001at 8:28 p.m. And we do have a quorum. We'd like to welcome our guest. Anybody sign up? Okay. And we'll go to item number four, budget workshop. Good evening, um board, uh superintendent Torres. So, we're just going to start at the top of the documents that I um attached in the budget workshop. So, first is the department and campus budgets. Um, you haven't I don't think you've seen it this way before. Um, this is how I'm accustomed to doing it. So, you'll see on here what their budget was for the fiscal year 2425 and then what their proposed budget for 2526 that has already been discussed with everybody. You'll also see the percent of change. So, I know it's been asked in the past, you know, was everybody cut? And the answer is yes, except
002there's a couple that were not. Um, let's see. Insurance and bonding was not cut because it's not going down. Um, we did get good news that that property insurance does not look to be going up this year as drastically as it has the last couple of years, although our auto insurance um is going to go up. Um, legal services, we budgeted a little bit more this year. Um, it's better to have it in there. You can see, um, we're budgeting 28,000 on that. Substitute contracts. Um, we've got almost a 30% increase. So, um, with a bigger fill rate comes a bigger dollar amount. So, that's where that's coming from. Assistant superintendent really didn't have a budget. So you'll see that he's got a um $3,000 budget. So that's a 100% increase. Utilities have historically when
003I look back for the last five years have not been budgeted to what we've been expending at Venus. Um I'm not sure why we're going to hit it this year, but the only reason we're going to hit it is because we only have 10 months worth of utilities rather than 12 months. So you'll see a big increase there, but that's really what we've been spending. Um, central Yes, sir. Are we doing anything? If your electricity bill drops% I guess everybody we had a competition every month where each competed $26,000,000 incentives. But if we can turn it I was just I'm just curious about incentives like that if if if anything's even been discussed to do that. I don't know if that's the budget time is time to discuss that or not, but I mean sometimes
004if you spend 10,000 and and we only save 10,000 then we it's a wash and we don't do it again. But I'm just for a year now I've been asking and I I haven't gotten any. So I'm just curious where we are on that on that proposal. Okay. We should ask that at the end where we have anybody extra questions. Thank you Kirby. I do have one question on you though for on that one. I actually um Okay. So I do say on the utilities where it is it is you say we're just budgeting for what we're actually spending. That makes a whole lot of sense. My question is did we I have slept. So the gentleman that came out and did the proposal did we sign up for that where we were going to
005start earning some of that money back? We have not at this time. Yeah, not at this. You're welcome. Um, you also see the central appraisal went up 22.171%. That is a the best educated guess I can get. Um, the appraisal always goes up. So, that's we don't have any dollars from them. It's just my guess. um summer school. It looks like we're paying most of that out of title, but we don't have anything allocated in 199. So, I'd like to have some budgeted at 199. If we don't need it, if we can pay for it all out of title, then that's great. We won't spend that line item, but I I'd rather budget for it and have it there. And if we need it, we need it. And if we don't, we don't. Yes, sir.
006Um, most of it's coming out of title. No, we will be able to pay for it out of title. I'm just budgeting 75,000 for next year. We don't have our title allocations yet. I'm supposed to get those sometime this week or next week, but we do hear that title allocations are going to be lower this year than they have been. So, I'd rather budget for summer school so we can afford it. You were new, you weren't here yet. We had a huge deal this year about all the title funds was uh redacted from the campuses and taken away. So, I'm just that normally comes out of title funds and now that for the first time now we're budgeting $75,000 out of a different account. It makes me feel like title funds were all spent somewhere
007else. But if you're telling me it's not okay. No, it is not. I'm just I'd rather have a cushion in there than have to come to the board and say um we didn't budget enough for summer school. We don't have the money, you know, can we take it out of fund balance? You're welcome. Can I ask a question about the Let me find it. Sorry. You're okay. Is it on this one? The legal services. Yes. So, I know I had asked this question before. We're going up 31.15% and Dr. Torres and I had talked a little bit about kind of why, but can you tell me what we actually spent out of 20 24 25 that would cause us to think that we need that much more? Um, Lanny can look that up because I
008don't have Lanny can look that up. So, we'll get back to you when he gets me that number. Okay. Thank you. You're welcome. And that's again kind of like the other. It's better to allocate more in there and not spend it. If we don't spend it, it just goes back in fund balance. The only reason why I say that because I also asked a question about the superintendent budget and the board budget is because yes, if we don't spend it, but if we're talking about a balanced budget, we still have to account for it. So that still could put us in a deficit budget if we're allocating it to something or if we're overshooting because I was asking for the board budget. How much did we spend last year versus just the reduction 10%? Because
009can our board budget maybe be reduced a little bit more? Like what all goes into that? Because I know our training and things like that goes into it, but kind of where were we at at hitting that budget and can we be a little bit more aggressive with maybe reducing some of those as well? So the board budget um as of last night the board has spent 21,438 and the superintendent has spent 27602. Now your conference again um for this coming school year is in Houston. So that's another you know overnight you know travel not like it's in Dallas. So, right now, as of today, we've spent um just shy of $14,000 in legal with another about $5,000 encumbered. So, I can decrease that if if we think that I I was just wondering what
010the projection for the increase would be. And if we didn't really spend near what we already budgeted this year, what would be the need to increase it even more? I I think in the past years you've been really close to hitting that the budget amount. This year you're probably going to be we're going to be under, but this year is not a great year to look at that because you're only going to have 10 months. So last year you were closer to spending that whole amount. I would think with uh numerous contracts coming up with the construction of a new high school that I think we would have Stephen look at all those. So that's just kind of Yeah. And I I guess and just looking at everybody being cognizant is if if there was
011a way to if there was if those were all phone calls to the super to the attorney if there's a way that we could better util better I don't want to say better run because that sounds like insult but if we could do stuff to where we're not having to make so many phone calls to I know there's times we call that but he that's every one of those is available hour that you you every time you call them on the phone. So I didn't know if looking at it looking at everybody together if there's a way we could maybe make a conscious effort to reduce that. Right. I just I'm just asking if like we've asked our teachers to look back at what we can do to to conserve electricity etc. if there's a
012way we can conserve $7,000 then so I know in um past experiences if it's something generic that maybe Tasby Legal can answer for me then then we use I've used them in the past because they're free so um but sometimes they'll refer you know to your school attorney. Uhuh. Can I can I ask you a question? Um on where'd it go? The library budget? Library? Yes. What does that $69,000 budget for? Like what I just don't know much about library. Um library books is probably the biggest chunk of that. It's like replacing them or or buying new ones. Um replacing them, buying new ones. um some repairs sometimes to library books as children have you know um all their summer stuff does that come out of like all their summer programs they do that come
013out of library budget too because I know that they have like random stuff going on all summer long so you'll see right underneath library there's a community library um so that comes out of that okay well I just I asked that because the second part of my question is about the um police department we spend more on a library than a police department than our police and both of them. I mean I realize we're cutting all the budgets but I mean it's twice as much on library as police department. I I think your police department main expense is on the payroll side which isn't on their supply side. Okay. So Okay. So that's this is just this is just supplies. This is not this is their spending budget. This is not payroll all of those.
014Okay. Yeah. So the police um overall their chunk is on payroll. Have we gone back to the city and ask them now that the city seems to have more money uh than they used to? The city used to contribute to the community library because it was a both both a municipal Yes, I can speak to that. I've been in ongoing uh talks with the mayor, the city manager um for over six months now um back and forth um uh asking for they I believe they gave us $1,000 and so that that dated back to anou from to 1995 and so uh in fact I just I got another response but over six months going back and forth trying to justify give them bills. We've given them everything possible that we have and we feel that
015that they should help to support more than a thousand dollars in what we pay because it is for our kids and our community. So, u we're waiting uh um well, I just got something just a few days ago from the city manager and we're going to respond back. They're consistently asking for more documentation. You we've given them everything that we know of. So, we're hoping that they can contribute more. understand that that financially it's tough for them as well. But, uh, it was anou was started in 1995 of $1,000. And so, um, just to run the the clinics and the camps, the things that we do in the summer is, you know, way exceeds that. So, I I've asked that we're grateful for anything, but, uh, we would certainly uh would love a tremendous increase
016on that. Grateful for anything or do your part. There's two ways of looking at that. be definitely grateful for anything, but there's a point where do your do your part. So, um, post district, this is going to be budgeted a little bit different. The campuses like VMS had kind of had that within their budget. Um, so post district will come out of my office instead of their their budget. Um, just to make it cleaner and that doesn't need to be budgeted at the campus levels. That's for like if Taffy goes to nationals, those kind of things. If if um the football team goes to regionals or area or something like that. Um replacement plan. This is a new um the 80,000 that we have in there for 2425 was within the maintenance budget for some
017flooring and some HVAC. So, we've pulled that out of their individual MA budget and put it at a a replacement plan. So, that's the beginning of a replacement plan. You'll see that it we're adding $193,000 to that this year. Um, that is for a new phone system, a bus, and very little of it is a sped AED um unit. So, the majority of that about 140,000 is a bus. Longevity pay. Yes, ma'am. So, the replacement plan is going to include a bus. Wouldn't that come out of transportation? So, the Yes and no. So, it's going to come out of the replacement plan category code, but it will be charged to function 34 under transportation. So, if you put the theory is we don't necessarily have to buy a bus every year. Most of the time
018that's what we would like to do. This year we didn't budget a bus. So by pulling it out of her budget sets it aside from what's her daytoday operating because she's not gonna because what happens if she doesn't if I put $140,000 in there and then I leave and I'm not going to but you know but then somebody else doesn't Yes. I'd have to play but Yes. So, and somebody else comes along and you don't need a bus that year, then transportation's got $140,000 sitting over there that they can use than for anything when it was really intended for a bus in the beginning. Does that make sense? It pulls it out but still has it still has it accessible if needed. Yes. It's just not there. Yes. um longevity. We kind of looked at
019the people that we currently have on longevity and who we know that was retiring. Um and so we feel like $219,000 for next year is sufficient if everybody stays. Retirement doesn't appear that it's been budgeted. So we pay about $25,000 out on people that retire if they've got local days left. So, we're just putting that in as a line item and planning for it. We currently pay daily rate. Yes. For all their local days up to 30. Yes. What if uh what if all three principles resign uh retire this next year? Well, then I might have undersshot that. Um and the reason I there's no there's no there's no hidden meaning for anybody listening just but all three are at retirement age. So it's not a retirement time. So I just ju just for budgeting
020standpoint what if just a what if because at at your daily rate for a principal not to mention an admin somebody in administration or something like that who makes in the you know in those 80s or 90s then that could be substantial. It it it could and and I guess at that point you know um that it'll be just general fund then. Yeah. And and typically there's probably enough um that during the year um some of our staff um sometimes it's FMLA, sometimes we have um babies. And so we have some docks that we've done throughout the year and that probably can help add that add to that because that's going to be budgeted over in payroll and I didn't spend it all. Maybe not a question for right now, but we currently pay if
021you retire, we pay you for your local days at your daily rate. So, if you come here and you've only taught here of two years and you and you don't use any of your days, we're going to pay you for 10 days at your daily rate. Is there has there ever been a discussion on giving a limit like you have to work here five years to be eligible or anything like that? Let me go back. I don't know the policy well enough to know. Um I thought there was something in it, but let me go back and I will get that answer to Dr. Torres and he can get that out to you. Can I ask about um the 400,000 for athletics? Yes. Is that are we why that seems I mean is that is
022that is there a big replacement coming? Is there is there a big expenditure coming up for that or is that a standard? That's a decrease of 75,000. I realize that. But what what is what is the athletics department spending $400,000 on? There's you figure every sport that you have, all the travel that you have, I mean, shoulder pads, helmets, and just baseballs, right? Are we replacing that every year? Well, it's staggered. It depends. They're on rotations. Yeah. Yeah. The sports are on rotation. So, they'll like like this year is softball uniforms and next year will be basketball uniforms. I mean, they're on a rotation typically uniforms and stuff. I I only say that because it's it's an alarmingly large difference between athletics and CTE and CTE to me in my view is is geared for
023jobs for to help these kids get into careers, all that stuff. Not many athletics going to go on to be athletic jobs. Think about the enrollment. Yeah. Like think think about the enrollment with like how many kids play athletics and how many kids are enrolled in OCT programs you probably have. No, no, I agree. I agree. And but I'm I'm I'm thinking future wise is athletics where you want the largest percentage of our school to be you know something like that to be functioned towards or do can we start or should we start? I think yes. start gearing more towards that technical environment and and just building that up more. I agree with you for the exception of most of our kids that come to school come to school because of sports. I mean, and
024I hate to say that they come because they need something to do and I and this I also I mean it provides their meals, their transportation, their balls. Yeah. And it would it could do the same. But I mean CTE CTE gets the same thing. I mean they get I just think that SAT is funded from other funding sources as well as not just that 103 CTE. Um so you've got 103 at the high school and then 45,000 at VMS. Right. So, I will make the same comment as I done about everything else is that leadership wise possibly having that kind I know for a I know for a fact three sports did a great budget dump toward in the last three weeks, four weeks, three pairs of shoes for the coach there with no
025sport left to go. So, I I don't know if there's if that's a if that's a procedural or if that's a policy thing of if if we give a sport $5,000 as a budget, that money should be spent relatively close to the beginning of that sport because that sport that money ought to be allotted to those kids. Kind of like TEA says, this is money supposed to be spent on the kids of 24 25. So, to have that many people dumping budget buying personal shoes for themselves or buying personal clothes for themselves at the end of the sport, that money didn't go to the kids, it just went to So, I just That's something leadership-wise, whether it be athletic director, superintendent, whatever, we we we may be able to, but but if you trim $200
026here and $500 here and a thousand here, you know, in a district this size, you come up with a sizable amount. So, I don't know who who approves that ultimately when those POSs come in. Um I'm the ultimate approver and um I did I will say I'm not going to say I caught everything. But um I think if you talk to staff and to administrators that more was kicked back this year and more questions were asked this year than they had been in the past. Um I'm not going to by any means say I was perfect and definitely not a critique. That was just I I just want you to know there was there was some of that push back and um at times I felt like they had my head over there with some
027darts because I'm like really at the end of the school year we need this because you've got two weeks of school left. I don't know that we need this. But as an administrator, you should be able you should be able to justify if you need it, let's get it. But if you decline it, give me a justification for it and we're and we're good to go. Yeah. So, but anyway, I just not that wasn't a critique. It was just another way that possibly we could we could scrape up a few $10,000 here and there. If we do that on every account then yeah um um one I didn't so CTE you'll notice that they did not get a decrease and that's because we've got to spend the m um the 55%. So I don't feel
028like at this point decreasing them would would get us to there. And you'll also see bilingual I missed that at the top. I'm sorry. They had an increase this year and it's because we have not been giving them the money that they need for their 55%. Yeah. Any other questions on on this? Was this helpful? You're welcome. Um, and Lanny's here with me and I will say that he worked um, meticulously to get those things broken out so that we can make it easier. So, um, yes, thank you, Lenny. [Laughter] Okay, the next thing that we're going to look at is a retention stipen. So, this is an idea to get our staff um some more additional um funds in their pockets. So, we have 348 full-time employees. I'm counting bus drivers as a full-time
029employee. Um, the one part-time employee we have is in child nutrition. So, we're we're doing a 10-month budget this year. So, we're going to save some money. So, one idea is that we could do a one-time retention stipend to pay to staff on convocation day. um one time only and basically give back to them for part of what we saved for this year. Totally separate from any raises. Yes. Thank you. And and um I would say that we would gross it up so that $500 or a thousand actually is what it goes into their bank. So um you can see the numbers there. Scenario one, at $500, giving $500 to all the full-time employees, the part-time employee would only get 250 um in this scenario would cost us a little over $179,000. To do $1,000
030would be a little over $358,000. So, this is just an idea of something that we could do on top of raises. It would need we would communicate very clearly that this is a one-time this year because of this only for returners. You don't get it. You're not eligible. So that's just an idea that we thought of. scenario. I do feel like we can pull the scenario too. So that would not be a balanced budget. That's going to actually come out of fund balance because you're going to put the money in this year into fund balance. So this year at the end of June 30th, you're going to put more than that into fund balance. So then it would be a one-time stipen of taking that money out of fund balance for that that we put
031in this year. My recommendation would be the $1,000. That is scenario two. You're welcome. Okay. Campus. Um so stipens um I guess maybe this way. This might be better if I I'm gonna go over the new ones and then let me you guys shoot me with your questions and um what Okay. Well, um middle school, we're adding soccer next year. So, our recommendation would be to add three psych soccer stipens at VMS for $500 each. And that was a recommendation from the athletic director. Um on in your handout page two, I'm sorry. It's in the red. It's in the red. All the Oh, I was gonna say all the new changes are red. Sorry. Um we have a blended learning manager grant funded on the books, but that position no longer exists. So, we're just
032striking that out. Um, the other the other one that we're adding is the LSSP for two of two stipens at $5,000 each. We have two of those positions open. We do have two position. Yes, we've got we have we have one position open. We also have a DIAG open. We're trying to get two LSSPs instead of an LSSP and a DIAG because the LSSP and Kelly you can help me if I mess this up. The LSSP can do what a diag could do. So that's really in Venus's best interest is to have the two LSSPs. So that's why we're asking for two siphons. Okay. And we haven't we haven't hired we haven't hired a LSSP at all. Correct. Correct. Got it. We have one in the We're trying but and and we've been spending a
033lot of money on a contractor to do that and and we're not alone. Um but the stipen would help get them here and still save money on um it it will come out of special ed. It'll come out of their weighted funding, but it will come out of 199. Randall, can you just keep your mic on? All right. Stipen questions from the board. Okay, I've got one. Uh, okay. On the high school, I noticed that uh we have uh zero for key club sponsor. I don't think currently we have a key club. We that that sponsor left mid that sponsor left right before Christmas. But okay. And we just haven't filled it. So we need to change that to one stipend at $500 then. I mean I think the key is a very important part
034of what's going on. Well, we've allotted $500 for it. We just don't have a person in it right now. Yeah. So that really should have said one and 500 across. So we'll make that correction. Just I don't want the eye of everyone, but I'm counting five band directors. Well, you have and we have a we have a head middle school band director that makes $1,000 less than your overall high school band director. For a stipend? Yes. That just seems like for a 4A district coming from a 6A district where they had four band directors in the entire district and that just seems a little skewed. But like I said, that's Can I ask a question? What's the difference in an assistant band director and an assistant coach? Because if we have 9,000 for an assistant
035band director, but we have two stipens. So it's two at 4,500 each. Okay. So we're not increasing it to 9,000. No, that's just the total of how much we're spending. Okay. And that's something I added. So that's different than how you've had it before, but I'm like, we really the board should be approving how many stipens instead of just a stipen because then I know money's limited, but I I I kind of sent out information just to figure out program, you know, look at this that TSA. We we have almost 200 kids in TSA. Correct. Yeah. I think that probably surpasses the number of kids in in maybe not overall athletics, but it would come close. So 400,000 and the stipens they get. I'm just would we give any thought to raising that TSI? There's
036only How many coaches are there? Three. Are there four? Well, one of them is a one of them's a lead a lead coach and then one of them and then there's three more. I just There's four total. I just don't know the There's four at the high school. Four total at the high school. No, there's one at the high school and and three at middle school. Well, one of them is the is the she she's getting a stipen from as a director somewhere or as a something the STEM director up there in middle school. Just the just the thought of being that that's a year- round program and the number of participants they have if we would consider going up to what we would pay a what is what does the high school coaches get
037or the middle school coaches get per sport? Middle school per sport get 1750. How much? 1750. I mean it's not massive but it's extra times three times four. Well, three at the middle school and one at the high school. Oh, yeah. Okay. I would I didn't know if that included the the uh the TSA STEM director because they already get 5,000. Would they get this? They wouldn't get the 1752, would they? Or Well, um we've got one TSA coach at the high school for $1,000 currently. Right. do the three. So I would think we would want to be consistent. If TSA coaches 1750 at the middle school, you'd want to be consistent and make that 1750 at the high school. Are there three at the middle school and one at the high school or? Yes,
038sir. Okay. Okay. Yeah. Whatever it whatever is equal to everybody. I didn't I wasn't trying to separate anybody. I just Yeah. And one one thing too though I think um that they are their their days are they do work a much longer contract too. They work through the summer. I mean, they're they're there working. They get paid, but they're working in the summer and because kids are up there. I mean, we've got a very successful TSA program, but they're there in the summer working with the kids. I mean, every year they're going to national, it's a week. It's state is weekends. I not to say anybody else isn't putting the time in, too. I just think that that program at the success level they've reached so far. Uh, can I go back to assistant man
039director? Yes, I'm sure. Sorry. That's okay. So they're that they're getting 4,500 and our assistant coaches are getting 3,000. Yes. Per sport. So if Well, this is only one program which is 4,500. Why would they not be in the 3,000 category with the other assistants? I'm gonna guess because I wasn't here when they did that, but band is more year round where the $3,000 is one sport. So maybe for basketball and then assistant for another Most coaches would get like 9,000. They'd be assistant of assistant football assistant and well we're just doing longevity of like I mean but basketball doesn't last a full year a full it's only three months. Band is a full but they're still coaching the sport. I mean yeah their season only lasts but they're still I mean a band assistant
040band director will work a full year for 4500. A typical assistant coach will work a full year for 9,000 because they'll have three sports. So they're working the same hours plus the band gets 10 days, I think, don't they? Yeah, they get 10 days and coaches get 10 days. That's for the that's for their summertime. So in essence, if you look at an assistant coach, they're working a full a full calendar year for 9,000 because if they have three sports, if they're going only two sports, they're working for 6,000 where a band assistant band director works in a full year doing the same. They would actually make the less. So you is that the point you're making is that I mean Kirby and your your foot or your your sports they do have to carry
041two sports, right? They do have to work two. They can't just say they're going to go in and work baseball or they can't go in and just work. It depends for the most part too. We've got several that do three just because we've been short coaches. I mean that's on the girls side. Yeah. But I mean, I I didn't I didn't know if you're making a point that the band should make more or that our band should make less. I wouldn't I was just trying to say like I mean even our middle school assistant band director makes the 4,500. I mean everything at the middle school doing band for the full year. Yeah. But they don't do near what the high school does. But the basketball coach is only doing basketball for a smaller period
042of time. They might have crashes, but they're not they're not going to engage in competition. No, but what I'm saying is I get band is stretched out over the duration of a year, but if we're talking about like I get that they do things throughout the year, but if we're talking about because one coach, we do have coaches who will coach one and some of them do coach multiple, but in that one season, that coach may be gone for three solid months doing all of their games and a band director may only have three competitions, three or four competitions to go to. You see what I'm saying? that is spread out throughout the year and our coaches are there all summer who do summer workouts which band does pick up in July but our coaches
043start summer workouts in June. So I'm I mean I get I get the thing of it but I'm talking about more consistency within that program is that not only do our our middle school I definitely think should be reduced. I mean I don't think that our middle school assistant band director should be making the same as our high school assistant band director. I think that there's just there's a lot that goes into high school because they march. Our middle school does not. Don't our middle school band directors go help the high school? Yes, I think so. I don't know how we have like four or five over the high school. Yeah, but I think they all go and like they do the morning stuff and all. Well, at the high school there's only there's one
044band director and two assistant and one goes back and forth. Yeah, there's one. Well, actually, they all come over and help. They work pretty good. We have five total. Oh, I didn't know we had Never mind. So everybody that helps from the middle school to the high school, they're also getting because I mean we have several that kind of interchange back and forth. So right, we have two band. Are we accounting for that? That's all I'm saying. I mean I'm trying to Okay. I'm going to ask a question though on here. It says at the high school. Let's just go to the high school and it says UIL academic coordinator is one, but then it says UI UIL academic event coaches and there's nobody there. And it says paid in May, but it has nothing.
045So, are we not paying our coaches? Yes, they get $250 per event. I don't I don't we get pay that in May. And when I did this, I didn't know how many coaches we have. So, that's why there's because there's no number, okay? Because this is Excel. So, there's no number there for number of stipens. So, That's why it zeroed out. Okay. But we are paying them for Okay. Yes. They get $250 per event that's paid in May. Okay. And do we need to circle back, Randall, to what you were talking about for the TSA? The TSA. I would I would make I would I know it's not a formal vote or anything like that, but I I would I would like to see that to be equal of a junior high coach. At least
046the 17 1750. I mean, the definition of a stipen is payment for time worked outside of your of your normal day. So, if they if they're going to competitions during the day, that's not. But when you're going to a football game, you don't get home till midnight and you come back up on Saturday and you work and Sunday and you work, that that's what the stipen is for. So when you're comparing that, you know, when you're looking at the some of these people, you know, it's they they go to an event like there's there's one particular person on here who doesn't do anything after school with the with the people, but they still get a stipen. I don't understand that because the stipen is there to reimburse you for personal time spent outside of the
047the salary of your of your work. So you like uh you know, we tell me if it's too personal, but NHS you know, we just now added that NHS induction literally this week. So, I mean that that that was that stipen would help pay for the hours they spent after school planning for that, setting up for that. It's not a lot. It's not a big stipen, but NHS should have, you know, they should be, I don't know, working a food bank or or going out and doing volunteer hours. That's that's to help compensate. You know, we had student council sponsored the the trash on the highways that some one school participated in, one school didn't. That's all that's what that's there to reimburse you for. So when you're looking at these stipens, it's it's about
048it's how much time they're spending outside their contract time. So So we don't have to vote on this tonight. Um no, we don't have to. There is there is an agenda item for compensation plan if we want to. Um and if we wanted to if you wanted to vote for it and we could make it amend that we're going to put move TSA to 1750 if that's what you wanted to do or we can bring it I mean, I would, you know, he brings up a good point. I'd like to see what it looks like if you put in those numbers, how that affects our budget. So, I mean, can you put those in? Well, it it's only 750 for four people. So, yeah, it Well, it I mean, it's and I'm not here to
049cut anybody down. I'm just my questions about why they're making it is just a question of you know we I think we have seven athletic coaches who all coach three sports and we have five band directors compared 270 some odd kids in athletics 50 kids in band so well huh high school and my bad I I can make it balanced and I going to find that little bit of money somewhere. Correct. But that may be a conversation with some of our athletic director or our band director of going forward. This is a this is something we need to be aware of if you know the one band I'm talking. So what are you saying with what are you saying? You can't say I was just saying I'm not I'm not I'm not recommending we cut
050anybody. Right. At least not now, you know, there's always that case like Dr. Tori said, if somebody left, you know, there's that option of of recouping some of that. Yeah. Here and there, but but I'm my discussions aren't for everybody listening isn't to go in and start reducing stipens of anybody, but it is going forward. You know, we look at looking at some of those programs and not necessarily success as in competition, but success as in the number of kids in the program, the number of, you know, are is it going up every year? you know, can we justify the number of, you know, the amount of money we're spending on them? Okay. Do we have a consensus of the TSA? Yeah, I'm I'm fine with that. Microphone. Okay. I have another question, but it's
051on a different subject line, and it is something that's been brought up by this board already before. Why do the ESL secondary teachers get paid 1,500 and the elementary ESL teachers get 500? Because I'm telling you, when you're in a ESL class in elementary, you're with them all day and you're held to the same standards and often times the students aren't ready for the same standard, but but there's a thousand difference. And that was brought up to uh um the last HR director, too, and he said, "I don't know why it shouldn't be that way." He said that to us. So, I'm just curious to know why. Why do they get paid more? I mean, is there a reason? I mean, I can't speak directly to the history of how that came up with. I
052do know at the at the, you know, bilingual, you serve the students, uh, through fifth grade and then after that then they move into ESL depending on when they came, you know, uh, to the country to learn the language, etc. And so, typically, as we know, we're always short bilingual teachers, right? We have to get labors all the time. Well, this is ESL. My wife's the ESL. She's retiring. There are no ESL teachers left in prek. PreK's got to find one to get certified to be ESL. They only get 500. The high school ESL teachers, which is just a certification. Now, this is not bilingual. um are getting 1500 in the middle of high school. At the primary and elementary, they get 500. Microphone. That's a big difference. Why would there be that big difference?
053Yeah. I'm asking what why why is the why would they need more at the high school than elementary school? I don't have that answer. I'm sorry. Yeah. The only thing I can say is that when they go to high the way we feel we've done it maybe, but all I can speak to is that just as a high school principal, Mr. Gatewood can probably speak to this well, is that when students go to the high school, they begin to be pushed out more, right? that they they're in an ESL class for maybe a period or two and then they go to all the rest of their Okay, I don't know why, but typically at the primary level is if you've got kids in the bilingual education class, okay, then they're all being serviced there. You
054normally don't have great numbers of students that are ESL at the elementary level. I think I know but but I don't know like I said the history of how how that all was constructed but I just are you asking for us to maybe meet in the middle and and bring it down or add more? Is that what you're asking? Either lower it or or I don't know why they're unequal like that. Why why compromise at a thousand? Same pay basically. Well, it'd be a little bit more. There's 30. Are they Does it Does it come down to certification? It's It's You have to get the ESL has to get a certification. Well, but it could be bilingually bilingual certified, isn't it? Is it the bilingual get a $5,000? This is different than ESL. That's what
055I was explaining. Um ESL those students, most of them, now my wife has had students that didn't speak any English in her ESL classes, but and those are even more difficult. But um not saying they're bad kids, it's just it's hard to teach an English class to someone that doesn't speak English. Um English speaking class. Yeah. The only thing I can think of is when that was created because typically at the primary elementary level, a student is in a bilingual education class. Okay. And then they transition out. If you don't have that, obviously you have to get waiverss for teachers that don't have their bilingual certification. They may have their ESL piece. You're right. But those numbers are usually much smaller. Isn't ESL required? Yes. Don't you have to have your ESL certification? You have
056to have your bilingual in the elementary level. Don't you have to have if those kids are going out into your classroom? Yes. I think No, that's 36 teachers. 36 and in and the first you go up to sixth grade and then then there's 20 after that. Isn't that all the teachers? Yeah, that's all the teachers. Well, I mean that's why they that's at primary and elementary. There's more than 36 teachers at just those two campuses. Teresa is the only ESL teacher in in in say prek or is now I think just English has to have the ESL supplement, right? Just language arts. We used to Yes. Mr. Gatewood says yes. I'm just trying to justify if if if there's 36 if it's just the language arts teachers have to get the ESL supplement and you're
057only paying the ESL supplement to those 36 teachers. It's not counting all the other teachers, Y teachers and and the social studies of science teachers. same certification, Randall T. But they're required to get But if you're a language arts, you're require or if you're primary or a language arts, you're required to get the ESL supplement. Well, if you work at any if you work at any elementary if you work at any elementary or primary, you're supposed to be ESL plus your your content area certified. So, yes, we have to get waiverss just like we said because we don't have them. He Yes, because we don't have enough. I mean, but but your math teachers don't have to have the ESL supplement at the elementary, right? But he's saying at the primary, let's just look at
058the primary, they teach everything in that one class. They teach everything. So, he's saying, why are they only getting $500 when at the middle school and high school, they get to go out and those teachers say, I know what he's asking. I'm just I'm just trying to justify why we're paying only 36 people and why we're pay. to that is no matter what you teach, Randall, you're certified, right? Any ESL teacher, if you're a first grade teacher or a 12th grade teacher, once you pass that ESL, my wife is would you you pass a general certification for ESL that covers K through 12, K through 12, it's all of them. So, it's the same supplemental and you're you're still got your own certification in what you teach in high school or elementary. You know, I
059completely understand the question. I mean, I understand I don't see the difference why we what the I was just trying to justify why, but that was not going over well. I personally believe it got started because maybe the high school principal was having troubles kept getting teachers so we decided to pay extra thousand dollars to them. Okay. So, Greg, are you asking that we meet in the middle and maybe do a thousand for everybody or are you asking that Thomas 40? As far as I'm concerned, you can just leave it like that if you want. I mean, but it it's not I don't think it's right. If we moved VPS and VES up to a,000, um, that's going to cost us $18,000. Yeah, because you got 36, I think it said. I think we have
060to be consistent, though. So, if we're looking at one thing and we're like, "Oh, well, let's raise this because of this, and it's only four people, but we've got 30 here. We can't afford that." I mean, it sounds like the right thing to do, but we can't afford that. I think we need to be consistent in what we're doing, and I'm not a fan of in this stage of the game, us also looking stipen money away from people, because they will start exiting immediately. So, if if to to raise it to,500 for those 36 is 36,000. I make I make the recommendation of this that we I don't want to say table, but there may be a reason that we just don't know. There could be a reason your elementary principal and your and your
061primary principal and your high school principal, middle school could be able to tell you the reason we give $500 here and there. They're not asking. They're not. So I I don't know. There may be a very reasonable reasoning why that is like that that we just don't know here. And we're trying to make something equal that that might not be equal. Maybe it's well the old HR. There you go. I'm gonna I'm gonna put him on the spot. I'm gonna put him on the spot. often high school teachers on the other hand often have a more specialized focus on subject matter and high school program at the middle school high school's responsible for telepass testing the 1500 is at VM MS and VHS phone. No, I did not. Yeah, usually elementary gets less. Is it
062is it is it like a $1,000? I mean, is it a big difference? Tell me just remember testing is a very Got you. Okay. So, I did Let me go ahead on to my question. Yes. Okay. So, I have I have a couple of questions. Um, so if you go down to where it is, um, let's just go to district stipens. We have a district stipen for Avid site coordinator, an AVID excel coordinator. So what are the difference between the Avid site coordinator and AVID Excel coordinator? Dr. Torres, can I call a friend? Um, do you have an answer to that? So, um, the Avid XL, what we've done, uh, is that we have, um, just like we talked about students that are doing ESL, we've combined that. They're learning, they're learning to get better
063in reading, get stronger in those areas. So, you have someone that's doing AVID, which is embedded throughout the district. Okay? So, they're doing AVID, but these are basically AVID students that are ESL. That's the difference. Instead of them being separately in a separate AVID class, we've combined that together and it's called AVID XL, which is our Spanish speaking students that are in ESL that are in that AVID class. Ready for next question. Are you done? No, I'm not done yet. Okay. Um, also mentor teachers. It says paid in May. It has nothing there. Are do we have mentor teachers that we're not paying? Are we not? We those so when it says like paid in May, they're getting their full $500 in one check in May versus most of these stipens are split out between
064their 12 payments. Right. But we don't have any like if you look at it where it says mentor teacher, it says number stipens. It says paid in May. It doesn't have a number. Yes. Because I don't I did not have a number. So then therefore the Excel doesn't carry out over there. Okay. Go ahead Randall. Um, department chairs, middle school had four at four grand or a or a period. High school has eight. There's there's still, but I don't know how many how many departments are there at the high school. You got four cores. Where do you see middle school? I'm sorry. Middle school's got five, I believe. Uh, campus department chair. Oh, five. You're right. So, I'm just trying to figure out the difference between five and eight. Most of your fine arts directors
065get a stipen already for being fine arts. So, why would we double stipen? Again, I don't want to take money away from anybody. I'm just questioning why we have what we have. I mean, what are you comparing? I'm sorry. I see. Well, the middle school has as far as core. I don't know what the fifth core is at the middle school, but you got math, science, social studies, and English. Each one of those has a department chair. They're responsible for their department. But which one? What other campus? High school has eight. So, but CTE gets a stipen for CTE. Fine arts gets a stipen. It's right here. It's under district stipens. It's under district for some I mean, it didn't go under high school, but it's in the middle. Just I got you. I found
066it. Again, at this point, we're not looking at subtracting these types. I'm just that's just a question of as people really the actual number. Is that the question? I just There's only there's only really four four departments that need a department chair because department chair is responsible for your uh what's our program we're doing where they meet every day and no, it's every Monday is the um included in here CTR. That's what I'm saying. But those so in your department, they're having department chair meetings to talk about the basically course like your fine arts doesn't do what is it? What is that program? The seven seven steps or seven mindset. Seven mindset. There you go. Not seven mindsets. PLC. So your core classes do PLC time. Department chairs oversee their departments and their PLC times.
067Fine arts doesn't do PLC. Uh uh CTE doesn't do PLC. Those So I'm wondering we give $4,000 back. I was when we gave that stipen is because of all the extra duties we ask out of uh out of our department chairs of our core subjects. Again, not asking to take away money. I'm just trying to justify why we're giving three other people department chair $4,000 when they don't run PLC's. They're not really the responsible for a department. You're your fine arts department has what? Band, art, choir. Choir, and you have sped. That's not fine arts. Well, no. I'm hold on. I'm just talking about department chair. Sorry. CTE. I mean, they don't they're not having PLC meetings and stuff. So, I just curious as the again not taking any money away. Just Okay. And then
068and then going down to assistant principal academy coordinator. Where is that? That's right below. So you had campus department chair under district then blended learning manager got crossed out right below that assistant principal academy coordinator. I think that in the past was whether I had an assistant principal that helped uh lead and excuse me had a principal that helped lead and train other principles. I know her. We have 17, but it says we have 17. That's $34,000 we're spending on assistant principal, academy coordinator is 17 of them at $2,000. That's 34. How many? We have 17 coordinators over the assistant. How many I mean, how many assistant principles do we have? We're going to call Priscilla real quick. Ly's gonna step out and call Priscilla real quick and see if she can help shed some
069light on that one for me. While we're doing that, what did we decide about the difference between the ESL high school was is responsible for teleas. That's why they're getting more. Okay. So, we're going to leave it as is. Okay. So, I have a question on the administrator phone. Uhuh. So, there's 19 people that get the phone stipen. When you get a phone stipen, do you give out your phone number to other people in the district? Yes, ma'am. Everybody does. Well, but you're over the whole So, they everybody gives out their number. Yes. Like that's an expectation like Miss Buck has, you know, the principal has my cell phone, my personal cell phone number, right? Okay. Like Mr. Martinez will get a stipen. He'll make sure the principles have his phone number. Everybody has his
070phone number. Okay, perfect. I just want to make sure that that is a expectation. Remember we bought phones for everybody when you were here. You remember we bought the mo the phones and then it did cost it cost the district. Well, it cost the district so much more money to have phone plans for everybody than it did I got. I just got a stipen. I'm good with that. I just wanted to make sure that our internal customers get each other's phone numbers. Blackberry, that's what I was about to say. As long as we're paying if we're paying for it, then that number needs to be Okay. Can we go on? I I just have a Okay, so we have a head Oh, let's go to sped. So, I have a head um head diagnostician. That's
071cool. 504 coordinator. Um, transition coordinator, vision instruction. We don't have that, so we're not paying that out. Correct. Okay. Transition coordinator. Why do we have a transition coordinator? Because we have Kelly. Kelly. Kelly. The person designated as the transition coordinator is the person responsible to connect families with government agencies, invite those people to our committee meetings. They ensure our compliance because we do have indicator 13. So there is uh a lot of responsibility in addition um to that person being a diagnostician. Now a diagnostician does not have to be a transition uh coordinator but diagnosticians can't do that or they can they can so often you will find that the transition coordinator like will be the high school diagnostician because that is where the greatest amount of transition services are provided. And so one of
072the things our transition coordinator has been doing is coordinating uh with the Texas Workforce Commission Pan Valley. We've been having meetings uh in the future. We're going to set up like job fairs that that type of thing. Um so there are a lot of expectations uh and some outside the scope of this. So what what else do they do besides just that? I mean so that can't take up their whole day. What else do they do? Um so are you speaking about the person with the role in particular or just Okay. So that person that that has the role of transition coordinator is the high school diagnostician. Okay. At this time it, as I said, it could be any design, but it makes sense to have the diagnostician because they're the ones doing the the
073paperwork, the transition supplements in the AR. They also have to coordinate with the because now transition has gone down to the uh middle school. we have to coordinate to ensure that those folks have been trained correctly on the requirements of the transition supplements. So there's a lot of accountability tied to the transition piece. It's an accountability um that's why it's an important role. No, I get that. Okay. Um so Donald, you have to be to work at 10, correct? What time do you need to leave here? Well, I mean by 10. Okay. I just want to make sure we have a good stopping point because I think it's important for everybody to be here when we're doing the budget. So, just want to make sure. I have one more quick thing on the stipens. Yes.
074Fine art d fine arts director gets $1,000. What will be the difference between the fine arts director and the fine arts department chair? Or is that just a way to get somebody an extra thousand dollar? It's under district stipens. Yeah. As a as the as the fine arts the fine arts uh campus department chair is the f fine arts. Is that Mr. Ward? Yeah, just redundancy. And Miss Peter say the transition stuff is being completed and we're not we are in compliance with that. in our right there. So, we did find some non-compliance in our audit, but with the transition area with the transition area, but that was more in line with um not having uh people CTE representatives present in signing off. So, we have really emphasized this year to have those CTE representatives.
075So, uh having that transition coordinator, yes, will help ensure that we stay compliant. Okay. Has she been the transition coordinator this whole year? This whole year. Any other stipen questions? No. Okay. All right. I'm going to switch of how I had it in your packet because I decided after I was doing this that it didn't have make sense. So, pull the one out that says salary increase cost. All right. So scenario one which is a teacher 2% raise only would actually with our staff that we have absorbed would actually be less in payroll by 156,000 and some change from this year. So giving with this the people that we've absorbed, you're saying with salary one with a 2% raise, teachers only, we're going to save money. Yes, ma'am. Okay. No, go ahead. I'm just Yes,
076because they're all going to be the same process. Okay. Scenario two, teachers 2% raise, all others 1% of midpoint. We would save 127,000. Okay. And I should have brought my slides from last time, but so percent of midpoint. The purpose of a midpoint is to the bottom of that pay scale is going to get more than a 1% increase and the top of the pay scale is going to get a little bit less than 1%. The only person that or people that are going to get exactly 1% of midpoint is if you're exactly on midpoint, but everybody in that group gets the same raise. So all the paras say it's a dollar an hour. That's just for everybody watching. That's just an example. So if pairs get a dollar an hour, the pair that's at
077the bottom is going to get a dollar, but that's a bigger percent. The pair at the top is going to get the dollar or towards the top is going to get a dollar and it's going to be less than 1%. Okay? So when you're saying teacher, you're meaning everybody inside the school. You're you're talking paras and teachers. No. Yes. Okay. Just making sure because we got people out there. We got to make sure administration and support staff are all in the midpoint. Administration is not on a on the teacher librarian nurse coun uh nurse pay scale. Does that help? Yes. Okay. So, scenario three. is a 2% raise for teachers and all others 2%. That increase is going to be flat or balanced. No, flat. Sorry. Teacher scenario four. No, I can see that my
078totals just didn't come across and my calculator person is not here. Warren, can you add those increases on scenario three and tell me what that dollar amount is? And then scenario four, please. Yeah, it's going to be a savings, but I can't do the math in my head. Yeah, the grand total I don't I think it got cut off. 39,3. Okay. So, scenario three, we still save some money, just shy of 40,000. Scenario four. Okay. So, scenario four is the first one that costs us a little bit of money with what we've absorbed. So, a little over 28,000 questions on those. Yes, I did. Yes. Everybody got a raise. Yeah, basically I mean we we still it's a debacle. Yeah. Wait, it's the um administrative like teachers get raises by steps. By steps. Yes. The
079administration doesn't. No. Um If you look in your packet, um, you've got the pay scales and you'll see one that says Venus IISD administrative professional. So you'll see there that where the teachers get steps like the elementary principal, you'll see a minimum and a maximum, right? And the mids right in the middle of that. Okay. But what what the point I'm getting at is is sorry. If we have a teacher that's here for 32 years, I'm sure somewhere there's a cap. Yes. Right. But if you've got a teacher that's here for for eight years and an administrator that we've brought in who's here for six, seven years that and we haven't given raises, that teacher is now making more than the principal or the administrator. They're not making more. But they've they they've gotten an
080increase through the years where the administrator is not right. Where where you've had to come through and give everybody a raise and we haven't gotten a raise. The administrator is working for the same amount of money they were working for eight years ago. Yes. A teacher gets a small hundred some $150 every year for eight years. So in essence, the the teacher has gotten a couple thousand dollars in raises over eight years. The administrator hasn't gotten any. So I guess my question is why is that? My educational ignorance guys. Sorry. So by by Texas education code we have to give the teachers are on a step scale. Okay. The education code doesn't say how we have to pay everybody else. Okay. We just chose not to as a district to put them on the same
081as that. Normally they're not on a pay scale. So if every if every administrator we have right now resigns and we hire them right back, they would make substantially more money. Or they could leave and go to another job because now they have eight years of experience, but you're still paying them like you paid them as a first year administrator. They can go to Midlotheian now with eight years of experience and they can make substantially more money, which is why we see we see the jump. Well, and I realize that that that's probably historically hadn't been done or maybe it's not done in other districts, but does that is that right? Is that seem only one that sees that? I can just speak from depending on the district and the district. I mean, is sometimes
082you'll just have a, you know, a percentage increase, you know, not the step for the teachers, but there'll be a percentage increase for administrators. It may be every other year that you look at them and you give them a 2% and then a 3%. Some districts do it every year. Obviously, not in the situation we're in right now, but some districts do that. So, they basically just do a percentage for administrators, whereas the others, it's a step. That's been my experience. Well, I feel like you as an administrator, you've done a lot of where you've been a teacher obviously, but you've gone out above and gotten different certification, more certifications. I realize we pay them more. But I mean, even after a while, if you're if you're a principal for eight years and you're still
083making the same thing you made the first year, well, you shouldn't give any or wasn't able to give across the board raises. But normally every few years, like I think the last time, wouldn't you say the last time they did a raise here was I guess three three years ago. Three years ago. Well, it'll be going into four now, I believe. Yes. Right. But yes, and they did a percentage raise. Does that make sense? Yeah. No, I I get the And I think ultimately um you know back when I started this everybody got a raise every year. Yeah. But but times have changed. When the school district's not getting a raise on on their funding from Austin in six years, your pie is still the same, but your inflation has gone up. Something has to
084give. And so our leaders are the ones that give and and the paras and and that's been it's across the board. Um I don't know of any of my colleagues that are even coming with what the next sheet says for their districts. Um I have a colleague that you know they've got to cut $500,000 right off the top you know for salaries. I I just I don't know. I get it just to me it doesn't seem like much of an incentive to stay somewhere for any amount of long time if if I'm not going to get if there's no if there's no but there's not an incentive our our our superintendent salary has increased almost 40%. Our assistant superintendent salary has increased almost 40%. Our CFO salary has increased over 40%. That's because we've hired
085new ones. There was one and we hired another one. We hired another one. Every time one comes in you pay them at their experience level. So if if the one we had had three years of experience, we bring in one has 15 years, they make more money. Your superintendent and we've gone through a few of those, they make more money. But then we punish the administrators who stay a long time by not giving them anything. So the message is if you want to make more money, everyone resign and then reapply for your job the next day and you would you would have to pay at at the But I can tell you that's private sector, too. Oh, no. I'm I'm not Yeah. I mean, it's not just here. I'm just saying it is private sector.
086It's the same way. If you leave, if somebody leaves and somebody comes in, you're going to end up probably paying them more than the person that was there. And the person that was probably doing four jobs versus the two you're hired, you're the person that's going to do two. And I don't argue with the system. I just argue that here in in Venus, Texas, in Venus ISD, if we want to retain those people, like Dr. Tor said it may be a good idea to put a percentage in there. Even if it's something, but insurance has gone up $50, $60 a year, if you're still making the same thing you made five years ago or four years ago, you're losing money because insurance has gone up. You're literally making less now than you did four years.
087I mean, you literally you're giving money back every No, I totally I totally agree with you. My point was just it's not only school, it's it's How would that How would that Yeah, it's everywhere. How would that affect how would putting something like that I mean even if it was just to cover like you said cover the cost of that insurance change. So so scenario four has a 3% increase for teachers and a 2% increase for everybody else from the cafeteria workers to administrators. Everybody that would be positive 39 that would be plus 39 from from Yes. How does that look? So on your balance. So next page. Okay, hold on. I'm lost on pages. Revenue and expenses. The one that we set aside. I got mine out of order before we started. Sorry. Sorry.
088All right. So we're just going to skip to the chase and go to scenario four. Scenario four. a 3% increase for teachers and a 2% every for everybody else. We can balance the budget and that's also what given the thousand one time. So that's going to be separate. So remember so because that comes out of that is not going to remember that's not going to that 358,000 is not going to be part of your balance budget. We're gonna come back in July and approve that re if you choose approve the retention stipen that would come out of fund balance because we've put that money into fund balance this year for the short year. We're still a balanced budget outside of that. You're a balanced budget outside of that retention stipent. Okay. So Okay. Gotcha. I'm
089I'm following. Okay. That was true. So I skipped I skipped scenario one, two, and three because if scenario four we can balance it at a 3% and a 2%. That's what we said like that's the max we can give and balance the budget. Say scenario four. This is without House Bill three or whatever coming through saying this is this is just what the district is doing, not including what everybody else is going to be getting to. Correct. So if House Bill if House Bill two passes with the Senate um stuff that they have done then teachers with three to four years experience would get an additional $5,000 and teachers with five years and more would get an additional $10,000 on top of what Venus ISD is doing. or it is um what they're saying is
090it's a permanent retention aotment fund. You will only know every two years when there's a session. That's the risk. I mean, we can't control what happens in Austin, but yes, if it correct, right? And and so if this passes, this is going to be for money that they give us and we're not having to come out of with this money. Correct. Well, okay. Yeah, I like the look. I like the look. Um, so you'll see on that sheet that Amber's got holding up is um what's it titled? Senate Senate Committee House Bill Two. Lanny, do you have one? Because I don't know where mine went. Here you go. You can have mine. I have it on here, too. So the 5,000 and 10,000 is great. However, on top of that 5,000 and 10,000, we have
091benefits that we are going to owe that Venus ISD is going to have to pay and this the state is not funding that. Okay. So, however, we're getting $55 of basic aotment if this all passes as it says today. So we would get an additional 100,000 in regular program aotment and 188,000 in small and midsize adjustment. That money is basically going to pay for the benefits of what we pay for the teachers. So while it looks like on paper that we have an extra $288,000, we're not we need to say that's a wash and that's really just going to pay for the benefits. Now, there is some other um special ed will get a bit a little bit of more money on their aotment. They're not going to get more money in their budget because
092we're already spending more than the 55% in special ed. Um there is some new money 72,000 for special ed evaluations and then um that's about the really if you look at the teacher retention aotment that number is what Tazwell gave for us out of our teachers um this year. I don't know where my sheet went because I had Oh, so we have 24 teachers currently on staff there with our year three and four and 138 of our teachers are five plus. So 138 of our teachers would get the 10,000. Yes, Mr. Buck. So all that's hypothetical talk of of the passing of Yes, that is all hypothetical. Kim, I just want to clarify if we go scenario four, you said there will be a balance, we could have a balanced budget. Yes, sir. Have we
093considered 4% of the midpoint for teachers and 4% of the midpoint for administrators and all others? I did not um because I thought my task was to bring a balanced budget and so when I got that balanced at 3% and 2% then I didn't do anything on top of that because that would be a deficit. What but right now all it's it's one two or three or one two 3% period for teachers not of the midpoint right teachers are not at the midpoint. So teachers I g I brought a 2% increase and a 3% increase. And then for midpoints I did a zero, a one or a two. Okay. So scenario four was 4% was 3% straight 3% for teachers and 3% of the midpoint 2% of the midpoint for everybody else including administrators. Yeah,
094that's what it says right here on this one. And that's what the consensus was that we told her. No budget. Yeah. I was just And and I also heard that our teachers, you know, we're we're low paid on the teacher side. So I worked on that with a higher increase. So scenario four is a balanced budget. Yes, sir. But that's barely making a balanced budget. It it's it's it's okay. Um, I mean, we're not, it's balanced. We're not I'm not in jeopardy of having a deficit budget. I mean, it's not it's not like, okay, like 3% of the midpoint or 3% for teachers and 3% of the midpoint for admin for everybody else. You mean like is there enough fluff in there to do another 1%. Um, I I I wouldn't want to bring that
095because and tell you that it's a a balanced budget when you don't know. But we don't have that much that much wiggle room to comfortably work that in. So you're saying this is comfortable and we're good with this if this is the way we want it to go. Yes, ma'am. Any other questions? We had one question about Yes. Did we get an answer? We did. We did not get an answer on that. So we'll have to um get back to you on that on the stipens on the 17 stipens. So the next thing is to consider approval of the annual compensation that includes the stipens. Correct. It it does the the stipens the increases and then also the uh retention not the retention the retention I would bring to you in July. Oh okay. Okay.
096We will make sure part of that I think Mr. We will make sure people because the retention that are returning that are coming is given out at you said the first would like to do then um I've seen where districts did it earlier and they lost people bailed before the 45 days. So yeah right are there are there any other questions? Well I mean you also have on here um police and technology that's just a copy of the current pay scale. So that's just that was just for your information so that you had what? Huh? Well, I was just making sure because Yeah, I those none of those were changed. Those are what's currently they I just pulled those offline. Thank you. You're welcome. Any other questions? We can go to item number five. Consider
097approval of annual compensation plan for the 2526 school year. And I do believe we need to call out which one if you make a motion which one you're motioning. Okay. Yeah. Which hold on scenario. So do we need to have that discussion real quick before we I mean do we want to have a consensus or we just did somebody just want to throw a a a need to just throw a motion. Okay. I'm going to throw a motion out that we approve scenario four and give me a minute and I'll find what that actually was. I'm sorry. 3% on teachers and 2% on everybody else. 2% at the midpoint. That's what I make a motion for. Okay. So, motion by Amber for scenario four. Teacher 3% raise. All others 2% of midpoint. Do we have
098a second? I'll second. Second by Kirby. All in favor? Motion carries. Um, item number six, executive session. I don't want to go back. No, let's go. Okay, I'm tired. We'll go to item number eight. Adjourn at 9:56 p.m. We beat our time.