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From YouTube: Commissioners Work Session - May 8, 2018
Description
Work session of the Buncombe County Board of Commissioners from May 8, 2018. To view the agenda, please visit buncombecounty.org/commissioners.
B
A
C
To
review
the
trans
briefly
again,
education
expenses
in
the
general
fund,
separate
to
28%
of
all
general
fund
budgeted
expenditures
depicted
here
are
each
year's
total
contribution.
The
totals
are
broken
out
into
the
salary
supplements
in
the
light
blue
other
operating
expenses
in
the
dark,
blue
and
again
want
to
reference
the
fiscal
year.
C
2016
4.6
million
dollars,
which
was
a
one-time
dollar
amount,
approved
by
the
Board
of
Commissioners
as
a
transfer
I'm
to
pay
debt
service
in
support
of
Asheville
City,
Schools,
Isaac,
Dixon
and
Asheville
middle
school
capital
projects,
growth
and
the
budgeted
expenditures
from
fiscal
year
14
to
fiscal
year.
18
is
22
percent.
C
The
increases
from
each
fiscal
year
to
the
next
are
depicted
I'm
at
the
top.
Finally,
for
your
reference
in
the
top
corner
in
February
reviewed
the
combined
average
daily
membership
for
data
that
was
available
at
the
time
updated
in
the
sorry
that
was
the
magenta
line,
so
the
blue
has
been
updated.
I
was
able
to
locate
on
the
Department
of
Public
instruction's
site,
the
allotted
average
daily
membership
for
each
Asheville
City
in
Buncombe,
County
Schools,
which
also
includes
charter
schools,
so
that
is
depicted
in
the
top
corner.
C
Willing
to
additionally
provide
you
with
information
around
other
general
fund
support
that
is
provided
for
public
education.
That
consists
of
the
three
categories
here,
so
funding
for
school
resource
officers,
the
school
nurse
program
and
the
school
social,
those
dollars,
sponge,
31
school
nursing
staff,
they're,
a
partnership
with
Mae
heck,
22,
school
resource
officers
and
four
school
social
work
prevention
staff.
E
Afternoon,
everyone
thank
you
for
having
us
dr..
Patterson
was
actually
supposed
to
start
when
she
looked
at
me
and
said
age
before
beauty,
so
here
I
am
so
ready
or
not.
I
do
want
to
introduce
a
very
special
leadership
thing
that
I've
brought
with
me
from
Buncombe
County
Schools
and
first
month
right
hand
to
my
right.
My
right
hand,
person
is
Suzanne
Swan,
our
associate
superintendent,
who
think
I
look.
You
know
Debra
frisbee,
he
was
our
chief
finance
officer.
E
F
E
Cynthia
Lopez
is
there
we
add
an
executive
title
to
her,
because
when
you
look
at
our
budget,
90
percent
of
the
operating
budget
is
in
human
resources.
So
we
figured
we
needed
to
add
an
executive
onto
her
title
and
then
a
very
special
resource
for
Buncombe,
County,
Schools
and
a
really
leader
is
enough.
Student
services
counseling,
especially
David
Thompson,
is
with
us
today.
So
with
that.
E
E
This
is
I,
think
the
third
largest
area
for
home
school.
We
also
have
some
extremely
high
quality
choices
for
private
school
and
we
certainly
have
a
growing
charter.
School
population
enrollment
is
on
a
decline
I'm
going
to
show
you
a
slide
in
just
just
a
little
bit
that
will
show
that
decline,
sort
of
stable
stabilizing
to
some
degree.
But
when
you
look
at
the
six
districts
in
Buncombe
County,
what
we
find
most
interesting
in
terms
of
the
pattern
has
to
do
with
affordable
housing.
E
But
when
you
look
at
the
DPI
projections-
and
that
goes
all
the
way
to
2025
26
whatever
that
means
I,
don't
think
you
go
beyond
five
years
as
a
long
shot,
but
they
have
expanded
that
length
of
time.
You're
gonna
see
Buncombe
as
compared
to
our
neighboring
counties.
The
NC
County,
showing
a
similar
pattern,
McDowell
County
neighbors
to
the
east
and
then
Madison
County
neighbors
to
the
north,
and
our
next
slide
will
show
Haywood
County,
which
is
to
our
West
in
a
similar
pattern.
E
That's
being
projected
through
dpi
numbers,
Transylvania,
Henderson,
County
and
both
welcome
and
Henderson
represents
the
two
largest
school
districts
in
the
West,
Western
Charlotte
and
then
Asheville,
City
and
I.
Think
you're
gonna
see
that
and
Denise's
slide
that
they
show
are
showing
that
upward
trend,
which
is,
would
you
certainly
go
a
good
thing
for
that
particular
school
system
and
anytime
stop
and
ask
questions
again?
That's
why
I
have
a
leadership
team.
If
I
can't
answer
the
question,
I
think
I've
got
good
resources
to
have
any
answer
for
you.
E
Does
everyone
have
a
copy
of
these
slides
in
front
of
them,
because
some
of
this
information
I
think
the
numbers
are
going
to
be
read.
I
think
this
is
a
very
important
slide
for
pupil
expenditures
and
the
reason
that
I
want
you
as
commissioners
to
take
a
closer
look
at.
It
is
I
think
this
is
a
feel-good
slide.
E
If
I
were
a
commissioner
I've
been
a
veteran
commissioner
I'd
feel
pretty
darn
good
about
what
you're
gonna
see
on
this
particular
slide.
As
you're
aware
our
sources
of
funding
or
state
federal
and
local
for
us
and
I'll
show
you
slide
in
just
a
few
minutes.
The
majority
of
our
funding-
and
this
is
different
from
Asheville
city
majority
of
our
funding-
comes
from
the
state
like
60%
of
that
funding
from
state
sources.
E
You
should
feel
very
proud
in
terms
of
the
support
for
public
education
here
in
Buncombe,
County
Nashville
city.
When
you
look
at
the
rank
across
the
state,
you
will
see
that
state
funds
for
Buncombe
County
Schools
for
1617
there's
a
hundred
and
fifteen
school
systems
in
the
state
and
we
rank
95th
with
that
amount.
So
again,
we're
below
that
that
average,
in
terms
of
state
funding
that
comes
to
us,
when
you
look
at
federal,
we
rank
96th
even
a
rank
lower
again,
you
can
see
the
figures
as
they
have
decreased
across
these
five
years.
E
But
then,
when
you
look
at
local
again,
those
figures
have
increased
and
for
us
out
of
115
school
systems,
Buncombe
County
Schools
ranks
19th
for
16
17
terms
of
local
funds.
That's
a
very
good
thing
and
again
I
think
that's
something
that
the
Commission
should
certainly
take
a
lot
of
credit
over
in
terms
of
being
able
to
say
you
support
local
school
systems.
E
Any
questions
on
that
I
might
also
add
to
you.
We
get
a
lot
of
questions
about
charter
school
and
one
of
the
issues
that
we
continue
to
address
the
superintendent's
and
our
conferences
is
the
whole
aspect.
The
funding
when
a
student
leaves
Buncombe
County
Schools
that
eight
thousand
nine
hundred
and
fourteen
dollars
goes
with
them
to
the
Charter.
E
Some
of
the
concern
we
have
is
if
that
student
leaves
in
August,
yet
they
return
in
January
that
funding
source
doesn't
come
back
with
them.
That's
something
to
keep
in
mind
again.
That's
that's
been
that's
been
something
that
we've
challenged.
I
think
dr.
Patterson
I
both
seen
that
across
the
state
from
superintendents
next
slide.
Some
of
you
might
prefer
looking
at
this
in
terms
of
a
chart
our
chart
again.
E
E
When
you
look
at
our
total
operating
budget
once
again-
and
this
is
important
to
understand,
public
school
funding
are
heavily
dependent
upon
state
funds,
much
less
dependent
this
year
than
we
were
five
years
ago,
but
still
dependent
sixty
percent
again,
the
increase
is
occurred
at
the
local
level.
It's
moved
from
around
twenty
five
percent,
like
at
nine
ten
and
now
thirty
percent,
and
then
the
lower
amount
of
federal
funding
that
represents
our
total
operating
budget.
H
E
Go
ninety
percent
of
it
goes
to
Human
Resources
salaries,
benefits
I,
don't
think!
That's
unusual,
I,
don't
think
that's
out
of
line.
We
are
a
people
business.
We
are
business
to
to
focus
on
the
learning
environment,
for
our
students
heavily
with
staff
for
staff
and
again
the
state
funding
that
comes
to
us
does
not
adequately
cover
all
the
positions
that
we
need
in
order
to
do
our
job
and
I
think
that's
true
across
the
board.
I
think
you're
going
to
see
that
as
well
from
from
dr.
E
Patterson's
presentation
in
order
to
meet
the
needs
and
I'm
going
to
talk
a
little
bit
at
the
end
of
this
presentation
about
what
you've
identified
is
your
priorities
and
I.
Think
especially
several
of
those
priorities
speak
to
the
increasing
needs
that
you
find
in
the
community
that
anytime
there's
a
need
in
the
community.
The
odds
are
extremely
high.
That
you're
gonna
see
that
overflow
into
the
schools
it's
directly
connected.
E
Retention
strategies,
incentives
we've
been
very
fortunate
when
you
look
across
the
state
in
terms
of
our
ability
to
not
only
retain
our
staff,
our
professional
educators,
but
also
to
attract
them
and
three
of
the
areas
that
we
feel
very
confident
that
we
have
been
able
to
address
is.
First,
we
looked
at
the
living
wage
I
recall
two
years
ago
that
that
was
brought
an
issue
that
was
brought
to
us
from
the
commissioners
factum,
alas,
MS
Lopez
as
a
handout
for
you.
E
That
gives
more
specific
information,
as
you
start
to
compare
both
our
certified
and
non-certified
staff.
Certified
staff
teachers,
counselors
principals,
central
office,
non-certified,
we're
talking
about
our
instructional
assistants,
we're
talking
about
our
bus
drivers,
our
cafeteria
workers,
on
both
of
those
cases.
We
kept
an
eye,
especially
on
that
figure,
as
it
relates
to
what
attracts
people
into
this
profession.
Hopefully
number
one.
First
and
foremost,
is
they
have
a
love
of
kids.
E
They
have
a
story
to
tell,
but
it
also
doesn't
hurt
that
we've
got
a
good
benefit
package
and
for
specially
for
many
of
our
non
certified,
that's
important.
So
when
you
look
at
that
total
package,
you
talk
about
living
wage,
that's
included
as
well,
and
then
thank
you
for
increasing
the
local
supplement
and
the
person
that's
going
to
be
handing
out.
E
E
And
it's
it's
it's
interesting
to
ask
Cynthia
last
week
when
people
come
up
and
ask
you,
questions
about
Buncombe,
County,
Schools,
half
the
time
they're
coming
up
to
ask
about
the
affordable
housing
and
the
apartments
and
I
see
this
as
a
longtime
neighbor
of
Buncombe
County
I
see
this
is
a
possibility
to
expand
into
other
public
service
agencies
as
well,
because
affordable
housing
is
an
important
topic.
It's
actually
one
of
your
priorities.
If
I'm
not
mistaken
as
Lopez,
do
you
want
to
hand
that
out
and
anything
you
want
to
address.
I
J
I
K
The
supplement
for
non-certified
staff
has
remained
the
same.
It's
ten
point,
seven,
seven
percent,
but
two
years
ago
the
commissioners
you
gave
us
additional
money
to
put
into
the
salary
schedules
for
our
non-certified
staff,
which
we
did
I
did
not
provide
a
comparison
here,
but
I
could
do
that
back
in
June
of
2016,
I.
K
Think
I,
provided
you
some
information
and
we
had
well
over
700
of
our
non
certified
employees
who
were
making
in
the
twelve
dollar
range
and,
as
you
can
see,
because
of
the
additional
funding
that
you
provided
to
us
and
then
also
because
the
state
last
year
gave
non
certified
employees
a
raise
that
increased
the
base.
The
first
time
in
many
years
we
have
been
able
to
get
it
to
the
point
that
it
is
now.
I
K
F
K
K
L
I
I
think
that's
I
don't
want
to
get
on
a
soapbox
either
because
I
can
get
on
it
for
that,
for
that
one,
but
I
think
so.
Commissioner
Frost's
point
is:
is
no
one's
doubting
or
no
one's
at
all?
You
know.
We
just
want
to
make
sure
that
the
same
amount
of
concern
isn't
given
to
the
teacher
assistants
and
the
others
that
non-certified
that
we
are
that
we
are.
We
talk
about
teachers
all
the
time
and.
I
I
K
N
E
I
P
E
E
That
you
see
and
that
particular
funding
for
this
year
is
five
million
six
hundred
forty-seven
thousand
two
hundred
eighteen
dollars
now
the
best
way
and
again
oversimplifying
I
can
say
to
you
is
if,
of
course,
the
ball.
One
household
doesn't
have
anything
close
to
this
more
like
five
hundred
and
sixty
four
dollars,
but
that's
the
same.
E
Flowing
in
and
out
close
the
key
because
it's
there
for
cash
flow
and
it's
there
for
emergencies,
but
it
always
needs
to
be
replenished.
State
law
requires
Monken
county
government
to
have
a
certain
percentage.
That's
in
this
category
same
reason:
we're
not
required
by
law,
but
it's
just
good
common
sense,
good
common
sense,
if
you
have
a
home
budget,
you're
gonna
have
that
certain
amount
for
savings.
E
When
you
look
at
the
additional
columns
and
we'll
do
my
best
to
explain
those
and
realize
that
the
budget
is
fluid,
the
change
is
from
in
a
24-hour
period,
and
why
does
it
change?
Because
personnel
can
change?
Retirements
can
come
through
all
different
changes
in
personnel.
Remember
the
slide
that
I
presented
earlier-
and
it
is
a
very
important
slide.
90%
of
our
operating
budget
is
in
personnel,
so
can
fluctuate
when.
E
That
was
the
last
year
that
we
had
a
sizable
amount
of
what
we
call.
These
are
non
spendable
funds,
because
they're
dedicated
and
they're
dedicated
in
this
case
the
pre
pays.
So
what
happened
in
1314?
That's
where
we
were
able
to
actually
pay
our
insurance
fees
for
the
subsequent
year
ahead
of
time.
We
did
that
before
the
end
of
the
fiscal
year.
It's
Frisby
jump
in.
E
E
When
you
look
at
restricted
again
state
by
state
statute
and
I,
think
that's
true,
Mandy
I
think
that's
true!
A
county
government.
You
have
a
certain
percentage.
You
can
see
that
ours
has
been
has
reduced
because
it's
on
a
percentage
basis
and
for
fiscal
year
1617,
291,000,
$133
I
talked
about
committed
funds,
that's
one
month's
operating
expenses
that
represents
1/12
of
our
local
budget.
That's
symbolically
the
piggy
bank
that
you
don't
crack
into.
E
Unless
you
have
to
and
many
times
we
have
to
dip
in
then
replenish
to
maintain
that
level
according
to
our
guidelines
and
again
with
cash
flow.
I
could
not
imagine
we're
the
13th
largest
school
system
in
the
state
of
North
Carolina
I've.
Had
this
raise
well,
why
doesn't
that
amount
of
money
just
stay
with
the
county?
E
The
question
mark
comes
into
a
sign
and
that's
where
it
gets
confusing,
but
we
have
assigned
funding
for
subsequent
years
expenditures.
So
in
other
words,
even
though
it's
shown
on
this
chart
and
just
specifically
for
million
one
hundred
twenty-five
thousand
five
hundred
fifty
eight
dollars
that
for
1617
budget
was
already
a
sign
for
something
in
1718.
E
So
it's
not
available
that
where
it
does
get
somewhat
confusing,
but
go
back
to
again
simplifying
that
that
savings
that
amount
that
we
need
cash
flow
purposes.
That's
there
in
case
of
emergency.
Thank
goodness!
We've
not
had
to
tap
into
it,
because
then
that
does
require
us
to
go
through
our
board
to
address
the
needs,
and
then
you
can
see
unassigned
and
once
again
back
in
1314.
E
E
Q
I
Q
Q
E
Example
is
a
retirement
that
occurs
during
the
school
year.
Retirement
would
represent
30
in
most
cases,
30
plus
years,
which
would
be
at
the
highest
point
in
salary
and
and
generally
speaking,
generally
speaking,
that
replacement
is
going
to
come
in
on
a
far
lower
salary
scale,
so
that
that
differential
comes
back
in
is
cost
savings
to
us
and
the
other
issue
that
can
happen.
We
could
have
a.
E
We
could
have
a
teacher
go
out
on
some
type
of
medical
leave
and
after
a
period
of
time
you
know
we're
bringing
a
substitute
in
that
is
far
less
costly,
or
we
may
make
a
decision.
Mr.
pryor,
that,
based
upon
our
budget
in
that
department,
that
may
be
a
staffing
position,
we're
just
going
to
hold
open
until
the
end
of
the
school
year
until
we
have
an
adequate
pool
of
applicants
for
the
principal
to
support.
E
A
I
agree
this
stuff,
it
is
complicated
and
we
have
spent
a
lot
of
time
talking
about
it
for
our
organization
trying
to
understand,
you
know
what
do
we
really
need
and
it's
it's
it's
been
something
I
think
we're
getting
a
better
handle
on
I,
don't
think
we're
totally
there
yet
for
us,
it's
really
we're
asking
ourselves
the
same
questions.
One
question
is
for.
B
Q
E
E
So
that's
again,
the
personnel
plays
such
a
such
a
hero,
high
school
semesters,
most
have
you've
had
high
school
students
coming
through.
Remember
we
split
that
year,
and
so,
when
you're
looking
at
teachers,
there
tends
to
be
that
loss
would
take
place
if
there's
a
teacher
that
leaves
usually
after
that
semester
break
so
that
tends
to
plague
into
when
you've
got
a
shift
in
funding.
It's
it's.
E
Q
Q
E
Once
again,
I'm
went
back
to
that
to
the
big
picture
Chara
when
60%
of
your
funds
to
operate
your
school
system
is
based
upon
state
funds.
The
state
doesn't
have
a
nice
neat
timeline
that
is
consistent
from
year
to
year.
When
that
funding
comes
to
us-
and
it
varies
so
you
may
have
your
one
year-
may
look
a
little
bit
different
in
a
certain
area.
That's
that's
very
heavily
in
state
funds,
local,
much
more
consistency,
because
it's
the
access
I
mean
it
makes
sense.
A
L
G
F
I
E
Okay,
our
proposal:
it's
going
to
represent
a
again
from
my
big
picture
standpoint,
so
five
percent
increase
over
the
previous
year,
3.6
percent
of
that
in
salaries
benefits
some
of
that
already
determined
by
the
state
and,
let's
see,
we've
got
the
slide
up.
Okay,
for
this
is
certified
personnel,
primarily
two
areas,
teachers
and
assistant
principals-
that
four
percent
pay
increase
and
remember
when
we
say
pay
increase.
This
is
reflective
of
the
fourteen
percent
of
our
total
employees
in
Buncombe,
County
Schools
fourteen
percent
or
paid
locally.
E
E
E
For
two
reasons.
We
believe
this
is
just
again
common
sense
to
request
this.
We
do
anticipate
that
the
state
is
going
to
begin
their
budget
session
next
week
is
going
to
look
at
some
type
of
salary
increase
that
will
impact
all
state
employees,
especially
impacting
which
we
talked
about
earlier,
our
non-certified
staff
we're
estimating
that
be
three
percent
now.
Why
is
that,
from
my
standpoint?
E
I'll
just
just
put
it
on
the
table.
It's
an
election
year
number
one
and
number
two
there
is
a
revenue
of
considerable
I,
think
300
million
dollars,
it's
that
is
there
from
the
state.
So
we
anticipate
that
that
is
there's
a
likelihood
that
that's
going
to
occur.
So
this
is
our
best
projection,
both
ourselves
and
the
city,
that
this
3%
is
it's
a
projection
and
again
the
timing.
E
Second
area,
this
comes
to
you.
Historically,
it's
coming
to
you
for
decades,
as
the
state
each
year
looks
at
in
increasing
the
employers
matching
retirement
contribution,
that's
a
percentage.
That's
been
increased
in
this
case
is
17
point
13
and
the
latest
information
that
we
both
received
from
dpi
is
it's
going
to
move
to
eighteen
point:
four:
four:
there's
an
increase
there!
That's
going
to
impact
the
state
will
cover
for
state
paid
staff,
but
there's
an
increase
for
that
needs
to
be
matched
for
our
local
employees.
E
This
is
new
I
thought
about
how
to
present
this
to
you
and
what
I'd
say
to
you
is
this:
I've
got
43
principles
in
Buncombe
County
school
if
I
brought
them
all
in
this
room
and
I
asked
them
to
tell
us
coming
to
agreement,
one
concern
they
have
most
pressing
pressing
issue,
not
in
our
schools,
they're,
probably
going
to
use
a
different
term
than
behavior
health,
they're
gonna,
say
mental
health
kindergarten
all
the
way
through
high
school.
We
need
some
help.
This
is
an
area
of
focus.
E
It's
also
as
I
see
an
area
that
you
continue
to
discuss
to
talk
and
prioritize.
We
are
asking
for
essentially
three
positions.
The
first
is
more
of
a
coordinators
position
for
behavior
and
we're
going
to
use
the
term
behavioral
health
because
I
think
it
better
fits
the
need.
Behavioral,
health
and
community
and
great
gates
meant
that
particular
person
and-
and
you
can
read
what
mr.
Thompson
and
he's
certainly
available
because
he's
the
this
is
his
department
he's
coordinating
an
incredible
amount
of
support
services,
but
we
need
help
that
person's
primary
role.
E
David,
in
my
opinion,
is
to
number
one
connect.
The
dots
resources
outside
of
the
schools
continue
to
dwindle.
You
know
that
I've
heard
you
talk
about
that,
but
we've
got
to
connect
them.
We
cannot
do
it
alone
with
us
with
our
school
psychologists,
our
counselors,
our
social
workers.
We
depend
upon
that
connection
and
in
many
cases
when
we're
talking
about
behavioral
health
with
students,
it
expands
out
to
we're
putting
a
support
network
for
the
entire
family,
not
just
that's.
That's
very
important
to
understand.
E
E
Thompson,
the
second
I'm
asking
for
two
specialists-
and
this
is
to
a
company
already
four
specialists
that
we
have
out
there
working
their
primary
role
in
the
classroom,
working
side-by-side
with
the
teacher
working
side-by-side
with
the
students,
that's
their
job
they're
boots
on
the
ground,
they're
directly
in
the
schools,
because,
if
I
we
provide
is
training
for
teachers,
that's
that's
not
going
to
complete
the
need
we
already
have
for
we're
paying
for
them
out
of
paddle.
They
title
for
funds.
We
have
six
school
districts.
E
Our
desire
is
to
at
least
have
one
of
these
specialists
for
each
of
the
six
districts
that
is
available
for
those
schools
in
that
particular
district.
Simply
through
a
phone
call
and
they're
embedding
themselves
in
classrooms,
but
that
is
a
tremendous
need
that
we
have
and
again
I've
heard
it
from
principals.
I've
heard
it
continuously
for
the
past
four
years.
This
is
a
need,
and
it's
time
we
have
got
to
do
something
about
because
we're
almost
in
crisis.
You
see
the
crisis
mode
in
the
community.
E
I
know
that,
because
I
hear
you
talk
about
it,
you've
had
presentations
in
front
of
you
from
the
community.
What
happens
in
that
community
comes
into
your
schools,
no
bones
about,
and
the
impact
is
on
kids.
If
we
can
intercede.
If
we
can
address
those
needs
early,
the
earlier
we
can
address
them.
You've
got
an
emphasis
on
pre-k
good
job
earlier
we
can
address
them
the
better
chance.
We
have
that
we're
going
to
be
successful
and
have
these
kids
graduate
that's
a
request
and
my
total
on
that.
E
Yes,
my
total
Debra
is
on
the
final
sheet,
so
we'll
we'll
pick
that
graduation
initiative
you've
had
a
number
of
presentations
over
the
years.
Thanks
to
the
support
that
was
provided.
As
mr.
all
says,
this
is
support.
That's
coming
from
the
taxpayers
of
bumpkin
County
last
year,
our
cohort
graduation
rate
four
years.
Eighty
six
point
five
highest
we've
ever
had
and
in
this
little
fact,
since
2006,
when
the
bill,
Murdoch
and
I
came
before
you
and
asked
for
assistance
with
that,
we
have
reduced
the
dropout
numbers
by
fifty
seven
percent
since
2006.
E
These
are
two
important
programs.
Important
functions
under
graduation
initiative
that
we
have
been
dependent
upon
grants,
Sisera
mercy,
grant.
We've
run
out
of
that
grant.
We
actually
ran
out
of
it
this
past
year,
so
we're
having
to
find
funds
this.
This
is
essential
to
helping
us
graduate
kids.
The
first
is
Twilight
school.
We
do
that
over
four-week
period,
it's
after
school,
it's
up
at
our
Nesbitt
Discovery
Academy.
The
funding
that
we're
asking
for
by
the
way
is
for
staffing
to
provide
that
program.
E
We
have
fifty
to
sixty
students,
that's
not
on
your
PowerPoint,
but
that's
the
impact
per
year,
and
it
allows
them
to
recover
credits
and
if
they
ever
fall
behind
with
credits
at
that
high
school
level,
it
reduces
directly
their
percentage
chance
of
graduating,
especially
graduating
on
time.
So
this
is
an
essential
program.
Many
mister
is
essentially
our
summer
school.
It's
our
summer
programs.
We
run
it
from
June
to
August.
The
impact
is
200
to
275
students
that
go
through
that
program
again
its
course
recovery.
It's
additional
courses
that
are
offered.
E
We
also
at
the
end
of
the
program
we've
had
up
to
around
35
36
students
that
actually
graduate
at
the
end
of
that
summer
school
program.
These
are
two
essential
services
under
graduation
initiative.
To
keep
that
drop,
keep
those
dropout
numbers
low.
We
need
some
help
with
it.
Grants
are
wonderful.
You
heard
me
say
this
about
federal
money.
When
the
when
stimulus
came
is
like
the
Marines
hit
the
beach.
E
The
only
problem
is,
we
know
the
Marines
are
going
to
be
leaving
at
some
point
time
same
thing
with
grant
funds,
so
we
need
some
assistance
with
that.
That's
sixty
five
thousand
dollars
and
again
that's
that's
staffing.
This
is
a
request
that,
for
the
third
year
of
the
row,
we've
asked
about
text
books
again.
This
is
something
that
was
brought
up
by
the
commissioners
several
years
ago.
This
is
where
we
need
this
final
phase
in
this
is
math
textbooks
we're
moving
to
new
math
standards.
These
workbooks
are
very
important.
E
We
feel
very
confident
in
terms
of
what's
taking
place
and
those
math
classrooms.
This
allows
us
for
system
our
size
to
have
consistency,
textbooks
again.
When
you
look
at
state
funding,
it's
one
of
those
areas
that
has
been
drastically
reduced
over
the
years.
In
fact,
we
went
through
several
years
where
there
were
no
textbook
funds,
so
it's
just
slowly
coming
back
8,000
dollars,
I
think
that
essentially
repeats
what
was
asked
the
previous
two
years.
E
Energy
conservation,
we
feel
very
good
about
the
program.
That's
truck
that's
taking
place,
but
let
me
tell
you
the
rebates,
the
light
bulbs
that
we
we
save
money.
We
save
money,
but
we're
always
subject
to
rates
to
things.
We
don't
control
and
that's
energy
rates,
and
we
don't
control
mother
nature
and
we've
gone
through
a
doozy
of
a
winter
with
mother
nature.
Sure
you
so
we're
asking
for
378
thousand
dollars
to
assist
us
with
these
rate
increases
to
get
us
back
home
again.
E
I
feel
confident
that
in
the
future
over
the
years,
we're
going
to
continue
sort
of
being
very
fluid
to
balance
out
with
the
energy
rebates
and
the
savings
that
we're
going
to
have
from
from
all
the
efforts
that
we're
making
both
city,
county
and
I
think
a
BTEC
as
well
and
I
just
want
to
show
you
a
chart
that
that
may
hopefully
gives
you
some
comfort
to
some
extent,
and
that
is
I.
Want
you
to
focus
on
the
the
bar
line,
because
what
I
think
it
shows
and
remember.
E
If
you
look
at
the
last
spike
that
represents
this
past
winter,
when
you
look
at
what
happened
in
January
February,
where
the
spike
is
the
highest
in
the
BACtrack
into
November,
it's
been
a
long
winter,
and
this
is
impacted
us
as
well.
So
when
you
consider
the
impact
of
that,
along
with
additional
facilities,
that
we've
opened
we're
keeping
both
nostrils
above
water,
but
they
can,
they
can
go
under
at
any
time.
E
So
that's
a
request
that
we're
making
summary
proposed
increase
continuation,
two
million
three
hundred
two
thousand
eight
hundred
sixty
one
dollars
proposed:
increased
expansion,
260
thousand
four
hundred
eighteen
and
then
sustaining
operations.
Six
hundred
forty-one
thousand
three
million
two
hundred
four
thousand
two
hundred
seventy
nine
dollars
and
I
said
earlier.
It
represents
I
think
a
five
percent
increase
over
over
the
previous
previous
year
budget
timeline.
E
I
always
include
this
because
it's
a
thorn
in
the
side
when
you
consider
again
our
dependence,
heavy
dependence,
60%
upon
state
funding
to
come
to
you
with
local
fund
requests,
but
we
don't
yet
know
really
what
the
state
funding
issues
are
going
to
be
what
the
final
budget
is
going
to
look
like.
So
we
do
our
very
best,
and
some
of
this,
in
all
honesty,
is
projecting
the
best
that
we
can
on
the
available
information.
E
So
I've
shared
that
timeline
with
you
and
then
finally,
I
want
to
conclude
just
bringing
up
a
slide.
That
shows
your
priorities
and
I
think
we're
aligned,
I,
think
you're
going
to
find
in
all
three
of
our
school
systems
are
aligned
with
those
affordable
housing.
We
talked
about
the
teacher
campus
I
think
that's
going
to
be
expanded
in
the
future
clean
and
renewable
energy,
again
the
efficiency,
the
increase
and
what
we're
trying
to
do
out
in
our
school
buildings
the
sustainability
these
diverse
community
workforce.
This
is
a
challenge
for
us.
E
You
continue
to
focus
on
it
when
miss
Lopez
is
out
in
those
job
fairs.
We're
doing
we're
doing
a
a
true
focus
on
making
sure
that
we
have
staff
that
are
in
front
of
our
students
that
reflect
those
students
and
when
you
look
at
Buncombe,
County
Schools
you're
gonna
see
that
16
almost
17
percent
of
our
students
are
Hispanic
Latino.
You
gonna
see
six
and
a
half
percent
that
are
african-american
largest
percentage
Caucasian.
We
have
Asian
Pacific,
we
have
Indian.
E
We
need
to
make
sure
to
the
best
of
our
ability
that
we
are
putting
professionals
in
front
to
model
for
all
of
those
kids
and
it's
a
challenge.
It's
a
challenge,
especially
here
in
Western
North
Carolina,
early
childhood
education.
You
may
know
this.
We
have
15
pre-k
sites
within
our
school
system.
Those
are
head
starts.
We
also
have
three
childcare
centers
in
our
high
schools.
We
have
a
childcare
center
at
Community,
High,
School
justice
resource
resource
support.
E
E
The
last
party
that
you
have
is
opioid
addiction
and
I
will
tell
you
that
we
deal
with
the
impact
of
the
opioid
addiction.
We
deal
with
the
children
of
many
of
those
addicts
we
deal
with
parents,
we've
had
parents
come
into
our
building,
that
we've
had
to
contact
9-1-1
to
provide
narcan
what
mr.
Thompson
and
his
staff
have
put
in
place
with
compassionate
schools
with
resiliency
training.
There's
ever
been
a
time
that
it's
needed,
beginning
in
kindergarten,
for
so
many
of
our
kids.
It's
now
but
I.
Think
again.
E
A
A
R
As
you
can
see,
we
have
been
on
the
steady
increase
with
our
student
enrollment
I'm
dpi
Joyce
provide
projections
for
us
as
well,
but
they
do
not
add
in
the
projections
of
pre-k,
because
pre-k
is
not
part
of
the
student
population.
That's
counted
in
North
Carolina.
So
again,
as
you
see,
our
population
of
students
has
been
on
the
increase
since
2010.
R
We
are
always
looking
at
our
categories
of
our
folks
that
we
employ.
As
you
can
see,
we
have
our
teacher
assistants,
intra-office
staff
I'm,
looking
at
textbooks
as
well
supplies
and
materials,
as
well
as
our
technology
funding
and
again,
as
you
can
see
that
over
the
years
that
that
amount
has
steadily
decreased
since
2008
2009.
R
R
And
dealing
with
our
class
sizes
in
Asheville
City
Schools,
we
have
maintained
the
status
that
the
state
has
provided,
so
our
class
size
is
still
running
accordance
with
their
recommended
class
chain
sizes.
However,
those
were
not
put
in
place
this
year,
but
our
class
sizes
did
maintain,
as
they
had
requested
in
the
past,
and
will
continue
to
do
that
as
well.
In
case
they
decide
that
those
changes
will
be
in
effect.
One
day,
we're
going
to
steal,
adhere
to
those
as
much
as
possible.
F
R
Just
to
look
at
some
of
the
other
areas-
Montfort
North,
Star
Academy-
this
is
the
first
year
of
existence
for
this
whole,
its
focuses
on
science,
technology,
engineering,
arts
and
math.
At
this
time
we
have
just
under
80
students
that
are
their
projected
enrollment
for
next
year
will
be
about
80
students
again
in
the
third
year
of
existence
for
the
school
it
will
be
at
about
80.
So
within
three
years
we
will
see
about
two
hundred
and
forty
students
at
that
school,
and
it
will
eventually
serve
great
six,
seven
and
eight
next
year.
R
R
Looking
at
Asheville
primary
school,
this
is
a
school
that
has
a
Montessori
focus.
It's
one
of
our
magnet
schools.
All
of
our
schools
do
have
a
magnet
theme.
The
theme
there
is
Montessori,
it's
a
child,
centered
approach,
they're
also,
students
have
free
activity,
choosing
and
selecting
their
choice
of
learning
for
the
day.
It
also
focuses
on
free
movement
in
the
school,
so
this
is
the
first
year
of
the
Montessori
concept
and
it
will
expand
to
grades
3
for
next
year.
So
this
time
it
has
kindergarten,
first
and
second
grade
and
mixed
classes.
R
R
One
area
that
we
would
like
to
focus
on
for
the
upcoming
year
is
Asheville
City
learning
program.
This
is
a
program
that
would
be
housed
at
Montfort,
Northstar
Academy
we've
designated
a
highway
just
for
this
learning
program
and
it
will
focus
on
helping
our
students
in
grades,
10,
11
and
12.
So
a
little
bit
about
the
program,
it
will
be
an
alternative
approach
to
learning.
Some
of
our
students
may
need
some
adjustments
in
their
classes.
We
have
students
who
have
work
schedules
that
would
permit
them
to
take
a
couple
of
classes
at
this
learning
site.
R
We
want
to
make
sure
that
we're
able
to
share
some
of
the
resources
I'm
specifically
looking
at
people
resources
there,
because
we
are
increasing
the
number
of
students.
We
would
have
to
increase
the
number
of
teachers
there
as
well,
so
we
would
ask
for
some
teachers,
they
are
looking
at
the
media
coordinator.
It
would
share
between
North
Star
Montfort
North,
Star
Academy,
and
the
learning
program
would
also
share
the
media
coordinator.
So
that
would
be
a
funded
position.
R
They're
looking
at
the
clerical
and
bookkeeper,
we
would
need
a
person
there
to
handle
that
social
worker
would
be
needed
as
well
a
counselor,
and
we
would
need
someone
to
oversee
that
program
for
Asheville
City,
Learning,
Program
and
some
other
benefits
to
the
program
would
be
homebound
instruction.
That
would
be
a
location
if
students
weren't
able
to
go
to
the
regular
school
throughout
the
day.
They
may
have,
for
example,
have
some
other
challenges
that
meet
the
needs
for
homebound
services.
R
Some
of
our
students
may
break
a
leg
or
something
like
that,
and
they
may
need
to
have
an
alternative
learning
setting
that
would
not
allow
them
to
stay
in
school
for
the
entire
day
and
they
would
be
able
to
come.
There
receive
that
instruction
for
cinematic
with
a
certified
staff.
Member
and
again
they
would
share
some
of
the
same
people,
their
media
coordinator,
social
worker
counsellor.
Those
would
be
shared
resources
with
the
two
schools.
R
R
Alternative
learning,
if
that
ol
regular
day,
does
not
meet
their
learning
needs.
This
would
be
a
place
for
them.
We
have
some
students,
as
dr.
Bob,
you
mentioned
some
severe
emotional
needs
that
sometimes
prevent
them
from
going
to
school,
the
entire
day,
some
social
needs,
and
because
we
would
have
that
social
worker
there
that
counselor
there
to
provide
some
intense
opportunities
for
them
to
transfer
back
into
the
regular
setting
or
to
maintain
being
there.
That
would
be
needed,
so
it
would
not
be
for
Discipline
students.
R
Looking
at
Montfort
Northstar
Academy,
it
is
a
middle
school
and
it
implements
the
middle
school
concept.
You
have
four
teachers
there
at
the
middle
school
at
this
time
and
they
serve
our
students
in
the
four
content
areas
of
English
or
English
language,
arts,
math,
science
and
social
studies,
because
we're
adding
another
grade
level
seventh
grade.
R
R
Accounts
were
for
grades,
8,
&
9,
just
a
dedicated
counselor,
some
of
the
things
again
that
we've
seen
in
looking
at
our
middle
school
students
and
working
with
our
9th
grade
students.
It's
a
critical
moment
to
transfer
from
that
eighth
grade
year
to
the
high
school
year
and
really
want
to
focus
on
helping
our
parents
with
that
transfer
from
the
eighth
grade
to
the
ninth
grade.
R
So
we'd
like
that
person
to
really
focus
on
helping
our
eighth
grade,
students
talking
to
them
about
the
transition
to
high
school
and
preparing
for
that
early
home
instead
of
waiting
until
the
summer
or
right
before
the
beginning
of
the
year.
We
really
think
that's
vital
that
they
become
accustomed
to
what's
going
to
happen
and
so
that
foreshadowing
can
really
help
with
that
transition
to
the
high
school,
even
with
their
academics.
R
The
extracurricular
activities
and
really
feel
like
that
will
help
them
whenever
they
move
to
the
9th
grade,
so
that
counselor
would
only
serve
the
student
is
in
eighth
grade
and
serve
the
students
in
ninth
grade.
It's
also
about
building
those
relationships
and
students
really
connect
with
people
who
know
about
their
next
level
or
their
next
transition
level
and
really
want
to
provide
that
stable
person
in
their
life.
So
they
can
transfer
from
the
eighth
grade
to
the
ninth
grade
and
so
we'd
like
that
counselor
to
really
focus
on
those
great
levels
of
students
as
well.
I
R
A
counselor
at
our
high
program
we're
looking
at
revamping
that
program
in
reading
our
program,
that
is,
for
our
students,
who
have
experienced
some
challenges
with
their
behavior.
We
really
need
a
counselor
there
to
also
assist
them
with
managing
their
feelings,
their
emotions
and
have
found
that,
with
the
mental
help
state
that
we're
in
that,
that
person
could
be
a
vital
person
in
the
role
as
they
are
transitioning
through
high
school
and
a
need
for
a
custodian
at
Asheville
high
school.
It
is
a
very
large
campus.
R
The
buildings
are
very
unique
and
the
amount
of
time
that's
needed
to
make
sure
that
those
buildings
are
clean.
We
really
need
that
extra
custodial
staff
and
to
maintain
those
grounds
as
well.
That's
really
been
a
focus
of
ours
and
looking
at
the
cleanliness
of
the
buildings,
and
you
really
feel
like
an
additional
custodian
to
make
sure
that
our
students
attend
a
safe
and
clean
environment
would
be
beneficial
to
them
at
Asheville,
high
school.
R
Look
at
Asheville
primary
school
we've
talked
about
this
earlier
at
this
time.
Asheville
price
Asheville
primary
school
has
one
administrator
that
monitors
the
preschool
part
of
the
building
and
then
there's
and
there's
another
part
that
k3
soon-to-be
building
there.
So
really
it's
a
unique
building
where
it's
pre-k
through
three,
but
we
have
seven
classrooms
that
are
preschool
that
are
in
Asheville
primary
school
in
addition
to
the
four
classrooms
and
our
other
elementary
schools
that
are
also
pre-k.
R
So
when
you're
thinking
about
that
leader,
who
has
to
make
sure
they
stay
in
the
building,
manage
the
pre-k
program
then
manage
the
K
2
program.
Currently,
then
go
to
the
other
sites
that
can
become
cumbersome
on
one
person,
and
so
we
are
in
need
of
making
sure
that
we
have
a
principal
or
a
building
leader
for
the
primary
side
and
a
building
leader
for
the
preschool
side.
R
So
in
recognizing
that
we
are
trying
to
make
sure
that
we
have
that
taken
care
of
at
that
school
site
to
make
sure
we
have
two
administrators
there,
adding
two
teachers
as
well,
because
we
are
increasing
enrollment
at
Asheville
primary
school
and
the
enhancement
teacher.
We
offer
music
art
and
PE
and
want
to
make
sure
that
our
students
at
Asheville
primary
also
have
opportunities
to
engage
in
music,
art
and
PE
as
well.
R
R
So
the
counselor
in
the
AHA
program,
with
the
students
there
they
do
not
have
a
counselor
dedicated
to
them
only
because
we
want
to
make
sure
that
their
schedules
are
correct.
If
there's
an
EC
student,
that's
in
there
AIG
any
level
of
student,
we
want
to
make
sure
that
they
are
taking
the
appropriate
classes
and
getting
the
credits
that
they
need
to
graduate.
R
S
R
One
counselor
could
manage
those
100
students,
but
because
we
wanted
that
counselor
to
pick
up
eighth
grade
in
ninth
grade
eighth
high
school,
it's
just
important
not
to
leave
that
middle
level
out
and
to
kind
of
make
sure
that
we
have
that
transition
from
middle
school
to
high
school
just
want
to
educate
our
parents
on
things
that
are
coming
in
high
school
that
they
may
not
have
thought
about,
and
so
that
counselor
would
be
for
all
eighth
grade.
Just
it's
like
a
transitional
counselor.
L
R
R
Some
trained
to
do
there
would
be
two
different
jobs.
Those
requests
by
those
two
different
jobs.
Yes,
as
the
counselor,
is
more
of
the
educational
side,
but
there
are
also
some
emotional
needs
that
can
be
met
through
that,
especially
at
the
elementary
level.
They
are
used
a
lot
for
that
emotional
and
behavioral
side.
It
just
depends
on
the
level.
R
Dr.
Howard
is
our
Director
of
Student
Support
Services,
and
we
have
a
team
of
social
workers
that
provided
support
to
our
students
at
Asheville
middle
school,
so
just
depending
on
the
time
of
day,
even
still
now
that
team
is
available
to
make
sure
that
they
can
go
to
the
school
and
provide
any
emotional
support.
R
Any
type
of
support
that's
needed
for
that
student.
We
also
partner
with
family
preservation,
and
they
also
help
us
in
providing
support
to
the
students.
But
at
the
time
of
the
tragedy,
Rowan
County
was
a
very
nice
and
gracious
to
allow
some
of
their
counselors
and
other
support
staff
to
come
over
and
to
provide
just
that
listening
ear
and
that
intense
support
for
our
students
and
our
board
chair
she's
a
background
in
mental
health.
So
she
may
want
to
add
to
the
type
of
support
that
we
do
provide
to
our
students.
U
They
sent
over
additional
counselors.
We
have
a
lot
of
community
support
where
additional
counselors
within
the
community
came
in
and
we
already
had
people
assigned
to
the
different
schools.
So
they
met
the
students
and
the
staff
there
at
the
schools.
They
were
they
at
4
o'clock
in
the
morning,
ready
to
meet
the
students
and
they
provided
support
for
them
for
the
rest
of
that
week
and
the
following
week,
and
they
still
have
groups
that
they
have
for
those
students
that
continue
to
need
support.
So
we.
R
Think
because
of
their
background
and
their
training
that
they
have
that
they
are
able
to
have
certain
types
of
discussions
with
students.
That's
not
my
training,
and
so
my
training
is
teaching
administration.
So
I
would
be
able
to
share
different
types
of
information
or
have
a
different
kind
of
conversation
with
students,
but
because
they're
trained
in
those
areas,
they
can
have
some
deep
conversations
and
provide
ways
for
students
to
handle
their
emotional
trauma.
R
He
could
be
both.
It
actually
could
be.
Both
our
resource
officers
have
done
a
phenomenal
job
of
building
relationships
with
our
students,
I've
seen
them
in
action
and
couldn't
ask
for
finer
people
to
work
at
our
schools.
Then
you
have
that
emotional
side
that
behavioral
side
so
I
couldn't
choose
I,
think
they're
both
extremely
needed.
R
Let's
examine
some
of
our
district
needs,
a
need
for
social
worker
I.
Think
dr.
Baldwin
said
it
best.
We
have
students
who
have
some
needs
that
are
just
where
a
social
worker
is
the
best
person
to
handle
those
needs
or
behave.
Some
type
of
behavior
support
person,
we've
just
seen
and
have
experienced
a
lot
of
students
who
have
traumatic
needs,
and
we
need
some
resources
to
help
those
students
deal
with
those
feelings
and
their
their
emotional
needs.
They're
SRO
again
those
those
people
are
extremely
helpful
to
us.
R
We've
had
lots
of
safety
needs
in
trying
to
make
sure
that
our
schools
are
secure
and
we
really
feel
that
they
are
safe
places.
As
you
know,
our
country
has
experienced
some
recent
tragedies
and
we
want
to
be
ahead
of
those
we
want
to
be
proactive
and
make
sure
that
they
don't
happen
here
in
our
system,
and
so
we
really
feel
like
an
additional
social
SRO
will
help
us
with
that.
Pre-K
is
a
focus,
a
need
for
an
EC
pre-k
teacher.
R
We
really
believe
that
anytime
students
can
enter
educational
settings
early
on
that
that
will
only
benefit
their
educational
career.
Early
learning
is
certainly
a
plus
nurses,
helping
with
health
care
of
our
students.
Lots
of
our
students
need
conversations
around
their
health
needs
and
they
need
to
know
where
to
go
to
really
make
sure
that
they
are
taking
care
of
themselves.
So
just
seeing
that
need
for
that
and
the
behavior
assistant
and
helping
our
students
monitor
their
emotion
and
how
to
handle
those.
S
R
R
Because
they
know
the
law
and
we've
not
really
experienced
any
interactions
of
you
know
charging
our
students
with
criminal
acts
and
Lissa's
absolutely
necessary.
We've
not
experienced
any
of
that
at
all,
so
they
have
really
and
truly
been
there
as
a
resource
for
our
students
and
to
meet
our
safety
needs.
R
Looking
at
our
state-mandated
increases,
as
you
have
heard
earlier,
salary
increases
are
on
the
rise
there
with
the
state,
and
so
those
are
some
of
our
projected
costs
with
our
increases
in
salary
and
projected
benefit
increases
as
well.
Also,
we
have
retirement
and
hospitalization
rates
that
are
also
noted
there,
and
they
have
seen
a
steady
increase
since
2014.
R
R
And
looking
at
our
local
current
expense
funds
and
other
specific
revenue
funds,
this
is
the
requested
amount
for
1.2
million
plus
there
and
just
some
projected
amounts
from
the
district
supplemental
tax
and
the
projected
sales
tax
collections.
Charlotte.
Do
you
want
to
mention
anything
about
the
slide.
R
Recently
we
increased
our
salary
supplement
to
all
of
our
employees
by
0.5%,
and
our
employees
do
receive
their
supplement
one
time
a
year.
Most
of
them
do
we
do
have
a
minority
recruitment
plan.
We
really
feel
like
we
want
to
continue
to
diversify
our
school
system.
We
do
have
diverse
students
with
diverse
needs,
but
it's
beyond
the
color,
so
we
want
any
staff
member
that
has
a
diverse
background
and
who
meets
the
qualifications
to
be
part
of
our
school
system.
Recently
we
had
our
job
fair
at
Clarkson
Elementary.
R
Over
the
weekend
we
had
over
100
applicants
who
were
there,
they
were
interviewed
on
the
spot
and
we
weren't
able
to
make
job
offers
to
about
eight
potential
people
to
join
our
school
system.
We
had
a
few
minority
candidates
that
were
there
as
well,
and
so
we
continued
to
strive
and
make
efforts
to
try
to
attract
some
of
our
minority
candidates.
That
is
our
goal.
That
will
continue
to
be
our
focus.
R
We
are
looking
at
our
teacher
assistants.
We
do
have
quite
a
few
teacher
assistants
who
are
minorities
and
who
have
college
backgrounds
and
college
education.
They
also
have
two-year
degrees
and
so
we're
looking
at
some
conversations
with
them
about
you
know.
What
do
you
want
to
do
with
our
school
system?
They've
been
in
our
system,
10
15
20
years
and
have
been
a
great
asset,
but
want
to
challenge
them
and
ask
them
and
talk
about?
Would
you
be
interested
in
a
teaching
position?
R
R
So
most
recently,
one
of
our
elementary
school
teachers
has
a
biology
degree
and
she
is
a
teacher
in
one
of
our
East
Sea
classrooms.
Once
we
found
that
out,
she's
done
a
great
job
and
really
conserved
as
a
teacher
leader
in
that
classroom.
So
we've
had
a
conversation
with
her
about
going
back
to
school,
getting
her
lateral
entry
degree,
and
so
that
is
an
option
that
she
is
going
to
explore
next
year.
So
we
want
to
have
those
individual
conversations,
we're
talking
to
principals
first
and
then
we're
talking
to
our
teacher
assistants.
We've.
T
R
At
the
time
when
you
hire
people-
and
you
see
their
credentials
and
it's
only
for
that
job,
you
sometimes
forget
when
a
couple
years
go
by,
so
we're
taking
a
look
at
our
employees
again
to
kind
of
see
what
type
of
you
know
certifications
they
have
or
we're
trying
to
see
what
are
their
expectations
for
leadership
in
our
district.
That's
great.
V
R
Except
for
Asheville
middle
school
in
Isaac,
Dixon
and
we've
talked
about
that
retrofitting
of
the
LED
lighting
in
a
previous
session,
and
again,
our
focus
is
still
on
early
childhood
learning.
That's
a
passion
of
mine
I
really
want
to
see.
If
we
could
have
one
wish
in
national
city
schools,
we
will
want
all
of
our
students
who
are
eligible
for
pre-k
to
be
in
a
pre-k
classroom,
age,
3
and
4.
We
would
want
them
in
any
type
of
early
learning
program
and,
most
recently,
we've
connected
with
the
Christine
Avery
Learning
Center.
That's
phenomenal!
R
R
We
really
feel
like
our
local
supplement,
has
been
an
incentive,
since
we
have
increased
it
by
0.5,
most
recently
percent,
but,
as
you
can
see,
from
16
17
17
18,
the
supplement
has
changed
so
just
wanted
to
provide
you
with
that
diagram
there,
and
this
is
for
all
of
our
staff
members.
It
includes
teachers,
teacher
assistants,
principals,
maintenance
custodial
staff.
So
it's
for
everyone,
our
supplements.
R
And
just
to
look
at
teacher
salaries.
As
you
know,
teachers
have
a
hard
job,
but
it's
probably
the
best
job,
but
they
do
need
to
be
compensated
and
we're.
Looking
at
the
national
average
of
teachers,
we
looked
at
the
average
teacher
pay
for
North
Carolina,
and
so
we
wanted
just
to
break
down
what
would
a
teacher
make
in
national
city
schools
that
they
have
their
bachelor's
degree?
Ten
years
experience
there's
their
annual
salary
and,
with
our
supplement,
there's
their
total
right
there,
but
again
that
price
is
probably
not
enough
for
our
teachers.
R
We
really
feel
like
they
do
an
outstanding
job,
and
hopefully,
one
day
those
increases
will
be
seen
across
the
state.
Just
have
another
example
of
a
teacher
with
20
years
of
experience
with
a
bachelor's
degree
and
with
our
local
supplement.
That
would
be
their
total
salary
there.
Just
to
give
you
an
idea
of
what
a
teacher
makes.
R
R
Hiring
incentives,
as
you
know,
in
education,
math
teachers
and
exceptional
children's
teachers
are
hard
to
find
and
because
we
know
that
we
are
now
offering
a
sign-on
bonus
of
$2,000
if
they
are
a
qualified,
math
teacher
or
a
qualified,
exceptional
children's
teacher.
We
know
that's
the
minimal
amount,
but
we
would
certainly
like
to
increase
that
one
day,
but
this
is
our
first
time
exploring
this
and
hopefully
we'll
see
more
math
teachers
in
our
area
will
see
more
exceptional
children's
teachers,
and
hopefully
they
will
have
a
diverse
background.
R
R
And
just
looking
at
our
revenue
sources
there
we
are,
you
know
constantly
in
competition
with
our
charter,
schools,
private
schools
and
so
we're
always
monitoring
the
number
they're
just
trying
to
make
sure
that
we
keep
account
of
that
Adium.
That's
there
and
so
predict
it
for
2019
would
be
15
point
63.
A
A
D
D
D
D
R
R
R
R
So
those
were
our
projects
that
have
been
funded
by
the
Oakland
County
government
Ashba
High
School
mark
for
North
Star
Academy
projects,
Nashville
High
School
is
coming
along.
We
were
shared.
Information
was
shared
last
night
at
our
board
meeting
that
most
of
the
front
is
done,
and
so
you
won't
see
a
lot
of
construction
going
on
at
the
front
of
the
building
and
now
at
the
back
of
the
building,
completing
their
construction
projects.
R
F
S
Know,
I'm
glad
to
have
a
conversation
about
the
maintenance
part
facilities,
because
I
know
what
you've
done
in
consolidating
the
buses
and
I
really
think.
It
would
be
a
good
job,
a
good
opportunity
for
us
now
seeing
what
needs
to
be
done
to
build
into
a
city
and
what
has
been
done
in
the
county
for
us
to
consider
merging
facility
maintenance
at
all,
because
I
really
think
that
would
save.
B
S
A
W
W
I
thought
what
I
try
to
do
is
show
you
how
a
BTEC
aligns
with
our
services
with
your
strategic
priorities,
and
so
the
booklet
that
we
passed
out
to
you
is
a
coverage
of
what
we
have
done
in
the
last
few
years
to
really
to
meet
and
align
with
your
strategic
priorities.
I'm
not
going
to
go
in
order,
because
Michael
Carter
has
something
as
an
appointment
at
3:30
and
I
want
to
get
him
out
of
here.
To
do
that,
so
I'm
gonna
ask
Michael
to
come
up
and
deal
with
your
strategic
priority
number
5.
W
Now
you'll
you'll
notice
there
that
I've
got
graduation
rates
in
our
various
programs.
These
are
people
who
have
completed
these
programs,
but
I.
Don't
want
you
to
think
at
all
that
the
completers
are
the
only
people
who
are
working
in
many
of
these
circumstances.
The
people
get
a
job
before
they
finish
with
a
meat
egg.
They
take
their
their
instruction
out
and
are
highly
successful
at
their
employment.
So
Michael
come
on
up.
Michael
is
our
coordinator
for
the
SNAP
program
at
the
college
and
he'll.
Tell
you
a
little
bit
about
what
he
does
there.
J
Specifically,
the
step
program
works
with
snap,
formerly
known
as
food
stamps
recipients,
with
in
Buncombe,
to
offer
guidance
and
financial
support
in
attending
and
successfully
completing
a
BTech
courses
and
programs
for
up
to
one
year
with
an
option
to
renew
for
a
second
year,
clients
have
the
option
and
participating
in
occupational
skills
courses,
and
those
are
training
based
courses
like
nurse
aide
one.
They
also
have
the
option
to
participate
in
employment,
training
HSC,
which
is
high
school
equivalency,
basic
skills
courses
and
the
step
Career
Resource
Center,
which
is
an
HRV
employability
lab.
J
J
Additionally,
85
participants
on
our
program
have
gained
employment
at
an
average
wage
rate
of
1137
an
hour,
and
the
reason
why
this
that
number
is
important
is
before
we
joined
in
with
this
partnership
with
Buncombe
County,
Health
and
Human
Services.
The
average
wage
rate
of
participants
in
the
employment
and
training
program
was
actually
$8.95,
so
we,
within
the
span
of
less
than
18
months,
have
had
a
almost
$2
a
50-cent
increase
in
the
average
wage
of
folks
who
enter
into
our
program.
J
J
Our
model
of
proactive
services
based
on
client
choice
rather
than
prescriptive
services,
delivered
through
a
perception
of
client
needs,
highlights,
or
service
value
and
sustainability,
as
a
cutting
edge
model
soon
to
be
adopted
throughout
the
country.
Every
dollar
spent
towards
step
initiatives,
whether
its
tuition,
books,
materials
fees
or
supportive
services
is
well
spent
and
money
that
does
come
into
our
program
is
spent
on
participants
and
reimbursable
up
to
50%
the
USDA.
J
Additionally,
you
know
we
sometimes
get
a
little
bit
caught
up
and
who's
receiving
snap
and
who's
receiving
food
assistance,
and
our
assumptions
on
what's
happening
with
that
person
that
is
receiving
assistance
and
I.
Think
our
program
is
really
a
testament
to
the
fact
that
when
you
provide
an
opportunity,
people
thrive
and
we're
not
just
helping
people
with
food,
which
is
a
vital
and
essential
resource.
We're
providing
opportunity
and
our
program
must
I
stay
at
all
clients,
and
so
our
program
is
based
on
choice
in
voice.
There
are
over
150
different,
continuing
education
courses.
J
Clients
can
take
advantage
of
we
walk
clients
through
that
process
and
make
them
the
leaders
in
that
process
in
accessing
those
courses
and
after
they
graduate
we
facilitate
and
connect
them
with
local
employers.
We
work
with
mission
health
may
head
by
odda
tons
of
different
great
employers
who
support
the
work
that
we
do
and
additionally,
just
just
to
briefly
wrap
up.
I
want
to
tell
the
story
of
Monica
she's.
J
One
of
our
participants
changed
the
name
to
protect
confidentiality,
of
course,
Monica
in
November
2017
with
multiple
barriers,
including
housing,
insecurity,
unemployment
and
transportation
needs
she
enrolled
in
the
next
available
nurse
aide.
One
course,
starting
in
January
of
2018
Steph
was
able
to
assist
her
with
paying
for
her
tuition,
books,
materials
and
uniform
fees
because
she
could
not
afford
our
own.
Despite
multiple
setbacks
in
her
housing
and
transportation.
J
This
is
just
one
of
the
many
client
stories
that
are
a
testament
to
the
influence
of
education,
access
and
support
towards
completion.
So
we
thank
you
for
the
assistance
and
the
help
that
you
guys
provide
us,
and
just
briefly,
this
is
in
my
program
area,
but
I
do
want
to
say
you
know
we're
really
also
proud
of
the
partnership.
We
have
the
justice
Resource
Center,
the
Cooper.
He
is
embedded
in
that
Center
and
works
on
our
team
directly
to
connect
people
to
education
and
employment
options.
We're
really
really
proud
of
that
initiative.
W
W
Rescue
vehicles
parked
with
their
lights
on
outside
of
one
of
our
classroom
buildings.
When
I
went
down
there
to
see
what
was
going
on,
our
campus
police
officer
said
as
a
student
in
the
bathroom.
He
is
dead
I
stuck
around
for
an
hour
to
meet
the
wonderful
lady
who's
going
to
be
with
you.
Who
is
going
to
speak
to
you
now,
his
mother,
Stuart
Mosley,
is
gone
from
us,
but
his
mother
is
still
with
us
working
very
hard
on
the
opioid
crisis.
X
I'd
like
to
thank
a
BTech
and
the
county
government
for
the
opportunity
to
share
about
my
personal
experiences
with
the
college
and
their
initiatives
to
address
to
get
the
opioid
epidemic.
When
my
son
Stuart
was
found
dead
on
the
a
BTech
campus
last
July,
the
college
administration
did
not
wait
for
a
focus
group
or
a
mandate
to
initiate
a
response.
X
Though
they
chose
to
address
the
problem
immediately,
their
first
response
came
the
semester
following
Stuart's
death.
In
less
than
two
months,
president
king
and
his
staff
quickly
amended
the
success
and
study
skills
curriculum
to
include
information
about
opioids.
They
also
invited
me
to
appear
in
a
video
to
speak
about
my
experience
with
Stuart
and
his
fight
with
addiction.
X
X
Many
students
have
identified
themselves
as
needing
help,
or
they
have
offered
to
help
others
who
struggle
this
open
sharing
among
students
has
helped
to
reduce
stigma
and
has
encouraged
those
affected
to
seek
help
part
of
the
college's
commitment
to
educating
not
only
the
students,
but
also
the
community
was
demonstrated
in
hosting
the
opioid
forum.
At
the
end
of
January,
the
forum
was
advertised
broadly
and
an
outreach
campaign
was
used
to
pull
in
students
with
addiction
challenges
for
a
pre-event.
X
Recovery
from
drug
dependence
is
a
stressful
process
for
students
or
anyone
for
that
matter,
oftentimes
they
are
starting
over
with
their
relationships
and
remake
themselves,
holding
a
job
paying
rent
buying
groceries,
perhaps
supporting
a
family
that
describes
the
typical,
a
BTech
student
in
recovery.
Many
of
them
often
lack
driver's
licenses
and
cars,
so
getting
around
is
tenuous.
All
of
this
can
make
the
daily
task
of
living
and
going
to
school
overwhelming.
It
does
not
take
much
to
derail
in
education
when
so
much
is
going
on
in
their
lives.
X
However,
even
with
challenges
these
students
choose
to
look
forward
not
back.
They
are
an
inspiration
in
order
to
support
students
wherever
they
are
on
the
recovery
spectrum.
Dr.
King
and
the
student
support
services
team
have
identified
the
need
for
a
safe
space
for
this
population.
The
new
space
is
imagined
is
a
place
where
students
can
drop
in
to
chat
with
a
caring
and
understanding
individual.
X
It
can
be
a
place
for
students
to
gather
and
offer
mutual
peer
support.
Information
about
local
resources
and
treatment
organizations
will
also
be
available
may
interest
in
working
with
this
project.
Despite
the
struggle
to
locate
space
on
an
already
crowded
campus.
It
now
looks
as
if
this
simple,
welcoming
lounge
we'll
be
up
and
running
by
the
end
of
summer.
Yes,
yes,.
Y
X
X
This
student
body
makeup
closely
mirrors
the
ages
of
those
most
impacted
by
opioids,
in
fact,
nine
out
of
ten
students
requesting
on
campus
counseling
services
self-identify
as
having
addiction
issues,
in
addition
to
serving
students
who
ask
for
help
baby,
Tech's
training
programs
and
nursing
substance,
abuse,
counseling
and
emergency
services.
Thank
you.
Guys
can
be
strengthened
by
the
college's
engagement
with
those
directed
and
directly
impacted
by
this
epidemic.
This
confluence
fulfills
the
college's
vision
of
changing
lives
and
strengthening
the
local
community.
X
Z
W
AA
Again,
it's
been
a
while,
since
we've
seen
each
other
since
I've
been
in
your
present.
My
name
is
Jennifer
Bosworth
and
I'm,
the
chairperson
of
the
early
childhood
department
at
8010
I'm
here
today
to
talk
about
what
we've
been
talking
about
it
greatly
about
the
importance
of
early
childhood.
In
that
time
soon
in
life.
AA
Forty-Nine
years
ago
this
week
make
Fred
Rogers
spoke
in
front
of
the
US
Senate
and
he
spoke
to
save
Public
Television
I'm,
a
child
of
Mister
Rogers
neighborhood.
My
children
are
children
of
Mister,
Rogers,
neighborhood
and
I'm.
Sure
many
of
you
were
also
children
of
Mister
Rogers
neighborhood.
What
you
might
not
know
is
Mister
Rogers
was
a
child
development
expert.
His
television
show
was
intentional,
was
engaging
and
was
designed
to
support
children,
social
emotional
competence
and
their
understanding
of
the
world
around
them.
That's
what
we
do
in
our
early
childhood
program.
AA
We
teach
teachers
who
will
then
go
into
classrooms
or
who
may
already
be
in
classrooms
to
plan
intentional,
engaging
developmentally
appropriate
activities
for
the
children
in
their
care,
typically
birth
to
age.
Five
I
want
to
share
a
story
with
you,
because
our
program
brings
in
some
interesting
students.
We
have
students
who
experience
homelessness.
We
have
students
who
experience
domestic
violence
and
hunger,
but
I
want
to
share
with
you
a
story
about
Heather
Heather
will
graduate
this
coming
Saturday
and
she
has
already
been
hired
by
her
internship
placement.
AA
AA
AA
Programs,
heather
has
always
been
a
capable
teacher.
She
didn't
see
that
in
herself
she
said
finally
realizing
that
these
things
about
teaching
and
about
myself
has
been
amazing.
I
feel
a
new
confidence
in
myself
when
talking
or
thinking
about
teaching
overall
I've
changed
a
great
deal,
I
feel
more
confident
in
teaching
and
implementing
lesson
plans.
I
feel
that
I've
always
known
what
to
do,
but
I
was
not
very
confident
in
myself.
Our
program
is
a
rigorous
program.
We
expect
a
great
deal
of
our
students
from
the
introduction
course.
AA
All
of
our
courses
in
the
program
require
that
students
get
out
into
the
community
working
with
children,
families
or
programs,
and
how
that
looks
can
be
a
single
assignment.
It
can
be
a
number
of
hours
up
to
the
capstone
course,
where
they're
in
a
classroom
nine
hours
a
week
and
then
with
me
two
hours
every
other
week
to
debrief
on
what
they've
been
learning
and
experience.
AA
So
I
always
ask
my
capstone
students
to
share
their
words
of
wisdom
for
future
students
and
here's
what
Heather
had
to
say
to
not
give
up,
no
matter
what
remember
why
he
wanted
to
go
into
this
career
and
to
continue
to
push
through.
We
are
the
ones
who
make
a
difference
in
children's
lives.
I
wish
I
would
have
known
how
truly
rewarding
this
is
I
did
it
for
the
degree
because
I
had
to
for
my
job,
but
that
quickly
changed.
This
experience
has
been
an
amazing
one.
AA
It
has
shown
me
that
I'm
capable
of
doing
anything
I
set
my
mind
to
a
lot
of
our
students.
76%
of
our
students
are
a
lot
of
those
students
are
already
working
in
childcare,
so
having
these
words
of
wisdom
for
future
students
we're
doing
more
than
giving
them
child
development
and
content
knowledge
around
how
and
what
to
teach
young
children,
and
why
is
this
important
to
your
strategic
priority?
It's
critical,
because
without
high
quality
teachers,
you
can't
develop
a
high
quality
workforce.
Nor
can
you
support
children
and
city
schools.
AA
Previously
they
talked
a
lot
about
behavioral
health
issues
in
schools.
A
lot
of
the
work
that
we
do
in
early
childhood
revolves
around
social
emotional
competence
and
without
social,
emotional
competence.
Children
don't
know
what
to
do
with
the
big
emotions
that
they
feel
and
if
we
can
begin
to
teach
these
skills
to
our
teachers
now,
so
that
when
they're
in
centers
as
they
work
on
their
degree
or
when
they
finish
their
degree,
they
are
building
social
emotional
competence
that
supports,
hopefully
better
behavioral
health
in
k-12
settings.
AA
What
we
do
in
early
childhood
matters
you've
been
briefed
many
times
on
the
first
2000
days.
What
we
do
at
AV
Tech
is
to
teach
the
teachers
who
are
with
those
children.
In
the
first
2,000
days,
we
are
partnering
with
Warren
Wilson,
College
and
Berner
Center
for
early
learning,
as
well
as
Buncombe
County
Schools,
specifically
Owen
High
School,
to
build
that
career
pipeline,
because
we've
also
talked
many
times
about
our
shortage
of
staff
or
our
child
care
centers.
AA
That
partnership
will
be
coming
before
you,
beginning
of
June,
I,
believe
we'll
be
meeting
and
sharing
that
partnership
with
you.
Then
that's
going
to
be
important
because
we're
picking
up
those
high
school
students,
we
have
high
school
students
through
the
career
and
College
promise
now
and
we're
gonna
be
working
harder
to
figure
out
how
to
help
them
be
more
successful,
because
that's
where
we
struggle
right
now.
AA
It's
important
that
we
do
this
because
our
field
and
our
community
needs
more
teachers
so
that
there
can
be
more
classrooms
so
that
we
can
meet
the
strategic
priorities
set
forth
by
the
county.
Any
questions
for
me
I'm,
going
to
conclude
and
I'm
going
to
dash
off
back
to
my
office
because
greats
are
doing
tomorrow.
10:00
a.m.
I
have
some
grading
to
do
so.
Forgive
me
for
running
out
and
thank
you
for
your
time.
W
Y
B
W
W
I
believe
it's
four
of
our
high
schools
who
are
taking
curriculum
law
enforcement
classes.
These
are
courses
that
they
can
put
toward
a
college
degree
if
they
choose
after
they
leave
high
school.
That's
only
one
pocket
of
our
high
school
activity.
This
year,
we
will
have
a
little
under
1700
students
in
the
various
high
school
programs
taking
classes
at
hey,
V,
Tech
everything
from
machining
on
up
to
criminal
justice
here
so
again,
a
lot
of
activity
going
on
with
our
wonderful
County
Schools
and
City
Schools
and
Madison
County
Schools.
W
W
B
B
Going
to
school
at
EB
Tech
and
going
through
that
program
helped
me
find
a
whole
new
passion
in
life.
I
had
been
an
Environmental
Studies
major,
then
I
went
on
in
life
and
I
worked
for
magazines.
I
worked
in
the
retail
book
industry
for
about
15
years,
I
owned
a
business
that
the
economic
downturn
pretty
much
killed
and
I
decided
I
needed
to
go
back
to
school
and
that's
where
I
found
a
whole
new.
I
opening
life
experiences
and
information
and
the
way
in
grad
school
I
wanted
to
share
that.
B
So
now,
I
have
students
that
I
share
all
this
information
with
some
of
the
things
that
I
share
with
them
are
very
simple:
working,
smarter,
not
harder
doing
more
with
less
living
within
our
means,
using
our
resources
wisely
planning
for
the
future.
Those
are
all
concepts
that
describe
sustainability,
but
they're
also
relevant
to
the
economy,
the
finances
and
even
the
county
budget.
B
So
your
strategic
priority
number
six
addresses
environmentally
responsible
energy,
renewable
energy,
as
well
as
educating
and
equipping
equipping
the
county
to
embrace
a
clean
energy
future,
and
that's
one
of
the
strategic
priorities
that
my
particular
program.
My
students
are
really
engaged
with.
Students
and
sustainability
technologies
learn
how
to
build
energy
efficient,
green
buildings,
without
which
we
would
need
too
much
renewable
energy
sources
they
design
and
install
renewable
energy
systems.
B
They
do
all
of
that,
while
learning
to
respect
and
manage
our
natural
resources
and
environmental
resources
that
we
all
benefit
from
these
students
learn
how
to
think
critically
and
creatively
and
how
to
problem-solve
innovatively
with
systems
thinking
based
approaches,
and
they
do
all
of
it
was
such
an
intensity.
They
come
up
with
ideas.
B
Many
of
our
students
also
are
involved
in
strategic
number
priority
number
three,
which
addresses
housing
to
some
degree
in
the
county
and
we
skipped
over.
But
a
lot
of
our
programs
do
address
it
to
some
degree,
but
our
construction
management
students
are
learning
how
to
build
homes
that
are
green,
they're,
cost-effective
in
terms
of
the
materials
and
the
money
you
put
into
them.
Quality
homes
that'll
ask
people
for
a
long
time.
B
One
way
that
they're
actually
learning
how
to
do
that
is
by
building
tiny
homes,
which
maybe
someday,
would
be
one
part
of
the
solution
for
the
counties.
How
conundrum,
in
addition
to
acquiring
knowledge
and
developing
skills
that
will
help
them
secure
jobs
and
fill
needs
of
area
employers.
They
are
also
taking
their
education
home
with
them
and
out
into
the
community.
In
many
other
ways,
my
energy
use
analysis.
B
Students
have
been
applying
what
they
have
learned
about:
reducing
residential
energy
consumption
to
their
own
households
and
to
those
of
their
relatives
and
friends,
and
to
some
stranger's
they've
met,
while
they're
waiting
in
line
at
the
grocery
store
in
terms
of
enrollment.
We
do
have
pretty
nice
numbers,
I
think
for
our
programs.
Sustainability
technologies
has
had
an
average
of
about
49
students
from
2012
to
2017,
28
of
which
have
gotten
the
full
degrees.
Many
of
my
students
come
out
of
construction.
Many
are
veterans.
B
B
Currently,
1/3
of
my
students
are
actually
enrolled
in
another
program.
We
have
on
campus,
which
is
brewing,
distilling
and
fermentation,
and
that
obviously
connects
to
our
area's
newest
identity
as
a
craft
brewing
epicenter.
Most
of
these
particular
students
have
never
thought
about
clean
energy,
clean
water
saving
resources
they
just
want
to
make
beer
and
make
money.
B
These
are
the
students
that
I
have
seen
have
the
greatest
paradigm
shift
in
these
areas:
they're
the
ones
who
suddenly
change
habits
to
conserve
energy
and
resources.
They
are
the
ones
who
are
now
going
home
and
lecturing
their
spouses,
their
kids,
their
parents
about
doing
the
same
thing
and
I
also
hope
that
those
people
that
they're
selling
go
out
and
tell
two
other
friends,
just
like
the
old,
shampoo,
commercial
and
I
hope.
B
These
students
are
gonna,
be
ones
to
go
out
and
start
work,
businesses
or
work
for
businesses
that
are
also
giving
back
and
enhancing
our
community
and
employing
renewable
energy
like
New
Belgium
already
does
my
students
have
a
thirst
for
knowledge
and
a
strong
desire
to
find
better
ways
to
generate
and
use
energy
to
build
and
renovate
houses
that
are
better
for
us
and
use
fewer
resources
to
ensure
our
mountains,
County
and
region
retain
their
natural
beauty.
So
we
can
all
enjoy
the
myriad
benefits
they
provide
us.
B
So,
ultimately,
by
supporting
a
BTech,
the
county
is
helping
ad
tech
educate
and
equip
students
and
community
members
for
achieving
strategic
priority.
Six,
of
course,
educating
equipping
the
community
with
knowledge
and
skills
is
exactly
what
a
community
college
does
best
and
both
a
BTech
in
Buncombe
County
are
committed
to
our
communities
and
a
better
future
for
generations
to
come,
especially
my
students
there,
that's
what
they're
all
about.
W
I
like
to
say
that
of
the
55%
of
our
students
who
are
in
one-year
diploma
programs
2-year
applied
science
programs,
we
are
making
tax
payers
out
of
tax
burdens
and
I
hope.
You
keep
that
in
mind,
because
that
is
the
purpose
of
your
Community
College
and
now
the
numbers
Derk
wilmuth
is
going
to
come
forward.
Dirk
is
our
CFO
dr.
Dirk
wilmuth
will
talk
to
you
about
the
budget
before
he
does.
I
was
remiss
in
not
pointing
out
to
you
gentry
back
here
who
runs
the
college
budget
for
us
and
Kerri
Glover
over
here.
P
P
The
first
page
is
a
summary
high-level
summary
of
where
we
are
with
our
budget
this
year,
as
well
as
our
proposed
budget
for
next
year.
What
we're
asked
you're,
providing
of
welcome
counties
providing
possibly
12
and
a
half
percent
of
our
overall
operating
budget,
the
majority
which
comes
from
the
state
of
North
Carolina.
So
what
we're
asking
is
a
very
modest
increase
of
$220,000
and
that
is
designed
primarily
to
cover
three
three
areas
of
expected
increase.
P
I
will
mention
also
that
the
college
at
your
direction
over
the
last
few
years
has
been
whittling
down
and
paying
off
utilizing
a
cash
reserve
which
at
one
point
with
over
two
million
dollars
so
with
modern
modest
increases.
In
request
to
you,
we've
now
whittled
that
1.2
million
dollars
in
cash
reserve
this
year
down
to
371
at
the
end
of
March,
anticipate
that
we'll
be
closer
to
300,000
as
we
start
the
new
year.
P
G
P
Cash
or
fund
balance
now
listening
to
the
other
institutions.
Today,
I've
got
a
little
concern
about
getting
too
close
to
the
to
the
bottom
of
the
pit
cash
reserves
that
amount
that's
terribly
represented,
4.25%
to
preserve
that
would
be
utilized
and
obviously,
if
we
were
closer
to
the
112
but
I
think
about
the
County
Schools
talk
about
that
would
be.
That
would
need
to
be
closer
to
eight
point
three
to
almost
double
that
figure.
P
So
with
that
in
mind,
we
are
asking
for
a
very
modest
increase
and
the
are
our
salaries
and
benefits
are
fifty
percent
of
the
overall
budget,
some
of
the
others
and
then
are
operating
and
your
parent
expenses
you're
about
30
percent
of
our
project,
and
then
our
utilities
are
about
20
percent.
So
what
we're
asking
for
in
terms
of
increases
are-
and
here
again
I-
don't
know
where
the
other
school
districts
got
their
numbers.
We
were
told
by
our
community
our
community
college
system
office
to
anticipate
a
one
percent
pay
increase
rather
three
or
four.
P
So
then
they
maybe
they
have
other
sources
and
I'm
not
check
the
governor's
budget
to
see
what
he
recommends.
They
don't
know,
but
we
anticipate
one
percent
and
we
built
that
into
our
numbers,
along
with
the
pension
and
the
health
care
increases
that
we
anticipate
this
morning.
The
second
major
increase
is
just
major,
but
just
a
few
thousand
dollars
more
to
address
down
on
the
routine
maintenance,
preventive
maintenance
and
whatnot.
P
That's
a
little
bit
below
the
the
radar
in
terms
of
the
larger
projects
that
you're
funding
through
the
other
capital
repair
replacement
on
a
plan,
and
then
the
final
one
is
like
the
other
entities.
We
anticipate
that
we
will
get
a
seal
somewhere
in
the
neighborhood
of
a
five
percent
increase,
particularly
in
the
Duke
Energy
and
other
utilities
areas.
So
that's
been
accounted
for
here
as
well,
so,
overall
we
would.
We
would
ask
that
you
anticipate
that
we
would
be
spending
six
point.
Eight
million
dollars
next
year.
P
That
represents
$220,000
increase
of
3.5%
increase
over
what
they
provided
for
this
this
year.
This
is
all
supported
behind
that
by
several
pages
of
details
which
I
know
in
the
past.
Diane
is
asked
forward
to
show
you
how
we're
spending
our
money
on
a
line
item
basis,
and
there
are
other
ways
that
we
can
slice
it
as
well.
But
then,
on
the
page,
five
you'll
see
questions.
P
Mandy
and
here
request-
and
we
have
answers
answered-
those
and
I'll-
highlight
very
quickly
our
answers
to
lose.
You
asked
about
supplemental
funding
and
in
fact,
college
is
not
provided
across
the
board
and
supplement
to
our
county
employees
a
sense
of
two
thousand
fifteen
minutes
and
16,
so
all
of
that
has
been
essentially
underwritten
by
the
state
budget
at
this
point.
P
So
this
is
these,
were
these:
were
the
state
employees
had
a
7%
supplemental,
it
was
and
we
we
decided
to
put
that
all
to
the
state
budget
moving
forward
from
that
point
in
order
to
use
those
funds
as
part
of
our
operations,
so
I've
got
that
there.
There
are
a
few
exceptions
still
that
remain
in
the
budget,
but
they're
very
modern
American.
P
Then
number
two
is:
what's
the
plan
for
ensuring
adequate
maintenance
to
protect
the
major
of
capital,
investments
that
you're,
making
and
I
refer
to
those
already,
so
I
won't
go
into
that.
But
if
you
read
that
and
we'll
see
very
quickly
that
we
expect
to
work
with
much
more
smartly
much
more
efficiently
and
to
be
able
to
use
the
lies,
our
operon
a
better
fashion.
P
P
So
that
is
that's
the
primary
impact
at
this
point
in
terms
of
the
steady
state
expectations
that
account
the
system
office
has
provided
us
and
just
for
your
in
education
or
information.
The
last
page
is
an
overview
of
the
initial
state
allocation
showing
the
FTE
numbers
for
the
last
year,
and
this
should
be
projected
for
this
year
next
year,
as
well
as
the
impacts
on
the
formulas
that
are
used
to
to
generate
the
state
budget.
So
that's
pretty
much
it
or
any
questions.
P
I
W
W
AB
AB
Those
look
like
the
best
at
our
fire
districts,
a
bit
of
a
one-page
summary
that
looks
something
similar
to
what
you
see
on
your
screen,
that
is
in
your
packet,
so
each
district
has
prepared
one
that
outlines
kind
of
the
nature
of
the
request:
the
communication
strategy,
things
like
that
they
are
in
order
a
presentation
ordered
today
we're
going
in
alphabetical
order,
so
we're
gonna
start
with
Barnesville
and
then
we're
gonna
end
with
West
Buncombe.
At
this
point,
I'll
turn
it
over.
I
F
I
A
fire
department
and
also
run
a
gamble
on
top
of
our
stations.
We
have
been
there
now
for
60
years
in
the
community
and
have
been
running
the
Hamelin
for
the
last
50
fold
this
year
we
are
actually
in
for
a
four
cent.
Tax
increase
returns:
net
16
cents.
We
want
stability
20
using
these
funds.
We
want
to
as
the
most.
I
Stuff
for
the
county,
we
do
not
really
that
far
behind
as
we
walls,
so
the
course
of
this
fund
will
go
to
give
our
firefighters
and
paramedics
and
increase
in
wages
to
get
those
up
to
at
least
see
state
average
and
to
be
counting
lines
way
up.
Some
of
the
other
methods
that
folks
in
our
county
pays
their
employees.
I
We
also
won't
put
a
penny
of
that
into
every
reserve,
account
to
help
us
keep
that
fund
balance
at
a
good,
steady
flow
of
at
least
three
months.
They
know
ahead.
We
also
want
to
purchase
this
year.
Ten
sets
of
gear,
which
they
roughly
opinion
back
to
do
that,
and
we
also
been
in
every
field
and
where
they
knew
don't
move
up
in
there
for
12
years,
and
we've
had
the
kind
of
neglect
some
of
the
general
maintenance
of
it
over
the
last
few
years
because
have
money
to
kind
of
keep
up.
I
Some
of
the
general
maintenance,
such
as
concrete
asphalt,
falling
power.
We've
got
a
lot
of
times.
We
need
to
do
accept
inspector,
so
a
portion
of
those
funds
to
go
to
bring
our
building
back
then
to
good
Spanish.
We
are
looking
also
to
provide
our
employees
with
some
retirement
benefits.
We
are
not
eligible
for
the
State
Retirement
System,
due
to
the
federal
tax
code.
That's
out
there,
so
we
as
volunteer
departments,
have
to
for
there's
a
few
in
the
county
that
actually
got
grandfathered
in
and
I
think
the
seventy
or
something.
But
these.
I
But
we
have
to
if
we
want
to
give
them
retirement,
we
have
to
do
kind
of
our
own
flank
through
the
401
k's,
something
that
major
we
about
three
years
ago
got
into
the
north
carolina
state,
firefighter
association,
retirement
things
that
they're
kindly
under
under
over
shepard
own.
Whenever
you
want
to
look
at
that,
but
it
is
a
more
widely
investing
thing
that
the
employees
can
get
better
variety
of
investment
on
we're
wanting
to
do
a
percentage
or
the
employees
currently.
F
I
Are
just
giving
mark
paid
monthly,
set
monthly
rate
every
month
for
them
and
making
two
hundred
dollars
currently,
but
we're
going
to
do
a
percentage
max
like
up
to
six
percent
employee,
put
six
percent.
We
want
the
max
day
that
six
percent
to
give
them
a
better
return
on
their
retirement
once
they
stay
with
us
for
X
amount
of
years,
but
that's
pretty
much
the
same
in
equation:
five
animals,
the
better
analysis
for
54
years
took
1964.
I
We
went
to
the
fire
medic
level
and
November
2016,
apparently
over
almost
a
year
and
a
half
which
is
a
simple
real
problem.
Chuck
I've
got
just
two
two
comments.
One
is
I
want
to
do
this
before.
Forget
it
to
make
sure
that
as
a
commission,
we
want
to
thank
you
guys
for
what
you
do
this
is
we
get
caught.
This
is
a
lot
of
listening
and
don't
pay
attention.
I
We've
been
listening
all
day
and
we
want
to
make
sure
that
you
know
that
how
much
we
appreciate
what
you
do.
It's
invaluable
we're
very,
very
grateful.
The
thing
is
I
will
have
to
challenge
myself
and
others
to
to
not
just
look
at
when
you
say
since
for
sins
to
look
at
the
dollar
amount,
because
there's
a
big
difference
between
Barnesville
and
maybe
somewhere
else,
when
you're
going
to
talk
about
that
impressive
process
and
think
about
the
dollars
we're
listening
today
to
for
Sam's
for
us
to
beat
her
up,
definitely
$140,000
right.
I
I
From
ever
over
the
last
year's
worked
on
the
payroll
in
budget.
We
had
to
some
savings.
We
found
the
time
they
increase
some
of
the
payroll
to
get
it
up
average.
We
were
well
below
in
several
positions,
whereas
community
agrees.
The
rate
from
fourteen
to
sixteen
which
points
to
roughly
thirty
four
thirty
five
thousand
dollars
and
the
primary
purpose
of
it
is,
is
for
salaries.
I
The
park
conversation
that
we
have
one
to
expand,
that
the
weekend
beverage,
the
right
now
they
work
money,
big
Friday,
faces
volunteers,
basically
handle
the
weekends
and
we've
seen
that
declining
over
the
years
through
the
family
everything's
over
one
day
to
spend
that
that's
part
time.
On
the
end
of
the
weekend
coverage
at
least
day
time
other
than
that
night
time
we
have
fairly
responsible
volunteers
about
$7,000
of
that
firefighting
gear
most
part
gear.
Now
it
stands
at
12
years
old.
I
AC
I'm
really
good
at
finding
fire,
but
all
these
nothing
all
day
long
with
these
districts,
I
worked
for
the
Black
Mountain
Fire
Department,
so
we
have
the
town
district
pennies
district,
we're
asking
for
a
2.1
cent
increase
in
the
fire
tax,
the
above
neutral
that
we
got
is
it.
Last
year
we
spend
about
we've
got
about
forty
four
thousand
dollars.
We've
used
that
for
a
new
position.
We.
AC
Of
those
remand
and
one
of
those
unmanned,
the
to
this
to
substations
serve
primarily
these
public.
Our
district
that
station
too
often
has
one
firefighter
at
a
time
working
for
shift
over
there.
So
this
the
end
time,
that's
not
safe.
So
that's
why
we're
trying
to
get
at
least
two
over
there
all
the
times,
there's
lots
of
my
brothers.
So
we
had
a
position.
AC
We
have
three
shifts
and,
with
the
increase
this
year,
we'll
add
a
new
position,
so
we
can
have
two
people
at
that.
Substation
all
the
time
and
our
minimum
staffing
now
is
for
we'd
like
to
with
this
increase,
take
that
to
five.
We
will
be
adding
3,700
hours
of
additional
part-time
help,
so
we
can
have
a
part-time
firefighter
every
shift,
so
that'll
take
our
ships
from
right
now,
five
or
six
to
six
full-time
and
one
part
time
per
day.
I
don't
know
five
minutes
seven
days
a
week,
somebody's
always
off
for
overcome
time.
AC
AC
The
current
4900
hours
that
we
use
in
park
time
help
with
the
paid
raise,
will
add
another
$15,000
that
leaves
about
$45,000,
left
and
right
now,
with
the
town
every
year
like
this
coming
budget
year,
we
have
money
going
into
capital
for
our
building,
that
we
need
to
be
remodeled,
since
it
was
built
in
1987
and
we
put
money
in
for
new
equipment.
We
just
bought
a
new
fire
truck
and
we
paid
cash
for
it
because.
AC
Have
14
pieces
of
equipment
and
seven
of
those
need
to
be
replaced
to
be
aged
and
four
of
those
are
just
for
the
East
Mountain
Fire
District,
so
by
adding
40
more
five,
more
thousand
dollars
to
that
capital
reserve
bond.
It
will
help
us
build
that
fund
up
to
replace
those
fire
equipment
quicker
and,
if
you're
not
familiar
with
the
cost
of
a
fire
truck
we're
looking
at
half
a
million
dollars
more
for
a
custom.
First
half
any
questions.
It's
alive.
AC
G
G
F
G
Actually,
from
1990
to
2013
has
the
lowest
tax
rate
in
the
county,
and
the
Fairview
Fire
Department
Board
of
Directors
are
proud
of.
That
fact
are
proud
of
the
fact
that
we
did
have
a
reserve
built
up,
but
come
around
2009.
We
realized
that
we
were
not
going
to
be
able
to
sustained
operations,
especially
given
our
model
of
continuous
improvement.
We
were
fortunate
in
2017
to
have
our
class
three
rating
provided
to
us
by
the
North
Carolina
Department
of
Insurance.
G
G
G
Along
with
that,
we
would
like
to
add
nine
additional
firefighting
personnel
to
meet
our
national
and
state
standards,
as
well
as
make
some
energy-saving
renovations
to
our
existing
substation,
which
has
not
had
any
work
since
1997.
So
that's
why
we
are
here
today
to
take
any
questions
that
you
may
have.
I
G
G
Three
definitely
brings
down
the
insurance
rating
for
our
commercial
property
owners.
It
doesn't
impact
as
much
on
the
residential
side
of
the
street.
Some
insurance
companies
do
recommend
do
actually
recognize
the
class
three
rating,
so
those
folks
are
fortunate
enough
to
get
a
minimal
decrease
in
their
insurance
rating,
but
from
a
commercial
standpoint,
there's
a
substantial
savings
for
those
who
have
mentioned
commercial
that
we.
G
G
Probably
like
to
do
over
the
next
five
years,
we
are
subject
to
another
Department
of
Insurance
review
and,
of
course
we
don't
get
that
substation
built.
We
don't
feel
we'd
be
able
to
maintain
our
class
three
rating.
So
again,
it's
just
a
requirement
that
would
require
it
to
be
more
toward
the
mine
hole
gap
area
to
be
able
to
encompass
that
five
mile
response
ratings.
I
G
I
G
AD
I
I
As
he
spoke
earlier
to
update
our
main
station,
which
was
the
last
edition,
was
done
in
1997,
we've
got
a
lot
of
updating.
That's
need
to
be
kind,
of
course,
our
living
areas
as
far
as
the
factories
showers
etcetera
got
some
roof
replacement.
That
needs
to
be
done,
so
we
basically
put
it
all
into
that
capital
fund
to
where,
when
we
begin
the
process
of
looking
for
take
rocket
operty,
we
will
have
some
money
to
go.
AC
I
Got
we've
got
about
five
trucks
that
one
one
is
30
years
old,
the
old
ones,
I
think
25
years
old,
but
we've
got
about
five
trucks
that
are
overdue
for
replacements,
that
they're
they're
overdue
of
that
15
year
threshold
and
they're
on
my
first
out
response
so
and
they're
to
them
to
the
horn.
They
they
need
to
be
replaced,
and,
as
mentioned
earlier,
you
know,
you're,
looking
about
500,000
plus
truck,
so
we're
we're
looking
at
a
lot
of
expenses
to
basically
to
keep
up
and
maintain
moment
job.
U
A
I
I
G
When
we
were
looking
going
from
a
class
6
to
a
class
3
or
any
local
things
that
the
Department
of
Insurance
required
us
was
to
build
a
station
out
in
the
south
and
a
substation
out
in
the
south
end
of
our
district,
so
we're
long,
the
Cane
Creek
Road
area
in
an
attempt
to
be
good
stewards
of
our
taxpayer
dollars.
We
found
a
good
piece
of
property,
Along,
Came,
Creek,
Road
and
then
secured
estimates
to
have
that
substation
built.
It
was
going
to
run
us
about
1.4
million
dollars
to
build
on
a
green
side.
G
We
were
fortunate
enough
as
a
board
to
find
an
existing
piece
of
property
that
had
a
metal
building
on
it
and
ended
up
being
able
to
purchase
that
metal,
building
the
property
and
do
renovations
to
the
ten
to
$600,000,
and
then
it
then
ended
up
selling
the
property
on
Cane
Creek
Road.
So
we
try
very
hard
to
be
again
very
responsible
with
our
taxpayer
dollars.
A
G
I
G
G
G
G
G
I
I
B
D
G
A
I
I'm,
sorry
I'm-
probably
not
listening
very
well.
If
some
of
that
it's
a
cover
Europe
of
your
vehicles,
this
one
address.
Yes,
sir,
it
is
Italy's,
give
us
a
start
on
the
red
plate.
We've
got
a
replacement
plan
in
place.
We
just
don't
have
the
funding
another
question.
This
is
just
a
point
of
information
not
to
get
into
that
discussion
because
it
takes
forever.
If
we
did,
you
know
we
have
some
people
raise
their
hands
and
say
that
their
financing
and
some
are
pay-as-you-go
and
know
that
the
fire
caucus
operate
as
a
non-profit.
I
D
We've
had
one
conversation
last
Monday
night
that
sheets
that
have
a
couple
more
scheduled
about
going
into
the
next
year.
How
do
we
evaluate
how
we
one
equalize
their
payments
over
the
course
of
the
years
for
their
cash
flow
stable
offer,
perhaps
some
avenues
around
assisting
them
with
financing,
as
well
as
exploring
it
they're?
Not
all
here
but
exploring?
Are
there
benefits
from
some
efforts
to
consolidate
that
caucus,
support
administrative
by
payroll
and
or
health
insurance
pool?
It's
just
ways
to
help
them
stretch
the
dollars.
S
D
I
Well,
we've
applied
for
one
and
we
got
shot
down
because
what
they
do
is
they
look
at
your
your
total
fleet
and
they
go
by
the
year.
Your
models.
So
if
say
you,
you've
got
a
two
thousand,
so
you've
got
a
2010
model
truck.
They
look
at
you
as
well
you're,
not
as
bad
as
another.
One
applaud.
That's
got
something
locked
with
one
of
our
car.
Stop
trucks,
it's
30
years
old,
so
they
it's
a
very
strict
scoring
system.
I
F
I
H
Y
M
We're
asking
for
eight
tenths
of
one
cent
increase
equivalent
said
that
increase
will,
along
with
time
we
will
fund
them.
Allow
us
to
hire
three
different
positions
that
will
also
create
city's
promotional
positions,
as
our
plan
would
be
to
redo
our
response
plans,
which
would
engage
a
to
company.
The
ability
to
small
new
companies
and
achieve
office,
for
which
we
feel
like
will
allow
us
the
ability
to
far
more
efficiently
to
our
call
volume
increase
their
liking
also
make
our
response
plans
and
our
firefighters.
B
O
The
assistant
chief,
it's
Carter,
I'm
the
treasurer
and
we're
asking
for
one
cent
increase,
and
we
came
to
your
worst
study
about
the
compensation
program.
We
were
shocked
at
how
bad
Mendel's
bayard
in
terms
of
not
only
the
state
average
but
even
in
the
county,
and
we
took
the
PowerPoint
that
you
saw
to
get
back
to
our
forward
and
they
wanted
us
to
make
some
changes
so
we're
asking
for
the
one
cent
plus
the
increase,
that
the
county
has
built-in
based
on
their
projections,
that
we
would
get
normally
at
our
regular
rate.
O
Those
two
things
together
worked
100%
to
salaries
and
the
payroll
taxes
because
of
those
salaries
and
the
retirement
cover
themselves,
we're
not
adding
any
new
people.
We
did
that
last
year
for
the
revenue
neutral,
money,
revenue
neutral.
You
need
three
positions
last
year
and
there
aren't
there's
another
percent
now.
Also
in
our
budget
this
year
we
begin
the
process
of
paying
for
a
fire
truck
that
we
play
them
to
have
here
the
end
of
June,
the
1st
of
July.
O
AD
AD
AD
AD
We
are
below
the
state
average
by
ten
to
twenty
one
percent.
Now
that
at
one
point,
eight
translates
into
roughly
one
hundred
thirty
thousand
dollars
and
what
we're
gonna
do
with
that
is
we
want
to
retain
the
employees.
We
have
bring
their
wages
up
close
to
a
living
wage
in
Buncombe
County,
since
I've
been
ever
eyes
bill.
We
have
lost
eight
people
to
agencies
outside
of
Buncombe
County,
so
we've
lost
people
to
other
counties
only
because
we
couldn't
really
couldn't
provide
them
with
what
their
needs.
AD
130,
like
I,
said,
we'll
go
towards
retention.
We've
got
a
lot
of
people.
The
tax
payers
have
been
invested
a
lot
of
money
and
to
each
of
these
individuals
cost
a
lot
of
money
to
get
one
firefighter
on
line
and
up
the
part
where
he
needs
to
protect
the
community.
We
don't
want
to
keep
repeating
that
training.
P
AD
AD
We
have
6,000
now
bringing
that
down
to
the
6%
mark,
we're
supposed
to
have
10
people
on
staff
really
have
to
two
full
timers
24
hours.
We
supplement
part
time
during
the
day,
but
that
comes
from
our
ambulance
that
some
of
the
revenue
we
generate
off.
The
ambulance
goes
directly
into
having
those
people,
but
that's
just
part
time.
They
have
other
jobs.
So
you
know
it's
hard
to
try
and
provide
for
the
community
just
off
of
two
people
24
hours
a
day.
F
AD
AD
I
Everybody
said
they
didn't
want
to
go
back,
so
we
didn't.
We
didn't
ask
anybody
to
come
back
and
rice
flora
see
eighty
thousand
five
hundred
and
seventy
three
dollars
so
you've
had
a
little
raise
that
you
didn't
understand.
I
guess,
but
it's
been
married
and
everybody
else
received.
One
I
mean
we've
got
people
in
the
$500,000
bracket,
I
made.
AD
I
AD
G
I
I
F
I
What
we
had
projected
based
off
of
actuals
this
year,
what's
going
to
be
coming
up
next
year
from
a
1.9
cent
increase
to
a
1
cent
increase,
and
so
we
have
dropped
that
down
to
make
sure
that
we're
meeting
there
and
we
protect
28,000
residents
in
52
square
miles.
13.8
instance
today
and
the
maintaining
our
revenue
neutral
rate
allowed
us
to
are
a
non
revenue
neutral
rate.
The
regular
rate
allowed
us
to
be
able
to
start
building
our
reserves
back
up
and
I'm
sure
I
love
you're
familiar
with
what
our
reserves
were
like
they.
I
They
were
non-existent
last
year,
and
so
we
we
had
a
lot
of
work
to
do
to
get
that
in
place
and
that's
something
that
we've
started
recovering
and
we'll
be
able
to
achieve
that
in
a
three
to
five
year
plan
which
will
allow
us
to
then
push
that
over
to
a
capital
improvement
plan,
increasing
resiliency
the
department
is
developed.
Our
management
team
has
developed
a
12
year
budget
sustainability
plan
which
will
increase
our
financial
stability
and
strength
over
the
next
few
years.
I
We
have
we
our
primary
purpose
for
the,
for
the
request
is
for
firefighter
paying
benefits
and
we
have
firefighters
that
are
between
8
and
18
percent
below
state
averages,
supervisors
that
are
between
3
and
13
percent.
Below
averages.
We
have
were
maintaining
high
levels
of
health
care,
because
we
cannot
compromise
on
the
health
care
for
firefighters,
as
you
can
see
all
of
the
injuries
and
illnesses
that
are
occurring
in
this
industry,
and
we
have
to
maintain
that
we're.
I
The
salaries
so
that
we
can
improve
recruitment
and
retention.
One
of
the
issues
we
have
is
cost
of
living
in
Buncombe,
County
and
the
how
much
it
exceeds
state
averages,
which
is
why
we're
having
35
a
day.
We
have
a
35
percent
reduction
in
employees
that
are
living
in
the
fire
district
from
10
years
ago.
So
10
years
ago
we
had
35
percent
more
employees
living
in
our
district.
Now.
AB
I
I
Of
the
reasons
for
the
finances
is
we've
been
extremely
conservative
over
the
years
and
increasing
healthcare
cost
has
been
significant.
We
have
been
focused
on
physical
investments
instead
of
personnel
investments
just
to
maintain
our
ISO
rating.
You've
heard
I
have
so
several
times.
I
assume,
sir,
is
one
of
our
industry
standards,
the
other
industry
standards,
the
NFPA
and
that
keeps
us
to
wear
red
and
we've
been
below
us
six
for
over
25
years,
the
economic
impact
of
Skyland
fire
department
and
the
scylla
tribe
district
is
over
10
million
dollars.
I
All
the
way
to
a
one
I
think
nationwide
is
that
is
the
only
national
insurance
company
that
does
that
and
several
other
insurance
companies
will
actually
drop
down.
So
that's
that's
occurring
there.
So
the
the
recession
created
a
gap
and
maintaining
our
employees
pay
and
that's
work.
That's
somewhere.
We've
got
to
looking
at
average
homeowner
cost
of
$24
just
over
twenty
four
dollars
a
year.
We
are
communicating,
we
communicate
with
churches,
to
conduct
meetings
and
to
talk
about
our
operation.
I
Answer
question
inform
the
community
not
only
about
what
is
going
on
here
that
we're
discussing
but
all
of
the
fire-pot
operations
and
allow
them
to
do
that.
We
have
also
been
quoted
in
multiple
media
outlets
at
the
one
point.
Ninety
cents
so
I'm
sure
that
everybody
won't
be
very
happy
at
the
one
cent
that
we
have
found
to
be
able
to
go
to
we'd
like
to
thank
the
County
management
team
for
their
support
and
guidance.
Is
we
have
developed
our
strategic
financial
plan?
I
I
That's
great
man.
We
appreciate
that
nearly
fifty
percent,
the
firefighters
working
today
will
contract
an
injury
or
illness
do
their
career.
That
may
be
debilitating
or
deadly
the
risk
that
these
firefighters
are
chooses
to
make
every
day
and
the
burden
of
stress
that
they
carry
each
week
should
result
in
a
competitive
wage
that
allows
them
to
support
their
families
without
having
three
additional
jobs
and
the
stress
of
not
having
wages
and
benefits
that
they
can
live.
F
V
Is
Anthony
Palin
of
the
fire
chief
of
the
Solano
Fire
Department
this
time
last
year,
I
had
an
opportunity
to
regress
you
and
basically
gave
you
a
state
of
the
fire
service
address
and
one
of
the
things
that
came
out
of
that
from
county
leadership
was.
We
need
to
make
sure
we're
looking
at
salaries
of
our
employees,
this
one
a
fire
Park
last
year
we
did
not
go
down
the
radio
Mutual
generated.
V
Ninety
nine
thousand
dollars
for
us,
but
I
will
go
ahead
and
tell
you
how
to
place
two
trucks
with
that
money
that
were
over
30
years
old,
replaced
the
FEMA
leaders
and
for
over
15
years
old,
and
we
replace
some
turnout
gear
that
was
over
12
years
old.
So,
yes,
we
did
use
the
ninety
nine
thousand
dollars.
We
would
give
to
us
last
year.
What's
driving
our
request
at
one
point,
one
cent
which
will
generate
a
hundred
three
thousand
dollars
is
your
request
to
us
with
woody
salaries.
V
I've
lost
over
twenty
five
firefighters
sets
up
in
the
fire
chief
to
other
departments,
because
I
can't
be
competitive.
At
one
time,
I
was
known
as
the
minor
league
for
the
city
of
Asheville,
but
it
seemed
like
how
to
train
all
these
guys
like
they
do
in
the
minor
leagues.
And
then
you
go
on
up
to
the
professional
ranks
there
to
city
serving
our
communities
of
privilege
being
able
to
retain
our
firefighter.
They
have
a
competitive
wage,
that's
something
we
have
to
look.
V
V
The
state,
Adams
and
I
know
what's
going
to
end
up
active
you're,
going
to
say
well,
the
fire
chiefs
are
making
this
I'm
going
to
tell
you
I'm
nowhere
near
the
state
average,
and
it's
ludicrous.
If
you
look
at
the
state
average
for
my
salary,
where
it
needs
to
be
and
I
will
go
record
to
say
that
yes,
I
will
get
a
raise,
but
it
will
be
nowhere
near
what
the
state
says
it
should
be,
because
my
firefighters
is
important
and
I'm
a
taxpayer.
My
community
did
want
to
put
a
burden
on
the
taxpayers.
V
We
came
to
you
guys.
We
asked
you
guys
to
help
us
and
you
have,
and
but
we
can't
keep
putting
the
burden
on
the
taxpayers.
That's
what
we
deal
with
our
budget.
We
took
the
growth.
What
you
gave
us
last
year
and
this
one
point:
one
cent
will
generate
about
$3,000.
It's
going
strictly
to
salaries,
every
bit
of
part-time
salaries
and
full-time
sounds.
We
want
to
keep
the
people
who
live
in
our
community
in
our
community
and
work.
There
I've
lived
my
community
50
years,
50
years
olds,
I
take
them
their
lives.
V
H
Preston
I'm,
the
chief
of
our
only
fire
department
and
more
coming
to
y'all
today,
to
ask
for
your
two
cent
increase,
like
all
my
colleagues
here,
what
we
want
to
do
if
we
want
to
retain
the
staff
we
have
and
we're
trying
to
add
new
static.
We
are
looking
at
doing
with
that.
T
sense
is
adding
a
10%
pay
increase
for
our
three
full-time
captain's.
Those
captains
are
in
charge
of
two
a
firefighters
on
the
show,
we're
also
looking
at
doing
a
five
percent
pay
increase
for
all
more
part-time
firefighters.
H
What
that's
going
to
do
is
put
us
closer
to
the
state
average.
It's
not
going
to
put
us
at
the
state
average,
but
it's
going
to
do
better
for
what
we
currently
gone.
Also,
one
of
the
things
that
we
were
not
able
to
do
in
the
past
is
offer
a
great
benefits
package
for
our
full-time
firefighters.
So
a
portion
of
this
money
would
also
go
into
a
401k
matching
plan.
We
currently
have
401
K.
H
We
did
not
have
matching
suits
but
allowed
three
percent
matching
for
all
our
full-time
employees
and
which
would
also
add
a
small
life
insurance
policy
for
the
employees
we
have.
So
it
would
just
be
a
very
small,
fifty
thousand
dollar
policy
peripheral
time
employers
along
those
lines.
We
have
two
stations,
our
Beaver
Dam
station,
which
was
a
non
man
substation.
H
We
were
able
to
man
that
station
last
year,
using
part-time
firefighters,
we
were
able
to
do
the
remodel
on
that
station,
using
the
money
that
was
generated
from
the
sale
of
our
old
fire
station
on
gajala.
We
use
that
money
and
put
about
one
hundred
and
fifteen
thousand
dollars
into
the
remodel
of
that
station.
So
we
were
able
to
man
that
that
station
is
for
the
folks
that
are
not
familiar
with
our
area.
It's
it's
kind
of
a
geographical
oddity.
H
So
we're
asking
for
three
full-time
positions
added
on,
so
that
would
put
us
three
firefighters,
a
ship
they'll
be
a
lieutenant
they're,
our
substation
and
captain
our
main
station
and
a
part-time
firefighter
24
hours
at
our
main
station
and
along
those
lines.
Speaking
on
the
grant
stuff,
we've
been
very
fortunate.
We
were
one
of
the
departments
that
was
able
to
receive.
They
take
a
group,
you
know,
but
it
took
using
the
truck
that
was
replaced.
H
H
Is
for
these
grants
we
literally
had
to
say
look.
This
truck
is
not
baffled
and
safe
to
be
driven
on
her
anymore.
That's
what
it
took
to
get
a
grant
and
Commissioner
prior
on
those
grants.
That's
not
100%.
The
truck
was
248,000
and
our
grant
was
two
hundred
and
eighteen
thousand
five
hundred
seventy
two
dollars
yeah.
That's.
AB
H
H
Was
two
and
a
half
years
ago,
and
that
was
up
around
220,000,
we
were
able
to
receive
turnout
here
in
SCBA
and
then
under
last
year's
to
fall
under
we
did
a
water
supply
grant
as
well.
The
water
supply
grant
was
twenty
three
thousand
one
hundred
and
forty
three,
and
what
that
did
is
that
replaced
all
the
hoses
and
bought
us
a
lot
of
the
equipment
for
the
tanker
that
was
on
that
grant.
So
we're
able
to
replace
a
lot
of
our
quick
100
grand.
I
I
I
Will
be
going
forward
two
hundred
five
thousand
three
hundred
forty
six
dollars
salary
increases
for
existing
positions
as
fifteen
thousand
dollars.
We
are
looking
at
adding
three
new
positions
because
of
the
call
volume
that
we're
running
and
plus
the
increase
in
staffing.
As
far
as
trying
to
fill
in
these
plot
compositions,
its
$165,000
there's
a
remainder
of
twenty
five
thousand
three
hundred
and
forty
six
dollars,
which
goes
into
capital,
which
will
help
fund
projects
like
the
substation
that
we're
in
a
process.