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ATTENTION BEFORE THE MEETING BEGIN? WE ASK THAT EVERYONE, PLEASE SILENCE YOUR CELL PHONES.
THE FORT BEND ISD BOARD OF TRUSTEE MEETING IS AN OPEN MEETING FOR THE PUBLIC TO OBSERVE. THE BOARD CONDUCTING DISTRICT BUSINESS. THEREFORE, PATRONS MAY ONLY ADDRESS THE BOARD DURING THE DESIGNATED AUDIENCE ITEM SECTION ON THE AGENDA. IF YOU HAVE PRINTED MATERIALS YOU WANT TO GIVE TO BOARD MEMBERS, YOU MUST PROVIDE THEM TO ME OR ANY OFFICER PRESENT AND WE WILL PROVIDE THEM TO THE BOARD. WE ALSO ASK THE MEMBERS OF THE AUDIENCE BE RESPECTFUL OF OTHERS BY REMAINING QUIET, SO THAT EVERYONE IS ABLE TO HEAR THE
[1. Call to order]
PROCEEDINGS. THANK YOU. THANK YOU SERGEANT. THE TIME IS 5:01 P.M. AND THIS MEETING IS HEREBY CALLED TO ORDER. WE HAVE THE PRESENCE OF A QUORUM ATTENDING IN PERSON. AND NOTICE OF THIS MEETING HAS BEEN POSTED ONLINE AND AT THE FORT BEND ISD ADMINISTRATION BUILDING FOR AT LEAST THREE BUSINESS DAYS. FIRST UP ON OUR AGENDA IS PUBLIC COMMENT AND WE HAVE NO SPEAKERS SIGNED UP THIS EVENING. SO WE WILL GO RIGHT INTO OUR INFORMATION ITEM. DOCTOR SMITH, WE HAVE ONE THAT'S FOR THE NEXT MEETING 6:00. ALL RIGHT. THANK YOU. MADAM PRESIDENT, GOOD EVENING EVERYONE. GLAD TO SEE YOU THIS EVENING. WE ARE GOING TO BEGIN THIS EVENING WITH OUR FIRST INFORMATION ITEM, WHICH IS THE BOND 2023 UPDATE. MISS BROWN WILL LEAD THE PRESENTATION. MISTER GWEN ALSO WILL BE PARTICIPATING IN THE PRESENTATION. AND THEN WE HAVE MEMBERS. OH, THIS IS. YEAH, YEAH, YEAH. GOT IT, GOT IT, GOT IT, GOT IT. SORRY. I'M ALREADY READY TO GO AT THE NEXT MEETING. I AM, I AM. OKAY. SO. SO I I'LL DO WHATEVER YOU WANT. SO, AMY, I SAW THE LOOK OVER THERE. YOU DIDN'T REALLY WANT EMBARRASS ME, BUT YOU WERE TELLING ME IN SO[3.A. TASB Compensation Study Findings]
MANY WORDS. NO. IT'S ME. SO? GOT IT. THE COMPENSATION STUDY. YES, SIR. GOOD EVENING EVERYONE.IT IS MY PLEASURE THIS EVENING TO INTRODUCE YOU ALL TO MISS AMY CAMPBELL FROM TASB HR SERVICES. AMY BRINGS EXTENSIVE EXPERTISE IN HUMAN RESOURCES AND SCHOOL DISTRICT SUPPORT.
AND FOR MANY YEARS, SHE'S BEEN HELPING LEADERS ACROSS THE STATE TO NAVIGATE CHALLENGES RELATED TO RECRUITING AND RETAINING AND COMPENSATING STAFF. AND SO WE WERE VERY FORTUNATE TO HAVE HER TO LEAD THE EFFORTS ON THE COMPENSATION STUDY HERE FOR FORT BEND ISD.
SO THIS EVENING, IN A WORKSHOP FORMAT, SHE'LL BE WALKING US THROUGH THE COMPENSATION STUDY RESULTS. AND THE PURPOSE OF THE STUDY IS TO PROVIDE US WITH SOME DATA DRIVEN INSIGHTS INTO OUR COMPENSATION PRACTICES AND THEN TO ANALYZE OUR SALARIES, OUR STIPENDS AND OUR PAY STRUCTURES. AND SO THIS EVENING, AS SHE WALKS THROUGH THE INFORMATION, SHE'S GOING TO ALSO GIVE US SOME RECOMMENDATIONS. AND THOSE RECOMMENDATIONS ARE WILL BE IN LIGHT OF WHERE WE ARE CURRENTLY AS A DISTRICT. AND THEN WE'LL BE ABLE TO TAKE THAT INFORMATION, EVALUATE IT, AND COME BACK WITH SOME RECOMMENDATIONS THAT ARE ALIGNED WITH WHERE WE ARE AS A DISTRICT. AND SO ULTIMATELY, IT'S GOING TO JUST GIVE US THE TOOLS THAT WE NEED TO MAKE INFORMED DECISIONS TO BALANCE OUR FISCAL RESPONSIBILITY WITH THE NEED THAT WE KNOW WE HAVE TO BE ABLE TO RECRUIT AND RETAIN QUALITY STAFF HERE IN THE DISTRICT. AND SO IN FRONT OF YOU, YOU HAVE TWO DOCUMENTS. ONE IS A COPY OF THE PRESENTATION. IT LOOKS LIKE THIS. THE FORT BEND ISD PAY SYSTEMS REVIEW. THAT IS ONE DOCUMENT, AND IT WILL ALSO BE PROJECTED ON THE SCREEN. AND THEN THE SECOND DOCUMENT YOU HAVE BOUGHT IS A COMPENSATION STUDY BOARD WORKSHOP NOTE CATCHER. IT'S BACK IN FRONT AND IT JUST HAS SOME BLANKS THERE FOR SOME OF THE BIG PIECES THAT MISS CAMPBELL WILL REVIEW WITH YOU ON THIS EVENING. I SEE THAT WE'RE WORKING ON THE SCREEN AND SO WE WILL GET STARTED IN LIEU OF THAT. AND AS SOON AS IT COMES ON, THEN WE'LL BE ABLE TO SEE IT ON PROJECTED ON THE SCREEN AS WELL. SO WITHOUT FURTHER ADO, MISS AMY CAMPBELL. YES, MA'AM. OH, YEAH. NO WORRIES. SO WE ARE HAVING TECHNICAL DIFFICULTIES, AND OUR PRESENTATION IS NOT PROJECTING.
I UNDERSTAND. SO ALL OF YOU GUYS SHOULD HAVE THIS AT YOUR AT YOUR SEAT. AND I'M SURE LONG AND FRIENDS ARE GOING TO BE WORKING TO GET THAT REESTABLISHED REALLY QUICKLY.
THANK. SINCE THE AUDIENCE CAN'T SEE THE PRESENTATION AT HOME, LET'S I MEAN WE'RE GOING TO BE POSTING IT ANYWAY, BUT LET'S MAKE SURE IT'S POSTED PUBLICLY FOR FOR EVERYONE TO SEE IF YOU NEED ME TO GET OUT OF YOUR WAY, JUST LET ME KNOW. OKAY. SO I'LL JUST READ WHAT'S ON THE SLIDE FOR NOW TO GET US STARTED, IF THAT'S OKAY. IS YOUR MIC ON? OH, YES. I'LL JUST BE CLOSER TO IT.
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GOOD EVENING. I'M AMY CAMPBELL, DIRECTOR OF HR SERVICES AT TASB. WHEN I WALKED IN THE ROOM A LITTLE BIT AGO, I GOT A LITTLE BIT OF DEJA VU. BUT THE LAST TIME I WAS HERE PRESENTING COMP STUDY RESULTS WAS 2012 OR 2013. SO IT'S BEEN A LITTLE WHILE. SO WE WORK WITH ABOUT 200 DISTRICTS IN THE STATE EVERY YEAR ON COMPENSATION STUDIES LIKE THIS, AND THE PURPOSE OF COMPENSATION STUDIES IS TO OBJECTIVELY EXAMINE THE COMPETITIVE JOB MARKET. YOU HAVE TO BE ABLE TO COMPETE WITH OTHER DISTRICTS, WITH OTHER EMPLOYERS IN THE AREA, TO RECRUIT AND RETAIN TALENT. WE MAKE RECOMMENDATIONS FOR INTERNALLY FAIR PROCESSES BECAUSE CERTAINLY WE WANT TO BE SURE THAT THE DISTRICT IS FOLLOWING ALL APPROPRIATE PROCEDURES FOR PAYING FAIRLY AND EQUITABLY, AND THEN WE WANT TO BE SURE THAT THE DISTRICT IS ENGAGING IN EXTERNALLY COMPETITIVE PAY PRACTICES. AND THEN WE RECOMMEND STRATEGIES THAT ALIGN WITH YOUR DISTRICT GOALS AND WITH AVAILABLE FUNDING. SO THIS IS A KIND OF STRANGE TIMING OF A COMPENSATION STUDY, BECAUSE WE STARTED WORKING WITH YOU SEVERAL MONTHS AGO, AND WE PRESENTED SOME PRELIMINARY RECOMMENDATIONS RIGHT ABOUT THE SAME TIME AS THE LEGISLATURE WAS STARTING TO MOVE FORWARD WITH HB TWO CHANGES. AND SO WE SORT OF HIT THE PAUSE BUTTON FOR A BIT WHILE WE WORKED THROUGH HB TWO CHANGES, AND THEN CAME BACK WITH ADDITIONAL RECOMMENDATIONS AND SOME TRYING TO FINALIZE EVERYTHING IN LIGHT OF FUNDING CHANGES FROM THE STATE. SO THE INFORMATION THAT WE'RE LOOKING AT TODAY IS SORT OF A HYBRID OF PRE HB TWO AND POST HB TWO RECOMMENDATIONS, BUT THE MARKET VALUES ARE LOOKING BACK AT LAST YEAR. SO ON THE NEXT SLIDE SLIDE THREE. OUR PROCESS THAT WE USE FOR COMPENSATION STUDIES IS KIND OF SIMILAR FOR EVERY DISTRICT. BUT IT SORT OF BOOKENDS WHERE WE ASK A LOT OF YOUR HR TEAM EARLY ON AND THEN LATE IN THE PROCESS, AND THEN WE TRY TO LEAVE YOU ALL ALONE FOR A LITTLE BIT IN THE MIDDLE. SO WE GOT A TON OF DATA FROM DISTRICT HR STAFF WITH ALL OF YOUR EMPLOYEE INFORMATION, EMPLOYEE DETAILS ABOUT EXPERIENCE, JOB TITLES, PAY RATES, DUTY DAYS, THINGS LIKE THAT. AND THEN WE HAD SOME KICKOFF DISCUSSIONS TO FIND OUT WHAT WAS WORKING WELL AND WHAT SOME OF THE PAIN POINTS WERE THAT WE COULD DIVE DEEPER INTO.WE ALSO COLLECTED A LOT OF MARKET DATA, AND I'LL TALK ABOUT THAT IN MORE DETAIL IN A MINUTE, AND THEN MATCHED ALL OF THE JOBS THAT WE WERE ABLE TO IN THE DISTRICT. AND IN MOST DISTRICTS, WE WERE ABLE TO MATCH TYPICALLY MORE THAN TWO THIRDS TO THREE QUARTERS OF YOUR JOBS. AND SO WE WERE AGAIN LOOKING AT MATCHING AS MANY JOBS TO MARKET AS POSSIBLE. AND THEN WE MADE RECOMMENDATIONS FOR CORRECTING MARKET DIFFERENTIALS AND INTERNAL WHILE MAINTAINING INTERNAL EQUITY. IT WOULD BE GREAT IF WE COULD COME TO EVERY DISTRICT AND SAY, HEY, THERE'S A BLANK CHECK HERE, MAKE ALL OF THESE CHANGES AND YOU'LL BE RIGHT WHERE YOU NEED TO BE IN TERMS OF THE MARKET. BUT THAT'S NOT REALISTIC. AND SO YOU'LL SEE THE MODELS THAT I'M PRESENTING ARE FAIRLY LOW ACROSS THE BOARD ADJUSTMENT ACROSS THE BOARD PAY INCREASES WITH ADJUSTMENTS BUILT IN TO CORRECT SOME OF YOUR MOST DISTINCT MARKET ISSUES. SO ON THE NEXT SLIDE, ON PAGE FOUR, YOU'LL SEE THE MARKET RANGE GRAPHIC THAT'S DESIGNED TO SHOW HOW PAY GRADES ARE GROUPED TOGETHER IN YOUR PAY STRUCTURES, AND HOW JOBS ARE INTENDED TO FIT WITHIN THE PAY RANGES. FOR EVERY JOB, THERE IS A MINIMUM AND A MAXIMUM VALUE, AND FOR MOST JOBS THERE'S A MIDPOINT AS WELL. THE MIDDLE OF THAT STRUCTURE.
OUR GOAL IS TO HAVE YOUR STRUCTURES ALIGNED WITH MARKET AND YOUR PEOPLE ALIGNED WITH MARKET ON AVERAGE. BUT IF YOU'LL FLIP TO THE NEXT PAGE, THE TARGET IMAGE, YOU'LL NOTE THAT NOT EVERYONE SHOULD BE ALIGNED WITH MARKET. EXACTLY. YOU HAVE STAFF WHO ARE NEW TO THEIR JOBS AND ARE INTENTIONALLY PAID LOWER IN THE RANGE, AND YOU'VE GOT STAFF WHO HAVE BEEN DOING THEIR JOBS FOR A VERY LONG TIME, AND YOU WANT THEM TO BE PAID ABOVE MARKET.
AND SO OUR GOAL IS TO HAVE PEOPLE DISTRIBUTED AROUND THAT MARKET RANGE. AND AGAIN, THE STRUCTURES ALIGNED WITH MARKET. SO IT'S SHOWN AS A TARGET WITH THE MIDDLE BEING THE MARKET RATE. I JUST WANT TO DEFINE MATHEMATICALLY WHAT THAT IS. IT'S A MARKET MEDIAN VALUE, WHICH IS THE MIDDLE VALUE OF ALL MARKET RATES FOR A PARTICULAR JOB. SO A MIDDLE VALUE MEANING HALF OF YOUR PEERS WILL PAY ABOVE THAT. HALF OF YOUR PEERS WILL PAY BELOW THAT. SO THE GOAL IS TO AT LEAST ALIGN YOUR STRUCTURES WITH THE MIDDLE OF THAT MARKET VALUE. WE'RE CURRENTLY IN CONDUCTING OUR 2526 SALARY SURVEY, AND SO WE WILL HAVE NEW
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DATA FOR THIS YEAR BY USUALLY RIGHT AROUND THANKSGIVING BY DECEMBER 1ST. AND SO THE DATA THAT'S REFLECTED IN THE FOLLOWING MARKET CHARTS IS FOR 2425. BUT WE'RE ALWAYS LOOKING A YEAR AHEAD BECAUSE YOU HAVE TO IMPLEMENT A PAY STRUCTURE FOR THE NEXT YEAR. AND SO WE'RE TRYING TO PREDICT AND PROJECT WHAT YOUR PEERS WILL DO FOR PAY INCREASES IN THE FOLLOWING YEAR.UNFORTUNATELY, HB2 MADE THAT PRETTY DIFFICULT. AND SO WE EXPECT THAT WE'LL SEE SOME WIDE SWINGS AND SALARY INFORMATION THIS FALL. SO ON SLIDE SIX, YOUR MARKET DISTRICTS ARE LISTED. YOU'LL SEE THERE'S 13 PEER DISTRICTS IN YOUR LOCAL MARKET GROUP. YOU KNOW, THE HOUSTON METRO AREA IS A SUPER COMPETITIVE MARKET, DEFINITELY ONE OF, IF NOT THE HIGHEST IN THE STATE. THAT'S THAT MAKES IT DIFFICULT TO COMPETE BECAUSE YOU'VE GOT A LOT OF HIGH PAYING AND VERY COMPETITIVE DISTRICTS IN YOUR AREA. AND SO AND IT'S EASY TO GET FROM ONE TO THE OTHER, MINUS THE WHOLE TRAFFIC THING. IT JUST MEANS THAT PEOPLE CAN CHOOSE DISTRICTS NEARBY. AND SO YOU HAVE TO OFFER COMPETITIVE PAY RATES AND, YOU KNOW, TRY TO KEEP PEOPLE HERE ONCE YOU GET THEM. AND SO ON THE NEXT SLIDE, YOU'LL SEE WE ALSO, IN ADDITION TO YOUR LOCAL MARKET PEERS FOR YOUR CENTRAL ADMIN GROUP, WE ALSO LOOKED AT STATEWIDE DISTRICTS WITH ENROLLMENT OF 50,000 AND OVER. BECAUSE WHILE MANY OF YOUR DISTRICT PEERS, YOUR LOCAL PEERS ARE LARGE, YOU'VE GOT MANY THAT ARE NOT AS LARGE AS YOU. SO THE GOAL WAS TO LOOK AT SIMILARLY SIZED DISTRICTS SO WE CAN COMPARE JOBS THAT ARE SIMILAR IN SCOPE AND LEVEL OF DUTIES ACROSS THE STATE. FOR MANY JOBS THAT YOU FILL AND HAVE IN THE DISTRICT, YOU'RE NOT ONLY COMPETING WITH OTHER K-12 OR ISDS, YOU'RE ALSO COMPETING WITH PRIVATE SECTOR OR OTHER PUBLIC SECTOR. LAW ENFORCEMENT EXISTS OUTSIDE OF ISDS CUSTODIANS, PLUMBERS, YOU KNOW, ADMIN ASSISTANTS, ACCOUNTING SPECIALISTS. THOSE EXIST IN ALL INDUSTRIES. AND SO AN OUTSIDE OF ISDS. SO WE ALSO FACTORED IN NON-SCHOOL MARKET DATA FOR THE HOUSTON METRO AREA.
AND SO WE PURCHASED THAT DATA FROM TWO SEPARATE DATA SETS COMP ANALYST AND FACTORS. AND SO THOSE ARE FACTORED INTO MANY OF YOUR JOBS. AND THEN FOR STIPENDS WE USED YOUR LOCAL MARKET PEERS BECAUSE THAT IS WHO YOU'RE COMPETING WITH AND UIL COMPETITIONS. BUT WHERE THERE WERE TOO FEW LOCAL PEERS TO PROVIDED DATA FOR A PARTICULAR STIPEND, WE USE STATEWIDE UIL SIX DISTRICTS. OKAY, SO NOW TO THE COLORFUL PIE CHARTS ON PAGE EIGHT. THIS IS, I THINK, AN AREA WHERE THE DISTRICT SHOULD BE VERY PROUD AND SHOULD KNOW THAT YOUR EXCEEDING YOUR YOUR PEERS. AND THIS IS THIS CHART SHOWS YOUR CURRENT TEACHER AND LIBRARIAN EXPERIENCE IN 2425. IN MOST DISTRICTS ACROSS THE STATE, WE EXPECT ABOUT HALF OF THE TEACHERS TO HAVE TEN OR FEWER YEARS OF EXPERIENCE. THAT'S A PRETTY TYPICAL DISTRIBUTION, BUT LARGER AND MORE URBAN AND SUBURBAN DISTRICTS TYPICALLY HAVE A MUCH HIGHER PERCENTAGE THAN 50% OF THEIR TEACHERS WITH LESS EXPERIENCE. SO YOU'RE UNIQUE IN THAT YOU ARE A LARGE, YOU KNOW, URBAN SUBURBAN DISTRICT, AND FEWER THAN HALF OF YOUR TEACHERS HAVE TEN YEARS OR FEWER EXPERIENCE. SO REALLY, JUST ALL TO SAY THE DISTRICT CLEARLY IS DOING SOMETHING GREAT IN TERMS OF RETAINING TEACHERS AND RECRUITING EXPERIENCED TEACHERS BECAUSE YOU HAVE A HIGHER PERCENTAGE OF EXPERIENCED TEACHERS THAN MOST PEER DISTRICTS WE SEE. AND THE SAME IS TRUE ON SLIDE NINE OF YOUR NEWLY HIRED TEACHERS AND LIBRARIANS FOR 2425, MOST DISTRICTS HAVE ALL SHAPES AND SIZES AND LOCATIONS IN THE STATE THIS YEAR HAVE SIGNIFICANT PERCENTAGE OF INEXPERIENCED TEACHERS THAT THEY'VE HIRED. MOST HAVE A MAJORITY OF FIVE OR FEWER YEARS OF NEW HIRES. THIS YEAR, YOU'RE THE OPPOSITE. THE MAJORITY OF YOUR NEW TEACHER HIRES HAVE COME TO YOU WITH MORE THAN FIVE YEARS OF EXPERIENCE. AND SO AGAIN, KUDOS TO THE DISTRICT THAT IS EXCEPTIONAL AND MUCH BETTER DISTRIBUTION THAN WE'VE SEEN IN MOST DISTRICTS. PART OF WHY THAT MAY BE IS VISIBLE ON SLIDE TEN. THIS ORANGE LINE REPRESENTS YOUR CURRENT 2425 PRE HB TWO TEACHER SALARY AT EACH OF THESE BENCHMARK YEARS ZERO FIVE, TEN, 15 AND 20 YEARS. AND THE BLUE TURQUOISE LINE IS YOUR LOCAL MARKET MEDIAN.
YOU'LL SEE THAT YOU ARE BELOW MARKET MEDIAN AT ZERO YEARS. SO YOU'RE STARTING SALARY IS $2,000 BELOW MARKET MEDIAN. BUT BY FIVE YEARS YOU'RE EVEN. AND THEN TEN, 15 AND 20 YEARS YOU
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ARE ABOVE MARKET MEDIAN. THAT CERTAINLY MAY BE ONE OF THE CONTRIBUTING FACTORS TO BEING ABLE TO RECRUIT AND RETAIN MORE EXPERIENCED TEACHERS IS THAT YOUR PAY IS HIGHER THAN PEER DISTRICTS AT THOSE YEARS. AND SLIDE 11 JUST DIGS INTO THAT. THOSE DATA POINTS WITH NUMBERS RATHER THAN A VISUAL. SO YOU'LL SEE I'LL DRAW YOUR ATTENTION TO THE BOTTOM TWO ROWS PERCENT OF MARKET AND DIFFERENCE FROM MARKET PERCENT OF MARKET SHOWS. THE ONLY SPOT WHERE YOU'RE BELOW MARKET VALUE IS AT STARTING SALARY, AND YOU ARE $2,000 BELOW. REMEMBER, THAT'S 2000 BELOW THE MEDIAN MARKET VALUE. AND SO YOUR 2000 BELOW THE MIDDLE OF YOUR PEERS.HOWEVER, ONCE YOU GET TO FIVE YEARS, YOU'RE WITHIN $175. AND THEN BY THE TIME YOU'RE AT 20 YEARS IN FORT BEND ISD, YOU'RE $3,200 ABOVE MARKET MEDIAN. AND SO AGAIN, THAT'S THAT'S A GREAT PLACE TO BE. IT SHOWS THAT YOU'RE REWARDING TEACHERS WHO STAY WITH THE DISTRICT, OR WHO COME TO YOU WITH A LOT OF EXPERIENCE. ALL RIGHT. ON PAGE 12, TEACHER MARKET STIPENDS.
WE'LL LOOK AT EXTRA DUTY STIPENDS IN A MOMENT. BUT THESE THESE STIPENDS ARE FOR TEACHING ASSIGNMENTS OR TEACHING CREDENTIALS LIKE A MASTER'S DEGREE. SO FOR A MASTER'S DEGREE YOU'RE PRETTY MUCH RIGHT WHERE YOUR PEERS ARE. THE DISTRICT CURRENTLY DOESN'T PAY SECONDARY MATH AND SCIENCE STIPENDS, BUT THAT IS AN AREA WE'VE SEEN GROW QUITE A BIT OVER THE PAST FEW YEARS. AND SO THAT COULD BE AN AREA IF YOU HAVE TROUBLE FILLING THOSE POSITIONS THAT THE DISTRICT CONSIDERS EXPANDING. CONTINUING STIPENDS IN THOSE AREAS, NINE OF 13 OF YOUR PEERS DO. BUT THE AREAS WHERE WE HAVE RECOMMENDED SOME IMPROVEMENTS AND ON THIS LIST ARE BILINGUAL AND SPECIAL ED STIPENDS. THOSE ARE AREAS WHERE NO DISTRICT IN THE STATE CAN HIRE UNCERTIFIED TEACHERS. AND SO YOU'RE COMPETING WITH THE SAME GROUP FOR THE SAME GROUP OF APPLICANTS AS EVERY OTHER DISTRICT IN THE STATE. AND SO CERTAINLY IMPROVING BY 500 OR $1000 IN THOSE AREAS WILL HAVE A GOOD IMPACT ON RECRUITMENT. NOW, YOU DO AGAIN, REMEMBER, HAVE HIGHER TEACHING BASED TEACHER SALARIES. AND SO THAT OFFSET SOME OF THAT DIFFERENCE. HOWEVER, A SMALL ADJUSTMENT IN THOSE STIPENDS CERTAINLY CAN IMPROVE RECRUITMENT AND RETENTION. SO SLIDE 13 IS THE EXEMPT PAY GROUPS MARKET SALARIES. AND I'LL TALK THROUGH THE FIRST THE FIRST SLIDE THAT LOOKS LIKE THIS TO TELL YOU WHAT THE NUMBERS AND COLUMNS ARE. AND THEN THE NEXT ONE WILL LOOK VERY MUCH THE SAME. BUT THE PAY GROUP IS ON THE LEFT. YOUR PAY GROUPS ARE GROUPED BY JOB SIMILARITIES. AND SO ADMIN INSTRUCTIONAL IS KIND OF WHAT IT SOUNDS LIKE. IT'S ADMINISTRATIVE AND PROFESSIONAL POSITIONS PERFORMING INSTRUCTIONAL AND INSTRUCTIONAL RELATED DUTIES, ADMIN BUSINESS OR THE NON-INSTRUCTIONAL SIDE OF THAT TECHNOLOGY IS JUST WHAT IT SOUNDS LIKE. AND OTHER TEACHING POSITIONS IS SORT OF A CATCH ALL OF UNIQUE TEACHING POSITIONS FOR WHICH PAY IS DETERMINED SOMEWHAT DIFFERENTLY, LIKE HEAD BAND DIRECTOR, AG TEACHER, ROTC, AND LIBRARIAN.
SO TEACHER ADJACENT POSITIONS THE NEXT COLUMN EMPLOYEE PAY TO MARKET. THOSE ARE YOUR AVERAGE PAY RATES COMPARED TO THE MEDIAN OF YOUR MARKET. AND SO YOU'LL NOTE IN THAT COLUMN, EVERY COMPARISON IS AT OR ABOVE MARKET BUT VERY CLOSE TO MARKET. THAT THAT MEANS THAT THE DISTRICT HAS DONE A GOOD JOB ALIGNING INDIVIDUAL PAY TO MARKET FOR ALL OF THOSE JOB GROUPS. PAY GRADE MIDPOINT TO MARKET IS HOW WELL YOUR STRUCTURE COMPARES. AND I THINK OF THESE. THIS IS OVERSIMPLIFYING, BUT IT MIGHT HELP TO THINK OF THEM AS PAY TO MARKET IS A RETENTION FACTOR. IF YOU'RE PAYING COMPETITIVELY IN A TO THE MARKET, THEN PEOPLE ARE MORE LIKELY TO STAY WITH YOU WHEN YOU GET THEM HERE AND THE PAY GRADE MIDPOINT TO MARKET. I THINK OF THAT MORE AS A RECRUITMENT MEASUREMENT. IF YOU'VE GOT A PAY STRUCTURE THAT IS COMPETITIVE IN THE MARKET, THEN YOU'RE ABLE TO HIRE PEOPLE IN AT AT PAY RATES THAT ARE COMPETITIVE WITH YOUR PEERS. AND WE DON'T LOOK AT MINIMUMS FOR THESE GROUPS BECAUSE YOU'RE HIRING EXPERIENCED STAFF. AND SO THE MINIMUMS ARE LESS CRITICAL. AND THAT LAST COLUMN JUST SHOWS THE NUMBER OF JOBS IN EACH GROUP THAT WE LOOKED AT. AND I WANTED TO POINT OUT, AND IT'S NOT WRITTEN ON THE SLIDE, BUT I KNOW MANY DISTRICTS ASK ABOUT CENTRAL ADMIN AND CAMPUS ADMIN AND HOW THOSE JOBS COMPARE TO MARKET. THEY'RE SORT OF ALL GROUPED IN THAT ADMIN INSTRUCTIONAL PAY GRADE OR PAY GROUP. SO IT'S IT'S NOT SHOWN SEPARATELY ON THE SLIDE. BUT WHEN WE TAKE INTO ACCOUNT DIFFERENCES IN DUTY DAYS FROM PEERS AND THINGS LIKE THAT,
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YOUR CENTRAL ADMIN COMPARISON TO MARKET IS THE SAME AS YOUR ADMIN COMPARISON TO MARKET. SO THEY ARE VERY MUCH ALIGNED. THAT'S THAT'S A GOOD THING. THAT MEANS THAT YOU'VE GOT THOSE IN SYNC IN THERE COMPARING COMPARABLY TO TO MARKET. IT'S VERY DISCOMBOBULATING NOT TO USE THE SLIDES. THANK YOU FOR BEARING WITH ME OKAY. SLIDE 14 IS YOUR NONEXEMPT PAY GROUPS. THESE ARE YOUR HOURLY JOBS. AND SO WE DO HAVE THAT PAY GRADE MINIMUM TO MARKET FILLED IN FOR YOUR HOURLY POSITIONS. THAT PAY GRADE MINIMUM IS A SUPER IMPORTANT COMPARISON POINT BECAUSE THAT'S WHAT YOU'RE ADVERTISING WHEN YOU GO TO FILL A POSITION. AND THAT'S BECAUSE THESE JOBS HAVE HIGHER TURNOVER. YOU'RE TYPICALLY HIRING LESS EXPERIENCED STAFF, AND THAT MINIMUM IS A BIGGER DRIVING FACTOR IN RECRUITMENT AND RETENTION. SO YOU'LL SEE THE FIRST TWO ROWS ARE ADMIN SUPPORT AND INSTRUCTIONAL SUPPORT. AND BOTH OF THOSE COMPARE WELL TO MARKET. INSTRUCTIONAL SUPPORT HAS BEEN A PAIN POINT FOR MANY DISTRICTS. AND SO IT'S GREAT THAT YOU ALL ARE ABOVE MARKET THERE. THAT SHOWS THAT YOU'RE PAYING COMPETITIVELY. SOME OF YOUR NEIGHBORS THAT I'VE WORKED WITH THIS YEAR DIDN'T HAVE SUCH GOOD COMPARISON TO MARKET FOR INSTRUCTIONAL SUPPORT, AND SO THAT'S A GOOD PLACE TO BE. THE THE DOWNSIDE AND THE TWO JOB GROUPS THAT ARE ON AVERAGE BELOW MARKET ARE AUXILIARY AND POLICE AND POLICE IS A LITTLE BIT MISLEADING IN THAT OVERALL NUMBER BECAUSE SOME OF YOUR POSITIONS LIKE OFFICER ARE ABOVE MARKET, BUT SEVERAL OF THEM ARE BELOW. AND SO ON AVERAGE YOU'RE A HAIR BELOW, BUT AGAIN IT'S A MIXED BAG.SOME OF THE JOBS ARE ABOVE AND SOME BELOW. AUXILIARY HAD CONSISTENTLY MANY MORE JOBS BELOW MARKET, WHICH IS WHY THAT AVERAGE PAY IS 5% BELOW MARKET. AND I GUESS EQUALLY CHALLENGING IS YOUR PAY GRADE MIDPOINT TO MARKET. YOUR MINIMUMS AREN'T BAD TWO AND 3% ABOVE, BUT THE OVERALL STRUCTURE IS A LITTLE BIT LOW TO MARKET THERE. AND SO YOU'LL SEE SOME OF THE ADJUSTMENTS WE'RE RECOMMENDING TO CORRECT THOSE. OKAY. GETTING INTO EXTRA DUTY MARKET STIPENDS ON SLIDE 15, YOU'LL SEE WE'VE PIVOTED TO DOLLAR COMPARISONS INSTEAD OF PERCENT COMPARISONS, BECAUSE SOME OF THESE STIPENDS ARE VERY TINY, AND A SMALL DIFFERENCE IN MARKET COMPARISON CAN LEAD TO A BIG PERCENTAGE DIFFERENCE. AND IT'S JUST MISLEADING TO LOOK AT IT THAT WAY. SO HERE WE'RE SHOWING DOLLAR DIFFERENCES TO MARKET. YOU'LL NOTE FOR ATHLETICS ON PAGE 15 EVERY ONE OF THOSE ASSIGNMENT GROUPS IS BELOW MARKET VALUE. AND THIS IS THE FURTHEST FROM MARKET GROUP FOR FOR ALL OF YOUR STIPENDS. AND IT WAS PRETTY MUCH WITH VERY FEW EXCEPTIONS. NEARLY ALL OF THOSE ATHLETICS ASSIGNMENTS ARE BELOW MARKET ON THE EXTRA DUTY MARKET STIPENDS. SLIDE 16. THIS IS YOUR ACADEMICS, SPIRIT, PERFORMING ARTS SPONSORS AND JOB RELATED. THAT'S AGAIN A MIXED BAG THERE. SPIRIT AND JOB RELATED ARE BELOW MARKET, BUT THE OTHER GROUPS ARE ABOVE. SO PERFORMING ARTS WAS ABOVE MARKET ON AVERAGE. ACADEMICS WAS ABOVE MARKET. AND THEN SOME OF YOUR SPONSORS, WHICH IS A LITTLE BIT OF A CATCH ALL FOR SOME CAMPUS STIPENDS ARE ABOVE MARKET. SO GETTING ON TO SLIDE 17. THE RECOMMENDATIONS. OH YAY MAGIC. I'LL PAUSE FOR JUST A MOMENT IN CASE THAT'S. OKAY. SO RECOMMENDATION ONE AGAIN, THE TIMING IS A LITTLE BIT ODD GIVEN YOU'VE ALREADY IMPLEMENTED SOME HB2 CHANGES FOR 2526, SO THIS WOULD BE MORE CONSIDERING MOVING FORWARD. LET'S SEE IF I CAN. LET IT MEAN TO MAKE YOU RUSH. OH, OKAY. HEY. RECOMMENDATION ONE WOULD BE TO IMPLEMENT PAY STRUCTURAL ADJUSTMENTS TO BETTER ALIGN WITH MARKET. HEY MAGIC. THANK YOU SO MUCH. OKAY. AND THE TO HELP GET THOSE MIDPOINTS BETTER CONNECTED TO MARKET AS WELL. THE STRONG STARTING SALARIES OF COURSE WOULD BE IMPORTANT, ESPECIALLY FOR THOSE AUXILIARY JOBS THAT WERE LOWEST TO MARKET.
AND THEN PART OF THE PAY STRUCTURE ADJUSTMENTS WOULD ALSO BE ALIGNING STIPENDS.
ALTHOUGH YOU'LL SEE THERE'S THOSE COSTS ARE ALL SEPARATED. THE THREE MODELS THAT WE WERE LOOKING AT BACK IN THE LATE SPRING WERE A 0% ACROSS THE BOARD OR GENERAL PAY INCREASE, A 1% AND A 2%. AND THEN IN OUR COSTS, YOU'LL SEE THERE'S SOME HB2 INCREASES AND ADJUSTMENTS FOR TEACHERS THAT HAVE ALREADY BEEN APPLIED. SO THAT'S A COST THAT HAS ALREADY BEEN ACCOUNTED FOR. SO THE ADJUSTMENTS THAT WE HAVE RECOMMENDED ARE FOR ANYONE WHO IS BELOW THEIR NEW MINIMUM,
[00:25:07]
WE WANT TO MAKE SURE THEY GET TO AT LEAST 1% ABOVE THAT NEW MINIMUM BECAUSE THEY'RE A CONTINUING EMPLOYEE. WE DON'T WANT TO SQUEEZE EVERYONE AT THE MINIMUM, BECAUSE THEN INCOMING PEOPLE MIGHT MAKE MORE THAN A CONTINUING STAFF MEMBER. AND SO WE WANT TO MAKE SURE EVERYONE AT LEAST GETS TO THAT POINT. STRATEGIC ADJUSTMENTS FOR THOSE STAFF WHO ARE FURTHEST FROM MIDPOINT. IT'S A VERY SMALL ADJUSTMENT JUST TO HELP IMPROVE THEIR MARKET POSITION, TEACHER PAY, EQUITY ADJUSTMENTS. SO FOR STAFF WHO ARE IN THAT TEACHER CAREER PATHWAY, WE WANT TO MAKE SURE THEY'RE AT LEAST EQUAL TO WHAT THEY WOULD HAVE MADE ON A DAILY RATE BASIS WERE THEY TO REMAIN IN THE CLASSROOM. WE DON'T WANT TO DISINCENT THEIR GROWTH AT THAT PATHWAY, AND THEN PLACEMENT SCALE ADJUSTMENTS FOR ALL OF YOUR HOURLY STAFF. IT DIVIDES YOUR MINIMUM AND MIDPOINT BY A NUMBER OF YEARS, WHICH REALLY HELPS STREAMLINE PLACEMENT THAT IT TAKES SOME OF THE GUESSWORK OR CALCULATIONS OUT OF DETERMINING PAY RATES FOR NEW STAFF, AND IT HELPS CREATE SOME JUST REPEATABILITY OF THOSE PAY PLACEMENT PROCESSES. AND HR HANDLES THAT WELL RIGHT NOW. THIS JUST HELPS STREAMLINE THAT PROCESS FOR THEM. THE STIPEND ADJUSTMENTS AGAIN ARE RECOMMENDED TO HELP ADDRESS THOSE DIFFERENCES FOR MARKET.AND THE BIGGEST ADJUSTMENTS ARE FOR ATHLETICS. YOU'LL SEE THAT NUMBER DOES LOOK FAIRLY LARGE, BUT YOU'LL NOTE THAT PRETTY MUCH EVERY ALMOST EVERY ATHLETIC STIPEND WAS BELOW MARKET VALUE. AND THEN THE DISTRICT HAS A VERY COMPLICATED STIPEND STRUCTURE RIGHT NOW WITH STIPENDS FOR CDL STAFF WHO HAVE THEIR CDL AND STIPENDS FOR THOSE WHO DON'T, AND THEN MULTIPLE LEVELS WITHIN EACH SPORT. AND SO, YOU KNOW, IN DISCUSSING THAT'S UNUSUAL IN MOST DISTRICTS DON'T HAVE THAT. AND IN DISCUSSING THAT WITH YOUR ATHLETICS TEAM AND HR, I THINK THERE WAS SOME CONSENSUS THAT SIMPLIFYING IT WOULD BE TO EVERYONE'S BENEFIT. AND SO WE RECOMMENDED A WHOLE LOT OF SIMPLIFICATION THERE, WHICH WE HOPE WILL MAKE ADMINISTERING IT EASIER AND AND HELP IMPROVE PAY TO MARKET. SO THESE NUMBERS ARE VERY TINY. BUT THIS FIRST COST MODEL IS IF YOU WERE TO GIVE NO BASE PAY INCREASE EXCEPT FOR THE REQUIRED TEACHER PAY INCREASES UNDER HB TWO, WHICH AGAIN HAVE ALREADY BEEN ALLOCATED. THE ADJUSTMENTS ARE SCALABLE BASED ON HOW MUCH YOU GIVE UPFRONT. AND SO IN THIS MODEL, THE ADJUSTMENTS ARE 2.5%.
AND WHEN YOU ADD THAT TO THE TEACHER PAY INCREASE ALREADY PAID FOR, IT GETS YOU TO JUST ABOUT 6%. AND I JUST WANT TO SPEND A MOMENT ON THIS SLIDE TALKING THROUGH WHAT THE ADJUSTMENTS ARE. THE ADMIN INSTRUCTIONAL GROUP THAT HAS FAIRLY SIGNIFICANT ADJUSTMENTS TO HELP ALIGN WITH THE SIGNIFICANT TEACHER PAY INCREASES THAT WERE GRANTED.
AND SO FOR THOSE STAFF WHO LIKE COUNSELORS AND, YOU KNOW, OTHERS WHO WERE TEACHERS NOT THAT LONG AGO, THIS THESE CALCULATIONS WOULD HELP ENSURE THAT THEY'RE NOT MAKING LESS THAN THEY WOULD HAVE MADE AS A TEACHER. AND THE OTHER BIG ADJUSTMENTS ARE FOR AUXILIARY.
THOSE ARE, AGAIN, INCREASING THE STRUCTURE SO THAT YOUR PAY IS MORE COMPETITIVE AND THEN SPREADING PEOPLE OUT IN THOSE RANGES TO IMPROVE PAY TO MARKET. AND THEN THE LAST BIG NUMBER IS THE ATHLETIC STIPENDS. THOSE ARE A PRETTY SIGNIFICANT INCREASE TO HELP ALIGN WITH MARKET. AND AGAIN SIMPLIFY THOSE AMOUNTS. AND THE NEXT TWO SLIDES ARE REPLICATIONS OF THAT FIRST ONE WITH ONE CHANGE. AND THAT'S THE INCREASE THE GENERAL PAY INCREASE IN THIS MODEL TWO IT'S A 1% GENERAL PAY INCREASE. SO THAT'S THE ACROSS THE BOARD AMOUNT. OF COURSE THE TEACHER'S PART IS STILL THE HB TWO LEFTOVERS BECAUSE WE ARE WE'RE WORKING IN A HYBRID MODEL HERE.
AND THEN THE THIS LAST MODEL IS A 2%. AGAIN THESE ARE DATA STARTING WITH EMPLOYEE DATA FROM LAST YEAR WHEN WE MADE THE INITIAL CALCULATIONS. AND SO YOU KNOW THIS IS A WORK IN PROGRESS AND CERTAINLY SOMETHING THAT WILL REQUIRE ADDITIONAL DISCUSSIONS. BUT OUR YOU KNOW, OUR PLAN IS TO CONTINUE TO HELP THE DISTRICT PRIORITIZE CHANGES. AND I THINK EVERY DISTRICT WISHES THEY HAD ALL THE MONEY. THEY WANT TO HELP MAKE ALL OF THESE CORRECTIONS, BUT THAT'S NOT REALISTIC. AND SO CERTAINLY THE DISTRICT HAS STRATEGIC GOALS AND PRIORITIES. AND SO WE CAN WORK WITH YOU ALL TO DETERMINE WHAT ORDER TO DO THINGS AND HOW TO PHASE IT IN. AND SO THE NEXT STEPS, CERTAINLY FEEDBACK FROM YOU ALL. AND THEN AS I MENTIONED, WE'LL CONTINUE TO WORK WITH ADMINISTRATION TO HELP FINALIZE THOSE RECOMMENDATIONS. OKAY. QUESTIONS. THANK YOU. MISS CAMPBELL. WE APPRECIATE YOU
[00:30:05]
BEING HERE THIS EVENING AND BEARING WITH US WITH OUR TECHNICAL DIFFICULTIES. DO WE HAVE QUESTIONS OR COMMENTS FROM THE TRUSTEES? MISS VICKI? THANK YOU, MISS CAMPBELL. ON SLIDE EIGHT AND NINE, THE TEACHERS AND LIBRARIANS ARE GROUPED TOGETHER. IS THAT A TAB GROUPING OR IS THAT I MEAN, SINCE LIBRARIANS, THAT'S NOT THEIR PRIMARY TASK, BUT WE KNOW THAT THEY ACTUALLY DO DO TEACH CLASSES. SO MOST DISTRICTS DO HAVE TEACHERS AND LIBRARIANS PAID ON THE SAME STRUCTURE. THAT'S JUST A PRETTY COMMON PAY ALIGNMENT. AND SO THEY'RE GROUPED TOGETHER TO MATCH WHAT YOU CURRENTLY DO. THE LEGISLATURE TREATED LIBRARIANS DIFFERENT THIS YEAR UNDER HB TWO THAN THEY HAVE HISTORICALLY, AND SO THE HB TWO INCREASES WERE SPECIFICALLY JUST FOR CLASSROOM TEACHERS. AND SO THAT HAS CHANGED, I THINK, HOW SOME DISTRICTS ARE HANDLING LIBRARIANS, MANY DISTRICTS HAVE LEFT THE LIBRARIANS ON THE TEACHER STRUCTURE AND JUST FUNDED THEIR COMPARABLE ADJUSTMENTS OUT OF THE SUPPORT STAFF RETENTION ALLOTMENT OR OUT OF LOCAL FUNDS. SOME DISTRICTS HAVE NOT BEEN ABLE TO DO THAT AND HAVE MOVED THEM OFTEN, SO IT IS CERTAINLY LOCAL DECISION. THANK YOU. ANYONE ELSE? MR. SO I DIDN'T HAVE ANY QUESTIONS. I JUST WANTED TO OBVIOUSLY. I MEAN, I THINK IT WAS REALLY NICE TO SORT OF HAVE SOME OF THIS STUFF VALIDATED. THE FACT THAT, YOU KNOW, OUR WE HAVE TEACHERS, WE'VE BEEN ABLE TO HAVE TEACHERS, 66% OF OUR TEACHERS HAVE MORE THAN TEN YEARS PLUS EXPERIENCE, WHICH I THINK IS FANTASTIC. AND THAT REALLY COMES REALLY FROM AND I THINK WE'VE TALKED ABOUT IT THAT COMES FROM THE COMMUNITY SUPPORT FROM THE VAT THAT WAS PASSED, BECAUSE I UNDERSTAND THAT'S WHERE WE HAVE BEEN ABLE TO INCREASE IT AND ADD THAT TO THE TEACHERS WHO ARE TEN YEARS PLUS. SAME OBVIOUSLY IS REFLECTED EVEN IN THE NEW HIRES WITH TEACHERS THAT WE HAVE, 55% OF THE NEW HIRES WERE FIVE YEARS PLUS. IT WAS ALSO GOOD TO SORT OF ALSO HEAR THAT THE CENTRAL ADMIN VERSUS THE CAMPUS ADMIN WERE SIMILAR TO MARKET, BECAUSE I KNOW THAT THERE'S A LOT OF NOISE THAT, YOU KNOW, CENTRAL ADMIN IS PAID MUCH HIGHER THAN MARKET VERSUS WHAT, CAMPUS ADMIN. SO IT WAS GOOD TO SORT OF HAVE THOSE SORT OF NUMBERS, YOU KNOW, AND VALIDATION THERE. OBVIOUSLY LOOKING FORWARD TO SEEING WHEN THIS IS UPDATED FOR THE 25 LIKE LIKE 2025 SCHOOL YEAR BECAUSE THIS IS BASED ON LAST YEAR'S DATA. SO THANK YOU. THANK YOU FOR THAT. THANK YOU. WAS HANDED A NOTE TO HELP DESCRIBE WHAT THE SPIRIT STIPENDS ARE. SO JUST TO SAY THAT OUT LOUD. THOSE ARE CHEERLEADING AND DANCE TEAM DRILL TEAM STIPENDS. SO I REALIZE THAT'S OUR CATEGORIZATION OF IT AND IS NOT NECESSARILY WHAT Y'ALL CALL IT. SO JUST TO BE SURE YOU UNDERSTAND. GOOD. THANK YOU. SO YEAH, TO TO MISS TANIA'S POINT, I'M GLAD THAT YOU MADE THOSE COMMENTS BECAUSE I HAD SOME OF THAT SIMILAR STUFF WRITTEN DOWN. FIRST AND FOREMOST, TO THANK OUR COMMUNITY FOR THE SUPPORT OF OUR OUR TEACHERS AND OUR INSTRUCTIONAL STAFF. IT'S CRITICALLY IMPORTANT. I MEAN, THEY'RE BOOTS ON THE GROUND EVERY SINGLE DAY, AND IT IS VERY HELPFUL TO SEE A STUDY DONE LIKE THIS BY AN OUTSIDE ORGANIZATION TO COME IN AND AND SEE WHAT WE'RE DOING RIGHT, WHAT WE'RE DOING WRONG, OR WHAT. MAYBE WE JUST NEED TO TO TWEAK A LITTLE BIT. SO I, I JUST WANT TO SAY AT THE OUTSET THAT, YOU KNOW, I SUPPORT TRYING TO TRYING TO RIGHT THE SHIP. I DON'T KNOW WHEN HOW WE'LL BE ABLE TO STAGGER THAT. YOU KNOW, THAT THAT'LL BE I WOULD LOVE TO SEE RECOMMENDATIONS FROM YOU GUYS ON THAT. MR. GWEN, I'D LOVE TO SEE, YOU KNOW, SOME OF YOUR THOUGHTS ON THAT. I KNOW IT'LL TAKE SOME TIME FOR YOU GUYS TO PROCESS THIS, PARTICULARLY WITH THE $26 MILLION SHORTFALL WE HAVE COMING UP THAT WE HAVE TO ADDRESS NEXT YEAR. SO I THINK I THINK I PROBABLY SPEAK FOR THE BOARD IN SAYING THAT WE'LL BE INTERESTED IN SEEING WHAT THE PLAN IS. WE'LL BE INTERESTED IN SEEING WHAT THE THE RECOMMENDATIONS ARE FOR MAYBE STAGGERING SOME OF THESE RECOMMENDATIONS. I DO THINK IT'S IMPORTANT, PARTICULARLY FOR OUR POLICE FORCE, FOR OUR AUXILIARY, FOR THOSE SPECIAL ED STIPENDS. I MEAN, ALL OF ALL OF THESE POSITIONS ARE VERY IMPORTANT, BUT SOME OF THOSE POSITIONS ARE CRITICAL FOR SAFETY AND FOR THE SUPPORT OF OUR KIDS IN THE CLASSROOM. SO SO I SUPPORT SOME OF THAT, AND I'D LIKE TO SEE US FIGURE OUT HOW WE CAN MAKE THOSE HAPPEN.THE LAST THING I'LL SAY IS I WANT TO JUST FOR THE PUBLIC'S KNOWLEDGE, I WANT TO THANK OUR
[00:35:01]
AUDIT COMMITTEE. I'M ON THAT COMMITTEE AND CHAIR IT. OUR VICE PRESIDENT, MISS HANNON, IS ON THAT COMMITTEE. AND THIS YEAR WE'VE ADDED MR. CHARANIA TO THAT COMMITTEE. AND THIS WAS PRESENTED TO US A COUPLE OF WEEKS AGO. NOW, I'M TRYING TO REMEMBER EXACTLY WHEN IN MY BRAIN AS A COMMITTEE, AND WE WERE ABLE TO ASK A LOT OF QUESTIONS AND, AND GET SOME INFORMATION. AND SO I APPRECIATE THE COMMITTEE. I APPRECIATE DOCTOR SMITH, YOU AND YOUR STAFF FOR WORKING TO GET THIS STUDY NOT ONLY FOR YOUR BENEFIT, BUT FOR THE TRUSTEES AS WELL. AND THANK YOU TO MISS CAMPBELL AND YOUR TEAM, AND WE'LL BE FOLLOWING UP AS AN AUDIT COMMITTEE AND BRINGING MORE TO THE BOARD. AS I KNOW, DOCTOR SMITH AND MR. GWYNN WILL AS WELL. MISS HANNAH, DID YOU HAVE SOMETHING? YES. IT WAS ACTUALLY SOMETHING THAT YOU SAID THAT AS WE'RE AS WE'RE MOVING FORWARD AND YOU MENTIONED WANTING TO RIGHT THE SHIP SO THAT WE'RE MORE COMPETITIVE IN SOME OF THE AREAS THAT THAT YOU SAW WERE SORT OF UNDER THAT SORT OF MARKET VALUE. SO WHAT I WOULD ASK DOCTOR SMITH, IF, IF AS BECAUSE WE DON'T WANT TO REDO THE AUDIT. RIGHT. BUT WE DO WANT TO CAPTURE WE'RE SPEAKING FOR MYSELF WANT TO CAPTURE. WELL WHERE ARE WE NOW WITH WITH NOT ONLY THE SENATE BILL, BUT I KNOW OTHER DISTRICTS WERE ABLE TO MOVE FORWARD AND WITH SOME INCREASES. AND LIKE YOU MENTIONED, YOU KNOW, THAT WAS INTERESTING TO ME THAT YOU SAID MOST OF THE OR MANY OF THE DISTRICTS ARE PEER DISTRICTS COULD WENT AHEAD AND FUNDED LIKE THE LIBRARIANS ON THE TEACHER PAY SCALE. AND, YOU KNOW, I DON'T SIT IN THE LEGISLATURE AND I, I DO APPRECIATE THEIR EFFORTS TO HELP OUT OUR TEACHERS, BUT TRULY OUR TEACHERS, THEY DO A GREAT JOB. BUT IT TAKES A WHOLE LOT OF PEOPLE DOING A GREAT JOB TO EDUCATE OUR KIDS, INCLUDING OUR COUNSELORS AND OUR LIBRARIANS. SO JUST MAYBE AS WE MOVE FORWARD, WHEN MR. GWEN BRINGS US, YOU KNOW, LOOKING INTO THE FUTURE, OUR BUDGET FOR NEXT YEAR, LOOKING AT SOME OF THE PEER DISTRICTS AGAIN TO SEE HOW THIS JUST LOOKS DIFFERENT IN THE 25, 26 SCHOOL YEAR. I THINK THAT WOULD BE REALLY HELPFUL FOR THE BOARD TO UNDERSTAND. BUT THANK YOU VERY MUCH, MISS CAMPBELL. APPRECIATE APPRECIATE THE INFORMATION. THANK YOU, MISS HANNON. SO I ALSO WANTED TO LET THE TRUSTEES KNOW THAT WE'RE GOING TO BE VOTING TO ACCEPT THIS STUDY AT THE SEPTEMBER 15TH MEETING, WHICH IS NEXT WEEK, OR DID YOU HAVE SOMETHING ELSE? OH, OKAY.GO AHEAD. I CAN'T SEE YOU BEHIND THE. WE NEED TO JUST PROBABLY. YEAH. THANK YOU. I DID HAVE ONE QUESTION, MISS CAMPBELL. SO ON PAGE 21 WHERE IT SAYS THE GENERAL PAY INCREASE, THE 21 MILLION THAT CAME FROM HB TWO. CORRECT. OKAY. SO IF WE WERE TO MAKE THESE ADJUSTMENTS BEFORE THE INCREASES, IT'S IT'S 15 MILLION OKAY. SO THAT'S WHAT WE'RE WHICH IS ACTUALLY SIMILAR TO WHAT WE HAD THAT SAME WHEN WE WERE GOING TO THE LIKE THE INCREASE IN THE LIKE THE DEFICIT THAT WE HAD WHEN WE INCREASED IT BY THE THREE $0.07.
THAT WAS A 15 MILLION. OKAY. SORRY, SORRY, THAT WAS MR. QUINN FOR YOU, BUT YEAH. THANK YOU. OKAY. THANK YOU. SO I JUST WANTED TO LET THE TRUSTEES KNOW, JUST AS WE DO WITH ALL AUDITS.
AND THIS WAS SOMETHING THAT WAS ASKED FOR BY THE BOARD OF TRUSTEES. SO IT WILL BE ON OUR AGENDA AS AN ACTION ITEM NEXT WEEK. JUST TO GIVE YOU GUYS A HEADS UP AND IF YOU HAVE ANY QUESTIONS IN BETWEEN, IN THE MEANTIME, JUST GET THOSE SENT IN. BUT I THINK THAT'S IT. SO ALL RIGHT, MAY I HAVE A MOTION TO ADJOURN? I MOVE TO ADJOURN.
* This transcript was compiled from uncorrected Closed Captioning.