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Good afternoon everybody. I was just talking opening day and then he said we were not in our seats on time you were but you know we have to get our introduction in place before we get seated. So thank you all for being here.

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Uh it is exciting that it's session one, right? >> Writing it down on the notepad. It's fun. Um especially when it stops in single digits by the end of it. And that's always I think heading into our new season, our expectations. I think we got new faces at the table. So I think

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it's best everybody go around. Let's make sure we understand who each other are. I'll start to my left and then I'll go. >> Hi Jeff from human resources. >> And I'm Terry Harmon. I'm with Snip and Harmon. I've been in this seat for a few years now with the district.

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>> Raquel Queen, um, director of financial services. >> Lisa Estas, student affairs. >> Lauren Gford, school improvement and leadership. >> Hi, Don Calderone, director of risk management and employee benefits.

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>> Oh, Marian Williams, MCEA. >> Joe Nerie, MCA. >> Leanne Pike, MCA. Cody Wilson, MCA. >> I'm Gary Simmons, chief negotiator for MCA from FEA. >> I'm Kelly Coleman. I'm the president of MCA.

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>> Lonnie Bart, MCA. >> Familiar face. I just a couple of >> Well, again, welcome everybody and um I know since this is our first session, um you know, we may have more things to

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pursue at the end of the year or as the year begins, excuse me. But I think the topic of the day, I know from from our side of the table that we wanted to start with was just kind of the elephant in the room with the TSIA. >> Um, and I know your team probably is

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fully aware of everything I'm about to say, but I do think with it being recorded, it being the first session, somebody tuning into this not understanding what what were they talking about, it's good to start with a little bit of a very brief overview. And and as always, um, Mr. Simmons, if I

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miss something, you can feel free to correct me on it. >> Absolutely. >> Um, >> thank you. >> But again, I said the elephant in the room being TSIA, this is a little bit unique. Um, I've not experienced it like this where we've been kind of thrown into bargaining quick. We always try to

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get ahead of it, but this is really getting ahead of it. Uh, and that's because the legislature when they passed the budget gave us a really tight 30-day window to try to negotiate and spend or commit to spend these TSIA funds. And

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what they've done a little bit different this year too compared to years past is they've really put some parameters around it that our team and your team did not. um these TSIA dollars this year, unlike in years past, is really

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narrow in terms of who is eligible for it. And so, as we've kind of done our homework in preparing and identifying that, I think there's a few things that are pretty clear. It's only full-time teachers and certified pre-kaid teachers

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>> who have 10 years of full-time experience in Florida public schools. And so what that means practically speaking is there's members in the bargaining unit who don't meet that definition um that are not classroom teachers by definition or who who may have 10 or

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more years of experience just not in a Florida public school. >> Correct. >> And so we recognize that this is what the legislature has given us to work with is this pot of money to distribute to those who have that 10 years of experience in the state of Florida.

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other parameters that they have put around it is it cannot exceed $3,000 and you spend it until it's all gone essentially. Um so we're also aware that as part of it we are suspending or not including performance

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pay calculations when we are spending these TSIA dollars. So they've given us a couple quick time frames. We've had 15 days to meet from July 1. That's today. So we've met that first goal. Our second goal is to do this by July 30th or else

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we have two business days to declare an impass and then it's an expedited impass process. Our expectations on that this side of the table is we're not we're not worried about this requirement. Um we have a pot of money. We have a narrow

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group that the legislature has come out and told us that we can give this money to. And so I think part of that is working with you to identify who do we present that to or how do we want to spend that. Again, I don't want to take all the show and say it's only what we

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say is what we're going to talk about today because I'm sure your team has met in advance, too. You may have some topics that you'd like to bring up. We do have this 30-day window of time. Um, and I don't think getting the TSIA piece addressed timely is going to be an issue. Um, but certainly don't want to

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cut short anything that you'd like to to talk about as well. So, I'll kick it over to your team and see what you'd like to add to that. >> Well, thanks so much, Terry. Your brief overview there. There's nothing in there that that I've disagreed with. It seems

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like our interpretations are pretty much um in alignment uh with respect to the elephant in the room. That that is our our charge. I think a lot of us have given up our um summers to our summer to make sure that we're we're here and meet

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those those timelines. I know before um speaking on behalf of my team, some have delayed their vacations or took it incredibly early so that we'd be able to meet and satisfy all of the dates to to get this done. I too share your um

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sentiments with respect of concern for the for the timeline. I like the um the momentum that this group has been working with in the fa in the past few negotiation sessions and um I think that we can continue that that trend in in this session. So happy opening day and I

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look forward to getting to to work with respect to the other subjects. Um because it's a full book year and um we'll be negotiating into the into the school year. uh we want to set our priorities the TSIA um primarily and

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then switch um gears to some of the other um equally important and outstanding subjects to discuss at the table. >> Okay. >> So with that I mean I guess starting first off with

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understanding the pool of money that's available. I think Miss Queen, that might be your avenue to be able to explain just in terms of how much was allocated and then we have certain amounts that we have to take out for charter schools, >> right?

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>> Kind of what's that pot look like? >> Start with that and then how many eligible members approximately that again that count may change because it's July 6, maybe a couple days before that. Just kind of

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seeing where we are with that. Okay. So, um the Martin County School District was allocated $1,146,000 and well $146,022. When we back out the charter school

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allocation, that is $136,776. So, the remaining is a,9,246 that we have. When you back out the benefits, which isund see benefits, which would be $184,0001865.

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We have a pool of money of 825,552 to disperse amongst 504 teachers that is identified 10 years of above in the Florida public education. >> Yep. Those are those match my calculations as as well to the penny.

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So, I think we're um we're working with the same amount of apples and the same apple cart. So that's a good way to to start. Um >> do you guys have a proposal or you want >> Yeah. Well, that's it's a topic. I think it which could lead to I mean

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>> and I know that this is >> kind of new territory for all of us, right? We have a a budget language that we're working off of versus normally statutory language when it comes to >> um how this money gets spent. And

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we wanted to get some input from them instead of just sitting here and saying here's our proposal to have a little bit more collaboration on this to give some flexibility because we have to give this to 10 plus years and I know we've just talked there's a

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pot of 504 folks. >> There's a couple of different ways that this can be done. At the end of the day, we're going to have to be able to identify, we know the amount of money we have, 82552. We know as of today, it's 504 teachers

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today. Um, we're going to have to identify some point in time where this is this is the total number we're going with. If we're going to go with 504, then how do we divvy up the 825 between the 504? Is it something that you look

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at everybody with 10 years of experience and more all gets the same prrated amount? Is it based on a tiered system? If you've got between 10 and 20 years, you should get this. 20 to 30 should get this. Or is it a percentage where you try to factor in

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anybody with 10 or more years of experience gets a percentage increase to where this 825 5552 gets exhausted. So I think there's a couple of different approaches to that and don't know if that's something that your team has thought through if is it a tiered is it

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a flat rate. I think we're open to talking about that and having some flexibility on that. >> Okay. I think um well we definitely had discussions around around that and then we also took a look at um some of the

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agreements that have been discussed around the state. Um some that were accepted. I know one in particular had like a tiered structure to it. Um we wanted to explore that that tier that tiered um structure as as

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well. Um I I think that well I have something to to um pre present to you all um to to shape the discussion of >> Sure. >> where we're going at but it's a

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PowerPoint >> PowerPoint. >> Yeah. Do we have um the technical capabilities to do that? >> Mhm. >> Yep. We are back. All right. So, take we did take into consideration

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some of what was was um discussed at the table and in preparation to to throw our idea around and see if it's it's something that you would be interested in in discussing with the school board.

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Because one of the things that I thought about when all of this legislation rolled out was the intent of the legislation. The intent of the legislation, to my understanding, was to ease the compression that would have been created

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across the state from constantly putting money from TSIA on the beginning of the salary schedule. But alas, these minds in this room were ahead of the curve with respect to that. We dealt with the compression problem year by

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year. Even when we didn't always agree on it initially and what did that collaboration create, it created the number one salary in the Treasure Coast. If we weren't number one outright, we were tied to be number one in every

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experience grid from 1 to 30. So TSIA there, the TSIA legislation has good intention, but it throws a monkey wrench in those that have already pre-planned for the compression. So when we were looking at this allocation and

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how it would work, the main thing MCA wanted to discuss and think about is how we can accomplish and be in compliance with the new legislation and preserve the balance that we've already created in our in our salary schedule. And I

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think that that's the focus and the intent of what we wanted to show you all today. So yeah, the the 202627 TSIA legislation is intended to address salary compression created when prior

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TSIA funding was used primarily to raise starting salaries. For 2627, districts must, as Terry mentioned earlier, must direct the TSIA first to eligible full-time classroom teachers and to certified FEFP funded pre pre

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kindergarten teachers with 10 years full of full-time Florida public school teaching experience. Martin must comply with the statute this year. And the question is, how do we comply while protecting the integrity of the salary schedule that we already built? Right?

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So, we discussed how many people are carved out to receive this money from TSIA. The elephant in the room is the amount of people that's excluded. The amount of people that's excluded in Martin County

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is 513. 513 people that we're relying on to vote in ratification to pass whatever agreement we negotiate here today. How can we get an agreement

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ratified and passed and approved when 511 I mean 513 people are being excluded. So we wanted to try to figure out how we can accomplish accomplish that. So in Martin County like I said the parties

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were already taking steps to address the compression while also increasing the salary the starting salary. Martin did not want the legislature to recogni did not wait for the rec for the legislature to recognize the compression problem. The current Martin final salary schedule

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reflects a more balanced approach than a simple starting salary strategy alone. Today, our starting salary is at 51,300 and that does not include this coming year when our teachers with zero experience will be coming will be

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receiving 3,000 in in millillage. So when you look at the true um Martin starting salary, we're at 54,300, right? When you add all of that in. So we're very very comfortable still

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leading the pack and I want to make sure that we can remain um number one in the Treasure Coast. So we we've remained a leading position in the Treasure Coast comparison while preserving the salary progression across experience levels. So what we wanted to

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do was look at a tiered structure where we don't leave anybody behind. Right? So tier one is all of the folks that is allocated through the legislation to receive TSIA dollars. Then we have tier

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2 which is classroom teachers and eligible um instructional personnel with five to nine. And then tier three is classroom teachers and eligible eligible instructional personnel with one to four years experience.

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And the and the reason why I wanted to include them because if we create a proposal in which all three of these tiers are captured, we have the opportunity to preserve our salary schedule in its entirety. Those folks that are in tier one will be grouped

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into tiers based on their experience to receive TSIA dollars. And then through district contribution outside of TSIA dollars, we'd be able to compensate all of the other excluded employees to fall in the same tiers. So we don't have a

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classroom teacher that's making x amount of dollars and then a guidance counselor with the same amount of years of experience is making something completely different. This will make everything uniformed. If you have x amount of years of experience whether you're have 10 years with in Florida or

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10 years elsewhere you'll still land on the same on the same tier. So it's no differentiation. So this takes care of of the mandated group through the legislation as well as all of our excluded

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members as as well. And why I think that this is the best pathway forward is because it complies with the statute. It protects years 1 through nine without differentiating much from our our um hard worked upon salary schedule. It

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includes the excluded employees who I truly believe that we need in order to have a successful um ratification. And finally, it does preserve U. Martin's position in the Treasure Coast as as number one from years of experience zero

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through 30. If we don't take this approach, this is what my my fear will take place. We'll have new compression that's created between 1 through 9 and 10 through 30 within classroom um teachers and even

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more compression for those that don't fit the definition of a classroom um teacher. We would have excluded personnel who who's left behind. We'll have a beautiful salary schedule that we worked incredibly hard on would now

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become imba imbalanced. and the progress that we've made throughout the past couple of years of of negotiating would would be lost. So based on our numbers with the amount of money that the TSIA is allocated and

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I believe that's the the same amount that you were allocated, but I want to be transparent. The district contribution numbers may change because of the the backout of the benefits, right? So the back out of the benefits isn't captured in these figures and I

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want to be completely transparent on the record with that. But in order to take care of all of of the employees in Martin County and everyone go on a tear and I'm more than happy to share this um propo proposal with you as soon as I'm

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finished. I'll email it to you all. But um in order for us to make that happen and leave no employee left behind, it would be a district contribution of roughly 561,000. And again, when we add in the the

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benefits, it it'll be a little bit more, but um that's what what we're we're looking at at proposing. and we'll have a 15 um a $ 1.5 million salary proposal in which you're getting1 million from

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TSIA and then the district would kick in less than half of what the state is is kicking in and then all of our folks are taken care of and all of them would have an incentive to vote. So um our 10 years folks is the eligible statutory

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employees who receive the required TSI funded increase. 5 to9 is the employees the employees receive a district funded $1,000 increase to maintain progression. One to four employees receive a district funded 900 increase to maintain um

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progression. And then the excluded instructional personnel receive the corresponding the corresponding tier amount based on on their years of of experience. And it's our recommendation to um approve this. If I can have you guys pass out the proposal. It's it's

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right under under >> Yeah. So it it's the cost out first and then the the written proposal. But um >> both of these Gary >> Yes. both of them, please. >> Sure. So, the landscape one is is the um cost out that I I explained here. And um

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I'd be remissed if I don't uh thank uh Jeff for um his commitment and making sure that all of the information that we needed to provide this proposal was provided cuz I know that he he stayed up late one night making sure that all of

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that stuff came through. And I greatly appreciate um him taking the time to to do so. But um th this is the the cost out as well as the the language. Again, pay for performance isn't addressed in in this.

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>> It's solely TSIA dollars and um a district contribution. Now, is is one other thing that um I wanted to to point out is that the the you you'll see in your proposal the way we broke down the the tiers.

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So that's on that first page with the with the breakdown of the tears, >> right? So, with the breakdown of the tears, I just want to be transparent as well because this is something that you all could um address. It may have been a

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little bit of of um difference in interpretations, but when I backed out um the money to support all of the tiers for the folks that are 10 years plus Florida public school classroom teachers, um I had 29,000 left over.

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Now, if we want to rework to put that 29,000 into tier one, so that entirety is is spent on on on that one, then I'm totally open for it. But the way that our math worked out, there was a $29,000

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um $29,000 left over from the TSIA allocation. And again, we have no problem putting that towards uh tier one. It would just increase the district's contribution and I'm um willing to field any

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questions. >> Yes, sir. >> Like I'm in school. >> It would have been like me to be the first one to ask. >> No. Um, can you go back a few slides to where you showed the three tiers?

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>> Keep going back. >> Right there. Yeah. >> So, when we're looking at excluding instructional personnel, it says applicable tier amount based on experience. That would be >> if who's in that group because I get one to

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four, that's just one to four years of experience period, >> right? >> And then five to nine period. And then 10 plus is TSIA. But who fits in the excluded instructional personnel groups? It's not always. >> Glad you asked that question. So all of our excluded folks. So that that dean

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that has 15 years of experience will just get grouped into tier into the tier for 15 years of experience. >> Tier one, >> right? But um tier you have um the entire tier on your sheet, right? Right. And they'll have the columns for

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excluded as well as those that are um directed through TSIA. >> So if it was a school counselor with three years of experience, they would have been excluded. So they're tier three. Is that correct? >> No, they'll be on years of experience

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three on your proposal. Yep. So they'll they'll be slotted right into three years of experience. >> A school counselor who did it all in New Jersey and have 15 years. I should get the same amount as the tier one. Yep. So it it what it does is it stays true to

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the intent of the legislation, but because we did such great work in the years prior, we have the unique ability to not segregate anyone with respect to their years of of experience. So those folks

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that have 10 years of classroom experience in Florida would get the TSIA money, but that person that has 9 years in New Jersey and two here and have 11 years of total teaching experience, they'll be slotted

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in the um 11 years of experience uh grid on our on our salary schedule. So, this is our our um no employees left behind proposal and we just want to make

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sure that it can be ratified and we can satisfy these these dates for the dates for for the state to get this done. >> And so, go forward a couple of slides just

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>> the money amount. Keep going right there. >> Yep. So when you said back out, I know would that be like one start with the first one, the MCATI share. >> Thank you. >> I know we had 82552 plus the benefits of 1841 180 comes up

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with that same number you have. >> Mhm. >> So when you with the district contribution and the MCDA TSIA, is that inclusive of salary plus benefits? So, yes, with the the district um contribution, I added,

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let me make sure. I believe I added the benefits as as well. Um I just didn't back it out of the TS the TSIA. I think that's the only one I didn't add. >> Looks like too. >> Second page, tier one cost with

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benefits. Uh left hand side of the page. So these tiered amounts where it's 900, 1,000, 1,200, that's based on a district contribution of 5601153. >> Correct. we'd have to add the benefits to that. That I that's what you said.

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I'm trying to be transparent about that. I just want to make sure I understand that. >> Right. And I I believe that the benefits is added to it. If if it's not, it was my intention to include it. I'm thinking that it I I did, but we can double check

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to make sure. >> Sorry. >> Yeah. Yeah. So, like if I go and I run the district contribution and I will admit not Miss Queen and Mr. Raymond can run circles around me on the math. So, I'm

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truly asking it to know when I run the nonTSIA numbers. >> Mhm. >> And it's the 900,200. Is it going to equal 561153 or is it going to equal an amount less than that? And then when you add the

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benefits back in, it runs up to 561. >> I'm thinking that you'll get the 561. Um, but that that's what what my intent was for for that to be included. If it's not, then that wasn't my intent to I want to be as transparent as possible.

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>> That's why I'm just trying to >> Exactly. I I appreciate all of the questions because it it gives me opportunity to explain the the intent. It I wanted to come here and give the district as true of a of a ticket for this reality as possible. and we were

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trying to to stay under um 600,000 with respect to to that cost. So really it's the goal kind of packaging it all up is that whatever the TSIA

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contributions that are determined for the 10 plus years of experience for classroom teachers with Florida public school experience will be the same as any other member of the bargaining unit who is considered instructional

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personnel who has the same requisite years of experience that would be funded by district discretionary dollars. >> Correct. >> Okay. >> Correct. So, we just allowed the TSIA to shape the framework of how we do our salary increases this year by

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prioritizing those um that 10 plus years of Florida C classroom experience and then trying to bring everyone up around those those calculations. And that's so the tiers within that tier one group is where you've broken it out 10 to 13, 14

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to 17, and down the line >> down the line to 30. >> Correct. And it's um on the written proposal as well. >> And in and I know I said it in the opening, but just it does bear repeating. I hear what you're saying on

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the new employee. >> Yeah. Um, when it relates to the TSIA only dollars, just I hope it's clear to your members that is not the eligibility for the TSIA dollars is not a district created eligibility requirement.

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>> Absolutely. And and it's been something that we've been explaining from the introduction of TSIA, right? Because our initial conversations were with our veteran teachers, right? So, the veteran teachers weren't included in the initial roll out of TSIA dollars. We had to figure out a way to compensate them. We

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took um liberties and tried creative ways of of doing so. Starting with a tiered structure of the millillage like the the millillage is a tiered structure now because of the reality of the way that TSIA was initially distributed. So we've always uh had a opportunity and

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collaborated so that we would meet those um unique guidelines that's passed to us by the state while still maintaining to do right by all of our our employees. And I think that this approach um continues down that that pathway of

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making sure that everyone is taken care of and trying to do it in a fis in the most fiscally responsible way as possible. Would this just firing off questions that are popping? Sure. Before we >> before we chat about it, would this come

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with the change to the salary schedule? >> Well, the the new placement schedule would would change um because you have um all of these new experience grids with these dollars that are attributed to it. And I think that on the

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recruitment side for this for this county, how how beautiful it would be on on a recruitment side when you're reaching out to those those employees and years of experience is years of experience. You don't have to do any other calculations, right? So you bring

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someone in with 18 years of experience, then they can truly fit into our salary structure without any maneuverings. Yeah, no problem. >> And then you said this would not include pay for performance. So this help me

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make sure I understand that right too. We would be This would be for purposes of determining 26 27 salary and then our highly effective and effective calculations which I think they range in between two at the low end and four at

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the highest end. >> You're saying that that would be something that we would >> I think it's section 8 in the written proposal. >> Okay. >> I believe it's title pay for performance but that captures our our intent with respect to pay for performance this year.

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Okay. >> Anybody to my right have any questions? >> None right now. >> We probably just need to caucus for a little bit to talk through it. I tell you I appreciate your team putting this together. It's it's easy to see it on paper. Um when I when I told you we had

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flexibility with the schedule, you came up with a lot. So it's a lot for us to digest and talk. >> Understood. >> I would say give us some time just to what is it about 3:44? Give us till 4:15 at least just to go talk and see kind of where things are.

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>> That sounds good to me. >> All right, we're back. It's uh about 4:23 from caucus. Thank you for the the couple of extra minutes. Um I think unless you have anything before we jump onto our side, um the

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opportunity that we had to talk through everything, want to submit I don't want to say a response, but I guess it would be considered a response to you. But before I do that, anything else from your team on the proposal that you've already made? >> Um yeah, just update. I was going back

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through the calculations, mentioned it um off record, but I wanted to mention it on record as as well. I had to do a recalculation cuz um as I explained in the presentation, the intent is to slot all of the excluded um employees in their proper experience grid. Um I saw

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that the formula in my proposal just grouped them in either the 1 to4 category or the 5 to9 category, not in their true experience grid. So, I've done a recalculation. It increases um the board contribution from um the

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figure that I proposed before to 800 800,000 to take care of all of our to take care of all of our employees. So, I just wanted to make sure that that's reflected on the record as well

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as um in these proposals. So, the total cost would be 800,850 um contribution from the from the board. So, um I'm in the process of emailing um you, Jeff, Terry, and u Miss Queen.

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I'll be emailing you all the updated spreadsheet, the updated written proposal, as well as the updated PowerPoint presentation that reflects all of uh the calculations. >> Yeah, but the cheat sheet would be on this one. Um, it'll be bottom row.

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>> Yeah, it'll be it'll be a new one. >> Yeah, but it'll be a new one. >> Distributed up. >> Yep. >> Okay. Gotcha. Sorry about that. >> Let's see. >> And then whatever that number is, we'll we'll we'll have it. If you emailed it, we're we're good to look at that.

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>> Okay. >> One second. Okay. So, um, thank you again for for the presentation. Uh, it always helps when you get when you get it in writing. It's easy to see and understand the logic

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behind the proposals. Uh, so appreciate that. Obviously, we tried to talk through it as much as we could, but half hour was was not a tremendous amount of time for us to be able to digest everything. Mhm. >> Um, and if you remember,

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um, when I did my opening presentation, I think one of the things I mentioned was wanting to get an idea from a flexibility standpoint when it came to at least to the TSIA where your crew um, your membership felt like the how

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the money should be distributed, whether it was a flat across the board or a tiered approach. Mhm. >> And when we're talking on the TSIA only, I know that the proposal that you've made has more than just TSIA. It's got the district discretionary. So it seemed like from that what our kind of reading

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of that was a tiered approach for years of experience instead of a flat rate. >> Correct. >> Um seemed like the model, but we're still what we're going to do what Miss Queen will pass out in a minute and kind of present to you uh two proposals. But

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I want to caveat it by saying this. I our approach for these two proposals that we came to the table with today are TSIA only. >> Okay? >> So I don't want to say this is our counter proposal to your proposal because I think there's a lot of information that you've passed over that

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we need an opportunity to review, >> but we don't want to go away from the table, go review that, and then come back at a future session and say, "Here you go." So we want to give you some homework, too. >> Okay? and pass these proposals out. And one of them you'll see is a flat rate

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across the board for everybody who's eligible for the TSIA portion only and then a tiered approach where we just kind of came up with some different slots. Again, I as I said, there is flexibility to that, but just so you can kind of see how that looks if it was

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just TSIA only. >> Okay. >> So, we'll pass that out now. Yep. Okay, you take those and I'll take it. Okay. Thank you. >> Thank you. >> Thank you.

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>> Don't even know where you >> Thank you so much. Even though I know the number So, they're somewhat self-explanatory, but I'll just I think we can go through and Miss Queen will correct me uh if I

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botch any of these numbers, but if you look at the first one where there's the 1638 column in the green. >> Yep. >> That just represents flat rate everyone who has 10 plus years of experience teaching in a Florida public school. If

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you look at the bottom left, you'll see the 504 number, >> that's the count of those in that that grouping. >> And then the total cost is the 825552. That does not include the benefits that will then get added on top of that, which will bring it to that million

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number. The if you cost all of that out, I believe it creates a district deficit of $486.65, 65, which means it would spend all the TSIA dollars plus a little bit under

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$500. And again, that's just targeting those that are would be eligible through the TSIA distribution. And then the second sheet, same numbers, 504, same cost out, just a little bit

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different. It's a $435 deficit. And we just tried to come up with a tiered approach that you're not married to, but it created a 10 to 18 years of experience in the amounts would be $1,230

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and then those with 19 to 30 19 and up years of experience, it would be $2,000. >> So, we just tried to give you an idea of of the two different options. >> Um, obviously you presented one that's a little bit grander in scale. We'll use

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this time that we have between now and our next session, I think, to talk through that. Um, but really we wanted to make sure that we get a TSIA proposal out on the table early so that when we come back, um, if we're, you know, depends on where we

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can get with this, >> but also having some of this conversation, too. >> Yeah. >> When I say this, I mean the two different two different approaches. So, >> numbers. Okay. >> Yes. I got the numbers. Okay. >> Yeah.

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>> Um any questions that you have on these forms? >> I I think it's um the proposal is is self-explanatory. Um I know I I figure out everything just by by glancing. So I

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have no no questions. Um with with respect to to the two options that that's provided. Um those are definitely two approaches that that we looked at as as well. And

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the across the the across the board um approach or the the tiered approach when we initially had that that um discussion. It it brought us back to the to the subject of our of our proposal.

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like with with doing this, how do we get the 600 the um 513 um folks that are excluded to what what would be their incentive to vote? Yes. and that and when you have the

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conversation with the board on your executive session, I just want you to convey that that's the reason why we we put that part to to the TSIA because we're trying to figure out how do we get those folks that don't fit that

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particular category outlined by the statute? How do we get them to walk this across the finish line um to meet those those deadlines as as well? I have absolutely no issues with both approaches that the the district took.

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I'm just fearful of how the other folks will will vote for it when they don't see anything for for themselves. But this is a this this is a a a great approach. We'll definitely have discussions around it >> and we will as well. I mean, I know I

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think it does bear repeating. I would I would send this message to you and your team >> which I know you've done it as well. These are own these two proposals that we've passed across is it's it's not a creature of what these two teams have come up with in terms of identifying

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what sums we should be using. >> Right. >> It is it is session one of TSIA dollars only. >> Gotcha. >> If that makes sense. >> Yep. Makes perfect sense. >> And I understand completely your approach with the proposal that you've made, the reasoning behind why you've

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made it. Mhm. >> And so all I can say is we will absolutely between now and I think our next session is not till July 22nd. >> Yep. >> Um we will do our homework on this and and be prepared to to respond to it >> as will we.

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>> I'm sure you I no doubt all of us do. I mean when when the words financial urgency get thrown in front of it, I think that makes all of us move >> as you have done over the summer showed up here today uh quickly. So we appreciate it. Um, >> so, um, one one thing that I I didn't

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put in our proposal is if we do meet this, um, deadline, we got to move these tables two inches closer. >> They feel closer. >> And I believe Miss Coleman, one of your moves is to get these tables as close as possible. >> Yes.

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>> But, um, I think we're trying to work together. I understand that. >> Yep. Definitely. Definitely. >> Anything else from nothing? Nothing for us from our team. So July 22nd at 3:00 3:00 >> 3:00 I think this is very productive

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first session. >> Yep. Thank you. >> Thank you. Thank you.