Good afternoon. We'll call this special meeting of the Carroll ISD Board of Trustees to order on 04/13/2026 at five p. M. First agenda item is executive session. Therefore, we'll adjourn to executive session in accordance with Texas Government Code 551.071, 551.072, 551.074, 551.076 and 551-0821 at five p. M. Alright. Good evening. We'll call this meeting back to order at 6PM. Our first agenda item is the opening prayer followed by the pledges of allegiance and
moment of silence. Will you all please rise? Heavenly Father, we come before you this evening grateful that we gather in service to our students, our staff, and our community. We ask for your wisdom to guide our decisions tonight that all we do would reflect our commitment to excellence and to the benefit of every student. Tonight, we have the pleasure of celebrating those among us who exemplify that commitment. We thank you for the talent, dedication, and hard work of our girls' soccer team for every early morning, every practice, and every moment of teamwork that has brought them a successful season.
May they carry the lessons learned on the field to the classroom and throughout their lives. We are grateful for our teachers of the month whose passion for learning shapes young minds each and every day. Their investment in our students is a gift to our district and this entire community. Lord, we also honor our employee of the month whose behind the scenes dedication keeps our district strong. May they know how deeply their service is valued. Bless this board, our superintendent, our campuses, and every family we represent.
May we leave here tonight encouraged, united, and ready to serve. It's in Jesus Christ's name that we pray. Amen. Please join me in the pledge. To the flag of The United States Of America and to the Republic for which it stands, one nation under God, indivisible, with liberty and justice for all. And And now for the Texas Pledge. Honor Under the Texas flag, I pledge allegiance to be Texas, one state under God, one and indivisible. Silence. Thank you. You may be seated. Alright. Next up is,
item number four in our agenda, which is recognitions. Tonight, we will recognize, our girls' soccer team, our Inspire Excellence Teachers of the Month and Employee of the Month, and, the board will, after each recognition, we will come down and take pictures. So first up is item four point one, which is our girls soccer team. Coach? Just would like to thank the board for having us here tonight. I get asked this question a lot throughout the metroplex is what makes Southlake, different than any other place. And my,
answer has always been consistent over the twenty five years I've been here. It's the unbelievable community we have that expects excellence. It's the parents that, teach their kids to strive and be committed to their goals. And then without a doubt, it's the the the players, the talent that we have that comes through our athletics and our fine outs and any extracurricular activities we have. So, I just want to thank you again for having us here tonight. Thank you, coach and congratulations girls on a great season. You guys are certainly welcome to stay. It's gonna be a great meeting,
full of information that I'm sure you guys will all appreciate. Alright. Congratulations again, girls. Great season. Next up is item 4.2, and that is Inspire Excellent Teachers of the Month, and teachers teacher or employee of the month, which is sponsored by EECU. We appreciate them very much. So first up is Eubanks Intermediate School, miss Punjabi. Nice and embarrassing way to start. Great. Thank you, guys. Appreciate it. Well done. Good evening. I am so honored to be here today to recognize Colleen Aldridge, an exceptional educator whose impact on students and staff is both powerful and lasting.
For nearly twenty years, yes, I said that, twenty years, she has poured her heart into Eubanks Intermediate School, helping shape the culture of the campus through her positivity, her warmth, and her unwavering commitment to others. She has a remarkable ability to make people feel valued and supported, and her influence extends far beyond the classroom. Former students come and reach out to her years later, which is a testament to the lasting difference that she makes. In the classroom, her creative and engaging approach to learning brings learning to life,
inspiring, even reluctant learners to find the joys and success in language arts. In less than three months that I've been in Eubanks at Eubanks, I've already seen Cora Colleen emerge as a true leader on our campus. She leads with integrity, compassion, and authenticity, consistently stepping up to support both students and colleagues while setting a strong example of professionalism and care. Whether through mentorship, collaboration, or simply the way she shows up every day, sometimes dressed in seventies garb. She empowers those around her and elevates our entire school community. I feel very lucky to have her on our team,
and she truly embodies what it means to inspire excellence. Congratulations, Koli. Congratulations, Michelle. Okay. Next up for our Inspire Excellence teacher of the month from, Carroll High School principal Holiday. We're expecting to get food, so I'm better. We're better now. So thank you. Thank you all very much. Good evening, Doctor. Glenn, President Bryan, Board of Trustees, District Leadership, and our Carroll ISD community. It's truly an honor to stand before you tonight to recognize one of the very best at Carroll High School, Miss Suzanne Adams, our Inspire Excellence Secondary Teacher of the Month.
Don't clap now. Miss Adams represents everything we hope for in educator. She's deeply relational, incredibly intentional, and wholeheartedly committed to the success of every student she serves. She takes the time to truly know her students, their strengths, their needs, and what motivates them, and she uses that knowledge to design learning experiences that are meaningful, engaging, and impactful. What makes missus Adams especially remarkable is the way she builds connection beyond the classroom. As one parent shared in her nomination, it's rare at the secondary level to feel closely connected to a teacher, but with miss Adams, it's inevitable.
She communicates, she partners, and she ensures that families are part of the journey. In the classroom, she's creative, willing to take risks, and always searching for new ways to reach her students. She's a trusted teammate and even a mentor for our younger teachers. She consistently lifts others and models what excellence looks likes looks like. Sorry. Miss Adams doesn't just teach content, she builds relationships, she inspires confidence and leaves a lasting impact on our students and staff. We're incredibly proud to have her as a part of our CHS family. Congratulations, miss Adams, and thank you for the difference you make every single day. Congratulations.
Okay. Congratulations again, miss Aldridge and miss Adams. Next up, we have item 4.3, which is our Inspire Excellence employee of the month presented by EECU, Rockinball Rockinball Elementary School. Miss Blackwell. Alright. Thank you for the opportunity to be able to announce our Inspire Excellence employee of the month for April, which is Eunice Confort. Eunice, a a a mama, truly embodies what it means to inspire excellence as our April employee of the month. As the heart of Rocknball's cafeteria, she spreads joy everywhere and is a constant positive light for our students and staff.
Eunice goes far above expectations to ensure every child is served efficiently, respectfully, and with general kindness. Her cafeteria runs like clockwork, and I know that for a fact. Organized, clean, and seamless, keeping lunches warm and lines move moving smoothly. She has a special gift for helping even the most uncertain children feel confident and cared for, always making sure every student has a meal even when challenges arise. Her warmth, her patience, her ability to connect with students create a warming and welcoming environment where every child
feels seen, valued, and supported, and I deeply appreciate that. Beyond her work with students, Eunice is an incredible team player and leader. She collaborates cheerfully with teachers, administrators, and staff, always ready to support campus needs. From preparing for refreshments for keeping items warm for special events, she leads her cafeteria team with kindness, respect, and encouragement, ensuring everyone feels appreciated and prepared. Even during the most demanding times, Eunice remains positive, professional, and service minded. Whether she's stepping in to help a student or serving a late lunch with a
smile or greeting each person by name, Eunice consist consistently goes above and beyond her joyful spirit, strong work ethic, and unwavering care for others make a lasting impact on our entire rock and ball community. We are truly lucky to have our mama, Eunice, on our team. Congratulations. Congratulations. Okay. There's the fun part. I can tell. But That explains it. Alright. Congratulations, everyone, again. We'll move on to our next agenda item, which is public comments. Miss Shelton, do we have anyone signed up for public comments tonight?
We have no public comments this evening. Okay. Thank you, miss Shelton. We'll move on to item number six, which is consideration possible action on personnel report. And we don't have an action to take from executive session, so we'll move right to item seven, which is the president's report. And I have a real short, presidential report to give this evening. Good evening, everyone. I am pleased to provide an update on our district's participation in The USA two fifty initiative, a nationwide effort to commemorate and celebrate the two hundred and fiftieth anniversary of the
founding of the United States of America. Our district is committed to honoring this historic milestone through meaningful educational programming, student engagement activities, and community partnerships. We have developed curriculum connections and school based events that bring this anniversary to life for our students and our staff. I am also pleased to report that we are in the final stages of selecting the membership for all seven transition teams that have been established to advise the district and board on managing future capacity adjustments.
These teams represent a thoughtful cross section of our community, including parents, educators, administrators, community members, and other key stakeholders. They will play a vital role in guiding our work as we evaluate and plan for the district's long term facility needs due to declining enrollment. We anticipate full membership confirmation in the next few weeks with the first meetings taking place in May. Once complete, the teams will be formally introduced and their purpose meeting schedules and reporting process will
be communicated to the broader community. I want to thank everyone who has expressed interest in serving and commend our staff for their work in organizing this process. Lastly, graduation season is nearly upon us and it is always one of the most meaningful times of the school year. Our graduation ceremonies are scheduled for May 22 and we look forward to celebrating the achievements of our graduating seniors and their families at that time. This is a tremendous milestone for our students. It is a culmination of years of dedication,
hard work and growth. Additional details regarding the ceremony will be forthcoming. On behalf of the entire Board, congratulations in advance to the Class of 2026. Thank you very much. All right, we'll move on to our next agenda item which is our information portion of the meeting and that is item eight, item 8.1 which is facilities department report. Mr. Mooney, you're up. Thank you, President Bryan, Board of Trustees, Doctor. Glenn. Quick overview of the Facilities Department and everything that we've accomplished this year and everything
we've been doing. So first off, just under our umbrella, yeah, custodial maintenance grounds, energy management, shipping and receiving rentals, stadium management, large projects, child nutrition and land sales. The custodial, great custodial staff, day to day cleaning, preventive sanitation. The one that I pay attention to is the we spent about $160,000 in overtime for set up set up breakdown of activities and, and they also help with the the deliveries now. A couple of things on the maintenance. So far this year, we've done 3,920 work orders.
3,800 have been complete. One side note on that, this time last year when I came up here, we had about a 700 a constant 700 order backlog. Now we're less we average less than 100. So it's Good for you. We've had a big change. As you can see, the HVAC dropped almost $200,000 Roofing has dropped 50,000. So it made a big big difference in the, the cost also, the grounds. We started a, a finally been able to start a grounds maintenance program with fertilizer, preamps,
things like that, be able to make our facilities look better instead of just, just mowing them. So we've we've been able to make a difference in that. I think you've been able to see it this spring. Chris has done a great job energy savings. You're going to see the results here in a minute, but he also handles the low voltage well management and solar management. One quick note on the rentals. We've had over 2,000 events year to date, three thousand one hundred hours. You can see the larger clients that we have. A couple of things that I'd probably state that we would probably need to visit
the rental rates. They haven't been updated since 2013. And our rental to date is down about $178,000 I think that's mostly due to the pool, the natatorium. So that's the big difference there. The accomplishments, the maintenance cost was reduced $300,000 for us, but we adhered to it very well. Like I said, it's faster resolution of work orders. We're down projected utility savings and trash, dollars 225,000 under budget. We remodeled the comp gym. We built two daycare centers,
put it on three roofs. We revitalized the solar panels and new gym lights at Dawson at no cost to us. So we had a good year, we really did and we did all that with eight less people. Questions? Did I go through it too fast? No, that was great. I love it when you guys are pithy. So I, you know, I just wanna say on behalf of the board, mister Moody, since you've been here, we appreciate your leadership, and how you run things, in your department and the fact that you can, you've only been here, what, two years? Less than a year and a half. Less than a year and a half, and you've already been able to save the district,
money. Right. And it it's just to me, it's just we we've been asking for this for the last five years, and finally, we found the right person, to do it. And we hope that you're here for many more years, and we we want you to know that you're appreciated and your and your staff, and we want you to keep doing what you're doing, come up with, new innovative ways, to, you know, be able to preserve our facilities, which, you know, we're not building anything any new facilities these days. We wanna preserve what we have and we wanna make them, people proud to be in those and we appreciate everything that you've done over the
past year and a half. So congratulations to you and your staff and thank you. We appreciate it. Thank you. And I'll just add to that. I do think yeah, about the year and a half Mr. Mooney has been here. He brings a lot of experience but he's also very, very intentional in his thinking. We know that we're getting ready to close a campus and that campus still has expenses, right? Because we're going to have kids in that building for another year. But he is able to take care of that and in a fashion that saves the taxpayers money without over investing the amount of tax dollars that we're putting into
those facilities. And then he's keeping our facilities looking nice. You mentioned the Dragon Stadium early in the year, just going through, cleaning it up, making sure that the weeds were taken care of, making sure that the rocks were in the beds. Just the little things have gone a long way. And then also a future shout out. He didn't mention it in here, but his team has been instrumental in the CISD Serves event that we have coming up on Saturday. And so we're going to be working with elementaries across the district, high school kids, but it has to be staged and his department has is taking care of that.
And so, Mr. Mooney, we're grateful to you and all the hard work your teams do. Thank you. Any questions for Mr. Mooney? No. Thank you so much. Those of us who have been here, we really do see facilities. They haven't looked this good, you guys, in a while. And I mean, Doctor. Glenn mentioned Saturday is our day that we want to really take care of our elementary schools. And we want to do this all year round, but we want to have a special day every year that we do that. And I know that you're in Instrumental. Instrumental, thank you, at making that happen, mister Mooney. And we we appreciate that.
We just wanna take pride, in what we have and be content with what we have and make sure that our community is proud of what we have. So thank you very much. Yes, sir. Great presentation. Alright. Next up is item 8.2, which is, Senate Bill five forty six update. Mister Bennett. Good evening. My name is Jim Bennett. I'm the director of transportation. Wanted to give y'all a quick update on senate bill five four six. In a nutshell, senate bill five four six changes the requirements. So, up until now, the requirements for seat belts on school buses were largely locked in at the time
that you bought the school bus, and they would be grandfathered in going forward. That is all going away. As of September 2029, all buses operated by the district must have a three point harness. Senate bill five four six also says that, the board must be presented with all the information as far as where we are now in terms of of compliance and what it will cost to get into compliance. And when I say what it will cost, I mean what it will cost us because as of yet, this is an unfunded mandate. There is absolutely talk of a grant.
They have said that that will be a thing, but what does that look like? What are the terms and conditions as of now? We don't know. It's on us. And the board must determine if the budget does or does not allow bringing us into compliance. Once the board makes that determination, it has to be reported in writing to the state. Apparently, they have a portal, and you can upload the meeting minutes with the decision on it, and that has to be done by the end of next month. So with all of that, where are we in terms of compliance? So we have sold some buses recently,
and the shakeout from that auction, we are at 77 yellow buses and five activity buses. As of now, 61 of those yellow buses and four of the activity buses are in compliance. Notable is that activity bus one, the Dragon Wagon, is actually not in compliance, and that one that one gets used a lot. But we have 17 buses as of now out of compliance, and each of those 17 buses would be a minimum of $22,000, probably as much as $42,000. If you'll notice of the 17 buses,
13 of them are more than 18 years old. They're just from a time where the infrastructure of the bus would not even anchor a three point harness. So we would have to retrofit the infrastructure and then retrofit the harness, and that would bring it way closer to the 42,000 side. Judging by the last auction, which just finished, $2,500 a bus was our average, 24 something. Call it $2,500 a bus, and it's just not viable to retrofit. Even if they were all at the $22,000
rate, it's just not a viable thing. My recommendation would be compliance through attrition, which is to say between now and September 2029, we would need to auction those off. Questions for me? Thank you, mister Bennett. Can you go back to that? Absolutely. Yes, sir. So as I understand your presentation and discussions that we've had, we have enough buses now that are in compliance, to handle our bus routes that we have. And so these 17 buses that are out of compliance, those are buses that we can afford,
to auction off or do do whatever. Is that right? Afford in terms of logistics? Yes. Yeah. You mean? So we would get there most of the time. It is notable that there were, last school year okay. Say if we were down to the 65 buses, last school year, there would have been 11 times when I would not have had enough buses due to, field trips. There would have been nine times when I would have exactly broken even. Lot would have been empty. And if anything had gone wrong, I, couldn't have gotten there. And that and those numbers are roughly the same for this year. So we we operate with about 65 buses.
Is that our ideal number? Like I said, if we did, we would miss it. We 70 is more is closer to what we would need. Yes. And, if you take these 17 buses out Yes, sir. How many do we have? That would leave us with the 65. That would leave you with the 65? Yes, sir. So, in an ideal world, by 2029, we would want to and again, with an aging fleet, we want to start looking at it like a replacement plan where every year in the budget we would add a bus or two, so that we could recoup those five buses by 2029 and then start exiting older
buses out of the fleet? Correct, sir. Yes. Which is good like in with any vehicle we have, right? Absolutely. We want to be on a replacement schedule. Yes, sir. And so all all the new buses that we purchased from here on out, they all have the three point harness that we have to retrofit. I would assume the manufacturers will comply just because they wanna sell buses and that's Right. Yeah. And they can if they don't have it. In compliance, okay? And so we're able to get to 2029 essentially without having to spend any money on this unfunded mandate. That's right. And if there is a grant out there,
we'll apply. Obviously, we haven't had the best of luck with state grants because of the way they award grants in the State of Texas, but that doesn't mean that we won't apply for free money if it's out there. And then also I'll point out in Cabinet this morning, Chase Park, our Deputy Superintendent of Finance, he would like to go to TERS in August and have a conversation about trying to get the bus barn or the transportation barn looped into the TIF zone. Currently, as you guys know, Dragon Stadium is, but the line runs just across the field.
And so our bus barn is not in it. But if it were in it, that may allow us access to monies that could fund the purchase of buses without having to use local dollars. Mr. Park, our next meeting with the city council in TIRS is, it's August, okay, and then we can bring it up and try to get it on the agenda for that. And maybe it might be good, Doctor. Glenn, if you would put something together to send to the city ahead of time, the city manager ahead of time that, you know, give him a heads up that this is coming and I think it's a great
idea because, that's right there. I mean, the tip zone includes Dragon Stadium, so why in the world doesn't include that Yes, sir. Bus barn that's just right there in the parking lot too, and that would really help the school district out a lot. I know that city council would be happy, to include that in, if it turns if they can, if that's possible to amend, the contract. So excellent. Thank you, Mr. Bennett. Thank you, Doctor. Glenn. Absolutely. Trustee Landon. Just one question right now, Mr. Bennett. I'm curious since you mentioned in the last year, if we had a shortfall on any given day for a bus or up to
five buses, Would that is that what you meant that No. Sir, as of now, with our fleet at 77, we were able to make it. If our fleet had been at 65, we would have had a shortfall. Okay. Yeah. And since, we all know that we're planning to close a school and maybe have a lower enrollment in the next few years, is it, possible that as we continue to come down a little bit that we wouldn't have a shortfall even if we got rid of the buses? That that certainly is entirely possible.
Of course, we do our routes based on bus pass purchases, and so it would just it really depends on year to year how that shakes out. If if there were any opportunities to, operate with fewer routes, we would certainly We just don't think there's any possibility that we'll with the, population we have right now and the buses that we have, that any student would not have protective seat belt, at any point right now. Right? So all of our route buses, the ones that we get the kids to and from school,
on the daily, they are all in compliance as of now. Some of the buses that we use for the 17 buses as of now, those are still in service mainly used for, field trips. Some of them are assigned to campuses to run the kids around the city. Like, cross country, you're talking about Bob Jones. Yeah. And am I correct that if or when there is a shortfall in buses of any particular kind, especially for field trips or long trips, there's always a possibility of renting or leasing or You mean like a charter or
something like that? Yes, getting a charter. Yes, sir. That's Okay. Thank you. That has happened. Absolutely. And just as a reminder, Trustee Sexton is actually chairing the Transition Committee on Transportation. So they'll look at possibility of route consolidation. All right. Yes. I have one. Mr. Bennett. Yes, sir. This Board finds it very objectionable to have unfunded mandates from our state capital. I said the first, sir. We are going to have a change in our representation. The person who was our House rep is not in the race and well,
same thing at Senate. So we have an opportunity to take to them, some of our needs. This unfunded mandate is not just unfunded for Southlake Carroll, it's unfunded for every ISD in the state, correct? Correct. Yes. They've made very vague reference to a grant. So that said, I I guys, I see some real lobbying power with a lot of ISDs to get some type of funding. So I'm just saying maybe it's something that we want to add into our legislative priorities but I'd like to get on it early, because it involves potentially,
you know, if this is 600 or whatever it is for us, just imagine is for all the schools. So, I would like to send this to some of our representatives early like as in this summer, so that they can put it into their ideas for fall. I don't know if you guys like that, but Yes, let's do it. Okay. I hear you say that you get $2,500 by sending a bus to an auction. Is that That's an average. Some of them were as we got real lucky with one and it was like 4,800, but that was an anomaly. Some of them went as low as 900.
Staffed at McDonald's? Yes. Yes. Yes. Yes. Some of them went as low as 900. It just you can see, you can size. So 24 to 2,500 was about the average. And a bus out of compliance is probably worth 200? Well, if you Scrap it? Yeah. So if you You know, so in some of the 2,000 now. Yeah. Some of the buses don't run. They're all they're all aged with high mileage. Even the ones that do run, I would imagine, probably get those the more. Yes. Price per dollar goes up. Does it run? And we use a lot of ours for parts too. 13 of them are over 18 years old.
13 of the 17? Yes, sir. Because they're all out of warranty. So correct. Part of the senate bill is I have to say whether or not it's really the manufacturer's warranty and it technically would, but it also doesn't matter. Okay. Anything else for Mr. Bennett? Thank you, sir. Thank you. Thank you. Thank you. Thank you. Thank you. Yes. Moving on to 8.3, which is considered the twenty twenty six-twenty seven compensation plan, staff calendar and attendance incentives. Ms. Kibodeau? Evening. Evening. Good evening, Doctor. Flynn, President Bryan, Board of Trustees. I am going to be going over the 2627 proposed compensation plan along with a
proposed blackout plan or blackout calendar, the attendance incentives. So as you know, board policy requires you to adopt a compensation plan. So looking at the compensation plan specific to teachers, one of the things that we are, proposing is that we increase the starting salary for a teacher from 60,200 to 62,200 and also increasing, teacher salaries by $2,000 based on their years of credible service.
This would allow us to give a three just slightly over a 3% from midpoint, increase for teachers. How does that, compare starting pay to to our peers? So, we are we will be head of Keller ISD in Grapevine, Colleyville, current teacher salary. We still fall a little behind, with H E B and, Coppell ISD. So it puts us in a place of, being competitive with our Much more competitive. Thank you. So looking at compensation specific to positions outside teachers, administrative professional staff other than teachers.
One of the things that we are proposing is to provide a $5,000 flat increase to the salary of those listed there, the behavior specialists, counselors, ESL specialists, librarians, our MTSS specialists, nurses, Section five zero four specialists, SPED specialists, transition specialists, DIAGs, LSSPs, therapists, audiologists, and SLPs. Miss Quinto, those are the, the administrative and professional staff that did not was not on the receiving end of the $5,000 that, Right. These were not eligible for that adjustment fund.
Okay. Yes. And then, the others falling in that administrative professional staff, category, we are, recommending a 3% from midpoint increase for, test divisions. That $5,000 salary increase for these specific positions, is there like an average percent that increases their salaries? Is that 3%? Is it above 3%? Do you know? It's going to be above 3%. Above 3%. It would be closer to 7%. 7% raise to the salary. That's great. Thank you. Yes. And so just as a reminder,
last year the state of Texas gave a $5,000 raise to all teachers. Now they had a very slim definition of what a teacher was. And for those instructors who met that definition, they got a $5,000 raise in perpetuity. So that $5,000 stays with them above and beyond what their current salary was. This, recommendation tonight would be 3% on top of that for those teachers. For these individuals, they did not see any compensation increase at all. So we're gonna try and make right what the state did not and give them that $5,000
as part of their salary. A great recommendation. Great. So looking next at our clerical, paraprofessional staff, and I'm also gonna add an auxiliary there on the next slide, but it's the same recommendation for them. It's to consider a 5%, for midpoint increase for, these positions. I will would like to note that these are, our lowest paying groups. And so we would also like to provide an individual equity adjustments, based on years of service for, those staff as well to try to get that,
area a little more competitive. And our auxiliary staff, like I mentioned, that would be the same other than our bus aids and our bus drivers. And so looking at them, we were able to, give them a dollar raise last year, for their hourly hourly rate. This year, what we'd like to propose is to, right now they're guaranteed four hours a day and so we would like to, propose increasing that from four to four and a half hour guarantee, which this this is going to provide a significant
increase for them and, I think will help us stay competitive. This is an area that we do struggle to fill those positions. And I just wanna note, this was a recommendation of our Director of Transportation, Jim Bennett, is he looks at other districts around us and how we compete for the services of drivers knowing that at times in the fall we had a significant driver shortage. His recommendation was to go this route rather than an hourly increase to keep us more competitive with our peers. And what we found is there are other districts that,
guarantee more hours than the four hours. So that And that's what I was just about to ask you, miss Kibbeaudo. I think it's a brilliant idea because we actually get an extra half an hour from them too, which we probably need anyway. But since you mentioned other districts like our neighboring districts, do some of them or all of them give more than four hours? I think is Jim here do you know what the top of the warranty is? Is it like Grapevine? So when we visit Mansfield, there's a seven. Great. I love it. So,
don't like to assume, but with having Mr. Bennett here, have you kind of trial ballooned this with the drivers and that this is their preference? So short answer to that question, this would be a preference for the drivers over the like the hourly increase? Thank you. And so finally, as far as the compensation specific to staff, with the closure of Durham, in 2027, our goal would be to recommend another 3% from midpoint increase for all staff for the twenty seven-twenty eight school year. This would result in a total pay increase of 6% above the state's 5,000
provided for teachers, increasing teacher pay by over $9,000 over a three year period. So let me I'm sorry. No, I just want to speak to this, for just a second because I know this is something that strategically our Board has looked at for really the last five years. And as our district has moved forward with capacity adjustments, streamlining budgets, getting ourselves out of what was a pretty significant deficit that was inherited, paying down the tax rate, paying down debt. And, I think that, what we are trying to do here is we begin liquidating some property,
investing those money into higher yield accounts. We want to make sure that we take some of those funds and we invest it back into a high quality staff. And so last year the State of Texas came forward with a $5,000 raise. Unlike other districts, we still had issues that we had to resolve with our budget to keep a balanced budget and so we were not able to do anything above and beyond that $5,000 this year. We are able to come back with that 3% raise and then looking at the savings that we'll likely see from the closure of Durham,
our goal will be another 3%, which will be compounded at 6% raise in right at about a year for staff in addition to the $5,000 that they saw from the state, which keeps us I know with the Board's goal of being in the ninety fifth percentile compared to our peers in the area. We appreciate this very much, Ms. Kibbeau, Doctor. Glenn, Mr. Park. You know, I just wanna remind the community that, this we wouldn't even be talking about this tonight if it weren't for our community passing the VADER, this past November. The fact that they stood up, and passed,
that VADER enables us, to become more competitive, not only with our teachers, but as you can see all disciplines that this board asked the district to come back to us, this month, and present. And so a 6% over two years is, pretty phenomenal. And then some of the things that you discussed earlier with our lower paid, administrative people giving them a little bit more, is just over and beyond. And and we we certainly could not have done that without the fiscal responsibility over the last five years of this board,
plus the community, passing that vader. So, kudos to everybody that's listening tonight and we appreciate the district very much for bringing this to our attention. And the only thing that I'll ask and maybe Mr. Park can speak to this and that is, you know, we're recommending an additional 3% raise to all staff in 2728, knowing that we have a legislative session coming up. Are we confident that we can meet that number knowing that you know,
who knows what's going to be passed or what's gonna go on or what, our elected officials in Austin is gonna throw at us in terms of unfunded mandates, underfunded mandates. Will we be able to, you know, whatever they throw at us, will we be able to honor, this recommendation in the 2728 school year? Yes. And I'll let Chase jump on the mic. Fortunately, we're in a good situation right now today. We have no idea what they're going to throw at us in the next legislative session. So with all the variables, we are trying to stay as proactive as we can and be intentional about how
we invest our dollars. I think the short answer and Chase is probably going to say the same thing because we have a lot of conversations. A lot of it will require the same prudent financial stewardship that this Board has shown over the last five years, correct? So if we get out of over our skis in certain areas, if we can continue to or if we stop with the capacity adjustments and we're not making sound financial decisions, obviously that money will dry up quickly. We're fortunate with Mr.
Mooney and his report talking about a $300,000 reduction in his budget and being able to operate under those circumstances. Those things have to continue, right? Just because we're freeing up money and we're able to give it back to our teachers doesn't mean that that continues if we stop, making financially prudent decisions. Mister Park, do you wanna elaborate? Yes, sir. So I will just add that, as we continue to forecast declining enrollment for the next several years that, to continue the conservative approach,
not only operationally looking at zero based budgeting and and things like that, but also, like doctor Glenn mentioned, to, size our staff to to the to the declines in in students that we see. So, that is probably the most effective way we'll be able to ensure that that we can strive for that three percent next year as well. Okay. I appreciate that because I think there's a lot, especially on on the board, that want to make sure if we're gonna put something out there that we're gonna follow, through with that. And, you know, as doctor Glenn was saying, these capacity adjustments that we have committed to,
over the long term are very important for this board and future boards to continue in order to guarantee, these types of raises, for our teachers and staff. So thank you, mister Parker. I know you spent a lot of time crunching numbers and getting through this. And, I know you're gonna present, the budget to us next month, and, we're looking forward to hearing about that and seeing that. And, appreciate everything that you've been doing and Ms. Kibbeau what you've been doing as well. So thank you guys very much. Any other questions for Ms. Kibbeau, Mr. Park, Doctor. Glenn? I think she's got to go through cover some more things. Couple more things.
Sorry. Substitute pay, I went through and, did some research on some surrounding, districts. And, we stay competitive in our substitute pay. And so at this point, I don't have any recommendations for, that area, but we will continue to monitor that. Okay. So talking about the staff calendar specific to the blackout days and then attendance incentives. So the blackout days, administration is proposing, that we implement a blackout calendar for staff. The blackout days would include, before and after,
a school holiday, first and last day of the school year, staff development days, early release days, and testing days. And those would be specific to, the campus and so the, principal would have, the autonomy on those as far as, how that was worked out. The calendar will show you all of them coded in purple, but that doesn't mean every single campus is testing on those, purple days. So, if a staff member were to use needed to be out, they would use discretionary, leave, and it would be coded as,
Sorry. They would be docked for those days if they took a blackout day. So exceptions would be for medical or, certain circumstances specific to immediate family. And I want to speak to this for just a second. President Bryan asked a great question earlier. It's like how do you ensure that we have the ability to fund future raises? And one of the things you have to do is you have to look at areas where you spend way too much money. For us, substitutes is an area where we spent way too much money, over 1,000,000
the last two years. And if we were to look at when staff take the most days off, it's during these blackout days before holidays, during STAAR testing, during PD days. And so if we can look to capitalize on some of those dollars, keep our teachers in the classroom and taking time off during Thanksgiving break, during Christmas break, during spring break, during the summer rather than during the school day then we actually realize a savings over and above what we're spending on substitutes. And so we recognize there are going to be times when teachers are going to
have to take days off that are on blackout days. There's going to be a wedding, there's going to be a birth, there's going to be a graduation, there's going to be a medical emergency. We are not looking to dock employees for those days. But this is something that's very common in other districts because it has not been in place here in the past. There will be an adjustment but I do believe it is gonna net net save the district money and we will report out annually what those savings look like as it relates to sub pay. But the other benefit of that is that it's going to free up money for
incentive programs for staff and I know Ms. Kibbeaudo has those on her next slides. You said Doctor. Glenn, I just want to clarify, dollars 1,000,000 per year over the last two years. For sure, the first no, no, no, dollars 1,000,000 per year. Per year. So we're still at $1,000,000 per year. And currently, we're at $625,000 as of this year. As of this year. Thank you. So that's what the calendar would look like with the blackout days that staff would, receive so they would know specifically what days they, could not take off specific to that calendar.
And I'm assuming that we don't have to start from scratch in terms of building policy around this. There's policy out there. Doctor. Glenn, you said it's widely used in other districts. It's very common. It's a good dog. In other districts. Yes. Alright. So, talking about attendance incentives, specifically the, local buyback days to improve, our staff attendance, obviously. So, we have staff in class and less substitutes. The administration is proposing a local day buyback program. Under this plan, employees could receive $115 per day for up to five,
unused local days. If the absence is necessary, local days would be used first, followed by state days. And then we would make payments, for those days in September, based on the the staff member returning to the district. It would not be paid out at the end of the school year. At the attendance based, retirement incentive, we are proposing that, an employee would be eligible to receive 50% of an employee's current daily rate for up to 50 unused state days.
To qualify, an employee would have to be in their final five years, with the district and maintain at least a 98% attendance, during their last three years. And that would come out to no more than three absences, per year. Main administration is proposing that this would take effect in, June, 2028 and follow annually thereafter. And, typically, Doctor. Glenn, I know you mentioned this and I can't remember the exact amount, but what typically does this add up to? What's the Yeah. So for your average teacher that's retiring,
you're talking about, just over $10,000 at the end of their career. And so this could be something again we do anticipate attendance improving amongst our teachers. We hope that we're spending less in sub pay. But at the end of the day, this may be something that we come out of pocket for. But if you think about it, a teacher that spent their last five years in Carroll with a 98% attendance record in good standing with us, you know, that's money well spent to have that teacher in the classroom because what you typically see is educators,
especially great educators, right? They've accumulated a lot of days over their thirty year career and then they get to that last year and they burn those days because there's nothing else they can really do with them. It's use them or lose them. And so this is a way to really incentivize and reward staff who've done a good job for us for a long period of time. So, it's something I'm really excited about. We are going to wait until 2028 to begin the program which means this for teachers who are getting close to that retirement age, this year would be the first year they would best in it. So if they kept their attendance good this year,
this year could count as number one, next year is two and then in 2028 they could pull the trigger and get that close to $10,000 bump or right at $10,000 So, Ms. Kibbeaudo, I like the idea that we're limiting the buyback to the substitute rate which we would have to pay a substitute for anyway and it seems like there wouldn't be a budgetary impact. But I'm curious for anybody that knows the answer on the attendance based retirement incentive because I know it's use it or lose it and maybe most of them take a lot of the time in the retirement year.
But is there a potential budgetary impact if we started paying the incentive? Would it cost us more than what we would normally be paying for? Like this year? Oh, significantly. Yeah. Okay. Have we quantified what we think that number is? Well, again, it's gonna come down to people who have who have accrued the days. Right? So they've gotta have no no more than fifty days. But if they have ten days, they can still sell half of them back. But, you know, from from a dollar amount, I guess, if what you're asking is we would need to look at like every teacher in
the district, how many are eligible within the next three years. We could bring those dollars to you when we ask for approval next week. I like the attendance condition. I'm curious like would most of our teachers fit that attendance condition? Probably not. Some would, but in the last, in the last especially in the last year, I would say that, most of them would probably use more than three days, in the last. Again, keep in mind this we give ten ten days a year, five local, five states. So it's gonna require at least in your last five years that you try and save all of those if you wanna maximize it out so you can't use any
or you have to have carried some over the previous, you know, twenty five years of employment either in Carroll or another district. I'm glad these ideas are used in other districts. Should I assume the trend is for more and more districts to adopt these types of things to address the attendance issues? Yeah, I mean, and this has been a concern brought to us from, campus admin is that it really puts a hardship on the campuses when they're and they get in those last couple years and they just they take off all the
time. And so it's not only hurting, you know, the campus but the students in the long run. So ideally what it's gonna be is it's gonna be a line item in the budget. Like we're going to have to plan to make these payments. And so year over year we'll have to kind of look at our staff, anticipate how many may retire, what that payout may be and then we'll have to put those money in the monies in the budget which is why we're not recommending starting it now, right? I mean, we're still kind of right at the threshold of balanced budgets every year. We feel like in three years,
we'll be at a point where we'll have some funds to be able to invest in this. So again, we're trying to be strategic in how we schedule out those payments and we'll see where we're at in 2028. But it gives us a couple of years to plan for it where it actually goes into the budget. Well, and I know we also had some campus admin that they have this in other districts. So it's not a new concept, and it was something that what's best for our kids is to have their teacher in the classroom. So ultimately, that that's really what this is for is just to try to try to keep
that consistency for our kids with our teachers being able to be there, but have an incentive financially to be there also. Yeah. And, you know, I'd also I would say the same thing about, like, a, not that I want her to retire if she's listening, but like a Stacy Wagner who's been in the district, for a long period of time, she rarely misses. I would hate for her to come in and be like, hey, I'm going to lay down an entire year's worth of days. And so we want to incentivize our people to be here. We actually want to reward them when they've spent their entire career with us and
had great attendance and they accrued all these days and again they're in good standing and they want to retire at Dragon. So, it's a great benefit. Okay. Anything else for Ms. Kimbrough? Okay. Thank you. Great presentation. All right. Up next is 8.4, consider policy review committee recommendations. Mr. Nickel? Good evening, President Bryan, Doctor. Glenn, and Board of Trustees. I am here to bring forward some recommendations from the Policy Review Committee. I have a couple of, things to to discuss with you. This spring, we engaged in a review of the practices related to student digital assignments and the
student and parent access to the feedback from these assignments. These discussions were brought forward through our policy review committee, which met on February 4 and, February 25 to discuss the topic in-depth. As part of the process, we invited several teachers and members of the curriculum department to join us and, walk the committee through how assignments are delivered, how feedback is provided, and how parents can access the information through Canvas. This allowed the committee to see both the strengths of our current systems and areas where we can improve both clarity and consistency. Based on these discussions,
the committee, is recommending updates that focus in two areas, one of those which will be in the APG, which is strengthening the expectations for timely feedback and clear communication to students and families And the second, which will be through our campus PD, which will be enhancing the training and ongoing support for our staff so that all teachers are equipped to use our digital platforms effectively and consistently. And what that would look like is just, just an annual update. We noticed that, we've we've done a lot of initial training with our teachers, but as far as circling back every year and,
doing in-depth instruction, that's not something we feel like has been a part of, recurring training, so we would include that. These revisions are not about changing the tools we use, but about ensuring that our practices are predictable, transparent, and supportive for students and families across all campuses. We believe the updates strike a balance between maintaining effective instructional practices while improving their overall experience for students and community. We appreciate the committeeis time and input, from the teachers and, the opportunity to continue to refine our systems in a way that supports both learning
and communication. The second area, that we worked on was in FNCE local, which is the, new policy that we put out, in response to House Bill, fourteen sixty two talking about, our personal communication devices. And, when we put that in last year, again, it was in response to the eighty ninth legislature, and, we we developed our policy and we had a few concerns that were brought forward primarily around the area of buses. And, so we went back through the committee and had further discussions about, restricting devices on buses, the ability for bus drivers to monitor that,
while still safely driving. And, we, are recommending a revision to to pull that back to just the letter of the law, which has to do with, you know, during the instructional day, on the campus. There shouldn't be any personal electronic devices. And so really the only change that you see in FNCE local is you see the, the attachment. It is just the, piece that says while riding buses to and from school in between campuses, everything else would stay the same. No other no other change there. And, the discussion again was all about, our our bus drivers have a difficult time monitoring that to begin with. I don't want them focusing on that.
And then two, there are a lot of things that students may have as far as, again, I I forgot my my my backpack at home, my badges at home, I don't have money in my lunch account, and just sending a quick message and, helping to handle some of that communication. Parents worrying about, are you still on the bus? You're normally dropped off by now, and I don't see where you are. Just being able to do little things like that. We still would be able to place things on the bus that are inappropriate. If a student's using a device to do something that they're not allowed to do, we would handle it under inappropriate usage, which is the thing that we'd be greatly concerned about anyway.
So any questions that you have for me? I I I think that's a smart move. Thank you, mister Nickel, for proposing that. Getting back to the returning assignments and tests in a time timely manner, I'm assuming that the committee is recommending these changes because we actually have a problem with timely input of grades and timely grading of, tests and assignments. The the big concerns that we've heard and, again, a lot of it also depends on the teacher which goes back to the training. We have some teachers that, you know, they were able to show us and open their, Canvas and it's all beautifully laid out.
You can see everything, you can see all the feedback, you can see everything that you wanna see. But there are concerns that, you know, there's a greater than five day turnaround in time and being able to, you know, have students submit something on Canvas and five, six, seven, eight days go by and they they still have not seen the feedback. And so, again, we just revised some of the language to make sure that it either has to be physically returned or made available to them within that five days, unless it's a project or test that would would have to be done within the science. And I don't know anything about this, but I'm assuming that five days and then ten days is a reasonable period of
time for teachers to be able to get these things done. I think that that is that is a reasonable amount of time, and that's what we've done for all other types of assignments. Okay. And I think that that was the, the generalized expectation that's been given to teachers about things done on Canvas as well, but it wasn't as explicitly laid out in, in the APG. And so we just, again, just some very small nuance change in our language to make sure, and and then I think the big change is going to be in us having regular communication with them about how they're posting in Canvas, that they have to get that feedback put back in within five days,
you know. Students have to be able to see if they if they submitted a quiz on Canvas and they got a a 68 and they have a test, you know, five days later or seven days later, they don't need to go into a test and they don't even know why they didn't do well on the quiz. And so, just training about the expectations and then holding them accountable to those expectations. President Bryan, I sat on this committee and I didn't know it was a problem at all either and I asked the same questions you did during the discussions because I was, you know, it was new to me And we have principals and teachers that sit on committee
and they gave their direct feedback about how it was in a reasonable amount of time, a reasonable expectation, it is a problem. And it seemed all logical after it was kind of laid out. So, everyone on the committee unanimously agreed to these changes and the recommendations. Okay. Thank you for pointing that out. It's good to hear. Mr. Nicholl, can you go back to the revisions? I can. To FNC or to the APG? To the APG. I have some notes and some questions. Okay. Okay. So I know that when when we were doing our academic dishonesty task force,
when we were talking about those ten days, you know, because some some people were like, gosh. That's that actually is a long time. But we have kids that are constantly taking makeup tests due to sports or things that they're having to miss. So that was kind of the the day to give kids enough time to work with the teacher to get to get that. Is there a way on either Canvas or Skyward? I don't remember because I think Trustee Reese and I were talking about this since she sits on that policy review committee too. So, is there a way or a reminder that a teacher can set to open up
that assignment? It's been the ten days. Can they open it up? Is there a is there a reminder setting on Skyward or to be able to where they're kind of always getting that reminder, oh, it's been ten days, open it up so people can review? Can you speak to that at all? A reminder to prompt the teacher. I would not be able to speak to that. Nope. I actually I recall we did talk about this in the in the committee. So the team leads can actually go in and see if something hasn't been opened, and they can send out reminders as can the principals.
Okay. So this is for, like, parents and students to be able to review their work. So that is a possibility if team leads can do that. They could they could see it, but as far as setting, like, you're talking about, like, an alert or something Yeah. I didn't know about that. That I'm not aware of. I would have to get back to you on that. But team leads could do that Yeah. On assignments and tests, on everything that. Okay. So that parents can view. Are the are parents able to view I should know this. Are parents able to view assignments and tests on the parent version of Canvas, or does it have to be on the student version of Canvas?
When we brought our teachers in and they were sharing this, they talked about that there is a way to post where you can see it, I believe, on both. But a lot of them said that it's easier to see on the student side, that if they ask their student to log in, that it's much easier to view it and, see if they get hesitation from their student, that is a red flag. Right? Well, and this is this is where the recommendation to incorporate the training came in. It's because there's several different things that the teachers have to toggle on to make sure that they get opened.
And so sometimes I mean, things happen. We just forget things. I think that's some of the stuff we're seeing. Mister Nickel, just behind your right shoulder is our director of technology, Randy Stewart. If you let him jump up to the podium, he can answer those two questions from, trustee Stacy. There's not a alert for each of the assignments in Skyward that would say, hey. It's been ten days since this assignment was due, to pop up for teachers. In Canvas, the online platform for both the the teach the student version and the parent version, they can both see the grades that were done within that system.
K. And they can see that when they log in into the parent version of Skyward or the student version of Skyward. But if they're wanting to actually view the assignment or the test? It would depend on what platform that test was given in. Okay. And so, yes, if they saw if if, if the test was given in Canvas, then the parent in the parent app can log in and see the grades on that test. But it would have to be open? Yes. Yeah. I think let me are you understanding Diane. The grades or the or the test itself? It's both. I'm asking kinda for both. And did you say that? It's more the grades.
They couldn't see the test. The student would have to log in to the test, and the student and the teacher would have to keep that assignment still open for them to see that. So how much training are we going are we do we currently have, and how much training are we gonna have just to kinda remind even new teachers who aren't really used to the system, hey. You've got five days until it needs to be posted and opened up. I see Ms. Petty walking over here. Here she comes. Or ten days to open up a test if they don't remember because some parents there are parents that really do wanna view those. And is is it just a simple send an email?
You know, hey. It's it's been ten days. Can you open up the assignment? Okay. So we'll go back to the training piece. All new hires are are trained on Canvas. We have it's about a three hour training. Normally, we have done a better job with training our staff throughout the school year on Canvas. This year, with the implementation of MAP testing, all of our eye align days were taken up with MAP testing, so there wasn't time to remind staff members. Now we would periodically, when we were in PLCs,
we would talk about it. But as far as a formal training, no. We have talked about for next school year, we will be making a video. So we will do the training. We will have the video because depending on what time of the year it is, if we do it at summer conference, which is the end of the school year, everyone's tired. And so, they don't always remember. If you do it at the very beginning of the school year, everyone's focused on, I need to get in my classroom. I wanna get things ready. I'm ready. I wanna get ready for the kids. So we don't remember as well as what we probably should.
So we're just gonna make a video. Everybody can go back and review it. We also, as you are aware, we got our new mentorship grant, our allotment. And so we'll be able to do more training through that because that's not just new hires and new teachers. It's, themselves. It'll encompass more people. Okay. But we will definitely have a training to make sure everyone is well aware of how it works. Is it doable or too much on a plate to ask team leads to be able to remind staff kinda throughout the year, you've got the five days, you've got the ten days, just reminding you to open up assignments?
Yes. I think you could. I think that's reasonable to do that. Yes. I think as when we're working in our PLCs. Okay. Thank you. Mhmm. Alright, mister Nickel. I'm back to you. Yes, ma'am. Okay. Okay. So on here, I know that we're doing returning, the returning assignments and tests, but it does it only says exceptions to the five day return of tests. Should it also say return of tests and assignments? On the ten day, is that what you're talking about? No. It says exceptions to the five day return of tests. Should it also say tests and assignments? Because that's what we're talking about in returning assignments and tests.
Well, the exceptions would really only apply to our to our, like, major exams or Okay. Projects. Okay. Any sort of daily like, a daily assignment, that would be something that would be in the five days. Okay. And then since we're doing on the timeline for posting grades in Gradebook and Family Access, that's in Skyward. So do you think in the title we should have Skyward Gradebook and Family Access so that at least everyone knows that we're still talking about Skyward? That's probably a reasonable thing to put in there just to make sure that people make that connection. Okay. And And we can we can make that revision.
I just wanted to make sure that because I know we kinda have I know we have it in the APG, but we also have it, and some local policy for EIA. Is all of this going to say the exact same thing no matter what document someone's looking at online? We will need to carry that over. Yes. Okay. Okay. And then I think my my last set of notes was it said in the student handbook, the grading guidelines will stay will stay will be communicated to students and parents. But I wanna make sure that it's actually matching the Skyward timeline verbiage to include the deadline so it just stays consistent in the verbiage throughout the documents.
That's also why you see that sentence that's that's struck right there. It's because it became ambiguous because you have a stated timeline and then it says teachers will communicate the timeline. Will is it if that's almost saying that it might be different than what's stated here. Okay. And so that will be taken out. Okay. Awesome. Thank you. Alright. Anything else for mister Nickel? Thank you, mister Nickel. Thank you. Alright. Moving on to 8.5, which is considered declaration of surplus property. Mister Park? President Brian, trustees, doctor Glenn, good evening. I'm here as a two part, informational,
item. And so I'm here, to provide information on the initial steps for preparing the Durham Intermediate School property as surplus, and then also, providing you the information about the RFQ for the, broker services related to the sale. So, the reason we are bringing bringing this to you now, is to, provide you this information and also declare this property surplus so that we can go ahead and commence, the work that needs to be done on the sale, while while the school is in its last year. And so, you know, these types of transactions, take a while, to to not only,
you know, work with the bidders and the and the and the, customers, but also to to work through all the, zoning and things like that with the city as well. So, we'd like to, you know, get as much of a head start as we can, while the building is occupied so that once it does go offline, we can shorten that time of of us holding on to property that's that's not that's no longer being used. So, in conjunction with, the declaration of surplus property, we like to bring forward to you the evaluation of our bid responses to RFQ twenty six zero two zero one zero two, real estate broker services,
to select a potential agent to represent the district, in the sale of DIS. Please keep in mind that, although we do have a recommendation, that it the it does not mean that you have to select. The board does have, the ability to accept, reject, or modify, the recommendation as you see necessary. So, I like to just give a little background and timeline on the RFQ. The RFQ was opened on February 25, and we extended the deadline after, several, candidates did ask us for a little more time. So we did extend it through spring break,
and it officially closed on March 27. The district received 10 qualified big responses. And, so that subsequent week after, March 27, evaluators from the financial services department and facilities department, independently reviewed, those responses and tabulated scores. Just utilizing the standard criteria for for these RQ evaluations, including firm profile history, reputation, work experience, fees and services, company leadership personnel, and, also professional references.
I'd like to say that, all 10 responses were very strong, and the district would like to thank, them for their interest in their submissions. They all had very qualified leadership and representation that would have helped CISD. And so and, it was it was evident in the evaluation results that a reasonable fee structure, the availability to our staff and and the trustees, to answer questions and and also past performance were were important, in those tabulation results. And so, the the results came out very close, especially in the top four,
and it was a very, difficult decision for us, but, it is that it is, the district's recommendation to recommend Engel and Volkers at this time to represent the district, on the, upcoming sale, in that process for DIS. So, miss Roxanne Taylor did represent us very well, in our in our previous sale of the old CIS building, and she got us a great value, on that sale. So we feel confident that she will continue, to do, the utmost that that, she can to, get us, another good value for that property coming up.
So Chase, I want to thank your team. I know you all put in a lot of work evaluating all these proposals. I know that a lot of work went into actually getting the RFP out. And so my question to you is the all the criteria that you guys use to evaluate all of the brokers, all of that was listed in the RFP, correct? Yes, sir. Okay. And, and then you, along with the financial department, the people in your office, you went through all the portfolios that were put together and, and came up with this recommendation? Yes, sir. We we independently,
scored each, each each response and then we average the the scores and then that's that's what determine our recommendation. Okay. And then so what we would do is, moving forward, trustees, we would we obviously you guys have the ability to take the recommendation and do what you want with it. But it gives us a huge opportunity moving on the Durham property now knowing that the city will likely take a year or more to close. We've been through this a couple of times now and so the reason that we started this process early is so that we can get the declaration of surplus property
done which is a legal requirement. The appraisal itself has already been conducted so we kind of know our baseline. And the next step is to have somebody that can walk us through that. And obviously that's an option of the Board. We all know that but we also know that there is there are a lot of technical aspects to the sale of surplus property and have an expert on our side is advantageous. So, Mr. Park, thank you very much, for taking your time to walk through this. We know a lot goes into those evaluations, but next month we'd like to bring you,
Trustees, the recommendation that we do declare the 30 acres at Durham located at 801 Shady Oaks Drive, surplus property along with a brokerage in the resolution. Thank you, Doctor. Glenn. I'd echo Doctor. Glenn's comments. Thank you, mister Park and your staff for, doing the legwork, for us and making a recommendation. So is this gonna come to us at our next meeting or is this coming? Yes, sir. Again, ideally, we would try and get started as quick as possible. Again, in situations like this time is money, right? And so we know the quicker that we can get the property liquidated,
we can get the money invested in a high yield account and begin earning interest on it, which is something that we've talked about. But if the Board would like us to wait and put it off, certainly this is y'all's decision. It's a big decision and we respect that. Okay. Thank you. Any questions for Mr. Port? Okay, great job. Thank you. Moving on to last item on the agenda which is item 8.6, consider utilization of twenty twenty six-twenty twenty seven tax increment financing and funds. Mr. Mooney? So what I'd like to do is, have the Board consider the construction material list,
excuse me, at Old Union, Dawson, Eubanks, and Dragon Stadium. Those are the four that are in the the TIF zone. With what we have left over this coming year and some added funds that doctor Glenn had had agreed to, me working with the principals and at that time the, athletic director, we came up with a list of things that needed to be done or what we were gonna spend our money on. So you may have seen the list, but, Dawson replacing cafeteria tables, resurfacing the track, which somebody could break a leg out there,
rework nurse's office, replaced a couple of mini splits, and replaced the gym. At Eubanks Not not replacing the gym. Scoreboards. I'm sorry. Scoreboards. I'm sorry. The scoreboard. The scoreboard and the gym. Okay. Yeah. Eubanks Eubanks and Dawson are kinda combined. Something that we didn't put on our, last presentation, but we've done a really good job of replacing all the exterior lights. It was really bad about two years ago. It was a little spooky out there. This is the last place we have to, replace exterior lights. So, that's at Dawson and Eubanks. New stage curtains,
lobby repairs, pass through warmers for the kitchen, replace the bleachers, which are a bad hazard, and then paint halls, cafe cafe, gym, and library. That's that's starting to get on a a painting schedule on these three campuses. Let me let me just interrupt here because, I I do wanna just note, there there are we are spending a little money on the two gymnasiums at Eubanks and Dawson, but I wanna remind, trustees and the community that we're gonna be shutting down a gym at Durham and so we wanna make sure because our gyms are so heavily utilized that,
that we're taking care of the gyms that we're gonna be putting people in in the district. So, so I appreciate your attention to making sure the scoreboards work, make sure the bleachers are acceptable because we're gonna have a lot of people in these gyms. Yes, sir. The, cutting cutting Durham's gym out was a subtracting a gym from us is a big rental piece that that we're gonna lose. So getting these up to up to snuff is a is a big deal. Old union, new stage curtains, surge protectors, freezer doors, new chairs throughout the, throughout the campus. That's the, student debt student chairs, not the
administration. We are converting a computer lab to a classroom this summer, for, for the realignment. And there's a, playground safety fence that's been tagged in the last two safety audits, not from TEA, but, we're we're installing that for, to to enclose the playground. Dragon Stadium, we're, proposing replacing the game day lighting. These are these fixtures were for are 26 years old. We you may or may not know, we've had quite a bit of problems with them this particular year. We almost lost a, soccer game. We've had a we are constantly working on these things to to make sure they,
illuminate. It's time. There's no other I don't know what else to say about it. Elevator modernization, this is not only ADA issue, but this this elevator is dead now. After the freeze, it's not moving. You probably went by and saw the door open if you hadn't seen it. So, enclosed the Marketing Deck, another ADA issue that we have to on the, East Marketing Deck enclosing it. That's another ADA issue. Paint the south, paint the south side of the stadium. That is just finishing the paint work that we did last summer. Seal coat seal coat the north side of the parking lot. This is a this is a preventive maintenance.
If we don't, that parking lot is gonna be gravel here in, like, two or three years. It's just it's just breaking down on us. Replace exhaust fans in the restrooms, place the unit heaters in the restrooms, new, new resinous flooring in the locker room. Currently, if you haven't been in there, there's carpet on the floor. That's some bad stuff. Just don't know what else to say. And then, replace the TriCaster. TriCaster is intricate for us running that scoreboard. And we've had issues with that as well because that's original too. That's original. It went down and, Yes. And first of all, I just want to remind everybody,
TIF dollars again, these are not dollars that we can give to staff in the form of raises. They're very specific on their use and they're very specific on their scope, right? There's just three schools and then Dragon Stadium that we can use it on. So anytime we can leverage these dollars towards any improvements on these campuses or Dragon Stadium, that frees up more money to give teachers or to spend on curriculum in the classrooms. Now I also want to remind everybody that truly it is the work of this
Board that we even found out that we had these dollars to spend because the original TIF was signed back in the late 90s and it was through your research and hard work that we realized these dollars were available. Last year spending them for the first time and just over $2,000,000 to put roofs on Dawson, Eubanks and Old Union. So the only tip dollars ever spent by Carroll ISD has been to purchase roofs on three campuses. And so now that those are purchased because that was a pressing priority,
we're able to dig a little deeper and take care of some of the issues on our other campuses as well as a stadium which we know costs dollars to upkeep. I appreciate those comments, Doctor. Glenn. I just want to reiterate the appreciation that we have with the excellent partnership we have with our city council and our mayor, and our city officials that have been working with us over the past couple of years, to really make some of these improvements, you know, realization for us without us having to spend from our general budget, which we don't have any extra money in our general budget and we're out of,
bond funds and we certainly don't wanna pass hundreds of millions of dollars worth of of bonds. So we we're very appreciative of our city, for making this happen. I mean, we write, what, an $8,000,000 check about every single year in to go to the city, and they put it into a specific, fund account that is not subject to recapture. So, we haven't asked the city, except for in the last couple years Last year. For any type of money from this fund account. And, so, when we did, they were, they were very, considerate,
and, we're very appreciative of them, agreeing to our request. And, we're going to send, more, funding needs to them. And just as a reminder, and doctor Glenn and I know you, mister Moody, have, mentioned this, but, these funds can only go towards improvements capital improvements at Old Union, Eubanks, Dawson, and Dragon Stadium. And we're gonna consider sending a request, to the city to possibly amend that TIF to include the bus barn, which would be, really, really helpful to us. So, again, this is a, you know, a revenue source that,
doctor Galena, you discovered, and we were able to, bring that to the attention of the city, and they they agreed that, yes, those funds are there for us to, apply to capital improvements at those facilities. So so we're excited about that. We're, you know, take pride in our facilities and making sure that we, preserve them. We're not building any new facilities in the near future. We wanna preserve, what we have and find every dime, every penny to put towards those. So thank you, Mr. Mooney. I appreciate your presentation. Thank you, Doctor. Glenn, for your comments. Any other questions?
I do. Mr. Mooney, you've done some wonderful things on our facilities. We've seen it and we thank you and your team. No pressure. And this is just information only. I realize that we have to vote on this still. But we do have graduation in Dragon Stadium in about a month and a half. Do you think if, you know, we vote on these things that any of these could get approved in time for graduation? The answer is yes. The lights will be replaced before before graduation. I know Ms. Lewis would appreciate having lights at graduation,
so that's a good thing. The new lights would probably be temporary lights on the The completion date that I got today, the schedule was Okay. What about Was was the, completion was completion date and programming was the eighteenth. Right. And and, some of these are are sort of seasonal, like, obviously, heat. Right? We don't we don't need that. But, I will say just on behalf of so many Dragon fans who, come to our games and use our restrooms, these are things that we have heard from fans for quite a while. So, I know if anybody's paying attention and watching this tonight,
they're are they're they're they're doing a cheer right now, because it's been on our community's, to do list. I understand. I'm actually hoping that replace unit heaters in the restroom actually means replace the AC. There's no AC in any of the restrooms. At this point, there's never been any AC in any of the restrooms. Now doctor Glenn and I and I was talking to an engineer for putting some mini splits in there to add AC in there. Okay. The main thing that we can do off of this list, none of the exhaust fans were working. So we had stagnant air.
When we start sucking out the stagnant air out of there, it's gonna make it feel better. It felt so hot and humid because there's no air circulating. Yeah. It's so worse. So pulling pulling fresh air in is gonna make a huge difference, but we can do, we can we can actually HVAC it if we need to. Yes. We can put some mini splits in there as much as what we do the IDF rooms. Okay. Yeah. Okay. Thank you. Okay. That's great. Anything else? Okay. That brings us to adjournment. If no objection, we will adjourn this meeting at 07:38 p. M. Thank you, Board.