Okay, Lisa, we're good. Can you all hear me? Okay, >> I can. >> Okay, great. I'll try to talk a little Well, I don't need to talk loud. Uh, welcome to 2526. Um, I do see what I believe are some new faces. Uh, you may
see some on our side. Nope. Yep. Um, so I think it'd be good always. I know some of us know each other very well. Um, some of us don't. So, let's go around. Everybody kind of introduce themselves. Um, make it easy. I'll start go to my left and then to my right. My name is Terry Harmon. Uh, I am an attorney with
Sniff and Spellelman out of Tallahassee, Florida. And I've worked with the school district in various capacities for um, several years now. Uh, including being at the bargaining table at a number of sessions in the past. So, looking forward to productive conversations with everybody this year. I know this is our
again our first session out of the gate. So looking forward to getting to know those faces that I do not know uh yet. So again, welcome everyone. And I'll turn to my left. >> Good evening all. Jeff Raymond representing um human resources, executive director of talent acquisition
and HR. >> Hi, good afternoon. I'm Don Calderon, the director of risk management and employee benefits. >> Hi, good afternoon. Lisa Estz. I'm the assistant superintendent of student affairs.
Good afternoon. Daniel Moore, executive director of curriculum and instruction. >> Carter Marson, assistant superintendent for finance. >> Good afternoon. Lauren Gford, executive director of school improvement and leadership.
>> Miriam Williams, MCA alter. >> Kelly Cohen, MCA vice president. >> Gary Simmons, chief negotiator for MCA from FBA. Matt Theobald, president, MCEA. >> Lonnie Burch, MCEA. Ken, MCA
Pike, MCA. Liz, MCA. I >> think that's everybody. That's it. >> So, again, I know our um our first session. I know Carter's getting ready to jump up. Uh thought I'd just give by way of introduction before um Carter begins and then of course let you all um
if have anything you'd like to say before Carter, I know he's he's getting set up up there. Um it's it's September 24th. Um you know, we're a few weeks into the school year right now and as I'm sure you all are aware on your side of the table. Um the TSIA deadline for
purposes of reporting is coming up pretty quickly. We've got till next week um which is the deadline to report. I know last year um when it dealt with compensation, we were we were in and out pretty quick. Um, this year I think it's a little complicated budgeting wise on
our perspective, um, which Carter will probably address a little bit more during his introduction, uh, about the full picture. Um, but with the October one deadline coming up quick, we just did not want to be in a position where despite some of the
budgeting hurdles that we're working on on our end, that there was any delay in meeting that deadline and making sure that those state appropriated dollars get paid out. Uh, I don't know if anybody else had uh yet the benefit of watching the state board of education
meeting today. I'm guessing not because it was during the workday. Um, but having watched it, the commissioner of education reiterated again the expectation of of this October one deadline. So I know from this side of the table and I'm sure yours as well that we're trying to treat that
seriously. Um, but what we've done, again, Carter will get to it, uh, is is we're would like to make a financial presentation. Just giving you a little bit of a caveat that we are really focused on because of the timing perspective,
making sure that the proposal is the expenditure of the TSIA dollars. I think you'll find it more ambitious than just the TSIA dollars. Um, but it is it is really kind of putting around it the idea that it is it is really focused
more on getting this TSIA out. Um, it is not foreclosing further conversation on compensation for 2526, but we want to get this out to you to take a look at. Um, our goal, as I'm sure it is yours, is is
we'd really like to make sure that we address the TSIA piece today. Um, aside from that, of course, if there's any articles, uh, anything you'd like to pass, uh, we're all ears tonight to hear that as well. So, before I, uh, unleash
our CFO, Gary, I'll turn it over to you. Any statements or comments you'd like to make before we go? >> Well, um, first and foremost, I appreciate, um, your introduction setting the setting the stage for the board's position. Um I think that we
share a common interest and and a desire to satisfy that October 1st um deadline. Um I I believe that we have the ability to to um on on this side we have that ability to have meaningful conversations today towards
um accomplishing that. I don't recall that we have a bargaining date scheduled again before the first. Do we? >> Not as of now. Now. >> Yeah. So we came here with our lunch pail um in preparation to to to get to get something um done.
The um realization of any um financial hurdles the the circumstances through through budgeting it's not a mutually exclusive situation to Martin County. um I've negotiated u our TSIA dollars and contracts and my
other school districts and it was the same same scenario. So I'm not looking at at um that position as um a position that you come into the table to not do as as much as as possible for the for the teachers. But
it has been a tough um budgeting year across the state for various um school districts. We did discover um through the through um the TSIA frequently asked questions that we do have limitations with respect
to increasing the minimum based salaries that we now have that restriction that the TSIA dollars cannot go to um teachers that are between zero years and two years of experience. So what that that means is is that we're looking at
our our um starting base salary remaining pretty much the same. I know we had a $34 um advantage over Okachobee with respect to starting salaries and we edged past Indian River um last year as well to take that spot um in in the
Treasure Coast for um beginning salaries, right? So um I don't anticipate that changing. We should still based upon the legislation, we should still be number one amongst those. So, I'm just very very interested and exciting to to have meaningful conversations and get towards the path
of of an agreement. So, that's all I got on my side. Carter, you can take it away. Yes, >> sir. All right. I just hit the send button on the email. >> Gotcha. >> So, you will have that should Oops. >> You should have that in your testing
testing. You should have that in your email moment momentarily. >> Thank you. In addition, I've also have some printed copies for you. >> Awesome. Uh yeah, I think I'm short one cuz I in my head people make sure everybody gets
that because I want to talk a little bit about why we're in a little bit different situation than most school districts and theory. I kind of know that uh you may
have been made aware of it at the table in Indian River, but probably not. >> Um about what I'm about to show you. So, does everybody have a does everybody have a copy of the hand out?
>> Yes. Thank you. >> Okay. >> Thank you, Dr. Couple things that won't make a lot of hay out of it, but I just want you to be aware. >> If you look at the screen, what you're looking at is the second FE lo bigger.
The second FP calculation, which is our budget. And here you can see when we collect our money from the state every month under the FFP, we get two numbers. We get money
for class size and we get the net FFP. If you look in this column right here, you'll see that the net not on the sheet that you're looking at, but on the screen, the net FFP actually for us is negative. The state underestimated the
the impact of vouchers and so those funds have been exhausted by the state and therefore has gone into the local funding. So our net FFP that we get from the state every month outside of class
size is zero. So however we're here because we want to do the right thing. Okay. So that's just one aspect I wanted you to realize because you may not be aware um of our situation relative to our our
revenue collection. Walton County is in the same same situation. All right. The second thing is what you have in front of you on the very first page is information when we look at what's available now and I know you you negotiate with um Indian
River and I know you also negotiate with Okchobee. So what we have right now on the charts in front of you is simply just what we know is available as of today and it would be my expectation here that if you trade papers with Okchobee then you
would let us know. Mhm. Absolutely. Absolutely. >> All right. So, in the very first column today is the current schedule, if anybody can make it out, the current schedule as you have it in Mark County School District with the $51,34 as the the base minimum salary. And in
the second column, I just call column A is Indian River at 48,583. So, we did more than etched them out. >> Mhm. >> Um column B is St. Lucy at 48875. I'm just going by years of experience zero just for reference number.
>> Okie chi is a 51,000. So you're correct. We're only $34 above, >> right? >> Um Okchobee until you >> negotiate that. >> All right. So and in column D. So here here's one of the things that we're trying to look at to to accomplish. >> Mhm.
>> We want to close the competitive gaps as far as districtto district experience placement schedule. So if you look at for example years of experience 14 you will see that we are at 52174 um Indian River is at 523.
So there's $126 gap there. Everybody see that? >> Mhm. >> So anywhere you see in in column A for example that that is um has a color in it. You'll see in the comps column the variance column you'll see how much we're theoretically behind. Does that make sense?
>> It does. Okay, when you look at St. Lucy, we're more competitive than St. Lucy. If you look at it, um current schedule to um Indian River, we're $2,451
and roughly $2,000 all the way up the schedule except for certain places. Then we're we kind of fall behind at years 14 through through 19. In St. Lucy County again 2,000 3,000 all the way up the schedule except for 23
through looks like about 28. You can see some small variances there. $344 at year 23. When you look at Okchobee in column C, you'll see that yes, we're $34 ahead,
but on years of experience two and three, we're $91 in two and $66 in three. So, we're we're a little behind there, but further up, I guess, down the schedule, if you will. Um, years 17
through 27, you can see those the shaded area. So, wherever is colored is where we're behind. That make sense so far? All right. Column D is where now we're trying to close that competitive gap.
So, one of the the first things that uh my board charged me with is hey, we got to get the base minimum up as we discussed. So, we started off at 513. If you follow down the schedule at years
of experience 14, we're $126 behind Indian River. That's in column in column A. If you go across to well in my spreadsheet be S, but it's right beside column B, you'll see I'm closing that
$126 gap. I'm closing the $251 gap here in to Indian River, I'm closing the $451 gap at year experience 16. But when I get to Okchobee, I'm 544 behind. So in India River, I'm only 344 behind.
But in Okchobee, I'm 544 behind. So, I'm closing that competitive gap. You see that? >> I do. >> Then, when we get to 18, I'm 266 behind in Indian River. Got to go across. I think I think I'm
Okay, how do you make this up? I'm at 533 now. >> Uhhuh. >> Which is I'm 266 behind. >> Yeah, that would probably be better. Sorry. Yeah, >> thank you.
>> You're welcome. >> So, I'm 544 at year 17 of experience in compared to Okchobee. So, I close that competitive gap on the Martin final schedule. >> However, at step not step year 18, I'm
$1,900 behind. Do you see that? >> I do. >> Then, well, I can't chase Oki Chobi because we don't have that kind of funding at this point. So what we've been able to do is at least try to sort of cut into that. So the the the column
at the very end that says D minus A, D minus B or D minus C is you can see now with the closure or what we could do with the competitive gaps, you can see that we're at $2,700
in zero years of experience all the way up through seven. We're 24, 25, etc. for St. Lucy County and in Okchobee. Yes, we still have some some some gaps that we need to close when you get from looks
like about 18 to 25. Okay. So, everybody kind of understand what that spreadsheet looks like and understands? >> I do. >> Okay. So, as Terry indicated, we're here to deal with the TSIA. When I get that out the
door, let's try to see if we can come to an agreement. I emailed you the spreadsheet that we have. So, right now, in order to close the competitive gap, you're absolutely 100% correct. On the second page of the handout is the Q&A
from the Department of Education, right? And I've shaded question number 740 which does say he's absolutely right that teachers with zero to two years of experience uh we can't use a TSIA to increase the pace minimum. So when you
look at the years of experience from 0 to two we've thrown in our local dollars of roughly $46,000 which if you take my spreadsheet and just add these these up you'll see it's the $46,000. So we've thrown that in there. Um, so
now that $631,000 just comes right off the F FFP report of our TSIA allocation, what we're supposed to receive, which one could argue that we really didn't get it, but that's okay. We're here to do the right thing for teachers.
So, moving it down, um, our board has asked me to propose that the PSC receives 50% of what the AC contract receives in terms of filling the competitive gap. So, the am total amount allocated for
that is $233,794. We're also proposing, as you know, we have to deal with Florida statute 10122, which requires a pay for performance. Nothing new. We've done this for several years. We put in there $120 of the highly effective for annual contract.
And just by the pure percentages, 75 and 50% it turns out to be 120 for annual contract, highly effective, 90 for effective for annual for annual contract. PSC effective is 90 and effective PSC is 60 and then it gives
you the costing out there. So for the pay for performance portion is 10507 105075. Then with the remaining amount of money that we had left, we just said, "Hey, let's just give it an across the board increase with $115 there, including
benefits. It it rounds out to about $678,000, which is more than the raise pool, um about $1,400 with a cost to the general fund of about 47,000. $623.15.
So with that, hopefully I was able to get you navigate you through my spreadsheet so you can see how it's all built >> and we would expect um you to discuss it and then maybe give us a counter proposal
in that. >> Carter, how much is the total raise pool? The TSIA is 631162. That comes right off the um FDFP report. I can pull that up for you. >> Okay. 631.
>> 63162. >> Oh, okay. I see it. I see it. >> You see it? >> Yep. >> And then we we've thrown in some general fund monitor on top as Terry mentioned >> for um for zero to two.
>> Yeah. Okay, Terry, back to you. >> Oh, thank you. I think that's it. >> In your email, you should >> I have it. Thank you. >> That's it for our presentation. >> Just confirm that you >> Yep. I sure will.
[Applause] >> Any questions from the team? If there's no questions from the the team, we respectfully ask opportunity to discuss this. >> Oh, yeah. Absolutely. >> So, we'll take a caucus now and then do you just want to let us know? >> Yep. >> Give you some time. >> Sounds good.
>> Yep. >> All right. So, we we just wanted to um take a look at some of the the numbers that was that were projected and you know that we ultimately have to think in the veins of of what
can we what can we um present to our our bar bargaining unit that they would be anxious to vote yes on and ratify. So, what we wanted to do was
we wanted to to um we recognized that the the board have contributed to $46,164 to um increase to increase um zero and and one and and two because of of the limitations
through the statute. Our proposal is is asking for um the board to let's just deal with salaries in its entirety and be done with it and then look forward to to um open book for next year since um
it is an open book and we open up all the articles in the book. So, what our proposal is is taking a page from some of our other competitors. And I think that it's a fair conversation since this
um this conversation was framed around being competitive with with our our um bordering school districts. So with respect to pay for performance numbers in Indian River,
they ratified a highly effective amount for annual contracts of $1,500 and an effective amount for $1,125. And the and for public u for professional service contract, highly effective was 1,200
and effective was 900. When we discussed pay for performance on the Okachobee side, we were discussing at our last bargaining sessions the number that we have in in our proposal. We didn't want to come to to the table
with a a $1,500 ask with respect to um pay for performance. But what we did come with is is a little bit more than than half of that amount. 800 for highly effective under annual
contract, 600 for effective under annual contract, 600 for highly effective under professional services, 400 for effective under professional services with an across the board increase of $200. So with the inc across the board increase
of $200 just on pay for performance and ATBs alone, an annual contract employee who's highly effective would be bringing in $1,000 um in additional salaries this year. to have this um proposal
implemented. This would cost the district um from the the cost of the general fund is about 1,51,245.77 are over um the raise pool number is1 million $5,81.77. If the board is open to considering this
proposal, MCA would look at our salaries as being completed for the 2526 school year. We've accomplished the gap. We've um increase the base over 51,34. Um we've utilized all of the TSIA money.
We have a fair pay for performance um component. I think that we we would be respectfully done with with this aspect of of our um of our salary proposals. This is asking the the the board to come
in all in at just a little over a million dollars. And we would hope that um an A district, a A-rated school district like the one that we're in has allocated at least a million dollars to increase our teachers salaries for 2526. We think that this is a fiscally
responsible um proposal. We think that it's um not too much to to um agree to, especially being that we don't have any other scheduled bargaining sessions before October 1st. And uh Okachobee got me.
I'm at their bargaining table on the on the 29th and and the 30th just in case we don't we don't finish. But I'm aiming to finish that on the 29th. So the 30th may be available, but I'm just hoping that this is a acceptable proposal that you guys can can take back to the board
and and we're able to TA on this and and record-breaking time. >> Thank you. >> Yeah, just just one quick clarifying question and then we'll probably have to have a discussion though. Um the other than pay for performance, would did you
modify anything else >> that Mr. Morrison sent over in the proposal. >> Great question. Thanks for asking that, Terry. The the um fields that were manipulated was um the highly effective field, we adjusted that from you guys's
proposal of >> Yep. 120 >> and we increased that to 800. And then the math worked everything else out after that. So that's the field that we that we changed. And then also the across the board increase field that
increased from 115 to a square 200. >> So just for the record for those who might not be watching but maybe listening to the audio it is important to reflect that when our proposal was only dealing with TSIA only. >> Your proposal is for everyone.
>> Yes. >> So I just want that for the record. >> That's correct. >> Okay. So, we'll need to have a discussion, but I'll I do want to say just kind of overarching issue just immediate. Um, as I mentioned, we do
have some grand scheme budgeting issues that we're still working through on our end. Um, with the October count coming up. So, appreciate the all-in approach to it. Um, that's why I wanted to specify when
I started to say just bigger picture, we've got some maneuvering we're looking at on our end to hopefully engage in that. We at least though wanted to start with the TSIA proposal, add in the extra general. Um, that was our our primary
goal because of the concerns about the ability to go on all compensation today. Having said that though, you've made a proposal. We'd like to discuss it. Mhm. >> Um probably 20 minutes to go back there and just kind of talk through things. And I think
if I understood it right, just so I can recap, the across the board was bumped up from 115 to 200 and then it was the pay for performance adjustments. >> That's correct. >> Okay. And and again, Terry, I I look at this
from the perspective of of um just when I when I'm training my bargaining the new bargaining team members, right? We say that that our proposal sets the ceiling, the district's proposal sets the floor, and we want to meet somewhere at the light switch, right? Like in in the
middle of of of the um of the room. So, you guys gave us a proposal. We presented you guys a ceiling proposal. Our ceiling proposal, we believed it very very fiscally responsible and and again I just think that the benefits of
that is that we take we take care of all of this at at one time and then we're we're done with with this with this year in its entirety with respect to um salaries and and and compensation. So, we're we're just asking for for that um
con consideration and um in in hopes that we can get something accomplished by October October 1st. >> And on that too, just to add to that, I mean, last year you said record time. I I think we may have beat that last year.
>> Um on the on the compensation piece, >> I think just the only difference and there's not a lack of ambition to do the same. It's just with the budgeting side trying to make sure we're comfortable with the proposals that we can make when
it goes really above above is is just a little bit in flux. So that's why that's why I wanted to say I'm not the proposal that we were putting across the table wasn't this have a good day. It was realistically speaking, we do may need a little bit
more time, but I'm not by any stretch trying to say you can't make whatever proposal you'd like or to try to limit what you're you're going after, but I just wanted to at least make it clear. It was really focused on the TSIA piece. And I appreciate you coming with the
full piece. That's why I want to give it the the the time it deserves to talk through and see kind of where we are. And and I appreciate that, Terry, because the the motivation behind um drafting what we proposed today is just the ability to communicate to our bargaining
unit members without confusing them. If we have a tentative agreement to this and they see the the amount that the district originally proposed, they're going to be very very concerned that that's the pay for performance numbers and that's it. And it could trigger them
saying that's not enough. I work too hard. I'm voting no on this and put us right back to square one. So instead of of doing a pay for performance in and peace meal and trying to explain that this is just a portion of it, we're going to go back to the table, etc.,
etc. We just wanted to give a comfortable number, not give you an astronomical number, not saying by any stretch of the imagination that this is our best and final offer. We just wanted to start a conversation around just a little bit more money than um the pay for performance number that was
originally offered and we just wanted to counter with something fiscally responsible. So when you have those conversations, you can at least say well MCA isn't asking us to dig too far in our pocketbooks. Their ceiling proposal was just slightly over a million dollars from the general fund.
>> Understood. I I I completely get your reasoning why that was proposed the way it was. um and where you're coming from. So, I think if it's that clock's a little off. It's 5:40. >> Yes. >> You want to just start with like maybe give us about 25 minutes and we'll check in with you.
>> Absolutely. Just put me on my cell phone when you're ready. >> Okay. Thank you. >> Thank you so much. >> Yep. >> Ready for? >> Yeah. >> Thank you. And apologize it went over 25 minutes. >> It's all right. plus a little bit more.
But um we were just trying to have some healthy discussion on everything. I think um as I started tonight by saying really with kind of the budgeting issues on our end, really focused on the TSIA piece and I'm sorry I keep repeating
myself, but just wanted you to understand that was the mindset. >> Um what we talked through on uh is really the timing piece. There's still time next week. Uh, I know you had mentioned that you may have some availability
and I think in light of where we are, if we can get back together before October 1, before that TSIA deadline, we just want to see on our end if there's a way to take a look at what you've proposed
from a financial perspective >> and see if there's a way that we would have an ability to come back on compensation, global compensation as opposed to just the TSIA. Um, our hope is we can maybe try to
accomplish that between now and October one. Cannot accomplish it right now, but if if we could look at that, I think that is a good idea from our team's perspective is not to just say let's do TSI right now and go let us try to come
back together um and see if we can make some some more progress on that. It's going to put us to the timeline because October one, as I understand it from um Mr. Morrison, it's it is October one that we have to report to TSIA. So, I know you have
obligations, your team has obligations, but if we could come back because I think and if I heard wrong, tell me >> from what you'd said is that the hope is that this would end the 2526 and we would really negotiations and we would
really look to open book. >> Yes. Because correct me if I'm wrong, Carter, I think the only other thing that we would have to address is the millillage. >> Yes. >> Right. So outside of this in in the millillage, we would put a like we say um period behind a paragraph and close the book. >> Okay.
>> So we'd like to try that. I mean, it would give us a little bit of time on our end to work a little bit on the numbers and see. Again, not making promises, but that's the purpose of why we'd like to do that. >> Well, here's my commitment to you, Terry. I'm going to reach out to um the
chief negotiator at Okachobee because I'm there on the 29th and 30th. I'mma sweeten the deal and tell them I'm going to bring some pizzas to negotiations on on the 29th >> so that we can work through that evening because we've worked till 10:00 at some
instances there >> trying to reach this. We only have one. We finished the classified contract already. So, we're only dealing with instructional. So, I'll let them know that I want to work um to get that negotiations wrapped up on the 29th and
free my 30th up. So, if we could possibly circle the the 30th. >> One thing I was going to pitch back and we were trying to look at this on our end. Is October one a possibility on your side? >> I'm wide open on on October one >> issue just only is that Thursday is a
holiday and I know the holiday really starts October 1. >> Which holiday is that? Cuz I don't get >> Yam Kapor. >> Okay. Uh it's usually my yeah um usually sundown to sunset. So I don't know for some people of of that faith that they may begin that on
October 1. But if that would not be a hindrance um just looking at our schedules, I would say if we could find a day, you have to some communication to do on your end. We have some communication to do on our end, but our hope would be October
1st or September 30th. We can come back and revisit this. If we do it on October 1st, we would truly have a like a true deadline. Um >> but if that's something that your team would be amendable to, we'd like to do that. >> Okay. >> Okay. So then I guess we'll just
>> and I'll touch base with you tomorrow just to let you know what the um situation is in Okachobee for the 30th. But if the first was something that would not impact you at all, you'd be your team would be able to pull that off depending on timing of course. >> Let me pull up my calendar just to to
make sure. I want to be on the record giving you accurate information. >> Would it would it be worthwhile to discuss negotiating during the day on the first like during the school day? >> I would defer.
>> Yeah, I don't see any problem on our side. We would have to talk to, you know, we I think there's contract language that would allow us to take professional time >> to do that. >> So, >> that that's open. That's definitely a possibility. The only thing I have on my
calendar on October 1st that is um pretty confirmed is my labor relations with with this school district. So, that's the that's the only thing I have on on Yep. >> Yeah. >> And that's at 4:00. >> I was going to say we may not want to move that though. Um, no, that would be
that would be great. So, we'll just be in touch, I think, and just make sure we get a date picked quick. >> Well, I feel good about today. I think that we made tremendous um progress. Um, even though we didn't get to finish today, I'm still enthusiastic
and optimistic that we we definitely can um reach this agreement by October 1st. I just thank you for your cander and your presentation and Carter with your numbers and your spreadsheets. Thank you for um for for making this a smooth process starting out day one. >> Likewise. Card, you want to say something?
>> Question. Um you mentioned that you're going to be working with Okchobee. Um have you traded paper so to speak as >> we we've traded paper. So the the most um recent proposal from their side is
reflective of our pay for performance numbers that we submitted to you. So those pay for performance numbers are pulled from from their proposal, >> right? >> Because if we're trying to fill competitive gaps, >> we agree and then they move, then it's
kind of So I just kind of want to keep my finger on the pulse. >> Oh, and and I will definitely keep you a breast on what's what's going on because I think it's beneficial to all parties involved. No secrets here. We we negotiate in the sunshine and after we have those conversations, I'm more than
happy to explain to you where >> we're so at this point the experience placement schedule hasn't changed from what I presented. >> No. >> Okay, good. >> It has not. >> All right. Okay. >> So, we'll check on October one just about time frames and everything and then revert to September 30th if we run
into some problems and we'll get that set as quick as we can. >> I like that plan. >> I'll also share um our preferred venue is at the school board meeting room. it wasn't available tonight. So once we agree on the date, I'll make sure everyone on all teams receives the invite and the location. >> Yeah, I love the school board and I like
this intimate um location as as well. So where wherever we have to meet to have it if we have to have it here, I'm more than happy to come here as as well. I I really do like this this this setting. The school board is is really really nice. Don't get me wrong, but this
building it it has some some good energy in it to me. >> It's sentimental value. >> Superstition. >> I know a basketball. >> Well, thank you. And and also just nice to meet all your new team members. I know it was not a lot of back and forth
tonight, but nice