Good evening. We have a quorum, and I call this meeting to order at 6:01 p.m.
well, mrs. Solis, please lead us in saying the pledge of allegiance, Followed by a moment of silence.
one nation under god, indivisible, with liberty and justice for all.
thank you. We will now move on to the recognition items on the agenda, Starting with bee cave middle school
student farisha shahil, 2026 texas science and engineering fair.
dr. Lindsay benton and we have jonathan bove to welcome her as well.
thank you. Good evening. President white, dr. Null and members of the board. Tonight we are celebrating the accomplishments of one of Our outstanding middle school science students for her achievement to the state level
science fair. With the generous support of the lake travis education foundation, Along with several campus level ptos,
the 25-26 school year marked the first time that lake travis isd has formalized Participation at campus level science fairs.
this year, all fifth grade students districtwide created projects that they presented at The campus level,
and in addition, bee cave middle school piloted a science fair for their seventh grade Honors students this year.
qualifying students from each campus level science fair advanced to the greater austin Regional science and engineering fair in february,
and five of those students placed at regionals. The student we are celebrating tonight placed second at regionals with her project, The water footprint of bioplastics,
a study of the effects of bioplastics on water properties. Sounds like really smart things to me. Her performance qualified her to advance to the State level texas science and engineering fair held march 27th and 28th in college
station. At this time, for her outstanding performance and amazing skills and experimental Design,
data analysis and presentation of evidence, we would like to recognize bcms student Farisha shahil.
[applause]. We've been asked to say a couple quick words tonight. It may not surprise you All to learn that I don't know anything about bioplastics,
but I do know someone who does. So I phoned a friend earlier today and talked to my Friend,
dr. Kazem edmund, who is. His linkedin says materials pioneer.
what you need to know is that he has a phd in physics from oxford, Okay?
he thought your project was really interesting. And so I just wanted to say Congratulations for not just impressing all of us,
but for impressing the experts too. And if you'd like, I'd be happy to introduce him, so maybe you guys can talk about bioplastics or material
science or whatever it is that he wants to talk to you about.
so congratulations, and thank you for representing us so well.
farisha is also joined tonight by her parents and her sister, As well as her proud principal,
melanie beninga, and mary cairns, who coordinates the science fair at bcms.
her achievements reflect not only a deep understanding of scientific inquiry, But also the strength of and commitment to stem learning in ltisd.
yay!
[applause].
mic].
[applause]. Excellent. We will move on to lake travis high school, Texas association of journalism educators,
best in texas for news and broadcast. And we have mr.
bush here to say a few words.
good evening, president white, members of the board and dr. Null. Tonight we are proud to celebrate an outstanding accomplishment by nine talented Students from lake travis high school,
who collectively earned an incredible 18 awards in the 2026 texas association of Journalism educators best in texas news and broadcast
contest. This remarkable achievement reflects exceptional strength of our journalism and Broadcast programs,
where students are developing powerful skills in communication, Creativity, collaboration,
and storytelling. Through these experiences, Our students are not only learning how to inform and engage audiences,
but also how to use their voices to make an impact. At this time, I'd like to introduce our rock star journalism teacher, Miss karen ward, who will highlight our incredible students and their accomplishments.
[applause]. Good evening, president white, members of the board and dr. Null. Like mr.
bush, said the statewide texas association of journalism educators best in texas contest Recognizes excellence in categories such as opinion writing,
photography, podcasts, sports coverage, and on air performance, With entries judged at the highest levels of scholastic journalism.
this year, nine students won 18 awards, ranging from honorable mention, Superior and excellence to ron kim's first runner up award in the best of the best for his
podcast with humanities teacher, mr. Brandon pierce. It's my honor to educate and work with these wonderful, Talented students, and I would like to introduce them each of them,
starting with xander cameron, senior. [applause].
toni cornetto, senior. [applause]. Ron kim, sophomore.
[applause]. Madeline solo, senior.
[applause]. Iliana german, senior. [applause].
abigail gonski, senior. [applause]. Charity sutherland, Senior.
[applause]. And jackie, vasquez, senior. [applause].
I'm losing all my seniors, as you can tell. Thank you very much.
he's trying to rush me through it, but that's so phenomenal. Congratulations, and it's so amazing to hear about all the incredible programs that we Have.
even as board members, we're always learning just the depth, Right? We know we have journalism classes, but to hear all of the individual ways that you
guys competed and excelled is amazing. So we're so proud to have you here and proud to Have you represent lake travis.
[applause].
congratulations. [applause].
excellent. Next, we will have the lt high5 award presented by high5 round 4 recipients, With marco alvarado and dr.
davis as well. Thank you. Thank you very much. Good evening, madam president, members of the board and dr. Null.
as you know, five times a year, three district employees are honored with the lt high5 Award presented by high5.
this award is in partnership between lake travis isd and high5, Our local family entertainment and events center.
together, we want to recognize employees who truly go above and beyond. Those who demonstrate service beyond self and make a lasting, Positive impression on their colleagues,
students, parents, and the greater lake travis community. Tonight, we're proud to recognize the fourth round of recipients for the 2025-2026 school Year.
first up is mr. Arevalo rafael rodriguez with maintenance.
[applause]. While working at hudson bend middle school, Rafael went above and beyond when he paused his work to help the school librarian with a
flat tire. Thanks to his quick response, kindness, And willingness to step in, she was able to get back to work within minutes.
rafa's actions are a great example of teamwork, Service, and care that define lake travis isd.
congratulations to rafa. [applause]. And next we have miss caitlin mccoy from lake travis Middle school.
she could not be here due to a prior family commitment, But I'd like to read her write up here really quick,
if I may. As a great level lead in uil coordinator, Miss mccoy has taken on two major campus events with outstanding leadership and
determination. She successfully organized a large uil saturday competition for hundreds of Students,
parents, coaches and volunteers and is now leading the planning for sixth grade olympic Day.
her ability to take on big challenges and deliver with excellence makes a tremendous Impact on her campus.
way to go, miss mccoy. [applause]. And last but certainly not least, We have mr.
perry white. Ag teacher, ffa advisor at lake travis high school.
[applause]. Over the past several years, perry has been a driving force in the planning And development of the district's bond project,
working closely with facilities, staff, architects, Contractors and campus teams to help bring the vision to life for students.
he dedicated countless hours beyond the regular work day, Including summers, weekends and after hours to ensure the project's success.
perry's leadership, initiative, and commitment to excellence have made a lasting impact.
kudos to mr. White and to each of our high5 award recipients this evening for their Dedication,
their teamwork, and exceptional service to our students, Staff and community. Congratulations.
[applause]. I want to offer a few remarks about this opportunity to recognize you as our High5 recipients.
you know, one of the things that is very precious to our district is the impact that our Employees have,
not only on our students, but on one another and this entire community.
you gentlemen represent that. And the honorees for tonight is shining examples of going The extra mile for students,
for one another and for our community. And I want to commend you for all of your hard Work.
mr. White may not know this, but I talk about him because my father in law is a retired ag Teacher,
and I talk about a lot of the things that you are doing, And he's blown away every time that we have an opportunity to touch base.
so congratulations to both of you and to our other recipient who's not here tonight.
and I just want to make sure that we always recognize that these folks go beyond for just Our students,
for our faculty and for the community. So thank you very much.
[applause].
we have no public comments or citizen participation this evening, So we'll move on to the presentation discussion items on the agenda,
starting with the presentation and discussion of march 2026 monthly financial reports.
pam sanchez. Welcome. Good evening, president white, Members of the board
and dr. Null. We're bringing you tonight, the march ending financial reports.
the first report. I'm going to hit just a highlight of the financial reports like I do Each month.
the first report is our statement of revenues and expenditures, Which reflects 58% of our spend through our fiscal year.
that's seven months. And then, as I always note on the actual report itself in the middle Section,
that's our expenditures by function area. I need to get rid of the mouse. Sorry. At the bottom, you'll see our spend is 50%.
however, the actual extrapolation of our second largest function area, Which is our state recapture
payment of $33 million. If you extrapolate that over the 12 months, We would have an
ending. Oh, where is it? Oh, sorry. An ending spend of 63%.
and again, that amount is including any accrual salaries that have been expended, But just not paid to our 10 and 11 month
employees, work calendar employees. That way their salaries are annualized and they're Paid through the summer months when they're off contract.
the area I want to draw your attention to or just address is to note on this report is Each of our function areas
are reflecting budget to actual percentages. As you can see, All of the balances are positive except for function 93.
we will be truing up the budget in may with an amendment to the board, And then a final one in june if needed.
but the function 93 represents cost related to special services contracted with round rock Isd.
it's a shared service agreement. This function area is over budget due to the increase in Tuition and consulting fees charged per student.
we had actually budgeted for the right number of students being served by this shared Agreement,
direct serve and consulting. However, the charge went up after budget adoption and before We were invoiced.
we're only invoiced once a year and it's typically in march.
and so last month when we were invoiced, we had spring break, We went in and paid the invoice to the district.
and we didn't have enough time to bring you a budget amendment before that was expended.
so we're going to include that in our may amendment to the board in truing up all of our Function areas along with revenues.
the next report is our tax statement. The total tax collections for the month of march Were $2.2 million.
as you can see, that's dwindling down now that most of the taxes have been paid for the Current year.
we will continue to collect some current year but also prior year taxes.
this brings our overall adjusted tax collection rate to 97.5%, As compared to 96.9%.
as you can see at the bottom, we like to do a comparison of previous years. So we're trending very positively in that area.
I also want to highlight the current tax collection rate for the maintenance and operation Tax and the debt service tax.
so those two tax rates make up our total tax rate that our homeowners and businesses see On their tax statements.
the current year tax collections is trending ahead of last year.
we're at 99.5% and we were 98% last year. So this really does speak highly to our Wonderful community who pays their taxes
and in a timely manner as well. That helps with budgeting.
another data trend we track is the amount of taxes adjusted, The amount that are refunded due to protest settlements throughout the year,
along with adjustments due to exemptions for homestead exemption, Those type of exemptions that are filed throughout the year because they do get refunded.
if they had paid their tax bill, they can go back two years. And so, overall those adjustments decrease our property values or the values on our levy.
and so the amount adjusted to taxes levied, totaled a negative or an amount refunded or Adjusted of
$1.6 million. But this is trending 45% less than prior year.
so we've had consistently a couple of years in a row of $3 million plus at this time of The year of refunds and adjustments that hit our
general fund. And those were typically during times of high property value growth, Which I had showed you during the board workshop that we've
experienced. So this is good. A nice trend to see this coming down as well.
but those are some of the highlights of the financial reports. And I'm happy to answer any Questions you may have.
can you go back to item 93, the shared services bid?
yes. So that $6,500 of overage, is that the total anticipated for the year?
because it's a single invoice, so it's not ongoing, So we won't see any more overages on line 93?
no, sir. Okay. Thank you. And, pam, do we know if that's just an increase in the operating Cost for the services being offered?
or do we know the reason behind that? I do not know the reason. Jennifer freeman may be able to address that, And we're happy to get that back to you.
okay. Thank you. Just looking at the invoice, I noticed those two costs went up.
sorry. One more question. Line 91, the state transfers. Has that $33 million been transferred to the state of texas?
it has not. We pay that at the end of the fiscal year. And that way we can earn interest on that money throughout the year.
awesome. It's due. Yes. Hang on to it till the last second. We will be holding on to it till august 15th.
I paid my taxes today, so. The last day. Oh, For the irs?
for the irs. Yes. Not for the school. I paid that last year.
I'm in the 99%. Good clarification. Yes. Pam, While we're here, the only line item that jumped out to me when I was
reading through this, and I appreciate you clarifying it earlier over email, But maybe just for the benefit of the group,
the nearly $3 million in non institutional data processing, That's actually just like a technology line item,
right? There's. Yes. Not like randomly doing off site data processing?
no. And the reason it says non-instructional is, That's all of our software and licenses in operation of the district.
yeah.
and technology salaries too, or just. Yes. Okay, Great. All of technology staff salaries are under that line item.
okay. All right. Thank you. Thank you. Thank you.
we will move on to item 5.b. Presentation and discussion of the lake travis isd 2026 to 2031 strategic plan.
tasha parker.
I feel like a conductor. Good evening, president white, Members of the board and dr.
null. Tonight, I will present an overview of the 2026-2031 strategic plan.
this item is being presented for information and discussion and will return to the board In may for formal consideration and approval.
a strategic plan establishes a clear direction for the district over time.
it aligns resources, systems and efforts across all campuses and departments.
provides a framework for measuring progress and holding ourselves accountable.
ensures consistency in decision making across the organization.
and keeps our focus centered on student outcomes and continuous improvement, While positioning lake travis isd to deliver exceptional outcomes through
strategic focus and responsible stewardship. What is being presented tonight is a high Level,
50,000 view, kind of our north star that will both guide the district and campus Improvement plans for the next five
years. The specific how will come through the strategies within each plan.
and then formative reviews each year will be shared with the board.
the strategic planning committee is composed of 30 members, Including 6 staff members, 3 students,
2 community members and 20 parents, ensuring a broad range of perspectives throughout the Process.
at the september meeting, the committee reviewed multiple data sources and engaged in what Is called a swot analysis.
a swot analysis is a structured process used to examine our strengths, Challenges, opportunities and potential risks.
its purpose is to build a shared understanding of our current state so that we can make Informed decisions about our future.
in november, the committee used that analysis to begin designing the frameworks for Measurable impact,
developing the initial structure for our strategic pillars, Goals, and performance objectives.
in february, the executive leadership team reviewed this work, Considering how it would translate into action within their respective
departments and provided targeted feedback to the committee.
at the february strategic planning committee meeting, The committee reviewed the feedback and made revisions to strengthen and refine the plan.
at the march meeting, the committee finalized the plan, Which is what is being presented this evening.
the plan will be posted for public review and comment through may 15th.
the strategic plan and public comment form is available on the strategic plan webpage on Our district's website.
the final step in this process is board consideration for adoption, Which is scheduled for may 20th.
all-in stewardship for student success centers on building strong, Reliable systems that aligns resources and decisions to advance student success,
support student growth, and ensure long term district sustainability.
performance objective 1 ensures long term financial responsibility through disciplined Financial management,
strategic alignment of resources, and transparent monitoring systems.
performance 2 ensures district operations are reliable, Efficient and responsive through consistent processes,
proactive system maintenance, and ongoing performance monitoring to support high quality Service.
this includes improving operational efficiency across departments, Maintaining full compliance with safety standards,
and conducting regular reviews to drive measurable improvements aligned to student's needs And district priorities.
performance objective 3 advances the development and sustainability of a high quality Workforce through strategic recruitment,
competitive compensation, and meaningful support. This includes strengthening retention, minimizing vacancies across all positions, Ensuring strong staff performance,
and providing leadership pathways supported by aligned professional learning, Coaching, capacity building to grow and sustain a high performing
workforce. This pillar prepares students for life after graduation through a strong Foundation,
clear pathways and in meaningful support, ensuring graduates are confident, Capable and ready for college,
career, the military or any path they choose for a successful future.
this performance objective focuses on preparing every student for what comes next.
the emphasis is on ensuring students develop the knowledge, Skills and competencies needed at every stage of their pre-k through 12 experience so they
graduate confident, capable, and ready for future success.
this objective also includes a strong focus on the whole child, Supporting social emotional development,
building resilience, strengthening self-advocacy, And increasing meaningful student engagement,
all grounded in clearly defined learning profile.
the third and final pillar is about the classroom experience, Ensuring students are engaged,
challenged and learning in ways that prepare them for the real world.
it emphasizes strong instruction and meaningful learning that builds the skills students Need to think,
solve problems, and adapt in an ever changing environment.
this performance objective strengthens instruction by ensuring a guaranteed and viable Curriculum grounded in regular,
rigorous standards and high expectations. With professional learning, Coaching, and feedback building on the teacher capacity in driving measurable gains
in student learning. Performance objective 2 focuses on strengthening instructional Practice through high quality
professional learning and ongoing support. Teachers are supported through targeted Learning,
coaching and actionable feedback aligned to district priorities, Resulting in improved classroom instruction,
stronger student outcomes and increased attainment of the teacher incentive allotment.
performance objective 3 advances student achievement through engaging, Relevant learning that requires critical thinking and real world application,
resulting in measurable gains in student performance and consistently high achievement Across all campuses.
in closing, the proposed plan reflects a comprehensive and collaborative effort to align Our vision,
priorities, and actions in support of student success.
it establishes a clear direction for the future, Grounded in strong stewardship, exceptional teaching and learning,
and a focus on preparing every student for a successful future.
I would like to extend my sincere appreciation to the committee members and staff who Dedicated their time,
insight, and care to this work. Their willingness to engage deeply, Ask thoughtful questions,
and contribute their perspectives has been instrumental in shaping this plan that truly Reflects our community and our shared commitments to our students.
thank you for your time, and I'm happy to answer any questions.
tasha, I wanted to just kind of talk through a couple of the goals where you have sort of Specific x to y by wen metrics.
suzanne. If it's easier, you can just leave it on that summary or if it's easier, You can just leave it on that summary slide. Okay.
you know, I appreciate the point that you led off with. I think it's really important that we kind of set these goals on the horizon to shoot for.
but I also want to make sure they're not like four feet from us or over the horizon Either,
right? So is it okay if we just walk through a couple of them? Sure. So, pillar 1, objective 1, which is on financial responsibility.
as I understand it, this is less of a getting to 95% spending.
or rather, we're already at about 95 in terms of our spend that's spent on a classroom Focus or instructional focus.
our goal here is really just to stay over 92.5. Am I interpreting that correctly? Not knowing the impact that.
sure. The future reduction in support from the state that we have and other increased.
yes. Great. Objective 3 in the same pillar. That's like a.
that's the retention metric. Correct. That would be a roughly to get to 85%.
that's about a 9% increase from prior years. I guess that's a susan question.
achievable? Like, do we feel like we have the levers to move to be able to realize a 9% Gain in retention?
yes, I feel confident in that. Okay, great. Love that.
pillar 2, objective 1, which is the only one.
I understand that we're already kind of near or at the 90% threshold on average, But our focus here is really about highlighting key groups of students.
we want to get either to that threshold or across the finish line?
okay, great. Pillar 3, objective 1. 50%
for the ti certifications. First of all, that would be amazing if we pull that off, I think.
certainly we'd love to be able to give that additional incentive compensation to our Teachers.
based on what we know about implementing a program like that, Achievable target.
absolutely. Is that one like easy to do if we do it right?
or is that. I mean, obviously, let me be clear. It's going to take an incredible amount of effort on the part of our educators to meet Those standards.
but if we roll out the program effectively, our teachers should be able to hit that Target?
absolutely. Great. And then last one. Each school is going to have two or more Distinctions?
am I interpreting the goal correctly as it's intended? Correct. And we think that's doable too? Absolutely.
okay. I appreciate the confidence. I want to make sure.
I appreciate the confidence and I accept your.
I'm fully on board for your explanation that you started off with that. This is the 50,000 Foot view,
right? Right. Obviously, there's a lot of tactics to fill in, But I think it's important that we kind of go in eyes wide open with like,
how big of a reach are some of these goals? I think everyone on this committee has done an Incredible amount of work pulling these
together. So this is not me being critical at all, But rather just highlighting that I think this is going to take a lot of work.
and when we complete that work, I think we're all going to owe ourselves a pat on the.
well, all of you are going to owe yourselves a pat on the back. We'll be doing the padding. That's for instance.
it's a five year plan. Yeah. I'm not talking about next tuesday. Yeah. I just wanted to make sure you weren't thinking.
yeah. We were intentional not to include any rating, Right? Because we know in the future, tea is changing the accountability system.
they're changing the entire assessment process and what it looks like.
so what is important here is, when we're looking at our distinctions, It's relative performance.
they look at our comparative districts and we need to be in the top quartile.
so all the other districts in our quartile are going to have the same effect, Right?
with any changes that we have, we just want to be in the top quartile of our group.
and so that's why we were intentional in considering that as we were looking at what Performance measure,
knowing all the future changes that are happening, What's realistic? What's one thing that we can with as much assurance as we could move forward with?
that's a great clarification. Thank you. And also, If we could just clarify one thing on the teacher incentive allotment,
50% of our teachers that are eligible, right? So, you know, it's going to be a rollout, right?
so every teacher will be eligible in year one. We'll keep adding grade levels, adding subject areas.
so if we get to 50%, which is absolutely a reasonable expectation with the level of Performance of the students here and the quality of teaching staff that we have,
that we can get there. Well, and to aaron's point, That's not 12 months from now.
correct? Right. Yeah. Because that teacher incentive, Just to remind everybody is, once you achieve a designation,
you hold it for five years. So, you know, we can get a certain percentage in year one, We add.
we will continue to add to that each year. Great.
yeah. Erin and I were able to sit in this committee as representatives from the board to Share our insights and help.
I was there at the swot analysis as we walked around this room and wrote our ideas and our Visions,
and we watched all of these community members share their vision for the district as well.
and I think that it's important as a board that we recognize this isn't the elt's vision, Right?
this is a broad spectrum of our community's vision for what our district should be, And they want to hold us to a very high standard.
so participating in it. Thank you, tasha, for leading a mountain of work in getting this Down consolidated to this level.
from where we were last year when we walked around this room in a swot analysis to this is A great advance.
so thank you. And if we can get this done, we are going to be in a great place as a District.
I do have a question and a comment, particularly around strategic plan pillar future ready Students.
with only one performance objective, is that a slippery slope and somewhat dangerous?
if we don't achieve it, then we're missing the objective. So my question is, is there an opportunity to perhaps break that into two?
because we're talking student readiness, which is one thing. And then we're talking Post-secondary success as a second thing,
I would like to see at least one more. I like three, But one gives me a little heartache because I don't want anyone to miss
on a pillar because of one objective not hitting where it should.
so an opportunity to perhaps break that out would be.
and also, tasha, for the rest of the board's benefit, Would you mind explaining a little bit how underneath each performance objective,
there were multiple goals that had the more defined points that were going to be shooting For?
if I'm correct from the meetings, it's not just this objective is not the finite, The bottom of the correct goals.
there's going to be identified sections with real metrics and numbers.
so there won't just be the. I mean, I understand what you're saying, And I agree breaking it into two is not a bad idea,
but there is a lot more data below. The actionable piece of this actually shows up in the District improvement plan
and the campus improvement plan. That's where you will begin to see. Like you will see all The metrics associated with these.
I certainly hear your feedback on breaking that into two. And we can look at that. I will share from the last meeting.
and what gives me great hope in the strategic plan is that during the last meeting, When the committee came together and we're all
sitting around the same table having conversation. Their conversation went from these pillars and objectives.
they went deeper and they were basically into the goal setting conversation, Which was beyond their scope.
but what it told me was, this plan is leading us to the right conversation because it led Us into absolutely where we
need to be in goal setting. So it just it gave me great hope in the plan that it is going To drive the right conversation.
because I watched it with the committee, it was absolutely driving the right conversation. So I think when we now take it to the campus level and then the district level for the
district improvement plan, we're going to see those right conversations with the right Metrics.
and that's where we'll be a little more refined annually, Right?
with, you know, true smart goals and. Sure, go.
I also want to commend the team and the community under your leadership.
I have to say this, this looks so much more refreshing than it has looked in the past, Okay?
simply because it is very clear and articulate in terms of what are the most important Things that we're going to focus on,
and that makes it easy to march towards achieving what we want to achieve.
so hats off to the community and the team for pulling all this together.
and I do like the alignment and the spirit in which people are already talking about Moving forward.
and it was a heavy lift by everybody. You know? The committee, everybody played a part. But mrs.
barker carried this and deserves the praise for that, Her project.
so thank you for your work. Thank you. Thank you, Tasha.
thank you, tasha. We will move on to item 5.c. Presentation and discussion of 2026-2027 lake travis isd employee compensation plan.
susan fambrough. Good evening, president white, Members of the board and dr.
null. We are here tonight to present to you the staff compensation plan for review.
this is another positive presentation. And just as a reminder, We'll be coming back next month for you to approve a compensation plan.
I want to say again how proud I am to work with this team, Especially pam and bethany.
we worked in collaboration with the principals, The directors to make sure that we have a compensation plan that we're proud to present to
you. Last month, we presented several considerations to you regarding staffing, Including looking at each
individual position. So when a staff member resigns or retires, We look at that position and decide,
are we able to address that position through attrition and possibly reduce that position?
we have strategic staffing decisions based on enrollment and intentional strategies to Strengthen instructional leadership on the campuses.
as you'll remember, we have instructional coaches that are being placed back on campuses.
and as a former principal, I was very proud to have an instructional coach on my Leadership team.
so I'm excited for our principals to have that benefit. They will be able to support plcs and be a part of the leadership team.
and so I think that some of those decisions that have been made are going to really make a Positive impact.
so today, we'd like to share with you how we are approaching staffing and compensation Moving forward.
so each year we talk about the same thing. We are really committed to making sure that We're recruiting and retaining high quality teachers.
as we review those vacant positions, we are carefully evaluating where hiring is essential And where roles might be reimagined.
for example, that instructional coach position or redesigned to better meet the campus Needs.
last month, we also shared a staffing model that was aligned to enrollment trends, And I heard a lot of positive feedback about that.
so thank you for that. A lot of hard work went into looking at those staffing ratios to Make sure that formulas would continue to reflect what we are seeing across our schools.
at the core of our work is a commitment to keeping staffing decisions based on students And what students need,
grounded in data and responsive to the needs of each and every student.
one of our key guardrails is maintaining appropriate teacher student ratios.
so we did not increase those ratios, and we want to make sure that nothing will negatively Impact classroom instruction or student learning.
and finally, we are committed to making sure that there's transparency by sharing this With our staff as early as possible.
if you'll remember, last year was a legislative session. So we were very late to the game to share what that compensation plan was.
and guess what? We'll be back at that boat next year because next year will be a Legislative session.
so this is always an exciting slide to share with you, The teacher salary comparisons.
each year we share this with you, because in addition to recruiting and retaining high Quality staff and teachers,
it's critical that we remain competitive, especially with our surrounding districts.
many of these districts are currently reviewing their compensation plans, Just as lake travis is.
so what you'll see at the top is a 25-26 teacher salary comparison.
so the districts that we choose to look at for our surrounding districts are dripping Springs,
eanes, georgetown, hays and leander. Many of these districts are currently going through The same process.
so that's why we have a 25-26 comparison. A few key points to highlight.
we are tied for the top salary for our zero year teachers at $57,000 with eanes.
and we rank the second highest for all of our other benchmark years.
so for year 5, 10, 15, and 20, we are the second highest salary.
so we're proud of that. You will also see on the lower graph, A historical view of the increases over the last years and how we were able to provide
raises. In 22-23, that was such a great year.
we were able to provide a 7% increase. That's very unusual. And that is a compounding cost. So we are still paying for that as we go forward.
based on conversations with our hr colleagues in neighboring districts, Most other districts are considering about what we are with a 1% raise.
there's a couple of districts that might not be able to provide a raise.
and so we are in a fortunate position that we are able to bring to you a recommendation For a possible 1% raise.
and at this time, I'm going to turn it over to pam. If you could go back just one slide. I just want to make a point on. When you look at our Proposed compensation increase,
1%, then a $1,000 retention incentive, when you look at the other districts, The highest we see is a possibility of eanes doing 1% or 2%.
everybody else would be 0 or 1, while the retention stipend is not salary.
but if you think total compensation increase on like a 10 year teacher, For example, you take the 1% raise on the salary and then you add
$1000, that's roughly a 2.5% compensation increase.
they're separate, but the money goes into the bank account the same.
so I just want to make that point is, you know, We're going to hear 1%. Our staff's going to hear 1%. And that's true.
but $1000 on top of that is a, you know, even more significant percentage wise based on Salary of some of our employees,
so. That's a good point. Thank you for pointing that out.
so we discussed at the april 1st board workshop, A proposed pay increase of 1% of midpoint on the current pay scales for all of our staff.
we want to stay competitive with our other surrounding districts. And so by adding an increase each year, we can do that.
the impact to the general operating fund would be approximately $45,000.
this would be, again, a reoccurring cost, because this amount is added to everybody's Salary which carries forward each year.
we have also identified staffing areas that may be hard to fill positions and have Proposed
targeted salary and stipend adjustments. An example of these includes our special services Program areas,
which include our early childhood special education, Our pre-k program, our ready, get set,
go, our g3 program, life skills, social development, And then our bridges 18 plus program.
another area identified for salary adjustment due to the market comparison of that Position.
and it's a hard to fill position. We would be proposing to reclassify our school Psychologists to be on the same pay grade as our speech
language pathologists. That's a one pay grade increase.
funding for the salary and stipend adjustments is coming from savings, By converting our contracted services for special education,
our contractors, into district hired personnel, Which is what we're working on right now.
the impact to budget would be approximately $400,000 and this would be as well a Reoccurring cost each
year.
pathologists bulletin as well as the one prior to it. So everything but the 1%, correct. They're all lumped in there.
okay. That is right. This slide shows you that 1% increase.
I know it's a little crowded, but we wanted to show you the teacher scale. The current teacher scale is on the left, 25-26.
and the 1% is applied to the base salary first which is the first two columns depending on A bachelor's or graduate degree.
and then we add in the teacher retention allotment. And so we know the teacher skill is a point of confusion in public education.
it is unique in that teachers do not automatically move a step each year based on the Current scale,
right? So the teacher scale shows the pay of a teacher that is new to lake travis would Earn based on the number of creditable
years. And so moving forward, when you apply that 1%, You can see I'll just point out how the scale moves.
zero teacher earning a base salary of $57,000.
then this next year would move with a 1% applied.
that same teacher would have one years of experience, So the pay scale reflects the $57,000 plus the 1% earning of
$670. So this is how the scale moves. Everything moves down or forward one year from the Current
scale. And then an example here would be, if you look at a nine year teacher, Currently this year would have a bachelor's base salary of
$61,670. Then we apply the $5000 from the teacher retention allotment paid by the state to Their
salary. That would be $66,770. Next year, they would be a ten year teacher.
and we've applied the 1% of midpoint to the base salary from last year.
the step 9, $61,770. They would then be earning a base salary of 62 440.
and then we apply the 5000 retention allotment to that, Which is funded by the state.
this is a universally confusing thing. It's not unique to lake travis. It is. Every school district, there is confusion here.
and so I think pam's done a nice job of being able to highlight and show us this.
there's two components that are typically confusing.
one is, and somewhat rightfully so, like people assume that they can look at this year's Pay scale and add a year and they're going to make this certain
amount of money next year. That's not the way this functions.
we do have some unique places on our pay scale that that creates confusion.
and because years ago, the previous boards had put in spots.
so if you look, for example, between 16 and 17 years, There's a big jump.
and so those teachers that are one year behind that jump assume that the next year they're Going to make that jump.
but that is not how it functions. You get 1% on your current salary, Not an automatic jump.
so it always causes confusion. Once again, it's universal everywhere. The other thing that is confusing is when we say 1% on the midpoint.
so it's, you know, we pick the middle point of the pay scale and that's what 1% is Calculated on.
so, if you make currently less than the midpoint, Then you are actually receiving slightly more than 1%.
if you make more than the midpoint, you're actually receiving slightly less than 1%.
it's 1% of the midpoint. So that's just another point of confusion. It's worth pointing out, like we said, we're trying to make sure that we put the pay plan Out for employees to see and try to understand.
we should just talk about it and say this is how it functions.
once again, not unique to us. It's the way it works everywhere.
but it's worth just pointing out to try to, you know, Alleviate confusion and giving us this ability to present this
26-27 teacher scale, you know, after it's formally approved next month, We'll, you know, let everyone know exactly what their salary is before they leave for
summer, which will be very helpful. Yes. Can I just quickly say that
this is the best it's ever been explained to me in four years?
I don't think it's ever been this transparently explained to the board or our community For that matter.
I really appreciate and I've asked before in the past for explanation, And it may have been explained to me personally,
but I like that we're presenting it in this format and explaining it in a more transparent Fashion.
so thank you for that. As a former teacher, I never understood it and I get it now, So thank you.
I also want to say I think it's important to note that this says teacher hiring versus Something else.
it's not saying this is the pay scale, right? This is saying this is the teacher hiring schedule.
so it's a little different than assuming that you're going to get and it's specific to the Year,
right? It always is presented with just that year. So you can't assume the next year. Yes. And that's the.
right. Where the confusion comes from. Another point, What is unique?
the teacher scale, along with the librarian scale, That does serve as every teacher, whether hired
or currently in the system. When they look at the 26-27 and they know they have 12 years Of experience,
this is their salary. However, on the pay scales for all other employees, That moves differently.
and it's a, you know, minimum mid max you'll see.
and those are.
that is set at that year and that's it, and then you're applied the pay raise each year.
okay, I won't confuse it anymore. Moving on. And again, To remind you, we are in those benchmark years,
second highest in our neighboring districts paid. So these skills are very competitive. We want to further the investment in our staff as Well by proposing a one
time $1,000 retention incentive for all staff at all levels for next school year.
again, this is a one time, it's not a reoccurring cost.
we propose to pay $500 in november prior to the holiday break, When we do all of our shopping,
and then $500 once we come back for the spring semester in february, We would pay that out.
and then that impact to our budget fund balance, Our savings, our reserves, would be about
$1,260,000. And that is our compensation plan.
may I say, I feel. Thank you so much for your hard work on this.
I really appreciate the fact that our district is showing all of our educators that we Really
appreciate all that they do and that we want to compensate them accordingly.
of course, if we could, you know, we'd be giving them 10% raises all over the board.
unfortunately, the sum of money that we get from the legislature does not allow us to do That.
and then, as you know, being in an interesting position where we are in recapture, That also puts us in a bind.
so this is really amazing that we're able to go beyond what the legislature gave for the Raise and give every single
educator some sort of compensation benefit. So I appreciate that.
thank you. If I could just highlight too, I want to make sure that we give proper credit To this board.
yes. For your work in establishing your subcommittees and our subcommittee that worked on Looking for assets,
looking for ways to generate funds, you know, Brought forth an idea of, you know, can we look at our real assets that we own and
potentially sell some of those? This whole board agreed to that notion.
we actually have an item here later tonight. And it's that item that is allowing us to Have this conversation about the retention stipend,
that without that infusion of money to the fund balance, That would not have been made possible.
so there's a lot of hard work by the staff, but it also is the direction and leadership of The board that has put us in that position.
so thank you. Thank you. Yeah. And as the head of that committee, The strategic resources committee,
I'd like to thank jonathan, keely and I for spending many hours together.
I think myself. I know that sounds bad. I wasn't thinking myself. I was thinking those two. Yeah. And phenomenal ideas.
and that's not the last one, dr. Null. We've got a lot of great ideas on how we're going To build up the revenue side of the balance of the income statement. The committee output
is better than the name. So yeah. I'll say it wrong.
I always add an extra word. Yes it's the money committee.
yeah. Yeah. I think the one thing I want to say is just to commend the staff and everyone In the room tonight,
and everyone that's at every campus, because you worked hard to create the space to allow Us to do some of the other things that we're talking about.
and I know that's not an easy task. And as chris said, We would love to offer more, but because of your hard work and the
creativity of things that we're doing on these committees and at the board level, We're able to do something.
and I think that something is a good something to talk about. So thank you all. Thank you. Yes. Thank you. I think I'll just add let us not also Minimize.
it's nice that we're able to increase compensation. But there's so much to be said for stability.
that is, you know, you can't necessarily quantify it in a way, But we also have that going for us.
like we are not closing schools, we are not eliminating whole types of positions that Other places are.
and I think that, in addition to being able to reinvest financially in our people, Also brings a level of security moving forward as well,
so. Excellent. Thank you both. Thank you. Thank you both.
and we'll move on to item 5.d. Presentation and discussion of the cooperative program Management fees report.
pam sanchez. Yes, ma'am. So we bring to you tonight a requirement by law that school Districts disclose to the board of trustees the amounts spent on purchasing
cooperative fees annually. And this report reflects the 24-25 school year.
the advantage of participating in cooperatives is to save districts time and money and Bidding all purchases.
the co-ops complete that required bidding process for us on our behalf of all the members In the co-op and identify
quality bid approved vendors for the best value.
as you can see from the report, fees paid for 24-25 amounted to $150 for a membership fee,
for ctpa. To note, the tasb by board item, cooperative does give rebates back to their Members based on the amount
of usage during the year. We have received rebates in the past years, But did not have enough purchases in that particular year,
24-25 to trigger a rebate. And so that's why you see a $0 amount.
I'm happy to answer any questions you may have. And cristy soares, our purchasing director is here as well if you have specific questions.
I'm just curious. It's obviously minimal, but why does ctpa charge an annual membership Fee and the others don't?
is it because they have voting rights?
does it stand for central. Alliance. Yes, I did know that answer. Right.
so it's just a membership fee so that we can participate in the meetings and take Advantage of each other's bids.
okay. I'm sure it's well worth it. I know I made a joke last meeting about a co-op of all the co-ops, But given that we're not paying for 94% of them or whatever,
I think we're fine here. It's a lot, though. All right.
thank you. Thank you both. We will move on to 5.e. Presentation and discussion of intruder detection audit report findings.
bethany bedford. All right. President white, Members of the board, dr.
null. I'm here this evening to share what I can in open session about the intruder Detection audits.
in june of 2022, governor abbott ordered the texas school safety center to begin working With tea to conduct these random audits.
so I have an update for you for this year. So as you know, Safety is our number one goal. It's what we work hard from sunup to sundown and then worry
about it overnight. It is what matters to us the most. Our campuses, our police department, our entire maintenance team are consistently and Constantly working on making sure that our campuses stay for our staff and our students.
one of those components, because there are many, To school safety, is that tea works with region 13 to do random unannounced intruder
detection audits. And so those are continuing. Eight of the nine campus audits have the desire of no findings.
we did have corrective action for one of our campuses and that's in progress.
and then the specifics were shared with you in closed session as well as our district Safety and security committee.
and so I'm here to answer, like I said, any of those questions that I can answer in open Session.
and this is a required report. Yes. That we shared this.
so, if I ask you a question you can't answer, What is your response? Sorry, I can't answer that. Perfect. Any other questions?
thank you. Thank you, dr.
presentation and discussion of the 2025 board training report.
okay. All right. Under state board of education rule, Completing required continuing education in each year of service is a basic obligation and
expectation of any sitting board member. As board president, I am required to announce the name of each member who has completed the required
continuing education, has exceeded the required continuing education and is deficient in Meeting the required continuing education.
the requirement for training are measured as the first anniversary of the date of the Trustee's election or appointment,
or two year anniversary of his or her previous training, As applicable.
there are eight training areas for board member continuing education. Local district orientation, orientation to the texas education code, Post-legislative update to the texas education code,
team building, additional continuing education, 10 hours new trustee and 5 hours trustee,
evaluating student academic performance and setting goals, Identifying and reporting abuse,
trafficking and other maltreatment of children and school safety. To the extent applicable for each board member, I will announce the completion or deficiency as to required training.
for members who still have time remaining to complete required training, I will announce those board members who have scheduled timely training and those who have
not yet scheduled the training. At the conclusion of this announcement, I will announce any board members training in excess of the continuing education
requirement. Local district orientation. The following first year board members have Completed the local district orientation training.
jonathan bove and kris woodcock. Orientation to the texas education code.
the following first year board members have completed the orientation to the texas Education code training. Jonathan bove and kris woodcock.
post legislative update to the texas education code. The following board members have completed the post legislative update to the texas Education code training.
lauren white, keely cano phillip davis. Rob aird and erin archer team building.
the following board members have completed the annual team building training. Chris Woodcock. Jonathan bove. Lauren white. Rob aird. Phillip davis.
keely cano and erin archer. Additional continuing education.
the following board members have completed the additional continuing education Requirements. Chris woodcock. Jonathan bove. Lauren white. Phillip davis. Rob aird.
keely cano. And erin archer. Evaluating student academic performance and setting goals.
the following board members have completed the biannual training on evaluating and Improving student academic performance and setting goals.
chris woodcock. Jonathan bove. Lauren white. Phillip davis. Keely cano. And erin archer. The following board member is deficient in meeting the Required biannual training on evaluating student academic performance and setting goals.
rob aird. Trustee aird is scheduled to complete the training in june 2026.
identifying and reporting abuse, trafficking and other maltreatment of children.
the following board members have completed the biennial training on identifying and Reporting abuse and trafficking. Kris woodcock.
jonathan bove. Lauren white. Rob aird. Phillip davis. Keely cano. And erin archer. School safety. The following board members have completed the Biannual training on school safety.
kris woodcock. Jonathan bove. Lauren white. Keely cano. Phillip davis. Rob aird. And erin archer trustees that have exceeded required continuing Education.
trustee jonathan bove exceeded the required amount of continuing education training by 6.25 additional hours.
trustee lauren white exceeded the required amount of continuing education training by 14 Additional hours.
trustee keely cano exceeded the required amount of continuing education training by 0.5 Additional hours.
trustee erin archer exceeded the required amount of continuing education training by one Additional hour.
trustee rob aird exceeded the amount of required continuing education by two additional Hours.
trustee kris woodcock exceeded the required amount of continuing education training by 17.25 additional hours,
ending with the winner, I guess there, so.
[applause]. Happy to pass the torch? I
know it's the law that we read that, but it sure feels like that could have been a slide Presentation.
that's what was going through my head when I. Yeah.
that? Okay. We will move on to consideration items beginning with 6.a.
consideration and request for approval of the 2026-2030 district of innovation plan Renewal.
tasha parker.
sorry. During practice, I was right after dr. Medford. I bring to you tonight the
2026-2030 district of innovation plan renewal and request your consideration for approval.
this plan was developed through the work of the ace committee, Which is composed of 29 stakeholders,
including 13 parents, 3 students, 3 community members, And 10 staff members.
the committee met this spring to review the current plan and thoughtfully reviewed the Renewal.
I would like to express our appreciation and gratitude for the committee's time, Perspectives,
and commitment to this process. Their collaboration helped shape the plan that Thoughtfully leverages the flexibility available to us while promoting local
control, encouraging innovation, and identifying opportunities to seek exemptions that Better support our goals.
at the march board meeting, I presented the district of innovation plan renewal.
this evening, I will provide a brief overview of that presentation.
through the district of innovation plan, districts have the flexibility to implement local Practices that best support student learning,
staff effectiveness, and district operations.
renewing lake travis isd's district of innovation status preserves local control and Ensures we remain responsive to student needs while
advancing our long term goals. The district of innovation renewal process has followed all Of the required steps,
including board initiation, stakeholder review through the ace committee, Public input and a 30 day public posting.
this plan now comes before the board for final consideration and approval.
recent legislative changes from the 89th texas legislature session required the removal of Certain exemptions,
including areas related to discipline and parent notification.
in addition, six additional areas are proposed to strengthen and update the district of Innovation plan.
the district of innovation plan preserves the flexibility. It does not mandate implementation of these items, But ensures options remain available in the future.
during the public comment period, feedback was received and that feedback was shared with The board.
the proposed district of innovation plan renewal strengthens the district's ability to Navigate future opportunities while staying focused on students,
staff and our community. At this time, the administration is requesting your approval for The 2026-2030 district of innovation plan renewal.
following approval, the plan will be submitted to tea within the required 15 day timeline.
thank you for your time and consideration and I'm happy to answer any questions.
two questions. When we submitted to tea, is it effective at that moment or do we have to Wait for a response?
it's effective at that time. They'll review it and then. How long does that typically take? Any idea? I mean, Is it weeks, months or years?
weeks. Okay, great. And then number two, two months?
two months, not years. I've submitted many things to many bodies of the government, And you never know how long it's going to take to hear back.
so I'm just curious. Number two, I did notice in preparing for the board that this is not a majority vote.
just so everybody knows, this is a two thirds vote. So five of the seven of us must agree. I did the math.
thank you. I wondered what two thirds of seven was. It's 4.6. Thanks for rounding for us. I don't know who counts as point six so we'll have To go with five.
and this has been available on the website since we last heard this presentation for Comment.
yes. I guess the only thing I would highlight quickly is, I appreciate the board's work here.
I do appreciate. I know a lot of working parents in our district are going to be Appreciative of the flexibility related to parent conferences.
so that's just one thing I wanted to highlight for the community. I do think it's silly that we need to have the plan in place to be able to make Announcements more than once a day,
but here we are. So no other questions. I just want to say thank you for the committee's Work,
and I'm sure a lot of parents will appreciate that component in particular. I'm excited that we as a board can go and visit school campuses and support our district Without having to be subject to.
so I'm very excited about that as well. Thanks for helping us get that in there. And for that point, also, rob, the fact that we can go and not take up as much time on Those campuses,
because not only is it a pain for us to all have to schedule the things, But then the principals have to repeat our visits over and over.
so it's a definite win for all involved from that standpoint.
I know they love having us, but having us once will be great. Yes. Lauren, I move to approve the 2026 to 2030 district of innovation plan renewal as Presented.
motion by rob. Any other questions or comments? Second. Second by phil. All those in favor? Motion carries.
thank you. I had to make sure it was above two thirds. Thank you. 6.b. Consideration of a request for approval of an interlocal agreement with The university of texas at austin,
the meadows center for preventing educational risk as an authorized provider for the texas Reading academies.
lindsey benton. Good evening again. This evening, We are asking for your approval for an interlocal agreement with the meadows center at ut
austin as an authorized provider for the texas reading academies for the 26-27 school Year.
in the state of texas, all kindergarten through third grade teachers, As well as their principals, are required to complete the texas reading academies.
we have partnered with the ut meadows center for several years as an authorized provider, And we've been very pleased with their support and their work in that area.
we've chosen to continue that partnership for the coming school year, Using the local implementation comprehensive model at a nominal cost of $12,000.
we recommend your approval of the interlocal agreement, But of course, I welcome any questions that you might have. I take it from the
presentation that you feel that the meadow center is sufficient for what we need?
yes, sir. Definitely. Perfect. Yes. I move to approve an interlocal agreement between Ltisd and the meadows center at ut austin as an authorized provider for the texas
reading academy for the 2026-2027 school year as presented.
motion by erin. Second. Wow. Second by.
17. Give it to her. Okay, we'll go with kris.
any other questions or comments? All those in favor?
motion carries. Thank you. Number 6.c. Consideration and potential adoption of resolution Number
041526-01 authorizing the superintendent to execute a letter of intent and to negotiate a Purchase and sale agreement for the sale of surplus
real property. Pam sanchez. Yes, so as you recall, The board adopted a resolution last november declaring approximately 17
acres of the district's unapproved land to attach to the lakeway elementary site as Surplus and authorizing administration
to issue competitive sealed bid for the sale of the property.
we received three bids and administration determined the bid submitted by hsd loman's Partners of $5.3
million with a scheduled closing date of august 15th, 2026, was the best value for the district.
in connection with the proposed sale, the purchaser has requested that the district Execute a letter of intent,
an loi, to memorialize the material terms of the transaction.
execution of the loi is necessary to allow the purchaser to pursue entitlements and Approvals from the city of lakeway and other
governmental entities in connection with the intended development of the property.
administration recommends the adoption of resolution number 041526-01, Authorizing the superintendent to execute the loi on behalf
of the district and to negotiate the purchase and sale agreement consistent with the Material terms of the loi.
the final purchase and sale agreement will be brought back to the board for approval prior To the execution of it.
so, pam, very briefly, if I may. Yes. So, 17 acres approximately on the back side of Lakeway elementary.
for anyone who did not listen to the november meeting, That's essentially just the back half of the lot.
it's not usable or it's not developed for use at this point.
there's a ravine there, and we don't have any road access to that part of the property, Right?
as we sit here today. We do not. And we've maintained about three acres behind lakeway Elementary just as a nice green
area to. Perfect. Yeah. And when you say three acres beyond the fence.
the current fence line. The current fence line. Yes, Sir. And then you you said it, but I just want to highlight it.
an loi is not a psa. It's not a purchase and sale agreement.
we'll come back to that. This is a tool that enables the purchaser to go get their various Entitlements and so forth.
right. Great. So that those governmental entities know the district is committed to Selling the property.
we're agreeing to terms and principal. Yes, sir. May I just say I really appreciate dr. Null's leadership on this?
he, since day one, had such a. I mean, he's been having conversations with various Entities on how to get the most use out of this land.
and it really. I think the fact that we've come this far is just a true testament of how Hard he's worked to get extra
money in every single area. And so I appreciate you, Dr.
null. So, pam, can you talk to where the $5.3 million is going to go and mention why we Can't just buy more land and then immediately sell it and
put it where this money is going? So, this money. The property was purchased, of course, years ago beyond any.
if you were to purchase property using bond funds that you're still paying, That sale of the property,
those proceeds must go back into the bond fund because you're still making debt service Payments towards that.
however, this is clear of any, you know, debt outstanding on it.
therefore, these funds can go directly into the general operating fund balance that are Reserved to be
used whatever is legally allowed by general operating funds.
and they're not subject to the recapture. And they're not subject to recapture. They're kind of out. They won't be budgeted every year.
it'll sit in our reserves. Great. Thank you. Yes. And so this tract of land has no debt? Exactly.
it has no debt tied to it. Thank you. I move.
just quickly. Then I know who's going to make the motion. Just say to kind of I know we discussed this at an earlier item, But to thank the strategic resources committee for your work on this.
you know, the charge was to find any resources that we could.
and this is certainly going to make a big difference to our budget.
and while we need to repay our fund balance and build that back up from what we've gone Through the past few years,
I appreciate that, you know, we're essentially able to use a sliver of this for the Employee retention bonus this year.
and I think it speaks to the idea that while we have to be fiscally responsible, We also are maintaining our commitment that when we are able,
we are going to give our money back to our people that make the difference for our District. So I think this represents kind of both of those.
obviously, a sale of land is a one time revenue benefit, But that makes it a really great tool to use for a one time expense,
like the compensation items we've been discussing earlier today.
so we can put the rest in the fund to work otherwise and put some portion of it towards Thanking our teachers for their service.
yeah. And this is just the beginning. I was going to say that, More to come. We got other stuff. Yeah, we're counting on it.
we're working on it. Awesome. I move to adopt resolution number 041526-01 as presented.
motion by phil. Second. Second by keely. Any other questions or comments?
all those in favor? Motion carries. Thank you. Thank you. We will move on to item 6.e. Consideration of a request for approval of American constructors as contractor for joc
23-136 for lake travis high school track stadium led lighting replacement.
pam. Yes, ma'am. So the replacement of the lighting at the high school track stadium is Part of the 2024 bond program.
the project scope includes replacement of the existing sports lighting system and fixtures With led technology,
as well as the addition of a new pole with led lighting at the field events at the area of The track stadium.
right now it's pretty much a dark spot. Or we have to rent generator, You know, lights to light that area.
so, approval of the work will allow the district to complete the lighting upgrade and Improvement and improve the safety and functionality of the track and
field facility for students and our community. Our community uses it quite often as well. Administration recommends the selection of American constructors as general contractor for this work through job order
contract number 23-136 in the amount of $308,243.
any questions? I know I asked last time, but dr. Null, can you just give us a review of what a joc contract is?
yes. It is confusing. So you have cm at risk, Which is our standard procurement method for
construction. That is when you're doing a large project. Joc is specifically intended for one off small projects, Exactly like this project that don't require a full
on, you know.
so it just allows us to be a little more prescriptive. It allows you to move a little faster as well, So.
and pam, do you have a better description? Or even robert may be able to give a better Description than that as well, so. No,
that is correct. And we do typically see these for the smaller projects that it's a Quicker turnaround as well,
but know that all of the vendors or the contractors that the general contractor are Selecting are vetted through our staff.
so tech line sports lighting was vetted and we agreed that that would be, You know, the best contractor to use for this project.
and it's also not just vetted, but also competitively priced. It's not a choose someone and they get to name the price.
it's still competitively priced. Make ure that we're getting best value. So we get to Control and ensure that we're getting the best value on every line item,
as opposed to saying build this and here's the money. Right. What's the timeline on this project? Robert, Do you know that?
or richard? Yes. We're ready to get going on it. Great. Yes.
thank you. Thanks. And this meets the requirements for the city's.
dark sky? No, for the city's lighting requirement with the dark skies.
okay. Thank you. Awesome. I'm going to take your word for it, If that's okay.
there it is. Oh, that's my favorite one. It's like a laser show.
I move to approve american constructors as contractor for joc 23-136 for the track stadium Lighting replacement at lake travis high school as presented.
motion by erin. Second. Second by phil. Any other questions or comments?
all those in favor? Motion carries. All right. Thank you. Thank you, pam. All right. Item seven is the consent agenda.
does any trustee have one or more items that they would like pulled for further discussion And separate vote?
is there a motion? I move to approve the consent agenda as presented. Motion by keely. Second. Second by phil. All those in favor?
motion carries. And item 8 is information
items. Trustees, our board packet includes three information items.
item 8.a. Board notification under board policy ch local lake travis high school science Edition furniture expenditure.
item 8.b. Board notification under board policy ch local cavalier stadium sound system Installation.
8.c. Board notification under board policy ch local district led lighting replacement Project edition.
are there any questions regarding these items? Nope? Okay.
so we will take no further action. And the meeting is adjourned at 7:30 p.m.
no. What? [applause].