001Good afternoon everyone. It's time to call this budget workshop and special call board meeting of the San Filipe Adoro CD board of trustees. The day being Wednesday, June 4th, 2025. Mr. Secretary, would you call roll? Yes, sir. Mrs. Luna Chavez, present. Mr. Mr. Almarez, Mr. Overfelt, Mr. Messa. Okay, here. Mr. Almarez is running late. Mr. Orfelt won't be here. Mrs. Webb, present. Mrs. Haynes, she's coming in late. Sir, you do have a quorum. Thank you so much. Let the record show that we do have a quorum of board members and that this meeting was due in accordance with the Texas Open Meetings Act, Texas Government Code Chapter 551. This time we'll have opening ceremonies. First with a moment of silence for personal reflection followed by the pledge of allegiance. Please stand. I pledge allegiance to
002the 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. Thank you very much. Again, we have a budget workshop and then we'll have a special call board meeting. First item we have is budget uh workshop item three on the agenda 2025 2026 revenues and expenditures. Amy Chers. Good evening, President Mesa, Dr. Rios, and members of the board. This evening I present to you our a second look at our interactive budget interactive workbook for the 202526 school year. Uh you do have a copy there in your in your binders as well as a USB to take with you of the workbook that I'm presenting this evening. The first tab we will start with is our general pay increase information.
003Uh again this evening I'm presenting three models a 2% 3% and 4% increase. We'll walk through it line by line. The first one is based is our on our teacher pay scale. So, as we know or as we now know from House House Bill 2 allotss for a $2,500 increase to teachers with three to four years and a $5,000 increase to teachers with five or more years. So, we have uh that is going to be the same on all three models that I show you. On the 0ero to two years, the state is not providing any add any um a lotment. How? So, we are looking at a 2% for teachers with zero to two years experience. It's 2% to our teacher pay scale midpoint, which equals $1,286.30 for our non-teers that are on our
004current teacher pay scale. And also in your workbook, you have a a piece of paper that shows the different positions that are listed under each time type of pay type. So these would be your AR facilitators, your dyslexia, reading interventionist, uh your positive behavior behavior interventionist, support leaison, your curriculum support specialist, and the athletic trainer assistants. Those we have with a 2% increase again to they're on the teacher pay plan. So they would get the 2% to the teacher midpoint. So they would also get the $1,286.30. Those with three to four years would get $2,500 and those with five or more years would receive $5,000. For your administrative professionals, those with zero to two years, we applied the same 2% increase to their midpoint scales. Those with three to four years would al also the
0054% to their midpoint pay ranges. and those with five years or more, an 8% increase to their midpoint pay ranges. For the paraprofessionals, a 2% pay increase for 0 to two years to their pay range, midpoint pay range. Again, 3 to four years, a 4% increase to their to their midpoint, and five plus years and 8% to their midpoint. And then also for auxiliary same thing a 2% for 0 to two years a 4% for 3 to four years and an 8% for five plus years. In doing so the total cost for this estimate model would be 5 million190,59. For the second model, it would be a 3% general pay increase to teachers with 0 to2 years experience, which would be $1,92945. Again, for the teachers three to four years, it would be the $2,500.
006And for the five plus years, it would be $5,000. for those that are on the teacher pay plan but are not teachers. Again, a 3% for zero to two years. A 4% it equates to a 4% of the teacher uh midpoint for 3 to four years, which is the 2500. And then for those with five plus years, it equates to an 8% to the teacher plan midpoint of the the $5,000. For administrative professionals, 0ero to two years, again, a 3% to their pay range midpoint. For three to four years, a 4% and those with five or more would an 8% to their midpoint pay range. See pair of professionals the 3% to their pay range midpoint for zero to two years a 4% for 3 to four years and an 8% for five plus years
007and then also for our auxiliary a 3% for 0 to two years a 4% for 3 to four years and an 8% for the five plus This estimate would be a cost to the district of 5,300,357. And then the last estimate I have would be a 4% increase. Again, it would be a 4% increase for Z teachers 0 to two years would equate to $2,500. Again, the 4% for three to four years is 2500. And for teachers with five plus years, the $5,000, which equates to an 8% to the teacher midpoint, the teacher the teacher pay plan for the non-teer, same thing. 4% for the 0ero to two years. The $2,500 which equates to a 4% for the 3 to four years. in the 5,000 which equates to an 8% for teach for those with
008five plus years. Administrative professionals a 4% for those at 0ero to two years a 4% for those at three to four years and an 8% for those with five plus years. pair of professionals. Again, a 4% general pay increase to their midpoint for those with 0 to two years, a 4% for those at three to four years, and 8% to their midpoint for those at five plus years, and then also for our auxiliary or hourly, a 4% for those for 0 to two years, a 4% for those with three to four years, and an 8% for those with five plus years. This estimate would be a cost to the district of 5,46,662. Those are the three models that we have at this time. Question from board members. Mindo. Uh just two things. Um, thank you
009for the presentation, Amy. But I do have a question on the third row teacher play plan non-teers for the 4% general pay. And then if you can just help me understand why is that one 1286 for a higher percentage and then the 3% is 1929 is more for the lower percentage. I'm sorry that's so right. So right there the 4% yes it's 1286 and then if you go to the left for the 3% it's 1929. So, how is that? I apologize. It should be the That's my mistake. It's the 2500. It'll be 2500 for the 4% for the 0 to two years on the non-teer. Sorry. Okay. So, that would be the Yes, I only have one that falls under that category. It just caught me off guard because I was like, shouldn't it be
010a little bit just Yes, it'll be 2500. Does the record show that we do have Amy Haynes on board? Thank you. And and Mr. Diego Maras, welcome. And and secondly, um I just think it would be beneficial if if we can get a a chance to get an explanation as to how a House Bill 2 tiered out these. So it's understood, you know, why there's a a 4% or how much is why this is tiered out at 2500 or 5,000. That way it's understood how that came out to get a general explanation if possible. Sir, Dr. R. Yeah. to to provide that explanation. Can you go to the slide you created? Yes, ma'am. That one and just expand it in slide view so that we can see the bigger. Okay. The the Mr. Mesa, members
011of the board, House Bill Two, which was signed by the governor, now it's law. Um it clearly articulated that for teachers with zero to two years experience there was no money provided for for their pay raise. Zero. Then for teachers with three to four years the state of Texas provided $2,500. So we said, "Okay, what is $2,500 to the teacher midpoint?" because every time that we had TASBY do the salary study, uh they would provide for the salaries to the midpoint. So based on on those previous practices, 2500 to the teacher midpoint comes out to a 4% raise from the midpoint. So then that's a baseline that we use 4% for anybody who has uh between three and four years of experience. Okay. And then TASBY said for anybody with five or more years they
012get $5,000. So any teacher regardless of their experience would get $5,000. So then $5,000 to the teacher midpoint is 8% increase. So then we applied the same logic to everybody else who worked three and four years and five years or more would get 8% to the midpoint. not to their salary but to the midpoint. Okay, that's the logic that we applied. So we extended what the state said and we applied it to every um every job, every pay grade. So then then we feel that we still want to provide options uh for teachers uh who are I'm not I'm sorry uh for teachers and for all employees who are in one to two years. So that's why if you look if you go back Amy to the U previous uh to the pay grade. So
013if you look at the very first line on top you can see that the very first line across all three pays provides a 2% 3% and 4% uh increase. So the where the state did not provide any money we are asking for your input uh for those individuals. Should it be a three a 2% 3% or 4%. The um it's difficult but the minimum raise the teacher the state is giving teachers with with three and four years is 4%. You know, that's why, you know, we think that the far right hand column is more equitable, even though it was the state's intention to differentiate the pay for teachers who have been in the classroom longer than two years. But then that logic applies to bus drivers, to cafeteria workers, to to everybody. That's why um
014we're trying to be consistent with the practices of of of the state. to all other uh pay grades and and and job descriptions. Okay. Well, I don't know if that explains it, sir. No, sir. Definitely it does explain. Just we just wanted to make sure to get that information out as to seeing the different tiers in case there's any questions. How does the three to four work and the five? That way it shows how the house bill actually outlined those amounts and so forth and how those amounts were obtained to be put in this table. So, thank you for that explanation, Dr. risk. But we want to be clear, the state uh provided the money and only stipulated the 2,500 and the $5,000 for the teachers in that that those years of experience. We we
015extrapolated a percent and then we applied it to every other position which was the four and 8%. Yeah. Anyone else with a question? I have a couple of questions and maybe I'll turn it back over to other board members. I know in the past we've had Mike Morat uh give us his logic be behind this uh model of payment. He says normally the teachers from zero to three have very little growth and and so it's dependent on the growth that you have but it's the model is pretty much the same. Now what I would like to know is the percentage of teachers that have zero to three and then four to five and then five and above. Uh just a percentage. Yeah. And and the other part of um Commissioner Mike Morat's presentation to TASBY
016directors was that they're pumping more money into the teacher incentive allotment um which will add another category which will be um acknowledged. So there'll be four categories. Now um let's see um that there's um recognized exemplary and masters and now there will be acknowledge. So those teachers that show some growth even though they might be between zero and three will now be able to get some of the teacher incentive a lotment. And I'm glad that we're in it because a lot of times when they ask how many of you the last session that I went to St. Angelo, there were only two hands that went up and mine was one. So a lot of people have not gotten to that point yet of allowing the teacher incentive a lotment. But keep that in mind that
017there will be another category which is the acknowledged u for those teachers that make some gains above uh the standard raises in in salary. Um, so if if I could get those sir later later on, it just I just need to see again we what I compare is every time we have a teacher retirement ceremony, I look at the teachers that have 30 years and above and I'm thinking, wow, we're losing a lot of, you know, years of experience. Um, but there comes a point where, you know, um, 30 and 40 years is it's a long time. We recognize that, you know, some of these people are ready for retirement, but I would like to just kind of compare, see what we have um from those three different areas. Zero to three and then three
018to five and then five and above. Yes, sir. Okay. Anyone else? I'll turn it over to anyone else. Okay, we'll go on. Yes, sir. Um for the purpose of tonight's presentation just so you'll know um for the workbook we are selecting the first model which is the 2% increase for those with the zero to two years. The next tab we have is our uh personnel and again we have some options here that when you are working on your workbook u we have the adding the music and art positions back to the budget. Uh that's an a choice you could make. Those would be six positions and it would total $443,24. Um, adding three librarians back to the budget would be a cost of $242,917. The addition of a deputy superintendent position would be $182,248. Then
019um the 2024-25 district reorganization, the changes that we made for this current year's budget still has some savings that will carry over to the 2526 and it would be in in the amount of 314,373. The addition of a dean of instruction at Del Rio Middle School position would be $84,272. And then we have two elementary counselors that are currently on the Oasis grant. The grant covers half of their tuition. The district covers the other half. They will be um edging out of that grant. And so the district has to pick up that other half of the cost for this coming year. And it would be a cost to us of $77,268. Again, for the purpose of this evenings, um the items that we have checked yes are the deputy superintendent position, the district reorganization, the
020dean of instruction, and the two elementary counselors. So, it will be adding $658,161 to our general fund budget. Questions here? Maybe. Yes, I have a question for the district reorganizations. That's shown as an expense savings. It should be a savings. Well, no, because I added those positions that we added this year, the 2425, like the the new chief and those and so it took my savings away. Oh, okay. I got you. The sec uh security guards and things like that that we added this year. I got So that's a credential. So it'll be a cost. Yes, sir. All right. The next tab we have is the insurance contribution. Currently, uh, the district pays $47,449 monthly for each employee. Um, we do not currently we are estimating a maximum of 9 and a half% increase, which
021would begin in January. However, due to us moving from the self-funded to the uh, Blue Cross Blue Shield, we still have some savings from the current year. So it' actually be a savings to us of about $360,400 for this year's budget even with the in possible increase in the contribution. The next tab I have is for committed projects. Now these are projects that would not be part of the general fund balance. They would be um we would use our unrest our unrestricted fund balance for these. These are the item most of these items are um the items that Mr. Choa presented under the sustainability originally. We have the Del Rio Middle School parking lot would be 1,15,000. We have the middle school turfs at the Gar the new Garfield Middle School and the San Felipe
022Memorial Middle School. We have HVAC repairs at Garfield Elementary and Del Rio High School. I'm sorry. I'm sorry. The turf would be 600 estimated 650,000. HVAC repairs at Garfield, 150,000. HVAC repairs at Delo High School, 70,000. We also have HVAC repairs replacement at Cardwell, estimated 30,000. HVAC repairs at Ruben Chevida for an estimated 35,000. HVAC repairs at Lonie Green for 5,000. HVAC repairs at Dr. Fine Calderon for 20,000. We also have the option of replacing the stadium lights at Del Rio High School. That would be of cost of 810,000. Um, updating or replacing the old gym floor at Del Rio High School would be a cost of 200,000. Furniture replacement at San Felipe Memorial Middle School, 60,000. We also have the asphalt replacement at the warehouse for 100,000. Interior painting at Garfield, sorry, should be
023Garfield Middle School now at 120,000. Interior painting at Lamar 90,000. Exterior painting at Buenav Vista would be 60,000. Exterior painting at Lamar Elementary would be 55,000. Maintenance department is asking for, I believe it's three used uh service vehicles for 150,000. The police department, they're looking, I believe, for two fully outfitted vehicles for 95,500. Warehouse is also in need of some delivery vehicles. Uh, two used for 100,000. We have the fencing at Blended Academy for $143,70. Fencing at Buenov Vista for $39,150. Roof repairs at Del Rio High School for $375,000. The retention pond at the old Garfield, $80,000. Uh campus metal detectors throughout the district, $195,262. And then we have the MDF HVAC and the technology in the server rooms for 15,000. We also have some - projects that we can receive some - funding for
024and our contribution would be 60,000. And then also a district computer refresh would be an estimated 500,000. So altogether those total 5,582,982. Dr. Rich, Mr. Mesa, board members, our goal is to produce a balanced budget u for the board to approve uh and and and ensure that the board has an opportunity to provide whatever raise they want to provide. But we're not going to be able to provide a balanced budget if we allocate some of the committed projects of some of the items listed on the committed projects. So because we know that our current excess fund balance is about $6 million and we know that we are receiving money from the wind farm both the settlement and uh the additional state aid that we didn't get in the previous years. We expect that we would
025add an additional $5 million to fund balance. So, if we were comfortable this past year with six million and we add another five million, uh we were hoping to to ask the board for their input on which of these projects we should fund out of fund balance so that we could give um so we could have every opportunity on on on the recurring expenses to have a balanced budget. So, I'm not saying that the board should spend up to $5 million, but I think that you certainly have that opportunity. And uh we can also um not spend the money immediately all at once, but instead throughout the year as some of this expected aid comes in. That's why we moved everything that Mr. Chapa presented to the um projects that we would fund with excess
026fund balance which is our savings. Now by before next month we are going to recommend some things. Uh for example we should always take advantage of the -ate funding and it's only $60,000. So we would we as administration would recommend that that be a yes. um we are in uh serious need of some vehicles both from the police department and from the operations um side of the house. So we would recommend a yes on that. But everywhere else um you know that's really up to up to the board and we've already committed the parking lot. We've already committed the the middle school turf. The only reason the middle school turf is on this sheet is because it's not going to get completed uh by the end of June when we finish the budget. But anyhow,
027that's the logic between creating these out of fund ballots so that we can produce a balanced budget. Okay. Yeah. The I'll turn it over to board members, but I have a question, a couple of questions. One, yeah, the middle school parking lot, we are committed with that with Commissioner Vasquez. Yes. Because it's going to be downsized quite a bit. Remember we talked the priority was that it's such a far distance, no handicap zones for people attending football games and so forth. But as far as the immediate priority, that has changed quite a bit because of the reorganizations of the middle school one. And then I don't see any revenues yet from the additional certifications the from CTE students. Oh, the bonus. Yes, sir. That's all Amy Amy will go over later on where that's at
028in in in this project. Okay. Okay. But however, Mr. Resza, just uh pushing back a little bit as far as the uh the parking that the commissioner is doing for us, remember that that parking is uh primarily for after school activities. So all three middle schools would still use the stadium there for their track meets and their u football games. So So that part's not going to get downsized in. Now we might save some if if Mr. Chopped doesn't spend all the money on asphalt, but I don't know how much it it would be saved. It would. So, okay. Just to keep in mind. Yes, sir. You know, before it was an immediate like we needed it, but but now it's kind of changed a little bit. Okay. Anyone else? I just whip I just
029have a question. Dr. How about the uh HVAC for the uh campuses that's listed on here? Are we in need of repairs on any of them or replacements on any of them? Uh yes. Yes, ma'am. But um rather than [Music] um I' I'd rather that Mr. Chapa speak to that. Now, I will tell you that everything that we listed on here, he already prioritized that part. And it's not that it's an immediate, but we should set some money aside because these this is the oldest equipment that we have and we just have to anticipate either we have the money to repair it when it breaks or we in advance begin to make those repairs so that it doesn't break with uh anytime within the next 12 to 24 months which because it has exceeded its
030life expectancy we expect that these are the next items that that'll break. Thank you, sir. Anyone else? We're good. Great. So, that brings us to our recap. And um so for our revenue, we are looking at for our local revenue 22,41,914. For our state funding, so we will be receiving about $83,39,140. And that is based on the House Bill 2, all the new allotments, the certifications Mr. Mesa mentioned. Um that's about 5 million more than what current law would have provided. But overall, our state funding will be 87 million789,140. Our federal will be 1,200,000 for a total projected revenue of 111,391,000 111,391,54 expenditures. Again, this um the general pay increase is the first estimate I provided, the 2% the reduction in salaries and the health insurance contribution decrease for a total of 91,53,834. Our campus
031budgets $88,814. Our departmental budgets 7,452,175. Our operations budgets 4,756,35. Our state program budgets $4,95,211. Our student program budgets 1,900,39. And then uh this is the uh maintenance agreement we have with Schneider. The 1,ion324,675 for a total projected expenditures of [Music] $111,391,54. That would bring us to a balanced budget. Projected balanced budget. Questions. Dr. A Amy worked really hard at balancing the budget based on the conversations that we've had. So we have to keep in mind that anything that is not on the committed funds. So for example, if you choose a higher pay increase for the for the all employees in zero to two years. All of that begins to create a deficit. Now, we will work very hard over the next um 10 days, 15 uh work days, which is three weeks, to try to
032see what other savings opportunities there are so that we can still balance a budget. Uh it's just that every time we add to the budget, you we have to cut somewhere and and that's where the work comes in. Um we we're still scrubbing the list for um employees. For example, by reducing one elementary, we still have employees that are going to continue to fill some vacancies. That's still a potential savings. We we just haven't uh had all that opportunity yet with vacancies. Uh but we'll continue to to work to see what savings we can identify because any item you pick on here creates a deficit. Okay. So, so where is are the bonuses again from the revenue? The ones from the students getting their associates degree and their CT certifications. Yes. Um, so all of
033that I'm sorry is on the proposed budget is on line 15. I don't have it broken up per I can provide that to you the best I can, but it's all they're not seeing the the lines, Amy, so you have to highlight it there. the $79,172,440. That's what we will receive from the state based on House Bill 2 aotments. How much more was it this year than last year, Amy? It would be about It's about $5 million more than what we would have received under the What was the current the bonuses the the student outcome bonuses? Oh, that we received for 23. We received about $80,000 extra. 80,000 which brought the total to I think it was 380. It was was and it was right around under 300 the last Yeah. 380,000. Yes, sir. And
034that's for students who get their associates degree and students who get level one certifications. Okay. Any other projected revenue that you know? Not at this time. Like I said, they're just yesterday I got my the first template with the House Bill 2. So, you know, it'll all depend on our ADA and our counts. I keep I work on it every day. I'm talking outside of um state and federal other than the wind farm, state aid, the wind farm. Yeah, we we had we had heard about the pipeline coming in and nothing regard to that. I haven't heard of anything. I could get Miss Kasanova on that, but Okay. of Alberta County Appraisal District. Okay. Anyone else? Moros, just uh really quick on the wind farm and the additional state aid. When when should we expect
035that or when do we anticipate that? We do audits through um the attorneys every year and it usually takes from the time it's filed it usually takes about six months. So, for example, we just received u feedback on an audit that we filed six months ago. I think we received it about two weeks ago. And that was was 280,000 maybe 820,000 from the 2022. I had the right numbers. I just had them in the wrong order. 820,000. But that was that was from about 6 months ago. Uh it was filed sometime around November. Yeah. But this last one, uh, the attorney filed it about what, two weeks ago? A week ago? Yes, we heard from the controller. Yeah. So, um, it'll it'll be six months from now, October, November. And that'll go directly into the
036excess fund balance. That it would just go into our general fund, which would become excess fund balance after the audit. Okay. Anyone else? I Mr. Miss Amy, going back to the insurance premiums and you're estimating the 9.5% increase. Is that preparing for the worst and hoping for the best? Cuz it's looking I mean, just looking at the numbers right off the bat, it's a $451,000 increase, but could that increase come down to still apply some for some more savings? Yes, sir. When we signed the contract with Blue Cross Blue Shield, uh they guaranteed us a maximum increase of 9.5% for the renewal year. So that's worst case scenario. I I think that it's going to be pretty close to that because that's their opportunity and and it's allowed in contract. I would be surprised if
037if they were um any kinder to us, but they're it's a maximum increase. So I I think they'll come pretty close to it. Yeah. I'd be surprised if they said, "Hey, we're going to continue with the same rate for the next year." Yeah. Just looking at the numbers, I was like, "Well, maybe there's something there." Because I mean, looking at saying estimating the 9.5, but you know, say it was and and I get what you're saying, but if we were to get a seven or an eight, it could change and maybe really cut that deficit of what's estimated based off the different increases. So, it's just a food for thought, hopeful, but this is still just a proposed. It's a work work in process. So I'll keep presenting when I get numbers. Thank you. But
038Miss Childress, we we have to we have to budget for that because we won't have their cost for the 26th year until when November. I uh well we start early enrollment in October. So I would say it'll be August September before we have a final final rate. So you still got Yeah. And we and we would approve the budget by then. Yes. Thank you. Anyone else? We're good. Well, thank you very much and I'm glad you provided u all the information that we have and we'll be calling for questions. And again, you do have a USB with this on there so you can make your great your choices and send it back to me and so that I can share. [Music] Dr. I I want to make sure Mr. messa that that all of us
039look at the proposed salary increases because usually we have taz become and they show us different percentages and and the board has different scenarios now because of of the house bill too we have we really don't have a choice in u the teacher salaries and we applied that same logic everywhere else but I want to make it clear that's just us applying that logic um everywhere else and uh if there's any thought between now and the next meeting you know please don't hesitate to email us call us u so that we can generate other estimates if you have other ideas it's just in the past when we do a pay increase we do it to the midpoint of everybody that's why we use that same logic that that was provided in house bill 2 and
040applied it across the board okay understood Okay, thank you. If there's no further questions, we'll close this budget workshop and go into our regular meeting. I'm special call meeting. The only item we have is item 16, human resources. Item 16, consideration to approve a new LSSP position. Amy Childress. Good evening, President Mesa, Dr. Rios, members of the board. At this time, administration is asking to add a licensed specialist in school psychology position for the special education department. Okay. Now, Dr. Re, you want to explain? We already have one. Yes, sir. We have a a licensed specialist in school psychology. However, because of the number of assessments, every year we contract uh to have all the other assessments covered and we spend as much or more money in in paying for the contracted services as we
041would in by adding a position. The board approved this same position last year except that the person that um applied for the job, the only person that applied for the job and that was recommended and approved from the board did not take the position. U now again this year we possibly have somebody that would be interested, one person. So we want to again try to capitalize on that and maybe have a little bit of savings. Okay. Is this in conjunction to the rating that we get for for services for special ed and the time limit that they have to provide the services? Uh yes sir, we we have x amount of days uh to to complete the the testing of the students. But I want to be clear, we can still meet the the that
042requirement by hiring consultants to do the testing. It's just better if we have it in house because now we're not dependent on a consultant to come in from San Antonio or wherever they may be. We would have one in house. Um Okay. Well, I'll have some questions for you. Okay. I'll I'll save the questions for later on. Um anyone else? Um Is that us? Yeah. Just just so I'm clear, we are going to post this, right? Because you said there's one person that was interested in this, but I want to make sure. Sure. If there's more people that are interested Yeah, it'd be great. But there's one that's Yeah. that has asked about it or Yeah. Um Jane, can you come to the podium? Isn't there somebody that moved in from out of town due
043to the military or something like that? Yes, sir. Yeah. Explain that. Hello. Good evening everyone. Um, yes, we have um someone that is part of the contracting services that is interested in the position. So, this is somebody that's already been doing it for us, right? Okay. Okay. Thank you. Will there be a commitment to staying a certain length of time? I don't know. a contract for a year. I don't I don't know that we have that as part of Yeah, there they would um I'd have to look at the contract whether it's a chapter 21 or non-chapter 21 just to depend on on what their commitment is. Okay. Okay. Thank you. We're approving the position, not the person yet. Yeah. Correct. Anyone else? Good recommendation. Thank you. It is the recommendation of the administration that
044the board of trustees approve a new position of licensed specialist in school psychology for the special education department as presented. At the recommendation, I'll entertain a motion for approval. Mr. Maras, seconded by Mr. Galindo. All those in favor? Motion carries. Thank you. Item 16B, consideration to approve the updated 2024 2025 district compensation plans. Amy Childress. Good evening. Uh this evening we have two updates to our compensation plan. The first is on page six and it's the addition of the licensed specialist in school psychology to the administrative professional pay plan paygrade 4 at 202 days. The other item we have is on page 10. It's for bus driver training. So, we have a couple of bus drivers. We have an an agreement to train bus that we will send bus drivers to the to get their
045certification, their training, and we would like to start them in July to start the training so that they will be ready to start contracts in August. and we would like to start that rate. That rate will be $15 an hour to bring them in and do that. Questions for Amy? I do, Mr. Alito. On the bus driver training? That's great. My question is, have we not been doing this before? Is this the first time we've ever offered training or were they not getting compensated for training? How did that work? is just to get insight on that. U we we we did have this approved by the board last u this last semester, but this is extra duty. Their contract wouldn't start until the school year starts and we're trying to get them trained over the
046summer, but they're really not working for us right now. So, we want to pay them extra duty so they can go through the training. Okay. Yeah. Anyone else? Okay. Recommendation. Yes, sir. It is the recommendation of the administration that the board of trustees approve the updated 2024 2025 district compensation plans as presented. Thank you very much. There's a motion made by Amy Haynes. Is there a second to the motion? Mr. Maras. All those in favor? Motion carries. There being no other items on the agenda, we're coming to item 16, close session. Pursuant to 551.074 and 551.071, we will be going into close session. If an action item is required, it will be taken upon reconvening into open session. We're now in close session. The time is 5:48 p.m. We're now in close session. House Bill
047two pass. Okay, the time is 7:07 p.m. for reconvening into open session. We're down to item 20 on the agenda. Item 20A, consideration to approve the personnel report to include the following. New hires, district vacancies, retirements, resignations. Amy Chopus. Good evening, President Mesa, Dr. Rios, and members of the board. It is the recommendation of the administration that the board of trustees approve the retirements, resignations, vacancies, and following new personnel. Nancy Garza, pre kindergarten teacher at Irene Cardwell Elementary. Carol Montalo, pre kindergarten bilingual teacher at Irene Cardwell Elementary. Destiny Rietta, second grade teacher at Dr. Lonnie Green Elementary. Roberto Martinez, special education co-teer at San Felipe Memorial Middle School. And Lyanna Escareno, a assistant athletic trainer at Del Rio Middle School. Further recommendation from administration. Is there a motion? Motion made by Mosualito, seconded by Amy
048Haynes. All those in favor? Motion carries. Thank you. Item uh B, consideration to approve the position of dean of instruction for Deloo Middle School, Amy Childress. It is the recommendation of the administration that the board of trustees approve Jessica Voss for dean of instruction at Del Rio Middle School. Any questions for Amy? If not, I'll write I'll ask for a motion. Motion by Mr. Maras, seconded by Mrs. Webb. All those in favor? Motion carries. Thank you. Item C, consideration to approve the position of transportation coordinator, Amy Childress. It is the recommendation of the administration that the board of trustees approve Ricardo Torres for transportation coordinator at the transportation department. For the recommendation, motion made by Mr. Alindo, second by Mr. Webb. All those in favor? Motion carries. She honors. Thank you. Item D, consideration to
049approve the position of CTE assistant principal Amy Chovis. It is the recommendation of the administration that the board of trustees approve Jessica Wanowato for assistant principal at Career and Technical Education Center. You the recommendation. Is there a motion? Motion made by Becky Chavez. Is there a second to the motion? Amy Haynes. All those in favor? One, two, three, four, and five, and one abstension. Okay. For the record, again, Mrs. Webb abstained. That motion carries. Thank you. Item E, consideration to approve the position of librarian Amy Childress. It is the recommendation of the administration that the board of trustees approve Lynette Rodriguez for librarian at Ruben Chvidita Elementary. Heard the recommendation. Motion made by Miss Amy Haynes, seconded by Michelindo. All those in favor. Motion carries. Thank you. Item F, consideration to approve the position of
050vice principal at Delo Freshman School, Amy Childress. Mr. Messa, we did hold interviews for the position. We do have a recommendation. However, the job has not posted for the required 10 days. Therefore, we will ask the board to table it until the June meeting. Okay. Okay. So, this this item will be tabled. Any questions from board members? Dr. Mr. Messa, because we're in summer planning, master scheduling, hiring teachers, I will uh assign an interim to to act as super as freshman campus vice principal between now and the next board meeting. Okay. Questions for Mr. R, Dr. R. Okay, we're good with that. Okay, there being no other items on the agenda, is there a motion for adjournment? Motion made by Mr. Web, seconded by Amy Haynes. All those in favor? Thank you very much. Motion
051passes. We are adjourned. Thank you. Good night, everyone.