PCSD Board Meeting - 3/19/25

001meeting to order. Please stand for the pledge. I pledge aliance to the flag of the United States of America and to the republic for it stands. One nation under God, indivisible with liberty and justice for all. All right, we don't have anybody signed up to speak tonight, so we'll move on to the consent agenda. I hereby move to adopt the consent agenda. Hearing no objections, the consent agenda is approved by unanimous consent. We do have a request to switch up this uh agenda a little bit if the board is okay with it. Um Janelle has requested we do athletics and activities first because we have some students here so we can Okay. But two of them aren't here yet. Oh, worry about them. So, if you want to go ahead. I'm sorry. I just then

002just I'll start. I'll go back to superintendent update. Sorry. Not a problem. Um I just wanted to update you on a few things um that have been happening around the district. So, we had uh this is the second year that the village of Palaski has done a leadership town hall. Um so, we I took part in that the other evening. Jennifer joined us at that event. Um we it was just nice to hear different perspectives and some of the things that are happening here in the building and how um we can spread that out. Um we did a just going to give you a recap of the learning in the district. It seems like we it's been a little bit while that we've been together. So our K3 teachers great celebration have taken their ACT

00320 exam and all have passed on that. So that piece of the requirement is through. So we did that over the course of two days, Jenny. Or was it three two days and brought in different grade levels um over the course of that time and uh they were able to phone a friend and work on that together. That's you know part of the part of um moving through that um piece. And so I think everyone's very happy and relieved and it's nice for our district. We I think we're some of the first to finish that out. Some of the districts haven't even finished their training and obviously haven't started the exam yet. and that won't take place until summer or fall. We were in uh the Dells this past week for sale and um as

004you know as a a reminder that is our when our leadership team gets together to continue to work on the 100 day plans. So we took a look at our data. The first part of our team um went to the Dallas and the second half of the team will head to West Alice and we'll work um there uh because we don't want to take all of the administration out of the district at the same time. So we have two sessions of that. That day went well. It's always a long day um to work on that and and then drive back and it feels like the Dells is a far a far drive but we make it through. Uh we also had just a recap on our f our February all staff learning day and I

005think a number of you were there for that as well. Um and that went over very well. was, you know, for all of our staff that day and we kind of centered ourselves on wellness and um had a great speaker here for for all of us. And then our staff had choice of moving through some sessions in the morning and then in the afternoon we had some um different work that the buildings worked on and then all of the departments went to different trainings. Um, I did have a request that I sent to you and I just wanted to confirm this with you that or the the April meeting dates for the board meetings would be April 9th would be our workshop and then the business meeting would fall on April 30th so that I

006can attend the super spring superintendent conference. I just want to make sure that's still okay. So Dana will go ahead and um confirm that on on our on the website. And then the last piece that I have for an update is um here we are sitting in weather, but I would like to propose that if we uh you know we'll get through this week and if there's no after the spring day from the from the day after you know the day we start back after spring break until um April 25th if we don't have any weather days in there. I'd like to do a planned weather planned snow day on April 25th which is Friday. Um, it also does fall during the time of the draft and so that also might be just a benefit

007in case we have families that are not wanting to be in the area. I have had quite a few families say that that, you know, they don't really want to be around. Some families do want to take part in it, but some families don't. Um, we also may struggle getting subs if we do have teachers that are ill or staff are ill and they don't come in. So, it could be a benefit for us, but the main reason is is it's we're we're allowed to do it. We have the time and if we haven't had any weather between when we get back from spring break and April 25th, I think um I know we'll be fine with with days. Okay. It is something that other districts do and I think that we're we haven't used

008any yet this year. So, we should be fine. Even if something happens tomorrow, we should still be fine. So, we'll move forward with that. That's all I have. All right, we'll go ahead because I don't I don't know. I mean, maybe they're not I hope that they're not on the side of the road somewhere, but I'm just hoping they're just not they decide to stay home. So, but I do have two students with me today and I'll I'll introduce them in a little bit. Do you guys want to go first or sec? Do you want to do activities first? Sure. Okay. So, um I have a long update for you uh because it's been a while. Um but some of our activities are going on. I'll kind of start with that and then we'll jump

009into the two that I invited with us today. Um, so the music department uh held their chilleric uh I think many of you were there on February 1st seems like so long ago and hosted solo ensemble this last Saturday. Um, and I'm going to let them talk about solo ensemble and so who we have you want to introduce yourselves. I'm sure you can do that. These two did a fabulous job. And by the way, these are two leaders that are um in our new triam. It's an honor society for our music department. And so these are two leaders of that. And so I'll let them introduce themselves and take that apart away. Hello, I'm Colton White, which you all know me, but I am the band president. Hi, I'm Morgan Misfin. I'm the choir president.

010I'm also the president of Triam and Morgan is the vice president of Tri. Um, just this last Saturday, the 15th, we hosted the district solo ensemble festival at our high school, hosting 821 events with 15 participating schools and over 2,000 people in our building. Sloan Ensemble is a very important part of our second semester curriculum for the music department as it has students work on their own as well as with the directors to prepare music and grow in their musical abilities. Each event at Soul Ensemble is scored on a 1 to5 scale with a five representing the least prepared events and a one representing the best performances. Additionally, exceptional performances from the highest category of difficulty may receive a score of one star. This allows the qualifying performers to attend the state festival hosted at

011WGB. Out of the 7 instrumental events for Pilaski students. 90 of them received the highest score or were eligible for state and 17 events received the second highest rating. Out of the 91 coral events for Pilaski students, 77 of them received the highest scores or were eligible for state and 14 events received the second highest rating. Besides the events in the festival, there were over 200 volunteer hours just from Palaski students within the Triumph, NHS, and Leo clubs. um is an honor society much like NHS that specifically recognizes m music students who are focused on being leaders within the community and with that Mrs. Brown Morgan and I were able to co-ound that together and we were able to get it happening this year and we're really excited about that and as a group Triumph

012hopes to continue to make a difference in our community to help represent music. Um to conclude we would like to thank all of you for your continued support of our music department as we wouldn't be able to do all the events and activities we participate in without your support. For example, the choir program is leaving tomorrow for Chicago. With your support and yeses to trips like Chicago, my peers and I will be able to learn and grow from musicians we will be working with and the musical events we will see. Thank you. Thank you. Thank you. Um so besides the music department, uh FFA hosted their like FFA week. I think it's national FFA week the 15th to the 22nd of February. Um and then last night they actually ho hosted the district 8 leadership

013competition um to which some of our administrators took place in helping uh judge that. So thank you to those guys. We did have a third place finish by Pilaski's Faith Conn. She is I believe a seventh grader. So the future there is pretty bright as well. Um musical Once Upon a Mattress seems like so long ago, but that was done in February. It was a wonderful show. I don't know if many of you seen it, but it was it was very good. um fishing club complete uh competed at the state in lacrosse February 14th through the 15th. They finished 29 out of 79 teams. They bagged what was called the sixth biggest pike on record. Um my nephew was very upset by that because he had the seventh biggest and it was within just a

014little bit and he was from New London, not Palaski. So heard about it. Um DECA went to state February 24th and 25th. I think was a great experience for them. I think our DECA is pretty new to those experiences. We used to be under a different organization, so they're kind of building that. But it was a good experience for those kids. Student council had a blood drive on March 7, um, and held their snowball dance on, uh, the 25th of January. So, a lot of stuff going on there. Um, bowling competed at state. Sid Hakes, uh, Eddie Marsh, Ben Marsh, Logan Braybant, and Ree Cornell. And also Spencer Hakes competed. And then I think Madison Caribou and Bentley Caribou also made it to the finals. So we had a lot of kids there representing forensics.

015Uh forensics hosted districts February 18th. It has been I can't remember how many years but I've been here 11 and they have not hosted in those 11 years. So we brought that back to our school for this year which was incredible. They will now go to state on April 11th which is in Madison. So, we have several kids. Um, Delahal, Laura Li, Yao, Mattie Rybeck, Josie, uh, Josie Kelly, Kitty Hurley, Liberty Burton, Ashlin White, Paige Duffren, and Kendall Moroski, and then also um, we have to dial. All right, you guys, come on. You're just in time. Um, and then Mr. PHS took place last night. And Noah Drebs is your 2025 Mr. PHS. So, that's pretty cool. Um, as far as sports go, right on time, ladies. Awesome. Okay, I'm going to start with these

016two ladies. I'm so sorry that you had to come out in this weather. I apologize. Okay. Is that middle school? You are Oh, okay. Yep. Okay. Sorry to you. Um, I'll have these ladies introduce themselves again, too. But the reason they are here is they are part of the 2025 Division 1 state championship hockey team. We have a co-op in hockey with many other schools, and they are part of that state hockey team. We have four girls that were on the team, and two of them could be here tonight. So, I'm gonna let them introduce themselves and just tell you a little bit kind of like the bio we did. Okay. Yeah. Hi, I'm Olympia Simons. I play defense. I've been on varsity for the Ice Bears for four years. And most of my favorite

017memories come from being in the locker room, surrounded in the team atmosphere, and just being able to be in there, play our music before the game, and get to know each other further, especially coming from different schools. Um, then I'm Brian Oson and I'm also a defense and I've been on the Ice Bears for three years. And my favorite part or like memory with the Ice Bears is just like always like being on the bus after winning from away games. I'm glad you guys think that's the favorite part of it. But it was pretty cool. So after they won, they came back and they were at Cornerstone and Mel the trainer and I got to go see them come back and we don't get to be at all their stuff very often because we're always

018hosting things, but it was really cool to be part of that. So, congratulations ladies. We're really proud of you and thank you for what you do. How many teams are in the co-op say? Uh, there's about eight schools right now in the co-op. There's a lot more schools that are inactive who don't have any girls who play, but right now as of right now, there's eight mostly just Green Bay area and then like Seymour and stuff. So, um, one more thing I'm going let them give another plug. Tell them what you've done in the last couple years as far as state goes. We in 2023, which is was our sophomore year, we won state and then last year we went back and then we lost in the championship game. So, we took a runner up

019and then this year we won again. That's pretty cool. Um, as far as other winter sports go, uh, wrestling held their annual PE invite on February 1st. We had four boys and two girls advance to state this year. So Jack Faulk, he took second at 106 at state. Harlo Skinnor took third at 145. Leah Kapla took six at 138. And the other ones that went were Brock and Brochious, Mason Taylor, and Andy Service. They all competed at state. So that was pretty successful. Um, dance also went to state. We had a lot of things go to state, guys. So dance participated at state on also on February uh 1st. They took third place in D2 kick and fifth place in D3 palm. And they recently held their triyouts for this next season already. So if

020you're a parent of a dancer, you'll know it is all year round. It's crazy how much commitment there is kind of like hockey to be honest. So um boys basketball finished their regular season at home on at the end of February and then they were the sixth play place play place play seed for playoffs. They ended up defeating Green Bay East in the first regional at home and then we traveled to West Appier and upset West appear. traveled to Ashwabanon, upset Eshwabanon, and then on the absolute most heartbreaking buzzer beater that I've ever been a part of, we lost at sectionals um against Notre Dame. It was absolutely heartbreaking, but I want to say this, what was really cool about it and you guys, you were there. Um it was such an awesome experience just

021because our fans and the culture of our community was just I just it was overwhelming and that's what you want. Hopefully, we get that for everything our kids do. But it was absolutely overwhelming and it was it was an awesome atmosphere. Agree. Yeah. Thanks, Judy. Um, girls basketball started playoffs as a six play seed and they also upset a team. They traveled to Luxembourg Casco and upset them and then they played at Marinette and we ended up losing to Marinette. So, but it was a good season for them as well in the end. Boy Swim had a great season. Again, they went to state which was super cool. Um, they took third uh at the D2 sectionals and six of our boys swimmers made it to state. The 200 medley team placed ninth at state.

022Senior Jayce Olsen beat the PHS 100 fly record. And our swimmers competing at state were Will Gussy, uh Patrick Reynolds, Carter Graassi, uh Conrad Pritsburg, and Bartolo, as well as um the medalist of Jay Olsson. So that was pretty awesome. Boys co-op hockey defeated Shboan South. The co-op team uh beat him 1 zero and they advanced to play the number one seed and they lost to Nina 5 to2. you know, was the number one seed. So, um, and then of course our girls are here. So, we have already started, believe it or not, spring sports. I know you're going to look outside and say, "No, we didn't." But we did. Um, and yesterday, actually, our softball team was outside on the field. Um, so we have already started half about half of our sports and

023the other couple start next week. So, we still have uh the rest of our boys baseball team to start. Pitchers and catchers started this week. The rest of them start next week. Girls soccer starts next week. tennis and boys golf. I don't know starts supposedly starts next week. What do you think? Yeah. No. So, um, but I just want to say this, like if you think about it, we have about a 90% rate of kids in our school that are involved in something that are actively involved. That is super high. It's not like that in the rest of the state. So, kudos to all of these kids. We have very talented kids. I was that Mr. PHS last night. We have very talented kids. Very nice, good, talented kids. So, thank you guys for awesome.

024That's it. All right, moving on. We will move to Mrs. Can I just stay seated? Yes. All right. I just wanted to piggyback on on one thing that you know because I'm as long as I'm here and I have your attention. Um, every single one of the students in the White program is going to state on at least one thing which is really commendable. Um, and with having uh 90 91 events that I was responsible for with being one teacher, I think that's pretty commendable, too. So, just have to give myself kudos. So, I um I can give you some information um regarding a potential trip to go to Italy. Um but also open it up to questions um of course because that's why I'm here. Um but some of you may know that we

025have um had a relationship with um a singer from uh Italy. Her name is Dominica Zamara. She's actually Polish born, but she um lives in Italy and she um is an opera singer and she um has been uh we had gotten connected through Pace and with Mark and somebody Mark knew knew her and she has performed with us a few times and she extended a um invitation for us to come to Italy to perform with her. So um with that invitation, we also thought we might see if we can perhaps have some sort of a a trip around that. um uh possible performance there. And uh so we put together um a trip through EF um and they're the groups who um tra do the travel plans for the Euro trip as well as the

026um the Oh, help me out here. FFA and their trip as well. Um, and we would be looking at doing a trip in um, during Christmas break of uh, 2026. So um, we're looking at December 28th through January 4th. Um, and we would it would be an 8 day trip. Um, seven seven to eight day trip. It looks like just seven um, on here. Okay. Um and the trip um would include a performance um in Rome um at a church in Rome. Um we don't know exactly what that would be. It it looks you know it's quite long ways out. Um uh Dominica has a connection with the Vatican. I highly doubt that that's where we be performing. I'm not trying to insinuate that. But um it's it's kind of exciting because she actually the

027one of the pieces that we performed um in December was by the person who composes music for the Vatican. So she has a really some really interesting and um wonderful opportunity for these students. Um so uh with that being said um I think because of the fact that we have had the um educational um tours early program before um I don't know if you want me to like talk about all the things they do but they're a really really all a a company that um covers all the bases basically really is good to work with and um does a lot of good things to be able to have things be safe and um worryf free for the people who are planning the trips. Um, as well as the fact that they have an office in

028Rome is is very um nice to have as a safety um idea for us, safety net for us as well. Um, but to give you just a general idea, um, we would be in, um, a CCI, we would also see um, Florence, um, we would go to Orto, it's another place in Rome. I mean another another place in Italy um and be able to see um of course the um different churches and explore hopefully um some other options not just options but like impromptu performances as well when you're we're having those types of um situations as well. Um and then and I don't think I said Rome but of course Rome would be included in that. Um uh and the price probably is the biggest issue, not issue, but just something that you might want

029to know more about. So the student price is coming in at 4,000, right around $4,000, an adult at um 4600. Um I would be inviting the current seventh through 12th graders um because when we go the seven this year seventh and eighth graders would be in high school and then just give the option for those students that are currently in um if they wanted to come back like we did with um Pasadena as well. Um so that would look like um if they they offer a program where you can pay monthly and the breakdown for that is 180 a month um for the student group and then 209 for the adult price um which then makes it a lot more easy to to um take on to chip away at the amount. Um, I did

030do a pre-poll the students and their parents to see what kind of interest we might even have because I didn't want to go forward if we didn't have any interest in doing this. And with that poll, um, I found out that 19 students and parents together. So, um, that would so that's roughly 40 people plus another 32 students said they were interested in going. So I felt that that was enough interest even if you don't generate that many people going on the trip that was still enough interest in going and um from what I understood from the um company rep is that with that amount of people who were interested in coming to the meeting hopefully that we would have um but uh as long as we get approved um they that would be able

031to get us the 30 that we're having as our goal to So, um I don't know. What else would you like to hear more about? A quick question. So, it's a pretty long ways away. Yes. Is there a refund policy? They have it. Um there is there's a part uh part of the price is the refund policy. Okay. Um and they have um I'm just looking for like what they call it. That's okay. I just curious if they have Yeah. Well, the insurance, yes, they do. You They have like just the basic insurance is already included in that price of the trip, but you can get additional insurance um that gives you like I I don't have the exact stuff right in front of me as far as like the peace of mind. I'm sure

032like everybody that has traveled before, you get like the different levels of it. So, yes, that includes that. Um, and they are, um, I have spoken with Paula Krauss and they they're extremely good with, um, being able to know if this is going to be uh, a safe place too, like to be able to go and like they're really good with working with those situations. And not even so much the safety as much as just like you said, like what if something happens? Sure. Do we have the safety of for those um families money? Right. And then the last question, so when when would the sign up period be? And then in conjunction with with the question, if somebody moves into the district, would they still have an opportunity to go as well if they

033miss that window? That's an excellent question. I don't have the answer to it and I'm I'm guessing yes, that we should be able to keep adding. They would have to catch up on the the the payments. Um as far I'd have to confirm that for sure. Um and then the planning or the period as far as like we would announce it um on the 31st of March, have the parent meeting um April 10th and then start um accepting um registrations at that time. Okay. All right. Thank you. Sure. Is there a minimum number of people that have to go in order to make this work? Uh not necessarily. If there if we don't have um 30, there will be just a um small uh fee that will be added on to the um each of

034the kids groups because it helps if you're above 30. And is there a maximum number of people you can accept? I don't think so. Um, and if we're floundering as far as like say we can't get up to that 30 point, there is an option she had told me about about co-oping with another school to go up with, which I thought was an excellent idea. So, but with having that um so much interest when I put out the Google form, that made me feel very good about that. But, you know, things change. So, this is the first time though, right? This this trip is the first time. Yeah, we've never I mean I've only been with the district for 11 years, but this is the first time that I know of that that we've done

035anything with music as far as going over. Now, it's a lot easier for us to travel overseas as a choir than it is for a band, of course, because there's a lot more equipment involved with bands. So, um, so I just thought I'd give her a try and wanted to do something different and, uh, and we had the opportunity kind of like said like saying there you go. So, thought go for it. And then, um, so other than the monthly like plan, is there going to be fundraiser opportunities? I'm guessing I know the booster club and stuff like that for maybe students that can't make that monthly payment or Absolutely. Um we do there's they have scholarship programs through um EF um as well. Um they we have um as you know an excellent booster

036organization that helps uh students um out um in many different ways and families and um and opportunities to be able to um also not just have the boosters um do the support but then like you can go and say work at the rush through the boosters and then earn money towards the trips and and those types of things. So that's um the boosters have a great um history of helping out the students. Um but I will be um pending approval of course um setting up tons of different opportunities for them to be able to make the um make the bank I guess call it. Great. Thank you. I move that we approve the choir trip to Italy as presented. I'll second a motion and a second. Anybody have any more questions? All those in favor?

037All those opposed? Motion carried. Thanks. [Music] Next December 26. Are you guys wants to go? All right. Sign up for Let's see. What do we have for a chapro and one choir? All right. Thank you. Uh we are on to insurance. Sure. So I will um give a little background here and then um Brown and Brown is on with us um virtually. I'm going um so um taking a step back. So um the district was facing a um 30% renewal on our health insurance plan. It was the second year uh that we couldn't get anybody else except our current carrier to bid on our plan as a group. um large increase district kind of had its back against the wall with insurance. We were able to negotiate that 30% over two years. So we received

038a 12% with an 18% pending. Um it was at that time um HR came to to my office and said can we explore um other options? We you know as we looked at at budget um you know we had to do something. We also had um employees who had brought forward the idea. Um benefits advisory committee had had mentioned it. Um we worked with other districts. So through uh an RFP process, we selected Brown and Brown as our benefits consultant to go down this path. Um we ended up going with a self- insurance model which we're here to talk about today. Um since then tremendous success with it. So, um, to our employees, we provide a better offering, uh, a wider network, uh, lower cost than where we would be. Um, so jumping ahead, this

039is not the renewal. Um, renewal will be coming at the April 30th meeting. I believe it's been moved to. Um, but you'll see, uh, a 1.7 million annual savings from what our prior plan offering is. So, not 1.7%, $1.7 million since 2022 had we stayed on the same plan we are on. Um, so that's been the reason during the budget process we always ask, you know, how are we able to um add position requests? How are we able to keep up with CPI when other districts are struggling? How are we able to have staff accept our benefits? Um, you know, if I forgot to mention 2022, we did a survey of all employees. um only 20% of employees took it. So, but you know, let's think about an employee survey on benefits. Not everyone's going

040to take it. It your majority of people are going to take it are going to have issues or be very happy with the plan, but we're only at 68% approval. So, 68% of staff are happy with the benefits offering. Um you're always going to have have that right. Insurance is is your second highest cost as a district, as an individual. It's your highest cost usually. Um so setting that um moving forward so into January now um I did a financial update major discussion was around insurance. So we talked about you know why don't we why don't we bid it out against um fully insured. We talked after that meeting and just decided to go ahead with it. So that's what we're here to discuss tonight. That's what Brown and Brown um will be talking about

041as well as sharing some other plan info. Um so again not not the renewal no decisions. Um this is really to provide information and clarity on the current plan performance um versus fully funded option. So any questions on that otherwise I'll hand it over to Brown and Brown. Mark Go ahead. Go ahead. So you pulled um staff in 2022 on their satisfaction of benefits. Have you done it since we've gone to the self? We have not done an all staff survey. Let let me take that back. We do an all staff survey, but it's just there's a question on there and you can comment on benefits of I think on the survey it's like one to five. What are you satisfied with? What you dissatisfied with? Benefits are on there. How we currently get staff

042feedback is through our benefits advisory committee. So it's made up of um employees from all different departments and buildings. They're their lead in their building. So when we get together, they bring forward, hey, this is what I'm hearing at my building. Somebody comes and talks to me. Um or we get feedback just directly to uh HR. And what feedback have you gotten on the self? Posit positives have been open network. So um 80% are still on what our current limited network was, but 20% have moved off. That's the number one positive. and jump in Stephanie if I'm um frustrations are usually individual ones of um how my claims are being handled um the process I had to go through to get approval you know your prescription ch plan change so it's mostly individual um I

043I wouldn't say I I couldn't say and we're meeting with the committee next month so we'll get feedback too I wouldn't say there's a general category of it's all individual issues with negative move. And don't you think that like some of those issues that you said could be fixed with education of how to properly use the plan? Because that seems like if if you would educate them on where you need to go, what you need to do, this would be easily resolved. Like and a lot of times it's um people and it's frustrating, but they don't speak up. A lot of ones when they do say something, you I just had somebody today can't get a physical therapy appointment. I doesn't sound right. I said, "Let me make a phone call and say,"Hey, this is

044our this is this individual situation and you get that service and they got it resolved today." So, um, you know, there are times where you call a number on the back of a card, you're not going to get the same service that that we can often help with. So, that's a good point. So, benefits are confusing. People don't understand benefits. So, it takes a lot. I have a couple questions. First of all, Lindsay, will you be prepared to meet with them and give them some good feedback that can come to the board? I know you're on that committee. Are you guys prepared to have properly pulled our staff to I think so like Mark had mentioned there's people from all of the buildings and different positions within so it's not just teaching staff but just

045go to like everyone is represented and has an opportunity to be there. Um, I haven't looked at the RSVP to see like who who's all going to be there, but I feel confident in my building and in my role as the PA vice president with talking to people outside of my building um about any insurance concerns. I feel confident that I can address um and the concerns that they've shared with me. And it it is a lot of what Mark just stated. A lot of it is individual concerns about their policy or how UMR or they had to call or this was a pre-authorization that they didn't know about or you know things like that that comes down to the education or benefits are confusing and they can be hard at times and um you

046know if we're calling the right people or not. So I do feel like that committee and I do feel like I feel like Mark listens. I feel like since we switched to Brown and Brown, Brown and Brown has been fantastic at those meetings. Um, so I do feel like those meetings are productive. Good. Thank you. So before we go any further, Mark, I want to back up and I want you to take us through this 1.6 million or 1.7 million. So give me the numbers where we started, what was proposed. Sure. So when I say 1.7 million, I say you'll see in the presentation, an 8% renewal is what we're looking at. So last year I I shared a $1 million number. Now that was not um compared to fully insured because we did not

047know. So looking at an 18% in 2324 we asked at that point what's our renewal for 2425 last year and they would not give us a rate cap which in my opinion means double digit increase at a minimum. We don't know what that would have been. Last year we had a 2% increase. So, we stopped in my mind, we stopped this, I'll just say we stopped the bleeding of this plan. So, last year, we don't have facts on what it was. This year, when you'll see um the renewals outside of a limited network, which are the only somewhat competitive bid, it's still more expensive. All wide networks, which was our number one complaint, are at 30% plus, did not bid. So we're saying looking at renewal potential 8% increase. Our plan cost $8 million. So

0488% increase compared to 30 plus. So 22% difference. If we if we had to take on that 30% renewal, that 22% of 8 million is 1.7 million. So if we would have stayed on that trajectory we were on, our plan would be costing us 9.7. So it's cost avoidance, not cost savings necessarily, right? You can look at it either way. I just want to go back and go get me the real number. So where did we start? So when we first moved to self-funded, what was the number we were at? Our plan was about 7 million. So we took on that 18% increase. So I'm looking at the board docs from that meeting and I have initial fully insured current premium 6.1 million that year. Yeah. So that when I say 7 million, I take

049um employees share in there as well. Okay. But but I want to talk about our costs, right? So we're comparing apples to apples. Yeah. So the renewal is on total plan. So you got to take off that portion. So that first year they it was 6.1 million and then what was told to us is we'd be at best case scenario 5.995 with possibly less spending. Uh moderate approach was 6.8, worst case was 7.5. And then we came in at 7.7. Is that So these are the numbers I need to understand because I'm not seeing it. Sure. And pull up. Let me take the employee portion out. And um Mandy or Jackie, if you're on there and you have it quicker, what is our our total cost this year? Oh, we are here if you can

050hear us. And I'm just pulling up the numbers here. because that year we were quoted it was we were at 6.1 and I think we were quoted looked it up this afternoon we were quoted 7.2 million fully insured through PA and then when I'm looking at the numbers it looks like it came in at 7.6 six million through self-insured and and I just I need to understand where all this savings cost avoidance call it what you will like I want to see these numbers laid out otherwise the way I'm understanding it Jen is so if we would have stayed so we we paid a million just I'm saying a million if we with the current plan had we gone with PA it would have been 2.7 million is what Mark is saying right I mean

051ultimately it's not really a it's a savings of the budget budget because we changed the plan which costs us less in the end but it's not really a savings because we had it's really an avoidance that's the way I view it where we're avoiding spending that money it's not it's not necessarily a savings to our budget though I just I have I have cost to the PL so 2425 now we're talking I have cost to the district of 6.7 million is where we came in at okay so 2425 what was the year for like let's just back this up. I just want to see it. I just want to understand. Sure. So, we're comparing apples to apples. So, 23 24 got 24 25 Oh, it's calendar year, right? January, December. No, ours would be f

052our plan is deductible is calendar year, but we're all fiscal year on page 10. That's calendar year cost. So, you're referring to the projection because we're trying to pull up to and what you're and maybe it's a good next step. I understand what the question is of the year-over-year cost and then if it is cost avoidance, labeling it as such, but kind of walking through maybe some of the claims changes that happened year-over-year as well, which would have then had a higher number with fully insured in that year, too. Um, but the reason it shows calendar year is because we take the last 24 months of data to project forward. So that's why it shows through December. When you get your final projection for budget, it's going to show through February or through March depending

053on when we get that final stop-loss quote. So that's why there's a little bit of difference in when we're talking fiscal year or calendar year. Right. And our our other complication is that at a renewal we used to know this is what we're going to pay per member. Now we have the practice of chewing it up. So this year and I'll work I'm pulling up 23 24. This year we assessed ourselves a 2% increase. Right now we're tracking at 101% of that. So I should be able to take that 6.7 times 1.02 and say it's 6.9 is what our plan cost us this year. to be determined because we're still paying bills through the end of the month and need to true it up or the end of the year. So, let me pull up

054um 20 23 24 we'll start. Yeah. And it doesn't have to be right this minute like get it before the next meeting. I just want to understand how these numbers are actually coming in and then if we have to take because I want to compare it apples to apples and I feel like we're not doing that just because if there's you know what the employees are paying us built into that number just give me what it's costing us I guess so I can have a real clear idea of that 1.7 million you're you're talking about I don't see so for 2324 net employer cost for the self the first year being self-funded was 6.6 million. All in it was 7.05 million. But then when you take the employee cost share out it netted out to

0556.6 million. I will say being self-funded that's an immature year which means those first three months July, August and September you don't pay a lot in claims because they're run out from the previous year which was with PA 360. So, um, that first year is always going to be a lower year, which is accounted for when you build projections when you're self-funded. But does that answer your question for the 2324 employer cost? Yep, that does. And then we don't have estimates at this point for 2526 to compare apples to apples with this number. We do 25 26 and next year what we're estimating that's a 6.9 you said that's in the presentation at 8%. So this year 20 So she just gave you 23 6.6 this year. Take that and add 2%. Is our projection

056for this year. District cost. District. Yeah. That's not loaded with place. So 6.93 is the cost of our plan this year. So now again jumping ahead, you take that seven million times, add an 8%. So 7.5 million district cost projected for next year. So any comparables that we're sharing, keep that number in mind. 7.5. So what you'll see what you'll see in a in a in an overall cost because we do care what our employees payer is the $8 million number which is employees who pay on one plan their $500,000. So that's our split right now. district projection for next year, 7.5 million employees pay half a million dollars for their own insurance. And I know we're we're going to get there, but just because we're talking about this now, the the 8% increase because

057the last two months were substantially better and most of your waiting actuarily is on your latest 12 months, that 8% is going to go in the right direction. So, just want to make sure um everybody's on the same page for that. That we're sharing a projection through December, but your January and February were very favorable. So, when we firm up those results, that number will look even better. Um, pending the claims continue to go in the direction they are. So, Mark, you referenced that RFP, which selected Brown and Brown. Yeah. How often do we do an RFP for They're the administrator, right? We call it the administrator in this role. administrator. Um, prior to that one, I don't recall when one was done. Um, we don't have one scheduled right now. Um, yeah, I mean,

058it's not realistic to move from self-insured to fully funded, back and forth, back and forth. It's not good for our employees, right? So, my question is, yeah, that's one area to squeeze. The administrative fees are are extremely high in my opinion. I don't think I I would I would take a step back on extremely high. So, let's talk extremely high. Our vendor prior everyone part of the RFP was to bid on fees. We were paying about $90,000. When you do the math on our current administrative fees, $56,000. So, not only on savings to our employees, but a savings on administrative cost. That's an annual cost. It's an annual cost. Okay. So, there's a percentage baked in there. Nope. Okay. Well, other other fees for pharmacy and whatnot. Um, I don't believe we actually have a

059percentage. We do. Uh, prescription savings is is percentage based. Um, that's the only one. But our all of our contracted partners are a per member per month fee. So, um, you know, you talk about that fee um, for us to take on the work. Again, even going to a selfunded model, our office didn't have a single FTE. all the work was handled with it. To do this, correct me if I'm wrong, we would need a full-time benefits coordinator. Um, we're not bringing them on for for less than that. So, um, is there an escalator every year for the fee or no? No, I don't believe so. Okay. So, I would say three to five years. If I had to say, hey, the board directs us to go out on this, would we do it? Is

060the same. We don't There are some partnerships that we do not go out for RFP every year. we do for the services. Um, and then it time it so it's not an annual it's not an annual one. Honestly, it doesn't even trigger an RFP at 56,000. So, it's a spending that within budget wouldn't require it. Um, it would require us to look at multiple quotes over time, but um, yeah, it's not high enough at that threshold. And I know we didn't get into the presentation yet and a lot of this is, you know, I talked to you on the phone about, you know, what it would be fully insured to move back or, you know, uh, whatever. And I don't think leaving the self-unded plan is really the right way to go. But because self-funded

061is so adjustable, I'm curious to know more about what we're doing to keep our costs low. So, for example, um what I'm talking about is, you know, marketing out our stop-loss carriers, which I talked to you a little bit about, Mark. And then um if we have an organ transplant policy or gene therapy protection um if we're looking at the pharmacy spending and bidding out for those loweries if we're checking at specialty medications and using a certain provider there to save money. Um I went to a session at um the state convention and you know they talked about using a certain RX group and they saved over $30,000 um their first year doing that. And then they also talked about like the clinical um partnerships and direct contracts to lower cost of solutions. Um and

062then they had like an inschool clinic for staff. So, not students. This is like an in, you know, um, school clinic for staff, which saved them $311,000. Um, also having like the ph um, physical therapy, um, and having that kind of type of contract and also a contract for imaging like MRIs, CTS, X-rays, and then creating a care navigation road map. So, kind of like talking about the staff education, if they don't have something that really directs them into where they need to go, then they're not using the plan to the capacity or the best way that they should, which also will lower their cost if they're educated properly on how to do that. So, that's really I mean I I don't think moving to fully insured is the smart option. I just think what's

063smart is if we can work with Brown Brown and if they're doing this. I don't know. I don't work with them every day. You guys, you know, work with them more than we do. So, I just want to know what they're doing to keep our cost down. And then that also, you know, brings me to, you know, are they fulfilling what we need to lower this cost for us? Because and and I'll I'll let them get to the presentation eventually. Of the nine items you mentioned, seven out of nine I can check the box that we are doing. Okay. The other two we have we we've discussed. The clinic has been a large discussion. That's that's a tough one based on our footprint. So, but we've talked about it. And then a direct contact, direct

064contract for imaging, we don't have yet, but it's been discussed. So, on those other ones you all mentioned, and um I'm going to let them speak to it. Okay. Earn their fee. And then one more thing. Yeah. And then just one more thing too is how often we're looking at trends. Um I don't know if it's like once a month, every three months. Um that was something also I made note about. And then just that continuation of educating the employees um on a plan like this. The more that they're educated, the better it works in our favor, too. I think all of those are crucial and we knew going into it that we were going to be in charge of these levers and making sure that we're pulling the right ones. Um and it's it's

065not easy. So, in this year, we took on the physical therapy contract. Um and we also took on the organ I don't know the proper term. I'll let them do it. um organ transplant and reinsurance. So um we are moving those um and again um working towards working towards saving. So I'll let some touch on those details of the program, but to your point th those items are are happening. When I bring in insurance renewal or I shouldn't say I when when the district comes with an insurance renewal, we don't go through all those strategy ones. In the benefits advisory committee, we will talk about all of those things. Um what we're seeing, why we're doing it, um and then messaging it out. So that's really the key. So no all good points and and

066like I said we are doing almost all of those. Okay. We do meet with them once a month to talk about we are doing that. All right. Great. Thank you. Any other immediate questions? More to come. All right. Um I will hand it over. I'm I'm kind of driving the slide so I will keep up with you if you want to start. Sure. Sure. and appreciate all the the feedback and it does sound like maybe um you're looking for some of that more detailed information that we're going over um on a week on on more of a monthly basis. So, a couple of the data points that you asked for is on one of the upcoming slides as far as the savings that are coming from those. So things like the physical therapy um specialty

067savings that was um done in an R that has yielded 147,000 just on the specialty carve out piece alone. Um Palaski is in a three-year contract, but we actually marketed that outside of the contract because if there is a significant savings, sometimes breaking a contract and moving earlier will actually yield still some savings. So, we're still proactively doing marketing even if the overall term date isn't up just because especially in areas like prescription and some others the market is changing so much that we want to make sure we're doing our due diligence there. And then in some of the main areas um self-funded solutions that has yielded a great savings for Palaski has been the Samaritan Fund which is the charitable organization. that one solution that we had brought has saved over $1.5 million annually

068for the district and will continue to be risk mitigation because if that solution did not exist that would be back on the plan at 1.5 million um as those were the previous lasers. So just a few things and and as Mark said we can absolutely go back in each of those categories. We want you to all feel confident about the work that Brown and Brown is doing and how we're leading that strategy and also open to your feedback if there's other things that you would like to see. Um, but a lot of what you mentioned is in the slides today, but I think you're possibly looking for some more detail that we can provide as a as an after to the meeting as well. Does that sound good? Yep. Yeah. Okay. Um, Mark, I know

069that you're driving. I did because we had a little bit more time. There was an update in the monthly reporting that you referred to at 101% since it's going in the right direction. Would it be possible if I share my screen with that updated or is that maybe not going to work? Yep, that would work. Okay, great. I'm going to try to do that. And then also there were some questions I know that came in from the board. We created one extra slide just based on those questions. Um, and we can send that out as an update as well. All right, looks like the presentation is loading. Can everybody see in presentation mode now? Yes. Yes. Okay. Perfect. And I know um thanks for being flexible with us. I know virtual it's it's hard to

070see faces. So please if you have a question, do not be afraid to interrupt. I I'll try to pause for questions in between the slides as well. Um so starting off, this is should be a familiar slide. This is something that uh when you were looking to go self-funded and and for all the right reasons as just a reminder to the things that have occurred um since. So having that open access was one of the biggest changes with the network. So going from PA to the choice plus network being the nation's largest largest network we've seen some transition to other systems and then most importantly the risk mitigation strategies um a few of which are labeled on here that you've mentioned as well. So Samaritan Fund this is showing at 1 million we're actually up

071to 1.5 million. Um, payer matrix is a specialty solution I referenced that had $147,000 in annual savings. And then the um, physical therapy first strategy and contract which was just deployed um, and is doing well utilization wise. So that updated reporting we're showing now through February data is at 101% loss ratio. So 100% would would be um exactly expected premium equivalents. Um and with that because January and February have improved the projection that we were referring to with the 8% increase when we firm that up and go through either February or March data depending on when that final stop-loss comes in um those numbers will be more favorable at that time as well. We do look at high-cost claimants and what is coming in your total claims as well as your total number of high-cost

072claimments. So your total high-cost claims which is defined as members above $58,000 in spend are down about $100,000 year to date. Um previously they were about 29.8% 8% of your spend and they're at 23.1% of your total spend. Some of that is because of some of the solutions that were implemented are deploying those in other areas and getting that risk off of the plan. Um, but those are going in a favorable direction as well. So, those are the big the big points just with the overall data. We always like to see that in the high 90s by the time it gets to the end of the year. um that would say that we've budgeted correctly and that we're combating trend because trend is around 8% as well. So each year when we're looking at what

073is 100% of our premium equivalence, having that be lower than that 100% is always helpful when it comes to budgeting time. Questions so far on that part? All right, the next slide shows a few more of the details that go into the numbers. So you can see on the bottom right it is over the course of July through February. The yellow line is the premium equivalent. So you can see how November and December were pretty hot. Um again based on when deductibles start over, etc. That's pretty common. And they've come back down January and February. That's broken out between your fixed costs in green, your prescription claims in dark blue, in light blue, then what those net medical claims are um in comparison to the premium equivalent. So any month you're higher than that yellow

074is when you're over 100% of expected costs, which is expected throughout the year. It's really that year end that we're looking to hit that 100%. And then the bottom left hand side also shows any fixed costs um for the plan. So there are a lot of different um items in in some of these and I I know there was some questions on that as well. So administrative being any thirdparty administration um broker fees etc. There's a few things that go into administration. Specific stoploss is just all of your stop-loss um for the individual. Aggregate stop-loss is going to be the aggregate amount, the million-doll protection that Palaski has um for aggregate stop-loss insurance. Transplant is called out differently. Impurex does have an admin fee that is included. And then other fees and credits. So, we

075take fixed fees for Samaritan Fund, your RX rebates, and any other cost avoidance fees, which would be payer matrix fees as a percentage of savings for what they're able to remove from the plan. And that's added together then um to get you the total in in the other bucket. And then the HSA funding is below the line, but we still like to track that just as a highle budget item for the group. And one other area I'll call out just in this um plan report if you're not familiar with seeing it and the top chart we look at the employees by month as well as the members. And then each of the fixed costs medical claims and prescription claims. And then in that column right next to it claims over specific deductible. This is going

076to be the claims that are reimbursed by the stop-loss carrier. So they've exceeded that specific deductible of $115,000 per person. And that'll give us our net paid claims. When you subtract what stop-loss is responsible for um to the right then the cost versus premium equivalent. This is where we're getting the loss ratio. So you can see by month some months you know starting in July we're at 97% then we're at 112. That's the exact same data that's reflected in this bottom right just as a visual. And then the bottom right blue bar shows where we're at year-to- date, which was reflected on the previous slide of 101%. Also, um to the board member question, um as well about just employer costs, we are tracking those contributions on a monthly basis so that you can see

077the employer cost uh versus the total cost. Any questions? Okay. Um, another data point we're looking at is by plan. So, you have the PO plan and the high deductible health plan. There is about a 50/50 enrollment split between the two. So, 50% of your employees are enrolled in the PO plan and they drive 60.7% of the spend. Whereas 49.8% are in the high deductible and drive 40% 40.8% 8% of the spend. That's a very common trend that we see. Those that have more chronic illnesses or are higher costs usually are enrolled in the PO plan as those have more um expected costs versus the high deductible health plan where you're paying 100% out of your pocket until you reach that that total deductible. So um very common trends that we see across all employers.

078Okay. And then high-cost claimants. So, as I mentioned previously, this is going in the right direction. Um, we have a claimant that is over um specific deductible by about $63,000. So, that amount is being reimbursed by stop-loss. 8 months into the contract year and having one individual hit your specific deductible is a really good place to be in. Um preliminary stop-loss results you'll see are around a flat which trend for stop-loss on any given year can be between 10 and 20%. So having that preliminary at a 0% increase due to the really good claims um is a great position to be. We also market stop-loss every single year to a lot of carriers because this is a market where we don't need to have fast friends, right? If one stop-loss carrier is going to give

079you a 20% discount, it's a very easy thing to move stop-loss carriers. So, this is even if we are at a 0% stop-loss quote, that is put to the market in case somebody else is going to give us a negative quote. So, to answer that question, stop-loss is a great marketing tool that we use each year. Um, organ transplant was newer, but that is something that we look at as well. and Palaski did receive a significant reduction um from the last board approval in their stop-loss by implementing organ transplant um because that risk then comes off the stop-loss carrier. All right. Um one of the biggest area that drives costs on a self-funded health plan is going to be the discount. So um being the Choice Plus network and one of the largest networks, we

080expect to see over a 50% discount. That's the benchmark for Choice Plus. And we see that on average um through the network is 53.1% discount. If we look at a few of the other secondary areas, there's some cost reduction um that occurs negotiation on um secondary networks and then there's coordination of benefits that occurs as well as tele medicine and out of network claims that then brings the the overall percentage down a tad to that 52.3%. So again, this is something that's provided on a monthly basis as well to make sure that we don't all of a sudden have a significant claim that is hitting out of network because that hurts um the plan uh significantly as that percentage is usually much much less than the 50% you're seeing here. Questions? All right. Um, a

081few of the other areas that we like to understand when we're looking at the overall health of the plan is how it's being utilized. So, we a few things to call out. There's a lot of data on this page, but but some of the ones that really stuck out to us were just the increase in admissions for inpatient as well as emergency room and urgent care. So, inpatient admissions increased about 32%. Now granted, the amount that they're paying per admission is lower than last year, it's still a larger amount of admissions. So 18 hospital admissions um currently whereas prior year to date was only at 13. So something we keep an eye on that also can be an indication of future claims. Emergency room and urgent visits have increased 38%. And then overall usage is

082going to look a little bit higher. Um, again having to do as Mandy was stating, it's a little bit of immature data in 2023. So all of these numbers should be up a little bit because those first three months a lot of those claims were were flowing through the previous carrier. Um, and when we say a lot of visits are up, that's even things like well visits. And again, that really shows us that it also has to do with that immature contract. Um, so a little bit of apples and oranges and then as we get into another year of data, we'll start to normalize with two fully mature years of data. Questions on the ER visits and seeing the potentially avoidable. Um, so it went up just by one if I'm looking at this correct,

083but so that means that we had um employees that went to the emergency room where they could have went to an urgent care. Yeah. So to clarify just a little bit, you're correct. It's 11 current year to date versus prior 10. However, because It went away. It went away. I didn't mute. I'm not quite sure. Oh, you're back. Can Did you lose for a minute? Jackie, I think that was on our end. Okay. Jackie and I Yeah, we heard beeping and we could hear each other, but not you guys. So glad we're back. Yes. added that Nick Phillips says that we're having some power surges. So, he said we could have some power surging here. [Laughter] Yes, we did. So, I'm I'm not sure where I lost you. Um I I was stating because of

084the amount of people. Yes. It even though it looked like it was more, it really went down. Yeah, you were actually down 23% which even go down more if we educate properly as well. correct as to when you should go to the ER versus an urgent care. Absolutely. And that's always to educate on and it saves a potential amount of money. Jackie talking. Can you guys hear me? I I can hear you, Jackie. Can you guys hear me? Sorry. I don't know if you heard the question, but we did not hear your response. Um, sorry about that. So, um, I I think the the conversation was around education, um, which we would absolutely agree. Any amount of avoidable um, ER visits is not great. Um, one thing that we always like to remind the group

085is that usually those ER visits, we cut those in half for what we feel is actually avoidable. If somebody goes to the emergency room for chest pain and they they actually are diagnosed with anxiety, it'll show up on here as an avoidable ER visit. But we still want them to go to the ER for chest pain. So on average about 50% of those because it's just based on diagnosis code are avoidable and 50% of those um are likely something they should have went in on, but the diagnosis code is falling under this bucket. So there's been a handful that that would benefit from that education for sure. Although it's been a a decent reduction in terms of per 10,000 about 23% which sounds big but the numbers are kind of small um from last year.

086So we agree even even one person that we could avoid is a save for the plan and a save for them as well. Thank you. Absolutely. Other questions? All right. One of the areas we wanted to bring up well um as well is just the TEDoc utilization. So uh year to date January through December when we're looking at that 12 month uh time period the savings to the plan has been is $78,654. That savings is generated after you have a TEDoc call. You state where you would have went. Some people wouldn't have went to the doctor at all. Some people would have went to the emergency room. Some would have went to urgent care and some would have went to primary care. And each of those buckets has an average amount next to those and

087that's how that savings is generated. So it's fairly accurate in the amount that was saved by the plan from TEDOC utilization. Um so annualized that's almost 40% utilization which is higher than we see in other populations and I know there was different campaigns that was done within Palaski to grow that number. So something we would like to continue to see trend in the right direction as it's beneficial for members as it's 247 access to virtual solution and it's great for the plan as well as it it falls right to the bottom line. All right, I'm jumping into the preliminary projections. So this is the budget that um was being discussed at the beginning. This is employee and employer cost because when we set the overall increase, we're doing so for the overall premium equivalents. And

088then we can absolutely break that out in terms of employer and employee cost. And in fact, as a followup, even on this slide, we can add in the employer verse employee cost um specifically on how that 8.8 would shake out. Um, as we had stated with January and February being beneficial, um, that number is likely to go down, but we wanted to walk through kind of the snapshot in time. We like to do a preliminary projection when things aren't finalized just so we have that kind of stake in the road um to know where where we're coming in budget-wise. So, we're looking at two different experience periods across the 24 months. So the prior period being all calendar year of 2023 and the current period being calendar year of 2024. Again, those dates are going

089to fluctuate as we push forward and we're looking at two more months of claims data. So you can see the total paid claims in both of those uh first rows on line one. The amount over the specific deductible, so that's the amount being reimbursed by the stop-loss carrier. You can see from one year to the next has decreased because there was some plan change from 22 to 23. There is a decrement or increment change um that we place in there based on different network changes based on being an immature plan year etc. So that is taken into consideration when we're looking at the last 24 months. Those give us our adjusted paid claims. We do not want to subject any of our high-cost claims to trend because a lot of those are being paid by

090stop-loss. So, we're not going to um double dip and increase your budget by an amount that stop-loss would be um paying out. So, we take out the amount that is not subject to trend and that gets us row number six, which is our overall claims subject to trend. We multiply that by 8% as that's the current trend. when we look at medical and prescription combined based on your utilization of both of those buckets and then we're trending that out to a 71205 effective date. So that's why you see a little bit of different numbers in the math in each of these buckets because it's trend Can you hear us now? Yes. Can you guys hear us? Yes. All right. It's not you. All right. Um, which line did I lose you on? Massive discount. You

091were going to give us line trend. Okay. So, the trend. Um, so line seven. Um, if we were at trend, then when you multiply that through, that's getting us to our when we add back in the claims that were not subject to trend, that's row eight. That gives us our annual trended claims on row nine. And then we look at your enrollment during that time period. So that's going to be that's going to look really high, but each month we're counting that as a unique enrollment. We are not counting any adjustments for any other changes that may be made um at renewal time when we're bringing those renewal changes. So this is just baseline. That's why you're seeing 1.0. So your trended claims per employee per month. We're waiting the prior 12 months at 40%

092and your current experience at 60%. Um those are actuarial values based on your size of what is um warranted for waiting um on each of those categories. And that gets gives us a blended expected claims of $1,38261. We then also want to add in our fixed expenses. So that's $38747 or 43, which brings us to our total claims and expenses per employee at $1,7704 versus where the premium equivalents are set today at $1,627, which is why it's calling for the 8.8. Probably an easier way to look at it is to the right in the green, those are the dollar amounts. And again this is employee and employer together. So the expected claims are at 6.9 million. Fixed expenses at 1.9. The estimated annual total cost then is at 8.8 versus your current premium equivalence at

0936.1 which gives us a delta of $77 excuse me $715,000 increase is what that 8.8% comes out to be. A few quick notes that are important because we're making assumptions. This includes a a 0% increase from stop-loss. That's by far your largest fixed expense. So again, we took this to market. Preliminary stop-loss quotes were favorable. There were several that were at flat and one that was even a tad negative. So once we are able to firm those up, that firm number will be able to be reflected in here, but we're already assuming that at a flat increase based on um marketing. And then as I mentioned, the the blended trend that's that's utilized is the 8%. Of the overall fixed expenses, that is only a 1.1% increase. So fixed expenses based on your third party,

094based on stop-loss, etc. We're estimating at a 1.1% increase or $22,000 total in fixed expense increase for the next year. And a reminder that we do include the fixed expenses of Samaritan Fund in here as well, which based on your participation and the the risk mitigation of $1.5 million, the fixed expense that is paid by the district is 240,000. questions on the projection. All right. So, a few things as we dive more into self-funded versus fully insured, which we know was um part of the exercise that was asked for today. um wanted to to break out the components that we typically look through. So, one of those being cost structure. Um I don't want to assume that everybody is aware of all of the differences, but I know everybody has a good general understanding. So,

095feel free to stop me at any of these items if there's questions. We know that in a self-funded arrangement, you as the employer are paying for health claims directly. And then the insurance that you're paying for is stop loss, which is protecting you more against the catastrophic loss, which is at $115,000 per person. And then $1 million in aggregate versus fully insured, you're you're paying a fixed premium. You have that same expense each month regardless of if the claims are better or worse. the financial risk, you're capped on a self-funded basis with the overall exposure because you have that a aggregate amount. So based on where the expected claims are at, the aggregate amount is set at 125% of expected claims, which would mean that if you did go over that amount, there would be

096protection and coverage um for any claim over that amount for Palaski. Fully insured does have predictable yearly costs as we mentioned, but over a five-year period um we know in the industry and statistically have shown that they are higher than overall self-funded plans. The biggest reason for that is because the levers that you can pull on fully insured are significantly limited. Um in fact, it was mentioned in in pretty pretty good order the amount of things that is expected of Brown and Brown to run. Those are a lot of things you can't do with fully insured. So, um, we get excited to do that type of work to be able to yield, um, some of the high savings that have has happened for the plan. Um, and so that's why the trend on self-funded is

097is generally uh, much less than fully insured. Plan customization on self-funded, you own the plan document. So, you have the final say as the employer. Fully insured, there's very limited customization and the insurance company has the final say. Business size self-funded is usually for employers over a 100, although with the increase in things like captives. We're seeing that get a little bit lower even to the 50 employee range. And then fully insured, we see it's most advantageous for employers under 100, more so for the cash cash flow perspective. Um, and less variability based on that employer size. Access to data. In a self-funded world, you have all the access to data. So, we can really target uh you know, things like we look at avoidable ER. When we do certain communication campaigns, we can watch

098that number go up or down. And that's just one data point, right? So, there's different things that we can do to to help the health of a plan versus in fully insured, it's pretty limited. Fixed fees or what you have control over. um in a self-funded environment, we're at 22%. Um fully insured, it's 100% fixed fees, right? So if if there's um good consumerism, you might feel that on the next renewal, but it's not going right into um the Palaski budget. Specialty carve out we wanted to make note of. Again, it's available in self-funded. Carveout is not available in fully insured. There's some co-pay assistance and some very small um things you can do on the specialty side, but it's not full patient assistance, which you have today. And that's saved annually 147 almost 148,000

099um for that that prescription plan um through payer matrix. And with fully insured, you'd have to put those 300 medications back on the formulary um with no assistance for those members. Direct contracting. We know that we can have a direct contract with specific providers. We're doing that today with advanced PT. We've talked about uh nearsight in the future for medical or acute situations. Um things like imaging emergency room now is starting to have some unique solutions. Those are all things you have the ability to do direct contract. In fully insured, it's limited. um through health partners fully insured they do offer the Belling clinic as a nearsight but it's part of their insurance plan so it's it's very limited PA 360 had PA etc charitable organizations uh again this is something that we're the most

100proud of in terms of overall reduction in um in liability to the plan 1.5 million annually and in a fully insured environment you could still continue that. Um, but you're going to lose sight of the claims and the ability to facilitate any more than that. So, it would really be limited in the future. Um, and a lot of times when you lose sight of that, anybody that's on that charitable organization um would be able to come back onto that fully insured plan. Marketing and high utilization years. So, self-funding, you have an expanded stop-loss market. So, you have a very, very poor year one year in stop-loss. there's a whole market that's dying to get your business. That's something that you don't get in the fully insured world. I know that that happened with Proa, right?

101There was a very limited fully insured um market that was willing to bid on Palaski for quite some time based on the high-cost claims that were on the plan that have since been mitigated. In the self-funded environment, we have other stop-loss markets that we can Just just a quick question. Just a quick quick question for the board. Do you need her to go through this fully insured information? Is there anybody here who would like the board to consider moving back to fully insured? Is there anybody here? Not now. What? And why don't we Jackie, can you hear us now? Yes, we can. I I think what I'm I'm sensing is can can we get a um twominute overview of the fully insured bidding very high level is where I think we if we need that

102of of where it is. Yeah. Or I can even touch on what what high points I think need to be said. Um if that's fine that it I mean if you want to I don't think so the fully insured bids came back. What what you'll see is we received bids from two groups. Um health partners is a limited network. We not include PA which you can see on the right. 75% of our people use PA. Um the only one that is a fully injured would be network health broad network. So 32% compared to our 8%. So again we're at that 22. The big one that I want to highlight is your your big markets your PA anthem WPs still will not touch us. So, um, we're good on the I think that that's clear, not

103an option. But, um, again, I as we're untouchable to these markets, it does not make sense to go through this practice of bidding fully insured every year, I think if we put it out three years, um, or if something were to change in our situation to kind of put it on that schedule for a comparison. Yeah, I think it was good to get the numbers, but and then the the other one that came up is with moving the meeting to April 30th. We'll have to talk about our open enrollment is the first week of May. I don't know if we can bring renewal to a workshop. Again, the renewal is setting employee premiums. That's the only approval. So, um otherwise, we have to work on our end of moving open enrollment back if it's not

104going to be approved to the 30th. So, Okay, let's talk about that in a minute. Let's let her finish and then we'll figure that out. So, fixed I think. Yeah, I I think if there's any question for Jackie or So, so a couple things um and so we can move past if there's any questions on the fully insured marketing. I know there was um a fixed fixed question, but then also there was some additional questions that came in in between in regard to different spousal coverage trends. Um, this is something I can go through today or I can send out. Really, really depends. But I I wanted to be mindful of the questions that came in and and create we we provided some information on that as well. Yeah, let's if you wouldn't mind covering

105this quickly. Um, this was one of the this is one of my questions. Um, we don't have this slide, I don't believe. No, this is the one that I created in the meantime. Um, it came in between in between the meetings, so we were happy to put it together, but we can we can send this over to me. I can send them out to date on achievement to the board. Yeah, absolutely. So, I can go over this then. Uh the spousal coverage impacts that we looked at um which I know Pilaski's looked at a few times just in regards to do we do a spousal carveout? Do we do a spousal search charge? Do we do a cash and loo? Um there are deeper analyses that we can do on these but we wanted to

106provide the high points and be available for any questions on these. When we look at the overall um benchmarks in the industry it's about 13% of employers that are imposing some type of a search charge and 10% that are excluding spouses altogether if they have access to other healthcare options. So around 23% total are taking some type of a spousal um step within that searchcharge. Um you do have $272 spouses on the plan. The range of a search charge is anywhere between $100 to $250 per month with an average of about $150 would be $1,800 a year. We do see 85 to 95% typically stay on the plan depending on what that searchcharge value is. So a number of factors talking. All right. We could we you could hear us, but you we couldn't hear

107you. We Yeah, we can hear you. We can hear you through the computer speaker. So, if it goes out again, just keep presenting. We are able to hear you. Okay. Okay. We'll work through the beeps. Sounds good. And we'll assume no questions. I promise we're not doing that on purpose. All right. Um, so sir charges I was saying that 85 to 90% typically stay based on the value. So if a competitor uh or if a employer has a very rich plan and there's a search charge on the plasky side, it's going to be a different movement ratio than if there was a um less rich plan. and then depending on what your search charge value is. So that's something we can dig into a little bit further, but want wanted to give you just that

108that high level. And we're seeing about 5 to 15% exit the plan and you have 272 spouses is a search charge for if the spouse is offered insurance through their employer or wherever. Correct. if they have access to other health insurance that that is only when the SP that that applies. So the 2722 spouses on the plan not 100% of those aren't going to have access to other insurance. Is there any tool in this that if a spouse does carry uh their insurance that that is always the primary insurance that's used? Um because if they bill us as primary and them as secondary uh we we carry the burden of denial on that. Um yes and there is there is some language in the plan doc. I would have to pull it up. Um however

109it depends on on what their language states as well and if they're stating that primary falls on the other employer as well. So, there's some some different scenarios that we would run into with that. And I would I would add to that, too. We don't usually see people double covered with insurance nowadays, just given how insurance costs have increased so much over the last couple decades. So, to Jackie's point, there's coordination of benefit language in plans. Um, but it's pretty rare that somebody would double cover themselves. Yeah. Usually if there's um dependent children sometimes there's some coverage there etc but it's more rare. Other questions on the search charge portion I'd also add too and I know Jackie kind of like talks about it or adds it in the key consideration section. Anytime there's either

110of these strategies, sir, charge or cash in loo, a lot of what happens is it's not all things created equal with the the population that drops off the plan. You tend to lose the healthier risk that will go first because they don't necessarily have a a need to have as rich of a benefit. Um, so they'll take they'll take in a cash and lose situation, they'll take the cash and join a less rich benefit if it's a family member. um or in the case with the search charge, we'll see them pay the search charge to get the benefit that's richer through Pilaski, for example, than through another employer. So, that's a component to this analysis that needs to certainly be considered because it is it's material. I just wanted to add that. Yeah, absolutely. Um

111the other program then is that cash and lose. So, we know that 124 employees currently wave coverage. If you did a cash and loo program, um you know, we've seen ranges on the low end from 2,000 to 8,000. The median range for cash and loo is 5,000. Right off the bat, that would be an additional 620,000. So, you may lose additional employees from the plan, but you're also paying the 124 that have already waved coverage. So, that's an additional cost right off the bat. So, that that one's a hard one. um to implement when you already have so many waivers. if there wasn't as many waivers to be able to entice the waivers um you know we see employers evaluate it but we also seen employees employers you know more so go away from the

112cash inlue for a variety of reasons and some of it is what ma Mandy mentioned in the key considerations um but that would be a significant upfront cost to Palaski to do a cash and loop room questions. All right. So, I did add in the appendix um some of the fixed fee details. I know there was some additional questions about exactly what was included in some of these buckets. Um we did provide just a highle definition too that can be sent out. um to the to the board in whole on on what some of these things mean, but wanted to ask specifically, is there any section that you'd like us to go through or answer more questions on from the fixed fees? I'm good now. Okay. Has it been considered anything with radiology as far

113as direct contracting or in what context? Right. So yes um that has been on the docket um as well as emergency services um there is more so just a where you're getting the care completed um you know hospital versus freestanding etc. So, those have been conversations um but has not been the the largest the largest change or savings that we've seen when we've done the analysis for the district. And then I think one of the others that was mentioned was care navigation as well. Um, we did do that analysis. Ultimately, not something we moved forward with, but if there's any solutions that you're interested in that that maybe we've reviewed that that weren't necessarily brought forward or you have questions on, we'd be happy to put together that information as well. Some of those things

114I know if the savings doesn't make sense or there's too much employee disruption um you know some of those things may not be considered or were maybe considered a couple years ago if there's newer board members again happy to provide any of that detail. Thank you. Is there any other questions we can answer? I know we went through a lot of data and some of it painstakingly with the interruptions. So, we apologize for that and thank you for your patience and thank you for the flexibility for the remote opportunity. It's be safe that the weather is pretty gnarly right now. So, we get to renewal, it's going to be the final proposal shared with us. Yeah. So, the the renewal will be a couple things. One, we need to meet with benefits advisory committee to

115discuss with them. The renewal looks like one budgetary wise we should charge ourselves an 8% and then how do we handle that on the employee premium side is really the noting that once we set premiums that's set but we may change what our premium equivalency is with with how that year ends but yeah approval is simply what what needs to go on the employ side. Will you talk with them about that spousal search charge too especially as you're looking at we have to increase their premiums. Is that something they'd like to see to offset? I mean, quick numbers. That's a half a million dollars if we went that route. Yeah. Yeah, that that can be a discussion point. Um the benefits of isn't talking point yet, just based on that number that waves. Yeah. Um

116but we will discuss the potential of fossil search. Yeah, we'll have that discussion with them. So, how many days do you guys need? So the 30th meeting with of course the next day being May 1st. How many days do you guys need to prior to open enrollment? Um so I haven't been through open enrollment here so I'm not quite sure everything that needs to be done and what run will help us with. Um but generally it it's a significant undertaking to get all our program updated employee navigator getting the benefit guide updated. There's a lot that needs to be updated. Um I would say Probably the ninth would be the best. Um, will everything be ready then by then though? No, I would say we're when when we talked um when it was the 23rd

117um we don't have a meeting on the 9th, right? We have it on the 9th and the 30th. I guess that would all renewal information be in by April 9th. Is that doable? That's a question for Brown and Brown. But well before the 9th. Do not give it to us the 9th. Like let's build some days in there because we know how this goes. When when could you guys have it to us for sure, Jackie? It would have to be the fourth for that Friday beforehand. All right. I'm just I'm just looking at a calendar quick and making sure because the biggest part is going to be firm stop loss. So, let me just check really quick here and and we can talk about this. I mean I don't know how everybody else feels but

118if it's I mean have a special meeting for that and you know Alison if you're you know away you know maybe doing virtually or something. So um the and it might be something we need to just talk about a little bit further. Um firm stop-loss is nine months of data. Sometimes we can get them to firm with eight, but it's most common at 9, which would be through March data. And through March data would come around 4:10 is when that data is released. So that would be the worst case scenario. And I just hate to put us in a position where um we don't have exactly what you want days in advance. I know that that's a key point here. Well, I don't we'll we'll work on a schedule and work on if it's a

11930th meeting. Yeah. Is open enrollment set by us or by Brown and Brown or what is that date set by? Because can that date be? It can be pushed back. I know Trisha's already started submitting that to a lot of our benefit carriers. Um so I don't know how much work she would have to do to get that changed to a different date. Well, you guys explore that all and come up with some recommendations. All right. Very good. Anything else for insurance? All right. Thank you, ladies. Thank you very much. Thank you. Bye-bye. Byebye. All right. Next up is handbook. Um, so just recommending a couple different changes. um early the effective date, changing it to next school year. Um adding a couple position titles. Um we are looking to change um the teaching and

120learning admin to a teaching and learning coordinator. Um and then also changing Dana's title that's already effective. Um the next one, we are adding verbiage about breaks. Um just want to make sure that it's a clear policy and not so vague. Um the same with attendance that's later down in the list. Um pay dates for um compensatory time. Um WRS requires that you are paying out that time um within the year that it is paid to them. So we had to move those pay dates up a paid cycle. Um let's see. PTO schedule changing that from 187 days to 120 days. um just because we had some part-time employees who weren't covered by that 187 days. So, I want to make sure everybody's covered. Uh change PTO payout. We are recommending switching it from after

12110 years of service to 5 years of service for a $5 per hour payout. Um talked about attendance. Uh replacing all of the links under title N policies and the other policies for direct connection to the policies. um had some people having issues getting to those policies, so making it easier. And then also changing the Title 9 training to the previous 2020 trainings. Um and then it asked that we add cyber security training to the list of annual trainings as well. Any questions? I have a couple. The first one being it talks about wage increases. It says all employees will receive a performance evaluation that may be used as a basis for compensation. Do we actually do that? What page is that? Uh it's on page six. Meaning so when we authorize the pay raise,

122do the administrators work with the staff and distribute it or is it like No, the only time it would be used would be to withhold if somebody had a performance issue. But in my five years, we've not withheld based on performance. That would be the only We in fact we don't do a model of here's your aotment manager meet with your employees that hasn't been a district practice. So the only time that that language would be applicable would be in a situation where rate was withheld. Okay. And the other question was around that unused PTO. So, I understand the move from 10 to five, but don't we think there should be like a five to 10, like 5, 10, 15, 20, it's a pretty big gap in there. And I mean, looking at the past

123personnel reports, I mean, there there there's I don't want to say a big number because Mark's going to say it's not big. No, there is a certain number of individuals that fall in that window and maybe it's $5, $7, $10. We we we honestly talked about 5 10 15 and I didn't want it to align with amount per hour because I didn't want to confuse people. So then they said I have six years. How come I'm not getting six? Um we really just wanted to be more inclusive. So um to change that gap yeah I mean we could um I I wouldn't see I don't see an issue with it. Okay. Um those are only two things I had. Propose it. Tonight's night we approve it. Yeah. I'd like to see us add that after

12410 years of service. I I'll say $7 just because it's the halfway point between five and 10. Or or do you just want us to align 10 with 10? Mark, go ahead. I had I had some staff reach out to me about PTO and I talked to Ellison about it. What is the average amount of PTO the staff or the employees use per year? There's 10 aotted, right? You're allowed 10 per year. How many do they use? Depends on the circumstance. Depends. What's an average? I would guess four to six. I mean, you pro you honestly probably have Yeah, I would say average is probably there. You you probably have teachers probably have 30-year teachers who don't use it very often and have are at capped in our PTO. Uh if you go back to

125when 2003, there was groups that were allowed to be in. So, I I I believe right now you're capped at 720 hours. Is that correct? Some people are grandfathered in that they have additional there are people who have max that looked I think the approval rate's too high but I think the the goal for the goal for the administration and us is to not have them use PTO unless it's absolutely necessary. Right. Right. Because then you're paying for that eight hours twice. Right. So, so my suggestion and my would was to lower the acral rate more to where they actually take their days four to six. Oh, sure. Right. And then increase the payout because they have some incentive not to take it because if they take PTO, we're paying twice for that eight hours

126as opposed to what if they don't take the PTO. So, I would never recommend removing time from employees. That's not a good precedent to set. Um really is that in is that standard for the industry to for 10 days? You were saying it is but in most industries it's far less. It's you also have to remember that includes sick days, right? That is sick time. It's all the time, right? But I don't think most employees use 10 and I would think that most employees that they use 10 every year would probably be frowned upon. Would that would that be accurate? It depends on depends on the position. the staff member that reached out to me was was more focused on the payout increasing the payout to increase the incentive not to take the pay but

127having enough days for the unplanned sick or the the medical appointment that's but most people don't use 10 lower the approval increase the payout is what they receive kind of pushing more people to leave because say that again if you're increasing the payout amount and lowering the payout amount aren't you really kind of pushing people to leave no that's not that money in there, but it is a little bit of an incentive not to take your PTO. And and if we were to increase the payout amount, we would have to reduce and we and we'd have to retroact and cap it because of people who have banked over 20 years and a half. Right. So, he's already suggesting raising a couple bucks. And I like your idea of five, five, 10, 10, 15, 15, 20,

12820. Is that what you're saying, right, Mark? Yeah. Um, yeah, we can add a category. Um, is that is that budgetarily sound for you? Like I I let's not put ourselves in a in a further predicament financially. You're really only adding the five because most companies I work for, big commercial companies, it was 3 to five days for sick time. Yeah. And then you you also have to think over a 20 year career, chances are you're going to have one surgery where you're going to have a long-term leave or what then that's when that's when people really lose this time or I shouldn't say lose utilize it. I'm certainly not trying to take away a benefit. I'm just trying to increase the payout at the end because I think that's terribly low. So could we

129right now comfortably go 5 10 15 20 20 I don't think is one that we had that would be adding a category. Yeah. Well 20 20 years which is 15 bucks today. Yeah. So just give it to us straight. Well I would need time to to see how many people leave in that category on an annual basis. Um, moving it from 10 to 5 doesn't change much. No, I I say we adopt the change. In my opinion, we adopt the change presented and you get us some data and we can talk about it next time. Okay. Because we're we're only making it better by moving it from 10 to five. Yes. Yeah. I Yeah. I' I'd be comfortable even if you wanted to do the 5 10 15 and leave it at three categories. Um

130I'm trying to think of somebody with a larger payout how that would impact. Um and and the hard part for budgeting is usually usually happen in June. We're not always prepared for them. So then all of a sudden we'll see a you could and there would be no budget impact. 5 10 15 is 20 is the same as 15 then. Right. So we could do that too. Yeah. If anything I would do that just to help with years of service. Yeah. So I I just would recommend we improve what we have brought to you because this we've looked at. this is sound and we will have some conversation and we will bring it back. That's what I would recommend. And I would say when Mark I know we're almost there. I'm I'm running numbers in

131my head that and there's no you're talking we can just talk about it. Yeah. You're talking. The impact is if you're sitting at that 20 years of service and you have accumulated and get paid out for 720, it's three $3,600. That's that's the difference. If it's $15 versus $20, right? And even how many people leave on a yearly basis, right? And 15. So, definitely don't want to take anything away. Just want to make it clear. And I want to say that I encourage teachers and staff to use their PTO. Um I mean I I work for a company and you are only allowed to have so many built-up hours and they make you take it because you need to have work life balance. So please use your PTO when you need to use it. That

132is what it's there for. And you don't need to be sick to use it. Absolutely use it when you need to. I We have budgets for this. It is. It's built in. Take your time. Exactly. Okay. Any other questions? Just need a motion to approve it. I move to approve the handbook provisions as presented. Second it. Motion to second. Any other questions? All those in favor? All those opposed? Motion carried. Thank you. All right. Personnel. Um, we have Lissa Corson starting with us next school year. She has 14 years of teaching experience. Um, coming from the Green Bay School District and has her master's degree. Um, and I know she's very excited to get approved tonight. Good. How are you guys doing with I know that you opened up those uh positions seen some application

133flow. There's been quite a few applicants for all the jobs. So, good. Quite a few of them. Good. Look forward to seeing some more next month. I'll make a motion to approve the personnel report as presented. I'll second. Motion, a second. Any other questions for Stephanie? All those in favor? I. All opposed? Motion carried. Thank you. And then we just have February budget report. Um budget report. Nothing nothing to report on. We're looking fine for year end. Um you'll see more on 2526 as you know hear from legislators and attend some of those sessions. So, are we going to be able to close the gap anymore this year? I know we had a budget deficit. Do you have any thoughts on that? It it really all comes down to revenue limit, which um you know,

134we're basically set on what we know for expenses with insurance, position, staffing, um and CPI. Uh we just do not know where our revenue limit is set because we're in a budget year. So, um I I do not know on the revenue side where we're going to net out. So, I don't know what we to close the gap on. So, this current year is what they're debating right now. Yes. And we will not it's assumed that we will not know by July 1st. So, we will start our fiscal year without knowing what our is. So, but we will have to know before October the annual meeting and setting a tax le and you you will start to see um districts around us approve increases. So, you're going to you will start to see that I

135think a couple went will go tonight. I believe one went on Monday night. So we did just get notification that the joint finance committee hearings are starting in April and Kakana is a local one April 2nd. So public is always welcome to attend those. And I know I threw it on our agenda tomorrow to have a conversation because we used to as a team go and and speak about how the budget impacts us special ed teaching and learning, you know, hiring, all of those types of things. So, um, and there were three other dates, I think, in April around the state. I think they, someone sent it to us, like I got an email about it. Someone sent it. I think I sent it. Um, I also got it from Oh, Wasby government relation team.

136I got an email from um what the chatter was from the day at the capital. um when our Brown County districts kind of talked to Whimberger was our best bet is going to be to ensure that the the special ed bucket is where we place the funds. So because that's the best that's the best, you know, equalizer across a district is being able to um have the money spent and put there. So I don't believe anything is going to move too quickly in the climate that we're in right now. So, I think we're um there's going to kind of be a little bit of a domino effect. So, to answer your question on closing the gap, you look at special ed, they're pitching 60%, we're at 30%. So, our our local cost is $6 million.

137So, we get aid of 2 million. They go to 60%, all of a sudden we have aid of 4 million. So, you're talking a $2 million swing. Yes, there's restrictions on that spending, but it does offset your local cost. So, we're in in limbo of a potential swing of $2 million in funding and we do not have the answer yet. Don't think we'll get 60. We will not get 60. Like, you're thinking though, Mark. Um, just a question on the referendum update. Is there any way in our next budget update we can just get a high level because there's some big checks being written every month? And I'm just kind of curious. Yeah, I saw I saw your question from the um February meeting that it wasn't at I'll throw that report in there for

138the board. All right. Thank you. That's all I had. All right. Anything else? All right. Second citizens forum. Anybody want to speak? All right. Next workshop meeting, April 9th. Uh we'll have the plexi news update. I'm sure there'll be a few more things on that agenda. Um that will be at the middle school. So, make note of that. That's all we have. We got to adjourn. I move to adjourn. I'll second it. Motion a second. All those in favor. Good night.