Skip to content
Quick Start for:

As part of the review, community meetings were held in each of the four area districts. Parents, teachers, administrators, and community members wrote comments on the major topics of review, and in some cases, spoke with the review team. These comments illustrate community perceptions of the El Paso Independent School District (EPISD), and do not reflect the findings or opinions of the Comptroller. The following is a summary of comments received by topic.

District Organization / Education Service
Community / Personnel Management
Assets and Risk Management / Financial
Purchasing / Computers and Technology
Facilities / Transportation
Food Service / Safety and Security

COMMUNITY MEETING COMMENTS

COMMUNITY INVOLVEMENT

  • Not enough information filters down to parents and not enough parent involvement in their children's education.
  • Parents need to volunteer at schools.
  • Seek and you will find and be welcome to the classroom.
  • Corporate sponsorship?
  • School district should find ways to get more funding from corporations. (For example: school sponsorships, magnet/technical donations).
  • District should find ways to incorporate parental input.
  • Get parents involved and keep them involved.
  • Parenting skills needed.
  • Establish an outreach position to effect clear, continuous community relations, public relations, recruitment of business partners; in short to keep the mission of each school before the public for purposes of assistance and accountability.
  • Parental involvement is an important component of a successful school. We must provide programs for the parents.
  • Progressive campuses that seek grants are beneficial to the learning community; increase parental involvement.
  • Internal and external communications, district publications, and instructional television programs provide valuable information to employees and the community.
  • Parental involvement is dormant at times. It is hard to recruit parents in some areas of the district as you can tell by the results of people attending meetings such as this one.
  • The community is largely apathetic; a few politically motivated get constant press. They do not speak for the majority.
  • Principals and superintendents should have a performance contract, which require more effective communications with consumers, teachers and parents. Calls to principals often go unanswered (my experience).
  • I participated in a community forum where the majority of the parents were Spanish-speaking or had little limited English-speaking abilities.
  • None of the superintendent's reps, or school reps, including assistant superintendent and principal, spoke or understood Spanish. There was no effective communication!
  • Generally speaking, parents with kids in school keep up with their kid's needs and are superficially knowledgeable about what's going on. If community is to be more involved as mentors, volunteers, etc. schools must open to community use. District energy-saving policies keep most buildings locked up tight. Campuses and energy department need to identify most cost-effective areas for day care, after school arts programs, use by seniors. My sense is that the general public feels a "just leave us alone" attitude from admin. Ysleta ISD public may be annoyed, but they are at board meetings and in the schools actively. Comparison of the money EPISD puts into community involvement is very low. I don't feel that EPISD has too close of a relationship with the El Paso Times. Good news gets out every day. My concern is why exemplary campuses get good publicity. I served as a volunteer for a math contest to San Antonio. Felt the regional concept made all the mechanics of rooms, food, permissions, etc. very difficult. Responsibilities and who has the budget authority was clouded. I hope things get better in 1998-99 year.
  • Invite and involve more people into the schools. Stop all the red tape. We have had good role models for the kids turned away because the principal does not think they are important.
  • The district and schools have far too much red tape with respect to community involvement.
  • Business school partnerships need to be forged as partnerships, not just what can business give to the schools today.
  • The district is not serious about parental involvement. CIT is controlled by principal and does not empower community.
  • District committees with parent representatives shy away from any serious issues.
  • Integrate business practitioners into instructional roles. For example: a local engineer gets release time from his company to teach one physics class for nine months (two semesters).
  • Print shop does an outstanding job; they are an asset to the district.
  • Parental meetings with the teachers should be mandatory for the troublesome students or academically weak students; it's hard to get a parent meeting.
  • Even though parental involvement is lauded by EPISD, in reality it is not reinforced. Lights at EPHS are turned off in the hallways, in the foyer, in the basement counselor's office at 3:45 p.m., which discourages visitation and conferences. The doors to the building are locked from the outside, making it impossible for me as a parent to enter EPHS and meet with the principal, vice principal, or counselor's who are on duty until 4:30 p.m. I have waited by the "tunnel door" for the janitor to exit to gain entrance to the counselor's office after 4:00 p.m.
  • Use of EPISD buildings very limited to EPISD events only.
  • Administrators and principals need to provide time for all students to attend plays and musical performances in the high schools. Students need to be exposed to "culture." Give plays. Band and orchestra the same as high school.
  • School board meetings need more parental attendance.
  • Community needs to be better informed about taxes going up, PTA meetings, and more concerned about school activities.
  • Schools need to encourage more parent involvement.
  • Schools that have a significant drop in [VIP] hours; PTA memberships, etc., should be examined. Someone is keeping them away.
  • School board meetings need taxpayer attendance.
  • Need to have more parent teacher (conferences) one on one.
  • Each school should have a parent coordinator to work together with students and their parents.
  • Many schools do not welcome parental involvement.
  • Many schools control PTA by teachers being in control.
  • Preferential treatment to certain groups.
  • Schools are for all students, not one group, elected officials, and individuals.
  • Parents are welcome in many capacities (i.e. attendance office, fund-raising for kids, helping teachers, serving as translators, patrolling the halls, etc.). I wish more parents were involved.
  • I am interested in changing the elementary, middle, and senior high school parent-teacher meetings or open-house meetings from being on the same days.
  • I would like to be able to work with teachers and school more. My work hours won't allow me to get involved. I work from 6:00 a.m. to 5:30 p.m.
  • More parental involvement.
  • Screen parents.
  • Make non-residents (from Mexico) pay for their education. Yes, the schools do not work for the Immigration and Naturalization Service (INS), but they should made to prove they come from here.
  • Insist that state lottery money be used for its intended purpose: to help offset school taxes. The state should report each year how much is collected and how much is collected for education. We were promised something that is not being fulfilled.
  • Thomason General Hospital should be forced to disclose the money it receives from the federal government (millions) and use these amounts to offset school taxes.
  • Never allow cost over-runs on contracted-out projects. Make contractors deliver what they signed on the line to deliver for the money they said they would.
  • Texas lottery should provide more money for our schools instead of budgeting our education and making our residents pay more taxes on homes.
  • Parental involvement should be encouraged through actions by the district regional meetings "meet the public." The meetings should be made available to the public. Meetings should not be held at 5 p.m. to 6 p.m. Most parents can't make it with picking up kids, etc.
  • Develop more business-school partnerships to better help students decide which career to pursue.
  • Support civic involvement by students through school clubs. Support civic initiative through local clubs. Partner with local service clubs and organizations.
  • Superintendent and regional supers should be involved with community, not through newsletters, etc., but direct contact at hours and days when parents can attend.
  • I support a movement toward getting parents more involved; it should not be optional, but required. It's the only way parents will become aware of the problems in public schools. They're getting their information from those that have an agenda that makes public education seem to be failing completely. Parents should be forced to become involved. Also, more effort should be put into getting the business community involved. In a poor district like EPISD, we could use the help.
  • One method to get parents involved is to mandate community involvement courses (student council, band, and sports). As students sign up for courses, the parents support school activities.
  • Since our tax dollars don't seem to go a long way, I have to volunteer in my child's school to help them with school trips, awards programs, etc. Because of this I cannot go to work.
  • Lack of parental involvement.
  • Parenting classes for young mothers needed.
  • Local churches (all denominations) should be encouraged to participate in their community. Their apathy adds to the problems with youth. Small business should be encouraged to give ideas of how to resolve so much negativism within the community.
  • We should have more programs to involve the parents. Students sometimes have too much free time.
  • I hope this helps all of the EPISD. We need it. Good luck!
  • Poor involvement as student ages. Require more signatures on papers, report cards, etc. Business involvement is good, however don't allow businesses to take over the school district's responsibilities.
  • If our district is so strapped for money, why not allow national companies to advertise on the school buses? It's done in many other places.
  • If you want community involvement, then listen to the community. Don't just give excuses.
  • It looks like we may have to make parental involvement a mandatory part of a child's education. This is sad.
  • Provide opportunities for parents to be truly involved. Show how they can be involved, where, when, and with whom.
  • We forget that sometimes parents are not educated.
  • School needs to make parents an integral part of participating on school goals. Provide input. Schools need to make parents welcomed not as an adversary. El Paso needs greater support from businesses... it's in their best interest.
  • I believe that parents are welcome to my school. Notices go out to the parents and notices are on our marquee. I do feel parents should be more involved, but it's difficult for single-parent households as well as with families and with two parents working.
  • Parents have given a new meaning to "en loco parentis." Teachers are parents to many kids because parents don't want to be bothered.
  • Communication between administration and faculty and between faculty and parents is poor. Communication between principal and faculty and principal and parents is poor also.
  • Counselors have the "Harvard mentality." If you are going to Harvard, Yale, etc. they will help you.
  • Why are some board meetings not held in different areas of the community?
  • Coronado High School counselors should be more accessible to parents. They need to make time to discuss the children's progress and what is needed to help the children advance in school.
  • The counselors at Moorhead Junior High school are more attentive to the needs of the students and parents. The counselors at Moorhead Junior High school are doing a good job. Uniform policy is very good at Moorhead. A uniform policy should be in place for high schools. If not, then stricter enforcement of the dress code should be required.
  • This area is excellent at my school.
  • Community involvement equals agreeing with the district. Differing views are not appreciated.
  • You must find a way to have schools open as community centers after-hours. Do it soon. This may cost some money up front, but you will gain in community involvement with schools and good PR when you must raise taxes or take other action.
  • The board puts important issues off until midnight or later to prevent public participation. This is definitely a sneaky process that happens.

PERSONNEL MANAGEMENT

  • Pay certified, experienced, professional retired teachers something more than minimum wage and you will find a few more volunteers!
  • Salary for subs is poor.
  • Recruitment of non-Texas graduates seems slight.
  • It should be easier to fire the bad teachers. Parents who volunteer in a school know who they are. Parents who don't volunteer have their children doomed to lousy year. Fire the incompetents!
  • Fire the incompetent principals and assistants.
  • Too many administrators, especially at district level where there is no direct contact with students. Top-heavy administration.
  • They wait until school starts to hire new teachers for a school, even though they know additional students will be attending the school.
  • We have too many top administrators that do not have real jobs.
  • Some have jobs created for them because they are buddies. "Good Old Boy system" is alive and well in EPISD! It lives and breathes; it just won't die.
  • Too much time is spent in obtaining payroll checks.
  • Waste of time of going to and from school and EPISD just to justify that you work 40 hours. A procedure should be formulated for the convenience of hourly employees that rely on this paycheck.
  • Calls made at EPISD take time before they are returned.
  • Payroll department needs to improve hourly pay employees.
  • Sometimes these hourly employees have to borrow money to compensate administration's delay of releasing paychecks.
  • Consultants and Staff Development personnel need to be cut. We rarely see them! If you are to continue with regions, put the supervisors in their areas in regional schools. How about portables?
  • Regional facilitators have allowed teachers to get more information quicker!
  • Before, we had one person in charge and we didn't get the personal time and attention we get now!
  • We need to develop a better system of getting rid of bad teachers. We need to stop placing into other schools just to make the precious schools happy. Offer early retirement? Or just fire?
  • Salaries need to be raised and expectations of both administrators and teacher raised.
  • [USI] mentors and other administrators have not been any help. They should be back in the classroom.
  • We need charter schools to create more competition among the schools! This is working great in Mesa Public Schools in Arizona. Public schools' quality has really improved because of this competition.
  • Certainly, more money for teachers is needed, However incentives, other than longevity, should be utilized to reward good teachers. More mid-level administration should be directed, by needs assessed, to appropriate schools. For example, low-performing math schools equal more math administrative assistance via delegated full-time assistance, rather than central office personnel. What is a "good" teacher? Administration is run on bias. PDAS - bias again!
  • Establish a student-to-administration personnel ratio (i.e. 2.3 administrators to one student).
  • Pay the teachers a decent salary - the good teachers will stay.
  • Pass a state law to give teachers "a tax" abatement on their property.
  • Too many people are involved in decision making in Human Resources (HR) and throughout the district.
  • Too many directors in the HR and they are paid more than market wage
  • Clerks could do a lot.
  • Who hired the incompetent teachers and why?
  • A program is needed for troubled students.
  • This school needs trained security people!
  • Supervisors use intimidation to "control" their employees.
  • Special Education counselors are needed for special education students
  • Police officers should be on school grounds.
  • A coordinator is needed that will see to students who are facing problems due to divorce or a loss of loved ones.
  • Administration needs to support parents and teachers, and not make their own decisions; teachers should be able to communicate without fear of losing their job.
  • The proper tools are needed to educate students.
  • The Special Education department needs to be investigated closely!
  • Teachers who need additional training need to be identified and training given. Dollars should be allocated at local level and administered by school administrators.
  • Texas needs a cap on class size in the Special Education department and maybe we can recruit and keep more teachers.
  • EPISD spends thousands of dollars recruiting out-of-state teachers while there are many local qualified teachers without a job.
  • Raises should be given on individual performance, not schoolwide. Bad teachers stay on the hard work of good ones. An end-of-year assessment by parents of children in the teacher's classroom should be statewide and basis of promotions and raises. I was told that would make teachers compete against each other, but the only drawback I see is that kids will get ahead, (with) better grades and self esteem.
  • A 20 percent cut for everyone who has an office to themselves! If you work with or for kids, it should be for their wellbeing not how much is in it for them.
  • Teachers and other school personnel need CPR certification.
  • There is no check on the increase of high-paying administrative positions located away from the schools. There is also no check on how these people are spending their time and our school money that should be on the kids and on the people working with kids.
  • How much money is spent on substitute teachers when teachers are in service? For example: all third grade teachers had third day end-of-school year to plan, substitutes were in all rooms. There are days set aside for inservice. This is a common practice in this district.
  • A strong audit of central office staffing is needed. For example, salaries are as follows: executive directors at $70-75,000. Eight directors at $50-60,000. The district had seven associate superintendents at $85-90,000, but when superintendent resigned, why did we have to hire a temporary superintendent at $10,000 per month? Aren't any of the seven associate superintendents qualified?
  • Police Command Center should be in our schools and have the seniors handle calls and appointments while not run by an officer.
  • What happens when you have teacher and staff playing with a student resulting in a sex act? Everyone knows, but teacher/staff stay; shouldn't the person be removed!
  • The so-called "profile" used to match candidates to schools they serve and the fact that previous leadership strived to choose candidates to work in neighborhood schools they resided in was a bunch of hogwash! Hiring practices in place now have allowed nepotism and certain groups for promotion based on "politics" and not on educational background. Eighty percent of our budget is tied to personnel and district needs to hire the best educated/qualified candidates for positions and not relatives or persons from cultural/ethnic/political groups. Personal/business "conflict of interest" among board members needs to stop and an investigation from the Texas Education Agency (TEA) is needed.
  • CIT committees in schools do in some cases pick administrators for schools, but what happens when the individual talks a good game, but doesn't perform. They're stuck with him or her forever.
  • Pay teachers more for our education and work. We deserve to be more than the lower middle class.
  • Why are there so many permanent substitute teachers and staff? Is this so the district doesn't have to pay benefits? If these people are qualified as subs and work years in the same position, why not hire them permanently?
  • District promotes teachers into administrative positions; these people are qualified to be teachers not administration. Check HR department! Really Bad!
  • How many coaches are now principals?
  • Hiring practices: UTEP interns who graduate early need to be hired before other neighboring districts hire. Don't wait until July or August to sign recruits.
  • Staff Development should focus on improved meaningful staff development. Not perfect, but opportunity to enhance professional skill is available.
  • Keep educated personal in the classroom or school where they are making a difference rather than transferring them to administration.
  • Give principal opportunity to voice his observation of his staff.
  • Until the good teachers are identified and rewarded accordingly (financially and or otherwise), education will continue to be saddled with the bad teachers.
  • Contrary to popular belief, a teacher's most important commodity is time: we must explore "outside the box" thinking in scheduling, staffing, etc. to free teachers while at school to plan, integrate curricula, and find solutions to endemic problems.
  • Too much staffing and expenditure in athletics, in particular football, which exceeds the needs of both a particular sport, and also the general student population. Eighty percent of our students don't play sports-what do we have for them?
  • In order to keep the good personnel, salaries must be competitive in all areas. It takes good people and good teachers to form a good business.
  • Bonuses do not make better teachers. For example, once the extra money for the teacher at Guillen was taken away, the teacher left. What we need is better teachers out of college and not those greedy so-called teachers.
  • Teachers complain in class that their salaries are too low.
  • Teachers should be paid bimonthly.
  • We need people with successful human resource management experience to come in and take over this function. We need to minimize/cut down on suits and other wasteful spending resulting from mismanagement of personnel functions.
  • Stop the "who you know" policy. A person should be hired for what they know. Less administrative positions and fancy titles and get back to what matters-our kids.
  • Why is it so difficult to get rid of teachers who should not be in the teaching field?
  • Teacher salary comparability should be based on competitor cities (e.g. Austin, Albuquerque, etc.) not local ISDs, to attract top teaching talents.
  • I wonder why the district has to go to Nebraska, Montana, etc. to find teachers? Is it because we can't compete locally for teachers? In fact, EPISD can hardly compete with Ysleta and Socorro for staff because of low salaries and worse working conditions.
  • Salary and incentives should be constructed to keep teachers teaching, not forcing them to move to administration if they want to increase their income.
  • Hire and promote local administrators.
  • Processing of retirement forms is way too slow, which causes big problems to retirees.
  • Too much money is spent on staff development, yet teachers who use PCs aren't well trained.
  • Some principal hire young new teachers rather than more experienced teachers who desire to return after children are raised and in school.
  • There is not enough staff development on the campus level at the time it is needed (e.g. technology support), including specialized support for teachers in the regular classrooms.
  • Hiring of new applicants is too slow. I went to the YISD because my appointment for an interview was scheduled more than one month from the date I reported to the personnel office. YSID hired me in three days. Plus, I have heard of many teachers this same thing happened to. I tried on two other occasions to change districts, but the same thing happened.
  • Recruitment is good for entry-level teachers. I question the hiring process for professional staff with experience. I know of administrators hired by EPISD who were released from other districts in (El Paso) for serious infractions!
  • I feel staff development for counselors in Region III is excellent. However, there is no consistency throughout the district.
  • I switched districts due to a death in my family. Even though it was a lateral switch, I took a significant cut in salary.
  • Set up a demotion policy at the Central office. Administration doesn't like cutting heads. Set up a third party for this job.
  • Why are there no Social Security benefits for employees? Teachers find it necessary to go to New Mexico and teach for a few years after retirement to get "quarters" needed for Social Security benefits. It does not seem fair to lifelong Texas employees.
  • How much money is being paid out for consultants and for what reason?
  • Why can't the school administration spend up to $25,000 without bringing the item before the board for approval?
  • Why can the same consultants be repeatedly paid in $25,000 increments and by dividing it this way avoid going before the board?
  • Personnel management should find other ways or outlets to raise money without having to raising taxes.
  • Professional service contracts by law are exempt from the $25,000 cut; why are they allowed to spend so much money without board approval? Can we have an itemized list of these expenditures and who received the money and for what?
  • More funds should be allocated for parent involvement.
  • We need personnel at the campus level, not on top. We have the same amount of administrative people as much smaller schools. We are overloaded with paperwork and too many administrators.
  • Less personnel at the Blue Flame building, Education Center, Boeing and more personnel at campuses, especially more assistant principals and clerks.
  • I deeply resent money being spent for downtown parking when there is not money for maintenance, when I worked downtown.
  • Why are principals who do not operate their schools with the best interests of their students and communities at the core of their actions not reprimanded/disciplined? They cause lack of parental involvement-crucial to the success of the schools. The CYA is at work in our
    top-heavy district. Too often the outcome of incompetence is promotion.
  • Pay them more and let their incompetence affect more people when they mess up!
  • Staff development is a joke. With the new areas, no one seems to be in charge or know what is going on. The news about new developments never gets to the teachers or if it does, it's too late.
  • Need to have incentives for people to become teachers. More pay and better benefits.
  • Faculty should go to training on how to communicate and or understand today's youth.
  • The "good old boy" system is in place; one can predict who is going to be hired.
  • There is poor management at the top.
  • A culture of fear and retaliation prevails.
  • Listen to the whole community and not a select few.
  • Salary, same percent for all; all are valuable, if people are overpaid or not needed, then fix the problem.
  • The classrooms at Austin or too large for effective group learning. Hire more teachers.
  • If positions are especially for people working in EPISD, do not show them to the public.
  • Need to recruit good teachers.
  • Performance needs to look better.
  • Standards should be lowered in order to fill those difficult to recruit positions. Higher pay would work better. Also, emergency permits that somehow become permanent should be eliminated.
  • Student/teacher class size ratios should not be increased to save money; the first option should be to cut administration at Region 19, not school classrooms.
  • Why is it necessary to divide the district into four regions? Once divided, why were the administrators of each region not placed in their area of responsibility? This would promote the idea of access by parents and concerned citizens. Isn't the regional concept doing a good job!
  • Pay teachers more since they are the educators, not administration. Teachers should not have to buy supplies.
  • Currently, a teacher cannot get an evaluation of "exceeds expectations," no matter how well he/she does, if he/she is at a "low performing" school. This can de-motivate and reduce productivity of teachers who are hard workers and talented.
  • What happened to the slogan "children first?" Administrators and bureaucracy-building seem to dominate the budget. The resource classrooms should be the priority. Flatten the organization. Site-based management is only as effective as the organization permits.
  • Support staff is paid peanuts compared to administration. Many support staff live below the poverty level and are on food stamps.
  • There is too much harassment and discrimination in the district. One only has to look at all the Equal Employment Opportunity complaints.
  • Its maintenance department is overstaffed?
  • District is top-heavy. Put resources at the local schools.
  • Pay the teachers more. Require master degrees in a certain time frame.
  • The closer you are to the students, the less respect you get.
  • It must have cost a lot of money to completely change over the staff at Guillen Middle School. Any teacher willing to mover over to Guillen was given an extra $5,000 per year. The cost to have the teachers away from Guillen must have been great. Despite the reorganization, Guillen has not improved and the district is spending even more money to hide this fact.
  • Recruitment - Teacher staff development is ineffective. New teachers should not get bonuses (math).
  • Too many teachers being pulled out of the classrooms. We are losing out on quality teaching time with the students. The students are the ultimate losers.
  • Salaries are pathetic for this size district. We're tired of being blamed for tax increases.
  • Salaries should be increased in areas where there is a shortage. Staff development is outdated, but it's a way to promote people and pay them money that should remain in the classroom. Teachers have gotten $1,000 + increases for the past three years. Support staff also have expenses and need extra money!
  • In the hiring process it is "who you know and not what you know." Why advertise if the department already has someone in mind! People with less than two years experience in the district are promoted to high-level positions. In 20 years and 10 months I have received nothing.
  • Let's do away with the "good old boy" system.
  • We don't need national searches for superintendents. We have local people who are adequate for this job.
  • The superintendent should be paid on a ratio of lowest-paid staff person.
  • Reduce the central office staff.. Start with facilitators and review every corporate person. If they don't face kids every day, their worth to the district should be questioned.
  • El Paso ISD has the lowest teachers' salaries in the city. Starting with year 13 on the pay scale for teachers with a BA and continuing on up, EPISD pays exactly state minimum. A city this size should be able to do better than that. Too many teachers are leaving the district, or planning to in the future, or going to other high-paying jobs.
  • The [ESOL] stipend is being phased out in the EPISD. All other districts here have one. In the San Antonio district, theirs is $2,000. We are being asked to do more work for a cancelled stipend.
  • Stop spending tons of money on teacher recruiting trips and give scholarships, and give contracts for a certain number of years to prospective teachers.
  • Teachers do not get any credit for all the hard work they do with the students.
  • Staff development should come not only from outside the schools, but also from within.
  • Make sure staff development helps teacher instead of adding work.
  • Provide training that they can use.
  • Do not have staff development in the first week of duty. Teachers are preparing for the school year.
  • Pay teachers a proper salary. A first-year loan officer makes as much as a sixth-year teacher.
  • Principals hire and promote employees without regard to qualifications, experience or seniority. Too much favoritism and good old boy stuff. When questioned, it's "the principal's discretion."
  • Why is it that when it comes to paying journalism teachers, they have the lowest salaries?
  • Schools should be able to hire/fire personnel from the campus. Greater autonomy to principals or personnel issued for that particular campus.
  • More time for teacher preparation (start of year). Salaries need to be greater at campuses.
  • Is a merit system similar to federal and civil service examinations available to avoid political appointments? Perform a statistical analysis of promotions with regards to educational/work backgrounds. Why are most appointments ascribed to PE majors, or is it the good old boy syndrome?
  • Salaries should be based on a "needs" basis. Our district is short of mathematics teachers because math majors can go to careers that pay more even if they want to be teachers.
  • Teachers' salaries need to be reevaluated in the state of Texas. Wrong priorities placed on prisons and athletics.
  • How can you expect to pay and keep quality teacher when you pay mediocre above minimum wage salaries?