June 4, 2026 VISD School Board Budget Workshop

001We're going to call to order the budget workshop of the board of trustees of the Venus Independent School District on June 4th, 2026 at 6:00 pm. And we do have a quorum. Like to welcome all of our guests here tonight. And if everyone would please rest. We'll go to item four, review of insurance options for next fiscal year. Uh, President Gore, members of the board, good evening. Um, this is the insurance options that we brought last week. Um, just a kind of a refresher, we've got TPS, PCAT, and TASBY as the three potential insurance providers that we can go with. Um, we're going to pull the quote back up on the workers comp. I wanted to explain this. Um, you know, general liability, property, auto, those are standard throughout the year. Those are the standard

002rates. Workers comp can fluctuate. It depends on what our payroll numbers come out to. So you may have a higher TASBY amount, uh a lower TPS amount, but they do do a self-payroll audit where we submit our payroll data and then they adjust it from there and that is factored into it. So if there is a variance between the workers comp, it's typically it may be their payroll model where they apply it to the workers comp. Uh but that's going to be the explanation for the variance in those amounts on workers comp. Um there was a question about garage keepers. That is the insurance for if um we're housing vehicles. Typically we're not housing vehicles. Um the only time that would happen is if somebody's using a district vehicle and they're going on a trip

003using and leaving their car there. But that's what garage keepers insurance is. Um all the auto liabilities the same 100,000 300,000 100,000. They're all the same rates on that. And um primarily we're looking at TPS and TASBY as the two um insurance options to go through. Um there was a question on has TPS uh taken care of any claims of any of the references that I had gone. I reached out to Red Oak. Um they are covered by TPS on property, but they had no property claims with them only auto. Uh Cleburn ISD didn't they did have a hell claim and they did say it was a good experience and they work with them. Um going back to the original buildup roof instead of their TPO roof. Uh Wakatchi ISD, they did have a large

004claim with uh TPS, but they're in the process negotiations right now. I did ask him, you know, how was it? How did it go? And he said they're still in the figuring it out process. And so, and with Palmer ISD, they had joined TPS and they had a large claim shortly after joining. Uh, and they said they were they paid quickly and they were very easy to work with. Um, this is still the deductibles. Um, PCAT, TPS, and TASBY. So between TPS and TASBY, the the big thing to take away from on the property deductible is that it's going to be a little bit less with TPS if we have a major event, whether it's hail. Um we've got the fund balance either way for TPS or TASBY, but that's going to be the the

005deciding factor on the property insurance is we're going to have a little bit it just depends on what happens if it's multiple. But the 1% or 2% versus all the buildings that it may hit that that's kind of where that gets down to between them. Um, we've gone through these. Uh, the all of the apparel with Tazby was a little bit cheaper, but that's going to be more of our isolated building. So, we, you know, if the a barn something happens to the egg barn, it's going to be a little bit less of a hit to us without all all other perils. Um, the way we do have it set up is I still have the agenda item to join uh the TPS co-op and then if we select them, then we can select them.

006Uh, I'm still going to recommend TASBY. Uh, they're within the price range. only about $8,000 difference between TPS and TASBY. Um, so I'm still going to recommend them. If TASBY is $30,000 more, I have full confidence in TPS to do that. It's just within the service of we've had them and I'm familiar with their service as far as auto claims and I've had nothing but good experience with them >> With TASBY, correct? >> So that's why you would recommend them. We've had historically we've had history with them and that's why I am recommending them but TPS would be a completely fine alternative to go with. >> I just know with TASBY and I think it was before you were here we had a horrible experience with them and I don't even know are we still

007in some sort of legal anything with them or is that all settled? >> That's all settled. And how did it settled? How was it? How what was the final settlement? I don't remember. I don't recall the final settlements, all of it, ma'am, but I do know that uh they did re uh was most of the air conditioner units that they replaced. Uh the biggest contention that we were um had a disagreement with them was what was old damage to the roof and what was new damage. Uh did when I first got here did walk around, document a few things and you really couldn't tell like for instance here that dent in the roof was newer that was uh an old one. But they did have replace all the air conditioner units. That was the major

008damage that we had with them. But we do we don't have anything else pending within them. >> And we still need new roofs, right? >> Yes, ma'am. The biggest roof repair that we need is over the currently over the high school gymnasium. Uh that's just an old roof uh that we're going to have to uh repair over. It's like a $100,000 repair. We did do a repair because if you remember, it was leaking dead center of the gymnasium. We did do a repair and that repair seems to be holding right now. Uh we haven't had any further leaks in it, but we are going to need to address that particular rooftop. >> And so there's no motion I mean there's no no action required on this >> on this agenda item. This is just information

009resetting the information. Okay. >> Then the next um >> Oh, and then the next one >> the next one is if um by joining the TPS interlocal agreement that would allow us to uh approve TPS as our insurance with the agenda item number six. >> Okay. Did anybody have any other questions? No. Okay. So, I have a question. So, if we're not going with TPS, so we can Does it Okay, you know what? Hold on a minute. I'm going to go item number five. Consider approval of joining TPS interlocal agreement. And now I have a question. Does it cost money to join TPS? >> It does not, but we would only join them if we are going to use their service. >> And that is the only thing joining TPS. That's the only thing that

010they offer is the insurance. Correct. That would be the only reason for that. >> We're joining their risk management pool which allows us to have the competitively bid co-op. The same way in which we join a byboard co-op or a tips co-op, it's the same way we can purchase or uh insurance through their co-op. >> Okay. Does anybody else have any questions about that? Because I think we've got to decide. I mean, we're only joining that for item six, but we don't know how we're going to vote on item six yet. So I guess the question is do we have a motion for anything for item five? So we either need to approve it or disapprove or if we approve it we approve it and then the next one if we do make a motion

011to go with TASBY then that one really doesn't matter how we voted. What I would do is with five is if we're sticking with TASBY, I would vote no to joining the interlocal and then if we are considering if we would rather go with TPS, then I would join the interlocal agreement with agenda item number five and then select them uh vote for them in number six. >> Okay. >> Can can the can the item five be tabled until after item six? >> It would be a lot easier to switch them. Okay. So, um item five >> or five minutes >> we do run into a if we do select TPS um to be we need to um be a member of the organization to select them. So if if it's tabled then we can

012table the other option to where it's sequence. Oh, so we have to decide on TPS first to say we want to be a part of them before we can even say we want to join them. So it has to go in this order. >> Yes. >> Okay. So we need a motion to either approve or disapprove or table. So I guess >> hold on. I do have a question. And we did have such a big problem with the whole air conditioner thing like it and we we spent money out to have to get TASBY to pay us. How do we feel that we're going to be able if we have another issue? We are in Texas. Are we going to have to pay again for another second party to come out and fight for us

013to get the money that is what we deserve or with the ones that came back and said that they didn't have any issues? And so I guess that's my question. Do we feel that? >> Well, I had I had the same question. I didn't mean to cut you, but I I was I've asked this question every time we talked about it, but I think I don't know if it was Joe or somebody else at our last meeting clarified that about the >> the age of the roof and the it wasn't Tazby we were having a problem with. Tasby just simply said that the damage that was caused by deal wasn't so the damage to the roof wasn't caused by the storm. It was caused by the age of the roof. So their stance was we

014were saying it was caused by the storm, they were saying it wasn't. So in essence, you're somebody runs into your garage door and then three days later it hails and you try to claim your garage door being I don't think that's you know we weren't trying to snide anybody but >> Right. But we also had the same issue where we were having to have them go up and talk about the the soft is it sophets? >> Yeah. Whatever that is because they weren't paying for that on the air conditioning. So, I mean, it's the same thing. We had to have that third party or second party person come out to help fight that to get the money. So, again, that's just my question and I do know that Buck did ask that the last couple

015of times. So, before I would say that I would like to go back with TASBY is, you know, it's like, >> yeah, do we feel confident that they're going to actually pay for something else? Because again, we are in Texas. So >> I I do you know when you have the age of something you know I I know >> okay I feel confident that if there's a claim that has happened if it's a storm I I feel confident they will be able to pay it. >> Okay but Mr. Lang says Mr. Uh the walks of Hatche is in negotiations. So insurance companies >> with TPS. >> Absolutely. >> Yeah. TPS or TASBY, they're going to pay the least amount is possible. So they're in negotiations now of how much they're going to pay. So well,

016and at this point, the damage is done. it they were only going to pay for new damage if there's new damage anyway and it's on us to report that claim immediately so there's no time delay or anything like that. So >> with walks they are working with in the same breath a third party adjuster too between them. So that is something just to make sure it's always good to make sure fair value is you know when you have two different parties that are trying to come to an agreement on something. Madam President, I'll have a motion if you're ready. >> If everybody's done questioning, >> any questions? >> Any other questions? >> No. Okay. Do we have a motion? >> I'll make a motion that we uh uh that we approve joining TPS and local

017agreement. >> Motion by Randall to approve TPS. >> Scratch that. Take that. I make a motion that we do not approve uh >> Okay. >> the TPS and local agreement. So, a motion was made by Randall to disapprove joining TPS interlocal agreement. >> And we have a second by Greg. >> All in favor? >> That was a snipe. >> Motion carries. >> We'll go to item number six. Consider approval of insurance purchase for the 2627 school year. Do we have a motion? I'll make that I'll make that motion to approve the TASBY >> insurance proposal. >> A motion by Amber to approve TASBY as our 2627 insurance purchase. >> Second by Joe. All in favor. Motion carries. Go to item number seven, budget workshop. I am enjoying these meetings. >> No, I mean it it

018truly is. We're we're communicating and getting things out and getting to a common ground to where we are all happy and it just takes talk or conversations. All right, so we've settled into a final budget. It's 27,979,181. Um we're down about 200,000 from last year, give or take. Um, a lot of that is just we're about 20 kids lower on ADA projections. Um, we were sitting at about going into this year was about 20 255. Uh, we dip down to 2022 stayed at that and then we started creeping creeping back up this second semester and we're looking like we're going to settle into about 2050. So that that's a good thing. There's an upward trend towards the end and so we'll see what that AD is ADA is going into next year. Um, as far

019as our revenue, our local sources, that's going to be our property revenue, interest, and miscellaneous um miscellaneous revenue. So, our property, our M property from the uh Johnson County, it's going to be 5.8 million. Uh 475 of this is interest and then 200,000 of that is miscellaneous revenue that we take in at the district, whether it's um athletic ticket sales, you know, uh different things like that. Uh with these state programs, this is going to be our per capita and foundation uh from the state. Uh we're looking at 18.6 million as far as our foundation and our per capita is 1.1 million. And then with our 599, that's going to be federal programs. Uh that's going to be SH's revenue that we receive and indirect cost uh that we uh we receive. Um this is

020what we settled into as far as the payroll for the different functions. Uh we actually I have the function right here and then what the function is right here. So if there's any questions, um, pretty much all the numbers, you know, from year to year, it's going to change a little bit for this year. From last year, it's pretty standard, about the same. >> I have never mind. I think it's somewhere else now. I think I remember learning our last one. I was going to ask about the library, but that's somewhere else. >> Community services, right? >> Thank you. Okay. See, I remember. Never mind. And that number has changed. The community services number has changed with the different hours >> once we got the Yes. The And I have a slide on the >>

021Okay, I'll be quiet. Everyone good? Okay. Um this is we're going to go over the because we do approve the food service and the debt service fund too. Um, so we got our food service, we're at 1.7 million. Um, our local services, our local revenue is going to be our cash or digital payments that we take in here on campus. Um, our 58, our state programs. Uh, that's going to be TEA. Um, a very small amount from TEA. And then most of our revenue for food service comes from TDA. And so you're looking at about 300,000 for breakfast and 1.1 for lunch. Um, once again, balanced budget. Uh, we've talked about this with our debt service. Um we have more in our fund balance to accommodate these payments coming in. Um but it is going

022to be the only budget that we're presenting that is deficit. Um this is how much we're going to take in in property taxes and interest for our interest and sinking to pay these. Um our state programs are sahi the uh additional state aid for home uh home exemptions. Um this might come in a little bit more uh somewhere between seven and a million. So um the deficit might drop down to about 1.1. Um we're just waiting for more numbers, but that that's it's a good number to it's a conservative number to go with. So um but these will be the two other budgets that we'll be approving at the next meeting. Um community library, uh we're down to 35,000 in payroll. Uh we've got 5,000 in supplies, so that's going to be 40,000 total allocated.

023Uh down from about 60 to 70. >> So what are the new hours? Uh the new hours I believe they're posted from uh 2 to 6 pm. Uh ma'am, that is what we've been running 2 to Monday through Thursday 2 to 6 pm >> and that starts after the summer. >> Uh no ma'am, we've already started that right now. >> So we're doing two to six. And then what about when the school year starts? uh the school year, ma'am. Uh that is uh still up for debate. Uh what I the direction I've have given u Mrs. Roberts is that we're running uh perou hours a week. The direction I gave her that fits in with this $40,000 is 15 hours a week per service. Uh it's still we'll still offer it during the school year.

024Just have to look at how those 15 hours a week fit into the schedule. >> So, and we're doing that based on theou. >> Uh theou says 30. I cut that in at half. them 15 hours a week. >> And has there been a newou? >> Uh, no ma'am. Thatou is dated 1999. >> So with thatou, I think some things probably weren't happening on the city side. So at what point is thatou no longer in effect because they have not held up their into the agreement? Actually ma'am looking at thatou thatou was never a legitimateou because uh you know allusouous be signed by the board president really uh thatou particularly was signed by the superintendent at the time and the city manager uh which is I don't signus that is something that you sign ma'am

025so uh thatou and also I know Mr. Thompson research and also the city manager research. It couldn't according to the supposed to give us $1,000 per year. We don't ever recall receiving a payment at all. So um and the what I told Miss Roberts when the they're still discussing at the city what they're going to uh put towards the allocate towards the community library. Once they decide that then we can increase hours. But right now we can only afford to run uh just 15 hours a week not the 30. and that puts us within our budget, but we can look at reducing those hours during the school year if this uh board wants us to look at those. But it is balanced for us to with the $40,000 run it during the school year also.

026>> Okay. Because I mean our students absolutely I want them to have access to the library. However, that is a municipal function. A library is a municipal function, not a school school district function. >> That um When Connie Walker was running the library, she was taking advantage of the city in the school as one function and she was able to get programs and stuff that she otherwise couldn't get. I don't know if we're doing that anymore, but that's what she was telling us that it was truly a help to her as a li to have them together. I don't know what we're doing now under the new librarian and you know she's been retired now for several years so I don't know where we stand now but I do remember her having a conversation about

027that with us at one point. Miss Roberts does a whole lot of um after hours with she brings so just let's just go back to this week Monday they had probably between 60 and 70 children sign up and were attendance on the nerf wars. Um she has quite a bit of attendance during the summer and I I do remember Miss Walker and all of that. I don't think that she did as much in the in the summer. She did the summer reading program and stuff like that. She is actually doing a lot of projects and stuff like that for them to actually do. >> Well, I I wasn't actually talking about what projects we have. I was talking about even some funding and materials and stuff that she could get through public library grants and

028so forth. That's what I was talking about. The financial end of it, not the >> But are we getting any grants right now for it? >> I That's what I was just saying. I have no idea. >> Yeah. Do you know what we're >> Nothing that I'm aware for the for the library? No, not that I'm aware of. >> No grants or anything. I mean unless Nothing that is run through the finance office. >> Okay. And it would be I mean you would know about you would know about the money coming in. >> Yeah. Yeah. It would need the only other I I think and and it is a tiny amount but like I think and it's not even a grant. I think it was like a $1,000 something like a theater group gave to

029the we're not a very small amount that is not consistent in an annual basis. So just in case there was Oh yeah, there's this. I mean, I do remember working with Katherine on something at one point, but it was a very small amount. Nothing that is contributing to running it and helping offset the cost of doing it. It was just a one-time like, hey, here's this and then invest or have this certain group here and then enrich the library. >> Do we charge for library cards? >> No. >> Okay. So, not to be super difficult with our our neighbor and municipal partner, but is there any legal backing if you sign anouou that you're obligated to pay the thousand the the pitly thousands? Because if not, 25 $26,000 in a rears, uh, you know, that

030if if they if they can't provide proof they've paid us at all and we haven't gotten it, I mean, just a pitly th,000. I mean, we not that we want a recourse or even go after a recourse, but is aou legally binding that they should have paid that. >> I was on the council for 10 of those years and we approved that. We approve that every year. >> I mean, >> yes, sir. Uh, you are correct. It's it's not legally binding if you don't hold them to your end of the uh bargain. Uh, I can and the city manager did uh work with me back and forth, but he went back and checked his records. he could not find uh any receipts to where that $1,000 was given to us yearly. And the same thing

031over here when our finance department, we couldn't find any proof whatsoever either, sir. >> So, have they commented on wanting to help going forward? >> That is something we're trying to work out in the interim. Uh we have reduced those hours to work within our budget because we simply cannot afford to run it for 30 hours a week on our own dime with, you know, with the uh loss that we've accured. Uh ma'am, I I don't think the just from my knowledge ofus, uh anyou that I received here at the district, uh the school board president does sign them. It's not traditionally that the superintendent would sign anou. I don't think it was legit uh from the start, unless things were different in 1999 before the superintendent could sign them. I don't think it was.

032I still think that a schoolboard president would sign thatou, but it's not a school board president's signature on those. It is the was the current superintendent at that time. >> Well, and I would also think if they don't uphold their end of the even if it was all legit, if they don't uphold their end of theou by paying the thousands, then I would think it would no longer be good. >> Yeah. Okay. Thank you. Okay, there was a question on why is ESS or our substitute costs going up. Um the fill rate has increased. Typically in the past it had been anywhere from 60 to 70% on the fill rate and now we're hovering about 80%. Um there was we did have uh some floating subs this year. Um we get floating subs. It it

033could be a multiple of reasons. It could be somebody's out on FMLA. It could be whatever the reason for the floating sub is, but we did have higher floating sub costs this year um based on what I've put in there this year. That's pretty much where we're going to settle into um this this following year. And I don't anticipate us blowing past that. We'll watch the data, but at least this is where we've settled into this year. And if the fill rate stays about the same and maybe the flooding uh floating subs costs go down, then it'll be a little bit less, but um we're right on the money with about 180. I just and the floating sub is just they instead of making $80 a day, they make $100 a day. So it >>

034Yeah. >> Once you work 11 days consecutive days, your sub rate goes up. So that's the difference. And I know at the middle school they had two people that were out for almost the entire year. So, >> um, bringing it back to the the phone stip in, um, as far as the alternative to, uh, paying the the phone the phone stip in as part of a salary, um, I did look at phone carriers. Um, most of your business accounts are $30 to $50 to $30 being the introductory rate, then it goes up over time. So, then you have to switch. Um it not that we don't want to do this but it does bring in asset tracking repairs and then the people that do have the phone have to carry two phones and we're within

035the same margin of this the phone stip in per month at $50. So um this the phone stipen when we had to move graduation the last week. I mean this thing lit up. I'm talking to Ashley. I'm talking to to Rosie. I'm talking to Laura. We're coordinating. I'm letting people know I'm bringing the CH. I mean, it is it may not get used every single day, but there are some times where, you know, I've talked with Miss Rhoden where she's like, "Hey, can you call me?" Because she's at region and it's not going to bring the district down, but she needs an answer right then. And so, um, it is good to have this investment um whether it's via cell phone or via the stipend. Um, we do need to have some sort of, um,

036instant access communication among the the top level people for decision- making. And I do feel that the $50 a month on the stipen side um keeps us from having to asset track and repair phones and carry two phones around. >> Yes, it'll be for the admin. >> Yeah. Uh on the stipen review. So, we took our stipen data that was given to y'all and then um we ran it through and did some just baseline checks. You know, if stipen X is $500 and stipen X is over here and it's 455, that got flagged. Um so, 25 got flagged for review. Um 19 of those were a lesser amount and that's because they were prrated. um you know, if you come in the school halfway through the year and it's a $600 phone stipen, you get

037$300 because if we do the 600, that would be a it could be a misuse of public funds because they weren't there for that. So, a lot of the 19 were just lesser amount prrated amounts because they came in at some point during the year. Um six of those where the stipen amount was higher than what was listed on the stipen was due to a labeling error in a sender. Um the way that we do stipens in a sender is that we have to make a unique uh it's called a billet but it's a unique basically like a product code for each stipen and so depending on how it's typed in we're not all typing or not we but um Priscilla when she's typing it in she may type cross country assistant and if it's

038the same one it may be cross country assistant boys cross country assistant girls but it's the same amount. So when this data is pulled, um, and I'll show it right here. Um, so you may see somebody that has a cross-country assistant stipen. Um, when I take the report from a sender, it's not a very clean report. It's kind of hard to digest. And so I try to clean it up in best way so you can see it from a top level view. But when you run it through Excel, the cross country assistant, since it's labeled the same, it summarizes it into 6,000 instead of 3,000. So really had it been labeled boys cross country assistant at 3000 and girls cross country assistant at 3000, it would have broken it out like that. >> I only

039push back on this one because I don't recall in the past because we only have one head cross country coach. >> So I don't recall us breaking it up into boys and girls because they all went together. Like there wasn't like the boys like >> boys didn't go one time and girls didn't go. They always went together. So, do we know like when when was that essentially broken apart or brought back together? Because that that's the only reason why I push back on that is because you have one head >> cross country coach, but we have a girls and a boys assistant. >> That was my piggyback on that. Is there is there is there a head boys coach and a head girls coach? >> So, if there isn't a head girls coach and a

040head boys coach, why would there be a assistant boys and assistant girls? >> Yep. Same pocket. it. We have identified that >> unless we're just trying to get somebody more money. >> We have identified that stipens do need to be cleaned up. That is something that we do want to do as a district. And it is how this was historically done. But what we're trying to do go forward is make sure it's clean and we have accurate data for you. And that involves labeling it, making sure like I've been working with Gober to get the number of stipens that athletic stipens should be out there. So that way when I go to the system, if I see three cross country like on his and I've included the sheet over there, cross country staff, there's going

041to be two positions, high school and middle school. There's going to be a head coach and an assistant coach. So that's going that's what we're doing going forward. So that will be cleaned up on that where it's just going to be one head coach and one assistant coach. So he's given the positions out, the stipen numbers out. So we have the data now to make sure that it reconciles with what we're saying we're doing and then our system also reconciles with that too. >> So my first of all let me give a huge congratulations to this stipen manual that that's first time in forever we've actually had descriptions of uh of the stipens of what's expected of them for everything. Number two the amount of work y'all put in on who all y'all is. But

042whoever has done all this stipen all the questions we've asked. Thank you very much. But my biggest my question is for I guess for Mr. Gaywood is going forward whose responsibility is it to make sure that like there's a guy on here gets $22,000 in stipens and all of the jobs fall under the one one stipen. Well, there's an assistant track coach. The other the other ones are all as assistant athletic director, boys coordinator, they're all the exact same job description, yet they're making $22,000 in stipens for that. Who whose job is and I know we've I guess we've said since there's nothing really against board policy or illegal going on that we're not messing with that for now. All right. >> That was my recommendation, but the uh the board can choose whatever direction

043they want to go to. My recommendation was to uh for instance here uh clean them up through attrition like say for instance here that particular coach leaves we adjust it when we hire someone do or you could >> I thought that's what was recommended. So we're not going to mess with anybody's salaries right now but that that that's ridiculous. This person ought to be at every game home and away and they're backing up to get their money. That's how I mean that's how much stipened abuse there is right there. And I I I know why it was done, but $22,000 on top of the of a teaching stipen, which they don't even teach classes. That's And then we're trying to explain to these teachers why we can't get them more than $50,000 a year, but

044somebody's over here making $80,000 as in, you know, 50 for teaching and 22 for, you know, stipens. I just think that's I Who's whose job is it ultimately is that going to be to make sure that doesn't happen again? Well, I I want to piggy back off of that one right there because when we have the the assistant athletic director, I think we brought this up before and the boys coordinator. Can we go back to when we developed the assistant athletic director because I thought that we traded one for one. So, instead of having a boys coordinator, we essentially did the assistant athletic director. So even going forward because I think we had talked about this also with the girls coordinator is we were tentative on the girls coordinator because we were going to wait

045and see if every girl sport had a female coach and it looks like we're achieving that. Correct. So again, what is the need for a girls coordinator if we don't have to have that female quote that we were thinking we were going to have to filter into every sport? Because I thought we were going to kind of wait and see. whether or not we needed that girls coordinator if we couldn't fill all positions with a female and meet that expectation. But it looks like we have somebody in that spot. And again, we have the same person doing the assistant athletic director and the boy boys coordinator. I feel like that should all be consolidated. >> You're saying a female as a girls and >> so instead of the girls coordinator, hold on. Instead of the

046girls coordinator, we were we had I think last meeting we had talked about putting somebody in there to fulfill >> that it is mandated that every girl sport has to have a female coach >> of some sort. Yes. That travels with them that goes with them. >> So that is what we were going to put in there was to ensure that whoever went into that was expected. But with the hiring of the staff, I went through all of the staff and we do have a female coach in every girl sport. So I go back to say what is the girls coordinator position going to be doing that the athletic director that the assistant athletic director wouldn't be doing. >> Okay. So, let me let me just go off of that because I thought we had

047spoke about keeping the girls coordinating position because we did need a female to do that, but get rid of but get >> Well, no, no, no, but to get rid of the boys coordinator because that's what the assistant AD would be doing. I thought that was more. >> See, this is and this is my this is my question about the responsibility. I'm going to go along with yours, but then there's another caveat. I thought we talked about getting rid of the assistant athletic director because we had an athletic director who was a head basketball coach, therefore couldn't be couldn't donate couldn't give all of his time to during basketball season. Therefore, we had an assistant. Well, now we've we've moved him to pure athletic director. I think he coaches tennis, but he's now pure athletic

048director. So, in a school our size, is there a need for an assistant athletic director? Because the whole reason we had the assistant athletic director was because our athletic director was a girl was a head boys or maybe your athletic director is your head football coach and you need an assistant during football season to take over. But since we have a pretty much a pure athletic director now in a 4A school which is a little bit rare but I thought so that's that's the convoluted. So Miss Craftton has has a view, you have a view, I have a view and they're all different. So I don't my question is who's in charge of this and why is it so convoluted after >> I thought it was what you said >> after all these meetings we've

049had not not a regular board meeting we talked about then three so >> I would just like to hear exactly >> and I know the answer I know Mr. Well, you're responsible for I don't talk in circles right there. But somebody has to be held accountable of why we now have when we moved him to fear athletic director. Then there then there's no legal need. Then there's no really a need to have an assistant anymore. And that's not sometimes that just happens. Sometimes you lose positions due to a riff or some or lack of finance. No, it's not a lack of finance, but sometimes it's just not needed anymore. And we made a move which I agree those are Mr. Gaywood's decisions. So now we have an athletic director, an assistant athletic director, a boys

050coordinator. What is he going to do? >> I've read the job description, but the job description is the same as the assistant athletic director, which is the same as the athletic director. >> So then we have a girls coordinator. >> Our ad does not teach. >> I know AD does not teach him. He's a This is the first time what was h reason we had the uh assistant athletic director because coach gober uh during basketball season was just so poured into basketball season and he would neglect the other sports. So uh you had a an assistant athletic director now coach Goldber to give a more oversight over athletics. He's moved to a less strenous sport which is tennis. It's not that demanding. he's able to provide more general oversight of different things and that is

051something uh that that's a legit point. Uh now we have someone who's able to give give their full attention to athletics full-time. That is something if the board would like to eliminate that there stipen uh that is not a problem. That is totally up to the board. >> And that I'm not here to to my point is more of oversight than it is of taking money away from people. I get they taken they signed a contract. they they they've got a decent understanding of what they're going to be doing next year. But, you know, but then we have, like you and I have talked about, we have all these principles that have to go do duties. When we have when we're paying four people, those four people for that money, they ought to be at

052every game. Why do we need other people to do duties? There ought to be those people are, you know, we talk about after hours sipons are for after hour work. We're talking about, you know, the the $10,000 people got from grant money. We're and we're micromanaging that. Well, not not we're uh we're looking into that, >> making sure we're compant, >> but >> are we requiring paperwork from all these people of how they're backing up to get their $22,000 of money when you know, you got to now I'm just saying somewhere along the line we we have to clean that up. And that I'm going to leave that up to the superintendent. He makes those decisions of what it is. If you're telling us you need all those positions, that's our job to to support

053you or disagree. But as of right now, I don't think I don't think that's a decision you made. I think that's I think you inherited a mess and then we're trying to move in direction. I just like to go, you know, maybe for this year, this is one thing, but then let everybody know effective 27 2 was it 2728. We're going to have an athletic director. Period. Or we're going to have an athletic director, boys and girls coordinator. Or we're going to have an athletic director, an assistant athletic director. No boys. And then if you choose to stay knowing that that's going to be, you know, Miss Buck got her stipen from that grant, but that stipen went away. So that that's a $15,000 pay cut between those grants that all went away this year.

054That's just something she's going to have to deal with. But you knew up front that was going to happen. So I guess more that's a long way of saying we keep saying it over and over again, but but seems like every year instead of fixing it, we just keep adding to it. >> Well, when do we draw the line in the sand and we fix it? Because at some point we're dealing with taxpayer money. Yeah. >> And we're throwing away on this what these two stopins that I'm looking at here. $11,500. That is a lot of money. >> 155. >> Well, I didn't even look at the bottom one. I was just doing that that one. But yeah, 155. I mean, at what point do we say what what are we supposed to what is

055our position here as a board as a trustee? >> I mean, is it to wait and we'll just kick it down the road to the next year and then we'll just kind of do half and kick it down the road? I don't know if that's why people voted for us, but >> I think it goes back to when we're talking about top of the house, right? because there's always that perception is like, oh, over there at the admin building, they have the biggest salaries. And now we're looking at four very big leadership positions in those and we're still questioning is there is there enough work to go around? Again, if you say yes, then all those make sense. But I think the questions that we've asked, again going back to the conversation we had about

056the girls coordinator, is that we were mandated to have a female, but now we we've filled all those roles for the first time. >> You know, it was just one of those like I I I really thought we were going to wait to fill that and see if we filled all the coaches. And at the end, if we felt we didn't have enough female coaches, then we would offer that to somebody who we currently had on staff to fill that with that expectation. Because if we have a girls coordinator, I would expect her to be at every single and has that been communicated to her? Again, that's what I would expect. I don't know if that's in the expectations here, but are we getting the work for what we're paying? Are we just again trying

057to get people to come work for us and just throwing money at at the >> these are the tough conversations and the tough decisions that we have to make? >> Correct. >> That's what our job is. >> And on top of that, what educational value are we getting at it? I I get the athletic director. Nobody's athletic director teaches teaches a class. >> I mean, and if you're in a I mean, Wah Hatche doesn't have an assistant athletic director. I mean, so now they do their their their football offensive defensive coordinators don't teach classes. So, I guess there's But when you get to be that big, maybe you can do that. But, you know, we have I'm not sure when Alro has 1,200 kids in high school, too. That's almost double our size. So, it's

058a, you know, but you know, if we're getting if if if this person is teaching five periods a day or six periods a day and it's an it's an educational value to us, but we have an an athletic director not teaching. We have an assistant athletic director not teaching it. Well, I don't know on the schedule. He may he may have some in the class, but so I'm just I'm just >> uh Yes, ma'am. Inclusion. Yes, ma'am. Not not full-time like hey for instance here I have a a teacher of record for uh 30 kids in algebra one. Not like that. No ma'am. >> How many >> I can take a look at that what his case load is. Look at his master schedule and see what kids are assigned to him. I don't have

059that information in front of me. >> Just kind of >> it's kind of a blasting and I don't mean that towards you Mr. agree with necessarily, but I agree with Miss Gore that though is at some point, you know, I I've been there before. I I I get it. I've based everything for this upcoming year on on my current salary, and I know everybody has a question about their salary, and I I I would to say I'm going to cut you by 8 $9,000 on on July or June. That that's a that's a tough conversation to have. maybe a conversation for, you know, be back when you it was still you could still go get another job somewhere if you if you didn't if you didn't like it. But, uh, but I do think at

060some point we've got to fix that or like y'all said about the grant people, you know, that was that frustrated a lot of people who put a lot of time and effort into the educational grants that we have to document their time and effort of of proving why they deserve the grant. >> I don't think it was us that said that. I think it was the requirements of the grant. Well, the general well, the board. >> So, if that's how that was taken, it shouldn't have been. It was just following what the grant said that we had to do to get the grant, >> right? But we Yeah. So, anyway, if we're having to Well, either way, if if you if you have that stipen, there should be some documentation that we're getting that that's

061a necessary stipen and and is and you know, right now we have all this. Anyway, I'll beat that up. I guess um I guess the only thing that we can do right now is like we've said before is we can only go forward for next year because people have already signed their contracts for this year. >> Yeah. I don't think there's any >> Yeah. Yeah. We can't do anything this year. We have to look for it for next year. >> But I don't think a stipen is on a contract and a stipen could be >> Yeah. >> taken or given however. Correct. I mean, but if you're signing your paperwork, if I'm signing my paperwork saying I'm doing this, this, and this, and this is what I expect my my pay to be, and I've

062I've agreed to stay here, and you've offered me a contract, >> and I'm signed it as a teacher slashcoach, >> right? The stipend isn't on that contract. >> Yeah, stipens are >> stipens can come and go. But what I'm saying is if it's understood >> ethically it's understood that you're going to get it >> because I mean honestly right now is going to be the hardest time to find a job especially for a coach and so you've already signed that contract back in >> I get that. I just want to say that a stipen can come and it can go. It's not it's not a guaranteed thing and if you're not doing the job that you should be doing for the stipen it can also be taken >> just coaching coaching come and go too

063that you have no right to your coaching position. It's a that could come. So my what we can do is we can if if if we're if we feel like that the the correct moral moral thing to do is is leave the salaries on this year we can get the expectations out of those positions. So if that's the case then you know there there's our duty schedule right there. There's our there's there's a lot of things that go on in our district that people have to cover for. There's a lot of classes that need to be covered here and there that I'm not saying that's your job, but you know, there there's a there's a lot of things that you could help with that. Uh, >> with that being said, didn't you say you looked

064at the assistant AD and then a coordinator and it's the same job? It's the same stipen description. So, how can you be naming that'd be like me saying you're teacher teacher, so I'm going to give you two salaries. science. >> I mean, I'm just saying >> I don't want to take anybody's pay either, but if we're looking at what we're doing, what they're doing for that, if it's the same thing, that now that doesn't make sense at all. >> I mean, if you read them, the wording if you read them, the wording is different, but ultimately it it's it's the same job. I mean, it's not, you know, what is the another confusion of why there's a boys and girls coordinator that that that was created more long line just to get somebody that that

065wanted more money to get more money. That was a which I get it that's a different leadership st tactic but you know we >> well I don't think that there's anything that we can do uh for this budget because these folks have a expectation even though they signed a contract as a teacher they have an expectation to get that money as this extra assignment. So morally, ethically, I wouldn't be comfortable in saying no, you're not going to get it. But I think the board has every right to instruct the superintendent to look at these concerns and for the next budget year do this. And the other thing, uh, it looks like we pretty well, uh, got all the head coach positions, uh, pretty well aligned except the, uh, the football coach is still out there.

066>> So, >> football coach, >> oh, a an assistant coach. Okay. >> Okay. I was looking at that. I'm like, Yeah, but uh look at the money and then everything else is pretty well aligned on the 5,000. >> Okay. I'm sorry. What do you mean look? >> Well, the the head coach is 7500 >> and then you go down to the rest of them. Uh head volleyball coach, uh basketball, all the rest of them are pretty well on 5,000. So, we're still out of line for the head football coach. >> I I think your head football coach is always going to be the one that makes more in any district that you go to when you >> I don't I don't know. I just know that me doing um stipen reviews through a multiple rounds.

067>> I understand. >> I would say that's usually based off of productivity and football usually is the is the highest most productive. um not necessarily for every district uh you know so that may be something that we need to look at is is on these coach on these sports you know does it align with that sports productivity >> you know I mean are we are we spending the money properly >> you say productivity I'm looking at job responsibility >> well is there more job responsibility is he working harder with more kids involved as a head football coach as opposed to a head baseball coach. >> Yes. >> Yeah. You might have >> ideally that's an expectation for the superintendent stuff, but ideally you should have you should have three times the number of people in

068football that you have in any other sport. You've got three times the number of coaches in football you have any other sport. So, I would say consistently as a general rule, a a head football coach is is well worth $2,000 more than than any other sport. I don't think you'll have any other coach coach that would argue that. It's a So, I now here it's a little bit different when you look at because our football numbers aren't that much bigger than our baseball numbers or our basketball numbers. So, I don't know. That's a matter of that's a that's a superintendent thing of figuring out who the right person is to get on the bus and and make sure. So, but but economically wise for the position I would say I would say that was that

069was probably that should be well a lot more responsibility and a lot more work goes into that position coordinating responsibility than uh because you know a freshman football, JV football, varsity football. Each one of those have 45 kids on the team and in an ideal situation. Now, we don't have a freshman, so those may be conversations for our superintendent to have with somebody about why our numbers are down and productivity isn't there, but generally speaking, your football coach would >> Did you have a question? >> Well, no, it's okay. Just And Lenny, this is You may have already sent this out to us or it may be something that we're not allowed to have. I don't really know. I'm just coming into my sophomore year of my tenure here. Um, so is there a a

070compensation by person report on these stipens? Like a report where it says this person gets this? Have you do we have that already? >> Okay. So, it's it's one of the things that was emailed. I may have just missed it. >> Are you talking not not per >> We had a whole list. >> Who gets these? We had a whole list >> by name. Yes, we had a whole list. >> We were emailed that. >> Yes. Yes, sir. >> Okay. Yeah, >> I'm sitting here looking at this. I didn't even look down at this. I apologize. >> And we're going back to freshman year, >> kindergarten, please. >> I have another I have another question. And this is before you u were superintendent, >> but we had had a requirement that all um coaches had

071to have their CDL. >> I don't know what happened with that. It went to the wayside obviously because we don't have that many that have a CDL >> on here. Um, but I know that that was a requirement for quite some time. Do you remember, Greg? >> I do. I I do remember. And it wasn't even all that long ago. But I'm sure what happened is we decided to hire somebody that didn't want to get CDL. So, we didn't do it. >> Yeah. >> Because that's what happens a lot. That's how a lot of these stipens came about is we wanted to pay somebody and we didn't have any other way to pay them but give them a bigger stipen. >> So is it >> is it written >> and so that's my frustration with

072the stipen. I I threw that out there two meetings ago. So I'm just keeping my mouth shut and let y'all fight with it because you know how frustrated I am with that whole thing. >> So okay. So, yes, back to >> back to the CDL. Is it in writing? >> I do not think it ever was in writing. When I was on the board the first time, it was stated that um they had to have somebody in their um like Mr. Oakley said, it had to have somebody in that sport to be able to bust them and it wasn't it he didn't care. But then I remember um who was the transportation lady that >> No, after Kathy, but before Okay. Yeah. I think she came in and said they didn't have the we didn't

073her budget didn't have it to pay for them to go get tested. >> I think when when she when it was questioned >> when I coached here, it was an addendum to your contract. You signed a contract when when they interviewed you and they hired you. They said, "Do you understand before you take this job, you have to get your bus driving license? If you don't have it, you have until X to get your bus driving license." And that was an addendum to the contract. If you didn't meet that, then come February, March, when contract renewals came up, the athletic director called you in and we did have one person that called him in and said, "Hey, sorry, you know, do you have your license and have it?" And now there were a couple medical

074exemptions, but then that's a that's a whole another thing. You go to the doctor and doctor says you, you know, you can't drive a bus for whatever reason, but that uh but it was an addendum to our contract back then. >> Okay. Well, that's just something I wanted to bring up because I know again that was before you were in this position. So, >> but I think we have four We can make we can make that happen. That is uh usually standard uh protocol for any district. I don't care if you're 6A, 2A, 1A. Usually the coach, you pull up there, the coach is the one driving the bus. >> You're is you had sent an email out about a somebody you were interested in for transportation. I thought I read they were uh certified

075to teach the course, aren't they? >> Yes, he is, sir. That's why I'm saying when I was every school I've been at, Stevenville, Quinnland, we we spent the first three days of uh of two a days of of beginning of our contract that 10 extra days we get and we sat through the bus class and everyone got it together. That was that was one of our requirements. So, I don't know. I'm not telling anybody how to do it, but there was, you know, every district I've been in, you required to have. And I think we have four people in the entire district, four coaches in this entire district that have their CDLs, which means that Miss Buck or Mr. Kamacho loses a teacher. just to just to drive a bus. >> So now it could

076be it could be a a tested subject or a non- tested subject, but now you're losing a teacher because somebody else didn't get a bus driver license. >> Okay. Um did anybody have any more questions on slide number two? No. But can I make one more comment about this uh stipen manual itself? Since we're talking about job duties and responsibilities, I would just encourage us to go back and look at the job duties and responsibilities because what I don't want us to have is like tentative fluffy language. I want it to be where when we talk about manage the use of facilities within the girls athletic period by clean by whatever the expectation is because if we leave it very open if we're expecting the girls coordinator to be in attendance at every girls sport

077as the admin on duty. that is the specifics in which we if that's what we need in that position or and I'm not saying that has to be one but I'm saying just reading through some of these responsibilities there there's it's support a positive and disciplined culture throughout girls athletics how by what measure because if we're trying to measure that at the end of the year that we're how are we measuring that >> some of that would come within uh like disagreements in the coaching staff, the first level of the first level will be go to your coordinator. >> So, I don't know how that that's how we do it, but that's how I've seen it done. So, and then before it goes to the athletic director or somebody else like a not necessarily a

078grievance, but just something that needs to be, >> you know, somebody cussed at a on the sidelines of a basketball game, that would be something the coordinator would call them in and >> and uh >> because it even says this position supports a daily operation. And I would expect that the girls coordinator is primarily responsible for the daily operation instead of supporting like in partnership with the athletic director. They would be responsible for the daily operation of the girls athletic program. Right. So I mean I'm just >> but typically you would have you would have that position and then the athletic director. Correct. >> So we have that position then an assistant then the athletic director. So >> you know it'd be level three agreements before they even get to the before it gets to

079the board. I think we're ready to move on. >> I will I will add this here. Uh I do want to caution saying that the uh coordinator will be the administrator on duty. You got to remember these coordinators, they're not administrative certified. Like say for instance here if uh you have uh John Smith over here, he's misbehaving. They don't have the authority to criminal trespass warning. So it needs to be an actual administrator. >> Whatever you feel is appropriate. Like if that's not appropriate, that's totally fine. Right? That was just maybe a loose example, but just something specific, right? Whatever the expectations are that were specific in those to be able to measure it and hold them accountable at the end of the year if that's something that we're going to be able, oh yeah,

080this worked out really well. Well, how how did we measure that? If we're just loosely saying that they provide support, how >> I just want to make sure I understand my marching orders because, you know, I'm just a guy that I'll follow my marsh orders to the tea. Uh so what we're doing uh this year they're going with these here stipens and my job is to go back and let them know next year this this particular stipen doesn't exist. Let them know way a year and a time this year doesn't exist going into next year. Is is that factual? >> Unless you think as superintendent that that position that we need those positions. >> That's your decision to make. >> Right. But if we if you do not think so, then yes, those are your

081marching orders. >> Uh, not a problem, ma'am. I I will follow to the tea because I I do I do agree with some of it here. Uh, like for instance here, I'm used to just seeing at the high school level. I'm used to just seeing the athletic director. Uh, then you have the coaches. And I'm only used to seeing coordinators at the middle school level. I am not used to seeing coordinators at the high school level. Just being totally transparent. So, that's kind of a shocker. Mo >> and uh that stipen manual that is a starting point. >> No, we've had it is awesome. We've had nothing. >> That is what I I just we are at a point to where we want to clean it up. We want to make it better. I need

082it cleaned up so I can properly project it, know how many stipens are out there. And that is a starting point that we're going to build on because we do want to make sure it's clean, it's efficient, and we we can make sense of it next budget. >> Madam President, I just I'm you just ask about margin orders. We talked about the bus driving thing. Is that a is that something that as a board we're uh saying economically we're going to commit to to paying for those licenses or is that I know it's his decision personnel wise, but is that going to be an addendum? Is that going to be something we're Because you're talking about a few hundred dollars per cur at least. Are we paying for the test? How many tests are we

083paying for? I know that's a lot. We just brought the we brought the bus driving up. So, I wanted to see. I >> I think right now he just probably needs to get his head wrapped around exactly what that would be and then I would think it would come back to us as an agenda item probably for a budget amendment or something like that is kind of what I was thinking. I >> just want to make sure he was clear on he asked for those. if that's something we're expecting out other than >> Yeah. And I didn't Yeah, I definitely think that's something we need to get back to though. >> I agree with that. That's something typically you see. I don't care what district I've been in from Corsera to Arlington. You when the

084bus pulls up, nine times out of 10, uh it's the coach only time you see other bus drivers if you're have a game that's four hours away and the coach is uh just obviously can't drive four hours and coach game and drive back. That's the only time typically I would see uh someone else different than the coach. Yeah. Well, bottom comes here, so thank God. >> Well, I'm I'm thrown off because >> um and there just some of the other labeling errors where it's, you know, we have it listed in the manuals behavior teacher, but then it just was labeled special ed. So, cleaning up the labeling in our system is a top priority between me and Mr. Martinez to make sure that that data is accurate. Um, that list that y'all had that had

085employee names by stipens, um, I want to be able to give you amounts and have the stipens make sense when I pull that data. And so, that that's going to be important. Um the correction plan. Um we've covered a lot of this, but as far as the internal side, uh campus and department designations, we're going to make sure that the primary has x amount of stipens that they're going to give out. Typ, you know, ESL, that may be something that's a little bit more variable, but you know, there should be x amount of these and x amount of y's. Having some sort of amount to check. Um we're also going to make sure that the system info equals the stipen list. So, when you do pull up our stipen list, if it does say behavior

086teacher stipen and there's a behavior teacher, that it matches and it doesn't just say special ed. Um, we're going to have periodic reviews of the amounts and the design designations and then um like when we get our bank statement, if I have we have $1,000 in there and we spent $500, I reconcile that to our system. Um, developing some sort of reconciliation process to make sure that the stipens allocated to employees match what we're saying we're doing. Um this is just a refresher on what's going into the pay scale changes uh at the next regular meeting. Um this is part of House Bill Two uh the teacher scale uh scale. The year zero uncertified teacher uh is required by House Bill 2 to make less than a year zero certified teacher. So we are um

087they're going to make $1 less than what a certified teacher gets at year zero. This is required of us by House Bill Two. um position. The athletics head football coach is going to be named director uh athletics/coach. Um the accountant position is going to be removed and then we're going to bring a business specialist which is a downgrade in that pay grade. It's going to be less out of function 41. Um the SLPA, there's a question why was it on the nurse count? We've moved it on to actual pay scale itself. It's not on the nursing librarian pay scale. um the stipen uh the ESL it's the ESL supplemental it previously been labeled elementary and primary which if you looked at that you would think that that's all you get if it's elementary but it's

088mainly if you have the ESL supplemental certification um same thing with the VMS/SVHS that's changing to ELPAC chair that's typically only one per campus because they're going to in charge of all of that and then the life skills aid it's going to be uh broken out into life skills behavior aid uh just to for retention purposes is in those positions. Um, we've kind of hammered down on this already. So, uh, and so, uh, there's the athletic stipins. Okay. Um, this is the outside of the stipens, this is non-stipin hourly rates. Um, these are just the athletic rates. Baseball, basketball, softball, volleyball. Um, we're going to add to the siphon manual, but defining what these are. Uh, Bulldog Academy helps with the STAR assessment, the community library. Um, it's going to be base rate $20 except

089for a blended rate if um with the FSL, the Fair Standard Labors Act that was brought up. So, it'll be $20 or a blended rate if you're uh $20 if you're exempt. Um, crossing guard uh professional hourly play pay for miscellaneous. Uh that's going to be for um a good example would be new new teacher orientation, professional development if if it falls outside of their contract and then kind of that same idea for uh pair professional pay. I have a question on the I know I'm beating down the community library but since it's doing the same job can you do a blended rate because a blended rate is more for I'm a aid a parah and I'm going to drive a bus then you would do the blended rate when you're figuring the overtime but

090if you're doing the same job which if you're a if you work in the library and then you're working in the library isn't that the same job >> that would be you Yes, you could consider that the same job. >> So, I wouldn't think the Fair Labor Standard Act, you would be able to do a blended rate. I could be wrong. >> Let's say you had somebody who worked in maintenance and then went and worked at the library. So, that's where we would use the blended rate because >> Okay. So, if it's somebody who is actually a library worker, they're just going to get their regular rate that they always get. Okay. Um the these are pretty much the same um the AVID like the district stipens. These are core district stipins GT campus fine

091arts director uh the sped stipens and um we had talked about ste spipin change and we've reverted back to the the uh the previous one. So there's no changes there's no additions. So, we're not going to add the transition coordinator >> is >> it's in your manual, >> but it it's not on here. >> I pulled this from our >> Oh, where? >> Okay. And the only reason I'm asking is because it states in the manual that they are going to chaperone students on excursions and day camps and coordinate to ensure compliance of indicator 13 and work with teachers to ensure students participate in vocational assessment. is that I know we don't have an 18 plus program but h because I know Miss Peterson said that it was going to be the high school diagnostician.

092So how is she going to be able to do take the students on excursion and day camps and be able to do this to get this amount of money? >> That is a great question. That is a great question. and I will get you an answer for that there from Miss Peterson. That's going to take some uh quite coordination like for instance here you have to schedule those excursions when you don't have art scheduled in those particular things that's going on >> right from what I'm from what I have again done a lot of research on this it normally is the 18 plus program so is that not something that like the life skills teacher could possibly get since she's already doing she's already coordinating and chaperoning the kids to the excursions and stuff like

093that. >> So, is that in her job description though? >> Well, that's what I'm saying. Could it not be done under It could be done under job description. >> So, you're saying if she's already doing that, is that in her job description >> to chaperon and take >> to do the things she's doing? You're and she's already doing it, >> right? Normally, you have an 18 plus program and then you have your life skills classroom, >> which your life skills classroom does certain things, but your 18 plus program might go out to like the food banks or to the library to clean or to city hall to clean admin building >> and she's doing that. I do not know if our if our life skills teacher is doing that now, but that's normally what the

094transition coordinator is through is with your normal with your life skills teacher because they already already working with their 18 plus program. >> That is that is a great question. Uh why is it designated the diagnostician and not the life skills teacher that's working with those students every day? That's that's a great question. And then um these are the campus based typins by campus. Um this is still just the same amounts that we've had historically. Um just printing presenting it up there in case there's any questions or concerns. Um and then we we've got the same budget amounts that we've been looking at. So we can roll through them. it it's um we're still looking at a standard 3% cut, some up, some down. Um ADA improves, you know, do want to have it go

095the other way. So, but um getting to a balanced budget, it's, you know, where we had to go. And just to recap on the replacement plan for 2627, um we've got grant funding for a bus. So the 60,000 uh we've got 90,000 for laptops and ID machine. That'll be part of our replacement plan is towards the end. Sorry if you're flipping. Yeah. And then that we've got the budgets, payroll type, you know, if if there's any questions, if there's a core group, anything. We are looking at a balanced budget and hopefully going for improved ADA next year. Um, then we can make some good plans for next year to take care of our people here. >> Anybody have any other questions? If our ADA improves uh in employee retention, >> we get that in writing.

096>> It's my goal >> because our faculty's been told for years, don't worry, we're not get you this year, we'll get you next year, we'll get you next year. And that just keeps >> it's a goal. They leveled up some administrative salaries a few years ago because they went back and changed like their years of service and stuff and they told everybody else, "We'll get you next year." And then we changed over superintendent and and and they never follow through with what they >> I I do want to just I I know I brought up in the past and I'm sure we've talked about it and and I'm sure to somewhere in the plan to keep an eye on it, but I do still want somebody looking at how we're going to take care of

097these administrators in the fact that they don't have a any sort of set raise plan, you know, something to keep keep their their pay going up to where because like it was brought up in the past is right now if if a if a principal wants to get her worth in years, she'd have to quit and then get rehired and she'd get paid. >> So why do we do that? If if she quit and somebody with her same or his same tenure comes in, we're gonna pay them that tenure. Why not just pay the person who's been here doing that job if they're worth that, you know, if if we're trying to keep them so they don't have to do something like that. I just I know I brought it up and and but I

098just want to keep that fresh in there because I think it is important to have the people who are running the people we count on the most to run each per each not unit. Sorry, pass past visits, each uh facility, each school, we want to keep them running them well, then we need to pay them what they're worth without forcing them to go through the hoops just to get it. >> Yes, sir. And I think M Mr. Buck and uh Mr. Shaw is correct. Uh we like for instance here have looked at our administrative pay and I'll give you example. We have uh principles who have been principles for 11 years but they're not at the midpoint. Uh it comes back to the question pops up how what is the criteria for getting to a

099midpoint? Uh and that needs to be looked at the scales there. The pay scalees already been approved by the board. It is there but what is the criteria for getting the midpoint? Uh that hasn't been established and that's kind of a something that we need to look at. I I need to look at hey we have people that's been here principal in 11 years. >> And kind of my goal during my time on this for as long as as long as I'm allowed to be here is to before my time is up is to make sure that even past us that future that there's something set to take care of those people. Not just, hey, we're going to take care of who's here now, but something that's going to keep carrying on to take care

100of them after we're done so that somebody else doesn't have to go back and go, hey, why are we not doing this? And I would like to I mean everything is procedural. The best is is is is procedural. Do we have a procedure? So that's something budget-wise of looking at. Do we have a procedure for that? Because ex principal we really want. She won't come here because she can't make so- and so. So we go back and give her credit for her eight years of assistant principal which gives her eight years assistant principal. Three years of principal. Gives her 11 total years. Gets her to the midpoint. So she signs in at x number of thousand but other principal who came in as a first year principal but had nine 10 years of previous AP

101experience but when they hired her they didn't give her credit or him credit for their assistant principal. Is there a procedure that says either a we give you credit for AP experience or b we don't? If it isn't written down, then that gives the superintendent or the or CFO or HR director that that latitude to because right now you may have four principles who all have different levels of experience, but one of them is getting paid at the very top, although they've only been a principal for three years, but they make the top of the salary. One of them has been a principal for 20 years and they get paid below the midpoint. That's the my my question is procedurally, do we have anything that that holds our accounting department or our superintendent's feet to

102the fire of if you want this job and you have three years, are we counting only principal experience? Do we count AP experience? If you came in as a uh as an HR director in another district and you've been there for 10 years, but you want to be a principal, is that counted? I know Miss Gore was an HR director, so I don't know how that that plays into I mean at school HR director for, but I don't know how that plays, but it's it's very will it's very wonky on how people are looked at. That kind of goes along with what you maybe it's not about what they make, it's about reviewing every three years or every two years where you fall on the scale. And uh >> yeah, in my business, it's a

103it's an SLP. standard operating procedure of and it's the ultimate equalizer for for now and for the future of everybody that comes in saying taking out that variable of oh well for her we're going to accept you know eight years of assistant and the one year of being you know a head principal you know stuff like that so I I agree Miss Buck that that there should be some sort of guideline for that mostly to take care of the ones who have been here for so long >> and and fighting for what they're doing and and and staying because they love it, not because, you know, they're the best paid. You know, we at least need to get them what they're worth. >> So, my question is about procedures. Can can we produce a written

104procedure that we follow? And that that that applies to assistant superintendent that applies to I mean, superintendent salaries are negotiated, but everyone else should be paid on a on a scale based on prior experience. So if you're an assistant superintendent, you come in with zero years experience, you should start at zero. If you're a CFO or if you're a HR director, whatever it is. >> So not to interrupt, but I think what you're saying is we need to put a procedure in place. >> I just know is there a procedure in place? >> No, it's not, sir. >> And is that something that exists? >> We need to Yeah, there's >> we just need to put it in place. >> Something because I know in the past it depends on who the superintendent is and

105from where they came from, how they did it there. Sometimes you would get half credit if they came from a school district where you came in your your scenario. Well, I was assistant principal for five years. Well, we'll give you a half a year credit for that. And then you had two years as principal, then we'll give you a full year of >> but that exists in other districts, right? >> Things like that. >> I mean, there is a standard operating procedure. >> Yes, there's there is. But then, you know, a new board comes in, it can always change, too. So, but anyway, it's usually it seems like the superintendent of where >> of where they came from, how they do it, and what's the right way to do it. So, anyway. Okay. >> Yes,

106ma'am. You are correct. We we don't have a uh standard procedure, like for instance here, like uh Mr. Shaw's saying, every couple years we're going to go and bring people in a review on where they're at. Uh we don't have anything written down, but uh what I'm hearing uh what I can do, I can make up a procedure, send it to the board uh for you guys review, and present it to you. U next time, next board meeting. Okay. >> Okay. Um any other questions for Lanny? really really appreciate it. >> Yeah. Um item eight, executive session. We do not have a need to go into executive session unless somebody needed to. Don't do it. >> So we will go to item 10. Did anybody have any requests for anything or anything? >> Anything or

107anything? While Naan was coming.