TO CALL TO ORDER. WORKSHOP. BOARD OF TRUSTEES.
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WE HAVE FIVE TRUSTEES PRESENT. AND WITH THAT, WE'LL HAVE MRS.[1. Discussion regarding 2025-2026 District Budget]
SMITH. THANK YOU. OKAY. OKAY. WELCOME TO BUDGET WORKSHOP NUMBER THREE.TODAY WE ARE GOING TO I'M GOING TO REMIND YOU GUYS WHAT THE TIMELINE IS.
WE'RE GOING TO GO THROUGH SOME SALARY BENCHMARKING.
I'M GOING TO GO THROUGH A FEW MORE CHANGES TO THE PRELIMINARY BUDGET, AND THEN WE HOPEFULLY WILL HAVE A LITTLE BIT OF TIME FOR DISCUSSION AND QUESTIONS BEFORE OUR HARD STOP AT 5:00. SO JUST AS A REMINDER, WITH THE LEGISLATIVE SESSION HAPPENING WE ARE GOING TO HAVE A VERY LAST MINUTE BUDGET.
SO YOUR NEXT BUDGET WORKSHOP IS SCHEDULED FOR MAY 7TH.
OKAY. ALL RIGHT. SO LET'S TALK ABOUT SALARY BENCHMARKING.
THIS IS THE MAJORITY OF WHAT WE HAVE TO COVER TONIGHT.
SO A COUPLE OF REMINDERS. WE TYPICALLY DO TWO TYPES OF BENCHMARKING DURING OUR BUDGET PROCESS.
AND IT'S BASED ON 2324 AUDITED FINANCIAL DATA THAT'S REPORTED BY TI.
THE PURPOSE THERE IS TO IDENTIFY POSSIBLE INEFFICIENCIES IN SPENDING.
SO OTHER DISTRICTS THAT ARE OUR SIZE, THAT HAVE SIMILAR DEMOGRAPHICS TO US AND THAT KIND OF THING, THAT INFORMATION FROM TI IS NOT AVAILABLE YET.
USUALLY IT'S AVAILABLE SOMETIME IN APRIL, BUT TI DID CHANGE TO A NEW REPORTING SYSTEM THIS YEAR, AND SO I'M NOT SURE WHEN THAT DATA IS GOING TO BE AVAILABLE TO US.
I'M HOPING THAT IT WILL BE READY FOR ME TO PRESENT TO YOU AT OUR WORKSHOP IN MAY.
WE ALSO DO SALARY BENCHMARKING. THAT'S SEPARATE FROM THE T REPORTED DATA.
THIS IS DONE BY TASB AND IT COMPARES 19 OTHER LOCAL DISTRICTS THAT WE MAY COMPETE WITH FOR STAFF.
SO TWO TOTALLY SEPARATE GROUPS THAT WE'RE BENCHMARKING AGAINST.
IT HELPS A LITTLE BIT INFORM WHAT WE MAY WANT TO DO WITH RAISES.
SO THESE ARE THE DISTRICTS THAT WE BENCHMARK AGAINST THAT MAKE UP WHAT WE CALL OUR LOCAL PAY MARKET.
YOU CAN SEE THERE ARE TWO DISTRICTS HERE THAT HAVE AN ASTERISK NEXT TO THEM.
THOSE TWO DISTRICTS DON'T PARTICIPATE IN TDSB'S SALARY STUDY.
BUT WE DO HAVE THEIR TEACHER PAY SCALES. JUST FROM PUBLICLY AVAILABLE INFORMATION.
SO THOSE TWO DISTRICTS ARE INCLUDED IN THE TEACHER BENCHMARKING, BUT NOT THE OTHER DISTRICT JOBS.
ALSO THERE MAY BE FOR SOME POSITIONS, AND I HAVE THIS MARKED ON ANOTHER SLIDE.
SOME WHAT WE CALL NON-SCHOOL MARKETS ARE INCLUDED IN OUR BENCHMARKING.
THAT MEANS THAT IF YOU HAVE A SIMILAR POSITION OUT IN INDUSTRY, BUSINESS AND INDUSTRY, WE USE THAT.
SO I ALWAYS USE ACCOUNTANTS AS AN EXAMPLE. YOU CAN HAVE ACCOUNTANTS IN SCHOOL DISTRICTS.
THE DARK BLUE LINE IS FRISCO ISD. THE LOCAL MARKET MEDIAN IS THE LIGHT BLUE LINE.
LET ME GET THIS UP. LITTLE GRAY BAR GOES AWAY.
THERE WE GO. THE LOCAL MARKET MEDIAN IS THE LIGHT BLUE LINE.
AND THEN THE INTERQUARTILE RANGE IS THAT GRAY BOX.
SO WHAT I WANT TO SHOW YOU ESSENTIALLY IS HOW WE COMPARE TO THE LOCAL MARKET MEDIAN.
THE GRAY BOX YOU CAN SEE IS THE RANGE OF SALARIES BY YEARS OF EXPERIENCE FOR OTHER DISTRICTS.
I WANT TO REMIND EVERYBODY THIS IS THE HIRING SCALE.
THIS IS NOT WHAT OUR CURRENT TEACHERS ARE MAKING AT THOSE YEARS OF EXPERIENCE.
THIS IS WHAT IF SOMEBODY WAS COMING INTO THE DISTRICT AS A NEW TO FRISCO AISD TEACHER WITH SOME YEARS OF EXPERIENCE FROM OTHER DISTRICTS, OR WITH NO YEARS OF EXPERIENCE AT THE LEFT SIDE OF THE GRAPH? THIS IS WHERE WE WOULD HIRE THEM IN. I HAVE AN EXAMPLE IN A MINUTE THAT SHOWS THE DIFFERENCE BETWEEN A TEACHER THAT'S BEEN WITH FRISCO ASD VERSUS THIS HIRING HIGHER END SCALE. ONE THING THAT I WANT TO POINT OUT, IF YOU HAVE LOOKED AT THIS BENCHMARKING FOR A COUPLE OF YEARS, FRISCO ISD USED TO TO CROSS THAT MEDIAN LINE AROUND TEN YEARS OF SERVICE, AND THEN WE WOULD OUTPACE THE MARKET FROM TEN
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AND ON. WE ARE NOT DOING THAT THIS YEAR, AND THERE ARE SOME SPECIFIC REASONS WHY THAT'S HAPPENING, BUT I DID WANT TO POINT THAT OUT. IN GENERAL, THOUGH, I DID PUT THE DOLLAR DIFFERENTIAL ON HERE FOR YOU.SO IT'S NOT HUGELY SIGNIFICANT IN TERMS OF A FEW HUNDRED DOLLARS OVER A YEAR'S TIME.
BUT IT'S STILL THERE'S STILL A DIFFERENTIAL THERE.
SO THE CHART ON THE TOP LEFT OF THE SCREEN SHOWS YOU THE PAY DIFFERENCE BETWEEN YEARS OF SERVICE.
SO THIS MEANS IF WE'RE HIRING SOMEBODY IN TO THE DISTRICT WITH SOME NUMBER OF YEARS OF SERVICE FROM ANOTHER DISTRICT, THE DIFFERENCE BETWEEN THE YEARS. SO THE DIFFERENCE BETWEEN A ONE YEAR TEACHER AND A TWO YEAR TEACHER, OR A FIVE YEAR TEACHER AND A SIX YEAR TEACHER.
THAT'S THE PAY DIFFERENTIAL. AND I'VE GIVEN YOU TWO TWO DIFFERENT COMPARISONS HERE, THE LOCAL MARKET MEDIAN AND THEN THE LOCAL MARKET AVERAGE AND THEN FRISCO ASD. SO FOR TEACHERS COMING IN WITH 0 TO 5 YEARS OF EXPERIENCE, FRISCO ASD IS PAYING $370 DIFFERENTIAL PER YEAR.
OKAY. SO ONE YEAR TEACHER WOULD MAKE $370 ON AVERAGE MORE THAN A ZERO.
THE LOCAL MARKET AVERAGE IS ALSO $370. THE MEDIAN IS 332.
THE 6 TO 10 YEARS YOU CAN SEE FRISCO ASD IS BELOW BOTH THE MARKET MEDIAN AND THE MARKET AVERAGE, BUT WE ARE ABOVE BOTH THE MARKET MEDIAN AND THE MARKET AVERAGE FOR 11 YEARS AND BEYOND.
IN TERMS OF THE DIFFERENCE BETWEEN YEARS OF SERVICE ON OUR HIGHER END SCALE.
IF YOU LOOK AT THE BOTTOM OF THIS, YOU'LL SEE THE DISTRIBUTION OF TEACHERS BY YEARS OF SERVICE.
AND WE'VE KIND OF FILLED IN THE MIDDLE YEARS HERE.
SO BETWEEN THE RETIREMENTS THAT WE'VE HAD AND THE FACT THAT LAST YEAR, IN ORDER TO GET OUR BEGINNING TEACHER PAY UP TO MATCH THE MARKET AND STILL PROVIDE A 3% RAISE WITHIN THE MONEY THAT WE HAD AVAILABLE, ONE OF THE THINGS THAT WE HAD TO DO TO MAKE THAT ALL HAPPEN WAS COMPRESS THE TEACHER PAY SCALE THE HIGHER END SCALE FROM 0 TO 10 YEARS OF EXPERIENCE.
SO IN OTHER WORDS, WE HAD TO REDUCE THAT PAY DIFFERENTIAL ON THE SHORTER END OF THE SCALE.
SO THE COMBINATION OF US COMPRESSING THAT TEACHER PAY SCALE TO MAKE LAST YEAR'S RAISES HAPPEN, AND THE FACT THAT WE'VE HAD A NUMBER OF TEACHERS RETIRING OUT HAS MADE OUR HAS KIND OF PUT US BELOW THAT MARKET MEDIAN LINE ALL ACROSS THE BOARD, INSTEAD OF LETTING US FLIP OR LETTING US SURPASS IT AT THE TEN YEAR MARK.
THAT MAKES SENSE TO EVERYBODY. STILL, THOUGH, OUR AVERAGE TEACHER SALARY IN THE DISTRICT, THIS IS AVERAGE TEACHER SALARIES PRETTY CLOSE TO THE MARKET MEDIAN.
WE'RE SITTING AT 66 131, AND THE LOCAL MARKET MEDIAN IS 66.
SO THIS IS A TEACHER THAT STARTED IN FRISCO ISD IN THE 1819 SCHOOL YEAR.
AND I'VE KIND OF MAPPED OUT THEIR RAISES FOR YOU EACH YEAR BETWEEN 1819 AND THEN 2425.
THIS IS HOW MUCH WE MADE ADJUSTMENTS FOR CHANGING THE HIRING SCALE OR WHATEVER.
AND THEN HERE'S THE TEACHER'S FINAL SALARY FOR THAT YEAR.
AND IF YOU WALK IT ALL THE WAY FORWARD TO THE 2425 SCHOOL YEAR, THE YEAR THAT WE'RE CURRENTLY IN, YOU CAN SEE THAT THIS TEACHER NOW HAS SIX YEARS OF EXPERIENCE, AND THEY ARE MAKING $63,668, WHICH IS $868 MORE THAN A TEACHER COMING INTO FRISCO ISD WITH SIX YEARS OF EXPERIENCE.
AND THEY'RE MAKING $10,668 MORE THAN THEY DID IN WHEN THEY STARTED WITH US IN THE
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1819 SCHOOL YEAR. OKAY. SO ONE OF THE THINGS THAT ONE OF THE REASONS I SHOW YOU THIS IS BECAUSE WHEN WE ADJUST THE TEACHER PAY SCALE, THE HIGHER END SCALE, WE ALWAYS TRY TO MAKE ADJUSTMENTS SO THAT WE CAN STAY COMPETITIVE WITH THE MARKET IN TERMS OF BRINGING PEOPLE IN, BUT THAT WE STILL HONOR THE FACT THAT SOMEBODY WHO HAS SPENT THEIR CAREER WITH US IS GOING TO MAKE MORE THAN SOMEBODY COMING IN WITH THE SAME YEARS OF EXPERIENCE.THIS ALSO IS SALARY ONLY. SO THERE ARE OTHER WAYS FOR A TEACHER TO EARN ADDITIONAL COMPENSATION.
THAT COULD BE THROUGH STIPENDS FOR EXTRA DUTIES, ADVANCED DEGREES OR CRITICAL STAFFING AREAS, AND ADDITIONAL MONEY THROUGH THE TEACHER INCENTIVE ALLOTMENT AND I JUST PUT SOME STATS ON HERE.
TEACHERS CAN EARN AN ADDITIONAL $3200 TO $12,700 THROUGH TIA.
I THINK THE AVERAGE IS ABOUT 5700. ANY QUESTIONS ON TEACHERS THAT I CAN ANSWER FOR YOU? LET'S TALK ABOUT OTHER DISTRICT BENCHMARK POSITIONS.
A COUPLE OF THINGS TO KEEP IN MIND AS I GO THROUGH THE NEXT THREE SLIDES.
WE CONSIDER OURSELVES TO BE IN LINE WITH MARKET.
IF THE AVERAGE OF ALL OF OUR POSITIONS IN A PARTICULAR CATEGORY FALLS BETWEEN 90 AND 110% OF THE MARKET MEDIAN. SO A 10% DIFFERENCE ON EITHER SIDE OF THE MARKET MEDIAN.
GENERALLY, WE ATTEMPT TO ADJUST PAY SCALES FOR MARKET ADJUSTMENTS IF IF A GROUP OF POSITIONS FALLS BELOW 95% OF THE MARKET FOR TWO OR MORE YEARS IN A ROW. BECAUSE SOMETIMES THERE ARE REASONABLE DIFFERENCES FOR KNOWN DIFFERENCES IN TENURE BETWEEN THE PEOPLE IN OUR POSITIONS AND THE PEOPLE IN OTHER DISTRICTS, OR KNOWN DIFFERENCES IN JOB RESPONSIBILITIES BETWEEN DIFFERENT DISTRICTS.
SO WE ALWAYS TAKE THOSE INTO ACCOUNT, BUT WE ALWAYS WATCH.
IF A GROUP OF POSITIONS FALLS BELOW 95% FOR TWO OR MORE YEARS.
NOT EVERY POSITION WITHIN EACH CATEGORY THAT I'M GOING TO GO THROUGH IS BENCHMARKED.
WE ONLY BENCHMARK THE POSITIONS THAT HAVE SIMILAR POSITIONS IN OTHER DISTRICTS.
AND THEN THE BENCHMARK CATEGORIES REPRESENT THE AVERAGE OF SEVERAL DIFFERENT TYPES OF POSITIONS.
SO FOR EXAMPLE, PROFESSIONAL SUPPORT INCLUDES BOTH ACCOUNTANTS AND SCHOOL COUNSELORS TO VERY, VERY DIFFERENT POSITIONS. BUT THEY'RE BOTH PROFESSIONAL POSITIONS THAT FALL UNDER PROFESSIONAL SUPPORT FOR THE DISTRICT.
IT'S THE AVERAGE. ALRIGHT, SO LET'S START WITH DISTRICT ADMINISTRATORS.
SO THAT REPRESENTS THE LOW, THE HIGH AND THEN THE BETWEEN 25% AND 75% OF THE MEDIAN.
SO THE GRAY BOX IS WHERE MOST OF YOUR DISTRICTS ARE GOING TO FALL.
THE BLUE THE LIGHT BLUE SHADED BOX KIND OF BEHIND IT.
THAT IS YOUR 10% DIFFERENTIAL. SO 90% TO 110%.
AND THEN THE BLUE DOT IS WHERE WE FALL. SO YOU CAN SEE OUR GOAL WITH ALL OF THESE POSITIONS WHEN WE DO THIS STUDY IS TO FALL BOTH WITHIN THE LIGHT BLUE BOX AND WITHIN THE GRAY BOX. TO THE EXTENT THAT WE CAN, THAT WOULD MEAN THAT WE ARE THAT WE ARE COMPARABLE TO MARKET, THAT WE HAVE COMPETITIVE SALARIES IN THAT AREA.
ONE OF THE THINGS I'LL NOTE HERE WITH DISTRICT ADMINISTRATORS, BECAUSE I KNOW THAT'S A HOT BUTTON FOR PEOPLE. WE ACTUALLY HAVE THE BENCHMARK SALARIES HAVE DROPPED BY 2% OVER THE PAST COUPLE OF YEARS COMPARED TO MARKET.
AND THAT IS IN PART BECAUSE WE HAVE HELD DISTRICT ADMINISTRATOR SALARIES TO THE TEACHER PAY RAISE.
SO IF TEACHERS GET $1,200, DISTRICT ADMINISTRATORS DON'T GET MORE THAN $1,200 IN THEIR PAY RAISE.
BUT SO IT'S NOT A 3% ACROSS THE BOARD. YOU MAX OUT WHEN YOU'RE DOING THE ADMINISTRATION.
WELL, WHAT WE'VE DONE I THINK I THINK IT MIGHT BE THE LAST TWO YEARS.
SO, LIKE I SAID, IF A TEACHER GETS $1,200, THAT'S THE MAX FOR CERTAIN ADMINISTRATORS.
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CAN YOU SHARE AN EXAMPLE OF MAYBE A DISTRICT THAT HAS BEEN THOSE FAR CORNERS JUST SO WE KIND OF.YEAH, I MEAN, THAT'S WHAT THAT REPRESENTS, RIGHT? ASK ME THAT AGAIN. SORRY. CAN YOU EXPLAIN WHO MAY BE EXISTING IN THAT GRAY BOX FURTHER OUT OR NOT? WHICH DISTRICTS? YEAH. JUST I DON'T KNOW, OFF THE TOP OF MY HEAD, WHEN I PUT THIS DATA IN, I JUST COPIED AND PASTED THE DATA AND DIDN'T LOOK AT THE DISTRICT.
I DIDN'T WANT TO CALL ANYBODY OUT. NO WORRIES. ANOTHER THING THAT I'LL POINT OUT HERE IS THAT DISTRICT ADMINISTRATORS ARE THE ONLY GROUP THAT AREN'T BENCHMARKED AGAINST EVERY SINGLE ONE OF THOSE 19 DISTRICTS. IT'S ONLY THE DISTRICTS THAT HAVE BETWEEN 40,000 AND 80,000 STUDENTS.
BECAUSE SIZE PLAYS A ROLE IN THE SALARY THAT YOU'RE GOING TO OFFER A DISTRICT.
FOR BY THE INTERQUARTILE RANGE. NO, NO I JUST I MENTIONED THAT BECAUSE OVER THE LAST THREE YEARS, WE HAVE DROPPED BY A COUPLE OF PERCENT. BUT NO, WE HAVE FOR AS FAR BACK AS I'VE BEEN DOING THIS, WE'VE ALWAYS BEEN WITHIN THE INTERQUARTILE RANGE.
IT'S JUST THAT WE'VE KIND OF. WE'VE SLOWLY DROPPED A LITTLE BIT IN OUR RANGE.
YES, YES. THAT'S A GOOD QUESTION. WE COULD WE COULD REVISE THAT FOR THE PUBLIC VERSION OF THIS.
SO CAMPUS ADMINISTRATORS. SIMILARLY, WE WANT TO BE WITHIN BOTH THE GRAY BOX AND THE LIGHT BLUE BOX.
THAT'S OUR THAT'S WHERE WE AIM. I'VE SPLIT THIS BETWEEN ELEMENTARY, MIDDLE AND HIGH SCHOOL.
A COUPLE OF JUST KIND OF THINGS TO POINT OUT OR THINK ABOUT.
MIDDLE HAS INCREASED 3.5% IN HIGH SCHOOL HAS REMAINED THE SAME.
SO OUR HIGH SCHOOLS, OF COURSE, ARE BUILT FOR 2100 KIDS.
SO OBVIOUSLY THAT'S GOING TO BE A LITTLE BIT DIFFERENT OF A JOB.
AND THEN THIS IS ALL OTHER NON-ADMINISTRATIVE POSITIONS.
THE YOU CAN SEE REALLY THE TAKEAWAY HERE IS THAT WITHIN ALL OF THE POSITIONS WE ARE WHERE WE WANT TO BE IN TERMS OF THE MARKET. OKAY. INSTRUCTIONAL AIDS IS ABOVE OUR 110%, AND IT HAS BEEN WE'RE FINE WITH THAT.
THESE ARE OUR SPECIAL ED AIDS. WE'RE TOTALLY FINE IF THOSE INSTRUCTIONAL AIDS ARE ABOVE MARKET.
THE REST OF THEM ARE RIGHT WHERE WE WANT THEM TO BE.
AND SO I SHOW YOU THIS, TO SAY THAT THIS BENCHMARKING SHOWS US THAT WE NEED TO, OF COURSE, CONSIDER APPROPRIATE RAISES TO KEEP UP WITH THE MARKET.
WE DON'T FORESEE NEEDING TO DO ANY OF THAT THIS YEAR.
DO YOU HAVE A QUESTION? ARE THERE ANY INSTRUCTIONAL AIDES THAT ARE NOT? NO. THEY'RE ALL IN THE CLASSROOM. THEY'RE EITHER GENERAL EDUCATION CLASSROOM AIDES OR SPECIAL EDUCATION AIDES.
ALL RIGHT. ANOTHER THING THAT WE ALWAYS BENCHMARK IS CONTRIBUTIONS TO DISTRICT HEALTH INSURANCE PREMIUMS. I'VE LINED UP FOR YOU ALL OF THE DISTRICTS THAT WE BENCHMARK AGAINST THAT, WE HAVE INFORMATION FOR AND THIS IS THE MONTHLY CONTRIBUTION TO HEALTH INSURANCE PREMIUMS. FRISCO ISD IS AT $350 A MONTH FOR THOSE THAT TAKE ADVANTAGE OF DISTRICT HEALTH INSURANCE.
THE HIGHEST IS 451 AND THE LOWEST IS TWO 60. WE'VE HISTORICALLY BEEN IN THIS AREA.
THIS REALLY HASN'T CHANGED MUCH IN THE PAST 4 OR 5 YEARS.
FRISCO ISD'S MONTHLY CONTRIBUTION HASN'T CHANGED IN ABOUT THE PAST FIVE YEARS.
THE REASON WE HAVEN'T CHANGED IT IS BECAUSE IN OUR BUDGET SITUATION WHERE WE'VE BEEN LOOKING TO PUT AS MUCH MONEY AS WE CAN TOWARDS COMPENSATION, WE'VE BEEN LOOKING AT PUTTING MONEY TOWARDS CREDITABLE COMPENSATION THAT'S CREDITABLE TO TRS, MEANING PUT IT INTO PEOPLE'S SALARIES SO THAT THEY GET CREDIT FOR IT WHEN THEY RETIRE, BUT ALSO JUST SO THEY HAVE MORE DISCRETIONARY INCOME TO TAKE HOME.
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ALSO, ABOUT 60 TO 65% OF OUR EMPLOYEES TAKE THE DISTRICT'S HEALTH INSURANCE.WHEREAS PUTTING MONEY MORE MONEY INTO A RAISE BENEFITS EVERYONE.
RIGHT. SO, KIM, CAN I ASK A QUESTION? YES. THAT OTHER SCREEN.
SO YOU SAID ONLY 60% ARE TEACHERS. TAKE ADVANTAGE OF THIS.
YEAH. SO IF THEY DON'T PARTICIPATE. ALL OR DOES IT COME BACK.
RIGHT. RIGHT. IF THEY IF THEY DON'T TAKE THE DISTRICT'S MEDICAL INSURANCE, IF THEY TAKE A SPOUSE'S MEDICAL INSURANCE THEN THEY DON'T THEY DON'T RECEIVE THIS BENEFIT. OKAY. HAVE ANYTHING TO DO WITH.
TOLD US. YOU HAVE YOU HAVE TO KIND OF HOLD IT UP THIS WAY.
LIKE, I SWITCHED WITH MARK, AND I THOUGHT, OH, JUST KIDDING, I DIDN'T SWITCH.
APP IS THAT RELATIVE TO THE. THIS IS NOT FACTORED INTO THAT.
SO THAT THAT FIRST SLIDE WAS WAS SALARY BASED SALARY ONLY.
SO IT DIDN'T INCLUDE STIPENDS AND IT DIDN'T INCLUDE ANY KIND OF BENEFITS.
SO THIS IS JUST A SEPARATE BENCHMARK THAT WE DO.
AND I WILL SAY THIS BENCHMARK, LIKE I SAID A MINUTE AGO, REALLY HASN'T CHANGED.
I DO KNOW THAT TRS IS MOST LIKELY GOING TO INCREASE THEIR PREMIUMS. WE'RE GOING TO PROBABLY SEE ANOTHER INCREASE IN PREMIUMS. I'M EXPECTING ABOUT 10%.
I DON'T KNOW THAT TO I DON'T I DON'T KNOW THAT THAT'S GOING TO BE TRUE.
BUT THAT'S WHAT WE ARE EXPECTING. WE WON'T KNOW THAT INFORMATION UNTIL JUNE.
WHEN THE TRS BOARD MEETS AND SETS THOSE RATES.
IT'S JUST SOMETHING TO THINK ABOUT AND KEEP AN EYE ON.
COUPLE OF YEARS AGO, THE STATE BOUGHT DOWN HEALTH TRS PREMIUMS WITH ESSER MONEY.
AND NOW THAT'S KIND OF CATCHING UP. SO WE EXPECT IT TO INCREASE AGAIN THIS YEAR.
NOW THAT $350 DOLLARS DOESN'T REPRESENT THE TOTAL AMOUNT THAT THAT THAT THE INSURANCE COST, DOES IT. NO IT DOESN'T. SO HOW MUCH ARE WE CONTRIBUTING? SO WE'RE WE'RE CONTRIBUTING THE $350. SO IF A DISTRICT, IF AN EMPLOYEES PLAN, SAY, COSTS $500, THEN THEY'RE KICKING IN THE EXTRA 150. OKAY. YEAH.
AND THIS AGAIN IS A MONTHLY. I DIDN'T UNDERSTAND IT.
THIS IS WHAT'S COMING FROM THE DISTRICT. YES.
OKAY. YES. AND WE DO KNOW THAT THERE ARE SOME EMPLOYEES WHO'S DEPENDING ON THE PLAN THEY PARTICIPATED IN AND THE NUMBER OF DEPENDENTS THAT THEY HAD COVERED IN THEIR HOUSEHOLD.
THERE ARE SOME EMPLOYEES THAT ARE TAKING HOME LESS MONEY THIS YEAR THAN THEY DID LAST YEAR, BECAUSE OF THE INCREASE IN PREMIUM. SO AGAIN, JUST SOMETHING TO KEEP IN MIND.
SO PRIORITIES FOR COMPENSATION. WE WILL NOT HAVE A COMPENSATION PLAN UNTIL THE VERY END OF THIS BUDGET CYCLE BECAUSE OF THE LEGISLATURE. SO I'M HOPING TO HAVE A PRELIMINARY COMPENSATION PLAN FOR YOU BY YOUR NEXT BUDGET WORKSHOP.
BUT THAT ALL REALLY DEPENDS ON HOW HOW FAST SOME BILLS MOVE IN THE LEGISLATURE.
THE SENATE RIGHT NOW IS PUTTING ALL OF THEIR NEW MONEY FOR EDUCATION IN TEACHER PAY RAISES ONLY NO OTHER NEW MONEY FOR ANYTHING OR ANY OTHER GROUP OF STAFF.
THE HOUSE HAS A MUCH MORE ROBUST SCHOOL FINANCE BILL.
AND THEN THE REST OF THAT NEW MONEY CAN BE SPENT HOWEVER THE DISTRICT SEES FIT.
SO THOSE ARE TWO VASTLY DIFFERENT APPROACHES.
AND I HAVE A FEELING IT WILL BE THE 11TH HOUR BEFORE WE KNOW HOW THAT'S GOING TO SHAKE OUT.
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WE DEFINITELY DON'T WANT TO ADOPT A COMPENSATION PLAN BEFORE THE LEGISLATURE PASSES WHATEVER SCHOOL FINANCE BILL THEY'RE GOING TO PASS.ESPECIALLY BECAUSE WE'VE WORKED SO HARD TO GET THE BUDGET ALMOST BALANCED.
AND SO WE DEFINITELY DON'T WANT TO MAKE ANY ASSUMPTIONS AND ADOPT ANYTHING THAT THEN WILL HAVE TO COME AND ADD MORE MONEY ONTO AND UNBALANCE THE BUDGET THAT WE JUST BALANCED. A COUPLE OF THINGS THAT WE WILL BE WATCHING FOR, THOUGH, AND THINKING ABOUT AS WE DEVELOP THE COMPENSATION PLAN.
3% HAS BECOME SORT OF A STANDARD COST OF LIVING RAISE.
SO WE DEFINITELY WANT TO CONSIDER THAT AND PUSH AS CLOSE TO THAT AS POSSIBLE.
I ALREADY MENTIONED THAT WE EXPECT TRS PREMIUMS TO GO UP BY ABOUT 10%.
AND THEN AGAIN, WE WANT TO LISTEN TO WHAT OTHER DISTRICTS ARE THINKING ABOUT IN TERMS OF RAISES, SO THAT WE CAN MAKE SURE THAT WE STAY WITHIN THAT COMPETITIVE SALARY RANGE.
ANY OTHER QUESTIONS ON COMPENSATION? ALL RIGHT.
I'M GOING TO RUN BACK THROUGH WHERE WE'RE AT WITH THE BUDGET RIGHT NOW.
SOME OF THIS IS A REPEAT FROM YOUR LAST WORKSHOP AND SOME OF IT'S NEW.
SO I MAY GO KIND OF FAST, BUT STOP ME IF YOU HAVE QUESTIONS.
AND YOU CAN SEE THE BREAKDOWN THERE. THIS HASN'T CHANGED FROM LAST TIME.
ONE THING TO NOTE. THE HOUSE FINANCE BILL ELIMINATES THE INCREASE IN THE GOLDEN PENNY YIELD, BUT IT MOVES IT TO THE BASIC ALLOTMENT. SO EVEN THOUGH EVEN THOUGH THAT MAY CHANGE A LITTLE BIT, I STILL THINK IT'S IT'S SAFE TO TO PLAN ON THIS REVENUE GOING INTO THE BUDGET.
SO OUR BASELINE BUDGET. THIS IS KIND OF WHERE WE'RE STARTING BEFORE WE MAKE CUTS.
YOU CAN SEE THE ADOPTED BUDGET, THE AMENDMENTS THAT YOU'VE APPROVED SO FAR.
AND THEN WHERE WE'RE KIND OF STARTING, WHICH IS AT $658 MILLION.
WE TALKED LAST TIME ABOUT ALL OF THE STAFFING EFFICIENCIES THAT WE WERE RECOMMENDING.
WE DO HAVE A CHANGE ON THE EXTRACURRICULAR PROGRAM.
I'M GOING TO LET DOCTOR FIORE COME UP AND TALK ABOUT THAT CHANGE.
IT DOES CHANGE OUR SAVINGS BY ABOUT $200,000.
HERE. YEAH. HEY, SINCE WE LAST TALKED ABOUT OUR CTSO TRAVEL, I KNOW THAT YOU'VE ALL HAVE RECEIVED QUITE A BIT OF FEEDBACK.
JUST A LITTLE BIT. MAYBE. AND SO JUST FOR EVERYONE IN THE AUDIENCE, JUST TO KNOW THAT AFTER RECEIVING A LOT, A LOT OF FEEDBACK THAT THE BOARD DID, Y'ALL DID TASK US WITH GOING BACK TO SEE, IS THERE ANYTHING WE CAN DO TO RESPOND TO THE FEEDBACK AND GET AND STILL KEEP SOME EFFICIENCIES? AND SO WE I KNOW I'VE REVIEWED THIS WITH YOU, BUT I'M JUST GOING TO GO BACK OVER IT.
SO FOR NEXT SCHOOL YEAR WE ARE LOOKING TO LIMIT THE COMPETITION PARTICIPATION PER CAMPUS UP TO THE 100 CAP LIKE WE'VE TALKED ABOUT BEFORE, OR 50% OF THE CAMPUS CTSO MEMBERSHIP NUMBER, WHICHEVER IS GREATER.
DO I HAVE ANY QUESTIONS? OTHER THAN JUST THANK YOU FOR, I THINK TO SOME OF THE NEEDS AS FAR AS THE 50% THRESHOLD. I UNDERSTAND THAT WOULD IMPACT YOUR FOUR CAMPUSES.
THAT WOULD IMPACT 3 OR 4 CAMPUSES. IS THAT ABOUT RIGHT? YES. WE HAVE THE 50% ALTERNATIVE. THE GREATER OF 150%.
MY UNDERSTANDING IS THAT WOULD IMPACT CAMPUSES IN THE DISTRICT.
WE HAVE TWO THAT ARE SIGNIFICANTLY HIGHER THAN ALL OF THEM, WHICH THEY HAVE.
THREE RANGED ANYWHERE FROM 300 TO OVER 400 MEMBERS.
SO CUTTING TO THAT 100 IS CUTTING LOTS OF STUDENTS.
SO OUR OTHER TWO CAMPUSES ARE HIGHER, BUT NOT AT THE MAGNITUDE OF THOSE OTHER TWO CAMPUSES.
AND FOR THE CAMPUSES, WHICH ARE LIKE 300 OR 400, TYPICALLY HOW MANY PARTICIPATE IN THE COMPETITION? THAT'S THAT'S HOW MANY WE HAVE THAT ARE PARTICIPATING, NOT THE ENROLLMENTS INTO CTSO.
SO A VERY LARGE PERCENTAGE OF THE CTSO MEMBERS ARE COMPETING.
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THAT MEANS THERE'S STILL A POSSIBILITY OF LIKE OUT OF 400 380 ARE PARTIES COMPETING.THEN IT WILL COME DOWN TO 200. CORRECT. SO 180 STILL WILL NOT BE ABLE TO COMPETE.
YOU'RE WELCOME. THANK YOU ALL FOR BEING OPEN TO THE CREATIVE IDEA.
SO THANK YOU ALL. THANK YOU. ALL RIGHT. THE OTHER CHANGES THAT YOU GUYS SAW LAST TIME WE YOU SAW THE CONVOCATION IN TOP TEN AND THEN SUSPENDING THE 400 AND A MATCHING CONTRIBUTION.
SO A FEW INCREASES HERE DUE TO INFLATION PROPERTY APPRAISALS, THE AMOUNT THAT WE PAY TO AN APPRAISAL DISTRICT THAT WE EXPECT THAT BUDGET TO INCREASE BY ABOUT $200,000. THAT'S A, THAT'S AN ESTIMATE AT THIS POINT.
IT MAY IT MAY BE A LITTLE HIGHER THAN THAT, BUT THAT'S JUST AN ESTIMATE BASED ON PAST INCREASES.
WE ALSO EXPECT AN ADDITIONAL $700,000 NEEDED FOR SCHOOL RESOURCE OFFICERS.
THIS IS A COMBINATION OF AGAIN, EXPECTED PAY RAISES FOR THOSE SROS.
REMEMBER, WE SPLIT THE COST OF SROS WITH THE CITY OF FRISCO.
SO THAT'S EXPECTED PAY INCREASES, BUT IT'S ALSO JUST AN INCREASE IN USAGE OF SROS.
AND THAT'S KIND OF BASED ON ACTUAL USAGE FOR THIS YEAR.
AND THEN WE ARE INCREASING OUR SUBSTITUTE BUDGET BY $1 MILLION.
THIS IS A GOOD PROBLEM TO HAVE. IT'S BECAUSE FILL RATES ARE UP.
OUR FILL RATES FOR SUBS RIGHT NOW ARE I THINK PAM STEPPED OUT OF THE ROOM, BUT I THINK ABOVE 95%, WHICH IS AMAZING. BUT THAT MEANS THAT OUR BUDGET HAS TO INCREASE TO COVER THAT.
SOME DEPARTMENTS WERE ABLE TO CUT SIGNIFICANTLY, AND WE WERE ABLE TO REALLOCATE THOSE TO SOME OTHER DEPARTMENTS THAT NEEDED, YOU KNOW, SLIGHT INFLATIONARY INCREASES. AND SO THE NET OF ALL OF THOSE CHANGES THROUGH PRIORITIES BASED BUDGETING WAS A SAVINGS OF ABOUT $200,000.
SO THAT BRINGS OUR CURRENT OUR CURRENT DEFICIT TO ABOUT 5 MILLION.
WE EXPECT I EXPECT THAT TO BE BALANCED TO ZERO BY THE END OF THIS CYCLE.
A COUPLE OF THINGS THAT ARE TO BE DETERMINED.
ANY ADDITIONAL SAVINGS IN THIS YEAR'S PAYROLL BUDGET.
SO WHEN WE DO THAT AND WE'RE REVIEWING IT, WE WILL PULL MONEY OUT OF THE PAYROLL BUDGET.
IF IT LOOKS LIKE WE'VE GOT SOME ROOM THERE. I ANTICIPATE BETWEEN THAT AND MONEY FROM THE LEGISLATURE, THIS BUDGET WILL BE WILL BE BALANCED. SO WE HAVE THAT.
WE ALSO HAVE SAVINGS FROM CENTRAL OFFICE POSITIONS THAT ARE CURRENTLY ON HOLD, THAT WE HAVE NOT YET MADE A DETERMINATION WHETHER WE'RE GOING TO REFILL THOSE OR LEAVE THEM VACANT, AND CAPTURE THE SAVINGS THAT WILL HAPPEN TOWARDS THE END OF THE BUDGET CYCLE AS WELL.
SO THE BUDGET, FOR ALL INTENTS AND PURPOSES, IS BALANCED.
WITHOUT PAY RAISES AS OF NOW. HOPEFULLY. COME BACK TO QUESTIONS AND DISCUSSION.
HOPEFULLY BY YOUR MAY 7TH WORKSHOP, I WILL HAVE A CLEAN NEAR-FINAL BUDGET THAT SHOWS IT'S COMPLETELY BALANCED MINUS THE PAY RAISES. AND HOPEFULLY WE WILL BE ABLE TO TALK ABOUT A PRELIMINARY COMPENSATION PLAN.
AT THAT MAY 7TH WORKSHOP, IF WE'RE NOT ABLE TO, THEN WE'LL REVISE THE SCHEDULE A LITTLE BIT SO THAT YOU GUYS HAVE PLENTY OF TIME TO CONSIDER THAT COMPENSATION PLAN BEFORE VOTING ON THE BUDGET ON MAY 7TH.
AND THEN WE WILL ALSO GO OVER THE DEBT SERVICE FUND BUDGET AND CHILD NUTRITION FUND BUDGET.
THOSE ARE THE OTHER TWO BUDGETS THAT YOU GUYS ARE LEGALLY REQUIRED TO ADOPT.
[00:35:05]
WITH THAT, ANY QUESTIONS OR DISCUSSION? POINT OF CLARIFICATION.YOU MENTIONED PAY INCREASE FOR SROS AND THAT WE SPLIT THE COST WITH FRISCO PD.
WE FEED INTO OTHER MUNICIPALITIES. DO WE DO THE SAME WITH THOSE? YES WE DO. THANK YOU, DOCTOR FOUCHE. I MY BRAIN WENT BLANK.
FOR A SECOND. I THOUGHT WE SPLIT 50 OVER 50, BUT I COULDN'T REMEMBER EXACTLY.
BUT YES, WE DO. AND THEN WE ALSO I THINK WE WERE WAITING TO HAVE THE DISCUSSION REGARDING THE HARP.
OH, YES. I'M GLAD YOU BROUGHT THAT UP. THAT WAS IN MY NOTES, BUT I SKIPPED OVER IT.
SO LIKE CTSOS, WE'VE GOT QUITE A BIT OF FEEDBACK FROM THE HARP COMMUNITY ON SUGGESTIONS.
THE MAIN SUGGESTION THAT WE HAVE RECEIVED IS ASKING US TO JUST CONSIDER A RECRUITING PAUSE AND REEVALUATE ONCE WE HAVE A BETTER PICTURE OF THE AMOUNT OF MONEY THAT WE MAY HAVE AVAILABLE IN THE FUTURE.
SO, IN OTHER WORDS, NOT COMPLETELY PHASE OUT OR DISCONTINUE THE PROGRAM.
WE'VE WE'VE DISCUSSED THAT AND ARE DEFINITELY WILLING TO MOVE FORWARD WITH THAT PLAN.
THE THERE WAS NOT GOING TO BE ANY BUDGET SAVINGS FOR THE HEART PROGRAM IN THIS UPCOMING YEAR.
GO AHEAD. SO PAUSE FOR THE TEACHERS. IS THAT WHAT IT IS? OR THE ENROLLMENT OF STUDENTS? PAUSE FOR THE ENROLLMENT OF STUDENTS.
YEAH. YEAH. THAT ESSENTIALLY WAS THE WAS THE ASK FROM THE COMMUNITY WAS INSTEAD OF SAYING THAT WE'RE GOING TO PHASE IT OUT AND DISCONTINUE IT WAS JUST PAUSE ON RECRUITING ANY NEW STUDENTS INTO THE PROGRAM FOR NEXT YEAR AND REEVALUATE ONCE WE HAVE A BETTER PICTURE OF ONGOING SUSTAINABLE REVENUE.
THANK YOU. IS THAT NOT THE. WE'RE STILL NOT BRINGING IN NEW SIXTH GRADE HARP STUDENTS UNDERSTAND THE DIFFERENCE BETWEEN PAUSE AND PHASING OUT, BUT IT FEELS THE SAME.
IT WOULD BE I THINK IT'S JUST ESSENTIALLY SAYING THAT WE'RE NOT MAKING THE FINAL DECISION TO CLOSE OUT THAT PROGRAM UNTIL WE HAVE A BETTER PICTURE OF OUR REVENUE. SO FOR NEXT YEAR, IT MIGHT BE THE SAME THING.
FOR NEXT YEAR, IT WOULD BE NO NEW SIXTH GRADE STUDENTS INTO THE HARP PROGRAM.
HOWEVER, IF WE FEEL LIKE WE CAN OPEN IT BACK UP ONCE WE HAVE A BETTER PICTURE OF OUR REVENUE, THEN THEN WE COULD START ALLOWING STUDENTS TO COME IN AGAIN.
CAN I ASK THIS QUESTION? ISN'T THAT GOING TO HURT OUR PROGRAM? THEY'RE NOT GOING TO BE ABLE TO GET INTO IT EARLY.
AND IT'S SOMETHING THAT'S I THINK ONE OF THE HIGHLIGHTS OF OUR DISTRICT.
AND I THINK IT'S SOMETHING JUST DO WHATEVER WE CAN TO KEEP.
I HAVE DYNETTE S MICROPHONE, OBVIOUSLY. FIRST, AND I CAN'T STRESS THIS ENOUGH, IS THE APPRECIATION I HAVE AND WHICH I KNOW MANY, IF NOT ALL OF THE BOARD MEMBERS HAVE IN THE EFFORTS TO BALANCE THIS VERY LARGE BUDGET.
AND IT IS A FEW YEARS IN THE MAKING AND THAT IT DOESN'T ALWAYS COME.
IT DOESN'T COME EASY. THERE'S ALWAYS GOING TO BE SOME CUTS. AND SO I JUST WANTED TO SAY I'M THANKFUL FOR THAT BECAUSE I KNOW MANY OF US BELIEVE THAT THE LONG TERM SUCCESS OF THIS DISTRICT DEPENDS ON HAVING A BALANCED BUDGET AND THE LONG TERM HEALTH OF THIS DISTRICT, AND SO IT'S VERY IMPORTANT. THE SECOND PIECE I WANTED TO ADD, THOUGH, IS ON HB THREE AND POTENTIAL COST OF THAT, OBVIOUSLY THE SAFETY BILL IS THERE CAN YOU GIVE ME A QUICK SUMMARY AS TO WHAT'S PROGRESSING IN THIS SESSION AS TO HB THREE?
[00:40:07]
I REMEMBER THERE WAS SOME DISCUSSION AS TO ADDITIONAL FUNDING FOR IT, WHAT WE MIGHT BE ABLE TO ANTICIPATE.I KNOW IT'S NOT I KNOW WE'RE NOT THERE YET. YEAH.
THE HOUSE'S VERSION OF THE BUDGET THAT WAS PASSED LAST WEEK DOES INCLUDE MONEY FOR SCHOOL SAFETY.
THE INTENT THERE IS TO DOUBLE THE SCHOOL SAFETY ALLOTMENT.
THAT BILL. I BELIEVE THERE ARE COMPANION BILLS IN BOTH THE HOUSE AND THE SENATE THAT DO ESSENTIALLY THE SAME THING, WHICH IS DOUBLE THE ALLOTMENT. IT GETS TO IT A LITTLE BIT DIFFERENTLY, BUT IT SPENDS THE SAME AMOUNT OF MONEY STATEWIDE.
ONE INCREASES THE PER STUDENT AND THEN TO A LESSER DEGREE INCREASES THE PER CAMPUS.
RIGHT NOW WE GET ABOUT $2 MILLION IN THE SCHOOL SAFETY ALLOTMENT.
SO DOUBLING IT WOULD GIVE US ANOTHER $2 MILLION.
IN TERMS OF OTHER LEGISLATION IN THE PIPELINE THAT RELATES TO HB THREE.
THERE IS A BILL I HONESTLY DON'T KNOW. I DON'T KNOW IF IT HAS LEGS OR NOT, BUT THERE'S A BILL THAT WOULD ALLOW, I THINK, TI TO COMMISSION PEACE OFFICERS BECAUSE MANY DISTRICTS ACROSS THE STATE HAVE A GOOD CAUSE EXEMPTION BECAUSE OF A LACK OF QUALIFIED PERSONNEL. QUALIFIED PEACE OFFICERS.
SO THERE IS A BILL THERE. I'M NOT REALLY SURE WHERE THAT ONE'S GOING.
THOSE ARE REALLY THE ONLY TWO THAT I'M AWARE OF THAT MIGHT IMPACT WHAT WE DO.
I SAY, I WOULD SAY IT'S A PRETTY SAFE BET THAT OUR SCHOOL SAFETY ALLOTMENT WILL DOUBLE.
IF THE SCHOOL SAFETY ALLOTMENT DOUBLES, HOW DOES THAT IMPACT THE PERCENTAGE THAT WE CURRENTLY PAY FOR THOSE THINGS? BECAUSE I KNOW THE CURRENT ALLOTMENT DOES NOT COVER.
NO IT DOESN'T. ACTUAL COSTS I THINK WE SPEND WE SPEND ABOUT $5.5 MILLION.
FIVE AND A HALF TO $6 MILLION. ON SCHOOL SAFETY IN OUR GENERAL FUND BUDGET.
SO WE CAN TREAT THAT AS NEW MONEY EVEN THOUGH IT DOESN'T CLOSE THE GAP FOR WHAT WE'RE ALREADY DOING.
GOING BACK TO THE HARP PROGRAM. YES. SO IF THERE ARE NO SAVINGS, THEN, YOU KNOW, CAN WE CONTINUE FOR ONE YEAR INSTEAD OF PAUSING? WE CAN DEFINITELY CONSIDER THAT. LIKE I SAID, THE SAVINGS WERE IN STARTING IN PROBABLY YEAR TWO AND THEN BEYOND.
THE PROGRAM ITSELF IS ABOUT A $350,000 DOLLARS PROGRAM.
SO ONE OF THE NOTES THAT I HAVE ON THIS LAST SLIDE IS THAT WHILE WE ARE ALMOST BALANCED FOR THE 25, 26 SCHOOL YEAR, WE'RE GOING TO HAVE TO KEEP DOING THIS EVERY YEAR, ESPECIALLY IF ENROLLMENT CONTINUES TO DECLINE.
AND DEPENDING ON WHAT THE LEGISLATURE PROVIDES IN TERMS OF NEW FUNDING.
SO I WILL SAY BALANCING THE BUDGET IN FUTURE YEARS WILL BE SIGNIFICANTLY MORE CHALLENGING IF ALL NEW MONEY IS DIRECTED TOWARDS TEACHER PAY RAISES ONLY, BECAUSE, OF COURSE, WE'RE GOING TO WANT TO FIND MONEY TO PROVIDE RAISES TO OTHER STAFF IN THE DISTRICT.
WE WILL GET SOME NEW MONEY. WE JUST DON'T KNOW YET WHAT FORM IT WILL BE IN.
SO IN TERMS OF THE HARP PROGRAM ONE OF THE THINGS THAT WE COULD DO IS WE COULD JUST CONTINUE TO NOT MAKE A DECISION TODAY. AND WITHIN THE NEXT COUPLE OF MONTHS, WE'LL HAVE A BETTER PICTURE OF OUR REVENUE OUTLOOK.
AND WE COULD WE COULD EITHER CONTINUE WITH THE RECRUITING PAUSE, LIKE WE JUST TALKED ABOUT AND LIKE, WAS RECOMMENDED TO US FROM SOME COMMUNITY MEMBERS.
SO MAYBE WE MAYBE WE JUST WAIT A LITTLE BIT UNTIL WE HAVE A BETTER PICTURE OF THE REVENUE, IF THAT'S WHAT THE CONSENSUS OF THE BOARD IS.
ALL RIGHT. THANK YOU. ANY OTHER QUESTIONS OR THOUGHTS THAT I CAN ANSWER FOR YOU
[00:45:09]
AS WE GO THROUGH THE REST OF THIS BUDGET CYCLE? I JUST WANTED TO ECHO WHAT A FEW OTHER OF THE TRUSTEES HAVE SAID.I KNOW THAT WE HAVE HAD MORE BUDGET WORKSHOPS THIS YEAR.
AND I JUST WANT TO THANK ESPECIALLY DOCTOR FIORE AND HER TEAM FOR THE CHANGES.
I THINK THOSE WILL BE WELL RECEIVED BY THE COMMUNITY AND ALL THE FOLKS WE HEARD FROM.
HOPEFULLY. BUT I JUST WANTED TO SAY THAT BECAUSE I KNOW THIS IS HAS BEEN A LOT THIS YEAR COMPARED TO PREVIOUS YEARS IN TERMS OF HOW MUCH CONTENT AND IDEAS AND INFORMATION AND BACK AND FORTH WE'VE HAD. SO THANK YOU FOR THAT.
OKAY. THAT IS ALL I HAVE. SO I THINK WE CAN WRAP UP THIS WORKSHOP.
IS FOR 49 AND WE ARE ADJOURNED.
* This transcript was compiled from uncorrected Closed Captioning.