So, good afternoon everybody. Good afternoon. I know where we left off last time trying to get back together. Terry, I don't know if your mic's on. I can't here. How about now? Any better? Yeah. Yeah, a little bit. Way better. Doesn't sound like it's on.
Better. Yes. Sorry, that is significantly louder. What I was saying was good afternoon to everybody and I and I know where we left off and I wanted to acknowledge it. Um, we were going to try to come back quicker. I know Gary, you
had some scheduling on your side with some other pre-planned sessions and appreciate you not only offering the 30th, but also today to be available quick turnaround. So I know from our side of the table gracious that we were able to all come together on on quick
notice. Um so I think where we left off really we had one item that we were we were focused on which was the compensation piece and I know Carter Morrison here is going to kind of go through that and give you a visual and then I've got some handouts to give you. So for the sake of time you want to introduce
Yeah. I mean we all know each other but that's a good No, this a good idea. Let's so too eager to jump right into it. Um, for those that are maybe watching and maybe not familiar with it, my name is Terry Harmon. Uh, and I work with Snip and Spellman and have worked with the district for a number of years
now, uh, in collective bargaining and other issues. Carter Morrison, assistant superintendent for finance. Jeff Raymond, executive director of talent acquisition and HR operations. Dan Moore, executive director of curriculum and instruction. Don Calderon, director of risk management
and employee benefits. Liz Rocklage, MCEA. Miriam Williams, MCEA. Gary Simmons, service unit director for the treasure co service unit of FBA and chief negotiator for MCA. Mattal, president, MCA.
Lonnie Burch, MCA. Kim Love, MCA. And thank you, Carter, for the reminder. All right, I'm going to pass this out now. Is that okay? Okay. Thank you. Thank you. So, thank you very much. Thank you very much, um, Terry for passing those out.
Um, I just want to give and remind everyone of a little context. Um, as I discussed the last time we met that um, the district or the state had underestimated the number of vouchers for the Martin
County School District compared statewide. And I want to show you something to kind of drive that point home. Um when you looked at the third my um uh second FFP calculation from the state uh that showed we owed the
essentially owed the state $745,000. I think what we'll what we'll show prove the point to you is that we get um a electronic um funds transfer from the state twice a month. And if you look on the se on this one for September 10th
and you go all the way down to Martin. Now, keep in mind that this is the FFP column right here, 3310. And you will see that Martin is zero. See that? We'll also see that the state of um district of Walton is also zero. So,
what we're doing here today and in the negotiations, this is coming from local dollars. the statute to to negotiate TSIA still remains in place but essentially for us we have to fund it from local dollars because I wanted you
to to to see that because when I showed you the negative745,000 maybe it didn't really click but this is the cash that we get every month twice a month and you can see Walton is zero and Martin County is zero so we don't we we're not getting from the state the FFP
general revenue as a result of that we've had to do some financing to bridge the loan, bridge the gap to make sure that we can keep payroll going etc. We brought that to the board. What you also have in front of you um on the larger colored spreadsheet when we
met last time when we met last time if you looked at the variance column that mar that was marked D minus C you might remember that although Okichchobee was um we were we were
somewhat competitive to Okchobee in the starting salary of 51.034 034 that's only $34 higher than Okchobee. So of course we went to the 513 and if you notice on the columns comparing to Indian River um comparing
to St. Lucy now St. Lucy is not as I'm aware uh they're probably still going through negotiations. So depending upon how that shakes out, they that might move. But for purposes of this presentation this afternoon, we have now closed the competitive gaps at the
higher level at the schedule in comparison to all school districts as of today and what's available on their website for experience placement schedule. So last time we were here, we were we offered, hey, let's just get the TSI out
of the way because today is the deadline. Gary graciously said, "You know what? Let's just get everything wrapped up in one one deal, one negotiations. We can close out 2526." So, we went back and we we took a look at that. Met with the board and we took
a look at that. One of the things that I want to point out to you is if you look on the smaller schedule with the costing on it, if you notice in the shaded between 19 and 25, those are the areas
where we closed the competitive gap SK with the most amount of that's where we were deficient if you will with with in comparison to Okchobee. So what I did was I actually went to if you look at my screen I looked at it's a lot of data here but
I looked at the increase if I pulled up years of experience and I just say give me from 17 18 19 20 that was 16. I'll just throw in 16. Okay. So when I do a filter on it,
you can see that most of my people here. I think it was here. Okay. So it was from there. Let me close up here. This one. This one. This one. This one. This one. This one. This one. If I look at those lines
here, you can see in the years of experience column here, you can see that here, some of them are over $1,000. Matter of fact, I had one I had one teacher who was getting almost $4,700.
And we researched it. Here's what happened. M in 2223 for those who were here at the time you may remember this the schedule is compressed from 0 to 19 at 475 right you've kind of moved up through performance pay etc etc over the last
two years now I'm saying year 19 is is now worth's final schedule uh 19 I'm just is worth 552 see what I'm saying so now I'm mapping you to a higher number so of that compression
release is what you're getting because now make sense to you there. Yes. So I just wanted to point that out because we're closing that gap at that higher level. You can see the comp because the compression is now gone. We're mapping it to a higher number
because of the competitive adjustment. Keeping in mind that last year last year we did a year of experience adjustments for everybody which not not exactly closed the whole gap but at least we started to move in that direction. Okay. So let's talk about the costing.
So I kind of rearranged the the format for you because what we in comparison to the last uh presentation we have what we did we applied the we applied the payful performance first and we said highly effective was 400 and
by formula you can see the 65% 50% again um and then so that cost us a total of $334,000 then the mapping to the experience placement schedule for the competitive
adjustment where PSC receives about 50% of what the AC uh receives. We know that if or the theory being that if you want to receive the 100% then you would give up your PSC and obviously get the other 50%. And then one of the things that we
did, we said, "Okay, looking at those people at the higher mapping that I just talked about, if anybody gets more than $1,100, then they would not receive the AC across the board increase. So that is sort of the limit within the budget. So
all all in total cost in is just shy of a million dollar. We had proposed 631,000 because we're only talking about the TSA TSIA last time. Now for all compensation, we're just shy of a million dollars. So with
that, I'll take any questions, but Gary, I will email this to you. So the the only question that I would have for you is a question that I would anticipate from um the bargaining unit members that are in let's say five 5
through 13. Okay. 5 through 13. Yes. this language here. Correct. All right. So, my question would be how why would we tell those folks that this is a good deal to vote yes on in
ratification? And I'm not being facitious at all. I just really want to know how we would sell because at first glance it would seem that everyone else is getting a a little bit of of of something according to the increase column on a gap and slot fix. And my
understanding would be that those individuals on the steps that we highlighted would just be looking at an increase of their pay for performance and um the across the board increase. When you get the file,
you see current salary. If you can look on the screen, it's the current salary, the paper performance. Now, the paper performance again, it depends on whether you're AC or PSC and all that. Then we have a subtotal which is then you've got the new mapping to
the schedule and there's the difference. Then we give you the across the board increase. So when you combine all of that that is your total dollar value increase in this colum here. Okay. So when you filter it out and you get
the file well you can we can do it. So let me just pull out this. Let's get rid of all of that. Let's get rid of all of this. Yes, please. Thank you. Okay.
And it depends again if you're AC or BC, right? So you can filter it out when you got [Music] Do any of you guys have any questions? I I was I was curious, Carter. Um,
uh, cells 28 and 29. Yeah. [Music] What is cells? on you're talking about on the final schedule. Uh yeah, correct on this one, right?
Mhm. So I Yeah, I noticed they were I noticed they were identical. Um is that is that a typo or That's a swear to God. But I think that does close the competitive gap right here. I
think that's what happened. Let me check. They're compressed as well. CVS. Okay. So, we were trying to match it. Is there um any any ramifications um about anybody being leaprogged when
those two cells are are identical? Well, it depends upon if you were above that M already. Um and leap frogging in general would depend upon again if you're ACPSC we
we've tried to make that you know deal with that over the years as we've negotiated but yes you will you will probably have some because of the 50% because you know the state wants people to give up get more money I mean that's the law you
can't do anything about that so if I answer your question the 1520 is at 20 29 was just to match St. Lucy County is to match not to to be competitive.
Kind of the same as 25.6. Yes. 576. They did a little compression there. Oops. Okay. It's an 11 men file. Okay. Is that
question like some time? Yes, we we would. And and just for for the record, in comparison to the district's um first proposal, they're those um gap slot fixes are um
significantly larger and a lot of those um cells from the the original, specifically cell number um 18 years of experience 18 through um 25.
So it does show um a significant increase on those those veteran um teachers with 18 through 25 years of experience in between um in comparison to the district's initial proposal. So if you
and that's not a not a bad thing either. I'm just recognizing the difference. I'll give you a number. Okay. So right here if you add a count of MVU or FT MVU is on that cell right almost 197 people. Okay. significant little chunk which is on the higher level of the
years of experience schedule. Right. Thank you. I just want to notice recognize that as one of the significant changes from um your first proposal in addition to the increase in um across
the board across the board increase. Yes. And just to make sure if if someone is getting more than 1,100 in the increase then they wouldn't qualify for the Right. I just wanted to make sure I understood that correctly. Gotcha. Understood and it makes sense.
Thank you. We would like opportunity to to how to navigate the spreadsheet. Absolutely. Thank you. Yep. Awesome. So, um,
thanks for the opportunity to caucus and and have a a group discussion on what was presented. Um, Carter, thank you for your presentation and the clarification um, behind it. I think the the first thing that I want
to say is that is nothing but good news coming in this diet tribe. So, be so bear bear with me just a little bit. What what I was challenging my team members to to do in this in this caucus was whip out the first proposal
and to especially pay attention to the comparison columns. The final one on the right hand side. The final one on the right hand side and and the progression um as it gets to to our final one. I I think the entire
presentation is it it provides clarity and what I was explaining to my team members in our our caucus is that you know how sometimes when you have privileged children or they come in a privileged situation sometimes they don't understand how how
good it is and you have to take them aside and just break it down. I I did it with with my son one day. I had to take him to the neighborhood that I grew up in and like look at the neighborhood that I grew up in in comparison to where you grew up in. And I asked you a question during the presentation and
that question was how are we going to sell this to certain members of the bargaining unit? And in this caucus I came up with a few solutions. First and foremost, we're going to have to sell this together. and selling this together. I think it involves having
uh joint communication from both from both sides announcing this and what our priorities are. Carter, you did a a great job in your presentation by on the cost out sheet. you set some objectives that you wanted
to the these proposals to accomplish and I think that we have to share those objectives and those accomplishments with the bargaining unit members. When I was talking about taking my son into the neighborhood that I grew up in so that he can appreciate the neighborhood that
he grew up in and that's in reference to the columns of of the comp of the school districts that we're comparing to, right? So for instance, if you just see our final schedule on
the surface by itself and you have someone I'm going to pick a random random section of of the salary schedule. Let's say it's years of experience number 17 and they say,
"Well, I'm not satisfied. I'm going to leave the district and I'm going to go somewhere else. I'm going to go to St. Lucy. I'm going to go to Indian River. I'm going to go to Okachchobee. And then they see that as a 17 as a person with 17 years of experience, the grass is way
greener on this side than it is. That's I think that that's the way that we have to to sell that to the rest of the bargaining. The only way that they're going to truly appreciate it because just looking at it on the surface, it's like, all right, well, yeah, they they came with a counter. But then when you start looking at all of the other
counters and seeing what you truly did, our our folks with years of experience in 19, 20, 21, 22, 23, 24, these folks are getting a great lift. And then we can all say in this joint communication
that from years of experience zero to years of experience 30, we're number one in or tied for number one in every last step in the years of experience. That's the way that we I think the way that we have to to sell this. So I'm saying all
of that to say that we're go going to tentatively agree to to this. There's no no counter proposal to present. But I just think that the major work that comes with the acceptance of this proposal is how we're going to communicate it to the rest of the bargaining unit in a unified and
celebratory manner. Just a caveat on that is that the truth has a time and date stamp on it. Mhm. Because if St. Lucy County miraculously decides that they're going to add another $2,159
to your experience zero or $2,160 then you know what I'm saying. So we kind of have to as of this date, right? And I thought about that too, Carter. And and our secondary argument would be when you look at the years of
experience in Okchobee, look how much years of experience you're going to be looking at 51,200. Look at on um St. Lucy, how long you're looking at 48,875. You're compressed all the way up to 15.
That's how we have to sell it, right? So even when you're looking at our salary schedule, we don't have that problem. And the reason why we don't have that problem is the way that that we're approaching this gap/slotfix column. And I think that sharing that
information with our bargaining unit is going to get them to understand because I saw the realization in my teammates faces when they they're putting everything together. So yeah, let's break out the blue pins and and
tentatively agree to to this um so that you can let the the state know that TSIA is is settled in and in in this school district. But yeah, we'll make that. Great. But um yeah, and then we can just work on on on wording it because I do see and appreciate the the um direction
that we took with the gap slot fixes. is not traditional and and you don't see it without diving into it, but I dived into it and and it's a a very very respectable um approach and much deserving to our our senior our senior
folks. And then, you know, we still have to tackle this this millage and I want to put that in in our communication. Can can we let them know that we we still have to work on on the millillage if if that's that's possible. And I I think that that would would um satisfy our
members and this uh negotiations for um 2526. And actually if if I could add to um I think visuals are really helpful. Um one of the largest complaints that that I
get when we do a ratification for salary is folks say, "Well, I I I don't know where I started from. How do I know, you know, how much how much I'm I'm getting? So, on the and she Well, what I was going to say is is I
think you have we have some information here that maybe we can piece together with the percentage column that you had from your presentation and maybe put together a sheet that can be distributed along with uh a joint communication. I
think that would be I think that would be very helpful. And and as far as the the timestamp goes, I think we just say that, you know, as of the date of the tenative agreement, you know, when we agreed, this is these are the numbers
that we that we're basing this off of. It's a good thing when you run out in front and and others have to try to catch up. That is always a good thing. It's always a good thing. Yeah, it's always a good message. Um, I know it sound like Carter was about to say something else, but I I do just for
future like you'd mentioned the millillageou still something that we may need to come back and discuss. And this might get a little bit into the Gary into the procedural weeds, but I know we've still got the ratification piece for
the 2425. So I would say we we've got to wait for that to close out whatever happens with that and then when we come back on the future millillage if it does not go through ratification for instance
then we may just have some other topics we can talk about at um when we address millillage at a later point. Understood. Just I don't because I don't know what's going to happen. I I totally get it. I totally get it. Thank you for that. But I'll say this, having been a couple years now,
I know last year was record compensation agreements, um I know we spent a lot of time on our side and and obviously y'all have done your homework too, uh coming to the table this year. I know the board was truly hopeful that as we
went into the last session the what was it a week ago now we were really really desirous of getting the TSIA out the door because of some budgetary
review that was needed and some other issues addressed. But when you all came to the table with a an aggressive proposal and I mean that in a not in a negative way. I I'm glad we got here with the speed at which we did. Right.
Um so I I will say that helped a lot and that was not a prefuncter caucus after you presented that. We thought that that was going to be a longer discussion over time, but based on what you presented, it allowed us to
have a caucus, run through things, let Mr. divorce and do what he needed to do and then with you all agreeing to come back on short notice. I think that's that's a really positive thing for everybody involved in this. Yeah. And and while we're mentioning the
the positives, the fact that we were heard with respect to looking at tackling it in its entirety and that you came back with a proposal that that did that. and in a lot of these cells, our bargaining unit members benefit even
more so than than the proposal that we put on on the table. So, I think that that um we want to we want to um commend the board as well for just being open to that to that possibility. I know that they wanted to take TSIA and
handle that first, but just the consideration to take what we wanted as what we had as a priority and take that into consideration to make this um tentative agreement happen is is greatly appreciated. And I just um hope that that we can just continue um through
this on this um pathway cuz I come away from this bargaining session feeling like it was true collaboration and I hope you guys feel the same way. completely. Um it just I do feel like I do need to say it when
Carter had mentioned a couple of those negatives when he was showing the different charts. We owe the state here or negative here. That's just a little bit of the info about when we talked about let's get this TSIA piece addressed and come back. That's what we
were looking at. So again with the aggressive approach it was it I'm glad all things considered. Great. Um, so yes, I do appreciate the collaboriveness as well and of your team. Thank you. And and actually Terry and along along
those same lines and I'm I'm I'm just now processing what what you had said before um related to the ratification process. So we've put 2425 behind us. We still need to ratify that. Um,
and when you were talking about the millillageou, um, were you talking about bringing forward other language for this contract year or were you talking about opening up negotiations for next contract year?
What I was getting at was because 2425 hasn't closed. You know, I don't know what if the team approves and ratifies, then we're only going to be talking about millillage. What I don't know is if it's not approved, what does that leave us with?
Understood. So I don't we're hoping not to have to have that conversation, but I that's why I said because we do have to come back on Millage by the time that happens, we'll have I'm assuming we'll have the results and get that before the board. So I just wanted
to throw that out as I don't know. Okay. Yeah, that's I it took me a while from the procedural to wrap my head around Sure. how that works. Yes. No, thank you for clarifying that because I Yeah, I want to make sure I heard that right. Okay.
Anybody else on break out the blue pins? Yeah. Yeah. Let's break out the blue. Let's break out the blue pins. Yeah, man. Thank you all for being here on the day before day off, too, right? Absolutely. Absolutely.
Yeah. And I guess we can just sign a chart. Yep. Yep. The cost out in the in the schedule. Yep. It's nice that it's both. That's what goes out, right? [Music] tags. I'm just Yeah.