>> OKAY SO, WE WILL START THIS WORK SESSION. [Call the Work Session to Order] [00:00:06] 6:40 7 PM. THANK YOU EVERYONE. THANK YOU. TO EVERYONE FOR YOUR PATIENCE. YOU FORGET THAT THERE IS A LOT OF NEW THINGS HAPPENING FOR A LOT OF PEOPLE WHEN YOU HAVE A NEW BOARD. SO, THANK YOU ALL FOR YOUR PATIENCE. BECAUSE ALL THE LOGGING IN AND STUFF. I KNOW IT'S NOT NECESSARILY VERY COMFORTABLE. BUT, HE WILL GET USED TO IT AND YOU WILL BE GOOD TO GO. SO, THANK YOU AGAIN TO EVERYONE. AND WE ARE HERE TO DISCUSS OUR 2023 COMBINED FUNDS BUDGET. [1. FY 2023 Combined Funds Budget Work Session #1] AND SO, AT THIS POINT, I WILL REALLY JUST TURN IT OVER TO DOCTOR HUTCHINSON AND HIS TEAM. AND THE PRIMARY FOCUS OF OUR SESSION TODAY IS COMPENSATION, WHICH WE KNOW IS THE BIGGEST CHUNK OF OUR BUDGET. SO, WITH THAT SAID, I WILL TURN OVER TO DOCTOR HUTCHINS. >> THANK YOU MADAM CHAIR. ANN IS 86 PERCENT OF OUR COMBINED FUNDS BUDGET, WHICH IS A SIGNIFICANT AMOUNT OF OUR FUNDING. IT'S REALLY TOWARDS THE COMPENSATION. FIRST, LET ME BEFORE WE BEGIN, I WANT TO PUBLICLY THANK OUR FINANCE TEAM FOR ALL THEIR HARD WORK. I'M SURE THAT BOARD MEMBERS €" THIS IN A BUDGET BOOK FOR MONDAY. IT IS A MASSIVE UNDERTAKING FROM 456 PAGE DOCUMENT. I HAD THE PLEASURE OF READING TO DO. I KNOW OUR FINANCE TEAM HAS BEEN WORKING DILIGENTLY OVER THE PAST SEVERAL MONTHS TO HAVE THIS COME TO FRUITION. SO, I JUST WANT TO PUBLICLY THANK THEM FOR THEIR HARD WORK AND DEDICATION. AND I KNOW THEY WORKED WITH MANY OF OUR DEPARTMENTS AND REALLY ALL OUR DEPARTMENTS TO ENSURE THAT WE ARE PROVIDING THE BOARD POSING FOR THE BOARD A BUDGET THAT IS ALIGNED WITH THE FY 23 BUDGET PRIORITY. SO, THEN TURNED THINGS OVER TO EVER CHIEF FINANCIAL OFFICER, MR. DOMINIC TURNER. SO THAT HE CAN GO THROUGH OUR PRESENTATION THIS EVENING AND THE FOCUS THIS EVENING AS MANAGER MENTIONED IS AN OVERVIEW OF OUR COMPENSATION COMPONENTS OF THE COMBINED FUNDS BUDGET. WHICH IS 86 PERCENT OF OUR COMBINED FUNDS BUDGET. MR. TURNER? >> THANK YOU SIR. >> GOOD EVENING EVERYONE. WELCOME TO OUR FISCAL YEAR 2023. OUR BUDGET FOR WORK SESSION NUMBER ONE. FOR GOING TO THE NEXT SLIDE, SUSAN? TODAY, I'LL BE GOING OVER THE SUMMARY OF TODAY'S TOTAL BUDGET AND GOING TO THE COMPENSATION PORTION OF THAT BUDGET THAT I JUST SAID. 86 PERCENT OF OUR COMBINED BUDGET AND REPRESENTING OUR PEOPLE HERE A CPS. SO, BEFORE OUR NEW BOARD MEMBERS, THE COMBINED FUND BUDGET IS CALLED THAT BECAUSE IT'S COMPRISED OF THREE DIFFERENT FUNDS THAT WE HAVE HERE AT A CPS. THE OPERATING FUND. VERSUS THE LARGEST. SO, $316.2 MILLION. GRANTS AND SPECIAL PROJECTS. THE TO 17.6 MILLION. AND THEN THE NUTRITION FUND IS 12 MILLION AND $325.8 MILLION. WE ALSO HAVE SOME ADDITIONAL FUNDS THAT WE MANAGE. ADP F. SUPPLEMENT RETIREMENT FUNDS. OTHER EMPLOYMENT BENEFITS. HEALTH BENEFITS FUND. AND THEN AS WELL AS TWO FUNDS BY THE NAMES OF THESE FUNDS FOR SPECIFIC REASONS. SOME PULMONARY RETIREMENT AND SPECIFIC TO OUR RETIREES. WE OPERATE A SELF-FUNDED HEALTH PLAN. OUR HEALTH BENEFIT FUND FROM THAT IN SCHOOL ACTIVITIES FUND AND MONIES THAT THE SCHOOL HAS RAISED TO BE ABLE TO PAY FOR DIFFERENT ACTIVITY FOR THE STUDENTS AT THEIR INDIVIDUAL SCHOOLS. PLEASE? SO, THE PROPOSED BOND BUDGET THIS IS SIMPLY COST 86 PERCENT OF OUR TOTAL BUDGET. IT'S COMPRISED OF 71 PERCENT SALARY IN 29 PERCENT BENEFITS. IN THE OPERATING FUND OF PROPOSING 2438 FTES. WHICH IS INCREASING BY 17.3 FTE. PRIMARILY FROM THE RESERVE COMMISSIONS THIS YEAR THAT WILL BE HELD OVER THE NEXT YEAR. FROM EXECUTIVE LEVEL POSITIONS AND THEN AS WELL AS POSITIONS IN OUR TRANSPORTATION DEPARTMENT. TO BE ABLE TO BETTER TRANSPORT OUR STUDENTS TO AND FROM SCHOOL. DOES OUR VAN DRIVERS THAT I BELIEVE ARE ADDING TO OUR TRANSPORTATION OFFICE. SPECIAL PROJECT, TO DECREASE AT 6 AND A HALF POSITIONS. FOR THE FUNDING THAT IS GOING AWAY. [00:05:04] OUR SCHOOL NUTRITION FUND IS 121 FTES, WHICH IS AN INCREASE FOR NEXT YEAR. PLEASE? THE PROPOSAL BUDGET INCREASE ARE SEVERAL SALARY INVESTMENTS. AN INCREASE IN A MARKET RATE ADJUSTMENT. MARKET RATE ADJUSTMENTS FOR SPECIFIC JOB CLASSES THAT ARE EVALUATED IN TWO COMPENSATION STUDIES THESE PAST COUPLE OF YEARS. AND THEN A BONUS FOR THOSE ON THE HOLES THAT WERE TOP OF THE SCALE. A TOTAL OF THESE ENHANCEMENTS WOULD BE 12 AND A HALF MILLION DOLLARS. THE MARKET ADJUSTMENT BEING PROPOSED FOR ALL STAFF IS 2 AND A HALF PERCENT. AND THEN THE AVERAGE STEP INCREASE ACROSS ALL JOB CLASSES IS ROUGHLY 2.6 PERCENT. SO, IF WE WERE TO DO THIS, THIS WOULD PUT US ON TRACK TO BE ABLE TO GET TO THE PRESENT SALARY THAT WE PROPOSED OVER THE NEXT TWO YEARS. OBVIOUSLY, WE WOULD HAVE TO MAINTAIN THIS TO NEXT YEAR AS WELL TO BE ABLE TO HIT THAT TUNA QUARTER PERCENT THAT THE GOVERNOR WAS PLANNING TO BE ABLE TO RECEIVE THE STATE REVENUE FOR THIS, WE NEED TO BE ABLE TO HIT THAT IF WE DON'T HIT THAT, I BELIEVE WE HAVE A HIT EITHER 70 PERCENT JUST TO BE ABLE TO GET APPROPRIATED. PORTION OF THAT REVENUE TO FUND THIS INCREASE. RIGHT NOW, WE ARE ON TRACK TO BEING ABLE TO HIT THE 10 1/4 WE WOULD DO SOMETHING SIMILAR FOR NEXT YEAR. PLEASE? WITH EMPLOYEE BENEFITS THAT WE HAVE, WE HAVE THREE PLANS AND HEALTH BENEFIT PLANS HERE A CPS THAT UAC ENCOMPASSES AND THEN OTHER PLANS. WE TRY TO OFFER DIFFERENT CLAIMS THAT FIT OUR EMPLOYEES NEEDS. SO, WITH THE PROJECTED INCREASE FOR THESE COMMANDS, WE WOULD GO A PERCENT FOR UHT. UNITED HEALTHCARE AND THEN FIVE PERCENT FOR KAISER EACH YEAR, WE DID HAVE THIS REVIEW. TO SEE WHAT THE ACTUAL INCREASE WOULD BE AND THIS IS ADJUSTED PRIOR TO THE FINAL ADOPTION. RELATE TO BE CONSERVATIVE WHEN WE ESTIMATE OUR EXPENDITURES. , THAT'S WHY YOU SEE THE INCREASE BECAUSE OUR CONSULTANTS COME BACK AND SAY THAT IT'S GOOD TO BE LOWER. IT'S EASIER TO THAT FIND A WAY TO USE THAT FUNDING THAN IT IS TO HAVE TO FIGURE WHAT WE'RE GONNA CUT TO THEN AFFORD A HIGHER PREMIUM INCREASE. NEXT SLIDE PLEASE? SO, WITH EMPLOYEE BENEFITS, JUST COMPARING US TO SOME OF OUR SURROUNDINGS AND JURISDICTIONS. OUR EMPLOYEES PAY EITHER 10 PERCENT OR 20 PERCENT DEPENDING ON WHAT SCALE THEY ARE ON FOR THEIR BENEFITS AND THEN THAT MEANS US IN A CTS THEN PAYS 90 OR 80 PERCENT OF THAT PREMIUM. COMPARED TO THE SURROUNDING JURISDICTIONS, THEY COULD PAY ANYWHERE FROM 20 OR 25 TO 43 PERCENT OF THEIR PREMIUMS. WE BASED IT ON THE PPO FAMILY PLAN AT UHT PLAN. THAT WOULD MEAN THAT OUR EMPLOYEES ARE SAVING ON AVERAGE $1000-$7000. COMPARED TO SURROUNDING JURISDICTIONS. BECAUSE A CPS €" €" THE EMPLOYER IS PAYING A LARGER CHUNK OF THE HEALTH BENEFIT PLANS. NEXT SLIDE PLEASE? SO, THE NEXT COUPLE OF SLIDES IS JUST AN EXAMPLE OF WHAT THE TAKE-HOME PAY COULD BE FORMED A HYPOTHETICAL EMPLOYEE IN DIFFERENT JOB CLASSES. I WANT TO MAKE IT VERY CLEAR THAT THIS IS A HYPOTHETICAL AND WE DO NOT SIT OR VISUALS TAX WITHHOLDING WHEN DOING MUSIC SAMPLES. EVERYBODY HAS DIFFERENT TAX RECORDED. IT WOULD BE HARD TO DO AN EXAMPLE PUTTING THE END. THE FIRST EXAMPLE THAT'S WORK SIX HOURS A DAY 488 CONTRACT. BUS DRIVERS WERE ONE OF THE GROUPS THAT WERE IN OUR COMPENSATION STUDY FOR BEING WELL BELOW THE MARKET. SO, THEY ARE RECEIVING THE HIGHEST INCREASE OF ALL OUR JOB CLASSES MOVING FORWARD AND THAT THE 10.4 PERCENT AFTER YOU TAKE INTO CONSIDERATION YOU KNOW, WHAT THEY ARE THE ERS AND HEALTH INSURANCE AND SO FORTH. NEXT SLIDE PLEASE? OUR NEXT GROUP IS OUR LARGEST GROUP OF EMPLOYEES THAT TEACH THE GROUP. FOR EXAMPLE, WE'RE LOOKING AT A TEACHER WITH MASTERS DEGREE THAT WORKS HUNDRED AND 95 DAY CONTRACT. AGAIN, DOES THAT ASSUME TAX WITHHOLDINGS, BUT ON AVERAGE 5 AND A HALF INCREASE ONCE [00:10:07] YOU LOOK AT THEIR WITHHOLDINGS WITH PRS AND S FORTH. NEXT SLIDE PLEASE? DO THE LAST CLUE THAT WE HAVE AN EXAMPLE FOR PRINCIPAL 240 DAY CONTRACT. THIS IS ANOTHER GROUP THAT WAS STUDIED IN ONE OF OUR COMPENSATION STUDIES THAT MOST SAID TO BE BELOW THE MARKET HERE IN THE DC METROPOLITAN AREA. SO, THAT'S WHY SEE THE INCREASE THERE. 7 AND A HALF PERCENT THERE AT THE BOTTOM. SO, AGAIN, IF WE WERE TO MOVE FORWARD WITH THE PROPOSED SALARY ADJUSTMENT FOR THE FISCAL YEAR 2023 €" €" EVERY EMPLOYEE THAT IS ELIGIBLE FOR THE AND MRA WOULD SEE A SIZABLE INCREASE IN THEIR SALARY NEXT YEAR. BUT THIS OBVIOUSLY, WE WILL ALSO HAVE TO CONTRIBUTE THE HIGHER NOT TO THE IRS IS ALSO PRINTED TWICE ON ONE SLIDE THE TOTAL COST OF THESE ADJUSTMENTS IS YOU KNOW, A LITTLE OVER $12 MILLION. NEXT SLIDE PLEASE? THAT CONCLUDES THE PRESENTATION ON OUR COMPENSATION. AMID QUESTIONS THAT I LIKE TO TURN IT BACK TO THE CHAIR. AND OPEN IT UP FOR ANY QUESTIONS ANY MEMBERS MAY HAVE. >> THANK YOU MR. TURNER. I'M GOING TO DO SOMETHING A LITTLE BIT UNCONVENTIONAL. I USUALLY HAVE EVERYBODY ELSE ASK QUESTIONS FIRST. BUT, I WANT TO TEST THIS WITH A BOARD MEMBER WHO'S NOT HERE. AND SHE BROUGHT UP A QUESTION THAT SHE WANTED ME TO SHARE EARLIER TODAY THAT I THINK WOULD BE HELPFUL FOR EVERYONE TO JUST SORT OF HERE IT'S BACKGROUND BEFORE YOU MOVE ON WITH THE FULL BOARD QUESTIONS. AND SO, MR. TURNER, DOCTOR HUTCHINGS TEAM €" €" CAN YOU JUST GIVE A LITTLE BIT OF BACKGROUND ON THE MARKET RATE MARKET RATE COMPENSATION STUDIES THAT WE'VE DONE TO SORT OF GET US TO WHERE WE ARE TODAY IN LOOKING AT HOW WE ARE BEING COMPETITIVE IN OUR LOCAL MARKET AND HOW WE DECIDED TO STRATEGICALLY ENSURE THAT STAFF HAVE INCREASED COMPENSATION EVERY YEAR? IF THAT MAKES SENSE. >> DOCTOR, DO YOU WANT ME TO TAKE THIS? >> YES, I CAN START YOU WANT TO FINISH? EXPERT TO START OFF WITH HOW WE GOT TO THAT AND THEN YOU CAN GO ON TO THE SPECIFICS. >> A FEW YEARS AGO, THE BOARD AND STAFF JUST AS WE DECIDED THAT WE WERE GOING TO NEED TO BEGIN TO CONDUCT EMPLOYEE COMPENSATION STUDIES TO ENSURE THAT WE ARE MAKING FISCALLY RESPONSIBLE DECISIONS. BUT ALSO BEING ABLE TO OFFER COMPETITIVE SALARIES. TO OUR DIFFERENT EMPLOYEE GROUPS. THIS IS NOT A PRACTICE OF OURS. REPEATEDLY OVER THE PAST. WE WILL ANALYZE THE DEITY OR THE SERIOUS COMPENSATION THROUGH THE W A B. I DON'T WANT TO BE A DECENT CORPORATE AND HEDONIC €" €" WE CALL IT WAVY THE WAVY DOCUMENT, WHICH ALL OF OUR NEIGHBORING JURISDICTIONS, AS WELL AS OUR GENERATIVE DIRECTIONS IN THE DC METROPOLITAN AREA REVIEW, JUST A KIND OF A SNAPSHOT OF WHAT OTHER SCHOOL DIVISIONS ARE OFFERING IN REGARDS TO COMPENSATION. WE WANT TO MAKE SURE WE WERE DOING A MORE IN-DEPTH YOU KNOW, STUDY SO THAT WE WERE NOT JUST LOOKING AT FACE VALUE SALARIES TO SALARY. DIGGING DEEPER INTO BENEFITS AS WELL AS ANY OTHER TYPE OF INFLATION COMPOSITIONS THAT WE OFFER TO OUR STAFF MEMBERS. THAT'S KIND OF HOW WE GOT TO THAT POINT. MR. TURNER CAN SPEAK TO SPECIFICS IN REGARDS TO UNIT, WHO WE WORKED WITH THROUGHOUT THIS PROCESS. AND HOW IT'S BEING USED AND HOW WE ARE HOPING TO CONTINUE WITH THESE EMPLOYEE COMPENSATION STUDIES WITH. >> SURELY, YES. WAVY TEST THIS THEORY OF EDUCATION €" €" SCHOOL DIVISIONS €" €" DIFFERENT SCHOOL DIVISIONS IN THE AREA €" €" SPECIFICALLY, THEY JUST RELEASED THEIR LATEST 2022 GUIDE ON JANUARY 11. SO, I WILL TALK ABOUT WHERE WE ARE NOW TRAINED WITH SOME OF OUR TEACHER PAYS BASED ON THE NEW ONE THAT WAS JUST RELEASED BUT YES, OVER THE PAST COUPLE OF YEARS, WE HAVE HAD OUTSIDE CONSULTANTS, AND DO A COMPENSATION STUDY ON DIFFERENT CLASSES THAT YOU KNOW, EMPLOYEES FELT LIKE MAY BE BELOW THE MARKET. [00:15:04] IN THIS COMPENSATION STUDIES, THE CONSULTANT FOUND THAT SOME EMPLOYEE GROUPS WERE BELOW MARKET. AND SOME EMPLOYEE GROUPS WERE NOT BELOW-MARKET. SO, THE EMPLOYEE GROUPS THAT WERE BELOW-MARKET, WE TRY TO PUT IN A PLAN TO ADDRESS THAT. SOME OF THOSE EMPLOYEE GROUPS WERE VERY FAR BELOW THE MARKET. SO, WE TOOK HIM UP WITH POINT TWO ADDRESS THAT OVER SEVERAL YEARS. JUST BECAUSE IT WAS COST PROHIBITIVE TO BE ABLE TO ADDRESS IT ALL IN THE ONE YEAR FOR MOST OF THESE EMPLOYEE GROUPS. SO FOR SOME OF THE GROUPS, WE HAD A THREE-YEAR PLAN TO RECTIFY THE SITUATION GROUPS THAT WE TOOK A LONGER APPROACH TO BE ABLE TO HAVE THE SITUATION. SO, THIS BUDGET IS PROPOSED TO CONTINUE TO STAY COMMITTED TO ADDRESSING THIS POSITION GROUPS. I KNOW THERE WAS A QUESTION EMAILED ABOUT THIS STUDIES. STAFF CONDUCTED SPEND THOSE PAST STUDIES. SO EVERYONE CAN BE DELIVER THESE SPECIFIC GROUPS THAT WERE IN THERE. OFF THE TOP OF MY HEAD, SOME OF THE GROUPS WERE IN TRANSPORTATION POSITIONS SUCH AS BUS DRIVERS AND MONITORS. ONE MECHANICS. PRINCIPAL GROUPS AND ELEMENTARY AND MIDDLE SCHOOL. SHE POSITIONS. OUR PARAPROFESSIONAL POSITIONS WERE INCLUDED. OUR PSYCHOLOGIST POSITION WAS INCLUDED. AND A NUMBER OF OTHER POSITIONS, I'M SORRY, I DID NOT HAPPEN. I DON'T HAVE THE MEMOIRS OF THE TOP OF MY HEAD. THOSE TWO STUDIES THAT WE CAN DEFINITELY GET €" THE SCHOOL BOARD. TWO STUDIES I THINK WERE DONE BY SIEGEL CONSULTING BOTH YEARS. >> THANK YOU SO MUCH FOR THAT MR. TURNER. OKAY, I'M GOING TO GO AHEAD AND €" €" SO, SORRY, MR. EASLEY, DID YOU WANT TO ADD SOMETHING? >> I JUST DID WANT TO ADD FOR THE NEW SCHOOL BOARD MEMBERS. WHEN WE REFER TO WAVY, AS DOMINIC MENTIONED. THE WASHINGTON AREA BOARDS OF EDUCATION. THE INFORMATION CAN BE FOUND ON THE FAIRFAX COUNTY PUBLIC SCHOOLS WEBSITE FAIRFAX COUNTY SCHOOLS IS THE KIND OF €" €" THE COORDINATING AGENCY IF YOU WILL. FOR PRODUCING THAT DOCUMENT. SO, AS YOU MENTIONED, AROUND 10 LOCAL SCHOOL DISTRICTS THAT PARTICIPATE AND SO, TO GET TO THE FAIRFAX COUNTY PUBLIC SCHOOLS WEBSITE, THAT IS WHERE YOU CAN FIND THE WAVY GUIDE. >> THANK YOU. DOCTOR REED? >> THANK YOU FOR THE EXPLANATION OF THE COMPETITION STUDIES. MR. TURNER AND JUST THE PRESENTATION. I DID JUST SEND EVERYONE THE LINK TO THE WAVY GUIDE. SO YOU WOULD HAVE IT. I WANT TO ASK A FOLLOW-UP QUESTION ABOUT THE COMPENSATION STUDIES. SO, WE DID THEM THEM TWO YEARS IN A ROW AND WE DID ONE GROUP OF EMPLOYEES, A SMALL GROUP OF SUBSET OF EMPLOYEES ONE YEAR. AND ANOTHER SUBSET THE NEXT YEAR. AND THEN I DON'T THINK WE DID THEM LAST YEAR OR THIS YEAR. MY QUESTION WAS JUST ARE WE €" JUST LIKE US WHEN WE STARTED ON, I WAS UNDER THE IMPRESSION THAT WE'RE GOING TO CONTINUE TO DO DIFFERENT EMPLOYEE GROUPS EVERY YEAR. AND SO, I JUST WANT TO UNDERSTAND JUSTICE ARE WE GOING TO DO MORE OF THOSE IN THE FUTURE? OR HAVE YOU MAKE THE DETERMINATION OF ONE THE COMPENSATION STUDIES ARE NEEDED? CAN YOU JUST EXPLAIN THAT? >> YES, THANK YOU DOCTOR REITH. ONE THING WE DO IS WE ANALYZE EVERY YEAR ARE DIFFERENT EMPLOYEE GROUPS AND WHEN WE SEE THAT THERE IS SIGNIFICANT DISCREPANCY BETWEEN CERTAIN EMPLOYEE GROUP AND ANY OF OUR NEIGHBORING JURISDICTIONS OR OTHER JURISDICTIONS DC AND MARYLAND AND VIRGINIA AREA. THEN WE BEGIN TO RECOMMEND THAT WE DO SOME FORM OF COMPENSATION STUDY TO GIVE THEM A LITTLE BIT DEEPER INTO THAT. SO, WE ARE CONSTANTLY MONITORING OUR DIFFERENT EMPLOYEE GROUPS. WE DO HAVE THAT INFORMATION. WE DO WORK DIRECTLY WITH SPECIAL LOCAL JURISDICTIONS. ON BOTH COMPENSATIONS. THAT'S JUST WHEN WE SEE THAT WE ARE LAGGING BEHIND LIKE WE WERE SIGNIFICANTLY WITH SPECIFIC EMPLOYERS THAT WE DETERMINED. TO DO A STUDY ON. WHEN WE DETERMINED OR WHEN WE SEE THAT THERE IS RANKING IS REALLY LOW. THAT IS WHEN WE BEGIN TO RECOMMEND TO HAVE THE COMPENSATION STUDY. I HOPE THAT ANSWERS YOUR QUESTION. >> OKAY, THANK YOU DOCTOR HUTCHINS. QUESTIONS. MR. IGNACIO? >> YES, I HAVE A QUESTION AROUND OUR STAFF THAT HAS INVESTED THE TIME AND YEARS WITH US FOR QUITE SOME TIME. YEARS AGO, WE FIRST STEPS. WE ARE OFTEN BRINGING IN NEW PEOPLE WITH EXPERIENCE THAT ARE GETTING PAID MORE THAN THOSE STAFF. IS THERE ANY POSSIBILITY OF LOOKING AT COMPENSATING THEM APPROPRIATELY FOR THE [00:20:01] REUSE? >> I KNOW, THAT'S A QUESTION THAT WE TALK WITH OUR FEET A QUITE OFTEN ABOUT. RDA SESSIONS. I DO WANT TO SAY AND I KNOW MR. TURNER PROBABLY WILL CHIME IN. ON THIS. IS THAT WHEN WE DETERMINED THAT WE ARE GOING TO PUT OUR SELLER SCHEDULE A HOLD FOR NOT PROVIDING SOME SORT OF STEP. THAT'S A DECISION THAT WE MAKE FOR THAT PARTICULAR TIME BASED ON FINANCES AND THINGS. THERE'S ALWAYS A REASON AS TO WHY. WHAT WE DO THOSE THINGS. PART OF HAVING MARKET ADJUSTMENTS IS TRYING TO MAKE SURE THAT OVERALL OURSELVES CONTINUE TO BE COMPETITIVE. AND THAT'S REGARDLESS OF WHETHER WE HAD A STEP INCREASE OR NOT. SO, I KNOW THAT DOCTOR MR. TURNER CAN SPEAK MORE TO THE QUESTION. I KNOW THAT THIS IS SOMETHING THAT WE DISCUSSED IN THE PAST. >> YES, THAT IS CORRECT. THANKS FOR THAT HAND OF DOCTOR HUTCHINS. EACH YEAR, THE SCHOOL GOES TO BASE THAT ON ISSUE THAT WE ARE EXPERIENCING. STEP IS NOT THAT YEAR AND BASED ON THE ECONOMIC MISSIONS OF THAT TIME. WE ALSO ADJUSTMENTS JUST THE ECONOMIC CHANGES WITH OUR STAFF. SO, IS THAT THAT WAS NOT GIVEN IN THE PAST, ONLY TO THE COMPENSATION STUDIES OR OFFER A MARKET RATE ADJUSTMENT TO THIS IS JUST THAT IS HOW WE ARE TRYING TO BRING THOSE SALARIES BACK IN LINE WITH WHAT THE ECONOMIC CONDITIONS ARE OF THAT TIME. SO, THAT IS BASICALLY HOW WE TRY TO ADJUST FOR ANY OF THOSE TASKS AND STEPS NOT BEING GIVEN. IF WE WERE TO LOOK AT RETROACTIVELY GIVING A STEP THEN, WE WOULD BE LOOKING AT GIVING A MARKET RATE ADJUSTMENT. >> OKAY. [INDISCERNIBLE] >> OKAY, MISPRINT? >> THANK YOU MEDICARE. THANK YOU EVERYONE. MR. TURNER, CAN YOU TELL ME €" €" OUR WEAKNESSES NORMALLY WE ARE FIRST OUT OF THE GATE WITH A BUDGET GOING UP. HAVE WE SEEN ANY POSTING FROM ARLINGTON TO FAIRFAX ON THE BUDGET AND WHAT THEY ARE DOING? FROM THE STANDPOINT OF PETER MARKET READJUSTMENTS WERE COMPENSATION FOR THEIR TEACHERS IN TRANSPORTATION STAFF? I JUST WANTED TO KNOW BECAUSE AND WE'RE TRYING TO PLAY CATCH-UP AND MANY OTHER AREAS IN THE MARKET ALREADY HIGHER THAN A SPIRI I'M JUST WONDERING WHAT THEY MIGHT BE DOING. >> WE HAVE NOT INQUIRED ON THE MARKET RATE AND STAFF OFFER INSTEAD. WITH THE GOVERNOR PROPOSING 10.25 PERCENT INCREASE OVER THE NEXT TWO YEARS, IT IS LIKELY THAT ALL JURISDICTIONS ARE GOING TO TRY TO HIT THAT 10.25 INCREASE THE NEXT TWO YEARS BECAUSE THEY RECEIVED FUNDING TO BE ABLE TO DO THAT AND IF THEY DON'T GET TO AT LEAST WHAT THE PRAIRIE IS, THE AMOUNT IS THEY WILL NOT RECEIVE ANY ADDITIONAL STATE REVENUE. WE CAN DEFINITELY INQUIRE WITH THE SURROUNDING JURISDICTIONS ON WHAT THEY ARE PLANNING. BUT I WOULD BET THAT EVERYBODY'S TRYING TO RESET IN 1/4. WITH THE RELEASE OF THE NEW GUIDE THAT CAME OUT ON THE 11TH €" €" WHEN WE LOOK AT WHERE WE ARE WITH THE TEACHER PAY THIS TEST AND THAT €" €" VISIO 2022, HER ONLY SEVEN JURISDICTIONS THAT PARTICIPATED INSTEAD OF THE NORMAL 10. BUT, WITH OUR SALARY YOUR POINT 3/7. AND WITH OUR TOTAL COMPENSATION FOR TEACHERS RIGHT OUT OF TWO OF SEVEN. SO, THE SALARY, THE ONLY TO HAVE A HIGHER AVERAGE SALARY AND CRUMBLY COUNTY AND THE ONLY DIVISION THAT HAS A HIGHER TOTAL COMPENSATION PACKAGE IS FALLS CHURCH FOR TEACHERS. *CUSTOM* THANK YOU. >> THANK YOU. WE SEEM TO BE INCHING UP THERE, WHICH IS NICE. MR. EASLEY? >> JUST TO ADD ON TOP OF WHAT DOMINIC SAID AS WELL AS THE KIND OF HELP QUESTION. ONE OF THE DOWNSIDES OF BEING FIRST AT A IS EVERYONE KIND OF LOOKS TO WHAT ALEXANDRIA IS DOING. SO, THEY ARE ALREADY PLANNING AHEAD OF TIME. BUT THEY DO ALSO LIKE TO SEE WHAT ALEXANDRIA IS DOING TO HELP CONFIRM WHAT THEY MIGHT BE PLANNING. SO, DOESN'T DRASTICALLY CHANGE UP WHAT THEY'RE GOING TO DO. WHAT THEY DO LOOK TO WHAT WE HAD TO KIND OF VALIDATE WHAT THEY ARE PUTTING IN THEIR RESPECTIVE BUDGETS. [00:25:01] >> YES, THAT'S JUST WELL TO BUDGET. TYPICALLY THE SUPERINTENDENT, WE BEGIN TO TALK ABOUT WHERE WE ARE LOOKING TO PROVIDE INCREASES AND MID-JANUARY. SO, OVER THE NEXT WEEK OR SO IS WHEN WE WILL START SHARING OUT. UNFORTUNATELY, I WILL CREATE THE BEGINNING OF JANUARY. SO, I DON'T REALLY GET INSIGHT UNTIL TWO WEEKS AFTER WE HAVE ALREADY €" THIS I'VE ALREADY PRESENTED SUPERINTENDENT ALEXANDRIA TO BE PRESENT IN THE SCHOOL. NORMALLY, THERE ARE AROUND THE SAME AGE AS WHAT THE GOVERNORS KIND OF LIKE PUSH TO GET TO THAT 10.25 PERCENT. I'M ASSUMING THAT MOST OF POWERFUL DIVISIONS ARE GOING TO AT LEAST STRIVE FOR THAT. IF PEOPLE CAN DO MORE THAN THAT, I WILL BE CURIOUS TO KNOW HOW. [LAUGHTER] BUT, I THINK THE MOST PEOPLE WOULD BE SHOCKED BY THAT. THAT MEANS IF I HAD TO MAKE AN IMPRINT TO WHERE WE WOULD BE OR PREDICTION JUSTICE WILL PROBABLY REMAIN THE SAME RANK IN SCHOOL DIVISIONS UNLESS THEY ARE ABLE TO MEET THAT 10.25 PERCENT INCREASE. >> THANK YOU. MRS. BARRETT? >> SO, IT SOUNDS LIKE THE ASSUMPTION GOING INTO THIS BUDGET FOR COMPENSATION IS THAT GOVERN NORTHERN'S WORK PROPOSAL WILL BE APPROVED BY THE INCOMING LEGISLATURE AND THE NEW GOVERNOR AND SO, I'M JUST WONDERING FOR SOME REASON THAT WERE NOT TO OCCUR OR IT WERE TO LOOK A LITTLE DIFFERENT, HOW THE CHANGE? THE BUDGET? >> FOR US, WE ACTUALLY WERE AT THIS PERCENTAGE PRIOR TO THE GOVERNMENT MAKING THAT ANNOUNCEMENT. SO, WE BELIEVE IN COMPETITIVE DENTIST HAVING COMPETITIVE COMPENSATION FOR OUR STAFF. WE ARE ALREADY PUTTING INTO THE BUDGET FOR THAT. THAT MARKET ADJUSTMENTS THAT INCREASE. SO, WHETHER OR NOT THE GOVERNOR ELECT, YOUNG KID, HE GETS WARNING TO HIS HIS NEW ROLE €" €" WHETHER THAT CONTINUES TO MOVE FORWARD OR NOT €" AS WE WILL STILL BE PROPOSING THE ACTUAL MARKET READJUSTMENTS THAT INCREASES THAT WE DID CURRENTLY. BUT MRS. TURNER, I'M SORRY, JUST AS IN THE SUN. >> GENERAL ASSEMBLY WOULD NOT APPROVE THE OUTGOING GOVERNOR'S PROPOSAL €" THIS BASICALLY THAT WILL TAKE OUT THE STATE REVENUE THE SHARE THAT THEY WOULD PAY FOR THE RAISES. AND ALEXANDRIA, WE HAVE BEEN LCI.8. LOCAL COMPOSITE INDEX OF.8. WHICH IS THE HIGHEST IN THE COMMONWEALTH. SO, THE CITY PROVIDES US WITH 80 PERCENT OF THAT FUNDING ANYWAY. SO, WE WOULD BE LOSING THE 20 PERCENT OF THE FUNDING OF THAT RACE. SO, WE WOULD HAVE TO LOOK TO SEE HOW WE WOULD THEN GO ABOUT ADDRESSING THE LOSS OF THAT ADDITIONAL REVENUE FOR THE RACE. WE'RE STILL LOOKING TO AS DOCTOR HUTCHINS SAID, WE ARE LOOKING TO PROPOSE A STEP INCREASE IN THE MARKETED ADJUSTMENT BEFORE THE GOVERNOR'S PROPOSAL EVEN CAME OUT. WE WOULD STILL LOOK TO TRY AND DO THAT, EVEN IF THAT WERE TO TAKE AT THE BUDGET NEXT YEAR WOULD BE IN AT DIFFERENT STORY. WE WOULD HAVE TO TAKE A LITTLE WHAT THE NUMBERS LOOK LIKE NEXT YEAR AT THAT POINT. >> OKAY. ANY MORE QUESTIONS, I'M GONNA €" €" I SEE YOU DOCTOR REED. I'M GOING €" €" TWO QUESTIONS FROM MISS BOOZE. AND THEN WE WILL GO TO THE DENTIST I SEE MR. L NEWBIES HAND UP. WE GO TO DOCTOR REED. SO, MISS BOOZE HAD A QUESTION ABOUT SUBSTITUTES. AND WAS JUST WONDERING €" JUST DID WE HAVE ANY PLANS FOR SUBSTITUTE COMPENSATION? ARLINGTON RECENTLY INCREASED THE PAY AND ADD A BONUS. WITH THE COST BE TO ADD FTES FOR SUBSTITUTES TO HIRE PHILIP ASSIGNMENT SUBS? SO, ANY THOUGHTS ON THAT? >> SO, MR. TURNER CAN TALK AND SPEAK TO YOU KNOW, WHAT THE COST WOULD BE TO ACTUALLY HAVE FTES AND SUCH. I DO WANT TO STATE THAT I DO KNOW THAT DOCTOR KY IS WORKING WITH HER COUNTERPARTS IN OUR NEIGHBORING JURISDICTION. JUST TO KIND OF GET AN IDEA OF WHAT SOME OF THEM ARE. WE HAVE STARTED THIS CONVERSATION A FEW MONTHS AGO. WE ARE STILL WORKING THROUGH THAT. OF COURSE, WE WANT TO BE COMPETITIVE WITH OURSELVES AND SUBSTITUTE SERVICES AS WELL. SO THAT WE ARE NOT LOSING ARE SUBSTITUTE OUR NEIGHBORING JURISDICTIONS. AND ALL SUBSTITUTE SPECIALIST IS NO PLACE LIKE ALEXANDRIA. SCHOOLS. COME TO US. REGARDLESS OF WHAT YOU CHOOSE TO DO. BECAUSE WE ARE FAMILY HERE IN ALEXANDRIA. AND WE'RE JUST MORE THAN A SCHOOL DIVISION. BUT WE ALWAYS TRY TO ENCOURAGE OUR RECRUIT SUBSTITUTE RECRUITS STILL [00:30:06] JOIN US. BUT IT IS A CONVERSATION I JUST WANT TO POINT OUT, IT IS A CONVERSATION THAT WE HAVE BEEN HAVING OVER THE PAST COUPLE OF MONTHS. HAVE NOT MADE RECOMMENDATIONS OR I'VE NOT RECEIVED THE RECOMMENDATION AS OF YET. IT IS SOMETHING THAT I KNOW IS WE ARE HAVING DEEP CONVERSATIONS ABOUT. MR. TURNER, YOU MIGHT WANT TO SPEAK TO HAVING SUBSTITUTES AS FOR TIME EQUIVALENT DIVISIONS AND HARMFUL BUILDING. >> SURE, WHAT I'M UNDERSTANDING FROM THE QUESTION CORRECTLY IT SOUNDED LIKE THEY ARE ASKING IF WE HAD SOMETHING LIKE A SUBSTITUTE COORDINATOR FTE AT EVERY SINGLE ONE OF OUR SCHOOLS AND THE COST BEFORE THAT SUBSTITUTE COORDINATOR? CAN THE FULL-TIME LEAD TO THEN GO OUT AND OURSELVES WHERE WE HAVE THEM. NATURALLY, WE'RE TALKING ABOUT THE 18 POSITIONS IN THE AVERAGE COST OF TEACHERS ARE $127,000 OF THE ROUGHLY 2 1/4 MILLION DOLLARS IT WOULD ADD 18 FTES TO HANDLE OUR SUBSTITUTES. AS FAR AS PAY OR BONUSES €" €" THAT IS EXACTLY WHAT DOCTOR HUTCHINS SAID. ERIC HRT WAS ACTUALLY LOOKING INTO THAT. IN THE CURRENT YEAR TO MAKE ANY ADJUSTMENTS, WE'VE BEEN SUPPLEMENTING FUNDING WITH OUR EXTRA FUNDS TO GET MONITORS AND SO FORTH INTO OUR SCHOOLS. AND AS YOU ALL KNOW, WE'LL HAVE ALL THOSE FUNDS. THROUGH THE 30TH IN 2024 BELIEVE. WE'D BE CONTINUING TO USE THOSE AS WE NEED TO COME OUT OF THIS PANDEMIC. >> ONE THAT JUST STARTED. >> I WANTED TO FINISH. TO JUST ADD TO THE FACT THAT WE DO WORK WITH SUBSTITUTE COMPANY AS WELL. AND THAT'S THE WORK THAT WE'RE DOING TO TRY TO ENSURE THAT WE ARE GETTING JUST A LARGER WHOLE OF OUR SUBS AS WELL AS LOOKING AT SOME OF THESE SUB REQUIREMENTS. YOU KNOW, NOW, WE DON'T JUST WANT THE BODY IN OUR SCOPE A DEFINITE MESSAGE I WOULD EVER SEND. BECAUSE OUR KIDS, I'M SORRY, THEY ARE PRECIOUS CARGO. [LAUGHTER] WE SHOULD NOT JUST BE LETTING ANYBODY COME INTO THE BUILDING DISTINCTLY COULD USE JUST SIT IN THE CLASSROOM AND IF YOU CAN BRING THE SUSPECT, EDUCATION IS ABOUT. WE WANT TO MAKE SURE THAT WE HAVE QUALITY SUBSTITUTES IN OUR CLASSROOMS. BUT, THERE ARE SOME REQUIREMENTS THAT WE COULD BE A LITTLE MORE LENIENT ON IN REGARDS TO LIKE THE TOTAL NUMBER OF CREDIT HOURS AND THINGS OF THAT NATURE THAT WE ARE EXPLORED. JUST SO THAT WE CAN HAVE A LARGER POLE OF POTENTIAL CANDIDATES. >> THANK YOU. AND THEN ASKED BUT NOT LEAST IS PROBABLY FOR DOCTOR KY. BUT, COULD YOU JUST SHARE A LITTLE BIT ABOUT WHAT COMPONENTS OF OUR BENEFITS PACKAGE WITH BONUS OPPORTUNITIES DO WE OFFER OUR AND IF IT'S PACKAGE? WELLNESS PROCESS? >> SURE, DOCTOR HUTCHINS, WOULD YOU LIKE TO START OR FOR ME TO BEGIN? >> QUESTION WAS ABOUT BONUS HE SAID ABOUT ANY BONUSES? IS THAT WHAT I HEARD? >> NO, WELLNESS. >> WELLNESS. >> WELLNESS. [INDISCERNIBLE] >> @THEYWERE TALKING ABOUT BONUS. [LAUGHTER] >> BONUS. >> I CANNOT HEAR YOU. THE MASK KIND OF MUFFLED YOU UNFORTUNATELY LITTLE BIT. DOCTOR KY, YOU CAN TALK ABOUT THAT ONE. >> YES, THANK YOU. WE DO HAVE A NUMBER OF PROGRAMS THAT WE OFFER THROUGH OUR WELLNESS PROGRAM. THIS YEAR, ACTUALLY WE JUST DID A REVAMP OF THE PROGRAM. IT'S CALLED THE FINDING THAT PROGRAM. [00:35:02] FOCUS ON THE EMOTIONAL PHYSICAL AND INTELLECTUAL SPIRITUAL AND SOCIAL AND ENVIRONMENTAL HEALTH OF OUR STAFF MEMBERS. EACH OF OUR 18 SCHOOLS AND SITES HAVE ON HIS CHAMPIONS. EACH BONUS CHAMPION HAD TO CREATE A PLAN FOR THIS YEAR TO MEET THE WELLNESS NEEDS OF THEIR SITE FOR SCHOOL. SO, REALLY EXCITED THAT THAT KICKED OFF WITH OUR WELLNESS CHAMPIONS THIS YEAR. WE ALSO HAVE A NUMBER OF PROGRAMS WITH OUR EAP OR OUR EMPLOYEE ASSISTANCE. PROGRAM. MAKING IT CONFIDENTIAL EMOTIONAL SUPPORT WORK LIKE CONSTANT SUPPORT. EVEN HAVE OPTIONS FOR LEGAL ADVICE FOR GUIDANCE, FINANCIAL RESOURCES AND AS WELL AS ARTICLES AND PODCASTS IN DIFFERENT VIDEOS. TO SUPPORT STAFF WELLNESS. >> THANK YOU. ASK MR. L NEWBIES. ? >> THINKING THAT A CHAIR. MR. TURNER, QUICK QUESTION SELECT FOR THE MARKET READJUSTMENT. CAN YOU EXPLAIN A LITTLE BIT MORE ABOUT BETWEEN THE 2.5 PERCENT FOR EVERYONE. THEN THERE'S THE . 6 CERTAIN JOB CLASSES. HAS THAT WORK? ARE WE GETTING EVERYONE TO . 5 PERCENT ARE WE GIVING EXTRA FOR SOME JOB CLASSES? HOW DOES THAT WORK EXACTLY? >> THANK YOU. >> YES, SO, THE 2.5 PERCENT GOES TO EVERYBODY, ALL JOB CLASSES AND I THINK THE . 6 IS THE . 6 MILLION. COST THERE. THAT'S THE SPECIFIC JOB CLASSES THAT WAS COVERED IN THE COMPENSATION . 8 MILLION. . 6 I'M SORRY, . 6 MILLION IS NOT THE SPECIFIC JOB CLASSES THAT WERE COVERED IN THE COMPENSATION STUDY THAT WERE DOWN. WITH THE PAST TWO YEARS. AS MENTIONED EARLIER, SEVERAL DIFFERENT JOB CLASSES IN THAT TRANSPORTATION TREVOR IN BOTH MONITORS AND MECHANICS. ELEMENTARY AND MIDDLE SCHOOL PRINCIPALS, TEACHERS, COLLEGES, PARAPROFESSIONALS, AND SO FORTH. SEVERAL OTHER ONES AS WELL. NOT TO MENTION ALL OF THEM. BUT, WILSON SCHOOL BOARD MEMBERS THOSE TWO COMPENSATIONS WHEN WE ARE DONE. OVER THE TWO YEARS IN THE PREVIOUS YEAR FOR YOU TO BE ABLE TO SEE WHAT JOB CLASSES WORKING THERE. >> AND JUST ADD ON TO WHAT MR. TURNER SAID. WE WILL FORWARD THAT TO YOU ALL SO YOU CAN HAVE THAT INFORMATION. WHAT WE COMMITTED TO OVER 3 TO 5 YEAR PERIOD IS VERY DEPENDENT ON THE EMPLOYEE GROUPS THAT WE WILL BE WORKING TOWARDS GETTING PARENT MARKET RATE ADJUSTMENTS IN PLACE SO THAT THEY CAN BE A MORE COMPETITIVE RANKING. IT WAS IMPOSSIBLE FOR US FINANCIALLY TO HAVE SOME THESE GROUPS. WE WERE AT THE LOWEST LEVEL POSSIBLE TO MOVE US UP OVER IN A YEAR. IT WAS JUST TOO EXPENSIVE. SO, WE PUT TOGETHER AND PROPOSED A PLAN FOR THE BOARD TO APPROVE THE PREVIOUS BUDGET CYCLE TO HAVE THESE ADJUSTMENTS AND MARKET ADJUSTMENTS MADE OVER A PERIOD OF TIME. SO, WE ARE GRADUALLY GETTING INTO A MORE COMPETITIVE STRENGTH IN THIS PERIOD. >> OKAY, DOCTOR REESE? >> THANK YOU. I HAD A COUPLE QUESTIONS ABOUT THE BUDGET BOOK. THE FIRST ONE WAS A QUESTION ABOUT DEPARTMENT IMPROVEMENT PLANS AND SCHOOL IMPROVEMENT PLANS. I THOUGHT IT WOULD SUMMER IN BOOK IN THE MANY PAGES OF THE BOOK €" €" IT SAID THAT THE DEPARTMENT AND PROVEMENT PLANS WITH SOMEON ABOUT YOUR WEBSITE. I WAS LOOKING AT IT AND DID NOT SEE THEM. I WAS WONDERING YOU JUST SPEAK TO WHERE THOSE DOCUMENTS CAN BE FOUND AND THEN MY OTHER QUESTION WAS ABOUT PAGE 25, WHICH I HAD SENT A COUPLE OF HOURS AGO. I DON'T KNOW MR. TURNER. I DON'T KNOW IF IT'S POSSIBLE FOR YOU TO PULL UP THAT PAGE. BUT, I ALSO TO SHOW MY COLLEAGUES, IS POSTED IN YOUR COLLEGE OF THE BOARD THAT THIS IS A PAGE THAT I LIKE TO LOOK AT. THIS MISSING FROM MY PHYSICAL BOOK. I SAW IT IN THE ACTUAL ELECTRONIC ONE. I FOUND ONLINE. THIS IS JUST A SHOW LIKE THIS PAGE BECAUSE IT'S A REALLY GOOD HIGH-LEVEL PICTURE OF WHAT'S DIFFERENT ABOUT THE BUDGET THIS YEAR COMPARED TO THE PAST. SO, IF WE ARE ABLE TO PULL IT OUT, I WAS REALLY WANTING TO UNDERSTAND THE STAFFING CHANGES. JUST A COUPLE QUESTIONS ABOUT THAT PAGE. SOME OF YOU CAN MAYBE DISCUSSION WITH TALK ABOUT THIS THE SIMPSON INDEX AND. >> IF YOU GIVE ME A MOMENT, UPHOLD THAT SLIDE. >> I HAVE IT ROBERT. ALSO MY SCREEN. IF, TO SUSAN, I CAN SHOW MY SCREEN SUSAN, FAILED TO GO ONLINE ON HIS PAGE. 41 IN THE PDF FILE. SO, WITH THE SIBS AND THE DEPTHS, WE DID REMOVE THAT FROM THE BUDGET BOOK. THOSE BEING DEVELOPED. THOSE ARE QUITE EXTENSIVE. SO, IF WE KEPT THE NEW SIMPSON DIP TO THE BUDGET BOOK, DECIMALS FIVE HUNDRED PAGE THAT IS CLOSER TO 6700 PAGES. THE THINGS FROM BAC IS TRYING SHORTEN THE LENGTH OF THE BUDGET BOOK. THIS IS THE AREA THAT WE FELT LIKE WE COULD TAKE FROM THE BUDGET BOOK CREATE A NEW DOCUMENT. SO ONCE THOSE ARE COMPLETELY DEVELOP, THIS WILL BE POSTED ONLINE INSTEAD OF CONTINUING TO HAVE IT ON A LONGER BUDGET BOOK. THAT'S WITH THIS IT'S IN THE DEPTHS €" €". >> MR. TURNER, WANTED TO ASK. WE'RE GOING TO BE PRESENTING TO THE BOARD OF OUR SCHOOL IMPROVEMENT PLAN AND DEPARTMENT IMPROVEMENT PLAN. THAT IS SCHEDULED FOR FEBRUARY OR MARCH, I BELIEVE. [00:40:01] I DON'T HAVE THE AGENDA. WE DID NOT COMPLETE THE AGENDA FOR THE YEAR. WE DID THAT INTENTIONALLY SO THAT IT WOULD ALLOW US TO BE ABLE WHEN SPEAKING IN FROM THE BOARD SPEAKING TO SOME OF THE ACTIONABLE STEPS THAT HAVE OCCURRED IN SOME OF THE OUTCOMES THAT WE HAVE SEEN THUS FAR. SO THAT YOU ARE NOT JUST LOOKING AT THE DOCUMENT. I THINK WHAT WE TEND TO DO, WHICH WE DON'T WANT TO DO IS THAT YOU POST WITHOUT ANY TYPE OF CONVERSATION AND THEN PEOPLE MISINTERPRET AND WE SPENT MUCH TIME TRYING TO HELP PEOPLE UNLEARN WHAT THEY THINK THEY LEARNED. FROM LOOKING AT A DOCUMENT WITH NO CONVERSATION. SO, THINK THAT WE ARE DOING IS MAKING SURE THAT WE HAVE THE PRESENTATION BEFORE THE BOARD. AND THEN THOSE DOCUMENTS BECOME AVAILABLE TO HAD OUR PUBLIC DISCUSSIONS AND THE MIDYEAR. THOSE FINAL DOCUMENTS WILL ALWAYS SHOW UP IN THE COURT BECAUSE OUR ANNUAL REPORTING FORM OUR STRATEGIC PLAN EVERY YEAR, THOSE SCHOOL AND DEPARTMENT IMPROVEMENT PLANS ARE ALIGNED WITH THOSE EXPECTATIONS OR THOSE AREAS OF FOCUS. SO, THAT IS KIND OF THE PROCESS THAT YOU KNOW, THAT WILL DEVELOP YOU KNOW, A COUPLE OF YEARS AGO. JUST PROVIDE AN EXPLANATION IS NOT SOMETHING THAT WE JUST DECIDED TO DO NOW. THAT IS THE PROCESS. THAT WE CHOSE TO HAVE WITH REPORTING OUT OF OUR SCHOOL IMPROVEMENT PLAN FOR OUR DEPARTMENT IMPROVEMENT PLAN. >> PENDANT SUSAN, IF I CAN SHOW MY SCREEN, UPHOLD THAT PAGE THAT DOCTOR REESE IS REFERRING TO. >> THANK YOU, PLEASE AM STILL LOOKING FOR. I'M SO SORRY. NO WORRIES. >> THIS IS PAGE 25. >> I DID GET A NOTE THAT LAST YEAR'S SCHOOL IMPROVEMENT AND DEPARTMENT IMPROVEMENT PLANS ARE WELL, THIS CURRENT YEAR, THEY ARE IN THE FY 22. BUDGET WEBSITE. SO STEP DOCTOR HUTCHINS MENTIONED IN 23 WILL COME LATER. FOR REFERENCE, THE FY 22 BUDGET ACTUALLY HAS THE SCHOOL IMPROVEMENT AND DEPARTMENT IMPROVEMENT PLANS. FOR THE CURRENT YEAR. >> I'M SORRY. >> THAT'S OKAY. I WAS JUST €" €" MAYBE I'LL ASK THE QUESTIONS THAT I HAVE ABOUT THE PAGE HISTORY, AND IF YOU COULD JUST TEST TEST WILL BE HELPFUL TO HAVE YOU WALK THROUGH THE PAGE. I NOTICED THAT THIS PAGE KIND OF SUMMARIZES THE NUMBER OF FTES THAT CHANGE FOR THE SCHOOL DIVISION AND ICD 10.20 AT THE BEGINNING AND WAS WANTING TO UNDERSTAND WHAT THOSE POSITIONS WERE AND I HEARD YOU SAY SOMETHING ABOUT IT'S THE DIVISION ON ONE END. ONE POSITIONS. I THOUGHT I HAD SEEN SUMMER THAT THERE WAS MAYBE IN ADDITION FOR DOUGLAS MACARTHUR BECAUSE MAYBE THE NEW SCHOOLS OPENING AND REQUIRES MORE. I WANT UNDERSTAND THAT. AND THEN FOR THE CHIEF POSITION POSITIONS, I WAS ALSO TRYING TO SEE IF WE WERE CREATING ANY NEW POSITIONS. BECAUSE I KNOW MR. DOCTOR WILKINS LEFT AND SO, ALSO TRYING TO UNDERSTAND THAT SECTION AND THE MY LAST QUESTION WAS ABOUT THE SAFETY AND SECURITY IT LOOKS LIKE. WE WERE ALSO GOING TO BE ADDING SOME SCHOOL SECURITY OFFICERS, PRIVATE CONTRACTORS. IF YOU TALK TO SOME OF THE STAFFING CHANGES ON THIS DOCUMENT. THAT WOULD BE GREAT. >> ROBERTS, WOULD YOU LIKE TO TAKE OVER? >> I WILL. THANK YOU SO MUCH. JUST AT THE VERY BEGINNING, I WANT TO APOLOGIZE FOR AN EDITORIAL CHANGE OR NARRATIVE CHANGE THAT NEEDS TO BE MADE. YOU WILL SEE HERE THAT WE ACTUALLY REFERENCED IN MARKET READJUSTMENT OF TWO PERCENT. WE APOLOGIZE FOR THAT. THAT IS ACTUALLY 2 AND A HALF PERCENT. THAT DOES NOT CHANGE THE AMOUNT. IN ANY WAY. BUT, THAT NUMBER SHOULD BE 2 AND A HALF PERCENT. IN REFERENCE TO THE FTE €" €" THIS IS WHERE YOU ARE TRYING TO COMPILE AND SUMMARIZE A LARGE BUDGET INTO THESE NUMBERS. SO, AS WE MAKE REFERENCE TO THESE FTE NUMBERS €" €" THERE IS ALSO A NETHER NOTE THAT WE NEED TO MAKE THAT THIS ACTUALLY SIX ADDITION IN THE PEOPLE TRANSPORTATION, NOT BEFORE. THIS MEANS WHERE SLICING AND DICING OF THE DATA. TWO POSITIONS THAT WERE ACTUALLY INCORPORATED INTO THE 10.2. SO, WE'RE GOING TO REVISE THAT. YOU WILL SEE THAT IT'S ACTUALLY 8.2. AND THIS TRANSPORTATION FTES WILL ACTUALLY BE SIX. NOW AGAIN, THE AMOUNT, THE DOLLARS WILL NOT CHANGE. THIS IS JUST THE SLICING AND DICING OF THE FTE NUMBERS. NOW, WITH RESPECT TO THE 8.2 THAT WILL BE THE TOP NUMBER THAT IS €" €" I GUESS A COMBINATION OF JUSTICE IN THE CURRENT, FY 22, ONLY UTILIZE POSITIONS THAT WE HAVE. RESERVED FOR POSITIONS THAT ARE NEEDED IN A PARTICULAR SCHOOL BASED ON ENROLLMENT. REMOVE THE POSITION OUT OF THE RESERVE. [00:45:03] AND THE NEXT YEAR, ASSUMING THAT THINGS STAY STATIC, WE REPLENISH THE RESERVE WITH IN FTE. SO, BECAUSE THE SCHOOL BOARD ADOPTS THE BUDGET INCLUDING THE FTE NUMBERS, WE HAVE TO MAKE SURE THAT WE RECOUNT THE UTILIZATION OF THAT RESERVE POSITION IN THE CURRENT YEAR. AND BASICALLY REPLENISH OUR RESERVE. SO, THAT'S THE ADDITIONAL FTE IF YOU WILL. IT'S NOT DEDICATED TO A PARTICULAR PLACE AT ANY TIME. IT'S JUST THERE JUST IN CASE WE NEED TO POSITION AND THEREFORE, WE WILL HAVE TO COME BACK TO THE SCHOOL BOARD TO ASK FOR AN ADDITIONAL POSITION TO ACT. THAT THE REPLENISHMENT OF THE RESERVES THAT WE HAVE. IN THE FTE WITH RESPECT TO THE CHIEF POSITIONS. IS OBVIOUSLY THE REDUCTION OF DOCTOR WILKINS IN THE CHIEF OF STAFF. AND TO ACCOUNT FOR THE AMOUNT TO CURRENTLY ACTING CHIEF POSITIONS. WE DO INCLUDE THOSE TWO POSITIONS AND FY 23. SO THAT THE NET RESULT WAS A CLOSE ONE. OBVIOUSLY AS I MENTIONED, THE FTES FOR PEOPLE TRANSPORTATION, THAT NUMBER WILL ACTUALLY BE SIX. BUT THAT IS AT A COST OF 147.9. AND THERE'S AN ADDITIONAL POSITION THAT WAS ADDED IN FOR AN EXECUTIVE DIRECTOR IMPAIRMENT. AND IN THAT DIVISION WIDE DISHES THAT IS WHERE WE ACCOUNT FOR VACANCY SAVINGS, REPLACEMENT OF POSITIONS THAT ARE GOING TO BE LESS THAN WHAT THE PREDECESSOR POSITION WAS. SO, WE TRY TO ACCOUNT FOR THAT NEGATIVE NUMBER IF YOU WILL. AND THEN THE NEGATIVE FTE AGAIN, THAT WAS JUST THE NATURE OF REVISING AND MODIFYING THE BUDGET. IT'S JUST THE REDUCTION OF AN FTE. SO, IT'S NOT A PARTICULAR POSITION PER SE THAT A BODY IS SITTING IN. IT'S JUST THE NUMBERS OF MAKING SURE THAT WE COUNT FOR AN ACCURATE NUMBER ON THE APPROPRIATE NUMBER OF POSITION ALLOCATED THAT WE THINK WE MIGHT NEED FOR THE UPCOMING YEAR. NOW THAT IS A LOT. SO, I WILL BE WAITING AND HOPING TO ENTERTAIN ANY QUESTIONS YOU MIGHT HAVE REGARDING THAT. >> IS FUN TO ADD SOMETHING TO THAT AND SPECIFICALLY IN REGARDS TO THE CHIEF POSITIONS. BECAUSE I WANT TO JUST KIND OF GO BACK TO A COUPLE OF YEARS AGO WHEN WE DEVELOPED THE CHIEF OF STAFF POSITION. DOCTOR WILKINS, HE WAS WHAT I CALL AT THAT TIME, THE UNICORN. [LAUGHTER] SOMETHING THAT YOU WILL NOT FIND. SOMEBODY THAT HAS HUMAN RESOURCES EXPERIENCE AND FACILITY OPERATIONS EXPERIENCE ALL IN ONE PERSON. RIGHT? IT IS VERY RARE TO FIND ANYBODY WITH THAT SKILL SET. AND THAT KIND OF WIDE RANGE OF EXPERTISE. SO NOW THAT HE HAS YOU KNOW, TAKING A NEW POSITION IN ANOTHER ORGANIZATION, THE PRIVATE SECTOR, IT IS ACQUIRING US TO REALLY REVISIT OUR NEEDS NOW. IN THIS STAGE. TWO YEARS AGO, WE WERE IN NEED OF YOU KNOW, WHAT DOCTOR WILKINS HAD TO OFFER. NOW, WE ARE LOOKING FORWARD AND LOOKING AT THE 2023 HERE. [00:50:02] WE KNOW THAT WE ARE CONTINUING TO EXPAND OUR CAPITOL IMPROVEMENT PROJECT. AND IT IS NOT GETTING ANY LIGHTER. IT'S ACTUALLY GOING TO CONTINUE TO SPEED UP. SO, WE WILL NEED TO MAKE SURE THAT WE ARE ACCOMMODATING WORKLOAD THAT IS GOING TO COME OUT OF THAT DEPARTMENT AND THAT IS SOMETHING THAT IS NOT SURPRISING TO US. WE KNEW THAT EVENTUALLY IT WAS GOING TO HAPPEN AS WE HAD OUR CAP BUDGET IN PLACE. AND THEN ALSO WITH HUMAN RESOURCES, ESPECIALLY NOW AT A TIME WHERE IT IS GOING TO BE SIGNIFICANT CHALLENGES WITH RECRUITMENT, AND RETENTION. WE'RE GOING TO HAVE TO ENSURE THAT OUR HUMAN RESOURCES DEPARTMENT IS WELL STAFFED AND HAS THE APPROPRIATE EXPERTISE TO DEAL WITH THE RECRUITMENT AND RETENTION THAT ARE REALLY OUTCOME FROM THIS PANDEMIC THAT WE HAVE BEEN IN OVER THE PAST TWO YEARS. >> ON THE KIND OF PROVIDE SOME JUSTIFICATION AS TO WHY THE SPECIFIC AREAS FOR SOAP IMPORTANT. WITH DOCTOR WILKINS LEAVING, THAT IT OFFSET ONE OF THE POSITIONS. BECAUSE IT'S JUST A CHIEF OF STAFF TO YOU KNOW, CHIEF OF OPERATIONS FOR CHIEF OF HR, DEPENDING 20 WANT TO ACCOMMODATE FOR. IT WOULD STILL NEED THAT ADDITIONAL 1.0 FTE. THAT IS WHY THERE'S 1.0 THERE. >> EXCUSE ME. MR. CHECK. >> I CAN TOUCH ON THE OTHER QUESTIONS YOU ASKED THERE, DOCTOR READ? >> ABOUT THE €" €" [INDISCERNIBLE] *CUSTOM* YES, THE SECURITY. >> YES, I'M SORRY. >> CAN YOU WILL HEAR ME? >> YES. >> OKAY. WITH THE SECURITY, WE ACTUALLY HAVE THAT SECURITY THIS YEAR. AND IT'S BEEN FUNDED WITH VACANCY SAVINGS. DO NOT WANT TO ASSUME THAT WE WILL HAVE THE VACANCY SAVINGS GOING INTO FISCAL YEAR 2023. SO, WITH THE WHAT'S THAT INTO THE BUDGET. THAT'S WHY WE HAVE THAT FUNDING THERE THAT INCREASES SINCE THAT WAS ALL OF YOUR QUESTIONS PERTAINING TO THIS. >> THANK YOU. >> QUESTIONNAIRE DREAM? >> THANK YOU CHAIR ALL REGION. MY QUESTION IS NOT TO THIS DOCUMENT. MR. TURNER. BUT EARLIER IN THE DISCUSSION, YOU MENTIONED THE ASTRO FUNDING POSITIONS SUCH AS THE MONITORS. AND I'VE HEARD OTHER POSITIONS THAT WILL BE FUNDED BY ASTRO FUNDS. DOCTOR HUTCHINGS TALKS TO SOME OF THOSE POSITIONS INCLUDING ONE AND AM VERY EXCITED ABOUT FOR THE COMMUNICATIONS DEPARTMENT. HOWEVER, I WAS WONDERING, IT WOULD BE VERY HELPFUL FOR THE BOARD TO SEE THE POSITIONS THAT ARE BEING FUNDED BY THE HOT OF DOLLARS. THE ASTRO FUND. IT'S OUT THERE I DON'T THINK I'VE SEEN IT. BUT, I THINK IT WOULD BE VERY HELPFUL FOR ALL OF US TO SEE THE BREAKDOWN OF THAT AND HOW MUCH WE ARE SPENDING FOR EACH OF THOSE POSITIONS. WOULD THAT BE POSSIBLE? *CUSTOM* YES, WE CAN DEFINITELY ENCOMPASS THAT. >> YES, SOME OF THAT DENTIST SOME OF THAT THIS IS MR. TURNER, THAT'S INCLUDED IN THE INTER-APPLICATION ORDER DID WE JUST DO FTE NUMBERS WERE FTES? I'M THINKING BACK TO THAT. I DON'T KNOW IF IT WAS AN INTERNAL DOCUMENT ARE NOT THERE. THAT WE HAD THE ACTUAL POSITIONS THAT WE WERE USING THOSE AS WE GO FORWARD. WE HAD TO SUBMIT TO THE DOE AND I BELIEVE WE HAD TO POST THAT AS WELL. ON THE DIVISION WEBSITE. BUT, I READ SOME STUFF, IT SEEMS LIKE EVERY FIVE YEARS AGO. AND IT WAS ONLY THREE MONTHS AGO. IT WAS AUGUST I THINK ONE IT WAS AUGUST OR SEPTEMBER TIMEFRAME. >> THAT'S ALL CORRECT. AMERICAN RESCUE PLAN APPLICATION. WE DO HAVE THAT AND POSTED IT ONLINE. BUT, WE CAN YOU KNOW, PUT IT ON AN EASY LIST AND SEND IT TO THE MEMBERS. >> CONSENTED TO THE BOARD MEMBERS. >> I THINK WE SHOULD PROBABLY JUST ATTACH THAT LINK TO. SO WE CAN GO BACK AND SEE THAT DOCUMENT AS WELL. BUT THEN JUST BRING UP THAT INFORMATION OUT OF THE DOCUMENT EASY READ FROM A SCREEN OR ANY OF THE BOARD MEMBERS TO JUST SAY. >> YES, FORGET BREAK THAT DOWN. I THINK IT WOULD BE VERY HELPFUL FOR THE NEW BOARD. >> THANK YOU. >> THANK YOU DOCTOR SUSAN BAIRD. *CUSTOM* THANK YOU. THANK YOU FOR PROVIDING THE THREE EXAMPLE TABLES AT THE END OF THE PRESENTATION. I FOUND THIS REALLY HELPFUL. THE KIND OF SEE THE ACTUAL NUMBERS FOR PENITENTIAL HE PEOPLE. I SEE ON THOSE THREE EXAMPLES, THE PERCENT CHANGE RANGES FROM FIVE AND HALF PERCENT TO 10.4 PERCENT. AND I'M CURIOUS ACROSS STEP, WHAT IS THE RANGE FOR PERCENT CHANGE? OVERALL? >> IS THAT IN REGARDS TO THE EXAMPLE FOR EXAMPLE TAKE-HOME PAY? >> IS THAT WE ARE TALKING ABOUT? >> ON THE BOTTOM TO REMOVE THE FINAL SO BUT WHEN THOSE TABLES IS THE PERCENT CHANGE FOR FY 23. AND I'M JUST CURIOUS, IS A THREE EXAMPLES FOR THE WHOLE STUFF. WHAT IS SORT OF THE RANGE PERCENT CHANGE THAT WE WILL SEE STAFF? >> SO YES, WE DO NOT DO AN EXAMPLE FOR EVERY JOB CLASS IN A CPS. WE TRY TO STICK TO THE LARGE GROUP. THE LARGEST GROUP ARE THE TEACHER JOBS CLASSES. THEY HAD THE FIVE AND HALF PERCENT INCREASE IS WHAT THEY WOULD SEE FROM TAKE-HOME. AND I WILL LOOK AT IT. GENERALLY AND JUST LOOK AT IT AS WE OFFER TWO AND HALF PERCENT MRA FOR ALL STAFF. AND THEN THE AVERAGE STEP INCREASE AVERAGES TO ABOUT 2.6 PERCENT. SO, WE JUST LOOK AT THOSE, IT'LL BE ABOUT 5.1 PERCENT. ACROSS ALL STAFF. AND WHY SAY 2.6 PERCENT IS THE AVERAGE IS BECAUSE THE LOWER END OF OUR SKILLS, YOU INCREASE FASTER. SO, YOU GET THREE AND HALF OR THREE PERCENT INCREASE. AS YOU MOVE TOWARDS THE TOP END OF THE SCALE €" €" STEP INCREASES WERE ONLY TWO PERCENT SO, WHEN THE AVERAGE THAT ALLAH, STU.6. YOU JUST LOOK AT THOSE AND MAYBE YOU TALK ABOUT A LOT OF 5.1 PERCENT INCREASES. ACROSS ALL STAFF. >> THANK YOU. >> OKAY. >> IT LOOKS LIKE WE'VE GOT OUR QUESTIONS. WHAT WE WERE MORE QUESTION FOR MR. IGNACIO. >> I HAVE A QUESTION AROUND THE POSITIONS THAT WE ARE CREATING WITH ESTHER FUNDS. [00:55:05] AND THE PLANT WHEN THOSE FUNDS ARE NO LONGER AVAILABLE. THIS POSITIONS NO LONGER AVAILABLE ARE WE PLANNING TO ABSORB THOSE INTO THE BUDGET IN THE TWO OR THREE YEARS? >> THIS POSITIONS WILL NO LONGER BE AVAILABLE. BECAUSE WE DID THAT ON PURPOSE. FROM THE BEGINNING, WE DID NOT WANT TO MAKE THIS SAME MISTAKES THAT WE DID BACK IN THE DATE WHEN WE HAD THE SCHOOL IMPROVEMENT GRANT FUNDINGS. WHEN PEOPLE WERE LIKE GIVING THIS JOB. I WANT TO KEEP IT AND THEN WE HAD TO FIND A WAY TO KEEP PEOPLE ON. SO, WE WERE VERY INTENTIONAL WITH ENSURING THAT THESE POSITIONS AND REALLY THAT'S WHAT ALSO PART OF THE GUIDELINES FOR THIS EFFORT FUND. IT JUST HAD TO RELATE TO COVID IMPACTS. RIGHT? THE GOAL IS THAT OVER TIME YOU KNOW, WE'RE DOING WHAT WE NEED TO DO, MOVING FORWARD, THAT WE ARE NARROWING SOME OF THAT SIGNIFICANT SOCIAL EMOTION ACADEMIC LEARNING LOSS THAT MANY OF OUR KIDS HAD TRIPPED OVER TIME, WE SHOULD NOT NEED ALL THE ADDITIONAL SERVICES AND WE WORKED VERY INTENTIONAL ABOUT MAKING SURE THAT THOSE POSITIONS SUSAN, THIS POSITIONS THAT WE PUT INTO THE ESTHER FUNK APPLICATION OR POSITIONS THAT WE WOULD NEED AFTER A THREE YEAR SPAN. WE ALSO ENSURE THAT THOSE CONTRACTS FOR PEOPLE THAT ARE HIRED USING EXTRA FUNDS THAT THEY ARE AWARE AND BEING HIRED USING EXTRA FUNDS. IT'S NOT OPERATED FUNDS. IT'S AN END DATE. YOU ARE NOT TENURED OR FOREVER IN THAT ROLE. WE WANTED TO MAKE SURE PEOPLE UNDERSTOOD THAT UPFRONT. WE ALSO INCLUDED THAT IN OUR JOB DESCRIPTION. SO, WHEN PEOPLE ARE APPLYING FOR THE JOB, PEOPLE €" €" THERE ARE NO SURPRISES. YOU KNOW, FOR ANYONE IN TEXAS THAT'S A GREAT QUESTION AND MR. IGNACIO. SO, THE JOBS THAT WE NEED FOR STUDENTS TO ASSESS OUR POSITIONS THAT WE WOULD ALWAYS PUT INTO THE OPERATING BUDGET. SUPPORTS THAT DUDE. >> THANK YOU. >> I COULD JUST ADD ON TO THAT DOCTOR HUTCHINS. AS TO NOT SCARE AWAY ANYBODY THAT WANTS TO APPLY FOR THIS POSITION. WE DO HAVE TURNOVER IN A TPS. AND IF YOU DO TAKE THIS POSITION, YOU HAVE THE INSIDE TRACK ANYTIME THURSDAY TURNOVER. PLEASE STILL DO APPLY FOR THIS POSITIONS THAT ARE ESCROW FUNDED. A CPS CAN REALLY USE YOUR ASSISTANCE. [LAUGHTER] >> COULD CALL MR. TURNER. PRACTICALLY, I DO HAVE ONE LAST COMMENT FROM MR. BAILEY AND I WILL END WITH A COMMENT. >> THANK YOU MADAM CHAIR. I JUST WANT TO APPLAUD YOU DOCTOR HUTCHINS. TO TURN MR. EASLEY. AND ALL OF YOUR STAFF FOR KEEPING OUR TEACHERS AND STAFF PAY COMPARABLE WITH OTHER JURISDICTIONS. WE KNOW THAT THERE IS MORE WORK TO BE DONE THERE. BUT, THIS IS A GOOD START. SO, I REALLY APPRECIATE THAT. WE KNOW ALL OF OUR TEACHERS AND STAFF ARE HAPPY. THEY'RE HAPPY, OUR KIDS ARE HAPPY. OBVIOUSLY TAKING HOMEWORK PAY. THAT WILL MAKE THEM HAPPY. WHICH IN TURN, KEEPS OUR KIDS HAPPY. ALSO, KUDOS TO YOU ALL FOR THIS DISABILITY APPLAUD YOU GUYS FOR KEEPING €" €" I'M LOOKING AT THE PREMIUM. UNDER THE EMPLOYEES BENEFITS. WHAT THE EMPLOYEES PAY FOR THEIR HEALTH AND TREATMENT. AND THIS IS REALLY PHENOMENAL THAT YOU KEPT THEM THAT LOW. SO, COMPARED TO THE SURROUNDING JURISDICTIONS. SO, I APPOINT YOU GUYS AS WELL. FOR THAT, LIKE I SAID, THIS WILL WORK TO BE DONE, BUT I SEE YOU GUYS ARE DOING REAL GOOD SO, THANK YOU. >> THANK YOU MR. BAILEY. ONE THING I DO WANT TO SAY IS THAT AND THIS IS SOMETHING I THINK THAT ISSUE NEED FOR A PPS. SCHOOL DIVISIONS ACROSS THE NATION DON'T ALWAYS PROVIDE MARKET RATE ADJUSTMENTS. STEP INCREASES ALL EMPLOYEE GROUPS. A LOT OF TIMES, LED TO NARROW IT DOWN TO CERTAIN GROUPS. BECAUSE THEY JUST DON'T HAVE THE FUNDING TO BE ABLE TO DO THAT. WE WORK VERY INTENTIONAL AND PROPOSED BUDGET TO ENSURE THAT ALL STAFF YEAH, WAS NOT JUST CERTAIN GROUPS AND IT DEFINITELY TAKES AN ALL HANDS ON DECK APPROACH FOR US TO BE ABLE TO MEET THE NEEDS OF OUR KIDS. THAT'S BUS DRIVERS, CUSTODIANS, CAFETERIA WORKERS. WHAT? OUR TEACHERS. OUR PRINCIPLES. OUR PSYCHOLOGISTS. SOCIAL WORKERS AND INSTRUCTIONAL AIDS. [01:00:08] EVERY SINGLE EMPLOYEE IN ALEXANDRIA PUBLIC SCHOOLS IS AN EDUCATED BECAUSE YOU WORK FOR ALEXANDRIA PUBLIC SCHOOLS. AND THEY ENSURE THAT ALL OF OUR YOUNG PEOPLE HAVE EXACTLY WHAT WE NEED. SO, I JUST WANT TO MAKE THAT POINT THAT WE HAVE BEEN INTENTIONAL WITH THAT PROPOSED BUDGET TO ENSURE THAT EVERY STAFF MEMBER IS IMPACTED POSITIVELY WHEN IT COMES TO COMPENSATION ACROSS THE BOARD. >> I JUST WANT TO SAY DOCTOR HUTCHINS THAT I AGREE WITH YOU 100 PERCENT. SOME THE GRADUATED HIGH SCHOOL BACK IN 1983. IN ALEXANDRIA CITY. I STILL MEMBER THE NAMES OF MY €" €" MY HALL MONITORS, CUSTODIANS. SO, THEY ARE ALL IMPORTANT AS IT RELATES TO THE KIDS. REMEMBER SOME OF THEM MORE THAN I REMEMBER SOME OF MY TEACHERS. SO, WHEN WE ARE LIKE YOU SAID, WHEN WE ARE PROVIDING FUNDING TO OUR TEACHERS JUSTICE WE NEED TO JUST MAKE SURE THAT WE INCLUDE ALL STAFF. THANK YOU. >> THANK YOU MR. BAILEY. AND GOING WITH A COMMENT AS WELL. AS I SIT HERE AT THIS BUDGET WORK SESSION. I REMEMBER SORT OF €" O'SHAUGHNESSY PANIC, BUT FEAR CAME OVER US IN 2020. AND WITH THE PANDEMIC HEADING. AND THE JUGGLING WE HAD TO DO IN THE TOUGH DECISIONS THAT WE HAD TO MAKE €" €" AND I JUST WANT TO THANK THE FINANCE TEAM BECAUSE YOU ALL REALLY SET US UP I THINK AT THAT POINT. TO ENSURE THAT WE COULD CONTINUE TO MOVE IN A POSITIVE TRAJECTORY. AT THE END OF LAST YEAR, WE ARE ABLE TO GET BONUSES TO EVERYONE. AND EVEN YOU KNOW, THINKING ABOUT WHAT MRS. SIMPSON BARED BROUGHT UP. ANOTHER FACT THAT GIRL IS UP AT THE GOVERNOR SAYS OR DOES, HERE, WE HAVE POSITIONED OURSELVES TO CONTINUE TO INCREASE COMPENSATION FOR OUR STAFF. I JUST REALLY WANT TO UPLOAD THE BUDGET AND FINANCE TEAM BECAUSE THIS IS THE TYPE OF PROACTIVE PROACTIVE INTENTIONAL WORK THAT WILL I THINK MAKE FOR SUCCESSFUL AND TO BE ABLE TO SUSTAIN WHAT IT IS WE'RE TRYING TO DO RIGHT NOW. THIS IS NOT JUST GOING TO BE WHAT WE DO IN THE MOMENT. WE ARE GOING TO BE ABLE TO SUSTAIN THIS TYPE OF GROWTH AND PROGRESS. AS LONG AS WE ARE PROACTIVE AND AS LONG AS WE PLANNED. SO, THANK YOU TO THE TEAM FOR THAT. I REALLY THIS JUST IT'S A BIG HIGHLIGHT FOR ME. THOSE WITH THE CAP AND SO FAR, THE COMBINED FUNDS BUDGET THIS YEAR. SO, THANK YOU. *CUSTOM* SO, WITH THAT SAID, WE WERE ALL WRAPPED UP HERE. SO, JUST REMEMBER THAT WE DO HAVE ANOTHER WORK SESSION AFTER OUR BOARD MEETING. NEXT WEEK. THAT WILL BE WORK SESSION NUMBER TWO. YOU CAN CONSIDER THAT SESSION TO BE THE OTHER 14 PERCENT. THE BUDGET. SO, WE WILL GET THE HIGHLIGHTS ON IT. SO, AS ALWAYS, AS YOU LOOKING THROUGH THINGS, WITH QUESTIONS, PLEASE FORWARD THEM ALONG. ALWAYS, IF YOU CAN CC ME, TO CC ME THAT ALLOWS ME TO SEE IF THERE'S ANYTHING I NEED TO REMEMBER TO BRING FORWARD. AT ANY MEETING. SO, WITH THAT SAID, THANK YOU EVERYONE AND WE WILL SEE EVERYONE SOON AND EVERYONE PLEASE HAVE A GOOD RESTFUL WEEKEND. * This transcript was compiled from uncorrected Closed Captioning.