive advocate for wellness and health with uh throughout the district. So uh
042and for the whole child department as a whole. So we met four times. The main tasks this year were for members to review and assess our local wellness policy and plan, grow knowledge for community resources to help with health education, nutrition, and physical activity. And then this year we did something new studying the impact of cell phone usage in the classroom which as a parent of three teenagers I and a certified educator myself who's taught north side I understand the challenges that are faced by the classroom educators. So uh we've our we had our subcommittees that focused on those four areas. Each committee member worked together to formulate and recommend ways to improve the health and wellness within Northside ISD. The first one, the one that I've uh that I chaired, the local wellness policy,
043which um is one of the mandatory ones. We reviewed, discussed, and reported on the progress from the district. We did our last year, we did the three-year u we did the three-year assessment and those sorts of things. So, this year was how we were doing it. Um and there was a big help with the director of health services, Mary uh Garcia. she was part of the sub and then child nutrition and just getting that in in alignment for um for state reporting especially with child nutrition they had a new reporting template and protocol. So we did that physical activity and fitness planning increase physical activity and improve fitness among students as well as creating a supporting culture to help meet the weekly physical activity requirements. cell phone usage in the classroom which my daughter was
044a which my daughter was a part of and sees it as a a big issue amongst her and her friends. So going through the research and understanding the effect of cell phone usage on the classroom. Um part of that at the beginning of the year we did start with principal Martinez and Dr. McKenna from OKConor that came and talked to us about their pilot program which I'll be honest I wish uh my teenagers uh enacted and I and I endorse anything to help with that in the future. And then the last one is social emotional learning um with creating a plan to increase awareness around social emotional learning by utilizing the different social platforms for understanding not only for the teachers but the students and all the district staff. the children are take are torn
045and have take, you know, there's so many different things that are going on in their lives and for the classroom teachers to be able to implement that and administrators to help support that is is a big deal. So, obviously the detailed uh accomplishments you guys have in the tables activities and you can ask uh individual questions if you need. Um we did have the two presentations. The first one at the beginning of the year was by Principal Martinez and Dr. McKenna from OK Conor. So, and then the other one was about handsonly training CPR uh by Miss Stansberry from from the American Heart Association. So, um on a personal note, I'm very proud I'm a proud parent of two current Clark Cougars. So, um I when I worked in the district, I worked at Clark
046under Dr. Woods. So, thank you Dr. Woods for being fabulous. Sorry, I have to put that out officially. Okay, Coach Lang, Coach Conrad. Um, so and then with the recent Clark graduate who's uh and you know all of my children have helped even my youngest, my 15-year-old came to one of the shack meetings and help and helped with that. So I'm proud of all my all three of my children and that they've chosen to represent other students and be good stewards of not just being for them but for thinking of every of everyone. So, um, you know, and I've also represented North Side. I was a member of T-Shack for a four-year period. So, I actually represented North Side when I worked here and I was on T-Shack. So, as the parent chair, uh, I
047see it it I take it as personal to try and do it and do it the right way and do it in a collaborative way to provide you guys with, um, parent from stuff from the parents in conjunction with staff. So, as a parent chair for Northside ISD, Shaq, I would like to thank you for the opportunity to represent the district. It was my pleasure to oversee the council this year and serve as an advocate for the health and wellness of our NISD students and staff. Respectfully submitted, John Corollo. So, um that was our report. You guys are saying the thing. Uh any questions, folks? Dr. Hall, I don't have any questions. I I do know we went through this at academics and there were lots of comments and compliments at the same time. So
048I know our new board members and um our team are just very grateful. I think one key piece you left off is that this committee is a set of volunteers. Yes. And that this took time and I know it sounds um time is the greatest gift you can give I think other than love and attention and support to um items like this and so we were all impressed with with the work that this group did and can't thank you enough. I'm not sure. I'm still questioning where your children get their serviceminded um characteristics from, but um we thank you very very much and and I'm sure um Dr. Ridgely will um send a thank you to all of the members as well um because it it it's a a labor of love. It is. And
049especially with seeing how other shacks are treated and throughout the throughout the area, we we want it to be a uh we want it to be a positive experience because it is it is volunteer but it's an important thing. Thank you sir. Thank you so much Dr. H. Mrs. Freeman. Yeah. Thank you Dr. Ron. I same thing. I just wanted to thank you for for your work on the shack and and all the members. But because of legislation a few years ago, the shack has become more um more visible, if you will, with the community. And um and in other districts, people shy away from being on the shack for that particular reason. So, it says a lot about how our committee, how you ran the shack and the committee members have conducted themselves and
050certainly appreciate um all your work. And then and before we leave this topic, you'll tell us about what we need to do for new board members suggest I mean new shack members. Okay. Yes. So, I know we're going to hear something about that too, but thank you again. Yes, ma'am. And I was just going to echo Mr. Crawl. Thank you so much like say for your leadership. Unfortunately, you know, it has been interesting. The student health advisory committee has and in many cases kind of become somewhat of a polarized and and political hotbed and really the intent is for it to be uh for the safety and the benefit and the betterment of uh our students and and their overall well-being. and and so you've done like I say a phenomenal job of always keeping
051that out front in the focus. So so thank you uh for your service and I don't want to be on the being professional. Thank you so much. Are you going to continue to be on the chair? Yes ma'am. Okay. Whether I'm the parent chair or not as long as I have kids in the district I will. So and I'm always a phone call away if not. So I'm more than I'm more than willing to help the help the district. So well and Dr. Duron in speaking about him continuing to be on it. So um as I mentioned the SHA is a boardappointed committee. So every August we bring you guys a slate. Um, and so you'll be on that slate, uh, of course. And so we'll be asking, uh, probably through Friday letter, um, for
052you to nominate if there are some community members that you know, uh, whether they're in the health field, not in or not in the health field, but they're parents of North Side students. Um, we try for this committee to be parent heavy, so we get the parent voice. So, we're going to be asking uh for you to send us some names, and that's all we need is a name and a contact um information, and we'll follow up um with them. Thank you, sir. Appreciate you so much. Thank you, board. Just just real quick, one just just one request and and one thank you also. But um I think we have the Can you send us a current list and who's continuing? That way we can sort of balance it out. Okay, good. because there are
053different categories. Preacher and well done again. They've already said it but I want to say it also. Thank you. All I ask is you if you nominate people you nominate positive advocates. So that's all we want and then everything is great. Thank you so much. U one more question Janice. Um would you also please send us what the meeting dates? Yes. Um are are those set or does the committee choose it? Then tell me we typically we know uh the times of the meetings and we know the months of the meetings. So that's something because I know sometimes before people can commit, right? Um so we'll make sure that that's included in the ask for names. And we'll also be sending a request for the North Side Education Improvement Council. That's another deal. But yes,
054we'll put the the dates and the times so people have that information. Okay, thank you. Any others? All right, so we're going to skip item number four because there are no uh citizens signed up to be heard and moving on to the consent agenda. Item number five, the consent agenda does include items that we consider routine and are of a recurring nature. So all of the items that are listed in the consent agenda will be acted upon in one motion. Do we have any motions regarding the consent agenda? Dr. Harl, I I move that we approve the consent agenda as is, especially the beautiful exterior colors for John J. High School. And doc, Mr. Sido second that. Okay. All in favor say I. I. All opposed. Okay. Motion passes. Thank you. And so we're going
055to move on here to our agenda uh number item number seven which is on page six or actually I skipped six. There we go. Curriculum and instruction. Yes ma'am. So each year we bring forward for board approval an application and waiver that allows us to implement a dropout prevention program at the Irene Chavez Excel Academy. This school focuses on improving graduation rates for students who are in danger of dropping out, have dropped out, or some are behind in their core subjects. Uh very proud to introduce the principal of this school, Mr. Darren Calbertt. He has been yes he has been valiantly leading um this campus and this program for 10 years and those of you new to the board um you'll be be able to experience one of his graduations which is uh one of
056our favorite events. So during this past school year we have some more promising data from the program. Um there were 386 students who attended and they had a 78% attendance rate. Uh the graduation rate which is a lagging indicator. So that this is from the 23 24 um school year was 95%. So um given the challenges that many of these students experience these are um this is data that's very positive. So what's different? I'd mention that uh we bring this forward each year and we've actually had a form of this program since 1990, a a graduation um uh focused program. It has changed some over the years. Uh but for this 2526 school year, we're going to be piloting a new partnership. Um it's with a company called Graduation Alliance. And so we talked a
057bit about it at academics and what it will allow us to do is cast a wider net um to find some students who've left North Side and uh bring them back in uh to the program. So I'm going to invite uh Dr. Jerry Woods to talk a little bit about um graduation alliance. Good evening everyone. Uh so uh first before I talk about graduation alliance I want to boast about uh Mr. Calbert a little bit because at his graduations whether it's midyear or summer graduation when I was at Clark and we sit in alphabetical order and since it's Irene Chavez Excel Academy he sat right next to me and as these graduates went across he'd lean over and let me know of the challenges that these pe these students had overcome and substance abuse abusive
058situations homelessness and just you know when Dr. just speaks of the work they do that these students have overcome to have that opportunity now with a high school diploma. And I did want to let Dr. Mr. Calbertt talk about uh his success. We have a record graduation rate or number of how many? Sure. So this year we had 400 we had 396 students come through our front door and we I ran the numbers today. We graduated 381 of those students. [Applause] this fantastic work. So, um we have a group of students who go to Excel. Um and those students have three important criteria. They are 17 years old. They have 17 credits and they've passed all their EOCC exams. And then we have a group of students who are on the campus who are behind
059uh they're not on track to graduate with their cohort. So, they're behind in some way. And we have services for them. We have credit retrieval. We have credit acceleration. But we have them during the day. Right? So now you have a third group of students who are this overage underredited. They're not on campus. They don't meet the qualifications to go to Excel. But now we have an opportunity as Dr. Jordan mentioned through an organization called Graduation Alliance to cast this net to be able to capture them. And what that entails is we actually submit a list of students. So early fall, these are students that um through our efforts, we haven't been able to locate. They're they're we, you know, lack of better words, they are dropouts and um and so we we're able to
060submit a list to this group. They have the resources to find them. They do use some of our contact data. We do have a data sharing agreement and they reach out to these students through uncles, aunts, grandparents, whatever it may be in town, out of town, out of state. They find these students, they educate these students, they provide instruction, they provide the technology for the instruction, they provide tutoring, and so and they become North Side students. And so, uh, the goal is to get these students, these overage, underredited students qualified to attend Mr. Calbertt's Excel Academy. Um so again they come in 17 years old with the 17 credits EOCC's or you know if we can get them back to their home campus fantastic that you know but goal is to bring them back to
061North Side full-time and so uh as Dr. Jordan said we're going to pilot that group going to work with uh Mr. Calbert, his team um is going to oversee the reporting of that because this organization reports the credits. We create the transcripts and we build their high school career, these students high school career, get them back on track and hopefully to see them at a summer or mid-year graduation getting that diploma. Any questions? Exciting. Dr. Har. Okay, Miss Alana. Sorry, Miss Hassel. This thing has the wrong name on it. [Music] Okay, there we go. Miss Sabata. All right. Um, I think you answered the question. And so all these uh students are the the net that you're casting out. Um, these are all north side dropouts or these are That's correct. Yes, ma'am. We submit
062the list to them. So um and so in essence, we receive the ADA for the credits that they receive. And uh that's that's kind of how the payment happens is they get a percentage of the ADA. So Mr. Bond, mine was actually mine was a follow on to yours. Same question. Now since now that we have open enrollment, y'all may have discussed this. Um what's the possibility of us providing opportunities for students outside of our geographical area? I think the opportunities are endless. Um again, we starting small right now. right now. We're going to um we're kind of dotting the eyes, crossing the tees. The same application that we uh put Excel Academy that we apply for TA, they're included on the application. Then we get the data sharing agreement in line and then we
063comprise the list to see how many students um that there are. They have about a 50% uh success rate overall. They're nationwide. I'm with you. Um they just became a a presence in Texas because legislation changed. Um before it was students had to complete eight courses for the to get any type of credit. U which means they didn't get any kind of reimbursement unless a student completed eight courses. Now it's just by course and so they're becoming more of a presence in Texas. But but again um but you're saying we're not going to consider students outside. And the reason reason why I'm asking is because there's a number there's some other programs I work where we're trying to help out those uh 20 to 20 25 or so group across all of San Antonio that
064potentially may be interested. But if we're limiting it at first, I wouldn't bring it up. Yeah, we're we've talked about really um starting small to build in some successes because there's a lot we don't know. Um the good news is we're partnering with a couple of districts who have implemented this. So we're learning from them kind of some of the some of the where they've tripped up. Um but but yes, to your point, Mr. Blunt, I mean it's a complete possibility. Absolutely. We could look at students all over the area. So we have not run the N because the numbers we'll know as we get closer to the beginning of the school year. Mhm. But if I'd say our neediest campus is um I would look at at Holmes, Jay, Stevens, and Marshall. Look at
065the number of let's say 17 year olds because you're not going to go by credit, it's going to go by age and see where that stands. What does that number look like? And then expand from there. You can always make it bigger. Um so we want to just be careful on making it too big at first and just make sure we have everything in line with how we're getting reporting and credits and building transcripts. Okay. Mr. though. Yeah. Question I had is a future opportunity the age limit is there age limited 26 26 M sorry I didn't understand uh Mr. Salto's question. Did you Did you just ask um Did he just ask what the capacity Oh, the age limit. What about capacity then? Right now, what would you anticipate the numbers when you say
066start small? What does that mean? What What do you foresee? I would uh consider probably going off of the 48 50% success rate they have, I would look at 100 to 150 students. So that means 5075 that we would be monitoring right off the bat. Um and just to get it started again you can you can add students whenever you want. So this is like our initial list in October probably late September and then if we decide hey let's go ahead and add some more students in October and November you can always add students right because you're always having these students that you're not able to find and that you you know that you do want to. Thank you Mrs. Sabata. Um what's timetable that um I guess the data that you've gotten from the
067other school districts, you had mentioned Fort Worth. Is there any any school districts close to us that have done this program closer than Fort Worth? Not to my knowledge. uh Arlington was um beginning the project and we went to a meeting in Austin that has the largest the 25 largest school districts and uh the um Arlington uh deputy of instruction had brought them to in to present and so um that that's kind of where the conversation generated. How long does it take roughly? It really depends on where the student stands. So it it's and and how motivated they are. So, and what age they are. Um, it could be, you know, it could be a 15y old that's behind. It could be a 17 year old with five credits. It could be a 17-y old
068with 10 credits and how motivated they are to complete the courses. So, it's there's not a real good way to answer that. Um, I just kind of want to I was at the academics meeting and I really like the idea of capturing our levers, right? because there's a each campus we have a committee of and some of us try to find these young people and it's really hard to and we don't know if they've moved we don't know what's happening with them and it's they're hard to find and and a lot of their contact information is outdated right um so if we're looking at like the example you gave if 381 graduated out of the ones that came through then we would be looking for 15 students right that didn't finish if we were to
069use that example of those that enlisted in Excel. And so I worked at an alternative charter school here in Bear County and we call those priority students because the next step for them is as a high school dropout like what are your possibilities, right? So, we want to help these people, young people, get that high school diploma or GED. And this is kind of going a step beyond what we already do to try to get those folks to graduate. And Dr. Blunt, I don't see us imagining why not us be the hub for any other folks in the community that can see we're doing a good job with this. I'm going to go enroll at North Side to see if I can also graduate. I mean that's like a dream, right? But we want to
070we want to make sure that like I say want to take care of first within our district boundaries and and really get the program off and running and stood up before we start trying to really expand it. But I think I there's probably that opportunity to do so. Very good. Thank you, Dr. Hall. Um I may have confused myself. So, um, so the we have, um, Irene Chavez, right? And that those that program, the 396, um, wonderful kiddos this year are they had to in order to be there. It was they had to have 17 credits, right? 17 years old. 17 credits passed all their years. Okay. And so, um, that is separate from this. Yes, ma'am. So is it a h house separately or is it on that same campus? These are students who
071don't meet Excel criteria and they're not on our campuses to receive the services that we offer on the campus. Okay. So they'll be back at the campuses. The No, these students are asynchronous. Okay. So it is online. Okay. Yes, ma'am. Okay. Great. And it's all through graduation alliance. Their their teachers, their technology. I got you. They report to us when a student completes a credit and Darren's team will um will create their transcript. Okay. So there is a Darren connection now. Okay. So now now I get it. So in paper only, right? So will they be part of a graduation? That's the hope is that they they we get these students the let's say a 17-year-old with five credits and hasn't passed EOCC's that we get this student to 17. Well, they'll be a little
072older than that, but having passed or achieved 17 credits and passed all the EOCC's and now they can graduate from Excel. And then the last question only because I I I'm always concerned about online um instruction. Um is there um an Excel piece, a Darren's um wonderful faculty and staff piece where they check in with the students? Is there any personal contact or is it only up to the graduation alliance? Is there kind of a north side? Yes, ma'am. Yes. Yes, ma'am. We do in touch with them, which is another reason to not go too big too fast. Okay. Just to see what that communication looks like. We have a representative. We've had a couple meetings already with them. Okay. Um and so answer your questions. And it's his counselor. Okay. That is is involved
073in communicating with about the credits and all. Okay. And then last, if we just have updates at academics, you bet. How's how's it going? How's it going? checking in with. Okay. Thank you very much. The other piece that hasn't been asked, but we asked at academics is what is that going to cost us? And it's not going to cost us anything. That's only if they graduate, they get a they themselves get the a percentage of their IDA. Yes, ma'am. And so that was what my important question was. But also, and as an example, Miss Abata, to your point, I had a student in the similar program uh at 17 come. She had dropped out two years and she in one year from fall to spring c caught up for two years worth and was a
074valid Victorian and she had dropped out of school to raise her two or five siblings and they had been abandoned and she turned herself into CPS's I can't do this anymore I want to graduate so she was able to do that so that's like one story of something that's a possibility and then we have another question Mr. No, just again really looking forward to the program and I'll tell you why real quick. Um because I know a nonprofit that's already has been doing this for a number of years and has getting some of our students in the north side area as a part of it and he's always said why didn't North Side sort of have something along these lines for a number of years. So I'm looking I'm glad we have it. It's good
075to see. Thank you. The answer to the financial question is uh now I'm going to I got to preface this by saying remember we started with zero on the ADA, right? because we didn't have these students, but it's when the ADA is reported that they they get about 85 to 90% of the ADA. So, we the district only gets 10 to 15%. So, it doesn't cost us anything. Uh we actually gain a little bit, but I did preface that by saying a little bit and and it's it's great for kids and it opens up for them as I'm sorry, sir. much of monetary initiative as as it is really providing a pathway for a student to completely have a different trajectory in life. That that's really the the initiative. So um the 10% hold back
076okay that but that's that's tertiary. Okay, any other questions? So this item we do have a recommended action for approval. Do we have any motions from any of the trustees? Oops. I'll move approval as discussed. Okay, Mrs. Freeman. Second. Okay. All those in favor say I. I. All opposed. Okay. Motion's passed. Thank you. And Dr. Dan, I promise. I I apologize. I hit my button like two times. That's going to mess you up in a second. It's not working, sir. Okay. Okay. Okay. But you don't like to hit your button anyway. So I have to like All right. Okay. Thank you. So we're moving on now to our next item on the agenda, which is item number seven, facilities and operations with Yes, madam president. Um this is uh another project that was discussed in
077building committee. Uh it's a change word. Uh, like I say, you've seen the I believe uh if you're able to stop in my office, the color scheme associated with John J. And lo and behold, it's going to be a lot of blue. Um, I think um uh so uh this evening you got the team uh from our facilities construction team uh to talk about this change order. Thank you, Madam President. Thank you, board of trustees. Um, I'm here to present amendment number two. Uh, this is a GMP amendment for the building upgrades at John J. Sea High School. Uh, with me today, I got Alamo Architects with Jerry Jerry Lamers with Alamo Architects and I got G Robinson with George General Contractors. So, as you may recall, George general Contractors was awarded the construction manager
078at risk project um, in September of 2024. So, they've actively been working with our design team to develop pricing and and so forth, schematics and all that kind of stuff as we got uh prepared to bid this project. U this project was bid in two phases. So, the board has already approved the first phase which was a smaller amount of 4.6 million roughly and that was to get all the utilities relocated, a temporary bus loop and get the building ready for the renovations and the addition that we're going to be doing. So, the bigger part of the project is what we're bringing to you today in amendment number two. Uh, after the bids were received and discussions were had with the design team and and the contractor, the uh the amendment number two sum is
079uh $52 million 900 or 52,981. Um, and this again is in addition to the 4.6 6 has already been approved which brings a total GMP to 57,69,547. So, uh big price tag, but we're going to do uh a lot of work. Majority of that project is renovation to get SCA set up appropriately, CTE as well. It involves a demolition of a entire building, an ROC building at the back of the campus, some additional parking as well. that's all incorporated in this um with this project. We are also recommending in that sum the amendment number or alternate number two which uh includes a scope at the front. So in conversations with the design team an alternate was produced that allows us to add a security lobby to John J High School. It also reorients the admin
080area there at the front that brings the admin from kind of the interior of the campus to the front and then pushes our counseling suite to the back. And so it's really going to provide a prominent entrance to John J High School as well as redoing that whole front entry to really pronounce that this is the entry and it's going to give us some opportunities to badge the campus with the different uh programs that we provide there at John J. And so uh again you saw the schematic or the the colors there in the in the um in Dr. Craft's office that kind of give you a feel for what that's going to look like. And so uh this item is part of the 22 bond program. And so with this uh I'm ready to
081field any questions you may have and then any design or contractor questions. I know we've gone through John J quite a bit. So do we have any other additional questions or comments? Okay. Do we have any motions? Miss Freeman. Yes. I would I would move approval. Okay. And this is a second. Okay. All in favor? I I any opposed? Okay, the motion is passed. Thank you. Thank you very much. And the next item on our agenda is item number eight for business and finance. Yes, M. Sorry. I believe uh this is the item. We have two uh uh patrons that are interested in speaking. I don't know if they would like to speak before the presentation of information or um following um either either either way. Before. Okay. Um I believe first uh signed up
082is Elizabeth. I'm sorry. Is it Muchler? Okay. Thank you. Thank you for hearing me. This is my first time. Anyway, I'm an occupational therapist here at North Side based at the reics and I work at John Marshall Patn Rudder Oakills Terrace Roads Glenn Oaks and I just recently got assigned to Driggers. What's kind of interesting I went to Oakills and F Marshall have gone full circle. Um there's two two commonalities in all seven schools which I work. Um, first all of the staff are committed to each child, promote parent support, and they just demonstrate phenomenal teamwork. I just I love all my schools. Um, the second commonality is that the AL and the ECSE programs do not have enough IIA support. And that's the main issue is more fair compensation for all the staff is
083what I'm trying to address. Um at one school I was told that more IAS already were approved but there's no applicants and then another school the students numbers are so high and they have they need so much individual assistance that the current ratio is not enough for staff and at another student another school the student numbers were high and so high and It's kind of the same thing where there's so much individual assistance, but you only have too many arms. You know, I see a lot of y'all. Um, and so there's definitely a need to um to increase support compensation. I think in um increased compensation for these positions would promote applicants and a pay rate which is more equivalent to all of their hard work. um improved support for the teacher for so they
084can do their teacher-led activities and then improve support so the staff can follow the recommendations from OT and PT for the special ed students and then also improve functional outcome outcomes from the ESC level thinking all the way to the reics. Um, at the reics, the focus there is to empower students with special needs, build skills, and allow each student to find their purpose and their place in the community. And we're familiar with college begins in kindergarten. Well, for the it's kind of similar for the special needs students. Their place in the community starts with the ECSE. And with reference to the community, we also have to have um include thoughtful attention to the additional care and the life concerns experienced by the parents with the special needs children. So, as the NISD board's share
085purpose is focused on meeting the needs of all NISD students and their communities, it seems that improving compensation for the support staff may be um instrumental with consideration of the presented factors which I brought to your attention. Thank you. And just to for future reference, right, this one means how much time's left? One minute. And this one's time's up. Okay, we welcome you back. Thank you so much, ma'am. Thank you. Next sign up, Molina Espiritu. How Thank you, Dr. Craft. You got good at that. I know. Look at that. Carla, help you. We had a lot of time in between graduation ceremonies. Uh good evening trustees. Dr. Craft. Uh my name is Molina Spiritasok and I am the proud president of North Side AFT. We are the second largest union in all of San Antonio
086and the only union serving the non-administrator employees of North Side. I'm here tonight to speak on behalf of the hardworking hourly support staff who are the foundation of North Side ISD. From the bus drivers and cafeteria workers to the custodians, instructional aids and office staff, these individuals keep schools running and our students uh and our students that and they support each that they support each and every day. Northside is the largest school district in San Antonio. Yet many of our support staff continue to be paid far below what is needed to live with dignity. The reality is unacceptable. These workers are not temporary helpers. They are professionals who deserve respect and a living wage. No one working full-time in our schools should struggle to afford rent, groceries, basic necessities. Our union members deserve to be
087paid enough to take care of their families just as they take care of our students. Our union fought hard to ensure that House Bill 2 included funding specific for support staff. The victory came because educators and school employees organized and demanded recognition. That funding was intended to lift wages and help districts like North Side do right by those who do the most with the least. We also know that our community expect what our community expects. During this last election cycle, North Side AFT knocked over 20,000 doors in this community. Uh we heard consistent messages. Those messages were that voters want fair compensation for both teachers and support staff. The people of this district understood that student success depends on strong, stable, and respected school workforce. Last year, Northside AFT filed a formal grievance highlighting the
088serious harm caused by years of inequitable inequitable and inconsistent pay packages for hourly workers. That grievance stand as a record of frustration, pain, and economic hardship many of our members continue to face. We're not asking for anything extravagant. We're asking for fairness. We're asking for a living wage. We're asking the district to honor the dedication of its support staff, not just with words, but with action. Thank you for your time. Thank you for your continued commitment to the people who keep our schools running and strong. Thank you. I believe that's all uh signed up to this for this agenda item. Um before we start with our presentation, uh as you all recall in the last meeting which was uh a called meeting to discuss the House Bill 2 and um really as we were uh
089navigating like I say a very prescriptive uh new school finance legislation. A big piece of this was the compensation plan. And so uh what we had done uh prior to that meeting if you recall is we had calculated uh what was again prescribed uh through the aotment not only for the teachers with uh experience ranging from three and four years and then of course five years and greater uh with a $5,000 aotment but then uh also uh the additional aotment for employees that that fell outside of those ranges of classroom teachers. Um and so tonight, um we've got a couple of different scenarios, uh that we would like to again propose. Uh the recommendation you'll see once again is that 1.28% again prescribed with House Bill 2. This this is not a we're fortunate in
090the sense we don't have to have a a compensation plan tonight. Um if there are other scenarios that uh we would like to run and spend time we can do so we want to get this right. Um we're fortunate in the sense that we're not a July fiscal year as many uh school districts uh are. And so we do have a little bit of runway especially now that we have a much clearer uh visual as to what the implications associated with House Bill 2 really entail. Um and so uh with that being said, I know that we've got uh several slides that we're going to work through. You'll probably have uh numerous questions and uh this is really like I say an opportunity even though it's for potential action this evening. Uh this is this
091is really opportunity for discourse uh in working in collaboration so that like I say we get this right because taking care of our employees as you well know is one of the very most important things that that we do with that. Megan. Yes sir. Okay. So we're going to start our presentation this evening looking at a slide that came to you last year. So, this is not new data. Um, but I did want the board to review this that it is our comp teacher pay comparison compared to our neighbors around the area. And you can see from the dark line that North Side is in the upper top area of that um schedule looking at our neighbors around. We do know that with the changes from House Bill 2 that we should stay there because
092everyone should be increasing the same amounts, the 2500 and the 5,000. and what we've heard that is what's happening around the area. But I did want to remind especially the new board members where we stand on our um pay schedule for teachers. Dr. Dan, um real quick, do you mind if we ask questions along the way versus Oh, okay. So, real quick, some Sorry. Some districts have announced pay increases prior to this. So, do you happen to know, let's just say um SISD um approved a 2% 6 weeks ago? Is there 2% coming out of what they you know had already budgeted plus what House Bill Two or do you know any of the what House? House Bill Two requires that the 2500 for years three and four of experience and 5,000 for five years
093of experience for a large district district more than 5,000 must be added to any previously approved pay increase. Okay. So for them that will go on top of that amount that they So the the lines could change. They could. Yes, ma'am. You're right. They could. So for some Okay. And then just out of curiosity, the ones that but up to us, it's hard for me to tell the colors. the one that looks like where we come together. Can you My printed copy is looks a little different also, so it's a little hard to to tell. Okay. So, which color which color are you looking for? Well, the one the one's closest to us. Oh, yeah. That one's better. So, that Well, still that's still east central. I hear Ben saying Southside is the highest. Southside
094is the highest and they're not on this list in the area. And again, this was taken from a previous presentation. So, what's their size their size comparison to ours? That's so able to do that. We don't know. I don't want to say that. And they're also a growing district, too. like they are definitely a growing district. Not obviously to the extent north side, but they are a growing district and same with East Central and they're up there pretty high. Yeah. And Ben is um getting information from the neighboring districts for the current year, but of course everyone is in this time frame of getting ready to adopt budgets and needing the pay plan to be adopted to be able to f finalize budgets. Um the board has seen the presentation on our special program funding
095and so much of that is tied to salaries as our entire budget is 85% salaries and so until we have a pay plan we can't really get to those final numbers to balance those special programs to get to the true fund balance scenarios and every district is going through that right now. So, so I know Ben is working to try to get with his peers from HR to get that information and we hope to be able to update this soon. And then I Yeah, I'm sorry. Oh, I just had one just real quick question. So, this is only um the the slides that that I saw the other day in here, the this is only for teachers. This this schedule is only for teachers. Only teachers teachers. Yes, ma'am. Okay. Thanks. And and I would
096venture to say just in conversations with my colleagues, particularly throughout Bear County, there's not going to be significant changes simply because uh depending on the size of the school district, uh the intent is to pass forward uh based on those tranches of experience, the raise that was that was like I say outlined in House Bill 2. Um that's not to say that districts aren't looking at a general pay increase for those that don't qualify uh as we are. Um but it it the next set of data um that we look at will be reflective of really what was outlined in House Bill 2 with the 2500 or 5,000 uh or four and 8,000 again depending on the size. We have Mrs. Freeman. Um I have a a question and a and a comment. Um question
097first. There was a um a question at our last board meeting. The percentage of our teachers that did not fall into that either the third three to five or five and up. So those the percentage of our teachers under three. And I had talked to um Mr. from your today. And so I'd like I'd like that just for clarification. Yes, ma'am. Um we have approximately 870 teachers in that below three range. That's roughly 13% of our teachers. Is that correct, Ben? Is that the calculation you did? 9%. Oh, 9%. Okay. 9%. Okay. Okay. Ju just to clarify the question that came up. 9 to 13%. Okay. Thank you. And then um we have to just a comment too. We have to be careful about I I remember I was on the board uh I don't
098know when it was but one district um close to us had a 6% pay increase and that caught the attention of everybody and certainly some of our staff here in North Side. But even with that six we talk in terms of percent because it sounds like you know we we think about that one district offers six one district offers two. In actuality, even when they added the 6%, they still did not get to where we were at the time. So, we do have to be careful about when we start comparing percentages um of salary increases and how much they actually are. And I assume that we could actually use this chart to help us calculate what that 2% or what else what other school district may offer that we could actually predict where they might
099be on this graph. Boom. Okay. Thank you. Mr. Blond. Yeah. I just quickly add similar what Dr. Craft said and what Mr. Freeman, Trusty Freeman said to you have to be careful. Also, we be careful trying to compare districts. I know we said something about Southside, but actually we got a little bit more information about why Southside there's you have to look at a couple of years and some have done some other things to change things around. So, it's very difficult other than looking at this to to say what the district's doing now and to be able to compare it. There's a lot more information that goes with it. Thank you. Um, is this uh the $2,500 pay increase the three to four years? Is this going to is this what's going to be put
100is like the base part of the base. It would be base pay. Yes, ma'am. It's required by law to be part of the base pay. Do we have like a side by side or is that something that could be created of like what we have now then of what would it look like maybe in the long term or like extrapolated let me make sure I understand the question Mrs. the the like extrapolated out four or five years is that or even one to two years I guess just to see yeah just kind of see the the hard the only part that might we can we can try to extrapolate but the hard part is not knowing um so for example we'll hire about 700 new teachers where do they come in with experience that that
101may be the only hard part But we can try to we can try to model it. Um the other there's there's a couple of pieces also that um kind of keep in mind as well. One, this is not inclusive of the teacher incentive aotment. Um and you'll see here momentarily that there'll be a couple hundred,000 already awarded in teacher incentive aotment uh to uh NISD teachers uh this upcoming uh school year. that number uh particularly with that program being expanded will grow. Um and our teachers next I guess next school year um June will become eligible for the teacher incentive uh aotment um that will also Mr. blunt to your point be another data point that's going to really kind of skew it more so than than it normally has historically. The the um the
102other thing um that that I know that it's it's always a a pretty commonly asked question and it's a good one. So, is this is this $2500 and $5,000 is this just a a a guarantee for in essence this these two years or does this carry forward in in perpetuity if you will here? I can say this. Um, I do not ever recall a district providing any type of compensation increase, particularly that was legislated as was this particular plan through House Bill Two, and then a district coming in in another legislative session and undoing it, thus taking 2500 or $5,000 back. that's just not that's that's just not uh palatable uh for for lack of better terms. And so I do think that the absolute expectation as the state's budget through Senate Bill one was
103uh just recently engrossed this just to be carried forward in perpetuity. Um now what happens if we see a recession or a down tick like we did uh in oil gas and sales tax revenue like going back to 20101 probably not a a reduction in salary i.e a a a board initiated furlow as much as it becomes really looking at programmatic offerings. And I just it's not a very common practice uh from a fiduciary management standpoint to come back in and reduce salaries back to prior to where uh they were before legislation. I don't know if I answered that question very well, Mr. Blunt. No, sorry. But um I guess a question with that, but because I remember it happened before, but can this happen though that the state revenue part of it can go
104away? So yeah, you may not get rid of it, but you're taking it now more you pay for it more locally, etc. Absolutely. Okay. Thank you. Yeah, absolutely. In fact, that's exactly precisely what transpired in 2011. Yeah, there was a $4.5 billion dollar shortfall in like I say that that public education piece of the of the budget and so the onus fell back onto local school districts to pick up the slack which was difficult to do similar to the situation that we're in currently but a little bit different. Dr. Hassel just following um Mr. Blunt's kind of com the comment Mr. Blunt kind of mentioned about, you know, really for individuals to really see like in comparison to other schools and how it's hard. I mean, in reality, there's like 25 different ISDs within the
105NISD area. And my trustee Facebook page is bombarded with social media marketing from other ISDs, letting us know how much their percentage raises are, how many new teachers they've hired, how many more administrators they've hired. So, I feel like, you know, it is something that we need to look at because if I was a teacher on my Facebook page and I was getting bombarded by all the ISD saying like this is how much we're going to give you, like there's reality like we're mentioning like the chart, but if we're not doing a good job of marketing that out to our teachers and to our support staff, then it's going to be very appealing to submit an application and just say, "Let me just go somewhere else." even though we might know the reality of hey
106that's not really going to do that but if you apply and you get a job then that's going to leave us in a situation. So, it's like what are we doing really marketing wise to really let individuals know what is it going to look like once we decide also the idea of I do like this chart um is there a way to create a chart for support staffs to be able to really see where do we fall in our pay to support staff to be able to find that because the reality is you know in talking to support staff like there are many support staffs that are just going to go somewhere else cuz like I mentioned like there's at least off the top of my head 25 different ISDs not including charters and then
107that's my next question. I don't know how open charters are to posting that information and I mean because they are now a there's a huge demand for students to have the opportunity to leave NSD. We need to know how many of our staff and administrators and teachers are heading out so we know where do we fall so individuals have that information. And then I wrote something that I cannot see. So it's not as important. You want to buy a mic that's No, I have a highlighter. So it was it wasn't that important at the time. But yeah, that's really just thing like, hey, right now marketing wise, that is all I see. Like my trusty Facebook page only really follows different schools and it is bombarded with what everybody else is doing, the percentages that
108they're giving and it is very easy to be an administrator or a teacher and to go on there and be like, hey, why don't I go to X, Y, and Z school that they're going to pay me one either livable wage or they're going to pay me more than what I'm getting paid at this time. and we we can definitely bring in another analysis. The um detail will be will be just that it will be pretty detailed because for an apples to apples comparison, Dr. Hasso, we'll we'll have to we'll have to divide them up into stratas of of classifications of employees. So you'll have I I'm just going to guess probably 15 to 18 and it may classifications. Not all districts post that information. Um they post teachers salaries. That's that's why we go
109to teacher salary, but to put instructional aids, they may not post that salary. So we may have a hard time getting to what the salaries actually are. So but we'll work on it. We'll go to websites like for like a conversation or something. because at this point like it's going to be very easy for someone that works here to go and fill out an application and go do that. So what are we doing to really help that discussion? Yeah. Thank you. Thank you so much Dr. Harl. No and I was on the same trail you were. Um I do think whether we like this chart or not our percentages teachers it is a teachers market and they are bottom line finding out what the salaries are at whatever um years of experience and also coupled
110with that is they're doing their research on compensation packages and not so much the the ones that I teach that the next semester they're going to be um teachers but ones who've been in and they are switching districts. I mean we we the marketing thing is a is a great um suggestion because um it it is a teachers market and so um looking at it through the lens of comparing starting salaries or whatever whatever other charts I do want to um kind of couple that with um and I want to get um her name right um Elizabeth Musler. I I do want to see um there is a huge need and we've said it several times in several different committee meetings for IAS and and um I know you mentioned another um charter example but
111if there's also one on IAS um we need them desperately and we know a population of students that's been increasing as nor in North Side is our special ed population and you know we need to take care of them and so um recruitment retention and then you know supporting them when they're here. So anyway, I'm not I'm not sure where I was going, but the suggestion is if there's a way of looking at it through like I'm a teacher and what is the best compensation package? What is North Side? Maybe that's something that needs to be marketed. Oh, I didn't know they had pet insurance included or I didn't know blah blah blah which we did and that's kind of a novelty to go oh wow pet insurance um or gym free gym membership. So
112something along those lines. I do think um to Miss Hasso's suggestion that marketing is is needed in this um and a chart just doesn't tell it all. So thank you. Thanks Mr. CO. Yeah. Now I just had a quick question about the the bill was passed as a retention aotment, right? That doesn't mean that Yeah. It's um quite interesting. I had this conversation with actually the author this weekend um for it to be a retention bill. Um we're seeing more retirement and resignations uh this as a result of where we are at this point uh this summer than we have the last two. Wow. And child care is a lot of teachers. Mrs. Freeman. Yeah, a few things have come up since I pushed pushed my button when we started talking about the retention. Um,
113yeah, it's a retention piece. If they really wanted retention, maybe we should have taken care of those first year teachers so that we can hang on to them because we do have, you know, if teachers are going to leave the profession or thinking about it, they do sometimes do that before three years. So they didn't they they didn't think it was that important to cover our teachers that were here with us less than three. So it's I think I would argue it's hardly retention. Um and the fact that we that they did not include librarians, counselors, nurses, and then of course we didn't include admin. I I got to tell you I I don't think there's a lot of people that really raise I want to be principal of a school right now and admin
114wasn't given any consideration in any of this. So when you talk about us, okay, so perhaps these teachers do have um this category of teachers that did get raises that would be in perpetuity, but as school districts, we've got to work to to structure our pay schedule so that other people are getting compensated the same way. And I could see us spending some time trying to to get to that point as well. Yeah. And I think that's a concern. I think I think that's the that's just it. That's why we needed to have this initial conversation this evening is 1.28% is not enough. I I don't I want to just be really clear that that is though what has been provided in House Bill 2 and I it's just it's just that's those are the
115numbers. So how that gets divided up again outside of the 2500 and $5,000 to teachers um I mean as you well know there are compensation package can take a multitude of of different approaches. Uh for example uh a general pay increase to the midpoint or not using the midpoint as that calculation variable. I mean, there's just so many different um aspects. I I will say this though, and I again, this is just probably more so um a reiteration of what you already are aware of. Anything beyond what was specifically outlined in House Bill 2 is going to create a situation where we're going to have to compensate a even a larger deficit in the in the overall budget uh that will be coming before you here in just a couple of short months. And so
116we can we can look like I say at a more granular level of exactly what I'm getting at and and it's not it's not a is it needed? Absolutely. Absolutely. Is it warranted? Absolutely. But can it be afforded? And that's the piece that looking from a longitudinal planning standpoint, you're we're going to be bringing yet again another deficit budget as many school districts already have um because the funding that was provided through House Bill 2 is very very specific and it is hardly adequate. Um, so as we're talking through this, as Megan has already articulated, this piece of the conversation is it is it's 85% of where a billion dollar operating budget lands. And so we we've got to get this piece right. Not to say that the other the other 15% we don't have
117some a little bit of wiggle room but not much because we've absorbed a lot of that wiggle room as you recall in our budget reduction efforts leading into the juncture that we are are right now. Um, and so while I'm talking really largecale general fund budget, the reason being is because the in the grand scheme or or large picture, this is really really important. Um, and Megan, I know I probably just jumped around through your presentation, but through one slide, but you but you'll you'll see some data here momentarily that I think will resonate. Sorry, Megan. That's okay. And Dr. Hazo did have a question again. Sorry. Did you me mean to press the button? Oh, I I mean I could. No, I mean I do just want to kind of like I mentioned like
118liveable wage. I feel like it is a priority. I feel like, you know, as an individual that had parents that feel like it is extremely important to make sure that we add that as a scenario to see what would it look like if we paid our support staff a livable wage and then kind of see where could we then kind of we have that data we'll we'll provide here just momentarily. It's not part of our presentation but we have run the scenarios so I can I'll let me go through the presentation if that's okay and then we'll talk through the different options. Dr. Hall, did you have another question? I did, but I I think I can wait. Are you sure? Are you sure? Okay. Well, the second I'm going to rush through the second
119and the third and then get to the meat of the presentation. Okay. The second slide is our substitute um um substitute teacher pay rates. We are not proposing any changes to these pay rates. Again, as Dr. Craft has said, we've really worked to stay to the letter of the law because we do still have an $80 million deficit. So, I want to point back to that May board meeting where we showed we still have to cut $80 million to get to a balanced budget. It's not going to happen this year. I mean, we looked at a two-year scenario, but we still have to keep that in mind when we're making these decisions. So, we're keeping the t teacher pay um for substitute teachers the same as it was last year as our proposal teacher incentive
120aotment. As Dr. Craft said, we do have to show you that plan as part of a compensation plan discussion. The bottom line there talks about our payments that were just made in May of 2025. We know that we are going through the data validation with TEA. So we are excited that we expect that in May of this coming year that we will be paying out a significant amount more than this for teacher incentive aotment, but we want to cover that as part of this of this presentation. And now we'll get into the true House Bill 2 pieces of legislation. Um, this is the slide that shows the piece of the TRA, teacher reset retention aotment, and they're calling it the TRA. And this is what it prescribes. It prescribes $2,500 for teachers with three to
121four years of experience and $5,000 for teachers with five years of experience. That cost to North Side ISD is $27.4 million that will be reimbursed at that rate if we for those that qualify for that. We had a big meeting this morning at 7:30 this morning to go through our teacher salary um schedule. I had probably 20 of us in here in this room for about two and a half hours going through the list of teachers of who qualifies for this and who does not qualify for this. And there's it's a fine line and it's not as easy as you would think to go cl what is a classroom teacher. So we've been having that discussion quite a bit but we looking at it we believe the 27.4 4 million is the right number for
122the classroom teachers that we're looking at. I want to remind you that House Bill 2 does not provide funding for the benefits related to that pay increase. So the TRS additional TRS above state minimum calculation we have to pay for as a district. So for that $27.4 million required teacher pay raise, we must pay the benefits related to that of $3 million that are not part of the TRA. So that's an additional burden to the district of $3 million that is not covered through the TRA funding. So I want to remind the the board of that. Now we're going to go to the proposed compensation plan for what they're calling the support staff retention aotment. So SSR is what you will see for support staff retention aotment is what this P page looks at. Again,
123we ran the 1.28% estimate. We got to the 1.28% 28% estimate by taking the dollar amount that's being calculated which is a $45 if you remember that presentation $45 based on enrollment piece um that gets us to a dollar amount and then you back into this the staff that's eligible for that and we divided that out and it equates to a 1.28% GPI. So the 1.28% 28% equates to the amount that the legislature is giving us for that support staff retention aotment. Again, that so that's the 1.6 million and the 3.1 million on the left. Um the amounts that we do have in here do include the benefits, but I want to make sure it's clear that that amount is not covered in the aotment and I'll show you that here in a moment. That
124is the all-in cost of that pay increase for those two groups of employees. We did run the 2% um just as a to show you that percent. We were asked to look at other scenarios and so that 2% is there and you can see the differences there again and this is for the general fund. This slide only the proposed compensation plan that we show on this slide shows you all the different funds that we have salaries paid in just for you to be able to consider this. So you have the general fund that is the showing the teachers from the um TRA the other salary schedule and bidpoint employees from the SS and we have the child nutrition fund if you remember child nutrition nutrition fund is a self um funded fund so we receive
125some federal funding for that but largely paid for by parents and so I've been work working with um Thomas Wary on this of can he afford within his fund the 1.28 28 and 2% pay increases and he does believe he can afford those two. I ask him in some other scenarios. The concern is if I want to make sure the board is aware of this when you're making a decision once you get outside of that 2% and he's worried I mean he's not um confident with any of this but he is um more confident with these scenarios than anything else that I discussed with him that he will need to go come back to the board and increase meal prices if we go much above this. So that would be a consideration that you need
126to know that. Also, Mrs. Freeman, before we go any further, so the but the 1.28 is is what we're getting from the state in increased revenue. So he he should be sure of that. Correct. Does that go to Unfortunately, it comes to the general fund rather than to him. Okay, I I get that. But because of those are um child nutrition employees, would we not transfer that bulk at the 1.28%? We could choose that. We could choose to do that. This would be at the board's discretion or No, I mean this this would be part of the uh this would be part of the the budgeting process. I think what Megan is articulating though is is that within uh the school nutrition fund, Thomas believes uh from a revenue projection standpoint that he can afford
127the 1.28 andor a 2% general pay increase without having basically to to supplement using general fund. He he's self- sustainable in essence. Uh which is ideal. Um what we're also though very cautious of is we don't want to propose an increase in meal prices um pitting that against a a general pay increase that can't be afforded as as currently in essence well said and we we had a presentation with Tasbo Texas Association of School Business Officials today and this exact conversation came up and and going into the bottom part the other funds If you have grant funded positions or federally funded positions, how is that fund funding going to flow and will it will we be required to transfer what comes in to cover that or not? That is going to be in the rule
128making that that hasn't been decided yet. So again, there this is pretty new legislation there. Um we there are some answers we will not have for a couple of months. I do not expect to have answers for things like that until after it's already been approved. So we'll we'll make it work and we'll adjust. We have Miss Apata can you microphone can you clarify uh who who uh what are midpoint employees who I believe um I'm going to go to the let me see if I've got that defined here. Tiffany, do you know if it's I was gonna say it may help just to go on here. We have the other salary schedule employees that which are the teachers, librarians, nurses, counselors, people like and those those staffing payrades. Midpoint employees are um everyone else.
129I'm going to go with everyone else. Uh but it's a a lot of our auxiliary prayer professionals, right? Hourly workers. Yes. custodians drivers. Yeah, we'll have a we'll have another like I say analysis um um momentarily that you'll see the specific classifications with those hourly positions. In fact, we can project it uh Tiffany Megan here in just a minute. Do you want us to go ahead and load the um Yeah, I think I think so because one of the one of the questions that we've been asked is okay well um if we if we adjust auxiliary which again very this is this is not about warranted or worth but if we adjust if we adjust auxiliary the challenge becomes compression and and salary schedule compression what I mean by that is is if if you
130just adjust say that entry level that that minimum entry level position to $15 which is the scenario that we've you have to go back in and you have to make adjustments throughout all 18 or 19 of those classifications. Otherwise, you're going to have an entry-level position that is going to be in some cases making actually more than someone that should be in their supervisory role. And so that's what we've spent um the last couple of days, Megan and her team um and analyzing because that's obviously a much larger additional cost um that we'll have to we'll have to go into the general fund budget to figure out how how do we pay for it? Uh you know, again, you all know this, a budget is is prioritization. Um and and so that's where we're going
131to need guidance. Again, we can run any pay scenario. Um, known to man or woman. Um, it it's just then what what does the board have uh the appetite for because it will lead to beyond especially a 1.28% it will lead to a greater deficit budget going into next year. Mrs. Miss Riley, I'm I asked the question before, but then you mentioned something and now I'm confused. It's on. I guess I'm not talking into it. So um do we know you mentioned something about grantf funded um programs like child nutrition? So with the compensation of those that work in child nutrition, the 1.28% that we have here includes them. We know that they will that's figured into their they are part of the they're part of the law when it says that it's they it's
132there's two different pieces. So the TRA, the teacher retention aotment is calculated based truly on classroom teacher accounts. So let's put that on the side. And that's how the funding is generated. On the SS, it's the funding is generated on a dollar amount per student enrollment and then it tells us that we have to give it to all employees other than administrators. So yes, they're included in the okay way we have to back into it. the funding is not based on the counts and that's why that percentage could be different for different um districts based on because you're getting it based on your enrollment and if you are a a district that has more employees you're going to get less per student enrollment if that ratio is off if that makes sense that's why it's
133not a standard dollar amount like the teacher okay retention limit does that make sense right it's not okay yeah it's a it's a hard concept because they're not at all similar. Dr. Harl, thanks. Um, yeah, Megan, and I had read this, so this is where, and I just want to piggyback on what Laura asked. So, this um part of the compensation plan is that $45 per student. And so I had that it was to help increase the salaries of school counselors, librarians, nurses, and other non-administrative support staff as well as teachers who do not qualify for raises under the new retention aotment. So really that midpoint employee question is everybody else. It's everyone else. Everybody else separate. Yes, we separate everyone else into those two categories. The other salary schedule and the midpoint employees. So
134then what's the other salary schedule? So the other scout and again this is a very technical piece. I apologize for making it a little more difficult. Um we have the teacher schedule and at one point teachers, nurses, librarians, counselors were all on that same schedule. So we had to peel off the nurses, librarians, counselors and some instructional coaches, some specialists are yes are still on that they're on that other salary schedule. So it's people that had previously been on a teacher salary schedule that were peeled off to that, right? Yes. Yes. It's tied at one point it was tied to the teacher salary schedule. Okay. And then every then everybody else is the midpoint. Yes, ma'am. And that's based on that $45 per student. Yes. Yes, it is. Dr. Hassel, I just had a question
135about the grant funded positions. Is that because we wrote them at that pay grade or is that like a state like that's how much they get paid regardless of what we submit? Like we we pay everyone on the same salary schedule. It doesn't matter what funding source they have. No, no, no. I mean like the grant funded position. So like I'm making the assumption that we apply for that. So like we submit or that's just grant funding from the state. Some of them are more standard from the state. Okay. And that is the so if we think of state comped okay or or title title funding even so that's a set like the state says you only pay them below minimum wage like that's the state or like if we paid our staff a livable
136wage then we would be able to get an equal amount from the state or apply for the grant to equal that amount. most of the grants and Tiffany correct me if I'm wrong but is that that we get a dollar amount for that grant and we get to choose how we spend that money and we can either spend it on stuff or we can spend it on staff and so we spend it on staff then we pay the staff based on the salary schedules we have that we have right okay yeah I was just making sure because I know it was like well he only has enough for like 2% but I was like well like sometimes like they do like is there a cost of living setup with them or is it just like
137it's always going to just be the set amount? So, when we make a decision to give a general pay increase to our staff, it applies to all staff and so it if they're school nutrition, they get the same pay increase and then they have to work on making sure they can afford it. So, that it's a that that is a um piece of being that self-funded that is a challenge for school nutrition. Okay. Thank you, Mr. I was going to ask what what is the um the total revenue that we get from the state for the 1.28%. Oh, it's on the next slide. The 41. So, uh for the uh that is the $3.7 million. So, the sta the support staff retention aotment is 3.7 million is the amount that we'll receive. Oh, the I'm
138sorry, the grand total is 41 million. Then the grand total of all three of these state aotments. Now, I do want to remind the board that we are putting on this slide the allotment for basic cost. That is the $106 calculation that we looked at a few few months ago. Uh that can be used for a lot of things. It can be used for transportation and for utility cost and all of those things. We put that on that slide to show that it is additional money to the district. And we do spend more than more in transportation, more in utilities than we have received funding for. So we can what we talked about earlier, we can play the shell game and supplant that money to let this help pay for pay raises. So from my
139perspective, this is the new money that comes from the state that can be used to pay for pay increases if we want to further in the deficit. So um so if we compared the 1.28% um to the 2%, what's the total dollars for the two? I'm just trying to figure out the delta what goes into the deficit between the two. It's the 35.1 million to the 38 million at the top. 33 million additional into the Okay. Yes. Good. Thank you. And then Dr. Harl. Oh no, sorry. Okay. So that and that's a great takeaway though. That is what I want you to remember from this part of the presentation is looking at the general fund the 1.28% 28% total cost is 35.1 million 2% is 38 million and the funding that we have in new
140money um that can offset that is the 41.7. Now again this is all of our new money and we do have additional cost in property insurance and we do have additional cost in fuel and all of those other insurance cost that is part of what was this was expected to pay for. But I wanted to let you know that those the new funding sources that are available. So the um 2% is much more attractive than the 1.28%. Um 1.28% 28%. Um that that that's that is simply just the calculation as House Bill 2 was prescribed more for the articulation of this is what our legislators did. Here it is. This is this is the calculation. This is the fact. This is this is what the $3 million $3.7 million provides. Um, so the the 2%
141another way to it would be another it would be an additional $2.9 million that we would be in the red with the proposed fiscal year that we'll be bringing to you uh here, like I say, in just about four weeks. And so that is the end of the formal presentation. We do have some items that we worked up looking at a $15 pay rate if you want me to bring those up, Dr. Pratt. Yeah, I think so. Um so another another scenario, another analysis uh that was run um was bringing uh I would consider entry level auxiliary jobs to that $15 mark, but then making really what is considered equity adjustments within pay scales throughout because because otherwise if you don't you get pretty significant compression. What best way I can explain this is if
142you go back to that 2% scenario, which we don't need to put it up on the slide, but if you make that standard adjustment through a general pay increase throughout all classifications on all pay grades, everybody moves. So years of service and correct. Yeah. I mean, you still have a little bit of compression that you might have to might have to work through um depending on the midpoint adjustments, but it not not like uh if we make the adjustments um to say the first level or classification of employees and then don't make the adjustments throughout the rest. that starts to have not only immediate consequences with say paygrade two, three, four, but then it over the course of time it affects the whole structure and it gets very very tedious um and expensive uh to
143work to work out. Um, so let us I think we'll be able to articulate this uh through like I say some information that we've been able to like I say put together uh really in preparation to answer a question. Um and then we'll we'll go from there. The team is working on it. Tanner gave us a thumbs up. So Oh, okay. See what that that No pressure. Tanner, you can work miracles. Yes, he can. So what um Tiffany and the group ran for that we have worked on is um we had been asked to run a $15 minimum wage. And so we looked at it from two different ways. And there's a lot of different ways to go about this. So the first way we looked at it was what is the cost? And that's
144the scenario of what is the cost to move from our minimum wage right now is $11.50 is the lowest wage we pay. And so to move everyone that's below $15 to $15 and nothing else because we know that's would be the least expensive and we're in a budget um challenge. And so that was the first scenario we ran. That is not ideal and I would never recommend that um because you will have many people that are currently at $152 per hour that would not get an increase and all of a sudden everyone below that range is right there at the same level. So, they're talking about the compression. It's going to be absolutely right on top of each other, but we wanted to show it because that is the fastest, least expensive way to get
145to that minimum wage. So, the cost of that would be $1.65 million. What this shows you is based on the different funds. So, general fund um portion is at the top. Um, moving across, we looked at the current pay rates. You could see at the very top is 1150. If you can read that, it's a little small, but um currently at 1150, we only have um two positions in at that dollar amount right now. Um so bringing those that those two positions up would cost $14,000 and it would be an average pay increase, general pay increase of 30%. Compared to the 1.28% that we're looking at right now. So tremendous numbers there. As you move down to the pay rates, I'm gonna look at the um current pay rates between 14 and $15 per hour.
146Megan, ma'am, can we blow it up a little bit? All right. Okay. Yeah, Tiffany will attach it in boardlock so you can pull it up yourself. Oh, perfect. We do have a question for Mrs. Freeman. I I'll wait. Okay, I'm sorry. So, in the middle of the page, the the per current pay rates between 14 and $15 um per hour. Currently, we have two areas that we're looking at there. Um we have 51 employees that are where it's going to be a between a five and 10% general pay increase to get there. And we have 550 employ 58 employees that' be less than a 5% general pay increase to get there. And you can see the cost of those and what the average general pay increase would be for those positions. Does that make sense
147what we're trying to show? Again, this is the scenario that would just bring everyone below $15 per hour to $15 per hour. And I hope I um adequately explain why I don't think that's a good idea. So then what we looked at was okay how could we seeing the variation of the general pay increase over on the right hand side you can see that they go from roughly 3.1% to 26%. That is such a wide range that you really can't apply that to classifications of employees throughout the system to create not create compression through that system. And so we talked about how else could we run this to make this work. And so the best way we came up with, and I'm open for any other ideas, is to go with a $3.50 per hour
148increase, bringing everyone up what it would take to get the 1150 up to $15. Excuse me. So we did that and that's the next slide. I don't know if you can show that, Tanner. So, and that would keep the it would keep the compression at the current levels for the employees in the pay grades, the hourly paygrades. It does still create compression. And I don't want to make you think that it doesn't because we have supervisors that are at the the low end of the payrain scale for professional employees that supervise these employees that we would start to cross those levels by doing this. So there is still a compression problem with this. We did not look at any professional pay grades on this, only the non-exempt paygrades. So if we gave every hourly employee
149a $3.50 50 cent pay increase. The cost to the general fund would be $23.75 million. And and the school nutrition fund is fund 240. That's $4 million. And again, we can run any scenario. So, I mean, and I say that I think we can run any scenario. Um, we can run a lot of different scenarios. And there's not a right way to consider this. Um, there are multiple right ways, if you will, to consider it. So, we're open to take any recommendations, but I'm I am very concerned about the cost of this. If you added $24 million to our already $70 million deficit, um, you are, when we looked at our fund balance recently, uh, that you're getting into the danger zone of cash flow very quickly. Mrs. Did you want to ask your questions?
150Yes. Um, thank you. Um, we always look at how we compare ourselves with other school districts and there's reasons that people work at school districts other than compensation. Um, so the first question, do we know how many other school districts in Beay County have a minimum salary of $15? I do not. I know of one. Yeah. Okay. Looking at Ben to see if he knows of any other. We'll need to try to pull that analysis and bring it bring it back. That's a that's a great question. We need we need to provide you an accurate accurate answer. So let us let us find the answer. Okay. And then I guess the question too is how do our so some of our auxiliary many of our auxiliary are part-time. Is that correct? That is correct. Yes.
151Do we know percentage? I do not know a percentage. And I guess to to that point that how do our benefits for our part-time employees compare with other school districts? Because I think that's something we need to um compare ourselves when we start looking at salaries. Again, people don't it's not just their compensation in dollars. Certainly, that's one thing that people look at, but it's also working conditions, other benefits that may make up for um some of those dollar amount. Well, that's a great point. We've already had um and have begun the the conversation in around health insurance. Um it's very evident uh TRS uh is increasing, I believe 10% 10% on average um on average. Um, we're going to work hard and and again, Miss Freeman, this you're h highlighting a point that is
152spoton. We we're working now being partially self-funded towards flat premiums, very little if any uh plan design formulary so so that that benefit remains intact and without uh hopefully having to pass on the cost to the employee. So when you kind of think about those the vast majority being in TRS there a lot of the raise quote unquote uh that has been provided through this um new House Bill 2 money is probably going to be consumed with TRS health insurance premium increases and that that again that's just exemplify of a point that's that's are those on TRS for those that are TRS. Now, I will say this that the the industry as a whole, um I haven't heard uh anyone that is not looking at at least an 8 to 10% increase. Whether you're partially
153self-funded as we are uh TRS, a part of a larger group, health insurance is becoming more and more expensive if not completely unaffordable. So just to be clear, so we are not a TRS. We're not funded. No, that increase would be we yes. We will we will benchmark against TRS uh because now you have the opportunity to opt in which you didn't used to have that uh ability. Um but um but the advantage of being partially self-funded is is you can work to try to control a lot of cost but then also how you go about funding the plan to not pass on those cost additional cost increases uh to employees as much as m as much as possible. So that's what we're working on. It's still a little bit it's a little bit premature
154to be able to provide you hard numbers, but that's our goal and our intent is to not pass along increases to the most expensive benefit, which is health insurance. Dr. Hassel, just want to say thank you for pulling that information. I think a lot is also before I was on the board, I came into a board meeting and I was able to see like the years and years of there being like a surplus and so I feel like you know the unfortunate is that this year like obviously like last year we're not going to have a surplus. Um but we're eventually going to have to bite the bullet and pay people a livable wage. And so when are we going to do that? Like what does that look like? So, I'm excited to kind of
155at our next finance meeting really look at the numbers and really figure out what does that look like to allow individuals to live in San Antonio and be able to actually be able to pay to live in San Antonio. Um, so I feel like, you know, it's a great opportunity to be able to find a way to really be able to do that. Um, the other question is how many employees is that? Like I don't I tried to see but I couldn't like for the 28 million like how many employees are we talking about because I don't see it on the chart. For the 24 million the 28 total for that it's going to be all of our hourly employees. So I'm going to say 6,000ish. Yeah. Okay. Yeah. I was just trying to kind
156of figure out and then like my next question is have we ever done a pay analysis? I would have to ask. We Yes. Um we we discussed to your point uh a pay study being conducted this past year. Um and it was going to be an expensive uh pay study because uh particularly for our classified and/or auxiliary. You have to look at also not just district positions. You have to look at for example electricians and plumbers. you have to look at the market um because that's really who you're competing with. Um obviously in in that in that ecosystem um and seeing that there's just no way we're going to be in a financial position to be able to integrate what becomes of those equity adjustments. Do we really need to spend this much money on
157a compensation review study knowing that we're just not going to be in a financial position to be able to make the appropriate adjustments? Because you're exactly right and and you're exactly also spot on, Dr. Hasso, that the longer this goes, it it the harder and and much more expensive it it it gets to try to come back and fix. I mean, and when do we get to a point that we have like no employees that are here with us? So, I mean, it really is one of those where it's like, you know, what is what do we do in the situation and how do we make sure that we are looking at how much people are making because we do come to a point, I mean, we already have a good amount of spots that
158are open. And I mean, I get it like certain jobs like electrician, HVAC, like you can go plumber, you can go and make some really good money. And what does that look like? Like how do we find a way to figure out like how do we have those jobs still here? And how do we make sure that they're making a livable wage because or you know a competitive wage because they are jobs that are needed. And I mean, we talk about that a lot on the high school program side because we want high school students to be able to get the opportunities to have these jobs, to have these internships because these are high demand jobs and how do we make sure that we're compensating people the right way to have them here and to
159be part of the NISD family. Mrs. Freeman. Yeah. Well said. Yeah. I I I don't disagree with the premise that we need to pay our employees with um more money. I just don't know where the money comes from. In to the comment about um we've had budget surpluses before. I'd say that's a So, we may have approved a budget. We've still approved deficit budgets in the past. It's just never been Bobby, you're with me. um it's never been well advertised but that the very beginning of the year we have a deficit budget. So it look may look like we've come out we have a surplus but we really did not. Our general fund has always been very clear. It's it's been publicized how much we have in the general fund. And it's because that we've
160kept the three to four months of operating spec expenses in that and we've been frugal in the past that we're not in a position like some school districts are where they're doing riffs and there are school districts across the state of Texas who are talking about riffs right now. So I think we've been I I think we've been responsible or fiscally responsible with the with the money that that we've had. I it's the state that has chosen not to fund our this not to be able to fund us so that we could pay the salaries. If if we were all funded, we would see every school district in the in the city, at least in in Bay County, at $15 an hour. And we we don't have that. That doesn't mean we shouldn't be at
161the top, but then we have to find out or figure out where that money or where those dollars are going to come from. And what is a reduction in force? Just for those that may not know what that is. Thank you. And and we bit the bullet the last couple of years. Last year we knew that we were we approved compensation packages with the hope that we were going to get more money from the legislature. They there were several special sessions and it was presented to us at this board. Um the board looked at it and we knew that we were at 89% of our expenditures were going into salaries at that time and we know that 90%'s a critical mass level or however you want to look at it. But um so we we
162were we did what we thought was correct in the past. Um so I Mr. Blunt. Yes. Uh I I was just going to add um the the other part of the the picture is and we have to remember we'll start with the state. Okay, the state still hasn't done that what it call valuation of what a teacher should be making and that's still right in legislation as far as I know that has been there for some time. They're supposed to come up with what a teacher should be making. Yes, sir. Right. That hasn't been and and it should be done because I think we all know that teachers are definitely undervalued. the the the challenge we've always faced with the living wage is you know I know teachers and others are also taking on second
163and other type jobs etc. So it's really trying to balance out okay we definitely got to take care of everybody per se and how you do that and some other things uh especially given if the state would take care of that part I think it would help everything out then we can take care of everybody per se. So, I think we really need to continue to to push on that. Also, with the uh on the legislative side of the house and say, "Yep, I've got that in there." You know, why don't we really at least say what it should be even though we may not be able to get there today. The other thing I would I would add um that I'm I'm concerned about also, I know we've done in the past, are there
164any critical positions, I know y'all hate for me to bring that up, that we need to to take care of uh per se? And remember, we don't just compare against school. uh you know we've got positions that compete against others. You know, I still remember seeing our police dis dispatchers and the the concerns there a small number. I know athletic maintenance, others are pursuing that. We know bus drivers, others once they get that license, others are taken away from them. I don't know if that's still going on, but you know, that's something else, you know, if we're going to look to make sure that we're taking care of those critical positions. I know there's shortages of jobs everywhere, but to me, that's another priority we need to look at. Yeah. And that's that's a great
165point. Uh and we'll use our police officers um as a prime example. They do, you know, phenomenal job, phenomenal work. How do because because that's an area that Yes. We we it's hard for us to maintain just a level of competition. not even not even um I shouldn't you say that a level of competition to to maintain somewhat competitive particularly with San Antonio uh Bear County Sheriff's Department. Um and so we you know implemented the longevity uh uh stipened it just like I say it it it very much so is affordability and prioritization and it's it's it's today's critical need Mr. blunt is tomorrow's in the waiting, you know, it's just kind of one of those situations. Um um and and we can definitely look, like I say, take a hard look. We we're trying
166to do some things with, like I say, relocation stipens and some other areas uh um that are are deemed critical need. um special education positions, uh bilingual uh instructors, uh English instructors. Um these are I mean these are difficult to find. Um so we're trying to be creative as we possibly can. Mata, um I I hear the numbers. I hear, you know, the, you know, crunching of the numbers and and I guess certain um equations or whatnot, but we really need to find a solution because what's going to end up happening, you got to understand that these these IAS these supports have they're in the classroom and we're already short. We're going to end up paying in the long run. We're going to have um students getting injured, teachers getting injured, you know. Um we
167we I'm not sure how many support staff we were we locked at the end of this year or how many um do you have that information? I do not. Ben, do you have that? Yeah, we look at it on a weekly basis. Um, and Ben, I don't I can I've got a little mail. Pull it up real quick. But we can start we can start providing um uh vacancy reports to in the Friday letter uh when we track it by position. So um so yeah know we we we assess it uh on a weekly basis tracking like I say to Mr. Blunt's point was critical need shortage areas, but then also looking at even by campus, where do we anticipate that there may be a challenge with appropriate coverage because last thing we want to
168do is create a unsafe environment. But we're pushing we're also pushing, you know, unstoppable north side. We're pushing open enrollment. We're we're we're putting we're opening, you know, classrooms to be larger. And we're, you know, we still don't have that support staff. So I think it's really important that we we need just like Dr. Hosa said, we at what point do we know bite the bullet? Yeah. You know, and there's been times where um maybe a certain group doesn't get a pay raise, you know, maybe admin doesn't get a pay raise, you know, we talk about um what can we do, you know, we talk about, you know, the north side culture and helping each other and and getting how do we weather the storm? But we we need to figure out a way because
169if we don't, we're going to end up paying in the long run. That's the way I see it. Thank you, Mrs. Freeman. I'm okay. Um, so I hear I hear the comment about finding a way. Finding a way means taking away taking dollars away from something else. Um, so does that mean that we cut programs or do we do a riff? And if we do a riff, then what employees then can we do without? If we're looking at 28 million to find 28 million to to cut not only do we have to cut how much in the last it was 79 million. So okay, then you add that on top of that. So then what does that look like? and what risks what else do we cut and when you have 85 Dr. craft you
170said this particular comp this particular recommendation gets us to 85%. Does it you mentioned 85 I don't know where we are with oh as far as the the aggregate of the uh personnel expenditures uh you'll be you'll be between 86 and 87% more than likely. So when you start looking at that percentage that we already have in salaries and and cutting 28 million on top of what you already have, you start looking at people. So then then where do we then where do we cut? And I I suggest this board if we start looking at additional dollars with other than what's presented here as a recommendation, then we start looking at what else we're what we're going to cut specifically and what that actually means. Yeah. Yeah. And there's a formal process just as a
171reminder um that is outlined in board policy in regards to a reduction in force, but then also there's a furlow uh uh policy as well. Um that is is not ideal, but Miss Freeman, I think you alluded to there are districts unfortunately that are already finding themselves in that position. Um and it's and it's just again a budget is a reflection of a prioritization and and so whether we look at personnel related support or services, we look at programmatic offerings, I mean that there it's a it's a it's an exercise of prioritization. um knowing that we're we're always going to have to have the ability to have running water and turn the lights on and they're going to be fixed cost. Um, this is where it gets tough because the I don't want to say
172the big the bigger levers we've already we've already pulled which is class size ratios uh looking at uh not feeling absorbing uh administrative positions I mean zero based budgeting at the zerobased budgeting thank you it just there's just not we're getting close to where there's just we're to the bone. So something systematically has to then change um to be able to get there. Mr. Sito, no my my comments was about the the unfilled positions for the maintenance and I think you brought that up. I think we're at 50% for HVAC. You know, we're turning 75. We celebrated our 75th anniversary. A lot of our schools already aging out. Um, we need maintenance guys out there fixing the equipment that it's already old and at 50% I mean what I mean how are we going to
173get workers to build those work orders? I know we did the survey here back a while ago where a lot of the concerns were our maintenance orders. How they take so long? when it takes so long because we don't have enough people to to go fix them at a timely manner, you know. And it all goes back to uh I was at a an event in one of the schools. I walked into the bathroom and the faucets were all broken. None of the water worked. I mean, no soap. I mean, this is stuff that it's going to affect our our children. you know, we took a note to proect provide a clean and safe environment and we're not because there's how do they wash their hands? You know what I'm saying? And this is uh
174reality. You know, it's I walked in there and I go like, you know, this is one of our schools and uh whether it was through vandalism, whatever, how it's going to take a plumber to go out there and fix a work order who's already backlogged. So it's I when we talk about priorities, you know, this is we're funded through attendance. You know, child gets sick, gets a little stomach virus because he didn't wash his hands. You know, it's it's a cycle. Yeah. No, absolutely. And and um right now we have 87 vacancies in our maintenance uh department. I I don't know how many Jacob's I don't know how many are uh HVAC uh technicians. We have 182 vacancies and uh instructional assistance. Um um so again, of course, we're we're in the midst of hiring
175season as well. So um but yeah, no, I I mean, like I say, it just it's it's a it is absolutely an exercise of prioritization. Um, I'm comfortable at this point again with this 1.28%. I start getting a little bit less comfortable with a 2% general pay increase, but when we start talking about uh working to trim 25 26 27 million, that's a different conversation. Glad to glad to lead the charge, but it's just it's a very different conversation. And Dr. Craft. I think it's important that the board understands that we budget our staffing and salaries based on the fill rate at the time that we pull the budget file. So if we had 182 vacancies of instructional aids, that's what we budget. So if we fill it more than that, it's going to be
176a a deficit from that. So I think that's important to know. We want to fill them, but we have to be prepared for that. that when we fill it more than what we planned for, then that's going to be even harder. You mean they include the projections for theies? Currently, we take an average fill rate for the year and do that based on position to calculate what we're actually budgeting on. So, while we keep those positions open and we hope they fill them, if we truly get to 100% filled, that's a deficit right there. Dr. hospital. But we do that on per on purpose because we don't want to overbudget what we're really going to spend. We want to be realistic on what we think we're going to spend. Um I mean just comment just
177I mean I feel like we're what we want or what I want to do is really just look at different scenarios. Like I feel like we owe it to the employees of North Side to really look at multiple scenarios and see what is the best option. And I feel like that's what we'll do at the finance meeting. I did just have a question on this chart. So, there's a star next to two of the funding sources that says funds approved by the board, but the other ones are not approved by the board. The board approves three budgets. They approved the general fund, the school nutrition fund, and the debt service fund. So, that's 19929. And then the rest of them are they are administratively budgeted. The board does not approve those budgets. Okay. Pera. Got
178it. Cuz yeah, I was like that's like the smaller amount. That was what's mathematically this isn't adding up for me. So I was just trying to figure that out. Okay, that was it. Mrs. Freeman. Yeah, help me. So the average campus and I I know that this is there is no average campus, right? Because everyone is very every campus is very individual. But how many IAS do we apply employ? I mean when I guess I'm sorry, go ahead. in the district right around a thousand. Okay. Okay. And and here's here's the other piece and I'm just going to speak Mr. I know you had a question kind of where we were sitting as the year ended. We we ran about 100 vacancies on the pretty much all year, right? We have 132 campuses. So when
179you look at it that way, it doesn't seem as terrible. Although some campuses were completely staffed with IAS and some were not. So those are those are things and like Dr. Craft said, we'll look at certain campuses and triage those as necessary with our admin group. They do a great job with that. But one of the things when Dr. Craft, you know, I told him we've never been fully staffed in any area since I've been around. We've been a lot we've been recently, but our numbers are also trending in the right direction to closer to Phil than we've ever been since the pandemic started. So, yes, it's not exactly where we want to be, but it's a lot better than where we've been. So, I I just want to give some context to that as
180well um as we're talking through all this. Dr. Hall, thanks. Um, I know we were talking about the the zero budget, um, kind of keeping that in mind. Um, and you mentioned people, but programs also could be on the chopping block, too. Um, and I I don't have a question around that. I just want to just make sure I remember, you know, are there some big money programs? And then I guess what I would like to do is wait till all that information comes to help prioritize some of these things. Um, is there something um a report that possibly shows I know on the um um trying to think what the report is that we get that shows teacher turnover, but do we have turnover rates for other um work groups, employee groups? do we
181have a high retention rate for our bus drivers or I mean I'm just looking at as much information as I can get to help think about this idea of prioritization. So turnover rates um and I think our turnover rate last time Janice you presented was like it was low it was like 11% for teachers teachers yeah we're we're below definitely below the state we were below the state and that's in taper we see the taper report and it's always a year and rears but um something that might also help I don't have that readily available we'll see if we can see if we can get what we can come to yeah into our information software where um yeah I yes we we'll see um what we can sorry work to analyze Mr. Blunt sorry for
182pushing my button so much Dr. you guys are today. Um, hey, but what I'm I say, hey, I think what I'm hearing from everybody, and y'all tell me if I'm wrong, that it would probably be very difficult to have a compensation plan that had a percentage, a percentage for everybody per se, to really achieve what we really need to that the discussion of prioritization and Dr. Hall, I think you pretty much got there. um the scenarios or prioritization would help to say you know what are the more critical type things that we need to look at as a group and we may have differential amounts this year some zero etc based on that etc I'm with y'all on the IAS having visiting all these schools man I wouldn't have made it without some of the
183instructional assistance but I think there are some critical I think that's a good conversation to have for the scenarios um yeah we when we can work work up some differentiated uh uh scenarios And you know, again, that's why I'm saying it it yes, we're we're a little bit late, but not really. And what I mean by that is is typically you're you're trying to work to uh put together a compensation plan for board consideration approval really to jump out ahead in anticipation for really the the main hiring which is even before the school year ends. And not to say that that's not I mean we we want to be competitive but I just don't I just don't foresee given this land this current landscape school finance landscape of other districts our competitors going off and
184leaving us. That's just not what's fixed to happen. Mrs. Freeman. So so we've got some time. Um, regarding that, I don't know where we are in that particular schedule if we're not going to make a decision today. My thought, and I've just started looking at where we've decided other compensation packages in years past, and we've had it by now, um, I would suggest that maybe we add a couple more board meetings before the end of July. Maybe we could get there. I think we need to my thought would be to look at our schedule to see if um we have a finance meeting on July in July 15 finance would be good to then do we make a decision I mean could that be a another do we need do we need two more meetings
185well July 15th is what we have scheduled at 4 pm for finance committee meeting that really we're asking you a lot of information so is uh with all of these scenarios we're asking of you is July 15th because we we program a meeting and you're not going to have that date already. What's the point? And then there's a holiday July 1st. What is your recommendation? And I actually have a note for myself to get with Dr. Craft tomorrow to ask you um because I think Dr. Hassel, we're going to need to get with you of your expectation of the finance committee also um of what you want to see there. It depends on the scenario. Some of these are um some of these we already have information, but when you we look at some of
186these items of look at big dollar programs, that's a very generic ask. Um we'll need a lot more direction on what to pull that for. Are we looking at I don't know magnet program cost? Are we looking at you know specific choir cost? you know, all those I mean, there's that that is very broad. But I I wanted to and Megan, I don't mean to interrupt, but but the reality is this. For us to make big programmatic andor personnel changes at this juncture going into this upcoming school year, that's going to be really difficult to do. There's there's timing issues, there's legal issues, uh there's contractual issues. So, so we're not we're not going to find ourselves in a position of all of a sudden being able to quickly turn this entire ship on a
18790 degree. Um it it just th those conversations like for example programmatic reviews then what does that look like? what is the what is the redesign or new design uh going forward which you make those adjustments and changes all through basically the course of next school year. I give you a prime example and it's one that's being discussed and it's a big dollar item and it has to do with how we uh provide uh really an inclusive optimal but an inclusive education environment for um the 18% of our special education uh students or at least the vast majority. Um and there's a co-e model which is what we implement. Um, and then there's a content mastery model. And I can tell you that uh the cost differential between those two models is a lot of
188money like like could completely wipe out the deficit budget that we're just describing right now. So the co teach model is the one that's most expensive. Absolutely. Is a certified another certified teacher. And you've single-handedly solved every special education shortage challenge we've ever experienced. That's just an example. So, I think what I'm hearing and just in summary, right, I think we've all had a lot of opinions today, is that we're not going to make a decision today. We're going to uh move this to our next meeting. But going back to Mrs. Freeman's question, right now, we have July 15th for finance committee. We have a holiday next week. Can I ask that the board members summarize your ask to us so that we can make sure that you know I've taken a lot of notes
189but I don't know that I'm getting it all. Yeah, I need Yeah, if you could send emails that would that be an adequate way or do we want to have them ask monitor? Send it to u myself and Dr. Krav we can compile it and give you one so you're not getting okay and that way that way we'll know exactly what to run and right and and then I can give you a better estimate. We will have everything we can have for you for July 15th. I mean, that's that will of course be our goal. Does that work, Dr. K? It does for me. And then again, on the 22nd, we'll have another called board meeting. Um, so we'll turn right back around and have another meeting. And then 15th is finally and I know
190that, like I say, we're talking about some different team building activities. Um, but we'll have the 30th. I mean, we might need we might need to transition that to a finance meeting and we'll pick up team of eight. The 22nd's our regular meeting though, right? Correct. So, it's not a called could should we I guess the my concern is if we only have one more meeting and we're not ready and then we go to the 22nd, do we have another meeting or should would the agenda topic then for the 15th be possible um I mean discussion and possible approval? I'm sorry. Not in finance committee. Oh, no, we can't. So, do we do we talk about being talk about it being a called meeting? Then we can make a call. I mean, I just don't
191I just don't know how many times we kick the the can down the road without or do are we what about discussion the finance committee and then make the decision hopefully the 22nd. Is that doable? I I think that that was a plan. Yeah. So, so again from from our current financial standpoint, the recommendation that you see before you is 1.28%. That's what was prescribed in House Bill 2. I don't like it any more than anyone, but that's what basically we can afford unless we go in and start making some really dramatic moves. And that's not to say that as a board you can't we we've we've done this. You've done this. You can go in in the fall and you can make adjustments to compensation and it has to be the board has to
192take that action. We can't take that uh from an administrative action standpoint. But as a board you you can approve an ancillary compensation uh plan. It gets a little bit complicated. it gets from a business information system calculation standpoint. Um it's work. Um but but that's also an option. So I the reason I'm saying is the compensation is really vitally important and we I I just I just don't want to half-hazardly go about this. This is this is your this is your your greatest variable most important variable in your fiscal year six budget. What I'm hearing is that they want more time to further discuss and just make the right decision. Is that what I'm hearing? Well, and I think I think that you're going to need more information. Um, it's not just us needing
193really necessarily more time for these analysis, which we're happy to conduct, but there's also then the the time needed to really be able to see the data um and then be begin to assess again prioritization. Um, Mrs. Dr. Would it be possible to get the information before the 15th meeting? Cuz I think what happened is like even for today's meeting, like I logged on and I was like, "Let me see everything that I need to look at." And today's like the first day we're discussing it. Like is there a way to get the information? I'm looking at the wrong spot. Is there a way to get the information? I need to before the 15th meeting to then be able to give you like let's say make believe date the ETH or something to then look
194at the data ourselves and then be like okay like I feel comfortable with these packets or I still have additional requests that can then be accommodated by the 15th to then be able to really sit down on the 15th and sit down and be like okay from everything I have all the information that I need that I feel comfortable being able to do that because what I would hate is that we show up the 15th look get the information 2 or 3 days before and then bombard you with more questions. Like realistically, what does that look like? It depends on what's requested and how readily available that information can be compiled. So, number one, getting the list of what you want first and then letting us analyze. Some things we're probably able to get to
195very quickly. Um, other things we won't. I'm going to go back to the the the big dollar programs. Um, I don't know that we can evenly even get to the estimate of a cost of a program quickly because it's not as easy as just running a report and say what is the cost of X program because you have to look at it in staffing software, you know, all of those things. And um, it's it's not easy. The $15 per hour, that's easy. We can run it. we've got a database that's huge and we can run different scenarios on. Um I think it's much easier to get to the data for increases in a budget than it is for decreases in a budget. And unfortunately we need to balance both of those to make decisions. So
196So it's possible. Let me start with the answer is yes. Some things we can get to you quickly. And I think that's what we should do is you give us the list of what you want. we will start churning away the easy stuff fast and then get them to you as we have them. Um I would turn to Dr. Craft of Is it okay to email things out to the board? Can we do it? Yeah, as long as as long as there's not obviously the two-way correspondence um just one way correspondence directly to to Megan. I can be copied. Megan won't respond. uh it's like I say it's just a one-way communication for an analysis and then we can we can like I say work to uh compile uh those analysis. Um let us see
197what we can put together. Um you know it won't be a full-blown salary study. Um we just we just don't won't have that we just won't have that ability. Um and it's just to a previous point Dr. So it, you know, those those salary studies usually are a six to 12 week process. Um, so we won't have that kind of time. But can we all like commit to sending it to Mrs. Bradley Megan by tomorrow end of day? I mean, you've already stated your questions. Can you just formalize it by an email to you? Is that what you just just what what what is what what will help provide a better analysis as to compensation? um in in compensation planning. Um and I think if you can get it to Megan and myself tomorrow, just
198a request like what is it that you would like to try to see that will definitely give us a as much time as possible. Right. Okay. I end up day and then we'll let you know um um you know, we just weren't able to get to to that information or not. And and for example, one of the things I wrote down was we you want us to look at several scenarios. Well, what scenarios you I need a little more specific. So, is it a general pay increase? Is it certain pay grades? Is it, you know, okay, so to be able to actually get to the data. Some of them I can get to, you know, what is our percentage of part-time employees? We can get that pretty easily. Mrs. Freeman. Yeah, it again just a
199request that perhaps the finance just if the board if it's the will of the board that finance meeting become a called meeting so it would be possible to go ahead and approve the salaries at that meeting and we're talking about the 15th. Yes. Right now we've got it we've got it scheduled for four o'clock. So it it it's the it's really the pleasure of the board. See if we can get there on the 15th. Just to see if we can get there on the 15th. Otherwise, if we wait till the 22nd, then if there's something else, then it would go to the August. I just think it if we're ready. I'd like the opportunity to be able to do that. I think we need to find out is everybody going to be able to be
200at that. Sure. And the plan is right now finance committee meeting further discussion decision the 22nd of July or six July a good month. I said it like I was like yeah I was like that's fine if if real I wouldn't suggest four though anytime you change times of the board that public is sometimes concerned about why are you having it who's changing it I'm if we did I wouldn't have it earlier the finance committee is I'm understanding is normally at four board meetings are normally at six yeah I wouldn't keep it as we're going to change the finance committee from the on on the 15th, we're going to change it to a called meeting. I'm sorry I didn't mean interrupt, but I just concerned about having a time change for a called meeting. Sometimes
201you pay for that in the public. I've seen school districts, they got in trouble when they moved it from at 4:00. Should be like a 6 p.m. So, I mean, you only have it at 6, right? Yeah. I agree with you, Bobby, but it does give us more time. We won't be here till 11 or 12. Yeah. Like we've been in the past on the Oh yeah, we were here at midnight last time. Plat 12:30. I'm just saying think of us. Yeah. Okay. So 6 o'clock. No finance committee meeting. A cold called meeting. Wait, you said what time? Six o'clock. We'll do six. Yeah. To keep it Okay. Got consensus. and you'll send us an email by close of business tomorrow of the scenarios. Oh, is it not? It should be Megan.Bradley nisd.net. So, meganbr
202a dly because you've never emailed her before. Maybe not. Okay. So, is there a motion to table this discussion? Do we have the motion for that? No, you don't. You can. Okay. Awesome. So, next on our agenda, since we're having so much fun, it's number nine for administration, Senate Bill 401. We wanted to just go ahead and put this on your radar because we are going to have to have policy in place prior to the start of the school year, but um anticipate really uh prior to practices uh getting ready to resume with UIL uh competition. So, Senate Bill 401 is the provision that now it actually requires the legislation and it was signed by uh Governor Abbott on the 20th. Uh, so this is not one that is still awaiting potential veto or um
203it it it requires boards to um in essence make the decision as to whether or not to allow homeschool participation in UIL competition. Um and in doing so, what we need to start looking at is is do we do we need to start tweaking policy? Because if you recall, we had this conversation just a little over a year ago. And what has happened is it's just that the legislation has has changed. Rather than boards creating policy to allow for participation, boards need to create policy not allowing homeschool uh participation. Um so um that's where we are and and again really topic of conversation. We can we're definitely going to bring this back to uh the next policy committee meeting. Um but we just needed to get a feel for what is the appetite of the
204board. My recommendation is homeschool participation should remain just as is. Uh and just as we've had a lot of s success and success stories with individual students, they they have the ability to attend their zone school and compete just as every other student that lives within the district boundaries. Um, but opening up to homeschool participation, I think it it I think that it it um creates some dynamics and some real challenging situations for our coaches that are going to be difficult to navigate. Um, and that's just coming from again a former coach. Um there's just there's there's there's going to be several things with that student athlete not being at school uh during the the school day and then just coming to to a campus to participate for extracurricular um that I just think could
205be problematic. So Ray, I'll create a policy. You you'll have to create a policy not allow home school participants. Exactly. if you want to keep the status quo because at this point we don't provide the opportunity for homeschool students to participate in our UIL sanctioned to act extracurricular whether that be academics fine arts u uh music andor athletics. Okay. So so yeah so by law we have till September one but as Dr. Craft just pointed out we'd like to bring this back to you as soon as possible. uh we've communicated with you and some of you specifically heard from me I guess about a year ago overwhelmingly out of about 1100 school districts only about 11 at that time it's kind of gone up a little higher but most districts have the same practice we
206do as Dr. Craft just described. And so, um, if if it is, um, your, you know, guidance that you give us to come back with, uh, the the policy actually will just be been talking to a couple of lawyers, uh, a little bit of a of an edit that we need to do to it. Um, and so that will and it basically going to clearly just state that any homeschooled students will not be allowed. Um, and so we can bring that to you and move forward. Uh, the sooner the better as Dr. Craft described. Okay, Mrs. Freeman. Um, yes. Dr. Craft, I I didn't thought maybe you had a question, but maybe it wasn't a question. Um, in the past, I know that we've talked about um disciplinary issues. If there was a disciplinary issue,
207you can't you're not going to be able to discipline a homeschooled kid. I think it's going to be a lot more challenging. Not to say that would be impossible uh but it just it would just be it's just going to be different if if a student or grades specifically. So right now if no pass no play that's prime example, right? And so we won't have we wouldn't have any control over that or no there wouldn't be any standards for us to even even look at and it would it would create some inequities within our it could I I could easily see not not to pick on anyone but I could easily see a group of uh youth players that all figure out they're really cohesive as a unit uh through maybe a league that they've
208played in and let's, you know, be homeschooled and let's all through open enrollment at first opportunity um attend a specific high school. Again, not necessarily singling one out and it just it could be it could be Pandora's box. Um Mr. Blunt, I'm sorry real quick. Um I thought so we didn't create anything last year. It was just a we just sort of had the board the change right so the you might be thinking Mr. Blunt we did bring this policy to you during COVID because we did allow during that period for virtual or remote uh kids to participate then we brought it back to you went back to our normal practice whereas whereas that's where we're at now. So we would change that portion that we did during co because no actually what we would
209do different this time is that piece would remain the same. We just clearly state that homeschooled students would not be allowed to I think and then it was brought up last year because we had a student request petition. That's right. And then they said, "Thank you for forcing me to go back to school because I love it." Yeah. He did it like this. Yeah. They invited us to their game. Yep. Yep. No, that's right. District Championship. To your question, Mr. Blunt, we we did the one of the attorneys actually said as it stands now, it it would work. Oh, okay. But however, we want to be explicit as say moving forward because of this new legislation to say homeschool will not be just to make it clear. Exactly. Okay. Thank you. And I and I'll
210just add real quick the the other part of it too is from a student standpoint I my opinion is it's not good either. It's taking away student slot. That's one of our own etc. Especially when you look at all the different athletics we have. So that was the other thing that we brought up in addition to some of the other concerns. So there's so much more though to being with your team during school. the motivation part, the the commodity, the team building, like it's so much more fluid when you're at school with those that you play. I mean, that's what work team and team building, all of that is about the experience, I think, and you lose some of that. We agree and certainly we'll bring then with your guidance an edit to that policy
211that we can move forward with. do want to also introduce because I had him come in here. Our new athletic director and I'll go in athletic director. We have done this and and Stan Lang still with us too. So, [Applause] yes, ma'am. Um, so you mentioned a majority of the San Antonio school districts are actually the states. Oh, nice. So, no one is Yeah. I don't know of any Bear County district that allows it. And again, to give you some perspective, last time I checked, of the 1100 school districts, only about a dozen allowed it. Dr. Harl, and correct me if I'm wrong now, homeschool kiddos are part of the voucher program. So, Right. Right. So, if a kid stays at home, they get $10,000. Uh well, when you say part of the voucher program,
212keep keep in mind the vouchers will have to go to a a licensed um um program conforming. Yeah. So, it's I don't want to say it is, but could be. It could be. So, I don't feel as bad. Okay. Welcome, sir. Thank you for coming tonight. He'll bring you the policy next month. Okay. And so that leaves us that was just for information. Sir, are we okay to move on to number 10? Yes, ma'am. Okay. Um, so the the representative assignments uh with the board just to make sure we're all on the same page. Monica, uh, would the TASBY uh delegate, did we did we finalize that? Okay. They have a few representative delegate alternative to convention representation as well as safety and security and the safety and security typically the board president uh uh
213where did where did he the board president is uh is actually required through education code to be on the safety committee. Correct. That is correct, sir. Yes. Um on it. And in fact, they're meeting tomorrow. Yes. Timing timing is everything. Jefferson High School. Okay. Send me the info, man. Let me put it on the So, Dr. Harold, we've got you pencled in as consideration uh for the TASBY board of directors. Then we have the delegate al alternate and I believe it's now not TASA TASBY I believe it's um Edcon Texas Edcon we'll we'll make that change. All right. So however say we'd like to go about are we doing that now? Well, I mean, Edcon, Texas Edcon, we were just talking about today. They they I think they've opened housing. Um on July 8th or
2149th for the superintendent and then I'll get another day. No, we you can make them all at the same time. Okay. Just because one we have a just because we do have one person as a as a TASBY board member or or a TASSA member a TASA officer or a TASBY director then then we can make all the reservations at that time. What I'll do is I'll send out an email from everyone saying that right because if we don't make the reservations at that first day they're gone for the host hotel. This one I read the email. So if we get to do that then that's great. I'll email again. Um we're all VIP Monica. No it's what we've always it's what we've always done. But I have a quick question. Consideration means that approval
215because I think I still have one more year on the board for TASBY. For no that to the board of directors, right? Yeah. Okay. So, it's not a consideration. All right. You have two years left. It's a three-year term. I'm looking at Karen. It's a It's a threeyear term, but in our Well, in our policy, I'm sorry, in our policy, it states that we renew every year because be just in case somebody was really we didn't want them to be, then I think you're okay with that, Dr. Harl. Does anyone else want to try to be on the del Are you sure? Okay. Okay. So, that's the It's an honorary pos. It's a It's an honor to be part of the TASB board and you enjoy it, right? Do [Laughter] you do a great job?
216Thank you so much. So, that leads us now right to the next area which is the alternate. Yeah. And really it's the delegate. The alternate it's nice to have, but we do need a delegate. Do you like to speak? Oh, Mrs. F. I'm sorry. She's smiling about I I would like that consideration. And we do need to appoint an alternate. So, in case I did not attend, then the alternate could um and and the delegate and the alternate have the opportunity to go to the caucus meetings. And that's Those are very interesting. It's when all the all the region director or all the region delegates get together and have a meeting before the delegate assembly and there's really good discussion and opportunity last year. Is there anyone else interested in being a delegate? It's kind
217of like United Nations, right? And you sit in the back and if she has to go to the restroom or something, you run up and you sit in that seat and vote if there's a vote. It's really fun. Anybody try this? Well, I was just like, Bobby, maybe someone else could do PGA because you've done that before, right? No, no, he likes it. Why you giving away my only position I'm asking for? I mean, I don't have anything else. I'm not chairing anything. It's like, come on. I only had it for How long do I have? I only had it for two or three months. Yeah, it was something new. But other than that mind or David are you interested or Sonia in the being a delegate for the convention I think when is the
218when is it when is the date for that con for that conference I think that's like part of it but I'm like September you're going to be there anyway usually the last. Oh yeah, that's right. September 26. That's fine. It's ugly. It's not August. So yeah, so that means Dr. H. Oh, September 11th. So that's middle of September this time. That's okay. Still, Dr. Hassel, that's fine. Okay. So Karen is the delegate and Sonia is the alternate. Alternate. Okay. Does that I think that's got us. Nef or nef Dr. Harley you had wanted showed interest last year and you neverated in 12 years. So unless somebody else wants to do it. I've never done it. You want to do it? Okay. Okay. And then safety and security myself. And then uh Sapata, you had been
219interested in being the second individual on that. We just need a backup for PTA president. I mean representative, not president. Sorry. That's my past life. Mr. Pa. Okay. All right. We have roster. We're great. I'd like to keep it simple. Okay. Thank you so much, sir. The only other item I have is just uh again looking forward um and you see I think a future agenda item. Uh we'll have um uh a few things that we need to bring back. Um but obviously our primary focus is going to be in and around uh budget planning and following up with uh compensation analysis. Um uh we're going to have a few facility items I believe. Sorry, I lost my future agenda item. Um cheat sheet. Here we go. Um sorry. Uh D. We've got uh like
220I say the uh district baseball softball complex coming back. Uh this will be when we bring in someus uh to include the aggra life extension. Um hopefully we'll be bringing homes schematic design uh back. Um primarily this this meeting will be more budget planning. So, so some of these items, I say this because some of these items um may get uh bumped or moved just so that we can primarily focus on budget um if at all possible. So, yeah, cell phones. Uh so, that'll be forthcoming. Um we're in good shape. Uh the um the the uh law uh has I believe been signed by the governor um in obviously support of um we're going to be communicating with staff that they've already u been given a heads up put go ahead and write it into
221your student handbooks um and then we'll be bringing back policy for your consideration. My suggestion, recommendation at this point would be pretty well what we've already implemented uh from a security standpoint. In other words, uh really the education aspect of students, this is a mutual respect. Uh please keep the phones during instructional day in your backpack. Um there can be disciplinary consequences if it's uh removed uh during uh instructional time that the the um uh uh teacher doesn't endorse. Um and and we just we just haven't had a lot of challenges with with the policing of cell phones. Um, so that's that's that's going to be my recommendation and obviously across the board. Not as concerned about it uh for obvious reasons at the elementary level. Middle schools have been in pretty good shape with
222already having uh this in place. Um, high schools I know are preparing as we speak. So So this is not a this is not a gotcha. this is not a big big surprise um in regards to uh uh that policy. So the policy unless um we need to redirect a policy will be basically um the recommendation of what we are currently and have been practicing. Um we were part of that legislation process with cell phones. I say we bury myself uh both on the Senate as well as the House side. So it I I think it's um a promotion of health uh especially emotional health uh for students and I feel like we'll be able to navigate it. So, so I I um I was just going to say is that is that uh I
223guess I guess congruent with what uh Okconor did. I know that there was a demonstration, but I I don't think we were on the board. We w and I don't know it either. And that's that was my question because I heard from a couple principles that they were waiting for something that had a little more teeth in it because it's been talked about in a general sense. And so I was just wondering what teeth are, what the specifics are. Well, yeah. So, when I when you say teeth and I don't Ray, we'll have to guess. Yeah. Here, here is the the reality is I I think that parents want the assurance that that if there's an emergency type situation that they'll be able to contact, reach out to their their child. And so this collection
224of devices and putting them in magnetic pouches or whatever, I I just I don't think that that is a necessary step. I mean, it's almost it's almost more like a control uh scenario that Ray and I were talking about. So So it's a what what was it that OKConor did? What were the specific was it successful? Well, it sounded like it was successful. It was successful. And really and and Dr. Craft and I were speaking this afternoon. And really what we've done mirrors actually what's in law now. So students can use them before and after school, during passing periods, and during lunch. Okay? And so in case of an emergency, the conversation is with the teacher or the administrator about, hey, for whatever reason, I'd like to keep my phone on me. Um and and
225we will allow that. Um, and so what we have had already occur at at Okconor and other schools actually is although we don't necessarily pick them up, some teachers already have the practice and I thought a really good one in some schools where they have a charging cart the way it describes. So they go into Miss Apata's classroom, they dropped off the phone, it charges while I'm there and listening to my teacher. It's not with me at my desk. On their way out, they pick up the phone. And so that already has begun at some of our schools with some teachers on their own taking that that initiative. Our phones, as Dr. Craft said, have not been lighting up as far as issues from parents. I think the main thing is that they want to
226know that they do have access to their phones. So obviously if that um is taken advantage of there's also in law now uh disciplinary measures that we of course as teachers and administrators can take if if u there's some misuse of that but but really just generally generically speaking that's what it is before after school during passing periods lunch and don't have them in on your desk while the teacher is teaching and that'll be written in the um that's in law and that's yeah and that's what we've been practicing student handbook This yeah this this policy will be just like any other policy in the sense of uh TASBY uh will obviously give guidance and then if we need to go in and change language uh to make it our own as long as it's
227in compliance with the letter of the law we will have that opportunity to do so. Is this going to be across the board or is this going to be just to on some campuses if it works? No, it's across the board the law. Okay. So we got to follow Yeah, it's it's it's started at middle school, we're proud to say, and on their own initiative, and then um Okconor piloted it this year with communication having begun the spring before. So this spring, we had all our high schools take the same approach that Rob and I believe he presented at the secondary conference uh last week u regarding the whole initiative and and he himself again not a lot of parent most parents he said supported it. They they thought yeah give the attention to the
228teacher not have your phone in front of you. Yeah. The law has a medical waiver. Yeah. There are some waiverss uh and those are kind of the technicalities that we just need to work with TASBY legal and and refine. Yeah. Thank you. Okay. Okay. Now we're moving into executive close session. We want to thank all of you for coming. That's I don't know if I can say that. going to convene in accordance to the Texas government code section 551.071 through 084. No action will be taken in close session and any decisions will be made when the board reconvenes into open session. Okay, it's at now 9:43 and we're back to begin the open meeting. Um, and regarding agenda items disclosed in closed session, is there a motion to come before the board? Push the button.
229Dr. Hassel. I move to approve the administr administrative personnel recommendations as discussed in close session. I second to approve the administrative personnel recommendations as discussed in closed sessions. Okay. All in favor? I any opposed? Okay. So, it is now 9:44 and our meeting is adjourned for June 24th.