Transcript Highlights:

• If we want to ensure that the Commonwealth remains strong, we need to provide competitive salaries that
• By increasing that salary base to $18,000, we not only support current retirees but send a message that
• We worked in under-resourced schools, where our salaries were quite lower than any of the surrounding
• Our negotiation team focused on increasing the salaries of our newly hired teachers since retention of
• In our case, our low salaries often meant we did not have as much disposable income to provide extras

Committee: Joint Joint Committee on Public Service

Summary: The Joint Committee on Public Service heard testimony on a wide range of bills affecting public employees, retirees, and public safety personnel. Early testimony focused on House Bill 2859, which would make Massachusetts Department of Correction industrial instructors permanent civil service employees after years of provisional status, and House Bill 2995, which would reduce the Boston Fire Cadet Program service requirement from two years to one year. Supporters of the Boston fire cadet bill argued it would improve equity, expand opportunities for Boston residents, and help diversify the Boston Fire Department; committee members asked about the current makeup of academy classes and the effect of a hybrid model, and the Boston Police Patrolmen’s Association was described as neutral on a separate age-related police bill. The committee also heard several proposals related to post-retirement earnings and civil service rules for police and fire retirees. Testimony supported bills including H. 2903 and H. 2966, which would loosen earnings limits for retired public safety workers returning to work, and related measures affecting civil service exemptions and professional services for retirement boards. Speakers argued the current limits are confusing, discourage experienced workers from filling needed municipal jobs, and can create safety issues on public works and construction sites. One witness from Worcester Police supported raising the police academy age limit from 32 to 39 to improve recruitment, especially in BIPOC communities, while Boston City Councilor Gabriela Coletta Zapata supported a separate bill to raise the Boston Police Academy age cap from 39 to 45. A substantial portion of the hearing was devoted to H. 2812 and S. 1817, which would increase the pension COLA base from $13,000 to $18,000 and freeze certain retiree health insurance contribution rates, with additional testimony about capping out-of-pocket health costs for some retirees. Educators and union representatives said the current COLA structure has eroded pension value and leaves retirees struggling with rising costs, while one witness described long delays and confusion in navigating retiree health coverage. The committee took no substantive votes on the bills during the hearing and adjourned after hearing all testimony.

Transcript Highlights:

• contain specified information relating to each submitted employment contract, including the base salary
• requires ADE to annually compile and post on its website an annual report that includes the base salary
• Thomas, so do you have data on what the salary, benefits, and stipends are of charter school leaders?
• Superintendent salaries are public in the Superintendent Annual Financial Report, which isn't true of
• Other states have longer contracts and typically higher salaries.

Committee: Senate Senate Education Committee of Reference

Summary: The committee heard and advanced several education-related bills. HB 2395 would create a voluntary Arizona School Fitness Program in ADE to recognize schools that participate in nationally recognized fitness testing, allow schools to note the designation on report cards, and direct ADE to issue guidelines and best practices. Supporters argued it would encourage student activity and improve health and achievement without penalties; it passed with a due pass recommendation on a 6-0 vote, with two members not voting. HB 2409, the Getting Arizona Ready for AI Act, would create an Arizona Artificial Intelligence Program in ADE to offer voluntary summer AI courses around the state, including digital hygiene/civic integrity and small-business/entrepreneurship components, with optional facility use and possible academic credit. The sponsor said the bill was meant to prepare students for AI-driven job disruption while keeping the program voluntary and low-cost. It passed 4-2 with one not voting. HB 2203 would require ADE to review school and agency reporting requirements, identify duplicative or obsolete reports, and recommend consolidation or repeal; a technical amendment was adopted and the bill passed unanimously by those voting. HB 2008 would bar school libraries from using public funds to pay professional associations for libraries and librarians; opponents called it unnecessary and constitutionally problematic, while supporters framed it as limiting public spending. It passed 4-2 with one not voting. The committee also heard HB 2075, which would require school districts to submit superintendent and CFO contracts to ADE, post them online, and maintain a searchable database and annual compensation report. Supporters said it would improve transparency and prevent excessive or hidden compensation, while opponents argued it unfairly targeted district schools and should, if anything, apply to all publicly funded schools. After extended debate over transparency and comparisons to charter schools and ESAs, the bill received a due pass recommendation on a 4-2 vote with one not voting.

Transcript Highlights:

• So what's included beyond salaries and benefits?
• Salaries and benefits are the primary cost for any FTEs.
• In our fiscal notes, we typically see two different components beyond salary and benefits.
• So a salary and benefits obviously pay for the person.
• Admin allocation is currently about 15% of salaries and benefits right now.

Committee: House State Government & Tribal Relations

Transcript Highlights:

• asking for an increase to help pay for that position because the council successfully raised the salaries
• The increase in our budget in 2023 was sufficient to pay for an additional FTE at the lower salaries.
• But our current budget cannot sustain the five FTEs because of these new salaries.
• successfully<00:04:48.400><c> raised</c><00:04:49.680><c> uh</c><00:04:49.840><c> the</c><00:04:50.080><c> salaries
• </c><00:04:50.560><c> of</c> successfully raised uh the salaries of successfully raised uh the salaries

Bills: HF2783

Committee: House State Government Finance and Policy

Keywords: state government finance, biennial budget, appropriations, Minnesota Management and Budget, Healthy Aging Subcabinet, Office of Healthy Aging, older adults, aging policy, long-term care, caregivers, public health, Medicaid fraud, medical assistance fraud, attorney general subpoena power, fraud enforcement, business filing fraud, Secretary of State, deceptive mailings, consumer protection, certified public accountant

Transcript Highlights:

• many days a position has been vacant, including the date it became vacant, as well as the minimum salary
• And that is one that's a really low salary price point, hard to recruit folks to fill that particular
• It would seem that as you look at, say, even the senior attorney that you have listed here at a salary
• So am I able to give up the positions and then ask for additional cash to raise the salaries of other
• Those seem to be the hardest to find because of salaries, period.

Summary: The Pre-K through 12 Budget Subcommittee met for two workshops. The first focused on vacant positions in the Division of Early Learning and the Department of Education. Committee members reviewed vacancy reports, including long-vacant positions and positions that had received discretionary pay adjustments. Division and department officials said many vacancies were being filled, advertised, or under review, but acknowledged persistent recruitment and retention problems, especially for engineering, legal, finance, IT, and other specialized roles. Members questioned whether some long-vacant positions were still necessary, whether overtime and workload were being affected, and whether outside contracting, cross-training, combining positions, or eliminating some vacancies could help. Officials said they were considering those options and noted that hiring has become slower and more difficult since the pandemic, with lower applicant volume and more competition from other agencies and private employers. The second workshop addressed draft legislation related to school choice scholarships and the FEFP. The chair said the committee’s prior hearings raised concerns about student identification numbers, cross-checking between districts and scholarship organizations, duplicated FTE reporting, delayed district payments, scholarship payment timing, and inconsistent data sources. She said the proposed language is intended to standardize scholarship processing and improve accuracy and efficiency while preserving the long-standing FEFP principle that funds follow the student. She also said funding scholarship students below the line would not solve the identified problems and could create disparities. The draft would align processing for the Family Empowerment Scholarship and Florida Tax Credit Scholarship programs and would reduce add-on weights by 50% while keeping the current policy structure. No votes were taken. The chair invited further comments and said the draft budget and legislation would continue to be refined before rollout. The meeting adjourned without objection.

Transcript Highlights:

• DIFFERENCES CONSIST OF THE FOLLOWING FUNDING ISSUES RELATING TO DIFFERING APPROACHES TO ADDRESSING SALARY
• FIELDED MANY QUESTIONS FROM MANY OF YOU AND FROM MANY STAKEHOLDERS OVER THE PAST TWO WEEKS REGARDING SALARY
• I WILL SAY BOTH THE HOUSE AND SENATE BUDGETS HAVE FUNDING ADDRESSING EITHER SALARY OR COMPETITIVE DIFFERENTIALS
• FOR OFFENDER REVIEW WE WILL LOOK AT IT TO SEE IF WE HAVE TO RAISE SALARIES.

Transcript Highlights:

• known as FCO, to be realigned and repurposed to existing operational funding, addressing projected salaries
• remember that when we toured the facilities and when the department staff briefed us, they said salaries
• federally mandated Prison Rape Elimination Act requirements. operational funding, addressing projected salaries
• remember that when we toured the facilities and when the department staff briefed us, they said salaries

Summary: The Justice Budget Subcommittee met to consider the fiscal year 2025-26 budget recommendations, a proposed committee bill on judicial positions, and one member bill. The chair framed the budget as part of a broader effort to slow spending growth and reduce recurring expenditures, noting the subcommittee’s proposed $7.3 billion budget is $366 million below the prior year. Major budget items included funding for the Department of Corrections to address staffing, maintenance, health services, security equipment, and facility needs; the Department of Juvenile Justice for residential beds, maintenance, the Broward detention facility replacement design, medical services, and Florida Scholars Academy costs; FDLE for the Fort Myers regional operations center and sexual offender/predator registration workload; and the state courts and justice administration entities for judges, due process resources, security, and staffing. The budget also reduced 1,280 vacant positions and $139.2 million in excess funding and authority. The committee then heard PCB-JUB-25-01, which implements part of the Florida Supreme Court’s certification of judicial need. The bill establishes 17 additional circuit court judges and 12 additional county court judges, with about $13.9 million in general revenue and 72 associated positions. In response to a question about why the two certified 6th District Court of Appeal judges were not included, the chair said the committee did not think it was the right time to add judges to a brand-new court still operating from leased space. The PCB was reported favorably on a 14-0 vote. Finally, the committee heard HB 1351 by Representative Baker, which revises sex offender and predator registration rules by clarifying resident categories, creating an in-state travel residence definition, allowing online or in-person reporting for certain temporary residence changes, removing duplicative reporting requirements, clarifying vehicle and employment reporting, and requiring local law enforcement to verify addresses more frequently for registrants not on supervision. FDLE and Smart Justice indicated support, and the bill passed unanimously, 14-0. The committee then adjourned.

Transcript Highlights:

• The distinction is more significant when focusing on uniform positions which drive the largest salary
• And as the CHP mentioned, salary is a large expenditure in this fund.
• Salary is a large expenditure in this fund, and so by not taking on that salary growth that we anticipated
• And so the salary savings from that. And then more cars purchased...
• So the salary savings from that, and then more cars purchased, which meant more fees paid through DMV

Summary: The committee first heard a DMV budget presentation on the state-to-state verification system required for Real ID compliance and the Digital Experience Platform (DXP) modernization project. DMV officials said the state-to-state system is a pointer-based exchange used when a person applies for a license in another state, with only limited identifying data shared initially and the full driver history sent only after a qualified request. Members raised concerns about privacy, possible misuse by other states or federal actors, notification to Californians, hacking, and whether California could detect or stop abusive access. DMV said it can monitor requests, see patterns of access, work with AAMVA and legal counsel, and seek to block or challenge misuse; LAO said California is in a difficult position and should consider guardrails rather than opt out. On DXP, DMV said the project is on its revised schedule and budget, occupational licensing is complete, vehicle registration is expected by the end of calendar year 2026, and the full system should be finished by fiscal year 2028-29, with phased rollout and reappropriated funding to keep costs controlled. The committee then heard from the California High-Speed Rail Office of Inspector General on a trailer bill and AB 1608. The Inspector General said current law does not clearly authorize public reports or establish a framework for retaining and disclosing work papers, and the proposed trailer bill would create that framework while also adding authority to hire needed classifications and purchase goods and services. He also said the office needs a clearer statutory definition of “proposed agreements” and notice when the High-Speed Rail Authority is reviewing them, so the office can review contracts and related agreements effectively. LAO raised no concerns with the trailer bill language, and Finance said any amendments would come in the May revision. Members debated the scope of confidentiality in the Inspector General proposal, especially whether reports could be held confidential when they identify weaknesses in fraud controls, security, or other vulnerabilities. The Inspector General said confidentiality would be temporary, tied to articulating the risk, reassessing it every 120 days, and releasing the report once the risk is no longer substantial; he also said the office had already published reports at its discretion and had found at least one procurement violation involving an amendment that added services not in the original contract. Several members pressed for stronger transparency and suggested time limits or broader disclosure, while others argued the bill would improve oversight and make the Inspector General’s authority clearer. No votes were taken during the discussion, and the item was left for further work on the trailer bill and AB 1608 language.

Transcript Highlights:

• Is it allowed to use personnel salaries for...
• Is it allowed to use personnel salaries for the use of general department operations? Yes.
• Salaries are in that. It is allowable to use salary savings for other things...
• The department salaries are in that.
• It is allowable to use salary savings for other things that fit within that type of cost.

Transcript Highlights:

• Is it allowed to use personnel salaries for...
• Is it allowed to use personnel salaries for the use of general department operations?
• Salaries are in that; it is allowable to use salary savings for other things.
• The department salaries are in that.
• It is allowable to use salary savings for other things that fit within that type of cost.

Summary: The subcommittee met to discuss budget issues related to vacant positions across several natural resources and environmental departments, with no votes taken and all items held open for a future hearing. The Legislative Analyst’s Office and the Department of Finance explained the administration’s proposal to eliminate about 6,000 vacant positions statewide, including roughly 293 positions in the departments before the committee, as a way to capture salary savings and reduce flexible funding tied up in vacancies. The LAO recommended retaining special-funded positions, while noting that eliminating General Fund positions would reduce savings. Finance argued that vacancy levels have remained steady statewide, that departments need flexibility to manage operations and hard-to-fill jobs, and that some vacant positions can be reclassified to higher-priority work. Members raised concerns that many of the proposed eliminations would affect core public-safety, permitting, and environmental-protection functions. The Department of Fish and Wildlife said the cuts would affect permitting, environmental protection, and law enforcement, while State Parks said its proposed ranger reductions were chosen from historically vacant, hard-to-fill positions and would still leave many vacancies to fill through the academy. The Coastal Commission said its positions supported sea-level rise planning under SB 272. The Department of Pesticide Regulation and DTSC said the reductions would affect multiple program areas, though Finance said the special funds involved were not in structural deficit and the cuts could help avoid future fee increases. The State Water Resources Control Board said its proposed reductions were spread across programs, with public-health functions protected as much as possible. The committee then heard an overview from the State Water Resources Control Board on its responsibilities for water quality, water rights, drinking water, and funding for water infrastructure. Chair Joaquin Esquivel described ongoing work on the Bay-Delta Plan update, the Healthy Rivers and Landscapes voluntary agreements, and the need to actively administer water rights. Members also discussed the board’s response to the U.S. Supreme Court’s Sackett decision, which narrowed federal Clean Water Act jurisdiction. The board requested $2.6 million and 12 permanent positions to address resulting permitting and enforcement gaps; the LAO said the request met its high bar for new proposals and was supported by the board’s data and reporting.

Transcript Highlights:

• I earn a full salary... I now have the stability and security to support my family.
• So now we're paying them that EA salary, and we're giving them time to go to school.
• I think we've done a great job raising up salaries.
• It is actually a salary and benefits program. We cover salary and benefits directly to the LEA.
• Chair, does a supplemental education assistant receive the same salary as an educational assistant?

Summary: The committee first heard a presentation on strategic resource management in public education. LESC staff and PED officials argued that New Mexico has increased school funding, but local budgeting and planning remain fragmented and overly compliance-driven. They described long-term pressures including declining enrollment, rising special education costs, falling cash balances, changes in federal funding, and leadership turnover, and said schools need more intentional multi-year planning tied to student outcomes. They also outlined the many disconnected planning requirements schools must complete, compared New Mexico’s current approach with Ohio’s three-year budget forecasting model, and recommended continuing multi-year appropriations, adding $2.5 million for state grants in the unified application, and directing LESC, LFC, and PED to develop a long-term financial planning proposal. PED said it is working to reduce administrative burden through school accreditation, a unified application for federal and state funds, and internal alignment of guidance and coaching, with pilot schools reporting time savings and better alignment. Members raised concerns about four-day school weeks, the burden on small districts, the need for outcomes and return on investment, and whether the state should move toward a two-year or three-year planning cycle; staff clarified that the proposal was to streamline or eliminate redundant requirements, not add another layer. The committee then received an update on the Educator Fellows program. PED described it as a Grow Your Own pipeline that employs candidates as supplemental educational assistants while they work toward licensure, providing salary, benefits, paid leave, mentoring, and coursework support. Officials said the program helps address teacher shortages, improves student-to-teacher ratios, increases workforce diversity, and supports the Martinez-Yazzie action plan. They reported 370 current fellows across 86 LEAs and about 180 schools, with many fellows being people of color, first-generation college students, or second-career educators; roughly 85 are expected to become certified this year. A local HR director from Belen testified that the program has been especially valuable in small communities, where fellows are already rooted in the community and several have moved into teaching roles. Members asked about high school recruitment, tuition, retirement and benefits, the relationship to the Higher Education Department’s Grow Your Own scholarship, and the role of university partners. PED said fellows choose among accredited higher education partners, the program is separate from the scholarship but complementary, and the state is also building an apprenticeship model and seeking to expand the program to more LEAs, though some districts are on a waiting list because of funding and local match requirements.

Transcript Highlights:

• How many of us have ever had our salary reduced?
• How many of us have ever had our salary reduced?
• How many of us have ever had our salary reduced?
• How many of us have ever had our salary reduced?
• </c> had our salary had our salary reduced<01:51:40.520><c> and</c><01:51:40.679><c> does</c><01:51:40.880

Committee: Senate Education Policy

Transcript Highlights:

• Thank you, Madam Chair. salary um to replace what schools use as salary um to replace what schools use
• Uh teachers salaries do not keep true.
• Uh teachers salaries do not keep up<00:29:16.640><c> with</c><00:29:16.720><c> the</c><00:29:16.960><
• </c><00:37:56.079><c> for</c> talk about raising salaries for talk about raising salaries for teachers
• </c> salaries of teachers across our state. salaries of teachers across our state.

Committee: Senate Taxes

Transcript Highlights:

• I will say that our state appropriation funds are salaries.
• So starting on page 5, we have the core for the senators' salaries.
• So starting on page 5, we have the core for the senators' salaries.
• Yeah, I'm going to ask some questions about senator salaries and then tied to representative salaries
• So the first one, we have the representative salaries.

Committee: House Budget

Transcript Highlights:

• It's supported by salary savings.
• There are 33 agencies that request $15.9 million in increased spending authority for regular salaries
• They'll use existing salary savings to pay for these. Okay.
• It is a part-time, limited funding, limited salary reimbursement for their services. Thank you.
• Limited salary reimbursements for their services.

Committee: All JBC-PEER REVIEW

Summary: The PEER Review Subcommittee met to consider a large agenda of appropriation, transfer, contract, and other review items. Members approved temporary appropriation requests in Sections B through F, including funding for prosecuting attorneys, education-related adjustments, school operating needs, labor licensing divisions, ARPA fund returns from Workforce Services, IIJA grants for state police CDL implementation and a forestry-related county grant, reserve fund transfers for teacher scholarships, school facilities, and economic development, and a Commerce reallocation tied to organizational realignment. Cash fund requests in Section G and budget classification transfers in Section H were also reviewed, along with pay plan requests in Section I, overtime requests in Section J, and multiple methods of finance in Section K. The committee also reviewed discretionary grants in Section L, including agriculture promotion board grants and DHS aging/adult behavioral health grants, plus RFQs, construction contracts, intergovernmental contracts, and out-of-state contracts in Sections M1 through M5. Several items drew questions from members. Workforce Services explained that $225,000 in TANF-related funds would be returned to the federal government because the two-year hold period for uncashed or moved checks had expired. Commerce officials described the $25 million site infrastructure grant program, saying it supports site development, due diligence, and infrastructure build-out at eligible sites of 30 acres or more, including rural communities, with grant agreements and matching requirements providing accountability. DHS and Education officials answered questions about the Care Solace mental health referral contract, saying it is a statewide concierge/referral service that helps schools connect students to Arkansas providers and follow up so students do not fall through the cracks; members asked for more information on provider selection, school-day scheduling, and Arkansas vendor participation. The committee held one item over: the DHS discretionary grant item for the RSVP retired senior volunteer program in L2, after concerns were raised about whether state general revenue was being used effectively and how much administrative overhead the providers retain. Members also questioned several contracts, including a DHS sole-source contract with EMSLink for document management software and a DHS bridge contract with Arkansas Foundation for Medical Care for Medicaid inspections of care reviews; in both cases, agency staff explained the need to avoid service disruption and said follow-up information would be provided. A Department of Corrections reentry center contract was discussed for its recidivism results, and ARDOT retirement-system investment contracts were briefly explained. The meeting ended after a lengthy discussion of the Medicaid Trust Fund balance, with DFA and DHS officials saying the state is expected to finish the fiscal year without exhausting the fund, that a restricted reserve of $100 million is available as a backstop, and that the larger question is what minimum balance should be maintained going forward.

Transcript Highlights:

• making $100,000 a year on salary and not hourly, if this bill passes and you go to 32 hours, are you
• going to accept a lower salary because you only work one day less?
• So as salary employees, we're not affected by this. Thank you, Ranking Member Schmidt.
• I think that there's more than just the salary or the hourly wage that we're looking at here, right?
• It used to be something where you became a salaried worker.

Summary: The Labor and Workplace Standards Committee held public hearings on three bills. HB 2524 would create a State Security Guards Industry Standards Board within L&I to set minimum standards for security guard pay, leave, benefits, and training, funded in part by a $25 transfer from security licensing fees. The bill’s sponsor and labor supporters said it would professionalize the industry, improve safety, and address high turnover and inadequate training. Security workers described unsafe conditions, retaliation, and being expected to handle crises without enough support. Opponents from business and security companies argued the bill duplicates existing licensing and training rules, would raise costs, and gives too much authority to an unelected board; L&I said it had administrative concerns about timing and fee handling. The hearing on HB 2524 was then closed. HB 2513 would change plumbing license suspension rules by keeping the current three-infractions-in-three-years standard for residential work, while creating a five-infractions-in-five-years standard for non-residential plumbing violations. The sponsor and supporters from mechanical contractors and labor said repeat violators undermine safety and fair competition, and that the bill gives L&I a stronger enforcement tool against bad actors in commercial work. Several plumbing contractor groups opposed the bill as written, focusing on a new subsection they said was vague and could create an undefined corrective process or overly broad discretion for L&I; they asked that the subsection be removed or the bill be delayed for more stakeholder work. L&I requested an effective date of January 1, 2027 to allow time for rulemaking. HB 2611 would reduce the standard workweek from 40 hours to 32 hours starting January 1, 2028, and would also change paid sick leave accrual from one hour per 40 hours worked to one hour per 32 hours worked. The sponsor and labor supporters said a shorter workweek would improve work-life balance, reduce burnout and turnover, and could increase productivity, citing examples from San Juan County and other places. Business, hospitality, grocery, construction, agriculture, and janitorial representatives opposed the bill, saying it would raise labor costs, reduce hours and flexibility, complicate scheduling, and hurt industries with thin margins or seasonal demands. The committee heard no votes or final action on HB 2611 before closing the hearing and ending business for the day.

Transcript Highlights:

• And in the state of Florida, a non non competitive salary is reported.
• But what's a non non competitive salary is reported.
• So it's not really easy to to increase the salaries of those instructors, those teachers, because we're
• The salaries are big deal because I'm going to the cities make a higher wage that might cost a bit more
• So and one of the biggest challenges that I have seen, my experiences, salary disparities between the

Transcript Highlights:

• expected funding that they received... ...in regards to dependency case management and some of the salary
• So these are your operational, your admin cost, your rent, your insurance, as well as then your salaries
• Now, we do collect C-suite salaries and things of that nature and do that analysis to ensure that it
• With me today, so maybe ask them whether or not those C-suite salaries are included in Tier 1A, which
• So your funding is what it is for Tier 1, for those admin and salary and operational costs.

Committee: Senate Children, Families, and Elder Affairs

Summary: The committee heard a presentation from Dr. Kelly O’Dare on first responder behavioral health access, peer support, and suicide prevention. She described UCF Restores, the Second Alarm Project, and related partnerships that provide culturally competent treatment, peer training, clinician education, disaster response support, and behavioral health navigation. She cited survey and state data showing significant rates of sleep problems, anxiety, depression, substance use, and suicide among Florida first responders, and said evidence-based treatment has helped many patients recover, including a reported 76% who no longer met PTSD diagnostic criteria after treatment. Senators asked about measuring outcomes, peer support standards, and whether the state should create more consistent statewide requirements; O’Dare said peer support training must be specialized, linked to higher levels of care, and supported by sustainable funding and statewide coordination. The committee also heard from a public commenter who supported the work and emphasized the need for adequate resources and peer support infrastructure. The committee then received a Department of Children and Families presentation from Casey Penn on the proposed funding methodology for community-based care lead agencies under HB 7089. Penn explained that the new model is intended to be actuarially based, reimbursement-oriented, and more transparent than prior funding approaches, using historical expenditures, standardized reporting, and two main tiers: Tier 1 for largely fixed administrative and operational costs, and Tier 2 for direct child-serving costs based on per-child-per-month blended rates. He said the model includes a 2% risk corridor for Tier 2, hold-harmless funding in the first year, and optional Tier 3 performance incentives, with an estimated additional state appropriation need after offsets. Senators raised concerns about prevention, historical inequities, reasonableness of costs, administrative overhead, blended state and federal funds, adoption subsidies, high-acuity placements, and disaster-related disruptions. Penn said some of those issues could be addressed in future iterations as the child welfare information system is modernized, and he agreed to provide written responses to committee questions. Representatives of the Florida Coalition for Children and CBCs responded that the model is a major improvement but urged additional safeguards, including an administrative cap, clearer separation of direct and indirect costs, and better treatment of federal and pass-through funds. They argued that the system already has oversight and that deficits reflect insufficient appropriations rather than excess spending, while also noting that higher-acuity children and regional differences can drive costs. No votes were taken on either topic, and the meeting ended with committee staff introductions and adjournment.

Transcript Highlights:

• We pay for their salaries. We currently have, I think it's 500, where do I have that number?
• been educated in New Mexico, they're finding that Financially, there's a huge difference in the salaries
• And so our response is that And it would be great if we also increased their salaries so that they're
• Around $400 million of the new money, which would make for nice salary increases and other things.
• and something we were at 24th in total teacher salaries or median teacher salaries, so we We are doing

Transcript Highlights:

• As far as the salaries, the salaries were court ordered.
• I’m not sure how the court determined those salary levels, but they were ordered.
• That totals $8.2 million for the receiver's team and includes salaries.
• And they fined us double the monthly salary.
• The salary is not as much.