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A
A
There's
a
motion
by
Mr
Ramsey,
a
second
by
Mr
Henson,
to
approve
the
agenda.
Is
there
any
discussion
hearing?
None
will
call
the
question
all
in
favor,
please
respond
by
saying
aye
aye
opposed,
nay
the
eyes.
Have
it
five
zero?
The
next
item
on
the
agenda
is
the
budget
Workshop
Miss
abrahamson,
welcome
to
the
podium.
B
All
right
good
evening,
Vice
chairwoman,
Wofford
board
member
superintendent,
Dixon
and
cabinet
members
tonight
I
want
to
provide
a
preliminary
overview
of
the
23
24
budget
to
include
Revenue
projections
based
on
the
budget
approved
by
the
house
and
initial
projections
from
Berkeley
County
government
and
some
mandated
changes
that
will
impact
next
year's
revenues.
I'm.
Sorry,
next
year's
expenditures.
B
The
Following
some
additional
State
categorical
funds
are
being
rolled
into
the
general
fund,
adding
to
what
we
backpacked
into
the
general
fund
last
year.
The
expenditures
from
these
funds
are
primarily
salaries.
I've
listed
those
funds
here
for
you
and
I
just
want
to
make
an
important
note
that,
on
the
new
funding
formula,
doesn't
necessarily
equate
to
a
dollar
for
dollar
trade-off
when
these
funds
are
backpacked
into
the
general
fund,
because
that
new
formula
is
a
weighted
average.
B
The
state
has
mandated
a
increase
in
teacher
salaries
by
twenty
five
hundred
dollars
to
get
the
minimum
teacher
salary
at
forty
two
thousand
five
hundred
currently
Berkeley
County
School
District's
minimum
teacher
salary
is
forty,
two
thousand
six
twenty
seven
and
the
goal
of
the
state
is
to
increase
this
minimum
teacher
salary
to
fifty
thousand
dollars
by
2026..
B
Currently,
we're
projected
to
receive
an
additional
30
000,
30
million
dollars
in
Revenue
over
prior
year
funding,
and
this
is
again
is
based
on
the
county
and
the
house
projections
that
we've
received
thus
far
and
is
subject
to
change.
As
we
receive
those
the
Senate
and
the
final
projections
in
June.
There
is
a
mandatory
one
percent
increase
in
retirement
for
the
employer
portion,
bringing
it
from
23.81
to
24.81
percent
and
we're
going
to
realize
a
5.56
percent
increase
in
people
benefits.
B
We
kind
of
as
far
as
the
budget
process,
we
created
an
interview
team
with
representatives
from
academics
and
Innovation
admin,
support
facilities,
Finance
Human
Resources,
special
services
and
technology,
and
we
conducted
a
virtual
interview
with
each
School
principal.
We
utilized
a
guiding
a
questionnaire
with
some
guiding
questions
to
help
us
determine
the
school's
needs
and
those
areas
included.
Personnel
gaps,
allocations,
special
funding,
travel
supplies
and
Athletics.
B
We
also
asked
our
departments
to
review
their
current
year
budgets
and
submit
budget
requests
for
our
fiscal
year.
23,
24
and
finance
is
still
working
since
we're
in
the
preliminary
stages,
with
schools
and
departments
to
refine
budget
requests
and
ensure
they,
along
with
District
goals
and
budget
constraints
foreign
by
the
principals
out
of
from
our
questionnaire.
These
are
some
staffing
gaps
that
were
reported
by
the
principals,
and
this
is
primarily
vacancies.
B
The
green
bars
are
what
was
reported
by
the
elementary
schools
and,
as
you
can
see,
they
their
highest
need
is
in
special
education
for
paraprofessionals
and
teachers
for
interventionists,
math
and
reading
and
or
reading
and
they're
custodians
we're
all
kind
of
equal.
Our
Middle
School,
you
can
clearly
see
their
highest
need,
is
related
arts
and
then
on
our
high
schools.
Their
highest
need
was
custodians
as
far
as
gaps
additional
allocations.
We
asked
our
principals
on
their
questionnaire
if
they
could
have
one
additional
allocation
for
their
school.
B
B
Other
considerations
that
we've
discussed
thus
far
with
the
budget
process
is
the
50
additional
positions
that
were
approved
by
the
board
in
March,
and
this
is
to
meet
the
state's
mandated
ratio.
We
also
have
asked
for
some
additional
positions
in
various
departments
to
help
increase
School
support,
and
we
have
those
listed
for
you
here.
We
are
also
would
like
to
consider
an
increase
to
salary
scales
for
custodians
bus
drivers,
clerical
stuff,
Child,
Nutrition,
instructional
assistance
and
also
some
of
our
maintenance
positions
that
are
on
the
lower
end
of
the
salary
scale.
B
As
you
can
see
from
this
slide,
we
have
a
comparison
of
what
was
initially
approved
back
in
June
of
2223,
and
that
was
369.5
million
dollars
tonight.
On
the
board
agenda,
there
is
going
to
be
a
general
fund
budget
amendment
with
based
on
the
new
projections
that
we've
gotten
for
this
year,
where
we
are
going
to
be
able
to
increase
our
general
fund
budget
to
385.5
million
and
I'll
talk
more
about
that
when
we
discuss
the
amendment.
B
Overall,
we're
looking
to
increase
Revenue
by
eight
percent,
so
just
an
overview
of
our
assumptions,
mandates
and
considerations.
Our
overall
revenue
is
projected
to
increase
by
eight
percent.
There
will
be
no
increase
to
the
current
millage
rate
of
151.8
those
State,
categorical
funds
that
are
being
backpacked
into
the
general
fund
this
year,
total
to
about
2.5
million
dollars.
We
have
the
mandated
one
percent
increase
in
retirement,
the
Piva
increase
of
five
and
a
half
percent,
and
then
the
increase.
We
will
have
a
slight
increase
in
our
insurance
premiums
when
they
renew
this
year.
B
You
see
the
2.5
million
for
those
State
categorical
funds
that
are
being
backpacked
into
the
general
fund.
We
assume
a
step
increase
for
all
eligible
employees.
Mandated
increase
in
retirement
of
one
percent
is
about
two
million
dollars.
Our
people,
health
insurance
increase
of
5.56
percent,
is
700
about
800
000
and
then
our
increase
in
insurance
premiums
is
about
two
hundred
and
six
thousand,
that
totals
9.7
million,
and
then
the
positions
that
we
approved
in
March
for
growth
is
3.7
million
dollars
and
then
the
additional
positions
that
we've
requested
on
the
previous
slide.
B
B
Administration
wants
to
and
I
know
this
board
wants
to
consider
prioritizing
employee
pay
I've.
Given
you
a
few
scenarios
here
on
what
that
impact
will
be
on
the
general
fund
if
we
increase
all
employee
pay,
four
percent-
that's
10.7
million
dollars
at
six
percent,
we're
at
16.1
million
and
at
eight
percent-
that's
21.5
million.
B
How
that
looks
now,
based
on
preliminary
projections,
you
can
see
we're
very
comfortable
with
the
four
percent
step
increase,
which
is
mimicking
what
we
did
last
year
and
providing
the
step
increase
for
all
employees.
So
with
that
four
percent
Cola
and
the
step
increase,
we
would
have
a
surplus
of
4.3
million
dollars
with
our
based
on
our
current
projected
revenues
and
expenses.
B
If
we
went
to
the
six
percent,
we'd
have
a
one
million
dollar
deficit.
However,
again
these
are
all
very
preliminary
and
when
we
get
the
Senate
and
the
final
projections
historically,
we've
always
increased.
So
I
feel
comfortable
that
we'll
make
be
able
to
make
up
that
difference
to
that
six
percent
without
having
to
touch
fund
balance
and
then,
if
we
wanted
to
go
all
the
way
up
to
eight
percent,
that
would
be
a
six
million
dollar
deficit.
B
But
again
we
can
look
at
other
percentages
if
you
would
like
and
we
can
run
those
scenarios
to
prepare
for
the
May
Workshop
when
we
have
the
Senate
projections
and
we
can
at
that
so
next
steps
in
this
process
and
again
this
is
highly.
This
is
an
aggressive
schedule
and
it's
it
is
contingent
upon
receiving
timely
information
from
the
south
from
the
state,
but
we
hope
to
receive
the
budget
Senate
budget
projections
by
the
end
of
April
and
then
compile
those
to
conduct
a
second
budget
Workshop
to
bring
together
any
information.
B
You
want
us
to
consider
from
our
discussion
tonight
and
those
new
projections
and
then
we
anticipate
getting
final
budget
objections
by
the
end
of
May.
If
we
are
successful,
then
we
can
have
the
final
budget
presentation
on
June
5th
and
then
conduct
the
final
hearing
on
June
19th
I
tried
to
align
all
that
with
our
new
board
schedule.
B
C
C
B
B
However,
with
the
weighted
average
in
the
new
funding
formula,
we
did
end
up
with
a
little
more
additional
Revenue,
but
whether
it
was
specifically
for
teacher
salary
supplement
or
not,
I'll
have
to
go
back
and
look
at
those
numbers.
Do.
B
B
D
C
B
C
Then
the
another
question
on
the
step
increase:
you
said
that
the
step
increase
would
be
for
all
eligible
employees.
Is
that
because
there's
a
there's
a
sunset
amount
on
is
that
what
year?
Yes.
B
Sir,
at
after
you've
served
28
years,
you
no
longer
qualify
for
the
step
increase.
You
only
get
the
cola
and
then
also,
if
you're
a
first
year
employee.
C
B
C
B
C
C
We've
got
to
think
seriously
about
competing
in
Charleston
and
in
Dorchester
too,
because
when
we're
at
28
and
that's
maxing
out,
somebody
at
29
years
knows
that
they
can
continue
to
work
for
12
more
years
and
go
to
Charleston
County
for
a
two
percent
increase
every
year.
That
is
more
than
significant.
That
is
something
that
has
to
be
addressed
and
I
think
it
needs
to
be
addressed
in
a
discussion
this
evening.
B
C
E
Like
to
hear
from
them,
so
we
had
a
discussion
like
Miss
abrahamson,
said
in
cabinet
about
this
increase
in
those
same
conversations
were
had
that
neighboring
district
has
increased
their
step
increase
which
up
to
40,
which
potential
retirees
or
anyone
after
that
28
years,
and
so
we
wanted
to
our
as
cabinet
feel
like
it's
also
necessary,
and
we
want
to
make
sure
it's
the
desire
of
the
board
to
feel
like
to
see
where
and
how.
Far.
E
C
Like
to
know
what
what
the
cabinet
thinks,
what
the
administrators
in
the
district
think
what
superintendent
is
going
to
reasonably
request
this
board,
because
these
are
these-
aren't
really
requests
they're,
just
information
as
to
what
what
is
I'd
like
to
know
what
the
administration
would
like
to
request
in
terms
of
a
percentage
increase
in
number
of
years,
except
and
so
forth.
So
but
I
have
some
thoughts
of
my
own,
but
I
mean
I,
don't
want
to
take
up
the
whole
time
of
the
board
and
conversing,
but
but
I
do
have
some
thoughts.
E
C
Then
I'd
like
to
make
a
recommendation
I'd
like
to
State
some,
because
I've
done
a
little
figuring
on
the
four
percent
between
the
four
and
six
percent,
there's
a
difference
of
five
million
three
hundred.
Ninety
three
thousand
nine
hundred
sixty
nine
dollars
the
same
the
same
differential
between
the
six
and
eight
percent,
the
total
difference
would
be
in
deficit
would
be
for
the
eight
percent,
five
million
393
968.
C
for
a
total
of
21.5
million.
If
we
take
it
a
step
further
to
ten
percent,
you
still
have
the
same
differential
and
it
would
be
instead
of
six
million
four
hundred
and
fifty
eight
thousand
seven
hundred
seventy
two
dollars
at
the
eight
percent.
If
you
go
to
a
ten
percent,
then
it
would
be
a
deficit
of
11
11
million
eight
hundred
fifty
two
thousand
seven
hundred
forty
dollars
because
there's
a
differential
there
of
539
300
and
968
thousand
dollars.
So
what
I'm
saying
is
I
would
like
to
see
us
considered
a
10
and
I'll.
C
Tell
you
why
Charleston
is
in
the
process
of
considering
at
a
minimum
of
fifty
thousand
dollars
and
upwards,
which
has
been
recommended
upwards
of
fifty
eight
thousand
dollars
for
starting
salary.
First
year
teacher
ours
was
at
43
42
6.,
a
10,
which
is
what
would
that
be
4
300.
That
would
still
be
forty,
seven
thousand
dollars,
which
would
be
three
or
four
thousand
dollars
less
than
what
Charleston
does
at
their
minimum.
C
Ladies
and
gentlemen,
if
we
do
a
four
or
six
percent,
we're
going
to
put
ourselves
even
even
farther
behind
the
mass
Exodus
is
going
to
be
like
Moses
leading
the
children
of
Israel
out
of
Egypt
they're,
going
to
leave
here
in
droves,
they're
already
leaving
we're
not
talking
about
just
teachers
are
talking
administrators
and
classify
people.
It's
up
to
us
to
link
the
the
tough
decision
to
spend
some
money
and
I'll
be
honest
with
you.
C
I
would
like
for
finance
superintendent,
to
review
that
and
come
back
to
the
next
budget
workshop
for
the
amount
of
money
that
it
would
cost
because
I
already
know
the
10
percent.
11
of
this
is
a
deficit.
11
million
eight
hundred
fifty
two
thousand
seven
hundred
forty
dollars
I,
don't
know
how
much
it
would
cost
to
go
from
28
to
35,
but
I
think
we
need
to
look
at
it
because
people
are
leaving
our
district.
We
used
to
be
a
family-oriented
district
and
no
we're
not.
It
looks
like
we.
C
D
B
Right
on
the
oh,
are
you
looking
at
the
general
fund?
Amendment?
Are
you
looking
at
yes?
Yes,
school
bus
driver
salary,
that's
a
reduction
from
the
state,
that's
not
our
reduction!
That's
a
reduction
from
the
state!
We
originally
projected
2.4
million
okay,
the
state.
Actually,
we've
acquired
two
two
million,
so
there
is
a
deficit
there,
and
so
we
dropped
our
projection
for
23
24,
and
that
was
money
that
comes
from
the
state.
That
was
not
our.
We
didn't
drop
any
bus
driver,
salary
or
anything
as
a
result
of
that,
it's
just.
B
G
G
B
Ma'am-
and
we
can
we'll
do
it-
Mr
Barrow
asked
us
to
do
it
up
to
35
years.
Is
that
amenable
to
this
to
the
full
board?
Or
do
you
want
us
to
try
some
other
scenarios.
G
G
I
want
to
ask
about
housing.
How
does
that
fit
in
with
Berkeley
County
I
know
we
don't
offer
it
now,
but
that's
another
thing
that
Charleston
County
is
offering
housing
on
allowance
for
housing.
Is
it
possible
that
we
could
look
at
that
as
well
and
propose
something
in
the
budget
for
housing,
because
we
do
have
people
coming
in
looking
for
apartments?
G
But
if
Berkeley
County
has
a
set
of
apartments
or
has
an
agreement
with
some
rental
agency
company,
where
you
know
we
could
get
an
apartment
cheaper
than
the
going
rate
just
for
School
District
employees.
Of
course
there
would
be
stipulations
on
the
length
of
time
and
who
would
be
there
whether
they're
single
married
children?
You
know
if
we
could
look
into
that,
because
I
think
housing
is
so
important,
since
a
lot
of
our
people
are
coming
from
others
States,
just
just
a.
E
Thought
board:
member
okay
Bradley.
We
are
we're
trying
to
also.
We
know
that
salaries
also
are
a
huge
component,
but
then
we
are
also
looking
into
other
incentives.
You
know
that
we
could
couple
with
that.
You
know
housing
has
been
like
that's
a
the
lofty
has
been
tossed
around
but
like
looking
at
child
care
or
other
options
that
we
could
think
of
recruitment
or
retention.
Type
stipends
also
need
to
be,
can
be
considered
as
well.
So
we
will
definitely
keep
that
in
consideration.
Yes,
ma'am
at.
G
Least,
let's
talk
about
it
if
you
talked
about
if
the
cabinet-
and
you
talk
about
it,
I
need
to
hear
that
it's
being
discussed
so
that
when
I
get
this
email
about
the
step
increases
like
Charleston,
County,
I'm,
happy
that
Mr
Barrel
has
brought
it
up.
Then
I
can
send
back
an
email
to
whoever
ask
me
that
question
as
to
what
Berkeley
County
is
looking
into
so.
C
I'd
like
to
ask
a
question
unrelated
to
the
discussion
here,
but
it's
still
about
salaries.
I
had
a
conversation
with
some
people
today
and
they
were
concerned
just
school
school
level.
Employees
and
I
did
not
know
that
the
district
salary
schedule
has
now
separated
the
administrator's
salary
schedule
from
the
teachers.
C
C
salary
per
day
is
roughly
412
dollars.
27
year
old
a
year
veteran,
that's
an
assistant
principal
with
the
same
degree.
Master's
plus
30
is
315
a
day.
That's
97
a
day
different
between
the
teacher
who's
on
the
high
end
and
an
administrator
who's
on
the
low
end.
I'm,
not
saying
the
teacher
doesn't
deserve
that
I'm
saying
that
there
used
to
be
commensurate.
They
used
to
be
together
with,
and
there
was
a
the
teacher
salary.
There
was
a
there
was
an
adjustment
for
the
administrator's
salary.
C
C
C
The
administrator
would
look
at
the
teacher's
salary
and
then
it'd
be
an
index
times
a
certain
amount
for
an
index.
I,
don't
know
where
the,
where
the,
why
there
was
a
separation,
but
it
doesn't
I
was
not
made
aware
of
it
and,
of
course,
I'm
sure
I
approved
the
salary
booklet,
but
to
my
detriment,
I
didn't
read
it
all
and
the
people
that
were
affected
by
it
just
found
out
about
it.
C
So
I
think
this
Board
needs
to
look
into
it,
because
I
can't
see
an
administrator
making
less
a
day
than
a
teacher,
not
that
our
teachers
were
there
repented,
but
the
administrator
is
not
worth
ninety
seven
dollars
less
a
day.
They
work
just
as
hard
so
I'd
like
for
I'd,
like
for
the
board
to
consider
revisiting
that
and
perhaps
putting
these
putting
these
salary
schedules
back
together
with
with
the
with
the
adjustment.
A
To
say,
I
would
like
to
see
money
this
year
from
what
we
have
available
and
next
year
for
retention
bonuses
and
also
hiring
bonuses.
Those
are
one-time
expenditures,
that's
completely
logical
things
to
spend
out
of
the
fund
balance
and
I
think
we
should
set
aside
a
significant
amount
of
money
to
retain
the
people
who
are
working
for
us
and
to
also
pay
sign-on
bonuses.
I've
talked
to
the
superintendent
about
it.
I
know
he
had
taken
it
up,
but
I
wanted
to
say
that's
my
along
with
base
salary.
A
That's
my
one
of
my
main
focuses
for
this
budget
is
retention
and
also
recruiting
I.
Think
an
entire
package
is
good,
but
when
you're
thinking
about
moving
somewhere
and
you're
going
to
get
an
immediate
shot
in
the
arm
to
be
able
to
move,
to
be
able
to
re-establish
yourself
or
if
you're,
a
15-year,
employee
and
you're
thinking
about
doing
something
else
and
there's
a
significant
investment
made
in
your
retention,
I
think
it
says
a
lot
to
the
employees.