[00:00:01] >> GOOD EVENING, EVERYONE. [I. Call to Order] I CALL THIS MEETING TO ORDER. LET THE RECORD SHOW THAT A QUORUM IS PRESENT AND THAT NOTICE OF THIS MEETING HAS BEEN POSTED IN ACCORDANCE WITH TEXAS [INAUDIBLE] ACT. THE TIME IS 6:35 PM. LET US STAND FOR THE PLEDGE OF ALLEGIANCE. WE WILL GO AHEAD AND GET STARTED WITH PUBLIC COMMENT. [III. Public Comment] BEFORE I CALL UP THE FIRST INDIVIDUAL. JUST A HEADS UP AND A REMINDER FOR THOSE OF YOU WHO HAVE NOT SPOKEN BEFORE THAT YOU WILL EACH GET 3 MINUTES TO SHARE YOUR COMMENTS AT THE 1 MINUTE MARK WHEN YOU HAVE 1 MINUTE LEFT, YOU WILL BE REMINDED THAT YOU ONLY HAVE THAT 1 MINUTE TO GO. THIS DOES NOT MEAN THAT YOU NEED TO STOP TALKING. THIS IS SIMPLY A REMINDER. WE'RE GOING TO GO IN THE ORDER OF THOSE WHO APPEARED AND FILLED OUT YOUR CARDS. WE WILL START WITH MISS MARY BRETT COVINGTON. >> GOOD EVENING, MADAM PRESIDENT, MEMBERS OF THE BOARD, SUPERINTENDENT HARRIS. THANK YOU FOR THE OPPORTUNITY TO SPEAK. THESE LADIES ARE HANDING OUT A RESEARCH ARTICLE THAT I PULLED FROM THE US DEPARTMENT OF EDUCATION THIS AFTERNOON. I DID A QUICK SURVEY OF RESEARCH ON THEIR SITE REGARDING THE BENEFITS TO THE EDUCATIONAL SYSTEM OF HAVING EXPERIENCED TEACHERS. I RISE TODAY IN SUPPORT OF THE PAY RAISES THAT THE UNION SUPPORTS, BUT MOST SPECIFICALLY TO SPEAK ON THE IMPORTANCE OF COMPENSATING OUR MOST EXPERIENCED TEACHERS BETTER. I REALIZED THAT THIS PROPOSAL TONIGHT IS ONLY A ONE TIME STIPEND, AND IN MY OPINION, IT DOESN'T GO NEARLY FAR ENOUGH TO ADDRESS THE INIQUITY IN THE PAY SCALE. WHEN YOU LOOK AT 27-YEAR PAY SCALE FROM FIRST YEAR TO 27 YEARS, THERE'S ONLY A $12,000 DIFFERENCE. THAT IS AN EXTREMELY FLAT PAY SCALE. I BELIEVE THAT HAS BEEN CREATED IN PART BY THE MIDPOINT RAISE CALCULATIONS. FOR INSTANCE, THIS 3% RAISE, IF YOU BASE THAT ON THE MIDPOINT OF 60,000, THAT WOULD BE $800. IF YOU CALCULATE THE RAISE I SHOULD GET AT THE FRONT END, THAT'S $360 MORE THAN 3% ACTUALLY WOULD BE BASED ON MY PAY SCALE. BUT ON THE BACK END, IT'S $360 LESS THAN WHAT A TRUE 3% WOULD BE FOR THE MOST EXPERIENCED TEACHERS. THAT MIDPOINT CALCULATION TAKES A PAY SCALE LIKE THIS AND OVER TIME FLATTENS IT. THAT'S HOW WE'VE GOTTEN TO WHERE WE ARE. I HAVE BEEN TOLD THAT THAT'S WHAT TASB RECOMMENDS, THAT THAT'S WHAT OTHER DISTRICTS DO, THAT THAT'S WHAT YOU ALL HAVE DONE, AND THAT I'M TILTING AT WINDMILLS TO EVEN BRING UP A SUGGESTION THAT YOU LOOK AT THAT. NEVERTHELESS, I BRING IT UP BECAUSE SYSTEMICALLY, THIS STIPEND, FOR EXPERIENCED TEACHERS OR RETENTION STIPEND IS A NICE GESTURE, BUT IT IS NOT SUFFICIENT TO ADDRESS THE REAL UNDERLYING ISSUE, AND THAT IS THIS. OUR MOST EXPERIENCED TEACHERS BRING FOUR THINGS. INCREASED EDUCATIONAL OUTCOMES, STUDENT PERFORMANCE FOR THEIR STUDENTS, INCREASED ATTENDANCE. THAT WOULD IMPROVE OUR BUDGET. INCREASED EDUCATIONAL OUTCOMES FOR THEIR INEXPERIENCED TEACHERS, AND GUESS WHAT? DOUBLE THE EDUCATIONAL PRODUCTIVITY GAINS FOR NEW TEACHERS LIKE ME. I WANT MORE EXPERIENCED TEACHERS AROUND ME, NOT LESS, BUT WE'VE GOT TO KEEP THEM AND YOU KEEP THEM IN PART BY SHOWING THAT YOU VALUE THEM. PAYING THEM BETTER. THANK YOU SO MUCH. >> THANK YOU. NEXT WE HAVE MR. BRETT COVINGTON. >> NO THAT WOULD ME. >> THAT'S YOUR CAR. GOT IT. NEXT, WE HAVE MISS JESSICA MARCUS. >> GOOD EVENING, MADAM PRESIDENT, BOARD MEMBERS AND SUPERINTENDENT HARRIS. [00:05:02] MY NAME IS JESSICA MARCUS AND I AM A TEACHER AT DE VALLEY HIGH SCHOOL. I AM AN ACTIVE MEMBER OF DVA. I STAND BEFORE YOU TO ADVOCATE FOR CHANGE THAT IS NOT JUST NECESSARY BUT IMPERATIVE. THE INCREASE OF THE MINIMUM PAY OF OUR EDUCATOR SUPPORT PROFESSIONALS FROM $16 TO $18 PER HOUR, ALONG WITH EQUITABLE CHANGES ACROSS THE PAY SCALE. FIVE YEARS AGO, DVA FOUGHT TO RAISE THE STARTING PAY TO $15 PER HOUR MINIMUM AND OUR BOARD APPROVED THIS AND SINCE THEN, YOU GUYS HAVE INCREASED THE PAY. THIS WAS A GREAT MOVE TO SHOW OUR ESPS THAT THEY ARE VALUED. HOWEVER, THAT WAS FIVE YEARS AGO, INFLATION HAS INCREASED AS WELL AS THE COST OF LIVING. TODAY, I AM ASKING YOU TO CONSIDER RAISING THE STARTING PAY TO $18 PER HOUR. WE KNOW THAT OUR SCHOOLS AND DISTRICTS CANNOT FUNCTION WITHOUT OUR ESPS. THESE EMPLOYEES ARE THE BACKBONE OF OUR DISTRICT, AND WE NEED TO MAKE SURE THAT THEY ARE COMPENSATED AND APPRECIATED IN DEL VALLEY ISD. BY RAISING THE MINIMUM PAY TO $18 PER HOUR. WE ARE NOT ONLY ACKNOWLEDGING THE VALUE OF THEIR LABOR, BUT ALSO ENSURING THAT THEY CAN LIVE WITH DIGNITY AND SECURITY. IT'S ABOUT CREATING A SYSTEM WHERE EDUCATORS ARE COMPENSATED FAIRLY FOR THEIR HARD WORK AND DEDICATION. WE DO NOT WANT TO LOSE OUR EDUCATIVE SUPPORT PROFESSIONALS TO OTHER DISTRICTS LIKE AISD AISD RECENTLY APPROVED, RAISING THEIR STARTING PAY FOR HOURLY EMPLOYEES TO $20 PER HOUR. THIS WAS A BOLD MOVE ON THEIR PART. I THINK IT WOULD BE BENEFICIAL FOR DVISD TO WORK TOWARDS THE SCHOOL AND START WITH $18 PER HOUR THIS YEAR, AND MAYBE NEXT YEAR, Y'ALL CAN APPROVE $20 PER HOUR STARTING FOR OUR ESPS. DVSD HAS BEEN KNOWN FOR BEING VERY COMPETITIVE WITH PAY THE LAST FEW YEARS. LET US CONTINUE TO STRIVE FOR COMPETITIVE PAY TO KEEP OUR HIGHLY QUALIFIED EDUCATOR SUPPORT PROFESSIONALS IN THE DISTRICT AND SHOW THEM THAT YOU ARE RECOGNIZING THEIR INVALUABLE [INAUDIBLE] AND DEDICATION TO OUR DISTRICT. WE HAVE SEVERAL ESPS WHO HAVE BEEN HERE FOR MANY YEARS AND THEY DESERVE THIS RAISE. THANK YOU FOR YOUR TIME. >> THANK YOU. NEXT WE HAVE, MR. GEORGE FLORES. >> GOOD EVENING. MADAM PRESIDENT, BOARD OF TRUSTEES AND SUPERINTENDENT HARRIS. MY NAME IS GEORGE FLORES, AND I'M THE PRESIDENT OF DEL VALLEY EDUCATION ASSOCIATION. FIRSTLY, I WOULD LIKE TO ACKNOWLEDGE THE DVA MEMBERS THAT CAME OUT THIS EVENING. THANK YOU. AT THE LAST BOARD BUDGET WORKSHOP ON MAY 11TH, MUCH DISCUSSION WAS GIVEN ON THE IMPORTANCE OF A BALANCED BUDGET. ON ITS FACE, THIS SEEMS REASONABLE AND RESPONSIBLE. BUT WHEN WE LOOK AT HISTORICAL DATA, WE SEE A TREND. HALF OF THE PAST SIX ANNUAL BUDGETS WERE DEFICIT BUDGETS, AND EACH YEAR, THE DISTRICT ENDED THE FINANCIAL YEAR WITH A CONSIDERABLE SURPLUSES. THE REALITY IS THAT THE DISTRICT HAS A LONGSTANDING PATTERN OF OVERESTIMATING EXPENDITURES AND UNDERESTIMATING REVENUES. THIS IS AN UNDERSTANDABLE BUDGETING PRACTICE, BUT UNFORTUNATELY, MASKS AVAILABLE OVER-ALLOCATED FUNDS THAT WILL BE AVAILABLE THROUGHOUT THE SCHOOL YEAR. WE CAN AND SHOULD BE BOLDER ON COMPENSATION FOR NEXT YEAR. IT IS DISAPPOINTING THAT THE EXPECTATION OF A 6% RAISE WILL NOT BE FULFILLED IS DEFINITELY A BLOW TO EMPLOYEE MORALE, BUT WE ACCEPT THAT THE PRIOR 6% COMMITMENT REPRESENTS A BRIDGE TOO FAR FOR BOARD MEMBERS. LET'S TALK ABOUT EMPLOYEE RETENTION. THE LAST AVAILABLE TAPR REPORT SHOWED THE DISTRICT LOSING THREE OUT OF EVERY 10 TEACHERS. SUCH A TURNOVER RATE IS NOT REALLY SUSTAINABLE. DV HAS PULLED ITS MEMBERS OVER THE WEEKEND, MEMBERS WHICH ACCOUNT FOR OVER A THIRD OF THE WORKFORCE IN THE DISTRICT. BASED ON CONSULTATION WITH OUR MEMBERSHIP, WE'RE CALLING FOR THE FOLLOWING TO BE IMPLEMENTED AS A COMPENSATION PACKAGE FOR NEXT YEAR. A 3% RAISE FOR ALL EMPLOYEES. WE SEEK A ONE-TIME NON-REOCCURRING RETENTION BONUS OF $1,000 FOR THOSE EMPLOYEES WITH MORE THAN FIVE YEARS OF SERVICE TO THE DISTRICT, AND 1,500 FOR THOSE WITH MORE THAN 10 YEARS OF SERVICE TO THE DISTRICT. THIS CAN BE FUNDED THROUGH A ONE-TIME WITHDRAWAL OF FUND BALANCE AND WILL NOT IMPACT THE BUDGET FOR NEXT YEAR. YET IT TRULY REWARDS THOSE WHO HAVE BEEN LOYAL TO DVISD. WE ALSO ASKED THAT THE MINIMUM WAGE IN THE DISTRICT BE RAISED AT $18 PER HOUR. LIVING WAGE IS A MORAL ISSUE AND MUST TRY TO STAY COMPETITIVE WITH AUSTIN. WHEN MANY OF OUR HOURLY EMPLOYEES LIVE IN AUSTIN ISD. WE BELIEVE OUR ASKS ARE REASONABLE AND AFFORDABLE. WE HUMBLY REQUEST THAT THE SCHOOL BOARD SUPPORT US IN PUSHING FOR THESE ASKS. THANK YOU. [00:10:05] >> THANK YOU. NEXT, WE HAVE MISS AMINA JOSANI. >> GOOD EVENING, BOARD MEMBERS AND MR. HARRIS. I TOLD THE TIME CORRECTLY TODAY. MY NAME IS AMINA DOSANI. I'M A COUNSELOR AT DEL VALLE HIGH SCHOOL. I WANT TO START OFF FIRST OF ALL BY EXPRESSING MY SINCERE GRATITUDE FOR YOU GUYS CLEARLY LISTENING TO US. REALLY MEANT A LOT TO WITNESS YOU GUYS TAKING THE TIME TO PUSH BACK THE BUDGET, THE COMPENSATION VOTE, BECAUSE IT SHOWS THAT YOU REALLY LISTENED TO US, AND FOR THAT I AM GRATEFUL. I'M HERE TO SPEAK ABOUT COMPENSATION PRIORITIES. I UNDERSTAND THAT THERE HAS TO BE GIVE AND TAKE. THERE HAVE TO BE COMPROMISES. I HAVE PREVIOUSLY SPOKEN TWICE BEFORE ABOUT STIPENDS FOR BILINGUAL COUNSELORS. WHILE I CAN ONLY SPEAK FOR MYSELF AND ANOTHER COUNSELOR I HAVE TALKED WITH ABOUT THIS, I PERSONALLY AM WILLING TO TABLE THE BILINGUAL STIPEND SO THAT WE CAN PRIORITIZE THE MAJOR EQUITY GAPS THAT WE HAVE INSTEAD. FIRST PRIORITY, I THINK WE SHOULD INCREASE THE MINIMUM WAGE FOR ALL HOURLY STAFF TO $18 AN HOUR FOR NOW, HOPEFULLY MORE IN THE FOLLOWING YEAR AS WELL. WE SHOULD ALSO REORGANIZE COMPENSATION FOR CDC STAFF TO PAY THEM APPROPRIATELY FOR THE AMOUNT OF WORK THEY DO, $16 PER HOUR IS COMPLETELY UNJUST AND UNLIVABLE, AND WE CAN AND SHOULD DO BETTER NOT ONLY FOR RECRUITMENT AND RETENTION, BUT BECAUSE IT IS THE RIGHT AND ETHICAL THING TO DO. CDC STAFF SHOULD ALSO BE PAID ACCORDING TO THE TYPE OF WORK THEY DO, AND THE TRAINING AND EDUCATION REQUIRED OF THEM. IF THEY ARE CREATING LESSON PLANS FOR CHILDREN THAT YOUNG AND EXPECTED TO GET ASSOCIATE DEGREES, THEY SHOULD BE PAID AS THE EDUCATOR PROFESSIONALS THEY ARE. MY MOM STUDIED EARLY CHILDHOOD EDUCATION. SHE HAS A MASTER'S DEGREE, AND I GREW UP OBSERVING FIRSTHAND THE NATURE AND THE DEVELOPMENTAL SIGNIFICANCE, HOW CRUCIAL IT IS [OVERLAPPING] THE RESPONSIBILITY OF WORKING WITH CHILDREN THAT YOUNG. I ALSO WANT TO SPEAK ABOUT EQUITABLE PAY FOR VETERAN TEACHERS. I SUPPORT THE DVEA STANCE TO HAVE A ONE-TIME RETENTION STIPEND FOR VETERAN TEACHERS. I THINK THAT'S A GOOD AND NECESSARY IMMEDIATE SOLUTION. HOWEVER WE TALK ABOUT SUSTAINABILITY A LOT WHEN WE TALK ABOUT BUDGETS. I WANT TO FLIP THAT AND THINK ABOUT FOR A VETERAN TEACHER AND THEIR COST OF LIVING. RAISES BASED ON THE MIDPOINT, THAT'S NOT SUSTAINABLE FOR THEM. IT'S NOT SUSTAINABLE FOR THEIR COST OF LIVING, AND WE SEE THE EFFECTS OF THOSE DECISIONS TO USE THE MIDPOINT FOR TEACHER RAISES WHEN WE SEE SO MUCH TURNOVER, AND WE SEE EXPERIENCED EDUCATORS LEAVING THE PROFESSION AND THE EFFECTS IT HAS ON NEWER EDUCATORS THAT WE ARE TRYING SO HARD TO ACCRUE IT. THE DOMINO EFFECT OF THIS IS WIDESPREAD. I BELIEVE FOR TEACHERS SPECIFICALLY WE SHOULD NOT USE THE MIDPOINT FOR A 3% RAISE, BUT RATHER WE SHOULD [OVERLAPPING] BASED ON THE SALARY FOR THAT STEP SCALE THEY ARE AT. THANK YOU. [APPLAUSE]. >> NEXT WE HAVE MS. KAYLIE IRVING. >> LADIES AND GENTLEMEN OF THE BOARD, MR. HARRIS, NICE TO SEE YOU AGAIN. MY NAME IS KAYLIE IRVING, AND I'M A BILINGUAL SPEECH-LANGUAGE PATHOLOGIST IN DEL VALLE. I'M HERE TONIGHT TO ADVOCATE FOR DISTRICT SPEECH-LANGUAGE PATHOLOGISTS, EDUCATIONAL DIAGNOSTICIANS, AND PSYCHOLOGISTS. HOWEVER BEFORE I GET TO THAT, I'D LIKE TO TAKE A MOMENT TO THANK YOU FOR THE TIME YOU'VE PUT INTO CONSIDERING THE EMPLOYEE COMPENSATION PLAN PROPOSALS. I APPRECIATE THAT YOU RECOGNIZE THAT MAKING THE DECISIONS ABOUT THIS EMPLOYEE PAY IS NOT SOMETHING THAT CAN BE RUSHED AND THAT YOU ARE MEETING AGAIN TO REVIEW PLANS AND HOPEFULLY MAKE A DECISION TONIGHT. AS MY COLLEAGUES AND I HAVE SHARED IN PAST PUBLIC COMMENT, OUR TEAMS ARE UNDERSTAFFED AND FINDING IT HARD TO RECRUIT [INAUDIBLE] TALENT. WE BELIEVE THAT AREA-LEADING COMPENSATION PACKAGES ARE NECESSARY TO FILL OUR OPEN POSITIONS TO KEEP THE EXPERIENCED PROFESSIONALS CURRENTLY ON OUR TEAMS. TO THAT END, TONIGHT WE ARE ASKING THAT YOU INCREASE OUR SPECIAL EDUCATION ASSESSMENT TEAM STIPENDS FROM $5,000-10,000. WE UNDERSTAND THE CONVERSATION ABOUT RECRUITMENT AND RETENTION FOR THE SPECIAL EDUCATION ASSESSMENT TEAM, MAY BE ONE THAT LAST PASSED THE VOTE TONIGHT, BUT WE LOOK FORWARD TO CONTINUING TO WORK WITH HR, SPECIAL EDUCATION LEADERSHIP, AND YOURSELVES IN ORDER TO RECRUIT AND RETAIN TOP TALENT [00:15:05] SO THAT WE DO NOT HAVE TO CONTINUE TO RELY ON CONTRACTORS TO MEET FEDERAL SPECIAL EDUCATION REQUIREMENTS. AS YOU CONSIDER THE BUDGET FOR THE '24-'25 SCHOOL YEAR TONIGHT, I ASK THAT YOU TAKE THE FOLLOWING INTO ACCOUNT. ALL EDUCATORS IN DEL VALLE DESERVE AT LEAST A THREE RAISE. OUR EDUCATIONAL SUPPORT PROFESSIONALS DESERVE A LIVING WAGE, AND TO PROVIDE THIS WE NEED TO INCREASE THE DISTRICT MINIMUM WAGE TO A MINIMUM OF $18 AN HOUR. OUR DISTRICT NEEDS TO DEMONSTRATE TO EXPERIENCED EDUCATORS THAT THEIR YEARS OF EXPERIENCE AND SERVICE TO THE DISTRICT AND COMMUNITY ARE VALUED BY OFFERING STIPENDS. THE SLPS, SCHOOL PSYCHOLOGISTS, AND DIAGNOSTICIANS ARE ON THE ADMINISTRATOR PAY SCALE, NOT THE TEACHER. SO ANY RAISE NEEDS TO BE APPROVED ACROSS THE BOARD. FINALLY, IN ORDER TO RECRUIT AND RETAIN TALENTED SLPS, LSSPS, AND DIAGNOSTICIANS, WE ASK THAT YOU DOUBLE THAT SPECIAL EDUCATION ASSESSMENT STIPEND FROM $5,000 TO $10,000. THIS WOULD INCREASE OUR COMPETITIVENESS AS WE ATTEMPT TO RECRUIT NEW TEAM MEMBERS AND RETAIN OUR CURRENT TEAM. THANK YOU FOR YOUR TIME, AND I LOOK FORWARD TO YOUR SUPPORT AS YOU MAKE BUDGET DECISIONS TONIGHT, AND AS WE CONTINUE TO WORK TOGETHER TO ENSURE THAT OUR SPECIAL EDUCATION ASSESSMENT TEAM AND SPEECH THERAPY TEAMS ARE FULLY STAFFED MOVING FORWARD. >> THANK YOU. [APPLAUSE] NEXT WE HAVE HETA ELIAS. >> HI. MY NAME IS HETA [INAUDIBLE] I AM A SIX-YEAR VETERAN OF DEL VALLE ISD, A 13-YEAR VETERAN TEACHER. I WORK AT BETTY ELEMENTARY, AND ALTHOUGH I THINK A 3% RAISE FOR ALL TEACHERS IS VERY IMPORTANT TO ME, ESPECIALLY WHEN WE WERE GOING TO THIS YEAR EXPECTING THE 6% THAT WE HAVE BEEN PROMISED. I'M HERE TO SPEAK FOR THE TWO AREAS THAT HAVE MOST AFFECTED THE EDUCATIONAL OUTCOMES FOR MY STUDENTS. I'M A READING INTERVENTIONIST, AND I ALSO SCHEDULE ALL OF OUR SST MEETINGS. EVEN THOUGH IT'S NOT ON OUR TVEA ASK, I WANTED TO SPEAK FOR THE SLPS AND THE LSSP, BECAUSE AT MY SCHOOL, WE HAVE TWO CONTRACT LSSPS, AND WE HAVE OUR SPEECH THERAPY IN ENGLISH, IS PROVIDED BY A CONTRACTOR WHO IS NOT QUALIFIED TO DO THE EVALUATIONS HERSELF. ALL OF MY MEETINGS I HAVE TO GO THROUGH DIFFERENT MIDDLEMEN, ESPECIALLY FOR OUR BILINGUAL SIDE. THE PARENTS HAVE TO MEET WITH A DIFFERENT PERSON TO START THE EVALUATION PROCESS, AND THEN A PERSON IS REVIEWING THE EVALUATION THAT DID NOT DO THE EVALUATION, AND THEN THEY MEET AGAIN, AND ARE MEETING WITH SOMEBODY DIFFERENT. THAT DOES NOT PROVIDE CONSISTENCY IN OUR SERVICES AND THE PERSON THAT THEY CAN ASK QUESTIONS TO. THE REASON THAT'S HAPPENING IS BECAUSE WE ARE NOT PAYING ENOUGH TO HAVE IN-HOUSE STAFF, AND THE CONTRACTORS HAVE NEGOTIATED CONTRACTS WHERE THEY DON'T HAVE TO ATTEND, THEY'RE JUST DOING THE EVALUATIONS. I WANTED TO SUPPORT THAT. THE OTHER THING IS THAT WHEN AUSTIN ISD IS PAYING $20 AN HOUR, AND $20.08 IS THE AUSTIN AREA MINIMUM WAGE RIGHT NOW, WE'RE PAYING $16 FOR OUR CLASSIFIED STAFF. >> ONE MINUTE. WE REALLY NEED TO RAISE THAT TO STAY COMPETITIVE. WE'VE HAD THREE TAS AT MY SCHOOL WHO HAVE RESIGNED TO BE SUBS, BECAUSE THEY'VE MADE MORE MONEY. TWO SUBS, AND THEN ONE WENT SOMEWHERE ELSE TO DO A SIMILAR JOB. THAT HAS AFFECTED OUR CONSISTENCY AND MADE AS TEACHERS HAVE TO FILL IN FOR THEM OCCASIONALLY WHEN THEY'RE OUT FOR LUNCH DUTIES AND STUFF LIKE THAT. THIS LACK OF EQUITY WITH OTHER DISTRICTS HAS REALLY AFFECTED HOW WE'RE ABLE TO COMPETE, AND WE'RE ALREADY SEEING HOW THAT'S AFFECTING US IN THE CLASSROOM. THANK YOU. [APPLAUSE] >> THANK YOU. NEXT WE HAVE MS. EDITH VALADEZ. >> GOOD EVENING, BOARD MEMBERS, MADAM PRESIDENT OF THE BOARD, SUPERINTENDENT MR. HARRIS. MY NAME IS CITE VALADEZ. I'M A FIRST GRADE DUAL LANGUAGE TEACHER AT CREEDMOOR ELEMENTARY. I HAVE BEEN SERVING FOR 34 YEARS, PROBABLY 11 YEARS IN THIS DISTRICT. [00:20:03] AND I WAS PLANNING ON RETIRING FROM THIS DISTRICT BECAUSE I TRULY LOVE MY COMMUNITY, I LOVE THE SCHOOL THAT I SERVE, I LOVE THE FAMILY THAT WE HAVE CREATED AT CREEDMOOR ELEMENTARY, BUT TODAY, I WANT TO SAY SOMETHING BEFORE I TALK ABOUT THE BUDGET. I REALLY WANT TO THANK ALL OF YOU FOR THE TIME THAT YOU SPENT SERVING OUR DISTRICT. I KNOW YOU SPEND LONG HOURS AND I REALLY APPRECIATE EVERYTHING THAT YOU-ALL DO. IT DOESN'T GO UNNOTICED. THE OTHER THING THAT I WANTED TO TALK ABOUT IS THAT TWO YEARS AGO WHEN THE BUDGET WAS APPROVED, YOU-ALL APPROVED THE BUDGET WITH OUR SUPERINTENDENT, AND YOU MADE A PROMISE THAT IT WAS GOING TO BE A THREE-YEAR BUDGET. A 6% PAY RAISE WAS PROMISED TO THE TEACHERS AND ALL DISTRICT EMPLOYEES. AND I'M VERY AFRAID THAT IF YOU DON'T FULFILL THAT PROMISE THAT YOU'RE GOING TO END UP LOSING A LOT OF EXPERIENCED TEACHERS. I'M AFRAID THAT THE TEACHER MORALE IS GOING TO BE VERY LOW. I MYSELF HAVE THOUGHTS. I'M THINKING ABOUT SHOULD I STAY HERE AND RETIRE FROM THIS DISTRICT, OR SHOULD I GO BACK TO THE DISTRICT THAT I CAME FROM AND RETIRE FROM THERE, WHERE THEY HAVE A GOOD PACKAGE FOR TEACHERS THAT PLAN TO RETIRE? SO MY MESSAGE TO YOU TONIGHT IS, PLEASE, THINK ABOUT IT, RECONSIDER A MINUTE THE BUDGET, AND PLEASE KEEP IN MIND THE COST OF LIVING, THE INFLATION, HOUSING. EVERYTHING IS SO EXPENSIVE AND IT'S REALLY HARD TO MAKE IT WITH ONLY A 3% PAY RAISE. THANK YOU SO MUCH FOR YOUR TIME. [APPLAUSE] >> THANK YOU. AND OUR LAST SPEAKER TONIGHT IS MS. CRISTELA ROCHA. >> I'LL SAY FOR IT EVERYBODY, YES, I'M STANDING. [LAUGHTER] THAT'S ALWAYS THE JOKE, AND I HEAR IT ALL THE TIME, BUT I WORE A REALLY BRIGHT JACKET SO Y'ALL COULD SEE ME. GIVE ME A SECOND. TIME ME WHEN I START, PLEASE. THANK YOU. GOOD EVENING, MADAM PRESIDENT, BOARD MEMBERS, SUPERINTENDENT, STAFF, AND COMMITTEE MEMBERS. I'M GOING TO READ FAST BECAUSE I WANT TO MAKE SURE I GET THROUGH ALL OF IT. MY NAME IS CRISTELA ROCHA. I'M A SEVENTH GRADE ELA [INAUDIBLE] MIDDLE SCHOOL. I'M ALSO THE LOCAL UNIT DEL VALLE PRESIDENT AND RECENTLY, NEWLY ELECTED ATP REGION 13 PRESIDENT. ATP STANDS FOR THE ASSOCIATION OF TEXAS PROFESSIONAL EDUCATORS AND NON-PROFIT ORGANIZATION FOR ALL TEXAS EDUCATORS AND STAFF. ATP HAS AND CONTINUES TO ADVOCATE FOR TEACHER PAY RAISES AT THE STATE AND LOCAL LEVEL. WE HAVE ADVOCATED, WE HAVE LOBBIED, AND BEFORE WE GOT THE LAST STATE TEACHER PAY RAISE AT THE STATE LEVEL. WE ALSO ADVOCATED AND CONTINUE TO ADVOCATE FOR THE SAME HERE IN DEL VALLE. REGARDLESS OF WHAT TEACHER ORGANIZATION YOU BE A PART OF, IN MY HEART, I KNOW AND I WOULD LIKE TO BELIEVE THAT WE ALL ARE HERE FOR THE SAME PURPOSE FOR THE SAME AGENDA. NOW, LET'S TALK ABOUT BRUNO. CAN EVERYBODY SAY BRUNO? 1,2,3. BRUNO. >> BRUNO. >> TRY AGAIN, 1,2,3. BRUNO. >> BRUNO. >> YES, WE'RE GOING TO TALK ABOUT BRUNO AND BRUNO'S PAY RAISES, JUST LIKE IN THE TIME BEFORE. OUR STATE GOVERNMENT HAS TAKEN TEACHER PAY RAISES HOSTAGE AND HAS BECOME AN END TO A MEANS SITUATION. I'M NOT GOING TO GO OVER ALL THE DATA YOU ALREADY HAVE HEARD AND ALL ARE AWARE OF ON MULTIPLE OCCASIONS. WE UNDERSTAND THAT EVERYONE NEEDS AN EQUITABLE PAY RAISE, SOME GROUPS MORE THAN OTHERS. WE APPRECIATE THAT YOU'RE SLOWING DOWN THE PROCESS TO GET THE INFORMATION THAT YOU NEED SO YOU CAN MAKE A RATIONAL, LOGICAL DECISION. I'M GOING TO ASK FOR TRANSPARENCY AND CLARIFICATION. MANY ARE THINKING THE SAME BUT DO NOT DARE ASK THE QUESTION, WHY IS IT THAT A 6% PAY RAISE WAS PRESENTED AS FEASIBLE ABOUT A MONTH AGO, BUT NOW IT IS NOT? WHAT HAS SHIFTED OR CHANGED? LET'S BE TRANSPARENT SO YOU CAN CONTINUE BUILDING TRUST WITH THE COMMUNITY AND DISTRICT YOU SERVE. I'M ASKING, PLEASE, DO NOT POLITICIZE PAY RAISES. LET'S SHOW ALL OF OUR DEL VALLE EMPLOYEES THEY ARE VALUED, ESPECIALLY THOSE WE DO NOT SEE, THAT WORK BEHIND THE SCENES. YOU KNOW WHO THEY ARE. OUR CUSTODIANS, I'M ONE OF THEM. LET'S STOP THE TURNOVER RATE OF OUR TEACHERS AND ALSO OUR BIGGEST SOURCES OF SUPPORT, OUR PRINCIPALS, OUR ASSISTANT PRINCIPALS, OUR COUNSELORS, OUR PSYCHOLOGISTS. ONE MINUTE. OUR BUS DRIVERS, OUR MECHANICS, OUR CT EMPLOYEES, OUR TAS. YOU GET THE POINT? EVERYBODY YOU DO NOT SEE BEHIND THE SCENES, AND EVERYONE ELSE THAT I HAVE NOT MENTIONED. HOLD ON. APPLE'S DOING SOMETHING WEIRD AND DOUBLING EVERYTHING. HAS YOU-ALL HAD THAT EXPERIENCE? GIVE ME A SECOND. IT IS NOT ALWAYS EASY TO DO THE RIGHT THING, [00:25:01] BUT IT SHOULD BE EASY TO DO WHAT IS JUST. I ASK YOU TO PUT YOURSELVES AND YOUR BUDGETS IN THE SHOES OF OUR HOURLY STAFF AND OUR TEACHERS. WOULD YOU BE ABLE TO SUSTAIN YOURSELF WITH THEIR PAY? LET'S DO WHAT'S JUST FOR EVERYONE. THANK YOU. [APPLAUSE] >> THANK YOU. >> AND I'M SORRY, MY TIME WASN'T OVER, BUT I WANTED TO SAY THANK YOU FOR HONORING EVA FOR NEXT WEEK BECAUSE I AM HER COUSIN AND WE HAVE HER SISTER AND BROTHER WORK IN THE DISTRICT. SO I WANT TO APPRECIATE THAT AND JUST ASK, ARE WE GOING TO FLY THE FLAGS THAT HAVE STAFF? THANK YOU. >> THANK YOU. [APPLAUSE] I APOLOGIZE. WE HAVE ONE MORE PUBLIC COMMENT. I FORGOT THE CARD OR IT GOT STUCK. I DON'T KNOW, BUT THE REALITY IS IT GOT MISSED. SO I'D LIKE TO CALL MS. MARISA DELAROSA. [APPLAUSE] >> I WAS GOING TO SAY IT'S FINE. GOOD EVENING, MR. HARRIS, MADAM PRESIDENT, MEMBERS OF THE BOARD. MY NAME IS MARISA DELAROSA. I AM A SOCIAL STUDIES TEACHER AT THE HIGH SCHOOL, AND I AM ALSO THE FOR VP FOR DVEA. LAST WEEK I SPOKE TO YOU ABOUT THE IMPORTANCE OF RETAINING TEACHERS AND HOW ONE WAY WE COULD DO THAT WOULD BE TO ENSURE THAT PAY FOR TEACHERS WITH MORE EXPERIENCE ARE NOT ONLY SEEING EQUITABLE RAISES AS THEIR COUNTERPARTS AT THE MIDPOINT AND BELOW, BUT ALSO ADJUSTING PAY TO BE COMPETITIVE WITH OTHER DISTRICTS WHO ARE ALREADY PAYING FOR THAT EXPERIENCE. WHILE I UNDERSTAND WE ARE MAKING SURE THAT WE DO NOT GO INTO THE RED, A POSSIBLE RETENTION STIPEND WOULD BE A START. WITH A HEALTHY FUND BALANCE, WE COULD SHOW OUR VETERAN TEACHERS THEY ARE VALUED WITH A ONE-TIME STIPEND, GIVING THE DISTRICT TIME TO START FIGURING OUT A WAY TO MOVE FROM A RECRUITMENT-BASED PLAN TO A RETENTION-BASED PLAN AND FINDING A FISCALLY RESPONSIBLE WAY FOR THOSE SALARY ADJUSTMENTS TO HAPPEN FOR THE FOLLOWING SCHOOL YEAR. THANK YOU. [APPLAUSE] >> THANK YOU. >> THANK YOU FOR MY PAUSE RIGHT THERE. WE'RE NOW GOING TO MOVE INTO THE DISCUSSION, [Items IV.A & V.A] EMPLOYEE PAY FOR THE 2024, 2025 SCHOOL YEAR. >> THANK YOU GOOD EVENING, BOARD MEMBERS, MR. HARRIS, LADIES AND GENTLEMEN OF THE PUBLIC. WE ARE HERE TO PRESENT OUR EMPLOYEE PAY INCREASE FOR THE UPCOMING SCHOOL YEAR. THANK YOU. ADMINISTRATION ENGAGED THE TEXAS ASSOCIATION OF SCHOOL BOARDS, BETTER KNOWN AS TASK B COMPENSATION SERVICES TO DESIGN A MARKET-BASED COMPENSATION PLAN. THE REPORT WAS COMPLETED APRIL 2024. TASK B IS THE LEADING PROVIDER OF COMPENSATION SERVICES TO TEXAS PUBLIC SCHOOL DISTRICT. THE PAY STUDY COMPARE THE DISTRICT'S PAY STRUCTURE AGAINST SELECTED DISTRICTS AND MULTIPLE THIRD PARTY SOURCES FROM THE AUSTIN METRO AREA. AND HERE IS A LIST OF THE OUR NEIGHBORING SCHOOL DISTRICTS, INCLUDING AUSTIN ISD, CISD, PFLUGERVILLE, [INAUDIBLE], SAN MARCOS, TO NAME A FEW. OTHER AUSTIN METRO AREA MARKET SOURCES INCLUDE THE ECONOMIC RESEARCH INSTITUTE AND COMP AND ANALYST. THE TEACHER MARKET COMPARISON FOR SALARIES AT DVISD ARE ABOVE MARKET AT ALL SURVEY POINTS IN THE RANGE. TEACHER PAY IS THE MOST COMPETITIVE AT ZERO YEARS OF EXPERIENCE LEADING THE PEER GROUP BY 2000. [00:30:02] YOU SEE THERE IN THE BLUE, IT IS THE LOCAL MARKET MEDIAN AND IN THE ORANGE IS DEL VALLE ISD SALARIES. AT THE BEGINNING SALARY, YOU SEE, THE MEDIAN IS AT 55,000 AND DEL VALLE IS AT 58,000. THAT'S A $3,000 DIFFERENCE. THE TEACHER MARKET COMPARISON, AND HERE IS THAT SAME INFORMATION, BUT IN A TABLE VIEW, YOU SEE THERE AT ZERO YEARS WE'RE AT 58,000 AND THE LOCAL MARKET MEDIAN IS AT 55,000, PUTTING THE DISTRICT AT 105% ABOVE THE MARKET. AT FIVE YEARS, IT'S AT 59,450. THE LOCAL MARKET MEDIAN IS 56621, PUTTING THE DISTRICT AGAIN AT 105% ABOVE THE MARKET. THE SAME HOLDS TRUE, THE PERCENT OF MARKET DIFFERENCE IS AN INCREASE BETWEEN 104 AND 105%. FOR THE CLERICAL PARAPROFESSIONAL PAY PLANS, ACROSS BENCHMARK CLERICAL AND TECHNICAL JOBS, THE DISTRICT IS PAYING 3% ABOVE THE MARKET ON AVERAGE. PAY RANGE MIDPOINTS ARE 1% ABOVE MARKET AND PAY RANGE MINIMUMS ARE EQUAL TO MARKET. ACROSS THE BENCHMARK, INSTRUCTIONAL SUPPORT JOBS, THE DISTRICT IS PAYING 14% ABOVE THE MARKET ON AVERAGE, AND A PAY RANGE MIDPOINTS ARE 20% ABOVE MARKET, AND PAY RANGE MINIMUMS ARE 13% ABOVE MARKET. YOU SEE THERE THE INFORMATION IN A TABLE FORMAT FOR THE EMPLOYEE PAY TO MARKET, FOR CLINICAL AND TECHNICAL 103, INSTRUCTIONAL 114 AND THE NUMBER OF BENCHMARKS, BENCHMARK MEETS THE NUMBER OF POSITIONS. FOR CLERICAL AND TECHNICAL, THERE WERE 20 POSITIONS THAT WERE REVIEWED AND FOR THE INSTRUCTIONAL SUPPORT, THERE ARE SIX POSITIONS. FOR THE AUXILIARY PAY PLAN ACROSS BENCHMARKS, AUCILIARY JOBS, THE DISTRICT IS PAYING 4% ABOVE MARKET ON AVERAGE. THE PAY RANGE MIDPOINTS ARE EQUAL TO MARKET AND PAY RANGE MINIMUMS ARE 1% BELOW MARKET. YOU SEE HERE, EMPLOYEE PAY AT 104% THE NUMBER OF BENCHMARKS. IT IS 21 JOB POSITIONS. FOR THE ADMINISTRATIVE PROFESSIONAL PAY PLAN, THE STUDY DETERMINED THE DISTRICT PAY FOR CENTRAL ADMINISTRATION POSITIONS IS 2% BELOW THE LOCAL MARKET AT 1% ABOVE THE STATE MARKET. THE STUDY ALSO DETERMINED THE CAMPUS ADMINISTRATION POSITIONS ARE 2% BELOW MARKET ON AVERAGE AND 1% BELOW MARKET FOR THE PROFESSIONAL POSITIONS. THEN YOU HAVE THERE THE BREAKDOWN ON THE TABLE WITH THE NUMBER OF BENCHMARKS AND THAT PROFESSIONAL HAS 28 DIFFERENT JOBS LISTED. THE STUDY ALSO PROVIDES FOUR RECOMMENDATIONS. THERE WERE FOUR RECOMMENDATIONS IN THE REPORT. THE FIRST RECOMMENDATION IS TO ADOPT THE PROPOSED PAY STRUCTURES AND ENSURE ALL EMPLOYEES ARE PAID AT LEAST AT THE PROPOSED PAY MINIMUM, AND THIS HELPS WITH STRONG STARTING SALARIES AND MIDPOINTS ARE ALIGNED WITH THE MARKET. RECOMMENDATION NUMBER 2 IS TO ADOPT A GENERAL PAY INCREASE TO MAINTAIN MARKET POSITION. THE MODEL PROVIDED DURING THE BUDGET WORKSHOP, WE ACTUALLY PROVIDED TWO DIFFERENT MODELS. IT WAS A 2% AND A 3% MODEL FOR JOB GROUPS. FOR TEACHER STRUCTURE, THE GPI OR THE GENERAL PAY INCREASE CALCULATED AS A PERCENT OF MARKET MEDIAN SALARY FOR A 3% THAT IS A 1,800 GENERAL PAY INCREASE, AND FOR OTHER PAY GROUPS, THE GENERAL PAY INCREASE CALCULATED AS A PERCENT OF THE EMPLOYEES PAY GRADE MIDPOINT. THIS IS A CALCULATION OF HOW WE CALCULATE THE PAY INCREASE BASED OF A ONE-PAY PLAN. IF YOU LOOK AT THE PAY GRADE 1, FOR THE 23/24, THE MIDPOINT IS 1895 FOR THE 2024/25, THE NEW MIDPOINT IS AT 1976. IF THIS IS A 239 DAY EMPLOYEE WORKING EIGHT HOURS, THAT WOULD BE A 1013 PAY. FROM LAST YEAR TO THIS YEAR, THERE IS ALSO WHEN WE TALK ABOUT THE STRUCTURE, THERE IS A PROPOSAL OF THE STRUCTURES, THEY ALSO MOVE UP. FOR EXAMPLE, THE STARTING PAY FOR THE AUXILIARY POSITION MOVING UP FROM 16 TO 1650, IT MOVES UP THE MIDPOINTS AS WELL, AND THE RAISE WILL BE ON THAT 1976. FOR RECOMMENDATION NUMBER 2, [00:35:04] YOU SEE THERE, AGAIN, THE FIRST TWO LINES, THE BLUE AND THE ORANGE IS WHAT WE HAD PREVIOUSLY PRESENTED, AND THEN THE GREEN WITH THE 3% PAY INCREASE, IT WOULD MOVE UP THE STARTING PAY TO 59,600 AND AT 20 PLUS YEARS AT 68161. >> RECOMMENDATION NUMBER 3, PROVIDE ADJUSTMENTS TO ADDRESS MARKET DIFFERENCES AND MAINTAIN EQUITY. INCREASE A 1% ABOVE THE MINIMUM. IF THE PAY INCREASE IS NOT SUFFICIENT TO BRING SOMEBODY UP TO THE MINIMUM, THEN IN A 1% WOULD BE CALCULATED OR TAKEN INTO ACCOUNT TO BRING THAT EMPLOYEE ABOVE THE MINIMUM. EQUITY ADJUSTMENTS FOR ADMINISTRATIVE PROFESSIONAL EMPLOYEES IN THE EDUCATOR CAREER PATH TO ENSURE THEIR PROPOSED PAY IS AT OR ABOVE TEACHER WITH SIMILAR DEGREES AND EXPERIENCE ON A DAILY RATE BASIS. IF EMPLOYEE REMAINS BELOW THE 90% OF MIDPOINT AFTER ALL OTHER ADJUSTMENTS, THEN AN ADDITIONAL 1% OF MIDPOINT WAS GRANTED AS A STRATEGIC ADJUSTMENT FOR NON TEACHING PAY GROUPS. PLACEMENT SKILLS WERE USED TO ALIGN EMPLOYEE PAID BY YEARS OF EXPERIENCE FOR ALL PAY GRADES WITH MULTI INCUMBENTS, HIGH TURNOVER POSITIONS WITHIN NON EXEMPT PAY GROUPS. PLACEMENT SCALES DIVIDE THE DIFFERENCE BETWEEN MINIMUM AND MIDPOINT IN EACH PAY GRADE BY 15 YEARS TO HELP SPREAD PAY FOR STAFF BASED ON EXPERIENCE. RECOMMENDATION NUMBER 4. YES, MA'AM. >> THANK YOU. ON THAT SLIDE, I APOLOGIZE, YOU SKIPPED STRATEGIC ADJUSTMENTS, AND I'M NOT SURE WHAT THAT'S ABOUT AND WHO DETERMINES A STRATEGIC ADJUSTMENT? >> TASK B DETERMINES A STRATEGIC ADVANCE PLACEMENT ON THOSE, AND THAT'S WHAT I WAS REFERRING TO WHEN WE TALK ABOUT THE 1%, IF IT'S STILL NOT ABOVE, THEN THEY GIVE THE 1%. IT STILL DOESN'T BRING YOU ABOVE THAT. IF IT'S A HARD TO FILL POSITION, THOSE ARE WHERE YOU SEE EQUITY ADJUSTMENTS. >> THANK YOU, MA'AM. >> FOR RECOMMENDATION NUMBER 4, IT CONSIDERS THE PAY RATE OF EMPLOYEES ALREADY PAID AT OR ABOVE THE MAXIMUM OF THEIR ASSIGNED PAY GRADE. DURING THE MAY 11TH BUDGET WORKSHOP, WE PRESENTED TWO COST MODELS, ONLY ADDING ONE HERE, THE 3%. IT INCLUDED THE GENERAL PAY INCREASE PLUS ADJUSTMENTS FOR THE DIFFERENT PAY GROUPS. YOU'LL SEE THERE THE TOTAL ESTIMATED COST FOR TEACHERS, INCLUDING ADJUSTMENTS. IT WOULD BE AT $1.5 MILLION. FOR ADMINISTRATIVE PROFESSIONALS, 683,000, CLERICAL TECHNICAL 570,000, AUXILIARY 433,000, BRINGING THE TOTAL TO $3.2 MILLION. THIS IS THE SAME PLAN THAT WAS PRESENTED DURING THE BUDGET WORKSHOP. DURING THE BUDGET WORKSHOP, WE WERE ALSO ASK TO BRING BACK SOME INFORMATION WITH AN ADDITIONAL COST MODEL. WE ARE BRINGING TWO FORWARD. THE REQUEST NUMBER 1 WAS WITH A MINIMUM WAGE OF 2150 FOR CLERICAL PARAPROFESSIONAL AND AUXILIARY PLANS INCLUDE A 3% GENERAL PAY INCREASE FOR TEACHERS, A 3% GENERAL PAY INCREASE FOR EMPLOYEES ON THE ADMINISTRATIVE PROFESSIONAL PAY PLAN ON PAY GRADES ONE THROUGH FIVE. THE SECOND REQUEST WAS FROM ADMINISTRATION TO MAKE ADJUSTMENTS TO THE TEACHER PAY SCALE YEARS 10-20 AND TO MOVE THE CLERICAL PARAPROFESSIONAL PAY GRADE FROM ONE TO PAY GRADE TWO. HERE IS A COMPARISON, COMPARED TO THE MODEL THAT WAS PRESENTED DURING THE BUDGET WORKSHOP, PLUS THE ONE WITH THE 2150 MODEL PLUS THE THIRD ONE WITH THE ADDITIONAL REQUEST FOR INCREASE FOR TEACHERS IN 10-20 YEARS. FOR TEACHER AND LIBRARIANS, IT'S THE SAME EXCEPT THE LAST COLUMN. WHAT WE REQUESTED WAS 600 ADDITIONAL DOLLARS FROM 10-20. WE BASE THAT ON INFORMATION LOOKING. IF YOU LOOK AT THE PAY REPORT, THERE WAS A TABLE THERE THAT HAD THE PAY BY DISTRICTS FOR THE DIFFERENT YEAR GROUPS. WHEN WE COMPARE, THERE'S ONLY TWO DISTRICTS THAT WERE ABOVE THE DISTRICT PAY FOR PAST THE ZERO YEARS OF EXPERIENCE. WE TOOK THOSE, LOOK AT THOSE NUMBERS, AND DECIDED OR DETERMINED THAT THE GROUP THAT WE WANTED TO TARGET WAS 10-20 BECAUSE THOSE WERE THE ONES THAT HAD THE HIGHEST VARIANCE COMPARED TO THOSE TWO OTHER SCHOOL DISTRICTS. THAT WILL ADD ABOUT $130,000 TO THE ADMINISTRATIVE PROFESSIONAL PAY PLAN. YOU SEE THERE THERE IS A SLIGHT DIFFERENCE, AND THIS IS BECAUSE THE PLAN INCLUDES [00:40:02] THE NEW STANDARDS FOR THE FAIR LABOR STANDARDS ACT THRESHOLD THAT WAS APPROVED ON APRIL 26, SO THAT'S WHERE YOU SEE THE INCREASE ON THE 724,612 FOR THE 3% MODEL. FROM THE INITIAL ONE TO THE ONE ON THE FAR END, THAT IS REQUIRED BY THAT INCREASE IN THE THRESHOLD. FOR THE CLERICAL PARAPROFESSIONAL PAY POSITIONS, THAT IS SWITCHING OVER IN THE 3% THAT IS INCREASING, MOVING THE CDC EDUCATORS INTO THE PAY GRADE TWO AND ELIMINATING PAY GRADE ONE AND INCREASING THE MINIMUM WAGE TO 2150, IT'S ALMOST $4 MILLION. THE AUXILIARY PAY PLANS, THE 2150 MODEL, IT'S ALMOST $3 MILLION AND NO CHANGES ON THE 3% MODEL ON THE FAR END. THAT BRINGS THE TOTAL COST, THE ORIGINAL PLAN AT 3.2 MILLION, THE 2150 MINIMUM WAGE MODEL TO ALMOST $9 MILLION, AND THE 3% MODEL WITH ADDITIONAL INCREASES TO TEACHERS TO ALMOST 3.4 MILLION. >> EXCUSE ME. >> YES, MA'AM. >> GOING BACK TO THAT SLIDE, THE DOCUMENTATION THAT WE HAVE IN FRONT OF US, THE TOTAL COST ESTIMATE ON THE 3% MODEL WITH ADDITIONAL INCREASE TO TEACHERS, IS IT $35,000 DIFFERENCE? OUR SAYS 3,337,913. WHEREAS THAT SAYS 3,372,913? >> IT MAY BE A TYPO. >> I HAVE A QUESTION REGARDING THAT AS WELL. >> YES. >> IT SAYS THE ADJUSTMENT TO TEACHER PAYS GO FROM 10-20, BUT THERE'S NO ADJUSTMENT ON THE SECOND COLUMN. WHERE IS THAT ADJUSTMENT? WHERE IS IT NOTED? >> ON THE 2150 COLUMN. WHICH COLUMN? >> YES. THE 2150 COLUMN. >> ON THAT ONE, THAT WAS THE REQUEST BY THE BOARD FOR THE 2150. THERE WAS NO [INAUDIBLE] OF ADDITIONAL AMOUNT FOR TEACHER. >> BUT THE REQUEST TOO SAYS, ADJUSTMENT TO TEACHER PAY SCALE YEARS 10-20. >> CORRECT. THAT'S THE FAR END. >> THAT'S THE FAR END. >> THE FAR END, CORRECT? YES. >> GOT YOU. THANK YOU. >> JUST TO CLARIFY. IF WE WANTED TO DO BOTH OF THOSE THINGS. WHAT I'M UNDERSTANDING WHAT YOU'RE SAYING IS BASE LINE IS WHAT WE'VE ALREADY DISCUSSED IN THE BUDGET WORKSHOP, WHICH IS THE 3%, $1,000 STIPEND. THAT'S THE FIRST COLUMN ON THE LEFT. THE SECOND COLUMN IS ONLY CONSIDERING THE ADJUSTMENT TO MINIMUM WAGE AND ALSO MOVING THE CDC EMPLOYEES TO. >> NO. THE SECOND ONE, IT INCLUDES THE 2150 MINIMUM WAGE. THE 3% INCREASE FOR THE TEACHERS REMAINED THE SAME, AND FOR THE ADMINISTRATIVE PROFESSIONAL WAS THE 3% IN PAY GRADES ONE THROUGH FIVE. >> I UNDERSTAND WHAT YOU'RE SAYING. THEN THE 3% MODEL, THE LAST COLUMN IS JUST ACCOUNTING FOR THE ADDITIONAL INCREASE TO VETERAN TEACHERS WITH A 20-YEAR RANGE. >> TEN TO 20. CORRECT. THE ONLY OTHER CHANGE WAS ON THE CLERICAL PARAPROFESSIONAL, AND THAT WAS TO ELIMINATE THE PAY GRADE 1 IN THAT TABLE AND MOVE EVERYBODY OVER TO PAY GRADE 2. >> IF WE WANTED TO DO BOTH, YOU WOULD ESSENTIALLY HAVE TO COMBINE THE DIFFERENCES BETWEEN COLUMNS 2 AND COLUMNS 1, THAT LEFT HAND VERSION, AND THEN THE LAST ONE AS WELL, THE DIFFERENCE BETWEEN THE LAST ONE AND THE 3% BASE ONE, RIGHT? >> CORRECT. >> THANK YOU. >> YES, SIR. THESE TOTALS DO NOT INCLUDE THE STAFF DEVELOPMENT STIPEND. THIS IS IN ADDITION. THE ADMINISTRATION PROPOSED A 1,000 STIPEND FOR ALL EMPLOYEES. >> FOR THAT STIPEND SPECIFICALLY, IS IT A STAFF DEVELOPMENT STIPEND OR RETENTION STIPEND? CAN WE USE ESSER FUNDS? THE ESSER FUNDS 3 FOR A RETENTION STIPEND OR WOULD IT HAVE TO BE CONSIDERED [OVERLAPPING] >> IT CAN BE USED FOR A RETENTION STIPEND. THE ONLY REASON WHY I WOULD RECOMMEND A STAFF DEVELOPMENT IS THAT A RETENTION STIPEND BECAUSE THERE IS NO ADDITIONAL WORK THAT NEEDS TO BE DONE IN ORDER TO EARN THE RETENTION STIPEND, THEN IT'S NOT TRS COVERED, SO IT DOESN'T COUNT TOWARDS THEIR SALARY FOR TRS PURPOSES. A STAFF DEVELOPMENT DOES COUNT BECAUSE THEY DO HAVE TO [00:45:02] DO AN ADDITIONAL SERVICE TO EARN THAT $1,000. >> WITH THAT SAID, BECAUSE I ALSO UNDERSTAND THAT WE'RE REQUIRING THEM TO COME IN ON DAYS OFF TECHNICALLY TO DO IT. IT'S SCHEDULED DAYS, BUT IT'S DAYS OFF, THEY DON'T HAVE STUDENTS. MY REQUEST IS IS IT POSSIBLE TO RECORD THE STAFF DEVELOPMENT ITSELF SO THAT THEY CAN DO IT AT THEIR LEISURE RATHER THAN A DESIGNATED DAY? >> WE ARE STILL WORKING OUT THE DETAILS OF THE STAFF DEVELOPMENT DAY. IT WILL NOT BE LIKE DVU, WHAT WE'VE DONE IN THE PAST FEW YEARS, SO IT'LL BE A LITTLE DIFFERENT. THERE'LL BE MORE OPPORTUNITY, AND IT'LL HAVE TO BE TOWARDS THE BEGINNING OF THE SCHOOL SCHOOL YEAR BECAUSE IT WILL BE PAYABLE BEFORE THE MONTH OF SEPTEMBER ENDS. >> THANK YOU FOR THAT. I APPRECIATE IT. >> THANK YOU. >> WE'RE READY FOR DISCUSSION. I THINK WE HAVE SOME QUESTIONS HERE. WE WILL START ON THIS END AND WE'LL WORK OUR WAY. >> THANK YOU SO MUCH FOR PULLING THIS TOGETHER, TEAM. I REALLY APPRECIATE IT. THANK YOU, STAFF, FOR COMING AND EXPRESSING YOUR CONCERNS. I AM A LITTLE SURPRISED THAT Y'ALL DIDN'T SUPPORT THE $20 AN HOUR, BUT I GET IT. YOU'RE TRYING TO HELP THE DISTRICT OUT, AND I LOVE THAT ABOUT Y'ALL. I'D LIKE TO CONSIDER Y'ALL'S PROPOSAL WITH THE BOARD AND CHANGING THE $21 MINIMUM, I'M TALKING TO THE BOARD. THE $21 MINIMUM WAGE TO $18. I DO LIKE THE 3% MODEL ADDITIONAL INCREASE FOR THE TEACHERS, SO I DO LIKE THAT SUPPORT. THE 3% INCREASE FOR PAY GRADES 1 THROUGH 5, I WANT TO KEEP THAT. I'M SAYING THAT BECAUSE I'M NOT SURE IF A LOT OF FOLKS KNOW, BUT SOME OF THESE FOLKS ALREADY GET $10,000 YEARLY STIPENDS, $3,000 YEARLY STIPENDS. I'M HOPING THAT WILL HELP OFFSET SOME OF THAT COST AS WELL. I DIDN'T GET THE NUMBER OF PEOPLE THAT ARE GETTING DOUBLE STIPENDS, SO THAT WOULD HAVE HELPED OUT A LOT, BUT NEXT YEAR, WE'LL LOOK MORE INTO THAT. I'D STILL LIKE TO CONSIDER THE $1,000 STIPENDS AND IF POSSIBLE, INCREASE $2,000 FOR ADDITIONAL FOR TEACHERS 15 YEARS AND OVER AND 5,000 FOR TEACHERS 20 YEARS AND OVER. OUT OF ESSER FUNDS. >> CAN YOU REPEAT THE LOST TWO FOR ME? >> YES. THE $1,000 STIPEND FOR ALL EMPLOYEES WITH AN ADDITIONAL $2,000 FOR TEACHERS 15 YEARS AND OVER, ONE TIME PAYMENT, AND $5,000 FOR TEACHERS OF 20 YEARS AND OVER. >> THANK YOU. ANY DISCUSSION ON CHRISTY WOODY'S COMMENTS OR WOULD WE RATHER JUST HEAR EVERYBODY'S? >> QUESTION REGARDING THE [OVERLAPPING] >> I THINK WE JUST QUESTION, YEAH. GO AHEAD. >> QUESTION REGARDING THE 2,000, 5,000. TRUSTEE WOODY, WHEN WOULD YOU WANT THAT PAID OUT OR WHEN ARE YOU HOPING THAT GETS PAID OUT? >> I'D LIKE THAT TO BE OUT OF THE ESSER FUNDS, AND SO AS A RETENTION AND NOT THE EDUCATION STUFF JUST SO THEY CAN HAVE IT. I UNDERSTAND THAT IT WON'T GO TOWARD TRS, BUT I HOPE THAT THEY ARE ACCEPTABLE TO THAT. I'M PRETTY SURE I WON'T GET ANY [INAUDIBLE] THEN STILL KEEP THE $1,000 FOR EDUCATIONAL PURPOSES FOR EVERYONE ELSE, IF THAT'S POSSIBLE. >> JUST SO I CAN FOLLOW ALONG, LET'S SAY, SOMEONE AT 17 YEARS, SO THEY GET THE 1,000 PLUS THE 5,000 PLUS THEIR RAISE ALL BEFORE SEPTEMBER 30TH? I'M JUST TRYING TO GET A TIMELINE IN MY HEAD. >> I DON'T KNOW HOW THE PAID GRADE GOES, BUT YES. THAT'S IDEAL. >> JUST TO CLARIFY ON THE ESSER FUNDS WITH THE 1,000 THAT WE WERE PROPOSING FOR ALL STAFF, PLUS THE USAGE OF THE REST OF THE FUNDS THAT WERE ALREADY EARMARKED FOR OTHERS, AND THEY NOTED BUDGET WORKSHOP, HOW THEY WERE GOING TO BE USED. THAT LEAVES NO MONEY ON ESSER FOR ADDITIONAL STIPENDS. >> MAY YOU PLEASE REMIND US OF WHAT THOSE OTHER AREAS THAT WE HAD EAR MARKED THE ESSER FUNDS FOR? >> FOR THE ESSER FUND, SO THE ESSER FUND IS SET TO END SEPTEMBER 30TH OF THIS YEAR. WE STILL HAVE THREE MONTHS OF OPERATIONS. IF YOU ATTENDED THE BUDGET WORKSHOP, I THINK WE HAD A LOT OF INFORMATION ON ESSER. ESSENTIALLY, WE HAVE ABOUT $5 MILLION WORTH OF [00:50:03] POSITIONS ESSER FUND THAT WE ARE NOW NEEDING TO MOVE OVER TO THE GENERAL FUND BECAUSE THOSE FUNDS ARE GOING TO EXPIRE. WE'RE STILL ABLE TO USE SOME OF THOSE FUNDS AT THE FIRST THREE MONTHS OF THE SCHOOL YEAR, SO WE HAD EARMARKED TO PAY SALARIES THAT WE WERE MOVING OVER INTO THE GENERAL FUND OUT OF THOSE ESSER FUNDS. THAT'S WHERE THE FOUR MILLION, AND THEN TWO MILLION THAT WE HAD LEFTOVER, IT'S ABOUT A LITTLE OVER 1.9 MILLION FOR THE STIPENDS FOR 1,000 STIPENDS FOR EVERYONE PLUS THE BENEFITS THAT WE PAY ON THAT AMOUNT BECAUSE WE STILL HAVE TO PAY UNEMPLOYMENT WORKERS' COMP, ALL THAT GOOD STUFF. THAT MADE UP THE TWO MILLION THAT WE HAD REMAINING. >> THANK YOU FOR THAT CLARIFICATION. >> ANY OTHER DISCUSSIONS ON TRUSTEE WOULD BE. >> NO. I JUST WANT TO COMMENT. I DO GET THAT IT'S BUT IF THAT'S GOING TO HURT OUR BUDGET TO WHERE WE CAN'T I'M REALLY WORRIED ABOUT OUR BUDGET. I THINK THAT WE CAN'T AFFORD A TWO MILLION DOLLAR STIPEND FOR TEACHERS WHO HAVE SPENT SO MUCH TIME WITH OUR STUDENTS AND WITH THE DISTRICT. BUT THAT'S JUST MY COMMENT ON THAT. IT WOULD HAVE TO COME OUT OF GENERAL FUNDS ONCE FUNDS ARE MOVED INTO GENERAL FUNDS, THAT THAT WAS WHAT YOU WERE SAYING, RIGHT? >> NO, THEY WILL STILL COME OUT OF SR. WE WILL JUST MOVE SALARIES INTO SR. >> DO YOU HAVE TO GO BACK TO THE DRAWING BOARD TO FIGURE OUT HOW MUCH IT'S GOING TO COST TO RAISE IT TO 18 INSTEAD OF 21? >> CORRECT. >> HOW LONG WOULD THAT TAKE? >> WELL, IT TOOK ABOUT 4-5 DAYS. >> WE'RE GETTING CLOSE TO WHERE WE NEED TO APPROVE SOMETHING. >> I'D ALSO LIKE THE BOARD TO CONSIDER THAT WE'RE MOVING THE MINIMUM WAGE 21-18, SO THAT'S GOING TO BE A CONSIDERABLE AMOUNT OF MONEY THAT'S GOING TO BE FREED UP FROM THAT ORIGINAL PROPOSAL. EVEN THOUGH IT WILL BE MORE THAN THE 3%. I SEE THAT'S OKAY. SO THAT WE DON'T HAVE TO HAVE ANOTHER MEETING, TRYING TO GET SOMETHING GOING WHERE I PERSONALLY DON'T THINK IT'S GOING TO IMPACT US IN A NEGATIVE WAY. I THINK THAT THIS IS SOMETHING THAT HAD WE GOT INVOLVED EARLIER, WE COULD HAVE HAD MORE DISCUSSION AND MORE IDEA OF WHAT WE WANTED AND HOW WE WANTED TO TREAT OUR STAFFS. I THINK THAT THIS IS A GOOD OPPORTUNITY FOR US TO REALLY THINK ABOUT THIS BUDGET AND SHOW OUR TEACHERS AND OUR STAFF HOW MUCH WE APPRECIATE THEM. >> THE ONLY THING I'D LIKE TO REMIND I INCLUDED, AND I HOPE YOU HAVE THEM THERE BEFORE YOU. THERE WERE A FEW SHEETS FROM THE BUDGET WORKSHOP. I JUST WANT TO POINT OUT SOME THINGS AS REMINDERS WHEN WE LOOK AT THE RECAP. YOU SEE THERE THE SR THREE AVAILABLE FUNDS, THE FOUR MILLION DOLLAR THAT WE'RE USING, WE'RE USING THAT TO REACH OUR GENERAL FUND, WHICH BEFORE ANY INCREASES WAS AND IF WE TAKE OUT THE 4 MILLION, IT WAS AT A $658,000 DEFICIT. THEN WE FACTOR IN THE FOUR MILLION FROM SR, WHICH WE WILL NOT HAVE THE YEAR AFTER THAT BRINGING DOWN THE DEFICIT TO A SURPLUS OF THE 3.3 MILLION. THAT LAST NUMBER ON THE BOTTOM, I THINK IS VERY IMPORTANT THAT WHATEVER DECISION YOU MAKE, LET'S NOT FORGET ABOUT THAT REVENUE PROTECTION PAYMENT THAT IT MAY START DECREASING. I CAN'T TELL YOU THAT IT'S GOING TO DECREASE NEXT YEAR OR WHEN IT'S GOING TO START DECREASING, BUT IT WILL EVENTUALLY START DECREASING. IF WE DID NOT HAVE THOSE TWO FACTORS, THAT LAST NUMBER ON THE BOTTOM, THAT'S WHAT WE WOULD BE FACING, WHICH WE'RE NOT. I'M JUST PUTTING THAT NUMBER OUT THERE SO THAT YOU HAVE ALL THE INFORMATION THAT YOU NEED TO MAKE YOUR YOUR DECISION. >> JUST FOR FOLKS THAT CAN'T SEE THE OR DON'T HAVE A COPY OF THE RECAP FROM THE BUDGET WORKSHOP, THE NUMBER THAT OUR CFO IS REFERENCING IS A SCENARIO OF A SURPLUS OR DEFICIT WITHOUT SR FUNDS OR WITHOUT TESLA FUNDS. IF WE DID NOT HAVE THOSE TODAY, WHAT THAT RECAP SAYS IS THAT WE WOULD BE AT A DEFICIT OF $17.6 MILLION, WHICH IS NOT GREAT. I THINK THAT TO ME, HAVING SPENT A LOT OF TIME WITH OTHER DISTRICTS AND TRUSTEES FROM OTHER DISTRICTS, THEY'RE ALL PASSING MASSIVE DEFICIT BUDGETS RIGHT NOW, AND LISTEN, I AM SOMEBODY I HAVEN'T BEEN IN THE CLASSROOM. I'VE SAID THIS TO THE BUDGET WORKSHOP. I SAID THIS TO SO MANY PEOPLE. I THINK YOU DESERVE THE WORLD, AND I AM COMMITTED TO TRYING TO FUND THAT. SOME OF THE DISTRICTS THAT YOU'VE REFERENCED. MY COLLEAGUES IN THOSE DISTRICTS, I RESPECT THEM AND THEY'RE DOING AMAZING WORK AND I WANT TO BE CLEAR ABOUT THAT BECAUSE THE SITUATION THAT THEY ARE IN, INCREDIBLY UNFAIR. [00:55:02] SOME OF THEM DO NOT HAVE THE KINDS OF THREE 13 AGREEMENTS THAT WE HAVE AND AS A RESULT, WHAT THEY'RE LOOKING AT IS THEY'RE CUTTING JOBS. THEY'RE CLOSING SCHOOLS. RIGHT NOW, WE ARE NOT DOING ANY OF THAT. I THINK TO ME, IT'S THIS BOARD'S RESPONSIBILITY TO MAKE SURE THAT WE NEVER EVER GO ANYWHERE NEAR THERE BECAUSE I WOULD HATE TO BE IN THAT POSITION AND WE'RE NOT IN THAT POSITION. BUT I THINK WHEN I LOOK AT A SCENARIO WHERE WE DON'T HAVE SR FUNDS WHERE TESLA IS NOT GROWING IN THEIR PROPERTY VALUE, WHICH IS CURRENTLY TODAY ONE OF THE WAYS THAT WE'RE GETTING ENOUGH MONEY TO BUFFER WHAT THE STATE IS NOT GIVING US, WHAT THAT TELLS ME IS THAT IF WE DIDN'T HAVE THOSE THINGS TODAY, THEN WE MIGHT BE IN THAT POSITION. WE'RE NOT BUT IF WE DIDN'T HAVE THOSE FUNDS TODAY, AND IF NEXT YEAR, WE KNOW INVESTOR IS NOT GOING TO BE HERE, WE KNOW THAT IT'S POSSIBLE THAT TESLA MAY NOT GROW ANYWHERE NEAR AS MUCH IN ITS PROPERTY VALUES AS IT DID THIS YEAR, PRIMARILY BECAUSE IT FINISHED BUILDING OUT A BUNCH OF ITS PROPERTY. IF THEY DON'T EXPAND THEIR PROPERTY, THEN THE AMOUNT OF INCREASE TO THEIR PROPERTY VALUES, WHICH IS LITERALLY IT'S THE THING THAT'S HELPING GIVE US MONEY RIGHT NOW, IF THAT DOESN'T GROW IN AN EQUIVALENT FASHION THAT IT DID THIS YEAR, THEN IT'S POSSIBLE THAT WE WOULD HAVE NOT MAYBE THAT MUCH OF A DEFICIT, BUT POTENTIALLY CLOSE TO THAT MUCH OF A DEFICIT NEXT YEAR. I'LL JUST SAY THAT IS ONE THING THAT MAKES ME VERY NERVOUS RIGHT NOW ABOUT COMMITTING TO PAY PLANS THAT I THINK ALL OF YOU DESERVE AND ARE WORTH IT AND I'M NERVOUS THAT IF WE MAKE A DECISION TONIGHT, AND NEXT YEAR, THE STATE REDUCES HOW MUCH MONEY THAT WE GET, AND THEN WE DON'T HAVE PROPERTY VALUE GROWTH AND THERE ISN'T SR FUNDS AND OTHER ONE TIME FUNDS AVAILABLE IN THAT YEAR, THEN WE'RE GOING TO BE IN A POSITION LIKE OTHER DISTRICTS, AND THAT IS THE THING THAT REALLY STRESSES ME OUT RIGHT NOW. I'LL JUST BE ABSOLUTELY HONEST WITH ALL OF YOU AND I DON'T WANT TO BE ANYWHERE CLOSE TO THAT POSITION. THAT'S WHAT'S ON MY MIND. I'LL SAY TOO, JUST LOOKING AT THE HOURLY WAGES, JUST ROUGH MATH RIGHT NOW, I THINK THE MINIMUM WAGE IS 15, IS THAT RIGHT? SIXTEEN. I THINK IF YOU TAKE THE DIFFERENCE BETWEEN OUR MINIMUM WAGE NOW AND RUN IT UP TO 2,150, THAT WOULD BE A DIFFERENCE OF AND WE INCREASED IT BY $3. I THINK THAT'S IN THE BALLPARK OF A THREE MILLION DOLLAR INCREASE. I THINK FOR ME IF WE WERE TO RAISE IT TO 18, JUST LIKE HIGH LEVEL LIKE 30,000 FOOT MATH, NOT GET IN THE NITTY GRITTY OF SPECIFIC POSITIONS AND TIERS, IT WOULD BE ABOUT THAT MUCH OF AN INCREASE OF $3.1 MILLION INCREASE. IT'S A LOT. YEAH. I'LL JUST GET IN MY COMMENTS. >> THANK YOU. >> I HAVE A COUPLE OF CLARIFICATION. >> GO AHEAD. TRUSTEE YOU CAN GO FIRST AND THEN I'LL GO AFTER YOU. >> ARE YOU STILL ASKING QUESTIONS OF TRUSTEE WOODY? >> I KNOW. >> IT'S KIND OF A MIX BETWEEN SOME OF THE COMMENTS THAT HAVE COME THROUGH, AND IT'S ALSO CLARIFICATION FOR MYSELF. SO 3% CROSSFIT FOR YOU, YOU'RE SAYING ONE THROUGH FIVE PAY SCALES. >> YEAH. I WAS SAYING THAT BECAUSE THE 3% MODEL FROM THE STAFF RECOMMENDED IT. IF WE DON'T DO THE ADMINISTRATIVE PAY PLAN, THAT'S AN INCREASE OF 161K FROM THE MEETING THAT WE HAD ON MAY 11. THAT WOULD OFFSET THE INCREASE THE TEACHER PAY THAT WAS PROPOSED, WHICH WAS 129 INCREASE. THAT WOULD OFFSET THAT PART. THE STIPEND PART, THAT'S SR FUNDS. WE'RE LOSING IT ANYWAY, SO WE HAD TO FIGURE OUT SOMETHING FOR NEXT YEAR REGARDLESS. >> MY UNDERSTANDING IS THAT THEY'RE GOING TO BASICALLY MOVE THE OTHER SR FUNDS OVER BECAUSE THERE ARE POSITIONS THAT ARE CURRENTLY FULLY SR BASED AND SO IF WE DON'T HAVE THE MONEY, WE MAY NOT BE ABLE TO HAVE THOSE POSITIONS. I DON'T KNOW IF THAT'S A TRUE STATEMENT. BUT THAT'S HOW I HEARD IT. >> DID WE GET A LIST OF HOW MANY POSITIONS AND WHAT THOSE POSITIONS WERE THAT WERE USED SR FUNDS? [INAUDIBLE] YEAH. I THOUGHT THAT WAS AN EMAIL. NO, BUT WE CAN PROVIDE THAT LIST. >> YEAH. >> YEAH. I GET THAT. I TOTALLY GET THAT. [01:00:02] I SAID BUT WE STILL HAVE THAT SIX MILLION DOLLARS TOTAL. I GET THAT SOME OF IT IS SET ASIDE FOR OTHER THINGS. WE GOT TO FIGURE SOMETHING OUT FOR NEXT YEAR. I DON'T WANT THE BOARD TO USE NEXT YEAR AS A REASON TO NOT GIVE THE STIPENDS BECAUSE THOSE FUNDS ARE GOING TO BE GONE ANYWAY. >> THIS IS A ONE TIME STIPEND. >> THEY'RE ONE TIME STIPEND WHICH IS THE SAME AS WHAT ACTUALLY WAS PROPOSED WAS IT WASN'T THE SAME AMOUNT, BUT YOU GUYS WERE PROPOSING A ONE TIME RETENTION STIPEND AS WELL. >> YEAH. >> THEN FOR THE MINIMUM WAGE, WE'RE NOT GOING WITH THE 21 OR THE 20, WE'RE DROPPING IT. MY PROPOSAL IS 18. I STILL DON'T THINK THAT'S ENOUGH. IF YOU LOOK AT THE RENT, YOU LOOK AT HOUSING IN AUSTIN. BUT IF THAT'S WHAT STAFF WANTS, AND WE'RE TRYING TO BUDGET, I THINK 18 IS A REASONABLE REQUEST FOR US TO DO. EVEN THOUGH WE DON'T HAVE THE NUMBERS, I STILL THINK THAT IT'S NOT GOING TO BE ALMOST 4 MILLION OR 3 MILLION, WHAT'S IT? >> I HAVE A QUESTION ABOUT THAT $18 MINIMUM AND MISS CANCINO, I HAVE A QUESTION FOR YOU ABOUT IT. JUST AGAIN FOR CLARIFICATION FOR MYSELF. I'M NOT A FINANCE PERSON. THIS IS PROBABLY WHY I'M ASKING FOR A LITTLE EXTRA INFORMATION. BUT YOUR INITIAL PROPOSAL OF MOVING IT FROM WAS IT 16 TO 16.50? WAS THAT WHAT YOU GUYS WERE INITIALLY? >> THAT WAS PART OF THE INITIAL PROPOSAL, CORRECT. >> THE 50 CENT INCREASE THERE, WAS IT GOING TO BE THAT AND THEN YOU INCREASE AND THEN DO THEY GET A 3% ON TOP OF THAT 16.50 OR DO THEY GET IT THAT'S BUILT INTO IT. >> WE WOULD BE INCREASING THE MINIMUM PAY TO 1650 AND THAT REALLY APPLIES MAINLY FOR NEW HIRES. BUT IF ANYONE THAT WE HIRED RECENTLY CAME IN WITH $16 AND WE MOVE IT UP TO 1650, THEN THEY WOULD GET THAT 50 AT LEAST PLUS THERE'S THE 1% ADJUSTMENT SO THAT THEY'RE ABOVE A PERSON THAT IS COMING IN NEW TO THE DISTRICT. WE WOULD STILL ACCOUNT FOR THAT. BUT THE PAY INCREASE WOULD BE BASED OFF OF THE MIDPOINT OF WHATEVER PAY GRADE THEY'RE IN, FOR EXAMPLE, IN THIS ONE, IT'S AN EXAMPLE OF THAT PAY RATE THE MIDPOINT FOR THE CURRENT SCHOOL YEARS THAT'S 1895, THE PROPOSED PAY RATES MIDPOINT, IT'S AT 1976, SO THEIR PAY INCREASE IS CALCULATED OFF OF THAT 1976. TAKING THAT SAME LOGIC AND IF YOU APPLIED IT TO $18, THEN WE WOULD JUST DO THE EXACT SAME THING. IT MOVES EVERYTHING OVER. IF YOU'RE STARTING AT 16 ENDING, LET'S SAY AT 20 AND YOU'VE GOT 18 IN THE MIDDLE. WELL, WHEN YOU GO TO 18, IT MOVES EVERYTHING OVER. THE MIDPOINT WOULD BE HIGHER THAN THAT. THEN IT TRICKLES DOWN TO ALL THE DIFFERENT PAY GRADES WITHIN THAT PAY PLAN. THEN UNDERSTANDING THAT WE REALLY DO NEED TO MAKE A DECISION OR EVERYBODY AGREE ON SOMETHING TONIGHT. FOR PURPOSES OF PLANNING AND GETTING EVERYTHING READY. COULD YOU THE MATHEMATICIANS HERE, ALL THE PEOPLE WHO CAN CALCULATE PRETTY QUICK. AGAIN, THIS IS JUST A NUMBER THAT WOULD BE CALCULATED. COULD YOU HELP ME UNDERSTAND IF WE DID AN $18 INSTEAD OF A $608 ROUGHLY. IS THAT? >> I DON'T THINK THAT'S SOMETHING THAT I CAN DO. I WAS ALSO GOING TO ASK ABOUT THE BECAUSE IT'S GOING TO GO INTO WHAT YOU'RE ASKING AS WELL. IF WE DO WHAT WAS RECOMMENDED A FREEZE PAY RATE IN ADDITION TO EVERYTHING ELSE I MENTIONED FOR EMPLOYEES THAT PAID ABOVE THE MAXIMUM ASSIGNED TO THAT PAY GRADE, WOULD THAT HELP OFFSET SOME OF THE COST AS WELL? >> SOME, BUT THERE IS, I BELIEVE ABOUT FIVE EMPLOYEES THAT ARE ABOVE THE MAXIMUM, SO IT'S NOT A BIG IMPACT. >> BUT IT HELPS. >> THAT'S FOR THE AP PLAN FOR THE AXILLARY AND THE CLERICAL. THAT'S WHERE THE BULK OF THE EMPLOYEES ARE THERE ABOVE THE MAX. >> YEAH. I WAS JUST CONSIDERING THE AP ADMINISTRATIVE PROFESSIONAL PAY PLAN. I DON'T WANT TO TOUCH ANY OF THE OTHER ONES BECAUSE SOME OF THESE GUYS ARE ONLY MAKING 40,000 A YEAR WHILE OTHERS ARE MAKING 200,000 A YEAR, SO OR 150,000. THAT'S A HUGE DISCREPANCY. YES. THANK YOU. I GET THAT PEOPLE ARE DOING DIFFERENT THINGS AND DIFFERENT DEGREES, AND I TOTALLY GET THAT, BUT WE ALSO HAVE TO CONSIDER ABOUT WHERE WE LIVE, HOW LONG PEOPLE HAVE BEEN IN OUR DISTRICT RETENTION. I DON'T THINK THAT THIS IS A HARD ASK. WE'RE DROPPING IT DOWN FROM 21-18. >> THANK YOU. ANY MORE DISCUSSION FROM TRUSTEE WOODY'S BEFORE WE MOVE TO [01:05:01] TRUSTEE WAGNER? GO AHEAD. >> SORRY, I'M LATE, BUT I WAS LISTENING TO THE LIVESTREAM, SO I HEARD THE QUESTIONS. MY CONCERN IF THAT'S PART OF TRUSTEE WOODY'S PROPOSAL IS TO MAKE THE STIPENDS THEY WOULD END UP NOT BEING PART OF THE TRS. AS A RETIRED EDUCATOR, I'M TELLING YOU, EVERYBODY WANTS EVERY PENNY TO GO TOWARDS THEIR RETIREMENT. I DON'T THINK THAT'S A VERY VIABLE SUPPORTIVE POSITION FOR OUR EMPLOYEES TO GIVE THEM A GREAT CHUNK OF MONEY, BUT IT DOESN'T COUNT TOWARDS RETIREMENT. EVERY PENNY IS VERY IMPORTANT AS WE COUNT DOWN TO RETIREMENT. NO, NOT THE $1,000 COUNTS, BUT NOT THE OTHER PIECE THAT TRUSTEE WOODY THAT I HEARD. THE RETENTION DOES NOT COUNT TOWARDS RETIREMENT. STIPENDS DO. THAT'S WHY THE DISTRICTS RECOMMENDING IT AS A STIPEND TIED TO PROFESSIONAL DEVELOPMENT. BECAUSE WHEN YOU SEE ALL THESE DISTRICTS THAT DO PAYING OF 1,000 OR $2,000 RETENTION, IT DOESN'T GO TOWARDS YOUR RETIREMENT, WHICH CAN MAKE A DIFFERENCE. IT WILL MAKE A DIFFERENCE ON HOW MUCH YOU MAKE AT RETIREMENT. >> THANK YOU. TRUSTEE WAGNER. >> THANK YOU. I WANT TO START WITH ALL ARE NOT PAID ENOUGH. ACROSS THE BOARD, ANYBODY THAT'S LISTENING, YOU ARE ALL ARE NOT PAID ENOUGH. WITH THAT SAID, I ALSO APOLOGIZE THAT WE ARE NOT CAPABLE OF THE PREMATURELY ANNOUNCED 6% RAISE THAT WAS NEVER ON THE TABLE. IT WASN'T PRESENTED TO THE BOARD. I APOLOGIZE. HAVING BEEN HERE FOR 13 YEARS, I FEEL THAT YOU ALL KNOW IF WE COULD DO IT, IT WOULD'VE BEEN DONE. WITH THAT SAID, MY QUESTION THEN BECOMES TO STAFF, WE RECEIVED FOUR RECOMMENDATIONS FROM YOU AND THEN SOME CHANGES TONIGHT. WHAT ARE YOU RECOMMENDING? CAN YOU WATER IT DOWN TO THIS IS WHAT I WOULD SUGGEST OUT OF EVERYTHING? >> AFTER THE BUDGET PRESENTATION, AND I KNOW THERE HAVE BEEN COMMENTS ABOUT THE FUND BALANCE. DURING THE BUDGET PRESENTATION, I WENT OVER THE REASON WHY FOR OUR DISTRICT, IT MIGHT NOT APPLY FOR EVERY DISTRICT, BUT IT CERTAINLY APPLIES FOR US AS WE BECOME MORE PROPERTY RICH, THEN RELY A LOT MORE ON TAX COLLECTIONS. YOU MAY SEE THE $50 PLUS MILLION IN THE FUND BALANCE AND TRUST ME IN DECEMBER. WE WERE COUNTING EVERY PENNY TO MAKE SURE THAT WE HAD ENOUGH BECAUSE OUR CASH FLOW IS VERY DIFFERENT THAN OUR FUND BALANCE. THROUGHOUT THE YEAR, WE DON'T COLLECT TAXES. WE SURVIVE ON OUR TAX COLLECTIONS, THE BULK OF OUR REVENUE IS TAX COLLECTIONS. WE DON'T START COLLECTING TAXES REALLY TILL THE MONTH OF DECEMBER. FOR THE FIRST HALF OF THE YEAR, WE RELY ON OUR FUND BALANCE TO OPERATE TO MAKE PAYROLL, TO MAKE OUR UTILITY PAYMENTS JUST TO KEEP THE LIGHTS ON AND OPERATING. IT'S VERY IMPORTANT FOR US TO KEEP AT LEAST 5-6 MONTHS OF OPERATING EXPENSES IN OUR FUND BALANCE JUST BECAUSE WE ARE STRUCTURED DIFFERENT. NOW, IF YOU WERE IN A DIFFERENT DISTRICT THAT IS RICH IN PROPERTY, THEN YOU DON'T HAVE TO WORRY ABOUT IT BECAUSE THE STATE PROVIDES MOST OF THE FUNDING AND THEY HAVE A PAYMENT SCHEDULE WHERE THEY RECEIVE MONTHLY PAYMENTS. EVERY MONTH, YOU GET $10 MILLION. NEXT MONTH, BY THE 25TH OF THE MONTH, YOU GET A DIRECT DEPOSIT FOR $10 MILLION, AND YOU KEEP GOING. THAT'S NOT THE CASE FOR US. WE DO RELY ON OUR FUND BALANCE FOR THE FIRST HALF OF THE YEAR. IT DID GET TIED THIS YEAR BECAUSE PRETTY MUCH OUR FUND BALANCE, IT'S ABOUT FIVE MONTHS OF OPERATING EXPENSES. THAT'S ALL I WANT TO SAY ON THE FUND BALANCE, WHICH I HAD PRESENTED DURING THE BUDGET WORKSHOP FOR THE BOARD. FOR STAFF, WE ARE RECOMMENDING THE 3% MODEL WITH THE ADDITIONAL INCREASES TO THE TEACHERS AND MOVING THE PAY GRADE ONE TO PAY GRADE 2 FOR THE CDC EDUCATORS. I ALSO LIKE FOR THE BOARD TO ALSO THINK THAT WE DO HAVE AN OPPORTUNITY. I'M NOT SAYING THAT WE WILL, TO INCREASE OUR PROPERTY TAXES FOR THIS UPCOMING YEAR. WE HAVEN'T DONE IT IN ALMOST EIGHT YEARS, BUT TIMES ARE CHANGING. IF WE'RE GOING TO BE ABLE TO COMPETE WITH OUR SURROUNDING DISTRICTS, WE NEED TO LOOK AT THAT, AND WE NEED TO MAKE THOSE DECISIONS. OBVIOUSLY WE CAN'T MAKE IT RIGHT NOW, BUT WHEN THAT TIME COMES THAT'S SOMETHING THAT WE NEED TO CONSIDER, OR AT LEAST EXPLORE IN ORDER FOR US TO MAKE IT AFTER THIS YEAR. >> JUST A QUICK QUESTION. DO WE HAVE ANY PENNIES AVAILABLE, LIKE GOLDEN PENNIES? >> YES. IN 2019, THE HOUSE BILL 3 WAS PASSED WHERE IT FURTHER COMPRESSED OUR TAX RATE. IT USED TO BE THE MAXIMUM A SCHOOL DISTRICT COULD TAX WAS $1.17, AND THEN AFTER THE COMPRESSION IT VARIATES, BUT THERE'S 17 PENNIES THAT YOU ARE ABLE TO HAVE. [01:10:05] FIVE GOLDEN PENNIES YOU CAN HAVE, IT'S A BOARD DECISION. THERE WAS ONE LAST ONE I THINK THAT WAS PASSED MAYBE A YEAR AFTER HOUSE BILL 3 PASSED. THEN THE REST YOU HAVE THE OPTION TO ADOPT THREE ADDITIONAL GOLDEN PENNIES, WHICH WOULD BE THE ONES THAT WOULD MAXIMIZE THE MOST FOR THE SCHOOL DISTRICT BECAUSE IT WOULD GENERATE TWOFOLD. IT WOULD HAVE GENERATE TAX COLLECTIONS, IN ADDITION TO THAT, FOR YOUR TAX EFFORT, THAT MEANS THAT YOU ARE COLLECTING MORE TAXES, THE STATE FACTORS THAT IN, AND THEY PROVIDE ADDITIONAL REVENUE. MAYBE NOT A DOLLAR PER DOLLAR, BUT MAYBE A 0.75. IT DEPENDS ON THE WEALTH OF THE SCHOOL DISTRICT. IT BUILT INTO THE FORMULA, BUT IT CAN BE ABOUT $0.75 TO EVERY DOLLAR YOU COLLECT IN ADDITIONAL TAX EFFORT. YOU DO GET TWO DIFFERENT SOURCES OF REVENUE WHEN YOU INCREASE FOR THOSE FIRST THREE. AFTER THE FIRST THREE GOLDEN PENNIES IF WE DO BECOME A RECAPTURE DISTRICT AND WE ARE PROPERTY RICH, THEN WE START PAYING MONEY BACK ON THE MONEY THAT WE COLLECT. AT THAT POINT I DON'T THINK IT WOULD BE BENEFICIAL FOR THE SCHOOL DISTRICT ABOVE THE THREE GOLDEN PENNIES, BECAUSE YOU MAY END UP HAVING TO PAY BACK SOME OF THAT TAX COLLECTION. >> DO WE HAVE ANY AVAILABLE OF THE THREE? >> WE HAVE THE THREE AVAILABLE. >> WE HAVE THREE GOLDEN PENNIES? >> RIGHT. >> HOW MANY OF THOSE HAVE TO GO THROUGH A TRE VERSUS [OVERLAPPING] APPROVAL? >> REGARDLESS OF THE AMOUNT, ANYTHING ON THE M&O SIDE THAT INCREASES YOUR TAX RATE ABOVE THE FIVE GOLDEN PENNIES THAT WE'RE GIVEN, BECAUSE WE COMPRESS OUR TAX RATE AND THEN WE ADD FIVE PENNIES TO THAT AUTOMATICALLY. ANYTHING ABOVE THOSE FIVE WOULD REQUIRE ANY ELECTION FOR APPROVAL. >> WAIT. CAN YOU JUST RESTATE THAT? BECAUSE WE JUST ASKED ABOUT THE THREE. MY QUESTION IS ABOUT THE THREE GOLDEN PENNIES THAT YOU JUST REFERENCED THAT YOU SAID ARE AVAILABLE, BUT IT SOUNDS LIKE WE'VE ALREADY RAISED BY FIVE GOLDEN PEN. >> WHEN HOUSE BILL 3 PASSED, IT COMPRESSES OUR TAX RATE..THEN THE BOARD, AND I DON'T KNOW IF YOU'ALL REMEMBER, BUT YOU HAVE TO HAVE VOTED FOR AN ADDITIONAL GOLDEN PENNY. THE STATE GAVE FOUR ADDITIONAL PENNIES ON TOP OF YOUR COMPRESSED TAX RATE, AND THEN BOARD ACTION COULD INCREASE IT ONE MORE. THE BOARD DECIDED THAT MAYBE THREE-FOUR YEARS AGO TO ADD THAT ADDITIONAL PENNY, BRINGING YOUR TIER 2 TO FIVE GOLDEN PENNIES. WE COMPRESS THE TAX RATE, ADD FIVE PENNIES TO IT, AND THAT BECOMES OUR VOTER APPROVAL TAX RATE. ANYTHING ABOVE THOSE FIVE GOLDEN PENNIES THAT WE ALREADY HAVE WOULD REQUIRE VOTER APPROVAL. >> YOU'RE SAYING THAT IF WE GO TO VOTERS IN THE FUTURE AND WE ASK FOR AN INCREASE TO THE GOLDEN PENNIES, THAT WE WOULDN'T GET 100% OF THOSE REMAINING PENNIES BACK, IS THAT CORRECT? >> THEN THE NEXT THREE ARE ALSO GOLDEN PENNIES. THOSE ARE THE ONES THAT GENERATE THE MOST FUNDING, BECAUSE YOU GET YOUR LOCAL FUNDING, BUT YOU GET ALSO FROM THE STATE. BECAUSE WE ARE PROPERTY RICH, THEN WE ARE IN THAT TERRITORY WHERE IF YOU COLLECT MORE AND YOU INCREASE YOUR TAX RATE MORE, ALL YOU'RE GOING TO END UP DOING IS PAYING BACK ON THE COPPER PENNIES. THAT'S HOW WE REFERENCED THOSE: THE GOLDEN PENNIES, COPPER PENNIES. THE GOLDEN PENNIES, YOU WON'T HAVE TO PAY RECAPTURE OR ANYTHING BACK. BUT ONCE YOU CROSS THAT THREAD, YOU ARE TOO RICH AND THE STATE WILL EQUALIZE. REMEMBER THAT ROBIN HOOD RULE, WHERE THEY TAKE FROM ONE TO GIVE TO ANOTHER? THEN THAT APPLIES. THEY DON'T GIVE YOU ANYMORE, SO NOW YOU OVER COLLECTING AND WE'LL HAVE TO PAY BACK SOME OF THOSE. >> I KNOW THIS IS ALL SUPER HEAVY, [LAUGHTER] SO LET ME JUST BACK UP A LITTLE BIT IN EXPLAINING THIS. LET ME CLARIFY. THERE'S THREE GOLDEN PENNIES AVAILABLE FOR US TO CONSIDER? >> CORRECT. >> RAISING. BY THAT, MEANING THAT IF WE EVER GO INTO RECAPTURE, IF VOTERS APPROVE INCREASING THOSE THREE PENNIES, EITHER ONE, TWO, OR THREE OF THEM, THEN FROM HERE TO ETERNITY WE'LL GET THE FULL VALUE OF THREE OF YIELD ON THOSE PENNIES, RIGHT? NONE OF THAT WILL GO BACK TO RECAPTURE. I THINK WE ALL UNDERSTAND THAT WE'RE ON THAT PATH AT THIS POINT, BUT EVEN IN THAT SCENARIO, WE WOULD STILL RETAIN THE VALUE OF THOSE BOTH LOCAL STATE COLLECTION. I THINK FOR EVERYBODY ELSE, AND THIS IS ALSO GOOD FOR ME [LAUGHTER] TO MAKE SENSE OF THIS. WHENEVER WE TALK ABOUT OUR M&O TAX RATE BEING $0.66, SO EACH OF THOSE ARE A PENNY. THERE'S 66 PENNIES, I'M NOT TRYING TO DUMB IT DOWN FOR YOU, I THINK IT'S JUST INCREDIBLY COMPLICATED. IT HAS BEEN FOR ME, AND SO THE STATE RESERVES SOME OF THOSE PENNIES AVAILABLE FOR US TO INCREASE A LIMITED AMOUNT OF THOSE PENNIES, AND THEN THE MONEY THAT WE GENERATE FROM INCREASING THOSE PENNIES, WE BASICALLY WITH THE GOLDEN PENNY SCENARIOS GET THE FULL VALUE OF THOSE PENNIES. BUT A LOT OF PENNIES, IF WE EVER GOING TO RECAPTURE, WE'RE NOT GOING TO EVER REALIZE THE FULL VALUE OF THOSE PENNIES. [01:15:03] I JUST WANT TO CLARIFY THAT, BECAUSE IT'S DEFINITELY WORTH EXPLORING FOR THE BOARD, AND WE CAN'T INCREASE THE PENNIES TONIGHT BECAUSE WE HAVE TO GO TO TAXPAYERS, BUT THAT'S REALLY USEFUL INFORMATION AS FAR AS POTENTIAL REVENUES GOES. >> IF WE EVER GET TO THE SITUATION WHERE WE ARE A RECAPTURED DISTRICT, IT WOULD LOWER THE AMOUNT OF PAYMENT THAT WE HAVE TO GET BACK ALSO IF WE ADD THOSE THREE ADDITIONAL PENNIES. >> IF I MAY. I'D LIKE TO REQUEST A WORKSHOP ON THE GOLDEN PENNIES, NOT TODAY OR TOMORROW, [LAUGHTER] BUT EVENTUALLY AND PREFERABLY BEFORE WE NEED TO GO TO OUR VOTERS, BECAUSE WE NEED TO BE EDUCATED, AND IT'S A SHELL GAME, AND IT'S NOT OUR SHELL GAME, BUT IT'S A SHELL GAME. IF I CAN REQUEST IT I'D APPRECIATE IT. >> THANK YOU. >> TRUSTEE. GO AHEAD [INAUDIBLE] TRUSTEE [INAUDIBLE] DO YOU HAVE ANY QUESTIONS? >> NO. [INAUDIBLE] IF ANYBODY HAD ANY OTHER ADDITIONAL COMMENTS OR CONCERNS OR RECOMMENDATIONS. >> MS. [INAUDIBLE] DO YOU HAVE ANY? >> I WOULD LIKE FOR YOU TO TELL US, I AGREE WITH THE TRUSTEE [INAUDIBLE] HERE. EXACTLY, ARE YOU PROPOSING RECOMMENDATION 1, 2, OR 3 ON THIS? I'M SORRY IF I MISSED SOME OF THIS INFORMATION. >> THE ONE ON THE 3% MODEL WITH ADDITIONAL INCREASES TO. >> WHICH IS A RECOMMENDATION 2, IS THAT CORRECT? >> ONE ON THE FAR END. >> I'M JUST LOOKING AT THIS PRESENTATION. >> SORRY. YOU HAVE MULTIPLE SLIDES LISTED AS RECOMMENDATION 1, RECOMMENDATION 2, RECOMMENDATION 3. >> [OVERLAPPING] RECOMMENDATION 2 HAS THE 3% FOR ALL ALL JOB GROUPS, $1,800 GPI FOR TEACHER STRUCTURE CALCULATION MARKET MEDIUM. THEN ALL THE OTHERS AS A PERCENTAGE GPI CALCULATED PERCENTAGE OF EMPLOYEES PAY GRADE MIDPOINTS. THEN THAT ONE ALSO INCLUDES THE $18.95 MIDPOINT FOR AUXILIARY. THAT'S THE ADMINISTRATION'S RECOMMENDATION TONIGHT? I JUST WANT TO MAKE SURE. >> THIS RECOMMENDATION NUMBER 2 IS THE ONE THAT WAS INCLUDED IN THE ORIGINAL PAY STUDY. THAT WOULD BE THIS RECOMMENDATION RIGHT HERE. IT'S THE FIRST ONE. CHANGES MADE TO THIS ORIGINAL RECOMMENDATION, THAT TEST WE PROVIDED, WAS THE ADDITIONAL EQUITY ON YEARS 10-20 FOR TEACHERS, AND THE ELIMINATION OF PAY GRADE 1 ON THE CLERICAL PARAPROFESSIONAL PAY GRADE, EXCUSE ME. >>CAN I ASK A CLARIFYING QUESTION> I THINK, IF I UNDERSTAND YOUR QUESTION, TRUSTEE [INAUDIBLE] ARE THESE RECOMMENDATIONS INDEPENDENT OF EACH OTHER, OR ARE THEY A SERIES OF RECOMMENDATIONS THAT YOU'RE BUNDLING? >> THESE HERE? >> RECOMMENDATION 1, 2, 3, AND 4. >> THESE ARE PART OF THE STUDY. THESE WERE ALL TAKEN INTO ACCOUNT FOR THE ORIGINAL 3% RECOMMENDATION. THEY WERE ALL INCLUDED HERE IN THE FIRST COLUMN. >> SO THEY AS A COLLECTIVE RECOMMENDATIONS 1-4 ARE REPRESENTED IN THE BUDGETS, THE 3% MODEL THAT YOU [INAUDIBLE]? >> CORRECT. >> EVERYTHING BULLETED IN THE RECOMMENDATIONS IS A PART OF THE, CAN WE GO BACK TO THE LAST ONES? SORRY, THE TABLE WITH THE 3% AND THE 21 50 SCENARIO, THE LAST. THERE WE GO. ALL FOUR RECOMMENDATIONS ARE REPRESENTED IN THE 3% MODEL PRESENTED DURING THE BUDGET WORKSHOP THAT COLUMN? >> CORRECT. >> THEN THE 3% MODEL WITH ADDITIONAL INCREASE TO TEACHERS. THAT'S LIKE THE RECOMMENDATIONS PLUS A BOOST TO THE 10-20 YEAR VETERANS, AND YOU SAID A RECLASSIFICATION OF THE CDC EMPLOYEES? >> RIGHT. THE ONLY THING THAT'S NOT INCLUDED IS THIS ONE IS NOT CAPPING OUT EMPLOYEES THAT ARE ALREADY ABOVE THE MAP. IN THIS THEY WOULD GET A PAY INCREASE AS WELL. >> THE EMPLOYEES ABOVE THE MAX OF THEIR PAY GRADE WOULD GET A 3% INCREASE? BUT IN THE FIRST COLUMN. >> THEY WOULD AS WELL, THAT'S NOT INCLUDED. >> I'M CURIOUS, HOW DOES THAT WORK WITH RECOMMENDATION 4? >> RECOMMENDATION 4. >> CAN WE GO TO RECOMMENDATION 4? >> ON THIS ONE THAT ONE WAS NOT IMPLEMENTED. [01:20:03] THIS RECOMMENDATION. >> SHE SAID THERE'S ONLY LIKE 29 EMPLOYEES, IT WOULDN'T HAVE BEEN THAT EFFECTIVE. THAT'S WHAT THEY JUST LITERALLY TOLD ME. >> NO. I UNDERSTAND. I'M JUST TRYING TO CLARIFY BECAUSE WE JUST TALKED ABOUT HOW RECOMMENDATIONS 1-4 REPRESENTED IN HERE, BUT IT SOUNDS LIKE WE'RE NOT DOING. >> NOT 4, CORRECT. FOUR IS THE [OVERLAPPING] ONLY ONE THAT'S NOT INCLUDED. CORRECT. >> THE REASON FOR THAT IS YOU SAID THERE'S ONLY 29 EMPLOYEES? >> BECAUSE WE NEEDED FURTHER GUIDANCE, BECAUSE IN THE PAST YEAR I BELIEVE THEY STILL RECEIVED THE PAY INCREASE. [BACKGROUND] >> SURE. >> IS THERE A BALLPARK ESTIMATE IN TERMS OF THE TOTAL COST OF THAT 3% RAISE? >> CAN YOU GO TO THE MICROPHONE, PLEASE, MA'AM? >> I THINK IF YOU CALCULATE THE DIFFERENCE, IT'S $161,000 DIFFERENCE FROM MODEL 1 TO MODEL 3. I'M SORRY, THAT'S NOT WITH THE FREEZE. THAT'S WHAT THE INCREASE. >> TOTAL IN THE DISTRICT WITH A 3% INCREASE, SO IT CHANGES. IF YOU CHANGE THE PAY PLAN CONSIDERABLY, LESS PEOPLE WILL BE OVER THE MAX. BUT IF IT'S WITH THE 3% MODEL, A TOTAL OF 53 EMPLOYEES IN THE DISTRICT WOULD BE OVER MAX, AND IT'S APPROXIMATELY $47,000 TOTAL. >> I APOLOGIZE, SO YOU SAID THOSE POSITIONS ARE WHAT AGAIN? WHAT'S THE BREAKDOWN ON THAT? >> I DON'T HAVE SPECIFIC PEOPLE. I HAVE COUNTS. IT'S 26 CLERICAL PARAPROFESSIONAL EMPLOYEES, 22 AUXILIARY EMPLOYEES, FIVE ADMINISTRATIVE PROFESSIONAL EMPLOYEES. THIS IS FROM DATA THAT WAS SENT IN DECEMBER, SO THERE COULD BE SOMEONE LEFT. >> QUESTION. WOULD IT BE POSSIBLE TO BUMP UP THE MINIMUM WAGE TO THE $18, BUT EQUITY ADJUSTMENTS NOT TO EXCEED THE MAXIMUM RATE ASSIGNED TO THEIR PAY GRADE? IS THAT AN OPTION? THE EQUITY ADJUSTMENT WOULD NOT EXCEED THE MAXIMUM AMOUNT ASSIGNED TO THEIR PAY. WOULD THAT HELP REDUCE SOME OF THE COST AS WELL? >> THE MAX OF EACH PAY GRADE YOU WOULD HAVE TO ADJUST ALL OF THE PAY GRADES IN ORDER TO ENSURE EQUITY BETWEEN THE PAY GRADES, SO THAT BUMPS THE MAX OF EVERY PAY GRADE UP. >> YOU MAY NOT HAVE THE SAME AMOUNT OF PEOPLE MAXING OUT. THERE WILL BE NO NEED FOR ANY EQUITY ADJUSTMENTS. >> THAT'S WHY IT IS IMPORTANT FOR TASMI TO LOOK AT THAT DATA BECAUSE THEY ADJUST ALL OF THE PAY PLANS TO ENSURE WE DON'T HAVE, AN EMPLOYEE SUPERVISING SOMEONE WHO HIS PAY GRADE IS HIGHER THAN THEIRS. >> THANK YOU. CHRISTI HUBER, DO YOU HAVE ANY MORE? >> FIRST OF ALL, I'M I'M REALLY OPPOSED TO MAXING SOMEONE OUT AND TELLING THEM, WE'RE NOT GOING TO PAY YOU ANYMORE. I THINK THAT'S A HORRIBLE WAY TO LOOK AT OUR EMPLOYEES. I'M NOT SURE WHERE THAT CAME FROM, BUT YES. TOTALLY OPPOSED TO THAT ONE. >> THAT'S THE ONE RECOMMENDATION THAT WE DID NOT CONSIDER. >> ABINGTON, DO YOU HAVE ANY. YOU'RE GOOD? >> ABINGTON. DO YOU HAVE ANYTHING TO ADD? ANY QUESTIONS? I HAVE A COUPLE. >> IT'S OKAY. >> I'M BACKTRACKING TO OUR PREVIOUS BUDGET WORKSHOP. ALTHOUGH I UNDERSTAND THAT WE CAN MAKE A DECISION AND WE CAN'T GO THROUGH EVERY LITTLE THING, I JUST OWE IT TO MYSELF AND PROBABLY TO OTHERS TO ASK THIS QUESTION. THAT IS, WE HAD TALKED ABOUT AT THE LAST BUDGET WORKSHOP THAT THE CAMPUS BUDGETS WERE GOING TO BE DECREASED BY WAS IT 15%? I CAN'T FIND IT IN MY NOTE. >> 15%. >> 15%. THEN THAT WAS SOMETHING THAT NOW WE'RE LOOKING AT REINSTATING. THAT'S BECAUSE THAT WAS ALSO SAID, WHICH WAS A COMMITMENT THAT YOU GUYS MADE WAS THAT IF WE HAD ANY ADDITIONAL FUNDS THAT WE WOULD REINSTATE THOSE FIRST AND FOREMOST, YOU'RE COMMITTING TO THAT AND YOU'RE FOLLOWING THROUGH ON THAT. >> CORRECT. >> BUT I ALSO REMEMBER FROM THE BUDGET WORKSHOP THAT YOU HAD SAID THAT AT THE END OF THE YEAR, [01:25:01] THERE'S ACTUALLY A LITTLE BIT OF EXTRA MONEY LEFT IN THESE HENCE WHY YOU HAD PROPOSED THE 15% CUT. NOW, IF YOU COULD JUST REMIND ME WHERE THAT MONEY IS COMING FROM OR WHERE THAT MONEY IS GOING, WHICH BUCKET THAT'S GOING IN? I'M LOOKING FOR A LITTLE MONEY HERE AND THERE AS WELL. IS THERE ANY OPPORTUNITY TO CHANGE IT FROM WE REINSTATE, BUT MAYBE WE REINSTATE 10% OF IT? WE ONLY CUT IT 5%, AND THEN MAYBE WE HAVE A LITTLE EXTRA MONEY THERE THAT WE PLACE SOMEWHERE ELSE? I JUST HAD TO ASK. >> THE REASON WE REINSTATED THE 15% WAS BECAUSE TESLA AGAIN, I'M GOING TO CLARIFY THIS. THE ESTIMATE THAT WE'RE USING TO CALCULATE OUR REVENUE PROTECTION PAYMENT OR THE CHAPTER 313 PAYMENT IS BASED OFF OF AN ESTIMATE. WE DO NOT HAVE ANYTHING OFFICIAL FROM THE APPRAISAL DISTRICT, SO THAT STILL MAKES ME A LITTLE UNCOMFORTABLE. WE SHOULD BE GETTING THAT PRETTY SOON. I KNOW THE COMPANY HAS SUBMITTED THEIR PAPERWORK TO THE TRAVIS CENTRAL APPRAISAL DISTRICT, AND IT IS BETTER THAN ANTICIPATED OR BETTER THAN THE NUMBER THAT WE WERE USING AND WE SHARED THAT INFORMATION WITH THE BOARD ON FRIDAY. THE AMOUNT THAT IT'S INCREASING, I DO NOT HAVE YET. THOSE CALCULATIONS ARE RUN THROUGH AN INDEPENDENT PARTY, AND WE ARE WAITING FOR THEM TO HAVE THE OFFICIAL ESTIMATE VALUE SO THAT WE CAN HAVE THAT CALCULATED. NOW, SAME THIRD PARTY HAS BEEN VERY CLEAR AS TO HOW WE SHOULD UTILIZE THOSE FUNDS. THE CONCERN IS THAT THEY MAY BE USED FOR RECURRING COSTS, AND AS SOON AS THOSE FUNDS START OR THAT PROJECT STARTS REACHING COMPLETION THAT WE DON'T SEE THAT INCREASE, THEN WE'RE GOING TO BE IN A VERY TOUGH SITUATION. THAT'S THE ONLY PART THAT I WANT YOU TO UNDERSTAND THAT ALTHOUGH WE MAY BE GETTING MORE OF THAT MONEY, WE'RE NOT GUARANTEED THAT MONEY THE YEAR AFTER. IF YOU WERE IN THE BUDGET WORKSHOP AND I WENT OVER HOW THE CHAPTER 313 REVENUE PROTECTION PAYMENT WORKS, THE ONLY GUARANTEE IN THAT AGREEMENT IS THE $1 MILLION THAT WE GET IN SUPPLEMENTAL PAY. BUT THE BULK OF THAT MONEY COMES FROM WHAT IT'S CALLED A REVENUE PAYMENT PROTECTION, AND THAT IS CALCULATED ON THE GROWTH OVER THE PREVIOUS YEAR. IF THE COMPANY WAS WORTH ONE BILLION DOLLARS THE FIRST YEAR AND GREW TO 2.5 LAST YEAR, THEN WE RECEIVE $15 MILLION, FOR EXAMPLE. AND IF THEY GREW ANOTHER BILLION THE NEXT YEAR, THEN THAT MIGHT DECREASE BECAUSE THEY DIDN'T GROW AS MUCH SO MAYBE WE ONLY GET $10 MILLION. IF NEXT YEAR THEY ONLY GROW $500 MILLION FROM THIS PROPERTY VALUE THIS YEAR TILL NEXT YEAR, THEN THAT PAYMENT IS GOING TO GO DOWN. THEN THE EXAMPLE IF IT ONLY GREW FOR 500 MILLION, THE EXAMPLE WAS THAT WE WOULD ONLY GET NOT EVEN HALF A MILLION IT WAS 400 AND SOME THOUSAND DOLLARS SO IT'S A BIG DECREASE. THAT'S THE ONLY THING THAT I WANT TO CAUTION AND I CAN SHARE THAT INFORMATION WITH YOU FROM OUR THIRD PARTY SO THAT YOU CAN HAVE THAT AVAILABLE. BUT THAT'S THE ONLY THING THAT I WANT THE BOARD TO UNDERSTAND THAT WHEN THAT PROJECT STARTS REACHING COMPLETION AND YOU DON'T HAVE THE GROWTH, THEN IT'S GOING TO BE A VERY TOUGH POSITION FINANCIALLY FOR THE DISTRICT. >> I THINK JUST TO HELP WITH RECALL FROM THE BUDGET WORKSHOP, SO THAT GROWTH IS AT 500 MILLION NEXT YEAR. THIS YEAR IS AT 2.5 BILLION. IF IT'S ONE-FIFTH OF THAT, THEN THE PAYMENT WE GET FROM TESLA, AND YOU CORRECT ME IF I'M WRONG, GOES FROM $17 MILLION IN A REVENUE PROTECTION PAYMENT TO $408,000. >> CORRECT. >> IT'S A PRETTY BIG LEAP IN TERMS OF IF THEY'RE SHORT BY TWO BILLION DOLLARS OF THE GROWTH, IT'S AT 500 MILLION, THEN WE GET OVER $16 MILLION LESS NEXT YEAR. >> CORRECT. >> I DON'T WANT TO KEEP SCARING EVERYBODY INTO WHAT IFS, AND IFS, WHEN IFS, TYPE OF SITUATIONS BECAUSE I THINK IT'S GOING TO BE THIS BOARD THAT NEEDS TO FIGURE OUT THIS BUDGET GOING AFTER THIS YEAR AND FIGURE OUT WHAT WE NEED TO DO, REGARDLESS OF WHAT TESLA IS GOING TO DO, WE HAVE TO HAVE A BACKUP PLAN. WE DON'T HAVE THAT NOW, AND I DON'T WANT US TO TAKE THAT INTO CONSIDERATION WITH THIS CURRENT BUDGET RIGHT NOW BECAUSE THOSE ARE THINGS WE NEED TO FIX IN THIS UPCOMING YEAR SO THAT WE DON'T HAVE THE SESSIONS OF WHAT IFS, AND IFS. I STILL LIKE MY ORIGINAL PROPOSAL, BUT I WOULD LIKE TO CHANGE IT TO WHAT ANN RECOMMENDED IF WE COULD USE IT TO GO TOWARD THEIR TRS FUNDS. I'M TOTALLY OKAY WITH THAT. I DON'T WANT TO SPEND A LOT OF TIME ON JUST WHAT IFS. I THINK THAT WE CURRENTLY HAVE THE BUDGET RIGHT NOW AS WELL AS IN GENERAL FUNDS TO ADOPT A BUDGET TONIGHT WITH THE PROPOSALS THAT I DID MAKE. [01:30:06] >> THANK YOU. ONE MORE QUESTION THAT I HAD WAS TRUSTEE WOODY YOU HAD SAID THE 2,000 FOR THE FIVE-PLUS YEARS AND THE 5,000 FOR THE 15-PLUS YEARS. IS THAT ACCURATE? IS WHAT YOU WERE PROPOSING? >> CAN YOU SAY AN ADDITIONAL TWO GRAND FOR 1. >> FIFTEEN AND 20. >> YEAH. 15 20. I WROTE THAT DOWN WRONG. WHAT'S BEING PROPOSED IS CAN YOU REMIND ME HOW MUCH YOU WERE PROPOSING FOR THAT RETENTION? WAS THERE ANYTHING BEING PROPOSED? NOT THE PD STIPEND BUT JUST A RETENTION. >> WHAT I HAVE IS 15 PLUS YEARS 2,000, 20 PLUS YEARS 5,000. THOSE WERE THE ONLY TWO ADDITIONAL. THE REST WAS $1,000 FOR EVERYONE. >> THAT'S WHAT YOU HAD PROPOSED AS WELL OR THAT'S JUST WHAT TRUSTEE [INAUDIBLE]. >> THAT'S WHAT I BELIEVE. >> DID THE ADMIN PROPOSE ANYTHING FOR RETENTION STIPEND AT ALL? >> JUST A SAFE DEVELOPMENT STIPEND FOR $1,000. >> THAT IS SOMETHING THAT I WOULD I'M GOING TO PUT OUT THERE THAT I THINK IS IMPORTANT IS THAT WE DO SOME KIND OF RETENTION. IF WE CAN'T DO THE 2,000 AND THE 5,000 BECAUSE THAT IS A LOT OF MONEY. I FEEL LIKE IF WE CAN DO SOMETHING THAT WOULD BE GOOD. >> I BELIEVE WE WANT TO CALL IT A STIPEND, NOT RETENTION, SO WE CAN GO TO TRS. >> THAT'S RIGHT. CALL IT WHAT YOU MUST. I DON'T KNOW WHAT THE TERMINOLOGY IS, BUT SOMETHING FROM A RETENTION STANDPOINT. >> WHAT IS YOUR RECOMMENDATION? BECAUSE I DON'T WANT TO REDUCE IT TOO MUCH. I MEAN, THE WHOLE POINT IS TO RETAIN THOSE TEACHERS THAT HAVE BEEN HERE ALONG TIME. >> I THINK WE'RE ALL ON THE SAME PAGE HERE. WE WANT TO MAKE SURE THAT THEY ARE RECOGNIZED OR APPRECIATED THAT WE KEEP THEM HERE. I THINK THE RECOMMENDATION FROM PUBLIC COMMENT WAS, HOLD ON. PULL UP THE LOVELY LETTER WE HAVE HERE. IT WAS 1,000 FOR EMPLOYEES WITH MORE THAN FIVE YEARS OF SERVICE AND 1,500 FOR THOSE WITH MORE THAN TEN YEARS OF SERVICE. THAT'S A ONE TIME. WAS THAT CORRECT? ONE TIME NON REOCCURRING. >> [INAUDIBLE] ANYTHING? >> YEAH. THIS IS JUST FOR THOSE FIVE YEARS PLUS. >> FROM STAFF, CAN WE GET A NUMBER OF ABOUT HOW MANY EMPLOYEES THAT ACTUALLY IS? >> NOT REALLY. I FEEL LIKE THAT IS SOMETHING THAT, AGAIN, NOT NUMBER CRUNCHING, THAT'S LOWER THAN WHAT YOU HAD PROPOSED. ALTHOUGH I BELIEVE THAT WHAT YOU PROPOSE TRUSTEE WOODY IS MORE ACCEPTABLE. I DON'T KNOW THAT WE'RE ABLE TO DO THAT SO THEN JUST MEETING THEM WITH WHAT THEY'RE ASKING. >> YEAH. >> I'M OKAY WITH THAT. I DO WANT US TO CONSIDER THAT WE'VE ALWAYS HAD A VERY HEALTHY FUND BALANCE, AND I GET THAT WE WANT TO MAKE SURE WE HAVE MONEY FOR THREE MONTHS. I TOTALLY GET THAT. BUT EVERY YEAR WE COME BACK AND I HEAR STAFF AND I HEAR PEOPLE SAYING, EVERY YEAR, YOU'LL HAVE 40 SOMETHING PERCENT FUND BALANCE. EVERY YEAR, PEOPLE ARE JUST VERY UPSET WITH THE BOARD OF WHY ARE YOU ALWAYS CUTTING US WHEN EVERY YEAR YOU COME BACK WITH 40 SOMETHING PERCENT IN YOUR FUND BALANCE? I JUST WANT US TO CONSIDER THAT WHEN WE'RE THINKING ABOUT IT AND I'M OKAY WITH THAT YOUR PROPOSAL AS LONG AS WE GET TO THEM SOMETHING FOR THE YEARS THAT THEY'VE BEEN HERE. >> THANK YOU. >> I'M GOING TO LOOK THIS WAY ON THE DAIS NOW AND SEE IF ANYBODY HAS ANY COMMENTS OR QUESTIONS OR PROPOSALS. >> [INAUDIBLE] OR STAFF, IF WE CAN'T DO THE RAISE IN THE MINIMUM WAGE, IS THERE SOMETHING THROUGHOUT THIS COMING YEAR TO LOOK AT AND START BRINGING THAT UP? IS THAT POSSIBLE? IF WE CAN'T DO THE RAISE OF THE MINIMUM WAGE THIS TIME AROUND, CAN WE LOOK AT THAT FOR THE COMING YEAR TO START LOOKING AT THE MINIMUM WAGE AND RAISING THAT? >> ALSO IN THE BUDGET WORKSHOP, THE OTHER ITEM THAT WAS INCLUDED WAS A STAFFING STUDY SO THAT WE REALIGN SOME OF OUR RATIOS AND SEE WHERE WE HAVE EFFICIENCIES, AND WE CAN POTENTIALLY SAVE MORE MONEY AND REINVEST THOSE MONIES BACK IN OUR STAFF JUST IN A DIFFERENT WAY. THAT IS A POSSIBILITY. WE COULD ALSO DO WITH THE GOAL IN MIND OF BEING ALSO THE LEADER IN OUR MINIMUM WAGE IN OUR AREA, HAVE A MULTI YEAR PLAN, WHETHER IT'S A THREE-YEAR PLAN WHERE WE [01:35:01] WANT TO BE AT THE TOP AND THAT'S WHERE WE'RE GOING TO CONCENTRATE OUR RESOURCES. IT'S ALSO AN OPTION TO HAVE A MULTI YEAR PLAN TO TRY TO ADDRESS THOSE THINGS. >> YEAH. I DON'T WANT TO MAKE A COMMITMENT FOR MULTI YEAR TONIGHT BECAUSE WE CAN'T EVEN GET THIS YEAR GOING. BUT I THINK THAT'S A GREAT IDEA THAT WE SHOULD THINK ABOUT AS A BOARD FOR FUTURE WORKSHOPS. >> THANK YOU. ANY MORE ALONG THIS SIDE OF THE DAIS? >> I HAD A QUESTION FOR TRUSTEE WOODY, JUST FOR MY CLARIFICATION. WHEN YOU STATED YOUR PROPOSAL FOR THE $18 ACROSS THE BOARD MINIMUM WAGE, IS THAT LIKE IN CONJUNCTION WITH A 3% OR IS THAT LIKE SEPARATE? IF THE 3% PUT THEM OVER THAT $18 MINIMUM WAGE, WOULD THAT BE THEIR CAP OR IS THAT $18 WAGE PLUS? >> THE $18 MINIMUM WAGE WOULD BE THE MINIMUM WAGE FOR ANYBODY THAT STARTS AND THEN THERE WILL BE AN EQUITY ADJUSTMENT FOR EVERYBODY ELSE. THEN ACCORDING TO THIS THERE WAS A 3% INCREASE WITH THAT. BECAUSE EVEN IF YOU DO $18 AND YOU DO AN EQUITY ADJUSTMENT, THE EQUITY ADJUSTMENT IS PROBABLY ONLY GOING TO BE LIKE 10, 15 CENTS CONSIDERING HOW MUCH SOME OF THESE FOLKS MAKE. WE WOULD WANT TO DO OUR DUE DILIGENCE BECAUSE YOU DON'T WANT SOMEBODY WHO JUST STARTED MAKING 18 AND SOMEBODY WHO'S BEEN THERE FOR 10 YEARS MAKING 18.50. THERE WOULD BE THAT EQUITY ADJUSTMENT PLUS THE 3%. >> THEN I HAD ONE OTHER QUESTION. WITH THE STAFF DEVELOPMENT STIPEND, WOULD THAT BE ALSO IN CONJUNCTION WITH THE RETENTION? IF IT WAS PROPOSED THAT YOU SET THE 2,000 FOR 15 YEARS PLUS IN ADDITION TO THE STAFF DEVELOPMENT? >> I WAS THINKING IT AS AN ADDITION. >> THAT WAS MY PROPOSAL. >> THANK YOU. TRUSTEE PANTOJA, DO YOU HAVE ANY COMMENTS, QUESTIONS? WE HAVE A COUPLE MORE ON THIS. >> I'M SORRY. DO YOU HAVE A QUESTION? >> JUST A COUPLE OF COMMENTS. I THINK WHAT'S BEEN STATED IS WE HAVE TO REALLY CONSIDER NOT JUST NEXT YEAR, BUT LONG-TERM AS OUR CFO KEEPS TELLING US WE DON'T KNOW AND WITH THE STATE NOT WANTING TO FUND US, THE CHANCE OF VOUCHERS WHICH MEANS WE COULD EVEN GET LESS MONEY THAN NOW FROM THE STATE. I THINK IT'S REALLY IMPORTANT TO THINK LONG-TERM. WHEN THE PANDEMIC OCCURRED, AND WE HAD TO SPEND A LOT MORE MONEY IN SOME AREAS, WE DID GET FEDERAL FUNDS. BUT I REMEMBER A FEW YEARS AGO WHEN THE RECESSION HIT AND WE WERE THE ONLY DISTRICT THAT DID NOT CUT ANY EMPLOYEES. EVERY DISTRICT AROUND HERE RIFFED EVERY FIRST YEAR TEACHER UNTIL THEY SAW THAT THEY WERE GOING TO HAVE THE MONEY TO HIRE THEM BACK. I DON'T KNOW IF SOME OF Y'ALL REMEMBER THAT. BUT IT WAS A LOT OF PRIDE IN DEL VALLE BECAUSE WE DIDN'T CUT ANY TEACHERS BECAUSE WE WERE VERY CAUTIOUS OF THE BUDGET AND POSITIONS, ETC. I WANT US TO THINK OF THAT TOO. I THINK TRUSTEE WORTHINGTON HAS MENTIONED THAT SEVERAL TIMES, IS THAT THAT'S ONE OF THE REASONS SOMETIMES AND I SPENT A LOT OF YEARS TELLING DISTRICTS, YOU'VE GOT THIS GREAT FUND BALANCE, BUT ON THE OTHER HAND, I DIDN'T REALIZE AND WHAT YOU'VE EXPLAINED SO WELL TONIGHT IS THAT WE USE THAT FUND BALANCE UP TO DECEMBER. IF THERE'S ANY KIND OF CATASTROPHE, IT COMES OUT OF THE FUND BALANCE BEFORE INSURANCE OR THE STATE OR SOMEONE REIMBURSES US. YOU HAVE TO WEIGH BOTH OF THOSE. I THINK WE ALWAYS HAVE TO KEEP THAT IN MIND IS NOT JUST NEXT YEAR, BUT AS A BOARD, WE NEED TO THINK AHEAD SEVERAL YEARS AHEAD OF WHAT COULD HAPPEN AND NOT LEAVE FUTURE BOARDS IN REAL-TIME BEHIND. BUT ALSO, I'M WONDERING ABOUT THE RETENTION BUDGET, IF WE JUST GIVE THE ONE-TIME RETENTION AND NEXT YEAR THEY DON'T GET IT IN THE NEXT '25 '26, THEY COULD ACTUALLY GET LESS THE NEXT YEAR THAN WHAT THEY WOULD MAKE BECAUSE THEY'RE NOT RECEIVING THE RETENTION BUDGET. >> CORRECT. >> I THINK THAT WOULD BE A HARD HIT FOR A LOT OF EMPLOYEES. IF WE GIVE A PAY RAISE, YES, BUT I'M JUST THINKING IN TERMS IF IT'S JUST A ONE-TIME RETENTION BUDGET, AND I'VE GOT 1,500 AND THE PAY RAISE ISN'T 1,500, I COULD BE MAKING LESS MONEY, AND THEN WE DON'T HAVE THE STIPENDS ANYMORE. THERE'S A LOT OF PIECES TO THIS THAT I THINK WE NEED TO LOOK AT NOT JUST THIS YEAR, WHAT'S GOING TO HAPPEN, AND WE'RE NOT ADOPTING THE BUDGET TONIGHT. WE'RE ADOPTING THE COMPENSATION PLAN, CORRECT? >> CORRECT. >> HOPEFULLY TONIGHT BECAUSE A LOT OF YOU WERE NOT AT THE BUDGET WORKSHOP, WE HAVE TO ADOPT THE COMPENSATION PLAN. THE BUSINESS DEPARTMENT HAS SEVERAL WEEKS TO PUT IN PLACE ALL THE NUMBERS INTO THE BUDGET, AND THEN WE ADOPT THE BUDGET NO LATER THAN JUNE 30TH. [01:40:03] IT'S REALLY IMPORTANT THAT WE GET THIS DONE. THANK YOU. >> I HAVE A COMMENT TO THAT, AND THAT IS IT'S A VERY GOOD CLARIFYING POINT I THINK FOR EVERYBODY TO UNDERSTAND IS THAT IF THIS WERE TO BE APPROVED THIS YEAR WITH THE ADDITIONAL ONE-TIME STIPENDS, NEXT YEAR, THEY MAY ACTUALLY BE GETTING LESS. THAT IS A HARD PILL TO SWALLOW, BUT AT THE SAME TIME, I THINK OF IT PERSONALLY. I WOULD RATHER JUST GET THE MONEY THAN NOT GET THE MONEY. I JUST WANT TO PUT THAT IN THERE. [OVERLAPPING] IT'S A ONE-TIME BUDGET; A ONE-TIME THING. WE DON'T WANT TO SAY THAT WE'RE COMMITTING TO MULTIPLE YEARS. WE DON'T WANT TO PUT THAT OUT THERE. TRUSTEE WOODY, SHE'S LIKE, I DON'T WANT TO COMMIT TO A RE-OCCURRENCE. WE NEED TO LOOK AT OUR BUDGET AND SEE WHAT WE'RE GOING TO DO. AS LONG AS PEOPLE ARE UNDERSTANDING THAT THEN I THINK THAT'S WHERE I'M AT WITH IT. >> TRUSTEE HEUBERGER, DID YOU HAVE SOMETHING ELSE? >> NO. >> TRUSTEE WEGNER. >> CAN WE GO BACK TO THE TEACHER MARKET COMPARISON SLIDE, PLEASE? >> NO, THERE WE GO. >> [INAUDIBLE] >> YES. THE LINEAR GRAPH. CONSIDERING THAT I HAVE OVER TWO YEARS LEFT ON MY TERM, AND I'VE ASKED FOR THIS MULTIPLE YEARS. FOR THOSE OF US THAT ARE MATH GEEKS, CAN WE PLEASE GET THE BREAKDOWN OF HOW MANY EMPLOYEES ARE THE 0-1-YEAR SALARY, FIVE-YEAR SALARY, 10-YEAR SALARY, 15 AND 20-YEAR SALARY ON OUR NEXT MEETINGS BECAUSE IT HELPS US. THANK YOU. [APPLAUSE] >> TA HAS A BREAKDOWN. I'M GOING TO READ THAT OUT LOUD. THE MOST RECENT YEAR THAT THEY REPORTED FROM THE TAPR REPORT, IS THAT 7% OF TEACHERS IN DEL VALLE, JUST TO CLARIFY THIS IS NOT FOR THE '23, '24, NOT THIS MOST RECENT YEAR, NOT THIS CURRENT SCHOOL YEAR, BUT THE YEAR BEFORE, '22, '23, THE BREAKDOWN WAS 7% BEGINNING TEACHERS, 36.5% WITH 1-5 YEARS OF EXPERIENCE, 23.7 WITH 6-10 YEARS EXPERIENCE, 21.1% 11-20 YEARS EXPERIENCE, AND 0.5% WITH 21-30 YEARS EXPERIENCE, AND THEN 2.2 WITH OVER 30 YEARS OF EXPERIENCE. I DON'T KNOW IF THAT'S HELPFUL. >> I ACTUALLY DO HAVE THAT INFORMATION FOR CURRENT INFORMATION BY TEACHERS, NOT FOR ALL EMPLOYEES. >> IT'S FINE. LET'S JUST MOVE ON TONIGHT. LET'S JUST GET IT FOR THE NEXT TIME BECAUSE I'LL STILL BE HERE. >> CAN I ASK ONE MORE QUESTION? >> TRUSTEE WORTHINGTON, ONE MORE QUESTION [INAUDIBLE] >> HOW MUCH IS THE TOTAL VALUE OF THE $1,000 STIPEND? THAT'S FOR EVERYBODY, RIGHT? THE PD STIPEND? >> MM-HMM. WE'RE ESTIMATING 1,900 EMPLOYEES, SO ABOUT 1.9 MILLION. >> 1.9 MILLION. WHAT'S THE TOTAL, THE ABSOLUTE VALUE OF THE $1,000 PD STIPEND? >> I'M SORRY, DID YOU SAY WE'RE 1,900 EMPLOYEES FOR ALL EMPLOYEES? >> ABOUT. >> ISH? THANK YOU. >> ANY OTHER QUESTIONS BEFORE WE HAVE A PROPOSAL COMING UP? GO AHEAD, TRUSTEE WOODY. >> I'D LIKE TO MAKE A MOTION TO APPROVE THIS AMENDED MODEL OF 3% MODEL WITH ADDITIONAL INCREASE FOR TEACHERS, LIBRARIANS, AND NURSES. THAT'S THE $1,642,000. THE 3% INCREASE RATE FOR ADMINISTRATIVE PARAPROFESSIONAL PAY PLAN FOR PAY GRADES 1-5. CLERICAL PARAPROFESSIONAL PAY PLAN, 18% MINIMUM WAGE INCREASE WITH [OVERLAPPING] >> EIGHTEEN DOLLARS. >> [LAUGHTER] EIGHTEEN DOLLARS, NOT PERCENT. SORRY ABOUT THAT, GUYS. [LAUGHTER] THANK YOU. EIGHTEEN DOLLARS. I HAVE A TRUSTEE HERE TO CORRECT ME. FOR CLERICAL PARAPROFESSIONAL PAY PLAN AND AUXILIARY PAY PLAN WITH [01:45:02] EQUITY ADJUSTMENTS AND A 3% INCREASE AFTER THE EQUITY ADJUSTMENT. THE $1,000 STIPEND FOR ALL EMPLOYEES FOR, WHAT DO WE CALL IT? >> PERSONAL DEVELOPMENT. >> PERSONAL DEVELOPMENT AND AN INCREASE OF $1,000 FOR EMPLOYEES WITH FIVE OR MORE YEARS OF SERVICE, AND $1,500 FOR THOSE WITH 10 OR MORE YEARS OF SERVICE TO THE DISTRICT. >> DO I HAVE A SECOND? >> AS CLEAR AS THAT WAS, YES, MA'AM, YOU DO. >> WELL, THEN WE WILL VOTE. ALL THOSE IN FAVOR? YOU KNOW WHAT? I'M GOING TO DO IT. I WAS LIKE I HAVE TO. [INAUDIBLE] [APPLAUSE] CAN WE RAISE OUR HANDS A LITTLE HIGHER SO WE CAN DOUBLE CHECK 1, 2, 3, 4, 5, 6, 7, 8, 9. WE HAVE UNANIMOUS 9,0. MOTION PASSES. [APPLAUSE] >> I DO WANT TO MAKE A COMMENT THAT I DO REALIZE THAT THIS IS GOING TO PUT A STRAIN ON OUR BUDGET THIS YEAR, AND I KNOW FROM THE BOARD AND STAFF, WE'RE GOING TO BE COMMITTED TO MAKING SURE THAT THIS IS NOT GOING TO BE A STRAIN FOR FURTHER FUTURE YEARS. THAT'S A COMMITMENT I'M MAKING AS A BOARD MEMBER, AND I HOPE THE REST OF THE BOARD CAN MAKE THE SAME. THANK YOU. [APPLAUSE] >> THE RETENTION BUDGET, WHEN WAS THAT GOING TO BE FUNDED? SOMETIMES THE RETENTION BUDGETS ARE FUNDED IN JANUARY AFTER THE EMPLOYEES HAVE BEEN HERE FOR AT LEAST HALF THE YEAR. HAVE YOU ALL THOUGHT ABOUT WHEN THAT MIGHT BE? >> THE ONLY ONE WE HAD DISCUSSED WAS THE PD STIPEND, AND THAT WAS ESSER FUNDED. >> I KNEW THAT ONE, BUT I'M THINKING NOW THAT WE'VE [OVERLAPPING] >> IDEAS BEFORE THE BOARD, I DON'T KNOW IF THEY WOULD LIKE TO DO IT AT THE END OF THE YEAR WHEN THEY'VE COMPLETED THE YEAR. THEY'VE STAYED WITH THE DISTRICT FOR THE YEAR AND THEN THEY GET THE RETENTION IN MAY. I KNOW THAT NOW DVU IS DURING OCTOBER AND IT GETS PAID IN MAY. I DON'T KNOW. WE WOULD NEED FURTHER CLARIFICATION ON THAT DETENTION STIPEND. >> I JUST WANT STAFF TO UNDERSTAND THAT MEANS CLARIFICATION, THAT WE'LL FIGURE OUT, ESPECIALLY, WE DON'T KNOW ALL THE NUMBERS YET. WE DON'T KNOW WHEN THE TAXES ROLL IN IN DECEMBER, SO IT MIGHT BE THAT THERE MAY BE SOME TIME TO FIGURE OUT WHEN THAT'S THE BEST TIME TO DO THE RETENTION BUDGET. THANK YOU. >> TRUSTEE WORTHINGTON. >> I WOULD JUST LIKE AS SOON AS WE CAN AN UPDATE ON POTENTIAL REVENUES FROM THE THREE GOLDEN PENNIES AND WHAT THAT MAY YIELD, AS WELL AS A CLARIFICATION OF THE BUDGET POSITION NOW THAT WE PASSED THIS BUDGET, DOES THAT MEAN? >> SURE. >> COOL. >> THANK YOU. I'D JUST LIKE TO MAKE A COMMENT, AND THAT IS, THANK YOU ALL FOR COMING AND SPEAKING IN TIME TO HELP US UNDERSTAND WHAT IT IS THAT YOU ARE WANTING OR YOU ARE WANTING, BUT ALSO WANTING AS REASONABLY AS POSSIBLE. WE'RE TRYING TO GET YOU WHAT WE FEEL YOU CAN DESERVE, BUT YOU HAVE MET US AND ALSO SAID WE UNDERSTAND WHAT IS WE [INAUDIBLE] WITH THAT SAID, I KNOW THAT THIS IS GOING TO BE TOUGH ON US, ON THE DISTRICT, SO THANK YOU, MISS CONSINO AND TEAM, BECAUSE I KNOW THIS IS A TOUGH ONE AND THAT WE'VE ASKED FOR MORE THAN WHAT WAS PROPOSED. BUT WE'RE HERE TO WORK WITH YOU AND I JUST WANT EVERYBODY TO UNDERSTAND THAT WE'RE GOING TO HAVE TO LOOK AT THE BUDGET, AND WE HAVE TO BE CAREFUL. THERE MAY BE OTHER THINGS THAT I UNDERSTAND WE'RE TRYING TO DO THE RIGHT THING HERE. JUST THANK YOU. THANK YOU FOR YOUR INPUT. ANY OTHER COMMENTS? [APPLAUSE] WELL, WITH THAT, DO I HAVE A MOTION? A MOTION TO ADJOURN. DO I HAVE A SECOND? WE WILL ADJOURN AT 8:24. * This transcript was compiled from uncorrected Closed Captioning.