Apr 22, 2025 Board Work Session

I THINK YOU LOOK VERY CUTE. GOOD EVENING. I'M NANCY HUMPHREY, BOARD PRESIDENT AND PRESIDING OFFICER,

[00:00:06]

ON TUESDAY, APRIL 22ND. ON THE BOARD'S BEHALF, I WISH TO WELCOME ALL OF OUR VIEWERS AND ALL WHO ARE PRESENT WITH US THIS EVENING.

AT THIS TIME, I ASK SUPERINTENDENT WILLIAMS TO VERIFY THAT WE ARE IN COMPLIANCE WITH THE PROVISIONS OF THE OPEN MEETINGS ACT FOR NOTICE OF THIS MEETING.

PRESIDENT HUMPHREY, I VERIFY THAT THIS MEETING HAS BEEN POSTED IN COMPLIANCE WITH THE PROVISIONS OF THE TEXAS OPEN MEETINGS ACT.

ALL RIGHT. THANK YOU. I'D LIKE TO INTRODUCE MY FELLOW TRUSTEES AND STAFF SEATED AT THE DAIS TO MY LEFT, SUPERINTENDENT DR. THERESA WILLIAMS. TO HER LEFT, DR.

SELENDA FREEMAN, DEPUTY SUPERINTENDENT FOR LEADERSHIP AND OPERATIONS.

BOARD SECRETARY. THIS IS WRONG. TARRAH LANTZ AND BOARD MEMBER JERI CHAMBERS.

TRUSTEE KATHERINE GOODWIN AND TRUSTEE MICHAEL COOK.

SEATED TO MY RIGHT IS VICE PRESIDENT DR. LAUREN TYRA, AND TRUSTEE ANGELA POWELL IS ON HER WAY.

AND JOHNNY HILL, DEPUTY SUPERINTENDENT FOR BUSINESS AND EMPLOYEE SERVICES.

AND THEN TO HIS RIGHT, LISA WILSON, DEPUTY SUPERINTENDENT OF TEACHING, LEARNING AND LIFE READINESS.

AND DOCTOR PATRICK TANNER, ASSISTANT SUPERINTENDENT FOR TECHNOLOGY SERVICES.

AND DOCTOR COURTNEY GOBER, ASSISTANT SUPERINTENDENT FOR STUDENT, FAMILY AND COMMUNITY SERVICES.

AND OUR CHIEF OF STAFF, DANNY STOCKTON, IS IN AUSTIN TODAY.

SO, HE COULDN'T BE HERE THIS EVENING AT BOARD.

WE'LL MOVE TO ITEM TWO. PUBLIC COMMENT AT BOARD WORK SESSIONS.

THE BOARD PERMITS PUBLIC COMMENT REGARDING AGENDA ITEMS ONLY.

DR. FREEMAN, DO WE HAVE ANY SPEAKERS ON AGENDA ITEMS? PRESIDENT HUMPHREY, WE DO NOT HAVE ANY SPEAKERS REGARDING AGENDA ITEMS THIS EVENING.

OKAY. THEN WE WILL MOVE TO THE CLOSED SESSION.

[3. CLOSED SESSION]

ALL RIGHT. THE BOARD WILL NOW RECONVENE. OPEN SESSION ON THE TIME IS 7:28 P.M., AND WE WILL MOVE TO ITEM 5.1,

[4. RECONVENE OPEN SESSION ]

[5. DISCUSSION AND ACTION ]

AND I WILL HAND THIS OVER TO DOCTOR FREEMAN. THANK YOU, PRESIDENT HUMPHREY.

BOARD OF TRUSTEES, WE ARE VERY PLEASED TONIGHT AFTER TO AFTER A VERY RIGOROUS INTERVIEW PROCESS TO BRING FORWARD A CONSIDERATION AND APPROVAL FOR SEVERAL APPOINTMENTS. WE HAVE ANDY JACOB FOR SHEPTON HIGH SCHOOL PRINCIPAL.

JOSH HOWARD, DOCTOR. JOSH HOWARD FOR ACADEMY HIGH SCHOOL PRINCIPAL.

CASSANDRA DUNCAN, HENDRICK, MIDDLE SCHOOL PRINCIPAL.

AND JANE LASWELL, CTE CENTER PRINCIPAL. AND YOU ALL RECEIVED THE RESUMES LAST NIGHT IN MY EMAIL.

SO YES, WE DID. THANK YOU SO MUCH. SO, MAY I HAVE A MOTION, PLEASE? I MOVE THAT THE BOARD OF TRUSTEES APPROVES THE ADMINISTRATIVE APPOINTMENTS FOR SHEPTON HIGH SCHOOL, ACADEMY HIGH SCHOOL, HENDRICK MIDDLE SCHOOL, AND THE CAREER AND TECHNOLOGY EDUCATION CENTER FOR THE 2025-2026 SCHOOL YEAR.

AS PRESENTED. SECOND. OH! RIGHT. I HAVE A MOTION BY VICE PRESIDENT DR. LAUREN TYRA, A SECOND BY TRUSTEE ANGELA POWELL, THAT THE BOARD OF TRUSTEES APPROVES THE ADMINISTRATIVE APPOINTMENTS FOR SHEPTON HIGH SCHOOL, ACADEMY HIGH SCHOOL, HENDRICK MIDDLE SCHOOL, AND THE CAREER AND TECHNOLOGY EDUCATION CENTER FOR THE 2025-2026 SCHOOL YEAR AS PRESENTED.

IS THERE ANY FURTHER DISCUSSION? I'LL JUST SAY I'M ALWAYS APPRECIATIVE WHEN WE SEE STAFF MEMBERS FROM WITHIN THE DISTRICT MOVING AROUND AND PROMOTING, AS WE HAVE IN THIS CASE, BUT THEN ALSO BRINGING IN REALLY TALENTED FOLKS FROM OUTSIDE THE DISTRICT.

SO, WELCOME THOSE OF YOU WHO ARE NEW TO PLANO AFTER WE VOTE HERE.

BUT ALWAYS APPRECIATIVE TO SEE BOTH OF THOSE THINGS.

AND A LOT OF TIMES OUR PRINCIPAL APPOINTMENTS ARE MADE AS SUMMER APPOINTMENTS.

BUT IN THIS CASE, YOU KNOW, TWO OF THESE SCHOOLS ARE ON INTERIM PRINCIPALS RIGHT NOW.

AND SO, I VERY MUCH APPRECIATE Y'ALL DOING THIS QUICKLY.

AND I KNOW THE SLA TEAM HAS BEEN SUPER BUSY ON THIS.

SO, WITH BOTH SHEPTON AND ACADEMY WHICH BOTH HAVE INTERIM PRINCIPALS RIGHT NOW.

I APPRECIATE YOU REALLY DOING THIS TIMELY. ALL RIGHT.

[00:05:05]

ALL THOSE IN FAVOR, RAISE YOUR HAND. AND I DON'T HAVE TO ASK FOR OPPOSED BECAUSE THE AGENDA ITEM PASSES SEVEN ZERO.

AND WITH THAT, I WILL TURN IT BACK OVER TO DR.

FREEMAN. WELL, THANK YOU, BOARD OF TRUSTEES. SO, WE ARE NOW EXCITED, ALL THESE SMILING FACES OUT HERE IN THE AUDIENCE.

AND I WOULD LIKE TO INVITE RYAN STEELE AND DOCTOR JENNIFER PEARSON, BOTH FROM SCHOOL LEADERSHIP AND INNOVATION, TO COME UP AND INTRODUCE. ALL RIGHT. THANK YOU ALL VERY MUCH.

IS THIS ON? AM I GOOD? THIS IS GOING TO BE FUN.

NOW IT'S GREEN. ARE WE GOOD? STILL TESTING? WHAT AM I DOING WRONG? Y'ALL. HELP ME! IT'S NOT ME. YOU WANT ME TO TALK VERY LOUD? DOES THAT WORK? I CAN OH, I'M COMING OVER HERE.

I'M MAKING THIS WORK PERFECT. NOT PERFECT. OKAY, THIS IS FINE.

THIS IS GREAT. ALL THINGS ARE WONDERFUL. OKAY.

GOOD EVENING. PRESIDENT HUMPHREY, BOARD TRUSTEE, SUPERINTENDENT WILLIAMS AND CABINET.

I AM VERY PLEASED. AND WE THANK YOU FOR APPROVING THIS.

SO, THANK YOU ALL VERY, VERY MUCH. I'M PLEASED TO SHARE THE ANNOUNCEMENT OF CASSANDRA DUNCAN AS THE NEW PRINCIPAL AT HENDRICK MIDDLE SCHOOL.

THANK YOU FOR SAYING THERE'S CASSANDRA. CASSANDRA EARNED HER BACHELOR'S DEGREE IN SOCIAL SCIENCE EDUCATION FROM ILLINOIS STATE UNIVERSITY AND BEGAN HER CAREER TEACHING MIDDLE SCHOOL SOCIAL STUDIES.

HER PASSION FOR CREATING MEANINGFUL LEARNING EXPERIENCES LED TO HER PURSUE LED HER TO PURSUE A MASTER'S DEGREE IN CURRICULUM AND INSTRUCTION FROM BRADLEY UNIVERSITY.

OVER THE COURSE OF 12 YEARS IN THE CLASSROOM, SHE HAD THE OPPORTUNITY TO WORK WITH STUDENTS AT THE ELEMENTARY, MIDDLE, AND HIGH SCHOOL LEVELS. SHE DECIDED TO GO INTO ADMINISTRATION TO EXPAND HER IMPACT ON STUDENTS AND TEACHERS, AND THIS DECISION LED HER TO SAINT XAVIER UNIVERSITY, WHERE SHE EARNED A SECOND MASTER'S DEGREE IN EDUCATIONAL ADMINISTRATION.

FOR THE PAST 11 YEARS, SHE HAS SERVED AS THE ASSISTANT PRINCIPAL AT BOTH THE MIDDLE AND HIGH SCHOOL LEVELS, AND SHE CURRENTLY SERVES AS THE ASSISTANT PRINCIPAL HERE AT RICE MIDDLE SCHOOL. THROUGHOUT HER CAREER, SHE HAS FOCUSED ON BUILDING STRONG RELATIONSHIPS, NURTURING A POSITIVE SCHOOL CULTURE, SUPPORTING EFFECTIVE INSTRUCTION, AND CREATING SYSTEMS THAT HELP EVERY STUDENT GROW AND SUCCEED ACADEMICALLY AND PERSONALLY.

JOINING HER TONIGHT ARE HER HUSBAND, KEVIN. PLEASE STAND KEVIN AND HER CHILDREN, IAN AND AINSLEY.

DUNCAN. THANK YOU ALL VERY MUCH. CONGRATULATIONS, TESS.

OH, WAIT. WE'RE BACK, WE'RE BACK. OH, WE'RE BACK, WE'RE BACK. THANK YOU, SIR.

THANK YOU, RYAN, FOR TAKING THE HIT FIRST. SO, I'M SUPER EXCITED TO CONTINUE ON WITH OUR THREE HIGH SCHOOL PRINCIPALS.

SO, I AM VERY PLEASED TO SHARE THE ANNOUNCEMENT OF MRS. JEAN LASWELL AS THE NEW PRINCIPAL OF OUR BRAND NEW PLANO ISD CTE CENTER.

JEAN EARNED HER BACHELOR'S DEGREE IN BUSINESS ADMINISTRATION FROM TEXAS A&M UNIVERSITY COMMERCE.

SHE BEGAN HER TEACHING CAREER SHARING HER PASSION WITH HER STUDENTS IN COMPUTER SCIENCE, ACCOUNTING, BUSINESS, MARKETING, AND ENGINEERING AT THE HIGH SCHOOL LEVEL.

HER PASSION FOR EVERYTHING CTE LED HER TO PURSUE A MASTER OF ARTS DEGREE IN CAREER AND TECHNICAL EDUCATION FROM BALL STATE UNIVERSITY.

AFTER FOUR YEARS IN THE CLASSROOM, SHE DECIDED TO GO TO THE INTO ADMINISTRATION TO EXPAND HER INFLUENCE IN THE AREA OF CAREER AND TECHNICAL EDUCATION.

FOR THE PAST 14 YEARS, SHE HAS SERVED AS AN ASSISTANT PRINCIPAL AND PRINCIPAL AT TWO DIFFERENT CTE CENTERS IN TWO DIFFERENT DISTRICTS.

SHE WAS INSTRUMENTAL IN BUILDING BOTH OF THESE PROGRAMS FROM THE GROUND UP, INCLUDING THE FACILITIES, THE PROGRAMING, STAFF, RECRUITMENT, COMMUNITY AND BUSINESS PARTNERSHIPS, AND WORKING WITH PARENTS AND STUDENTS.

HER PASSION FOR EVERYTHING CTE AND STUDENT SUCCESS IS EVIDENT IN EVERYTHING THAT SHE HAS ACCOMPLISHED IN HER CAREER.

JOINING HER TONIGHT ARE JACK LASWELL, HER HUSBAND.

CHRISTINA ESTÉFANO, HER DAUGHTER. DAVID ESTÉFANO, SON IN LAW.

AND HANNAH, HER GRANDDAUGHTER IS NOT HERE. BUT WE'RE GOING TO GIVE A SHOUT OUT TO HANNAH.

SO, CONGRATULATIONS. JEAN, WE'RE SUPER EXCITED FOR YOU.

AND THEN MOVING ON, WE HAVE DOCTOR JOSH HOWARD AS THE NEW PRINCIPAL AT ACADEMY HIGH SCHOOL.

JOSH EARNED HIS BACHELOR'S DEGREE IN MANUFACTURING ENGINEERING FROM MIDWESTERN STATE UNIVERSITY AND HIS MASTER'S DEGREE IN ADMINISTRATIVE MANAGEMENT FROM UNIVERSITY OF NORTH TEXAS AT DENTON. HE BEGAN HIS CAREER AS A PRODUCT SUPPORT ENGINEER AND WORKED HIS WAY TO PRODUCTION ASSURANCE MANAGER BEFORE MAKING THE SWITCH TO EDUCATION.

[00:10:08]

HE JUST RECENTLY COMPLETED HIS PHD IN EDUCATIONAL LEADERSHIP AND POLICY FROM TEXAS TECH UNIVERSITY.

FOR FOUR YEARS, HE SERVED AS AN ASSISTANT PRINCIPAL AT THE MIDDLE SCHOOL AND HIGH SCHOOL LEVEL, AND FOR THE LAST TWO YEARS HE HAS BEEN THE DIRECTOR OF CAREER AND TECHNICAL EDUCATION, WHERE HE BEGAN SEVERAL NEW PROGRAMS OF STUDY AND OPPORTUNITIES FOR STUDENTS IN STEM AND ROBOTICS. JOINING HIM TONIGHT ARE LEANNE HOWARD, HIS WIFE, AND COOPER HOWARD, HIS SON.

WELCOME TO PLANO. AND LAST BUT CERTAINLY NOT LEAST, WE KNOW THIS FACE. ANDY JACOB IS THE NEW PRINCIPAL OF SHEPTON HIGH SCHOOL.

ANDY EARNED HIS BACHELOR'S DEGREE IN SOCIAL SCIENCE EDUCATION FROM NORTHWESTERN UNIVERSITY AND HIS MASTER'S IN EDUCATION FROM LAMAR UNIVERSITY.

ANDY'S WHOLE EDUCATIONAL CAREER HAS BEEN HERE IN PLANO ISD.

HE STARTED AS A TEACHER AT THE LARRY GUINN SPECIAL PROGRAMS CENTER FOR SIX YEARS AND THEN MADE HIS TRANSITION INTO ADMINISTRATION WHEN HE BECAME THE ADMINISTRATIVE INTERN AT SHEPTON HIGH SCHOOL FOR TWO YEARS. ANDY THEN BECAME THE ASSISTANT PRINCIPAL AND EVENTUALLY THE ASSOCIATE PRINCIPAL OF STUDENT ACTIVITIES AT PLANO SENIOR HIGH FOR THE LAST 11 YEARS BEFORE TRANSITIONING INTO THE HR DEPARTMENT TO WORK AS THE COORDINATOR OF EMPLOYEE RELATIONS.

JOINING HIM TONIGHT ARE MADDIE JACOB, HIS WIFE BENJAMIN JACOB.

HIS SON, BECCA IS AT A DRILL TEAM PRACTICE, SO SHE'S CHEERING ON FROM ACROSS THE PARKING LOT HERE.

AND THEN ALSO BETH AND JACOB, HIS DAUGHTER. SO WELCOME, ANDY.

WE'RE GLAD THAT FOR YOUR NEW ADVENTURE.

ALL RIGHT. BOARD MEMBERS AND CABINET, DO YOU HAVE ANY OTHER DISCUSSION? WELL, WELCOME TO THE NEW FOLKS TO PLANO ISD. WE'RE GLAD TO HAVE YOU ALL VERY MUCH.

AND GLAD THAT IT'S FUN TO SEE US. BORROW AND NOT BORROW OR STEAL PEOPLE FROM OTHER GREAT OTHER DISTRICTS.

SO, IT'S GREAT TO SEE THAT. SO WELCOME. AND MR. JACOB, I JUST NEED TO SAY TO YOU. THANK YOU FOR YOUR LEADERSHIP.

YOU ARE MY BOTH OF MY CHILDREN'S MINISTER WHEN YOU WERE AT PLANO SENIOR HIGH.

AND I JUST HAVE TO SAY, ONCE A WILDCAT, ALWAYS A WILDCAT.

HAVE FUN WEARING BLUE AT SHEPTON. BUT WE KNOW THAT YOU HAVE THAT GOOD OLD WILDCAT SPIRIT WITH YOU WHEREVER YOU GO.

WELL, IT WAS A VERY RIGOROUS AND LONG PROCESS.

WE ARE SO EXCITED FOR ALL OF YOU TO BE JOINING TEAM PLANO ISD.

AND THAT'S TO OUR NEW FOLKS FROM OUTSIDE THE DISTRICT.

AND THEN WE ARE SO HAPPY TO HAVE TWO INTERNAL CANDIDATES.

MOVING INTO NEW POSITIONS AND CONTINUING WITH OUR TEAM.

AND WE'RE JUST VERY PROUD OF ALL FOUR OF YOU.

AND WE ARE SO EXCITED TO HAVE YOU ALL ON BOARD.

SO, CONGRATULATIONS AND WELCOME. ALL RIGHT. I GUESS THAT ENDS OUR DISCUSSION IN ACTION, BUT WE'RE SO THANKFUL THAT YOU'RE HERE AND THAT THESE CAMPUSES HAVE GREAT LEADERSHIP.

SO, THANK YOU FOR HAVING YOUR FAMILY HERE TONIGHT AND LETTING US HAVE THAT.

CONGRATULATIONS TO YOU AND YOUR FAMILY. SO, WE WILL NOW MOVE ON TO ANOTHER ITEM AND YOU ARE FREE TO LEAVE IF YOU DON'T WANT TO STAY FOR THE BORING BOARD MEETING. Y'ALL CAN TAKE PICTURES. I'M GOING TO GO.

OKAY. THAT'S FINE. ALRIGHT, SO WE WILL MOVE TO ITEM SIX.

[6. REPORTS]

THE 2024-2025 SHAC REPORT. AND I WILL TURN THIS OVER TO LISA WILSON.

THANK YOU, PRESIDENT HUMPHREY, SUPERINTENDENT WILLIAMS AND THE BOARD.

I AM ACTUALLY GOING TO KICK THIS OVER TO DR. GOBER AS HE LEADS OUR SCHOOL HEALTH ADVISORY COUNCIL, AND HE'S GOING TO GIVE YOU THE ANNUAL REPORT.

THANK YOU, MISS WILSON. AND TO OUR BOARD. THIS IS OUR ANNUAL REPORT ON THE SHACK COMMITTEE.

AS YOU KNOW, THE SHAC IS OUR SCHOOL HEALTH ADVISORY COMMITTEE.

THIS COMMITTEE EXISTS BECAUSE OF A BOARD POLICY AND LAW.

SO, OUR BOARD POLICY THAT STATES THE BOARD, THE LOCAL SCHOOL BOARDS NEED TO CREATE A LOCAL SCHOOL HEALTH ADVISORY COUNCIL.

AND AS SUCH, WE HAVE OUR SHACK. WE HAVE 12 MEMBERS ON OUR SHACK COMMITTEE.

[00:15:02]

WE HAVE TWO NON-VOTING MEMBERS ON OUR SHACK TEAM.

YOU SEE THEM REALLY IN THE BLUE MARGIN. THAT'S MOLLY AND STACEY AND TELLO.

AND THEN WE HAVE THE REST OF SHACK IS REALLY ALL PARENTS AND COMMUNITY FOLKS.

I'M SORRY. WE HAVE TWO OTHER STAFF MEMBERS. THAT'S JANET HOWELL AND LAURA ZIMMER.

THOSE ARE, THEY'RE ON SHAC, BUT THEY BUT THEIR STAFF, THEY ONLY HAVE TWO STAFF AND TEN PARENTS AND COMMUNITY MEMBERS.

WE HAVE FOUR MEETINGS THROUGHOUT THE YEAR. THIS IS A NON-LEGISLATIVE YEAR, SO WE DIDN'T REALLY HAVE A LOT OF NEW LAWS OR NEW CURRICULUM TO COVER.

OUR FIRST GOAL OF SHAC IS TO DO JUST THAT. AND THAT'S LOOK AT ANY NEW CHANGES IN LAWS OR CURRICULUMS OR POLICIES.

WE DIDN'T HAVE A LOT OF THAT, BUT WE DID GET A CHANCE TO LOOK AT SOME TEKS RELATED TO HUMAN SEXUALITY AND REPRODUCTIVE HEALTH.

WENT THROUGH ALL OF THAT, PRESENTED VERY WELL, MADE SOME RECOMMENDATIONS, AND LOOKED THROUGH SOME INSTRUCTIONAL VIDEOS FOR THE FOURTH AND FIFTH GRADERS. OUR SECOND GOAL IS TO LOOK AT CURRENT STUDENT HEALTH AND WELLNESS INITIATIVES.

WAS NOT REALLY A LOT OF CHANGE IN THIS PAST YEAR, ALTHOUGH WE DID ADD A NEW PARTNERSHIP WITH THE AMERICAN HEART ASSOCIATION.

I SAY WE, AS IN PLANO ISD, NOT SHAC. BUT THAT PARTNERSHIP, WE DID LEARN A LITTLE BIT ABOUT IT AND HOW THE HA PROVIDED US A LOT OF ACTIVITIES AND FUN ACTIVITIES FOR OUR STUDENTS TO DO AT THE SCHOOLS.

ALSO, FANS IMPLEMENTED THIS SCHOOL YEAR SOMETHING CALLED TASTY THURSDAYS ON THURSDAYS.

I BELIEVE IT'S AT ALL CAMPUSES, BUT I KNOW IT'S ELEMENTARY FOR SURE.

THEY SAMPLE A NEW EXOTIC. I DON'T KNOW IF IT'S EXOTIC EITHER.

IT'S A NEW FRUIT. THE EXAMPLE I HAPPEN TO CHOOSE HAPPENS TO BE AN EXOTIC FRUIT.

BUT THEY HAVE A NEW FRUIT OR VEGETABLE THAT THEY BELIEVE STUDENTS WILL NOT HAVE A REGULAR YOU KNOW, OPTION TO HAVE AT HOME. SO THAT'S BEEN REALLY A BIG HIT WITH THE KIDS.

AND THEY SAID, SURPRISINGLY, THE KIDS ARE REALLY TRYING IT.

THE THIRD GOAL, THIRD AND FINAL GOAL OF THE SHACS TO LOOK AT THE WELLNESS INITIATIVES FOR OUR STAFF.

WE DID NOT HAVE A LOT OF NEW INITIATIVES THIS SCHOOL YEAR.

THERE WAS THE FALL HEALTH FAIR, WHICH WAS VERY WELL ATTENDED.

AND LOOKS TO BE AN UPCOMING ANNUAL TYPE OF EVENT FROM OUR BENEFITS FOLKS.

WE DID A LOT OF SITE BASED VACCINATIONS AND FLU SHOTS HERE IN THE DISTRICT.

AND THAT WAS REALLY SORT OF OUR MUCH WELL DESERVED QUIET YEAR OF SHAC.

AND I ONLY SAY THAT BECAUSE LAST YEAR WAS A LEGISLATIVE YEAR, AND NEXT YEAR IS CERTAINLY GOING TO BE A FUN YEAR IN SHAQ.

AND SO ANYWAYS, WE CLOSE OUT THE YEAR JUST LOOKING AT SOME THINGS FOR THE FUTURE.

AND THAT'S WE'RE GOING TO WORK WITH THE COMMUNICATIONS DEPARTMENT TO PUBLISH MORE ON THE PISD WEBSITE ABOUT DIFFERENT WELLNESS ACTIVITIES FOR OUR FAMILIES AND COMMUNITY.

AND LASTLY, TO CONTINUE TO WORK WITH FANS AND OUR CULINARY PROGRAMS TO FIND SOME HEALTHY FUN.

IT SHOULD REALLY SAY FUN AND HEALTHY BREAKFAST AND LUNCH OPTIONS.

THAT'S IT. I HAD ONE QUESTION, AND I'M SURPRISED I DIDN'T CATCH THIS IN PACKET REVIEW THIS WEEK, BUT THE SLIDE, THE FIRST SECOND SLIDE ON WHO'S ON THE COUNCIL.

THERE ARE DEFINITELY PARENTS ON THIS SLIDE THAT ARE NOT LABELED AS PARENTS.

SO LIKE DONNA HUBERT I KNOW HAS KIDS, HAS A SON IN THE DISTRICT.

MICHELLE WAS LIKE MY KID. MY SON WENT TO SCHOOL WITH HER SON AND HER KIDS NOW IN MIDDLE SCHOOL.

SO LIKE, I KNOW WE HAVE A STATUTORY REQUIREMENT TO MAKE SURE THAT A CERTAIN PERCENTAGE OF THIS COMMITTEE IS PARENT.

SO, CAN WE DOUBLE CHECK THIS AND GET IT CORRECTED FOR THE PUBLIC POSTING? YOU ARE CORRECT, BUT I DON'T WANT TO SAY THIS IS INCORRECT.

THE ROLES THEY'RE SERVING, LIKE DONNA, FOR EXAMPLE, SHE SERVED IN A COMMUNITY ROLE THAT THERE'S CERTAIN SPOTS FOR CERTAIN ROLES, AND THE ROLE THAT SHE'S SITTING IN IS A COMMUNITY ROLE.

I UNDERSTAND THAT, BUT I THOUGHT A CERTAIN PERCENTAGE OF THE PEOPLE ON THE COMMITTEE HAD TO BE PARENTS.

AND IF THIS IS ONLY THREE OUT OF, YOU KNOW, 12, DOES THAT MEET THE STATUTORY REQUIREMENT? WHEREAS IF, YOU KNOW, SOME OF THESE PEOPLE ARE DOUBLED UP, WE WOULD MEET THE STATUTORY REQUIREMENT.

THAT'S WHAT I'M TRYING TO UNDERSTAND. YES. WE CAN FIX THE SLIDE.

ABSOLUTELY. YES. THERE'S A LOT MORE PARENTS THAT ARE SHOWN TO BE PARENTS THAT ARE REALLY LISTED AS THEIR ROLE THOUGH.

GOT IT. OKAY. ALL RIGHT. THANK YOU, DR. GOBER.

[00:20:01]

AND IT IS THE SKYWARD IMPLEMENTATION UPDATE. AND I WILL TURN THIS OVER TO DR.

FREEMAN. THANK YOU, PRESIDENT HUMPHREY. YOU MIGHT HAVE HEARD THAT WE'VE BEEN DOING A SKYWARD IMPLEMENTATION THIS YEAR WITH ERP AND SIS. AND DR. PATRICK TANNER IS HERE TO PROVIDE THAT UPDATE FOR YOU GUYS.

SO, I'M GOING TO PASS IT OVER TO HIM. THANK YOU, DR.

FREEMAN, PRESIDENT HUMPHREY, MEMBERS OF THE BOARD AND CABINET, WE'RE PLEASED THIS EVENING TO COME FORWARD WITH AN UPDATE ON OUR PROGRESS WITH THE IMPLEMENTATION. IT'S BEEN A FEW MONTHS SINCE WE'VE HAD A CHANCE TO COME BEFORE YOU WITH AN UPDATE.

SO, WE FELT THIS WAS AN OPPORTUNE TIME TO COME IN AND LET YOU KNOW ABOUT THE PROGRESS THAT WE'VE MADE, AND THEN KIND OF GIVE YOU SOME INSIGHTS ABOUT WHERE WE'RE TAKING SKYWARD AS WE MOVE INTO AFTER WE'VE COMPLETED THE ONE FULL YEAR HERE COMING UP THIS SUMMER.

WHERE WE'RE GOING TO GO WITH THIS IN YEAR TWO.

SO, I'M GOING TO ASK MR. GREG GRIMES TO COME TO THE PODIUM.

OUR EXECUTIVE DIRECTOR OF ENTERPRISE SYSTEMS, AND HE'S GOING TO WALK US THROUGH THE PRESENTATION.

THANK YOU, DR. TANNER, PRESIDENT HUMPHREY, DR.

WILLIAMS, MEMBERS OF THE BOARD AND CABINET. SO, THE LAST TIME WE CAME AND TALKED TO YOU WAS BEFORE OUR ERP GO LIVE, I THINK BACK IN NOVEMBER. SO, THERE'S DEFINITELY BEEN A LOT HAPPENED SINCE THEN.

WANTED TO GO BACK JUST TO THE BEGINNING AND RECAP A LITTLE BIT ABOUT WHY ARE WE THIS WAS OBVIOUSLY A MASSIVE UNDERTAKING.

SO JUST GOING BACK TO WHY DID WE EVEN UNDERTAKE THIS THIS ENTIRE EXPERIENCE? IT WAS IT WAS IT WAS ALL THE FUN. BUT WE DID HAVE SOME MANDATED TEXAS STATE REPORTING DATA STANDARDS.

EDFI WENT LIVE THIS YEAR WHICH IS A COMPLETE CHANGE IN THE STANDARD FOR HOW WE REPORT THINGS TO THE STATE, THE FREQUENCY THAT WE REPORT, THINGS TO THE STATE.

OUR DECISION TO GO WITH SKYWARD WAS DEFINITELY PLAYED OUT WITH WHILE THERE WERE SOME HICCUPS WITH OUR INITIAL IMPLEMENTATION OF EDFI IT WAS NOWHERE NEAR WHAT SOME OF THE, THE DISTRICTS THAT REMAINED ON FRONTLINE TEAMS WENT THROUGH.

AND SO THAT DEFINITELY BORNE OUT OUR DECISION THERE.

SPEAKING OF FRONTLINE TEAMS, WE WERE NOT GETTING THE SYSTEM SUPPORT AND THE UPDATING AND ADAPTING TO NEW CONDITIONS FROM, FROM FRONTLINE THAT WE NEEDED TO KEEP MOVING FORWARD.

WE WERE LOOKING AT IMPROVING OUR INFORMATION SECURITY.

WE WERE LOOKING AT TRYING TO CONSOLIDATE. WE HAVE A LOT OF DISPARATE SYSTEMS WHICH IS BOTH COMPLEX TO MANAGE AS WELL AS THEN NOT COST EFFECTIVE.

SO WE WERE LOOKING TO, TO TRY TO, TO BRING MORE OF THOSE THINGS UNDER, UNDER ONE PROGRAM AND INTO ONE AREA.

JUST AS A REMINDER WHEN WE TALK ABOUT ERP AND SIS.

ERP IS THE BUSINESS SIDE OF THE HOUSE. SO THAT'S OUR FINANCIAL MANAGEMENT, OUR HUMAN RESOURCES, PAYROLL, TIME CLOCKS, PURCHASING EMPLOYEE PORTAL WHERE THEY CAN GET IN AND ACCESS THEIR INFORMATION AND THEIR FORUMS. STUDENT INFORMATION SYSTEM. THAT'S OUR CORE BUSINESS, WHICH IS EDUCATING AND TAKING CARE OF STUDENTS. THAT'S WHERE THE CAMPUS OFFICE ADMINISTRATION FUNCTIONS RESIDE. OUR GRADE BOOKS ATTENDANCE, ENROLLMENT THE PUBLIC FACING FAMILY ACCESS PORTAL FOR PARENTS. AND WHERE WE DO OUR STATE REPORTING OUT OF THE STUDENT SITE.

SO, GETTING INTO THE ERP UPDATE. SO, WHEN WE LAST TALKED IN NOVEMBER, WE WERE JUST COMING INTO THE KEY PORTION OF THE ERP MIGRATION.

IN NOVEMBER EARLY NOVEMBER, WE HAD A SNAPSHOT OF OUR DATA TAKEN FOR THE FINAL MIGRATION.

AND IF YOU REMEMBER, I'VE KIND OF LOST TRACK OF HOW MANY TIMES I THINK I CAME TO YOU AND TALKED ABOUT HOW MANY DRY RUNS WE DID OF THE ERP.

IT WAS WHILE THERE WAS A LOT MORE PEOPLE AFFECTED ON THIS SIDE.

SOME OF THE COMPLEXITIES OF WHAT WE WERE MIGRATING WAS LESS FORWARD ON THE ERP SIDE, AND INITIALLY WE WERE SUPPOSED TO DO TWO AND A HALF MIGRATIONS, KIND OF A LITTLE MINI MIGRATION AND TWO MORE. WE ENDED UP WITH FIVE AND A HALF.

SO SKYWARD WORKED VERY CLOSELY WITH US. AND THEY KEPT COMING BACK AND ADDING MORE AND MORE DRY RUNS AND TEST MIGRATIONS UNTIL WE WERE COMFORTABLE THAT WE WERE GOING TO GET THE EXPERIENCE WE NEEDED. SO THAT LAST POOL OF DATA HAPPENED AT THE BEGINNING OF NOVEMBER.

WE ENTERED A PERIOD THEN WHERE WE HAD TO DO DUAL ENTRY.

THAT WAS A VERY BUSY TIME FOR THOSE IN THE ERP SIDE.

SO, FOR HUMAN RESOURCES, FOR FINANCE, ANYTHING THAT WAS BEING CHANGED, WE HAD TO TRACK SO THAT IT COULD BE UPDATED ONCE THE FINAL MIGRATION WAS IN SKYWARD.

SO, NOVEMBER WAS DEFINITELY A VERY BUSY PERIOD.

WE GOT OUR INITIAL DATA LOOK IN SKYWARD FOR ERP BEGINNING OF DECEMBER.

[00:25:04]

THERE WERE CERTAIN THINGS. DESPITE HOW MUCH WORK WE'D DONE IN PLANNING, CERTAIN THINGS HAD TO BE SET UP AT THE VERY END IN LIVE ONCE OUR DATA WAS THERE.

SO, WE WERE ABLE TO START THAT CONFIGURATION IN EARLY DECEMBER.

WE ALSO STARTED TRAINING OUR SUPPORT STAFF, OUR OFFICE MANAGERS, FINANCE CLERKS.

WE HAD OUR INITIAL ADMINISTRATOR ONLINE TRAINING THROUGH THE PROFESSIONAL DEVELOPMENT CENTER AT THAT SAME TIME.

AND THEN THINGS REALLY KIND OF HIT FULL SPEED WHEN WE WENT TO CHRISTMAS BREAK.

SO, THERE WERE 16 DAYS THAT WE WERE THEORETICALLY OFF FOR THE BREAK.

WE WORKED A LARGE NUMBER OF PEOPLE, WORKED AT LEAST 14 OF THE 16.

AND I THINK A LITTLE BIT OF WORK ACTUALLY HAPPENED ON CHRISTMAS EVE AS WELL. SO, YOU CAN PROBABLY CALL IT 14.5 OUT OF THOSE 16 DAYS.

WE HAD A LOT OF PEOPLE FROM OUR HUMAN RESOURCES DEPARTMENT, FROM FINANCE, FROM PAYROLL, FROM TECHNOLOGY, THAT WERE VERY ACTIVE. WE HAD, I THINK, 5 OR 6 VERY LONG CONSULTING CALLS WITH SKYWARD.

THERE WERE A LOT OF SKYWARD PEOPLE. THEY WORKED JUST ABOUT AS MUCH AS WE DID.

THERE WAS IT WAS ALL HANDS ON DECK. WE WERE SOME OF THE PEOPLE FROM INSTRUCTIONAL TECHNOLOGY, FROM OUR NETWORK TEAM WHO HAD NOTHING TO DO WITH THE SKYWARD PROJECT, TEXTED ME AND SAID, HEY, DO YOU NEED A HAND? AND I SAID, YES. WE GRABBED THEM AND WE'LL FIND, YOU KNOW, WE'VE GOT THINGS WE CAN GET YOU TO DO.

SO, IT WAS DEFINITELY ALL HANDS ON DECK. NOT MUCH OF A BREAK.

WE CAME BACK ON JANUARY 6TH WITH THAT FULL GO LIVE.

AND SO, IT WAS FULL SPEED AHEAD WITH SCHOOL IN SESSION.

AND THAT WAS WHEN WE GOT INTO THE CORE OF OUR ADMINISTRATOR TRAINING.

AND SO WE HAD WE KEPT ADDING SESSIONS TO MAKE SURE WE WERE ABLE TO COVER EVERYTHING WE NEEDED.

SO, WE HAD THREE SESSIONS ON JANUARY 6TH THAT FIRST DAY BACK.

FIVE MORE ADMINISTRATOR SESSIONS ON THE EIGHTH.

AND TWO MORE IN THE 15TH. WE ALSO WENT THROUGH A LOT OF VIRTUAL OFFICE HOURS BETWEEN THE NINTH AND THE 21ST, WHICH WAS JUST ADDITIONAL ONLINE VIRTUAL HELP.

IF ADMINISTRATORS HAD QUESTIONS, ISSUES AND NEEDED, YOU KNOW, SOMEBODY TO WALK THEM THROUGH SOMETHING AGAIN OR HAD, YOU KNOW, FOUND A PROBLEM. THOSE WERE AVAILABLE.

WE HAD CONTINUOUS WEEKLY VIRTUAL SUPPORT FOR OUR TIME CARD APPROVERS, BECAUSE THAT WAS DEFINITELY A MAJOR SHIFT IN THE WAY THAT THAT WE PUNCH IN FOR TIME AND FOR APPROVING THAT TIME. SOME OF OUR MILESTONES VERY QUICKLY COMING BACK JANUARY 13TH THROUGH 17TH, WE HAD TO PROCESS OUR FIRST SERIES OF LIMITED BIWEEKLY PAYROLLS.

I SAY LIMITED BECAUSE WE NORMALLY HAVE FIVE DIFFERENT BIWEEKLY PAYROLLS.

THAT FIRST WEEK BACK, WE ONLY HAD TO RUN TWO OF THEM, WHICH WAS A GOOD KIND OF SMALL START.

BUT THAT WAS A VERY QUICK COMING BACK TO IMMEDIATELY HAVE TO PROCESS A PAYROLL. AND THROUGH THIS, THIS ENTIRE PROCESS, WE WERE VERY, VERY FOCUSED ACROSS THE BOARD ON MAKING SURE THAT, YOU KNOW, IF NOTHING ELSE WAS PERFECT GOING FORWARD, THAT WE WERE GOING TO BE ABLE TO PAY PEOPLE CORRECTLY AND ON TIME.

AND OUR PAYROLL TEAM DID IT, DID AN INCREDIBLE JOB ON THAT LIFT THERE.

WE GOT TO OUR FIRST MONTHLY PAYROLLS THAT WE COULD JANUARY 20TH TO 23RD, AND THEN OUR FIRST FULL FIVE BIWEEKLY PAYROLL RUN HAPPENED THAT LAST WEEK OF JANUARY, THE 28TH TO THE 30TH. WE ALSO THEN LAUNCHED INTO OUR ADDITIONAL DATA MIGRATION.

SO, WE HAD OUR CORE DATA. THAT WAS PULLED IN NOVEMBER.

AND THEN A LITTLE BIT OF A CATCH UP RIGHT AT THE END OF DECEMBER TO PULL SOME ADDITIONAL DATA IN.

WE ALSO HAD TO PULL IN SOME ADDITIONAL MIGRATIONS FOR OUR PAYROLL CHECK HISTORY.

OUR CHECK RECORD ON THE FINANCE SIDE AND OUR ACCOUNT ACTIVITY GOING BACK FIVE YEARS.

ON THE FINANCE SIDE. THEN ONCE WE GOT INTO FEBRUARY INTO A LITTLE BIT INTO MARCH WE STARTED TO TO MOVE INTO SOME OF THE ADDITIONAL AREAS, WE GOT INTO STAFF PLANNING.

THAT IS WHERE WE CAN PULL AND MAKE COPIES OF DATA OF OUR CURRENT YEAR AND START TO WORK ON WHAT DO WE DO FOR NEXT YEAR.

SO THAT'S WHERE WHEN YOU ASK FOR WHEN YOU ASK JOHNNY FOR, YOU KNOW, WHAT DOES IT LOOK LIKE IF WE GIVE A 3% RAISE? THAT'S WHERE WE CAN DO SOME OF THOSE WHAT IF SCENARIOS.

THAT'S ALSO WHERE WE CAN START TO DO POSITIONS FOR NEXT YEAR.

SO, IF WE'RE GOING TO ADD A POSITION AS THINGS CHANGE AND MOVE, WE CAN START TO DO THAT WORK IN THE NEXT YEAR.

AND SO THAT WAS A THAT WAS A BIG MILESTONE TO BE ABLE TO NOT JUST BE SURVIVING ON THE DAY TO DAY, BUT TO START LOOKING AT THAT PLANNING AND MAKING SURE THAT WE'RE READY FOR 25-26.

TODAY WITH THE PAYROLLS WE'VE COMPLETED THIS WEEK.

THAT HAVEN'T POSTED YET. WE'VE GOT 38 BIWEEKLY PAYROLLS COMPLETED.

WE'VE GOT EIGHT MONTHLY PAYROLLS COMPLETED. SO, THE REGULAR MONTHLY PLUS THE ANNUALIZED, HOURLY, MONTHLY. WE'VE GOT OVER 11,000 PURCHASE ORDERS THAT HAVE BEEN ENTERED AND PROCESSED THROUGH SCOURED.

[00:30:02]

SO PAGE DNA WAS THE PROGRAM THAT'S TAKING OVER THAT COPY CENTER FUNCTIONALITY AND THEN SALARIES FOR BENEFITS ENROLLMENT, WHICH WE HAVEN'T HAD OUR MAIN YEARLY RENEWAL FOR CURRENT EMPLOYEES.

BUT THAT IS LIVE FOR NEW EMPLOYEES AS THEY COME ON.

AND THEN WE'LL GET INTO THE RENEWAL HERE THIS SUMMER.

WE'VE ALSO HAD SOME ADDITIONAL MILESTONES ON THE STUDENT INFORMATION SYSTEM SIDE SINCE WE LAST PRESENTED.

ONE OF THOSE IS SUMMER SCHOOL REGISTRATION AND SCHEDULING. SO, WE WERE ABLE TO AND FAMILY ACCESS, PUBLISH A FORM FOR PRE-REGISTRATION. PARENTS COULD GO IN AND INDICATE THEIR DESIRE TO ENROLL THEIR STUDENTS IN SUMMER SCHOOL, AND THEY WERE ABLE TO GO IN AND GET THAT INFORMATION OUT THERE.

OUR SUMMER SCHOOL STAFF WAS ABLE TO GO IN AND MAKE SOME PLANNING BASED OFF OF THAT.

ONCE THAT WAS ONCE REGISTRATION WAS ACTUALLY OPENED, THEY WERE ABLE TO GO IN AND DO ARENA SCHEDULING.

SO, THEY WERE ABLE TO PULL UP AND SELECT WHICH UP TO THREE COURSES THEY WERE INTERESTED IN FOR EXPLORATION.

AND THAT WAS OUR FIRST USE OF ARENA SCHEDULING WITHIN SKYWARD.

AND THEN. PARENTS WILL BE ABLE TO SEE THEIR SUMMER SCHOOL SCHEDULE AND INFORMATION IN FAMILY ACCESS, JUST LIKE THEY DO FOR THEIR NORMAL CAMPUS. SO, I THINK IT MAY BE HARD TO SEE UP THERE.

BUT THERE IS AN OPTION. THEN THEY WILL SEE THE REGULAR CAMPUS.

THEY CAN ALSO SWITCH TO THE SUMMER SCHOOL CAMPUS.

IF THEY SWITCH TO THEIR SUMMER SCHOOL CAMPUS FOR THAT STUDENT, THEY PULL UP THE SCHEDULE THAT'S GOING TO SHOW THEM THAT DAY TO DAY SCHEDULE FOR SUMMER SCHOOL, JUST LIKE THEY WOULD SEE AT THE REGULAR CLASS SCHEDULE.

SUMMER SCHOOL ALSO LAUNCHED. REGISTRATION ALSO LAUNCHES INTO THE FIRST USE OF REV TRACK FOR PAYMENTS.

SO, WE HAD INTEGRATED PAYMENT SYSTEM THEY COULD GO IN.

YOU CAN SEE THERE AN EXAMPLE OF THE SUMMER SCHOOL FEE SHOWING UP THERE.

AND THAT MAKE A PAYMENT IN THE UPPER RIGHT CORNER. LAUNCHING INTO THAT WOULD THEN SEND THEM OVER TO REV TRACK TO BE ABLE TO MAKE THEIR PAYMENT.

ONCE THAT PAYMENT IS DONE, THAT SYNCS RIGHT BACK IMMEDIATELY WITH SKYWARD, AND THEY CAN SEE THE HISTORY OF THAT WHOLE TRANSACTION.

ANOTHER MILESTONE WE'VE HIT IS WE HAD WE'VE HAD FOR A LONG TIME THE SCHOOL FUNDER PROGRAM, WHICH WAS PRETTY, PRETTY BASIC. YOU PUT IN AN ADDRESS IT STARTS TO AUTOCOMPLETE IT, YOU SELECT THE ADDRESS, AND IT SHOWS YOU A LIST OF YOUR CAMPUSES. THOSE ARE THAT IS STILL UP AND LIVE BECAUSE IT HAS OUR CURRENT BOUNDARIES FOR THE 24, 25 SCHOOL YEAR. SO IT WILL NOT BE RETIRED UNTIL THE END OF THE YEAR.

BUT WE HAVE BROUGHT IN A NEW VERSION CALLED THE FIND MY SCHOOL APP.

THERE'S GIS BASED SO THIS IS GOING TO BE A MUCH NICER LOOK, BE ABLE TO PRESENT A LOT MORE INFORMATION FOR EITHER CURRENT OR PROSPECTIVE PARENTS THAT POP UP YOU SEE THERE. WE CHOSE TO HAVE A BASICALLY A LITTLE TUTORIAL THE FIRST TIME THEY COME THAT AS YOU CLICK THROUGH, WALKS YOU THROUGH THE SITE AND SOME OF THAT FUNCTIONALITY. BUT THIS IS A, THIS IS A MUCH NICER LOOK.

IT'S A GIS MAP. SO, IF YOU'RE FAMILIAR WITH GOOGLE MAPS, APPLE MAPS, YOU CAN ZOOM IN AND OUT.

YOU CAN CHANGE FILTERS SO YOU CAN SHOW ELEMENTARY SCHOOLS, MIDDLE SCHOOLS.

YOU CAN LOOK AT SPECIAL PROGRAMS. IF YOU DO YOUR SEARCH IN THE UPPER LEFT THERE, IT'LL SHOW YOU NOT ONLY THE LIST OF CAMPUSES, BUT IF YOU EXPAND IT OUT NOW, IT'LL SHOW THE LOGO FOR THE SCHOOL, SOME BASIC SCHOOL INFORMATION.

SO I THINK IT'S GOING TO BE A MUCH NICER EXPERIENCE FOR OUR PARENTS GOING FORWARD.

AND THIS IS BASED OFF THE ZONES FOR THE 25-26 SCHOOL YEAR.

SO, THIS DOES HAVE THE NEW ATTENDANCE ZONES. AND ONCE WE GET PAST THE END OF THIS SCHOOL YEAR, IT'LL BE THE ONLY ONE THAT'S LEFT ONCE WE RETIRE THE OLD ONE. WE ALSO RECENTLY IMPLEMENTED A NEW NIGHTLY DISCIPLINE IMPORT FROM REVIEW 360. SO, REVIEW THREE 60 IS WHAT WE'RE CURRENTLY USING FOR DISCIPLINE TRACKING.

WE NOW HAVE A NIGHTLY IMPORT THAT BRINGS THAT DATA BACK INTO SKYWARD, WHERE WE NEED IT FOR STATE REPORTING.

IT ALSO ALLOWS FOR SOME ANALYTICS AND REPORTS TO BE RUN OUT OF THERE.

WE WORK VERY CLOSELY WITH BOTH SKYWARD AND PEARSON ON THIS.

WE ARE THE FIRST DISTRICT TO ACTUALLY HAVE THAT.

THEY'RE GOING TO ROLL IT OUT TO OTHER DISTRICTS AS WELL. BUT WE'RE THE FIRST ONES TO HAVE THIS IMPORT, AND WE WORK VERY CLOSELY ON THE DEVELOPMENT WITH BOTH PEARSON AND SKYWARD TO GET THIS SYNC AND GET THAT NIGHTLY DATA IN. OUR ADMINISTRATIVE STAFF COULD GET IN AND SEE IT IN THE TIME FRAME.

THEY NEED TO SEE IT. WE ALSO PUBLISHED A INTENT TO RETURN FORM.

SO, THIS IS ANOTHER FORM WE'VE PUT OUT THERE IN FAMILY ACCESS.

AND THIS JUST QUERIES PARENTS FOR IF THEY INTEND TO COME BACK FOR NEXT YEAR, OR IF NOT FOR REASONS WHY.

[00:35:01]

RIGHT NOW, WE'VE GOT SOME SPECIALIZED REPORTS THAT ARE PULLING THAT DATA.

THERE'S AN UPDATE GOING IN TONIGHT THAT WILL ACTUALLY ALLOW OUR CAMPUSES TO KNOW, SHOW STUDENTS FOR NEXT YEAR ALREADY THAT HAVE INDICATED THEY'RE NOT GOING TO RETURN.

AND THAT WILL ALLOW US TO SEE IN REAL TIME IN SKYWARD ALL OF THOSE KNOWS ACCOUNTED FOR.

AND LET US GET VERY ACCURATE PROJECTIONS. SO THOSE ARE THE, THE MILESTONES WE'VE HIT SINCE OUR LAST RUN.

SO, I WANT TO JUST SUMMARIZE A LITTLE BIT ABOUT WHAT DID THE ENTIRE, YOU KNOW, KIND OF WHAT HAS THE ENTIRE PROCESS BEEN LIKE.

SO, ON THE LEFT IS A COMPOSITE OF OUR STAFF PRE-MIGRATION VERSUS WHAT WE FEEL LIKE TODAY, AT LEAST WHAT IT SEEMS LIKE, BUT IT HAS BEEN A MASSIVE UNDERTAKING. EVERY DEPARTMENT.

I'M PRETTY SURE IN THE DISTRICT HAS HAD A HAND AND BEEN VERY, VERY HELPFUL IN GETTING THIS DONE.

IT HAS BEEN A MASSIVE LIST. BUT AS OF TODAY, IT'S BEEN 574 DAYS SINCE OUR KICKOFF, OUR INITIAL PROJECT CALL WITH SKYWARD.

IT'S BEEN JUST UNDER TWO FULL YEARS SINCE WE HAD OUR DEMO BACK IN MAY OF 2023.

WE WENT THROUGH AND LOOKED AT CHOOSING SKYWARD.

WE'VE BEEN THROUGH 24 DATA MIGRATIONS OVER 8000 EMAILS BACK AND FORTH WITH OUR PROJECT MANAGERS AT SKYWARD.

OVER 450 CUSTOMER SERVICE SUPPORT CALLS HAVE BEEN PUT IN WITH SKYWARD.

WE HAVE 98 COMPLETED PROGRAMING REQUESTS. AND WE HAVE 45 MORE THAT ARE IN PROCESS.

THOSE ARE THINGS WHERE SKYWARD HAS PUT IN CHANGES TO THEIR CODE AND THEIR PROGRAM, BASED ON WHAT WE'VE IDENTIFIED, EITHER A POTENTIAL SHORTCOMING. SOME OF THOSE ARE AROUND PERFORMANCE.

WITH OUR SCALE, WE WERE WE FOUND SOME AREAS THAT WERE BOTTLENECKS INITIALLY. THEY'VE MADE SOME CHANGES TO MAKE THINGS MORE EFFICIENT AND RUN SMOOTHER.

SOME OF THOSE ARE ADDITIONAL FEATURES. BUT IT'S BEEN ONE OF THE THINGS GOING BACK TO WHEN WE TALKED ABOUT, WHY ARE WE ON THIS JOURNEY, LOOKING FOR A PARTNER THAT WAS GOING TO BE MORE RESPONSIVE THAN TEAMS. SKYWARD HAS DEFINITELY BEEN THERE AND CONTINUES TO BE THERE.

AS FAR AS BEING RESPONSIVE TO THOSE NEEDS. WE IDENTIFY, WE STILL HAVE A LOT MORE THAT ARE ON THE HORIZON, AND WE'LL TALK A LITTLE BIT MORE ABOUT THAT. BUT THERE'S BEEN A LOT OF A LOT OF RESPONSIVENESS FROM SKYWARD ON GETTING US THE PROGRAMING REQUESTS THAT WE NEED.

NOW, WE'RE APPROACHING ALMOST 2000 HOURS IN CONSULTING AND TRAINING WITH SKYWARD PERSONNEL.

YOU KNOW, YOU CAN PROBABLY I WOULD INTERNAL MEETINGS.

YOU CAN PROBABLY DOUBLE OR TRIPLE THAT. FOR SURE.

WE'RE LOOKING AT WE'RE OVER 34,000 SUPPORT EMAILS.

THESE ARE INTERNAL CAMPUS, YOU KNOW, EMAILS TO THE STUDENT RECORDS TEAM AND OVER 3100 ERP SUPPORT EMAILS TO THE BUSINESS SYSTEMS TEAM.

SO, WITH THE CORE IMPLEMENTATION DONE, WHERE DO WE GO FROM HERE? SO, LOOKING FORWARD TO KIND OF WHAT WE'RE CALLING PHASE TWO AT THIS POINT.

WE'RE NOW OUR CORE BUSINESS SYSTEMS ARE LIVE.

WE'RE RUNNING DAY TO DAY OPERATIONS. WE'RE GOING TO GO BACK AND LOOK AT AND EVALUATE MODULES AND FEATURES WITHIN SKYWARD THAT WERE NOT INCLUDED IN THE INITIAL IMPLEMENTATION WITH SOMETHING THAT THIS SCOPE THERE'S JUST YOU CAN'T HAVE EVERYTHING ALL AT ONCE.

SO WE HAD TO LOOK AT WHAT ARE THE CORE FEATURES WE HAVE TO HAVE ON DAY ONE.

NOW WE CAN GO BACK AND START TO LOOK AT SOME OF THOSE OTHER MODULES AND FEATURES AND START TO GET INTO WHAT DO WE WANT TO ADD GOING FORWARD? WE'LL START TO REVIEW SOME OF THOSE THIRD PARTY APPLICATIONS. WE COULDN'T IMMEDIATELY RETIRE AND GET INTO SKYWARD AND LOOK AT WHAT DOES IT TAKE TO.

TO MAKE THOSE WORK FOR PLANO ISD. SO, ONE OF THE THINGS WE'RE DOING AS WE REVIEW THOSE IS LOOKING AT WHAT DO WE HAVE NOW? WHAT DOES SKYWARD HAVE THAT DOES THE SAME THING.

AND IF THERE'S GAPS, WE'RE IDENTIFYING AND WE'RE WORKING WITH SKYWARD ON WHAT PROGRAMING REQUEST CAN CLOSE THOSE GAPS TO MAKE SURE THAT WE DON'T LOSE FUNCTIONALITY AS WE START TO FOLD SOME OF THOSE SYSTEMS INTO SKYWARD. AND THAT'S THAT LAST PIECE THERE.

DEVELOP TARGET DATES TO GO LIVE. WE'RE STARTING TO GET WITH ALL THE DIFFERENT DEPARTMENTS AND LOOK AT WHAT ARE THE PRIORITIES.

BECAUSE THERE AGAIN, WE CAN'T JUST IMPLEMENT ALL OF THE PHASE TWO THINGS AT ONCE.

WE HAVE TO PRIORITIZE AND GET A CALENDAR AROUND THOSE.

AND THEN WE'LL CONTINUE TO EVALUATE OUR PROCESSES FOR EFFICIENCY AND SIMPLICITY.

SO THERE WERE CERTAIN THINGS THAT WE HAD TO, TO MAKE DECISIONS TO, TO BE ABLE TO GO LIVE, THAT WE CAN PROBABLY GO BACK AND LOOK AT. HOW DO WE MAKE THIS A LITTLE MORE EFFICIENT? NOT IN A MIGRATION PHASE, BUT IN AN ONGOING BUSINESS PHASE. THERE'S ALSO SOME THINGS WE'VE DISCOVERED THAT YOU KNOW, WE KNOW A LOT MORE NOW THAN WE DID WHEN WE WENT LIVE.

AND WHEN WE STARTED DOING CONSULTING. SO, THERE ARE CERTAIN THINGS WHERE WE DISCOVERED THAT, OKAY, WE MADE SOMETHING WORK, BUT NOW THERE'S MAYBE A NEW WAY, A BETTER WAY TO DO THIS, A MORE EFFICIENT WAY.

AND SOME OF THOSE ARE THINGS THAT DIDN'T EXIST THAT HAVE BEEN ADDED TO SKYWARD IN THE PROCESS.

SO, WE CAN GO BACK AND START TO TWEAK WE'LL CONTINUE TO IDENTIFY GAPS AND COMMUNICATE WITH SKYWARD ON THOSE PROGRAMING NEEDS.

[00:40:05]

AND WE'LL CONTINUE TO ROLL OUT NEW MODULES AND PROGRAMING RELEASES AS WE GET THROUGH THAT PROCESS.

SO THAT IS THAT IS WHERE WE ARE TODAY. ALL RIGHT.

I HAVE A COUPLE OF STATEMENTS AND QUESTIONS. THANK YOU TO YOU AND THE TEAM FOR WORKING SO HARD ON THIS.

I'M MARRIED TO AN IT GUY, SO I KNOW WHAT THOSE DATA MIGRATION NIGHTS ARE LIKE AND YOU'RE ON CALL.

SO THANK YOU ALSO TO YOUR FAMILIES FOR PUTTING UP WITH YOU, STEPPING AWAY ON CHRISTMAS EVE AND POSSIBLY CHRISTMAS DAY.

THANK YOU. THANK YOU PROFOUNDLY. THANK YOU. I ALSO PLAYED AROUND WITH THE FIND MY SCHOOL APP AND I HAVE A MAC, SO IT DOES NOT WORK ON SAFARI. SO IF ANYBODY'S OUT THERE LISTENING, IS THERE A WAY TO MAYBE PUT SOME LIMITATION, LIKE A LITTLE ASTERISKS LIKE IT? BECAUSE I HAD A HARD TIME WITH SAFARI, BUT I WAS ABLE TO GET IT TO WORK IN CHROME.

OKAY. I DON'T KNOW IF YOU WANT TO CHECK OUT THOSE LIMITATIONS.

YEAH, I KNOW WE'VE DONE MOST OF OUR TESTING HAS BEEN IN CHROME.

BUT WE CAN DEFINITELY. WE HAVE A PARTNER THAT WE'RE WORKING WITH, A GIS COMPANY THAT'S HELPING US DEVELOP THAT.

AND WE CAN DEFINITELY TEST THAT ON SAFARI AND SEE WHAT WE CAN DO THERE.

COOL. AND THEN WHEN YOU WERE TALKING ABOUT THIRD PARTY VENDORS TO, YOU KNOW, YOU'RE LOOKING FOR LIKE, WHAT'S NEXT? I WAS THINKING OF RICOR AND SCHOOL CAFE.

ARE THOSE TWO OF THEM? SO, YEAH, WE WOULD DEFINITELY LIKE TO CONSOLIDATE, IF POSSIBLE, OUR PAYMENT SYSTEMS. THERE ARE SOME THINGS THAT WE HAD IDENTIFIED ALREADY AS FAR AS THE ACCOUNTING SIDE OF THINGS.

AND I'M NOT AN ACCOUNTANT, SO I DON'T WANT TO TRY TO SPEAK TOO MUCH TO THAT.

I AM AN IT NERD, NOT AN ACCOUNTANT. YEAH. BUT THERE ARE SOME THINGS ABOUT THE WAY THAT IT POSTED THE GENERAL LEDGER.

SO, I'M GOING TO SOUND LIKE I KNOW WHAT I'M TALKING ABOUT. I JUST HAVE HEARD THE SAME WORDS OVER AND OVER AGAIN A LOT. BUT THERE ARE SOME THINGS THAT WE'VE IDENTIFIED, SOME THAT SKYWARD IS WORKING ON. AND SO I THINK THEY WILL WORK AT THIS LONG TERM, BUT THEY'RE DEFINITELY FOR, FOR SOME THINGS OUR SIZE OF OUR DISTRICT. WE NEEDED TO GET A FEW MORE THINGS IN BEFORE WE CAN REALLY LOOK AT A LOT OF THOSE WHOLESALE CHANGES.

BUT DEFINITELY. YEAH, I THINK WE HAVE 5 OR 6 DIFFERENT PAYMENT SYSTEMS, AND WE DEFINITELY KNOW THAT.

YEAH, WE WANT TO CONSOLIDATE. AND SO THEN MY LAST QUESTION WAS, AS A PARENT WHO HAS MY FAMILY ACCESS ACCOUNT.

HOW MANY TIMES THROUGHOUT THE SCHOOL YEAR ARE WE SUPPOSED TO REDO OUR FAMILY ACCESS CODE? DO YOU KNOW WHAT I MEAN? LIKE, THE APP WILL SHUT US OUT, AND THEN WE HAVE TO GO BACK INTO SKYWARD.

AND I KNOW I CAN'T BE THE ONLY ONE THAT'S HAD THIS PROBLEM A FEW TIMES BECAUSE I FORGOT MY FAMILY ACCESS ACCOUNT.

ARE YOU TALKING ABOUT THE PEN FOR THE APP? YES, I AM.

DOES IT EVER JUST LIKE, SHUT OUT PARENTS IF YOU KEEP PUTTING IT IN AND IN AND IN.

NO, NO, NO, THAT'S NOT WHAT I MEAN. I MEAN, YOU MEAN OTHER PERIOD OF TIME AT THE PERIOD OF TIME IT'S LOGGED OUT, TIME OUT OR LOG AND IT'S LOGGED YOU OUT AND YOU HAVE TO LOG BACK IN WITH YOUR NEW FAMILY ACCESS.

I BELIEVE THAT'S A SECURITY MECHANISM WITH SKYWARD. THEY'VE GOT THAT BUILT IN THAT AFTER A PERIOD OF TIME IT WILL EXPIRE.

YOUR, YOUR CURRENT BECAUSE I ALWAYS FORGET MINE.

SO I ALWAYS HAVE TO REDO IT. AND SO THAT'S JUST WHY I WONDERED.

AND I THOUGHT MAYBE I CANNOT BE THE ONLY PARENT THAT HAS THIS.

SO THOSE ARE CALLED SESSIONS. SO EVENTUALLY THE SESSION WILL TIME OUT AND REQUIRE YOU TO RE-AUTHENTICATE.

AND THAT IS A SECURITY METHOD. SO, IF YOU LOSE, I MEAN, THAT MAKES SENSE TO ME.

AND I AM SO FINE WITH THAT. I JUST THOUGHT, WHAT IS GOING ON? OKAY, THANKS. I JUST HAD TWO COMMENTS AND A QUESTION.

THE FIRST WAS I GOT A, I HAD A CHUCKLE DURING PACKET REVIEW THAT YOUR FAKE STUDENT IN THIS PRESENTATION IS IN FACT SPIDER-MAN.

SO, I DON'T KNOW WHO IS RESPONSIBLE FOR HAVING THE FAKE STUDENT NAME MILES MORALES, BUT I WAS VERY AMUSED.

THANK YOU. THAT WAS ME. SO, I'LL TAKE CREDIT FOR THAT ONE.

EXCELLENT JOB. PETER PARKER SEEMED TOO OBVIOUS, SO I HAD TO GO WITH A MORE SUBTLE NOD TO SPIDER-MAN.

WELL, IS IT AS THE MOTHER OF A CHILD WHO LOVES ALL THE THINGS SPIDER-MAN AND ALL OF THE SPIDER MEN AND THE GIRL SPIDER, GWEN, SPIDER PEOPLE, WHATEVER WE'RE CALLING THEM? I WAS VERY AMUSED BY THIS. SECOND COMMENT. I DID THE SUMMER SCHOOL REGISTRATION AND THE PAYMENT, AND IT WAS VERY SEAMLESS. I FELT LIKE IT WAS A MUCH LESS FRUSTRATING EXPERIENCE THAN LAST YEAR.

TO DO THE SUMMER SCHOOL REGISTRATION THIS YEAR AND PAY FOR IT.

SO THAT WAS GREAT. MY QUESTION IS A LITTLE BIT MORE OPEN ENDED IN TERMS OF LIKE, HOW ARE Y'ALL FEELING ABOUT THIS? YOU KNOW, THIS WE, YOU KNOW, STARTED BY MAKING A CHANGE FOR VERY REAL AND GOOD REASONS AND CHANGING VENDORS AND THAT WE'VE ALL GONE THROUGH. AND I KNOW WE HAD SOME CONCERNS AT THE BEGINNING OF THE YEAR WITH STUDENT PRIVACY IN TERMS OF HAVING TO HAVE REALLY,

[00:45:06]

SO, IN TERMS OF LIKE THE CADENCE OF Y'ALL'S. HAVING TO MANAGE ISSUES LIKE HOW ARE YOU FEELING ABOUT THE MIGRATION AND HOW ARE YOU FEELING ON THE BACK END OF THIS WHERE WE'RE AT? HEY, GREG, I'LL START WITH THAT. I SUPPOSE BEING WHERE WE ARE AT THIS POINT OF THE PROCESS, WE FEEL REALLY GOOD ABOUT IT. I THINK WE TOOK SOME PRECAUTIONS EARLY ON, ERRING ON THE SIDE OF CAUTION VERSUS THE SIDE OF CONVENIENCE.

I DON'T THINK ANYBODY HERE WOULD HAVE WANTED TO LOG INTO OUR PORTAL AND SEE SOME OTHER STUDENT'S INFORMATION, AND WE CERTAINLY DIDN'T WANT, YOU KNOW, VICE VERSA.

SO, WE DID LEAN HEAVILY ON THE SIDE OF CAUTION, JUST AND, AND JUST IN THE PROCESS OF TRYING TO MAKE SURE WE MAINTAIN SECURITY FOR ALL STUDENT DATA. AND I THINK WE MANAGED TO WORK THROUGH THOSE ISSUES EARLY ON WITHOUT HAVING ANY INCIDENTS.

SO, WE'RE VERY, VERY PROUD OF THAT PIECE OF IT.

AND NOW WE'RE KIND OF AT A POINT WHERE WE'VE MOVED PAST THE MIGRATION PHASE AND WE'RE MORE INTO THE ENHANCEMENT PHASE.

I THINK ONE OF THE THINGS THAT SHOULD BE POINTED OUT, WHICH GREG TALKED ABOUT, WAS, YOU KNOW, ONE OF THE THINGS THAT RIGHT UP UNTIL THE END THAT WE HAD AN ISSUE WITH OUR PREVIOUS VENDOR WAS RESPONSIVENESS.

NOT JUST, YOU KNOW, TO OUR PHONE CALLS, BUT RESPONSIVENESS TO REAL BUSINESS NEEDS, LIMITATIONS OF THEIR APPLICATION, AND A WILLINGNESS TO STEP UP AND SAY, HEY, LET'S GO AHEAD AND DO SOME PRODUCT ENHANCEMENT TO MAKE THAT RIGHT.

AS YOU CAN SEE WITH THE NUMBER OF PRODUCT ENHANCEMENTS WE'VE SUBMITTED TO THE SKYWARD THEY CONTINUE TO DELIVER ON THOSE EACH WEEK.

AND THAT IS A HUGE BENEFIT, NOT JUST FOR MY TEAM, BUT FOR THIS DISTRICT AND FOR THE COMMUNITY.

SO WHEN WE RECOGNIZE THAT THINGS ARE FALLING SHORT OR WE'RE NOT WHERE WE NEED TO BE OR WE NEED THEM TO STEP UP, THEY HAVE BEEN A TRUE PARTNER TO COME IN AND HELP US.

AND IN MY OPINION, THAT FURTHER SOLIDIFIES THAT WE MADE A GOOD CHOICE WITH THE VENDOR THAT WE'VE SELECTED.

AND I WOULD JUST ADD ON THAT AS WELL, I THINK THAT THAT WE'RE STARTING TO REALLY HIT A GOOD CADENCE AS FAR AS SUPPORT AND STARTING TO LOOK AT THOSE ADDITIONAL THINGS.

I KNOW PAYROLL HAD A THE PAYROLL RUNS THIS WEEK.

WE HAD STILL ADDITIONAL ONLINE TIME WITH SKYWARD AND SKYWARD.

THEY'VE BEEN VERY COMPLIMENTARY ABOUT THEY ALL THEIR CONSULTANTS ARE I THINK MOST OF THEIR CONSULTANTS HAVE MADE COMMENTS TO ME ABOUT ENJOYING WORKING WITH US, THAT WE ASK INTELLIGENT QUESTIONS. WE ALWAYS COME PREPARED, THAT WE WORK HARD THAT THEY DON'T HAVE TO.

I GUESS A LOT OF DISTRICTS THEY'VE WORKED WITH THEY HAVE A HARD TIME GETTING RESPONSES BACK WHEN THEY, YOU KNOW, THEY HAVE THINGS THEY NEED TO, TO MOVE FORWARD. AND SO THE, THE PAYROLL RUNS THIS WEEK IS OFFSET IN ON, IN AND OUT ON THOSE CALLS.

YOU KNOW, IT'S BEEN ALMOST ALL PLANO ISD. THERE'S BEEN A COUPLE OF WEIRD SCENARIOS WHERE THE CONSULTANT HAD TO.

OKAY, YOU KNOW, HEY, DO THIS. BUT, YOU KNOW, IT'S AT THE POINT WHERE, AS I LISTEN IN, I HARDLY HEARD THE CONSULTANTS TALKING, SO WE'RE DEFINITELY HITTING OUR STRIDE, RIDE ON BOTH THE EUROPEAN AND WE'VE BEEN ON THAT, I THINK, FOR A WHILE ON THE STUDENT SIDE WHERE THERE'S ALWAYS PROBLEMS. THE VERY FIRST PAYROLL CALL I WAS LISTENING TO THE PROBLEMS THEY WERE TALKING ABOUT, AND I WAS THINKING, OH, NO, THIS IS A DISASTER. AND IT WAS LIKE, NO, THIS IS NORMAL STUFF.

NO, IT'S NOT AN ERROR. PEOPLE JUST GIVE US THE WRONG ACH, THE ROUTING NUMBER FOR THE BANK.

SO NOW WE HAVE TO REVERSE THAT BECAUSE IT COULDN'T DELIVER.

AND YOU KNOW, WELL, THEY DIDN'T PUNCH THEIR TIME.

INCORRECT. THEY DIDN'T PUT IN THE REGULATION. AND IT WAS IT WAS ALL I WAS LIKE, OH WELL I DIDN'T KNOW THERE WAS THAT MANY PROBLEMS A NORMAL PAYROLL RUN, BUT THEY WERE NORMAL PROBLEMS. SO, I THINK WE'RE AT THAT POINT WHERE WE'RE AT A PRETTY GOOD CADENCE FOR, FOR NORMAL OPERATIONS. AND NOW WE CAN START TO LOOK AT THOSE ENHANCEMENTS.

SO. OH, I WAS JUST GOING TO SAY IT SOUNDS LIKE PLANO ISD IS SETTING SOME STANDARDS TO HELP SKYWARD.

AND ARE THESE MODULES OR FEATURES THAT OTHER SCHOOL DISTRICTS WILL THEN BE ABLE TO BENEFIT FROM? YES. I THINK A LOT OF THE WORK WE'VE DONE WITH SKYWARD WILL BE VERY HELPFUL FOR ANY OF THEIR LARGE CLIENTS.

A LOT OF THEIR LARGE. SO, WE'RE ON SKYWARD CUMULATIVE.

A LOT OF THEIR LARGE DISTRICTS ARE STILL ON THE OLDER PRODUCT SMS. AND SO, I THINK A LOT OF THE WORK WE'VE DONE AROUND JUST EFFICIENCY, AROUND THE RESPONSIVENESS OF THE APPLICATION FOR VERY LARGE DATA SETS.

I THINK ALL OF THAT WILL BE VERY, VERY HELPFUL TO THEIR LARGER CLIENTS IN PARTICULAR.

BUT A LOT OF THE FEATURES WE'VE ASKED, YOU KNOW, AND THEY'VE IMPLEMENTED REGARDLESS OF THE SIZE, THOSE FEATURES ARE AVAILABLE FOR EVERYBODY. SO WHEN SKYWARD, WHEN WE DO THOSE PROGRAMING REQUESTS, THOSE ARE THOSE ARE NOT LOADED SPECIFICALLY FOR PLANO.

THOSE ARE IN GENERAL RELEASE. SO THOSE ENHANCEMENTS WE'VE ASKED FOR ARE AVAILABLE TO ALL THE SKYWARD DISTRICTS THAT ARE ON CUMULATIVE.

[00:50:03]

AND SO, IT'S A MUTUALLY BENEFICIAL RELATIONSHIP.

AND, AND I'M SO PLEASED TO HEAR THAT SKYWARD HAS BEEN SO RESPONSIVE.

AND SO, THIS BOARD MEETING COULD BE AN ADVERTISEMENT FOR THEM, BUT THEY HAVE LEARNED FROM PLANO ISD.

AND YOU GUYS ARE SOPHISTICATED. SO, I THINK IT'S A GREAT OPPORTUNITY FOR THEM TO BUILD PROGRAMING FOR OTHER DISTRICTS THAT ARE SIMILAR IN SIZE.

SO, KUDOS TO YOU GUYS. AND YOU DON'T LOOK LIKE THIS PICTURE.

I APPRECIATE THAT. I JUST WANT TO THANK THE TECHNOLOGY TEAM AND PATRICK FOR YOUR LEADERSHIP THERE.

WHEN WE TALK ABOUT 24/7 AND SEVEN DAYS A WEEK, TRULY THIS HAS BEEN THIS TEAM AND THE LIFT IT'S BEEN WEAKENED.

IT'S BEEN HOLIDAYS. IT'S BEEN IT'S BEEN A HUGE UNDERTAKING AND I DON'T I DON'T WANT TO LEAVE HR OR THE BUSINESS SIDE EITHER, BECAUSE WHEN, WHEN, YOU KNOW, THIS HAS BEEN ON THEIR SHOULDERS AS WELL.

AND GETTING OUR ERP SIDE UP AND RUNNING. AND SO I JUST APPRECIATE ALL OF THE TEAMWORK.

NO ONE CHOOSES TO DO THIS, LIKE NO ONE CHOOSES TO DO THIS.

MAKING THIS TYPE OF MASSIVE CHANGE IS SOMETHING THAT, I DON'T KNOW A SINGLE PERSON THAT ASPIRES TO LEAD THIS WORK. FOR US, IT WAS NECESSARY. IT'S HARD.

AND THERE HAVE BEEN A LOT OF GROWING PAINS AS WE'VE BEEN GOING THROUGH ALL OF THIS THIS YEAR.

BUT I DO KNOW THAT WE ARE GOING TO BE BETTER ONCE WE GET TO THE OTHER SIDE.

I THINK WE'RE GOING TO BE MORE EFFICIENT. I THINK IT'S GOING TO BE IT'S ALREADY IN SO MANY WAYS, SO MUCH EASIER. AND SO, AND THE USABILITY AND THE FUNCTIONS ARE SO MUCH BETTER THAN WHAT WE HAD BEFORE.

SO I'M EXCITED TO SEE THAT WE'RE PAST THE THE HARD STUFF.

I MEAN, I THINK THERE'S JUST A HARD STUFF AHEAD OF US, BUT THE BIGGER THINGS AS FAR AS THE MIGRATION I'M REALLY HOPEFUL AND LOOKING FORWARD TO NOW ALL OF THE FEATURES AND ENHANCEMENTS AND THE DASHBOARDS AND ALL OF THE OTHER FEATURES THAT WE'LL SEE NEXT.

SO, I ANTICIPATE THAT OUR REPORTS NEXT YEAR FOR SKYWARD WILL BE A LITTLE DIFFERENT AND MAYBE EVEN GETTING TO SEE SOME OF THE, THE NICE FEATURES THAT IT'S GOING TO PRODUCE FOR US AS A DISTRICT.

SO THANK YOU FOR ALL OF YOUR HARD WORK ON THIS.

THANK YOU. ALL RIGHT. THANK YOU GREG. GREAT WORK.

SORRY. MY VOICE SEEMS TO BE LEAVING. SORRY. OKAY, WE'LL MOVE ON TO ITEM SIX THREE 2025-2026 DEPARTMENT BUDGET UPDATE. AND I WILL TURN THIS OVER TO JOHNNY HILL.

ALL RIGHT, I'LL BE QUICK. THANK YOU. PRESIDENT HUMPHREY. AND MEMBERS OF THE BOARD AND CABINET. SUPERINTENDENT WILLIAMS COURTNEY REEVES IS ALREADY MAKING HER WAY UP HERE.

GETTING EXCITED TO START HER PRESENTATION. SO OBVIOUSLY WE'RE WELL UNDERWAY WITH BUDGET PREP.

AND ONE OF THE BIGGEST PARTS OF THAT IS HER AND HER TEAM SITTING DOWN WITH EVERY ONE OF OUR DEPARTMENTS AND GOING THROUGH EVERY ONE OF THOSE LINE ITEMS, LITERALLY EVERY ONE OF THE LINE ITEMS. SO, THIS IS JUST A CULMINATION OF NOT REALLY SO MUCH TALKING ABOUT COMPENSATION DURING HER PRESENTATION, BUT ALL THE OTHER EXPENSES THAT THEY LOOK AT, BASICALLY TALKING ABOUT ZERO BASED BUDGETING AND THE EFFECTS OF, YOU KNOW, WHAT ARE THE POSITIVES THAT COME OUT AS A RESULT OF THAT? SO I'LL TURN IT OVER TO COURTNEY TO DO THE PRESENTATION.

THANK YOU, JOHNNY, AND GOOD EVENING, PRESIDENT HUMPHREY. DR. WILLIAMS, BOARD OF TRUSTEES CABINET.

SO AS JOHNNY MENTIONED, WE I FEEL LIKE WE'RE KIND OF IN THE DOWN HOME STRETCH.

WE'RE GETTING REALLY CLOSE TO JUNE. AND OF COURSE THIS, THIS PARTICULAR OF COURSE UPDATE, WE'RE GOING TO TALK MAINLY ABOUT OUR PROPOSED 25, 26 DEPARTMENT BUDGETS AND COMPARE THOSE TO THE AMENDED BUDGET FOR 2024-25, KIND OF TALK THROUGH SOME OF THOSE CHANGES AND WALK YOU THROUGH KIND OF THE NEXT LEVEL OF WHAT WE WANT, BECAUSE EVERY YEAR WE KIND OF ADD A, WE ADD A DIFFERENT LEVEL. WE TRY TO PUT A LITTLE BIT MORE PRESSURE ON OUR DEPARTMENTS.

WE KIND OF TALK THROUGH THAT. BUT THEN ALSO JUST A QUICK REVIEW AT THE END.

FOR OUR IT'S KIND OF MORE OF A LINE ITEM REVIEW OF OUR PROPOSED BUDGET THAT WAS PRESENTED AT OUR LAST MEETING.

AND I THINK THE LAST COUPLE OF SLIDES, WE HAVE SOME POTENTIAL LEGISLATIVE RELIEF THAT MR. HILL'S GOING TO TALK ABOUT. BUT IF YOU WILL ALLOW ME FOR JUST A MINUTE, I REALLY WANTED TO JUST TAKE A MOMENT TO SAY HOW TRULY GRATEFUL I AM FOR THE OPPORTUNITY TO WORK WITH SO MANY INCREDIBLE DEPARTMENT HEADS.

THIS PROCESS CAN BE A LITTLE STRESSFUL. IT'S VERY, VERY DETAILED.

BUT I WILL SAY THAT THIS YEAR WE HAD SO MUCH COLLABORATION.

IT WAS VERY SOLUTION FOCUSED. AND I WOULD SAY THAT WE'VE EVEN WE INSTEAD OF, YOU KNOW, THERE WAS NO CRYING.

WE ACTUALLY HAD SOME LAUGHING AND SOME OF OUR DEPARTMENT BUDGETS. AND I AM SO GRATEFUL TO THE PEOPLE IN THIS ROOM AND THOSE OTHERS BEHIND THE SCENES FOR COMING TO THE TABLE.

[00:55:07]

SO I JUST WANT TO BASICALLY SCREAM THE PRAISES OF OUR DEPARTMENTS, BECAUSE I'M SO GRATEFUL FOR THEIR PARTNERSHIP AND THEIR COMMITMENT TO THIS.

THEY KNOW WHERE WE ARE AND OUR BUDGET AND WHERE OUR BUDGETS HAVE BEEN.

SO THEY DEFINITELY CAME TO THE TABLE WILLING TO COLLABORATE AND HAVE GREAT DISCUSSIONS WITH US.

SO I JUST WANT TO SAY THANK YOU ALL DEPARTMENTS, FOR YOUR PARTNERSHIP, YOUR PROFESSIONALISM, AND YOUR DEDICATION TO DOING WHAT'S BEST FOR OUR STUDENTS AND SCHOOLS.

AND OF COURSE, I LOOK FORWARD TO CONTINUING OUR COLLABORATION MOVING FORWARD. I'D ALSO LIKE, IF YOU DON'T MIND, I'D LOVE TO TELL YOU. MY BUDGET DEPARTMENT IS WONDERFUL.

I HAVE A KIND OF SMALL BUT MIGHTY AND THEIR UNWAVERING SUPPORT AND ATTENTION TO DETAIL.

SO JUST. I HAVE A DIRECTOR OF BUDGET AND COMPLIANCE. HER NAME IS ASHLEY WESTBROOK. SHE'S AMAZING. SHE'S MY BACKBONE. HER RIGHT HAND IS OUR SENIOR BUDGET MANAGER, CATHERINE HUMPHREY. SHE'S ACTUALLY NEW TO THE ROLE. SHE'S DOING. ABSOLUTELY AMAZING. AND THEN OUR DATA QUEEN IS SHERRI KLECKNER. SHE'S OUR FINANCIAL FINANCE ANALYST.

AND SO, I COULD NOT DO ANY OF THESE BUDGET PIECES WITHOUT THEM.

SO, I JUST WANTED TO GIVE THEM A QUICK SHOUT OUT. SO, THANK YOU FOR ALLOWING ME TO DO THAT.

SO, YOU ALL KNOW, AGAIN, AS JOHNNY SAID, WE DO OUR ZERO BASED BUDGETING PROCESS.

WE EVERY YEAR, OF COURSE, ASK OUR DEPARTMENTS TO START AT ZERO, I BELIEVE.

AND DR. WILLIAMS, YOU CORRECT ME IF I'M WRONG. I BELIEVE THIS IS THE SIXTH YEAR I'VE BEEN HERE FOR FIVE, AND SO I BELIEVE IT STARTED A YEAR BEFORE I STARTED. SO, I BELIEVE THIS IS OUR SIXTH YEAR OF ZERO BASED BUDGETING. OF COURSE, AS YOU CAN SEE, KIND OF AS WE'VE GONE THROUGH THE LAST FEW YEARS OF WHAT OUR DIFFERENCES KIND OF YEAR COMPARED TO THAT AMENDED BUDGET.

AND THEN, OF COURSE, WHERE WE'VE KIND OF WALKED FORWARD AND YOU CAN SEE AT THE BOTTOM OUR TOTAL PROPOSED BUDGET AND THAT DIFFERENCE, THAT TOTAL DIFFERENCE COMPARED TO 2024 OUR PROPOSED DEPARTMENT BUDGETS WOULD INCREASE JUST OVER 1.6 MILLION, WHICH IS A 1.9% INCREASE. OF COURSE, WE ALWAYS LIKE TO COMPARE THAT OF WHERE WE THINK, OF COURSE, WHERE CPI IS GOING TO BE. WE KNOW THAT THIS IS KIND OF WHERE WE'RE SITTING AT RIGHT NOW.

OBVIOUSLY DON'T KNOW EXACTLY WHERE WE'RE GOING TO SIT OUT FOR 2025-26.

BUT AGAIN, THAT'S WE'RE TRYING TO STAY OBVIOUSLY CLOSE TO WHERE WE ARE.

CPI JUST TO KIND OF AGAIN MATCH WHAT'S GOING ON WITH INFLATION.

SO WITH A LOT OF HARD WORK WE WERE ABLE TO STAY OBVIOUSLY BELOW THAT AT THAT 1.9%.

JUST KIND OF QUICKLY WANTED TO TALK THROUGH KIND OF THAT ADDED LAYER THAT WE IMPLEMENTED THIS YEAR. AND I WILL SAY I'M VERY, AGAIN, VERY GRATEFUL TO OUR DEPARTMENTS FOR BEING OPEN TO THIS PROCESS THAT WE WENT THROUGH LAST YEAR.

IF YOU REMEMBER, WE ACTUALLY STARTED A THREE YEAR TREND SPEND.

SO WE STARTED THAT KIND OF I WOULD SAY IT WAS KIND OF MORE OF A SOFT LAUNCH.

MAINLY THAT WAS BECAUSE WE ACTUALLY HAD IN THAT THREE YEAR TREND SPEND WAS 2020-2021.

FOR US, WE DIDN'T FEEL LIKE THAT WAS A GREAT REPRESENTATION OF WHAT WAS WHAT WE WERE ACTUALLY SPENDING IN THAT YEAR.

THAT WAS THE YEAR THAT WE WERE HALF VIRTUAL, HALF IN PERSON.

AND SO WE WERE VERY CAREFUL TO UNDERSTAND THAT THAT PARTICULAR YEAR WOULD BE SKEWING A LITTLE BIT OF OUR TRENDS THIS YEAR, BEING OUT A YEAR FROM 2020-2021, WE FELT LIKE THAT WAS A BETTER REPRESENTATION OF WHAT WAS ACTUALLY HAPPENING WITH OUR ACTUAL EXPENDITURES.

SO THAT WASN'T ALL THAT WE TOOK INTO CONSIDERATION.

WE ALSO TOOK INTO CONSIDERATION OUR LAST FULL YEAR OF EXPENDITURES FOR 23-24, AND WE HAD A LOT OF CONVERSATIONS ABOUT CURRENT YEAR EXPENDITURES WITH OUR DEPARTMENTS.

AGAIN, WE UNDERSTAND THAT THERE MAY HAVE BEEN A NEW INITIATIVE, SO WE COULDN'T NECESSARILY HARD PRESS THAT ACTUAL THREE YEAR TREND SPEND.

WE DID USE IT AS A GUIDE FOR ALMOST ALL OF OUR AREAS.

SOME AREAS OF COURSE, IT WASN'T APPLICABLE, AND I'LL BE HONEST, IN SOME AREAS WE DIDN'T DECREASE.

WE SAW THAT TREND SPIN AND RECOGNIZED THAT WE WEREN'T BUDGETING AT THE LEVEL THAT THAT DEPARTMENT NEEDED.

AND WE'LL SEE A LITTLE BIT OF THAT. BUT I JUST WANTED TO SAY THAT EXCUSE ME.

OF ALL THE REDUCTIONS, WE ACTUALLY 75% OF THEM WERE DUE TO THE THREE YEAR TREND ANALYSIS THAT WE DID AND ACTUALLY ENDED UP BEING A TOTAL OF JUST UNDER 600, $600,000 OF REDUCTIONS. JUST ON THE TRENDS. WE DID NOT ASK THEM TO CHANGE WHAT THEY ARE DOING.

WE DID NOT ASK THEM TO CUT ANYTHING SPECIFICALLY.

THIS WAS JUST LITERALLY RIGHTSIZING BUDGETS BASED ON ACTUAL SPENDS.

SO I JUST KIND OF WANTED TO MAKE SURE THAT THAT'S CLEAR. WE DIDN'T ASK PEOPLE. WE DIDN'T ASK OUR DEPARTMENTS TO MAKE MAJOR CUTS OR CHANGES TO THE WORK THAT THEY ARE CURRENTLY DOING. AND WE HAD OBVIOUSLY OPEN CONVERSATIONS ABOUT ANY NEW INITIATIVES THAT WE NEEDED TO ADD BUDGET FOR.

SO BUT JUST KNOWING I APPRECIATE THEIR WORK, WE VERY MUCH TALKED ABOUT WE'RE GOING TO MAKE SURE THAT THEY ARE SUPPORTED AND THAT THIS WAS JUST, AGAIN, RIGHTSIZING THAT BUDGET BASED ON THEIR ACTUAL EXPENDITURES.

SO WE HAVE OBVIOUSLY, WE'VE GOT THEM UNDER EACH ONE OF OUR DEPUTIES AND EACH ONE OF OUR DIVISIONS.

SO WE WILL TALK THROUGH OUR TEACHING, LEARNING AND LIFE READINESS.

[01:00:02]

I DID WANT TO TOUCH ON A FEW. OBVIOUSLY WE DON'T TALK ABOUT OR WE DON'T ACTUALLY TALK IN THAT KIND OF THE BIG ROCKS TOWARDS THE END.

BUT THEN ALSO MOST OF OUR REDUCTIONS, I'M GOING TO GO AHEAD.

IF I DON'T TALK ABOUT THEM, THEY ARE GOING TO BE DUE TO OUR TRENDS, SPEND ANALYSIS AGAIN, TAKING INTO CONSIDERATION THOSE THREE YEARS, AND THEN ALSO LOOKING AT THE MOST RECENT TREND FOR 23-24 EXPENDITURES.

SO IF I DON'T HIGHLIGHT THOSE REDUCTIONS, PLEASE KNOW THAT THEY'RE ACTUALLY DUE TO THAT TREND SPEND REDUCTION.

SO JUST LOOKING REALLY QUICKLY AT OUR SPECIAL EDUCATION DEPARTMENT, THEY DID HAVE AN INCREASE FROM 24-25 TO 25-26 PROPOSED OF JUST OVER 600, 160,000. AND THAT WAS MAINLY DUE TO AN INCREASE IN TESTING MATERIALS AND STUDENT TUITION FOR OUR NONPUBLIC DAY SCHOOL PLACEMENTS.

ALSO, OUR MTS, YOU SEE A LITTLE BIT OF AN INCREASE THERE.

THAT WAS AGAIN A LOT OF THESE INCREASES, I WILL TELL YOU, ARE SERVICE RELATED CONTRACTS ARE SPECIFIC SERVICES THAT, OF COURSE, THAT WE DON'T REALLY HAVE ANY CONTROL OVER THOSE SERVICES THAT ARE BEING PROVIDED.

WE ARE KIND OF AT THE MERCY OF THOSE THAT ARE THESE VENDORS THAT UNFORTUNATELY, DUE TO INFLATION, WILL INCREASE THEIR COST. SO THAT AUDIOLOGY SERVICE COST WAS AN INCREASE FOR OUR EMTS.

OUR ELEMENTARY AND SECONDARY ACADEMICS DEPARTMENT HAD A SLIGHT INCREASE FOR SOME CONSULTANT COSTS.

AGAIN, MORE OF A SERVICE RELATED. AND THEN OUR SUMMER SCHOOL, ACTUALLY, THIS WAS ONE OF THE FEW DEPARTMENTS THAT WE HAD AN INCREASE FOR ACTUAL THAT THAT THREE YEAR TREND SPEND. WE SAW AN AREA IN THEIR EXTRA DUTY THAT ACTUALLY WE WEREN'T BUDGETING ENOUGH IN.

AND SO, WE DID HAVE TO MAKE A LITTLE BIT OF A TWEAK.

THAT INCREASE IS MAINLY IN OUR EXTRA DUTY COSTS THAT WE PAY OUR TEACHERS OVER THE SUMMER.

WE SAW THAT DURING EXCUSE ME DURING OUR BUDGET PROCESS THAT WE WEREN'T WE WEREN'T BUDGETING ENOUGH THERE.

SO, WE DID HAVE TO MAKE AN ADJUSTMENT TO SUMMER SCHOOL TO INCREASE THAT EXTRA DUTY PAY FOR OUR TEACHERS DURING THE SUMMER. I WENT BACK AND LOOKED AT THE PREVIOUS YEAR, AND THAT ONE IN PARTICULAR HAD ACTUALLY DECREASED IN 23-24 BY ALMOST LIKE ANOTHER BIG NUMBER LIKE THAT.

SO, IT'S ALMOST LIKE IT RIGHT SIZED IT. IT DOES.

YES. AND THAT'S EXACTLY KIND OF WHAT HAPPENED AGAIN LOOKING AGAIN.

I MEAN, LOOKING AT THAT TREND FROM THE PRIOR YEAR, WE PROBABLY WENT A LITTLE BIT TOO FAR.

AND NOW TO KIND OF RIGHT SIZE IT THE NEXT YEAR.

SO, WE WERE VERY, VERY COGNIZANT OF LOOKING AT THAT.

AND I WOULD SAY SOME AREAS WE MAY HAVE APPLIED THE TREND SPEND A LITTLE BIT MORE. SO YOU MIGHT NOT SEE IT AS MUCH FROM THE PRIOR YEAR INTO THIS YEAR.

SO ALL RIGHT MOVING ON. SO I GUESS OUR INCREASE IN OUR ELEMENTARY ACADEMICS, THAT WAS IT WAS ACTUALLY FROM SOME SOFTWARE.

WE'VE HAD A LOT OF DISCUSSIONS ABOUT UTILIZATION AND SOFTWARE.

BUT AGAIN, SOFTWARE IS ONE OF THOSE THINGS THAT ALSO IS.

SORRY DID I GO TOO FAR? MY APOLOGIES. DID I GET THE RIGHT PLACE? I'M SO SORRY. I FEEL LIKE I MISSED ONE. I'M SO SORRY.

OH, I'M OUT OF ORDER. SORRY. I DON'T REALLY KNOW HOW THOSE GOT MESSED UP.

OKAY. SORRY ABOUT THAT, I APOLOGIZE. OKAY. MY APOLOGIES.

I'M SORRY I GOT OUT OF ORDER THERE. I WAS LOOKING FOR SECONDARY ACADEMICS, AND I WAS LIKE, IT IS NOT ON OUR SCREEN. SO, LET'S GO ON HERE.

SO, WE DO HAVE SOME A LITTLE BIT OF AN INCREASE TO OUR CTE.

LET'S SEE, WE HAVE ACADEMICS. I'M SO SORRY. MOST OF I'M SO SORRY.

MOST OF THESE ARE ACTUALLY DUE REDUCED TO OUR THREE YEAR TREND SPEND. I HAVE SO MANY NOTES ON HERE, I APOLOGIZE. BUT AGAIN, RIGHT NOW, I GUESS OUR BIGGEST INCREASE AGAIN IS YOU'RE LOOKING AT YOUR IB SECTION, YOUR ADVANCED ACADEMICS THE DECATHLON AND ELEMENTARY AND SECONDARY IB, THAT THAT INCREASE WAS DUE TO OUR MIDDLE SCHOOL IB PROGRAM THAT IS STARTING IN 25-26.

THAT IS ACTUALLY ALMOST ALL OF THAT AMOUNT IS FROM OUR SECONDARY IB PROGRAM.

OUR OTHER REDUCTIONS THERE AGAIN ARE ALL THREE YEAR TRENDS.

DUAL CREDIT WAS ANOTHER NEW ADDITION, A NEW BUDGET THIS YEAR.

AND THEN OF COURSE WE DO HAVE EXCEL AND AVID.

WE'LL TALK ABOUT A LITTLE BIT MORE DETAIL. WE HAVE THAT IN OUR BIG ROCKS.

MAINLY OUR AVID PIECE OF IT. WE ACTUALLY PUT AVID AND AVID EXCEL TOGETHER.

AVID HAD A SMALL DECREASE FOR OUR THREE YEAR TREND SPEND.

THERE WAS A LITTLE BIT OF CONFUSION IN OUR AVID EXCEL AND OUR EXPENDITURES, AND I'LL TALK A LITTLE BIT MORE ABOUT THAT IN OUR IN OUR BIG ROCKS, IF YOU DON'T MIND.

BUT WE HAD A LOT OF CONFUSION ON STUDENT TRAVEL BUDGET.

AND SO, WE'LL TALK A LITTLE BIT ABOUT WHAT THAT WAS AND HOW WE'VE KIND OF RESOLVED IT WORKING WITH THAT GROUP.

AND THEN OUR CCMR DEPARTMENT, WE DID HAVE A SLIGHT INCREASE THERE.

THAT 3972 WAS INCREASED COST FOR A PROFESSIONAL CONSULTANT FOR PROFESSIONAL DEVELOPMENT.

I THINK THAT WAS SOMETHING NEW THAT WE ADDED FOR THAT DEPARTMENT FOR THIS YEAR. SO IN OUR ELEMENTARY ACADEMICS WE HAVE JUST A SLIGHT A LITTLE INCREASE.

AGAIN, WE TALKED ABOUT SOFTWARE COST, A LOT OF CONVERSATIONS ABOUT SOFTWARE AND UTILIZATION SURROUNDING SOFTWARE.

WE ALSO KNOW THAT THAT'S ANOTHER ONE OF THOSE AREAS THAT WE'RE KIND OF AT.

WHAT HAPPENS WHEN OUR SOFTWARE COMPANIES AGAIN, INFLATION COST OF THOSE THINGS AGAIN CONTINUE TO GO UP SOMETIMES.

[01:05:04]

AND IN THIS CASE, IT WAS JUST THE COST OF THIS ACTUAL SOFTWARE TO CONTINUE TO INCREASE FOR THOSE CONSULTING PIECES.

OUR SECONDARY ACADEMICS HAD A SLIGHT INCREASE.

THEY DID FOR A LITTLE INCREASE IN OUR EXTRA DUTY COSTS FOR CURRICULUM WRITING.

OUR PRE-K ACTUALLY HAD A HAVE A ONE TIME COST THAT'S COMING OUT THIS YEAR SPECIFIC TO SOME SUMMER SCHOOL KITS.

AND ACTUALLY, SO WHAT WE'LL SEE NEXT YEAR IS THAT PROBABLY DROP BACK DOWN, BECAUSE THOSE ARE ONE TIME COSTS THAT ARE COMING FOR OUR PRE-K.

AND THEN OF COURSE, OUR DEPARTMENT HAD JUST A SLIGHT INCREASE IN THEIR READING MATERIALS.

COUNSELING IS ANOTHER ONE THAT WE'LL TALK. IT'S ONE OF OUR BIG ROCKS. IT'S MAINLY DUE TO AN INCREASE IN COMMUNITIES IN SCHOOL, A LITTLE BIT OF AN INCREASE FOR MATERIALS FOR OUR HOPE SQUAD.

AND THEN OF COURSE CTE IS ON THERE. THEY HAD THEIR REDUCTION IS MAINLY DUE TO AGAIN RIGHTSIZING THAT BUDGET.

AND IT ACTUALLY REALLY WASN'T THAT BIG OF AN INCREASE. IT WAS ABOUT A -6%.

AGAIN, MOST OF THESE REDUCTIONS HERE ARE ALL DUE TO THE TREND SPEND.

WE DID HAVE WE DID HAVE AN INCREASE OF COURSE, COST OF TESTING MATERIALS.

AGAIN, THAT IS ONE OF THOSE AREAS THAT UNFORTUNATELY SOME OF THOSE MATERIALS JUST CONTINUE TO INCREASE.

AND MOST OF THEIRS OF COURSE THE INCREASE WAS SPECIFIC TO TESTING MATERIALS.

OUR STUDENT AND FAMILY SUPPORT DEPARTMENT, THERE WAS A LITTLE BIT OF INCREASE FOR SOME FAMILY COMMUNITY MATERIALS AND THEN ALSO SOME MONEY SPECIFICALLY FOR OUR PLANO HISTORICAL MUSEUM, AGAIN, TO MAKE SURE ITS UPKEEP MAYBE DO ANY KIND OF SMALL MINOR TWEAKS TO THAT PARTICULAR MUSEUM.

WE WANTED TO MAKE SURE WE HAD THAT MONEY THERE FOR THEM TO BE ABLE TO DO THAT.

YEAH, WE DID HAVE, AGAIN, JUST A SMALL, SMALL INCREASE AGAIN BASED ON WHERE OUR FAMILY AND SOCIAL SERVICES PIECE OF IT.

WE ACTUALLY HAVE TWO GROUPS THAT ARE IN THERE. THERE WAS A SMALL INCREASE IN THERE, AND THEN WE HAD ANOTHER ONE THAT OFFSET WITH THE THREE YEARS. SO IT'S FUNNY HOW SOME OF AGAIN SHIFTS BETWEEN THOSE DEPARTMENTS. ONE MIGHT NEED TO BE RIGHT SIZED AND INCREASE AND THEN A REDUCTION FOR AGAIN THAT THREE YEAR TREND SPEND.

OUR HEALTH SERVICES ALSO INCREASED JUST A TINY BIT.

AND THAT WAS REALLY FOR OUR CONTRACTED SERVICES FOR OUR MEDICAL ADVISOR.

OUR WELCOME, OUR TWO WELCOME CENTERS. ACTUALLY, WE WERE AGAIN HAD A LOT OF DISCUSSIONS ON WITH OPENING OUR NEW WELCOME AND ENROLLMENT CENTER. WHAT WHAT DOES THAT DO? WHAT'S SOME OF THE SHIFT OF? WE DEFINITELY DIDN'T. WE KNEW WE DIDN'T WANT TO ABSOLUTELY DUPLICATE BECAUSE WE KNEW SOME FAMILIES WOULD SHIFT TO OUR NEW WELCOME AND ENROLLMENT CENTER.

BUT WE ALSO KNEW THAT THAT DIDN'T MEAN IT WAS GOING TO BE HALF AND HALF.

I WOULD SAY THE MAIN REDUCTION ON OUR CURRENT WELCOME AND ENROLLMENT CENTER WAS ACTUALLY FOR SOME MARKETING AND BRANDING THAT WAS ACTUALLY A REALLOCATION OF THAT BUDGET THAT ACTUALLY, DOCTOR GOBER AND I, WE TALKED ABOUT, AGAIN, THE MARKETING BRANDING FOR THE DISTRICT THAT THAT BE ACTUALLY MOVED TO COMMUNICATIONS. SO YOU'LL SEE THAT INCREASE IN COMMUNICATION.

A PIECE OF THAT INCREASE WAS ACTUALLY THAT MOVEMENT OF THAT MARKETING AND BRANDING MONEY, THAT OR BUDGET THAT DOCTOR GOBER HAD UNDER HIS WELCOME AND ENROLLMENT CENTER THAT'S ACTUALLY BEEN MOVED. SO THAT'S THAT MAIN REDUCTION FOR THEM.

THEY, ALSO WE KIND OF REDUCED AGAIN JUST TO KIND OF RIGHT SIZE.

AGAIN, WE'RE GOING TO KIND OF THIS NEXT YEAR WILL BE KIND OF A BENCHMARKING YEAR FOR BOTH WELCOME AND ENROLLMENT CENTERS TO KIND OF SEE WHERE WE END UP WITH OUR EXPENDITURES THERE.

SO, WE DID TRY TO BE VERY CONSERVATIVE IN BUDGETING BOTH OF THOSE AREAS, KNOWING THAT WE MAY HAVE TO AGAIN, RIGHT SIZE BUDGET EITHER ONE WAY OR THE OTHER WHEN WE'RE GOING INTO NEXT YEAR'S BUDGET.

NOW MOVING INTO LEADERSHIP AND OPERATIONS. OH, MY APOLOGIES. LET ME REALLY QUICKLY. I JUST WANT TO TALK ABOUT THAT. OVERALL, THERE WAS JUST A SLIGHT INCREASE FOR TEACHING, LEARNING AND LIFE READINESS.

AS YOU CAN SEE, IT ACTUALLY WAS JUST A 1.1% INCREASE.

THAT INCREASE OVER OUR 24-25 AMENDED WAS 139,164.

AGAIN, THAT WAS JUST A 1.1 INCREASE FOR OVERALL LEADERSHIP AND OPERATIONS.

AGAIN, WE KIND OF TOUCHED REALLY, REALLY QUICKLY ON THAT COMMUNICATION PIECE. COMMUNICATIONS THEY HOLD A LOT OF THE OF OUR OVERALL OF OUR, SOME OF OUR EVENTS. AND AGAIN, THAT'S ANOTHER, ANOTHER PLACE AGAIN, THAT'S A CONSULTING SERVICE THAT UNFORTUNATELY WE ARE KIND OF AT THE MERCY OF OUR VENDORS. UNFORTUNATELY, VENUES DO INCREASE PRICE AGAIN WITH INFLATION.

SO, THEIR INCREASE WAS MAINLY DUE TO THOSE VENDORS INCREASING THOSE VENUE PRICES.

ALSO MOVING THAT BRANDING PIECE OF IT IS ABOUT $35,000 FROM OUR WELCOME ENROLLMENT CENTER INTO OUR COMMUNICATIONS.

THE OTHER REDUCTIONS ARE MAINLY AGAIN FOR OUR THREE YEAR TREND SPENDS, OUR FINE ART DEPARTMENT.

THEY DID THEY WERE THEY WERE AWESOME. THEY DID A THERE'S MAINLY BETWEEN THEIRS.

WE TALK ABOUT THAT IN ONE OF OUR KIND OF OUR BIGGER ONES.

WE PUT OUR FINE ARTS TOGETHER WITH OUR FINE ARTS FOR OUR ROBINSON ARTS ART CENTER.

AND SO THOSE TWO REALLY WERE BASED ON THREE YEAR TREND SPEND.

WE DID SPECIFICALLY HAVE A LARGER PIECE OF EQUIPMENT THAT WAS CURRENTLY BEING BUDGETED FROM OUR FINE ARTS CENTER THAT WE ARE GOING TO STRATEGICALLY ALLOCATE TO OUR BOND FUNDS. SO THAT WAS ABLE TO KIND OF REALLOCATE THAT AND REDUCE THAT BUDGET.

ATHLETICS WAS ACTUALLY ANOTHER ONE OF THOSE AREAS THAT WE NEEDED TO INCREASE FOR EXTRA DUTY COSTS.

[01:10:05]

ALSO, WE NEEDED TO MAKE SURE THAT WE WERE BUDGETING FOR OUR SAFETY AND SECURITY.

AGAIN, RATES OVER THE YEARS FOR THE COST OF OUR SECURITY OFFICERS ARE AT ATHLETIC EVENTS.

WE WERE SEEING THAT, UNFORTUNATELY, THAT WAS AN AREA THAT WE WEREN'T BUDGETING. SO THAT INCREASED RIGHT THERE WAS, AGAIN, BASED ON LOOKING AT THAT, ANALYZING THOSE ACTUAL TREND SPENDS. AND IT WAS ACTUALLY A LITTLE BIT OF AN INCREASE FOR ATHLETICS.

CHEERLEADING AND THEN HEALTH, OUR SCHOOL LEADERSHIP AND INNOVATION, ALL OF THOSE SLIGHT DECREASES WERE ALL DEPENDENT ON OUR TREND ANALYSIS.

SAFETY AND SECURITY. WE'RE GOING TO TALK A LITTLE BIT MORE ABOUT THAT. THERE'S A LITTLE BIT MORE DETAIL TO WHAT'S GOING ON THERE, BUT THAT WAS MAINLY DUE TO SOME SHIFTING OF SOME COSTS FOR OUR MARSHALL PROGRAM.

KIND OF EXPLAIN THAT A LITTLE BIT MORE. ALSO HAD TO DO WITH TRAINING OF T-COL, WHICH IS A TWO YEAR PROGRAM.

AND SO MOST OF COURSE OUR MARSHALS HAVE GONE THROUGH THAT.

AND SO, WE'LL KIND OF WATCH IT KIND OF GO UP AND DOWN.

OF COURSE, AS WE GET NEW MARSHALS, WE HAVE TO TRAIN THEM.

BUT THE BULK OF OUR MARSHALS HAVE ALREADY BEEN TRAINED.

WE ALSO HAD A LITTLE BIT OF A SHIFTING OF GENERAL SUPPLIES FOR OUR BADGES TO OUR HR DEPARTMENT.

SO, YOU WOULDN'T BELIEVE HOW EXPENSIVE SOME OF THOSE MATERIALS WOULD BE FOR OUR BADGES.

SO, OUR HR DEPARTMENT IS ACTUALLY OVERSEEING OUR BADGES.

AND SO THAT EXPENSE COST REDUCED OUR SAFETY AND SECURITY.

BUT THEN WAS REALLOCATED TO OUR HR DEPARTMENT INFORMATION SERVICES.

IT WAS ACTUALLY WE JUST TALKED ABOUT OUR ERP AND SIS CONVERSION.

SO THAT WAS OF COURSE PART OF OUR BROAD PROGRAM WE USED TO PAY OUR FRONTLINE TEAMS' PIECE OUT OF OUR BUDGET.

OF COURSE. SO WE STRATEGICALLY MOVE THAT TO BOND.

SO, WE ACTUALLY ARE GETTING TO SEE THAT BENEFIT IN 25-26.

OF COURSE, WE STILL HAD TO OF COURSE UTILIZE FRONTLINE TEAMS IN 24-25.

AND SO, WE'LL GET TO SEE THAT BENEFIT IN 25-26.

AND MOVING ON OF COURSE INSTRUCTIONAL TECHNOLOGY AGAIN.

OF COURSE, MOST OF INSTRUCTIONAL TECHNOLOGY OF COURSE IS SOFTWARE.

AND AGAIN, WE'RE HAVING TO DEAL WITH THE INCREASE FOR INFLATION FOR OUR SOFTWARE COSTS.

SO MOST OF THEIR INCREASE WAS SPECIFIC TO SOFTWARE COSTS AGAIN ACROSS THE BOARD.

IT'S ONE OF THOSE THINGS THAT AGAIN AS WE MOVE THROUGH JUST LOOKING AT INFLATION, IT'S JUST ONE OF THOSE AREAS THAT WE HAD TO SEE.

AND UNFORTUNATELY, AND I WOULD SAY THAT IT REALLY WASN'T AS LARGE OF AN INCREASE AS I GUESS IT COULD HAVE BEEN.

IT WAS ONLY ABOUT A 4.8% INCREASE. DISTRICT TECHNOLOGY SERVICES, OUR OPERATIONS AND REPAIRS.

WE WERE ABLE TO, OF COURSE, UTILIZE THOSE ACTUAL COSTS, THOSE TREND SPENDS, OUR INFRASTRUCTURE SYSTEMS. WE HAD A DECREASE THERE. WE'RE ACTUALLY ABLE, AGAIN, TO UTILIZE OUR BOND FUNDS FOR SOME MULTIYEAR CONTRACTS THAT WE HAD.

AND AGAIN, WE'RE GETTING TO SEE THAT BENEFIT IN 25-26.

OVERALL, THIS WAS A DECREASE FOR OUR OPERATION AND LEADERSHIP AND OPERATION OF JUST OVER 6%.

SO OVERALL, I WOULD SAY IF THERE'S A, IF THERE'S A WINNER, WINNER CHICKEN DINNER, IT WOULD BE LEADERSHIP AND OPERATIONS WHO HAD JUST UNDER $1.3 MILLION SAVINGS. AND AGAIN, VERY MUCH APPRECIATE ALL THE HARD WORK FROM THIS DEPARTMENT.

AGAIN, IT WAS JUST OVER 6% REDUCTION. EMPLOYEE BUSINESS AND EMPLOYEE SERVICES.

SO THIS WILL NOT BE YOUR WINNER, WINNER CHICKEN DINNER FOR SURE UNFORTUNATELY.

HEY, LISTEN, I DID MY PART. REALLY, REALLY QUICKLY HERE AGAIN, MOST OF THESE AGAIN ARE SOME TREND SPEND REDUCTIONS.

THERE WAS SOME STRATEGIC ALLOCATION FROM THE BUSINESS EMPLOYEE SERVICE DEPARTMENTS TO THE BUSINESS SERVICES, SO THAT 18 ACTUALLY TRANSFERRED INTO OUR BUSINESS SERVICES. OUR BUSINESS SERVICES DEPARTMENT WAS A WAS A NEW DEPARTMENT THIS YEAR. AND SO AGAIN, WE WERE KIND OF TRYING TO FIGURE OUT WHAT THAT BASELINE IS. WE NEEDED TO DO SOME INCREASE FOR A LITTLE BIT OF TRAVEL FOR THE EMPLOYEES IN THAT DEPARTMENT.

SO AGAIN, NOT REALLY A LARGE INCREASE. BUT AGAIN, WE DIDN'T REALLY HAVE THAT BASELINE ESTABLISHED.

SO, WE DID GIVE A LITTLE PUT A LITTLE BIT MORE MONEY THERE.

FINANCIAL SERVICES WAS A THREE YEAR TREND SPEND FOR REDUCTION TRANSPORTATION.

WE DID ACTUALLY DO A LITTLE BIT OF AN INCREASE THAT WAS SPECIFICALLY FOR OUR MCKINNEY-VENTO TRANSPORTATION.

AGAIN, LOOKING AT THOSE THE LAST THREE YEARS OF THAT, WE WEREN'T PUTTING JUST QUITE ENOUGH IN THERE.

RISK MANAGEMENT, OF COURSE, YOU ALL KNOW THAT'S OUR PROPERTY CASUALTY. I THINK IT'S PROBABLY A LITTLE HIGH.

OUR RISK MANAGEMENT MANAGER DOES AN AMAZING JOB.

SHE'S GOT A LOT OF GREAT CONNECTIONS, OBVIOUSLY, IN THAT WORLD.

AND OF COURSE, THIS WAS OUR ADVISEMENT. I WOULD SAY THAT IT MAY BE A LITTLE HIGH, BUT THIS WAS WHAT WE, AGAIN, SHE WAS GIVEN US A KIND OF A. BUT WE'LL KNOW A LITTLE BIT MORE HERE PRETTY SOON AND HOPEFULLY WE'LL BE ABLE TO ADJUST THAT NUMBER.

FACILITIES. UNFORTUNATELY, THEY OF COURSE DON'T.

THERE'S NOT A WHOLE LOT THEY CAN DO ABOUT THIS EITHER. IT'S UTILITIES. THEY WORK WITH AN ENERGY CONSULTANT CALLED ENERGY EDGE AND THEY'RE, I WOULD SAY, ONE OF THE MOST DETAILED SPREADSHEETS I HAVE EVER SEEN AND HAS OBVIOUSLY A EXCEL NERD.

IT WAS AMAZING. BUT IT'S A LOT OF HARD WORK DONE AND A LOT OF JUSTIFICATION, UNFORTUNATELY, INCREASING OUR UTILITIES AGAIN, MOST OF THAT IS SPECIFIC TO UTILITIES.

[01:15:01]

AGAIN, THAT'S A SERVICE THAT'S PROVIDED ACROSS THE DISTRICT.

AGAIN, WE HAVE AN OUTSIDE GROUP THAT DOES THAT.

AND WE HAD TO OF COURSE SEE THAT INCREASE THERE.

I JUST WANT TO JUMP IN ONE OF THE I HATE TO KEEP GOING BACK TO THIS, BUT ONE OF THE REASONS WHY IT'S SO IMPORTANT THAT WE DO LONG RANGE FACILITY PLANNING ON OUR FACILITIES IS BECAUSE THIS IS THE ONE OF THE LARGEST RAPIDLY INCREASING PERCENTAGE WISE OF OUR BUDGET.

SO SUPER IMPORTANT THAT WE CONTROL THIS AND MANAGE THIS AS MUCH AS WE CAN.

BECAUSE YOU SEE, EVEN WITH MANAGING IT, WHAT IS GOING ON WITH IT.

SO, AND I WILL SAY THERE'S A COUPLE OTHER DEPARTMENTS WITHIN FACILITIES THAT THAT ACTUALLY MADE REDUCTION.

OUR CUSTODIAL CONTRACT DID DECREASE FOR THE CLOSURE OF OUR FOUR CAMPUSES.

AGAIN, ANOTHER SMALLER OF THE DEPARTMENTS WITHIN FACILITIES HAD A REDUCTION DUE TO TRENDS, SOME OF THOSE TRENDS SPENDS. AND SO AGAIN, IT WASN'T ALL INCREASE FOR FACILITIES.

BUT UNFORTUNATELY, THE BIGGEST DRIVER OBVIOUSLY WERE THOSE UTILITIES AND OF COURSE THE MOWING AND LANDSCAPING.

AIR OPERATIONS. OBVIOUSLY, WE'VE GOT SOME REDUCED COSTS FOR OUR TRENDING.

AND ALSO AS YOU CAN SEE THAT OPERATIONS, OUR AIR OPERATIONS, YOU SEE THAT INCREASE THERE.

THAT'S ACTUALLY WHERE THOSE BADGES WENT. AGAIN, THAT WAS JUST KIND OF A REALLOCATION ACTUALLY.

WE DID SOME REDUCTIONS WITHIN THE AIR OPERATING.

SO THAT ACTUALLY INCREASES NOT THE TOTAL AMOUNT THAT WAS ACTUALLY REALLOCATED OVER TO OUR HR DEPARTMENT.

AND THEN ALSO THAT LITTLE TINY INCREASE IN THE SERVICES EMPLOYEE SERVICES DEPARTMENT WAS A LITTLE BIT OF ADDITIONAL TRAVEL.

AGAIN, THAT WAS LOOKING AT THEIR TREND SPENDS AND REALIZING THAT THERE WASN'T REALLY ENOUGH THAT WAS BEING BUDGETED THERE. SPECIFICALLY, ALL OTHER AREAS YOU CAN SEE WE DID A LOT OF WORK AGAIN, OF LOOKING AT THOSE ACTUAL TRENDS AND EXPENDITURES, AND WE'RE ABLE TO REDUCE THOSE BUDGETS. UNFORTUNATELY.

AGAIN, NO WINNER, WINNER CHICKEN DINNER HERE, BUT A LITTLE BIT OF AN INCREASE. THIS WAS A 5.6% INCREASE FOR OUR BUSINESS AND EMPLOYEE SERVICES. THAT INCREASE WAS JUST OVER $2.8 MILLION COMPARED TO 2425.

DISTRICT LEADERSHIP. WE HAD ACTUALLY A REDUCTION PRETTY MUCH ACROSS THE BOARD.

OUR SUPERINTENDENT DEPARTMENT WAS ABLE TO REDUCE BASED ON SOME ACTUAL TREND ANALYSIS.

AND THEN, OF COURSE, IN ADDITION TO THAT, SOME REDUCTIONS FOR ALL OF THE OTHER AREAS, BASICALLY FOR OUR NON-LEGISLATIVE YEAR, WE KNOW THAT'S GOING TO KIND OF GO UP AND DOWN.

SO, WE'RE ABLE TO ACTUALLY REALIZE THOSE REDUCTIONS IN FOR OUR NON-LEGISLATIVE YEAR.

SO AGAIN, THAT REALLY AFFECTED ALL OF THESE AREAS.

WE HAD JUST A TINY, TINY REDUCTION IN OUR INTERNAL AUDIT.

THOSE LADIES DID A REALLY, REALLY GREAT JOB. HEY, I WANT TO TAKE THEIR $2.

I WILL TAKE THEIR $2. IT'S ALSO A NON-ELECTION YEAR, WHICH ALSO HELPS A LITTLE.

YES, THAT'S ALL OF IT. SO, ALL OF LIKE OUR OBVIOUSLY OUR BOARD OF TRUSTEES BUDGET CHIEF OF STAFF GOVERNANCE THOSE ALL OF THOSE ARE BEING AFFECTED THAT WILL HAVE A NON-ELECTIVE ELECTION YEAR. SO THAT'S ALSO THAT FOR THAT SPECIFICALLY FOR THAT GOVERNANCE PIECE.

THAT'S WHERE WE HAVE OUR ELECTION IN THERE AND UNDER THAT PIECE OF IT.

SO, AND THEN OUR EDUCATION FOUNDATION, THEY WERE GREAT.

THEY STAYED RIGHT ON TARGET. SO AGAIN, OVERALL, OUR TOTAL AMENDED BUDGETS WAS JUST UNDER 84 MILLION.

OUR NEW PROPOSED 2526 DEPARTMENT BUDGETS IS 85,343,000 AND 404, WITH THAT INCREASE OF 01,604,890, WITH A 1.92% INCREASE OVER 2425 AMENDED BUDGET.

COURTNEY, CAN I SAY ONE THING? ABSOLUTELY. SO ONE THING I THINK IS IMPORTANT WITH THE ZERO BASED BUDGETING.

IF YOU GO BACK TO THAT, THAT SUMMARY SHEET OVER SIX YEARS, IF YOU LOOK AT JUST WHAT'S HAPPENED WITH INFLATION, IT'S ABOUT 26.5%. WHAT WE'VE DONE WITH THESE BUDGETS IS RIGHT AT 13% OVER THAT SIX YEAR PERIOD.

SO, IT'S EVEN I MEAN WE'RE HALF OF WHAT INFLATION HAS DONE.

I THINK THAT'S A TESTAMENT TO AND I CANNOT TELL YOU HOW MUCH I APPRECIATE COURTNEY AND HER STAFF, BECAUSE THEY LITERALLY UNCOVER EVERY ROCK TO MAKE SURE.

AND WHAT'S BEEN EXCITING TO ME IS THE FACT THAT EVERYBODY'S BUYING INTO IT.

IT USED TO BE LITERALLY WE'D HAVE TO BRING IN KLEENEXES FOR THE MEETINGS AND THEN NOW EVERYBODY COME IN, EVERYBODY'S UNDERSTANDING. EVERYBODY'S ON THE SAME IN THE SAME BOAT. EVERYBODY'S WANTING TO, YOU KNOW, TO TO WORK TOGETHER TO GET IT DONE. THAT'S TO ME THAT'S SUPER, SUPER EXCITING TO SEE.

Y'ALL FORGIVE ME. I DIDN'T MENTION AGAIN SINGING THOSE PRAISES OF THOSE DEPARTMENTS.

AND WE ACTUALLY STARTED. SO, WE'VE GOT IT DOWN TO THE 85 THREE.

WE ACTUALLY STARTED THOSE TOTAL BUDGETS STARTED OUT AT 92 THREE.

SO THAT AND AGAIN THAT IS WORK OF NOT I MEAN, IT'S JUST NOT THE BUDGET DEPARTMENT.

THAT WAS THE WORK OF THESE WONDERFUL DEPARTMENT LEADERS THAT CAME TO THE TABLE AGAIN.

EVEN I MIGHT HAVE HAD AN ASSISTANT SUPERINTENDENT OVER THERE COMING IN, SINGING, TRYING TO WARM UP OUR VOCAL CORDS TO SAY YES, MIGHT SAY, DOCTOR GOBER, I'M SORRY, DID I DROP A NAME? BUT WE HAVE JUST. WE DID APPRECIATE THE DONUTS HE BROUGHT IN.

VERY GOOD. YEAH. LISTEN. BUT AGAIN, JUST AGAIN SINGING THE PRAISES OF OUR DEPARTMENTS. BECAUSE, AS JOHNNY SAID, THIS HAS BEEN A KIND OF A LABOR OF LOVE OVER THE LAST FIVE YEARS.

[01:20:05]

BUT AGAIN, WE ARE HERE BECAUSE EVERYONE CAME TO THE TABLE WILLING TO COLLABORATE AND BE SOLUTION BASED.

SO I'M VERY, VERY APPRECIATIVE. I JUST WANTED TO TALK KIND OF QUICKLY THROUGH OUR BIG ROCKS.

I KNOW WE TALKED ABOUT A LOT OF THESE ALREADY. JUST KIND OF WANT TO MAKE SURE IN CASE THERE'S ANY OTHER QUESTIONS, AGAIN, SOME SIGNIFICANT DECREASE OR INCREASES.

AND THEN WE'LL TALK ABOUT SOME OF THE DECREASES AND TALK THROUGH A FEW OF THOSE IF WE HAVE ANY QUESTIONS. AGAIN, IF YOU GO BACK AND YOU ACTUALLY GO AND TRY TO PLUG THESE INTO THE PREVIOUS SLIDES, THEY'RE NOT NECESSARILY GOING TO BECAUSE THEN FOR FACILITIES, AS YOU CAN SEE, THE 2.3 IS NOT WHAT'S ACTUALLY IN THE PRESENTATION. AGAIN, IT'S OFFSET WITH SOME OTHER AREAS OF WHERE WE WERE ABLE TO FIND SAVINGS.

THIS IS SPECIFICALLY THAT INCREASE TO UTILITIES.

AND SO THAT'S WHAT OBVIOUSLY DROVE THAT INCREASE OVERALL TO FACILITIES.

PROPERTY CASUALTY OF COURSE AGAIN THAT OTHER PIECE OF IT THAT IS OFFSET WITH FACILITIES IS THAT INCREASE TO OUR MOWING AND LANDSCAPING.

OUR INCREASE OUR INSTRUCTIONAL TECHNOLOGY IS SPECIFICALLY FOR THOSE INCREASES IN SOFTWARE, OUR INCREASE TO COMMUNITIES IN SCHOOLS. WE'VE ACTUALLY AGAIN, THAT WAS JUST AGAIN AN INCREASE TO THAT COST.

AGAIN, THAT IS SPECIFIC TO OUR CONTRACT AGAIN AT THE TIME THAT THAT WAS RIGHT.

NOW I THINK WE HAVE A LITTLE BIT MORE INFORMATION ON IT, BUT IT IS STILL AN INCREASE.

RIGHT NOW WE'RE NOT LOOKING AT THIS IS NO CHANGES.

WE DIDN'T ADD ANY SCHOOLS. THIS IS THAT'S JUST THAT CONTRACT INCREASE.

OBVIOUSLY ADDING OUR MIDDLE SCHOOL IB, ADDING OUR DUAL CREDIT AND THEN SOME OF OUR REDUCTIONS IS OF COURSE MOVING THAT A PIECE OF OUR INFORMATION SYSTEM SOLUTIONS TO OUR BOND. AGAIN, THAT'S OUR ERP SYSTEM A FRONT LINE THAT WAS USED THAT WAS PAID AND THAT'S ACTUALLY BEING MOVED OVER TO OUR BOND.

AGAIN, THAT PART OF THAT OFFSET TO OUR FACILITIES WAS THAT DECREASE IN OUR CUSTODIAL COSTS.

AND THAT WAS A REDUCTION FOR OUR, FOR RETIRING CAMPUSES DECREASE IN OTHER PAYROLL.

THAT IS ACTUALLY WE DO ALLOW OUR DEPARTMENTS TO BUDGET SOME PAYROLL IN THEIR DEPARTMENT THAT'S SPECIFIC TO EXTRA DUTY THAT THEY CAN USE FOR CURRICULUM WRITING.

BRING IN EXTRA HELP, THINGS OF THAT NATURE. ALSO, FOR SOME TEMPORARY EMPLOYEES, IF THEY NEED AN EXTRA PAIR OF HANDS, THEY CAN ACTUALLY, OUR ACADEMICS GROUP CAN ACTUALLY PROVIDE SUBSTITUTES FOR OUR CAMPUSES FOR PROFESSIONAL LEARNING.

WE WERE ABLE TO DO THAT ALL THROUGH TREND ANALYSIS.

WE WERE ABLE TO ACTUALLY LOOK AT THOSE EXPENDITURES.

AGAIN, WE WERE BUDGETING KIND OF ON WORST CASE SCENARIO BUDGETING ON THAT.

WE WERE ABLE TO GET EVERY SUB, WHEN IN REALITY, WE KNOW THAT WE'RE NOT GOING TO BE ABLE TO GET A SUB FIELD.

OR IT MAY BE THAT WE'RE NOT ABLE TO GET TEACHERS THAT DAY FOR THOSE SPECIFIC THINGS.

SO THAT'S REALLY WHERE THAT OTHER PAYROLL COMES IN. AND THAT WAS REALLY JUST LOOKING ON ACTUAL SPEND AND BEING ABLE TO REDUCE THOSE BUDGETS.

SO, DECREASE IN SAFETY AND SECURITY. JUST WANT TO TALK ABOUT THAT ONE.

WE DIDN'T TALK ABOUT THAT ONE VERY MUCH. THAT ONE SPECIFIC WAS TO THE REDUCED COST AND OUR CAMPUS PROTECTION OFFICER PROGRAM.

AND THAT WAS DUE TO BEING FULLY STAFFED IN OUR MARSHAL PROGRAM.

AND SO WE WERE ABLE TO LET THAT PIECE OF IT GO, SINCE WE ARE, I THINK, FULLY STAFFED, I THINK WE HAVE ONE, ONE POSITION AT THIS POINT. THEY ALSO WERE ABLE TO CUT TRAVEL AND TRAINING AND OVERTIME SPECIFIC TO TRAINING FOR THOSE MARSHALS FOR TCOL, THEY HAVE TO BE TRAINED EVERY TWO YEARS, AND A BULK OF THEM HAVE BEEN, OF COURSE, AS WE GET NEW MARSHALS, OF COURSE THEY WILL. BUT A LARGE AMOUNT OF THEM WERE ABLE TO BE TRAINED AND 2425 SO THE ANTICIPATION THAT IT NOT BE AS HIGH IN THIS YEAR ALSO THAT BADGE EXPENSE MOVING FROM SAFETY AND SECURITY MOVING THAT OVER INTO HR.

SO OBVIOUSLY TALKING ABOUT OUR TWO WELCOME AND ENROLLMENT CENTERS AGAIN, JUST KIND OF AGAIN APPROACHING THAT FROM AGAIN, THAT REDUCTION OF THAT 35,000 FOR MARKETING AND BRANDING, MOVING TO OUR COMMUNICATIONS GROUP, BUT ALSO JUST KIND OF MORE OF THE CONSERVATIVE APPROACH.

WE WERE DOING SOME REDUCTIONS. AGAIN, THE 24-25 BONSER THOMAS, I THINK IT WAS A LITTLE AGAIN, WE WEREN'T EXACTLY SURE WHERE WE STARTED. WE HAD TO KIND OF TOOK A LITTLE BIT MORE CONSERVATIVE APPROACH.

SO, WE DID KIND OF REDUCE IT, KNOWING THAT WE'RE GOING TO HAVE KIND OF A BENCHMARKING YEAR FOR BOTH OF THOSE WELCOME ENROLLMENT CENTERS IN THIS NEXT YEAR.

AND THEN OF COURSE, WE WERE ABLE TO SEE SOME DECREASES, MAINLY DUE TO SOME THREE YEAR TREND SPINS FOR OUR FINE ARTS GROUP.

AGAIN, NOT ASKING THEM TO CHANGE. WE REALLY WERE JUST KIND OF RIGHTSIZING THOSE BUDGETS.

AND THEN WE WERE ABLE TO TAKE A LARGE PIECE OF EQUIPMENT THAT THEY HAD BUDGETED AND MOVED THAT INTO SOME LONG TERM FOR EQUIPMENT FOR OUT OF BOND COST.

AND THEN WE DID SEE SOME DECREASES IN OUR APPLICATION SERVICES.

AND AGAIN, THAT'S SPECIFIC TO TREND SPEND FOR FIBER.

DR. TANNER. I HOPE THAT'S CORRECT. THAT'S WHAT I HAVE WRITTEN DOWN. SO WE HAVE FIBER SERVICES.

AND AGAIN, A LOT OF THAT HAS TO DO WITH IF THERE'S CONSTRUCTION AND THEY ACCIDENTALLY CUT THE FIBER, AND WE HAVE TO WE HAVE TO HAVE A COMPANY COME IN AND ACTUALLY HELP US REPAIR IT.

AND SO WE LOOKED AT OUR TREND FOR THAT. AGAIN, WE KNOW THAT IN THE EVENT THAT IF IT FOR SOME REASON IT'S A STRANGE YEAR, WE'RE GOING TO HAVE TO GET IT DONE. BUT WE DID REDUCE KIND OF RIGHT SIZE THAT BUDGET BASED ON WHAT WE HAD BEEN SEEING OVER THE LAST THREE YEARS.

[01:25:02]

AND THEN OUR INFRASTRUCTURE SYSTEMS AGAIN, WE KIND OF TALKED ABOUT THAT.

THERE WAS SOME MULTIYEAR CONTRACTS THAT WERE ABLE TO AGAIN, UTILIZE OUR BOND MONIES WITH, AGAIN, OUR NONLEGISLATIVE YEAR FOR REDUCTION FOR OUR BOARD, OUR GOVERNANCE.

AND THEN, OF COURSE, OUR SUPERINTENDENT AVID EXCEL WAS ONE THAT WAS VERY STRANGE.

I ASKED A LOT OF QUESTIONS BECAUSE I WAS LIKE, WHAT IS GOING THAT'S A PRETTY BIG ONE FOR.

AND IT WAS SPECIFIC TO OUR AVID EXCEL. WE DUG INTO IT, AND WE FOUND THERE WAS A LOT OF CONFUSION ABOUT THE COST OF FIELD TRIPS.

SO, WE HAVE OUR AVID GROUP AND OUR AVID EXCEL GROUP.

WHAT WE FOUND OUT THROUGH THIS TREND SPEND ANALYSIS THAT WE DID OVER THE THREE YEARS WAS THAT IT WAS BEING COSTED TO ANOTHER ACCOUNT.

AND SO, LAST YEAR, I THINK WE HAD A LITTLE BIT OF CHANGE OF SOME UPPER LEADERSHIP AND WE WEREN'T EXACTLY SURE WHERE THESE COSTS WERE COMING FROM.

AND SO WE ADDED ADDITIONAL 43,500 LAST YEAR. IT KIND OF GOT FOLDED UP INTO IT.

YOU COULDN'T REALLY TELL THAT IT WAS AN INCREASE TO THAT BUDGET LAST YEAR, BECAUSE WE HAD SOME THREE YEAR TREND SPEND THAT KIND OF COVERED IT UP, THAT WE DID SOME REDUCTIONS BASED ON ACTUAL SPEND.

SO THIS YEAR, WHEN WE REALLY DUG INTO IT AND WE DUG INTO IT WITH DR.

MOORE, KEVIN MOORE ABOUT THIS, AND WE HAD A LOT OF DISCUSSIONS AND HE WAS LIKE, I DON'T NEED THAT 43.5.

I DON'T NEED IT. WE ARE NOT WE ARE USING IT. SO, IT IS ACTUALLY THOSE STUDENT COSTS.

WE DID NOT CUT THOSE FIELD TRIPS. IT'S ACTUALLY GETTING PAID OUT OF.

SO, WHEN THOSE KIDS GO ON FIELD TRIPS, THEY'RE GOING ON FIELD TRIPS AS A WHOLE GROUP AND IT'S NOT BEING BROKEN OUT.

SO, THEY'RE GETTING COVERED IN OUR REGULAR AVID STUDENT TRAVEL.

SO WE JUST REALLY IT'S NOT REALLY MUCH OF IT'S NOT REALLY TRULY A REDUCTION.

IT WAS REALLY, AGAIN, AN INCREASE FROM LAST YEAR THAT WE DIDN'T NEED.

AND SO, IT DOES LOOK LIKE A REDUCTION THIS YEAR.

SO REALLY IT WAS JUST A VERY HONEST OF LIKE, WE DON'T NEED THIS IN OUR BUDGET.

WE'RE NOT GOING TO USE IT. WE DON'T HAVE THE EXPENDITURES TO JUSTIFY KEEPING THAT MONEY.

AND THEN THE REST OF THAT OVER THAT 43.5 WAS AGAIN, JUST RIGHTSIZING A FEW SMALLER AREAS WITHIN AVID.

SO OVERALL, IT WAS REALLY KIND OF A STRANGE, JUST A STRANGE CALAMITY OF WHAT WAS THAT? BUT IT REALLY HAD TO DO WITH JUST UNDERSTANDING WHERE WE WERE CODING AND WHERE WE WERE BUDGETING AND ACTUALLY SPENDING THESE STUDENT COSTS.

SO IT REALLY LOOKS LIKE A REDUCTION. AGAIN, THEY'RE NOT CHANGING ANYTHING THAT THEY'RE DOING FOR OUR STUDENT TRAVEL AND OUR FIELD TRIPS.

AGAIN, IT WAS JUST AGAIN, KIND OF A MISCOMMUNICATION OF WHERE SOMETHING NEEDED TO BE. AND I WAS VERY GRATEFUL FOR DR. MORGAN. WE DON'T NEED THIS.

WE WANT TO REDUCE IT OUT OF OUR BUDGET. WE'RE NOT GOING TO SPEND IT.

AND SO WE ACTUALLY WERE ABLE TO REDUCE THAT. AND THEN OF COURSE, OUR DECREASE IN OUR STUDENT MANAGEMENT SYSTEM THAT WAS SPECIFIC AGAIN TO JUST OVERALL THREE YEAR TREND SPEND. AGAIN, KNOWING THAT IN THESE AREAS OF OUR JJAEP AND OUR SERENITY HIGH, IF AGAIN THOSE THINGS TUITIONS ARE REQUIRED. OBVIOUSLY, WE ARE GOING TO BUDGET BASED ON THOSE TRENDS.

WE'RE ABLE TO MAKE SOME SMALLER REDUCTIONS THERE.

WALKING THROUGH KIND OF OUR CAMPUS AND OTHER DISTRICT ALLOCATIONS, OF COURSE OUR CAMPUS ALLOCATIONS DID DECREASE, OF COURSE, DUE TO OUR DECLINING ENROLLMENT, OUR TAX OFFICE APPRAISAL DISTRICT INCREASE, A LITTLE BIT, OF COURSE, PROJECTING ON THAT POTENTIAL 4% INCREASE IN PROPERTY VALUES.

OBVIOUSLY, OUR DISTRICT GOVERNANCE AND ELECTIONS, OF COURSE, WHERE IT'S A NON-ELECTION YEAR, WE'LL SEE A DECREASE THERE. OUR OTHER DISTRICT ALLOCATIONS, IT WAS ACTUALLY THAT'S WHERE WE HAVE A FEW KIND OF, I WOULD SAY FINANCE SPECIFIC, WHERE WE KIND OF HOLD THOSE, I DON'T WANT TO SAY HOLD THEM IN CONTINGENCY, BUT THEY DON'T REALLY LIVE ANYWHERE. AND SO, WE KIND OF KEEP THEM AT A DISTRICT LEVEL.

AND WITHIN THAT I WILL SAY THAT THERE WAS PROBABLY I HAD TO AGAIN, MY FEET TO THE FIRE.

I HAD TO DO EXACTLY WHAT EVERYONE ELSE DO. THERE WAS A LITTLE BIT OF CONTINGENCY THERE.

AND THOUGH SO AGAIN, UNDERSTANDING THAT WE WERE LOOKING AT ACTUAL EXPENDITURES INSTEAD OF CREATING SOME CONTINGENCY PIECES, WE BACKED OFF. AND SO, WHAT MAKES UP THAT 167,000 IS WE DO HAVE A SHARED SERVICE AGREEMENT.

AND THEN WE ALSO ARE BUDGETING THEIR INTERPRETING TEACHER COST.

AND SO THE REST OF THAT AGAIN THOSE ARE OUR ACTUAL EXPENDITURES THAT ARE COMING FROM THAT.

AND SO, THE REST OF IT, IT WAS TIME TO SAY THAT IT DOESN'T ALIGN WITH OUR ACTUAL TRENDS AND SPENDS.

AND SO WE NEEDED TO REDUCE THAT DOWN TO THAT THREE THAT REDUCE DOWN 300,000.

AND THEN OF COURSE OUR TRANSFER OUT. I REALLY MY BOSS LIKES ROUND NUMBERS.

THAT'S WHAT THAT IS REALLY. OF COURSE THAT'S COVERING SOME OF OUR INTERNAL SERVICE FUNDS, THINGS OF THAT NATURE.

AGAIN, IT USUALLY SITS AROUND 800, 900 MILLION BECAUSE IT DOES OR EXCUSE ME, 900,000 TO 1 MILLION.

AND SO REALLY, THERE'S NOTHING THAT'S NECESSARILY DRIVING AGAIN, IT'S JUST IT'S REALLY KIND OF A HOLDING SPOT AGAIN.

AND IT'S USUALLY RIGHT AROUND AS YOU CAN SEE, 867 A MILLION.

I THINK IT'S BEEN WE'VE HAD IT AROUND 900. IT JUST KIND OF DEPENDS ON WHAT IS NEEDED TO COVER FOR TRANSFERS OUT FOR THOSE INTERNAL SERVICE FUNDS.

[01:30:09]

OF COURSE, WE PRESENTED IT A LITTLE BIT DIFFERENT FORMAT JUST KIND OF QUICKLY OBVIOUSLY WANTED TO GO THROUGH THIS.

THIS IS STILL BASED ON CURRENT LEGISLATION. AGAIN, THIS IS AGAIN JUST KIND OF A DIFFERENT LOOK ON OUR BUDGET THAT WAS PRESENTED BACK OUR LAST BOARD MEETING. AGAIN, JUST KIND OF WALKING THROUGH THOSE.

AGAIN, THESE ARE THE SAME ASSUMPTIONS THAT WE TALKED ABOUT LAST TIME.

IT'S STILL ASSUMING A 4% PROPERTY VALUE INCREASE.

AND FOR OUR TAX REVENUE, OBVIOUSLY YOU SEE THE REDUCTION FOR FAIR BUSSING.

THAT, THAT 16 MILLION OF COURSE, DECREASE. AGAIN, IF I DON'T KNOW, JOHNNY WANTS TO KIND OF GO INTO WHAT DRIVES THAT THREE 1320 DOWN TO FOUR.

DO YOU WANT TO EXPLAIN A LITTLE BIT MORE ABOUT THAT, WHY WE'RE SEEING THAT REDUCTION THERE. I'LL JUST SAY, YOU KNOW, THE FIRST YEAR WHEN YOU GET INTO 313, YOU GO BACK TO OLD LAW, YOU GET THE ONE YEAR LAG ON THE VALUES STATE MAKES UP THAT DIFFERENCE. BUT ON ACCORDING TO THE CALCULATIONS, YOU DO ON THE 313, YOU GET A ONE YEAR BUMP AND THEN IT LEVELS BACK OFF.

THAT'S WHY YOU SEE THAT THIS YEAR WE HAVE A $20 MILLION INFLUX.

AND THEN IT GOES ALL THE WAY BACK DOWN ABOUT $4 MILLION. SO, IT'S JUST IT'S THE WAY THE OLD LAW ACTUALLY GOVERNS THE 313 AGREEMENTS.

THANK YOU. I FIGURED THAT MIGHT BE A BETTER EXPLANATION THAN I COULD GIVE.

THEN JUST SEEING AS KIND OF A SMALL DECREASE AGAIN, LOOKING AT THOSE AGAIN, THOSE TRENDS OF LOOKING AT WHAT'S IN OUR MISCELLANEOUS JUST FELT KIND OF TO RIGHT SIZE THAT TO REDUCE THAT JUST A LITTLE BIT.

AGAIN, SEEING THAT THAT LOCAL REVENUE IS JUST INCREASING OVER $1.5 MILLION.

STATE REVENUES AGAIN TAKING INTO CONSIDERATION OUR DECREASE IN ENROLLMENT, OF COURSE, OUR INCREASE IN OUR PROJECTED INCREASE IN OUR PROPERTY VALUES FOR OUR STATE. OUR PER CAPITA. I THINK WE TALKED ABOUT THIS LAST TIME.

CURRENTLY, OUR PER CAPITA, OUR ASF, THAT RATE WAS ADJUSTED TO 622.

THE BASE THEY LIKE TO STICK IN BASICALLY A HOLDING RATE.

AND THAT WAS ACTUALLY RIGHT. NOW THAT HOLDING RATE FOR 25-26 IS 400.

AND SO OF COURSE THAT DECREASED. SO THAT'S ACTUALLY THAT 400 TO OUR PER PREVIOUS YEAR.

ADA IS WHAT'S DRIVING THAT, THAT DECREASE OF THAT $10.1 MILLION.

SO AGAIN, JUST THAT THAT DECREASE FROM THE 622 TO THAT, THAT $400 RATE THERE.

TRS ON BEHALF AGAIN AS I MEAN THAT'S JUST KIND OF AN IN AND OUT.

THAT'S THE PIECE OF OF WHAT WE PAY ON BEHALF OF OUR EMPLOYEES FOR TRS.

THAT IS OFFSET ON THE EXPENDITURE SIDE. SO AGAIN, THAT'S NOT A TRUE INCREASE.

WHAT WE AGAIN, WOULD REVENUE WISE IT'S MATCHED BY THE STATE.

BUT AGAIN, WE KNOW THAT AS WE HOPEFULLY AS WE INCREASE OUR PAY FOR OUR, OUR TEACHERS AND OUR STAFF, THAT WE WOULD SEE AN INCREASE IN THAT ON BEHALF PART FOR OUR STAFF AS WELL.

SO AGAIN, YOU CAN SEE OUR TOTAL STATE REVENUE PROJECTED TO DECREASE BASED ON CURRENT LAW.

JUST OVER $8.5 MILLION. OUR FEDERAL REVENUES, OUR INDIRECT COSTS, YOU SEE THOSE GOING DOWN.

AND THAT IS ACTUALLY, AGAIN, DUE TO ESSER THREE INDIRECT COSTS.

SO THAT WAS A ONE TIME OPPORTUNITY TO MAXIMIZE OUR INDIRECT COST UNDER ESSER III AND 24-25.

OF COURSE WE WON'T BE ABLE TO TAKE THAT. SO TYPICALLY, WE DO TAKE INDIRECT COSTS FROM ALL OF OUR OTHER FEDERAL FUNDS WHEN WE HAVEN'T, WHEN WE'RE ABLE TO. AND IT USUALLY SITS AROUND 500,000.

SO AGAIN, THAT 3.5 WAS THAT ONE TIME OPPORTUNITY TO TAKE INDIRECT COSTS FROM ESSER III.

LOOKING AT OUR MEDICAID AGAIN, THAT'S A LITTLE BIT OF AN INCREASE.

AGAIN, WHERE WE'LL KIND OF SEE WHAT HAPPENS THERE.

OUR ROTC AND OUR BABS REBATES AGAIN. HOPEFULLY THOSE WILL STAY.

OVERALL, OUR TOTAL FEDERAL REVENUE LOOKS LIKE A DECREASE OF ABOUT $3 MILLION.

OUR OVERALL TOTAL REVENUE WITH A REDUCTION OF $9.948 MILLION.

AND THEN MOVING ON TO OUR TRANSFERS IN, OF COURSE, WE'VE ALREADY TALKED ABOUT RIGHT NOW THAT THE DIFFERENCE BETWEEN OUR 24 AND OUR 25 PROPOSED BUDGET, AGAIN, IS THAT ONE TIME INFLUX FOR OUR SALE OF OUR LAND, OF OUR RETIRING CAMPUSES.

SO OUR OTHER RESOURCES TOTAL LOOKS LIKE A SLIGHT INCREASE OF $1.9 MILLION.

OF COURSE, WE LIKE TO TAKE THAT NET OF RECAPTURE.

AS YOU CAN SEE AGAIN, TAKING INTO CONSIDERATION OUR 4% ASSUMPTION FOR OUR PROPERTY VALUES ARE DECREASING ENROLLMENT.

WE'RE LOOKING AT AN INCREASE TO OUR RECAPTURE OF JUST OVER $6.6 MILLION.

SO OUR REVENUES, NET OF RECAPTURE, ARE A REDUCTION OF JUST UNDER FOUR POINT OR JUST OVER.

EXCUSE ME, $4.6 MILLION. MOVING ON TO OUR EXPENDITURE.

AGAIN, BREAKING DOWN THAT AGAIN, KIND OF GETTING MORE DETAIL, MORE GRANULAR, LOOKING AT THAT INCREASE IN OUR BASE PAYROLL, LOOKING AT THOSE ESTIMATED PAYROLL EFFICIENCIES, OBVIOUSLY DUE TO, AGAIN, ATTRITION THAT ARE DECLINING, RIGHTSIZING OUR STAFF. AGAIN, THOSE ANY OF THOSE NEW STAFFING OR PAY ADJUSTMENTS.

[01:35:03]

AND THEN WALKING DOWN THROUGH OUR NON PAYROLL BUDGETS, AS YOU CAN SEE WE HAVE AGAIN AN INCREASE FOR OUR OF COURSE WE TALKED A LOT ABOUT THOSE IN THE PREVIOUS SLIDES. THOSE INCREASED CORRELATE TO THESE INCREASES OVER THERE WHICH ARE ALL AROUND THAT 3% CURRENTLY.

WE KNOW THAT WE MAY HAVE SOME ADJUSTMENTS BEING THAT OUR DEPARTMENT BUDGETS WERE UNDER THE 3%.

BUT RIGHT NOW, AS YOU KIND OF WALK THOSE THROUGH, THOSE NON PAYROLL AMOUNTS ARE RIGHT AROUND A 3% INCREASE.

SO THOSE TOTAL NON-PAYROLL EXPENDITURES. DO YOU HAVE AN INCREASE OF ABOUT $2.7 MILLION? AGAIN, THAT OPERATING TRANSFERS OUT JUST A LITTLE BIT OF AN INCREASE OF 132,000.

AND SO OUR TOTAL EXPENDITURE BUDGET IS 557,888,478, WITH AN INCREASE OF $12.8 MILLION.

OF COURSE, ALL OF THAT BRINGING IT TOGETHER, OUR EXPENDITURE BUDGETS TO OUR REVENUES, NET OF RECAPTURE, GETS US DOWN TO A PROPOSED DEFICIT BUDGET OF 27.5.

OF COURSE, OUR AMENDED 2425 BUDGET IS SITTING AT JUST AT A $10 MILLION DEFICIT.

SO THAT IS A THAT IS A INCREASED DEFICIT OF $17.5 MILLION.

SO THAT, OF COURSE, ALL TIES TO THE INFORMATION THAT WAS PRESENTED LAST IN OUR LAST APRIL MEETING.

SO BUT NOW I'M GOING TO GIVE THE FUN STUFF OVER TO MR. HILL. I WANT TO JUMP IN AND BE QUICK. I'LL BE GLAD TO.

IF YOU'VE GOT QUESTIONS, I'LL BE MORE THAN HAPPY TO ANSWER THESE HERE IN A LITTLE BIT. NANCY'S I'M SORRY.

MISS HUMPHREY WILL GO THROUGH AND ACTUALLY DO A DETAILED ANALYSIS OF EACH OF THESE BILLS.

THERE'S TWO FINANCE BILLS THAT ARE BIG. THEY'VE PASSED THEIR RESPECTIVE HOUSES.

THEY'VE GONE ON TO THE OPPOSITE HOUSE FOR DISCUSSION.

THE FIRST ONE IS SENATE BILL 26. IT'S VERY HEAVY ON COMPENSATION.

AND SO WHAT YOU SEE HERE IS WHAT DOES THAT MEAN FOR OUR OVERALL DEFICIT.

IF THAT WERE TO WORK IT'S ALL THE WAY THROUGH AS IS.

YOU CAN ACTUALLY SEE THAT THAT'S THAT BILL IS WORTH ABOUT $13 MILLION.

WE'VE ALREADY IT IS PREDOMINANTLY JUST FOR COMPENSATION FOR TEACHERS.

YOU CAN SEE THAT WE'VE ALREADY BASED ON THAT, A LITTLE OVER $11 MILLION FOR OVERALL COMPENSATION, 7.7 MILLION OF THAT IS JUST FOR TEACHERS. SO, YOU CAN ACTUALLY SEE THAT SB 26 WOULD ADD AN ADDITIONAL $5.3 MILLION INTO COMPENSATION.

IF THAT WERE TO HAPPEN, MISS HUMPHREY WILL GO THROUGH AND EXPLAIN A LITTLE BIT MORE ABOUT THE NARRATIVE OF THAT. BILL, IF YOU WANT TO KNOW WHAT IT DOES TO OUR DEFICIT, YOU CAN LOOK AND SEE.

COURTNEY JUST TALKED ABOUT THE $27.5 MILLION DEFICIT.

YOU GET TO ADD BACK IN WHAT WE'VE ALREADY PUT IN FOR INTO THE BUDGET FOR COMPENSATION FOR TEACHERS.

SB 26 DOES NOT ALLOW ANY COMPENSATION FOR STEP ZERO THROUGH TWO.

SO YOU'VE GOT TO BACK THAT OUT. SO BOTTOM LINE IS IF SB 26 WERE TO GO THROUGH, WE CURRENTLY ARE SITTING AT A $27.5 MILLION DEFICIT WITH SB 26.

IT WOULD TAKE IT DOWN TO $20.7 MILLION DEFICIT.

SO IT WOULDN'T HELP US A TON. IT WOULD HELP A LITTLE BIT.

JUST ON THE COMPENSATION END AND THEN THE ONE THAT I THINK WILL WILL PROBABLY BE MORE IMPACTFUL AND THE ONE THAT WE'RE WE'RE TRYING TO PAY CLOSER ATTENTION TO, THE ONE THAT I THINK WILL CARRY THE DAY FOR SCHOOL FINANCE IS HB TWO.

AND I KNOW MISS HUMPHREY WILL ALSO GO THROUGH THIS, BUT SAME DEAL IS HB TWO ACTUALLY TOOK TAKES A LOT, QUITE A BIT MORE MONEY INTO THE SYSTEM THROUGH THE BASIC ALLOTMENT INCREASES.

YOU CAN SEE THAT IT'S $24.6 MILLION. THAT'S SUBSTANTIAL, WHICH IS REALLY GOOD.

IT'S TAKING BASIC ALLOTMENT FROM 6161 UP TO 6555, WHICH IS GREAT, ABOUT 400 MORE DOLLARS PER ADA, WHICH IS GREAT. YOU CAN ACTUALLY SEE THAT THAT THAT BILL ACTUALLY HAS A PERCENTAGE OF THAT THAT HAS TO GO TO COMPENSATION.

40% OF THAT NEW MONEY HAS TO GO TOWARD COMPENSATION, AND THEN 75% OF THE 40% HAS TO BE SPENT FOR TEACHERS.

AND THAT'S JUST THE CALCULATION YOU SEE THERE.

WHAT'S THE IMPACT TO OUR BOTTOM LINE DEFICIT IF THIS WERE TO GO THROUGH? YOU CAN SEE THE $27.5 MILLION DEFICIT, SINCE WE ARE ALREADY PUTTING IN JUST ABOUT EVERYTHING THAT'S OBLIGATED WITH OUR CURRENT BUDGET, YOU GET TO BRING BACK IN THE ENTIRE $24.6 MILLION.

AND THEN THERE IS A LITTLE BIT OF DELINEATION THAT WE'D HAVE TO WORK THROUGH WOULD COST US ABOUT A MILLION AND A HALF DOLLARS. SO UNDER HB TWO, THE GOOD NEWS IS OUR $27.5 MILLION DEFICIT COULD GO ALL THE WAY DOWN TO ABOUT $4.4 MILLION DEFICIT.

AND THEN THERE'S A COUPLE OF OTHER PIECES OF LEGISLATION THAT MIGHT HELP EVEN ADDITIONAL SAFETY AND SECURITY AND SPECIAL ED THAT COULD EVEN TAKE THAT DOWN FURTHER. SO GOOD NEWS ON THE HORIZON. WE'LL JUST HAVE TO WATCH THESE BILLS VERY CLOSELY. SO I JUST WANT TO PUT THE PLUG IN THAT THESE TWO FINANCIAL BILLS ARE VERY, VERY DIFFERENT. AND THEY MEAN DIFFERENT THINGS TO OUR SCHOOL DISTRICT.

SO WE JUST WANT TO WANT TO LOOK AT THE BOTTOM LINE AS WE GO THROUGH THIS.

HAPPY TO ANSWER ANY QUESTIONS. I JUST WANT I DO JUST IN

[01:40:07]

YOU KNOW, OUR, OUR TEACHERS AND OUR ADMINISTRATORS DO WORK SO HARD TO DO THEIR JOBS AND TO KNOW THAT THEY ARE COLLABORATIVE AND HELPFUL IN TRYING TO MEET OUR BUDGET NUMBERS IS REALLY AMAZING.

WE'RE VERY LUCKY. SO THANK YOU TO THEM. YES, I THINK THAT THEY'RE WONDERFUL KNOWING ALL OF THESE PEOPLE PERSONALLY, THEIR HEART IS IN THE RIGHT PLACE FOR OUR STUDENTS.

AND AGAIN, WE AND THE FINANCE DEPARTMENT WANT TO ENSURE THAT NOT ONLY DO OUR CAMPUSES HAVE WHAT THEY NEED, BUT OUR DEPARTMENTS HAVE EXACTLY WHAT THEY NEED TO SERVE OUR STUDENTS AND OUR STAFF.

SO THANK YOU FOR THAT. THIS IS MAYBE A VERY DETAIL ORIENTED QUESTION, BUT I WAS CURIOUS IN TALKING ABOUT ALL THE CHANGES IN COST FOR COMMUNICATIONS. WE'RE DOING GRADUATION DIFFERENTLY THIS YEAR, RIGHT? BECAUSE WE'RE DOING THREE NIGHTS IN A ROW RATHER THAN GRADUATION-RAMA ALL DAY ON SATURDAY.

IS THERE A MATERIAL DIFFERENCE IN COST OR IS IT ABOUT THE SAME? I WOULD SAY RIGHT NOW OUR I MEAN, OUR BUDGET, I THINK WE'VE KEPT THE BUDGET. WE'VE HAD LESLIE'S BEEN VERY CLEAR AND COMMUNICATION OF THAT THESE AGAIN IF THESE THINGS CHANGE AS OF RIGHT NOW WE DID BASE THAT ON WHAT WE WE'VE BEEN BUDGETING OVER THE LAST SEVERAL YEARS, UNDERSTANDING THAT AGAIN, IF THAT'S WHAT WE NEED TO GO BACK TO THE WELL AND LOOK AT THAT BUDGET, THEN THAT'S EXACTLY WHAT WE'LL DO TO ENSURE THAT WE PUT IN PLACE WHAT'S RIGHT FOR OUR FAMILIES AND OUR STUDENTS.

GOT IT. THANK YOU. SO, I JUST WANT TO MAKE SURE WE'RE NOT ADDING A TON OF MONEY TO CENTRAL ADMINISTRATION.

NO, MA'AM. I TOLD YOU, EVERY TIME I WILL GET THE OPPORTUNITY TO ASK, I WILL, BECAUSE OF THE BELIEF THAT WE SPEND ALL OF OUR MONEY AT THE CENTRAL ADMIN. SO, AGAIN, THE BULK OF A LOT OF OUR DEPARTMENT BUDGETS, OBVIOUSLY, AS YOU SAW SPECIFICALLY, ARE IN THAT NOT OBVIOUSLY ALL OF IT ARE IN THOSE ADMINISTRATIVE COST BUCKETS.

AND SO, AS YOU SAW, THERE WAS A LOT OF REDUCTION.

THOSE INCREASES WERE SPECIFIC TO IF YOU TALK ABOUT INSTRUCTIONAL TECHNOLOGY, THAT'S ACTUALLY STUDENT COSTS THAT INCREASE THERE.

THAT INCREASE TO FACILITIES IS ACTUALLY NOT CONSIDERED AN ADMINISTRATIVE COST.

THAT'S A FACILITIES COST. THAT'S A 51. SO, YOU CAN SEE VERY, VERY PURPOSELY THAT THERE WAS VERY INTENTIONAL AROUND OUR DEPARTMENTS AGAIN, DOING THEIR PART TO DECREASE THAT ADMINISTRATIVE COST.

I SEE I REALLY APPRECIATE THIS WORK BECAUSE I WENT BACK AND LOOKED AT THE PREVIOUS YEAR'S PRESENTATION AND SAW WHERE THERE WERE UPS AND DOWNS AND WHERE THE MOVEMENT WENT AND HAD SOME QUESTIONS THAT I HAD SENT EARLIER IN THE WEEK.

AND SO I REALLY APPRECIATE ALL OF THE WORK, AND MOST OF MY QUESTIONS WERE ANSWERED BY THE THREE YEAR TREND ANALYSIS.

AND SO THANK YOU TO YOUR DEPARTMENT AND YOUR DATA ANALYST AND WORKING WITH THOSE DEPARTMENT HEADS AND REALLY, YOU KNOW, AND KEVIN AND FINDING OUT LIKE WHERE DOES THIS WHERE HOW CAN WE DO THIS TO WHERE WE CAN HAVE A BUDGET THAT MORE ACCURATELY DEPICTS WHAT WE NEED TO SPEND? SO I APPRECIATE THAT, AND I'M REALLY LOOKING FORWARD TO I WAS THINKING THIS WHOLE TIME, HOW DO WE TIE THIS TO OUR STRATEGIC PLAN? HOW DOES THIS TRANSLATE DIRECTLY TO WHAT WE'RE HERE TO DO TO TEACH KIDS? AND SO HOW DOES THIS TIE TO LIKE STUDENT ACHIEVEMENT AS WE'RE LOOKING AT ALLOCATING OUR RESOURCES? AND I KNOW THAT WHEN WE GET OUR BUDGET BINDER BEFORE JUNE, ALL OF THAT IS LAID OUT IN THERE.

AND SO I JUST APPRECIATE ALL OF THE HARD WORK TO GET READY FOR THAT.

AND I LOOK FORWARD TO THAT PACKET BECAUSE I'LL READ IT.

THANK YOU. ALL RIGHT. THANK YOU SO MUCH, COURTNEY.

THAT WAS VERY THOROUGH. I THINK YOU DID ANSWER ALL OF OUR QUESTIONS IN ADVANCE.

THANK YOU. SO NOW WE'LL MOVE TO ITEM 6.4, WHICH IS OUR 2025-2026 COMPENSATION REPORT.

AND I WILL INVITE JOHNNY HILL. ALL RIGHT, SO AS DOCTOR KENDALL COMES UP TO GO OVER THIS PRESENTATION.

IF YOU REMEMBER, WE HAD A GREAT DISCUSSION JUST A FEW WEEKS AGO ABOUT THE INITIAL COMPENSATION REPORT.

DOCTOR KENDALL DID AN AMAZING JOB, WHICH WAS GREAT.

AND SO THERE WERE SOME DISCUSSIONS AND FEEDBACK THAT WE RECEIVED FROM THAT CONVERSATION.

WE WANT TO CARRY THAT OVER AND TRY TO ANSWER MAYBE SOME OF THOSE QUESTIONS.

AND THEN OUR GOAL WOULD BE TO COME BACK IN IN MAY FOR WITH A RECOMMENDATION FOR COMPENSATION.

SO DOCTOR KENDALL, IF YOU DON'T MIND GOING OVER THE REPORT.

ABSOLUTELY. AND I DID REMEMBER TO TURN THE MIC ON.

THANK YOU SO MUCH. GOOD EVENING, PRESIDENT HUMPHREY.

BOARD OF TRUSTEES AND OTHER MEMBERS OF THE DAIS.

DOCTOR WILLIAMS, OF COURSE. THIS IS A GREAT OPPORTUNITY FOR US TO PROVIDE A FOLLOW UP REPORT.

WHEN WE SHARED OUR INFORMATION JUST A COUPLE OF WEEKS AGO, YOU GUYS HAD SOME REALLY GOOD QUESTIONS, AND WE THOUGHT IT WAS IMPORTANT TO PROVIDE THAT INFORMATION AS WE CIRCLE BACK.

SO THIS AFTERNOON OR THIS EVENING, WE HAVE SOME ADDITIONAL CONSIDERATIONS BASED ON THE QUESTIONS THAT WERE GENERATED.

ONE OF THE FIRST QUESTIONS WAS REALLY LOOKING AT THE NUMBER, TOTAL NUMBER OF BRAND NEW TEACHERS.

AND MR. COOK, I THINK YOU WERE THE INITIATOR OF THAT QUESTION WAS HOW MANY TEACHERS DO WE HAVE AT THAT ZERO YEAR?

[01:45:07]

BUT IT ALSO DOES INCLUDE THOSE WHO ARE CHOOSING THIS AS A SECOND CAREER OR AN ALTERNATIVE CAREER TO WHAT THEY GOT THEIR DEGREE IN.

SO THEY MAY BE GOING THROUGH AN ALTERNATIVE CERTIFICATION PROGRAM TO GET TO THAT DESTINATION.

SO YOU'LL SEE THAT WE HAD 221 THAT WERE IN THAT CATEGORY.

AND THEN IF WE ALSO ADD THE ADDITIONAL TEN THAT WE STARTED THIS YEAR AS A PART OF OUR QUEST PROGRAM AND WE BROKE THOSE OUT BECAUSE THAT IS STILL A VERY DIFFERENT CATEGORY.

BUT LOOKING AT THAT, IT GIVES YOU THE TOTAL OF 231, WHICH IS 38% OF THE NEW TEACHERS THAT CAME TO US THIS YEAR.

SO THAT WAS THE IMPORTANCE OF THAT SLIDE. ALSO JUST REALLY UNDERSTANDING THE BREAKDOWN OF ALL OF THE YEARS OF SERVICE THAT AN EDUCATION THAT EACH OF OUR NEW STAFF MEMBERS POSSESS. SO WE HAD A TOTAL WHEN YOU LOOK AT THE TIME FRAME FROM ABOUT AUGUST OF 24 TO APRIL OF 2025.

AND JUST FOR CLARITY, WE ARE USING AN AUGUST START DATE.

SO THEY MAY HAVE BEEN HIRED ON IN THE SPRING PRIOR TO.

BUT WE WERE LOOKING AT ALL OF THE TEACHERS THAT STARTED THE YEAR WITH US.

SO FROM AUGUST ALL THE WAY UP, BECAUSE WE WERE CONTINUING TO HIRE THROUGHOUT THE YEAR, WE ARE CONTINUING TO HIRE THROUGHOUT THE YEAR, BUT FROM AUGUST TO APRIL THERE WERE 610 NEW HIRES.

AND SO YOU CAN SEE THE BREAKDOWN JUST TO UNDERSTAND THE YEARS.

AND REALLY, THIS PARTICULAR SLIDE WAS DERIVED FROM THE QUESTION OF LOOKING AT IF WE HAD SOME BREAKDOWN IN THE INCREMENTS OF PAY AT THE UPPER END OF OUR YEARS, WOULD IT MAKE A DIFFERENCE? RIGHT. SO GETTING A PICTURE OF HOW MANY TEACHERS ARE WE TRULY PULLING IN BASED ON YEARS OF EXPERIENCE? AND YOU CAN SEE THAT WE WE'RE SOMEWHAT STEADY.

EVEN THOSE YEARS THAT ARE CLUMPED TOGETHER JUST BECAUSE THIS IS HOW WE COULD FIT THEM ON THE SLIDE.

BUT ALSO, JUST LOOKING AT ABOUT 28 TO 30 IS A GOOD AVERAGE.

I WOULD SAY WHEN YOU'RE LOOKING AT THE VARIOUS YEARS, THERE'S A SUBSEQUENT SLIDE THAT WILL BREAK IT DOWN A LITTLE BIT MORE.

BUT THIS JUST GIVES YOU AN IDEA OF THE YEARS OF EXPERIENCE THAT THE TEACHERS BRING TO OUR DISTRICT WHEN THEY COME AS NEW TEACHERS.

IT IS ALSO IMPORTANT TO SAY WE VALUE ALL OF OUR TEACHERS, BUT THERE IS NOTHING THAT IS INDICATIVE OF YEARS OF EXPERIENCE EQUATING TO QUALITY.

I DO WANT TO MAKE SURE THAT'S VERY CLEAR. IT IS ALWAYS IMPORTANT THAT OUR HIRING MANAGERS ARE VERY CONSISTENT AND DILIGENT IN THEIR EFFORTS TO IDENTIFY QUALITY EDUCATORS, BECAUSE THEY COULD COME IN REALLY STRONG AT A ZERO YEAR. THEY COULD BE REALLY STRONG AT A 30 YEAR.

IT REALLY IS MORE ABOUT THE INDIVIDUAL THAN IT IS ABOUT THE NUMBER OF YEARS.

SO, WE WOULD WANT TO BE CAUTIOUS ABOUT EQUATING YEARS OF EXPERIENCE WITH QUALITY, BECAUSE THAT DOESN'T ALWAYS MATCH UP.

BUT WE ARE VERY EXCITED THAT WHEN WE LOOK AT THE TEACHERS THAT HAVE BEEN BROUGHT IN, THAT WE HAVE EXPERIENCED A GREAT DEAL OF HIGH, HIGH QUALITY. SO, WE'VE BEEN VERY FORTUNATE IN THAT.

SO JUST AN OVERVIEW OF THOSE YEARS AND THE PERCENTAGE THAT THEY REPRESENT OF OUR NEW TEACHER POPULATION.

SO AGAIN, UNDERSTANDING THAT THE BIGGEST GROUP IS ALWAYS GOING TO BE YOUR NEW TEACHERS TYPICALLY.

AND THAT IS JUST A NATURAL PART BECAUSE MOSTLY WHEN YOU GET SOMEWHERE YOU DO STAY.

AND SO YOU DON'T SEE A LOT OF TRANSITION OF EXPERIENCED STAFF.

TAKING THAT A LITTLE BIT FURTHER, WHEN WE TALKED ABOUT WHAT WOULD IT LOOK LIKE TO HAVE INCREMENTS OF PAY INCREASE AT THE DIFFERENT LEVELS IN THE PAY PLAN? WE REALLY TALKED ABOUT STARTING POSSIBLY AT THAT TEN YEAR MARK.

AND SO THAT'S WHY THESE ARE PULLED OUT. WHEN YOU LOOK AT THAT, WE HAD ABOUT 16 TEACHERS.

AT TEN YEARS, WE HAD BETWEEN 11 AND 19 YEARS, 101.

AND THEN IN OUR 20 PLUS YEARS WE HAD 36. SO THAT'S 153, WHICH IS ABOUT 26% OF THE PERCENTAGE OF NEW TEACHERS THAT COME IN AT THAT TEN YEAR AND ABOVE. SO THAT WAS ONE OF THE QUESTIONS IS HOW COULD WE IMPACT THAT? BEFORE WE GET INTO WHAT THOSE NUMBERS LOOK LIKE, I DID WANT TO SHARE JUST A BREAKDOWN, BECAUSE I KNOW SOMETIMES IT IS HARD TO SEE INFORMATION CHUNKED. SO WHEN WE LOOK AT THE 6 TO 9 YEARS IT'S IMPORTANT TO SEE THAT THAT BREAKDOWN, YOU'RE GOING ANYWHERE FROM 14 TO 27 NEW TEACHERS IN EACH OF THOSE CATEGORIES.

AND THEN LOOKING AT OUR 11 TO 19 YEARS, THERE'S A SPREAD THERE TOO, BUT IT'S NOT AS SIGNIFICANT VARIANCE BETWEEN EACH OF THOSE YEARS.

ALL RIGHT. SO NOW LET'S START LOOKING A LITTLE BIT MORE AT THE MONEY.

THIS IS ONE OF THE CHARTS THAT SPURRED SOME QUESTIONS AS WELL.

BECAUSE WHEN WE LOOK AT WHERE WE FALL IN THIS SPREAD, WE REALIZE THAT ONCE WE GET INTO THOSE UPPER YEARS, WE DO HAVE SOME WORK TO DO. THAT'S ONE OF THE THINGS THAT WE RECOGNIZE BECAUSE WE DON'T SIT EXACTLY WHERE WE TALKED ABOUT.

IF YOU RECALL FROM THE LAST TIME THAT I VISITED WITH YOU, WE TALKED ABOUT WHERE A DISTRICT COULD BE, AND WE'RE EITHER GOING TO LEAD, WE'RE GOING TO LAG, OR WE'RE GOING TO MATCH.

AND WHEN YOU MATCH, YOU'RE JUST STAYING WITHIN RANGE.

[01:50:01]

IT'S REALLY HARD TO LEAD. YOU DEFINITELY DON'T WANT TO LAG.

SO MATCH IS PROBABLY THE BEST PLACE. SO STAYING WITHIN RANGE OF WHERE YOUR PEERS ARE.

AND SO WE DO A PRETTY GOOD JOB OF THAT UNTIL WE DO GET TO THOSE UPPER YEARS.

AND THAT'S ALWAYS GOING TO BE A CHALLENGING AREA BECAUSE MOST INDIVIDUALS, EDUCATORS THAT ARE COMING FROM ANOTHER DISTRICT, AS WE TALKED ABOUT BEFORE, ARE EXPERIENCING INCREASES THAT ARE GREATER THAN WHAT YOUR RATE OF CHANGE WOULD BE FOR YOUR NEW HIGHER PLAN BECAUSE THEY'RE EXPERIENCING 2%, 3%, AND IN SOME CASES, 4% INCREMENTS OF CHANGE.

IF THEY'RE STAYING WITH THAT DISTRICT VERSUS THE INCREMENTS OF CHANGE YOU WOULD EXPERIENCE ON A NEW HIRE PLAN.

SO EVEN WHEN WE LOOK AT OUR NEW HIRE PLAN AT $400 AS INCREMENTAL CHANGE, THAT'S FAR LESS THAN WHAT YOU WOULD GET IF YOU WENT YEAR TO YEAR AND YOU WERE GETTING 3% EACH YEAR. SO AGAIN, THAT'S ANOTHER REASON THAT YOU SEE MINIMAL CHANGE FROM EDUCATORS BECAUSE IT PAYS TO STAY.

SO WHEN WE TAKE THAT AND LOOK AT THE DISCUSSION THAT WAS HAD LAST TIME, WE TALKED ABOUT, WHAT WOULD IT LOOK LIKE TO INCREASE THOSE INCREMENTS OF CHANGE AND NOT KNOWING EXACTLY WHERE WE WANTED THAT TO LAND.

WE LOOKED AT 500 UP TO $1,000. THOSE ARE BIG JUMPS FOR US TO MAKE.

IT SEEMS LIKE A SMALL AMOUNT OF MONEY, BUT IT'S A LOT OF MONEY BECAUSE THE MORE THAT YOU ADJUST YOUR NEW HIRE PLAN, THE MORE YOU HAVE TO ADJUST THE EQUITY OF THE EXISTING EMPLOYEES AS WELL, SO THAT WE CAN MAKE SURE THAT WE DON'T GET OUT OF WHACK WITH THEM.

THAT'S A VERY TECHNICAL TERM, OUT OF WHACK. WE WANT TO MAKE SURE THAT WE ARE HONORING THE EXISTING EMPLOYEES AS WE'RE DOING THAT, SO YOU CAN SEE WHAT IT WOULD LOOK LIKE IF WE WERE TO ADD THOSE INCREMENTS.

AND THERE'S JUST A COMPARISON POINT. THERE'S NOTHING SPECIAL ABOUT THE COMPARISON POINT.

BASICALLY, WHAT WE DID WAS LOOKED AT THE DISTRICTS FROM THE PREVIOUS SLIDE AND TRIED TO TARGET ONE, JUST TO SAY IF WE WERE TO TRY TO DO THOSE INCREMENTS, WHAT'S ONE THAT SITS KIND OF IN THE MIDDLE? SO IT JUST GIVES YOU A REFERENCE POINT. THAT'S THE COMPARISON POINT UP THERE AT THE TOP.

AND THEN YOU COULD LOOK AT IF WE INCREASE OUR INCREMENTS OF CHANGE STARTING AT NOT STARTING AT ZERO YEARS, BUT STARTING AT THE FIVE YEAR MARK. WHAT WOULD THAT LOOK LIKE IF WE STARTED ADDING $500 INCREMENTS AT THAT MARK? WHAT WOULD THAT LOOK LIKE ACROSS THE BOARD? SO THAT'S THE REPRESENTATION THAT'S HERE.

AND IT LOOKS LIKE MR. HILL WANTS TO TALK ABOUT THAT.

HB TWO, I'M SURE. NO, I JUST I JUST WANT TO SAY THIS IS A BUSY SLIDE.

SO BOTTOM LINE IS ONE THING, AS A POINT OF REFERENCE THAT YOU NEED TO THINK ABOUT IS WE ARE AT FOR 24-25, WE ARE AT A $400 PER INCREMENT BETWEEN EACH STEP.

SO, THIS WOULD BE GOING FROM 400 TO 5 PLUS YEARS OF EXPERIENCE WOULD GO FROM 400 AND THEN GO ALL THE WAY UP TO FIVE.

IN OUR BUDGET WE CURRENTLY HAVE GOING FROM 400 TO 450 PER STEP, TRYING TO DECOMPRESS THAT OUT FURTHER IN SOME CASES, YOU KNOW, MAYBE WE MAYBE WE NEED TO WE'VE BEEN TRYING TO DO THAT FOR THREE YEARS IS DECOMPRESS IT A LITTLE BIT AT A TIME, SO IT DOESN'T KILL OUR BOTTOM LINE BUDGET. BUT YOU KNOW, THIS WOULD ALLOW US ENOUGH [INAUDIBLE] HAPPENS.

WE WOULD HAVE TO ACCELERATE THAT DECOMPRESSION A LITTLE BIT MORE AND THAT SO THAT THESE NUMBERS WERE REALLY RELEVANT.

THE COST, THE COST OF DOING EACH ONE OF THESE IS ON THE NEXT SLIDE, WHICH I THINK IS PRETTY IMPORTANT TO SEE HOW IT ACTUALLY GROWS EXPONENTIALLY AS YOU GO OUT. I THINK IT'S ALSO IMPORTANT TO CLARIFY THAT WE UTILIZE EXISTING DATA, BECAUSE THOSE ARE NUMBERS THAT WE KNOW.

SO, WE'RE WORKING WITH OUR 24-25 NEW HIRE PLAN.

AND SO THOSE NUMBERS, BECAUSE WE KNEW HOW MANY TEACHERS AT EACH OF THOSE LEVELS, THAT ALLOWED US TO REALLY DO THE CALCULATIONS MORE ACCURATELY.

SO JUST TO UNDERSTAND WHY WE USE THAT RATHER THAN PROJECTING INTO 25, 26.

SO I REFERENCED THE INFORMATION, THE HOUSE BILL TWO AT THE BOTTOM.

THERE ARE JUST A FEW PIECES, AND I KNOW THAT THERE'S GOING TO BE GREATER DETAIL, SO I WON'T SPEND A LOT OF TIME ON THAT.

BUT THERE IS A POTENTIAL IMPACT FROM THE OUTCOMES OF HB TWO DEPENDING ON WHAT THAT DECISION IS.

AND THAT'S A PART OF THE RECOMMENDATION THAT WE MADE PREVIOUSLY. CERTAINLY, WHAT WE'RE DOING WOULD BE CONSIDERED A PART OF THAT RATHER THAN IN ADDITION TO.

SO THAT WAS IMPORTANT FOR US TO MAKE SURE WE OUTLINED AS WELL.

SO, WE TALKED ABOUT THE NUMBERS. HERE THEY ARE. SO, LOOKING AT FROM 500 UP TO 1000, WHAT THAT INCREMENT OF CHANGE WOULD BE IN THE COST WOULD BE IT WOULD IMPACT 68.6% OF OUR TEACHERS. WHEN WE'RE LOOKING AT THAT, WHICH IS SIGNIFICANT.

BUT IT'S NOT A LOT WHEN YOU THINK ABOUT 100%.

SO, IT WOULD BE SOMETHING TO REALLY CONSIDER AS TO WHETHER OR NOT INVESTING THAT ADDITIONAL MONEY WOULD BE WORTH THAT CHANGE, OR WOULD IT BE SOMETHING? WOULD IT BE A POTENTIAL FOR US TO LOOK AT HOW WE COULD IMPACT THE WHOLE.

I THINK WHEN WE LOOKED AT THIS, THAT THIS COMES REALLY CLOSE TO GOING UP AN INCREMENT ON OUR PERCENT OF INCREASE FOR EVERYBODY VERSUS DOING THE INCREMENTAL CHANGE FOR SOME.

AND THAT IS ALWAYS A VERY DIFFICULT DECISION.

RIGHT. DO YOU DO WHAT IT TAKES TO INCREASE COMPENSATION FOR 100% OF THE STAFF, OR IS THERE A NEED TO TARGET A CERTAIN PERCENTAGE OF THE STAFF?

[01:55:04]

IT JUST DEPENDS ON WHAT OUR NEEDS ARE AND WHAT OUR FOCUS IS.

SO THOSE ARE CONSIDERATIONS. THIS IS LOOKING AGAIN AT FIVE YEARS TO 35 YEARS.

WE WERE JUST SITTING BACK THERE LOOKING WE HAVE OF OUR NEW TEACHERS THIS YEAR.

THE HIGHEST NUMBER OF YEARS OF EDUCATION WAS 39 YEARS FOR ONE OF OUR NEW TEACHERS AND FOR OUR EXISTING TEACHERS.

THE HIGHEST NUMBER WAS 53. SHOUT OUT TO 53 YEARS STARTED WITH US IN 2001.

SHE'S AT BOWMAN ELEMENTARY, SO WE ARE VERY APPRECIATIVE OF THAT.

BOWMAN MIDDLE SCHOOL. SORRY. THANK YOU. THANK YOU.

DIDN'T EVEN HEAR MYSELF SAY THAT. BOWMAN MIDDLE SCHOOL.

SO WE'RE VERY APPRECIATIVE OF THE YEARS OF EXPERIENCE.

BUT JUST TO KIND OF GIVE YOU A REFERENCE POINT OF THE THE RANGE OF EXPERIENCE THAT WE DO HAVE.

ALL RIGHT. AND SO THIS IS JUST LOOKING AT THE TOTAL NUMBER OF TEACHERS.

THIS INCLUDES NOT JUST OUR NEW TEACHERS BUT EVERYBODY.

SO LOOKING AT THE 3391. AND OF COURSE, THAT IS SOMEWHAT OF A MOVING TARGET, BECAUSE EVERY DAY THERE COULD BE A LITTLE BIT OF A SHIFT, MAYBE NOT EVERY DAY, BUT EVERY FEW DAYS THERE COULD BE A LITTLE BIT OF A SHIFT, ESPECIALLY THIS TIME OF YEAR.

SO THIS GIVES YOU THAT BREAKDOWN THAT WE HAD AT THE BEGINNING.

BUT LOOKING AT IT FOR ALL STAFF. SO THAT HOPEFULLY ANSWERS A FEW OF THE QUESTIONS.

ARE THERE ANY ADDITIONAL QUESTIONS THAT WE CAN ADDRESS FOR YOU? I'M TRYING TO FIGURE OUT IF I'M CONFUSED OR NOT, SO I WILL PREFACE MY QUESTION WITH THAT STATEMENT.

SO, THE $500 SETUP Y'ALL HAD PREVIOUSLY RECOMMENDED, THE 450.

NOW THIS IS 500. YOU SAID, YOU KNOW, YOU TRY AND ADJUST THE EQUITY FOR THE TEACHING STAFF THAT ARE NOT NEW HIRES BECAUSE THE STEP THING APPLIES TO NEW HIRES. BUT THEN YOU MADE A COMMENT ABOUT ADJUSTING EXISTING TEACHER PAY SO THAT WE'RE NOT GETTING OUT OF WHACK. AND SO WHEN I'M LOOKING AT THIS, MORE THAN 50% OF OUR EXISTING TEACHERS HAVE AT LEAST TEN YEARS.

AND SO, I'M CONFUSED IF THIS 1.5 MILLION FOR THE $500 STEP, DOES THAT INCLUDE ADJUSTING THE CURRENT TEACHERS OVER FIVE YEARS OR OVER TEN YEARS, OR DOES IT ONLY INCLUDE THE STEP? AM I CONFUSED OR. SO, I'M SURE THAT I CONTRIBUTED TO THAT.

SO, I'M GOING TO SAY JUST A QUICK LITTLE SOMETHING, AND THEN MR. HILL IS GOING TO CLEAN UP WHAT I MAY HAVE SAID.

THE PART THAT I WANT TO CLARIFY IS THIS IS NOT A RECOMMENDATION.

THIS IS A PART OF THE CLARIFICATION OF QUESTIONS THAT WERE GENERATED.

SO, WE ARE NOT CHANGING THE RECOMMENDATION THAT WAS PREVIOUSLY PROVIDED, BUT WE ARE PROVIDING ADDITIONAL INFORMATION FOR YOUR CONSIDERATION BASED ON THE INQUIRY OF WHAT WOULD IT LOOK LIKE TO HAVE ADDITIONAL DECOMPRESSION AT THE UPPER END OF OUR SCALE, SO THAT THAT IS WHAT THIS INFORMATION IS.

IT IS JUST A REFERENCE POINT. IT IS NOT A RECOMMENDATION.

WE'RE NOT CHANGING THE RECOMMENDATION WE PROVIDED DURING THE PREVIOUS PRESENTATION.

BUT IS THIS A RECOMMENDATION ONLY FOR NEW HIRES, OR IS THIS A RECOMMENDATION THAT ALSO IMPACTS EVERYBODY? I'VE GOT A BIG LONG SPREADSHEET I WOULD LOVE TO SHARE WITH YOU.

OH, WE NEED TO HAVE A MEETING WITH THAT SPREADSHEET BECAUSE THIS IS EVERYBODY.

SO BOTTOM LINE IS IT INCLUDES EVERYBODY. SO WHAT HAPPENS IS EVERYBODY WILL GET A MINIMUM OF A 3% RAISE.

BUT BECAUSE WE'RE DECOMPRESSING $50 PER STEP, ONCE YOU GET PAST ABOUT TEN STEPS, THE ACTUAL $50 DECOMPRESSION ACTUALLY TAKES OVER.

AND WE HAVE TO WE HAVE TO ACTUALLY DO THE 3% ON CURRENT STAFF, PLUS ADD AN EQUITY ADJUSTMENT TO GET TO THAT POINT.

BECAUSE AS IT GROWS, AS YOU GO OUT AND WE HAVE PEOPLE ALL THE WAY UP TO 54 YEARS OF EXPERIENCE.

AND SO, SO THIS INCLUDES EVERYBODY, NOT JUST THE 610 EMPLOYEES.

WE HAVE LIKE $900,000 JUST FOR THE 400. THE CURRENT ONE, THE 450 DECOMPRESSION GOING FROM 400 TO 450.

EVERYBODY'S BENEFITING. EVERYBODY'S BENEFITING FROM THAT DECOMPRESSION.

THE ONES THAT HAVE MORE EXPERIENCE, OF COURSE, ARE BENEFITING MORE.

AND I HAVE A SPREADSHEET THAT I WOULD, I CAN MORE THAN HAPPY TO SHARE WITH YOU THAT ACTUALLY SHOWS YOU EXACTLY HOW WE COME UP WITH THE 1.5 AND ALL OF THE EMPLOYEES THAT WHETHER THEY HAVE A BACHELOR'S DEGREE OR A MASTER'S DEGREE, HOW THAT IS IMPACTED.

AND I THINK THIS WAS A RESPONSE TO THE QUESTION OF IF WE WERE TO CONSIDER MORE THAN THE 450 BETWEEN EACH STEP, WHAT WOULD BE THE BOTTOM LINE OR WHAT WOULD THAT'S YOUR THAT'S YOUR LINE, JOHNNY. SORRY. WELL, I'M GLAD I'M RUBBING OFF ON YOU.

I KNOW THAT'S A GOOD THING. IT'S TO ANSWER THAT QUESTION.

AND SO, THE PRESENTATION LAST TIME HAD A THREE A RECOMMENDATION OF 3% WITH THE 450 IN BETWEEN THE STEPS.

THIS WOULD BE WHAT IT WOULD LOOK LIKE ON TOP OF THAT COST.

[02:00:04]

SO, BASICALLY WHAT'S IN THE BUDGET IS THE 450 PER EACH STEP GOING FROM 400 TO 450, PLUS THE 3% RAISE.

THE AVERAGE RATE FOR A TEACHER UNDER THAT IS ACTUALLY ABOUT 3.5%.

OKAY. BECAUSE YOU'VE GOT THE 3%. AND THEN AS YOU GO OUT, YOU'RE GOING TO GET A LITTLE BIT OF AN EQUITY ADJUSTMENT TO KEEP YOU ON PAR WITH EVERYBODY ELSE. AND SO I WOULD SAY THAT WE, WE WOULD MAKE RECOMMENDATIONS OFF OF CURRENT LAW.

BECAUSE IF YOU REMEMBER TWO YEARS AGO AT THIS POINT, WE THOUGHT WE WERE GOING TO GET MORE MONEY AND WE END UP NOT GETTING IT.

SO, I WOULD ALWAYS ON THE SIDE OF CAUTION AND RECOMMEND BASED ON THAT.

IF HB TWO WERE TO HAPPEN, THERE IS A MECHANISM IN THERE THAT THAT REQUIRES SOME DELINEATION, IN WHICH CASE WE GO BACK TO THIS AND SAY, OKAY, WHAT WOULD IT TAKE WITH US DELINEATING OVER THE FIVE YEARS TO KEEP US LEGAL WITH HB TWO? AND THAT'S WHERE SOME OF THESE NUMBERS MIGHT COME INTO PLAY AGAIN.

WE WOULD NOT RECOMMEND THAT UNLESS HB TWO HAPPENS, WE WOULD RECOMMEND WHAT'S PRUDENT, WHICH IS A 3% RAISE PLUS CONTINUING TO DELINEATE OUR PAY SCHEDULE AS YOU GO OUT. THAT'S WHAT WE WOULD HAVE ON THE TABLE RIGHT NOW AS A RECOMMENDATION.

AND SO IF WE GET MORE MONEY. HB TWO HAPPENS. GREAT.

LET'S REWARD AND ACTUALLY STRETCH AND DECOMPRESS EVEN FURTHER.

BUT AT THIS POINT WE WERE ANSWERING QUESTIONS THAT HAD COME UP OVER THE LAST THE LAST MEETING.

YEAH. NO, I UNDERSTAND THAT WHAT I'M HAVING A HARD TIME UNDERSTANDING IS OF THIS ADDITIONAL OF THE ADDITIONAL STEPS.

HOW MUCH OF THAT IS BENEFITING NEW HIRES, WHETHER THEY'RE TEN YEAR OR 20 YEAR NEW HIRES.

HOW MUCH OF THAT IS THIS EQUITY ADJUSTMENT THAT'S BENEFITING CURRENT STAFF? THAT'S WHAT I'M HAVING A HARD TIME UNDERSTANDING.

AND MAYBE THAT'S A FOLLOW UP QUESTION, BUT THAT'S I THINK WHAT I'M STUCK ON.

OKAY. AND THE SIMPLE ANSWER TO THAT WOULD BE, IT'S BENEFITING ALL STAFF, WHETHER THEY'RE EXISTING STAFF OR WHETHER THEY'RE COMING IN.

AND I WOULD SAY AS YOU GET MORE EXPERIENCE, IT'S EQUALIZING BETWEEN CURRENT STAFF AND NEW STAFF BECAUSE THE DECOMPRESSION ACTUALLY EVERYBODY WOULD FALL INTO BASICALLY WHAT THAT NEW HIRE SCHEDULE IS BECAUSE OF, BECAUSE THEY'RE ACTUALLY GETTING THAT EQUITY RAISE TO ACTUALLY EQUAL THEM UP.

I WOULD SAY I'M ALWAYS A VERY VISUAL LEARNER.

AND TO TO ON A SIDEBAR, I WOULD LOVE TO SHARE MY SPREADSHEET BECAUSE I THINK THEN YOU CAN ACTUALLY JUST FOLLOW THE MATH.

AND I KNOW YOU'RE A DATA A DATA GEEK, SO I AM A SPREADSHEET PERSON.

YES. THANK YOU. YOU BET. I THINK THERE'S TWO.

I THINK THERE'S TWO THINGS. FIRST, I DON'T THINK ANYBODY KNOWS WHAT DECOMPRESSION MEANS HERE. YOU'RE SAYING DECOMPRESSION? I HAVE NO IDEA WHAT YOU MEAN BY THAT. SO LET'S START WITH WHEN YOU SAY DECOMPRESSION, DOES THAT MEAN IF I AM YEAR FIVE AND I'M BRAND NEW AND I'M MAKING $63,000 AND I'M YEAR FIVE AND I CAME HERE FIVE YEARS AGO, I'M MAKING, I DON'T KNOW, MAYBE 70, MAYBE 62, I DON'T KNOW. WELL, I CAN TELL YOU SINCE WE AND I USE THE WORD DECOMPRESSION, BUT WHAT I SIMPLY MEAN, I JUST INTERJECT FOR A SECOND. I THINK IF WE CAN GO BACK TO THAT SLIDE.

YES, YES. SO, DECOMPRESSION JUST FOR AN EXPLANATION OF WHAT THAT IS, THE SIMPLIFY THAT IT MEANS THAT WE'RE STRETCHING OUT OUR SALARY SCHEDULE.

IN OTHER WORDS, OUR DIFFERENCE BETWEEN A STEP IS ZERO.

IF YOU LOOK RIGHT THERE CURRENTLY 61 ALL THE WAY TO 69.

LET'S JUST USE 0 TO 20. WHAT IS THAT $8,000 GO ALL THE WAY DOWN TO 1000.

THE DIFFERENCE IS WHAT 17. 17,600. THAT'S DECOMPRESSED.

THAT'S A THAT'S MAKING IT, STRETCHING IT OUT.

WELL, AND WHEN YOU REALLY THINK ABOUT IT TOO, PROBABLY EVEN JUST 10 TO 12 YEARS AGO, A LOT OF NEW HIRE SCHEDULES, THE STEP DIFFERENCE COULD BE AS LITTLE AS $50 FROM ZERO YEARS TO ONE YEAR, UP TO MAYBE 150 TO 200.

THAT'S A VERY SMALL INCREMENT WHEN YOU THINK ABOUT OVER TIME, OVER FIVE YEARS, I'M ONLY GOING TO MAKE $500 DIFFERENCE, RIGHT. SO, DECOMPRESSING THAT MOVES IT FROM BEING THIS CLOSE TO SPREADING IT OUT.

SO NOW I CAN GO FROM YEAR ONE TO YEAR TWO AND THERE'S A $500 DIFFERENCE VERSUS A $50 DIFFERENCE.

SO THAT'S THE DECOMPRESSION THAT WE'RE WORKING TOWARDS.

YEAH, I THINK I THINK I THINK I AM PERHAPS ALSO CONFUSING BECAUSE I LOOK AT OUR BUDGET AS KIND OF A ZERO SUM GAME. SO IT'S NOT AS IF I'M SAYING, OH, WE SHOULD JUST BE PAYING ALL OF OUR TEACHERS A LOT MORE BECAUSE I KNOW WE DON'T HAVE THAT AMOUNT OF MONEY, BUT I'M SAYING THAT WE COULD PAY OUR MORE VETERAN TEACHERS MORE IF WE PAID OUR ZERO SALARY TEACHERS LESS.

AND WHEN WE LOOK AT THE JUST LOOKING AT THE NUMBERS, IF WE HAVE, SAY, 36% NEW TEACHERS AND WE PAY THAT 36% LESS,

[02:05:08]

AND I THINK I GUESS WHAT I'M TRYING TO UNDERSTAND IS IT SEEMS LIKE BASED ON THAT SCHEDULE THAT WE JUST HAD, WE ARE REALLY TARGETING NEW TEACHERS. AND IT'S ALMOST SEEMS LIKE WE DON'T WANT OLDER TEACHERS BECAUSE WE ARE LITERALLY LAST IN OUR CHART HERE FOR PAY AMONGST TEACHERS THAT HAVE 6 TO 20 YEARS OF EXPERIENCE.

AND SO WHEN WE SAID LAST TIME, WELL, WE COULD CHOOSE TO BE LEADERS.

I THINK YOUR LEADERS/LAGGERS ARE IN THE MIDDLE OF THE PACK.

AND I THINK IT LOOKS LIKE WE'RE CHOOSING TO BE SORT OF MIDDLE OF THE PACK WITH NEW TEACHERS AND LAGGARDS, WITH MORE VETERAN TEACHERS.

AND I FIND IT VERY HARD TO BELIEVE. AND I KNOW YOU SAID THIS, I FIND IT VERY HARD TO BELIEVE THAT THERE IS NO CORRELATION WITH YEARS OF EXPERIENCE AND QUALITY OF TEACHING LIKE THAT WOULD SHOCK ME.

IT WOULD SHOCK ME THAT A TEN YEAR TEACHER AND A YEAR ZERO TEACHER HAVE THE SAME AMOUNT OR ABILITY TO BE GOOD WITH A CHILD.

THAT WOULD SHOCK ME. NOW AGAIN, I'M NOT. I DON'T HAVE THE DATA, SO I'M NOT SAYING THAT'S TRUE.

SO I JUST WELL, I GUESS WHAT I'M TRYING TO FIGURE OUT IS IT SEEMS LIKE WE ARE THE ONLY DISTRICT WITH THIS STRATEGY AS WELL.

THAT'S THE OTHER THING THAT I THINK ALSO TOOK ME ABACK, BECAUSE WHEN I LOOK AT ALL THE OTHER NUMBERS, IT'S NOT AS WE ARE THE ONLY DISTRICT THAT SORT OF STARTS OFF MIDDLE OF THE PACK AND THEN GOES TO THE BOTTOM OF THE PACK ALMOST IMMEDIATELY.

AND SO THOSE THINGS SUGGEST TO ME THAT WE MAY HAVE SOME ISSUES WITH OUR COMPENSATION.

AND I KNOW, AGAIN, OUR BUDGET IS FIXED. SO, I'M NOT SUGGESTING THAT WE JUST RATCHET UP EVERYBODY.

I'M SUGGESTING THAT WE LOOK AT OUR MORE VETERAN TEACHERS AND PAY THEM MORE SO THAT WE GET MORE OF THEM, AND THEN POTENTIALLY PAY THE NEW TEACHERS LESS SO WE GET LESS OF THEM.

SO, IF I COULD JUST A COUPLE OF POINTS OF CLARIFICATION, BECAUSE I CERTAINLY DON'T WANT US TO COMMUNICATE TO ANY OF OUR TEACHERS THAT THERE'S NOT QUALITY IN EXPERIENCE. SO THE THE STATEMENT THAT I WAS MAKING IS THAT THERE'S NOT A GUARANTEE OF QUALITY WITH EXPERIENCE.

SO WHEN WE FOCUS ON SAYING THAT THERE'S A CERTAIN NUMBER OF YEARS THAT'S GOING TO GET YOU A BETTER QUALITY TEACHER, THERE'S NO STUDY OR GUARANTEE THAT THAT'S GOING TO BE THE CASE.

EVERYBODY HAS TO STAND ON THEIR OWN. AND THAT'S WHY WE GO THROUGH A VERY RIGOROUS INTERVIEW PROCESS TO TRY TO IDENTIFY THOSE QUALITY FOLKS.

WHEN WE LOOK AT THIS. YES, YOU'RE RIGHT, WE DO HAVE SOME WORK TO DO.

BUT IF YOU ALSO LOOK AT SOME OF THE OTHER DISTRICTS, THEY HAVE VARYING POINTS AS WELL, RIGHT? SO IT IS A CHALLENGE THAT IS FACED BY MOST SCHOOL DISTRICTS.

I CERTAINLY LOOKED AT IT IN MY PREVIOUS EXPERIENCE WITH COMPENSATION.

IT WAS A CHALLENGE FOR US IN THAT THAT PARTICULAR DISTRICT AS WELL.

BUT YOU DO HAVE TO FIGURE OUT WHERE DO YOU WANT TO PUT YOUR FOCUS.

AND IF AS A BOARD, AS YOU SAID, YOU DO HAVE THAT AS A CONSIDERATION, WHICH IS ONE OF THE REASONS THAT WE'RE BRINGING THIS INFORMATION TO YOU SO THAT YOU HAVE AN OPPORTUNITY TO FULLY CONSIDER WHAT WOULD THAT IMPACT LOOK LIKE? AND WHEN IT COMES TO COMPENSATION, YOU CAN EITHER BE VERY AGGRESSIVE AND SHIFT QUICKLY, OR YOU CAN DEVELOP A PLAN TO START TO MOVE IN A DIRECTION YOU WANT TO GO.

AND SO WE HAVE AN OPPORTUNITY RIGHT NOW TO TO FIGURE OUT WHAT'S IN THE BEST INTEREST OF OUR DISTRICT.

DO WE WANT TO BE THAT AGGRESSIVE, OR DO WE WANT TO DEVELOP A PLAN THAT WE CAN SUSTAIN AS WE MOVE FORWARD? BECAUSE WHATEVER WE DO, THE BIGGEST THING ABOUT COMPENSATION IS MAKING SURE THAT YOU'RE MAKING DECISIONS THAT YOU CAN SUSTAIN AND THAT IT'S NOT A ONE TIME EXPERIENCE, RIGHT? BECAUSE IF YOU CAN'T SUSTAIN IT, YOU'RE NOT GOING TO RETAIN YOUR STAFF.

SO THOSE ARE JUST CONSIDERATIONS THAT WE HAVE FOR SURE.

SO JUST A COUPLE THOUGHTS AND I APPRECIATE YOUR FEEDBACK AND YOUR COMMENTS.

DEFINITELY THERE'S VALIDITY VALIDITY IN YOUR IN YOUR COMMENTS.

MY THOUGHT IS JUST A COUPLE OF THINGS THAT I'M THINKING OF.

YOU KNOW, WHEN I'M LISTENING TO YOU TO GIVE YOUR FEEDBACK.

NUMBER ONE IS SO WE ACTUALLY COMPARE OURSELVES WITH 18 PEER DISTRICTS.

THIS IS JUST THE TOP TEN. SO I DON'T WANT TO I DON'T WANT US TO MISCONSTRUE THAT WE'RE ON THE BOTTOM OF THE PACK OUT OF 18.

WE ARE RIGHT NOW. WE'RE JUST A LITTLE BIT. WE'RE AT EIGHT OUT OF EIGHT, 18 DISTRICTS THAT WE COMPARE WITH.

WE ARE TRYING TO WORK OUR WAY UP. WE'RE TRYING TO DO IT IN A MAYBE NOT AS QUICKLY AS, BUT AS QUICKLY AS.

I KNOW SOME PEOPLE MAY LIKE. BUT I WILL SAY WE ARE MAKING PROGRESS EACH YEAR BY STRETCHING OUT.

WE CALL IT DECOMPRESSING OUR SALARY SCHEDULE.

YOU KNOW, WE'RE TRYING TO WE'RE TRYING TO DO THAT.

I WILL SAY THAT IT WAS INTERESTING BECAUSE WE ACTUALLY ARE ALWAYS MONITORING WHAT OTHER DISTRICTS ARE DOING.

I RECEIVED TWO TEXTS FROM DR. WILLIAMS OVER THE WEEKEND FROM TWO DIFFERENT DISTRICTS THAT ARE AROUND US.

AND BOTH OF THEM DIDN'T SAY WE'RE GIVING THIS AMOUNT OF MONEY FOR OUR 20 YEAR TEACHER.

GUESS WHAT? BOTH OF THEM SAID THIS IS WHAT OUR STARTING PAY IS FOR TEACHERS.

AND THEY WERE. AND ONE OF THEM WAS DALLAS ISD.

[02:10:03]

THAT, IN MY OPINION, THAT IS A VERY, VERY STRONG STRATEGY THAT WE ACTUALLY UNDERTAKE.

I WILL SAY, IF YOU LOOK AT OUR 610 NEW, NEW TEACHERS TO OUR DISTRICT, THEY'RE NOT ALL HUNKERED AROUND THE STEP ZERO.

THEY'RE ACTUALLY SPREAD THROUGHOUT THERE. SO I THINK THAT I THINK THAT WE DO HAVE SOME EFFECTIVENESS WITH THE STRATEGIES THAT WE ARE IMPLEMENTING RIGHT NOW.

I FEEL FEEL COMFORTABLE. I DO AGREE WITH WHAT YOU SAY, AND IF MONEY WAS NOT AN OBJECT, I DEFINITELY THINK WE NEED TO CONTINUE.

IF WE CAN ACCELERATE THAT STRETCHING OUT, THEN I THINK WE NEED TO DO THAT.

SO I WOULD GIVE A SMALL COUNTERPOINT TO ME. THE DATA SUGGESTED THAT THERE ARE TEACHERS OF A WIDE VARIETY AVAILABLE TO US.

IT'S NOT LIKE I WOULD FEEL DIFFERENT IF 80% OF OUR TEACHERS WERE BRAND NEW, BUT IT LOOKED LIKE THERE ARE A WIDE VARIETY OF TEACHERS AVAILABLE TO US, AND WE MIGHT GET MORE OF THE 5 TO 20 YEAR CROWD IF WE PAID MORE.

CAN YOU GO BACK TO THE NEW TEACHERS TO PLANO? AND WHILE YOU'RE ON THE WAY TO GET TO THAT SLIDE, I JUST WANT TO JUST SAY THIS THAT IT'S ACTUALLY A MULTIFACETED STRATEGY BECAUSE WE NEED TO ACCOMPLISH A COUPLE OF THINGS. ONE, WE NEED TO MAKE SURE THAT OUR TEACHERS THAT ARE WITH US, THAT ARE EFFECTIVE, THAT ARE DOING GREAT, AMAZING JOBS, THAT WE KEEP THEM.

AND SO, YOUR POINT OF HOW DO WE GO BACK AND WHAT DO WE MAKE THOSE ADJUSTMENTS ON THIS END OF THE SCALE? WE NEED TO WE NEED TO LOOK AND CONSIDER. SECOND TO THAT, WE NEED TO GET OUR WE NEED TO GET TOP TALENT IN THE DOOR.

BECAUSE AS DOCTOR KENDALL SAID AT THE VERY BEGINNING, ONCE OUR TEACHERS COME TO US, IT IS TO THEIR BENEFIT LONG TERM TO STAY BECAUSE YOU'LL SEE THAT THE ANNUAL 3%, 4%, WHATEVER, A WISH, 4%, BUT THE ANNUAL PERCENTAGE INCREASE YEAR AFTER YEAR, THAT'S MORE BENEFICIAL. BUT I THINK THE THIRD THING TO THAT WE HAVE TO DO IS WHEN WE MAKE AN ADJUSTMENT TO THAT STARTING SALARY, WE HAVE TO GO BACK AND ADJUST THE SALARY SCALE FOR THE EMPLOYEE THAT WE HIRED 20 YEARS AGO TO MAKE SURE THAT NOW THE NEW TEACHER COMING IN WITH 20 YEARS ISN'T MAKING MORE MONEY THAN OUR VETERAN TEACHER THAT'S BEEN WITH US FOR 20 YEARS.

AND SO, THERE'S THREE THOSE THREE MOVING PARTS.

AND I THINK WHAT I HEAR YOU SAYING IS CAN WE GO BACK? WHAT WOULD IT LOOK LIKE IF WE STARTED TO MAKE THESE ADJUSTMENTS SO THAT WE'RE NOT SO FAR BEHIND WHEN WE GET TO THE 20 YEAR PLUS GROUP? WHAT WOULD THAT ADJUSTMENT.

YES. AND I FEEL LIKE THERE IS A IT SEEMS TO ME, BASED ON THE DATA, THAT THERE IS A NICE POOL OF 5 TO 20 PLUS YEAR TEACHERS THAT WE COULD BE TARGETING. THAT WE COULD POTENTIALLY GET MORE OF IF WE PAID OUR YEAR ZERO TEACHERS AGAIN, SINCE THERE'S 36% OF THEM, LET'S SAY WE PAID THEM $500 LESS AND DISTRIBUTE THAT $500 TO THE 5 TO 20 PLUS TEACHERS.

IT WOULD SEEM TO ME THAT A WE MIGHT GET MORE OF THEM, AND B THERE'S PLENTY OF THEM OUT THERE TO, WELL, PLENTY OF, IT'S PROBABLY NOT THE RIGHT WORD. THERE SEEMS TO BE A COMPARABLE AMOUNT OF THEM AS THERE ARE NEW TEACHERS.

I MEAN, I OKAY, SO I DEFINITELY APPRECIATE YOUR FEEDBACK ON IT.

I DO THINK THAT WELL GO CAN YOU GO BACK TO THE ONE THAT ACTUALLY COMPARES US, THE COHORT WHERE IT DOES THE, YOU KNOW, THE BENCHMARK GOING UP RIGHT THERE.

SO, I WILL SAY THIS DEFINITELY A VALID POINT AS YOU STRETCH OUT HOW WE COMPARE WITH THE, YOU KNOW, WHAT I WOULD CALL THE TOP QUARTILE, THE TOP FOUR.

THAT'S WHERE OUR GOAL IS TO EVENTUALLY GET TO.

I WILL SAY THIS VETERAN TEACHERS THAT HAVE IT'S BEEN MY EXPERIENCE OVER 30 YEARS.

DR. KENDALL'S BEEN DOING THIS LONGER THAN I HAVE EVEN. BUT IT'S BEEN MY EXPERIENCE AS YOU GET OUT MORE ON THE EXPERIENCE SPECTRUM THAT THAT PEOPLE, I CALL IT HUNKERING DOWN OR STAYING. THE TWO REASONS THEY LEAVE.

IF YOU GET TEN PLUS YEARS OF EXPERIENCE IS IF A SPOUSE IS RELOCATED OR IF THERE'S SOME ISSUE WITH YOUR JOB.

THAT'S BEEN MY I'M JUST TELLING YOU MY EXPERIENCE WITH THAT.

I SAY THAT TO SAY A STRATEGY THAT THAT I THINK IS SUPER IMPORTANT IS THAT YOU BRING IN THE GOOD YOUNG TALENT AND THEN YOU TRAIN THEM LIKE YOU WANT THEM TO GO THROUGH THE SYSTEM. THAT'S NOT TO SAY THAT THERE'S NOT GOOD TALENT OUT THERE THAT HAS YEARS OF EXPERIENCE, BUT I WILL SAY IT'S NOT IT'S NOT CORRELATED ALL THE WAY OUT.

[02:15:03]

SO YOU DO FIND THOSE GEMS. WE FOUND SOMEBODY WITH 36 YEARS OF EXPERIENCE.

I HOPE THAT TEACHER IS KILLING IT. BUT I WILL SAY IT.

MY EXPERIENCE OVER 30 YEARS IS THAT IT'S NOT.

YOU'RE NOT GOING TO JUST PICK UP ALL OF THESE GREAT, EXPERIENCED TEACHER AS YOU GO OUT.

IT'S JUST THAT'S NOT REALITY IN MY MIND. WELL, AND I JUST WANT TO JUST SAY ONE THING TO POINT OUT.

THE PROBLEM HERE IS WHEN YOU GO AND THIS WAS IN THE PRESENTATION LAST TIME, WHEN YOU GO SO LONG OR TOO MANY YEARS, WHEN YOU'RE DOING A PERCENTAGE AT THE MIDPOINT, THEN YOU END UP WITH THAT OUTCOME.

AND SO NOW, BECAUSE WE'VE MOVED FROM THE MIDPOINT TO ACROSS THE PERCENTAGE ACROSS THE BOARD, IT'S GOING TO TAKE US A LITTLE BIT OF TIME TO GET OURSELVES CALIBRATED.

AND SO, SOME OF THE JUMPS AND THE WORK THAT NEED TO BE DONE ON THE UPPER END IT'S GOING TO TAKE US JUST A BIT TO, TO GET THERE. BECAUSE WE DON'T HAVE INFINITE DOLLARS IN A BUDGET TO CORRECT THE YEAR AFTER YEAR AFTER YEAR MIDPOINT RAISE.

THAT GOT US KIND OF A LITTLE BIT OUT OF, I DON'T KNOW.

I DON'T WANT TO SAY OUT OF RANGE, BUT I GUESS IT IS OUT OF RANGE OR WHERE WE WOULD LIKE TO BE.

JOHNNY, YOU KEEP SAYING ABOUT TEACHERS HUNKERING DOWN.

I MEAN, THAT'S SOMETHING THAT WE CAN LOOK AT EMPIRICALLY FROM OUR OWN DATA, RIGHT? I MEAN, WE CAN LOOK AT CHURN RATE. I'M LOOKING AT THIS LAST BUBBLE SLIDE AS IT, THE TEACHER STATS.

WE CAN LOOK AT OUR OWN CHURN RATE ONE YEAR TWO YEAR, THREE YEAR, FOUR YEAR TEACHERS.

AND YOU KNOW EVEN LOOK AT THAT OVER TIME AND SAY AS OTHER DISTRICTS HAVE DECOMPRESSED PAY BANDS OR, YOU KNOW, THE PAY SCHEDULE. ARE WE SEEING GREATER CHURN IN OUR MORE EXPERIENCED TEACHERS? ARE WE NOT SEEING GREATER CHURN IN OUR MORE EXPERIENCED TEACHERS AND REALLY TRY AND UNDERSTAND, YOU KNOW, BECAUSE I THINK RECRUITING TEACHERS WITH SIGNIFICANCE.

I CAN'T TALK SIGNIFICANT EXPERIENCE IS ONE THING, BUT DECREASING THE CHURN ON OUR TEACHERS, OUR GREAT TEACHERS WITH SIGNIFICANT EXPERIENCE IS ANOTHER PART OF THAT QUESTION AND DATA THAT I WOULD LOVE TO SEE IN THIS GIANT SPREADSHEET THAT YOU HAVE ALLUDED TO. AND I GUESS MY CONCERN, TOO, IS THAT, IN YOUR WORDS, OUR COMPRESSION OR DECOMPRESSION FROM YEAR 0 TO 5 IS THE WORST AMONGST THE PEOPLE IN THIS GROUP.

AND I'M NOT GOING TO CALL ANYBODY OUT SPECIFICALLY, BUT OUR SURROUNDING DISTRICTS SEEM TO BE MORE DECOMPRESSED.

AND THE MOVING COST IS, YOU KNOW, A 5 OR 10 MINUTE DRIVE FOR AN EXTRA $4,000 COULD BE MATERIAL.

AND SO THESE ARE THINGS THAT I JUST, I KNOW THAT WE HAVE HAD WE ALWAYS HAVE TROUBLE, YOU KNOW, FILLING ALL OF OUR SPOTS. AND IT JUST SEEMS LIKE THIS IS LOW HANGING FRUIT AND AGAIN, WE CAN GET INTO MORE OF THE DATA ABOUT TEACHER PERFORMANCE.

BUT IT WOULD SEEM TO ME THAT IF WE'VE GOT 200 AND SOME ODD SORT OF YEAR ZERO TEACHERS, I DON'T KNOW IF 100% OF THEM ARE GOING TO BE GREAT AND STAY. I MEAN, THEY'VE NEVER TAUGHT BEFORE, BUT I WOULD BE WILLING TO TAKE MY CHANCE ON THE 200 AND SOME ODD 5 TO 20 YEAR FOLKS.

LIKE, SURE, THERE MIGHT BE A BAD APPLE IN THE BUNCH, BUT I WOULD FEEL MUCH BETTER THAT THEY'RE COMMITTED TO THE PROFESSION, THEY KNOW WHAT THEY'RE DOING. AND SO, I JUST I JUST FEEL LIKE OUR STRATEGY IS WRONG HERE.

AND I DON'T REALLY AGAIN, I'M NOT REALLY IN A PLACE RIGHT NOW WHERE I CAN GIVE A DEFINITIVE, THIS IS WHAT WE SHOULD BE DOING, BUT IT JUST FEELS LIKE WE ARE DOING SOMETHING MATERIALLY DIFFERENT THAN EVERY OTHER DISTRICT.

SO JUST AS A RECRUITING EFFORT FOR ANYONE WHO'S OUT THERE WATCHING, IF YOU'RE AN EXPERIENCED TEACHER, WE DO CARE ABOUT YOU. AND YOU CAN SEE BY THIS DISCUSSION THAT WE REALLY DO WANT YOU IN PLANO ISD.

SO, I JUST WANT TO MAKE SURE WE LET EVERYBODY OUT THERE KNOW THAT I WOULD REALLY BE CURIOUS ABOUT OUR RETENTION DATA.

I MEAN, WHEN WE GET A NEW TEACHER, WHAT OF A COHORT OF 200 TEACHERS? HOW MANY OF THOSE FOLKS ARE STAYING IN THE DISTRICT? OVER A LONGER PERIOD? I MEAN, YOU KNOW, WHAT'S THAT TIME PERIOD? BECAUSE I'M TRYING TO RACK MY BRAIN, AND THERE'S CERTAINLY A WHOLE LOT MORE EDUCATORS AT THIS TABLE THAN ME IN TERMS OF WHAT IT WAS LIKE.

I MEAN. I THINK IT'S, WE RECRUIT THE BEST WHATEVER TIME PERIOD THEY COME IN.

I DON'T THINK PRINCIPALS ARE LOOKING AT A PERSON ACROSS THE TABLE AND SAYING, OH, I'M GOING TO HIRE THIS PERSON BECAUSE THEY HAVE THIS MANY YEARS OR THIS MANY YEARS.

[02:20:05]

I'D HATE FOR OUR DISTRICT TO EVER GET TO IS YOU CAN ONLY HIRE NEW TEACHERS BECAUSE THEY'RE LESS EXPENSIVE.

WHEN THERE'S MAYBE A VERY EXPENSIVE TEACHER OR OLDER TEACHER WHO REALLY IS GOING TO FIT THE JOB.

I THINK WE DON'T WANT TO. I DON'T WANT TO DISSECT IT TOO MUCH BECAUSE THAT KIND OF CONCERNS ME. BUT I WOULD BE INTERESTED TO SEE ON OUR RETENTION RATES HOW THAT LOOKS.

TO SEE ABOUT, YOU KNOW, WHAT IS THE SWEET SPOT.

I KNOW THERE'S A TIME PERIOD WHERE A LOT OF PEOPLE DO LEAVE THE PROFESSION.

BUT THERE'S ALSO A LOT OF MITIGATING CIRCUMSTANCES.

I MEAN, IF YOU ARE ON A TEAM THAT YOU LOVE AND THAT YOU ARE WITH, AND YOU'RE MAKING MAGIC WITH THAT TEAM, YOU, THAT'S NOT THAT MUCH OF A PAY DIFFERENCE.

I MEAN, WHEN YOU BREAK IT DOWN TO $2,000 A YEAR, HOW MUCH IS THAT A MONTH? YOU KNOW YOUR JOY IN WORKING WITH IT AND THE FEELING OF YOU HAVING THAT MEANING IS, IS WHEN YOU'RE TALKING ABOUT, I MEAN, YOU DON'T GO INTO THE TEACHING PROFESSION TO MAKE A LOT OF MONEY.

CORRECT. YOU JUST DON'T YOU GO INTO IT BECAUSE IT'S A CALLING, BECAUSE YOU WANT TO BE THERE.

SO I THINK THAT'S JUST A I THINK THERE'S MORE TO THIS CONVERSATION IN TERMS OF THAT.

WHAT I DO THINK IS REALLY, REALLY IMPORTANT IS THAT A 20 YEAR TEACHER HAS BEEN IN OUR OR JUST A TEACHER HAS BEEN IN OUR DISTRICT FOR 20 YEARS, DOESN'T SUDDENLY MAKE LESS FROM A NEW TEACHER WHO GETS A 20 YEAR CREDIT AND THEY'RE MAKING MORE MONEY.

THAT TO ME IS A BLOW. AND AS LONG AS THAT'S NOT HAPPENING, THEN I THINK THAT, YOU KNOW, TO ME, THAT'S THE PIECE THAT WOULD BE REALLY DISHEARTENING IF I'VE BEEN IN THIS DISTRICT SO LONG AND THIS PERSON WITH THE SAME AMOUNT OF EXPERIENCE, OR THAT THE BAND BETWEEN A STARTING SALARY AND A 20 YEAR SALARY IS SO NARROW.

CORRECT. BECAUSE YOU DON'T FEEL VALUED AND THAT'S WHERE YOU DO.

THAT'S WHERE I THINK THAT RETENTION MATTERS IS BECAUSE YOU ARE VALUED AND VALUE.

I MEAN, THERE'S ALL SORTS OF RESEARCH STUDIES ABOUT WHAT KEEPS PEOPLE, RETAINS PEOPLE. AND MY UNDERSTANDING IS PAY IS NOT THE HIGHEST.

AND CERTAINLY, YOU'RE NOT GOING INTO THIS PROFESSION BECAUSE YOU PLAN ON MAKING MUCH MONEY? ABSOLUTELY. JUST SOME OTHER LAYERS TO THIS THAT MAYBE NEED TO BE EXPLORED.

WELL, AND THE DATA POINTS THAT YOU REFERENCED, WE ARE WORKING ON THOSE.

WE ARE PLANNING TO DO SOMEWHAT OF AN AIR BY THE NUMBERS THAT WAS INTENDED FOR THE AUGUST TIME FRAME BETWEEN AUGUST AND SEPTEMBER.

HOWEVER, WE NEED TO TRY TO BRING THAT SOONER. WE CAN AS A PART OF THAT, WE'RE LOOKING AT RETENTION, BUT WE'RE ALSO LOOKING AT SEPARATIONS AND RETURNS BECAUSE IN ADDITION TO SUSTAINING OUR STAFF, WE ARE WE DO HAVE A NUMBER OF STAFF THAT THEY MAY LEAVE, BUT THEY COME BACK, YOU KNOW, FOR VARIOUS REASONS.

SO WE WANT TO CAPTURE THAT. THE OTHER PART THAT WE'RE WORKING ON, AND WE WILL NOT HAVE THIS IN AUGUST, SEPTEMBER, BUT WE SHOULD HAVE IT IN THE SUBSEQUENT YEAR, IS MAKING SURE THAT WE'RE GETTING GOOD SEPARATION DATA, AND WE DON'T HAVE IT AS CLEAN AS WE'D LIKE RIGHT NOW, SO THAT WE REALLY UNDERSTAND THE REASON FOR DEPARTURE.

RIGHT? WE HAVE BIG CATEGORIES RIGHT NOW, BUT THERE'S A WAY TO DRILL DOWN SO YOU CAN GET DEEPER INTO THAT AND BETTER UNDERSTAND THE REASON FOR LEAVING, INCLUDING WHETHER OR NOT COMPENSATION WAS A PART OF THAT.

FOR SURE. THERE'S A LOT OF ANECDOTAL DATA THAT I HAVE OF PEOPLE WHO'VE LEFT THE DISTRICT AND THEN CAME BACK BECAUSE THEY DIDN'T LIKE THE EXPERIENCE WHERE THEY WERE.

BUT YOU ALSO HAVE TO LOOK AT WHAT'S THE PERCENTAGE OF YOUR STAFF ARE WOMEN AND HAVING A NEWBORN BABY AND BEING A TEACHER, I THOUGHT WAS GOING TO BE THIS GREAT CAREER THING FOR ME TO HAVE A FAMILY.

AND I FOUND OUT THAT HAVING A BABY AND HAVING TO BE AT A SCHOOL AT 7:15 IN THE MORNING WAS NOT A GOOD IT WAS NOT A GOOD FORMULA FOR ME.

SO, I TOOK A BREAK, AND YOU GO BACK. AND THAT IS THE NICE THING, IS THAT YOU CAN IT'S INTERESTING TO SEE HOW MANY OF THOSE PEOPLE TO COME IN AT SIX YEARS OF EXPERIENCE, BUT THEY HAVE HAD A BREAK, OR THEY'VE HAD, YOU KNOW, SOMETHING THAT'S NOT CONTIGUOUS SERVICE.

THERE'S JUST A WHOLE LOT MORE THERE'S A WHOLE LOT MORE DIMENSIONS TO THIS THAN IT IS NOT TO BE NOT TO BE DISCREDITING OF YOUR SPREADSHEETS, BUT IT IS AN OPPORTUNITY FOR US TO MAYBE LOOK INTO THE DATA AND REALLY, I MEAN WHEN YOU GET THIS MANY VARIABLES.

IS THERE A IS THERE A TOOL OR A MODEL OR APP THAT WE COULD BE USING TO REALLY DIG INTO IT AND FIGURE OUT THE MORE THE DEEPER DIMENSIONS OF ALL THIS? I THINK WHAT YOU'RE SAYING IS REALLY IMPORTANT BECAUSE ESPECIALLY POST COVID, WE ARE LOOKING AT TRYING TO STABILIZE OUR STAFF.

I MEAN, THAT IS KEY TO WHAT WE WANT TO SEE HAPPEN, BECAUSE THERE'S BEEN SO MUCH SHIFTING, SO MUCH MOVEMENT. AND WE HAVE PEOPLE WHO HAVE COME OUT OF PROFESSIONS TO GO TEACH HIGH SCHOOL ENGLISH OR WHATEVER IT MAY BE.

I'M THINKING SPECIFICALLY OF MY CHILD'S ENGLISH TEACHER.

AND SO I WOULD LOVE TO SEE THAT RETENTION DATA OVER THE LAST FEW YEARS.

WHO HAS STAYED? THAT WOULD BE GREAT. I THINK THAT WE IT DOESN'T HAPPEN OVERNIGHT, THAT YOU FIX THE MIDPOINT DILEMMA THAT WE PREVIOUSLY WERE DOING THE RAISES ON THE MIDPOINT RATHER THAN A 3%,

[02:25:02]

BUT I THINK WE WE. THIS IS SOMETHING WE HAVE TO GET RIGHT.

AND OUR TEACHERS ARE THE GREATEST ASSET IN THE CLASSROOM.

THAT'S THE THAT'S THE DISTRICT'S GREATEST ASSET.

SO IT'S HARD TO MOVE THAT NEEDLE. I GET IT BECAUSE THE INCREMENTAL COST.

BUT IT TAKES SOME TIME AND FINESSING TO GET FROM THAT MIDPOINT RAISE TO THE PERCENTAGE RAISE.

AND THAT'S I THINK THAT'S A TOUGH, TOUGH NUT TO CRACK, RIGHT? WE'RE DEFINITELY WE'RE DEFINITELY WORKING ON IT. SO OKAY, I REALLY APPRECIATE THE CONVERSATION.

AND YOU KNOW, AS NANCY, YOU BRING UP A REALLY GOOD POINT.

I MEAN, OUR TEACHERS ARE OUR NUMBER ONE RESOURCE.

AND SO HAVING A THOROUGH DISCUSSION ABOUT WHERE WE ARE, WHAT WE NEED TO FIX, AND ALSO OUR HOPES FOR LEGISLATION, I THINK ARE REALLY KEY AND IMPORTANT HERE.

AND SO I WE APPRECIATE ALL THE FEEDBACK. AND WE'VE TAKEN NOTE AND WE'LL, WE'LL GO BACK TO SEE WHERE WHERE CAN WE MAKE SOME ADDITIONAL SHIFTS.

I APPRECIATE THE, THE HARD WORK OF THE TEAM OF, OF TRYING TO LOOK AND FIGURE THIS OUT DIFFERENTLY.

AND AGAIN, OUR, YOU KNOW, THERE'S A LOT OF IT'S IT'S RECRUITING NEW TALENT.

IT'S KEEPING OUR CURRENT TALENT AND THEN MAKING SURE THAT OUR TEACHERS ARE AS ADEQUATELY.

I MEAN, I THINK THEY NEED TO MAKE THREE TIMES FOUR TIMES, FIVE TIMES WHAT THEY WHAT THEY MAKE.

BUT FOR US, IT'S REALLY IMPORTANT THAT WE MAKE SURE THAT WE'RE PUTTING ALL OF OUR EFFORTS TO FIX AND MAKE THOSE PROPER ADJUSTMENTS SO THAT OUR LONG TERM EMPLOYEES AND THOSE COMING IN WITH EXPERIENCE, AS WELL AS THOSE COMING WITH ZERO EXPERIENCE AT PLANO IS A PLACE WHERE THEY WANT TO BE AND CAN MAKE THEIR HOME.

SO, I'LL JUST MAKE ONE LAST COMMENT AND SORRY IF YOU WERE TRYING TO WRAP US UP HERE, BUT YOU KNOW, THERE ARE DISTRICTS ACROSS THE STATE THAT ARE DOING RIFFS BECAUSE THEY HAVE NOT DECREASED STAFF THROUGH ATTRITION AND THEY HAVE MAYBE WIDER PAY BANDS THAN WE DO.

AND THAT IS ONE THING THAT AS I LOOK AT THE NEWS AROUND THE STATE, I AM APPRECIATIVE OF THE MEASURED APPROACH THAT, YOU KNOW, WE HAVE BOTH DECLINED STAFF THROUGH ATTRITION BASED ON CHANGES IN ENROLLMENT.

BUT I DO YOU KNOW, I DO AGREE WITH MICHAEL THAT I WONDER IF WE HAVEN'T BALANCED THE OTHER END OF THAT QUITE AS WELL.

SO. WELL, IT'S HARD. I THINK IT WAS 2011 THAT WE HAD A 0% INCREASE ACROSS THE DISTRICT.

AND SO TO GET TO AN INCREASE IN THE FOLLOWING YEAR.

IT'S JUST IT'S HARD TO STEP UP FROM THAT. SO I THINK THAT WE'RE JUST KIND OF RECOVERING AND, AND THEN COVID DIDN'T REALLY HELP US OUT MUCH EITHER.

SO I'M CURIOUS TO SEE HOW THIS TURNS OUT AS ON YOUR NEXT REPORT.

THANK YOU. ABSOLUTELY. THANK YOU. ALL RIGHT. THANK YOU SO MUCH FOR THAT.

AND WE'LL MOVE ON TO THE MOST RIVETING REPORT OF THE NIGHT, 6.5, WHICH IS THE ANNUAL ANNOUNCEMENT OF CONTINUING EDUCATION FOR BOARD MEMBERS.

THIS IS LONG. THE ANNUAL ANNOUNCEMENT OF CONTINUING EDUCATION FOR BOARD MEMBERS UNDER STATE BOARD OF EDUCATION RULE, COMPLETING REQUIRED CONTINUING ED EACH YEAR OF SERVICE IS A BASIC OBLIGATION AND EXPECTATION OF ANY SITTING BOARD MEMBER.

AS BOARD PRESIDENT, I AM REQUIRED TO ANNOUNCE THE NAME OF EACH MEMBER WHO HAS COMPLETED THE REQUIRED CONTINUING ED, HAS EXCEEDED THE REQUIRED CONTINUING ED, OR IS DEFICIENT IN MEETING THE REQUIRED CONTINUING EDUCATION.

THE REQUIREMENTS FOR TRAINING ARE MEASURED ANNUALLY FROM MAY 1ST TO APRIL 30TH, AND THERE ARE EIGHT TRAINING AREAS.

THEY ARE. LOCAL DISTRICT ORIENTATION. ORIENTATION TO THE TEXAS EDUCATION CODE.

POST LEGISLATIVE UPDATE TO THE TEXAS EDUCATION CODE.

TEAM BUILDING ADDITIONAL CONTINUING EDUCATION.

EVALUATING STUDENT ACADEMIC PERFORMANCE AND SETTING GOALS.

IDENTIFYING AND REPORTING ABUSE, TRAFFICKING, AND OTHER MALTREATMENT OF CHILDREN, AND SCHOOL SAFETY TO THE EXTENT PRACTICABLE TO EACH BOARD MEMBER, I WILL ANNOUNCE THE COMPLETION OR DEFICIENCY AS TO THE REQUIRED TRAINING.

AT THE CONCLUSION OF THIS ANNOUNCEMENT, I WILL ANNOUNCE BOARD MEMBERS WHO EXCEEDED THE CONTINUING EDUCATION REQUIREMENTS.

THE STATEMENT ALL BOARD MEMBERS INCLUDES NANCY HUMPHREY, DR.

LAUREN TYRA, JERI CHAMBERS, ANGELA POWELL, TARAH LANTZ, MICHAEL COOK AND KATHERINE GOODWIN, AND LOCAL DISTRICT ORIENTATION TRAINING IS NOT APPLICABLE BECAUSE WE DIDN'T HAVE ANY NEW MEMBERS FOR ORIENTATION THIS LAST YEAR,

[02:30:04]

THE POST LEGISLATIVE UPDATE TO THE TEXAS EDUCATION CODE, ALL BOARD MEMBERS HAVE COMPLETED THE POST PLEDGE UPDATE TO THE TEXAS EDUCATION CODE.

TRAINING FOR TEAM BUILDING. ALL BOARD MEMBERS COMPLETED THE ANNUAL TEAM BUILDING TRAINING AND FOR ADDITIONAL CONTINUING EDUCATION.

ALL BOARD MEMBERS HAVE COMPLETED THE REQUIRED ADDITIONAL CONTINUING EDUCATION HOURS AND FOR EVALUATING STUDENT ACADEMIC PERFORMANCE AND SETTING GOALS.

THIS TRAINING MUST BE COMPLETED EVERY TWO YEARS, AND ALL BOARD MEMBERS HAVE COMPLETED THIS BIENNIAL.

TRAINING AND IDENTIFYING AND REPORTING ABUSE, TRAFFICKING AND OTHER MALTREATMENT OF CHILDREN.

THIS TRAINING MUST BE COMPLETED EVERY TWO YEARS, AND ALL BOARD MEMBERS HAVE COMPLETED THIS BIENNIAL TRAINING.

FOR SCHOOL SAFETY. THIS TRAINING MUST BE COMPLETED EVERY TWO YEARS, AND ALL BOARD MEMBERS HAVE COMPLETED THIS BIENNIAL TRAINING UNDER THE TEXAS ADMINISTRATION ADMINISTRATIVE CODE. THE FRAMEWORK FOR GOVERNANCE LEADERSHIP ADOPTED BY THE STATE BOARD OF EDUCATION SHALL BE DISTRIBUTED ANNUALLY BY THE BOARD PRESIDENT TO ALL CURRENT BOARD MEMBERS AND THE SUPERINTENDENT. THE FRAMEWORK IS IN YOUR PACKET, YOUR PURPLE FOLDER.

AND IT'S ALSO BEEN PROVIDED ELECTRONICALLY TO THE BOARD MEMBERS AND THE SUPERINTENDENT.

EXCEEDING REQUIRED CONTINUING EDUCATION. BOARD MEMBER DR.

LAUREN TYRA EXCEEDED THE REQUIREMENT OF CONTINUING EDUCATION TRAINING BY SEVEN ADDITIONAL HOURS OVER ACHIEVING BOARD MEMBER. BOARD MEMBER TARRAH LANTZ EXCEEDED THE REQUIRED AMOUNT OF CONTINUING EDUCATION TRAINING BY 24 ADDITIONAL HOURS.

WHAT? 25. WELL. I'M SORRY. MINE HAS MAYBE THE WRONG AMOUNT.

OKAY. ALL RIGHT. THERE WAS A CORRECTION. BOARD MEMBER JERI CHAMBERS EXCEEDED THE REQUIRED AMOUNT OF CONTINUING EDUCATION TRAINING BY 20 HOURS. BOARD MEMBER ANGELA POWELL EXCEEDED THE REQUIRED AMOUNT OF CONTINUING EDUCATION TRAINING BY EIGHT ADDITIONAL HOURS.

BOARD MEMBER KATHERINE GOODWIN EXCEEDED THE REQUIRED AMOUNT OF CONTINUING EDUCATION TRAINING BY 23.5 ADDITIONAL HOURS.

BOARD MEMBER MICHAEL COOK EXCEEDED THE REQUIRED AMOUNT OF CONTINUING EDUCATION TRAINING BY 20.5 ADDITIONAL HOURS.

AND LASTLY, MYSELF BOARD MEMBER NANCY HUMPHREY EXCEEDED THE REQUIRED AMOUNT OF CONTINUING EDUCATION TRAINING BY 22.25 ADDITIONAL HOURS.

WHAT? WHAT HAD A QUARTER HOUR? ALL RIGHT, WE'RE DONE WITH THAT.

SO I WILL MOVE US ON TO. CAN I JUST ADD SOMETHING REALLY QUICKLY? NANCY, I JUST WANT TO COMMENT FOR THOSE IF THERE'S ANYONE STILL LISTENING.

OH, THERE IS NO OTHER ELECTED POSITION THAT HAS AS MUCH REQUIREMENT ON TRAINING AS WE DO.

IT'S GREAT. I'M GLAD THAT WE HAVE IT, BUT I THINK IT'S REALLY IMPORTANT THAT PEOPLE DON'T REALIZE THE DEPTH AND BREADTH OF CONTINUING ED THAT WE ARE YEAR AFTER YEAR AFTER YEAR, YEAR AND GET TO PURSUE. I WANTED TO MAKE SURE IT WAS NOTED.

WELL, I THINK THAT'S A VERY GOOD POINT AND THANK YOU FOR THAT.

AND HAVING BEEN ON THE BOARD FOR ALMOST 15 YEARS, I'VE DONE A LOT OF TRAINING.

ALL RIGHT. SO, WE WILL MOVE ON TO ITEM 6.6 OF OUR REPORTS.

AND IT'S BOARD MEMBER, COMMUNITY LIAISON AND SUBCOMMITTEE UPDATES.

AND SO I WILL GIVE THIS SUMMARY OF THE 89TH LEGISLATIVE SESSION UPDATE.

AND I WILL NOTE THAT TARRAH LANTZ AND DOCTOR LAUREN TYRA ARE BOTH PART OF THE SUBCOMMITTEE FOR LEGISLATIVE SUBCOMMITTEE.

SO Y'ALL JUMP IN ANY TIME IF YOU NEED. OKAY. AND ACTUALLY, DANNY STOCKTON, OUR CHIEF OF STAFF, PUT THIS TOGETHER.

AND SO I'M VERY THANKFUL THAT HE PUT THIS TOGETHER.

HE IS DOWN IN AUSTIN WORKING TALKING TO OUR LEGISLATORS.

HE TESTIFIED THIS MORNING ON A BILL. AND SO HE'S NOT HERE TONIGHT, BUT HE NORMALLY DOES THIS PRESENTATION.

SO HOUSE BILL TWO, I THINK MR. HILL WAS TALKING ABOUT THE MONEY THAT WE MIGHT RECEIVE.

AND SO HOUSE BILL TWO IS THE FUNDING BILL, AND IT PROVIDES APPROXIMATELY 24.6 MILLION FOR PLANO ISD NEXT YEAR.

IS THAT JIVING WITH THE NUMBERS WE TALKED ABOUT A MOMENT AGO? OKAY. AND SO, IT INCREASES THE BASIC ALLOTMENT FOR $395 PER STUDENT AND ADDS AN AUTOMATIC INCREASE BASED ON PROPERTY VALUE INCREASES. SO, THIS YEAR WE EXPERIENCED A 4% PROPERTY VALUE INCREASE.

SO, IT WOULD STAND TO REASON THAT OUR BASIC ALLOTMENT WOULD BE A COMMENSURATE INCREASE IN THE FUTURE.

IT REQUIRES 40% OF INCREASED FUNDING TO BE SPENT ON NON-ADMINISTRATIVE COMPENSATION, AND 70% 75% OF THAT SPECIFICALLY ON TEACHER,

[02:35:04]

AND IT ALSO HAS CHANGES AND INCREASES TO SPECIAL EDUCATION FUNDING, WHICH IS $1.4 BILLION STATEWIDE.

AND I THINK WE WERE LOOKING FOR 2 BILLION. SO, IT'S A PRETTY GOOD HEALTHY INCREASE.

IT INCLUDES INTENSITY OF SERVICES BASED ON FUNDING, WHICH IS A BETTER WAY TO HAVE THOSE FUNDS ALLOCATED.

AND IT INCLUDES $1,000 EVALUATION ALLOTMENT. AND I THINK THAT WHETHER YOU ATTEND A PUBLIC SCHOOL OR A PRIVATE SCHOOL, THE PUBLIC SCHOOLS STILL HAVE TO DO THAT EVALUATION OF STUDENTS.

AND SO IT'S VERY HELPFUL THAT THEY'RE ADDING THAT $1,000 EDUCATION JUST EVALUATION, WASN'T IT IN THE PRESENTATION EARLIER? ISN'T IT. ABOUT 160,000 THAT WE SPEND. IS THAT WHAT I SAW FOR THOSE SERVICES, OR IS THAT JUST THE INCREASE.

THAT WAS JUST THE INCREASE OKAY. THAT'S WE PAY WE SPEND A LITTLE BIT MORE THAN THAT, A LOT MORE.

THAT WAS JUST THE INCREASE. I JUST WANT TO THROW OUT THAT NUMBER SO THAT WE CAN SAY, NO, IT'S A LOT MORE.

VERY GOOD POINT. AND THANK YOU. CHIME IN. IT INCREASES OUR BILINGUAL EDUCATION ALLOTMENTS, WHICH IS VERY HELPFUL. AND IT PROVIDES FOR FULL DAY FUNDING OF FULL DAY PRE-K PROGRAMS. SO THAT'S ASTOUNDING. THAT'S WHAT WE'VE BEEN ASKING FOR MANY LEGISLATIVE SESSIONS.

SO, I HAVE A QUESTION BECAUSE LEGISLATIVE SESSION TWO AGO, WE WERE ALL EXCITED ABOUT A RESET IN PUBLIC FUNDING OR THERE WAS EXCITEMENT AROUND IT IN HOUSE BILL 3 IN 2019.

CORRECT, YES. AND IT LASTED TWO YEARS. DOES THE BULLET HERE THAT SAYS AND ADDS AN AUTOMATIC INCREASE BASED ON PROPERTY VALUE INCREASES ALLOW FOR THIS TO ALWAYS HAPPEN OR IS.

YES. AND I THINK WHAT WE'VE ASKED FOR IS INFLATION ADJUSTED, BUT THEY'VE KIND OF MET IN THE MIDDLE AND DONE THE PROPERTY VALUE INCREASE.

IT'S A LITTLE IT'S A LITTLE DIFFERENT. SO BOTTOM I THINK IF YOU DIG INTO THE LAW, WHAT IT'S ACTUALLY SAYING IS, YOU KNOW, WE'RE WHAT THEY SAY IS LEGISLATIVELY ANY KIND OF VALUE THAT ACTUALLY WOULD RESET THE 96 PERCENTILE OF THE GOLDEN PENNIES, ALL OF THAT MONEY THAT WOULD BE POURED INTO RESETTING THAT 96 PERCENTILE WOULD ACTUALLY GO TOWARD THE INCREASE IN THE BASIC ALLOTMENT.

SO, IT'S NOT JUST, OH, WE'RE GOING UP IN OVERALL VALUE.

SO, WE'RE GOING TO WE'RE GOING TO POUR IT BACK IN THE BASIC ALLOTMENT. IT'S A LOT SMALLER THAN THAT.

IT'S BASICALLY, YOU KNOW, VALUES TO GET, RE-GET EVERYBODY UP WHERE THERE ACTUALLY WOULD HAVE BEEN GETTING AN INCREASE IN THAT TO GET EVERYBODY WITHIN 96 PERCENTILE OF THE GOLDEN PENNIES. THAT'S THE ADDITIONAL MONIES THAT WE'RE TALKING ABOUT.

IT'S A LOT SMALLER SUBSET. SO IT'S SMALLER. BUT IT DOES GUARANTEE THAT IT WILL BE ADDED YEAR AFTER YEAR AFTER YEAR.

SO THAT CERTAINLY IN 2027, IF WE GO BACK AND DO ANY EDUCATION STUFF, WE DON'T THIS THIS IS NOT ANOTHER BATTLE WE HAVE TO GO AFTER.

WELL, IN MY OPINION, IT'S STILL GOING TO BE A BATTLE.

BUT THIS IS A STEP IN THE RIGHT DIRECTION. A BABY, A SMALL STEP, A SMALL STEP IN THE RIGHT DIRECTION.

BECAUSE IT'S THE FIRST TIME THAT WE'RE ACTUALLY LOOKING AT SOMETHING TIED TO INFLATION, BASICALLY.

AND THE WORD AUTOMATIC, WE HAVEN'T HAD THAT BEFORE UNTIL THEY REWRITE THE LAW.

WELL AND THIS IS NOT PASSED. I MEAN, THIS ISN'T THIS IS PASSED THE HOUSE.

IT IS NOW OVER AT THE SENATE FOR CONSIDERATION.

SO WE'RE NOT WE'RE NOT THIS IS NOT A DONE DEAL.

IT'S NOT A DONE DEAL. NOT 100%? NO. AND PROBABLY WILL CHANGE SOME.

YEAH. OKAY. SO THAT'S HOUSE BILL TWO AND SENATE BILL TWO.

60. THE HOUSE'S VERSION PROVIDES APPROXIMATELY 1.6 MILLION IN NEW SAFETY AND SECURITY.

AND YOU'LL SEE IN A MINUTE, WE'LL SEE THE SENATE'S VERSION.

IT INCREASES SAFETY AND SECURITY ALLOTMENT TO 37,000 PER CAMPUS AND $14 PER STUDENT.

NOW LET'S LOOK AT THE SENATE VERSION AND YOU'LL SEE THE DIFFERENCE.

AND I MIGHT HAVE TO FLIP BACK AND FORTH. OH. WHERE DID IT.

NO, IT'S IT'S IT'S THERE. IT'S THERE. IT'S JUST THE MIDDLE OF THE PAGE.

IT'S IN THE MIDDLE. OKAY. SO JUMP INTO THE MIDDLE WHERE IT SAYS THE SENATE VERSION OF HOUSE OR SENATE BILL TWO.

60. IT PROVIDES PLANO ABOUT 1.8 MILLION IN NEW SAFETY AND SECURITY MONEY.

NOTICE THE HOUSE VERSION ONE HAD 1.6 MILLION.

SO IT THE WAY IT DOES IT IS IT INCREASES THE SCHOOL SAFETY ALLOTMENT TO 30,000 PER CAMPUS AND $28 PER STUDENT.

SO THE HOUSE VERSION WAS 37,000 PER CAMPUS AND $14 PER STUDENT.

YOU SEE THE DIFFERENCE. AND SO I'M NOT SURE WHERE THEY'RE GOING TO LAND ON THIS.

WELL, THE GOOD NEWS IS IT'S PRETTY MUCH A DONE DEAL BECAUSE THEY'RE BOTH VERY, VERY SIMILAR BILLS.

[02:40:01]

IT PROVIDES $13 MILLION FOR RAISES FOR APPROXIMATELY 78% OF OUR TEACHERS.

AND SO I THINK WE WERE TALKING ABOUT THIS EARLIER FOR DISTRICT WITH MORE THAN 500,000 STUDENTS, IT PROVIDES $2,500 FOR EVERY CLASSROOM TEACHER WITH 3 OR 4 YEARS EXPERIENCE AND 5500 FOR EACH CLASSROOM TEACHER WITH FIVE OR MORE YEARS EXPERIENCE. SO THAT'S KIND OF GETTING CLOSER TO WHERE, MICHAEL, YOU WERE TALKING ABOUT STEPPING UP.

AND IT INCREASES FUNDING FOR THE TIA, THE TEACHER INCENTIVE ALLOTMENT.

AND I'LL POINT OUT WE HAVE SOME CAMPUSES THAT WE'RE WORKING WITH TIA RIGHT NOW.

ANYBODY WANT TO JUMP IN ON THAT ONE? OKAY. SO NOW WE'LL JUMP DOWN TO SENATE BILL 568.

AND IT CHANGES AND INCREASES SPECIAL ED FUNDING BY ABOUT 700 MILLION.

I CAN'T REMEMBER WHAT THE NUMBER WAS WE WERE LOOKING FOR THERE.

OH, I THOUGHT IT WAS THE 2 BILLION. I THOUGHT IT WAS THE 2 BILLION.

YEAH. SO THIS THIS WON'T COME VERY CLOSE. AND HERE IN PLANO, WE CURRENTLY HAVE OVER $40 MILLION FUNDING GAP BETWEEN WHAT WE SPEND AND WHAT OUR. YEAH. AND GROWING I THINK IT'S UP TO ABOUT $42 MILLION IS THAT GAP.

SO IT'S SO HE DOESN'T HAVE A NUMBER YET FOR WHAT, 568 WOULD DO FOR US, BUT WE'RE KEEPING AN EYEBALL ON IT.

YEAH, AND WE PROBABLY WON'T EVEN KNOW. SO IF THEY IF THEY CHANGE IT, IT'LL TAKE THEM PROBABLY A YEAR TO DO IMPLEMENTATION.

THIS IS A HUGELY BASICALLY A 180 DEGREE CHANGE IN HOW THEY'RE ACTUALLY OFFERING THIS.

IT'LL TAKE SOME TIME TO ACTUALLY IMPLEMENT. I WOULDN'T SEE THIS CHANGING FOR 2526, BUT FOR 2627 IS THIS THE INTENSITY OF SERVICES? IT IS. OKAY. YEAH. AND THAT'S A MUCH BETTER WAY TO DO IT.

IT IS AN ALL NEW SALARY SCALE. YEAH. OKAY. SENATE BILL TWO.

AND SO THIS ONE IS PROBABLY A DONE DEAL BECAUSE THE SENATE HAS ALREADY CONCURRED WITH THE HOUSE'S AMENDMENTS.

THEY WANT TO GET THIS TO THE GOVERNOR'S DESK ASAP.

THIS IS THE PROVISION FOR ESAS OR EDUCATION SAVINGS ACCOUNTS.

FOR AND AND THE EDUCATION SAVINGS ACCOUNT WILL BE 85% OF THE ESTIMATED STATEWIDE AVERAGE FOR LOCAL FUNDING PER STUDENT IN THE ADA. AVERAGE DAILY ATTENDANCE. THE MOST RECENT FOR THE MOST RECENT SCHOOL YEAR, WITH UP TO 30,000 FOR STUDENTS WHO HAVE SPECIAL EDUCATION SERVICES. AND THEN IT REQUIRES PRIVATE SCHOOLS TO BE IN OPERATION FOR TWO YEARS BEFORE RECEIVING MONEY FROM THE ESA.

PROVIDES 2000 FOR HOMESCHOOLING. LIMITS THE AMOUNT OF FUNDING UNDER THE PROGRAM THAT COULD GO TO STUDENTS CURRENTLY NOT ENROLLED IN PUBLIC SCHOOLS TO 20% OF THE PROGRAM.

I HOPE WE HOLD IT TO THAT, AND PROVIDES AN ALLOTMENT TO SCHOOL DISTRICTS, TO WHICH STUDENTS RETURN FROM THE PROGRAM AND REQUIRE STUDENTS TO TAKE EITHER STATE REQUIRED ASSESSMENT OR A NATIONALLY NORMED REFERENCED EXAM FOR THOSE AND FOR THOSE RESULTS TO BE REPORTED.

I THINK THAT A LOT OF THE TESTIMONY, THOSE LAST TWO BULLETS, THE IT'S THE TESTIMONY REALLY GOT THOSE CHANGES IN THERE.

SO ANYONE WANT TO CHIME IN? I DO. I HAD A CONVERSATION WITH SOMEONE AND DOCTOR GOBER.

MAYBE THIS IS DIRECTED FOR YOU. SO I'M GIVING YOU A HEADS UP. THE PROVIDES $2,000 FOR HOME SCHOOLING.

THERE WAS A CONCERN ON HOW THAT WAS GOING TO BE MONITORED, AND WONDERING IF WE WOULD HAVE FAMILIES IN THE STATE THAT SAW AN OPPORTUNITY TO GARNER SOME INCOME. THEY HAVE 3 OR 4 CHILDREN.

2000 PER CHILD. NOW THEY'RE GETTING $6,000. AND SO THEY'RE GOING TO QUOTE HOMESCHOOL.

SO THEY HAVE A LITTLE EXTRA MONEY AND TAKE THEIR SCHOOL.

IS THERE ANY LEGITIMACY TO THAT POSSIBILITY IN YOUR MIND OR IS THIS, YOU KNOW, IT'S JUST A CONCERN I'VE HEARD.

I DON'T KNOW IF I CAN ANSWER THAT. I CAN TELL YOU, AS NANCY WAS READING THIS, I WAS THINKING THAT.

BUT THEN MY SECOND THOUGHT, THOUGH, WAS, I DON'T KNOW WHEN THAT WOULD BE PAID TO THE FAMILIES AT THE BEGINNING OF THE YEAR, AT THE END OF THE YEAR, BECAUSE THAT WOULD MAKE A BIG DIFFERENCE. I'VE BEEN TOLD THAT THE WAY IT'S SUPPOSED TO WORK, AND YOU KNOW WHY? THEY'RE ALREADY SETTING UP CONTRACTORS TO PRODUCE SYSTEMS BY WHICH THESE VOUCHERS CAN BE REQUESTED. IS THAT THAT THEY WERE IT'S MORE LIKE THEY WOULD SUBMIT INVOICES TO BE PAID FOR MATERIALS OR WHATEVER TO ANOTHER VENDOR OR WHATEVER.

[02:45:01]

THEY WOULD HAVE TO SEND SEND IN A, YOU KNOW, AN ACTUAL INVOICE TO BE PAID, NOT.

AND THE SAME WAY WOULD BE IF IT WAS FOR A SCHOOL, THEY WOULD HAVE TO BE PAYING THE THE MONEY TO THE PRIVATE SCHOOL.

SO IT NEVER ACTUALLY TOUCHES THE FINGERS OF ANY OF THESE FAMILIES.

IT WOULD HAVE TO BE PROCESSED, YOU KNOW, VIA AN INVOICE SYSTEM.

THE COMPTROLLER'S OFFICE WILL BE HIRING. IS IT 38 NEW STAFF? SO 38 NEW STAFF AT THE COMPTROLLER'S OFFICE WILL BE HIRED JUST TO PROCESS WORKING WITH VENDORS, MANAGE THE CONTRACTS, ETC., FOR THE WHOLE PROGRAM.

YEAH, I'D BE REALLY FASCINATING TO KNOW THE PRICE TAG FOR ALL OF THE IMPLEMENTATION OF THIS.

IT'D BE FASCINATING. $11 MILLION PLAN JUST RIGHT NOW.

YEAH. I DON'T KNOW WHAT THE FINAL, YOU KNOW, WOULD BE.

YEAH. SO I THINK IT'S REALLY INTERESTING BECAUSE THE TOTAL HOUSE BILL FOR PUBLIC SCHOOL FUNDING WAS LIKE 7.7 MILLION FOR 5.5 MILLION CHILDREN IN TEXAS PUBLIC SCHOOLS.

AND FOR SB TWO, YOU'RE TALKING ABOUT 1 BILLION FOR AN ESTIMATED ABOUT 80,000 STUDENTS.

AND SO LIKE THE PROPORTIONS THERE ARE NOT WHAT I WOULD CALL OUT OF WHACK FOR.

I DO THINK, THOUGH, THAT THERE IS SOME POSITIVE MOVEMENT FOR ADVOCACY HERE, AND I KNOW A LOT OF OUR COMMUNITY MEMBERS AND A LOT OF OUR PTA GROUPS AND A LOT OF PEOPLE ARE GOING TO BE VERY UPSET ABOUT THIS, YOU KNOW, ENSURING THAT THESE SCHOOLS ARE OPERATING TWO YEARS BEFORE RECEIVING MONEY.

LIKE THAT'S A WIN TO CUT DOWN ON ANY PREDATORY PEOPLE TRYING TO SET UP A SCHOOL.

RIGHT? THAT THAT IS SOME PROTECTION YOU KNOW, PROVIDING ALLOTMENT TO SCHOOL DISTRICTS WHICH STUDENTS RETURN FROM THE PROGRAM.

THIS WAS SOMETHING WE DISCUSSED DIRECTLY WITH REPRESENTATIVES SHAHEEN AND BUCKLEY WHEN THEY WERE HERE.

AND WE HAD THIS MEETING WITH US IN FRISCO AND SALINA AND, AND SOME OF OUR OTHER DISTRICTS AND REPRESENTATIVES? SHAHEEN'S DISTRICT. AND WHAT I'M STILL A LITTLE BIT UNCLEAR ABOUT.

AND MAYBE I NEED TO GO BACK AND READ THE THE BILL LANGUAGES.

IS THERE A CLAWBACK PROVISION. SO IF IF YOU PAY THE $10,000 PER YEAR OR $5,000 PER SEMESTER, AND THEN KID GETS KICKED OUT OF A PRIVATE SCHOOL OR FAMILY DECIDES IT'S NOT THE RIGHT FIT FOR THE PRIVATE SCHOOL.

TWO WEEKS INTO THE SEMESTER, IS THERE A CLAWBACK PROVISION OR IS THAT MONEY JUST LOST? AND THEN THE STATE IS ALSO GOING TO GO BACK AND PAY THE LOCAL ISD WHEN THE STUDENT RETURNS? THAT I'M I'M A LITTLE BIT UNCLEAR HOW THAT IS GOING TO WORK.

AND THEN MY HOPE IN THIS, THE TESTING REQUIREMENT IS THAT IF STUDENTS ARE RECEIVING TAX MONEY, ARE ALLOWED TO EITHER TAKE THE STATE REQUIRED ASSESSMENT OR A NATIONALLY NORM REFERENCED EXAM, THAT WE'RE GOING TO HAVE AN EVEN PLAYING FIELD HERE.

AND OUR PUBLIC SCHOOL ISDS CAN CHOOSE WHAT TESTS ARE RIGHT FOR THEM, AND CHOOSE A NATIONALLY NORMED ASSESSMENT OR A STATE REQUIRED ASSESSMENT.

AND I WILL JUST I WILL JUST SAY, YOU KNOW, PART OF THE REASON WE DO, MAPP AND PART OF THE REASON I REALLY BELIEVE IN US DOING MAPP IS NOT ONLY SEEING THE GROWTH AND WHICH TEACHERS ARE REALLY IMPACTING KIDS BEGINNING OF YEAR, MIDDLE OF THE YEAR.

BUT IF SOMEONE IF YOU WAIT TO TEST KIDS UNTIL THIRD GRADE AND THEY ARE BEHIND IN THIRD GRADE, YOU HAVE MISSED SUCH A WINDOW OF OPPORTUNITY TO CATCH THOSE KIDS UP.

WHICH IS WHY I DEEPLY APPRECIATE THE SUPERINTENDENTS FOCUS ON EARLY NUMERACY AND EARLY LITERACY, AND WHY PART OF THE REASON WHY I BELIEVE STAR IS JUST NOT SUFFICIENT AND IS NOT THE RIGHT FIT FOR OUR STUDENTS, BECAUSE IT DOESN'T EVEN START UNTIL THIRD GRADE.

AND AND SO I'M I'M INTERESTED TO SEE THE CONVERSATION DEVELOP AROUND TESTING NOW THAT THIS HAS MADE IT INTO SB TWO BECAUSE I DID NOT THINK THE SENATE WOULD AGREE TO THIS, TO BE QUITE HONEST.

THEY JUST THEY JUST WANT TO GET IT IN THE GOVERNOR'S DESK.

I AGREE WITH YOU AND I, BUT I, I WAS SURPRISED TO SEE THE SENATE AGREE TO THIS TESTING REQUIREMENT.

SO I'M INTERESTED TO SEE HOW THE TESTING DISCUSSION FLOWS TO US.

YOU KNOW, ON THE BACK END OF THIS. WELL, I THINK THAT THEIR ANTICIPATION IS TO REVISE THE STAR TO BE A THREE YEAR TEST, WHICH IS LIKE BEGINNING, MIDDLE AND END OF YEAR.

AND I'M THINKING, WHY DO THEY NEED TO RECREATE ANOTHER TEST THAT A VENDOR THEY'RE GOING TO PAY TO CREATE WHEN WE ALREADY HAVE THE MAP TEST THAT'S NATIONALLY NORMED, AND IT IT GIVES THE TEACHERS THE INFORMATION THEY NEED OF WHERE THE SKILLS GAP IS FOR EVERY CHILD.

[02:50:03]

I THINK THE SECOND TO THE BOTTOM BULLET PROVIDES AN ALLOTMENT TO SCHOOL DISTRICTS TO WHICH STUDENTS RETURN FROM THE PROGRAM.

I'D LIKE TO SEE HOW THAT COMES OUT TOO, BUT I THINK THAT THAT'S PROBABLY THE CLAWBACK YOU WERE TALKING ABOUT.

TO BE CLEAR, I DON'T KNOW IF THERE IS OR ISN'T A CLAWBACK.

I, I NEED I WOULD BE INTERESTED TO KNOW. I THINK IT'S PART OF THAT.

YEAH. I THINK ANOTHER WHOLE PIECE THAT'S MISSING FROM THIS DISCUSSION IS TRANSPARENCY, BECAUSE WE JUST SPENT PART OF OUR MEETING THIS EVENING GOING OVER OUR DEPARTMENT BUDGETS AND OVER OUR COMPENSATION PLANS. NONE OF THAT WILL EVER BE NOTICED, NOTICEABLE OR OUT IN THE OPEN OR ON WEBSITES FOR PARENTS TO SEE. AND SO IF I, YOU KNOW, I, I KNOW THAT A LOT OF THIS IS JUSTIFIED BY THE NEED FOR PARENTS RIGHTS.

AND I HOPE THAT THOSE WHO ARE LISTENING, WHO ARE WHO ARE EXCITED ABOUT THIS PROGRAM, WHO WANT TO TAKE ADVANTAGE OF IT, PRESS AND THOSE WHO ARE NOT EXCITED ABOUT IT, PRESS FOR TRANSPARENCY SO THAT IT IS A LEVEL PLAYING FIELD, BECAUSE YOU CAN GO TO OUR WEBSITE AND YOU CAN SEE OUR BUDGET AND YOU CAN SEE OUR SUPERINTENDENTS CONTRACT AND WE HAVE IT ALL OUT IN THE OPEN.

BUT YOU AREN'T GOING TO GET THAT IF YOU'RE GETTING TAXPAYER DOLLARS AND SENDING YOUR KID TO A PRIVATE SCHOOL. I DO WANT TO SAY ONE THING.

I THINK IT'S IMPORTANT. SO, DANNY, HE'S ACTUALLY MONITORING THE THE MEETING.

SO HE'S TEXTING HERE. HE CAN'T HE'S HE'S EXCITED ABOUT THIS.

BUT ONE THING TO YOUR POINT IS, HE SAID OUT OF THE $1 BILLION, 8% OF THAT'S GOING TOWARD ADMIN COST.

SO IF YOU TALK ABOUT TRANSPARENCY AND LOOK AT OURS, IF YOU REMEMBER WHAT OUR BUDGET IS, WHAT WAS IT 2.2 OR 2.3% OF OUR BUDGET IS FOR ADMIN COSTS. SO I JUST I JUST WANT TO THROW THAT OUT THERE.

THANK YOU DANNY. AND IT'S A COUPLE OF THINGS FOR ME JUST REAL QUICK IS WE HAVE SOME REALLY ELITE, VERY HIGH QUALITY PRIVATE SCHOOLS IN OUR COMMUNITY.

I DON'T SEE THAT THEY'RE GOING TO BE MUCH OF A HELP HELP IN THIS BECAUSE OF THE HIGH DOLLAR THAT I MEAN THAT THEY HAVE THERE.

THE INTERESTING THING IS, THOUGH, THE SCHOOLS THAT ARE NOT THE TOP DOLLAR PRIVATE SCHOOLS TO OUR EARLIER CONVERSATION DO NOT COMPENSATE THEIR TEACHERS AT THE LEVEL THAT WE ARE ABLE TO COMPENSATE. AND SO AND AND DON'T REQUIRE CERTIFICATION, DON'T HAVE THE SAME DO NOT HAVE THE SAME CRITERIA.

DON'T HAVE THE SAME TRAININGS, DON'T HAVE THE SAME RIGOR IN TERMS OF OF HAVING THAT.

I THINK THAT'S A REALLY IMPORTANT. I MEAN, PEOPLE NEED TO BE VERY AWARE OF THAT.

AND THEN THE OTHER PIECE WOULD BE I IN MY UNICORN RAINBOWS AND SUNSHINE WORLD, REALLY HOPES THAT VERY FEW PEOPLE TAKE ADVANTAGE OF THIS.

I HOPE THAT IT'S THAT WE AS A STATE ARE KNOW THAT WE WANT TO BE SURE THAT WE'RE INVESTING TO LAWRENCE POINT.

EARLIER IN THE 5.5 MILLION PUBLIC SCHOOL TEACHERS, STUDENTS IN THIS STATE, AND NOT THE 350 400,000 STUDENTS THAT ARE IN PRIVATE SCHOOL.

THERESA DID YOU WANT TO ADD SOMETHING? OKAY. SORRY.

I WILL ALSO SAY, BECAUSE TARRAH BROUGHT UP THE BUDGET BEING PUBLIC.

YOU KNOW, NANCY, READ OFF ALL OF OUR TRAINING HOURS.

AND WHILE ELECTIONS SEEM LIKE A MASSIVE BEAT DOWN WHEN YOU'RE IN THE MIDDLE OF THEM IT WE ANSWER TO THE COMMUNITY EVERY FOUR YEARS, AND WE ARE ABSOLUTELY ACCOUNTABLE TO THE COMMUNITY EVERY FOUR YEARS THROUGH THROUGH ELECTIONS.

AND THAT IS NOT THE SAME FOR, FOR PRIVATE SCHOOLS.

AND SO TO YOUR POINT ABOUT TRANSPARENCY AND ACCOUNTABILITY, YOU KNOW, IT IT WE STAND BEFORE THE COMMUNITY EVERY FOUR YEARS. YEAH. EXACTLY.

WELL, AND WE HAVE A PUBLIC COMMENT OPPORTUNITY FOR, FOR PEOPLE TO COME TO. SO IT'S VERY PUBLIC AND IT'S RECORDED AND PEOPLE CAN SEE IT.

AND THAT KIND OF ACCOUNTABILITY, IF YOU WILL, FROM OUR PUBLIC IS NOT GOING TO BE WHAT THOSE PUBLIC DOLLARS GOING TO A PRIVATE SCHOOL, WE'RE NOT GOING TO BE ABLE TO SEE THAT. YEAH.

NO. AND SO I'M GLAD WE'VE GOT THOSE LAST TWO PROVISIONS BECAUSE IT WASN'T THERE ORIGINALLY THAT CAME THROUGH THE HOUSE VERSION.

BUT YOU GO TO THE PLANO ISD WEBSITE AND YOU'RE GOING TO SEE A FULL PAGE ON TRANSPARENCY.

LINKS US TO THE CHECK REGISTER. YOU CAN LOOK AT EVERY CHECK THAT THE DISTRICT WRITES, BUT YOU WON'T KNOW THAT IN A PRIVATE SCHOOL.

AND THEY'RE THEY'RE CONCERNED ABOUT WELL, WE WANT TO PROTECT OUR DONORS.

WELL, THEN DON'T TAKE THE PUBLIC FUNDS IF THAT'S WHAT YOU WANT TO DO.

ANYWAY, THERE'S A LOT TO TALK ABOUT, BUT LET'S MOVE ON.

YEAH. ALL RIGHT. SO THIS IS THE THE HOUSE BILL, 1939, THE EARLY PAYMENT CREDIT.

THIS IS THE BILL THAT DANNY STOCKTON IS WAS DOWN IN AUSTIN, AND HE TESTIFIED IN FAVOR OF THIS.

AND THIS WILL ACTUALLY IT PROVIDES A DISTRICT A 4% DISCOUNT ON THE RECAPTURE PAYMENT IF IT'S MADE IN A LUMP SUM.

[02:55:07]

SO IT'S RESTORING SOMETHING THAT WAS THERE PREVIOUSLY, AND IT WOULD PROVIDE PLANO ISD APPROXIMATELY $6 MILLION ON CURRENT RECAPTURE. AND OF COURSE, THIS 6 MILLION WOULD BE LOWER IF HOUSE BILL TWO BROUGHT UP THE, YOU KNOW, THE REVENUE. SO, YOU KNOW, OUR RECAPTURE WOULD GO DOWN BECAUSE OUR ENTITLEMENT GOES UP.

BUT BECAUSE WE EARN A LIMITED AMOUNT OF INTEREST ON THE TAX DOLLARS WE MUST PAY AND RECAPTURE IT SITS IN THE BANK FOR A LITTLE WHILE.

SO THE NET BENEFIT OF THIS BILL IS 3 TO $4 MILLION, BUT THAT'S 3 TO $4 MILLION THAT WE COULD PUT TO GOOD USE.

YEAH. JERI JUST SAID AND SHE SAID THAT WOULD ALMOST MAKE US WHOLE.

YEAH. IF BOTH HB TWO AND THAT PASS. WELL, AND I THINK GOING BACK TO THE PRIOR PRESENTATION, UNDERSTANDING HOW MUCH EACH OF THOSE INCREMENTAL STEP ADJUSTMENT COSTS, WHEN YOU GO BACK AND LOOK AT THE SLIDE THAT DOCTOR HINDLE PRESENTED VERSUS 3 OR 4 MILLION. IT ACTUALLY GIVES YOU A TANGIBLE THING TO SAY.

THIS IS THE IMPACT THAT WE COULD PUT THIS MONEY TO IN OUR DISTRICT BY BEING RESPONSIBLE AND, AND PAYING OUR RECAPTURE EARLY. VERY GOOD POINT.

I JUST WANT TO ADD THE COMMENT AT THIS POINT, MY FIRST YEAR ON THE BOARD, WE VOTED THE FIRST DEFICIT BUDGET THAT WE'D HAD IN A WHILE OF $7 MILLION, AND IT WAS REALLY HARD FOR ME TO STOMACH THAT THAT WAS GOING TO BE MY ROLE.

I WAS LIKE, OKAY, WELL, WE CAN'T DO THAT AGAIN.

AND THEN EVERY YEAR THEREAFTER, I THINK THE NEXT YEAR IT WAS TEN.

THE NEXT YEAR IT WAS 15. IT KEPT GOING UP IN INCREMENTS EVEN MORE.

SO IT REALLY WOULD BE REALLY NICE FOR US TO BE ABLE, IF IT BENEFITS US THAT MUCH.

SURELY IT'S ALSO BENEFITING OTHER SCHOOL DISTRICTS IN THE STATE, AND THAT WOULD BE CERTAINLY WOULD BE A NICER PLACE TO BE IN.

WELL, AND AND THIS IS CERTAINLY NOT AN EXCUSE, I THINK IT JUST SHOWS THE STATE OF WHERE WE'RE INADEQUATE WITH, WITH FUNDING AT THE STATE LEVEL. ONCE UPON A TIME, THERE WERE A FEW DISTRICTS THAT ADOPTED DEFICIT BUDGETS, AND NOW IT'S EVERYWHERE. THEN IT WAS DISTRICTS THAT WERE IN A RECAPTURE STATE.

AND BECAUSE OF THE WAY IN THE NATURE OF THE WAY RECAPTURE WORKS AND THE NUMBER OF RECAPTURE DISTRICTS CONTINUES AND HAS CONTINUED TO GROW.

AND THEN WE'RE ALSO SEEING NON I GUESS WHAT, WHAT ARE WHAT IS WHAT'S THE NEW CHAPTER JOHNNY.

IT'S. YEAH IT'S 49. NO THE NON 49. IT'S 48. OKAY.

WELL THE 48 ERS ARE WE I MEAN, THEY'RE ALSO IN THE SAME STATE TOO.

SO IT'S IT'S NOT A PLANO ISD. IT'S JUST A STATEWIDE OF WHAT WE'RE SEEING ACROSS THE BOARD.

WELL, WHEN YOU DON'T INCREASE THE BASIC ALLOTMENT FOR SIX YEARS, THAT'S WHAT YOU GET WHEN YOU'RE NOT INVESTING IN PUBLIC EDUCATION, WHICH WOULD GIVE US AN EDUCATED WORKFORCE FOR THE EIGHTH LARGEST ECONOMY IN THE WORLD.

I JUST HAVE TO SAY THAT. AND DON'T WE PAY OURS IN AUGUST.

SO WE WOULD BE WAY AHEAD OF THE FEBRUARY 15TH DEADLINE, RIGHT? WE PAY OURS IN AUGUST. YEAH. SO THE STATE GETS THAT EVEN EARLIER.

YEAH, YEAH. ALL RIGHT. WE'LL SEE WHERE THAT BILL MOVES.

OKAY. SO IF ANYONE IS STILL WATCHING WE HAVE THIS LEGISLATIVE TRACKING INSTRUMENT ON THE WEBSITE.

IF YOU GO TO. EDU FOR LEGISLATIVE AFFAIRS, YOU CAN LOOK AT ANY OF THE BILLS THAT WE'RE TRACKING BASED ON HIGH, MEDIUM AND LOW PRIORITY. AND IT'S A GREAT RESOURCE TO SEE WHERE THINGS ARE MOVING.

SO SUBCOMMITTEE MEMBERS, DO YOU HAVE ANYTHING ELSE TO ADD? JUST ONE THING THAT'S A LITTLE BIT UNRESOLVED WITH ME, WITH SAFETY AND SECURITY.

AND I WOULD I WOULD BE INTERESTED BECAUSE TO YOUR POINT, YOU KNOW, IT'S A STATE WIDE THING.

AND I THINK WE WANT TO MAKE SURE THAT WE ARE DOING WHAT'S IN THE BEST INTEREST FOR OUR STUDENTS.

BUT AT THE SAME TIME, WE'VE TALKED BEFORE ABOUT HOW ONE SIZE FITS ALL DOES NOT WORK FOR TEXAS BECAUSE WE ARE A LARGE DISTRICT WITH 47,000 STUDENTS AND 73 CAMPUSES RIGHT NOW, AND WE HAVE SOME LEVERS THAT WE CAN PULL TO DRIVE EFFICIENCIES.

IF YOU'RE A SMALL DISTRICT AND YOU HAVE ONE ELEMENTARY SCHOOL, ONE MIDDLE SCHOOL, ONE HIGH SCHOOL, YOU KNOW, THE THE LARGER, YOU KNOW, PER CAMPUS AMOUNT AND SMALLER PER STUDENT AMOUNT, SAFETY SECURITY FUNDING MAY BE MORE BENEFICIAL.

WHEREAS FOR US, BECAUSE WE HAVE SO MANY STUDENTS, WE MAY HAVE IT MORE BENEFICIAL, OR IT MAY BE MORE BENEFICIAL TO US TO HAVE THE LARGER PER

[03:00:02]

YEAH. I MEAN, UNFORTUNATELY, IF YOU'VE GOT FEW CAMPUSES, YOU ONLY HAVE FEW STUDENTS TO SO THERE'S THERE IS A CORRELATION THERE OBVIOUSLY.

SO FOR US WITH, YOU KNOW, WE'RE I THINK THE 17TH LARGEST DISTRICT IN THE STATE.

SO FOR US OBVIOUSLY IT'S THE NUMBER OF KIDS. BUT IT'S, THERE IS A LOT OF CORRELATION BECAUSE NORMALLY THE NUMBER OF CAMPUSES GOES WITH THE NUMBER OF NUMBER OF STUDENTS. SO, YEAH, MAYBE WHEN THEY GET INTO CONFERENCE THEY'LL FIGURE THAT MATRIX OUT BECAUSE IT DEFINITELY IS A MATRIX.

WELL, I LAMENT THAT YOU EVEN HAVE TO ASK THAT QUESTION BECAUSE IF THEY WERE DOING THIS THE WAY IT WAS ORIGINALLY INTENDED, YOU RAISE THE BASIC ALLOTMENT AND YOU LET DISTRICTS FIGURE OUT HOW TO SPEND THE MONEY IN THE WISEST WAY FOR THEIR DISTRICT NEEDS.

BUT THAT'S THEY HAVE AN ELECTED BOARD. BUT THAT'S NOT THE WAY THIS WORKS AT THE STATEWIDE LEVEL.

I DON'T KNOW WHY THEY KEEP COMING UP WITH THEIR, WE'RE GOING TO HAVE THIS ALLOTMENT, THIS ALLOTMENT, THIS ALLOTMENT, WHEN THEY HAVE THE ONE THEY WANT TO WIN. AND IT'S JUST SO FRUSTRATING.

AND WHAT FRUSTRATES ME TOO IS I FEEL LIKE SOMETIMES IT PITS US AGAINST EACH OTHER.

RIGHT? LIKE, I FEEL LIKE IT DRIVES MISUNDERSTANDING AND PITS US AS THE 17TH LARGEST DISTRICT IN THE STATE AGAINST SOME OF OUR, YOU KNOW, COLLEAGUE DISTRICTS THROUGHOUT THE STATE THAT WE WANT TO ADVOCATE FOR SOMETHING BECAUSE IT'S VERY, VERY ADVANTAGEOUS FOR US, BUT IT ENDS UP BEING, YOU KNOW, PUNITIVE FOR OTHER DISTRICTS IN THE STATE.

AND AND TO YOUR POINT ABOUT INCREASING THE BASIC ALLOTMENT AND THEN ALLOWING THE LOCAL COMMUNITY TO CHOOSE THEIR BOARD AND THEN CHOOSE HOW THAT BASIC LAW OF MONEY IS USED IS A REALLY, REALLY VALID POINT. AND THE DIFFERENCE IN THE SAFETY AND SECURITY BILLS, I FEEL LIKE, IS A PERFECT EXAMPLE AS TO WHY. WELL, BECAUSE WE'RE CALLED INDEPENDENT SCHOOL DISTRICTS.

AND THAT INDEPENDENT PIECE SEEMS TO BE CHALLENGED.

YEAH. WELL, WHEN THEY DID HOUSE BILL 3 IN 2019, THE LEVER WAS GOING TO BE THE BASIC ALLOTMENT.

AND TO YOUR POINT, AND THEY'VE ABANDONED THAT OVER THE LAST 5 OR 6 YEARS BECAUSE I THINK YOU, YOU HIT IT THAT THEY ALL WANT THEIR SPECIFIC LITTLE PET.

SO, IT'S NOT HELPFUL. ALL RIGHT. GOOD DISCUSSION.

YES. I'M JUST GOING TO ADD ONE LAST THING. THAT LAST SLIDE, THAT WAS PLANO ISD.

EDU SLASH LEGISLATIVE AFFAIRS. YES. FOR ANY OF ANYBODY WHO'S LISTENING FOR PART OF THE TIME OR IS EVEN STILL LISTENING RIGHT NOW, AND YOU'VE HEARD US DISCUSS THESE BILLS AND THE PROS AND THE CONS, YOU CAN GO TO THAT SAME PLACE, AND YOU CAN CLICK AND YOU CAN FIND THE PHONE NUMBER OR THE ADDRESS OR THE EMAIL OF YOUR STATE LEGISLATORS.

AND THE BEST THING YOU CAN DO IS TO CONTACT THEM AND LET THEM KNOW HOW YOU FEEL ABOUT THESE BILLS.

YEAH. BECAUSE THEY'RE STILL IN THE PROCESS RIGHT NOW.

THAT'S RIGHT. ALL RIGHT. WE'LL MOVE TO ITEM SEVEN, WHICH IS ADJOURNMENT.

IF THERE'S NO FURTHER BUSINESS NOR ANY OBJECTIONS FROM THE BOARD, THIS MEETING IS ADJOURNED AND THE TIME IS 10:29 P.M.

ON TUESDAY, APRIL 22ND, 2025.

* This transcript was compiled from uncorrected Closed Captioning.